.. c 
THIRTEENTH CONGRESS OF THE 
) 
REPUBLIC OF THE PHILIPPINES 
) 
First Regular Session 
) 
5 
APR -5 AID 41) 
SENATE 
: .~ 
S. B. No. 
1974 
Introduced by SENATOR EDCARDO j. ANCARA 
EXPLANATORY NOTE 
The biggest employment agency in the cobntry today is the Philippine government. 
Tasked with the vital responsibility of running the bureaucracy and the delivery of basic 
services to the people, the salient role of the civil service cannot be over-emphasized. But 
despite its role and its existence for over a hundred years, there exist a vacuum of permanent, 
stable, integrated and comprehensive policies and jaws governing our Philippine Civil Service 
System. 
True, there are laws and regulations that govern the operation of the civil service, as are found 
scattered in quite a number of laws, decrees, letters of instructions, executive orders and 
administrative issuances. Yet, there are still apparent gaps that more often cause problems 
and controversies due to inconsistencies in said issuances or irrelevance or obsoleteness in 
light of the changing times. 
Taking this to heart, there is therefore an insistent need to update, even repeal, modify and / 
or amend existing laws, decrees, LOIS, EOs and administrative issuances relative to the civil 
service to fully advance the professionalism of the government bureaucracy. Codification, 
therefore, of aforesaid policies and legislation is pressing and equally fitting. 
This proposed Philippine Civil Service Code of 2005 seeks io address the deeply-rooted 
problems confronting the public service, to wit: graft and corruption; bureaucratic red tape; 
violations of the rights of the employees, specifically the right to security of tenure and the 
right to due process of law; violations of the merit and fitness principle; partisan political 
activities; inadequate benefits and privileges of employees; organization ineffectiveness and 
the unnecessary delays in the delivery of frontline services. 
The salient features of the proposed Code are: 1) shortened adjudication process in 
administrative cases; 2) decentralized functions of the Civil Service Commission to 
departments / agencies of government; 3) substantive reduction of management discretion in 
personnel actions thereby requiring government agencies to hire or promote the best qualified 
applicants; 4) enhanced employees’ rights particularly the right to job security and protection 
from partisan influences; and 5) restructured employee privileges to conform to current norms 
and standards, including expanded leave privileges. 
Approval of this measure, therefore, is earnestly sought. 
Senator 
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S. B. No. 
Introduced by SENATOR EDGARDO J. ANGARA 
AN ACT ESTABLISHING A CIVIL SERVICE CODE OF THE PHILIPPINES 
AND FOR OTHER PURPOSES. 
Be it enacted b y  the Senate and House of Representatives of the Republic of the 
Philippines in Congress assembled: 
BOOK I. 
GENERAL PRINCIPLES 
Title I - Policies on Civil Service System 
Chapter One. Policies and Principles 
SECTION 1. 
Short Title. , -   this Act shall be known as the “Philippine Civil Service 
Code of 2005” 
SEC. 2. Declaration of Policy. - The State recognizes the primary and important role 
of the civil service system in providing stability, continuity and expertise in government 
operations, ensuring delivery of public services and achieving the national development goals 
of peace, human security and sustainable human development. 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 appointments in 
the civil service system shall be made only on the principle of merit and fitness; that public 
office being a public trust, [government personnel] 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; that employment 
opportunities in the civil service system shall be equally available AND ACCESSIBLE to all 
qualified citizens; that no [government personnel] PUBLIC OFFICER OR EMPLOYEE shall be 
disciplined, suspended,or dismissed except for cause and after observing due process of law 
OR EXCEPT IF TERMINATED FOR NON-DISCIPLINARY CAUSES; that the Civil Service 
Commission, being the central personnel agency of the government, shall administer the civil 
service system and be responsible in providing policies and guidelines on the selection, 
utilization, training and discipline of [government personnel] PUBLIC OFFICERS AND 
EMPLOYEES; that their 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; that equal pay for equal work shall be guaranteed; 
and actions on personnel matters shall ‘be decentralized, with the different departments and 
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other offices or agencies of the government delegating to their regional offices or other similar 
units, powers and functions; and that the autonomy of Local Government Units shall be 
respected. 
SEC. 3. Definition. 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, local government units, state universities and colleges, [and entities and 
corporations sequestered by the government,] or any other unit of the National 
Government, as well as provincial, city, municipal government, except as hereinafter 
otherwise provided; 
”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 functions of the position; 
“Career Executive Service (CES)” refers to the strong, stable and competent pool of 
career public managers that will provide effective support to national development. 
“CESB” is the Career Executive Service Board. 
“Career Executive Service Officer ~CES0)”refers to a person conferred a CES rank; 
“Chairperson” is the Chairman of the Civil Service Commission. 
“Civil service” refers to the men and women employed to carry out public services, in 
all branches, agencies, subdivisions and instrumentalities of government, government- 
owned and -controlled corporations with original charters or created under special 
laws, local government units, AND state universities and collegesb and entities and 
corporations sequestered by the government]. 
“Civil service eligible” refers to a person who passed a civil service examination or is 
granted a civil service eligibility by law or by the Civil Service Commission; 
“Civilservice system” refers to the institution mandated to carry out public services, in 
all branches, agencies, subdivisions and instrumentalities of government, government- 
owned and -controlled corporations with original charters or created under special 
laws, local government units, AND state universities and colleges [, and entities and 
corporations sequestered by the government]; 
”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; 
(m)“Commissioner” refers to either of the two (2) other members of the Commission; 
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(n) “Consultant” refers to the person employed under a consultancy contract hired by 
reason of expertise, to perform highly specialized functions not readily available from 
career personnel, for a short duration, having no employer-employee relation with the 
hiring agency; 
(0) “Department“ refers to any of the departments in the Executive branch, Congress, the 
Judiciary and any of the constitutional commissions; 
(p) “Disciplining authority” refers to the person or body authorized to suspend,’dismiss or 
discipline PUBLIC OFFICERS and employees in the civil service system; 
(q) “Eligibility’ refers to the qualification, acquired by an individual after passing a civil 
service examination or granted by law, for entrance into and promotion in the career 
service; 
(r) ‘Employee’ refers to any person employed in the civil service system of whatever 
category or class up to division chief level; 
(s) ‘Employee organization’ refers to a duly registered employee organization, union, 
association, FEDERATION, CONFEDERATION, society or alliance in accordance with 
the provisions of this Code; 
(t) “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; 
(u) ”Grievance’ refers to an employee’s complaint regarding working conditions, working 
relationships or employment status; 
(v) “Grievance procedureN refers to the process of resolving employee grievances; 
(w) ”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; 
(x) ’Job order” refers to a contract of service of individuals paid under a lump sum 
appropriation for a short duration having no employer-employee relation with the 
government. 
(y) “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; 
(z) “Party adversely affected” refers to the respondent against whom a decision in a 
disciplinary case has been rendered; 
(aa)”fersonnel action’ is any movement of personnel in the civil service system; 
(ba)’folicy determining 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; 
(ca)“fosition” 
refers to an occupational title with a defined set of duties and 
responsibilities to be performed by an individual either on full-time or part-time basis; 
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(da)“Primari/y confidential position” refers to a position where the occupant enjoys more 
than the ordinary confidence of the appointing power but bears such close intilnacy 
which relieves the latter from misgivings of betrayal of personal trust on confidential 
matters, like that of a private secretary; 
(ea)“PUBLIC OFFKERS“ as distinguished from employees, refers to those whose functions 
are managerial or executive in nature and above the division chief level; 
(fa) “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; 
(ga)”Rank-and-file” shall refer to employees occupying positions in the first and second 
levels; 
(ha)”Reorganization” 
refers to the 
process of 
restructuring the ‘bureaucracy’s 
organizational and functional set-up with the view of making it more economical, 
effective, efficient and responsive to the needs of the public; 
(ia) “Sequestered agency” refers to any business entity recovered or sequestered by the 
government in accordance with law.]; 
(ja) “Solo parent” refers to an individual who falls under any of the following categories: 
1. A woman who gives birth as a result of rape and other crimes against chastity even 
without a final conviction of the offender: Provided, that the mother keeps and 
raises the child; 
2. Parent left solo or alone with the responsibility of parenthood due to death of 
spouse; 
3 .  Parent left solo or alone with responsibility of parenthood while the spouse is 
detained or is serving sentence for a criminal conviction for at least one (1) yr ; 
4. Parent left solo or alone with the responsibility of parenthood due to physical 
and/or mental incapacity of spouse as certified by a public medical practitioner; 
5. Parent left solo or alone with the responsibility of parenthood due to legal 
separation or de facto separation from spouse for at least one (1) year, as long as 
he/she is entrusted with the custody of the children; 
6. Parent left solo or alone with the responsibility of parenthood due to declaration of 
nullity or annulment of marriage as decreed by a court or by a church who is 
entrusted with the custody of the children; 
7. Parent left solo or alone with the responsibility of parenthood due to abandonment 
of spouse for at least one (I) 
year; 
8. Unmarried mothedfather who has preferred to keep and rear her/his child/children 
instead of having others care for them or give them up to a welfare institution; 
9. Any other person who solely provides parental care and suppori to a child or 
children; 
10.Any family member who assumes the responsibility of head of family as a result of 
the death, abandonment, disappearance or prolonged absence of the parents or 
solo oarent. 
(ii) “Strike” refers to a concerted action of an accredited employee organization which 
will result in temporary stoppage or disruption of public service 
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Chapter Two. 
SEC. 4. 
Rights. 
have the right to: 
Rights and Obligations of Public Officers and Employees 
in the Civil Service System 
PUBLIC OFFICERS and employees in the civil service system shall 
(a) 
Security of tenure; 
(b) 
(c) 
(d) 
(e) 
(0 
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, societies or ALLIANCES for purposes not contrary to law; 
For rank-and-file employees of accredited organizations to collectively negotiate 
for terms and conditions of employment in accordance with existing laws; and 
Enjoy such other rights provided by law. 
SEC. 5. Obligations. - PUBLIC OFFICERS and employees in the civil service system 
Uphold and defend the Constitution and laws of 
the Republic of the 
Phi I i ppi nes; 
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; 
Undertake programs of self-development to improve their performance and 
levels of service; and 
PERFORM SUCH OTHER OBLIGATIONS AS MAY BE PROVIDED BY LAW. 
Title I I  -Scope of the Civil Service System 
Chapter One. Positions in the Civil Service System 
SEC. 6. Coverage. - The civil service system embraces all branches, subdivisions, 
instrumentalities, and agencies of the Government, including local government units, state 
universities and colleges, [entities and corporations sequestered by the government,] 
and 
government-owned or -control led corporations with original charters. 
SEC. 7. Administration of the Civil Service System. - As the central personnel agency 
of the government, the Commission shall establish a career service, administer the civil 
service system, adopt measures to promote morale, efficiency, competency, integrity, honesty, 
responsiveness, progressiveness, courtesy and gender sensitivity in the civil service system, 
strengthen the merit and rewards system, integrate all human resource development programs 
for all levels and ranks therein ahd institutionalize a management climate conducive to public 
accountabi I ity. 
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SEC. 8. Categories of Positions. - 
Positions in the civil service system shall be 
categorized as career and non-career. 
SEC. 9. The Career Service. - The career service shall be characterized by (a) entrance 
based on merit and fitness to be determined, as far as practicable, by competitive 
examinations or on highly technical qualifications; (b) opportunity for advancement to higher 
career position; and (c) security of tenure which is also based on performance, mechanics of 
which shall be formulated by the Commission. 
SEC. 10. 
Positions Included in the Career Service. 
- 
Positions in the career 
service include the following: 
Open career positions - appointment to any level in the career service which 
requires qualification in an appropriate examination or other modes in 
accordance with law; 
Closed career positions - positions that are scientific or highly technical in 
nature which shall establish and maintain their own merit systems, such as the 
following: 
(1) 
Faculty and academic staff of state universities and colleges or scientific 
and technical positions in scientific or research institutions; 
(2) 
Career Executive Service; 
(3) 
Career Officers, other than those in the Career Executive Service, who 
are appointed by the President, such as the Foreign Service Officers in 
the Department of Foreign Affairs, the judges and justices in the Judiciary 
and the prosecutors in the prosecution services; 
(4) 
Uniformed and commissioned personnel of the Philippine National 
Police; 
Personnel of government-owned or controlled corporations with original 
charters, whether performing governmental or proprietary function's, who do 
not fall under the non-career service; andl 
Permanent laborer, whether skilled, semi-skilled, or unskilled. 
SEC. 11. 
Classes of Positions in the Career Service. - Positions in the career 
(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 
Third Level -the highest level positions in the career service as determined in 
the [National] POSITION Classification and Compensation [Plan] SYSTEM. 
Except as otherwise provided in this Code, entrance to the first two levels shall be 
through competitive or special examinations to be AUTHORIZED by the Commission. 
Entrance to the third level shall be based on qualification requirements prescribed by the 
Commission THROUGH THE CESB. [htrance to a higher level does not require previous 
qualification in the lower level.] 
service shall be grouped as follows: 
. 
(c) 
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 
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tests utilized for the career service; (b) tenure which is limited to a period specified by law; 
(c) tenure which is co-terminus with that of the appointing authority or subject to hidher 
pleasure or which is limited to the duration of a specific project for which purpose 
employment was made; and (d) the primarily confidential nature of the position. 
SEC. 13. 
Positions lncluded ih 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 PUBLIC OFFICERS of Cabinet rank who occupy 
their positions at the pleasure of the President and their personal and primarily 
confidential staff; 
Chairpersons 
and members of 
constitutional 
commissions 
and other 
commissions, boards and other bodies with fixed terms of office and. their 
personal and primarily confidential staff; 
Non-career undersecretaries and non-career assistant secretaries and their 
personal and primarily confidential staff; 
Contractual personnel or those whose employment is in accordance with a 
special contract for a maximum period of one year to undertake a specific work 
or job which requires special 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 One. Composition, Duties and Functions 
SEC. 14. 
Composition. - The Commission shall be composed of a Chairperson 
and two (2) Commissioners. 
AS FAR AS PRACTICABLE, THE COMPOSlTlON OF THE COMMISSION MUST BE 
GENDER-BALANCED. 
SEC. 15. 
Qualifications of the Chairperson and Commissioners. 
- 
The 
Chairperson and Commissioners shall be natural-born citizens of the Philippines, and at the 
time of their appointment are at least thirty-five (35) years of age with proven capacity for 
public administration and must not have been candidates for any elective position in the 
elections immediately preceding their appointment. 
At least one (1) of them must be a 
lawyer. 
SEC. 16. 
Terms of Office. 
- 
The Chairperson and Commissioners shall be 
appointed by the President subject to confirmation of the Commission on Appointments for a 
term of seven (7) years without reappointment. In no case shall any Member be appointed or 
designated in a temporary or acting capacity. AppoiDtment,to any vacancy shall be only for 
the unexpired term of the predecessor. 
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SEC. 17. 
Compensation. 
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The salaries of the Chairperson 
commissioners shall be fixed by law and shall not be decreased during their tenure. 
and the 
SEC. 18. 
[Prohibition. - 
No Member of the Commission shall, during their 
tenure, hold any other office or employment except when expressly provided by law.] 
Powers and Functions of fhe Commission. - The Commission shall have the following 
Dowers and functions: 
Administer and enforce the constitutional and statutory provisions 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 peknent laws which shall become effective 
thirty (30) days from the date of pdblication in the Official Gazette or in a 
national newspaper of general circulation; 
Promulgate its own rules concerning pleadings and practice before it or any of 
its offices. Such rules 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 economical, efficient and effective 
personnel administration in the government; 
Formulate policies and regulations for the administration, maintenance and 
implementation of position classification and compensation and set standards 
for the establishment, allocation and reallocation of pay scale classes and 
positions; 
Render decisions, orders, opinions or rulings on civil service matters which 
shall be binding on heads of departments and agencies and immediately 
executory; 
Confer ranks [upon CES eligibles] upon recommendation by the Career 
Executive Service Board: 
Discipline CES members for cause after due process; 
Manage the administration of the civil service examinations. 
Any entity or 
OFFICER OR EMPLOYEE O F  THE [in] government may be called upon by the 
Commission to assist in the preparation and conduct of the said examinations. 
Such assistance includes, but is not limited to, the 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 
examination 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 
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(m) 
(P) 
Formulate, administer and evaluate programs relative to the selection and 
recruitment, development and retention of qualified and competent work force 
in the public service, including administration, development and evaluation of 
training, scholarship [programs] and retirement programs; 
Hear and decide administrative cases and other Civil Service matters brought 
before it directly or on appeal, including disciplinary matters, contested 
appointments or personnel actions; 
Issue subpoena ad testificandum (process directing a person to testify) and/or 
subpoena duces tecum (process directing a person to produce with him/her any 
book, document or other things under hidher control pertinent to the issue of a 
pending controversy); 
Issue a writ of preliminary injunction or temporary restraining order when, on 
the basis of the allegations in the petition, it is established that the acts 
complained of, involving or arising from any personnel actions, if not restrained 
or performed immediately, may cause grave or irreparable injury to any party or 
render ineffectual any decision of the Commission in favor of such party; 
Deputize 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. 
For this purpose, 
deputized OFFICERS AND EMPLOYEES may issue subpoena ad testificandum 
(process directing a person to testify) and/or subpoena duces tecum (process 
directing a person to produce with him/her any book, document or other things 
under hidher control pertinent to the issue of a pending controversy); 
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 purpose, 
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; 
Punish for contempt, direct and indirect, OFFICERS, employees and other 
persons for refusal or failure to comply with the decisions, orders, rulings or 
processes and proceedings of the Commission. 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; 
Advise the President on all matters involving personnel management in the civil 
service system and submit to the President an annual report on personnel 
programs; 
(w) 
Act on all appointments and other personnel matters in the civil service system; 
(x) 
Inspect and audit the personnel actions and programs of the departments, 
agencies, bureaus, offices, and other instrumentalities of the government, 
including government-owned and -controlled corporations with original 
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charters, local government units, state universities and colleges, [and entities 
and corporations sequestered by the government]; conduct periodic review of 
the decisions and actions of offices or OFFICERS to which authority has been 
delegated by the Commission and apply appropriate sanctions whenever 
necessary; 
(y) 
Prescribe rules and policies on employee organizations and regulate employee- 
management relations including the settlement of disputes; 
Prescribe and enforce rules and regulations to ensure safe, healthy and proper 
working conditions for employees; 
Keep and maintain personnel records, extend and accredit government service 
of PUBLIC OFFICERS and employees; 
Delegate authority for the performance of any of its functions to other 
departments and agencies where such functions can be effectively performed; 
Appoint and discipline its OFFICERS and employees in accordance with law 
and exercise control and supervision over the activities of the Commission; 
(z) 
(aa) 
(bb) 
(cc) 
(dd) 
ADMINISTER PROGRAMS THAT WILL FOSTER AN HONEST, GRAFT-FREE 
PUBLIC 
SERVICE, 
INCLUDING 
BUT 
NOT 
LIMITED 
TO 
THE 
ENCOURAGEMENT AND PROTECTION OF PERSONS WHO REPORT TO 
PROPER GOVERNMENT AUTHORITIES ANOMALIES AND IRREGULARITIES 
IN GOVERNMENT OPERATIONS; and 
(ee) 
Exercise all powers and perform the functions properly belonging to a central 
personnel agency, 
SEC. 19. 
(a) 
Duties and Responsibilities of the Chairperson and the Commissioners. 
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 decide by a majority vote on any case 
or matter brought before the Commission within sixty (60) days from the date of 
its submission for decision or resolution. 
(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 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 preiidential attention including annual and 
other periodic reports; 
12 


Y 
(6) 
Delegate authority, in whole or in part, to other OFFICERS of the 
Commission, in accordance with the Rules and Regulations of the 
Commission; and 
Perform such other functions as may be provided by law. 
(7) 
The Chairperson shall be a member of the board of directors and governing 
body of government entities whose functions affect the career development, 
employment status, rights, privileges and welfare of PUBLIC OFFICERS and 
employees, such as the Government Service Insurance System (GSIS), Foreign 
Service Institute (FSI), Board of Foreign Service Examinations (BFSE), Foreign 
Trade Service Board (FTSB), Board for Professional Teachers (BPT), Scientific 
Career System (SCS), Development Academy of the Philippines (DAP), HOME 
DEVELOPMENT 
MUTUAL 
FUND 
(HDMF), 
PHILIPPINE 
HEALTH 
INSURANCE CORPORATION (PHILHEALTH) and other similar boards as may 
be created by law. 
(c) 
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The Chairperson may delegate any of these responsibilities to any of the 
Commissioners and other ranking OFFICERS of the Commission. 
The Commissioners may perform such functions as may be delegated by the 
Commission. In the absence of the Chairperson owing to illness or incapacity, 
the senior Commissioner shall act as, and perform the functions of the 
Chairperson. 
(d) 
SEC. 20. 
Commission Proceedings. - The proceedings of the Commission shall 
be in accordance with such rules as it may adopt. 
Chapter Two. Organizatioh and Structure 
SEC. 21. 
Offices in the Commission. - The Commission shall have the following 
offices: 
Office of the Assistant Commissioners; 
Office for Career Executive Service Secretariat 
Office for Legal Affairs; 
Examination, Recruitment, and Placement Office; 
Personnel Policies and Standards Office; 
Human Resource Development Office; 
The Civil Service institute; 
P[ersonne/IUBLIC SECTOR LABOR Relations Office; 
Public Assistance and Information Office; 
Integrated Records Management Office; 
Office for Planning and Administration; 
Office for Financial and Assets Management ; 
Office for Personnel Management and Development; 
Staff Support Offices; 
(1) 
Internal Audit Service 
(2) 
Commission Secretariat 
Regional OfficedField Offices 
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SEC. 22. 
Office of fhe Assistanf Commissioners. - 
The Office of the Assistant 
Commissioners (OAC5) shall render executive staff functions 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. 
Office for Career Executive Service Secretariat. - The functions of the 
Office for Career Executive Service Secretariat (OCESS) is defined in Chapter 3 on the Career 
Executive Service. 
SEC. 24. 
Office for LegalAffairs. - 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 functiqns. The Solicitor General shall represent the Commission in 
connection with case5 involving its functions before any court or tribunal. The Solicitor 
General may deputize attorneys of the Commission to appear before such courts or tribunals 
but shall be under the supervision and control of the Solicitor General with respect to such 
cases. 
SEC 25. 
Examination, Placement and Recruitment 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. 
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. 
The office shall, in 
coordination with appropriate offices in the Department of Budget and Management (DBM), 
develop policies and regulations with respect to the administration, maintenance and 
implementation of position classification & compensation as well a5 standards for the 
establishment, allocation and reallocation of pay scales, classes and positions. 
OPPS 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. 
SEC. 27. 
Human Resource Development Office. 
- 
The Human Resource 
Development Office (HRDO) shall formulate, administer, monitor 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 development interventions to enhance capacities and reinforce service values of public 
servants. 
SEC. 28.Civil Service Instifute. - This office shall be responsible for the design and 
adrilinistration of the Commission's training programs. 
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SEC. 29. 
P[ersonne/]UBLIC 
SECTOR 
LABOR 
Relations Office. 
- The 
P[ersonne/]UBLIC SECTOR LABOR Relations Office (PSLRO) 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). The conduct of 
research and training on public sector unionism, as well as the function of designing and 
developing labor education programs shall also be lodged in this office. 
SEC. 30. 
Public Assistance and Information 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 institutiondpractitioners 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. 
SEC. 31. 
lntegrated Records Managedent Office. - The lntegrated Records and 
Management Office (IRMO) 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. 
IRMO shall also be responsible for the management of incoming and outgoing 
communications of the Commission. 
SEC. 32. 
Office for Planning and Administrafion. - The Office for Planning and 
Administration (OPA) 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 orga’nizational planning, benchmarking and 
research and in the development of work programs and projects of the different Commission 
offices consistent with its mandate. 
OPA 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. 
Office for Financial and Assefs 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. 
Office for Personnel Management and Development. - The Office for 
Personnel Management and Development (OPMD) shall take charge of formulating the 
human resource management and development plan of the Commission, which includes 
development of sound policies on personnel management in the areas of recruitment and 
selection, employee welfare and discipline, career development programs as well as position 
classification and pay plan of the Commission. 


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d 
4? 
SEC. 35. 
Internal Audit Service. - The Internal Audit Service IIAS) 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. 
SEC. 36. 
Commission Secretariat. - The Commission Secretariat (COMSEC) shall 
take charge of programming and coordinating regular and special meetings of the 
Commission. Its function includes efficient information management and maintenance of all 
records, decisions, policies, pronouncements and issuances of the Commission. 
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. 37. 
Regional OfficedField Offices. - The Regional Offices shall enforce 
Civil Service rules, policies and standards on personnel management within their respective 
regional jurisdictions. 
They shall provide technical advice and assistance to government 
offices and agencies regarding personnel administration such as but not limited to 
examination and placement, career development, appointments, fiIing/resolution of legal 
cases, audit, and other functions delegated by the Commission. 
SEC. 38. 
Changes in the Commission Organizational Structure. 
- 
The 
Commission may reorganize or effect changes in its organization, including the creation, 
merger or consolidation, splitting or division and abolition of offices and positions. 
Chapter Three. The Career Executive Service 
SEC. 39. 
Career Executive Service. - 
A strong, stable, [and] competent, WELL 
TRAINED AND HIGHLY MOTIVATED pool 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. 40. 
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 roster of CAREER 
EXECUTIVE SERVICE OFFICERS (CESOs). 
SEC. 41. 
Career Executive Service Board. - The Career Executive Service Board 
(CESB) shall be under the general supervision of the Commission. It shall be responsible for 
the development, maintenance and administration of the CES. 
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SEC. 42. 
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; a representative of a nationwide association of career executive service 
officers to be appointed by the Chairperson upon the recommendation of the association; an 
officer from a nationwide association of personnel managers to be appointed by the 
Chairperson; and, two (2) other members who shall be appointed by the President and one of 
whom must be a retired CESO, both with staggered terms of three (3) years. 
Members of the CESB shall be provided with per diems and allowances as determined 
by the Commission. 
SEC. 43. 
Office of the Career Executive Service Secretariat. 
- 
The Career ' 
Executive Service Board (CESB) shall be assisted by the Office of the Career Executive Service 
Secretariat (OCESS) which shall serve as the CESB secretariat. The OCESS shall be an office 
under the Commission but shall maintain its-own administrative and financial support system. 
It shall be headed by an Executive Director and assisted by a Deputy Executive Director both 
of whom shall be appointed by the Commission upon recommendation by the CESB. The 
OCESS shall be responsible for the implementatlon of the policies, rules, regulations, 
decisions, directives of the CESB and the Commission. 
The Executive Director and the Deputy Executive Director shall be Career Executive 
Service Officers. 
SEC. 44. 
Rank CIassification 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 Commission. 
SEC.'45. 
Confermeqtl of Appropriafe Rank in the CES. 
- 
Conferment to 
appropriate rank in the CES shall be made by the Commission upon recommendation of the 
CESB. The issuance of appointment to appropriate rank shall be made by the Chairperson of 
the Commission. 
SEC. 46. 
Personnel Mechanisms. - The CESB shall develop and design personnel 
mechanisms for the CES in accordance with standards and policies developed by the 
Commission. 
SEC. 47. 
Compensation According to Rank. 
- 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. The employing 
agency shall provide the funds to pay the salary, fringe benefits and allowances of the career 
executive assigned to it. A CESO occupying a CES position shall enjoy an added premium 
based on hidher 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 [a salary] 
COMPENSATION lower than that corresponding to the rank. 
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SEC. 48. 
Mobdify. - CESOs who are appointed to career third level positions 
A 
identified as CES positions are considered to be merely on designation to such positions. 
CESO can be assigned/designated from one CES position to another. 
CESOs designated to a particular position may be replaced only by a qualified CESO; 
Provided, however, that temporary designation may be allowed only in the absence of 
qualified CESO as certified by the CESB. 
FOR THE PURPOSE OF THIS CHAPTER, PESIGNATION SHALL REFER TO THE 
ASSIGNMENT OF A CESO TO ANY CES POSITION FOR A THREE-YEAR TERM BY THE 
APPOINTING AUTHORITY. 
SEC. 49. 
CES Resource Pool. - The Commission shall establish a CES resource 
pool drawn from CESOs whose participation i s  either voluntary or irivoluntary to be cross- 
posted in various agencies to undertake special works or unique assignments within a 
specified timeframe. 
For this purpose, the Commission upon recommendation of CESB shall 
establish the systems and procedures in the assignment of CESOs to the CES pool. 
The Commission, THROUGH THE CESB, shall institutionalize systems for THE 
PROMOTION OF CORE VALUES IN THE CES, CAREER DEVELOPMENT OF ITS MEMBERS, 
INCLUDING cross-posting [for CESOs and to promote the core vahes of the CES] AND 
MOBILITY. 
Those assigned in the CES resource pool shall continue to receive [their salaries] 
COMPENSATION based on [their] rank. The Department of Budget and Management shall 
appropriate funding for the pool. The fund shall be released to and administered by the 
Commission to pay for the compensation and other expenses that may be incurred for the 
career executives assigned in the pool. 
SEC. 50. 
Administration of a Compensation Plan. - The Commission, jointly 
with the Department of Budget and Management, 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. 51. 
Security of Tenure. - CESOs enjoy security of tenure in government 
service and shall not be removed from service except for cause and after due process. 
SEC. 52. 
Discipline. - Investigation and adjudication of administrative complaints 
against members of the CES shall be governed by the provisions of this Code. 
SEC. 53. 
Career Undersecretary and Assistant Secretary. - At least 50% of the 
total number of positions of Undersecretary and Assistant Secretary shall be career with each 
level accordingly represented. In case the total number is not divisible by 2, then'50% must 
be appointed from the career but there must be a representative from each class. 
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2.4 
The President shall designate CESOs to career Undersecretary and Assistant Secretary 
positions. Appointment to non-career Undersecretary and Assistant Secretary positions shall 
likewise be made by the President. 
DESIGNATIONS TO CES POSITIONS LOWER THAN ASSISTANT SECRETARIES 
SHALL BE MADE BY THE HEAL) OF AGENCY OR THE APPOINTING AUTHORITY 
CONCERNED AND SUCH SHALL BE SUBJECT TO THE APPROVAL BY THE COMMISSION. 
BOOK 11. 
PERSONNEL POLICIES AND STANDARDS 
Title I - On Employment 
Chapter One. Recruitment 
SEC. 54. 
Policy. - Recruitment in the clvil 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 usually administered by the 
Commission. ONLY THE COMMISSION SHALL HAVE THE AUTHORITY TO GRANT CIVIL 
SERVl CE ELI C I B I Ll TY. 
Every Filipino citizen shall have equal access to or opportunities for public service 
regardless of religious belief, color, sex, regional origin, SEXUAL-ORIENTATION 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. 55. 
Kinds and Frequency of Civi/ 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 the Commission. 
The Commission shall administer competitive examinations for all levels in the career 
service and grant corresponding civil service eligibilities to passers of the same AND[. 
Examinations conducted by other agencies shall not be considered eligibility unless granted 
by the Cornrnission.The Commission shall] conduct civil service examinations as often as the 
exigency of the service requires. 
Civil service special examinations may be conducted upon request of a particular 
department or agency, subject to rules and regulatiotx promulgated by the Commission. 
SEC. 56. 
Qualifications of Applicants to Civil Service Examinations. - Admission 
to civil service examinations shall be limited to citizens of the Philippines who satisfactorily 
meet the requirements prescribed by the Commission. 
SEC. 57. 
Invalidation .of CIVIL SERVICE EXAMINATION RESULTS [Eligibility]. - 
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. 
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SEC. 58. 
Examination Rating for Civil Service Eligibility. - Unless otherwise 
prescribed by the Commission, every examinee who obtains a general rating of at least eighty 
(80%) percent shall be granted a civil service eligibility. 
SEC. 59. 
Simultaneous Release of Examination Results. 
- 
The results of an 
examination held in various locations on the same date shall be released simultaneously. 
SEC. 60. 
Registers of Civil Service Eligibles. - The Commission shall maintain a 
register of qualified eligibles for each category of examination actually available for 
appointment. The register shall be the basis for certification and appointment in the civil 
service system. 
SEC. 61. 
Bar or Board Examinations as Eligibility. - Successful examinees to bar 
or board examinations requiring completion of baccalaureate degrees or courses requiring not 
less than seventy-two (72) units of collegiate subjects or its equivalent as well as those 
registered under their respective boards to practice their professions without examination, shall 
[automatically] be considered civil service eligibles. Their eligibilities shall be effective upon 
the release of examination results or the date of registration, as the case may be. 
The Supreme Court and the Professional Regulation Commission shall furnish the 
Commission with the official list of successful examinees within thirty (30) days from the 
release of the examination results. 
SEC. 62. 
Effectivity and Imprescriptibility of Civil Service Eligibility. - Eligibilities 
resulting from civil service, bar or board examinations shali 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. 63. 
Agency Responsibilities in the Conduct of Examinations. 
- 
All 
departments and agencies shall extend the necessary support and assistance to the 
Commission in the conduct of civil service examinations. They shall make available such 
personnel, buildings, transportation, communication and other facilities, that may be needed 
in the administration of the examinations. 
SEC. 64. 
Printing, Storage, Transportation and Distribution of Examination 
Materials. - The printing, storage, transportation and distribution of examination materials 
shall be under the exclusive supervision and control of the Commission. The Commission 
shali determine and provide the necessary security measures for this purpose. 
SEC. 65. 
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 
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Commission. 
department or agency. 
Expenses for specialized examinations shall be allocated by the requesting 
Chapter Two. Selection and Appointment 
SEC. 66. 
Selection Process. - Each department or agency shall evolve its own 
selection process in accordance with standards and guidelines set by the Commission. 
A Personnel Selection Board for all levels shall be established in each department or 
agency to assist the appointing authority in the judicious evaluation and selection of 
personnel. The board shall be established in accordance with standards and guidelines set by 
the Commission. 
SEC. 67. 
Requisites for Appointment. - Employment in the government service 
shall be made through appointment in accordance with the provisions of the Constitution, this 
Code, other laws and the rules and standards prescribed by the Commission. 
In the appointment of teachers to public elementary or secondary schools preference 
shall be given to qualified bona fide residents of the municipalityicity where the school is 
located. 
SEC. 
.PUBL/CAT/ON OF VACANCIES. 
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ALL VACANT POSITIONS IN 
GOVERNMENT 
SHALL BE PUBLISHED 
OR ANNOUNCED IN 
EITHER 
PRINT 
OR 
BROADCAST MEDIA OR IN ANY OTHER FORM OF PUBLICATION SUCH AS IN A 
NEWSPAPER OR PERIODICAL OF GENERAL OR LOCAL CIRCULATION; THE QUARTERLY 
BULLETIN OF VACANT POSITIONS PREPARED BY THE COMMISSION; OR THROUGH 
THAT ONLY VACANCIES AT THE LOCAL GOVERNMENT UNITS SHALL BE PUBLISHED IN 
NEWSPAPERS OR 
PERIODICALS WHICH ARE 
OF 
LOCAL CIRCULATION, 
OR 
ANNOUNCED IN LOCAL RADIO NETWORKS. 
POSTING ON INTERNET WEBSITES; PRIOR TO ITS FILLING-UP. PROVIDED, HOWEVER, 
THE AGENCY WHERE THE VACANCY IS SHALL BE RESPONSIBLE IN PUBLISHING 
OR ANNOUNCING ITS VACANT POSITIONS AND SUCH SHALL BE POSTED IN AT LEAST 
THREE (3) CONSPICUOUS PUBLIC PLACES IN THEIR AREA OF JURISDICTION. 
PROVIDED FURTHER, THAT PUBLISHED VACANT POSITIONS SHALL BE OPEN 
TO ANY QUALIFIED PERSON AND THAT THE COMMISSION SHALL NOT ACT ON ANY 
APPOINTMENT TO A VACANT POSITION UNLESS THE SAME HAS BEEN PUBLISHED 
AND POSTED. 
THE FOLLOWING POSITIONS SHALL BE EXEMPT FROM THE PUBLICATION 
REQUIREMENT: 
(a) 
PRIMARILY CONFIDENTIAL; 
(d 
HIGHLY TECHNICAL; 
(d) 
(e) 
(b) 
POLICY-DETERMINING; 
COTERMINOUS WITH THAT OF THE APPOINTING AUTHORITY; OR 
LIMITED TO THE DURATION OF A PARTICULAR PROJECT. 
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SEC. 68. 
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. 69. 
Who May Appoint. - Appointment in the civil service system shall be 
issued only by those authorized by the Cqnstitution or by law including those appointed in an 
acting capacity. Those who are designated cannot exercise the power to appoint. 
SEC. 70. 
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. 71. 
Effectivity of Appointment. 
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An appointment shall take effect 
immediately upon its issuance by the appointing authority. If the appointee has assumed the 
duties of the position, he/she shall be entitled to receive salary at once without awaiting the 
approval of hidher 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 officer or employee in the government shall allow a person to render service 
without aN [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 issuance of 
appointment, said appointment shall be deemed automatically cancelled. 
If the appointee is not allowed to assume office by the appointing authority in spite of 
the Commission's approval of the appointment, the appointing authority shall be held liable 
for contempt of the Commission. This is without prejudice to hidher liability under RA 3019 
(Anti-Craft and Corrupt Practices Act) and other criminal and administrative sanctions. 
SEC. 72. 
Appointment Form. - An appointment shall be issued in the form 
prescribed by the Commission. 
SEC. 73. 
Submission of Appointments and Oaths of Office. - All appointments 
in the civil service system, except those issued by the Presiden't [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. 
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Copies of appointments and oaths of office of those appointed by the President shall be 
submitted to the Commission for record purposes. 
SEC. 74. 
Merit Promotion Plan. - Each department or agency shall establish a 
Merit Promotion Plan, subject to the approval of the Commission in accordance with 
standards and guidelines it may prescribe. 
SEC. 75. 
Appropriate Civil Service Eligibility. 
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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 an eligible, even in a temporary capacity. 
When as certified to by the Commission, the immediate filling of the vacancy is 
required in the public interest, or when the vacancy is not permanent, 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 pusition. 
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. 
Nothing herein shall affect eligibilities acquired prior to the effectivity of this Code. 
SEC. 76. 
Qualificafion Sfandards. - Qualification standards shall be used: (a) as 
a basis for civil service examinations for positions in the career service; (b) as a guide in 
appointment and other personnel actions; (c) in the adjudication of protests against 
appointment; (d) in determining training needs; and (e) as an aid in inspection and audit of 
the agencies' personnel work programs. 
The establishment, administration and maintenance of qualification standards shall be 
the responsibility of the department or agency concerned, with the approval of the 
Commission. 
Qualification standards shall be administered so as to continually provide incentives to 
public officers and employees towards professional growth. 
Chapter Three. Status of Appointment 
SEC. 77. 
(a) 
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 [shall] be issued temporary 
appointment except to occupational groups of positions requiring additional or 
special disqualifications, 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. 
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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. 
(bj 
Temporary - an appointment issued to a person who does not meet the 
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 (I 2) months. 
A temporary employee shall not be removed except for cause during the 
one (1) year period; Provided, that he/she may be replaced any time within the 
said 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. 
(d) 
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. 
(e) 
Substitute - an appointment issued to a person who has all the qualifications 
for permanent appointment but shall occupy a temporary vacancy while the 
regular occupant thereof is on an approved leave of absence for at least one 
month, on a scholarship grant, on secondment, out on official business, or is 
unable to perform the duties for at least a month. 
Coterminous - an appointment 
issued to a person whose entrance and 
continuity in the service is: 
(1) based on the trust and confidence of the 
appointing authority or of the, head of the organizational unit where he/she is 
assigned; [(2) co-existent with the incumbent;] (2) limited by the duration of the 
project; (3) co-existent with the life span of the agency or office created; or (4) 
AUTHORITY OR THE HEAD OF A SPECIFIC ORGANIZATIONAL UNIT. 
(0 
CO-EXISTENT WITH THE TERM OF OFFICE OF THE APPOINTING 
(g) 
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. 
Casual - an appointment issued to a person for services in an emergency or 
during 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. 
(h) 
Casual employees who have been in the service for an aggregate of three 
(3) years FROM THE APPROVAL OF THIS ACT who meet all the qualification 
requirements of the position shall be absorbed as regular employees in 
accordance with the budgetary limitations set by law and rules to be 
proinulgated by the Commission. 
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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. 78. 
Job Orders/Confract of Services and Consultancy. - 
The appointing 
authority may enter into service contracts such as job ordedcontracts of services and 
consultancies WITH INDIVIDUALS AND INSTITUTIONS TO COVER LUMP SUM WORK 
OR SERVICES FOR SHORT DURATION wherein no-employer-employee relation exists 
which contract shall be submitted to the Commission THIRTY (30) DAYS FROM 
PERFECTION OF THE CONTRACT for monitoring and record purposes. 
SEC. 79. 
Budget for Casual, Contractual Services and 
job orders/Contracfs of 
Services. 
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The aggregate annual expenditure for consultancy, casual and contractual 
services shall jointly be determined by the Commission and the Department of Budget and 
Management. 
Chapter Four. On Personnel Actions 
SEC. 80. 
Personnel Action. - denotes the movement of personnel within the civil 
service system. 
It shall include original appointment, promotion, transfer, reinstatement, 
reemployment, reappointment, renewal, change of status, upgrading or reclassification, 
demotion and other related action. 
Personnel actions shall be in accordance with the rules, 
standards and regulations promulgated by the Commission. 
original 
appointment, promotion, transfer, renewal, demotion, reemployment and reappointment. 
A vacancy may be filled up by any of the following personnel actions: 
SEC. 81. 
or non-career service. 
OriginalAppointrnent. - refers to the initial entry into the career service 
The appointee shall undergo a probationary period of six (6) months during which 
heishe shall undergo a thorough assessment of hidher performance and character. 
His/Her 
services can be terminated anytime during said period for unsatisfactory conduct or want of 
capacity. 
The order of termination shall be served through personal notice or through 
constructive notice and shall no longer be appealable. 
SEC. 82. 
Promotion. - is the movement of an employee to a higher position with 
a corresponding increase in duties and responsibilities, usually accompanied by an increase in 
salary. 
The pendency of an administrative case against any public officer or employee shall 
not be a bar to promotion. 
SEC. 83. 
Transfer. - 
is the movement of an employee from one agency to 
another or from one position to another within the same agency which may involve, a position 
of higher, equivalent or lower rank, level or salary, without break in the service. 
Transfer 
requires the issuance of an appointment. 
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SEC. 84. 
Reinstatement. - is the automatic restoration of a person to a position 
from which he/she was illegally separated with back salaries, ALLOWANCES AND OTHER 
MONETARY BENEFITS EXCEPT RATA AND UNIFOkM ALLOWANCE [which should] not to 
exceed five (5) years reckoned retroactively from the date of actual reinstatement. 
SEC. 85. 
Reemp/oyment. - 
is the appointment of a person who has been 
previously appointed to a position in the government service after separation .therefrom. 
Reemployment presupposes gap in the service. 
SEC. 86. 
Reappointment. - 
is the issuance of an appointment during 
reorganization, devolution, salary standardization INVOLVING CHANGE IN POSITION 
TITLES AND SALARY GRADES, or similar events. Reappointment presupposes no gap in the 
service. 
SEC. 87. 
Renewal. - is the subsequent appointment issued immediately upon the 
expiration of a temporary, contractual or casual appointment, if a qualified eligible is not 
willing and actually available, as certified by the Commission. Renewal presupposes no gap 
in the service. 
SEC. 88. 
Demotion. - is the movement from one position to another within the 
same department or agency involving the ,issuance of an appointment with diminution in 
duties, responsibilities and status or rank which may or may not involve reduction in salary: 
Provided, that such demotion shall require the consent of the officer or employee concerned. 
SEC. 89. 
Reclassification. - is the process of upgrading or downgrading a position 
without change of status and regardless of the qualifications of the holder of said position. 
SEC. 90. 
Personnel 
Movements NOT 
INVOLVING 
THE 
ISSUANCE 
OF 
APPOINTMENTS. - The issuance of an appointment is not needed in personnel movement 
involving no change in position title, rank or status if the existing appointment does not 
specify the work station. Such movement may include the following: 
(a) 
(b) 
Salary adjustment 
(c) 
Step-increment 
(d) 
Upgrading (same position) 
Notice of such adjustment or movement shall be submitted to the Commission within 
change in item number only 
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 a 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 work station without the written 
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consent of the employee shall not exceed one ( l j  year. 
reassignment shall be illegal. 
Otherwise, the 
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 
officer or employee shall be held in abeyance until the decision of the 
Commission. 
Reassignment [of low-salaried employees] shall not result in economic 
dislocation AND FOR CONSTRUCTIVE DISMISSAL. 
FOR THIS PURPOSE, CONSTRUCTIVE DISMISSAL SHALL MEAN TO 
EXIST WHEN THE REASSIGNMENT OF AN EMPLOYEE TO ANOTHER POST 
WILL RENDER HIS/HER ' CONTINUED EMPLOYMENT AS UNTENABLE, 
HUMILIATING OR DEMEANING. 
Detail - is the temporary movement of a public officer or employee from one 
department or agency to another without the issuance of an appointment but 
with the consent of both the mother and receiving agencies and'shall be 
allowed only for a maximum period of one year; otherwise, the consent of the 
officer or employee concerned shall be necessary. Detail shall not result in 
reduction in rank, status or salary. 
(b) 
Detail which results in demotion in rank, status or salary or which 
exceed s one year without the consent of the public officer or employee may be 
appealed to the Commission. PeAding the appeal, detail of the officer or 
employee shall be held in abeyanceluntil the decision of the Commission. 
The detailed employee shall carry hidher regular position in the mother 
agency and continue to receive his/ er salary from the mother agency. 
lob Rotation - is the sequential m vement of an officer or employee from one 
office to another or from one divisi n to another within the same agency as a 
means for developing and enhancin the potentials of people in an organization 
by exposing them to the other work functions of the agency. It shall be allowed 
ROTATION EXCEEDING ONE (11 YEAR MAY BE ALLOWED WITH THE 
WRITTEN CONSENT OF THE OFFICER OR EMPLOYEE. 
(cj 
Secondment - is a movement of a officer or einployee from one department 
or agency to another upon mutual c ncurrence between the mother agency, the 
receiving agency and the employe concerned which should be covered by a 
Memorandum Of Agreement (MOA 1 
in accordance with the guidelines that the 
Commission may promulgate. It is temporary in nature which may involve 
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 hdshe was seconded in the receiving ageqcy. 
Unless otherwise 
specified in the MOA, the receiving agency shall shoulder all the benefits and 
emoluments of the seconded employee. 
(bj 
only for a maximum period of [six ( I 
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(d) 
Designation - 
is the imposition of additional duties to be performed by a 
public officer or employee which is temporary in nature and shall be allowed 
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only for a maximum of one (1) year. The choice of who shall be the public 
officer or employee to be designated shall pass through regular Promotion and 
Selection Board (PSB) proceedings; Provided, that next-in-rank public officers or 
employees shall be GIVEN PREFERENCE FOR designat[ed]lON to the next 
higher position; Provided further, that [ j t ]  there are no qualified next-in-rank 
public officers or employees in the agency who are willing and actually 
available who can regularly be appointed to the position. 
The employee designated shall be entitled to the benefits accruing to the 
position but shall continue to receive the salary of the position to which he/she 
holds an appointment. 
SEC. 91. 
Change of Status. - When a temporary officer or employee acquires the 
appropriate eligibility or becomes fully qualified to the position to which he/she is appointed, 
the status of such appointment shall be changed from temporary to permanent without issuing 
another appointment. 
However, such change shall be reflected in the records of the 
Commission upon the notification by the agency concerned. 
Title II - Disputes Regarding Appointments and Other Personnel Actions 
Chapter One. 
Contest on Appointments and Other Non-Disciplinary Cases 
SEC. 92. 
Who May Contest An Appointment. - 
Any eligible qualified for the 
position may contest an appointment made in favor of one who is not qualified or whose 
appointment is issued not in accordance with law. 
SEC. 93. 
Adjudication of Contests on Appointments and Other Personnel 
Actions. - All contests on appointments and other personnel actions shall be adjudicated 
initially by the appointing authority, in accordance with the procedure prescribed by the 
Commission. 
SEC. 94. 
Appeals on Appointments and Other Personnel Actions. - 
The 
decisions of heads of agencies on contests on appointments and other personnel actions shall 
be appealable to the Commission. 
TITLE 111 - Agency Personnel Administration 
Chapter One. Inter-Agency Relations 
SEC. 95. 
The Central Personnel Agency. 
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The Commission, as the central 
personnel agency of the government, shall promulgate rules and regulations to govern 
personnel administration and management in the civil service system. 
SEC. 96. 
Responsibilify for Personnel Administration. - 
The head of each 
department or agency shall be responsible for personnel administration in the office. 
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Each department or agency shall establish a personnel office to be headed by a Human 
Resource Management Officer (HRMO) who shall be responsible for the effective 
implementation of personnel regulations and policies. 
Employee unions and organizations shall be consulted and represented in the 
development and implementation 
of the agency personnel mechanisms such as merit 
promotion plan, incentives and rewards program, performance appraisal system, incentives 
and rewards plan, training a n i  development plan, grievance machinery, and occupational 
and health plan, in accordance with the rules and regulations promulgated by the 
Commission. 
SEC. 97. 
Council of Human Resource Management Officers. - There shall be a 
Council of Human Resource Management Officers (CHRMO) to be composed of holders of 
the HRMO positions which shall elect from among its regular members a set of officers and 
promulgate its internal rules and procedures. 
The CHRMO [Council] shall have the following functions: 
(a) 
Offer advice, upon request of the Secretary of the department 
or the 
Commission, in developing constructive policies, standards, procedures, and 
programs as well as on matters relating to the improvement of personnel 
methods and to the solution of personnel problems confronting the various 
departments and agencies of the government; 
Promote among the departments and agencies, through study and discussion, 
uniform and consistent interpretation and application of personnel policies; and 
Serve as a clearing house of information and simulate the use of methods of 
personnel management that will contribute most to good government. 
(b) 
(c) 
SEC. 98. 
Appointment of1 Human Resource Management Officers in the Local 
Government Units. - The local chief executive shall appoint Human Resource Management 
Officers from among the list of at least three (3) recommendees of the Commission. 
Chapter Two. Local Government Personnel Administration 
SEC. 99. 
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. 100. 
HRMO Positions in LCUs. 
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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 within five (5) years. 
Chapter Three. Position Classification and Compensation 
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Sfc. 107. 
Position C/assificafion and Compensation System. - There shall be a 
Position Classification and Compensation System (PCCS) which shall be jointly prepared and 
administered by the Commission and the Department of Budget and Management. 
SEC. 102. 
Parts of fhe PCCS. - The PCCS shall have two parts: the Position 
Classification Plan and the Compensation Plan. 
The Position Classification Plan shall consist of the following: 
(a) 
(b) 
The Compensation Plan shall consist of the foliowing: 
(a) 
Salary schedule; 
(b) 
Policies relative to allowances, bonqses, pension plan and other benefits 
accruing to public officers and employees in the civil service system; and 
(c) 
The rules and regulations for its implementation. 
The occupational groups and classes to which positions are to be allocated or 
reallocated; and 
The rules and regulations for its implementation. 
SEC. 103. 
Basis for Position Chsificafion and Compensation. - The classification 
and compensation of positions in the civil service system shall be based on similarity of kind 
and level of work and the determination of the relative worth of these classes of positions. 
SEC. 104. 
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-time or 
part-time basis now existing or hereafter created. 
SEC. 105. 
Allocation and Compensation of Positions. - Each department or agency 
shall allocate positions in accordance with the rules and regulations issued jointly by the 
Commission and the Department of Budget and Management. Such allocations shall be 
binding on the administrative and auditihg offices of the government. Any change in the 
position classification and compensation shall be included in the annual appropriations or 
budget of the department or agency only if it is in accordance with the PCCS mentioned in 
Section 103 hereof. 
Chapter 4. Personnel Inspection and Audit 
SEC. 106. 
Purpose. - The Commission shall conduct a periodic inspection and 
audit of the personnel management programs of each department and agency to: 
Determine compliance with civil service law, rules and standards; 
Review the exercise of delegated authority; 
Evaluate the progress made and problems encountered in the implementation of 
the inerit system; 
Advise and provide assistance in the development of constructive policies, 
standards and procedures; and 
Improve all areas of personnel management. 
(a) 
(b) 
(c) 
(d) 
(e) 


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Scope. - 
The inspection and audit of the personnel management 
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Organization and personnel management; 
Formulation, issuance and implementation of personnel policies; 
Recruitment and selection of employee; 
Personnel action and employment status; 
Career and employee development; 
Performance evaluation systems; 
Employee suggestions and incentive award; 
Employee relations and service; 
Discipline; 
Personnel records and reporting; 
Program evaluation; and 
Employee organization. 
SEC. 108. 
Submission of Audit Reports. - The Commission shall regularly submit 
its 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 
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Chapter One. Policy on Human Resource Development 
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SEC. 109. 
Policy. - There shall be an integrated program on human resource 
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development for all levels and ranks in the civil service system that shall provide equal 
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The Commission shall provide leadership in the integration of all human resource 
development programs. All departments and agencies shall develop and implement human 
resource development plans and programs for their personnel to include among others, 
training and development, performance appraisal and incentives and awards in accordance 
with Commission policies and standards. 
Chapter Two. Training and Development 
SEC. 110. 
Training and Development System. - The Commission shall establish an 
Integrated Training and Development System (ITDS) for all levels and ranks. This shall 
include opportunities for training in skills enhancement and capability-building programs, 
local and foreign scholarships, and other educational opportunities. 
SEC. 11 1. 
Commission's Responsibilities for Training and Development. - The 
Commission shall be responsible for the developvent, administration and evaluation of 
government-wide training programs on public personnel administration. 
The Commission shall issue the appropriate rules and regulations for the said training 
and development programs. 
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SEC. 112. 
Responsibilifies for Local and Foreign Scholarships. - The Commission 
shall have the responsibility to administer service-wide local and foreign scholarship 
programs. 
It shall also develop policies, standards, procedures and guidelines for the 
effective, efficient and equitable distribution of all scholarship grants. 
However, foreign 
scholarship grants which are part of the overseas development assistance (ODA) shall be 
administered by an Inter-agency Committee co-chaired by the Commission and the National 
Economic and Development Authority. 
SEC. 113. 
Inter-Agency Scholarship Commitfee. - The inter-agency scholarship 
committee which shall be co-chaired by the Chairperson of the Commission and by the 
Director-General of the National Economic and Development Authority (NEDA) or their duly 
designated representatives shall have as members the heads of the following agencies or their 
duly designated representatives who hold positions not lower than that of assistant secretary 
or its equivalent: 
(a) 
Department of Foreign Affairs; 
(b) 
Department of Education; 
(c) 
University of the Philippines; 
(d) 
(e) 
The Committee Secretariat shall be based at the NEDA. 
Commission on Higher Education; and the 
Presidential Management Staff - Office of the President. 
SEC. 114. 
Agency Responsibilities for Training and Development. - 
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 the 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. 115. 
Technical Assistance and 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 aiid programs. 
SEC. 116. 
funding. - 
Each department or agency with individual budget shall 
allocate an amount of not less than 5% thereof to be spent exclusively for its training and 
development programs and activities including conferences and conventions and submit 
periodic reports thereof to the Commission. 
Each agency shall likewise allocate 5% of its budget for gender and development 
activities and submit to the commission, periodic report on the utilization thereof. 
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Chapter Three. Performance Appraisal 
SEC. 117. 
Performance Appraisal System. - 
The Commission shall establish 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. 
SEC. 118. 
Performance Appraisalflan. - 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 submitted to the Commission for approval in 
accordance with its policies, standards and guidelines. 
Chapter 4. Incentives and Awards 
SEC. 119. 
Rewards System. - 
The Commission shall establish a rewards system, 
It shall include incentives, commendations and awards. The rewards system shall be granted 
individually or in groups, for outstanding performance, exemplary conduct on the job, 
inventions, ideas or suggestion3, superior accomplishments and other extraordinary acts or 
services in the interest of the public. 
The Commission shall develop, implement and evaluate the rewards system in all 
levels and ranks. 
SEC. 120. 
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. 
The plan shall first be submitted to the Commission for approval before it can be 
implemented. 
SEC. 121. 
Funding of the Rewards Plan. -The Commission and the Department of 
Budget and Management shall develop the funding scheme for the implementation of the 
rewards system. 
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Chapter One. Personnel Relations 
TITLE I1 - Personnel Relations in the Civil Service System 
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Declaration of Policy. - The Commission shall provide leadership and 
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respective departments and agencies. 
SEC. 122. 
consultation with public officers and employees and/or their organizations 
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The head of a department or agency shall be responsible for an effective personnel 
relations program in the department or agency. 
SEC. 123. 
Grievance Machinery. - Each department or agency of the Government, 
with the assistance and approval of the Commission shall establish and administer a 
grievance machinery to promote wholesome and desirable relations among employees and 
between employees and management. 
Employees shall have the right to have their grievances adjudicated as expeditiously 
and as fairly as possible. 
A grievance may be filed by aggrieved employees or by the employee organization to 
which they belong in accordance with the guidelines issued by the Commission. 
SEC. 124. 
Right to Organize. - Government employees may form, join or assist 
employee organizations of their own choice for the furtherance and protection of their 
interests. 
Government employees may also form, in conjunction with appropriate 
government authorities, employee management committees, work councils and other forms of 
employee participation schemes. 
However, uniformed personnel of the Philippine National Police (PNP), Bureau of Fire 
Protection (BFP) and Bureau of Jail Management and Penology (BJMP), cannot form, join or 
assist rank-and-file employee organizations for purposes of collective negotiations. 
The third level employees and other 
employees whose functions are primarily 
cannot form or join 
employee organizations for 
managerial or confidential in nature 
purposes of collective negotiations. 
SEC. 125. 
Protection of fbe 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. 126. 
Registration of Rank-and-File Employee Organizations. - Rank-and-file 
employee organizations shall register with the Commission in accordance with the 
implementing guidelines promulgated by the Commission. 
SEC. 127. 
Sole and Exclusive Employee Organization. - The duly registered 
employee organization in an agency that has the support of the majority of the total rank-and- 
file employees, shall be accredited by the Commission as the sole and exclusive employee 
representative. in cases when there are two (2) or more registered employee organizations in 
an agency, the Commission, upon petition, shall conduct a certification election and shall 
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certify the emp(oyee 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 Tab.le of 
Contents. 
SEC. 128.Accreditation of Employee Federation in An Agency. - Registered employee 
organizations within a given agencyi 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. 129. 
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 agreements shall be registered with the Commission. 
Chapter Three. Settlement of Disputes 
SEC. 130. 
Definition of terms. - For purposes of this Code, the following terms 
shall be defined as follows: 
Arbitration - refers to the process whereby a third party (individual arbitrator), 
a board of arbitrators, or an arbitration court not acting as a court, is 
empowered to make a decision which disposes of the dispute. 
(1) 
Voluntary - a method of settling dispute/s where both parties agree to 
submit the dispute before an arbitrator or panel of arbitrators chosen by 
both parties. 
The voluntary arbitrators shall render a dec.ision after 
proper hearing of the issues. The decision of the arbitrator shall be final 
and binding on the contending parties. 
Compulsory - a method resorted to when the dispute has become 
hardened and irreconcilable and remains unresolved after exhausting all 
the available remedies under existing laws and procedures. 
(2) 
Conciliation - refers to the process whereby a third party (conciliator) brings the 
dispirting parties together, encourages them to discuss their differences and 
assists them in developing their own proposed solutions. 
Mediation - 
refers to the process whereby a third party (mediator) is more 
active in assisting the disputing parties reach acceptable solutions to the 
problem/s and help them develop or come out with an acceptable solution. 
The mediator may submit proposal/s for the settlement of dispute. 
SEC. 131. 
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 
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services. 
the Public Sector Labor Management Council (PSLMC). 
In case any dispute remains unresolved, the Commission shall certify the same to 
However, the parties may opt to submit the issue for voluntary arbitration, the decision 
of which shall be final and unappealable. 
Chapter Four. Public Sector labor-Management Council 
SEC. 132. 
Public Sector Labor-Management Council (PSLMC). 
- Public Sector 
(a) 
(b) 
(c) 
(d) 
(e) 
(0 
Labor-Management Council JPSLMC) is hereby constituted to be composed of the following: 
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 (1) 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 permanent alternates who hold positions not 
lower than that of assistant secretary or its equivalent. 
The employee representatives may also designate their permanent alternates. 
The employee representatives shall serve for a term of two (2) years or until their 
successors shall have been appointed or elected. In no case, however, shall anyoiie of them 
serve under holdover capacity for more than one (1) year. 
The PSLMC may deputize public officers and employees of the Commission and of 
other departments and agencies to investigate and hear cases brought before it for arbitration. 
It may likewise deputize any national or local law enforcement agency or instrumentality of 
the government which shall act under its direct and immediate supervision, to enforce and 
execute its decisions, orders, and rulings. 
The PSLMC shall implement and administer the provisions of this Chapter. 
For this 
purpose, the PSLMC shall promulgate the necessary rules and regulations to implement this 
Chapter. 
SEC. 133. 
(a) 
Unfair labor practice; 
(b) 
Representation issue; 
(c) 
(d) 
Disputes on issues resulting from the 
implementation of the grievaiice 
(e) 
(0 
Inter-employee organization dispute; 
(g) 
Intra-employee organization dispute; 
(h) 
Original and Exclusive lurisdicfion of the PSLMC. - The PSLMC shall 
have original and exclusive jurisdiction to hear and decide the following cases: 
Disputes arising in the course of the conduct of collective negotiations; 
machinery; 
Determination of the presence or absence of a strike; 
Employee organization election of officers; 
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These cases may be referred to the PSLMC by any of the parties to the dispute or the 
PSLMC may, motu proprio, take cognizance of the same whenever the interest of the service 
so demands. 
Disputes on issues resulting from the 
Collective Negotiations Agreement; and 
Other analogous acts as may be determined by the PSLMC. 
implementation of the provisions of 
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. 134. 
Unfair Labor Practice. - The following shall constitute unfair labor 
practice on the part of the agency: 
(a) 
Interfering with, restraining or coercing employees in the exercise of their right 
to self-organization; 
(b) 
Requiring as a condition of employment that an employee shall not form or join 
an employee organization or shall withdraw from one to which he/she belongs; 
(c) 
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; 
(e) 
Refusing to collectively negotiate in good faith with the accredited employee 
organization; 
(0 
Violating any of the provisions of the Collective Negotiation Agreement; and 
(g) 
Other analogous acts as may be determined by the PSLMC 
The following shall constitute unfair labor practice on the part of the employee 
(a) 
Restraining or coercing any employee to form or join ah employee organization 
or its activities. Employee organization shall have the right to prescribe its own 
rules on the acquisition or retention of membership; 
Causing or attempting to cause the agency head or other officers to discriminate 
the employee organization; 
Refusing to collectively negotiate in good faith with the management; 
Violating any of the provisions of the Collective Negotiation Agreement; and 
Other analogous acts as may be determined by the PSLMC. 
(d) 
organization: 
(b) 
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against an employee who has not joined or has withdrawn membership from 
(c) 
(d) 
(e) 
The heads of offices and the other officers of the agency as well as officers and 
members of an employee organization, who participate in or authorize an unfair labor 
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. 135. 
Writ of Preliminary Injunction or Temporary Resfraining Order. - The 
PSLMC may after notice and hearing 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 
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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. 136. 
(a) 
(b) 
Grounds for Contempt. - The PSLMC may cite a person for contempt 
Disobedience or resistance to a lawful order, decision, ruling, summons or 
subpoena or any other issuance of the PSLMC; or 
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. 
on any of the following grounds: 
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. 
SEC. 137. 
PSLMC Decision. - Decisions of the PSLMC are final and executory 
unless a motion for reconsideration is filed by the aggrieved party within fifteen (15) calendar 
days from receipt of the decision and only on the basis of palpable or patent errors. The 
PSLMC shall not entertain any second motion for reconsideration. 
Decisions of the PSLMC may be elevated to the Court of Appeals. 
Chapter Five. The Right to Strike 
SEC. 138.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. 139.Who Can Sfrike. 
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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 who join the strike shall not be entitled to payment of salary for the 
period that they are on strike. 
SEC. 140.Covernrnenf Employees Who Are Prohibited fo Strike. - The following are 
not allowed to strike due to exigency in public service, public safety and national interest: 
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(a) 
Defense and security services including officers and employees belonging to 
the 
police, fire protection, jail 
management and those engaged in the custody of prisoners and detainees; 
Medical and allied services including doctors, nurses, medical therapists and 
paramedics; 
Public utility services such as power and water supply, transportation, air traffic 
controllers, radar and radio controllers, lighthouse keepers and harbor pilots; 
and 
Others services to be determined by the Commission taking into consideration 
public service and national interest. 
Armed Forces of the Philippines (AFP), 
(b) 
(c) 
(d) 
SEC. 141.Grounds for Strike. - A strike mayibe declared on the following grounds: 
(a) 
(b) 
(c) 
Craft and corruption. 
Unfair labor practices committed by management as provided for in this Code; 
Mismanagement or abuse of the management of the agency; and 
SEC. 142.Notice of Dispute. - The existence of a dispute which may be the ground 
of an impending strike must first be brought to the Commission in the form of a notice of 
dispute for either conciliation and mediation or the parties may submit the same for voluntary 
arbitration. 
In either case, the notice of dispute must be in accordance with the requirements 
and procedures as may be prescribed by the Commission which shall settle the dispute within 
sixty (60) days from date of receipt of the said notice . 
In cases when the parties opt for 
voluntary arbitration, the agreement thereof shall be final and executory between the parties 
concerned. 
SEC. 143.Certification to the PSLMC. - In the event the dispute is not settled within 
the sixty (60)-day period prescribed in the preceding Section or in case of failure to arrive at a 
resolution of the dispute through conciliation or mediation, the Commission shall certify the 
dispute to the PSLMC for settlement and resolution. 
SEC. 144.Requirernent of Strike Vote and Notice to Strike. 
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immediately upon 
certification of the dispute to PSLMC as provided in the preceding section, the accredited 
employee organization may call a vote in order to declare a strike. The decision to declare a 
strike must be approved by a majority vote of the total rank-and-file employees of the agency 
where the duly accredited employee organization belongs. 
The same shall be obtained 
through secret ballot in a meeting called for the purpose. The duly accredited employee 
organization shall file with the PSLMC the results of the strike vote and the notice to strike, 
copy furnish the head of agency, at least thirty (30) days before the date of the intended strike 
and during the said 30-day period no strike shall be held. 
Only disputes or issues raised in 
the said notice shall be the subject of the strike. 
SEC. 145.Remedial Actions by the PSLMC. - When a dispute has been referred to the 
PSLMC, it shall exert all efforts to settle the same through various modes of dispute settlement 
in order 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 and/or certify the same for compulsory 
arbitration. A return-to-work order shall have the effect of automatically stopping the strike. 
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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. 146. 
Prohibited Acfivifies. - 
No accredited employee organization may hold a strike more than once a year, 
No dispute which occurred prior to the notice to strike, which were not raised 
in the said notice, may be the subject of succeeding strikes. However, a dispute 
which occurred subsequent to the notice may be the subject of another strike 
provided that the same shall be subject to the one (1)-year rule provided for in 
the preceding paragraph. 
No person engaged in the strike shall commit any act of violence, coercion.or 
intimidation or obstruct the free ingress to or egress from the agency's premises 
for lawful purposes or obstruct public thoroughfares. 
No person shall obstruct, impede, or interfere with, by force, violence, 
coercion, threats, or intimidation any peaceful strike, or shall aid or abet such 
obstruction or interference. 
No employee organization may declare a strike without first having filed the 
notice required under Sec. 144 and the necessary strike vote first having been 
obtained and filed with the PSLMC. 
No employee organization may go on strike without ensuring and maintaining 
effective skeletal force. 
BOOK IV. 
PERSONNEL BENEFITS AND PRIVILEGES, 
DAYS AND HOURS OF WORK AND OFFICIAL RECORDS 
Title I - Personnel Benefits and Privileges 
Chapter One. Health and Other Services 
SEC. 147. 
Policy. - The health, welfare, safety and security of every personnel in 
the civil service system shall be the concern of government. Each department or agency shall 
make provisions OUT OF THEIR EXISTING BUDGETS for personnel health, welfare, medical, 
SPIRITUAL and counseling services and leave benefits and promote and develop 
occupational safety, sports and recreation programs and similar services. 
SEC. 148. 
Comprehensive Occupational Health Program. - A comprehensive 
occupational health program including medical, dental and other health services shall be 
established and maintained for all personnel in the civil service system. 
SEC. 149. 
Safety and Accident Preventidn. - 
Each department or agency shall 
develop and maintain a continuing occupational safety and accident prevention program for 
its officers and employees. 
SEC. 150. 
Personnel Counseling. - 
personnel counseling services, including pre-retirement counseling. 
Each department or agency shall provide 
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SEC. 151. 
Personnel Recreation. 
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Each department or agency shall provide 
facilities for sports and recreational activities and shall encourage voluntary participation of its 
officers and employees. 
SEC. 
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HAZARD BENEFITS. 
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EACH DEPARTMENT OR AGENCY, IN 
THE COMMISSION SHALL PROVIDE FOR HAZARD BENEFITS FOR THEIR PERSONNEL 
HAZARDOUS TO HEALTH, SAFETY AND WELL BEING. 
ACCORDANCE 
WITH THE DEPARTMENT OF BUDGET AND MANAGEMENT (DBM) AND 
WHO WORK IN AREAS OR UNDER CONDITIONS 
THAT HAVE BEEN DECLARED TO BE 
Chapter Two. Leave Benefits 
SEC. 152. 
Entitlement to Leave Privileges. 
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Appointive personnel of the 
government, whether permanent, temporary, contractual or casual as well as elective 
officlAL[er]s who render the required number of office hours shall be entitled to an annual 
fifteen (15)-day vacation and fifteen (15)-day sick leave with full pay exclusive of Saturdays, 
Sundays, and public holidays. 
SEC. 153. 
Leave of Absence of Part-time Personnel. 
- Public officers and 
employees rendering service oh a part-time basis are entitled to vacation and sick leave 
benefits proportionate to the number of hours they served. 
SEC. 154. 
Leave of Absence of Personnel on Rotation Basis. - Public officers and 
employees on rotation basis shall be entitled to vacation and sick leave corresponding to the 
length of service they rendered. 
SEC. 155. 
Forced/Mandatory Vacation Leave. 
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All appointive and elective 
officers and employees of the government with ten (IO) days or more vacation leave credits 
shall be required to go on MANDATORY vacation leave whether continuous or intermittent 
for a minimum of five (5) working days annually. 
SEC. 156. 
Accumulation and Commutation of Leave. - Vacation and-sick leave 
Except for personnel covered by special laws, 
shall be cumulative and commutative. 
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. _. 
ADDITIONAL NON-CUMULATIVE A N D  NON-COMMUTATIVE SICK 
LEAVE. 
PUBLIC OFFICERS AND EMPLOYEES §HALL BE ENTITLED TO A 15-DAY NON- 
CUMULATIVE AND NON-COMMUTATIVE SICK LEAVE ANNUALLY WITH FULL PAY AND 
EXCLUSIVE OF SATURDAYS, SUNDAYS AND HOLIDAYS. PROVIDED, HOWEVER, THAT 
THIS ADDITIONAL BENEFIT SHALL ONLY BE AVAILED OF UPON EXHAUSTION OF THE 
YEAR. 
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REGULAR 15-DAY SICK LEAVE AND 15-DAY VACATION LEAVE ENTITLEMENT FOR THE 
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SEC. 157. 
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 the working environment. 
Such leave which should not 
exceed six (6) months shall be with full pay and benefits and shall not be charged against 
accumulated vacation or sick leave credits of the personnel concerned. The cost of initial 
medical expenses such as emergency/paramedic services and initial ambulance or transport 
services shall be borne by the agency of the officers and employees 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. 158. 
Teachers' Leave. - Other than those designated for continuous duty 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, and holidays, in 
accordance with the rules and regulations prescribed by the Commission. 
TEACHERS SHALL ALSO BE ENTITLED TO ANNUAL SEVEN (7) DAYS SICK LEAVE 
WHICH SHALL BE NON-CUMULATIVE AND NON-COMMUTATIVE. 
SEC. 159. 
Leave of Elective Officials. - All elective officials shall be entitled to 
leave credits granted to appointive OFFICERS and the cumulation and commutation of the 
money value thereof. 
SEC. 160. 
Leave Credits of Officers and Employees Covered by Special [Leave] 
Laws. - The leave credits of the following personnel are covered by special laws: 
Justices of the Supreme Court, Court of Appeals and Sandiganbayan; 
Judges of Regional Trial Courts, Municipal Trial Courts, Metropolitan Trial 
Courts, Court of Tax Appeals and Shari'a Circuit Court; and Shari'a District 
court; 
[(c) 
The 
head 
of 
the 
Executive 
Department, 
heads 
of 
Departments, 
Undersecretaries;] 
(c) 
The Chairperson and Commissioners of the Constitutional Comm'issions; 
(d) 
Filipino personnel in the Foreign Service; and 
(e) 
Other personnel covered by special laws. 
(a) 
(b) 
SEC. 161. 
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 
SECTION WITH FULL PAY, subject to guidelines issued by the Commission. 
NORMAL DELIVERY AND SEVENTY-EIGHT (78) DAYS FOR DELIVERY BY CAESARIAN 
SEC. 162. 
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: 
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(a) 
Married INDIVIDUALS [couples who are both in government] shall be entitled 
to thirty (30) calendar days for the adoptive mother and seven (7) calendar days 
for the adoptive father. 
Solo parents of whatever gender or civil status shall be entitled to thiriy (30) 
calendar days. 
(b) 
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 shall be non-commutative and non-cumulative. 
SEC. 163. 
Parental Leave for Solo Parenfs. - In addition to leave privileges under 
existing laws, parental leave of not more than seven (7) working days every year until the 
child reaches the age of eighteen (18) years shall be granted to officers and employees who 
are solo parents and have rendered service of at least one (1 j year. 
Parental leave shall be non-commutative and non-cumulative. 
SEC. 164. 
Paternity Leave. - A married man in the government service shall be 
entitled to paternity leave of seven (7) working days for the first four (4) deliveries O R  
MISCARRIAGES of his legitimate spouse with whom he is cohabiting. 
The paternity leave shall be non-cumulative and non-commutative, 
SEC. 165. 
Special Leaves.' - Public officers and employees, except [teachers and] 
those covered by special [leave] laws, are entitled to special IeavesL to mark personal 
milestones andlor attend to filial and domestic responsibilities], not exceeding an aggregate of 
three (3) days 
A YEAR TO ATTEND TO PERSONAL, FILIAL AND DOMESTIC 
RESPONSIBILITIES SUCH AS BUT, NOT LIMITED TO THE FOLLOWING, in accordance 
with the guidelines to be set by this Commission: 
PERSONAL MILESTONES SUCH AS BIRTHDAYS, WEDDING, WEDDING 
ANNIVERSARIES 
[celebrations] 
AND 
OTHER 
SIMILAR 
MILESTONES, 
INCLUDING BEREAVEMENT AND DEATH ANNIVERSARIES; 
Parental obligations such as school related activities, first communion; medical 
needs, among others;] 
OBLIGATIONS 
TO 
PARENTAL, 
FILIAL 
AND 
OTHER 
DOMlSTlC 
EMERGENCIES AND RESPONSIBILITIES; AND [cover the personnel's moral 
obligation toward hisiher parents, spouse and siblings for their medical and 
social needs; 
domestic emergencies such as sudden urgent repairs needed at home, sudden 
absence of a yaya or maid, and the like; 
personal transactions to cover the entire range of transactions an individual 
does with government and private offices such as paying taxes, court 
appearances, arranging a housing loan, etc.; and] 
CALAMITY, ACCIDENT HOSPITALIZATION LEAVE PERTAIN TO FORCE 
MAJ€URE EVENTS THAT AFFECT THE LIFE, LIMB, AND PROPERTY OF THE 
EMPLOYEE OR HIS IMMEDIATE FAMILY. 
Special leaves shall be non-commutative and non-cumulative. 
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SEC. 166. 
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. 167. 
Commutation and Monetization of Leave Credits. - Accumulated leave 
credits can either be commuted or monetized subject to the rules and regulations prescribed 
by the Commission. 
EACH 
AGENCY 
OF 
THE 
GOVERNMENT 
SHALL 
PROVIDE 
FOR 
THE 
COMMUTATION AND MONETIZATION OF 
LEAVE CREDITS 
IN THEIR BUDGET 
PROGRAM PROVIDED IT IS WITHIN THEIR APPROVED BUDGET LEVELICEILING. 
SEC. 168. 
Effect of Re-employment on Commufed Leave. - Public officers and 
employees whose leave credits have been commuted following their separation from the 
service and were thereafter reemployed can either refund the money equivalent of the 
unspent portion of the commuted leave credits. Otherwise, they have to start from zero 
balance. 
SEC. 169. 
Transfer of Leave Credits of Appointive Personnel and Nective 
Officials. - When appointive 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 by the personnel concerned when there are 
However, a gap of not more than one (I) month may be allowed 
no gaps in their service. 
provided same is not due to the fault of the personnel concerned. 
The abovementioned options of commutation or transfer of accumulated leave credits 
can also be availed of by an elective officer assuming another elective post. However, these 
options are not applicable to the transfer of Armed Forces of the Philippines (AFP) uniformed 
personnel to civilian positions. 
SEC. 170. 
Prescriptive Period for Transfer of Leave Credifs. - The option to 
transfer accumulated leave credits can be exercised within one (1) year only from the effective 
date of transfer of the appointive personnel to their new office, or to the assumption of the 
elective officers in their new Dost. 
SEC. 171. 
Leave Without Pay. - In no case shall leave without pay be granted in 
excess of one (1) year or if the public officer or employee concerned still has leave credits 
with pay. 
SEC. 172. 
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 Three. Retirement Benefits 
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SEC. 173. 
Paymenf of Refiremenf Benefifs on the Day o f  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. 
A I I  
concerned agencies of the government shall render assistance in this regard. 
NOTWITHSTANDING ANY LAW TO THE CONTRARY, OFFICERS AND EMPLOYEES 
OF THE GOVERNMENT WHO HOLD MORE THAN ONE REGULAR FULL-TIME OR PART- 
TIME APPOINTMENT AND WHO RETIRE FROM IHE 
SERVICE SHALL BE ENTITLED TO 
NOT MORE THAN ONE (1) RETIREMENT PLAN. 
All public officers and employees with pending administrative disciplinary cases who 
FAILED TO RECEIVE THEIR RETIREMENT BENEFITS ON THE DAY OF RETIREMENT AS A 
RESULT THEREOF BUT were eventually exonerated or cleared therefrom shall be entitled to 
payment of retirement benefits immediately [a day] after the promulgation of the decision. 
SEC. 174. 
Rate o f  Interest 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 LEGAL [commercial] rate. 
The retirement benefits of those who were eventually exonerated or cleared from 
administrative, disciplinary cases shall likewise earn interest at the prevailing LEGAL 
[commercial] rate computed from the date of retirement to the date of promulgation of the 
FINAL decision. 
IN CASE OF FORFEITURE OF RETIREMENT BENEFITS AS A RESULT OF 
ADMINISTRATIVE DISCIPLINARY CASE, THE GOVERNMENT SERVICE 
INSURANCE 
SYSTEM (GSIS) SHALL RETURN THE EMPLOYER'S CONTRIBUTION TO THE AGENCY 
CONCERNED WITH LEGAL INTEREST. 
SEC. 175. 
Liabilify for Delay. - Agencies or their officers and employees 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 I1 - Official Records and Work Days and Hours 
Chapter One. Personnel Records Information System 
SEC. 176. 
Policy. 
- AN IT-BASED government-wide personnel records system 
shall be established, administered and maintained by the Commission. 
Each department or agency through its human resource management office, shall 
establish, tmanage and maintain personnel records, DATABASE and statistics of all its 
personnel. 
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SEC. 177. 
Records of Employment. - The Commission shall keep and maintain 
official records of all elective and appointive personnel regardless of their employment status. 
The Commission shall likewise maintain statistics on their employment, accession and 
separation. 
Chapter Two. Work Days and Hours 
SEC. 178. 
Observance of Work Days and Hours AND WEARING OFIDs. - It shall 
be the duty of each head of agency to require all its officers and employees to strictly observe 
the prescribed office hours and to wear identification cards, nameplates or the like bearing 
clearly and legibly their respective names and positions when dealing directly with the public 
in the performance of their respective duties or whenever they are within the premises of the 
office. 
When the head of agency allows government personnel to leave the office during 
office hours and not for official business or official time, the same shall be reflected in their 
time records and charged to their vacation leave credits. 
SEC. 179. 
Forty Hour Workweek Requirement. - Personnel of all departments and 
agencies except those covered by special laws shall render not less than forty (40) hours of 
work a week, exclusive of time for lunch. As a general rule, such hours shall be from eight (8) 
0' clock in the morning to twelve (12) o'clock noon and from one (1) o'clock to five (5) 
o'clocI< in the afternoon, all days except Saturdays, Sundays, and holidays. However, in the 
interest of the service, heads of agencies, particularly those with frontline services, shall adopt 
measures to ensure that continuous service is available even during the 12:OO noon to 1:OO 
p.m. period. 
In the exigency of the service, or when necessary by the nature of the work of a 
particular agency, the rescheduling or shifting of work schedule of a particular agency for a 
number of working days less than the required five (5) days may be allowed by the head of 
agency provided that government personnel render a total of forty (40) hours a week and 
provided further that the public is assured of continuous delivery of service from eight (8) in 
the morning to five (5) in the afternoon for the duration of the entire workweek. 
SEC. 180. 
Non-regular Working Hours. - A work schedule that deviates from that 
which is provided in Section 186 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) hours workweek exclusive of 
meal time, will not be reduced. 
SEC. 181. 
Daily Record ofAffendance. - Each head of department or agency shall 
require a daily record of attendance of all its officers and employees 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. 182. 
' Recording of Attendance by 
Senior 
Officers AND ELECTIVE 
OFFICIALS. - Agency heads, third level positions shall record times of arrival at and times of 
departure from official work stations. 
Absences from office shall likewise be properly 
recorded in the agency. 
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SEC. 183. 
Persons in the Teaching Service. - All persons in the teaching service, 
primary and secondary levels, are covered by the forty (40) hours work-week requirement and 
shall render not more than six (6) hours of teaching load every school day. 
SEC. 184. 
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 inust 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. 185. 
Performance of Duties in Excess of Forty Hours of Those in Special 
Occupational Groups. - 
When the nature of duties to be performed or the interest of the 
public service so requires, the head of department or agency may require any or all of its 
officers and employees to work in excess of the forty (40) hours, on Saturdays, Sundays and 
public holidays, with either additional compensation or compensatory time/days-off; or the 
accumulation of leave credits. 
SEC. 186. 
Flexible Wprking 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 
redhced in the event the agency adopts the flexi-time schedule. In the adoption of flexi-time, 
core working hours shall be prescribed taking into consideration the needs of the service. 
SEC. 187. 
Compensatory Time or Day/s Off. - Grant of compensatory time or 
day/s off shall be allowed for overtime services rendered subject to the rules to be 
promulgated by the Commission. 
SEC. 188. 
FLEX/-PLACE. - 
PUBLIC OFFICERS AND EMPLOYEES MAY BE 
ALLOWED TO WORK AWAY FROM THEIR OFFICIAL WORK STATIONS SUBJECT TO THE 
DISCRETION OF THE HEAD OF AGENCY AND THE NATURE OF THE FUNCTIONS OF 
THEIR POSITIONS. THE COMMISSION SHALL ISSUE THE RULES AND REGULATIONS 
ADOPTION 
THEREOF 
AFFECT 
THE 
AVAILABILITY 
AND 
ACCESSIBILITY 
OF 
GOVERNMENT SERVICES. 
TO GOVERN THE ADOPTION OF FLEXI-WORK PLACE. 
IN NO CASE SHALL THE 
SEC. 189. 
Liabilities. - Falsification or irregularities in the keeping of time records 
will render the personnel concerned administratively liable without prejudice to criminal 
prosecution as the circumstances warrant. 
BOOK V. 
DISCIPLINE 
Title I -Administrative Discipline 
Chapter One. General Provisions 
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SEC. 190. 
Disciplinary Acfion. - No public officer or employee in the civil service 
system shall be disciplined, suspended or removed from office except for cause as provided 
for by law and after due process. 
The following shall be grounds for disciplinary action: 
Dishonesty; 
Neglect of duty; 
Misconduct; 
Final conviction of a crime involving moral turpitude; 
Falsification of official documents; 
Sexual Harassment; 
Engaging directly or indirectly in partisan political activities by one holding a 
non-political office; 
Receiving for personal use of a fee, gift or other valuable thing in the course of 
official duties or in connection therewith when such fee, gift or other valuable 
thing is given by any person in the hope or expectation of receiving a favor or 
better treatment than that accorded to other persons or for committing acts 
punishable under the anti-graft laws; 
Contracting loans from persons with whom the office of the employee has 
business relations; 
Nepotism; 
Oppression; 
Disgraceful or immoral conduct; 
Inefficiency and incompetence in the performance of official duties; 
Frequent unauthorized absences; 
Habitual tardiness; 
Loafing; 
Refusal to perform official duty or unjust refusal to render overtime service; 
Insubordination; 
Conduct prejudicial to the best interests of the service; 
Discourtesy in the course of official duties; 
Habitual drunkenness; 
Violation of reasonable office rules and regulations; 
Gambling prohibited by law; 
Pursuit of private business, vocation or profession in violation of civil service 
law, rules and regulations; 
Promoting ticket sales which are not intended for charitable or public welfare 
purposes; 
Improper or unauthorized solicitation of contributions; 
UNAUTHORIZED USE OF GOVERNMENT RESOURCES AND PROPERTIES; 
Unfair labor practice; 
Illegal strike; 
Unjustifiable delays in the payment of employee benefits; 
DIRECTLY OR INDIRECTLY HAVING FINANCIAL AND MATERIAL INTEREST 
IN ANY TRANSACTION REQUIRING THE APPROVAL OF THEIR OFFICE. 
FINANCIAL AND MATERIAL INTEREST IS DEFINED AS A PECUNIARY 
INTEREST BY WHICH A PERSON WILL GAIN OR LOSE SOMETHING; 
OWNING, CONTROLLING, MANAGING OR ACCEPTING EMPLOYMENT AS 
OFFICER, 
EMPLOYEE, 
CONSULTANT, 
COUNSEL, 
BROKER, 
AGENT, 
TRUSTEE, OR NOMINEE IN ANY PRIVATE ENTERPRISE REGULATED, 
SUPERVISED OR LICENSED BY HIS OFFICE, UNLESS EXPRESSLY ALLOWED 
BY LAW; 
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(ii) 
(j j) 
(PP) 
ENGAGING IN THE PRIVATE PRACTICE OF 
PROFESSION UNLESS 
AUTHORIZED 
BY 
THE 
CONSTITUTION, 
LAW OR 
REGULATION, 
PROVIDED THAT SUCH PRACTICE WILL NOT CONFLICT OR TEND TO 
CONFLICT WITH HIS/HER OFFICIAL FUNCTIONS; 
RECOMMENDING ANY PERSON TO ANY POSITION IN A PRIVATE 
ENTERPRISE 
WHICH 
HAS 
A 
REGULAR 
OR 
PENDING 
OFFICIAL 
TRAN SACTl 0 N 
WITH 
HISIHER 
OFFICE, 
UNLESS 
SUCH 
RECOMMENDATION OR REFERRAL IS MANDATED BY (1) LAW, O R  (2) 
INTERNATIONAL AGREEMENTS, COMMITMENT AND OBLIGATION, OR AS 
PART OF THE FUNCTIONS OF HISIHER OFFICE; 
DISCLOSING 
O R  
MISUSING 
CONFIDENTIAL 
O R  
CLASSIFIED 
INFORMATION OFFICIALLY KNOWN TO HIMIHER BY REASON O F  
HISIHER OFFICE AND NOT MADE AVAILABLE TO THE PUBLIC, TO 
FURTHER HISIHER PRIVATE INTERESTS O R  GIVE UNDUE ADVANTAGE TO 
ANYONE O R  TO PREJUDICE THE PUBLIC INTEREST; 
SOLICITING OR ACCEPTING, DIRECTLY O R  INDIRECTLY, ANY GIFT, 
GRATUITY, 
FAVOR, 
ENTERTAINMENT, 
LOAN OR ANYTHING 
OF 
MONETARY VALUE WHICH IN THE COURSE OF HISIHER OFFICIAL DUTIES 
OR IN CONNECTION WITH ANY OPERATION BEING REGULATED BY, O R  
ANY TRANSACTION WHICH MAY BE AFFECTED BY THE FUNCTIONS OF 
HISIHER OFFICE, THE PROPRIETY OR IMPROPRIETY OF THE FOREGOING 
SHALL BE DETERMINED BY ITS VALUE, KINSHIP OR RELATIONSHIP 
BETWEEN GIVER AND RECEIVER AND THE MOTIVATION. A THING OF 
MONETARY VALUE IS ONE WHICH I S  EVIDENTLY OR MANIFESTLY 
EXCESSIVE BY ITS VERY NATURE; 
OBTAINING OR USING ANY STATEMENT FILED UNDER R.A. 6713 FOR 
ANY PURPOSE CONTRARY TO MORALS OR PUBLIC POLICY OR ANY 
COMMERCIAL 
PURPOSE 
OTHER 
THAN 
BY 
NEWS 
AND 
COMMUNICATIONS MEDIA FOR DISSEMINATION TO THE GENERAL 
PUBLIC; 
UNFAIR DISCRIMINATION IN RENDERING PUBLIC SERVICE DUE TO 
PARTY AFFILIATION OR PREFERENCE; 
DISLOYALTY TO THE REPUBLIC OF THE PHILIPPINES AND TO THE 
FILIPINO PEOPLE; 
FAILURE TO ACT PROMPTLY ON LETTERS AND REQUESTS WITHIN 
FIFTEEN (15) DAYS FROM RECEIPT, EXCEPT AS OTHERWISE PROVIDED IN 
R.A. 6713 AND IN ITS IMPLEMENTING RULES: 
FAILURE TO PROCESS DOCUMENTS AND COMPLETE ACTION ON 
DOCUMENTS AND PAPERS WITHIN A 
REASONABLE TIME FROM 
PREPARATION THEREOF; 
FAILURE 
TO 
ATTEND 
TO 
ANYONE 
WHO 
WANTS 
TO 
AVAIL 
HIMSELFIHERSELF OF THE SERVICES OF THE OFFICE OR TO ACT 
PROMPTLY AND EXPEDITIOUSLY ON PUBLIC PERSONAL TRANSACTIONS; 
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FAILURE TO FILE SWORN STATEMENTS OF ASSETS, LIABILITIES AND NET 
WORTH, AND DISCLOSURE OF BUSINESS INTERESTS AND FINANCIAL 
CONNECTIONS; AND 
FAILURE TO RESIGN FROM HIS/HER POSITION IN THE PRIVATE BUSINESS 
ENTERPRISE WITHIN THIRTY (30) DAYS FROM ASSUMPTION OF PUBLIC 
OFFICE WHEN CONFLICT OF INTEREST ARISES, AND/OR FAILURE TO 
DIVEST HlMSELFiHERSELF OF HIS/HER SHAREHOLDINGS OR INTERESTS IN 
PRIVATE BUSINESS ENTERPRISE WITHIN SIXTY (60) DAYS FROM SUCH 
ASSUMPTION OF PUBLIC OFFICE WHEN CONFLICT OF INTEREST ARISES: 
PROVIDED, HOWEVER, THAT FOR THOSE WHO ARE ALREADY IN THE 
SERVICE AND A CONFLICT OF INTEREST ARISES, THE OFFICIAL O R  
EMPLOYEE MUST EITHER RESIGN OR DIVEST HlMSELFlHERSELF OF SAID 
FROM THE DATE WHEN THE CONFLICT OF INTEREST HAD ARISEN; 
[Engaging in activities that aid, support, agitate, or espouse the overthrow of a 
duly constituted authority;] 
Engaging in or supporting acts of insurrection, rebellion, sedition, and other 
crimes against public order as defined in Title Three, Book Two of the Revised 
Penal Code and commission of crimes against national security and the law of 
nations as defined in Title One, Book Two, Chapters One, Two, and Three of 
the Revised Penal Code; and 
All other grounds for disciplinary actioh [provided or] AS may be provided for 
by law. 
INTERESTS WITHIN 'THE PERIODS HEREIN-ABOVE PROVIDED, RECKONED 
Chapter Two. Disciplinary Jurisdiction 
SEC. 191. 
Original jurisdiction. - The heads of departments, agencies, bureaus and 
instrumentalities of the national government, constitutional offices, the proper disciplining 
authority of state universities and colleges, government-owned and -controlled corporations 
with original charters or created under special laws, and local government units shall have 
original jurisdiction to investigate and decide disciplinary cases against their subordinate 
public officers and employees. 
They shall also retain original jurisdiction over public officers and employees who are 
already separated from the service but who, while still in the service conimitted an offense. 
SEC. 192. 
Original jurisdiction of Bureau or Department-wide, Regional Office 
Head. - The heads of bureaus or department-wide regional offices shall have disciplinary 
jurisdiction over offenses commltted by their subordinate public officers and employees. 
SEC. 193. 
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 public officers and employees of 
the departments, agencies, bureaus, state universities and colleges, government-owned and - 
controlled corporations with original charters or created under special laws, and local 
government units. 
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IN 
DISCIPLINARY 
CASES 
WHERE 
AGENCIES 
HAVE 
ORIGINAL 
AND 
CONCURRENT jURISDICTION, THE AGENCY WHICH FIRST TAKE COGNIZANCE OF 
THE CASE SHALL EXCLUDE THE OTHERS. 
The Commission may, motu proprio, initiate the investigation and filing of 
administrative charges against public officers and employees who violate the provisions of this 
Code and other pertinent civil service laws, rules and regulations. 
For this purpose, the 
Commission shall conduct fact-finding investigations and require through the issuance of 
subpoena duces tecum and similar processes the production of [government] records 
necessary to resolve the case. 
Any person who impersonates another in civil service examinations, sells civil service 
application or examination forms, misrepresents material facts, or commit any other 
fraudulent acts which adversely affect the integrity of civil service examinations, but who at 
the time of the commission of any of the aforementioned acts is not employed in the 
government, shall likewise be under exclusive origindl jurisdiction of the Commission. Such 
person may be perpetually banned from taking government examinations and from entering 
the government service, without prejudice to criminal prosecution. 
Chapter Three. Procedure in Disciplinary Cases 
SEC. 194. 
(a) 
Administrative proceedings may be commenced motu proprio against a 
subordinate public officer or employee by the proper disciplining authority or 
head of department or agency or upon a sworn written complaint of any other 
person. The complaint shall be accompanied by sworn statements covering the 
charges and those of the witnesses together with documentary evidence, if any. 
On the basis of the sworn written complaint and supporting papers filed by any 
other person, the disciplining authority shall 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. 
In administrative proceedings initiated by the disciplining authority or head of a 
department or agency, the formal charge shall be issued only after the 
disciplining authority finds a prima facie case in accordance with the provisions 
of this Code OR WHEN THE DISCIPLINING AUTHORITY HAS PERSONALLY 
OBSERVED OR HAS DIRECT PERSONAL KNOWLEDGE OR ACTUALLY 
CAUGHT THE 
OFFENDER 
IN THE 
ACT 
OF COMMITTING THE 
ADMINISTRATIVE OFFENSE. 
Commencement of Administrative Proceedings and Answer. - 
(b) 
(c) 
SEC. 195. 
lssoance of a Formal Charge. 
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The formal charge shall state the 
specifications of the offense and shall require the respondent to submit an answer in writing 
and under oath together with supporting sworn statements covering hidher defense and those 
of witnesses together with the documentary evidence, if any. 
The respondent shall be 
allowed at least seventy-two (72) hours but not more than five (5) days from receipt of the 
formal charge to submit an answer and the affidavits of the witnesses, if any, and shall be 
informed of hidher right to counsel and to indicate whether or not hdshe elects a formal 


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investigation. 
In cases when the kspondent submits a request for clarification, a bill of 
particulars or a motion to dismiss which are obviously designed to delay the administrative 
proceedings, the same shall be considered as answer. 
SEC. 196. 
Formal Investigation. - 
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. 
Complainant and respondent may avail themselves of the services of counsel 
and may require the attendance of witnesses by subpoena ad testificandum and 
the production of documentary evidence through the compulsory process of 
subpoena duces tecum. 
Even if the respondent does not request a formal investigation, such 
investigation shall be conducted when, on the basis of the allegations in the 
complaint and the answer of the respondent, including supporting documents, 
the merits of the case cannot be decided judiciously without conducting such 
investigation. 
The formal investigation shall be commenced not earlier than five (5) days nor 
later than ten (IO) 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 offenses, unless the period is 
extended by the disciplining authority in meritorious cases. 
The direct evidence for the complainant and the respondent shall consist of the 
sworn statements and documents submitted in support of the complaint or 
answer, as the case may be, without prejudice to the presentation of additional 
evidence deemed necessary but was unavailable at the time of the filing of the 
complaint or answer, upon which cross-examination by the respondent and the 
complainant, respectively, shall be based. 
SEC. 197. 
Reporf of Investigafion andRecords of Case. - The hearing officer shall 
submit to the disciplining authority the report of investigation within ten (IO) days from the 
termination of the investigation. The report shall contain the findings and recommendations 
together with the complete record of the case which shall be properly and securely bound, all 
pages numbered consecutively, and with a table of contents. 
SEC. 198. 
Decision. - The proper disciplining authority shall render a decision 
within the period and in the form and content as provided for in this Code. 
SEC. 199. 
Preventive Suspension. - Notwithstanding any provision of law to the 
contrary, the proper disciplining authority may preventjvely suspend a respondent formally 
charged with dishonesty, oppression, grave misconduct, gross neglect in the performance of 
duty, if there are reasons to believe that respondent is guilty of the charges which would 
warrant removal from office and that there is a great probability that the continuance in office 
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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. 200. 
Lifting of Preventive Suspension Pending Administrative Investigation. 
- When the administrative case against the respondent under preventive suspension is not 
decided by the disciplining authority within the period of ninety (90) days after the date of 
suspension, the respondent shall be automatically reinstated in the service; Provided, that 
when the delay in the disposition of the case is due to the fault, negligence or petition of the 
respondent, the period of delay shall not be included'in computing the period of suspension 
herein provided. 
SEC. 2pl. 
lmplernenting Regulations. - To ensure fair, expeditious and effective 
disposition of administrative cases, the Commission shall promulgate and prescribe uniform 
rules in the conduct of administrative investigations. 
Chapter Four. Decision 
SEC. 202. 
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. 203. 
Form and Content of Decision. - The decision, properly designated as 
such and under the signature of the proper disciplining authority, shall contain the charge, the 
name, of the respondent, the position and office of the respondent, a brief statement of the 
material and relevant facts, findings, offense committed and the penalty imposed. 
SEC. 204. 
Service of Decision. - 
(a) 
A copy of the decision shall be served on the complainant and the respondent 
through their respective counsel, if any, within five (5) days from its 
promulgation. 
Disciplining authorities shall furnish their superiors with a copy of the decision 
within five (5) days from the date of its promulgation. 
(b) 
SEC. 205. 
(a) 
Finality of Decision. - 
Without prejudice to the power of review by the Commission, and its powers to 
decide cases on appeal as provided for in this Code, the decisions of the heads 
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, local government units shall be final, and executory, if the penalty 
imposed is suspension of not more than thirty (30) working days or a.fine of not 
more than thirty (30) working days' pay. 
Without prejudice to the power of review by the Commission and its powers to 
decide cases on appeal provided for in this Code, the decision of the head of 
the bureau or department-wide regional office shall be final and executory, if 
(b) 
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the penalty imposed is suspension of not more than thirty (30) working days or 
a fine of not more than thirty (30) working days' pay. 
The decision in a disciplinary case becomes final upon expiration of the period 
within which to file a motion for reconsideration and no such motion is filed, 
(c) 
SEC. 206. 
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 appeal. 
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 be held in abeyance pending resolution of 
the motion. 
The filing and pendency of a petition for certiorari with the Supreme Court 
shall not stop the immediate execution of the decision of the Commission, 
unless the Court issues a restraining order or a writ of preliminary injunction. 
For this purpose, no other Courts can issue a temporary restraining order or a 
writ of preliminary injunction against the Commission. 
(b) 
(c) 
Chapter Five. Administrative Penalties 
SEC. 207. 
Penalfies That May Be Imposed. - Heads of departments and agencies 
and other disciplining authorities may impose the penalty of reprimand or censure, fine in an 
amount not exceeding six (6) months' salary, suspension without pay for not more than one 
(1) year, demotion in rank or pay, or dismissal from the service. 
SEC. 208. 
(a) 
imposition of Penalties. - 
In meting out punishment, the same penalties shall be imposed for similar 
offenses and only one (1) penalty sHall be imposed in each case. 
In the 
imposition of these penalties, the disciplining authority shall take into 
consideration the circumstances which may either exonerate the respondent 
from any liability, mitigate or aggravate the offense. 
In the imposition of the proper penalties, the administrative offenses or causes 
for disciplinary action mentioned in this Code shall be categorized into light, 
less grave, and grave. 
The Commission shall promulgate rules and regulations on the classification of 
administrative offenses into light, less grave and grave and shall prescribe the 
corresponding principal and accessory penalties SUCH AS CANCELLATION 
OF 
ELIGIBILITY, 
FORFEITURE 
OF 
RETIREMENT 
BENEFITS, 
DISQUALIFICATION 
FROM 
EMPLOYMENT, 
REINSTATEMENT, 
REEMPLOYMENT, OR PROMOTION, AND BAR FROM TAKING CIVIL 
SERVICE EXAMINATIONS. 
(b) 
(c) 
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SEC. 209. 
Effect OfAdminisfrafive Penalties. - The penalty of dismissal shall result 
in the separation of the respondent from the service. 
Dismissal shall carry with it the 
cancellation of civil service eligibilities, forfeiture of retirement benefits, and disqualification 
from employment in the government whether appointive or elective and disqualification to 
run for any public office even if the case is pending on appeal. 
Although decisions imposing the penalty of dismissal are immediately executory, no 
permanent appointment pending appeal shall be issued to replace the dismissed employee. 
In the interest of the service, however, designation may be resorted to until the case is 
resolved with finality. 
The penalties of demotion, suspension and fine shall disqualify the respondent from 
receiving certain benefits or from promotion for a period based on the gravity of the penalty 
imposed in accordance with the rules prescribed by the Commission. 
SEC. 210. 
Effect of Death on Pending Cases. - Pending disciplinary cases shall be 
deemed terminated upon the death of 
the respondent EXCEPT WHEN EXPRESSLY 
REQUESTED BY THE HEIRS OF THE RESPONDENT. [without prejudice to civil action that 
may be instituted by the government except when the proceedings have been concluded and 
the case is ready for decision, ar when the administrative case involves misappropriation of 
public funds and property or other grave offenses. The same shall be decided for the sole 
purpose of determining whether the heirs of the respondent are entitled to monetary benefits 
arising out of his employment. 
SEC. 211. 
Effect of Exoneration and Ofher Penalties. - Upon exoneration, the 
respondent shalI be restored to hisher 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 ba.ck salaries and other benefits for a period not exceeding five (5) 
years including the period of preventive suspension, IF ANY. 
Chapter Six. Administrative Remedies 
SEC. 212. 
Appeal. - 
Who May Appeal. 
Only the party adversely affected by the decision, may file an 
appeal. However, when there are very strong reasons, as determined by the Commission, to 
believe that the complainant is a victim of injustice, he/she may also be allowed to appeal to 
the Commission. 
Requirements for Appeal. - 
(a) 
Unless a motion for reconsideration as seasonably filed, the appeal shall 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. 
The appeal shall state the appellant's date of receipt of the decision and the date 
of the resolution on the motion for reconsideration, if any, together with the 
grounds for appeal and the arguments in support thereof. 
(b) 
SEC. 213. 
Where To Appeal. - The appellant may appeal to the following: 
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In case of decisions rendered by heads of departments, agencies, state 
universities 
and 
colleges, 
provinces, 
cities 
and 
municipalities 
and 
instrumentalities of the national government and the disciplining authority of 
government-owned or -controlled corporations with original charters, where the 
penalty imposed is suspension of more than thirty (30) 
working days or a fine 
equivalent to more than thirty (30) 
working days' salary, the appeal shall be 
brought before the Commission; and 
In case of decisions of the head of bureaus or department-wide regional offices, 
the appeal shall initially be made to the department secretary and then to the 
Commission if the penalty imposed is suspension of more than thirty (30) 
working days or fine equivalent to more than thirty (30) working days' salary. 
SEC. 214. 
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 
(b) 
(c) 
Only one (I) motion for reconsideration shall be entertained. 
A motion for reconsideration shall suspend the running of the period for appeal. The 
rendered; 
The decision is not supported by the evidence on record; or 
Errors of law or irregularities have been committed prejudicial to the interest of 
either party. 
motion for reconsideration shall be resolved within thirty (30) days from receipt thereof. 
SEC. 215. 
Remand of Cases Due to Lack of Due Process. - If the case on appeal 
with the Commission is remanded to the proper disciplining authority for further investigation 
due to lack of due process, the said disciplining authority shall finish the investigation within 
three (3) calendar months from the date of receipt of the records from the Commission, unless 
the investigation is delayed due to the fault, negligence or petition of the respondent, or an 
extension is granted by the Commission in meritorious cases. The period of delay shall not 
be included in the computation of the prescribed period. 
Within fifteen (1 5) days from the termination of the investigation, the disciplining 
authority shall render its decision. 
If at the end of said period, the disciplining authority fails 
to decide the case, the Commission shall vacate and set aside the appealed decision and 
declare the respondent exonerated of the charge. 
If the respondent is under preventive 
suspension, he/she shall be immediately reinstated and shall be entitled to back salaries and 
other benefits. 
SEC. 216. 
Petition for Review. - Pursuant to this Code, 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. 217. 
Removal of Adminisfrative Penalties or Disabilities. 
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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. 
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Title II - Prohibitions 
Chapter One. Limitation on Appointments 
SEC. 218. 
Appointment of Elective Officers. - 
Except as provided for in the 
Constitution, no elective officer shall be eligible for appointment or designation in any 
capacity to any public office or position during his / her tenure. 
SEC. 219. 
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, local government 
'units. 
Neither can they be hired !within the same period as consultants or under contracts of 
servicedjob orders in said entities. 
SEC. 220. 
Resignation Before Elecfion. - A person who resigned from the service 
within three (3) months before any election and [directly or indirectly] engaged in any 
political activity shall not be eligible for REEMPLOYMENT [reappointment or reinstatement] 
in the government during the six (6)-month period following such election. 
SEC. 221. 
Prohibition Against Holding Another Office or Employment. - Unless 
otherwise allowed by law or by the primary functions of the position, no appointive officer 
shall hold any other office or employment in the government or any subdivision, agency or 
instrumentality thereof, state universities and colleges, government-owned and -controlled 
corporations with original charters or created under special laws, AND local government units 
[, including entities and corporations sequestered by the government]. 
SEC. 222. 
Prohibition During Election Period. 
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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 kabaiaan elections and until 
the assumption of the newly-elected or reelected appointing officer, 
No consultancy, job 
order or contract of service shall also be entered into during the said period. However, in the 
exigency of the service and subject to the authority by the Commission, the appointing 
authority may issue appointments after the election and until the assumption of the newly 
elected or reelected appointing officer provided the following concur: 
(a) 
(b) 
(c) 
The appointee is qualified; 
(d) 
A vacancy occurred during the prohibited period; 
There is need to fill up the vacancy immediately in order not to prejudice 
public service and/or endanger public safety; 
The appointment has gone through the usual requirements like publication, 
regular screening by the Personnel Selection Board and concurrence by the 
Sanggunian, as the case may be. 
All appointments issued before the prohibited period shall take effect immediately, 
notwithstanding any provisions in the appointment to the contrary and the appointee shall 
assume the position within thirty (30) days from issuance thereof. Failure of the appointee to 
assume the position within said period shall make the appointment ineffective. 
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SEC. 223.Prohibition Against Appointments by an Outgoing Appointing Authority. - 
No appointment in national OR LOCAL 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 prohibition shall embrace all kinds of appointments whether original, transfer, 
reemployment, reappointment, renewal, casual, contractual promotion, or demotion, 
regardless of status. 
SEC. 224. Prohibition Against Appointment Of A Person Who Is a Permanent Resident 
Or Immigrant Of A Foreign Country Or A Green Card Holder. - NO APPOINTMENT IN 
OR CONTROLLED CORPORATION, AND LOCAL GOVERNMENT UNITS SHALL BE 
ISSUED TO A PERSON WHO IS A PERMANENT RESIDENT OR IMMIGRANT OF A 
FOREIGN COUNTRY, UNLESS IT IS SHOWN BY CLEAR EVIDENCE THAT HElSHE HAS 
MADE AN IRREVOCABLE WAIVER OF HlSiHER STATUS AS A PERMANENT RESIDENT O R  
IMMIGRANT OF A FOREIGN COUNTRY BEFORE SUCH APPOINTMENT. 
NO APPOINTMENT SHALL LIKEWISE BE ISSUED TO A GREEN CARD HOLDER 
UNLESS IT IS SHOWN BY CLEAR EVIDENCE THAT HE/SHE HAS MADE AN IRREVOCABLE 
WAIVER OF THAT STATUS OR THAT HEiSHE HAS SURRENDERED HIS GREEN CARD TO 
THE APPROPRIATE U.S. AUTHORITIES. 
NATIONAL AGENCIES, STATE UNIVERSITIES AND COLLEGES, GOVERNMENT-OWNED 
SEC. 225. 
PROHIBITION AGAINST Supervision by , Non-career personnel. 
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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. 226. 
PROHIBIT~ON AGAINST ContractlNG of REGULAR FUNCTIONS 
[Service]. - [A person neither shall issued a contract of service shall not discharge duties 
pertaining to a career or non-career service position or and neither shall an institution 
perform any of the regular function of the contracting agency. T] PROVIDED, HOWEVER, 
THAT the agency mayL however,] enter into a contract of service to undertake NON- 
REGULAR FUNCTIONS [a lump sum work] or SUPPORT services for the government for a 
specific period where no employer-employee relationship exists between the individual or the 
institution and the government SUBJECT TO THE 
RULES AND 
REGULATIONS 
PROMULGATED BY THE COMMISSION. 
SEC. 227. 
Ecclesiastic. - No priest, preacher, minister, or other religious teacher, 
or dignitary as such, shall be employed in the civil service system except when such priest, 
preacher, minister, or dignitary is assigned to the Armed Forces of the Philippines, the 
Philippine National Police or to any penal or correctional institution, or any government 
orphanage or leprosarium. 
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SEC. 228. 
Nepotism. - The act of issuing an appointment in the national, or in any 
branch or instrumentality thereof, or in state universities and colleges, government-owned and 
-controlled corporations with original charters or created under special laws, local 
government units to a person who is related within the third (3rd) civil degree of 
consanguinity or affinity to the appointing or recommending authority, the chief of bureau or 
office, or of the person exercising immediate supervision over himiher, is hereby prohibited. 
The filling-up of the following positions is exempt from the operation of the law and 
(a) 
Primarily confidential; 
(b) 
HIGHLY TECHNICAL; 
(d) 
Teacher and professorial staff. 
[(e) 
Physician; and 
(0 
Scientist.] 
The term ‘teacher’ shall refer only to those actually performing classroom instruction 
in both public elementary and secondary schools. ‘Professorial staff‘ shall denote members of 
the faculty INCLUDING INSTRUCTORS of state universities or colleges primarily engaged in 
academic activities such as teaching in the tertiary level, research and curriculum 
development, among others. The designation of professorial staff to non-professorialinon- 
academic positions shall not be covered by this exemption. 
rules on nepotism: 
(c) 
POLICY-DETERMINING; AND 
The restrictions mentioned in this Section shall not be applicable to a member of any 
family, who, after appointment to any position in an office or bureau, contracts marriage with 
another employee in the same office or bureau, or those who were affected by reorganization 
in which event the employment or retention therein of both husband and wife may be 
allowed. 
The prohibition shall not also apply in case of promotion if the person to be promoted 
occupies a career and next-in-rank position, or to those devolved to local government units or 
who were affected by reorganization or to any member of a personnel selection board. 
Chapter Two. Other Prohibitions 
SEC. 229. 
Po/ifica/ Activity. - No public officer or employee in the civil service 
system holding a non-political position shall engage, directly or indirectly, in any 
electioneering or partisan political campaign or take part in any election except to vote, nor 
shall use official authority or influence to coerce the political activity of any person or body. 
Nothing herein provided shall be understood to prevent any public officer or employee from 
expressing views on current political problems or issues, or from mentioning the names of 
candidates for public office whom he/she supports; 
Provided, that public officers and 
employees.holding political offices may take part in political and electoral activities but it 
shall be unlawful for them to solicit contributions from, or subject their subordinates to 
commit any of the prohibited acts under the Election Code. 
In this regard, membership in any political party shall be considered as engaging in 
partisan political activity. 
SEC. 230. 
Appoinfment of Milifary Personnel in the Civil Service System. - It 
shall be unlawful for any member of AFP in the active service to be appointed or.designated 
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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, local government units. 
SEC. 231. 
Additional or Double Compensafion. 
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No elective or appointive 
public officer or employee shall receive additional, double, or indirect compensation, unless 
specifically authorized by law, nor accept any present, emolument, office, or title of any kind 
from any foreign government unless allowed by law. 
Pensions, gratuities or honoraria shall not be considered as additional, double or 
indirect compensation. 
SEC. 232. 
Detail or Reassignment. - Except when the exigencies of the service 
require, no public officer or employee of the government shall be detailed or reassigned three 
(3) months before any local or national election. 
SEC. 233. 
Courtesy Resignafion. - 
It shali be unlawful for any public officer, 
elective or appointive, to require public officers and employees within hidher jurisdiction to 
submit courtesy resignations for whatever reason or purpose. 
SEC. 234. 
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 departmentlagency/office/lqcal government unit which hidher unit is assigned or 
designated to oversee within one (1) year after termination of such assignment or designation. 
BOOK VI. MISCELLANEOUS PROVISIONS 
Title I - Termination of Employment 
Chapter One. Modes of Termination 
SEC. 235. 
Modes of Termination OF EMPLOYMENT. - The following are modes 
of terminating employment in the government; 
Resignation - A public officer or employee shall be considered separated from 
the service effective on the date of acceptance of the resignation by the officer 
authorized to do so OR THIRTY (30) DAYS FROM THE SUBMISSION 
THEREOF. 
Candidacy - An appointive public officer or employee shall be ipso facto 
separated from the service on the date of filing of the certificate of candidacy for 
an elective position. 
Death - Upon proof of death, the public officer or employee shall automatically 
be recorded as separated from the service. 
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Permanent Disability - In case of permanent disability which shall render the 
public officer or employee incapable of performing the official duties, the 
department or agency head may terminate such public officer or employee. 
Expiration of Period of Employment - The services of a public officer or 
employee appointed for a fixed period, or for a specific project or whose 
appointment ARE [is] coterminous with the appointing officer shall be 
terminated upon the expiration of the period of employment, completion of the 
project, or at the end of the term of the appointing officer, unless otherwise 
earlier validly separated. 
Dropped from the Service - A public officer or employee who goes on leave 
without proper authority or fails to return to duty after the expiration of the 
authorized leave, without valid reasons, and for other grounds under existing 
rules, shall be dropped from the service in accordance with the regulations 
promulgated by the Commission. 
Conviction - The services of the public officer and employee shall be 
considered terminated upon conviction by final judgment of a crime where the 
penalty carries with it the accessory penalty of perpetual or temporary absolute 
or special disqualification to hold public office. 
Retirement - Any public officer or employee who reaches the compulsory 
retirement age and meets the service requirement shall be retired under the 
provisions of the Retirement Law, unless hidher services ARE [is] extended by 
the Commission in accordance with its rules and regulations. 
Optional 
retirement pursuant to law likewise terminates official relations. 
Expiration of Temporary Appointment - The services of a public officer or 
employee with temporary appointment shall automatically be terminated upon 
the expiration of the appointment. 
Disapproval of Appointment - The services of a public officer or employee ARE 
[is] considered terminated upon the final disapproval of the appointment by the 
Commission. 
SEC. 236. 
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 - SANCTlONS AND LIABILITIES 
CHAPTER One. LIABILITIES 
SEC. 237. 
Liability of Appointing Authority. - No person employed in the civil 
service system in willful violation of this Code shall be entitled to receive pay from the 
government. The appointing authority responsible for such unlawful employment shall be 
personally liable for the pay that would have accrued had the employment been lawful. 
LIKEWISE, THE COMMISSION OFFICIALS OR 
EMPLOYEES WHO CAUSED THE 
APPROVAL OF SUCH IUNLAWFUL EMPLOYMENT AND WAS PROVEN TO HAVE 
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CONNIVED OR 
CONSPIRED WITH THE APPOINTING AUTHORITY 
SHALL 
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PERSONALLY LIABLE FOR THE PAY THAT WOULD HAVE ACCRUED THEREOF HAD THE 
EMPLOYMENT BEEN LAWFUL. 
THE DISBURSING PUBLIC OFFICERS SHALL MAKE PAYMENT TO THE EMPLOYEES 
OF SUCH AMOUNT FROM THE SALARY OF THE PUBLIC OFFICERS OR EMPLOYEES SO 
LIABLE. 
SEC. 238. 
Liability of Disbursing Public officers. - Except as may otherwise be 
provided by law, it shall be unlawful for 
treasurer or other fiscal public officer or employee 
to deduct any amount for contributions or payment of obligations other than those due to the 
government or its instrumentalities. 
SEC. 239. 
Criminal Liability. - Whoever makes any appointment or employs any 
person in willful violation of any provision of this Code or the rules and regulations issued 
thereunder; or whoever commits fraud, deceit or intentional misrepresentation of material 
facts concerning any civil service matter; or whoever violates, refuses or neglects to comply 
with any final decision or order of the Commission, shall, upon conviction, be punished by a 
fine not exceeding Ten Thousahd Pesos (Pl0,OOO.OO) 
or by imprisonment of not less than 
three (3) years nor more than five (5) years or both at the discretion of the court. 
The same penalty of fine or imprisonment or both as provided above and permanent 
disqualification from holding public office shall be imposed upon any appointing authority 
who willfully violates any of the provisions of this Code including failure to abide by the rules 
promulgated by the Commission or to implement a Commission reappointment order. 
Title 111 - Fees and Authority to Administer Oaths 
Chapter One COLLECTION OF Fees 
SEC. 240. 
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 are not provided by law or regulation. 
No fees shall be collected in 
examinations given for the selection of scholars. 
Chapter Two. Authority of Public Officers to Administer Oaths, 
Take Testimony, and Prosecute Cases in Court 
SEC. 241. 
Who May Administer Oaths. - The Chairperson and Members of the 
Commission, public officers occupying third level positions and other public officers and 
employees of the Commission and other departments or agencies designated in writing by the 
Chairperson, may administer oaths as may be necessary in a transaction of an official business 
and take a testimony in connection with any authorized investigation. 
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Title IV - Fiscal Autonomy and Use of Appropriations and income 
Chapter One. 
Fiscal Autonomy 
SEC. 242. 
fiscal Autonomy. - The Commission shall enjoy fiscal autonomy. It 
shall determine the amount of its annual budget requirements for its operating expenses, and 
capital outlays which shall be proposed to Congress in accordance with existing budget laws. 
Its approved annual appropriations shall be automatically and regularly released in full. 
The Commission shall have the flexibility to utilize its appropriations, and its income, 
for operating and capital expenses, acquisition, supplies, repairs and maintenance of office 
equipment and facilities subject to the provision of law. 
Chapter Two. Authority to Use Appropriations and Income 
SEC. 243. 
Aufhorify 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 Commission is further authorized to directly use its income derived from fees, cost 
for services it may assess and levy, and such other proceeds generated in the performance of 
its functions for its operating expenses, for personnel and organizational development as well 
as acquisition, repair and maintenance of office equipment, facilities and supplies. 
Title V - Transitory Provisions 
SEC. 244. 
Abolished Offices. - All Commission public officers and employees 
whose offices are abolished by virtue of the provisions of this Code shall be absorbed in the 
central, regional and field offices of the Commission with no diminution of status, rank and 
salary. 
SEC. 245. 
Vested Rights. - 
Except as otherwise provided in this Code, rights 
vested or acquired under the provisions of the Civil Service Law, rules and regulations and 
any other Act prior to the effectivity of this Code shall be respected. 
Title VI -_ Final Provisions 
SEC. 246.Funding. - Funds needed to carry out the provisions of this Code shall be 
taken from funds available in the Commission or in the absence or insufficiency thereof, from 
any lump sum appropriations to be included in the annual General Appropriations Act. The 
appropriation shall cover the operating expenses of the commission including the salaries, 
allowances and other emoluments of all its public officers and employees in its central, 
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regional and field offices and for its projects and activities, subject to the accounting of such 
expenditures. 
SEC. 247. 
lmplementing 
Rules and Regulations. 
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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. 248. 
Repealing Clause. - Republic Act No. 2260, Republic Act No. 6040, 
Presidential Decree No. 807, Presidenti,al Decree No. 1, Presidential Decree No. 1409, 
Executive Order No. 135, series of 1987, Executive Order No. 180 and Book V, Title 1, 
Subtitle A on the Civil Service Commission of Executive Order No. 292, series of 1987, and 
Section 2 of RA 6758 are hereby repealed. Section 24 of RA 6770, Sections 77, 79 and 85 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. 249. 
Supplemental Applications. - The 
Rules of Court shall 
have 
supplemental application to this Code. 
SEC. 250. 
Separability. - If any provision of this Code or its application to any 
person or circumstances is declared invalid, such declaration shall not affect ,the other 
provisions of this Code. 
SEC. 251. 
Construction in Favor of Ehployees. 
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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. 252. 
Effectivity. - This Code shall take effect thirty (30) days following its 
publication in the Official Gazette or in a national newspaper of general circulation in the 
Philippines. 
Approved, 
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