FOURTEENTH CONGRESS of the 
) 
REPUBLIC OF THE PHILIPPINES 
) 
Second Regular Session 
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Introduced by HON. RAMON BONG REVILLA, TR. 
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It is enshrined in our Constitution that the Civil Service Commission, as the 
central personnel agency of the Government, shall establish a career service and 
adopt measures to promote morale, efficiency, integrity, responsiveness, 
progressiveness, aiid courtesy in the civil service. It shall strengthen the merit and 
rewards system, integrate all human resources development programs for all levels 
and ranks, and institutiondize a management climate conducive to public 
accountability (Section.3, Article IX, B). 
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The civil seivice system is composed of first, second and third levels. 
Positions in the executive and managerial services constitute the biggest 
component of the third level. This component of the Civil Service plays a 
significant role in the bureaucracy since they have a direct hand in both the 
formulation and implementation of the government policies. 
This proposed measure seeks to improve the current concept of ow Career 
Executive System. Thus, passage of this bill is earnestly sought. 


FOURTEENTH CONGMSS of the 
) 
MPIJBLTC OF THE P m m r m s  
Second Regirlrrr. Session 
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htroduced by HQN. RAMON BONG REVPLEA, JR. 
AN ACT 
ESTABLISHING THE CAREER EXECUTIVE SYSTEM 
Re it ‘enacted by the Senate and Hoirse of Representatives of the Philippines in Congress 
assembled: 
GENERAL PROVISIONS 
SECTION 1. Short Tifle. - This Act shall he known as the “Career Executive System 
Act of 2008”. 
SEC. 2. Declaration ofpolicy. - It is the policy of the State under Section 3, Article IX, 
B of the 1987 Philippine Constitution to establish a career service and to provide the public 
sector with a well-selected and development-orlented corps of public managers who possess the 
necessary expertise and responsive leadership that will serve as a stabilizing force, an instrument 
for change, a vanguard of professionalism and careerism in the civil service, and a critical link 
between the government and the people. Towards this end, the State hereby calls for an effective, 
efficient and responsible administration of the executive/managerial class within the third .level 
of the career service that will maintain continuity and stability in the bureaucracy. 
SEC. 3. Coverage. - This Act shall cover the executive/nanagerial class of the third 
level which constitutes the Career Executive System. 
SEC. 4. Definition of Term. - As used in this Act, the following terms shall be 
construed as follows: 
(a) “Third Level” refers to the highest level in the career service of, the Civil Service 
System under the 1987 Philippine Constitution which includes positions in the 
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executive and managerial class, and the positions in the highly technical and 
specialized class such as the foreign service, the scientific, technical, artistic arid 
academic fields, in all branches, subdivisions, instrumentalities aEd agencies of the 
government including government-owned or controlled corporations with original 
charters. The third level covers all positions higher than chief of division based on the 
position classification system of the Department of Budget and Management and the 
Civil Service Commission, or based on such other systems as may he applicable 
across the executive, legislative and judicial branches, including constitutional 
offices. 
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(b) “Career Executive System (CE§)” refers to the system of professionalization and 
career development of the executive and managerial component of the third level in 
the career service. 
(c) “Career Executive System Board (CESS)” refers to the policy making body 
responsible for the development, maintenance and administration of the Career 
Executive System. 
(d) “Career Executive Officer (CEO)” refers to a Career Executive Officer-Eligible 
who is conferred a CES rank and appointed to a position covered by the CES. 
(e) “Career Executive Oflicer-Eligible (CEO-E)” refcrs to a person who passed the 
qualifying examination process set by the Board through the Civil Service 
Commission but has not yet been appointed tb aposition in the CES. 
(0 “Rank” refers to the index of classification of Career Executive Officers to which a 
Career Executive Officer-Eligible may ibe appointed by the Civil Service Commission 
in accordance with the requirements prescribed by the Board. 
(6) “Mobility” refers to the movement of a Career Executive Officer from one position to 
another without reduction in rank or salary. 
(h) “Highly TechnicalVSpeciaiized Class” refers to the class of positions requiring 
technical skills or training in the superior degree involving highly specialized duties 
and requiring extended training and experience as to render impracticable the giving 
~ of a competitive examination. 
(i) “ExecutiveDIanagerial Class” refers to the class of positions above chief of divisicn 
primarily charged with the implementation of policies and the routine operations of 
an office. 
ARTICLE II 
CAREER EXECUTIVE SYSTEM 
SEC. 5. The Career Executive Sjistem (CES). - The Career Executive System shall cover 
all executive and managerial positions in the third level in the executive, legislative and judicial 
branches, including constitutional offices and such other equivalent positions as may be 
identified by the Board. Entry and advancement in the CES shall be governed by the principles 
of merit and fitness and other requirements as may be prescribed by the Board through the Civil 
Service Commission. The Career Executive System shall be essentially characterized by the 
principles of merit and fitness, security of tenure and mobility. 
SEC. 6. Career Executive System Board (CESB). - A Career Executive System Board, 
hereinafter referred to as the Board, under the administrative supervision of the Civil Service 
Commission (CSC), hereinafter referred to as the Commission, is hereby created. It shall be 
composed of the chairperson of the Commission as the Board’s ex ofJiczo chairperson; and three 
( 3 )  ex oficzo members namely: the Secretary of the Department of Budget and Management or 
hidher permanent representative not lower than an undersecretary; the President of the 
Development Academy of the Philippines and the Dean of the National College of Public 
Administration and Governance of the University of the Philippines. The Board shall also 
include three ( 3 )  members to be appointed by the Chairperson for a term of three (3) years 
namely: a representative of the nationwide association of cheer executive officers, a 
representative of the nationwide association of personnel managers in the private sector, both of 
whom shall be nominated by their respective associations, and one (1) representative from the 
ranks of retired Career Executive Oficers who is familiar with the principles and methods of 
personnel administration. The members of the Board shall be provided with per diems and 
allowances as may be determined by the Commission. 
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SEC. 7. Powers niid Functions of' the BMd. - The Board shall be the policy making 
wdy of the'career Uxecutive System. It shall promulgate rules, standards and procedures in the 
-ecruitment, selection, assignment to positions, classification, compensation, mobility, 
Jerformance management, tour of duty, rewards and incentives, and training and career 
development of Career Executive Officers and Career Executive Officer-Eligibles. 
SEC. 8, Ofice qf the Career Executive and Specialized Systems (OCESS). - The Office 
of the Career Executive and Specialized Systems (OCESS), which shall be an office under the 
Commission, shall serve as the CESB secretariat with its own administrative and financial 
component. It shall be responsible for the implementation of the policies, rules, regulations, 
decisions, directives and instructions pertaining to the third level of the career service. An 
assistant commissioner of the Commission shall head the OCESS and shall be assisted by a 
Director IV, both of whom shall be Career Executive Officers, and shall be appointed by the 
chairperson of the Commission upon recommendation by the Board. 
ARTICLE III 
POLICIES AND STANDARDS IN THE CAREER EXECUTWSEY STEM 
SEC. 9. Membership in the Career Executive System - A CEO Eligible who is assigned 
to a position in the Career Executive System shall be given the entry rank as CEO by the 
Commission upon recommendation by the Board. This process completes hidher membership in 
the Career Executive System. 
SEC. PO. S@curi$ qf Tenure. - A Career Executive Officer shall enjoy security of tenure 
in the Career Executive System and shall not be suspended nor dismissed except for cause and 
after due process. 
SEC. 11. Compensation. - A CEO shall be compensated according to rank and shall be 
provided with an attractive salary, fringe benefit and reasonable allowances. A CEO occupying a 
position in the Career Executive System shall enjoy an added premium based on hidher rank. In 
case a CEO occupies a position whose salary grade is higher than that of hidher rank, he/she 
shall receive the difference between the salary grade of hidher position and hidher rank while 
assigned to the position. The Board, in coordination with the Commission and the Department of 
Budget and Management (DBM), shall develop and periodically review a compensation plan for 
Career Executive Officers. The employing agency shall provide the fknds to pay the salary, 
fringe benefits and allowances of a CEO. 
SEC. 12. Rank Systeni ire the Career Executive Systenr. - A Career Executive Officer 
(CEO) shall be classified adcording to rank which 'shall be established and determined 'by the 
Commission upon recommendation by the Board. Rank classification shall be based on proven 
competence, qualifications such as appropriate academic and professional background, broad 
levels of responsibility and other relevant considerations. 
SEC. 13. Appuintnwnt to Rank. - Only a CEO-Eligible, assigned to a position in the 
Career Executive System, shall be appointed to rank by the Commission upon recommendation 
by the Board. The issuance of rank shall be done by the chairperson of the Commission. 
SEC. 14. &ornotion in Hank - The Board shall recommend to the Commission the 
criteria which shall be the basis for promotion in rank. The criteria to he established shall 
include, but shall not be limited to, performance, qualifications and proven competence. 
SEC. 15. Mobility ire the Cnrcep. Executive Sy.~tern. - A Career Executive Officer may be 
assigned to any position in the Career Executive System without diminution in rank and salary. 
There shall be a tour of duty of three (3) years for each CEO during which period he/she shall 
not be transferred to another'office or position without hidher consent. In filing a vacancy, the 
head of agency shall choose from those who have been granted rank or eligibility. The 
Commission, through the Board, shall provide information on vacancies, an updated list of 
available qualified persons who may be assigned, and such other mechanisms to assist the head 
of agency in the selection. 
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SEC. 16. Assignmext to Positions in the Career Executive System. - Career Executive 
Officer-Eligibles shall be given priority in assignments to vacant positions in the Career 
Executive System. In exceptional cases, a non-CEO-Eligible may be assigned to a position in the 
Career Executive System on a temporary status: Proiided, That, he/she shall be replaced once a' 
CEO-Eligible becomes available. Those who are in Salary Standardization Law (SSL)-exempt 
agencies shall also be required to be CEO-Eligibles prior to their assignments to positions in the 
Career Executive System. All career undersecretaries and assistant secretaries and other oficials 
of similar rank shall come from the CEO-Eligibles., The assigning authority shall choose from a 
list of at least three (3) eligibles who are qualified, available and willing to be assigned to said 
vacant position. The number of career undersecretaries and assistant secretaries and other 
officials of similar rank shall conform to the number set by law. The Commission shall establish 
a mechanism to ensure, that assignments to positions in the Career Executive System conform to 
the standards prescribed under this Act. 
SEC. 17. Discipline. - The Commission shall, have the authority to discipline occupants 
of positions in the Career Executive System: Provided, That, such authority to discipline shall be. 
concurrent with the assigning authority. 
SEC. 18. Training and Career Developrent. - The Board shall establish a continuing 
program of training and career development for CEO and CEO-Eligibles. 
SEC. 19. Performance Management. - The Board shall develop a system for periodic 
evaluation of the performance of occupants of positions in the Career Executive System taking 
into account their accomplishments and managerial capability. This periodic evaluation system 
shall be the basis for the grant of incentives and awards, as well as for sanctions for poor 
performance. 
ARTICLE IV 
MISCELLANEOUS PROVISIONS 
SEC. 20. Transitory Provisions. - (a) Upon the effectivity of this Act, all Career 
Executive Service Oficers (CESOs) who were conferred CESO ranks under Article JV, Part 111 
of the Integrated Reorganization Plan under Presidential Decree No I as amended, shall, as a 
vested right, be accredited as Career Executive Officers (CEOs) under this Act and shall be 
appointed to Career Executive Officer ranks corresponding to their CESO rank. 
(b) Career Executive Service Eligibles (CESEs) who passed the examinations given by 
the former Career Executive Service Board, and Career Service Executive Eligibles (CSEEs) 
who passed the examination given by the Civil Service Commission, and who are assigned to 
positions in the Career Executive System at the time of the effectivity of this Act, shall he 
appointed to entry rank as Career Executive Officers 
(c) Those who possess Career Executive Service Eligibility (CESE) but who are not 
assigned positions in the Career Executive System at the time of the effectivity of this Act shall 
be accredited as Career Executive Officer-Eligibles. 
(d) Career Service Executive Eligibles (CSEEs) who have not been assigned to positions 
in the Career Executive System at the time of the effectivity of this Act shall be required to 
undergo further screening process to qualify as Career Executive Officer-Eligibles 
(e) The personnel, assets, funds, grants and records of the former Career Executive 
Service Board (CESB) secretariat are hereby transferred to the Office of the Career Executive 
and Specialized System (OCESS) 
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(0 The chairperson of the Commission shall designate an o.Ecer-in-charge pending the 
appointment of an assistant commissioner to head the OCESS. 
(g) Incumbent oscials and employees of the current CESB secretariat shall continue to 
exercise their respective functions, duties and responsibilities with the corresponding benefits 
and privileges. 
SEC. 21. Implemelotilog Rules and Regulations. - The Board, in coordination with the 
Commission, shall promulgate implementing rules and regulations as may be necessary to 
implement the intent and purposes of this Act and which shall be published in the Ofliczal 
Gazette and in two (2) newspapers of general circulation. 
SEC. 22. Reperrling C7ause. - Article IV, Part III of the Integrated Reorganization Plan, 
as approved under Presidential Decree No. 1, as amended, is hereby repealed. All provisions of 
Executive Order No. 292, or the Revised Administrative Code of 1987 on the Civil Service 
Commission, that are inconsistent with this Act are hereby repealed. All laws, rules and 
regulations or parts thereof that are inconsistent with the provisions of this Act are hereby 
repealed or modified accordingly. 
SEC. 23. Separability CZause. - If any part, section or provision of this Act is held 
invalid or unconstitutional, no other part, section or provision shall be affected by the invalidity 
or unconstitutionality thereoc 
SEC. 24. EflecPivity. - This Act shall take effect after fifteen (15) days from its 
publication in the OfJicial Gazette or in a newspaper of general circulation. 
Approved, 
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