CIVIL SERVICE?

What is it?
A presentation of EDNA C. NEBRIJA-MAHINAY

Civil Service Commission 12

Field Office for Sarangani Province & Gen.Santos City
OUTLINE:
- What is Civil Service or Public Service?
- Qualifications in entering public service.
- Benefits & Privileges
- Duties & Responsibilities
- Prohibitions/Sanctions/Penalties
 -It is the body of government employees entrusted
with the administration of the country and mandated to
carry out the policy of the government of the day;

-Those branches of public service that are not

legislative, judicial, or military and in which
employment is usually based on merit and fitness
generally measured by a competitive exam.
 -The Civil Service embraces all branches,
subdivisions, instrumentalities, and agencies of
the government, including government-owned or
controlled corporations, state universities and
colleges, local government units, and government
financial institutions.
 -The CSC is one of the 3 Constitutional Commissions of
the Philippine Government, founded on September 19,
1900, with the enactment of Public Law No. 5 (“An Act for
the Establishment and Maintenance of an Efficient and
Honest Civil Service in the Philippine Island”).

-It is the central personnel agency of the Gov’t. tasked to

establish a career service (Merit & Fitness principle
observed), adopt measures to promote morale, efficiency,
integrity, responsiveness, & courtesy in the civil service,
strengthen the merit and rewards system, integrate all HRD
programs for all levels and ranks, & institutionalize a mgt.
climate conducive to public accountability
 A public office is the right, authority and
duty, created and conferred by law, by which for a
given period, either fixed by law or enduring at the
pleasure of the creating power, an individual is
invested with some portion of the sovereign
functions of the government, to be exercised by
him for the benefit of the public. (Mechem, Public
Offices & Officers, Sec.1)
 ELECTION
APPOINTMENT

ELIGIBILITY TO PUBLIC OFFICE

ELECTION
APPOINTMENT

Refers to the endowment or accomplishment that makes one fit for an

office. ie. Age, residence, read and write, education, experience,
training and CS Eligibility
 Appointment

•• isis aa warrant
warrant inin writing
writing extended
extended by by aa
competent
competent authority
authority allowing
allowing the
the appointee
appointee
to
to occupy
occupy the
the position
position therein
therein stated
stated and
and to
to
discharge
discharge thethe duties
duties arising
arising therefrom
therefrom
effective
effective atat aa specified
specified date
date or
or time
time and
and with
with
definite
definite compensation
compensation therefor.
therefor.
 Where appointing power resides?
• President - as conferred by the Constitution

• Other Officers such as Supreme Court, Constitutional

Commissions – as conferred by the Constitution

• Congress may, by law, vest in courts, heads of

departments, agencies commissions, or boards, the
power to appoint officers lower in rank
 Appointing Authority
Section 7(6) Chapter 2, Book IV of EO 292

 The SECRETARY shall:

 - Appoint all officers and employees of the
Department except those whose appointments are
vested in the President or in some other appointing
authority; Provided, however, that where the
Department is regionalized on a department-wide
basis, the Secretary shall appoint employees to
positions in the second level in the regional offices as
defined in this Code;
 Appointing Authority
(RA#7160)

• Governor
• City Mayor
• Municipal Mayor
 Generally, has the power to appoint all officials
and employees whose salaries and wages are
wholly or mainly paid out of local government
funds
Appointing Authority per
RA7160

• Vice-Governor
• City Vice-Mayor
• Municipal Vice-Mayor

 has the power to appoint his own staff and all

officials and employees in the Office of the
Sangguniang Panlalawigan / Bayan / Panlungsod
 Appointing Authority per PD 198

• General Manager

 have full supervision and control of the

maintenance and operation of water district
facilities, with power and authority to
appoint all personnel of the district:
Provided, That the appointment of
personnel in the supervisory level shall be
subject to approval by the Board.
Cabagnot v. Civil Service Commission, G.R.
No 93511, June 3, 1993, 223 SCRA 59

“The power to appoint is essentially

discretionary. The only condition for its proper
exercise by the appointing authority is that the
appointee should possess the qualifications
required by law. The determination of who among
several candidates for a position possesses the
best qualifications rests solely on the appointing
authority who occupies the ideal vantage point
from which to identify and designate the individual
who can best fill the post and discharge its
functions.
Cabagnot v. Civil Service Commission, G.R.
No 93511, June 3, 1993, 223 SCRA 59

Once the discretion has been exercised, the CSC

cannot replace the appointee with an employee of
its choice whom it believes to be better qualified
because the power of the CSC is merely confined
to approving or disapproving appointments.
In other words, it is limited to the determination
of whether the appointee possesses the required
qualifications for the post. ”
 Appointments in the civil service shall be
made only according to merit and fitness to be
determined, as far as practicable, and, except to
positions which are policy-determining, primarily
confidential, or highly technical, by competitive
examination
- Sec. 2(2), B, Article IX, Philippine Constitution
Career Service – characterized by:

1) entrance based on merit and fitness to be

determined as far as practicable by competitive
examination, or based on highly technical
qualifications;
2) opportunity for advancement to higher career
positions; and

3) security of tenure
1) First Level - shall include clerical, trades, crafts
and custodial service positions which involve
non-professional or sub-professional work in a
non-supervisory capacity requiring less than 4
years of college studies.

2) Second Level – shall include professional,

technical and scientific positions which involve
professional, technical or scientific work in a non-
supervisory or supervisory capacity (requiring
at least four years of collegiate work), up to
Division Chief level;
3) Third Level – shall cover positions in the
Career Executive Service (CES) which
include:

Undersecretary, Asst. Secretary

Bureau Director, Regional D, ARD
Chief of Dept. Service & others
officers of equivalent rank as may be
identified by CESB, all of whom are
appointed by the President
Non-Career Service –

1) entrance on bases other than those of the

usual tests of merit and fitness utilized for the
career service; and

2) Tenure which is limited to a period specified by

law, or which is coterminous with that of the
appointing authority or subject to his pleasure,
or which is limited to the duration of a
particular project for which purpose
employment was made
Non-Career Service –

1) Elective officials and their personal or

confidential staff;
2) Secretaries and other officials of Cabinet rank
who hold their positions at the pleasure of the
President and their personal or confidential
staff
3) Chairman and members of commissions and
boards with fixed terms of office and their
personal or confidential staff
4) Contractual personnel
5) Emergency and seasonal personnel
• PERMANENT - issued to a person who
meets all the minimum qualification
requirements including among others:
education, experience, training and appropriate
eligibility
• TEMPORARY - issued to a person who
meets the education, experience and training,
but not the appropriate eligibility
• Issued for a period of not more than 12 months
and only in the absence of a qualified eligible
actually available
• SUBSTITUTE - issued to a person when
the regular incumbent of a position is
temporarily unable to perform the duties of
his position for at least three (3) months,
except in the case of teachers;
• Effective only until the return of the former
incumbent
• COTERMINOUS - Issued to a person
whose entrance and continuity in the service
is based on the trust and confidence of the
appointing authority or of the head of the
organizational unit where assigned.
• COTERMINOUS –

a) With the appointing authority

b) With the head of organizational unit
where assigned
c) With the incumbent
d) With the project
e) With the life span of the agency
• CONTRACTUAL–
• - issued to a person who shall undertake
a specific work or job for a limited period
not to exceed one year;
• - inclusive period covered by the
appointment should be indicated.

• CASUAL - issued only for essential and

necessary services where there are not
enough regular staff to meet the demands
of the service.
• Regular Permanent
– meets all the
requirements of the
position

• Provisional – except
eligibility

• Substitute-
temporary absence
of the incumbent
Original - Initial entry in the career
and non-career service
• First 6 months -probationary period;
appointee shall undergo a thorough
character investigation;
• May be dropped from service for
unsatisfactory service or want of
capacity, anytime before the
expiration of the probationary period.
Promotion - advancement of an employee
from 1 position to another

- with an increase in duties & responsibilities &

usually accompanied by an increase in salary

- may be from 1 department/agency to another or

from 1 organizational unit to another within the
same department/agency.
 Transfer
• Is the movement of employee from 1 position to
another which is of equivalent rank, level or salary
without break in the service involving the issuance of
an appointment.

• The transfer may be from 1 department to another or

from 1 organizational unit to another in the same
dept/agency.

• Movement from non-career to career service not

considered transfer.
Reemployment - reappointment of one
who has been previously appointed to a
position in the career or non-career service
but was separated as a result of:
reduction in force
reorganization
retirement
voluntary resignation
non-disciplinary actions
other modes of separation
- presupposes a gap in the service
Reappointment
 reissuance of appointment
Reorganization
Devolution
Salary standardization
Re-nationalization
Other similar events

 no gap in the service

 change of status from temporary to
permanent
 Reinstatement
- issued to a person who has, through no
delinquency or misconduct, been separated or
to one who has been exonerated of the
administrative charge

Renewal - subsequent appointment issued upon

expiration of the appointment:
•contractual
•casual
•temporary
 presupposes no gap in the service
Demotion
- movement from 1 position to another with
reduction in duties, responsibilities, status or
rank, which may or may not involve reduction
in salary
- written consent from demoted employee
- hiring rate for the class of position

Upgrading/Reclassification
 change in position title with
 increase in salary grade
 Other Movements

•Reassignment
•Job Rotation
•Detail
•Secondment
•Designation
Before Appointment is Issued

• Publication & posting of vacancies

• PSB screening-meeting the
Qualifications, as well as the
competencies (KSA) required of a
position
Qualification Standards

- selection of personnel
Appointees to career service positions must meet
the:

requirements prescribed in the Qualification Standards

Manual, unless otherwise determined by the
Commission.
Eligibility is not required for appointment
to casual, contractual, and coterminous
positions that are not primarily
confidential in nature but preference
should be given to civil service eligibles.
 MC 20, s2002 enjoins heads of agencies to
appoint eligibles to casual & contractual
However, if the duties positions
of the position involve:

the practice of a profession regulated by the

Philippine Bar/Board laws; and/or

require licenses such as those required for

positions listed under Category IV of MC
No. 11, s. 1996 (e.g. Drivers, Security Guards)

the corresponding professional license and/or

certificate of registration shall be required.
Relevant training refers to formal or
non-formal training courses such as:
Seminars, workshops & others

That will enhance one’s knowledge, skills,

capabilities, and attitude
and

enable the candidate to successfully

perform the duties and
responsibilities as indicated in the
PDF of the position to be filled.
 Relevant experience refers to:

- previous employment or jobs

- or volunteer work on a full time basis
in either the government or private sector

whose duties, as certified by the Human Resource

Management Officer or authorized officials of the
previous employer, are functionally related to the duties
in the Position Description Form of the position to be
filled.
• Services rendered pursuant to contract
of service and job orders are not
considered government services and are
not covered by civil service law and
rules but are covered by COA rules
1. Resignation
2. Dropping from the rolls
 Absences W/O Approved Leave
 Unsatisfactory or Poor Performance
 Physically and Mentally Unit
3. Dismissal
4. Other Modes - termination /expiration of
temporary appointment,
retirement, or death
•copy submitted to CSC for record purposes-
BENEFITS & PRIVILEGES

• Salary – Standardized
•ACA/PERA
•Step Increment
•Bonuses-13th month, performance, etc.
(CNA)
•Membership in organization e.g. Union
•Leave
 LEAVE OF ABSENCE

• Generally defined as a right granted to

officials and employees not to report for
work with or without pay as may be
provided by law and as the rules prescribe
• leave is exclusive of Saturdays, Sundays
and public holidays
Who are entitled?
• Appointive officials - whether permanent,
temporary, casual or contractual employees
• Elective officials - effective May 12, 1983
pursuant to Batas Pambansa 337 and Local
Government Code of 1991 (RA 7160)
The following officials are covered by special
laws:
• Justices of the Supreme Court, Court of Appeals and
Sandiganbayan;
• Judges of RTCs, Municipal Trial Courts, Metropolitan Trial
Courts, Court of Tax Appeals and Shari’a Circuit Court; and
Shari’a District Court
• Chairmen and Commissioners of Constitutional
Commissions;
• Filipino officers and employees in the Foreign Service;
• Faculty members of state universities and colleges pursuant
to Higher Education Modernization Act of 1997 (RA 8292);
• Other officials and employees covered by special laws.
Kinds of leave:
• Vacation Leave • Special Leave Privileges
• Forced/Mandatory • Rehabilitation Leave
Leave • Study Leave
• Sick Leave • Parental Leave
• Terminal Leave • Leave Privilege to Women
• Teachers’ Leave Victims of Violence
• Special Leave Benefits for
• Maternity Leave Women under RA#9710
• Paternity Leave (Magna Carta of Women)
Vacation Leave
• Definition: leave of absence granted to
officials and employees for personal
reasons, the approval of which is
contingent upon the necessities of the
service
• 15 days annually
Vacation Leave
Application
• 1 full day or more shall be submitted on
the prescribed form 5 days in advance,
whenever possible, of the effective date
of such leave
Approval
• contingent upon the needs of the service
• shall be at the discretion of the head of
department/agency
Forced/Mandatory Leave
• All officials and employees with 10 days or
more vacation leave credits shall be
required to go on vacation leave whether
continuous or intermittent for a minimum
of five (5) working days annually
• Elective officials exempted - MC 6, s. 2003
(written manifestation addressed to HRMO)
Forced/Mandatory Leave
• head of agency upon prior consultation
with the employees, prepare a staggered
schedule
• in the exigency of the service, previously
scheduled leave may be cancelled
• shall be forfeited if not taken during the
year (deducted from VL credits even if
employee did not actually go on leave)
Forced/Mandatory Leave
• retirement and resignation from the service
in a particular year without completing the
calendar year do not warrant forfeiture of
the corresponding leave credits, if concerned
employee opted not to avail
• > 10 days VL, shall have the option to go on
forced leave or not, however, those with VL
of 15 days who availed of monetization of 10
days shall still be required to go on forced
leave
Sick Leave
• Definition: leave of absence granted
only on account of sickness or disability
on the part of the employee concerned
or any member of his immediate family
• 15 days annually
• Immediate Family refers to the spouse,
children, parents, unmarried brothers
and sisters and any relative living under
the same roof or dependent upon the
employee for support
Sick Leave
Application
• 1 full day or more shall be made on
the prescribed form and shall be filed
immediately upon return from leave
• Notice of absence should be sent to
the immediate supervisor and/or to
the agency head
• SL in excess of 5 successive days
shall be accompanied by a proper
medical cert.
Sick Leave
Application
• may be applied for in advance in cases
employee will undergo medical
examination or operation or advised to
rest in view of ill health duly supported
by a medical certificate
• SL already taken not exceeding 5 days,
head may duly determine whether or not
granting is proper under the
circumstances. When in doubt, a
medical cert. may be required
Sick Leave
Approval
• SL shall be granted only on account of
sickness or disability of the employee or
IMF
• approval is mandatory provided proof of
sickness or disability is attached to the
application
• unreasonable delay in the approval
thereof or non-approval without
justifiable reason shall be a ground for
appropriate action against the official
concerned
Cumulation of Leave Credits
• Definition: incremental acquisition of
unused leave credits by an official or
employee

• any part of VL/SL not taken within the

calendar year may be carried over to the
succeeding years, without limitation as
to the number of days of VL/SL that may
be accumulated
Commutation of Leave Credits
• Definition: conversion of unused leave
credits to their corresponding money
value

e.g. Monetization
Terminal Leave
Monetization of Leave Credits
• Definition: payment in advance under
prescribed limits and subject to specified
terms and conditions of the money value
of leave credits of an employee upon his
request without actually going on leave.
Monetization of Leave Credits

• With 15 days vacation leave credits,

allowed to monetize a minimum of 10
days provided that at least 5 days is
retained after monetization and provided
further that a maximum of 30 days may
be monetized in a given year.
Monetization of 50% or more of accumulated
leave credits may be allowed for valid and
justifiable reasons such as:
• Health, medical and hospital needs of the
employee and the immediate members of the
family;
• Financial aid and assistance brought about by
force majeure events such as calamities,
typhoons etc, that affect the life, limb and
property of the employee and his family;
• Educational needs of employee and his
immediate family;
Monetization of 50% or more of accumulated
leave credits may be allowed for valid and
justifiable reasons such as:
• Payment of mortgages and loans which were
entered into for the benefit of employee and
immediate family;
• Extreme financial needs where the present sources
of income are not enough to fulfill basic needs such
as food, shelter & clothing; and
• Other analogous cases as may be determined by the
Commission
Monetization of Leave Credits
• monetization of 50% or more shall be
upon favorable recommendation of the
agency head; and
• subject to availability of funds.
Computation of Leave Monetization
(CSC MC No. 2, s. 2016)

Money Value of Monetized Leave equals:

1. Mo. Salary x No. of Days to be x Constant Factor

Monetized (.0481927)
Computation of the Constant Factor
365 = days in a year
104 = Saturdays & Sundays in a year
12 = Legal Holidays in a year (in accordance
with RA#9849)
12 = Months in a year

12 = 12 = .0481927
365-(104+12) 249
Terminal Leave
• Definition: money value of the total
accumulated leave credits of an
employee based on the highest salary
rate received prior to or upon
retirement date/voluntary separation
Terminal Leave
• applied for by an official or an employee
who intends to break his connection with his
employer
• requires as a condition sine qua non the
employee’s resignation, retirement or
separation from the service
Approval of Terminal Leave
• Application for terminal leave &
commutation of total VL & SL credits shall
be sent to the head of office concerned for
approval.
• Clearance from Ombudsman is no longer
required for processing & payment of TLB
as such clearance is needed only for
payment of retirement benefits (amended by
CSC MC#41, s. 1998)
Payment of Terminal Leave
• Commutation of leave credits is without
limitation and regardless of the period when
these credits were earned
• request for payment of terminal leave
benefits must be brought within 10 years
from the time the right of action accrues
upon an obligation created by law
Computation of Terminal Leave

TLB = S x D x CF
Where: TLB = Terminal Leave Benefits
S = Highest monthly salary received
D = No. of accumulated VL/SL credits
CF = Constant factor is .0481927

e.g. VL/SL = 171 days; Salary as Nurse II (SG-12)–P20,651;

Compute TLB.

TLB = P170,183.90
Teachers’ Leave
• teachers shall not be entitled to the usual
vacation and sick leave credits but to
proportional vacation pay (PVP) of 70 days
of summer vacation plus 14 days of
Christmas vacation.
• continuous service in a school year without
incurring absences without pay of not more
than 1-1/2 days shall be entitled to 84 days
of PVP
• teachers who are designated to perform non-
teaching functions and who render the same
hours of service as other employees shall be
entitled to vacation and sick leave
• teachers who transferred to the non-teaching
service or who resigned from government
service 10 days before the close of the school
year is entitled to PVP, provided that service
will not be prejudiced and he/she fulfills
his/her responsibilities and obligations
Vacation Service Credits of Teachers
• Definition: leave credits earned by public
school teachers for services rendered
during summer or Christmas vacation, as
authorized by proper authority.
• These credits are used to offset their
absences due to illness or to offset
proportional deduction in vacation salary
due to absences for personal reasons or
late appointment
Vacation Service Credits of Teachers

• manner by which service credits may be

earned by teachers is subject to the
guidelines issued by the Department of
Education (e.g. services during registration
and election days)
Conversion of Vacation Service Credits

• teachers and other school personnel on the

teachers’ leave basis who resigned, retired,
or are separated from the service through
no fault of their own on or after January 16,
1986 shall be paid the money value of their
unused vacation service credits converted
to vacation and sick leave
Conversion of Vacation Service Credits to
VL/SL credits
• Formula:

Vacation & Sick Leave = 30Y / 69

Where: 30 = Number of days in a month
Y = Total no. of teacher’s service credits
69 = 58 days of summer vacation plus
11 days of Christmas vacation
Conversion of Vacation Service Credits to
VL/SL credits

Vacation & Sick Leave = 30Y / 69

Example: Ms. Cruz retired from the service with 250 VSC,
how many VL/SL shall be paid to her?

VL/SL = 30 (Y) / 69
= 30 (250) / 69
= 7,500 / 69
= 108.69
= 54.34 vacation leave credits
54.34 sick leave credits
Conversely, formula in the conversion of
VL/SL credits to vacation service credits is:

VL + SL
Y = ------------- x 69
30
Other Leave Benefits of Teachers
• other leave benefits of teachers covered
under RA#4670 (Magna Carta for Public
School Teachers:
– study leave (Sec.24) – after 7 years in
service
– indefinite sick leave (Sec.25)– shall be
granted to teachers when the nature of
the illness demands a long treatment
that will exceed one year at the least.
• teachers who are designated to perform
non-teaching functions and who render
the same hours of service as other
employees shall be entitled to vacation
and sick leave
Maternity Leave

• Definition: refers to leave of absence granted

to female government employees legally
entitled thereto in addition to vacation and
sick leave. The primary intent or purpose of
granting maternity leave is to extend
working mothers some measure of financial
help and to provide her a period of rest and
recuperation in connection with her
pregnancy
Maternity Leave
• Every woman in the government service who
has rendered an aggregate of two (2) or more
years of service shall, in addition to the
vacation and sick leave granted to her, be
entitled to maternity leave of sixty (60)
calendar days with full pay
Maternity Leave

• > 1 year - 60 days with half pay

• 1 year or more but less than 2 years -

60 days with payment in proportion to
length of service
Maternity Leave

• Formula:

y Where:
x = the no. of days to be paid
X = ------- y = the no. of days in the service
12 12 = ratio of 60 days to 2 years
Maternity Leave
• Example 1: 1 year and 6 months
540
y x = ------
X = ------- 12
12
x = 45 days
(60 days ML with 45 days pay)

• Example 2: 1 year and 8 months

50 days
Maternity Leave
• cannot be deferred but should be availed of
either before or after the actual period of
delivery in a continuous and uninterrupted
manner
• shall be granted in every instance of
pregnancy irrespective of its frequency
• Pregnancy refers to the period between
conception and delivery or birth of a child.
• For purposes of ML, miscarriage is within the
period of pregnancy.
Maternity Leave
• may be granted even if delivery occurs not
more than 15 calendar days after the
termination of employee’s service as her
right thereto had already accrued
• can still be availed even if employee is on
an extended leave of absence without pay
• still entitled even if employee has a
pending administrative case
Maternity Leave
• A female employee may be allowed to report
back to duty before the expiration of her
maternity leave.
Requirement: Medical Certificate that she is
physically fit to assume the duties of her
position
• may receive both the benefits granted under
the ML law and the salary for actual services
rendered effective the day she reports for work
Maternity Leave
• Formula: actual services rendered
Monthly Salary Rate
Salary = ------------------ x Actual No. of Days Worked
22 days

• Case: ML is February 29 to April 28, 2016.

Employee reported for work on April 4, 2016.
How much is the salary for actual services
rendered if monthly salary is P20,651.00?
P20,651
Salary= 22 days x 19 days = P17,834.95
Paternity Leave
• Definition: privilege granted to a married male
employee allowing him not to report for work
for seven (7) days while continuing to earn the
compensation therefor, on the condition that
his legitimate spouse has delivered a child or
suffered a miscarriage, for purposes of enabling
him to effectively lend care and support to his
wife before, during and after childbirth as the
case may be and assist in caring for his newborn
child
Paternity Leave

• Every married male employee is entitled to

paternity leave of seven (7) working days for
the first four (4) deliveries of his legitimate
spouse with whom he is cohabiting
• The first of the four deliveries shall be
reckoned from the effectivity of the
Paternity Leave Act on July 15, 1996
Paternity Leave

• With < 1 legal spouse - entitled to avail for

an absolute maximum of 4 deliveries
regardless of whichever spouse gives birth
• non-cumulative and strictly non-
convertible to cash
Paternity Leave

• may be enjoyed either in a continuous or

in an intermittent manner on the days
immediately before, during & after
childbirth or miscarriage of his legitimate
spouse. Said leave shall be availed of not
later than 60 days after the date of the
child’s delivery (CSC MC#01, s. 2016)
Maternity/Paternity
Leave Benefits to
Adoptive Parents
• Pursuant to Section 34 of the IRR of RA 8552
(Domestic Adoption Act of 1998) & CSC
Resolution No. 020515 dated April 10, 2002
• intent of the grant is to provide an opportunity
for the child and the adoptive parents to
develop a bonding similar to that between the
biological child and his/her parents
Maternity/Paternity Leave Benefits
to Adoptive Parents

• accompanied by an authenticated
copy of the PRE-ADOPTIVE
PLACEMENT AUTHORITY issued by
the DSWD if the leave of absence
will be availed before the grant of
the petition for adoption
• after grant: DECREE OF ADOPTION
issued by the proper court
Maternity/Paternity Leave Benefits
to Adoptive Parents
• Leave of absence shall be available to
adoptive parents only once during the
whole adoption process, provided adopted
child is below 7 years old as of:
« the date the child is placed with the
adoptive parents through the Pre-
Adoptive Placement Authority; or
« the date the application for maternity or
paternity leave is made
Special Leave Privileges

• Definition: refers to leave of absence which

officials and employees may avail of for a
maximum of three (3) days annually over
and above the vacation, sick, maternity and
paternity leaves to mark personal milestones
and/or attend to filial and domestic
responsibilities.
Special Leave Privileges

• In addition to VL, SL, maternity and

paternity leave, officials and employees
with or without existing CNA, except
teachers and those covered by special
leave laws, are entitled to three (3) days
special leave privileges in a year.
Special Leave Privileges
• Personal Milestones: birthdays, wedding,
wedding anniversaries, death
anniversaries
• Parental Obligations: attendance to school
programs, PTA meetings, graduations -
where a child of employee is involved
• Filial Obligations: employee’s moral
obligation toward his parents and siblings
Special Leave Privileges
• Domestic emergencies: urgent repairs,
absence of a yaya/maid
• Personal Transactions: entire range of
transactions with government and private
offices
• Calamity, accident and hospitalization leave
Special Leave Privileges
• may still avail of b-day/anniversary
leave even if such occasion falls on
either a Saturday, Sunday or Holiday,
either before or after the occasion
• can avail of 1 special leave privilege for 3
days or a combination of any of the
leaves for maximum of 3 days in a given
year
Special Leave Privileges
• non-cumulative and strictly non-
convertible to cash
• employee must seek approval of leave
one week prior to its availment,except in
emergency cases
 Rehabilitation Leave
CSC-DBM Joint Circular #01, s. 2015
(Amendment to Section 3.2 of CSC-DBM Joint Circular
No. 1, s. 2006 Guidelines for Availing of the
Rehabilitation Privilege)

• On account of wounds or injuries

incurred while in the performance of
official duties.
 Rehabilitation Leave
(CSC-DBM Joint Circular No. 1, s. 2015)
• Performance of duty means situations wherein
the official or employee is already at work.
• The same privilege may be extended to officials
or employees in situations where he/she meets
an accident while engaged in activities inherent
to the performance of his/her duties, including
being on OB outside of his/her work station,
Official Travel, authorized OT, Detail Order, &
Special Assignment Order.
Rehabilitation Leave
• Injuries from accidents that occurred while going
to work & going home from work may be
considered sustained while in the performance of
official duties.

• Agency heads, in the exercise of sound discretion,

shall examine & consider the prevailing or
circumstantial factors/conditions of the govt.
official or employee who intends to avail
himself/herself of the Rehabilitation Privilege.
Rehabilitation Leave
• These may include, but shall not be limited
to, the ffg:
– Established intent on the part of the official
or employee in going to work from home
or going home from work;
– The official or employee is in his/her usual
route in going to work from home and
going home from work;
 Rehabilitation Leave
• These may include, but shall not be limited to, the
ffg:
– Reasonable proximity of the accident to the place
of work or agency’s premises; and
– Wound or injuries were sustained within
reasonable time from leaving his/her home or
recorded departure from the place of work.
* Other rightfully established evidence to merit the
entitlement of an official or employee to
Rehabilitation Privilege may be considered.
Rehabilitation Leave
• For a maximum period of six (6) months.

• The duration, frequency & terms of availing of the

privilege shall be based on the recommendation of
medical authority, may be on a half-time basis or
on an intermittent schedule as determined by
medical authorities but cumulative total period
should not exceed six (6) months.
 Rehabilitation Leave
• Illness or sickness resulting from or
aggravated by working conditions or the
environment cannot be a basis for availing of
the Rehabilitation Leave even if the same may
be compensable under the law & regulations
of the ECC.
• Officials & employees availing of the RL do not
earn & accumulate VL & SL credits
 Rehabilitation Leave
• Absence of employee during period of
disability shall be on full pay, except
allowances & benefits that are enjoyed
based on the actual performance of
duties of positions (e.g.RATA);

• Absence shall not be charged against

sick leave or vacation leave.
Rehabilitation Leave
• Claimants of RL benefits are entitled to
reimbursement of first-aid (basic medical
treatment immediately given to the patient)
expenses (preferably in govt.facilities);
• Reimbursement subject to availability of
funds & shall not exceed P5,000 unless
expenditures beyond said amount are
necessary as certified by medical authorities
& approved by head of agency.
Rehabilitation Leave
Application
• Shall be made through a letter;
• supported by relevant reports (police report, if any, &
medical certificate on the nature of the injuries, the
course of treatment involved & the need to undergo
rest, recuperation & rehabilitation, as the case may be;
• Should be made within one (1) week from the time of
the accident, except when a longer period is warranted;
• Application may be made for the injured employee by a
member of his/her immediate family;
Rehabilitation Leave
• Written concurrence of a govt. physician
should be obtained relative to the
recommendation for rehabilitation if
attending physician is a private practitioner,
particularly on the duration of the period of
rehabilitation.
 Ten (10)-Day Leave Privilege to Victims of Violence
(CSC Res#051206 w/c took effect on Oct. 20, 2005)

• Leave grant is pursuant to Republic Act 9262

(Anti-Violence Against Women & Their Children)
Violence against women & their children refers to “any act
or series of acts committed by any person against a
woman who is his wife, former wife, or against a
woman with whom the person has or had a sexual
relationship, or with whom he has a common child, or
against her child whether legitimate or illegitimate,
within or without the family abode, which result in or
is likely to result in physical, sexual, psychological or
economic abuse including threats, assault, coercion,
harassment or arbitrary deprivation of liberty”
 Ten (10)-Day Leave Privilege to Victims of Violence
(CSC Res#051206 w/c took effect on Oct. 20, 2005)

• Granted to women employees in the government

who are victims of violence or whose child below
18 yrs. or above 18 years but unable to take care
of himself/herself, is a victim of violence;

• Privilege applies to women employees in

government regardless of employment status;

• May be availed of in a continuous or intermittent

manner to enable the employee to attend to
medical & legal concerns;
 Ten (10)-Day Leave Privilege to Victims of Violence
(CSC Res#051206 w/c took effect on Oct. 20, 2005)
• May be availed before the actual leave of absence or immediately
upon return from such leave;

• Leave application must be accompanied by any of the following

supporting documents:
a) Barangay Protection Order (BPO) obtained from the
barangay;
b) Temporary/Permanent Protection Order (TPO/PPO)
from the court;
c) If the protection order is not yet issued, a certification
issued by the Punong Barangay or Kagawad, or
prosecutor or the clerk of court that an application
for BPO, TPO, PPO has been filed.
 Special Leave Benefits for Women Under RA#9710
(Magna Carta of Women)
(CSC Res#1000432 dated November 22, 2010 w/c took
effect retroactively on September 15, 2009)
MC#25, s. 2010
Guidelines:
• Any female govt. employee regardless of age & civil
status, has rendered at least six (6) months aggregate
service in any or various govt. agencies for the last 12
mos. prior to undergoing surgery for gynecological
disorders, shall be entitled to a special leave for a
maximum of two months with full pay based on her
gross monthly salary.
Gynecological Disorders – disorders that would
require surgical procedures involving female
reproductive organs such as the vagina, cervix,
uterus, fallopian tubes, ovaries, breast, adnexa
and pelvic floor, as certified by a competent
physician.

• Gynecological Surgeries – to include

hysterectomy, ovariectomy, and
mastectomy
Guidelines:

• The special leave maybe availed for every

instance of gynecological disorder requiring
surgery, for a maximum period of two (2)
months per year.

• Availment shall be in accordance with the

provided List of Surgical Operations for
Gynecological Disorders which reflect among
others, the estimated periods of recuperation
from surgery.
 Guidelines:
• Other surgical operation for Gynecological
Disorders not found in the list may be allowed
subject to certification of a competent medical
authority.
• Earned leave credits may be used for preparatory
procedures &/or confinement prior to surgery.
• If period of recuperation after surgery exceeds
two months – SL.
• If SL is exhausted, VL credits may be used (Sec 56
of the Omnibus Rules on Leave)
• Non-cumulative & not convertible to cash.
Requirements:
1.Approved application form (CS Form#6)
2.Medical Cert filled out by the attending surgeon
accompanied by a clinical summary reflecting
the gynecological disorder which shall be
addressed or was addressed by the said
surgery and estimated period of recuperation.
3.Upon return, Med cert. –physically fit
Cumulation of Leave Credits
• Definition: incremental acquisition of
unused leave credits by an official or
employee

• any part of VL/SL not taken within the

calendar year may be carried over to the
succeeding years, without limitation as
to the number of days of VL/SL that may
be accumulated
Commutation of Leave Credits
• Definition: conversion of unused leave
credits to their corresponding money
value

e.g. Monetization
Terminal Leave
Monetization of Leave Credits
• Definition: payment in advance under
prescribed limits and subject to specified
terms and conditions of the money value
of leave credits of an employee upon his
request without actually going on leave.
Monetization of Leave Credits

• With 15 days vacation leave credits,

allowed to monetize a minimum of 10
days provided that at least 5 days is
retained after monetization and provided
further that a maximum of 30 days may
be monetized in a given year.
Monetization of 50% or more of accumulated
leave credits may be allowed for valid and
justifiable reasons such as:
• Health, medical and hospital needs of the
employee and the immediate members of the
family;
• Financial aid and assistance brought about by
force majeure events such as calamities,
typhoons etc, that affect the life, limb and
property of the employee and his family;
• Educational needs of employee and his
immediate family;
Monetization of 50% or more of accumulated
leave credits may be allowed for valid and
justifiable reasons such as:
• Payment of mortgages and loans which were
entered into for the benefit of employee and
immediate family;
• Extreme financial needs where the present sources
of income are not enough to fulfill basic needs such
as food, shelter & clothing; and
• Other analogous cases as may be determined by the
Commission
Monetization of Leave Credits
• monetization of 50% or more shall be
upon favorable recommendation of the
agency head; and
• subject to availability of funds.
 Computation of Leave Monetization
(CSC MC No. 2, s. 2016)

Money Value of Monetized Leave equals:

1. Mo. Salary x No. of Days to be x Constant Factor
Monetized (.0481927)
365= days in a year
104 = Saturdays & Sundays in a year
12 = legal holidays in a year (RA# 9849)
12 = months in a year

12 12
----------------------- = --------------------- = 0.0481927
365 - (104 + 12) 249
Terminal Leave
• Definition: money value of the total
accumulated leave credits of an
employee based on the highest salary
rate received prior to or upon
retirement date/voluntary separation
Terminal Leave
• applied for by an official or an employee
who intends to break his connection with his
employer
• requires as a condition sine qua non the
employee’s resignation, retirement or
separation from the service
Approval of Terminal Leave

• Application for terminal leave &

commutation of total VL & SL credits shall
be sent to the head of office concerned for
approval.
• Clearance from Ombudsman is no longer
required for processing & payment of TL as
such clearance is needed only for payment
of retirement benefits (amended by CSC
MC#41, s. 1998)
Payment of Terminal Leave
• Commutation of leave credits is without
limitation and regardless of the period when
these credits were earned
• request for payment of terminal leave
benefits must be brought within 10 years
from the time the right of action accrues
upon an obligation created by law
 Computation of Terminal Leave

TLB = S x D x CF
Where: TLB = Terminal Leave Benefits
S = Highest monthly salary received
D = No. of accumulated VL/SL credits
CF = Constant factor is .0481927

e.g. VL/SL = 171 days; Salary as Casual Nurse II (SG-12)–P18,333;

Present Salary as Nurse I (SG-11) – P17,099. Compute TLB.

TLB = P149,877.55
Policies on Leave of Absence
Transfer of Leave Credits
• when an employee transfers from one
government agency to another, he can either
have his accumulated vacation and/or sick
leave credits -
1) commuted; or
2) transferred to his new agency
Policies on Leave of Absence
Transfer of Leave Credits
• the second option can be exercised as a matter of right
only when employee does not have gaps in his service
• however, a gap of not more than 1 month may be
allowed if same is not due to his fault
• the option to transfer accumulated leave credits can
be exercised within 1 year only from employee’s
transfer to new agency
Policies on Leave of Absence

Transfer of Leave Credits

• not applicable to transfer of leave credits of
uniformed personnel from the military service
to the civilian service

Remedy when transfer is denied

• may claim the money value of leave credits
from the office where earned
Policies on Leave of Absence

Leave of Absence for 30 days or more

• application for leave of absence for 30 days or

more shall be accompanied by a clearance
from financial and property accountability
Policies on Leave of Absence

Period to Act on Leave Applications

• whenever application for leave is not acted by

the head of agency or his duly authorized
representative within 5 working days after
receipt thereof, the application for leave of
absence shall be deemed approved
Policies on Leave of Absence

Leave during probationary period

• employee still on probation may already avail
of whatever leave credits he has earned
during said period
• any leave of absence without pay incurred
during the period of probation shall extend
the completion thereof for the same number
of days of such absence
Policies on Leave of Absence

Commutation of salary prior to leave

• head of office may, in his discretion,
authorize the commutation of the salary that
would be received during the period of
vacation and sick leave
• he may direct its payment at the beginning of
such leave from the fund out of which the
salary would have been paid
Policies on Leave of Absence

Tardiness and Undertime

• deducted from vacation leave credits and
shall not be charged against sick leave credits
• unless undertime is for health reasons
supported by medical certificate and
application for leave
Policies on Leave of Absence

Effect of Unauthorized Leave

• Not entitled to receive his salary

corresponding to the period of his
unauthorized leave of absence.
• However, his leave of absence shall no longer
be deducted from his accumulated leave
credits, if there are any.
Policies on Leave of Absence

Absence Without Approved Leave (AWOL)

• continuous absence for at least 30 working
days: dropped from the rolls without prior
notice, shall be informed of separation not later
than 5 days from its effectivity
• > 30 workings days: Return-to-Work Order.
Failure to report within the period stated in the
order shall be a ground to drop from the rolls
Policies on Leave of Absence

Leave without pay

• All absences of an official or employee in
excess of his accumulated vacation or sick
leave credits earned shall be without pay.
• When an employee had already exhausted
his sick leave credits, he can use his vacation
leave credits but not vice versa.
LWOP; Salary; Formula: MC#8, s. 2014

Salary = No. of Days Paid Status x Monthly Salary

22 Days

Where number of days paid status refers to 22 days less number of

days without pay
e.g. Salary= 22-5 x P 24,887.00 =17 x P 24,887.00
22 22
= P 19,230.86
Policies on Leave of Absence

Leave without pay

• LWOP not exceeding 1 year may be granted
• in excess of 1 month, shall require clearance
of the proper head of department/agency
• if employee fails to report after expiration of
1 year leave, he/she shall be considered
automatically separated from the service
Policies on Leave of Absence

Leave without pay

• LWOP shall not be granted whenever an
employee has leave with pay to his credit, except
in the case of secondment
• seconded employee shall be on LWOP from his
mother agency & during such period, he may
earn leave credits which is commutable
immediately and payable by the receiving agency
Policies on Leave of Absence

Status of employee on leave

• While incumbent is on vacation or sick leave
with or without pay, his position is not vacant.
During the period of such leave therefore, only
substitute appointment can be made to such
position.
Policies on Leave of Absence
Employees on Extension of Service
(CSC Res. #040229 - 03/05/04)
• entitled to 15 days vacation and 15 days sick
leave annually subject to the ff conditions:
©credits earned are non-commutative, thus, may not
be converted to corresponding money value
©non-cumulative - unused leave credits within the CY
may not be carried over to succeeding years
©EO 1077 (Forced Leave) and other leave laws/rules
are applicable insofar as not inconsistent above
Policies on Leave of Absence

Employees on Extension of Service

• a person appointed to a coterminous/confidential
position who reaches the age of 65 is considered
automatically extended in the service until the
expiry date of his/her appointment or until his/her
services are earlier terminated
• also entitled to sick leave and vacation leave
credits subject to the rules provided
Policies on Leave of Absence

Effect of vacation LWOP on Step Increment

• approved vacation LWOP not exceeding 15 days
shall not interrupt continuity of 3 years service
requirement
• in excess of 15 days, the grant of step increment
will only be delayed for the same number of
days that an official or employee was absent
without pay
Policies on Leave of Absence

Effect of pending administrative case:

• not barred from enjoying leave privileges

Effect of decision in admin case:

• those penalized with dismissal from the service,
likewise not barred from entitlement to terminal
leave
• accrued leave credits/terminal leave are
considered as earned salaries of employees
Policies on Leave of Absence

Effect of exoneration from criminal/admin case:

• previously dismissed from the service but who
were later exonerated and thereafter
reinstated, are entitled to leave credits during
the period out of the service
Policies on Leave of Absence

Cause for disciplinary action:

• Any violation of the leave laws, rules or
regulations, or any misrepresentation or deception
in connection with an application for leave, shall
be a ground for disciplinary action
 Summary of Leave Privileges:
Type of Leave # of days/ Cumulative Commutative
months
Vacation Leave 15 days / /

Sick leave 15 days / /

Maternity 60 days X X
Leave
Paternity Leave 7 days X X

Forced Leave 5 days - -

 Summary of Leave Privileges:
Type of Leave # of days/ Cumulative Commutative
months
Teachers’ Leave 84 days - -
(PVP)
Special leave 3 days X X

Rehabilitation 6 months - -
Leave (maximum)
Study Leave 6/4 months - -

Parental Leave 7 days X X

(Solo Parents)
 Summary of Leave Privileges:
Type of Leave # of days/ Cumulative Commutative
months
Leave Privilege to 10 days X X
Women Victim of
Violence
Leave Privilege 2 months X X
under the Magna (maximum)
Carta for Women
 MC # 16, s. 2010
(Policy on Undertime)
CSC Res#101357 dated July 6, 2010 resolves Undertime as not
classified as Tardiness:

Guidelines:
• 1. Undertime, regardless of the number of minutes/hours, ten
(10) times a month for at least 2x in a semester.
• 2. Undertime, regardless of the number of minutes/hours, ten
(10) times a month for at least two (2) consecutive months
during the year.

• Liability: Simple Misconduct and/or Conduct Prejudicial to

the Best Interest of the Service, as the case may be.
Simple Misconduct

Penalties:
1st Offense – Suspension 1 mo 1 day to 6 mos.
2nd Offense – Dismissal

Conduct Prejudicial to the Best Interest of the

Service
Penalties:
1st Offense – Suspension (6 mos. 1 day to 1 yr.)
2nd Offense – Dismissal
 MC # 17, s. 2010
(Policy on Half day Absence)
• CSC Res#101358 dated July 6, 2010

Guidelines:
• Absence in the morning = Tardiness (subject
to the provisions on Habitual Tardiness)

• Absence in the afternoon = Undertime

 MC # 23, s. 1998
(Reprimand as the Penalty for First Offense in Habitual
Tardiness)

c) Violation of reasonable office rules and regulations which

shall include Habitual Tardiness
1st offense - Reprimand

2nd offense - Suspension for one (1) day to thirty

(30) days

3rd offense - Dismissal

Section 9:

Off-setting of tardiness or absences by

working for an equivalent number of
minutes or hours by which an officer or
employee has been tardy or absent,
beyond the regular or approved working
hours of the employees concerned,
shall not be allowed.
Section 10:

When the interest of the public service so

requires, the daily hours of work for officers
and employees may be extended by the
head of the agency concerned, which
extension shall be fixed in accordance with
the nature of work: Provided, that work in
excess of eight (8) hours must be properly
compensated.
 Compensatory Time Off
CIVIL SERVICE COMMISSION
DEPARTMENT OF BUDGET AND MANAGEMENT
JOINT CIRCULAR No. 2, series of 2004
Dated October 4, 2004

Non-Monetary Remuneration for Overtime Services Rendered

Purpose:
To provide a uniform policy on the availment of compensatory time-
off, in lieu of overtime pay.

Coverage:

It shall cover incumbents of positions of chiefs of division and

below under permanent, temporary or casual status, and contractual
personnel whose employment is in the nature of a regular employee.
Compensatory Time-off

Exemption:
This Circular does not cover the following government
personnel
1. those occupying positions whose ranks are
higher than chiefs of division;
2. those appointed to positions in the Career
Executive Service (CES);
3. elective officials; and
4. military and uniformed personnel
Definition of Terms:

Compensatory Overtime Credits (COC)

refers to the accrued number of hours an employee
earns as a result of services rendered beyond regular
working hours, and/or those rendered on Saturdays,
Sundays, Holidays or scheduled days off without the benefit
of overtime pay.

Compensatory Time-Off (CTO)

refers to the number of hours or day an employee is
excused from reporting for work with full pay and benefits. It
is a non-monetary benefit provided o an employee in lieu of
overtime pay.
 Guidelines:

•Employees are required to render forty (40) hours

of work in a week, subject to the work schedule
adopted by the agency. In the exigency of the
service employees may be required to render
services beyond regular working hours.

•The head of Office shall determine the need for

overtime services. In this regard, the office
concerned shall issue an office order specifying
the date and time for rendition of overtime, and its
purpose.
 Computation of COC’s

The COC is expressed in number of hours, computed as follows:

For overtime services rendered on weekdays or scheduled
work days:
COC = number of hours of overtime service x 1.0

For overtime services rendered on weekends, holidays or

schedules days off:
COC = number of hours of overtime services x 1.5
 Accrual and Use of COCs
•Each employee may accrue not more than forty (40) hours of
COCs in a month. In no instance, however, shall the unexpended
balance exceed one hundred twenty hours (120).

•The COCs should be used as time-off within the year these are
earned. The unutilized COC should not be earned over in the
ensuing year, hence, are non-cumulative.
•The COCs shall be considered as official time for the following
purpose:
•Compliance with compensation rules relative to the
entitlement to PERA, ACA, year-end benefits and other
benefits received on a regular basis, and
•Computation of service hours for entitlement to sick and
vacation leave credits, and step increment due to length of
service.
Limitation on the Use of COC

•The COC cannot be used to offset undertime/s or

tardiness incurred by the employee during regular
working days.
•The COC earned cannot be converted to cash,
hence, are non-commutative

•The COC will not be added to the regular leave

credits of the employee. Hence, it is not part of
the accumulated leave credits that is paid out to
the employee.
 Effect on Personnel Movement

• In case of resignation, retirement, or separation

from the service, the unutilized COCs are deemed
forfeited.
• In case of detail, secondment or transfer to
another agency, the COCs earned in one agency cannot
be transferred to another agency, nor could the
employee receive the monetary equivalent thereof.

• In case of promotion, except when promoted to a

position not qualified to received overtime pay under
previous issuances, the employee will retain his or her
accrued COC.
Issuance of Certificate of COC

An employee who has earned COC

shall be granted a Certificate of COC
earned duly approved and signed by the
Head of Office. The certificate indicates the
number of hours of earned COC by the
employee in a month. The certificate would
be issued at the end of each month.
 Certificate of COC Earned
This certificate certifies Mr./Ms. _______________ to

_________________ of the Compensatory Overtime Credits.

(number of hours)

_____________________
( Head of Office)

Date Issued______________
Valid Until: December 31, 200__
No. of Hours Remaining Remarks
Date of Used
Earned COCs
CTO COCs COCs
Beginning
Balance

Approved by: Claimed:

Head of Office HRMO

Date _______________ Date__________________

 Availment of CTO:
• The CTO may be availed of in blocks of four (4) or
eight (8) hours. Agencies adopting alternative work
schedules should make parallel adjustments in the
availment blocks, tantamount to either a half or full day
leave from work.

• The employee may use the CTO continuously up

to a maximum of five (5) consecutive days per single
availment or on staggered basis within the year.
 The employee must first obtain approval from
the head of the agency/authorized official
regarding the schedule of availment of CTO. The
management shall accommodate, to the extent
practicable, all applications for availment of CTO
at the time requested by the employee In the
exigency of the service, however, the schedule
may be recalled and subsequently rescheduled by
the Head of the Office/authorized official within the
year.
CSC-DBM Joint Circular No. 2-A, s. 2005 (Amendments
to CSC-DBM Joint Circular #2, s. 2004)

Section 5.5.2 The COCs should be used as time-off

within the year these are earned until the
immediately succeeding year. Thereafter, any
unutilized COCs are deemed forfeited.
 Paragraph 2 and 3 of the
CSC Resolution No. 81-1277
Muslim Working Hours during the Month of Ramadan
(Including Fridays)
“2. During ‘Ramadan’ the Fasting month (30
days) of Muslims, the Civil Service official time of
8:00 am to 12:00 noon and 1:00pm to 5:00pm is
hereby modified to 7:30 A.M. to 3:30 P.M. without
noon break, and the difference of 2 hours is not
counted as undertime”

“3. During Friday, the Muslim pray day, Muslims

are excused from work 10:00 o’clock in the
morning to 2:00 o'clock in the afternoon.”
DUTIES & RESPONSIBILITIES

•Performance
•Punctuality & Attendance
•Attitude- adherence to RA 6713 &
RA9485 (ARTA of 2007)
 A c c o u n t a b il it y o f P u b l ic O f f ic e r s

S e c t io n 1 . P u b lic o ff ic e is a p u b lic tr u s t . P u b lic

o ff ic e r s a n d e m p lo y e e s m u s t a t a ll t im e s b e
a c c o u n ta b le to t h e p e o p le , s e r v e th e m w ith u tm o s t
r e s p o n s ib ilit y , in t e g r it y , lo y a lt y , a n d e f fic ie n c y , a c t
w ith p a t r io t is m a n d ju s tic e , a n d le a d m o d e s t liv e s .
 DUTIES & RESPONSIBILITIES
Adherence to RA 6713 (Code of Conduct
& Ethical Standards for Public Officials and
Employees)

An act establishing a Code of Conduct and Ethical

Standards for Public Officials and Employees, to
uphold the time-honored principles of public office
being a public trust, granting incentives and rewards
for exemplary service, enumerating prohibited acts
and transactions and providing penalties for
violations thereof and for other purposes.
Approved on Feb. 20, 1989
Took Effect on March 25, 1989
 Coverage
• All officials and employees in the government-
elective and appointive, permanent or
temporary, whether in the career or non-
career service, including military and police
personnel, whether or not they receive
compensation regardless of amount.
(a)COMMITMENT TO PUBLIC INTEREST –
Public officials and employees shall always
uphold the public interest over and above
personal interest. xxx xxx.

(b) PROFESSIONALISM – Public officials and

employees shall perform and discharge their
duties with the highest degree of excellence,
professionalism, intelligence and skill. xxx
xxx.
5 Dimensions of Professionalism (5s)
 5 Dimensions to Professionalism:
1. Specialized Knowledge
- technology
- know-how and know-what in doing best a job.

2. Skills
– knowledge
kn translated in the quality of our work;
- putting into practice the specialized knowledge

3. Standards
- Ruler of our work; those which measure the quality of
our work
• INTERNAL – values of the person
• EXTERNAL – are those set by those other than the individual
4. Spirit
– refers to the esprit d’ corps which is shared by
people who have something in common;
teamwork

5. Supportive Environment
- Licensure examinations - government’s support
to certain professionals which results in status.
- Position Title - provides sense of recognition.
- Organization Rewards for performance
- Monetary & Non-Monetary benefits
(c)JUSTNESS AND SINCERITY – Public officials
and employees shall remain true to the people at all
times. xxx xxx.
(d) POLITICAL NEUTRALITY – Public officials
and employees shall provide service to anyone
without unfair discrimination and regardless of
party affiliations or preference.
(e) RESPONSIVENESS TO THE PUBLIC –
Public officials and employees shall extend
prompt, courteous, and efficient service to the
public. xxx xxx.
(f) NATIONALISM AND PATRIOTISM –
Public officials and employees shall at all times be loyal
to the Republic and to the Filipino people, promote the
use of locally-produced goods, resources and
technology and encourage appreciation and pride of
county and people. xxx
(g) COMMITMENT TO DEMOCRACY –
Public officials and employees shall commit themselves
to the democratic way of life and values, maintain the
principle of public accountability, and manifest by
deeds the supremacy of civilian authority over the
military. xxx
(h) SIMPLE LIVING – Public officials and
employees and their families shall lead
modest lives appropriate to their positions
and income. xxx
Duties of Public Officials & Employees

1. Act promptly on letters and requests

2. Submit annual performance reports
3. Process documents and papers expeditiously
4. Act immediately on the public’s personal transactions
5. Make documents accessible to the public
 OFFICER Right
Authority
Privileges
Duty
EMPLOYEE Responsibility

MALFEASANCE
MISFEASANCE
ACCOUNTABLE
ULTRA VIRES
LIABLE
CULPABLE
NON FEASANCE Administratively
(omission)
Malfeasance – Performance of some act that is
wrongful
Misfeasance – Performance of a lawful act in an
unlawful or culpable manner
Ultra Vires – Performance of an act in excess of
one’s legal authority

Non-feasance – Omission or Non-performance of official

power, authority, functions, duties or responsibilities
required by law
 Public Disclosure
Statement of Assets Liabilities and Net Worth
(SALN)
• Contents:
– Real Property –improvements, acquisition cost,
assessed value & current fair market value
– Personal Properties and acquisition cost
– All financial liabilities
– Business interests and financial connections
– Relatives in government service
 When to File
• - within 30 days after assumption of office,
statement of which must be reckoned as of
first day of service;
• -on or before April 20 of every year
thereafter, statement of which must be
reckoned as of the end of the preceding
year; and
• - within 30 days after separation from the
service, statement of which must be
reckoned as of last day of office.
 PROHIBITED ACTS & TRANSACTIONS

• 1. Public officials and employees shall not,

directly or indirectly, have any financial or
material interest in any transaction requiring the
approval of their office.

– e.g. Supply officer using his official position to gain

undue advantage over others
 PROHIBITED ACTS & TRANSACTIONS

• 2. During their incumbency shall not own,

control, manage or accept employment as
officer, employee, consultant, counsel,
broker, agent, trustee or nominee in any
private enterprise regulated, supervised or
licensed by their office unless expressly
allowed by law.

– e.g. CPA in BIR accepted bookkeeping jobs in a factory owned by a

Chinese businessman who has a pending transaction with their office
 PROHIBITED ACTS & TRANSACTIONS
• 3. Engage in the private practice of their
profession unless authorized by the
Constitution or law, provided that such
practice will not conflict or tend to conflict
with their official functions.
– E.g. Medical Doctor

• 4. Recommend any person to any position in a private

enterprise which has a regular or pending official transaction
with their office.

– e.g. POEA employee assigned in the issuance of licenses of

recruitment agencies.
 PROHIBITED ACTS & TRANSACTIONS
• 5. Use or divulge confidential or classified information
officially known to them by reason of their office and shall
not make them available to the public, either to:
– a.) further their private interests;
– b.) give undue advantage to anyone; or
– c.) to prejudice the public interest.

6. Solicit or accept, directly or indirectly, any gift, gratuity,

favor, entertainment, loan or anything of monetary
value from any person in the course of their official
duties or in connection with any operation being
regulated by, or any transaction which may be affected
by the functions of their office.
 PROHIBITED ACTS & TRANSACTIONS
• 7. Obtain or use any statement filed under this Act for:
– a) any purpose contrary to morals or public policy and
– b) any commercial purpose other than by news and
communication media for dissemination to the general
public.
– e.g. SALN
• 8. Indulge in extravagant or ostentatious display of wealth
in any form.
• 9. Display ill or bad manners. – e.g. Ang Magalang Bow,
ARTA (RA#9485)
• 10. Withhold information – simple or non-confidential
information e.g. statistics, biddings, contracts, vacancies
Adherence to RA 9485 –
“Anti-Red Tape Act of 2007”
Approved on June 2, 2007

AN ACT TO IMPROVE EFFICIENCY IN

THE DELIVERY OF GOVERNMENT
SERVICE TO THE PUBLIC BY REDUCING
BUREAUCRATIC RED TAPE,
PREVENTING GRAFT AND
CORRUPTION, AND PROVIDING
PENALTIES THEREFOR.
 Coverage
• All government offices and agencies including
local government units and government-
owned or controlled corporations that provide
frontline services.

• Those performing judicial, quasi-judicial and

legislative functions are excluded from the
coverage of the Act, however, their respective
frontline services are deemed included.
Frontline Services include those services:

1. With regular face – to – face

interaction with the public;

2. Which are highly demanded or

highly needed;

3. Which receive the most number

of complaints; or

4. Which have immediate impact to

the public/community.
• “Citizen’s Charter”

An official document, a service standard, or a

pledge, that communicates, in simple terms,
information on the services provided by the
government to its citizens.

It describes the step-by –step procedure for

availing a particular service, and the guaranteed
performance that they may expect for that
service.
 The Citizen’s Charter shall include:
a) Vision & Mission
b) Frontline services offered, & clientele
c) Step-by-step procedure
d) Officer or employee responsible for each step
e) Maximum time to conclude the process
f) Document (s) to be presented by client
g) Amount of Fees, if necessary
h) Procedure for filing complaints with contact details
i) Allowable period for extension due to unusual
circumstances
j) Feedback mechanisms, contact numbers /persons
• “ Action “
the written approval or disapproval made by a
government office/agency on the application
or request submitted by a client for
processing.
• “Simple Transactions”

• refers to requests or applications which only require

ministerial actions on the part of the public officer or
employee, or
• that which present only inconsequential issues for
resolution by an officer or employee of said
government office.
• Action within 5 days
• “Complex Transactions”

Refers to requests or applications submitted by

clients of a government office which necessitate the
use of discretion in the resolution of complicated
issues by an officer or employee of said government
office, such transaction to be determined by the
office concerned.

- action within 10 days

Requirements under ARTA:
- easy to read ID card which should be worn
during office hours.
- PACD
- NO noon break policy
- special/priority lanes (PWD, pregnant, senior
citizens)
 Disciplinary Action
1. The following shall constitute violations of the Act and
its Rules:
a ) LIGHT OFFENSE

1) Refusal to accept application and/or request within

the prescribed period or any document being
submitted by a client;
2) Failure to act on an application and/or request or
failure to refer back to the client a request which
cannot be acted upon due to lack of requirements
within the prescribed period;
3) Failure to attend to clients who are within the
premises of the office or agency concerned prior to
end of official working hours and during lunch
break;

4) Failure to render frontline services, within the

prescribed period, on an application and/or
request without due cause;

5) Failure to give the client a written notice on the

disapproval of an application or request; and

6) Imposition of additional irrelevant requirements

other than those listed in the CC.
• PENALTIES
– 1ST Offense : 30 days suspension without pay
and mandatory attendance in Values
Orientation Program;

– 2nd Offense: 3 months suspension without

pay;

– 3rd Offense: Dismissal & perpetual

disqualification from public service.
b) GRAVE OFFENSE
Fixing and/or collusion with fixers in
consideration of economic and/or other
gain or advantage.

PENALTY: Dismissal and perpetual

disqualification from public service.
• “Fixer”
- any individual whether or not officially
involved in the operation of a government office
or agency;

- who has access to people working therein and

whether or not in collusion with them; and

- facilitates speedy completion of transactions

for pecuniary gain or any other advantage or
consideration.
Fixers shall suffer the penalty of

*imprisonment not exceeding 6 years

or
*a fine not less than P20,000.00 but not
more than P200,000.00
or
*both fine and imprisonment at the
discretion of the court.
4. The CSC and the Office of the
Ombudsman shall have administrative
jurisdiction over non-presidential
appointees.

Office of the Ombudsman and PAGC shall

have administrative jurisdiction over
presidential appointees.
 SANCTIONS/PENALTIES

(3), Section 2, B, Article IX

Security of Tenure
No officer or employee of the civil service shall be removed or suspended
except for cause provided by law.
 Administrative discipline is the mechanism by which
public servants are either recognized or made answerable for
omissions or acts committed while in office, in relation to laws,
rules, regulations and public policy, prescribing their duties
and responsibilities: Provided, That due process of law and the
protection of the rights to security of tenure are made
paramount in the pursuit of any disciplinary action.
Grave Offenses = Dismissal (8) Receiving for personal use of a
fee, gift or other valuable thing
(1) Serious Dishonesty; in the course of official duties
(2) Gross Neglect of Duty; or in connection therewith
when such fee, gift or other
(3) Grave Misconduct; valuable thing is given by any
(4) Being Notoriously person in the hope or
Undesirable; expectation of receiving a favor
or better treatment than that
(5) Conviction of a crime accorded to other persons, or
involving moral turpitude; committing acts punishable
(6) Falsification of official under the anti-graft laws;
document; (9)Contracting loans of money or
(7) Physical or mental other property from persons
incapacity or disability due with whom the office of the
to immoral or vicious employee has business
habits; relations;
Grave Offenses = Dismissal
(10) Soliciting or accepting directly or indirectly, any gift, gratuity,
favor, entertainment, loan or anything of monetary value…
(11) Nepotism; and
(12) Disloyalty to the Republic of the Philippines and to the Filipino
people.

Grave Offenses = 1st offense = suspension 6mos & 1dayto 1 year

= 2nd offense = dismissal
(1) Less serious dishonesty;
(2) Oppression;
(3) Disgraceful and immoral conduct;
Grave offenses = 1st - suspension /2nd - dismissal
(4) Inefficiency and incompetence in the performance of official
duties (Demotion)
(5) Frequent unauthorized absences, or tardiness in reporting for
duty, loafing from duty during regular office hours;
(6) Refusal to perform official duty;
(7) Gross Insubordination;
(8) Conduct prejudicial to the best interest of the service;
(9)Directly or indirectly having financial and material interest in any
transaction requiring the approval of his/her office.
(10) 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/her office, unless expressly allowed by law;
Grave offenses = 1st - suspension /2nd - dismissal

(11) Disclosing or misusing confidential or classified information

officially known to you by reason of your office to further your
private interest or give undue advantage to anyone, or to
prejudice public service;
(12) Obtaining or using any statement filed under the RA6713 for
any purpose contrary to morals or public policy…
(13) Recommending any person to any position in a private
enterprise which has a regular or pending official transaction
with your office, unless such recommendation or referral is
mandated by law or international agreements, commitment and
obligation, or as part of the function of your office.
 Grounds for Disciplinary Action
• Less Grave Offenses
1st - suspension of 1 month & 1 day up to 6 months
2nd –dismissal from the service
(1)Simple Neglect of Duty;
(2) Simple Misconduct;
(3) Discourtesy in the course of official duties;
(4) Violation of existing CS Law & Rules of serious nature;
(5) Insubordination;
(6) Habitual Drunkenness;
(7) Unfair discrimination in rendering public service due to party
affiliation or preference;
(8) Failure to file sworn statement of assets, liabilities and net worth,
and disclosure of business interest & financial connections
including those of their spouses & unmarried children under 18
years of age living in their households;
 Grounds for Disciplinary Action
• Less Grave Offenses
(9) Failure to resign from your position in the private business
enterprise within 30 days from assumption of public office ,when
conflict of interest arises, and/or failure to divest yourself of your
shareholdings or interest in private business enterprise within 60
days from assumption of public office, when conflict of interest
arises;
(10) Engaging directly or indirectly in partisan political activities by
one holding non-political office;

(11) Simple Dishonesty = 1st – suspension 1 month & 1 day to 6 mos.

2nd – suspension 6 mos & 1 day to 1 year
3rd – dismissal from the service
Light Offenses = 1st –Reprimand
2nd – suspension 1 to 30 days
3rd – dismissal from the service
(1) Simple discourtesy in the course of official duties;
(2) Improper or unauthorized solicitation of contributions from
subordinate employees or by teachers or school officials
from school children;
(3) Violation of reasonable office rules and regulations;
(4) Frequent unauthorized tardiness (Habitual Tardiness)
(5) Gambling prohibited by law;
(6) Refusal to render overtime services;
(7) Disgraceful, immoral or dishonest conduct prior to entering
the service;
(8) Borrowing money by superior officers from subordinates;
(9) Willful failure to pay just debts or willful failure to pay taxes due to
the government;
a. Claims adjudicated by a court of law, or
b. Claims the existence and justness of which are admitted by
the debtor.
(10) Lobbying for personal interest or gain in legislative halls and
offices without authority;
(11) Promoting the sale of tickets in behalf of private enterprises that
are not intended for charitable or public welfare purposes and
even in the latter cases if there is no prior authority; and
(1) Republic Act No. 3019 as amended, otherwise known
as the “Anti-Graft and Corrupt Practices Act”;

(2) Republic Act No. 1379 on the unlawful acquisition of

property by a public officer or employee;

(3) Republic Act No. 6713, otherwise known as the “Code

of Conduct and Ethical Standards for Public Officials
and Employees”;

(4) Presidential Decree No. 46 making it punishable for

public officials and employees to receive gifts on any
occasion, including Christmas; and

(5) Any provision under Title Seven, Book Two of the

Revised Penal Code.
 The Alphabet of Public Service
• A – Averting and avoiding negative bureaucratic
behavior; acting with concern and dispatch.
• B – Bias for excellence and superior performance.
• C – capability-building, competence, commitment
and consistency in service delivery.
• D – Dedication and pride in one’s work,
democratic participation in decision-making &
problem-solving.
• E – Efficiency, economy and enthusiasm for the
improvement of frontline services.
 Alphabet of Public Service
• F – Focus on result/s and quality
• G – Giving and sharing one’s best with co-
workers, clients and with the public.
• H – Honesty, humility, and harmony in all
dealings with the public
• I – Initiative, innovations/creativity in
problem-solving.
• J – Just and fair/courteous treatment to clients.
• K – Keeping oneself healthy and fit
(developing self-esteem).
• L – Living modest lives.
 Alphabet of Public Service
• M – Modelling proper, mature, and
professional behavior at all times.
• N – No compromise on work ethics, ideals, and
personal values.
• O – Objective review of work accomplishments
and deficiencies with the view to improve
further one’s performance.
• P – Productive use of time and government
resources; People-centered management.
• Q – Quality improvement of one’s competence.
• R – Responsibility shared and properly
exercised.
 Alphabet of Public Service
• S – Sensitivity to client’s needs; serving to satisfy
• T – Teamwork and team spirit in program
implementation.
• U – Understanding public expectations/ opinions
including organizational changes and demands.
• V – Vigilance against graft and corruption; values
reorientation.
• W – Watching-out for better ideas/ suggestions;
wasting not time nor resources.
• Y – Yes to positive action, character-building,
career development and professionalism.
• Z – Zeal for nation-building and attainment of
• organization’s mission and goals.
 DECALOGUE OF DEED

Before you LEAP -LOOK

Before you TAKE -GIVE
Before you SPEND -EARN
Before you CRITICIZE -WAIT
Before you SPEAK -THINK
Before you WRITE -PONDER
Before you CONCLUDE -CONSIDER
Before you INVEST -INVESTIGATE
Before you QUIT - TRY ONCE MORE
Before you BECOME USELESS - RENDER SERVICE
 CIVIL SERVANT
(SERVICE PROVIDER)

Learns how to voice the accepted everyday expression of

courtesy and consideration, such as: What can I do for you?, Can I be of
help?, I beg your pardon, Sir!" , "please", thank you, "I'm sorry", forgive
me".

This will eliminate destructive friction in our associations with

clients. These are little words with big meanings. Every civil servant can
say them properly. It will cost us nothing, but with them we buy friends
and public acceptance.

` A civil service is a two-way relation, between civil servant and

government client. Henceforth, a delicate machine whose parts are in
close contact with one another. Only expert lubrication can keep it in
smooth running order. Knowing how to be helpful, courteous, pleasant,
and polite will go a long way toward making civil service very fulfilling
and rewarding.
Thank
You