The Civil Service Commission (Filipino: Komisyon sa Serbisyo Sibil, abbreviated as CSC) is one of the three Constitutional Commissions of the Philippines with responsibility over the civil service. It is tasked with overseeing the integrity of government actions and processes. The commission was founded in 1900 through Act No. 5 of the Philippine Commission and was made a bureau in 1905. The Civil Service Commission (CSC) is the central personnel agency of the Philippine government responsible for the policies, plans, and programs concerning all civil service employees.
It has 16 regional offices throughout the country.
The other two Constitutional Commissions are the Commission on Elections and Commission on Audit.
Contents
Members
The 1987 Constitution staggered the terms of the members of the Constitutional Commissions. Of the first appointees, the Chairman would serve seven years (1st line), a Commissioner would serve five years (2nd line), and another Commissioner would serve three years (3rd line). Term refers to a fixed period, while tenure refers to the actual period that a person held office.
The names of the first members of the CSC from 1987 to 2000 were mentioned in the 2000 Supreme Court case Gaminde v. Commission on Audit; some notably served longer than their prescribed terms, that is from February 2 of the calendar year of when their terms started, then ending seven years thereafter; most served an exact seven years, or from the day they were appointed, ending seven years later. This practice ended in 2000 with the court's decision.
Current composition
Ariel G. Ronquillo
Judith Dongallo-Chicano
Hiro Masuda
Career Executive Service Board
Pursuant to Executive Order No. 891, s. 2010 the Career Executive Service Board (CESB) is mandated to promulgate rules, standards and procedures on the selection, classification, compensation and career development of members of the Career Executive Service. In Eugenio vs. Civil Service Commission, G.R. No. 115863, March 31, 1995, the Supreme Court recognized the existence, mandate and authority of the CESB over third level positions, and its autonomy from the Civil Service Commission (CSC)."
Organizational structure
Office of the Chairman
Office of the Commissioners
Office of the Assistant Commissioners
Office of the Executive Director
Commission Secretariat and Liaison Office
Office for Legal Affairs
Examination, Recruitment, and Placement Office
Office for Human Resource Management and Development
Civil Service Institute
Office for Strategy Management
Internal Audit Service
Human Resource Policies and Standards Office
Integrated Records Management Office
Human Resource Relations Office
Office for Financial and Assets Management
Public Assistance and Information Office
Publications
Philippines. Civil Service Board (1906). Annual Report of the Philippine Civil Service Board to the Civil Governor of the Philippine Islands, Issue 5. Contributors United States. Philippine Commission (1900–1916), United States. Bureau of Insular Affairs. Bureau of Public Printing. ISBN 9715501680. Retrieved April 24, 2014. {{cite book}}: ISBN / Date incompatibility (help)
Examinations
The CSC is tasked to generate roster of eligibles through these examinations:
Career Service Examination (Professional and Sub-Professional)
Career Service Examination for Foreign Service Officer (CSE-FSO)
Fire Officer Examination (FOE)
Penology Officer Examination (POE)
Basic Competency on Local Treasury Examination (BCLTE)
Intermediate Competency on Local Treasury Examination (ICLTE)
Pre-employment Test
Promotional Test
Ethics-Oriented Personality Test (EOPT)
Digital Transformation Initiatives
In April 2024, the Civil Service Commission (CSC) launched its digital transformation strategy in partnership with the Asian Development Bank (ADB). The collaboration provides technical assistance focused on assessing ICT resources, developing a digital strategy and governance framework, and building the digital capacity of CSC personnel. Implemented with the support of Ernst & Young (EY), the project is designed to strengthen efficiency, transparency, and data-driven human resource management within the civil service over a two-and-a-half-year period.