Article 94p. 94

ADMINISTRATIVE CODE AND LAW OF PUBLIC OFFICERS TEXT AND RULES

(a)

Enforce

Civil

Service

law

and

rules,

policies,

standards

on

personnel

management

within

their

respective jurisdiction;

(b)

Provide

technical

advice

and

assistance

to

government offices and agencies regarding personnel

administration; and

(c) Perform such other functions as may be delegated

by the Commission.

SECTION 17. Organizational Structure . — Each office

of the Commission shall be headed by a Director with at

least one (1) Assistant Director, and may have such

divisions as are necessary to carry out their respective

functions. As an independent constitutional body, the

Commission may effect changes in the organization as

the need arises.

CHAPTER 4 Interdepartment Relations

SECTION 18. Civil Service Assistance to Departments

and Agencies . — Each Secretary or head of office,

agency, government-owned or controlled corporation

with original charter and local government shall be

responsible for personnel administration in his office

which shall be in accordance with the provision relating

to civil service embodied in the Constitution, this Title and

the

rules,

principles,

standards,

guidelines

and

regulations established by the Commission. The Civil

Service Commission shall, whenever it deems it in the

interest

of

the

public

service,

organize

in

each

department,

office,

agency,

government-owned

or

controlled

corporation,

and

provincial

and

city

government a Civil Service Staff which shall be headed by

an

officer

of

the

Commission.

The

necessary

staff

personnel and office facilities and equipment shall be

provided

by

the

department,

government-owned or

controlled corporation or local government where the

staff is established but the Commission may augment

these with its own. The staff shall serve as the principal

liaison between the Civil Service and the Department

concerned

and

shall

perform

the

following

specific

functions and those functions which may hereafter be

assigned to it by the Commission:

(1)

Provide

technical

assistance

in

all

aspects

of

personnel management;

(2)

Monitor

and

audit

periodically

the

personnel

practices and performance of the Department or agency

concerned

as

well

as

those

of

public

officers

and

employees thereat;

(3) Determine agency compliance with Civil Service

Law and rules; and

(4) In the performance of these functions, the staff

shall

welcome

and

receive

from

the

public

any

suggestions, observations and complaints pertaining to

the conduct of public officers and employees.

In the performance of their functions, the units so

organized shall avail of the technical assistance and

guidelines of the Civil Service Commission.

SECTION 19. Council of Personnel Officers . — There

shall be a Council of Personnel Officers to be composed

of chief personnel officers of the different executive

departments

and

of

agencies

with the category of

department that the Chairman of the Commission shall

select for membership. Except for its Executive Officer

who shall be designated by the Chairman from among

the appropriate officials in the Civil Service Commission,

the Council is authorized to elect such other officers from

among its members and to fix its own rules or procedures

concerning attendance at meetings, approval of policy

declaration, and other business matters. Provisions for

necessary facilities and clerical assistance for the Council

shall be made in the annual budget of the Commission.

The Council shall have the following functions:

(1) Offer advice, upon request of the Secretary of a

Department

or

the

Commission,

in

developing

constructive

policies,

standards,

procedures,

and

programs

as

well

as

on

matters

relating

to

the

improvement of personnel methods and to the solution

of

personnel

problems

confronting

the

various

departments and agencies of the government;

(2) Promote among the departments and agencies,

through study and discussion, uniform and consistent

interpretation and application of personnel policies; and

(3) Serve as a clearing house of information and

stimulate the use of methods of personnel management

that will contribute most to good government.

SECTION

20.

Inspection

and

Audit .

—

The

Commission, through its designated representatives, shall

conduct a periodic inspection and audit of the personnel

management

program

of

each department, agency,

province or city, in order to: (a) determine compliance

with the Civil Service law, rules and standards; (b) review

discharge of delegated authority; (c) make an adequate

evaluation

of

the

progress

made

and

problems

encountered in the conduct of the merit system in the

national and local governments; (d) give advice and

provide assistance in developing constructive policies,

standards

and

procedures,

and

(e)

stimulate

improvement in all areas of personnel management.

Periodic inspection and audit will include an appraisal

of

personnel

management

operations

and

activities

relative to: (a) formulation and issuance of personnel

policy; (b) recruitment and selection of employees; (c)

personnel action and employment status; (d) career and

employee

development;

(e)

performance

evaluation

system; (f) employee suggestions and incentive award; (g)

employee

relations

and

services;

(h)

discipline;

(i)

personnel

records

and

reporting;

and

(j)

programs

evaluation.

CHAPTER 5 Personnel Policies and Standards

SECTION

21.

Recruitment

and

Selection

of

Employees .

—

(1)

Opportunity

for

government

employment shall be open to all qualified citizens and

positive

efforts

shall be exerted to attract the best

qualified to enter the service. Employees shall be selected

on the basis of fitness to perform the duties and assume

the responsibilities of the positions.

(2) When a vacancy occurs in a position in the first

level of the Career Service as defined in Section 8, the

employees in the department who occupy the next lower

positions in the occupational group under which the

vacant position is classified, and in other functionally

related occupational groups and who are competent,

qualified and with the appropriate civil service eligibility

shall be considered for promotion.

(3) When a vacancy occurs in a position in the second

level of the Career Service as defined in Section 8, the

employees in the government service who occupy the

next lower positions in the occupational group under

which the vacant position is classified and in other

functionally related occupational groups and who are

competent,

qualified

and

with

the

appropriate

civil

service eligibility shall be considered for promotion.

(4) For purposes of this Section, each department or

agency shall evolve its own screening process, which may

include tests of fitness, in accordance with standards and

guidelines set by the Commission. Promotion boards

shall

be

formed to formulate criteria for evaluation,

conduct

tests

or

interviews,

and

make

systematic

assessment of training experience.

(5) If the vacancy is not filled by promotion as provided

herein the same shall be filled by transfer of present

employees in the government service, by reinstatement,

by

re-employment

of

persons

separated

through

reduction in force, or by appointment of persons with the

civil service eligibility appropriate to the positions.

(6) A qualified next-in-rank employee shall have the

right to appeal initially to the Secretaries or heads of

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