Presidential Decree 807

Executive Order 292

 Classifications of employees in the public service
 Appointment and Resumption to Office
 The classifications of employees in the
public service
PD 807 EO 292
 Career Service  Career Service
- Career service Professional  Non-career Service
- Career service Sub-professional  Career Executive Service
- Career Executive Service  Exempt Service
 Non-career Service  Foreign Service
 Honorific and Confidential
Positions
Presidential Decree 807
“Civil Service Decree of the
Philippines”
The Career Service shall be characterized by
(1) entrance based on merit and fitness to be
determined as far as practicable by competitive
examinations, or based on highly technical
qualifications;
(2) opportunity for advancement to higher career
positions; and
(3)security of tenure.
 Career Service
 Professional - This sub-classification includes
positions that require at least a bachelor's degree
for eligibility. It encompasses a wide range of
positions at different levels of government service.
 Sub-professional – Positions in this sub-
classification typically require at least two years of
college education for eligibility. These positions may
be more entry-level in nature compared to Career
Service Professional positions.
 Career Executive Service - This service includes
positions in the executive branch requiring the
highest degree of excellence, professionalism,
integrity, and competence. It is composed of the
Career Executive Service Officers (CESOs) who
occupy high-level positions in the government.
 Classes of Positions in the Career Service

Classes of positions in the career service appointment

to which requires examinations shall be grouped into
three major level as follows:

1. The first level shall include clerical, trades, crafts,

and custodial service positions which involve non-
professional or subprofessional work in a non-
supervisory or supervisory capacity requiring less
than four years of collegiate studies;
2. The 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 college work up to Division Chief level;
and

3. The third level shall cover positions in the Career

Executive Service.
(b) Except as herein otherwise provided, entrance to the first
two levels shall be through competitive examinations, which
shall be open to those inside and outside the service who
meet the minimum qualification requirements. Entrance to a
higher level does not require previous qualification in the
lower level. Entrance to the third level shall be prescribed by
the Career Executive Service Board.

(c) Within the same level, no civil service examination shall

be required for promotion to a higher position in one or more
related occupational groups. A candidate for promotion
should, however, have previously passed the examination for
that level.
The Non-Career Service shall be characterized by
(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
 Subordinate - These are positions that involve
clerical, trades, crafts, and custodial work. They are
typically lower in rank and have fewer qualifications
compared to career service positions.
 Coterminous - Coterminous employees serve at
the pleasure of appointing authorities and their
tenure is tied to the official who appointed them.
They often hold managerial or executive positions.
 Casual - Casual employees are hired for short-term,
irregular, or seasonal work. Their employment is
usually temporary and not subject to civil service
rules.
 Contractual - Contractual employees are hired for
specific projects or fixed terms under contract
arrangements. They may be engaged for expertise or
services not available within the regular workforce.
 Temporary - Temporary employees are appointed to
perform specific tasks or duties for a limited period,
often during peak workloads or for special projects.
 Honorific and Confidential Positions
- These positions are usually occupied by
individuals appointed by the President and
involve duties that are personal or highly
confidential in nature.
Executive Order 292
“Administrative Code of 1987”
 Exempt Service
- This category includes positions that are exempt
from the rules and regulations governing the
Career and Non-Career Services. These positions
are usually highly specialized and may involve
unique qualifications.

 Foreign Service
- Employees in this category are assigned to
Philippine embassies, consulates, and foreign
missions abroad.
APPOINTMENT AND
RESUMPTION TO
OFFICE
An appointment typically refers to the act of officially
selecting and designating someone to a specific
position, role, or job.

The term "appointment" implies that a person has

been chosen or assigned for a specific purpose or role,
and it often comes with certain expectations and
responsibilities.
Here is an overview of the appointment process
according to PD 807 and EO 292:
Selection and Recommendation
- Before an appointment can be made, a candidate
must go through the selection process, which includes
eligibility screening, interviews, written examinations,
and other assessments. The candidate is typically
recommended for appointment based on their
performance in these assessments.
Here is an overview of the appointment process
according to PD 807 and EO 292:
Eligibility and Qualifications
- Candidates must meet the eligibility and
qualification requirements specified for the particular
position. These requirements may include educational
attainment, professional licenses, relevant work
experience, and civil service eligibility.
Here is an overview of the appointment process
according to PD 807 and EO 292:
Approval and Authority
- The authority responsible for making the
appointment varies depending on the position and level
within the government hierarchy. For higher-level
positions, such as department heads or agency heads,
appointments may require approval from higher-ranking
officials, such as the President or a department secretary.
Here is an overview of the appointment process
according to PD 807 and EO 292:
Appointment Document
- Once the selection and approval process is
completed, an official appointment document is issued.
This document outlines the terms and conditions of the
appointment, including the job title, salary grade,
appointment status (e.g., regular or temporary), and other
relevant details.
Here is an overview of the appointment process
according to PD 807 and EO 292:
Oath of Office
- The appointee is required to take an oath of office.
This oath signifies their commitment to uphold the duties
and responsibilities of their government position faithfully
and in accordance with the law.
Here is an overview of the appointment process
according to PD 807 and EO 292:
Probationary Period
-Many government employees, especially those in
regular positions, are subject to a probationary period
after their appointment. During this period, their
performance is closely monitored, and they must
demonstrate their fitness for the position.
- Probationary periods can vary in duration but
typically last six months to one year.
Here is an overview of the appointment process
according to PD 807 and EO 292:
Confirmation and Regularization
-If the employee's performance during the
probationary period is satisfactory, they may be confirmed
in their position. Confirmation signifies the transition from
probationary status to regular employment, offering
greater job security and access to benefits.
Here is an overview of the appointment process
according to PD 807 and EO 292:
Job Security and Benefits
- Regular employees in the government enjoy
greater job security and benefits compared to temporary
or contractual employees. They are entitled to various
benefits, including health insurance, retirement plans,
leave benefits (e.g., vacation and sick leave), and other
perks.
Here is an overview of the appointment process
according to PD 807 and EO 292:
Merit-based System
- Throughout the appointment process, PD 807 and
EO 292 emphasize the importance of a merit-based
system, which means that appointments should be based
on qualifications, competence, and performance rather
than political considerations or favoritism.
 TYPES OF
APPOINTMENTS
 TYPES OF APPOINTMENTS
 Permanent Appointment
- This is a long-term appointment granted to an individual
who has successfully completed the probationary period
and has met all the requirements for the position. A
permanent appointment provides job security and
entitlement to civil service benefits.
 TYPES OF APPOINTMENTS
 Temporary Appointment
- A temporary appointment is made for a limited duration
and may be used when the position needs to be filled
temporarily, often due to the absence of a permanent
employee. Temporary appointees are not entitled to the
same benefits as permanent employees.
 TYPES OF APPOINTMENTS
 Provisional Appointment
- A provisional appointment is made to fill a vacant position
for which there is no appropriate eligible list. It is typically a
temporary appointment that is made until a permanent
appointee is selected through a regular process.
 TYPES OF APPOINTMENTS
 Co-Terminus Appointment
-In a co-terminus appointment, an employee's tenure is
directly linked to the term of a particular office or the
specific project for which they were hired. When the term of
that office or project ends, the employee's appointment
also terminates, irrespective of the employee's original
employment status.
 TYPES OF APPOINTMENTS
 Contractual Appointment
- Contractual appointments are made for positions that
require specialized skills or services. These appointments
are based on fixed-term contracts, often used for
consultants or experts.
 TYPES OF APPOINTMENTS
 Part-Time or Job Order Appointment
- This type of appointment is for employees who work on a
part-time or intermittent basis, usually for specific tasks or
assignments. They typically do not receive the same
benefits as full-time employees.
 TYPES OF APPOINTMENTS
 Reappointment
- When a person has previously held a position in the
government service, they may be reappointed to the same
or a similar position, provided they meet the necessary
qualifications.
 TYPES OF APPOINTMENTS
 Reemployment
- Reemployment appointments are given to former
government employees who are returning to government
service after a break or retirement. They may have their
previous service credited.
 TYPES OF APPOINTMENTS
 Promotion
- Promotion appointments are made when a government
employee is elevated to a higher-level position due to merit
or performance. They often involve salary increases and
greater responsibilities.
 TYPES OF APPOINTMENTS
 Transfer
- When an employee is moved from one position to
another, or from one location to another within the same
government agency or to another agency, a transfer
appointment may be issued.
RESUMPTION
TO OFFICE
"Resumption" refers to the act of starting something
again after a pause, break, or interruption. It means to
continue or begin again after a temporary stoppage or a
period of inactivity.
 Resumption to Office process according to
PD 807 and EO 292:
 Leave Policies
- PD 807 and EO 292 do establish guidelines for various
types of leave, such as vacation leave, sick leave,
maternity leave, and special leave, among others.
Employees are entitled to these leaves under specific
circumstances, and the rules regarding the granting and
utilization of leave are outlined in these laws.
 Resumption to Office process according to
PD 807 and EO 292:
 Notification and Request for Leave
- When an employee needs to take leave, they are
generally required to formally notify their immediate
supervisor or department head in advance. They
typically submit a written request for leave, specifying
the type of leave, duration, and reasons for taking leave.
 Resumption to Office process according to
PD 807 and EO 292:
 Approval of Leave
- The granting of leave is subject to approval by the
employer or appropriate authority. In the case of
government agencies, the request for leave is usually
approved or denied by the department head or
supervisor.
 Resumption to Office process according to
PD 807 and EO 292:
 Return to Work
- When the approved leave period expires, the
employee is expected to return to work on the specified
date. They should notify their supervisor of their return
and confirm the resumption of their duties.
 Resumption to Office process according to
PD 807 and EO 292:
 Medical Certificates
- In cases of medical leave or sick leave, employees may
be required to provide a medical certificate or doctor's note
to support their request for leave and their subsequent
return to work. This certificate typically verifies their fitness
to resume work
 Resumption to Office process according to
PD 807 and EO 292:
 Probationary Period and Performance Review
- In some cases, if an employee is still within their
probationary period at the time of their return to work,
their performance may continue to be closely monitored
during this period. The probationary period is a trial
period for new employees, and their performance is
assessed for suitability.
 Resumption to Office process according to
PD 807 and EO 292:

 Documentation and Record-Keeping

- Employers, including government agencies, are
usually responsible for maintaining records of employee
leaves and their return to work. Proper documentation
ensures compliance with leave policies and labor laws.