GROUP 3 Bureaucracy, The Civil Service, and Personnel
GROUP 3 Bureaucracy, The Civil Service, and Personnel
GROUP 3 Bureaucracy, The Civil Service, and Personnel
· It runs the administration of the state according to the policies and laws of the
government political executive. Upon the qualities and efficiency of
bureaucracy depends the quality and efficiency of the state administration. It,
however, works under the leadership and control of the Political Executive.
· The terms bureaucracy, civil service, public servants, public service, civil servants,
government service, government servants, officials of government, officials,
permanent executive and non-political executive are used to describe all such persons
who carry out the day to day administration of the state. The terms Bureaucracy’ and
‘Civil Service’ are popularly used as synonyms.
ORGANIZATION OF BUREAUCRACY
1. Department - The first important organizational units of bureaucracy or big government is the
department. A government department or ministry refers to an administrative unit over which a
minister exercises direct management control. It is usually structured as a formal hierarchy and often
established by a statue.
2. Divisions - The second organizational unit comprises the divisions, sections or bureaus into
which departments are divided. These are operating units of the department or government which
are responsible to the ministers but often with considerable autonomy in practice.
3. Non- Department Public Body - The third unit is the non-departmental public body that
“operates at one or more entities that is semi-independent from the government, in an attempt to
provide management flexibility and political independence. Sometimes called quangos or the quasi
non- governmental organizations.
DYNAMICS OF MODERN BUREAUCRACY
—Max Weber
DEVELOPMENT OF CIVIL SERVICE IN THE PHILIPPINES
· The civil service system in the Philippines was formally established under Public Law No. 5
("An Act for the Establishment and Maintenance of Our Efficient and Honest Civil Service in
the Philippine Island") in 1900 by the Second Philippine Commission.
· A Civil Service Board was created composed of a Chairman, a Secretary and a Chief Examiner.
The Board administered civil service examinations and set standards for appointment in
government service.
· It was reorganized into a Bureau in 1905.
· In 1975, Presidential Decree No. 807 (The Civil Service Decree of the Philippines) redefined the
role of the Commission as the central personnel agency of government.
· The Code essentially reiterates existing principles and policies in the administration of the
bureaucracy and recognizes, for the first time, the right of government employees to self-
organization and collective negotiations under the framework of the 1987 Constitution.
CIVIL SERVICE SYSTEM
· The Civil Service Commission (CSC) is the central personnel agency of the Philippine
government. One of the three independent constitutional commissions with adjudicative
responsibility in the national government structure, it is also tasked to render final arbitration
on disputes and personnel actions on Civil Service matters.
· The civil service refers to the body of employees in any government including all employees of
the government general. It covers the Congress, the Judiciary, and the Executive Department.
Thus, it embraces all branches, subdivisions, instrumentalities, and agencies of the government,
including government-owned or controlled corporations with original charters. It is basically the
workforce of the state in the Philippines, the administration of civil service is provided in this
legal framework.
CIVIL SERVICE SYSTEM
Philippine Civil Service Commission Specific Functions
1. Leading and initiating the professionalization of the civil service
· Career Executive Service, namely: department secretary, under sectary, bureau director,
assistant bureau director, regional director and other offices or ranks as identified by the
Career Executive Service board:
CATEGORY OF CIVIL SERVICE
CAREER SERVICE
· Closed career positions which are scientific and highly technical in nature these include
the faculty members of state and colleges and universities, scientific and technical
positions among others.
· Commissioned officers and enlisted men of the Armed Forces, which shall maintain a
separate merit system.
POSITIONS EXEMPT FORM EXAMINATIONS
CAREER SERVICE
1. Bar/Board Eligibility
2. Barangay Health Worker Eligibility
3. Barangay Nutrition Scholar Eligibility
4. Barangay Official Eligibility
5. Electronic Data Processing Specialist Eligibility
6. Foreign School Honor Graduate Eligibility
7. Honor Graduate Eligibility
8. Sanggunian Member Eligibility
9. Scientific and Technological Specialist Eligibility
10. Skill Eligibility
11. Veteran Preference Rating Eligibility
RECRUITMENTS & APPOINTMENT IN CIVI SERVICE
- Each department or agency may, after consultation with the Commission, establish
and use one or more performance evaluation plans appropriate to the various groups of positions in
the department or agency concerned. No performance evaluation shall be given, or used as a basis for
personnel action, except under an approved performance evaluation plan: Provided, That each
employee shall be informed periodically by his supervisor of his performance evaluation. (Section 33,
Book V, E.O. 292)
PROMOTION & PERFORMANCE EVALUATION
Rule VII of the Omnibus Rules Implementing Book V of Executive Order No.292 and other Pertinent
Civil Service Laws provides the policies on career and personnel development in government.
• Every official and employee of the government is an assets or resource to be valued, developed
and utilized in the delivery of basic services to the public.
• Every department or agency shall therefore establish a continuing program for career and
personnel development for all agency personnel at all levels
• Each department or agency shall prepare a career and personnel development plan which shall be
integrated into a national plan by the Commission.
• Each department or agency should have a human resource development office created or a staff
assigned solely for the purpose of attending to the agency’s human resource development function.
• Every department or agency is mandated to ensure that each agency personnel shall have
undergone at least on planned human resource development intervention during the year.
PERSONNEL TRAINING & DEVELOPMENT
• Induction Program
• Orientation Program
• Re-orientation Program
• Professional/Technical/Scientific Programs
• Employee Development Program
• Middle Management Development Program
• Values Development Program
SOME ISSUES & CONCERNS IN THE PHILIPPINE
CIVIL SERVICE
(1.) The bureaucracy does not set its own directions and functions as an adjunct or a
subordinate of the political branches of government.
(2.) The operational behavior of the bureaucracy largely adheres to the old-fashioned top-
down approach.
(3.) Civil servants primarily see themselves as individuals employed by the organizations
they serve, rather than as members of an institution dedicated to giving service to the
people.
(4.) Political influence and the "spoils" system continue to hold sway in appointments to
senior and other key career positions.
SOME ISSUES & CONCERNS IN THE PHILIPPINE
CIVIL SERVICE
(5.) While the professionalization of the bureaucracy has established some minimum
qualification standards for appointment, value dimensions have yet to be
factored into the system.
(6.) Information technology is driving many attempts of improving systems and procedures in
the workplace but these have to be coupled with sustained and purposive effort toward
continuous improvement and innovation.
(7.) The bias for strict regulation in service dispensation has not been replaced by a paradigm
of assistance and development orientation.
(8.) Government's compensation system needs to be rationalized to attract and to retain the
best and brightest in the bureaucracy.
SOME ISSUES & CONCERNS IN THE PHILIPPINE
CIVIL SERVICE
The Attrition Law: Rightsizing the Bureaucracy - The Lateral Attrition Law, or Republic
Act 9335, was enacted in 2005 with the aim of boosting revenue through an
incentive system where tax collectors who exceed expectations are given incentives
accordingly, whereas those who fall behind their targets are imposed penalties.
TOWARDS A BETTER INSTITUTION FOR
GOVERNANCE
- Civil Service functions as the premiere human resource institution of the Philippine
government.