Recruitment,

Examinations and
Appointments
LEONARDO G. CERENO
KRISTINE JOY V. CORPUZ
RECRUITMENT

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It is the first phase in the employment procedure which
is the development of a pool of candidates in
accordance with a human resource plan.

It covers determining staffing needs, meeting the

requirements, publication of vacancies, screening and
appointment.

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 ▫ Internal recruiting - opportunity for advancement;
faster, cheaper, more certainty
▫ External recruiting - new ideas and approaches
▫ Direct applicants and referrals - self-selection, low cost
Recruitment Sources
▫ Newspaper advertising - large volume, low quality
recruits
▫ Electronic recruiting ("e-recruiting") – the Internet
▫ Public and Private employment agencies- headhunters,
can be expensive (job fairs)
▫ Colleges and Universities – campus placement services

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 ▫ Vacant positions in the career service shall be posted in
Publication and 3 conspicuous place for a period of at least 10 days for
Posting of Vacant NGAs, SUCs and GOCCs and not less than 15 days for
Position LGU
(Rule VII of 2017 ▫ All agencies shall submit a list of their vacant positions
Omnibus Rules on authorized to the filled and their corresponding
qualification standards and plantilla item numbers in
Appointments and electronic and printed copies to the CSC FO concerned.
other Resource ▫ Incorrect information in the publication of vacant
Actions) positions shall be ground for the
disapproval/invalidation of appointments.
▫ Publication of a vacant position shall be valid until
filled but not to extend beyond months reckoned from
the date the vacant position was published

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 ▫ Anticipated Vacancies based on agencies succession
Publication and plan may be published
Posting of Vacant ◦ Retirement, resignation, or transfer
Position - Publication should not be earlier than 60 days
prior
(Rule VII of 2017
Omnibus Rules on
Appointments and
other Resource
Actions)

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 ▫ Minimum and basic requirements for positions in
the government in terms of education, training,
experience, Civil Service eligibility, physical
Qualification fitness and other qualitied required for successful
Standards (Rule performance of the duties of the position
VIII) ▫ Shall serve as the basic guide in the selection of
the employees and in the evaluation of
appointments to all positions in the government
▫ Qualification standards for certain positions that
are prescribed by a special law, such as the
Foreign Service Act, PNP Act, BFP/BJMP Act and
the Local Government Code shall prevail.

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 ▫ Appointees to career service positions must meet
the education, training, experience, eligibility and
competency requirements prescribed in the QS
Qualification manual
Standards (Rule ▫ Eligibility is not required for appointment to
VIII) casual, contractual and coterminous positions but
preference should be given to civil service
eligible.
▫ Confidential/Personal staff positions are exempt
from qualification requirements, except those
whose duties involved practice of profession
regulated by Philippine Board/Bar

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 A. Endorsement letter by the Agency
Head;
B. Charter of the agency;
Requirements
C. Organizational and Functional Chart of
for the approval the Office or unit where the position/s
of Qualification belong;
Standards (Sec. D. Plantilla of Positions or Staffing Pattern
approved by the DBM/Governance
41) Commissions for GOCCs, or
Sanggunian;
E. Statement of duties and responsibilities
of the position indicated in the Position
Description Form (PDF) or Job
Description (JD) certified by the
Agency HRMO

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 F. If the position is newly created:
a. Letter of approval by the
Cntd… DBM for NGAs and SUCs,
or;
b. Board resolution and
Memorandum Order by GCG
for GOCCs with original
charter; or
c. Sanggunian Ordinance
approving the creation of
position for LGUs.
G. Proposed Qualification Standards
(in printed and electronic copy)

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EXAMINATION

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“
One of the most important and visible functions of the
Civil Service Commission is the conduct of
examinations � the first step in the process of
selecting prospective civil servants.

Examinations are conducted based on the

Constitutional mandate that appointments in the civil
service, except to certain positions defined by law,
shall be made according to merit and fitness, to be
determined as far as practicable by competitive
examinations.

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“ The examination system is as old as
Philippine Civil Service System. Every
year since 1900, the CSC has been
administering examinations for
entrance to the government.

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 What is it?
Also known as the Career Service
CIVIL SERVICE Examination, the Civil Service
EXAMINATION Examination (CSE), is an annual
eligibility exam for individuals who
want to pursue a career in the
government. It is conducted by the Civil
Service Commission (CSC), the
constitutional commission responsible
for overseeing the government services,
as a way to screen and select
prospective civil servants. Passing the
CSE is required for everyone who wants
a job in the government.
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 1. Sub-Professional
▫ Subprofessional level only ▫ qualifies you for both first-level and
allows you to take jobs in
first-level government
Two types of positions such as clerical,
administrative work. Unlike
Civil Service the Professional level,
examinees who have less than
Exam four years of college
education can take the test
under this category.
▫  The test has a time limit of
two hours and 40 minutes
and features 165 items that
cover the following topics:
• General Information
• Clerical Operations
• English
• Mathematics
2. Professional
second-level government positions.
This gives you a wide range of options
from clerical work to technical,
managerial positions in the
government. Keep in mind that
examinees for the Professional level
must be graduates of a four-year
college course.
▫  In terms of the actual test, the time
limit is longer (three hours and 10
minutes), with 170 items that cover
the following topics:
• General Information
• Analogies 
• Logic Reasoning
• English
• Mathematics
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 The career service
examination is not the be-all
CIVIL SERVICE and end-all of acquiring civil
EXAMINATION service eligibility. Do you
know that the CSC also grants
eligibilities other than the
Career Service Professional
and Sub-Professional
eligibilities?

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 You can acquire a civil service
eligibility even without taking
CIVIL SERVICE the Career Service Examination.
EXAMINATION The CSC for some time now has
been granting eleven (11)
different eligibilities under
special laws to qualified
individuals. You may be
qualified for the grant of any of
these eligibilities.

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“
Bar/Board Eligibility (RA1080)
Barangay Health Worker Eligibility (RA7883)
Barangay Nutrition Scholar Eligibility (PD1569)
Barangay Official Eligibility (RA 7160)
Electronic Data Processing Specialist Eligibility (CSC Res. 90-083)
Foreign School Honor Graduate Eligibility (CSC Res. 1302714)
Honor Graduate Eligibility (PD907)
Sanggunian Member Eligibility (RA 10156)
Scientific and Technological Specialist Eligibility (PD 997)
Skills Eligibility - Category II (CSC MC 11, s. 1996, as Amended)
Veteran Preference Rating (EO 132/790)

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ELIGIBILITY

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“
Eligibility refers to the result of passing a merit and fitness
test which may be determined as far as practicable by
competitive examination, or based on highly technical
qualifications or other tests of merit and fitness conducted b
the Civil Service Commission, or other examinations jointly
designed and coordinated by the departments or agencies
with the assistance of or in coordination with the CSC and
other examinations such as the PRC-conducted board
examinations, the SC-conducted bar examinations or the
CESB-conducted CES examinations

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APPOINTMENT

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 GENERAL POLICIES ON APPOINTMENTS (RULE 1 OF RULES ON

“
APPOINTMENTS AND OTHER HUMAN RESOURCE ACTIONS,
REVISED 2018)
Sec 1. The State shall ensure and promote the Constitutional mandate that
appointments in the Civil Service shall be made only according to merit and
fitness.
Sec 2. Merit and Fitness shall be determined, as far as practicable, by the
competitive examinations. This does not apply to appointments to positions
which are policy determining, primarily confidential, or high technical.
Sec. 3. Any action denoting the movement or progress of human resource in
the civil service such as promotion, transfer, reappointment, reinstatement,
reemployment, reclassification, detail, reassignment, secondment, demotion
and separation shall be known as human resource action.

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 Merit Selection Plan (MSP)
- Cover positions in the first and
Human Resource
second level and shall include
Merit Promotion original appointments and other
and Selection related resource actions.
Board - - there shall be no discrimination in
the selection of employees on
(HRMPSB)
account of age, sex, sexual
orientation and gender identity, civil
status, disability, religion, ethnicity,
or political affiliation

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 HRMPSB
Human Resource - Each agency may have 2
Merit Promotion HRMPSB
and Selection 1. First Level and second level
Board
positions;
(HRMPSB)
2. Second level
executive/managerial
positions

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 ▫ Shall serve as the recommending body
for appointment. However, final decision
Human Resource on whom to appoint shall be with the
Merit Promotion appointing officer/authority.
and Selection ▫ Shall be responsible for the judicious and
objective selection of candidates for
Board appointment in the agency in accordance
(HRMPSB) with the approved MSP and shall
recommend to the appointing
officer/authority the top five (5) ranking
candidates deemed most qualified for
appointment to the vacant position

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 ▫ Chairperson –LCE/Highest
Human Resource
Official
Merit Promotion ▫ Members:
and Selection ◦ Head of the organizational
Board unit
(HRMPSB) ◦ HRMO
◦ Regular representative of
the Rank and File (for first
and second level positions)

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Requirements for
Regular
Appointments

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Requirements for
Regular
Appointments

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Requirements for
Regular
Appointments

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Specific Cases
where additional
documents are
required

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Specific Cases
where additional
documents are
required

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Specific Cases
where additional
documents are
required

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Specific Cases
where additional
documents are
required

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  Permanent
Kinds of Issued to a person who meets all the
Appointment minimum requirements including
education, experience and training
(if any) and appropriate eligibility.

Only permanent appointees enjoy

security of tenure.

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  Temporary
Kinds of Issued for a period of not more than
Appointment one (1) year to a person who meets
the education, experience and
training (if any) but not the
appropriate eligibility prescribed but
only in the absence of a qualified
eligible.

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  Subsitute
Kinds of Issued when the regular incumbent of a
Appointment position is temporarily unable to perform the
duties of his/her position, as when he/she is
on approved leave of absence or is under
suspension or is on scholarship grant or is on
secondment.

This is effective only until the return of the

former incumbent. A substitute appointment
is issued only if the leave of absence of the
incumbent is at least three (3) months.

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  Coterminous
Issued to a person whose entrance and continuity in the
Kinds of service is:
Appointment
Coterminous with the appointing authority or
head of the organization unit where assigned;
Coterminous with the incumbent;
Coterminous with the project;
Coterminous with the life span of the agency.

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  Coterminous
Absence of resolution, salaries will be made
Kinds of for the personal account of the responsible
Appointment official.

Extension is not credited as government

service.

Entitled to salary / allowance and other

compensation.

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  Contractual
Kinds of Issued to a person to undertake a
Appointment specific work or job for a limited
period not to exceed one (1) year.

The appointing authority shall

indicate the inclusive period
covered by the appointment for
purpose of crediting service.

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  Casual
Kinds of Issued to a person to do only
Appointment essential and necessary services
where there are not enough regular
staff to meet the demands of the
services.

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  Contractual
Kinds of Issued when the regular incumbent of a
position is temporarily unable to perform the
Appointment duties of his/her position, as when he/she is
on approved leave of absence or is under
suspension or is on scholarship grant or is on
secondment.

This is effective only until the return of the

former incumbent. A substitute appointment
is issued only if the leave of absence of the
incumbent is at least three (3) months.

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 Job Order
Kinds of Issued to a person to do a piece of work or
intermittent job of short duaration not
Appointment exceeding six (6) months paid on daily basis
for local projects authorized by the
Sanggunian concerned.

Services rendered pursuant to consultancy

contract and job orders are not considered
government services and are not covered by
Civil Service law and rules but are covered
by COA rules.

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 Source:

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▫ https://www.edukasyon.ph/blog/everything-you-need-to-know-about-the-civil-service-exam

▫ Civil Service Commission Website

▫ http://csc.gov.ph/COMEX/csc_exam_history.html

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Thank you!

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