The Civil Service Commission:

Shifting from Transactional

to Strategic HR
The CSC, as the premiere human resource institution
of the Philippine government, is mandated to
“establish a career service, adopt measures to
promote morale, efficiency, integrity, responsiveness,
and courtesy in the civil service, strengthen the merit
and rewards system, integrate all human resource The Civil Service Commission Central Office in
development programs for all levels and ranks, and Diliman, Quezon City
institutionalize a management climate conducive to
public accountability.” It acts as adviser to the Vision:
President on personnel management of the CSC shall be Asia’s leading center of
Philippine government. excellence for strategic Human Resource
and Organizational Development
One of the three independent constitutional
commissions with adjudicative responsibility in the
Core Purpose:
national government structure, it is also tasked to
render final arbitration on disputes and personnel Gawing Lingkod Bayani ang Bawat Kawani
actions on civil service matters.
Values:
 Love of God and Country
Organizational Profile  Excellence
 Integrity
The Commission en banc is composed of a
Chairperson and two Commissioner who are appointed by the President of the Philippines with
the consent of the Commission on Appointments for a term of seven years without
reappointment. Dr. Francisco T. Duque III is currently the Chairman; Commissioners Robert S.
Martinez and Nieves L. Osorio complete the collegial Commission.

At the central office, there are three Offices of the Assistance Commissioners and a total of 12
policy, program, and support offices.

The Commission has a regional office (RO) in each of the country’s 16 regions. Each RO takes
charge of implementing and monitoring CSC’s programs and services. Within each RO are field
offices (FOs). The FOs assist agencies to comply with personnel policies and standards, CSC
issuances, and programs. To date, there are 106 FOs all over the country.

Integrating HR Initiatives

The Commission reviews, develops, implements, monitors, and evaluates HR programs and
policies for the government workforce. These program and policies cover a broad range of
concerns that directly affect public sector employment and influences well government service.

The CSC has re-engineered its systems and come up with enhanced versions of its major
programs designed to develop HR in the Philippine government.
The Commission has placed premium on five HR initiatives: the Program to Institutionalize
Meritocracy in Human Resource Management or PRIME-HRM, the Strategic Performance
Management System or SPMS, the Competency-Based Recruitment and Qualification System
or CBRQS, the Competency-Based Leadership and Development Program or CBLDP, and the
Leadership and Coaching Program or LCP. These HR initiatives will not only support CSC’s
goal of becoming Asia’s center of excellence for HR and OD by 2030, they will also change the
landscape of HR in the Philippines. These initiatives also defines its work plan for 2014 and the
years ahead.

The CSC has never focused this strongly on being an HR institution. By integrating the various
HR Initiatives, it is shifting from transactional HR (traditional, piecemeal, and disengaged) to
Strategic HR (cutting edge, integrated, and integral in the agency strategy). These HR initiatives
are vertically and horizontally aligned, and not separate islands by themselves. Together, all of
the HR Initiatives will better enable CSC to achieve its vision and mission.