Republic of the Philippines NUEVA ECIJA UNIVERSITY OF SCIENCE AND TECHNOLOGY Cabanatuan City GRADUATE SCHOOL Program Course

Title Professor Reporter TOPIC HUMAN RESOURCE MANAGEMENT RETIREMENT GOVERNMENT EMPLOYEES AND RIGHT TO STRIKE PROFESSIONALIZING THE CIVIL SERVICE THE GRIEVANCE MACHINERY OF GOVERNMENT COMPENSATION AND POSITION CLASSIFICATION CIVIL SERVICE INNOVATION TOPIC OBJECTIVES At the end of this topic, you will able to: 1. Understand the concept of retirement 2. Discuss the laws and rules about the government employees right to strike. 3. Value the importance of training and other development programs for government employees. 4. Know why the civil service should be professionalized. 5. Describe the concept of grievance machinery. 6. Know why the Civil Service Commission should develop and administer the Position Classification and Compensation System. : : : : Master of Public Administration Governmental Management Rachael R. Moralde, Ph. D. Kitchie Buenaventura

DISCUSSION

1. RETIREMENT Is the separation from government service. You are eligible for retirement when you have satisfied all the following conditions:

1. You have rendered at least 15 years of service. 2. You are 60 years of age at the time of retirement; and 3. You are not receiving a monthly pension benefits from permanent total disability.

The compulsory retirement age is: 65 for civilian employees 56 for uniformed personnel(police and military) 70 for the judiciary

Retirement is compulsory at age 65. The effectivity of your separation from the government service due to compulsory retirement is at the close of office or working hours on the 65th birthday of said employee. If you are 65 years old and have less than 15 years of service, you may be allowed to continue in the service in accordance with the Civil Service rules. Under the new law, as a retiree you have two (2) options: 1. The five-year lump sum payment (60 months x Basic Monthly Pension) payable at retirement plus basic monthly pension for life starting at the end of the 5 year period; or 2. The cash payment equivalent to18 months of your Basic Monthly Pension plus monthly pension for life starting immediately upon retirement. All personnel are entitled to receive their retirement benefits provided for under existing laws on the day of their retirement. The last agency-employer shall ensure that all the retirement documents are in order six (6) months prior to the retirement of the said personnel. All concerned agencies of the government shall render assistance in this regard. All public officers and employees with pending administrative, disciplinary cases who were eventually exonerated or cleared there from shall be entitled to payment of retirement benefits immediately a day after the promulgation of the decision. 2. GOVERNMENT EMPLOYEES AND RIGHT TO STRIKE Strike - a concerted action of an accredited employee organization which will result in temporary work stoppage without total disruption of public service. Right to Organize - Government employees may form, join or assist employee organizations of their own choice for the furtherance and protection of their interests. Government employees may also form, in conjunction with appropriate government authorities, employee management committees, work councils and other forms of employee participation schemes. Right to Engage in Strike - The right of the duly accredited employee organization to strike, consistent with national interest and public service, shall be recognized and respected. Provided the striking organization shall ensure an effective

skeletal workforce whose movement and services shall not be hampered or restricted as are necessary to guarantee the proper and adequate delivery of public service. In view of the peculiar character of public service and considering that public office is a public trust, the right of employees to strike may be allowed only as a last resort and subject to the limitations herein provided.

Who Can Strike - Only rank and file employees of the agency where the accredited employee organization belongs may join the strike. They are mainly the first and second level employees whose function are not normally managerial or policy-making. Employees who join the strike shall not be entitled to payment of salary for the period that they are on strike. Government Employees Who Are Prohibited to Strike - The following are not allowed to strike due to exigency in public service, public safety and national interest: (a) Defense and security services including officers and employee belonging to the Armed Forces of the Philippines (AFP), police, fire protection, jail management and those engaged in the custody of prisoners and detainees; (b) Medical and allied services including doctors, nurses, medical therapists and paramedics; (c) Public utility services such as power and water supply, transportation, air traffic contro1lers, radar and radio controllers, lighthouse keepers and harbor pilots; and (d) Other analogous services to be determined by the Commission taking into consideration public service and national interest. Grounds for Strike - A strike may be declared on the following grounds: (a) Unfair public sector labor and management practices committed by management as provided for in this Code; (b) Mismanagement or abuse of the management of the agency; and (c) Graft and corruption. 3. PROFESSIONALIZING THE CIVIL SERVICE a. Strengthen the Third Level through:

Reinventing the concept of rank system Dissociating rank from position Reviewing and enhancing personnel mechanisms for the third level particularly on recruitment and promotion

Promotion to rank rather than position as well as promotion based on expertise and achievements rather than on administrative and managerial skills Creating a Third Level Pool

b. Develop policies granting CSC authority to appoint and discipline those below ASEC level c. Implement HRD Interventions by:

Intensifying HRD interventions towards improving service delivery, public service ethics and accountability, skills enhancement and values development Re-thinking HRD interventions/trainings to correspond to specific needs of 1st, 2nd and 3rd level Developing capability-building program for critical sectors in the government, e.g., Executives, HRMOs, Frontliners, Public Sector Unions, Police and Teachers Evaluating impact of CSC training programs

d. Improve the Ethical/Moral Standards of Key Sectors through

Developing a Professionalization/Moral Recovery Program for Law Enforcers Initiating tri-media interventions on the provisions of RA 6713

e. Enhance Merit System by:

Reviewing formulation of QS towards ensuring selection of most competent candidates not only on the basis of education, training and experience. Strengthening the integrity of civil service examinations Developing competency based examinations which measure integrity, service/value orientation and work standards Enhancing value of civil service examinations by indicating competency ratings in the examination results Reinforcing accreditation program with appropriate incentives Revisiting placement function of CSC Advocating conversion of HRMO into mandatory position in LGUs with the power of appointment and discipline lodged with CSC

f. Design incentive packages to encourage the young professionals and the best to join government service and to retain competent workers g. Integrate gender development concepts in CSC policies and programs h. Rationalize policies on contractuals, job orders, and consultancy services Human Resource Development Programs in the government include training and scholarship opportunities, coaching, counseling, special task force assignments, and other development activities that an agency undertakes primarily for the purpose of teaching skills and keeping up on the job performance. These are done continuously to retain a highly competent and professional civil service workforce.

Scholarship Programs - Scholarship grants are available to employees in the civil service at all levels. Local Scholarship Programs - The Civil Service Commission has established the Local Scholarship Programs on February4, 1993 under CSC Resolution No. 93-299. LSP for Masters Degree Program or Courses (LSP-MDP) aims to provide educational opportunities particularly in the masteral studies to government employees to enhance their personal growth and career advancement in the government. Local Scholarship Program for Skilled Workers in Government (LSPSWG) aims to provide employees with working knowledge of new developments and innovations along their areas of work. LSP-Bachelors Degree Completion (LSP-BDC) This latest component of LSP grants scholarship to employees who need only one more year to complete their bachelors degree. The program was established in 1996 under CSC Resolution No. 96-7300. Personnel Development Committee (PDC) To ensure equitable distribution of opportunities for training, scholarships and other activities, the Civil Service Commission issued Memorandum Circular No. 10 on March 02, 1989.

Examples of Human Resource Development Interventions Programs: On the Job Training is an informal approach to training that permits an employee to learn the rudimentary of his job by actually performing them. This also provides the worker the opportunity to develop proficiency in the actual work situation. Coaching is one of the most popular on the job training method in which the supervisor helps the subordinates improve their job by providing technical suggestions or advise related to the job being done. Coaching does not only build individual skills but also develops teamwork between the supervisor and the subordinates. Counseling is a process by which a supervisor helps an individual employee who is beset by problems which he cannot cope alone and which may affect his job performance. This restored to in order to maintain high levels of efficiency in the work group. Distance Learning Program or correspondence schooling is another alternatives approach to formal training courses which allows employees to proceed with the training process on their own time and according to the pace suitable for them. Job Rotation is a systematic program of moving an individual from one job to another to provide her with experiences in several different jobs within the organization. 4. THE GRIEVANCE MACHINERY OF GOVERNMENT Each department or agency of the government, with the assistance and approval of the Commission shall establish and administer a grievance machinery to promote

wholesome and desirable relations among employees and between employees and management. Employees shall have the right to have their grievances adjudicated as expeditiously and as fairly as possible. A grievance may be filed by aggrieved employees or by the employee organization to which they belong in accordance with the guidelines issued by the Commission.

Aim of Grievance Machinery To resolve problems and conflict at the lowest level of organization before it grows into unmanageable proportions that may result in strikes or interruption of public service. Thus, it operates as a safety valve to resolve complaints and dissatisfaction through a formal system of adjustment of grievances. In any organization, no compliant or grievances is too small to be set aside because thus will undermine morale and effective performance. An employee who feels dissatisfied, jealous or discontented will not be able to carry out his/her duties and responsibilities effectively. A mechanism should be installed to ensure that grievance of all employees are treated fairly, justly and expeditiously by management. The terms compliant, grievance and grievance procedure are operationally defined as follows: 1. Compliant refer to the employees expressed feelings of dissatisfaction with some aspects of his working conditions, relationships or status which are outside ones control. 2. Grievance refers to an employee's complaint regarding working conditions, working relationships or employment status. 3. Grievance procedure refers to the mechanisms of resolving employee grievances and complaints. Any party dissatisfied with the decision/resolution of a case that went through the grievance procedure in their agency may appeal the case to the CSC. The time limits for each step are set in the grievance procedure. Usually, it takes five (5) to ten (10) days at each level to make decision. This time limit hastens action on all complaints and grievance. Composition of the grievance committee: a. One member of the top management or its representative to act as a Chairman b. One higher supervisor except the one being complained of. c. One member of the rank and file employee or member of the association.

5. COMPENSATION AND POSITION CLASSIFICATION Position Classification and Compensation System - The Commission shall develop and administer the Position Classification and Compensation System (PCCS) which shall have two parts:

1. Position Classification Plan shall consist of the occupational groups

and classes to which positions are to be allocated or reallocated, and the rules and regulations for implementation. 2. Compensation Plan shall consist of the salary schedule, policies relative to salaries, allowances, bonuses, and such other benefits accruing to the public officers and employees of the civil service system, and the rules and regulations for implementation. Basis for Position Classification and Compensation - The classification and compensation of positions in the civil service system shall be based on similarity of kind and level of work and the determination of the relative worth of these classes of positions. Coverage of the Position Classification and Compensation System - The PCCS shall apply to all positions in the civil service system whether permanent or temporary, appointive or elective on full or part-time basis now existing or hereafter created. Approved Salary Standardization Law - Salary standardization is expected to benefit the more than 1.5 million government employees by increasing their salaries, which will be given in four yearly tranches starting on July 1, 2009 until 2013. . This program applies to all civilian government personnel, regardless of status. Military and uniformed personnel are also covered by a separate compensation system provided under House Joint Resolution 36. For LGU Personnel The salary rates for LGU personnel shall be determined by the sanggunian, on the basis of LGU income class and financial capability: Provided, That such salary rates shall not exceed the applicable percentages shown in the table below, pursuant to item 7(a) of the Joint Resolution: Provided, Further That the resulting personal services (PS) cost shall not exceed the PS limitation in local government budgets, as provided under Sections 325(a) and 331(b) of Republic Act No. 7160: Provided, Finally That there shall be no diminution in the basic salaries of incumbents for purposes of complying with said PS limitation. Percentages of Salary Rates Shown in Annex A For Provinces/Cities Special Cities 1st Class 2nd Class 3rd Class 100% 100% 95% 90% 90% 85% 80% For Municipalities

4th Class 5th Class 6th Class

85% 80% 75%

75% 70% 65%

For this purpose, the DBM shall issue the First Tranche Monthly Salary Schedule for Local Government Personnel for each LGU income class which shall take effect January 1, 2010.

Important Features of the Position Classification and Compensation System Grouped classes of positions into 4 main categories, namely: Professional Supervisory; Professional Non-Supervisory; Sub-Professional Supervisory; and Sub-Professional Non-Supervisory.

Revised the salary schedule from 28 to 33 salary grades and prescribed the rules and regulations for its implementation; Assigned the salary grades of constitutional officials and their equivalents and mandated the DBM to determine the officials who are of equivalent rank; Established benchmark positions as an aid to position classification and salary grade allocation; Provided for step increments based on merit or length of service; Objectives of the Position Classification and Compensation System - The PCCS serves as a tool for effective management, organizational analysis, budgeting and fiscal control, and as an information tool for the general public or taxpayers for similar services among government agencies. 6. CIVIL SERVICE INNOVATION The local government personnel system is primarily governed by personnel policies of the Civil Service Commission and the applicable provisions of the Local Government Code, i.e. the Creation of Local Personnel Board and the Policy on Human Resource Development. The merit system is the guiding principle in the selection, recruitment and promotion of the officers and employees of the local government bureaucracy. Most locally appointed officers and employees are career personnel with security of tenure who can only be removed for cause. All local government employees are covered with limited medical care and are insured in the Government Service Insurance System. Discipline over

career employees is lodged with the local chief executives and the Civil Service Commission. This is the nugging issue that civil servant will innovate in the performance of public service, besides even in the extension of service of retire able employees still in the commission proper which is very centralize, to the end, it cost money to follow up and the speedy action cannot be attain because of the bulky transaction are being filed. Why this function be delegated to the Regional Office applying the concept of decentralization. A streamlined and efficient civil service requires a culture that promotes innovation and inspiration. Now required to flexibly adapt to the challenges that face the civil service, which individuals in central government jobs may only be too aware of.
REFERENCES 1. 2. 3. 4. 5. Civil Service Act of 1987 Civil Service System in the Asian Region Manual Distance Learning Program on Personnel Administration in the Civil Service (Module 1 to 5) Executive Order No. 180 Senate Bill No. 1162 of Senator Aquilino Pimentel

GUIDE QUESTIONS

1. Enumerate the eligibles for retirement of government employees. 2. Identify employees that are not allowed to strike. 3. Enumerate examples of human resource management interventions programs 4. Give the aim of the grievance machinery. 5. What is the coverage of the Position Classification and Compensation System? ANSWER KEYS 1. The eligible for retirement when you have satisfied all the following conditions: 1.1You have rendered at least 15 years of service. 1.2 You are 60 years of age at the time of retirement. 1.3 You are not receiving a monthly pension benefits from permanent total disability.

2. The following are government employees that are not allowed to strike due to exigency in public service, public safety and national interest: 2.1Defense and security services including officers and employee belonging to the Armed Forces of the Philippines (AFP), police, fire protection, jail management and those engaged in the custody of prisoners and detainees; 2.2Medical and allied services including doctors, nurses, medical therapists and paramedics; 2.3 Public utility services such as power and water supply, transportation, air traffic contro1lers, radar and radio controllers, lighthouse keepers and harbor pilots; and 2.4 Other analogous services to be determined by the Commission taking into consideration public service and national interest.

3. The different examples of training and other development programs for government employees: 3.1On the Job Training 3.2Coaching. 3.3Counseling 3.4Distance Learning Program 3.5Job Rotation

4. The aim of the grievance machinery is to: To resolve problems and conflict at the lowest level of organization before it grows into unmanageable proportions that may result in strikes or interruption of public service. Thus, it operates as a safety valve to resolve complaints and dissatisfaction through a formal system of adjustment of grievances. In any organization, no compliant or grievances is too small to be set aside because thus will undermine morale and effective performance. 5. The Position Classification and Compensation System shall be apply to all positions in the civil service system whether permanent or temporary, appointive or elective on full or part-time basis now existing or hereafter created.

Chapter 3. 6.

Retirement Benefits

SEC. AUTONUM 165. Payment of Retirement Benefits on the Day of Retirement. - All personnel are entitled to receive their retirement benefits provided for under existing laws on the day of their retirement. The last agency-employer shall ensure that all the retirement documents are in order six (6) months prior to the retirement of the said personnel. All concerned agencies of the government shall render assistance in this regard. 7. All public officers and employees with pending administrative, disciplinary cases who were eventually exonerated or cleared therefrom shall be entitled to payment of retirement benefits immediately a day after the promulgation of the decision. 8. SEC. AUTONUM 166. Rate of Interest for Delay in Payment. Should the retiree, through no fault of his/her own, fail to receive the benefits on the day of retirement, the same shall earn interest at the prevailing legal rate. 9. The retirement benefits of those who were eventually exonerated or cleared from administrative, disciplinary cases shall likewise earn interest at the prevailing legal rate computed from the date of retirement to the date of promulgation of the decision. 10. SEC. AUTONUM 167. Liability for Delay. - Agencies or their personnel who caused the delay in the retiree's receipt of retirement benefits shall upon complaint of the retiree or the successor in interests, be liable for the

payment of the interest mentioned in the immediately preceding Section. This is without prejudice to the filing of administrative and criminal cases against the personnel responsible for the said delay. 11. Complaints against delays in the release of retirement benefits shall be filed with the Commission within one (1) year from the date of retirement. 12. The Commission shall promulgate rules and mechanisms to enforce this provision. 13. 14. 15.Chapter 5. The Right to Strike 16.SEC. AUTONUM 131. Right to Engage in Strike. - The right of the duly accredited employee organization to strike, consistent with national interest and public service, shall be recognized and respected: Provided, the striking organization shall ensure an effective skeletal workforce whose movement and services shall not be hampered or restricted as are necessary to guarantee the proper and adequate delivery of public service. 17. In view of the peculiar character of public service and considering that public office is a public trust, the right of employees to strike may be allowed only as a last resort and subject to the limitations herein provided. 18.SEC. AUTONUM 132. Who Can Strike. - Rank-and file employees of the agency where the accredited employee organization belongs may join the strike subject to the provisions of this code. Employees who join the strike shall not be entitled to payment of salary for the period that they are on strike. 19.SEC. AUTONUM 133. Government Employees Who Are Prohibited to Strike. - The following are not allowed to strike due to exigency in public service, public safety and national interest: 20.(a) Defense and security services including officers and employees belonging to the Armed Forces of the Philippines (AFP), police, fire protection, jail management and those engaged in the custody of prisoners and detainees; 21.(b) Medical and allied services including doctors, nurses, medical therapists and paramedics; 22.(c) Public utility services such as power and water supply, transportation, air traffic contro1lers, radar and radio controllers, lighthouse keepers and harbor pilots; and 23.(d) Other analogous services to be determined by the Commission taking into consideration public service and national interest. 24. SEC. AUTONUM 134. Grounds for Strike. - A strike may be declared on the following grounds: 25.(a) Unfair public sector labor and management practices committed by management as provided for in this Code; 26.(b) Mismanagement or abuse of the management of the agency; and 27.(c) Graft and corruption. 28.SEC. AUTONUM 135. Notice of Dispute. - The existence of a dispute which may be the ground of an impending strike must first be brought to the Commission in the form of a notice of dispute for either conciliation and mediation or the parties may submit the same for voluntary arbitration. In either case, the notice of dispute must be in accordance with the requirements and procedures as may be prescribed by the Commission which shall settle the dispute within sixty (60) days from date of receipt of the said notice. In cases when the parties opt for voluntary arbitration, the agreement thereof shall be final and executory between the parties concerned.

29.SEC. AUTONUM 136. Certification to the PSLMC. - In the event the dispute is not settled within the sixty (60)-day period prescribed in the preceding Section or in case of failure to arrive at a resolution of the dispute through conciliation or mediation, the Commission shall certify the dispute to the PSLMC for settlement and resolution. 30.SEC. AUTONUM 137. Requirement of Strike Vote and Notice to Strike. Immediately upon certification of the dispute to PSLMC as provided in the preceding section, the accredited employee organization may call a vote in order to declare a strike. The decision to declare a strike must be approved by a majority vote of the total rank-and-file employees of the agency where the duly accredited employee organization belongs. The same shall be obtained through secret ballot in a meeting called for the purpose. The duly accredited employee organization shall file with the PSLMC the results of the strike vote and the notice to strike, copy furnish the head of agency, at least thirty (30) days before the date of the intended strike and during the said 30-day period no strike shall be held. Only disputes or issues raised in the said notice shall be the subject of the strike. 31.SEC. AUTONUM 138. Remedial Actions by the PSLMC. - When a dispute has been referred to the PSLMC, it shall exert all efforts to settle the same through various modes of dispute settlement in order to prevent the impending strike. 32.When there is a strike in a government agency, which affects national interest or public service, the PSLMC may issue a return-to-work order and/or certify the same for compulsory arbitration. A return-to-work order shall have the effect of automatically stopping the strike. 33.For this purpose, the contending parties are strictly enjoined to comply with such order as are issued by the PSLMC, under pain of disciplinary action. 34.SEC. AUTONUM 139. Prohibited Activities. 35.(a) No dispute which occurred prior to the notice to strike, which was not raised in the said notice, may be the subject of succeeding strikes. 36.(b) No person engaged in the strike shall commit any act of violence, coercion or intimidation or obstruct the free ingress to or egress from the agency's premises for lawful purposes or obstruct public thoroughfares. 37.(c) No person shall obstruct, impede, or interfere with, by force, violence, coercion, threats, or intimidation any peaceful strike, or shall aid or abet such obstruction or interference. 38.(d) No employee organization may declare a strike without first having filed the notice required under SEC. 137 and the necessary strike vote first having been obtained and filed with the PSLMC; 39.(e) No employee organization may go on strike without ensuring and maintaining an effective skeletal force.

The BBP was launched in 1995 and actually forms part of a larger, long-term effort to professionalize and upgrade the ranks of the Philippine civil service. Bright and talented young people seldom consider a career in the government. It is publicly perceived that the government is a poor employer in terms of pay, job The BBP works this way: government agencies, on a voluntary basis, allocate one or two positions for the BBP and enroll these with the CSC. The CSC, through its implementing office, shall endeavor to match these positions with the

qualifications of the BBP applicants. Those deemed suited shall be endorsed to the agency concerned for possible placement, which is not guaranteed, however, for they still have to undergo the agencys internal screening processes. The BBP applicants are drawn from a pool of BBP participants, composed of honor graduates and high-flyers in government examinations. Before being accepted into the program, these well credentialed individuals are subjected to rigorous selection procedure consisting of a written test and a panel interview. Only those who are able to pass the two-stage process are included in the roster of BBP participants. By 2000, there were already a total of 112 young and idealistic professional placed in more than twenty-five (25) government agencies in Metro Manila. Regional offices nationwide have likewise indicated a positive response to the program, opening a number of second-level posts to be filled up by BBP applicants. But for those already in the service, a local scholarship program was established to provide educational and other learning opportunities for various levels of personnel to enhance their professional development and career advancement. Initially, the target beneficiaries were employees with bachelors degree who wish to pursue graduate studies. The program has since expanded to include skilled workers and undergraduate employees.
CIVIL SERVICE INNOVATIONS

Nurturing Public Service Ethics

It was realized that the drive for good and honest governance, which is the indelible mark of a bureaucracy having a world-class stature, entailed not merely keeping the organizational structure, systems and procedures in good running condition. Much attention should also be devoted to cultivating the proper values, norms, attitude, and work culture in the workplace. The best recourse therefore was to adopt and implement mechanisms tending to create a conducive and enabling environment that would breathe life to the desired ethical values. 1. Mamamayan Muna, Hindi Mamaya Na Program (or loosely translated, Citizens Now, Not Later Program). Launched in 1994, the program was designed to minimize if not totally eradicate discourtesy, arrogance and inefficiency in the government. It was meant to be a nationwide client-satisfaction program aimed at instilling courteous and efficient behavior among civil servants. 2. Bilis Aksyon or Quick Action. A quick administrative justice mechanism to provide quick redress to citizens when they encounter employees who do not exemplify the virtues of public service.

3. Gantimpala Agad or Instant Reward. Immediately grants rewards and incentives to well performing employees as adjudged by the transacting public. 4. Honor Awards Program. The program was aimed at spotlighting civil servants or groups of civil servants, who have consistently demonstrated exemplary service and behavior on the basis of their observance of the requisite norms of conduct in the public sector. The Program consists of three categories, namely: a. Presidential or Lingkod Bayan Award - conferred to an individual for consistent dedicated performance exemplifying the best in any of the professions or occupations resulting in the successful implementation of an idea or performance which has significant effect to the public or principally affects the national interests, security and patrimony. b. Civil Service Commission or Pag-asa Award - conferred to a group of individuals or team who has demonstrated outstanding teamwork and cooperation which resulted in the successful achievement of its goal and greatly improved/ facilitated the delivery of public service, effected economy in operation, improved working condition or otherwise benefited the government. c. Outstanding Public Official and Employee or Dangal ng Bayan Award bestowed to any public official or employee based on his consistent demonstration and observation of the prescribed norms of conduct in the government service. Striving for Bureaucratic Excellence. The Philippine civil service has alwayssuffered from unfavorable public opinion. Among others, it has been perceived and stereotyped as ineffective and mediocre. One of the reasons for such perception could be traced to the influences and inroads of politics in the civil service particularly in the area of personnel administration. Concededly, qualification standards for selection and hiring largely been ignored and indiscriminately trampled upon to give to the entry and promotion of political protgs.

The Brightest for the Bureaucracy Program or BBP. The CSCs answer to the need to bring in exceptional individuals into the government service. It was designed to draw honor graduates and government examination top-notchers into starting a career in public service.
Computer Assisted Test or CAT. Is a CSC-developed software program instituted to revolutionize the pencil and paper types of civil service examinations. The CAT facilitates the systematic storage, updating, retrieval, checking and scoring of examinee data through computer software. The CSC went a step farther in an effort to improve its examination function. The special needs of visually impaired individuals, who used to be precluded from taking the

civil service examinations because of their disability, have been accommodated through the CAT-VIP. This technology utilizes voice-sensitive computer aids and specially designed instruments or keyboards that are user-friendly and easy to operate for the blind community. On the other hand, the Job Opportunity Bank System or JOBS was conceived to provide the public a greater access to possible areas of government employment. It takes the form of a regularly updated database of job vacancies obtaining in all government agencies, both national and region-wide. Through the JOBS, job seekers may have an easier time accessing much needed information on available jobs in the public sector. Both the CAT and the JOBS have been placed under the umbrella of the CSC Information Technology-Data Center, which is the hub of information technology in the CSC.