LINGKOD BAYANI

The Philippine Civil Service Commission (CSC) plays a pivotal role in nurturing and advancing the well-being of civil servants who tirelessly contribute to the smooth functioning and progress of our society. In an era marked by rapid change and the need for post-pandemic recovery, it is crucial to establish a strong, efficient, and innovative civil service capable of meeting the needs of the public we serve. By prioritizing the welfare of our civil servants, the CSC ensures that they can effectively fulfill their duties and responsibilities, thus safeguarding the interests and welfare of our nation as a whole. As the central human resource (HR) agency of government, the CSC holds the constitutional mandate to promote morale, efficiency, integrity, responsiveness, progressiveness, and courtesy in the civil service. This monumental task encompasses the 1.8 million civil servants working across government offices domestically and internationally. Since its establishment in 1900 during the struggle for freedom, the CSC has embraced the mission of shaping civil servants as modern-day heroes. Its goal is to contribute to the pursuit of freedom and enhance the quality of life for all Filipinos. This mission is encapsulated in the phrase "Gawing lingkod bayani ang bawat kawani," which signifies the transformation of public servants (lingkod bayan) into heroes (bayani). The CSC aims to foster an effective civil service driven by love for God and country, serving as paragons of excellence and integrity. As the chairperson of the CSC, I take great pride in leading the organization responsible for programs that uplift the efficiency, professionalism, and welfare of our bureaucracy. One of the CSC's most critical and visible functions is the conduct of our civil service examinations. These examinations grant civil service eligibility to successful candidates, serving as one of the qualifications for entering government service. Since the 1900s, these exams have served as a preliminary step to ensure that appointments in the civil service are based on merit and fitness. Another integral function of the CSC is appointments processing. The power to issue appointments lies with the appointing authorities in government agencies. These appointments are then submitted to the CSC for attestation, where they are confirmed or revoked based on compliance with existing civil service laws, rules, and regulations. This process aligns with the goal of promoting meritocracy in the bureaucracy. The Commission is also entrusted with the responsibility of developing the competencies of the government workforce by providing learning and development programs through the Civil Service Institute and its 16 regional offices. Many of these programs are specifically designed for HR practitioners who partner with the Commission to cascade and implement human resource and organization development policies and programs across different agencies. It is our duty to ensure that HR practitioners are technically proficient in enhancing the competency and capacity of their respective workforces. Recognizing the critical role of HR excellence in achieving public service excellence, the CSC introduced the Program to Institutionalize Meritocracy and Excellence in Human Resource Management (PRIME-HRM). This program guides agencies in improving their HR management competencies, systems, and practices, aiming for the highest level of maturity where HR plays a strategic role within their organizations. Reward and discipline are fundamental aspects of employee motivation. The CSC administers the honor awards program, which recognizes civil servants for their outstanding work performance and exemplary ethical behavior. Under this program, the annual Search for Outstanding Government Workers acknowledges individuals from diverse fields, ranging from street sweepers and clerks to scientists and executives. The program also includes the Pamanang Lingkod Bayani, an honor bestowed upon qualified public servants who sacrificed their lives in the line of duty. Upholding accountability in the public sector is equally important, guided by the principle that "public office is a public trust." Through its quasi-judicial function, the CSC hears and adjudicates administrative cases, addressing instances of misconduct and wrongdoing to ensure trustworthy and transparent governance. To encourage citizen participation in governance and enhance public confidence in government services, the CSC established the Contact Center ng Bayan (CCB) as a feedback facility. The CCB receives queries, complaints, requests for assistance, commendations, and suggestions pertaining to frontline services. It can be reached via email ([[email protected]](mailto:[email protected])), Facebook Messenger ([m.me/civilservicegovph](http://m.me/civilservicegovph)), and SMS (0908-881-6565). Since its pilot run in 2012, the CCB has successfully resolved 1,054,647 transactions, achieving an overall resolution rate of 92.18 percent. These are just a few examples of the programs that exemplify the CSC's role as the backbone of an efficient and effective civil service, influencing every civil servant's journey from recruitment to retirement. In my upcoming columns, I will delve into greater detail on the CSC's unwavering commitment to building a better civil service that truly serves the Filipino people. *(Atty. Karlo Alexei B. Nograles serves as the chairperson of the Civil Service Commission. He was appointed Cabinet Secretary in 2018 and he served as the co-chair of the Inter-Agency Task Force on Emerging Infectious Diseases (IATF), and chair of the Inter-Agency Task Force on Zero Hunger.)*