| Goals/Objectives |
| Six Strategic Priorities were identified: |
I - DEVELOPING COMPETENT AND CREDIBLE CIVIL SERVANTS
Competent and Credible Civil Servants Ensure High Quality Public Service |
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Programs/Projects/Activities |
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A.Examination, Recruitment and Placement |
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Test Development |
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Enriching Test Bank |
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Development of test forms and preparation of answer keys |
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Examination administration, evaluation and SPEEDY release of results |
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Administration of examinations |
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* CSE-PPT/CAT (Career Service Examination-Paper & Pencil Test/Computer Assisted Test |
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* RSPG (Redefined Scholarship Program for Government) |
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* Exam for Executive/Managerial (Entry Level) |
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* EOPT (Ethics Oriented Personality Test) |
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Review/Development of Policies |
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* Recruitment System |
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Grant of Eligibilities under special laws and CSC Issuances |
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Development of Generic Occupation-based QS |
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B. Human Resource Development |
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Character/Integrity Building Program |
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probee stage |
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Public Service Values Program |
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b. |
residency stage |
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Modules: |
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*Team Building |
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*Performance Management |
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*Mentoring & Coaching |
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*Critical Incident Detection & Improvement |
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*Future Leadership Program |
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2. |
Talent Development and Management |
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Workplace Performance Learning |
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Credentialing of Experts on Human Resource Mgt |
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Competency Based Training for HRMPs: |
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I - Basic Knowledge on Civil Service Law & Rules |
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II - Performance Management |
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III - Organizational Development |
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Accreditation of Training Institutions |
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Establishment of Civil Service Academy |
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* Capacity Building |
II - EXEMPLIFYING INTEGRITY AND EXCELLENCE IN PUBLIC SERVICE
Excellent Public Service Results in Citizen's Trust and Satisfaction |
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Programs/Projects/Activities |
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A. Inspection and Audit |
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▪ PMAAP (Personnel and Management Assessment & Assistance Program) |
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Accreditation of Agencies |
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a. HR Roadmap/Plan |
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b. Enhanced Models of Personnel Mechanisms |
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c. CPDP (Career Personnel and Devt Plan) |
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d. Wellness Program |
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e. Talent Development and Management |
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f. Character Integrity Building Program |
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▪ Special Audits |
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▪ Personnel Inventory |
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▪ 100 day check of newly minted LGU Officials "LGU HR Wellness Project" |
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B. Honor Awards |
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▪ Implementation of the Honor Awards Program (HAP) |
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▪ Organizational Category |
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C. HR Developer Award (Accreditation of Agencies) |
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D. Increase cash and non-monetary Incentives to HAP Awardees and exemplary performers |
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E. Mamamayan Muna Program (MMP) |
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F. eKiosks (CSCIS-CSC Information System) |
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▪ Organizational Category |
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▪ electronic feedback (call center) |
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G. ARTA Interventions |
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▪ Phase 1 RCS (Report Card Survey) |
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▪ Phase 2 RCS |
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▪ Citizen's Satisfaction Center (Seal of Excellence) |
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▪ Enhanced SDEP (Service Delivery Excellence Program) |
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H. ISO (International Organization for Standardization) |
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I. PGS-BSC (Performance Governance System-Balanced Scorecard) |
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J. PMS-OPES vis-à-vis Performance Based Benefits/Incentives |
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K. Strengthening Integrity Portfolio |
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L. Modeling Stage |
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▪ Honor Society (Badge of Honor Membership) |
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▪ Caravan of Public Services |
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▪ Leaders Forum on Ethics and Accountability |
III - CULTIVATING HARMONY, MORALE AND WELLNESS IN THE WORKPLACE
Harmony, Morale and Wellnes In The Workplace Enhance Workforce Productivity |
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Programs/Projects/Activities |
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1. Management Employee Partnership |
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- PSLMC Concerns |
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- Registration/accreditation of unions |
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- Conciliation and Mediation |
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- Registration of C N A (Collective Negotiations Agreeement) |
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- Education on Employees Rights & Responsibilities |
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- Institutionalized Agency General Assembly |
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- Agency Climate & Satisfaction Level and Morale Survey |
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2. Health and Wellness Program |
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INTERNAL |
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- Expanded Welfare Fund Benefits |
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- Executive Bonding |
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- Social Housing (CSC housing) |
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BUREAUCRACY WIDE |
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- Healthy & Safe Working Conditions (HSWC) |
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* Disaster Preparedness Plan |
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* Security Plan |
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* Compliance with Safety Requirements |
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- Reiteration of Physical Fitness Program (Great Filipino Workout) |
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- Tobacco and Drug Free Work Environment |
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- Supplemental Health Insurance for State Workers |
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- Family Visit for Executives |
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- Social Insurance (GSIS Concerns) |
IV - EFFECTIVE AND EFFICIENT PERFORMANCE OF QUASI-JUDICIAL FUNCTIONS
Fair and Expeditious Disposition of Cases Affirms Citizen's Faith In The Administrative Justice System |
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Programs/Projects/Activities |
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1. Preventing Ageing of Cases |
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▪ Creation of Special Task Force |
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▪ Deputization of Government Lawyers |
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2. Strengthening of CSC's contempt power |
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▪ Partnership with COA on Implementation of CSC Resolutions and Contempt Power |
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3. Anti-Corruption Efforts |
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4. Adjudication of cases within 40 days |
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* capacity-building |
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* incentives system |
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5. Formulation of Opinions and Rulings within 15 days |
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6. Conduct of Legal Research |
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7. Development and Enhancement of Systems: |
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- CSC wide Case Tracking Sytem (CTS) |
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- IT Confidential Reporting |
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- Case Digest |
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8. Revision of Rules on Administrative Cases in the Civil Service (RRACCS) |
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▪ Settlement of Personal Disputes through Conciliation and Mediation |
| * Regional Offices Legal Enhancement Seminars (ROLES) |
V - BUILDING PARTNERSHIPS AND STRENGTHENING LINKAGES
Interdependence Optimizes Organizational Performance and Good Governance |
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Programs/Projects/Activities |
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A. Anti-Corruption Efforts |
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▪ Partnership with Private Sector on Combatting Corruption |
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▪ Partnership with COA on Implementation of CSC Resolutions and Contempt Power |
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▪ CSC Nationwide Case Tracking |
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B. Human Resource Development |
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1. Character/Integrity Building Program |
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2. Talent Development and Management |
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3. Establishment of the CSA |
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- Constitution of Board of Trustees (BOT) |
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C. Improvement of Service Delivery |
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IT Systems |
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▪ ePMS |
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▪ electronic feedback (call center) |
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ARTA Interventions |
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▪ Phase 1 RCS (Report Card Survey) |
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▪ Phase 2 RCS |
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▪ Enhanced SDEP (Service Delivery Excellence Program) |
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* Strengthening Integrity Portfolio |
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PGS-BSC |
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Communication Plan |
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* Presentation of Roadmap to: |
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- Office of the President |
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- Members of Committee on Civil Service (HOR & Senate) |
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D. Health, Wellness & Employee Welfare Program |
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- Healthy & Safe Working Conditions |
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- Maintenance medicines, laboratory work up treatments for work related illnesses for gov't workers and retirees |
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* Botika 100 |
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INTERNAL |
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- Social Housing (CSC housing) |
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E. Financial Portfolio |
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- Maximization of Fiscal Autonomy |
VI - MANAGING SUPPORT MECHANISMS
Leveraging Internal and External Resources Improve Quality Management of CSC Programs |
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Programs/Projects/Activities |
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1. Restructuring the CSC |
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▪ Review of Organizational Structure & Staffing (OSS) |
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- FO Staffing |
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- RO Staffing |
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- CO Staffing |
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2. Communication Plan |
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▪ Presentation of the CSC Roadmap |
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▪ Social Marketing of CSC Programs and Projects |
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* Media blitz on exemplary deeds of contemporary heroes and HAP awardees and service values |
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▪ Regular TV/Radio Programs |
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3. IT Strat Plan |
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▪ Infra Upgrading (CSCIS-CSC Information System) |
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▪ Development/Enhancement of IT Systems |
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▪ Data Security (Defend Back-up and restore data program) |
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▪ website management |
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▪ eMonitoring (GForge & Dashboard) |
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▪ eKnowledge |
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▪ Nationwide Teleconferencing (Voice over internet protocol) |
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▪ Digitization |
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▪ eReportorial System (Data Sharing of Reports) |
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▪ PIDS (Personnel Information Database System) |
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▪ Financial IT Systems (Engas, eReceipt) |
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▪ DTMS (Data Tracking Management System) |
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▪ Database Buildup |
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▪ ePMS |
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* CSC-wide case tracking system |
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4. Manual of Operations |
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▪ Delegation of Authority (RO/CO Authority) |
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▪ Protocol |
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▪ Delineation of Functions |
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5. Internal Control |
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6. Records Management |
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7. Construction of RO/FO Buildings |
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* ARMM |
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* FOs in club 20 |
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* FOs with lots |
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* FOs without lots |
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8. Improvement and maintenance of building/grounds/facilities |
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9. Policy Research, Formulation and Review |
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10. Financial Portfolio |
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▪ Fiscal Autonomy Maximization |
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![[ View Map ]](http://www.csc.gov.ph/cscweb/images/cscmap.gif){kind=link}