| Examination and Recruitment in the Third Level |
| The third level is composed of the bureaucracy’s senior managers
and administrators. Generally speaking, all managerial positions above Division
Chief are classified as third level positions. |
| The Philippine bureaucracy’s corps of senior executives fall into
two categories: The career and non-career. The notable difference between the two is
that career executives enjoy security of tenure; non-career people do not. |
| The non-career service is composed of positions expressly declared
by law to be in the non-career service; or those whose entrance in the service is
characterized by: |
| 1. |
entrance on bases other than those of the usual test of merit and fitness; and |
| 2. |
tenure which is limited to a period specified by law |
| There is no formal recruitment and screening mechanisms involved
in the hiring of non career executives. Consequently, there is no accurate data on
their qualifications. They are usually hand-picked choices of the political leadership
on the basis of trust and confidence and demonstrated experience, including experience
in the private sector |
| Of the 9,831 third level positions, 50% are classified as career
executive positions. |
| One may qualify for appointment to a third level position by
obtaining a CSE eligibility. The CSE eligibility process is administered by the CSC. |
| The Career Service Executive Examination (CSEE) is composed of
a written examination and an interview. Those who pass the written test undergo the
interview by the CSC officials. Only those who pass the interview as well will be
conferred a Career Service Executive Eligibility. |
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