Reassignment and Constructive Dismissal in the Civil Service

Giving employees work rotations or reassignments from time-to-time is healthy and in fact encouraged by most management gurus to promote employee satisfaction and development.

In the Philippine civil service (career or non-career), reassignment of employees appointed to first level (non-professional/sub-professional) and second-level (professional/technical/scientific) positions is governed by CSC Memorandum Circular No. 2, s. 2005. The MC gives the guidelines in order to determine if a reassignment is valid or not. Continue reading


Three-Salary Grade Limitation in Promotions and Transfers

climbing-the-career-ladder The 3-salary grade limitation provided under Item 15 of CSC MC No. 3, s. 2001 or the Revised Policies on Merit Promotion Plan instructs that no government employee may be promoted or transferred to a position which is more than 3-salary grades from his original position. Continue reading

Mrs. and Hating It?

In a couple of days, my best  friend will be getting married. Judging from gty_marriage_divorce_ll_110819_wgher recent Facebook posts, she is *thrilled* at the thought of transitioning from a Miss to her fiance’s Mrs.  Well, I guess all other girls who will be saying their “I DO’s” soon have, at one point, practiced signing their future married names. Continue reading

The Publication Law

image taken from

image taken from

Many want to be employed in the government  because of the stability it provides but with the number of aspirants, the competition can be really tough. To get a step forward in your search, it helps to know which government agency needs you.

Republic Act No. 7041, more popularly known as the “Publication Law”, mandates the publication of existing vacant positions in the government. This law was passed in June 5, 1991 with the goal of promoting “efficiency in the allocation of personnel in the civil service.” More than that,  it hoped to achieve “transparency and equal opportunities in the hiring and recruitment of new personnel” by letting everyone know the positions which are available for filling in.  However, the following positions are not required to be published even when there exists a vacancy:

1. Primarily Confidential positions or those which require “close intimacy” or complete trust and confidence between the appointee and the appointing authority such as executive assistants, security officers, personal drivers, and private secretaries; Continue reading