Supreme Court E-Library
Information At Your Fingertips

Rationale for the CESO Pool

Presidential Decree No. 1 dated 24 September 1972 as amended, provides that:

1.      The Career Executive Service (CES) is created to form a continuing pool of well-selected and development-oriented career administrators who shall provide competent and faithful service;

2.      Members of the CES may be reassigned or transferred from one position to another and from one department, bureau or office to another, provided that said reassignment or transfer is made in the interest of public service and involves no reduction in rank or salary;

3.      There shall be a continuing program of training and career development for members of the Career Executive Service.

II

Objectives

This program will create a pool of talent and expertise drawn from Career Executive Service Officers (CESOs) whose participation is either voluntary or involuntary.

1) To serve as a safeguard to instability brought about by a change in administration, and to provide an alternative mechanism to promote mobility that protects one’s security of tenure and at the same time enhances career and professional development of a CESO.

2) To restore confidence in the CES, maximize CESO performance and showcase innovations and best practices.

3) To provide opportunity to develop, experiment and apply better systems and procedures for performance measurement and assessment.

4) To provide support mechanism for CESOs whose careers and tenure are at risk. They will be provided a venue for capability building and enhancement and an opportunity to prove their worth.

5) To clarify the implementing guidelines on the administration of the Career Executive Service Officer (CESO) Pool and broaden its concept.

III

Premises

The following premises regarding the CESO Pool shall prevail:

A.        Coverage

These guidelines shall apply to all Career Executive Service Officers or CESOs. CESOs are those who possess CES eligibility and have been appointed to CES ranks by the President.

B.        Modes of Entry into the Pool

While the CESO Pool has been designed to accommodate both voluntary and involuntary participation of CESOs, priority in the admittance to the Pool shall temporarily be limited to those requests made by the Head of Agency.  Voluntary participation is limited to those invited by the CSC/CESB Chairperson for a specific project or undertaking and to those who voluntarily apply to the Pool (i.e., CESOs who would want to go on sabbatical leave), subject to prior approval of the agency head. Voluntary application shall be in accordance with the policy on sabbatical leave program as provided for under Career Executive Service Board (CESB) Circular No. 2 series of 2000.

C.        Delineation of Modes of Entry into the Pool

1.      Voluntary Participation in the CESO Pool

a.      Voluntary participation of a CESO in the CESO Pool shall refer to the following:

aa.       A CESO invited by the Civil Service Commission (CSC)/Career Executive Service Board (CESB) Chair with the corresponding endorsement from the head of agency to join the pool for a specific project or undertaking; and

bb.       A CESO who would want to go on sabbatical leave or for other similar reasons.

b.      This mode of entry into the CESO Pool shall be limited to the following personnel actions:

aa.       Detail which involves the temporary movement of a CESO from one department or agency to the CESO Pool, which does not  involve the reduction in rank, salary or status or loss of position; and

bb.       Secondment which involves the movement of an employee from one department or agency to the CESO Pool which is temporary in nature, which may or may not require the issuance of an appointment and which may involve increase in compensation and benefits. Acceptance, however, should be voluntary on the part of the CESO.

c.       During the prescribed period of detail or secondment, the mother agency can only appoint an Officer-in-Charge (OIC) to the post temporarily vacated by the CESO placed in the Pool.

2.      Involuntary Participation in the CESO Pool

a.      Involuntary participation in the CESO Pool shall refer to the following:

aa.       A CESO who is placed in the Pool for cause;

bb.       A CESO who is placed in the Pool for want of capacity to perform his/her respective duties and responsibilities;

cc.       A CESO who has lost the confidence of his/her agency head; and

dd.       A CESO who differs with the policy directions of his/her agency head.

b.      This mode of entry into the CESO Pool shall be limited only to transfer.  A transfer of a CESO to the CESO Pool shall have the following effects:

aa.     A CESO who is transferred to the CESO Pool shall be deemed to have vacated his/her position in the mother agency upon placement in the Pool.  However, as part of the transition, the mother agency shall pay the first three (3) months’ salary of a CESO placed in the Pool.  The mother agency may hire a replacement of the CESO even within the three months if it has sufficient savings;

bb.     During the six-month period in the Pool, a CESO may be transferred from the Pool to another agency; and

cc.     A CESO who accepts a co-terminus position shall be deemed to have automatically lost the security of tenure attached to his/her rank.

3.  In both voluntary and involuntary participation in the CESO Pool, a CESO shall be automatically under the direct supervision of the CSC/CESB Chairperson while he/she is in the Pool.

D.        Duration of Placement in the Pool

1.      Voluntary

a.  The duration of placement of a CESO who is placed in the Pool upon the invitation of the CSC/CESB Chairperson shall depend on the agreement between the CSC/CESB Chairperson and the head of agency in which the CESO belongs;

b.  The duration of placement of a CESO who applied to the CESO Pool shall be subject to the rules on sabbatical leave.

2.      Involuntary

The duration of placement in the CESO Pool shall be for a maximum period of six (6) months. In extremely meritorious situations, however, the period may be extended for another six (6) months.  Within such period, the CSC through CESB, shall endeavor to match the available expertise with the existing demands within the bureaucracy.

E.        Payment of Salaries, Benefits and Allowances while in the CESO Pool

1.      Voluntary

a.  Payment of salaries, benefits and allowances of a CESO requested/invited by the CSC/CESB Chair to join the Pool for a specific project or undertaking shall be shouldered by the CESO Pool fund.

b.  Payment of salaries, benefits and allowances of a CESO who avails of the CESO Pool to go on sabbatical leave shall be shouldered by his/her mother agency.

2.      Involuntary

Agencies requesting/endorsing placement of a CESO in the Pool shall shoulder his/her salaries, including benefits and allowances as provided by law for the first three (3) months of his/her stay in the Pool.  Thereafter, payment of his/her salaries, including benefits and allowances shall be sourced from the Pool fund until such time that an appropriate match is found and arranged.

In cases where a participant comes from an agency which is exempt from the Salary Standardization Law (SSL), payment of his/her compensation by the Pool shall be limited only up to what is allowed for his/her rank or position under the SSL.  The difference shall be paid by his/her mother agency.

F.         Expectations from a CESO While in the CESO Pool

A CESO whether placed voluntarily or involuntarily in the Pool shall meet the following expectations:

1.      Strict Observance of the Prescribed Office Hours

A CESO shall strictly observe the prescribed office hours while in the Pool.  A daily attendance record shall be maintained.  It shall be signed by the CESO concerned and countersigned by the CSC/CESB Chairperson at the end of the month.

2.      Strict Observance of Approved Leave of Absence

When taking a leave while in the Pool, a CESO shall file a leave of absence and have the same approved by the CSC/CESB Chairperson in advance of its effective date, in case of a vacation leave of absence, or immediately upon the official’s return from leave, in case of sick leave of absence.

The Omnibus Rules Implementing Book V of Executive Order No. 292 and Other Pertinent Civil Service Laws on Government Office Hours and Leave of Absence shall apply suppletorily to a CESO in the Pool.

G.        Additional Expectations from a CESO Involuntarily Placed in the CESO Pool

A CESO who is involuntarily placed in the Pool shall:

1.      Formulate a Work Plan

A CESO who is in the Pool shall formulate a work plan to be approved by the CSC/CESB Chairperson.  This work plan shall vary depending on the 1) capability and expertise of a CESO; 2) areas for improvement of a CESO and 3) requirements of the office of the CSC/CESB Chairperson.  A work plan shall include 1) specific programs, projects and activities; 2) impact indicators and target outputs for identified programs, projects and activities; and 3) timeframe set to accomplish identified programs, projects and activities.

2.      Undergo Performance Evaluation

The performance of a CESO during his/her stay in the Pool shall be evaluated in accordance with 1) the output based on the assigned work plan; 2) job-related behavior in accomplishing the assigned work plan and 3) interventions for capability building and/or enhancement to address previously identified areas for improvement.

H.        Grounds for Terminating the Services of a CESO Involuntarily Placed in the CESO Pool

A CESO involuntarily placed in the Pool, may be dismissed for cause and after due process, or terminated for poor attendance or performance pursuant to existing Civil Service rules and regulations.

I.          Scenarios that May Take Place During or at the End of the Placement in the CESO Pool

1.  A CESO who is voluntarily placed in the CESO Pool is reverted back to his/her mother agency.

2.  For a CESO who is involuntarily placed in the CESO Pool, any of the following scenarios may take place during or at the end of the placement in the Pool:

a.         A CESO is reverted back to his/her mother agency in case there is a plantilla item that is vacant and available.

b.         A CESO is permanently transferred to another agency in case there is a vacancy in the agency interested in enlisting his/her services.

c.         A CESO is dismissed from the service if found guilty of an offense punishable by dismissal or terminated from the service for poor attendance or for poor or unsatisfactory performance or stripped of rank in case of transfer to a position that is co-terminus in nature.

J.         Limits as to the Number of CESOs to be Placed/Accommodated in the Pool

1.  In any given year, each agency may nominate up to a maximum of one percent (1%) of the total number of their CESOs to the Pool.  However, accommodation to the Pool shall be subject to the absorptive and financial capacity of the Pool.

2.  As a rule, the Pool may accommodate up to a maximum of twenty (20) CESOs at any given time provided that it does not exceed the yearly budget allocation by DBM.

IV
Mechanics

A.        Voluntary Placement in the CESO Pool

The following procedures shall apply to CESOs who are voluntarily placed in the CESO Pool.

1.         Upon the invitation of the CSC/CESB Chairperson for placement in the CESO Pool, the CESO concerned shall submit to the CSC/CESB Chairperson an acceptance letter, duly noted by his/her head of agency, expressing his/her acceptance of the invitation. Moreover, a CESO may also apply for placement in the CESO Pool by submitting to the CSC/CESB Chairperson his/her letter application together with the approval or endorsement of his/her agency head.

2.         The CSC/CESB Chairperson shall call all concerned parties to a conference for 1) the signing of pertinent documents; and 2) for an orientation/leveling-off on the rights and obligations of all parties with respect to the new arrangement.

3.         The CESB Secretariat shall ensure that all necessary documents are prepared to effect the arrangements, such as but not limited to:

a.      Office Order from the mother agency (in case of detail); or

b.      Memorandum of Agreement between the mother agency and the receiving agency (in case of secondment).

B.        Involuntary Placement in the CESO Pool

The following procedures shall apply to CESOs who are involuntarily placed in the CESO Pool:

1.         The Head of Agency shall inform:

a.  the CESO in writing of his/her intention to place the CESO in the Pool; and

b.  the CSC/CESB Chairperson in writing of his/her decision to place the CESO in the Pool.  The letter should contain the following:

aa.  Reasons for placing the CESO in the Pool;

bb.  Date of effective placement (which should in no case be less than one month from the date of CSC’s receipt of the letter);

cc.  Description of the CESO’s expertise/skills which can be utilized in the Pool including his/her strengths and weaknesses; and

dd.  Assessment of the CESO’s performance in the exercise of his/her duties for the last two years.

The concerned CESO shall be furnished a copy of the said letter.

2.  Within fifteen (15) days, the CESO may contest his/her placement in the Pool through written communication addressed to the CSC/CESB Chairperson.  In such cases, the CSC/CESB Chairperson shall intervene to facilitate an arrangement that shall be to the best interest of the service and where applicable, the procedure laid down in #3 below shall be followed.

3.  If no appeal is received from the CESO, the CSC/CESB Chairperson shall, within fifteen (15) days, acknowledge the letter of the agency head and, thereafter, call all concerned to a conference to agree on the details of the placement:

a.  That the CESO will be transferred to CESO Pool until such time that an appropriate placement is found and arranged;

b.  That in no case shall the CESO stay in the Pool for more than six (6) months;

c.  That within the six-month stay of the CESO in the Pool, the CSC Chairperson shall:

aa.  Exercise supervision over the concerned CESO;

bb.  Assign to the CESO special projects/specific undertakings that will benefit most from his/her expertise;

cc.  Evaluate the CESOs performance on the assigned task.

4.  While in the CESO Pool, the CSC/CESB Chair may make representation with other department or agency heads for possible transfer of the CESO to their departments/agencies.

5.  When the choice is made, the CESB Secretariat shall ensure that appointment papers are issued by the receiving authority/appointing authority to transfer the CESO from the CESO Pool to another agency

V
CESO Pool Committee

The CSC/CESB Chairperson shall, as the need arises, create a CESO Pool Committee that shall assist the CSC/CESB Chairperson in the efficient management of the Pool.

VII
Administration and Supervision

While over-all accountability for the CESO Pool shall rest with the CSC/CESB Chairperson, the specific roles and responsibilities with respect to the administration of the CESO Pool shall be delineated as follows:

1.  The Civil Service Commission shall be responsible for the fund management as well as the placement of and supervision over the CESOs in the Pool.

2.  The CES Board shall formulate necessary policies (including performance evaluation standards) and draft the necessary guidelines for the efficient administration of the Pool.

3.  The CESB Secretariat shall render secretariat and technical support in the administration of the Pool and shall perform functions including but not limited to:

a.       maintaining an updated inventory of CESO’s skill/expertise and vacancies in government (forecasting/matching of supply and demand);

b.       executing and monitoring of Pool placements;

c.       processing of requests; preparation of pertinent documents/contracts/reports; and

d.       documentation.

VII
Funding

Salaries, allowances and other benefits including all other financial requirements in the administration of the CESO Pool shall be provided by the Department of Budget and Management (DBM) through the General Appropriations Act (GAA).

VIII
Repealing Clause

Joint CSC and CESB Circular No. 1 series of 2002 issued on 25 March 2002 is hereby superseded accordingly.

IX.
Effectivity of the New Guidelines

These guidelines shall take effect after fifteen (15) days from publication in a newspaper of general circulation.

Adopted: 10 Sept. 2002

(SGD.) KARINA CONSTANTINO-DAVID
Chairperson, Civil Service Commission
Chairperson, Career Executive Service Board