CPro Announcement No. 01, 2017


The Civil Service Commission (CSC) announces the conduct of the: 


The schedule of activities of the program and the corresponding fees are, as follows:




Online Registration

Feb 8 – Feb 28, 2017

PhP 1,200.00

Pre-Qualifying Test (PQT)

March 29, 2017

Release of Result of PQT


Note: Only those who will pass the Pre-Qualifying Test (PQT) shall be required to attend the orientation of RPL candidates and to proceed to portfolio building and competency assessment.

May 9, 2017

Orientation for RPL Candidates

May 19, 2017

PhP 27,900.00

Portfolio Build-up

May 22 – Aug 22, 2017

Midpoint Monitoring Sessions

June 20, 2017 

July 20, 2017

Deadline of Submission of Portfolio to ERPO

Aug 31, 2017

Competency Assessment

-       Portfolio Review (PR)

-       Behavioral Event Interview (BEI)

-       Written Test

Sep 1 – Nov 29, 2017




Oct 4, 2017

Post Evaluation with Candidates

Dec 5, 2017

Release of Assessment Results

Jan 30, 2018

Awarding Rites

1st Quarter of 2018

Note:     Acceptance of online registration shall be on a FIRST-COME, FIRST-SERVED basis and shall be closed any time before February 28, 2017.   

The guidelines that follow shall be observed in the conduct of the CPro-RPL (Batch 2). 


The CPro is a program offered by the Civil Service Commission as an alternative mode of satisfying the qualification standards for division chief and executive/ managerial positions where the educational requirement is a Master’s Degree, provided that the other requirements are also met.  It is designed to equip government leaders/managers with the five (5) leadership competencies,  such as Thinking Strategically and Creatively, Leading Change, Building Collaborative, Inclusive Working Relationships, Managing Performance and Coaching for Results, and Creating and Nurturing High Performing Organization,  as a means towards enhancing their effectiveness in leading their respective organizations. 

Candidates for the RPL Track are expected to have already acquired the targeted competencies through previous real-life work experiences.    


Applicants for the program shall be considered based on the following priorities: 

Priority 1:  Those who are designated as Officer-in-Charge to Division Chief or equivalent positions due to lack of master’s degree; 

Priority 2:    Those being considered for the Division Chief or Executive/ Managerial positions;  and 

Priority 3:   Those in the private sector planning to establish a career in the public sector. 


Application for the program is through online registration. Please visit our website at www.csc.gov.ph then click the Online Registration for Leadership and Management Certification Program (CPro) Recognition of Prior Learning (RPL) – Batch 2) to register.  


The Pre-Qualifying Test (PQT) and the Competency Assessment for the CPro-RPL Track shall be conducted in the CSC-Central Office, Constitution Hills,  Quezon City.  A Notice of Examination shall be sent to the candidates through email.



A pre-qualifying test shall be administered to registrants to determine who among them could directly proceed to competency assessment.  The Pre-Qualifying Test (PQT) consists of the following: 

1. Multiple Choice (MC) is a two-hour general ability test consisting of 100 multiple choice-items.  The test covers the five (5) leadership and management competency areas, namely: Thinking Strategically and Creatively (TSC), Leading Change (LC), Building Collaborative, Inclusive Working Relationships (BCIWR), Managing Performance and Coaching for Results (MPCR), and Creating and Nurturing High Performing Organization (CNHPO),  with 20 percent weight allocation for each competency area.

2. Essay Test (ET) -  is a 1-hour test consisting of four (4) questions relating to leadership and management competencies.  The following criteria shall  be adapted in rating the test:  a)  Organization/Cohesiveness (30%); b) Clarity and Conciseness (20%);  and c) Substance (50%).   

The result of PQT shall be released on May 9, 2017. 


Candidates who will pass the Pre-Qualifying Test shall proceed to the next phase of the program which is a 90-day Portfolio Building.  They will attend an orientation which includes a module on Portfolio Building in order to be   equipped with the necessary concepts and skills to build portfolios of competencies that were demonstrated in the course of their previous work experience.

In building their portfolio,  they need to cite instances from their work history in which the targeted competencies were displayed. Evidence manifesting the targeted competency should be recent,  or within the last three (3) years.       


The CPro candidates shall be subjected to competency assessment which is composed of three (3) parts with the following weight allocation:

1. Written Test (10%)

To establish conceptual grounding of the candidate on the competency being assessed.

2. Portfolio Review (50%)

To establish the candidate’s capability to demonstrate the leadership competencies in the workplace with appropriate sets of evidences through the portfolio of actual work experiences with appropriate sets of evidence that demonstrate the leadership competencies.

3. Behavioral Event Interview (40%) 

To establish the candidate’s actual experience in applying the competency being assessed.


1. A candidate, after having successfully passed the assessment on all of the five Leadership Competencies required in this Program,  shall be conferred a Certificate of Leadership and Management.

2. A candidate who passed at least three (3) leadership competency areas out of the five shall be given an opportunity to undergo a supplemental assessment in the failed competency area/s within one-year period from notice.



The Civil Service Commission uses a highly reliable system to detect cheats.

Any form of cheating in any civil service examination shall be a violation of Republic Act No. 9416, and any person found guilty shall be administratively and criminally liable. The forms of cheating are, as follows: 

1.   Use of “codigo” in any form (written on any material or in digital form)

2.   Impersonation

3.   Employing a person who may provide examinees with answers

4.   Collusion between examinees and examination administrators

5.   Examinee number switching

6.   Such other acts of similar nature which facilitate the passing of examination, including possession and/or use of fake Certificate of Eligibility



Director IV
Examination, Recruitment and Placement Office

>> View PDF File


The Civil Service Commission (CSC) plays a significant role in the good governance and anti-corruption efforts of the government, being the lead agency in the implementation of Republic Act No. 9485 or the Anti Red Tape Act of 2007 (ARTA). 

The CSC’s Integrated Anti Red Tape Program (iARTA), a loop of initiatives, serves as its primary tool to combat bureaucratic red tape. iARTA dares government agencies to change mindsets and reverse the old service delivery model that puts primacy on the agency by  instead placing citizens at the center of service delivery. iARTA helps curb red tape and corruption as it:

- Expands access to public service information that matter through the Citizen’s Charter;

- Addresses the needs of citizens for efficient services by attending to requests ranging from simple information to complex government support services through the Contact Center ng Bayan (CCB) which services 8888 Citizens’ Complaints Hotline;

- Maximizes participation and exacts accountability by collecting feedback on quality of services through the Report Card Survey (RCS);

- Provides technical assistance to government agencies to improve services through the Service Delivery Excellence Program; and

- Rewards agencies that have shown consistent high quality services with the Citizen’s Satisfaction Center Seal of Excellence 

From 2010-2016, several agencies were subjected to the RCS.  Selection of target agencies was based on high-density transactions and number of complaints or feedback received. Focus was also given to local government units and agencies providing social services. 

The RCS measures service offices’ compliance with the provisions of ARTA such as posting of the Citizen’s Charter, anti-fixer initiatives, wearing of ID and/or having nameplates for service providers, attended Public Assistance and Complaints Desk, and observance of the No Noon Break Policy. 

It also determines overall client satisfaction in terms of overall service quality of the agency, and perception on physical setup and basic facilities of the office. 

In support of the next Philippine Development Plan 2017-2022 which envisions a Citizen-Centered, Clean and Efficient Delivery of Public Goods and Services, the CSC partners with the National Competitiveness Council in using iARTA as a tool to improve the country’s global competitiveness ranking. For 2017, government offices identified under the Ease of Doing Business Indicators will go through the RCS, specifically in the areas of Starting a Business, Dealing with Construction Permits, Registering a Property, Trading Across Borders, and Paying Taxes.

>> 2016 ARTA RCS Result



Deadline is on MARCH 31, 2017 

HAP – Honor Awards Program. Hero ang Public Servant.

The Honor Awards program is an annual undertaking of the Civil Service Commission that recognizes government officials and employees who have displayed outstanding work performance. The conferment of honor awards aims to motivate or inspire government employees to improve the quality of their performance and instill deeper involvement in public service.

The search culminates with the recognition and conferment of awards to deserving public servants during the celebration of the anniversary of the Philippine Civil Service in September. The awards ceremony is conferred by the President of the Republic of the Philippines as the highest official, or the Executive Secretary should the President be unable to grace the event. There are three award categories: The Presidential Lingkod Bayan and CSC Pagasa Awards for work performance and Dangal ng Bayan for ethical behavior. These are the highest honor a civil servant could receive in his or her career in public service.

HAP was established in June 19, 1959 through Section 27 of Republic Act No. 2260 as the Employee Suggestions and Incentives Awards System (ESIAS).  More than 50 years later, the CSC continues to hold the Annual Search for Outstanding Government Workers to recognize and reward the best in the Philippine government.

Click here for the nomination forms, checklist, guidelines, poster, and streamer are uploaded at http://www.csc.gov.ph/2014-02-21-08-16-56/2014-02-21-08-18-22/2014-06-23-08-25-53/2014-06-23-09-20-35.





The Civil Service Institute (CSI), the research and training hub of the Civil Service Commission, is pleased to announce the training schedule for the months of February, March, and April. The CSI offers high impact, competency-based training and value-driven courses for civil servants. Among these are courses which aim to build and strengthen the competencies of HR practitioners towards public service excellence.

The Leadership and Foundation Programs for the months of February, March, and April of 2017 are as follows:

Training Programs Schedule

Training Fees (Per schedule)

Leadership and Management Certification Program (CPro) February 24-March 10 Php57,400.00
Ethical Leadership

February 7-9
April 5-7

SPMS for Leaders February 14-15 Php5,000.00
Manager's Role in Capacity Building February 22-23 Php5,000.00
Mentoring and Coaching for Leaders March 8-9 Php5,000.00
CSI Leadership Series March 15 Php5,000.00
Succession Planning for Leaders March 29-30 Php5,000.00
Women in Leadership Development April 5-6 Php5,000.00
The Transformative Leader in the Public Sector April 18-29 Php25,000.00
4 Cs of Change Management for Leaders April 26-27 Php5,000.00

The Human Resource Management Programs for the months of February, March, and April of 2017 are as follows:

Training Programs Schedule

Training Fees (Per schedule)

Strategic HR February 8-10 Php7,500.00
 Workplace Learning and Development February 14-16
March 22-24 
Recruitment, Selection, and Placement System February 22-24
April 19-21
Learning Measurement and Evaluation March 7-8 Php5,000.00
Mentoring and Coaching March 14-15 Php5,000.00
Competency-Based HR March 16-17 Php5,000.00
Facilitators Training on Open Space Technology March 21-22 Php5,000.00
Career Development Program and Succession Management March 29-31 Php7,500.00
Learning and Development Planning April 4-5 Php5,000.00
Strategic Performance Management System (SPMS) April 26-28 Php7,500.00

Interested participants are advised to register online by clicking on the desired training event. You may also coordinate with the course administrators of CSI at telephone numbers 931-4182 or 931-7935/39 locals 301-302 and fax number 931-8019 for further queries.