Republic of the Philippines
Civil Service CommissionCivil Service CommissionVacancy Announcement Board

A transparent, merit-based process

Recruitment Procedure

Prepare the documentary requirements, review the vacancy carefully, and submit through the designated CSC application facility. Vacancy-specific instructions take priority where requirements differ.

Prepare your files

Prepare the Documentary Requirements

Upload clear, complete, and legible documents in PDF format. Follow the vacancy notice for exact naming instructions.

01

Letter of Intent

Address the letter as directed in the vacancy notice and identify the position title and plantilla item number.

LET_Surname_Position.pdf
02

Personal Data Sheet + Work Experience Sheet

Use the current CSC-prescribed forms, complete all required fields, and include required signatures and dates.

PDSWES_Surname.pdf
03

Performance Rating

Include the latest performance rating when applicable, following the vacancy instructions.

PR_Surname.pdf
04

Certificate of Eligibility / Rating / License

Submit the appropriate CSC eligibility, board rating, or professional license that meets the qualification standard.

COE_Surname.pdf
05

Transcript of Records

Submit the scholastic record required for the position.

TOR_Surname.pdf
06

Training Certificates

Submit relevant training and learning certificates that support the required qualification.

TRNG_Surname.pdf
07

Designation Orders

Government employees should include relevant designation or appointment orders when required by the vacancy.

DSGN_Surname.pdf

Complete the application

Review the Vacancy and Submit Online

01

Review the Vacancy

Read the details and qualification standards carefully.

02

Prepare and Upload Documents

Prepare the required PDF files in the requested format.

03

Review and Confirm

Check the information and documents before final submission.

04

Submit Application

Use the application link on the canonical vacancy page and await instructions.

Process order

How the Recruitment Process Works

This sequence explains recruitment stages; it is not an applicant-status tracker.

01

Publication and Pre-Qualifying Assessment

Vacancies are published and submissions are reviewed for minimum qualifications.

02

Evaluative Assessment

Qualified applicants undergo the assessment methods authorized for the position.

03

Hiring Decision and Contingent Requirements

Successful candidates proceed to endorsement and required appointment documentation.

01 · Pre-Qualifying

  • Publication within the approved period
  • Completeness and qualification review
  • Applicant communication through official channels
  • Non-qualifying applicants informed of the result

02 · Evaluative Assessment

  • Authorized tests, interviews, or work samples
  • Scores consolidated using the approved system
  • Minimum ratings applied consistently
  • Candidates ranked for endorsement

03 · Hiring Decision

  • Results endorsed to the appointing authority
  • Successful candidate completes contingent requirements
  • Appointment documentation completed
  • Official notice issued through the responsible office

Position-specific pathways

Assessment Path by Position Level

CSC vacancies use materially different assessment paths depending on the position level. Qualified applicants receive the applicable official instructions from the responsible CSC office.

01

Rank-and-File Positions

Rank-and-File Assessment Path

First- and second-level positions below the Director level, including non-supervisory and supervisory positions.

  1. Pre-ScreeningMinimum qualifications and complete submissions are reviewed.
  2. Functional Examination / Work Sample / Skills AssessmentThe approved job-relevant assessment is administered.
  3. Meet Prescribed Assessment ThresholdApplicants who meet the prescribed assessment threshold proceed.
  4. BEI / EOPT / Background InvestigationApplicable succeeding assessments are conducted.
  5. Comparative Assessment / HRMPSB ProcessQualified candidates are comparatively assessed.

Assessment thresholds and mission-critical competency rules are applied under the governing procedure; no universal percentage is stated on this public guide.

02

Director II and Director III

Professional Career Portfolio (PCP)

A competency-evidence portfolio through which applicants demonstrate how they have manifested the competencies required for the Director II or Director III position, supported by appropriate evidence.

  1. Pre-ScreeningMinimum qualification and submission review.
  2. Complete PCPPrepare competency stories and supporting evidence.
  3. OHRMPSB/OHRMD Validation + Background InvestigationEvidence and relevant background information are validated.
  4. HRMPSB PCP Assessment / CalibrationManifestations are assessed and may be calibrated.
  5. Pass in Required CompetenciesPASS in the required eight competencies is needed to proceed.
  6. Behavioral Event InterviewShortlisted applicants proceed to the BEI.
  7. Comparative Assessment / HRMPSB ProcessResults inform the comparative assessment.
How the PCP is assessed
  • Competency stories or manifestations are assessed as PASS or FAIL.
  • The assessment is used to shortlist or pre-qualify applicants for the Behavioral Event Interview.
  • HRMPSB calibration may be conducted to arrive at a collective rating.
  • A FAIL rating may be subject to further HRMPSB deliberation consistent with the governing procedure.
03

Director IV and Assistant Commissioner

In-Depth Validation Process

Executive-level applicants complete two equally weighted validation components before proceeding to the Behavioral Event Interview.

  1. Pre-ScreeningMinimum qualification and submission review.
  2. In-Depth ValidationWritten Examination and Live Video Response.
  3. Pass Both ComponentsBoth components must be passed before the BEI.
  4. Behavioral Event InterviewQualified applicants proceed to the BEI.
  5. Comparative Assessment / HRMPSB ProcessResults inform the comparative assessment.

Written Examination

Format
One analytical essay question
Duration
60 minutes
Purpose
Assess analytical thinking, strategic insight and written communication.

Assessment dimensions: Analytical Depth, Content Relevance, Strategic Insight, Organization, and Language Use.

Live Video Response

Format
One management or leadership question
Preparation
5 minutes
Delivery
5 minutes
Purpose
Evaluate communication skills, executive presence and leadership judgment.

Assessment dimensions: Communication Clarity, Executive Presence, Leadership Thinking, and Responsiveness.

The Written Examination and Live Video Response assess different executive competencies, carry equal weight, and must both be passed. The approximate total duration of the In-Depth Validation Process is one (1) hour and ten (10) minutes.

Depending on the applicable path

Common Succeeding Assessments

These assessments may apply depending on the position and assessment path. Official instructions identify which stages apply to an applicant.

Behavioral Event Interview (BEI)

A structured interview that examines job-relevant behaviors and demonstrated competencies.

Ethics-Oriented Personality Test (EOPT)

An assessment used, when applicable, to support evaluation of ethics-oriented work attributes.

Background Investigation (BI)

Verification of relevant background information consistent with the applicable recruitment procedure.

What Happens During Assessment

Qualified applicants receive official instructions for the approved assessment methods, schedule, venue, and any materials they need to prepare.

Reasonable Accommodation

Applicants who need reasonable accommodation should contact the CSC office identified in the vacancy notice as early as possible.

Turnaround Guide

Timelines vary by vacancy and assessment method. Applicants should rely on the publication period and official notices issued by the responsible CSC office.

Official Reference

Use current official CSC forms and policy resources; do not rely on unofficial copies.

Open Applicant Resources