Aligned with its objective of providing excellent HR processes, the CSC is pursuing ISO 9001:2008 Certification.


What is ISO?

ISO is a voluntary organization that develops and publishes international standards. Its goal is to provide international standards (or requirements/specifications/ guidelines) for products, services, technologies, processes or systems. Standards help make industries and organizations more efficient, productive, and globally competitive.


ISO stands for International Organization for Standardization. Because ISO would have different acronyms in different languages (ex. IOS in English, OIN in French for Organisation internationale de normalization), the organization decided to give it the short form ISO. ISO is derived from the Greek word isos, meaning equal.


What is ISO 9001:2008?

ISO 9001:2008 is a standard belonging to the ISO 9000 family of standards, which deals with Quality Management. ISO 9001:2008 guides organizations on how to define and standardize processes. The results:

  1. Internal procedures are controlled and consistent.
  2. It becomes easier to identify and solve problems, thus leading to continual improvement.
  3. Clients will receive consistent, good quality service.


What is ISO 9001:2008 certification?

When we say that an organization is certified to ISO 9001:2008, it means it has been audited by a third party Certification Body and has been found compliant with the requirements of the said standard.


Why does the CSC need to be certified?

Achieving ISO 9001 certification is similar to having a “quality seal” which the CSC can use to prove to its customers and stakeholders that it complies with an internationally-accepted standard. Through certification, the CSC will be known as an organization that commits to quality service, and thus, will achieve a higher level of trust and credibility from the public.


Which of CSC’s functions or procedures are ISO 9001-certified?

Four core functions have already been certified – Examinations (particularly Test Administration and Design), Appointments Processing, Cases Adjudication, and External Training Service Provision (Civil Service Institute training processes).


We, the officials and employees of the Civil Service Commission, commit to:

Serve you promptly, efficiently, and with utmost courtesy by authorized personnel with proper identification from Mondays to Fridays, 8:00 a.m. to 5:00 p.m., without noon break;

Ensure strict compliance with service standards, with written explanation for any delays in frontline services;

Respond to your complaint about our services the soonest or within the day through our complaint and assistance desk and take corrective measures;

Value every citizen’s comments, suggestions, and needs, including those with special needs such as the differently-abled, pregnant women, and senior citizens; and

Empower the public through 24/7 access to information on our policies, programs, activities and services through our website ( [or RO/FO website]), TextCSC (0917-8398272 [or RO/FO TextCSC number]).

                                                             All these we pledge,
                                                     because YOU deserve no less.

The civil service system in the Philippines was formally established under Public Law No. 5 ("An Act for the Establishment and Maintenance of Our Efficient and Honest Civil Service in the Philippine Island") in 1900 by the Second Philippine Commission. A Civil Service Board was created composed of a Chairman, a Secretary and a Chief Examiner. The Board administered civil service examinations and set standards for appointment in government service. It was reorganized into a Bureau in 1905.
The 1935 Philippine Constitution firmly established the merit system as the basis for employment in government. The following years also witnessed the expansion of the Bureau’s jurisdiction to include the three branches of government: the national government, local government and government corporations.
In 1959, Republic Act 2260, otherwise known as the Civil Service Law, was enacted. This was the first integral law on the Philippine bureaucracy, superseding the scattered administrative orders relative to government personnel administration issued since 1900. This Act converted the Bureau of Civil Service into the Civil Service Commission with department status.
In 1975, Presidential Decree No. 807 (The Civil Service Decree of the Philippines) redefined the role of the Commission as the central personnel agency of government. Its present mandate is derived from Article IX-B of the 1987 Constitution which was given effect through Book V of Executive Order No. 292 (The 1987 Administrative Code). The Code essentially reiterates existing principles and policies in the administration of the bureaucracy and recognizes, for the first time, the right of government employees to self-organization and collective negotiations under the framework of the 1987 Constitution.