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Civil Service Eligibility Requirements for LGU Driver I and Driver II Positions (Philippines)

I. Overview

Local Government Unit (LGU) “Driver I” and “Driver II” positions are career service, first-level plantilla items within the Philippine civil service. Appointments to these posts must follow the merit and fitness principles under Article IX-B of the 1987 Constitution, the Administrative Code of 1987 (Book V), Republic Act No. 7160 (Local Government Code), Civil Service Commission (CSC) issuances (notably the Qualification Standards (QS) Manual and the Omnibus Rules on Appointments and Other Human Resource Actions (ORAOHRA), Revised), and the LGU’s CSC-approved Merit Selection Plan (MSP).

This article consolidates the eligibility rules—what kinds of CSC eligibility qualify, how eligibility interacts with driver’s licenses and other QS elements, and what exceptions and edge cases may apply.

II. Nature of the Positions

  • Career Service, First Level. Driver I and Driver II are non-policy-determining, non-confidential, non-coterminous positions that perform support/technical functions (e.g., transporting officials, operating/maintaining vehicles, keeping trip logs, basic vehicle care).

  • Salary Grades (typical).

    • Driver I: often SG 3 (some LGUs adopt SG 4).
    • Driver II: often SG 4 or SG 5, depending on the plantilla and approved QS.

    Note: Actual SGs and titles must match the LGU’s CSC-approved plantilla.

III. Eligibility vs. License vs. Other QS Elements

It is crucial to distinguish three separate requirements in the QS:

  1. Eligibility – proof of merit/fitness under the civil service system (e.g., CSC exam passers or granted eligibilities).
  2. License/Registration – Professional Driver’s License (PDL) from the LTO, usually listed under “training/other requirements” rather than “eligibility.”
  3. Education/Training/Experience – e.g., elementary/secondary education (depending on level), relevant training hours, and relevant experience (often 1 year for Driver II, sometimes none or minimal for Driver I).

An appointee must meet all QS components applicable to the position as approved for that LGU; eligibility is only one of them.

IV. Acceptable Civil Service Eligibilities for Driver I/II

Because Driver I/II are first-level positions, they may be filled by appointees holding first-level eligibilities (or higher). The following CSC eligibilities commonly satisfy the requirement, subject to the position’s approved QS and any restrictions stated in the grant:

  1. Career Service Sub-Professional (CSSP) Eligibility

    • Obtained via CSC Sub-Professional examination; valid for first-level positions across government, including Driver I/II.

  2. Career Service Professional (CSP) Eligibility

    • Higher than first-level; meets or exceeds the eligibility requirement for Driver positions.

  3. Driver Eligibility (Skills Eligibility – Category II)

    • A role-specific eligibility historically issued by CSC via memorandum circulars (commonly referenced as “Driver (MC 11, s. 1996 – Cat. II), as amended”).
    • Typically limited in scope to positions involving driving/vehicle operation (e.g., Driver, Automotive/Equipment Operator) and not a blanket pass for unrelated administrative posts.

  4. Barangay Official Eligibility (BOE)

    • Granted to qualified barangay elective officials per CSC rules; usable for first-level positions (subject to any grade caps in the grant). LGU Driver I/II commonly fall within those caps.

  5. Barangay Health Worker (BHW) Eligibility and Barangay Nutrition Scholar (BNS) Eligibility

    • Grants that can be used for first-level positions within specified salary grade ceilings; Driver I/II typically fall within those ceilings in many LGUs. Always check the precise cap stated in the grant.

  6. Honor Graduate Eligibility (PD 907) and RA 1080 (Bar/Board) Eligibility

    • These confer professional-level eligibility. They exceed first-level requirements and thus also qualify the holder for Driver I/II, provided all other QS are met.

Hierarchy rule: A higher eligibility (e.g., CSP, PD 907, RA 1080) satisfies the requirement for lower-level positions unless a circular specifically restricts its use.

V. Typical Qualification Standards Snapshot (for context)

Actual QS must match the CSC-approved standards for the specific LGU and position, but many LGUs use patterns like the following:

  • Driver I (First Level)

    • Education: Elementary school graduate (some LGUs require High School Graduate/K-12 equivalent).
    • Training: Often none to 4–8 hours relevant training (defensive driving, basic maintenance).
    • Experience: Often none to 6 months relevant experience.
    • Eligibility: CSSP, CSP, Driver (Cat. II), BOE, BHW/BNS (within caps), PD 907/RA 1080 (exceeds);
    • Other requirement: Professional Driver’s License.

  • Driver II (First Level)

    • Education: Typically High School Graduate/K-12.
    • Training: Often 8–16 hours relevant training.
    • Experience: Often 1 year relevant experience.
    • Eligibility: Same families as above (first-level or higher), with any grant-specific limitations observed.
    • Other requirement: Professional Driver’s License.

These are illustrative patterns only; always refer to the approved QS for the LGU and item.

VI. The Professional Driver’s License (PDL) Requirement

  • Separate from CSC eligibility. A PDL is an LTO credential and does not substitute for CSC eligibility.
  • Validity and restriction codes. The appointee must hold a valid PDL appropriate for the vehicle types used (e.g., light, medium/heavy vehicles).
  • Medical fitness and traffic record. LGUs often check recent traffic violations and medical fitness as part of pre-employment.

VII. Appointment Rules That Interact with Eligibility

  1. Permanent Appointment.

    • Requires full compliance with QS (education, training, experience, eligibility) at the time of appointment.

  2. Temporary Appointment (First-Level).

    • Permissible under the ORAOHRA when no eligible applicant is available, the appointee meets all other QS (education/experience/training & license), and the LGU documents non-availability of eligibles.
    • Temporary appointments are time-bound and non-tenurial; continued employment ordinarily requires acquisition of the appropriate eligibility and reappointment to permanent status when an eligible becomes available.

  3. Promotion vs. Reclassification.

    • Moving from Driver I to Driver II is generally a promotion (higher SG and/or broader responsibilities). The appointee must meet the higher QS (often more experience/training) and still possess acceptable eligibility.

  4. Probationary Period / Performance Rating.

    • Newly appointed civil servants ordinarily undergo a six-month period for performance evaluation under the CSC’s performance management system. Failure to obtain at least a “Satisfactory” rating can affect continued appointment.

VIII. “Grant-Type” Eligibilities: Scope and Limits

When relying on grant-type eligibilities (e.g., Driver (Cat. II), BOE, BHW/BNS):

  • Scope limitation. Some grants are position-specific (e.g., Driver Cat. II for driving/vehicle operation items) and cannot be used for unrelated positions.
  • Salary grade caps. Some grants restrict use to SG ceilings (commonly up to SG 10 for first-level). Ensure the item’s SG is within the cap.
  • Documentary proof. Appointees must present the CSC Certificate of Eligibility (or authenticated copy), and the HRMO must verify authenticity.

IX. Procedural Touchpoints for Applicants and HR

  • Publication & Posting. Vacancies must be published (e.g., on the CSC bulletin and the LGU’s boards) for at least 10 calendar days, following the LGU’s MSP.
  • Document Screening. HR will verify eligibility, license, education, experience, training, and other QS items; conduct background/records checks; and may administer skills/road tests.
  • Ranking/Deliberation. The HRMPSB ranks candidates using the LGU’s point system; the Appointing Authority selects from among the top-ranked candidates, consistent with MSP rules.
  • Medical and Pre-Employment. Medical fitness (including vision/hearing where relevant) and drug testing may be required by local ordinances or HR policy.
  • Appointment and Posting to CSC. Appointments must be issued on the proper CSC form, supported by documents (including eligibility evidence), and submitted to the CSC Field/Regional Office for review within the prescribed period.

X. Common Edge Cases

  • Holder of CSP/PD 907/RA 1080 applying for Driver. Valid; higher eligibility meets first-level.
  • Expired PDL. Even with valid CSC eligibility, an expired or inappropriate license is a QS failure.
  • No eligibility but with PDL and experience. Possible temporary appointment only if no eligible candidate is available and all other QS are met—time-bound and non-tenurial.
  • Use of BOE/BHW/BNS for Driver II. Generally allowed if the SG of the item does not exceed the grant’s cap and the grant’s scope does not exclude the position.

XI. Practical Compliance Checklist (for HRMOs and Applicants)

For Applicants

  • Valid CSC eligibility accepted for first-level positions (CSSP/CSP, Driver Cat. II, BOE, BHW/BNS, PD 907, RA 1080—subject to caps/scope).
  • Valid Professional Driver’s License appropriate for vehicle type.
  • Meet the education/training/experience in the published QS.
  • Prepare documentary proofs (eligibility certificate, diploma or ALS/K-12 equivalent, certificates of training, service records, NBI/police clearance if required, medical).

For HR

  • Ensure the vacancy publication reflects the exact QS approved for the item.
  • Verify authenticity of eligibility certificates and PDL; check SG caps and scope for grant-type eligibilities.
  • If issuing temporary appointments, document unavailability of eligibles and comply with ORAOHRA timelines.
  • Submit appointments to CSC within the regulatory period with complete supporting papers.

XII. Key Takeaways

  1. Eligibility is mandatory for a permanent Driver I/II appointment; acceptable eligibilities include CSSP, CSP, Driver (Cat. II), BOE, BHW/BNS (within caps), PD 907, and RA 1080—subject to each grant’s scope and limitations.
  2. The Professional Driver’s License is a separate QS requirement, not a civil service eligibility.
  3. Temporary appointments are narrowly allowed when no eligible applicant exists and are non-tenurial; they do not remove the need to obtain eligibility later.
  4. Always align with the LGU’s CSC-approved QS and MSP, which control the definitive requirements for the particular item.

This article reflects the legal and regulatory framework governing civil service eligibility for LGU Driver I and Driver II positions and organizes commonly applied rules for practical use. For action on a specific item, always rely on the LGU’s CSC-approved QS, the text of the pertinent CSC memorandum circulars, and the latest ORAOHRA provisions.

Disclaimer: This content is not legal advice and may involve AI assistance. Information may be inaccurate.

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