Salcedo, M. A. C. (2016). Civil Service Commission Regional Office No. XII appointments information management system (CSCRO XII-AIMS) (Unpublished master's thesis). Public Management Development Program, Development Academy of the Philippines.

Public Management Development Program Middle Managers Class Batch 10 Thesis (MMC)--Development Academy of the Philippines.

As the Civil Service Commission (CSC) envisions being the leading center of excellence for strategic Human Resource and Organization Development, it commits to deliver service excellence in order to meet the needs of its clients and the bureaucracy. However, with the growing number of its clientele, the CSC has yet to expand its workforce and automate its systems. Hence, with the increasing demands and clamor for speedy service, up scaling of services of the CSC is a must. In Region XII, more than a hundred agencies submit their appointments to the CSC Field Offices for approval or attestation. Presently, each field office has only two (2) organic personnel complement. While the processing of appointments of government employees is a primary mandate of the CSC, the field offices are also engaged with other responsibilities such as assisting the partner agencies in various human resource programs, coordinating the conduct of Career Service examinations and other administrative functions. This Re-Entry Project (ReP) dubbed as CSC Regional Office XII Appointments Information Management System (CSCRO XII AIMS) is designed to enhance the systems and procedures in appointments processing through a more systematized and automated process of recording and monitoring the status of appointments processed by the filed offices. The project also seeks to eliminate ageing of appointments with an efficient manner of tracking pending appointments due to unconfirmed verification of eligibilities. Hastening the approval or validation of appointments issued by the agencies produces a positive impact on the quality of service delivery of government employees as some appointees either feel the lack of security or are not being properly paid their salaries without the attested appointments. This clearly affects the delivery of services to the citizenry. The project also promotes transparency and accessibility as it allows the stakeholders east access to monitor the status of their appointments thru the CSCRO XII AIMS website. Aside from improving the system of monitoring, the ReP also widens the communication channels between the CSC and its clientele. With the Human Resource Management Practitioners, coordinating with the CSC becomes easier and more expeditious. More importantly, the system will encourage practitioners to fully comply with CSC policies and also submit appointments promptly as the status of these appointments can now be easily tracked. In sum, this innovative and relevant project intends to increase productivity and efficiency of both the CSC Field Offices as well as its partners. Initiatives for CSCRO XII AIMS will continue even after the ReP implementation period. Evaluation activities will be continuously conducted and it will be fully implemented with the cascading to other filed offices in the region.