DIGESTS FOR ADMINISTRATIVE LAW UA&P LAW 2018

Abella, Jr. v. Civil Service Commission

GR No. 152574, 17 November 2004

LEGAL DOCTRINE:

 The classification of positions in career service was a quasi-legislative, not a quasi-judicial, issuance.
Quasi-legislative power is exercised by administrative agencies through the promulgation of rules and
regulations within the confines of the granting statute and the doctrine of non-delegation of certain
powers flowing from the separation of the great branches of the government. Prior notice to and
hearing of every affected party, as elements of due process, are not required since there is no
determination of past events or facts that have to be established or ascertained. As a general rule, prior
notice and hearing are not essential to the validity of rules or regulations promulgated to govern future
conduct.

FACTS:

 Petitioner Francisco Abella retired from the Export Processing Zone Authority (EPZA) now the
Philippine Economic Zone Authority (PEZA) with the position of Department Manager. Two years after
his retirement, he was hired by the Subic Bay Metropolitan Authority (SBMA) on a contractual basis.
 Thereafter, petitioner was issued by SBMA a permanent employment as Department Manager III.
However, when said appointment was submitted to respondent CSC for approval, it was disapproved
on the ground that petitioner’s eligibility was not appropriate. In view thereof, Abella was issued a
temporary appointment as Department Manager III pursuant to CSC Memorandum Circular No. 21
series of 1994
 Abella appealed the disapproval of his permanent appointment but was denied. Hence, petitioner filed
with the CA a petition for review seeking the reversal of the resolution of the CSC on the ground that
CSC MC 211 is unconstitutional as it rendered his earned civil service eligibility ineffective or
inappropriate for the position of Department Manager III.
 CA shunned the issue of constitutionality arguing that a constitutional question should not be passed
upon if there are other grounds upon which the case may be decided. Also, the CA ruled that only the
appointing officer may request reconsideration of the action taken by the CSC on appointments. Thus,
it held that petitioner did not have legal standing to question the disapproval of his appointment. Hence,
this petition.

ISSUE:

Whether the CA committed grave abuse of discretion amounting to lack of jurisdiction, in dismissing petitioner’s
appeal on a mere technicality considering that petitioner is questioning the constitutionality of respondent’s
office’ issuance of Sec. 4 of CSC Memorandum Circular No. 21, which deprived petitioner his property right
without due process of law. NO, the CA did not commit grave abuse of discretion in dismissing
petitioner’s appeal.

RATIO
CSC authorized to issue rules and regulations

 The Constitution mandates that, as “the central personnel agency of the government”, the CSC should
“establish a career service and adopt measures to promote the morale, efficiency, integrity,
responsiveness, progressiveness, and courtesy in the Civil Service.” It further requires that

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4. Status of Appointment of Incumbents of Positions Included Under the Coverage of the CES. Incumbents of positions which are
declared to be Career Executive Service positions for the first time pursuant to this Resolution who hold permanent appointments
thereto shall remain under permanent status in their respective positions. However, upon promotion or transfer to other Career
Executive Service (CES) positions, these incumbents shall be under temporary status in said other CES positions until they qualify.
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appointments in the civil service be made only through merit and fitness to be determined by
competitive examination. Civil Service Laws have expressly empowered the CSC to issue and enforce
rules and regulations to carry out its mandate.

 In the exercise of its authority, the CSC deemed it appropriate to clearly define and identify positions
covered by the Career Executive Service. Logically, the CSC had to issue guidelines to meet this
objective, specifically through the issuance of the challenged Circular.

Career Service Classified by Levels

 Position in the career service, for which appointments require examinations, are grouped into three
major levels:
o The first level shall include clerical, trades, crafts, and custodial service positions which involve
non- professional or sub-professional work in a non- supervisory or supervisory capacity
requiring less than four years of collegiate studies;
o The second level shall include professional, technical, and scientific positions which involve
professional, technical, or scientific work in a non-supervisory or supervisory capacity requiring
at least four years of college work up to Division Chief level; and
o The third level shall cover positions in the Career Executive Service

 Entrance to the different levels requires the corresponding civil service eligibility. Those in the third level
(CES positions) require Career Service Executive Eligibility (CSEE) as a requirement for permanent
appointment.

 Petitioner argues that his eligibility, through the Executive Leadership and Management (ELM) training
program which he undertook before in PEZA, could no longer be affected by a new eligibility
requirement. He claims that he was eligible for his previous position as department manager in PEZA;
hence, he should retain his eligibility for the position of department manager III, notwithstanding the
classification of the latter as a CES position.

 However, it is important to note that the challenged Circular did not revoke petitioner’s ELM eligibility.
He was appointed to a CES position; however, his eligibility was inadequate. Eligibility must necessarily
conform to the requirements of the position, which in petitioner’s case was a CSEE. (which he lacks)

Rights Protected
 The challenged Circular protects the rights of incumbents as long as they remain in the positions to
which they were previously appointed. They are allowed to retain their positions in a permanent
capacity, notwithstanding the lack of CSEE. Clearly, the Circular recognizes the rule of prospectivity of
regulations.

 The government service of petitioner ended when he retired; thus, his right to remain in a CES position,
notwithstanding his lack of eligibility, also ceased. Upon his reemployment years later as department
manager III at SBMA, it was necessary for him to comply with the eligibility prescribed at the time for
that position.

Due Process Not Violated

 Moreover, petitioner contends that his due process rights were violated. He points in particular to the
CSC’s alleged failure to notify him of a hearing relating to the issuance of the challenged Circular.

 The classification of positions in career service was a quasi-legislative, not a quasi-judicial, issuance.
This distinction determines whether prior notice and hearing are necessary.
o In exercising its quasi-judicial function, an administrative body adjudicates the rights of
persons before it, in accordance with the standards laid down by the law. The determination of
facts and the applicable law, as basis for official action and the exercise of judicial discretion,

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are essential for the performance of this function. On these considerations, it is elementary that
due process requirements, must be observed. (which includes prior notice and hearing)
o On the other hand, quasi-legislative power is exercised by administrative agencies through
the promulgation of rules and regulations within the confines of the granting statute and the
doctrine of non-delegation of certain powers flowing from the separation of the great branches
of the government. Prior notice to and hearing of every affected party, as elements of due
process, are not required since there is no determination of past events or facts that have to be
established or ascertained. As a general rule, prior notice and hearing are not essential to the
validity of rules or regulations promulgated to govern future conduct.

 Significantly, the challenged Circular was an internal matter addressed to heads of departments,
bureaus and agencies. It needed no prior publication, since it had been issued as an incident of the
administrative body’s power to issue guidelines for government officials to follow in performing their
duties.

Disapproval of Appointment
 Lastly, since petitioner had no CES eligibility, the CSC correctly denied his permanent appointment.
The appointee need not have been previously heard, because the nature of the action did not involve
the imposition of an administrative disciplinary measure. The CSC, in approving or disapproving an
appointment, merely examines the conformity of the appointment with the law and the appointee’s
possession of all the minimum qualifications and none of the disqualifications.

 In sum, while petitioner was able to demonstrate his standing to appeal the CSC Resolutions to the
courts, he failed to prove his eligibility to the position he was appointed to.

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