The document outlines the rationalization program led by the DENR to enhance the efficiency of government operations in response to changing demands. It details the goals, benefits, and a six-step process for reviewing and restructuring operations, staffing, and resource allocation. The program aims to improve service delivery, employee morale, and prioritize government functions while providing options and incentives for affected employees.

1. Rationalization Program USec Teresita Samson Castillo Co-Chair, DENR Change Management Team

2. Executive Order No. 366 Directing a Strategic Review of the Operations and Organizations of the Executive Branch and Providing Options and Incentives for Government Employees who may be Affected by the Rationalization of the Functions and Agencies of the Executive Branch

3. What is the Rationalization Program? The Rationalization Program is a move to transform the Executive Branch into a more effective and efficient government. It aims to: focus government efforts on its vital functions and channel government resources to these core public services; and improve the efficiency of government services, within affordable levels, and in the most accountable manner

4. Why do we need to rationalize government operations? to keep pace with changing demands and technologies; what may have been a relevant undertaking for the government a number of years ago may no longer be necessary at the present time; since EO 192, laws that broaden mandate of the agency have been issued; priority areas in DENR operations have changed in view of emerging ENR concerns

5. What are the benefits of this program? Strengthened vital government functions; More resources to fund priority programs and projects of the government; Improved and faster service delivery; More satisfied clients of government services; Increased morale among government employees.

6. DENR Through the Years PRE-MARCOS 1954-1966 MARCOS 1966-1986 AQUINO 1986-1992 RAMOS 1992-1998 ESTRADA 1998-2001 ARROYO 2001-2010 Department of Agriculture and Natural Resources (DANR): Act #2666, Nov. 18, 1916 Department of Natural Resources: PD 461, May 17, 1974 Ministry of Natural Resources: June 22, 1978 Department of Energy, Environment, and Natural Resources: EO # 131, Jan. 30, 1987 Department of Environment and Natural Resources: EO # 192, June 10, 1987 Department of Environment and Natural Resources Department of Environment and Natural Resources Department of Environment and Natural Resources Transfer of NWRB to DENR ( EO 123 ) Creation of the RBCO ( EO 510 ) Transfer of the LRA to DENR ( EO 690 )

7. Recent ENR Laws Republic Act 7942: Philippine Mining Act of 1995 Republic Act 8749: Philippine Clean Air Act of 1999 Republic Act 9072: National Caves and Cave Resources Management and Protection Act of 2001 Republic Act 9003: Ecological Solid Waste Management Act of 2000 Republic Act 9147: Wildlife Resources Conservation and Protection Act of 2001 Republic Act 9175: Chain Saw Act of 2002 Republic Act 9275: Clean Water Act of 2004 Administrative Order 70: Strengthening the Internal Control Systems of Government Offices, Agencies, GOCCs

8. DENR Change Management Team Chair USec Mary Ann Lucille L. Sering Co-Chair USec Teresita Samson Castillo Members USec Demetrio L. Ignacio USec Eleazar P. Quinto USec Manuel D. Gerochi ASec Analiza Rebuelta-Teh Dir. Eriberto C. Argete OIC Dir. Elvira S. Caparas RED Corazon C. Davis RED Ernesto D. Adobo, Jr. OIC RED Lormelyn E. Claudio Representatives: Staff Bureaus, EMB, MGB Union Representatives Head Secretariat Dir. Ramon M. Ezpeleta

9. DENR CMT Decision Process DENR CMT DENR ExeCom DBM/CSC OD Consultants Secretary REDs/Bureau Directors/Heads of Attached Agency CMT Secretariat Sub-CMTs

10. Rationalization Six-Step Process Mandate/ Functions Review Structure Review Staffing Review Resource Allocation Review Implementation Planning Integration

11. DENR CMT Accomplishments 1: Mandate / Functions Review To determine the core functions, programs and projects of the DENR as well as overlapping, redundant or outdated functions, programs and projects that have to be scaled down, phased out, transferred or discontinued. Goals: Contents: Reformulate the DENR Policy Note to align it with the vision, thrusts and priorities of the newly-designated DENR Secretary, Jose L. Atienza, Jr. Secure affirmation by Sec. Atienza of the DENR Vision-Mission Statements and Roadmap/Policy Shifts/Paradigms Results: Next Steps: ENR Sector Performance Assessment by development partners (UNDP, WB, GTZ, EU) Focused Group Discussions Conduct of Strategic Planning Workshop Review of Vision, Mission, Thrusts and Goals (VMTG) Formulation of DENR Policy Note and Roadmap ENR Sector performance gaps and areas for improvement Reformulated DENR Vision and Mission Statements DENR Roadmap DENR Policy Shift/Paradigm DENR Policy Note

12. DENR CMT Accomplishments 2: Structure Review Goals: Contents: Results: Next Steps: To define the most effective strructure that will support the performance or implementation of the core functions, programs and projects identified in step 1 Prepare Management Structure under Sec. Atienza‘s administration Finalize the rationalized structure integrating the CMT action on the preliminary comments of the DBM: SCO/PAO, FASPO, ENRA Rationalized PENROs/CENROs Approval of Organization Structure by Execom, Mancom and its endorsement to the DBM by the Secretary CMT Workshops/Meetings Organization Structure (OS) Review Workshop Formulation of Rationalized OS and corresponding Functional Statements (FS) Rationalizing the distribution/creation of field office units (CENROs) Regional Consultations DBM Consultation DBM Preliminary Technical Review Rationalized role and function of PENROs and CENROs, rationalized distribution of CENROs Proposed Management Structure

13. DENR CMT Accomplishments 3: Staffing Review Goals: Contents: Results: Next Steps: To identify the skills and competency requirements of the proposed structure given a refocused set of functions, programs and projects Consolidate the staffing proposals of the various units and determine the final PS requirement Follow up submission of staffing proposals from the various units Ensure compliance with prescribed CMT guidelines on staffing CMT Workshops/Meetings Staffing Review Workshop Regional Consultations Focused Group Discussions (one-on-one discussions with the REDs) Staffing pattern model for ROs, PENROs and CENROs Staffing Guidelines Rationalized Staffing Pattern and Plantilla of Personnel per organizational unit List of Affected Employees List of Employees Willing to be Rationalized out

14. DENR CMT Accomplishments 4: Resource Allocation Review Goals: Contents: Results: Next Steps: To establish the net improvement in budgetary (PS, CO, MOOE) support for core functions, programs and projects Complete outputs from Structure and Staffing Review processes CMT Meetings/Workshop Resource Allocation Review Workshop Proposed Dispositive Actions for Physical Resources affected by rationalization Projected Savings on PS, CO, MOOE with the implementation of the Rationalization Plan

15. DENR CMT Accomplishments 5: Implementation Planning Goals: Contents: Results: Next Steps: To define the operational requirements (e.g., monetary benefits and alternative employment to retirees, preferred areas and agencies of reassignment for transferees) of facilitating the implementation of the DENR Rationalization Plan Provide regular updates to employees of DENR on the status of DENR rationalization process Assign a unit/person to handle Implementation Planning (including preparation of Communications Plan and formulation of Impact Mitigation Strategies) Implementation Schedule Internal and External Communications Plan Profile of Affected Personnel Computation of Incentives and other monetary benefits (Retirees/Separatees) Preferred Agencies/Areas of Reasssignment (Transferees) Impact Mitigation Strategies (e.g., Livelihood assistance, skills training) Profile of personnel who intend to go into business CMT Rationalization Bulletin CMT Advisory (9 issues) Regional IEC

16. DENR CMT Accomplishments 6: Integration Goals: Contents: Results: Next Steps: To integrate the outputs of the previous steps into a cohesive Rationalization Plan of the Department Complete outputs of all previous steps DENR Rationalization Plan Draft Executive Order

17. Benefits Available for Affected Employees Option 1 - remain in government service, if with permanent appointment; or Option 2 - avail of retirement/separation benefits, if qualified, plus the applicable incentive.

18. Benefits Available for Affected Employees Incentive Package under Executive Order No. 366: ½ of the present monthly basic salary for every year of government service, for those who have rendered less than 21 years of service ; ¾ of the present monthly basic salary for every year of government service, computed starting from the 1 st year, for those who have rendered 21 to less than 31 years of service ; and the present monthly basic salary for every year of government service, computed starting from the 1 st year, for those who have rendered 31 years of service and above.

19. Benefits Available for Affected Employees Incentive Package under Executive Order No. 366: For the purpose of computing the total amount of incentive that an affected personnel would receive, only his/her government service up to age 59 and a fraction thereof would be counted. Thus, government service starting at the age of 60 would no longer be subject to the incentive to be provided under the Program. Basic monthly salary shall be based on amount as of June 30, 2007, prior to the ten percent (10%) increase.

20. Benefits Available for Affected Employees Incentive Package under Executive Order No. 366: I = IF x BMS x Y Where: I =Incentive IF =Incentive factor of 0.50 mo./y, 0.75 mo./y, or 1.00 mo./y, as the case may be BMS =Present basic monthly salary of the employee Y =Length of government service in years, months and days converted in years

21. Benefits Available for Affected Employees The retirement/separation package would be available as soon as an affected employee decides to retire/be separated. However, it would still be available up to two (2) months after the DBM’s approval of the Rationalization Plan. Incentives would be given on a one-time basis but benefits under existing retirement/separation laws would follow the provisions of the specific applicable laws. The DBM will provide a “seed fund” to departments/agencies upon submission to the DBM of their respective Rationalization Plans containing the list of personnel opting to retire/be separated with the computation of the incentives that they are entitled to receive.

22. Benefits Available for Affected Employees Retirement gratuity provided under RA 1616 plus the refund of retirement premiums, without incentive; Retirement benefit provided under RA 660 plus the applicable incentive; Applicable retirement, separation or unemployment benefit provided under RA 8291 plus the applicable incentive; or Separation gratuity under RA 6656 , unemployment benefit under RA 8291, plus the appropriate incentive

23. Thank you!