2. Rule VII of the Omnibus Rules Implementing Book V of Executive
Order No.292 and other Pertinent Civil Service Laws provides the
policies on career and personnel development in government.
•Every official and employee of the government is an assets or
resource to be valued, developed and utilized in the delivery of
basic services to the public.
•Every department or agency shall therefore establish a continuing
program for career and personnel development for all agency
personnel at all levels
•Each department or agency shall prepare a career and personnel
development plan which shall be integrated into a national plan by
the Commission.
•Each department or agency should have a human resource
development office created or a staff assigned solely for the
purpose of attending to the agency’s human resource development
function.
•Every department or agency is mandated to ensure that each
agency personnel shall have undergone at least on planned human
resource development intervention during the year.
3. A specific budgetary allocation of at least 3% of the annual budget shall be set aside
for human resource development. Such program shall include the following:
Induction Program – refers to the program for new entrants in government to develop
their pride, belonging and commitment to public service.
Orientation Program – refers to activities and courses designed to inform new
employees about agency government programs, thrusts and operations as well as on
their duties and responsibilities as well as benefits.
Re orientation program – refers to courses designed to introduce new duties and
responsibilities, new policies and programs to employees who have been in the service
for quite sometime.
Professional/Technical/Scientific Programs- programs in specific
professional/technical/scientific areas for enhancement of skills and knowledge of
second level personnel in the career service.
Employee Development Program – refers to courses aimed at maintaining a high level
of competence on basic workplace skills among employees in the first level career
service.
Middle Management Development Program – refers to asset or series of planned
human resource interventions and training courses designed to provide division chiefs
and other official of comparable ranks with management and administrative skills and
to prepare them for greater responsibilities.
Values Development Program – courses which are designed to enhance and harness
the public service values of participants to be effective government workers.
4. Pre-retirement program – refers to courses which are intended to familiarize
would be retirees on the government retirement plans and benefits as well as
available business opportunities or other or who options.
Executive Development Program- refers to activities and experiences, and
continuing education intended to enhance the managerial skills or government
officials.
One program the CSC offers is the conduct of the following values related
programs. They are intended to minimize graft and corruption in the government.
•ALAY SA BAYAN (ALAB)
Intended for new entrants in the government. An initiation program
which intends to develop loyalty, love of country, sense of pride, belongingness
and commitment to public service.
•VALUES ORIENTATION WORKSHOP (VOW)
This program is for employees who have established roots in the
organization or who may have developed complacency due to long stay in
the service.
CSC also trains prospective trainers from within and other government
agencies to have a multiple effect.
TRAINERS TRAINING ON ALAB (TALAB)
TRAINERS TRAINING ON VOW (TIVOW)
5. For First Line Supervisors CSC offers two training programs
•SUPERVISORY DEVELOPMENT COURSE (SDC)
develops and enhances the capability of first line supervisors in the
bureaucracy. By upgrading their competencies it is hoped that the
vast inertia of “people power” in government service is also enhanced.
•PUBLIC SERVICE EXCELLENCE PROGRAM (PSEP)
a planned change effort in an organization aimed in improving public
service delivery.
Other Training Programs
•LOCAL EXCECUTIVE FORUM (LEF)
a let-know program with bull’s eye on personnel concerns and issues
such as reorganization, recruitment and selection and employee discipline.
SCHOLARSHIPS
the government-wide Local Scholarship Program (LSP) aims
government employees with educational opportunities to enhance personal
growth and development. In the past LSP included grants for the completion
of a masters degree, the completion of a bachelors degree and grants for
skilled workers in the government. Presently, only the LSP-Master’s Degree
Courses is being offered.
6. LSP – Masters Degree (LSP-MDC) – This was established in 1993 through CSC
Resolution No.93-299. It provides government employees with a one year scholarship
grant to pursue a master’s degree or post graduate studies.
Statistics on the Local Scholarship Program
(as of June 2002)
Nature No. Of Grantees No. of Graduates
LSP –MD 4,622 2,352
The CSC conducts competitive examination for the LSP MDC annually. The LSP-MDC
competitive examination consist of two stages:
1. Stage 1 (Written Test) – designed to measure the basic competencies required for
graduate school work. It is a test of verbal ability, analytical ability, numerical
ability, managerial ability and general knowledge on the Philippine Constitution.
2. Stage 2 (Interview) Those who pass the written test shall qualify for interview. Only
those who pass the interview shall:
a) For those with post graduate unit and or on thesis writing proceed to continue
with their studies under the terms and condition of the scholarship
b) For those without post graduate units, or those who have not started with a
graduate degree or course proceed to take the qualifying requirements of the
school where they wish to pursue graduate studies. The grantee shall be
entitled to a maximum of one year scholarship grant to pursued masters
degree.
7. Study Leave
Qualified employees, excluding those in the teaching profession, may apply
for study leave not exceeding six months with pay for the purpose of
helping them prepare for bar or board examination. For completion of
masters degree the study leave shall not exceed six months.
Personnel Development Committee
mandated to be established in every department and agency
which shall provide support functions to matter pertaining to selection of
agency nominees to training, development and scholarship programs in
accordance with existing civil service policies and standards.
Incentives, Rewards, and Recognition
The head of each department of agency is authorized to incurr
whatever necessary expenses involved in the honorary recognition of
subordinate officers and employees of the government, who by their
suggestion, invention, superior accomplishment, and other personal efforts
contribute to the efficiency, economy or other improvement of
government operation, or who perform extraordinary acts or services in
the public interest in connection with their official employment.
8. PRAISE (Program on Awards and Incentives for Service Excellence)
shall provide both monetary and non monetary awards and incentives to
recognize, acknowledge and reward productive, creative innovative and ethical
behavior of employees through formal and informal mode.
HAP (Honor Awards Program)
seeks to recognize and reward public officials and employees for their
outstanding contribution and achievement in the delivery of public service
A. Outstanding Work Performance
1. Presidential or Lingkod Bayan Award – conferred on an individual or
group of individuals for exceptional or extraordinary contribution
resulting from a nationwide impact on public interest, security and
patrimony.
• Awardee shall receive a gold (gilded) medallion and a plaque
containing the citation and signature of the President
• Shall be given PHP 100,000
• Entitle to automatic promotion or an increase in salary
equivalent to higher position (except for elective or appointive
brgy. Officials)
• As may be determined by the committee on award (bonus,
citation, directorship of GOCCs, local and foreign scholarship and
paid vacation)
9. 2) Outstanding Public Official and Employee or
Dangal ng Bayan Award is conferred to an
individual or performance of extraordinary act of
public service and consistent demonstration of
exemplary ethical behavior in observance with the
eight (8) norms of behavior under R.A. 6713
•Commitment to Public Interest
•Professionalism
•Justness and Sincerity
•Political Neutrality
•Responsiveness to the Public
•Nationalism and Patriotism
•Commitment to Democracy
•Simple Living
10. 2. Civil Service Commission or Pagasa Award –
• Shall receive a gold gilded medallion, a plaque containing the
citation and signature of the Chairperson of the CSC, and
PHP 50,000
PROMOTION - advancement of an employee from one position to another with an
increase in duties and responsibilities and usually associate with increase in
salary.
Comparative Degree of Competence and Qualification of Employee
a) Performance – based on the last performance rating of the employee. No
employee shall be considered for promotion unless his last performance
rating is at least very satisfactory.
b) Education and Training – include education background and successful
completion of training course, scholarship, training grants and others.
c) Experience and Outstanding Accomplishment – include occupational history,
work experience and accomplishment worthy of commendation.
d) Physical Characteristic and Personality Traits – refer to the physical fitness,
attitudes and personality traits of individual
e) Potential – employees capability to handle higher and more responsible
position
11. CSC Learning and Development - Plan that aligns to the CSC‟s goals and aspiration
becomes strategic and highly important.
• L&D interventions provide a strategic alignment between the CSC
workforce's individual learning and development goals with the goals of the
organization
•helps CSC executives/managers/supervisors see a clear line of sight between
organizational goals, the competencies the CSC workforce needs to
demonstrate and what they as executives/managers/supervisors need to carry
out in order to encourage and support the acquisition and demonstration of
these behaviors.
•helps attract as well as retain the needed talents in the CSC and keep them
motivated in pursuing performance and service excellence.
•enumerates a set of strategies and interventions to help both the Office for
Human Resource Management and Development (OHRMD) and the Heads of
Offices (HOs)/Assistant Heads of Offices/supervisors form partnership for
helping the employees acquire the necessary knowledge, skills and attitudes
to perform the job better. Strategies include the use of tools such as the
Learning Application Plan (LAP) or Re-Entry Action Plan (REAP) to ensure
transfer of learning to the workplace.
12. Gender and Development
• aims to address the various gender needs and concerns of employees
in the Commission and the bureaucracy,
•Includes formulation and implementation of policies and programs
addressing women issues and concerns in the public sector
POLICY DEVELOPMENT AND STRENGTHENING – administrative rules are
part of the commitment to provide a work environment to support
productivity, where all officials and employees are treated with dignity and
respect
A. Issuance of Memorandum Circulars on the following:
•Policy at work place - (MC 33 s. 1997)
• Health Awareness Program - (MC 38, s. 1992)
•Project Talaan and checklist of reasonable working conditions (CSC MC
30, s. 1994)
•Special leave privileges (CSC MC 6, s. 1996 and MC 6, s. 1999)
•Flexible working arrangements (MC 14, s. 1989)
• Modified maternity leave (Sec. 4, Rule XVI of the Omnibus Rules)
•Policy on sexual harassment in the workplace (CSC Res. # 95-6161, MC
19, s. 1994)
B. Establishment of CSC Day Care/ Breastfeeding Center
13. The CSC, as the central personnel agency of the bureaucracy, has a dual
responsibility of promoting GAD both to its internal and external clients.
Cognizant of the gargantuan task the Commission has to achieve, the
National Commission on the Role of Filipino Women (NCRFW) forged a
Memorandum of Agreement (MOA) with the CSC. The project known as
Support to Gender and Development Mainstreaming and
Institutionalization in the CSC Phase I was funded by the Canadian
International Development Agency (CIDA).
Four major outputs evolved out of this project:
1.MC No.8, s. 1999 - Policy on Equal Representation of Women
and Men in Third Level Positions in Government;
2.Directory of Women on the Move - a database of deserving
women who are qualified to occupy executive positions in
government;
3.An organizational study assessing CSC's readiness to
mainstream gender and
4.A report on how gender can be incorporated in two of CSC's
flagship programs, VOW and SDC.
14. CAPABILITY BUILDING AND ADVOCACY
•Conduct of training on mentoring
•Expansion of the local scholarship program to enable undergraduates to
complete their bachelor's degree (LSP-BD);
•Amendment of age requirement from 45 to 50 for LSP-MD and from 50 to
58 for LSP-SWG;
•Issuance of memoranda enjoining participation of all government
employees in the program of activities during Women's month;
•Creation of Equality Advocates (EQUADS);
•Development of Career Advancement Program for Women in
Government Service (CAPWINGS); and
•Conduct of livelihood seminars/trainings.
Gawad Kawayan Awards (GKA) of the Gender and Development (GAD)
Programs as Gawad Kawayan Para sa Tanggapan na may Katangi-tanging
Kontribusyon sa
Pagpapalawig ng GAD (Outstanding GAD Contribution of an Office/Unit)
and
Gawad Kawayan Para sa Katangi-tanging Tagapagtaguyod (GAD Champion),
15. Heroes in Public Service
This project chronicles the lives and accomplishments
of heroes in public service – the CSC awardees who
have quietly endeavored to achieve excellence in
various fields of government work. Discover the
unique talents, amazing feats, and inspiring stories of
these unsung heroes who, despite modest financial
gain and virtually unnoticed achievements, continue
to labor for the sake of the government’s premier
clientele – the Filipino people.
16. INSTITUTIONALIZING OF MENTORING ACTIVITIES FOR MIDDLE
MANAGERS IN GOVERNMENT
• A project of the Ombudsman with funding support from the
European union through the delegation of the European commission to
reduce poverty : corruption prevention project
• 3 day training conducted on July 30 to October 5, 2007 in venues
outside metro manila .23 agencies sent middle managers to join the
program.
• This handbook was the compilation of the output that was
generated from the training entitled institutionalization of mentoring
activities for middle managers in the government
Middle Managers were identified as target participants in important
activities to important activities included in the corruption
prevention project to equip them with proper tools and techniques
on corruption detection, risk management and self assessment skills
in corruption vulnerabilities coupled with ethical and leadership
dimension at work to serve a lasting sustained and continuing
approach in combating corruption.
17. The following were the participating government agency:
• Office of the Ombudsman (OMB) 73
• Department of public works and highways (DPWH) 55
• Department of agrarian reform, (Dar) 52
• National Irrigation Administration (NIA) 50
• Land Transportation Office (LTO) 46
• Bureau of internal revenue (BIR) 40
• Department Health (DOH) 40
• Light Rail transit Authority (LRA) 32
• Bureau of Correction (BuCor) 32
• Land Registration Authority (LRA) 32
• Philippine national Police (PNP) 30
• Bureau of Fire Protection (BFP) 23
• Armed Forces of the Philippines (AFP) 19
• Pag ibig fund (PAG-IBIG) 17
• Department of Environment and Natural Resources (DENR) 15
• Department of National Defense (NDD) 15
18. Participating Government Agency COnt
• Department of education (DepEd) 13
• Procurement Service –Department of budget and
management
• Philippine Veterans affairs office (PVAO) 10
• National transmission Corporation (Transco) 10
• Bureau of customs (BOC) 8
• Development Academy of the Philippines (DAP)2
• Department of Transportation and Communication
(DOTC) 2
19. The City Government of San Fernando led by Mayor
Pablo C. Ortega conducted several trainings to equip,
empower and arm selected city employees to function as
pool of facilitators to assist the barangays in conducting their
Barangay Development Strategy 2 (BDS2) planning and
monitoring workshops, in line with the Performance
Governance System (PGS).
•Facilitation Skills Training, Leading Change, Negotiation
Skills and the Business Process Improvement
•More than 96 hours was spent by each participant during
the conduct of the series of trainings held in Dec 2013
20. ICT Training of Makati
The ICT Scholarship and Training Program aims to develop and
implement a long-term strategy to strengthen the country’s
training of skilled professionals
Having competently trained ICT professionals would have a
multiplier effect towards international marketing and branding
and would also entice professionals to have broader career
opportunities in the industry-specific ICT fields.
The scholarship reaches out to give the underprivileged, talented
and deserving students, ICT practitioners, near-hire job applicants,
and government employees the opportunity to pursue short term
courses in Information and Communications Technology (ICT)
identified as priority areas in selected training institutions in the
country.
21. Course Offered: The 3D
Animation Course is a
specialized coursethat focuses
on advanced principles and
theories of animation. The
students will be exposed in 3D
fundamentals and production
focused 3D modelling; texturing,
digital cinematography and
rendering; 3D character
animation, and 3D
rigging/character
setup/technical animation
Scholarship Privileges:
The ICT Scholarship and Training
Program will cover the full
tuition fee of the ICT course
including the training materials
such as books and equipment
and will provide monthly
stipend/living allowance for the
whole duration of the training
(for unemployed).
22. Training Roll-out:
•The thirty (30) scholars who passed the written and oral
examinations will participate in the training program.
•Successful graduates shall be given the priority employment
opportunities with the ICT industry sector where their skills are
needed.
This scholarship program is funded by the Philippine
Government, through the Department of Science and
Technology ICT-Office, administered with the support of the
University of the Philippines Information Technology
Development Center (UPITDC), industry partners, Game
Developers Association of the Philippines and Philippine
Software Industry Association.
23. INTEGRATION OF DISASTER RISK REDUCTION EDUCATION
INTO THE SCHOOL CURICULA AND SANGGUNIANG
KABATAAN (SK) PROGRAMS AND MANDATORY TRAINING
FOR THE PUBLIC SECTOR EMPLOYEES
Section 3. Education and training of employees of the public
sector – the public sector employees shall be trained in
emergency response and preparedness with strong focus on
gender responsiveness, sensitivity to indigenous knowledge
systems and respect for human rights. Towards this end, the
following guidelines are hereby established to ensure its
effective implementation and compliance.
24. •The civil service Commission shall issue a directive requiring all
heads of government department and agencies, including
government financing institutions and local government units to
conduct training on DDRRM for their respective personnel.
•A train-the-trainers approach shall be adopted for this purpose
whereby member agencies of the NDRRMC, including other
government agencies and local government units, shall organize
and train their respective DRRM core of trainers who shall be
responsible in cascading the training to their regional/field level
and/or LGU staff.
•A standard training design and instructional materials on DRRM
shall be developed by the DRRM training institute
•Members of the National Council which already conduct specialty
and highly technical skill courses may continue with the conduct of
said training programs.
25. Local Government Academy (LGA) is the country's leading
provider of capacity building services to local government units
(LGUs) and to the DILG personnel
•Business Friendly and Competitive LGUs
•LED4LGUs - Local Economic Development for Local
Government Units
•BPLS - Business Permits and Licensing System
•RSP4LGUs
•Environment-Protective, Climate Change Adaptive and Disaster
Resilient LGUs
•Enhancing LGU Capacity on Climate Change Adaptation and
Disaster Risk Reduction Management (CCA-DRRM) and Disaster
Preparedness
26. Socially-Protective and Safe LGUs
•Mainstream Peace and Development in Local Governance
•MDG-FACES - Millenium Development Goals Family Based
Actions for Children and their Environs in the Slums
•Enhancing Capacities of LG to address HIV-AIDS
Accountable, Transparent, Participative and Effective Local
Governance
•Newly Elected Officials (NEO) Program
•Barangay Newly Elected Officials (BNEO) Program
•V2V PIPELOG: Vigilance to Volunteerism: A Prorgam for
Intensifying People's Engagement in Local Governance
27. Strengthened Internal Governance Capacity
Training programs under this outcome are for the DILG
Personnel.
•Strengthening LGRC as Harmonizing Mechanism for
Effective Local Governance
•Induction Training for LGOO (Local Government
Operations Officer) II & II
•Leadership Training for DILG Supervisiors
•Executive Leadership Program for DILG Senior
Officials
•Capacity Development for LGOO V
28. PPSC System
is the umbrella organization that provides
direction, administration and control of the various
education and training programs offered by its
component agencies, namely: the National Police
College (NPC), Philippine National Police Academy
(PNPA), Police National Training Institute with its
18 Regional Training Schools, Fire National Training
Institute (FNTI), Jail National Training Institute
(JNTI), and the National Forensic Science Training
Institute (NFSTI).
29. Master Education and Training Program FY 2012 (by Course)
For FY 2012
Course No. of Classes No. of Participants
Educational Courses
Master in Public Safety Administration 1 40
Bachelor of Science in Public Safety-
Cadetship
32 1,050
Sub- Total 33 1,090
Officer Courses
Officer Senior Executive Course 4 200
Officer Advance Course 8 400
Jail Officer Advance Course 1 50
Police Officer Basic Course 28 1,400
Jail Officer Basic Course 1 50
Sub- Total 42 2,100
Non-OFficer Courses
Police Officer Candidate Course 17 850
Fire Officer Candidate Course 2 100
Jail Officer Candidate Course 1 50
Senior Leadership Course 61 3,050
Junior Leadership Course 61 3,050
Jail Senior Supervisory Course 3 150
Jail Junior Supervisory Course 3 150
Fire Protection Supervisory Course 9 450
Sub- Total 157 7,850
Basic Recruit Courses
Basic Recruit Course (PNP) 252 12,615
Basic Recruit Course (Fire) 25 1,250
Basic Recruit Course (Jail) 12 600
30. Specialized Courses
Fire Arson
Investigation and
Inspection Course
11 571
Investigation and
Detection Course
12 600
Traffic Investigation
Course
4 200
Narcotics and
Investigation Course
2 100
Sub- Total 29 1,471
TOTAL 550 26,976
31. National Defense College of the Philippines
has the broad mission to prepare and develop
potential national defense leaders, civilian officials of
the different branches of the government and
selected executives from the private sector for more
effective participation in national security
formulation, for high command and staff duty, and
for the conduct of strategic and international studies
as basis for national policies.
32. Why are Consultants and Job order personnel cannot be
nominated and eventually attend foreign scholarships?
It is a policy that candidates for trainings, scholarships or
seminars must have a permanent appointment. As
career personnel, the Government will be able to make full use of
whatever experience and knowledge they would acquire.
Why is the seminar fee limited to P1, 200.00/day?
Seminar fee sponsored by non-government and private
organizations shall not exceed P1, 200.00/day/participant.
Any amount in excess of the prescribed rate shall be at the
expense of the participant pursuant to DBM National Budget
Circular No. 486 (issued 26 March 2003).
National budget circular 442 Cost of participation of government
officials and employees in convention seminar, conferences,
symposia and similar gathering is Php. 900.00 per participant
(March 25, 1995)
33. What is the importance of an Action Plan after attending a
training, seminar and scholarship?
An action plan illustrates or highlights outputs of all the
learning the grantee/s gained after attending
trainings/seminars/scholarships. Through action plan, the
grantee/s will be able to enumerate, identify and execute those
learning and apply it to his/her daily tasks and key result areas.
Why do we need to conduct an Echo Seminar?
We conduct an Echo Seminar in order for the grantee/s to
evaluate/assess the relevance of the seminar attended.
Considering that only a minimal number of attendees is
allowed per Division, it will allow other co-employees to
learn new ideas from the seminar conducted.
34. SOURCES
Buendia D.P., Personnel Administration in the Philippine Government. (2008)
Training and Development (pp. 132-146). National Bookstore
Civil Service Commission. Heroes in the Public Service. Retrieved July 23, 2014
From http://excell.csc.gov.ph/heroes/uplbbee.pdf
Civil Service Commission. Heroes in the Public Service. Retrieved July 23, 2014
Fromhttp://excell.csc.gov.ph/cscweb/heroes.html
Civil Service Commission. Heroes in the Public Service. Retrieved July 23, 2014
From http://excell.csc.gov.ph/heroes/2013LB_damazo.pdf
Civil Service Commission. GAD. Retrieved July 23, 2014
Fromhttp://excell.csc.gov.ph/GAD/2013GKAwinners.pdf
Civil Service Commission. HAP. Retrieved July 23, 2014
Fromhttp://excell.csc.gov.ph/cscweb/HAP.html#4.2
Civil Service Commission. CBLDMS. Retrieved July 23, 2014
Fromhttp://excell.csc.gov.ph/CBLDMS/CBLDMS.html
Civil Service Commission. GAD. Retrieved July 23, 2014
Fromhttp://excell.csc.gov.ph/GAD/GADhome.html
Civil Service Commission. GAD. Retrieved July 23, 2014
From http://excell.csc.gov.ph/GAD/init.html
Flores H.A. City employees undergo series of PGS facilitators training
Retrieved August 5,2014
fromhttp://new.sanfernandocity.gov.ph/index.php/2014/05/city-employees-
undergo-series-of-pgs-facilitators-training/
35. Local Government Academy of the Philippines. Retrieved August 7, 2014
from http://www.lga.gov.ph/outcome-areas
Philippine Public Safety College. Retrieved August 7, 2014
from http://www.ppsc.gov.ph/index.php?id1=7&id2=8&id3=0
National Defense College. Retrieved August 7, 2014
from http://www.ndcp.edu.ph/admission.php
