This circular outlines the conversion of positions performing staff and non-technical functions in the Philippine government to new administrative classes. It consolidates numerous lower-level administrative positions into broader titles like Administrative Aide and Administrative Assistant across sub-professional and professional levels. The circular provides guidelines for agencies to reallocate positions and notifies employees of changes to ensure proper implementation of the new classification system.
This is a field-oriented PPT and deals with every step from the initiating to the finalization of the Creation of Posts, Surrender of Posts, Medical de-categorization and alternative employment, dealing with surplus staff cases, which no other book has tried to explain and a lot of effort has gone into preparing the contents.
This executive order outlines guidelines for granting the 2015 Productivity Enhancement Incentive (PEI) to government employees. It stipulates that the PEI will be equivalent to one month's basic salary for employees of agencies that meet specified performance targets from 2014. These targets include achieving 90% of targets for major outputs and complying with transparency and anti-red tape requirements. It also provides details on employee eligibility requirements, funding sources, and oversight responsibilities to ensure proper implementation of the PEI program.
The document proposes a two-phase reorganization of the Transmission & Distribution business unit to better integrate its distribution and substation operations groups. Phase 1 would create two divisions each with operating regions and grid management centers, standardizing roles and responsibilities. Phase 1 is complete. Phase 2 proposes eliminating two manager roles and creating two project manager and two division manager roles, requiring selection of candidates from the four affected managers. The reorganization aims to improve efficiency, develop cross-functional skills and succession planning given an aging workforce.
This executive order directs all departments of the Philippine executive branch to conduct a strategic review of their operations and organizations with the goal of rationalizing functions and improving service delivery. Departments must prepare rationalization plans outlining proposed changes to functions, staffing, and budgets. Government employees affected by the changes can choose to remain in service, retire, or be separated with incentives including additional retirement benefits. The order aims to make the bureaucracy more efficient while providing options and support for employees impacted by the reforms.
Time and Motion Study Guidelines by DOLEPoL Sangalang
Revised Guidelines on the Conduct of Time and Motion Study (TMS). Department Order No. 125-13. Department of Labor and Employment, Philippines (DOLE). April 1, 2013.
The document amends the Manual of Approvals for the Department of Environment and Natural Resources to delegate administrative, human resource, financial, and internal auditing approval authorities to officials in the Central Office, Bureaus, Regional Offices, PENROs, CENROs, and Attached Agencies. It revokes previous administrative orders and memorandums related to these matters. The attached manual outlines the recommending and approving authorities for various transactions such as payroll processing, dropping from rolls, scholarships, and other administrative and human resource matters.
This document is a National Budget Circular from the Philippine Department of Budget and Management that establishes new rules and regulations for granting Representation and Transportation Allowances (RATA) to government officials. It outlines the positions eligible for RATA, sets monthly RATA rates, provides guidelines for pro-rating allowances based on workdays, and specifies funding sources and agency responsibilities for implementation.
This memorandum circular provides supplemental guidelines for granting performance-based bonuses (PBB) for fiscal year 2014 under Executive Order No. 80. Key points include: eligibility criteria that departments/agencies must meet minimum targets to qualify for PBB; forms to submit performance targets and accomplishments; and timelines for submission of requirements and reports. Departments/agencies can qualify for higher bonuses by meeting additional targets set by their Secretary beyond the Congress-approved budget.
This is a field-oriented PPT and deals with every step from the initiating to the finalization of the Creation of Posts, Surrender of Posts, Medical de-categorization and alternative employment, dealing with surplus staff cases, which no other book has tried to explain and a lot of effort has gone into preparing the contents.
This executive order outlines guidelines for granting the 2015 Productivity Enhancement Incentive (PEI) to government employees. It stipulates that the PEI will be equivalent to one month's basic salary for employees of agencies that meet specified performance targets from 2014. These targets include achieving 90% of targets for major outputs and complying with transparency and anti-red tape requirements. It also provides details on employee eligibility requirements, funding sources, and oversight responsibilities to ensure proper implementation of the PEI program.
The document proposes a two-phase reorganization of the Transmission & Distribution business unit to better integrate its distribution and substation operations groups. Phase 1 would create two divisions each with operating regions and grid management centers, standardizing roles and responsibilities. Phase 1 is complete. Phase 2 proposes eliminating two manager roles and creating two project manager and two division manager roles, requiring selection of candidates from the four affected managers. The reorganization aims to improve efficiency, develop cross-functional skills and succession planning given an aging workforce.
This executive order directs all departments of the Philippine executive branch to conduct a strategic review of their operations and organizations with the goal of rationalizing functions and improving service delivery. Departments must prepare rationalization plans outlining proposed changes to functions, staffing, and budgets. Government employees affected by the changes can choose to remain in service, retire, or be separated with incentives including additional retirement benefits. The order aims to make the bureaucracy more efficient while providing options and support for employees impacted by the reforms.
Time and Motion Study Guidelines by DOLEPoL Sangalang
Revised Guidelines on the Conduct of Time and Motion Study (TMS). Department Order No. 125-13. Department of Labor and Employment, Philippines (DOLE). April 1, 2013.
The document amends the Manual of Approvals for the Department of Environment and Natural Resources to delegate administrative, human resource, financial, and internal auditing approval authorities to officials in the Central Office, Bureaus, Regional Offices, PENROs, CENROs, and Attached Agencies. It revokes previous administrative orders and memorandums related to these matters. The attached manual outlines the recommending and approving authorities for various transactions such as payroll processing, dropping from rolls, scholarships, and other administrative and human resource matters.
This document is a National Budget Circular from the Philippine Department of Budget and Management that establishes new rules and regulations for granting Representation and Transportation Allowances (RATA) to government officials. It outlines the positions eligible for RATA, sets monthly RATA rates, provides guidelines for pro-rating allowances based on workdays, and specifies funding sources and agency responsibilities for implementation.
This memorandum circular provides supplemental guidelines for granting performance-based bonuses (PBB) for fiscal year 2014 under Executive Order No. 80. Key points include: eligibility criteria that departments/agencies must meet minimum targets to qualify for PBB; forms to submit performance targets and accomplishments; and timelines for submission of requirements and reports. Departments/agencies can qualify for higher bonuses by meeting additional targets set by their Secretary beyond the Congress-approved budget.
The document discusses rules for pay fixation in the Indian civil service. Key points:
- Pay fixation rules were revised in 1989 and again in 2008 after the 6th Central Pay Commission's recommendations.
- Pay now consists of a pay band and grade pay. On promotion, pay is fixed by granting one increment in the existing pay band plus the higher grade pay.
- Government employees have the option to fix pay from the date of promotion or date of next increment in the lower grade. This allows them to receive two increments on the date of next increment.
- Other situations like appointment on the same pay scale or ex-cadre posts also have rules for pay fixation outlined in the Fundamental Rules.
The document provides guidelines on the release of funds for FY 2023 national budget. It discusses the validity period of appropriations, release of obligational and disbursement authority through allotment orders, modification and use of savings. Key points include: Appropriations are valid until December 31, 2023; funds will be released through GAAAO and SARO/GARO; heads of agencies can approve modifications within activities while DBM approves changes between allotment classes or agencies. Savings can be used to augment deficiencies in existing items.
The document defines and describes different types of employment statuses in the Philippine civil service, including:
1) Permanent, temporary, substitute, and co-terminous appointments for civil servants.
2) Regular permanent and provisional appointments for teachers.
3) Types of appointments such as original, promotion, transfer, and renewal.
4) Personnel movements including reassignment, secondment, and job rotation.
5) Contracts of service for individuals and institutions.
This document summarizes two consolidated petitions before the Supreme Court regarding Commission on Audit (COA) disallowances of certain allowances and benefits granted by the Government Service Insurance System (GSIS) to its employees. The COA disallowed increases to allowances after 1989, citing limits under the Salary Standardization Law. GSIS challenged these disallowances. The Court had to determine the scope of the GSIS Board of Trustees' authority to grant compensation and whether COA disallowances could be deducted from employee retirement benefits.
This document summarizes the Salary Standardization Law of 2019, which modifies the salary schedule for civilian government personnel and authorizes additional benefits. It standardizes compensation across government agencies to promote excellence and accountability. The law increases salaries in four tranches from 2020 to 2023 and provides bonuses and incentives to reward performance. It applies to all levels of government but excludes military personnel and some government-owned corporations.
The document provides a refresher course on appointments processing policies in the Civil Service. It discusses key topics such as publication requirements, qualification standards, delegated authority levels, and different appointment types like permanent, temporary, co-terminous, and trust and confidence. The document also clarifies policies on reclassification, upgrading, and other personnel actions related to appointments.
This functional design document outlines processes for human resource operations and self-service HR at ABC Bank. It describes 14 key HR processes including change of personal information, transfer requisition, employee rotation, leave application, employee loans, and separation processes like resignation, retirement, termination and more. Each process is documented with narrative descriptions and flow charts showing how employees and managers will interact with the HR system to complete the processes.
The document is an email from Thomas Kaplan at the Office of Personnel Management (OPM) to David Childs at the Office of Management and Budget (OMB). Attached to the email are OPM's comments on the revised OMB Circular A-76 regarding the performance of commercial activities by the federal government. The comments provide recommendations to clarify language around government competition for new requirements, the responsibilities of human resource advisors, regulatory citations, phase-in and phase-out plans, right of first refusal, and representative pay rates.
The document outlines the procedures for finalizing pension and commutation cases for retiring government employees in India.
1. The process should begin 2 years before retirement by collecting service details and examining records for deficiencies. Pension papers must be completed within 8 months of retirement.
2. Qualifying service, average emoluments, pension and gratuity must be determined within 2 months and papers sent to the Pay & Accounts Office 6 months before retirement for pension orders.
3. Provisional pension may be granted if departmental proceedings are pending at retirement to avoid hardship.
This memorandum provides a standard operating procedure for human resources practices within the Surface Maintenance community of the California Army National Guard. It outlines responsibilities for remote designees and supervisors in regards to personnel actions such as submitting SF-52 forms, tracking personnel actions, conducting vacancy requests and performance appraisals, and administering awards. The SOP also provides guidance on using the DCPDS personnel system to efficiently process personnel actions in compliance with National Guard regulations and policies.
This document provides guidance on applying the provisions of Schedule II to the Companies Act 2013 regarding depreciation. Some key points:
- Schedule II replaced Schedule XIV and requires depreciation to be computed based on the useful life of assets as defined in Schedule II.
- Useful life is the period over which an asset is expected to be used, or the number of production units from the asset. Residual value cannot exceed 5% of original cost.
- The transitional provision requires assets' remaining useful life to be used to calculate depreciation from April 1, 2014, or amounts above residual value to be charged to retained earnings.
- Components with different useful lives must be depreciated separately.
The document is a memorandum from the Director of the Office of Management and Budget providing guidance to executive departments and agencies on planning for operations during a potential lapse in appropriations. It reminds agencies to update their contingency plans consistent with OMB guidance and applicable legal opinions. Agencies should ensure only excepted activities that can legally continue during a lapse in funding would be performed. The memorandum also includes an attachment with frequently asked questions on contracting, grants, and payments during a lapse in appropriations to help guide agencies.
InstructionsCompetency 1 and 2 has already been researched.docxsharondabriggs
1) As a human resource specialist, I have the ability to independently gather, organize, and analyze data using position classification standards. I can then clearly present this data in reports to evaluate programs and solve problems, helping achieve organizational goals.
2) A key responsibility is performing position classification standards to classify positions properly. This involves assessing job duties, skills, and knowledge requirements according to the Office of Personnel Management's guidelines.
3) Data analysis and reporting helps evaluate the effectiveness of human resource programs in achieving the objectives of the Federal agency.
Manual for Drawing and Disbursing OfficersSelvam Murugan
This document provides instructions for Drawing and Disbursing Officers (DDOs) regarding cash management and maintenance of accounts. It discusses the responsibilities of DDOs, types of DDOs, and guidelines for receiving, disbursing and accounting for government funds. Key points include: DDOs are responsible for all money received or disbursed by their office and maintaining accurate accounts; there are three types of DDOs - cheque drawing, non-cheque drawing and merged; and instructions are provided for handling cash, maintaining cash books, payment procedures, and accounting requirements. The document aims to provide clear guidance to DDOs for proper cash handling and accounting as per government rules and regulations.
This document contains the Central Civil Services (Classification, Control and Appeal) Rules, 1965 which classify civil services and posts in India and establish rules regarding employee discipline and appeals. Some key points:
- Civil services are divided into 4 groups - A, B, C and D - based on pay scale and nature of work. Specific services and grades are listed in the Schedule.
- Civil posts are also divided into the same 4 groups based on pay scale. The President can issue orders reclassifying posts as needed.
- The rules cover most central government employees but exclude some like railway staff. Exceptions can be made.
- They establish rules for disciplinary proceedings and appeals against government servants as well as defining
This document discusses the historical background of position classification and compensation schemes in local government units (LGUs) in the Philippines. It describes the laws and policies that have established guidelines for LGUs to classify positions and set salaries, including Presidential Decree 1136, Republic Act 6758, Republic Act 7160, and Administrative Order 42. It also outlines the position classification scheme that LGUs use which is based on duties, responsibilities, and salary grades determined by laws and regulations.
The document provides a summary of various circulars and notifications issued by the Ministry of Corporate Affairs in India between February and August 2011 regarding amendments to the Companies Act of 1956. Key changes include exemptions granted to holding companies from attaching full financial statements of subsidiaries, simplified processes for company incorporation and foreign business establishment, electronic payment of fees, and delegation of additional powers to Regional Directors of the MCA.
Special rules governing LIC Development OfficersTsr Iyengar
This presentation summarizes the special rules governing Development Officers at LIC. It provides an overview of key rules including:
- Appointment and confirmation processes as outlined in letters to new officers.
- Reasons for special rules including Development Officers' field-based work and performance judged on business results.
- Cost ratio targets and disincentive tables imposing pay cuts or decrements for exceeding ratios.
- Provisions for representation, deferment of disincentives, and reinstatement of decrements under certain conditions.
- Reality of rule impacts from 2009 including high numbers of officers facing disincentives and terminations, demonstrating the significant effect on jobs and wages.
This document outlines modifications to Andhra Pradesh's Automatic Advancement Scheme for public servants. Key points:
- The scheme provides higher pay scales for employees who are unable to be promoted due to lack of vacancies, after 6, 12, 18, and 24 years of service.
- The periodicity was previously every 8, 16, and 24 years, but is now modified to every 6, 12, 18, and 24 years based on an agreement with employee unions.
- After 6 years, employees will be placed in a Special Grade Post Scale. After 12 years in Special Promotion Post Scale I-A/Special Adhoc Promotion Post Scale I-A. After 18 years, one increment will
Monitoring Health for the SDGs - Global Health Statistics 2024 - WHOChristina Parmionova
The 2024 World Health Statistics edition reviews more than 50 health-related indicators from the Sustainable Development Goals and WHO’s Thirteenth General Programme of Work. It also highlights the findings from the Global health estimates 2021, notably the impact of the COVID-19 pandemic on life expectancy and healthy life expectancy.
Jennifer Schaus and Associates hosts a complimentary webinar series on The FAR in 2024. Join the webinars on Wednesdays and Fridays at noon, eastern.
Recordings are on YouTube and the company website.
https://www.youtube.com/@jenniferschaus/videos
The document discusses rules for pay fixation in the Indian civil service. Key points:
- Pay fixation rules were revised in 1989 and again in 2008 after the 6th Central Pay Commission's recommendations.
- Pay now consists of a pay band and grade pay. On promotion, pay is fixed by granting one increment in the existing pay band plus the higher grade pay.
- Government employees have the option to fix pay from the date of promotion or date of next increment in the lower grade. This allows them to receive two increments on the date of next increment.
- Other situations like appointment on the same pay scale or ex-cadre posts also have rules for pay fixation outlined in the Fundamental Rules.
The document provides guidelines on the release of funds for FY 2023 national budget. It discusses the validity period of appropriations, release of obligational and disbursement authority through allotment orders, modification and use of savings. Key points include: Appropriations are valid until December 31, 2023; funds will be released through GAAAO and SARO/GARO; heads of agencies can approve modifications within activities while DBM approves changes between allotment classes or agencies. Savings can be used to augment deficiencies in existing items.
The document defines and describes different types of employment statuses in the Philippine civil service, including:
1) Permanent, temporary, substitute, and co-terminous appointments for civil servants.
2) Regular permanent and provisional appointments for teachers.
3) Types of appointments such as original, promotion, transfer, and renewal.
4) Personnel movements including reassignment, secondment, and job rotation.
5) Contracts of service for individuals and institutions.
This document summarizes two consolidated petitions before the Supreme Court regarding Commission on Audit (COA) disallowances of certain allowances and benefits granted by the Government Service Insurance System (GSIS) to its employees. The COA disallowed increases to allowances after 1989, citing limits under the Salary Standardization Law. GSIS challenged these disallowances. The Court had to determine the scope of the GSIS Board of Trustees' authority to grant compensation and whether COA disallowances could be deducted from employee retirement benefits.
This document summarizes the Salary Standardization Law of 2019, which modifies the salary schedule for civilian government personnel and authorizes additional benefits. It standardizes compensation across government agencies to promote excellence and accountability. The law increases salaries in four tranches from 2020 to 2023 and provides bonuses and incentives to reward performance. It applies to all levels of government but excludes military personnel and some government-owned corporations.
The document provides a refresher course on appointments processing policies in the Civil Service. It discusses key topics such as publication requirements, qualification standards, delegated authority levels, and different appointment types like permanent, temporary, co-terminous, and trust and confidence. The document also clarifies policies on reclassification, upgrading, and other personnel actions related to appointments.
This functional design document outlines processes for human resource operations and self-service HR at ABC Bank. It describes 14 key HR processes including change of personal information, transfer requisition, employee rotation, leave application, employee loans, and separation processes like resignation, retirement, termination and more. Each process is documented with narrative descriptions and flow charts showing how employees and managers will interact with the HR system to complete the processes.
The document is an email from Thomas Kaplan at the Office of Personnel Management (OPM) to David Childs at the Office of Management and Budget (OMB). Attached to the email are OPM's comments on the revised OMB Circular A-76 regarding the performance of commercial activities by the federal government. The comments provide recommendations to clarify language around government competition for new requirements, the responsibilities of human resource advisors, regulatory citations, phase-in and phase-out plans, right of first refusal, and representative pay rates.
The document outlines the procedures for finalizing pension and commutation cases for retiring government employees in India.
1. The process should begin 2 years before retirement by collecting service details and examining records for deficiencies. Pension papers must be completed within 8 months of retirement.
2. Qualifying service, average emoluments, pension and gratuity must be determined within 2 months and papers sent to the Pay & Accounts Office 6 months before retirement for pension orders.
3. Provisional pension may be granted if departmental proceedings are pending at retirement to avoid hardship.
This memorandum provides a standard operating procedure for human resources practices within the Surface Maintenance community of the California Army National Guard. It outlines responsibilities for remote designees and supervisors in regards to personnel actions such as submitting SF-52 forms, tracking personnel actions, conducting vacancy requests and performance appraisals, and administering awards. The SOP also provides guidance on using the DCPDS personnel system to efficiently process personnel actions in compliance with National Guard regulations and policies.
This document provides guidance on applying the provisions of Schedule II to the Companies Act 2013 regarding depreciation. Some key points:
- Schedule II replaced Schedule XIV and requires depreciation to be computed based on the useful life of assets as defined in Schedule II.
- Useful life is the period over which an asset is expected to be used, or the number of production units from the asset. Residual value cannot exceed 5% of original cost.
- The transitional provision requires assets' remaining useful life to be used to calculate depreciation from April 1, 2014, or amounts above residual value to be charged to retained earnings.
- Components with different useful lives must be depreciated separately.
The document is a memorandum from the Director of the Office of Management and Budget providing guidance to executive departments and agencies on planning for operations during a potential lapse in appropriations. It reminds agencies to update their contingency plans consistent with OMB guidance and applicable legal opinions. Agencies should ensure only excepted activities that can legally continue during a lapse in funding would be performed. The memorandum also includes an attachment with frequently asked questions on contracting, grants, and payments during a lapse in appropriations to help guide agencies.
InstructionsCompetency 1 and 2 has already been researched.docxsharondabriggs
1) As a human resource specialist, I have the ability to independently gather, organize, and analyze data using position classification standards. I can then clearly present this data in reports to evaluate programs and solve problems, helping achieve organizational goals.
2) A key responsibility is performing position classification standards to classify positions properly. This involves assessing job duties, skills, and knowledge requirements according to the Office of Personnel Management's guidelines.
3) Data analysis and reporting helps evaluate the effectiveness of human resource programs in achieving the objectives of the Federal agency.
Manual for Drawing and Disbursing OfficersSelvam Murugan
This document provides instructions for Drawing and Disbursing Officers (DDOs) regarding cash management and maintenance of accounts. It discusses the responsibilities of DDOs, types of DDOs, and guidelines for receiving, disbursing and accounting for government funds. Key points include: DDOs are responsible for all money received or disbursed by their office and maintaining accurate accounts; there are three types of DDOs - cheque drawing, non-cheque drawing and merged; and instructions are provided for handling cash, maintaining cash books, payment procedures, and accounting requirements. The document aims to provide clear guidance to DDOs for proper cash handling and accounting as per government rules and regulations.
This document contains the Central Civil Services (Classification, Control and Appeal) Rules, 1965 which classify civil services and posts in India and establish rules regarding employee discipline and appeals. Some key points:
- Civil services are divided into 4 groups - A, B, C and D - based on pay scale and nature of work. Specific services and grades are listed in the Schedule.
- Civil posts are also divided into the same 4 groups based on pay scale. The President can issue orders reclassifying posts as needed.
- The rules cover most central government employees but exclude some like railway staff. Exceptions can be made.
- They establish rules for disciplinary proceedings and appeals against government servants as well as defining
This document discusses the historical background of position classification and compensation schemes in local government units (LGUs) in the Philippines. It describes the laws and policies that have established guidelines for LGUs to classify positions and set salaries, including Presidential Decree 1136, Republic Act 6758, Republic Act 7160, and Administrative Order 42. It also outlines the position classification scheme that LGUs use which is based on duties, responsibilities, and salary grades determined by laws and regulations.
The document provides a summary of various circulars and notifications issued by the Ministry of Corporate Affairs in India between February and August 2011 regarding amendments to the Companies Act of 1956. Key changes include exemptions granted to holding companies from attaching full financial statements of subsidiaries, simplified processes for company incorporation and foreign business establishment, electronic payment of fees, and delegation of additional powers to Regional Directors of the MCA.
Special rules governing LIC Development OfficersTsr Iyengar
This presentation summarizes the special rules governing Development Officers at LIC. It provides an overview of key rules including:
- Appointment and confirmation processes as outlined in letters to new officers.
- Reasons for special rules including Development Officers' field-based work and performance judged on business results.
- Cost ratio targets and disincentive tables imposing pay cuts or decrements for exceeding ratios.
- Provisions for representation, deferment of disincentives, and reinstatement of decrements under certain conditions.
- Reality of rule impacts from 2009 including high numbers of officers facing disincentives and terminations, demonstrating the significant effect on jobs and wages.
This document outlines modifications to Andhra Pradesh's Automatic Advancement Scheme for public servants. Key points:
- The scheme provides higher pay scales for employees who are unable to be promoted due to lack of vacancies, after 6, 12, 18, and 24 years of service.
- The periodicity was previously every 8, 16, and 24 years, but is now modified to every 6, 12, 18, and 24 years based on an agreement with employee unions.
- After 6 years, employees will be placed in a Special Grade Post Scale. After 12 years in Special Promotion Post Scale I-A/Special Adhoc Promotion Post Scale I-A. After 18 years, one increment will
Monitoring Health for the SDGs - Global Health Statistics 2024 - WHOChristina Parmionova
The 2024 World Health Statistics edition reviews more than 50 health-related indicators from the Sustainable Development Goals and WHO’s Thirteenth General Programme of Work. It also highlights the findings from the Global health estimates 2021, notably the impact of the COVID-19 pandemic on life expectancy and healthy life expectancy.
Jennifer Schaus and Associates hosts a complimentary webinar series on The FAR in 2024. Join the webinars on Wednesdays and Fridays at noon, eastern.
Recordings are on YouTube and the company website.
https://www.youtube.com/@jenniferschaus/videos
United Nations World Oceans Day 2024; June 8th " Awaken new dephts".Christina Parmionova
The program will expand our perspectives and appreciation for our blue planet, build new foundations for our relationship to the ocean, and ignite a wave of action toward necessary change.
About Potato, The scientific name of the plant is Solanum tuberosum (L).Christina Parmionova
The potato is a starchy root vegetable native to the Americas that is consumed as a staple food in many parts of the world. Potatoes are tubers of the plant Solanum tuberosum, a perennial in the nightshade family Solanaceae. Wild potato species can be found from the southern United States to southern Chile
Synopsis (short abstract) In December 2023, the UN General Assembly proclaimed 30 May as the International Day of Potato.
RFP for Reno's Community Assistance CenterThis Is Reno
Property appraisals completed in May for downtown Reno’s Community Assistance and Triage Centers (CAC) reveal that repairing the buildings to bring them back into service would cost an estimated $10.1 million—nearly four times the amount previously reported by city staff.
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Food safety, prepare for the unexpected - So what can be done in order to be ready to address food safety, food Consumers, food producers and manufacturers, food transporters, food businesses, food retailers can ...
Preliminary findings _OECD field visits to ten regions in the TSI EU mining r...OECDregions
Preliminary findings from OECD field visits for the project: Enhancing EU Mining Regional Ecosystems to Support the Green Transition and Secure Mineral Raw Materials Supply.
1. )
c_-- t.)
REPUBUC OF THE PHIUPPINES
'Department of Budget and Management
Bldg. I, Gen. Solano Street, San Miguel,Manlle!
L.:=ULAR
J
TO
"'''~
SUBJECT
1.0
No. 2004 - 3
Marc,h 6, 2004
Heads of Departments, Bureaus, Offices, Agencies
of the National Government; Government-Owned
and Controlled Corporations; Government
~ Financial Institutions; Local Government Units;
and All,Others' Concerned'
Conversion of Positions Performing Staff/Non-
Technical Functions
Background
'1.1
.
-"',
Presidential Decree No. 985 as amended by Republic Act No. 6758 or
the SalaryStandardizationLawprovides,among others, that: ' .
"Section 8. Allocation and Reallocation of Positions. Subject to
approval by the Secretary of Budget and Management, the CPCB
(Compensation and Position Classiifcation Bureau now Organization,
PositionClassificationand CompensationBureau (OPCCB))shall hav~
the authority to change the allocation of a position from One class to
another class whenever facts warrant. . .
Section 17. Powers and Functions. The Secretaryof Budgetand
Management, principallythrough the CPCB(now OPCCS)shall, in
addition to those providedin the other Sectionsof this Decree, have
the following
powersand functions: .
a. Administer, the compensation and position classification
established herein'and reviseit as necessary."
1.2 To streamline the numerous administrative classes, the Administrative
Services Group under the General Administrative Service of the
Position Classification Plan is hereby modified by including under it the
followingclasses of positions:
~
"'i ' ';, . ;-
/fJ
2. .~)
"
'-"",
Sub-Professional level
Salary
Grade
AdministrativeAide I
Administrative AideII
Administrative AideIII
Administrative AideIV
Administrative AideV
, Administrative
AideVI,
Administrative Assistant I
Administrative Assistant II
Administrative Assistant III
Administrative Assistant IV
Administrative Assistant V
Administrative Assistant VI
Senior Administrative Assistant I
Senior AdministrativeAssistant II
Senior AdministrativeAssistant III
Senior AdministrativeAssistant IV
Senior AdministrativeAssistant V
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
18
.' '
Professional level
.
A(jministrative Officer I
Administrative Officer II
Administrative Officer III
Administrative Officer IV
Administrative Officer V
Supervi~ing Administrative Officer
Chief Administrative Officer
10
11
14
15
18
22
24
2.0 Purpose
To implement the conversion of existing positions to the above-listed new
classes.' '
.'
3.0 Coverage and Exemption
3.1 This Circular.shallcover all positions as shown in ,AnnexA hereof in the
administrative/financial units of agencies, including
"administrative/support positions in their operating/technical units,
whether permanent, casual, contractual or emergency in nature now
existing or hereafter created in National Government/Agencies (NGAs),
Government-Owned and Controlled Corporations (GOCCs);
Government FinancialInstitutions (GFIs) and LocalGovernment Units.
J1U
3. 4.0
.
.3.2 It shall not cover, however, the followingpositions:
. Legal Officers, En'gineers, Librarians,etc. and those which require
passing bar/board examinations; .
. Medicaland Allied Medical positions which are covered by RA
7305 or the Magna.Carta of Public Health Workers,.some of
which also require passing board examinations;
. Positions r~ndering security of buildings;
. ChiefAccountant and lower level accountant positions which head
accounting units;
. Municipal/City/Provincial Government
Heads/Department Head; and
Departinent
Assistant
Positions performing line functions of the agency; e.g.: carpenters
in engineering Distri'cts, bookbinders in the National Printing
Office, and photographers in Officeof the Press Secretary.
Definition of Administrative Services Group
v' .
4.1 Administrative
SelVices
Groupincludes
positions
whichare responsible
for planning, coordination,supervisionand performance of functions
relating to human resource management, budgeting, fiscal
examination and' control, financial and management analysis,
cashiering, informationtechnology, management and audit analysis,
supplyand records management, informationdisseminationand public
relations. It also includes those involved in messengerial, clerical,
,secretarial; , stenographi!:, , buying, storekeeping, bookbinding,
disbursel11ent, automotive. ~quipment opera'tion,' communications
. equipment operation "and repair, electronics' and!:ommunications
equipment technology, carpentry, electrical, painting,' plumbing,
laboring, crafts and trades, utility V>{orking,
machine repair, air-
conditioning technology, mechanical' plant operation' and repair,
bookbinding, reproduction machin~ opera,tion, stitching, audio-visual
equipment operation and repair, illustratingJunctions' and such other
related functions.
It does not includepositionsperformingduties and responsibilities
that ~
are part of the ,main f.un~ions 9f their agencies.
4.2
fpJ
4. 5.0 Implementing Guidelines
....
5.1 The offices concerned of the Department of Budget and Management
(DBM)shall issue a Notice of Organization, Staffing and Classification
Action (NaSCA) reflecting the conversion of positions perfon:ning
staff/non-technical function to the new classes.
5.2 The duties and responsibilities'of the new position titles shall consist of
the duties and responsibilitiesof the positions titles compressed to it.
Example:
Reproduction Machine Operator I, SG 2 - operates and maintains,
simple reproduction machines such as photocopying machines
and
Messenger, SG 2 - collects and delivers inter- and intra-office
communications
Compressed to
Administrative Aide II, SG 2 - operates and maintains simple
reproduction machines such as photocopying machines; collects and
delivers inter- and intra- office communications.
, tI
5.2 Positions allocated to the new position titles may be assigned any
'combinationof the duties a.ndresponsibilities
of the previous position
titles. . " '.'
5.3. Agencies shall have the flexibility to modify the duties and
responsibilities of a vacan~ position .to any of the new position titles
that is needed for its operations p[ovidedit. willnot require additional
funds. . .
Exampl~: ..
Records Officer II,SG 14 and Cashier II, SG~14were both. compressed
to Administrative OfficerIII, SG 14. Oneof tl)e positions is vacant. The
agency needs a position for supply management. . The agency
concerned may convert the duties alld responsibilities of the vacant AO
III position to those pertaining to supply management and transfer the
said positionto the appropriate unit' without need of the approvalof .
the DBM. It shall inform however the DBMof such transfer.
/Gf
5. 6.0
tI
~
'5.4 Upon implementation, the incum~ents of positiqns shall retain their
designated salary,steps. The conversion shall not affect the counting'
of theyears of service for the purpose of step increments.
-",
5.5 The conversionautnorlzedherein'shall not 'constitute. reclassification,
but rather allocationof the positionto itsproper class.
. '
Procedural Guidelines
6.1. The Human ResourceManagement Officer/Administrative Officer of the
entity concerned shall, upon receipt. ofthe NOSCA,prepare a Plantilla
of Position Allocation and Appo'intment (PPM) (Annex B).
6.2. A PPAAshall also be prepared for contractual, casual and emergency
positions. ' . '
6.3. The original and three (3) copies of the said PPM which shall be
certified correct by the ,Human Respurce Management
Officer/Administrative Officer and approved by the Head of the
government entity shall be submitted for post-audit, within thirty (30)
days after the receipt Of the said NOSCA,to the appropriate Budget
and Management Bureau (BMB), or DBM Regional Office for,
regionalized offices. The BMB or the DBM Regional' Office shall
examine and verify the said Plantilla based on its :records and the
NOSCA and certify the PPM accordingly. The ceitified copies shall
then be distributedasfollows: ','
6.3.1. one copy to the Civil Service Commission Regional Office and
FielClOffice concerned; ,
6.3.2. one copy to the Commission on Audit, for compliance with
auditing requirements;
6.3.3. once copy to the Office of ,.,origin concerned for proper
implementation; and
6.3.4. the original shall remain with the BMB or DBM Regional Office
for records, controland post-audit purposes.
6.4. The rules and regulations on the PPAA governing the status and
,preparation of appointments and other personnel acti.on shall be as
prescribed by the Civil Service Commission (CSC).
/1J
6. 6.5. The Head of the governme~t entity shall notify the official/employee
of
any change in his position title and the corresponding salary grade of
his position. through a Notice of Position AUQcation(For Individuals)
,Annex C). The information in the Notice shall conform with the entries
in the PPAAsubmitted to the DBM as to position title and salary. A
copy of this Notice shal,lbe furni~hed the C$Cand the c;SIS.
6.6. For officials/employees having similar' data and information such as
classification of position and salary grade" ,a, Notice of Position
Allocation (For Groups) (Annex D) shall be issuedin lieu of the form
presc(ibed in paragraph 6.5. , A copy of the Notice shall be furnished
the CSCand'the GSIS. '
1.0 Responsibilityof the Head of Government Entity
, '
The Headof a government entitY' shall be responsible for the submissionof
the required reports. '
SavingClause
8.0
, Cases not covered by the provisions of thiS Cirq,darshall be,referredto the
Secr~tary of Budget and Management for resolution.
9.0 Effectivit:y
, ,
This Circularshall takeeffect March'l, 2004.
.
<".
,/YrA~
.EMILIAT. BONCODIN
Secretary
fn:emyadlrBC-PAL
, .
7. .,
,.
AnnexA
ALLOCATION OF SUB-PROFESSIONAL AND PROFESSIONAL ADMINISTRATIVE POSITIONS
From To
Position Title
S~ary
Grade Position Title
Salary
Grade
Sub-Professional Level
-"""""'
}
-._,
Crafts and Trades Helper *
Laborer1*
UtilityWorker I .
1
1
1 } AdministrativeAide I
'. 1
* The present classification of these positions shall be retained iftheir
duties and responsibilities
are part ofthe mainfunctionsofthe
agencywheretheyarelocated.
-)
;;
fw
..
8. ...
To
From
Position Title
Salary
, Grade Position Title
Salary
Grade
Messenger
Bookbinder 1*
Reproduction Machine Operator I
Stitcher 1*
Laborer 11*
Utility Worker Ii
Driver I
Carpenter 1*
Mason 1*
Painter 1*
Plumber 1*
Audio-Visual, Equipment Operator I
. illustrator I
Clerk I
* The present classificatron of these positions shall be retained if their
duties and responsibilities are part of the main functions of the
agency where they are located.
2
2
2
2 } Administrative Aide il
2
3
3
3
3
3
3
3
3
3
3
Administrative Aide III 3
I'M
9. ~
From
Iposition Title
Storekeeper I
Driver II
Bookbinder 11*
Reproduction Machine Operator 1/
Stitcher 1/*
Electrician 1*
Mechanic 1*
Mechanical Plant Operator 1*
Printing Machiner Operator 1*
Auxiliary Machine Operator I
Communications
EquipmentOperator1*.
Clerk II
Stenographer
I "
Human Resource Management Aide
BuyerI .
Accounting Clerk I
Fiscal Clerk I
Budgeting Aide
Cash Clerk I
Chautfeur I
Carpenter 1/*
Mason If"
Painter 11*
Plumber 11*
Audio-Visual Equipment Operator II
Photographer 1*
Illustrator 1/
Accounting Machine Operator I
* The present classification of these positions shall be retained if their
duties and responsibilities are part of the main functions of the.
agency where they are located.
To
Position Title
Salary
Grade
Administrative Aide IV 4
'.
-"
Administrative Aide V 5
~
.
Salary
Grade
-
4
I
4
4
I
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
4
5
5
5
5
5
5
5
5
5
10. '*
To
From
Position Title
Salary
Grade Position Title
Salary
Grade
Chauffeur II
Utility Foreman
Microfilming Machine Operator I
Electrician 11* .
Labor Foreman*
Air-Conditioning Technician I
Mechanic 11*
Mechanical Plant Operator 11*
Printing Machiner Operator 11*
Audio-Visual Aids Technician I
Auxiliary Machine Operator"
Data Entry Machine Operator I
Data Controller I
Communications Equipment Operator 11*
Electronics and Communications Equipment Technician 1*
Artist-illustrator I
Clerk III
Stenographer II
Buyer II
StorekeeperII "
Accounting Clerk II
Fiscal Clerk II
Cash Clerk II
. DisbursingOfficer I
Motor Pool Dispatcher
".
* The present classification of these positions shall be retained if their
~uties and responsibilities are part of the main functions of the
agency where they are located.
6
6
6
6
6
6
6
6
6
6
6
6
6
6
6
6
6
6
Administrative Aide VI 6
6
6
6
6
6
6
6
I
I
}
!wi
11. From
Position Title
Salary
Grade
To
Position Title
Salary
Grade
Chauffeur III
Bookbinder 111*
Reproduction Machine Operator III
Stitcher 111*
Audio-Visual Equipment Operator III
Photographer 11*
Computer Operator I
Secretary I
Stenographic Reporter I
Accounting Machine Operator II
Motor Pool Supervisor I
Chauffeur IV
MicrofilmingMachineOperatorII .
Carpenter Foreman*
Mason Foreman*
Painter Foreman*
Plumber Foreman*
Labor General Foreman*
Air-Conditioning Technician II
Audio-Visual Aids Technician II
Auxiliary Machine Operator III
Data Entry Machine Operator II
Date Controller II
Electronics and Communications Equipment Technician 11*
Artist-Illustrator II
Administrative Assistant
Clerk IV
Human Resource Management Assistant
7
7
7
7
7
7
7
7
7
7
7
8
8
8
8
8
8
8
8
8
8
8
8
8
8
8
8
8
* The present classification of these positions shall be retained if their
duties and responsibifities are part of the main functions of the
agency where they are located.
Administrative Assistant I
".
Administrative Assistant II
..
7 J
'8
...~
~
12. -
To
From
'Position Title
Salary
Grade Position Title
Salary
Grade
Property Custodian
Accounting Clerk III
Bookkeeper
Fiscal Clerk III
Budgeting -Assistant
Cash Clerk III
Disbursing Officer II
Management and Audit Assistant
Assistant Officer
Public Relations Assistant
Electrician Foreman'"
Mechanic III'"
Mechanical Plant Operator III'"
Printing Machine Operator III'"
Computer Ope-rator /I
Communications Equipment Operator III'"
Secretary II
Stenographer III
Stenographic Reporter II -.
Buyer III .
Storekeeper III
Senior Bookkeeper
Motor Pool Supervisor II
Bookbinder IV'"
Carpenter General Foreman'"
Painter General Foreman*
Audio-Visual Aids Technician III
Photographer 111*
Accounting Machiner Operator Iii
10
10
10
10
10
10
'" The present classification of these positions shall be retained iftheir
duties and responsibilities are part of the main functions of the
agency where they are located.
8
8
8
8
8
8
8
8
8
8
Adm'inistrative Assistant II 8
9
9
9
9
9
9
9
9
9
9
9
9
9
. r AdministrativeAssistant III 9.
j
Administrative Assistant IV 10
~
13. ~ ::
From
.'
Position Title
Salary
Grade
To
Position Title
Salary
Grade
Microfilming Machine Operator III
Electrician General Foreman*
Mechanical Shop Foreman*
PrintingMachineOperatorIV* ,
Auxifiary Machine Operator IV
Data Entry Machine Operator III
Data Controller III
Communications Equipment Operator IV*
Electronics and Communications Equipment Technician 111*
Artist-Illustrator III
Private Secretary I
Stenographic Reporter III
. BuyerIV .
Storekeeper IV
Computer Operator III
Photographer IV*
Mechanical Shop General Foreman*
Data Entry Machine Operator IV
Data Controller IV
Communications Equipment Operator V
Stenographic Reporter IV .
Buyer V .
Audio-Visual Aids Technician IV
Computer Operator IV
* The present ciassification of these positions shall be retained if their
duties and responsibilities are part of the main functions of the
agency where they are located.
11
11
11
11
11
11
11
11
11
11
11
11
11
11
"
. Administrative Assistant V
'.
12
12 } Administrative Assistant VI
13
13
13
13
13
13
Senior Administrative Assistant I
14
14 } Senior Administrative Assistant II
...
11
~"j
..-/
12
13
,'.J
14
fyA
14. .
From
Position Title
Photographer V*
Electronics and Communications Equipment Technician IV*
Private Secretary II
Stenographer to the President
. Senior Stenographer to the Regional Governor
""
Photographer VI*
Priv.ateSecretary III
Senior Stenographer to the President
Professional Level
Records Officer I
Supply Officer I
Cashier I
Administrative Officer I
Human Resource Management Officer I
Information Officer I
Public Relations Officer I
Financial Analyst I
Fiscal Examiner I
Fiscal Controller I
.BudgetOfficer I
Clearing Officer
Management-and AuditAnalyst I'
Accountant I
Salary
Grade
- 15
15
15
15
* The present classification of these positions shall be retained if their
duties and responsibilities are part of the main functions of the'
agency where they are located.
To
Position Title
} SeniorAdministrative
AssistantIII
16 Senior Administrative Assistant IV
18
18
1"8 }Senior Administrative Assistant V
10
10
10 }Administrative Officer I
11
11
11
11
11
11
11
11
11
11
11
Administrative Officer II
Salary
Grad~
15
16 .11
18
10
11
/?J
15. From
PO,sition Title
Salary
Grade
Records Officer II
Supply Officer II
Cashier II
14
14
14
Administrative Officer II
Human Resource Management-Officer II
Information Officer II
Public Relations Officer II
Financial Analyst II
Fiscal Examiner II
Fiscal Controller II
BudgetOfficer II .
Management and Audit Analyst II
Accountant II
15
15
15
15
15
15
15
1-5
15
15
Administrative Officer III
Human Resource Management Offic.er III
Records Officer III
Supply Officer III.
. Cashier III
Information Officer III
Public Relations Officer III
Financial Analyst III
Fisca! Examiner III
Fiscal Controller III
Budget Officer III .
Management and Audit Analyst III
Accountant 111**
18
18
18
18 ,
18
18
18
18
18
18
18
18
18
* The present classification of these positions shall be retained if their
duties and responsibilities are part of the main functions of the
agency where they are located.
The present classification of the position shall be retained if .itis
the highest accountant in the agency/office.
To
Position Title
Salary
Grade
}Administrative
Officerlit
'.
Administrative Officer IV
J
Administrative Officer V
.
14
.,~)
15
"',
18 ."
-.-'
~
16. ...
From
,
Position Title
Administrative Officer IV
Human Resource Management Officer IV
Records Officer IV
Supply Officer IV-
Cashier IV
Information Officer IV
Public Relations Officer IV
Financial Analyst IV
Fiscal Examiner IV
Fiscal Controller IV
Budget Officer IV
Management and Audit Analyst IV
Financial and Management Officer I
Accountant IV**
Salary
Grade
- 22
22
22
22
22
22
22
22
22
22
22
22
22
22
t'
Administrative Officer V
Human Resource Management Officer V
Records Officer V
Supply Officer V
Chief Accountant **
Financial Analyst V
FiscalExaminerV .
Fiscal Controller V
Budget Officer V
Cashier V
Management and Audit Analyst V
Financial and Management Officer II
Information Officer V
Public Relations Officer V
24
24
24
24
24
24
24
24
24
24
24
24
24
24
"
* The present classification of fhese positions shall be retained if their
duties and responsibilities are part of the main functions of the
agency where they are located.
** The present classification of the position shall be retained if it is .
the highestaccountantinthe agency/office. .
To
Position Title
Supervising Administrative Officer
Chief Administrative Officer
Salary
Grade
22
24
fm
17. PLANTILLA OF POSmON ALLOCATIONAND APPOINTMENT
Agency:
,
Annex B
Prepared/Certified Correct:
Adm. Officer/HRMO
-NBC No. 474 for NGAs, GOCCs and GFls
LBC No. 74 for LGUs
.
Approved:
.._)
.)
Head of Agency
~
STATUS OF , DURATIONOF APPOINTMENT}
APPOINTMENT CONTRACT FORCASUA4
Item No. Present Salary New Salary Monthly As of As of EMERGENCY AND CSC ACTION
FY 2002 . PositionTrtle Grade Position Title Grade Salary* NAME OF INCUMBENT Dec. 31, 2003 Jan.1,2004 CONTRACTUAL EMPLOYEES REMARKS
( 1 ) (2) (3) (4) (5) (6) (7) (8) (9) ( 10) (11 )
-
18. (')
( 1
Annex C .
Name of Agency
Notice of Position Allocation
(For Individuals) .
Date
Mr./Ms.
Sir/Madam:
Pursuant to Budget CircularNo. your position of Clerk IV, SG-8 has
been allocated to AdministrativeAssistant II, SG-8effective January 1, 2°94.
Very truly yours,
Head of Government Agency/Regional Director
.
cc.: The GSIS/CSC
..
f>'1
19. It
Special Order
No. ,.s. 2003
Name of Agency
Noticeof PositionAllocation
(ForGroups)
Annex D
Date
Pursuant to Budget Circular No. . , the positions of the following
officials/employees have been allocated from Cashier I, SG-10 to Administrative
OfficerI, SG-10effectiveJanuary1, 2004. .
tI
cc.:
Name of Emplovee
1.
2.
3.
The GSIS/CSC
Item No.
FY 2002
PSI POP
Very truly yours,
Headof Government Agency/Regional Director
1w