HUMAN RESOURCE MANAGEMNT IN LOCAL GOVERNMENT

1. REFERENCE:
Civil Service Commission, A guide for Local Chief Executives on Public Personnel Administration
Civil Service Commission, Human Resource Development Planning Guidebook
Code of Conduct and Ethical Standards for Public Officials and Employees or RA 6713,
Rules and Regulations Implementing the Local Government Code of 1991 or AO 270
The Local Government Code of 1991 or RA 7160
www. csc.gov.ph www.lawphil.net
PA 618 LOCAL GOVERNMENT AND REGIONAL
ADMINISTRATION
JOSEPHINE BOND
PHD-PAG
BASIC SERVICE AND FACILITIES, SPECIAL BODIES,
CIVIL CODE

2. Human Resource Planning BASIC Service and facilities
and Social Bodies
I. Recruitment, Selection, and Appointment
II. Local Government Compensation System
III. Performance Management System
IV. Accountability of Local Officials and Employees
OVERVIEW

3. SEC. 443. Officials of the Municipal Government
(a) There shall be in each municipality a municipal
mayor, a municipal vice-mayor, sangguniang
bayan members, a secretary to the
sangguniang bayan, a municipal treasurer, a
municipal assessor, a municipal accountant, a
municipal budget officer, a municipal planning
and development coordinator, a municipal
engineer/building official, a municipal health
officer and a municipal civil registrar.
(b) (b) In addition thereto, the mayor may appoint
a municipal administrator, a municipal legal
officer, a municipal agriculturist, a municipal
environment and natural resources officer, a
municipal social welfare and development
officer, a municipal architect, and a municipal
information officer
HUMAN RESOURCEOFFICER IS NOT
INCLUDED

4. responsible for
human resources
and development
appoints staff
and all officials
and employees
in the Office of
the Sanggunian
• establish a career service and
adopt measures
• strengthen the merit and rewards
system;
• integrate all human resource
development programs for all
levels and ranks;
• institutionalize a management
climate conducive to public
accountability.
determine
positions and
the salaries,
wages,
allowances,
and other
emoluments
and benefits
assists the LCEin
the effective and
efficient
implementation of
Civil Service Law and
Rules governing
public personnel
administration
4

5. HUMAN RESOURCE
PLANNING
 Human Resource Development Plan
 Human Resource Development Planning
◦ To identify the Learning and Development needs of the
personnel
◦ To prioritize these L&D needs
◦ To identify appropriate interventions
◦ To guide the HR unit in aligning individual goals
to organizational goals
◦ To help develop the organization’s workforce to
efficiently and effectively responds to the
challenges and changes in public service
Helps organizations attract and retain talents
who have the right tools and drive to pursue
excellent performance and contribute to
organizational effectiveness.
IMPORTANCE AND FUNCTIONS

6. RECRUITMENT
It is the first phase in the
employment procedure which is
the development of a pool of
candidates in accordance with a
human resource plan. It covers
determining staffing needs,
meeting the requirements,
publication of vacancies, screening
and appointment.
1. LGU’s Organizational
Structure
2. LGU’s Budgetary
Limitations
3. Identify Vacant
Positions
4. Determine if vacancy
should be filled up

7. • The vacant position should have a Qualification
Standards approved by the Civil Service Commission.
“A Qualification Standard (QS) is the statement of
the minimum qualifications for a position which
shall include education, experience, training,
civil service eligibility, and physical
characteristics and personality traits required
by the job.” (Sec. 2 Rule 4 of the Omnibus Rules
Implementing Book V of EO 292)

8. ◦ Publish the vacancy or Public Notice
of Vacancy
“Whenever an LCE decides to fill a
vacant career position, notices of
vacancy shall be posted in at least
three conspicuous public places for
a period of not less than fifteen
(15) days and published once in a
newspaper of general circulation in
the LGU concerned.” (Art. 167 Rule
XXII IRR of the LGC)
1. LGU’s Organizational
Structure
2. LGU’s Budgetary Limitations
3. Identify Vacant Positions
4. Determine if vacancy
should be filled up
5. After Publication, proceed
with the Screening of
Qualified Applicants

9. Screening is a formal
procedure done by the
Personnel Selection Board
(PSB) in the evaluation of
candidates for appointment
to vacant positions in the
LGU.
The main players in the
screening of applicants are
the Human Resource
Management Officers
(HRMOs)/Human Resource
Management Practitioners
(HRMPs) and the Personnel
Selection Board (PSB).
 Head
 Members
 Representative -
(ex oficio)
 Personnel Officer –
 (ex oficio)
- Local Chief Executive
- determined by resolution of the
Sanggunian concerned Civil Service
Commission, if any
of the LGU
 assist the local chief executive, or where
applicable, the presiding officer of the
Sanggunian, in the judicious and
objective selection of personnel for
employment as well as for promotion
(Art. 166 Rule 22 of the IRR LGC)
FUNCTIONS AND RESPONSIBILITIES
OF PSB

10. SELECTION AND APPOINTMENT
1. PERMANENT
GROUNDS OF DISAPPROVAL
“The appointing authority shall be personally liable
for the salary of appointees whose appointments
have been disapproved for violation of pertinent laws
such as the publication requirement pursuant to RA
7041.” (Sec. 4, Rule 6 Omnibus Rules on
Appointment and Other Personnel Actions)
KINDS OF APPOINTMENT
REQUIREMENTS OF APPROVAL
2. TEMPORARY
3. SUBTITUTE
4. CONTIMINOUS
5. CONTRACTUAL
6. CASUAL
7. JOB ORDER
 Coterminous with the appointing authority or
head of the organizational unit where
assigned;
 coterminous with the incumbent;
 coterminous with the project; and
 Coterminous with the life span of the agency.
or casual laborers as provided in this section
shall not exceed six (6) months” (Section 77,
Title III, LGC).

11. 1. the education and experience
required to perform the duties and
responsibilities of the positions;
2. the nature and complexity of the work
to be performed;
3. the kind of supervision received;
4. mental and/or physical strain
required in the completion of the
work;
5. nature and extent of internal and
external relationships;
6. kind of supervision exercised;
7. decision-making responsibility;
8. responsibility for accuracy of records
and reports;
9. accountability for funds, properties
and equipment; and
10. hardship, hazard and personal risk
involved in the job. • S
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12.  Unless otherwise disqualified
by any issuance to
pertaining a particular grant
of monetary benefit every
employee is entitled to the
following benefits:
 Monetization of leave
credits
 Other benefits
EMPLOYEE BENEFITS
 Anti-Violence Against Women and
Their Children (VAW-C) Leave
Forced/Mandatory Leave
 Maternity Leave
 Paternity
 Rehabilitation Leave
 Relocation Leave
 Sick Leave
 Solo Parent / Parental Leave
 Special Privilege Leave
 Study Leave
 Terminal Leave
 Vacation Leave
LEAVE CREDITS

13. • 13th Month Pay
• Cash Gift
• Personal Economic (PE)
• Relief Allowance (RA)
• Anniversary Bonus
• Amelioration
• Productivity Incentive
Bonus (PIB)
• Hazard Pay (if
applicable)
• Clothing Allowance /
Uniform
• Representation and
Transportation
Allowance
• (RATA), if
applicable
• Loyalty Pay
• CNA initiated
benefits
• Laundry
Allowance (if
applicable)
• Relocation
Allowance
• Family Visit
• Step-Increment
• Night-Shift
Differential
• Overtime Pay or
Compensatory
Time-Off
• Retirement
Benefits
Local Government
Officials and employees
may also be entitled to
other benefits, subject
to guidelines issued by
the Department of
Budget and
Management (DBM)
and Commission on
Audit (COA), such as:

14. PERFORMANCE MANAGEMENT SYSTEM
TALENT DEVELOPMENT
Section 1, Rule VIII of Omnibus Rules
Implementing Book V of Executive Order No. 292
and Other Pertinent Civil Service Law and Rules
states that:
“Every official and employee of the government is
an important asset or resource to be valued,
developed and utilized in the delivery of basic
services to the public. Hence, the development and
retention of a highly competent and professional
workforce in the public service shall be the main
concern of every department or agency.
Every department or agency shall establish a
continuing program for career and personnel
development for all agency personnel at all
levels, and shall create an environment or work
climate conducive to the development of
personnel skills, talents and values for better
public
service.”
Pursuant to Sec. 1 Rule IX of the Omnibus
Rules Implementing Book V of EO 292,”There
shall be established performance
evaluation systems in every department or
agency of the national or local government,
including state universities and colleges and
government
owned and controlled corporations with
original charters.”

15. 15
“Each department shall include a specific budget allocation for human
resource development purposes. At least three (3) percent of the annual
budget shall be set aside for the purpose.” (Sec. 8, Art. VIII of the Omnibus
Rules Implementing Book V of EO 292)
“Each department shall prepare a career and personnel
development plan which shall be integrated into a national
plan by the Commission which shall serve as the basis for all
career and personnel development activities in the
government”.
In LGUs, the LCE shall be responsible for the development
of his/her employees. For this purpose, the LCE may avail
of the services of the Local Government Academy
(LGA) and other learning institutions.

16. 16
Public officials and employees must at all
times be accountable to the people.
Discipline is needed to serve and protect the
interest of the agency and the state as well.
Sec. 1 Rule XIV of the Omnibus Rules
Implementing Book V of EO 292 states that, “No
officer or employee in the Civil Service shall be
removed or suspended except for cause as
provided by law and after due process.”

17. 17
“Administrative offenses with its corresponding
penalties are classified into grave, less grave,
and light, depending on the gravity of its nature
and the effects of said acts on the government
service.” (Sec. 22 Rule XIV of the Omnibus Rules
Implementing Book V of EO 292)
CSC Resolution No. 07-0958 emphasized that
disciplining authorities should impose the proper
penalties as mandated in the Uniform Rules on
Administrative Cases in the Civil Service (URACCS)

18. Thank you