Josefino “Penn”Tulabing- Larena Jr.
MPA Student
St. Paul University Dumaguete
Subject : Ethics
Professor : Dr. Angeline Pauline C. Gonzalez LLB,MPA,DPA
¢Rule VIII of the Omnibus Rules Implementing book V. of Executive Order No. 292 and Other Pertinent Civil Service Law. Every official & employee of the government is an asset or resource to be valued, developed & utilized in the delivery of basic services to the public. Hence, the development & retention of highly competent & professional workforce in the public service shall be the main concern of every department or agency.
Career & Personnel Development Plan
¢Merit Promotion
¢Performance evaluation
¢In-service training ( OVERSEAS & local scholarships)
¢Training grants
¢Human resource development intervention
Training and Development
¢Induction Program
¢Orientation Program
¢Reorientation Program
¢Professional/ technical /scientific Program
¢Employee Development Program
¢Middle Management Development Program
¢Values Development Program
¢Pre-retirement Program
¢Executive Development Program
Scholarships
¢The scholarship program for government allows every department or agency to list its priority needs for organizational and manpower training ,education and development. Scholarships may either be local or foreign.
Components of the local Scholarships Program
LSP Master’s Degree ( LSP MDC ) - This was established in 1933 through CSC Resolution No.93299.It provides qualified government employees with a one-year scholarship grant to pursue a master’s degree or post graduate studies program
¢LSP –Bachelor’s Degree Completion ( LSP-BDC)- This was started in by virtues of CSC Resolution no.967300.It offers undergraduates in government a maximum of two-year scholarship to complete heir studies and earn a college diploma.
¢LSP-Skilled worked in Government ( LSP-SWG )-This was ¢Instituted in 1994 under CSC Resolution no 942380.It affords a short-term continuing skills upgrading or enhancement training of first level government employees holding clerical, trades, crafts and custodial service positions
¢LSP-MDC Competitive Examination
stage 1 Written Test-the test is designed to measure basic competencies required for graduate school work. I is a test of verbal ability, analytical ability, numerical ability. managerial
ability and general knowledge on the Philippine Constitution, Human right, work ethics ( RA 6713) and environment protection.
Study Leave
¢Qualified employee, excluding those in the exceeding six months with pay for purposes of helping them prepare for their bar or board examinations. For completion of master’s degree, the study leave shall not exceed four months. This is provided in Sec 68 of the Omnibus Rules on Leave as circularized in CSC MC 14,s 1999.
Personal Development Committee
¢A personnel Development Committee is mandated to be established in every department and scholars- ship programs in accordance with existing civil service policies and standards.
Incentives, Rewards and Recognitions
¢The head of each department or agency authorized to incur
whatever necessary expenses involved in the honorary recognition of subordinate officers and employee of the government who by their suggestions, inventions , superior accomplishment, and other personal efforts contribute to the efficiency, economy , or other improvement of government operations,or who perform such other extraordinary acts o services in the public interest in connection with, or in relation to their official employment.
¢A program on Awards and Incentives for service Excellence
( PRAISE ) is mandated to be established in every agency pursuant t CSC MC No.1 s. 2001.The PRAISE shall provide both monetary and non monetary awards & Incentives to recognize, acknowledge and reward productive, creative, innovative to and ethical behavior employees through formal and informal mode.
Honor Awards Program
¢Outstanding Work Performance
* Presidential or lingkod Bayan Awards conferred on an individual or group of individuals for exceptional or extraordinary contributions resulting from an idea or performance that had nationwide impact on public interest, security and patrimony. The contributions may be a suggestion,innovation, invention or superior, accomplishment and
¢Exemplary Conduct and Ethical Behavior
The award for exemplary conduct and ethical behavior is the Outstanding Public Officials and Employees Award or the Dangal ng Bayan Award conferred on an individual for performance of extraordinary act or public service and consistent demonstration of exemplary ethical behavior on the basis of his /her observance of one of one or more of the eight norms of behavior provided under .R.A. no. 6713:Commitment to public interest, Professionalism, Justness and sincerity, political neutrality, responsiveness to the public, nationalism and patriotism,
Civic Service Commission or PAGASA Awards conferred on an individual or group individuals for outstanding contributions /s resulting from an idea or performance which directly benefit more than one department of the government though not of such extraordinary or exceptional degree o merit the Lingkod Bayan Award.
Promotion
¢Rule VI of the Omnibus Rule Implementing Book V OF Executive Order no.292 and other pertinent Civic Service rules provides the policies on promotion.
¢Promotion is defined is defined as the advancement of an employee from one position to another with an increase in duties and responsibilities as authorized by law, and usually accompanied by an increase in salary.
•Performance
¢Education and Training
¢Experience and Training
¢Experience and Outstanding Accomplishments
¢Physical Characteristics and Personality Traits
¢Potential
Gender Equality
¢Gender equality is espoused by the CSC in the bureaucracy. Gender and development (GAD)efforts include formulation and implementation of policies and programs addressing women issues and concerns in the public sector. These are the issuance of resolution on the policy direction on equality of employment opportunity in the government service.
¢Administrative Disciplinary Rules on Sexual Harassment Cases, in 2001 and the earlier issuance of CSC Memorandum Circular no.19,s1994 “ Policy on Sexual Harassment in the
Workplace,” are the commitment to provide a work environment supportive of productivity, wherein all officials and employee are treated with dignity and respect and will not tolerate any sexual harassment, whether engaged in the by fellow employees, supervisors, and clients.
Performance Evaluation
¢Consistent with philosophy of a performance –based tenure in government employment wherein good performers are rewarded and poor performaners are given sanctions performance evaluation systems are mandated to be established in every department or agency.Rule IX of the Omnibus Rules Implementing Book V of Executive Order no. 292 provides the policies on performance evaluation in the government.
Policies
¢The Performance Evaluation System
* Continuously foster improvement of employee
performance and efficiency
* Enhance organizational effectiveness
* Provide an objectives performance rating which shall serve as basis for incentives and rewards , promotion and training & development.
Requirements
¢It should provide for the identification of the outputs as well as the job-related behaviors of the position/ functions and the corresponding performance standards which should be mutually agreed upon between the supervisor and the subordinates.
¢It should provide mechanisms by which an employee shall be currently advised of his progress in accomplishing his assignments.
¢Supervisors should be given opportunities by the system to make comments and recommendations regarding employee’s strengths and weaknesses which may be instrumental in furthering his career,or identifying constraints that may impede his development. performance evaluation shall be done every six months ending on June 30 and December 31 of every year. The system shall provide sanctions against raters who use it to give undue advantage or disadvantage to people they rate.
¢The following adjectival ratings shall be adopted
Outstanding 50%
Very Satisfactory 25%
Satisfactory 100%
Unsatisfactory 50%
The Performance Management System
¢Based on the learning and insights gained from previous mechanisms and experiences, CSC developed a system entitled, Performance Management System ( PMS ) .This system objectively links employee performance with the agency’s vision mission and strategic goals. It is this system that is being directed by the CSC memorandum Circular no 07,s 2007 dated April 18,2007 “ Installation of Performance Management System ( PMS ) in the Civil Service.
Office Performance Evaluations Systems
¢OPES-is a point system which sets uniform standards across organizational units including those in the regional and field offices
¢ PMS & OPES aims
1. measure all outputs of each office
2.compare and contract outputs of one office with another
3. set comparable, attainable, just and fair expectations
4. set standards on measurable outputs
What make for high performance
1.A work environment that will nurture productivity, creativity and outstanding.
2. The existence of a compelling or “ Larger than life vision” that propels or moves the human resources not only to action but also to give meaning to their contributions.
3.Leadership is shared
4. The importance of recognizing success, high performance, innovations and discoveries and celebrating these milestones.
