Human Resource Management and Development in Public Administration Topic: Human Resource Practices in LGUs Professor: Dr.

Orlando Molina Prepared by: Carlos C. Rabago, Jr. Organization Structure & Staffing Pattern of LGs Every LGU shall design & implement its own organizational structure & staffing pattern taking into consideration its service requirements & financial capability, subject to the minimum standards & guidelines prescribed by the Civil Service Commission (Sec. 76) CSC Guidelines (MC #19, s. 92) Appropriate organizational structure & staffing pattern shall be determined & established in accordance with Section 17(Basic Services & Facilities) of the Code & priority needs identified by the LCE, Sanggunian &/or LDC; within the financial capability of LGUs taking into consideration the budgetary limitations in Sec. 325 Appointive Officials (Province) Mandatory: Secretary, Treasurer, Assessor, Accountant, Engineer, Budget Officer, Planning & Development Coordinator, Legal Officer, Administrator, Health Officer, Social Welfare & Development Officer, General Services Officer, Agriculturist, Veterinarian Optional: Population Officer, ENRO, Cooperatives Officer, Architect, Information Officer Appointive Officials (City) Mandatory: Secretary, Treasurer, Assessor, Accountant, Engineer, Budget Officer, Planning & Development Coordinator, Legal Officer, Administrator, Health Officer, Civil Registrar, Veterinarian, Social Welfare & Development Officer, General Services Officer Optional: Architect, Information Officer, Agriculturist, Population Officer, ENRO, Cooperatives Officer Appointive Officials (Municipality) Mandatory: Secretary, Treasurer, Assessor, Accountant, Engineer, Budget Officer, Planning & Development Coordinator, Health Officer, Civil Registrar Optional: Administrator, Legal Officer, Agriculturist, ENRO, Social Welfare & Development Officer, Architect, Information Officer Appointive Officials (Barangay) Mandatory: Secretary, Treasurer, Lupong Tagapamayapa Optional: Community Brigade Guidelines on Organizational Structure LGUs may create optional positions provided all mandatory positions were created in accordance with budgetary limitations Tenure of Administrator, Information Officer & Legal Officer shall be coterminus with LCE

May create other offices & positions provided that mandatory positions have been created & subject to budgetary limitations Heads of departments and offices shall be appointed by the LCE with the concurrence of majority of all members of Sanggunian subject to civil service law, rules and regulations Qualification requirements provided in the Code shall be applied; no substitution for deficiency in education and/or experience shall be allowed Structural Units of an Office: Section = lowest structural unit/level composed of at least 3 personnel Division = second highest structural unit/level composed of at least 2 sections Department = highest structural unit/level composed of at least 4 divisions Human Resources Management LCE shall be responsible for human resources & development in his unit & shall take all personnel actions in accordance with the Constitutional provisions on civil service, pertinent laws, and rules & regulations thereon, including such policies, guidelines & standards as the CSC may establish Identified Appointing Authorities in LGs Local Chief Executive Vice Governor/Vice Mayor Finance Secretary Limitation on Appointments No person shall be appointed in the career service of the local government if he is related within the fourth civil degree of consanguinity or affinity to the appointing or recommending authority Public Notice of Vacancy Post notices of vacancy in at least 3 conspicuous public places in the local government unit concerned for a period of not less than fifteen (15) days Personnel Selection Board Assist LCE in judicious & objective selection of personnel for employment & promotion & in formulation of employee welfare policies Chairman & members named thru a Sanggunian resolution; also identified in agencys Merit Selection/Promotion Plan Compensation Determined by Sanggunian concerned Increase in compensation of elective officials takes effect after the term of office of approving officials expired Increases shall not exceed budgetary limitations In accord with SSL Elective officials are entitled to same leave privileges including cumulation & commutation

Local Government Units City Government of Navotas Recruitment HRD starts the process of the Recruitment and Selection through of vacant publication at the CSC Field Office Screening, evaluation, examination and a series of interviews to qualified applicants with the Personnel Selection Board The same process is practiced in identifying probable employees for promotion but the Merit and Promotion Board is the one in charge for the selection process Compensation Compensation and Benefits is patterned and based on DBMs Local Budget Circular with 13th Month Pay and Cash Gift Bonus. Performance Evaluation A furnished copy of Performance Evaluation Form is forwarded to the Human Resource, for the office to determine the things needed for improvement. Development of Human Resource LGU with the help of CSC, conducts a series of Seminar and workshops for the improvement of an employees capacity in the workplace and as co employee to other Annual Seminar and workshops is practiced like on Administrative Justice, Values Orientation, Basic Customer Service Skills Seminar workshop on public Service Ethics and Accountability, Leave Administration Course for Effectiveness and Gender Sensitivity Training. Promotion and Career Development The Process of Promotion and Career Development is based on the Performance Evaluation furnished by the different offices, if an employee is evaluated with high performance, possible promotion will occur, if evaluated on a low percentage, continuous seminar and workshops are always available for the development of an employee Incentive And Award System Program on Awards and Incentives for Service Excellence (PRAISE) Employees are nominated by their respective deparments and all nominees undergo series of evalution to be distinguished by the PRAISE Committee, as the qualified person to be Most Outstanding City Employee Discipline EO No. 292/Omnibus Rule, Civil Service Laws, Rule XIV Section 22-Administrative Offenses Human Resource Planning

 All mentioned activities and processes of the City Human Resource Department are planned annually fo proper implementation to help the LG in providing quality service through HR, with Five Hundred thirteen (513) employees.

Quezon City Government Vision The Quezon City government envisions itself to be: A model of effective governance and responsible leadership working in partnership with the citizenry in building a Quality Community Mission It is our mission to provide quality service which will make Quezon City an ideal community where people and do business in a hospitable, progressive, and peaceful environment. History October 12, 1939 Created through Commonwealth Act No. 502 January 1, 1942 was incorporated to GMA through E.O. 400 January 17, 1948 RA 233 made QC as the capital of the PH January 2, 1949 RA 45 separated from GMA Discipline RA 6173 Habitual Absenteeism and tardiness Attendance in the Flag ceremony Attendance Hours of work Mealtimes Daily Records of Attendance Proper Attire The prescribed QCGA uniforms are worn from Monday to Thursday Exemptions: Medical Corp, police force, maintenance/laborers, contractual, mourning, and city officials Office Decorum City officials and employees are expected to act and conduct themselves in a professional way, observe good manners and exhibit befitting civil servant EO 292/Omnibus Rules Type of Leave Sick Leave Vacation Leave Forced Maternity/Paternity Terminal Special Privilege

 Relocation Rehabilitation Parental Leave VAWC Study Employees Benefits GSIS HDMF PHI ACA PERA RATA Overtime pay 13 month pay Salary Increment Magna Carta for women Voluntary Incentives Longevity Loyalty Clothing Allowance Productivity Honoraria Allocation for incentive allowance Attendance Seminars, Conference and Conventions Cash Gift Good Governance Pay Incentive Grant Pay Rice Allocation Others Incentives Compensatory Time-OFF Flexitime