Training of Local Personnel

"Training" is the systematic development of the attitude/knowledge/skill/behavior pattern required for the adequate
performance of a given job or task (BOOK TWO: National Manpower Development Program. RULE I)

Executive Order No. 292 [BOOK V/Title I/Subtitle A/Chapter 5-Personnel Policies and Standards]

SEC. 30. Career and Personnel Development. — The development and retention of a competent and efficient work force
in the public service is a primary concern of government. It shall be the policy of the government that a continuing
program of career and personnel development be established for all government employees at all levels. An integrated
national plan for career and personnel development shall serve as the basis for all career and personnel development
activities in the government. 19

SEC. 31. Career and Personnel Development Plans.—Each department or agency shall prepare a career and personnel
development plan which shall be integrated into a national plan by the Commission. Such career and personnel
development plans which shall include provisions on merit promotions, performance evaluation, in-service training,
including overseas and local scholarships and training grants, job rotation, suggestions and incentive award systems, and
such other provisions for employees’ health, welfare, counseling, recreation and similar services.

Sections 1 and 2 of Rule VIII (Career and Personnel Development) of the Omnibus Rules Implementing Book V of EO 292
and Other Pertinent Civil Service Laws:
“Every department or agency shall establish a continuing program for career and personnel development for all agency
personnel and prepare a career and personnel development plan to include trainings and other human resource
development interventions such as on- the-job training, counseling, coaching and job rotation (CSC). “

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. That:

o Every official and employee of the government is an asset or resource to be valued, developed and utilized in
the delivery of basic services to the public.
o Every department or agency shall therefore establish a continuing program for career and personnel
development for all agency personnel at all levels
o Each department or agency shall prepare a career and personnel development plan which shall be integrated
into a national plan by the Commission.
o 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.
o 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.

Local Government Unit Learning and Development Plan

A specific budgetary allocation 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 tobe effective government workers.

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.

Training will be accomplished through one or a combination of the following methods:

A. Technical Training: Training for new or experienced employees designed to provide minimum skills necessary
to perform required duties of the current position.

B. Proficiency Training: Training for permanent employees designed to correct a deficiency identified in
reviewing work plans or performance appraisals; or to provide additional knowledge which would improve
performance in the current position.

C. Developmental Training: Training for permanent employees designed to develop skills or provide knowledge
which will enhance an employee's opportunity for promotion.

D. In-House Training: Training received from LGU personnel, including on line/elearning and formal classroom
instruction through in-service offerings or academic classes.

E. Outside Training: Training received from other agencies or organizations and other recognized providers.

 SCHOLARSHIP PROGRAMS are similarly offered by government agencies and state institutions of
learning for deserving candidates. Qualified employees and officers who meet the requirements and
need to develop further their knowledge/skills on the job
 Scholarship programs offered by government agencies engaged in the education and development of
government personnel:
1) CSC - LOCAL SCHOLARSHIP PROGRAM (LSP)
 Under the CSC’s Scholarship Administration, a number of LSP components are offered as a support mechanism
on the process of professionalizing the ranks in the bureaucracy
 The CSC primarily aims to provide government employees with educational opportunities to enhance their
knowledge and skills toward career and personal growth and advancement. Components of the Local
Scholarship Program are:
  LSP – Masteral Degree (LSP-MD)

Established in 1993 through CSC Resolution No. 93-299, which provides qualified government employees with a
one-year scholarship grant to pursue masteral or post-graduate studies.

 LSP – Bachelor’s Degree Completion (LSPBDC)

Started in 1996 by virtue of CSC Resolution No. 967300 (CSC Memorandum Circular No. 27, series of 1996
“Implementing Guidelines and Operating Procedures on the Local Scholarship Program of Bachelor’s Completion
(LSP-BDC), which offers undergraduates in government a maximum of two-year scholarship to complete their
studies and earn a college diploma.

2) CHED FOREIGN SCHOLARSHIP & TRAINING PROGRAMS (FSTP)

Offers foreign scholarship grants extended to the Philippines by foreign donor countries, with the objective of
enhancing the capabilities of institutions in accordance with the national development thrusts and strategies of
the government.
The foreign grants vary in scope and educational/technical offerings, and cover shortterm training, graduate and
post-graduate courses.

3) DAP – GRADUATE SCHOOL OF PUBLIC AND DEVELOPMENT MANAGEMENT (GSPDM)

 The Graduate School of Public and Development Management is focus on the commitment of the
Development Academy of the Philippines (DAP) to institutionalize innovative approaches to learning and
capacity-building in meeting the challenges of the development and governance problems of the country.

The school offers competency-oriented strategies and tools for generating solutions to complex development
problem scenarios.

 The school introduces creative ways of managing change, reforming institutions, and addressing human
resource problems.

4) TESDA TRAINING
 The Technical Education and Skills Development Authority (TESDA) offer a program of Full Online Training
for TVET programs that can be fully accessed thru the Internet
 The program may be pursued at home or any other personal facility at the employee’s personal time or
convenience. TVET short courses offered (two months) are Computer Networking, Medical Transcription NC
II, Software Development JAVA, Programming NC IV, Software Development Oracle, Program Logic

Employees interested in learning additional skills for personal growth or learning new/alternative skills can tap this
program. The program may be pursued at home or any other personal facility at the employee’s personal time or
convenience.

5) STUDY LEAVE
Officials and employees may apply for study leave. Conditions to be observed/followed are:
o The study leave is a time-off from work not exceeding six (6) months with pay for qualified officials and
employees to help them prepare for their bar or board examinations or complete their master’s degree.
o For completion of master’s degree, the study leave shall not exceed four (4) months.
 o The leave shall be covered by a contract between the agency head or authorized representative and the
employee concerned.
o No extension shall be allowed if the officials or employees avail of the maximum period of leave allowed
herein.
o If the employee(s) need more time to complete their studies, the employee(s) may file a leave of
absence chargeable to the vacation leave credits of the employee(s).

The beneficiary of such leave shall be selected based on the following requirements:

a. The official/employee must have a bachelor’s degree that requires the passing of the bar or board
licensure examination for the practice of profession;

b. The profession or field of study to be pursued must be relevant to the agency’s mandate, or to the
duties and responsibilities of the concerned official or employee, as determined by the agency head;

c. The employee must have rendered at least two (2) years of service with at least very satisfactory
performance for the last two rating periods immediately preceding the application;

d. The employee must have no pending administrative and/or criminal charges;

e. The employee must not have any current foreign or local scholarship grant;

f. The employee must have fulfilled the service obligation of any previous training/scholarship/study
leave grant; and

g. The employee must have a permanent appointment. However, as the purpose of granting study leave
is to develop a critical mass of competent and efficient employees which will redound to the
improvement of the agency’s delivery of public services, employees with coterminous appointment may
be allowed to avail of the study leave provided they:

g.1 meet the requirements under items b and f;

g.2 would be able to fulfill the required service obligation; and

g.3 are not related to the head of the agency or to any member of a collegial body or board

References:

 Employee Training Introduction. (n.d.). Retrieved March 15, 2019, from

http://www.whatishumanresource.com/Employee-Training-Introduction

 Philippines, Civil Service Commmission. (n.d.). O. Retrieved March 31, 2019, from
http://www.csc.gov.ph/phocadownload//PolicyReso/2018/2017ORAOHRA(RevisedJuly2018)CSCResoNo1800
692_af.pdf

 Philippines, Municipality of Trinidad, Bohol. (n.d.). Learning and Development Plan. Retrieved March 31,
2019, from http://trinidad-bohol.gov.ph/wp-content/uploads/2017/10/LEARNING-AND-DEVELOPMENT-
PLAN.pdf
 Legaspi, P. E. (n.d.). HRD And Globalization: Improving Competencies at the Local Government Level.
Retrieved March 31, 2019, from
http://unpan1.un.org/intradoc/groups/public/documents/eropa/unpan014257.pdf