Administrative Code of 1987

Section 1

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. 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 therefore 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.

Section 1

The following shall have the authority to establish compliance procedures for the review of statements to determine whether said statements have been properly accomplished: (a) In the case of Congress, the designated committees of both Houses of Congress subject to approval by the affirmative vote of the majority of the particular House concerned; (b) In the case of the Executive Department, the heads of departments, offices and agencies insofar as their respective departments, offices and agencies are concerned subject to approval of the Secretary of Justice; (c) In the case of the Judicial Department, the Chief Justice of the Supreme Court; and (d) In the case of the Constitutional Commissions and other Constitutional Offices, the respective Chairman and members thereof; in the case of the Office of the Ombudsman, the Ombudsman. The above officials shall likewise have the authority to render any opinion interpreting the provisions on the review and compliance procedures in the filing of statements of assets, liabilities, net worth and disclosure of information. In the event said authorities determine that a statement is not properly filed, they shall inform the reporting individual and direct him to take the necessary corrective action. The individual to whom an opinion is rendered, and any other individual involved in a similar factual situation, and who, after issuance of the opinion acts in good faith in accordance with it shall not be subject to any sanction provided in the Code.

Section 2

Each department or agency 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. The Career and Personnel Development Plan shall include provisions on merit promotions, performance evaluation; in-service training; overseas and local scholarships and training grants; suggestions, incentive award systems, provisions for welfare, counseling, recreation and similar services; and other human resource development interventions such as on the job training, counseling, coaching, job rotation, secondment, job swapping and others.

Section 3

In preparing a Career and Personnel Development Plan, each department or agency shall utilize the Integrated Human Resource Planning and Development System, otherwise known as IHRPDS as a framework to rationalize all human resource management practices and processes in each department or agency or local government unit. Hence, every department or agency shall install and maintain an Integrated Human Resource Planning and Development System (IHRPDS) and take effort to integrate this system and its elements into a Corporate/Strategic Plan of the agency. The IHRPDS shall be based on up-to-date personnel data and information system. The Commission shall render technical assistance to departments and agencies in planning and institutionalizing the IHRPDS.

Section 4

Each function in the IHRPDS shall be a shared responsibility and accountability among top officials, planning officers, human resource management staff, supervisors and employee representatives in each department or agency. The head of department or agency shall implement all the programs therein and provide support in accordance with the policies, rules, guidelines and standards promulgated by the Commission.

Section 5

The performance appraisal or evaluation system shall be integrated into the IHRPDS as a tool to enable employees to improve performance and assess their professional growth including determining the potentials and development needs of individual employees. Hence, if performance appraisal indicates development needs, the individuals concerned shall undergo training or other appropriate human resource development interventions designed to improve their performance and productivity.

Section 6

Each department or agency shall have a human resource development office created or a staff assigned solely for the purpose of attending to the agency's human resource development functions, activities and requirements. (a) It shall have a training staff which shall be supported by all supervisors in establishing a continuing program for the development of the agency's personnel. (b) Personnel who by virtue of their positions or designations are assigned as members of the training staff, shall receive technical and consultative assistance from the provincial, field and regional offices of the Civil Service Commission relative to their work and further assistance in continuously upgrading their competencies.

Section 7

In establishing a continuing program for the development of personnel, each department or agency or local government unit shall: (a) Prepare a comprehensive annual training and development plan based on periodic assessment of organizational needs and skills/knowledges inventory of the workforce taking into consideration the various levels and categories of jobs in the agency and the urgency of such skills, knowledge and work attitudes required to deliver effective basic services to the public. (b) Design, implement and evaluate in-service training and development programs solely or in coordination with the Commission and/or other government agencies and institutions. Such programs 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. Reorientation 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 some time. Professional/Technical/Scientific Program — refers to substantive 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 in the career service. Middle Management Development Program — refers to a set or series of planned human resource interventions and training courses designed to provide division chiefs and other officials of comparable rank with management and administrative skills and to prepare them for greater responsibilities. Value Development Program — refers to courses which are designed to enhance and harness the public service values of participants to be 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 productive options/pursuits. Executive Development Program — refers to activities and experiences, and continuing education intended to enhance the managerial skills of government officials or executives who belong to the third level. (c) Approve the agency's annual human resource development programme and accredit such courses or programs for purposes of personnel actions in accordance with the guidelines set by the Commission. (d) Provide other human resource development opportunities and activities which shall include training and scholarship grants, both local and foreign. In addition, shall utilize alternative strategies or approaches for improving job performance such as coaching, counseling, job rotation, on-the-job training, and others. (e) Ensure that each agency personnel shall have undergone at least one planned human resource development intervention during the year. (f) Stimulate and encourage employee development through individual self-development and life-long learning/education activities.

Section 8

Each department or agency shall include a specific budgetary allocation for human resource development purposes. At least three percent of the annual budget shall be set aside for this purpose.

Section 9

The Commission shall be responsible for the coordination and integration of a continuing program of personnel development for all government personnel at all levels.

Section 10

The Development Academy of the Philippines, the National Manpower and Youth Council, the National Computer Center, the Department of Budget and Management, the Commission on Audit, the Foreign Service Institute, the Statistical Research and Training Center, the University of the Philippines Law Center, the Department of Interior and Local Government and other agencies mandated by their respective charters or enabling act to conduct centralized training shall conduct continuing training programs for staff specialists from the different agencies. However, in those cases where there is sufficient number of participants to warrant training at department or agency or local government level, such central staff agencies and specialized institutes shall render the necessary assistance and consultative services.

Section 11

To avoid duplication of effort and overlapping of training functions, the following responsibilities are assigned: (a) Public and private colleges and universities and similar institutions shall be encouraged to organize and to carry out continuing programs of executive development; (b) The Commission, Commission on Audit, the Department of Budget and Management, and other central staff agencies shall conduct centralized training and assist in the training program of the departments or agencies along their respective functional areas of specialization; (c) In coordination with the Commission, the Department of Interior and Local Government shall undertake training programs for all elective officials; (d) In coordination with the Commission, each department or agency, province or city shall establish, maintain and promote a systematic plan of action for personnel training at all levels in accordance with standards laid down by the Commission. Whenever it deems necessary, the Commission shall take the initiative in undertaking program for personnel development.

Section 12

In accrediting training and development programs for purposes of personnel action, accreditation shall mean giving due recognition and credit to the successful completion of training, development, or education course/program as basis for approval of appointment, except as otherwise provided in Qualification Standards, qualifying for admission to civil service examinations and higher CSC or agency training/development programs. Accreditation shall not apply to or include training courses which are conducted for purposes of information dissemination such as orientation/reorientation programs or pre-retirement seminars and other courses of similar nature.

Section 13

Attendance of government personnel in conventions and conferences may be allowed subject to the guidelines promulgated by the Commission.

Section 14

A Personnel Development Committee shall be established in each department and agency, both at the national and local governments, including government-owned and controlled corporations with original charters which shall provide support functions to management in matters pertaining to selection of agency nominees to training, development, and scholarship programs in accordance with existing civil service policies and standards.

Section 15

Employees with permanent appointments shall be given preference in the selection and nomination of candidates for training grants both within the country and abroad. Non-permanent employees may subsequently be allowed to attend local or foreign training programs or scholarship grants provided they fall under any of the following categories: 1. Employees of government agencies, including state colleges and universities and government-owned and controlled corporations, directly involved in the undertaking and implementation of foreign-assisted projects in which the agreement entered into between such government agencies and the foreign entity, includes training/scholarship grants for project staff members under the auspices of the lending or assisting foreign institution; 2. Members of the academic staff of a chartered state college or university whose appointments are non-permanent in nature on account of lack of either masteral or doctoral degrees as embodied in the charter of the state college or university, and whose availment of scholarship/training grant shall satisfy the deficiency thereby qualifying the proposed nominees for permanent appointments upon completion of the training/scholarship grants; or those who lack a specific residency requirement, also as embodied in the charter of the state college or university, whose residency requirements shall have been complied with within three (3) years after availment of the grant; 3. Employees engaged in highly scientific field critical to national development where there are only few educationally qualified personnel as certified by the Department of Science and Technology; and 4. Employees who have been personally invited by a sponsoring entity; or employees who are proposed for nomination by agencies which have been directly invited by a foreign entity to avail of its training/scholarship grants.

Section 16

In no case shall female nominees be discriminated against in the availment of local and/or scholarship/training grants or any human resource development opportunity. As such, pregnant women and married women with a child or children irrespective of age shall be considered for nomination/selection in scholarship training grants, both local and foreign.

Section 17

In consideration of nominee's acceptance to local or foreign training/scholarship grant whether in the academic or non-academic program including extension, he shall serve his office or any other government office or instrumentality thereof as the exigencies of the service may require for the specified period as may be provided under the training contract.

Section 18

Trainees as grantees shall submit to the head of agency a report of his study/training within thirty (30) days for local and foreign training/scholarship grant after his return to duty copy furnished the CSC main office. In addition thereto, they shall also conduct or share vital information and knowledge relative to the course attended with others in order that colleagues can benefit from the course/program. Scholarship grantees shall submit to the head of office his official transcript of grades at the close of each quarter, term and/or semester.

Section 19

Should the grantee fail to fulfill his service requirement due to transfer to a private entity or resignation, he shall pay back his agency the full amount spent for his/her entire training/scholarship grant.

Section 20

The department or agency head shall provide opportunity for employees to exchange posts or job stations in agencies geographically closest to their residence through appropriate programs established by the Commission. Participation in the program shall be in accordance with existing rules and regulations promulgated by the Commission.

Section 21

A Job Rotation Program shall be established in every department/agency whenever viable/feasible as a means for developing and enhancing the potentials of people in an organization by exposing them to the other work functions of the agency. The movement of people under the Job Rotation Program may either be from one office to another within the central office, or from one division to another within the central or regional office, if any, or from central to regional/field/provincial offices and vice versa. The duration of the job rotation program shall be within the period prescribed by the department/agency head but shall not exceed 12 months. The Job Rotation Program shall cover employees who have demonstrated professional qualities and leadership or managerial potential in order to enrich or enlarge their repertoire of skills and knowledge.

Section 22

A fast track program for deserving employees shall be established in every department or agency to provide easy access to training and career advancement opportunities. It shall support the individual's career plan and the requirements of the organization in addition to identifying managerial candidates for succession programmes, if any.

Section 23

To enable employees and officials to contribute meaningfully to organizational performance or productivity, heads of agencies shall encourage legitimate and relevant worker participation in problem-solving and decision making and other activities which will enhance quality of worklife and public service.

Section 24

Each worker has the primary responsibility for his personal and professional development. The CSC and his respective department and agency shall assist him to make this possible through creation of a workplace and career service that is personally satisfying as well as productive, innovative and professional. RULES IX - XIV