Você está na página 1de 8

Republic of the Philippines

Province of Negros Occidental


CITY OF ESCALANTE
Office of the Sangguniang Panlungsod
Gomez Street, Escalante City, Neg. Occ. Tel. No. (034) 724-3011; Telefax: (034) 454-0361; URL:
http://www.escalantecity.gov.ph

EXCERPT FROM THE MINUTES OF THE REGULAR SESSION OF THE


SANGGUNIANG PANLUNGSOD OF THE CITY OF ESCALANTE, HELD ON
THURSDAY, FEBRUARY 27, 2003 AT THE LEGISLATIVE BUILDING AT 2:30 IN
THE AFTERNOON.

ORDINANCE NO. 145


AN ORDINANCE TO ENACT THE HUMAN RESOURCE DEVELOPMENT
CODE OF THE CITY OF ESCALANTE.

SECTION 1. STATEMENT OF POLICY - It shall be the policy of the


City Government of Escalante to improve the local bureaucracy, provide
adequate opportunities to government officials and employees to be highly
competent and motivated to achieve an efficient, effective and honest local
governance and to provide benefits and incentives to deserving personnel.

SECTION 2. RECRUITMENT, SELECTION AND PLACEMENT


SYSTEM – Opportunity for government employment shall be open to all
qualified citizens and positive efforts shall be exerted to attract the best
qualified to enter the service. Employees shall be selected on the basis of
merit and fitness to perform the duties and assume the responsibilities of the
position.

a. Posting of Vacant Positions – Posting of vacant positions shall be


in compliance with RA 7041.

b. Preliminary Requirements – The Human Resource Management


Division shall take charge of all preliminary requirements in the
recruitment, selection and placement process.

c. The Personnel Selection Board - There shall be established a


Personnel Selection Board which exclusive function is to assist the
local chief executive in the judicious and objective selection of
personnel for employment as well as for promotion. This is in
compliance with the provisions of Section 80 (b) of the Local
Government Code of 1991. The Composition of the Personnel
Selection Board (PSB) shall be backed up by a resolution of the
Sangguniang Panlungsod. They shall be as follows:

Chairman : The City Mayor or his authorized representative


for all recruitments, appointments and
promotions of employees except that of the
Sangguniang Panlungsod and the Office of the
Vice Mayor which has for its chairman – the Vice
Mayor

Ex-officio Member : Human Resource Management Officer, and


representative from the Civil Service
Commission, if need be

Members : Chairman of the Committee on Human Resource


and Development of
the Sangguniang Panlungsod

: President of the Employees Association


: Representative of the minority party of
Sangguniang Panlungsod
: The Department Head where the vacancy occur
or his/her duly authorized representative.

Page 1 of 8 pages
Republic of the Philippines
Province of Negros Occidental
CITY OF ESCALANTE
Office of the Sangguniang Panlungsod
Gomez Street, Escalante City, Neg. Occ. Tel. No. (034) 724-3011; Telefax: (034) 454-0361; URL:
http://www.escalantecity.gov.ph

SECTION 3. CAREER AND EMPLOYEE DEVELOPMENT


a. Comprehensive Training and Development Plan - There
shall be conducted as assessment of training needs of employees,
which shall serve as basis for the preparation of an annual
comprehensive training and development plan. The Human
Resource Management Division takes charge of preparing the
evaluation instrument, the conduct and assessment of results.

b. Scope of Career Development - The Human Resource


Management Officer shall provide for the inclusion of the following
subject areas, but not limited to:

1. Induction Program for new entrants


2. Orientation Program
3. Re-orientation Program
4. Professional/Technical/Scientific Program
5. Employee Development Program
6. Middle Management Development Program
7. Value Development Program
8. Executive Development Program
9. Pre-Retirement Program
10. Scholarship Program

c. The Personnel Development Committee - The Personnel


Development Committee shall be established to recommend to
the City Mayor about employees who may be made to undertake
seminars, trainings, conferences and study grants/scholarship
abroad. It shall be composed of the City Administrator as
Chairman and four (4) members representing the broad section of
employees and shall be appointed/designated by the City Mayor.

In cases where the regular employees concerned are from the


Vice Mayor or the Sangguniang Panlungsod Office, the chair of the
committee on human resource development shall sit as member.

SECTION 4. AWARDS AND INCENTIVE SYSTEM - There shall be


established an incentives and awards system in accordance to Rule X of the
Omnibus Rules Implementing Book V of Executive Order No. 292 of the Civil
Service Laws, and such other incentives and allowances that the City
Government may deem beneficial and necessary.

Awards under the system shall consist of honor awards and incentive
awards.

Honor awards shall consist of the following:


a. Presidential or Lingkod Bayan Awards. It is conferred on an
individual or group of individuals in recognition of highly exceptional or
extraordinary contributions resulting from an idea or performance
whose effect is nationwide and principally affects the national interest,
security and patrimony.

This awards consists of a gold (gilded) medallion and a plaque


containing the citation and signature of the Provincial Governor.

b. Civil Service Commission Award or Pag-asa Award. This is given


to an individual in recognition of contributions from an idea or
performance resulting in direct benefits to more than one department
or to the government though not of such extraordinary or exceptional
degree as to warrant the LINGKOD BAYAN AWARD. Consist dedicated

Page 2 of 8 pages
Republic of the Philippines
Province of Negros Occidental
CITY OF ESCALANTE
Office of the Sangguniang Panlungsod
Gomez Street, Escalante City, Neg. Occ. Tel. No. (034) 724-3011; Telefax: (034) 454-0361; URL:
http://www.escalantecity.gov.ph

performance exemplifying the best example in any of the professions


or occupations in the public service shall be considered in the category.

This awards consists of a gold (gilded) medallion and a plaque


containing the citation and signature of the Chairman of the Civil
Service Commission.

c. Department Award or Kapwa Award. This shall be given to an


individual or group of individuals in recognition of contributions from an
idea or performance resulting in direct benefit to a single department
or agency in the government.

This awards consists of the gold (gilded) medallion and a plaque


containing the citation and signature of the agency/office.

d. Outstanding Public Official/Employee Award or Dangal ng


Bayan Award. It is granted to officials and employees who have
demonstrated exemplary service and conduct on the basis of their
observance of the eight (8) norms of behavior as provided for under RA
6713 the Code of Conduct and Ethical Standards for Public Officials and
Employees. Administration of this Award and the procedures of
nomination shall be governed by RA 6713 and its Implementing Rules.

The Incentive Awards - shall consist of, though not limited to, the
following:
a. Recognition Awards – There shall be conducted a search for
Outstanding Officials and Employees. The awards shall be:

1. Employee of the Year Award on various categories


1.1Managerial
1.2Supervisory
1.3Technical
1.4Support Services
1.4.1 General Administrative/Legislative
1.4.2 Custodial
1.4.3 Technician
1.5Labor

2. Loyalty Award – Officials and employees who have


satisfactorily rendered service shall be given due recognition
by:

2.1 10-15 years of service – 1 bronze service pin


2.2 20-25 years of service – 1 silver service pin
2.3 30, 35 & 40 years of service – 1 gold service pin

3. Service Awards- This award shall be given to officials and


employees who have retired after fifteen (15) years of
satisfactory government service.

4. Posthumous Awards- Official and employees who at the


time of death is still in service and/or, while performing
official function, shall be given due recognition and award.

5. Punctuality and Outstanding in Attendance Award-


This shall be conferred to officials and employees who had no
record of tardiness and absence during the year.

6. Bayanihan Award- This award shall be given to an office


whose official and employees have shown an exemplary

Page 3 of 8 pages
Republic of the Philippines
Province of Negros Occidental
CITY OF ESCALANTE
Office of the Sangguniang Panlungsod
Gomez Street, Escalante City, Neg. Occ. Tel. No. (034) 724-3011; Telefax: (034) 454-0361; URL:
http://www.escalantecity.gov.ph

achievement which proved fruitful and worthwhile to the


government and its people.

7. Length of Service Incentive Award- It is given to an


employee who has rendered at least three (3) years of
continuous satisfactory service in a particular position
consisting of Step increments in accordance with the
provisions of existing laws, rules and regulations or circulars
on the matter.

8. Productivity Incentive Award - It is given to an employee


or group of employees who has exceeded their targets or has
incurred incremental improvement over existing targets.

9. Educational Incentive Award – This Award shall grant two


steps salary increment for officials/employees who have
completed the masteral degree program and four-step salary
increment for those who have completed the doctoral degree
program.

10. Retirement Award – It is given to a retiree who has


rendered at least fifteen (15) years of satisfactory
government service which is in the form of a plague of
appreciation bearing a design and citation to be determined
by the agency. In addition, he shall be granted a monetary
incentive equivalent to the three months highest salary
received of P 50,000.00 or whichever is higher.

b. Merit Increase/Step Increments – The grant of merit


increase/step increments for outstanding
employees shall be in accordance with the provisions of existing
laws, rules and regulations and circulars on the matter.

c. Year–end Benefits or Thirteenth Month Bonus plus One


Thousand Cash Gift shall be granted to officials and employees.

d. Clothing Allowance - Officials and employees shall be granted


a yearly clothing allowance as may be provided for in the City
budget.

e. Monetization of Earned Leaves- Regular officials and


employees shall be given option to convert the thirty (30) days
earned leaves into cash.
f. Sickness Benefit – Regular officials and employees who underwent
major operation shall be granted a sickness benefit in the amount of
not more than 20,000.00. This benefit shall be granted to regular
officials/employees once a year.

g. Death Assistance Plan – There shall be an established City


Government Death Assistance Plan to give immediate financial
assistance to officials and employees whose nearest kin of first
degree either by consanguinity or affinity.

(1) There shall be a monthly contribution of ten pesos (P10.00)


from each employee and a ten –peso (P10.00) counterpart
share from the City.
(2) The City Budget Office shall allocate a yearly counterpart
based on the existing number of employees at the end of
every fiscal year.

Page 4 of 8 pages
Republic of the Philippines
Province of Negros Occidental
CITY OF ESCALANTE
Office of the Sangguniang Panlungsod
Gomez Street, Escalante City, Neg. Occ. Tel. No. (034) 724-3011; Telefax: (034) 454-0361; URL:
http://www.escalantecity.gov.ph

(3) The death assistance to the bereaved family shall in no


case, be less than 5,000.00

h. Funding Requirements – The City Budget Office shall see to it


that funds necessary for the implementation of the different
Incentive Awards are duly provided in the annual budget.

SECTION 5. SUGGESTION AND INCENTIVE AWARDS SYSTEM - A


suggestion and Incentive Award Committee shall be created by the City
Mayor. The Chairman and Members of the Committee shall be designated by
the City Mayor and shall include the Chief of the Human Resource
Management Division, as Member.

The Committee shall have the following functions:


a) Prescribe, subject to the approval of the City Mayor,
the procedure in evaluating employee suggestion, inventions or
accomplishments;
b) Receive, review and process suggestion and
nominations;
c) Recommend the appropriate monetary award to be
granted to the employee;
d) Recommend to the City Mayor the employees who
shall be nominated for the honor awards or incentives awards or
both awards.

SECTION 6. PERSONNEL RELATION PROGRAM. – There shall be


established an Employee Relation Program to be formulated by the City
Human Resource Management Office. They shall also prepare an annual plan
for the promotion and development of a sound, wholesome personnel
relations program which include, but not limited to the following:

a. promotion of health and safety


b. provision for athletic and recreation
c. enhancement of socio-cultural and religious activities
d. promotion of camaraderie and unity, and
e. enhancement of belongingness and sense of dignity

SECTION 7. DISCIPLINE AND MORALE

a. Absenteeism and Tardiness - The City Government shall adopt


and implement a policy on Absenteeism and Tardiness under Civil
Service Memorandum Circular No. 4, series of 1991 and such other
memoranda/circular that may hereafter be promulgated (Executive
Order No. 10, series of 2002 issued June 3, 2002)

b. Monday Flag Ceremony/Friday Flag Retreat – All appointive


officials and employees except those on duty on Mondays at 7:55 in
the morning shall attend the Monday Flag Ceremony, and the Flag
Retreat on Fridays at 4:45 in the afternoon. The City Human
Resource Management Office shall take charge of the attendance
and shall prepare a consolidated report of attendance every end of
the month.

c. Wearing of Uniform and ID Cards – All appointive officials and


employees shall wear the prescribed office uniform with their IDs
prominently tagged thereon. Casuals/Contractual Employees shall
observe the Dress Code.

d. Violations – Upon consultation with the department head concerned


he City Human Resource Management Office shall oversee the

Page 5 of 8 pages
Republic of the Philippines
Province of Negros Occidental
CITY OF ESCALANTE
Office of the Sangguniang Panlungsod
Gomez Street, Escalante City, Neg. Occ. Tel. No. (034) 724-3011; Telefax: (034) 454-0361; URL:
http://www.escalantecity.gov.ph

implementation of the proper observance of wearing uniform and ID


Cards and the rule on Absenteeism and Tardiness. They shall
submit the report on the habitual violations to the City Legal Office
for appropriate disciplinary action.

SECTION 8. THE PERFORMANCE EVALUATION SYSTEM – There


shall be established a Performance Evaluation System, in accordance with
Rule IX of the Omnibus Rules Implementing Book V of Executive Order No.
292 and other Pertinent Civil Service Laws.

GUIDE TO THE PERFORMANCE EVALUATION SYSTEM


OF THE CITY GOVERNMENT OF ESCALANTE

I – INTRODUCTION
In line with the provisions of Section 33, Chapter 5, Book V of Executive
Order 292. the Administrative Code of 1987 and pursuant to CSC
Memorandum Circular No. 7, s.1982, Implementation of the Performance
Evaluation System in the Local Government, the City Government of
Escalante hereby adopts the following Guidelines in the Performance
Evaluation System providing for a uniform interpretation and procedure in the
evaluation of employee performance, thus ensuring accuracy and objectivity
in the rating process.

II – OBJECTIVES
1. To improve the performance of employees in their jobs
through a continuing appraisal system that considers planning for
future action and evaluating past performance.

2. To develop personnel in the City Government so that they are


ready to step into higher positions as these are available.

3. To provide opportunity for self-appraisal so that the employee


can evaluate his own performance: determine and devise ways to
improve on his weaknesses and build on his strengths in order that
he can make optimum contribution in the delivery of basic services
in the City Government.

4. To serve as an objective basis for all personnel actions such


as promotion, transfer, re-assignment, demotion and separation.

5. To serve as reference in the grant of salary increment based


on performances and for other incentives and rewards that may be
granted by the City Government of Escalante.

6. To help identify the supervisory, counseling and training


needs of personnel.
III – BASIC POLICIES
1. The performance Evaluation System shall be an
integral part of the Human Resource Development Program of the
City Government.

2. Appraisal in this System shall focus on results/outputs


rather than on activities/processes.

3. The employees shall be given appropriate recognition


for their performance and contribution to the overall effectiveness
and efficiency of the City Government.

Page 6 of 8 pages
Republic of the Philippines
Province of Negros Occidental
CITY OF ESCALANTE
Office of the Sangguniang Panlungsod
Gomez Street, Escalante City, Neg. Occ. Tel. No. (034) 724-3011; Telefax: (034) 454-0361; URL:
http://www.escalantecity.gov.ph

4. Each supervisor and subordinate shall be informed of


his rights and obligations under the System and periodically
informed of his progress.

5. Appropriate training opportunities shall be provided to


facilitate effective implementation of the System.

IV - SCOPE
The Performance Evaluation System (PES) shall apply to all career
employees of the City Government. Non-career employees may also use the PES
for purposes of future personnel actions.

V – RATING PERIOD
There shall be two (2) rating periods during the year; one, from January
to June and the other from July to December.

The supervisor shall rate the employee’s performance at the end of


every rating period based on the mechanics of the system and mechanics of
rating embodied hereunder.

VI – MECHANICS OF THE SYSTEM


The evaluation of performance shall follow the processes embodied
under CSC Memorandum Circular No. 7, series of 1992 or such circular or
guidelines as may hereafter be promulgated.

VII – RESPONSIBILITIES
a. Personnel/Administrative Officers
The Personnel/Human Resource Management Officer or the
Administrative Officer, as the case may be, shall have overall
responsibility for the administrative of the Performance Evaluation
System. Likewise, he shall be responsible for providing staff assistance
to supervisors and for installing a training program for ratees to ensure
effective implementation of the system, Furthermore, he shall be
responsible for the custody and safekeeping of all rating reports.

1. Supervisors
Supervisors are responsible for:
a. Assuring that the description of each job accurately
reflects the duties and responsibilities of every
employee.
b. Evaluating performance on a continuing basis and
keeping employees currently informed on how they are
measuring up to the performance targets set
c. Giving guidance and assistance to each employee,
helping the promising worker and assisting the
employee whose work is below par to improve, and;
d. Insuring that all reports are submitted to the head of the
Office concerned within fifteen (15) days after each
rating period.

VIII – MECHANISM OF APPEAL


Since an employee’s performance rating may influence many vital
personnel decisions affecting him, it is important that he has the right to
appeal his rating if not satisfied with it.

An employee who expresses dissatisfaction with the rating given him


may appeal through the duly established Grievance Procedure of the Office

Page 7 of 8 pages
Republic of the Philippines
Province of Negros Occidental
CITY OF ESCALANTE
Office of the Sangguniang Panlungsod
Gomez Street, Escalante City, Neg. Occ. Tel. No. (034) 724-3011; Telefax: (034) 454-0361; URL:
http://www.escalantecity.gov.ph

within fifteen (15) days from receipt of the copy of the performance
evaluation report.

Who may Appeal a Performance Rating?


Only those employees who received an overall rating equivalent to
Poor, Unsatisfactory, Satisfactory and Very Satisfactory shall have the right to
appeal through the Grievance Machinery.

Within fifteen (15) days after receiving an official copy of his rating, an
employee may file an appeal in writing specifying what his performance
rating should be, the reasons therefore and documents to support his appeal.

IX - SANCTIONS
Administrative action shall be filed against supervisors using the
performance evaluation system to give undue advantage or disadvantage to
the employee they rate.

Procedure of filing complaints and imposing sanctions shall be in


accordance with CSC MC No. 30, s. 1989, CSC MC No. 30, s. 1989 and the
Omnibus Rules Implementing Book V of EO 292.

SECTION 9. GRIEVANCE PROCEDURE – There shall be an


established City Complaints and Grievance Committee, as governed by Rule
XII of the Omnibus Rules Implementing Book V of Executive Order No. 292
and other Pertinent Civil Service Laws.

SECTION 10. EFFECTIVITY. This Ordinance shall take effect upon


approval.

I HEREBY CERTIFY TO THE CORRECTNESS OF THE FOREGOING


ORDINANCE.

FRANCISCO PIOS, JR.


ATTESTED AND CERTIFIED Secretary to the SP
TO HAVE BEEN ENACTED:

ADOLFO E. MAGUATE APPROVED:


City Vice Mayor

SANTIAGO G. BARCELONA,
JR.
City Mayor

Page 8 of 8 pages