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Personnel Training AND Development

The Philippine Civil Service Commission made a policy that employees a...
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Theory & Practice of Public Administration (PA 56)

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Academic year: 2022/2023
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PERSONNEL TRAINING AND DEVELOPMENT

The Philippine Civil Service Commission made a policy that employees are to be provided with at least one human resource development interventions every year for their personal growth and career advancement. A local and international scholarship program was launched to provide education and other learning opportunities for various levels of personnel.

As reported by the UN-Division for Public Administration and Development Management (DPADM) under the Department of Economic and Social Affairs (DESA) in 2004, in this wise, by adopting the declaration of EO 292: The development and retention of a competent and efficient workforce in the public service is a primary concern of government. It shall be the policy of the Philippine 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.

It added that 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 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 of employees’ health, welfare, counselling,, recreation, and similar services. Central staff agencies and specialized institutes shall conduct continuing centralized training for staff specialists from the different agencies. However, 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 institute shall render the necessary assistance and consultative services.

Central staff agencies and specialized institutes shall conduct continuing centralized training for staff specialists from the different agencies. However, 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 institute shall render the necessary assistance and consultative services.

SOME ISSUES AND CONCERNS IN THE PHILIPPINE CIVIL SERVICE

Unlike politicians who are elected, civil servants belong to the world of unelected government personnel who in contrast with the elected politicians cannot be accounted for their actions in the same manner as the elected ones. To tackle accountability, there are existing laws to address their conduct with sanctions to erring members. In the Philippines, the issue of accountability is simply one of the many concerns that the central government needs to address in order to reform the bureaucracy. Reforming the

civil service is a continuing effort so that public service may come and reach the people just the way they are expected to do. And some of the civil service issues and dilemmas are hereby briefly presented.

The question of Numbers vs. Performance Is the Philippine bureaucracy bloated? Is there a need reorganize the system by streamlining it? Records show that the ratio of our civil servant per population size is 1:60, and in truth this ratio may not be big after all, but rather it is small (or unresponsive?) if we compare it to the United States at 1:112 or in India 1:141 or with Singapore’s 1:78. Put it succinctly, a government employee, for example, is servicing 60 individuals, meaning one attending to the needs of 60 persons. Isn’t it that big?

But France, being modern yet highly democratic state, has a ratio of 1;13. France with a population of about 66M has civil service force at around 5M, compared to a larger population in the Philippines with only 1 M. Roughly then, our bureaucracy, technically, is not bloated or oversized as some critics would to believe.

More than the numbers is the work performance of the bureaucracy. It is expected that civil servants are professional, politically neutral and accountable at all time to the public whom they serve. In the Philippines, the civil service is organized around three guiding principles (Abueva, 1998:107):

a. Merit and fitness shall govern its recruitment procedures; b. Its political neutrality shall ensure that it is responsive to the people through their elected representatives and that it does not take any active part in, or use its institutional power for, any partisan political activity; and c. Security of tenure shall protect civil servants from removal without due cause.

In fact, one common perception is that a government career virtually offers life- time employment since security of tenure, as one principle in the civil service, is often regarded as a guarantee of a job until retirement. It has been proposed earlier on to abolish the notion of making security of tenure should be largely dependent on the work performance, which in short would mean that the poor work performance (as determined by competent evaluation) should result in separation from service. This proposal however, was flatly rejected as contrary to law.

Hence, adherence to these guiding principles is regarded as a way to ensure better working civil bureaucracy. Earlier stated, civil servants should be professional, competent, efficient, and response to the political direction of elected leaders and “top administrators committed to implement policies and programs, honest and accountable to the political leaders and the people they are expected to serve.”

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Personnel Training AND Development

Course: Theory & Practice of Public Administration (PA 56)

458 Documents
Students shared 458 documents in this course

University: Aklan State University

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PERSONNEL TRAINING AND DEVELOPMENT
The Philippine Civil Service Commission made a policy that employees are to be
provided with at least one human resource development interventions every year for
their personal growth and career advancement. A local and international scholarship
program was launched to provide education and other learning opportunities for various
levels of personnel.
As reported by the UN-Division for Public Administration and Development
Management (DPADM) under the Department of Economic and Social Affairs (DESA) in
2004, in this wise, by adopting the declaration of EO 292: The development and retention
of a competent and efficient workforce in the public service is a primary concern of government. It shall be
the policy of the Philippine 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.
It added that 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 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 of employees’ health, welfare,
counselling,, recreation, and similar services. Central staff agencies and specialized
institutes shall conduct continuing centralized training for staff specialists from the
different agencies. However, 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 institute shall render the necessary assistance and
consultative services.
Central staff agencies and specialized institutes shall conduct continuing
centralized training for staff specialists from the different agencies. However, 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 institute
shall render the necessary assistance and consultative services.
SOME ISSUES AND CONCERNS IN THE PHILIPPINE CIVIL SERVICE
Unlike politicians who are elected, civil servants belong to the world of unelected
government personnel who in contrast with the elected politicians cannot be accounted
for their actions in the same manner as the elected ones. To tackle accountability, there
are existing laws to address their conduct with sanctions to erring members. In the
Philippines, the issue of accountability is simply one of the many concerns that the
central government needs to address in order to reform the bureaucracy. Reforming the

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