BATAAN PENINSULA STATE UNIVERSITY

MAIN CAMPUS
Graduate School
bpsugraduateschool@gmail.com
City of Balanga, 2100 Bataan www.bpsu.edu.ph

Chapter IV
Administrative Innovations and Reforms

Innovations for Sustainable Governance

4.2..2 Personnel Management

4.2.2.1. Job Mismatches vs. Efficiency
4.2.2.2. Work Effectiveness vs. Salaries, Bonuses and Incentives

Sustainable Governance
How can we achieve sustainable policy outcomes and imbue political decision-making
with a longer-term focus? Challenges such as economic globalization, social inequality,
resource scarcity, and demographic change, each of which cut across policy sectors and
extend beyond national boundaries, require policymakers to adapt rapidly and learn from the
examples of others.
Ideally, governments should act with long-term consequences in mind. This involves
generating policy outcomes that maintain or improve the quality of life for present and future
generations without placing an unfair burden on future generations.

4.2.2. Personnel Management

The strategy of professionalization which is a multi‐pronged system aimed at
efficient, effective, and responsive delivery of government services is the current thrust of the
Civil Service Commission (CSC). As such, a package of personnel reform measures is
instituted by the Commission which includes the pursuit of merit, competence and
performance; development and institutionalization of positive attitudes, ethical conduct and
behavior; motivation through an integrated system of rewards and punishments; continuing
human resource development; and the encouragement of public sector unionism.
Civil Service Commission – Premiere HR Institution of the Philippine Government,
Championing HR Reforms, Changing the Landscape of Philippine HR
The Program to Institutionalize Meritocracy and Excellence in Human Resource
Management (PRIME-HRM) - integrates and enhances the Personnel Management
Assessment and Assistance Program (PMAAP) and the CSC Agency Accreditation Program
(CSCAAP). It is a mechanism that empowers government agencies by developing their
human resource management competencies, systems, and practices toward HR excellence.
 BATAAN PENINSULA STATE UNIVERSITY
MAIN CAMPUS
Graduate School
bpsugraduateschool@gmail.com
City of Balanga, 2100 Bataan www.bpsu.edu.ph

PRIME-HRM entails greater engagement not just of the human resource management officer
(HRMO) but also of the officials and the rank-and-file employees of the agency.

Integrated Anti-Red Tape Act Program (iARTA) – based on RA. No. 9485 of 2007 “ An
Act to Improve Efficiency in the Delivery of Governance Service to the Public by Reducing
Bureaucratic Red Tape, Preventing Graft and Corruption, and Providing Penalties Thereof.

4.2.2.1. Job Mismatches vs. Efficiency

Talent Map - A joint initiative of the Department of Labor and Employment, SFI Group of
Companies and HireLabs, the Philippine TalentMap© assesses the skills and competencies
of the country’s workforce.

Understanding the skills profile of the workforce will help us identify their strengths and
weaknesses and aid in creating more relevant policies that can support both curriculum and
workforce development.

TalentMap© focuses on identifying and examining current trends and issues affecting
workforce talent between the academe and industry. The data will be used as a springboard to
develop sound action plans in positioning the Filipino talent in the local and global workforce
market.

The TalentMap© is an ecology that bridges the gap among different schools, industries, local
and non-government agencies, communities and other institutions. It aims to establish a
sustainable talent pipeline of Filipinos with the appropriate skills for work.

4.2.2.2. Work Effectiveness vs. Salaries, Bonuses and Incentives

Salaries
Starting January 1, 2019, contract of service (COS) and job order (JO) workers shall be paid a
salary equivalent to the daily wage of comparable positions in the government and a premium
of up to 20 percent of the wage.

“The premium payment may be paid monthly, in lump sum or in tranches, as may be stated in
the agreement or contract with the agency. The payment for services shall be charged against
the Maintenance and Other Operating Expenses of the agency’s approved budget,” the DBM
said.

Under Joint Circular 1 s. 2017, COS refers to the engagement of the services of an individual,
private firm, other government agency, non-governmental agency as consultant, learning
service provider or technical expert to undertake special job within a specific period.

Furthermore, JO pertains to intermittent or emergency jobs. These jobs are of short duration
and for a specific piece of work.
BATAAN PENINSULA STATE UNIVERSITY
MAIN CAMPUS
Graduate School
bpsugraduateschool@gmail.com
City of Balanga, 2100 Bataan www.bpsu.edu.ph