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Office for Personnel Management and Development
GENERAL FUNCTIONS:
Establish an integrated and gender-related human resource development plan and enhance personnel management policies in the areas of career development, recruitment and selection, employee welfare and discipline, performance evaluation, compensation and benefits, incentive and rewards, human resource information system, separation, and employee relations for service excellence;
Manage the implementation of HRD plan and personnel management policies for professional maturity;
Establish monitoring and evaluation schemes for the refinement and improvement of existing HRD plan and personnel management policies for sustained growth;
Develop proactive mechanisms and implement strategies to cope with driving forces of change in organizational environment, workforce expectations, demands and values;
Recommend measures to improve HRD plan and personnel management policies for empowerment.
   OFFICE OF THE DIRECTOR
  Specific Functions
  1. Facilitate the smooth functioning of the Office for Personnel Management and Development.
  2. Plan and prioritize HRD activities.
  3. Establish linkages/partnership with HR organizations and other offices in the Commission.
  4. Institutionalize a centralized records on OPMD operations and strictly implement the DTMS.
  5. Promote the professional growth of OPMD employees to observe fairness and impartiality, maintain discipline, motivate staff for productivity and give effective feedback on their performance.
  6. Ensure that each OPMD staff undertakes HRD intervention per year.
  7. Rationalize the recommended measure for HRD improvements.
  8. Ensure prompt submission of reports to the Commission.
  9. Provide avenues for consultation regarding problems on office operations.
  10. Take a lead role in implementing policies/programs/projects/activities other than those already identified and pursued by the office and take risk in program implementation.
  11. Oversee the smooth operation of the CSC Welfare Fund.
  12. Take a proactive role in recognizing and overcoming office difficulties and problems.
  13. Recommend to the Commission measures for HRD improvement.
  DIVISIONS
 

CAREER DEVELOPMENT DIVISION

     Specific Functions
  Career Development - Make available career opportunities for officials and employees to actualize their career plan that could be realized through:
    1. Development of organizational culture that focuses on CSC core values, norms, ethical standards,work ethics, and work environment. Specifically, the tasks involved establishment of feedback mechanisms; conduct of surveys; conduct of symposia, orientation seminar and similar activities; and formulation of internal policies/norms of conduct;
    2. Development of career path and succession plan for officials and employees. These could be done through establishment of baseline information; update said information; provide or source out training and development opportunities; identification of HR training and development needs to upgrade employees’ knowledge, skills and attitudes in their present job and/or prepare them for higher responsibilities; recommend to heads of offices/supervisors to let their subordinates avail of said opportunities.
  Training and Development – Develop or source out training programs to enhance officials’ and employees’ capabilities and abilities (such as knowledge, skills and attitudes) for better work performance. Specifically the task involved the following:
    1. Conduct of training needs analysis to determine what is required in the job and to find out reasons for performance gap and recommend training if reasons involve changes in knowledge, skills and attitudes;
    2. Collaborate with HRDO design of training programs;
    3. Source out training/scholarship programs from other institutions whether local or foreign and establish partnership and linkages with them;
    4. Coordinate participation of employees to training/scholarship programs including attendance of third level employees to conferences, or to institution where the CSC has bilateral commitment;
    5. Evaluate training and development programs ;
    6. Monitor and assess impact of training to grantees;
    7. Recommend necessary measures for improvement of training programs and its impact;
  Performance Management – Strengthen performance management system which include provisions for performance planning (discussion of KRA’s, expectations, standards) performance review(giving feedback, coaching and counseling), the actual performance appraisal and reward management.
    1. Supervise the smooth implementation of the Performance Evaluation System (the PES as a tool) in the Commission by conducting orientation on the PES, preparing internal policies, monitoring and evaluating its applicability and usage, recommend measures for improvement.
    2. Ensure that rewards mechanisms are in place to motivate employees to improve work performance by continuously evaluating the CSCPRAISE and recommend measures for improvement.
    3. Ensure that opportunities for HRD interventions are available to strengthen commitment of employees that would help improve their work performance. Specifically, constant evaluation of the CSC CDP shall be done to attune it with the changing times.
    4. Facilitate the conduct of the Career Executive Service Performance Evaluation System (CESPES)
      - Rating Procedures under the New CESPES
      - CESPES Rating Form
  Personnel Administration - Ensure administration of sound personnel systems and program in the Commission
    1. Administer pilot implementation of personnel mechanisms in coordination with the PPSO.
    2. Provide secretariat services to the PRAISE Committee, PDC and PERC.
    3. Update Employee's handbook.
  PERSONNEL TRANSACTIONS AND SERVICES DIVISION
     Specific Functions
  HR Planing - Determine the right number of people with the right skills and qualifications at the right time and performs specific tasks to achieve Commission's mandate, goals and objectives.
    1. Develop an updated and complete job description identifying job’s duties, responsibilities, reporting relationship, working conditions and supervisory responsibilities;
    2. Establish and maintain an updated job specification identifying job requirements in terms of education, training, skills, work experience and required personal attributes --- aptitude, personality and interests;
    3. Maintain up- to-date skill inventories to determine the skills, knowledge and abilities possess by every staff member and further assess the skills or abilities available within the organization.
  Recruitment, Selection, Promotion and other Personnel Actions - Institutionalize recruitment, selection and promotion of officials and employees where entry and advancement is based on merit and value dimensions to help build and maintain a competent, professional and highly motivated personnel.
    1. Establish a comprehensive recruitment and selection system which covers the Standard of Operation in the implementation of personnel policies in the hiring and selection process aimed to identify diverse sources of applicants from which the best qualified candidates for the positions may be selected;
    2. Update and maintain database of qualified candidates to provide future reference in the filling up of positions;
    3. Administer psychological examinations for prospective recruits or if need be source out the same service from a Psychological Testing Center;
    4. Review, evaluate and enhance existing Merit Promotion Plan and other personnel actions at all levels;
    5. Review, evaluate and enhance System of Ranking Position.
  HR Audit -The process of evaluating and monitoring HR activities to determine the extent of compliance or implementation of personnel systems and policies with reference to personnel actions, leave administration and internal career system.
    1. Conduct HR audit and create monitoring mechanism.
  Compensation and Benefits - Help creates an atmosphere conducive to good management-employee relationship and improve employees welfare and morale.
    1. Conduct study on job evaluation to come up with a more realistic position classification and pay plan for the Commission;
    2. Provide an efficient system for leave administration intended to promote efficiency, general welfare and morale among employees.
  Employee Discipline - To promote professionalism, commitment to service and observe ethical standards and behavior required of an empowered employee.
    1. Develop an employee monitoring system focusing on compliance with employees' absences and tradiness, observance of dress code and implementation of RA 6713 Code of Conduct for Government Officials and Employees.
  HR Information Management System - An information system designed to support the organization's HR functions, facilitate management decision-making and provide more accurate and up-to-date HR information.
    1. Establish and update regularly baseline data on CSC personnel;
    2. Create a Common data Base for CSC, DBM, GSIS, PAG-IBIG, PhilHealth and BIR;
    3. Maintain a complete and up-to-date HR records.
  Separation (Transfer, Resignation and Retirement) - Determine percentage of labor turn-over in terms of transfers, resignations and retirement and identify its underlying causes that will serve as inputs in policy formulation and enhancement.
    1. Develop and continuously evaluate exit interview instruments;
    2. Conduct exit interview for employees about to retire, resign, transfer or separate from the agency to obtain feedback on how to improve systems that contribute organizational productivity and performance;
    3. Determine manpower structure and flow situation to provide personnel statistical data on accession and separation.
  EMPLOYEE WELFARE AND SERVICES DIVISION
     Specific Functions
  HEALTH AND SAFETY - Institutionalize a Health Care Program that will maintain a healthy, high-spirited workforce and help officials and employees of the Commission cope with the high cost of hospitalization and other medical expenses.
    1. Prepare and Administer the CSC Health Care Program;
      - Coordinate with Health Management Organization (HMO) and accredited hospitals, clinics and doctors
      - Evaluate claims for reimbursement for medical assistance benefits (out-patients) and ensure its validity and authenticity
      - Process claims on or before the targeted time
      - Develop an updated and accurate records management
    2. Render technical assistance;
      - Establish linkages with HMO, hospitals, clinics and doctors
      - Provide updated list of accredited hospitals, clinics and doctors to the members
    3. Evaluate management system of the HMO and develop a feedback mechanism to determine the satisfaction level of the members on the services of the HMO;
      - Develop and implement a continuing medical, dental and other preventive services to officials and employees to maintain healthy workforce and ensure organizational productivity
    4. Conduct medical services;
      - Emergency cases which include immediate first aid and emergency assistance to patients who need to be transported to hospital or residence
      - Maintenance cases such as blood pressure monitoring and medical advice, dressing of wounds, dispensing of emergency and frequently prescribed medicines
      - Clinical assessment and consultation
    5. Conduct dental services;
      - Dental care and treatment such as extraction, oral prophylaxis, fixture of dentures, treatment of abscesses and other dental injuries and diseases and restoration of decayed tooth
      - Dispensing of dental medicines for emergency cases
      - Dental assessment and consultation
    6. Establish a computerized medical and dental record system;
      - Develop and implement a Wellness Program and conduct a wide information campaign to enhance the physical and emotional well-being of officials and employees of the Commission
    7. Create a Comprehensive Health Management Program committee and sub-committees which shall serve as focal organization ;
    8. Formulate policies and guidelines for the implementation of the program;
    9. Conduct special sports events and other physical fitness activities;
      - Special sports activities such as basketball, volleyball, lawn tennis, table tennis and badminton
      - Regular physical fitness activities such as aerobics, dancing, body building and mountain climbing
      - Special activities such as tai-chi and yoga
    10. Conduct information and health awareness programs such as health-related symposia, counseling, medical advice for managing a healthy lifestyle and other safety training programs on first-aid, accident prevention techniques and the like;
    11. Establish linkages with Building and Grounds Maintenance Division, OFAM for the implementation of health and safety program that will enforce job safety and health standards in the workplace.
  EMPLOYEE ASSISTANCE - Institutionalize an Employee Assistance Program that create a less stressful working environment and identify issues and concerns that affect performance and productivity.
    1. Establish counseling program in the Commission;
      - Formulate policy guidelines for the institutionalization of a counseling program
      - Conduct counseling seminars that will provide skills and competence to supervisors
      - Establish a pool of counselors who shall render in-house counseling services and/or referral of employees to outside counseling such as church organizations, family counseling services or marriage counselors and health clinics
      - Conduct regular evaluation of the nature of counseling cases to identify issues and concerns that would require attention and action
    2. Institutionalize the Grievance Machinery in the Commission to create a work atmosphere conducive to good-management-employees relations and to resolve issues and concerns at the lowest possible level;
      - Conduct wide information dissemination
      - Create office and central grievance committees which shall handle grievances of employees
      - Monitor the implementation of the machinery at the office and Commission levels
      - Conduct evaluation of the implementation of the system and continuing review of the policy guidelines
      - Provide monitoring and evaluation to existing cooperatives in the Commission to determine the benefits they provide to officials and employees of the Commission
  WORK-LIFE BENEFITS - Develop and .implement a child-care program that will provide assistance to parents through substitute parenting.
    1. Administer a regular day care and child-minding activities at the Day Care Center;
    2. Conduct socio-cultural and educational activities to provide opportunities for children to arouse their mental, physical, emotional and social responsibilities;
    3. Conduct seminars on child care and development, parenting, care-giving and other domestic and family relationships issues and concerns that affect child-rearing;
      - Develop and implement a retirement program that will assist retiring officials and employees prepare for retirement emotionally and financially
    4. Establish linkages with the Government Service Insurance System (GSIS) on the various retirement packages appropriate for retiring official or employee;
    5. Facilitate the conduct of pre-retirement workshop or counseling that will provide opportunities for basic retirement information ;
    6. Conduct Salamat-Mabuhay Program for retiring officials and employees and facilitate the release of cash retirement benefits;
    7. Render technical assistance to the Retirement Association during social occasions;
      - Develop and implement a comprehensive work-life program that will increase balance within and beyond the workplace and will allow a sense of growth and fulfillment at home, at work and in the community
    8. Conduct socio-cultural activities and other internal activities that will exhibit and manifest national solidarity and provide opportunities for camaraderie, rapport, team-building and togetherness;
      - Women’s Month
      - CSC Anniversary
      - Christmas Celebration
    9. Conduct spiritual activities that will provide opportunities to be aware of God’s great plan in relation to the life that is lived;
    10. Formulate policy guidelines for the establishment of a volunteerism program in the Commission;
    11. Establish linkages with internal and external offices to improve the implementation of work-life activities;
    12. Administer other work-life activities that will boost employee morale such as distribution of birthday cards, administration of uniform allowance, burial assistance and other related services and linkages.
  WELFARE BENEFITS - a comprehensive financial schemes that will assist officials and employees in times of urgent and pressing needs and establish an updated records management system.
    1. Process applications for loans, benefit claims, refunds and other disbursements;
    2. Prepare and process disbursement vouchers on approved loans, claims and refunds;
    3. Maintain individual loan index;
      - Undertake continuing review of policy guidelines on welfare benefits
    4. Render secretariat services to the Welfare Fund Board during board meetings, election and other related activities of the Board.;
    5. Recommend measures and policy procedures to enhance existing guidelines on welfare fund benefits specifically on health care, housing and other welfare programs;

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