Professional Documents
Culture Documents
PPM Module 1 & 2
PPM Module 1 & 2
As an MPA student, submit written report discussing the modern public service citing the
growing business of government having influences on personnel function anchor with the
WRITTEN REPORT
Personnel management is primarily concerned with the human resources within the
organization. It is a significant part of management concerned with the employees at work and
the relationship within the organization. A better personnel management is obtaining, using
and producing a satisfied workforce. Personnel is always the most important asset being the
core and backbone of the organization. Success always relies on the people behind it. Personnel
would always be vital for an organization to function, mostly in government offices where
technology and gadgets. Government always eyed for innovation to make people work easier
and faster. As a Filipino, we are now experiencing public service in modern way. Just like
internet connection, before we can only have it through wired connections at home or at
computer shops, but now most of government offices are now offering free public WiFi for
guests and clients. Another thing is we can now enjoy public service online. You can apply
various certificate and clearances online before proceeding directly to the concern offices. This
speed-up government transaction, lessen workload of the employee and serves more client.
As population grows, public service needs to increase. Demand on government services
needs more personnel to hire and create more organizations based on the needs of the people.
But hiring and recruitment of government employee should not as easy as we think. He / She
must be qualified enough to get the job. The agency behind scanning the applicant qualification
is the Civil Service Commission (CSC). CSC is the central personnel agency of our government.
They must assure to recruit, maintain, and retain competent, professional and highly motivated
government workforce who’s truly responsive to the needs of the government clients.
Government agencies and LGUs can do hiring process and issues appointments subject to
approval / disapproval by CSC. Pursuant to the memorandum circular release by CSC, selection
of employees should strictly adhere the principles of merit, competence, fitness and equality.
The selection should be based on their relative qualifications and competence to perform
needed tasks and responsibilities of the position. There must be an equal opportunities to all
Also as a part of as a part of merit-based civil servants, we are protected from arbitrary
removal, personal political interests and the policing of these rules by independent body not
positions are established centrally and classified according to rank; bureaucrats are paid a
salary and pension based their rank rather than the work they do; there are often impediments
to external lateral entry at senior grades; and there are few points of entry, with most entering
at a young age and most senior positions filled by promotion. Because of merit system, hiring
and promotion now is now competitive, transparent and open to all qualified; lifetime tenure
(removal only through due process), political neutrality is protected; rigid pay always based on
rank not on work; external lateral entry to senior grades are now possible as long as applicant
has eligibility and capacity; management is centralized, there is independent body who manage
appointments; but lastly, the amount and depth of political appointment is limited.
Aside from recruitment, selection and placement, personnel management should have
The performance appraisal or evaluation on the government aspect is not seriously practiced as
Performance Commitment and Review (IPCR) which is linked to annual bonus which is the
Discuss how your unit/agency implement modern public service, how it will said growing
business of your agency / unit anchored to influences on personnel function with the
WRITTEN REPORT
foods for increasing population. As our population continue to grow faster, farmland and
number of farmers continue to decline, we should all think for the remedies on these problems.
Use of modern day technology in farming is the best way to meet the food production demand.
Department of Agriculture unveiled different strategies that was designed in such a way it will
help to meet the needs of the Filipinos. One of these is the revolutionary guide map that shows
which crop is best grown in each part of the Philippines and where there are shallow water
tables. It also indicates fertilizer needed to make up for the nutrients lacking in the area’s soil
and the poverty incidence of the community selected. Behind this project is too many people
involved. From survey to testing to data compilation before coming out of results involved too
businessman basis of production. Some personnel behind this project works double to speed up
the release of project on time. Due to lack of fund, they cannot add more personnel, so the
government maximize the use of the workforce available. There are assigned in surveying the
area, laboratories are assigned in testing soil samples, and ITs and office staff are assigned in
encoding and programming of results before coming up on the map. We in the Soil laboratory,
only chemists are allowed to test chemical properties of the soil, then the agriculturist do the
recommendations. ITs and office staff do the encoding of the results. Due to lack of fund, when
we conduct soil sampling, Chemist, agriculturist and even office staffs do the sampling just to
cover the project area. Only few permanents positions are available so we add contractual
Permanents positions are properly filled up based on the merit system. We are
appointed accordingly based on our eligibilities. For example, the item Chemist is only for the
licensed chemist, while the item Agriculturist is for licensed Agriculturist. There is an instance in
our unit that an Agriculturist got an item for Chemist, until an unknown personnel send a
complaint to CSC. CSC take immediate action on this and bring back the Chemist item to a
vacant position available only for those who are really qualified. The who was complained goes
At first, we may think Department of Agriculture (DA) only hire those agriculturists, but
because of booming technology, in demand for IT professionals step up. They are the one who
are in-charge of producing programs or software application for modern agriculture with the
help of the researches of agriculturist. Example is the Rice Crop Manager (RCM). It is an app for
mobile phone or desktop which can be used by the extension workers who reach out farmers
nationwide. RCM recommend what farmers needs to increase their crop yield. An ordinary
employee who reach out farmers can do this because it is a user friendly application. Even if
your educational background is not in the line of agriculture, you can still recommend farmers
Another innovations that DA acquire is the use of drones. This drones can measure the
field, can view the damage during typhoon or infestations, and can acquire digital images that
may come up also on farming recommendations. Mostly the one who fly this drone is trained.
There is some instance that the pilot of the drone is a licensed one. Although, an ordinary
employee can fly it, but still it need more competitive training.
MODULE 2. LESSON 2. ACTIVITY A
Based on your unit or agency, prepare a write-up on how do you practice structure of
personnel system by tabular position and salary grade, the class of career they belong, stating
WRITTEN REPORT
Government responsible for the promotion of agriculture and fisheries growth and
development. Under the Office of the Secretary are the Regional Field Offices. We are Regional
Field Office IV-A CALABARZON. DA-RFO IV-A have different division and sections below it. Led
by the Regional Executive Director down to two Regional Technical Directors (RTD), to Division
Chiefs, to Section/Unit Head and to staffs. We, the Regional Soils Laboratory (RSL) is under the
Integrated Laboratory Division under RTD for Research and Regulations led by the Regional
Executive Director. To see DA-RFO IV-A organizational Chart, you may check this link:
http://rfo4a.da.gov.ph/wp-content/uploads/2019/09/DA-CALABARZON-Key-Officials-Org-Chart.jpg .
Position in Civil Service is classified into career service and non-career service. Career
advancement to higher career positions; and security of tenure. Career Service positions
appropriate examination is required; 2) closed career positions – scientific and highly technical
in nature position, it includes faculty or academic staff, and scientific and technical positions in
science or research institution which can establish and maintain their own merit system; 3)
Positions in the Career Executive Service; namely, Undersecretary, Assistant Secretary, Bureau
Director, Assistant Bureau Director, Regional Director, Assistant Regional Director, Chief of
Department Service and other officers of equivalent rank as may be identified by the Career
Executive Service Board, all of whom are appointed by the President; 4) Career officers, other
than those in the Career Executive Service, who are appointed by the President, such as the
Foreign Service Officers in the Department of Foreign Affairs; 5) Commissioned officers and
enlisted men of the Armed Forces which shall maintain a separate merit system; 6) Personnel of
proprietary functions, who do not fall under the non-career service; and 7) Permanent laborers,
whether skilled, semi-skilled, or unskilled. There are classes of position in Career Service, first,
classes of position in the career service appointment to which requires examinations and
grouped to 3 major level: Level 1 – include clerk, trades, craft, custodial service positions which
requiring less than four years of collegiate studies; Level 2- professional, technical, and scientific
supervisory capacity requiring at least four years of college work up to Division Chief level; and
Level 3 - cover positions in the Career Executive Service. Second, except as herein otherwise
provided, entrance to the first two levels shall be through competitive examinations, which
shall be open to those inside and outside the service who meet the minimum qualification
requirements. Entrance to a higher level does not require previous qualification in the lower
level. Entrance to the third level shall be prescribed by the Career Executive Service Board.
Third, within the same level, no civil service examination shall be required for promotion to a
higher position in one or more related occupational groups. A candidate for promotion should,
Non-career service position can be characterized by entrance to the bases other than
those of the usual tests of merit and fitness utilized for the career service and by tenure which
is limited to a period specified by law, or which is coterminous with that of the appointing
authority or subject to his pleasure, or which is limited to the duration of a particular project for
which purpose employment was made. Non-career service include those 1) elective officials
and their personal and confidential staff; 2) Secretaries and other officials of Cabinet rank who
hold their positions at the pleasure of the President and their personal or confidential staff(s);
3) Chairman and members of commissions and boards with fixed terms of office and their
requiring special or technical skills not available in the employing agency, to be accomplished
within a specific period, which in no case shall exceed one year, and performs or accomplishes
the specific work or job, under his own responsibility with a minimum of direction and
supervision from the hiring agency; and 5) Emergency and seasonal personnel.
To show detailed organizational chart from the Regional Director down to RSL staffs, see the table
below:
WRITTEN REPORT
positions is one characteristics of the bureaucracy in the Philippines. Merit system principle are
to: a) recruit, select, and advance on merit after fair and open competition; b) treat employees
and applicants fairly and equitably; c) provide equal pay for equal work and reward excellence
performance; d) maintain high standards of integrity, conduct and concern to public interests;
e) manage and lead employees efficiently and effectively; f) Retain or separate employees on
the basis of their performance; g) Educate and train employees if it will result in better
influence; and i) Protect employees against reprisal for the lawful disclosure of information in
"whistleblower" situations.
As per Civil Service Administrative Code, government agencies are obliged to practice
merit system in hiring and promoting employees. We in the Department of Agriculture Region
IV-A do practice this merit system especially for the permanent positions. Out personnel section
is the one who is in charge regarding on this matter. Vacant positions together with its
qualifications are listed and posted in office bulletins and in agency’s website to show
transparency and open competition to all qualified. Applicants’ requirements are scanned to
validate if they are qualified. Applicants will also go through competitive examination and
interview to show competency and capability of applicants before selecting the right one.
Sometimes we feel unfair or we see unjust situation after selection. The “Palakasan System” is
still there. This may lead to many unfavorable or bad situation. It may lead an employee to a
bad work behavior or dilemma. It may also lead to a pandemic corruption on the organization.
We, government employees are paid according to rank regardless of the work done.
Permanent positions are protected from arbitrary removal unless due process. Our personnel
office applied rules and regulations from CSC during recruitment and promotion. CSC is the
independent body policing these rules. Senior grades positions are filled up by promotion first
before external lateral entry. Those who already in the organization will be the first choice
Government employees are public servants. Public must see to us the concern, care and
dedication in serving them. Our personnel section do some personnel learning and
development program to boost employee’s engagement and activity. It help not just in work