Republic of the Philippines

BILIRAN PROVINCE STATE UNIVERSITY

SCHOOL OF GRADUATE STUDIES
Naval, Biliran

STUDENT & COURSE INFORMATION

Name of Student: ANNA F. BUGAL Contact No. 09655704384
MAED major in: ELEMENTARY EDUCATION 2nd Sem. SY 2020-2021
Course Title: PERSONNEL ADMINISTRATION Course Code: ELEM.ED 509
Professor: DR. FRANCISCO EBIO

FINAL ACTIVITY
IN
PERSONNEL ADMINISTRATION

1. Enumerate and discuss each the government’s various programs for career and personnel
development in Philippine Civil Service. (20%)

The organization that oversees the human resource management in the public sector is
the Civil Service Commission (CSC). For the past decades, the CSC has endeavored to build and
maintain a responsive and responsible civil service through human resource systems that
facilitate learning and development. The CSC aims to integrate competencies in human
resource systems of government agencies, not only in recruitment but also in training and
employee development. The Competency-Based Learning and Development Program (CBLDP)
directly addresses the problem of competency gaps. It operates under the competency-based
L&D framework, an approach that uses competencies as the standards against which employee
development needs are assessed and priorities are set against the need of the organization.
CBLDP utilizes competencies as the foundation for designing targeted programs with learning
outcomes that directly link to the competency requirements.

The development of employees is considered a primary strategy in the improvement of

organizational effectiveness and individual employee performances. For this purpose, all
employee exercising supervisory functions are responsible for the direct supervision and
management of their respective personnel. Such mechanisms as those enumerated below form
part of supervisory responsibilities and are considered as measures of supervisory performance
effectiveness.
* Performance Monitoring – refers to the periodic discussions between supervisor and
subordinate to check on the latter’s progress relative to his/her performance targets. The
discussion may also focus on the problems and constraints that arise in the workplace. As a
result of these discussions, appropriate job coaching and problem solving techniques are
applied. These activities should be properly reflected in the supervisor’s performance report.

* Counselling – refers to the periodic discussions between supervisor and subordinate focusing
on any issue or problem affecting the latter’s performance, both personal or work-related. The
primary purpose of the counselling sessions is to open lines of communications at the lowest
level and affect a “worry-free” work environment. The supervisor’s responsibility includes
assisting the employee/staff member to find and apply problems/issues raised. Such measures
or solutions arrived at during the conduct of counselling sessions should be properly reflected
in the supervisor’s performance report.

* Career Planning – refers to the periodic discussions between supervisor and subordinate
where the latter draws up his/her career goals, aspirations and plan. The supervisor’s
responsibility includes assisting the employee in accomplishing the Career Planning Worksheet,
identifying the career opportunities in the Office of the President, suggesting or recommending
the appropriate development package to be applied to specific employee needs, and
monitoring the application of such development package towards the achievement of the
employee’s career goal(s).

2. Illustrate a sample performance evaluation for government officials and employees with
corresponding descriptive ratings e.g. Outstanding, Very Satisfactory, Satisfactory, etc. (20%)

Performance evaluation shall be done semi-annually. However, if there is a need for a

shorter or longer period, the minimum appraisal period is at least ninety (90) calendar days or
three months while the maximum is not longer than one (1) calendar year. Various rating scales
may be used for specific sets of measures. However, in general, there shall be five-point rating
scale (1-5), 5 being the highest and 1, the lowest point to be given. 5 points for having an
outstanding performance when performance represents an extraordinary level of achievement
and commitment in terms of quality and time, technical skills and knowledge, ingenuity,
creativity and initiative. 4 points for very satisfactory performance where performance
exceeded expectations and all goals objectives and targets were achieved above the
established standard. 3 points for satisfactory performance where performance met
expectations in terms of quality of work, efficiency and timeliness. 2 points for unsatisfactory
performance where performance failed to meet expectations, and/or one or more of the most
critical goals were not met. And 1 point for poor performance where performance was
consistently below expectations, and/or reasonable progress toward critical goals was not
made. Significant improvement is needed in one or more important areas.

Below is the illustration of sample performance evaluation for government officials and
employees:
 Rating
Numerical Adjectival
5 Outstanding
4 Very
Satisfactory
3 Satisfactory
2 Unsatisfactory
1 Poor
Description
Performance represents an extraordinary level of achievement
and commitment in terms of quality and time, technical skills
and knowledge, ingenuity, creativity and initiative.
Performance exceeded expectations and all goals objectives
and targets were achieved above the established standard.
Performance met expectations in terms of quality of work,
efficiency and timeliness.
Where performance failed to meet expectations, and/or one or
more of the most critical goals were not met.
Performance was consistently below expectations, and/or
reasonable progress toward critical goals was not made.
Significant improvement is needed in one or more important
areas.

3. Is employee relation correlated to productive work performance? Justify your answer. (20%)

Companies or organization with good employee relationships enjoy many benefits. In

general, it is easier for them to engage, motivate, understand and keep their employees. It has
been proven that companies and organizations with better employee communications have
much higher rates of employee engagement with productive work performance. A positive
relationship between employers and employees leads to higher motivation and employee
engagement. When employees are happy, they are more productive. They will put more effort
into their work, and this translates into satisfied customers and more revenue. While
developing and maintaining good employee relations can be challenging in most workplaces,
healthy relationships among workers are beneficial not only to the individuals but to the entire
organization. Managers should set a good example when it comes to employee relations.
Managers who have a good working relationship with their employees help establish a culture
that encourages great employee relations.

A harmonious relationship between employees and employers contributes to economic

growth and development, which then leads to an increase in efficiency. Greater efficiency, in
turn, leads to higher productivity and growth. It is important to keep the employees motivated
if organizations want to get the best from them. Workers lacking in motivation will reduce
productivity in a workplace. When employees have a positive relationship with their managers,
they will work more efficiently. They will put their best efforts (not the minimum effort) to
ensure the success of the project. Organizations that have harmonious relationships will be able
to ensure continuity of production. Proper use of resources ensures maximum production.
Employees will be motivated to work hard, and this will help the organization grow.
4. Give at least ten (10) grounds for disciplinary action against government officials and
employees. Discuss each. (20%)

The grounds for administrative disciplinary action prescribed under existing laws, the
acts and omissions of any official or employee, whether or not he holds office or employment in
a casual, temporary, hold-over, permanent or regular capacity, declared unlawful or prohibited
by the Code, shall constitute grounds for administrative disciplinary action, and without
prejudice to criminal and civil liabilities provided herein, such as:

1. Directly or indirectly having financial and material interest in any transaction requiring
the approval of his office. Financial and material interest is defined as a pecuniary or
proprietary interest by which a person will gain or lose something;

2. Owning, controlling, managing or accepting employment as officer, employee,

consultant, counsel, broker, agent, trustee, or nominee in any private enterprise regulated,
supervised or licensed by his office, unless expressly allowed by law;

3. Recommending any person to any position in a private enterprise which has a regular
or pending official transaction with his office, unless such recommendation or referral is
mandated by (1) law, or (2) international agreements, commitment and obligation, or as part of
the functions of his office; These acts shall continue to be prohibited for a period of one (1) year
after resignation, retirement, or separation from public office, except in the case of paragraph
(c) above, but the professional concerned cannot practice his profession in connection with any
matter before the office he used to be with, within one year after such resignation, retirement,
or separation provided that any violation hereof shall be a ground for administrative
disciplinary action upon re-entry to the government service;

4. Soliciting or accepting, directly or indirectly, any gift, gratuity, favor, entertainment,

loan or anything of monetary value which in the course of his official duties or in connection
with any operation being regulated by, or any transaction which may be affected by the
functions of, his office. The propriety or impropriety of the foregoing shall be determined by its
value, kinship or relationship between giver and receiver and the motivation. A thing of
monetary value is one which is evidently or manifestly excessive by its very nature. Gift refers
to a thing or a right disposed of gratuitously, or any act of liberality, in favor of another who
accepts it, and shall include a simulated sale or an ostensibly onerous disposition thereof. Loan
covers both simple loan and commodatum as well as guarantees, financing arrangement or
accommodations intended to ensure its approval. Commodatum refers to a contract whereby
one of the parties delivers to another something not consumable so that the latter may use the
same for a certain time and return it;

5. The acceptance and retention by public official or employee of a gift of nominal value
tendered and received as a souvenir or mark of courtesy;
 6. The acceptance by a public official or employee of travel grant or expenses for travel
taking place entirely outside the Philippines (such as allowances, transportation, food and
lodging) of more than nominal value if such acceptance is appropriate or consistent with the
interests of the Philippines, and permitted by the head of office, branch, or agency to which he
belongs;

7. Obtaining or using any statement filed under the Code for any purpose contrary to
morals or public policy or any commercial purpose other than by news and communications
media for dissemination to the general public;

8. Failure to attend to anyone who wants to avail himself of the services of the office, or
to act promptly and expeditiously on public personal transactions;

9. Failure to file sworn statements of assets, liabilities and net worth and disclosure of
business interests and financial connections; and

10. Failure to resign from his position in the private business enterprise within thirty (30)
days from assumption of public office when conflict of interest arises, and/or failure to divest
himself of his shareholdings or interests in private business enterprise within sixty (60) days
from such assumption of public office when conflict of interest arises, the official or employee
must either resign or divest himself of said interests within the periods herein-above provided,
reckoned from the date when the conflict of interest had arisen.

5. What is separation from government service? Enumerate the different ways and discuss
each. (20%)

Separation is a situation where the service contract of an employee with his employer
comes to an end. In other words, employer and employee part with each other. An employee
may move out of the organization for a variety of reasons like retirement, resignation, better
prospects elsewhere etc.

The forms of separation are:

1. Retirement: It is of two types namely – compulsory retirement and voluntary retirement.

a. Retirement by superannuation – Where an employee retires on attaining the age

prescribed for retirement, it is known as retirement by superannuation.

b. Voluntary retirement – Employees are given option to retire even before they reach
superannuation. This is done to downsize the workforce as a cost cutting measure or to
manage the militant trade unions. Employees are given incentive to opt for VRS. This
scheme is called Golden Hand Shake.
2. Resignation: Is termination of service by an employee by serving a prior notice to the
employer. It may be voluntary or involuntary. When an employee decides to quit on grounds of
marriage, ill health, better prospects in another organization etc., it is voluntary. It is
involuntary when the employer forces the employee to resign on grounds of indiscipline,
violation of rules, misbehavior, insubordination etc. Some resignations may be beneficial for the
organization to rectify mistakes committed in hiring the employees. An exit interview may be
conducted to unearth the causes underlying his resignation. Employee’s death in harness puts
an end to his service contract.

3. Lay-Off: It implies denial of employment to the employee beyond the control of the
employer. According to Industrial Dispute Act, 1947, it is defined as failure, refusal or inability of
an employer on account of shortage of coal, power, raw material or accumulation of stock,
breakdown of machinery or by any other reason, to give employment to workmen whose name
appears on the muster roll of his industrial establishment and who has not been retrenched.
Employer and employee relation does not come to an end. It is suspended during lay-off. Lay-
off is routine in seasonal industries, like sugar; mines, etc. Laid-off worker is entitled to a
compensation equal to 50% of basic wage plus dearness allowance which would have been paid
but for his lay-off. However, worker needs to fulfill the following conditions to be entitled to get
complementation; he should not be a casual worker, his name should figure in nominal muster
roll and he should have put in a minimum of one year of continuous service.

4. Retrenchment: It means permanent termination of an employee’s service for economic

reasons. Surplus labor force, poor demand for products, recession, nationalization, technical
advancement, etc., drive retrenchment. However, termination of service on account of
retirement, winding up of business, illness or on disciplinary grounds does not constitute
retrenchment. Retrenchment is common in plantations, agricultural service, forestry, food
processing, cotton textiles and manufacture of machines, etc. An organization employing 100 or
more employees has to give 3 months’ notice to the employee to be retrenched. It has to seek
prior approval of the Government. In other organizations, one-month advance notice will
suffice. Retrenched worker is paid 15 days’ wage for every completed year of service. The
retrenched employees need to be given priority when there is a need for employing people in
future.

5. Dismissal: Unsatisfactory performance, unruly behavior, perpetual absenteeism, misconduct,

insubordination, theft, repeated violation of rules etc., are the causes forcing the employer to
discharge the employees. This measure should be resorted to with care and caution. Before an
employee is discharged, he should be given opportunity to explain his position. The reason for
dismissal should be communicated to the errant.