The Bureau of Immigration (BI), also known between 1972 and 1987 as the Bureau of

Immigration and Deportation (BID), is the immigration regulatory and control body of the
Republic of the Philippines. It was established by the provisions of Act. No. 613 of 1940,
although a predecessor agency that existed as part of the Bureau of Customs (BOC) since
1899. Since then, the BID has evolved as an office under the Department of Justice (DOJ), and
functioning as an agency of the government to ensure the integrity of the country.

Hence, as provided for by the Philippine Immigration Act in 1940, the Bureau of Immigration
(BI) is established under a Commissioner of Immigration, who shall have two assistants, as
follows: a First Deputy Commissioner of Immigration, and a Second Deputy Commissioner of
Immigration. For administrative purposes, the Bureau of Immigration (BI) shall be under the
supervision and control of the Department of Labor and Employment (DOLE), or any other
executive department which the President may subsequently determine.

Applicable Legal Bases

The Philippine Immigration Laws and other related laws serves as the statutory and legal bases
in the organization and activation of the Bureau of Immigration and Deportation (BID), as
follows: C.A. No. 613, or "Philippine Immigration Law of 1940;" R.A. No. 562, or "Alien
Registration Act of 1950;" R.A. No. 9225, or "Citizenship Retention and Reacquisition Act of
2003;" MC No. 08-006, o "Revised Rules Governing Philippine Citizenship Under R.A. No
9225;" "Administrative Order No. 91 Series of 2004;" and R.A. No. 9139, or "Administrative
Naturalization Law of 2000."

Moreover, the following statutory and legal bases have also significance with the
administration and operations of the BID, such as, R.A. No. 9208, or "Anti-Trafficking in
Person Act of 2003;" and IRR of the said law or the "Rules and Regulations Implementing the
Anti Trafficking in Person Act of 2003;" R.A. No. 8042, or "Migrant Workers and Overseas
Filipinos Act of 1995;" R.A. No. 10022, or "Amendment of R.A. No. 8042, known as "Migrant
Workers and Overseas Filipinos Act of 1995;" and P.D. No. 1034, or "Authorizing the
Establishment of an Offshore Banking Systems in the Philippines."

The preceding statutory and legal bases are complemented by the following: R.A. No. 8756, or
"Ombudsman Investments Code of 1987 or Incentives to Multinational Companies
Establishing Regional or Area Headquarters and Regional Operating Headquarters in the
Philippines:" A.O. No. 091, or "Implementing Agency of R.A. No. 9225, or "Citizenship
Retention and Reacquisition Act of 2003;" LML M-03-A12-001, "Guidelines on Departure
Formalities for International Bound Passengers in all Airports and Seaports in the Country.

Lastly, the following are also serving as the guiding principles in the administration and
operations of the Bureau of Immigration and Deportation (BID): R.A. No. 7919, or "Social
Integration Program in the Philippines Under Certain Conditions;" R.A. No. 10364.
"Expanding R.A. No. 9208, "To Institute Policies to Eliminate Trafficking in Persons." R.A.
No. 8247, or "An Act Exempting Aliens Who Have Acquired Permanent Residency," E.O. No.
324, "Alien Social Integration Act of 1995;" the provisions of "The 1987 Constitution of the
Philippines," and MO No. 036, or "Inter-Agency Council Against Trafficking (IACAT)
Revised Guidelines on Departure Formalities for International-Bound Passengers."

Historical Evolution

The Bureau of Immigration (BI) started as a division of the Bureau of Customs (BOC) during
the American regime in 1899, This was created pursuant to Act No. 702 of the Philippine
Commission. It was appropriate because ship travel and ship cargo were interlinked, hence, the
office was located at the Bureau of Customs (BOC). Moreover, it seems that the government,
then gave more importance on the entry of goods and products, than monitoring of foreign
nationals coming into the country.

The government was more interested in generating customs duties from these goods and
products, than in the control and regulation of the arrival and stay of foreigners. The functions
of immigration remained under the said bureau until 1937 when it was transferred as a division
of the Bureau of Labor and Employment (BOLE). This was mainly to respond to the arrival of
Chinese nationals who owned and operated trade houses stores and restaurants in the country.

On January 22, 1940, the Second National Assembly of the Philippine Commonwealth enacted
the Philippine Immigration Act of 1940, or Commonwealth Act No. 613. It was signed into
law by the President of the United States of America on September 3, 1940; thus, creating the
Bureau of Immigration (BI) under the administrative supervision of the Office of the President.

A year or so later, it became an attached agency of the Department of Justice (DOJ). Later, its
administrative control was returned to the Office of the President. When the Pacific war broke
out in December 1941, the bureau, then under the Department of Justice (DOJ), moved to the
Bilibid Prison on Azcarraga Street, now Claro M. Recto Avenue, in the City of Manila.

Immediately after the war, the bureau was transferred near Gate No. 1 of the South Harbor.
City of Manila, then moved to Building No. 5 at the Bureau of Customs (BOC) at Gate No. 4.
In 1945, in line with the reorganization plan of the government, the bureau was put under the
supervision and control of the Department of Labor and Employment (DOLE).

In 1948, the bureau was reverted to the jurisdiction of the Department of Justice (DOJ) where
it has remained up to the present time. On September 21, 1972, the then President Ferdinand E.
Marcos proclaimed Martial Law, and through G.O. No. 1, ordered and decreed the adoption
and implementation of the Integrated Reorganization Plan.

Hence, the Commission on Reorganization issued Letter of Implementation No. 20, dated
December 31, 1972 which embodied the plan, including among other things, the change of
name of the office from the Bureau of Immigration (BI) to Commission on Immigration and
Deportation (CID). This became a collegial body and performing both administrative and
quasi-judicial functions. It was composed of the Commissioner and his or her two Associate
Commissioners.

The provisions of LOI No. 20 also abolished the Deportation Board (DB) and transferred its
functions to the Board of Commissioners (BOC), who gave them powers and authorities to
undertake deportation cases. The bureau was given the sole authority to enforce and administer
immigration and foreign nationals' registration laws, including the admission, registration,
exclusion, deportation, and repatriation of foreign nationals. It also supervised the immigration
from the Philippines of foreign nationals.

On July 25, 1987, the then President Corazon C. Aquino signed E.O. No. 292, also known as
the "Administrative Code of 1987." Said order renamed the office to the, "Bureau of
Immigration and Deportation (BID)." It continues, however, to perform all the mandates,
powers, and functions it had while still a commission, and its head of office still remains to be
called Commissioner as provided, and it is under the Department of Justice (DOJ).

Mandates, Vission and Mission

The mandates is read as follows, "the Bureau of Immigration and Deportation (BID), is
principally responsible for the administration and enforcement of immigration, citizenship,
alien admission, and enforcement of registration laws in accordance with the provisions of a
role in the enforcement of the provisions of R.A. No. 9208, also Act No. 623, known or the
"Philippine Immigration Act of 1940." It also plays as the "Anti-Trafficking in Persons Act of
2003."

The vision of the Bureau of Immigration and Deportation (BID), is read as follows, "it is
committed by 2025 to be regionally and internationally recognized as providing excellent,
efficient, effective, and innovative immigration service." The mission of the Bureau of
Immigration and Deportation (BID), is read as follows, "to control and regulate the movements
of persons to, from, and within the country in contributing to national security and
development."

Policies, Core Values and Focus Areas

The Bureau of Immigration and Deportation (BID) is committed to provide the stakeholders a
culture of excellence toward providing internationally recognized immigration services leading
to effective, efficient, and innovative border control and management.

The core values of the Bureau of Immigration and Deportation (BID), are as follows:
patriotism, it does everything out of love of country; integrity, it does what is right even if
nobody is watching; and professionalism, it is best at what it does.
The key focus areas of the Bureau of Immigration and Deportation (BID), are as follows: P-
Personnel Management and Enhancement: A Agency Coordination; T - Transparency and
Good Governance Programs; R Refinement of Rules, Regulations, Procedures, and Policies; I
Infrastructure Improvement; O - Organizational and Structural Reforms; and T - Technology
Advancement or PATRIOT.

Consolidated Strategies of the BID

The consolidated strategies of the Bureau of Immigration and Deportation (BID), are as
follows:

1. Personnel Management and Enhancement. The strategies, are as follows: continue the
implementation and introduction of new personnel, or HR management programs, or initiatives
with the unwavering support from the DOJ and BID top management; improve further the
merit and disciplinary schemes to attract the best qualified applicants to beef-up the BID
workforce; create a program to enhance the health and wellness benefits and facilities; conduct
continuous training for employees to attain professionalism and strengthen administrative
mechanisms; maximize participation in international and local capacity building activities to
attain personnel career and professional advancement; and adopt a career development
program.

2. Agency Coordination. The strategies are to review and formalize the inter-agency
coordination bodies to establish point persons and define the regular meeting schedule in order
to avoid conflicting functions, and effective implementation of existing laws.

3. Transparency and Good Governance Programs. The strategies are as follows: ensure the
regular updating of the Citizens Charter to achieve transparency and in accordance with the
DOJ and CSC policies; ensure strict implementation of ARTA, SMS, BID Citizen's Charter,
Code of Ethics for Government employees, R.A. No. 3019, and other applicable laws on the
use of fake or fraudulent documents to procure immigration documents; and ensure strict
implementation of the provisions of R.A. No. 9184, or the "Procurement Law."

4. Refinement of Rules, Regulations, Procedures, and Policies. The strategies are as follows:
refine the existing systems and procedures, for example, VIMS, IDR, SMS, GAD initiatives,
alignment of policies, etc.; implement fully the Integrated Communication Plan (ICP), that is,
changes of communication down the line; secure ISO 9001:2008 certification and sustain
compliance; improve the security features of accountable and immigration issued documents;
strengthen international cooperation to achieve immigration best practices; and creation of
SMO or TWGs to address conflicting policies or guidelines on a realistic approach and
avoiding red tapes by revisiting documentary requirements on visa applications, and the like
consistent with the changing time

4. Infrastructure Improvement. The strategies are to improve existing physical infrastructure

through rehabilitation, and construction of new BID office buildings. opening, transfer,

5. Organizational and Structural Reforms. The strategies are as follows: pursue the passage of
the "New Philippine Immigration Law," with possible inclusion of a provision on immunity
from suit to immigration officers in their regular performance of the Anti Trafficking in Person
or Anti-Illegal Recruitment profiling or hooperations at international airports and seaports;
increase the SG of employees or personnel to minimize ills of corruption, that is, policy on
compensation conflicting with existing rules, for example, over time pay; institutionalize all
the ad hoc divisions, sections, and other units of the Bureau VCD and Anti-Fraud, Certification
and Clearance Section, and AOD; and create the Strategic Management Office (SMO).

6. Technology Advancement. The strategies are as follows: update the Information Systems
Strategic Plan or ISSP to effect the upgrading, and modernization of Information
Communication Technology or ICT resources and adoption of new technologies, for example,
biometrics system and online services; create proposal to include in the Annual Budget (AB) or
General Appropriation Act (GAA), for the upgrade or acquisition of Information Technology
(IT) equipment for efficient and automated data management.

General Functions of the BID

The general functions of the Bureau of Immigration Deportations (BID), are as follows:

and

1. Acts as the primary enforcement arm of the Department of Justice (DOJ) and the President
of the Philippines in ensuring that all foreigners within its territorial jurisdiction comply with
existing laws;

2. Assists local and international law enforcement agencies in securing the tranquility of the
state against foreigners whose presence, or stay may be deemed threats to national security,
public safety, public morals, and public health; and

3. Acts as chief repository of all immigration records pertaining to entry, temporary sojourn,
admission, residence, and departure of all foreigners in the country.

Specific Functions of the BID

In the discharge of its broad functions, the bureau through its Board of Commissioners (BOC),
exercises administrative and quasi-judicial powers over the following:

1. Regulation of the entry or arrival, stay or sojourn, and exit or departure, of foreign nationals
in the country;
2. Monitoring of the entry and exit of Filipino citizens in compliance with Philippine laws and
other legal procedures;

3. Issuance of immigration documents and identification certifications on non-immigrant,

immigrant, and special non-immigrant visas:

4. Issuance of special permits in relation to the enforcement of immigration laws, for example,
Special Work Permit (SWP), Provisional Permit to Work (PPW), Special Study Permit (SSP),
re entry permits, clearances, etc.;

5. Extension of stay of temporary visitors and implementation of changes of status as provided

by law;

6. Administrative determination of citizenship and related status;

7. Investigation, hearing, decision, and execution of orders pertaining to exclusion, deportation,

and repatriation of foreign nationals;

8. Implementation of Hold Departure Orders, Blacklist, Watchlist, Immigration Lookout

Bulletin Orders, and Alert List Orders.

9. Cancellation of immigration documents upon violation of immigration laws and procedures;

10. Investigation, arrests, and detention of foreigners in violation of immigration regulations,
and other Philippine laws;

11. Accreditation of schools and learning institutions that can officially accept and enroll
foreign students; and

12. Accreditation of law firms, liaison officers, travel agencies,

other individuals, and organizations transacting with the Bureau of

Immigration and Deportation (BID).

Organizational Structure

The Bureau of Immigration and Deportation (BID) is composed of the Board of

Commissioners (BOC), headed by Commissioner, BID, and assisted by the Assistant
Commissioner for Administration (ACA) and Assistant Commissioner for Operations (ACO).
There are attached two (2) offices at the Office of the Commissioner (OC), as follows: Office
of Executive Director (OED) and Board of Special Inquiry (BSI). The Central Office is located
at Magallanes Drive, Intramuros, City of Manila.
The Bureau of Immigration and Deportation (BID) is composed of the following divisions,
namely: Administrative Division (AD); Finance and Management Division (FMD);
Immigration Regulation Division (IRD); Verification and Compliance Division (VCD);
Management Information System Division (MISD); Intelligence Division (ID); Ports
Operations Division (POD); Legal Division (LD): and Alien Registration Division (ARD).

The following are the district offices of the BID: Batangas Immigration District Office; Butuan
Immigration District Office: Calapan Immigration District Office; Cagayan De Oro
Immigration District Office; Cebu Immigration District Office; Cotabato Immigration District
Office; Davao Immigration District Office; Iloilo Immigration District Office; Laoag
Immigration District Office: Legazpi Immigration District Office; Tacloban Immigration
District Office; Tuguegarao Immigration District Office; and San Fernando Immigration
District Office.

Moreover, the field offices of the BID are as follows: Angeles Immigration Field Office;
Aparri Immigration Field Office; Bacolod Immigration Field Office; Baguio Immigration Field
Office; Balabac Immigration Field Office; Balanga Immigration Field Office-Region 3; Bislig
Immigration Field Office; Boac Immigration Field Office; Bongao Immigration Field Office;
Boracay Immigration Field Office: Calbayog Immigration Field Office; Isabela-Basilan
Immigration Field Office; Dagupan Immigration Field Office; Dasmariñas Immigration Field
Office; Dumaguete Immigration Field Office; General Santos Immigration Field Office; Glan
Immigration Field Office; Iligan Immigration Field Office; Jolo Immigration Field Office;
Kalibo Immigration Field Office; Las Piñas Immigration Field Office; Cauayan, Isabela
Immigration Field Office; Naga Immigration Field Office; Nueva Ecija Immigration Field
Office; Olongapo Immigration Field Office; Ozamiz Immigration Field Office; Surigao
Immigration Field Office; Taganak Immigration Field Office; Tagbilaran Immigration Field
Office; Taytay Immigration Field Office; Lucena Immigration Field Office; Makati
Immigration Extension Field Office; Puerto Princesa Immigration Field Office-Region 4B;
Santa Rosa Immigration-Laguna Field Office; Vigan Immigration Field Office; and
Zamboanga Immigration Field Office.

In addition, the BID is also maintaining and operating the following satellite offices:
Batuganding Immigration Border Crossing Station; Brooke's Point Immigration Border
Crossing Station; Clark Immigration One Stop Shop; Gaisano Immigration Satellite Office;
Mactan Immigration Satellite Office; Mariveles Immigration One Stop Shop; PEZA
Immigration Extension Office; SM Aura Immigration Satellite Office; SM North Immigration
Satellite Office; Subic Immigration One Stop Shop-Region 3; Tibanban Immigration Border
Crossing Station; and Student Visa Office.

New Rank Classifications

National Police (PNP) was adopted; thus, eliminating confusion as As of February 8, 2019,
new rank classifications for the Philippine compared to the ranks of the Bureau of Immigration
and Deportation (BID). The enabling law for the new ranks is R.A. No. 11200, which s signed
by His Excellency President Rodrigo R. Duterte, amending the salient provision of the
Department of the Interior and Local Government (DILG) Act of 1990, that refers to the rank
classifications of the Philippine National Police (PNP) as compare to the ranks of Bureau of
Immigration and Deportation (BID), for immigration and deportation personnel.

However, the usage of this new rank classifications internally by the PNP was put on hold in
March 2019 while the Implementing Rules and Regulations (IRR) of the new rank
classifications is being created, which how each rank would be officially be abbreviated. As of
February 21, 2019, the following ranks are set to be implemented: Commissioner or Police
General; Deputy Commissioner or Police Lieutenant General; Director or Police Major
General; Chief Superintendent or Police Brigadier General; Senior Superintendent or Police
Colonel; Superintendent or Police Lieutenant Colonel; Chief Inspector or Police Major, Senior
Inspector or Police Captain; and Inspector or Police Lieutenant.

For non-commission officers, the rank are as follows: Senior Immigration Officer IV (SIO4) or
Police Executive Master Sergeant (PEMS); Senior Immigration Officer III (SIO3) or Police
Chief Master Sergeant (PCMS); Senior Immigration Officer II (SIO2) or Police Senior Master
Sergeant (PSMS); Senior Immigration Officer I (SIOI) or Police Master Sergeant (PMS);
Immigration Officer III (103) or Police Staff Sergeant (PSS); Immigration Officer II (IO2) or
Police Corporal (PCPL); and Immigration Officer I (101) or Airman First Class (AFC) or
Patrolman or Patrolwoman.

Public Services of the BID

In lieu with the mandates and functions of the BID, its common public services, are as follows:
Alien Registration; Grant of Citizenship, Special Permits, Issuance of Certification,
Accreditation of Private Agencies, Trusted Traveler's Program, Joining and Repatriation of
Filipino Seaman, and Overseas Filipino Workers.

The BID is also extending the following public services, such as: Waiver for Exclusion
Ground, Downgrading of Visa, Transfer of Old or Lost Passport, Amendment or Correction of
Admission, Re Stamping of Visa, Re-Validation of Visa, Failed to Stamp-Encoded, Failed to
Stamp-Not Encoded, and Interim Extension or Grace Period. The visas issued by the BID, are
as follows: Immigrant Visa, Non Immigrant Visa, and Special Visa.

Recruitment and Selection

As provided for by Section 21, Book V, Title I, Subtitle A, E.O. No. 292, entitled "The
Revised Administrative Code of 1987," the recruitment and selection of employees in the
different government agencies, including the rank and file of the BID, are as follows:
1. Opportunity for government employment shall be open to all qualified citizens, and positive
efforts shall be exerted to attract the best qualified to enter the service;

2. When a vacancy occurs in a position in the first level of the career service, the employees in
the department who occupy the next lower positions in the occupational group under which the
vacant position is classified, and in other functionally related occupational groups, and who are
competent, qualified, and with the appropriate civil service eligibility shall be considered for
promotion;

3. When a vacancy occurs in a position in the second level of the career service, the employees
in the government service who occupy the next lower positions in the occupational group
under SG-14 which the vacant position is classified, and in other functionally related
occupational groups, and who are competent, qualified, and with the appropriate civil service
eligibility shall be considered for promotion;

4. Each department or agency shall evolve its own screening process, which may include tests
of fitness, in accordance with the standards and guidelines set by the Civil Service Commission
(CSC); the same shall be filled-up by transfer of present employees in the

5. If the vacancy is not filled-up by promotion as provided herein, government service, by

reinstatement, by re-employment of persons separated through reduction in force, or by
appointment of persons with the civil service eligibility appropriate to the position;

6. A qualified next-in-rank employee shall have the right to appeal initially to the Secretaries,
Heads of Agencies, or instrumentalities including Government-Owned or Controlled
Corporations (GOCCs) with original charters, then to the Merit System Protection Board
(MSPB), and finally to the Civil Service Commission (CSC), an appointment made in favor of
another employee, if the appellant is not satisfied with the written special reason or reasons
given by the appointing authority for such appointment;

7. Qualification in an appropriate examination shall be required for appointment to positions in

the first and second levels in the career service in accordance with the Civil Service
Commission (CSC) rules, except as otherwise provided in Title I, E.O. No. 292; and

8. The appropriate examinations herein referred to shall be those given by the Civil Service
Commission (CSC), and the different agencies.

Qualifications Standards

As provided for by Section 22, Book V, Title I. Subtitle A. E.O. No. 292, entitled "The
Revised Administrative Code of 1987," the qualification standards of employees in the
different government agencies, including the rank and file of the BID, are as follows:
1. The qualification standards express the minimum requirements for a class of positions in
terms of education, training, experience, civil service eligibility, physical fitness, and other
qualities required for successful performance. The degree of qualifications of an officer or
employee shall be determined by the appointing authority on the basis of the qualification
standards for the particular position.

The qualification standards shall be used as basis for Civil Service Commission (CSC) for
positions in the career service, as guides in the appointment and other personnel actions, in the
adjudication of protested appointments, in determining the training needs, and as aid in the
inspection and audit of the agencies' personnel work programs.

It shall be administered in such a manner as to continually provide incentives to officers and

employees towards professional growth and foster the career system in the different agencies,
or bureaus within the government service.

2. The establishment, administration, and maintenance of qualification standards shall be the

responsibility of the department or agency, with the assistance and approval of the Civil
Service Commission (CSC), and in consultation with the Wage and Position Classification
Office (WPCO).

Appointment Status

Appointment in the career service shall be permanent or temporary, as follows:

1. Permanent Appointment. A permanent appointment shall be issued to a person who meets

all the requirements for the position to which he or she is being appointed, including the
appropriate eligibility prescribed, in accordance with the provisions of laws, rules, and
standards promulgated in pursuance thereof.

2. Temporary Appointment. In the absence of appropriate eligible, and it becomes necessary in

the public interest to fill-up a vacancy, a temporary appointment shall be issued to a person
who meets all the requirements for the position to which he or she is being appointed except
the appropriate civil service eligibility. Such temporary appointment shall not exceed twelve
months, but the appointee may be replaced sooner, if a qualified civil service eligible becomes
available.

Career Development Program pe

The development and retention of a competent and efficient work force in the public service is
the primary concern of government. It shall be the policy of the 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.
The HRMO, BID shall prepare a career and personnel development plan which shall be
integrated into the national plan by the Civil Service Commission (CSC). Such career and
personnel development plan shall include provisions on merit promotions, performance
evaluation, in-service training, including overseas and local scholarships and training grants,
job rotation, suggestions and incentives award systems, and such other provisions for
employees' health, welfare, counseling, recreation, and similar services.

Likewise, the HRMO, BID shall establish merit promotion plan which shall be administered in
accordance with the provisions of the CSC's laws, rules, regulations, standards, and merit and
fitness, to be promulgated by the commission. Such plan shall include provisions for a definite
screening process, which may include tests of fitness, in accordance with the standards and
guidelines set by the commission. Promotion Boards may be organized subject to the criteria
drawn by the commission.

Moreover, there shall be established a performance evaluation system (PES), within the BID,
which shall be administered in accordance with the rules, regulations, and standards
promulgated by the commission for all officers and employees in the career service. Such
performance evaluation system (PES) shall be administered in such a manner as to continually
foster the improvement of individual employee's efficiency and organizational effectiveness.

The HRMO, BID through the CSC shall be responsible for the coordination and integration of
a continuing program for career and personnel development for all government personnel in
the first and second levels at the BID. The central staff agencies and specialized institution
shall conduct continuing centralized training for staff specialists from the different divisions.
In those cases where there is sufficient number of participants to warrant training at
department, agency, bureau, division, or at the local government levels, such central office
with 20 staffs and with specialized institution, shall render the necessary assistance, and
consultative services.

CHAPTER REVIEW

Identification: Write the answer on the blank or space provided before each number.

1. Bureau of Immigration and Deportation (BID)

2. C.A. No. 613

3. R.A. No. 562

 4. R.A. No. 9225

5. R.A. No. 9139

6 Qualification

7. Permanent Appointment

8. Qualification standards

9. Temporary Appointment

10. Police General

Enumeration:

List at least five (5) consolidated strategies of the BID.

11. Personnel Management and Enhancement

12. Agency Coordination

13. Transparency and Good Governance Programs

14. Refinement of Rules, Regulations, Procedures, and Policies

15. Organizational and Structural Reforms

Essay (16-20):Explain in brief the career development program of the BID.

The government's first priority is to create and keep a skilled and efficient workforce in the
public sector. The government's policy is to implement a career and personnel development
program for all government employees, regardless of their position. All government career and
people development operations should be based on an integrated national career and personnel
development plan. BID's Human Resources Management Office will draft a career and
personnel development plan that will be adopted by the Civil Service Commission and
integrated into the national plan (CSC). Employees' health, welfare, counseling and
recreational services will also be included in this career and personnel development plan that
includes provisions for merit promotions, performance evaluations and in-service training,
including foreign and local scholarships and training grants.
A merit promotion plan will also be established by the HRMO, BID in accordance with the
CSC's laws, regulations, standards and standards of merit and fitness to be issued by the
commission. According to the rules and guidelines issued by the commission, a definite
screening process, which may include fitness tests, must be included in such a plan. The
commission has the authority to set criteria for the formation of promotion boards. Besides
that, a performance evaluation system (PES) will be established within the BID, which will be
administered in accordance with the commission's rules, regulations, and standards. PES
should be provided in a way that consistently promotes the improvement of individual
employee efficiency and organizational success.

It is the HRMO's responsibility to coordinate and integrate an ongoing program for the
professional development of all BID first and second level government employees through the
CSC. As part of their continuous education, staff specialists from various divisions will be
trained by central staff agencies and institutions. A central office with 20 staff members and a
specialist institution will provide help and consultative services in cases where there are
enough participants to warrant training at the department, agency, bureau, division, or local
government levels.