HANDBOOK

OF THE
MANILA
HEALTH
DEPARTMENT

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 This work is heartily dedicated to our frontliners for
their arduous sacrifices and hard work. You are the
rock who founded this institution, an inspiration to
our community and Godsend for this country.

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ACKNOWLEDGMENT

My sincere gratitude to all the MHD Chiefs of

Division and Offices and co-workers who I have had the
chance to lead or worked with for their timely advice,
meticulous scrutiny and proper guidance by helping to a
very great extent in accomplishing this handbook;

A special note of thanks for Dr. Beverly A.

Ecarma, Ana Coreta T. Dahilig and the rest of the staff
for their encouragement and insightful comments;

To Ma. Camela Lagrimas, for her patience in

countless revisions and corrections made for this piece;

To my daughter, Lucia Lacuna-Pangan, for her

contribution in proofreading and design of our handbook
cover;

Lastly, the credit goes to Lourdes O. Tecson for

her dedication and the gift of her time without which this
handbook would not exist.

I love you guys!

“DocPoks”

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 Republic of the Philippines
OFFICE OF THE MAYOR
City of Manila

MESSAGE
Former US Secretary of State
Colin Powell once said, “A
dream doesn’t become reality
through magic; it takes sweat,
determination and hard work”.
Nation-building is a never-
ending task. It involves
individual development and
promotion of basic morals
founded on the bedrock of
strength and good qualities of
its leader to raise the dignity of
his people. Said virtue echoes
the spirit of the Manila Health
Department as one unified
force, when in times of
urgency, rises and answer to
carve a path of deliverance for
the interest of our people.

As one of the most active

partner of the City Government of Manila and being in the forefront of our
national struggle, I am optimistic that your example will embolden
thousands of others to unite as you have done to show your selfless
commitment and dedication for one common cause.

With the publication of your MHD Handbook, it is my fervent hope that it

may serve as a catalyst for all of us to hold on in attaining our goal as we
continue to work hand in hand and make that dream become a reality for
our citizen. Thus, I extend my earnest congratulations to the men and
women of the Manila Health Department on this fruitful undertaking.

Hon. FRANCISCO ‘ISKO MORENO’ DOMAGOSO

Mayor

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 Republic of the Philippines
OFFICE OF THE VICE MAYOR
City of Manila

MESSAGE

Great vision without great

people is irrelevant. That urge
us to invest on our human
resources. And in leading our
co-workers to become more
effective and efficient we
need to manage the entire
bureaucracy with clear cut
policies and basic guidelines.
As Steve Jobs said, “you
cannot mandate productivity,
you must provide the tools to
let people become their best."

This Employee Handbook of

the Manila Health Department
will be significant tool that will
guide every employee in all
aspects and concerns of being a civil servant. I therefore wish to
congratulate the people of MHD who have exerted efforts in coming
up with this manual that will serve as your own bible in attaining the
primordial purpose of your department in the service of our fellow
Manilans.

Mabuhay!

MARIA SHEILAH "HONEY" LACUNA-PANGAN, MD, FPDS

Vice Mayor

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 Republic of the Philippines
MANILA HEALTH DEPARTMENT
City of Manila

MESSAGE

The Manila Health Department

Handbook is a compendium of
guidelines and policies designed
to assist our personnel in the
management of human
resources and in laying the
outline of functions, scope of
work and system of operations of
both of administrative and
technical services.

It is a concise reference book

containing lists of division and
offices of the department with
their corresponding roles and
services to enable the reader
understand various program,
activities and requirements
needed when dealing with
matters in the workplace and
facilities. This handbook provides
a roadmap to the ethical and legal
treatment of personnel and a
standard code of conduct accepted among individuals working in the public
office.

It is my hope that circulation of this handbook will serve as an instrument

and guiding light among the Manila Health Department employees and
officials for them to be able to perform their best in the delivery of essential
health services and be worthy of emulation as an elite member of our
workforce in the City of Manila.

Let us all continue to inspire before we expire because the greatest gift that
we can give is service to others.

ARNOLD “DOCPOKS” PANGAN, MD, RSW

Acting City Health Officer

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 VISION
To be a strong and dominant force in the
health care system of Manila by providing
high standard of health care services.

MISSION
To conduct health care services in the
highest form of professionalism guided by
the high standards of competence, integrity
and excellence.

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 BRIEF HISTORY
Manila’s Department of Health and Welfare and later renamed
MANILA HEALTH DEPARTMENT was established by virtue of
Commonwealth Act 561 and became operational on July 1, 1940.
Compelled by the growing population and the rising development of the
city with convolution of health and sanitation related problem led to the
founding of the department.
During the war, the City health department took charge on city-wide
vaccination against typhoid and cholera epidemic. A Mendicants’ Home
was created to save people suffering from starvation. Immediately after
the war on July 1, 1945, a Division of Social Hygiene was created to
handle spread of venereal diseases brought by the Japanese and later
by the American forces. The department assumed supervision of
sanitation especially on the administration of public toilets and
community sanitation. The Public Health Laboratory, which then is one
of the sections of the Division of Preventable Diseases, was established
on October 1, 1945 and is considered among the best in the country.
The nursing service was considered as the pioneer and center of
training of nursing schools all over the Philippines.
The Maternal and Child Care started its operation as puericulture
center with physicians, dentists and nurses coming from the new Manila
Health Department, Division of City Schools and Philippine branch of
American Red Cross. Inspection of animals and meat for consumption
by the City Veterinarian’s Office and the City Pound were then absorbed
by the new health department.
Since then, various reforms have been introduced and
organizational set-up of the department had considerably changed to
meet the demands of the City’s health delivery system in carrying its
goal to meet the mounting demands of its people. In 1993, we adopted
an organizational structure where three (3) major services of the
department are divided: the Health Operations, Technical group and
the Administrative Services.
Today, with the passing of R.A. No. 11223 or the Universal Health
Care (UHC) Law in 2019, every Filipino citizen is automatically enrolled
in the National Health Insurance Program and will be given an access
to health services in all health facilities that included full range of
essential health services, from health promotion to prevention,
treatment, rehabilitation, and palliative care. Thus, where
complementary reforms in the health system will be implemented, an
outline of the new organizational structure follows.
As we geared to our foremost objective of giving access to
affordable quality primary healthcare to our people, we are also
instrumental in sustaining investment in human capital and economic
growth resulting not only to a healthy and active population but a
progressive and dynamic country as well.

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 CITY HEALTH OFFICE

Assistant City Health Officer for Local Assistant City Health Officer for Local
Health Service Delivery Division Health System Support Division
(LHSDD) (LHSSD)

DISTRICT HEALTH
OFFICE
Administrative Staff

Local Health Service Local Health System

Delivery Division (LHSDD) Support Division (LHSSD)

DESU/ District
Dental Supervisor
DRRMM-H

District Sanitation Nurse Supervisor

District Nutrition Midwife Supervisor

Services

Heath Education and

Medical Technologist
Promotion Office

District Pharmacy District Pharmacist

Geriatric Clinic
District Nutritionist

Social Hygiene Supply Chain

Clinic Management Officer

Wellness Clinic

Lying-in Clinic/s

Health Center

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 CITY HEALTH OFFICE

Assistant City Health Officer for Local Assistant City Health Officer for Local
Health Service Delivery Division Health System Support Division
(LHSDD) (LHSSD)

DISTRICT HEALTH OFFICE

Assistant City Health Officer for Local Assistant City Health Officer for Local
Health Service Delivery Division Health System Support Division
(LHSDD) (LHSSD)

HEALTH CENTER

Local Health Service Local Health System

Delivery Division (LHSDD) Support Division (LHSSD)

Second Physician Nurse-in-Charge

Dentist Dental Aide

Nurse Nursing Aide

Medical Technologist
Laboratory Aide

Midwife Administrative Aide

Barangay
Health Stations

Nurse

Barangay Barangay Health

Nutrition Scholar Worker

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 Introduction
Under Republic Act No. 11223 or the Universal
Health Care Act of 2019, it is mandated that every
Filipino shall receive affordable and quality health
benefits from hospitals and facilities, which PhilHealth
shall reimburse on health expenditures.

As a highly urbanized city, Manila integrates its

city-owned and operated hospitals and facilities into one
whole unified health cluster to create a centralized local
health system headed by the City Health Officer.

With improved access to quality health care,

accreditation of hospitals and health care facilities is
streamlined to cover all public health programs and
emerging disease trends. Under the umbrella of the
Manila Health Department as the central health cluster
group of the City of Manila are the six (6) City owned
hospitals and one (1) Covid-19 Field Hospital which are
strategically located in every district.

As we consider organizational differences,

operational set-up and management style in the
integration of activities between the community and
hospital setting, the devolution of the local health system
as well as the implementation of Universal Health Care
law however outweighs the drawback from the current
challenges and long standing practices intended to
improve the delivery of our health services.

Through this handbook, our workers will be

directed on the revised organizational chart and
workflow, understand the scope of duties and functions
of every offices and be properly guided on the policies
and guidelines being implemented for the employees of
the Manila Health Department.

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 TABLE OF CONTENTS
Page
I. LOCAL HEALTH SERVICE DELIVERY
…. 27
DIVISION (LHSDD)
A. DIVISION OF CITY EPIDEMIOLOGICAL &
SURVEILLANCE UNIT
…. 29
i. Manila Emergency Operation Center
ii. Quarantine Facility
iii. Manila Covid Vaccine Action Center

B. DISASTER RISK REDUCTION

…. 31
MANAGEMENT FOR HEALTH

C. OFFICE OF PHARMACY …. 32

D. MENTAL HEALTH CLINIC …. 33

E. DIVISION OF PUBLIC HEALTH

…. 34
LABORATORY

F. DIVISION OF CITY GOVERNMENT

…. 36
EMPLOYEE’S CLINIC

G. NORTH AND SOUTH CEMETERY …. 41

H. DISTRICT HEALTH OFFICE …. 43

i. District Epidemiology and Surveillance
Unit (DESU)/ District Disaster District
Disaster Risk Reduction Management
for Health (DDRRMH)
ii. District Sanitation
iii. District Nutrition Services
iv. Health Education and Promotions Office
v. District Pharmacy
vi. Geriatric Services

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 vii. Social Hygiene Clinic and Treatment Hub
viii. Wellness Clinic
ix. Lying-In-Clinic
x. Health Centers

II. LOCAL HEALTH SYSTEMS SUPPORT

…. 57
DIVISION (LHSSD)
A. ADMINISTRATIVE AND LEGAL OFFICE
…. 59
DIVISION
i. Human Resource Management Section
ii. Records Section
iii. Budget and Accounting Section
iv. Property, Transportation and General
Services Section
v. Legal Affairs Office

B. DIVISION OF PLANNING, TRAINING,

RESEARCH, DEVELOPMENT, …. 111
EVALUATION AND STATISTICS
i. Planning, Programming, Monitoring and
Evaluation
ii. Training Office
iii. Office of Dental Services
iv. Office of Nursing Services
v. Office of Midwifery Services
vi. Office of Sanitation Services
vii. Data Management and Health Statistics
viii. Research
ix. Administrative and General Services

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A. DIVISION OF REPRODUCTIVE,
MATERNAL, NEWBORN, CHILD
…. 114
HEALTH ADOLESCENT HEALTH AND
NUTRITION
i. Office of Nutrition Services
ii. Office of Family Planning

B. DIVISION OF COMMUNICABLE
…. 122
DISEASES
i. Emerging/Re-emerging Diseases
ii. Office of Public Cemetery (North and
South)
iii. Vector Control Office
iv. HIV/STD/AIDS Program
v. Office of TB Control and Prevention
vi. Other Communicable Diseases

C. DIVISION OF INTEGRATED NON-

…. 126
COMMUNICABLE DISEASES
i. Office of Drug Substance Abuse,
Treatment and Rehabilitation (ODSATR)
ii. Lifestyle Related Diseases

REFERENCES …. 129

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LOCAL HEALTH
SERVICE
DELIVERY
DIVISION

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DIVISION OF CITY EPIDEMIOLOGICAL
AND SURVEILLANCE UNIT
The advent of novel viruses in this present age calls for the
establishment of health teams responsible for preventing,
controlling and providing public health response during the
spread of disease and other public health threats.

With the adoption of RA 11223 or the Universal Health Care

Act RA 11332 and the Mandatory Reporting of Notifiable
Diseases and Health Events of Public Health Concern Act,
Manila created the City Epidemiological and Surveillance Unit
as a critical component of our public health system. Both laws
cited specific provisions on epidemiology and surveillance
functions aimed to establish, operate and maintain a public
health epidemic preparedness and response.

Manila’s City Epidemiology Surveillance Unit (CESU) is

responsible in gathering and providing a source of health-
related indicators necessary for interpretation and data
analysis which aims to improve our health service delivery.
Since the start of the COVID-19 pandemic in 2019, the Manila
Health Department has been at the forefront in our battle
against the virus and CESU is our lead agency responsible in
establishing mechanism for coordination among surveillance
system especially in case detection, validation, investigation
and reporting.

MANILA EMERGENCY OPERATION

CENTER
During the surge of Covid-19 pandemic, the DILG-NCR
Memorandum dated March 22, 2021 gave emphasis on
disseminating a National Task Force against COVID-19
Emergency Operations Center Manual for Covid-19
Response at the City Level which is designed to address
challenges by building an EOC that is responsive in the fight
against Covid-19.

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As the prime lead on rising health emergencies during pre-
impact, occurrence of incident and post-impact, MEOC
initiates response plan, prepositioning logistics and provision
of health teams in coordination with other local and national
agencies including barangay level.

They perform rapid health assessment, gather and interpret

data and continuously provide public health services including
monitoring and administration of quarantine facilities,
coordination and transfer of patients from barangay level to
the hospital in addition to antigen or RTPCR swabbing tests.

Manila Emergency Operations Center runs 24/7 and caters to health emergency calls
and information that necessitate immediate response.

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 MANILA COVID VACCINE ACTION CENTER
The Manila Covid Vaccine Action Center was established in
2021 to address a fully operational group of health service
providers responsible in COVID vaccination registration,
recording, scheduling and data gathering. Both auxiliary arms
of the City Health Office almost have the same function on
disaster and emergency preparedness but MEOC and
MCVAC are specifically responsible for the provision of
logistics, manpower, data gathering and coordination with
health-related agencies for COVID-19 plans.

The surveillance team of Manila Covid Vaccine Action Center while attending to
concerns of Manileños on vaccination matters.

DISASTER RISK REDUCTION

MANAGEMENT FOR HEALTH

The Disaster Risk Reduction Management for Health was

established for a coherent and effective response in times of
emergencies and disasters. Founded on the policies and
guidelines of the Department of Health, it aims to
institutionalize emergency preparedness, planning and
responsiveness within its boundaries of Manila.

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 OFFICE OF PHARMACY
The Pharmacy Office is in charge of the acquisition, disposal,
and control of medications, drugs, vaccines and medical
equipment. The office’s scope of work includes the
procurement, allocation, and distribution of supplies. The
office also monitors the supply chain management to optimize
the use of drugs. Licensed pharmacists and support staff man
the office.

The Office of Pharmacy plays an important role in the provision of our basic health
services through allocation and distribution of medicines for our constituents.

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 MENTAL HEALTH CLINIC
A healthy individual should not be perceived only through his
physical health but also his emotional and mental well-being.
Some people are physically healthy but are mentally
debilitated than some of the worst physical ailments.
Through the professional help of our mental health services,
the quality of life of this people will be improved and their lives
may be saved from mental disorders related to stress, anxiety
and substance abuse.

This newly created specialty clinic provides counseling,

referral and treatment to clients undergoing psychological
problem prevalent especially in this time of pandemic.

The newly renovated facility of Mental Health Clinic located in Tondo

(former Patricia Health Center)

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 DIVISION OF PUBLIC HEALTH
LABORATORY
The Division of Public Health Laboratory provides an accurate
testing and ensures that patients receive appropriate
diagnosis and treatment. They dispense free laboratory
services to select vulnerable constituents of the City with
services covering other related health programs for pregnant
women/Family Planning, Sanitation/Water Potability/Health
Certificates for Food and Non-Food Handlers, TB
prevention/GenExpert, Sexually Transmitted Diseases/HIV,
Drug Testing among others.
As a licensed laboratory accredited by the Department of
Health, they are labeled as a Tertiary Clinical Laboratory with
RHIVDA laboratory accreditation. As a tertiary laboratory, the
MHD-PHL provides tests in Hematology, Basic Chemistry,
Special Chemistry, Immunology-Bacteriology, Clinical
Microscopy (Parasitology, Urine Analysis, AFB Sputum
Smear). In addition, they conduct Drug Testing by screening
drugs of Metamphetamine and Cannabinoids abuse. The
laboratory also does Drinking Water Analysis (Bacteriologic)
through Multiple Tube Fermentation Technique and
Heterotrophic Plate Count.

Our medical technologists are properly trained and highly skilled to take samples of blood,
urine, stool and sputum for laboratory testing.

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The laboratory is currently upgrading its services with
additional Blood Chemistry and Immunology tests that include
Special Chemistry (Amylase, Lipase, GGT, HbA1c, Na, K, Cl)
and Immunology (T3, T4 and TSH). The MHD-PHL is
continuously expanding its capacity for water analysis in
support of the Sanitation Office’s implementation of the
mandated Water Testing of various business establishments
in the City.

The Division of Public Health Laboratory provides laboratory testing using modern
medical equipment purchased by the City.

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 DIVISION OF CITY GOVERNMENT
EMPLOYEE’S CLINIC
The Division of City Government Employees Clinic ensures
convenient access to health care for the employees and
clients of Manila City Hall. The clinic is comprised of
physicians, nurses, dentists, optometrist and support staff
who provide free consultation and treatment for common
illnesses and other minor injuries. The clinic conducts
management of walk-in and out-patients but it does not cover
services for major work-related injuries. All emergency cases
are referred to nearby hospitals with standby ambulance and
emergency responder team.

All local government personnel of Manila undertake their

scheduled Annual Physical Examination (APE) at the City
Government Employees Clinic except those working at 6
district hospitals and those who are members of Health
Maintenance Organizations (HMO), but they are required to
submit their medical report for record purposes.

To guarantee an effective and efficient delivery of public

service, random mandatory drug testing is a substantial part
in the conduct of APE. It includes public officials and
employees regardless of rank, status and salary excluding
Job Order and Contract of Service. Women who are less than
3 months pregnant are exempted from submission to chest X-
ray.

Through the recommendation made by the division to the

Office of the City Administrator and the City Health Office,
APE schedule of the different departments will be released.
Laboratory requests are given ahead of time, concerned
offices are apprised and employees to undergo drug testing
at the Division of Public Health Laboratory shall be randomly
selected by the CGEC, with the approval of the City Health
Officer. Results shall be forwarded by the Public Health
Laboratory to the concerned office.

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 Aside from medical and dental services, the Geriatric Clinic
provides physio and recreational therapy for the elderly and
for those suffering from illnesses or injuries that limit their
abilities to move and perform functional activities.

Our services for mental health include psychological

examination, interview and psychotherapy among newly hired
employees of Manila.

As we establish a close partnership with other health

programs, employees who are registered at the clinic can
avail monthly provision of anti-TB drugs, medicine for non-
communicable diseases, immunizations, pap’s smear and
birth pills.

Division of City Government Employee’s Clinic offers medical and dental services
among employees, their families and City Hall clients.

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REQUIREMENTS FOR ISSUANCE OF CERTIFICATE OF
GOOD HEALTH

1. Sick leave
For absences less than 10 days
 Duly accomplished leave application
 Duly accomplished medical certificate

For absences more than 10 days

 Duly accomplished leave application
 Duly accomplished Medical Certificate indicating the
number of calendar days commensurate to the illness
 Updated laboratory procedures and results
 Certificate of hospital confinement
 Clinical abstract
 Histopathological Report
 Fit to Work certificate from attending physician
 Other documents needed to support illness

2. Maternity Leave

 Submission of duly accomplished CSC Form 41

 Pregnant women who reach term/pre-term to a live
baby: 105 days
 Pregnant women with IUFD or miscarriage at any point
in pregnancy: 60 days
 Non-pregnant women with endometrial pathology who
undergo dilatation and curettage (DnC): 14 days
 Major gynecological surgical interventions up to 2
months
 Minor gynecological surgical interventions – 2 month or
upon the discretion of attending physician

3. Paternity Leave

 Original birth certificate of child

 Marriage certificate

4. Rehabilitation Leave – for those who figure in an accident

that occur BEFORE going to or AFTER from work or
DURING office hours are entitled to 6 months
rehabilitation leave.

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  Duly accomplished leave application
 Duly accomplished medical certificate
 Updated laboratory procedures and results
 Recommendation of attending physician
 Rehabilitation Therapy
 Fit to work certificate issued by attending physician

5. Solo Parent Leave

 Birth certificate
 Solo parent ID

6. Vacation Leave

 Leave application and other supporting documents

 Physical examination to ensure physical fitness

7. Psychological Leave – for those who are suffering from

psychological illness. Upon recommendation of the
attending physician, employee shall be given temporary
back to work certificate and his certificate of good health
shall be held in abeyance until rehabilitation therapy is
completed.

FOR GENDER CORRECTION:

 Original birth certificate
 Pelvic Ultrasound Report
 Letter from the City Administrator to conduct Gender
Correction

PEOPLE WITH DISABILITY:

 Medical certificate from attending physician stating
disability
 Updated laboratory procedures and results

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 MEDICAL REQUIREMENTS FOR HIRING OF NEW
EMPLOYEES

FOR NON-CITY HALL

FOR CITY HALL EMPLOYEES
EMPLOYEES
 Endorsement letter from the City
Personnel Officer to conduct  Agency’s medical certificate
neurological, physical and form
medical examination
 CBC Hgb Hct result  CBC Hgb Hct result
 Urinalysis  Urinalysis
 Chest X-ray  Chest X-ray
 Blood type  Blood type
 VDRL  VDRL
 Drug Test  Drug Test
 Neuropsychiatric exam  Neuropsychiatric exam

 Employees who have been absent for whatever cause

shall be communicated through telephone or in writing to
CGEC. Home visits are conducted to absent employees
upon the request of the concerned offices. An evaluation
report shall be submitted and forwarded to the requesting
office.

 All employees applying for an extension of leave shall

present another medical certificate to validate said
extension.

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 NORTH AND SOUTH CEMETERY

FEES AND SERVICES

P300.00  Construction P 200.00

 Burial Permit
permit
 Registration of 100.00  Exhumation 300.00
embalmed cadaver permit
 Entrance burial 500.00  Repair of 150.00
permit monument/grave
300.00
 Transfer permit  Columbarium
300.00 3,000.00
 Cremation permit  VIP
 Entrance cremation 500.00 1,000.00
 Wall niche
permit
1.000.00  Lot extension (25 25,000.00
 Transit permit
years)
150.00 2,000.00
 Change permit  Single grave

BURIAL AND CREMATION

 Interment of death due to communicable disease shall be

observed within 24 hours after death

 Interment of death due to non-communicable disease

shall be observed within 3-5 days after death

 Except for medico-legal cases, Muslims are exempted

from embalming and interment is done only following
their tradition and culture

 Residents of Manila are given pauper burial who meet

the following requirements

 Barangay indigent certificate

 MDSW endorsement letter, and
 Death certificate

 Entrance permit needed for cremated bodies requires

transfer permit, death certificate and certificate of
cremation

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 Cremation permit requires death certificate, transfer
permit (if outside Manila) and additional requirements
needed by the Chinese and North cemeteries

 Exhumation, construction and verification permits are

issued both by North and South cemeteries. Permits
are not issued on weekend and holidays. Only
immediate families can apply for exhumation and
burial permit at La Loma, Chinese and North Green
Park cemeteries

 Verification of grave lot owner, issuance of

certification verification, issuance of permit
(transfer/transit/cremation/pauper/burial/registered
embalmed cadaver), processing and recording of
payment for exhumation, construction, disinterment,
burial, 5-year rental, lot extension for 25 years, bone
crypt and burial shall be transacted only at the Office
of Public Cemetery.

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 DISTRICT HEALTH OFFICE
The City of Manila is divided into six (6) political districts. Each
district has a counterpart district health office that serves as
channel between City Hall offices to health center, lying-in-
clinic and facilities. All communications and directives from
the central office are directed to the District Health Office and
then disseminated for information and action at field offices.

The District Health Office assigns manpower under its

jurisdiction to serve on a medical team or disaster team. It can
transfer personnel within its dominion to augment workforce
during exigencies of service.

The present composition of the District Health Office includes

a District Health Officer, Administrative Officer and support
staff for administrative services; Dentist Supervisor, Nurse
Supervisor, Midwife Supervisor, Health Education and
Promotions Officer, District Nutritionist, District Pharmacist
and District Sanitation Officer for technical services.

The District Health Officer manages and supervises district

personnel to ensure that administrative work as well as
periodic reports and activities on targeted systematic program
are accomplished on time. They are the overseer of the
different health programs in planning, evaluating, monitoring
and implementation.

With the implementation of the Universal Health Care Act,

manpower shall be uniformly distributed and scope of work
for operations will all be under the direct supervision and
monitoring of the District Health Officer including additional
programs such as social hygiene, public school health
services, wellness clinic and health education promotions
office.

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 DISTRICT SANITATION
Sanitation Inspector conducts activities for food borne, water
borne and environmental sanitation related diseases, as
follows:
 Regular monthly water quality monitoring on all
designated water sampling points
 Promoting sanitation of public places and nuisance
control
 Eliminating or minimizing breeding places of insect,
rodent and other similar pests
 Waste management disposal
 Inspection of food establishments, food handlers, food
materials and provision of environmental sanitary facility
 Emergency sanitation during calamities and in times of
crisis
Health related services include issuance of sanitary permit,
health certificate, certificate of potability of drinking water and
investigation on environmental health and sanitation
concerns.

Sanitation services play an important role in the community as protector of human

health.

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 Sanitation services promotes hygiene and prevention of diseases.

HEALTH EDUCATION & PROMOTIONS

OFFICE
The Health Education and Promotions Officer is an auxiliary
arm for community health groups whose foremost duty is to
promote healthy lifestyles and raise awareness of diseases,
disabilities and other health related issues. The office
promotes health improvement programs, healthy diet and
exercise through training, workshops and design health
policies and schemes to assess individual health needs.

Health Education and Promotions Office empowers people to a healthier and safety
well living through their health awareness campaign.

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SOCIAL HYGIENE CLINIC AND TREATMENT
HUB
The Office of STD/HIV/AIDS Prevention focuses on
controlling and preventing sexually transmitted infections.
They seek to aid its clients by empowering community
assembly, promoting safer sex behavior, integrating STD
control into primary health care programs, and offering
various health services. Services include peer education,
implementing a referral system, HIV testing and monitoring,
HIV counseling, issuing "pink cards" for entertainment
workers, and others. The district hub and sundown clinics are
manned by our health staff, volunteers, NGOs, and peer
groups.

LYING-IN-CLINIC
Lying-in-Clinic is a birthing place which centered on maternity
services. They provide pre-natal and post-natal care, normal
spontaneous delivery and care of new born babies. The
facility is open 24/7 and is manned by registered doctors,
midwives and ancillary group who provided their services free
of charge. Lying-in-Clinics shall strictly enforce the Mother-
Baby Friendly Policy. Breast-feeding is a standard practice.

Lying-In-Clinic practiced the Essential Intrapartum and

Newborn Care (EINC) which is a series of time bound and
evidence-based interventions for newborn babies and their
mothers that ensure the best care for them. The step-by-step
intervention includes:

1. Immediate and thorough drying of the baby

2. Early-skin-to-skin contact between the mother and the
newborn
3. Properly-timed cord clamping, and

46
 4. Non- separation of the mother and baby for early
initiation of breastfeeding, as well as essential newborn
care after 90 minutes to 6 hours, newborn care prior to
mother and baby’s discharge.

FLOW OF PROCESSING AND FILING OF BIRTH

CERTIFICATE

1. ACCOMPLISH 4 COPIES OF BIRTH

CERTIFICATE (BC) &
TRANSMITTAL FORM (TF) by Lying in Clinic
Midwife
LYING - IN – 2. COUNTERCHECKS BC and TF by Midwife in
CLINIC Charge

3. IF ILLEGITIMATE CHILD, ADVISE PARENT TO

HAVE 4 COPIES OF BC NOTARIZED PRIOR
TO SUBMISSION

1. SUBMITS 4 COPIES OF BC & 3 COPIES OF

MIDWIFERY TF FOR PROCESSING

OFFICE 2. RETAINS 1 COPY OF TF AS PROOF OF

RECEIPT

LOCAL CIVIL INDICATES REGISTRATION NUMBER (#) IN

BC
REGISTRY

MIDWIFERY SECURES 2 COPIES OF BC & 1 TF WITH

OFFICE REGISTRATION #

1. SENDS 2 COPIES OF BC & 1 TF WITH

DISTRICT REGISTRATION #
HEALTH OFFICE
2. MAINTAINS A MASTERLIST OF REGISTERED
BCs

The Manila Health Department Lying has a separate LIC

Policy as per mandate of the Department of Health.

47
OCCURRENCE OF DEATH IN A LYING-IN-CLINIC

1. Lying in Clinic Death: In the event of the death of the

mother or baby

1.1 Retrieval of cadaver should be done by the relatives the

soonest time possible.

1.2 Arrangement with the Funeral Home of their choice shall

be made, the expenses of which shall be shouldered by
the immediate family.

1.3 Preparation of the death certificate shall be the

responsibility of the midwife on duty and accomplishment
of cause of death shall be the responsibility of the
Physician on Duty.

1.4 The filing of death certificate to the Local Civil Registry

shall be the responsibility of the family.

2. In the Hospitals referred by LIC

2.1 If death occurs during transit, the LIC will prepare the
death certificate; the LIC shall request a death protocol
from the receiving hospital and the LIC will issue the death
certificate.

2.2 If death occurs in the Emergency Room, Preparation of

the death certificate shall be the responsibility of the
midwife on duty and Accomplishment of cause of death
shall be the responsibility of the LIC Physician on Duty. The
filing of death certificate to the Local Civil Registry shall be
the responsibility of the family.

48
Pre-natal check-up conducted at Lying-In-Clinic covers taking of vital sign,
temperature, blood pressure and weight. Our midwives held lectures and classes for
pregnant women to assist the mother during and after the delivery as well as in taking
care of the baby.

49
 HEALTH CENTER OPERATIONS

Health Centers are Manila Health Department's first-line

facility that provides access to quality, comprehensive
medical and dental health care for the city's constituents.
Health centers are community-based facilities that deliver
primary health care services and respond to the unique needs
of diverse populations covered by their catchment area.

A health center staff is composed of a physician, dentist, and

nurses with other paramedical staff such as midwives,
medical technologists, dental aides, laboratory aides, nursing
attendants, administrative aides, and barangay health
workers. The health center regularly holds medical and
dental consultation and treatment from 8:00 am - 5:00 pm.

The Physician-In-Charge (PIC) is the administrator of the

facility and it is his responsibility to ensure that sanitation,
safety of personnel and security of workplace is maintained.
Part of his administrative function includes monitoring of time
book and attendance of his subordinates, ensure proper
inventory of medical equipment, medicines, janitorial and
office supplies and guarantee that implementation of CSC
rules and regulations as well as MHD policies are dutifully
observed.

Complaints or grievance aired by employees shall be tried

initially on health center level before elevating the same to the
next higher forum. Application for leave, DTR, report and any
communications shall be initialed or signed first by the
Physician-In-Charge.

As overseer of facility and representative of the department,

the PIC shall declare donated or received equipment and
supplies to the district office for proper accountability.
Donated equipment or supplies are to be used in the office
and not at home. Likewise, the PIC must keep copies of all
keys on all door locks and padlock to ensure easy access in
times of emergency.

50
The PIC shall disseminate work-related information to his
subordinates immediately upon receipt from the district office
for immediate compliance and action. It is also his
responsibility to ensure that reports, DTR, leave application,
IPCR, SALN, budget proposal and other administrative
documents needed by the Central Office are submitted on
time.

Unauthorized personnel such as family member of

employees are strictly prohibited from using the facility as its
sleeping quarter. Any loss or damage to the government
facility made by unauthorized person shall be accounted to
the Physician-In-Charge.

The 2nd Physician (if available), dentist and Nurse-In-Charge,

in order of ranking, are the persons accounted for to perform
administrative duties and responsibilities in the absence of the
Physician-In-Charge.

District Health Center is the City’s first line of health defense in the community. Each
center is complemented with doctors, dentists, nurses, midwife, med tech and other
support staff to provide basic health care to our constituents.

51
District Health Center services are free and accessible to the public.

52
 DENTAL SERVICES

The Dental Health Services' primary functions include

provision of promotive, preventive, and curative treatment
and care of teeth. Our dentists deliver free oral health care in
public schools, health centers and the City Government
Clinic. The dentists provide services such as oral
examinations, oral prophylaxis, application of fluoride varnish,
filling of restorable cavities, extraction of teeth, among others.
Dental Health Services also conducts tooth brushing drills,
provides education and counseling through their Oral Health
Care program.

Dental services is free of charge and available both in health centers and public schools.

53
 NURSING AND MIDWIFE CARE SERVICES

Public health nurses are the main gatekeepers and care

integrators across the various levels and dimensions of care.
They are the major frontliners in the community setting who
oversee the effective delivery and implementation of the basic
public health programs. Their functions include but not limited
to the performance of nursing interventions, recognition and
management of diseases based on program protocols,
community organizing, health education and promotion,
epidemiology and surveillance, disaster and health
emergency management and information technology. They
continue to selflessly respond to any health crisis such as the
present COVID-19 pandemic.

Given the multi-level demands in public health, the MHD

Nursing Services continuously aims to develop the
competencies of its nurses. Its main responsibilities include
policy direction for nurses, human resource management,
performance evaluation, quality improvement, collaboration
both inter and intra-professional and linkages with the
academe and other significant stakeholders.

Nurses, midwives and nursing attendants go beyond the

physical support and care they provided. Their duties vary
according to the organization’s need and services. Our health
care providers are trained to oversee disaster and emergency
preparedness, perform health screenings, provide health
education or counseling aside from performing their regular
tasks.

While the nature of their work differs, they all share and
answer the same calling since they are an integral part of the
workforce of the Manila Health Department.

54
 DISTRICT PUBLIC SCHOOLS
The MHD school personnel play a crucial role in the seamless
provision of comprehensive health services to students of
Manila’s public schools. Responsible in delivering preventive
services, health education, interventions, referral and
appraisal of health status of schoolchildren, it is composed of
physicians, dentists, nurses and support staff who provide
medical, dental and nursing care to the students and
personnel in Manila’s public elementary and high schools.

Their formulation of a well-balanced school program is divided

into 4 phases, as follows:

1. Health Services include annual physical examination of

teaching and non-teaching personnel of the Department
of Education as well as examination, appraisal, referral
and follow-up of students, athletes, scholars including
provision of emergency medical intervention

2. Health Education involves health lectures, individual and

group counseling, classroom lectures, individual
instruction during consultation

3. Healthful School Living covers inspection of school

canteen and toilets, checking of water potability and
elimination of insect/rodent breeding places

4. School Community Coordination consists of physical

fitness activities, feeding program, deworming activities,
weighing and re-weighing of students, oral examination
and tooth brushing drill which are all coordinated to
concerned offices/agencies

55
56
LOCAL HEALTH
SUPPORT
SYSTEMS
DIVISION

57
58
 ADMINISTRATIVE & LEGAL
SERVICES

The Division of Administration leverages logistical resources

to fulfill support functions needed by the other Divisions in
their mandated and critical mission to the service. Its role
encompasses the following areas:

1. Human Resources Management Section is responsible in

personnel services such as hiring, promotion,
classification, performance appraisal, timekeeping and
leave administration.

2. Records Section provides support services through

records management, mailing and filing.

3. Budget and Accounting Section provides financial and

internal control services such as budget analysis,
accounting, expenses and financial report.

4. Property, Transportation and General Services Section

provides supply and logistical support in the procurement
of supplies and materials, disposal and inventory of
government property as well as its repair and
maintenance as well as responsible in the maintenance
and upkeep of motor vehicles used in health facility and
offices.

5. Legal Affairs Office offers legal aid and represents the

Department’s interest.

The following guidelines and procedures are the basic

principles by which the organization and operation of
bureaucracy of the Manila Health Department are to be
based.

59
The HRM Section serves as the link between the management and employees. They
are in charge of the employee’s life cycle in the department.

60
 HUMAN RESOURCE MANAGEMENT
SECTION
HIRING AND PROMOTION

Pursuant to 2017 Omnibus Rules on Appointment and Other

Human Resource Action (ORA-OHRA) the following
requirements are needed to submit by the newly appointed
and promoted personnel, to wit:

REQUIREMENTS FOR PROMOTION

 5 sets of Personal Data Sheet (CSC Form 212 Revised

2017) with passport size picture
 5 pcs. Work Experience Sheet
 Certificate of Training/Seminars attended (3 photocopies)
 Transcript of Records (authenticated copy + 2
photocopies)
 Diploma (authenticated copy + 2 photocopies)
 PRC License (authenticated copy + 2 photocopies)
 PRC Board Rating (authenticated copy + 2 photocopies)
 PRC Board Certificate (authenticated copy + 2
photocopies)
 CSC certificate for Professional & Sub-Professional
(authenticated + 2 photocopies)
 Performance Rating (SPMS-IPCR) with 1 year Very
Satisfactory rating (3 photocopies)
 Clearance (CSC Form #7 for transfer/promotion)

REQUIREMENTS FOR NEWLY APPOINTED EMPLOYEE

 5 sets of Personal Data Sheet (CSC Form 212 Revised

2017) with attached passport size picture
 Diploma (authenticated copy + 2 photocopies)
 PRC License (authenticated copy + 2 photocopies)
 PRC Board Rating (authenticated copy + 2 photocopies)
 PRC Board Certificate (authenticated copy + 2
photocopies)
 CSC certificate for Professional & Sub-Professional
(authenticated + 2 photocopies)
 NBI Clearance (original copy + 1 photocopy)

61
  Barangay Clearance (original copy + 1 photocopy)
 Certificate of Live Birth PSA/LCR (authenticated + 1
photocopy)
 Marriage Contract/Certificate (authenticated copy + 1
photocopy)
 Community Tax Certificate (2 photocopies)
 Medical Clearance (original copy + 1 photocopy)
 Drug Test (original copy + 1 photocopy)
 Neuro-Psychiatric Test (original copy + 1 photocopy)
 All appointments issued in violation of the Policy on the
Three-Salary Grade Limitation on Promotion shall be
invalidated or disapproved apart from the exceptions
mentioned in MC 18 S 2016 of the Civil Service
Commission.
 Any applicant found positive for drug use shall be denied
entry to government service

TIMEKEEPING

I. RECORDING OF DAILY ATTENDANCE

1. Under Section 5, Rule XVII of the Omnibus Rules

Implementing Book V of Executive Order No. 292, all
government officials and employees are required to
render eight working hours a day for five days a week, or
a total of 40 hours a week excluding time for lunch. The
normal working hours shall be from 8 AM to 12 NN and 1
PM to 5 PM.

2. All offices shall maintain a daily time record of attendance

using log book, bundy cards, biometric machine or any
form of computer assisted recorder.

3. All employees are required to personally log in/punch in

their attendance at the prescribed time in and time out.
Signing on behalf of co-workers or leaving blank space
violates reasonable office rules and shall be meted with
administrative sanction.

4. Employees on official business who are attending

seminar/meeting, does liaison works and ocular
inspection shall register their whereabouts in the log book
and submit their signed pass slip.

62
5. Flexible working schedule may be allowed subject to the
discretion of the head of office.

6. Failure to submit Daily Time Record (DTR) for two (2)

consecutive months shall be a ground for suspension of
salary and will be meted with an administrative offense for
neglect of duty or violation of reasonable office rules and
regulations, as the case may apply.

7. Off-setting of tardiness or absences by working for an

equivalent number of minutes or hours by which an
employee has been tardy or absent shall not be allowed.

8. For contradicting entries in log book and DTR, it is stated

in CSC Res.04-0058 dated 1/27/04 Beso, Nida, “a Daily
Time Record (DTR) is not a mere document. It is
impressed with official character, since it is a record of an
employee’s attendance and its preparation finds sanction
under existing civil service law and rules (Beradio v. CA
103 SCRA 567). This being the case, its entries are
deemed prima facie evidence of the facts therein stated,
in line with the rule enunciated in the case of US v. Que
Ping (40 Phil. 17), that entries in public records made by
a public officer in the performance of his duty are prima
facie proof of the facts expressed therein.

9. Employees shall at all times observe proper time in and

time out in. Observance of signing in only in the morning
and registering log out the next day is strongly prohibited.
The CSC MC No. 21 S 1991 Re: Policy on government
working hours for government officials and employee’s
attendance specifically stated that “all officers and
employees shall record their daily attendance on the
proper form…provided their respective names and
signatures as well as the time of their actual arrival to and
departure from office are indicated, subject to verification.”
Intentional misdeclaration or non-declaration of the
correct “time-in” and/or “time-out” is a ground for
dishonesty.

63
 As such, administrative disciplinary proceedings may be
instituted against the erring employee pursuant to the
2017 Rules on Administrative Cases in the Civil Service
(2017 RACCS).

10. To uphold consistency and fairness, the use “from office”

in the logbook or neglect to scan in the biometrics on
scheduled regular working hours due to reasons of being
overlooked or having poor memory is not permissible.
Part of our functionality as civil servants should be
regarded on the quality time spent in the performance of
our duties and forgetting to sign in/out in the attendance
is an admission of neglect from duty.

SIGNATORIES FOR DAILY TIME RECORD (CSC FORM

NO. 48)

PERSONNEL SIGNATORY
Office/Division Chief
Rank and File employee or
including section chief District Health
Officer
Office/Division Chief, District
Health Officer and Assistant Department Head
Department Head

In the absence of the above-named signatories, a duly

designated officer will sign on behalf of the head of office.

II. MONTHLY SUMMARY REPORT OF ATTENDANCE

A. The Administrative Officer shall submit a monthly

Summary Report of Attendance (SRA) of employees in
alphabetical order containing their absences, tardiness
and undertimes incurred during the month as reflected
in their submitted Daily Time Record (DTR), bundy
card/biometric machine printout.

B. The monthly SRA with attached Daily Time Record and

duly noted by the office/division head or district health
officers shall be submitted to the HRM Section, Division

64
 of Administration after every 5th working day of the
following month.

C. Non-submission by the Administrative Officer of the

monthly SRA on time shall be considered as
administrative offense in violation of Reasonable Office
Rules and Regulations punishable under Sec. 22, Rule
XIV, Omnibus Rules Implementing Book V of E.O. 292.

D. The SRA shall indicate information such as whether or

not the employee submitted his Daily Time
Record/Bundy Card/Biometric Machine printout, have
been Under Preventive Suspension (UPS) or filed leave
privileges. Disapproved or cancelled leave applications
shall be noted at the bottom of SRA for record purposes.

E. The following codes shall be used in the preparation of

SRA, to wit:
1. NTR - No Time Record and state the reason
for non-submission.
2. ML - Maternity Leave
3. SL - Sick Leave
4. VL - Vacation Leave
5. RL - Rehabilitation Leave
6. MW - Magna Carta for Women
7. FL - Forced Leave
8. DFL - Disapproved Forced Leave
9. A - Absent
10. S - No sick leave application filed but
informed the office/immediate supervisor
11. 4 - Absent for half day
12. 20 - Figure on top of slanting line indicates
number of minutes tardy/undertime
13. AWM - Absent the whole month

65
III. NON-MONETARY REMUNERATION FOR OVERTIME
SERVICES RENDERED

Compensatory Overtime Credit or COC is the accrued

number of hours an employee earned as a result of services
rendered beyond regular working hours, holidays, Saturdays,
Sundays or scheduled days off without the benefit of overtime
pay. In lieu of overtime pay is non-monetary benefit called
Compensatory Time Off or CTO wherein an employee is
excused from reporting for work with full pay and benefits.

On regular condition, COC shall be used as time-off within

three months it was earned. However, during emergency
situation or calamities, COC earned can be used until the end
of the year it was earned. Unused COC shall not be carried
over in the ensuing year and is not cumulative. COC cannot
be used to offset undertimes or tardiness incurred by the
employee during regular working day. COC can be used
every Monday.

In case of transfer of assignment, earned COCs can be

transferred to employee’s new post, provided, that a
certification of unused COC be issued by the division
head/district officers where an employee was originated.

In order to meet number of days as required per month,

employees who are senior citizen, person with disabilities
(PWD) and pregnant women availing 3 day work schedule
cannot use COCs earned to cover hours/days lacking in their
monthly attendance. They shall come for work on a given 3
days schedule and not on preferred days they chose to report
for work. The total number of workdays shall not be
interpreted merely as a mandatory requirement to fulfill 12
working days to claim Magna Carta benefits.

An employee may avail earned CTO continuously for a

maximum of three (3) consecutive days per single use or on
staggered basis within 3 months subject upon the approval of
the head of office. Advise or notification on the use of COC
must be declared a day before to the head of
office/representative to avoid disruption of services. Non-
notification shall be considered leave of absence and should
be filed.

66
In cases of resignation, retirement or separation from the
service, the unused COCs are deemed forfeited.

The COC is expressed in number of hours computed as

follows:

A. For overtime services rendered on weekdays or

scheduled work days

COC = number of hours of overtime services x 1.0

B. For overtime services rendered on weekends, holidays or

scheduled days off

COC = number of hours of overtime services x 1.5

Employees using compensatory off shall indicate “OFF” in

their Daily Time Record and attendance logbook shall indicate
off (in lieu of hours/days earned).

IV. POLICY DURING HEALTH EMERGENCIES

During office hours, employees are directed to stay in their

respective place of assignment. Under R.A. Act No. 10121 or
the “Philippine Disaster Risk Reduction and Management Act
of 2010”, the integration of employees working on health
department in Disaster Risk Reduction is essential, hence,
MHD employees during emergency and disaster are not
included in the suspension or dismissal of work during the
pronouncements made by the national government.

For clarification purposes, ONLY WORK SUSPENSION

MADE BY THE CITY MAYOR, VICE-MAYOR AND THE CITY
HEALTH OFFICER WHO ACTIVATE HEALTH
EMERGENCY TEAM, SHALL BE FOLLOWED.

The designated on deck health emergency team are tasked

to report to their respective Health Emergency Action Centers
during weekend, holidays or past regular office hours.

Tour of duty covers a 12 hour shift starting at 6:00am-6:00pm

and 6:00pm-6:00am.

67
Termination of duty takes effect when the City Health Officer
has deactivated the emergency team.

Employees who failed to report on their scheduled duty shall

explain non-attendance from work. Failure to provide
meritorious excuse is a considered ground for the office to
impose neglect of duty to the erring employee.

V. USE OF PASS SLIP

All departure of employees from place of work whether for

official assignment, supervisory visit or personal reason shall
be covered by a duly approved pass slip signed by office head
or his duly authorized representative.

Employees must completely fill up pass slip stating their

name, place of assignment, date, purpose, person/office
visited and exact hour of departure from the office. The
person visited or his representative shall sign the pass slip
indicating date and time of the employee’s arrival and
departure.

Pass Slip of employees doing supervisory visit, ocular

inspection and verification of establishment/community visit
shall be signed by the head/owner/representative of offices,
school, establishment, health center, lying-in-clinic and/or
barangay officials.

All employees, irrespective of position or designation shall

accomplish in triplicate copies their pass slip which will be
submitted as follows:

1. Division/Offices/Section/District office copy

2. HRM Section copy
3. Personal copy

Administrative officers of central and field offices shall prepare

a Summary Report of Pass Slip to be submitted every 5th
working day of the month at the HRM Section.

68
Activities covered by memorandum such as attendance to
seminar/training are exempted from the use of pass slip. To
avoid miscommunication regarding urgent but delayed
advisory of meeting/seminar/training, concerned personnel
shall notify their Administrative Officers or co-workers for
notation on office logbook. Failure to comply merits
administrative action for violation of reasonable office rules
and regulations.

VI. ABSENCES

Pursuant to MC. No.1 S 2017 of the Civil Service Commission

“Reiteration of the Policy on Government Office Hours and
the Administrative Offenses of Frequent Unauthorized
Absences, Tardiness in Reporting for Duty and Loafing from
Duty during Regular Office Hours, hereunder are
administrative offenses and their corresponding penalties, to
wit:

 On Government Office Hours, Section 1 to 5, Rule XVII,

Omnibus Rules Implementing Book V of Executive
Order No, 292 provide:

SECTION 1. It shall be the duty of each head of

department or agency to require all officers and
employees under him to strictly observe the prescribed
office hours.

SECTION 4. Falsification or irregularities in the keeping of

time records will render the guilty officer or employee
administratively liable without prejudice to criminal
prosecution as the circumstances warrant.

SECTION 5. Officers and employees of all departments

and agencies except those covered by special laws shall
render not less than eight hours of work a day for five days
a week or a total of forty hours a week exclusive of time
for lunch.

69
Proper notification through text messages, registered mail, e-
mail, telephone call and other medium of communications to
validate absence from work of shall be made immediately on
the first hour of working day.

Failure to do so would be a reasonable ground for disapproval

of leave application due to non-notification.

In an instance where an employee failed to report his absence

due to fortuitous event, he shall submit explanation letter with
attached police report or medical report to substantiate
grounds for absences.

 Frequent Unauthorized Absences (Habitual

Absenteeism)

Sec. 22, Rule XIV, Omnibus Rules Implementing Book

V of EO 292 provides that “an officer or employee in the
civil service shall be considered habitually absent if he
incurs unauthorized absences exceeding the allowable
2.5 days monthly leave credit under the leave law for at
least three (3) consecutive months in a semester or at
least three (3) consecutive months during the year.

Sec. 46 (B) (5), Revised Rules on administrative Cases

in the Civil Service (RRACCS) provides that penalty for
said violation is 6 months and 1 day to 1 year suspension
on the first offense and dismissal from the service for the
second offense.

 Tardiness in Reporting for Duty

Tardiness is defined as the failure to arrive at a time set or

lack of punctuality. Undertime is defined as working time that
is less than the full time or the required minimum.

Sec.46 (F) (4), RRACCS provides that habitual tardiness

is a light offense punishable by reprimand for the first
offense, suspension of 1 to 30 days for the second offense
and dismissal from the service for the third offense. It is
committed when an employee incurs tardiness,
regardless of the number of minutes, 10 times a month for

70
 at least 2 months in semester or at least 2 consecutive
months during the year.

 Loafing from Duty during regular Office Hours

Leaving the office for non-official business such as going to

the market, eateries, movies or attending parties during office
hours violates reasonable office rules.
The Civil Service Commission defines loafing as frequent
unauthorized absences from duty during office hours. As
public servant, employees must exercise highest degree of
professionalism and responsibility even in the absence of
their superior.
Uniform penalty specified for habitual absenteeism shall be
imposed upon employees guilty of said violation.

VII. TYPES OF LEAVE

1. Vacation Leave - A leave granted to employee for

personal reasons, the approval of which is contingent
upon the necessities of the service. Vacation leave
without pay is considered a gap in the service. Vacation
Leave when going abroad shall be applied a month before
the actual leave of absence.

2. Mandatory/Forced Leave - Forced leave shall be

forfeited if not taken during the year. However, if the
disapproval of leave was made due to the exigency of
the service, the same shall no longer be deducted from
the total accumulated vacation leave.

3. Sick Leave - It is granted on account of sickness or

disability of the employees or any member of their family
(parents, brothers, sisters, children, spouse and even
house help who are living with the employees).

Application for sick leave shall be filed immediately upon

return to work. If filed in advance or exceeding 3 days, it shall
be accompanied by medical certificate. If medical

71
consultation was not availed of; an affidavit shall be executed
by an applicant.

In order to curb prolonged unauthorized absences and

promote effective personnel administration, the Manila City
Personnel adopted measures that application for sick leave
exceeding 3 days per month shall be accompanied by
medical certificate as compared to 5 days authorized by CSC.

4. Maternity Leave - Every woman in the government

service who has rendered an aggregate of two (2) or more
years of service, shall in addition to the vacation and sick
leave granted her, be entitled to maternity leave of 105
days with full pay for live childbirth regardless of the mode
of delivery, and 60 days with full pay for cases of
miscarriage or emergency termination of pregnancy.

The female worker is also given the option to extend the

maternity leave for another 30 days without pay or use her
earned sick leave credits for extended leave with pay.

5. Paternity Leave - Every married male employee is

entitled to paternity leave of seven (7) working days for
each of the first four (4) deliveries of his legitimate spouse.
It is non-cumulative and non-convertible to cash.

6. Special Privilege Leave - A leave of absence which

may be availed of for a maximum of three (3) days
annually to mark special milestones and/or attend to filial
and domestic emergencies such as birthday, anniversary,
mourning, PTA meetings, etc. SPL is non-cumulative and
non-convertible to cash. SPL on emergency cases shall
be filed within the day upon return to work or in advance.

7. Solo Parent Leave - seven (7) days leave of absence

is granted to a parent who has the sole custody and
responsibility of the child and who has rendered at least
one (1) year of service regardless of employment status.
In order to avail of the Parental Leave, the solo parent
shall attach the Solo Parent Identification Card or
Certification issued/validated by the MDSW.

72
 8. Study Leave - Employees are entitled to avail study
leave as a time-off from work not exceeding 6 months with
pay to help them prepare for bar, board examinations and
completion of master’s degree.

In addition, any employees who wanted to pursue their

education after office hours must submit a letter-request
address to the City Health Officer and the same will be
endorsed to the City Personnel’s Office for the approval of the
City Mayor.

9. 10-day Violence Against Women and

Children(VAWC) Leave - Any woman employee in the
government service, regardless of employment status
and/or whose child is a victim of violence and whose age
is below eighteen (18) or above eighteen (18), but unable
to care of oneself, is entitled to avail of the ten (10) days
leave. It may be on a continuous or intermittent manner to
cover the days they have to attend to medical and legal
concerns provided that, a barangay certificate or police
report shall be provided.

10. Rehabilitation Privilege - granted to employees for

disability on account of injuries sustained while in the
performance of duty. Performance of duty means
situations wherein the employee was already at work.
Injuries from accidents that occurred while the employee
was going to work and going home from work are not
considered sustained while in the performance of official
duties.

The duration, frequency and terms of availing this leave shall

be based on the recommendations of the medical authority. It
may be half day basis, intermittent schedule or less than six
(6) months, but not to exceed six (6) months and their
absences shall not be deducted from the sick and vacation
leave credits.

11. Special Leave Benefits for Women - Any female

employee shall be entitled to special leave of a maximum
of two (2) months with full pay based on her gross monthly
compensation, provided she has rendered at least six (6)
months aggregate service in any or various government

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agencies for the last twelve (12) months prior to under- going
surgery for gynaecological disorder. The special leave may
be availed for every instance of gynaecological disorder
requiring surgery.

Gynaecological Disorder refers to disorders that would

require surgical procedures such as, but not limited to
dilatation and curettage and those involving female
reproductive organs such as the vagina, cervix, uterus,
fallopian tubes, ovaries, breast, adnexa and pelvic floor, as
certified by a competent physician.

12. Special Emergency or Calamity Leave - A 5-day leave

granted to those employees directly affected by natural
calamities and disasters. This is supported by the board
resolution issued by the city council or provincial council
where the employee resides.

13. Adoption Leave - CSC Resolution No. 2100020

grants the adoption leave of 60 days to government
employees who are adoptive parents. Said issuance is
pursuant to Republic Act 8552 or the “Domestic Adoption
Act of 1998”. Section 20 of the Resolution specifically
provides that a qualified female employee or a single male
employee may avail of adoption leave of 60 days with full
pay, which leave shall be enjoyed continuously and
uninterruptedly. The legitimate male spouse of the female
employee entitled to adoption leave can also avail of
adoption leave of seven days with full pay in consonance
with RA 8187 which shall likewise be enjoyed
continuously or intermittently.

14. Terminal Leave - refers to the money value of the total

accumulated leave credits of an employee based on the
highest salary rate received prior to or upon retirement
date/voluntary separation.

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VIII. TRANSFER OF ASSIGNMENT

Personnel are given specific place of assignment at the time

they were appointed from the Manila Health Department.
Employees being transferred from another office/division/
district office shall be given a maximum of five (5) days upon
receipt of memorandum to report to his assigned place of
assignment while employees who are transferred within his
division/district office shall be given a maximum of two (2)
days to report to his new post.

To avoid hampering the services, transferred employee shall

upon receipt of memorandum/office order requests for
immediate issuance of office clearance and arrange turn-over
of assigned work before leaving his post.

Failure to comply with the herein policy implies refusal to obey

the authority hence, can be charged with insubordination.

IX. WEARING OF UNIFORM

Employees must be aware that the public often judge the

organization based upon first impression. An employee who
is unmindful to his personal appearance reflects an
unfavorable image not only to himself but also to the agency
as a whole. Employees are held in high esteem and wearing
City Hall uniform with ID projects a neutral image that reduces
public antagonism and conveys a certain level of formal
authority.

As defined, uniform is a set of standard clothing worn by

members of the organization. It is therefore important that
uniforms shall be worn in complete details, worn in its entirety
and should be devoid of any ornaments which are not part of
the uniform.

During wash days, wearing of sandals and slippers,

sleeveless and revealing garments like off-shoulder blouses,
tattered pants, miniskirts or mini-dress, excessive display of
jewelries and wearing of heavy make-up are not allowed for
women. Men are not allowed to don long and colored hair and
women should at all times keep their hair clean and tidy.

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All personnel are therefore prohibited from wearing
immoderate trends in order to maintain the highest standards
of professionalism, good taste, decorum and to project an
image that encourages and facilitates public interaction with
uniformed personnel.

X. USE OF SOCIAL NETWORK

The millennial age introduced us to the use of internet-based

social media platforms to stay connected with our family and
friends. Each social network has its own rules of conduct and
social norms. As an individual, we have the right to our own
privacy but as public servant, our responsibility is for the
good of the people, hence professionalism is imperative and
politeness and respect are vital.

MHD employees who are using the internet and electronic

communications shall not disclose confidential information
that might adversely affect the government’s mission.

Bragging, bad-mouthing and posting exaggerating remarks

involving leadership, outlook, manner or ideas of the city
officials and employees are not permissible.

MHD employees shall at all times adhere to the principle of

Civil Service Commission’s Code of Conduct and Ethical
Standards for Government Officials and Employees or R.A.
6713. Using vulgar language, making derogatory remarks as
well as posting intimate personal details is best kept private
in order not to expose a person and his family for possible risk
and embarrassment.

Employees shall not make statements that can be perceived

as discriminating one’s race, gender, sexual orientation,
religion or any remark in reckless disregard for individual’s
integrity and morals.

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XI. RANDOM DRUG TESTING

Drug testing of employees is an effective tool in detecting and

deterring drug use in the workplace. While typical drug users
are unemployed and untidy, highly educated and respected
occupations like physicians, nurses or midwives are at high
risk of substance abuse due to the manner of their work-
related stress and irregular shift. It is therefore distressing
when a midwife delivers a baby or an ambulance driver
ferrying out patients while working under the influence of
drugs or alcohol.

Drug testing in the workplace can help individuals who are in

need of help with substance abuse. Aside from decreasing
accidents, it also boosts responsibility among employees who
may cause harm to themselves as it also helps them to
improve their morale and productivity.

To ensure that Manila Health Department employees are

drug-free as provided by the Comprehensive Dangerous
Drugs Act of 2002, the following guidelines in the mandatory
random drug test are hereby adopted, to wit:

 The City Health Officer shall select random public

officials and employees for a drug test in accordance
with the procedures set forth by the Dangerous Drugs
Board.

 Testing shall be done at the Division of Public Health

Laboratory where the employee shall submit fresh urine
sample taken under the guidance of medical
technologist. The specimen bottle submitted must be
properly labeled.

 Specimen samples found positive in the screening test

shall be submitted for confirmatory testing within the
same day and the drug test result shall be immediately
known to the City Health Officer who will then notify the
concerned employee.

 Said employee shall have 15 days from receipt of notice

to challenge accuracy of the confirmatory test. By using
same specimen submitted, the employee may contest

77
 said test by conducting same test at other government
drug testing laboratory or private drug test laboratory
accredited by the DOH. Failure to file a challenge within
the prescribed period shall make the result of confirmatory
test final and the employee concerned shall be dealt with
administrative sanction. Drug test conducted as a result of
challenge to a positive drug test result from the
confirmatory test shall be charge to the personal expense
of the concerned MHD employee.

 The employee shall be filed with Grave Misconduct if

tested positive with drug test result. Same penalty shall
be meted if the employee tampered with the result,
interfered in the conduct of drug test or release of drug
results

 Any public official or employee who refuses, without any

valid reason, to submit himself for drug testing, shall be
charge with Gross Insubordination

 Officials and employees caught using or peddling drugs

shall be charge with Grave Misconduct, without
prejudice to the filing of appropriate criminal charges
under R.A. No. 9165 and other pertinent laws.

XII. RELIGIOUS EXERCISES IN THE WORKPLACE

The Manila Health Department does not discriminate against

employees on the basis of religion, religious belief or views
concerning religion nor does it restrict personal religious
expression in the workplace except where the employee’s
interest in the expression outweighs the government’s
interest in the efficient provision of basic services or it intrudes
upon the legitimate rights of other employees.

Employees are prohibited from requiring participation of co-

workers in religious activities, whether explicitly or implicitly,
since as public servants, we are paid to perform official work
and not to engage in religious or ideological activity during
work hours. Violation of the herein provision implies refusal to
submit to the authority or insubordination.

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XIII. NEPOTISM

Nepotism is the act of using your power or influence to get

good jobs or advantages for the members of your own family.
In government setting, it is the unfair practice of favoring
relatives based on intimacy and not on their merit and fitness.

When nepotism exists, it degrades the morale of civil servants

and hiring a more competent and professional workforce is
compromised.

Heads of office and immediate supervisors over the appointee

are therefore prohibited from exercising nepotism. When
violated, it is classified as a grave administrative offense
punishable by dismissal from the service. Likewise, favoring
relatives within the third degree of consanguinity or affinity in
choosing preferred place of assignments is considered an
abuse of authority.

XIV. ALTERNATIVE WORK ARRANGEMENTS

Pursuant to CSC Resolution No. 2000540 promulgated on

May 7, 2020, on Revised Interim Guidelines for Alternative
Work Arrangements and Support Mechanisms for Workers in
the Government during the Period of State of National
Emergency Due to Covid-19 Pandemic, Mayor Francisco
Domagoso issued Executive Order No. 23 Series of 2020
revising interim guidelines for alternative work arrangements
adopted for the City of Manila, to wit:

 To ensure uninterrupted delivery of basic services to

the City of Manila, all offices involved in frontline
services are not included for alternative work
arrangements. Manila Health Department and 6 City
hospitals belong to the frontline services.

 MHD employees who are below 21 years old and

those who are 60 years old and above, as well as
those with immunodeficiency, comorbidities or other
health risks and pregnant women shall be under
work-from-home arrangement EXCEPT when their
services are indispensable

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  Work from home arrangements may be allowed for
the following tasks:
 Research
 Policy formulation/review/amendment
 Project work
 Data encoding/processing
 Adjudication of cases or review of cases
 Budget planning and forecasting
 Recording, examination and interpretation of
financial records and reports

 Evaluation and formulation of accounting, auditing

and management control systems
 Computer programming
 Database maintenance
 Design work/drafting of drawing plans
 Preparation of information materials
 Sending/receiving e-mail
 HR tasks
 Other analogous tasks requiring the use of
computer

XV. GAMBLING AND HABITUAL DRUNKENNESS

When an employee is preoccupied with vices, his work

performance deteriorates and cannot use his time effectively.
Frequent unexplained absences or disappearances from
work usually occur due to mounting debts.

Pursuant to CSC Resolution No. 1100039, the consumption

of alcoholic beverages such as, but not limited to malt, wine
and intoxicating liquor in workplace among government
officials and employees during office hours is prohibited.

The mere consumption of alcoholic beverages in the

workplace during office hours as well as reporting for work
while under the influence of alcohol shall be considered as
an administrative offense, separate and distinct from the
offense of Habitual Drunkenness.

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 However, the consumption of alcoholic beverages may be
allowed during programs and rituals such as ceremonial
toasts and observance/honoring of local customs and
traditions...provided that the consumption shall not result to
intoxication which is defined as, “the impairment of a
person’s mental faculties ensuing to the loss of control over
his/her behavior and/or actions”. Should an untoward
incident happen as a result of such consumption, both the
head of office and the officials or employees concerned will
be held liable.

Employees caught in the act of consuming intoxicating liquor

and other alcoholic beverages during office hours, as well as
those who will be reporting for work under the influence of
alcohol shall be held liable for Misconduct which is punishable
by suspension for one to six months for the first offense, and
dismissal from the service on the second offense.

The code of conduct of ethical standards for public officials

and employees aims to promote a high standard of ethics in
public service and that government personnel shall
discharge their duties with utmost responsibility, integrity,
competence and loyalty, act with patriotism and justice, lead
modest lives, and uphold public interest over personal
interest.

Gambling activities is an influential factor to disregard the

value of dignified work and perseverance due to monetary
gains derived from it aside from being conduct prejudicial to
the best interest of the service.

Hence, non-compliance of employees on the herein policy

shall be dealt with in accordance with applicable civil service
rules and regulations and other pertinent laws.

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XVI. STRATEGIC PERFORMANCE MANAGEMENT
SYSTEM OR SPMS

According to the Civil Service Commission, SPMS is “a

mechanism that links employee performance with
organizational performance to enhance the performance
orientation of the compensation system. It ensures that the
employee achieves the objectives set by the organization and
the organization, on the other hand, achieves the objectives
that it has set as its strategic plan.”

The SPMS has the following basic elements:

a. Goals that are aligned to agency mandate and

organizational priorities

b. System that is output/outcome-oriented

c. A team approach to performance management

d. Forms that are user-friendly and shows alignment of

individual and organizational goals

e. Information systems that support monitoring and

evaluation

f. Communication plan

The SPMS uses a five-point rating scale, described as

follows:

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 RATING
Numerical Adjectival Description
Performance represents an
extraordinary level of achievement and
commitment in terms of quality and
time, technical skills and knowledge,
ingenuity, creativity, and initiative.
5 Outstanding Employees at this performance level
should have demonstrated exceptional
job mastery in all major areas of
responsibility. Employee achievement
and contributions to the organization
are of marked excellence.
Performance exceeded expectations.
Very All goals, objectives, and targets were
4
Satisfactory achieved above the established
standards.
Performance met expectations in
terms of quality of work, efficiency, and
3 Satisfactory
timeliness. The most critical annual
goals were met
Performance failed to meet
2 Unsatisfactory 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
1 Poor made. Significant improvement is
needed in one or more important
areas.

GRADING SYSTEM

NUMERICAL ADJECTIVAL
5.00 Outstanding
4.00-4.99 Very Satisfactory
3.00-3.99 Satisfactory
2.00-2.99 Unsatisfactory
0.00-1.99 Poor

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  Individual Performance Commitment Review Form
(IPCR), Division Performance Commitment Review Form
(DPCR) shall be submitted in triplicate copies to the HRM
Section every 5th day of July and January

 Rank and file employees shall submit IPCR while

office/division heads and district health officers shall submit
DPCR.

OTHER PROVISION

1. Any immoral, unethical and misconduct act of personnel

provide opportunities to commit minor transgressions of
law and slight breaches of official duty. Heads of office
who observe leniency in the administrative supervision of
employees shall be admonish for their failure to live up to
the standards of responsibility required of them.

2. All forms, report, communications or directive that should

be accomplished for submission to the Personnel Bureau,
Civil Service Commission, Ombudsman, Commission on
Audit, Department of Health and other government
offices/agencies within scheduled time frame shall
immediately be submitted and acted upon. Failure and
delay to comply shall be meted with neglect of duty and
incompetency upon the employee concerned.

3. Public employees are not paid to do personal errands and

chores for their immediate superior as it leads to abuse of
authority.

XVII. COMPLAINTS AND GRIEVANCES

Sec. 37, Revised Administrative Code of 1987 on the

Civil Service Commission provides that employees shall
have the right to present their complaints or grievances to
management and have them adjudicated as expeditiously
as possible in the best interest of the agency, the
government as a whole and the employee concerned. Such
complaint or grievances shall be resolved at the lowest
possible level in the department or agency, as the case may

84
 be, and the employee shall have the right to appeal such
decision to higher authorities.

A grievance process aims to give a fair and objective system

to raise and review serious issues and complaints without
bias and grievance procedure should support employees to
raise concerns relating to a safe working environment without
the fear of any negative repercussions.

Any written complaints filed within the Department shall be

submitted in four (4) copies with attached annexes, if
applicable.

XVIII. SEXUAL HARASSMENT IN THE WORKPLACE

Sexual Harassment as defined in R.A. 7877: Anti-Sexual

Harassment Act of 1995 Work, education or training-related
sexual harassment is committed by an employer, employee,
manager, supervisor…, or any other person who, having
authority, influence or moral ascendancy over another in a
work or training or education environment, demands,
requests or otherwise requires any sexual favor from the
other, regardless of whether the demand, request or
requirement for submission is accepted by the object of said
Act.

Sec. 4 provides that it is the duty of the office head to

prevent or deter the commission of acts of sexual
harassment and to provide the procedures for the
resolution, settlement of prosecution of acts and prescribe
administrative sanctions thereof.

XIX. PRACTICE OF PROFESSION

It is provided in Section 7(b) of Republic Act No. 6713 (Code

of Conduct and Ethical Standards for Public Officials and
Employees), as follows:

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 “Section 7. Prohibited Acts and Transactions. - In addition
to acts and omissions of public officials and employees
now prescribed in the Constitution and existing laws, the
following shall constitute prohibited acts and transactions
of any public official and employee and are hereby
declared to be unlawful:

“(b) Outside employment and other activities related

thereto. - Public officials and employees during their
incumbency shall not:

“(1) Own, control, manage or accept employment as

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

“(2) Engage in the private practice of their profession

unless authorized by the Constitution or law, provided,
that such practice will not conflict or tend to conflict with
their official functions; or

It is provided in Sec. 90 of R.A. No. 7160 or the Local

Government Code of 1991 that “doctors of medicine may
practice their profession even during official hours of work
only on occasions of emergency: Provided, That the officials
concerned do not derive monetary compensation therefrom.”

Any employees who intend to pursue their education or

engage in private practice of their profession after office hours
must secure permit from the appointing authority.

XX. CONFLICT IN THE WORKPLACE

Conflict in the workplace comes in various ways. It occurs

when there is disagreement or opposition in ideas, decisions
or interests between people working together. It arises due to
misunderstanding, closed-mindedness, passive-aggressive
behavior of both persons involved or it could possibly be

86
because of stressful work life. It is not uncommon to hear
employees of discriminatory practices, personality clashes,
lousy performance review which all contribute to a taxing
working environment.

Conflicts run from huge to petty and eventually ended up

employees disregarding organizational policies, mistrust
among co-workers, lack of communication and victim of
gossiping. Some employees stepped out from their
boundaries, not realizing that there is a chain of command
and underestimate the process of hierarchy and it has
become a culture among us to defeat our opponent by
damaging their integrity by spreading lies and rumors.

Gossiping adversely affects every individual, irrespective of

one’s status and we have at one point in our lives a victim of
insulting and defamatory remarks. Words can hurt people and
scar them for life. Words can ruin a person’s honor or
character and even if you only intend to express your anger
towards the person, the damage have already been done,
hence, some victim needs to pursue legal remedies to defend
himself.

The Supreme Court case Villanueva v. People (521 Phil.

191 (2006) specified Slander or Oral defamation is
defined as speaking of base or defamatory words with an
intention to prejudice another person in his or her
reputation, office, trade, business or means of livelihood. It
is grave slander when it is of a serious and insulting nature.”
Slander by deed on the other hand, is when one person
physically assaults another, such as in the case of slapping
him or her on the face – which is also considered a crime.
(Article 359 of the Revised Penal Code).

Oral defamation is the malicious act of spreading untrue

statements about someone, with the intention to harm. Like
in libel, the victim need not hear the slander. It is sufficient
that the slanderous remarks be made publicly, or that there
are other persons who have heard such remarks.

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 Libel, according to Article 353 of the Revised Penal Code,
is the public and malicious imputation of a crime, or of a vice
or defect, real or imaginary, or any act, omission, condition,
status, or circumstance tending to cause dishonor, discredit
or contempt of a natural or juridical person, or to blacken the
memory of one who is dead”.

With the enactment of R.A. No. 10951, the fines for both
serious and simple slander have both been revised. Serious
slander is not punishable by imprisonment of arresto mayor
in its maximum period to prision correccional in its minimum
period or 4 months and 1 day to 2 years and 4 months or a
fine ranging from P20,000 to P100,000, while simple
slander is punishable by arresto menor or 1 day to 1 month
or a fine not exceeding P20,000.

When negative conflict arises in the workplace, the first step

is to identify and overcome the source of the conflict. The
office head/supervisor must intervene by giving both parties a
space to speak and resolve their personality clashes or
miscommunication. It is important to emphasize team
cooperation and put organizational structure in place to
prevent conflicts over power struggle. However, if one person
is consistently causing challenges, that would be the time to
pull that person aside individually.

ADMINISTRATIVE OFFENSES AND PENALTIES

As provided in Sec. 46 on the Revised Administrative Code of
1987 of Civil Service Commission, that “no officer or
employee in the Civil Service shall be suspended or
dismissed except for cause as provided by law and after due
process.”
The following are grounds for disciplinary action with
corresponding penalties classified into grave, less grave or
light, depending on their gravity or depravity and effects on
the government service.

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A. The following grave offenses shall be punishable by
dismissal from the service:

1. Serious Dishonesty;
2. Gross Neglect of Duty;
3. Grave Misconduct;
4. Being Notoriously Undesirable;
5. Conviction of a crime involving moral turpitude;
6. Falsification of official document;
7. Physical or mental incapacity or disability due to immoral
or vicious habits;
8. Receiving for personal use of a fee, gift or other valuable
thing in the course of official duties or in connection
therewith when such fee, gift or other valuable thing is
given by any person in the hope or expectation of
receiving a favor or better treatment than that accorded to
other persons, or committing acts punishable under the
anti-graft laws;
9. Contracting loans of money or other property from
persons with whom the office of the employee has
business relations;
10. Soliciting or accepting directly or indirectly, any gift,
gratuity, favor, entertainment, loan or anything of
monetary value which in the course of his/her official
duties or in connection with any operation being regulated
by, or any transaction which may be affected by the
functions of his/her office. The propriety or impropriety of
the foregoing shall be determined by its value, kinship, or
relationship between giver and receiver and the
motivation.

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 A thing of monetary value is one which is evidently or
manifestly excessive by its very nature;

11. Nepotism; and

12. Disloyalty to the Republic of the Philippines and to the
Filipino people.
B. The following grave offenses shall be punishable by
suspension of six (6) months and one (1) day to one (1)
year for the first offense and dismissal from the service
for the second offense:
1. Less serious dishonesty;
2. Oppression;
3. Disgraceful and immoral conduct;
4. Inefficiency and incompetence in the performance of
official duties;

5. Frequent unauthorized absences, or tardiness in

reporting for duty, loafing from duty during regular office
hours;

6. Refusal to perform official duty;

7. Gross Insubordination;
8. Conduct prejudicial to the best interest of the service;
9. Directly or indirectly having financial and material interest
in any transaction requiring the approval of his/her office.
Financial and material interest is defined as pecuniary or
proprietary interest by which a person will gain or lose
something;
10. 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/her
office, unless expressly allowed by law;

90
 11. Disclosing or misusing confidential or classified
information officially known to him/her by reason of
his/her office and not made available to the public, to
further his/her private interests or give undue
advantage to anyone, or to prejudice the public
interest;
12. Obtaining or using any statement filed under the Code
of Conduct and Ethical Standards for Public Officials
and Employees 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; and
13. Recommending any person to any position in a private
enterprise which has a regular or pending official
transaction with his/her office, unless such
recommendation or referral is mandated by (1) law, or
(2) international agreements, commitment and
obligation, or as part of the function of his/her office.
C. The grave offense of Inefficiency and Incompetence in
the performance of official duties is punishable by
Demotion.
In this case, the guilty person shall be appointed to the next
lower position to which he/she is qualified in the plantilla of
the agency. In case there is no such next lower position
available, he/she shall suffer diminution in salary
corresponding to the next lower salary grade.
D. The following less grave offenses are punishable by
suspension of one (1) month and one (1) day suspension
to six (6) months for the first offense; and dismissal from
the service for the second offense:
1. Simple Neglect of Duty;
2. Simple Misconduct;
3. Discourtesy in the course of official duties;

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 4. Violation of existing Civil Service Law and rules of
serious nature;
5. Insubordination;
6. Habitual Drunkenness;
7. Unfair discrimination in rendering public service due
to party affiliation or preference;
8. Failure to file sworn statements of assets, liabilities
and net worth, and disclosure of business interest and
financial connections including those of their spouses
and unmarried children under eighteen (18) years of
age living in their households;
9. Failure to resign from his/her 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/herself of
his/her shareholdings or interest in private business
enterprise within sixty (60) days from assumption of
public office when conflict of interest arises; Provided,
however, that for those who are already in the service
and conflict of interest arises, the official or employee
must either resign or divest himself/herself of said
interest within the periods hereinabove provided,
reckoned from the date when the conflict of interest
had arisen; and
10. Engaging directly or indirectly in partisan political
activities by one holding non-political office.
E. The less grave offense of Simple Dishonesty is
punishable by suspension of one (1) month and one (1)
day to six (6) months for the first offense; six (6) months
and one (1) day to one (1) year for the second offense;
and dismissal for the third offense.

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F. The following light offenses are punishable by
reprimand for the first offense; suspension of one (1)
to thirty (30) days for the second offense; and
dismissal from the service for the third offense:

1. Simple discourtesy in the course of official duties;

2. Improper or unauthorized solicitation of contributions
from subordinate employees and by teachers or school
officials from school children;
3. Violation of reasonable office rules and regulations;
4. Frequent unauthorized tardiness (Habitual Tardiness);
5. Gambling prohibited by law;
6. Refusal to render overtime service;
7. Disgraceful, immoral or dishonest conduct prior to
entering the service;
8. Borrowing money by superior officers from
subordinates;
9. Willful failure to pay just debts or willful failure to pay
taxes due to the government;
The term “just debts” shall apply only to:
a. Claims adjudicated by a court of law, or
b. Claims the existence and justness of which are
admitted by the debtor.
10. Lobbying for personal interest or gain in legislative
halls and offices without authority;
11. Promoting the sale of tickets in behalf of private
enterprises that are not intended for charitable or public
welfare purposes and even in the latter cases, if there is
no prior authority;
12. Failure to act promptly on letters and request within
fifteen (15) working days from receipt, except as
otherwise provided in the rules implementing the Code of

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Conduct and Ethical Standards for Public Officials and
Employees;

13. Failure to process documents and complete action on

documents and papers within a reasonable time from
preparation thereof, except as otherwise provided in the
rules implementing the Code of Conduct and Ethical
Standards for Public Officials and Employees;
14. Failure to attend to anyone who wants to avail
himself/herself of the services of the office, or act promptly
and expeditiously on public transactions;
15. Engaging in private practice of his/her profession unless
authorized by the Constitution, law or regulation, provided
that such practice will not conflict with his/her official
functions; and
16. Pursuit of private business, vocation or profession
without the permission required by Civil Service rules and
regulations.

LEAVE UNIT

1. Employees are not allowed to go on leave of absence

without pay exceeding one (1) year otherwise he/she shall
be automatically separated from the service pursuant to
Sec. 62, CSC MC#41, S 1998.

2. Employees on sick leave of absence for more than

Fifteen (15) days or vacation leave for more than Thirty (30)
days shall immediately submit the following documents
upon return to work, to wit:

A. Approved leave application with attached medical

certificate (if sick leave applied for is more than five (5)
days)
B. Certification of Good Health issued by the Chief of the
City Government Employees Clinic (for Sick Leave
applications only)

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 C. Clearances from MHD and City Treasurer’s
Office/Office of the City Accountant

D. Return-to-Work Order issued by the City Personnel

Office upon presentation of #B and #C

When returning for work, employee must report at the City

Government Employees Clinic for proper verification of
documents and to re-examine his health condition before
release of fit for work shall be issued.
3. Employees with less than (10) days of total leave credits
shall be excluded from the regular payroll.

4. Transferred employees who secure promotion/position

at MHD shall submit within one (1) year upon transfer his
certificate of leave credits from originating government
agency/office stating the number of vacation and sick leave
earned.

5. Vacation Leave spent within the Philippines for 5-50 days

shall be filed two (2) weeks before the intended leave of
absence while travel abroad shall be filed a month before
the actual use. Employee must attach letter-request,
permission to leave form duly signed by office head and
secure the necessary CGSO, CTO and MHD clearances
before the leave application will commence its process.

6. Sick Leave filed for 30 days and more shall require

medical certificate issued by the attending physician, MHD
and CTO clearances, abstract of medical records and
certification issued by the office that the employee is free
from money liability and property accountability. In case of
extension of vacation leave application, letter-request with
attached new leave application shall be submitted to the
Personnel Section.

7. Pregnant employees as well as employees with prior

medical condition shall submit their clinical records or
medical abstract to the City Government Employees Clinic
for documentation purposes.

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Maternity Leave among pregnant female employee for 105
days (inclusive of Saturdays, Sundays and Holidays) shall be
filed with attached CSC medical certificate form provided by
the Leave Unit, marriage contract (if married), MHD and CTO
clearances and one documentary stamp.

The female worker shall be entitled to full pay during maternity

leave and has the option to receive full pay either through
lump sum payment or regular payment of salary. In the
absence of a marriage contract, single pregnant employee
shall submit a copy of baby’s birth certificate plus other
requirements mentioned for maternity leave application. In
cases of miscarriage or emergency termination of pregnancy,
60 days maternity leave with full payment shall be granted.

8. Employees on long leave of absences due to personal

reasons brought by family circumstances must also
comply with the required attachments mentioned for
vacation and sick leave applications.

9. R.A. No. 8972 or “Solo Parent Welfare Act of 2000”

provided seven (7) working days of leave with full payment
among single parent who provided support to their children
with the responsibility of parenthood due to death of spouse,
serving sentence for criminal conviction of spouse,
physical/mental incapacity of spouse or due to legal
separation, among others.

Children referred to are those living with and dependent upon

the solo parent who are unmarried, unemployed and not more
than 18 years of age, or even more than 18 years of age but
are incapable of self-support due to mental and physical
disability.

Solo Parent Leave can be used in a single day or 7

consecutive days provided that photocopy of Solo Parent ID
being issued by the Department of Social Welfare is attached.
Unused Solo Parent Leave is not cumulative and it is forfeited
after a year. Solo Parent Leave are terminated once there is
a change in status of the single parent or when the care and
support of children is given to relatives or welfare institution.

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 RECORDS SECTION
An effective records management helps maintain an
organized information collection system throughout its life
cycle, from the time of its receipt to its disposition. Record
keeping improves efficiency when data is found faster as it
also reduces resource waste. A good records management
best practice is imperative for an organization to ensure that
files are stored securely, retention and disposal are correctly
applied and there is a comprehensive monitoring system in
tracking the movement of records.

The Records Section receives myriad of written

communications – both from inside and outside the
Department. From simple letter requests to complaints,
technical reports, circular orders, research proposal and
electronic mail, maintaining a regular process update and with
the right program in place, the Manila Health Department will
have a road-map that tracks and files all our records leading
to a more efficient work environment.
Employees who submit letters/document intended for the City
Health Officer shall provide 4 copies with attachments at the
Records Section.

201 FILE
The US Army’s folder for personnel record is called 201 File
and since they are considered in history as the first formal
organization, we adopt their military terms for rank and file
and chain of command division in collecting personnel record
describing the military and civilian education history, hence,
201 File.

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The MHD employee’s 201 File consists of updated Personal
Data Sheet with picture, copies of Statement of Assets,
Liabilities, Net Worth (SALN) submitted every year,
memorandum/order, seminar/training attended, appointment
paper, school records, PRC ID/results, marriage contract,
birth certificate, among others.
Every employee who attended seminar/training conducted by
the City of Manila shall furnish photocopy of their training
certificates/attendance to the Records Section for inclusion in
their 201 file.

REQUIREMENTS FOR RETIREMENT AND RESIGNATION

 Letter of retirement/resignation
 Office/Division certificate on property accountability
and money responsibility
 MHD clearance
 CTO clearance
 CWMMC, Landbank, DBP and Phil. Veterans Bank
(Gagalangin Branch) clearances
 City Legal Office clearance
 City Prosecutor’s clearance
 CGSO clearance, GSIS clearance and latest SALN

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The role of the different sections of Administrative Services are vital in the organization
as they play myriad of tasks daily. Interaction with a wide range of individuals with
different background makes the job of support staff more challenging and interesting.

99
 BUDGET AND ACCOUNTING SECTION
Ensuring efficient coordination of designated accounts and
maintaining accurate information on the financial status as
well as in the provision of advice on the alignment of budget
with government’s policy priorities coupled with preparation of
reports on fiscal revenue and expenditures are foremost
among the role of the Budget Section.
Government expenditures are grouped into several different
categories and the largest expense in the General Fund goes
to Personal Services. As a service organization, the Manila
Health Department has one of the biggest appropriations from
the City coffer due to salaries, allowances and other benefits
paid for our medical and allied workers.
Aside from the basic salary, employees received allowances
and other forms of compensation, such as follows:
 Personnel Economic Relief Allowance (PERA) as per
DBM Budget Circular 2009-003 Representation and
Transportation Allowance (RATA)
 Clothing Allowance for uniform based on Budget
Circular No.2018-1
 Year End Bonus equivalent to 2 months salary pursuant
to EO No. 201
 Cash Gift amounting to P5,000 pursuant to EO No. 102
 Health workers benefit including subsistence allowance
of P30/day, laundry allowance of P125/month and
hazard pay amounting to P2,500/month
With the gains acquired, mandatory deduction from monthly
benefit follows, to wit:
 Retirement and Life Insurance Premium as mandated
under Sec 5 of RA 8291 or GSIS Charter wherein 9% of
employee’s basic salary and 12% share for the
employer goes to life insurance and retirement
contribution
 Pag-ibig Contributions which can be withdrawn at its
maturity date

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  Philhealth Contributions to provide health insurance
coverage and accessible health care services
 Employees Compensation Insurance Premium as
provided under Board Resolution No.02-04-235

REQUIREMENTS FOR DRAWING OF SALARY

 FIRST SALARY
 Certified true copy of duly approved appointment
 Certified true copy of Oath of Office
 Certificate of assumption
 Statement of Assets, Liabilities and Net Worth (SALN)
 Approved Daily Time Record
 Certificate of Availability of Funds
 Certificate of 45% PS Limitation
 Certificate of last salary received (applicable for
transfer employee)
 Approved leave application (if applicable)

 LAST SALARY
 Approved Daily Time Record
 Clearance from money, property and legal
accountabilities
 Death certificate authenticated by NSO
 Marriage certificate authenticated by NSO (if
applicable)
 Birth certificate of surviving legal heirs authenticated
by NSO
 Designation of next of kin
 Waiver of right of children 18 years old and above
 Additional requirement (due to heirs of deceased
employee)

 SALARY (IF DELETED FROM PAYROLL)

 Approved Daily Time Record
 Clearance from money, property and legal
accountabilities
 Approved leave application (if applicable)

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  SALARY DIFFERENTIAL DUE TO PROMOTION
AND SALARY INCREMENT
 Certified true copy of duly approved appointment
 Certified true copy of Oath of Office
 Certificate of assumption
 Statement of Assets, Liabilities and Net Worth
(SALN)
 Approved Daily Time Record
 Certificate of Availability of Funds
 Certificate of 45% PS Limitation
 Certificate of last salary received
 Approved leave application (if applicable)

RULES AND REGULATIONS ON THE GRANT OF OTHER

BENEFITS
1. Under DBM Budget Circular No.2018-1 Re: Grant of
Uniform/Clothing Allowance to Civilian Government
Personnel, full time service of government personnel shall
not exceed P6,000.00 per annum. A newly hired employee
may qualify to the grant of clothing allowances only after
rendering 6 months of service, and if expected to render
services for at least 6 months for the rest of the year.

An employee who transferred to another agency and was not

granted clothing allowances by the former agency shall be
granted allowances by the new agency.

An employee who transferred to another agency within the

year but was earlier granted clothing allowances by the
previous agency shall no longer be granted clothing
allowances by the new agency.
An employee on study leave/training/scholarship grant locally
or abroad shall be entitled to clothing allowances for the year
he renders at least 6 months of service in the same year.
However, should an employee be on a study
leave/training/scholarship for the whole year and is not
required to report for work, he is not entitled to the clothing
allowances.

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 2. As provided in the DBM Budget Circular No. 2016-4
Re: Grant of the Year-End Bonus and Cash Gift, the year-
end bonus equivalent to 1 month basic pay as of October 31
and cash gift of P5,000.00 shall be given to personnel who
has rendered at least a total or an aggregate of 4 months of
service from January 1 to October 31 of the current year and
to those personnel who remains to be in the government
service as of October 31 of the same year.

Those who have rendered at least a total or an aggregate of

4 months of service from January 1 of the current year but
who have retired or separated from the government service
before October 31 of the same year shall be granted within
the month of retirement or separation, a prorated share of the
year-end bonus and cash gift, as follows:

PERCENTAGE OF THE YEAR-

LENGTH OF SERVICE END BONUS AND CASH GIFT

4 months but less than 5 50%

months
5 months but less than 6 60%
months
6 months but less than 7 70%
months
7 months but less than 8 80%
months
8 months but less than 9 90%
months
9 months but less than 10 95%
months

Those who have rendered a total or an aggregate of less than

4 months of service from January 1 to October 31 of the
current year and are still in government service as of October
31 of the same year, shall be entitled solely to a pro-rated
Cash Gift pursuant to Sec.2 of R.A. No.8441, as follows:

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 LENGTH OF PERCENTAGE CORRESPONDING
SERVICE OF P5,000 AMOUNT

3 months but
less than 4 40% P2,000.00
months
2 months but
less than 3 30% P1,500.00
months
1 month but
less than 2 20% P1,000.00
months
Less than 1 P500.00
10%
month

The Year-End Bonus and Cash Gift of personnel transferred

from one agency to another shall be paid by the new agency.

A compulsory retiree whose services have been extended,

may be granted Year-End Bonus and Cash Gift, subject to
pertinent provisions of this circular.

Those who are formally charged administrative and/or

criminal cases which are still pending for resolution, shall be
entitled to Year-End Bonus and Cash Gift until found guilty by
final and executory judgment, provided that:

 those found guilty shall not be entitled to a Year-End

Bonus and Cash Gift in the year of finality of the
decision and the personnel shall refund what he
received for that year

 if the penalty imposed is only a reprimand, the

personnel concerned shall be entitled to the Year-End
Bonus and Cash Gift

3. As mentioned in the DBM Budget Circular No. 2017-

2 Re: Grant of the Mid-Year Bonus, an equivalent of 1
month basic pay as of May 15 shall be given to entitled
personnel not earlier than May 15 of the current year.

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Herein are the following conditions to qualify for Mid-Year
Bonus, to wit:

 Personnel entitled to receive Mid-Year Bonus are

those who have rendered at least a total or an
aggregate of 4 months of service from July 1 of the
immediately preceding year to May 15 of the current
year

 Personnel remains to be in the government service as

of May 15 of the current year
Those who have rendered a total or an aggregate of less than
4 months of service from July 1 of the preceding year to May
15 of the current year, and those who are no longer in the
service as of the latter date, shall not be entitled to the Mid-
Year Bonus.
A compulsory retiree, whose services have been extended,
may be granted Mid-Year Bonus, subject to the provisions of
the Circular.

4. As stated in the DBM Local Budget Circular No. 103

Re: Grant of Representation and Transportation
Allowances (RATA), these are granted to government
officials down to division chiefs at monthly standard rates in
order to defray representation and transportation
expenses while in the actual performance of the duties
and responsibilities of their positions.

A rationalized scheme on the grant of RAT based on the

number of days of actual work performance on workdays by
the official concerned is hereby prescribed, as follows:

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 NUMBER OF
WORKDAYS OF ACTUAL RATA FOR
ACTUAL WORK A MONTH
PERFORMANCE IN A
MONTH
25% of the monthly
1 to 5 RATA
50% of the monthly
6 to 11 RATA

75% of the monthly

12 to 16 RATA

100% of the monthly

17 and more RATA

Those who are assigned or who use government motor

transportation shall no longer be entitled to the Travelling
Allowance, but only to the commutable Representation
Allowance for the month.
5. The DBM-DOH Joint Circular No. 1 S.2016 Re: Grant
of Compensation-Related Magna Carta Benefits to Public
Health Workers, assert that hazard pay is an additional
compensation for performing hazardous duties and for
enduring physical hardships in the course of the performance
of duties.

While we do not derive same benefit with our counterpart from

the national government, the Manila Health Department
employees are entitled to receive Magna Carta benefits with
the following breakdown:

Subsistence Allowance - P 30.00/day

Laundry Allowance - P 125.00/month
Hazard Pay - P 2,500.00/month
Officials and employees who are under any, a combination,
or all of the following instances for at least eleven (11) working
days in a month shall not be entitled to hazard pay:

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 a) On vacation or sick leave

b) On full time attendance in a training, seminar,

scholarship grant, or any other similar activity

c) While availing of other leave privileges such as

maternity leave, paternity leave, special privilege
leave, parental leave for solo parents, special leave
benefits for women, rehabilitation leave and study
leave
To facilitate early preparation of payroll, all Daily Time
Records shall be submitted at designated payroll clerk before
the 5th day of the month.
6. Under CSC Memorandum Circular No. 02
S.2016 Re: Computing Terminal Leave benefits and
Computation of Leave Monetization of the Omnibus
Rules on Leave, the constant factor used in computing the
Terminal Leave Benefits and Monetization of Leave Credits
are as follows, to wit:
No. of Terminal Leave x monthly salary x .0481927

Leave credits earned by the employee during his entire

service is the number of terminal leave. The HRM Section is
in charge of checking the number of leave credits and
submitting the same to the Personnel Bureau for verification
and confirmation. The same will be returned to the Manila
Health Department for the preparation of disbursement
voucher, subject to the requirements needed for auditing and
accounting policy.
 All personnel receiving their salaries from the Manila
Health Department are entitled to receive copies of
their monthly pay slip and yearly Form 2316 (Income
Tax Return) from the Budget Section

107
 PROPERTY, TRANSPORTATION AND
GENERAL SERVICES SECTION

Every organization is faced with a host of challenges that

impact upon its effective delivery of services to the people.
The Property Section which takes charge on the procurement
of supplies, delivery, inspection and custodianship faces
many issues relating to service delivery. As counterpart of the
City Government Services Office, they prepare Project
Procurement Management Plan and Annual Procurement
Plan where all the goods and needed resources of the
department are specified to meet the needs of the office in
terms of quality and quantity.
In accepting donated equipment, the rule of COA,
Government Accounting and Financial Management
Information System Circular Letter No. 2003-05
“Accounting Guidelines and Procedures on Collection
and Deposit of Grants and Donations” applies. Offices
represented by property custodian shall prepare letter of
acceptance, deed of donation and Acknowledgment Receipt
for Equipment (ARE).
For disposal of government properties, the office shall be
provided with a letter of request, Inventory and Inspection
Report of Unserviceable Properties (IIRUP) with attached
pictures.
In case of loss, employees shall immediately notify in writing
the property custodian and auditor on the loss of property.
Submit within 30 days an application for relief from
accountability enclosed with supporting documents such as:

 Affidavit executed by the accountable officer stating

property loss and its valuation, actual date in which the
absence was first noted, manner of loss, efforts put forth
to recover the same, provisions made to safeguard the
property and date when the loss was reported to the
auditor and the police authorities;

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 Joint affidavit of 2 disinterested persons attesting to the
facts and circumstances about the loss. In case it is not
possible to obtain the statement of 2 disinterested persons
and only 1 person is available or none at all, such fact
should be set forth in the affidavit of the person requesting
relief, giving the reasons therefore;

 Final police report showing the actions undertaken to

recover the property loss including actions to apprehend
the suspect(s) and the present status of the case;

 Comments and recommendations of the head of office;

 Comments and recommendations of the auditor;

 Certification from police/fire chief/provincial

governor/mayor or other competent authority when
destruction was brought by natural calamity and/or
insurgency;

 Inspection report on the extent of damage on the insured

property;

 Evidence on the immediate issuance of the notice of loss

of accountable forms as required under COA Circular No.
84-233 dated August 24, 1984; and

 Copy of Acknowledgment Receipt of Equipment or

property lost.

TRANSPORTATION AND GENERAL SERVICES

The Transportation and General Service Section or Motor

Pool, is the heart of MHD's transportation network. They are
in charge of maintaining motor vehicles, assign drivers to
ensure an efficient and safe travel of patients and personnel
alike.
The General Foreman dispatches vehicles and drivers upon
request, ensuring that the vehicle assigned best suits

109
transportation requirements. He is also responsible for the
daily management of ambulances and service vehicle.

Likewise, the section performs related tasks and duties as

required by other offices including basic electricity, carpentry,
hauling, painting, among others. Our skilled workers in the
Motorpool can do far more than repair vehicles.

OFFICE OF LEGAL AFFAIRS

The Office of Legal Affairs is the MHD’s legal frontline. They
provide legal services to the formulation and execution of
legal measures and remedies relative to the plans and
policies of the department. The office represents, initiate
litigation and defend the Department’s interests and its
employees in when the need arises.

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 PLANNING, TRAINING, RESEARCH,
DEVELOPMENT AND EVALUATION
SERVICES

PLANNING, PROGRAMMING, MONITORING

AND EVALUATION
The Division of Planning and Coordination is the pathfinder
that sets strategic operational standard and policy formulation
who is also involved in defining the accurate track to be
followed by the organization in the implementation of the local
and national health agenda.

By forging partnership with non-government organizations

and other government agencies, the division paves an
avenue to minimize uncertainties and risks that unpredictably
may occur during the preparation of its short and long term
plans for the City’s health program. Tasked to localize
national health agenda by harmonizing LGU plans with
national mandates through preparation of strategic plans in
the implementation of programs and activities like Gender and
Development Plan, Local Investment Plan for Health,

The Division of Planning and Coordination Office assists the City Health Officer in the
formulation of health policies and strategies on health programs and plans.

111
Annual Investment Plan for Health, etc., the involvement of all
stakeholders in the planning process includes health related
departments in consonance with the budget cycle.

Moving in one direction with the Department of Health, plans

are presented to the Manila Local Health Board under the
stewardship of the City Mayor and monitoring on the
implementation of activities and improve conduct of
interventions are made using indicators such as the LGU
Scoreboard, DILG’s Seal of Good Local Governance, Child-
Friendly City, Local Governance Performance Management
Systems and Technical Road Map for Health.

TRAINING OFFICE
The Training Office is the training ground that provides a
program to enhance knowledge and skill to employees who
are newly appointed, promoted, recalled, detailed, re-
employed and recommended for re-training.

It is also a training field for future professionals among

students, affiliate nurses and midwives, clinical instructors,
post-graduate interns, resident physicians, practicum
affiliates and on-the-job training subject to affiliation fees
prescribed by the office.

DATA MANAGEMENT AND HEALTH

STATISTICS
Through coordination and monitoring of the Field Health
Services Information System, implementation in all health
facilities as members of the Health Care Provider Network
(HCPN) is a critical function of the section especially in
managing a valid and reliable data. The Division administers
consolidation of periodic reports submitted by the technical
offices and all health facilities under the Manila Health
Department which became an evaluation tool and mechanism
to strengthen and improve efficiency of our health services.
Data sharing with national agencies and private organizations
creates pool of collective data whose synergy

112
can be used to implement common interventions, plans and
ideas.

RESEARCH
The section provides quality collections of research and
information for the use of student and professional
researchers studying health and health related issues from
our pool of data subject to compliance on research protocol
and payment of appropriate fees. The section collaborates
with 38 other academic and policy driven member institutions
in the NCR and is the only LGU member of the Metro Manila
Health Research Development Consortium.

ADMINISTRATIVE AND GENERAL

SERVICES
The support group plays a critical role in channeling
communications not only to technical and operations services
but also to other agency partners prior to the final action of
the City Health Officer. They are also tasked to prepare
minutes and proceedings including data presentation tools
and facilitate sharing of documents among all concerned.

113
 DIVISION OF REPRODUCTIVE,
MATERNAL, NEWBORN CHILD,
ADOLESCENT HEALTH AND
NUTRITION
As one of the Department’s public health agent, the services
provided by the division is directed to all women of
reproductive age, newborn, children and adolescent
encompassing disease prevention and health promotion of
both mother and child. They are responsible on the complex
public health problems affecting women, children and their
families which are interconnected to pregnancy, reproduction
and infant/child well-being. The program covers Responsible
Parenthood (Pre-marriage Counselling, Family Planning),
Maternal Care (Pre-natal and Post-partum Care), Child Care
(Essential Intrapartum and Newborn Care, Newborn
Screening, Breastfeeding, Immunization, IMCI, CDD, Soil
Transmitted Helminthiasis), Adolescent Health and
Development Program and Nutrition services.

By envisioning access to universal health care, they are

implementing RMNCAHN strategy and track its progress
through Service Coverage Indicators, Number of Maternal,
Neonatal and Infant Deaths and Process Indicators. The
Division conducts regular assessment of the health providers
and upgrading of health facilities in addition to adoption of
standards and protocol of service delivery.

Safe Motherhood develops strategies to ensure that every

pregnancy is adequately managed and every delivery is
facility based and managed by skilled birth attendants and
every mother and newborn care secures proper postpartum
and newborn care transition. This is guided by the DOH
Health Care Provider Network and MNCHN Manual of
Operation.

The Child Health Program ensures implementation of the

National Immunization Program, Newborn Screening,
Integrated Management of Childhood Diseases, Essential
Intrapartum and Newborn Care and IYCF.

114
 The Adolescent Health and Development Program ensures
harmonization of programs among adolescent that includes
nutrition, oral health, vaccine preventable diseases, injuries,
violence, mental health, sexual and reproductive health and
substance abuse.

The Reproductive Maternal, Child, Health & Nutrition Division is responsible for the
promotion of health among women of reproductive age as well as newborn babies and
adolescent.

RESPONSIBLE PARENTHOOD /MATERNAL. NEWBORN/

CHILD / ADOLESCENT HEALTH AND NUTRITION
CORE PACKAGE OF SERVICES

NEWBORN
Immediate Newborn Care for the first 90 minutes (Refer
to EINC Clinical Practice Guide)
 Dry and provide warmth to the baby
 Do skin to skin contact
 Reposition, suction land ventilate (if after 30 seconds of
thorough drying, newborn is not breathing or gasping)
 Do delayed or non- immediate cord clamping
 Provide support for initiation of breastfeeding
 Provide additional care for baby

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Essential Newborn Care from 90 minutes to 6 hours
 Vitamin K prophylaxis
 Injection Hepatitis B and BCG vaccination at birth
 Examine the baby
 Check for birth injuries, malformations or defects
 Cord care
 Provide additional care for LBW baby and twin

Care Prior to Discharge

 Support unrestricted, per demand breastfeeding day and
night
 Ensure warmth of the baby
 Washing and bathing (hygiene)
 Look for danger signs
 Look for signs of jaundice and infection
 Provide instruction on discharge
 Referral of high risk newborn
 Kangaroo care
 Early and exclusive breastfeeding for 6 months
 Newborn Screening

Support Care Services

 Birth Registration
 Follow – up visit and care

ADOLESCENCE
General Health Assessment:
 BP/ Weight / Height
 Nutritional Status
 Risk Assessment (HEADSS)
 History / Physical Examination
Micronutrient Supplementation: Iron Folate Tablet
Deworming: Mebendazole or Albendazole
Promotion of Iodized Salt
Immunization: MR / Td/ HPV (Target Age Group)
Basic Diagnostic Tests

116
 Dental Assessment
Pap’s Smear and pelvic examination if sexually active
Counseling on:
 Nutritional Assessment
 Reproductive Health Assessment
 Fertility awareness, menstrual health issues, sexual and
reproductive health
 Adolescent male reproductive health issues
 Gender issues
 Voluntary counseling and testing for STIs and HIV

Prevention of Adolescent Pregnancy thru Health

Education and Counseling
 Conduct of Adolescent Health session among in- school
and out of school adolescents
 Conduct of Parental Education Session among parents
and adolescents

Referral of high risk adolescents to tertiary hospitals /

institutions for further assessment and management

EARLY CHILDHOOD
General Health Assessment:
 RR / Height / Length/ Weight
 Nutritional Status
 History / Physical Examination
Exclusive Breastfeeding until 6 months
Breastfeeding beyond 2 years old
Complementary feeding beginning at 6 months
Routine immunization
Micronutrient Supplementation: Vit A / Ferrous Sulfate
Dental assessment
Deworming
For sick children (Use IMCI Protocol)

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 RESPONSIBLE PARENTHOOD /MATERNAL. NEWBORN/
CHILD / ADOLESCENT HEALTH AND NUTRITION
CORE PACKAGE OF SERVICES

PRE- PREGNANCY
 Micronutrient Supplementation: Iron / Folic Acid
 Family Planning Services /=
 Cancer Screening
 IEC/ Counseling on Healthy Lifestyle
 Dental Assessment
 Information on Health Caring & Seeking Behavior

PREGNANCY
Provision of essential antenatal care services:
 Monitoring of BP, Height and weight, PR, RR, O2
Saturation
 Maternal Nutrition: 55/
Iron Folate Tablet
Deworming: Mebendazole or Albendazole
Promotion of Iodized Salt
Iodized Capsule
Calcium Carbonate
 Early detection and management of danger signs
 Provision of Td
 Oral Examination
 IEC/ Counseling on FP and LAM
 IEC/ Counseling on Healthy Lifestyle
 Information on Health Caring & Seeking Behavior
 Support Services:
Antenatal registration with Mother Baby Book
Assist client in filling up birth plan
Home visit and follow- up
 Diagnostic and Screening Tests:
CBC Typing / Urinalysis/ VDRL or RPR/ HbSAG
OGTT / HIV / Fetal Ultrasound/ / RPCR for
Covid 19

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  Assessment for : STI , Zika , Covid 19 and Other
emerging diseases
 Prevention and Management of other Diseases
 Referral of high risk cases

DELIVERY
Clean and safe delivery
 Monitoring progress of labor using partograph
 Identification and early signs and symptoms and
management of abnormalities: prolonged labor,
hypertension, malpresentation, bleeding, preterm labor
and infection
 Controlled delivery of head and active management of
3rd stage of labor

Basic Emergency Obstetric and Newborn Care

 Parental administration for Oxytocin
 Parental administration of loading doses of
anticonvulsants
 Parental administration of initial dose of antibiotics
 Performance of assisted delivery
 Removal of retained products of conception
 Manual removal of placenta

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 OFFICE OF NUTRITION SERVICES
To eradicate the so-called “Triple Burden of Malnutrition”, the
Nutrition Office and the City Nutrition Committee formulate
plans, programs and activities in accordance with the
Philippine Plan of Action (PPA) which is participatory, inter-
agency and multi-level in nature.

Nutrition related activities for malnourished members of the community is undertaken by

the Nutrition Services with the assistance of Barangay Nutrition Scholars.

Plan of action such as micronutrient supplementation,

provision of seedlings for home and school gardening,
nutrition education, advocacy in the use of fortified foods and
implementation of Infant and Young Child Feeding are
schemes designed to address current nutrition problem.

The deployment of Nutritionist-Dietitian at the district level and

Barangay Nutrition Scholars (BNS) at barangay level ensures
implementation and delivery of nutrition strategies. The
Nutritionist-Dietitian is responsible in planning, coordinating,
monitoring and evaluating nutrition responses. The BNS
deliver nutrition related services at barangay by caring for the
malnourished and nutritionally vulnerable such as pre-
schoolers, women of reproductive age, pregnant and lactating
women and senior citizens in the community.

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 OFFICE OF FAMILY PLANNING
The mandate of the Office of Family Planning is based on
Republic Act No. 10354 or “The Responsible Parenthood and
Reproductive Health” of 2012, wherein it provides universal
access to methods in contraception, fertility control, sexual
education, and maternal care in the Philippines. Responsible
parenthood is the shared responsibility between parents to
respond to the needs and aspirations of the family as well as
in achieving the desired number and timing of their children.

The office is responsible in conducting pre-marriage

counseling and aims from fertility reduction to health
intervention and addressing the unmet needs of women of
reproductive health in providing access to the use of all forms
of contraception and artificial methods of planning pregnancy.
The program enables couple to decide freely and responsibly
the number and spacing of their children and to have the
information and means to do so and to have a full range of
safe, affordable, effective, non-abortifacient modern natural
methods of family planning.

The Office of Family Planning Services provide counselling to reproductive women

availing the use of contraceptives or natural family planning method.

Their scope of work includes technical support and related

programs such as gender based violence at the community
level through partnership with the national agencies and other
stakeholders.

121
 DIVISION OF COMMUNICABLE
DISEASES

As the surveillance arm of the department in facilitating early

detection and control of communicable diseases, they are
responsible in the formulation of a long-term epidemiological
analysis. The statistical reports gathered from disease
reporting units provided essential information for planning
interventions to forecast disease occurrence as well as in
reducing disability, morbidity and mortality cases through
identification of appropriate response in times of emergency
or potential outbreaks in Manila.

A number of active programs on communicable diseases are

the following:

 Dengue Prevention and Control Program

 Rabies Prevention and Control Program
 Leprosy Control Program
 STD/HIV/AIDS Program
 Emerging/Re-emerging Infectious Diseases Program
 Vector Control

The long queue of patients seeking for rabies vaccine and clients transacting for
cemetery permits /payment of fees lined up in front of the Division of Communicable
Diseases.

122
 OFFICE OF PUBLIC CEMETERY
Manila boasts of two public large cemeteries in the
metropolis, the Manila North Cemetery and the Manila South
Cemetery.

The 54 hectares Manila North Cemetery is home to the

remains of famous key figures in Philippine history – from
presidents to artists, revolutionary heroes and noted
personalities. It was formerly known as Cementerio del Norte
and Paang Bundok.

The Manila South Cemetery, an area of 25 hectares, was

once owned by the Ayala, Roxas, Zobel family but it was
legally acquired by the city in 1925. Notable public figures
such as former mayor, congressmen, lawmakers and
celebrities are buried in the memorial park.

Processing of cemetery permits and fees is made at the Office of Public Cemetery.

123
 OFFICE OF TB CONTROL & PREVENTION

Tuberculosis is an infectious airborne bacterial infection that

has claimed the lives of many people and remains a public
health crisis especially among developing countries like the
Philippines. TB is curable and preventable but continues to
account as a health security threat due to Filipino’s lack of
awareness, faulty medical practices, stigma in society and
public/private dissonance. Tuberculosis is considered the
principal disease of poverty due to malnutrition and
overcrowding.

Under the TB program, diagnosis of the disease consists of

Symptom-based screening and Screening by Chest X-ray
while treatment consists of appropriate treatment regimen,
monitoring of treatment response and monitoring and
management of adverse events. The Delivery of TB Services
(DOTS) is a coordinated network of public and private health
facilities that provide a part of the entire spectrum of TB
services from prevention, screening, diagnosis and
completion of treatment.

The newly renovated Office of TB Control and Prevention located in Tondo formerly Patricia
Health Center.

124
The Division of TB Prevention and Control works in unison
with the national government’s commitment to the United
Nation’s Sustainable Development Goals and World Health
Organization’s affirmation to eradicate tuberculosis with their
End TB Strategy by 2030. Through the concerted effort of our
leaders, City Ordinance No. 8592 “Comprehensive and
Unified Policy for the Tuberculosis Control in the City of
Manila for a TB Free Manila” was approved by the incumbent
City Mayor and in accordance with NTP Manual of
Procedures, all health facilities of the Department shall
provide TB diagnostic, treatment and counseling services to
constituents of Manila free of charge.

125
 DIVISION OF INTEGRATED
NON-COMMUNICABLE DISEASES

The Office of Integrated Non-Communicable Disease is in

charge of implementing strategic plans and policies to
stagnate or reverse this emerging global health threat by
providing series of training on smoking cessation, healthy
lifestyle, mental health, package of essential NCD
intervention, risk assessment which also include free
provision of essential drugs and vaccine.

The common causes of cardiovascular diseases, cancer,

chronic respiratory diseases and diabetes are basically
attributed to excessive smoking, physical inactivity, alcohol
abuse, high consumption of sugar, salt and fats. There are
sustainable measures being undertaken to prevent non-
communicable diseases, among them include imposing
control on harmful alcohol use, raising taxes on tobacco and
legislating to curb smoking in public places, limiting
inappropriate marketing of unhealthy food and non-alcoholic
beverages to children.

OFFICE OF MANILA DRUG SUBSTANCE

ABUSE, TREATMENT AND
REHABILITATION
Pursuant to R.A. 9165 or Comprehensive Dangerous Drugs
Act of 2002 and other issued Executive Orders and
Memorandum Circulars as its legal basis, the DILG Memo
Circular 2018-125 provide Guidelines for the Implementation
of Community-based Rehabilitation Program.

Our health facility offers a holistic approach in treatment and

rehabilitation of drug dependents as we reintegrate them into
the society by reviving their dreams and empowering them
through individual counseling. Through close coordination
with the City Administrator’s Office who heads the Manila
Anti-Drug Abuse Office (MADAO), Manila has been able to
comply with the DILG’s Memo Circular on Drug Rehabilitation
and Treatment.

126
Our care for all people from all walks of life is boundless and limitless especially for those
so-called menace to society have been taken cared of at Manila Drug and Substance
Abuse Treatment and Rehabilitation.

127
128
 REFERENCES
1. CSC MC 01, S. 2017: Reiteration of the Policy on
Government Office Hours and the Administrative
Offenses of Frequent Unauthorized Absences (Habitual
Absenteeism); Tardiness in reporting for duty; and Loafing
from Duty during regular office hours

2. Revised Administrative Code of 1987 on the Civil

Service Commission

3. Revised Rules on Administrative Cases in the Civil

Service

4. R.A. 6713 “An Act establishing a Code of Conduct and

Ethical Standards for Public Officials and Employees”

5. R.A. 6425 “Comprehensive Dangerous Drugs Act of

2002”

6. CSC MC 10, s. 2020 Revised Interim Guidelines for

Alternative Work Arrangements and Support
Mechanisms for Workers in the Government During the
Period of State of National Emergency Due to COVID-19
Pandemic

7. CSC Res. No. 1100039 Policy Guidelines on the

Prohibition on the Consumption of Alcoholic Beverages
among Government Officials and Employees

8. R.A. 7877 “An Act declaring Sexual Harassment

Unlawful in the Employment, Education and for other
purposes”

9. R.A. 7160 “Local Government Code of 1991”

10. G.R. No. 160351 (April, 2006) Noel Villanueva vs.

People of the Philippines and Yolanda Castro case

129
11. R.A. 10951 - the law adjusting the amount or the value of
property and damage on which a penalty is based, and
the fines imposed under the Revised Penal Code. RA
10951 has amended the provisions under Act No. 3815,
or otherwise known as the Revised Penal Code (“RPC”)

12. Revised Penal Code of the Philippines

13. CSC MC 41 S 1998 Amendments to Rules I and XVI of

the Omnibus Rules Implementing Book V of the
Administrative Code of 1987 (Executive Order 292)

14. CSC MC 05 S 2021 Amendment to Omnibus Rules on

Leave (CSC MC No. 41, s. 1998, as amended) which
cover the provisions of the civil service rules on maternity
leave, paternity leave and adoption leave and prescribed
the use of the revised Application for Leave (CS Form No.
6, Revised 2020) and the Notice of Allocation of Maternity
Leave5 (CS Form No. 6a, s. 2020)

15. DBM Budget Circular 2018 - 1 Rules and Regulations on

the Grant of Uniform/Clothing Allowance (U/CA) to
Civilian Government Personnel

16. DBM Budget Circular 2016 – 4 Updated Rules and

Regulations on the Grant of the Year- End Bonus and
Cash Gift for FY 2016 and Years Thereafter

17. DBM Budget Circular 2017 – 2 Rules and Regulations on

the Grant of the Mid-Year Bonus for FY 2017 and Years
Thereafter

18. DBM Budget Circular 103 Rules and Regulations on the

Grant of Representation and Transportation Allowances

130
19. DBM-DOH Joint Circular No. 1 s. 2012. Regarding the
Rules and Regulations on the Grant of. Compensation -
Related Magna Carta

20. CSC MC 02 S 2016 Amendment to the Constant Factor

in the Formula Used for Computing Terminal Leave
Benefits (Section 40) and Computation of Leave
Monetization (Section 24) of the Omnibus Rules on Leave

21. COA Circular 2003 – 05 Accounting Guidelines and

Procedures on Collection and Deposit of Grants and
Donations

131
 Annex A
1. Grievance Form

GRIEVANCE FORM

____________________
Date Filed

______________________ ________________________
Name of Aggrieved Party Department/Bureau/Office

_____________________ ___________________________
Position Title/Designation Aggrieved Party’s Immediate Superior

Nature Subject of Governance:

______________________________________________________
______________________________________________________
______________________________________________________
______________________________________________________

Action Desired:
______________________________________________________
______________________________________________________
______________________________________________________

_____________________________
Signature of Aggrieved Party

132
 Annex B

1. Grievance Agreement Form

GRIEVANCE AGGREEMENT FORM

Name of Parties to a Grievance _____________________________

Nature of Grievance _____________________________
Steps toward Settlement _____________________________
______________________________________________________
______________________________________________________
______________________________________________________
______________________________________________________

Agreement/s Reached
______________________________________________________
______________________________________________________
______________________________________________________

We promised to abide by the above-stated agreement.

__________________________ __________________________
Aggrieved Party Subject of Grievance

______________________________
Chairman Grievance Committee

133
 Annex C
1. Certificate of Final Action on the Grievance

CERTIFICATE OF FINAL ACTION

ON THE GRIEVANCE

This certifies that the grievance filed by _______________________

(Aggrieved Party)

on ___________________ has been acted upon by this Committee

on ___________________

Final Action taken: ____________________________________

____________________________________

______________________________
Chairman Grievance Committee

134
 Grievance Procedural Flow Chart

IMMEDIATE SUPERIOR/ HEAD

OF DIVISION

DECISION:
Satisfactory (3 working days
SETTLEMENT from receipt of
complaint)

Unsatisfactory

DEPARTMENT HEAD/
CHIEF OF OFFICE

DEPARTMENTAL
GRIEVANCE COMMITTEE

DECISION:
(5 working
Satisfactory
SETTLEMENT days upon
submission)
w/ CFAG

Unsatisfactory

CITY GRIEVANCE
COMMITTEE

10 days
investigation.
Satisfactory DECISION:
SETTLEMENT 5 working days
after investigation
w/ CFAG

Unsatisfactory

CITY MAYOR
DECISION:
Satisfactory 10 working
SETTLEMENT days after
receipt of
grievance.
w/ CFAG
Unsatisfactory

CSC Regional Office

CFAG – Certification on the Final Action on Grievance 135
136