MSAC 1st Quarter Meetingedited

7/28/2019 MSAC 1st Quarter Meetingedited

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Dear Lord, we come before Youasking for Your wisdom. You saidin Your Word that if anyone lacks

wisdom, he could ask andYou would give it liberally.

Lord, give us wisdom, guidance

and direction to properly manageour responsibilities, anddiscernment to balance

worship, work, family, play

and rest in our lives.Lord, help us to operate in wisdomand understanding in every area ofour lives, as we are gathered here

today in this meeting.


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No matter how big or smallthe task, Lord, we ask for Your

wisdom to guide us in thisundertaking.

Let Your wisdom teach ushow to properly manage our

time and support one anotherso that we will accomplish

the task successfully.Let Your wisdomflow through us.


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Help us to speak Your words

of encouragement andinspiration to others.

We thank You Lord, that as we

operate and function inwisdom, our steps are ordered

and directed by You.

In Jesus name, we pray.Amen.


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CSC, Regional Office No. 1

March 21, 2013


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Updates on CSCs Major Programsand Initiatives

Strategic Partnership

- PETSA for Teachers

- Program for Newly Elected Officials (Proposed)

Plan of Action for 2013

Other Matters


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STRATEGIC INITIATIVES & ACCOMPLISHMENTS

CSC RO1Journey toP G S


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Anti-Red Tape Act-Report Card Survey(ARTA-RCS) Strategic Performance Management System(SPMS)Human Resource Plan (HR Plan)

Program to Institutionalize MeritocracyAnd Excellence (PRIME-HRM) Honor Awards Program (HAP)

RACE Towards Smoke-Free Civil Service


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The Citizens Charter must beposted as information billboards at

the main entrance or mostconspicuous place and in published

materials.


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Public Assistance and

Complaints Desk should

be set up and attendedto by knowledgeable

personnel even during

breaktime.

All officers and employees

transacting with the publicshould wear an easy to

read Identification

Card/nameplate


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The Report Card Survey

initiated by the Civil Service

Commission ..

shall be used to obtain

feedback on how provisions in

the Citizens Charter are being

followed and how the agency is

performing.

shall also be used to obtain

information and/or estimates of

hidden costs incurred by clients toaccess frontline services which

may include, but is not limited to,

bribes and payment to fixers.


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Sector Citizens

Charter

PACD Anti-fixing

Campaign

NGA 94.92.% 94.92% 94.92%

LGU 100% 100% 100%

GOCC 91.67% 91.67% 91.67%

SUC 100% 100% 100%


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Agency SurveyedRating

Numerical Adjectival

BIR- RDO 4, Calasiao, Pangasinan 83.85 Good

BIR-RDO 5, Alaminos City, Pangasinan 82.32 Good

Land Transportation Office-Agoo, LaUnion 82.26 Good

ITRMC , San Fdo. La Union 81.7 Good

BIR-RDO 1, Laoag City, Ilocos Norte 76.2 Failed

BIR-RDO 2, Vigan City, Ilocos Sur 89.76 Good

GSIS Satellite Office, Candon City 80.81 Good

GSIS, Vigan City 72.55 Failed

GSIS, Regional Office No. I, Laoag City 76.99 Failed

BIR RDO 6 - Urdaneta City 88.1 Good

Land Transportation Office-Urdaneta City 90.34 Excellent

SSS, Laoag City 80.41 Good

SSS, Dagupan City 80.04 Good

SSS, Urdaneta City 79.57 Acceptable

SSS, Alaminos City 71.96 Failed

SSS, Vigan City 66.33 FailedDOH, Region 1 Medical Center 80.08 Good

DOH, Mariano Marcos Hospital 79.52 Acceptable

LTO-Dagupan City 81.93 Good

LTO-Lingayen, Pangasinan 81.31 Good

DOH, ROI 88.02 Good

LTO, Naguilian, LU 87.74 Good

LTO, San Carlos City 79.81 Acceptable

DTI, Pangasinan Field Office 75.19 Failed

DTI, Ilocos Sur Field Office 87.63% Good

Philhealth, Candon City 81.23% GoodDTI, Ilocos Norte Fied Office 76.93% Failed

LTO, Laoag City 83.90% Good

LTO, Candon City 78.2 Acceptable

PHILHEALTH, Urdaneta City 85.77% Good

LTO, Vigan City 85.82% Good

PHILHEALTH, Vigan City Sub-office 80.08% Good

PHILHEALTH, Laoag City 87.95% Good

PHILHELATH, La Union 80.52% Good

DTI, La Union 86.13% Good

Excellent Good Acceptable Failed

1 23 4 7

Accomplishments


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The ARTA Watch is a mechanism being used by

the Commission to promote awareness and

intensify the level of compliance of government

offices with the provisions of the Anti-Red Tape Actof 2007.

ARTA Watch also serves as a supportmechanism to the Report Card Survey (RCS),

as it validates its results and provides a venue

to discuss agency rating and intervention, if

necessary.


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NGA LGU GOCC SUC

DOLE, I Sur

DOLE RO

LTO, ROI

Philhealth, Dagupan CityBOC, Ilocos Sur

LTFRB

LTO, Dagupan City

DTI, Dagupan City

SSS, Laoag City

GSIS, Laoag City

BIR, Laoag City

SSS, Ilocos SurGSIS, Ilocos Sur

BIR, Ilocos Sur

LTO-Naguilian, LU

DOH-ITRMC

DOH ROI

LTO-Agoo, LU

LTO Urdaneta City

PHILHEALTH, Urdaneta City

BIR, Urdaneta City

LRA-Lingayen, Pang

PHILHEALTH, Ilocos Sur

LTO-Vigan City

DepED-Juan C. Laya NHS

DepEd-Benigno V. Aldana NHS

DepEd San Quintin District

Tayug NHS

DepEd Umingan District

PGO-Ilocos Norte

LGU-Laoag City

LGU-Caba, LULGU-San Gabriel

LGUs-Naguilian

LGU-Binmaley, Pang

Urdaneta City WD

Pozorrubio WD

Rosales WDSta. Maria WD

Villasis WDAsingan WD

Alcala WD

Mariano Marcos

Hospital


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ystem

erformance

trategic

anagement


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The PMS is focused on linking individual

performance vis--vis the agencys organization

vision, mission, and strategic goals.

It is envisioned as a technology composed of

strategies, methods and tools for ensuring

fulfilment of the functions of the offices and itspersonnel as well as assessing the

accomplishments.

It is a mechanism that ensures that the employees

achieves the objectives set by the organization,on the other hand, achieves the objectives that it

has set itself in its strategic plan.


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Aligns strategic activities to strategic plan

Provide basis for process improvements

Identifies best practices

Supports better and faster budgetdecisions

Why manage performance Provide basis for process improvements


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HUMAN RESOURCE PLANNING


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Human Resource Process


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Program to Institutionalize Meritocracy andExcellence in Human Resource Management

(PRIME-HRM)


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The PRIME HRM is a program that integrates and

enhances the Personnel Management Assessment

and Assistance Program (PMAAP).

It is a mechanism to continuously capacitateagencies in the performance of their human

resource management functions.

Recognize best practices in the various areas of human

management in the Philippine public service.


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OBJECTIVES:

PRIME-HRM is a program to inculcatemeritocracy and excellence in the public servicehuman resource management through aprogram of reward, recognition, empowerment

and continuous development.

The program aims to:

1. Assess the Human management practicesand capabilities of agencies

2. Serve as search mechanism for best

practices in the human resource management


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3. Promote and serve as venue for exchange

and development of expertise in the area of

human management between and among

government agencies

4. Empower agencies in the performance of

human resource management functions and

5. Promote and reward excellent human

resource management practices


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Nationwide Search for

Outstanding Public Officials and Employees


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The Civil Service Commission(CSC) administers the annualHonor Awards Program (HAP)in accordance with its

constitutional mandate toadopt measures to promotemorale, efficiency, integrity,responsiveness and

courtesy in the civil service,as well as to strengthen the

merit and awards systems.

The HONOR AWARDS PROGRAM


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AWARD CATEGORIES:

1. Presidential Lingkod Bayan award

(Individual and Group/Team)

2. Outstanding Public Officials and

EmployeesorDangal ng Bayan award

3. Civil Service Commission Pagasa award

(Individual and Group/Team)


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SCOPE OF THE AWARD

Career officials &employees

Non-career officials &employees

Appointive barangayofficials & employees(Subject to the conditions set by existing CS law andrules)


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Smoking Prohibition on 100%Smoke Free Environment Policy


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1987 Philippine Constitution(Article II, Sections 15 &Article IX,Section 3)

CSC MC 30, S. 1991

CSC MC NO. 30, S. 1994

LAWS WHICH SERVED AS BASES OF ISSUINGTHE CSC SMOKING PROHIBITION POLICY.

REPUBLIC ACT NO. 8749 (CLEAN AIR ACT)

WHO- FRAMEWORK CONVENTION ON

TOBACCO CONTROL OF 2003

REPUBLIC ACT NO. 9211 ( AN ACT

REGULATING THE PACKAGING, USE,

SALE, DISTRIBUTION AND

ADVERTISEMENTS OF TOBACCO

PRODUCTS AND FOR OTHERPURPOSES.)

EXECUTIVE ORDER NO. 292

Book V, Section 1


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PROHIBITION


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SIMPLE MISCONDUCT

A TRANSGRESSION OF SOME

ESTABLISHED AND DEFINITE RULE OF

ACTION MORE PARTICULARLY,

UNLAWFUL BEHAVIOR OR GROSSNEGLIGENCE BY A PUBLIC OFFICER.

Penalty: 1st Offense: Suspension 1mo and 1day to 6months

2nd Offense: Dismissal


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JOINT CSC AND DOH MC 2010-01

(PROHIBITION AGAINST TOBACCO INDUSTRYINTERFERENCE IN THE BUREAUCRACY)

PUBLIC OFFICIALS AND EMPLOYEES SHALL LIMIT

THE INTERACTIONS WITH THE TOBACCOINDUSTRY TO THOSE STRICTLY NECESSARY FOR

I T S R E G U L A T I O N A N D T O E N S U R E T H E

TRANSPARENCY OF THOSE THAT OCCUR.


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PREVALENCE OF SMOKING in

Government Agencies in Region 1

(As of December 2011)


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Agencies with submitted ANTI-SMOKING REPORTS (REGION 1)

Agencies under LGU NGA SUC GOCC WD TOTAL

Ilocos Norte Field Office 18 7 1 0 5 31

Ilocos Sur Field Office 33 24 3 0 5 65

La Union Field Office 6 21 1 0 0 28

Lingayen Field Office 14 11 1 0 6 32

Urdaneta Field Office 12 8 0 0 14 34

TOTAL 83 71 6 2 30 190

REGION 1

LGU, 83

NGA, 58

SUC, 6

GOCC, 2

WD, 30 Note:No. of NGAs include DepEd Schools

INFO 4

ISFO 16

LUFO 3

LFO 5

UFO 6

TOTAL = 34


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REGION 1

Percentage of Smokers vis--vis Total No. of Employees in Region 1(as of December 2011)

Agencies underNo. of Employees No. of Smokers % of

SmokersM F TOTAL M F TOTAL

Ilocos Norte Field Office 2257 2326 4583 493 51 544 12%

Ilocos Sur Field Office 3435 3652 7087 622 61 683 10%

La Union Field Office 2421 2605 5026 303 26 329 7%

Lingayen Field Office 1670 1768 3438 238 18 256 7%

Urdaneta Field Office 1062 1156 2218 315 22 337 15%

TOTAL 22352 2149

Percentage of Total No. of Smokers vs. Total Employees (with submitted reports) = 10%

Note:

No. of agencies/offices with report but did not indicate total no. of employees = 14


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2000

2050

2100

2150

2200

2250

2300

2350

2400

Before

After

2397

2149

Number of smokers before and after

implementation of CSC MC. 17, s. 2009

A decrease of 248 or 10.35%

of the total number of

smokers in Region 1 were

reported to have

quit/stopped smoking after

implementation of CSC MC.

17, s. 2009.

248

REGION 1


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REGION 1

Below 20 20-29 30-39 40-49 50-59 60 &

above

Not

Indicated

0.09% 11%

20%

29% 26%

7% 7%

Percentage of Smokers according to AGE

Elem. HS Vocational Undergraduate College Degree Graduate

Studies

Not Indicated

2% 22%9% 14%

42%5% 6%

Percentage of Smokers according to

EDUCATIONAL ATTAINMENT

f k d


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REGION 1

1st 2nd 3rd Not Indicated

66%

27% 0.47%7%


LEVEL OF EMPLOYMENT

Permanent Temporary Casual Substitute Contract of

Service/JO

CoTerminus Elective

Official

Not

Indicated

57%

1% 12% 0%21%

2% 6%2%

Percentage of Smokers according toSTATUS OF EMPLOYMENT

R 1


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Less

than 5

5-14 15-24 25-34 35 &

above

NI

16%

44%

27%

2.4% 1.7%9%


NUMBER OF STICKS CONSUMED DAILY

Less than 10 10-19 20-29 30-39 40 & above NI

47%

23%16%

7%0%

6%


NO. OF YEARS IN GOVERNMENT SERVICE

Less

than 5

5-9 10-19 20-29 30-39 40 &

above

NI

15%18%

25%

20%

9%

2%

11%


NO. OF YEARS SMOKING

REGION 1

MSAC 1st Quarter Meetingedited

Documents

Transcript of MSAC 1st Quarter Meetingedited