CSC RO V ANNUAL NARRATIVE

REPORT OF ACCOMPLISHMENT

CY 2012

KAWANI, IKAW AY ISANG LINGKOD BAYANI

2012 ANNUAL NARRATIVE REPORT OF ACCOMPLISHMENT

CIVIL SERVICE COMMISSION-RO5

In 2012, stream of news, speculations and even prophecy circulated all over the world. But Civil Service Commission – Regional Office No. 5 started its journey to reach the CSC’s vision by 2030 of being the “Asia’s leading center of excellence on strategic Human Resource and Organizational Development”. Even the apocalyptic prophecy that on December 21, 2012 would be the end of the world did not even bother us. Instead, our passion to hit our regional targets made us all busy.

At the start of the year, we laid the foundations by working on the following strategic initiatives: massive conduct of Report Card Survey (RCS) and ARTA Watch, assisting agencies improve their frontline services so they would be conferred seal of excellence, marketing the honor awards program, strengthening our ICT capability, managing and generating resources through non-traditional means.

Guided by the new vision, mission, roadmap and scorecard, we no longer do things in routine

the way we used to do it, instead, we shifted our gears and we do not do our business now as usual.” Of course, it was not easy for everyone but anything and everything is possible with proper guidance and inspiration from the Almighty.

Our accomplishments for the year were on the two (2) KRA’s under Executive Order No. 43 which is part of the social contract of President Aquino. Thus, our efforts are geared towards Good Governance and Security, Justice and Peace. The following are our accomplishments in the various MFO’s : MFO No. 1 – Legal Services It mainly consists of the its exercise of quasi-judicial powers as a constitutional body – from adjudicating administrative disciplinary cases, formulation of opinions and rulings and the rendering of legal counselling, investigation and litigation as well as training on legal matters.

Performance Indicator Target Accomplishment

Percentage of disciplinary cases and non-disciplinary cases for CY 2012 resolved within 40 days from the time the case is ripe for resolution

60% of disciplinary and non-disciplinary cases for CY 2012

submitted/ripe for resolution resolved within 40 days

Disciplinary Cases -28 Non-disciplinary – 303 Total cases 331

Average days-40

Disciplinary Cases- 46 Non-disciplinary Cases- 501 Total Cases 547 (165.20%) Average days – 20.90 days

Percentage of PY Disciplinary & Non-Disciplinary Cases Resolved from the time the case is ripe for resolution

60% of PY disciplinary & non-disciplinary cases resolved or

187

300 cases or 96.15%

No. of opinions and rulings rendered within 10 days from receipt of request over received

100% of requests acted upon within the average of 10 days Total request received for the

year is 154

154 opinions rendered or (100%) in an average of 7.94

days

The cases resolved mostly involved grave misconduct, conduct prejudicial to the best interest of the service, willful failure to pay just debt, serious dishonesty and oppression. MFO No. 2 – Examination and Appointments Services This pertains to the critical mandate of the CSC in developing, enhancing, controlling, supervising and coordinating pertinent schemes in granting of civil service eligibility such as, but not

limited to the administration of civil service examinations and conferment of civil service eligibilities through special laws. It also includes processed and/or reviewed appointments for various agencies. We are fortunate that two Bicolanos belong to the top ten in the October 12, 2012 Civil Service Examination-Professional Level from among the 11,449 examinees who passed the said examination . Mr. Mark Anthony B. Pelaez topped the Professional level while Mr. Ed Mari Cedric C. Cornejo ranked no. 7.

Performance Indicator Target Accomplishment

No. of exam applicants acted upon

14,908 16,049 (107.65%)

No. of CSC-PPT examinees 14,327 15,554 (108.56%)

No. of eligibilities granted under special laws

100% of those received or 551 551 (100%)

No. of appointments acted upon within the prescribed time

17,087 in 3 working days 16,778 (98.19%) in 3.15 working days (98.95%)

It also conducted other civil service examinations such as the Foreign Service Officer’s Examination, Penology Examination and Qualifying Examination for LSP-MD for a total of 162 examinees. MFO No. 3 – Personnel Policies and Standards Services This MFO supports the PDP’s intention to rebuild the people’s trust in government and to strengthen democratic institutions. As such, CSC administers government-wide Honor Awards Program and Public Assistance Client’s Relations Program- the Mamayan Muna Program. Under this, the Regional Office reviews personnel mechanisms within the context of the merit and rewards policies. The Program to Institutionalize Meritocracy and Excellence in Human Resource Management (PRIME-HRM) instils the values, standards and mechanisms to manage the bureaucracy’s human resources better through rewards, recognition and empowerment and continuous development.

Performance Indicator Target Accomplishment

Percentage of agencies revalidated under PRIME-HRM

10% of accredited agencies or 9 accredited agencies

25 agencies or 250%

No. of employees recognized and nominated

15 20 (133%)

We came out with a Regional Awards with two categories: “Best HRM Practice” and “Bayaning

Kawani Award”. The latter with sub-categories –individual and group which was awarded last September 21, 2012 at Hotel St. Ellis, Legazpi City in celebration of the 112th Anniversary of the Philippine Civil Service which was graced by no less than Commissioner Robert S. Martinez.

Of our twenty (20) nominees to the National Honor Awards Program, two (2) made it as

finalists under the Dangal ng Bayan Award. We likewise continued to award the Gantimpala Agad Award, a component of the Mamayan

Muna Program or the Aksyon Agad Para sa Taumbayan. This year’s recipients were the Philippine National Police and Legazpi City Fire Station. MFO No. 4 – Human Resource Development Services This reflects the direction of the CSC to achieve high quality public service by contributing to the development of competent and credible civil servants. It also includes efforts to help enhance workforce productivity by helping increase harmony, morale and wellness in the workplace. The CSC Regional Office conducts training programs, evaluates them and administers other human resource development programs both for employees of other agencies and its own staff. It also administers government scholarship – local scholarship program- masteral degree (LSP-MD) for qualified government employees.

Performance Indicator Target Accomplishment

Percentage of agencies with 3 HR components (Organizational Profile,HR System Check & Health and Wellness Assessment

12.5% of total accredited agencies or 11

26 or 236%

No. of personnel trained 679 2,912

The Men and Women’s Forum, 2nd Regional Convention of HRMP’s and the 2nd Luzon-wide

Convention of HRMP’s were among those conducted. The 2nd Luzonwide Convention was hosted by this Regional Office. This year’s theme was “Enabling HRMP’s to Respond Stategically to the Challenges of the 21st Century” which was held at Villa Caceres, Naga City on October 2-4, 2012 with a total 1013 HRMP’s attending coming from Regions 1,2, 3, 4, 5, and CAR. CSC Commissioner Robert S. Martinez and Assistant Commissioner David E. Cabanag, Jr. graced the occasion. Comm. Martinez talked on the HR and OD’s critical role in upgrading the standard of Public Sector Governance. He enlisted the support of all HRMP’s in charting the course of ultimately making the Philippine Civil Service truly responsive, accessible, courteous and effective. A number of CSCRO5 offcials and staff were nominated and sent to attend various trainings, seminars, conferences and forums to enhance their competencies and at the same time unleash their potentials. The leadership program called CSC Leadership and Coaching Brand was not only given to top executives but was cascaded down to nien(9) first line supervisors and the assistant division chiefs last November 22-23, 2012. MFO No.5 – Personnel Discipline and Accountability Enhancement Services Pursuant to R.A. 9485, the CSC implements the Report Card Survey (RCS) in coordination with the Civil Society Organization and/or other public sector organizations. It is one of the priority interventions since the Philippine Development Plan has targeted to increase the number of agencies with Very Satisfactory (VS) ratings through its Anti-Red Tape Act-RCS. With CSC’s oversight functions, it enabled us to work out and enforce policies, standards, rules and regulations on discipline and accountability, as well as evaluated programs, inspect and audit personnel activities. Agencies were directed to adopt the Strategic Performance Management System (SPMS). The table below shows the total number of agencies assisted which consist of those agencies which failed in the ARTA-Report Card Survey as well as those agencies that need to make their SPMS functional.

Performance Target Accomplishment

Percentage of agencies which failed in ARTA-RCS assisted and conducted Service Delivery Excellence Program (SDEP)

10 agencies 13 or 130%

Percentage of high density/most complained agencies surveyed under ARTA

18 20 agencies or 111%

Percentage of agencies with functional SPMS

20% of agencies of jurisdiction as of 2011 or 33

33 agencies or 100%

For this year, two (2) agencies were conferred the Citizen’s Satisfaction Center (CSC) Seal of Excellence Award namely: National Statistics Office-Naga City Branch and Social Security System (SSS)- Virac Branch. A wall-mountable glass seal and a cash Award of P70,000.00 were given during the simple awarding rites. One hundred % or fifty-one (51) agencies were subjected to ARTA Watch conducted both by the Regional and Field Offices either headed by the Regional Director, Assistant Regional Director and/or Director II making surprise visits to government offices during lunch time to check whether

agencies comply with the “No Noon break” policy and other provisions under the ARTA such as the posting of Citizen’s Charter (CC), implementation of the anti-fixer measures, and the establishment of a Public Assistance and Complaints Desk (PACD). No less than the top officials namely: CSC Chairperson Francisco T. Duque III and Commissioner Robert S. Martinez conducted it at the Legazpi City Health Office and Philippine Health Insurance Corporation last August 17, 2012 and at the National Statistics Office on September 21, 2012, respectively. This was done to raise the quality of frontline service delivery. Complementing the ARTA Watch is the government’s main helpdesk for the public called “Contact Center ng Bayan” or CCB which provides clients an avenue where they could report complaints or even feedbacks about the quality of government frontline service. It was launched on September 27, 2012 during the Philippine Civil Service Anniversary. It is technology based which can be accessed through PLDT, SMART and Digitel Landlines from Mondays to Fridays from 8 a.m. to 5:00 p.m. It also utilizes text messaging using TEXTCSC – 0917-8398272.. The Public Assistance and Liaison Division and the various Field Offices had actively disseminated regionwide the CCB by hanging tarpaulin which contains the contact nos. covering the various concerns such as:

Fixing or collusion with fixers Disruption of service during lunch break Unmanned Public Assistance and Complaints Desk No Citizen’s Charter within the agencies premises Imposition of additional fees or requirements not stated in the Citizen’s Charter Discourteous frontline service staff No special lane for elderly, pregnant women, and persons with disabilities (PWD’s) No official receipt Failure to attend to client or act on application/request without due cause Other causes of poor quality service

The abovementioned MFO’s are all part of the Results Based Performance Management System (RBPMS) for CY 2012. SUPPORT TO OPERATIONS: The CSCRO5 went through the RCS just like other agencies on an annual basis initially conducted by CSC personnel of other regional or central offices. CSC-Regional Office No. 5 got the highest rating of 93.67 equivalent to Excellent Rating after validation by the Office for Strategy Management (OSM) among the 16 Regional Offices. Our target of increasing our income by 40% based on the net income of last year was surpassed by 181% which made us possible to sustain and maintain our operating expenditures given the limited budget under the General Fund. Part of our social media relations is the weekly program “Ugnayan sa Himpapawid” in coordination with the Philippine Information Agency which is done every Friday which discusses various issues on civil service matters. This is aside from the radio and TV guestings attended by CSCRO5 officials and employees with radio and TV stations all over Bicol Region. We also released monthly the Bicol Racer which is our official in-house publication plus the facebook account created in January 2012 which we have maintained and was linked to the CSCRO5 website: www.cscro5.wordpress.com. OTHER INITIATIVES: The Regional Office and the Field Office as well led the celebration of the 112th Anniversary of the Philippine Civil Service with a R.A.C.E to Serve Fun Run, both for fun and a cause; Tree Planting, Blood Donation (Dugo Mo, Tabang Mo), A One-Stop-Shop through the “Government Express Goes to the Mall” held at Metro Gaisano Mall,Legazpi City; Regional Awarding Rites and Employees Day.

Government Executives, employees and even private persons joined the Night Fun Run. Net proceeds from the fun run amounted to P20,869.55 which was deposited to the CSC Pamanang Lingkod Bayani. It has also led the Symposium on the “No Smoking Policy” with Asst. Commissioner David E. Cabanag, Jr dubbed “RACE Towards a Smoke-Free Civil Service: Implementation of CSC MC No. 17, s. 2009 and Salient Features of Joint CSC-DOH MC No. 2010-01” held on August 29, 2012 at Hotel Venezzia, Legazpi City. The symposium is part of the initiative of the Commission to raise the awareness on MC No. 17, s. 2009 and other pertinent laws and issuances protecting people from the harmful effects of smoking. It had engaged the support of the Smoke-Free Albay Network and the DOH being our partners in this advocacy. It was highlighted with the signing of the Covenant of Commitment of all the participating agencies in the region. This somehow influenced and inspired the local government units and private sectors to support our advocacies by passing ordinances particularly Albay Province which publicly launched the Anti-smoking ordinance last November 19, 2012 in order to ensure healthy lifestyle as well as protect the environment. The establishment of the Multi-Sectoral Advisory Council (MSAC) at the Regional level was done on May 11, 2012 and this was followed by the creation of the Provincial MSAC at six Field Offices in their respective Provinces with its own set of officers. With periodic meetings, CSCRO5 was able to draw valuable inputs on how to better services and organizational effectiveness taking into consideration its target as reflected in the CSC Scorecard. Through partnership with the students of the Bicol University and the Pinoy Power, a Memorandum of Agreement was forged between these organizations to serve as our partners in the conduct of ARTA-RCS. Another partnership was formed in November 12, 2012 with the Philippine National Police through a Roundtable Discussion where the proposed approaches or actions were reduced into a draft Memorandum of Agreement in our desire to better the rate the efficiency and effectiveness in terms of processing appointments where majority of the Albay Field Offices bulk of appointments come from aside from those received from DepEd. It continuously organized GAD activities such as the conduct of Gender Sensitivity Seminar to agencies, continuous campaign against violence against women and children by actively participating in the activities of the Regional Inter-Agency Committee on Violence Against Women and Children (RIACAT-VAWC). It has also taken active role in the inter-agency activities that pertains to the national greening program and social welfare learning networks which serve as our partners in marketing our HRD activities. All these were made possible because everyone shared the vision of a bureaucracy that epitomizes service and heroism for the good of the whole nation and the Filipino people.

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