URBAN & METROPOLITAN REVIEWER FOR PRELIM EXAM

(Section 77, Title III LGC) “The chief executive of every local government units hall be responsible for human
resources and development in his unit and shall take all personnel actions in accordance with the Constitutional
provisions on civil service, pertinent laws, and rules sand regulations thereon, including such policies guidelines
and standards as the Civil Service Commission may establish.”

(Art 168(j) Section 12 of the IRR LGC) “No person shall be appointed in the local government career service if
he/she is related within the fourth civil degree of consanguinity or affinity to the appointing or recommending
authority.”

(Sec. 1 Rule XIV of the Omnibus Rules Implementing Book V of EO 292) “No officer or employee in the Civil Service
shall be removed or suspended except for cause as provided by law and after due process." TYPES OF LGU in the
Philippines

1. Provinces
2. Cities
3. Municipalities
4. Barangays

4Rs of Public Personnel Administration

1. Recruitment
2. Retention
3. Rewards and Recognition
4. Retirement

KINDS OF APPOINTMENT IN CS

1. Permanent – meets all the minimum requirements., enjoy security of tenure

2. Temporary – not more than (1) year., only in the absence of qualified eligibles actually available as certified to by the CS Regional / Field Office.
3. Substitute – issued only if the leave of absence of the incumbent is at least three (3) months.
4. Coterminous – based on trust & confidence of the appointing authority
5. Casual – only essential and necessary services where there are not enough regular staff to meet the demands of the services.
6. Contractual – undertake a specific work or job for a limited period not to exceed (1)year.
7. Job Order – piece of work or intermittent job of short duration not exceeding six (6)months paid on a daily basis for local projects authorized by
the Sangguniang concerned.

GUIDELINES ON RECRUITMENT

1. Organizational Structure
2. Budgetary Limitations
3. Identify Vacant Positions
4. Determine if vacancy should be filled up 5. Screening of Qualified Applicants

Retention in the CS: good performers in public service is critical to the running of a successful and healthy good
government. As a good manager, the LCE would agree that retaining his best employees ensures public
satisfaction because of effective and efficient public service delivery.

Employee Welfare Benefits: Unless otherwise disqualified by any issuance to pertaining a particular grant of
monetary benefit every employee is entitled to the following benefits:

1. Monetization of leave credits – refers to payment in advance under prescribed limits and subject to
specified terms and conditions of the money value of leave credits of an employee upon his/her request
without actually going on leave.
2. Leave Benefits

TYPES OF LEAVE

1. Anti-Violence Against Women and Their Children (VAW-C) Leave

➢ this is a paid leave of absence up to ten (10) days.
2. Forced/Mandatory Leave
➢ 10 days or more vacation leave credits., minimum of five (5)working days annually under certain conditions.
3. Maternity Leave
➢ female government employee legally entitled thereto in addition to vacation and sick leave.
4. Paternity Leave
➢ married male allowing him not to for work for seven (7) days while continuing to earn the compensation therefore, on the condition that
his legitimate spouse has delivered a child or suffered a miscarriage, for purposes of enabling him to effectively lend care and support to
his wife before, during and after childbirth as the case maybe and assist in caring for his new-born child.
5. Rehabilitation Leave
➢ leave of absence on account of wounds or injuries incurred in the performance of duty must be made on the prescribed form, supported
by the proper medical certificate and evidence showing that the wounds or injuries were incurred in the performance of duty.
6. Relocation Leave
➢ special leave privilege granted to official / employee whenever he/ she transfers residence.
7. Sick Leave
➢ granted only on account of sickness or disability on the part of the employee concerned or any member of his/her immediate family.
8. Solo Parent / Parental Leave
➢ mean leave benefits granted to a solo parent to enable him/her to perform parental duties and responsibilities where physical presence
is required.
9. Special Privilege Leave
➢ may avail offer a maximum of three (3) days annually over and above the vacation, sick, maternity and paternity leaves to mark personal
milestones and/or attend to filial and domestic responsibilities.
10. Study Leave
➢ this is a time-off from work not exceeding six (6) months with pay. For completion of master’s degree, the study leave shall not exceed
four (4) months.
11. Terminal Leave
➢ 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. Request for payment of terminal leave benefits must be brought within ten (10) years from the time the
right of action accrues upon an obligation created by law.
12. Vacation Leave
➢ granted for personal reasons, the approval of which is contingent upon the necessities of the service.

3. Other Benefits
1. 13thMonth Pay
2. Cash Gift
3. Personal Economic (PE)
4. Relief Allowance (RA)
5. Anniversary Bonus
6. Amelioration
7. Productivity Incentive Bonus (PIB)
8. Hazard Pay (if applicable)
9. Clothing Allowance / Uniform Allowance
10. Representation and Transportation Allowance(RATA), if applicable
11. Loyalty Pay
12. CNA initiated benefits
13. Laundry Allowance (if applicable)
14. Relocation Allowance
15. Family Visit
 16. Step-Increment
17. Night-Shift Differential
18. Overtime Pay or Compensatory Time-Off
19. Retirement Benefits

Performance Management

a. Performance management is the systematic process by which an agency involves its employees, as
individuals and members of a group, in improving organizational effectiveness in the
accomplishment of agency mission, vision and goals.

Employee Discipline

b. Sec. 1 Rule XIV of the Omnibus Rules Implementing Book V of EO 292 states that,
“No officer or employee in the Civil Service shall be removed or suspended except for cause as
provided by law and after due process.”

Classification & Examples of Administrative Offences

1. GRAVE OFFENSES
(1) Dishonesty
(2) Gross neglect of duty
(3) Grave misconduct
(4) Nepotism
(5) Oppression
(6) Falsification of official document
(7) Disgraceful & Immoral conduct
(8) Refusal to perform official duty
(9) Gross insubordination
(10) Disclosing or misusing confidential

2. LESS GRAVE OFFENSES

(1) Simple neglect of duty
(2) Simple misconduct
(3) Insubordination
(4) Habitual Drunkenness
(5) Gross discourtesy in the Course of Official Duties

3. LIGHT/MINOR OFFENSES
(1) Discourtesy in the Course of Official Duties
(2) Gambling prohibited by Law
(3) Refusal to Render Overtime Service
(4) Borrowing Money by Superior Officers from subordinates
(5) Willful Failure to Pay Just Debts

PENALTIES FOR ADMINISTRATIVE OFFENSES

1. Dismissal or removal from the service

2. Demotion in rank
3. Suspension of from one (1) day to one (1) year without pay
4. Fine equivalent to six (6) months
5. Transfer
6. Reprimand