V.

DISCUSSIONS

The authors anchored the proposed bill from the aforementioned issues and

circumstances prevalent to the society.

Among the issues raised by agencies, the common concern is the insufficiency of

workforce which is the main problem of this paper as showed in Illustration I. This

problem can cause a domino effect towards the workers, agency, its beneficiaries and the

entire country. Inadequacy of manpower gives uneven volume of workload directed to the

existing employees which hampers their ability to maximize their resources as it gives

difficulties in managing duties due to its volume and complexity. With this situation,

workers are incapable of focusing on specific duties caused by unreasonable volume of

workload to comply with which may lead to unsatisfactory performance. Inability of the

workers of a certain agency to deliver its duties efficiently creates negative impact towards

agency’s undertakings and goals. The failure of the agency to promote satisfaction, its

beneficiaries may be affected and their right to have a good life be compromised. A

country where people are deprived of their right to live in a harmonious and decent kind of

life associates underdeveloped country. Under other circumstances, in line with the intent

of every agency to render output-oriented activities and projects, compromising its quality

of service is not an option. In view of this, an agency with inadequate plantilla positions

opts in procuring the services of temporary workers to effectuate other functions. Some

temporary workers were hired often which indicates the agency’s continuous need of the

performance of a certain job. Government agencies in the country continually make use of

hiring workers in a contract basis which is inconsistent with the steps taken by the present

administration to curb contractual employment.

 CSC-COA-DBM Joint Circular No. 1, s. 2017 allows government agencies to

procure services of Job Order and Contract of Service workers to perform specific project

requiring expertise not available in the agency. Government agencies continue to contract

with these workers in which some Contract of Service of workers are rendering 10 years or

more fulfilling the same tasks being assigned from the first day of duty. This is a

noticeable data on the interconnection of the job and the agency. Likewise, the Joint

Circular urges government agencies to assess and review functions involved in the agency

which are not yet recognized as a regular function especially those performed by the

temporary workers for years.

One of the reasons in creating permanent positions is the challenges brought by the

demands of the modern era. In order to deal with these challenges, agencies made strategic

system or program in connection with its targets. The designed system or framework may

require for technical expertise and skills which seeks for additional set of competent

workers to strengthen the agency’s purpose. Republic Act No. 10558 augmented the

number of plantilla positions in order to meet the standard staffing positions which is a

noticeable circumstance of having inadequate plantilla positions.

The advantage of agency with adequate plantilla position in terms of constituting

the Bids and Awards Committee for the procurement process is that it will not resort to

other modes of procurement which includes requesting other agencies to request on their

behalf. In requesting other agencies to do the same constitutes delay on the procurements

on the part of the requesting agency as it relies on other agency whenever procurement

arises. Procurements, as part of the operations of the agency in delivering its services, need

to be carried out immediately in order to provide its services promptly. Another drawback

is that it gives burden to the requesting agency that is also processing procurements to

hasten its operations.

 The issue raised in the case of Lopez v. MWSS points out two of the factors in

considering a specific activity as a regular function of an institution. One of the

considerations is the indispensability of the particular undertaking in the sustainability of

the operations. This can be determined through evaluating the interdependence between a

particular activity and institutions’ efforts in implementing its mission. Another factor is

the rendered service in a long-term time frame. An activity, if not relevant to the continuity

of an entity, would be removed immediately. If necessary, on the other hand, an entity will

opt to sustain the activity and seek for its engagement. Hence, an agency having this kind

of circumstance may consider the creation of another permanent position for the function

to be included in the organization’s road to accomplishment.

V. PROCEDURAL REQUIREMENTS

To address this circumstance, measures should be taken by the government

agencies and other concerned entities from its assessment up to its approval for creation of

plantilla items with consideration of the reasonable necessity of the position to the

attainment of entities’ goal towards effective public service.

Illustration II. Measures to be taken by government agencies and other entities.

Assessment and
Inadequate review of jobs,
Plantilla Items programs and
activities considered
regular functions

Assess and prepare the

job description and
specification of the
identified position
 Prepare a request for
the creation of new
permanent positions
and submit to DBM

This illustration shows the measures to be taken by the government agencies to

address the emergence of the inadequacy of plantilla items. There are three (3) steps to be

undertaken. First step is the assessment and review of jobs, programs and activities. This

will enable the agency to determine those functions considered as regular to its operations.

Following the determination is the assessment and preparation of the job description and

specifications of the identified position. However, this cannot be done immediately as there

is a need to prepare request and submit the same to government agency clothed with

authority to approve the request for the creation of plantilla position.

In the determination of regular functions, agency shall conduct analysis process on

the duties and responsibilities of the current functions which are performed by temporary

workers.1 On this process, the function examined shall manifest its relevance to the

fulfilment of agency’s goals. The output of the function shall have a direct correlation to

the agency’s vision and mission. Subsequent with the determination is the preparation of

job description and specification. Agency shall list the duties and responsibilities entailed

in the identified function to be used in the recruitment and selection process.

1
The Position Classification Plan, Department of Budget and Management.
Notwithstanding the desire to create additional permanent positions, agency cannot to the

same without requesting to the Department of Budget and Management. Revised

Administrative Code of 1987, Section 3, Chapter 1, Title XVII declares that Department of

Budget and Management (DBM) shall have the power in the administration of

compensation and position classification systems.2 Agency shall prepare the documentary

requirements for the creation of plantilla positions in accordance with the requirements

provided by the DBM. The documentary requirements include agency request endorsed by

the Department/Agency Head, its Legal basis, rationale and justification of the proposal,

description of the positions involved and funding source. 3 DBM, clothed with the authority

to establish the rules and procedures for the management of government organization

resources,4 shall examine the request of the agency and administer necessary measures for

the approval of the same subject to existing budgeting and accounting rules and

regulations.

Thereafter, Civil Service Commission as the central personnel agency of the

Philippine government5 shall undertake necessary measures towards the approved

additional plantilla positions.

VI. CONCLUSION

Based on the issues and circumstances presented, the following are the conclusions:

1. Inadequate manpower leads to the impairment of public service evidenced by the

issue raised by the State Universities and Colleges.

2
Administrative Code of 1987, Title XVII Budget and Management.
3
Documentary Requirements for Budgetary Requests-DBM.
4
Department of Budget and Management General Functions.
5
Civil Service Commission.
 2. Augmentation of manpower is necessary in carrying out newly designed system

that strengthens agency’s purpose.

3. Review on existing projects, activities or undertakings of the government agency

is one of the solutions of agency’s problem and a measure in restraining the

contractualization practice in the government.

4. Factors to be considered in the determination of an activity as a regular function

of the agency include the interconnection of the undertaking and the agency’s

objectives and goals and the performance in a continuous uninterrupted manner.

These factors are indicators of the indispensability of the function to government

agency’s mission.

4. Sufficient workforce is one of the instruments of an agency to attain its

intentions and purpose.

Hence, the proposed bill by the authors in concurrence with the recognition of labor

as a primary social economic force and which addresses a circumstance that affects the

delivery of continuous and efficient public service shall be considered and approved for the

advancement and progress of the country.