I.

ABSTRACT

This paper focuses on the main purpose of the proposed bill which is the creation of

additional plantilla positions in government agencies for the performance of regular functions to

ensure the continuous and efficient delivery of government services in order to uphold public

interest. It provides illustration of the problem which is the inadequacy of plantilla items and its

results which are endless contractualization and impairment of public service. It also provides

discussion on the issues and circumstances prevalent in the society that need to be addressed by

the proposed bill. It presents the procedural requirements in the creation of position which is a

collaborated effort of the agency, Department of Budget and Management and Civil Service

Commission.
II. INTRODUCTION

“It was once said that the moral test of government is how that government treats those

who are in the dawn of life, the children; those who are in the twilight of life, the elderly; and

those who are in the shadow of life, the sick, the needy and the handicapped,” a quote by Hubert

H. Humphrey which manifests that the paramount objective of government is to provide a nation

where people dwell in safety and satisfaction. Pursuant to the Philippine Constitution’s State

Policy to promote a just and dynamic social order that will ensure the prosperity and

independence of the nation and free the people from poverty through policies that provide

adequate social services, promote full employment, a rising standard of living, and an improved

quality of life for all1, the government ensures the delivery of effective services which include

transport, water, electricity, housing, health, safety and welfare. These services will be carried

out by the output-oriented agencies and other instrumentalities of the government which utilizes

government resources economically. These agencies fortifies guarantee that public service will

not be vitiated.

Towards fostering public service, this paper aims to exhibit how will the government

agencies enable to address concern on inadequate plantilla items in pursuance of strengthening

manpower. This also aims to account contractual workers fulfilling the unidentified regular

functions. Its utmost purpose is to ensure the continuous and efficient delivery of government

services in order to uphold public interest.

Undertakings in the government agencies performed by regular employees are considered

regular functions of the agencies throughout the years. However, the evolving demand of the

modern society emerges the need of the agencies to cope up with these challenges. These

challenges result to the inability of the regular employees to perform the additional duties which

are indispensable to the attainment of the agency’s vision and mission.

Government agency’s regular functions contemplate essential duties which are performed

over a continuous period and are indispensable for the delivery of its objectives. Every function

an employee performed aims to provide excellent output in accordance to its declared vision,

1
Article II, Sec. 9, Declaration of Principles and State Policies, 1987 Philippine Constitution.
2
mission and principles. All of these are for the fulfilment of agency’s commitment towards social

justice.

Unidentified regular functions of a government agency are impractical without resorting

to additional manpower. In accordance with the State Policy of 1987 Philippine Constitution

which affirms labor as a primary social economic force 2 consequentially denotes the relevance of

human factor towards effecting agency’s goal. Identification of needed work force and

consideration of supplemental workers are the primary formula in sustaining exemplary service

and satisfaction to people.

2
Article II, Sec. 18, Declaration of Principles and State Policies, 1987 Philippine Constitution.
3
III. RATIONALE

Philippine Constitution promotes social justice in all phases of national development. 3

The Government, through its agencies, is carrying out its duties in good faith for the furtherance

of Constitution’s state policy. Notwithstanding the efforts of the government, there is an

inevitable factor which is the changing dictates of the present society which raises the need of the

government to adapt with these changing demands.

The contemporary issue that affects the government’s delivery of continuous and

efficient public service is the inadequacy of plantilla items which the government fails to account

undertakings considered as regular function.

Illustration I.

Framework of the Problem

Endless
contractualization
in the Government
Hiring of temporary
workers

Inadequate Plantilla Items

in Government Agencies

Non-performance of
other duties
Impairment of
public service

This framework shows the circumstance that the authors ought to address. It reflects the

main problem which is the inadequate plantilla items of government agencies which lead them to

resort to hiring workers in a fixed term to perform the duties that the regular employees cannot

fulfill because they are also working their own duties and responsibilities. This kind of condition

3
Article II, Sec. 10, Declaration of Principles and State Policies, 1987 Philippine Constitution.
4
may result to endless contractualization. Moreover, the insufficiency of manpower in

consequence, results to non-performance of other duties and the upshot is the impairment of the

delivery of public service.

Senate President Pro Tempore Ralph accounts workers hired by DSWD which includes

1,351 Job Order workers and 14,189 Contract of Service workers and those hired under

Memorandum of Agreement.4 Data from the Civil Service Commission (CSC) showed that more

than 27 percent of the 2.4 million government workers were job order or contract of service

employees.5 This is a vivid manifestation that government agencies workforce is not sufficient to

carry out its purpose. In as much as government agencies desire that these workers employed in a

fixed term be regular employees, the problem as stated by the Civil Service Commission (CSC),

through its representative, Director III Atty. Jennifer Timbolis that there are no plantilla positions

for temporary employees.6 Hence, it is difficult for the government to end contractualization.

President spokesman Harry Roque said that the government is addressing the issue of

contractualization in government service. He added that the Civil Service Commission,

Commission on Audit and the Department of Budget and Management have issued the joint

circular directing government agencies to review their structure and identify their much needed

manpower.7 This is one of the steps that needs to be focused by the government to curb

contractualization system.

With that regard, the authors come up with a bill entitled “An Act Mandating Agencies

with Inadequate Plantilla Items to Create Permanent Positions for Jobs Considered Part of

Regular Functions of the Agency” also known as “PPRF Act of 2020” attached as Annex “A”.

The authors aim to exhibit the relevance and effect of this bill towards the temporary workers,

government agencies, and the entire nation.

4
Press Release, Senate of the Philippines, With 25,000 causals, DSWD is ‘endo capital’ of gov’t – Recto.
5
More contractual workers in government, Inquirer.net.
6
Press Release, House of Representatives, House presses end to gov’t endo.
7
Gov’t taking steps to curb contractual employment in public sector, Manila Bulletin.
5
IV. CONTEXT

As the Philippine Constitution affirms labor as a social economic force, it fortifies human

factor as the fuel of the operations of any entity. Government agencies, as instruments in

providing welfare to the people, engage labor as its mechanism towards public service.

This paper covers all government agencies including National Government Agencies,

Government-owned and Controlled Corporations with original charters, State Universities and

Colleges and Constitutional bodies. These government agencies’ contributions are evident with

their accomplishment over the years. As of Jan-June 2019, Department of Agrarian Reform was

able to distribute a total of 35,612 hectares benefitting 22,263 ARBs. It was also able to register

EP and CLOAs covering 8,305 hectares benefitting 5,941 ARBs. 8 Further, Department of Social

Welfare and Development also served through its Sustainable Livelihood Program a total of

104.98% or 55,779 households exceeding the annual physical target. 9 On the education aspect,

Department of Education for the year 2018 has constructed 4,334 new classrooms.10 With the

commitment of National Housing Authority to provide shelter to those displaced by the siege in

May 2017, NHA was earmarked to construct 6,700 temporary shelters. Its accomplishment

includes housing completions of 38,597 units and housing starts of 61,708 units.11 All of these

aforementioned accomplishments manifest the significance of government agencies in uplifting

the condition of the country.

Along with the eagerness of the government to provide good and decent standard of

living as guaranteed by the Bill of Rights, is the emergence of the issue on the insufficiency of

manpower in the institutions.

A. ISSUES RAISED BY JURISPRUDENCE

1. G.R. No. 154472 - ALEXANDER R. LOPEZ, ET AL. v. METROPOLITAN

WATERWORKS AND SEWERAGE SYSTEM

One of the prevailing issues in this case is the employment status of herein petitioners.

Petitioners rendered service in favor of Metropolitan Waterworks and Sewerage System

(MWSS), a government owned and controlled corporation with its own charter, Republic Act
8
Department of Agrarian Reform Accomplishment Report Jan-June 2019.
9
Department of Social Welfare and Development CY 2019 Accomplishment Report.
10
Department of Education Physical Accomplishment Report.
11
National Housing Authority Annual Report 2018.
6
No. 6234. By virtue of an Agreement, petitioners were engaged by the MWSS as collectors-

contractors, wherein the former agreed to collect the concessionaires of MWSS, charges, fees,

assessments of rents for water, sewer, and/or plumbing services which the MWSS bills from time

to time. MWSS assert that the petitioners are not its regular employees however petitioners claim

otherwise.

Upon perusal, the Court held that petitioners are regular employees of MWSS. It has been

ruled in the case at bar that the primary standard of determining regular employment is the

reasonable connection between the particular activity performed by the employee in relation to

the usual business or trade of the employer. It emphasizes that the connection can be determined

by considering the nature of the work performed and its relation to the scheme of the particular

business or trade in its entirety. Likewise, the repeated and continuing need for the performance

of the job has been deemed sufficient evidence of the necessity. Relevant documents revealed

that some of the petitioners had rendered more than two decades of service to the MWSS. The

continuous and repeated rehiring of these bill collectors indicates the necessity and desirability of

their services, as well as the importance of bill collectors in the MWSS. Moreover, payments

made by MWSS’ subscribers are the lifeblood of the company. Viewed in that context the work

rendered by the petitioners is essential to the company’s survival and growth.12

B. ISSUES RAISED BY THE ENTITIES

1. Inadequate Plantilla Teaching Posts in State Universities and Colleges

In a press release from Press and Public Affairs Bureau, State Universities and Colleges

reported lack of adequate plantilla positions for full-time faculty affecting quality higher

education in the country. As stated by the Pasig City Representative Roman T. Romulo, there is

an estimated shortage of 17,057 faculty in SUCs based on the survey of the Philippine

Association of State Universities and Colleges (PASUC). He added that, the shortage of plantilla

positions have compelled the teachers to devote most of their time and attention to instruction, to

the detriment of research and extension programs of the SUCs, which is another reason SUCs lag

behind other higher education institutions in Asia in terms of performance and quality. Pasig

12
Alexander R. Lopez, et. Al v. Metropolitan Waterworks and Sewerage System, G.R. No. 154472.
7
City Representative Romulo pointed out that the existing plantilla positions can no longer cater

to the increasing trends in enrolment and the SUCs have been compelled to hire additional

faculty through contracts, job order and emergency instructors on part-time status.13

2. 26,000 Nurses in Plantilla Positions of the Department of Health

Department of Health Undersecretary Roger Tong-an said that the need for 26,000 nurses

is for the implementation of Universal Health Care for the purpose of building a health care

system that is strong and resilient. Department of Budget and Management has allocated 2019

funds for Human Resource for Health for the creation of new plantilla positions.14

3. Creation in the Department of Education the Plantilla Positions of Guidance

Counselors introduced in House Bill No. 509

In the efforts to be an essential tool in the holistic development of a child and strengthen

the educational program of schools and pursuant to Republic Act 9258 or the Guidance and

Counseling Act of 2004, Department of Education seeks to increase the number of guidance

counsellors and guidance-related personnel in the public school system.15

4. Bids and Awards Committee of an Agency

As released by Government Procurement Policy Board, in the absence of capacity to

constitute the Bids and Awards Committee (BAC), i.e. no plantilla position in the list of

authorized positions created by the Department of Budget and Management, and existing within

the organizational structure of the agency, the rule o n procurement agent may then be applied. If

the agency cannot validly constitute its own BAC due to lack of plantilla positions, it is allowed

to request other government agencies to procure on its behalf.16

C. REPUBLIC ACT OF THE PHILIPPINES INCREASING PLANTILLA POSITIONS

R.A No. 10558

- An Act Increasing the Number of Plantilla Positions for the West Visayas State

University assigned to staff the West Visayas State University Medical Center in Order to Meet

13
Press Release, House of Representatives, Inadequate plantilla teaching posts in SUCs affecting quality higher
education.
14
DOH to employ 26,000 nurses in plantilla positions for UHC, says Usec, Infonurses.
15
House Bill No. 509.
16
Bids and Awards Committee, Government Procurement Policy Board.
8
 the Standard Number of Staffing Positions for a Three Hundred (300)- Bed Medical Center and

Appropriating Funds Therefor.17

D. POLICY ISSUANCES

Civil Service Commission (CSC), Commission on Audit (COA), and the Department of

Budget and Management (DBM) jointly issued Joint Circular No. 1, s. 2017 which deals with the

rules and regulations governing contract of service and job order workers in the government. The

Commission said that the joint circular should prompt agencies to review their existing projects

and determine which are temporary and which can be considered as part of their regular

functions. The circular also suggests agencies with inadequate plantilla to submit to the DBM a

request for the creation of new permanent positions that will perform regular functions.18

E. RELATED STUDY

A Philippine Institute for Development Studies, Consultant Alex Brillante Jr., shows that

the K to 12 Transition Program of the Commission on Higher Education (CHED) has been mired

in administrative issues, hampering the country’s smooth transition to the K to 12 Program. The

study noted the insufficiency of regular plantilla positions for CHED staff resulting in uneven

volume of workload assigned to the staff.19

F. ISSUE RAISED BY STAKEHOLDERS

A Contract of Service worker for 15 years in the Department of Agrarian Reform in the

province of Misamis Occidental named Tita Bodiongan seeks for a permanent position. The

nature of her work is Budget Aide which includes the duties of obligating vouchers, monthly

preparation of Financial Accounting Records System, updating the e-Budget and Unified

Reporting system. When asked with the necessity of her work in the agency’s objectives, she

stated that her duties are essential in the delivery of DAR’s goal especially on the part of Support

to Operation Division. She added that there is a need for a technical assistant for the budget

officer as the said officer performs a volume of workload which results to a delay on complying

other reports to be submitted to the Regional and Central Office. Aside from the functions

performed within the province, there are several trainings and conferences to be attended by the

17
Republic Act 10558.
18
Civil Service Commission, CSC clarifies guidelines on Job Order and Contract of Service Workers.
19
CHED’s K to 12 Transition Program Facing Challenges- PIDS Study.
9
budget officer outside the province which also gives difficulty on submitting some reports on the

deadline. She added that her years of service may be considered as one factor to recognize her

job as a necessity to the Department.

10
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

11
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.

12
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
13
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. 20

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. 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. 21 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. 22 DBM, clothed with the

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

resources,23 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

government24 shall undertake necessary measures towards the approved additional plantilla

positions.

20
The Position Classification Plan, Department of Budget and Management.
21
Administrative Code of 1987, Title XVII Budget and Management.
22
Documentary Requirements for Budgetary Requests-DBM.
23
Department of Budget and Management General Functions.
24
Civil Service Commission.
14
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. 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.

15
VII. REFERENCES

1. 1987 Philippine Constitution. Declaration of Principles and State Policies, Section 9, 10, 18.

Retrieved 30 March 2020 from https://www.officialgazette.gov.ph/constitutions/the-1987-

constitution-of-the-republic-of-the-philippines/the-1987-constitution-of-the-republic-of-the-

philippines-article-ii/

2. Press Release 2017. With 25,000 casuals, DSWD is ‘endo’ capital of gov’t- Recto. Retrieved 6

February 2020 from https://www.senate.gov.ph./press_release/2017/0927_recto1.asp

3. Yee, Jovic. More contractual workers in gov’t. Retrieved 3 April 2020 from

https://www.google.com.ph/amp/s/newsinfo.inquirer.net/1010972/more-contractual-workers-

ingovt/amp

4. Press and Public Affairs Bureau. House presses end to gov’t end. Retrieved 3 April 2020 from

www.congress.gov.ph/press/details.php?pressid=9974

5. Kabiling, 2018. Manila Bulletin. Gov’t taking steps to curb contractual employment in public

sector. Retrieved 4, April 2020 from https://news.mb.com.ph/2018/02/05/govt-taking-steps-

to-curb-contractual-employment-in-public-sector/

6. Department of Agrarian Reform. Accomplishment Report, Jan-June 2019. Retrieved 3 April

2020 from media.dar.gov.ph/source/2019/10/01/dar-s-1st-sem-2019-report.pdf

7. Department of Social Welfare and Development. Accomplishment Report Thru Sustainable

Livelihood Program CY 2019. Retrieved 3 April 2020 from

https://livelihood.dswd.gov.ph/storage/reports_documents/ilovepdf_merged.pdf

8. Department of Education. FY 2018 Physical Accomplishment Report. Retrieved 3 April 2020

from https://www.deped.gov.ph/wp-content/uploads/2018/11/FY2018-Q3-Physical-

Accomplishment-Report-BAR-1.pdf

9. National Housing Authority. Annual Report 201. Retrieved 3 April 2020 from nha.gov.ph/wp-

content/uploads/2019/09/Annual-Report-2018-1.pdf

16
10. Philippine Supreme Court Jurisprudence. Alexander R. Lopez v. Metropolitan Waterworks

Sewerage System, G.R No. 154472. Retrieved 5 February 2020 from

www.chanrobles.com/cralaw/2005junedecisions.php?id=632

11. Press Releases, House of Representatives. Inadequate plantilla teaching posts in SUCs

affecting quality higher education. Retrieved 4 April 2020 from

www.congress.gov.ph/press/details.php?pressid=8532

12. Infonurses, 2019. DOH to employ 26,000 nurses in plantilla positions for UHC, says Usec.

Retrieved 4 April 2020 from https://infonurses.com/doh-to-employ-26000-nurses-in-plantilla-

positions-for-uhc-says-usec/

13. House Bill 509. An Act Creating in the Department of Education the Plantilla Positions of

Guidance Counselors in Every Elementary School and Additional Plantilla Positions of

Guidance Counselor fro High School, Increasing the Salaries of Guidance Counselors and

Guidance-related Positions, and Appropriating Funds Thereof. Retrieved 4 April 2020 from

www.congress.gov.ph/legisdocs/basic_18/HB00509.pdf

14. Government Procurement Policy Board. Bids and Awards Committee. Retrieved 4 April

2020 from https://www.gppb.gov.ph/GPPBTSO_Non-Policy/1646

15. Republic Act No. 10558. An Act increasing the number of plantilla positions for the West

Visayas State University assigned to staff the West Visayas state university medical center in

order to meet the standard number of staffing positions for a three hundred (300)- bed

medical center and appropriating funds thereof. Retrieved 7 February 2020 from

https://lawphil.net/statutes/repacts/ra2013/ra_10558_2013.html

16. Civil Service Commission. CSC clarifies guidelines on Job Order and Contract of Service

Workers. Retrieved 5 April 2020 from csc.gov.ph/newa-updates/1370-csc-clarifies-on-job-

order-and-contract-of-service-workers.html

17
17. Brilliantes, Alex. Philippine Institute for Development Studies. CHED’s K to 12 Transition

Program Facing Challenges. Retrieved 5 April 2020 from https://www.pids.gov.ph/press-

releases/423

18. Department of Budget and Management. Chapter 2. The Position Classification Plan.

Retrieved 4 February 2020 from http://www.dbm.gov.ph/wp-

content/uploads/2012/03/Manual-on-PC-Chapter2.pdf

19. Executive Order No. 292. Instituting the Administrative Code of 1987. Title XVII Budget and

Management, Section 3. Retrieved 5 April 2020 from

https://www.officialgazette.gov.ph./1987/07/25/executive-order-no-292-book-ivtitle-

xviichapter-1-general-provisions/

20. Department of Budget and Management. Documentary Requirements for Budgetary

Requests, Staffing Modification. Retrieved 7 April 2020 from https://www.dbm.gov.ph/wp-

content/uploads/DBM%20Publications/AnnexC.pdf

21. Department of Budget and Management. General Functions. Retrieved 7 February 2020

from https://www.dbm.gov.ph/index.php/about-us/general-functions

22. Civil Service Commission. Retrieved 7 April 2020 from

https://www.officialgazette.gov.ph/section/briefing-room/civil-service-commission-briefing-

room/

18
ANNEX “A”

19
20