TESDA CIRCULAR

Page 1 of 33 page/s
Subject: Learning and Development Guidelines Number I Series of 2021

Date Issued: Effectivity: Supersedes:

TESDA Circular No. 12,
21 December 2021 Immediately series of 2004

In the interest of the service and in line with TESDA Learning and Development
policies, these guidelines are hereby adopted and shall be used by all TESDA
personnel to further strengthen the implementation of Learning and Development
programs and interventions.

I. PURPOSE

The new thrusts and programs of TESDA calls for the updating of the Agency's Staff
Development Guidelines under TESDA Circular No. 12, series of 2004. TESDA's
battle cry "TESDA Abot Lahat" poses a challenge for all TESDANs to ensure that the
programs are delivered to new partners and clients and will ultimately transform and
improve their lives. As such, TESDA should continually develop its workforce to be
able to address the increasing demand for a more responsive, accessible and
holistic approach in the delivery of technical education and skills development in the
country.

The continued growth and stability of TESDA depends upon the quality and the
competence of its human resources. A continuous and systematic personnel
development plan and policy support for the corporate vision, mission and strategic
objectives shall be formulated to enhance and reinforce the skills, knowledge,
attitude and value system of the human asset of the agency, transforming them into
a more efficient and effective intellectual capital and thereby making the agency
flexible, agile and responsive to changing environment as embodied in the Corporate
Plan specifically on HRD plan.

II. SCOPE AND COVERAGE

This Circular covers the following learning and development programs and
interventions:

Program Category Degree Non degree

Foreign programs — either • Doctoral • Continuing professional

through bilateral and multilateral • Masteral development programs such as:
agreements and cooperation e.g., D Training/seminar/workshop
technical assistance programs or ➢ Conference/convention
overseas development ➢ Symposium/forum
assistance projects (ODA) with or > Observation/study mission
without government expenditures D Benchmarking
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Subject: Learning and Development Guidelines Number lou Series of 2021

Date Issued: Effectivity: Supersedes:

TESDA Circular No. 12,
21 December 2021 Immediately series of 2004

Local programs — both in-house • Doctoral • Continuing professional

and public program offerings • Masteral development programs such as:
D Training/seminar/workshop
> Conference/convention
D Symposium/forum
D Observation/study mission
D Benchmarking

• Job-embedded learning such as:

➢ Coaching and mentoring
➢ Job rotation/job shadowing
Stretch assignment
> Benchmarking

III. DEFINITION OF TERMS

1. Academic/degree scholarship program - refers to local and foreign

graduate degree programs (masteral and doctoral programs) granted to an
employee which covers tuition fee, allowances and other program
expenditures.

2. Annual TESDA/Regional Workforce Learning and Development Plan -

A 1-year plan derived from the 3-year Workforce Development Plan that
cont ains the listing of training programs to be implemented, its
objectives, target participants, training costs and schedule of
implementation.

3. Approving Authority - the Director General/ Head of the Agency. (SDP

2004)

4. Attitudes - beliefs, feelings and values which predispose people to act in

certain way.

5. Bilateral agreement/bilateral technical assistance program - are

program offerings under the bilateral and multilateral agreements, various
technical cooperation programs including special programs. Some of
these programs are organized through Foreign Scholarship Training
Program (FSTP) under Executive Order No. 402, series of 2005. (OP
2017)
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Subject: Learning and Development Guidelines Number iou Series of 2021

Date Issued: Effectivity: Supersedes:

TESDA Circular No. 12,
21 December 2021 Immediately series of 2004

6. Blended eLearning - refers to a learning or training event or activity

where eLearning, in its various forms, is combined with more traditional
forms of training such as classroom training (Source: TVET Glossary of
Terms 2017 and TESDA Circular No. 104, s. 2019).

7. COROPOTI — refers to the Central Office, Regional Office, Provincial

Office and Tesda Technology Institution.

8. Competencies — are observable, measurable and vital knowledge, skills

and attitudes that are translation of capabilities, deemed essential for
organizational success. (CSC)

9. Competency Based Learning and Development Program- is an

approach that uses competencies as the foundation for designing targeted
programs with learning outcomes that directly link to the competency
requirements. (CSC)

[Link] Standards - a specification of performance determined by

the organization which sets out the skills, knowledge, and attitudes
required to operate effectively in employment. Competency standards are
made up of units of competency, which are themselves made up of
elements of competency, together with performance criteria, a range of
variables, and an evidence guide. (TESDA Circular No. 119, s. 2019)
(TESDA-OP-AS-01)

[Link] programs - are geared towards the completion of a degree

leading to a graduate diploma. These programs may either be local or
foreign with a diploma or its equivalent. (SDP 2004)

[Link] Learning - refers to Distance Education which is a mode of

learning in which students and teachers are physically separated from
each other. It is a student-centered, guided independent study making use
of well — studied teaching and learning pedagogies to deliver well-
designed learning materials through various media. It is sometimes
described as flexible learning and distributed learning. (Source: RA 10650)
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Subject: Learning and Development Guidelines Number lou Series of 2021

Date Issued: Effectivity: Supersedes:

TESDA Circular No. 12,
21 December 2021 Immediately series of 2004

13.E-Learning - an umbrella term for providing computer instruction

(courseware) online over the public internet, private distance learning
networks or in-house via an intranet. (Source: TESDA Circular No. 104,
series of 2019).
[Link] of Service - a situation where service is urgently needed and
where any delay in its execution and delivery will adversely affect the
outcome of the service to clients and its effective and efficient delivery.

[Link] - performer/ scholar - any employee who has been

considered and qualified as a participant, grantee, recipient or availer of a
learning and development program. (SDP 2004)

[Link] Learning - provision of a range of learning modes or methods

giving learners greater choice of when, where and how they learn.
(TESDA Circular No. 062 series of 2020)

[Link] programs - programs either through bilateral technical

assistance programs with or without government expenditures. May either
be in long or short duration organized and offered by foreign institutions
and/or organizations and designed to share country-specific knowledge
and competence. (TESDA Glossary of Terms)

[Link] degree programs - graduate programs offered by institutions

abroad thru an institution-to-institution or government-to-government basis
under the foreign bilateral agreement. (SDP 2004)

[Link] non-degree programs - Programs either through bilateral

technical assistance with or without government expenditures. These may
either be of short or long duration organized and offered by foreign
institutions or organizations and designed to share country-specific
knowledge, competence and experiences. (OP 2017)

[Link] of Agency - refers to the Director General appointed by the

President of the Philippines.
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Subject: Learning and Development Guidelines Number loop Series of 2021

Date Issued: Effectivity: Supersedes:

TESDA Circular No. 12,
21 December 2021 Immediately series of 2004

21. Heads of office - refers to the Director General, Deputy Directors

General, Executive Directors, Regional Directors, Provincial Directors and
Directors of Administrative Services, Financial Management Services and
heads of other special units established in the central office such as but
not limited to IAS, NISP, IIAS.

22. Human Resource Management Division-TESDA Development

Institute - the division/unit in the TESDA Central Office that serves as the
training arm of TESDA for the development of its personnel.
23. In-house programs - Programs organized and/or implemented by TESDA
for TESDA employees.

24. Institutional Awards - recognition given by TESDA for its personnel and
partners for their outstanding achievements and contributions.

[Link]-embedded learning - type of professional learning is that is

grounded in day-to-day practice and is designed to enhance professional
practice with the intent of improving employee's learning and development.
This includes coaching and mentoring, job rotation, job shadowing, etc. It
is traditionally known as "on-the-job" learning approach.

[Link] Enrichment - involves increasing a worker's responsibility and control

over his/her work and is also called "vertical job loading." It allows
employees to expand responsibilities or change their roles to develop new
competencies without leaving the current position or the organization
altogether. It has five core characteristics: task variety, task significance,
task identity, autonomy and feedback. (TESDA HRD Plan, 2019 - 2022)
[Link] Rotation - systematic movement of an employee from one office to
another or from one division to another within the same agency or from job
to job within the organization to expose them to other work functions of the
agency, thus providing them the opportunities to learn different
competencies for multi-skilling. (TESDA HRD Plan 2019-2022)

[Link] Shadowing - an on-the-lob learning, career development intervention

where an individual from one area of the organization has the opportunity
to work alongside and gain experience of the role of another individual,
and get insight into that particular work area. By observing the Job
Shadower, the "Shadow" will learn new aspects related to the job,
organization, and certain behaviors or competencies.
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Subject: Learning and Development Guidelines Number 100 Series of 2021

Date Issued: Effectivity: Supersedes:

TESDA Circular No. 12,
21 December 2021 Immediately series of 2004

29. Job Sharing - refers to a career development intervention involving two

employees who share one full-time job on a time-sharing basis. This is
usually recommended for pre-retirees. (TESDA HRD Plan, 2019-2022).

30. Knowledge - understanding acquired through learning.

[Link] and Development - a process of acquiring and developing

knowledge, skills, capabilities, behaviors and attitudes through experience,
event and programs provided by the organization, guidance and
counseling provided by line managers and others, and self-directed or self-
managed learning activities. It is concerned with ensuring that the
organization has the knowledgeable, skilled and engaged workforce it
needs. (TESDA HRD Plan, 2019-2022)

[Link] and Development Programs (L&D) - are corporate

investments designed to develop the capability of Agency's personnel for
the purpose of optimizing their performance in a particular field of
discipline with the end-in-view of improving corporate productivity. This
covers degree and non-degree scholarship programs. (SDP 2004)

[Link] degree programs - are graduate (mesterei and doctoral) programs

offered locally by accredited schools or educational/training institutions.
(SDP 2004)

[Link]/locally initiated programs - non-degree programs, conferences,

conventions, trainings, seminar workshops, etc. conducted in respective
regions. (OP 2017)

[Link] Human Resource Development Committee (NHRDC) - a

committee which is responsible for the development, review/evaluation
and recommendation of guidelines, programs, plans, and nominees both
for local and foreign training programs for the approval of the Director
General. (TESDA Order No. 161, series of 2021)

[Link]-degree programs - local or overseas courses designed to

supplement/fulfill specific competency requirements of employees and
conducted by recognized training institutions, schools, universities and
other organizations. Such programs do not lead to an academic degree.
(SDP 2004)
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Subject: Learning and Development Guidelines Number loco Series of 2021

Date Issued: Effectivity: Supersedes:

TESDA Circular No. 12,
21 December 2021 Immediately series of 2004

[Link] offered programs - programs organized by private and public

institutions, professional organizations or associations and made
accessible to interested participants or agencies. (OP 2017)

38. Service contract - an agreement between the employee-scholar and the

head of agency to which both bind themselves to perform certain actions,
conditions and obligations; it is done prior to the grant of a scholarship
program. (DECS Order No. 112, series of 1992)

39. Stretch assignments - projects or tasks that go beyond the employee's

job description and his/her comfort zone to acquire new skills as a result of
the experience such as: leading or implementing a new project; organizing
a conference; leading a technical working group, a cross — functional team
or an interagency group; participate on action research for a new program,
etc. (OP 2017)

40. Supplemental Learning and Development Plan - a plan prepared by the

executive and regional offices that address organizational and individual
competencies which are not included in the Annual Workforce
Development Plan. This may include L&D interventions on new and
emerging technology, skills peculiarities in the area, and others.

41. Terminal and Re-entry Action Plan Report (TREAP) - a document to be

submitted after completing a training or intervention which contains the
!earnings and added knowledge acquired by the employee. It includes an
action plan the employee must implement relative to the learning s/he
gained from the program. It lists down the steps to be taken, the
resources needed and the proposed implementation schedule. (OP 2017)

42. TESDA Workforce Learning and Development Plan - a 3-year plan

based on the identified training needs of employees. It contains the listing
of training programs to be implemented, its objectives, target participants,
training costs and schedule of implementation. (OP 2017)

43. Training and Development Outcome Report (TDOR) - a document

accomplished by the employee and supervisor to monitor the effectiveness
of the training /developmental intervention. It also includes
recommendations of the supervisor per employee and is submitted 6
months after training. (OP 2017)
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Subject: Learning and Development Guidelines Number 10(0 Series of 2021

Date Issued: Effectivity: Supersedes:

TESDA Circular No. 12,
21 December 2021 Immediately series of 2004

[Link] Needs Analysis - a process of identifying training and

development needs or gaps of TESDA personnel so that they can carry
out their job effectively and efficiently, and to continue to grow and develop
their careers (OP 2017). It is conducted every 3 years. TNA for newly
promoted and newly hired personnel is conducted annually.

45. Training/Non degree scholarship grant/program - refers to local and

foreign non degree programs granted to an employee with or without
expense from the government.

46. Terminal Report - is a document to be submitted upon completion of a

training/ learning intervention program with a one (1) day to 3 days
duration. This shall manifest an employee's learning/added knowledge
after the training intervention.

47. Terminal and Re-Entry Action Plan (TREAP) - is a document to be

submitted upon completion of a training program/ learning intervention
program with a duration more than four (4) days. This shall manifest an
employee's learning/added knowledge after the training intervention. It
shall contain an action plan which contains the activity details, expected
output, schedule of implementation and budgetary requirements.

48. TESDA Learning and Development - is a subset of HRM that aims to

improve group and individual performance by increasing and honing skills
and knowledge. Often called training and development, learning and
development forms part of an organization's talent management strategy
and is designed to align group and individual goals and performance with
the organization's vision and goals.

IV. GENERAL POLICIES

1. Learning and development programs and interventions shall address the

objective of optimum performance standard for TESDA employees and the
productivity requirement of the agency. These shall focus on the
development and improvement of competencies required by their current
or future position in the office where they are employed.

2. Learning and Development programs shall be competency based. These

shall address the competency gaps identified in the needs assessment
thru the provision of programs and interventions that result to development
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Subject: Learning and Development Guidelines Number 10Q) Series of 2021

Date Issued: Effectivity: Supersedes:

TESDA Circular No. 12,
21 December 2021 Immediately series of 2004

/ acquisition of specific outcomes and competencies consistent with the

requirements of the position and /or the workplace.

3. All learning and development programs and interventions shall adhere to

the Equal Opportunity Principle (EOP) in pursuit of human resource
management excellence and in compliance to the provisions of Program to
Institutionalize Meritocracy and Excellence in Human Resource
Management (PRIME-HRM) as per TESDA Circular No. 021, series of
2019.

4. Learning and development interventions shall be provided to regular

employees to ensure the development of capabilities and competencies
required to fulfill one's roles and responsibilities towards the achievement
of the Agency's mandate. These shall be purposive and aligned with
TESDA's strategic objectives and goals. Casual and contractual
employees may avail of local in- house trainings organized by the Agency.

5. Learning and Development needs identification and analysis shall be

based on alignment between TESDA's strategic directions with employee
performance, competency gaps and career growth.

6. Competency Standards developed for the TESDA position titles, Job

Description, Individual Development Plan, Coaching and Mentoring, IPCR
shall be used as tools in the determination of training needs of employees.

7. Learning and Development shall drive performance management and shall

integrate recognition and rewards mechanism as a strategy to ensure
learning application in daily work settings.

8. Academic/degree scholarship programs, be foreign or local, shall cater to

the graduate degree level (masteral and doctoral programs) education
only.

9. Employees shall be provided with at least one (1) eight-hour learning and
development program per year.

[Link] Central Office and each Regional Office shall constitute its respective
local HRD Committee to formulate its respective Workforce Development
Plans corresponding to the peculiarities of the area. The NHRDC thru the
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Subject: Learning and Development Guidelines Number it'co Series of 2021

Date Issued: Effectivity: Supersedes:

TESDA Circular No. 12,
21 December 2021 Immediately series of 2004

HRMD/TDI shall integrate all local Learning and Development Plans to

ensure consistency with corporate objectives.

[Link] local and foreign degree and non-degree programs, whether TESDA
initiated or foreign assisted, including all nominations for such programs
shall pass through the deliberation of the National Human Resource
Development Committee (NHRDC) using the prescribed assessment
criteria.

[Link] and development interventions shall use various learning

approaches that adapt to changing environment. These shall include
innovative programs and flexible learning delivery systems that are
responsive to changing needs, requirements and conditions of society
such as blended learning, e-learning, distance learning, among others.

13.A TESDA Order and/ Travel Authority shall be issued for attendance to
learning and development program or intervention including virtual and
other online trainings. Employee scholars shall attend the program on
official time and shall be excused from other responsibilities to maximize
learning, except for urgent situations as may be deemed necessary by the
Head of Agency. In the event that an employee will not be able to attend
the program, a memorandum from the Head of Office specifying a valid
reason for non-attendance and a replacement shall be submitted to
HRMD-TDI.

14.A service contract and a corresponding agreement of service obligation

shall be required of employees who will attend local or foreign, degree or
non- degree scholarship programs with a duration of one (1) month or
more. Such service contract shall follow the CSC guidelines as applied to
all government agencies and shall be executed between the employee-
scholar and the Director General.

15. For foreign or local graduate degree program, a 100% scholarship may be
granted to deserving employees if the average semestral or trimestral
academic rating is equivalent to 1.50 or higher. A 50% subsidized
scholarship may be granted if the average academic rating is at least
equivalent to 2.0 or higher.
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Subject: Learning and Development Guidelines Number you. Series of 2021

Date Issued: Effectivity: Supersedes:

TESDA Circular No. 12,
21 December 2021 Immediately series of 2004

16. All employees who availed of learning and development programs or

interventions shall be required to submit the appropriate Pre- and Post-
learning and development program requirements to HRMD-TDI as
indicated below:

Classification of Program Documents for Submission

Local and foreign degree:
Terminal/ Re-Entry Action plan,
• Doctoral Transcript of Records, Diploma, Copy
of dissertation,
Copy of Thesis/ Result of
• Masteral Comprehensive Exam, Learning
Materials, Training Outcome
Monitoring Report
Local and foreign non-degree:
• Training programs/seminar/
• Training/seminar/worksho workshop with a duration of 1 day/
p eight (8) hours to 4 days/ (32) hours
• Conference/convention/ shall submit an after activity/training
symposium/forum report five (5) days after the
• Observation/study program.
mission
• Continuing Professional • Training programs with a duration of
Education (5) days / (40) hours and above shall
submit a Terminal/ Re-Entry action
plan within fifteen (15) working days
after the completion of the program.

• After activity report or TREAP,

Training Evaluation, Certificate of
Appearance or Training Certificate
and Learning Materials are to be
submitted.
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Subject: Learning and Development Guidelines Number 1°(-0 Series of 2021

Date Issued: Effectivity: Supersedes:

TESDA Circular No. 12,
21 December 2021 Immediately series of 2004

17.A copy of all the required post learning and development documents as
specified above shall be submitted HRMD-TDI for purposes of monitoring,
evaluation, and benchmarking within the prescribed duration.

18. Learners who have attended training programs with a duration of (5) days
/ (40) hours and above are to submit their Terminal/ Re-Entry action plan
(TREAP) within fifteen (15) working days to HRMD- TDI in the prescribed
standard format thereof after the completion of the program and must be
duly signed and approved by respective Office Heads (Executive/
Regional/ Provincial/ Deputy Director General/ Director General).

[Link] Terminal and Re-entry Action Plan (TREAP) shall have specific and
measurable objective/s, processes and outputs which describe how the
learnings gained from the training program may be applied in the
workplace/ re- echoed.

[Link] Office Heads are to support and ensure the strict

implementation of the Learner's TREAP.

[Link] from the participated Learning and Development intervention/

training programs (Public/ Foreign/ In-House and others) is required to be
Re- echoed. This is to safeguard the transfer of knowledge learned.
Learners are to submit the TREAP alongside with the learning session
plan. The training session plan discusses the details of the program
(topics, learning outcomes, learning activities, schedule, methodologies,
and learning materials).

[Link] TREAP shall be implemented, monitored, evaluated and completed

within the approved schedule of implementation.

[Link] for the implementation of the TREAP may be charged against the
Staff Development Fund.

[Link]/ Regional/ Provincial Offices and HRMD- TDI shall be partners

in the review, coordination, monitoring and evaluation of all employees
who have acquired learning and development interventions and account
for the status of the TREAP implementation.
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Subject: Learning and Development Guidelines Number I Series of 2021

Date Issued: Effectivity: Supersedes:

TESDA Circular No. 12,
21 December 2021 Immediately series of 2004

25. A Training Program Monitoring Report (TPMR) every 5th day of the month
and Training and Development Outcome Report (TDOR) six (6) months
after the attendance to the training program shall be submitted to HRMD-
TDI by Office Heads/ Regional FASDS.

[Link] Heads/ Regional FASDS are to ensure submission of pre and post
learning documents.

[Link] learning/research materials acquired through participation in any

training program are considered the property of TESDA and shall be
submitted to NITESD — TESDA Asian Technical Vocational Education
Resource (ATVERC) for accessible learning resources. NITESD- ATVERC
shall catalog and index the submitted learning resources and ensure that
all offices of the (CO-RO-PO-TI) is informed on the learning resource
materials/ research relevant to their operating unit.

[Link] TESDA funded programs and TESDA approved foreign and local
degree programs shall be charged under the Staff Development Program
Fund.

[Link] adopts the provision for travel expenses and allowances for local
and foreign programs stated in Executive Order No. 77, series of 2019 on
the prescribed rules and regulations and rates of expenses and
allowances for official local and foreign travels of government personnel.

[Link] scholarship reimbursements without prior service contract

obligation and service contract shall not be processed.

[Link] employee on scholarship grant found guilty of an administrative offense

shall automatically forfeit the scholarship, without prejudice to refund of
any or all payments made by the Agency on his/her behalf.

[Link] of academic scholarship grant with interest shall be required of the

scholar for non-completion of his/her graduate program or failure to
comply with the service obligation. The employee-scholar shall refund to
TESDA the (a) actual amount defrayed for the study grant and (b) the
salaries and all allowances and benefits received while studying on official
time. (CSC Resolution 050954, Memorandum Circular No. 14, series of
2005).
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Subject: Learning and Development Guidelines Number loco Series of 2021

Date Issued: Effectivity: Supersedes:

TESDA Circular No. 12,
21 December 2021 Immediately series of 2004

33. Scholars who fail to complete their program through the scholar's own
fault, willful neglect, resignation or voluntary separation shall refund to
TESDA the (a) actual amount defrayed for the study grant and (b) the
salaries and all allowances and benefits received while studying on official
time. (CSC Resolution 050954, Memorandum Circular No. 14, series of
2005). Refer to sanctions section.

34. All winners of the TESDA institutional awards shall be given priority in the
availment of learning and development interventions.

35. An annual budget is allocated for each regional office for the
implementation of its locally-initiated learning and development plan. This
fund shall be released upon the approval of its Supplemental Learning and
Development Plan by the Director General.

36. Attendance to local/international conferences/convention/meetings that

require permanent representation shall be attended by the concerned
office/s to ensure continuity and coherence of information and action and
shall be endorsed by the respective Cluster Heads for approval of the
Director General. A feedback report shall be submitted to the Director
General thru the Cluster Head within five days after the end of the
meeting.

37. Scholarship benefits and entitlements are based on the agreement

between TESDA and the sponsoring institution/ country. Reimbursement
of expenses incurred relative to the approved travel and not specified in
Section V.E may be reimbursed subject to COA rules and regulations.

V. IMPLEMENTATION MECHANISM

A. Availment of Learning and Development Programs

1. Applicants must meet the following requirements:

For masteral and doctoral degree programs:

• Occupies second level position

• Holds a permanent appointment
• With at least 2 years of continuous service within TESDA
• Holds a bachelor's degree
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Subject: Learning and Development Guidelines Number 10(D Series of 2021

Date Issued: Effectivity: Supersedes:

TESDA Circular No. 12,
21 December 2021 Immediately series of 2004

• Has at least Very Satisfactory performance for the last two rating
periods
• Has not earned any master's degree or enrolled in graduate course

For non-degree programs:

• Holds a permanent appointment

• Holds a bachelor's degree
• With at least 6 months of continuous service within TESDA
• Has at least Very Satisfactory performance for the last two rating
periods

2. Interested employees who want to avail of degree scholarship grants shall

submit the following documents to the NHRDC Secretariat:

• Application form
• Personal Data Sheet
• Service record
• Transcript of records
• Nomination Form
• Memorandum of endorsement from Head of office
• Certificate of No Pending Administrative Case
• Requirements of Training Institution

3. For non-degree programs, the following documents shall be submitted by

interested employees:

• TDI nominee data form

• Memorandum of endorsement from Head of Office
• Application form and requirements of Training Institution

4. Application for local and foreign degree and non-degree programs shall be
assessed by the NHRDC using the criteria for selection of nominees for
foreign and local degree and non-degree programs. A shortlist of nominees
shall be endorsed by NHRDC to the Director General for selection and
approval.
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Subject: Learning and Development Guidelines Number 100 Series of 2021

Date Issued: Effectivity: Supersedes:

TESDA Circular No. 12,
21 December 2021 Immediately series of 2004

5. Scholarship grants shall have a corresponding service contract and

agreement of service obligation.

6. Employee-scholars availing Masteral and Doctoral degree programs shall

submit their official transcript of grades to HRMD/TDI after each academic
term or before enrollment to determine continuance/discontinuance of his/her
scholarship program.

B. Criteria for Selection of Programs (SDP 2004)

1. Degree Programs (Masteral and Doctoral)

• The graduate program should offer fields of expertise or specialized

discipline that are evaluated to be vital or critical in attaining the long-
term objectives of TESDA.

• The programs should be offered by a recognized and reputable

institution with established record of excellence in a particular field of
discipline.

• Preferably requires minimum funding from TESDA.

2. Non-degree programs

• The short-term programs should offer job-specific courses designed to

complement, enhance, update or reinforce the implementation of short-
and medium-term objectives (one to three years) of TESDA programs,
projects and activities.

• Preferences should be accorded to training institutions with a pool of

established and experienced resource persons and utilizing
experiential learning methods.

C. Criteria for Selection of Nominees

The following criteria shall be used in the selection of nominees for both foreign and
local degree and non-degree programs. The specific requirements of the sponsoring
organization/country shall be considered in the final selection of nominees.
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Subject: Learning and Development Guidelines Number loco Series of 2021

Date Issued: Effectivity: Supersedes:

TESDA Circular No. 12;
21 December 2021 Immediately series of 2004

1. FOREIGN PROGRAMS

DEGREE NON-DEGREE
Pre-Qualification Requirements Pre-Qualification Requirements
• Holders of permanent appointments • Holders of permanent appointments
except plantilla positions classified as except
co-terminus plantilla positions classified as co-
• Must have a rating of very satisfactory terminus
performance for the last two (2) • Must have a rating of very satisfactory
consecutive rating periods; performance for the last two (2)
• With verifiable work accomplishments; consecutive rating periods;
• Physically and mentally fit; • With verifiable work accomplishments;
• With no pending administrative • Physically and mentally fit;
charge/case; • With no pending administrative charge/
case;
• With no pending nominations for other • With no pending nominations for other
degree or non-degree programs; training programs;
• Must have not refused to attend • Must have not refused to attend
previous learning and development previous learning & development
opportunities without justifiable cause; opportunities without justifiable cause;
• Must not be a recipient of any • Must not be a recipient of overseas
scholarship grant for graduate degree training for the last 2 years, degree Jr
program, local or overseas. non-degree;
• Must have at least rendered at least 2 • For previous recipients, must have
years of continuous service to TESDA. already completed the implementation
of re-entry plans from their previous
Program-Specific Qualifications learning and development programs;
• Must not be more than 55 years of • Must have at least rendered at least 1
age unless specified by the country or year of continuous service to TESDA.
needs of the project;
• Must satisfy the basic entry Program-Specific Qualifications
requirements of the sponsoring • Must not be more than 60 years of
institutions; age unless specified by the country or
• Must satisfy the service and experience needs of the project;
requirements of the sponsoring/hosting • except for virtual trainings
country/institutions and TESDA • Must satisfy the basic entry
• Must be appointed to a position requirements of the sponsoring
equivalent to at least SG 18 institutions;
• Must satisfy the service and experience
requirements of the sponsoring/hosting
country/institutions and TESDA.
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Subject: Learning and Development Guidelines Number 100 Series of 2021

Date Issued: Effectivity: Supersedes:

TESDA Circular No. 12,
21 December 2021 Immediately series of 2004

2. LOCAL PROGRAMS

DEGREE NON-DEGREE

Pre-Qualification Requirements Pre-Qualification Requirements

• Holders of permanent appointments • Holders of permanent positions
except plantilla positions classified as • For permanent position holders, must
co-terminus; have rendered at least 1 year of
• Must have a rating of very satisfactory continuous service to TESDA;
performance for the last two (2) • Physically and mentally fit;
consecutive rating periods; With no pending administrative
• With verifiable work accomplishments; charge/case;
• Physically and mentally fit; • With no pending nominations from
• With no pending administrative other programs;
charge/case; • For previous recipients, must have
• With no pending nominations from already completed the implementation
other programs; of reentry plan from their previous
• Must have not refused to attend training and development program;
previous learning and development • Must have not refused to attend
opportunities without justifiable cause; previous learning and development
and opportunities without justifiable cause
• Must not be a recipient of any
scholarship grant for graduate degree Program-Specific Qualifications
program, local or overseas • Must not be more than 60 years of
• Must have at least rendered at least 2 age unless specified or required by the
years of continuous service to TESDA. project;
• Must satisfy the basic entry
Program-Specific Qualifications requirements of the program.
• Must not be more than 55 years of
age unless specified or required by the
project;
• Must satisfy the basic entry
requirements of the sponsoring
institutions;

• Must satisfy the service and experience

requirements of the sponsoring/hosting
country/institutions and TESDA.
• Must be appointed to a position
equivalent to at least SG 18
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Subject: Learning and Development Guidelines Number t0 Series of 2021

Date Issued: Effectivity: Supersedes:

TESDA Circular No. 12,
21 December 2021 Immediately series of 2004

D. Assessment Criteria for Selection of Nominees for Foreign and Local

Degree and Non-Degree Programs

1. The following criteria shall be used by NHRDC in the selection of nominees

where 60 is the qualifying points.

2. Nominees who get 60 points shall be considered in the short list of candidates
from which the NHRDC shall finally deliberate and select the candidates for
recommendation to the Director General.

D.1 Relevance of the Program to Actual Duties and Responsibilities (25

points)

Relevance Criteria Points

• Program addresses the current priority Training Needs/

Competency Requirements of the position based on TNA 25
Result

• Program addresses the Training Needs/ Competency

Requirements for higher position based on the TNA Result 15

• Program does not address the Training Needs 0

D.2 Performance (25 points)

Performance Rating Points

4.00 - 4.10 6
4.11 - 4.21 8
4.22 - 4.32 10
4.33 - 4.43 12
4.44 - 4.54 14
4.55 - 4.65 16
4.66 - 4.76 18
4.77 - 4.87 20
4.88 - 4.99 22
5.00 25
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Subject: Learning and Development Guidelines Number 1 °co Series of 2021

Date Issued: Effectivity: Supersedes:

TESDA Circular No. 12,
21 December 2021 Immediately series of 2004

D.3 Attendance to Foreign Training Program (10 points)

Graduate Degree Programs Points Non-Degree Programs Points

No foreign training attended 10 No foreign training attended 10

for the last 10 years for the last 10 years
No foreign training attended 7 No foreign training attended 8
for the last 9-6 years for the last 8-9 years
No foreign training attended 5 No foreign training attended 6
for the last 2-5 years for the last 6-7 years
No foreign training attended 4
for the last 4-5 years
No foreign training attended 2
for the last 2-3 years

D.4 Length of Service (15 points)

LDP Programs Attended Points

• More than 20 Years but below retirement range 15
• 16-20 Years but below retirement range 13
• 11-15 Years 11
• 6-10 Years 9
• 2-5 Years 7
• More than 20 years but within retirement range 5
• 16-20 years but within retirement range 3

D.5 Age (10 points)

Age Range Points

• Below 21- 31 10
• 32- 42 8
• 43- 53 6
• 54- 65 4
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Subject: Learning and Development Guidelines Number 1 °0 Series of 2021

Date Issued: Effectivity: Supersedes:

TESDA Circular No. 12,
21 December 2021 Immediately series of 2004

D.6 Award/Recognition Received (15 points)

Level Points
• National Individual Awardees 15
o Tagsanay
o Model Employee
o Outstanding Trainor (TESA)
o CSC Honor Awards
o Other Awards under PRAISE

• TESDA Organizational Awards

o Best Regional Awards (BRO)

o Galing Probinsya Award
o Best Training Institution 10

• Asia Pacific Accreditation and Certification

Commission (APACC)
• System for TVET and Accreditation and
Recognition (STAR) Program
• TESDA Seal of Integrity
• Other PRAISE Awards

• Regional Awardees under PRAISE 10

• Provincial Awardees under PRAISE 5
• Recognition/Awards given by the Secretary/ 10
Director General
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Subject: Learning and Development Guidelines Number loco Series of 2021

Date Issued: Effectivity: Supersedes:

TESDA Circular No. 12,
21 December 2021 Immediately series of 2004

E. Scholarship benefits and entitlements

1. Employee-scholars shall be entitled to the following benefits:

FOREIGN PROGRAMS LOCAL PROGRAMS LOCAL PROGRAMS

(Degree, Non-Degree (Non-Degree Programs) (Degree Programs)
Programs, Meetings,
Conferences, etc.)
The following grants • Registration/Prog • Tuition fees, book
may be fully covered by ram Fees allowance, thesis
the sponsoring partner writing assistance,
as per program • Reimbursement miscellaneous and
invitation/ MOA of actual other school related
agreement: transportation fees in the amount
expenses of One Hundred
• Airfare Ticket Twenty Thousand
• Travelling Pesos
• Daily Subsistence expenses and per (P120,000.00)
Allowance shall be based diem shall be
on the prevailing UNDP charged to the • Salaries,
Rate if not specified learner's allowances and
operating unit other benefits
• Pre travel allowance of provided by law
P3500 • Salaries,
allowances and • Comprehensive/
• Clothing allowance (if other benefits Dissertation
applicable) provided by law Allowance of not
more than Php
• Travel insurance 15,000

Expenses not covered by • Workshop,

the sponsoring partner Seminar, Field Trip
may be reimbursed by the expenses of not
participant or shouldered more than Php
by the Agency as per 10,000 for Masteral
Executive Order No. 77 and Doctoral
series of 2019 for partially Degrees
sponsored programs/
conferences.
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Subject: Learning and Development Guidelines Number 10(40 Series of 2021

Date Issued: Effectivity: Supersedes:

TESDA Circular No. 12,
21 December 2021 Immediately series of 2004

2. For local degree programs, provision of financial support to employee-

scholars shall be subject to the submission of grades after each term.

F. Service Contract

F.1 A Service Contract shall be required for employee-scholars who have attended
learning and development program or other intervention with a duration of one
(1) month or more. Such is applicable to long-term degree or non-degree local
and foreign scholarship studies.
The service contract obligation shall be based on the following matrix:

SERVICE OBLIGATION

Foreign or Local Degree Programs Foreign Non- Degree Programs and local Non-Degree
Programs with Training Duration of One Month or More
Amount of Positions Amount of Positions
Investment SG 28 SG 25 SG 15 Investment SG 28 SG 25 SG 18 SG 17 and
and to 27 to 24 and to 27 to 24 Below
above above
Php 2.0 M 6 5 Years 4 Php 4 Years 3 Years 2 1.5 years
& above Years Years 200,000 & Years
above
Php 1.0 M 5 4 Years 3 Php 3 Years 2 Years 1.5 1 Year
to Php 1.99 Years Years 100,000 to Years
M Php
199,999
Php. 0.5 M 4 3 Years 2 Php 50,000 2 Years 1.5 Years 1 Year 8 Months
to Php 0.99 Years Years to Php
M 99,999
Php 3 2 Years 1 Year Php 49,999 1.5 Year 1 Year 8 6 Months
499,999 & Years & below Months
below
 TESDA CIRCULAR
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Subject: Learning and Development Guidelines Number %at!) Series of 2021

Date Issued: Effectivity: Supersedes:

TESDA Circular No. 12,
21 December 2021 Immediately series of 2004

F.2 Should the official or employee fails to render in full the service obligation referred
to in the contract on account of voluntary resignation, optional retirement,
separation from the service with undesirable cause he/ she shall refund the gross
amount of salary, allowances and other benefits received while on study leave
proportionate to the balance of the service obligation required based on the
following formula:
R = Refund
SOR = Service Obligation Required
SOS = Service Obligation Served
TCR = Total Compensation received (gross salary, allowances
and other benefits received while on study leave)

R = (SOR-SOS) X TCR
SOR
VI. Study Leave

TESDA adopts the provisions of the CSC Memorandum Circular No. 21, series of
2004 Guidelines on Study Leave under Section 68 which states that officials and
employees, excluding those in the teaching profession who are covered by different
provisions of law, may apply for study leave subject to the following conditions:
1. The study leave not exceeding six (6) months with pay for qualified officials
and employees to help them prepare for their bar or board examinations, or
complete their master's degree which shall not exceed four (4) months. No
extension shall be allowed if the officials or employees avail of the maximum
period of leave allowed herein;

2. Officials and employees, excluding those in the teaching profession who a e

covered by different provisions of law, may apply that they shall be entitled to
study leave not exceeding one school year after seven years of service. A
teacher shall be allowed to accumulate more than one-year study leave,
unless he /she needs an additional semester to finish his/her thesis for a
graduate study in education or allied courses. (Section 68 CSC Memorandum
Circular No. 41, s. 998). The leave shall be covered by a contract between the
agency head or authorized representative and the employee concerned. No
extension shall be allowed if the official or employee avails of the maximum
period of leave allowed. If he/she needs more time to complete his/her studies,
he/she may file a leave of absence chargeable against his/her vacation leave
credits.
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Subject: Learning and Development Guidelines Number 1°0 Series of 202

Date Issued: Effectivity: Supersedes:

TESDA Circular No. 12,
21 December 2021 Immediately series of 2004

3. Study leave applications must be filed thirty (30) days prior to the intended
study leave duration with complete and correct documentary requirements:
a. service record
b. leave application
c. clearance form
d. Certificate of no pending case
e. Certification issued by their respective Accountants or
Financial Analysts specifying the employee's salary, PERA,
Year- End Bonus, Cash Gift, Productivity Enhancement and
Incentive (PEI) based on the duration the employee's leave).
A. Non-teaching employees
CSC Memorandum Circular No. 21, series of 2004 which states that officials and
employees, excluding those in the teaching profession who are covered by different
provisions of law, may apply for study leave subject to the following conditions:
1. The study leave is a time off from work not exceeding six (6) months with pay
for officials and employees to help them prepare for their bar or board
examinations, or complete their master's degree which shall not exceed four
(4) months.

2. Officials and employees, excluding those in the teaching profession who are
covered by different provisions of law, may apply for study leave not
exceeding one school year after seven years of service. A teacher shall be
allowed to accumulate more than one-year study leave, unless he /she needs
an additional semester to finish his/her thesis for a graduate study in
education or allied courses. (Section 68 CSC Memorandum Circular No. 41,
s. 1998).

3. The leave shall be covered by a contract between the agency head or

authorized representative and the employee concerned. No extension shall be
allowed if the official or employee avails of the maximum period of leave
allowed. If he/she needs more time to complete his/her studies, he/she may
file a leave of absence chargeable against his/her vacation leave credits.

4. Should the official or employee fails to render in full the service obligation
referred to in the contract on account of voluntary resignation, optional
retirement, separation from the service with undesirable cause, s/he shall
refund the gross amount of salary, allowances and other benefits received
 TESDA CIRCULAR
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Subject: Learning and Development Guidelines Number '°.D Series of 2021

Date Issued: Effectivity: Supersedes:

TESDA Circular No. 12,
21 December 2021 Immediately series of 2004

while on study leave proportionate to the balance of the service obligation

required based on the following formula:

R = Refund
SOR = Service Obligation Required
SOS = Service Obligation Served
TCR = Total Compensation received (gross salary, allowances
and other benefits received while on study leave)

R = (SOR-SOS) X TCR
SOR
B. Teaching employees
Employees with teaching positions are to follow the study leave under Section 68 for
teaching employees under section 24 of RA 4670 of Magna Carta for Public School
Teachers under the following conditions:

1. Teaching employees after seven years of service shall be entitled to avail study
leave.

2. The study leave for teachers shall be entitled to at least 60 % of their monthly
salary. Employees with teaching positions are not allowed to accumulate more
than one year study leave, unless for continuance of an additional semester to
finish his thesis for a graduate study in education or allied course. Provided,
further, that no compensation shall be due to the teacher after the first year of
such leave.

3. An employee shall be entitled to at least 65% of his/her monthly salary provided

that he/she takes a regular study load and passes at least 75% of the courses.
VII. Responsibilities

A. National Human Resource Development Committee (NHRDC)

1. Develop TESDA Learning & Development guidelines for the selection of

nominee/s to training and scholarship programs in accordance with
existing civil service policies and standards;
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Subject: Learning and Development Guidelines Number loco Series of 2021

Date Issued: Effectivity: Supersedes:

TESDA Circular No. 12,
21 December 2021 Immediately series of 2004

2. Incorporate in said guidelines specific provisions, stating among other things,

responsibilities of selected nominee/s to TESDA. These provisions shall be
embodied in the service contract;

3. Screen and deliberate shortlisted nominees for all foreign and local public-run
programs using the assessment criteria set in this Circular for
recommendation to the Director General;

4. Recommend to the Director General the most qualified nominee/s in

accordance with the guidelines, for training or study programs;

5. Study and make recommendations to the Director General on the availment of

invitations and offers for participation in training or study programs both local
and foreign in relation to the needs of TESDA;

6. Serves as the National Screening Committee to the Foreign Scholarship

Training Program (FSTP). Duties and responsibilities are herein stipulated in
the Guidelines in the Administration of the FSTP Program;

7. Develop tools that will track the efficiency of the L&D program;

8. Review compliance to this Circular and recommends changes and/or updates

for specific provision/s of this Circular in accordance to developments in
corporate priorities and directions.

B. Regional HRD Committees

1. Consolidate and integrate the Learning and Development Plans of Regional
Office/Provincial Office/TESDA Training Institutions for review and approval of
the Regional Director and submission to NHRDC;

2. Screen and deliberate shortlisted nominees from all operating units of the
region and central office for all foreign and local degree and non-degree
programs and interventions using the assessment criteria set in this Circular
for recommendation to the Regional Director;
3. Evaluate and monitor the implementation of re-entry plans and service
contracts of ROPOTI employees who availed of learning and development
programs and interventions and submit required reports to the Regional
Director, HRMD- TDI, and NHRDC;
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Subject: Learning and Development Guidelines Number '°'° Series of 2021

Date Issued: Effectivity: Supersedes:

TESDA Circular No. 12,
21 December 2021 Immediately series of 2004

4. Deliberate on verified cases, learning and development program concerns

and issues, as deemed necessary.

C. HRMD-TESDA Development Institute (TDI)

1. Serve as the NHRDC and National Screening Committee - FSTP secretariat;

2. Disseminate invitation to training programs to operating units;

3. Review staff profile for long listing and prequalification of nominees for local
degree and non-degree programs;

4. Consolidate and analyze Training Needs Analysis (TNA) Results of

COROPOTI for identification of training programs and preparation of TESDA
Workforce Learning and Development Plan;

5. Prepare and disseminate list of identified training programs with

corresponding list of prospective participants. List of courses and prospective
participants per program should be updated every 6 months;

6. Develop in-house training programs based on identified training needs

7. Organize, facilitate and/or implement training programs;

8. Maintain database on employee profiling for Central Office/Regional

Office/Provincial Office/TESDA Training Institution (COROPOTI), updated list
of training institutions or providers, resource speakers and consultants;

9. Monitor the submission and implementation of re-entry action plans and

service contracts of COROPOTI employees who availed of learning and
development programs and interventions;

[Link] and monitor the submission of nominations, documentary

requirements, REAP, service contracts, reports, plans, and other documents
pertaining to learning and development program and other interventions;

[Link] the processing of official travel exit documents / requirements of

COROPOTI employees with official foreign travel;

[Link] accomplishment reports on learning and development programs and

interventions;
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Subject: Learning and Development Guidelines Number 10(.0 Series of 2021

Date Issued: Effectivity: Supersedes:

TESDA Circular No. 12,
21 December 2021 Immediately series of 2004

[Link] records of training effectiveness and all in-house conducted training

programs for documentation purposes;

[Link] reports to the Director General;

[Link] and integrate the Learning and Development Plans of executive

offices, AS, FMS and other special operating units for review of NHRDC prior
to approval of the Director General;

[Link] and deliberate shortlisted nominees from executive offices, AS, FMS
and other special operating units all foreign and local degree and non-degree
programs and interventions using the assessment criteria set in this Circular
for recommendation to the NHRDC;

[Link] and monitor the implementation of re-entry plans and service

contracts in the central office for submission to the NHRDC; and

[Link] on verified cases, learning and development program concerns

and issues, as deemed necessary.

D. Financial and Administrative Service Division (FASO)

1. Maintain an updated directory of degree and non-degree programs and

reputable training/educational institutions/organizations in their respective
jurisdiction;

2. Conduct continuing training needs analysis and profiling of all regional

personnel;

3. Maintain a library of all approved reentry plans, service contracts and learning
materials for monitoring and reference purposes;

4. Provide secretariat services to the Regional HRD Committee

VIII. Budget allocation

1. The budget for learning and development programs and interventions shall be
sourced from any of the following funding:
• Five Percent (5%) of the total regional MOOE budget per year
• Overseas Development Assistance (ODA) Projects
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Subject: Learning and Development Guidelines Number loco Series of 2021

Date Issued: Effectivity: Supersedes:

TESDA Circular No. 12,
21 December 2021 Immediately series of 2004

2. A Php 20M Learning and Development Fund shall be earmarked annually

which shall be allocated to CO-RO-PO-TI for the implementation of their
respective Supplemental Annual Workforce Learning and Development Plan
subject to approval of the Director General.

IX. Sanctions

The following processes and sanctions shall be applied to an official or employee for
failure to attend or complete the training/scholarship program for no justifiable cause
or fails to submit the required post learning and development documents within the
prescribed period.

A. Process/ Procedure:

1. The Director General shall issue a Memorandum addressed to the respective

Heads of Office ( Deputy Director General, Executive Director, Regional
Director, Provincial Director) directing the concerned employee to explain in
writing within five (5) days from receipt thereof the reason for such failure.

2. If the employee fails to submit his/ her answer within the time allowed thereof,
a subsequent Memorandum shall be issued reiterating the previous order.
The employee is given another five (5) days from receipt thereof to reply to
the Memorandum.

3. If the employee still fails to submit his/ hei- answer, a final Memorandum shall
be issued and the employee is given a non-extendible period of five (5) days
from receipt of the same to answer.

Non-compliance with the Final Memorandum shall cause the TDI-HRMD to report
the matter to the Interim Internal Affairs Service (IIAS) for appropriate action.
Respective FASDs are responsible to monitor and ensure that personnel concerned
have responded to the issued Memorandum.
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Subject: Learning and Development Guidelines Number '°" Series of 2021

Date Issued: Effectivity: Supersedes:

TESDA Circular No. 12,
21 December 2021 Immediately series of 2004

B. Sanctions:

SANCTIONS
GROUNDS
First Offense Second Offense Third Offense

A. Failure to attend the • Refund of • Refund of the • Refund of the

training/ scholarship the direct direct and indirect direct and
program without and training cost indirect training
justifiable cause indirect incurred with cost incurred:
training Stern Warning and refer
B. Failure to complete cost which shall form concerned
the training/ incurred. part of the employee to
scholarship personnel's 201 Interim Internal
program without file of the Affairs Service
justifiable cause concerned (IIAS) for
employee. appropriate
action.

C. Failure of the • Memorand • 2nd Stern warning • Exclusion from

learners to submit urn of R 1st to the concerned nomination for
prescribed post Stern employees; and future staff
learning and warning to • Exclusion from development
development the nomination for programs and or
documents within concerned future staff interventions for
prescribed employees development the period of six
deadline: programs and or (6) months and;
o After Activity interventions for • TDI-HRMD shall
Report or the period of six report the matter
Terminal and Re- (6) months. to the office of
Entry Action Plan IIAS for
Report appropriate
o Certificate of action.
Training
o Learning
Materials used
0 Program
Evaluation Form
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Subject: Learning and Development Guidelines Number 1°(1, Series of 2021

Date Issued: Effectivity: Supersedes:

TESDA Circular No. 12,
21 December 2021 Immediately series of 2004

D. Deferment of • Refund of • Refund of the • Exclusion from

attendance to the corresponding nomination for
foreign training / correspond fees made by the future staff
studies when ing fees Agency development
resolution has made by • Exclusion from programs and or
already been issued the Agency nomination for interventions for
by NHRDC with Stern future staff the period of six
Warning to development (6) months and;
the programs and or • TDI-HRMD shall
Concerned interventions for report the matter
Employee the period of six to the office of
• Memorand (6) months IIAS for
urn of R 1st appropriate
Stern action.
warning to
the
concerned
employees

E. Failure to complete • Refund of

the service obligation the fees
due to voluntary and/or
resignation, optional investment
retirement, separation made by
from the service with the Agency
undesirable cause to be
computed
based on
the
remaining
service
obligation

The abovementioned sanctions shall be applicable for a one-year duration.

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Subject: Learning and Development Guidelines Number tow Series of 2021

Date Issued: Effectivity: Supersedes:

TESDA Circular No. 12,
21 December 2021 Immediately series of 2004

C. JUSTIFIABLE CAUSE:

1 Justifiable Causes. The following are the justifiable cause for failure to attend
or complete training/ scholarship program or submit the required post learning
and developments within the prescribed time:

a. Personal/ Immediate Family Member's Medical Condition

b. Death of Immediate Family Member
c. Calamity Stricken Areas
d. Exigency of Service issued by the Director General
e. Other causes analogous to the foregoing

This Order shall take effect as indicated and amends/r any other
issuance/s inconsistent herewith.

SEC. ISIDRO S LAPEN A, PhD., CSEE

Director General