Table of Contents

Chapter I. Policies and General Guidelines

Section 1. Coverage
Section 2. General Guidelines
Section 3. The L&D Framework
a. Competency Framework
b. The L&D Committee, Executive Committee, and Secretariat
1. Composition of the L&D Committee
i. Functions
2. Composition of the L&D Executive Committee
i. Functions
3. L&D Secretariat
i. Functions
c. The L&D Annual Plan
Section 4. Selection and Management of Learners
A. General Principles
B. Qualification and Selection of Learners
Section 5. Learning Service Provider (LSP) Management
a. Criteria
b. Honorarium
c. L&D Resource Pool
d. Evaluation
Chapter II. Guidelines on Trainings and Scholarships
Section 6. Requirements
Section 7. Trainings and Scholarships
A. Local Scholarship Programs (LSP)
B. Foreign Scholarships and Training Programs
C. Common Provisions on Local and Foreign Scholarships
a. Effect of Administrative Cases
b. Effects of Incomplete or Failing Grades of the Scholars
c. Effect of Failing Grades or Disqualification from the
Scholarship
d. Effect of Discontinuance of Studies
 e. Effects of Failure of Scholars to Render Service Obligation
D. Local Trainings, Seminars, Workshops, Conferences, and
Conventions
E. Attendance of Personnel in Local Trainings, Seminars,
Workshops, Conferences and Conventions Conducted by the
OGCC, Department of Justice (DOJ), the Development Academy
Of The Philippines (DAP), the Integrated Bar of the Philippines
(IBP), the Civil Service Commission (CSC) and Duly-Accredited
Professional Organizations
F. Attendance of Personnel in Local Trainings, Seminars,
Workshops, Conferences and Conventions Conducted by
Professional Organizations, Non-Governmental Associations or
Private Training Institutions not Accredited by the CSC
G. Attendance of Personnel in Online Trainings, Seminars,
Workshops, Conferences and Conventions Conducted by Public
or Private Institutions
H. Study Leave Program
a. Qualification Requirements
b. Terms and Conditions
c. Violation of the Terms and Conditions and Penalties
Therefor
Section 8. Trainings for Specialized Groups

Chapter III. Monitoring and Evaluation

Section 9. Strategy for Ensuring Transfer of Learning
Section 10. Echoing
Section 11. Effectivity

OGCC POLICIES AND GUIDELINES IN LEARNING AND DEVELOPMENT

 The Office of the Government Corporate Counsel (OGCC) values the
personal and professional development of its officials and employees. To
achieve a more effective and efficient delivery of service to its stakeholders, the
OGCC intends to provide its officials and employees opportunities for
intellectual and skills development. Thus, these policies and guidelines:
CHAPTER I
POLICIES AND GENERAL GUIDELINES
Section 1. COVERAGE. - These policies and guidelines shall apply to all
the official and employees of the OGCC.
Section 2. GENERAL GUIDELINES. - The following guidelines shall
apply to all learning and development programs:
a. Learning and Development Programs shall refer to activities aimed at
enhancing the professional and personal growth of officials and
employees, which include but are not limited to scholarships, study
grants, study leaves, trainings, seminars, workshops, conference and
conventions.

b. The Learning and Development Committee (L&D Committee) shall be

the primary body to implement the learning and development
programs of the OGCC. It shall ensure that the policies and guidelines
are properly observed and implemented.

c. The L&D Committee shall conduct the screening of applicants and

recommend to the Government Corporate Counsel (GCC) the most
qualified personnel who may participate in invitations to local and
foreign-assisted scholarships, study grants, trainings, seminars,
workshops, conferences and conventions. Personal invitations to
officials and employees to such activities must be referred to the L&D
Committee for pre-screening or recommendation purposes.

d. Officials and employees are encouraged to explore programs that will

provide professional and personal advancements. Interest to attend or
participate in trainings, seminars, workshops, conferences and
conventions shall be communicated in writing to the L&D Committee
explaining the benefits of attendance thereto. The L&D Committee
shall give the appropriate recommendation to the GCC.
e. All participants to local and foreign-assisted scholarships, study grants,
trainings, seminars, workshops, conferences and conventions will need
to secure the recommendation of their respective Team Leaders.

f. Learnings and development programs should be aligned with the

competency needs of the personnel. Priority shall be given to
personnel (1) who have not availed themselves of any scholarship,
study grant, training, seminar, workshop, conference or convention for
the last two (2) years; and (2) whose functions are relevant to such
program.

g. Every year, as far as practicable, all officials and employees shall be

given the opportunity to attend at least one (1) knowledge-based and
one (1) skills-based course, seminar, training or program.

[h.] To avail of local and foreign scholarship programs, applicants must:

[(1)] Have rendered at least two (2) years of service in the OGCC ;
[(2)] Have obtained a performance rating of at least Very Satisfactory
(VS) for the last two consecutive rating periods;
[(3)] By physically and mentally fit;
[(4)] Have no pending criminal or administrative case;
[(5)] Have rendered the service obligation of any previous service
contract; and
[(6)] Have no approved application for any other local or foreign
scholarship.

h.[i.] Attendance of personnel in authorized learning development

programs shall be on official time.

i.[j.] Scholarships and study leaves shall be covered by a service contract to

be executed between the beneficiary and the GCC or his authorized
representative.

j.[k.] Financial assistance may be extended by the OGCC as may be

warranted and subject to availability of funds.

[l.] Employees who have availed themselves of any human resource

development programs, which required at least two (2) weeks of
attendance, must submit to the GCC, through the L&D Committee, a
Report on their participation within five (5) days from completion of
 the program, to be accompanied by a certificate of attendance from the
sponsoring organization or L&D provider.

k.[m.] Participants or beneficiaries of any learning and development

program shall be relieved of all duties and responsibilities for the
duration of the program. However, it is the responsibility of the
participants or beneficiaries to ensure that all office assignments have
been properly re-assigned before the commencement of the program.

Section 3. THE L&D FRAMEWORK.

a. Competency Framework. - The following provides the basis for the
L&D interventions appropriate to levels of positions in the OGCC:

GCC
DGCC Leadership
AGCC Competencies
Legal Staff Core Competencies
Administrative
Personnel

The following matrix provides a menu, which is a combination of

training programs and other L&D interventions, to help employees
navigate through current and future positions over a period of
employment with OGCC:
Aside From 0-1 More than 1 year to 5 years From assumption-continuing
from year
the New First Second Level Legal Staff Executive/
above, Entrants Level Management
the Orientati At least 1 At least 1 L&D At least 1 Management/
OGCC on L&D intervention/Superv L&D Executive,
allows Program interventi isory Development interventi Leadership and
the Gender on Plan for Section on Legal Training
Sensitivit Heads Programs
y
Program
At least 1
L&D
interventi
on during
the year
Continuing Learning/Training
Coaching and Mentoring, Legal Practitioners’ Conference, Accountants and
Budget Officers Conference, Records Management Conference, Librarians’
Conference, GAD Focal Point System Conference, HR Symposium, and Other
professional conferences, including international conference
following interventions to address specific learning needs:
 Formal On-The-Job Self-Development Developmental
Classroo Training activities/interventions
m
Training

- In- - Coaching - Programmed self- - Special work project

House on the job study through a third
Training party provider - Added responsibilities
- Knowledge on technical or work
- External sharing and - Taking weekend or assignment
Training learning evening courses
session - Appropriate educational
- Tertiary courses run and developmental
- by academic/ activities presented under
Interventions educational the auspices of OGCC,
such as institutions academic/educational
counseling, institutions commercial
team - Reading books and establishments or other
building other publications or professional bodies such
journals as but not limited to
congresses, conferences,
forums, conventions,
courses, seminars,
workshops, lectures,
brown bag discussions,
orientations, briefings and
other professional
educational activities

- Meetings of professional
organization body and
their technical boday and
their technical discussion
groups

- Researching and writing

technical publications

b. The L&D Committee, Executive Committee, and Secretariat–

 (1) Composition of the L&D Committee. The OGCC shall have an
L&D Committee that shall be composed of the following:
Chairperson – Assistant Government Corporate Counsel
Vice-chairperson – Government Corporate Attorney
Members:
__ representatives from the Legal Staff
__ representatives from the Administrative Staff
(i) Functions of the L&D Committee.
(2) Composition of the L&D Executive Committee
(i) Functions of the L&D Executive Committee
(3) L&D Secretariat. The L&D Committee shall be supported by a
secretariat composed of the following:
Head – Government Corporate Attorney
Vice-head - Government Corporate Attorney or Administrative Staff
member
Members - __ personnel from the Administrative Staff
(i) Functions of the L&D Secretariat

c. The L&D Annual Plan -

Section 4. SELECTION AND MANAGEMENT OF LEARNERS

A. GENERAL PRINCIPLES

The L&D programs that are participated by officials and employees

shall require the approval of the GCC, taking into consideration the
review and recommendation of the L&D Committee.

The Performance Management Team (PMT) and L&D Committee shall

endeavor to prepare an Individual Development Plan (IDP) for every
employee. In this regard, the Team Leaders and the Assistant
Government Corporate Counsel for Administration shall review and
approve the IDP’s of all the employees of their respective
teams/sections. Prior to such approval, they shall check the
appropriateness, relevance timeliness, cost-efficiency and effectiveness
of the L&D interventions indicated in the IDPs. The GCC, through the
L&D Committee, may issue further guidelines to assist the Team
Leaders and the Assistant Government Corporate Counsel for
Administration with the approval process and in consolidating the
IDP’s into an Office L&D Plan.

Equal Employment Opportunity

OGCC shall be fully committed to the maximum utilization of

employee’s abilities and to the principles of equal employment
opportunity. The opportunities afforded throughout the OGCC are
available equally to all.

The provision of external trainings, scholarship or study leave to

employees shall be evaluation evaluated on the basis of
accomplishment, job requirement, merit and performance and not on
age, disability, gender, sexual orientation, religion, marital status,
political affiliation or other similar actors/personal circumstances.

B. QUALIFICATIONS AND SELECTION OF LEARNERS

[a.] As a general rule all L&D interventions shall target intended

learners based on the Training Need Assessment (TNA) of officials and
employees. The OGCC shall also endeavor to address the competency
gaps of the officials and employees based on the recommendations of
the PMT and the Tteam Lleaders.

a.[b.] Registration for other programs shall be on a “first-come-first-

served” basis. The program shall close the registration once the target
number of participants is reached, or five (5) working days before the
schedule of the program, whichever comes first. Thereafter, an Office
Order confirming the learners or participants shall be issued.

b. The L&D may also consider recommending to the GCC the

participation of all personnel of a particular
 section/division/department in learning events. The GCC shall issue
an Office Order approving the recommendation of the L&D.

c. All employees whose competency and performance assessments

indicated not meeting the proficiency level for mission-critical
competencies and other competencies required of their position shall
also be prioritized in development interventions.

d. Should trainings be conducted by a learning service provider,

profile of participants shall be prepared and provided within one (1)
week before the conduct of the program. The profile shall include
useful information such as, but not limited to, name, nickname, sex,
age and position. Persons or Groups with Special Needs may be
identified, only when necessary to the program as well as when the
relevant information will ensure access to L&D interventions and full
learning opportunity.

Section 5. LEARNING SERVICE PROVIDER (LSP) MANAGEMENT

a. Criteria. To ensure the quality of L&D activities, the following shall

be considered in selecting individual resource persons, speakers,
trainers and facilitators and groups/institutions:

Area Details
Education/Expertise Background or area of specialization
Experience Proven record that can substantiate
any claims to the experience or skill
and preferably with documented
outcomes.
Physical Attribute Sustainability or fitness for the task
or role
Integrity Absence of critical incidents that
might otherwise tarnish or question
the person’s credibility, character,
ethical behavior or intellectual
integrity as a learning service
provider
 If gender expertise is required in the L&D intervention, the same has
to be included in the TOR or letter of conforme conformity as a
prerequisite for selecting trainers/facilitators and resourced persons.
Engagement of LSP shall be made through an Engagement
ContractMemorandum of Agreement or Letter of
ConformeConformity.
b. Honorarium. Professional fees of the LSP shall be based on the
prevailing industry rate and as determined and approved by the L&D
Committee. The honorarium of trainers/facilitator and resource
persons who hail from national government agencies (NGAs)
including SUCs, GOCCs, GFIs and LGUs shall be in accordance with
Budget Circular No. 2007-1 of the Department of Budget and
Management.

c. L&D Resource Pool. The OGCC shall have its L&D resource pool.
An Internal L&D Resource Pool shall be established and reviewed by
L&D Committee taking into account the education, experience,
training, competence and expertise of OGCC officials and employees.

To ensure interactive learning and sharing of best practices and

expertise, the OGCC may also engage external LSPs.
The OGCC shall also include in its pool of LSPs the Civil Service
Commission’s List of Recognized Training/Learning and
Development Institutions.
d. Evaluation. The performance of the LSPs shall be evaluated. Those
who obtained Very Satisfactory rating shall be retained in the L&D
resource pool

CHAPTER II
GUIDELINES ON TRAININGS AND SCHOLARSHIPS

Section 6. REQUIREMENTS

a. To avail of local and foreign scholarship programs, applicants

must:
 (1) Have rendered at least two (2) years of service in the
OGCC;
(2) Have obtained a performance rating of at least Very
Satisfactory (VS) for the last two consecutive rating periods;
(3) By physically and mentally fit;
(4) Have no pending criminal or administrative case;
(5) Have completed the service obligation of any previous
service contract;
(6) Have complied with pre- and post-training
requirements for learning interventions attended in the previous
twelve (12) months; and
(7) Have no approved application for any other local or
foreign scholarship.

b. Employees who have availed themselves of any human resource

development program, which required at least two (2) weeks of
attendance, must submit to the GCC, through the L&D
Committee, a Report on their participation within five (5) days
from completion of the program, to be accompanied by a
certificate of attendance from the sponsoring organization or
L&D provider.

c. Employees who do not comply with training requirements in

OGCC-sponsored learning programs shall not receive their
respective Certificates of Attendance, and may not have such
learning programs credited to their official total training hours.

Section 7. TRAININGS AND SCHOLARSHIPS

A. LOCAL SCHOLARSHIP PROGRAMS (LSP) - All OGCC personnel are

encouraged to apply for the Civil Service Commission Local
Scholarship Programs (CSC-LSP) which consist of the following:

a. LSP for Bachelor’s Degree Completion (BDC);

b. LSP for Master’s Degree Courses (MDC); and
c. LSP for Skilled Workers in the Government (SWG).
 The qualification requirements and the terms of conditions for these
programs shall be governed by existing Civil Service Rules and
Regulations, and these Guidelines.

B. FOREIGN SCHOLARSHIPS AND TRAINING PROGRAMS (FSTP) -

Foreign scholarships and training programs are those extended to the
Philippines by foreign donor countries or foreign institutions. They
may be classified as long-term courses, the duration of which ranges
from one (1) to three (3) years; and short-term courses, which are less
than a year.

(a) Qualification Requirements. - In addition to the applicable

requirements under Sections 2 and 5, for long term courses, the
applicant must have a permanent appointment at the time of the
filing of the application. However, for short term courses, co-
terminous employees may apply provided that service obligation is
still within their serviceable years and within the tenure of the Chief
of the Office.

(b) Terms and Conditions. - The scholarship shall be subject to the

following terms and conditions:

1. Scholars must complete all the requirements of the course within

the specified period;

2. Scholars shall comply with the terms and conditions of the grant
and keep up with the standards of the scholarship or award;

3. Scholars must conduct themselves in such a manner that will not

bring disgrace or dishonor to themselves, the OGCC, the
government, and the Philippines;

4. Scholars must render the service obligation as follows:

Scholarship Term Service Contract

Less than two (2) months Six (6) months
Two (2) months to less than One (1) year
six (6) months
Six (6) months to less than Two (2) years
one (1) year
 One (1) year to less than two Three (3) years
(2) years
Two (2) years to less than Four (4) years
three (3) years
Three (3) years Six (6) years

5. Scholars shall submit to the GCC, through the LDC, their official
transcript of records or grades or certificate of performance or its
equivalent at the close of each quarter, term or semester;

6. Scholars shall return immediately to the Philippines and report to

the OGCC upon the completion of their scholarship. An
extension of stay may be granted subject to the approval of their
leave application. Upon return, scholars shall submit to the
OGCC, through the PDC, a post training report within thirty (30)
days after their return to duty.

C. COMMON PROVISIONS ON LOCAL AND FOREIGN

SCHOLARSHIPS - The following provisions shall apply to both local
and foreign scholarships:

(a) Effects of Administrative Cases.

(1) When the scholars are formally charged with an administrative

offense prior to enrolment, where the penalty is suspension or
dismissal, they shall be automatically disqualified from attending
the program on official time.
(2) When a formal charge is filed after enrolment, the scholars shall
be allowed to continue their studies, unless the charge is for a
grave offense and the evidence of guilt is strong, in which case
attendance to the program shall no longer be on official time.
(3) When the scholars are subsequently found guilty of an
administrative offense and dismissed from the service, they shall
refund all expenses incurred and all salaries and allowances
received while studying.

(b) Effects of Incomplete or Failing Grades of the Scholars.

In case the scholar receives an incomplete grade in a particular subject

in the semester or term, he/she shall immediately report and explain to
the GCC, through the LDC, the reason for obtaining an incomplete
grade. The LDC shall recommend to the GCC if the scholar can still be
allowed to pursue or complete the program on official time.
Otherwise, the scholar shall refund all expenses incurred and all
salaries and allowances received.

(c) Effects of Failing Grades or Disqualification from the

Scholarship.

In case the scholar receives a failing grade in a particular subject in the

semester or term, or was disqualified from the scholarship, he/she shall
immediately report and explain to the GCC, through the LDC. The
LDC Shall recommend to the GCC if the scholar shall still be allowed to
pursue or complete the program on official time and at his own
expense. Otherwise, the scholar shall refund all expenses incurred and
all salaries and allowances received.

(d) Effects of Discontinuance of Studies.

In case the scholars discontinue their studies or fail to complete the

course due to their own fault or willful neglect or other causes within
their control, the scholars shall (1) refund all expenses incurred and all
salaries and allowances received for the period covered; and (2) be
barred from participating in future scholarship examinations or
assessment processes.

(e) Effects of Failure of Scholars to Render Service Obligation.

In case the scholars fail to render the service obligation stipulated in the
contract through their own fault or willful neglect, resignation,
voluntary separation or transfer to another government agency or
private sector, the scholars shall refund the full amount actually
defrayed for their study grant and all salaries and allowances received
for the period covered.

For scholars who have rendered at least fifty percent (50%) of the
total service obligation, they shall refund only a proportionate amount
of the salaries and allowances received in accordance with the
following formula:
 (SOR-SOS)
R = -------------- x TCR
SOR

R = Refund
SOR = Service Obligation Required
SOS = Service Obligation Served
TCR = Total Compensation Received

D. LOCAL TRAININGS, SEMINARS, WORKSHOPS, CONFERENCES

AND CONVENTIONS.- Training programs or activities refer to
undertakings that aim to provide opportunities for employee
participation in any of the following:

a. Courses which will aid in the effective and efficient performance of

the functions of the position;
b. Development programs that will prepare both rank-and-file and
management-level employees for higher responsibilities; and
c. Highly specialized or technical seminars or studies including
opportunities for capability building, skills development, or
enhancement at any level or rank of employment requiring an
understanding or use of special tools and techniques in order to
cope with work changes or transfer of technology.

E. ATTENDANCE OF PERSONNEL IN LOCAL TRAININGS,

SEMINARS, WORKSHOPS, CONFERENCES AND CONVENTIONS
CONDUCTED BY THE OGCC, DEPARTMENT OF JUSTICE (DOJ),
THE DEVELOPMENT ACADEMY OF THE PHILIPPINES (DAP), THE
INTEGRATED BAR OF THE PHILIPPINES (IBP), THE CIVIL
SERVICE COMMISSION (CSC) AND DULY ACCREDITED
PROFESSIONAL ORGANIZATIONS. - Attendance of personnel,
whether permanent, coterminous or casual, to trainings, seminars,
workshops, conferences or conventions may be authorized only if
sponsored by the following:

1. The OGCC;
2. The DOJ;
3. The DAP;
 4. The IBP;
5. The CSC;
6. Other agencies of the government; or
7. Relevant professional organizations or non-governmental
associations duly accredited by the CSC

F. ATTENDANCE OF PERSONNEL IN LOCAL TRAININGS,

SEMINARS, WORKSHOPS, CONFERENCES AND CONVENTIONS
CONDUCTED BY PROFESSIONAL ORGANIZATIONS, NON-
GOVERNMENTAL ASSOCIATIONS OR PRIVATE TRAINING
INSTITUTIONS NOT ACCREDITED BY THE CSC. - For learning and
development programs sponsored by professional organizations, non-
governmental associations or private training institutions not
accredited by the CSC, attendance thereto may be allowed, subject to
the following conditions:

1. Where the required expenses will not be charged to agency funds;

and
2. Where the program is relevant to the employee’s job or position or
to the need of the OGCC

G. ATTENDANCE OF PERSONNEL IN ONLINE TRAININGS,

SEMINARS, WORKSHOPS, CONFERENCES, AND
CONVENTIONS CONDUCTED BY PUBLIC OR PRIVATE
INSTITUTIONS

(insert OGCC Guidelines)

H. STUDY LEAVE PROGRAM. - This Program seeks to assist qualified
personnel in their preparation for the bar or board examinations or in
the completion of the master’s degree requirements by giving them
time off from work for a period not exceeding six (6) months with pay.

(a) Qualification Requirements. - In addition to the applicable

requirements in Section 2, the applicant must:

1. Have either (a) graduated not more than five (5) years prior to the
start of the study leave with a bachelor’s degree which requires the
passing of a government bar or board licensure examination;
otherwise, the applicant must obtain at least fifteen (15) units of
refresher course prior to the start of the study leave; or (b)
completed the academic requirements for master’s degree not more
 than two (2) years prior to thesis writing or comprehensive
examination;

2. Be a holder of a permanent appointment. Coterminous employees

may, however, avail themselves of this privilege provided that the
service obligation is still within their serviceable years and within
the tenure of the Chief of the Office:

a. Only one (1) employee from every office, division, or team may
be recommended for study leave each year. In case two (2) or
more employees in an office, division, or team are interested to
apply for this benefit, preference shall be given to the one who
has not yet availed of the benefit or has never taken the
examination yet.
b. The privilege of study leave may be availed of only once every
three (3) years.

(b) Terms and Conditions. – The study leave contract shall embody the
following terms and conditions:

1. The beneficiaries must take and complete the required bar, board or
comprehensive examination, or complete the thesis.
2. After the thesis writing or the bar, board or comprehensive
examinations, the beneficiaries shall immediately report for work
and notify the PDC of such fact.
3. The beneficiaries must render the service obligation as follows:

Scholarship Term Service Contract

More than three (3) Two (2) years
months to six (6) months
Three (3) months or less One (1) year

(c) Violation of the Terms and Conditions and Penalties Therefor. -

In case of violation of the terms and conditions of the study grant, the
following guidelines shall apply:

1. Effect of Failure to Take the Examination or to Complete the

Thesis.

If the beneficiaries fail to take the bar, board or comprehensive

examinations or to complete their thesis through their own fault or
negligence or other cause within their control, the authority to go on
study leave on official time shall be deemed revoked and the
following shall be effected:
(a) If they have sufficient vacation leave credits, the study leave shall
be charged against such leaves;
(b) If they have insufficient leave credits or have no more vacation
leave credits, they shall refund the monetary value of the balance
or the whole of the study leave, as the case may be, either by a
single payment or deductions from salaries and other pecuniary
benefits; or
(c) If they fail to immediately report for work after the examinations
or thesis writing, they shall be declared absent without leave
(AWOL), without prejudice to the filing of appropriate case
against the beneficiary.

2. Effect of Failure to Render the Service Obligation. – Should

the beneficiaries fail to render in full the service obligation referred
to in the contract on account of voluntary resignation, optional
retirement, separation from the service through their own fault, or
other causes within their control, they shall refund the gross salary,
allowances and other benefits received while on study leave based
on the following formula:

(SOR-SOS)
R = -------------- x TCR
SOR
R = Refund
SOR = Service Obligation Required
SOS = Service Obligation Served
TCR = Total Compensation Received

Coterminous employees who fail to render in full the service

obligation shall refund a proportionate amount of the salaries and
emoluments received from the OGCC even though such failure is
not due to their fault.

3. Effects of Administrative Cases Filed Against the

Beneficiaries. - Should a formal charge for an administrative
 offense, which carries the penalty of suspension or dismissal, be
filed against the beneficiaries after the approval of their leave
application but before the study leave, the authority to go on study
leave on official time shall be automatically revoked. If the formal
charge for an administrative offense is filed while on study leave,
the authority shall be deemed suspended and the OGCC may
withhold the beneficiary’s salaries and other benefits.

(a) If exonerated, the beneficiaries shall continue receiving their

salaries and other benefits and shall receive all those which have
been withheld.
(b) If found guilty, the beneficiaries shall refund all salaries and
benefits they received while on study leave.

Section 8. TRAININGS FOR SPECIALIZED GROUPS

OGCC shall also provide orientation or trainings to staff belonging to

the Specialized Groups such as but not limited to the following topics:

1. Orientation on R.A. No. 8371, An Act to Recognize, Protect and

Promote the Rights of Indigenous People;
2. Orientation on the Benefits and Privileges of Solo Parents According
to R.A. 8972, The Solo Parent’s Welfare Act of 2000;
3. Orientation on R.A. No. 9257, An Act Granting Additional Benefits
and Privileges to Senior Citizens;
4. Orientation on R.A. 7277, otherwise known as the Magna Carta for
Persons with Disability;
Orientation on Guidelines on the Availment of the Special Leave
Benefits for Women Under R.A. 9710 (An Act Providing for the
Magna Carta for Women)

CHAPTER III

MONITORING AND EVALUATION

Section 9. STRATEGY FOR ENSURING TRANSFER OF LEARNING

A. Communicating the Learning and Development Plan

Core Message Target Method Timeline

Audience
Available L&D OGCC OGCC Facebook page, Upon approval
interventions, Officials and Office memos, L&D by the L&D
invitations, and employees Bulletin Boards, Flag Committee/
other course raising ceremony, Staff Management
offerings Meetings, and Word-of-
Mouth
Impact of the Management Presentation/discussion Upon inclusion
L&D Plan to the during the MANCOM in the MANCOM
OGCC meetings agenda
employees
Memos
Upon approval
by the L&D
Committee/
Management

B. Monitoring and Evaluation - The L&D Plan should be monitored

and evaluated. To be effective, the L&D Plan implementation will
be monitored and evaluated so as to ensure that:

1. Appropriate L&D interventions have been provided to the

workforce;
2. Ensure that L&D Plan is properly carried out;
3. Provide accurate percentage of accomplishment of the plan;
4. Assess the conduct of training/seminars in accordance with
the plan; and
5. Set future development on different workforce.

To achieve said purpose, it is important that Training Evaluation

forms be disseminated to all participants. For attendance to
conferences, seminars, symposia, trainings and other L&D
programs conducted by other agencies and learning providers,
participants shall be required to submit a report which shall
contain the learning acquired in the training, learning action
plan, and evaluation of the training.
Moreover, the L&D Committee shall continue to conduct semi-
annual assessments on its L&D Plan for the year. During such
 assessments, the Committee shall look into what the training
programs that were implemented as planned during the past six
months and the various challenges and issues it encountered in
implementing the same. Similarly, it shall identify the training
programs that did not push through and the reasons why they
were scrapped. Notably, the results of the assessments should
provide significant information and invaluable lessons on how
future trainings can be improved.

Section 10. ECHOING

Section 11. EFFECTIVITY