SHORTAGE OF

ELIGIBLE
EMPLOYEES ON
GOVERNMENT
OFFICES
A Case Study

Prepared by: Julay- Ann E. Lardera

Executive Summary
The government office in question is facing a shortage of eligible
employees despite having a large pool of job order employees.
This shortage is impacting its ability to effectively deliver services
to the public.

To address this issue, the office needs to take a multi-pronged

approach that includes assessing the skills and qualifications of
existing job order employees, revising eligibility criteria for
permanent positions, and increasing its budget allocation for
personnel
Executive Summary
Other alternative courses of action include expanding the use
of job order employees, increasing salaries and benefits, and
investing in employee retention programs. However, the office
may face several constraints, including budget, legal, limited
talent pool, and resistance to change

By overcoming these constraints and implementing effective

solutions, the office can attract and retain qualified talent and
improve its ability to deliver quality services to the public.
Background of the Study
The government office in question is a public agency responsible
for providing essential services to the public, such as healthcare,
education, or social services. Due to various factors, such as low
salaries, challenging working conditions, or bureaucratic
processes, the office has been experiencing a shortage of
eligible employees.

As a result, the office has been relying on job order employees

to fill the gap.
Case Proper
The office is struggling to find eligible employees to fill vacant
positions, which is impacting its ability to provide quality
services to the public.

While there are plenty of job order employees working for the
office, many of them are not eligible for permanent positions
due to various reasons such as lack of qualifications, work
experience, or funding constraints.
Statement of the Problem
The shortage of eligible employees has been
impacting the office's ability to deliver quality
services to the public, as it has resulted in increased
workload for existing employees, longer wait times
for clients, and lower staff morale.
 Objectives

To To provide
To evaluate recommendatio
understand
To explore effectiveness ns for improving
the causes To identify
potential of current recruitment,
of the the impact of retention and
solutions or recruitment
shortage of the shortage development of
strategies and retention
eligible eligible
policies employees
employees
Constraints
Constraints
Budget

Resistance
to change Legal

Limited talent
pool
Constraints
Budget Legal
constraints constraints

The government office may The office may be bound by

have limited resources to certain legal requirements
invest in recruitment, or regulations when it
training, or retention comes to hiring or
programs. promoting employees.
Constraints
Limited talent Resistance to
pool change

the office may be operating in a Some employees or stakeholders

competitive talent market within the organization may be
where qualified candidates are resistant to change or may not
scarce. see the value in investing in new.
programs
 Alternative courses of action

Expand the use of Invest in employee

Increase salaries
Job Order retention
and benefits
employees programs
ANALYSIS OF THE
ALTERNATIVE
COURSES OF
ACTION
 Expand the use of Job Order Employees

Advantages
This would minimize
Job-order employees
the time that will be
will get to acquire
spent for training a
new knowledge and
newly-hired
skills. personnel.
 Expand the use of Job Order Employees

Disadvantages
CSC said that a JO
Not all Job order
employee should not
employees are
perform a permanent
eligible.
employee’s tasks.
 Increase salaries and benefits

Advantages
Happy employee
Lesser possibility = productive,
of resignation. effective and
efficient work
 Increase salaries and benefits

Disadvantages
It is not the
Budget
sole decision
constraints
of the office.
 Provide
Embrace a
Ongoing
True Sense of
Training and
Work Culture
Mentorship

Offer
Employee
Constructive
Recognition
Employee Feedback
Retention
Programs
 Invest in Employee Retention Programs

Advantages
Keep current
eligible employees Positive working
engaged and environment
motivated.
Invest in Employee Retention Programs

Disadvantages
Limitations in
Resistance to funding,
change resources and
time.
 Conclusion

This will not only

By implementing these improve the quality of
measures, the office can services provided to the
increase its pool of public but also provide
eligible employees and job security and career
reduce its reliance on job growth opportunities to
order employees eligible job order
employees.
 Recommendation

To invest in employee retention

programs, not only promotes a
In order to maximize the time of
positive working environment
Job-order employees’ stay on the
resulting to lesser job resignations,
office, he/she will be trained for a
it will also build up a positive
Casual or Permanent employees’
review, thus creating a profile of a
position, as well as making sure
positive working environment to
that he/she will take up the Civil
job seekers, especially eligible job
Service Exam to acquire eligibility
workers which will encourage
for a Regular position.
them to apply in a government
office..
 “Transformation in government systems
and mechanisms will not be possible
without the development of public
servants’ competence, motivation, agility,
and resilience. The ability, motivation, and
productivity of government personnel are
key determinants of government
capability.”