The Concept and Principles of Public Personnel

Development and Administration with comparative

study of any foreign country.
Group 1 | Presenters:
Abangad, Zsalimar-Fathma D.
Abutazil Jr., Sarip C.
Ali, Zainoden M.
Public
Personnel
Administration

2
 Three key words about PPA

PUBLIC PERSONNEL ADMINISTRATION

 refers to both  refers to  refers to the

human effective and
non-profit efficient
and resources who
management of
local/regional works in the human resources in
governmental public sector public
and provide organizations, which
organizations helps to achieve the
services to
. organization's goals
public.
3 MPA G2-B (PA 214)
and objectives.
 1 Recruiting, selecting, and advancing employees

2 Equitable and adequate compensation

Aims of Public
Personnel 3 Training employees as needed to assure high quality
performance

Administration
4
Retaining employees on the basis of the adequacy of
their performance

Assuring fair treatment of applicants and employees in all

5 aspects of personnel administration
 Functions of PPA
•Planning
•Acquisition
•Development
•Sanctions
5 MPA G2-B (PA 214)
 THE IMPORTANCE OF PPA
Public personnel • is an important element of government administrative systems. The
effective conduct of the work of government depends upon the people
administration: work and how this people are being administered.

The main purpose of

• is to ensure public organization has enough and competence staff to
Public personnel
perform the to perform the tasks of the particular organization.
administration:

The concern of public • Is to improve the productive contribution of the public servants and to
ensure that all government employees are treated well according to the
personnel administration: HRM principles

6 MPA G2-B (PA 214)

 PUBLIC PERSONNEL
ADMINISTRATION

“ -involves, the management of all an agency’s human

resources in a manner that assures the best output
with the least costly input, while protecting and
enhancing the welfare of the workers.
-Hanlon &

”
Pickett
1994

7 MPA G2-B (PA 214)

 Public vs. Private Sector Personnel
Administration
 Public employees operate in a different legal environment, especially
concerning discipline and termination
 Lines of authority are less clear in the private sector since in the
government service, specific duties and responsibilities or each personnel
is carefully formulated
 Employer-employee relations have followed different paths
 The political environment affects public personnel to greater extent than
it does in the private sector

8 MPA G2-B (PA 214)

Civil Service
Commission
The central personnel agency of the
Philippine Government
Chiefly responsible for the recruitment,
building, maintenance and retention of
competent, professional, and highly
motivated government workforce truly
responsive to the needs of the Filipino
people
 Key Terms
 Recruitment
 Retention
 Recognition and
Rewards
 Retirement and
Termination of
Employment
Recruitment
 Concerned with searching and
attracting qualified applicants
for positions that are vacant or
will be vacant.
 Covers:
• Determining staffing needs
• Meeting the requirements
• Publication of vacancies
• Screening
• Appointment

11 MPA G2-B (PA 214)

Determining staffing needs
 Involves knowing what the vacant positions are considering the
organization’s thrusts

Guidelines on Recruitment
1. Organizational Structure
2. Budgetary Limitations
3. Identify Vacant positions
4. Determine if vacancy should be filled up
5. After publication of vacancy, proceed with screening of qualified
applicants
12 MPA G2-B (PA 214)
Screening
 Formal procedure done by the Personnel Selection Board (PSB) in the
evaluation of candidates for appointment to vacant positions in the
organization
 Main players involved in the screening of applicant are the Human
Resource Management Offices (HRMO) and the Personnel Selection
Board (PSB)
 A comprehensive evaluation report of candidates screened for
appointment must be submitted

13 MPA G2-B (PA 214)

Selection
 Appointment
 Refers to the process of choosing individuals from a pool of
applicants who are most likely to achieve the goals of the jobs
that may be assigned to them
 The LCE issues the appointment in accordance with the Civil
Service Law and Rules.

14 Presentation title
Requirements for approval:
The Appointee meets all the requirements of the position including the
appropriate Civil Service eligibility
“All appointments issued in accordance with pertinent laws and rules
shall take effect immediately upon its issuance by the appointing
authority, and if the appointee has assumed the duties of the position,
he/she shall be entitled to receive his/her salary at once without waiting
the approval of his/her appointment by the Commission. The appointment
shall remain effective until disapproved by the Commission.” (Art.
1659(h) Rule 12 of the IRR LGC)

15 MPA G2-B (PA 214)

Grounds for Disapproval:
 When the appointee:
 Does not meet the qualifications for the position;
 Has been found guilty of crime involving moral turpitude, or of infamous,
disgraceful conduct, or addiction to narcotics; or dishonesty;
 Has been dismissed from the service for cause, unless an executive clemency has
been granted;
 Has intentionally made a false statement of any material fact or has practiced or
attempted to practice any deception or fraud in connection with his/her
appointment; or
 Has been issued such appointment in violation of existing Civil Service Law and
Rules and Regulations
 When the Appointment is nepotic

16 MPA G2-B (PA 214)

 Kinds of Appointments:
Permanent
Temporary
Substitute
Coterminous
Contractual
Casual
Job Order

17 MPA G2-B (PA 214)

Retention
 Critical to the running of a successful and healthy good government
 Ensures public satisfaction due to effective and efficient public service
delivery
 Involves understanding of their fundamental motivators

Reasonable Working Conditions

Government Office Hour
Overtime Services

18 MPA G2-B (PA 214)

 Employee Welfare Benefits
Monetization of leave credits
Leave Benefits
VAW-C Leave Sick Leave
Forced/Mandatory Leave Solo Parent/Parental
Maternity Leave Leave
Paternity Leave  Special Privilege Leave
Rehabilitation Leave  Study Leave
Relocation Leave  Terminal Leave
 Vacation Leave

19 MPA G2-B (PA 214)

Other Benefits:
 13th Month Pay  Loyalty Pay
 Cash Gift  CNA initiated benefits
 Laundry Allowance (if applicable)
 Personal Economic (PE)
 Relocation Allowance
 Relief Allowance (RA)
 Family Visit
 Anniversary Bonus  Step-Increment
Productivity Incentive Bonus (PIB)  Night-Shift Differential
 Hazard Pay (if applicable)  Overtime Pay or Compensatory
 Clothing Allowance / Uniform Allowance Time-Off
 Representation and Transportation Allowance (RATA) ifBenefits
 Retirement applicable

20 Presentation title
 Performance Management
 Systemic process by which an agency involves its employees, as
individuals and members of a group, in improving organizational
effectiveness in the accomplishment of agency mission, vision and goals
 Shall be done every six (6) months ending on June 30 and December 31
of every year.
 The HRMO is responsible for the development and administration of the
Performance Evaluation System
 Employees’ work performance will be assessed by their superiors using
the Performance Management System (PMS).

21 MPA G2-B (PA 214)

 Talent Development
 Key reason as to why retention rates in leading edge organizations
double than those conservative ones
 Has numerous benefits impacting both at the individual employee level
and organizational level, such as:
 Increased individual capability
 Increased workforce flexibility
 Improved employee morale

22 MPA G2-B (PA 214)

Development programs in coordination with the Commission and or
other government agencies and institutions:
Induction Program
Orientation Program
Reorientation Program
Professional/Technical/Scientific Program
Employee Development Program
Middle Management Development Program
Value Development Program
Pre-Retirement Program
Executive Development Program

23 Presentation title
 Employee Discipline
A. Legal Basis of Employee Discipline
B. Valid grounds for instituting disciplinary action
C. Person who may file complaint
D. Place of filing a complaint
E. Contents of a Formal Charge
F. Definition of Formal Investigation
G. Period to render a decision by disciplining authority
H. Penalties the disciplining authority may impose on the respondent

24 MPA G2-B (PA 214)

 Recognition and Rewards
 Powerful tools for employee motivation and performance improvement
 Two forms:
Monetary Benefits
Non-Monetary Benefits
 Recognition and Rewards in the government service are done through
promotion and awards and incentives.

25 MPA G2-B (PA 214)

 Retirement and Termination of Employment

 Retirement is the end of an employee’s career in his or her organization.

 Retirement benefits of government officials and employees have the
following features:
 Compulsory at age 65
 Employees who entered service before June 1, 1977 and who have not received
any separation or retirement benefits have the option to retire under RA Nos.
8291, 660, or 1616
 The benefits shall be paid only on the bases of the amount and number of
monthly premiums actually paid by a member – this is premium-based policy

26 MPA G2-B (PA 214)

 Types of Retirement
 Compulsory Retirement
 Optional Retirement
 Retirement due to Reorganization

The following should be undertaken:

1. Pre-retirement Counseling
2. Exit Interview

27 MPA G2-B (PA 214)

 Other Modes of Termination of Employment

1. Resignation
2. Dropping from the Rolls
 Continuous absence without approved leave
 Unsatisfactory or poor performance
 Physical and mental unfitness
3. Dismissal from the Service

28 MPA G2-B (PA 214)

Public Personnel
Development and
Administration with
comparative study of
any foreign country:
INDIA
 The major characteristics of public personnel
administration in India.
 An ‘elitist nature’, exclusive in outlook and approach.
 Display of despotism in action and behavior.
 Safe and wide distance from the people.
 Structural rigidity and functional frigidity.
 Hierarchic and precedent adhering.
 Absence of human relations orientation.
 Feudalistic, and separatist attitude and temper
 Lack of welfare on development motivation.

30 MPA G2-B (PA 214)

 Union Public Service Commission
 An independent statutory body constituted under Article 315 (I)
of the Constitution of India.
 The functions of the Commission as prescribed in Article 320 of
the Constitution fall into two categories:
 Administrative
 Advisory

31 MPA G2-B (PA 214)

 Administrative - relate to the recruitment to all civil services and posts
under the Union Government or the State Government by written
examination, or by interview.
 Advisory - relate to advising the government on all matters—relating to:
I. methods of recruitment, principles to be followed in making appointments to civil
services and posts, and making promotions and transfers from one service to
another
II. all disciplinary matters affecting government employees
III. any claim by or in respect of persons who are servants or have served under the
government in a civil capacity
IV. for reimbursement of any expenses incurred by them in defending legal proceedings
instituted against them in respect of their official acts and in any claims for the
award of compensation in respect of injuries sustained by the government servants
while on duty
32 MPA G2-B (PA 214)
PROCESS AND METHODS OF RECRUITMENT IN
INDIA
 Written Examination
 Interview
 Recruiting authority
 Special Qualifications
 Methods of Determining
Merit
 Training
Training of Civil Service in India is the responsibility of the Central and
State Government in their respective jurisdictions. However, it is interesting
to point out that the need for training of public service had been felt in India
long before a proper constituted civil service had come into being.
Some of the most important institutions of civil service training are as
follows:
National Academy of Administration, Mussoorie
Sardar Vallabhbhai Patel National Police Academy, Hyderabad
Administrative Staff College, Hyderabad
Foreign Service Institute
Indian Institute of Public Administration, New Delhi
National Institute of Rural Development, Hyderabad
34 MPA G2-B (PA 214)
 Promotion
Promotions in India are made by the union or state government on the
recommendation of the head of the department, sometimes with the
approval of the union or State Public Service Commission
Promotions from group-B central services to group-A central services are
made on the recommendations of the UPSC.
Group B Group A – 55% posts filled by promotion
Group C Group B – 65% posts filled by promotion
Group D Group C – 40% posts filled by promotion

35 MPA G2-B (PA 214)

 Promotion
Three principles of promotion are the following:
1. Seniority principle
2. Merit principle
3. Seniority-cum-merit principle

36 MPA G2-B (PA 214)

 Pay and Compensation
 Departments and agencies have authority to determine the terms and
conditions relating to the remuneration (excluding pensions) of their own
staff outside the Senior Civil Service and the payment of allowances to all
staff, subject to the following conditions.
 New pay and grading arrangements must be evaluated three years after
they have been brought into effect
 Responsibility for Senior Civil Service pay is not delegated to
departments and agencies, although they have discretion within the broad
framework laid down by the Cabinet Office.

37 MPA G2-B (PA 214)

 Retirement
 Retirement Benefits comprise a monthly recurring payment
termed ‘pension’ and a lump sum payment called ‘retirement
gratuity’.
 Pension Benefits: A government servant would be entitled for a full
pension on completion of thirty-three years of qualifying service. The
minimum eligibility period for receipt of pension is 10 years.
 Gratuity: Death-cum-retirement gratuity is permissible to a
permanent government servant on his retirement, or is paid to his
family in the event of his/her retirement or is paid to his family in the
event of his death while in service. Retirement gratuity is admissible if
the qualifying service is not less than 5 years.
38 MPA G2-B (PA 214)
 References:
• https://downloads.caraga.dilg.gov.ph/LGU%20Downloads/a-guide-for-local-chief-executives-on-public-personnel-admin.pdf
?fbclid=IwAR0kC_McMluEzhEw5Ytn8XdPrievMrgsKgcQ9xKZKB0vEXHK-Cm8FO4zZpo
• https://www.academia.edu/7498755/LESSON_1_PAD214
• https://egyankosh.ac.in/bitstream/123456789/19262/1/Unit-4.pdf?fbclid=IwAR2PDcDQKDX55UuxtWsMUBAd8lr1ElmH7I
ZSjPpPyt6SfLrQ8HM59WSdVQ4
• https://mis.alagappauniversity.ac.in/siteAdmin/dde-admin/uploads/6/__UG_B.A._Public%20Administration%20(English)_
106%2062_Public%20Personnel%20Administration_BA%20(Public%20Administration)_8426.pdf
• https://core.ac.uk/reader/144507810?fbclid=IwAR0TenyYEMTpO8SIy6PO_DOZmYcDTkbf-UCwpXP-qd_yWjV3vOgzj4p
N4A
• https://mis.alagappauniversity.ac.in/siteAdmin/dde-admin/uploads/6/__UG_B.A._Public%20Administration
%20(English)_106%2062_Public%20Personnel%20Administration_BA%20(Public%20Administration)_8426.pdf?
fbclid=IwAR0-vHiqN795WRu3oWWKjJ-5Wd4oop0R915RQVzsHRbNrUwxfB0RMmLHvsM

39 MPA G2-B (PA 214)

Thank you!