SIXTEENTH CONGRESS OF THE REPUBLIC. 
OF THE PHILIPPINES 
Third Regular Session 
SENATE 
S.B. 
2946 
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Introduced by Senrtor Poe 
. ..§> 1'l111 t t' 
{ll[f"" "f t~u ;i>,mbr~ 
'15 
SEP -9 P5:22 
AN ACT I 
INSTITUTIONALIZING 
THE 
IMPLEMENTf\.TION 
OF 
THE 
GOVERNMENT 
INTERNSHIP PROGRAM, PROVIDING FUND~ FOR ITS IMPLEMENTATION AND 
FOR OTHER PURPOSES 
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Explanatory Note 
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The 1987 Philippine Constitution is explicit in affirming the protection to labor and equal 
employment opportunities for all. 
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Article II, Section 18: "The State affirms labor1as a primary social economic force. It shall 
protect the rights of workers and promote theirlwelfare." 
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Article XIII, Section 3: "The State shall afford full protection to labor, local and overseas, 
organized and unorganized, and promote full employment and equality of employment 
opportunities for all. 
It shall guarantee the rights of all workers to elf-organization, collective bargaining and 
negotiations, and peaceful concerted activities, including the right to strike in accordance 
with law. They shall be entitled to security o~tenure, humane conditions of work, and a 
living wage. They shall also participate in poli yand decision-making processes affecting 
their rights and benefits as may be provided b I law. 
The State shall promote the principle of shared responsibility between workers and 
employers and the preferential use of voluntary modes in settling disputes, including 
conciliation, and shall enforce their mutual compliance therewith to foster industrial peace. 
The State shall regulate the relations between workers and employers, recognizing the right 
oflabor to its just share in the fruits of production and the right of enterprises to reasonable 
returns on investments, and to expansion and growth." 
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To fulfill this constitutional objective, the Government Internship Program (GIP) was 
conceptualized as a major component of Executive Order No. 139 or the "Kabataan 2000" in 
November 1993. The program aimed to provide oppertunities for young workers to serve the 
public through the services of government agencies anf offices in both local and national level. 
The Department of Labor and Employment is t?e primary agency tasked with ensuring the 
meaningful implementation of the GIP. 
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The State recognizes its responsibility to enablelthe youth to fulfill their vital role in nation-
building and hereby establishes the GIP, creates hyplementing structures to implement the 
program and appropriates adequate funds to provide sURPort for the implementation of the program 
on a continuing, sustained basis. 
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The State, through Republic Act No. 8044 or the Youth in Nation Building Act of 1995 
declares that "Youth" is the critical period in a person's growth and development from the onset 
of adolescence towards the peak of mature, self-reliant and responsible adulthood comprising the 
considerable sector of the population from the age of fifteen (15) to thirty (30) years. 
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The State further declares that youth development shall be based on the following 
principles: 
a. Promotion and protection of the physical, moral, spiritual, intellectual and social well-
being of the youth to the end that the youth realize their potential for improving the quality 
oflife; 
b. Inculcation in the youth of patriotism, nationalism, and other basic desirable values to 
infuse them faith in the Creator, belief in the sanctity of life and dignity of the human 
person, conviction for the strength and unity of the family and adherence to truth and 
justice; 
c. Encouragement of youth involvement in character-building and development activities for 
civic efficiency, stewardship of natural resources, agricultural and industrial productivity, 
and an understanding of world economic commitments on tariffs and trade, and 
participation in structures for policy-making and program implementation to reduce the 
incidence of poverty and accelerate socio-economic development; and 
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d. Mobilization of youth's abilities, talents and skills and redirecting their creativity, 
inventive genius and well-spring of enthusiasm and hope for the freedom of our people 
from fear, hunger and injustice. 
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The Filipino youth is considered the backbone of the nation and future pillars of the 
country. The Philippine popUlation remains young, with Filipinos under the age of 25 making up 
54 percent of the population I. 
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To further attain the objectives underlined in the Constitution as regards labor and to 
empower the youth toward attaining the goals of the nation, approval of this measure is sought. 
1 United Nations Population Fund, 2011 State of World Population Report. 


SIXTEENTH CONGRESS OF THE REPUBLIC! 
OF THE PHILIPPINES 
Third Regular Session 
SENATE 
S.B. 
2946 
Introduced by Senator Poe 
AN ACTI 
S~nntl;' 
tlltl.;. of Iq. >~,·ttrl"~ 
INSTITUTIONALIZING 
THE 
IMPLEMENTATION 
OF 
THE 
GOVERNMENT 
INTERNSHIP PROGRAM, PROVIDING FUNDS FOR ITS IMPLEMENTATION AND 
FOR OTHER PURPOSES 
Be it enacted by the Senate and House of Rep,resentatives of the Philippines in Congress 
assembled: 
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SECTION 1. Title. - This Act shall be known as the "Government Internship Program 
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(GIP) Act." 
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SECTION 2. Principle. The State recognizes the vital responsibility to enable the youth 
to fulfill their vital role in nation-building. It is the governing principle of this Act, that the youth 
be accorded opportunities through a Government Internship Program with implementing structures 
to implement the program and appropriates adequate funds to for its sustained implementation. 
SECTION 3. Creation of the Government In,ternship Program, Objectives. - In order to 
attain the declared policy, a "Government Intern~hip Program" is hereby established and 
hereinafter referred to as the "G IP ." 
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The objectives of the GIP are the following: I 
a. To provide wider training and development op~ortunities among the youth geared towards 
acquisition and/or application of knowledge ,d skills; 
b. To contribute in addressing for the financial needs of the youth for their possible 
educational needs; and 
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c. To involve and acquaint the youth on gove111plent programs, projects and activities and 
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instill in them appreciation of public service and spirit of volunteer ism. 
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SECTION 4. Definition of Terms. - For purposes of this Act, the following terms are 
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defined: 
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a. 
b. 
"CSC" shall refer to the Civil Service Commission. 
"GlP Certificate" refers to a certification that shall be jointly issued by the CSC, NYC 
and the institution after program comple ion and assessment of the GIP trainee's 
competencies to attest their acquired skills. 
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c. 
d. 
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g. 
h. 
1. 
"GIP Graduate" refers to an intern who has completed the program services and has 
undergone the full duration of the program. 
"Intern" refers to an eligible beneficiary selected to participate in the Government 
Internship Program. 
"Internship" refers to the practical learning or a job training of a GIP Trainee in a 
regular work environment in an institution for a period of three (3) to six (6) months, as 
determined by the institution. 
"Institution" refers to Philippine government institutions, state universities and 
colleges, local government units, or any other legal entity registered under relevant laws 
that may provide a venue for internship of rIP trainees. 
"Mentor" refer to the intern's direct supervisor. 
"NYC" shall refer to the National Youth c1ommission. 
"Youth" shall refer to persons whose age rangeS from fifteen (15) to thirty (30) years 
old. 
SECTION 5. Internship Guidelines. The following shall be the guidelines for the 
implementation of the GIP: 
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a. Interns shall be a Filipino age 18 to 25 years old at the time of the application period. 
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b. Institutions shall provide consideration to Persons with Disabilities (PWDs), Indigenous 
Peoples, and other applicants who belong to ,inorities and the marginalized. 
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c. Institutions shall designate an employee wh9 will serve as GIP Desk Officer who will 
oversee the implementation of GIP within the institution. 
d. Internship period shall be for a period of at Ieart three (3) months to six (6) months at most 
and must be implemented on a year-round basis. 
e. Upon entry to internship, interns shall be provided with a stipend amounting to 75% of the 
existing rate of step 1, Salary Grade 1 of the ~overnment salary standardization law; and 
shall be non-taxable. The amount of the sti.Rend shall be based on the trainee's actual 
attendance, absences, tardiness, incurred shal~ be deducted therefrom in accordance with 
the internship. It shall be paid every 12th and 27th of the month at intervals not exceeding 
sixteen (16) days. 
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f. 
The institutions, as provided by law, and subject to budgeting, accounting and auditing 
rules and regulations, shall provide additional entitlements such as: 
a. Transportation and meal provisions during activities that are held outside of the day 
to day office trainings; 
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b. Compensatory time off in case of acti'liities held during weekendslholidays and/or 
beyond office hours; and 
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Incentives and rewards in acknowledgement of remarkable achievements (i.e.; 
punctuality, perfect attendance). 
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g. An intern shall be a beneficiary of the program only once. As such, the Civil Service 
Cornmission (CSC) in coordination with the f'Jationai Youth Commission (NYC), shall 
create and maintain a database, which shall senve as monitoring tool for all institntions. 
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h. GIP shall not be considered as employment. Thus, there is no employer-employee 
relationship between the beneficiary and the institution. GIP graduates shall be given 
preference in the hiring of workers in the institutions. After career coaching, the institution 
shall assess and determine whether the GIP graduate is ready to be placed for contractual 
or regular work. 
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i. Interns are hired for official purposes only. Institutions are prohibited from assigning tasks 
which go beyond official duties. 
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j. Institutions shall conduct trainings, seminars ~d other developmental interventions for the 
interns including, but not limited to mentoring, coaching and performance evaluation. 
k. Social protection incentives shall be providpd to the interns and are encouraged for 
consideration by the institutions such as accident insurance, as they may be applicable. The 
process can be facilitated with either publiy or private insurance entities and public 
insurance entities like GSIS, subject to budgetary requirements of the institution. 
SECTION 6. Mechanics of Internship. - This process must be followed on the hiring of 
interns: 
a. Recruitment and Acceptance of GIP Interns 
i. Program Advertisement and Recruitment of Interns. The institutions 
through its designated GIP Des/< Officer shall ensure effective information 
dissemination of the instituti0ll- implementation of the GIP including the 
period of applications. This ml include, but not limited to the following: 
1. Promotion/recruitment Of interns for G IP through institution website 
and other social networking sites; 
2. Text blasts for applicab e institutions; 
3. Print advertisements; 
4. Broadcast media; and 
5. Promotion thru educatIonal institutions in coordination with the 
Department of Education, Commission on Higher Education and 
Local Government Units. 
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ii. Applications for Internship 
a. Walk-in applicants may submit their accomplished application 
forms directly to the GIP Desk ,fficer. 
b. Online applications may also be accepted through necessary 
official channels of the institutir' 
c. Applicants must not ~e related whithin 3rd degree of affinity and 
consanguinity to officialr and employees of the institution. 
iii. Screening of GIP Trainees 
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a. The screening and *cceptance of interns may be initiated and 
facilitated by the in$titution at least three (3) weeks before the 
first day of service O(the new batch of interns. 
b. The screening, howrer, may not be limited to interviews. 
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c. The institution sh~l provide the applicants with a uniform 
application form which shall serve as basis of the screening. 
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d. No applicant must be discriminated based on his/her gender, 
race, religion and e10nomic status. 
iv. Acceptance of GIP Interns. Once the selection process is through, an Order 
of Acceptance shall serve as their Appointment Paper. It shall be executed 
and signed by and between the GIP Desk Officer and the intern. It shall 
stipulate the Terms of Reference for the compliance of the one who shall be 
governed by such document. It shall also contain that there is "No 
Employer-Employee Relationship" between the beneficiary and the hiring 
institution given that the program is not an employment opportunity. 
b. Orientation of interns. The new batch of interns shall attend a general orientation 
on or before their first day of trainr' ng which shall be scheduled by the GIP 
Desk officer. 
The orientation covers, but is not limitr to the following: 
a. Government Internship Program (GIP) Rationale; 
b. Institutional mandate and organizational structure; 
c. Relevant office policies and' procedures; 
d. Specific institutional progrls and projects; 
e. Telephone Etiquette/Office ecorum; and 
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Interpersonal Relations; 
g. Code of Conduct of Public mployees (RA 6713) 
h. Role ofInterns in the Government Volunteers Program. 
All units under the institution shall send their representatives during the GIP 
Orientation to discuss programs, projects, undertakings and activities of their 
respective offices. 
c. WorkAssignments/Tasks of Interns. Institution officials and staff are considered 
mentors of all interns. They shall provide work assignments and responsibilities 
that will enhance and enrich the eXPfriences of the program beneficiaries and 
develop their knowledge and skills. 
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The responsibilities assigned to thel may include but are not limited to the 
following: 
i. Clerical/Secretarial Work (e.g. yping, filing, sorting, photocopying.) 
ii. Customer Service (e.g. answeting telephone calls, attending to official 
concerns of visitors.) 
iii. Research Work (e.g. Data gath1ring, survey administration, etc.) 
iv. Support to Staff (e.g. logistics, jssist in staffwork) 
d ActivitylProgram Participation of Interns. Interns shall be required to attend or 
participate in relevant in-house trainings and seminars conducted by the institution. 
These trainings/seminars include the following but are not limited to: 
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i. Good Citizenship 
ii. Orientation on Basic Labor Rig ts 
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iii. Work Ethics and Professionalism 
iv. Pre-Employment Seminar 
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v. Gender and Sensitivity Workshop 
vi. Personality Development 
vii. Youth Leadership and Empowerment 
viii. Business Writing and Grammar 10 I 
ix. Cultural A wareness Training. 
These training modules may be obtained from the National Youth 
Commission (NYC). Each institution may choose a minimum of six (6) from the 
suggested topics for its implementation. Other relevant topics may also be included 
in the internal trainings and seminars for the interns. 
In response to the Public and Rrivate Partnerships Framework, interns can 
also be tapped as delegates during actiYities outside of the institutional parameters 
where they are hired. These may bej participation in outreach programs, film 
showing, volunteer works and youth engagements that are often initiated by private 
groups, socio-civic associations and irganizations that help the government in 
reaching out to the people. 
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e. Mentoring, Coaching and Peiforman1e Evaluation. In order to ensure that interns 
are given enough mentoring, the direct supervisor and the intern shall meet twice 
for the entire duration of internship. 
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The interns shall accomplish two (2) performance evaluation sheets and the 
supervisor shall accomplish two (2) supervisor's evaluation sheets before the 
graduation. 
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Termination of GIP Contract. Any of the following shall be a valid cause to 
terminate the training contract. 
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By the institution: 
a. Habitual absenteeism of the intern; 
b. Willful disobedience by the intern Qfthe institution's rules, or insubordination 
of a lawful order of a supervisor; 
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c. Theft or malicious destruction of t~e institution's property by the intern; 
d. Engaging in violennce or other ~orms of misconduct in the internship or 
institution's premises by the intern; and 
e. Poor performance for a prolonged, period despite warning duly given to the 
intern. 
By the intern: 
a. Substandard or harmful working corditions within the institution's premises; 
b. Cruel and inhumane treatment; and' 
c. Prolonged or continuing illness. 
Either party may furnish the other paljlY a notice of intent to terminate the GIP 
contract for cause as defined in this section. 
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In case the GIP Contract has been terminated, replacement of an intern in an 
institution shall be allowed subject to the cause of termination. 
g. GIP Graduation. The graduation day for the interns shall be conducted preferably 
on the last day of internship. 
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The mentoring forms used shall gauge the learnings of the interns during 
their internship in the institution. It is important that the interns themselves exhibit 
satisfactory, very good to excellent ratings from their supervisors during their last 
mentoring session which shall also reflect in the Performance Evaluation Form. 
This process shall be undertaken on the ]Cd or last month of their service in the 
institution. 
The GIP Desk Officer shall l\kewise follow up mentors of interns with 
performance evaluation rating of below three (3) by the second (2nd) month of 
internship. 
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In order to empower them, interns shall be given the chance to plan and 
organize their graduation ceremonies. ' 
SECTION 7. Grievance Committee. The Grievance Committee shall have the initial 
responsibility of settling differences in case any violation of the GIP Contract or upon filing of a 
complaint by an aggrieved party. 
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The Grievance Committee shall be composed of the officials and representatives of the institution 
which have jurisdiction over the internship. 
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The Committee shall render a decision pursuant to pe inent rules and regulations. In case failure 
by the Grievance Committee to settle the issue or re . der a decision, or in case the complaint is 
against members of the Grievance Committee, the case shall be refered to the Civil Service 
Commission for appropriate action. 
SECTION 8. Civil Service Eligibility. All beJficiaries are mandated to take Civil Service 
Eligibility (CSE) examinations in order to keep openf mindset on government service after their 
internship period. 
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SECTION 9. Program Management. 
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a. CSC shall be the executing institution of the GIP. It shall serve as program manager that 
shall provide necessary technical and administrative assistance to concerned institutions. 
The regional and field offices shall supervise and monitor the implementation of the GIP 
in their respective jurisdiction. CSC shall conduct training for GIP Desk Officers prior to 
the implementation of the GIP. 
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b. CSC shall establish a GIP Unit in the Central, Regional and Field Offices. The unit shall 
provide training costs, administrative costs, ?r other fees, if any, as specified under a 
memorandum of agreement between CSC and ihe institution. 
c. The Oversight Committee shall oversee the iIf1plementation of the GIP. The Committee 
shall be chaired by the National Youth Commission (NYC). 
The Committee shall be composed of represe~~atives from the Civil Service Commission 
(CSC), Department of Social Welfare and Deyelopment (DSWD), Department of Labor 
and Employment (DOLE), Department of Interior and Local Government (DILG), and 
representatives from the youth, employer and labor sectors. A report shall be transmitted 
to both Houses of Congress through the Civil Service Commission. 
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d. All institutions shall designate a GIP DesJ Officer, who shaU be lodged under the 
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HRIPersonnel Unit or any Special Unit of the linstitution. The GIP Desk Officer will: 
1. Ensure that aU processes required of the Program are met; and 
ii. Provide reports to CSC as the Ifad institution on GIP. 
SECTION 10. Program Assessment. - To determine the necessary innovations, 
improvements and rationalization needed for integration in the program, a periodic review and 
assessment on the delivery of the Grp services must be undertaken by each institution. 
This will also be a processing venue for aU units under the institution to suggest 
mechanisms to further enhance the internal processes of the program as they may apply within 
their institutional parameters. 
This endeavor shall be undertaken at least twice a year. 
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All institutions should submit a report and', database of their implementation of the 
Government Internship Program fifteen days (15) after the end of every term. 
SECTION 11. Appropriations. - There is lerebY authorized to be appropriated the 
amount of One Hundred Million Pesos (PhP 1 OO,ooo,9~o.oO) as funding for the program and shall 
be provided to the Civil Service Commission's bUdger for the current fiscal year. 
Further, at least one per cent (I %) shall be apnropriated under the Maintenance and Other 
Operating Expenses (MOOE) of institutions for the limplementation of GIP in their respective 
jurisdictions, and shall be included in the annual General Appropriations Act. 
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SECTION 12. Separability Clause. - If for any reason or reasons, any part or provision 
of this Act shall be held unconstitutional or invalid, other parts of provisions thereof not affect 
thereby shall continue to be in full forece and effect. 
SECTION 13. Repealing Clause. - Executive Order 139, series of 1993, and all other 
laws, decrees, rules and regulations, other issuances or parts thereof which are inconsistent with 
this Act are hereby repealed or modified accordingly. 
SECTION 14. Effectivity Clause. - This ActlShall take effect upon its publication in the 
Official Gazette or in at least one (1) national newspaper of general circulation. 
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Approved, 
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