Republic of the Philippines
‘HOUSE OF REPRESENTATIVES
Constitution Hills, Quezon City

FIFTEENTH CONGRESS
‘Second Regular Session

HOUSE piLno,_ 04" 5472

Introduced by: REP. MEL SENEN S. SARMIENTO

EXPLANATORY NOTE

The Local Government Code of 1991 (RA 7160) has created mandatory and optional offices
and positions in the provinces, cities, and municipalities, and has given their respective duties and
functions. ‘The occupants of the said positions are expected to assist the Local Chief Executives
(LCE) in running the affairs of the local government units.

Noteworthy to point out, however, is the absence of a Human Resources Management Officer
(HRMO) position in RA 7160. As a result, the present accountability for HR is lodged in the LCE
thus making human resource management in the LGU politicized. Considering that LGU personnel
is the frontline of the government to the people, and that human resources is our most important
resource, an office should be created in each LGU to take care of recruitment, career development,
rewards and incentives, performance management, discipline, employee relations, and the whole
gamut of HRM.

‘The HR Office plays an important role in the delivery of public service. In order to perform
the mandate of every office in the LGU, it is important that competent and credible employees ot
officials are placed in the different positions in the plantilla of the LGUs. Hiring of employees or
officials to fill important positions should not be thought of as a trial and error process. It is in the
best interest of the LGU and of public service, both financially and organizationally, to get the right
individuals for the different positions. Thus, in order to deliver efficient and effective services to the
public it is proposed that a Human Resource Management Office be created in all local government

MEL. ee aaa

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Republic of the Philippines
HOUSE OF REPRESENTATIVES
Constitution Hills, Quezon City

FIFTEENTH CONGRESS
‘Second Regular Session

HOUSE BILL NO. 5472

Introduced by: REP. MEL SENEN S. SARMIENTO

AN ACT CREATING THE HUMAN RESOURCE MANAGEMENT OFFICE IN THE
LOCAL GOVERNMENT UNITS AND DEFINING ITS FUNCTIONS

Be_it enacted by the Senate and House of Representatives of the Philippines in
Congress assembled:
SECTION 1. Title - This act shall be known as the “Act Creating the Human Resource
Management Office in the Local Government Units.”

SECTION 2. Creation — The Human Resource Management Office is hereby created as a
mandatory office in the province, city, and first to third class municipalities. For the fourth to
sixth class municipalities, the office is optional but the Human Resource Management Officer
position shall be mandatory. The Human Resource Management Office shall be headed by
the Human Resource Management Officer with the rank of a Department Head.

SECTION 3. Qualifications, Powers, and Duties. —
(a) no person shall be appointed Department Head of the Human Resource Management
Office unless he/she is a citizen of the Philippines, a resident of the local government unit
concerned, of good moral character, a holder of a college degree preferably in psychology,

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public administration or law, and a first grade civil service eligible or its equivalent. He/she
must have acquired experience in human resource management or organization development
for at least five years in the case of the province or city, and three years in the case of
(b) the Human Resource Management Officer shall take charge of the Human Resource
Management Office and shall:
(1) Formulate for approval by the governor or mayor, as the case may be, a human
resource development plan that will enhance personnel management processes in the
local government unit concemed with emphasis in the areas of recruitment and
selection, career development, performance management, welfare, rewards, and
incentives for service excellence;
(2) Institutionalize centralized records of personnel documents such as
appointments, personnel data sheets, service records, statement of assets and
liabilities, leave credits, and other pertinent personnel records;
(3) Conduct continuing human resource development programs, and other capacity
building interventions to enhance the competency of employees and officials;
(4) Monitor and evaluate the implementation of performance management systems in
the local government unit concerned in accordance with Civil Service rules and
regulations;
(5) Advise the governor or the mayor, as the case may be, and the sanggunian on
matters pertaining to Civil Service rules and regulations on appointments and leave
benefits of employees;
(6) Ensure that Civil Service Law and rules on personnel matters are properly
executed:
(7) Establish linkages/partnerships with HR organizations and other LGUs; and
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(8) Exercise such other powers and perform such other functions and duties as may be

prescribed by law or ordinance.

SECTION 4. Appointment. — The Civil Service Commission shall appoint the Human

Resume Manacement Officer hased on the three recommendations of the govemor or
SECTION S. Appropriations. — In order to carry out the provisions of this act, the amount
necessary shall be appropriated by the local sanggunian for the year following its enactment
into law and every year thereafter.

SECTION 6. Separability Clause. — If any provision of this Act is held invalid or
unconstitutional, other provisions not affected thereby shall continue to be in full force and

effect.

SECTION 7. Effectivity Clause. - This act shall take effect fifteen days following its
publication in the official gazette or in at least two (2) newspapers of general circulation.

Approved,

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