TWENTIETH CONGRESS OF THE 
REPUBLIC OF THE PHILIPPINES 
First Regular Session
)
SENATE
S. No. 1059
25 AUG-6 P2 35
RtC£iv:0 5'.
Introduced by Senator Jinggoy Ejercito Estrada
AN ACT
CREATING A MANDATORY POSITION FOR A HUMAN RESOURCE 
MANAGEMENT OFFICER IN LOCAL GOVERNMENT UNITS, AMENDING FOR 
THE PURPOSE SECTIONS 443, 454 AND 463 OF REPUBLIC ACT NO. 7160, 
AS AMENDED, OTHERWISE KNOWN AS "THE LOCAL GOVERNMENT CODE OF 
1991", AND FOR OTHER PURPOSES
EXPLANATORY NOTE
Republic Act No. 7160, otherwise known as the "Local Government Code of 
1991" provides for the positions in local government units (LGUs) that are mandatory 
and these include a treasurer, assessor, accountant, budget officer, planning and 
development coordinator, engineer / building official, health officer and civil registrar 
for municipalities. These positions are also required for cities, with the addition of an 
administrator, legal officer, veterinarian, social welfare and development officer, and 
general services. The mandatory positions for cities are also the ones required for 
provinces, with the addition of a provincial agriculturist.
It can be noted that in all levels of LGUs, no position related to human resource 
management is mandatory despite the fact that all administrative work and other 
related tasks pertaining "from hiring to firing" of employees and personnel of LGUs 
are inevitable.


The essential roles of Human Resource Management Officer (HRMO) are 
recognized by the Civil Service Commission (CSC) in its Resolution No. 1800692 or 
the 2017 Omnibus Rules on Appointments and Other Human Resource Actions 
(ORAOHRA) Revised July 2018 which specifically assigns certain tasks to the Human 
Resource Management Officer (HRMO). Moreover, Rule XIII of ORAOHRA outlined 
the Responsibilities of the Human Resource Management Officer and even provides 
that administrative disciplinary action for neglect of duty may be initiated by the head 
of agency or the CSC against HRMO or the duly authorized employee in charge of 
human resource management who fails to perform any of the responsibilities given to 
him or her under the 2017 ORAOHRA.
Recent developments in the landscape of public administration in the 
Philippines even more emphasized the importance of HRMOs in the LGUs. The 
implementation of the Supreme Court Ruling on the Mandanas-Garcia Case starting 
fiscal year 2022 affirmed the Constitutional mandate to provide the LGUs with their 
just share on national taxes. The said jurisprudence also spawned the full devolution 
of services to LGUs as provided under the Local Government Code. With more 
resources and bigger responsibilities, LGUs are expected to perform optimally, 
efficiently and effectively, and the main drivers for the achievement of their mandate 
are undeniably the employees.
Taking into consideration the current structure and demands related to human 
resource in LGUs, this measure seeks to make the HRMO position mandatory in all 
LGUs by amending appropriate sections of the Local Government Code. The bill also 
provides for the qualifications and functions of an HRMO. More than providing a legal 
basis for the hiring of said officers, it aims to contribute towards a more responsible, 
proactive, and responsive management of the human resources of LGUs. The 
expansion of activities and increasing dynamism of the functions of human resources 
management in the government require the services and dedication of HRMOs who 
possess the competence, expertise, compassion to promote public service.


In view of the foregoing, the immediate passage of this measure is highly 
recommended.
w4, /
INGGuY EJERCITO ESTRADA


TWENTIETH CONGRESS OF THE 
REPUBLIC OF THE PHILIPPINES 
First Regular Session
JVI';,;" oft
25 AUG-6 P2 35
SENATE
S. No. 1059
RtiCii J ;i'.
Introduced by Senator Jinggoy Ejercito Estrada
AN ACT
CREATING A MANDATORY POSITION FOR A HUMAN RESOURCE 
MANAGEMENT OFFICER IN LOCAL GOVERNMENT UNITS, AMENDING FOR 
THE PURPOSE SECTIONS 443, 454 AND 463 OF REPUBLIC ACT NO. 7160, 
AS AMENDED, OTHERWISE KNOWN AS "THE LOCAL GOVERNMENT CODE OF 
1991", AND FOR OTHER PURPOSES
Be it enacted by the Senate and House of Representatives of the Philippines in 
Congress assembled:
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Section 1. Section 443 of Republic Act No. 7160 or the "Local Government
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Code of 1991" as amended, is hereby amended to read as follows:
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"Section 443. Officials of the Municipal Government -
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(a) There shall be in each municipality a municipal mayor, a
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municipal vice-mayor, sangguniang bayan members, a
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secretary to the sangguniang bayan, a municipal treasurer, a
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municipal assessor, a municipal accountant, a municipal
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budget officer, a municipal planning and development
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coordinator, a municipal engineer/building official, a municipal
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health officer [afid], a municipal civil registrar [t], AND A
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MUNICIPAL 
HUMAN RESOURCE MANAGEMENT
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OFFICER.
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"X X X."
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Sec. 2. Section 454 of the same law is hereby amended to read as follows:


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"Sec. 454. Officials of the City Government - (a) There
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shall be in each city a mayor, a vice-mayor, sangguniang
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panlungsod members, a secretary to the sangguniang
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panlungsod, a city treasurer, a city assessor, a city
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accountant, a city budget officer, a city planning and
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development coordinator, a city engineer, a city health officer,
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a city civil registrar, a city administrator, a city legal officer, a
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city veterinarian, a city social welfare and development
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officer, [and] a city general services officer H/ AND A CITY
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HUMAN RESOURCE 
MANAGEMENT OFFICER
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"x X X."
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Sec. 3. Section 463 of the same law is hereby amended to read as follows:
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"Sec. 463. Officials of the Provincial Government - (a)
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There shall be in each province a governor, a vice-governor,
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members of the sangguniang panlalawigan, a secretary to the
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sangguniang panlalawigan, a provincial treasurer, a provincial
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assessor, a provincial accountant, a provincial engineer, a
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provincial budget officer, a provincial planning and
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development coordinator, a provincial legal officer, a
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provincial administrator, a provincial health officer, a
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provincial social welfare and development officer, a provincial
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general services officer, a provincial agriculturist, [arid] a
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provincial veterinarianCv], AND A PROVINCIAL HUMAN
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RESOURCE MANAGEMENT OFFICER.
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"X X X."
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Sec. 4. A new article and section to be denominated as Article XXI, Section
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490-A shall be inserted after Article XX, Section 490 of Title Five, on Appointive Local
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Officials Common to All Municipalities, Cities and Provinces, and shall read as follows:
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"ARTICLE XXI
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"THE HUMAN RESOURCE MANAGEMENT OFFICER
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"SECTION. 490-A. QUALIFICATIONS, POWERS AND
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DUTIES. -


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"(A) NO PERSON SHALL BE APPOINTED AS HUMAN 
RESOURCE MANAGEMENT OFFICER UNLESS HE IS A 
CITIZEN OF THE REPUBLIC OF THE PHILIPPINES, OF 
GOOD MORAL CHARACTER, A HOLDER OF A COLLEGE 
DEGREE PREFERABLY IN PSYCHOLOGY OR PUBLIC 
ADMINISTRATION, A FIRST GRADE CIVIL SERVICE 
ELIGIBLE OR ITS EQUIVALENT, A RESIDENT OF THE 
LOCAL GOVERNMENT UNIT (LGU) CONCERNED, HAS 
ACQUIRED EXPERIENCE IN HUMAN RESOURCE 
MANAGEMENT FOR AT LEAST THREE (3) YEARS IN THE 
CASE OF THE PROVINCE OR CITY, OR TWO (2) YEARS 
IN THE CASE OF A MUNICIPALITY, AND HAS 
UNDERGONE THE CERTIFICATION PROGRAM FOR 
HUMAN RESOURCE MANAGEMENT OFFICERS TO BE 
CONDUCTED BY THE CIVIL SERVICE COMMISSION 
(CSC).
"(B) THE HUMAN RESOURCE MANAGEMENT OFFICER 
SHALL BE APPOINTED BY THE CHAIRPERSON OF THE 
CIVIL SERVICE COMMISSION (CSC) FROM THE LIST 
OF AT LEAST THREE (3) ELIGIBLE RECOMMENDEES OF 
THE LOCAL CHIEF EXECUTIVE OF THE LGU 
CONCERNED, SUBJECT TO CIVIL SERVICE RULES AND 
REGULATIONS.
"(C) THE HUMAN RESOURCE MANAGEMENT OFFICER 
SHALL:
"(1) FORMULATE A HUMAN RESOURCE 
DEVELOPMENT PLAN THAT WILL ENHANCE 
PERSONNEL MANAGEMENT PROCESSES IN THE LGU 
CONCERNED WITH EMPHASIS IN THE AREAS OF 
RECRUITMENT AND SELECTION, CAREER 
DEVELOPMENT, PERFORMANCE MANAGEMENT,


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PERSONNEL WELFARE, AND REWARDS AND 
INCENTIVES FOR SERVICE EXCELLENCE;
"(2) MONITOR AND EVALUATE THE 
MANAGEMENT OF PERSONNEL PERFORMANCE IN THE 
LOCAL GOVERNMENT UNIT CONCERNED AND ENSURE 
THAT SUCH IS IN ACCORDANCE WITH CIVIL SERVICE 
RULES AND REGULATIONS;
"(3) INSTITUTIONALIZE A CENTRALIZED 
RECORDS DEPOSITORY OF HUMAN RESOURCE 
DOCUMENTS SUCH AS APPOINTMENT PAPERS, 
PERSONAL DATA SHEETS, SERVICE RECORDS, 
STATEMENTS OF ASSETS AND LIABILITIES, LEAVE 
CREDITS AND OTHER PERTINENT RECORDS;
"(4) CONDUCT CONTINUING HUMAN 
RESOURCE DEVELOPMENT PROGRAMS, AND OTHER 
CAPACITY BUILDING ACTIVITIES TO ENHANCE THE 
COMPETENCY OF PERSONNEL AND OFFICIALS;
"(5) ENSURE THAT CIVIL SERVICE LAWS AND 
RULES ON PERSONNEL MATTERS ARE PROPERLY 
EXECUTED;
"(6) ADVISE ON MATTERS RELATED TO CIVIL 
SERVICE RULES AND REGULATIONS ON 
RECRUITMENT, SELECTION AND PLACEMENT (RSP), 
LEARNING AND DEVELOPMENT (L&D), 
PERFORMANCE MANAGEMENT (PM), AND REWARDS 
AND RECOGNITION (R&RO) AND OTHER HUMAN 
RESOURCE POLICIES;
"(7) ESTABLISH LINKAGES AND PARTNERSHIPS 
WITH HUMAN RESOURCE ORGANIZATIONS AND 
OTHER LOCAL GOVERNMENT AGENCIES;


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"(8) EXERCISE SUCH OTHER POWERS AND
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PERFORM SUCH OTHER FUNCTIONS AND DUTIES AS
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MAY BE PRESCRIBED BY LAW OR ORDINANCE."
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Sec. 5. Separability Clause. - Should any provision or part of this Act be
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declared unconstitutional or invalid, the other provisions and parts hereof, insofar as
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they are separable from the invalid ones, shall remain in full force and effect.
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Sec. 6. Repealing Clause. - All laws, decrees, executive orders, proclamations,
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rules and regulations, or parts thereof, which are inconsistent with this Act are hereby
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repealed, amended, or modified accordingly.
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Sec. 7. Effectivity. - This Act shall take effect fifteen (15) days after its
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publication in the Official Gazette ox in a newspaper of general circulation.
Approved,