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

SIXTEENTH CONGRESS
First Regular Session

HOUSE BILLNO.2 764

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 or 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 units.

MEL et Zeammr0

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Approval of this bill is earnestly sought.


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

SIXTEENTH CONGRESS
First Regular Session

HOUSE BILLNOe 764

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 Congre
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
municipality

(h) 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
resources development plan that will enhance personnel management processes in the
local government unit concerned with emphasis in the area of recruitment and selection,
career development, performance management, welfare, rewards, and
incentives for service excellence:

(2) Institutionalize centralized records of personnel document such as appointments,
personnel data sheets, service records, statement of assets and
liability, leave credit, and other pertinent personnel records:

(3) Conduct continuing human resources 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 saggunian on
Matters pertaining to Civil Service rules and regulation 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

(8) Exercise such other powers and perform such other functions and duties as may be
prescribed law or ordinance

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SECTION 4, Appointment. - The Givil Service Commission shall appoint the Human
Resources Management Officer base on the three recommendations of the governor or

SECTION 5. 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.

SETION 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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