HOUSE oF REPRESENTATIVES:
REGEIVE!
Republic of the Philippines SeiN ra.
HOUSE OF REPRESENTAT! DATE:
Quezon City, Metro Manila TNE: al

BY:

SEVENTEENTH CONGRESS
First Regular Session

1981

REC! TON UNIT

House Bill No.

Introduced by Representatives
Estrellita B. Suansing and Horacio P. Suansing, Jr.

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 are 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 Resource
Management Officer (HRMO) position in RA 7160. As a result, the present
accountability for HR is logged in the LCE thus making human resource management
in the LGU politicized. Considering the breadth of responsibilities of the LCE, HRMOs
became glorified clerks - at most like personal and confidential staff of LCEs
succumbing to political pressures at the expense of merit and fitness.

LGU personnel, as the frontline contact between government and the public, and
that human resources is our most important resource, an office should be created in
each of every LGU to take care of recruitment, career development, rewards and
incentives, performance management, discipline, employee relations and the whole
gamut of HRM

‘The HR Department/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 service to the
public, it is highly proposed that a Human Resource Management Office be created in
all local government office.

This bill is a re-file of House Bill No. 4852 filed during the 16% Congress and
approved on Third and Final Reading on September 10, 2014. Thus, study has been
made on this, and in view of the foregoing, the passage of this bill is earnestly sought.

noraciod SUANSING, JR.

1*- District, Nueva Eqfja 2nd District, Sultan Kudarat



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Republic of the Philippines
HOUSE OF REPRESENTATIVES
Quezon City, Metro Manila

SEVENTEENTH CONGRESS
First Regular Session

1981

House Bill No.

Introduced by Representatives
Estrellita B, Suansing and Horacio P. Suansing, Jr.

AN ACT
CREATING A MANDATORY POSITION FOR A HUMAN RESOURCE MANAGEMENT
OFFICER IN EACH MUNICIPALITY, CITY AND PROVINCE, 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

Be it enacted by the Senate and House of Representatives of the Philippines in
Congress assembled:

SECTION 1. Sections 443, 454, and 463 of Republic Act No. 7160, as amended,
otherwise known as the “Local Government Code of 1991” are hereby amended to read
as follows:

“SEC. 443. Officials of the Municipal Government. — (a) There shall be in
each municipality a municipal mayor, a municipal vice-mayor, sangguniang
bayan members, a secretary to the sangguniang bayan, a municipal treasurer, a
municipal assessor, a municipal accountance, a municipal budget officer, a
municipal planning and development coordinator, a municipal engineer, a
municipal health officer, [and] a municipal civil registrar [.] AND A MUNICIPAL
HUMAN RESOURCE MANAGEMENT OFFICER.”

XXX XXK XK.”

“SEC. 454. Officials of the City Government. - (a) There shall be in each
city a mayor, a vice-mayor, sangguniang panlungsod members, a secretary to
the sangguniang panlungsod, a city treasurer, a city assessor, a city accountant,
a city budget officer, a city planning and development coordinator, a city
engineer, a city health officer, a city civil registrar, a city administrator, a city
legal officer, a city veterinarian, a city social welfare and development officer,
[and] a city general services officer [] AND A CITY HUMAN RESOURCE
MANAGEMENT OFFICER.”

“XXX AXX XXX.”

“SEC. 463. Officials of the Provincial Government. ~ (a) There shall be in
each province a governor, a vice-governor, members of the sangguniang
panlalawigan, a secretary to the sangguniang panlalawigan, a provincial
treasurer, a provincial assessor, a provincial accountant, a provincial engineer, a
provincial budget officer, a provincial planning and development coordinator, a
provincial legal officer, a provincial administrator, a provincial health officer, a
provincial general services officer a provincial agriculturist, [and] a provincial
veterinarian [,] AND A PROVINCIAL HUMAN RESOURCE MANAGEMENT
OFFICER.”


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“XXX XXX XXX,”

SECTION 2. Appointment, Qualifications, Powers and Duties. - (a) The
human resource management officer shall be appointed by the Chairperson of the Civil
Service Commission (CSC) from a list of at least three (3) ranking eligible
recommendees of the governor or mayor, as the case may be, subject to civil service
law, rules and regulations. His or her appointment shall not be subject to concurrence
by the sanggunian.

(b) The human resource management officer shall be under the administrative
supervision of the governor or mayor, as the case may be. The human resource
management officer shall report on matters pertaining to personnel management
processes, which include recruitment and selection of personnel, career development,
performance management, welfare, rewards and incentives for service excellence, rules
and regulations on appointments and leave benefits.

() The person appointed as human resource management officer must be 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, public
administration or law, obtained from a recognized college or university, and a first
grade civil service eligible or its equivalent. The appointee must have acquired
experience in human resource management or organizational development for at least
five (5) years in the case of the provincial or city human resource management officer,
and three (3) years in the case of the municipal human resource management officer.

The appointment of a human resource management officer shall be mandatory
for provincial, city and municipal governments: Provided, however, That the
establishment of a human resource management office shall be optional in fourth to
sixth class municipalities.

(d) The human resource management officer shall take charge of the Human
Resource Management Office, and shall perform the following powers and duties:

(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 concerned with emphasis in the areas of recruitment and
selection, career development, performance management, welfare, rewards and
incentives for service excellence;

(2) Institutionalize a central records of personnel documents such as
appointments, personnel data sheets, service records, statement of assets and
liabilities, leave credits, and other personnel records;

(3) Conduct continuing human resource development programs, and other
capacity building interventions to enhance the competency of officials and employees;

(4) Monitor and evaluate the implementation of performance management
systems in the local government unit concerned in accordance with the civil service
rules and regulations;

(5) Advise the governor or mayor, as the case may be, and the sanggunian on
matters pertaining to the civil service rules and regulations on appointments and leave
benefits of employees;

(6) Ensure that the Civil Service Law, and its implementing rules and regulations
on personnel matters are properly executed;


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(7) Establish linkages/partnerships with human resource organizations and
other local government units; and

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

SECTION 3. Appropriations by the Local Sanggunian. - In order to carry out
the provisions of this Act, such sums as may be necessary shall be appropriated by the
local sanggunian of the year following its enactment into law and thereafter.

SECTION 4. Repealing Clause. - All laws, decrees, executive orders, rules and
regulations which are inconsistent with this Act are hereby repealed, amended or
modified accordingly.

SECTION 5. Effectivity. - This Act shall take effect fifteen (15) days after its
publication in the Official Gazette or in a newspaper of general circulation.

Approved,