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Republic of the Philippines
HOUSE OF REPRESENTATIVES
Quezon City

SEVENTEENTH CONGRI

ession

4482

HOUSE BILL NO.

First Regul

Introduced by REP, EDGAR MARY S. SARMIENTO
EXPLANATORY NOTE
The Local Government Code of 1991 (RA 7160) has created mandatory and optional
offices and position in the provinces, cities and municipalities, and has given their respective

duties and function. The occupants of the said positions are expected to assist the Local Chief

Execut

es (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 personel is the frontline of the government to the people, and that

human resources is our most office should be created in each LGU to

mportant resoure

take care of recruitmeni, career development. rewards and incentives, performance

management, discipline, employee relations, and the whole gamut of HRM

impor In order to

role in the deifyezy of public servic

The HR Office plays
perform the mandate of every office in the LGU. it fs important that competent and credible

employees or officials are placed ju the different positions in the plaatilia of the LGUs


Hiring of employees or officials to fill important positions should not be thought of as a trial

lly

and error process, It is in the best interest of the LGU and of public service. both finane

and organizationally, 10 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 Resouce

Management Office be ereated in all local government units.

Aprroval of this bill is earnestly sought,

EDGAR M 5 SARMIENTO


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

SEVENTEENTH CONGRESS
First Regular Session

HOUSE BILL No, 4482

Introduced by : REP. EDGAR MARY 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

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unit concerned, of good moral character, a holder of a college degree preferably in

psychology, public administration or law, and a first grade civil services 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.

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

(2) Institutionalize a 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) Advice 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;


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(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) Exer such other powers and perform such other functions and duties as

may be required by law or ordinance.

SECTION 4. Appointment ~ The Civil Service Commission shall appoint the Human
Resource Management Officer based on the three recommendations of the governor or

mayor.

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.

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,