Republic of the Philippines 
HOUSE OF REPRESENTATIVES 
Quezon City 
NINETEENTH CONGRESS 
First Regular Session 
HOUSE BILL NO. _______ 
Introduced by HON. GUS S. TAMBUNTING 
AN ACT 
INSTITUTIONALIZING THE IMPLEMENTATION OF THE GOVERNMENT 
INTERNSHIP PROGRAM, PROVIDING FUNDS FOR ITS IMPLEMENTATION AND 
OTHER PURPOSES 
EXPLANATORY NOTE 
This proposal seeks to institutionalize the Government Internship Program which was 
primarily conceptualized as a major component of Kabataan 2000 under Executive Order 
No. 139 in 1993. The Government Internship Program which is presently managed by the 
Department of Labor and Employment aims to provide young individuals the opportunity 
to demonstrate and likewise, improve their talents and skills in the field of public service. 
Ultimately, the goal of GIP is to attract the brightest individuals to pursue a career in 
government service.  
This measure aims to strengthen the current program by transferring the management of 
the same to the Civil Service Commission (CSC). The CSC shall provide necessary 
technical and administrative assistance to the institutions providing internship programs. 
This measure shall also establish a GIP Unit in the Central, Regional, and Field Offices 
of the Civil Service Commission, which shall provide partner institutions with training 
costs, administrative costs, and other fees concerning the conduct of the program.  
On behalf of the people of Parañaque City’s Second District, and for the common good 
of the Filipino people, the approval of the said measure is earnestly sought. 
REP. GUS S. TAMBUNTING 
2nd District, Parañaque City 
September 7, 2022
8:00 am
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Republic of the Philippines 
HOUSE OF REPRESENTATIVES 
Quezon City 
NINETEENTH CONGRESS 
First Regular Session 
HOUSE BILL NO. _______ 
Introduced by HON. GUS S. TAMBUNTING 
AN ACT 
INSTITUTIONALIZING THE IMPLEMENTATION OF THE GOVERNMENT 
INTERNSHIP PROGRAM, PROVIDING FUNDS FOR ITS IMPLEMENTATION AND 
OTHER PURPOSES 
Be it enacted by the Senate and House of Representatives of the Philippines in Congress 
assembled:  
Section 1. Short Title. – This Act shall be known as the "Government Internship Program 
(GIP) Act."  
Section. 2. Principle. – The State recognizes the vital responsibility to enable the youth 
to fulfill their vital role in nation-building. It is the governing principle of this Act, that the 
youth be accorded opportunities through a Government Internship Program with 
implementing structures to implement the program and appropriate adequate funds for 
its sustained implementation.  
Section 3. Objectives. – 
a) To provide wider training and development opportunities among the youth geared
towards the acquisition and/ or application of knowledge and skills;
b) To contribute to addressing the financial needs of the youth for their possible
educational needs; and
c) To involve and introduce the youth to government programs, projects, and
activities and instill in their appreciation of public service and the spirit of
volunteerism.
Section 4. Definition of Terms. – For purposes of this Act, the following terms are 
defined: 
a) CSC - shall refer to the Civil Service Commission.
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b) GIP Certificate - refers to a certification that shall be jointly issued by the CSC, 
NYC, and the institution after program completion and assessment of the GIP 
trainee's competencies to attest to their acquired skills. 
c) GIP Graduate - refers to an intern who has completed the program services and 
has undergone the full duration of the program. 
d) Intern - refers to an eligible beneficiary selected to participate in the GIP. 
e) Internship - refers to the practical learning of a job training of a GIP Trainee in a 
regular institution for a period of three (3) to six (6) months, as determined by the 
institution. 
f) Institution - refers to Philippine government institutions, state universities, and 
colleges, local government units, or any other legal entity registered under relevant 
laws that provides a venue for the internship of GIP trainees. 
g) Mentor- refers to the intern's direct supervisor. 
h) NYC - shall refer to the National Youth Commission. 
i) Youth - shall refer to persons whose ages range from fifteen (15) to thirty (30) 
years old. 
 
Section 5. Internship Guidelines. – 
 
a) The intern must be a Filipino aged 18 to 25 years old at the time of the application 
period. 
b) Institutions shall provide consideration to Persons with Disabilities (PWDs), 
Indigenous People, and other applicants who belong to minorities and the 
marginalized. 
c) Institutions shall designate an employee who will serve as a GIP Desk Officer who 
will oversee the implementation of GIP within the institution. 
d) Internship period shall be a period of at least three (3) to six (6) months at the most 
and must implement on a year-round basis. 
e) Upon entry to the internship program, interns shall be provided with a stipend 
amounting to 75% of the existing rate of step 1, Salary Grade 1 of the government 
salary standardization law; and shall be non-taxable. The amount of the stipend 
shall be based on the trainee's actual attendance, absences and tardiness incurred 
shall be deducted therefrom by the internship. It shall be paid every 12th and 27th 
of the month at intervals not exceeding sixteen (16) days. 
f) The institutions, as provided by law, and subject to budgeting, accounting, and 
auditing rules and regulations, shall provide additional entitlements such as: 
 
i. 
Transportation and meal provisions during activities that are held outside of 
the day-to-day office training. 
ii. 
Compensatory time off in case of activities held during weekends/ holidays 
and/or beyond office hours; and 
iii. 
Incentives and rewards in acknowledgment of removable achievement (i.e.: 
punctuality, perfect attendance). 


 
g) An intern shall be a beneficiary of the program only once. As such, Civil Service 
Commission (CSC) in coordination with the National Youth Commission (NYC), 
shall create and maintain a database that shall serve as a monitoring tool for all 
institutions. 
h) GIP shall not be considered employment. Thus, there is no employer-employee 
relationship between the beneficiary and the institutions. GIP graduates shall be 
given preference in the hiring of workers in the institutions. After career coaching, 
the institution shall access and determine whether a GIP graduate is ready to be 
placed for contractual or regular work. 
i) Interns are hired for official purposes only. Institutions are prohibited from 
assigning tasks that go beyond official duties. 
j) Institutions shall conduct training, seminars, and other developmental 
interventions for the interns including, but not limited to mentoring, coaching, and 
performance evaluation. 
k) Social protection incentives shall be provided to the interns and are encouraged 
for consideration by the institutions such as accident insurance, as they may be 
applicable. The process can be facilitated with either public and private insurance 
entities or public insurance entities like GSIS, subject to budgetary requirements 
of the institution. 
 
Section 6. Mechanics of Internship. – This process must be followed in the hiring of 
interns: 
 
a) Recruitment and Acceptance of GIP Interns 
 
i. 
Program Advertisement and Recruitment of Interns. – The Institutions, 
through their designated GIP Desk Offices, shall ensure effective 
information dissemination of the institution’s implementation of the GIP 
including the period of applications. This may include, but is not limited to 
the following: 
 
a. Promotion/ recruitment of interns for GIP through institutions, websites, 
and other social networking sites; 
b. Text blasts for applicable institutions; 
c. Print advertisements; 
d. Broadcast media; and 
e. Promotion through educational institutions in coordination with the 
Department of Education, Commission on Higher Education, and Local 
Government Units. 
 
ii. 
Applications for Internship 
 


a. Walk-in applicants may submit their accomplished application forms 
directly to the GIP Desk Officer. 
b. Online applications may also be accepted through official channels of 
the institution. 
c. Applicants must not be related within 3rd degree of affinity and 
consanguinity to officials and employees of the institution. 
 
iii. 
Screening of GIP Trainee 
 
a. The screening and acceptance of interns may be initiated and facilitated 
by the institution at least three (3) weeks before the first day of service 
of the new batch of interns. 
b. The screening, however, may not be limited to interviews. 
c. The institution shall provide the applicants with a uniform application 
form which shall serve as the basis of the screening. 
d. No applicant must be discriminated against based on his/ her gender, 
race, religion, or economic status. 
 
iv. 
Acceptance of GIP Interns. – Once the selection process is through, an 
Order of Acceptance shall serve as their Appointment Paper. It shall be 
executed and signed by and between the GIP Desk Officer and the Intern. 
It shall stipulate the Terms of Reference for the compliance of the one who 
shall be governed by the such document. It shall also contain that there is 
a "No Employer-Employee Relationship" between the beneficiary and the 
hiring institution gave that the program is not an employment opportunity. 
 
b) Orientation of Interns. – The new batch of interns shall attend a general orientation 
on or before their first day of training which shall be scheduled by the GIP Desk 
Officer. The orientation covers, but is not limited to the following: 
 
i. 
Government Internship Program (GIP) rationale; 
ii. 
Institutional mandate and organizational structure; 
iii. 
Relevant office supplies and procedures; 
iv. 
Specific institutional programs and projects; 
v. 
Telephone etiquette/ office decorum; 
vi. 
Interpersonal relations; 
vii. 
Code of Conduct of Public Employees (RA 6713); and 
viii. 
Role of Interns in the Government Volunteers Program. 
 
All units under the institution shall send their representatives during the GIP 
Orientation to discuss programs, projects, undertakings, and activities of their 
respective offices. 
 


c) Work Assignments/Tasks of Interns. – Institution officials and staff are considered 
mentors of all interns. They shall provide work assignments and responsibilities 
that will enhance and enrich the experiences of the program beneficiaries and 
develop their knowledge and skills. The responsibilities assigned to them may 
include but are not limited to the following: 
 
i. 
Clerical/ Secretarial Work (i.e.: typing, filing, sorting, photocopying); 
ii. 
Customer Service (i.e.: answering telephone calls, attending to official 
concerns of visitors.) 
iii. 
Research Work (i.e.: data gathering, survey administration, etc.) 
iv. 
Support by Staff (i.e.: logistics, assistance in staff work) 
 
d) Activity/Program Participation of Interns. – Intern shall be required to attend and 
participate in relevant in-house training and seminars conducted by the institution. 
These training/ seminars include the following but are not limited to: 
 
i. 
Good Citizenship 
ii. 
Orientation on Basic Labor Rights 
iii. 
Work Ethics and Professionalism 
iv. 
Pre-Employment Seminar 
v. 
Gender and Sensitivity Workshop 
vi. 
Personality Development 
vii. 
Youth Leadership and Empowerment 
viii. 
Business Writing and Grammar 101 
ix. 
Cultural Awareness Training 
 
These training modules may be obtained from the National Youth Commission 
(NYC). Each institution may choose a minimum of six (6) from the suggested 
topics for its implementation. Other relevant topics may also be included in the 
internal training and seminars for the interns.  
 
In response to the Public and Private Partnership Framework, interns can also 
be tapped as delegates during activities outside of the institutional parameters 
where they are hired. These may be participation in outreach programs, film 
showing, volunteer works, and youth engagements that are often initiated by 
private groups, socio-civic associations, and organizations that help the 
government in reaching out to the people. 
 
e) Mentoring, Coaching, and Performance Evaluation. – To ensure that interns are 
given enough mentoring, the direct supervisor and the intern shall meet twice for 
the entire duration of the internship; 
 


The interns shall accomplish two (2) performance evaluation sheets and the 
supervisor shall accomplish two (2) supervisor evaluation sheets before 
graduation. 
 
f) Termination of GIP-Contract. – Any of the following shall be a valid cause to 
terminate the training contract. 
 
By the institution: 
 
i. 
Habitual absenteeism of the intern; 
ii. 
Willful disobedience by the intern of the institution's rules, or insubordination 
of a lawful order of a supervisor; 
iii. 
Theft of malicious destruction of the institution's property by the intern; 
iv. 
Engaging in violence or other forms of misconduct in the internship or 
institution's premises by the intern; and 
v. 
Poor performance for a prolonged period despite warning duly given to the 
intern. 
 
By the intern: 
 
i. 
Substandard harmful working conditions within the institution's premises; 
ii. 
Cruelmane treatment; and iii. Prolonged or continuing illness. 
iii. 
Either party may furnish the other party a notice of intent to terminate the 
GIP contract for cause as defined in this section.  
iv. 
In case the GIP Contract has been terminated, replacement of an intern in 
an institution shall be allowed subject to the cause of termination. 
g) GIP Graduation. – The graduation day for the interns shall be conducted preferably 
on the last day of the internship. 
 
The mentoring forms used shall gauge the learnings of the interns during their 
internship in the institution. The interns themselves must exhibit satisfactory, very 
good to excellent ratings from their supervisors during their last mentoring session 
which shall also affect in the Performance Evaluation Form. The process shall be 
undertaken on the 3rd or last month of their service in the institution.  
 
The GIP Desk Officer shall likewise follow up with mentors of interns with a 
performance evaluation rating of below three (3) by the second (2nd) month of 
internship.  
 
To empower them, interns shall be given the chance to plan and organize their 
graduation ceremonies. 
 


Section 7. Grievance Committee. – The committee shall have the initial responsibility 
of settling differences in case of any violation of the GIP Contract or upon the filing of a 
complaint by an aggrieved party.  
 
It shall be composed of the officials and representatives of the institution which have 
jurisdiction over the internship.  
 
The committee shall render a decision under pertinent rules and regulations. In case of 
failure by the Grievance Committee to settle the issue or render a decision, or in case the 
complaint is against members of the Grievance Committee, the case shall be referred to 
the Civil Service Commission for appropriate action.  
 
Section 8. Civil Service Eligibility. – All GIP applicants are mandated to take Civil 
Service Eligibility (CSE) examinations to fulfill basic requirements to be able to pursue a 
career in government service, should they wish to work for the government after their 
internship. 
 
Section 9. Program Management. –  
 
a) CSC shall be the executing institution of the GIP. It shall serve as a program 
manager that shall provide necessary technical and administrative assistance to 
concerned institutions. The regional and field offices shall supervise and monitor 
the implementation of the GIP in their respective jurisdiction. CSC shall conduct 
training for GIP Desk Officers before the implementation of GIP. 
 
b) CSC shall establish a GIP Unit in the Central, Regional, and Field Offices. The unit 
shall provide training costs, administrative costs, or other fees if any, as specified 
under a memorandum of agreement between the CSC and the institution. 
 
c) The Oversight Committee shall oversee the implementation of the GIP. The 
Committee shall be chaired by the National Youth Commission (NYC). 
 
d) The Committee shall be composed of representatives from the Civil Service 
Commission (CSC), Department of Social Welfare and Development (DSWD), 
Department of Labor and Employment (DOLEJ, Department of Interior and Local 
Government (DILG), and representatives from the youth, employer and labor 
sectors. A report shall be transmitted to both Houses of Congress through the 
CSC. 
 
e) All institutions shall designate a GIP Desk Officer, who shall be lodged under the 
HR/Personnel Unit or any-Special Unit of the institution. The GIP Desk Officer will: 
 
i. 
Ensure that all processes required of the Program are met; and ii. Provide 
reports to CSC as the lead institution of the GIP. 
 


Section 10. Program Assessment. – To determine the necessary innovations 
improvements and rationalization needed for integration in the program, a periodic review 
and assessment of the delivery of the GIP services must be undertaken by each 
institution. 
 
This will also be a processing venue for all units under the institution to suggest 
mechanisms to further enhance the internal processes of the program as they may apply 
within their institutional parameters.  
 
This endeavor shall be undertaken at least twice a year. All institutions should submit a 
report and database of their implementation of the GIP fifteen (15) days after the end of 
every fiscal year. 
 
Section 11. Appropriations. – There is hereby authorized to be appropriated the amount 
of One Hundred Million Pesos. (Php 100,000,000.00) as funding for the program and shall 
be provided to the Civil Service Commission's budget for the current fiscal year.  
 
Further, at least one percent (1%) shall be appropriated under the Maintenance and Other 
Operating Expenses (MOOE) of institutions for the implementation of the GIP in their 
respective jurisdictions, and shall be included in the annual General Appropriations Act.  
 
Section 12. Separability Clause. - If any part or provision of this Act is declared invalid 
or unconstitutional, the other provisions not affected thereby shall remain in force and 
effect.  
 
Section 13. Repealing Clause. - Executive Order 139, series of 1993, and all laws, 
decrees, executive orders, and other administrative issuances and parts thereof, which 
are inconsistent with the provisions of this Act, are hereby amended, repealed, or 
modified accordingly.  
 
Section 14. Effectivity. – This Act shall take effect fifteen (15) days after its publication 
in the Official Gazette or two (2) newspapers of general circulation. 
 
Approved,