EIGHTEENTH CONGRESS OF THE 
)
REPUBLIC OF THE PHILIPPINES 
)
First Regular Session 
)
s>(^ iiai?
S E N A T E
s. No. 1020
of ttr ftfcrrtnrp
•If SEP-9 A9«8
R E C u iV iD  B V ;
Introduced by SENATOR RAMON BONG RE VILLA, JR.
AN ACT
CREATING THE HUMAN RESOURCE MANAGEMENT OFFICE IN THE LOCAL 
GOVERNMENT UNITS, AND DEFINING ITS FUNCTIONS
EXPLANATORY NOTE
Republic Act No. 7160 or the Local Government Code of 1991, as amended, 
has created mandatory and optional offices and positions in the provinces, cities and 
municipalities, and given their respective duties and functions. The occupants of the 
said positions are expected to assist the Local Chief Executives (LCEs) in running the 
affairs of the local government units (LGUs).
Noteworthy to point out, however, is the absence of a Human Resource 
Management Officer (HRMO) position in the Local Government Code.
Considering that LGU personnel is the "frontline" contact between the 
government and the public, 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 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 sen/ice, 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 units.
This measure was endorsed by the Civil Service Commission in recognition of 
the urgent need for said office or position.
The immediate passage of this bill is highly recommended.
RAMOy BONG REVILLA, JR.


EIGHTEENTH CONGRESS OF THE 
)
REPUBLIC OF THE PHILIPPINES 
)
First Regular Session 
)
S E N A T E  
S. No.
^  
of tl)t ftpirftnrj>
Tf SEP-9 A9«8
RECElV; D B \
Introduced by SENATOR RAMON BONG REVILLA, JR.
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 o f Representative o f the Philippines in Congress 
assembled:
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Section 1. 
Short Tide. - This Act shall be known as the "Human Resource
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Management Office in the Local Government Unitd'.
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Sec. 2. C reation.-J\\e Human Resource Management Office is hereby created
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as a mandatory office in the province, city, and in the first to third class municipalities.
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For the fourth to sixth class municipalities, the creation of the office is optional but the
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creation of the Human Resource Management Officer position shall be mandatory.
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The Human Resource Management Office shall be headed by the Human Resource
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Management Officer (HRMO) with the rank of a Department Head. 
The Human
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Resource Management Office or the position of Human Resource Management Officer
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shall be created within one (1) year from the effectivity of this Act.
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The creation of the HRMO position in the fourth to sixth class municipalities
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shall be exempted from the budget ceiling on personnel services.
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Sec. 3. Qualifications, Powers and Duties.—
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(a) No person shall be appointed Department Head of the Human Resource
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Management Office unless he/she is a citizen of the Philippines, a
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resident of the local government unit (LGU) concerned, of good moral
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character, a holder of a college degree preferably in psychology, public


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administration or law, and a first grade civil service eligible or its 
equivalent. He/She must have acquired experience in human resource 
(HR) management or organization development for at least five (5) years 
in the case of the province or city, and three (3) years in the case of the 
municipality, and have undergone certification program for HRMO to be 
conducted by the Civil Service Commission.
(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 human 
resource 
documents such as appointments, personal 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) Advise the governor or the mayor, as the case may be, and the 
Sanggunian on matters pertaining 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&R) and other HR policies 
such as leave benefits, employee welfare, and discipline;
(6) Ensure that Civil Service Law and rules on personnel matters are 
properly executed;


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(7) Establish linkages/partnership with HR organizations and other
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LGUs; and,
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(8) Exercise such other powers and perform such other functions and
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duties as may be prescribed by law or ordinance.
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Sec. 4. 
Appropriations. -  The position of Department Head for Human
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Resource Management Office (HRM Officer) shall be included in the plantilla of
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personnel in the local government unit concerned approved by appropriate body. The
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appropriation or budget item number of the position shall be approved by the
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Sanggunian concerned.
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Sec. 5. 
Separability Clause. -  If any provision of this Act is held invalid or
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unconstitutional, other provisions not affected thereby shall continue to be in full force
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and effect.
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Sec. 6. Repealing Clause. -  Any law, presidential decree or issuance, executive
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order, letter of instruction, administrative order, rule, or regulation contrary to or
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inconsistent with the provisions of this Act are hereby repealed, modified, or amended
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accordingly.
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Sec. 7. Effectivity. -  This Act shall take effect fifteen (15) days following its
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complete publication in the Official Gazetteox in at least two (2) newspapers of general
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circulation.
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Approved,