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Republic of the Philippines
HOUSE OF REPRESENTATIVES
Quezon City

EIGHTEENTH CONGRESS
Second Regular Session

HOUSE BILL No, 8820

Introduced by HON. JOY MYRA S. TAMBUNTING

EXPLANATORY NOTE

The role of human resource management (HRM) in the public sector often concerns is still under
development, in contrast to HRM in private institutions. In the public sector setting, HRM concerns
forecasting and planning of human capital, selection and staffing, development and training,
performance management, employee discipline, and the promotion of the productivity and
welfare of each employee. To date, human resource management officers are optional positions
and are not included as mandatory positions in the Republic Act No. 7160 or the Local Government
Code. Without an HRMO, the management of human capital in the local government units is left
to either the local chief executive or the city secretary.

Considering the importance of keeping a competent human resource in local government units,
this measure seeks to institutionalize the appointment of human resource management officer
across local government units. The HRMO shall be tasked to formulate and develop a human
resource development plan towards the enhancement personnel management processes. HRMOs
are also expected to conduct continuing human resource development programs and other
capacity building activities to enhance the competency of not only the personnel, but also the
officials.

On behalf of the people of Parafiaque City’s Second District, and for the common good of the
Filipino people, the approval of the said measure is earnestly sought.

REP, RAS. fila,
\d/District, Parafiaque City


Republic of the Philippines
HOUSE OF REPRESENTATIVES
Quezon City

EIGHTEENTH CONGRESS
Second Regular Session

House BILL No, 8820

Introduced by HON. JOY MYRA S. TAMBUNTING

AN ACT
CREATING A MANDATORY POSITION FOR A HUMAN RESOURCE MANAGEMENT
OFFICER IN LOCAL GOVERNMENT UNITS, 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," AND FOR OTHER PURPOSES

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

SECTION 1. Section 443 of Republic Act No. 7160 or the "Local Government Code of 1991", as
amended, is hereby further amended to read as follows:

"SECTION. 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 accountant, a municipal budget officer, a municipal
planning and development coordinator, a municipal engineer/building official, a
municipal health officer [and] a municipal civil registrar [.] AND A MUNICIPAL
HUMAN RESOURCE MANAGEMENT OFFICER.

xxx"
‘SEC. 2. Section 454 of the same law is hereby amended to read as follows:

"SECTION. 454. Officials of the City Government. ~ (2) 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"


‘SEC. 3. Section 463 of the same law is hereby amended to read as follows:

"SECTION. 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 social welfare and
development officer, a provincial general services officer, a provincial agriculturist,
[and] a provincial veterinarian [.] AND A PROVINCIAL HUMAN RESOURCE
MANAGEMENT OFFICER.

xxx"

‘SEC. 4. A new article and section to be denominated as Article XXI, Section 490-A shall be
inserted after Article XX, Section 490 of Title Five, on Appointive Local Officials Common to all
Municipalities, Cities and Provinces, and shall read as follows:

“ARTICLE XXI
THE HUMAN RESOURCE MANAGEMENT OFFICER

SECTION. 490-A. QUALIFICATIONS, POWERS AND DUTIES. —

a) NO PERSON SHALL BE APPOINTED AS HUMAN RESOURCE
MANAGEMENT OFFICER UNLESS HE IS A CITIZEN OF THE REPUBLIC
OF THE PHILIPPINES, OF GOOD MORAL CHARACTER, A HOLDER OF
A COLLEGE DEGREE PREFERABLY IN PSYCHOLOGY OR PUBLIC
ADMINISTRATION, AND A CIVIL SERVICE ELIGIBILITY OR ITS
EQUIVALENT, A RESIDENT OF THE LOCAL GOVERNMENT UNIT (LGU)
CONCERNED, HAS ACQUIRED EXPERIENCE IN HUMAN RESOURCE
MANAGEMENT FOR AT LEAST THREE (3) YEARS IN THE CASE OF THE
PROVINCE OR CITY, OR TWO (2) YEARS IN THE CASE OF A
MUNICIPALITY, AND HAS UNDERGONE THE CERTIFICATION
PROGRAM FOR HUMAN RESOURCE MANAGEMENT OFFICERS TO BE
CONDUCTED BY THE CML SERVICE COMMISSION (CSC).

b) THE HUMAN RESOURCE MANAGEMENT OFFICER SHALL BE
APPOINTED BY THE CHAIRPERSON OF THE CIVIL SERVICE
COMMISSION (CSC) FROM THE LIST OF AT LEAST THREE (3)
ELIGIBLE RECOMMENDEES OF THE LOCAL CHIEF EXECUTIVE OF LGU
CONCERNED, SUBJECT TO CIVIL SERVICE RULES AND
REGULATIONS.

c) THE HUMAN RESOURCE MANAGEMENT OFFICER SHALL:

a. FORMULATE A HUMAN RESOURCE DEVELOPMENT PLAN THAT
WILL ENHANCE PERSONNEL MANAGEMENT PROCESSES IN THE


c

SEC. 5. The position of Human Resource Management Officer shall be included in the plantilla
for personnel under the CSC. The appropriation or budget item number of the position shall be

LGU CONCERNED WITH EMPHASIS IN THE AREAS OF
RECRUITMENT AND SELECTION, CAREER DEVELOPMENT,
PERFORMANCE MANAGEMENT, PERSONNEL WELFARE, AND
REWARDS‘AND INCENTIVES FOR SERVICE EXCELLENCE;
MONITOR AND EVALUATE THE MANAGEMENT OF PERSONNEL
PERFORMANCE IN THE LOCAL GOVERNMENT UNIT CONCERNED
AND ENSURE THAT SUCH IS IN ACCORDANCE WITH CIVIL
SERVICE RULES AND REGULATIONS;

INSTITUTIONALIZE A CENTRALIZED RECORDS DEPOSITORY OF
HUMAN RESOURCE DOCUMENTS SUCH AS APPOINTMENT
PAPERS, PERSONAL DATA SHEETS, SERVICE RECORDS,
STATEMENTS OF ASSETS AND LIABILITIES, LEA VE CREDITS AND
OTHER PERTINENT RECORDS;

CONDUCT CONTINUING HUMAN RESOURCE DEVELOPMENT
PROGRAMS, AND OTHER CAPACITY BUILDING ACTIVITIES TO
ENHANCE THE COMPETENCY OF PERSONNEL AND OFFICIALS;
ENSURE THAT CIVIL SERVICES LAWS AND RULES ON
PERSONNEL: MATTERS ARE PROPERLY EXECUTED;

ADVISE ON MATTERS RELATED TO CIVIL SERVICE RULES AND
REGULATIONS ON REQUIREMENT, SELECTION AND PLACEMENT
(RSP), LEARNING AND DEVELOPMENT (L&D), PERFORMANCE
MANAGEMENT (PM), AND REWARDS AND RECOGNITION (R&RO)
AND OTHER HUMAN RESOURCES POLICIES;

ESTABLISH LINKAGES AND PARTNERSHIPS WITH HUMAN
RESOURCE ORGANIZATIONS AND OTHER LOCAL GOVERNMENT
AGENCIES;

. EXERCISE SUCH OTHER POWERS AND PERFORM SUCH OTHER

FUNCTIONS AND DUTIES AS MAY BE PRESCRIBED BY LAW OR
ORDINANCE,”

approved by the CSC Commissioner.

SEC. 6. If any portion or provision of this Act is declared unconstitutional, the remainder of this

Act or any provisions not affected thereby shall remain in force and effect.

SEC. 7. Any law, presidential decree or issuance, executive order, letter of instruction, rule or
regulation inconsistent with the provisions of this Act is hereby repealed or modified accordingly.

SEC. 8. This Act shall take effect fifteen (15) days after its complete publication in the Official

Gazette or in a newspaper of general circulation.

Approved,