Article 132p. 132

ADMINISTRATIVE CODE AND LAW OF PUBLIC OFFICERS TEXT AND RULES

SECTION 10. A reassignment is the movement of an

employee from one organizational unit to another in the

same department or agency which does not involve a

reduction in rank, status or salary and does not require

the issuance of an appointment.

SECTION 11. A demotion is the movement from one

position

to

another

involving

the

issuance

of

an

appointment with diminution in duties, responsibilities,

status or rank which may or may not involve reduction in

salary.

SECTION 12. Separation is a voluntary or involuntary

termination of employment.

SECTION 13. *

Appeals in connection with personnel

actions shall be governed by the following:

(a)

A

decision,

ruling,

order

or

action

of

any

department or agency, the Merit Systems Protection

Board,

or

CS

Regional/Provincial/Field

Office

(CSRO/PO/FO), may be appealed within 15 days from

receipt of such decision, ruling, order and in the following

manner:

(1) Decision of CSPO is appealable to CSRO

(2) Decision of CSFO is appealable to CSRO

(3) Decision of department/agency is appealable to

MSPB

(4) Decision of CSRO is appealable to CSC

(5) Decision of MSPB is appealable to CSC

(b) The appellant shall furnish a copy of his appeal to

the MSPB or the body which decision is being appealed.

(c) The appeal is deemed filed in case the same is

sent by registered mail, on the date shown by the

postmark or the envelope which shall be attached to the

record of the case, and in case of personal delivery, on the

date stamped by the Civil Service Commission.

(d) An appeal even seasonably filed shall not stay the

action, order, decision or ruling of the MSPB or CSC

Regional/Provincial/Field Office, as the case may be, on

appeal except otherwise ordered by the CSC.

When the appeal cannot be judiciously decided on

the bases of available records, the Commission may

require

the

head

of

the

Department

or

agency

concerned, or any party to comment on the appeal.

(e) An appeal shall be dismissed outright on any of

the following grounds:

(1) The appellant is not a party directly affected or

adversely affected by the decision, order, ruling or action

of MSPB or CSRO/PO/FO;

(2) The appeal does not conform with the required

form such as when it is a mere telegram or radio

message;

(3) The appeal is filed beyond the reglementary

period;

(4) No appeal fee is paid.

The CSC shall decide the merits of the appeal within

60 days from receipt of the appeal and the complete

records of the case.

RULE VIII Career and Personnel Development

SECTION

1.

Every

official

and

employee

of

the

government

is

an

asset

or

resource

to

be

valued,

developed and utilized in the delivery of basic services to

the public. Hence, the development and retention of a

highly

competent and professional workforce in the

public

service

shall

be

the

main

concern

of

every

department or agency.

Every department or agency shall therefore establish

a

continuing

program

for

career

and

personnel

development for all agency personnel at all levels, and

shall create an environment or work climate conducive to

the development of personnel skills, talents and values for

better public service.

SECTION 2. Each department or agency shall prepare

a career and personnel development plan which shall be

integrated into a national plan by the Commission which

shall serve as the basis for all career and personnel

development activities in the government. The Career

and Personnel Development Plan shall include provisions

on merit promotions, performance evaluation; in-service

training; overseas and local scholarships and training

grants; suggestions, incentive award systems, provisions

for welfare, counseling, recreation and similar services;

and other human resource development interventions

such as on the job training, counseling, coaching, job

rotation, secondment, job swapping and others.

SECTION

3.

The

Integrated

Human

Resource

Planning and Development System. — In preparing a

Career

and

Personnel

Development

Plan,

each

department or agency shall utilize the Integrated Human

Resource Planning and Development System, otherwise

known as IHRPDS as a framework to rationalize all

human resource management practices and processes in

each department or agency or local government unit.

Hence, every department or agency shall install and

maintain an Integrated Human Resource Planning and

Development

System

(IHRPDS)

and

take

effort

to

integrate

this

system

and

its

elements

into

a

Corporate/Strategic Plan of the agency.

The IHRPDS shall be based on up-to-date personnel

data

and information system. The Commission shall

render technical assistance to departments and agencies

in planning and institutionalizing the IHRPDS.

SECTION 4. Each function in the IHRPDS shall be a

shared

responsibility

and

accountability

among

top

officials, planning officers, human resource management

staff, supervisors and employee representatives in each

department or agency.

The head of department or agency shall implement

all

the

programs

therein

and

provide

support

in

accordance

with

the

policies,

rules,

guidelines

and

standards promulgated by the Commission.

SECTION 5. The performance appraisal or evaluation

system shall be integrated into the IHRPDS as a tool to

enable employees to improve performance and assess

their

professional

growth

including

determining the

potentials

and

development

needs

of

individual

employees. Hence, if performance appraisal indicates

development

needs,

the

individuals

concerned

shall

undergo training or other appropriate human resource

development interventions designed to improve their

performance and productivity.

SECTION 6. Each department or agency shall have a

human resource development office created or a staff

assigned solely for the purpose of attending to the

agency's

human

resource

development

functions,

activities and requirements.

(a)

It shall have a training staff which shall be

supported by all supervisors in establishing a continuing

program for the development of the agency's personnel.

(b) Personnel who by virtue of their positions or

designations are assigned as members of the training

staff, shall receive technical and consultative assistance

from the provincial, field and regional offices of the Civil

Service Commission relative to their work and further

assistance in continuously upgrading their competencies.

SECTION 7. In establishing a continuing program for

the

development

of

personnel, each department or

agency or local government unit shall:

(a) Prepare a comprehensive annual training and

development

plan

based on periodic assessment of

organizational needs and skills/knowledges inventory of

the workforce taking into consideration the various levels

and categories of jobs in the agency and the urgency of

© Compiled by RGL

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