Article 134p. 134

ADMINISTRATIVE CODE AND LAW OF PUBLIC OFFICERS TEXT AND RULES

scholarship grants provided they fall under any of the

following categories:

1. Employees of government agencies, including state

colleges and universities and government-owned and

controlled

corporations,

directly

involved

in

the

undertaking

and

implementation

of

foreign-assisted

projects in which the agreement entered into between

such

government

agencies

and

the

foreign

entity,

includes

training/scholarship

grants

for

project

staff

members under the auspices of the lending or assisting

foreign institution;

2. Members of the academic staff of a chartered state

college

or

university

whose

appointments

are

non-permanent in nature on account of lack of either

masteral or doctoral degrees as embodied in the charter

of the state college or university, and whose availment of

scholarship/training

grant shall satisfy the deficiency

thereby qualifying the proposed nominees for permanent

appointments

upon

completion

of

the

training/scholarship grants; or those who lack a specific

residency requirement, also as embodied in the charter of

the

state

college

or

university,

whose

residency

requirements shall have been complied with within three

(3) years after availment of the grant;

3. Employees engaged in highly scientific field critical

to

national

development

where

there

are only few

educationally qualified personnel as certified by the

Department of Science and Technology; and

4. Employees who have been personally invited by a

sponsoring entity; or employees who are proposed for

nomination by agencies which have been directly invited

by a foreign entity to avail of its training/scholarship

grants.

SECTION 16. In no case shall female nominees be

discriminated against in the availment of local and/or

scholarship/training

grants

or

any

human

resource

development opportunity. As such, pregnant women and

married women with a child or children irrespective of

age

shall

be

considered

for

nomination/selection in

scholarship training grants, both local and foreign.

SECTION 17. In consideration of nominee's acceptance

to local or foreign training/scholarship grant whether in

the

academic

or

non-academic

program

including

extension,

he

shall

serve

his

office

or

any

other

government

office

or instrumentality thereof as the

exigencies of the service may require for the specified

period as may be provided under the training contract.

SECTION 18. Trainees as grantees shall submit to the

head of agency a report of his study/training within thirty

(30) days for local and foreign training/scholarship grant

after his return to duty copy furnished the CSC main

office. In addition thereto, they shall also conduct or share

vital information and knowledge relative to the course

attended with others in order that colleagues can benefit

from the course/program.

Scholarship grantees shall submit to the head of

office his official transcript of grades at the close of each

quarter, term and/or semester.

SECTION 19. Should the grantee fail to fulfill his

service requirement due to transfer to a private entity or

resignation, he shall pay back his agency the full amount

spent for his/her entire training/scholarship grant.

SECTION 20. The department or agency head shall

provide opportunity for employees to exchange posts or

job stations in agencies geographically closest to their

residence through appropriate programs established by

the Commission.

Participation in the program shall be in accordance

with existing rules and regulations promulgated by the

Commission.

SECTION

21.

A

Job

Rotation

Program

shall

be

established

in

every

department/agency

whenever

viable/feasible as a means for developing and enhancing

the potentials of people in an organization by exposing

them to the other work functions of the agency.

The movement of people under the Job Rotation

Program may either be from one office to another within

the central office, or from one division to another within

the central or regional office, if any, or from central to

regional/field/provincial offices and vice versa.

The duration of the job rotation program shall be

within the period prescribed by the department/agency

head but shall not exceed 12 months.

The Job Rotation Program shall cover employees who

have demonstrated professional qualities and leadership

or managerial potential in order to enrich or enlarge their

repertoire of skills and knowledge.

SECTION 22. A fast track program for deserving

employees shall be established in every department or

agency to provide easy access to training and career

advancement

opportunities.

It

shall

support

the

individual's career plan and the requirements of the

organization

in

addition

to

identifying

managerial

candidates for succession programmes, if any.

SECTION 23. To enable employees and officials to

contribute meaningfully to organizational performance or

productivity,

heads

of

agencies

shall

encourage

legitimate

and

relevant

worker

participation

in

problem-solving and decision making and other activities

which will enhance quality of worklife and public service.

SECTION

24.

Each

worker

has

the

primary

responsibility

for

his

personal

and

professional

development. The CSC and his respective department

and agency shall assist him to make this possible through

creation

of

a

workplace

and

career

service

that is

personally satisfying as well as productive, innovative and

professional.

RULE IX Performance Evaluation

SECTION 1. There shall be established performance

evaluation systems in every department or agency of the

national

and

local

governments,

including

state

universities and colleges and government-owned and

controlled corporations with original charters.

SECTION 2. The Performance Evaluation System or

Systems shall be so designed and administered to:

(a) Continuously foster improvement of employee

performance and efficiency;

(b)

Enhance

organizational

effectiveness

and

productivity;

(c) Provide an objective performance rating which

shall serve as basis for incentives and rewards, promotion,

training

and

development,

personnel

actions

and

administrative sanctions.

SECTION 3. The following minimum requirements

shall be observed in the development of the Performance

Evaluation System:

(a) It should provide for the identification of the

outputs

as well as the job-related behaviors of the

position/functions and the corresponding performance

standards

which

should

be

mutually

agreed

upon

between the supervisor and the subordinates.

(b)

It

should

provide

mechanisms

by which an

employee shall be currently advised of his progress in

accomplishing his assignments.

(c) Supervisors should be given opportunity by the

System

to

make

comments

and

recommendations

regarding employee's strengths and weaknesses which

may

be

instrumental

in

furthering

his

career,

or

identifying

constraints

that

may

impede

his

development.

(d) Performance evaluation shall be done every six

months ending on June 30 and December 31 of every

year. However, if the organizational needs require a

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