· the civil service commission regional office no. 6 continues its advocacy in strengthening the...

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TABLE OF THE CONTENTS

Page

VISION, MISSION, & PERFORMANCE PLEDGE 1

CSC Soaring to Greater Heights 2

AKLAN FIELD OFFICE 3

ANTIQUE FIELD OFFICE 4

CAPIZ FIELD OFFICE 6

GUIMARAS FIELD OFFICE 8

ILOILO FIELD OFFICE 10

NEGROS OCCIDENTAL FIELD OFFICE 11

EXAMINATION SERVICES DIVISION 13

HUMAN RESOURCE DIVISION 14

LEGAL SERVICES DIVISION 16

MANAGEMENT SERVICES DIVISION 17

PUBLIC ASSISTANCE & LIAISON DIVISION 18

POLICIES SYSTEMS & EVALUATION DIVISION 19

CSCRO6 FAMILY DAY 21

109TH PHILIPPINE CIVIL SERVICE ANNIVERSARY 22

CSC GOES TO THE MALL 23

GIFT GIVING 2009 24

CSCRO6 WITH A SMILE 25

A Civil Service that values, advocates

and strengthens Morale, Efficiency,

Responsiveness, Courtesy

and Integrity

The Civil Service Commission shall lead:

Observing and promoting ethical behavior, professionalism and accountability;

Ensuring competence, productivity and performance-based security of tenure;

Strengthening the Mamamayan Muna service culture; and

Optimizing use of modern technologies and systems in service delivery

We, the officials and employees of the Civil Service Commission, commit to: Serve you promptly, efficiently, and with utmost courtesy by authorized personnel with proper

identification from Mondays to Fridays, 8:00 a.m. to 5:00 p.m., without noon break; Ensure strict compliance with service standards with written

explanation for any delays in frontline services; Respond to your complaint about our services the soonest or within the day

through our complaint and assistance desk and take corrective measures; Value every citizen’s comments, suggestions, and needs, including those

with special needs such as the differently-abled, pregnant women, and senior citizens; and

Empower the public through 24/7 access to information on our policies, programs, activities, and services through o u r w e b s i t e ( w w w . c s c . g o v . p h o r www.cscro6.wordpress.com), Text CSC (0917-8398272), Text CSCRO6 (0916-5412152/0908-7869948).

The Civil Service Commission Regional Office No. 6 continues its advocacy in strengthening the morale, efficiency. responsiveness, courtesy and integrity in the civil service. 2009 proved to be a challenging year for the Regional Office. The looming economic crises has become a major challenge for the office to implement its goals and programs. But amidst such challenge, CSCRO6 has live up to its expectation in providing quality programs to the citizenry. Under the leadership of Atty. Rodolfo B. Encajonado, Director IV and Atty. Raymund F. Gonzales, Director III, the Regional Office was able to accomplish more than 200% over its targets as it produced more or less 150,000 OPES points. The Anti-Red Tape Initiatives, PMS-OPES Rollout, the Public Service Delivery Audit (PASADA), Mamamayan Muna on the Air, Personnel Management Assessment and Assistance Program (PMAAP), CS Agency Accreditation Program (CSCAAP) are just some of the many programs that were implemented in 2009. The pages of this Annual Report will showcase the various accomplishments of the Field Offices in Aklan, Antique, Capiz, Guimaras, Iloilo and Negros Occidental, as well as the different divisions of the Regional Office. As we showcase the highlights and accomplishments of 2009, rest assured that CSCRO6 will break the shackles of mediocrity as it soars to greater heights in the delivery of public service and good governance.

2 00 9 C SC R O6 A NNU AL R EP ORT PAGE 3

AKLAN FIELD OFFICE

The CSC Aklan Field Office is composed of two

organic personnel namely Director II Evelyn N. Ejar and

Mr. Ferdinand R. Macogue, with the assistance of six (6)

liaison officers coming from the Provincial Government of

Aklan, Aklan State University and the Local Government

Units of Kalibo and Malay.

CSCFO-Aklan has jurisdiction to 18 Local

Government Units, 6 Water Districts, 1 State University

(Aklan State University w/ 4 campuses) and 1 National

Government Agency (DepEd Division of Aklan).

In 2009, the Field Office earned a total of 10,

317.77 OPES points under the Performance Management

System – Office Performance Evaluation System

(PMS-OPES). It has exceeded its target by more than 200%.

Based on the strategic priorities of the

Commission, CSC Aklan Field Office focused its work on

human resource interventions providing technical

assistance to its clientele. It conducted trainings, lectures

and fora concerning the full implementation of the

Anti-Red Tape Act of 2007 (ARTA) and the institutionaliza-

tion of the Citizen’s Charter, the OPLAN Red Plate, and the

installation of the Performance Management

System-Office Performance Evaluation System

(PMS-OPES).

In the area of Policies and Systems Evaluation

Services, CSCFO Aklan was able to undertake agency

scanning activities where the relative personnel

management health of agencies were determined. Such

activities also established the general profile of personnel

management systems and practices of agencies, thereby

giving the Field Office opportunity to provide technical

assistance. Additionally, the various personnel

mechanisms of agencies were also monitored.

In Field Office operations, CSCFO Aklan

continued its traditional role of attesting appointments

issued by non-accredited agencies. Likewise, it reviewed

and validated those issued by accredited agencies.

In the field of Public Assistance and Liaison

Services, the personnel of the Field Office accomplished

much by rendering resource speaker services,

participating in media guestings and conducting

dialogues with clients. They also facilitated and made

possible media guestings of other CSC Officials. Moreover,

the Field Office published Bulletin of Vacant Positions in

the Government, which assisted agencies to invite and

attract qualified people for employment. To strengthen

linkages and cooperation with its client-agencies, the

Field Office undertook Anti-Graft and Corruption activities

particularly by assisting the Office of the Ombudsman on

OPLAN Red Plate.

In terms of records management, the Field Office

in 2009 was able to put in order its records after Typhoon

Frank devastation in 2008. It catered to requests for

records from clients and personnel information were

corrected in their S-cards. It likewise issued authenticated

copies of appointments needed by the requesting parties.

The Field Office continued its effort in updating the S-cards

of employees of agencies in Aklan.

Among the significant activities that took place in

2009 was the launching of the Citizen’s Charters which

was participated by CPO-member agencies in Aklan. The

highlight of the said activity was the formal signing of the

CPO Pledge of Commitment by all CPO members in

Aklan. A simple exhibit was also made to showcase the

accomplishments of the previous winners of the CSC

Honor Awards Program coming from the Province of

Aklan.

In summary, CSC Aklan Field Office is proud that it

was able to exceed its targets in 2009 notwithstanding the

difficulties it had to face and the demands it had to meet

in response to the call of public service FOR THE PEOPLE

DESERVE NO LESS.

Director IV Rodolfo Encajonado and Director II Evelyn Ejar during

the Launching of Citizen’s Charter of Aklan LGUs


ANTIQUE FIELD OFFICE Policies and Evaluation Services

Field Office Services

Other Services

Human Resource Services

The Antique Field Office is manned by 2 permanent

personnel including the Director II.

The Office has jurisdiction over 18 local government

units (LGUs), the Provincial Government of Antique, the Dep

Ed Antique, 5 campuses of the Antique University (previously

Polytechnic State College of Antique), 9 water districts, 2

vocational high-schools. It has increased linkages with na-

tional government agencies, primarily with the DILG Antique

which resulted in 100% compliance to Project CURE (the

Comprehensive and Unified Response to Eliminate Red

Tape in the LGUs) a program designed to implement perti-

nent provision of the Anti-Red Tap Act (RA 9485). The DILG

even requested a lecture on the PMS-OPEs on November

17-18.

Effective and Efficient Administration of Justice

Professionalizing the Civil Service (Examination Services

Opinions 31

Investigation Reports 2

Requests for verification of eligibilities with PRC Manila, Iloilo and IRMO

566

Exam application receipts issued 833

Certifications for placement 26

Notice of Assignments 774

Attested Appointments 778

Reviewed Reports on Appointments Issued (RAI) 1000

Virus Detection/removal (2 computers were attacked by the virus [the computer has to be reformatted all over again])

978

Backing up of data files 1871

201 Files for RMAO disposition 1 box

201 files segregated, arranged alphabetically 15 boxes

Reports on Employee Accession/Separation 4

Speeches 8

Books/Magazines/Journals Charged/Discharged 204

Training Kits (Brgy. Leave Seminars) 269

Human Resource Speaker Services (ARTA/PMS-OPES Orientation)

269

Original flyers 6

Diskettes reproduced/distributed 60

Post-training reports 2

Training /Orientation Workshop (TOW) Conducted

32

Director II Maria Lina Gonzaga together with Anna Pillado,

Personnel Specialist I

Agency Scanning Reports 19

Notice of Visits 52

Personnel Mechanisms monitored 151

Monthly Post-Audit Reports 125

Notices of Meetings (many postponements and re-schedule of meetings

677

Meeting Agenda 33

Meetings conducted 13

Coverage of CSC Events 55


ANTIQUE FIELD OFFICE

Milestones

Public Assistance & Liaison Services, Mamamayan Muna

Program

Administrative Services

Customer Assistance (Walk-in clients) 215

Customer Assistance Resource Speaker Services Assistance

12

Text Messages 3996

Bilis Action Partner (BAP) Directory 3

Mediation/Conciliation 2

Talking points 53

Media Guesting 8.5

Interview of CSC Officials aired 5

For a/Dialogue 49

News/Photo releases 72

Bulletins of Vacant Positions 22

E-receipts issued 1027

Monthly reports of e-receipts collections 11

Bank Validated Deposit Slips 63

Itinerary of travel 24

Petty cash replenishment 3

Requisition issue slips 16

Signed Canvass Forms 3

Records Issued to requesting parties 264

Records corrected 41

Authenticated copies of appointments 47

S-card updated 2580

Ordinary Mails 1476

Registered Mails 129

Letters packaged 1785

Copies of CSC Issuances Issued 712

Certificates of Appearance 1215

Lists of Outgoing Communications 1719

Letter released 326

Memoranda Issued 108

Acknowledgement Letters 882

Cover letters 225

Monthly Narrative Reports with photographs 12

Photographs catalogued 531

PMS Reports – Form No. 3 2

Form No. 7 531

Form 3a 2

CESPES Performance Contract 1

PES Targets 2

PES Accomplishment 1

Annual PP 1

PMS-OPES Orientation Workshop 24

ARTA (Anti-Red Tape Act of 2007 16

ARTA CC Launching 22

RA 6713 (Code of Conduct and Ethical Standards

5

Sexual Harassment Overview 1

Orientation on Civil Service Eligibilities and Programs

4

Barangay Leave Seminar 4 batches

Database on Verified Eligibitlies 1910 eligibilities verified by the PRC Manila and Iloilo, CSCRO6 & IRMO encoded in 2 computers and backed up in 2 USB’s and 1 compact disc

Increased linkages with national government agencies (DILG, DPWH, PIA, DTI, and Ombudsman)

with media practitioners/entities – Barbaza Cable TV, Buenavista Cable TV, DYKA, Radyo Natin (San Jose, Bugasong & Culasi), Pandan Municipal Radio


CAPIZ FIELD OFFICE

The keyword SIMPACT: SERVICE, INTEGRITY,

MORALE and DEVELOPMENT IMPACT spelled-out the

direction of the CSC Capiz Field Office in rendering effective

and efficient public service for the year 2009.

―NO ASSET COULD EQUAL THE POWER AND POTENTIAL OF

HUMAN RESOURCE‖( the ember that was lit up and became

the fire for PASSION FOR PEOPLE AND PUBLIC SERVICE

continues burning). With better and strengthened linkages

and interactions with the transacting Capizeños, especially

the local chief executives directly, and, indirectly through the

human resource management/ personnel / administrative

officers (HRMOs/POs/AOs), the focal and pivotal role of this

field office is now clearly defined and embraced by local

chief executives and heads of agencies. Hence, it

experienced ease in the advocacy of the various programs

of the Commission.

A NEW AWARENESS AND AN EMERGING NEW IMAGE

( THE PUBLIC SERVANTS‘ TARNISHED IMAGE NOW SLOWLY,

BUT, SURELY REPOLISHED) The initiatives started in 2007

to awaken dedication, commitment, and most of all, public

accountability, through the conduct of seminars,

orientations and reorientations on Republic Act 6713, was

further heightened and deepened with the Commission‘s

implementation of Republic Act 9485, or the Anti-Red Tape

Act of 2007. This new program /endeavor also strength-

ened ties with our DILG counterparts. Under the Project

C.U.R.E. (Comprehensive and Unified Response to Eliminate

Red Tape in LGUs), CSC and DILG corroborated and collabo-

rated in the conduct of seminar/orientation/workshops in all

LGUs .

MANPOWER COMPLEMENT AND COVERAGE. Even with

only two (2) Civil Service Commission (CSC) personnel,

the CSC Capiz Field Office (FO), for the eleven (11) month

period from January to November 2009 exceeded its

targets and managed its primary jurisdiction over sixteen

(16) municipalities, one City and a Province, two

Department of Education division offices, ten ( 10 ) Capiz

State University Campuses and five ( 5 ) Water

Districts.Effective networking with the various local

government units, satellite national government agencies,

and government – owned and controlled corporations, once

again propelled the field office to deliver public service

effectively and efficiently, and, above targets. We also

performed all function related to personnel administration

as delegated.

UPLIFTING THE PROFESSIONALIZATION OF CAPIZEÑOS BY

BEING A REGULAR EXAMINATION CENTER. Effective 2007,

Roxas City became a regular center for the CSE-PPT exam.

This year, the exam was held in November 15.

On top of processing applications for the CSE-PPT

examination, the FO also processed applications for grant

of eligibilities under special laws and correction of personal

information in CSC records.

NEW POLICIES. The Commission‘s rigid, rigorous and vigor-

ous implementation of Republic Act 9485, and the PMS-

OPES ( Performance Management System – Office Points

Evaluation System ) kept our hands full as we have to con-

duct seminar/orientation/workshops.

Director II Cynthia Gellegani of CSC Capiz Field Office during the

Pre-Retirement Orientation Program


CAPIZ FIELD OFFICE

CONTINUOUS EMPOWERMENT OF THE HRMOs. To-date,

we have nine (09) accredited agencies, namely: 01.

Dumarao Water District; LGUs 02. Capiz Province 03.

Ivisan, 04. Mambusao, 05. Pontevedra, 06. Dumarao,

07. Sigma, 08. Pres. Roxas, and, 09. Tapaz. The two (02)

agencies which were highly recommended by the Policies &

Systems Evaluation Division (PSED) of the Regional Office to

be accredited to take final action on appointments in 2008,

have already undergone a CSCAAP orientation, namely: 01.

Metro Roxas Water District, and, 02. LGU – Roxas City.

The accredited agencies submitted their Report on

Appointments Issued ( RAI ) to the CSCFO within the 15 –

day period, for appointments approved the previous

month. To ensure compliance with CSC law and rules, and

also to gauge whether the agencies can graduate to the next

level of accreditation, the FO conducted agency scanning.

CC LAUNCHING HIGHLIGHTS CIVIL SERVICE MONTH.

Resultant of an intensive campaign through letters, radio

announcements, personal follow-ups with the local chief

executives and heads of agencies, and, very close

monitoring, the celebration of the 109th Philippine Civil

Service during the month of September was really a

success. The highlight of the celebration in most agencies

was the launching of their Citizen‘s Charter. As in the

previous year, 2008, all government agencies hung the

prescribed streamer, during the opening day, there were

special programs and the message of Chair Saludo was

either viewed, or, read by the respective HRMOs. Other

activities were as follows: the clean and green program,

clean-up day, sportsfest, and family day.

OUR DEEDS IN FIGURES (WHAT WE HAVE DONE FROM JAN.-NOV. 2009)

** 2009 Target/12 mos. X 11 mos. ( e.g. Legal : 96/12 = 8 x 11 = 88)

POINTS

TARGETS ACTUAL

SERVICES 2009 11 MOS** 11 MOS. % OF ACCOMP..

Legal 96 88 230 287.50

Examination 301.98 276.81 541.51 195.62

Policies & Systems Evaluation 1291.84 1184.19 3079.17 260.02

Human Resource 37.50 34.37 588.44 1712.17

Public Assistance & Liaison 222.50 203.96 802.47 393.44

Administrative 606.56 556.01 1627.62 292.73

PMS Reports 68 62.33 20 (320.87)

2624.38 2405.67 6901.21 286.87


GUIMARAS FIELD OFFICE

At the beginning of 2009, CSC Guimaras Field

Office was under the concurrent jurisdiction of the Director II

of CSC Iloilo Field Office. Iloilo Field Director Nelson G. Sar-

miento visited CSC Guimaras Field Office once a week to

attend to the needs of six (6) local government units, one (1)

national agency, one state college, and two (2) water dis-

tricts. There was only one organic employee in the person of

Ms. Rocelyn G. Braza, Personnel Specialist II, who was a

mainstay in the office. Ms. Braza kept track of all transac-

tions to be referred during the weekly visit of Director Nelson

G. Sarmiento. Since there was only one organic employee in

CSC Guimaras Field Office, the office accomplishment

would only sum up to 680.4 OPES Points.

During the second quarter of 2009, Director Nelson

G. Sarmiento transferred to CSC Mindoro Oriental Field

Office which is under the coverage of CSC Regional Office

No. 4. In his stead, Atty. Erna T. Elizan was assigned as OIC

of the CSC Iloilo Field Office with concurrent supervision

over CSC Guimaras Field Office. Ms. Braza still remained as

the organic employee of CSC Guimaras Field Office.

However, a clamor to assign a more or less permanent CSC

Director II was aired by the agencies in the Province of

Guimaras so that transactions would be easier, faster and

more accessible especially for matters which need

immediate attention. From May 2009,

Mrs. Nanette H. Borro was designated as OIC of CSC

Guimaras Field Office. On the other hand, Atty. Erna T. Elizan

was assigned as full time OIC of CSC Iloilo Field Office.

In the first semester of 2009, CSC Guimaras Field

Office has more than exceeded its target by 64.08%

considering that the minimum OPES points required is only

680.4 points which is equivalent to the accomplishment of

only one organic employee.

During the second semester, there were already

two (2) organic employees with the assignment of Ms. Nan-

ette H. Borro as OIC and Ms. Rocelyn G. Braza as

Personnel Specialist II. Later in the month of July, 2009,

Ms. Braza was reassigned to CSC Regional Office No. 6 and

Mr. Leo M. Agenga Jr. Personnel Specialist II replaced her at

CSC Guimaras Field Office. Although the target of CSC

Guimaras Field Office doubled with the assignment of two

personnel during the second semester, the

accomplishments still exceeded by at least 2 % as of

November, 2009.

Aside from her regular functions, Mrs. Borro, as

OIC-Director II of CSCFO Guimaras has added to her

accomplishments the setting up of the ―Government

Express Goes to the Mall‖ during the 109th Anniversary of

the Philippine Civil Service. She was assigned as the

Chairman of the Committee and organized the set-up at SM

City Mall-Mandurriao, Iloilo City with the assistance of CSC

Regional Office Personnel. Although much remains to be

achieved, CSC Guimaras Field Office under Mrs. Nanette

Borro has done a good job in 2009.

Ms. Nanette Borro, Chief Personnel Specialist and OIC-Director II of

CSC Guimaras Field Office


GUIMARAS FIELD OFFICE Accomplishment of CSC Guimaras Field Office from January to November, 2009:

Output Total (Jan-Nov.2009)

Total OPES Points

Opinions 6 18

Fact Finding Report 1 8

Application Receipt (Exam) 168 8.4

Notice of Assignment 230 39.1

Agency Scanning Report 7 28

Notice of Visit 8 2

Agency Report Card 3 1.5

Agency Capability Evaluation Card 3 12

PM Monitoring Report 112 112

MOPA/AMEA 96 192

Notice of Meeting 103 8.24

Meeting Agenda 14 3.5

Minutes of Meeting 16 16

Attested Appointments 6 3

Reviewed Audited Report on Ap-pointments Issued (RAI)

223 111.5

Virus Detection and Removal 275 137.5

Backing-up of Data Files 267 21.36

Power Points / Slides 243 41.31

Resource Speaker 69 69

Conference Conducted 32 64

Post Training Reports 1 8

Customer Action Sheet (Walk-in Clients)

320 54.4

Text Messages 396 19.8

Project Proposal 1 25

Updated BAP Directory 1 8

Talking Points 8 64

Fora/Dialogue Conducted 59 236

News/Photo Released 6 43.5

Bulletin of Vacant Positions 21 21


Total OPES Points

Itinerary of Travel 21 10.5

Requisition & Issue Slip 18 0.9

Report on the Physical Count 1 24

Report Unserviceable Property 1 4

Authenticated Copy of Appointments 1 0.25

Record/S-Card Updated 404 32.32

Documents Issued 603 102.51

Mails Dispatched 1,000 50

Letters Packaged 1,000 30

Certificate of Appearance 158 7.9

List of Outgoing Communication 601 12.02

Memorandum 80 160

Letters 83 166

Acknowledgement 251 20.08

Pro-forma Letter 687 54.9


Total OPES Points

FO Work and Financial Plan 2 48

FO Accomplishment Report 1 8

PMS Form No. 3 1 8

PMS Form No. 7 1 1

PMS Form No. 3a 1 2

PES Form (Target) 2 4

PES Form (Accomplishment) 2 4

FO Procurement Plan 1 8


Total OPES Points


ILOILO FIELD OFFICE

As of November 2009, the Iloilo Field Office

surpassed the targets it set for 2009. In the first semester,

the Field Office was already rated Exceptional which showed

a high motivation and competence of its personnel. Being

the largest Field Office in Region 6, it significantly

contributed to realizing the key reform areas of the

Commission.

In the area of effective and efficient administrative

justice, the Field Office rendered 18 opinions and 19 orders

on appointments. It submitted 5 reports of investigation and

comment to the Commission on various issues. It further

conducted fact-finding investigations on cases assigned by

the Regional Office.

In professionalizing the Civil Service, the Field Office

verified 906 eligibilities. It also received 879 applications for

various CS examinations which consequently resulted to the

issuance of 879 notices of assignment to the applicants.

The Field Office conducted 295 monthly post-audits

and seven agency scanning activities. The Field Office acted

on 6,585 appointments and reviewed 6,680 appointments

as reflected in the Reports on Appointments Issued (RAI)

submitted by the agencies accredited to take final action on

appointments. A total of 14,920 updates on records and

S-cards were done.

The Field Office continues to strengthen its

relationship with the Iloilo Council of Personnel Officers

(NGAs and LGUs) by conducting monthly meetings and

establishing linkages with satellite national government

agencies and government-owned and controlled

corporations. The Field Office also rendered 127 hours of

technical assistance/resource person services and

conducted 55 conferences and 50 fora/dialogues with

personnel organizations.

In the area of improvement of public service

delivery, the Field Office rendered technical assistance to

3,485 walk-in clients and sent 676 informative text

messages to clients. Moreover, it published 35 bulletins of

vacant positions.

To strengthen the external relations of the

Commission, the Field Office circulated 23 news releases

and prepared 64 talking points.

Iloilo FO also performed various administrative

services. It sent 454 letters/memoranda, 2,196 pro-forma

letters and acknowledged 832 incoming documents. It

dispatched a total of 3,751 mails, either through ordinary,

registered or electronic mailing system. It issued 1,096

e-receipts for various financial transactions of clients.

The Field Office also provided human resource

interventions to government officials and employees. It

conducted 96 training hours, with a total of 1,138

participants.

The Field Office also exerted its utmost efforts in

facilitating the implementation of the Anti-Red Tape Act of

2007 (ARTA). In September 2009, all 45 local government

units in Iloilo have completed and launched their Citizen‘s

Charters. As of November 2009, the Field Office also

completed the orientation/briefing on PMS-OPES to key

players of the 45 local government units.

With the CPO-Iloilo (LGUs and NGAs) as active

partners and with the support of heads of agencies and

local chief executives, the Iloilo Field Office will continue to

soar higher in achieving the goals of the Commission.

From left, Lea Jalea, Administrative Assistant VI, Atty. Erna Elizan,

Acting Director II, Aurora Sabio, Personnel Specialist I. At the back,

Eric Quisto, Senior Personnel Specialist, Nestor Campoy,

Supervising Personnel Specialist.

Probably the busiest year for most of the

government agencies, the year 2009 should be aptly tagged

as ―ARTA and PMS-OPES Year‖. With the issuance of CSC

Memorandum Circular No. 16, series of 2008 re:

Implementation of the Anti-Red Tape Act of 2007 and CSC

Memorandum Circular No. 1, series of 2009 re: Extension of

Deadlines on the Installation of PMS-OPES in All

Government Agencies, the field offices‘ role as effective and

efficient facilitators was put to the test.

To prepare the field directors for this task, a

Coaches‘ Training on Project CURE (Comprehensive and

Unified Response to Eliminate Red Tape) in collaboration

with the Department of the Interior and Local Government

(DILG) was conducted on February 2-5, 2009 in Cebu City.

The field officers were also tapped by the Office of

the Ombudsman in the implementation of Operation:

Anti-Red Plate in Region 6. In Negros Occidental and other

provinces in the region, violators were apprehended by the

combined forces of representatives from the CSC, LTO, COA,

PIA, PNP, Ombudsman and tri-media.

In March, Public Service Delivery Audit (PASADA)

was introduced in Bacolod City and was launched on April

21, 2009. Several agencies in the city participated with

enthusiasm. Frontline services from the City Engineer‘s Of-

fice of Bacolod City, Pag-Ibig Fund and Land Bank of the

Philippines got positive reviews and garnered awards.


NEGROS OCCIDENTAL FIELD OFFICE

For 2009, a new policy on the conduct of career

service examinations was implemented: two (2) test centers

only per examination day with Iloilo City as permanent test

center. Thus, only one (1) examination was allowed in

Bacolod City. The said examination which was scheduled on

March 29, 2009.

By the end of the year, almost all agencies under

the jurisdiction of the field office had launched their

Citizen‘s Charter. Two (2) agencies were also able to finish

crafting their OPES Reference Table: San Carlos City

Government (including San Carlos City Hospital, the region‘s

pilot agency in the hospital category) and Sagay City Water

District (the region‘s pilot agency in the water district catego-

ry).

The CSCFO-Negros Occidental was also identified

as one of the only two field offices in the entire country

which implemented the Personnel Information Database

System (PIDS).

In accordance with the PMS-OPES, the target points

for the field office were computed based on 70%

quantifiable outputs. Therefore, the total target 2009 was

5,443.20 OPES points. This target was subdivided into ma-

jor final outputs and reflected in the Work and Financial

Plan (WFP). The following services were provided by the field

office to its clients in the Province of Negros Occidental, to

wit:

a. Legal Services

b. Examination Services

c. Policies and Systems Evaluation Services

d. Field Office Services

e. Personnel Data and Information

Management System

f. Human Resource Services

g. Public Assistance and Liaison Services

h. Administrative Services

These services were further aligned with the

Commission‘s thrusts on Morale, Efficiency,

Responsiveness, Courtesy and Integrity and initiatives on

service, integrity, morale and development impact.

From left, Director II Fernando Mendoza, Beethoven Tiano, Senior

Personnel Specialist, Kristine Estorque, Personnel Specialist I,

Phillip Bernard Capadosa, Special Investigator II.


NEGROS OCCIDENTAL FIELD OFFICE

For the first semester, that is, for the period January

to June 2009, the total OPES points earned by the Negros

Occidental Field Office was 7,173.92 equivalent to 248.09%

or an adjectival rating of Exceptional. These figures were

validated by the Office for Planning and Management

Information System (OPMIS). Nationwide, CSCFO-Negros

Occidental belongs to the top 20 field offices with

exceptional rating.

Meanwhile, the total OPES points accumulated for

the second semester or for the period July to December

2009, was 9,000.08 (330.69%) subject to OPMIS

validation. This is also equivalent to exceptional rating.

The total points for two semesters, 15,189.55.00

(not yet validated) are distributed according to services, as

follows:

Generally, the field office surpassed its targets for

the year 2009 based on the OPES points earned. With

regard to special projects, the service cards and 201 files

were already encoded in the computer using Microsoft

Access. This would provide easier retrieval of employees‘

records and more efficient record management.

The implementation of the PIDS Project is also

continued despite problems on connectivity and encoding

difficulties. The report on the status of PIDS implementation

was already submitted to the Commission.

The CSC Negros Occidental Field Office is the first

and only field office in Region 6 that maintains its own

website: http://cscnegrosoccidental.webs.com. The site

provides the clients information on the services of the field

office and venue for clarifications on personnel matters. It

caters to the needs of human resource management

officers and practitioners in the province.

As of December 2009, the City Government of San

Carlos and Sagay City Water District had already finished

their PMS-OPES Reference Table. Pilot testing of the system

will be conducted early next year.

Services Points % Distribution

Legal 301.00 1.98

Examination 438.84 2.89

Policies & Systems

Evaluation 2,031.00 13.37

Field Office 7,502.00 49.39

Personnel Data &

Info. Mgt. 321.21 2.11

Human Resource 920.73 6.06

Public Assistance &

Liaison 645.51 4.25

Administrative 3,029.26 19.95

TOTAL 15,189.55 100.00

http://negrosoccidental/


The first semester of 2009, the Examination Services

Division has accomplished excellently with four (4)

employee complement including the Officer-in-Charge Mrs.

Nanette Borro, the incumbent chief of the division was

reassigned to CSCFO Guimaras on May 18, 2009.

CSCRO No.6 administered the CSE-PPT in three (3)

schedules for CY 2009. A total of 10,184 examinees took

the CSE-PPT in four (4) examination centers in the region

namely Iloilo City, Bacolod City, Kalibo, Aklan and Roxas City.

Iloilo City remained as examination center in the three

schedules (March 29, 2009, July 26, 2009 and November

15, 2009) as the bulk of examinees came from the city and

the different municipalities of the Province of Iloilo. Bacolod

City was an examination center on the first schedule,

Kalibo, Aklan on the second schedule while Roxas City was

an examination center on the third schedule. The

breakdown of the statistics on the number of examinees

per center in region 6 are as follows:

The Examination Services Division also conducted

two (2) special examinations namely, the Local Scholarship

Program – Masteral Degree and the Foreign Service Of-

ficer Examination on May 10, 2009 with one (1) Validating

Examination for CSE-PPT Prof on November 15, 2009.

A total of 1211 certificates of eligibility under Spe-

cial Laws were issued from January to November, 2009.

These includes certificates of eligibility under P.D. 907 for

honor graduates, Barangay Official eligibility, CSC M.C. 11

s. 1996 as amended by CSC M.C. 3 s. 2008,Barangay

Nutrition Scholar eligibility and Barangay Health Worker

eligibility.

Data on the verification/authentication of

eligibilities are as follows:

Number of verification slips processed—1878

Number of certification of eligibility issued—237

Number of authenticated copies issued—1790

There are 27 Awarding Rites for CSE-PPT conducted

after the release of the results of the examination.

The above are among the most substantial

accomplishments of the Examination Services Division for

the year 2009.

Date of Exam Professional Sub

professional

Total

March 29,

2009

Bacolod City 673 307 980

Iloilo City 1342 415 1757

2015 722 2737

July 26,

2009

Kalibo, Ak-

lan

838 418 1256


2746 968 3714

November

15, 2009

Roxas City 859 330 1189


2755 978 3733

EXAMINATION SERVICES DIVISION

Ms. Lea Suarnaba, OIC-ESD, Ms. Vilma Sim, Personnel Spe-

cialist II and Ms. Mary Grace Leysa, Administrative Assistant VI.

Not in the picture, Ms. Mary Monica Jean Tingson, Personnel

Specialist I


HUMAN RESOURCE DIVISION

From left, Kishur Ganshamdas, Administrative Officer V, John

Esar David, Supervising Personnel Specialist, Nelfa Ampatuan, Sen-

ior Personnel Specialist, Teresita Menguillo, Personnel Specialist II.

Center, Maria Theresa Aguirre, Chief Personnel Specialist.

The Human Resource Division of this Office

successfully conducted 97 training programs, 64 of which

were agency requested while 33 were scheduled programs

for the period January 1 to December 30, 2009. True to its

motto, ‗‖building a professionalized bureaucracy‖ in this part

of the country, It has rendered 1,550 training hours and

trained/developed 4,636 participants at different levels

from national government agencies, local government

units, state colleges / universities and water districts in

Western Visayas .

CSCRO6-HRD Initiatives

Based on the demands of the clients for an HR

intervention to its personnel, HRD staff conceptualized and

introduced new programs that would address their HR

needs.

In coordination with the Policies, Systems and Eval-

uation Division (PSED), the Program for Accredited

Agencies‘ Competency-Enhancement (PACE) was held for

accredited agencies of Region 6. This aims to give

participants the venue to express their sentiments in the

difficulties they have encountered in the implementation of

Civil Service Law and rules in their respective offices.

Sessions exclusively for national government agencies, local

government units, state universities and colleges and water

districts were conducted. Participants were assured that as

long as they adhere to the policy of the Commission, they

are safe on their personnel actions.

In support to the Anti-Red Tape Act of 2007, HRD

staff introduced program entitled, Seminar-Workshop for

the Improvement of Frontline Transactions (SWIFT). The

program focuses on the enhancement of skills and attitude

of personnel manning the frontline areas. Topics like

handling customers with special needs, service delivery

structure/system, learning from the best and empowering

the frontliners have captured the hearts and minds of the

participant . No doubt, it became the most requested

program of the office.

As required by the ARTA, sessions on Seminar-

Workshop on Performance Management System (SW-PMS)

were held. Technical assistance to LGUs were done as well

as assistance to Field officers in the conduct of workshop in

their areas of jurisdiction were made.

Another program that aims to improve the

administrative and managerial capabilities of supervisors, is

the newly conceptualized program entitled ASKED. It refers

to the Attitude, Skills, Knowledge, Enhancement for

Directors, Department heads and Division Chiefs of Western

Visayas. It was pilot-tested to 19 middle managers on

August 25-27, 2009 in Iloilo City. Due its value-laden

qualities and modern learning approach for adult learners,

participants learn to love it and requested for a sequel of

the program.

HR INTERVENTION FOR CSCRO6 PERSONNEL

Every official and employee of this Office is a valued

asset that needs to be nourished and taken care of in their

professional growth and development. An orientation

program for PACD Officers in January, 2009 was held. All

CSCRO6 staff based in the Regional Office is given the

opportunity to man the Public Assistance and Complaint

Desk. An overview of the frontline services of all divisions

had been discussed and employees appreciated the inputs

and became adept on the basic functions of the Office.


HUMAN RESOURCE DIVISION

Rev. Fr. Joel Eslabra gave a talk on the importance of

team work as he officiated a Lenten reflection to the staff in

March, 2009. He gave emphasis on celebrating the innate

good qualities of the individual by capitalizing on his/her

strengths and not on his/her weaknesses. He made the

participants believe that everyone has something to

contribute and offer to make CSCRO6 a better place to work

with.

Director Encajonado and Gonzales took cognizance on

the importance of PRAISE. They believed that some

employees deserved to be praised and recognized due to

their ―heroic acts‖ in the performance of duties. Director

Evelyn Ejar of CSCFO- Aklan was nominated to the Gawad

Katangi-tanging Pinuno Award for individual category. Mrs.

Jocelyn Lataquin, John Esar T. David and Efren Belicena

were nominated to the Gawad Kagitingan for the group

category. This laudable act of management was affirmed

when the said nominations won the respective awards in

Central Office. Non-monetary awards were likewise given

to employees who have demonstrated extraordinary acts

and outstanding accomplishments.

A seminar-workshop for the Crafting of Citizen‘s Charter for

SUCs and Water Districts were made. All Field Officers were

trained to render technical assistance to the local govern-

ment units in their areas in coordination with DILG trainers

through the project CURE.

A tie-up activity with the Regional Council of

Personnel Officers (RCPO) for the conduct of the 1st

Regional Assembly of HRMOs was made on June 3-4, 2009.

This affair was attended by 330 HRMOs and HR

practitioners of Western Visayas and graced by

Commissioner Mary Ann Z. Fernandez-Mendoza. It tackled

relevant issues affecting HRMOs in government that

strengthen the partnership between them and the CSC.

Taken into consideration the various levels and job

categories of its client-agencies, as well as suggestions of

some participants, below is the breakdown of the programs

conducted for 2009:

SUMMARY OF TRAINING PROGRAMS CONDUCTED IN 2009:

CLASSIFICATION 1ST Semester 2nd Semester Total

Technical 15 18 33

Supervisory 4 4 8

Professional 4 15 19

Values Development 8 15 23

Managerial 0 1 1

Pre-Retirement 1 0 1

Orientation 5 7 12

TOTAL 37 60 97

Regular Training Programs (Calendared) : 22

Special Training Programs (Special Schedules) : 11

Agency-Requested Training Programs : 64

---

TOTAL 97

Number of Personnel Trained

1st Semester 2009 : 2,031

2nd Semester 2009 : 2,605

-------

Total number of personnel trained : 4,636


LEGAL SERVICES DIVISION

For the year 2009, the Legal Services Division (LSD)

exuded its unwavering stance in the fulfillment of the

Commission‘s mandate for effective and efficient

administration of justice despite the numerous challenges it

encountered. It provided legal counseling to 905 clients and

rendered 120 written opinions concerning Civil Service Law

and rules.

The LSD prepared 111 Reports of Investigation

relative to administrative disciplinary cases. Some of these

reports declared the existence of prima facie case, which

led to the filing of 3 Formal Charges against erring

government officials and employees in Western Visayas.

17 disciplinary cases and 81 non-disciplinary cases

were disposed of. Non-disciplinary cases involved

invalidation/revocation of appointments, dropping from the

rolls, detail, reassignment, transfer, termination of services

and other personnel actions. A total of 25 cases were

dismissed on technical grounds.

The lawyers of the LSD also acted as resource

speakers in CSCRO6 trainings and seminars which dealt

with administrative procedure and quasi-judicial matters like

the Seminar-Workshop on Administrative Justice, Work

Ethics in the Bureaucracy, Seminar on the Anti-Red Tape Act

(RA 9485) and its Implementing Rules and Regulations,

Seminar on Anti-Sexual Harassment as well as the

Orientations on the Policies on the Statement of Assets,

Liabilities and Networth, among others.

From left, Atty. Carla Rubias, Attorney IV, Atty. Anna Liza Pueda Galvez,

Special Investigator III, Renato Hallara, Administrative Assistant VI, Aileen

Obligacion, Special Investigator III, Atty. Cynthia Nuevaespaña, Attorney V.

Center, Atty. Cherry de la Cruz, Attorney VI


MANAGEMENT SERVICES DIVISION

Through the years, CSRO 6 - MSD maintains sound

fiscal management despite the financial crisis the country

has long been suffering from.

For this year this Office received a total allotment of

Twenty Three Million One Hundred Eighty Seven Thousand

and Four Hundred Three Pesos (P 23,187,403.00) to

cover payment for Personal Services (PS) amounting to

P 20,389,403.00, Retirement and Life Insurance for

P 1,685,000.00 of CSCRO 6 employee and Maintenance

and other Operating Expenses in the amount of

P 2,798,000.00. Through prudent use of financial resources

not one disbursement made by the Office was suspended by

the Commission on Audit (COA).

The MSD was able to resolve 125 non-disciplinary

cases on Correction of Personal Information (77) and Ac-

creditation of Services (48). It also provided assistance to

715 clients.

MSD has facilitated the disposition of records on

applications of examinees who failed in the CSC PPT

examination together with the disposition of the pieces of

unserviceable equipment. It also authenticated 267

Appointments of the Office.

On supply management, the MSD reviewed and

evaluated 371 request for supplies and equipment of which

344 Purchase Order were prepared and approved. Physical

Count of Inventory and Equipment was also realized.

On the CSC Welfare Fund‘s side, a total of 73 appli-

cations for request on loan applications and medical/

hospitalizations were processed.

The personnel of MSD also acted as resource

speakers in CSCRO 6 training programs which dealt on

government office hours, leave administration, selection

process, employee welfare and benefits and values to wit:

Leave Administration Workshop Seminar (LAWS), Seminar

Workshop on Personnel Selection Board (SWPSB) and

Personnel Management System - OPES (PMS-OPES).

From left, Jecelyn Mamon, Administrative Assistant VI, Nanette Murillo, Accountant III,

Kristine Joie Calauod, Personnel Specialist II, Angeli Leyrit, Administrative Officer V, Joce-

lyn Lataquin, Chief Personnel Specialist, Efren Belicena, Administrative Assistant IV, Ro-

chelle Enojas, Administrative Officer V. Not in the picture, Juan Genducao,

Administrative Assistant IV, Lucresia Garces, Senior Personnel Specialist.


PUBLIC ASSISTANCE & LIAISON DIVISION

The Civil Service Commission Regional Office No. 6

continues its role in valuing, strengthening and advocating

morale, efficiency, responsiveness, courtesy and integrity in

the civil service. Living by example to other government

agencies, CSCRO6 through the Public Assistance and

Liaison Division made a lot of accomplishments for 2009

through synergies and promoting new programs of the

Commission.

One of the priority programs of CSCRO 6 is the

agencies‘ compliance of the Anti-Red Tape Act. Extensive

campaigns in terms of advocacy, man hours and human

resources have been invested by this Office. The outcome is

the compliance or adherence of the different agencies to

our campaign. In fact, most of the agencies in Western Visa-

yas have already finalized their Citizen‘s Charter.

As of December 30, 2009, a total of 234 National

Government Agencies, Local Government Units, State

Universities and Colleges, and Government Owned and/or

Controlled Corporations have finalized their Citizen‘s

Charters in Region 6. Of this number, 139 LGUs, 44 NGAs,

40 GOCCs, and 11 SUCs have completed their Citizen‘s

Charters based on the reports gathered by CSCRO6.

The Public Service Delivery Audit (PASADA) is

considered as one of the flagship programs of CSCRO 6.

This year, the Office audited a total of 99 frontline services

covering 39 agencies located in Iloilo City and Bacolod City.

With the advent of the internet, the CSCRO6 also

created its own website www.cscro6.wordpress.com to

provide faster and easier access to the public.

News and photo releases as well as other important

information and video presentations are posted on the said

website. It also provides a link to the official CSC website

www.csc.gov.ph.

The regional office has a local radio program

dubbed ―Mamamayan Muna on the Air‖ which is aired over

DYLL Radyo ng Bayan Iloilo (585 kHz) every first and third

Wednesday of the month from 8:00-9:00AM.

―Mamamayan Muna on the Air‖ aims to foster

awareness to the public regarding the programs, policies,

and accomplishments of CSCRO6. It also serves as an

instrument in promoting positive values and building a

MERCI-ful (Morale, Efficiency, Responsiveness, Courtesy,

and Integrity) civil service.

Through the years, ―Mamamayan Muna on the Air‖

served as an effective tool in disseminating information and

in promoting quality public service.

The Division likewise acted in seventy-four (74)

cases of request for assistance through the Mamamayan

Muna Program of the Commission.

Additionally, CSCRO6 through the Public Assistance

and Liaison Division (PALD) also featured stories for ―CCN

Hangpanay Portion,‖ a local television program of the

Philippine Information Agency. The CSCRO6 occasionally

produces television segments which run from 5 to 10

minutes which are aired on the said TV program over Cable

Star. It is hoped that through this program, CSCRO6 can

reach a wider audience in its campaign and advocacy in

bringing public service closer to its different stakeholders.

CSCRO6 is also a vital core in the policy

formulation and planning of NEDA‘s spearheaded Regional

Development Council and Sectoral Development Council

meetings. Through these linkages, it can be guaranteed

that every policy formulated by the council is geared toward

the observance of good and honest governance.

Finally, iIt is noteworthy to mention that PALD is the

only division in CSCRO6 that has exceeded it target by more

than 300%.

From top left, Baltazar Lorania, Personnel Specialist I, Leo Jamorin,

Administrative Officer IV, Ramon Refugio, Senior Personnel

Specialist, Donna Marie Baldeviso, Personnel Specialist I, Ma. Gilda

Salazar, Administrative Officer V. Center, Vizur-Ty Gaitano, OIC-

PALD

http://www.cscro6.wordpress.com

http://www.csc.gov.ph


POLICIES & SYSTEMS EVALUATION DIVISION

The Calendar Year 2009 is another fruitful year for

the Policies and Systems Evaluation Division (PSED) of the

Civil Service Commission Region Office No. 6. With five (5)

committed and service-oriented personnel, PSED was able

to accomplish its annual target points of 6,808. For the

period from January 1, 2009 to December 23, 2009, it has

accomplished approximately 12,943 points or 190 percent

over its annual targets points.

In the implementation of the Personnel

Management Assessment and Assistance Program (PMAAP)

and the CSC Agency Accreditation Program (CSCAAP), the

division has conducted 215 assessments with its

corresponding PMAAP Narrative Reports. For the current

year, Eighteen (18) agencies were granted accreditation to

take final action on appointments. These agencies are as

follows: BFAR; LGU Barotac. Viejo, Iloilo; Zarraga WD, Iloilo;

LGU Roxas City, Capiz; Bago City WD, Neg. Occ.;

LGU Libertad, Antique; Tobias Fornier WD, Antique; Sagay

WD, Negros Occidental.; Patnongon WD, Antique; Manapla

WD, Negros Occidental; LGU Escalante City, Negros

Occidental; NAPOLCOM; Pandan WD, Antique;

LGU Binalbagan, Neg. Occ.; LGU Himamaylan City, Negros

Occidental; LGU Hamtic, Antique; LGU Sagay City, Negros

Occidental; and Leon WD, Iloilo. Moreover, PSED has

recommended eleven (11) more agencies for the Level II

accreditation under the CSCAAP.

To prepare CSCAAP accredited agencies under the

Level II Accreditation for higher levels, PSED in tandem with

the Human Resource Division (HRD) prepared the training

design for the Program for Accredited Agencies‘ Competency

Enhancement (PACE), a one-day training activity which aims

to identify the problems, difficulties and challenges of the

accredited agencies and suggest workable solutions to

address them. PACE was conducted from September 22 to

25, 2009 for the local government units (LGUs), national

government agencies (NGAs), water Districts (WDs) and the

state universities and colleges (SUCS), each with a separate

schedule.

To further empower the employees of the agencies

where the assessments were conducted, a one-day Forum

on Civil Service Law and Rules was also conducted by PSED,

where updates on current civil service policies were

discussed with them. The forum evaluation results show

that the employees of agencies visited and audited wanted

that this activity be continued with more time allotted fro

discussion of issues affecting them. They suggested that at

least a two-day activity is much appreciated so they can be

clarified of various issues and concerns on civil service

matters.

From left, Rocelyn Braza, Personnel Specialist II, Elviro Tingatinga,

Supervising Personnel Specialist, Nestor Alonzo, Personnel Specialist

II, Federico Aranas, Administrative Officer V. Center, Rufino

Leonoras, Chief Personnel Specialist.

OFFICE OF THE DIRECTOR III & IV

EXAMINATION SERVICES DIVISION HUMAN RESOURCE DIVISION POLICIES SYSTEMS & EVALUATION

DIVSION

LEGAL SERVICES DIVISION MANAGEMENT SERVICES DIVISION PUBLIC ASSISTANCE & LIAISON

DIVISION

CSCRO6 with a Smile

We believe in the dignity of persons

Worthy of every love and attention

We believe in the value of service

It is from within and not just an office

We can make a change and we can build the world

If we serve each other as we should

You are the reason why we are all here

We want you to know that we truly care

(Refrain)

We will deliver our services promptly

We’ll attend to your needs courteously

We’ll do it now and not just for a while

CSCRO6 will do it with a smile

Have faith in us and we will do our best

We can break the barriers and stand the test

No more indifference and mediocrity

We are one nation and one family

(Repeat Refrain Twice)

CSCRO6 will do it with a smile (2x)

www.cscro6.wordpress.com