As the government undergoes devolution, Civil Service Commission (CSC) Chairperson Karlo Nograles reminded local chief executives to ensure uninterrupted service delivery.
“Dahil sa kasalukuyang devolution, inaasahan nating may mangyayaring mga pagbabago sa mga pamahalaang lokal. Kaya tayo ay umaapela sa mga local chief executives na siguruhing tuluy-tuloy ang pagbibigay ng mahusay na serbisyo sa kanilang mga constituents, lalung-lalo na pagdating sa mga basic and critical services na kailangang-kailangan ng ating mga kababayan,” Nograles said.
It can be recalled that the previous administration issued Executive Order (EO) No. 138 dated 1 June 2021, mandating the full devolution of certain functions of the Executive Branch to the Local Government Units (LGUs). The devolution is in consonance with the Supreme Court decision, known as the “Mandanas ruling”, which increased the National Tax Allotment of LGUs; consequently, the national government is constrained to download or transfer its certain functions down to the LGUs.
Following this, the CSC released the policy that would guide LGUs as they undertake organizational adjustments.
CSC Memorandum Circular (MC) No. 12, s. 2022, which circularizes CSC Resolution No. 2200373 promulgated on 20 September 2022, contains the “2022 Guidelines and Standards in the Establishment of Organizational Structures and Staffing Patterns (OSSP) in Local Government Units”.
Chairperson Nograles explained, “Dahil sa paglabas ng EO 138 na nagtatakda ng devolution o pagsasalin ng ilang mga tungkulin ng national government papunta sa local government, ang mga LGUs ngayon ay binibigyan ng pagkakataon na isaayos ang kanilang OSSP upang masiguro na ang kanilang mga tanggapan at human resources ay sapat para ma-accommodate ang mga karagdagang tungkuling ito.”
The MC reiterates provisions of the Local Government Code (LGC) of 1991 regarding budgetary limitations in establishing their OSSP. For example, it states that the total appropriation for personnel services for an LGU for one (1) fiscal year shall be limited to 45% in the case of first to third class provinces/cities/municipalities, and 55% in the case of fourth class or lower, of the total annual income generated from the preceding fiscal year.
The MC enumerates the offices that may be created by the LGU, from the provincial down to barangay level. It also lists the local appointive positions that are either mandatory or optional. It provides that LGUs are required to create the mandatory positions, and may create optional positions only when all mandatory positions have been created. Further, offices and positions not listed in the MC may be created in the LGU on the conditions that they are identified as priority needs by the LGU, that mandatory positions have been created, and that the budgetary limitations in the LGC have been complied with.
The CSC, thru the MC, strongly encourages LGUs to create a Human Resource Management (HRM) Office, which shall be responsible for HRM functions and liaison with the CSC. However, when the number of LGU personnel does not allow the creation of an HRM Office, the LGU may create at least a 2nd level HRM Officer position to perform the said duties and responsibilities, and create other HRM positions, subject to availability of funds.
The MC requires that titles of positions corresponding to the same or similar functions shall adopt those as stated in the Department of Budget and Management’s “Index of Occupational Services, Position Titles and Salary Grades in the Local Government (IOS-LGU) CY 2021 Edition”. However, in the issuance of appointment, generic position titles shall be accompanied by a parenthetical title for determining the qualification standards and the duties and functions of the position.
The MC has taken effect since 3 November 2022 or after 15 days following the publication of the guidelines (CSC Resolution No. 2200373 dated 20 September 2022) in a newspaper of general circulation on 18 October 2022.