2012 - Civil Service Commission

Table of Contents
I. Executive Summary
II. Highlights of Accomplishments
1. S0 I - Recognized as a Center of Excellence- - - - - - - - 1
2. SO II – High Performing , Competent and
Credible Civil Servants- - - - - - - - - - - - - - - - - - - - 2
3. SO III – Provide Excellent HR Processes - - - - - - - - - - - - 3
4. SO IV – Ensure Fairness and Efficiency in Performing
Quasi-Judicial Functions - - - - - - - - - - - - - - - - - - 4
5. SO V -- Enhances the Competency for Workforce - - - - - - 12
6. SO VI – Ensure Efficient Management of Financial
Resources - - - - - - - - - - - - - - - - - - - - - - - - - - - - 13
7. SO VII -- Cultivate Partnership With Local Institutions - - - - - 14
III. Personnel Strength - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 15
IV. The Challenges - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 16

Executive Summary
The men and women of the CSC Regional Office No. 02 had been very
productive. All the staff had worked together not only to accomplish the targets but to
make a difference in terms of the quality of the services it delivers to the clientele.
True to its mandate, the CSC Region 02 has aggressively implemented training
programs and other interventions to further capacitate the government agencies under
its jurisdiction with the end view of making them more accountable and responsive to
the people. This required the complementation of efforts between and among the CSC
regional and field offices as the performance of these accomplishments were attained
through teamwork.
With only 34 people manning the regional and field office, meagre mobility and
operational fund, the CSCRO2 efficiently and effectively managed the delivery of
services to its stakeholders.
The CSCRO2 had also strengthened linkages and partnership with government
agencies to ensure the smooth implementation of existing civil service law and rules.
This report contains the specific accomplishments of the CSCRO2 along the
Strategic Objectives of the Commission as well as the initiatives it had undertaken to
improve the delivery of the services.

A.
B.
CLIENT SATISFACTION RATING
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IMPLEMENTATION OF THE PROGRAM to INSTITUTIONALIZE
MERITOCRACY and EXCELLENCE in HUMAN RESOURCE
MANAGEMENT (PRIME – HRM)
The Civil Service Commission (CSC) places premium on promoting
morale, efficiency, integrity, responsiveness, progressiveness and courtesy
in government service. The CSC assumes a pivotal role in instituting
bureaucratic reforms on a broad range of functions performed by
government officials and employees and establishing a new service culture
and heightened sense of accountability that places “service to the people as
the core value of every civil servant”.
In this regard, the Commission shall strengthen the merit and rewards
system through laudable programs that will materially be applicable to the
all ranks and levels. Also, the Commission has to establish the
institutionalization of programs that will definitely bring out the best from
the employees and enhance and develop their capacity and capabilities
towards accountable and responsible public service.
Thus, the adoption and implementation of the Program to
Institutionalize Meritocracy and Excellence in Human Resource Management
(PRIME-HRM).
For this year, the CSCRO2 through the Policies and Systems Evaluation
Division (PSED) has embarked into assessment of the Human Resource
Management practices and capabilities of all the agencies within its jurisdiction.
As a result of the program, the PSED assisted Fourteen (14) agencies for
accreditation under the PRIME-HRM equivalent to 200 % of the target; monitored
and assisted Twenty Nine (29) agencies with Three (3) functional HR Components
that is 290 % of the target; and acted all requests for special audit within Fifteen
(15) days from receipt.
The CSC Regional Office No. 2 had undergone the ARTA-RCS validation
last September 2012 conducted by Validators from Region 1, with respect to
its frontline services. The CSC Regional Office 2 got the Client Satisfaction
Rating of 91.42 % with an Adjectival Rating of Excellent. The excellent
satisfactory rating earned by the Regional Office as far as its frontline
services is concerned is an open manifestation of responsiveness,
accountability, effectiveness and competence of its human resource in
performing their duties and functions, with the end view of public service
excellence.

A.
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The Civil Service Commission Regional Office No. 2, in its mandate to prepare
and provide a well-rounded workforce in all government agencies within its jurisdiction
has continuously performed its task to assist government agencies which failed in
ARTA- RCS.
For CSC Region 02, Two (2) of the agencies with FAILED rating in year 2011
and four (4) in year 2012 were already assisted and as a result it has improved a lot in
terms of ARTA compliance, particularly on Citizens Charter processes and behaviour of
the service providers. Hence, CSC Region 2 has a 300% accomplishment numerical
rating vis-à-vis its target.
B.
CSCRO 2 targeted 10 of the accredited agencies in the region to establish and have
functional Human Resource Components, particularly on Organizational Profile, HR Systems
Check and Wellness Assessment. As of December 15, 2012, Twenty Five (25) agencies
already submitted and noted by the Office. Thus, resulting to 250% accomplishment rating.
C.
The Office targeted 20% of the accredited agencies in the region or approximately 15
accredited agencies to be monitored and assisted. At the end of the year, 80 agencies
submitted their respective SPMS, 67 manuals reviewed. 15 were approved and the rest were
returned for enhancement.
D.
RENDERING TECHNICAL ASSISTANCE TO AGENCIES
WITH FAILED RATING IN THE ARTA RCS in the
implementation of r.a. 9485
Formulation of agency HR Plan
Implementation of the Strategic performance
management system (SPms)
EXAMINATION administration
Test administration has been one of the major programs of the Commission.
The CSCRO2, through the Examination Services Division conducted two (2) CSE-PPT
examinations covering both the Professional and Sub-Professional Level held on May 27 and
October 21, 2012 in three testing centers.
A total of 12,389 examinees applied for the CSE-PPT Examinations, 10,464 for the
Professional level and 1,925 for the sub-professional level. This represents 110%
accomplishment of the target.
The increase in the number of applicants can be attributed to the strategy
adopted by the Regional Office and Field Office by conducting in campus processing of
examination applications in big campuses of universities and private schools in the
region.

a.
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The conduct of the ARTA-RCS is one of the identified key
Programs/Projects/Activities of the Cabinet Cluster on Good Governance and Anti
Corruption (GGAC). As planned, the Report Card Survey (RCS) shall be conducted in
the selected high density agencies that deal with commerce transactions. It is mandated
that these agencies shall fully comply with the posting of a Citizen’s Charter and other
requirements of the ARTA Law such as wearing of ID’s, posting of anti-fixing campaign
materials, provision of frontline services even during lunch time and installation of a
Public Assistance and Complaints Desk.
The CSCRO2 targeted 23 or 40% of agencies within the region. For the year, it
has conducted RCS to 25 agencies or 109% of its target. 23 of these agencies are
from the National Government Agencies and 2 from the Local Government Units.
B.
CONDUCT OF ARTA-RCS
HONOR AWARDS PROGRAM
The Honor Awards Program is designed to recognize exemplar government
officials and employees in the career and non-career who had exceptional or
extraordinary contributions resulting from an idea or performance that has nationwide
impact on public interest or benefitted directly more than one department of the
government or which are consistent demonstration on exemplary ethical behaviour
pursuant to the Code of Ethical Conduct of Government Officials and Employees
(Republic Act No. 6713)
For the year 2012, the CSCRO2 targeted 9 nominations for the program.
Through appropriate information dissemination and technical assistance, the Region
was able to submit 20 nominees for the program which represented 222 % of the target.
Of the 20 nominees, 11 were nominated for the Presidential Lingkod Bayan, 7 for
the Pag-Asa and 2 for the Dangal ng Bayan.
For region 2, four (4) made it as Finalists in the PAG-ASA Award and one (1)
became Dangal Ng. Bayan Awardee (Posthumous).
Ms. Dirain, a protector of mother nature, in action.
Clockwise, Dir. Garcia, Dr. Abella and Judge Blanco,
the Region 2 Finalists for the PAG-ASA Award

a.
ADJUDICATION OD AGING cASES
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CSCRO2 targeted 60% of aging cases to be decided within 40 days from the
time these cases are ripe for resolution. Of the 45 cases ripe for resolution, twenty eight
(28) were decided upon within the prescribed period.
b.
RESOLUTION OF NEW CASES THAT ARE RIPE FOR
DECISION
There were 25 cases ripe for decision for 2012. Despite of the fact that the Office
is short of workforce, 21 cases were resolved. This output gave the Legal Services
Division the accomplishment rating of 140%.
In rendering technical assistance to its stakeholders, the CSCRO2 rendered 165
opinions, 100% monitoring of the implementation of CSC CO & RO Decisions by end of
2012 and 100% of walk-in and phone-in clients were attended to within 15 minutes
from their arrival of client and/or 1 min from receipt of their call.

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The capability building for the staff of the region started as early as January 2012
on CBT, SPMS, SDEP, Coaching and Handholding on SPMS and HR Plan in Tagaytay.
96% of the total complement has attended 2-3 HRD interventions surpassing our
target of 80%. One of the Directors II had attended the Certificate on HR, Organization
development, Change Management and Appreciative Inquiry, Australian Development
Scholarship. Two attended the training on Evaluation of Questioned Documents,
Signature/Handwriting, Finger Print and Picture Analysis.
80% of the staff had attended the North- Luzon Mini-Olympics in Feb. 2012.
100% of staff had attended interventions on health conditions in the workplace. 100% of
the staff attended Team-Building Activity at Buguey, Cagayan.
Director IV Bienvenida L. Ragucos and Director III Atty. Neil S. Agustin attended
the Leadership & Coaching Brand & 3 Div. Chiefs and 3 Supervising Personnel
Specialists participated in the Cascade Program.
The CSCRO2 family during their Team Building Activity at Crab Resort, Buguey,
Cagayan...preparing for their Amazing Race activity, the Green Team finished the race far
ahead of the Yellow and Purple Teams.

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In its aims to be at par in giving effective client servicing and in contribution to the
Commission’s vision of becoming the Asia’s leading center of excellence in strategic HR
and OD in 2030, the CSCRO2 walked an extra mile to educate and train the 3,258
government employees in the region, exceeding our target by 465%.
The CSCRO2 manifested its commitment to educate and transform the
bureaucracy of Region 2 through the conduct of various interventions. We also
continuously innovate by ensuring that the training design and programs are attuned to
the needs of different agencies in the region. Eleven (11) training designs were
prepared to respond to clients’ requirement. Quarterly and monthly training calendars
were given to the Head of Agencies of National, Local, SUCs and GOCCs government
agencies for wider dissemination. Personal visits to agencies were also made to get
more participants.
Sixteen (16) human resource programs were implemented to enrich the
competencies of the government workforce in the region. With the positive feedbacks
from the participants of the various trainings conducted, more government personnel
have attended various trainings up to the last quarter of the year, thereby a total of
seventy-three (73) classes were conducted.
Of the 73 classes, thirty-seven (37) agencies had requested for the conduct of an
agency-based training program like Strategic Performance Management System
(SPMS), Service Delivery Excellence Program (SDEP), Values Orientation Workshop
(VOW) and Orientation on CSC Law and Rules.
The highlights on the conduct of trainings are as follows:
The opening salvo was the CBT-1 (2 classes) conducted
exclusively for the DEPED-Division of Nueva Vizcaya. A total of
136 officials and employees, headed by the Schools Division
Superintendent, attended the training at Imungan Hall, Nueva
Vizcaya.
DEPED Nueva Vizcaya and CSC officials during the opening program for CBT-1

More HR interventions were offered to the Ivatans this year.
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Two (2) classes of Alay sa Bayan (ALAB) was conducted for the rank-and-file
employees of the Provincial Government of Batanes. The administrative staff and
teachers of the DEPED Division of Batanes attended the two (2) batches of ALAB and
CBT-1, while the Basic Customer Service Skill (BCSS) was participated exclusively by
the officials and employees of the Municipal Government of Basco, Batanes.
DEPED
Batanes
participants
posing for the
class picture
after the ALAB
seminar
To maximize time while in Batanes, other related CSC functions were performed
like processing of appointments and applications for examination and the conduct of
ARTA Watch in the different provincial agencies of national government agencies and
LGU Ivana and Mahatao. The same team conducted the May 2012 CSE-PPT and
rendered technical assistance on personnel actions.
Distribution of test materials during the
May 2012 CSE-PPT in Basco, Batanes
Municipal Mayor
of Basco,
Batanes
welcoming the
participants to the
BCSS
ARTA Watch on LGUs in Batanes
Three (3) classes of Orientation on the Revised Rules on Administrative Cases in
the Civil Service (RRACCS) were conducted.
The first class was conducted on May 10-11, 2012 at the Las Palmas Leisure
Club, Tuguegarao City with one hundred twenty-two (122) participants who are Heads
of Agencies, Legal Officers, Human Resource Management Practitioners, and rankand-file
employees. Chairman Francisco T. Duque, III, MD, MSc., was the Keynote
Speaker and emphasized the important roles of every government employee in good
governance and nation building.
Director IV Bienvenida L. Ragucos,
Director III Neil S. Agustin together with
the personnel of the Legal Services
Division during the Open- Forum.
CSC Chairman Francisco T. Duque, MD, MSc
delivering his keynote speech.

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The second class was held at Sta, Ana, Cagayan with 75 participants while 53
attended the third class that was exclusively conducted for the uniformed personnel of
the Philippine National Police, Police Regional Office No. 02, Tuguegarao City.
The town of Calayan, Cagayan was visited by a team lead by Director IV
Bienvenida L. Ragucos for the conduct of three (3) HR interventions. The officials and
staff of the Municipal Government warmly welcomed them because they have not been
visited by the CSC for almost (13) years.
LGU-Calayan Employees attending HR interventions
Almost 100% of the appointive and elective officials and employees attended the
three interventions: Service Delivery Excellence Program (SDEP), Basic Customer
Service Skill (BCSS) and Orientation on CSC Law and Rules from May 31 to June 04,
2012.
Acting Mayor of
Calayan and
Director Ragucos
distributing the
Certificates of
Training to
participants
RRACCS 2 nd and 3 rd Classes
An ARTA Watch was also conducted by Director Ragucos in the different
government agencies in Calayan.

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The annual Human Resource Management Practitioners’ Regional Convention
was conducted last August 29-31, 2012 at the High Lander Resort, Solano, Nueva
Vizcaya. With the theme “HRMPs: In a RACE towards Asia’s leading HR and OD”, the
event was participated by one hundred eighteen (118) Human Resource Management
Practitioners, Budget Officers and Planning Officers, from the different government
agencies.
Among the speakers were Director III Noreen Boots Gocon-Gragasin, of the
Office for Personnel Management and Development (OPMD) who presented the HR
Plan. Assistant Commissioner Ariel G. Ronquillo lectured on Administrative Justice and
Dr. Florocita A. Reyes discussed Health and Wellness Program.
(from L-R) Dr. Reyes, Asst. Comm. Ronquillo
and Dir. Gragasin During the HRMP in
Solano, Nuva Vizcaya
The program was highlighted by a cultural night where participants from the
provinces of Cagayan, Isabela, Quirino and Nueva Vizcaya showcased their talents.
The Cagayan delegates were chosen as the best performer.
Eighty eight (88) officials and employees of Region 2 attended the 2 nd Luzon
Council of HRMPs Convention held at Naga City on October 2-4, 2012.
Officials and
Employees
during the
HRMP
convention in
Naga City
As part of the Commission’s mandate to serve as watchdog of the bureaucracy
and safeguard the best interest of the people, the SDEP course was conducted.
LTO Officials in
the SDEP training
Director Jaucian of
LTFRB attending the
SDEP training

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Four (4) agencies had sought agency-based training out of eight (8) classes.
Among these agencies were LGU Tuguegarao, LGU Calayan, Land Transportation
Office (LTO) and National Irrigation Administration-Magat River Integrated Irrigation
System (NIA-MARIIS).
Officials and employees of CSC Regions 2, 3 and CAR attended the 2-day
Handholding on HR Planning and Strategic Performance Management System (SPMS)
on June 13-15, 2012 at the Angel’s Hills, Tagaytay City.

Aside from the
enhancement/development of trainings,
this Office intensified the conduct of the
flagship programs to include the BCSS,
VOW, SDC, PSEA and ALAB,
including Orientation on Civil Service
Laws and Rules, Gender Sensitivity
which were the regular fare in the
regional office’ training menu.
National agency, SUC and
Water District Entities were part of
the classes like Bureau of Fire
Protection (BFP), Metropolitan
Tuguegarao Water District (MTWD),
Cagayan Valley Association of
Water Districts (CAVAWAD) and
Cagayan State University (CSU).
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To fully implement Memorandum Circular 6, s 2012, Joint Resolution No.4,
Administrative Order Nos. 241and 25, s. 2011 and Executive Order No. 80, s. 2012, the
CSCRO2 conducted twenty-five (25) classes of Trainings and Seminars related thereto.
Of the twenty-five (25) classes, eighteen (18) were agency–based training which
were requested by the Municipal Government Units of Peñablanca, Sta. Ana, Sanchez
Mira, Gonzaga and Tuguegarao City fo the Province of Cagayan; Naguilian and
Cauayan City of the Province of Isabela; and Solano, Aritao, Bambang, Bagabag,
Dupax del Norte and Diadi of the Nueva Vizcaya province.
In summary, there were 74
TOW conducted with a total of 3,258
personnel trained with an estimated
gross income of Php6,245,800.00
and a net income of Php
3,477,698.00.

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A total of one thousand five hundred twenty four (1,524) hours were rendered by
officials and employees in resource speaking services for trainings conducted by the
office and on the requests of other agencies, including the technical assistance
rendered with the Civil Service Institute. Four hundred eighty two (482) hours were
contributed by the HRD staff.
Supplementing the training programs was the DLP offered to government
employees. For employees who cannot leave their work stations to attend training
programs but who wish nonetheless to keep abreast of civil service rules and policies,
the DLP is a viable alternative. Modules were given to trainees where they can study at
their own pace. A total of ten (10) employees enrolled in the DLP.
In our desire to be physically and mentally fit in the workplace, the HRD
spearheaded the implementation of the Sound Healthy and Abled Body Personnel for
Service Excellence (SHAPE,) the Health and Wellness Program of CSC RO2. Each
division was assigned to sponsor a monthly activity. The Legal Services Division (LSD)
sponsored the aerobics activity, the Public Assistance and Liaison Division (PALD) was
at the forefront of the bowling game.
Meanwhile, the Human Resource Division (HRD) took the initiative to conduct the
Health and Wellness Seminar on November 29, 2012 at the CSC Function Room. The
seminar was participated by the CSC employees and trainees from CSU Andrews, CSU
Piat and University of Cagayan Valley (UCV). Dr. Roderick Esteban B. Ramirez, Chief
EDS, Bureau of Fire Protection (BFP), our resource speaker pointed out the importance
of stress management, proper diet and exercise in order to be physically and mentally fit
in the workplace. He also discussed the different forms of relaxation and their health
benefits. The proper way of CPR was also demonstrated to the participants.
Dr. Ramirez
giving his lecture
on health and
wellness and
demonstrating
proper CPR (far
right)
HEALTH AND WELLNESS PROGRAM
25 employees of the CSCRO2 participated in the 1 st Luzon Mini Olympics held at
Baguio City. While they have not received any award, the experience made their
camaraderie stronger.

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The Civil Service Commission Regional Office No. 2 targeted 40% increase
in net income from 2010 figures.
CSCRO2’s result of financial operations had further improved in CY 2012.
Its net income this year is P3M, 53% of which was earned from the conduct of
examination and examination-related activities and 47% from trainings. The P3M
net income represents 370% of the average of its net income for the past three
years far exceeding its target of 40%.
RO2 2012 INCOME INCREASED BY 300%

OJTs undergoing initial
orientation/briefing
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This Office realizes too well the importance of networking with government
agencies in carrying out its responsibilities. Linkages and partnerships with local
institutions were nurtured to ensure not only the attainment of the Regional Office’
mandate but also to explore other avenues for enhancing existing programs and
projects.
The requests of thirty seven (37) local institutions for the conduct of different
trainings exclusively for its officials were acted upon.
The Regional Council of Personnel officers (RCPO), the organization of human
resource management officers in the region, has become one of the Commission’s
major conduits in the region. The RCPO has assumed an active role in the
dissemination of information on CSC programs and policies specifically through the
conduct of the “talakayan-ugnayan.”
CSCROs 1-5 and CAR also conducted the 2 nd Luzon Council of HRMPs at
Caceres Hotel, Naga City.
Partnership was not limited to the Council of Personnel Officers. The officials of
this Office are active officer and members of the Cagayan Valley Association of
Regional Executives (CV-ACE).
The Office also had partnership with Cagayan State University, Andrews and
Carig Campuses at Tuguegarao City and Piat Campus, including University of Cagayan
Valley for the accommodation of their students for the on-the-job trainings at the
Regional Office and Cagayan-Batanes Field Office.

1st Qtr
2nd Qtr
3rd Qtr
4th Qtr
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Also, the Regional Multi- Sectoral Advisory Council was created represented by
the Media, the Academe, Non-Governmental Organization, the CVACE and from the
member of the Bar which will be the partner of the Civil Service Commission Regional
Office No. 02 in setting up plan and programs for the development and enhancement of
public service delivery in the region.
The CSC Region 2 still maintain its link with all media outlet in the Region and
continuously having its airtime in DWPE Radyo ng Bayan Tuguegarao of the Philippine
Broadcasting System.
FACTS AND FIGURES ON PERSONNEL STRENGTH
PLANTILLA WARM BODIES
POSITIONS MALE FEMALE TOTAL
REGIONAL OFFICE 33 13 13 26
CAGAYAN/BATANES FO 4 1 2 3
ISABELA FO 3 1 1 2
NUEVA
VIZCAYA/QUIRINO FO
4 1 3 4
TOTAL 44 15 20 35
REGIONAL OFFICE
CAGAYAN/BATANES FO
ISABELA FO
NUEVA VIZCAYA/QUIRINO FO

THE CHALLENGES
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As we take into account all these accomplishments, we equally realize that much
remains to be done, and that the coming year will continue to give us challenges that we
need to face squarely:
… Our CHALLENGES … Our STRATEGIES
Implementation of various policies of the
Commission particularly the SPMS and the PRIME
HRM
Budgetary Constraints
Construction of the CS Cagayan-Batanes Field
Office
Building partnership and linkages with the newly
Elected Local Officials.
Reaching out the unreachable
Take some pro active measures in the form of rigid
info dissemination, consultation, dialogues, training
programs and other interventions. Strengthen linkages
and networking with agency heads for a better
partnership in the implementation of CS law and rules.
Conduct extensive dissemination of the law and
encourage heads of agencies to realize their
accountability in the implementation of the law.
Generate more income through improved quality of
training programs and more aggressive campaign to
increase the number of applicants to take the Career
Service Examination (CSE).
Facilitate the documentary requirements and financial
consideration for its immediate construction for better
delivery of frontline services.
Conduct of interventions (Forum for Accountability
Meritocracy and Excellence in LOcal GOvernance
FAME-LOGO) for the introduction of the Civil Service
rules and regulations with the newly elected local
officials within the region.
We aim to reach out those far flung barangays and
communities to inform them of our programs through
our radio programs and endeavouring in out-reach
program design to areas which we frequently visit for
technical assistance like LGU Itbayat, Batanes,
Barangay Fuga Island, LGU Maconancon, LGU
Palanan, LGU Divilican, LGU Dinapigue, LGU Alfonso
Castaneda and LGU Ambaguio.

P a g e | 17
We remain confident that we are fully capable of meeting these challenges …
HEADS-ON!
Director Bienvenida L. Ragucos, CESO III, CEO III
Director IV
Civil Service Commission
Regional Office No. 02
Atty. Neil S. Agustin
Director III
Civil Service Commission
Regional Office No. 02
and Caretaker at CSC Cagayan-Batanes Field Office
Mr. Joseph C. Paggao Ms. Rewina D. Arugay
Director II Chief Personnel Specialist
Civil Service Isabela Field Office Human Resource Development Division
Alibagu, Ilagan, Isabela
Atty, Marites P. Lappay Atty. Marcelo C. Cabildo, Jr.
Director II Attorney VI
Civil Service Nueva Vizcaya-Quirino Field Office Legal Services Division
Capitol Site, Bayombong, Nueva Vizcaya
Ms. Victoria T. Padilla, CPA Ms. Nenita G. Lucena
Chief Personnel Specialist Chief Personnel Specialist
Public Assistance and Liaison Division Examination Services Division
Ms. Jovy VT. Miguel Ms. Perla M. Bangayan
Chief Personnel Specialist Chief Personnel Specialist
Policies and Systems Evaluation Division Management Services Division