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Performance Governance System

Onwards to Lasting Transformation in the Philippine Bureaucracy: THE CSC STRATEGIC REFORM AGENDA. Performance Governance System. Initiation Revalidation. SETTING THE CONTEXT. The Civil Service Commission. Public Act No. 5 Republic Act No. 2260 Presidential Decree No. 1

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Performance Governance System

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  1. Onwards to Lasting Transformation in the Philippine Bureaucracy: THE CSC STRATEGIC REFORM AGENDA Performance Governance System Initiation Revalidation

  2. SETTING THE CONTEXT The Civil Service Commission • Public Act No. 5 • Republic Act No. 2260 • Presidential Decree No. 1 • 1973 Constitution • 1987 Constitution • Executive Order No. 181 • Executive Order No. 292 (Administrative Code of 1987) Core Functions: Merit Protection and Promotion Capability-building or Human Resource Development Quasi-judicial Functions Organizational Development 1 2 The Commission is constitutionally mandated to promote morale, efficiency, integrity, responsiveness, progressiveness, and courtesy in the Civil Service. 3 4

  3. OUR REFORM AGENDA The Core of our Reform Project Efficient and effective human resource management and development for the Philippine bureaucracy 2010 to 2030 • From organizational perspectives to citizens’ needs • From operational to strategic policies • From concerns on process and procedure to results-orientation • From direct service interventions to a steering or enabling role • From traditional management to an entrepreneurial management culture

  4. OUR CHANGE PROCESS Preparatory Meetings May 12, 2010 May 26, 2010 October 7 & 8, 2010 October 18, 2010 (1stTWG) Our PGS Initiation Process Initiation Working Sessions November 15-18, 2010 Internal Meetings Handholding/TWG Sessions January 19-24, 2011 (PGS Bootcamp) February 7, 2011 (Director’s Conference) November 22, 2010 (2ndTWG) November 30, 2010 (3rdTWG) December 6, 2010 (4thTWG) December 16, 2010 (5thTWG) December 20, 2010 (6thTWG) March 2, 2011 (7thTWG) March 9, 2011 (8thTWG) March 16, 2011 (9thTWG) Initiation Revalida March 30, 2011

  5. HEDGEHOG CIRCLES Leveraging on the Commission’s Strengths CSC shall be Asia’s leading center of excellence for strategic HR and OD Best in Asia as the center for strategic HR and OD Passionate at Developing high performing, competent and credible civil servants to improve the lives of the Filipino people Known as Policy formulation, implementation and standard-setting institution for public service excellence and integrity

  6. CORE IDEOLOGY Examining our Core Strengthened Core Values Excellence Integrity Love of God and Country

  7. CORE IDEOLOGY Our Mission GAWINGLINGKOD-BAYANI ANGBAWATKAWANI Make every government employee a servant-hero.

  8. VISION BASECAMPS 2010 Laid the foundations for 2015 Journey to reach our Vision 2030 2022 2015

  9. Provide excellent HR processes Ensure effective and efficient performance of Quasi-Judicial functions Enhance the competency of our workforce CSC 2030 AGENCY VISION CSC shall be Asia’s leading center of excellence for strategic HR and OD Recognized as a Center for Excellence STAKEHOLDERS High performing, competent and credible civil servants CORE PURPOSE Gawing Lingkod-Bayani ang BawatKawani PROCESSES PEOPLE CORE VALUES • Love of God and • Country • Excellence • Integrity FINANCE Ensure efficient management of financial resources • Love of God • and Country • Integrity • Excellence Cultivate partnerships with local and international institutions PARTNERS

  10. CIVIL SERVICE COMMISSION SCORECARD

  11. CIVIL SERVICE COMMISSION SCORECARD

  12. STRATEGY-DRIVEN CSC How our vision drives our programs MEASURE MEASURE MEASURE MEASURE MEASURE SPMS ANTI-RED TAPE ISO CERTIFICATION RESTRUCTURING Four initiatives alone hit more than ten of the total 15 measures. MEASURE MEASURE HR mechanism that measures office performance and serves in setting standards for alignment of individual and organizational objectives • Massive conduct of the • Report Card Survey • and • Conferment of the • Seal of Excellence Certification of CSC Exams, Adjudication of cases, and Training Programs Functional Competencies-based reengineering MEASURE MEASURE Resource Generation and Management ICT MARKETING HR ACCREDITATION 14 out of 15 measures have an average of four initiatives. Generate financial resources through non-traditional means Strengthen ICT: Computerized Exam Program, Digitization of SALN, IT-based reporting system, Call Center ngBayan, Website enhancement Branding for CSC through marketing its programs: Honor Awards Program, Civil Service Academy, Computerized Exams, and the ARTA HR Plan, Competency-based Standards, Regional Training Enhancements, and a Comprehensive Wellness Program MEASURE MEASURE MEASURE MEASURE MEASURE MEASURE MEASURE

  13. PGS EARLY GAINS Benefits realized from doing the PGS Reviewed our roadmap, vision, and mission from another perspective Fresh insights and inspiration to propel CSC beyond its traditional mandates and relationships Define and refine our strategies so that the Commission will be more relevant Opportunity to revisit and reaffirm our personal and organizational values

  14. PGS NEXT STEPS Building a Performance-focused CSC Institutionalization (Jan. 2013 – Dec. 2013) Documentation and validation of Breakthrough Results Proficiency (Dec. 2011 – Dec. 2012) Presence of a fully-functional OSM & MSGC and Results from 2nd Level Scorecards alignment Operations and Strategy Review by OSM and Presence of emerging breakthrough results Compliance (May – Oct. 2011 ) Formulation and Alignment through Second Level Scorecards Alignment through Key Messages Alignment through Initiatives and Budget Initiation (September 2010 - March 2011) Charter Statement Strategic Roadmap Governance Scorecard and Measures Profile Key Initiatives and Initiatives Profile

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