2 nd Asian Public Governance Forum on Public

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2 nd Asian Public Governance Forum on Public Innovation Session 4 Strengthening Human Skills

2 nd Asian Public Governance Forum on Public Innovation Session 4 Strengthening Human Skills and Capacities: The Role of Human Resource Management Panelist: Assistant Secretary Myrna S. Chua Department of Budget and Management, Philippines

v Philippine Government Pension System for Civilian Personnel thru the Government Service Insurance System

v Philippine Government Pension System for Civilian Personnel thru the Government Service Insurance System (GSIS) Features Coverage Specifics Regular (Permanent), Contractual and Casual Personnel Excluded: Members of the Judiciary and Constitutional Commissions; Military and Uniformed Personnel Contribution Rates Retirement and Life Insurance Premium Employee – 9% ; Government – 12% Condition for Entitlement At least 15 years of service At least 60 years old Compulsory Retirement 65 years old Survivorship Pension 50% of deceased member’s pension Upper limit of pensionable salary 90% of average salary for the last 3 years

v Other Social Protection Schemes Features Specifics Social Security System (SSS) Pension scheme for

v Other Social Protection Schemes Features Specifics Social Security System (SSS) Pension scheme for private sector workers Employees’ Compensation Commission (ECC) Work-related insurance for both public and private workers Philippine Health Insurance Corporation (Phil. Health) Health insurance for all Home Development Mutual Fund or Pag-IBIG • • Savings program; support for shelter financing Compulsory for GSIS and SSS members v For the Members of the Judiciary and Constitutional Commissions Features Specifics Pension • • Shouldered by the National Government Appropriated in the annual General Appropriations Act (GAA) Life Insurance Administered by the GSIS Contribution • • Pension amount Based on last salary received plus allowances Pension – no employee contribution Life Insurance – 3% from employee; 3% from government

v For the Military and Uniformed Personnel (to include those in the Armed Forces,

v For the Military and Uniformed Personnel (to include those in the Armed Forces, Coast Guard, Police Force, Fire Protection, and Jail Management) Features Specifics Pension • Shouldered by the National Government • Appropriated in the annual GAA Life Insurance Special Group Term Insurance Contribution No contribution from employees Pension amount • Equivalent to 1 month base pay plus longevity pay of next higher rank • Indexed to current salary of those in the active service

in thousand pesos PS REQUIREMENTS FOR ACTIVE PERSONNEL VS. PENSION FOR RETIREES

in thousand pesos PS REQUIREMENTS FOR ACTIVE PERSONNEL VS. PENSION FOR RETIREES

v Proposed Unified Personnel Pension Reform Bill Features Specifics Source of Financing Creation of

v Proposed Unified Personnel Pension Reform Bill Features Specifics Source of Financing Creation of a Uniformed Personnel Retirement Fund to be managed by the GSIS Contribution • Mandatory for new entrants – 9% of base pay • Employers – 18% of base pay Pension amount • 2. 5 % of base pay and longevity pay of next higher rank • No indexation to current pay of active personnel Condition for entitlement Upon reaching age 56

v Training for Strategic Leadership • Public Management Development Program - the government’s response

v Training for Strategic Leadership • Public Management Development Program - the government’s response to the need for a corps of ethical, competent, committed and development-oriented officials in the bureaucracy who will drive performance in the agencies and push the agenda for change and sustained progress. The training covers courses on governance and development, strategic public management, and personal efficacy and leadership. • Competency-based Learning and Development Management System of the Civil Service Commission - identifies competency development targets and needs of officials and employees and determines the appropriate learning and development interventions to bridge the gaps, enhance competencies, improve performance, increase productivity, and ultimately deliver the necessary services to the public.

v Training for Strategic Leadership • Enhancement of Public Financial Management competencies of oversight

v Training for Strategic Leadership • Enhancement of Public Financial Management competencies of oversight agencies and operating units – which is spearheaded by the Department of Budget and Management to foster a responsible, transparent and accountable system of managing the finances and resources of the government for the achievement of societal goals. • To top all of these initiatives, the government is reviewing the current compensation to establish the competitiveness of government salaries in relation to the private sector. Since the objective is to attract, retain and motivate competent people in the government, the compensation system shall be improved to consider increases in salaries as well as performancebased bonuses.

THANK YOU

THANK YOU