CSC priming up public sector staff for Asean integration
To better prepare the country for the Asean Economic Community (AEC) that’s set to go full swing next year, the Civil Service Commission (CSC) is aggressively putting in measures to prepare the public sector workforce for the integration and help in delivering a sustained economic growth.
One of the important areas that needs to be prepared for the AEC is the country’s labor force and according to CSC chairman Francisco T. Duque III they are doing three breakthrough goals this year.
The three breakthrough goals include the Anti-Red Tape Act of 2007, the quasi-judicial function of CSC and the Human Resource and Organizational Development (HROD) of all government agencies and offices in the country.
According to Duque, they are in different levels in the implementation of the programs which will improve human resources in the bureaucracy and so help ensure that the country is ready with able manpower to deliver what is needed for economic growth.
“For HROD, we are pushing aggressively the adaptation by all agencies of government the HRM (human resource management) practices that accredited to level 2 standards and also, we are implementing the SPMS or the Strategic Performance Management System which aims to improve incentives to employees,” said Duque.
While the integration provides for a lot of opportunities, Duque said that without an enabled and competitive human resource in the bureaucracy, the country may face challenges in realizing its goals.
One of the areas that CSC is currently working on is the performance-based bonus or PBB which is under the SPMS strategy.
“Performance-based Bonuses will enable us to develop strong, competitive and highly motivated public servants as it encourages departments and agencies to perform well their mandate to receive the highest bonus as incentive,” said CSC commissioner Nieves L. Osorio.
Osorio added that in Malaysia, it is found that strong perception of adequate pay among state workers is a big factor is acquiring and retaining talents.
Likewise in Indonesia, they have also shifted from a “pay as entitlement” perspective to “pay for performance” perspective.
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