1. Session 4 Strengthening Human Skills and Capacities:
2nd 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
The panelist has been tasked to react on three (3) presentations:
Korea
Viet Nam

2. Philippine Government Pension System for Civilian Personnel thru the Government Service Insurance System (GSIS)
Features
Specifics
Coverage
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

3. 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 (PhilHealth)
Health insurance for all
Home Development Mutual Fund or Pag-IBIG
Savings program; support for shelter financing
Compulsory for GSIS and SSS members
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 – no employee contribution
Life Insurance – 3% from employee; 3% from government
Pension amount
Based on last salary received plus allowances

4. 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

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

6. 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

7. 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.

8. 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 performance-based bonuses.

9. THANK YOU