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Vico pushes for professionalism and competency in Pasig workforce; initiates reforms

Kyla Uy, Staff Writer


After nearly three decades of the Eusebio era, the Pasig City workforce and human

resources have shifted both leadership and systems to usher in reforms.


From 800,000 Pasig residents, 8,000 or 0.01% are employed directly under the City Management – ranging from the blue-collared personnel to division level positions.

With the young but dynamic leadership of the new mayor, much is expected in what is now perceived as a more professional and competent local government workforce.

Mishaps through the transition


Changes did not happen that easily.


In an interview with LGU Pasig’s Human Resources Head Elvie Flores, who operates under the Office of the Mayor since October 2019 to the present, she stated that the transition from the previous administration was almost back to a zero situation because of the heavily outdated database. The last update took place in 1996, which was 24 years ago.


She pointed out that this caused the delay of few operations as they still needed to make necessary updates before directly proceeding to their supposed tasks. She also noted that in the past administration, the practice and observance of the civil service system, which was last improved 15 years ago, was very much in place.


“Behind ang civil service nila by 15 years, knowledge ng mga tao, and their IT systems are so outdated,” Flores remarked.

Goal-setting for Human Resources


Upon turnover, the Human Resources Department focused on two things: professionalism and promoting competency.


“Gusto natin talagang masiguro na mayroong posisyon ang empleyado based sa kung ano ang kaya niyang gawin. Hindi pwedeng lagay lang tayo ng lagay hangga’t may bakante (We want the employees to have a position based on what they can do. We can’t just put people on random positions whenver there’s a vacancy).” Flores emphasized.

She also outlined the following aims as they push forward to reach their goals in assessing the staff based on the following criteria:


Security of Tenure

Qualification in nature of work

Personal development:

Whether or not the staff can accomplish basic services

Whether or not the staff can produce quality output in given work

Overall Professionalism

Status in previous works

Effectivity and Efficiency


Regularization and Contractualization in Pasig


While the present local administration have done much to alleviate the working conditions in Pasig City, out of the 8,000 employees, there are approximately 1,000 who have been regularized. That is only 12.5% of those tagged as permanent employees while the rest are either casual or contractual employees and others categorized as probationary employees.


The HR head admitted that the process is tough. They had to create a criteria-based selection process in determining employees who may be regularized already based on performance and the labor code.


The regularization process starts with the Human Resources Merit Promotion and Selection Board and the department heads. Through this, the process of reviewing the staff’s performance over the years, their records and history, and how they have been to their co-workers are all given weight.


Once the staff has been approved based on the set standards, they will then be formally announced as permanent employees and it comes with an increase in their salary as well. For the past months, the new HR system and regulations have paved the way for the regularization of at least 352 employees who have been serving the city for 30 years or more.


Flores added that they are currently in the process of regularizing 646 more employees who have served for at least 15 to 29 years as well as those that have been in the service for 10 to 14 years. She said that they are being prioritized because it is long overdue, but they wish to ensure that the process was followed to make sure that their regularization went through the established new process.


After which, all other qualified employees will have their own performance evaluated and will go through the same regularization process eventually leaving behind that old “palakasan” system that no longer has a place under the new city administration.

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