Department of Agriculture
Elliptical Road, Diliman, Quezon City
DEPARTMENT OF AGRICULTURE EMPLOYEE HANDBOOK
PANUNUMPA SA KATUNGKULAN
Ako , si _________________________________________________ ng
Kagawaran ng Pagsasaka na hinirang sa katungkulan bilang ________ ___________________________________ ay taimtim na nanunumpa (o nagpapatunay) na ilalapat ko ang katarungan nang walang pagkiling sa sino mang tao at apatatamasa ang pantay na karapatan na mahirap at mayaman; na tutuparin ko ng buong husay at katapatan , sa abot ng aking kakayahan, ang mga tungkulin ng aking kasalukuyang katungkulan; na aking itataguyod at ipagtatangol and Saligang Batas ng Pilipinas. Na tunay na mananalig at tatalima ako rito; at susundin ko ang batas, mga kautusang legal at mga dekretang pinaiiral ng mga sadyang itinakdang maykapangyarihan ng Republika ng Pilipinas; at kusa kong babalikatin ang mga pananagutang ito, nang walang ano mang pasubali of hangaring umiwas.
Kasihan nawa ako ng Diyos
Printed Name and Signature
Sedula, Klase _______, Blg. __________________
Kinuha sa ___________________________________
Petsa ________________________________________
Nilagadaan at pinanumpaan sa harap ko ngayong ika- ________ng __________________________, A.D., sa_______________________________________,Pilipinas
JESSAMIN B. ARANAS Chief, Personnel Division
PANUNUMPA NG KAWANI NG GOBYERNO
Ako’y kawani ng Gobyerno
Tungkulin ko ang maglingkod nang tapat at mahusay Dahil dito, Ako’y papasok nang maaga at magtatrabaho nang lampas sa takdang oras kung kinakailangan,
Magsisilbi ako ng magalang at mabilis sa lahat ng nangangailangan; Pangangalagaan ko ang mga gamit, at kasangakapan at iba pang pag-aari ng pamahalaan
Magiging pantay at makatarungan ang pakikitungo ko sa mga lumalapit sa aming tanggapan;
Magsasalita ako laban sa katiwalian at pagsasamantala;
Hindi ko gagamitin ang aking panunungkulan sa sarili kong kapakanan;
Hindi ako hihingi o tatanggap ng suhol;
Sisikapin kong madagdagan ang aking talino at kakayahan
Upang ang antas ng paglilingkod sa bayan ay patuloy na maitaas.
Sapagkat ako’y kawani ng gobyerno
At tungkulin ko ang maglingkod nang tapat at mahusay
Sa bayan ko at sa panahong ito;
Ako at ang aking mga kapwa kawani ay kailangan tungo sa Isang maunlad, masagana at mapayapang Pilipinas.
Sa harap ninyong lahat, ako’y taos-pusong nanunumpa.
Internal
Planning
Policy
Agribusiness
Field
Administrative
Financial
Legal
“
Sec. William D. Dar Department of Agriculture
WELCOME AGRICULTURE
WELCOME TO THE AGRICULTURE DEPARTMENT OF
Usec. Roldan G. Gorgonio Undersecretary for Administration and Finance
“
OBJECTIVES
The DA Employee Handbook aims to: acquaint you with the Department of Agriculture and give you information regarding working conditions, policies and procedures and other personnel matters that will guide you in your employment.
Hence, the employee is expected to read and fully understand the contents/ provisions of this handbook. Most of the contents of this Handbook are based on the guidelines, rules and other issuances by the Civil Service Commission and the Commission on Audit.
This Handbook may not contain all the rules and regulations prescribed by the Civil Service Commission and the Commission on Audit. Thus, the Department of Agriculture reserves its right to revise this Handbook as the need arises.
MISSION
To collectively empower farmers and fisher folk and the private sector to increase agricultural productivity and profitability, taking into account sustainability and resilience.
VISION
A food secure Philippines with prosperous farmers and fisher folk.
MANDATE
The Department is the government agency responsible for the promotion of agricultural development by providing the policy framework, public investments, and support services needed for domestic and exportoriented business enterprises. The DA envisions a food-secure Philippines with prosperous farmers and fishers. It shall collectively empower them and the private sector to increase agricultural productivity and profitability, taking into account sustainable, competitive, and resilient technologies and practices. Hence, its battlecry is simply: “Masaganang Ani at Mataas na Kita!”
HISTORY
Dr. William Dollente Dar is a man fated to do great things. History does repeat itself for this man from Sta. Maria, Ilocos Sur, as he was called again to serve government as the Secretary of Agriculture on August 5, 2019, under the administration of President Rodrigo Roa Duterte. He first served the Department of Agriculture (DA) from July 1998 to May 1999 under President Joseph Ejercito Estrada.
Upon his assumption to office, Dar introduced the “New Thinking for Agriculture” which is anchored on the vision: A food-secure Philippines with prosperous farmers and fisherfolk. The vision has over-arching twin goals of increasing productivity and making farmers and fishers prosperous or his term’s battlecry, “Masaganang Ani at Mataas na Kita”.
Never in the history of the DA that a vision statement has been elevated to focus on the farmers and fisherfolk becoming prosperous.
With President Duterte’s marching order to arrest the anemic growth of the agriculture sector, which has barely grown in the past decade, at a rate of 1.1% annually, Dar targets the agriculture to grow at least 2%, from August 2019 to July 2020; and increase up to 2.5-3% in 2021; and 3-4% in 2022.
HISTORY
8 PARADIGMS
1. Modernization of agriculture
2. Industrialization of agriculture
3. Promotion of exports
4. Farm consolidation
5. Infrastructure development
6. Roadmap development
7. Higher budget and investments for agriculture
8. Legislative support
Leading a government office with a rich and fruitful 121-year history, Dar is affirmative that these imperatives will pave the way to developing, strengthening and nurturing the country’s agri-fishery sector and elevate it to greater heights.
HISTORY
First Philippine Republic, American Regime
The Department of Agriculture and Manufacturing was formed 11 days after the proclamation of the Philippine Independence on June 12, 1898. The Department was one of the first agencies that President Emilio Aguinaldo formed.
The Department was then headed by three directors, Jose Alejandrino (18981899), Graciano Gonzaga, and Leon Ma. Guerrero, during the latter part of 1899. In 1901 during the American colonial period, the Department was renamed Insular Bureau of Agriculture under the Department of Interior and was headed by Americans, Frank Lamson-Scribner (1902), W.C. Welborn (1904), and Dr. George Nesom (1907). In 1910, the Bureau, under the supervision of the Department of Public Instruction, was headed by Frederick Taylor (1911-1914) and Harry Edwards (1914-1916).
In 1917, the Department of Agriculture and Natural Resources (DANR) took over the functions of the bureau and was led by Secretaries Galicano Apacible (1917-1921), Rafael Corpuz (1921-1923), and Silvestre Apostol (1923-1928). During the administration of Secretary Rafael Alunan, Sr. (1928-1932), the DANR became the Department of Agriculture and Commerce. The Bureau of Agriculture was split into two bureaus, the Plant Industry and the Animal Industry. The following year, the Fish and Game Administration and the Fiber Inspection Service were established under the leadership of Secretary Vicente Singson Encarnacion (1933-1934). From 1934-1938, Eulogio Rodriguez, Sr. was appointed Secretary who was replaced by Secretary Benigno S. Aquino, Sr. until 1941. During Aquino’s term, the Fish and Game Administration was restructured and the Division of Soil Survey was created. With the outbreak of World War II in the Pacific, President Manuel Quezon re-appointed Secretary Rafael Alunan, Sr. (1941-1942) as Secretary of Agriculture and Commerce.
After the country’s Liberation from the Japanese on July 4, 1945, the government rebuilt the country and reconstituted the agencies including the Department of Agriculture and Commerce (DAC). With the resumption of the Commonwealth Government, President Sergio Osmeña reappointed Vicente Singson Encarnacion as Secretary of the DAC. Thereafter, Mariano Garchitorena (1946-1948) was appointed by President Manuel Roxas. In 1947, the Department was named again as the Department of Agriculture and Natural Resources (DANR). In September 1948, President Elpidio Quirino appointed Placido L. Mapa as its Secretary.
Two years later (1950), Vice President Fernando Lopez served concurrently as the DANR chief. During his term, the Bureau of Agricultural Extension (now Agricultural Training Institute) was established, along with the organization of the 4-H Clubs and Rural Improvement Clubs (RICs) nationwide.In 1953, President Quirino reappointed Placido L. Mapa to lead the Department. Under his tenure, the Rice Economic Board was set up, making the rice industry the first commodity to benefit from an integrated national planning.Salvador Araneta (1953-1955) was later named as Secretary and three major agencies under the DANR were created, namely: Agricultural Tenancy Commission, precursor of the Department of Agrarian Reform; Philippine Tobacco Administration, forerunner of the National Tobacco Administration; and Philippine Coconut Administration (now known as Philippine Coconut Authority).
During the latter part of his term, President Magsaysay appointed Juan G. Rodriguez (1955-1960) as DANR chief, whose term was highlighted by several milestones: the Philippines became a member of the United Nations Food and Agriculture Organization (FAO); launch of the National Rice and Corn Production Program; and creation of the Rice and Corn Coordinating Council, forerunner of the National Agricultural and Fishery Council (NAFC).
HISTORY
DA Moved to Quezon City
On September 14, 1959, the DANR offices moved from Manila (at Agrifina Circle) to Quezon City (along Elliptical Road in Diliman). When Cesar Fortich became the DANR chief in 1961, the Abaca Development Board (forerunner of the Fiber Development Authority) was created. Jose Locsin, then concurrent Chairman of the National Economic Council, succeeded Fortich from September to December 1961.
In 1965, President Ferdinand Marcos named Vice Pres. Lopez as Secretary, serving for the second time in a concurrent capacity. Considered as the “rice czar,” he successfully implemented a production program that enabled the Philippines to export rice for the first time in 1968. During the early years of Martial Law, in May 1974, President Marcos reorganized and split the DANR into two agencies: Department of Agriculture (DA); and Department of Natural Resources (DNR). Arturo R. Tanco, Jr. was named DA Secretary.
DA Renamed as Ministry of Agriculture
Four years later, government departments were transformed into ministries with the country’s shift to parliamentary form of government. With Tanco remaining at the helm of the Ministry of Agriculture (MA), the Masagana 99 rice production program was launched which made the country self-sufficient and a rice exporter. A similar program on corn also made the country self-sufficient in white corn. In June 1978, the MA established 12 regional offices nationwide. Six years later, in June 1984, the agency was renamed Ministry of Agriculture and Food (MAF). The Bureau of Fisheries and Aquatic Resources was transferred from the Ministry of Natural Resources. In 1984, under a parliamentary government, Assemblyman Salvador H. Escudero III — former Director of the Bureau of Animal Industry and MAF Deputy Minister — served as MAF Minister. Escudero implemented the Intensive Rice Production Program (IRPP), an import-substitution program, expanded government’s animal dispersal program, particularly the Bakahang Barangay (cattle raising the at village level) and Pagbababuyan (swine raising).
People Power, Renamed to DA
On February 1986, as a result of the ‘EDSA People Power Revolution,’ Corazon C. Aquino was catapulted as President. She named Ramon V. Mitra, Jr. as MAF Minister who implemented policy and institutional reforms that freed the agriculture markets, enabling farmers to enjoy higher farmgate prices.In 1987, MAF Deputy Minister Carlos G. Dominguez was appointed to replace Mitra who opted to run for Representative of the second district of Palawan. On January 30, 1987, President Aquino signed and issued Executive Order No. 116, which renamed and reorganized the MAF into the Department of Agriculture.nUnder DA, Dominguez introduced reforms in the rural credit system and established the Comprehensive Agricultural Loan Fund (CALF). In 1988, he also launched the Livelihood Enhancement for Agricultural Development (LEAD) program to speed up farmers’ organizations access to financing, management expertise, and marketing. Agriculture and Fishery Councils (AFCs) were set up at the sectoral, regional, provincial and municipal levels to provide inputs on major programs and policy decisions and help plan and monitor DA projects. Senen C. Bacani, appointed in January 1990, implemented the Rice Action Program (RAP) and Corn Production Enhancement Program (CPEP). President Aquino appointed Senen Bacani as Secretary in 1990-1991. His leadership enabled the private sector to take the lead in further developing fresh fruits business in the resource-rich Mindanao. In 1992, President Fidel V. Ramos named Roberto S. Sebastian as DA chief who introduced the Key Production Approach (KPA) which became the basis of the Medium-Term Agricultural Development Plan (MTADP). In 1996, President Ramos appointed Dr. Salvador H. Escudero III as DA Secretary, for the second time. During his two-year tenure, he launched the Gintong Ani food production and security program.
In July 1998, President Joseph Ejercito Estrada designated William D. Dar as Acting DA Secretary who introduced the Estrada administration’s 10-point agenda in agriculture and fisheries under the Agrikulturang Makamasa program. In March 1999, President Estrada named former Senate President Edgardo J. Angara as DA Secretary who authored the Agriculture and Fisheries Modernization Act of 1997 or AFMA (Republic Act No. 8435). He put into motion the law’s vision of modernizing the country’s agriculture and fisheries sector.
HISTORY
Domingo F. Panganiban continued the implementation of AFMA as the government’s comprehensive framework and platform for rural development when he assumed office in January 2001. A month later, he was replaced by Leonardo Q. Montemayor who implemented the AFMA with special emphasis on its social equity aspect. He launched the Ginintuang Masaganang Ani Countrywide Assistance for Rural Employment and Services (GMA-CARES). Secretary Luis P. Lorenzo Jr., took the helm at the Department in December 2002 and spearheaded the launching of the Roll-On, Roll-Off (RORO) transport program. The hybridization programs of the Department were intensified and interventions were focused on the Mindanao regions. Secretary Arthur C. Yap, appointed on August 23, 2004, continued to uphold the vision of agricultural modernization. During his first term, he unveiled the GMA Goal 1 (develop two million hectares of new lands for agribusiness to contribute two million to the 10 million jobs targeted by 2010) and GMA Goal 2 (make food plentiful while keeping the price of “wage goods” at low prices). During Panganiban’s second term as Secretary, a total of 203,000 hectares of idle lands and 313,000 jobs were developed under Goal 1 and 10 Huwarang Palengke (outstanding markets) were identified under Goal 2. When Yap returned to the DA in October, 2006, he implemented various projects and policies towards the attainment of food security and self-sufficiency. Upon Secretary Yap’s decision to run as Representative of the 3rd District of Bohol, Secretary Bernie Fondevilla took over in March 2010.
On June 30, 2010, President Benigno S. Aquino III appointed two-term congressman of Quezon and civil engineer by profession Proceso J. Alcala as Secretary. One of the principal authors of Republic Act 10068, or the Organic Agriculture Act of 2010, he also aimed to achieve self-sufficiency in rice during his term. Dar’s predecessor, Emmanuel F. Piñol was appointed by President Rodrigo Duterte on July 1, 2016. He vowed to bring agriculture and fisheries program to basic by addressing food production and poverty. Under his watch, efforts were geared towards production and trade of staple food commodities to ensure food sufficiency and security; and high-value crops to generate jobs and foreign earnings.
ORGANIZATIONAL STRUCTURE DEPARTMENT OF AGRICULTURE CENTRAL OFFICE
OFFICE OF THE SECRETARY
ATTACHED AGENCIES (7)
• Agricultural Credit and Policy Council
• Fertilizer and Pesticide Authority
• Philippine Fiber Industry Development Authority
• Philippine Council for Agriculture and Fisheries
• National Meat Inspection Service
• Philippine Carabao Center
• Philippine Center for Postharvest Development and Mechanization
ATTACHED CORPORATIONS (8)
Sec. William D. Dar
SECRETARY
OF THE DEPARTMENT OF AGRICULTURE
WILLIAM D. DAR, Ph.D., son of poor farmers from Danuman West, Sta. Maria, Ilocos Sur. Dar has quadrupled the income and investments poured into ICRISAT, from US$ 21 million in 2000 to US$ 85 million in 2014. The fund went to further developing modern and sustainable crop cultivars/hybrids and technologies of its five major commodities (sorghum, pearl millet, chickpea, pigeonpea, and peanut) that are planted by tens of millions of small farmers worldwide.
It was auspicious that two and a half years ago, in December 2016, President Rodrigo Roa Duterte honored Dar and two others as The Outstanding Filipino (TOFIL) awardees for 2016, for their “exemplary achievements and selfless dedication to their profession or vocation that resulted not only to the advancement of their respective fields of endeavor, but also made significant contributions to the betterment of our countrymen and to our country at large.”
This time, Dar will continue to serve the Philippines again as Acting Secretary of the Department of Agriculture.
He was named by then President Joseph Estrada as DA Acting Secretary, from July 1998 to May 1999. Under his short 11-month watch, he started implementing the provisions of the Agriculture and Fisheries Modernization Act (AFMA), and despite an unfortunate El Niño episode, the agriculture sector registered an unprecedented growth of 9.6% in 1999.
To date, he is the only Filipino who led a global agricultural research institute — the International Crops Research Institute for the Semi-Arid Tropics (ICRISAT), in India, serving for an unprecedented three five-year terms, from 2000 to 2014. He left a legacy benefitting millions of farmers in India, Africa, and other dryland countries, including the Philippines.
ICRISAT is one the fifteen (15) research institutes under the CGIAR (Consultative Group for International Agricultural Research), a global partnership dedicated to reducing rural poverty, increasing food security, improving human health and nutrition, and ensuring sustainable management of natural resources. The International Rice Research Institute (IRRI) in Los Banos, Laguna is also a member of CGIAR.
During his term, ICRISAT has partnered with the Philippines’ Department of Agriculture through the Bureau of Agricultural Research, sharing modern sustainable farming.
technologies and cultivars of sweet sorghum, peanut, chickpea (garbanzos) and pigeonpea (kadyos) to thousands of farmers in rainfed areas of Cagayan Valley, Ilocos, Southern Luzon, and Southern Mindanao regions.
He is currently the President of InangLupa Movement Inc., (InangLupa), a movement working for an inclusive, science-based, climate-smart and competitive Philippine agriculture. He is also the former country representative of Prasad Seeds Philippines Inc.
His extensive research and professional experience were on crop management, farming systems development, and technology sharing and upscaling. Before leaving for India, he also served as Presidential Advisor on Food Security (1999) and Executive Director, National Agricultural and Fishery Council (1998).
Humble beginnings
He started humbly as his farmer-parents were poor. His uncle Augustin Dollente sent him to college, studying BS in Agricultural Education in 1969 and MS in Agronomy in 1976, at the then Mountain State Agricultural College (MSAC), now known as Benguet State University (BSU), in La Trinidad, Benguet.
At BSU, he started as a researcher and instructor in 1979 and rose to become professor VI and vice president for R&D support services in 1985. In between those years, he pursued a PhD in horticulture at UP Los Baños, completing it in 1980.
When the DA was reorganized in 1987, then DA Secretary Carlos G. Dominguez III appointed him the first Director of the Bureau of Agricultural Research (DA-BAR).
He then served as Executive Director of then PCARRD, from 1994 to 1998. The agency is now called the Philippine Council for Agriculture, Aquatic and Natural Resources Research and Development, based in Los Baños, Laguna.
He has received eight (8) Doctorate Degrees (Honoris Causa) in various fields by several State Universities and Colleges in (SUCs) in the Philippines.
In 1988, he was among the Ten Outstanding Young Men (TOYM) of the Philippines, and received an “Outstanding Administrator Award” from the Department of Science and Technology.
In 2014, he received the “Outstanding MS Swaminathan Leadership Award” from India.
In December 5, 2014, he received a “Pamana ng Pilipino Award” from then President Benigno Aquino III, honoring outstanding overseas Filipino individuals and organizations.
Recent Awards
• Pamana ng Pilipino Award. 2014 Presidential Awards for Filipino Individuals and Organizations Overseas, Commission on Filipinos Overseas. Given by the Office of the President. December 5, 2014.
• Lifetime Achievement Award. Given by Mariano Marcos State University. Dec 16, 2014
• Received Plaque of Recognition from Ilocos Sur Polytechnic State College. Dec 17, 2014
• Received Plaque of Recognition from Don Mariano Marcos Memorial State University. Dec 19, 2014
• Received Plaque of Recognition from Benguet State University. Dec 20, 2014
• Commendation by the Philippine Congress given by House of Representatives. Dec 22, 2014
Boards, Committees, Special Assignments – International
• 2007-2009, Chair of the Committee on Science and Technology (CST) of the United Nations Convention to Combat Desertification (UNCCD)
• 2005, First Filipino Chair, Alliance Executive of the Alliance of Centers
• 2004-2006, Member, UN Millennium Task Force on Hunger
• 2004-2006, Co-Chair of the Steering Committee and the Executive Committee of the CGIAR Consortium for Central Asia and Caucusus (CAC)
• 2004-2006, Member of the Steering Committee of the Asia Pacific Consortium on Agricultural Biotechnology (APCoAB)
• 2001-2002, Chair, Public Awareness & Resource Mobilization Committee of the CGIAR
• 1997-1999, Member, Oversight Committee of the CGIAR
• 1997-1999, Member, Governing Board, International Crops Research Institute for the Semi- Arid Tropics (ICRISAT)
• 1997-1999, Member, Board of Trustees, Centro lnternacional de Mejoramiento de Maiz y Trigo (CIMMYT)
• 1997-1999, Member, Oversight Committee, Consultative Group on International Agricultural Research (CGIAR)
• 1997-1998, Chairperson, Council for Partnership on Rice Research in Asia (COPRA), IRRI
• 1997, Member, Policy Advisory Council, Australian Centre for International Agricultural Research (ACIAR)
• 1997, Affiliate Professor, Institute of Environment Science and Management (IESAM) - UP at Los Banos
• 1996-1998, Member, Executive Committee, Asia-Pacific Association of Agricultural Research Institutions (APAARI)
• 1995-present, Member, Philippine Council for Sustainable Development, National Economic Development Authority
• 1994-present, Member, National Selection Committee, UNDP Global Environmental Facility- Small Grants Programme
• 1994-present, Member, Philippine Sugar Research Institute Foundation, Inc.
• 1994-1996, Chair, Asia-Pacific Association of Agricultural Research Institutions (APAARI)
• 1994-1995, Project Director, Development Support Communication for International Agricultural Technology Transfer Projects (FAO-UNDP)
• 1993-present, Chairperson, National Coordinating Committee, Sustainable Agriculture and Natural Resources Management-Collaborative Research Support Program (SANREM-CRSP), USAID
• 1993-present, National Coordinator, UN - FAO Underutilized Tropical Fruits in AsiaNetwork
• 1993-present, Member, Academic Consultative Committee- Southeast Asia Regional Center for Graduate Study and Research in Agriculture (SEARCA)
• 1991-1993, Chair, Governing Board, UN/ESCAP Coarse Grains, Pulses Research and Training Centre (CGPRTC), Indonesia
• 1991-1993, Chairman, Governing Board UN/ESCAP CGPRT Centre, Bogor, Indonesia
Boards, Committees, Special AssignmentsThe Philippines
• 1998-1999, Presidential Adviser for Food Security and Rural Development, and Secretary of Agriculture
• 1996, President, PCARRD Scholars Association and Honorary Fellow of CSSP
• 1995-1998, Member, Philippine Council for Sustainable Development under the National Economic Development Authority (NEDA)
• 1995-1997, Vice President, Conservation Farming Movement
• 1995, President and Life Member, CSSP and the Society for the Advancement of the Vegetable Industry (SAVI)
• 1994-1998, Chair, National Council Committee of the Plant Genetic Resources of the Philippines
• 1994-1995, Project Director, Development Support Communication for International Agricultural Technology Transfer Projects (FAO-UNDP)
• 1994, National Coordinator, UN-FAO Underutilized Tropical Fruits in Asia Network
• 1994, Member of the Technical Panel for Agricultural Education of the Commission on Higher Education (CHED)
• 1994, Member, Governing Board of the Philippine Rice Research Institute (PhilRice)
• 1994, Member, Academic Consultative Committee-Southeast Asian Regional Center for Graduate Study and Research in Agriculture (SEARCA)
• 1994, Member, National Selection Committee for the UNDP Global Environmental Facility- Small Grants Programme
• 1994, Member, Governing Board, Philippine Rice Research Institute (PhilRice)
• 1993, Chairperson, National Coordinating Committee of the Sustainable Agriculture and Natural Resources Management-Collaborative Research Support Program (SANREM-CRSP)
• 1987-1988, Member, Governing Board, Cotton Research and Development Institute (CRDI)
• 1979-1987, Research Coordinator, Highland Agriculture and Resources Research and Development Consortium (HARRDEC) – CAR
FORMER HEADS OF AGRICULTURE
Ministry of Agriculture, Industry and Commerce
• Jose Alejandrino (June 23, 1898-January 21, 1899)
* The Department was clustered under the Ministry of Welfare from January to May 1899.
• Graciano Gonzaga (January 21, 1899-May 7, 1899)
• León María Guerrero (May 7, 1899-November 13, 1899)
* The Department was demoted to a bureau, the Bureau of Agriculture, subordinate to the Department of the Interior from 1902 to 1910, then under the Department of Public Instruction from 1910 to 1917.
Director of Bureau of Agriculture - Department of Interior
• Frank Lamson-Scribner
• WC Welborn
• Dr. George Nesom
Director of Bureau of AgricultureDepartment of Public Instruction
• Frederick Taylor (1911-1914)
• Harry Edwards (1914-1916)
• Adriano Hernandez (1917)
Secretaries of Agriculture and Natural Resources
• Galicano Apacible (1917-1921)
• Rafael Corpus (1921-1923)
• Silvestre Apostol (1923-1928)
• Rafael Alunan, Sr. (1928-1932)
Secretaries of Agriculture and Commerce
• Rafael Alunan, Sr. (1932-1932)
• Vicente Singson Encarnacion (1932-1932)
• Eulogio Rodriguez (1933-1934)
• Benigno Aquino, Sr. (1934-1935)
• Rafael Alunan, Sr. (1935-1941)
Secretaries of Finance, Agriculture and Commerce
• Jose Abad Santos (December 26, 1941-March 26, 1942)
• Andrés Soriano, Sr. (March 26, 1942-July 31, 1944)
• Manuel Nieto (August 8, 1944-February 27, 1945)
Commissioner of Agriculture and Commerce
• Rafael Alunan, Sr. (January 23, 1942-October 14, 1943)
Minister of Agriculture and Commerce
• Rafael Alunan, Sr. (October 14, 1943-March 20, 1945)
Secretary of Justice, Agriculture and Commerce
• Delfin Jaranilla (February 27, 1945-July 12, 1945)
Secretaries of Agriculture and Commerce
• Vicente Singson Encarnacion (July 12, 1945-1946)
• Mariano Garchitorena (May 28, 1946-1947)
Secretaries of Agriculture and Natural Resources
• Mariano Garchitorena (1947-September 1948)
• Placido L. Mapa (September 21, 1948-1950)
• Fernando Lopez (December 14, 1950-1953)
• Placido L. Mapa (1953-1953)
• Salvador Z. Araneta (March 10, 1954-1955)
• Juan G. Rodriguez (April 12, 1956-August 1960)
• Cesar Fortich (1960-1961)
• Jose C. Locsin (September 1961-December 30, 1961)
• Benjamin M. Gozon (1962-1963)
• Jose Y. Feliciano (1963-1965)
• Fernando Lopez (December 30, 1965-1971)
• Arturo R. Tanco, Jr. (1971-May 17, 1974)
Secretary of Agriculture
• Arturo R. Tanco, Jr. (May 17, 1974-June 1978)
Minister of Agriculture
• Arturo R. Tanco, Jr. (June 1978-June 30, 1981)
Ministers of Agriculture and Food
• Salvador H. Escudero III (1984-1986)
• Ramon V. Mitra, Jr. (March 25, 1986-March 9, 1987)
Secretaries of Agriculture
• Carlos G. Dominguez III (March 9, 1987-1989)
• Senen C. Bacani (1990-June 30, 1992)
• Roberto S. Sebastian (June 30, 1992-January 31, 1996)
• Salvador H. Escudero III (February 1, 1996-June 30, 1998)
• William D. Dar (June 30, 1998-May 24, 1999)
• Edgardo Angara (May 25, 1999-January 6, 2001)
• Domingo F. Panganiban (January 8, 2001-February 11, 2001)
• Leonardo Q. Montemayor (February 12, 2001-December 8, 2002)
• Luis P. Lorenzo, Jr. (December 9, 2002-August 15, 2004)
• Arthur C. Yap (August 23, 2004-June 30, 2005)
• Domingo F. Panganiban (July 16, 2005-October 25, 2006)
• Arthur C. Yap (October 25, 2006-February 24, 2010)
• Bernie G. Fondevilla (March 8, 2010-June 30, 2010)
• Proceso J. Alcala (July 01, 2010-June 30, 2016)
• Emmanuel F. Piñol (July 01, 2016-June 18, 2019)
• William D. Dar (December 17, 2019-Present)
8 Paradigms To Level Up Agriculture
01 MODERNIZATION OF AGRICULTURE
Modernization and the use of modern technology must also cover all crops, including those with export potential in processed or value-added form like coffee, cacao, cassava, tropical fruits, and rubber, among others. Relative to that, there is a need to diversify crop production in the Philippines as about 80 percent of the country’s farmlands are devoted to only three crops: rice, corn, and coconut.
Agripreneurship should also form part of the paradigm to modernize Philippine agriculture, as farming and fisheries should be treated as business undertakings or industries.
Agripreneurship is also one of the components to industrialize Philippine agriculture.
02 INDUSTRIALIZATION OF AGRICULTURE
Agriculture must be treated as an industry, with the objective of industrializing the value chain of every agricultural commodity. While productivity increase is a major objective, it is equally important to produce more income by value adding, processing, manufacturing, and developing markets for both raw and processed agricultural products.
There is also a need to engage the private sector in investing and setting up of more agri- based industries in the countryside and developing markets for agriculture products.
Relative to the industrialization of Philippine agriculture is creating the framework for the digitization of farming and agribusiness activities in the country where credit is made available, affordable and accessible.
03 PROMOTION OF EXPORTS
The country should have a systematic and long-term strategy in developing and promoting exports of raw and processed agricultural products. This would require achieving economies of scale in on-farm production that would generate sustained quantity and quality of export products.
The private sector’s role will be essential in developing and promoting agricultural products. At present, the Philippines only has two agricultural products that earn at least $1 billion per year in export receipts: bananas; and coconut products (mostly in oil form). Thailand has 13 types of farm exports earning over $1 billion each year, Indonesia has five, and Vietnam has seven.
A convergence of efforts of the Department of Agriculture, and the Department of Trade and Industry including other departments will be necessary.
04
05
FARM CONSOLIDATION
The government must promote and support farm consolidation arrangements to bring about economies of scale, particularly for crops that require mechanization and massive use of technology. These schemes include block farming, trust farming, contract farming, and corporative farming that will make farming more efficient, where technology is used, where cost of production is reduced, and farm productivity and incomes are increased.
INFRASTRUCTURE DEVELOPMENT
Agricultural areas need infrastructure development and logistics to improve their linkages to the urban/domestic and export markets. Thus, a “Build, Build, Build” program is also a must for agriculture. There is also a need to engage the private sector in a “build and transfer” scheme to accelerate the development of national irrigation systems.
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ROADMAP DEVELOPMENT
The government and the private sector with the strong and popular support from the citizenry, must provide the necessary budget and investment to grow and develop Philippine agriculture. The increased budget will help unlock the bigger potential contribution of agriculture and agribusiness to the economy, including more employment opportunities.
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HIGHER BUDGET AND INVESTMENTS FOR AGRICULTURE
The country’s agriculture sector needs the help of both the Senate and the House of Representatives, for policy and structural reforms that need to be legislated and institutionalized.
LEGISLATIVE SUPPORT
The government, through the Department of Agriculture, should take the lead in generating the “big ideas” for the roadmap, and should solicit inputs from the private sector and other stakeholders.
The roadmap should also actively involve the private sector, which may have more access to the export markets and funding for research for development.
A value-chain approach to level up Philippine agriculture, while making sure the smallholders also earn their fair share of the fruits of production along the value chain.
THE DEPARTMENT OF AGRICULTURE
LOGO
Golden Grains
symbolize the goal that the Department seeks to attain for the sector - bountiful harvest - manifested in agricultural productivity, food security, and self-sufficiency.
Green Stalks Tied Together
represent the various agencies and offices of the Department covering its commodity and functional concerns, i.e., crops, livestock, fisheries, alongside the provision of production support, research and development, product standards, sectoral policy and planning, credit, marketing support, extension, training, information and education tied together in a spirit of unity and cooperation to effectively deliver the package of services essential to attain this “bountiful harvest”.
CENTRAL OFFICE OPERATING UNITS
Internal Audit Service (IAS)
The Internal Audit Service (IAS) shall conduct comprehensive audit in all Services/Offices of the DA-Central Office, Regional Field Offices, Bureaus and other agencies under the supervision and control of the Department; and, shall report directly to the Department Secretary. Specifically, it shall have the following functions:
• Advise the Department Secretary on all matters relating to management control and operations audit;
• Conduct management and operations performance audit of the department proper, bureaus and regional offices’ functions, programs, projects, activities with outputs, and determine the degree of compliance with their mandate, policies, government regulations, established objectives, systems and procedures/processes and contractual obligations;
• Review and appraise systems and procedures/processes, organizational structure, asset management practices, financial and management records, reports and performance standards of the department proper, bureaus, and regional offices;
• Analyze and evaluate management deficiencies and assist top management by recommending realistic courses of action; and
• Perform such other related duties and responsibilities as may be assigned or delegated by the Secretary or as may be required by law. However, IAS shall not be responsible for or required to participate in procedures which are essentially part of regular operating activities or in operations which are the primary responsibility of another unit in the organization. IAS shall be detached from all functions of routine operating character
The Divisions under Internal Audit Service are: Operations Audit Division (OAD) and Management Audit Division (MAD)
CENTRAL OFFICE OPERATING UNITS
Planning and Monitoring Service (PMS)
• Formulate medium- and long-term plans, and the corresponding public investment program, addressing food security, poverty alleviation, social equity and income enhancement concerns
• Monitor and evaluate the implemented medium and annual plans and programs and other concerns of the Department
• Spearhead the annual plan and budget preparation and defense before the Congress and oversight agencies
• Lead the conduct of internal and external periodic evaluation of all DA programs and projects primarily to evaluate the effects/benefits of programs to farmers/fisherfolk.
• Represent the Department in various inter-agency committees, technical working groups Perform other functions as may be assigned by the Executive Committee
The Divisions under Planning and Monitoring Service are: Planning and Programming Division (PPD), Investment Programming Division (IPD), and Monitoring and Evaluation Division (MED)
Policy Research Service (PRS)
The mandate of the Policy Research Service (PRS) is to “analyze, review, formulate policies; monitor policy compliance; provide oversight; and assist in the resolution of any policy issue. It takes the lead in formulating policy and addressing policy issues that are national in scope and involve public interest. A policy issue is an actual controversy or conflict arising from policy. It may be an emerging issue or simply a provision of law that runs conflict to a related law. Policy issues require research, analysis, identification of options for its resolution, and consultation with stakeholders. The ultimate aim of the work of the Service is to assist DA management and units in the resolution of these issues, particularly if the issues are of national scope and involve interest of the public.
The function that will be strengthened with the creation of the Policy Research Service is the capacity to formulate, review, and analyze policy so that the Department can serve its mission to “provide the policy environment that is conducive to a competitive agriculture sector …. as a key to raising the quality of life’ and promoting food security, among others.”
The Divisions under Project Development Service are: Project Identification and Evaluation Division (PIED), Project Packaging and Resource Mobilization Division (PPRMD), and Central Agri-Fishery Engineering Division (CAFED)
UNITS
Agribusiness and Marketing Assistance Service (AMAS)
The Agribusiness and Marketing Assistance Service was created by virtue of Administrative Order No. 14 Series of 1999 through the merging of the Agribusiness Investment Information Service (AIIS) and the Marketing Assistance Service (MAS). This restructuring was in compliance with the provisions of DA AO No. 6 Series of 1998 or the Implementing Rules and Regulations of the Agriculture and Fisheries Modernization Act (AFMA). The core functions of AMAS are the following:
• Develop and facilitate the implementation of a national plan for agribusiness development and investment promotion to guide the prioritization and targeting of government assistance to industries with high potential for growth and global market competitiveness;
• Develop partnership mechanisms with producers, traders, exporters, importers, investors, entrepreneurs and local government units to promote Philippine agriculture and fishery products and agribusiness investments globally (local and international);
• Continue to strengthen market access of Philippine agribusiness and the promotion of agribusiness investments globally. AMAS shall coordinates with office of DA’s International Affairs Division;
• Analyze evolving market trends through the conduct of comprehensive and incisive market assessments and commodity/industry studies to scan emerging demand for agricultural products both in the domestic and export markets and enhance competitiveness of agricultural and fishery products;
• Provide business advisory assistance to agribusiness investors and entrepreneurs in the form of relevant and critical information about agro-industries, competitiveness and factors affecting the growth of industries, among others;
• Continue strengthening the network with DA attached agencies, bureaus and regional field Offices (RFOs), SCUs, other government agencies (e.g. BOI-DTI, DILG, DAR, LBP, MARINA, PPA, DOTC, among others); other entities to include private organizations (i.e. ASME associations, Commodity Councils, Cooperatives, etc.) and non-government organizations in various agribusiness concerns;
• Collaborate with DTI-Bureau of Export Trade Promotion (BETP), Bureau of Domestic Trade Promotion (BDTP) and Center for International Trade, Exposition and Mission (CITEM) and serve as DA focal unit in domestic and export trade promotion;
• Serve as the focal unit of the Department of Agriculture on enterprise development, domestic and export development, logistics and distribution interventions, agribusiness investments, consumers’ affairs, promotion of product standards and food safety, halal , and organic farming; and Lead unit of the One Stop Agribusiness Center (OSAC) in the provision of relevant agribusiness information and referrals to concerned institutions and individuals
The Divisions under Agribusiness Marketing Assistance Service are: Market Development Division (MDD), Agribusiness and Investment Promotion Division (AIPD), and Agribusiness Industry Support Division (AISD)
CENTRAL OFFICE OPERATING UNITS
Field Operations Service (FOS)
FOS serves as the coordinating body/ functional link of the DA Central Office to the Regional Field Offices (RFOs), Bureaus and Attached Agencies and other offices for program implementation and timely delivery of public goods and services to the LGUs through the RFOs (EO 366).
• Coordinate the provision of technical support in the formulation of operational policies and program guidelines to the RFOs
• Coordinate and implement disaster risk reduction management (DRRM) activities such as disaster preparedness mitigation, prevention, rehabilitation and recovery.
• Coordinate and implement agricultural engineering regulations and standards.
• Conduct operational monitoring of programs/ projects, consolidation of periodic reports and identify /resolve implementation bottlenecks and issues.
• Maintain operational database of commodity programs, agri-infrastructure and foreign assisted projects in support to the data needs of the DA ExeCom, Oversight Committees and Donor Agencies.
• The Divisions under Field Operations Service are: Field Programs Operational Planning Division (FPOPD), Field Programs Coordination and Monitoring Division (FPCMD), and Special Projects Coordination and Management Assistance Division (SPCMAD)
Administrative Service
The Administrative Service spearheads the continuing development of Departmentwide standardized systems and procedure to improve the quality and efficiency of administrative services at all levels of implementation. It is responsible for managing the assets of the Department, generating income from these assets and providing an efficient procurement program.
The Administrative Service is also responsible in providing staff support services in administration and management.
The Divisions under Administrative Service are: Personnel Division, Human Resource Development Division (HRDD), General Services Division (GSD), Records Division, Procurement Division, Agriculture and Fisheries Information Division (AFID)
UNITS
Financial Management Service
The FMS performs the following functions:
• Synchronize the preparation of budgets and financial plans with other DA units and offices
• Closely coordinate with the Planning and Programming Division of the Planning Service regarding the preparation of agency plans and programs.
• Conduct regular monitoring of fund releases and disbursements made by the various offices under the Department.
• Establish closer coordination with the DBM, COA, Bureau of Treasury, Congress and other fiscal agencies of the national government.
• Conduct consultations with the other DA units and offices with regard to their fiscal requirements.
• Evaluate control systems in place and determine any flaws and/or deficiencies in it. Provide the leadership in the development of a transparent and predictable system of financial management in all agencies and bureaus of the Department.
• Provide the Secretary through the Assistant Secretary for Support Services regular advice on cost-efficiency measures and financial reports. It shall continually innovate to simplify financial transactions of the Department.
• Develop and implement a continuing education program to improve the efficiency and professionalize the management of the financial resources of the Department.
• Advise the DA top management on budgetary and financial matters including, but not limited to, technical assistance in the application and utilization of budgetary methods and preparation of financial reports.
• Facilitate the release of funds to enhance delivery of necessary support services to the clientele of the DA.
The Divisions under Financial Management Service are: Accounting Division, Management Division, and Budget Division
Legal Service
The Legal Service is mandated under the Administrative Code (EO 292) to handle the legal requirements including those pertaining to the quasi-judicial and regulatory functions of the Department Proper and its Bureaus. In particular, the following are the functions of the Legal and Legislative Affairs Service:
• Attend to the tasks assigned by the Office of the Secretary (OSEC), particularly drafting legal opinions for the Secretary, crafting administrative issuances, reviewing proposed Memoranda of Agreements (MOAs), Memoranda of Understanding (MOUs), resolving administrative cases involving personnel of the OSEC, the different regional field offices of the Department and its attached bureaus and agencies, and reviewing, on appeal to the Office of the Secretary, cases of personnel of its attached bureaus and agencies;
CENTRAL OFFICE OPERATING UNITS
• Attend to the requests for legal assistance from the different units under the OSEC, the regional field offices, and the attached Bureaus and Agencies of the Department, including resolving issued in conflicting claims regarding Fishpond Lease Agreements (FLAs);
• Prepare the necessary pleadings and other documents on matters relating to litigation, conduct investigations of administrative complaints against Department officials and employees, and hear and adjudicate administrative cases involving administrative violations of the Department’s rules and regulations, including consumer complaints regarding agricultural products, and prepare the appropriate recommendations for approval by the agency head;
• Reviews decisions on legal/administrative matters brought to the Secretary on appeal;
• Assist the Office of the Solicitor General (OSG) in the preparation, initiation and conduct of court actions affecting the Department, its officials and employees, and attend the hearings in courts and prepare the necessary pleadings in cases when deputized by the OSG;
• Serve as the Secretariat for the Fact Finding and Formal Investigating Committees of the Dulugan Bayan Desk in the DA, and its staff to serve as members of its different committees. The Dulugan Bayan, which is the central body to act on the various complaints filed with the DA, was created under Special Order No. 15, s. of 2005 pursuant to Presidential Memorandum Order No. 126, s. of 2003
• Liaise with the Congress of the Philippines, and coordinate with the concerned unit in the Department in relation to proposed legislations;
• Evaluate and review requests for assistance from the Congress of the Philippines in relation to proposed legislations involving the agriculture and fishery sectors, refer the same to the concerned agencies for comments, synthesize the request and the comments of the concerned agencies, and prepare the draft of the position of the Department in relation to the request;
• Perform such other assignments requiring legal training.
The Divisions under Legal Service are: Research and Regulations Division (RRD), and Litigation and Adjudication Division (LAD)
Information and Communications Technology Service (ICTS)
The Service provides the leadership in the development and implementation of reliable and cost effective information and communication technology systems of the Department at all levels of implementation. It undertakes measures to ensure the system’s security, integrity and reliability. The ICTS provides over-all orchestration and guidance on ICT of all DA agencies in making the most of knowledge managed, stored or shared within the Department.
UNITS
The ICTS performs the following functions:
• • Formulate policies and guidelines in the design, acquisition, maintenance, use and disposal of IT to guide all DA units/offices and NIN stakeholders and key players in their related activities;
• Develop and manage the Department’s, as well as the NIN’s basic information infrastructure, resources and processes, which include among others, the overall communications backbone, the hardware, software and databases that utilizes the backbone;
• Provide technical assistance in the design, development and maintenance of DA ICT solutions which will enhance the Department’s program/support units/offices, as well as improve its data collection, processing, analysis and dissemination capabilities;
• Coordinate/spearhead the identification of the data needs of the department as a whole and its operating units;
• Oversee the organization and security of the department’s data holdings in a manner that will facilitate the transformation of data to information and information to knowledge;
• Ensure the availability of all relevant data from the department’s data holdings to each operating units;
• Formulate plans and strategies to keep DA’s ICT resources current and up-to-date;
• Develop and maintain the Department’s Library (both physical and electronic) to provide service that makes available the knowledge and experience on the fields of agriculture, fisheries, and information technology;
• Develop/formulate and implement ICT Training Programs in collaboration with the appropriate national and private training institutions to enhance the IT skills of DA personnel as well as key operators and users of the NIN; and
• Institutionalize linkages and partnership of the DA ICT sector with other government and non-government users of agriculture and fisheries information in order to enhance the long term sustainability of the NIN and ensure its accessibility to end-users
The Divisions under Information and Communications Technology Service are: ICT Planning and Standards Division (ICT-PSD), Systems and Application Development Division (SADD), Database Management Division (DMD), and Network Operations and Management Division (NOMD)
ONBOARDING
The Personnel Division shall notify the newly appointed or promoted employee with regard to his/her approved appointment and shall require him/her to submit the following requirements:
Newly appointed employees
• Fully accomplished Personal Data Sheet (CSC Form 212, Revised 2017)
• Attachment to CSC Form 212 (Work Experience Sheet)
• Authenticated Eligibility/License
• Authenticated Diploma and Transcript of Records
• Medical Certificate (CS Form No. 211, Revised 2018)
• Three (3) original copies of Sworn Statement of Assets, Liabilities and Net Worth (SALN)
• NBI Clearance
• Individual Performance Commitment and Review (IPCR) – Targets
• Office Clearance (Contract of Service under DA-CO, Bureaus, and Attached Agencies)
• Resignation Letter (Contract of Service under DA-CO)
• Position Description Form (In new position)
• Oath of Office
• Assumption to Duty
Promoted employees (within DA-CO)
• Fully Accomplished Personal Data Sheet (CS Form 212, Revised 2017)
• Attachment to CSC Form 212 (Work Experience Sheet)
• Authenticated Eligibility/License
• Position Description Form (In new position)
• Oath of Office
• Assumption to Duty
Promoted employees (outside DA-CO)
• Fully Accomplished Personal Data Sheet (CS Form 212, Revised 2017)
• Attachment to CSC Form 212 (Work Experience Sheet)
• Authenticated Eligibility/License
• Authenticated Diploma and Transcript of Records
• Medical Certificate (CS Form No. 211, Revised 2018)
• Three (3) original copies of Sworn Statement of Assets, Liabilities and Net Worth (SALN)
• NBI Clearance
• Office Clearance
• Authority to Transfer
• Position Description Form (In new position)
• Oath of Office
• Assumption to Duty
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The employee signs his/ her approved appointment paper.
All new/promoted employees shall attend the 2 day classroom-type orientation.
Another orientation shall be attended by rank and file employees
Where to get?
• Personnel Division
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The employee shall submit additional requirements for the processing of initial salary.
Issuance of agency employee number and registration in the biometrics system/bundy clock by the Personnel Division.
To be conducted by the Human Resource Development Division (HRDD).
Components:
• Overview of the DA-CO as an organization and generally includes the history, vision, mission, culture, organizational structure, and its mandates.
• Topics on leave privileges, employee benefits, Pag-ibig benefits, GSIS benefits, and other workplace practices.
• Strategic Performance Management System
• Learning and Development
• RA 6713 (Rules Implementing the Code of Conduct and Ethical Standards for Public Officials and Employees)
Newly appointed employee:
• Pag-ibig ID
• Philhealth ID
• BIR 1905
• BIR 2316
Promoted employee (outside DA-CO)
• Pag-ibig ID
• Philhealth ID
• BIR 1905
• BIR 2316
• Certificate of last salary received
• Certificate of Leave Credits
• Service Record
• On the first week at work, the employee shall be officially introduced to his/her place of assignment and will be exposed to the actual operations of his/her division.
• The Supervisor shall discuss the division/office targets, roles, and responsibilities as well as performance expectations/work targets and provide the schedule of activities for the new employee. The Supervisor shall also mentor the new employee on the crafting of the Individual Performance Commitment and Review (IPCR) to ensure that he/she understands the targets.
• The immediate superior shall discuss the six (6) months probationary period.
• A progress review meeting shall be conducted at the end of the employee’s first month of service. The Supervisor and his/her other subordinates shall provide feedback on the employee’s performance.
• During the first three (3) months, the new employee shall attend learning and development interventions for him/her to skillfully dispense his/her duties and responsibilities.
• Performance Evaluation. On the last days of the third month, the supervisor shall meet with the new employee to discuss the latter’s progress. It shall be stressed that as a new employee, he/she is under the probationary status. As such, he/she is required to have a “Very Satisfactory” ratings on his/her performance evaluation.
1. A performance check shall be conducted to ensure that the new employee performs his/her best. Learning and development interventions shall be continuously provided.
2. Upon completion of the six (6) months onboarding process, the new employee’s performance shall again be evaluated by the supervisor. The results of the IPCR and behavior evaluation report shall serve as basis for his/her retention or development.
PERSONNEL DIVISION
RESPONSIBLE FOR PROVIDING THE DEPARTMENT WITH ECONOMICAL, EFFICIENT AND EFFECTIVE SERVICES RELATING TO HUMAN RESOURCE MANAGEMENT AND ADMINISTRATION
FUNCTIONS
• Advises management on human resource management policies and administration;
• Assists the management in the formulation of human resource policies and programs;
• Develops and administers human resource program which include selection and placement, classification and pay, performance evaluation, personnel relation and discipline, leave administration and employee welfare benefits, awards and incentives;
• Acts on all matters concerning recruitment, placement, promotions, transfer, attendance, performance evaluation, leave of absence, appointments and other human resource concern;
• Maintains personnel records and statistics; and
• Performs such other functions as may be provided by law.
RECRUITMENT, PLACEMENT AND DOCUMENTATION SELECTION
BASIC POLICIES
1. There shall be equal employment opportunity for men and women at all levels of position in the agency, provided they meet the minimum requirements of the position to be filled.
2. The Unified Merit Promotion Plan shall cover positions in the first, second and third levels and shall also include original appointments and other related personnel actions.
3. When a position in the first, second or third level becomes vacant, applicants for employment who are competent and qualified shall be considered for permanent appointment.
• Filling of vacant positions in the Department shall be made after compliance with the required at least ten (10) calendar days of publication and posting of the said vacant positions.
• The publication of a particular vacant position shall be valid until filled up but not to extend beyond nine (9) months reckoned from the date the vacant position was published.
4. The following positions are exempt from the publication requirement:
• Primarily confidential positions;
• Positions which are policy determining;
• In case of reorganization;
• Highly technical positions;
• Other non-career positions;
• Third level positions (Career Executive Service); and
• Positions to be filled by existing regular employees in the agency in case of reorganization.
5. Human Resource Merit Personnel and Selection Board (HRMPSB) for first and second level positions shall be established in every agency.
6. All candidates for appointment to first and second level positions shall be screened by the HRMPSB.
7. For vacancies in the first and second levels, all qualified next-in-rank employees shall be automatically considered candidates for promotion to the next higher position. Those who are qualified but not next-in-rank shall have to apply in writing.
8. The comparative competence and qualification of candidates for appointment shall be determined on the basis of:
8.1 PERFORMANCE
• For appointment by promotion, the performance rating of the appointee for the last rating period prior to the effectivity date of the appointment should be at least very satisfactory.
• For appointment by transfer involving promotion, the performance rating for the last rating period immediately preceding the transfer from the former office or agency should be at least very satisfactory.
8.2 EDUCATION AND TRAININGS
• include educational background, successful completion of training courses accredited by the Civil Service Commission, scholarships, training grants and others which much be relevant to the duties of the position to be filled.
8.3 EXPERIENCE AND OUTSTANDING ACCOMPLISHMENTS
• include occupational history, relevant work experience acquired either from the government or private sector and accomplishments worthy of special commendation.
8.4 PSYCHO - SOCIAL ATTRIBUTES AND PERSONALITY TRAITS
• refer to the characteristics or traits of a person which involve both psychological and social aspects. Psychological includes the way a person perceives things, ideas, beliefs and understanding and how such person acts and relates these things to others and in social situations.
8.5 POTENTIAL
• refers to the capacity and ability of a candidate to assume the duties of the position to be filled and those of higher or more responsible positions.
9. An employee may be promoted or transferred to a position which is not more than three (3) salary, pay or job grades higher than the employee’s present position except in very meritorious cases, such as: if the vacant position is next-in-rank as identified in the System of Ranking Positions (SRP) approved by the head of agency, or the lone or entrance position indicated in the agency staffing pattern.
10. Promotion within six (6) months prior to compulsory retirement shall not be allowed except as otherwise provided by law.
11. A notice announcing the appointment of an employee shall be posted in three (3) conspicuous places in the agency a day after the issuance of the appointment for at least fifteen (15) calendar days.
12. The approved agency Merit Selection Plan shall be used as one of the bases for the expeditious approval of appointments, for attestation and accreditation to take final action on appointments.
The Distribution of percentage weights are allocated as follows:
PROMOTION
Psycho-Social Attributes Potentials
RECRUITMENT
Psycho-Social Attributes Potentials
To join the Department of Agriculture, you must have undergone the screening process for the recruitment and selection of its personnel, in accordance with standards and guidelines set by the Civil Service Commission as the central personnel agency of the government.
When screening applicants, the department uses qualification standards for a class of positions in terms of education, training and experience, civil service eligibility, psychosocial attributes, potential and other qualities required for efficient performance.
PUBLICATION OF VACANT POSITIONS
Vacant positions should be submitted to the Civil Service Commission (CSC) for posting in their Bulletin of vacant Positions.
Said list of vacant positions shall likewise be published and posted at three (3) conspicuous places and at DA website for at least ten (10) calendar days prior to filling up.
ACCEPTING OF APPLICANTS
Applicants should submit complete set of required documents:
1. Personal Data Sheet (PDS);
2. CSC Eligibility/Licensure Exam (PRC);
3. Diploma & Transcript of Records;
4. Certificate of trainings/seminars attended;
5. Certificate of Employment (for non gov’t applicants);
6. Service Record (for gov’t employees);
7. Performance Evaluation (IPCR) for applicants applying for promotion; and
8. S.O./designations that an applicant is performing managerial or supervisory functions (for chief/assistant chief of division positions).
RECRUITMENT AND SELECTION PROCESS
1. Evaluation of applicants based on documents submitted;
2. Qualification Assessment Forms of applicants will be forwarded to the Division Chief (DC) concerned where vacancy exists for further evaluation. The DC will rate the applicants in two (2) factors: Psychosocial attributes and potentials by administering exam and/or interview;
3. Upon the return of the duly accomplished evaluation form, the PSB Secretariat (Personnel Division) will rank the applicants according to the results submitted by the Division Chief;
4. The Personnel Selection Board will convene, evaluate and interview applicants and come up with the shortlist of candidates;
5. Short list of candidates will then be forwarded to the appointing authority for signature; and
6. Preparation of appointment.
DA CENTRAL OFFICE Recruitment and Selection Process Flow
Publication of Vacant Positions
Checking of the Documentary Requirements
Online Profile Registration
Entrance Examination Incorrect/ Insufficient Data Evaluation
Return Application
Division Chief Interview an/or technical exam Processing
Form
HRMPSB Behavioral Event Interview (Panel Interview)
HRMPSB Shortlist
PERSONNEL WELFARE AND BENEFITS SECTION
SALARY AND OTHER REMUNERATIONS
As a member of the Department of Agriculture you have the following benefits and privileges:
You will receive the basic salary stated in your appointment upon your assumption of duty/office. Said amount will be adjusted accordingly upon issuances of directives from the Department of Budget and Management (the latest of which is National Budget Circular 575 dated March 25, 2019).
• PERSONNEL ECONOMIC RELIEF ALLOWANCE (PERA)
The Personnel Economic Relief Allowance (PERA) in the amount of Two Thousand Pesos (P2, 000.00) is granted monthly.
• UNIFORM AND CLOTHING ALLOWANCE
Uniform and Clothing Allowance of not more than Six Thousand (P6, 000.00) Pesos per year. Employees who have rendered at least six (6) months of service are eligible for the said benefit, subject to COA guidelines.
• STEP INCREMENTS
After rendering at least three (3) years of continuous satisfactory service in a particular position, you shall be elevated to the next salary step, maximum of which is until Salary Step eight (8).
• MID-YEAR BONUS
Mid-Year Bonus is equivalent to one-month basic salary. As a rule, employees who have rendered at least four (4) months of service are eligible for the said benefit, subject to guidelines issued by the DBM.
• YEAR-END BONUS
Year-end Bonus is equivalent to one-month basic salary, subject to guidelines issued by the DBM.
• CASH GIFT
Yearly cash gift of Five Thousand Pesos (P5, 000.00).
• PRODUCTIVITY ENHANCEMENT INCENTIVE (PEI)
The yearly PEI, in the amount of Five Thousand Pesos (P5, 000.00) shall continually be granted across-the-board, in accordance with the guidelines to be issued by DBM.
• SPORTS INCENTIVE ALLOWANCE
An amount not exceeding One Thousand Five Hundred Pesos (P1, 500) in a year may be used for the purchase of uniform or costume and other related expenses in the conduct of cultural and athletic activities per employee.
• LOYALTY AWARD
Cash award of One Thousand Hundred Pesos (P1, 000.00) per year will be given for the first ten (10) years of continuous service, succeeding awards shall be given every five (5) years thereafter.
• COLLECTIVE NEGOTIATING AGREEMENT INCENTIVE (CNA)
The CNA Incentive to government employees in the amount of not more than TwentyFive Thousand (P25, 000,00) subject to conditions set forth.
• PERFORMANCE-BASED BONUS (PBB)
The PBB, which is a top-up bonus, shall be given to personnel of bureaus or delivery units in accordance with their contribution to the accomplishment of their Department’s overall targets and commitments, subject to the conditions set forth by the oversight committee.
The following contributions will be paid for you by the Department of Agriculture:
• GSIS CONTRIBUTION
• Employees Compensation Insurance Premium EMPLOYER’S CONTIBUTIONS
Twelve percent (12%) of your basic salary will be paid to GSIS as employer’s contribution to your Life and Retirement Benefits. The following are theGSIS benefits:
• Retirement Benefits
- Old Age Pension
• Disability benefits
• Survivorship benefits
• Sickness benefits
• Life Insurance benefits
- Compulsory Life
- Optional Life
• Salary and Policy Loan
• Employees Compensation
• Accidental Death Benefit
• Dividends
• Real Estate Loan for Home Compensation
Government share = 1% of your basic salary
• PAG-IBIG CONTRIBUTION
P100.00 monthly
• PHILHEALTH CONTRIBUTION
Officials and employees who are receiving Forty Thousand Pesos (P40, 000.00) and above shall have a fix monthly premium equivalent to P550.00.
For employees who are receiving below the said amount, their monthly premium will be 2.75% x their basic salary divided by 2 of which the higher amount will be shouldered by DA.
*NOTE: AFTER CERTAIN PERIOD OF TIME THE EMPLOYEE CAN ALSO AVAIL OF LOANS OFFERED BY GSIS, PAGIBIG, AND LAND BANK
LEAVE OF ABSENCE
• ENTITLEMENT TO LEAVE PRIVILEGES
All government employees are entitled to a yearly benefit of: - 15 days’ vacation leave - 15 days’ sick leave
• MATERNITY LEAVE (RA 8282, as amended by RA 11210)
The maternity leave benefit shall be for one hundred five (105) days with full pay, and additional fifteen (15) days with full pay in case the female employee qualifies as a solo parent under RA 8972, or the “Solo Parents’ Welfare Act of 2000”.
In case of miscarriage or emergency termination of pregnancy, the maternity leave shall be for sixty (60) days with full pay.
In cases of live childbirth, an additional thirty (30) days without pay, can be availed of, at the option of the female employee, provided that the employer shall be given due notice.
• PATERNITY LEAVE
Every married male employee is entitled to seven (7) days leave every delivery up to the first four (4) deliveries of his wife.
• SPECIAL LEAVE PRIVILEGES
Three (3) days annually over and above the vacation, sick, maternity and paternity leaves.
• SPECIAL EMERGENCY LEAVE AFFECTED BY NATURAL CALAMITIES/DISASTERS
It can be availed within thirty (30) days from the first day of calamity declaration by proper government agency.
• PARENTAL LEAVE TO SOLO PARENT
A solo parent who has rendered government service for at least one (1) year, whether continuous or broken, is entitled to avail the parental leave of seven (7) days (yearly).
• ANTI-VIOLENCE AGAINST WOMEN AND THEIR CHILDREN ACT
Entitlement to a paid leave of absence not exceeding ten (10) days under RA 9262.
• THE MAGNA CARTA OF WOMEN
Granting of a yearly special leave benefits for women with gynecological disorder who will undergo surgical procedure: - for major operation – maximum of two (2) months - for minor operation - two (2) weeks
• REHABILITATION PRIVILEGE LEAVE
Officials and employees may be entitled to rehabilitation privilege for a maximum period of six (6) months for wounds and/or injuries sustained while in the performance of official duties.
• MONETIZATION OF LEAVE CREDITS
Minimum of ten (10) days and maximum of thirty (30) days, provided that at least five (5) days will be retained after monetization.
50% of all accumulated leave credits shall be allowed by valid and justifiable reasons, subject to discretion of the agency head and availability of funds.
• FORCED LEAVE/MANDATORY LEAVE
Employees with ten (10) days or more vacation leave credits shall be required to go on vacation leave whether continuous or intermittent for a minimum of five (5) working days every year. Mandatory annual five (5) days shall be forfeited if not taken during the year.
• APPROVAL OF TERMINAL LEAVE
Terminal Leave refers to the money value of the total accumulated leave credits of an employee based on the highest salary rate received prior to or upon retirement date/ voluntary separation.
• STUDY LEAVE
Subject to conditions and requirements, study leave may be granted, not exceeding six (6) months with pay, for the purpose of assisting qualified officials and employees to prepare for their bar or board examinations or to complete their master’s degree.
OTHER BENEFITS
DEPARTMENT ORDER NO. 15
Series of 2019
PROGRAM ON AWARD AND INCENTIVES FOR EXCELLENCE (PRAISE)
Department Level Awards
The Department shall develop and initiate the search for deserving employees who may be included in the screening of candidates for awards to be given such as:
1. Outstanding DA Official/Employee Awards - The Department award in various categories which shall be given to an individual or group of individuals in recognition of contributions from an idea or performance resulting in direct benefits to a single department.
• The PRAISE Committee shall evaluate the nomination for this category and recommend to the Head of the Department the most qualified nominees
• The award shall consist of a medallion or plaque containing the citation and signature of the Head of the Department. A cash amount of P25, 000.00 for each awardee shall be allocated for the purpose.
2. Best Official/Employee Award - granted to an individual or individuals who excelled among peers in a functional group, position of profession. A cash award of not less than the amount of P15,000.00 as approved in the Annual Procurement Plan, shall be given to outstanding employees plus a certificate of recognition or other forms of incentives as the committee may decide, e.g., Best Division Chief, Best Secretary, Best Legal Officer, Best Driver, Best Utility and other similar awards.
3. Best Organizational Unit Award - granted to the top organizational unit which may be a section, division or office on the basis of meeting the organization’s performance targets and other predetermined criteria such as Practice of Good Housekeeping Practices (5’S) etc. A cash award of not less than the amount of P15, 000.00 as approved in the Annual Procurement Plan plus a plaque of appreciation shall be awarded to the selected best organizational unit.
4. Such other awards which may come in various forms subject to approval by the Committee, as follows:
• Name to be posted in Agency Bulletin Board
• News feature in the DA News Letter
Agency Level Awards
The Department shall develop and initiate the search for deserving employees who may be included in the screening of candidates for awards to be given such as:
1. “Gantimpala Agad” Award - given outright to employees commended by clients for their courtesy, promptness, efficiency and dedication to duty.
2. Exemplary Behavior Award - based on the eight norms of conduct as provided under RA 6713 (Code of Conduct and Ethical Standards). The awardee will be automatically nominated by the agency PRAISE Committee to the Dangal ng Bayan Award.
3. Retirement Award - This Award shall be given to retirees who have rendered at least three (3) years of satisfactory government service. This award shall be in the form of plaque of appreciation, the design and citation of which shall be determined by the awarding office plus token such as wrist watch, ring, necklace with pendant and bag of agricultural products in the amount not exceeding P20,000.00
4. “Maagap” Award
Category Monetary Reward
Perfect Attendance
Flag Raising/Retreat Ceremony – Perfect attendance to Flag Raising Ceremony and Flag Retreat Ceremony
P5,000.00 + PLAQUE
Ten (10) awardees will be selected
P5,000.00 + PLAQUE
Ten (10) awardees will be selected
5. Such other awards which the Agency may decide to give such as:
• News features in agency newsletters
• Local Travel worth 30,000.00
Guidelines for various categories of award appended as Annex “A”.
TYPES OF INCENTIVES
The Department shall continuously search, screen and reward deserving employees to motivate them to improve the quality of their performance and install excellence in public service. As such the following types of incentives shall be regularly awarded:
1. Loyalty Award - granted to an employee who has served continuously and satisfactorily the agency for at least ten (10) years. The recipient shall be entitled to cash award of P1, 000.00 per year. Succeeding awards shall be given every five (5) years thereafter. Aside from cash award and plaque, a lap emblem/loyalty pin/pendant/ring in the amount not exceeding P10, 000.00 shall be given.
10 years - 10,000.00
15 years - 5,000.00
20 years - 5,000.00
25 years - 5,000.00
30 years - 5,000.00
35 years - 5,000.00
40 years - 5,000.00
45 years - 5,000.00
Other tokens such as watches, necklace with pendant, ring and the like not exceeding the amount of P15,000.00 may also be given to those employees who have rendered twenty five (25) to forty (45) years of service, subject to the approval of the Committee and funds availability.
2. Personnel Development Award - This award shall be given to officials and employees of the Department of Agriculture who have finished Bachelors, Masteral or Doctoral Degrees through their own personal expenses. The award shall be:
10,000.00 for Bachelor’s Degree
15,000.00 for Masteral Degree
20,000.00 for Doctoral Degree
Awarding shall be done during the DA Anniversary Celebration.
3. Length of Service Incentive - given to an official/employee who has rendered at least three (3) years of continuous satisfactory service in the same position. The salary adjustment shall be incorporated pursuant to Circular No. 1 s. 2012 issued jointly by the Civil Service Commission and Department of Budget and Management under Section 6 thereof.
4. Performance-Based Bonus - given to officials/employee in accordance with their contribution to the accomplishment of the Department’s overall targets and commitments to motivate higher performance and greater accountability. This incentive shall follow relevant existing guidelines.
5. Other incentives which the DA PRAISE Committee may recommend on the basis of special achievements, innovative approaches to assignments, exemplary service to the public and recognition by an outside group of a particular achievement.
FORMS OF AWARDS AND INCENTIVES
1. Compensatory Time –Off -granted to an employee who has worked beyond his/her regular hours without overtime pay.
2. Flexiplace - work arrangement allowed for qualified employees who have demonstrated responsibility, initiative and capacity to produce output/result and accomplishment outside of the workplace. Guidelines on Item No. 10.2 under Section X – Guidelines/Criteria.
3. “Salu-Salo” Together -meal hosted by superiors or supervisors for employees who have made significant contributions.
WHAT IS EXPECTED OF YOU AS A MEMBER OF DA FAMILY?
NORMS OF CONDUCT OF PUBLIC OFFICIALS & EMPLOYEES (RA 6713)
It is the policy of the State to promote a high standard of ethics in public service. Public officials and employees shall at all times be accountable to the people and shall discharge their duties with utmost responsibility, integrity, competence and loyalty, act with patriotism and justice, lead modest lives and uphold public interest over personal interest.
When you decide to work with the government, and in this case you are accepted in the Department of Agriculture, you are bound to observe certain norms of conduct in the performance of your duties.
You are employed by the office precisely to do certain tasks with dedication and serve the public courteously, justly and with impartiality regardless of whether clients are rich or poor, Christian or non-Christian, pro-administration or anti-administration. If you can say honestly to yourself at the end of the working day that you have earned your pay, then you have worked well.
Every public official and employee shall observe the following standards of personal conduct in the discharge and execution of official duties:
• COMMITMENT TO PUBLIC INTEREST
You must always put the interest of the public whom you serve over and above your personal interest. You are their servant, not their ruler. Thus, between your personal or family affairs and the service requirements of your office, the needs of your office or job must prevail.
• PROFESSIONALISM
You joined the civil service as your personal decision. You must, therefore, do your assigned work with utmost devotion and dedication to duty and with the highest degree of excellence, professionalism, intelligence and skill. Never believe that position allows you to extend undue favor or patronage.
• JUSTNESS AND SINCERITY
You must be true to the people you serve at all times. You must not treat the poor and the underprivileged less importantly than anyone. You must give them your personalized attention, if possible.
• POLITICAL NEUTRALITY
You must not consider the party affiliation of the public as a reason to serve them sloppily and unprofessionally. You should not also show your political color or prejudices.
• RESPONSIVENESS TO THE PUBLIC
Your primary concern is to help deliver services to the public accurately, promptly and speedily. If you can deliver it yourself, do so at once. Skip the office procedures that can cause “red tape”. You should not delay required actions on request from persons who transact simple matters with your agency especially if they come from economically depressed areas or from places very far from your office. In a way, you owe them your job.
• NATIONALISM AND PATRIOTISM
There is one office act or activity that you should not miss: flag-raising and retreat. As a government employee, you must stand erect with your right palm on left breast while singing the national anthem. Recite the “Panunumpa sa Watawat” at “Panunumpa ng Kawani ng Gobyerno” with seriousness.
• COMMITMENT TO DEMOCRACY
Always put your loyalty to your country above your loyalty to persons or political party. You show this by upholding the Constitution, living the principle of public accountability and always putting civilian supremacy over the military.
• SIMPLE LIVING
As long as you are a government employee, you must not indulge in extravagance or ostentatious display or whatever wealth you may have. Your modest salary should not permit you to do this. You must therefore practice simple living by leading a modest family life proper to your position and income.
SWORN STATEMENT OF ASSETS AND LIABILITIES (SALN)
Important Provision – R.A. 6713, Section 8 (Statements and Disclosure) through SALN
Public officials and employees have an obligation to accomplish and submit declarations under oath of, and the public has the right to know, their assets, liabilities, net worth, and financial and business interests including those of their spouses and of unmarried children under eighteen (18) years of age living in their households.
• A statement of Assets, Liabilities, and Net Worth;
• Disclosure of financial connections or business interests;
• Identification of relatives within the fourth degree of consanguinity or affinity, which also includes bilas; balae; and inso;
• Shall contain information on the following: real property and acquisition cost; other assets such as investments, cash on hand or in banks, stocks, bonds, and the like; liabilities and; all other business interests;
• The SALN is made under oath. Falsification of any information therein or failure to file or report information may subject the employee to disciplinary action. Deliberate and willful falsification of information may also subject the employee to criminal prosecution.
• The documents must be filed:
- By all officials and employees;
- Within thirty (30) days after assumption of office;
- On or before April 30, of every year thereafter; and
- Within thirty (30) days after separation from the service.
- Failure of an official or employee to submit his/her SALN and failure to correctly disclose any asset, liability, business interest, financial connection, and relative in the government in his/her SALN shall be punishable by:
1st Offense - Suspension of one (1) month and one (1) day to six (6) months
2nd Offense - Dismissal from the service
DUTIES OF PUBLIC OFFICIALS AND EMPLOYEES
1. Take oath or affirmation to uphold and defend the Philippine Constitution;
2. Submit a declaration under oath, of their assets, liabilities and net worth and a disclosure of business interest and financial condition, including those of their spouses and unmarried children under 18 years of age who are living in their households;
3. Act promptly on letters and requests or respond to letters, telegrams or other means of communications sent by the public within the period prescribed by law. The reply must contain the action taken;
4. Process official documents and papers within a reasonable time from their preparation, and the reply must contain, as far as practicable, not more than three signatories;
5. Act immediately on the public’s personal transaction. They must attend to whoever wants the services of their offices and must at all-time render prompt, adequate and courteous service; and
6. Make documents accessible to and readily available for inspection by the public within reasonable working hours.
PROHIBITED ACTS AND TRANSACTIONS
• FINANCIAL AND MATERIAL INTEREST
Do not directly or indirectly have any financial or material interest in any transaction requiring the approval of your office.
• OUTSIDE EMPLOYMENT AND OTHER ACTIVITIES RELATED THERETO
1. Do not own, control, manage or accept employment as officer, employee, consultant, counsel, broker, agent, trustee or nominee in any private enterprise regulated, supervised or licensed by your office unless expressly provided by law.
2. Do not engage in the private practice of your profession unless authorized by the constitution or by law, provided that such practice will not be in conflict or tend to be in conflict with your official functions.
3. Do not recommend any person to any position in a private enterprise which has a regular pending official transaction in your office.
• DISCLOSURE AND/OR USE OF CONFIDENTIAL INFORMATION
1. Do not use or divulge confidential or classified information officially known to you by reason or your office and not available to the public either to further your private interest or give undue advantage to anyone or to prejudice the interest of the former.
• SOLICITATION OR ACCEPTANCE OF GIFT
1. Do not solicit or accept directly or indirectly any gift, gratuity, favor, entertainment, loan or anything of monetary value from any person in the course of your official duties or in connection with any operation being regulated by or any transaction which may be affected by the functions.
RULES AND POLICIES
• WORKING HOURS
The Department of Agriculture is adopting flexible working hours (FLEXI-TIME) schedule. Working hours start from 7:00 A.M. to 6:00 P.M. for eight (8) hours a day, five (5) days a week, for a total forty (40) hours. Flexi-time assures transacting public of continuous services.
The Department of Agriculture is implementing the use of Computerized Daily Time Capture System (VIRDIE 300N) as official recorder of time and attendance of all DAOSEC employees and must be used upon arrival, lunch break and departure from the office.
It is the obligation of every employee to see to it that they validly transact on the timekeeping unit at any given time of a working day. They should ensure that they are making the right transaction (IN/OUT).
OFFICE DECORUM
• All employees under the Department of Agriculture are required to wear the prescribed office uniform and official identification (I.D.) card during office hours. This serves not only for easy identification by the public but also for security purposes in the office;
• Wear your uniform with pride. On those days that you are exempted from wearing the same, be dressed appropriately. Business clothes, not party attire nor picnic clothes, should be worn at work;
• You are supposed to do your tasks in a specific working area. Do not loiter along the corridor unless necessary;
• Do not use government time for selling any wares or for undertaking personal business; and
• During periods when there is simply no work, think of other useful activities which will project a positive image of your office.
PERFORMANCE APPRAISAL
Your Performance is constantly evaluated through the use of Individual Performance Commitment Review (IPCR). Your supervisor shall help you set up your work objectives and advise you in meeting your individual objective/s and the objective/s of your office as a whole. Your performance shall be appraised twice a year.
The Department of Agriculture, as your employer, expects you to perform your duties of serving the public with efficiency and effectiveness. In return, it provides you with benefits and related welfare services, to the extent that it can afford.
DA FACILITIES
• DA-OSEC FUNCTION HALLS
DA has function halls that can be used for different seminar/workshop, social and cultural affairs on a first-come-first served basis.
• DA LIBRARY
DA maintains a library located at separate building at the back of the main office which provides the latest library materials and offer services and facilities for students and researches.
• DA CANTEEN
Located at the 1st floor of the DA Main Building and managed by NADAMCO, opens from Monday to Friday 6:30 am to 4:30 pm.
• DA MULTI-PURPOSE GYMNASIUM
The gymnasium is the venue for sports activities and is located at the back of the DA Main Building. Can be utilized by employees according to the signed schedule for every event.
• DA CLINIC
A clinic located at the AMAS show room near the exit gate is provided and manned by a licensed nurse to attend to first aide and emergency need of employees. Medical services from licensed physician is also available.
ANNEXES
NEW PERMANENT EMPLOYEE
Two fully accomplished Personal Datasheet (CS Form 212)
Attachment to CS Form 212 (Work Experience Sheet)
Authenticated Eligibility/ License
Authenticated Diploma and Transcript of Records
Medical Certificate (CS Form No. 211, Revised 2018)
Sworn Statement of Assets, Liabilities and Networth (SALN)
NBI Clearance
Office Clearance
IPCR (Targets)
Position Description Form
Oath of Office
Assumption to Duty
EMPLOYMENT REQUIREMENTS CHECKLIST
PROMOTION WITHIN DA-CO
Fully accomplished Personal Datasheet (CS Form 212)
Attachment to CS Form 212 (Work Experience Sheet)
Authenticated Eligibility/ License
Authenticated Diploma and Transcript of Records
Medical Certificate (CS Form No. 211, Revised 2018)
Position Description Form
Oath of Office
Assumption to Duty
IDENTIFICATION CARD REQUEST
ARTA ID :
DEPARTMENT ID :
REASON FOR REQUEST
Requested by:
Signature Over Printed Name
Date:
NAME:
POSITION: OFFICE/DIVISION:
HOME ADDRESS:
DATE OF BIRTH:
WEIGHT:
BLOOD TYPE: TIN:
GSIS BP NO.:
PAG-IBIG NO.:
PHILHEALTH NO.:
EMERGENCY CONTACT PERSON: CONTACT NO.:
ID PICTURE SPECIFICATIONS
Approved by:
Date: Signature Over Printed Name
Place : AFID AVG Section Office Dress Code: Collared Dark Blue Shirt
PLEASE PRESENT THIS TO THE AFID
ORIENTATION REGISTRATION ENDORSEMENT
To: Human Resource Development Division (HRDD) Permanent Original Reemployment CTO/CTAA Promotion Transfer
Employee :
Office :
Assumption :
Status :
Nature :