DepED Rationalization Program:
Updates and Next Steps
21 July 2014
Ria Roa, Program Specialist
Office of USec for Regional Operations
CMT Secretariat
UPDATES ON THE RATIONALIZATION PROGRAM (RP)
1.
DepED-wide Placement Results submitted to DBM
 Items vis-à-vis Rationalized Staffing Pattern (RSP) with summaries
 List of Retirees and Computation of Incentives
Figures
2.
3.
4.
CO
Field*
DepED-Wide
Abolished items:
488
7,193
7,681
Items for Creation:
500
9,144
9,644
Transferees:
27
514
541
CTI status:
257
9,385
9,642
Retirees:
242
2,595
2,837
Processing of Budget Request for Incentives
Dialogue with CSC re: hiring process applicable to RP
Preparing for Transition
* Field = 16 RO-proper & 206 SDOs
DEPARTMENT OF EDUCATION
2
ON-GOING ACTIVITIES AFTER DBM SUBMISSION
AREA
RETIREES
ACTIONS
To fast-track the process, submit the supporting
documents to the request for EO 366 incentives
based on DBM BC 2013-1 dated April 12, 2013
TO BE
SUBMITTED BY:
SUBMIT TO
WHOM:
DepED regional
office
DBM
Regional
Office
DepED regional
office
CSC regional
office
* include a copy of the regional consolidation of the
request for incentives
TRANSFERS
TO OTHER
OFFICES
(based on
Annex D)
CIVIL
SERVICE
ELIGIBILITY
List of employees who will transfer to schools, other
DepED offices, and agencies outside DepEd to be
submitted to the CSC counterpart office
Types of Transfers:
a.
Within DepED & within the region – DepEd
shall inform the current CSC field office
b.
Within DepEd & across regions – current CSC
field office will endorse to the receiving CSC
regional / field office
c.
Outside DepEd – for CSC to process and
coordinate with the recipient office/s
Submit the updated list of employees interested to
obtain eligibility (Prof or Sub-Prof; Computer-based or
Paper-and-pen)
(DepED Memorandum No. 62 s. 2014)
DEPARTMENT OF EDUCATION
* Report should
include the ROproper and
division offices of
the region
DepED regional
office
CSC regional
office
cc: CO CMT
Secretariat
3
CLARIFICATIONS ON EO 366 RETIREES
As per EO 366 sec. 14, Retiring/Separating Employees CAN STILL continue working and receive
salaries, with the ff. provisions:
AREA
REMARKS
FUND SOURCE
MOOE
RATE
Basic salary + Personal Economic Relief Allowance (PERA)
Ex. Php 10,000 + Php 2,000 = Php 12,000
(rate of salary to be indicated in the contract)
DURATION
Renewable until the employee
1) receives both the GSIS benefits and EO 366 incentives
OR 2) s/he reaches compulsory retirement
* Contracts to be renewed after June 30, 2014
Work
Assignment /
Terms of
Reference
To be discussed and agreed upon by the employee and
head of office
PS realignment
to MOOE
 DBM suggests that the realignment requests should be
done by region and NOT by division, and submitted
to the DBM regional office counterpart
 Attach the letter from DBM re allowing the realignment
DEPARTMENT OF EDUCATION
4
NEXT STEPS




PLACEMENT
Feedback placement results
to mid-management, CMT,
and staff
Facilitate Transfers of DepED
employees to other offices
(outside DepED)
Clarification with CSC re
Filling-up of vacant positions
Address issues and
complaints re placement and
concerns of specific groups




PREPARING OF TRANSITION PLAN
Reconstitute the DepEd
Change Management Team
(CMT) to fit Transition
requirements
Form committees for the
transition
National Guidelines for the
Transition Phase
Transition Plan (CO and
Region levels) – to include Plans
for the transition areas

Re-Activate the HelpDesks
DEPARTMENT OF EDUCATION
5
TRANSITION - AREAS TO WORK ON:
1.
2.
Physical: Office Lay-out, furniture, equipment
HR Placement to the Rationalized Staffing Pattern
(RSP):


3.
Preparing People for the Change


4.
Hiring to fill vacant items in the RSP
Movement: Retained, Placed, CTI and transferees  Preparation
and issuance of appointment papers and assignment orders
Cognitive and Affective preparation for Change
Understanding of functions: by office and individual
HR/OD competence


Competence building
Creating high performing teams
7.
Finance: adjustments in the Budget allocations
Systems and Work Processes
Technologies (ICT-based and non-ICT-based to support systems
8.
Policies (e.g. transfer of accountabilities previously given to
5.
6.
and work processes)
defunct offices, adjust office mandates such as NEAP)
DEPARTMENT OF EDUCATION
6
PROPOSED SUB-COMMITTEES FOR TRANSITION
(BASED ON AREAS):
LEADERSHIP OF CHANGE (DEPED-WIDE)
Ensure smooth and seamless transition by
providing directions, enabling issuances and
resources, and inspiring presence
POLICIES
Ensures appropriate accountabilities are
aligned to the new structure by issuing
adjusted or enabling policies for effective
and efficient delivery of services
SYSTEMS AND WORK PROCESSES
Facilitate synergy amongst offices and
delivery of services through
adjustment/development of systems and
work processes
COMMUNICATION
Facilitate smooth and seamless transition by
managing expectations of internal and
external stakeholders
PHYSICAL STRUCTURE AND RESOURCES;
Ensures smooth transfer of offices from the
current physical lay-out to new locations
AND
TECHNOLOGIES
Ensures the support to work processes and
systems through provision of
appropriate ICT-based and non-ICT –based
technologies
HUMAN RESOURCE AND CHANGE MANAGEMENT
Ensures effective delivery of services by facilitating the smooth adjustment of personnel to new
functions and offices ; and acquisition of committed and competent personnel
DEPARTMENT OF EDUCATION
7