1. PERSONNEL MANAGEMENT in the AFP A LECTURE FOR AFP CGSC CL-56
28 February 2012
People are our most important assets. Getting the right types of people, in the appropriate quantity, at the right place and time will significantly increase the opportunity for mission success.

2. SCOPE PART 1: * Bases of Activities
* Organizational Development Framework
* AFP HRM Framework Overview of HRM
* HRM Considerations
PART 2:
* Challenges
* Current thrusts
PART 3: Latest Developments re MNSA

3. BASES OF ACTIVITIES Laws/Decrees CA 1 (National Defense Act)
EO 292 (Admin Code of 1987)
Centralized direction and control
Decentralized execution of operations
Common doctrine, standardized procedures and techniques
Personnel support and sustainment of forces in the AFP, as you may be aware, are hinged on a number of laws, policies, and plans or programs of action. For laws, at the core is the National Defense Act of The 1935 NDA, if I may highlight, discusses among others the services/units to be maintained by the AFP and how these services/units are to be managed in terms of promotion and remuneration of members.
Chapter 6, Section 39 of Executive Order 292 which is otherwise known as the Administrative Code of 1987 is an executive issuance that defines the actions of our Office. The EO, establishes that the AFP shall provide for:
Centralized direction and control of General Headquarters to insure unity and coordination of efforts throughout the military establishment;
Decentralized execution of operations to the Major Services and other separate units to achieve maximum operational efficiency within the military establishment; and
Common doctrine, standardized procedures and techniques throughout the military establishment to assure common understanding among all its forces and elements, facilitating thereby the attainment of maximum operational efficiency and effectiveness.

4. BASES OF ACTIVITIES Laws/Decrees PD 1638 (Retirement and Separation)
RA 291 (Procurement, Promotion and Elimination
of Regular Officers)
RA 2334 (Rotation of Reserve Officers)
EO 138 (Seniority, Promotion and Separation of
Reserve Officers)
RA 8186 as amended (Officer Grade Distribution and Tenure
Limits)
RA (FY 2012 General Appropriations)
Other laws that have bearing on personnel support and which we consider significant are: PD 1638 which partly discusses our pension and retirement system; RA 291 which regulates the procurement, promotion and elimination of regular officers in our armed forces; RA 2334 which provides for the rotation of AFP reserve officers in the active military service; EO 138 which governs the seniority, promotion and separation from the service of AFP reserve officers; RA 8186 as amended which prescribes officer grade distribution in the active force of the AFP and limiting the tenure of officers in the grades of Colonel/Captain (PN) and General/Flag Officers in the AFP; and Republic Act or Fiscal Year 2012 General Appropriations Act which essentially sets the budget of the AFP for personnel services (PS), maintenance and other operating expenses (MOOE), and capital outlay.

5. BASES OF ACTIVITIES Policy Frameworks
Defense Planning Guidance for CY
IPMS, Philippine Defense Reform
GHQ Staff Memo Nr 7. series of 2005

6. BASES OF ACTIVITIES Policy Frameworks
Defense Planning Guidance for CY
Towards a transformed national security establishment capable of responding efficiently to current and emerging security threats
7 Priority Mission Areas
Internal Security;
Territorial Defense;
Disaster Response;
Support to National Development;
International Defense and Security Engagement;
Humanitarian Assistance and Peacekeeping Operations; and,
Force-level Central C2, Support and Training
The Defense Planning Guidance, briefly, is a six-year rolling plan that provides the Department of National Defense strategic direction towards a transformed national security establishment capable of responding efficiently to current and emerging security threats. The AFP, as a major component of the defense establishment, has seven (7) priority mission areas in this guidance, to wit:
Internal security;
Territorial defense;
Disaster Response;
Support to National Development;
International Defense and Security Engagement;
Humanitarian Assistance and Peacekeeping Operations; and,
Force-level Central C2, Support and Training

7. BASES OF ACTIVITIES Policy Frameworks
PDRP Improvement of the Personnel Management System
DEVELOP AND IMPLEMENT AN EFFECTIVE AND EFFICIENT PERSONNEL MANAGEMENT SYSTEM THAT IS RESPONSIVE TO THE DND AND AFP MISSION REQUIREMENTS AND AT THE SAME TIME ADDRESS THE ESSENTIAL NEEDS OF MILITARY AND CIVILIAN PERSONNEL OF THE AFP.
The Improvement of the Personnel Management System of the PDR, meanwhile, involves structural, systemic and cultural improvements including the mechanisms that will implement, reinforce, and sustain the reforms.
The goal is to develop and implement an effective and efficient Personnel Management System that is responsive to defense requirements while at the same time encourages force development to enable a competent and professional defense establishment.
Toward this end, the AFP personnel management system will be made to adopt suitable technologies and best practices in: force structure and manpower development; career development; procurement and attrition; disciple, law and order; and, morale and welfare.
There 19 projects that OJ1 is pursuing under the PDR IPMS. These are now at various stages of project development and are projected to be finished by Dtails of these projects will be discussed in the succeeding presentations.

8. BASES OF ACTIVITIES Policy Frameworks Staff Memo Nr 7 s-05 General
Formulate policy, plan, direct, coordinate, and supervise matters pertaining to personnel and administration in the AFP
Finally, Staff Memo Nr 7 dated 12 October 2005 provides the broad and specific functions of the Office as shown (LONG PAUSE)

9. OFFICES UNDER FUNCTIONAL SUPERVISION OF OJ1
ORGANIZATIONAL STRUCTURE of J1 J1
AJ1
Ex-O
Shown is how the Office of the Deputy Chief of Staff for Personnel, J1 organized and the offices under its functional supervision.
ADMIN
CMD
PRD
PAD
MWD
PPD
PRMD
DLOD
CPAD
MILEVED
OFFICES UNDER FUNCTIONAL SUPERVISION OF OJ1
GHQ & HSC, AFP
AFPMC
AFPEBSO
AFPCES
OTAG
OTJAG
OTPMG
OTSG
OTCDSC
OTCN
OTCCHS
OCSPS
OCoP
OLA
PGMC
*OTCE
* PERTAINING TO AFP HOUSING ADMINISTRATION

10. MISSION ORGANIZATIONAL DEVELOPMENT FRAMEWORK
FORCE STRUCTURE DEVELOPMENT SYSTEM
MANPOWER MANAGEMENT SYSTEM
PERSONNEL MANAGEMENT SYSTEM
______
___ __

11. AFP PERSONNEL MANAGEMENT FRAMEWORK
AFP Concept of HRM
THIS IS HOW THE AFP HRM IS CONCEPTUALIZED:
SELECT - TRAIN - PLACE - - PROMOTE- - ATTRITE . . .
The concept of “womb to tomb” is applied.
Train
Place
Promote
“WOMB to TOMB”
Concept
Select
Attrite 11

12. PROCUREMENT-TRAINING-PLACEMENT CONSIDERATIONS LEVELS of ORGANIZATION
UNITS/ECHELONS
(with TOE & TDA)
Orgn ELEMENTS/
WORKCENTERS
______
___ __
AFP FORCE STRUCTURE
______
___ __
______
___ __
LEVELS of ORGANIZATION
______
___ __
POSITION 12

13. AFP HR POLICY DEVELOPMENT
GENERAL CONCEPT OF
AFP HR POLICY DEVELOPMENT
GHQ
Force Employer
Force Provider MS
UCs
The AFP has two major organizational components; the Force Employers and Force Providers. The Unified Commands are the Force Employers tasked to conduct military and non-military operations in several areas of operation while the Major Services composed of the Army, Air Force and Navy are the Force Providers in terms of personnel and logistics.
For personnel support, one of the inherent tasks of the Major Services is to provide the benefits needed by their personnel OPCON to the Unified Commands. To achieve this, the AFP adopts the principle of “Top-Down” and “Bottom-up” system of Human Resource policy development and execution. Through this concept, policies concerning military benefits that are crafted at the General Headquarters are developed based on the actual needs or requirements of the AFP personnel deployed in the front-line or forward units.
Operating Units
(Army)
Operating Units
(Air Force)
Operating Units
(Navy) 13

14. PERSONNEL MANAGEMENT SYSTEM PERSONNEL MANAGEMENT RELATED POLICIES
OVERVIEW
LAWS
EXECUTIVE ISSUANCES
REGULATIONS
SOPs
CIRCULARS
DIRECTIVES
GHQ, AFP
PERSONNEL MANAGEMENT SYSTEM
PERSONNEL MANAGEMENT RELATED POLICIES
As an Overview…
The AFP Personnel Management System is an encompassing set of interrelated systems and subsystems that deal with personnel from the time they are procured to the time they separate from military service.
With laws, executive issuances, regulations, SOPs, Circulars and directives as references, the Office of the Deputy Chief of Staff for Personnel (OJ1) assists the Chief of Staff, AFP (CSAFP) in formulating policies, planning, directing, coordinating, and supervising matters pertaining to personnel and its administration in the AFP.
These policies are disseminated to all Major Services for their implementation and appropriate actions.
PROGRAM 1
(ARMY)
PROGRAM 2
(AIR FORCE)
PROGRAM 3
(NAVY)
PROGRAM 4 (GHQ/TAS/UCS/AFPWSSUs) 14

15. CORE PERS MNGT FUNCTIONS
OVERVIEW
CORE PERS MNGT FUNCTIONS
MAJ SVC
GHQ
PROCUREMENT
OFFRS
(TAS) EP
PLACEMENT
(AFPWSSUs PERS O5 & BELOW )
(O6 NON-KEY PSTN) - SOPB
CAREER MNGT/TRNG
PROMOTION
(O5 & BELOW)
O6 AND ABOVE - BOG
ATTRITION
COMPENSATION AND BENEFITS √ √ √ √ √ √ √ √
These are the core personnel management functions. Take note that the Procurement, Career Management/Training of Officers of Technical and Administrative Service and their Compensation & Benefits are within the level of GHQ; and the designated TAS Comdr is TDCSAFP. √ √ √ √ √ √ √ √ √

16. Manpower Requirement COL ? LTCOL ? MAJ ? CPT ? 1LT ? OPNS LOG INTEL
RANK
SKILL
LEVEL
COL ?
LTCOL ?
MAJ ?
CPT ?
1LT ?
OPNS
LOG
INTEL
OTHERS
2LT ?
COMBAT
COMBAT SPT
COMBAT SVC SPT

17. PROCUREMENT/PLACEMENT CONSIDERATIONS
To be Attrited
1.125%
O7 &
Above
AFP
Wide PA
__%
PAF
__% PN
__% 6%
____
(O6)
______
___ __ __ __
12%
____
(O5)
______
___ __ __ __ __ __ __ __ __ __
18%
____
(O4)
___ __ __ __
___
___
___
___
___
20%
____
(O3)
___
___ __ __
42.875%
______
______
______
______
____
(O1/O2)
______
______
______
ENTRANTS
ENTRANTS

18. CURRENT MANPOWER STRUCTURE
2LT
1LT
CPT
MAJ
LTC
COL
SKILL
LEVEL
RANK ?

19. CHALLENGES FREQUENT FORCE RESTRUCTURING OVERLAPPING MANDATES (STAFF)
FORCE STRUCTURE DEVELOPMENT SYSTEM
MANPOWER MANAGEMENT SYSTEM
PERSONNEL MANAGEMENT SYSTEM
______
___ __
FREQUENT FORCE RESTRUCTURING
OVERLAPPING MANDATES (STAFF)
UNRESPONSIVE HRM POLICIES/ACTIVITIES
UNRESPONSIVE MECHANISM FOR TAS MANAGEMENT

20. PLANNING HORIZON (DPG 2013-2018)
Command & Control HQs
Command & Control HQ
2011
2012
2013
2014
2015
2016
2017
2018
NOLCOM Y X
SOLCOM
NORTHCOM
WESCOM
CENTCOM
WESTMINCOM
EASTMINCOM
SOUTHCOM
NCRCOM
RR SJTF HQ
Note: Y=year to be retained/activated
X=year to be deactivated

21. PLANNING HORIZON (DPG 2013-2018)
Program 1
Type Forces
2011
2012
2013
2014
2015
2016
2017
2018
Inf Bn (Deployed) 85 81 72 63 54
Inf Bn (For retraining) 8 7 6
Inf Bn (For RDF) 2
Inf Bn (For PKO) 1
Inf Bde HQ 31 27 24 21 18
Inf Div HQ 10 9
CMO Bn
Engr Bde HQ 5 4 3

22. PLANNING HORIZON (DPG 2013-2018)
Program 2
Type Forces
2011
2012
2013
2014
2015
2016
2017
2018
Combat Groups 4 2
Special Ops Group 1
Special Ops Wing HQ
GBADS Group
Special Ops Cbt Spt Group

23. PLANNING HORIZON (DPG 2013-2018)
Program 3
Type Forces
2011
2012
2013
2014
2015
2016
2017
2018
Marine Bn (Deployed) 12 10 9
Marine Bn (For retraining) 1
Marine Bn (For PKO)

24. CURRENT THRUSTS
The succeeding slides will show the AFP Current Thrusts relative to Personnel as administered by the different Divisions of OJ1.

25. PLANS & PROGRAMS (Compliance to DPG)
FORMULATION OF IMPLAN ICOW EFFECTS OF
FORCE RESTRUCTURING (PROGRAM 4)
REDUCTION OF ADMIN PERSONNEL TO
INCREASE FILL-UP OF FRONT LINE UNITS
STUDY GRADUAL OUTSOURCING OF NON- MISSION CRITICAL ACTIVITIES:
Food services
Commissary services
Base maintenance
Gate security
Academic instruction
The succeeding slides will show the AFP Current Thrusts relative to Personnel as administered by the different Divisions of OJ1.

26. PLANS & PROGRAMS (Compliance to DPG)
OFFICE OF THE DEPUTY CHIEF OF STAFF FOR PERSONNEL, J1
COMMAND SECTION
ADMIN
DIVISION
PROCUREMENT, PROMOTION & ATTRITION DIVISION
PLANS PROGRAMS & RESOURCE MGMT DIVISION
MORALE & WELFARE DIVISION
CAREER MNGT & MANPOWER DIVISION
CIVILIAN PER AFFAIRS DIVISION
ADMIN
BRANCH
PROCUREMENT & ATTRITION
BRANCH
PLANS & SPECIAL STUDIES
BRANCH
MORALE
BRANCH
CAREER MANAGEMENT
BRANCH
PERSONNEL SERVICES
BRANCH
The succeeding slides will show the AFP Current Thrusts relative to Personnel as administered by the different Divisions of OJ1.
SERVICE SUPPORT
BRANCH
PROMOTION
BRANCH
PROGRAM & BUDGET
BRANCH
WELFARE
BRANCH
MANPOWER
BRANCH
MOWEL & DISCIPLINE
BRANCH
DLO
BRANCH
CAREER DEVELOPMENT
BRANCH

27. PLANS & PROGRAMS (Other Studies)
AFP Retirement and Separation Law
Re-organization of OJ1 and OTAG
Enhancement of the Procurement/ Retention of MC and JAGS Officers
Deactivation of Women’s Auxiliary Corps (WAC)
MNSA as a Requirement for designation to O7 Position
The succeeding slides will show the AFP Current Thrusts relative to Personnel as administered by the different Divisions of OJ1.

28. PLANS & PROGRAMS PROJECT REMARKS 1 Pension Cleansing
Implementation Phase 2
Transition Assistance Program
Project Closed 3
AFPATB Review and Redevelopment
Implementation Phase 4
Establishment of the Integrated DLO Clearance System
Deliverables on Phase I Completed 5
Promotions System
Project Execution (Design Phase ) 6
Personnel Management Info System 7
Personnel Procurement System
Project Execution (Analysis/Assessment Phase) 8
Civilian Human Resource Management
Project Execution (Development Phase ) 9
Military Justice System
Project Execution (Design Phase) 10
Awards and Decorations
Project Execution ( Design Phase) 11
Placement System
Project Execution (Development Phase) 12
Performance Management System 13
Mil Traditions, Values, Customs and Culture 14
Legal and Legislatives Support System 15
Regulations & Policy Review & Revisions 16
Compensation, Benefits and Pension System 17
Career Pattern and Progression 18
Attrition System 19
AFP Records Management System
Shown are the 19 PDR projects and its current status. (Click) 28

29. END OF PRESENTATION

30. PROCUREMENT AND ATTRITION DIVISION
PROCUREMENT / RECRUITMENT
TAS OFFICERS – Primary Focus
Residency Program for MC Officers – AFPMC
P2LT Program for TAS Officers
LINE OFFICERS & EP
Devolved to Major Services
PMA Cadetship Program
ATTRITION
Officers – Primary Focus
EP – Devolved to Major Services
For Procurement and Attrition Division, its function includes the(Click) procurement of personnel with primary focus on the officers for (Click) the Technical and Administrative Services, this division is implementing the residency programs for officers in the MC which is being implemented through the AFP Medical Center. The procurement of line officers (Click) and enlisted personnel is devolved to the major services (Click) , with exception of the appointment of PMA cadets.
  Another function of this division is on attrition (Click) . In this function, (Click) the primary focus is on the officers since that of the enlisted personnel was (Click) devolved to the Major Services. (Click)
Another function of this division is on retirement benefits claims. (Click) For normal claims, these are out rightly processed through the PGAB while (Click) those that are questionable are being referred to the RSAB for adjudication. (Click)
RETIREMENT / SEPARATION BENEFITS
PGABs – for Normal Claims
RSAB - for Questionable Claims 30

31. PERS ACCOUNTING & PLACEMENT DIVISION
U.N Deployment
Types of UN Deployment
Individual (Military Observers & PKF Staff)
Unit (Contingent)
Screening – AFP Screening Board Bravo
Quota Distribution
Also part of its responsibility is on UN deployment(Click) for Individual posting such as MilObs and PKF Staff and Unit/Contingent. (Click) this function also involves (Click) the screening of recommendees through the AFP Screening Board Bravo which is Chaired by AJ1. The quota (Click) distribution rate is as shown:(GHQ-28%; PA-36%; PN-18%; PAF-18%) (Click)
- (GHQ-28%; PA-36%; PN-18%; PAF-18%) GAA base 31 31

32. PERS ACCOUNTING & PLACEMENT DIVISION
FOREIGN TRAVEL
Foreign Travel - AO 103 & DND Memo on Foreign Travels
Maintenance of Unit Strength
Force Mix Ratio - PA-55%:PN-22%:PAF-23%
Another responsibility of PAPD is on the official foreign travel. (Click) the division is guided by the provisions of AO 103 which directs the continued adoption of austerity measures in the government and DND Memo dated 29 April 2008 which cover foreign travel.
(Click) Furthermore, the maintenance of unit strength particularly that of GHQ, AFPWSSUs and Ucs is also part of the PAPD function. In the maintenance of unit strength, the division is guided by the force mix ratio of 55% PA, 22% PN and 23% PAF. (Click) 32 32

33. PROMOTION DIVISION Promotion of Officers Corps
Placement and Promotion of O6 Officers and above- BOG
O5 and below – Promotion/ Selection Boards
Attendant Promotion Functions
Oath Taking
Confirmation
For Promotion Division, it primarily attends to the (Click) promotion of the officer Corps. (Click) Its function involves the placement and subsequent promotion of O6 officers and above by providing secretariat services to the Board of Generals. (Click) For O5 officers and below, it facilitates the organization and operation of the various Promotion Boards of the Major Services and TAS. (Click)
As part of its responsibility, the division also takes care of the attendant functions in the promotion of O7 officers and above on their (Click) Oath Taking with the President and, their (Click) confirmation by the Commission on Appointments, in coordination with OLA(Click) 33

34. WELFARE DIVISION PERSONNEL SERVICES AMELIORATIVE PROGRAM
ON – BASE HOUSING
COMMISARIES AND EXCHANGE SERVICES
GRAVES AND BURIAL SERVICES
RECREATIONAL FACILITIES
HEALTH SERVICES
For Welfare Division, (Click) it is responsible in providing personnel services. One important personnel services program is the (Click) AFP on-base housing where the construction of new units is being funded from three (3) sources namely: the regular fund, which is directly managed by the housing board; the GHQ personnel services savings; and the AFP Modernization Fund.
Other Personnel Services are on (Click) Commissary & Exchange Svcs, (Click) Grave & burial; (Click) Recreational facilities; and (Click) Health services.
Another function of WD is the implementation of (Click) Ameliorative program. Among these are the following: (Click) Special Financial Assistance; (Click) Special Housing Assistance; (Click) Alay sa Kawal and (Click) , scholarship grants. (Click)
AMELIORATIVE PROGRAM
SPECIAL FINANCIAL ASSISTANCE
SPECIAL HOUSING ASSISTANCE
ALAY SA KAWAL
SCHOLARSHIP GRANTS 34

35. WELFARE DIVISION POST RETIREMENT AND SEPARATION PLAN
LOI “GALAK”
Beneficiaries – 312 GHQ personnel
COOPERATIVE DEV’T AND LOAN ASSISTANCE PROGRAM
Unlad Bayan Fund (AFPMBAI of 5M)
Supported 32 cooperatives
Other collateral functions of Welfare Division are: the implementation of AFP (Click) Post Retirement and Separation Employment Program (Click) “Gabay at Alalay sa Kawal (GALAK) na Retirado, formulated in September 1995 wherein retiring military personnel were referred to TESDA and other similar institutions for training and skills development; and,
(Click) the UNLAD BAYAN LOAN ASSISTANCE which grants loan to various authorized cooperatives of active personnel in the Armed Forces in order to promote their livelihood enhancement projects/activities. (Click) This program is being supported from the Unlad Bayan Fund through donations by AFPMBAI with a seed capital of P5M in 1994; and supported by 32 cooperatives. (Click)

36. MORALE DIVISION GENDER AWARENESS AND DEVELOPMENT (GAD) VALUE FORMATION
Mandated EO 273 s-1995
48 major activities with more or less 1,000 participants
VALUE FORMATION
For the MORALE Division, one of its major responsibility is the implementation of (Click) GAD programs as mandated under EO 273 s-1995 aimed at addressing the various gender needs and concerns of military personnel, in general, with the end goal of promoting gender equality. Under this program, the AFP conducts advocacy and capacity building activities for a gender responsive AFP, hence, 48 major activities with more or less 1,000 participants were accomplished.
Other function of this Division is the (Click) Value Formation of AFP personnel. (Click)

37. ALLIED OFFICES/UNITS/BOARDS
Types of Services
Ad hoc Body/Board
Units/Offices
Health Services
AFPMC, OTSG, OTCN, OTCDS
Rest & Recreational Services
Cp Aguinaldo Golf Club
AFP COC
AFP EP Recreational Ctr
AFP Wellness Center
Daza Park
CAGC CouncilExeCOM
BOT ExeCOM
HSC
OAFPSM
SPS, AFP
Exchange Services
Exe Com, AFPCES Board of Trustees
AFPCES
AFP Financial Institutions
AFPFIAB
AFPFC
AFP Educational Benefits
Exe Com, AFPEBS Board of Trustees
AFP EBSO
AFP Housing
AFPHB
AFPREO
Awards and Decorations
AFP Awards & Decorations Board
OTAG 37

38. Discipline Law & Order (DLO)
Military Laws – Discipline and Legal Investigation Services
Disposition of GCM cases
Disposition of administrative and other disciplinary cases
Custody of Personnel charged in court
AFP Grievance System
For DLO Division, it is responsible for the (Click) enforcement of military laws, (Click) Disposition of disciplinary cases, and the (Click) Administration of Military Justice. In the enforcement of military laws and disposition of disciplinary cases. It is supported by the OTPMG and in the administration of military justice, it is supported by the (Click) 12 court martials and (Click) 9 Efficiency and Separation Boards of the major services and GHQ. (Click)

39. CIVILIAN PERSONNEL AFFAIRS DIVISION
PROCUREMENT ADMINISTRATION
Civilian Personnel Board
Procurement put on hold, except for teaching, medical and medical-allied positions
For the Civilian Personnel Affairs Division, its functions covers the procurement, career management, administration of morale and welfare program, and attrition of the civilian personnel. (Click) On its procurement effort, the division is being supported by the (Click) Civilian Personnel Selection Board. Meantime (Click) , procurement to fill up vacant plantilla positions is temporarily put on hold, while the civilian (Click) rationalization plan which will reduce the civilian workforce from 9,647 to 9,292 AFP-wide, is awaiting approval by DBM. Exceptions on the moratorium on hiring are teaching, medical and allied-medical positions. Requests for filling up of administrative positions may be allowed by DBM on a case to case basis depending on the vitality of the position and the existing number of employees holding the same position. (Click)
Rationalization Plan – (from 9,647 to 9,292) 39

40. PROGRAM RESOURCE MANAGEMENT DIVISION
Preparation of Program & Budget for PS and Pension for CY 2013.
Attend to Budget Call.
Release of regular Pay and Allowances and collateral entitlements to current base pay.
Implemented the basis of computing collateral entitlements to current base pay.
Release of Combat Incentive Pay.
Effect the adjustment of monthly pension based on EO 40 effective 01 Feb 2012 and payment of pension differential for Jan 2012.
Preparing the projected compulsory and optional retirees from FY 2013 – 2018 for budget preparation.
For the Program Resource Management Division, it is responsible in the preparation of the Annual Budget for Personal Services (PS) of TAS and Civilian Personnel under Program 4 and the Pension & Gratuities of retired military personnel. Shown are its specific functions:
As mandated, the ODCS for personnel, J1 is the program manager of the AFP pension and shall be primarily responsible to program and manage the AFP Pension and Gratuity Fund. (Click)

41. PLANS AND POLICY DIVISION
LEGISLATIVE MATTERS CONCERNING PERSONNEL
Office of the Legislative Affairs
AFP TWG for Legislative Affairs
REVIEW OF AFP REGULATIONS AND POLICY
AFP Regulation Board
PDR PROGRAMS RELATED TO PERSONNEL
For Plans and Policy Division (Click), it is responsible for all legislative matters concerning personnel. In line with this task, this division works closely with the (Click) Office of Legislative Affairs (OLA) and (Click) AFPTWG for Legislative Affairs for the immediate passage of House and Senate Bills. (Click)
PPD is also responsible for the review of AFP Regulations and Policies on personnel matters, hence, this Division is working closely with the AFP Regulations Board and the AFP Uniform Board respectively in the review process. (Click)
Another function of this Division is on the implementation of PDR Programs related to the improvement on personnel management. At present, there are 18 personnel related projects being pursued under the PDR program. (Click)

42. MAJ SERVICE (PA/PAF/PN) (SIMILARITIES/ DIFFERENCES)
HRM & PM PRACTICES
(SIMILARITIES/ DIFFERENCES)
The succeeding slides will show the AFP Current Thrusts relative to Personnel as administered by the different Divisions of OJ1.

43. MAJ SVC PECULIARITIES; HOW TO ADDRESS THE GAP?
Putting the right person at the right job (qualification
PA - a) recruitment qualification
b) Age bracket; limitation
c) PMC – is under the Army Pers Mgmt Center;
at GHQ it is under OTAG;
PN - a) recruitment qualifn: Navy /maritime related courses;
b) age/height limitation;
c) PMC – is under the Naval Pers Mgmt Center (NPMC);
PAF: a) PAF –related courses are peculiar in recruitment;
b) PMC is under the Air PMC; at GHQ it is under OTAG;

44. END OF PART - 1
(Click)

45. Technical & Admin Services (TAS)
PART - 2:
HRM & Practices of the
Technical & Admin Services (TAS)
(Click)

46. Technical & Administrative Service (TAS):
1. Medical Corps (MC)
2. Judge Advocate General Service (JAGS)
3. Chaplain Service (CHS)
4. Corps of Professors (COP)
5. Dental Service (DS)
6. Veterinary Corps (VC)
7. Nurse Corps (NC)
8. Medical Administrative Corps (MAC)
9. Women’s Auxiliary Corps (WAC)
As discussed in the preceding slides, OJ1 has the primary focus on procurement of the Officers for the Technical and Administrative Services (TAS). There are 9 Technical and Admin Services in the AFP.

47. STATUS OF P2LT TAS OFFICERS
(as of 31 December 2011)
TAS
QUOTA PER TAS CY 11
ACTUAL FILL-UP
VARIANCE MC
100 63
-37
JAGS 30 4 26
CHS 10 5 -5
COP 20 15 DS 25 8
-17 VC 3 -7 NC 50 58 +8
MAC 28
WAC
TOTAL
270
189 81
Here is the status of P2LT TAS officer - (as of December 2011); 47

48. ACTUAL STRENGTH OF TAS , AFP TECHNICAL ADMINISTRATIVE SERVICE
(as of 31 December 2011)
MAJ SERVICE
TECHNICAL ADMINISTRATIVE SERVICE
JAGS MC
MAC NC DS VC
PROF
CHS
WAC
S-TOTAL PA
ATS CY 11 47
123 26 89 97 7 35 3
427
ACT 17 37 14 76 84 4  0 28 1
261
VARIANCE
-30
-86
-12
-13 -3 -7 -2
-166
PAF 49 11 39 48 5
191 15 34 10
153
-15 -1 -4
-38 PN 51 13 40 2 23 31
132
-28 -6 -5
-18
-59
GHQ/AFPWSSUS/UCS 36
147 42
166 57 16 50
553 32
121
151 73 25 12
516
-26 -8
-37
TOTAL
117
370 92
334
251 95 21
1,362 81
215 78
301
223
1,062
-36
-155
-14
-33
-300
Shown is the Actual Strength of TAS officers in the AFP (as of December 2011). 48

49. HRM & Practices in the 4- Maj areas of PMS:
a) Recruitment system (procurement policies apply);
b) Career Mgmt. ( Promotion system/placement policies apply);
c) Motivation and Reward system (Compensation/Benefits
System)
d) Performance Mgmt; (OAR/EPEM)
(same as the Regular soldiers)
HRM Practices in the TAS conform with the systems established unde the regular force.
1. Recruitment is based on the organizational needs as programmed in the GAA. . .We always consider the TOE which is based on how we will execute the Mission of AFP.
The recruitment of TAS is governed by the peculiar requirements of the organization which is not provided by the regular force.
For the Major Services, there is an ATS (Authorized troop strength) that is being followed and to be the basis for procurement.
Promotion system is based on the ratio and proportion. TAS is 10% of the actual AFP Strength. Thus its promotion quota is lump into 1 service (TAS) and also proportionately distributed into the members of the TAS organization.
3. Motivation and Reward system – is the Compensation and benefits system which is implemented similar to the all AFP personnel
4. Performance Mgmt – similar policies apply to TAS; the use of OAR and EPEM is currently in effect to evaluate and identify those that are to be retained and replaced.

50. TAS Present Programs 1. Ongoing PDR Projects :
a. Military Justice System
- Establish a system that will ensure fair, impartial and speedy resolution of military justice cases and effective enforcement of admin, legal, disciplinary policies, rules and regulations as a tool in the administration of military discipline;
b. Legal & Legislative Support System
- Develop an AFP Legal and Legislative Support System that will have link to congress for the crafting of laws.
The succeeding slides will show the

51. TAS Present Programs
Study on Enhancement of Procurement Strategy & Retention System og MC/JAGS
Objective: To attract a wide population of Medicine and Law professionals , select those best qualified, and sustain the finest MC and JAGS officers who will respond to all medical and legal matters affecting the AFP.
Bases of Study:
a. Health and law matters are indispensable in the performance of military duties.
b. Physiological, emotional, social, and economic sustainability are dire factors affecting the professionals’ choice of living.
c. Better income and access to professional training are enticing motivators outside the military world.
d. The issue of dwindling physicians and lawyers in the AFP.
The enhancement suggested in the study concluded last January 2012 refers to the development or improvement of system or strategy affecting personnel management and administration. While procurement pertains to gaining or acquiring a pool of professional doctors and lawyers who will sincerely serve in the AFP and retention about the sustainment or preservation of MC and JAGS Officers as they faithfully stay in the military service;
Given the related facts presented in the study, it is concluded that health and law matters are indispensable in the performance of military duties. That the professionals in the medical and legal field are of prime value to the efficient and effective administration of military affairs.
While it is true that a pool of doctors and lawyers are needed to work hand in hand with the men in uniform in particular the casualties in the field and to take care of their dependents while these men are away for public service, the physiological, emotional, social and economic sustainability are other serious factors affecting their choice of living.
Better income and access to professional training are enticing motivators outside the military world. Hence, a relevant and encompassing personnel policies and programs to this effect are needed to sustain both the individual and the military force in general.
Enhancement therefore of affected procurement and retention publications is crucial to resolve the issue of dwindling physicians and lawyers in the Armed Forces of the Philippines.

52. TAS Future Plan
Deactivation of the WAC and subsequent integration to the Maj Services - final study has been approved and for final decision of SND. 52

53. END OF PART - 2
(Click)

54. PERSONNEL MGMT IN THE AFP
PART - 3:
PLANS AND PROGRAMS ON
PERSONNEL MGMT IN THE AFP
(Click)

55. NINETEEN (19) IPMS PROJECTS UNDER THE PHILIPPINE DEFENSE REFORMS (PDR)
PART 3:
NINETEEN (19) IPMS PROJECTS UNDER THE PHILIPPINE DEFENSE REFORMS (PDR)
(Click)

56. PROJECT REMARKS 1 Pension Cleansing Implementation Phase 2
Transition Assistance Program
Project Closed 3
AFPATB Review and Redevelopment
Implementation Phase 4
Establishment of the Integrated DLO Clearance System
Deliverables on Phase I Completed 5
Promotions System
Project Execution (Design Phase ) 6
Personnel Management Info System 7
Personnel Procurement System
Project Execution (Analysis/Assessment Phase) 8
Civilian Human Resource Management
Project Execution (Development Phase ) 9
Military Justice System
Project Execution (Design Phase) 10
Awards and Decorations
Project Execution ( Design Phase) 11
Placement System
Project Execution (Development Phase) 12
Performance Management System 13
Mil Traditions, Values, Customs and Culture 14
Legal and Legislatives Support System 15
Regulations & Policy Review & Revisions 16
Compensation, Benefits and Pension System 17
Career Pattern and Progression 18
Attrition System 19
AFP Records Management System
Shown are the 19 PDR projects and its current status. (Click) 56

57. SPECIAL STUDIES ON MATTERS AFFECTING PERSONNEL MANAGEMENT
PART 3:
SPECIAL STUDIES ON MATTERS AFFECTING PERSONNEL MANAGEMENT
AFP Retirement and Separation Law
Re-organization of OJ1 and OTAG
MNSA as a Requirement for O7 Position
Enhancement on the Procurement/ Retention of MC and JAGS Officers
Deactivation of Women’s Auxiliary Corps (WAC)
Following are the special studies:
AFP (Click) Retirements and Separation Law (Click),
Re-organization of OJ1 & OTAG(Click),
MNSA as a Requirement for O7 Position (Click) and
Enhancement on the Procurement/Retention of MC and JAGS Officers. (Click)
5) Deactivation of the Women’s Auxiliary Corps (WAC)

58. FUNDING EXISTING PROPOSED GSIS PROVISION REMARKS Seed Capital P200M
P120B, payable in tranches over 10 yrs
Shouldering of P187B past svc liab (as of 2004) & pension req of old members by govt
Govt will have to shoulder pension req of old members in all systems
Members' Contribution
5% of base
pay, but refunded
10% of base
pay
9% of base
To ensure fund viability, employee contr is std provision in all social security systems globally
Government Contribution
None
15% of base
12% of base
Employer counterpart contr is std in all systems globally; For RSBS, this is not complied with

59. FUNDING PROVISION EXISTING PROPOSED GSIS REMARKS Self-sufficiency
Funds shall be allowed to grow to self-sufficiency; prior to that time, pension shall come from AFP appropriations.
Funds shall be allowed to grow for 25 years; during that time, pension shall come from AFP appropriations.
Actuarial viability of the fund for existing GSIS members is up to around 40 more yrs
Transfer of military pensioners will decrease the fund life of GSIS

60. COMPARISON OF CONTRIBUTION *
SYSTEM
MEMBER
EMPLOYER %
Amount
AFPRSBS
5% of base pay but
refunded
P1,008
but
GSIS
9% of base pay
P1,814
12% of base pay
P2,419
PROPOSED BILL
10% of base pay
P2,016
15% of base pay
P3,024
* Based on TSG (E5) BP at 4th Tranche Rate

61. COMPARISON OF CONTRIBUTION * * Based on LTC BP at 4th Tranche Rate
SYSTEM
MEMBER
EMPLOYER %
Amount
AFPRSBS
5% of base pay but
refunded
P2,015
but
GSIS
9% of base pay
P3,627
12% of base pay
P4,836
PROPOSED BILL
10% of base pay
P4,030
15% of base pay
P6,045
* Based on LTC BP at 4th Tranche Rate

62. ADMINISTRATION PROVISION EXISTING PROPOSED GSIS REMARKS
Collection of Contributions
AFP Finance Center
New collection system must be established by GSIS for military members
Existing & proposed systems have collection system in place (Finance Ctr);
Concerns on GSIS’ recordkeeping of collections
Management of Funds
AFPRSBS
PMPS;
RSBS to be deactivated & RSBS funds to be absorbed
GSIS;
RSBS to be deactivated & RSBS funds to be absorbed
Generally accepted investment princ to be followed by proposed system & GSIS

63. ADMINISTRATION PROVISION EXISTING PROPOSED GSIS REMARKS
Board of Trustees Composition
Chief of Staff as Chairman
SND as ex-officio Chrmn; CSAFP as ex-officio member, Pres of PMPS & 6 others to be appointed by Pres of the Phils
President, GM, & 8 members appointed by Pres of the Phils
If transferred to GSIS, one (1) Trustee should come from uniformed svc
Corporate structure
Govt entity per Supreme Court ruling
GOCC
GOCC status provides more flexibility in terms of invsmnt operations

64. BENEFITS PACKAGE PROVISION EXISTING PROPOSED GSIS Monthly pension
Base pay + Long pay of next higher rank x 2.5 x yrs of svc (85% max)
Base pay of permanent rank last held x 2.5 x yrs of svc (90% max, like PNP & PCG)
0.025 x total yrs svc x (ave monthly comp + 700)
AMC=ave 36 mos basic pay
Compulsory retirement
56 or 30 yrs of svc
Dies in line of duty w/ at least 20 yrs of svc
Total permanent disability w/ at least 20 yrs of svc
58 or 35 yrs of svc
Dies in line of duty w/ at least 25 yrs of svc
Total permanent disability regardless of yrs of svc 65
Optional retirement
At least 20 yrs of svc
At least 25 yrs of svc
At least 60, entitled to retirement ben
Separation & Resignation
With separation pay
Not entitled to pension
With separation benefits; Portable

65. BENEFITS PACKAGE PROVISION PD 1638 PROPOSED BILL GSIS Survivorship
Monthly pension of deceased retiree x 75%
Monthly pension of deceased retiree x 50%
50% of basic monthly pension
Veterans Benefits
N/A
To be termed as “additional compensation”
Old-age pension benefit
Automatic Indexation
Indexed on pay of active personnel
In lieu of automatic indexation, incremental increase every 5 years, rate of which is to be determined by BOT (to cover both the existing members and new entrants)
Pension periodically adjusted as may be recommended by actuary & appvd by Board

66. Note: derivatives of the new entrants in P1 and P2 receive 50% of the principal.