TAGUM WATER DISTRICT

Tagum City

TWD ORIENTATION PROGRAM

Introduction:

Tagum Water District (TWD) is a government institution that promotes transparency among all
employees as mandated by the Civil Service Commission (CSC). Newly hired and promoted employees
shall undergo the orientation process to be acquainted and be well-informed of the varied internal and
external mandates in terms of the agency operation. Regardless of appointment – whether permanent,
casual or job order–he/she must be aware of the work environment that he/she is connected with to be
more effective and efficient in terms of work delivery and as an employee of an agency that provides
water utility services.

Employee orientation is the process of introducing employees to their new jobs and work
environments. It provides an opportunity for new employees to become accustomed to their new
company, department, division, co-employees and work expectations. Effective orientations provide
many benefits for both the employer and employee and can ensure a smooth transition into the new
workplace for all involved.( Leigh Richards)

Purposes of Orientation:

Employers have to realize that orientation isn't just a nice gesture put on by the organization. It serves
as an important element of the new employee welcome and organization integration.

To Reduce Startup Costs: Proper orientation can help the employee get up to speed much
more quickly, thereby reducing the costs associated with learning the job.

To Reduce Anxiety: Any employee, when put into a new, strange situation, will experience
anxiety that can impede his or her ability to learn to do the job. Proper orientation helps to
reduce anxiety that results from entering into an unknown situation and helps provide
guidelines for behavior and conduct, so the employee doesn't have to experience the stress of
guessing.

To Reduce Employee Turnover: Employee turnover increases as employees feel they are
not valued or are put in positions where they can't possibly do their jobs. Orientation shows
that the organization values the employee, and helps provide the tools necessary for
succeeding in the job.

To Save Time for the Supervisor: Simply put, the better the initial orientation, the less
likely that supervisors and coworkers will have to spend time teaching the employee. You can
effectively and efficiently cover all of the things about the company, the departments, the
work environment, and the culture during orientation. The manager and coworkers will then
need to only reinforce these concepts.

To Develop Realistic Job Expectations, Positive Attitudes and Job Satisfaction: It is

important that employees learn as soon as possible what is expected of them, and what to
expect from others, in addition to learning about the values and attitudes of the
organization.https://www.thebalance.com/employee-orientation-keeping-new-employees-on-
board-1919035

Pre-Orientation Preparation:

Each new employee will be notified by Human Resource Division of the date, time and location of the
orientation meeting. Orientations may be conducted individually or in group settings. Each employee
should have completed the following documents or forms:

For Original Appointment: (Casual to Regular & Outside applicant to
Permanent)
Casual Employees – renewable every 6 months
1. Appointment (KSS PormaBlg. 33)(will be provided by the office)
2. Personal Data Sheet (CSC Form 212 revised 2017(will be provided by the office)
3. Position Description Form(will be provided by the office)
4. Medical Certificate (CSC Form 211)(will be provided by the office)
5. Clearances (NBI, Police, Brgy.)
6. Oath of Office(will be provided by the office)
7. Birth Certificate LCR/NSO authenticated
8. School Credentials (Highest Educational Attainment)
9. Licenses/Eligibilities & others (if applicable)
10. BIR TIN Number
11. HDMF Number
12. PHIC Number
13. Minutes of the PSB(will be provided by the office)
14. Clearance from money & property accountability from previous employer (if Transfer)

For Promotion:
1. Appointment (KSS PormaBlg. 33) (will be provided by the office)
2. Personal Data Sheet (CSC Form 212 revised 2017 (will be provided by the office)
3. Position Description Form (will be provided by the office)
4. Oath of Office (will be provided by the office)
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 5. School Credentials (Highest Educational Attainment)
6. Licenses/Eligibilities & others (if applicable)

7. Minutes of the PSB (will be provided by the office)

8. Performance Rating (latest 1 rating period)
9. Board Resolution (Confirmation – for Supervisory)

For Job Order Workers (JO): Renewable as the service is needed
1. Personal Data Sheet (CSC Form 212 revised 2017 (will be provided by the office)
2. Police Clearance &Brgy. Clearance
3. 1 pc. ID picture (passport size)
4. Birth Certificate (Original & Photocopy)
5. Medical Certificate from Government Physician (for employment)
6. School Credentials (Highest Education Attainment)
7. Licenses/Eligibilities (if applicable)
8. Clearance from previous employer (if transfer)

For On-the-Job-Training (OJTs):
1. Application Letter
2. Resume
3. MOA
4. Waiver
5. Cedula
6. Endorsement Letter from the Program Head or School Administrator

REPUBLIC ACT No. 6713

“AN ACT ESTABLISHING A CODE OF CONDUCT AND ETHICAL STANDARDS FOR

PUBLIC OFFICIALS AND EMPLOYEES, TO UPHOLD THE TIME-HONORED PRINCIPLE
OF PUBLIC OFFICE BEING A PUBLIC TRUCT, GRANTING INCENTIVES AND REWARDS
FOR EXEMPLARY SERVICE, ENUMERATING PROHIBITED ACTS AND TRANSACTIONS
AND PROVIDING PENALTINES FOR VIOLATIONS THEREOF AND FOR OTHER
PURPOSES”

1. Section 4 – Norms of Conduct of Public Officials and Employees

(A) Every public official and employee shall observe the following standards of
personal conduct in the discharge and execution of official duties:
a. Commitment to public interest
b. Professionalism
c. Justness and sincerity
d. Political neutrality
e. Responsiveness to the public
f. Nationalism and patriotism
g. Commitment to democracy
h. Simple living

2. Section 5 – Duties of Public Officials and Employees

In the performance of their duties, all public officials and employees are under
obligation to:
a. Act promptly on letters and requests – 15 days from receipt thereof
b. Submit annual performance reports
c. Process documents and papers expeditiously – not more than 3 signatories
d. Act immediately on the public’s personal transactions
e. Make documents accessible to the public

3. Section 6 – System of Incentives and Rewards

A system of annual incentives and rewards is hereby established in order to motivate
and
inspire public servants to uphold the highest standards of ethics.

4. Section 7 – Prohibited Acts and Transactions

In addition to acts and omissions of public officials and employees now prescribed
in the Constitution and by laws, the following shall constitute prohibited acts and
transactions of any public official and employee and are hereby declared to be
unlawful:
a. Financial and material interest
b. Outside employment and other activities related thereto
c. Disclosure and/or misuse of confidential information
d. Solicitation or acceptance of gifts

5. Section 8 – Statements and Disclosure

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 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 unmarries children under eighteen (18) years of age living in their
households.

6. Section 9 – Divestment
A public official or employee shall avoid conflicts of interest at all times. When
a conflict of interest arises, he shall resign from his position in any private business
enterprise within thirty (30) days from his assumption of office and/or divest himself
of his shareholdings or interest within sixty (60) days from such assumption.

Orientation Program:
The program will be conducted in the following phases:

Phase 1— Human Resource Agenda

A. INTRODUCTION TO THE COMPANY:

TWD PROFILE

TWD was formed through Sangguniang Bayan (Municipal Council) Resolution No. 103 dated June 19,
1980. With its creation, the TWD acquired the ownership and management of the water supply
facilities constructed in 1977 by the Ministry of Public Works and Highways. After TWD had complied
with all the requirements, Local Water Utilities Administration (LWUA) awarded the Conditional
Certificate of Conformance (CCC) No. 175 on December 16, 1981.

TWD is run by five-man Board of Directors. The whole operation of the system is headed by the
General Manager. TWD has three departments, namely: Administrative and Human Resource,
Commercial Services and Engineering and Operation. TWD’s existing Permanent Plantilla is composed
of 111 positions, Casual Plantilla is composed of 45 positions and with Job Order workers as support
force in the operation of TWD.

Presently, ground water is the only and primary source of water supply of TWD. Disinfection in all pumping
stations is done by chlorination. The transmission facilities of TWD consist of Cement Line Cement Coated
(CLCC) and unplasticized Polyvinyl Chloride (uPVC) pipes with sizes ranges from 150mm to 250mm
diameters while distribution pipelines consist of Poly-ethylene (PE) and
(uPVC) pipes with sizes ranges from 50mm to 150mm in diameter. TWD utilizes five (5) elevated steel
tanks with a total volume of 1,558 cubic meters.

As of December 31, 2015, TWD covers 13 out of 23 barangays in the City of Tagum and has a total of
31,936 service connections. The minimum residential water rates are PhP 96.60 for the first 5 cubic
meters and PhP 164.15 for the first 10 cubic meters while commercial class rates PhP 328.30 for the
first 10 cubic meters.

TWDPURPOSE
Tagum Water District was formed for the purpose of acquiring, installing, improving, maintaining and
operating water supply and distribution system for domestic, commercial, and industrial uses for
residents within its areas of responsibility.

TWD VISION
World-class and progressive water district providing sustainable, socialized and responsive services.

TWD MISSION
We commit to continually improve:
Our organizational competence;
Our services – quantitatively and qualitatively;
Our community
engagement; Our
Environmental
Stewardship

TWD MOTTO
Committed to:
T – rustworthy
W – ater
D - istribution
Page 3 of 23
 B. TWD ORGANIZATIONAL STRUCTURE/ORGANIZATIONAL CHART

Office of the
TAGUM WATER DISTRICT Board of
City of Tagum Directors

ORGANIZATIONAL STRUCTURE
Office of the
LWD-MaCRO Category B General
Manager

Management
Services
Division

Administrativeand Finance Commercial Engineering

Human Resource Services Services & Operations
Dept Department Department Department

Human General Accounting Cash Customer Customer Water Const. Planning

Resource Services Division Management Accounts Services Resource & Maint. & Design
Division Division Division Division Division s Division Division Division

Page 4 of 23
 Employees’ Benefits:

For Permanent and Casual Employees:
1. Basic Pay – based on Salary Standardization Law (SSL)
2. Personnel Economic Relief Allowance (PERA) – P2,000.00 per month
th
3. 14 Month pay – equivalent to one (1) month basic salary of the employee, released
th
every year not earlier than the 15 day of May.
th
4. 13 Month pay – equivalent to one (1) month basic salary of the employee, released
th
every year not earlier than the 15 day of November.
th
5. Cash Gift – P 5,000.00 per employee, release together with the 13 month pay.
6. Performance Based-Bonus (PBB) – an additional bonus to government employees for
the exemplary performance every year.
7. Clothing Allowance – P 5,000.00 per employee every year subject to certain conditions
as mandated by DBM Budget Circular No. 2012-1 dated February 23, 2012

8. Overtime pay (if necessary) –Civil Service Commission (CSC) and Department of Budget
and Management (DBM) Joint Circular No. 1 series of 2015 dated November 25, 2015 and
BR No. 030 s.2016
25% of employee daily rate in excess of eight hours during regular days.
50% of employee daily rate in addition to employee’s daily basic pay during holidays,
Saturdays and
Sundays.
For employees with shifting schedule, in the case that the he/she is on duty during
holidays, it is
considered as overtime and he/she will receive plus 50% of
his daily basic pay. Details of the guidelines please refer to
page 22 of this program.
9. Performance Enhancement Incentive – P 5,000.00 per employee for permanent and
Casual subject for certain conditions as mandated by Executive Order (EO) No. 181,
s.2015.
10. Attend Various Seminars & Trainings – employees are allowed to attend seminars and
trainings with allowances and registration is paid by TWD (both outsource and in-house
trainings). Reference as mandated by DBM NBC No. 565, dated April 22, 2016.
11. Representation and Transportation Allowance (RATA) – monthly allowance for
Managers onlysubject for certain conditions as mandated by DBM LBC No. 103 and NBC
548 dated May 15, 2013
Position Representation Transportation Total Monthly
Allowance (RA) Allowance (TA)
General Manager 8,500.00 8,500.00 17,000.00
Department Manager 7,500.00 7,500.00 15,000.00
Division Manager 5,000.00 5,000.00 10,000.00

For Job Order and Project Based Employees:
1. Salary Rate – based on the approved salary scheme of the
Office as of 2017.
A. Regularly renewed Job
Order:

Less than 1 year in the One year but not more More than 2 years in the
service than 2 years service
in the service
P 317.00/day P 337.80/day P 367.15/day
B. Project Based:

Laborer Trade Skilled – Carpenter, Driver, Manson, Plumber,

Automotive
P 317.00/day P 367.15/day

C. Engineering Aide:

Licensed Engineer Non-Licensed Engineer

P 698.55/day P 438.60/day

2. Overtime Pay(if necessary) –Civil Service Commission (CSC) and Department of Budget
and Management (DBM) Joint Circular No. 1 series of 2015 dated November 25, 2015 and
BR No. 030 s.2016
25% of employee daily rate in excess of eight hours during regular days.
Overtime rendered during Holidays, Saturdays and Sundays is
considered as regular days Details of the guidelines please refer to
page 22 of this program.
12. Attend in-house Trainings and Seminars – Job Order employees are allowed to attend
once a year outdoor trainings and seminars all expense by TWD. Job Order employees are
not allowed to claim allowances but free for board and lodging all expense by TWD.
Reference as mandated by DBM NBC No. 565, dated April 22, 2016.
3. Other Gratuity or Bonuses – dependent on the guidelines issued by the President.

Policy Review:
 A. Payroll Period:
th
1. First Half – prepared and releasedthree (3) days before the 15 day of the month.
th
2. Second Half – prepared and releasedthree (3) days before the 30 day of the month.
Page 5 of 23
 B. Deductions, Loans and Premium Contributions:
For Permanent and Casual Employees:
1. Government Service Insurance System (GSIS)

9% of employee’s monthly basic salary (Employee’s Share)

12% of Employee’s monthly basic salary (Employer’s Share)

CONSOL LOAN
Maximum Loanable Amount:
Minimum Premium Payments Maximum Loanable Payment Term (Maximum)
Required Amount
(Basic Monthly Salary)
25 years 14-month loan 10 years
15 years 12-month loan 10 years
10 years 10-month loan 10 years
5 years 7-month loan 6 years
40 months 4-month loan 6 years
20 months 3-month loan 6 years (Regular)
2 years (Casual)
Note:
*Minimum Loanable Amount -
P15,000.00
*Minimum Payment Term - 12
months
Qualifications:
~Regular/Casual Employees
~With atleast 20 months of Paid Premium
~With Net Take Home pay of atleast P4,000.00 (GAA2017)
~Not on Leave of Absence without pay
Procedures for application:
~Apply @ GSIS through the GWAPS kiosk using your eCARD or
UMID card ~Notify the AAO (c/o AMPNarag) for the
confirmation and approval of Loan
Note: After 3 days, loan application will automatically remove
on the system ~Notify the Payroll Incharge (IPRobles) for the desired
application of deductions
(quencina/monthly), otherwise it will be apply at the option of the Payroll Incharge.
~Loan proceeds are directly credited to your eCARD or UMID card account
Other Information:
~Interest Rate -12% per annum compounded annually based on
diminishing balance ~Grace Period - 1 month
~Renewal of loan - any time as long as there are proceeds (after deducting the outstanding balance)
~Over the Counter payment @ GSIS is not allowed

EMERGENCY LOAN
-loan to assist the member in times of natural calamity and disaster
Loanable Amount
~1st loan P20,000; Second Loan P40,000
Qualifications:
~Regular/Casual Employees
~Member is working/residing in the areas that were declared
under a state of calamity by the Government
~With Net Take Home pay of atleast P4,000.00 (GAA2017)
~Have no in-default loan (unpaid for more than 6 months)
Procedures for application:
~Apply @ GSIS through the GWAPS kiosk using your eCARD or
UMID card ~Notify the AAO (c/o AMPNarag) for the
confirmation and approval of Loan
Note: After 3 days, loan application will automatically remove
on the system ~Notify the Payroll Incharge (IPRobles) for the desired
application of deductions
(quencina/monthly), otherwise it will be apply at the option of the Payroll Incharge.
~Loan proceeds are directly credited to your eCARD or UMID card account
Other Information:
~Interest Rate -6% computed in advance
~Grace period -3 months
~Terms of Loan - 3 years
~Over the Counter payment @ GSIS is not allowed

POLICY LOAN
-loan facility that you may avail of from your GSIS Life Insurance Policy
Loanable Amount
~70% of the accumulated termination value of your policy
Qualifications:
~Regular/Casual Employees
Page 6 of 23
~Insured for at least 1 year
~With Net Take Home pay of atleast P4,000.00 (GAA2017)
Procedures for application:
~Apply @ GSIS through the GWAPS kiosk using your eCARD or
UMID card ~Notify the AAO (c/o AMPNarag) for the
confirmation and approval of Loan
Note: After 3 days, loan application will automatically remove
on the system ~Notify the Payroll Incharge (IPRobles) for the desired
application of deductions
(quencina/monthly), otherwise it will be apply at the option of the Payroll Incharge.
~Loan proceeds are directly credited to your eCARD or UMID card account
Other Information:
~Interest Rate -8% compounded annually
~Payment is optional
~Grace period -No Grace Period
~Over the Counter payment @ GSIS is not allowed

2. Philippine Health Insurance Corporation (PHIC) – Salary

Bracketing (with Premium
Contribution Table)

3. Home Development Mutual Fund (HDMF)–


P 100.00 for Employee’s share or 2% of employee’s monthly basic pay
(Optional)

P 100.00 for Employer’s share
○ Premium Contribution
2% of Basic Pay or any amount at the option of the Employee,
provided not lower than the minimum contribution required .

SHORT-TERM LOAN/MPL
Loanable Amount
No. of Monthly Loan Value
Savings
24-59 months Up to 60% of Total Accumulated Value
60-119 months Up to 70% of TAV
120 months Up to 80% of TAV
Qualifications:
~All Employees with premium payments
~With Net Take Home pay of atleast P4,000.00 (GAA2017) (for Regular/Casual Only)
Procedures for application:
~Fill up application form approved by the Head of Agency (c/o
HRD) and submit to Pag-IBIG office with the applicable
requirements
~Notify the Payroll Incharge (IPRobles/JGLlandilar)/
Submit Deferment of deduction from LSArnilla
(applicable for Re-loan only)
~Loan proceeds are directly credited to your Cash Card
Other Information:
~Interest Rate -10.75% per annum
Page 7 of 23
~Payment deduction- every 15th of the month (for regular/casual)
~Payment deduction- every 15th & 30th of the month (JO)
~Grace period -2 months

4. Provident Fund – for permanent employees only


3% of employee’s monthlybasic pay (Employees Share)

4% of employee’s monthlybasic pay (Employer’s Share)

5. Income Tax – Salary Bracketing

○ Based on Graduated Rates
*Basic Pay
-Deducted every payroll (divided equally for 24
quencina)
*Bonus & Other
Benefits
-Deducted every release of the bonus based on tax rate
bracket
(if total bonus exceeds P82,000 ceiling,
otherwise No tax)
*Overtime
-Deducted in proportion to overtime claimed
(based on tax rate bracket)
Basic Sample Only
Pay:
January - 256,644.0
December 0
Less: GSIS 23,097.96
PHIC 3,150.00
Union 600.00
Pag-ibig 1,200.00 28,047.96

Net Basic Pay 228,596.

04
Overtime 13,214.94

Total 241,810.
98
Add Benefits:
14th month 21,387.00

13th month 21,387.00

PEI 5,000.00
PBB -
Educational -
Assistance
Grocery -
Allowance
Anniversary -
Bonus
Year-End Fin.'l Assistance -

Total benefits & other bonus 47,774.00

Less: Max. 82,000.00 (34,226.00)

Benefits
Gross Taxable Income 241,810.
98
Less: Exemptions
Personal 50,000.00
Exemptions
Net Taxable Income 191,810.
98
Tax due:

22,500.00

191,810.98
140,000.00

51,810.98 25% 12,952.75

35,452.75
Total Tax Due 35,452.75

Less Tax W/held

Tax 35,452.7
Payable 5
Page 8 of 23
 140,000.00 250,000.00 22,500.00 + 25% 140,000.00

TAX TABLE

OVER NOT OVER AMOUNT/RATE OF EXCESS OVER

NOT OVER 10,000.00 5%

10,000.00 30,000.00 500.00 + 10% 10,000.00

30,000.00 70,000.00 2,500.00 + 15% 30,000.00
70,000.00 140,000.00 8,500.00 + 20% 70,000.00
140,000.00 250,000.00 22,500.00 + 25% 140,000.00
250,000.00 500,000.00 50,000.00 + 30% 250,000.00
500,000.00 OVER 125,000.0 + 32% 500,000.00
0

For Job Order Employees:

1) TAX
3% of Gross Amount
- Purchase of Services
-Under Sec 116 of NIRC -Other Percentage Taxes (not exceeding the VAT Threshold of
1,919,500/year)
-Final tax
2% of Gross Amount
-Expanded Witholding Tax for Income Payments
-Creditable Withholding Tax (Form 2307)
2) SSS
○ Loans
*With 36 months paid premium
3) PAG-IBIG
○ Premium Contribution
*P200.00 per month (minimum)
○ Loans (if applicable)
*Short-Term Loan
*Calamity Loan (Areas must be under state of Calamity)
¤ Optional
1) SSS
○ Premium Contribution
At the option of the Employee

2) PAG-IBIG
○ Premium Contribution
Any amount at the option of the Employee, provided not lower
than the minimum contribution required .
C. Travel:
1. All Permanent and Casual Employees can claim Trave Allowance as mandated by EO 298, dated
May 29, 1995
2. Government employees are provided with an official vehicle to service and fasten the
transactions.
3. Company (government) vehicles are intended for official use only. Personal used is strictly
prohibited.
4. Employees are required to fill-up the pass card, approved by the supervisor before he/she
can leave the office for both personal and official transactions.
5. Managers who are claiming a Representation & Transportation Allowance (RATA), they are
not allowed to use a government vehicle on its official transactions within the locality
except for official travels outside Tagum City.
6. For travels beyond 50 kilometer radius from Tagum City, an approved Authority to Travel
and Itinerary of Travel must be accomplished before he/she can leave the office.
Allowance for Travel :

For half day – P 160.00 per employee

For one day – P 320.00 per employee (Must leave the office before 11:00 am)

For overnight – P 800.00 per employee

For employee who is travelling thru PUV, his/her fare expenses shall be
refunded withbus tickets as proof of evidence.

In claiming the travel allowance, the employee must present a certificate of
appearance as evidence of the travel.

D.Personal Vehicle Use:

Page 9 of 23
 1. If an employee uses her/his personal motor vehicle in performing her/his official duty,
he/she is allowed to claim fare/gasoline allowance at P 50.00 per day.
2. In the case of meter reading activity, the employee is allowed to claim fare/gasoline
allowance at P100.00 per day for 15 days of work.

E. Prescribed Office Uniform:

1. Permanent and casual employees are required to wear the prescribed office uniform,
failure to do so will pay P 50.00 per offense as penalty.
2. Job Order and Project Based Workers are required to wear ARTA ID, failure to do so will pay
P 20.00 as penalty.

Review of Office Memoranda on Administrative

Procedures:
1. Office Memo dated April 11, 2012 – Non-Working Hour/Day
Prohibition – To all Concerned
Employees and Job Order workers are not allowed to stay in the office after office
hours and during non-working days except those authorized to render overtime
work or has work authorization.
Non-employees are also not allowed to stay in the office after 5:00 p.m. during
working days and during Saturday, Sunday and Holiday.
Television must be turn-off at 5:00 p.m. during working days and shall not be
switch-on during non-working days.
Office air-conditioning units must be turn-off after 5:00 p.m. during working days
and shall not be switch-on during non-working day. However, whenever the
employee is authorized to render overtime works or has work authorization, the air
conditioning unit nearest to the work place may be switch-on.
Private plumbers may be allowed to stay outside the office to respond to the
concessionaires who may
need their services during non-working day.
The security guards are hereby instructed to monitor and directly report to the
undersigned or her authorized representative anybody not following this memo.
Effective Immediately.

2. Inter – Office Memo dated May 5, 2016 – No Standby Personnel at

the Compound after Office Hours –To TWD Employees
Please be informed that staying at the office premises for long duration during rest days
and holidays and after 5:00 pm if without overtime authorization or authority to enter
the TWD compound is no longer allowed for security reason and in order to impose
internal control to protect the properties of the district.
This policy would apply to employees and other unauthorized personnel having
access to TWD perimeter area.
This order takes effect immediately. Violations on this instruction shall be dealt with
accordingly.

3. Office Order dated June 01, 2016 – Inspection of Vehicles and

Employees going out of TWD compound – To Sherlock Security
Guards
It was observed that inspection were no longer performed by your team on
officially used motorcycles and those privately owned motorcycles and vehicles of
TWD employees’ going out of the compound within office hours and after 6:00 pm
as required by this agency provided in Section A.4 and 5 of the Office Order dated
January 06, 2014.
With the lost of several tools and supplies inside the office, the TWD Management
is instructing your group to impose inspection at the Guard House for the following
units:
- Tool Box and Driver’s bag of officially used and personally owned Motorcycles;
- Pack Bags and Hand carried bags of employees (Field and Office Based);
- Items found in the tool box and bags of employees that are similar to the
properties of the water district must be supported with an approved gate pass. If
things are personally owned, it must be recorded in the guard’s logbook in order
to document those personally owned tools and IT gadgets;
Approving officers must be the Department/Division Heads of the concerned employee;
At the end of the month, Security Guard’s Team Leader must prepare a report of those
items with approved gate pass and also for those recorded employees’ personal
gadgets and tools that are similar to
TWD properties found in their possession during the
conduct of inspection. This order shall take effect
immediately.
4. Office Memo dated February 26, 2008 –Computer Usage – To all
employees
In order to prolong the useful life of our computer units, and safeguard it from
computer virus as well as protect the integrity of the data, you are all instructed to
observe the following.

Turn-off computer and unplug power chord from source after office hours or before
leaving the office.
 
Internet shall be used for official transactions only.

Only TWD logo shall be used as screen saver or wall paper.

USB, CD, diskettes and other multi-media devices is not allowed, except those
officially use. For compliance

5. Office Memo dated May 23, 2011 – Unplugging of Office

Equipment’s and Other Properties – To all Employees.
This is to reiterate the memo dated February 26, 2008 which states, among others:

Page 10 of 23
 
Turn-off the computer and unplug power chord source after office hours or before
leaving the office.
And memo dated November 7, 2008 party quoted as follows:


Television must be turn-off at 5:00 pm during working days and shall not be switch-
on during Saturdays, Sundays, and Holidays.

Office air-conditioning units must be turn-off after 5:oo pm during working
days and shall not be switch-on during Saturdays, Sundays, and Holidays.
However, whenever the employee is authorized to render overtime works
or has authorization, the air conditioning unit nearest to the work place
may be switch-on.
In addition, thereof, all employees are instructed to switch-off and unplug from
power source all office equipment’s and other TWD properties, except laboratory
equipment’s and office refrigerators, using electricity as precautionary or
preventive measure against fire and other accidents after office hours or after
overtime have been rendered.
The Security Guards are hereby instructed to monitor and directly report to the
undersigned or his authorized representative anybody not following this memo.
Effective immediately.

6. Office Memo dated April 18, 2012 – Maintenance Logbook of

Vehicles – To all Accountable Personnel and Official Drivers.
Effective immediately, you are instructed to have a maintenance logbook of the
vehicle assigned to you to record the date, odometer reading, quantity of materials
and supplies used, etc., of the following:

Change oil

Tire replacement and vulcate – (specify whether the tire replaced is front, rear, left,
right, and tire size)

Fuels, Oil, Air filter replacement.

Minor repairs

Other materials and supplies (brake fluids, grease, etc.)

In addition, the accountable personnel must at all times know the status of the
vehicle. And, in order to monitor the whereabouts of the vehicle, you must
countersign the trip ticket, Th undersigned may not approve the trip ticket without
you counter signature.
The drivers are also reminded to conduct periodic check-up of the vehicle and prepare a
Pre-repair Report when necessary. You are also instructed to submit the monthly fuel
consumption report to the HRD.
For Compliance.

7. Office Order dated April 22, 2016 – Prescribed Office Uniform – All
Employees

In line with the provisions of RA 6713 (Code of Conduct and Ethical Standards for Public
Official and Employees) and Civil Service Commission (CSC) Memorandum No. 14 and 25 series
of 1991 - in order to maintain modesty and proper decorum in the civil service, you are hereby
directed to observe the following prescribed Dress Code (office uniform) when reporting for
work effective May 02, 2016:

Prescribed Office Uniform ProhibitedAttire on Friday and

Overtime Days
(MALE AND FEMALE EMPLOYEES) ( Saturday, Sunday and Holiday)
Employmen Friday and Overtime Days
t
Status Monday to (Saturday, Sunday and Male and Female
Thursday Holiday)
Permanent Official Uniform Proper civilian clothes
Employees of the Year
ARTA ID 1. Gauzy, transparent or net-like shirt
ARTA ID or blouse
Working Shoes
Working Shoes 2. Sando, sleeveless, strapless or
spaghetti-strap blouse (unless worn
Casual Official Uniform Proper civilian clothes as undershirt), tank-tops’ blouse
Employees of the Year with over-plunging necklines.
ARTA ID 3. Micro-mini skirt, walking shorts,
ARTA ID
Working Shoes cycling shorts, leggings, tights,
Working Shoes jogging pants.
Job Proper civilian Proper civilian clothes 4. Slippers
Order/Proje clothes
ct Based ARTA ID
Employees ARTA ID
Working Shoes
Working Shoes

Non-wearing of the prescribed uniform shall be recorded by the Security Guard on duty
and shall have a fine of P50.00 per offense for the Permanent and Casual employees and
P20.00 per offense for Job Order/Project Based Employees who are not wearing ARTA ID to be
deducted monthly from the payroll.

The following shall also be prohibited during office hours and within office premises:

o Ostentatious display of jewelry, except for special occasions and during

official celebrations; o Wearing of heavy or theatrical make-up;
o Using of headphones;
o Wearing of earrings and improper way of wearing uniform for male employees such as
unbuttoned polo shirt/shirt
jack;
o Multiple earrings for female employees;
o Unofficial use of internet connection (facebook, instagram,
twitter, etc) and o Excessive use of gadgets such as
cellphones, ipad, itab, etc

Page 11 of 23
 Further, habitual violation of the above provisions shall be considered as ground for
disciplinary action for violation of Reasonable Office Rules and Regulations.

For strict compliance.

(Sgd) NELLY M. GENTUGAYA,MM
Cc: All Dept. & Div. Heads
Bulletin Board
File

*************************************************************************************
Computer Systems and Logins:

All employees with issued computer must use it only for official works and transactions of the
office.

The screen saver of the computer must be the official logo of TWD.

All employees are prohibited to plug in unofficial gadgets such as cellphone, flash drive, card readers and the likes.

All employees are required to turn off the computer after the office hours.
*********************************************************************************************
Telephone Systems and Radio Base:

TWD Intercom Directory:
101 - GM’s Secretary
102 - Disconnection Section
103 - Office of the Board of Directors
104 - Customer Services Division
105 - GM
106 - Water Resources Division
107 - Storeroom
108 - Engineering & Operations Dept.
117 - Cash Management Division
118 - Management Services Division
119 - HR Division
120 - Admin & HR/ Luz S. Arnilla
121 - rd
Accounting Division (3 Level)
122 - Commercial Services Dept./Edgardo
Rey J. Bula
123 - Construction & Maintenance Division
124 - Guard House

Centralized from the Office of the General Manager.

All employees are required to answer the phone in a right gesture/proper manner.

All employees are not allowed to use the long distance calls for personal needs.


For outgoing official calls, calling slips must be properly filled-up by the caller (employee) duly signed by
his/her immediate supervisor.


The TWD Radio Base is use to fast track the transactions among the employeesassigned at field. It
is located at the GM’s office. It is commonly used during monitoring of TWD operations especially
during emergency repairs of service connection lines, troubleshooting of pumping stations and other
transactions relating to office functions.
********************************************************************************************************
Supplies & Equipment:

TWD has storage facilities wherein several stocks used in the operation
arestored: TWD compound
PS No. 8 in front of Mission
Hospital PS No. 13 along
Magdum Highway PS No. 3
along Apokon Road
PS No. along located at J.VillageTagum City.

For garage and heavy equipment, TWD has aMotorpoolwhichis located at PS No. 3 along
Apokon Road, Tagum City.

Only the auto mechanic personnel are authorized to stay in the motorpool to safeguard the properties found thereat.
************************************************************************************
*
TWD Properties, Pumping Stations & Reservoirs
Description Location
TWD Compound – Office Mirafuentes District, National Highway, Tagum
City
Property acquired from NIA Brgy. Magdum, Tagum City
Property acquired from DBP Brgy. San Miguel, Tagum City
Reservoir – Tank 1 New Public Market, Brgy. Magugpo West, Tagum
City
Reservoir – Tank 2 Rotary Park, MagugpoPoblacion, Tagum City
Reservoir – Tank 3 TOTIT, Brgy. Magugpo West, Tagum City
Reservoir – Tank 4 Cristo Rey Village, Magugpo West, Tagum City
Page 12 of 23
 Reservoir – Tank 5 Brgy. Mankilam, Taggum City
Reservoir – Tank 6 Brgy. La Filipina, Tagum city
Pumping Station 2 Rabe Compund, Brgy. Visayan Village, Tagum City
Pumping Station 3 with Motorpool Brgy. Apokon, Tagum City
Pumping Station 4 J-Village, Brgy. Visayan Village, Tagum City
Pumping Station 5 Daneco Village, Magugpo East, Tagum City
Pumping Station 7 with Filtration Facilities Merville Subdivision, Brgy. Magdum, Tagum City
Pumping Station 8 and Warehouse PNR Subdivision, Brgy. Visayan Village, Tagum
City
Pumping Station 11 Brgy. Magdum, Tagum City
Pumping Station 12 Suico Compound, Brgy. San Miguel, Tagum City
Pumping Station 13 Fronting Property 1 of TWD, Brgy. Magdum,
Tagum City
Pumping Station 14 Prk. Durian, Brgy. Magugpo East, Tagum City
Pumping Station 15 Prk. Durian, Brgy. Apokon, Tagum City
Pumping Station 16 JV ayala Avenue, Brgy. Apokon, Tagum City

*************************************************************************************
Phase 2—Management Agenda

HR Introductory Meeting with New Employees:

HR personnel are the only authorized personnel tasked to orient the new employees of TWD,
discussedboth external and internal rules and regulations of the organization and the governing
laws as public servant.
********************************************************************************************************

TWD Organizational Structure:

TWD is a Category B water district based on LWD-Macro Re-categorization which was approved last
2014. The existing
Organizational Structure is composed of the following:

1. Office of the Board of – Dir. Henrietto Q. Castrence (Chairperson of

Directors the Board)
2. Office of the General Manager – Nelly M. Gentugaya, MM (General
Manager)
a.
Management Services – Glenda A. Miraflor (Division Manager B)
Division
3. Administrative and HR Dept. – Luz S. Arnilla, CPA, MPA (Department
Manager B)
a. Human Resource Division – Estella D. Aparece, MM (Division Manager
B)
b. General Services Division – under the supervision of Ms. Arnilla
4. Finance Services Department – under the supervision of Ms. Arnilla

a. Accounting Division – Jocelyn S. Emotin, CPA (Division Manager

B)
b. Cash Management Division – Elena L. Budiongan, MM (Division Manager
B)
5. Commercial Services – Edgardo Rey. J. Bula (Department Manager
Department B)
a. Customer Accounts Division – Christopher R. Lanaja, MM (Division
Manager B)
b. Customer Services Division – Marie Jane A. Clavero, DPH (Division
Manager B)
6. Engineering & Operations – Pilar M. Mula, CE, RMP (Department
Dept. Manager B)
a. Water Resources Division – Gerardo M. De Leon. RME (Division
Manager B)
b. Const.&Maint. Division – Keith G. Nicart, CE, RMP (Division Manager
B)
c. Planning & Design Division – Richard L. Emotin, CE (Division Manager B)
************************************************************************************
*
PRIME – HRM:
PRIME-HRM stands for Program to Institutionalize Meritocracy and Excellence in Human Resource
Management. It is a mechanism to support the attainment of the civil Service Commission vision of
becoming a Center of Excellence for Human Resource and Organization Development. PRIME-HRM assesses
the agency’s human resource management competencies, systems, and practices toward HR excellence.
PRIME-HRM presents a more progressive system of assessment as it entails greater engagement not just of
the human resource management officer (HRMO) but also of the officials and the rank-and-file employees of
the agency.

The program also aims to:

Serve as search mechanism for best practices in human resource management;
Serve as a venue for exchange and development of expertise in the area of human resource
management between and
 among government agencies;
Empower agencies in the performance of human resource
management functions; and Promote and reward excellent human
resource management practices.

THE FOUR HR SYSTEMS:

1. RECRUITMENT, SELECTION AND PLACEMENT
2. LEARNING AND DEVELOPMENT
3. PERFORMANCE MANAGEMENT
4. REWARDS AND RECOGNITION

Page 13 of 23
 PRIME-HRM ENHANCED Maturity Level Indicators – CSC MC No. 24 s, 2016:
1. Level 1 – Transactional HRM
Process are compliant with CSC and other relevant regulations and guidelines
2. Level 2 – Process-Defined HRM
Processes are attuned to the agency’s requirements
3. Level 3 – Integrated HRM
Quantitative objectives are used to measure the quality and performance of
process for continuous improvement
4. Level 4 – Strategic HRM
Processes are focused on continually improving process performance through
both incremental and innovative improvements

The Competency proficiency levels are aligned with the maturity levels:
1. Level 1 – Basic
Understands basic principles; can perform tasks with assistance or direction
2. Level 2 – Intermediate
Performs routine tasks with reliable results; works with minimal supervision
3. Level 3 – Advanced
Performs complex and multiple tasks; can coach or teach others
4. Level 4 – Superior
Considered an expert in performing tasks; can teach and leads others
********************************************************************************************************
SIX (6) CSC PERSONNEL MECHANISMS:
NAME OF COMMITTEE NAME CHAIRPERSON FUNCTIO
MECHANISMS N/S
1. Grievance Machinery Grievance Committee Edgardo Rey J. Bula *A system or method of
determining and
(GM) finding the best way to address the
specific
cause or causes of a grievance
2. Program on Awards Program on Awards and Luz S. Arnilla, CPA, *Responsible for developmen
and Incentives for MPA the t,
Incentives for Service Service Excellence (PRAISE) administration, monitoring and
Committee evaluation
Excellence (PRAISE) of the awards and incentives
system of the
agency
3. Merit Selection Plan Personnel Selection and Luz S. Arnilla, CPA, *Adhere to the standard set by Civil
(MSP) Promotion MPA Service
Board Laws and Rules in the selection
and
promotion of TWD personnel
4. Career and Personnel Career and Personnel Luz S. Arnilla, CPA, *Provide support function to
Development MPA the
Development Plan Plan (CPDP) Committee management in matters
(CPDP) pertaining to
selection of agency nominees to
training,
development and scholarship
programs in
accordance with existing civil
service
policies and
standards.
5. Policy and Procedure Committee on Decorum and Engr. Pilar M. Mula, *Lead in the conduct of discussions
on RMP about
Sexual Harassment Investigation (CODI) sexual harassment within the
(PPSH) agency to
increase and prevent
understanding
incidents of sexual harassment
6. Strategic Performance Performance Management Team Edgardo Rey J. Bula *To assist the GM in the
implementation of
Management System (PMT) the SPMS which shall be used as
basis for
(SPMS) determining entitlement to
performance-
based incentives of government
personnel

********************************************************************************************************
Individual Performance Commitment and Review (IPCR)

Employees are required to submit performance evaluation every semester (1 st Semester – July
of every year and 2nd Semester – January of the following year), coaching and mentoring about
the preparation of IPCR will be from the supervisors and HR Personnel.

IPCR serves as basis in the on various benefits, renewal, promotions and the standards of services rendered as a
government employee
********************************************************************************************************
Confidentiality and Privacy Issues:

All employees shall refrain from divulging any highly confidential information and private issues relating to
TWD matters and its employees.
*************************************************************************************
Facility and Work Station Location Issues:

Employees are neither allowed to stand by at the lobby during office hours nor watched TV while
waiting for the break time.

Employees have an official fifteen (15) minute break time in the morning at 9:45am to 10:00 am and in the
afternoon at 3:00 to 3:15 pm.

Employees are mandated to maintain cleanliness and orderliness in its respective working stations and tables.
*********************************************************************************
Attendance and Punctuality Standards:

Applicable for Permanent and Casual Employees:

Page 14 of 23
 1. OMNIBUS RULES
ON LEAVE Rules XVI of
the Omnibus Rules
Implementation Book V
of EO 292
Definition of Terms:
1. Leave of Absence – generally defined as a right granted to officials and employees not to
report for work with or without pay as may be provided by law.

2. Commutation of leave credits – refers to conversion of unused leave credits to their

corresponding money value.
3. Cumulation of leave credits – refers to incremental acquisition of unused leave credits by
an official or employee.

4. Sick leave – refers to leave of absence granted only on account of sickness or disability on
the part of the employee concerned or any member of his immediate family.

5. Vacation Leave – refers to leave of absence granted to officials and employees for personal
reasons, the approval of which is contingent upon the necessities of the service.

6. Monetization – refers to payment in advance under prescribed limits and subject to specified
terms and conditions of the money value of leave credits of an employee upon his request
without actually going on leave. (10 days)
Formula: Monthly salary x No. of days to be monetized x CF (.0478087)

7. Maternity leave – refers to leave of absence granted to female government employees

legally entitled thereto in addition to vacation and sick leave. The primary intent or purpose of
granting maternity leave is to extent working mothers some measure of financial help and to
provide her a period of rest and recuperation in connection with her pregnancy. (60 calendar
days).

8. Paternity leave – refers to the privilege granted to a married male employees allowing him to
report for work for seven
(7) days while continuing to earn the compensation therefor, on the condition that his
legitimate spouse has delivered a child or suffered a miscarriage, for purposes of enabling him
to effectively lend care and support to his wife before, during and after childbirth as the case
may be and assist in caring for his newborn child. (7 working days).

9. Terminal leave – refers to 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.

10. Special leave privileges – refer to leave of absence which officials and employees may avail
of for a maximum of three (3) days annually over and above the vacation, sick, maternity and
paternity leaves to mark personal milestones and/or attend to filial and domestic
responsibilities.

11. Five days forced/mandatory leave – all officials and employees with 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 annually under the following conditions:

a. The head of agency shall, upon prior consultation with the employees, prepare a staggered
schedule of the mandatory fiveday vacation leave of officials and employees, provided that
he may, in the exigency of the service, cancel any previously scheduled leave.

b. The mandatory annual five-day vacation leave shall be forfeited if not taken during the
year. However, in cases where the scheduled leave has been cancelled in the exigency of
the service by the head of the agency, the scheduled leave not enjoyed shall no longer be
deducted from the total accumulated vacation leave.

c. Retirement and resignation from the service in a particular year without completing the
calendar year do not warrant forfeiture of the corresponding leave credits if concerned
employees opted not to avail of the required five-day mandatory vacation leave.

d. Those with accumulated vacation leave of less than ten (10) days shall have the option to go on
forced leave or not. However, officials and employees with accumulated vacation leave of 15
days who availed of monetization for 10 days, under Section 22 hereof, shall still be required to
go on forced leave. (Amended by CSC MC No. 41, s. 1998).
Table 1
VACATION AND SICK LEAVE CREDITS
EARNED ON A MONTHLY BASIS
NUMBER OF MONTH/S VACATION LEAVE EARNED SICK LEAVE EARNED
1 1.25 1.25
2 2.50 2.50
3 3.75 3.75
4 5.00 5.00
5 6.25 6.25
6 7.50 7.50
7 8.75 8.75
8 10.00 10.00
9 11.25 11.25
10 12.50 12.50
11 13.75 13.75
12 15.00 15.00
Sec. 34. Tardiness and Undertime are deducted against vacation leave credits
– are deducted from vacation leave
credits and shall not be charged to sick leave credits, unless the undertime is for health reasons
supported by medical certificate and application for leave.

Page 15 of 23
 
CSC Memorandum Circular No. 17, s. 2010 – Policy on Half Day
Absence
Pursuant to CSC Resolution No. 10-1358 dated July 6, 2010, the Commission resolves to promulgate
the following guidelines on
Half Day Absence, as follows:

1. Any officer or employee who is absent in the morning is considered to be tardy and is subject
to the provisions on Habitual Tardiness; and

2. Any officer or employee who is absent in the afternoon is considered to have incurred
undertime, subject to the provisions on Undertime.
Sec. 56. Leave without pay – all absences of an official or employee in excess of his
accumulated vacation or sick leave credits earned shall be without pay.
Reminders:
1. Application for Vacation leave shall be filed five (5) days in advance. Whenever possible
before going on leave.
2. Application for Sick leave shall be filed immediately upon return from such leave. In excess
of five (5) successive days, it shall be accomplished by a medical certificate.
3. Application for Sick leave may be applied in advance in cases of undergoing medical
examination or operation or advised to rest in view of ill health duly supported by a
medical certificate.
4. An application for leave of absence for thirst (30) calendar days or more shall be
accompanied by a clearance from money and property accountabilities.

CSC MC No. 16, s. 2010 –POLICY ON UNDERTIME (10/6/2010)
1. Pursuant to CSC Resolution No. 10-1357* dated July 6, 2010, the Commission resolves that
undertime is not classified as tardiness. However, due to the inimical effect of undertime to
public service, which cannot be countenanced, the following guidelines on Undertime is
hereby promulgated, as follows:
a. Any officer or employee who incurs undertime, regardless of the number of
minutes/hours, ten (10) times a month, for at least two (2) months in a semester
shall be liable for Simple Misconduct and/or Conduct Prejudicial to the Best
Interest of the Service, as the case may be; and
b. Any officer or employee who incurs undertime, regardless of the number of
minutes/hours, ten (10) times a month for at least two (2) consecutive months
during the year shall be liable for Simple Misconduct and/or Conduct Prejudicial
to the Best Interest of the Services, as the case may be.
c. Approved by Francisco TT. Duque lll, MD, MSc (CSC Chairperson)

CSC MC No. 17, s.2010 – POLICY ON HALF DAY ABSENCE (10/6/2010)

1. Pursuant to CSC Resolution No. 10-1358* dated July 6, 2010, the Commission resolves
to promulgate the following guidelines on Half Day Absence, as follows:

a. Any officer or employee who is absent in the morning is considered to be tardy and
is subject to the provisions on Habitual Tardiness; and

b. Any officer or employee who is absent in the afternoon is considered to have

incurred undertime, subject to the provisions on Undertime.

c. Approved by Francisco TT. Duque lll, MD, MSc (CSC Chairperson)


CSC MC No. 01, s. 2016 –Amendment to Section 20 of the Omnibus Rules on
Leave on the Period Within which to Avail of Paternity Leave (1/12/2016):

Pursuant to CSC Resolution No. 1501531 dated December 21, 2015, the Commission
amends Section 20 of the Omnibus Rules on Leave, as follows:

“Section 20. Paternity Leave Non-Cumulative/Non-Commutative. –

Paternity leave of seven (7) days shall be non-cumulative and strictly non-convertible
to cash. The same may be enjoyed either in a continuous or in an intermittent manner
by the employee on the days immediately before, during and after the childbirth or
miscarriage of his legitimate spouse. Said leave shall be availed of not later than sixty
(60) days after the date of the child’s delivery.
This Memorandum Circular shall take effect fifteen (15) days after the publication of
CSC Resolution No. 1501531* in a newspaper of general circulation.
Approved by Alicia dela Rosa-Bala – CSC Chairperson

CSC MC No. 02, s.2016 – Amendment to the Constant Factor in the
Formula Used for Computing Terminal Leave Benefits (Section 40) and
Computation of Leave Monetization (Section 24) of the Omnibus Rules
on Leave (1/12/2016):

Pursuant to CSC Resolution No. 1501530 dated December 21, 2015, the Commision, in view
of the enactment of Republic Act No. 9849 which includes EidulAdha and EidulFitr among
the regular holidays now being observed in the Philippines, has resolved to change the
constant factor used in computing the Terminal Leave Benefits (Section 40 of CSC
Memorandum Circular No. 14, s.1999) and Monetization of Leave Credits (Section
24 of the Omnibus Rules on Leave), as follows:

365 = Days in a year

104 = Saturdays and Sundays in a year

Page 16 of 23
 12 = Legal holidays in a year (in accordance with RA No. 9849)
12 = Months in a year

12 12
___________ = __________ = .0481927
365 – (104+12) 249

This Memorandum Circular shall take effect fifteen (15) days after the publication of
CSC Resolution No. 1501530 in a newspaper of general circulation.

Approved by Alicia dela Rosa-Bala – CSC Chairperson


CSC MC No. 01, s. 2017 – Reiteration of the Policy on Government
Office Hours: and the Administrative Offenses of Frequent
Unauthorized Absences (Habitual Absenteeism); Tardiness in Reporting
for Duty; and Loafing from Duty during Regular Office Hours:
The Constitution mandates that public officers and employees must at all times ne
accountable to the people, serve them with utmost responsibility, integrity, loyalty, and
efficiency, act with patriotism and lead modest lives. Part of this accountability is the
observance of the prescribed office hours in a given working day.

It has come to the attention of the Commission that there are government officials and
employees who are not observing the prescribed office hours and are not recording
their daily attendance in the proper form. Likewise, unauthorized absences, tardiness
and loafing from duty during regular office hours are detrimental to public service.

The Commission hereby reiterates the following policy on government office hours,
including the aforementioned administrative offenses and their corresponding
penalties.

On Government Office Hours, Section 1 to 5, Rule XVll, Omnibus Rules Implementing

Book V of Executive Order No. 292 provide:

Section 1. It shall be the duty of each head of department or agency to require all
officers and employees under him to strictly observe the prescribed office hours.

Section 2. Each head of department or agency shall require a daily record of

attendance of all the officers and employees under him including those serving in the
field or on the water, to be kept on the proper form and, whenever possible, registered
on the bundy clock.

Service “in the field” shall refer to service rendered outside the office proper and
service “on the water” shall refer to service rendered on board a vessel which is the
usual place of work.

Section 3. Chiefs and Assistant Chiefs of agencies who are appointed by the President,
officers who rank higher than these chiefs in the three branches of the government,
and other presidential appointees need not punch in the bundy clock, but attendance
and all absences of such officers must be recorded.

Section 4. Falsification or irregularities in the keeping of time records will render the
guilty officer or employee administratively liable without prejudice to criminal
prosecution as the circumstances warrant.

Section 5. Officers and employees of all departments and agencies except those covered by
special laws shall render not less than eight hours of work a day for five days a week or a
total of forty hours a week, exclusive of time for lunch. As a general rule, such hours shall be
from eight o’clock in the morning to twelve o’clock noon and from one o’clock to
five o’clock in the afternoon on all days except Saturdays, Sundays and Holidays.

On Frequent Unauthorized Absences (Habitual Absenteeism), Tardiness in reporting for

duty and loafing from duty during regular office hours, Section 22, Rule XIV, Omnibus
Rules Implementing Book V of Executive Order No. 292 provides;

“An officer or employee in the civil service shall be considered habitually absent if he
incurs unauthorized absences exceeding the allowable 2.5 days monthly leave credit
under the leave law for at least three (3) months in a semester or at least three (3)
consecutive months during the year.”

“In case of claim of ill-health heads of departments or agencies are encouraged to

verify the validity of such claim, if not satisfied with the reason given, should
disapprove the application for sick leave. On the other hand, in cases where an
employee absents himself from work before approval of the application said
application should be disapproved.”

“In the discretion of the Head of any department, agency, or office. Any government
physician may be authorized to do a spot check on employees who are supposed to be
on sick leave.”

Further, Section 46 (B), Revised Rules on Administrative Cases in the Civil Service
(RRACCS) provides that Frequent Unauthorized Absences (Habitual Absenteeism).
Tardiness in reporting for duty, and loafing from duty during regular office hours are
grave offenses punishable by suspension of six (6) months and one (1) day to one (1)
year for the first offense and dismissal from the services for the second offense.

On the other hand, under Section 46 (F) (4), RRACCS, Frequent Unauthorized Tardiness
(Habitual Tardiness) is a light offense punishable by reprimand for the first offense,
suspension of one (1) top thirty (30) days for the second offense, and dismissal from
the service for the third offense. It is committed when an official or employee incurs
tardiness, regardless of the number of minutes, ten (10) times a month for at least two
(2) months in a semester or at least two (2) consecutive months during the year.

Page 17 of 23
 The classification of Habitual Tardiness as either a grave offense or a light offense
would depend on the frequency or regularity of its commission and its effects on the
government service.

For strict compliance.

Approved by Alicia dela Rosa-Bala – CSC Chairperson

*********************************************************************************************
Overtime:
1. Inter-Office Memo dated May 30, 2012 – Submission of Overtime
Authorization & Job Order Work Authorization – All
Department/Division Managers
(Approved by Nelly M. Gentugaya, MM – General Manager)
Please be informed that as mandated on our internal policy all Overtime Authorization
and Job Order Work Authorization must be filled and duly signed by authorized
personnel prior to the scheduled date. In cases where in overtime is rendered without
the said authorization due to urgency of its need, this is acceptable provided that on
the following working day the duly signed overtime authorization and accomplishment
report with attached certification must be submitted.
In view of the above matter, all employees are required to abide
on the said policy. For compliance

1. Office Order dated May 31, 2012 – Reiteration of Overtime Services

Guidelines – All Division/Department Managers
Please be informed that the undersigned observed that strict compliance of the
overtime services guidelines is not firmly observed or implemented. Hence, guidelines
of overtime services are clearly stated in Inter-Office Memo dated August 12, 1999.
In relation hereof, all are required to strictly abide in the agency’s internal policy.

Attached is the Inter-Office Memo dated August 12, 1999

for reference. For compliance

2. Memorandum Curcular No. 06 series of 2016 dated June 23, 2016 –

Work Authorization and Overtime rules for Job Order (JO) Workers –
All Department/Division Managers
Please be informed that the following rules shall govern the approval of overtime
request and individual accomplishment report of all Job Order Workers, to wit:

1. OVERTIME AUTHORIZATION:
a. Request for overtime must be duly approved by the Head of Office prior to
rendition of overtime except on emergency situation that will fall on rest days
and holidays that the document “per se” is difficult to prepare.

b. In order to resolve the issue on item No. 1, the concerned Division Head shall
notify the Head of Office by Call/SMS regarding the need of the particular
overtime services by his/her personnel;

c. Job Order Work authorization (JOWA) shall be prepared by the JO employees for
work to be rendered on rest days and holidays within 8 hrs. of duty;

d. On work order in excess of 8 hrs. of duty in a certain day, the JO employee

must use the form
“OVERTIME AUTHORIZATION” the sane form used by casual and permanent
employees in their overtime request.
2. INDIVIDUAL ACCOMPLISHMENT REPORT
a. The Individual Accomplishment Report (IAR) of Jos on works rendered by an
approved Job Order Work Authorization (JOWA), must be submitted to the
Office of the General Manager (OGM) within two (2) days from the first
working day immediately following the date of JOWA;
b. For works rendered by an approved Overtime Authorization the IAR must
be submitted to the OGM immediately.

3. ENHANCED GUIDELINES AND PROCEDURES ON THE RENDITION

OF OVERTIME SERVICES
WITH PAY OF TWD PERSONNEL
1.0 – PURPOSE
1. To repeal Board Resolution (BR) No. 028 series of 2008, and
2. To enhance TWD Overtime Policy in compliance with the Civil Service Commission (CSC)
and Department of Budget and Management (DBM) Joint Circular No. 1 series of 2015
dated November 25, 2015.

2.0 – COVERAGE
Employees with Salary Grade (SG) 18 and below –

3.0 – GENERAL POLICIES ON OVERTIME SERVICES:

3.1 The rendition of overtime services shall be authorized only when extremely
necessary, such as when a particular work or activity cannot be completed within the
regular work hours and that non-completion of the same will: a) cause financial loss to
the government or its instrumentalities; b) embarrass the

Page 18 of 23
 government due to its inability to meet its commitments; or c) negate the
purposes for which the work or activity was conceived.

3.2 Compensatory Time-Off (CTO) and Compensatory Overtime Credit (COC) are not
implemented due to its unfavorable effects to the agency.

4.0 WORK ACTIVITIES FOR WHICH OVERTIME SERVICES WITH

PAY MAY BE AUTHORIZED ARE AS FOLLOWS:
4.1 Completion of infrastructure and other projects with set deadlines when due to
unforeseen events the deadline cannot be met without resorting to overtime
work;

4.2 Essential public services during emergency or critical situations that would
require immediate or quick response;

4.3 Seasonal work, such as but not limited to, preparation of budgets and annual
report, in order to meet scheduled deadlines;

4.4 Preparation of financial and accountability reports required by oversight

agencies like Commission on Audit, Department of Budget and Management,
Civil Service Commission, Local Water Utilities Administration and Bureau of
Internal Revenue;

4.5 Services rendered by drivers and other immediate staff of officials when
required to keep the same working hours as these officials;

4.6 Emergency repairs, attendance in Board of Directors meeting, meter reading

activities and other activities as may be determined by the General Manager.

4.7 Such other activities as are needed to meet the performance targets or deliver
services to the public as may be determined by the agency head.

5.0 PERIOD AND PAYMENT OF OVERTIME SERVICES:

5.1 The period of overtime services in a workday for a full-time employee are those
rendered beyond the normal eight (8) work hours on scheduled workdays or
forty (40) hours a week and those rendered on rest days or scheduled day-off,
holidays and special non-working days, both exclusive of time for lunch and rest;

5.2 Those rendered by drivers and other immediate staff of officials who are
required to keep the same work hours as these officials, which are beyond eight
(8) work hours or the prescribed work hours in a workday, and on rest days or
scheduled day off, holidays, and non-working days.

5.3 Overtime Pay shall be computed as follows:

Actual Hourly Rate (HR) = Actual Salary per Month

(22 workdays/8 hours per day)

For ordinary working days (those rendered beyond 8 work

hours of a regular day, plus 25% of the hourly rate)

Overtime Pay = 1.25 x HR x no. of hours rendered

For rest days and holidays (those rendered on Saturdays,

Sundays, Holidays or non-working days, plus 50% of the hourly
rate)

Overtime Pay = 1.50 x HR x no. of hours rendered

6.0 PROCEDURE

6.1 The Division/Dept. Manager will submit the Overtime Authorization (OA) to the
Office of the General Manager containing the name of personnel who will render
overtime services including the date covered, purpose and duration of the
overtime. In case of emergency overtime, the Division/Department Manager
must submit the OA in the next working day.

6.2 Individual Accomplishment Report (IAR) on overtime rendered must be

submitted on the next working day to the Office of the General Manager thru the
Division and Department Manager, containing the period covered, the work
accomplished, the number of hours and the inclusive time rendered. Failure to
submit the IAR is a ground for non-payment of overtime services rendered.

6.3 OA and IAR should be prepared in duplicate, one copy for payroll attachment
and one copy for Human Resource Division file.

Page 19 of 23
 6.4 Division, Department and General Managers are responsible in the proper
implementation of the provisions of this Overtime Policy.
7.0 LIMITATIONS ON OVERTIME SERVICES AND OVERTIME PAY:

7.1 Only employees who arrive on or before the start of the workday shall be
allowed to render overtime work with pay, provided that at least two (2) hours of
overtime services are rendered.

7.2 One-hour breaks shall be observed for breakfast, lunch, or supper and rest, and
every three (3) hours of continuous overtime service, or as may be necessary.

7.3 Rendering overnight overtime service shall be resorted to only when extremely
necessary. No employee shall be allowed to render overnight service for more
than two (2) consecutive nights, for health reasons and to ensure employee
productivity.

7.4 The period of overtime services shall not be used to offset undertime.

7.5 Only a maximum of twelve (12) hours of overtime services on a rest day,
scheduled day off, holiday, or special non-working day, shall be compensated
through Overtime Pay.

7.6 The total Overtime Pay of an employee in a year shall not exceed 50% of his/her
total basic salary of the year.

7.7 An employee who is on travel status shall not be allowed to collect overtime pay.

7.8 The total amount of Overtime Pay to be spent by an agency shall not exceed 5% of
its Total Personal Services (PS) budget for a given year. Any grant of Overtime Pay in
excess of the 5% limit shall be subject to approval of the DBM in accordance with
existing budgeting and accounting rules and regulations.

8.0 REPORTORIAL REQUIREMENTS :

TWD shall submit to the DBM’s Regional Office, copy furnished the CSC, the “Report on
Overtime Services with Pay” using the Template in Annex A on or before March 31 of every
year. Copies of these internal rules and regulations shall be submitted to DBM and CSC.

9.0 REPEALING CLAUSE

Provisions of existing Board Resolutions, Policies and Office Memoranda, which are inconsistent
with the above policy are amended or repealed accordingly.

10.0 EFFECTIVITY

This Policy takes effect upon the approval of the Board of Directors.

1. Inter Office Memo dated January 5, 2017 – Addendum to the Overtime

Policy – All Department and
Division Heads(Approved by Nelly M. Gentugaya, MM – General Manager)
Please be informed than an addendum to the existing overtime policy has been approved
by the undersigned.

In view hereof, all department and division heads are instructed to strictly adhere to
the overtime policy and its addendum.

Attached is the copy of the addendum for reference.

Addendum to the Overtime Policy

The overtime policy approved last April 15, 2016 thru Board Resolution No. 030 s. 2016
provides limitations on overtime services and overtime pay. Such limitations did not
consider the nature of work of pump operators and maintenance crews. In view
thereof, the following provisions are considered to be addition to the existing overtime
policy.

1. Overtime (OT) Services rendered by pump operators as reliever


8 hours overtime services regardless of whatever shift of the day.

One 91) hour deduction only

2. Overtime (OT) Services rendered by pump operators during emergency

repair

One (1) hour deduction only regardless of number of hours rendered (if OR services
is more than 3 hours) with supporting justification from Division Head.

3. Overtime (OT) Services rendered by pump operators during minor repair


One (1) hour deduction only regardless of number of hours rendered (if OT is more
than 3 hours) with supporting justification from Division Head.

4. Overtime (OT) Services rendered by pump operators during Day-Off as

reliever operator

No hour deduction

Page 20 of 23
 5. Overtime (OT) Services that falls on Holiday as reliever operator

If the number of hours rendered as overtime is beyond 8 hours, the whole overtime
hours is subject to one (1) hour deduction.

6. Regular Duty that falls on a Holiday is considered an Overtime with Pay


No hour deduction

The above principle also applies to maintenance crew whose schedule of duty is on
shifting and with emergency repairs.
*************************************************************************************
Internal Office Memoranda on Punctuality and
Attendance Standards and Time Card Completion:
2. Memo dated April 3, 2012 – Pass Slip – All Employees(Approved by Nelly M.
Gentugaya, MM – General Manager)

A pass slip is a tool which would be used in monitoring the employees whereabouts
when leaving the office during office hours for personal or official reason.

For the purpose, the employees who will be leaving the office shall use the Pass Slip
duly approved by his/her Department/Division Manager

Attached is the Procedures on the Use of Pass Slip for your

guidance and compliance. This memo shall take effect immediately.

PROCEDURES ON THE USE OF PASS CARD

PROCEDURE:
1. A PASS CARD must be secured whenever an employee goes out from the office during office
hours either for official or personal reasons.
2. The Pass cARD must be approved by the concerned Department/Division Manager.
3. The concerned employee shall submit the Approved Pass Card to the security guard on duty
for record purposes before going out in the office.
4. Personal reason, will be deducted to leave credits regardless of minutes consumed.
5. For official reason or transaction, the employee should attach the formal communication or
any proof that would show that he/she has official transaction to be done in a particular office
or agency.
6. Upon return to the office, the security guard on duty shall fill-in the “Time In” on the Pass Card.
The Pass Card must be returned by Guard on Duty at HRD.
3. Memo dated April 4, 2012 – Pass Slip – Job Orders (Approved by Nelly M.
Gentugaya, MM – General Manager)

In addition to the memo issued yesterday, a Job Order who will be leaving the office during
office hours for
personal or official reason shall also use the pass slip duly approved by his/her
Department/Division Manager For personal reason, the allowable time in only one (1)
hour. The number of minutes and hours spent outside
during office hours in excess of the allotted time must be deductible from your payroll.
All other provisions stated in the “Procedures on the Pass Slip” must also be followed.
Effective immediately.

4. Inter-Office Memo dated July 2, 2012 – Amended Policy re: One Hour
Personal Transaction During
Office Hours(Approved by Nelly M. Gentugaya, MM – General Manager)

Please be informed that effective July 3, 2012 Inter-Office Memo dated April 3&4, 2012
– Procedures on the use of pass slip is hereby amended specifically item no. 4 –
Personal Reasons on going out during office hours in compliance to Civil Service Law,
under Section 1 of Rule XVII Book V of Executive Order 292 which state as follow;

It shall be the duty of each head of the department or agency to require all officer and
employees under him to strictly observe the prescribed office hours, “When the head
of office, in the exercise of his discretion allows government officials and employees to
leave the office during office hours and not for official business, but to attend social
events/functions and/or wakes/interments, the same shall be reflected in their
time cards and charged to their leave credits.”

In relation hereof, all employees are required to abide on the new

amended policy. Be guided accordingly.

5. Inter-Office Memo dated January 31, 2013 – Leave of Absence and

Daily Time Record (DTR)
(Approved by Nelly M. Gentugaya, MM – General Manager)

Above concerned employees shall strictly adhere to the rules on leave pursuant to
Omnibus Leave Rules, Rule XVI implementing book V of EO 292 and CSC MC 21 series
1991.

LEAVE OF ABSENCE – Application for leave of absence shall be filled up properly

including the boxes provided therein and signed by the immediate supervisor before
submitting to the Personnel & General Services Division.
Page 21 of 23
 a. Vacation Leave – applications for vacation leave of absence for one (1) full
day or more shall be submitted on the prescribed form for action by the proper
head of agency five (5) days in advance, whenever possible, of the effective
date of such leave (Sec. 51, CSC MC No. 41, s. 1998)

b. Sick Leave – application for sick leave for one (1) full day or more shall be
filed immediately upon employee’s return from such leave.
- Notice of absence however, should be sent to the immediate
supervisor and/or to the agency head.

- Application for sick leave in excess of five (5) successive days shall be
accompanied by a proper medical certificate.

- Sick leave may be applied for in advance in cases where the official or
employee will undergo medical examination or operation or advised to
rest in view of ill health duly supported by a medical certificate.

- For sick leave already taken not exceeding five (5) days, the head of
department or agency may determine whether or not granting of sick leave
is proper under the circumstances. In case of doubt, a medical certificate
may be required. (CSC MC 41 s. 1998)

c. Special Leave – In addition to the vacation, sick, maternity and paternity

leave, special leave privilege of three (3) days per year is granted to officials
and employees. Except teachers and those covered by special leave laws. This
leave privileges are non-cumulative and strictly non-convertible to cash. (CSC
MC 6, s. 1999 as amended).

- Application for special leave privileges other than health reasons and
emergency cases shall be filed five (5) days in advance.

d. Tardiness and Undertiome (Half-day Absence) – for monitoring purposes,

all tardiness and undertime or half-day absences shall be filed in the
prescribed form.

- Sec. 34 states that it should be deducted from vacation leave credits,

unless the undertime is for health reasons supported by a medical
certificate and application for leave. (CSC MC No. 41, s.1998)

- For TARDY (a.m. abcense/s) – this shall be filed upon return to duty in
the afternoon.

- For UNDERTIME (p.m. absence/s) – this shall be filed first in the

morning except for emergency purposes wherein filling can be done in
the following morning.

DAILY TIME RECORD (DTR)


The personnel in charge at the PGSB will indorse the print out of DTR to each
Division one (1) day (working day) after the end of each month. Employees are
obliged to fill-up the DTR as applicable, such as:

1. Saturday/Sunday/day-off/on sick leave/on vacation leave/on official travel,

etc.

2. A duly signed CERTIFICATION is required to be attached to the DTR when

no entry has been made.

The individual DTR shall be submitted with transmittal to the PGSD thru the
Division’s in-charge three
(3) days after the end of each month.

Non compliance to this memo shall be dealt with accordingly.

6. Office Order dated February 28, 2013 – Internal Policy on Tardiness – All
TWD Project Based and Job Order Workers (Approved by Nelly M. Gentugaya,
MM – General Manager)

It has been observed that there are employees who always come late to the office either in
the morning or in
the afternoon. To minimize such, an internal rule on tardiness is to be strictly observed.
Effective March 1, 2013, number of days tardy must not exceed three (3) times in a
given month.
Exceeding the above tardiness limitation, excluding half-day absences, shall be dealt with
accordingly. This is
one of the bases for the renewal of contracts.
Division/Department Heads shall monitor adherence to the rule. Violation to this effect
will entail appropriate disciplinary action.

7. Office Memo dated November 3, 2014 – Strict Observance in the Use of

Pass Slips – All Employees
(Approved by Nelly M. Gentugaya, MM – General Manager)
All employees are hereby directed to strictly observe the following addendum rules on the
use of PERSONAL
pass slips, effective November 5, 2014.
Approved Personal Pass Slips in excess of two (2) hours (continuous or intermittent)
will be considered half day and shall be filed immediately by the employee concern.
Subsequently this will be charge as Tardiness or Undertime.

Page 22 of 23
 For strict compliance.

8. Office Memo dated November 3, 2014 – Reiteration to Memo dated

January 31, 2013 re: Leave of Absence (Approved by Nelly M. Gentugaya,
MM – General Manager)

All concerned employees are directed to go over and be reiterated of the inter-office
Memo dated January
31, 2013 re: Leave of Absence and DTR.
Strict monitoring will be carried out and penalties shall be meted to those who
will violate the rule. This will serve as last reminder.

9. Inter Office Memo dated June 10, 2014 – Reiteration: Limitation of

not Punching-in and out in the biometric ( Approved by Nelly M. Gentugaya,
MM – General Manager)

Please be informed that inter-office memorandum dated April 23, 1999 implies that all
certifications of NOT PUNCHING-IN AND OUT in the biometric shall be limited to
only twice (2) a month or once (1) in a quincena.

Regular and Casual employees excess of this limitation will be considered

undertime/absent and should be
filed with an application for leave charge to leave credits (if any) or to salary
deduction (if none)
Job Order and Project Based employee’s failure to submit certification and committing of
the same more than
one (1) in a quincena will be charged automatically to salary deduction.
In view hereof, the above stated memorandum will be
effective immediately. Be guided accordingly.
*************************************************************************************
Reporting of Absences:
The HR personnel in-charge prepares the following punctuality and
attendance reports:

1. Monthly Ranking of Tardiness (Permanent, Casual and Job Orders)

2. Monthly Report of Leave Credits Balance (LCB) – Permanent and Casual
3. Monthly Report of Leave of Absence (LA) – Permanent And Casual
4. Monthly and Quarterly Report of Punctuality and Attendance (PA) – Permanent, Casual
and Job Orders
5. Earned leave credits of permanent and casual employees are regularly computed and
credited monthly.
*********************************************************************************************
Salaries & Wages’Problem
Reconciliation:
Employees may directly inquireat the Accounting Division office for clarification of salary
computations,including overtime pay, benefits, taxes, premium contributions, loan deductions and the
likes.

Complaint Procedures:
Any employee who is experiencing any unlawful actions with his co-employees within Tagum
Water District may file a written complaint address to the General Manager thru the Grievance
Committee and HRD Manager.
*********************************************************************************************
Closing—General Question-and-Answer Session:
The employee is free to ask questions for clarification about the orientation as discussed.

This Orientation Program is subject for a yearly revision and whatever amendments among the topics
stipulated in this programs hall be automatically superseded and shall take effect immediately, and will
be incorporated in the next revision of this program.

Prepared by: Verified and Checked Recommending

by: Approval:

ANA MARIE P. NARAG, ESTELLA D. LUZ S. ARNILLA, CPA, MPA

MM Industrial Relations APARECE, MM Dept. Manager B – Admin &
Mgt. Officer A Division HR
Manager B

Approved:

NELLY M. GENTUGAYA, MM
General Manager c
Page 23 of 23