Professional Documents
Culture Documents
7305)
Proposed Policies and Actions To Budget Appropriations (IRR THIRD REVISION DRAFT)
EDUARDO C. JANAIRO, MD, MPH Regional Director, LUPang Ilocos Chairman, RMHWCC
for The 1st National HRH Policy Forum Manila Peninsula
15 November 2007
WHR2006 said Developing capable, motivated and supported health workers is essential for
The overcoming bottlenecks to achieve national and global health goals. Health care is a
labour-intensive
service industry. Health service providers are the personification of a systems core values they heal and
care for people, ease pain and suffering, prevent disease and mitigate risk the human knowledge to health action.
link
that connects
FACTS
The health status of the population is dependent on their knowledge content, levels of education and the leadership and commitment of the local chief executives to health. (LGAMS 95 Manuscripts) Almost all health human resource allotted positions were filled up. Most municipalities and cities have additional positions but not the medical/health items Schedule or timing of granting the MC benefits varies Extent by which personalities like Accountants, Budget Officers, Auditors and others other than LCEs that influenced the provision of MC benefits
Magna Carta Benefits in Municipalities 97-98% - subsistence and laundry 87% - RATA 22% - hazard pay 11% - medico-legal & longevity 1.5% - remote assignment pay Not all who provide for MC benefits provide the benefits in full Practically all municipalities regardless of income class provide subsistence and laundry
(CBERD, DLSU, March 06)
Continuity, clarity and consistency of interpretation and application Update to fit present circumstances and situations Corrective (sentence construction, typo error, terms used, format) Incorporate previous decisions/issuances
2.
3.
4.
Undying AIM:
1. To promote and improve social and
economic well-being 2. To develop skills and capabilities 3. To encourage with proper qualifications and excellent abilities to join and remain in government
REVISION
Section 1. These Rules and Regulations shall cover all persons engaged in health and healthrelated work, employed in all hospitals, sanitaria, health centers, rural health units, barangay health stations, clinics and other healthrelated establishments owned and operated by the government or its political subdivisions, regardless of their employment status. Also covered are medical and allied professionals and support services personnel.
Section 1. These Rules and Regulations shall cover all persons engaged in health and health related and health-related work, employed in all hospitals, sanitaria, health centers, rural health units, barangay health stations, clinics and other healthrelated establishments owned and operated by the government or its political subdivisions including GFIs and GOCCs, regardless of their employment status except those who are hired under Service Contract/Job Order paid from MOOE and who do not have employer-employee relationship.
REVISION
RULE I INTERPRETATION RULE III DEFINITION OF TERMS 1. Public Health Workers (PHW) Persons engaged in health and/or health-related works in any health establishment. These cover employees in any of the following: 1.1. Health Establishments a. Department of Health and all its Centers, Bureaus, Offices and Hospitals b. Attached agencies of the DOH c. Health Units of the Local Government Unit
REVISION
c.1 Provincial, District, City and Municipal Hospitals c.2 Rural Health Units and Barangay Health Stations c.3 Provincial/City/Municipal Health Offices d. Government Hospitals 1.2 Health-Related Establishment a. Clinics/Infirmary of other Government Agencies
REVISION
2. Health-Related Establishmenthealth service facility or unit which performs health service delivery functions within an agency whose legal mandate is not primarily the delivery of health services. This applies to, among others, clinics or medical departments of govt. corporations, medical corps and hospitals of the AFP, and specific health service section, division, bureau or any type of organizational subdivision of a government agency. In no case shall the law apply to the whole agency when the primary function of the agency is not the delivery of health services.
REVISION
6. Casual Employee a person hired for essential and necessary services where there are not enough regular staff to meet the demands of the service hose salaries are derived from the Personnel Services of the office. 9. Contractual Employee a person who is hired to undertake a specific work or job for a limited period not to exceed one (1) year. The appointing authority shall indicate the inclusive period covered by the appointment for purposes of crediting services.
REVISION
RULE VII TRANSFER OR GEOGRAPHICAL REASSIGNMENT Section 3. In case of temporary reassignment, all allowable expenses, based on CSC ruling, incidental to the reassignment of the public health worker shall be reimbursed by the government. Section 4. In case of permanent reassignment requiring the relocation of the family, all necessary expenses shall be paid for beforehand by the government.
REVISION
RULE VIII MARRIED PUBLIC HEALTH WORKERS Section 1. In case spouses are both public health workers, they can be assigned, as much as possible, in the same locality but not in the same office or unit except in the case of superior-subordinate relation. RULE IX SECURITY OF TENURE Section 1. Public Health workers who are regularly employed under permanent status shall have security of tenure and shall not be terminated or dismissed except for cause as provided by law and after due process.
RULE IX SECURITY OF TENURE Section 1. Public Health workers who are regularly employed under permanent status shall have security of tenure and shall not be terminated or dismissed except for cause provided by law and after due process.
REVISION
Section 2. In case a public health worker is found by the Civil Service Commission to be unjustly dismissed from the service, he/she shall be entitled to reinstatement without loss of seniority rights and payment of back wages/salaries (and other benefits) with twelve percent (12%) interest computed from the time such salaries and other benefits were withheld up to the time of reinstatement.
RULE X STAFFING AND WORKLOAD Section 4. Positions that are vital and necessary shall be filled to prevent overloading of public health workers and under staffing of the agency as determined by the head of agency/unit.
RULE X STAFFING AND WORKLOAD Section 4. (Positions that are vital and necessary) Mandatory positions as provided by the CSC shall be filled to prevent overloading of public health workers and under staffing of the agency as determined by the head of agency/unit.
REVISION
Section 5. The Local Chief Executive concerned shall designate a Medico-Legal Officer for their Province/City/Municipality. The Rural Health Physician or any Resident Physician in a non-training hospital could be designated as the Medico-Legal Officer provided that the individual had undergone an appropriate training for such services. (The DOH shall offer training courses for medico-legal officers.) RULE XI ADMINISTRATIVE DISCIPLINE Section 1. No administrative charges shall be filed against a local public health worker unless an existing prima facie evidence is established in the preliminary investigation/hearing. Administrative charges shall be made known to him/her and heard by the committee created for the purpose
RULE XI ADMINISTRATIVE DISCIPLINE Section 1. No administrative charges shall be filed against a public health worker unless an existing prima facie evidence is established in the preliminary investigation/hearing. Administrative charges shall be made known to him/her and heard by the committee created for the purpose
REVISION
RULE XII SAFEGUARDS IN DISCIPLINARY PROCEDURE (SHALL BE UNDERTAKEN TO UPHOLD THE FOLLOWING Section 1. Public Health Worker/s under investigation shall be accorded the following rights: RULE XV COMPENSATION, BENEFITS AND PRIVILEGES Section 1. Normal Hours of Work. Public Health Workers, similar to other government employees, shall be required to render eight (8) hours of work per day or forty (40) hours a week inclusive of meals and personal necessities.
RULE XV COMPENSATION, BENEFITS AND PRIVILEGES Section 1. Normal Hours of Work. Public Health Workers, similar to other government employees, shall be required to render eight (8) hours of work per day or forty (40) hours a week.
REVISION
RULE XV 1.1 is required or permitted to work; provided, that during times that a public health worker is ON CALL status as defined in these Rules, he shall be entitled to ON CALL pay equivalent to fifty per cent (50%) of his regular wage or Compensatory Time-Off (CTO) per DBM/CSC Joint Circular No. 2 s.2004. 1.2 h) Any arrangement requiring public health workers to render more than 8 hours a day or 40 hours for a week shall be subjected to overtime pay and/or night shift differential pay/Compensatory TimeOff (CTO) for the periods in excess of the full-time service.
1.2 h) Any arrangement requiring public health workers to render more than 8 hours a day or 40 hours for a week shall be subjected to overtime pay and/or night shift differential pay for the periods in excess of the full-time service.
REVISION
1.2 i) During normal hours of work, the public health worker is expected to perform his or her duties and functions in a specific post or assignment subject to a regular schedule of work and rest periods, including sufficient (allowance) time for meal breaks and short interruptions for the purpose of meeting personal necessities as these arise. Section 2. Additional Compensation for Additional Work 2.1 Types of Additional Work Eligible for Additional Compensation The following types of service rendered, in addition to the normal work hours covered by the basic salary, shall be entitled to additional compensation: (a) On Call service (b) Overtime service (c) Work During Rest Day (d) Night Shift service
REVISION
2.3 ON CALL SERVICE
2.3.4 Time spent while on on call status be compensated at the rate of (50%) 100% of the workers hourly rate. 6.2. Salary Increase after Post-Graduate Studies for a Degree Course. Public Health Workers who have earned post-graduate degrees after July 1, 1992, shall be entitled to a raise in pay equivalent to five percent (5%) of government scholar or ten percent (10%) for those who have incurred personal cost in their scholarship. 6.3 Longevity Pay A monthly longevity pay equivalent to five percent (5%) of the present monthly basic pay shall be paid to public health workers (for every) who have rendered five (5) years of continuous, efficient and meritorious services as certified by the Head of Agency/Local Chief Executives commencing after the approval of the Act. (April 17, 1992)
6.3 Longevity Pay A monthly longevity pay equivalent to five percent (5%) of the present monthly basic pay shall be paid to public health workers for every five (5) years of continuous, efficient and meritorious services as certified by the Head of Agency/Local Chief Executives commencing after the approval of the Act. (April 17, 1992)
REVISION
7.1.5 Rates of Hazard Pay a. Public health workers shall be compensated hazard allowances equivalent to at least twenty-five (25%) of the monthly basic salary of health workers receiving salary grade 19 and below, and five percent (5%) for health workers with salary grade 20 and above. This (may) shall be granted on a monthly, (quarterly or annual) basis. b. The implementation of Hazard Pay shall be made on staggered basis provided that at the fifth year, the 25% and 5% differentiation shall have fully complied with or fully satisfied. 1999 1st year 5% 2000 2nd year 10% 2001 3rd year 15% 2002 4th year 20% 2003 5th year 25% c. The public health workers exposed to high risk hazard may receive a hazard
7.5.3. Those who shall be provided with additional traveling allowances are as follows: b. Those with RATA who travels outside his/her area of assignment/official place of station.
7.6.2 Basis for granting Remote Assignment Allowance Remote Assignment Allowance All Public Health Workers who accept assignments in remote areas or isolated stations, which for reasons of far distance or hard accessibility (such positions have remained vacant for at least two (2) years), shall be entitled to an incentive bonus in the form of remote
REVISION
RULE XVI - Self-Organization of PHWs Section 3. Health Workers organizations or unions shall serve the following purposes: c. To serve as partners of management in policy making as well as in policy implementation and monitoring through a co-management system; d. To help (minimize) curb graft and corruption; RULE XVIII - Consultation with Health Workers Organization Section 2. A Management-Health Workers Consultative Council shall be established and put into operation at the national, regional, provincial/city and municipal/district levels for the purpose. The Council shall be composed of representatives from the management, accredited/recognized union, organized professional and public health workers associations/organizations, the number of which shall be determined by the (Secretary of Health) head of the agency at appropriate level. It serves as forum for
REVISION
RULE XVIII - Consultation with Health Workers Organization Section 3. The membership of the Council at the national and the appropriate levels shall be reconstituted by the (Secretary of Health and by the Regional Director respectively, when necessary) head of agency at appropriate level. PAO should be a Section 4. The Council at any level shall be member of the council. supported by a Secretariat, the members of which shall be designated by its chairman. Section 4. The Council at any level shall be supported by a Secretariat, the members of which shall be designated by its (chairman) chairperson. Section 6. Specifically, the Council shall have the following function: a. Formulate, review, recommend policies/strategies for social security and welfare of public health workers to the Secretary of Health; Section 6. Specifically, the Council shall have the following function: a. To recognize organizations or unions of public health workers who shall be represented in all decision making in the government health system;
REVISION
RULE XIX - Conduct of Health Human Resource Development and Management Section 2. The Human Resource Development Plan shall be reviewed every (five (5)) two (2) years and this shall include, but not limited to the following:
c. The establishment, provision, upgrading c. The establishment, provision, upgrading and maintenance of adequate and and maintenance of adequate and appropriate facilities, equipment and supplies, appropriate facilities, equipment and supplies, for training. for training and development. There is hereby created a Congressional Commission on Health (HEALTHCOM) to review and assess health human resource development, particularly on continuing professional education and training and other areas described above. The Commission shall Such a congressional review shall Section 3. There is hereby created a Congressional Commission on Health (HEALTHCOM) to review and assess health human resource development, particularly on continuing professional education and training and other areas described above. The Commission shall Such a
REVISION
RULE XIX Section 5. (6) Each agency shall provide for all opportunities to upgrade the skills and competencies of both technical and support personnel. These include: c. Local academic studies, shall be made available to those who have been at the service for at least (one (1) two (2) years and whose jobs require additional knowledge and skills. e. Off-shore fellowship/study grants, covering periods of one (1) month to one (1) academic year, shall be made available to those who have rendered (one (1) two (2) years of continuous satisfactory service, to further develop and expand their capabilities to perform their jobs better; and Section 8. A public health worker who has been granted fellowship or training whether local or abroad, shall execute a contract consistent with the Civil Service Commission Administrative Order No. 367 s. 1992 to render payback service to the Department or agency for a minimum of two (2) years of service if the duration of training is (seven (7) six (6) months to one (1) year or comply with other directives which may hereinafter be promulgated.
REVISION
RULE XXII FINANCIAL REQUIREMENTS Section 3. The following conditions are prescribed in the phasing, determination and allocation of budget needed to implement these benefits (within a span of fice (5) years).
Section 4. In case of deficiency in the funds needed to implement the Magna Carta of Public Health Workers pursuant to R.A. No. 7305, the requirements shall be charged against savings in the appropriation authorized for each department, bureaus, office, or agency concerned)
Section 4. In case of deficiency in the funds needed to implement the Magna Carta of Public Health Workers pursuant to R.A. No. 7305, the requirements shall be charged against savings in the appropriation authorized for each department, bureaus, office, or agency concerned)
AFTER 15 YRS.: Already in regular budget in GAAs RESOLUTION: With DILG-DBM/DOF-DOH Joint Memorandum and HEALTHCOM concurrence, mechanisms may be structured to estimate and implement the provisions of the act
Recommendation:
Assumptions: PhilHealth Accredited Health Facilities Health Facilities with Trust Account
Income
PhilHealth enrollment
Proposals
For Local/Foreign Funding LOCAL/FOREIGN FUNDING INST.
(Require MC Benefits as collaterals/Matching Funds/% Share)
DBM
Approves in budget plantilla positions with PS Benefits
CSC
Approves filling-up with CAF for Benefits and include in CSC Audit
LGU
POLICY ITEMS
45 units of FAX machines
Provision of Grant Funds from GOP
REMARKS
- Luxury items in 1986-87
- Legal but no guidelines on
in budget
FAPs -Needs justifications and NVBSP Staff and Malaria Casuals to some political personalities Permanent Items
THANK YOU!