A
PRIMER ON THE
program ON RationalizING
and
Section
1: The Rationalization Program
1. What is the Rationalization
Program?
The Rationalization Program is a move to transform
the Executive Branch into a more effective and efficient government. It aims to:
Ø focus
government efforts on its vital functions and channel government resources to
these core public services; and
Ø improve
the efficiency of government services, within affordable levels, and in the most
accountable manner.
2. Why do we need to rationalize
government operations?
Government has to put its
house in order.
Over the years, government
had the tendency to over-expand and
self-perpetuate in almost every
area of need of society. These areas have become regular
government priorities and
responsibilities. This situation
results in a thin spread of
government resources to a variety of concerns, especially in areas where
government support is highly desirable, such as
peace and order, national security and
social services, among others.
Government also has to keep pace with
changing demands and technologies. What may have been a relevant undertaking for
the government a number of years ago may no longer be necessary at the present
time.
For example, certain
administrative functions done in the past require a number of
clerks. With the advent of computers, these same tasks may need a lesser number
of personnel.
Moreover, global and private sector
developments may now
require different regulatory frameworks. Some areas may need new regulations
while other existing regulations have become counterproductive to sector growth.
Hence, government has to review its operations to
remove redundancies/overlaps/duplication and improve its
operations. In addition,
the people are demanding better public services and more value for their
money.
3. Is the Rationalization of the
bureaucracy the only solution?
No. There are other strategies being pursued to
improve the quality of government service delivery.
Some of these are the institutionalization of a performance-based
management system, streamlining of systems and procedures, and further
improvement of the governance of the government corporate sector. However, the
Rationalization Program is a refocusing and strengthening effort to transform
the bureaucracy into a government that works for the people.
4. How will the Rationalization
Program make the government more effective?
Through the Rationalization Program, government will
be able to eliminate redundancies in its operations and focus its resources on
its vital functions. The bureaucracy can concentrate on work that must be done
by government.
5. How will the Rationalization
Program make government more efficient?
It could minimize, if not eliminate, overlaps and
duplications, and improve on its systems and procedures.
6. What are the benefits of this
Program?
Through the Rationalization Program, the following
are expected to be achieved:
Ø
Strengthened
vital government functions
ØMore
resources to fund priority programs and
projects of the government
Ø
Improved
and faster service delivery
ØMore
satisfied clients of government services
ØIncreased
morale among government employees
7. What are the myths and truths about the Program?
Myth #1: The
Rationalization Program is about eliminating jobs to cut the budget
deficit.
The
truth is, the Program aims to improve government effectiveness by doing and
spending on the right things, improving efficiency by eliminating
overlaps/duplication, and improving accountability for performance. The savings
that may be generated from the effort would also be retained in the
departments/agencies to fund additional maintenance and other operating
expenditures for their operations.
In
some cases, the Rationalization Program may result in the redeployment of government
personnel from redundant to vital functions.
Myth #2: The Rationalization Program is
an Early
Retirement Program for all.
The
truth is, only those whose functions have been declared redundant will be given
the option to avail of retirement/separation benefits with applicable
incentives, if they choose not to remain in government service and be placed to
other agencies.
8. What is the coverage of the
Program?
The
Rationalization Program covers all Departments of the Executive Branch and their
units/bureaus, including all corporations, boards, councils, commissions, task
forces and all other agencies attached to or under their administrative
supervision.
While
it is not mandatory, Constitutional Offices, the Legislature, Judiciary, and
9. When will it be
implemented?
The Program officially starts upon the effectivity
of the Implementing Rules and Regulations (IRR) of EO 366 dated 04 October
2004.
10.How would
the rationalization effort be carried out?
All
Departments and agencies would have to organize a change management team (CMT)
with a union or rank and file representative. The CMT would be responsible for
conducting a strategic review of their respective operations and organization to
identify functions, programs and projects which can be scaled down, phased out
or abolished, or those which need to be strengthened.
11.Where
would the savings from this effort go?
Savings from Personal Services to be
derived from this undertaking would be retained in
the Department/Agency and may be used to fund the priority programs and projects
under the Ten-Point Agenda of the Administration and the salary
increases/incentives of government personnel, subject to guidelines to be issued
by the DBM, without prejudice to the Collective Negotiation Agreement (CNA) of
the Department/ Agency.
Section
2: The Possible Effect on Personnel
12.Who
are the personnel who may be affected by the Program?
Personnel
who occupy positions performing functions that would be declared
non-core/overlapping/irrelevant or redundant may be affected by the
Program.
13.How
would one know that she/he is affected?
After
the strategic review, personnel assigned to functions, programs, projects and
units that will be affected by the Rationalization Program would be given due
notice of the action to be taken regarding his/her employment at the earliest
possible time, but not later than ten (10) working days prior to the submission
of his/her agency’s Rationalization Plan to the DBM.
14.What
are the options for affected personnel and the time period allotted for
availment of said options?
Affected
personnel, upon receipt of the notice of the action to be taken regarding their
employment, would be given two (2) months within which to decide on any of the
following options:
Ø
Option
1 - remain in government service, if with
permanent appointment; or
Ø
Option
2 - avail of retirement/separation
benefits, if qualified, plus the applicable incentive.
15.Could
affected employees with temporary appointment opt to remain in government
service?
All
personnel with temporary appointment attested by the Civil Service Commission
(CSC) may opt to remain in government service. However, they are guaranteed
tenure for the period of the validity of their appointment
only.
16.Are contractual/casual employees
entitled to separation/ retirement benefits?
Contractual/casual personnel, with appointments attested by the CSC and whose functions would be affected, would be allowed to avail of the benefit package provided under the Program.
17.Can
affected personnel continue to stay in his/her agency?
As
part of the Rationalization Plan, the Department Secretary may propose the
transfer of qualified personnel to some of the vacant positions in core
functions/offices/units. The proposal should be incorporated in the
Plan.
18.How can an affected personnel who opts to remain in government service avail of the placement mechanism that would be administered by the CSC?
A
list of vacant positions in priority/frontline agencies will be prepared and
released by the CSC.
Affected employees with permanent or
temporary appointment who would choose to remain in government service would be
asked to submit three (3) priority agencies for reassignment (from the list to
be prepared by the CSC) to his/her Agency Personnel Officer. In case an employee
would want to be reassigned to an area outside of his/her present province/region of
assignment, he/she should also indicate the preferred area of reassignment.
Within a 2-month period, the CSC
would then match, among others, the position, qualifications, and skills of the
affected personnel with the needs of the priority agencies for reassignment that
the affected personnel had identified.
In case no match can be found in the
priority agencies for reassignment, the
CSC would then look for a match in other priority agencies where additional
personnel are required.
19.Where would the affected personnel report while the CSC is looking for a match?
The affected personnel would remain with his/her
agency within the two-month period while the CSC is looking for a match in the
priority agencies for reassignment or other agencies needing additional
personnel.
20.What would happen if the affected personnel is not placed within the 2-month period?
If the affected
personnel is not placed by the CSC after the two-month period, he/she shall be
transferred to the CSC office nearest to his/her residence and remain in the CSC
manpower pool until a match is found.
21.Can
affected personnel be placed to local government units
(LGUs)?
After
satisfying the requirements of National Government agencies, the CSC may explore
the possibility of reassigning affected personnel to LGU-administered schools
and hospitals.
22.Who
will pay for the compensation of affected personnel who will be placed in the
CSC pool?
The compensation
of the affected personnel who will be placed in the CSC manpower pool would be
transferred by the DBM from their mother agency to the
CSC.
23.Who
will pay for the compensation of affected personnel who would be
redeployed?
The compensation of the redeployed personnel would
be transferred by the DBM to the recipient agency, except for those reassigned
to LGUs, in which case their compensation shall remain with the CSC.
24.What are the other guidelines in the placement of affected personnel?
Ø
There
would be no diminution in the salary of the affected employees who would be
placed in other agencies. They would have full rights to all the benefits which
may be available to other government employees, except for certain allowances
that used to be given corresponding to the performance of specific functions
which would no longer form part of their new functions.
Ø
The
position of the transferred personnel in the recipient agency would be
co-terminus with the incumbent, meaning, it would be abolished only once the
incumbent retires or resigns, transfers to another agency or LGU, or is
appointed or promoted to a position in the recipient
agency.
Ø
The
placement of personnel pursuant to this Program would be exempt from existing
prohibitions on hiring/redeployment that may be contained in any Presidential
issuance at the time.
25.What
would happen to an affected employee who, after having been placed by the CSC,
objects to his/her new job assignment?
If a match has been found by the CSC and the
affected personnel who chose to remain in government service objects to his/her
new job assignment, he/she would be deemed separated/retired and would be paid
retirement or separation benefit, whichever is applicable under existing laws,
without the corresponding incentive.
26.What are the retirement/separation or unemployment benefits available for affected employees who would choose Option 2 or voluntarily retire/separate under the Program?
A.Retirement
gratuity provided under RA 1616 plus
the refund of retirement premiums, without incentive;
B.
Retirement
benefit provided under RA 660 plus
the applicable incentive;
C.
Applicable
retirement, separation or unemployment benefit provided under RA 8291 plus the
applicable incentive; or
D. Separation gratuity under RA 6656, unemployment benefit under RA 8291, plus the appropriate incentive.
27.Who can avail of the following and what are their benefits under each retirement law?
RA
1616
A.
Qualifications
Ø
Those
who are in the government prior to 31 May 1977.
Ø
Those
who have rendered at least 20 years of service regardless of age and employment
status.
Ø
Affected
personnel’s last 3 years of service prior to retirement must be continuous,
except in cases of death, disability, or abolition/phase-out of position due to
reorganization.
B. Benefits
Ø
Gratuity
benefit to be paid by the last employer based on total creditable service
multiplied by the highest compensation received. Gratuity benefits shall be as
follows:
a)
1 month salary
for every year of service for the first 20 years of
service;
b)
1 ½ months
salary for every year of service for the next 10 years up to 30 years of
service; and
c)
2 months salary
for every year of service in excess of 30 years of
service.
Ø
Refund of the
retiree’s personal contributions with interest and the corresponding government
share without interest to be paid by GSIS.
RA
660
A. Qualifications
Ø
Those
who have rendered 30 years of service and who are 57 years of age.
The
combinations of age and service requirements of those who may avail of RA 660
are shown below:
|
Age |
52 |
53 |
54 |
55 |
56 |
57 |
58 |
59 |
60 |
61 |
62 |
63 |
64 |
65 |
|
Service |
35 |
34 |
33 |
32 |
31 |
30 |
28 |
26 |
24 |
22 |
20 |
18 |
16 |
15 |
Ø
Those
whose last 3 years in service is continuous and has made contributions for at
least 5 years, except in cases of death, disability, or abolition/phase-out of
position due to reorganization and in the government prior to 31 May
1977.
Ø
Those
whose appointment is permanent in nature.
B. Benefits
Retirees aged 57 and below shall receive a maximum
pension of 75% of his/her Average Monthly Salary (AMS) and retirees above 57
years old shall be entitled to a maximum monthly pension of 80% of his/her AMS.
The retirees could avail of said benefits in accordance with the following
guidelines:
Ø
Automatic Pension – Retirees below 60 years old shall be qualified to a
monthly annuity guaranteed for 5 years with option to request for a one-year
lump sum every six months, and
monthly annuity for life after the 5-year guaranteed
period.
Ø
Initial Three-Year Lump Sum – Those who are at least 60 years old but less than 63
years old on the date of retirement shall receive a 3-year lump-sum payment. The
subsequent 2-year lump sum shall be paid on his 63rd birthday, and a
monthly annuity for life after the 5-year guaranteed
period.
Ø
Five-Year Lump Sum – Those who are at least 63 years of age or over on
the date of retirement shall receive a 5-year lump-sum payment, and a monthly
annuity for life after the 5-year guaranteed period.
RA
8291
1.
Retirement Benefit
A. Qualifications
Ø
Those who have
rendered at least 15 years of service and must be at least 60 years of
age.
Ø
They are not
receiving monthly pension benefits due to
permanent total disability.
B. Benefits
Under RA 8291, those who have rendered at least 15
years of service and who are at least 60 years of age at the time of retirement
and who are not receiving a monthly pension benefit from permanent total
disability have the option to avail of:
Ø
A 5-year lump
sum equivalent to 60 months of Basic Monthly Pension (BMP), plus a lifetime
monthly pension to be given five (5) years after the effectivity of retirement;
or
Ø
Cash payment of
18 months of his/her BMP and a monthly pension for life starting immediately
upon retirement.
2.
Separation Benefit
A. Qualifications
Ø
Those who have
rendered at least 3 years of creditable service and below 60 years of age upon
separation.
B. Benefits
Ø
For a member
with at least 3 years but less than 15 years of service
Cash payment equivalent to 100% of the Average
Monthly Compensation (AMC) for every year of service he/she paid contribution
but not less than P12,000, payable upon reaching the age of 60 or upon
separation, whichever comes later
Ø
For a member
with at least 15 years of service and less than 60 years of age upon
separation
Cash payment equivalent to 18 times the BMP payable
at the time of resignation or separation and old-age pension for life upon
reaching the age of 60
3.
Unemployment Benefit
A. Qualifications
Ø
Those who were
permanent employees at the time of separation and have rendered less than
fifteen (15) years of service.
Ø
Their
separation is involuntary due to the abolition of his/her office or position
usually resulting from reorganization.
Ø
They have been
paying contributions for at least 1 year prior to
separation.
B. Benefits
Unemployment benefit is in the form of monthly cash
payments equivalent to 50% of the AMC. Benefits shall be paid in accordance with
the following schedule:
|
Contributions
Made |
Benefit
Duration |
|
1 year but less than 3
years |
2
months |
|
3 or more years but less
than 6 years |
3
months |
|
6 or more years but less
than 9 years |
4
months |
|
9 or more years but less
than 11 years |
5
months |
|
11 or more years but less
than 15 years |
6
months |
RA
6656
A. Qualifications
Ø
Those with less
than (3) years of government service.
B. Benefits
Employees who have less
than 3 years of service are entitled to a separation gratuity equivalent to 1
month salary for every year of service. They are also entitled to the
unemployment benefit under RA 8291 in accordance with the preceding table.
28.What does
the incentive package under the Rationalization Program offer for affected
personnel?
Except for those who choose to retire under RA 1616,
affected personnel who would opt to retire/be separated from government service
shall be given incentive benefits as follows:
Ø
½ of the
present monthly basic salary
for every year of government service, for those who have rendered less than 21 years of
service;
Ø
¾ of the
present monthly basic salary
for every year of government service, computed starting from the 1st
year, for those who have rendered 21 to less than 31 years of service;
and
Ø
the present monthly basic salary for every
year of government service, computed starting from the 1st year, for
those who have rendered 31 years of service and
above.
For the purpose of
computing the total amount of incentive that an affected personnel would
receive, only his/her government service up to age 59 and a fraction thereof
would be counted. Thus, government service starting at the age of 60 would no
longer be subject to the incentive to be provided under the
Program.
29.What
would be the lowest benefit that an employee could
receive?
Under
the Program, one who opted for retirement/separation shall receive no less than
Fifty Thousand Pesos (P50,000)
as his/her retirement/separation
gratuity/unemployment/ incentive benefit from both the National Government and
the GSIS.
On
the other hand, separate guidelines on the incentives and related
retirement/separation benefits that would be received by employees of agencies
and GOCCs/GFIs exempted from or not following the Salary Standardization Law
would be issued.
30.How
is the incentive computed?
The
incentive of the employee would be computed as follows:
I
= IF x BMS x Y
Where:
|
I |
= |
Incentive |
|
IF |
= |
Incentive
factor of 0.50 mo./y, 0.75 mo./y, or 1.00 mo./y, as the case may
be |
|
BMS |
= |
Present
basic monthly salary of the employee |
|
Y |
= |
Length
of government service in years, months and days converted in years
|
To
convert a given number of months into year, divide the number of months by 12
months. To convert a given number of days into year, divide the number of days
by 264, which was derived by multiplying 22 days/month by 12
months/year.
Sample
Computation 1:
|
BMS |
= |
P
8,139 (SG 7) |
|
Y |
= |
20
years |
|
Age |
= |
Less
than 60 years old |
|
IF |
= |
0.50
|
|
I |
= |
P
81,390 |
Sample Computation 2:
|
BMS |
= |
P
16,792 (SG 19) |
|
Y |
= |
25
years |
|
Age |
= |
Less
than 60 years old |
|
IF |
= |
0.75 |
|
I |
= |
P
314,850 |
Sample
Computation 3:
|
BMS |
= |
P
20,823 (SG 24) |
|
Y |
= |
37
years |
|
Age |
= |
62
years old |
|
IF |
= |
1 |
|
I |
= |
P
707,982* |
* Service starting at age 60 no longer
subject to incentive
31.When
would the benefit package be available to affected
personnel?
The
retirement/separation package would be available as soon as an affected employee
decides to retire/be separated. However, it would still be available up to two
(2) months after the President’s approval of the Rationalization Plan of his/her
Department/Agency.
32.How
soon can the affected personnel receive the benefit package from the
GSIS/National Government?
The
affected personnel would receive the incentive from the National Government and
the benefit package from the GSIS on the day of his/her retirement/separation,
provided that their properly accomplished application for retirement/separation
has been approved/attested by the Agency Head and the complete set of required
documents have been submitted to the GSIS at least one (1) month prior to the
date of retirement/separation.
In
this regard, the Department/Agency should fasttrack the reconciliation
and updating of the service records and accounts of all affected personnel with
the GSIS to ensure that they would receive their benefits on time.
33.Is
the payment of the benefits one-time or on staggered basis?
Incentives
would be given on a one-time basis but benefits under existing
retirement/separation laws would follow the provisions of the specific
applicable laws.
34.Are
there other benefits that would be provided for those who would avail of
retirement/separation?
Yes. In addition to the aforementioned benefits, the affected personnel who would opt to retire or be separated would be entitled to the following:
Ø
Refund
of Pag-IBIG Contributions.
Affected
personnel who are members of the Pag-IBIG would be entitled to the refund of
their contributions (both personal and government), pursuant to RA 7742 (An Act
Amending Presidential Decree No. 1752, as amended) and in accordance with
existing rules and regulations of the Home Development Mutual
Fund.
Ø
Commutation
of Unused Vacation and Sick Leave Credits.
The
affected personnel would be entitled to the commutation of unused vacation and
sick leave credits in accordance with existing rules and regulations.
Ø
Commutation
of Accumulated Compensatory Overtime Credits.
In
case affected personnel who opted to
retire/be separated have accumulated compensatory overtime credits (COCs), they
shall be allowed to monetize the same, subject to the guidelines provided under
the CSC-DBM Joint Circular No. 2 dated 04 October 2004. In no case shall the
COCs to be monetized exceed 120 hours.
35.How
assured are the affected personnel who opted to retire/be separated of being
paid of their incentives on time by the National Government?
The
DBM will provide a “seed fund” to departments/agencies upon submission to the
DBM of their respective Rationalization Plans containing the list of personnel
opting to retire/be separated with the computation of the incentives that they
are entitled to receive.
36.Aside
from monetary benefits, will there be other assistance programs for affected
personnel who would opt to retire/be separated?
Yes.
There are alternative livelihood and counseling programs available to personnel
who would opt for retirement/separation.
The
Change Management Team, through the Head of the Agency, could work out on the
requirements of affected personnel who may want to avail of skills development,
livelihood/entrepreneurial, credit and investment management, job facilitation and counseling programs
with the agencies concerned.
For
functions which are to be outsourced, the retiring personnel could form
themselves into associations, cooperatives, service corporations or the like in
the pursuit of livelihood/business opportunities in government agencies. The
government agencies concerned could provide them assistance to enable them to
compete in the award of contracts for services that are outsourced by any agency
of government.
37.Who
shall be responsible for this assistance program to affected
personnel?
The
Department/Agency heads could arrange for the skills/livelihood, credit,
investment, job facilitation and counseling programs to be availed of by the
affected personnel with the government agencies concerned. The DBM/CSC Rationalization Team, in
partnership with public sector unions, may be tapped to facilitate the conduct
of said programs.
38.What are
the government agencies involved in the provision of skills/livelihood,
investment and job facilitation programs to personnel who may be affected by the
effort?
The
DBM/CSC have tapped various government agencies to be part of a
Skills/Livelihood and Investment Program Team for the purpose. The
Team has been grouped into three (3), namely, Job
Generation, Job Facilitation and Fund Management.
The
Jobs Generation Group will provide
trainings and financial assistance for affected employees who intend to start a
business of their own. It is composed of the following
agencies:
a.
Skills and livelihood training
q
Bureau
of Small and Medium
q
Technical
Education and Skills Development Authority
q
Technology
and
b.
Cooperative Organization
q
Cooperative
Development Authority
c.
Credit Assistance
q
Small
Business Guarantee and Finance Corporation
q
Quedan
and Rural Credit Guarantee Corporation
q
People’s
Credit and Finance Corporation
q
National
Livelihood Support Fund
q
Land
Bank of the
The
Job Facilitation Group shall assist
affected personnel seeking
employment opportunities in the private sector, whether local or overseas. The
group is composed of:
q
Bureau
of Local Employment, Department of Labor and Employment
q
Philippine
Overseas Employment Administration
The
Fund Management Group shall provide
information and guidance regarding investment/financial products, as well as
trust services. The group is composed of the following:
q
Land
Bank of the
q
Development
Bank of the
q
Bureau
of the Treasury
39.Could
those retired/separated personnel be allowed to seek employment in other
government agencies?
Government personnel who
retire or are separated as a result of the rationalization effort would
not be allowed to be appointed or hired in the Executive Branch within a
period of five (5) years, except in educational institutions and hospitals. Aside from that, reemployment in any
Branch of Government would be considered as new entry to the civil
service.
Provision of consultancy
services by personnel who voluntarily retired/separated shall be governed by
Section 7 of RA 6713 or the Code of Conduct and Ethical Standards for Public
Officials and Employees dated 20 February 1989.
Section 3: The Administrative Mechanism on Grievance and Appeal
40.Is
there a mechanism to hear the issues and concerns of affected personnel on the
Rationalization Program?
Yes. The
Change Management Team in every department/agency would set up an internal
mechanism that would hear and settle the issues and concerns that may be raised
by personnel who may be affected by the effort.
41.Where would the affected personnel submit their issues/concerns?
Issues and concerns may be submitted
to the CMT within five (5) working days from notification that a position is
affected. The CMT would resolve the issue(s)/concern(s) within five (5) working
days. Unsettled issues would be
documented and noted in the Rationalization Plan.
An appeal may be filed by an
affected personnel with the Department/Agency Head within ten (10) working days
from the submission of the Rationalization Plan to the DBM. The
Department/Agency Head would render a decision within fifteen (15) working days
from filing of the complaint.
42.Could
affected personnel further file an appeal if he/she is not satisfied with the
decision of the Department/Agency Head?
Affected
personnel may further appeal the decision of the Department/Agency Head with the
CSC within ten (10) working days from approval of the Plan by the President. The
CSC would render a decision within thirty (30) working days from filing of the
appeal.
43.What
actions may be the subject of complaints and appeals?
Ø
Deviations
from Sections 3 and 4 of RA 6656 on the order of
placement;
Ø
Actions
implemented which are not in the approved Rationalization Plan;
or
Ø
Violations
of the provisions of the IRR.
44.What
actions are not appealable to the CSC?
Ø
The
declaration of what functions are to be abolished or merged;
and
Ø
For
those who opted to remain in the service, their placement in another agency.
For more information about the
Rationalization Program, you may approach your designated CMTs or you can
contact the following offices:
|
AGENCY |
CONTACT PERSON(S) |
CONTACT NO.(S) |
|
DBM |
USec. Laura Pascua Dir. Amelita Castillo |
735-1606 735-1976 |
|
CSC |
Dir. Anicia De Lima |
931-4149 |
|
GSIS |
EVP Enriqueta Disuanco VP Robert Agustin |
551-2924 832-9756 |
|
HDMF |
SVP Emma Linda Faria |
811-4132 |
|
TLRC |
Engr. Beato Gri arte |
633-6726 |
|
TESDA |
Dir. Agripina Zafra |
818-8062 |
|
CDA |
Dir. Nonie Hernandez |
373-6910 |
|
SBGFC |
Ms. Wenda Orejola |
810-5791 loc. 1776 |
|
QUEDANCOR |
Ms. Marissa Caparaz |
373-9716 |
|
DTI-BSMBD |
Ms. Ma. Corazon Victoria Magkalas |
890-5333 loc. 707 |
|
PCFC |
Ms. Raquel Castro |
752-3546 |
|
LBP-Trust Banking Group |
VP Roberto Vergara |
405-7350 |
|
LBP-Program Management Department |
Ms. Cressida Alday-Mendoza
|
551-2200
|
|
DBP |
First VP Manuel Banayad |
815-0590 |
|
DOLE-BLE |
Dir. Ma. Luisa Gigette Imperial Ms. Milbeth Cortes Ms. Evelyn Dacumos |
528-0087 527-2539 528-0108 |
|
POEA |
Dep. Adm. Carmelita Dimzon Mr. Carlos Canaberal |
722-1197 722-1147 |