Career Executive Service Board

Board revamps CESO Pool into Government Executive Resource Pool Program


Recognizing the need for a tangible developmental program to restore confidence in the Career Executive Service (CES), maximize CES Officer (CESO) performance, support CES mobility and placement efforts, and showcase public service innovations and best practices, the CES Governing Board has revamped the CESO Pool as the Government Executive Resource Pool (GERP) and set forth guidelines through CESB Resolution No. 1362 dated 13 July 2017.

This policy initiative is pursuant to Republic Act No. 10717 or the General Appropriations Act (GAA) of 2016 where the GERP fund was expressly transferred to CESB from the Civil Service Commission (CSC).

Since its inception in 2002, the legal framework within which the GERP or CESO Pool is implemented restricts the placement in the Pool only to CESOs “who were relieved from their positions.”

Consequently, the Pool became a punitive resort gaining a general negative impression contrary to its original intent as a developmental mechanism that allows for proactive, productive and development-oriented endeavors among the CESOs.

Through all the efforts exerted by the CESB, the GAA of 2017 under CSC-CESB Special Provision No. 1 now provides for a GERP fund for members of the CES “who are qualified or have availed of the Government Executive Resource Pool.”

In CESB Resolution No. 1362, qualified members of the CES may avail of the two (2) tracks of the GERP Program, namely: 1) the Job Placement or Rotation Initiative, and 2) the CES Public Service Career Enrichment.

The first track, which is open only to CESOs who are incumbents of CES positions, provides for the mechanism to support the transfer, reassignment or placement of CESOs from the agency of original appointment to another agency as the exigencies of the service require.

The placement of the CESO in the GERP Program under this track is merely voluntary as the Head of the Agency shall inform the CESO in writing of the intention to place the CESO in the Program, substantiating therein the exigencies of the services that justify the placement.

However, alleged acts or omissions on the part of the CESO which constitute existing grounds for administrative or criminal offenses in the civil service are no longer considered as valid grounds to place the CESO in the GERP.

Further, the CESO who is placed in the GERP under the Job Placement or Rotation Initiative track shall be deemed to have vacated his/her position in the mother agency at the end of the period of placement in the GERP if the facilitated placement, transfer or reassignment efforts of the CESB do not succeed.

The second track, which is the CES Public Service Career Enrichment, is open to CESOs and CES eligibles who exemplify outstanding performance at work. This track serves as the platform for pursuing professional development endeavors that support continuing knowledge management, replicating best practices in public governance, documenting pertinent policies, regulations and program processes, among other development-oriented initiatives that the Board shall approve.

There are two types of CES Public Service Career Enrichment: 1) Professional Advancement, and 2) Public Service Reforms and Innovations. Entry to the GERP under the Public Service Reforms and Innovations program is through secondment or detail in other NGAs, GOCCs, SUC, and LGUs. As such, the mother agency may fill up the temporary vacated position of its incumbent placed in the GERP through a substitute appointment, which is effective only until the return of the participant from the program.

CESOs and CES eligibles may only be accommodated in both program tracks of the GERP for a minimum period of three (3) months to a maximum period of six (6) months.

The complete text of CESB Resolution No. 1362, series of 2017 can be accessed from the CESB website at www.cesboard.gov.ph for guidance of all concerned.