Need for a Comprehensive Database
- The budget requires results orientation, transparency, and accountability.
- Personal Services (PS) appropriations represent over 32% of the national budget, necessitating complete and accurate manpower data.
- The existing Government Manpower Information System (GMIS) covers many government personnel but excludes military, uniformed personnel, casual, contractual employees, and certain government corporations and financial institutions.
Scope and Enhancement of GMIS
- The DBM is tasked to enhance the GMIS to encompass all personnel across the Executive, Legislative, Judicial branches, Constitutional Offices, Government-Owned or Controlled Corporations (GOCCs), Government Financial Institutions (GFIs), and uniformed services including the military and Philippine Coast Guard.
- The goal is to establish a comprehensive and accurate manpower database within three years.
Mandatory Submission of Personnel Information
- All national government departments and agencies must submit detailed personnel data to the DBM immediately.
- Data must include positions, incumbents, and authorized compensation for all civilian, military, and uniformed personnel, regardless of employment status or funding source.
- Special provisions require the Department of National Defense, Department of the Interior and Local Government, Philippine Coast Guard, and National Mapping and Resource Information Authority to submit military and uniformed personnel rosters within the first half of 2011.
Budgeting and Payment Controls
- Department and agency heads must base their PS budget proposals strictly on the submitted personnel data.
- The DBM will only recommend PS budgets consistent with the comprehensive manpower database.
- Payments beyond authorized compensation are deemed illegal disbursements, with liable officials subject to administrative and criminal sanctions.
- DBM will coordinate with the Civil Service Commission for risk-based personnel audits regularly.
Definition of Authorized Compensation
- Authorized compensation includes basic salary, allowances, benefits, and incentives per the Salary Standardization Law (R.A. No. 6758) or relevant agency charters for exemptions.
Data Maintenance and Updates
- Government entities are required to regularly update the manpower database to reflect any changes in positions and incumbents.
Utilization of Information Technology
- The DBM shall leverage advancements in IT to enhance the database's reliability and transparency.
Inter and Intra-Agency Coordination
- The comprehensive database will be integrated with other government personnel systems such as those of the Civil Service Commission, Government Service Insurance System, Bureau of Internal Revenue, and agency-specific HR and payroll systems.
Confidentiality and Liability
- The DBM must ensure the confidentiality of all data collected.
- Unauthorized disclosure or data breaches will incur administrative and criminal penalties.
Implementation and Enforcement
- The DBM shall promulgate implementing rules and regulations for effective enforcement and compliance.
- Any existing rules or issuances that conflict with this Executive Order shall be repealed or amended accordingly.
Legal Provisions
- A separability clause ensures that if one part of the order is invalidated, remaining provisions remain operative.
- The Executive Order takes effect immediately upon publication in a newspaper of general circulation.