Wacas, R. U. (2016). The council of personnel officers (CPO): 25 years of existence in retrospect of it mandate (Unpublished master's thesis). Public Management Development Program, Development Academy of the Philippines.

Public Management Development Program Senior Executives Class Batch 4 Thesis (SEC)--Development Academy of the Philippines.

The Capstone Paper made a review of the policy implementation relative to the issues facing the Council of Personnel Officers (CPO) and the Civil Service Commission-Regional Offices (CSC-ROs) particularly on the aspects of the powers, functions and mandates of the former vis-a-vis that of the latter after the CPOs' creation in 1990 until its organization and operation at present. The Capstone methodology utilized the qualitative approach and data collection was done through direct inquiries from CSC-Regional Offices using a data matrix. Data were also gathered through document/ desk review methods. The data were analyzed on the basis of the questions/ issues that the Capstone sought to answer. Alternative courses of actions were developed based on the results of data analysis. The best alternative was recommended using a set of evaluation criteria for consideration of the top management of the Civil service Commission. Based on the gathered data and observations, the actual activities of the Regional and Provincial CPOs are not consistent with their supposed mandates as provided for in Section 19, Chapter IV, Subtitle A, Book V of EO 292 and that of the corresponding implementing guidelines as provided for under CSC Resolution No. 90-979. The National Level CPO although formally constituted did never function. There was no formal designation of the Executive Officer and the Secretariat as provided in EO 292. There was a failure in the implementation of the provisions of Executive Order 292 on the CPO. As a solution to the problems and issues, the beat course of action is the Original Intent Option which is to reconstitute and activate the CPO at the national level; designated the Executive Officer from among the CSC officials at the Central Office; provide for CPO operational budget; and reorganize the Regional and Provincial CPOs through the initiative of the National CPO chapter. The CPOs shall focus strictly on their functions as provided under Section 19, Chapter IV, Subtitle A, Book V of Executive Order No. 292 and the corresponding CSC issuances. Moreover, the CPO organization structure shall be implemented such that the National chapter shall be composed of the highest HRMPs of central offices of the different executive departments and of the agencies with the category of department (e.g. Constitutional Commissions). The CSC shall designate an Executive Officer which is preferably the Director IV of the Human Resource Policies and Standards Office (HRPSO). The Commission shall also designate one of the technical divisions of the HRPSO preferably the Personnel Systems and Standards Division (PSSD) as the Secretariat. During the first meeting of the constituted CPO, the body shall determine its internal rules on the following: meetings, adoption of policy briefs, and other procedures consistent with its functions as provided under EO 292. The CSC shall likewise include in its proposed annual budget the operational expenses of the CPO. The Regional and Provincial CPO chapters must be reorganized through the initiative of the constituted National level CPO. In the meantime that the National level CPO is being established, the existing Regional and Provincial CPOs be redirected to activities consistent with the provisions of EO 292 particularly the mandated functions of the CPO. The CPOs shall desist from undertaking revenue generating activities and CPOs that shall not comply with the guidelines and continue to invoke their registration with the SEC shall be delisted as CPO by the CSC Regional and Field Offices and that appropriate administrative cases shall be initiated. The findings and evidence-based recommendations of this capstone paper can serve as a reference for the Civil Service Commission to decide and adopt the best alternative course of action and direct its implementation towards the clear intent of the law on the functions of the Council of Personnel Officers that is to recommend and give feedbacks on HR policies, standards, and proceduresand promote among agencies uniform and consistent interpretation and application of HR and OD policies. The CPO can be a vital component in the achievement of the vision of CSC to be Asia's leading Center of Excellence in strategic HR and OD by twenty (20).