Submitted By:
ACCAD, Nove-Ann B.
MALAGAYO, Jacky Denver B.
PADAMADA, Marc Loui E.
SALLY, Kiel Angelo T.
Submitted To:
Ms. Debbi Karyle Arquero
Group 1 (Block C/Mth 7:30 – 10:30/10:00 AM)
History of DSWD
1915 – The Public Welfare Board (PWB) was created. Its function was to study,
coordinate and regulate all government and private entities engaged in social
services.
1921 – The PWB was abolished and replaced by the Bureau of Public Welfare under the
Department of Public Instruction.
1939 – Commonwealth Act No. 439 created the Department of Health and Public
Welfare.
1947 – President Manuel A. Roxas abolished the Bureau of Public Welfare and its place
created the Social Welfare Commission (SWC) under the Office of the President.
1948 – President Elpidio Quirino created the President’s Action Committee to Social
Amelioration (PACSA) to effect socio-economic reforms in the countryside to
counteract social interest.
1951 – The SWC and PACSA were merged into the Social Welfare Administration (SWA)
which marked the beginning of an integrated public welfare program.
1968 – Republic Act 5416 known as the Social Welfare Act of 1968 elevated the SWA
into a Department.
1976 – The Department of Social Services was renamed Department of Social Services
and Development (DSSD) with the signing of Presidential Decree No. 994 by President
Ferdinand E. Marcos.
1978 – The DSSD was renamed Ministry of Social Services and Development (MSSD).
1987 – The MSSD was reorganized and renamed Department of Social Welfare and
Development under the Executive Order 123 signed by President Corazon Aquino.
Executive Order 292 also known as the Revised Administration Code of 1987,
established the name, organizational structure, and functional areas of responsibility of
DSWD and further defined its statutory authority.
1991 – The passage of Republic Act 7160 otherwise known as the Local Government
Code of 1991 effected the devolution of DSWD basic services to local government
units.
1998 – President Joseph Estrada issued Executive Order No. 15 “Redirecting the
Functions and Operations of the Department of Social Welfare and Development” to
strengthen DSWD’s repositioning efforts.
2003 – President Gloria Macapagal Arroyo issued Executive Order No. 221 amending
Executive Order No. 15 which defined the mandate, roles, powers, and functions of the
DSWD.
2005 – The Department of Budget and Management (DBM) approved the DSWD’s
Rationalization and Streamlining Program (RSP) for implementation over the next five
years.
Department of Social Welfare and Development
The Philippines' Department of Social Welfare and Development is the executive
department of the Philippine Government responsible for the protection of the social
welfare of rights of Filipinos and to promote social development.
VISION
The Department of Social Welfare and Development envisions all Filipinos free from
hunger and poverty, have equal access to opportunities, enabled by a fair, just, and
peaceful society.
MISSION
To lead in the formulation, implementation, and coordination of social welfare and
development policies and programs for and with the poor, vulnerable, and
disadvantaged.
POWERS AND FUNCTIONS
(DEPARTMENT OF SOCIAL WELFARE AND DEVELOPMENT)
Formulates policies and plans which provide direction to intermediaries and
other implementers in the development and delivery of social welfare and
development services.
Develops and enriches existing programs and services for specific groups, such
as children and youth, women, family and communities, solo parents, older
persons and Persons with Disabilities (PWDs);
Registers licenses and accredits individuals, agencies and organizations
engaged in social welfare and development services, sets standards and
monitors the empowerment and compliance to these standards.
Provides technical assistance and capability building to intermediaries; and
Provides social protection of the poor, vulnerable and disadvantaged sector,
DSWD also gives augmentation funds to local government units so these could
deliver SWD services to depressed municipalities and barangays and provide
protective services to individuals, families and communities in crisis situation.
ORGANIZATIONAL STRUCTURE
THE SECRETARY
The Secretary has the authority and responsibility to exercise the mandate of the
Department and discharge its powers and functions, and thus exercises supervision and
control over the entire Department. The Secretary shall also directly supervise and
monitor the performance of all Field Offices (FOs) to ensure the delivery of strategic
outputs, including timely, efficient, and effective program implementation. As such, all
FOs shall report directly to the Secretary.
OFFICE OF THE SECRETARY (OSEC) GROUP
The OSG shall be headed by the Undersecretary for Social Welfare and Development,
(USSWD) assisted by the Assistant Secretary for Osec Concerns, and includes the
Internal Audit Service (IAS), the Social Marketing Service (SMS), the Information and
Communications Technology Management Service (ICTMS), the Administration Office,
and the Operations Center.
OPERATIONS GROUP
The Operations Group shall be responsible for formulating, developing, and executing
social welfare and development programs and policies which specifically crafted to
address particular clienteles in varying incidents.
DISASTER RESPONSE MANAGEMENT GROUP (DRMG)
The Disaster Response Management Group provides leadership, staff expertise and
support in managing and administering financial resources, facilities, warehouses,
physical infrastructure, personnel, legal management and assistance, supplies, and
other logistical and procurement activities, including the production of Family Food
Packs (FFPs) and donation facilitation, in a manner that is transparent, accountable,
proactive, results-oriented, and value-adding to the stewardship of DSWD resources.
OFFICE OF THE ASSISTANT SECRETARY FOR DISASTER RESPONSE MANAGEMENT
The OASDRM shall be responsible for providing advice and assistance to the Secretary
and the USDRM. It shall focus on preparedness planning and response and counter
measures research.
SPECIAL CONCERNS GROUP (SCG)
The SCG shall be the strategic group to address other social welfare and
development concerns not covered by the other operations groups and units,
monitoring and improvement of center-based programs, and other special concerns.
The SCG shall be headed by the Undersecretary for Special Concerns, assisted by three
(3) Assistant Secretaries, one for each Island cluster.
GENERAL ADMINISTRATION AND SUPPORT SERVICES GROUP (GASSG)
GASSG provides leadership, staff expertise, and strategic support in managing
physical infrastructures, assets, financial resources, human resources, procurement
activities, and other logistical requirements in a manner that is transparent,
accountable, proactive, results-oriented, and value-adding to the stewardship of DSWD
resources.
SUPPORT TO OPERATIONS GROUP (SOG)
The SOG is responsible for fulfilling the Department’s roles on policy and plans
development, regulation of Social Welfare and Development Agencies (SWDAs),
national poverty targeting at the family level, and liaising with Congress and partners
for priority social safety nets, social welfare and development policies. It also provides
leadership in various inter-office and inter-agency committees, councils, technical
working groups at the national, regional (ASEAN) and international levels in
communicating, advocating, coordinating and collaborating matters along the areas
of social protection and social welfare.
RECRUITMENT PROCESS
QUALIFICATIONS:
Applicants must be a Filipino citizen and meet or exceed the CSC Prescribed
Qualification Standard of the vacant position
Applicants must submit the following documents to fully evaluate the
application, Incomplete requirements will not be entertained and will not be
processed:
Application Letter addressed to OIC Director Cesar A. Aquino of Human
Resource Development Bureau;
Comprehensive resume with Job Description and 2x2 I.D. picture;
Duly accomplished Personnel Data Sheet (PDS)
Transcript of Record/Diploma;
Copy of relevant trainings and seminars attended;
Copy of Certified of duly signed Individual Performance Contract Rating
(IPCR) or its equivalent for external applicants and must have a Very
Satisfactory rating during the last period
Authenticated copy of Civil Service Eligibility and/or PRC License ID /Board
Rating
All communications pertaining to your application will be sent via e-mail.
REMINDERS:
• Job applications will be accepted on or before the set deadline(10 calendar
days after publication)
• Request for extension of submission and application with incomplete
requirements will not be entertained.
• Job questions should be answered properly, completely and truthfully any
misrepresentation or misinformation will automatically mean of termination of
application and will be blacklisted from applying to all positions for one (1) year.
FUNDAMENTALS:
CSC Minimum Qualification Standard
The minimum and basic requirements for positions in the government in terms
of education, training, experience, Civil Service eligibility, physical fitness and
other qualities required for successful performance of the duties.
Relevant Work Experience
relevant work experiences constitutes the previous job experiences in either
the government or private sector, whether full time or part time that is
functionally related to the duties of the position to be filled up.
Relevant Education
Refers to the formal or non-formal academic, technical or vocational studies
that will help the candidate perform efficiently the duties and responsibilities
of the position to be filled-up.
Relevant Training
Refers to the formal or non-formal trainings, learning and development
interventions conducted by any government agencies or private sectors that
will help the candidate perform efficiently the duties and responsibilities of
the position to be filled up.
Eligibility
refers to the result of passing of merit and fitness test which may be
determined as far as practicable by competitive examination, or based on
highly technical qualifications or other tests of merit and fitness conducted
by the Civil Service Commission, or other examinations jointly designed and
coordinated by the departments or agencies with the assistance of or in
coordination with the CSC, and other examinations such as the PRC-
conducted board examinations, the SC-conducted bar examinations or the
CESB-conducted and CES examinations.
TRAINING
(DEPARTMENT OF SOCIAL WELFARE AND DEVELOPMENT)
EDSA-DSWD Cash Training Program is one of the latest projects of TESDA in
the cooperation with the Department of Social Welfare and Development. It
aims to deliver training program for youth for gainful employment.
Each scholar beneficiaries will receive a total of 20,000 which include
payment of tuition, materials, and transportation allowance.
THE PROGRAM HAS TWO MAJOR COMPONENTS:
Training for self-employment
Training for wage-employment
The DSWD conducts training on protocols in handling of complaints against
Social Welfare and Development Agencies.
It aimed to equip the participants with knowledge on salient features
of relevant laws and DSWD guidelines on handling of complaints,
particularly on the process of fact-finding investigation.
PROMOTION
In order for an employee to be promoted they should have this:
1. Good in communication
2. Stress management
3. Behavioural flexibility
4. Self-confidence
5. Personality
In promoting an employee the officer should know this:
1. Fairness and Equality
2. Gender sensitivity and responsiveness
3. Performance
4. Ethical Conduct
RETIREMENT
There is no specific age retirement, as long as you can still work properly.
BENEFITS
Salary
Community Development Officer - Monthly Contractor 21K
Municipal Financial Analyst - Monthly Contractor 19K - 20K
Administrative Officer - Monthly Contractor 32K - 35K
Administrative Assistant - Monthly 16K - 18K
Admin Assistant - Monthly Contractor 14K - 16K
Deputy Area Coordinator - Monthly Contractor 25K - 27K
Social Welfare Officer I - Monthly 14K - 16K
Financial Analyst - Monthly Contractor 18K - 20K
Social Welfare Officer I - Monthly Contractor 18K - 19K
Monitoring and Evaluation Officer II - Monthly Contractor 24K - 26K
Project Development Officer II - Monthly Contractor 22K - 24K
Gain more knowledge, great achievement, and also more experience.
Senior Executive Services
Special Salary Rates
And also SSS and PAG IBIG etc…
DISCIPLINARY MECHANISM
Discipline – training that is expected to produces a specific character or pattern
of behaviour, a form of training which enforces organizational rules and
enhances the awareness of employees about organizational rules and
procedures.
Counselling – a process where a person can receive assistance in sorting out
issues and reaching decisions on work related concerns appropriate to their life
circumstances.
Frequent Unauthorized Tardiness – any employee shall be considered habitually
tardy if he incurs tardiness, regardless of the number of minutes, 10 times a month
for at least two months in semester or at least two consecutive months during the
year.
Frequent Unauthorized Absences – An officer or employee in the civil service
shall be considered habitual absent if he incurs unauthorized absences
exceeding the allowable 2.5 days monthly leave credit under the leave law for
at least three months in a semester or at least three consecutive months during
the year.
Insubordination – A deliberate and inexcusable refusal to obey a reasonable
order that relates to an employee’s job function
Mediation – a discussion intended to produce an agreement
Progressive Discipline – a process of dealing with job-relates behaviour that does
not meet expected and communicated performance standards. The process
features increasingly formal efforts to assist the employee to understand that a
performance problem or opportunity for improvement exists.
Simple Misconduct – deliberate violation of the rule of the law or standard of
behaviour especially by a government official.
Simple Neglect of Duty – the omission or refusal, without sufficient cause, to
perform an act or duty, which it was the officer’s legal obligation to perform.
