Or-May 1 2020: Department Order SUBJECT: DPWH Interim Work Arrangement During The COVID-19 Pandemic

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Republic of the Philippines

DEPARTMENT OF PUBUC WORKS & HIGHWAYS


OFFICE OF THE SECRETARY
Manila or - 1\ - .lDoU)

MAY 1 t 2020
DEPARTMENT ORDER SUBJECT: DPWH Interim Work Arrangement
) During the COVID-19 Pandemic

NO. 36 ~
Series of 2020 ~- J»l-'

Pursuant to CSC Memorandum Circular No. 10, s. 2020 dated May 7, 2020,
"Revised Interim Guidelines for Alternative Work Arrangements and Support Mechanisms
for Workers in the Government During the Period of State of National Emergency Due to
COVID-19 Pandemic", the DPWH Central Office shall implement the following Alternative
Work Arrangement Guidelines during the COVID-19 Pandemic:

I. Scope and Coverage

These guidelines are applicable to all DPWH Central Office employees regardless of
employment status. The Regional and District Engineering Offices are authorized to adopt
interim work arrangements that are most appropriate/applicable to them subject to the
prevailing community quarantine in their respective areas and in accordance with the CSC
MC No. 10, series of 2020.

II. Interim Work Arrangement

1. Employees shall render twenty four (24) hours of work in the office and sixteen
(16) hours of work from home (WFH) every week, subject to conditions set forth
herein.

2. Employees shall report in the office for· eight (8) hours a day with a one (1) hour
lunch break. Employees shall be divided into two (2) shifts as follows:

a. Monday - Tuesday - Wednesday


b. Thursday - Friday - Saturday

3. The 16-hours work from home shift shall be rendered on days that they are not
scheduled to report to the office, provided as follows:

Office Schedule Work from Home Schedule


Monda - Tuesda - Wednesda Thursda and Frida
Thursday - Friday - Saturday Tuesday and Wednesday

Complete office uniform shall be used only on Mondays, Tuesdays, Thursdays


and Fridays. Civilian clothing shall be worn on Wednesdays and Saturdays.

4. The employee on WFH schedule should be available during office hours to


answer concerns and inquiries when needed, through the line of communication
DO No. -/ s. 2020 "DPWH Interim Work Arrangement during the COVID-19 Pandemic"
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agreed with the immediate supervisor (e.g. text message, phone call, e-mail,
Messenger or Viber).

5. In anticipation of the challenges that may be encountered during the General


Community Quarantine (GCQ) in going to and from the workplace, Directors may
assign employees to report to the workplace in any of these three schedules:

a. 7:00 AM - 4:00 PM
b. 8:00 AM - 5:00 PM
c. 9:00 AM - 6:00 PM

6. In the exigency of the service, Directors concerned may require any of their
employees working from home to report to the office in case there arise
extraordinary or urgent tasks with set deadlines.

7. It shall be the responsibility of the TAS officers to monitor attendance and



punctuality. They shall prepare the appropriate reports needed in the leave
administration process, payroll system and other human resource processes.

8. To comply with the policy on social distancing, the use of biometric machines
shall continue to be suspended until further notice. TAS officers shall record the
time and attendance of employees by maintaining a logbook for said purpose,
which the latter will certify.

9. Directors in the Central Office, with the approval of the Undersecretary


concerned, may also adopt other alternative work arrangements that are
applicable to their functions as well as their place of work provided that, only
50% of their employees shall report at the workplace at any given time and that
the arrangement will not compromise the operations of their office nor prevent
the delivery of the basic services. Moreover, said alternative work arrangement
should not be inconsistent with CSC MC 10 series of 2020 and other pertinent
guidelines.

III. General Guidelines

1. The employees' work schedule shall be approved by their respective Heads of


Offices. A copy of the approved work schedule shall be submitted to the Human
Resource Management Division, HRAS for records purposes.

2. The work schedule should be determined with the purpose of ensuring that the
operations of the office will not be hampered. Heads of Offices may cross assign
employees so that an adequate number of employees will be reporting on
alternate schedules.

3. The Heads of Offices shall give priority to the preferred schedule of employees
who are senior citizens, pregnant women, and persons with disabilities (PWD) as
well as those with immunodeficiency, comorbidities, or other health risk.
DO No. -1' s. 2020 "DPWH Interim Work Arrangement during the COVID-19 Pandemic"
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4. At least one (1) supervisory personnel (Division Chief or Assistant Division Chief)
shall be physically present in the workplace per shift to supervise employees.

5. Heads of Offices must continuously monitor the performance of their employees


to make sure that the changes in the work arrangement do not adversely affect
the delivery of government programs and services.

6. General services employees assigned in the maintenance of office building and


facilities (e.g. plumber, electrician) whose tasks may not be performed off-site,
must report to the office for five (5) days a week while observing social
distancing guidelines.

7. All field personnel such as those involved in the supervision of projects and
employees who are on official business cannot avail of the work from home
arrangement and flexi-time work schedules.
6
IV. Work from Home Guidelines and Procedures

1. The immediate supervisor and the Division Chief should ensure that the daily
target outputs to be assigned to the employees correspond to their actual duties
and responsibilities. The tasks should be manageable and can be accomplished
within the agreed hours of WFH shift. The required outputs should be clearly
discussed with the employee.

2. Work from home arrangements may be allowed for the following tasks:

a. research;
b. policy formulation/review/amendment;
c. project work, including but not limited to, drafting of proposals/project
studies/training modules;
d. data encoding/processing;
e. adjudication of cases or review of cases, including legal work;
f. budget planning and forecasting;
g. recording, examination and interpretation of financial records and
reports;
h. evaluation and formulation of accounting, auditing and management
control systems;
i. computer programming;
j. database maintenance;
k. design work/drafting of drawing plans;
I. preparation of information materials;
m. sending/receiving e-mail;
n. HR tasks, e.g. computation of leave credits, preparation of payroll etc.,
as the case maybe; and
o. Other analogous tasks which require the use of a computer and the
World Wide Web (Internet) for reading, encoding, printing or
submission of written outputs for the review, evaluation or final
presentation/assessment of the immediate supervisor, the head of
DO No. -----/ s. 2020 "DPWH Interim Work Arrangement during the COVID-19 Pandemic"
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office or the management.

3. In cases where the employee's regular functions do not fall under the above
assignments, the Head of Office may assign other tasks or outputs of said office
to the employee.

4. The Weekly Work from Home Assignment and Accomplishment Monitoring Form
(Annex A) shall be used to monitor work from home assignments and
accomplishments of the employee.

5. Employees are not allowed to bring original and confidential personnel


documents at home for safety and data privacy purposes pursuant to Republic
Act No. 10173 or the Data Privacy Act of 2012.

6. Employees are responsible in protecting confidential and proprietary information


at 6all times and utilize them only in accordance with the requirement of the
Department.

7. In case an employee on a WFH shift has an emergency and cannot accomplish


the assigned outputs due to health concerns or family responsibilities, the
employee should apply for appropriate leave of absence, subject to the existing
leave application policies.

8. Employees working from home must submit the agreed outputjs on the deadline
set, otherwise, the employee may be marked as undertime or absent. The Head
of Office shall approve the number of hours to be credited as work from home
based on the employee's submission of required output.

9. The procedure for the determination of work from home assignments and the
monitoring of outputs shall observe ~he process flow outlined under Annex B
hereof.

V. Effectivity

These guidelines shall be effective upon placement of the area covering the DPWH Central
Office under the General Community Quarantine and for the duration of the State of
National Emergency or until lifted by the President. The guidelines may be subject to
revision as the need arises or should the Office of the President or the Civil Service
Commission issue new rules pertinent to these matters.

For strict compliance.

~/j/~
MARK A. VILLAR
Secretary

10.1 MSV

Departrrent of Public Works and fJlghways


Office of the Secretary

11111" 1III 11111111111111111111111111


WINOL 11499
ANNEX A. WEEKLY WORK FROM HOME ASSIGNMENT AND ACCOMPLISHMENT
MONITORING FORM

OFFICE:
DIVISION:

ASSIGNMENT ACCOMPLISHMENT NO OF HOURS TO


No. EMPLOYEE NAME DATE OF WFH SHIFT BE CREDITED AS
DATE AND TIME WFH SHIFT
REQUIRED OUTPUT/S DEADLINE SUBMITTED OUTPUT/S
SUBMITTED
May 25-26, 2020 Prepare report on… 5/26/2020 8:00 AM Report on… 5/26/2020 8:00 AM
1 JUAN DELA CRUZ Draft memo on ….. 5/26/2020 5:00 PM Draft memo on ….. 5/26/2020 5:00 PM 16
Research on …. 5/26/2020 5:00 PM Research on …. 5/26/2020 5:00 PM

ATTESTED: APPROVED:

(Division Chief) (Head of Office)


ANNEX B.

Work From Home Process Flow

Activity Person/s Responsible

1. Discuss required outputs and deadline; record in Employee and Immediate


the Weekly Work from Home Assignment and Supervisor
Accomplishment Monitoring Form (Annex A).

2. Submit the agreed outputs to immediate Employee


supervisor.

3. Record the submitted outputs and date of Employee


submission in the Weekly Work from Home
Assignment and Accomplishment Monitoring
Form.

4. Review submitted output/s, validate the Immediate Supervisor


accomplishment portion of the Weekly Work from Division Chief
Home Agreement and Accomplishment Form and
recommend the number of hours to be credited
as work from home hours.

5. Approve the number of hours to be credited as Head of Office


work from home hours.

6. Record the work from home Time and Attendance Designated TAS Officer of
of employee based on the no. of hours indicated the Division or Office
in the approved Weekly Work from Home
Assignment and Accomplishment Monitoring
Form.

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