By Maida Boragay
NAGA CITY, Philippines — Mayor Leni Robredo is reforming the local government’s bureaucracy to dismantle long-standing systems of political patronage and “bottom-heavy” staffing, aiming to transform City Hall into a professionalized institution with a highly skilled, merit-based workforce.
The reform, guided by a preliminary assessment from the Development Academy of the Philippines (DAP), seeks to right-size the city government following findings that the current setup lacks sufficient middle management to ensure smooth succession and professional growth.
“We want the selection to be intentional and deliberate,” Robredo said during a press conference on Monday, January 26. She emphasized her “hands-off” approach to avoid the traditional accommodations often expected of local politicians. “It is difficult when a politician chooses because of the pressure to accommodate. We want City Hall to be very professional because, in the end, it is the institution that benefits,” the mayor added.
The DAP’s first draft of the rationalization plan highlighted a critical structural flaw: while the city is teeming with administrative assistants, it lacks middle managers. This bottom-heavy distribution has left several offices unprepared for leadership transitions.
The Organizational Structure and Staffing Pattern (OSSP) Team, led by Project Head Johann dela Rosa, together with the City Human Resources Management Office (CHRMO) and in partnership with Department and Office Heads, will meet with priority offices to undertake the initial steps in analyzing daily service processes and workloads.
The overhaul goes beyond restructuring departments, focusing instead on a city hall-wide upskilling program.
Robredo revealed that Naga is partnering with the Technical Education and Skills Development Authority (TESDA) to provide specialized training for all personnel, including field workers and garbage collectors. The goal, she said, is to increase the market value of every city employee.
“My dream for City Hall is the same dream I had at the OVP that after my term, the value of the employees here will be so high because they worked here,” Robredo explained.
By identifying skill gaps per department, the CHRMO is moving away from generic seminars toward intentional, specialized training. This ensures that even younger staff, should they eventually seek “greener pastures,” will carry a formidable set of skills to support their future endeavors.
Despite the restructuring, Robredo clarified that Civil Service Commission (CSC) rules will be strictly followed. Open positions will be competitive, meaning current assistants are not automatically promoted to higher roles.
“When a position opens, everyone—including outsiders—will go through the same rigorous process,” she said.
