COA hits vacant regular positions in Consolacion

CEBU, Philippines — The Commission on Audit (COA) has flagged the Municipality of Consolacion for having 52 vacant regular plantilla positions in 2025 while continuing to engage 530 job order (JO) workers to augment its workforce.

In its 2025 audit report, COA said the vacancies and continued reliance on JO workers could affect the effectiveness and efficiency of the municipal government’s operations, particularly since some JO workers may not have the eligibility required to perform functions corresponding to vacant regular positions.

COA noted that the municipality had 197 plantilla positions, of which 144 were filled and 52 remained vacant. Among the vacant posts were three department head positions.

The vacancies were distributed among several offices, including the Office of the Mayor with four vacancies, Sangguniang Bayan with seven, Municipal Treasurer’s Office with five, Municipal Health Office with three, Municipal Engineering Office with three, General Services Office with three, and Local Disaster Risk Reduction and Management Office with three.

Other offices with vacancies included the Municipal Planning and Development Office, Municipal Accountant’s Office, Municipal Budget Office, Municipal Agriculture Office, Human Resources Management Office, Municipal Environment and Natural Resources Office, Internal Audit Service Office, and Public Employment Service Office.

Meanwhile, the 530 JO workers were deployed to various offices, with the General Services Office having the highest number at 117, followed by the Consolacion Traffic Enforcement and Security Services with 66, Market with 56, Office of the Municipal Administrator with 44, and the Local Disaster Risk Reduction and Management Office, Municipal Environment and Natural Resources Office, and Municipal Health Office with 36 each.

COA said the local government’s personnel complement was predominantly composed of JO workers, whose engagement is intended to be for a short duration not exceeding six months under the cited provisions of the Local Government Code.

The audit team said the situation could affect succession planning as well as the efficiency and effectiveness of the delivery of basic services to constituents.

The Human Resources Management Office, however, explained that the municipality had no intention of disregarding the cited laws and instead sought to provide efficient services while observing austerity measures in managing personnel expenses.

The HRMO said the municipality maximizes the output of its employees and provides them with seminars, trainings, orientations, and conventions to enhance their skills.

It also said the JO workers were engaged with the authorization of the Sangguniang Bayan to augment the municipality’s personnel complement. The local government also facilitated a review program for JO workers to help them pass the Civil Service Commission eligibility examinations.

According to the LGU, four regular personnel had been promoted and six new personnel had been appointed as of December 31, 2025.

As of May 29, 2026, 11 published positions were undergoing screening and evaluation by the municipality’s Selection and Promotion Board, while one new appointment was released on June 1, 2026.

COA acknowledged the management’s explanation and efforts but reiterated the need to continuously fill the remaining vacant regular positions through merit-based promotion and appointment of qualified personnel.

The audit team recommended that the municipality intensify the filling of vacant regular positions and consider prioritizing qualified permanent personnel, qualified casual employees, and existing JO workers who have gained relevant experience and familiarity with municipal operations.

COA said such measures would strengthen the municipality’s workforce, improve service delivery, and ensure the effective and efficient implementation of its programs, projects, and activities for the benefit of its constituents. — (FREEMAN)