I. Responsibilities of the Board

• Board Composition

PAGCOR is governed, directed, controlled and managed by a five-member Board of Directors with no Ex-Officio members. The Board of Directors is primarily responsible for the governance of PAGCOR and for providing policy directions, monitoring and overseeing Management actions, as articulated in its Charter and other relevant legislation, rules and regulations.

The following members of the Board have been appointed by the President of the Republic of the Philippines and have the qualifications and none of the disqualifications provided for under the Charter and other relevant laws. No member of the Board of Directors holds more than five (5) positions in PLCs and GOCCs.

Cristino Naguiat, Jr. Chairman and CEO	Jorge Sarmiento President and COO	Eugene Manalastas Director	Jose Tanjuatco Director	Enriquito Nuguid Director
Resume	Resume	Resume	Resume	Resume

• Schedule of Board Meetings

To properly discharge its responsibilities, the Board is scheduled to meet at least twice every month. For the year 2015, the Board had forty (40)regular meetings as follows:

January 6, 13 and 27	July 1, 7, 14 and 21
February 3, 17 and 24	August 4, 11 and 18
March 3, 10, 17 and 24	September 7, 15 and 21
April 7, 14, 20 and 28	October 7, 14, 20 and 29
May 5, 11, 19 and 25	November 4 and 25
June 3, 9, 16 and 25	December 8 and 15

The Board met on March 3, 2015 and March 24, 2015 without Chairman and CEO Cristino L. Naguiat, Jr.

As a matter of policy, the PAGCOR Board must be able to meet the following conditions for good governance:

1. The Board of Directors shall meet on at least 75% of their scheduled meetings;
2. Each of the directors must have attended at least 90% of all the Board and Board Committee meetings held during theyear; and
3. The Corporate Secretary is mandated to comply with the policy that Board papers for Board of Directors meetings are provided to the members of the Board at least three (3) working days in advance of the Board meeting.
   • The Corporate Secretary issues a notice of Board meeting to all concerned at least three (3) days prior to the Board Meeting.
• Role of the Board on Corporate Strategy

Section 4 of the PAGCOR Manual on Corporate Governance (page 5 CG Manual) provides, among others, that the Board shall determine PAGCOR’s purpose and value, as well as adopt strategies and policies, including risk management policies and programs; and shall monitor and evaluate on a regular basis the implementation of corporate strategies and policies, business plans and operating budgets, as well as Management's over-all performance to ensure optimum results.

In 2013, four members of the Board of Directors, together with key officers, attended a Performance Governance System workshop to draw up PAGCOR's corporate strategies. The output of said workshop was PAGCOR's Strategy Map and Scorecard which was refined and subsequently agreed upon with GCG for approval during the Performance Agreement Negotiation.

Prior to each Performance Agreement Negotiation (PAN) with GCG strategies and targets covering the succeeding year, the Chairman and CEO and concerned senior management officials review the vision, mission, strategies and specific targets that will be presented for discussion and agreement with GCG. For 2015, said review was done in several management meetings prior to the PAN held on September 15, 2015. Likewise, quarterly performance monitoring reports are submitted to the Chairman and CEO for review and approval prior to submission to GCG.

In 2015, regular reviews of the achievement of plans, strategies, and operational targets were done by the Board with the heads of casino branches and departments during the Executive Committee meetings held at least twice every month.

• Code of Conduct

PAGCOR is committed to the highest standards of ethical business conduct in its dealings with employees, customers, communities, suppliers and others. The PAGCOR Code of Conduct has established a business ethics and compliance program to assist company leaders, employees and others in recognizing, understanding and attending to the ethical dimensions of our jobs and tasks, and in appropriately resolving issues affecting such activities.

The PAGCOR Code of Conduct applies to PAGCOR’s Board of Directors, officers, and employees, whether regular, contractual, casual of probationary, as well as learners, apprentices and trainees in all its corporate offices, casino branches, field offices, arcades and satellites. However, employees of concessionaires, contractors and agencies doing business with the Company are excluded from the coverage of these rules.

PAGCOR has adopted its Code of Conduct to define the Company’s core values, standards of professional responsibility and expectations for the ethical conduct of its people; promote honesty and fair dealing; promote compliance with applicable laws, rules and regulations; encourage prompt reporting of violations of the Code; and deter wrongdoing and create accountability for adherence to the Code.

• Responsibility for Implementation

The following are responsible for overseeing the implementation of the Revised Rules in Administrative Cases (RRACs) in organizational units of PAGCOR:

Branch employees

• Branch Infraction Committee (BIC)
• Branch Management Panel (BMP)

Corporate employees

• Human Resource and Development Department (HRDD)
• Corporate Hearing Panel (CHP)

Cases involving sexual misconduct and harassment are handled by the Committee on Decorum and Ethics (CODE) while cases involving Officers or those referred by the Chairman/President/Department/ BMP/ CHP due to considerations stated in RRACs are investigated by the Corporate Investigation Unit (CIU).

Resolutions/recommendations of the CHP, CODE, CIU and BMP for cases involving Corporate and branch personnel are elevated to the Adjudication Committee (AC) for review.

• Board Committees’ Accomplishment Reports
• Nomination and Remunerations

Created on January 16, 2013, the Nomination and Remunerations Committee (NRC) was given the primary functions and responsibilities of installing and maintaining a process to ensure that Officers to be nominated or appointed shall have the qualifications and none of the disqualifications mandated under the law, rules and regulations.

The NRC held a total of thirteen (13) meetings in 2015 during which meetings a total of 82 recommendations for hiring/promotion/shiftingwere discussed. Out of the 82 recommendations, 75 items were approved; 6 were deferred; and 1 was denied. In 2015, the NRC was composed of the following:

Chairman:	Jorge V. Sarmiento, President & COO
Members:	Eugene DG. Manalastas, Director
	Enriquito M. Nuguid, Director
	Jose S. Tanjuatco, Director
	Heads of the following Departments:
	Accounting Human Resource & Development Provident Fund Management (now Auxiliary Services)

• Audit and Risk Management

On January 16, 2013, the PAGCOR Board of Directors approved the creation the Audit and Risk Management Committee (ARMC) to perform the following:

1. Oversight risk management functions, which include processing reports from concerned branches, departments, and Satellite Operations Groups (SOGs) that contain information on risk exposures and risk management activities;
2. Develop Risk Management Policy of PAGCOR to ensure that risk management process and compliance are embedded and implemented throughout the operations of PAGCOR; and,
3. Provide quarterly reports and update the Board on key risk management issues.

For the year 2015, the Committee was composed of the following members:

Chairman:	Director Jose S. Tanjuatco
Members:	President and COO Eugene DG. Manalastas
	Director Enriquito M. Nuguid
	Heads of the following Departments:
	Accounting Auxiliary Service Corporate Communications Compliance Monitoring and Enforcement Corporate and Legal Services Corporate Planning Finance and Treasury Gaming Gaming Licensing and Development General Services and Engineering Internal Audit Marketing Security Slot Machine




For better appreciation and uniform implementation of the risk management framework developed by the Committee, the PAGCOR Risk Management Policy and Procedures Manual was drafted by the committee and was subsequently approved by the PAGCOR Board on October 2, 2013 (First Edition) and February 3, 2015 (Second Edition). The manual sets out the standards on risk management as prescribed in DBM CL No. 2008-8, to wit: “the Philippine Government mandates the establishment of standards on risk management in public service organizations”. It aims to provide knowledge and understanding of the key points of the risk management and to present a structured approach to assist risk owners in identifying, analyzing, measuring, treating and reporting risks.

The identification, analysis and treatment of risks are documented in the Risk Registers submitted by the branches, departments and Satellite Operations Group which are periodically submitted to ARMC.

As stated in the ARMC report published in the 2015 PAGCOR Annual Report, the Committee:

• Held four (4) meetings on the following dates: March 18, June 9, October 29 and December 8, 2015
• Discussed and resolved audit findings for the enhancement/improvement of PAGCOR’s processes and control measures.
• Conducted risk assessment and evaluation of the 2015 Risk Registers on March 16, 2016. The minutes of the meeting containing the evaluation of said Risk Registers were concurred by the Board of Directors.
• Evaluated the adequacy of the risk management process and effectiveness of control measures periodically or whenever deemed necessary in our effort to continuously improve the risk management framework of PAGCOR.
• 2015 Annual Report (see page 90 The Audit and Risk Management Report)
• Executive Committee

The Executive Committee is composed of the Board of Directors and the heads of the Corporate departments, casino branches, and Satellite Operations Groups.The EXCOM meets regularly at least twice a month and serves as the venue for the regular reporting and performance reviewsof the branches, SOGs, and satellite casinos. Other matters relevant to the Corporation are likewise taken up and discussed during the meetings as may be directed by the Chairman and CEO. The EXCOM had a total of 40 meetings in 2015.

• Governance Committee

The Governance Committee was likewise created on January 13, 2016 by virtue of an approval by the Board of Directors. It was officially constituted during the Governance Committee meeting held on May 29, 2013.

• Board Attendance 2015

2015 Director Attendance Form

• Access to Information (Board materials)

The Corporate Secretary is mandated to comply with the policy that Board papers for Board of Directors meetings are provided to the members of the Board at least three (3) working days in advance of the Board meeting.

• Internal Audit
(see page 2 Transparency Seal Sec.V Major Plans and Programs)
• Risk Management System
• Risk Management Policy and Procedures Manual Second Edition
• Risk Register as of December 2015
• Board Appraisal System

The PAGCOR Board aheres to the criteria, procedure, and requirements of the Performance Evaluation for Directors (PED) of the Governance Commission for GOCCs (CGC). In 2015, PAGCOR submitted the Directors' attendance information and complied with the rest of the evaluation requirements including the completion of the Self and Peer Assessment Forms.

In a letter dated June 25, 2015, GCG informed the PAGCOR Board of the results of the PED for PAGCOR for 2015.

• Criteria
• Procedure
• Board Appraisal
• Corporate Secretary

The Corporate Secretary serves as an adviser to the Board Members on their responsibilities and obligations; oversees the adequate flow of information to the Board prior to meetings; and ensures fulfilment of disclosure requirements to regulatory bodies. Board members have separate and independent access to the Corporate Secretary.

In 2015, Atty. Kathleen Delantar performed the functions of the PAGCOR Corporate Secretary and concurrent Compliance Officer.

Resume of Atty. Kathleen Delantar

II. DISCLOSURE AND TRANSPARENCY

Audited Annual Financial Reports

Date Published	Year of the Report	Date of Receipt From COA
August 22, 2016	2015 Annual Audit Report	July 4, 2016
October 19, 2015	2014 Annual Audit Report	September 16, 2015
January 14, 2015	2013 Annual Audit Report	December 15, 2014

Annual Reports

Year of the Report	Date Published in www.pagcor.ph
2015	January 6, 2017 December 16, 2016 (print publication)
2014	December 2, 2015
2013	February 13, 2015
2012	November 28, 2013
2011	July 10, 2013

• Audited Financial Statements
• Corporate Objectives
• 2015 Annual Report (see page 8 Corporate Profile: What is PAGCOR?)
• 2015 Strategy Map (see pages 82-83 2015 Annual Report)
• 2015 Performance Scorecard
• Financial Performance Indicators
• 2015 Annual Report (see pages 10-11 Financial Highlights and pages 86-89 Financial Statements)
• Non-Financial Performance Indicators
• 2015 Annual Report (see pages 12-15 Winning Moments; 74-77 Gaming Highlights)
• Details of Whistle Blowing Policy
• Revised Rules on Administrative Cases (Article 217)
• A more comprehensive PAGCOR Whistle Blowing Policy has been drafted and is currently under review
• Biographical details (at least age, qualifications, date of first appointment, relevant experience, and any other directorships of listed companies) of directors (double click on each member's photo to see resume)
• (See Appointive Board Composition Above)
• Training and/or continuing education programme attended by each director/commissioner

On January 8, 2015, all five members of the Boardof Directors, along with key members of the PAGCOR management, attended a Corporate Governance Orientation Program for GOCCs conducted by the Institute of Corporate Directors (ICD).

• Statement of full compliance with the code of Corporate Governance
• Review of the GOCC’s material controls (including operational, financial and compliance controls) and risk management systems (see ARMC section above)
• (see ARMC section above)
• Statement from the Board of Directors or Audit Committee commenting on the adequacy of the GOCC's internal controls/risk management systems

III. CORPORATE SOCIAL RESPONSIBILITY

1. Customers’ Welfare

Every Director and Officer accepts the position with full awareness that he assumes certain responsibilities not only to PAGCOR, but also with its different constituencies or Stakeholders, who have the right to expect that PAGCOR is being run in a prudent manner and with due regard to the interests of all Stakeholders. Consequently, members of the Board and Officers shall deal fairly with PAGCOR's employees, customers, suppliers and other Stakeholders. No member of the Board or Officer may take unfair advantage of the PAGCOR’s employees, customers, suppliers and other Stakeholders through manipulation, concealment, abuse of confidential or privileged information, misrepresentation of material facts, or any other unfair-dealing practice.

Integrity and honesty in dealings with customers is necessary for a successful and sustained business relationship. PAGCOR should operate a highly effective and efficient organization, focused on meeting customer objectives with the aim of providing services which give fair value and consistent quality, reliability and safety in return for the price paid for the same. PAGCOR should implement policies of continuous improvement, of both processes and the skills of the staff in order to ensure that it continues to add value to customers.

• Policies
• Manual on Corporate Governance (see page 16)
• 2015 Annual Report (see page 83 Customer Service Excellence as a core value)
• 2015 Annual Report (see page 76 Benefits in implementing a Slot Machine Online System)
• PAGCOR Quality Manual (see Section 5.2 Customer Focus)
• Customer Feedback Management System (see Section X.7 Feedback Mechanism)
• Marketing Department Policy Statement
• Activities
• PAGCOR Quality Manual (see Section 5.2 Customer Focus)
• PAGCOR seeks ISO 9001-2008 Certification (1st Qtr 2016 Edition Insider Newsletter)
2. Interaction with the Communities

PAGCOR, as an integral part of the National Government, is mandated to be socially responsible, and shall therefore act and operate as a good corporate citizen. The Governing Board shall recognize and perform the obligations PAGCOR has towards the National Government, together with the employees, suppliers, customers and other Stakeholders, and the communities in which it operates.

PAGCOR’s Corporate Social Responsibility (CSR) programs are primarily anchored on its mission as a partner of the Philippine government in nation-building.

• Policies
• CSR Statement
• Activities
• 2015 Annual Report (see pages 18-57)
• CSR Projects
3. Environmentally-Friendly Value Chain
• Policies

PAGCOR aims to ensure a safe and healthy working environment for all its employees, outside contractors and visitors, as well as comply with all relevant local legislation or regulations, and best practice guidelines recommended by national and safety authorities.

PAGCOR’s environmental responsibility starts with the creation of an Environmental Action Plan that adopts policies, standards, compliance with environmental laws, regulations and practices to make all PAGCOR casino Branches, Satellite Operations Groups and Corporate offices fit to be a friendly workplace within a conducive working environment.

Sustainability focuses on the implementation of the Environmental Action Plan in all PAGCOR sites which aim to reduce carbon footprints through energy conservation, responsible use of water and recycling of materials among others. The Action Plan, therefore addresses PAGCOR operations’ thrusts through environmental impact on climate change, protection of future generations and saving mother earth.

• Activities
• Environmental Compliance (see pages 17-27 Transparency Seal Section on Major Programs and Projects)

PAGCOR has 15 designated Pollution Control Officers (PCO) assigned in PAGCOR sites. PCOs are responsible for the implementation of the PAGCOR Environmental Action Plan. Aside from their professional qualifications, they were require to complete 40 hours of comprehensive training/seminars on environmental issues conducted by DENR-Environmental Management Bureau (EMB), NCR.

Out of 15 PCOs, 10 are accredited by DENR-EMB and 5 are undergoing processing of accreditation.

PAGCOR has designated PCO Managing Heads-in-charge in each PAGCOR site. They were required to complete 8 hours of training conducted by DENR-EMB on environmental laws.

PAGCOR also complies with the submission of Self-Monitoring Reports to the DENR-EMB.

All PAGCOR sites are compliant with PD 1586, RA 8749, RA 9276, and RA 6969.

• 2015 Annual Report (see page 32)
• Environment Friendly Programs/Compliance with Environmental Action Plan
1. Citation received from the Department of Energy (DOE) for PAGCOR’s support in the Energy Efficiency and Conservation EE&C) Campaign/Program
2. Based on PAGCOR wide energy report, there is a reduction of 766,582 kwh of energy for the 1st quarter 2016 compared against the same period last year. As a result, there is also a reduction of PAGCOR carbon dioxide emission of 401 tons.
3. Implementation of Electro-Mechanical Audit in all PAGCOR sites is being undertaken by the Engineering Unit, not only to evaluate the performance and check the maintenance of equipment, but more importantly to aid the PAGCOR sites in their energy conservation efforts/programs.
4. Under the standard minimum requirements for the construction/expansion of PAGCOR sites, prescribed lightings are LED type and air-conditioning units are energy efficient.
5. Regarding the fabrication of trash bins from old slot machines, various communities, groups, non-government organizations (NGOs) and barangays have signified their intent to be provided with PAGCOR trash bins. Quite a number have been fabricated using old/used slot machine units. Release of the items is subject to clearance from government agencies (Department of Finance, Bureau of Customs) in compliance with asset disposal regulations.
4. Contact details for complaints of other stakeholders

PAGCOR should have clear and strong lines of communication to allow the agency to respond quickly and efficiently to customer requirements, as well as the public needs, and for customers to receive consistent quality service. Towards this goal, PAGCOR has instituted a Customer Feedback Management System as approved by the Board of Directors on December 15, 2015. While there were existing processes in handling feedback per department or branch, there was a need to document and standardize these systems to ensure continual improvement in meeting requirements of PAGCOR customers. This feedback mechanism covers appropriate documentation of all feedback, whether complaint, suggestion, commendation or request for assistance, to the reporting, monitoring and discharging of necessary actions and resolutions.

• Customer Feedback Management System
• Contact Us Section (www.pagcor.ph)
• Citizen’s Charter Feedback and Redress Mechanism
5. Employee Welfare and Development
• Welfare
• Policies/Programs
• PAGCOR Healthcare Plan
• PAGCOR Code of Conduct Section 6.5.10 “Security, Safety, Health, and Environment”
• Morale, Welfare and Recreation (MWR) Program

The company undertakes MWR programs to foster camaraderie, enhance morale, improve the quality of work life, promote physical fitness and provide wholesome recreation and entertainment among employees. The MWR Program is Management's way of saying that the greatest asset of PAGCOR is its employees.

• Activities
• PAGCOR Healthcare Report 2015
• MWR Activities 2015

SUMMARY OF MWR EVENTS/ACTIVITIES
FOR THE PERIOD JANUARY TO DECEMBER 2015

Branch / Activity	No. of Participants
	Male	Female	Total
FITNESS PROGRAMS
Gym Workout	3309	198	3507
Aerobics	387	1047	1434
Zumba	14	41	55
SPECIAL EVENTS
Women's Month Activities
3K Amazing Fun... Amazing Run	16	33	49
Amazing Race	0	30	30
Ballroom Dancing and X-box Contest	0	11	11
Beauty, Health, Opportunity and Wealth Seminar	17	21	38
Bingo Fun Game (Launching Ceremony)	43	183	226
Blood Letting	27	8	35
Boxing Clinic	0	16	16
Common Aches and Pain in the Workplace Lecture (HSD)	16	9	25
Culmination Day	0	48	48
Diet and Nutrition Lecture	30	24	54
Employees' Bazaar	0	8	8
Facial and Waxing Seminar	4	47	51
Fitness First Zumba Session (HSD)	0	21	21
Fun/Parlor Games (Culminating Activity)	0	60	60
Karaoke Challenge	27	38	65
Larong Pinoy	0	30	30
Lezgo Fun Run	0	86	86
Make-up Demo by Avon Cosmetics	3	25	28
Pa-Bingo kay Juana sa SOG 1	0	71	71
PAGCOR Feeding Program	7	51	58
Personality Development Lecture	0	28	28
Pilgrimage (Visita Iglesia)	10	52	62
Search for "Talentadang PAGCORIAN"	45	160	205
Skin Care and Stress Management Lecture (HSD)	0	24	24
Volleyball Tournament	2	4	6
Wellness Screening (FBS and BMI) 365 Plaza Casino	38	11	49
Wellness Screening (FBS and BMI) Fort Ilocandia	18	9	27
Women's Month Culmination / Fun Games	10	14	24
Women's Month Ladies Night	3	77	80
Women's Month Launching / Volleyball	14	24	38
Yoga	2	2	4
Yoga and X-box Contest	1	11	12
Zumba (Power Combat) Opening of Women's Month	0	38	38
Zumba and Self Defense (Hand Techniques)	5	16	21
Zumba Dance	0	25	25
Zumba Dance Marathon	9	14	23
20 - Year Loyalty Award Ceremony	177	77	255
PAGCOR Music Fest	87	81	168
Corporate Employees Bingo Social	986	548	1534
SPORTS PROGRAMS
Golf Tournament	21	4	25
Fun Run	73	71	144
Sports Fest/Mini Olympics	64	28	92
Shoot Fest	73	18	91
Basketball Tournament	633	0	633
Football	38	4	42
Badminton Tournament	16	8	24
Chess Tournament	37	0	37
Tenpin Bowling Tournament	35	22	57
Wakeboarding	11	5	16
Sandbox Adventure	7	18	25
Darts Tournament	68	10	78
Table Tennis Tournament	7	7	14
Billiards Tournament	20	0	20
Fun Bike	28	0	28
HOBBIES AND INTERESTS
Asian Fusion	14	16	30
Baics of Massaging	23	23	46
Cakes and Muffins	12	21	33
Candle Making	7	14	21
Candle Making and Flower Arrangement	51	37	88
Chocolate Molding	15	20	35
Cullinary Class	2	16	18
Heat Printing Press/Sublimation Printing	45	32	77
Meat Processing	23	15	38
Pasta Festival	21	9	30
Pinoy Delicasies	39	31	70
Pulutan Recipes	12	18	30
SPIRITUAL ACTIVITIES
Values Enrichment Program	26	23	49
Advent Recollection	7	15	22
TOTAL	6736	3806	10542

• Safety Programs 2014-2015
• Training and Development
• Policies/Programs

PAGCOR employees are given many opportunities for continuous learning and growth through various in-house and external learning event offerings.In-house trainings are learning events that are conducted internally by the company for the employees. These programs are either initiated by the Human Resource and Development Department (HRDD) for the benefit of every employee, or initiated by departments for the benefit of their own personnel, specific for their respective fields of work. For newly-hired employees, company orientation and basic skills & attitudes programs are conducted by PAGCOR as part of their immersion process.

PAGCOR is also active in attending public seminars, or what the company describes as “External Learning Events (ELE).” Employees are given opportunities to enhance their workplace competencies with the help of external training providers. Employees are also allowed to attend annual conferences and conventions to constantly receive updates in different industries.

Most of PAGCOR’s training programs are offered to regular employees across all positions. Over the years, the company has strived to offer ladder-type courses so that their learning path is aligned with their career path. Also, these training programs are offered periodically (monthly, quarterly, bi-annually, and annually) and are intentionally aligned with PAGCOR’s strategy map.

Shown below is a table showing training programs that are regularly conducted by PAGCOR:

PROGRAM TITLE	TARGET EMPLOYEES	FREQUENCY OF CONDUCT
Values Enrichment Program (VEP)	All regular and contractual employees	Quarterly
Financial Wellness Program (FWP)	All regular and contractual employees	Quarterly
First-Level Leaders’ Training Course (FLLTC)	Regular Rank-and-file Supervisory employees	Monthly
Management Development Program (ELE)	Regular PAGCOR Officers	Annual
Officers’ Cross-Training Program (OCTP)	Regular PAGCOR Officers	Annual/Bi-Annual
Strategic Management and Planning	Regular PAGCOR Officers	Quarterly

In a nutshell, PAGCOR engages in relevant training and development programs to enhance employee competency and behavior. While most programs are being conducted in a traditional manner, the company is moving towards blended learning and has already initiated non-traditional learning interventions with the help of available technology so that employees learn on a year-round basis.

The PAGCOR Training Center is the sole training institution permitted by law to provide gaming and casino-related skills trainings to the public. It intends to serve the manpower needs of the booming gaming industry by providing opportunities to interested individuals to discover a career in the gaming industry.

• Activities

TRAINING AND DEVELOPMENT PROGRAMS	No. of Participants
	Male	Female	Total
IN-HOUSE TRAINING PROGRAMS
Basic Skills and Attitudes Dev't. Program for Dealers (GD)	64	23	87
Basic Skills and Attitudes Development Program for Jr. CCTV Operators (SD)	23	8	31
Basic Skills & Attitudes Development Program for Internal Security Personnel (SD)	102	34	136
Basic Photography for Investigators (SD)	20	3	23
Basic Records and Archives Management and Records Disposition Schedule(CCSU, OCCEO)	43	39	82
Bomb Threat Awareness and Management Seminar (SD)	423	106	529
Corporate Orientation for New Service Providers (HRDD)	12	13	25
Counterfeit Bill Detection Seminar (FTD)	11	6	17
Customer Relations Management Seminar (HRDD)	81	23	104
Effective Treasury Operations Seminar (FTD)	25	4	29
Emergency Earthquake Disaster Seminar (SD)	43	2	45
First Level Leaders' Training Course (HRDD)	132	39	171
Gaming Enhancement Seminar for Pit Supervisors (GD)	46	11	57
First Level Leaders' Training Course (HRDD)	132	39	171
Gaming Enhancement Seminar for Pit Supervisors (GD)	46	11	57
Gaming Operations Office Personnel Training Course (GD)	0	0	0
Quality Management Seminar-Quality Internal Audit (CPD)	29	33	62
SerbisyongPanalo, Serbisyong Pilipino (SPSP)- Customer Service Training Program (HRDD)	327	179	506
Six Sigma Yellow Belt Seminar (MD)	10	19	29
Skills Enhancement Program for Surveillance Personnel (SD)	242	45	287
Skills Enhancement Training for Tellers (FTD)	30	3	33
SM Strategic Management Program (SMD)	61	11	72
SM Technical Skills Upgrading Workshop (SMD)	50	6	56
Standard Tellering Procedures Seminar (FTD)	19	5	24
Train The Trainer's Program (HRDD)	26	11	37
Trainers' Buddy Orientation Program (FTD)	0	0	0
Training on Quality Management System (CPD)	86	106	192
Updates/Revisions on the IRR of R.A. #9184	74	74	148
Values Enrichment Program: Life In Fullnes Experience (HRDD)	68	53	121
Vault Clerk Orientation (FTD)	0	0	0
OTHER IN-HOUSE TRAINING PROGRAMS
ITD Learning Event	24	28	52
PAGCOR Training Pool (PTP) Learning Conference	64	40	104
Seminar for Human Resource Officers	5	17	22
SUBTOTAL	2350	1004	3354

EXTERNAL LEARNING EVENTS/TRAININGS
Various Programs	200	185	385
Participation on Official Time	33	26	59
SUBTOTAL	233	211	444
GRAND TOTAL	2,583	1,215	3,798

• Training and development programs for General Services and Engineering personnel

Apart from the regular seminars/conferences being attended by the General Services and Engineering Department’s (GSED) professional staff, the department has introduced skills assessment standards and procedures, and various skills enhancement training programs for its technical personnel.

1. For Maintenance personnel, training modules are categorized according to skills and field/areas of specialization. These are being held at the Don Bosco Technical Institute.
2. For Fabrication and Repair Works Unit (FRWU) personnel, various programs are lined up for skills upgrading, exposure to industry new practices, and gain added proficiency in refurbishing casino and office furniture/fixtures. They have started with the technology updating workshop “Finishing for Furniture” conducted by the Design Center of the Philippines.
3. FRWU Assistants have completed the “Basic Occupational Safety and Health Course” for their day-to-day operations. The unit is currently working on competency assessment for TESDA certification for the different trade skills.
4. Fourteen (14) PAGCOR key officers and PCOs attended the Summit on Clean Air and Climate Change organized by the PMAP HRM Foundation, Inc. on April 12-13, 2016.
6. Whistle Blowing Policy

Whistle blowing policy and procedures (including protection of reporting employee/s from retaliation)

• RRACS (see Article 217)
• A more comprehensive PAGCOR Whistleblowing Policy has been drafted and is currently under review