Programs

  1. PROJECT DEVELOPMENT AND IMPLEMENTATION

NIA continued to implement projects and programs, either foreign assisted or locally funded. Other than the regular program, NIA also implements the irrigation components (IC) inter-agency projects, such as CARP-IC, ARCDP, ARISP, etc. These projects involved the generation of new areas and repair of existing areas.

Project development starts with the project identification and investigation of potentially viable irrigation projects. It also entails the formulation and development of short and long range plans, programs and preparation for the development of feasible irrigation and related water resources projects.

The support activities of the Agency also include watershed management studies, groundwater investigation studies, and assistance to the National Water Resources Board (NWRB) in the processing of applications for water permits.

  1. OPERATION AND MAINTENANCE

The Agency operated and maintained 191 NISs and benefiting more than 500,000 farmers nationwide. These NISs are grouped under various responsibility centers or irrigation systems offices, each headed by an Irrigation Superintendent. NIA also undertake research works geared toward the development of effective, appropriate and efficient irrigation and water management technologies.

One of the continuing programs/activities of NIA is the organization of Irrigators Associations (IAs), establishment of IA federations/confederations at various levels and providing assistance programs for IAs with emphasis on strengthening of existing IAs in the operation and maintenance and management of their association.

  1. RESEARCH AND DEVEOPMENT

Research and Development undertaking were as follows:

  1. Monitoring and Improvement on mandatory installation of measuring devices on main canal and intake for improve water management.
  2. Laboratory support on water quality analysis for NIA projects cost by PDD, WRDP and CMIPP.
  3. Propagation of Sustainable System of Integrated Agriculture, a “3 in 1” system of farming using less water, more production yet environment friendly.
  4. Implementation and monitoring for the Clean Water Act specific to irrigation water use.
  5. Planning and formulation of strategies for (Quick Turnaround) projects to increase palay production areas.
  1. EQUIPMENT MANAGEMENT

The agency maintained in operating condition several units of heavy, lights/transport and other support equipment including special equipment in support to the operation and maintenance and/or rehabilitation of the national irrigation system (NIS) and construction of both national and communal irrigation projects.

  1. INSTITUTIONAL DEVELOPMENT

The organization and development of farmer-beneficiaries were continuously undertaken nationwide to facilitate implementation of irrigation development and management. Trainings were conducted to increase the capabilities of farmer-beneficiaries in the operation and maintenance in the facilities that are turned over to them as well as in running the affairs of their associations. Irrigators Association Trainings and Conferences were also conducted.

  1. FINANCIAL MANAGEMENT

NIA continue to exert various revenue-enhancing and cost-saving measures that enabled it to considerably sustain its financial condition. Among the sources of operating and non-operating income of the Agency are: ISF, equipment rentals, pump amortization, and others. Non-operating income included management fees, CIS amortization and sale of fix assets/scraps and others.

            ISF rates:
                        wet – 2 cavans/ha.
                        dry – 3 cavans/ha.
 
  1. ADMINISTRATIVE SERVICES

NIA strives to promote the employees’ career life starting from employment to retirement. Various civil service laws and rules on human resource transactions are administered and implemented giving emphasis on both the legality and humanitarian aspects of human resource development.

In support of the various programs of the Civil Service Commission, the NIA has adopted and continue to implement the following personnel mechanisms:   

  • The NIA Program on Award and Incentives for Service Excellence or NIAPRAISE. Among others, this is designed to encourage creativity, innovativeness, efficiency, integrity and productivity in the public service by recognizing and rewarding officials and employees, individually or in groups for their suggestions, inventions, superior accomplishments and other personnel efforts which contributes to the efficiency, economy, or other improvement in government operations, or for other extraordinary acts or services in the public interest, The NIAPRAISE shall provide both monetary and non-monetary awards and incentives to recognize, acknowledge and reward productive, creative, innovative and ethical behavior of employees thru formal and informal mode.  The NIAPRAISE Committee is composed of :

    The Regional Manager as the Chairperson, Two (2) Division Managers, HR Officer and two (2) Employees Association Representatives, representing the 1st and 2nd Category as members. (NIA MC 18, s. 2003)

  • NIA-Merit Selection Plan.  This aims to establish a system that is characterized by strict observance of the merit, fitness and equality principles in the selection of employees for appointment to positions in the career and non-career service in all levels.  In addition to the NIA-MSP is the System of Ranking Positions (SRP) as an aide to an objective selection of personnel to occupy positions in the career service (NIA MC 35, s. 2003).
  • NIA- Grievance Machinery.  This shall serve as an avenue/forum to address grievance between or among officials and employees of the NIA to create and maintain a harmonious working environment that will promote a pleasant and productive supervisor/supervisee relations and to ensure the right to an equal opportunity to air complaints and grievances to management and have them adjudicated as expeditiously and as fairly and equitably as possible. (NIA MC No. 54, S. 2003).
  • Administrative Disciplinary Rules on Sexual Harassment Cases (NIA MC No. 16, S. 2002).
  • Creation of a Committee on Discipline (CODI) and its Implementing Rules (NIA MC No. 23, S. 2000, MC No. 70, S. 2001, Unnumbered Memo dated February 14, 2002, MC No. 27, S. 2005).
  • Establishment of NIA Personnel Development Committee (NIA-PDC). NIA MC No. 32, S. 1989, MC No. 10, S. 1997, MC No. 39, S. 1999).
  • NIA Performance Appraisal System (NIA-PAS).  At present, NIA still adopts the Performance Evaluation System based on MORE. However, when CSC MC No. 7, S. 2007 was passed directing all government agencies to install the Performance Management System – Office Performance Evaluation System (PMS-OPES), NIA, pursuant to NIA MC No. 28 and 28-A S. 2009, is now on its way to install the NIA-PMS-OPES.

True to its commitment of a strong and lean organization, NIA has developed a system of performance both at agency and individual levels. For the past years and until to date, NIA gave annual awards to outstanding officials, employees and Irrigators Association in recognition of their excellent performance and contribution to the improved operation of the Agency. Monetary and non-monetary benefits are also granted to deserving and qualified employees.

NIA has continued to strengthen its partnership with the Employees Association resulting in the formulation of programs, particularly on employee welfare and benefits.

Popularly called the NIA Employees Association of the Philippines (NIAEASP), it was granted a Certificate of Accreditation No. 180 given on May 12, 1999 by the then CSC Chairman, Corazon Alma G. De Leon. It boasts of 200 members in Region 5 and, more or less, 4,000 members nationwide. In its commitment to help government fight against graft and corruption, NIA has conducted several activities on Integrity Development Action Plan (IDAP). IDAP is a system-wide plan of action that aims to institutionalize preventive mechanisms against corruption. One of the activities was the conduct of a nationwide information dissemination of the Code of Conduct for officials and employees of the NIA.

NIA continue to implement measures to provide transparency in procurement and ensure timely delivery of supplies, good and equipment. Enhancement of procurement management has always been a priority concern of the Agency. Policies are reviewed and amended attuned to the needs of time and in accordance with the Government Procurement Act (GPA) and GPPB Resolution to further implement RA 9184 and its IRR. In NIA, procurement is decentralized up to the systems level. However, policies on the delegation of authority and accountability are clearly defined as to the limits/ceiling of amount of projects to be undertaken at any level. Constitution of Bids and Awards Committee (BAC) are reviewed regularly and approved by the Administrator. Procurement of civil works, goods and services are included in the Annual Procurement Plan (APP) of the Agency and are based on the approved Program of Work (POW) and the budget.

   8. STRIVE PROGRAM 

Stands for Strategic Reforms and Initiatives for Viability Enhancement with 8-point agenda:

  1. Organization
  2. Human Resource Development
  3. Resources Mobilization
  4. Project Implementation
  5. Operation & Maintenance
  6. Institutional Development
  7. Financial Management
  8. Public Information