Risk Management (RM) Philosophy & Culture

Customer Service

Collection and Disbursement Services for the National Government

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Developing World-Class Operations

Institutional Viability

Employee Volunteerism Activities

The LANDBANK Volunteerific Program has been providing employees with opportunities for making a real and valuable difference on people, communities and society as a whole. In 2019, 8,440 or 85% of the LANDBANK’s 9,959 employees adopted/supported a total of 309 Volunteer Involving Organizations (VIOs) from the Bank’s Corporate Social Responsibility (CSR) Pillars (LEED: Livelihood, Environment, Education and Disaster Relief) rendering 146,275 volunteer hours with an average of 17.33 volunteer hours per engaged employee. LANDBANK employees gave a positive response to the call for monetary contributions to LANDBANK’s CSR fund generation campaign dubbed as “Hour Time to Share.” The generosity of employees resulted in 18,577 work hours donated by 6,043 contributors or 71% of the total population. The equivalent monetary value of these work hours amounting to ₱5,801,225.19 was channeled mostly to the Bank’s GAWAD PATNUBAY scholarship program for deserving but financially disadvantaged students pursuing agriculture- and fisheries-related courses. Other portions went to donations for the LANDBANK Alumni Association, Inc., and the Philippine Bible Society. In November 2019, the Management approved the institutionalization of a voluntary cash donations program known as the LBP Alternative Mechanism of Benevolent Assistance for the Greater - Good System or the LANDBANK AMBAG System. A total of ₱460,072.07 donated by LANDBANK employees and outsourced personnel were turned over to appropriate LANDBANK units for distribution to employees and communities affected by the series of earthquakes in Mindanao that occurred during the latter part of 2019. Worksite bloodletting activities were conducted thrice in 2019 in partnership with the Philippine Red Cross (PRC). The campaign yielded 388.35 liters of blood from 863 donors. LANDBANK was lauded as an Outstanding Blood Services Partner by the PRC in 2019. LANDBANK, in partnership with the Department of Health and the Manila Health Department, sponsored a Milk-letting Activity entitled: “Share your Breastmilk” on March 8, 2019 where thirteen (13) employees donated a total of 2,379 mL of breastmilk to the Milk Bank of the Neonatal Unit of the Philippine General Hospital. In December 2019, LANDBANK conducted the second year of the “Share A Gift Program” in the City of Manila. A Noche Buena package consisting of rice, holiday ham, and groceries from LANDBANK, together with school bags, school supplies, toys and shirts from the employees were given to 500 children of the streets and their families in the area of Tondo, Manila.

Gender and Development Program

Succession Policy

LANDBANK ensures the readiness of successors for critical positions in the Bank for the continuity of its business operations through succession planning. The HRMG, in collaboration with incumbents, conducts the Succession Planning following these processes: (a) identification of key positions in the organization; (b) determination of appropriate qualification and competency standards for these positions; (c) assessment of possible successors against the standards; (d) mapping of candidates in the succession pool; and (e) design and implementation of development programs to ensure and continuously monitor the readiness of potential successors to assume the functions and responsibilities of the position. Another vital program to ensure the availability of a highly trained and qualified management pool, the Management and Leadership Development Program (MLDP), the Bank’s premier training program for its high potentials and high performers, is continuously being conducted. The LANDBANK has established four MLDP tracks: (a) Management Training Program (MTP) for first line Supervisors; (b) Branch Officers Development Program (BODP) for future Branch Managers; (c) Lending Officers Development Program (LODP) to harness our Account Officers in the lending operations; and (d) Leadership Development Program (LDP) for current Heads of Units to strengthen and reinforce management skills in building high performing teams.

Retirement Policy

LANDBANK’s Retirement Program is compliant with the appropriate rules and regulations issued by various regulatory bodies. These regulations support lengthy tenures resulting in capable and experienced senior personnel who have dedicated their lives and career to LANDBANK’s mandate. To improve overall work productivity, provide flexibility and retain key personnel, the Bank implements the retirement program for government employees as mandated by the Government Service Insurance System (GSIS). The GSIS offers optional and mandatory retirement schemes covered by applicable retirement laws. This personnel movement across LANDBANK has encouraged the development and growth for its next set of leaders.

Board’s Overall Responsibility