About OVPA

Historical Overview

The Office of the Vice President for Administration (OVPA) was created at the 789th meeting of the Board of Regents (BOR) held on 25 November 1969, when the Board approved the reorganization of the central administration of the University. This was the first of a series of reorganization proposals pursuant to the authority granted by the Board of Regents to the President "to make a thorough study of the operations, organizations and structure of the University to enable him to determine the improvements that could be introduced".

The Vice President for Administration is appointed by the Board on recommendation of the President and is directly responsible to the President for administrative operations. Historically, the office has overseen the following divisions:

Office of Administrative Personnel Services (OAPS)
Physical Plant Office (PPO)
Security Division
Property Division
Cash Division
Internal Audit Division
Accounting Division

In 1982, the office was briefly converted into an Office of the Vice Chancellor for Administration under UP Diliman, but was restored as a System-level Vice Presidency on December 18, 1989. In 1993, the President's Executive Staff was reorganized to further split administrative and fiscal operations from long-range planning. Finally, on August 26, 1999, the Office of the Vice President for Finance and Administration (OVPFA) was reorganized back to the current Office of the Vice President for Administration (OVPA).

Key Functions & Competencies

Based on the delegation of authority, the Vice President for Administration has competence over the following areas to support the UP President:

Human Resource Matters

Appointments of regular and contractual administrative personnel.
Local special detail, study leaves, and study privileges.
Permissions to teach after office hours or undertake limited practice of profession.
Authority to undertake local travel and bonding of accountable officers.

Financial & Procurement Matters

Sign or countersign financial documents such as security bonds, vouchers, and warrants.
Procurement of common-use supplies and equipment.
Award of contracts up to Php 3,000,000 for each project.

STRATEGIC GOALS & 10-Point Plan

The OVPA is committed to a fully transformed and digitalized administrative system through the following strategic goals:

Goal 1: Strategic Human Resource Management

Targeting the transition of HR systems from transactional to strategic. Includes competency-based HR systems, talent development, and the PRIME-HRM accreditation.

A. Competency-Based Human Resource Systems
B. HR Analytics Program
C. Rationalization of Organizational Structure and Personnel
D. Employee Compensation, Welfare, and Benefits

Goal 2: Digital Transformation

Focuses on fully integrated, interoperable digital systems to support HR, financial, and property management through platforms such as PUSO and BULSA.

E. Database Integration
F. Re-engineering of Transactions