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.
READ MORELANDBANK 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.
READ MORELANDBANK’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.
READ MOREThe Bank conducts an Orientation Program for new Directors. The Corporate Secretary has the following responsibilities for the Orientation Program for New Directors upon their assumption: 1) Schedules a meeting with the Board of Directors and Management; 2) Conducts a two-day orientation program to give an oversight of the Bank, Allowances, Benefits and Incentives of the Directors and their roles as members of the Board-level Committees; and 3) Provides documents such as the LANDBANK Quick Guide for Ex-Officio Directors and the BSP Requirements pursuant to Section 137 of the MORB.
READ MORELet LANDBANK help you meet your financial needs in agribusiness, be it for your additional capital, production increase, or operational expansion.
READ MORELet LANDBANK help you meet your financial needs in agribusiness, be it for your additional capital, production increase, or operational expansion.
READ MORELANDBANK continues to promote countryside development through agriculture. Operationalizing under an integrated countryside lending development framework, the Bank also supported the financing requirements of private businesses that are engaged in agriculture and fishery activities as well as the agri-aqua related projects of LGUs and GOCCs.
READ MOREAs a financial institution built upon the trust of all its stakeholders, LANDBANK ensures that ethical behavior is not only applied within its operations, but also extends to its supply chain. The Code of Conduct for LANDBANK Employees was established and approved by the LANDBANK Board of Directors on November 23, 2006. LANDBANK regularly communicates the Code of Conduct to all its employees. On the other hand, the Code of Conduct for the members of the Board of Directors was approved on January 10, 2017. The Code of Conduct is aligned with the Bank‘s core values, and provides guidance for all LANDBANK employees on the right and ethical way to conduct themselves. January of every year is regarded as LANDBANK‘s Code of Conduct Month, with the theme ―I Live by The Code‖. During this month, all Landbankers are reoriented with all the provisions of the Code of Conduct, and are encouraged to sign the Code of Conduct Compliance Recommitment Certificate. According to the Section 3, Article I of the 6th Collective Negotiation Agreement (CNA) between LANDBANK and the LANDBANK Employees‘ Association (LBPEA), LBPEA is tasked to assist the Management in inculcating among employees the provisions of the Code of Conduct for LANDBANK employees and pertinent Civil Service laws, rules, and regulations as well as other issuances designed to promote honesty, social responsibility, trust, excellence, professionalism, discipline, efficiency, productivity, and effectiveness of the LANDBANK services. Integrity is deeply embedded in LANDBANK‘s core values. The Bank has a zero-tolerance policy towards fraud and corruption, and incidents of corruption or fraud are taken very seriously. The Bank strictly follows the Revised Rules on Administrative Cases in the Civil Service, imposes the Code of Conduct, as well as the provisions of Anti-Corruption laws such as the Ease of Doing Business and Efficient Delivery of Government Services Act of 2017 on all Public Officials and Employees.
READ MORELANDBANK rates for Peso and Dollar deposit products (New rates effective 01 August 2020)
READ MOREAs of Thu, April 24, 2025
| Buying | Selling | |
|---|---|---|
| USD | 56.25 | 56.75 |
| JPY | 0.3874 | 0.402414 |
| EUR | 62.825564 | 65.256485 |
| GBP | 73.561749 | 76.408087 |
| HKD | 7.222614 | 7.76079 |
As of Wed, April 23, 2025
| UITF | NAVPU |
|---|---|
| Cash Management Fund | 1.557277 |
| Money Market Fund | 1.310499 |
| Money Market Plus Fund | 1.222999 |
| PERA Money Market Fund | 1.023529 |
| Medium-Term Bond Fund | 2.470284 |
| Bond Fund | 2.024201 |
| PERA Bond Fund | 1.198958 |
| Balanced Fund | 2.586074 |
| Growth Fund | 2.562272 |
| Alpha Equity Fund | 2.965405 |
| Blue Chip Equity Fund | 0.955259 |
| Equity Fund | 0.775159 |
| High Dividend Equity Fund | 1.007571 |
| US$ Money Market Fund | 1.431701 |
| Global $ Fund | 1.516504 |
