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MUNICIPAL GOVERNMENT OF SANTA CRUZ

|HUMAN RESOURCE PLAN

Republic of the Philippines
Province of Davao del Sur

MUNICIPALITY OF SANTA CRUZ

HUMAN RESOURCE PLAN

OFFICE OF THE MUNICIPAL MAYOR
HUMAN RESOURCE MANAGEMENT SECTION
C. Godoy St., Poblacion, Zone III, Santa Cruz, Davao del Sur, Philippines 8001

1|CONTENTS

MUNICIPAL GOVERNMENT OF SANTA CRUZ

|HUMAN RESOURCE PLAN

TABLE OF CONTENTS
Title Page
Table of Contents

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MESSAGE OF THE MAYOR
I.
Organizational Profile

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5

A. Mandate
B. Vision, Mission, Service Values, Strategic Goals
C. Organizational Structures
 Office of the Municipal Mayor
 MMO-Sections
 Office of the Sangguniang Bayan
 Office of the Municipal Budget Officer
 Office of the Municipal Accountant
 Office of the Municipal Planning and Development Coordinator
 Office of the Municipal Treasurer
 Office of the Municipal Assessor
 Office of the Municipal Civil Registrar
 Office of the Municipal Engineer
 Office of the Municipal Health Officer
 Office of the Municipal Social Welfare and Development Officer
 Office of the Municipal Agriculturist
 Economic Enterprise Management Office
D. Human Resource (HR) Structures
 Office of the Municipal Mayor
 Administrative/Legal Section
 Human Resource Management Section
 Business Permit and Licensing Section
 General Services Section
 Housing and Homesite Regulation Office
 Investment Promotion (PAIC) and Tourism Office
 Office of the Sangguniang Bayan
 Office of the Municipal Vice Mayor
 Office of the Secretary to the Sanggunian
 Office of the Municipal Budget Officer
 Office of the Municipal Accountant
 Office of the Municipal Planning and Development Coordinator
 Office of the Municipal Treasurer
 Office of the Municipal Assessor
 Office of the Municipal Civil Registrar
 Office of the Municipal Engineer
 Office of the Municipal Health Officer
 Office of the Municipal Social Welfare and Development Officer
 Office of the Municipal Agriculturist
 Economic Enterprise Management Office
E. Functional Structure

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MUNICIPAL GOVERNMENT OF SANTA CRUZ

|HUMAN RESOURCE PLAN

II.

Human Resource System Checklist

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III.

Health and Wellness Assessment

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IV.

Personnel Selection Board (PSB)

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V.

Merit Selection Plan (MSP)

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VI.

System of Ranking Position (SRP)

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VII.

Program on Awards and Incentives for Service Excellence (PRAISE)

72

VIII.

Grievance Machinery

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IX.

Strategic Performance Management System (SPMS) Manual

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X.

Employee Welfare Program

282

XI.

Employee Learning and Development Program

289

XII.

Employee Health and Wellness Program

294

XIII.

Committee on Decorum and Investigation (CODI)

302

XIV.

Pre-Retirement Program

318

ACKNOWLEDGMENT

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3|CONTENTS

MUNICIPAL GOVERNMENT OF SANTA CRUZ

|HUMAN RESOURCE PLAN

Republic of the Philippines
Province of Davao del Sur

MUNICIPALITY OF SANTA CRUZ

OFFICE OF THE MAYOR

It is good that our agency has already completed our own Human Resource
(HR) Plan under the guiding hand of the Civil Service Commission. I am sure that this
plan will continue to lead us through the “Daang Matuwid” in public service particularly
in the Municipality of Santa Cruz.
I sincerely commend and congratulate the entire LGU bureaucracy, with
special mention to the HR department for this modest accomplishment which
eventually can improve the delivery of our public service.
As the saying goes, “plan you work, work your plan”. It is like faith, that without
the corresponding appropriate work, it is dead.
Let’s all do it, and do it properly.

Congratulations again. God bless.

ATTY. JOEL RAY L. LOPEZ
Municipal Mayor

4|MESSAGE

MUNICIPAL GOVERNMENT OF SANTA CRUZ

|HUMAN RESOURCE PLAN

Organizational
Profile
Mandate
Vision, Mission
Service Values, Strategic Goals
Organizational Structures
Human Resource Structures
Functional Structure

5|ORGANIZATIONAL PROFILE

MUNICIPAL GOVERNMENT OF SANTA CRUZ

|HUMAN RESOURCE PLAN

MANDATE
The Local Government
Unit (LGU) of Santa Cruz
Davao del Sur shall
endeavor to be selfreliant and shall continue
exercising the powers
and discharging the
duties and functions
currently vested upon
them. It shall also
discharge the functions
and responsibilities of
national agencies and
offices devolved to them
pursuant to Republic Act
(RA) 7160 or the Local
Government Code of
1991. The LGU shall likewise exercise such other powers and
discharge such other functions and responsibilities as are
necessary, appropriate, or incidental to efficient and effective
provision of the basic services and facilities¹.

¹ Republic Act (RA) 7160 or the Local Government Code, Book 1, General Provision, Section 17, Basic Services and Facilities

6|ORGANIZATIONAL PROFILE

7|ORGANIZATIONAL PROFILE . The LGU will pursue not only economic growth but also access of the marginalized sector to social services and participation in governance for a holistic human development. Equally important is to conserve. customer-oriented employees who observe and uphold ethical standards and respect for human rights and the environment. sustaining development for the present and future generations. respect for human rights and public accountability in facilitating holistic development of its constituents through proper management of its resources and responsible partnership with all stakeholders. MISSION The Local Government of Santa Cruz shall uphold equality. STRATEGIC GOALS The paramount development goal is to reduce poverty that hosts numerous problems and concerns. protect and develop the natural resources. Apo watershed within the administrative jurisdiction of the municipality.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN VISION A center of globally-competitive Agri-industries and Mount Apo watershed conservation and management with empowered. thus. This will cover the upstream and the downstream resources of the Mt. resilient. God-loving citizenry and strong governance. Finally. the LGU will strive to increase people’s access to quality services and facilities. effective. SERVICE VALUES The LGU values competent.

SOCIAL WELFARE AND DEV’T. OFFICE MUNICIPAL BUDGET OFFICE MUNICIPAL ACCOUNTING OFFICE MUNICIPAL ASSESSOR’S OFFICE MUNICIPAL ENGINEER’S OFFICE MUNICIPAL HEALTH OFFICE MUN.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN ORGANIZATIONAL STRUCTURE OFFICE OF THE MUNICIPAL MAYOR MUNICIPAL MAYOR SANGGUNIANG BAYAN MUNICIPAL VICE-MAYOR SANGGUNIANG BAYAN MEMBERS OFFICE OF THE MUNICIPAL ADMINISTRATOR OFFICE OF THE SECRETARY TO THE SANNGGUNIAN MUNICIPAL TREASURER’S OFFICE MUNICIPAL PLANNING AND DEV’T. OFFICE MUNICIPAL AGRICULTURE OFFICE MUNICIPAL CIVIL REGISTRY ECONOMIC ENTERPRISE MGT. OFFICE BARANGAY 8|ORGANIZATIONAL PROFILE .

MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN OFFICE OF THE MUNICIPAL MAYOR MUNICIPAL MAYOR SG-27 PERSONAL STAFF HOUSING AND HOMESITE REGULATION OFFICE INVESTMENT PROMOTION (PAIC) AND TOURISM OFFICE Housing & Homesite Regulation Officer III SG-18 Engineer I SG-11* Draftsman I SG-06 Clerk II SG-04 Senior Tourism Operations Officer SG-18 Tourism Operations Officer I SG-11 Planning Officer I SG-11 Project Evaluation Assistant SG-08* Tourism Operations Assistant SG-07* Clerk II SG-04* Clerk I SG-03* Attorney IV SG-23 Private Secretary II SG-15 Private Secretary I SG-11 Private Secretary I SG-11 Security Agent I SG-08 Personal Driver II SG-04 º Vacant Position(s) * Unfunded Position(s) 9|ORGANIZATIONAL PROFILE .

MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN OFFICE OF THE MUNICIPAL ADMINISTRATOR MUNICIPAL ADMINISTRATOR SG-24* ADMINISTRATIVE SECTION Administrative Officer V SG-18 Computer Maintenance Technologist I SG-11º Clerk III SG-06 Com. Equipment Operator SG-04 Reproduction Machine Operator II SG-04 Clerk I SG-03 Clerk I SG-03* Utility Worker II SG-03 Driver I SG-03* Messenger SG-02 Utility Worker I SG-01 HUMAN RESOURCE MANAGEMENT SECTION Human Resource Management Officer III SG-18 Human Resource Management Assistant SG-08 Clerk III SG-06 Human Resource Management Aide SG-04 BUSINESS PERMIT AND LICENSING SECTION Licensing Officer III SG-18 License Inspector I SG-06 GENERAL SERVICES SECTION Supply Officer III SG-18 Supply Officer I SG-10 Storekeeper I SG-04* Clerk I SG-03* º Vacant Position(s) * Unfunded Position(s) 10 | O R G A N I Z A T I O N A L P R O F I L E .

MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN OFFICE OF THE SANGGUNIANG BAYAN MUNICIPAL VICE MAYOR SG-25 11 SANGGUNIANG BAYAN MEMBERS SG-24 PERSONAL STAFF Senior Administrative Assistant SG-15 Driver 1 SG-03 OFFICE OF THE SECRETARY TO THE SANGGUNIAN SECRETARY TO THE SANGGUNIAN SG-24 Records Officer II SG-14 Stenographer III SG-09 Legislative Staff Assistant SG-06 Legislative Staff Assistant SG-06 Legislative Staff Assistant SG-06* Clerk III SG-06 Utility Worker I SG-01 * Unfunded Position(s) 11 | O R G A N I Z A T I O N A L P R O F I L E .

MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN OFFICE OF THE MUNICIPAL BUDGET OFFICER MUNICIPAL BUDGET OFFICER SG-24 Budget Officer II SG-15* Budgeting Aide SG-04 Budgeting Aide SG-04 * Unfunded Position(s) 12 | O R G A N I Z A T I O N A L P R O F I L E .

MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN OFFICE OF THE MUNICIPAL ACCOUNTANT MUNICIPAL ACCOUNTANT SG-24 PRE-AUDIT SECTION ACCOUNTING SECTION Accountant III SG-19 Fiscal Examiner II SG-15 Bookkeeper I SG-08 Accounting Clerk II SG-06 Fiscal Examiner III SG-18 Fiscal Examiner I SG-11* Accountant I SG-11* Accounting Clerk III SG-08 Accounting Clerk II SG-06 Accounting Clerk II SG-06* Accounting Clerk II SG-06* Accounting Clerk II SG-06* * Unfunded Position(s) 13 | O R G A N I Z A T I O N A L P R O F I L E .

PROGRAMS AND ZONING ADMINISTRATION SECTION PROJECT RESEARCH AND EVALUATION SECTION Planning Officer I SG-11 Planning Assistant SG-08* Zoning Inspector II SG-08* Draftsman II SG-08 Computer Operator I SG-07* Illustrator I SG-03 Clerk I SG-03* Project Development Officer I SG-11 Statistician I SG-11* Economic Researcher SG-09* Project Development Assistant SG-08 Computer Operator I SG-07 * Unfunded Position(s) 14 | O R G A N I Z A T I O N A L P R O F I L E .MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN OFFICE OF THE MUNICIPAL PLANNING AND DEVELOPMENT COORDINATOR MUNICIPAL PLANNING & DEV’T. COORDINATOR SG-24 Driver I SG-03* PLANS.

MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN OFFICE OF THE MUNICIPAL TREASURER MUNICIPAL TREASURER SG-24 Driver I SG-03 Assistant Municipal Treasurer SG-22 REVENUE SECTION CASH SECTION Local Treasury Operations Officer III SG-18 Local Revenue Collection Officer II SG-15 Local Revenue Collection Officer I SG-11 Revenue Collection Clerk III SG-09 Revenue Collection Clerk III SG-09 Revenue Collection Clerk III SG-09 Revenue Collection Clerk III SG-09 Cashier II SG-14 Disbursing Officer II SG-08 Clerk III SG-06 Clerk II SG-04* Utility Worker I SG-01 * Unfunded Position(s) 15 | O R G A N I Z A T I O N A L P R O F I L E .

MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN OFFICE OF THE MUNICIPAL ASSESSOR MUNICIPAL ASSESSOR SG-24 Local Assessment Operations Officer SG-15 Tax Mapper I SG-11 Assessment Clerk III SG-09 Draftsman I SG-06 Assessment Clerk II SG-06 Assessment Clerk I SG-04* * Unfunded Position(s) 16 | O R G A N I Z A T I O N A L P R O F I L E .

MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN OFFICE OF THE MUNICIPAL CIVIL REGISTRAR MUNICIPAL CIVIL REGISTRAR SG-24 Registration Officer III SG-18 BIRTH SECTION MARRIAGE/DEATH SECTION RECORDS MANAGEMENT SECTION Registration Officer II SG-14* Clerk III SG-06 Clerk II SG-04* Registration Officer II SG-14* Clerk III SG-06 Clerk II SG-04* Registration Officer II SG-14 Clerk III SG-06* Clerk II SG-04 * Unfunded Position(s) 17 | O R G A N I Z A T I O N A L P R O F I L E .

Maint.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN OFFICE OF THE MUNICIPAL ENGINEER MUNICIPAL ENGINEER SG-24 Engineer III SG-19 Clerk I SG-03* MAINTENANCE SECTION Engineer I SG-12 Const. General Foreman SG-11 Driver I SG-03* Laborer II SG-03 Laborer I SG-01* Laborer I SG-01* Warehouse I SG-06* BUILDING/INSPECTION SECTION CONSTRUCTION AND PLANNING SECTION Engineer I SG-12 Engineering Assistant SG-08* Driver I SG-03 Utility Worker I SG-01 Engineer I SG-12 Draftsman I SG-06* Carpenter I SG-03* Mason I SG-03 Laborer I SG-01* Laborer I SG-01* MOTORPOLL SECTION Mechanic II SG-06 Mechanic I SG-04* Mechanic I SG-04* Driver I SG-03* Driver I SG-03* * Unfunded Position(s) 18 | O R G A N I Z A T I O N A L P R O F I L E .

MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN OFFICE OF THE MUNICIPAL HEALTH OFFICER MUNICIPAL HEALTH OFFICER SG-24 Medical Officer V SG-22 Driver I SG-03 Driver I SG-03 Driver I SG-03* MEDICAL SERVICES DENTAL SERVICES LABORATORY SERVICES ENVIRONMENTAL SANITATION SERVICES NUTRITION SERVICES Nurse III SG-16 Nurse II SG-14 Public Health Nurse I SG-12* Midwife III SG-11 Midwife III SG-11 Midwife III SG-11* Midwife II SG-08 Midwife II SG-08 Midwife II SG-08 Midwife II SG-08 Midwife II SG-08 Midwife II SG-08 Midwife II SG-08 Midwife II SG-08 Midwife II SG-08º Midwife I SG-06 Midwife I SG-06* Midwife I SG-06* Midwife I SG-06* Dentist I SG-19 Dental Aide SG-04 Medical Technologist II SG-15 Medical Technologist I SG-11 Sanitation Inspector II SG-08 Sanitation Inspector I SG-06 Sanitation Inspector I SG-06* Laborer I SG-01 Nutritionist Dietician SG-10* º Vacant Position(s) * Unfunded Position(s) 19 | O R G A N I Z A T I O N A L P R O F I L E .

OFFICER SG-24 Clerk III SG-06* Social Welfare Officer II SG-15 WELFARE/PROGRAM SECTION CRISIS INTERVENTION AND DISASTER MANAGEMENT SECTION LIVELIHOOD/ SKILLS TRAINING/ SPECIAL PROJECT AND INSTITUTION MANAGEMENT SECTION Social Welfare Officer I SG-11* Social Welfare Assistant SG-08 Day Care Worker II SG-08 Day Care Worker I SG-06 Social Welfare Officer I SG-11 Social Welfare Aide SG-04 Social Welfare Aide SG-04* Community Affairs Officer I SG-11 Community Affairs Asst.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN MUNICIPAL SOCIAL WELFARE AND DEVELOPMENT OFFICE MUNICIPAL SOCIAL WELFARE & DEV’T. II SG-08* * Unfunded Position(s) 20 | O R G A N I Z A T I O N A L P R O F I L E .

Assistant I SG-07* Community Dev’t.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN OFFICE OF THE MUNICIPAL AGRICULTURIST MUNICIPAL AGRICULTURIST SG-24 Clerk I SG-03 Senior Agriculturist SG-18 CROPS DEVELOPMENT AND AGRI. INFRA SECTION LIVESTOCK DEVELOPMENT PROGRAM FISHERIES DEVELOPMENT PROGRAM COOPERATIVE AND COMMUNITY DEV’T. Specialist I SG-11 * Unfunded Position(s) 21 | O R G A N I Z A T I O N A L P R O F I L E . Specialist I SG-11 Community Dev’t. Assistant I SG-07* Environment Mgt. Specialist I SG-11 Environment Mgt. Equipment Operator SG-04* Marine Engineman II SG-06* Marine Engineman II SG-06* Marine Engineman II SG-06* Marine Engineman II SG-06* Cooperative Dev’t. PROGRAM Agriculturist II SG-15 Engineer I SG-12* Agriculturist I SG-11 Agricultural Technician I SG-06* Agricultural Technician I SG-06* Agricultural Technician I SG-06* Agriculturist II SG-15 Livestock Inspector I SG-06* Livestock Inspector I SG-06* Farm Worker I SG-02* Farm Worker I SG-02* Aquaculturist I SG-11 Aquacultural Technician I SG-06* Com. SECTION ENVIRONMENT AND NATURAL RESOURCES MGT.

Operator I SG -04 Heavy Equip. Operator I SG -04 Watchman I SG-02 Watchman I SG-02* Driver I SG-03 Cook I SG-03 Watchman I SG-02 Watchman I SG-02* Laborer I SG-01 Utility Worker I SG-01 Utility Worker II SG-03 Utility Worker II SG-03 Watchman I SG-02 Watchman I SG-02 Utility Worker I SG-02* º Vacant Position(s) * Unfunded Position(s) 22 | O R G A N I Z A T I O N A L P R O F I L E . DEPARTMENT HEAD SG-24 (ECONOMIC ENTERPRISE MANAGER) Clerk I SG-03* OPERATION OF MARKET OPERATION OF SLAUGHTERHOUSE OPERATION OF WATERWORKS OPERATION OF CEMETERY Market Supervisor III SG-18 Market Inspector II SG-08 Watchman III SG-07 Watchman III SG-07 Watchman I SG-02 Watchman I SG-02 Utility Worker I SG-01 Utility Worker I SG-01 Utility Worker I SG-01 Utility Worker I SG-01 Meat Inspection II SG-08 Utility Worker I SG-01 Plumber Foreman SG-08 Plumber II SG-05º Cemetery Caretaker SG-02 Utility Worker I SG-01 OPERATION OF HEAVY EQUIPMENT OPERATION OF GARBAGE COLLECTION OPERATION OF MUNICIPAL TRAINING CENTER OPERATION OF MUNICIPAL INTEGRATED TERMINAL Heavy Equip. Operator I SG -04 Heavy Equip.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN ECONOMIC ENTERPRISE MANAGEMENT OFFICE MUNICIPAL GOV’T.

MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN HUMAN RESOURCE STRUCTURE 23 | O R G A N I Z A T I O N A L P R O F I L E .

MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN HUMAN RESOURCE STRUCTURE 24 | O R G A N I Z A T I O N A L P R O F I L E .

MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN HUMAN RESOURCE STRUCTURE 25 | O R G A N I Z A T I O N A L P R O F I L E .

MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN HUMAN RESOURCE STRUCTURE 26 | O R G A N I Z A T I O N A L P R O F I L E .

MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN HUMAN RESOURCE STRUCTURE 27 | O R G A N I Z A T I O N A L P R O F I L E .

MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN HUMAN RESOURCE STRUCTURE 28 | O R G A N I Z A T I O N A L P R O F I L E .

MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN HUMAN RESOURCE STRUCTURE 29 | O R G A N I Z A T I O N A L P R O F I L E .

MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN HUMAN RESOURCE STRUCTURE 30 | O R G A N I Z A T I O N A L P R O F I L E .

MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN HUMAN RESOURCE STRUCTURE 31 | O R G A N I Z A T I O N A L P R O F I L E .

MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN HUMAN RESOURCE STRUCTURE 32 | O R G A N I Z A T I O N A L P R O F I L E .

MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN HUMAN RESOURCE STRUCTURE 33 | O R G A N I Z A T I O N A L P R O F I L E .

MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN HUMAN RESOURCE STRUCTURE 34 | O R G A N I Z A T I O N A L P R O F I L E .

MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN HUMAN RESOURCE STRUCTURE 35 | O R G A N I Z A T I O N A L P R O F I L E .

MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN HUMAN RESOURCE STRUCTURE 36 | O R G A N I Z A T I O N A L P R O F I L E .

MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN HUMAN RESOURCE STRUCTURE 37 | O R G A N I Z A T I O N A L P R O F I L E .

MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN HUMAN RESOURCE STRUCTURE 38 | O R G A N I Z A T I O N A L P R O F I L E .

MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN HUMAN RESOURCE STRUCTURE 39 | O R G A N I Z A T I O N A L P R O F I L E .

MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN HUMAN RESOURCE STRUCTURE 40 | O R G A N I Z A T I O N A L P R O F I L E .

MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN HUMAN RESOURCE STRUCTURE 41 | O R G A N I Z A T I O N A L P R O F I L E .

Initiate. projects. Davao del Sur. agri-livestock and fishery law enforcement. The Office of the Municipal Accountant takes charge of both the accounting and internal audit services of the municipality and keeps all accounts and financial records of the Local Government Unit. laws. public works in general of the Local Government Unit concerned. and regulations. economic and political development needs and aspirations of the people within the territorial jurisdiction of the Municipality of Santa Cruz. OFFICE OF THE MUNICIPAL ADMINISTRATOR Provide services and general supervision in coordinating various thrusts and programs of the Municipal departments/offices and support the activities of the Office of the Municipal Mayor in the dissemination and implementation of the governing policies. Facilitates of community development thru: agrilivestock and fishery extension services. To heighten the realty tax collections and maintain effective recording of assessment rolls. preparing notice of Assessment and Tax Bills of 18 Barangays and discovery of new or additional improvements of perennial plants/trees. review and recommend changes in policies and objectives. rules. SOCIAL WELFARE AND DEV’T. resource management and environmental protection. BARANGAY 42 | O R G A N I Z A T I O N A L P R O F I L E . The office is responsible for the administration and implementation of the Local Civil Registration Program. Review and consolidate budget proposals of different offices and department of the Local Government Unit and provide technical assistance to the Local Chief Executive and Sangguniang Bayan on Budgetary and appropriation matters. Delivery of Social Welfare and Development projects and programs for the indigent sectors. techniques and procedures. MUNICIPAL VICE-MAYOR SANGGUNIANG BAYAN MEMBERS Local legislative development in local governance is concerned of rule-making the socio-cultural. plan and program. ensure the delivery of basic services and the provision of adequate facilities and exercises all the other powers to the performance of an effective governance. OFFICE The Office of the Municipal Treasurer takes custody and exercise proper management of the funds of the Local Government Unit concerned as well as other matters relative to public finance. OFFICE MUNICIPAL BUDGET OFFICE MUNICIPAL ACCOUNTING OFFICE The Office of the Municipal Planning and Development Coordinator serves as the core in development planning of all sectors/concerns of the entire Local Government Unit. buildings and machineries. OFFICE MUNICIPAL AGRICULTURE OFFICE MUNICIPAL CIVIL REGISTRY ECONOMIC ENTERPRISE MGT. initiates and maximizes the generation of resources and revenues. enforces all laws and ordinances.MUNICIPAL GOVERNMENT OF SANTA CRUZ FUNCTIONAL STRUCTURE |HUMAN RESOURCE PLAN OFFICE OF THE MUNICIPAL MAYOR MUNICIPAL MAYOR SANGGUNIANG BAYAN Exercise general supervision and control over all programs. The Office of the Municipal Health Officer is responsible for the promotion of optimum health of the populace through various health programs. MUNICIPAL TREASURER’S OFFICE MUNICIPAL ASSESSOR’S OFFICE MUNICIPAL ENGINEER’S OFFICE MUNICIPAL HEALTH OFFICE MUN. external technical and financial assistance and special projects. MUNICIPAL PLANNING AND DEV’T. Manages and administers all economic Enterprise programs/projects of the Municipal Government and maintain a proper accounting and financial management system to monitor its income and expenditures and provide better facilities. OFFICE OF THE SECRETARY TO THE SANNGGUNIAN The Secretariat of the Sangguniang Bayan plays vital role to the legislative body in effecting its function of coming up with a propriety and quality of legislative enactments of resolutions and ordinances in the pursuance of the executive legislative agenda for the general welfare of the constituents. enterprise development. services and activities of the municipality. agrisupport facilities. institution building.

MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN Human Resource System Checklist 43 | H R S Y S T E M C H E C K L I S T .

MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN PRESENT HR ACTIONS HR SYSTEMS Operational (In All Aspect) Non-Operation (In What Aspect) WHY? ABSENT WHY? Qualification Standards Recruitment Recruitment System Personnel Selection Board Merit Promotion Plan Promotion Career Pathing Program Lack of knowledge how to prepare Succession Planning Performance Management System Career Pathing Program Retention Lack of knowledge how to prepare Training and Development Employee Welfare Program Rewards and Recognition Personnel Relations Retirement Program for Rewards and Incentives on Service Excellence (PRAISE) Grievance Machinery Pre-Retirement Program 44 | H R S Y S T E M C H E C K L I S T .

MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN Employee Health and Wellness Assessment 45 | H E A L T H & W E L L N E S S A S S E S S M E N T .

Clean and Hygienic Rest Rooms for Males and for Females Does Tree Planting. Information Dissemination on proper waste management. office outing or escursion. Brown Bag  Thoughts for the Day/Trivia  Mind Games Emotional  Counseling Service Lack of Time Lack of Time Lack of Time Lack of Time No expert who could provide the service  Group Therapy Social  Social Development (e.g. Health and Wellness Program PRESENT Operational Non-Operation WHY? ABSENT WHY? Physical  Physical Fitness Program  Strict “No Smoking” Policy  Annual Complete Medical Check-Up Not complete due to lack of equipments Mental  Forum  Discussion.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN Assessment of the total well-being of employees in the agency. poetry. dance. social. team building)  Piknik sa Kalikasan (Lunch within agency grounds with programme centered on an agency’s environmental or other theme) Outreach Program Financial  Financial Forum  Welfare Benefits  Livelihood Program Spiritual  Bible/Quran  Spiritual Forum  Mass/Ecumenical Services  Retreat/Recollections  Other Religious Activities Facilities  Medical Clinic with Competent Staff  Dental Clinic with Competent Staff  Potable Water  Sanitary Employee’s Canteen with Quality Food and Service  Separate. etc. financial and spiritual well-being.  Lack of Funds Lack of Time Lack of Time Lack of Time Lack of Funds 46 | H E A L T H & W E L L N E S S A S S E S S M E N T . Such has the attributes of physical and mental fitness as well as emotional. social artistry – choral. periodic socials.

Generator) Library Proper Waste Disposal and Segregation Facilities for the PhysicallyChallenged Ecumenical Chapel Fire Exits Functional Safety Devices for Emergencies Elevator |HUMAN RESOURCE PLAN Lack of Funds Lack of Funds Not appropriate since the building has only two (2) floors/stories. 47 | H E A L T H & W E L L N E S S A S S E S S M E N T .MUNICIPAL GOVERNMENT OF SANTA CRUZ           Gym Proper Office Ventilation Proper Lighting and Emergency Power (i.e.

MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN Personnel Selection Board (PSB) 48 | P S B .

MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN Republic of the Philippines Province of Davao del SUR MUNICIPALITY OF SANTA CRUZ -o0oOFFICE OF THE MAYOR EXECUTIVE ORDER NO. A Personnel Selection Board (PSB) is hereby composed as: Chairman: ADELAIDA S. WHEREAS. by virtue of the powers vested in me by law.O. 06 Series of 2013 AN ORDER AMENDING EXECUTIVE ORDER NO. Davao del Sur. 02-11 specifically Section I which shall now read as. 02-11 on the reconstituting of the Personnel Selection Board (PSB) of Santa Cruz. do hereby amend Executive Order No. Officer (LCE Authorized Representative) HON. CRUZ. one of the members that composed the Personnel Selection Board is a representative from the first and second level rank and file employees who shall be nominated by the accredited employee association in the agency. DAVAO DEL SUR AND DESIGNATION OF MEMBERS HEREOF. LOPEZ. NOW. ALEXIS C. Municipal Mayor of Sta. 02-11 as member of the PSB. Davao del Sur. THEREFORE. the undersigned issued Executive Order No. due to promotion of the representative of the rank and file employees. ALMENDRAS Municipal Vice-Mayor (if the vacant position is in his office or in the Sangguniang Bayan Office) Members: ANITTA S. BADILLA Municipal Social Welfare and Dev’t. WHEREAS. I. WHEREAS. the Division Chief where the vacancy occurs were inadvertently not included in the E. the accredited employees union had nominated for replacement of such. JOEL RAY L. LUMANOG Administrative Officer V (HRMO III) (Highest official responsible for personnel management) 49 | P S B . CREATION. SECTION 1. 02-11 RECONSTITUTING PERSONNEL SELECTION BOARD (PSB) OF THE STA. WHEREAS. Cruz.

LOPEZ Municipal Mayor 50 | P S B . JOEL RAY L. Done this 21st day of March. Davao del Sur. (SGD) ATTY. Philippines.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN ALEJANDRA A. MELLINA Social Welfare Officer I (2nd Level Representative – Alternate) JOEFFREY C. 2013 at Santa Cruz. PANGANTIJON Administrative Assistant II (Bookkeeper) nd (2 Level Representative – Alternate) Division Chief or the authorized representative from the career service of the organizational unit where the vacancy is. ESPINOSA Administrative Assistant II (Accounting Clerk II) st (1 Level Representative) EMILIA E. MANTO Administrative Officer V (Fiscal Examiner III) nd (2 Level Representative) JENAMIE A.

pursuant to CSC Resolution No. second and third levels becomes vacant. Municipal Mayor of Sta. ALEXIS C. when a position in the first. WHEREAS. CRUZ. WHEREAS. 2001. Cruz.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN Republic of the Philippines Province of Davao del SUR MUNICIPALITY OF SANTA CRUZ -o0oOFFICE OF THE MAYOR EXECUTIVE ORDER NO. selection of employees for appointment in the government service shall be open to all qualified men and women according to the principle of merit and fitness. do hereby ORDER: SECTION 1. WHEREAS. ALMENDRAS Municipal Vice-Mayor (if the vacant position is in his office or in the Sangguniang Bayan Officer) MARCELO A. BAUYA Administrative Officer V JULIUS CAESAR J. the Merit Promotion Plan shall cover positions on the first. there is a need to establish a Personnel Selection Board (PSB) to assist the appointing authority in the judicious selection of personnel for employment as well as for promotion. I. 0101140 dated January 10. LOPEZ. A Personnel Selection Board (PSB) is hereby composed as: Chairman: Members: OTELIO R. THEREFORE. JOEL RAY L. WHEREAS. MARTEL Municipal Budget Officer (LCE Authorized Representative) HON. WHEREAS. second and third level and shall also include original appointments and other related personnel actions. qualified and possess appropriate civil service eligibility shall considered for permanent appointment. the Civil Service Commission hereby adopts revised policies on Merit Promotion Plan. NOW. CREATION. Davao del Sur. by virtue of the powers vested in me by law. applicants for employment who are competent. PEJO Local Treasury Operations Officer III nd (2 Level Representative) 51 | P S B . DAVAO DEL SUR AND DESIGNATION OF MEMBERS THEREOF. 02-11 AN ORDER RECONSTITUTING PERSONNEL SELECTION BOARD (PSB) OF THE STA.

1 therefore. LUMANOG Administrative Officer V (HRMO III) (Ex-Officio Member) SECTION II. d. Evaluate and deliberate en banc the qualifications of those listed in the selection line-up. 2nd and 3rd levels have the following functions and responsibilities: a. Towards this end.2 Criteria for evaluation of qualifications of applicants for appointment must suit the job requirements of the position. TUNGAL Social Welfare Assistant st (1 Level Representative) GENALYN G. The Personnel Selection Board (PSB) for 1st. c. ESTEBAN Planning Officer I (2nd Level Representative – Alternate) DORIS C. Prepare a systematic assessment of the competence and qualifications of candidates for appointment. Submit the list of candidates recommended for appointment from which the appointing authority shall choose the applicant to be appointed. FUNCTION.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN IVY MAE L. a.1 Reasonable and valid standards and methods of applicants competing for a particular position. e. b. Disseminate screening procedure and criteria for selection to all agency officials and employees and interested applicants. the PSB may employ the assistance of external or independent resource persons and may initiate innovative schemes in determining the best and most qualified candidate. 52 | P S B . DURANO Administrative Aide IV (2nd Level Representative – Alternate) ANITA S. Any modification of the procedure and criteria for selection shall likewise be properly disseminated. The list of recommended candidates should specify the top five (5) ranking candidates whose over-all point scores are comparatively at par based on the comparative assessment under Procedure 3. taking into consideration the following: a. Maintain fairness and impartiality in the assessment of candidates. shall Adopt a formal screening procedure and formulate criteria for the evaluation of candidates for appointment.

Done this 27th day of January. LOPEZ Municipal Mayor 53 | P S B .S. (SGD) ATTY. Philippines. 2011 at Santa Cruz. JOEL RAY L. EFFECTIVITY. including the gender and development dimensions of the Merit Promotion Plan..C.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN f. This ORDER shall take effect immediately. SECTION III. and g. Davao del Sur. Maintain records of the deliberations which must be made accessible to interested parties upon written request and for inspection and audit by the C. Orient the officials and employees in the agency pertaining to policies relative to personnel actions.

MUNICIPAL GOVERNMENT OF SANTA CRUZ

|HUMAN RESOURCE PLAN

Republika ng Pilipinas
LALAWIGAN NG TIMOG DABAW

SANTA CRUZ
TANGGAPAN NG SANGGUNIANG BAYAN
16TH REGULAR SESSION
November 28, 2001

RESOLUTION NO. 208
Authored and Sponsored by:
Co-Sponsored by:

Hon. Ignatius R. Bajo
Hon. Jerome A. Undalok
Hon. Wilfredo C. Bulat-ag
Hon. Manolito A. Lagrada
Hon. Philip R. Rizada, Sr.
Hon. Felicidad U. Grageda
Hon. Carlos G. Tablada
Hon. Oliver O. Enot

ADOPTING THE REVISED COMPOSITION OF PERSONNEL SELECTION BOARD
(PSB) PURSUANT TO CIVIL SERVICE COMMISSION (CSC) MEMORANDUM
CIRCULAR NO.03, SERIES OF 2001 RE: REVISED POLICIES ON MERIT
SELECTION PLAN

WHEREAS, the Civil Service Commission (CSC) had issued Memorandum Circular No. 03, s. 2001
regarding the Revised Policies on Merit Promotion Plan, the composition of Personnel Selection Board
(PSB) for first and second level positions shall be established in every agency, preferably with the
following composition, to wit:
a.

Chairperson
a.1
Local Chief Executive or authorized representative from the career service
(Pursuant to RA 7160)
a.2

Vice-Mayor or the authorized representative from the career service if the
vacant position is in his/her Office of the Office of the Sangguniang Bayan;

b. Highest official responsible for personnel management;
c.

Division Chief or the authorized representative from the career service of the
organizational unit where the vacancy is;

d. Two representatives of the rank-in-file employees, one from the first level and one from
the second level, who shall both be chosen by the duly accredited employee
association, in the agency.

54 | P S B

MUNICIPAL GOVERNMENT OF SANTA CRUZ

|HUMAN RESOURCE PLAN

In case there is no accredited employee association in the agency, the
representatives shall be chosen at large by the employees through a general assembly or
any other mode of selection to be conducted for the purpose. The candidate who garnered
the second highest votes shall automatically be the alternative representative.
WHEREAS, the said revised composition was indorsed by Mayor Joel Ray L. Lopez to the Body
for adoption;
WHEREAS, the Committee on Good Government, to which the above-said matter was referred
to after a thorough discussions, recommended for the adoption of said new composition with the
inclusion of the Chairman of the Good Government, Public Ethics and Accountability as a sitting
member;
WHEREFORE, on motion of Hon. Ignatius R. Bajo, unanimously seconded, it was
RESOLVED, as it is hereby resolved by the Sangguniang Bayan of Santa Cruz, assembled in
session to adopt the Revised Composition of the Personnel Selection Board pursuant to CSC
Memorandum Circular No. 03, s. 2001;
RESOLVED FURTHER, that copies of this resolution be furnished to concerned offices for their
information and guidance.
UNANIMOUSLY APPROVED.
CERTIFIED CORRECT:

(SGD) BENBENUTO L. CASPI, JR.
Secretary to the Sanggunian

ATTESTED:

(SGD) LOLITA P. LEGASPI
SB Member/ OIC Vice-Mayor
(Presiding Officer)

APPROVED:

December 11, 2001

(SGD) ATTY. JOEL RAY L. LOPEZ
Municipal Mayor

55 | P S B

MUNICIPAL GOVERNMENT OF SANTA CRUZ

|HUMAN RESOURCE PLAN

Merit Selection
Plan (MSP)

56 | M S P

MUNICIPAL GOVERNMENT OF SANTA CRUZ

|HUMAN RESOURCE PLAN

Republic of the Philippines
Province of Dave del Sur
MUNICIPALITY OF SANTA CRUZ
-o0o-

MERIT SELECTION PLAN
Pursuant to the provision of Section 32, Book V of Administrative Code of 1987 (Executive Order
No. 292), CSC Memorandum Circular No. 3, s. 1979 as amended by CSC Memorandum Circular No. 18, s.
1988, and CSC Memorandum Circular No. 38, s. 1989, as further amended by CSC Memorandum Circular
No. 40, s. 1998, CSC Memorandum Circular No. 15, s. 1999, CSC Memorandum Circular No. 03, s. 2001
this Merit Selection Plan (MSP) is hereby established for the guidance of all concerned.

I.

OBJECTIVES
It is the policy of this municipality to strictly adhere to the principles of merit, fitness and
equality. The selection of employees shall be based on their relative qualifications and
competence to perform the duties and responsibilities of the position. There shall be no
discrimination in the selection of employees on account of gender, civil status, disability,
religion, ethnicity, or political affiliation. In this pursuit, the municipality’s Merit Selection Plan
aims to:

II.

1.

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.

2.

Create equal opportunities for employment to all qualified men and women to enter the
government service and for career advancement in the LGU.

SCOPE
This Merit Selection Plan shall cover career position in the first, second and third level in the
municipality including its attached offices. It may also include non-career positions.

III.

DEFINITION OF TERMS
Agency - refers to department, agencies, bureaus of the national government, governmentowned-and-controlled corporations with original characters, state universities and colleges and
local government units.
Career Services - position in the civil service characterized by (1) entrance based on merit and
fitness to be determined as far as practicable by competitive examination, or based on highly
technical qualifications; (2) opportunity for advancement to higher career positions; and (3)
security of tenure.

57 | M S P

MUNICIPAL GOVERNMENT OF SANTA CRUZ

|HUMAN RESOURCE PLAN

Comparatively at Par - predetermined reasonable difference or gap between point scores
of candidates for appointment established by the PSB.
Deep Selection - the process of selecting a candidate for appointment who is not next-in-rank
but possesses superior qualifications and competence.
Discrimination - is a situation wherein a qualified applicant is not included in the selection lineup on account of gender, civil status, pregnancy, disability, religion, ethnicity, or political
affiliation.
First Level Positions - shall include clerical, trades and crafts, and custodial service which
involve sub-professional work in a non-supervisory or supervisory capacity.
Hiring Quota - is the pre-determined ratio of applicants for appointment to ensure that one
gender does not fall short of the desired percentage of the selection rate for the other in
equivalent positions at every level, provided they meet the minimum requirements of the
position.
Job Requirement - requisites not limited to the qualification standards of the position, but may
include skills, competencies, potential, physical and psycho-social attributes necessary for the
successful performance of the duties required of the position.
Next-in Rank Position - refers to a position which by reason of the hierarchical arrangement of
positions in the agency or in the government is determined to be in the nearest degree of
relationship to a higher position as contained in the agency’s System of Ranking positions (SRP).
Non-Career Service - positions expressly declared by law to be in the non-career service; or
those whose entrance in the service is characterized by (1) entrance on bases other than those
of the usual tests of merit and fitness utilized for the career service; and (2) tenure which is
limited to the duration of a particular project for which purpose employment was made.
Personnel Actions - any action denoting the movement or progress of personnel in the civil
service such as original appointment, promotion, transfer, reinstatement, reemployment, detail,
reassignment, secondment and demotion.
Promotion - is the advancement of an employee from one position to another with an increase
in duties and responsibilities as authorized by law and usually accompanied by an increase in
salary.
Psycho-Social Attributes - refer to the characteristics or traits of a person which involved both
psychological and social aspects. Psychological includes the way he/she perceives things, ideas,
beliefs and understanding and how he/she acts and relates these things to others and in social
situations.

58 | M S P

MUNICIPAL GOVERNMENT OF SANTA CRUZ

|HUMAN RESOURCE PLAN

Qualification Standards - is a statement of the minimum qualifications for a position which
shall include education, experience, training, civil service eligibility, and physical characteristics
and personality traits required in the performance of the job.
Qualified Next-in-Rank - refers to an employee appointed on a permanent status to a position
next-in-rank to the vacancy as reflected in the SRP approved by the head of agency and who
meets the requirements for appointment to the next higher position.
Second Level Positions - involve professional, technical and scientific work in a nonsupervisory or supervisory capacity up to Division Chief Level or its equivalent.
Selection - is the systematic method of determining the merit and fitness of a person on the
basis of qualifications and ability to perform the duties and responsibilities of the position.
Selection Line-Up - is a listing of qualified and competent applicants for consideration to a
vacancy which includes, but not limited to, the comparative information of their education,
experience, training, civil service eligibility, performance rating (if applicable), relevant work
accomplishments, physical characteristics, psycho-social attributes, personality traits and
potential.
Superior Qualifications - shall mean outstanding relevant work accomplishments, educational
attainment and training appropriate for the position to be filled. It shall include demonstration
of exceptional job mastery and potential in major areas of responsibility.
System of Ranking Positions - is the hierarchical arrangement of positions from highest to
lowest, which shall be a guide in determining which position is next-in-rank, taking into
consideration the following:
a.
b.
c.
d.

IV.

Organizational structure;
Salary grade allocation;
Classification and functional relationship of positions, and
Geographical location.

PROCEDURE
1.

Publish the vacant position in the CSC Bulletin of Vacant Position or through other
mode of publication and post the same in three (3) conspicuous places in the agency
for at least ten (10) calendar days. Men and women shall be encouraged to apply.
Vacant positions which are not filed within six (6) months should be re-published.
The following positions are exempt from the publication requirement:
a.
b.

Primarily confidential positions;
Positions which are policy determining;

59 | M S P

Third level positions (Career Executive Service). the performance rating of the appointee for the position that rating period prior to the effectivity date of he is handling the appointment should be at least very satisfactory. 2. the following should be considered. selection line-up shall be prepared and posted in three (3) conspicuous places in the agency for at least fifteen (15) calendar days. f. pay on job grades higher than the employee’s present position except. The date of posting shall be indicated in the notice. List candidates aspiring for the vacant position. the performance ratings to be considered shall be the rating immediately prior to or after the scholarship or training grant or maternity leave. e. the effectivity date of the promotional appointment shall be after the scholarship or training grant or maternity leave.  An employee who is on local or foreign scholarship or training grant or pregnant or on maternity leave may be considered for promotion. skills test. Promotion within six (6) months prior to compulsory retirement shall not be allowed except as otherwise provided by law. Those initially found qualified shall undergo further assessment such as: written examination. Conduct preliminary evaluation of the qualification of all candidates. or the lone or entrance position indicated in the agency staffing pattern. including qualified next-in-rank employees. d.  3.1. if the vacant position is next-in-rank as identified in the SRP approved by the head of agency. interview and others. 3.  An employee may be promoted or transferred to a position which is not more than three (3) salary. For this purpose. 60 | M S P . and Positions to be filled by existing regular employees in the agency in case of reorganization.MUNICIPAL GOVERNMENT OF SANTA CRUZ c. If promoted. Other non-career positions. either from within or outside the agency.1 PERFORMANCE  For appointment by promotion.  The pre-determined ratio of applicants for appointment or hiring quota. In the process. After which.1 The selection line-up shall reflect the comparative competence and qualification of candidates on the basis of: 3. such as. in very meritorious cases. |HUMAN RESOURCE PLAN Highly technical positions.

1.refers to the capacity and ability of a candidate to assume the duties of the position to be filled and those of higher or more responsible positions. Substitute appointment due to their short duration and emergency nature. Submit the selection line-up to the PSB for deliberation en banc. beliefs and understanding and how he/she acts and relates these things to other and in social situations. training grants and others which must be relevant to the duties of the position to be filled. Make a systematic assessment of the competence and qualifications of candidates for appointment to the corresponding level of positions. a.MUNICIPAL GOVERNMENT OF SANTA CRUZ  |HUMAN RESOURCE PLAN For appointment by transfer involving promotion the performance rating for the last rating period immediately preceding the transfer from the former office or agency should be at least very satisfactory. 3. 3. Notify all applicants of the outcome of the preliminary evaluation. 3.1. 3.5 POTENTIAL . Appointment of faculty members and academic staff of state universities and colleges who belong to the closed career service. Appointment to entry laborer positions. scholarships. relevant work experience acquired either from the government or private sector. Appointment to the following positions shall no longer be screen by the PSB. 4. Appointment to personal and primarily confidential positions. successful completion of training courses accredited by the Civil Service Commission. Renewal of temporary appointment issued to the incumbent personnel.include occupational history. Psychological includes the way he/she perceives things. and e. c. candidates for the position should be screened and passed upon by the PSB.4 PSYCHO-SOCIAL ATTRIBUTES and PERSONALITY TRAITS . ideas. 61 | M S P . and accomplishments worthy of special commendation.2 EDUCATION and TRAINING . should the position be filed by regular appointment. b. A greater percentage weight shall be allocated to performance.include educational background. 5.refer to the characteristics or traits of a person which involved both psychological and social aspects. d. Evaluate and deliberate en banc the qualifications of those listed in the selection line-up. However.1.1. 6.3 EXPERIENCE and OUTSTANDING ACCOMPLISHMENTS .

Post notice announcing the appointment of an employee in three (3) conspicuous places in the agency a day after the issuance of the appointment for at least fifteen (15) days.3 Vice-Mayor or the authorized representative from the career service if the vacant position is in his/her Office or in the Office of the Sanggunian. Assess the merits of the PSB’s recommendation for appointment and in the exercise of sound discretion. civil status. The date of posting should be indicated in the notice. VI. select. GRIEVANCE 1. ethnicity or political affiliation. A qualified next-in-rank employee may present the grievance with the agency grievance machinery under the following conditions: a. disability. however.MUNICIPAL GOVERNMENT OF SANTA CRUZ 7. 9. pregnancy. Issue appointment in accordance with the provisions of the agency Merit Selection Plan. The top five ranking candidates. The list of recommended candidates should specify the top five ranking candidates whose over-all point scores are comparatively at par based on the comparative assessment under Procedure 3. As Chairperson: a. from among the top five ranking applicants deemed most qualified for appointment to the vacant position. 8. religion. 62 | M S P . (pursuant to RA 7160) a. b. 10. |HUMAN RESOURCE PLAN Submit the list of candidates recommended for appointment from which the appointing authority shall choose the applicant to be appointed.1 Local Chief Executive or authorized representative from the career service. in so far as practicable. should be limited to those whose overall point scores are candidates for appointment. and Other violations of the provisions of this Merit Selection Plan COMPOSITION OF THE PERSONNEL SELECTION BOARD (PSB) For first and second level positions: a. c. d.1 hereof. Discrimination of account of gender. Disqualification of applicant to a career position for reason of lack of confidence of the appointing authority. Non-compliance with the selection process. V.

63 | M S P . The agency head shall ensure equal opportunity for men and women to be represented in the PSB for all levels. In case there is no accredited employee association in the agency. b. for reference purposes. Highest official responsible for personnel management. the duly accredited employee association may designate an alternate. The first level representative shall participate during the screening of candidates for vacancies shall participate during the screening of candidates for vacancies in the first level. A report on the same shall be submitted to the Civil Service Field Office concerned for record purposes. FUNCTIONS AND RESPONSIBILITIES 1. An orientation shall also be conducted by the HRD Unit within six (6) months upon approval of the MSP. Two representatives of the rank-and-file employees. This orientation is meant to ensure awareness and understanding of the Plan. c. d. Disseminate copies of the agency Merit Selection Plan (MSP) and its annexes to all agency personnel after approval thereof by the Civil Service Commission.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN b. For continuity of operation. copy furnished the Civil Service Commission and its Field Office concerned. second and third levels. VII. The HRM Unit shall act as the secretariat for the PSB of first. the second level representative shall serve for a period of two (2) years. The candidate who garnered the second highest votes shall automatically be the alternate representative. who shall both be chosen by the duly accredited employee association. c. one from the first level and one from the second level. Identify vacant positions that may be enrolled in the Brightest for the Bureaucracy Program (BBP). the representatives shall be chosen at large by the employees through a general assembly or any other mode of selection to be conducted for the purpose. Division Chief or the authorized representative from the career service of the organizational unit where the vacancy is. The Human Resource Management Officer (HRMO) shall have the following functions and responsibilities: a. in the agency. Develop a System of Ranking Positions which will be submitted for approval of the appointing authority.

the following should be considered:  The pre-determined ratio of applicants for appointment or hiring quota.  Third level positions (Career Executive Service). training. experience. competencies. or the lone or entrance position indicated in the agency staffing pattern. Develop a Plan which shall set forth the number.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN d. In the process. and other similar information.  Highly technical positions:  Other non-career positions. e. Publish vacant position in the CSC Bulletin of Vacant Position or through other mode of publication and post the same in three (30 conspicuous places in the agency for at least ten (10) calendar days. Develop a program to fast track the career movement of employees with superior qualifications. knowledge and skills of personnel needed to achieve the organization’s goals. in very meritorious cases.  An employee may be promoted or transferred to a position which is not more than three (3) salary. Develop and maintain an updated qualification database of employees of the agency to include education. such as: if the vacant position is next-in-rank as identified in the SRP approved by the head of agency. f. including qualified next-in-rank employees within fifteen (15) days from completion of the preliminary evaluation. The following positions are exempts from the publication requirement:  Primarily confidential positions. 64 | M S P .  Prepare list of candidates aspiring for the vacant position either from within or outside the agency. pay or job grades higher than the employee’s present position except. and  Positions to be filled by existing regular employees in the agency in case of reorganization.  Positions which are policy determining. objectives and programs. skills. Vacant positions which are not filled within six (6) months should be republished. and g.

 Appointment of faculty members and academic staff of state universities and colleges who belong to the closed career service. The employees shall be responsible for updating their Personal Data Sheet annually. j. should the position be filled by regular appointment. skills test.  Appointment to personal and primarily confidential positions. Those initially found qualification shall undergo further assessment such as: written examination. the effectivity date of the promotional appointment shall be after the scholarship or training grant or maternity leave. the performance ratings to be considered shall be the rating immediately prior to or after the scholarship or training grant or maternity leave. interview and others. candidates for the position should be screened and passed upon by the PSB. selection line-up shall be prepared and posted in three (3) conspicuous places in the agency for at least fifteen (15) calendar days. 3. 2nd and 3rd levels shall have the following functions and responsibilities: a.  Promotion within six (6) months prior to compulsory retirement shall not be allowed except as otherwise provided by law. k. taking into consideration the following: 65 | M S P . Submit selection line-up to the PSB for deliberation en banc. If promoted. After which. For this purpose. Conduct preliminary evaluation of the qualification of all candidates. if deemed necessary.  Appointment to entry laborer positions. and submit supporting documents thereto to the HRD Unit. However. and  Renewal of temporary appointment issued to the incumbent personnel.MUNICIPAL GOVERNMENT OF SANTA CRUZ  |HUMAN RESOURCE PLAN An employee who is on local or foreign scholarship or training grant or pregnant or on maternity leave may be considered for promotion. i. Notify all applicants of the outcome of the preliminary evaluation. The Personnel Selection Board for 1st. Appointment to the following positions shall no longer be screened by the PSB:  Substitute appointment due to their short duration and emergency nature. Adopt a formal screening procedure and formulate criteria for the evaluation of candidates for appointment. The date of posting shall be indicated in the notice. 2.

Prepare a systematic assessment of the competence and qualifications of candidates for appointment. as far as practicable. Disseminate screening procedure and criteria for selection to all agency officials and employees and interested applicants.2 Criteria for evaluation of qualifications of applicants for appointment must suit the job requirements of the position. Submit the list of candidates recommended for appointment from which the appointing authority shall choose the applicant to be appointed. select. ensure equal opportunity for men and women to be represented in the PSB for all levels. Maintain records of the deliberations which must be made accessible to interested parties upon written request and for inspection and audit by the CSC. 66 | M S P . the PSB may employ the assistance of external or independent resource persons and may initiate innovative schemes in determining the best and most qualified candidate. Orient the officials and employees in the agency pertaining to policies relative to personnel actions. Any modification of the procedure and criteria for selection shall likewise be properly disseminated. The agency head shall. d. Assess the merits of the PSB’s recommendation for appointment and in the exercise of sound discretion. Establish a Personnel Selection Board and see to it that all PSB members undergo orientation and workshop on the selection/promotion process and CSC policies on appointments.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN a. in so far as practicable. The appointing authority shall have the following functions and responsibilities: a. and g. b. Towards this end. Evaluate and deliberate en banc the qualifications of those listed in the selection line-up. 4. Maintain fairness and impartiality in the assessment of candidates.1 hereof. a. The list of recommended candidates should specify the top five ranking candidates whose over-all point scores are comparatively at par based on the comparative assessment under Procedure 3. c. f. e. from among the following. b. including the gender and development dimensions of the Merit Selection Plan.1 Reasonable and valid standards and methods of evaluating the competence and qualifications of all applicants competing for a particular position.

It is understood that this MSP shall be the basis for expeditious approval of appointments.MUNICIPAL GOVERNMENT OF SANTA CRUZ c. IX.  Applicants who have undergone deep selection and found to possess superior qualifications. VIII. (SGD) ATTY. 2002 67 | M S P . EEFECTIVITY The Merit Selection Plan and subsequent amendments thereto shall take effect immediately after approval by the Civil Service Commission Regional Office. s. BARTOLATA CSC Regional Director February 18. 2001 and may now be implemented. |HUMAN RESOURCE PLAN  Top five ranking applicants deemed most qualified to the vacant position. LOPEZ Municipal Mayor CSS Action: I have evaluated the herein agency Merit Selection Plan and found it to be in accordance with the provision of CSC MC 03. JOEL RAY L. and  pool of the Brightest for the Bureaucracy Program (BBP) Issue appointments in accordance with the provisions of the agency Merit Selection Plan. COMMITMENT I hereby commit to implement and abide by the provisions of this Merit Selection Plan. (SGD) ELMER R.

MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN System of Ranking Position (SRP) 68 | S R P .

III Administrative Officer IV Local Revenue Collection Officer II Local Assessment Operation Ofcr. Officer III Senior Agriculturist Market Supervisor III Nurse III Housing & Homesite Reg. Officer I MCR MTO MHO MAGRO MEO MTO MEO MAO MTO MMO All Offices MCR MTO MASSO MAO MAGRO MHO MEO MTO MTO MASSO MHO MHO MAGRO MAGRO MAGRO SALARY GRADE 18 22 22 18 19 18 12 15 15 11 11 14 15 15 15 15 14 12 14 14 11 11 11 11 11 11 69 | S R P . Officer II Tourism Operation Officer I Planning Officer I Registration Officer II Local Revenue Coltn. & Dev't. Officer II Local Assessment Optn. Socia Welfare & Dev't. Officer Municipal Agriculturist Municipal Engineer Assistant Municipal Treasurer Medical Officer V Engineer III Dentist III Administrative Officer V Licensing Officer III Senior Tourism Operations Officer SBO MPDO MCR MBO MAO MTO MASSO MHO MSWDO MAGRO MEO MTO MHO MEO MHO All Offices MMO MMO SALARY GRADE 24 24 24 24 24 24 24 24 24 24 24 22 22 19 19 18 18 18 MCR MTO 18 18 MAGRO MEEO MHO MMO MAO MTO MASSO MHO MSWDO MAGRO 18 18 16 16 15 15 15 15 15 15 Registration Officer III Local Treasury Optn.II Medical Technologist II Social Welfare Officer II Agriculturist II POSITION NEXT-IN-RANK LOCATION OPEN OPEN Registration Officer III OPEN OPEN Assistant Mun. Treasurer OPEN Medical Officer V OPEN Senior Agriculturist Engineer III Local Treasury Optn.II Administrative Officer IV Agriculturist II OPEN Nurse II Engineer I Administrative Officer III Administrative Officer III Tax Mapper I Medical Technologist I Social Welfare Officer I Agriculturist I Aquaculturist I Cooperative Dev't. Officer III OPEN Engineer I OPEN Administrative Officer IV Local Revenue Coltn. Ofcr. Coordinator Municipal Civil Registrar Municipa Budget Officer Municipal Accountant Municipal Treasurer Municipal Assessor Municipal Health Officer Mun. Plng. Ofcr.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN Republic of the Philippines Province of Dave del Sur MUNICIPALITY OF SANTA CRUZ -o0o- SYSTEM OF RANKING POSITION SECOND LEVEL POSTION POSITION TO BE FILLED LOCATION Secretary to the Sanggunian Mun.

Foreman Administrative Assistant III Revenue Collection Clerk III Assessment Clerk III Administrative Assistant II Project Development Assistant Draftsman II Midwife II Sanitation Inspector II Sanitation Inspector I Social Welfare Assistant Day Care Worker II Market Inspector II Meat Inspector II Administrative Assistant I Watchman III Administrative Aide VI License Inspector I Draftsman I MHO MHO MEO SBO MTO MASSO All Offices MPDO MPDO MHO MHO MHO MSWDO MSWDO MEEO MEEO MPDO MEEO All Offices MMO All Offices SALARY GRADE 13 11 11 9 9 9 8 8 8 8 8 6 8 8 8 8 7 7 6 6 6 POSITION NEXT-IN-RANK Midwife II Midwife I OPEN OPEN Administrative Assistant II Assessment Clerk II Administrative Aide VI OPEN Draftsman I OPEN Sanitation Inspector I OPEN OPEN OPEN OPEN OPEN OPEN Watchman I Administrative Aide IV OPEN OPEN 70 | S R P . Gen. Specialist I Environment Mgt. Specialist I Administrative Officer I SBO MHO MCR MEO MMO MMO All Offices MPDO MAO MAO MASSO MHO MSWDO MSWDO MAGRO MAGRO MAGRO MAGRO MMO 14 14 14 12 11 11 11 11 11 11 11 11 11 11 11 11 11 11 10 |HUMAN RESOURCE PLAN Environment Mgt.Technologist Tourism Operation Officer I Planning Officer I Project Development Officer Administrative Officer II Local Revenue Collection Officer I Tax Mapper I Medical Technologist I Social Welfare Officer I Community Affairs Officer I Agriculturist I Aquaculturist I Cooperative Dev't. Specialist I Administrative Officer I OPEN OPEN OPEN OPEN OPEN OPEN OPEN OPEN OPEN OPEN OPEN OPEN OPEN OPEN OPEN OPEN OPEN OPEN MAGRO MMO - 11 10 - LOCATION MHO MHO All Offices MASSO All Offices SALARY GRADE 11 9 8 6 6 All Offices MHO MEEO All Offices - 6 6 2 4 - FIRST LEVEL POSTION POSITION TO BE FILLED LOCATION Midwife III Midwife II Construction Maint.MUNICIPAL GOVERNMENT OF SANTA CRUZ Administrative Officer III Nurse II Registration Officer II Engineer I Computer Maint.

Concurred by: Approved: (SGD) ATTY. ANNABELLE B. Region XI (SGD) ATTY. ROSELL Director IV Civil Service Commission. LOPEZ Municipal Mayor 71 | S R P 4 4 3 3 2 - .MUNICIPAL GOVERNMENT OF SANTA CRUZ Legislative Staff Assistant Assessment Clerk II Day Care Worker I Mechanic I Administrative Aide V Administrative Aide IV Dental Aide Social Welfare Aide Heavy Equipment Operator Administrative Aide III Cook I Mason I Watchman I Cemetery Caretaker Administrative Aide II x-x-x-x-x-x-x-x-x-x-x-x-x-x-x-x-x SBO MASSO MSWDO MEO MEEO All Offices MHO MSWDO MEEO All Offices MEEO MEO MEEO MEEO MMO 6 6 6 6 5 4 4 4 4 3 3 3 2 2 2 |HUMAN RESOURCE PLAN Administrative Aide IV Administrative Aide IV OPEN OPEN OPEN Administrative Aide III OPEN Administrative Aide III OPEN Administrative Aide II OPEN OPEN OPEN OPEN OPEN All Offices All Offices All Offices All Offices All Offices - Note: All Administrative Aide I (Laborers & Utility Workers) positions are open positions. JOEL RAY L.

MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN PRAISE Program on Awards and Incentives for Service Excellence 72 | P R A I S E .

HERBITO Municipal Planning and Development Coordinator 73 | P R A I S E . Municipal mayor of Santa Cruz. THEREFORE I. to identify outstanding accomplishment. WHEREAS. DAVAO DEL SUR AND DESIGNATION OF MEMBERS HEREOF. suggestions. rewarding and providing incentives to deserving employees at the start of each year. 010112 and CSC MC No. individually and in groups. series of 2001. in line with the Revised Policies on Employee Suggestions Incentives Awards System (ESIAS) provided under CSC Resolution No. Davao del Sur. to recognize and reward accomplishments and innovations to motivate employees who have contribute ideas. NOW. AURORA S. 09-13 AN ORDER REORGANIZING THE PROGRAM ON AWARDS AND INCENTIVES FOR SERVICE EXCELLENCE (PRAISE) OF SANTA CRUZ. discoveries. WHEREAS. LOPEZ.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN Republic of the Philippines Province of Dave del Sur MUNICIPALITY OF SANTA CRUZ -o0o- OFFICE OF THE MAYOR EXECUTIVE ORDER No. JUMILLA Assistant Municipal Treasurer Ms. which lead to organizational productivity. The PRAISE Committee shall be created with one following composition: Chairman - ATTY. rewarding and providing incentives to deserving employees. CREATION. economy and improvement operations. innovative ideas. CALGAS Municipal Legal Officer/Acting Municipal Administrator (Authorized Representative) Members - Ms. the specific objectives for establishing this personnel mechanism is to establish a mechanism for identifying. outstanding accomplishment best practices of employees on a continuing basis. best practices of employees on a continuing basis. ENGELBERT R. adopts the herein Program an Awards and Incentives for Service Excellence (PRAISE) to be referred to as LGUPRAISE. inventions. the general objectives for establishing LGUPRAISE is to encourage. do hereby Order: SECTION I. by virtue of the powers vested in me by law. superior accomplishments and other personal efforts. selecting. selecting. behavior. this municipality. recognize and reward employees. extraordinary acts or services in the public interest and other personal efforts which contribute to the efficiency. the Local Government Unit (LGU) of Santa Cruz. JOEL RAY L. WHEREAS. 01. for their suggestions. inventions. there is a need to create/establish a Program on Awards and Incentives for Service Excellence (PRAISE) to assist the LCE for identifying. DULA C. WHEREAS.

CHERYL D. SECTION IV. The LGU shall allocate at least 5% of the Human Resource Development (HRD) for the PRAISE and incorporate the same in its annual Work and Financial Plan and budget. Philippines. Monitor implementation of approved suggestions and ideas through feedback and reports. the Committee shall meet periodically to perform the following tasks:           Establish a system of incentives and awards to recognize and motivate employees for their performance and conduct. The PRAISE Committee shall have the following specific responsibilities and composition. ANITA S. Davao del Sur. adopt and amend internal rules. DONE this 24th day of September 2013 at Santa Cruz. Determine the forms of awards and incentives to be granted. Develop. administration. innovative ideas and success stories which will serve as promotional materials to sustain interest and enthusiasm. Formulate. This Order shall take effect immediately. distribute a system policy manual and orient the employees on the same. and Address issues relative to awards and incentives within fifteen (15) days from the date of submission. SECTION III. Monitor and evaluate the system’s implementation every year and make essential improvements to ensure its suitability to the LGU. LOPEZ Municipal Mayor 74 | P R A I S E . As such. It shall be responsible for the development. MACROHON Municipal Budget Officer Ms. EFFECTIVITY. FUNDING. monitoring and evaluation of the awards and incentives system of the LGU. GAMAO Administrative Assistant II st (1 Level Representative) SECTION II. RINA FE E. SERENATAS Tourism Operations Officer I (2nd Level Representative) Ms. LUMANOG HRMO III Ms. PRAISE COMMITTEE. identify resources and propose budget for the system on an annual basis. MA. JOEL RAY L. produce. RUFA T. policies and procedures to govern the conduct of its activities which shall include the guidelines in evaluating the nominees and the mechanism for recognizing the awardees. Prepare plans. (SGD) ATTY. Submit an annual report on the awards and incentives system to the CSC on or before the thirtieth day of January.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN Ms. Document best practices.

inventions. this municipality adopts the herein Program on Awards and Incentives for Service Excellence (PRAISE) to be referred to as LGUPRAISE. superior accomplishments. exemplary behavior. 1.2 to identify outstanding accomplishments. rewarding and providing incentives to deserving employees at the start of each year.2. 1. individually and in groups. the Local Government Unit (LGU) of Sta. selecting. heroic deeds. recognize and reward employees.3 to recognize and reward accomplishments and innovations periodically or as the need arises. OBJECTIVES 1.4 to provide incentives and interventions to motivate employees who have contributed ideas. 010112 and CSC MC No. discoveries. for their suggestions. CRUZ In line with the Revised Policies on Employee Suggestions and Incentive Awards System (ESIAS) provided under CSC Resolution No.1 to establish a mechanism for identifying. innovative ideas.1 General To encourage.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN Republic of the Philippines Province of Dave del Sur MUNICIPALITY OF SANTA CRUZ -o0o- PROGRAM ON AWARDS AND INCENTIVES FOR SERVICE EXCELLENCE (PRAISE) OF THE LOCAL GOVERNMENT UNIT OF STA. extraordinary acts or services in the public interest and other personal efforts which contribute to the efficiency. 2001. 1. inventions. superior accomplishments and other personal efforts. 1. discoveries. economy and improvement in government operations. 75 | P R A I S E . Cruz. suggestions. I.2.2.2 Specific 1.2. 01 s. which lead to organizational productivity. best practices of employees on a continuing basis.

76 | P R A I S E .  INCENTIVE . inventions. exemplary behavior.refers to departments. government-owned-and-controlled corporations with original charters.  AWARD . agencies. suggestions. bureaus of the national government. (2) opportunity for advancement to higher career positions.  INVENTIONS . a suggestion or an invention or discovery for improvement to effect economy in operation. DEFINITION OF TERMS  AGENCY .MUNICIPAL GOVERNMENT OF SANTA CRUZ II.the creation of something previously non-existent which will benefit the government.  CONTRIBUTION .any input which can be in the form of an idea or performance (See also Idea Type and Performance type contribution).positions in the civil service characterized by (1) entrance based on merit and fitness to be determined as far as practicable by competitive examination. superior accomplishments. state universities and colleges and local government units. |HUMAN RESOURCE PLAN SCOPE The System shall apply to all employees in the career and non-career service of this agency. improvement in government operations which lead to organizational productivity.is the uncovering of something previously existing but found or learned for the first time which will improve public service delivery. heroic deeds.positions expressly declared by law to be in the non-career service. or based on highly technical qualifications. or those whose entrance in the service is characterized by (1) entrance on bases other than those of the usual tests of merit and fitness utilized for the career service and (2) tenure which is limited to the duration of a particular project for which purpose employment was made. ideas. III. suggestions.  IDEA TYPE CONTRIBUTION . to increase production and improve working conditions.  CAREER . inventions. and (3) security of tenure. extraordinary acts or services in the public interest which contribute to the efficiency. discoveries.  NON-CAREER .refers to an idea.  DISCOVERY .recognition which may be monetary or non-monetary conferred on individual or group of individuals for ideas. satisfactory accomplishment or demonstration of exemplary behavior based on agreed performance standards and norms of behavior. economy.monetary or non-monetary motivation or privilege given to an official or employee for contributions.

economy in operation. or outstanding community service or heroic acts in the public interest.conferred on a group of individuals or team who has demonstrated outstanding teamwork and cooperation.2 4.1. security and patrimony.1.conferred on consistent. which is of significant effect to the public or national interest. 4. private entities. improved working conditions or otherwise benefited the government in many other ways. 6713 of the Code of Conduct and Ethical Standards for Government Officials and Employees. dedicated performance exemplifying the best in occupation resulting in the successful implementation performance.2 Outstanding Public Official/Employee or Dangal ng Bayan Award . 4.idea or proposal which improves work performance.  SUGGESTION .granted to any public official or employee in government who has demonstrated exemplary service and conduct on the basis of his or her observance of one or more of the eight (8) norms of behavior described under Republic Act No. TYPES OF AWARDS 4. systems and procedures and economy in operations that will benefit the government.1 Presidential or Lingkod Bayan Award .given by other government agencies.4 Other Awards . or sustained work performance for a minimum period of one year which is over and above the normal position requirement of the individual or group.MUNICIPAL GOVERNMENT OF SANTA CRUZ IV.refers to performance of an extraordinary act or service in the public interest in connection with.1 National Awards The agency shall participate in the search for deserving employees who may be included in the screening of candidates for awards given by other government agencies.1. an individual for any profession or of an idea or principally affects 4.  SYSTEM .the agency awards and incentives program for employees. NGOs and other award giving bodies such as the: 4. |HUMAN RESOURCE PLAN  PERFORMANCE TYPE CONTRIBUTION . private institutions of NGOs to an individual or team for contributions of an idea or performance that directly benefited the government. Department or Agency Level Awards The agency shall develop and initiate the search for deserving employees who may be included in the screening of candidates for awards to be given such as: 77 | P R A I S E .3 Civil Service Commission of the PAGASA Award . or related to one’s official employment. which resulted in the successful achievement of its goal or has greatly improved public service delivery.1.

4. Best Driver.MUNICIPAL GOVERNMENT OF SANTA CRUZ V. As such the following types of incentives shall be regularly awarded: 5.conferred on retirees whether under optional or compulsory retirement schemes held during a fitting ceremony on or before the date of their retirement. efficiency and dedication to duty.granted to the top organizational unit which may be a section. The Loyalty Cash Bonus shall be granted based on the following.2.2.1 Best Employee Award . TYPES OF INCENTIVES The agency shall continuously search.3 Exemplary Behavior Award .4 Best Organizational Unit Award .g.2. position or profession..00 per year during the first ten years. 4.1 Loyalty Incentive . inventions. 4.granted to an employee or team whose contributions such as ideas. Succeeding awards shall be given every five years thereafter. Best Division Chief. Best Utility Worker ad other similar awards. promptness.2. |HUMAN RESOURCE PLAN 4.2.granted to an individual or individuals who excelled among peers in a functional group. 78 | P R A I S E .given outright to employees commended by clients for their courtesy. A cash award of not less than the amount provided under relevant existing laws shall be given to outstanding employees plus a certificate of recognition or other forms of incentives as the committee may decide. discoveries or performance of functions result in savings in terms of man-hours and cost or otherwise benefit the LGU and government as a whole.6 Service Award . The awardee will be automatically nominated by the LGU PRAISE Committee to the Dangal ng Bayan Award. the recipient shall be entitled to a cash award of not less than P300.based on the eight norms of conduct as provided under RA 6713 (Code of Conduct and Ethical Standards). division or office on the basis of meeting organization’s performance targets and other pre-determined criteria.granted to an employee who has served continuously and satisfactorily the LGU for at least ten (10) years. Best Secretary. screen and reward deserving employees to motivate them to improve the quality of their performance and instill excellence in public service. 4. 4. Under existing policies.7 Such other awards which the LGU may decide to give.5 Cost Economy Measure Award . The monetary award shall not exceed 20% of the monetary savings generated from the contribution.2 Gantimpala Agad Award .2. 4. Best Legal Officer. suggestions.2.000. e.00 but not more than 3.

00 or P700.00) shall be given to an employee who have performed at least satisfactory for the year covered in accordance with the agency’s CSC-approved PES.00 or P450. 1990. This incentive shall follow relevant existing guidelines. 5. 5.MUNICIPAL GOVERNMENT OF SANTA CRUZ Cumulative No. The cash award shall be incorporated in the salary adjustments following the Joint CSC-DBM Circular No. s.00 Plus P150.00 Besides cash award.7 Free Medical Examination .000. of Years 10 yrs.000. 5.00 Plus P 50. 35 yrs. 1. 5. 5.Compulsory medical examination shall be provided to all regular employees before entering the service in the Government and shall be repeated 79 | P R A I S E . 20 yrs. 40 yrs. 5.00) per year shall be given to all regular employees who have rendered at least one year continuous service. 15 yrs.000.6 Medical Allowance in the amount of Two thousand Pesos (P2.2 Length of Service Incentive .00 or P650.00 Plus P 50. |HUMAN RESOURCE PLAN Annual Rate per five years P300. 25 yrs. 35 & 40 years Bronze Silver Gold Other token such as wrist watch. A plaque of recognition may be given to qualified individuals during the LGUs anniversary celebration.in the amount of Two Thousand Pesos (P2.00 or P600. and others.3 Productivity Incentive .00 or P500. 30 yrs.4 Career and Self-Development Incentive .00 Plus P 50. ring.00) shall be given to an employee who has exceeded his target or has incurred incremental improvement over existing targets and One thousand Pesos (P1.given to an employee who has rendered at least three (3) years of continuous satisfactory service in the same position.00 Plus P 50.00 or P550.5 Retirement Award shall be given to a retiree who has rendered at least fifteen (15) years of satisfactory government service which shall be in the form of a plaque of appreciation and a 14 karat ring for those 60 years old above with at least 20 years in service and a token for those who have less than 20 years in service to be determined by the PRAISE Committee.granted in recognition of an individual who has satisfactorily completed a course or degree within or outside the country at one’s own expense.00 Plus P 50. a lapel emblem/loyalty pin shall be given: 10 and 15 years 20 and 25 years 30.

2 6. feature in LGU publication. 5. and others.00 . 5.00) to help the employees in coping the present economic crisis.5 6.granted to an employee who has worked beyond his regular office hours on a project without overtime pay. Flexiplace .6 6.shall be given to all municipal employees who have rendered at least one (1) year of continuous service in the LGU. 80 | P R A I S E . exemplary service to the public and recognition by an outside group of a particular achievement. Other incentives which the LGUs PRAISE Committee may recommend on the basis of special achievements. cellular phones.shall be given to all employees based on the following manner: a. membership in professional organizations.incentives which may be in the form of attendance in conferences on official business. that the cost of such medical examination and treatment shall be included as automatic appropriation the municipal budget’s annual budget. travel packages and other learning opportunities.6 VI. computers. 5.4 6.3 6. b. Provided that where medical examination shows that medical treatment and/or hospitalization is necessary for those already in the government service.9 All employees who are required to render overtime services shall be given day off in lieu of overtime pay. reserved parking space. Trophies.8 Staple Food Incentive – shall be given to all regular employees in the amount of Seven Thousand Two Hundred Pesos (P7. recognition posted at the Wall of Fame.meal hosted by superiors or supervisors for employees who have made significant contributions.000. and capacity to produce output/result and accomplishment outside of the workplace subject to established guidelines. books.shall be given to all municipal employees who have rendered at least two (2) years continuous service in the LGU.7 6.1 6. Personal Growth Opportunities . tapes.incentives in kind which may be in the form of merchandise.200. initiative. 5. Plaques and Certificates Monetary Award Travel Packages Other Incentives . the treatment and/or hospitalization including medicines shall be provided free by the municipal government paying the salary of such employees: Provided further. “Salu-salo” Together .000. journals.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN once a year during the tenure of employment.10 Fringe Benefits .00 . P5. innovative approaches to assignments. FORMS OF AWARDS AND INCENTIVES 6. pagers. P10.8 Compensatory Time-Off .work arrangement allowed for qualified employee/s who has demonstrated responsibility.

monitor implementation of approved suggestions and ideas through feedback and reports. decisive. and f. monitoring and evaluation of the awards and incentives system of the LGU. a. policies and procedures to govern the conduct of its activities which shall include the guidelines in evaluating the nominees and the mechanism for recognizing the awardees. however. and address issues relative to awards and incentives within fifteen (15) days from the date of submission. distribute a System policy manual and orient the employees on the same. c. As such.MUNICIPAL GOVERNMENT OF SANTA CRUZ VII. The head of the LGU of Sta. innovative ideas and success stories which will serve as promotional materials to sustain interest and enthusiasm. employ an external or independent body to assist the LGUPRAISE Committee to judiciously and objectively implement the system of incentives and awards. open-minded. prepare plans. It shall be responsible for the development. Two (2) representatives of the career rank-and-file employee who shall serve for a period of two years and chosen through a general assembly or any other mode of 81 | P R A I S E . monitor and evaluate the System’s implementation every year and make essential improvements to ensure its suitability to the LGU. submit an annual report on the awards and incentives system to the CSC on or before the thirtieth day of January. have tolerance for stress or pressure. Highest ranking employee in charge of human resource management of the career service employee directly responsible for personnel management. the Committee shall meet periodically to perform the following tasks:           establish a system of incentives and awards to recognize and motivate employees for their performance and conduct. formulate. and actively participate in all committee meetings. be capable of implementing submitted ideas. Cruz or authorized representative shall be responsible in overseeing the System’s operations and the Human Resource Management Unit shall serve as the System’s Secretariat. |HUMAN RESOURCE PLAN PRAISE COMMITTEE The PRAISE Committee shall have the following specific responsibilities and composition. develop. The Municipal Treasurer. Municipal Mayor or authorized representative. document best practices. The LGU may. adopt and amend internal rules. The Municipal Planning and Development Officer d. The Municipal Budget Officer e. determine the forms of awards and incentives to be granted. b. produce. administration. the PRAISE Committee members are expected to possess positive attitude. identify resources and propose budget for the system on an annual basis. To implement the System effectively.

(SGD) ATTY. 2001 82 | P R A I S E . IX. X. 2001 and may now be implemented. FUNDING The LGU shall allocate at least 5% of the Human Resource Development (HRD) for the PRAISE and incorporate the same in its annual Work and Financial Plan and budget.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN selection to be conducted for the purpose or designated by the accredited union (one from the first level and one from the second level). S. VIII. COMMITMENT I hereby commit to implement and abide by the provisions of this LGUPRAISE which shall be the basis for the grant of awards and incentives including Productivity Incentive Bonus. The annual PRAISE Report shall be submitted to the CSC Regional Office concerned on or before the thirtieth day of January to enable our employees to qualify for nomination to the CSC-sponsored national awards. (SGD) ELMER R. BARTOLATA Director IV Region XI December 6. Subsequent amendments shall likewise be submitted to CSC Regional Office for evaluation and shall take effect immediately. LOPEZ Municipal Mayor CSC Action: I have evaluated the herein agency PRAISE and found it to be in accordance with the provision of CSC MC 01. JOEL RAY L. EFFECTIVITY The LGUPRAISE shall become effective after final evaluation by the CSC.

MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN Grievance Machinery 83 | G R I E V A N C E .

MARY GRACE A. I. and serve as the catalyst for the development of capabilities of personnel on dispute settlement. The Grievance Machinery shall be created/established with the following composition: Chairperson - ATTY. ELSA L. CALGAS Municipal Legal Officer/Acting Municipal Administrator Members - Ms.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN Republic of the Philippines Province of Dave del Sur MUNICIPALITY OF SANTA CRUZ -o0o- OFFICE OF THE MAYOR EXECUTIVE ORDER No. BAJO Planning Officer I (2nd Level Representative) 84 | G R I E V A N C E . WHEREAS. LOPEZ. 08-13 AN ORDER RECONSTITUTING GRIEVANCE MACHINERY OF SANTA CRUZ. 2. Davao del Sur. settle grievance at the lowest possible level in the organization. CREATION. the Grievance Machinery applies to all levels of officials and employees in the LGU and it may also apply to non-career employees whenever applicable. 010113. NOW. WHEREAS. especially among supervisors in the LGU. there is a need to establish a Grievance Machinery. the objectives of establishing this machinery are to created a work atmosphere conducive to good supervisor-employee relations and improved employee morale. series of 2001. contained with the Revised Policies on the Settlement of Grievance in the Public Sector and implemented through CSC Memorandum Circular No. a system or method of determining and finding the best way to address the specific cause or causes of grievance. VILLAFLOR Administrative Officer III (2nd Level Representative – Alternate) Ms. by virtue of the powers vested in me by law. DAVAO DEL SUR AND DESIGNATION OF MEMBERS THEREOF. dated January 10. ENGELBERT R. MICHAEL RYAN D. WHEREAS. JOEL RAY L. BALINGAN Administrative Officer V (Authorized Representative) Mr. 2001. CSC Resolution No. WHEREAS. Municipal Mayor of Santa Cruz. THEREFORE. do hereby ORDER: SECTION I.

Establish its own internal procedures and strategies. working hours. The Grievance Committee shall have the following functions and responsibilities: 1. retirement. Conduct continuing information drive on Grievance Machinery among officials and employees in collaboration with the personnel unit. Membership in the grievance committee shall be considered part of the members’ regular duties. unreasonable withholding of salaries and inaction on application for leave. FUNCTION. b. Minutes of the proceedings of these activities shall be documented for audit purposes. The following instances shall be acted upon through the grievance machinery: a. lay-offs. leave benefits such as delay in the processing of overtime pay. Provided. Direct the documentation of the grievance including the preparation and signing of written agreements reached by the parties involved.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN Ms. 3. the aggrieved party may submit the grievance to top management. transfer. 7. Submit a quarterly report of its accomplishments and status of unresolved grievances to the Civil service Commission Regional Office concerned. BUAT Administrative Aide VI (1st Level Representative – Alternate) SECTION II. termination. including salaries. and other 85 | G R I E V A N C E . “talakayan”. and 8. Conduct dialogue between and among the parties involved. SECTION III. counseling and other HRD interventions. APPLICATION OF GRIEVANCE MACHINERY. Develop and implement pro-active measures or activities to prevent grievance such as employee assembly which shall be conducted at least once every quarter. Issue Certification on the Final Action on the Grievance (CFAG) which shall contain. 5. practices and procedures which affect employees from recruitment to promotion. 6. 2. practices and procedures on economic and financial issues and other terms and conditions of employment fixed by law. Non-implementation of policies. detail. however. 4. Non-implementation of policies. OMMI KHARZOM L. the following information: history and final action taken by the LGU on the grievance. Conduct an inquiry and hearing within ten (10) working days from receipt of the grievance and render a decision within five (5) working days after the inquiry. that where the object of the grievances is the grievance committee. among other things. incentives.

and f. and undue delay in the processing of retirement papers. the aggrieved party may bring the grievance to the next higher supervisor. Union-related issues and concerns. If the aggrieved party is not satisfied with the verbal decision. d. The decision of the next higher supervisor may be elevated to the grievance committee within five (5) working days from receipt of the decision of the next higher supervisor. At the first instance. SECTION IV. GRIEVANCE PROCEDURES. 2. that where the object of the grievance is the immediate supervisor. 3. Protest on appointments. 86 | G R I E V A N C E .MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN related issues that affect then such as failure to observe selection process in appointment. Appeal to the Grievance Committee. and insufficient facilities and equipment necessary for the safety and protection of employees whose nature and place of work are classified as high risk or hazardous. The supervisor shall inform the aggrieved party of the corresponding action within three (3) working days from the date of presentation. Poor interpersonal relationships and linkages such as unreasonable refusal to give official information by one employee to another. Disciplinary cases which shall be resolved pursuant to the Uniform Rules on Administrative Cases. and c. The procedures for seeking redress of grievances shall be as follows: 1. however. Appeal to the Higher Supervisor. Sexual harassment cases as provided for in RA 7877. Inadequate physical working conditions such as lack of proper ventilation in the workplace. he or she may submit the grievance in writing. Provided. c. All other matters giving rise to employee dissatisfaction and discontentment outside of those cases enumerated above. within five (5) days to the next higher supervisor who shall render his or her decision within (5) working days from receipt of the grievance. The following cases shall not be resolved through the grievance machinery: a. a grievance shall be presented verbally or in writing by the aggrieved party to his or her immediate supervisor. Discussion with Immediate Supervisor. e. b.

This Grievance Machinery shall take effect immediately upon approval by the Civil Service Commission Regional Office concerned. LOPEZ Municipal Mayor September 24. the aggrieved party may bring his or her grievance directly to the Civil Service Commission Regional Office. however. 5. rules and regulations. that where the object of the grievance is the top management. Provided. The Civil Service Commission Regional Office shall rule on the appeal in accordance with existing civil service law. If the aggrieved party is not satisfied with the decision of the grievance committee. he or she may elevate his or her grievance within five (5) working days from receipt of the decision through the committee to top management who shall make the decision within ten (10) working days after the receipt of the grievance. SECTION V.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN The grievance committee may conduct an inquiry and hearing within ten (10) working days after the investigation. Together with the appeal. the aggrieved party shall submit a Certification on the final Action on the Grievance (CFAG). COMMITMENT. JOEL RAY L. Appeal to the Civil Service Commission Regional Office. (SGD) ATTY. 2013 87 | G R I E V A N C E . the aggrieved party may submit the grievance to top management. If the aggrieved party is not satisfied with the decision of top management. SECTION VI. I hereby commit to implement the provisions of this Grievance Machinery and take necessary action in accordance with existing civil service law and rules against supervisors or officials who refuse to act on a grievance brought before their attention. Provided. 4. he or she may appeal or elevate his or her grievance to the Civil Service Commission Regional Office concerned within fifteen (15) working days from the receipt of such decision. however. Appeal to Top Management. that where the object of the grievance is the grievance committee. EFFECTIVITY.

Davao del Sur SUBJECT : INSTALLATION OF GRIEVANCE MACHINERY GRIEVANCE MACHINERY In line with the Revised Policies on the Settlement of Grievance in the Public Sector contained in CSC Resolution No. especially among supervisors in the LGU. It may also apply to non-career employees whenever applicable. 001-A Series of 2003 T O : ALL LOCAL OFFICIALS AND EMPLOYEES Sta. 88 | G R I E V A N C E . General Create a work atmosphere conducive to good supervisor-employee relations and improved employee morale. and 2. SCOPE The Grievance Machinery applies to all levels of officials and employees in the LGU.1 Active and strengthen LGU’s existing grievance machinery. s. II. 2. Cruz. I.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN Republic of the Philippines Province of Davao del SUR MUNICIPALITY OF SANTA CRUZ -o0o- OFFICE OF THE MAYOR MEMORANDUM ORDER NO. 02. 2001. OBJECTIVES 1. 010113. 2001 and implemented through CSC Memorandum Circular No. dated January 10. Specific 2. 2. this municipality hereby adopts the herein Grievance Machinery. the Local Government Unit (LGU).2 Settle grievances at the lowest possible level in the organization.3 Serve as a catalyst for the development of capabilities of personnel on dispute settlement.

k. Grievance Machinery . 1994. in the aggrieved employee’s opinion.a work-related discontentment or dissatisfaction which had been expressed verbally or in writing and which. Poor interpersonal relationships and linkages such as unreasonable refusal to give official information by one employee to another. 3. All other matters giving rise to employee dissatisfaction and discontentment outside of those cases enumerated above. 180 and its implementing rules and regulations. and insufficient facilities and equipment necessary for the safety and protection of employees whose nature and place of work are classified as high risk or hazardous. termination. s. unreasonable withholding of salaries and inaction on application for leave. lay-offs. 89 | G R I E V A N C E . h. practices and procedures which affect employees from recruitment to promotion. Bilis Aksyon Partner . Protest on appointments.MUNICIPAL GOVERNMENT OF SANTA CRUZ III. incentives. j. including salaries. |HUMAN RESOURCE PLAN DEFINITION OF TERMS Accredited or Recognized Employee Union – an employee union accredited pursuant to Executive Order No. Non-implementation of policies. Grievance . IV. APPLICATION OF GRIEVANCE MACHINERY The following instances shall be acted upon through the grievance machinery: g. and undue delay in the processing of retirement papers.is the counterpart Action Officer of the Civil Service Commission under the Mamayan Muna Program in the LGU pursuant to CSC MC No. Inadequate physical working conditions such as lack of proper ventilation in the workplace. practices and procedures on economic and financial issues and other terms and conditions of employment fixed by law.a system or method of determining and finding the best way to address the specific cause or causes of grievance. retirement. transfer. Non-implementation of policies. detail. and l. i. leave benefits such as delay in the processing of overtime pay. working hours. has been ignored or dropped without due consideration. and other related issues that affect then such as failure to observe selection process in appointment.

that where the object of the grievance is the top management. however. and f. that where the object of the grievance is the grievance committee. If the aggrieved party is not satisfied with the decision of the grievance committee. he or she may elevate his or her grievance within five (5) working days from receipt of the decision through the committee to top management who shall make the decision within ten (10) working days after the receipt of the grievance. that where the object of the grievance is the immediate supervisor. The decision of the next higher supervisor may be elevated to the grievance committee within five (5) working days from receipt of the decision of the next higher supervisor. 4.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN The following cases shall not be resolved through the grievance machinery: V. the aggrieved 90 | G R I E V A N C E . Appeal to the Grievance Committee. Discussion with Immediate Supervisor. At the first instance. d. however. Provided. Provided. Disciplinary cases which shall be resolved pursuant to the Uniform Rules on Administrative Cases. however. he or she may submit the grievance in writing. e. Appeal to the Higher Supervisor. GRIEVANCE PROCEDURES The procedures for seeking redress of grievances shall be as follows: 3. the aggrieved party may bring the grievance to the next higher supervisor. a grievance shall be presented verbally or in writing by the aggrieved party to his or her immediate supervisor. within five (5) days to the next higher supervisor who shall render his or her decision within (5) working days from receipt of the grievance. the aggrieved party may bring his or her grievance directly to the Civil Service Commission Regional Office. he or she may appeal or elevate his or her grievance to the Civil Service Commission Regional Office concerned within fifteen (15) working days from the receipt of such decision. The supervisor shall inform the aggrieved party of the corresponding action within three (3) working days from the date of presentation. The grievance committee may conduct an inquiry and hearing within ten (10) working days after the investigation. Provided. Together with the appeal. Appeal to the Civil Service Commission Regional Office. Union-related issues and concerns. the aggrieved party may submit the grievance to top management. If the aggrieved party is not satisfied with the verbal decision. 4. Appeal to Top Management. Sexual harassment cases as provided for in RA 7877. 3. 6. If the aggrieved party is not satisfied with the decision of top management.

LOPEZ Municipal Mayor Members : REMEDIOS E. rules and regulations. b. GRIEVANCE COMMITTEE The composition and responsibilities are as follows: COMPOSITION: Chairperson : ATTY. whenever applicable. In offices where there are accredited or recognized employee unions. the rank-and-file representatives shall be those named by the employee union. Two (2) members from the rank-and-file who shall serve for a term of two (2) years and chosen through a general assembly or any mode of selection to be conducted for the purpose. c. their integrity. RAGAS st Revenue Collection Clerk (1 Level) AIDELITA P. sincerity and credibility shall be considered. The first level representative shall participate in the resolution of the grievance of first level employees while the second 91 | G R I E V A N C E . Two (2) Division Chiefs or their equivalent positions chosen from among themselves. The chairperson shall be the Chief or Head of the Administrative Division. AGUILAR Sanitary Inspector (1st Level) Only permanent officials and employees. JOEL RAY L. a. VI. shall be appointed or elected as members of the grievance committee.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN party shall submit a Certification on the final Action on the Grievance (CFAG). The Civil Service Commission Regional Office shall rule on the appeal in accordance with existing civil service law. probity. one from the first level and another from the second level. JULIAN nd Market Supervisor (2 Level) ROBERTO FLORENTINO Agricultural Technician (2nd Level) ESTELA A. The Local Chief Executive shall ensure equal opportunity for men and women to be represented in the grievance committee. In the appointment or election of the committee members.

the aggrieved party may submit the grievance to top management. Submit a quarterly report of its accomplishments and status of unresolved grievances to the Civil service Commission Regional Office concerned. among other things. the following information: history and final action taken by the LGU on the grievance. Provided. The Local Chief Executive or his or her duly designated representative shall be appointed as member of the grievance committee. Conduct continuing information drive on Grievance Machinery among officials and employees in collaboration with the personnel unit. “talakayan”. Develop and implement pro-active measures or activities to prevent grievance such as employee assembly which shall be conducted at least once every quarter. 2. Direct the documentation of the grievance including the preparation and signing of written agreements reached by the parties involved. and 8. The Bilis Aksyon Partner (BAP) duly designated. 92 | G R I E V A N C E . 6. Issue Certification on the Final Action on the Grievance (CFAG) which shall contain. Conduct dialogue between and among the parties involved. 4. however. RESPONSIBILITIES In addition to finding the best way to address specific grievance. 7. Establish its own internal procedures and strategies. the committee shall have the following responsibilities: 1. 5. and d. Membership in the grievance committee shall be considered part of the members’ regular duties. e. that where the object of the grievances is the grievance committee. Conduct an inquiry and hearing within ten (10) working days from receipt of the grievance and render a decision within five (5) working days after the inquiry.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN level representative shall participate in the resolution of grievance of second level employees. The personnel unit shall extend secretariat services to the grievance committee. counseling and other HRD interventions. 3. Minutes of the proceedings of these activities shall be documented for audit purposes.

Grievance Form GRIEVANCE FORM _____________________ Date Filed _______________________________________ Name of Aggrieved Party _______________________________________ Position Title/Designation (if any) _____________________________ Section/Division/Office __________________________________________ Aggrieved Party’s Higher Supervisor Nature/Subject of Grievance: ____________________________________ ____________________________________ ____________________________________ ____________________________________ Action Desired ____________________________________ ____________________________________ ____________________________________ ____________________________________ ____________________________________________ Signature of Aggrieved Party 93 | G R I E V A N C E .MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN VII. GRIEVANCE FORMS The following forms shall be used: 1.

MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN 2. Final Action Taken: ____________________________________________ _____________________________________________ Date __________________ ______________________________________ Chairman Grievance Committee 94 | G R I E V A N C E . Certificate of Final Action on the Grievance CERTIFICATE OF FINAL ACTION ON THE GRIEVANCE This certifies that the grievance file by _____________________________________________________________ (Aggrieved Party) on _________________ has been acted upon by this Committee on ________________________________. Grievance Agreement Form GRIEVANCE AGGREEMENT FORM Name of Parties to a Grievance___________________________________________________________________ Nature of the Grievance __________________________________________________________________________ Steps Toward Settlement__________________________________________________________________________ Agreement/s Reached_____________________________________________________________________________ ____________________________________________________________________________________________________ ____________________________________________________________________________________________________ We promised to abide by the above-stated agree _______________________________ Aggrieved Party __________________________________ Subject of Grievance _____________________________________ Chairman-Grievance Committee __________________ Date 3.

|HUMAN RESOURCE PLAN EFFECTIVITY This Grievance Machinery shall take effect immediately upon approval by the Civil Service Commission Regional Office concerned. (SGD) ELMER R. COMMITMENT I hereby commit to implement the provisions of this Grievance Machinery and take necessary action in accordance with existing civil service law and rules against supervisors or officials who refuse to act on a grievance brought before their attention. 2001 and may now be implemented. IX. LOPEZ Municipal Mayor January 3. BARTOLATA CSC Regional Director February 2003 95 | G R I E V A N C E . 2003 CSC Action: I have evaluated the herein agency Grievance Machinery and found it to be in accordance with the provision of CSC MC 02. (SGD) ATTY. s. JOEL RAY L.MUNICIPAL GOVERNMENT OF SANTA CRUZ VIII.

MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN SPMS Manual Strategic Performance Management System 96 | S P M S .

3. IV. Business Permits & Licensing Section C. Office of the Mun.5. V. Office of the Municipal Health Officer 124 126 127 128 130 131 132 133 134 135 137 139 141 142 143 145 97 | S P M S . Office of the Municipal Civil Registrar C. VII. XVI. X. Human Resource Management Section C. VI.5.1. II. Performance Planning & Commitment B. General Services Section C. III. XIII.2.1. IX.4.1.8.1.9. Administrative Section C.7.4. Office of the Sanggunian Bayan C. Investment Promotion & Tourism Office C. & Development Coordinator C.1.1.6. Office of the Municipal Assessor C. Performance Monitoring & Coaching C. A Background The Concept The Objectives Basic Elements Enabling Mechanism The Scope The Key Players The SPMS Process A. Performance Rewarding & Development Planning Rating Period Computing the Rating Rating Scale Intervening Tasks Uses of Performance Ratings Sanctions Appeals Transition 99 100 100 101 102 103 104 106 109 110 112 113 113 117 119 119 120 121 122 ANNEXES ANNEX A: Executive Order Creating the PMT ANNEX B: Quarterly Accomplishment Report ANNEX C: Major Final Outputs and Success Indicators C.1. Performance Review & Evaluation D. Office of the Mayor C. VIII. Office of the Municipal Budget Officer C. Plng. XV.3. Office of the Municipal Accountant C. Housing & Homesite Regulation Office C.1.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN CONTENTS I. XIV. XI.6. XII.2. Office of the Municipal Treasurer C.

2.4. 11. Office of the Municipal Assessor D.10.1.1. Office of the Municipal Budget Officer D.7. Office of the Municipal Engineer C.1. Investment Promotion & Tourism Office D. 11.14.12.6. Common Output ANNEX E: SPMS Calendar ANNEX F: Office Performance Commitment & Review (OPCR) ANNEX G: Individual Performance Commitment & Review (IPCR) ANNEX H: Monitoring and Coaching Journal ANNEX I: Professional Development Plan ANNEX J: Output Rating Sheet ANNEX K: Monthly Performance Output Report (MPOR) ANNEX L: Summary of MPOR 146 148 151 154 SPMS Manual Staff 281 157 160 177 179 183 186 191 193 197 205 216 218 225 234 237 242 251 259 265 273 274 275 276 277 278 279 280 98 | S P M S .9.3. Office of the Municipal Engineer D. Officer C.8.1.6.13.3.4.13. Office of the Sanggunian Bayan D.1.2.10. Officer D. Office of the Municipal Social Welfare & Dev’t. Office of the Municipal Agriculturist D. Office of the Economic Enterprise Manager D. Housing & Homesite Regulation Office D.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN C. Human Resource Management Section D. Office of the Municipal Accountant D. Office of the Municipal Planning & Dev’t.1.1. Office of the Municipal Civil Registrar D. Office of the Municipal Agriculturist C. Administrative Section D. General Services Section D.12. Coordinator D. Office of the Municipal Health Officer D. Office of the Municipal Social Welfare & Dev’t.5. Office of the Economic Enterprise Manager ANNEX D: Performance Standard Guide D.5.1. Office of the Mayor D. Office of the Municipal Treasurer D. Business Permits & Licensing Section D.

2012. It was established in year 2003 and is still being used up to the present. The members of the Performance Evaluation Review Committee (PERC) experienced difficulty in discharging their duties and functions as they are the ones in-charge in the review of employees Performance Target and Performance Rating because the preparation of the employees Performance Target and Performance Rating was done at same time at the end of the rating period. This is in pursuance to CSC Memorandum Circular No. To address all of these issues and weaknesses found in the existing performance evaluation system. which mandates all government agencies to establish the SPMS which gives emphasis on the strategic alignment of the LGU’s thrusts with the day-to-day operations of the LGU Offices. Further. there is no commitment between the rater and the ratee. Cruz. Cruz hereby adopts a new system. the culture of performance and the accountability of the individuals are hoped to be strengthened. s. Cruz has adopted the Performance Evaluation System (PES) in measuring/evaluating the employees’ performance. there are many issues that the employees have encountered as far as performance appraisal is concerned. Since the implementation of the PES. The SPMS focuses on measures of performance results that are reviewable over the period of the implementation and provides a scientific and verifiable basis in assessing organizational performance and the collective performance of individuals in the organization. the so called Strategic Performance Management System (SPMS). With the establishment of the SPMS in LGU Sta. the PES are done for mere compliance so as they can receive Productivity Incentive Bonus (PIB) at the end of the year. The PES is found to be generally ineffective in the sense that many department heads rely on their staff in setting individual targets as well as in determining ratings without these being fully discussed between the rater and the ratee. there are no performance standards set. Cruz. 6. the LGU Sta. For some. they do not take it seriously when accomplishing the PES form. Cruz Davao del Sur I. The ratings are subjective as all get either Very Satisfactory or Outstanding even those who do not perform their work well. 99 | S P M S . A BACKGROUND The Local Government Unit of Sta. In the existing Performance Evaluation System (PES) of LGU Sta.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN SPMS Manual Municipal Government of Sta. As to the employees.

the accomplishment of work performance by employees is tightly linked with the over-arching vision of the agency so that. THE OBJECTIVES The core objectives of the SPMS of the Municipal Government of Sta. 100 | S P M S . such that only one basis is used in performance evaluation. the SPMS attempts to raise the notch for work productivity both of the individual employee and of the whole organizational in tandem. With work productivity raised at a higher level.  To link performance management with other HR systems using one platform. Specifically. expected to emerge as consequences are the delivery of more efficient and more effective services to the public and the elevation of satisfaction on the part of the clients. its work units. As a result. Cruz is to provide the means through which better results can be attained from the organization. in improving organizational effectiveness in the realization of the agency’s vision. the employees’ work targets and subsequently their work accomplishments serve to advance the attainment of organizational goals. With SPMS. As an instrument that measures work performance by individual employees and the work units to which they belong. rewards and incentives. including the work performance of the entire agency.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN II.  To ensure organizational effectiveness by cascading institutional accountabilities to the various levels of the organization anchored on the establishment of a scientific basis for performance targets and measures. as individuals and as members of a work unit. the objectives of the SPMS of the Municipal Government of Sta. organizational objectives. whether as separate individuals or as a component of a collective in the unit to which they belong. hence. discipline and personnel actions. the SPMS shows an inextricable connection between individual performance and organizational performance. Cruz with its Municipal Comprehensive Development Plan and the Philippine Development Plan. and the individuals composing these work units by managing performance. and not merely paid attention at the end of such period when ratings are already determined. III. THE CONCEPT The SPMS is a systematic process by which an agency involves its employees. Cruz are as follows:  To concretize the linkage of the overall performance of the Municipal Government of Sta. addressing the gap experienced in the past when individual work as loosely hinged. HR planning and interventions. if not often separate and distinct from. the SPMS becomes a tool for managing performance in ways whereby work accomplishments are monitored throughout the span of the performance rating period. mission and strategic goals. With a premium on performance management.

These standards are integrated into the success indicators of each Major Final Output. The monitoring and evaluation mechanisms and an information system ensure the generation of timely. The organizational and individual Major Final Outputs and their respective success indicators are aligned to facilitate cascading of organizational goals to the individual staff members and the harmonization of organizational and individual performance ratings. and  To align individual and organizational performance with the latter’s strategic goals by putting premium on performance results of the organization. and collecting. Outputs/Outcomes-Based The system puts premium on Major Final Outputs that contribute to the realization of organizational mandate. Information System Supporting Monitoring and Evaluation Monitoring and evaluation mechanisms and an information system are vital components of the SPMS in order to facilitate the linkage between organizational and employee performance. measuring performance. strategic priorities. Standards are pre-determined to ensure efficient use and management of inputs and work processes. 5. reviewing. Cruz. Individual work plan or commitment and rating form is linked to the division/unit/office work plan or commitment and rating form in order to establish a clear linkage between organizational performance and personnel performance. and reporting performance data. Team-Approach to Performance Management Accountabilities and individual roles in the achievement of organizational goals are clearly defined to give way to collective goal setting and performance rating. The organizational and the individual performance forms are similar and easy to accomplish. Goal Alignment Between the Mandate of the Municipal Government of Sta. 4. accurate and reliable information 101 | S P M S . mission and strategic priorities of the Municipal Government of Sta. Organizational objectives are cascaded down to operational level. IV. vision. vision. Objectivity The results of the assessment of office performance and of individual performance are impartial owing to scientific and verifiable basis for target setting and evaluation. User-Friendly Forms The forms used for both the organization and individual performance are similar and easy to accomplish.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN  To improve organizational and individual performance through a systematic approach via an ongoing process of establishing strategic performance objectives. 2. outputs and outcomes. Cruz is composed of these basic elements: 1. 6. Cruz and its Organizational Priorities Performance goals and measurements are aligned to the national development plans and the mandate. 3. BASIC ELEMENTS The SPMS of the Municipal Government of Sta. mission. analyzing.

an environment conducive to its full fruition. such that the objectives it desires to attain can be realized to its maximum. This suitable environment for SPMS needs to possess the following factors as its enabling mechanism:  A Recruitment System that identifies competencies and other attributes that are required for particular jobs or functional groups. shifting demands and opportunities.  A Change Management Program that inspires acceptance and enthusiasm from the employees in the face of impending changes that are introduced or that naturally happen as a consequence of changes in the external environment of the organization. ENABLING MECHANISMS For SPMS to be effective. emerging trends vis-àvis traditional values. 7. and other factors. Communication Plan A program to orient agency officials and employees on the new and revised policies on the SPMS is a must so as to promote awareness and interest on the system to generate employees’ appreciation for the SPMS as a management tool for performance planning. 102 | S P M S .  An Information and Communication Program that supports project documentaries.  An institutionalized Mentoring and Coaching Program that ignites work motivation among lowly performing individuals while sparking higher work drive among highly performing personnel. and  A Mechanism for Policy Review and Formulation that considers both the internal and the external circumstances. accomplishment reporting.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN for both performance monitoring/tracking. and to guarantee employees’ internalization of their role as partners of management and of their co-employees in meeting organizational performance goals. control and improvement. needs to be in place. V. program improvement and policy decision-making. knowledge management.  An adequate Rewards and Incentives System that appropriately confers recognition to deserving personnel. monitoring and evaluation.  Job Competency Standards that determine the necessary HR interventions in order to address competency gaps.

Approves the performance commitment and rating of all work units as reflected on their respective Office Performance Commitment and Rating (OPCR) forms. This applies to all officials and employees of the Municipal Government of Sta. 103 | S P M S .MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN VI. Sets agency performance goals/objectives and performance measures. Sets consultation meeting of all heads of work units for the purpose of discussing the targets set in the OPCR form. Determines agency target setting period. are aligned with those of the agency. Hereunder are the key players of the SPMS and the respective functions they perform: PLAYER The SPMS Champion (Municipal Mayor) ROLE    Asst. Each individual. Ensures that the performance targets and measures of work units. reviews. whether they occupy first-level or second-level positions in the career service. Cruz. SPMS Champion   The Performance Management Team (PMT) (Please see Annex A at page 123)      Primarily responsible and accountable for the establishment and the implementation of the SPMS. as well as the budget for these. Recommends approval of the office performance commitment and rating of the work units to the Municipal Mayor. Cruz. regardless of position. this role is assigned to the Planning Office. assumes a role to play in the SPMS plot. During the SPMS pilot-testing period. VII. managing and measuring the individual and the office performances with success indicators anchored in the targets and measures set. THE KEY PLAYERS Vital to the successful implementation to the SPMS are the human resources comprising the Municipal Government of Sta. Assesses the performance of all work units. Consolidates. Acts as the appeals body and the final arbiter for issues arising from work performance management. and that the distribution of work among the work units is rationalized. this also applies to employees in the non-career service. validates and evaluates the performance assessment of work units after the SPMS pilot-testing period based on these work units’ reported accomplishments against the success indicators. THE SCOPE The SPMS is an instrument for determining. who determines the final rating of work units. The result of the assessment is its basis for recommendation to the Municipal Mayor. and the allotted budget against the actual expenses. Whenever appropriate.

Municipal Accountant and the Municipal Treasurer. Adopts its own internal rules. Conducts the agency’s Annual Performance Planning and Review Conference of all heads of work units for the purpose of discussing the performance assessment of these work units in the preceding performance period and of planning for the approaching performance period. Monitors the submission of Individual Performance Commitment and Review (IPCR) form by heads of work units. skill/competency gaps. Coordinates developmental interventions that will form part of the HR Plan. Acts as the Secretariat of the PMT. including such matters as setting the schedule of its meetings and deliberations and delegating authority to representatives of its members in case of their absence during meetings. The result of this assessment. This includes discussion pertaining to budget utilization with relevant data being provided by the Municipal Budget Officer. 104 | S P M S . which recommends the same to the Municipal Mayor who shall determine the final rating of the work units. Consolidates. reviews.MUNICIPAL GOVERNMENT OF SANTA CRUZ   The Planning Office      The Human Resource Management Office     |HUMAN RESOURCE PLAN Identifies potential top performers and provides inputs to the PRAISE Committee in the grant of awards and incentives. validation and evaluation of performance of the work units. is submitted to the PMT. procedures and strategies in carrying out the foregoing roles. Monitors the submission of the OPCR form by various heads of work units. validates and evaluates the initial performance assessment of all work units based on their reported accomplishments against the success indicators. which is done during the pilot-testing period of the SPMS. is assumed by the PMT. Provides analytical data on retention. Provides to every work unit its final performance rating which serves as basis by the heads of these work units in rating individual staff members under them. Reviews the Summary List of Individual Performance Rating to ensure that the average performance rating of employees is equivalent to or not higher than the performance rating of the work unit to which these employees belong as recommended by the PMT and as approved by the Municipal Mayor. After the pilot-testing period. and the allocated budget against the actual expenses. this role pertaining to the consolidation. and sets the schedule for the review/evaluation of the commitments of all work units by the PMT before the start of the performance period. and talent development plans that align with strategic plans. review.

 Provides preliminary rating to the employees showing Poor performance rating not earlier than the third month of the rating period. Submits a Quarterly Accomplishment Report to the Planning Office based on the SPMS Calendar. Act as partners of the management in meeting performance goals of the entire organization. and submits to the planning office the targets of his/her work unit as reflected on the OPCR form. Identifies necessary intervention to employees based on the assessment of their developmental needs and consequently does the following:  Recommends and discusses a development plan with the individual employees who obtain Unsatisfactory performance rating during the rating period not later than one month after the end of said period.(Please see Annex B) Does the initial assessment of his/her work units’ performance using the OPCR form. Table 1: Key Players and their Roles 105 | S P M S . Act as partners of their fellow employees in meeting performance goals of their own work unit. and prepares a written notice to said employees that a succeeding Unsatisfactory performance shall warrant their separation from the service. Conducts a strategic planning session with personnel under him/her before the start of the performance period in order to agree on the outputs that are to be accomplished in the ensuing performance period as based on the goals/objectives of the organization.MUNICIPAL GOVERNMENT OF SANTA CRUZ The Head of Work Unit        Individual Employees  |HUMAN RESOURCE PLAN Assumes primary responsibility for the management of performance in his/her work unit. and submits the same to the HRM office before the start of the performance period. and issued a written notice that failure to improve their work performance shall warrant their separation from the service. taking into mind that the average performance rating of employees should not be higher than the performance rating of the work unit to which they belong. Determines the final performance rating of the individual employees in his/her work unit based on proof of their performance and using as reference the performance rating of his/her work unit as approved by the Municipal Mayor. Reviews and approves individual employee’s targets as shown on their respective IPCR forms. recommends a developmental plan for said employees and discusses this with them.

106 | S P M S . They refer to performance level yardsticks consisting of performance measures and performance targets (please see Diagram 2 below). Performance Planning and Commitment kicks off as the first stage. Performance Planning and Commitment The cycle begins with this stage. At the initial stage of the SPMS implementation. particularly during the pilottesting period. accomplishments or effectiveness in the fulfilment of work plans for the year.THE SPMS PROCESS The SPMS follows the four-stage performance management cycle framework ( please see Diagram 1 below). At the start of the SPMS cycle. It is followed by Performance Monitoring and Coaching stage. START HERE PERFORMANCE PLANNING AND PERFORMANCE MONITORING COMMITMENT AND COACHING PERFORMANCE REWARDING AND DEVELOPMENT PLANNING PERFORMANCE REVIEW AND EVALUATION Diagram 1: The SPMS Cycle A.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN VIII. Performance Planning and Commitment takes place when the heads of work units meet the members of their respective staff in order to agree on the outputs that should be accomplished in their own work unit as based on the larger organizational goals. The four stages take place one after another within the performance period such that the cycle repeats itself in the next and succeeding performing periods. Success Indicators are the characteristic. success indicators of every output are determined and agreed upon by both the head of the work units and their respective employees. Done even before the performance period commences. after which is Performance Review and Evaluation stage as followed by Performance Rewarding and Development Planning stage. property and attribute of achievements.

while success indicators of emerging outputs are also determined. These performance measures include Effectiveness (quality). and Timeliness. or unnecessary effort. The degree to which objectives are achieved and the extent to which targeted problems are solved. Efficiency (quantity). the success indicators of recurring outputs may be refined. Time-related performance indicators evaluate such things as project completion deadlines. effectiveness relates to getting the right things done. Timeliness Measures whether the deliverable was done on time based on the requirements of the law and/or clients/stakeholders. The success indicators serve as basis in the preparation of the OPCR by the heads of the work units and in the preparation of the IPCR by the employees. performance measures are integrated. The table below defines what these performance measures mean. Into the success indicators of every output. Efficiency The extent to which time or resources are used for the intended task or purpose. time management skills and other time-sensitive expectations. expense. Measures whether targets are accomplished with a minimum amount or quantity of waste. Table 2: Performance Measures and their Definition 107 | S P M S . In management. enhanced or revised to make these more suitable and reliable as performance level yardsticks.MUNICIPAL GOVERNMENT OF SANTA CRUZ Measures |HUMAN RESOURCE PLAN Success Indicators Targets Diagram 2: Framework of Success Indicators In the succeeding performance periods of the SPMS implementation after its pilot test. CATEGORY DEFINITION Effectiveness/Quality The extent to which actual performance compares with targeted performance.

The basis for setting targets of work units shall be the Municipal Annual Investment Plan. are indicated as performance targets. At the end of the month. and submitted to the PMT and to the HRMO. This involves identifying and comparing the best agencies or institutions within the same category and/or classification as the Municipal Government of Sta. Targets reflect patterns or trends that data from past performance imply. Revisions to the OPCR may be allowed at any time to accommodate intervening tasks subject to the review of the PMT and the consequent approval of the Champion. This involves a bottom-up approach in which the work unit heads set targets according to the needs and expectations of clients. This may also involve recognizing existing standards based on provisions or requirements of the law. 108 | S P M S . or the other agencies’ best units having similar functions and processes as those units in the Municipal Government of Sta. Cruz. the detailed budget requirements per expense account is indicated to instruct the Municipal Mayor in ensuring a strategy-driven budget allocation and in measuring cost-efficiency. which contribute to the attainment of the organizational vision and mission and which form part of the core functions of the work units. the targets of work units and of individual employees should have already been reflected on the OPCR and on the IPCR. In setting performance targets. particularly on November 29.  Client Demand. The work unit may consult with stakeholders and review the feedback on its services. the following factors are taken into account:  Historical Data. Major Final Output (MFOs).  Future Trend. In setting targets of work units in the OPCR form (please see Annex F at page 273). or on any working day before this day if November 29 falls on a weekend or if it is declared as non-working holiday. Cruz may prescribe targets and/or require compliance to special assignments that become targets to accomplish. The OPCR shall also shows the employee or group of employees who are primarily accountable for producing target outputs per program/project/activity. Cruz. respectively. Targets may be based from the results of the comparative analysis between the actual performance of the work unit and its potential performance.  Instruction from Top Management and/or Regulatory Bodies.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN The SPMS target-setting period is set in the entire month of November in every year. further respectively.  Bench Marking. The Municipal Mayor and/or heads of other government agencies which have regulatory or oversight functions over the Municipal Government of Sta.

The focus is essentially on the critical function and strategic shift of work unit heads as frontrunners of developmental planning with emphasis on the strategic role of being an enabler. the head of the work unit is expected to address factors that either help or hinder effective work performance. It has to be assured at all times that individual employees’ performance standards on the IPCR cannot be lower than their work unit’s performance standards on the OPCR. Monitoring is also done to avert to address constraints and challenges. when needed. name of persons being monitored and critical incidents noted. In doing so. one-on-one discussions. coach or mentor rather than being a mere evaluator. regular monitoring by the heads of work units on the progress and on the quality of work output of individual employees happens such that the progress of work accomplishment of the work unit is also being simultaneously monitored. the necessary interventions in order to improve team performance of their own units. if these occur. memorandum and review of pertinent documents. The performance standards of every output are to be agreed upon by and between the work unit head as rater and the individual employees as ratees unless outputs have already been assigned pre-set standards by management. communications and tracking forms. Performance Monitoring and Coaching Regular monitoring of the work units and of the individual employees of every unit is an essential aspect of this stage. these management-assigned standards prevail. such as reports and completion and quality any untoward incident or The work unit head maintains the Monitoring and Coaching Journal (please see Annex H at page 275) to record the conduct of monitoring. and they also develop individual potentials. 109 | S P M S . B. In the conduct of regular monitoring. they provide an enabling environment and. to ensure timely execution of deliverables. Monitoring may be conducted through meetings. Throughout the performance period. In the case of the latter.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN The approved OPCR of a work unit serves as basis for setting individual performance targets and measures of employees in the IPCR form (please see Annex G at page 274). The journal contains the date and form of monitoring. As heads of work units assume redefined roles as performance managers. they as well take on new functions as coaches and mentors.

Performance Review and Evaluation This phase aims to assess the performance level of both the work unit and the individual employees based on set performance targets and measures as approved in the OPCR and in the IPCR. In effect. is submitted to the Municipal Planning and Development Office for consolidation. and the average of these performance measures is taken to determine the overall rating of the MFO in a given performance period. Core Functions. review.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN As coaches. Efficiency (quantity) and Timeliness. C. specific percentages are assigned to a group of MFOs belonging to any of these three categories. the rating of the work unit initially done by its head is submitted to the PMT for the same purpose of consolidation. the rating of every MFO is determined based on the success indicators indicated on the OPCR using a five-point rating scale with 5 being the highest possible rating and 1 being the lowest possible rating. After the SPMS pilot testing. review. 110 | S P M S . Every MFO is rated of its performance measures on Effectiveness (quality). The rater objectively determines the gaps between the actual and the desired performance. Comparing the targets set before the start of the performance period and the accomplishments made at the culmination of the performance period. validation and evaluation. as computed by its head during the pilot-testing period of the SPMS. the head of a work unit initially assesses the performance of his/her own unit using the OPCR form already containing the targets earlier set before the start of the performance period. validation and evaluation. respectively. or Support Functions.  Office Performance Assessment At the end of the performance period. Such distribution of percentages according to the category of MFOs varies if the MFOs listed on the OPCR belong to any combination of only two of these categories instead of all the three of them. the results of the assessment possess such elements as impartiality and objectivity owing to scientific and verifiable basis for target setting and evaluation. the work unit head performs a critical function aimed at empowering and helping individual employees in their work assignments. The initial rating of the work unit. Depending on whether the MFOs are categorized as under Strategic Objectives.

In no case will the average of all individual performance ratings in a work unit. The Municipal Planning and Development Office provides all work units with their respective final ratings. in case these are new output which have yet no success indicators. But in cases when the outputs arising from intervening tasks are not new ones and their success indicators have already been set. an appeal or any issue arising from the final rating of work units. these success indicators are reflected on the revised IPCR as basis for rating. the work unit head of the individual employee assesses said employee’s performance based on commitments made at the beginning of the rating period. be higher than the performance rating of their work unit as reflected on its OPCR. 111 | S P M S . The performance rating is solely based on records of accomplishments. the outputs arising from these tasks are immediately reflected on the revised IPCR of the concerned employee after the success indicators of the said outputs are agreed upon by the same employee and his/her work unit head. Such work unit ratings become the basis of the work unit heads in rating the performance of individual employees under them. the concerned head of work unit may bring up the matter during the Annual Performance Review Conference. In case of a protest. When intervening tasks may arise at anytime during the performance period. the recommended rating of the work unit is forwarded to the Municipal Mayor who issues the final rating of the work unit. in which said matter is taken up. appeal or issue pertaining to the work unit’s final performance ratings can no longer be appealed or contested after the conduct of the Annual Performance Review Conference. An employees’ assessment shall be discussed by the work unit head with the concerned ratee prior to the submission of said employee’s IPCR to the HRM Office by the same work unit head within the prescribed time. The head of a work unit releases the Summary List of Individual Ratings and this is also submitted to the HRM Office as a cover page of all the IPCRs of the employees of his/her work unit. Any protest. as reflected on their respective IPCRs.  Individual Performance Assessment At the end of the performance period.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN From either the Municipal Planning and Development Office or the PMT.

Career paths and alternatives may also become part of the discussion. This discussion focuses on the competencyrelated performance strengths and gaps of employees. and other details. Results arising from the performance evaluation of both work units and of individual employees are used as inputs to:  the heads of work units in identifying and providing the type. the proposals for addressing them. D. The HRM Office initiates this particular evaluation process and its results are discussed by and between the heads of work units and each of the employees under them at the end of the rating period. A component of the individual employee’s evaluation is the competency assessment vis-à-vis the competency requirements of the positions they respectively occupy. including the opportunities that are available to address these gaps.  the HRM Office in consolidating and coordinating developmental interventions that will eventually form part of the HR Plan and that will be used as basis for rewards and incentives. appropriate developmental interventions are provided to employees requiring them in coordination with the HRM Office. on the one hand. The PMT decides of the matter within one month from receipt of the appeal. In doing this.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN An employee who is dissatisfied with his/her final performance rating may file an appeal with the PMT within ten calendar days from the date of receipt of notice of his/her final performance rating from his/her work unit head. As needed. the timelines involved. and which of the same require HR interventions so as they can improve their work performance in the ensuing performance period. Performance Rewarding & Development Planning The final stage of the SPMS involves a scrutiny into the performance ratings of work units and of individual employees so as to determine which of the work units and individual employees are deserving of rewards and incentives. The result of the competency assessment is treated independently of the performance rating of the employee. the use of the Professional Development Plan sheet ( please see Annex I at page 276) is used to document the areas needing improvement. the nature and the length of time of interventions needed based on the developmental needs identified. on the other hand. and 112 | S P M S .  the PMT in identifying potential PRAISE nominees for various award categories.

To get the Total Monthly Outputs (Efficiency/Quantity) . Computing this on a weekly basis as reflected on the employee’s Monthly Performance Output Report (MPOR) makes the consolidation easier than when all individual ratings of all outputs of an employee were consolidated only at the end of the semester. if there is a need for a shorter or longer period. an employee simply gathers all ORSs and/or OTSs and classifies these by output. The overall performance rating of an employee in a given semester is a consolidation of all the ratings given by the supervisor to all the employee’s outputs. Likewise. the minimum is not shorter than three months while the maximum is not longer than one year. the employee adds the number of outputs done in the week to get Total Outputs (Efficiency/Quantity) for the Week .MUNICIPAL GOVERNMENT OF SANTA CRUZ  |HUMAN RESOURCE PLAN the PRAISE Committee in determining top performers who qualify for awards and incentives. all weekly columns in the MPOR shall have been filled up for outputs done in that month. to get the Total Quality Ratings for the Week. an employee just adds all the weekly entries 113 | S P M S . The first semester performance period begins on January 1 and ends on June 30. IX. generates. That is. done by the employee. In effect. the employee becomes the ratee. COMPUTING THE RATING Determining an employee’s performance rating in any given rating period begins with the individual rating that each output. To get the weekly performance rating. X. and this total is reflected on the particular week under the Efficiency/Quantity column in the MPOR. This individual rating is recorded on an Output Rating Sheet (ORS) or an Output Tracking Slip (OTS) or other mechanism adopted for documenting such individual output rating. The same procedure is done to determine entries for Quality column and for Timeliness column of a particular week in the MPOR. an employee merely adds all Quality ratings of every output and reflects this total under the Quality column in the MPOR. while the second semester performance period begins on July 1 and ends on December 31. After a month has passed. Cruz. For every output. RATING PERIOD The performance rating period covers one semester such that there are two performance rating periods in any given year. the Total Monthly Quality Rating and the Total Monthly Timeliness Rating. to get the Total Timeliness Rating for the Week. However. and the same supervisor uses the Performance Standards Guide as reference for rating each and every output to ensure that every rating given complies with the adopted standards implemented uniformly throughout the LGU Sta. an employee just also adds all Timeliness ratings of every output and again reflects this total under the Timeliness column in the MPOR. The supervisor who checks an employee’s output becomes the rater of the output.

and Timeliness columns. No averaging of figures is necessary to be done yet. The MPOR copy to be submitted to the HRM Office is attached to the Daily Time Record (DTR) of the same month. In doing this. and the figure generated is reflected under the Average column of Timeliness. Quality.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN under Efficiency/Quantity. the Total Monthly Quality Rating. And to get the Semester’s Timeliness Average of an output. In doing this. 3 below) is noted. Looking at the Summary MPOR form. the employee adds entries under Quality column of all the six months of the semester. the employee divides the Semester’s Total Quality by the Semester’s Efficiency/Quantity Total. particularly at the total under Efficiency/Quantity column. Whatever the figure or the percentage that is generated as Efficiency/Quantity accomplishment becomes the first segment for the Actual Accomplishment column as far as this particular output is concerned. and the figure generated is reflected under the Average column of Quality. and one more copy is for submission to the HRM Office for its file. an employee accomplishes the Summary MPOR form using as reference all the six MPORs of the particular semester by merely copying from these MPORs the Total Monthly Output (Efficiency/Quantity). fractions are done away with and the whole numbers before the fractions are written as the figure. to get the Semester’s Timeliness Total of every output. as far as every output is concerned. To get the Semester’s Quality Average of an output. the IPCR is accomplished using the former as reference. To get the Semester’s Efficiency/Quantity Total of every output. Having completed the Summary MPOR. This is done by doing the following steps:  Consider one output at a time. The 114 | S P M S . The MPOR is accomplished at the end of every month in triplicate copies: one is for the employee’s own file.  Looking again at the Summary MPOR form. the employee divides the Semester’s Timeliness Total by the Semester’s Efficiency/Quantity Total. the ratee compares the target set at the start of the semester (as cited under the Success Indicator column of the IPCR) and the accomplishment done at the end of the semester (as cited under the Total column under Efficiency/Quantity of the Summary MPOR). then review the Success Indicator already written for that output on the next column. The Success Indicator pertains to the targets which were set at the start of the semester that the ratee agreed upon with the rater to accomplish for the whole semester. fractions are also done away with and the whole numbers before the fractions are written as the figure. To get the Semester’s Quality Total of every output. It has to be noted that the computation done so far only involves addition up to the accomplishment of the MPOR. Begin with the first output listed on the IPCR. this time at the average under Quality column. and reflects the figures under the appropriate Total column. the employee adds all entries under Quantity column of all the six months of the semester. At the end of a semester. and the Total Monthly Timeliness Rating of every output and reflecting these under the corresponding columns of the particular month. respectively. In the same manner. another copy is for the supervisor’s file. the Semester’s Quality Average of an output is taken and its Equivalent Numerical Rating (ENR) on the SPMS Conversion Table (please see Table No. the employee adds all entries under Timeliness column of all the six months of the semester.

for which only six reports can ever be generated as maximum in any given semester as its total. The descriptive Timeliness standard of this output. and it is either “2” or “1”.00 4. Average Rating (Quality and Timeliness) (From Summary MPOR) 5. as indicated on the Performance Standards Guide.  The rate is now ready to write the entry for an output under the Actual Accomplishment column by weaving together in one seamless statement the first. the Semester’s Timeliness Average of an output is taken and its ENR on the SPMS Conversion Table is further noted. the second and the third segments thereof. An example of a fixed Quantity is a monthly report. becomes the second segment for the Actual Accomplishment column of this particular output. once the Quantity as targeted is not reached. becomes the third segment for the Actual Accomplishment column of this particular output. the corresponding narrative description of the ENR reflecting actual Quality accomplishment. 3: SPMS Conversion Table  Using the Summary MPOR as reference once more. Another example is when a fixed percentage of quantity is made the target. as the Performance Standards Guide indicates. of which the rate has no choice but to meet the targets as set or else the ratee’s performance rating automatically becomes lower than satisfactory if the targets set are not met. the rating to be given depends on the actual accomplishment done compared with the set target as Table 4 below shows. and (2) another way is used for surpass these targets. For fixed tagets. as indicated on the Performance Standards Guide.00 - 4. As for targets whose accomplishment is not fixed and can very well vary. there are two ways to rate Efficiency/Quantity: (1) one way is used for fixed Quantity targets. and the corresponding narrative description of the ENR reflecting actual Timeliness accomplishment. this time looking at the Average under Timeliness column.  Moving to the Rating column of the same output in the IPCR.99 2.99 Equivalent Numerical Rating (To be reflected on the IPCR) 5 4 3 2 1 Table No.00 3. Efficiency/Quantity rating is the highest at “5” once the Quantity as targeted is accomplished at semester’s end.99 3. the first to be given a rating is the output’s Efficiency/Quantity rating. 115 | S P M S .MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN descriptive Quality standard that corresponds to the ENR of this output.99 1.00 1.00 2. necessarily in that order as respectively composed of the actual figure or percentage accomplishment in Quantity.

100%.MUNICIPAL GOVERNMENT OF SANTA CRUZ Quantity Rating 5 4 3 |HUMAN RESOURCE PLAN Percentage of Actual Accomplishment Accomplishment is 130 percent or more than the set target Accomplishment is 115 to 129 percent more than the set target Accomplishment is equal to the set target or 101 to 114 percent more than the set target Accomplishment is 51 to 99 percent of the set target Accomplishment is below 50 percent of the target 2 1 Table No.   Strategic Priorities Support Functions Total - 80%. Core Functions and Support Functions.  As for Timeliness. And so is the Average Rating of all outputs belonging to Support Functions category similarly computed. 50%. The Average Rating of all outputs belonging to Core Functions category is also computed. as reflected on the IPCR:   Strategic Priorities Core Functions Total - 50%. 10%. for Quality. 4: Rating for Quantity of Outputs that are not Fixed  Next to be given a rating is Quality under Rating column of the IPCR.  The same process (all previous bullets in this enumeration) is done for every output on the IPCR until all outputs shall have been computed of their respective Averages under Rating column. the Average Rating of all outputs belonging to Strategic Objectives category is further computed. and for Timeliness under Rating column of the IPCR is computed and consequently written as the Average rating on the last sub-column under Rating column. such as Strategic Objectives. 100%. 45%.  If an employee has outputs only in two out of three categories. are assigned corresponding percentages to arrive at the Final Rating of the employee in a given semester.  The average of the figures for Efficiency/Quantity. 20%.  The Average Ratings of the three categories of outputs. 116 | S P M S . 100%. Whatever is the output’s ENR that corresponds to the Semester’s Quality Average becomes the Quality Rating. whatever is the output’s ENR that corresponds to the Semester’s Timeliness Average becomes the rating. This percentage distribution is shown below:  If an employee has outputs in all three categories as reflected on the IPCR:    Strategic Priorities Core Functions Support Functions Total - 45%.  Once the Average rating is taken for all outputs on the IPCR.

51-3. the head of a work unit simply consolidates all the IPCRs of his/her individual employees into his/her own MFOs on the OPCR.51-4. 20%. A similar five-point rating scale is used in measuring the performance of work units in their accomplishment of targeted MFOs.50 Adjectival Rating Outstanding (O) Very Satisfactory (VS) Satisfactory (S) Unsatisfactory (US) Poor (P) Table 5: The Range of Overall Numerical Ratings and their Respective Adjectival Ratings In computing the OPCR. the head of a work unit also computes his/her own Final Rating to be reflected on his/her own OPCR. The same rating scale is further used in determining the work unit’s overall performance rating in a given performance period. The description of each numerical rating and its corresponding adjectival rating is shown on Table No. 5 being the highest and 1 being the lowest. 100%  If an employee has outputs only in one out of three categories.50 1. as reflected on the IPCR:    Strategic Priorities Core Functions Support Functions - 100%. Range 4. RATING SCALE The rating scale to be used in measuring the performance of individual employees in their completion of targeted outputs uses a five-point rating scale. 117 | S P M S .50 2. 5 below.00 3.MUNICIPAL GOVERNMENT OF SANTA CRUZ   Core Functions Support Functions Total |HUMAN RESOURCE PLAN - 80%.50 1. 100%. He/she also includes on the OPCR the rating of outputs he/she himself/herself did. XI. the adjectival rating is added on the IPCR. The same rating scale is used to show an individual employee’s overall performance rating in a given performance period. Following the steps enumerated above in computing the Final Rating on the IPCR.00-1. 100%. After computing the Final Rating. In no way should the OPCR of a head of a work unit be higher or lower than the average of all IPCRs of individual employees under said head.51-5.51-2.

MUNICIPAL GOVERNMENT OF SANTA CRUZ

|HUMAN RESOURCE PLAN

The overall numerical performance ratings of work units and of individual employees in any
given performance period have their respective adjectival performance ratings. Table 3 below shows the
adjectival equivalent of each numerical rating, as well as its description.

RATING
Numerical

Adjectival

5

Outstanding

DESCRIPTION

 Performance represents an extraordinary level of
achievement and commitment in terms of quality and
time, technical skills and knowledge, ingenuity, creativity
and initiative. Employees at this performance level
should have demonstrated exceptional job mastery in all
major areas of responsibility. Employee achievement and
contributions to the organization are of marked
excellence.
 Performance exceeding targets by 30% and above of the
planned targets.

4

Very Satisfactory

 Performance exceeded expectations. All goals, objectives
and targets were achieved above the established
standards.
 Performance of 115% to 129% of the planned targets.

3

Satisfactory

 Performance met expectations in terms of quality of
work, efficiency and timeliness. The most critical annual
goals were met.
 Performance of 100% to 114% of the planned targets.

2

Unsatisfactory

 Performance failed to meet expectations, and/or one or
more of the most critical goals were not met.
 Performance of 51% to 99% of the planned targets

1

Poor

 Performance was consistently below expectations,
and/or reasonable progress toward critical goals was not
made. Significant improvement is needed in one or
more important areas.
 Performance failing to meet the planned targets by 50%
or below

Table 3: The Rating Scale’s Numerical Values and their Respective Adjectival Nomenclature and Description

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In determining the equivalent adjectival rating of work units and of employees, the overall
numerical rating found in either the OPCR or the IPCR is converted to its adjectival rating within the
numerical range that Table 4 below shows.
Range
4.51-5.00
3.51-4.50
2.51-3.50
1.51-2.50
1.00-1.50

Adjectival Rating
Outstanding (O)
Very Satisfactory (VS)
Satisfactory (S)
Unsatisfactory (US)
Poor (P)

Table 4: The Range of Overall Numerical Ratings and their Respective Adjectival Ratings

XII. INTERVENING TASKS
Intervening tasks are those which are performed by an employee at any time within the
performance period but the same have not been included in his/her IPCR as these have been assigned
to him/her after its preparation and subsequent approval. These tasks necessarily require a considerable
amount of effort and time in their completion.
Tasks that do not require the exertion of significant effort and/or do not require a period of
more than one month to accomplish are not considered as intervening tasks.
In cases when intervening tasks are assigned to an employee, the same needs to be
formalized although an office order issued by the Municipal Mayor specifying what the expected
outputs are in terms of efficiency (quantity) and effectiveness (quality), as well as the expected time
when these are to be completed. Such office order becomes the basis of both the head of the work unit
and the concerned employee in setting the success indicators of the outputs arising from the
intervening tasks, in case these outputs are new and have not yet been assigned their respective success
indicators. However, in cases when the outputs arising from the intervening tasks are not at all new and
success indicators have already been determined, existing success indicators apply.
Revisions on the concerned employee’s IPCR have to be done to include the outputs arising
from his/her performance of the intervening tasks. The revised IPCR is submitted to the HRM Office not
later than two weeks after the employee has received an office order instructing him/her to perform
intervening tasks.
The revised IPCR becomes the basis for rating the performance of the employee at the end of
the performance period. The initial IPCR submitted prior to the revised IPCR is deemed ineffective.

XIII. USES OF PERFORMANCE RATINGS
a.

As security of tenure of those holding permanent appointments in the government
service is not absolute but is based on performance, the SPMS is a most useful
instrument to use in determining who should continue in the government service
and who will be separated therefrom.

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An employee who obtained an UNSATISFACTORY rating in one performance rating
period or who exhibited POOR performance determined in the middle of the
performance rating period is provided appropriate developmental intervention by
the head of his/her work unit, in coordination with the HRM Office, to address
competency-related performance gaps.
If the same employee still obtains an UNSATISFACTORY rating in the immediately
succeeding performance rating period or if he/she obtains a final rating of POOR at
the end of the performance rating period despite the developmental intervention
provided, he/she may be dropped from the rolls. A written notice from the
Municipal Mayor is required to be dispatched to the concerned employee before
he/she is dropped from the rolls.
b.

The PMT validates the OUTSTANDING performance ratings and may subsequently
recommend concerned employees for performance-based awards and incentives.
The grant of performance-based awards and incentives is based on the final ratings
of employees as approved by Municipal Mayor.

c.

Final performance ratings are also used as basis for the issuance of promotional
appointments, for providing training opportunities, for the grant of scholarship
benefits, and other personnel actions. The employees who obtain OUTSTANDING
or VERY SATISFACTORY performance ratings are those who are considered for
these personnel actions.

d.

Officials and employees who are on official travel, approved leave of absence or
training or scholarship programs and who already meet the required minimum
rating period of 90 days are required to submit their respective IPCR citing their
performance ratings before they leave the office.
For purposes of performance-based benefits, employees who are on official travel,
scholarship or training within a rating period shall use their performance ratings
obtained in the immediately preceding rating period.

e.

Employees who are on detail or secondment to another agency shall be rated in
their actual work station with a copy of their IPCRs furnished to their mother
agency. The performance ratings of the employees who were detailed or seconded
to another agency during the performance rating period are consolidated in the
agency, either the mother agency or the present agency, where the employees
spend majority of their time during the rating period.

XIV. SANCTIONS
The timely submission of the OPCR by the head of the work unit to the PMT and of the OPCR
by the individual employees to their respective work unit heads, who subsequently submit the same to
the HRM Office, forms part of the performance rating, the OPCR and the IPCR being outputs.

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Prescribed periods in the submission of the OPCR and the IPCR, whether containing only the
targets for an ensuing performance period or already containing the ratings after the culmination of a
performance period, are specified in the SPMS Calendar ( please see Annex D at page 56).
Unless justified by the PMT, non-submission of the OPCR and/or the IPCR becomes a ground for:
a.

The employees’ disqualification for performance-based personnel actions which
require the rating in a given period, such as promotion, training or scholarship
grants and performance-based incentives, if the failure of the submission of the
OPCR or the IPCR is the fault of the employees.

b.

An administrative sanction for violation of reasonable office rules and regulations
and for simple neglect of duty for the work unit heads or employees who are
responsible for the delay or non-submission of the OPCR and/or IPCR.

c.

Failure on the part of the work unit head to comply with the required notices to
their employees who have UNSATISFACTORY or POOR performance rating in any
given performance period is a ground for administrative offense for neglect of
duty.

XV. APPEALS
a.

Any appeal, issue or concern on the initially approved final rating of a work unit may be
raised during the Annual Performance Review Conference. Once a decision on the
appeal, issue or concern raised to this conference is made, the same decision is
considered as final and can no longer be appealed.

b.

Individual employees who feel aggrieved or dissatisfied with their final performance
ratings may file an appeal with the PMT within ten calendar days from the date of
receipt of notice of their final performance rating from their work unit head. The PMT
decides on the matter within one month from receipt of their appeal.

c.

A work unit or an employee is not at all allowed to protest the performances ratings of
other work units or their co-employees, respectively. Performance ratings obtained by
other work units or by other employees can only be used as basis or reference for
comparison in appealing one’s own work unit or one’s own individual performance
rating.

d.

Officials and employees who are separated from the service on the basis of
UNSATISFACTORY or POOR performance rating may appeal their separation from the
service to the CSC Regional Office within 15 days from receipt of the notice of
separation.

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XVI. TRANSITION
A series of orientation on the SPMS shall be made throughout the Municipal Government of
Sta. Cruz in order for officials and employees to have an adequate grasp of this new performance
appraisal system. This orientation takes place in the last two months of 2012, and well into the first
quarter of 2013.
As 2013 begins, the SPMS is pilot tested while orientation continues to take place. The first
pilot test is in the first semester of 2013, and the experience thereof becomes the basis for fine-tuning
and enhancing the SPMS so that in the second pilot test of the SPMS in the second semester of 2013,
modifications are in place. An evaluation of the second pilot test experience in the second semester of
2013 is made and the results thereof also become the basis for further fine-tuning and enhancing the
SPMS so that its processes and procedures become final for its post-pilot test implementation in 2014,
during which the performance ratings to be generated become the basis for providing incentives to
officials and employees, particularly the step increment based on meritorious performance as provided
for in CSC-DBM Joint Circular No. 1, series of 2012, and such other issuances that may be released
hereafter.

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ANNEXES

123 | S P M S

80 on July 20. 2012 re: Directing the adoption of a Performance-based Incentive System for government employees to strengthen performance monitoring and appraisal system and to motivate higher performance and greater responsibility in the public sector and for the accomplishment of commitments and targets of the Philippine Development Plan 2011-2016. the CSC promulgated Resolution No. however. in order to address the gaps and weaknesses found in previous performance system. the Civil Service Commission through the years has implemented several performance evaluation/appraisal system which focus only on individual appraisal as pre-requisites for promotion and other related personnel actions. in order to adhere with and institutionalize this national mandate. Book V of Executive Order No. sectoral and organizational performance information system. WHEREAS. this municipality. JOEL RAY L. DAVAO DEL SUR AND DESIGNATING THE COMPOSITION OF THE PERFORMANCE MANAGEMENT TEAM. incentives. THEREFORE. regulations and standards promulgated by the Civil Service Commission for all officers and employees in the career service. WHEREAS. 1200481 dated March 16. 124 | S P M S . and up-todate government-wide. Administrative Order (AO) No. Municipal Mayor. Chapter 5. or compensation of government personnel. Municipality of Sta. which shall be administered in accordance with rules. to wit. 292. by the power vested in me do hereby depose and designate the following as Performance Management Team of Strategic Performance Management System (SPMS). there is a need to establish and implement the Strategic Performance Management System which will be anchored to the mission and vision of this agency by organizing the Key Players of said system to follow through the SPMS process. incorporating a common set performance scorecard and creating an accurate. I. Cruz. which shall be used as the basis for determining entitlement to performance-based allowances. CRUZ. ATTY. WHEREAS. and the Results-Based Performance Monitoring System (RBPMS). WHEREAS. Section 33. accessible.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN ANNEX A: Executive Order Creating the PMT EXECUTIVE ORDER NO. Such performance evaluation system shall be administered in such manner as to continually foster the improvement of individual employee efficiency and organizational effectiveness”. 19 SERIES OF 2012 ESTABLISHMENT AND IMPLEMENTATION OF AGENCY STRATEGIC PERFORMANCE MANAGEMENT SYSTEM (SPMS) OF THE MUNICIPALITY OF STA. Davao del Sur. LOPEZ. provides that “there shall be established a performance evaluation system. 25 series of 2011 seeks to establish a unified and integrated RBPMS across all departments and agencies within the Executive Branch of Government. WHEREAS. 2012 established and implemented the Strategic Performance Management System (SPMS) which links individual performance to organizational performance. the Office of the president of the Republic of the Philippines has duly issued Executive Order No. NOW.

Acts as appeals body and final arbiter for performance management issues of the agency. Issued this 12th day of November. SCMEU Sets consultation meeting of all Heads of Offices for the purpose of discussing the targets set in the office performance commitment and rating form. 6. Identifies potential top performers and provide inputs to the PRAISE Committee for grant of awards and incentives. AURORA S. 3. HERBITO Municipal Planning & Development Coordinator - MS. Insures that Office performance targets and measure. Davao del Sur. Cruz. and delegation of authority to representatives in case of absence of its members. III.MUNICIPAL GOVERNMENT OF SANTA CRUZ I. LUMANOG Human Resource Management Officer - MS. MICHAEL RYAN D. FUNCTIONS AND RESPONSIBILITIES. FLORENCIA A. EFFECTIVITY. 5. 2. BAJO President. 4. 2012 at Sta. PANUDA Municipal Accountant PMT Members: - MS. procedures and strategies in carrying out the above responsibilities including schedule of meetings and deliberations. This Order takes effect immediately. (SGD) ATTY. LOPEZ Municipal Mayor 125 | S P M S . ROBINSON B. MR. JOEL RAY L.  PERFORMANCE MANAGEMENT TEAM (PMT) : 1. as well as the budget are aligned with those of the agency and that work distribution of Offices/units is rationalized. CABALUNA Municipal Treasurer - II. 1. Philippines. |HUMAN RESOURCE PLAN COMPOSITION. Recommends approval of the office performance commitment and rating to the Head of Agency. ANITA S. Adopts its internal rules. PMT Chairperson: - MR.

MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN ANNEX B: Quarterly Accomplishment Report Name of Work Unit: _____________________________ Date Accomplishment: ___________________________ MFO Target Accomplishment Percentage of Accomplishment ______________________________________ Head of Work Unit 126 | S P M S .

Office Performance Commitment and Review 13. Outgoing Communications/Letters (Request/Notices) 11. Mayor’s Certification 8. Administrative Section MAJOR FINAL OUTPUT 1. Mayor’s certifications prepared with no error within 20 minutes upon request. Endorsement 4. Quarterly Accomplishment Report SUCCESS INDICATOR Executive Orders drafted with 3 minor errors within days after instruction of the Local Chief Executive (LCE). Mayor’s Permit 7. Recommendation 5. Plans.1. Program Designs prepared with at least 2 minor revisions within 5 working days after approval of the Annual Budget. Memorandum Orders drafted with 3 minor errors within 30 minutes after instruction of the LCE. Mayor’s Clearance prepared with 3 minor errors within 10 minutes after receipt of clients’ complete pre-requisites. Customer Action Sheet 10.1 Office of the Mayor C. OPCR prepared with 3 minor revisions submitted on the 15th day of October. Mayor’s Clearance 6. Recommendations prepared with 3 minor errors within 15 minutes after instruction of the LCE. Report prepared submitted on the 15th day after the end of the quarter. 127 | S P M S . Outgoing communications/letters prepared with 3 minor errors within 30 minutes after instruction of the LCE. Marriage Contracts prepared with 3 minor errors within 30 minutes after interview of marriage applicants and receipt of complete required documents. Executive Order 2. Program and Project Designs 12.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN ANNEX C. Major Final Output and Success Indicators C. Marriage Contract 9.1. Memorandum Order 3. Clients assisted/attended immediately with no complaint. Endorsements prepared with 2 minor errors within 3 working days after instruction of the LCE. Mayor’s Permits prepared with 3 minor errors within 10 minutes after receipt of clients’ complete pre-requisites.

Agency Remittance Advice prepared/emailed Forms A. Reports prepared with 3 revisions submitted on the 15th day after end of the quarter. Personnel Profile updated with no error 5 working days after receipt of PDS. D. Personnel Profile updated 9. Plantillas of Personnel submitted with no error within the month of September to MBO/4th week of January to CSC. Clients assisted immediately with no complaint. Plantilla CSC version (Plantilla of Personnel) DBM version (Personnel Schedule 6. Job Order contract papers submitted with no error 5 working days after instruction of the Mayor/ Vice Mayor. Notice of Salary Adjustment/Step Increment (NOSA/NOSI) 7. Mechanisms revised with 2 revisions submitted For CSC review 15 days after approval of the Mayor.2. Trainings/Activities conducted/ facilitated 8. Certifications 13. Report on Appointment Issued (RAI) 2. 128 | S P M S . Leave card of employees updated every last week of the succeeding month with no error. Trainings/activities conducted/facilitated as scheduled with 3 complaints. & E 10. Service Record 5.1. Notice of Step Increment prepared with no error 5 working days before the month of employees' entitlement.C. Service Records issued with no error within 20 minutes after request. Job Order Contract 3. Leave Card 4. Customer Assisted 12. Reports on accession and 6 report on separation prepared with 3 revisions submitted on the 15th day after end of the month.B. Minutes of Meeting 14. Report on Accession/Separation 15. Certifications issued with no error in the content prepared within 20 minutes after request. Human Resource Management Section MAJOR FINAL OUTPUT 1. Attendance Report SUCCESS INDICATOR Report on appointment issued submitted with no error on the 15th day after end of the month. Revised Personnel Mechanisms 11.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN C. Minutes of meeting prepared 5 working days after meeting with 2 minor revisions. Agency Remittance Advice emailed with no error 3 working days after due notice.

Employees loan confirmed recorded in the logbook |HUMAN RESOURCE PLAN Regular and 26 special payrolls submitted with no error within the 15th working day of the month. OPCR prepared in a semester with 3 revisions submitted on the 15th day of April. Memorandum Order 18. Municipal offices’ OPCR reviewed/ validated within 2 months after receipt of the OPCR. Employees’ loan with the GSIS confirmed 3 working days after text received from GSIS/ employee with 3 complaints.O. Office Performance Commitment Review Form (OPCR) 21. Payrolls of Job Order and honorarium prepared with 2 errors within 3-5 working days after submission of all supporting documents. Payrolls (a) Regular (b) J.MUNICIPAL GOVERNMENT OF SANTA CRUZ 16. Reviewed/Validated Office Performance Commitment Review Form 22./Honorarium 17. Monthly Monitoring Journal 20. 129 | S P M S . Reports prepared with 3 revisions submitted on the 15th day after end of the quarter. Quarterly Accomplishment Report 19. Monitoring journal prepared and conducted monthly with no complaint. Memorandum Order submitted with 3 errors within 5 working days after instruction.

130 | S P M S . Indorsement prepared with no error within 15 minutes. Certifications prepared with 1 error after 1 hour upon request. Vouchers/PO/PR prepared with no error within 15 minutes. Bicycles/trisicads registered with 1 error within 1 hour after submission of all supporting documents per registration. Special Permit 6. Business Permit/Additional Line 2. Special permits prepared with one error within 1 hour after submission of all supporting documents per permit. Certification 10. Motorized Tricycle Operators Permit (MTOP) Franchise 4.3. Business establishments inspected with 2 errors within 8 minutes per establishments. Order of dropping of franchise prepared with 1 error within 1 hour after submission of all supporting documents per order of dropping. Business Permits and Licensing Section MAJOR FINAL OUTPUT 1. Travel orders prepared with 1 submitted 5 days before travel. Application Form of Retirement Of Business 3. Indorsement 12. Application form for retirement prepared with 1 error within 1 hour after submission of all supporting documents.1. Vouchers/PO/PR SUCCESS INDICATORS Permits with 1 error within 1 hour after submission of all supporting documents. Occupational Permit 9.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN C. Annual Supplies Procurement Plan/Project Program Management Plan 14. Order of Dropping of Franchise Form 5. Occupational permit prepared with one error within 1 hour after submission of all supporting documents per permit. Travel Order 11. Certification prepared with no error within 15 minutes. ASPP/PPMP prepared with no error within 15 minutes. Letters/Communications 13. Franchise prepared with 1 error within 1 hour after submission of all supporting documents per MTOP. Registered Bicycles and Trisicads 7. Report of Inspected Business Establishment 8.

General Services Section MAJOR FINAL OUTPUT 1. Annual Inventory Report 5. Registration of motor vehicles and buildings renewed on the date of annual registration with no error.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN C. 131 | S P M S . Certificate of Registration 11. Waste materials reported within 5 minutes upon receipt of goods with no error.1. LGU’s Annual Procurement Plan 2. Summary of Supplies and Materials Used 17. Inspection and Acceptance Report 14. Property Sticker 13. RFQs posted within 10 minutes upon receipt with no error. Request for Quotation Posted 16. Annual Suppliers Procurement Plan Consolidated 6. Waste Material Report 15. Physical count conducted/done within 30 working days with no lapses every December. Request Issue Slip (RIS) 9. RIS received and supplies released within 15 minutes after receipt of RIS with no error. Plant and Equipment Report 3. Property Issue Slip/ Memorandum Receipt 12. Certificate of Insurance Policy 10. Reports of Summary of Supplies and Materials used done every 3rd week of September and December with no error. APRs prepared 15 minutes per APR with no error. RFQs delivered within 5 days after receipt of the RFQ with no error. Request for Quotation’s Delivered 8. Inventory of Property. Agency Procurement Request 4. Stock cards maintained and updated within 3 minutes after issuance of supplies and materials with no error. Insurance of motor vehicles renewed on the date of registration with no error. Plant and Equipment Report prepared and submitted with no error on the 31st day of July. Property Cards prepared within 15 minutes/ card after issuance of property/equipment with no error. Stock Cards Updated 7. Stickers attached within 2 working days per property/equipment issued with no error.4. Deliveries accepted/received and inspected upon delivery of goods with no error. Consolidated Annual Supplies Procurement Plan (ASPP) done on the 15th day of November with no error. Inventory. Property Card SUCCESS INDICATORS LGU’s APP prepared and done on the 2nd week of December with no error. PIS/MR prepared and issued within 5 working days upon delivery of Office Equipment and Property with no error.

Plan and Design submitted with 2 revisions submitted within 1 month after instruction of the immediate supervisor. Payroll. Clients assisted immediately with 2 minor complaints Unit constructed within 3 months from the start of construction with 3 minor complaints. Prepared and submitted 2 working days before deadline with 2 revisions. Data Bank 2. POW and Bill of Materials with an amount of Php 100. Activity and Project Design 15. Subdivision Plan and Design 3. APP and PPMP 12. Budget Proposal 14. Prepared and submitted to concern office for signature 1 day before the travel date with 2 minor errors. Communications (meeting) 11. Organized Homeowner’s Association 7.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN C. Program of Works and Bill of Materials 4. Vouchers. 132 | S P M S .5. Prepared and submitted 4 working days after the order from the immediate supervisor with 2 revisions.00 and below submitted with 2 revisions within 3 working days after the instruction from immediate supervisor. Minutes of Meetings 9. Housing & Homesite Regulation Office MAJOR FINAL OUTPUT 1. Homeowner’s Association organized and Homeowner’s Association functionalized in December with 3 minor complaints. Report prepared and submitted within 5 working days after the activity done with 2 revisions. Office Performance Commitment Review SUCCESS INDICATORS Data bank established on September 2013 with 3 lapses on data gathered. Travel Orders and Pass Slips 13. Document prepared within 5 working days of after activity with 2 revisions.1. Prepared and distributed 3 working days before the date of meeting with 2 minor errors Prepared and process within 2 hours after the order the immediate supervisor with 2 errors. GK Houses Construction 6. Document submitted within 5 working days of no intervention after activity with 2 errors. Prepared and submitted not late from the deadline with 2 revisions. Status Monitoring Report 8.000. Customer Action Sheet 5. Activity Reports 10.

Certificate of Mt. Apo with no error within 1 hour after submission of required documents. Apo Climb 9. Local Tour Itinerary 11. 133 | S P M S . Research Documents 7. Training/activity reports submitted within 5 days after the activity with 2 minor revisions. Climbers given with permit to climb Mt. Certificates of Mt. Local tour itineraries issued within 1 day upon receipt of request with no revision. Website updated monthly with no error.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN C. Press and photo releases of LGU activities submitted with no error within 3 days after the activity. Projects proposals prepared with 3 minor errors within 3 days after receipt of notice. Investors Profile and Databank 2. New investors assisted with complaint within 1 hour upon request. Monthly reports of tourism statistics submitted to the Department of Tourism XI with 2 minor errors within 5 days of the succeeding month. Investment Promotion & Tourism Office MAJOR FINAL OUTPUT 1. Apo Climb issued to climbers with no error within 1 hour upon request. Press and Photo Releases of LGU Activities 12. Certificate of Local Tax Exemption 6. Training/Activity Report 5.1. Project Proposal 3. LGU Website Maintained and Updated SUCCESS INDICATOR Investors profile and data bank updated every 3 months with 3 errors. Apo 8. Monthly Report of Tourism Statistics 10. Permit to Climb Mt. Research works related to investment and tourism conducted within 3 months with 2 errors.6. Investor’s Assistance Sheet 4. Certificate of Local Tax Exemption prepared with no error and released within 1 day after approval of the PAIC Board.

Certifications 6. Legislations indorsed within 2 working days after receipt from the LCE with 1 error allowed. Indorsments (a) Legislations (b) Barangay Annual and Supplemental Budgets and MTOPs 5. Notices (a) Sessions (b) Committee Works SUCCESS INDICATOR Resolutions and 3 ordinances prepared/encoded within 7 working days after the session with 2 revisions allowed. Notices prepared and served within 1 working day before the session with 1 error allowed. Resolutions/Ordinances 2.2. Office of the Sanggunian Bayan MAJOR FINAL OUTPUT 1. 134 | S P M S . Budgets and 30 MTOPs indorsed within 2 days after the session with 1 error allowed. Certifications prepared and issued within 10 minutes upon request with 1 error allowed.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN C. Minutes of sessions prepared within 7 working days after the session with 2 revisions allowed. Minutes 3. Reports prepared within 3 working days after the committee hearing/meeting with 1 revision allowed. Notices prepared and served within 1 working day before the schedule with 1 error allowed. Committee Reports 4.

ASPP/PPMP prepared with no error and submitted on or before October 15. LZBAA. Municipal offices OPCR reviewed/validated within 2 months after receipt of the OPCR. Quarterly Status Report 7. Annual Investment Plan (AIP) Formulated 3. Quarterly Accomplishment Report 13. Municipal Comprehensive Land Use Plan (MCLUP) Formulated (10 year plan) 2. Monitoring journal prepared and conducted monthly with no complaint. 135 | S P M S . Reviewed and Validated OPCR 11. Project Proposals (NGA) 5. Zoning Certification 8. Project proposals prepared with 2 minor revisions and submitted 3 working days before AIP workshop schedule. MTRCPSAA. QSR prepared with 2 minor revisions and submitted to COA on the 25th day of the first month of the next quarter. OPCR prepared in a semester with 3 revisions submitted on the 15th day of April. BAC. Locational Clearance 9. Annual Supplies Procurement Plan/ Project Program Mgt. Monthly Monitoring Journal 14. Project proposals prepared and submitted with 2 minor revisions by the end of December. Activity design reviewed with 2 minor lapses within 20 minutes upon receipt. Office Performance Commitment Review Form 12. LC prepared with no error within 1 day and 73 minutes from the time of documentary requirements and project site inspection. MPMIU. Formulated and produced with 2 minor revisions by last week of September. Office Budget/ Program/ Project Proposals (LGU) 4. Plan (ASPP/PPMP) SUCCESS INDICATOR MCLUP updated with 2 minor revisions by the end of December. Minutes/Resolutions 10. Activity Design (20% LGDF) Reviewed and Signed 6. CAU and other meetings as instructed by the Mayor of SB with minutes ready 5 days before the next meeting and resolutions ready 5 days after the meeting with 2 minor revisions. Facilitated conduct of MDC. Office of the Municipal Planning & Development Coordinator MAJOR FINAL OUTPUT 1. ZC prepared and issued with no error within 21 minutes after review of documentary requirements and site inspection. Reports submitted on the 15th day after the end of the quarter with 3 revisions.3.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN C.

Office Performance Commitment Review 16. Favorably endorsed for the subsidy with no complaint within 1 day after assessment.MUNICIPAL GOVERNMENT OF SANTA CRUZ 15. Results on Assessment for Electric Subsidy |HUMAN RESOURCE PLAN OPCR prepared with 3 revisions and submitted on last day of July. 136 | S P M S .

Local Budget Matrix prepared with 3 minor revisions within 5 working days after receipt of the approval Annual Budget/Appropriation Ordinance. Monthly Performance Monitoring Journal with no complaint conducted monthly. Allotment and Obligation 9. Certified Appropriation on Appointment of Job Order 11. Appointments certified with no error within 5 minutes per appointment. 137 | S P M S . Reviewed Barangay Annual Budget 4. Office Performance Commitment Review (OPCR) 16. Payrolls prepared with 2 minor errors within 3-5 working days after submission of all supporting documents. Registered Appropriation and Obligation (RAO) with 3 minor errors within 10 minutes per Obligation Request. Payroll (Job Order) SUCCESS INDICATOR LGU Annual Budget prepared with 3 minor revisions submitted on the 15th day of October. Barangay Supplemental Budget reviewed within 20 minutes after receipt of the documents with no error. OPCR prepared with 3 minor revisions submitted on the 15th of October. Allotment Release Order prepared with 3 minor revisions within 5 working days after receipt of the approved Appropriation Ordinance/Resolution/Request Status Reports prepared with no error and submitted every 20th day after end of the month. Reviewed Barangay Supplemental Budget 5. LGU Annual Budget 2. Minutes of Meeting (Local Finance) 14.4. Status Report 8. LGU Supplemental Budget 3. Prepared Allotment Release Order 7. Subsidiary Account of Programs and Projects (Breakdown of Expenditures) 12. Office of the Municipal Budget Officer MAJOR FINAL OUTPUT 1. Minutes of meetings prepared with 2 minor revisions within 5 working days after the meeting. LGU Supplemental Budget prepared within 5 working days after instruction with 3 minor revisions. Programs and projects financial status maintained weekly with 3 minor errors. Annual Supplies Procurement Plan and Project Procurement Management Plan (ASPP/PPMP) 13. Prepared Local Budget Matrix 6. RAAO maintained weekly with 3 minor errors.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN C. Registry of Appropriation. ASPP and PPMP prepared with no error submitted on or before October 15. Registered Appropriation and Obligation (RAO) 10. Monthly Performance Monitoring Journal 15. Barangay Annual Budget reviewed within 40 minutes after receipt the documents with no error.

Clients assisted with 3 minor errors within 5 minutes per client. Budget proposal prepared with 2 minor revisions submitted 2 weeks before the deadline. Quarterly Status Report (Program and Projects) 20. Quarterly status reports prepared with 2 minor revisions submitted on the 7th day of the 1st month of the preceding quarter. 138 | S P M S .MUNICIPAL GOVERNMENT OF SANTA CRUZ 17. Budget Proposal 19. Disbursed LCE IF |HUMAN RESOURCE PLAN Reports prepared with 3 minor revisions submitted on the 15th day after the end of the quarter. Quarterly Accomplishment Report 18.

Bank reconciliation Statement prepared with no error and submitted on 7th day upon receipt of bank statement. PHIC. Cash Flow prepared and submitted with no error within 20th day after end of a quarter. Employees’ earnings/deductions posted with no error within 1 minute per employee. Schedule of accounts prepared and submitted with no error on the 15th day after end of the month. Balance Sheet 3. Accountants Advice of Local Check Disbursement prepared with no error daily.5. Vouchers processed with no error within 30 minutes per voucher. etc. 139 | S P M S . Suppliers transaction posted with no error within 20 seconds per voucher claim. Trial Balance 2. Payrolls processed with no error within 20 minutes per payroll. Cash Flow 7. Financial Statement. Schedule of Accounts 5. Maintenance of GL and SL – Book of Accounts 6. Vouchers 13. Schedule of accounts prepared and submitted with no error on the 20th day after end of a quarter. Certification. Net TakeHome Pay. Journal prepared with no error 15 days after end of the month. SUCCESS INDICATOR Trial Balance prepared and submitted with no error on the 20th day after the end of the month. Journal 12.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN C. Bank Reconciliation Statement 9. Payrolls 14. Signed vouchers/payrolls/other official documents with no error within 5 minutes upon receipts. Employee Index Cards 16. Liquidation Reports. Notes to Financial Statements 8. Payroll. Accountants Advice of Local Check Disbursement 10. Office of the Municipal Accountant MAJOR FINAL OUTPUT 1. Notes to Financial Statements prepared with no error and submitted on the 14th day of February of the succeeding year. Loan. Supplier Index Cards 17. Signed Vouchers. Balance Sheet prepared and submitted with no error on the 20th day after the end of a quarter. Income and Expense Statement 4. Income and Expense prepared and submitted with no error on the 20th day after end of a quarter. Journal Entry Voucher prepared with no error 15 days after end of the month. Journal Entry Voucher 11. Liquidation Reports 15. Liquidation reports processed with no error within 30 minutes per liquidation report.

Receives and Segregates paid Payrolls and Liquidation Reports 20. Annual alphalist prepared and submitted with no error within one month (officials and employees)/ within 3 months (suppliers) after end of the year. Inventory/Disposal of Old Accounting/Financial Records |HUMAN RESOURCE PLAN Received and segregated vouchers. Certificate of Disbursement prepared within 15 days upon request with no error. Annual Alphalist – BIR Officials/Employees/Suppliers 22. liquidation reports with no error within 20 minutes per payroll and liquidation report. Received and segregated paid payrolls. Certificate of Disbursement 21.MUNICIPAL GOVERNMENT OF SANTA CRUZ 18. Receives and Segregates Paid Vouchers 19. Remittance list prepared and processed with no error within the month and/or within 10 days after the end of the month. payrolls and liquidation reports with no error within 5 minutes per voucher. Prepared annual budget proposal with 2 revisions within 1 week before the deadline of submission. Remittance List 23. Inventoried old accounting/financial records with no error within 4 minutes per voucher/ payroll/ liquidation report from CY 2000-1990 140 | S P M S . Preparation of Annual Budget Proposal 24.

Voucher prepared 2 working days after instruction with minor error. Quarterly Status Report 14. Payrolls prepared in 2-3 working days after submission of all supporting documents with 2 errors. Vouchers 17. Programs and Project Proposal/Designs 10. Certifications 8. Reports prepared with no error submitted to PASSO within 3 days after end of the quarter. Notice of Assessments prepared within 15 minutes after receipt of every approved RPU with no error. Sets of assessment roll prepared every revision year with no error. Tax Declaration of Real Property/ Field Appraisal Assessment Sheet (FAAS) 2. Assessment Rolls 5. Budget Proposal 11. Liabilities and Net Worth SUCCESS INDICATOR TDs/FAAS prepared within 30 minutes per RPU after inspection conducted with no error (for PASSO approval). Quarterly Report of Real Property Assessments 6. SALN prepared and submitted on the 1st-15th day of March with no revision. OPCR submitted 15th of April/15th of October with 1-2 revisions. Plans/Programs/Proposals prepared for with no error and submitted 3 days after end of the month. Project Procurement Management Plan/ Annual Supplies Procurement Plan 12.6. Tax Maps/TMCR updated within 20 minutes after receipt of approved TD/FAAS with no error. Payroll (Regular/Job Order) 15. Certificates prepared within 15 minutes after presentation of documents with no error. Proposals prepared for with no error and submitted 3 days after end of the month. Certified True Copy of Tax Declaration (TD) 7. Reports prepared with no error and submitted within 5 days after every end of quarter. Office Performance Commitment Review (OPCR) 16. Reports prepared with no error and submitted within 5 days after every end of quarter. Tax Declaration certified within 15 minutes with no error. Quarterly Accomplishment Report 13. Annotation of Bailbond 9. Plans. Accomplished Statement of Assets. PPMP and ASPP prepared within 4 days per program with no error.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN C. Tax Map/ Tax Map Control Roll (TMCR) 3. Office of the Municipal Assessor MAJOR FINAL OUTPUT 1. 141 | S P M S . Notice of Assessment 4. Tax Declaration annotated/cancelled within 3 minutes after receipt of annotated/TD/FAAS from PASSO with no error.

Checks Issued 11. Reports prepared with no error immediately after disbursement of payrolls. OPCR prepared in a semester with 3 revisions submitted on the 15th day of April 2013. Letters/Communications 15. Electronic Statement of Revenues and Expenditures 6. Real Property Tax Account Register (RPTAR)/ Business License Cards 5. Budget Proposal 17.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN C. Office Performance Commitment and Review 12. Collected Tax Revenues 2. Reports prepared with no error and submitted within 20 days after end of every quarter. Report of Checks Issued 4. Books of Accounts Maintained (Cash Book) 10. Tax Bills 8. RCD prepared daily within 1 hour before cut off time with no error.7. MPMJ conducted with no complaint. Programs and Project Proposal submitted 5 working days after approval of the budget. Certifications issued with no error in the content prepared within 20 minutes after request. Checks prepared per check issued 30 minutes after receipt of the approved voucher with no error. 142 | S P M S . Report/plan submitted on or before October 15. Report of Collections and Deposits 7. Certificate of Non-Delinquency 14. Plans. RPTARs/Business License Cards maintained and inventory done twice a year with no cards lost. Office of the Municipal Treasurer MAJOR FINAL OUTPUT 1. Report of Disbursement 9. Programs and Project Proposal 18. Annual Supplies Procurement Plan/ Project Procurement Management Plan 16. Collected Non-Tax Revenues 3. Cash Books maintained with no error and updated 3 hours after report of disbursement is submitted to the Accounting Office. Monthly Performance Monitoring Journal SUCCESS INDICATOR Collected within six months with no error. Proposal submitted 5 working days before the deadline with 2 revisions. Plans. Collected within six months with no error. OPCR reviewed/validated with 3 minor errors within 2 months after receipt of OPCR. Reviewed/Validated OPCR 13. Report of Checks issued prepared with no error submitted within 30 minutes after receipt of paid vouchers. Letters/communications prepared with 2 revisions within 5 hours. Tax bills prepared and delivered within 20 days after every quarter with no error. 2013 with no error.

Copies processed with no error and released within 25 minutes from receipt. PHILCRIS Database 10. Registry Book 9. Supplemental Report) 6. Applications processed with no error and released on the 1st day after the 10 days posting. Marriage certificates registered with no error and released within 12 minutes (on time) and 22 minutes (if delayed) from receipt of request. Certified Copies 5. Marriage License SUCCESS INDICATOR Applications processed with no error and released within 35 minutes after request. Applications processed with no error and released within 30 minutes after receipt of documentary requirements. Applications processed with no error and released on the 1st day after the 10 days posting. Applications processed with no error and released within 34 minutes from receipt of request. Monthly Report 8. Office of the Municipal Civil Registrar MAJOR FINAL OUTPUT 1. Certificate of Death (a) On Time (b) Delayed Registration 4. Approved Petitions 7. Amended Birth Certificate (Legal Instruments. Applications processed with no error and released within 1 day after the 10 days posting period. Certificate of Marriage (a) On Time (b) Delayed Registration 3. Petitions processed with no error and granted within 5 days after 10 days posting period.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN C. Reports prepared with 3 minor revision and submitted within 10th day of the following month. Certificate of Live Birth (a) On Time (b) Delayed Registration 2.8. Applications processed with no error and released on the 1st day after the 10 days posting. Registered documents posted in the Registry book with no error within 1 minute per document. Registered documents encoded in the PHILCRIS Database with no error within 1 minute per document. Court Order. 143 | S P M S . RA 9048.

Lecture/Speakership 13. Office Performance Commitment Review (OPCR) 18. Client assisted/attended immediately. Submitted 4-5 working days before the deadline. Plans. Payroll (Job Order) 19. Submitted within 1-7 working days after the end of the quarter. Annual Supplies Procurement Plan/ Project Procurement Management Plan 15. Mobile Registration 16. Applications processed with no error and released within 20 days from receipt of request. 144 | S P M S . Office annual budget prepared and revision with 3 minor revisions within 3 days. Submitted before 15th of October. Submitted 1-2 working days after approval of the budget. Programs and Project Proposal |HUMAN RESOURCE PLAN Supplemental report processed with no error submitted on the 10th day of the following month.MUNICIPAL GOVERNMENT OF SANTA CRUZ 11. Certificate of appearance during conduct. Lectures given during pre-marriage seminar with 3 minor complaints on the scheduled date. Submitted on the 3rd week of September with no error. Quarterly Accomplishment Report 20. Supplemental Report 12. Official Annual Budget 14. Budget Proposal 22. Mobile Registration 21. Payroll prepared with no error within the day after submission of all supporting document. Applications processed with no error and released within 20 days from receipt of request. Customer Action Sheet 17.

Garantisadong Pambata Result Form Children 0-59 months given Vitamin A and Deworming within 15 minutes per patient in the month of October with no error. PhilHealth ID Card PhilHealth members enrolled in NHIP Program processed within 15 minutes with 1-2 minor errors. 10. Tuberculosis Treatment Card Patients cured of TB given daily medication supervised within 15 minutes with no error. Animal Bite Treatment Card Animal bite patients managed/given medication within 15 minutes per patient with no error. 4. Home Based Maternal Record Pregnant women given prenatal check-up and attended 15 minutes per patient with no error. 145 | S P M S . Office of the Municipal Health Officer MAJOR FINAL OUTPUT SUCCESS INDICATOR 1.9. Dental Screening Form/Card Dental patients given/oral care within 30 minutes per patient with no error. 6. 9. 11. 8. Family Planning Record Form Current users are given Family Planning Services within 15 minutes per Family Planning user with no error. 5. Individual Treatment Record (ITR) Patients attended within 15 minutes per patient with no error. 12. ECCD-Early Childhood Care and Development Card Children aged 0-9 months given immunization within 20 minutes with no error. Water Sampling Result Form Water sampling done within 30 minutes per water source with 3 minor errors.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN C. 7. 3. Laboratory Result Slip Requests for routine laboratory examinations done in 15 minutes per procedure with no error. 2. Medical Certificates Medical Certifications processed and issued within 15 minutes with 1-2 minor errors.

Closing Summary 5. Designs prepared with 3 minor errors within 2 weeks before the activity. Masterlist of Day Care Centers 11. Reports with 3 revision submitted 8 hours after incident/disaster. Disaster Report/ Incident Report SUCCESS INDICATOR Monthly reports on Day Care Centers served with supplementary feeding with no revision submitted on the 15th day after the end of the month. Persons with Disability. Customer Assistance Sheet on Community-based Services 10. Progress Report to the Honorable Court and Assessment on Discernment 6. Customer Assistance Sheet on WEDC and CNSP 7. Access card (DFAC/EAFAC) filled up with 2 errors within 15 minutes. 146 | S P M S . Social Case Study Report 3. Day Care Centers maintained and operated with 3 minor complaints within school calendar year. Individuals/families provided with community-based services with 3 minor complaints within 6 months. 9. Closing Summary prepared with 3 minor errors within 1 hour. Training Report 13. Office of the Municipal Social Welfare & Development Officer MAJOR FINAL OUTPUT 1. Disaster Assitance Family Access Card (DFAC)/Emergency Assistance Family Access Card 16. Bureau of Assistance Form 200 with Case Summary.10.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN C. Monthly Report (Day Care Center Supplemental Feeding) 2. Training report prepared with 3 errors in content within 5 working days after the activity. Activity Design 14. Case records completely filed with 3 errors within 2 hours per client. Activity Report 15. ID Card issued with no error and issued in 8 minutes per ID. Travel Permit 8. Bureau of Assistance forms filled-up with case summary with 2 errors within 1 ½ hours. Case Recording 4. Clients served by category with 2 minor complaints within 30 minutes. Solo Parent and Pag-asa Youth Association) 12. Activity report prepared with 3 revision in content within 5 working 5 working days after the activity. Permit to travel prepared with no error and issued within 15 minutes per permit. ID Card Issued (Senior Citizen. Social case study reports prepared with no revision within 2 working days after request. Assessment report prepared and submitted with 3 minor errors within 3 working days after receipt of court order/police request.

MUNICIPAL GOVERNMENT OF SANTA CRUZ 17. 147 | S P M S . Office Status Quarterly Report (Program and Projects) 18. Monitoring journal prepared and conducted monthly with no complaint. Monthly Performance Monitoring Journal |HUMAN RESOURCE PLAN Consolidated reports with 3 revision within 7 working days after end of the quarter.

11. Office of the Municipal Agriculturist MAJOR FINAL OUTPUT 1. (thru artificial insemination) 7. Case study/investigation and evaluation report done at the end of December with 2 minor complaints. Seaborne patrol operation with 2 complaints at the end of December.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN C. Deworming 3. Reports prepared with 2 minor errors submitted one day before the deadline. Monitoring Report of Fishpond Production 16. Farmers assisted and served within 2 working days after request. Distribute assorted quality planting materials 15 working days after delivery with 2 minor complaints. 148 | S P M S . Seaborne/Foot Patrol Operation Conducted 13. Patrol boats maintained with 60% accomplishment done every 6 weeks. Animals castrated with 2 complaints done within 2 working days after request. Barangays Zone II and III planted mangrove propagules with 2 complaints at the end of December. Mangrove Regeneration 12. Castrated Animals 5. Animal Impregnated 6. Monitoring Report 18. Livestock Monitoring Report 8. Distribution of quality planting materials SUCCESS INDICATOR Animals immunized with 2 complaints done within 2 working days after request. Trainings conducted on animal health care with 2 complaints done 7 working days upon request. Farmers Assisted/Served 10. Case Study/Investigation and Evaluation Report 19. Vaccination 2. Produced High Quality Hogs 11. Pre-membership Education Seminar Conducted 17. Animals dewormed with 2 complaints done within 2 working days after request. Reports prepared with 3 minor errors submitted 1 day before the deadline. Animals treated with 2 complaints done within 2 working days after request. Sows impregnated thru artificial insemination with 2 complaints done within 2 working days after request. Fish sanctuaries maintained with 60% accomplishment at the end of December. Produced hogs with 2 heads mortality with assistance done 2 working days after request. Treated Animals 4. Fish Sanctuaries Maintained 15. Patrol Boat Maintained 14. Livestock monitoring reports with 2 minor errors submitted on day of deadline. Trainings Conducted 9. PMEs conducted with 2 complaints within 9 working days after registration.

Extended Technical Assistance 23. Organizational meetings conducted 2 days after scheduled date with 2 minor errors. Extended technical assistance to 240 farmers done 5 working days after client’s request with 2 minor complaints. 149 | S P M S . Trees planted. Planted. Rice Farmers Assisted and Monitored 29. Planted. Special projects implemented. Livelihood Skills Training 30. Information Services Extended 27. Livelihood skills training conducted 2 days after scheduled date with 2 minor errors. Monitoring and surveillance conducted every 5 weekdays after end of each month with 2 minor errors.MUNICIPAL GOVERNMENT OF SANTA CRUZ 20. Area monitored and reports submitted on the day of deadline. Pets Monitoring and Surveillance Conducted 22. grown and monitored 2 days delayed from scheduled date 3 minor complaints. Served clients done 45 minutes after client’s request with 2 minor errors. Municipal Demo Farm Operated and Maintained 37. grown and monitored 2 days delayed from scheduled date 3 minor errors. Reports submitted on day of deadline with 2 revisions. Monitoring and Evaluation Conducted 25. Assisted Barangay Labor-based Road Operation 33. Technology Transfer Conducted 26. Trees planted. Conducted FFS and POTs to farmers 15 working days after approval of training design with 2 minor complaints Conducted monitoring and evaluation to farmers done every 5 working days after end of month with 2 minor errors. Barangay labor-based road operation activity assisted with 3 minor complaints done 3 weeks after schedule. Organizational Meetings Conducted 31. Activities conducted/attained 4 months upon approval of budget with 2 minor complaints. Area Supervised and Reported to DA-RFU XI 28. assisted and monitored with 3 minor complaints. Submitted Report on RBO Livelihood Project 32. Distribution of Vegetable Seeds (Pinakbet) 21. Special Programs and Projects Supervised and Implemented |HUMAN RESOURCE PLAN Distributed assorted vegetable seeds 15 working days after delivery with 2 minor complaints. Grown and Monitored Trees under the Forest Protection Program 35. Rice farmers assisted and monitored done 45 minutes after clients’ request with 2 minor errors. Farmers’ Field School and Package of technology Conducted 24. Associations assisted within 5 working days after receipt of request with 2 minor errors. Grown and Monitored Trees under the Forest Production Program 36. Conducted 4 technology transfer to farmers done 10 working days after attending training with 2 minor complaints. Extended Assistance to Association 34.

APP/PPMP submitted with 2 minor errors 3 weeks after approval of budget. Minutes of Meetings Prepared 41. Minutes of meetings prepared with 2 revisions submitted within 5 working days after instruction. Letters/communications prepared with 2 minor errors 3 hours after instruction.MUNICIPAL GOVERNMENT OF SANTA CRUZ 38. Disbursement Vouchers Processed 42. Letters/Communications Prepared |HUMAN RESOURCE PLAN Report on Agricultural Data Profile submitted on the last day of semester which is 60-79% completed. TOs prepared with 2 minor errors submitted 1 day before deadline. Travel Orders Prepared 40. DVs prepared with 2 minor errors done 2 working days after instruction. Agricultural Data Profile 39. 150 | S P M S . Annual Supplies Procurement Plan/ Project Procurement Management Plan 43.

Inspection report on electrical facilities within 2 working days after the inspection. Plan and design of a structure with 2 revisions submitted within 7 working days per project after the approval of Annual Budget. POW of a structure with 2 minor revisions completed within 14 working days per project after the approval of plans and designs/site inspection. Inspection Report of Completed Infrastructure Project 5. POW of a structure with 2 minor revisions completed within 5 working days per project after the approval of plans and designs/site inspection. Electrical Permit Electrical permits with 2 complaints issued within 15 working days upon payment. Inspection Report on Streetlights/ Electrical Facilities SUCCESS INDICATOR Projects implemented/constructed with 2 revision 5 days after completed delivery of construction materials. 7.000 4.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN C. Inspection report of an infrastructure projects with 2 minor errors completed within 2 days after the inspection/project completed. 9. Plans and designs of a structure with 2 revisions submitted within 22 working days per project after the approval of Annual Budget. Checked and Reviewed Infrastructure Project 6.000 (b) Project Cost above 100. POW of Barangay projects checked and reviewed with 2 minor errors completed within 2 days upon submission. Fencing Permit Fencing permit with 2 errors issued within 15 working days upon payment. Office of the Municipal Engineer MAJOR FINAL OUTPUT 1. Program of Work (a) Project Cost below 100.000 (b) Project Cost above 100. Building Permit Building permits with 2 errors issued within 15 working days upon payment.000 3.12. Project Implemented/ Constructed 2. 8. Plans and Designs (a) Project Cost below 100. 151 | S P M S .

MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN 10. Mechanical Permit Mechanical permit with 2 errors issued within 15 working days upon payment. DTR with 2 errors completed within 5 working days after the biometric printout. Occupancy Permit Occupancy permits with no error issued within 30 days upon the submission of certificate of completion and fire safety clearance. Daily Time Record (DTR) 17. 13. Barangay Road Rehabilitated/Constructed 16. Government Facilities Maintained 14. Pre-canvass with 2 errors completed within 8 hour. Project profiles with 2 errors completed within 3 days after the approval of budget. Barangay roads rehabilitated/constructed with 2 minor complaints within 5 days after the approval of the job order. Certifications Job order request acted (heavy equipments) with 2 minor complaints within 15 days after the approval of the Job Order. Work order slip (garbage collection) with 2 minor complaints within 8 hours after the approval of the work order. Job Order Slip (a) Heavy Equipments (b) Light Vehicles 15. Certifications with 2 minor errors completed within 60 minutes. Work order slip (electrical works) with 2 minor complaints within 1 day after the approval of the work order. Pre-Canvass of Construction Materials and Spare Parts 18. Work Order Slip (a) Garbage Collection (b) Electrical Works 19. Work order request acted (masonry. carpentry and electrical works) with 2 complaints within 3 days after the approval of work order. 12. Project Profile 20. Plumbing Permit Plumbing permit with 2 errors issued within 15 working days upon payment. 152 | S P M S . Job order slip (light vehicles) with 2 minor complaints within 9 days after the approval of the Job Order. 11.

25. Payroll Payrolls with 2 minor errors completed within 5 hours after filling up of daily time record. Annual Supplies Procurement Program (ASPP) ASPP with 2 minor errors completed within 4 hours. Purchase Order Purchase order with 2 minor errors completed within 5 hours. Activity Design Activity designs with 2 minor errors completed within 30 minutes after the approval of budget. Travel Order Travel orders with 2 minor complaints completed within 5 minutes. 153 | S P M S . 29. 32. Itinerary Itinerary with 2 errors completed within 30 minutes after the issuance of memo order. 22. Communications Communications with 2 minor errors completed within 60 minutes. Breakdown of Budgetary Requirements Breakdown of budgetary requirements with 2 minor errors completed within 1 day. Released Program of Works POW released with 2 minor errors completed within 5 minutes after the approval of POW. 23. 27. Project Procurement Management Plan (PPMP) PPMP with 2 minor errors completed within 3 hours. Accomplishment Report Accomplishment report with 2 minor errors completed within 30 minutes. 26. Trip Ticket Trip tickets with 2 minor complaints completed within 5 minutes.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN 21. 28. 31. Purchase Request Purchase request with 2 minor errors completed within 5 hours. 30. 33. 24.

Stall leases are given lease contracts with 2 revisions after submission of application within 10 days. Cruz Integrated Terminal. (b) Market (vendors) Market vendors are issued daily cash tickets with 1 error within 4 hours in a day. Daily Cash Tickets Issuance Report 154 | S P M S . (b) MTC Customers outside LGU are given billing statements within 15 minutes with 2 revisions after the food service. Local Economic Enterprise Code 2. Billing Statement/Order of Payments (a) Terminal SUCCESS INDICATOR Endorsed the draft of the LEE Code to the Sangguniang Bayan with 3 minor revisions within the last month of the 3rd quarter. (c) Market (public vehicles) Motorcycle/trisikad/van drivers are issued cash tickets as parking fee with 1 error within 5 minutes upon entry. (c) Slaughterhouse (ante mortem) Customer/meat vendors are issued order of payment on ante mortem inspection of cattle and/ or livestock to be butchered with no error within 1 hour before butchery. Office of the Economic Enterprise Manager MAJOR FINAL OUTPUT 1. Stall lessees at the Integrated Terminal are given monthly billing statement with 1 error on every 7th day of the month. 4.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN C. Units of the Local Economic Enterprise have submitted their daily cash tickets issuance report to the Municipal Treasurer’s Office with no error within 3 hours the following working day 5. Cash Tickets (a) Integrated Terminal Bus/jeepney/van/motorcycle/trisikad drivers are issued cash tickets within 5 minutes with 1 error upon entry to the Sta.13. (d) Slaughterhouse (post mortem) Customers/meat vendors are issued order of payments on post mortem of their livestock/cattle butchered with 1 error within 10 hours after display of meat. Lease Contract 3.

16. POW from offices and barangays are prepared with two (2) minor revisions within ten (10) working days after approval by the Local Chief Executive. New investors with 1 complaint within 1 hour upon request 14. Office Performance Commitment Review OPCR are submitted on the 15th day of October with 3 minor revisions. Coordination Report Submitted coordination report with 2 revisions every 7th working day of the succeeding month 7. Surroundings of the units of the Local economic enterprises are kept clean with 2 complaints within 2 hours before opening of the economic enterprise units: Market. Daily Maintenance Report 13. 7 am for breakfast and 10 am and 3pm for snacks. Customer Action Sheet ASPP/PPMP are submitted on the 3rd week of the month of September with 2 revisions. Quarterly Accomplishment Report QAR are prepared within 1-7 working days after the end of the quarter with no minor revisions. 155 | S P M S . Minutes of Meeting Minutes of meeting are prepared within 5 working days after meeting with 2 minor revisions. 19. Annual Supplies Procurement Plan/ Project Procurement Plan (ASPP/PPMP) 15. Payroll (Job Order) Payrolls are prepared within a day after supporting documents are acquired with no error. 18. Slaughterhouse and MTC. 7 pm for dinner. Investor’s Assistance Sheet Local Economic enterprises are safe and secured in a day with 2 complaints. Meat Inspection Certificate Livestock butchered in a day are inspected with 1 complaint within 2 hours after butchery. Food and Beverage Services Food and beverages are ready to be served to customers with 2 complaints within 30 minutes before 12 nn for lunch. Program of Works 10. Terminal. 8. 17. Customer’s request are attended immediately upon client’s request with no error.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN 6. Daily Security Report/ Government-Owned Buildings and Properties Secured 12. Burial Permit 11. Burial permits are issued to clients with 2 complaints within five (5) days before burial. 9.

Training/Activities Conducted/Facilitated Trainings/Activities are conducted/ facilitated immediately as scheduled with no complaints. 156 | S P M S .MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN 20. 22. Quarterly Status Report (Programs and Projects) QSR are submitted within 1-7 working days of the 1st month of the preceding quarter with no minor revisions. 23. Programs and Project Proposal Submitted within 1-2 working days after approval of the budget with no minor revisions. 21. Plans. Budget Proposal Budget Proposal are submitted within 4-5 working days before the deadline with no minor revisions.

Performance Standard Guide D. Administrative Section EXPECTED OUTPUT Customer Action Sheet Endorsement Letters/Outgoing Communications (Request/Notice) Marriage Contract RATING QUALITY STANDARD RATING TIME STANDARD (per output) (per output) (per output) (per output) 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Complaint/Error With Complaint/Error No Error 1 Error 2 Errors 3-5 Errors 6 or more Errors 1 Minor Error 2 Minor Errors 3 Minor Errors 4 Minor Errors 5 Minor Errors 1 Minor Error 2 Minor Errors 3 Minor Errors 4 Minor Errors 5 Minor Errors 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 Client assisted/attended Immediately Not immediately attended/assisted Not attended Prepared within 1 working day after instruction of the Local Chief Executive Prepared within 2 working day after instruction of the Local Chief Executive Prepared within 3 working day after instruction of the Local Chief Executive Prepared within 4 working day after instruction of the Local Chief Executive Prepared within 5 or more working day after instruction of the LCE Drafted within 10 minutes after instruction of the Local Chief Executive Drafted within 20 minutes after instruction of the Local Chief Executive Drafted within 30 minutes after instruction of the Local Chief Executive Drafted within 40 minutes after instruction of the Local Chief Executive Drafted within 50 minutes after instruction of the Local Chief Executive Prepared within 10 minutes after receipt of client’s complete pre-requisites Prepared within 20 minutes after receipt of client’s complete pre-requisites Prepared within 30 minutes after receipt of client’s complete pre-requisites Prepared within 40 minutes after receipt of client’s complete pre-requisites Prepared within 50 minutes after receipt of client’s complete pre-requisites 157 | S P M S .1. Municipal Mayor’s Office D.1.1.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN ANNEX D.

MUNICIPAL GOVERNMENT OF SANTA CRUZ Executive Order Mayor’s Certification Mayor’s Clearance Mayor’s Permit Memorandum Order Office Performance Commitment Review (OPCR) 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 1 Minor Error 2 Minor Errors 3 Minor Errors 4 Minor Errors 5 Minor Errors No Error With Error 1 Minor Error 2 Minor Errors 3 Minor Errors 4 Minor Errors 5 Minor Errors 1 Minor Error 2 Minor Errors 3 Minor Errors 4 Minor Errors 5 Minor Errors 1 Minor Error 2 Minor Errors 3 Minor Errors 4 Minor Errors 5 Minor Errors No Revision 1-2 Revisions 3 Revisions More than 4 Revisions 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN Drafted within 1 day after instruction of the Local Chief Executive Drafted within 2 days after instruction of the Local Chief Executive Drafted within 3 days after instruction of the Local Chief Executive Drafted within 4 days after instruction of the Local Chief Executive Drafted within 5 days after instruction of the Local Chief Executive Prepared immediately upon request Prepared 15 minutes upon request Prepared 20 minutes upon request Prepared 25 minutes upon request Prepared 30 minutes upon request Prepared within 3-5 minutes after receipt of client’s complete pre-requisites Prepared within 8 minutes after receipt of client’s complete pre-requisites Prepared within 10 minutes after receipt of client’s complete pre-requisites Prepared within 12 minutes after receipt of client’s complete pre-requisites Prepared within 15 minutes after receipt of client’s complete pre-requisites Prepared within 3-5 minutes after receipt of client’s complete pre-requisites Prepared within 8 minutes after receipt of client’s complete pre-requisites Prepared within 10 minutes after receipt of client’s complete pre-requisites Prepared within 12 minutes after receipt of client’s complete pre-requisites Prepared within 15 minutes after receipt of client’s complete pre-requisites Drafted within 10 minutes after instruction of the Local Chief Executive Drafted within 20 minutes after instruction of the Local Chief Executive Drafted within 30 minutes after instruction of the Local Chief Executive Drafted within 40 minutes after instruction of the Local Chief Executive Drafted within 50 minutes after instruction of the Local Chief Executive th th Submitted before 15 of April/15 of October Submitted on the 15th of April/15th of October Submitted beyond April to June/October to December 158 | S P M S .

MUNICIPAL GOVERNMENT OF SANTA CRUZ Plans. Programs and Project Proposal Quarterly Accomplishment Report Recommendation 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 With No Revision With 1 Revision With 2 Revisions With 3 Revisions More than 3 Revisions With No Revision With 1-2 Revisions With 3 Revisions With 4-5 Revisions More than Revisions 1 Minor Error 2 Minor Errors 3 Minor Errors 4 Minor Errors 5 Minor Errors 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN Submitted 1-2 working days approval of the budget Submitted 3-4 working days approval of the budget Submitted 5 working days approval of the budget Submitted 10 working days approval of the budget Submitted 15 or more working days approval of the budget Submitted within 1-7 working days after the end of the quarter Submitted within 8-14 working days after the end of the quarter th Submitted on the 15 day after the end of the quarter Submitted within 16-22 working days after the end of the quarter nd Submitted beyond the 22 day after the end of the quarter Prepared within 5 minutes after instruction of the Local Chief Executive Prepared within 10 minutes after instruction of the Local Chief Executive Prepared within 15 minutes after instruction of the Local Chief Executive Prepared within 20 minutes after instruction of the Local Chief Executive Prepared within 25 minutes after instruction of the Local Chief Executive 159 | S P M S .

1.2. Human Resource Management Section EXPECTED OUTPUT 201 Index Card Accomplished Daily Time Record (DTR) Accomplished Personal Data Sheet (PDS) Accomplished Statement of Assets. B. D & E RATING QUALITY STANDARD RATING TIME STANDARD (per output) (per output) (per output) (per output) 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Error With Error No Revision With Revision No Items Unfilled 1-2 Items Unfilled 3 Items Unfilled 4 Items Unfilled 5 or more Items Unfilled No revision 1 revision 2 revisions 3 revisions More than 3 revisions No Error With Error 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 Prepared less than 30 minutes per index card Prepared 30 minutes per index card Prepared 1 hour per index card Prepared 2 hours per index card Prepared more than 2 hours per index card th Submitted 2-3 working days after the 15 and/or end of the month Submitted 4-5 working days after the 15th and/or end of the month Submitted 6 working days after the 15th and/or end of the month Submitted 7 working days after the 15th and/or end of the month Submitted more than 7 working days after the 15 th and/or end of the mo. Liabilities and Net Worth (SALN) Agency Remittance Advice Prepared/Emailed Forms A.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN D. Submitted within the 1st-2nd week of January Submitted within the 3rd-4th week of January Submitted on the 4th week of January Submitted on February and beyond Submitted on the 1st-15th day of March th th Submitted on the 16 -30 day of March st Submitted on the 31 day of March Submitted later than March and beyond Prepared immediately when there is a need to report Prepared 1-2 working days after need to report Prepared 3 working days after need to report Prepared 4-5 working days after need to report Prepared beyond 5 working days after need to report 160 | S P M S . C.

MUNICIPAL GOVERNMENT OF SANTA CRUZ Annual Inventory of Records Done (Active & In-Active 201 Files) Annual Supplies Procurement Plan/ Project Procurement Management Plan (ASPP/PPMP) Application for Leave Application For Membership Prepared Approved Appointment Attendance Report (CSC) 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Records Lost With Records Lost No Error With Error No Error 1-2 Minor Error 3 Minor Errors 4 Minor Errors 5 Minor Errors No Error With Error No error With 1-2 errors With 3 errors With 4 errors With 5 or more errors No Revision 1-2 Revisions 3 Revisions 4-5 Revisions More than 5 Revisions 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN Inventory done once a year No inventory conducted Submitted within the 3rd week of September Submitted within the 4th week of October Submitted on or before Oct. 15 Submitted beyond Oct. 15 Prepared immediately after request Prepared on the following working day after request nd Prepared on the 2 working day after request Prepared on the 3rd working day after request Prepared after 3rd working day after request Prepared within 1-7 working days after employees Assumption of Office Prepared within 6-15 working days after employees Assumption of Office Prepared within 1 month after employees Assumption of Office Prepared within 2 months after employees Assumption of Office Prepared after 2 months after employees Assumption of Office Prepared within 5 working days after instruction Prepared within 10 working days after instruction Prepared within 15 working days after instruction Prepared within 20 working days after instruction Prepared beyond 20 working days after instruction Submitted 1-5 working days after end of the month Submitted 6-14 working days after end of the month Submitted on the 15th day of January/April/July/October Submitted on the 16th to 22nd day of the month Submitted beyond the 22nd day of the month 161 | S P M S .

coded Prepared 6-7 working days after GSO P.O. coded Prepared 3-5 working days after GSO P.O.MUNICIPAL GOVERNMENT OF SANTA CRUZ Attendance Sheet BAC Procurement Budget Proposal Certifications  Certificate of Employment of Leave Balances  Certificate of Employment and Compensation  Certificate Certificate of Assumption of Office Certificate Of Training/ Participation 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Error With Error No Error With Error No revision 1 revision 2 revisions 3 revisions More than 3 revisions No Error With Error No Error With Error No Revision 1 Revision 2 Revisions 3 Revisions More than 3 Revisions 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN Accomplished immediately upon schedule of activity Not immediately accomplished Prepared immediately after GSO P. coded Submitted 4-5 WDs before the deadline Submitted 3 WDs before the deadline Submitted 2 WDs before the deadline Submitted 1 WD before the deadline Submitted after the deadline Prepared immediately upon request Prepared within 15 minutes upon request Prepared within 20 minutes upon request Prepared within 30 minutes upon request Prepared more than 30 minutes upon request Within 10 minutes after instruction Within 15 minutes after instruction Within 20 minutes after instruction Within 25 minutes after instruction Within 30 minutes or more after instruction Prepared 1-2 working days after instruction Prepared 3-4 working days after instruction Prepared 5 working days after instruction Prepared 6-7 working days after instruction Prepared More than 7 working days after instruction 162 | S P M S . coded Prepared 1-2 working days after GSO P.O. coded Prepared more than 7 working days after GSO P.O.O.

MUNICIPAL GOVERNMENT OF SANTA CRUZ Certificate Of Travel Completed (Appendix B) Civil Service Month Celebration Report Communications (Reply) Comparative Assessment Report Customer Action Disbursement Voucher 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Error With Error No Revision 1 Revision 2 Revisions 3 Revisions More than 3 Revisions No Revision 1 Revision 2 Revisions 3 Revisions More than 3 Revisions No Error With Error No Complaint/Error With Complaint/Error No Error With Error 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN Within 1 to 2 WDs after travel Within 3 WDs after travel Within 6 WDs after travel Within 8 WDs after travel More than 8 WDs after travel Prepared within the 1-7th working days of October Prepared within the 8-14th working days of October th Prepared on the 15 working day of October Prepared within the 16-22th working days of October Prepared more than 22 working days of October Prepared 1-5 working days after instruction Prepared 6-10 working days after instruction Prepared 1-14 working days after instruction Prepared 15 or more working days after instruction Prepared immediately after PSB submitted their rating Prepared within 3 working days after PSB submitted their rating Prepared within 5 working days after PSB submitted their rating Prepared within 7 working days after PSB submitted their rating Prepared more than 7 working days after PSB submitted their rating Client assisted/attended Immediately Not immediately attended/assisted Not attended Prepared 30 minutes after all supporting documents completed Prepared 45 minutes after all supporting documents completed Prepared 1 hour after all supporting documents completed Prepared 2 hours after all supporting documents completed More than 2 hours after all supporting documents completed 163 | S P M S .

MUNICIPAL GOVERNMENT OF SANTA CRUZ Disposed/Returned Documents/201 Files Design/ Layout Document Delivered (Outside) Documents Posted  Employee’s Leave Balances  Attendance Summary Report  Birthday Celebrants  List Of Employees Entitled For Increment/Loyalty Documents Prepared (Retirement/Terminal Leave) Documents Received (Stamping Of Received On Document And Doing Entry On Incoming Logbook) 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Error With Error No Revision 1 Revision 2 Revisions 3 Revisions More than 3 Revisions No Error With Error No Error With Error No Error With Error No Error With Error 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN Returned 201 file of retired employees on the date of retirement Returned 201 file 7 working days after retirement Returned 201 file on 15 working days after retirement Returned 201 file on 22 working days after retirement Returned 201 file after 22 working days Finished 1-2 working days after instruction Finished 3-4 working days after instruction Finished 5 working days after instruction Finished 6-7 working days after instruction Finished more than 7 working days after instruction Done immediately after instruction Done 1-2 working days after instruction Done 3 working days after instruction Done 4 working days after instruction Done more than 4 working days after instruction Done within 4 hours after instruction Done within 6 hours after instruction Done within the day after instruction Done within 2-3 working days after instruction Done within 3 working days after instruction Processed one month before date of retirement Processed 3 weeks before date of retirement Processed 2 weeks before date of retirement Processed 1 week before date of retirement Processed less than a week before date of retirement Done 2 minutes after receipt Done 3 minutes after receipt Done 5 minutes after receipt Done 6-10 minutes after receipt Done 20 minutes or more after receipt 164 | S P M S .

MUNICIPAL GOVERNMENT OF SANTA CRUZ Document Reproduced Downloaded Data on Biometric Machine Employee ID Card Employee Profile Form Employees Loan Confirmed Recorded in the Logbook (Complaints do not include the time of loans credited in the bank) 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Error With Error No Error With Error No Error With Error No Error in encoding 1 Error in encoding 2 Errors in encoding 3 Errors in encoding More than 3 Errors in encoding No Complaint 1-2 Complaints 3 Complaints 4 Complaints 5 or more Complaints |HUMAN RESOURCE PLAN 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 Done immediately after instruction Done 1-2 working days after instruction Done 3 working days after instruction Done 4 working days after instruction Done more than 4 working days after instruction Done 1 working day after the end of quencena/end of month Done 2 working days after the end of quencena/end of month Done 3 working days after the end of quencena/end of month Done 4 working days after the end of quencena/end of month Done more than 4 working days after the end of quencena/end of month Produced not later than 1-2 working days after request Produced not later than 3-4 working days after request Produced not later than 5 working days after request Produced not later than 6-7 working days after request Produced later than 7 working days after request Prepared not later than the month of August Prepared not later than the month of September Prepared not later than the month of October Prepared not later than the month of November Prepared not later than the month of December 5 4 3 2 1 Immediately after text received from GSIS/employee 1-2 working days after text received from GSIS/employee 3 working days after text received from GSIS/employee 4 working days after text received from GSIS/employee 5 working days or more after text received from GSIS/employee 165 | S P M S .

MUNICIPAL GOVERNMENT OF SANTA CRUZ Endorsement Letter Transmittal Letter Acknowledgment Letter Request Letter Filed Documents  Leave  Memorandum Order  Communication/Certification  Nosi/Nosa  Dtr/Attendance Sheet 5 4 3 2 1 5 4 3 2 1 No Error 1 Error 2 Errors 3-5 Errors 6 or more Errors No Error 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Error With Error |HUMAN RESOURCE PLAN 5 4 3 2 1 5 4 3 2 1 Within 1 working day after instruction Within 2 working days after instruction Within 3 working days after instruction Within 4 working days after instruction Within 5 or more working days after instruction Filed less than 30 minutes upon receipt of documents Filed 30 minutes upon receipt of documents Filed 1 hour upon receipt of documents Filed 2 hours upon receipt of documents Filed more than 2 hours upon receipt of documents 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 Submitted within the 1st-5th day of June/December Submitted within the 6th-14th day of June/December Submitted on the 15th day of June/December Submitted within the 16th-22nd day of June/December Submitted beyond the 22nd day of June/December Acted immediately after request Acted 1-2 working days after request Acted 3 working days after request Acted 4 working days after request Acted more than 4 working days after request Prepared immediately upon advise Prepared 30 minutes after advise Prepared 1 hours after advise Prepared 2 hours after advise Prepared more than 2 hours after advise  Saln/Per/Payrolls  201 Files/Request Slip Individual Performance Commitment and Review (IPCR) Form Information Technology (IT) Technical Support Itinerary of Travel (Appendix A) With Error No Error 1-2 Errors 3-5 Errors 6-8 Errors More than 8 Errors No Error With Error 166 | S P M S .

MUNICIPAL GOVERNMENT OF SANTA CRUZ Job Order (JO) Contract Job Order Profile Updated Laundry Done Leave Cards Updated Liquidation Report (Travel) List Of Employees Entitled for Step Increment/ Loyalty 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Error With Error No Error With Error No Complaint 1-2 Complaints 3 Complaints 4 Complaints More than 4 Complaints No Error With Error No Error With Error No Revision 1-2 Revisions 3 Revisions 4-5 Revisions More than 5 Revisions 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN Prepared within 1-2 working days upon instruction/advise Prepared within 3-4 working days upon instruction/advise Prepared within 5 working days upon instruction/advise Prepared within 6-7 working days upon instruction/advise Prepared more than 7 working days upon instruction/advise Done within the 1st-2nd week of the last month of every semester Done within the 3rd week of the last month of every semester Done within the 4th week of the last month of every semester Done on the following month after end of the semester 1 working day after changing of curtains 2 working days after changing of curtains 3 working days after changing of curtains 4 working days after changing of curtains More than 4 working days after changing of curtains Done on the 1st to 2nd week of the succeeding month Done on the 3rd week of the succeeding month Done on the last week of the succeeding month Done beyond the succeeding month Prepared immediately on the following day of travel Prepared 2-3 working days after travel Prepared 4-5 working days after travel Prepared 6-7 working days after travel Prepared more than 7working days after travel Prepared within the month of July Prepared within the month of August Prepared within the month of September Prepared within the month of October Prepared within the month of November or after 167 | S P M S .

Blp Facilitator. Watchmen. Als Instructional Manager) List of Vacant Plantilla Positions Masterlist of Employees Registered in the Biometric Machine Memorandum Minutes of Meeting Monthly Employees Attending Flag Raising Ceremony Report 5 4 3 2 1 No Error 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Error 1 Error 2 Errors 3 Errors More than 3 Errors No Error 1-2 Errors 3 Errors 4-5 Errors More than 5 Errors No Error in the content With 1-2 errors With 3 errors With 4. Traffic Aides.errors With more than 4 errors No Revision 1 Revision 2 Revisions 3 Revisions More than 3 Revisions No Error With Error With Error |HUMAN RESOURCE PLAN 5 4 3 2 1 Done within the 1st-2nd week of the last month of every semester Done within the 3rd week of the last month of every semester Done within the 4th week of the last month of every semester Done on the following month after end of the semester 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 Prepared 1-2 working days after instruction Prepared 3-4 working days after instruction Prepared 5 working days after instruction Prepared 6 working days after instruction Prepared more than 6 working days after instruction Immediately upon registration of employee On the 1st-2nd working day after employee registration On the 3rd working day after employee registration On the 4th working day after employee registration Later than the 4th working day after employee registration Within 1-2 WDs after instruction Within 3-5 WDs after instruction Within 5 WDs after instruction Within 6 WDs after instruction More than 6 WDs after instruction Prepared 1-2 working days after the meeting Prepared 3-4 working days after the meeting Prepared 5 working days after the meeting Prepared 6-7 working days after the meeting Prepared more than 7 working days after the meeting Prepared on the 1st week of the following month Prepared on the 2nd week of the following month Prepared on the 3rd week of the following month Prepared on the last week of the following month Prepared beyond the following month 168 | S P M S .MUNICIPAL GOVERNMENT OF SANTA CRUZ List of Personnel Paid On Honorarium Basis Updated (Volunteer Teachers. Madrasah Teachers.

MUNICIPAL GOVERNMENT OF SANTA CRUZ Monthly Performance Monitoring Journal Monthly Performance Output Report Notice of PSB Meeting Notice of Salary Adjustment/ Notice of Step Increment (NOSI/NOSA) Oath of Office Form FilledUp and Signed Obligation Request 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Complaint With Complaint No Revision 1-2 Revisions 3 Revisions 4-5 Revisions More than Revisions No error 1 error 2-3 errors More than 4 errors No Error With Error No Revision 1 Revision 2 Revisions 3 Revisions 4 or More Revisions No Error With Error 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN Conducted monthly No monitoring Submitted within 1-7 working days after the end of the month Submitted within 8-14 working days after the end of the month th Submitted on the 15 day after the end of the month Submitted within 16-22 working days after the end of the month nd Submitted beyond the 22 day after the end of the month Prepared and delivered within 1-2 days after instruction Prepared and delivered within 3-4 days after instruction Prepared and delivered within 5 days after instruction Prepared and delivered within 6 days after instruction Prepared and delivered more than 6 days after instruction Prepared 1 month before the month of employees entitlement Prepared 15 working days before the month of employees entitlement Prepared 5 working days before the month of employees entitlement Prepared within the month of employees entitlement Prepared beyond the month of employees entitlement Prepared 3-5 working days before appointee’s assumption Prepared 1-2 working days before appointee’s assumption Prepared on the day of assumption of employee Prepared immediately after instruction Prepared I day after instruction Prepared 2 days after instruction Prepared 3 days after instruction Prepared more than 3 days after instruction 169 | S P M S .

LSB Volunteer and Madrasah Teacher.MUNICIPAL GOVERNMENT OF SANTA CRUZ Office Area/Equipment Cleaned/Maintained Office Performance Commitment Review (OPCR) Payroll/Voucher Rerouted Payroll  Regular  Special  Job Order. ALS Manager. Watchman. Honorarium 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Complaint 1-2 Complaints 3 Complaints 4 Complaints More than 4 Complaints No Revision 1-2 Revisions 3 Revisions More than 4 Revisions 5 4 3 2 1 No Error 1 Error 2 Errors 3 Errors More than 3 Errors No Error With Error No Error With Error |HUMAN RESOURCE PLAN 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 Finished at 7:30 AM/12:30 PM Finished at 7:45 AM/12:45 PM Finished at 8:00 AM/1:00 PM Finished beyond 8:00 AM/beyond 1:00 PM 5 4 3 2 1 Prepared within the day after submission of all supporting documents Prepared 1-2 working days after submission of all supporting documents Prepared 3-5 working days after submission of all supporting documents Prepared 6-8 working days after submission of all supporting documents Prepared 9 working days after submission of all supporting documents Submitted before 15th of April/15th of October th th Submitted on the 15 of April/15 of October Never submitted Done immediately after instruction Done 1 working days after instruction Done 2 working days after instruction Done 3 working days after instruction Done more than 3 working days after instruction Prepared within the 8th working day of the month Prepared within the 10th working day of the month Prepared within the 15th working day of the month Prepared within the 20th working day of the month Prepared within the 21st working day of the month and beyond 170 | S P M S . BLP Facilitator. Traffic Aide.

MUNICIPAL GOVERNMENT OF SANTA CRUZ Plants Watered Personnel Complement Personnel Profile Updated Plantilla Prepared  DBM  CSC Version (Personnel Schedule) Version (Plantilla of Personnel) Position Description Form Posted Notice/ Announcement 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Complaint 1-2 Complaints 3 Complaints 4 Complaints More than 4 Complaints No Revision 1-2 Revisions 3 Revisions 4 Revisions 5 Revisions With No Error With 1 Error With 2 Errors With 3 Errors With 4 or more Errors No Error With Error No Error 1-2 Errors 3 Errors 4 Errors More than 4 Errors No Error With Error 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN Finished at 7:45 AM/12:45 PM Finished at 7:30 AM/12:30 PM Finished at 8:00 AM/1:00 PM Finished beyond 8:00 AM/beyond 1:00 PM Prepared/Posted on the 1st week after the end of the semester Prepared/Posted on the 2nd week after the end of the semester rd Prepared/Posted on the 3 week after the end of the semester Prepared/Posted on the 4th week after the end of the semester Prepared/Posted 1 month after the end of the semester st Updated on the 1 week after the end of semester nd Updated on the 2 week after the end of semester rd Updated on the 3 week after the end of semester Updated on the 4th week after the end of semester Updated on the 5th week after the end of semester Prepared within the month of July Prepared within the month of August Prepared within the month of September Prepared within the month of October Never prepared Prepared within 5 working days after approval of appointment Prepared within 10 working days after approval of appointment Prepared within 15 working days after approval of appointment Prepared within 20 working days after approval of appointment Prepared more than 20 working days after approval of appointment Done immediately after instruction Done 1-2 working days after instruction Done 3 working days after instruction Done 4 working days after instruction Done more than 4 working days after instruction 171 | S P M S .

MUNICIPAL GOVERNMENT OF SANTA CRUZ PowerPoint Presentation Printed Employees’ Daily Time Record (Biometric Print-Out) Profile of Applicant PSB Documents Filled-Up  Pf1-A (Individual Assessment Form)  Pf1-B (Interview Assessment Form)  Pf1-C (Potential Assessment Form) Purchase Request Quarterly Accomplishment Report 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Revision 1 Revision 2 Revisions 3 Revisions More than 3 Revisions No Error With Error No Error in encoding 1-2 Error in encoding 3 Errors in encoding 4 Errors in encoding More than 4 Errors No Revision With Revision No Error With Error No Revision 1-2 Revisions 3 Revisions 4-5 Revisions More than Revisions 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN Finished 1-2 working days after instruction Finished 3-4 working days after instruction Finished 5 working days after instruction Finished 6-7 working days after instruction Finished more than 7 working days after instruction Done immediately after data has been downloaded Done 1-2 working days after data has been downloaded Done 3 working days after data has been downloaded Done 4 working days after data has been downloaded Done more than 4 working days after data has been downloaded Prepared 1-2 working days after submission of application Prepared 3-4 working days after submission of application Prepared 5 working days after submission of application Prepared 6-7 working days after submission of application Prepared more than 7 working days after submission of application Filled-up within 5 working days before the scheduled meeting Filled-up within 4 working days before the scheduled meeting Filled-up within 3 working days before the scheduled meeting Filled-up within 2 working days before the scheduled meeting Filled-up on the scheduled meeting Prepared immediately after instruction Prepared I working day after instruction Prepared 2 working days after instruction Prepared 3 working days after instruction Prepared more than 3 working days after instruction Submitted within 1-7 working days after the end of the quarter Submitted within 8-14 working days after the end of the quarter Submitted on the 15th day after the end of the quarter Submitted within 16-22 working days after the end of the quarter Submitted beyond the 22nd day after the end of the quarter 172 | S P M S .

MUNICIPAL GOVERNMENT OF SANTA CRUZ Quick Count of Government Personnel Report on Appointment Issued (RAI) Requisition and Issue Slip Report on Accession/ Separation Report on Employees Nominated/Recognized Based on Approved PRAISE Reviewed/Validated Office Performance Commitment Review (OPCR) 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Revision 1-2 Revisions 3 Revisions 4-5 Revisions More than 5 Revisions No Revision 1-2 Revisions 3 Revisions 4 Revisions More than 4 Revisions No Error With Error No Revision 1-2 Revisions 3 Revisions 4-5 Revisions More than 5 Revisions No Revision 1-2 Revisions 3 Revisions 4-5 Revisions More than 5 Revisions No Complaint 1-2 Complaints 3 Complaints More than 4 Complaints 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN st th Submitted within the 1 -7 day of January th th Submitted within the 8 -14 day of January th Submitted within the 15 day of January th nd Submitted within the 16 -22 day of January nd Submitted beyond the 22 day of January Submitted 1-5 working days after the end of the month Submitted 6-14 working days after the end of the month th Submitted on the 15 day after the end of the month Submitted more than 16 working days after the end of the month Prepared immediately upon advise Prepared 30 minutes after advise Prepared 1 hour after advise Prepared 2 hours after advise Prepared more than 2 hours after advise Submitted 1-5 working days after end of the month Submitted 6-14 working days after end of the month Submitted on the 15th day of the month Submitted on the 16th-22nd day of the month Submitted beyond the 22nd day of the month Submitted on the 23rd day of the last month of every quarter Submitted within the 24th-25th day of the last month of every quarter Submitted on the 26th day of the last month of every quarter Submitted on the 27th-30th day of the last month of every quarter Submitted beyond 30th day of the last month of every quarter Within 15 working days after receipt of the OPCR Within 1 month after receipt of the OPCR Within 2 months after receipt of the OPCR Within 3 months after receipt of the OPCR Never reviewed/validated 173 | S P M S .

MUNICIPAL GOVERNMENT OF SANTA CRUZ Revised Personnel Mechanisms Segregated Records/Files Service Record  Updated |HUMAN RESOURCE PLAN 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No revisions With 1 revision With 2 revisions With 3 revisions With more than 3 revisions No Error 1 error 2 errors 3 errors More than 3 errors No Error 1-2 Errors 3 Errors 4 Errors More than 4 Errors 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 Submitted to CSC for review 5 days after signed by the LCE Submitted to CSC for review 10 days after signed by the LCE Submitted to CSC for review 15 days after signed by the LCE Submitted to CSC for review 20 days after signed of the LCE Submitted to CSC for review more than 20 days after signed by the LCE Within 15 minutes for each 201 File Within 20 minutes for each 201 File Within 30 minutes for each 201 File Within 35 minutes for each 201 File Within 40 minutes or more for each 201 File Updated within 5 working days after approval of the NOSI/NOSA Updated within 10 working days after approval of the NOSI/NOSA Updated within 15 working days after approval of the NOSI/NOSA Updated within 20 working days after approval of the NOSI/NOSA Updated more than 20 working days after approval of the NOSI/NOSA  Created 5 4 3 2 1 No error 1-2 errors 3 errors 4 errors More than 4 errors 5 4 3 2 1 Created within 5 working days after approval of the appointment Created within 10 working days after approval of the appointment Created within 15 working days after approval of the appointment Created within 20 working days after approval of the appointment Created more than 20 working days after approval of the appointment  Prepared 5 4 3 2 1 No Error 5 4 3 2 1 Prepared immediately upon request Prepared within 15 minutes upon request Prepared within 20 minutes upon request Prepared within 30 minutes upon request Prepared more than 30 minutes upon request With Error 174 | S P M S .

Ombudsman .MUNICIPAL GOVERNMENT OF SANTA CRUZ Staffing and Compensation Profile Study Leave Contract Prepared Summary Report on Employees’ SALN .CSC Training/Activities Conducted/Facilitated |HUMAN RESOURCE PLAN 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Revision 1-2 Revisions 3 Revisions 4-5 Revisions More than 5 Revisions No Revision 1-2 Revisions 3 Revisions 4 Revisions More than 4 Revisions No Revision 1-2 Revisions 3 Revisions 4-5 Revisions More than 5 Revisions 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 Prepared within the month of July Prepared within the month of August Prepared within the month of September Prepared within the month of October Never prepared Prepared 1 month before employees’ enrollment Prepared 3 weeks before employees’ enrollment Prepared 2 weeks before employees’ enrollment Prepared 1 week before employees’ enrollment Prepared less than a week before employees’ enrollment Submitted to Office of the Ombudsman within 1-5 working days of April Submitted within 15 working days of April th Submitted on the 30 day of April Submitted within 1-15 working days of May Submitted after the 15th day of May 5 4 3 2 1 5 4 3 2 1 No Revision 1-2 Revisions 3 Revisions 4-5 Revisions More than 5 Revisions No Complaint 1-2 Complaints 3 Complaints 4-5 Complaints More than 6 Complaints 5 4 3 2 1 5 4 3 2 1 Submitted to CSC 1-7 working days OF May Submitted within 8-14 working days of May Submitted on the 15th day of May Submitted within 16-22 working days of May Submitted beyond the 22nd day of May As scheduled Not able to comply with the schedule 175 | S P M S .

MUNICIPAL GOVERNMENT OF SANTA CRUZ Training Kits/Supplies/ IDs (For Participants) Travel Order Validated Personal Data Sheet (PDS) 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Error With Error No Error With Error No Error With Error 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN Prepared 15 working days before the scheduled training/activity Prepared 10 working days before the scheduled training/activity Prepared 5 working days before the scheduled training/activity Prepared 3 working days before the scheduled training/activity Prepared on the scheduled training/activity Prepared and submitted 5 days before travel Prepared and submitted 3-5 days before travel Prepared and submitted 1 day before travel and on the day of travel Prepared and submitted 1 day after travel Prepared and submitted more than 1 day after travel 5 minutes after PDS received 10 minutes after PDS received 15 minutes after PDS received 20 minutes after PDS received More than 20 minutes after PDS received 176 | S P M S .

MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN D.1. Business Permit and Licensing Section EXPECTED OUTPUT Additional Line of Business Business Permit Certification Dropping of MTOP Franchise Inspection of Business Establishment RATING QUALITY STANDARD RATING TIME STANDARD (per output) (per output) (per output) (per output) 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Error 1 Error 2-3 Errors More than 3 Errors No Error 1 Error 2-3 Errors More than 3 Errors No Error 1 Error 2-3 Errors More than 3 Errors No Error 1 Error 2-3 Errors More than 3 Errors No Error 1 Error 2-3 Errors 3-4 Errors More than 4 Errors 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 Within 40 minutes After 40 minutes – 1 hour After 1 hour – 1 hour and 30 minutes After 1hour and 30 minutes – 2 hours After 2 hours and onwards Within 40 minutes After 40 minutes – 1 hour After 1 hour – 1 hour and 30 minutes After 1hour and 30 minutes – 2 hours After 2 hours and onwards Within 15 minutes After 15 minutes – 1 hour After 1 hour – 1 hour and 30 minutes After 1hour and 30 minutes – 2 hours After 2 hours and onwards Within 5 minutes per establishment After 5-8 minutes per establishment After 8-10 minutes per establishment After 10-12 minutes per establishment After 12 minutes and onwards Within 5 minutes After 40 minutes – 1 hour After 1 hour – 1 hour and 30 minutes After 1hour and 30 minutes – 2 hours After 2 hours and onwards 177 | S P M S .3.

MUNICIPAL GOVERNMENT OF SANTA CRUZ MTOP Franchise Occupational Permit Retirement of Business Permit Special Permit Trisicad and Bicycle Registration 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Error 1 Error 2-3 Errors More than 3 Errors No Error 1 Error 2-3 Errors More than 3 Errors No Error 1 Error 2-3 Errors More than 3 Errors No Error 1 Error 2-3 Errors More than 3 Errors No Error 1 Error 2-3 Errors More than 3 Errors 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN Within 30 minutes After 30 minutes – 1 hour After 1 hour – 1 hour and 30 minutes After 1hour and 30 minutes – 2 hours After 2 hours and onwards Within 15 minutes After 15 minutes – 1 hour After 1 hour – 1 hour and 30 minutes After 1hour and 30 minutes – 2 hours After 2 hours and onwards Within 25 minutes After 25 minutes – 1 hour After 1 hour – 1 hour and 30 minutes After 1hour and 30 minutes – 2 hours After 2 hours and onwards Within 25 minutes After 25 minutes – 1 hour After 1 hour – 1 hour and 30 minutes After 1hour and 30 minutes – 2 hours After 2 hours and onwards Within 25 minutes After 25 minutes – 1 hour After 1 hour – 1 hour and 30 minutes After 1hour and 30 minutes – 2 hours After 2 hours and onwards Note: Action time for approval by the LCE/Administrator is excluded in the Time Standard of this office. 178 | S P M S .

MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN D.4.1. General Services Section EXPECTED OUTPUT Agency Procurement Request Annual Supplies Procurement Plan Consolidated BAC Request Form Coded and Logged Certificate of Insurance Policy Certificate of Registration RATING QUALITY STANDARD RATING TIME STANDARD (per output) (per output) (per output) (per output) 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Error With Error With 2 or more Errors No Error With Error With 2 or more Errors No Error With Error With 2 or more Errors No Error With Error With 2 or more Errors No Error With Error With 2 or more Errors 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 Within 10 minutes per Agency Procurement Request Within 13 minutes per Agency Procurement Request Within 15 minutes per Agency Procurement Request Within 18 minutes per Agency Procurement Request Within 20 minutes per Agency Procurement Request th Within the 5 day of November Within the 10th day of November Within the 15th day of November Within the 18th day of November Within the 20th day of November Upon receipt of BAC-R Form Within 2 minutes upon receipt of BAC-R Form Within 3 minutes upon receipt of BAC-R Form Within 5 minutes upon receipt of BAC-R Form Within 10 minutes upon receipt of BAC-R Form Within 1 week before the expiration date Within 3 days before the expiration date On the date of the expiration Within 1 week after the expiration date Within 2 weeks after the expiration date Within 1 week before the expiration date Within 3 days before the expiration date On the date of the expiration Within 1 week after the expiration date Within 2 weeks after the expiration date 179 | S P M S .

MUNICIPAL GOVERNMENT OF SANTA CRUZ

Inspection and Acceptance
Report

LGU’s Annual Procurement
Plan

Property Card

Property Issue
Slip/Memorandum Receipt

Property, Plant and
Equipment Report Prepared

Property Sticker

5
4
3
2
1
5
4
3
2
1
5
4
3
2
1
5
4
3
2
1
5
4
3
2
1
5
4
3
2
1

No Error

With Error
With 2 or more Errors
No Error

With Error
With 2 or more Errors
No Error

With Error
With 2 or more Errors
No Error

With Error
With 2 or more Errors
No Error

With Error
With 2 or more Errors
No Error

With Error
With 2 or more Errors

5
4
3
2
1
5
4
3
2
1
5
4
3
2
1
5
4
3
2
1
5
4
3
2
1
5
4
3
2
1

|HUMAN RESOURCE PLAN
Upon receipt/delivery of goods
Within 3 minutes upon receipt/delivery of goods
Within 5 minutes upon receipt/delivery of goods
Within 8 minutes upon receipt/delivery of goods
Within 10 minutes upon receipt/delivery of goods
Within the 1st working day of December
Within the 1st week of December
nd
Within the 2 week of December
Within the 3rd week of December
th
Within the 4 week of December
Within 5 minutes after issuance
Within 10 minutes after issuance
Within 15 minutes after issuance
Within 20 minutes after issuance
Within 30 minutes or more after issuance
Upon delivery of the equipment/property
Within 3 working days upon delivery
Within 5 working days upon delivery
Within 6 working days upon delivery
Within 7 working days upon delivery
Within the 20th day of January
Within 25 day of January
Within 31st day of January
Within the 1st week of January
Within the 2nd week of January
Upon issuance of property/equipment
Within 2 working days after issuance
Within 3 working days after issuance
Within 1 working days after issuance

180 | S P M S

MUNICIPAL GOVERNMENT OF SANTA CRUZ

Purchase Order Reviewed,
Coded and Logged

Purchase Request Reviewed,
Coded and Logged

Request for Quotations
Delivered

Request for Quotations
Posted

Requisition And Issue Slip
(RIS)

Stock Cards Updated

5
4
3
2
1
5
4
3
2
1
5
4
3
2
1
5
4
3
2
1
5
4
3
2
1
5
4
3
2
1

No Error

With Error
With 2 or more Errors
No Error

With Error
With 2 or more Errors
No Error

With Error
With 2 or more Errors
No Error

With Error
With 2 or more Errors
No Error

With Error
No Error

With Error
With 2 or more Errors

5
4
3
2
1
5
4
3
2
1
5
4
3
2
1
5
4
3
2
1
5
4
3
2
1
5
4
3
2
1

|HUMAN RESOURCE PLAN
Upon receipt of Purchase Order
Within 3 minutes upon receipt of Purchase Order
Within 5 minutes upon receipt of Purchase Order
Within 8 minutes upon receipt of Purchase Order
Within 10 minutes upon receipt of Purchase Order
Upon receipt of Purchase Request
Within 3 minutes upon receipt of Purchase Request
Within 5 minutes upon receipt of Purchase Request
Within 8 minutes upon receipt of Purchase Request
Within 10 minutes upon receipt of Purchase Request
Within 3 days upon receipt of Request for Quotation
Within 4 days upon receipt of Request for Quotation
Within 5 days upon receipt of Request for Quotation
Within 6 days upon receipt of Request for Quotation
Within 7 days upon receipt of Request for Quotation
Upon receipt of Request for Quotation
Within 5 minutes upon receipt of Request for Quotation
Within 10 minutes upon receipt of Request for Quotation
Within 15 minutes upon receipt of Request for Quotation
Within 30 minutes upon receipt of Request for Quotation
Prepared immediately upon advise
Prepared 30 minutes after advise
Prepared 1 hour after advise
Prepared 2 hours after advise
Prepared more than 2 hours after advise
Within 1 minute after issuance
Within 2 minutes after issuance
Within 3 minutes after issuance
Within 4 minutes after issuance
Within 5 minutes after issuance

181 | S P M S

MUNICIPAL GOVERNMENT OF SANTA CRUZ

Summary of Supplies and
Materials Used

Water Material Report

5
4
3
2
1
5
4
3
2
1

No Error

With Error
With 2 or more Errors
No Error

With Error
With 2 or more Errors

5
4
3
2
1
5
4
3
2
1

|HUMAN RESOURCE PLAN
st

Within 1 day of July
st
Within 1 week of July
nd
Within 2 week of July
rd
Within 3 week of July
Within 4th week of July
Upon receipt of waste material
Within 3 minutes after receipt of waste material
Within 5 minutes after receipt of waste material
Within 10 minutes after receipt of waste material
Within 15 minutes after receipt of waste material

182 | S P M S

MUNICIPAL GOVERNMENT OF SANTA CRUZ

|HUMAN RESOURCE PLAN

D.1.5. Housing and Homesite Regulation Office

EXPECTED OUTPUT
Activity Design and Project
Design

Activity Report
 Emergency Meeting
 Organizational Meeting
 Monitoring

Budget Proposal

Communications
(Reply)

Customer Action Sheet

RATING

QUALITY STANDARD

RATING

TIME STANDARD

(per output)

(per output)

(per output)

(per output)

5
4
3
2
1
5
4
3
2
1
5
4
3
2
1
5
4
3
2
1
5
4
3
2
1

No Revision
1 Revision
2 Revisions
3 Revisions
4 or more Revisions
No Revision
1 Revision
2 Revisions
3 Revisions
4 or more Revisions
No Revision
1 Revision
2 Revisions
3 Revisions
More than 3 Revisions
No Revision
1 Revision
2 Revisions
3 Revisions
More than 3 Revisions
No Complaint/Error

With Complaint/Error

5
4
3
2
1
5
4
3
2
1
5
4
3
2
1
5
4
3
2
1
5
4
3
2
1

2 days after the order from the supervisor
3 days after the order from the supervisor
4 days after the order from the supervisor
5 days after the order from the supervisor
More than 5 days after the order from the supervisor
Client assisted/attended Immediately

Not immediately attended/assisted
Not attended
Submitted 4-5 working days before the deadline
Submitted 3 working days before the deadline
Submitted 2 working days before the deadline
Submitted 1 working day before the deadline
Submitted after the deadline
Prepared 1-5 working days after instruction
Prepared 6-10 working days after instruction
Prepared 1-14 working days after instruction
Prepared 15 or more working days after instruction
Client assisted/attended Immediately

Not immediately attended/assisted
Not attended

183 | S P M S

MUNICIPAL GOVERNMENT OF SANTA CRUZ

Data Bank (Housing Data)

GK Housing Constructed

Homeowner’s Association
Organized

Minutes of Meeting

Office Performance
Commitment Review (OPCR)

Program of Works
(Php 10,000 Below)

5
4
3
2
1
5
4
3
2
1
5
4
3
2
1
5
4
3
2
1
5
4
3
2
1
5
4
3
2
1

No Lapses on Data
1-2 Lapses on Data
3 Lapses on Data
4 Lapses on Data
More than 4 Lapses on Data
1 Minor Complaint
2 Minor Complaints
3 Minor Complaints
4 Minor Complaints
More than 4 Complaints
No Complaint
1-2 Minor Complaints
3 Minor Complaints
4 Minor Complaints
More than 4 Complaints
No Revision
1 Revision
2 Revisions
3 Revisions
More than 3 Revisions
No Revision
1-2 Revisions
3 Revisions
More than 4 Revisions
No Revision
1 Revision
2 Revisions
3 Revisions
4 or more Revisions

5
4
3
2
1
5
4
3
2
1
5
4
3
2
1
5
4
3
2
1
5
4
3
2
1
5
4
3
2
1

|HUMAN RESOURCE PLAN
Within 40 minutes
After 40 minutes – 1 hour
After 1 hour – 1 hour and 30 minutes
After 1hour and 30 minutes – 2 hours
After 2 hours and onwards
1 month from the start of construction
2 months from the start of construction
3 months from the start of construction
4 months from the start of construction
5 months from the start of construction
1 month from the start of construction
2 months from the start of construction
3 months from the start of construction
4 months from the start of construction
5 months from the start of construction
Prepared 1-2 working days after the meeting
Prepared 3-4 working days after the meeting
Prepared 5 working days after the meeting
Prepared 6-7 working days after the meeting
Prepared more than 7 working days after the meeting
Submitted before 15th of April/15th of October
Submitted on the 15th of April/15th of October
Never submitted
Submitted 1 week after instruction from supervisor
Submitted 2 weeks after instruction from supervisor
Submitted 3 weeks after instruction from supervisor
Submitted 4 weeks after instruction from supervisor
Not Submitted

184 | S P M S

MUNICIPAL GOVERNMENT OF SANTA CRUZ

Subdivision Plan and Design
(per 1.0 hectare)

Travel Order and Pass Slip

Voucher, APP, PPMP

5
4
3
2
1
5
4
3
2
1
5
4
3
2
1

No Revision
1 Revision
2 Revisions
3 Revisions
4 or more Revisions
No Error
1 Minor Error
2 Minor Errors
3 or more Errors
No Error
1 Minor Error
2 Errors
3 Errors
4 or more Errors

5
4
3
2
1
5
4
3
2
1
5
4
3
2
1

|HUMAN RESOURCE PLAN
Submitted 1-2 weeks after instruction from supervisor
Submitted 3 weeks after instruction from supervisor
Submitted 1 month after instruction from supervisor
Submitted 2 months after instruction from supervisor
Submitted more than 2 months after instruction from supervisor
2 days before travel
1 day before travel
On the day of travel
Late
1 hour per document processed
2 hours per document processed
More than 2 hours per document

185 | S P M S

1. Apo Climb Communications RATING QUALITY STANDARD RATING TIME STANDARD (per output) (per output) (per output) (per output) 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Revision 1-2 Minor Revisions 3 Minor Revisions 4-5 Minor Revisions More than 5 Revisions No Error 1 Error No Error 1-2 Minor Errors 3 Minor Errors 4-5 Minor Errors More than 5 Minor Errors No Error 1 Error No Revision 1-2 Minor Revisions 3 Minor Revisions 4-5 Minor Revisions More than 5 Revisions 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 days before the training 4 days before the training 3 days before the training 2 days before the training 1 day before the training Within 1 day after approval of the PAIC Board Within 2 days after approval of the PAIC Board Within 3 days after approval of the PAIC Board Within 4 days after approval of the PAIC Board More than 4 days after approval of the PAIC Board Within 1 working day Within 2 working days Within 3 working days Within 4 working days Within 5 working days Within 15 minutes upon request Within 30 minutes upon request Within 1 hour upon request Within 2 hours upon request More than 2 hours upon request Within 5 days before the training/activity Within 4 days before the training/activity Within 3 days before the training/activity Within 2 days before the training/activity More than 6 days before the training/activity 186 | S P M S .MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN D.6. Investment Promotion (PAIC) and Tourism Office EXPECTED OUTPUT Attendance Sheet Certificate of Local Tax Exemption Certificate of Training Certificate of Mt.

MUNICIPAL GOVERNMENT OF SANTA CRUZ Company Data Company Profile Form Data Document Delivered (outside) Investor’s Assistance Sheet Investor’s Profile and Data Bank 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Error 1-2 Minor Errors 3 Minor Errors 4-5 Minor Errors More than 5 Minor Errors No Error 1-2 Minor Errors 3 Minor Errors 4-5 Minor Errors More than 5 Minor Errors No Error 1-2 Minor Errors 3 Minor Errors 4-5 Minor Errors More than 5 Minor Errors No Error With Error No Complaint 1 Complaint More than 1 Complaint No Error 1 Error 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN Every month Every 2 months Every 3 months Every 4 months Every 5 months and beyond 1 day before the end of the quarter 2 days before the end of the quarter 3 days before the end of the quarter 4 days before the end of the quarter 5 days before the end of the quarter Within 3 working days upon receipt of instruction Within 4 working days upon receipt of instruction Within 5 working days upon receipt of instruction Within 6 working days upon receipt of instruction More than 6 working days upon receipt of instruction Done immediately after instruction Done 1-2 working days after instruction Done 3 working days after instruction Done 4 working days after instruction Done more than 4 working days after instruction 30 minutes upon request 45 minutes upon request 1 hour up[on request More than 1 hour upon request Conducted every 1 month Conducted every 2 months Conducted every 3 months Conducted every 4 months Conducted every 5 months 187 | S P M S .

Apo 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Error With No Complaints No Revision No Error 1-2 Minor Errors 3 Minor Errors 4-5 Minor Errors More than 5 Minor Errors No Error 1 Minor Error 2 Minor Errors 3 Minor Errors More than 3 Minor Errors No Error 1 Error 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN LGU website updated/maintained twice a week LGU website updated/maintained once a week LGU website updated/maintained once every 2 weeks LGU website updated/maintained once every 3 weeks LGU website updated/maintained once a month Within 1 day after instruction Within 2 days after instruction Within 3 days after instruction Within 4 days after instruction More than 4 days after instruction Within 4 hours upon receipt of request Within 6 hours upon receipt of request Within 1 day upon receipt of request Within 2 days upon receipt of request More than 2 days upon receipt of request Within 1 working day of the succeeding month Within 2 working days of the succeeding month Within 3 working days of the succeeding month Within 4 working days of the succeeding month Within 5 working days of the succeeding month Within 3 days of the succeeding month Within 4 days of the succeeding month Within 5 days of the succeeding month Within 6 days of the succeeding month More than 1 week of the succeeding month Within 15 minutes after submission of required documents Within 30 minutes after submission of required documents Within 1 hour after submission of required documents Within 2 hours after submission of required documents More than 2 hours after submission of required documents 188 | S P M S .MUNICIPAL GOVERNMENT OF SANTA CRUZ LGU Website Maintained and Updated Local Tour Local Tour Itinerary Monthly Report Monthly Report of Tourism Statistics Permit to Climb Mt.

MUNICIPAL GOVERNMENT OF SANTA CRUZ Press and Photo Releases of LGU Activities Posted News Articles Posted Pictures Project Proposal Related Literature Research Documents 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Error No Error With Error No Error With Error No Error 1-2 Minor Errors 3 Minor Errors 4-5 Minor Errors More than 5 Minor Errors No Error 1-2 Minor Errors 3 Minor Errors 4-5 Minor Errors More than 5 Minor Errors No Error 1 Minor Error 2 Minor Errors 3 Minor Errors More than 3 Minor Errors 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN Within 1 day after the activity Within 2 days after the activity Within 3 days after the activity Within 4 days after the activity More than 4 days after the activity Within 1 day after the activity Within 2 days after the activity Within 3 days after the activity Within 4 days after the activity Within 5 days after the activity Within 1 day after the activity Within 2 days after the activity Within 3 days after the activity Within 4 days after the activity Within 5 days after the activity 1 day after receipt of notice 2 days after receipt of notice 3 days after receipt of notice 4 days after receipt of notice 5 days after receipt of notice Within 1 day after receipt of request Within 2 days after receipt of request Within 3 days after receipt of request Within 4 days after receipt of request Within 5 days after receipt of request Conducted within 1 month Conducted within 2 months Conducted within 3 months Conducted within 4 months Conducted within 5 months 189 | S P M S .

MUNICIPAL GOVERNMENT OF SANTA CRUZ Survey Form (Tourist Arrival at the Resorts and Restaurants) Training/Activity Report Training Design Training Kits 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Error 1-2 Minor Errors 3 Minor Errors 4-5 Minor Errors More than 5 Minor Errors No Error 1 Minor Error 2 Minor Errors 3 Minor Errors More than 3 Minor Errors No Revision 1-2 Minor Revisions 3 Minor Revisions 4-5 Minor Revisions More than 5 Revisions No Error 1-2 Minor Errors 3 Minor Errors 4-5 Minor Errors More than 5 Minor Errors 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN Within 1 day after the end of the month Within 2 days after the end of the month Within 3 days after the end of the month Within 4 days after the end of the month Within 5 days after the end of the month Within 3 days after the activity Within 4 days after the activity Within 5 days after the activity Within 6 days after the activity More than 6 days after the activity Within 7 working days before the training Within 6 working days before the training Within 5 working days before the training Within 4 working days before the training Within 3 working days before the training Within 5 days before the training Within 4 days before the training Within 3 days before the training Within 2 days before the training Within 1 day before the training 190 | S P M S .

2.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN D. Office of the Secretary to the Sangguian EXPECTED OUTPUT Certifications Committee Reports Indorsements of Approved: (a) Legislations (b) Barangay Annual and Supplemental Budgets and MTOPs RATING QUALITY STANDARD RATING TIME STANDARD (per output) (per output) (per output) (per output) 5 4 3 2 1 5 4 3 2 1 No Error 5 4 3 2 1 No Error 5 4 3 2 1 No Error 1 Error 2 Errors More than 2 Errors No Revision 1 Revision 2 Revisions More than 2 Revisions 1 Error 2 Errors More than 2 Errors 1 Error More than 1 Error 5 4 3 2 1 5 4 3 2 1 Within 5 minutes upon request 5 4 3 2 1 Within 1 working day after receipt from the LCE 5 4 3 2 1 Within 1 working day after the session Within 10 minutes upon request Within 15 minutes upon request More than 15 minutes upon request Within 2 working days after the committee hearing Within 3 working days after the committee hearing Within 4 working days after the committee hearing More than 4 working days after the committee hearing Within 2 working days after receipt from the LCE Within 3 working days after receipt from the LCE More than 3 working days after receipt from the LCE Within 2 working days after the session More than 2 working days after the session 191 | S P M S .

MUNICIPAL GOVERNMENT OF SANTA CRUZ

Minutes

Notices
(a) Sessions

(b) Committee Works

Resolutions/Ordinances

|HUMAN RESOURCE PLAN

5
4
3
2
1

No Revision
1 Revision
2 Revisions
3 Revisions
More than 3 Revisions

5
4
3
2
1

Within 5 working days after the session
Within 6 working days after the session
Within 7 working days after the session
Within 8 working days after the session
More than 8 working days after the session

5
4
3
2
1

No Error

5
4
3
2
1

Within 2 working days before the session

5
4
3
2
1
5
4
3
2
1

No Error

5
4
3
2
1
5
4
3
2
1

Within 2 working days before the committee work

1 Error
2 Errors
More than 2 Errors

1 Error
2 Errors
More than 2 Errors
No Revision
1 Revision
2 Revisions
More than 2 Revisions

Within 1 working day before the session
Within the day of the scheduled session

Within 1 working day before the committee work
Within the day of the scheduled committee work
Within 5 working days after the session
Within 6 working days after the session
Within 7 working days after the session
Within 8 working days after the session
More than 8 working days after the session

192 | S P M S

MUNICIPAL GOVERNMENT OF SANTA CRUZ

|HUMAN RESOURCE PLAN

D.3. Municipal Planning and Development Office

EXPECTED OUTPUT
Annual Investment Plan

Annual Supplies
Procurement Plan/ Project
Procurement Management
Plan (ASPP/PPMP)
Budget Proposal

Locational Clearance Issued

Minutes

RATING

QUALITY STANDARD

RATING

(per output)

(per output)

(per output)

5
4
3
2
1
5
4
3
2
1
5
4
3
2
1
5
4
3
2
1
5
4
3
2
1

No Revision
1 Minor Revision
2 Minor Revisions
3 Minor Revisions
4 or more Revisions
No Error

With Error
No Revision
1 Revision
2 Revisions
3 Revisions
More than 3 Revisions
No Error

With Minor Error
No Revision
1 Revision
2 Revisions
3 Revisions
4 Revisions

5
4
3
2
1
5
4
3
2
1
5
4
3
2
1
5
4
3
2
1
5
4
3
2
1

TIME STANDARD
(per output)
nd

2 week of August
rd
3 week of August
End of August
st
1 week of September
2nd week of September
rd
Submitted within the 3 week of September
Submitted within the 4th week of October
Submitted on or before October 15
Submitted beyond October 15
Submitted 4-5 working days before the deadline
Submitted 3 working days before the deadline
Submitted 2 working days before the deadline
Submitted 1 working day before the deadline
Submitted after the deadline
1 day and 73 minutes

More than 2 days
Ready 3 days before the next meeting
Ready 4 days before the next meeting
Ready 5 days before the next meeting
Ready 6 days before the next meeting
Not ready during the meeting

193 | S P M S

MUNICIPAL GOVERNMENT OF SANTA CRUZ

Monthly Monitoring Journal

Municipal Comprehensive
Land Use Plan (MCLUP)

Notice of Meeting

Office Performance
Commitment Review (OPCR)

Payroll (Job Order)

Project Design Prepared

5
4
3
2
1
5
4
3
2
1
5
4
3
2
1
5
4
3
2
1
5
4
3
2
1
5
4
3
2
1

No Complaint

With Complaint
No Revision
1 Minor Revision
2 Minor Revisions
3 Minor Revisions
4 or more Revisions
No Error
1 Error
2-3 Errors
4 or more Errors
No Revision
1-2 Revisions
3 Revisions
More than 4 Revisions
No Error
1 Error
2 Errors
3 Errors
More than 3 Errors
No Revision
1 Minor Revision
2 Minor Revisions
3 Minor Revisions
4 or more Revisions

5
4
3
2
1
5
4
3
2
1
5
4
3
2
1
5
4
3
2
1
5
4
3
2
1
5
4
3
2
1

|HUMAN RESOURCE PLAN
Conducted monthly

No monitoring
2nd week of December
3rd week of December
End of December
Beyond December
Within 1 hour after instruction
Within 2 hours after instruction
Within 3 hours after instruction
Within 4 hours after instruction
More than 4 hours after instruction
Submitted before 15th of April/15th of October
Submitted on the 15th of April/15th of October
Never submitted
Prepared within the day after submission of all supporting documents
Prepared 1-2 working days after submission of all supporting documents
Prepared 3-5 working days after submission of all supporting documents
Prepared 6-8 working days after submission of all supporting documents
Prepared 9 working days after submission of all supporting documents
2 hours
3 hours
4 hours
5 hours
6 hours or more

194 | S P M S

MUNICIPAL GOVERNMENT OF SANTA CRUZ

Project Design/Activity
Design Reviewed

Project Proposal Prepared

Quarterly Accomplishment
Report

Quarterly Status Report on
Programs/Projects/Activities

Resolution

Subdivision Plans/
Development permit

5
4
3
2
1
5
4
3
2
1
5
4
3
2
1
5
4
3
2
1
5
4
3
2
1
5
4
3
2
1

No Error
1 Minor Error
2 Minor Errors
3 Minor Errors
4 or more Minor Errors
No Revision
1 Minor Revision
2 Minor Revisions
3 Minor Revisions
4 or more Revisions
No Revision
1 or 2 Revisions
3 Revisions
4 Revisions
5 or more Revisions
No Revision
1 Minor Revision
2 Minor Revisions
3 Minor Revisions
4 or more Revisions
No Revision
1 Revision
2 Revisions
3 Revisions
4 Revisions
No Error

With Minor Error

5
4
3
2
1
5
4
3
2
1
5
4
3
2
1
5
4
3
2
1
5
4
3
2
1
5
4
3
2
1

|HUMAN RESOURCE PLAN
20 minutes upon receipt
25 minutes upon receipt
30 minutes upon receipt
45 minutes upon receipt
1 hour or more upon receipt
2 hours
3 hours
4 hours
5 hours
6 hours or more
Submitted within 1-7 working days after the end of the quarter
Submitted within 8-14 working days after the end of the quarter
th
Submitted on the 15 day after the end of the quarter
Submitted within 16-22 working days after the end of the quarter
Submitted beyond the 22nd day after the end of the quarter
15th day of the 1st month of the next quarter
20th day of the 1st month of the next quarter
25th day of the 1st month of the next quarter
30th day of the 1st month of the next quarter
More than a month
Ready 3 days after the meeting
Ready 4 days after the meeting
Ready 5 days after the meeting
Ready 6 days after the meeting
Ready 7 days or more after the meeting
4 days and 48 minutes

More than 4 days and 48 minutes

195 | S P M S

MUNICIPAL GOVERNMENT OF SANTA CRUZ

Zoning Certification Issued

5
4
3
2
1

No Error

With Minor Error

5
4
3
2
1

|HUMAN RESOURCE PLAN
1 day and 21 minutes

More than 1 day and 21 minutes

196 | S P M S

MUNICIPAL GOVERNMENT OF SANTA CRUZ

|HUMAN RESOURCE PLAN

D.4. Municipal Budget Office

EXPECTED OUTPUT
Abstract Of Bids

Act as Special Disbursing
Officer of the LCE IF

Acceptance and Inspection
Report

Accomplished Daily Time
Record (DTR)

Accomplished Personal Data
Sheet (PDS)

RATING

QUALITY STANDARD

RATING

TIME STANDARD

(per output)

(per output)

(per output)

(per output)

5
4
3
2
1
5
4
3
2
1
5
4
3
2
1
5
4
3
2
1
5
4
3
2
1

No Error

With Error
No Error
1 or 2 Minor Errors
3 Minor Errors
4 Minor Errors
5 or more Minor Errors
No Error

With Error
No Revision

With Revision
No Items Unfilled
1-2 Items Unfilled
3 Items Unfilled
4 Items Unfilled
5 or more Items Unfilled

5
4
3
2
1
5
4
3
2
1
5
4
3
2
1
5
4
3
2
1
5
4
3
2
1

Prepared immediately after Opening of Canvass
Prepared 1-3 working days after Opening of Canvass
Prepared 4-5 working days after Opening of Canvass
Prepared 6-7 working days after Opening of Canvass
Prepared more than 7 working days after Opening of Canvass
3 minutes per client
4 minutes per client
5 minutes per client
8 minutes per client
10 or more minutes per client
Accepted and signed immediately upon complete delivery of goods
Accepted and signed 1 day upon complete delivery of goods
Accepted and signed 2 days upon complete delivery of goods
Accepted and signed 3-4 days upon complete delivery of goods
Accepted and signed more than 4 days upon complete delivery of goods
Submitted 2-3 working days after the 15th and/or end of the month
th
Submitted 4-5 working days after the 15 and/or end of the month
th
Submitted 6 working days after the 15 and/or end of the month
Submitted 7 working days after the 15th and/or end of the month
Submitted more than 7 working days after the 15 th and/or end of the mo.
Submitted within the 1st-2nd week of January
Submitted within the 3rd-4th week of January
Submitted on the 4th week of January
Submitted on February and beyond

197 | S P M S

/Resolution/Request Prepared within 6 working days after receipt of approved A.O.O. coded Prepared 6-7 working days after GSO P. coded Prepared more than 7 working days after GSO P.O.O./Resolution/Request Prepared within 4 working days after receipt of approved A. coded Submitted 4-5 working days before the deadline Submitted 3 working days before the deadline Submitted 2 working days before the deadline Submitted 1 working day before the deadline Submitted after the deadline 3 minutes per appointment 4 minutes per appointment 5 minutes per appointment 8 minutes per appointment 10 or more minutes per appointment 198 | S P M S ./Resolution/Request Prepared within 7 or more working days after receipt of approved A.MUNICIPAL GOVERNMENT OF SANTA CRUZ Accomplished Statement of Assets./Resolution/Request Prepared within 5 working days after receipt of approved A.O.O./Resolution/Request rd Submitted within the 3 week of September th Submitted within the 4 week of October Submitted on or before October 15 Submitted beyond October 15 Prepared immediately after GSO P.O.O. coded Prepared 3-5 working days after GSO P.O. Liabilities and Net Worth (SALN) Allotment Release Order Annual Supplies Procurement Plan/ Project Procurement Management Plan (ASPP/PPMP) BAC Procurement Budget Proposal Certified Appropriation of Appointment (Job Order) 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No revision 1 revision 2 revisions 3 revisions More than 3 revisions No Revision 1 or 2 Revisions 3 Revisions 4 Revisions 5 or more Revisions No Error With Error No Error With Error No Revision 1 Revision 2 Revisions 3 Revisions More than 3 Revisions No Error With Error 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN th Submitted on the 1st-15 day of March th th Submitted on the 16 -30 day of March st Submitted on the 31 day of March Submitted later than March and beyond Prepared within 3 working days after receipt of approved A. coded Prepared 1-2 working days after GSO P.O.

MUNICIPAL GOVERNMENT OF SANTA CRUZ Certificate of Travel Consolidated Statement of Receipts and Expenditures Disbursement Voucher Endorsement Letter Filed Documents Individual Performance Commitment And Review (IPCR) Form 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Error With Error No Error 1 or 2 Minor Errors 3 Minor Errors 4 Minor Errors 5 or more Minor Errors No Error With Error No Error 1 Error 2 Errors 3-5 Errors 6 or more Errors No Error With Error No Error With Error 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN Within 1-2 working days after travel Within 3 working days after travel Within 6 working days after travel Within 8 working days after travel More than 8 working days after travel Within 1 working day after instruction Within 2 working days after instruction Within 3 working days after instruction Within 4 working days after instruction Within 5 or more working days after instruction Prepared 30 minutes after all supporting documents completed Prepared 45 minutes after all supporting documents completed Prepared 1 hour after all supporting documents completed Prepared 2 hours after all supporting documents completed More than 2 hours after all supporting documents completed Within 1 working day after instruction Within 2 working days after instruction Within 3 working days after instruction Within 4 working days after instruction Within 5 or more working days after instruction Filed less than 30 minutes upon receipt of documents Filed 30 minutes upon receipt of documents Filed 1 hour upon receipt of documents Filed 2 hours upon receipt of documents Filed more than 2 hours upon receipt of documents st th Submitted within the 1 -5 day of June/December Submitted within the 6th-14th day of June/December Submitted on the 15th day of June/December Submitted within the 16th-22nd day of June/December Submitted beyond the 22nd day of June/December 199 | S P M S .

MUNICIPAL GOVERNMENT OF SANTA CRUZ Itinerary of Travel LGU Annual Budget (Local Expenditures Program) LGU Supplemental Budget Liquidation Report CA Travel Local Budget Matrix Minutes Of Meeting 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Error With Error No revision 1 or 2 revision 3 revisions 4 revisions 5 or more Revisions No revision 1 or 2 revision 3 revisions 4 revisions 5 or more Revisions No Error With Error No Revision 1 or 2 Revisions 3 Revisions 4 Revisions 5 or more Revisions No Revision 1 Revision 2 Revisions 3 Revisions More than 3 Revisions 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN Prepared immediately upon advise Prepared 30 minutes after advise Prepared 1 hours after advise Prepared 2 hours after advise Prepared more than 2 hours after advise Submitted on the 1st week of October Submitted on the 2nd week of October th Submitted on the 15 day of October th Submitted on the 4 week of October st Submitted on the 1 week of November Prepared within 3 working days after instruction Prepared within 4 working days after instruction Prepared within 5 working days after instruction Prepared within 6 working days after instruction Prepared within 7 working days after instruction Prepared immediately following day of travel Prepared 2-3 working days after travel Prepared 4-5 working days after travel Prepared 6-7 working days after travel Prepared more than 7 working days after travel Prepared within 3 working days after receipt of approved Appropriation Ordinance Prepared within 4 working days after receipt of approved Appropriation Ordinance Prepared within 5 working days after receipt of approved Appropriation Ordinance Prepared within 6 working days after receipt of approved Appropriation Ordinance Prepared within 7 or more working days after receipt of approved Appropriation Ordinance Prepared 1-2 working days after the meeting Prepared 3-4 working days after the meeting Prepared 5 working days after the meeting Prepared 6-7 working days after the meeting Prepared more than 7 working days after the meeting 200 | S P M S .

MUNICIPAL GOVERNMENT OF SANTA CRUZ Monthly Performance Monitoring Journal Monthly Performance Output Report Obligation Request Office Performance Commitment Review (OPCR) Payroll (Job Order) Payroll/Voucher Rerouted 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Complaint With Complaint No Revision 1-2 Revisions 3 Revisions 4-5 Revisions More than Revisions No Error With Error No Revision 1-2 Revisions 3 Revisions More than 4 Revisions No Error 1 Error 2 Errors 3 Errors More than 3 Errors No Error With Error 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN Conducted monthly monitoring No monitoring Submitted within 1-7 working days after the end of the month Submitted within 8-14 working days after the end of the month th Submitted on the 15 day after the end of the month Submitted within 16-22 working days after the end of the month nd Submitted beyond the 22 day after the end of the month Prepared immediately after instruction Prepared I day after instruction Prepared 2 days after instruction Prepared 3 days after instruction Prepared more than 3 days after instruction Submitted before 15th of April/15th of October Submitted on the 15th of April/15th of October Never submitted Prepared within the day after submission of all supporting documents Prepared 1-2 working days after submission of all supporting documents Prepared 3-5 working days after submission of all supporting documents Prepared 6-8 working days after submission of all supporting documents Prepared 9 working days after submission of all supporting documents Done immediately after instruction Done 1 working days after instruction Done 2 working days after instruction Done 3 working days after instruction Done more than 3 working days after instruction 201 | S P M S .

MUNICIPAL GOVERNMENT OF SANTA CRUZ Posted on Ledger Purchase Request Quarterly Accomplishment Report Quarterly Status Report (Program and Projects) Registry of Appropriation. Allotment and Obligation     Personal Services MOOE Capital Outlay Financial Expenses Registered Appropriation and Obligation (RAO) 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Error 1 or 2 Minor Errors 3 Minor Errors 4 Minor Errors 5 or more Minor Errors No Error 5 4 3 2 1 |HUMAN RESOURCE PLAN No Revision 1 or 2 Revisions 3 Revisions 4 Revisions 5 or more Revisions No Revision 1 Revision 2 Revisions 3 Revisions More than 3 Revisions No Error 1 or 2 Minor Errors 2 Minor Errors 4-5 Minor Errors 5 or more Minor Errors 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 3 minutes per appointment 4 minutes per appointment 5 minutes per appointment 8 minutes per appointment 10 or more minutes per appointment Prepared immediately after instruction Prepared I working day after instruction Prepared 2 working days after instruction Prepared 3 working days after instruction Prepared more than 3 working days after instruction Submitted within 1-7 working days after the end of the quarter Submitted within 8-14 working days after the end of the quarter th Submitted on the 15 day after the end of the quarter Submitted within 16-22 working days after the end of the quarter Submitted beyond the 22nd day after the end of the quarter Submitted within the 5th day of the 1st month of the preceding quarter Submitted within the 6th day of the 1st month of the preceding quarter Submitted within the 7th day of the 1st month of the preceding quarter Submitted after the 7th day of the 1st month of the preceding quarter No Error 1 or 2 Minor Errors 2 Minor Errors 4-5 Minor Errors 5 or more Minor Errors 5 4 3 2 1 5 minutes per Obligation Request 8 minutes per Obligation Request 10 minutes per Obligation Request 13 minutes per Obligation Request 15 or more minutes per Obligation Request With Error Maintained daily Maintained every other day Maintained weekly Maintained every other week Maintained monthly 202 | S P M S .

MUNICIPAL GOVERNMENT OF SANTA CRUZ Reviewed Barangay Annual Budget Reviewed Barangay Supplemental Budget Request for Quotation Requisition and Issue Slip (RIS) Statement of Accounts Payable Statement of Not Yet Due and Demandable 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Error With Error No Error With Error No Error With Error No Error With Error No Error 1 or 2 Minor Errors 2 Minor Errors 4-5 Minor Errors 5 or more Minor Errors No Error 1 or 2 Minor Errors 2 Minor Errors 4-5 Minor Errors 5 or more Minor Errors 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN 20 minutes after receipt 30 minutes after receipt 40 minutes after receipt 45 minutes after receipt 1 hour or more after receipt 10 minutes after receipt 15 minutes after receipt 20 minutes after receipt 30 minutes after receipt 45 minutes after receipt Prepared immediately after approval of BAC request Prepared 1-2 working days after approval of BAC request Prepared 3-5 working days after approval of BAC request Prepared 6-7 working days after approval of BAC request Prepared more than 7 working days after approval of BAC request Prepared immediately after upon advice Prepared 30 minutes after advice Prepared 1 hour after advice Prepared 2 hours after advice Prepared more than 2 hours after advice Prepared and submitted every 14 days after end of the year Prepared and submitted every 15-19 days after end of the year Prepared and submitted every 20 days after end of the year Prepared and submitted every 21-25 days after end of the year Prepared and submitted every 26 or more days after end of the year Prepared and submitted every 14 days after end of the year Prepared and submitted every 15-19 days after end of the year Prepared and submitted every 20 days after end of the year Prepared and submitted every 21-25 days after end of the year Prepared and submitted every 26 or more days after end of the year 203 | S P M S .

MUNICIPAL GOVERNMENT OF SANTA CRUZ Status Report Subsidiary Account of Programs and Projects (Breakdown of Expenditures) Travel Order Utilization of 20% LGDF 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Error With Error No Error 1 or 2 Minor Errors 2 Minor Errors 4-5 Minor Errors 5 or more Minor Errors No Error With Error No Error 1 or 2 Minor Errors 2 Minor Errors 4-5 Minor Errors 5 or more Minor Errors 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN Prepared and submitted every 14 days after end of the year Prepared and submitted every 15-19 days after end of the year Prepared and submitted every 20 days after end of the year Prepared and submitted every 21-25 days after end of the year Prepared and submitted every 26 or more days after end of the year Maintained daily Maintained every other day Maintained weekly Maintained every other week Maintained monthly Prepared and submitted 5 days before travel Prepared and submitted 3 to 4 days before travel Prepared and submitted 1 day before and on the day of the travel Prepared and submitted 1 day after travel More than 1 day after travel Prepared and submitted every 14 days after end of the year Prepared and submitted every 15-19 days after end of the year Prepared and submitted every 20 days after end of the year Prepared and submitted every 21-25 days after end of the year Prepared and submitted every 26 or more days after end of the year 204 | S P M S .

5. Liabilities and Net Worth (SALN) RATING QUALITY STANDARD RATING TIME STANDARD (per output) (per output) (per output) (per output) 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 Prepared immediately after Opening of Canvass Prepared 1-3 working days after Opening of Canvass Prepared 4-5 working days after Opening of Canvass Prepared 6-7 working days after Opening of Canvass Prepared more than 7 working days after Opening of Canvass Accepted and signed immediately upon complete delivery of goods Accepted and signed 1 day upon complete delivery of goods Accepted and signed 2 days upon complete delivery of goods Accepted and signed 3-4 days upon complete delivery of goods Accepted and signed more than 4 days upon complete delivery of goods Submitted 2-3 working days after the 15th and/or end of the month Submitted 4-5 working days after the 15th and/or end of the month Submitted 6 working days after the 15th and/or end of the month Submitted 7 working days after the 15th and/or end of the month Submitted more than 7 working days after the 15th and/or end of the month Submitted within the 1st-2nd week of January rd th Submitted within the 3 -4 week of January th Submitted on the 4 week of January Submitted on February and beyond 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Error With Error No Error With Error No Revision With Revision No Items Unfilled 1-2 Items Unfilled 3 Items Unfilled 4 Items Unfilled 5 or more Items Unfilled No Revision 1 Revision 2 Revisions 3 Revisions More than 3 Revisions Submitted on the 1st-15th day of March Submitted on the 16th-30th day of March Submitted on the 31st day of March Submitted later than March and beyond 205 | S P M S . Municipal Accounting Office EXPECTED OUTPUT Abstract of Bids Acceptance and Inspection Report Accomplished Daily Time Record (DTR) Accomplished Personal Data Sheet (PDS) Accomplished Statement of Assets.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN D.

MUNICIPAL GOVERNMENT OF SANTA CRUZ Acknowledgment Receipt Advice/ACCIC Ageing of Receivables Annual Alpha List (BIR) Suppliers – March 31 Annual Budget Proposal Annual Procurement Plan and Project Procurement Management Plan 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Error With Error No Error With Error No Error With Error No Error With Error No Revision 1 Revision 2 Revisions 3 Revisions 4 or more Revisions No Revision 2 Revisions 3 Revisions 4 Revisions 5 or more Revisions 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN 1 day after receipt 2 days after receipt 3 days after receipt 2 minutes per check 3 minutes per check 5 minutes per check 6-9 minutes per check 10 or more minutes per check 14 days after end of quarter 15-19 days after end of quarter th 20 day after end of quarter 21-25 days after end of quarter 26 or more days after end of quarter 26 days after end of year 27 days after end of year 31 days after end of year 32 days after end of year 33 or more days after end of year Prepared and submitted 5 days before deadline Prepared and submitted 1 day before deadline Prepared and submitted on the deadline Prepared and submitted 1 day after the deadline Prepared and submitted 2 or more days after the deadline Prepared and submitted 5 days before deadline of submission Prepared and submitted 1 day before deadline of submission Prepared and submitted on the deadline of submission Prepared and submitted 1 day after the deadline of submission Prepared and submitted 2 or more days after the deadline of submission 206 | S P M S .

MUNICIPAL GOVERNMENT OF SANTA CRUZ BAC – TWG SPMS – PMT PFMAR – PFMAT Balance Sheet Bank Reconciliation Statement Cash Flow Certificate of Disbursement Certificate of Premium and Net Take Home Pay 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Error With Error No Error With Error No Error With Error No Error With Error No Error With Error No Error With Error 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN Prepared and submitted 5 days before deadline Prepared and submitted 1 day before deadline Prepared and submitted on the deadline Prepared and submitted 1 day after the deadline Prepared and submitted 2 or more days after the deadline Within 14 days 15-19 days after end of month th 20 day after end of month 21-25 days after end of month 26 or more days after end of a quarter 14 days after end of month 15-19 days after end of month th 20 day after end of month 21-25 days after end of month 26 or more days after end of month Within 14 days 15-19 days after end of month 20th day after end of month 21-25 days after end of month 26 or more days after end of a quarter 14 days after end of month 15-19 days after end of month 20th day after end of month 21-25 days after end of month 26 or more days after end of month 1 hour after request 2 hours after request 3 hours after request 4-7 hours after request 1 day or more after request 207 | S P M S .

MUNICIPAL GOVERNMENT OF SANTA CRUZ Certificate Of Travel Completed Communications (Reply) Creditors/Suppliers/BIR Employees Demand Letters (Billing) Disbursement Voucher Document Delivered (outside) 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Error With Error No Revision 1 Revision 2 Revisions 3 Revisions More than 3 Revisions No Error With Error No Revision 1 Revision 2 Revisions 3 Revisions 4 or more Revisions No Error With Error No Error With Error 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN Within 1 to 2 WDs after travel Within 3 WDs after travel Within 6 WDs after travel Within 8 WDs after travel More than 8 WDs after travel Prepared 1-5 working days after instruction Prepared 6-10 working days after instruction Prepared 1-14 working days after instruction Prepared 15 or more working days after instruction th 8 day of the succeeding month th 9 day of the succeeding month th 10 day of the succeeding month 11th-12th day of the succeeding month 13th-15th day of the succeeding month 15 days after end of quarter 16 days after end of quarter 20th day after end of quarter 21 days after end of quarter 21 or more days after end of quarter Prepared 30 minutes after all supporting documents completed Prepared 45 minutes after all supporting documents completed Prepared 1 hour after all supporting documents completed Prepared 2 hours after all supporting documents completed More than 2 hours after all supporting documents completed Done immediately after instruction Done 1-2 working days after instruction Done 3 working days after instruction Done 4 working days after instruction Done more than 4 working days after instruction 208 | S P M S .

MUNICIPAL GOVERNMENT OF SANTA CRUZ Documents Posted Documents Received (Stamping of Received Documents and doing Entry on Incoming Logbook) Employees BIR 2316 Employees’ Index Card Endorsement Letter Transmittal Letter Acknowledgment Letter Request Letter Filed Documents 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Error With Error No Error With Error No Error With Error No Error With Error No Error 1 Error 2 Errors 3-5 Errors 6 or more Errors No Error With Error 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN Done within 4 hours after instruction Done within 6 hours after instruction Done within the day after instruction Done within 2-3 working days after instruction Done within 3 working days after instruction Done 2 minutes after receipt Done 3 minutes after receipt Done 5 minutes after receipt Done 6-10 minutes after receipt Done 20 minutes or more after receipt 5 days after end of January 6-9 days after end of January 10 days after end of January 11-14 days after end of January 15 or more days after end of January 50 seconds per employee 51-59 seconds per employee 1 minute per employee 1:01-1:30 minutes per employee 1:31 or more minutes per employee Within 1 working day after instruction Within 2 working days after instruction Within 3 working days after instruction Within 4 working days after instruction Within 5 or more working days after instruction Filed less than 30 minutes upon receipt of documents Filed 30 minutes upon receipt of documents Filed 1 hour upon receipt of documents Filed 2 hours upon receipt of documents Filed more than 2 hours upon receipt of documents 209 | S P M S .

MUNICIPAL GOVERNMENT OF SANTA CRUZ Financial Statement Income and Expense Statement Indexing of Suppliers Individual Performance Commitment And Review (IPCR) Form Inventory Report Itinerary of Travel 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Error With Error No Error With Error No Error With Error No Error With Error No Error With Error No Error With Error 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN 14 days after end of month 15-19 days after end of month th 20 day after end of month 21-25 days after end of month 26 or more days after end of month Within 14 days 15-19 days after end of month th 20 day after end of month 21-25 days after end of month 26 or more days after end of a quarter 20 seconds per supplier 25 seconds per supplier 30 seconds per supplier 31 seconds per supplier 32 or more seconds per supplier Submitted within the 1st-5th day of June/December Submitted within the 6th-14th day of June/December Submitted on the 15th day of June/December Submitted within the 16th-22nd day of June/December Submitted beyond the 22nd day of June/December 2 minutes per document 3 minutes per document 4 minutes per document 5 minutes per document 6 or more minutes per document Prepared immediately upon advise Prepared 30 minutes after advise Prepared 1 hours after advise Prepared 2 hours after advise Prepared more than 2 hours after advise 210 | S P M S .

MUNICIPAL GOVERNMENT OF SANTA CRUZ Journals Journal Entry Voucher Liquidation Report Liquidation Report of Supplies and Materials Liquidation Report (Travel) Maintenance of GL and SL Book of Account 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Error With Error No Error With Error No Error With Error No Error With Error No Error With Error No Error With Error 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN 13 days after end of month 14 days after end of month 15 days after end of month 16 days after end of month 17 or more days after end of month 13 days after end of month 14 days after end of month 15 days after end of month 16 days after end of month 17 or more days after end of month 20 minutes per claim 21-29 minutes per claim 30 minutes per claim 31-35 minutes per claim 36 or more minutes per claim Prepared and submitted on the 5 th day after the end of the month Prepared and submitted on the 8 th day after the end of the month Prepared and submitted on the 10 th day after the end of the month Prepared and submitted after the 10th day after the end of the month Prepared immediately on the following day of travel Prepared 2-3 working days after travel Prepared 4-5 working days after travel Prepared 6-7 working days after travel Prepared more than 7working days after travel 10 days after end of month 12 days after end of month Every 15th day of succeeding month 16 days of the succeeding month More than 16 days of the succeeding month 211 | S P M S .

MUNICIPAL GOVERNMENT OF SANTA CRUZ Monthly Performance Output Report Notes to Financial Statement Obligation Request Office Area/Equipment Cleaned/Maintained Paid Payroll and Liquidation Reports Paid Voucher 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Revision 1-2 Revisions 3 Revisions 4-5 Revisions More than Revisions No Error With Error No Error With Error No Complaint 1-2 Complaints 3 Complaints 4 Complaints More than 4 Complaints No Error With Error No Error With Error 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN Submitted within 1-7 working days after the end of the month Submitted within 8-14 working days after the end of the month th Submitted on the 15 day after the end of the month Submitted within 16-22 working days after the end of the month Submitted beyond the 22nd day after the end of the month 8 days of February of each year 10 days of February of each year th 14 days of February of each year 15 days of February of each year 16 or more days of February of each year Prepared immediately after instruction Prepared I day after instruction Prepared 2 days after instruction Prepared 3 days after instruction Prepared more than 3 days after instruction Finished at 7:30 AM/12:30 PM Finished at 7:45 AM/12:45 PM Finished at 8:00 AM/1:00 PM Finished beyond 8:00 AM/beyond 1:00 PM 5 minutes per payroll and liquidation report 7 minutes per payroll and liquidation report 10 minutes per payroll and liquidation report 11 minutes per payroll and liquidation report 12 or more minutes per payroll and liquidation report 3 minutes per voucher 4 minutes per voucher 5 minutes per voucher 6 minutes per voucher 7 or more minutes per voucher 212 | S P M S .

MUNICIPAL GOVERNMENT OF SANTA CRUZ Payroll Payroll/Voucher Rerouted Purchase Request Remittance List  Employees/Suppliers/BIR  GSIS  PAG-IBIG  PHIC  Banks (Loan)  BIR (Employees/Supplier) 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Error 5 4 3 2 1 No Error With Error No Error With Error No Error With Error No Error With Error |HUMAN RESOURCE PLAN 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 15 minutes per claim 18 minutes per claim 20 minutes per claim 21 minutes per claim 22 or more minutes per claim Done immediately after instruction Done 1 working days after instruction Done 2 working days after instruction Done 3 working days after instruction Done more than 3 working days after instruction Prepared immediately after instruction Prepared I working day after instruction Prepared 2 working days after instruction Prepared 3 working days after instruction Prepared more than 3 working days after instruction 5 4 3 2 1 Prepared immediately after approval of BAC request Prepared 1-2 working days after approval of BAC request Prepared 3-5 working days after approval of BAC request Prepared 6-7 working days after approval of BAC request Prepared more than 7 working days after approval of BAC request Due date Differ on its deadline of submission Request for Quotation With Error 213 | S P M S .

MUNICIPAL GOVERNMENT OF SANTA CRUZ Requisition and Issue Slip (RIS) Schedule of Account Signed Voucher. Liquidation Report Travel Order Trial Balance Trip Ticket 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Error With Error No Error With Error No Error With Error No Error With Error No Error With Error No Error 1 Error 2 Errors 3 Errors 4 or more Errors 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN Prepared immediately upon advise Prepared 30 minutes after advise Prepared 1 hour after advise Prepared 2 hours after advise Prepared more than 2 hours after advise 10 days after end of month 15 days after end of month th Every 20 day of succeeding month 21 days to 30 days of the succeeding month 31 or more days of the succeeding month 2 minutes per claim 4 minutes per claim 5 minutes per claim 6 minutes per claim 7 or more minutes per claim Prepared and submitted 5 days before travel Prepared and submitted 3-5 days before travel Prepared and submitted 1 day before travel and on the day of travel Prepared and submitted 1 day after travel Prepared and submitted more than 1 day after travel 14 days after end of month 15-19 days after end of month 20th day after end of month 21-25 days after end of month 26 or more days after end of month Prepared 2 hours before travel Prepared 1 hour before travel Prepared 30 minutes before travel Prepared after travel 214 | S P M S . Payroll.

MUNICIPAL GOVERNMENT OF SANTA CRUZ Voucher Voucher/Payroll/Liquidation Reports 5 4 3 2 1 5 4 3 2 1 No Error With Error No Error With Error 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN 20 minutes per claim 21-29 minutes per claim 30 minutes per claim 31-35 minutes per claim 36 or more minutes per claim 10 minutes per claim 15 minutes per claim 20 minutes per claim 21 minutes per claim 22 or more minutes per claim 215 | S P M S .

MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN D.6. Municipal Assessor’s Office EXPECTED OUTPUT Annotation of Bailbond Court Order Annual Supplies Procurement Plan/ Project Procurement Management Plan (ASPP/PPMP) Assessment Roll Tax Declaration/FAAS Certifications  Request Dorm  FAAS  Inspection Report Certified True Copies  Request Dorm  Tax Declaration/FAAS  Tax Map/TMCR RATING QUALITY STANDARD RATING TIME STANDARD (per output) (per output) (per output) (per output) 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Error 1 Error No Error With Error No Error 1 Error More than 1 Error No Error 1 Error More than 1 Error No Error 1 Error More than 1 Error 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 Annotated less than 3 minutes Annotated more than 3 minutes rd Submitted within the 3 week of September Submitted within the 4th week of October Submitted on or before October 15 Submitted beyond October 15 Prepared immediately every revision year Prepared within 2 days every revision year Prepared within 3 days every revision year Not prepared Prepared within 5 minutes Prepared within 10 minutes Prepared within 15 minutes Prepared within 20 minutes Prepared more than 20 minutes Prepared within 5 minutes Prepared within 10 minutes Prepared within 15 minutes Prepared within 20 minutes Prepared more than 20 minutes 216 | S P M S .

MUNICIPAL GOVERNMENT OF SANTA CRUZ Notice of Assessment Quarterly Report of Real Property Assessments Tax Declaration/FAAS Tax Declaration (TD)/ Field Appraisal Assessment Sheet (FAAS) Tax Maps/ Tax Map Control Roll (TMCR) Tax Declaration/FAAS Vouchers 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Error 1 Error More than 1 Error No Error 1 Error More than 1 Error No Error 1 Error More than 1 Error No Error 1 Error More than 1 Error No Error 1 Error 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN Prepared within 5 minutes after receipt of approved RPU Prepared within 10 minutes after receipt of approved RPU Prepared within 15 minutes after receipt of approved RPU Prepared within 20 minutes after receipt of approved RPU Prepared more than 20 minutes after receipt of approved RPU Prepared within 3 days Prepared within 4 days Prepared within 5 days Prepared within 6 days Prepared more than 6 days Prepared within 20 minutes after inspection conducted Prepared within 25 minutes after inspection conducted Prepared within 30 minutes after inspection conducted Prepared within 35 minutes after inspection conducted Prepared more than 35 minutes after inspection conducted Prepared within 10 minutes Prepared within 15 minutes Prepared within 20 minutes Prepared within 25 minutes Prepared more than 25 minutes Done immediately after instruction Done 1 working day after instruction Done 2 working days after instruction Done 3 working days after instruction Done more than 3 working days after instruction 217 | S P M S .

15 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Error With Error No Revision With Revision No Error With Error No Error With Error No revision 1 revision 2 revisions 3 revisions More than 3 revisions Updated within 30 minutes after Report of Disbursement submitted at MAO Updated within 30 minutes after Report of Disbursement submitted at MAO Updated within 30 minutes after Report of Disbursement submitted at MAO Updated more than 1 hour after Report of Disbursement submitted at MAO Submitted 4-5 working days before the deadline Submitted 3 working days before the deadline Submitted 2 working days before the deadline Submitted 1 working day before the deadline Submitted after the deadline 218 | S P M S . Municipal Treasury Office EXPECTED OUTPUT Abstract of Bids Accomplished Daily Time Record (DTR) Annual Supplies Procurement Plan/ Project Procurement Management Plan (ASPP/PPMP) Books of Accounts Maintained (Cash Book) Budget Proposal RATING QUALITY STANDARD RATING TIME STANDARD (per output) (per output) (per output) (per output) 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 Prepared immediately after Opening of Canvass Prepared 1-3 working days after Opening of Canvass Prepared 4-5 working days after Opening of Canvass Prepared 6-7 working days after Opening of Canvass Prepared more than 7 working days after Opening of Canvass th Submitted 2-3 working days after the 15 and/or end of the month Submitted 4-5 working days after the 15th and/or end of the month Submitted 6 working days after the 15th and/or end of the month Submitted 7 working days after the 15th and/or end of the month Submitted more than 7 working days after the 15th and/or end of the month Submitted within the 3rd week of September Submitted within the 4th week of October Submitted on or before Oct.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN D. 15 Submitted beyond Oct.7.

MUNICIPAL GOVERNMENT OF SANTA CRUZ Certificate of NonDelinquency Certificate Of Travel Completed Checks Issued Communications (Reply) Disbursement Voucher Document Delivered (outside) 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Error With Error No Error With Error No Error With Error No Revision 1 Revision 2 Revisions 3 Revisions More than 3 Revisions No Error With Error No Error With Error 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN Prepared immediately upon request Prepared within 15 minutes upon request Prepared 20 minutes upon request Prepared 30 minutes upon request Prepared more than 30 minutes upon request Within 1 to 2 WDs after travel Within 3 WDs after travel Within 6 WDs after travel Within 8 WDs after travel More than 8 WDs after travel 10 minutes after receipt of approved vouchers 20 minutes after receipt of approved vouchers 30 minutes after receipt of approved vouchers 1 hour after receipt of approved vouchers Prepared 1-5 working days after instruction Prepared 6-10 working days after instruction Prepared 1-14 working days after instruction Prepared 15 or more working days after instruction Prepared 30 minutes after all supporting documents completed Prepared 45 minutes after all supporting documents completed Prepared 1 hour after all supporting documents completed Prepared 2 hours after all supporting documents completed More than 2 hours after all supporting documents completed Done immediately after instruction Done 1-2 working days after instruction Done 3 working days after instruction Done 4 working days after instruction Done more than 4 working days after instruction 219 | S P M S .

MUNICIPAL GOVERNMENT OF SANTA CRUZ Documents Posted Documents Received (Stamping of Received Documents and doing Entry on Incoming Logbook) Electronic Statement of Revenues and Expenditures Endorsement Letter Transmittal Letter Acknowledgment Letter Request Letter Filed Documents Itinerary of Travel 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Error With Error No Error With Error No Error With Error No Error 1 Error 2 Errors 3-5 Errors 6 or more Errors No Error With Error No Error With Error 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN Done within 4 hours after instruction Done within 6 hours after instruction Done within the day after instruction Done within 2-3 working days after instruction Done within 3 working days after instruction Done 2 minutes after receipt Done 3 minutes after receipt Done 5 minutes after receipt Done 6-10 minutes after receipt Done 20 minutes or more after receipt Submitted within 10 days after every quarter Submitted within 15 days after every quarter Submitted within 20 days after every quarter Submitted after more than 20 days after every quarter Within 1 working day after instruction Within 2 working days after instruction Within 3 working days after instruction Within 4 working days after instruction Within 5 or more working days after instruction Filed less than 30 minutes upon receipt of documents Filed 30 minutes upon receipt of documents Filed 1 hour upon receipt of documents Filed 2 hours upon receipt of documents Filed more than 2 hours upon receipt of documents Prepared immediately upon advise Prepared 30 minutes after advise Prepared 1 hours after advise Prepared 2 hours after advise Prepared more than 2 hours after advise 220 | S P M S .

MUNICIPAL GOVERNMENT OF SANTA CRUZ Individual Performance Commitment And Review (IPCR) Form Letters/Communications Liquidation Report CA Travel Monthly Monitoring Journal Monthly Performance Output Report Non-Tax Revenues Collected 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Error With Error No revision 1 revision 2 revisions 3 revisions More than 3 revisions No Error With Error No Complaint With Complaint No Revision 1-2 Revisions 3 Revisions 4-5 Revisions More than Revisions No Error With Error 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN st th Submitted within the 1 -5 day of June/December th th Submitted within the 6 -14 day of June/December th Submitted on the 15 day of June/December th nd Submitted within the 16 -22 day of June/December nd Submitted beyond the 22 day of June/December Prepared 1-5 days after instruction Prepared 6-10 days after instruction Prepared 11-14 days after instruction Prepared immediately on the following day of travel Prepared 2-3 working days after travel Prepared 4-5 working days after travel Prepared 6-7 working days after travel Prepared more than 7working days after travel Conducted monthly No monitoring Submitted within 1-7 working days after the end of the month Submitted within 8-14 working days after the end of the month Submitted on the 15th day after the end of the month Submitted within 16-22 working days after the end of the month Submitted beyond the 22nd day after the end of the month Collected within 4 months Collected within 5 months Collected within 6 months Target not reached 221 | S P M S .

Programs and Project Proposal Purchase Request Real Property Tax Account Register (RPTAR) Business License Cards Updated 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Error With Error No Complaint 1-2 Complaints 3 Complaints 4 Complaints More than 4 Complaints No Error With Error With No Revision With 1 Revision With 2 Revisions With 3 Revisions More than 3 Revisions No Error With Error No Error With Error 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN Prepared immediately after instruction Prepared I day after instruction Prepared 2 days after instruction Prepared 3 days after instruction Prepared more than 3 days after instruction Finished at 7:30 AM/12:30 PM Finished at 7:45 AM/12:45 PM Finished at 8:00 AM/1:00 PM Finished beyond 8:00 AM/beyond 1:00 PM Done immediately after instruction Done 1 working days after instruction Done 2 working days after instruction Done 3 working days after instruction Done more than 3 working days after instruction Submitted 1-2 working days approval of the budget Submitted 3-4 working days approval of the budget Submitted 5 working days approval of the budget Submitted 10 working days approval of the budget Submitted 15 or more working days approval of the budget Prepared immediately after instruction Prepared I working day after instruction Prepared 2 working days after instruction Prepared 3 working days after instruction Prepared more than 3 working days after instruction 1 day after turn-over of collections 2 days after turn-over of collections 3 days after turn-over of collections More than 3 days after turn-over of collections 222 | S P M S .MUNICIPAL GOVERNMENT OF SANTA CRUZ Obligation Request Office Area/Equipment Cleaned/Maintained Payroll/Voucher Rerouted Plans.

MUNICIPAL GOVERNMENT OF SANTA CRUZ Report of Checks Issued Report of Collections and Deposits Report of Disbursement Requisition and Issue Slip (RIS) Tax Bills Tax Revenues Collected 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Error With Error No Error 1 Error 2 Errors 3 Errors 4 or more Errors No Error With Error No Error With Error No Error 1 Error 2 Errors 3 Errors 4 or more Errors No Error With Error 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN Prepared within 10 minutes after receipt of paid vouchers Prepared within 20 minutes after receipt of paid vouchers Prepared within 30 minutes after receipt of paid vouchers Prepared more than 30 minutes after receipt of paid vouchers Within 30 minutes after the receipt Within 45 minutes after the receipt Within 1 hour after the receipt Within 2 hours after the receipt Within 3 hours or more after the receipt Immediately Not immediately Prepared immediately upon advise Prepared 30 minutes after advise Prepared 1 hour after advise Prepared 2 hours after advise Prepared more than 2 hours after advise Prepared within 10 days after end of every quarter Prepared within 15 days after end of every quarter Prepared within 20 days after end of every quarter Prepared more than 20 days after end of every quarter Collected within 4 months Collected within 5 months Collected within 6 months Target not reached 223 | S P M S .

MUNICIPAL GOVERNMENT OF SANTA CRUZ Travel Order Trip Ticket 5 4 3 2 1 5 4 3 2 1 No Error With Error No Error 1 Error 2 Errors 3 Errors 4 or more Errors 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN Prepared and submitted 5 days before travel Prepared and submitted 3-5 days before travel Prepared and submitted 1 day before travel and on the day of travel Prepared and submitted 1 day after travel Prepared and submitted more than 1 day after travel Prepared 2 hours before travel Prepared 1 hour before travel Prepared 30 minutes before travel Prepared after travel 224 | S P M S .

MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN D. Marriage and Death Certificate (Supplemental Report) RATING QUALITY STANDARD RATING TIME STANDARD (per output) (per output) (per output) (per output) 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Revision With Revision No Items Unfilled 1-2 Items Unfilled 3 Items Unfilled 4 Items Unfilled 5 or more Items Unfilled No revision 1 revision 2 revisions 3 revisions More than 3 revisions No Error With Error No Error With Error 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 th Submitted 2-3 working days after the 15 and/or end of the month th Submitted 4-5 working days after the 15 and/or end of the month th Submitted 6 working days after the 15 and/or end of the month th Submitted 7 working days after the 15 and/or end of the month Submitted more than 7 working days after the 15 th and/or end of the mo. Liabilities And Net Worth (SALN) Amended Birth Certificate (Legal Instruments/RA 9255) Amended Birth.8. after receipt of documentary requirements Processed and released within 45-55 min. after receipt of documentary requirements Processed and released within 1 hour after receipt of documentary requirements Processed and released more than 1 hour after receipt of documentary requirements 225 | S P M S . Municipal Civil Registry Office EXPECTED OUTPUT Accomplished Daily Time Record (DTR) Accomplished Personal Data Sheet (PDS) Accomplished Statement Of Assets. st nd Submitted within the 1 -2 week of January Submitted within the 3rd-4th week of January Submitted on the 4th week of January Submitted on February and beyond Submitted on the 1st-15th day of March Submitted on the 16th-30th day of March Submitted on the 31st day of March Submitted later than March and beyond Processed and released within 30 minutes after receipt of documentary requirements Processed and released within 35-40 min. after receipt of documentary requirements Processed and released within 45-55 min. after receipt of documentary requirements Processed and released within 1 hour after receipt of documentary requirements Processed and released more than 1 hour after receipt of documentary requirements Processed and released within 30 minutes after receipt of documentary requirements Processed and released within 35-40 min.

15 Petition processed and granted within 5 days after 10 days posting period Petition processed and granted within 6 days after 10 days posting period Petition processed and granted within 7 days after 10 days posting period Petition processed and granted within 8-9 days after 10 days posting period Petition processed and granted within 10 days after 10 days and beyond Prepared immediately after instruction Prepared 1 day after instruction Prepared 2 days after instruction Prepared 3 days after instruction Prepared more than 3 days after instruction Submitted 4-5 WDs before the deadline Submitted 3 WDs before the deadline Submitted 2 WDs before the deadline Submitted 1 WD before the deadline Submitted after the deadline Canvass supplies and materials 1 day after approval Canvass supplies and materials 2 days after approval Canvass supplies and materials 3 days after approval Canvass supplies and materials 4 days and more after approval 226 | S P M S . after receipt of documentary requirements Processed and released within 45-55 min. 15 Submitted beyond Oct.MUNICIPAL GOVERNMENT OF SANTA CRUZ Amended Certificate (RA 9048 and Court Order) Annual Supplies Procurement Plan/ Project Procurement Management Plan (ASPP/PPMP) Approved Petitions BAC Request Budget Proposal Canvass Office Supplies and Materials 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Error With Error No Error With Error No Error With 1 Minor Error No Error With Error No revision 1 revision 2 revisions 3 revisions More than 3 revisions No Complaint With Complaint 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN Processed and released within 30 minutes after receipt of documentary requirements Processed and released within 35-40 min. after receipt of documentary requirements Processed and released within 1 hour after receipt of documentary requirements Processed and released more than 1 hour after receipt of documentary requirements Submitted within the 3rd week of September Submitted within the 4th week of October Submitted on or before Oct.

MUNICIPAL GOVERNMENT OF SANTA CRUZ Certificate of Finality Certificate of Death (a) On Time Registration (b) Delayed Registration Certificate of Live Birth (a) On Time Registration (b) Delayed Registration 5 4 3 2 1 No Error 5 4 3 2 1 No Error 5 4 3 2 1 No Error 5 4 3 2 1 No Error 5 4 3 2 1 No Error With Minor Error 1 Minor Error 1 Minor Error 1 Minor Error 1 Minor Error |HUMAN RESOURCE PLAN 5 4 3 2 1 Prepared immediately after received from NSO-OCRG Prepared 1-3 days after received from NSO-OCRG Prepared 4-5 days after received from NSO-OCRG Prepared 6-7 days after received from NSO-OCRG Prepared more than 7 days after received from NSO-OCRG 5 4 3 2 1 Prepare and registered death and release within 35 minutes after receipt Prepare and registered death and release within 40 minutes after receipt Prepare and registered death and release within 45 minutes after receipt Prepare and registered death and release within 50 minutes after receipt Prepare and registered death and release within 1 hour and beyond 5 4 3 2 1 Prepared documents and released on the 1 day after 10 days posting period Prepared documents and released on the 2nd day after 10 days posting period Prepared documents and released on the 3rd day after 10 days posting period Prepared documents and released on the 4th day after 10 days posting period Prepared documents and released on the 5th day and beyond 5 4 3 2 1 Prepare and registered birth and release within 35 minutes after receipt Prepare and registered birth and release within 40 minutes after receipt Prepare and registered birth and release within 45 minutes after receipt Prepare and registered birth and release within 50 minutes after receipt Prepare and registered birth and release within 55 minutes and beyond 5 4 3 2 1 Prepared documents and released on the 1st day after 10 days posting period nd Prepared documents and released on the 2 day after 10 days posting period Prepared documents and released on the 3rd day after 10 days posting period th Prepared documents and released on the 4 day after 10 days posting period Prepared documents and released on the 5th day and beyond st 227 | S P M S .

MUNICIPAL GOVERNMENT OF SANTA CRUZ Certificate of Marriage (a) On Time Registration (b) Delayed Registration Certificate of Petition Certificate of Travel Completed Certified Copies 5 4 3 2 1 No Error 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Error 1 Minor Error 1 Minor Error No Error With Minor Error No Error With Error No Error 1 Minor Error |HUMAN RESOURCE PLAN 5 4 3 2 1 Prepare and registered marriage and release within 12 minutes after receipt Prepare and registered marriage and release within 13 minutes after receipt Prepare and registered marriage and release within 14 minutes after receipt Prepare and registered marriage and release within 15 minutes after receipt Prepare and registered marriage and release within 16 minutes and beyond 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 Prepared documents and released on the 1st day after 10 days posting period Prepared documents and released on the 2nd day after 10 days posting period rd Prepared documents and released on the 3 day after 10 days posting period th Prepared documents and released on the 4 day after 10 days posting period th Prepared documents and released on the 5 day and beyond Prepared immediately after received from NSO-OCRG Prepared 1-3 days after received from NSO-OCRG Prepared 4-5 days after received from NSO-OCRG Prepared 6-7 days after received from NSO-OCRG Prepared more than 7 days after received from NSO-OCRG Within 1 to 2 WDs after travel Within 3 WDs after travel Within 6 WDs after travel Within 8 WDs after travel More than 8 WDs after travel Prepared certified document within 25 minutes after receipt Prepared certified document within 30 minutes after receipt Prepared certified document within 35 minutes after receipt Prepared certified document within 40 minutes after receipt Prepared certified document within 45 minutes and beyond after receipt 228 | S P M S .

Marriage and Death Certificate) Endorsement Letter Transmittal Letter Acknowledgment Letter Request Letter 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Error 1 Minor Error No Revision 1 Revision 2 Revisions 3 Revisions More than 3 Revisions No Error With Error No Error With Error No Error 1 Minor Error No Error 1 Error 2 Errors 3-5 Errors 6 or more Errors 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN Coded registered documents within 1 minute per document Coded registered documents within 2 minutes per document Coded registered documents within 3 minutes per document Coded registered documents within 4 minutes per document Coded registered documents within 5 minutes and more per document Prepared 1-5 working days after instruction Prepared 6-10 working days after instruction Prepared 1-14 working days after instruction Prepared 15 or more working days after instruction Done within 4 hours after instruction Done within 6 hours after instruction Done within the day after instruction Done within 2-3 working days after instruction Done within 4 working days after instruction Done 2 minutes after receipt Done 3 minutes after receipt Done 5 minutes after receipt Done 6-10 minutes after receipt Done 20 minutes or more after receipt Encoded registered documents within 1 minute per document Encoded registered documents within 2 minutes per document Encoded registered documents within 3 minutes per document Encoded registered documents within 4 minutes per document Encoded registered documents within 5 minutes and more per document Within 1 working day after instruction Within 2 working days after instruction Within 3 working days after instruction Within 4 working days after instruction Within 5 or more working days after instruction 229 | S P M S .MUNICIPAL GOVERNMENT OF SANTA CRUZ Coded (Birth. Marriage and Death Certificate) Communications (Reply) Documents Posted Documents Received (Stamping of Received on Document and doing Entry On Incoming Logbook) Encoded (Birth.

MUNICIPAL GOVERNMENT OF SANTA CRUZ Filed Documents Filled-Up Birth Certificate Filled-Up Marriage Applications Filled-Up Petitions Individual Performance Commitment and Review (IPCR) Form Itinerary of Travel 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Error With Error No Error With Error No Revision 1 Minor Revision No Error With Minor Error No Error With Error No Error With Error 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN Filed less than 30 minutes upon receipt of documents Filed 30 minutes upon receipt of documents Filed 1 hour upon receipt of documents Filed 2 hours upon receipt of documents Filed more than 2 hours upon receipt of documents Prepared birth certificate within 10 minutes after receipt Prepared birth certificate within 15 minutes after receipt Prepared birth certificate within 20 minutes after receipt Prepared birth certificate within 25 minutes after receipt Prepared birth certificate within 30 minutes and beyond after receipt Coded registered documents within 20 minutes per document Coded registered documents within 25 minutes per document Coded registered documents within 30 minutes per document Coded registered documents within 35 minutes per document Coded registered documents within 40 minutes and more per document Filled-up immediately after receipt Filled-up 1-3 working days after receipt Filled-up 4-5 working days after receipt Filled-up 6-7 working days after receipt Filled-up more than 7 working days after receipt Submitted within the 1st-5th day of June/December Submitted within the 6th-14th day of June/December Submitted on the 15th day of June/December Submitted within the 16th-22nd day of June/December Submitted beyond the 22nd day of June/December Prepared immediately upon advise Prepared 30 minutes after advise Prepared 1 hours after advise Prepared 2 hours after advise Prepared more than 2 hours after advise 230 | S P M S .

MUNICIPAL GOVERNMENT OF SANTA CRUZ Lecture/Speakership Liquidation Report CA Travel Marriage License Mobile Registration (a) Birth/Death Section (b) Marriage Section 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Complaint 5 4 3 2 1 No Error 5 4 3 2 1 No Error With Complaint No Error With Error No Error 1 Minor Error 1 Minor Error 1 Minor Error |HUMAN RESOURCE PLAN 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 Lectures during marriage seminar 30 minutes on scheduled date Lectures during marriage seminar 45 minutes on scheduled date Lectures during marriage seminar 1 hour on scheduled date Lectures during marriage seminar 1 ½ hour on scheduled date Lectures during marriage seminar 2 hours and more on scheduled date Prepared immediately on the following day of travel Prepared 2-3 working days after travel Prepared 4-5 working days after travel Prepared 6-7 working days after travel Prepared more than 7working days after travel st Application processed and released on the 1 day after 10 days posting period nd Application processed and released on the 2 day after 10 days posting period rd Application processed and released on the 3 day after 10 days posting period Application processed and released on the 4th day after 10 days posting period Petition processed and released on the 5th day and beyond 5 4 3 2 1 Prepared documents and released on the 1st day after 10 days posting period Prepared documents and released on the 2nd day after 10 days posting period Prepared documents and released on the 3rd day after 10 days posting period Prepared documents and released on the 4th day after 10 days posting period Prepared documents and released on the 5th day and beyond 5 4 3 2 1 Conduct mobile registration immediately after the request of the Barangay Official Conduct mobile registration 1 day after the request of the Barangay Official Conduct 2 days after the request of the Barangay Official Conduct 3 days after the request of the Barangay Official Conduct 4 days and more after the request of the Barangay Official 231 | S P M S .

Programs and Project Proposal 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Revision 1-2 Revisions 3 Revisions 4-5 Revisions More than Revisions No Revision 1-2 Minor Revisions 3 Minor Revisions 4 Minor Revisions 5 or More Revisions No Error With Error No Revision 1-2 Revisions 3 Revisions More than 4 Revisions No Error 1 Minor Error No Revisions With 1 Revision With 2 Revisions With 3 Revisions More than 3 Revisions 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN Submitted within 1-7 working days after the end of the month Submitted within 8-14 working days after the end of the month th Submitted on the 15 day after the end of the month Submitted within 16-22 working days after the end of the month Submitted beyond the 22nd day after the end of the month Submitted within the 8th day of the following month Submitted within the 9th day of the following month th Submitted within the 10 day of the following month Submitted within the 11th-12th day of the following month th th Submitted within the 13 -14 day of the following month Prepared immediately after instruction Prepared I day after instruction Prepared 2 days after instruction Prepared 3 days after instruction Prepared more than 3 days after instruction Submitted before 15th of April/15th of October Submitted on the 15th of April/15th of October Never submitted Registered in PHILCRIS within 1 minute after receipt Registered in PHILCRIS within 10 minutes after receipt Registered in PHILCRIS within 15 minutes after receipt Registered in PHILCRIS within 20 minutes after receipt Registered in PHILCRIS within 30 minutes and beyond after receipt Submitted 1-2 working days after approval of the budget Submitted 3-4 working days after approval of the budget Submitted 5 working days after approval of the budget Submitted 10 working days after approval of the budget Submitted 15 or more working days after approval of the budget 232 | S P M S .MUNICIPAL GOVERNMENT OF SANTA CRUZ Monthly Performance Output Report Monthly Report Obligation Request Office Performance Commitment Review (OPCR) Philippine Civil Registry Information System (PHILCRIS) Database Plans.

MUNICIPAL GOVERNMENT OF SANTA CRUZ Purchase Request Registry Book Updated Requisition And Issue Slip (RIS) 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Error With Error No Error With Error No Error With Error 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN Prepared immediately after instruction Prepared I working day after instruction Prepared 2 working days after instruction Prepared 3 working days after instruction Prepared more than 3 working days after instruction Posted registered documents within 1 minute per document Posted registered documents within 5 minutes per document Posted registered documents within 10 minutes per document Posted registered documents within 15 minutes per document Posted registered documents within 20 minutes and more per document Prepared immediately upon advise Prepared 30 minutes after advise Prepared 1 hour after advise Prepared 2 hours after advise Prepared more than 2 hours after advise 233 | S P M S .

9. Municipal Health Office EXPECTED OUTPUT Conduct of Garantisadong Pambata Activity Dental Health Services Immunization of Children Laboratory Examinations Management of Animal Bite Cases RATING QUALITY STANDARD RATING TIME STANDARD (per output) (per output) (per output) (per output) 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 10 minutes 12 minutes 15 minutes 18 minutes 20 minutes 20 minutes 25 minutes 30 minutes 35 minutes 40 minutes 15 minute 18 minutes 20 minutes 22 minutes 25 minutes 10 minutes 12 minutes 15 minutes 18 minutes 20 minutes 10 minutes 12 minutes 15 minutes 18 minutes 20 minutes 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Error 1 Error 2 or more Errors No Error 1 Error 2 or more Errors No Error 1 Error 2 or more Errors No Error 1 Error 2 or more Errors No Error 1 Error 2 or more Errors 234 | S P M S .MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN D.

MUNICIPAL GOVERNMENT OF SANTA CRUZ Medical Certificates Patient Consultation PhilHealth Membership Potable Water Sources Provision of Family Planning Services Safe Maternal Delivery 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Revision 1-2 Revisions No Error 1 Error 2 or more Errors No Revision 1-2 Revisions No Error 3 Minor Errors 4 or more Errors No Error 1 Error 2 or more Errors No Error With Error 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN 10 minutes 12 minutes 15 minutes 18 minutes 20 minutes 10 minutes 12 minutes 15 minutes 18 minutes 20 minutes 10 minutes 12 minutes 15 minutes 18 minutes 20 minutes 20 minutes 25 minutes 30 minutes 35 minutes 40 minutes 10 minutes 12 minutes 15 minutes 18 minutes 20 minutes 10 minutes 12 minutes 15 minutes 18 minutes 20 minutes 235 | S P M S .

MUNICIPAL GOVERNMENT OF SANTA CRUZ Treatment of Tuberculosis (TB) Patients 5 4 3 2 1 No Error 1 Error 2 or more Errors 5 4 3 2 1 |HUMAN RESOURCE PLAN 10 minutes 12 minutes 15 minutes 18 minutes 20 minutes 236 | S P M S .

MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN D. Municipal Social Welfare and Development Office EXPECTED OUTPUT Activity Design (Women. DCC) Annual Supplies Procurement Plan/ Project Procurement Management Plan (ASPP/PPMP) Assessment Report on Incoming Referrals Attendance Budget Proposal RATING QUALITY STANDARD RATING TIME STANDARD (per output) (per output) (per output) (per output) 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Error 3 Minor Errors More than 3 Errors No Error With Error No Error 3 Errors More than 3 Errors No Error 1 Error No Revision 1 Revision 2 Revisions 3 Revisions More than 3 Revisions 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 3 working days 1 week before the activity 2 weeks before the activity More than 2 weeks before the activity rd Submitted within the 3 week of September Submitted within the 4th week of October Submitted on or before October 15 Submitted beyond October 15 2 hours after home visitation 3 hours after home visitation 4 hours after home visitation More than 4 hours after home visitation 1 minute/filled up client More than 1 minute Submitted 4-5 working days before the deadline Submitted 3 working days before the deadline Submitted 2 working days before the deadline Submitted 1 working day before the deadline Submitted after the deadline 237 | S P M S .10. PWD. PYA.

MUNICIPAL GOVERNMENT OF SANTA CRUZ Bureau of Assistance Form with Case Summary Case Recording Certification Closing Summary Customer Assistance Sheets on WEDC and CNSP Disaster Assistance Family Access Card/Emergency Assistance Family Access Card 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Error 2 Errors No Error 3 Errors More than 3 Errors No Error With Error No Error 3 Errors More than 3 Errors No Complaint/Error With Complaint/Error No Error 2 Errors More than 2 Errors 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN 45 minutes 1 hour 1 ½ hour More than 1 ½ hour 1 working day 2 working days More than 2 working days 5 minutes 10 minutes 15 minutes More than 10 minutes 30 minutes 45 minutes 1 hour More than 1 hour 1 working day 2 working days More than 2 working days 7 minutes 10 minutes 15 minutes More than 15 minutes 238 | S P M S .

MUNICIPAL GOVERNMENT OF SANTA CRUZ Disaster Report/ Incident Report Endorsement of Disco Permit Master List of Day Care Centers Maintained and Operated Monthly Performance Monitoring Journal Office Performance Commitment Review (OPCR) Office Status Quarterly Reports (Programs and Projects) 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Revision 2 Revisions 3 Revisions 4 Revisions More than 4 Revisions No Error 1 Error No Complaint 3 Minor Complaints More than 3 Complaints No Complaint With Complaint No Revision 1-2 Revisions 3 Revisions More than 4 Revisions No Revision 1 Revision 2 Revisions 3 Revisions More than 3 Revisions 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN 6 hours after the incident 7 hours after the incident 8 hours after the incident More than 8 hours after the incident 8 minutes 10 minutes 15 minutes More than 15 minutes Conducted monthly monitoring No monitoring Submitted before 15th of April/15th of October Submitted on the 15th of April/15th of October Never submitted st Submitted within 1-7 working days of the 1 month of the preceding quarter Submitted within 8-14 working days of the 1st month of the preceding quarter Submitted on the 15th day of the 1st month of the preceding quarter Submitted within 16-20 working days of the 1st month of the preceding quarter Submitted within 21-30 working days of the 1st month of the preceding quarter 239 | S P M S .

Programs and Project Proposal Progress Report to the Honorable Court and Assessment and Discernment Quarterly Accomplishment Report Results of Assessment for Electric Subsidy Senior Citizen ID. DCWs. Person with Disability ID. Solo Parent ID/Certification.MUNICIPAL GOVERNMENT OF SANTA CRUZ Payroll (Job Order. Senior Citizen and KALIPI Organization) Plans. PAG-ASA Youth Association ID Issued 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Error 1 Error 2 Errors 3 Errors More than 3 Errors No Revision 1 Revision 2 Revisions 3 Revisions More than 3 Revisions No Error 3 Errors More than 3 Errors No Revision 1-2 Revisions 3 Revisions 4-5 Revisions More than 5 Revisions No Complaint 3 Complaints More than 3 Complaints No Error 1 Error 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN Prepared within the day after submission of all supporting documents Prepared 1-2 working days after submission of all supporting documents Prepared 3-5 working days after submission of all supporting documents Prepared 6-8 working days after submission of all supporting documents Prepared 9 working days after submission of all supporting documents Submitted 1-2 working days after approval of the budget Submitted 3-4 working days after approval of the budget Submitted 5 working days after approval of the budget Submitted 10 working days after approval of the budget Submitted 15 or more working days after approval of the budget Client assisted/attended immediately Not immediately assisted/attended Not attended Submitted within 1-7 working days after the end of the quarter Submitted within 8-14 working days after the end of the quarter Submitted on the 15th day after the end of the quarter Submitted within 16-22 working days after the end of the quarter Submitted beyond the 22nd day after the end of the quarter 5 hours after assessment 1 day after assessment More than 1 day after assessment 6 minutes 8 minutes More than 10 minutes 240 | S P M S .

Advocacy. PWD.MUNICIPAL GOVERNMENT OF SANTA CRUZ Social Case Study Training Report (Women. PYA. DCC. IEC Trainings) Travel Permit 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Revision 1 Revision No Major Error 3 Errors More than 3 Errors No Error 1 Error 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN 1 working day 2 working days More than 2 working days 3 working days 4 working days 5 working days More than 5 working days 8 minutes 10 minutes 15 minutes More than 15 minutes 241 | S P M S .

Municipal Agriculture Office EXPECTED OUTPUT Animals Castrated Animals De-Wormed Animals Impregnated thru Artificial Insemination Animals Treated Animals Vaccinated RATING QUALITY STANDARD RATING TIME STANDARD (per output) (per output) (per output) (per output) 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Complaint 1 Complaint 2 Complaints 3 Complaints More than 3 Complaints No Complaint 1 Complaint 2 Complaints 3 Complaints More than 3 Complaints No Complaint 1 Complaint 2 Complaints 3 Complaints More than 3 Complaints No Complaint 1 Complaint 2 Complaints 3 Complaints More than 3 Complaints No Complaint 1 Complaint 2 Complaints 3 Complaints More than 3 Complaints 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 Immediately attended 1 working day after request 2 working days after request 3 working days after request Not attended Immediately attended 1 working day after request 2 working days after request 3 working days after request Not attended Immediately attended 1 working day after request 2 working days after request 3 working days after request Not attended Immediately attended 1 working day after request 2 working days after request 3 working days after request Not attended Immediately attended 1 working day after request 2 working days after request 3 working days after request Not attended 242 | S P M S .MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN D.11.

MUNICIPAL GOVERNMENT OF SANTA CRUZ Annual Supplies Procurement Plan/ Project Procurement Management Plan (ASPP/PPMP) Area Monitored Under the National Corn Production Program Assistance extended to associations Case Study/Investigation and Evaluation Report Done Clients Served Thru Information Services Complete Report on Agricultural Data Profile 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Error With Error 100% monitored 80% monitored 60% monitored 40% monitored Below 40% monitored No Minor Complaint 1 Minor Complaint 2 Minor Complaints 3 Minor Complaints 4 or more Minor Complaints No Minor Complaint 1 Minor Complaint 2 Minor Complaints 3 Minor Complaints More than 3 Complaints No Error 1 Minor Error 2 Minor Errors 3 Minor Errors 4 or more Minor Errors 100% complete 80-99% complete 60-79% complete 40-59% complete Less than 40% complete 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN rd Submitted within the 3 week of September th Submitted within the 4 week of October Submitted on or before October 15 Submitted beyond October 15 2 days before deadline 1 day before deadline On day of deadline 1 day after deadline 2 or more days after deadline 1-2 working days after receipt of request 3-4 working days after receipt of request 5 working days after receipt of request 6-7 working days after receipt of request 8 working days or more after receipt of request End of October of current year End of November of current year End of December of current year End of January of the following year End of February of the following year 15 minutes after client’s request 30 minutes after client’s request 45 minutes after client’s request 60 minutes after client’s request More than 60 minutes after client’s request A week before the end of semester 2 weeks before the semester On the last day of semester 2 weeks after semester A month after the semester 243 | S P M S .

MUNICIPAL GOVERNMENT OF SANTA CRUZ Conducted Barangay LaborBased Road Operation Activity Conducted FFS and POTS Conducted Monitoring and Evaluation to Farmers Disbursement Voucher Distributed Quality Planting Materials Coffee Cacao Rubber Distributed Vegetable Seeds 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Minor Complaint 1 Minor Complaint 2 Minor Complaints 3 Minor Complaints More than 3 Complaints No Revision 1 Revision 2 Revisions 3 Revisions 4 or more Revisions No Minor Complaint 1 Minor Complaint 2 Minor Complaints 3 Minor Complaints More than 3 Complaints No Error With Error No Minor Complaint 1 Minor Complaint 2 Minor Complaints 3 Minor Complaints More than 3 Complaints No Minor Complaint 1 Minor Complaint 2 Minor Complaints 3 Minor Complaints More than 3 Complaints 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN On scheduled date 1 week after the scheduled date 2 weeks after the scheduled date 3 weeks after the scheduled date 4 weeks or more after the scheduled date 5 working days after approval of training design 10 working days after approval of training design 15 working days after approval of training design 20 working days after approval of training design More than 20 working days after approval of training design 1-2 working days after end of the month 3-4 working days after end of the month 5 working days after end of the month 6-7 working days after end of the month 8 or more working days after end of the month Prepared 30 minutes after all supporting documents completed Prepared 45 minutes after all supporting documents completed Prepared 1 hour after all supporting documents completed Prepared 2 hours after all supporting documents completed More than 2 hours after all supporting documents completed 5 working days after delivery of planting materials 10 working days after delivery of planting materials 15 working days after delivery of planting materials 20 working days after delivery of planting materials More than 20 working days after delivery of planting materials 5 working days after delivery of planting materials 10 working days after delivery of planting materials 15 working days after delivery of planting materials 20 working days after delivery of planting materials More than 20 working days after delivery of planting materials 244 | S P M S .

MUNICIPAL GOVERNMENT OF SANTA CRUZ Farmers Assisted/Served Farmers Served thru Technology Transfer Fish Sanctuaries Maintained Hog Produced Letters/Communications Prepared Livestock Monitoring Report 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 160-200 farmers assisted 120-159 farmers assisted 80-119 farmers assisted 40-79 farmers assisted Less than 40 farmers assisted No Minor Complaint 1 Minor Complaint 2 Minor Complaints 3 Minor Complaints More than 3 Complaints 100% accomplished 80% accomplished 60% accomplished 40% accomplished Below 40% accomplished No Mortality 1 Head Mortality 2 Heads Mortality 3 Heads Mortality 4 Heads Mortality No Error 1 Error 2 Errors 3-4 Errors 5 or more Minor Errors No Minor Error 1 Minor Error 2 Minor Errors 3 Minor Errors 4 or more Minor Errors 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN Immediately assisted 1 working day after request 2 working days after request 3 working days after request Not attended 7 working days after attending the training 8-9 working days after attending the training 10 working days after attending the training 11-12 working days after attending the training 13 working days after attending the training End of October of current year End of November of current year End of December of current year End of January of the following year End of February of the following year Immediately assisted 1 working day after request 2 working days after request 3 working days after request Not attended Within 1 hour after instruction 2 hours after instruction 3 hours after instruction 4 hours after instruction 5 hours or more after instruction 2 days before deadline Day before deadline On day of deadline 1 day after deadline 2 or more days after deadline 245 | S P M S .

MUNICIPAL GOVERNMENT OF SANTA CRUZ Livestock Skills Trainings Mangrove Propagules Planted Minutes Of Meeting Monitoring Reports Submitted Monthly Report on Monitoring of Fishpond Production Municipal Demo Farm Operated and Maintained 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Complaint 1 Complaint 2 Complaints 3 Complaints 4 or more Complaints No Complaint 1 Complaint 2 Complaints 3 Complaints More than 3 Complaints No Revision 1 Revision 2 Revisions 3 Revisions More than 3 Revisions No Minor Error 1 Minor Error 2 Minor Errors 3 Minor Errors 4 Minor Errors No Minor Error 1 Minor Error 2 Minor Errors 3 Minor Errors 4 Minor Errors No Minor Complaint 1 Minor Complaint 2 Minor Complaints 3 Minor Complaints More than 3 Complaints 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN On date scheduled 1 day after schedule 2 days after schedule 3 days after schedule 4 or more days after schedule End of October of current year End of November of current year End of December of current year End of January of the following year End of February of the following year Prepared 1-2 working days after the meeting Prepared 3-4 working days after the meeting Prepared 5 working days after the meeting Prepared 6-7 working days after the meeting Prepared more than 7 working days after the meeting 2 days before deadline Day before deadline On day of deadline 1 day after deadline 2 or more days after deadline 2 days before deadline Day before deadline On day of deadline 1 day after deadline 2 or more days after deadline Attained 1 month after approval of budget Attained 2-3 months after approval of budget Attained 4 months after approval of budget Attained 5 months after approval of budget Attained 6 months after approval of budget 246 | S P M S .

Program 5 4 3 2 1 No Minor Complaint 1 Minor Complaint 2 Minor Complaints 3 Minor Complaints More than 3 Complaints 5 4 3 2 1 Immediately assisted 1 week after request 2 weeks after request 3 weeks after request 4 weeks or more after request (c) Fisheries Development Program 5 4 No Complaint 1 Complaint 5 4 Immediately assisted 1 week after request P4MP RIC 4H Patrol Boats Maintained Pest Monitoring and Surveillance Conducted P.s Assisted (a) Livestock Development Project 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 100% Documented |HUMAN RESOURCE PLAN 247 | S P M S .MUNICIPAL GOVERNMENT OF SANTA CRUZ Organizational Meetings Conducted Not Properly Documented Not Documented 100% accomplished 80% accomplished 60% accomplished 40% accomplished Below 40% accomplished No Minor Error 1 Minor Error 2 Minor Errors 3 Minor Errors 4 or more Minor Errors 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 Documents submitted 3 working days after the activity Documents submitted 4 working days after the activity Documents submitted 5 working days after the activity Documents submitted 6 working days after the activity Documents submitted 7 working days or more after the activity End of October of current year End of November of current year End of December of current year End of January of the following year End of February of the following year Within 3 working days after end of the month Within 4 working days after end of the month Within 5 working days after end of the month Within 6-7 working days after end of the month Within 8 or more working days after end of the month 5 4 3 2 1 No Minor Complaint 1 Minor Complaint 2 Minor Complaints 3 Minor Complaints 4 or more Minor Complaints 5 4 3 2 1 1-2 working days after receipt of request 3-4 working days after receipt of request 5 working days after receipt of request 6-7 working days after receipt of request 8 working days or more after receipt of request (b) Environmental/Natural Resources Mgt.O.

O. Section 5 4 3 2 1 No Complaint 1 Complaint 2 Complaints 3 Complaints More than 3 Complaints 5 4 3 2 1 Immediately upon request 1 day after request 2 days after request 3 days after request More than 3 days after request (f) Support Function 5 4 3 2 1 5 4 3 2 1 No Complaint 1 Complaint 2 Complaints 3 Complaints More than 3 Complaints No Minor Complaint 1 Minor Complaint 2 Minor Complaints 3 Minor Complaints 4 or more Minor Complaints 5 4 3 2 1 5 4 3 2 1 Immediately assisted 1 working day after request 2 working days after request 3 working days after request Not attended On scheduled date 1 week after the scheduled date 2 weeks after the scheduled date 3 weeks after the scheduled date 4 weeks or more after the scheduled date P.s Assisted and Monitored 248 | S P M S .MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN 3 2 1 2 Complaints 3 Complaints More than 3 Complaints 3 2 1 2 weeks after request 3 weeks after request 4 weeks or more after request (d) Institutional Development 5 4 3 2 1 No Complaint 1 Complaint 2 Complaints 3 Complaints 4 or more Complaints 5 4 3 2 1 On scheduled date 1 week after scheduled date 2 weeks after scheduled date 3 weeks after scheduled date 4 weeks or more after scheduled date (e) Cooperative and Community Dev’t.

MUNICIPAL GOVERNMENT OF SANTA CRUZ Pre-Membership Education Seminars Conducted Report on RBO Livelihood Project Rice Farmers Assisted and Monitored Seaborne/Foot Patrol Operation Conducted Special Projects Monitored Support to HVCDP Activity 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Complaint 1 Complaint 2 Complaints 3 Complaints 4 or more Complaints No Revision 1 Revision 2 Revisions 3 Revisions 4 or more Revision No Minor Complaint 1 Minor Complaint 2 Minor Complaints 3 Minor Complaints 4 or more Minor Complaints No Complaint 1 Complaint 2 Complaints 3 Complaints More than 3 Complaints No Minor Complaint 1 Minor Complaint 2 Minor Complaints 3 Minor Complaints 4 or more Minor Complaints All activities 80% of Activities 60% of Activities 40% of Activities Less than 30% of Activities 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN 5 working days after registration 7 working days after registration 9 working days after registration 11 working days after registration More than 11 working days after registration 2 days before deadline 1 day before deadline On day of deadline 1 day after deadline 2 or more days after deadline Immediately assisted after request 1 working day after request 2 working days after request 3 working days after request Not attended End of October of current year End of November of current year End of December of current year End of January of the following year End of February of the following year 1-2 working days after receipt of request 3-4 working days after receipt of request 5 working days after receipt of request 6-7 working days after receipt of request 8 working days or more after receipt of request On scheduled date 1 week after the scheduled date 2 weeks after the scheduled date 3 weeks after the scheduled date 4 weeks or more after the scheduled date 249 | S P M S .

Grown and Monitored Forest Protection Forest Production 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Complaint 1 Complaint 2 Complaints 3 Complaints More than 3 Complaints No Complaint 1 Complaint 2 Complaints 3 Complaints More than 3 Complaints No Error With Error No Minor Complaint 1-2 Minor Complaints 3 Minor Complaints 4 Minor Complaints 5 or more Minor Complaints 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN 1-2 working days after client’s request 3-4 working days after client’s request 5 working days after client’s request 6-7 working days after client’s request 8 working days or more after client’s request 3 working days upon request 5 working days upon request 7 working days upon request 9 working days upon request 10 or more working days upon request Prepared and submitted 5 days before travel Prepared and submitted 3 to 4 days before travel Prepared and submitted 1 day before and on the day of the travel Prepared and submitted 1 day after travel More than 1 day after travel On scheduled date 1 day delayed 2 days delayed 3 days delayed 4 days delayed 250 | S P M S .MUNICIPAL GOVERNMENT OF SANTA CRUZ Technical Assistance Served Trainings Conducted Travel Order Tress Planted.

12.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN D. Municipal Engineering Office EXPECTED OUTPUT Activity Designs Annual Supplies Procurement Program Breakdown of Budgetary Requirements Burial Services Certifications RATING QUALITY STANDARD RATING TIME STANDARD (per output) (per output) (per output) (per output) 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Error 1 Error 2 Errors 3 Errors More than 3 Errors No Error 1 Error 2 Errors 3 Errors More than 3 Errors No Error 1 Error 2 Errors 3 Errors More than 3 Errors No Complaint 1 Complaint 2 Complaints 3 Complaints More than 3 Complaints No Complaint 1 Complaint 2 Complaints 3 Complaints More than 3 Complaints 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 10 minutes 20 minutes 30 minutes 40 minutes More than 40 minutes 1 hour 2 hours 3 hours 4 hours More than 4 hours 40 minutes 50 minutes 1 day 2 days More than 2 days 2 hours 3 hours 4 hours 5 hours More than 5 hours 30 minutes 40 minutes 60 minutes 70 minutes More than 70 minutes 251 | S P M S .

MUNICIPAL GOVERNMENT OF SANTA CRUZ Communications Daily Time Report Government Facilities Maintained Hauling of Construction Materials Inspection of Completed Project Prepared and Preparation of Inspection Report Inspection of Proposed Project (Survey. Data Gathering and the like) 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Complaint 1 Complaint 2 Complaints 3 Complaints More than 3 Complaints No Error 1 Error 2 Errors 3 Errors More than 3 Errors No Complaint 1 Complaint 2 Complaints 3 Complaints More than 3 Complaints No Complaint 1 Complaint 2 Complaints 3 Complaints More than 3 Complaints No Error 1 Error 2 Errors 3 Errors More than 3 Errors No Revisit 1 Revisit 2 Revisits 3 Revisits More than 3 Revisits 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN 30 minutes 40 minutes 60 minutes 70 minutes More than 70 minutes 3 working days 4 working days 5 working days 7 working days More than 7 working days 1 day 2 days 3 days 4 days More than 4 days 1 day 2 days 3 days 4 days More than 4 days 7 hours 1 day 2 days 3 days 4 days 1 day 2 days 3 days 4 days 5 days 252 | S P M S .

MUNICIPAL GOVERNMENT OF SANTA CRUZ Issuance of Building Permit Issuance of Electrical Permit Issuance of Fencing Permit Issuance of Mechanical Permit Issuance of Occupancy Permit Issuance of Plumbing Permit 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Error 1 Error 2 Errors 3 Errors More than 3 Errors No Complaint 1 Complaint 2 Complaints 3 Complaints More than 3 Complaints No Error 1 Error 2 Errors 3 Errors More than 3 Errors No Error 1 Error 2 Errors 3 Errors More than 3 Errors No Complaint 1 Complaint 2 Complaints 3 Complaints More than 3 Complaints No Error 1 Error 2 Errors 3 Errors More than 3 Errors 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN 5 working days 7 working days 15 working days 20 working days More than 20 working days 4 hours 1 day 2 days 3 days 4 days 5 working days 7 working days 15 working days 20 working days More than 20 working days 5 working days 7 working days 15 working days 20 working days More than 20 working days 3 working days 4 working days 5 working days 7 working days More than 7 working days 5 working days 7 working days 15 working days 20 working days More than 20 working days 253 | S P M S .

MUNICIPAL GOVERNMENT OF SANTA CRUZ Issuance of Sanitary Permit Itinerary Job Order Slip (a) Heavy Equipment (b) Light Vehicles Payroll |HUMAN RESOURCE PLAN 5 4 3 2 1 5 4 3 2 1 No Error 1 Error 2 Errors 3 Errors More than 3 Errors No Error 1 Error 2 Errors 3 Errors More than 3 Errors 5 4 3 2 1 5 4 3 2 1 5 working days 7 working days 15 working days 20 working days More than 20 working days 20 minutes 24 minutes 30 minutes 35 minutes More than 35 minutes 5 4 3 2 1 No Complaint 1 Complaint 2 Complaints 3 Complaints More than 3 Complaints 5 4 3 2 1 13 days 14 days 15 days 16 days More than 16 days 5 4 3 2 1 5 4 3 2 1 No Complaint 1 Complaint 2 Complaints 3 Complaints More than 3 Complaints No Complaint 1 Complaint 2 Complaints 3 Complaints More than 3 Complaints 5 4 3 2 1 5 4 3 2 1 7 days 8 days 9 days 10 days More than 10 days 3 hours 4 hours 5 hours 6 hours More than 6 hours 254 | S P M S .

00 Project Implemented and Constructed |HUMAN RESOURCE PLAN 5 4 3 2 1 No Revision 1 Revision 2 Revisions 3 Revisions More than 3 Revisions 5 4 3 2 1 5 days 6 days 7 days 8 days More than 8 days 5 4 3 2 1 No Revision 1 Revision 2 Revisions 3 Revisions More than 3 Revisions 5 4 3 2 1 15 days 20 days 22 days 25 days More than 25 days 5 4 3 2 1 No Revision 1 Revision 2 Revisions 3 Revisions More than 3 Revisions 5 4 3 2 1 3 days 4 days 5 days 6 days More than 6 days 5 4 3 2 1 5 4 3 2 1 No Revision 1 Revision 2 Revisions 3 Revisions More than 3 Revisions No Error 1 Error 2 Errors 3 Errors More than 3 Errors 5 4 3 2 1 5 4 3 2 1 10 days 12 days 14 days 18 days More than 18 days 30 minutes 40 minutes 50 minutes 60 minutes 3more than 60 minutes 255 | S P M S .MUNICIPAL GOVERNMENT OF SANTA CRUZ Plans and Design (a) Project Cost below Php 100.00 (b) Project Cost above Php 100.000.00 (b) Project Cost above Php 100.000.000.00 Program of Work (a) Project Cost below Php 100.000.

MUNICIPAL GOVERNMENT OF SANTA CRUZ Personnel Dispatched and Timekeeper Pre-Canvass of Construction Materials Project Designs Project Procurement Management Plan Project Profile Purchase Order 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Complaint 1 Complaint 2 Complaints 3 Complaints More than 3 Complaints No Error 1 Error 2 Errors 3 Errors More than 3 Errors No Error 1 Error 2 Errors 3 Errors More than 3 Errors No Error 1 Error 2 Errors 3 Errors More than 3 Errors No Error 1 Error 2 Errors 3 Errors More than 3 Errors No Complaint 1 Complaint 2 Complaints 3 Complaints More than 3 Complaints 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN 5 minutes 10 minutes 20 minutes 25 minutes More than 25 minutes 6 hours 7 hours 8 hours 9 hours More than 9 hours 6 hours 7 hours 8 hours 9 hours More than 9 hours 1 hour 2 hours 3 hours 4 hours More than 4 hours 1 day 2 days 3 days 4 days More than 4 days 3 hours 4 hours 5 hours 6 hours More than 6 hours 256 | S P M S .

MUNICIPAL GOVERNMENT OF SANTA CRUZ Purchase Request Released Program of Works Road Maintenance/ Rehabilitation/Construction Streetlight Report/ Inspection Supervision of Projects Travel Order 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Complaint 1 Complaint 2 Complaints 3 Complaints More than 3 Complaints No Error 1 Error 2 Errors 3 Errors More than 3 Errors No Error 1 Error 2 Errors 3 Errors More than 3 Errors No Error 1 Error 2 Errors 3 Errors More than 3 Errors No Complaint 1 Complaint 2 Complaints 3 Complaints More than 3 Complaints No Complaint 1 Complaint 2 Complaints 3 Complaints More than 3 Complaints 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN 3 hours 4 hours 5 hours 6 hours More than 6 hours 3 minutes 4 minutes 5 minutes 6 minutes More than 6 minutes 3 days 4 days 5 days 6 days More than 6 days 2 hours 3 hours 4 hours 5 hours More than 5 hours 4 hours 3 hours 2 hours 1 hours Less than 1 hour 3 minutes 4 minutes 5 minutes 6 minutes More than 6 minutes 257 | S P M S .

MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN Work Order Slip (a) Plumbing Works 5 4 3 2 1 No Complaint 1 Complaint 2 Complaints 3 Complaints More than 3 Complaints 5 4 3 2 1 6 hours 7 hours 8 hours 9 hours More than 9 hours (b) Electrical Works 5 4 3 2 1 No Complaint 1 Complaint 2 Complaints 3 Complaints More than 3 Complaints 5 4 3 2 1 3 hours ½ day 1 day 2 days More than 35 days 258 | S P M S .

Local Economic Enterprise Management Office EXPECTED OUTPUT Annual Supplies Procurement Plan/ Project Procurement Management Plan (ASPP/PPMP) RATING QUALITY STANDARD RATING (per output) (per output) (per output) 5 4 3 2 1 No Error 5 4 3 2 1 With No Error With 1 Error With 2 Errors More than 2 Errors (b) Municipal Training Center 5 4 3 2 1 (c) Municipal Slaughterhouse (Ante-Mortem) 5 4 3 2 Billing Statement/ Order of Payments (a) Santa Cruz Integrated Terminal TIME STANDARD (per output) rd 5 4 3 2 1 Submitted within the 3 week of September th Submitted within the 4 week of October Submitted on or before October 15 Submitted beyond October 15 5 4 3 2 1 On the 5th day of the following month On the 6th day of the following month On the 7th day of the following month With No Revision With 1 Revision With 2 Revisions With 3 Revisions More than 3 Revisions 5 4 3 2 1 Within 10 minutes after the food services Within 13 minutes after the food services Within 15 minutes after the food services Within 20 minutes after the food services More than 20 minutes after the food services With 1 Revision With 2 Revisions 5 4 3 2 Within 1 hour before butchery Within 2 hours before butchery With Error More than 7 days of the following month 259 | S P M S .13.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN D.

MUNICIPAL GOVERNMENT OF SANTA CRUZ (d) Municipal Slaughterhouse (Post-Mortem) Budget Proposal Burial Permit Cash Tickets (a) Santa Cruz Integrated Terminal (b) Municipal Public Market |HUMAN RESOURCE PLAN 1 More than 2 Revisions 1 More than 2 hours before butchery 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 With No Error With 1 Error 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 Within 3 hours after display of meat Within 5 hours after display of meat 5 4 3 2 1 With No Error 5 4 3 2 1 Within 2 minutes upon entry Within 3 minutes upon entry Within 5 minutes upon entry More than 5 minutes upon entry 5 4 3 2 1 With No Error 5 4 3 2 1 Within 2 hours after display of goods in a day Within 3 hours after display of goods in a day Within 4 hours after display of goods in a day More than 1 Error No revision 1 revision 2 revisions 3 revisions More than 3 revisions With No Major Complaint With 1 Major Complaint With 2 Major Complaints More than 2 Major Complaints With 1 Error More than 1 Error With 1 Error More than 1 Error More than 5 hours after display of meat Submitted 4-5 working days before the deadline Submitted 3 working days before the deadline Submitted 2 working days before the deadline Submitted 1 working day before the deadline Submitted after the deadline Within 5 days before burial Within 4 days before burial Within 3 days before burial Within 2 days before burial Within 1 day before burial More than 4 hours after display of goods in a day 260 | S P M S .

MUNICIPAL GOVERNMENT OF SANTA CRUZ (c) Municipal Public Market (Vehicles) Coordination Report Customer Action Sheet Daily Cash Tickets Issuance Report Daily Maintenance Report 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 With No Error With 1 Error More than 1 Error With No Revision With 1 Revision With 2 Revisions With 3 Revisions More than 3 Revisions No Complaint/Error With Complaint/Error With no Error With 1 Error With 2 Errors More than 2 Errors With No Complaint With 1 Complaint With 2 Complaints More than 2 Complaints |HUMAN RESOURCE PLAN 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 Within 2 minutes upon entry Within 3 minutes upon entry Within 5 minutes upon entry More than 5 minutes upon entry th Submitted on the 5 day of the following month Submitted on the 6th day of the following month th Submitted on the 7 day of the following month Submitted more than the 7th day of the following month Client assisted/attended Immediately Not immediately attended/assisted Not attended Report submitted within 8:00 AM the following day Report submitted within 9:00 AM the following day Report submitted within 10:00 AM the following day Report submitted beyond 11:00 AM the following day Within 3 hours before 8:00 AM Within 2 hours before 8:00 AM Within 1 hour before 8:00 AM After 8:00 AM 261 | S P M S .

MUNICIPAL GOVERNMENT OF SANTA CRUZ Daily Security Report Government-Owned Buildings and Properties Secured Food and Beverage Services Investor’s Assistance Sheet Lease Contract Local Economic Enterprise Code |HUMAN RESOURCE PLAN 5 4 3 2 1 5 With No Complaint With 1 Complaint With 2 Complaints More than 2 Complaints With No Complaint 5 4 3 2 1 5 4 With 1 Complaint 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 With 2 Complaints With 3 Complaints More than 3 Complaints With No Complaint 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 With 1 Complaint More than 1 Complaint With No Revision With 1 Revision With 2 Revisions With 3 Revisions More than 3 Revisions With 1 Revision With 2 Revisions With 3 Revisions With 4 Revisions With 5 or more minor Revisions Within 8 hours Less than 8 hours Ready to serve within 30 minutes before 7:00 AM for breakfast/ 12:00 NN for lunch/ 7:00 PM for dinner Ready to serve within 20 minutes before 10:00 AM for snack and 3:00 PM for snack Ready to serve within 10 minutes before snack/meal time Ready to serve within 5 minutes before snack/meal time Ready to serve less than 5 minutes before snack/meal time Within 30 minutes upon receipt Within 45 minutes upon receipt Within 1 hour upon receipt More than 1 hour upon receipt Within 5 working days after submission of contract Within 8 working days after submission of contract Within 10 working days after submission of contract Within 12 working days after submission of contract Within 15 working days after submission of contract Within the 1st month of the 3rd quarter Within the 2nd month of the quarter Within the last month of the 3rd quarter within the fourth quarter Within the fourth quarter Within the 3rd month of the last quarter 262 | S P M S .

Programs and Project Proposal Program of Works 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 With No Complaints With 2 Errors More than 2 errors No Revision 1 Revision 2 Revisions 3 Revisions More than 3 Revisions No Revision 1-2 Revisions 3 Revisions More than 4 Revisions No Error 1 Error 2 Errors 3 Errors More than 3 Errors With No Revision With 1 Revision With 2 Revisions With 3 Revisions More than 3 Revisions With No Revision With 1 Revision With 2 Revisions With 3 Revisions More than 3 Revisions |HUMAN RESOURCE PLAN 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 Certificate issued within 1 hour after butchery Certificate issued within 1 and a half hour after butchery Certificate issued within 2 hours after butchery Certificate issued more than 2 hours after butchery Prepared 1-2 working days after the meeting Prepared 3-4 working days after the meeting Prepared 5 working days after the meeting Prepared 6-7 working days after the meeting Prepared more than 7 working days after the meeting th th Submitted before 15 of April/15 of October th th Submitted on the 15 of April/15 of October Submitted beyond April to June/October to December Prepared within the day after submission of all supporting documents Prepared 1-2 working days after submission of all supporting documents Prepared 3-5 working days after submission of all supporting documents Prepared 6-8 working days after submission of all supporting documents Prepared 9 working days after submission of all supporting documents Submitted 1-2 working days approval of the budget Submitted 3-4 working days approval of the budget Submitted 5 working days approval of the budget Submitted 10 working days approval of the budget Submitted 15 or more working days approval of the budget Within 5 working days Within 8 working days Within 10 working days Within 13 working days More than 13 working day 263 | S P M S .MUNICIPAL GOVERNMENT OF SANTA CRUZ Meat Inspection Certificate Minutes of Meeting Office Performance Commitment Review (OPCR) Payroll (Job Order) Plans.

MUNICIPAL GOVERNMENT OF SANTA CRUZ Quarterly Accomplishment Report Quarterly Status Report (Programs and Projects) Training/Activities Conducted/Facilitated 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 With No Revision With 1-2 Revisions With 3 Revisions With 4-5 Revisions More than Revisions With No Revision With 1 Revision With 2 Revisions With 3 Revisions More than 3 Revisions No Complaint 1-2 Complaints 3 Complaints 4-5 Complaints More than 6 Complaints |HUMAN RESOURCE PLAN 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 Submitted within 1-7 working days after the end of the quarter Submitted within 8-14 working days after the end of the quarter th Submitted on the 15 day after the end of the quarter Submitted within 16-22 working days after the end of the quarter Submitted beyond the 22nd day after the end of the quarter Submitted within 1-7 working days of the 1st month of the preceding quarter Submitted within 8-14 working days of the 1st month of the preceding quarter th st Submitted on the 15 days of the 1 month of the preceding quarter Submitted within 16-20 working days of the 1st month of the preceding quarter st Submitted within 21-30 working days of the 1 month of the preceding quarter As scheduled Not able to comply with the schedule 264 | S P M S .

COMMON OUTPUT EXPECTED OUTPUT Abstract of Bids Acceptance and Inspection Report Accomplished Daily Time Record (DTR) Accomplished Personal Data Sheet (PDS) Accomplished Statement Of Assets.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN D. Liabilities And Net Worth (SALN) RATING QUALITY STANDARD RATING TIME STANDARD (per output) (per output) (per output) (per output) 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Error With Error No Error With Error No Revision With Revision No Items Unfilled 1-2 Items Unfilled 3 Items Unfilled 4 Items Unfilled 5 or more Items Unfilled No revision 1 revision 2 revisions 3 revisions More than 3 revisions 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 Prepared immediately after Opening of Canvass Prepared 1-3 working days after Opening of Canvass Prepared 4-5 working days after Opening of Canvass Prepared 6-7 working days after Opening of Canvass Prepared more than 7 working days after Opening of Canvass Accepted and signed immediately upon complete delivery of goods Accepted and signed 1 day upon complete delivery of goods Accepted and signed 2 days upon complete delivery of goods Accepted and signed 3-4 days upon complete delivery of goods Accepted and signed more than 4 days upon complete delivery of goods Submitted 2-3 working days after the 15th and/or end of the month Submitted 4-5 working days after the 15th and/or end of the month Submitted 6 working days after the 15th and/or end of the month Submitted 7 working days after the 15th and/or end of the month Submitted more than 7 working days after the 15 th and/or end of the mo.14. Submitted within the 1st-2nd week of January rd th Submitted within the 3 -4 week of January th Submitted on the 4 week of January Submitted on February and beyond Submitted on the 1st-15th day of March Submitted on the 16th-30th day of March Submitted on the 31st day of March Submitted later than March and beyond 265 | S P M S .

15 Submitted beyond Oct. 15 Prepared immediately after GSO P. coded Prepared 3-5 working days after GSO P.MUNICIPAL GOVERNMENT OF SANTA CRUZ Annual Supplies Procurement Plan/ Project Procurement Management Plan (ASPP/PPMP) BAC Procurement Budget Proposal Certifications Certificate of Travel Completed Communications (Reply) 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Error With Error No Error With Error No revision 1 revision 2 revisions 3 revisions More than 3 revisions No Error With Error No Error With Error No Revision 1 Revision 2 Revisions 3 Revisions More than 3 Revisions 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN rd Submitted within the 3 week of September th Submitted within the 4 week of October Submitted on or before Oct.O. coded Prepared 1-2 working days after GSO P.O.O.O. coded Submitted 4-5 WDs before the deadline Submitted 3 WDs before the deadline Submitted 2 WDs before the deadline Submitted 1 WD before the deadline Submitted after the deadline Prepared immediately upon request Prepared within 15 minutes upon request Prepared within 20 minutes upon request Prepared within 30 minutes upon request Prepared more than 30 minutes upon request Within 1 to 2 WDs after travel Within 3 WDs after travel Within 6 WDs after travel Within 8 WDs after travel More than 8 WDs after travel Prepared 1-5 working days after instruction Prepared 6-10 working days after instruction Prepared 1-14 working days after instruction Prepared 15 or more working days after instruction 266 | S P M S . coded Prepared 6-7 working days after GSO P. coded Prepared more than 7 working days after GSO P.O.

MUNICIPAL GOVERNMENT OF SANTA CRUZ Comparative Assessment Report Customer Action Disbursement Voucher Document Delivered (Outside) Documents Posted Documents Received (Stamping of Received on Document and doing Entry On Incoming Logbook) 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Error With Error No Complaint/Error With Complaint/Error No Error With Error No Error With Error No Error With Error No Error With Error 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN Prepared immediately after PSB submitted their rating Prepared within 3 working days after PSB submitted their rating Prepared within 5 working days after PSB submitted their rating Prepared within 7 working days after PSB submitted their rating Prepared more than 7 working days after PSB submitted their rating Client assisted/attended Immediately Not immediately attended/assisted Not attended Prepared 30 minutes after all supporting documents completed Prepared 45 minutes after all supporting documents completed Prepared 1 hour after all supporting documents completed Prepared 2 hours after all supporting documents completed More than 2 hours after all supporting documents completed Done immediately after instruction Done 1-2 working days after instruction Done 3 working days after instruction Done 4 working days after instruction Done more than 4 working days after instruction Done within 4 hours after instruction Done within 6 hours after instruction Done within the day after instruction Done within 2-3 working days after instruction Done within 3 working days after instruction Done 2 minutes after receipt Done 3 minutes after receipt Done 5 minutes after receipt Done 6-10 minutes after receipt Done 20 minutes or more after receipt 267 | S P M S .

MUNICIPAL GOVERNMENT OF SANTA CRUZ Endorsement Letter Transmittal Letter Acknowledgment Letter Request Letter Filed Documents Individual Performance Commitment and Review (IPCR) Form Itinerary of Travel (Appendix A) Liquidation Report CA Travel Liquidation Report of Supplies and Materials 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Error 1 Error 2 Errors 3-5 Errors 6 or more Errors No Error With Error No Error With Error No Error With Error No Error With Error No Error With Error 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN Within 1 working day after instruction Within 2 working days after instruction Within 3 working days after instruction Within 4 working days after instruction Within 5 or more working days after instruction Filed less than 30 minutes upon receipt of documents Filed 30 minutes upon receipt of documents Filed 1 hour upon receipt of documents Filed 2 hours upon receipt of documents Filed more than 2 hours upon receipt of documents st th Submitted within the 1 -5 day of June/December th th Submitted within the 6 -14 day of June/December th Submitted on the 15 day of June/December Submitted within the 16th-22nd day of June/December Submitted beyond the 22nd day of June/December Prepared immediately upon advise Prepared 30 minutes after advise Prepared 1 hours after advise Prepared 2 hours after advise Prepared more than 2 hours after advise Prepared immediately on the following day of travel Prepared 2-3 working days after travel Prepared 4-5 working days after travel Prepared 6-7 working days after travel Prepared more than 7working days after travel th Prepared and submitted on the 5 day after the end of the month Prepared and submitted on the 8th day after the end of the month Prepared and submitted on the 10 th day after the end of the month Prepared and submitted after the 10th day after the end of the month 268 | S P M S .

MUNICIPAL GOVERNMENT OF SANTA CRUZ Minutes of Meeting Monthly Performance Monitoring Journal Monthly Performance Output Report Notice of Meeting Obligation Request Office Area/Equipment Cleaned/Maintained 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Revision 1 Revision 2 Revisions 3 Revisions More than 3 Revisions No Complaint With Complaint No Revision 1-2 Revisions 3 Revisions 4-5 Revisions More than Revisions No error 1 error 2-3 errors More than 4 errors No Error With Error No Complaint 1-2 Complaints 3 Complaints 4 Complaints More than 4 Complaints 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN Prepared 1-2 working days after the meeting Prepared 3-4 working days after the meeting Prepared 5 working days after the meeting Prepared 6-7 working days after the meeting Prepared more than 7 working days after the meeting Conducted monthly No monitoring Submitted within 1-7 working days after the end of the month Submitted within 8-14 working days after the end of the month th Submitted on the 15 day after the end of the month Submitted within 16-22 working days after the end of the month Submitted beyond the 22nd day after the end of the month Prepared immediately Prepared 30 minutes after instruction Prepared 1 hour after instruction Prepared 2 hours after instruction Prepared more than 3 hours after instruction Prepared immediately after instruction Prepared I day after instruction Prepared 2 days after instruction Prepared 3 days after instruction Prepared more than 3 days after instruction Finished at 7:30 AM/12:30 PM Finished at 7:45 AM/12:45 PM Finished at 8:00 AM/1:00 PM Finished beyond 8:00 AM/beyond 1:00 PM 269 | S P M S .

Programs and Project Proposal Purchase Request Quarterly Accomplishment Report 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Revision 1-2 Revisions 3 Revisions More than 4 Revisions No Error 1 Error 2 Errors 3 Errors More than 3 Errors No Error With Error No Revisions With 1 Revision With 2 Revisions With 3 Revisions More than 3 Revisions No Error With Error No Revision 1-2 Revisions 3 Revisions 4-5 Revisions More than Revisions 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN th th th th Submitted before 15 of April/15 of October Submitted on the 15 of April/15 of October Never submitted Prepared within the day after submission of all supporting documents Prepared 1-2 working days after submission of all supporting documents Prepared 3-5 working days after submission of all supporting documents Prepared 6-8 working days after submission of all supporting documents Prepared 9 working days after submission of all supporting documents Done immediately after instruction Done 1 working days after instruction Done 2 working days after instruction Done 3 working days after instruction Done more than 3 working days after instruction Submitted 1-2 working days after approval of the budget Submitted 3-4 working days after approval of the budget Submitted 5 working days after approval of the budget Submitted 10 working days after approval of the budget Submitted 15 or more working days after approval of the budget Prepared immediately after instruction Prepared I working day after instruction Prepared 2 working days after instruction Prepared 3 working days after instruction Prepared more than 3 working days after instruction Submitted within 1-7 working days after the end of the quarter Submitted within 8-14 working days after the end of the quarter Submitted on the 15th day after the end of the quarter Submitted within 16-22 working days after the end of the quarter Submitted beyond the 22nd day after the end of the quarter 270 | S P M S .MUNICIPAL GOVERNMENT OF SANTA CRUZ Office Performance Commitment Review (OPCR) Payroll (Job Order) Payroll/Voucher Rerouted Plans.

of the preceding quarter Prepared immediately after approval of BAC request Prepared 1-2 working days after approval of BAC request Prepared 3-5 working days after approval of BAC request Prepared 6-7 working days after approval of BAC request Prepared more than 7 working days after approval of BAC request Prepared immediately upon advise Prepared 30 minutes after advise Prepared 1 hour after advise Prepared 2 hours after advise Prepared more than 2 hours after advise As scheduled Not able to comply with the schedule Prepared 15 working days before the scheduled training/activity Prepared 10 working days before the scheduled training/activity Prepared 5 working days before the scheduled training/activity Prepared 3 working days before the scheduled training/activity Prepared on the scheduled training/activity Prepared and submitted 5 days before travel Prepared and submitted 3-5 days before travel Prepared and submitted 1 day before travel and on the day of travel Prepared and submitted 1 day after travel Prepared and submitted more than 1 day after travel 271 | S P M S . of the preceding quarter th st Submitted on the 15 day of the 1 mo.MUNICIPAL GOVERNMENT OF SANTA CRUZ Quarterly Status Report (Programs and Projects) Request For Quotation Requisition And Issue Slip (RIS) Training/Activities Conducted/Facilitated Training Kits/Supplies/ IDs (For Participants) Travel Order 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 No Revision 1 Revision 2 Revisions 3 Revisions More than 3 Revisions No Error With Error No Error With Error No Complaint 1-2 Complaints 3 Complaints 4-5 Complaints More than 6 Complaints No Error With Error No Error With Error 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 5 4 3 2 1 |HUMAN RESOURCE PLAN st Submitted w/in 1-7 working days of the 1 mo. of the preceding quarter st Submitted w/in 16-20 working days of the 1 mo. of the preceding quarter Submitted w/in 21-30 working days of the 1st mo. of the preceding quarter st Submitted w/in 8-14 working days of the 1 mo.

MUNICIPAL GOVERNMENT OF SANTA CRUZ Trip Tickets 5 4 3 2 1 No Error 1 Error 2 Errors 3 Errors 4 Errors or more 5 4 3 2 1 |HUMAN RESOURCE PLAN Prepared 2 hours before travel Prepared 1 hour before travel Prepared 30 minutes before travel Prepared after travel 272 | S P M S .

Planning and Commitment Submission of OPCR PMT review of OPCR Approval of OPCR Submission/Approval of IPCR Submission of IPCR th PMT Champion th 15 th 30 Head of Work Unit HRMO 15 st 31 15 th 15 th 31 st 29 th 15 th 15 2. submission will be on the next working day. Performance Monitoring & Coaching Monitoring By Once in 2 months Quarterly As the need arises Head of the Agency/Champion PMT Head of Work Unit HRMO Submission of Performance Monitoring & Coaching Journal Submission of Quarterly Accomplishment Report Developmental Intervention (Professional Developmental Plan) HRMO Quarterly MPDO Quarterly HRMO As the need arises 3. Performance Review & Feedback OPCR Submission Recommending Approval of OPCR by PMT Final Approval of OPCR by Champion Release of OPCR Final Rating PMT 15 th 15 th Champion 31 st 31 st MPDO 5 th 5 th Head of Work Unit 8 th 8 th Meeting of Work Unit Head and Employees Submission of IPCR for Approval Submission of Approved IPCR Annual Performance Review Conference Head of Work Unit HRMO 12 th 12 th 18 th 18 th 28 th 28 th 4. 273 | S P M S th .MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN ANNEX E. SPMS Calendar Activity Submitted to Jan SCHEDULE Feb Mar Apr SPMS Orientation SPMS Pilot Test May Jun Jul Aug Sep Oct Nov Dec July 17 and 18. Performance Rewarding and Development Planning PMT to Submit Top Performers list Developmental Intervention (Professional Developmental Plan) Municipal Mayor/ PRAISE 15 days after OPCR has been determined Any day in March & September Note: In the event that the deadline falls on a non-working holiday. 2013 2013 Second Semester 1.

JOEL RAY L. 20__. LOPEZ Municipal Mayor 5-outstanding 4-Very Satisfactory 3-Satisfactory 2-Unsatisfactory 1-Poor Success Indicators (Targets + Measures) MFO Allotted Budget Division/Individual Accountable Actual Accomplishments Rating Q E T Remarks A STRATEGIC PRIORITY CORE FUNCTIONS SUPPORT FUNCTIONS Average Rating Category Strategic Priority Core Functions Support Functions MFO Rating Total Overall Rating Final Average Rating Adjectival Rating Assessed by: Final Rating Date Planning Office LEGEND: 1-Quantity PMT 2-Effectiveness Date Date 3-Timeliness Head of Agency 4-Average 274 | S P M S . commit to deliver and agree to be rated on the attainment of the following ta rgets in accordance with the indicated measures for the period __________to________.______________.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN ANNEX F. Head of the _________________. ________________________ Municipal Mayor Date:____________________ Approved by: Date ATTY. Office Performance Commitment and Review Form OFFICE PERFORMANCE COMMITMENT AND REVIEW (OPCR) I.

1: Output no. Rating Comments and Recommendations for Development Purposes Discuss with Date Assessed by I certify that the I discussed my assessment of the performance with the employment Supervisor Employee LEGEND: 1-Quantity 2-Effectiveness 3-Timeliness Date Final Rating by: Date Head of Office 4-Average 275 | S P M S . 2: Total CORE FUNCTIONS: Output no. 1: Output no. Reviewed by: ______________________ Ratee Date _________________ Approved by: Date Date: Immediate Supervisor Head of Office Success Indicators (Targets + Measures) Output Actual Accomplishments Rating Q(1) E(2) T(3) Remarks A(4) STRATEGIC PRIORITY NO. Output no. 2: Total SUPPORT FUNCTIONS: Output no. 2: Total Final Ave. 20____.__________________ of the __________________ Division of ________ commit to deliver and agree to be rated on the attainment of the following targets in accordance with the indicated measures for the period ______ to ___________.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN ANNEX G. Individual Performance Commitment and Review Form INDIVIDUAL PERFORMANCE COMMITMENT AND REVIEW (IPCR) I. 1: Output no.

MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN ANNEX H: Monitoring and Coaching Journal 1 2 st nd 3 rd 4 th Q U A R T E R Name of Division/Field Office ________________________ Division Chief/Director II ____________________________ Number of the Personnel in the Division/FO _____________ Mechanism Meeting Activity One-in-One Memo Group Remarks Others (Pls. Specify) Monitoring Coaching Please indicate the date in the appropriate box when the monitoring was conducted. Conducted by: Immediate Supervisor Date: Noted by: Date: Head of Office 276 | S P M S .

Professional Development Plan Date Aim Objectives Target date Review date Achieved date Comments Task Outcome Next Step 277 | S P M S .MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN ANNEX I.

Output Rating Sheet MUNICIPALITY OF SANTA CRUZ MMO-Human Resource Management Section OUTPUT RATING SHEET Ratee’s Name: _______________________________ Output: _____________________________________ Date/Time Requested/Received: _________________ Date/Time Accomplished: ______________________ Date Submitted by Ratee to Rater: _______________ Rating: Quantity: ______ Quality: ______ Timeliness: _____ Remarks: _____________________________________ _____________________________________ Rater’s Signature/Date: _________________________ Date Returned by Rater to Ratee: _________________ 278 | S P M S .MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN ANNEX J.

MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN ANNEX K. Monthly Performance Output Report (MPOR) Republic of the Philippines Province of Davao del Sur Municipality of Sta. Cruz MONTHLY PERFORMANCE OUTPUT REPORT Name : _________________________ Office/Division: ___________________________ EXPECTED OUTPUT 1 EFFICIENCY WEEK 2 3 4 5 TOTAL 1 Month: _____________________ QUALITY WEEK 2 3 4 5 TOTAL 1 TIMELINESS WEEK 2 3 4 5 TOTAL STRATEGIC PRIORITIES 1 2 3 CORE FUNCTIONS 1 2 3 4 5 6 7 8 SUPPORT FUNCTIONS 1 2 3 4 5 6 7 8 9 10 WEEK 1 WEEK 2 WEEK 3 WEEK 4 TOTAL MAN DAY(S) LOST THRU ABSENCE MAN HRS./MINUTES LOST THRU TARDINESS/UNDERTIME OBSERVATION/REMARKS CONFIRMED: Above entries are true & correct: Rater Ratee 279 | S P M S .

STRATEGIC PRIORITIES 1 2 3 CORE FUNCTIONS 1 2 3 4 5 6 7 8 SUPPORT FUNCTIONS 1 2 3 4 5 6 7 8 9 10 280 | S P M S . Cruz SUMMARY OF ACCOMPLISHMENT Period Ratee's Name ________________________________ Ratee's Position ______________________________ Ratee's Work Station __________________________ EXPECTED OUTPUT ACCOMPLISHMENT EFFICIENCY QUALITY TIME JAN FEB MAR APR MAY JUN TOTAL AVE. JAN FEB MAR APR MAY JUN TOTAL AVE. Summary of Monthly Performance Output Report (MPOR) Republic of the Philippines Province of Davao del Sur Municipality of Sta. JAN FEB MAR APR MAY JUN TOTAL AVE.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN ANNEX L.

LUMANOG Administrative Officer V Human Resource Management Officer III RINA FE E.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN ANITA S. LOREMIE ANN M. JR. INFIESTO Municipal Accountant Mun. CABALUNA AZUCENA M. Planning & Dev’t. RADA Human Resource Management Assistant Human Resource Management Aide BENBENUTO L. MARTORILLAS Secretary to the Sanggunian Municipal Health Officer Municipal Agriculturist RUFA T. Officer Municipal Civil Registrar ROBINSON B. BADILLA MARIO M. MACROHON ADELAIDA S. TIZON Municipal Budget Officer Mun. BUQUIA RAY R. SEALANA Municipal Treasurer Municipal Engineer Municipal Assessor 281 | S P M S . GAMAO EMELDA B. Social Welfare & Dev’t. CASPI. PANUDA AURORA S. Coordinator Local Economic Enterprise Manager FLORENCIA A. LINDONG JOSE A. HERBITO CAMILA S.

MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN Employee Welfare Program 282 | H R S Y S T E M S .

Thus. II. c. 2. Specific a. This agency is committed to engage in personnel practices that are sensitive to the welfare of the employees. Implement a suitable Employee Welfare Program that will keep the high morale and motivation of the workforce so as to retain them for longer duration. It is the policy of this agency to provide employees with safe and healthy workplace. OBJECTIVES 1. b. A proactive Employee Welfare Program shall make sure employee welfare is given priority. BASIC POLICIES 1. Records documenting the identification of employees needs to relieve them from work fatigue shall be maintained. 2. III.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN Republic of the Philippines Province of Dave del Sur MUNICIPALITY OF SANTA CRUZ EMPLOYEE WELFARE PROGRAM I. This shall promote a healthy work environment for a more stable labor force and thus enhance productivity and attain responsible public service. Conduct a periodical assessment or evaluation on the feedback to further enhance the program. General This Employee Welfare Program shall provide better physical and mental health to the workforce. 3. 283 | H R S Y S T E M S . SCOPE This Employee Welfare Program applies to all levels of officials and employees in the organization regardless of the nature and status of their employment. Identify the needs of the workforce and establish an effective Employee Welfare Program. it shall support procedures that are considerate of its employees’ welfare.

Natural light is preferable. Employee Welfare Is an effort of an employer to provide various services. 2. Where work requires a less physical effort. Office Temperature Indoor temperature must provide comfort during working hours. although artificial lighting is acceptable and is often used to boost light levels. such as in an office. mechanical ventilation shall be provided and maintained to an appropriate standard. Flextime This is a system wherein employees choose their starting and quitting times from a range of available hours. which is done for the comfort and improvement of the workforce. independently powered automatic emergency lighting shall be provided. Where loss of lighting could pose risk. etc. ergonomics is the science of human comfort. ventilation. 284 | H R S Y S T E M S . V. Lighting Lighting shall be sufficient to enable people to work and move about safely. Ergonomics Is the study of people and their interaction with the elements of their job or task including equipment. tools. In a more practical sense. processes and environment. It includes anything. the employees achieve more productivity at work. |HUMAN RESOURCE PLAN DEFINITION OF TERMS 1. Through such. 3. facilities.MUNICIPAL GOVERNMENT OF SANTA CRUZ IV. benefits and facilities to the employees. Cleanliness and Waste Disposal Cleaning work and disposal of waste shall be carried out routinely in order to maintain good standards of cleanliness and hygiene in the workplace. In many cases suitable ventilation can be achieved by opening windows and doors but where necessary. WELFARE PROGRAMS 1. subject to other conditions such as humidity. temperature shall be at least 17 degree Celsius. Working Environment Ventilation Workplaces need to have an adequate supply of fresh air. in addition to wage or salary.

Footrests shall be provided for employees that cannot place their feet on the floor to provide support.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN Room Dimension and Space Workrooms shall provide enough free space to allow people to freely access work areas and move within the workplace. Work Stations and Seating Work stations and seating must be suitable for the work and the individuals using them. Functional Canteens Cafeteria or canteens shall be provided to the employees so as to provide healthy food. Open-sided staircases shall be provided with upper and lower rails. wash basins. These facilities shall have spaces for pregnant employees to lie down. Sanitary Facilities An appropriate number of sanitary conveniences must be provided and shall be adequately ventilated. free from the risk of tripping or striking objects. Ramps for differently-abled employees A ramp shall be present in an office building for employees with wheelchairs. 2. Rest Facilities for Mothers There shall be rest facilities for pregnant and nursing mothers. soap and. Workstations shall allow individuals to leave them quickly in an emergency. 285 | H R S Y S T E M S . These must have running water. 3. Washing Facilities Washing facilities shall be readily accessible and adequate in number. these must be close to sanitary facilities. facilities can be used by both the employees and the public provided the first are not delayed by this arrangement. canes and even for those with walking disabilities for them to gain access to a particular entrance. trips or falls. Welfare Facilities Drinking Water An adequate supply of clean drinking water (bottled water or water dispensing systems) shall be available. Employee sanitary facilities shall be separated to those provided for the public. Suitable drinking cups shall also be provided. In smaller areas. All seats shall have adequate support particularly for the lower back. careful planning shall be considered. hand-drying facilities. Also. if possible. Workplace Safety Floors and Traffic Routes Floors shall be of sound construction and in good condition. Separate facilities for males and females shall be provided. free from hazards which could cause slips. These cafeteria or canteens shall also be used as rest facilities. lit and kept clean. Where space is limited. etc.

mistakes and panic. stress. The constant information overload Each employee must be given just enough tasks to perform for the day. Also. information and the environment suit each worker. Stretching the arms to use the mouse must be avoided. taking account of their capabilities and limitations. Transparent and Translucent Doors.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN Vehicle Traffic Routes Vehicle traffic routes shall be wide enough and high enough to enable vehicles to move about safely. The insufficiency of breaks or changes of activities There must be enough breaks for employees. headaches and other pains. Height-adjustable chairs must be used so employees can work at their preferred work height. The presence of work-related stress Stresses like the work demands are too high or too low. It aims to make sure that tasks. equipment. This program shall answer the typical ergonomic problems found in the workplace. Gates. The unavailability of suitable workbenches Chairs must be properly adjusted to fit the person to avoid awkward and uncomfortable postures. they shall be made of safety materials or be protected against breakage. Too much information may result to confusion. too far or is offset to one side from the worker. eye strain. Also. such as: The poorly positioned computer screen The computer screen must not be too high. seminars on how to handle work-related stress must be available. too close. Job rotation must be introduced to reduce physical and mental fatigue. Ergonomics Program at Work Ergonomics Program puts people first. To help employees cope with these. gates and windows shall be clearly identified and made apparent to avoid accidental contact. 4. too low. obstacles from under desks must be removed to create sufficient leg room. poor support from the management and/or colleagues and conflicting demands could lead to ill health and reduced performance and productivity. Walls and Windows Transparent and translucent doors. The proximity of the computer mouse to the user The computer mouse must not be placed too far away from the employee. Insufficient breaks may result to mistakes and poor productivity. 286 | H R S Y S T E M S .

Employees Every employee in this agency shall be responsible for conducting himself/herself in accordance with this Employee Welfare Program. VII. Socialization/Team Building Activities Summer Outings Officials and employees shall undertake summer outings using a responsible amount from its fund. Off-site Development Sessions Development staff outings shall be awarded to offices that have rated outstanding in the last rating period. The office shall ensure the budget is appropriately allocated. Through flextime. They shall monitor the results of the program to determine additional areas of focus as needed. It may also assign offices. VI. a yearly budget for Employee Welfare Program. |HUMAN RESOURCE PLAN Work Schedule Flexible Work Time This agency shall adopt flextime work arrangements wherein employees are given greater scheduling freedom in how they fulfill the obligations of their positions. Other offices however. for approval. 287 | H R S Y S T E M S . committees and persons to perform roles in the implementation of the program. Inter-office Social Gatherings This shall be encouraged as a form of informal interaction and socialization. Employee Welfare Program Coordinators The coordinators shall report directly to the management and are responsible for this program. 6. provided they put in the total number of hours required per week by this agency. 2. Ten percent (10%) of the Gender and Development (GAD) budget for the year shall be appropriately allocated for this program. ROLES AND RESPONSIBILITIES 1. This shall however be sponsored by different “host offices” on a rotation basis. can avail of such sessions provided they shoulder the expenses. etc. employees will have increased opportunity to fit other commitments such as sending their children to school in the morning or fetching them from school in the afternoon.MUNICIPAL GOVERNMENT OF SANTA CRUZ 5. SOURCE OF FUNDING The office shall submit. It shall give employees far greater leeway in terms of the time when they begin and end work.

COMMITMENT I hereby commit to implement and abide by the provisions of this Employee Welfare Program. X. 2013 288 | H R S Y S T E M S . |HUMAN RESOURCE PLAN TRANSITORY POLICIES All existing policies addressing Employee Welfare Program which are inconsistent with these policies are superseded. IX. JOEL RAY L. EFFECTIVITY The Employee Welfare Program shall take effect immediately. LOPEZ Municipal Mayor October 17.MUNICIPAL GOVERNMENT OF SANTA CRUZ VIII. (SGD) ATTY. Any subsequent changes or amendments shall be subject to the approval of the Civil Service Commission and shall take effect six (6) months from date of approval.

MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN Employee Learning and Development Program 289 | H R S Y S T E M S .

OBJECTIVES 1. BASIC POLICIES 1. At least sufficient amount shall be set aside for this purpose. General This Employee Learning and Development Program shall build public servants not only competent and efficient but also with professional culture. the agency. For the underperforming employees. II.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN Republic of the Philippines Province of Dave del Sur MUNICIPALITY OF SANTA CRUZ EMPLOYEE LEARNING AND DEVELOPMENT PROGRAM I. For the employees with exemplary performance. 2. This agency values its human resources and commits to a systematic employee learning and development program for all its officials and employees. 4. 2. Specific a. shall provide rewards so as to encourage others to excellently perform their duties and responsibilities 6. This agency shall be responsible for the coordination and integration of a continuing program of personnel development for all employees at all levels. on the other hand. Determine an employee learning and development program appropriate to the needs of the personnel of this agency. developed and utilized in the delivery of public service. This agency shall include a specific budgetary allocation for employee learning and development program. employee learning and development shall be one of the main concerns of this agency to enable its officials and employees to contribute meaningfully. Thus. An employee learning and development program that includes a variety of human resource development interventions including seminars and enhancement activities shall be established. 290 | H R S Y S T E M S . 3. it shall be the agency’s duty to provide avenues for remedial actions. Every official and employee is an asset to be valued. 5.

Establish an employee learning and development program for all agency personnel at all levels to create a work environment conducive to the development of personnel for a better public service. 4. 291 | H R S Y S T E M S . improve one’s job skills. DEFINITION OF TERMS 1. III. Conduct a periodical assessment or evaluation on the feedback to further enhance the program. EMPLOYEE LEARNING AND DEVELOPMENT PROGRAMS 1. as well as technical knowledge through close “teaching” and supervision of training for eventual promotion. IV. It is a set of techniques. This will be beneficial as the new employees of the government develop their pride. V. In the three-day orientation. 2. Counseling Is a process by which a supervisor helps an employee with job-related concerns which the employee cannot cope alone and which affects job performance. 3.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN b. 2. responsibilities and benefits. belonging and commitment to public service. CSC Alay sa Bayan (ALAB) Induction Program Attendance in this program shall be required to new entrants in the government service belonging to the first and second level positions. skills and attitudes in helping an employee manage his/her problems using his/her own resources. there shall be courses and activities designed to inform the new entrants about the agency’s programs. Coaching Deals essentially with a deliberated effort at developing subordinates. SCOPE This Employee Learning and Development Program applies to all levels of officials and employees in the organization regardless of the nature and status of their employment. c. Induction Program The agency shall conduct a one-day induction program for new entrants. In-house Orientation Program for New Entrants The agency shall set a three-day orientation program for its new employees. Values Development Program for New Entrants New entrants shall attend courses designed at enhancing and harnessing their public service values to make them effective government workers. thrusts and operations as well as their duties.

6. Management-Training Program Employees determined as outstanding performers in the entry-level position shall be assigned to different offices in the agency for exposure and further development. This shall be a hands-on approach to actual work methods.MUNICIPAL GOVERNMENT OF SANTA CRUZ VI. problems and solutions. This is also helpful for career succession purpose. Job Rotation Program This shall be established in this agency as a means of developing and enhancing the potentials of people in the organization. Basic Skills Trainings Personnel in the first level of the career service shall go through trainings aimed at maintaining a high level of competence on basic workplace skills. 8. Coaching Program A supervisor shall help employees improve their performance by providing technical suggestions or advices related to the job being done. OTHER HRD INTERVENTIONS 1. 7. new policies and programs shall be designed to employees who have in the service for quite some time. there shall be resource interventions and training courses designed to provide division chiefs and other officials of comparable rank with management and administrative skills. This shall not only build employees’ skills but also develop teamwork between the employees and their supervisor. 2. Middle Management Development Programs In preparation for greater responsibilities. |HUMAN RESOURCE PLAN 5. employees will have the opportunity to develop proficiency in the actual work situation. 4. This will expose them to the other work functions of the agency. On-the-Job Training Employees shall be given an informal training that will expose them to the job of a particular position. allows the employees to expand their learning horizon in preparation for a career path. Thus. 3. 292 | H R S Y S T E M S . Re-orientation Programs Courses to introduce new duties and responsibilities. Professional/Technical/Scientific Programs Personnel in the second level of the career service shall undergo substantive and specific professional/technical/scientific programs for the enhancement of their skills and knowledge. Through this.

This Employee Welfare Program applies to all levels of officials and employees in the organization regardless of the nature and status of their employment. This shall be a corrective approach in helping employees overcome their problems especially those which affect their job performance. A committee for Information System shall be established and maintained to facilitate the implementation of this Employee Learning and Development Program. IX. 2. VII. LOPEZ Municipal Mayor October 17. (SGD) ATTY. JOEL RAY L.MUNICIPAL GOVERNMENT OF SANTA CRUZ 5. COMMITMENT I hereby commit to implement and abide by the provisions of this Employee Learning and Development Program. XI. ROLES AND RESPONSIBILITIES 1. a yearly budget for Employee Learning and Development Program. X. |HUMAN RESOURCE PLAN Counseling Program A supervisor shall help employees cope with job-related problems. VIII. SOURCE OF FUNDING The office shall submit. EFFECTIVITY The Employee Learning and Development Program shall take effect immediately. A Resource Unit shall be set within the agency to act as a mechanism encouraging learning and development awareness among employees. The Head of Office and immediate supervisors shall be responsible for the monitoring of the Employee Learning and Development Program. for approval. 2013 293 | H R S Y S T E M S . TRANSITORY POLICIES All existing policies addressing Employee Learning and Development Program which are inconsistent with these policies are superseded. 3. The office shall ensure the budget is appropriately allocated. Any subsequent changes or amendments shall be subject to the approval of the Civil Service Commission and shall take effect six (6) months from date of approval. Counselling facilitates voluntary change on the part of the employee to maintain high level of efficiency at work.

MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN Employee Health and Wellness Program 294 | H R S Y S T E M S .

As the workforce is the most valuable asset. the agency shall provide necessary funds for the procurement and maintenance of physical fitness and sports equipment and facilities. As management of personal finances matters. 295 | H R S Y S T E M S . 8. mental. Wellness and Safety Program shall address the physical. 4. wellness and safely not only of its officials but also of all its employees to achieve organizational productivity and success. the agency shall promote healthy lifestyle of each employee. BASIC POLICIES 1. WELLNESS AND SAFETY PROGRAM I. psycho-social and spiritual needs of this agency’s officials and employees to achieve overall organizational productivity and success. As smoking is linked to many health conditions and diseases. 2. it shall undertake partnerships with these agencies in the implementation of this Employee Health and Wellness Program. emotional. establishment and implementation of a Disaster Preparedness and Security Plan ensure occupational safety and health. the agency shall implement programs to assist its personnel to manage one’s wealth. General This Employee Health. the agency shall conduct activities aimed at addressing the psycho-social and spiritual development of its workforce. 7. OBJECTIVES 1. the agency shall adopt a no-smoking policy on its premises subject to areas designated for smoking. As psycho-social and spiritual growth of its workforce lead to its development. As the agency recognizes the indispensable roles of private and government entities. II. the organization shall ensure the health. As the preparation.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN Republic of the Philippines Province of Dave del Sur MUNICIPALITY OF SANTA CRUZ EMPLOYEE HEALTH. the agency shall provide full support on generally accepted principles and standards on occupational safety and health as its own. 6. 3. As good nutrition is essential. 5. As exercise is the key to maintaining employees’ health.

Wellness Is a multidimensional state of being describing the existence of positive health in an individual as exemplified by quality of life and a sense of well-being (Charles B. (Joint International Labor Organization/World Health Organization Committee on Occupational Health) V. Specific a. the adaptation of work to man and of each man to his job. Occupational Health and Safety Is the promotion and maintenance of the highest degree of physical. DEFINITION OF TERMS 1. Arizona State University) 3. Physical and Medical Examination The agency’s personnel shall be given at least once a year a medical laboratory test to be conducted by the Municipal Health competent personnel such as but not 296 | H R S Y S T E M S . III. to summarize. mental and social well-being and not merely the absence of disease or infirmity (World Health Organization) 2. Wellness and Safety Program applies to all levels of officials and employees in the organization regardless of the nature and status of their employment. Corbin. the prevention amongst workers of departures from health caused by their working conditions. Health Is a state of complete physical. Implement an Employee Health. Continue monitoring and evaluating the said implemented program for future enhancement. the protection of workers in their employment from risks resulting from factors adverse to health. Wellness and Safety Program suitable for the agency’s officials and employees. c.MUNICIPAL GOVERNMENT OF SANTA CRUZ 2. and. mental and social well-being of workers in all occupations. HEALTH AND WELLNESS PROGRAMS 1. Physical-Medical Health Programs a. |HUMAN RESOURCE PLAN SCOPE This Employee Health. b. Report regularly the outcome of the program in relation to reduced tardiness and absenteeism due to sickness among others. IV. the placing and maintenance of the worker in an occupational environment adapted to his physiological and psychological capabilities.

the following functions:  Conduct assessment of each employee health habits and suggest required weekly diet and exercise based on existing medical condition. To encourage the workforce to become healthier individuals. badminton. tennis. The organization of an Office Olympics as well as Inter-agency Tournaments is allowed provided that they would not paralyze the delivery of the agency’s services. Yoga and other similar activities. Toward this end. Chest X-Ray. Fasting Blood Sugar.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN limited to Complete Blood Count. Pilate’s sessions. d. jogging. Urinalysis and other medical laboratory tests that the employee may request provided that the requested lab test is available in the Municipal Health Office. Drug Test. Conduct aerobics sessions to include brisk walking. Medical Database A database containing medical records of individual employees taken from results of laboratory tests and other diagnostic procedures undertaken as pre-employment requirement or as directed by the employees’ attending physician shall be established by the agency’s clinic. New entrants are required to submit the results of the following laboratory tests:       c. volleyball. the agency shall adopt and promote a Healthy Food and Lifestyle Program for its officials and employees. the agency shall appropriate funds for this purpose and shall allow the expenditure in accordance with pertinent guidelines. Sports and Recreation The following activities may be conducted for an allotted time which shall not exceed two (2) hours per week. Thus. and other sports activities. dieticians and/or medical personnel to perform among others. b. Nutrition and Food Sanitation Programs The ways the officials and employees live inside and outside of their workplace directly affect productivity and success of the agency. Platelet Count. table tennis. gymnastics. and 297 | H R S Y S T E M S . The procurement of new physical and sports equipment and replacement of unserviceable ones may be necessary. Complete Blood Count Fasting Blood Sugar Platelet Count Chest X-ray Drug Test Urinalysis Physical Fitness.   Sports clinic to include various games like basketball. the agency may tap services of nutritionist.

Dental and Optical Services The agency shall formulate a scheme to ensure each employee is given the opportunity to be diagnosed and/or be treated by a dentist and by an ophthalmologist. on a regular basis. the following activities may be conducted:    Employees Family Day Teambuilding Activities Executive Bonding 298 | H R S Y S T E M S . the conduct of trainings.MUNICIPAL GOVERNMENT OF SANTA CRUZ  |HUMAN RESOURCE PLAN Assess the food or menu plan of the canteen and suggest improvements whenever necessary especially with regards to the preparation of healthy foods. Human Immunodeficiency Virus-Acquired Immune Deficiency Syndrome (HIV-AIDS) Hypertension and High Blood Pressure Tuberculosis Diabetes Smoking-related Illnesses Other Common Medical Conditions Financial Wellness Programs The agency shall schedule. Psycho-Social Development Programs To provide everyone a time to gather and socialize with one another and to ensure increased and renewed rapport. f. treatment and prevention of medical. camaraderie and better understanding among themselves. 3. It shall then coordinate with a dentist and with an ophthalmologist to provide the personnel with proper dental and eye care services. Policies issued by the Department of Health on the following medical conditions in the workplace shall be adopted and implemented as part of this Program:       2. These services may however be subject to the existing fund policies of the agency. Other Health Conditions The agency. through coordination with government agencies and non-government organizations concerned with the promotion and development of health and wellbeing. psychological and emotional health conditions that the personnel may be exposed to. mental. e. shall enact measures to effectively provide its personnel with relevant and timely information on the diagnosis. seminars and other related activities aimed at addressing financial management to assist both existing personnel and retirees to properly manage their finances.

regular unannounced or unscheduled sanitary inspections of offices and premises including canteen. VI. A report of inspection shall be submitted at least once per semester. 5 “S” Housekeeping Program This program shall address not only the cleanliness but also the management of occupational hazards. fumigation and disinfection may be conducted in the office premises to contain the possible spread or virus and contagious diseases.MUNICIPAL GOVERNMENT OF SANTA CRUZ 4. fire hydrant and portable fire extinguishers of the approved type shall be installed within the office buildings and premises. Educational materials shall be provided and seminars on this matter shall be conducted. 299 | H R S Y S T E M S . conduct of safety and health meetings. Toward this end. development and implementation of accident and illness prevention programs. As the need arises. The Committee shall be responsible for the planning. The agency respects the right of its employees to the free exercise of religion provided that such activities related to one’s religious convictions shall not jeopardize the delivery of public service. gymnasium. Electrical and Fire Safety Programs Electrical and fire safety measures as well as techniques on the prevention and management of electrical and fire hazards shall be disseminated to all personnel. and the provision of occupational safety and health training for the employees. accident investigations and implementation of programs. review of reports of inspections. walkway. The Committee shall have officers required to attend advanced and specialized training courses and capability building programs on Occupational Safety and Health to harness their capabilities in discharging their functions. To ensure its effective implementation. multipurpose hall. OCCUPATIONAL SAFETY AND HEALTH PROGRAMS The agency shall institute and maintain a workable Occupational and Health Program taking into consideration both international and local standards. |HUMAN RESOURCE PLAN Spiritual Health Promotion Activities which shall address the spiritual dimension shall be incorporated in Teambuilding and other Staff Development Activities of the agency. The following Occupational Safety and Health programs and activities shall be implemented in the agency: 1. Electricians shall be regularly updated on electrical safety information considering the fact that most mismanaged electrical systems cause the more common incidents of fire. automatic sprinkler system. and other areas in the premises shall be conducted. an Occupational Safety and Health (OSH) Committee shall be created. 2. Firefighting equipment such as standpipe and hose.

SUCCESS FACTORS The following are the key success factors that will ensure the accomplishment of this Employee Health. the agency shall act as the over-all authority to ensure objectives are attained and programs are successfully implemented in all offices of the organization. SOURCE OF FUNDING The office shall submit. TRANSITORY POLICIES All existing policies addressing Employee Health. Continuous review. Worker involvement in planning. 3. EFFECTIVITY The Employee Health. committees and persons to perform roles in the implementation of the Employee Health. Wellness and Safety Program which are inconsistent with these policies are superseded. VII. Wellness and Safety Program. XI. a yearly budget for Employee Health. Wellness and Safety Program. Wellness and Safety Program: 1. for approval. coordinate and/or consult with concerned offices. A Disaster Preparedness and Response Plan defining activities that would be undertaken in case of natural calamities shall be prepared. It shall likewise address the particular needs of women from a gender perspective to ensure their full protection. A realistic budget. 4. 300 | H R S Y S T E M S . the agency shall adopt measures for the preparedness and response to disasters. ROLES AND RESPONSIBILITIES In the implementation of the Employee Health. IX. Programs that meet staff members needs. Wellness and Safety Program. X. The agency shall also collaborate. The office shall ensure the budget is appropriately allocated. committees and persons. It may also assign offices. |HUMAN RESOURCE PLAN Disaster Response and Preparedness To proactively address the hazards of natural calamities. A regular conduct of disaster response simulations shall be included in the Plan. VIII. and 5.MUNICIPAL GOVERNMENT OF SANTA CRUZ 3. Support and participation from the management. 2. Wellness and Safety Program shall take effect immediately after the approval by the Civil Service Commission Regional Office XI.

2013 301 | H R S Y S T E M S . LOPEZ Municipal Mayor October 17. (SGD) ATTY. JOEL RAY L.MUNICIPAL GOVERNMENT OF SANTA CRUZ XII. Wellness and Safety Program. |HUMAN RESOURCE PLAN COMMITMENT I hereby commit to implement and abide by the provisions of this Employee Health.

MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN Committee on Decorum and Investigation (CODI) Internal Administrative Disciplinary Rules on Sexual Harassment 302 | H R S Y S T E M S .

the Philippine Congress enacted on February 14. Attitudes and behaviors that undermine these goals are 303 | H R S Y S T E M S . Davao del Sur believes that the working environment should be at all times supportive of the dignity as well as self-esteem of individuals. WHEREAS. and the procedures for the administrative investigation. otherwise known as the :Anti-Sexual Harassment Act of 1995”. DAVAO DEL SUR AND DESIGNATION OF MEMBERS HEREOF. 1995 and declares unlawful sexual harassment against women and men in the employment. JEROME A. 1995 Republic Act No. I. 06 Series of 2005 AN ORDER ESTABLISHING AN INTERNAL ADMINISTRATIVE DISCIPLINARY RULES ON SEXUAL HARASSMENT OF SANTA CRUZ. and violates the merit and fitness principle in the civil service. 7877 mandates every employer or head of agency in the public and private sectors to promulgate rules and regulations prescribing the procedure for the investigation of sexual harassment cases and the administrative sanctions therefore. by virtue of the powers vested in me by law. just and safe work environment. WHEREAS. sexual harassment violates the dignity of workers and their right to a humane. education and training environment. which took effect on March 5. Achieving this desired environment greatly depends upon mutual respect. prosecution and adjunction of sexual harassment cases. Article II of the Philippine Constitution provides that the State values the dignity of every human person and guarantees full respect for human rights. Davao del Sur. UNDALOK. Municipal Mayor of Santa Cruz. 7877.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN Republic of the Philippines Province of Davao del SUR MUNICIPALITY OF SANTA CRUZ -o0o- OFFICE OF THE MAYOR EXECUTIVE ORDER NO. THEREFORE. Section 4(a) of Republic Act No. there is a need to devise uniform rules and regulations particularly in the definition of the administrative offense of sexual harassment and the sanctions therefore. WHEREAS. cooperation and understanding among officials and employees. defeats and impairs morale and efficiency in the workplace. WHEREAS. DECLERATION OF PRINCIPLE The Local Government of Santa Cruz. do hereby established the Internal Administrative Disciplinary Rules on Sexual Harassment of Santa Cruz. WHEREAS. Section 11. NOW.

It shall also include teachers under the Local School Board. For the purpose of these Rules. or a series of acts. training or education related environment of the person complained of. Respondent refers to the person who is formally charged by the disciplining authority.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN detrimental to all and should not be tolerates. involving any unwelcome sexual advances. regardless of status. Davao del Sur. Along this context. 304 | H R S Y S T E M S . the following shall mean and be understood as defined below: a. Complaint refers to the person who filed an action or complaint for sexual harassment. These Rules shall be known as the Internal Administrative Disciplinary Rules Governing Sexual Harassment Cases. Section 4. e. committed by a government employee or official in a work-related. it commits to maintain learning and working environment that is free of sexual harassment and all forms of sexual intimidation and exploitation. Section 2. Davao del Sur. Committee refers. COVERAGE Section 3. d. request or demands for a sexual favour. it is hereby promulgated that these rules and regulations form as an internal policy of this that will govern the procedures for the investigation of sexual harassment cases and administrative sanctions thereof. Person complained of refers to the person who is the subject of a complaint before another agency or any tribunal against the same party involving the same acts or causes of action and relief. the administrative offense of sexual harassment is an act. Likewise. Inherent in its responsibility. b. TITLE Section 1. c. RULE II. to the Committee on Decorum and Investigation of the Office LGU refers to the Local Government Unit of Sta. In the case of elective local officials. the Local Government of Santa Cruz. These Rules shall apply to all appointive officials and employees in this Local Government Unit. is committed to promote a culture of gender responsiveness in the workplace ensuring equality and equity. Cruz. High on the list of unacceptable behavior is sexual harassment. As used in this policy. it must conform with the provisions of the Local Government Code of 1991 (RA 7160). RULE I. or other verbal or physical behaviour of a sexual nature.

or is provided by. training. benefits and any other personnel action affecting the applicant/employee. intern tutee or ward of the person complained of.MUNICIPAL GOVERNMENT OF SANTA CRUZ a. offense or humiliation to a complainant who may be a co-employee. |HUMAN RESOURCE PLAN harassment is committed under the following 1. the giving of a grade. apprentice. The act or series of acts have the purpose or effect of interfering with the complainant’s work performance. raise in salary. In the premises of the workplace or office or the school or training institution. Education of training-related sexual harassment is committed against one who is under the actual or constructive care. Sexual harassment may take place. insecurity. Section 5. Work-related sexual circumstances. hostile or offensive academic environment of the complainant. or against one whose education. customer or ward of the person complained of. b. apprenticeship. is used as a basis for any decision affecting the complainant including. insecurity. privilege or consideration. or 2. or 3. 1. hostile or offensive work environment. applicant. or creating an intimidating. but not limited to. discomfort. The act or series of acts might reasonably be expected to cause discrimination. The act or series of acts have the purpose or effect of interfering with the performance. when: 1. The act or series of acts might reasonably be expected to cause discrimination. offense or humiliation to a complainant who may be a trainee. job security. the granting of ho9nors or a scholarship. the payment of a stipend or allowance. promotion. 305 | H R S Y S T E M S . or the giving of any benefit. is used as a basis for any employment decision including. discomfort. custody or supervision of the offender. the offender. or creating an intimidating. matters related to hiring. Submission to or rejection of the act or series of acts. or 3. but not limited to. 2. internship or tutorship is directly or contractively entrusted to. Submission to or rejection of the act or series of acts.

Any government official or employee. Overt sexual advances 3. Malicious touching 2. The following are illustrative forms of sexual harassment: a. d. is liable for sexual harassment when he/she: a. Other forms analogous to the foregoing. letters or written notes with sexual underpinnings. PERSONS LIABLE FOR SEXUAL HARASSMENT Section 7. symposia or training sessions. d. Directly participates in the execution of any act of sexual harassment as defined by these Rules. but not limited to. cellular. FORMS OF SEXUAL HARASSMENT Section 6. the use of objects. 3. c. Verbal. In any place where the parties were found as a result of work education or training responsibilities or relations. While on official business outside of the office or school or training institution or during work or school or training-related level. such as. b.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN 2. 306 | H R S Y S T E M S . Non-verbal such as. RULE IV. 5. RULE V. Be telephone. or 6. but not limited to. regardless of sex. Induces or directs another or others to commit sexual harassment as defined by these Rules. Physical 1. At work of education or training-related social functions. Cooperates in the commission of sexual harassment by another through previous or simultaneous acts. request or demands for sexual favors and lurid remarks. At official conferences. Cooperates in the commission of sexual harassment by another through an act without which the sexual harassment would not have been accomplished. fax machine or electronic mail. for a. 4. pictures or graphics. Gestures with lewd insinuation b. c.

Section 9. The Committee shall perform the following functions: a. It shall be the duty of the members to formulate other matters pertaining to the functions of the Committee not otherwise provided in these Rules. Submit a report of its findings with the corresponding recommendation to the disciplining authority for decision. The Committee on Decorum and Investigation of Sexual Harassment Cases shall be composed of the following: Chairman - ADELAIDA S. b. When a member of the Committee is the complainant or the person complained of in a sexual harassment case. BAUYA Administrative Officer IV EMERENCIANO C. Lead in the conduct of discussions about sexual harassment within the agency or institution to increase understanding and prevent incidents of sexual harassment. In a situation contemplated above. The term of office of its members should not be more than two years. Term of Office. the vacancy shall be filled up immediately. c. The member who will substitutes shall be determined by the concerned level. Investigate sexual harassment complaints in accordance with the prescribed procedure. A committee on Decorum and investigation shall be created with membership stipulated in Section 9. ALQUIZOLA RCO II President Employees Union Section 10. he/she shall be disqualified from being a member of the committee. BADILLA MSWDO Members - MARCELINO A. 307 | H R S Y S T E M S . COMMITTEE ON DECORUM AND INVESTIGATION OF SEXUAL HARASSMENT CASES Section 8. Composition. d. Receive complaints of sexual harassment.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN RULE VI.

A certification or statement of non-forum shopping. In the absence of any of the aforementioned requirements. if any. radiogram. The full name. address. The LGU hereby commits to provide assistance to an alleged victim of sexual harassment which may include but not limited to counselling. Section 13. Upon receipt of the complaint by the disciplining authority of the office or agency. A brief statement of the relevant facts. the complaint shall be dismissed without prejudice to its refilling. a. b. 2. 1. Complaints sent by telegram. 5. The Pre-filing Stage. the same shall be transmitted to the Committee. referral to an agency offering professional help and advice on potions available before the filing of the complaint. Where the complainant in not under oath. PRE-FILING STANDARD OPERATING PROCEDURES IN ATTENDING TO VICTIMS OF SEXUAL HARASSMENT Section 11. Certified true copies of documentary evidence and affidavits of his witnesses. and position of the person complained of. The complaint must be in writing. or the Committee. RULE VIII. electronic mail or similar means of communication shall be considered non-filed unless the complainant shall comply with the requirements provided in Section 13(b) within ten (10) days from receipt of the notice for compliance. It shall contain the following. The complaint may be filed at anytime with the disciplining authority of the LGU. Complaint. STANDARD PROCEDURAL REQUIREMENTS Section 12.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN RULE VII. the complainant shall be summoned by the Committee to swear to the truth of the allegations in the complaint. signed and sworn to by the complainant. 3. 4. 308 | H R S Y S T E M S . The procedural rules provided hereunder are the standard requirements in handling a sexual harassment case. The full name and address of the complainant. c.

the Committee shall submit the Investigation Report and the complete records of the case to the disciplining authority. a brief statement of material or relevant facts accompanied by certified copies of the documentary evidence. Preliminary Investigation. Section 14. the disciplining authority shall formally charge the person complained of. During the preliminary investigation. Upon receipt of the counter-affidavit or comment under oath. Section 19. The investigation involves the ex parte examination of documents submitted by the complainant and the person complained of. Duration of Investigation. Any person violating the rule on confidentiality under this Section shall be held administratively liable for violation of reasonable office rules and regulations under CSC Resolution No. furnishing a copy thereof to the complainant. Within five (5) working days from the termination of the preliminary investigation. During preliminary investigation. as well as documents readily available from other government offices.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN d. A preliminary investigation shall commence not later than five (5) days from receipt of the complaint by the Committee on Decorum and Investigation and shall be terminated within fifteen (15) working days thereafter. Formal Charge. Investigation Report. The formal charge shall contain a specification of the charge(s). proceedings before the Committee shall be held under strict confidentiality. Section 16. the Committee shall require the person complained of to submit a CounterAffidavit/Comment under oath within three (3) days from receipt of the notice. sworn statements covering the testimony of witnesses. Action on the Complaint. Section 15. if any. Upon receipt of a complaint that is sufficient in form and substance. the parties may submit affidavits and counteraffidavits. After finding a prima facie case. 99-1936. a directive to answer the charge(s) in writing under oath in not less than seventy-two (72) hours 309 | H R S Y S T E M S . the Committee may now recommend whether a prima facie case exist to warrant the issuance of a formal charge. Section 17. Withdrawal of the complaint at any stage of the proceedings shall not preclude the Committee from proceedings with the investigation where there is obvious truth or merit to the allegations in the complaint or where there is documentary or direct evidence that can prove the guilt of the person complained of. The Committee shall conduct a preliminary investigation. otherwise the Counter-Affidavit/Comment shall be considered as not filed.

bills of particulars or motions to dismiss which are obviously designed to delay the administrative proceeding. in support of respondent’s case. said preventive suspension shall be deferred or interrupted until such time that said leave has been fully enjoyed. if any. which must be in writing and under oath. the period of delay should not be included in the counting of the ninety (90) days period of preventive suspension. The answer. if there are reasons to believe that he/she is probably guilty of the charges which would warrant his/her removal from the service. the proper disciplining authority may order the preventive suspension of the respondent during the formal investigation. Provided further that should the respondent be on paternity/maternity leave. and a notice that he/she is entitled to be assisted by a counsel of his/her choice. sworn statements covering testimonies of witnesses. If the respondent fails or refuses to file/his/her answer to the formal charge within seventy-two (72) hours from receipt thereof without justifiable cause. Section 21. Upon petition of the complainant or motu propio upon the recommendation of the Committee. including documentary evidence. Answer. he/she shall be given the opportunity to submit additional evidence. at any time after the service of the Formal Charge to the respondent. If the respondent has submitted his/her comment and counter-affidavits during the preliminary investigation. Section 20. An order of preventive suspension may be issued to temporary remove the respondent from the scene of his/her exerting undue influence or pressure on the witness against him/her or tampering of documentary evidence on file with this office. 310 | H R S Y S T E M S . Section 23. an advice for the respondent to indicate in his/her answer whether or not he/she elects a formal investigation of the charge(s). Duration of Preventive Suspension. Preventive Suspension. he/she shall be considered to have waived his right to file an answer and formal investigation may commence. Failure to File an Answer. It shall also include a statement indicating whether he/she elects formal investigation. When the administrative case against the respondent under preventive suspension is not finally decided by the disciplining authority within the period of ninety (90) days after the date of his/her preventive suspension. The Committee shall not entertain request for clarification. Section 22. the same shall be considered as part of his/her answer which he/she may file within the remaining period for filing the answer. shall be specific and shall contain material facts and applicable laws.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN from the receipt thereof. unless otherwise provided that when the delay in the disposition of the case is due to the fault. negligence or petition of the respondent. If any of these pleadings is filed by the respondent.

Postponement. one shall nevertheless be conducted by the Committee on Decorum and Investigation if it deems such investigation is necessary to decide the case judiciously. Where no pre-hearing conference is conducted. Limiting the number of witness. The parties may submit position papers/memoranda and submit the case for resolution based on the result of the pre-hearing conference without any need for further hearing. Waiver of objections to admissibility of evidence. Identification and marking of evidence of the parties. Thereafter. At the commencement of the formal investigation. if any. Remedies from the Order of Preventive Suspension. Although the respondent does not request for a formal investigation. shall be given a notice of at least five (5) days before the first schedule hearing specifying the time. and their names. consider and agree on any of the following: a. the Committee may conduct a pre-hearing conference for the parties to appear. Hearings shall be conducted on the hearing dates set by the Committee or as agreed upon during the prehearing conference. c. g. Conduct of Formal Investigation. Simplification of issues. A further postponement may be granted only upon written request and subject to the discretion of the Committee. he/she shall be deemed to have waived his/her right to counsel. e. the schedule of hearings previously set shall be strictly followed without further notice. The investigation shall be held not earlier than five (5) days not later than ten (10) days from receipt of the respondent’s answer. Stipulation of facts. b. Dates of subsequent hearings. Said investigation shall be finished within thirty (30) days from the issuance of the formal charge or the receipt of the answer unless the period is extended by the disciplining authority in meritorious cases. Section 25. f. Pre-Hearing Conference. If the respondent appears without the aid of a counsel. Section 26.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN Section 24. Continuous Hearing Until Terminated. date and place of the said hearing and subsequent hearings. d. A party shall be granted only three (3) postponements upon oral or written requests. Section 27. 311 | H R S Y S T E M S . Such other matters as may aid in the prompt and just resolution of the case. The respondent may file a motion for reconsideration with the disciplining authority or may elevate the same to the Civil Service Commission by way of an appeal within fifteen (15) days from receipt thereof. the parties. their counsel and witnesses.

Any pleading or appearance made without complying with the above stated requirements shall not be recognized. Any person representing any of the parties before any hearing or investigation shall manifest orally or in writing his/her appearance for either the respondent or complainant. All objections raised during the hearing shall be resolved by the Committee. Before taking the testimony of a witness. Every witness may be examined in the following order: a. Re-cross examination by the opponent. Section 31. The complainant may then offer rebuttal evidence. The respondent shall then offer evidence in support of his/her defense. age and place of employment. Re-direct examination by the proponent. the order of the hearing shall be as follows: a. Preliminary Matters. When the presentation of evidence has been conducted. Order of Hearing. b. both parties may be given time to submit their respective memorandum which in no case shall be beyond five (5) days after the termination of the investigation. Failure to submit the memorandum within the given period shall be considered a waiver thereof. At the start of the hearing. civil status. the parties shall formally offer their evidence either orally or in writing.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN Section 28. However. Cross-examination by the opponent. Section 30. c. the Committee shall place him/her under oath and then take his/her name. Section 29. The complainant shall present evidence in support of the charges. c. objections that cannot be ruled upon by the Committee shall be noted 312 | H R S Y S T E M S . Appearance of Parties. If the respondent appears without the aid of a counsel. and the respondent surrebuttal evidence. the Committee shall note the appearances of the parties and shall proceed with the reception of evidence for the complainant. Thereafter. Objections. address. Unless the Committee directs otherwise. b. stating his/her full name and exact address where he/she can be served with notices and other documents. d. he/she shall be deemed to have waived his/her right to counsel. A sworn statement of a witness properly identified and affirmed by the witness before the Committee shall constitute his/her direct testimony. Direct examination by the proponent.

When fifteen (15) days after the conclusion of the formal investigation. an administrative case shall be construed as pending when the disciplining authority has issued a formal charge. A table of content shall be prepared. Issuance of Subpoena.3. The pendency of any administrative case shall not disqualify the respondent for promotion or from calming maternity/paternity benefits. a report containing a narration of the material facts established during the investigation. the Committee on Decorum and investigation shall allow the admission of evidence subject to the objection interposed against its admission. The disciplining authority shall render his decision on the case within thirty (30) days from receipt of the Report of Investigation. When case is decided. Section 34. Section 37. the finding and the evidence supporting said findings. For this purpose. etc. as well as the recommendations. etc. paged and securely bound to prevent loss. The complete record shall be systematically and chronologically arranged. The committee shall accept all evidence deemed material and relevant to the case.C. Section 38. In case of doubt. Finality of Decision.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN with the information that the same be included in the memorandum of the concerned party to be ruled upon by the proper disciplining authority. shall be submitted by the Committee to the disciplining authority. Section 32. A decision rendered by the disciplining authority where the penalty of suspension for not more than thirty (30) days of fine in an amount not exceeding 313 | H R S Y S T E M S . Section 36. If a party desires the attendance of a witness or the production of documents or things. he/she shall make a request for the issuance of the necessary subpoena. The proceedings of the formal investigation must be recorded either through shorthand or stenotype or by any other method.B. Records of Proceedings. Section 33. Whoever is in charge of the transmittal of the complete records shall be held responsible for any loss or suspension of pages thereof.) if presented by the respondent. The complete records of the case shall be attached to the Report of Investigation. All documentary evidence or exhibits shall be properly marked by letter (A. at least three (3) days before the scheduled hearing. Section 39. Markings. Section 35. Formal Investigation Report.) if presented by the complainant and numbers (1.2. Effect of the Pendency of an Administrative Case. These shall form part of the complete records of the case. Request for Subpoena. The Committee may issue subpoena ad testificandum to compel the attendance of witnesses and subpoena duces tecum for the production of document or object.

However. CLASSIFICATION OF ACTS OF SEXUAL HARASSMENT Section 46. The party adversely affected by the decision may file a motion for reconsideration with the disciplinary authority who shall render the decision within (15) days from receipt thereof. Grounds for Motion for Reconsideration. Section 44.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN thirty (30) days salary is imposed. Errors of law or irregularities have been committed prejudicial for the interest of the movant. Section 45. Section 42. the same be executory. The filing of a motion for reconsideration within the reglementary period of fifteen (15) days shall stay the execution of the decision sought to be reconsidered. The decision is not supported by the evidence on record. Classification of Offenses. and in case it was sent by mail. less grave and light offenses. the same shall be final and executor after the lapse of the reglementary period for filing a motion for reconsideration or an appeal and no such pleading has been filed. Filing of Motion for Reconsideration. When Deemed Filed. Sexual harassment is classified as grave. if the penalty imposed is suspension exceeding thirty (30) days or a fine exceeding thirty (30) days salary. Only one motion for reconsideration shall be entertained. or c. New evidence has been discovered which materially affects the decision rendered. Effect of Filing. Appeals. 314 | H R S Y S T E M S . he/she may file his/her appeal to the Civil Service Commission Proper pursuant to CSC Resolution Number 01-0940. Pending appeal. Section 43. RULE IX. Section 41. Limitation. In case the party adversely affected is not satisfied with the decision of the Disciplining Authority. REMEDIES AFTER A DECISION Section 40. The motion for reconsideration shall be based on any of the following: a. shall be final and executor. RULE X. A motion for reconsideration shall be deemed filed on the date stamped on the official copy by the proper receiving authority. on the date shown by the postmark on the envelope which shall be attached to the records of the case. or b.

315 | H R S Y S T E M S . Verbal abuse or threat with sexual overtones. even without such advice. and 10. 3. Requesting for sexual favour in exchange for employment. 2. offensive or vulgar. Unwelcome inquiries or comments about a person’s sex life. Less Grave Offenses shall include but are not limited to: 1. Pinching not failing under grave offences. favourable working conditions or assignments. 3. Other analogous cases.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN A. 2. when they are their nature clearly embarrassing. advances. 2. 5. B. Grave Offense shall include but are not limited to: 1. Unwanted touching or brushing against a victim’s body. The display of sexually offensive pictures. 9. or the grant of benefits or payment of a stipend or allowance. 4. Malicious leering or ogling. embarrassment. Malicious touching/pinching. and 5. Other analogous case. promotion. offense or insult to the receiver. Sexual assault. propositions. a passing grade. the granting of honors or scholarship. 3. Surreptitiously looking or stealing a look at a person’s private parts or worn undergarments. Making offensive hand and body gestures at an employee. The following shall be considered Light Offenses. Telling sexest/smutty jokes or sending theses through text. 1. materials or graffiti. 7. buttocks and breast). 4. Other analogous cases. local or foreign travels. Derogatory or degrading remarks or innuendoes toward the members of one sex or one’s sexual orientation or used to described a person. C. Persistent unwanted attention with sexual overtone. 4. electronic mail or other similar means. 8. 6. and 5. Unwanted touching of private parts of the body (genitalia. Unwelcome sexual flirtation. causing embarrassment of offense and carried out after the offender has been advised that they are offensive or embarrassing or. Unwelcome phone calls with sexual overtones causing discomfort.

For Light Offense: 1st Offense 2nd Offense 3rd Offense - Reprimand Fine or Suspension not exceeding thirty (30) days Dismissal B. Retrosactive Application. less grave offenses are as follows: A. the penalty to be imposed should be that corresponding to the most serious charge or count and the rest shall be considered as aggravating circumstances. FORUM SHOPPING Section 51. 316 | H R S Y S T E M S . RULE XIII. under the same set of ultimate facts. after the investigation. Imposition of Proper Penalty. The rule shall have a retroactive application insofar as ll complaints alleging acts constituting sexual harassment filed before the Local Government Unit of Santa Cruz. RULE XII. The Penalties for light. For Grave Offense: 1st Offense - Dismissal Section 49. Section 48. the filing of a complaint based on an agency’s rules and regulations on sexual harassment shall preclude the filing of another administrative complaints under any other law. resolved and adjudicated based on these rules. For Less Grave Offense 1st Offense - 2nd Offense - Fine or Suspension not less than thirty (30) days and not exceeding six (6) months Dismissal C. be meted with penalty corresponding to the gravity and seriousness of the offense.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN RULE XI. . Davao del Sur and shall be administratively prosecuted. Penalty for Multiple Offenses. CASES DURING THE INTERVENING PERIOD Section 50. ADMINISTRATIVE LIABILITIES Section 47. Any person who is found guilty of sexual harassment shall. If the respondent is found guilty of two or more charges or counts.

ROSELL Director IV 317 | H R S Y S T E M S . Rules and regulations and other issuances or parts thereof inconsistent with the provisions of these are hereby repealed or modified accordingly. 2005 at Santa Cruz. Davao Del Sur. Davao del Sur. UNDALOK Municipal Mayor APPOVED AS TO THE INTERNAL ADMINISTRATIVE DISCIPLINARY RULES ON SEXUAL HARASSMENT: (SGD) ATTY. RULE XV. REPEALING CLAUSE Section 52. ANNABELLE B. JEROME A. Philippines. EFFECTIVITY CLAUSE Section 53. These rules shall take effect fifteen (15) days after its approval by the Civil Service Commission Regional Office and proof of posting in two (2) conspicuous places in the Local Government Unit of Santa Cruz. Done this 25th day of April.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN RULE XIV. (SGD) ATTY.

MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN Pre-Retirement Program 318 | H R S Y S T E M S .

OBJECTIVES 1. socially and financially after service. it shall design. d. BASIC POLICIES 1. mentally. productive and meaningful. c. The agency shall provide courses intended to familiarize retiring officials and employees on the government retirement plans and benefits as well as available business opportunities or other productive options or pursuits. 319 | H R S Y S T E M S . Specific a. 3. Understand the importance of counseling as retirement is one area that needs proper and careful attention for it to be progressive. II. thus. Develop innovations and options which will sustain the retiring officials and employees physically. Determine the appropriate livelihood programs for the agency’s officials and employees. b. This agency values the human resource. This agency shall establish a systematic and planned pre-retirement program as determined appropriate and practicable by the management.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN Republic of the Philippines Province of Dave del Sur MUNICIPALITY OF SANTA CRUZ PRE-RETIREMENT PROGRAM I. Develop exit interviews to bring closure to the years of service of officials and employees and help the transition from service to retirement with greater ease and success. 2. implement and evaluate programs to honor its retiring officials and employees. General This Pre-Retirement Program of the agency shall provide continuing opportunities for advancement to officials and employees who opt to retire from the government service. 2.

Retirement Retirement generally implies the terminal cessation. relaxation or changeover of financially remunerative employment. Livelihood Skills Development Programs a. acting on the plan and continually reviewing and revising the plan. PRE-RETIREMENT PROGRAMS 1. Retirement Counseling Retirement counseling is the process of providing prospective retirees with factual information needed to make a pleasant transition from world of work into the world of less rigorous occupational schedules – retirement. Retirement Planning Retirement planning involves identifying retirees’ wants and needs. 2001). Retiring officials and employees shall have training on Effective Negotiating and Assertive Skills. which has the characteristic of an occupation or a career over a period of time. It is a life stage because it is a period of economic inactivity or a change over in one’s economic activity. DEFINITION OF TERMS 1.MUNICIPAL GOVERNMENT OF SANTA CRUZ III. 320 | H R S Y S T E M S . Retirement counseling is also interested in sensitizing prospective retirees and retired people about issues bothering on the effect or problems of retirement (Adeloye. explanation of the retirement process. Included in the training are alternatives for networking with community and other organizations. developing a plan to achieve them. It is essentially. socially/legally prescribed for workers in later life. medicare coverage and acquisition of life skills needed for optional adjustment to retirement roles. 1999). a period of adjustment (Oniye. management of personal income during retirement. IV. |HUMAN RESOURCE PLAN SCOPE This Pre-Retirement Program applies to all levels of retiring officials and employees in the organization regardless of the nature and status of their employment. The concept includes a review of all insurance policies. 2. 3. Retirement is a phenomenon characterized by separation of the worker from paid employment. general information about social security. There shall be a course on Basic Management Skills. V. b. Early planning means that just a small investment each year given reasonable profit margin could create a portfolio large enough to meet the needs later in life (Solutions Colony 1998-2003). This will be helpful to retiring officials and employees as they learn the necessary skills to operate business and creative solutions to actual business problems.

c. calculating of net worth. power. Spiritual Promotion The agency respects the right of its employees to the free exercise of religion.MUNICIPAL GOVERNMENT OF SANTA CRUZ c. freedom. |HUMAN RESOURCE PLAN A Basic Business Plan shall be provided to retiring officials and employees. Counseling Program The agency shall come up with a counseling program that meets the needs and expectations of the retiring officials and employees as per their present and anticipated conditions. the retiring officials and employees may be given a plaque of appreciation and/or recognition signed by the heads of their concerned offices. Steps in Retirement Planning This shall teach the retiring officials and employees the setting of financial goals. investing in appropriate modes. Salamat-Paalam Program The agency shall adopt the Salamat-Paalam Program held to honor all retiring officials and employees. Preparing the Senior Life This shall discuss the importance of staying fit and healthy and the beauty of staying active in the community. The overall goal is for individuals to find more effective ways of meeting their needs for belonging. It aims to reduce anxiety. This program shall not promote religion but shall highlight the importance of spiritual well-being of the retiring officials and employees. This shall also discuss joining charities. d. e. humanitarian organizations and community work. 321 | H R S Y S T E M S . and fun. In the ceremony. results to seeing retirement as a natural growth process and so should be accepted as a normal developmental process. Emotional Counseling This shall instil rationality in retiring officials and employees regarding their perception of retirement. whether under optional or compulsory retirement. The workshop shall stress helping clients learn ways to regain control of their lives and to live more effectively after service. Schemes for financial and/or livelihood management shall be given emphasis in this course. a. Reality Counselling This shall provide conditions that will help clients develop their psychological strength to evaluate their present behavior. 2. panic and depression. 3. Thus. b. monitoring regularly the financial plan and incorporating amendments in the retirement plan.

c. Guidelines for the Exit Interview a. The purpose of the interview shall be explained to the employee. b. Broader measures about the employee’s attitude and experiences shall be identified and issues and concerns shall be resolved before the retirement. These shall enable employees to transition from service into the next stage of their lives. c. perceived opportunities for advancement and the employee's perspective on the amount of training. Employee’s answers shall not be used against him/her and shall not be divulged to their supervisors. d. Open-ended questions shall be prepared to give the employee the chance to comment. e. How to Conduct Exit Interviews a. The interviewer shall be a Division Chief but not the immediate supervisor of the employee to avoid hesitations under certain circumstances. An employee shall be informed that he/she will be subjected for an exit interview. |HUMAN RESOURCE PLAN Exit Interview Exit interviews are essential part of the cycle of service for both employees and the organization. Confidentiality of the one-on-one exit interview shall be ensured. feedback and recognition received shall be included in the interview.MUNICIPAL GOVERNMENT OF SANTA CRUZ 4. Key attitudinal measures such as the employee's satisfaction with the job itself. an assessment of the organization's work culture and effectiveness of its various lines of communication. The interview shall be scheduled two (2) weeks after the actual departure of the employee to give him/her ample time to generate a more honest and accurate information. 322 | H R S Y S T E M S . The employee shall be allowed to express his/her feelings. b. how well the employee's job responsibilities were defined.

Other Pre-Retirement Programs a. Rule III of the Implementing Rules and Regulation of RA 10154 as amended). VI. how gratuity and pension are computed or and what to do after retirement. interests. Vocation Services The agency shall assist retiring officials and employees to explore career alternatives and develop leisure interest in which they can utilize their knowledge and skills. value system. The appropriate planning and placement shall however be accompanied with periodic follow-up to ascertain the effectiveness. 2. 3. Planning herein connotes taking cognizance of retiring employees’ abilities. 4. d. Informing the retiring officials and employees on the best retirement package to avail of. 323 | H R S Y S T E M S . Conducting orientation/trainings in relation to the retiring officials and employees’ second career such as livelihood options. like retirement policies. like dentists to ascertain healthiness of aging person’s teeth. Assisting officials and employees to plan their retirement and conduct exit interview. personality disposition. ROLES OF THE HRMP The HRMP shall be responsible for: 1. medical doctors to check blood pressure or psychiatrists to proffer therapeutic insights. c. etc. when and how to retire. Referral Services The agency shall send special cases to specialists for appropriate treatment. Submitting the names of retirees. how to merge services before retirement. aptitude and so on.MUNICIPAL GOVERNMENT OF SANTA CRUZ d. b. Placement and Follow-up Services The agency shall help the retiring officials and employees plan their lives realistically and effectively. Information Services The agency shall supply valid and reliable information on various issues related to retirement. to the Ombudsman and CSC for verification of pendency of cases within one (1) month after the official or employee has submitted his/her written expression of intent to retire (Section 7. Planning. 5. |HUMAN RESOURCE PLAN The exit interview shall be implemented consistently and in such a way as to encourage employees to share their opinions as honestly and candidly as possible.

EFFECTIVITY The Pre-Retirement Program shall take effect immediately after the approval by the Civil Service Commission Regional Office XI. Submitting. 11. a list of officials and employees who shall compulsorily retire in the next succeeding fiscal year for the latter’s incorporation in the Annual Budget. LOPEZ Municipal Mayor October 17. computing the appropriate retirement benefits and verifying the authenticity. accuracy and consistency of the data contained in the documents submitted. 6. the date on the corresponding item in the retirement application form in clear bold marks. IX. Stamp marking. 10. Computing the retiree’s total number of accumulated years of government service. as part of its budget proposal to the Municipal Budget Office. not later than ninety (90) days prior the actual date of retirement. informing him/her to submit his/her expression of intent to retire and notifying him/her to submit the necessary requirements at least one hundred (100) days prior to the effectivity date of his/her retirement.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN 5. Rule IV of the Implementing Rules and Regulation of RA 10154 as amended). 7. 9. upon submission of the requirements. 8. to GSIS and other concerned agencies the request of the retiring employee together with the complete set of documentary requirements (Section 8. Processing the application for retirement. Sending the retiring employee a letter not later than one (l) year prior to the effectivity date of his/her retirement. Endorsing. TRANSITORY POLICIES All existing policies addressing Pre-Retirement Program which are inconsistent with these policies are superseded. COMMITMENT I hereby commit to implement and abide by the provisions of this Pre-Retirement Program. Providing the retiring employee with the retirement application form. 2013 324 | H R S Y S T E M S . countersigned by the proper receiving and validating employee. (SGD) ATTY. with the accompanying checklist of all the requirements for retirement purposes. VII. JOEL RAY L. VIII.

Martel. I would like to thank Mayor Joel Ray L. Last but not the least. ANITA S. Lopez for his support – for without him the HR Plan would not have been possible. Also. LUMANOG Administrative Officer V (HRMO III) Office of the Municipal Mayor Human Resource Management Section 325 | A C K N O W L E D G M E N T . Ortiz. I would like to thank the Municipal Government Department Heads and the supervisors of each office for their immediate response in time when I need data and for the prompt submission of their offices’ Major Final Output (MFO) and the Performance Standard Guide. I would like to express my heartfelt thanks and gratitude to Director Richard T. Gamao and Omar Jason B.MUNICIPAL GOVERNMENT OF SANTA CRUZ |HUMAN RESOURCE PLAN F oremost. To the Human Resource Management Staff. especially to Rina Fe. for the technical assistance he extended in making this Human Resource (HR) Plan a realization. Province of Davao del Sur. E. Civil Service Field Office. for helping me in the encoding of the data as well as in the binding and reproduction of the HR Plan.