STRATEGIC PLAN

LTO-GUIMBAL
EXTENSION OFFICE
Goals & Objectives Strategies Implementation/ Sustainability Challenges
Execution
1. Meeting the 1. Resort to other 1. To seek assistance at 1. To be Consistent in 1. Non-availability of
Demand for sources of the Regional Office the demand on Practicum/OJT
Human Resource Manpower Supply for employment of provision for services, Job order
Manpower. Strategy like Practicum and OJT manpower. Hiring, and filling
Practicum/OJT services or establish 2. To impose up of vacant
services as trainees. connections with consistency in its positions due to
2. Multi-Tasking of School implementation. lack of National
personnel Strategy. Administrators for 3. Updating of Funding.
3. Appropriate display such purpose ,Hiring Significant signage/s 2. Relieve of Job
of significant of Job Order posted at order personnel
signage/s Strategy. Personnel and filling conspicuous office trained for
up of vacant space. Technical or Non-
positions at the Technical work,
Regional Level. Termination of
2. Evaluate and Practicum/OJT
maximize Manpower Contract Services
potentials despite an and Retirement or
extremely limited Dismissal of
Manpower force. Organic Personnel.
3. Display signage/s as 3. Very limited office
sources of vital space for
information. signage/s.
 2. Meeting the 1. Compliance of the 1. Demand for its 1. Substantial 1. Breach of Contract
Demand for Terms and execution by the compliance of the or Non-execution
“System”. (May Conditions Strategy, Contracting Parties. Terms and of the Terms
refer to Technical entered into by the Conditions of and /Conditions of
or Procedural Land Transportation Contract suffice. the subject
system.) Office and the HLO, contract.
being the
Contracting Parties.

Goals & Objectives Strategies Implementation/ Sustainability Challenges

Execution
2. Monitoring and 2. Request for System 2. Consistent in the 2. Absence of site
Updating System Monitoring and demand for Monitoring support
Strategy. Updating in a and Updating System. personnel at
3. Resourcefulness continuous interval 3. Reliable/Dependable DLRO-Robinsons
and innovativeness and not if need only M.I.D. facility to Iloilo to speedily
as to system arises to further expedite processing and address
connectivity and ensure System providing immediate technical
sustainability efficiency and solutions to particulars. concerns.
Strategy. reliability. 4. “Negative Feedback” 3. Unavoidable
4. Revival of Negative 3. Demand for must be valued to help “Slowdown” and
and Positive consistency in improve the service and “Breakdown”
“Feedback connectivity and “Positive” ones be modes of system
Mechanism”. Updating system. leveled up. connectivity and
5. “Priority Number” 4. “ Suggestion Box” 5. Persistent in its sustainability.
Strategy. placed in a implementation. 4. Intensify Total
6. “Identification” conspicuous place 6. Consistent reminder Customer
Strategy within the working and implementation. Satisfaction
 area must be
sustained to assist in
the completion of a
fully satisfied service
through “Feedback
Mechanism” Strategy.
5. Giving “Priority
Number” in order to
chronologically attend
to client’s concerns.
6. Consistent in the
practice of wearing
ID’s for identification.
3. Meeting the 1. Personnel 1. Request for seminar,
Demand for Accountability, training and workshop
Attitude, Attitude and of personnel on
Character and Character formation Accountability,
Sense of Strategy. Attitude and
Accountability. Character.
2. “Reward System” 2. Giving of incentives
Strategy. based on guidelines,
3. “Overtime Pay” applicable Laws, Rules and
Strategy. Regulations, and giving of
Awards like promotion for
a job well done.
3. Encourage overtime to
organic employees or JO
personnel when
necessary, to cope with
1. Demand for seminar,
training and workshop
on Accountability,
Attitude and Character.
2. Consistency in giving
incentives, commendation,
appreciation and other forms of
reward.
3. Payment of overtime pay.
based from
Negative
Feedback
Mechanism.
5. Continuity in its
implementation.
6. Consistency in
its
implementation.
1. Insufficiency of
Public Fund.
2. Denial of giving
incentives and rewards
due to insufficient public
fund.
3. Giving of priority and
allocation by the
Regional Director and
Financial Department
and see to it that
overtime pay is met
 pending and uncompleted before the year ends
workload. through “Savings”.

Goals & Objectives Strategies Implementation/ Sustainability Challenges

Execution
4. “Role Modelling 1. Observe gestures, 1. Consistency in its Non-observance
. Strategy”. Attiude and execution. by personnel to
character play as a
grounded on “ Role Model”.
Christian Morality
and Spirituality.

5. Meeting the 1. Observe “Buffer” 1. Consistent in 1. Resourcefulness in a 1. Insufficiency of

Demand for Strategy. practice. very limited supply. National Fund
“Supply”. Austerity measure to cope with the
must be observed in demand of
its use and avoid Supply.
wastage of supply.