CITY HUMAN RESOURCE MANAGEMENT OFFICE

In line with ease of doing business, what initiatives has the LGU introduced in
enabling enterprises to survive and grow? What reforms were implemented to
further promote trade and investments, transparency, accountability and
efficiency in delivering business services? What policies have been carried out in
terms of business survival, recovery and job preservation?
 In compliance with Section 17 of Republic Act No. 11032 also known as the
“Ease of Doing Business and Efficient Government Service Delivery, the City
Government of Alaminos created the Executive Order No. 84, s. 2021, An Order
Creating Committee on Anti-Red Tape. The committee is tasked to promote
integrity, accountability, proper management of public affairs and public property
as well as to establish effective processes aimed at the prevention of graft and
corruption in government.
 The City Human Resource Management Office also assisted in the conduct of
ARTA Re-Engineering Planning Workshop last February 21, 2022 and March 2,
2022 at the Conference Hall of Alaminos City Hall Building to capacitate the
frontline offices in creating and modifying existing processes, culture and
customer experiences to meet the public’s changing demands.
 In line with Presidential Proclamation 922 and CSC Memorandum Circular No. 7
Series of 2020 adopting the Interim Guidelines for Alternative Work Schemes in
Government amid the threat post by COVID-19, the city government
implemented the different types of Alternative Work Arrangement. AWA was
instituted in light of the Enhanced Community Quarantine over the entire Luzon.
These work arrangements serve as “preventive measure to safeguard the health,
safety, and welfare of government officials and employees while ensuring
continuous operations. Series of memoranda were released to contain the
spread of the virus, to wit:
(a) Memorandum No. 139, s. 2020 – Implementation of the 4-day Work
Week and Shift Work. Date Released: March 13, 2020
(b) Memorandum No. 150, s. 2020 – Adoption of Alternative Work
Arrangements. Date Released: March 17, 2020
(c) Memorandum No. 160, s. 2020 – Adoption of Skeletal Workforce
Arrangement. Date Released: April 1, 2020
(d) Memorandum No. 171, s. 2020 - Adoption of Skeleton Workforce and
Work from Home Arrangement. Date Released: May 15, 2020
(e) Memorandum No. 173, s. 2020 – Submission of Accomplishment
Reports of Essential Employees under WFH Arrangement. Date
Released: May 19, 2020
(f) Memorandum No. 197, s. 2020 – Adoption of IATF Omnibus
Guidelines on the Implementation of Community Quarantine in the
Philippines. Date Released: June 19, 2020
(g) Memorandum No. 168, s. 2021 – Skeletal Workforce and Work From
Home Arrangement in the City Government of Alaminos, Pangasinan.
Date Released: June 2, 2021
 Employees Guidelines during the COVID-19 Pandemic was also established last
May 21, 2021 to help employees to stay safe and healthy in a working
environment that has changed significantly because of the pandemic.
 Temporary closure of the different offices was also made to give way for contact
tracing, disinfection, and sanitation purposes. Series of memoranda were
released to contain the spread of the virus, to wit:
 (a) Memorandum No. 166, s. 2021 – Temporary Suspension of Physical
Work in all Offices in the City Government of Alaminos except City
Mayor’s Office, City Administrator’s Office, City Health Office, Public
Order and Safety Office, CDRRMO, General Services Office, City
Information Office, CSWD, Cemetery and Market Section, City
Veterinary Office, and Records Section which will be under Skeletal
Workforce. Date Released: June 1, 2021
(b) Memorandum No. 283, s. 2021 – Extension of Temporary suspension
of physical work in all offices in the City Government of Alaminos
except City Mayor’s Office, City Administrator’s Office, City Health
Office, Public Order and Safety Office, CDRRMO, City Veterinary
Office, CSWD, City Information Office, HRMO, General Services
Office, City Tourism Office, Market and Cemetery Section, and
Records Section. Date Released: September 8, 2021.

 The city government also provided “Transportation Assistance Program” for all
employees during the General Community Quarantine due to limited
transportation and the number coding scheme for tricycles is also in effect. The
“Transportation Assistance Program” for city government employees started on
March 20, 2020.
 Public Service Continuity Plan was also prepared and took effect last July 6,
2021 as per Sangguniang Panlungsod Resolution No. 2021-145 to ensure the
continuous delivery of services to the public amid any disruption.
 Mental health and psychosocial considerations was also integrated by the
CHRMO in all human resource and organizational policies and programs in the
agency to ensure that every employee is consciously aware and sensitive to
mental health issues and programs. The agency is also committed to promote
the well-being of people by ensuring that: mental health is valued, promoted and
protected; mental health conditions are treated and prevented; timely, affordable,
high quality and culturally-appropriate healthcare for these conditions are made
available to its employees; such health services are free from coercion and
accountable to the service users; and employees affected by mental health
conditions are able to exercise the full range of human rights, and work and
participate fully at work, free from stigmatization and discrimination. Part of the
Mental Health Program is the conduct of tree planting activity which aims to give
awareness to the participants the current situation of the environment which the
agency is trying to save and maintain. Teambuilding is also part of the program
which builds the interpersonal, intrapersonal emotional relationships as well as
the enhancement of the productivity of each and every employee. Series of
Mental Health Programs were conducted, to wit:
(a) Mental Health Break Program – June 23-26 and July 16-17, 2020
(b) Mental Health Awareness Training Program – December 1-3, 2020
(c) Mental Health Awareness Training Program – November 10-12, 2021
(d) Tree and Bamboo/Mangrove Planting and Team Building Activity (as
part of the 2022 Mental Health Program) – July 15 and 29, 2022;
August 11-12, 2022
In partnership with the private sector, what innovative strategies or programs did
you implement to generate more jobs and opportunities for everyone? What
policies have been carried out to safeguard and improve the overall welfare of
your constituents including the workforce? How is the LGU implementing it and
how has the LGU engaged stakeholders such as local chambers, industry
associations, academe, etc.?
 COVID-19 has dramatically changed the job market and the workplace. With this,
the city government, particularly the CHRMO has made some innovations in
Recruitment, Selection and Placement (e.g. online submission of applications
and online panel interviews). Online Panel Interview was conducted last August
20, 2020 at the City Conference Room of Alaminos City Hall Building.
 To strengthen and ensure the full implementation and observance of safety and
health of all employees, Executive Order No. 29, Series of 2021 or an Order
Creating the Occupational Safety and Health Committee and Designating the
Occupational Safety and Health Officer in the City of Alaminos, Pangasinan was
also made.
 Pursuant to CSC Memorandum Circular 24, s. 2016, Program to Institutionalize
Meritocracy and Excellence in Human Resource Management (PRIME-HRM)
which requires the institutionalization of the Equal Opportunity Principle (EOP) in
all areas of human resource, particularly its core systems on Recruitment,
Selection and Placement (RSP); Learning and Development (L&D); Performance
Management (PM); and Rewards and Recognition (R&R), the CGA established
the internal guidelines on EEOP through the passage of Executive Order No.
15B, s. 2019 (Institutionalization of Equal Employment Opportunity Principle
(EEOP) in Human Resource Management of the City Government of Alaminos)
which took effect last August 19, 2019 . This policy shall remove all barriers and
discrimination in all personnel actions and employment decisions and sustain an
efficient and productive workforce on account of age, gender identity, sexual
orientation, civil status, disability, religion, ethnicity or political affiliation are
recognized and respected, subject to the agency needs and requirements.
 To keep a healthy workforce and considering that the physical well-being of its
employees has a significant impact on the efficiency and effectiveness of public
service delivery, the CGA also adheres to the CSC issued MC No. 33, s. 1997
which provides a Policy on Working Conditions at the Workplace that all
government agencies and Government-Owned and/or Controlled Corporations
(GOCCs) shall provide, among others, a health program for their employees
which includes free annual mental and medical-physical examinations.