SIGNFLEX Feasibility Study CHAPTER 4 ONLY 1

CHAPTER IV
MANAGEMENT ASPECT
This chapter is concern on the management operation in terms of its manpower, rule, and
regulations, and the processes of the proposed venture. Moreover, the strategies and detailed
information about how the business will manage its human resources, operation and the schedule
of activities, and legal requirements to abide the in the business operation are also discussed in
the chapter.
Pre-operating Activities
There are several things to undertake in forming a business. Feasibility must conduct to
prepare the plans for the proposed business. The plans for marketing, recruitment and selection
of manpower and the management process will be set out.
The proposed business will be established after the feasibility is conducted. Hereunder, to
make it reliable, it includes registration and licensing, the rent and renovation.
Legal Requirements
In order to establish the business and its operations, the following legal requirements and
documents are needed.
Necessary papers to secure
1. Registration with Securities and Exchange Commission

1. Name Verification Slip (Secure online or from SEC Name Verification Unit)
2. Articles of Incorporation and By-laws
3. Treasurer’s Affidavit
4. Affidavit of incorporator or director undertaking to change corporate name
2. DTI Registration in Caloocan City
1
Original and Photocopy of the following:
1. Barangay Clearance (Current Year)
2. Department Trade and Industry (DTI) Registration for Corporation using trade
name
3. Securities and Exchange Commission (SEC) Registration with Articles of
Incorporation and By-Laws Corporation or Partnership
4. Lease Contract or the like (if place of business is rented), Copy of Lessor’s
Mayor’s Permit, or TCT (if placed is owned)
3. Registering with Mayor’s office in Caloocan City (Local Government Unit)
Original and Photocopy of the following:
1. Barangay Clearance
2. Department of Trade and Industry (DTI) Registration for Corporation using trade
name
3. Business Name Registration Certificate
4. Securities and Exchange Commission (SEC) Registration with Articles of
Incorporation and By-Laws Corporation or Partnership
5. Lease Contract or the like (if place of business is rented), Copy of Lessor’s
Mayor’s Permit, or TCT (if placed is owned)
6. Pictures of Establishment
4. Bureau of Internal Revenue (BIR)
1. Prepare/accomplish in 3 copies the following BIR forms are needed for your
business. They are available at all e-BIR form package under BIR website\
1. BIR FORM 1903 (Application Form)
2. BIR FORM 0605 (Payment Form)
3. BIR FORM 2000 (Documentary Stamp Tax on Lease Contract)
2
4. BIR FORM 2000 (Documentary Stamp Tax on Subscription)
5. BIR FORM 1906 (Authority to print invoices and receipts)
2. Go to the officer of the day. He will assess how much to pay for the registration.
Normally, the registration fee is ₱500.00 while the annual registration fee
depends on how much your capital is Php 1.00/Php 1,000 tax, while documentary
stamp tax on depends on the monthly rental.
3. Accomplished BIR Form 1905
4. Books of Accounts registered under BIR
5. Photocopy of COR and paid registration BIR 0605
6. Lastly, printing of receipts (official Receipts and/or Invoices)
5. Social Security System
1. SSS Forms R-1 (Employer Registration)
2. R-1A (Employment Report)
3. Accomplish Photocopy of the Articles of Incorporation
4. Original Copy of the Articles of Incorporation must be presented to the SSS for
authentication purposes.
6. Department of Labor and Employment (DOLE)
1. Filled-up Rule 1020 Form 2
3
2. Lay-out of the business location
3. Vicinity Map
7. Philippine Health Insurance Corporation (PhilHealth)
1. All employees are required to register their employees to this agency as stated in
the new National Health Insurance Act (RA 7875 / RA 9241)
Local Tax Rate
The tax Rate is 30% and it will be allotted in the business income.
Government Laws Applicable
Presidential Decree No. 442: The Labor Code of the Philippines
- It serves as basis for the rights and protection for the personnel employed by the business. Most
of personnel’s compensation, benefits, and privileges are aligned with its provisions.
Republic Act No. 7394: The Consumer Act of the Philippines
- It is the basis for quality control and assurance of the honest customer satisfaction. It is taken
into consideration for the services offered by the business.
Republic Act No, 6541: The National Building Code of the Philippines
- It is required as basis for proper maintenance, safety and structural design of the business
location. All features and design of the building is made with respect to it provisions.
Presidential Decree No. 856 Code of Sanitation of the Philippines
- This law has provisions for the sanitation and sanitary measures for modular-related
establishments as well as provision of the business as a whole.
4
Gantt Chart
July Aug. Sept. Oct. Nov. Dec. Jan. Feb. Mar. Apr.
Activities 2019
2018 2018 2018 2018 2018 2018 2019 2019 2019
Preparation of the feasibility
study
Generalization and
Conceptualization of ideas
Governing Market
Segmentation and Analysis
Getting of Legal
Requirements
Business Location
Making Financial
Arrangement for capital
Buying of materials needed
Renovation and setting up
of the office and production
site
Promotional Activities
Grand Opening
This chart shows the scheduled activities to be accomplished before the operation of the
business starts.
Preparation of the feasibility study
1. Business plan is important for a better result of a business. Preparation of the business
needs the ideas and concepts of each proponents in forming the business.
5
Generalization and Conceptualization of Ideas
2. There should be a concept partaking between the owners that they may use in the
formation of the business plan.
Governing Market Segmentation and Market Analysis
3. The proponents should determine the target market of their business so they will know
the customers’ preferences to a specific product. This is one of the most important
activities in a business plan.
Getting Legal Requirements
4. The business should have legal documents from the government that recognizes their
business as a legal entity before the business starts to operate.
Business Location
5. The proponents decided to put up their business at Sangandaan, Caloocan City.
Making Financial Arrangement for Capital
6. The proponents agreed upon sharing on the capital that is needed in their business.
Buying of Materials Needed
7. The raw materials and machineries needed in the production of the product should start to
purchase by the owners.
Renovation and Setting Up of the Office and Production Site
8. It is necessary for the business to lay out their own design in the workplace, so they could
catch the attention of the clients and for their employees to work comfortably and also the
location to be recognize for having its own and unique identity.
Promotional Activities
9. The proponents should start to introduce their business in the public by conduting
opening event, creating social media page and attending trade fair.
6
Waste Management
SignFlex will assure that the garbage segregation will be implemented from the
start of the operation of the business.
Form of Ownership
The proponents agreed to register the business as a corporation. In this case, the four
incorporators and the owners are pertained to as stockholders. Their individual investments
become the capital of the business to be established. The extent of their ownership os to up the
amount of their money invested in the company.
The incorporators are:
1. Abbie Gaile Mae B. Cruz
2. Kristine Shiori G. Itakura
3. Rhea B. Bonzato
4. Jessabel De Guzman
5. Claro T. Saplala III
Manpower Requirements
7
Listed below are the numbers of employees and their job titles to be recruited and hired
by the business. They are also directly involved in the management and operation of the
company business.
DEPARTMENT HEADS EMPLOYEES NUMBER OF EMPLOYEES

General Manager Security Guard 1
Marketing Manager Graphics Designer 1
Financial Manager Sales Support 1

Operational Manager Production Staff 4
The four incorporators will be involved in the operation of the business. They will play
the role of Department head in the corporation. Kristine Shiori Itakura as the General Manager,
Rhea B. Bonzato as the Marketing Manager, Abbie Gaile Mae B. Cruz as the Financial Manager,
and Jessabel De Guzman as the Operational Manager.
EMPLOYEE QUALIFICATIONS, AND DUTIES AND RESPONSIBILITIES
8
JOB TITLE: Security Guard EMPLOYEE NO: 0001
JOB CODE: SG 01 MONTHLY SALARY: Through agency
REPORTS TO: General Manager OTHER DETAILS:
JOB SUMMARY: The job of the security guard is to maintain secure environment of employees
by patrolling and monitoring premises and personnel.
JOB DESCRIPTION:
Duties and Responsibilities
1. Secure premises and personnel by patrolling property; monitoring surveillance equipment;

inspecting the area equipment and access points; permitting entry.
2. Prevent losses and damage by reporting irregularities; violators of policy and procedures,
restraining trespassers.
3. Monitor and authorize entrance and departure of employees, visitors, and other persons to
guard against theft and maintain security of premises.
4. Call police or fire departments in cases of emergency, such as fire or presence of unauthorized
persons.
5. Warn persons of rule infractions or violations, and apprehend or evict violators from premises,
using forces when necessary.
6. Operate detecting devices to screen individuals and prevent passage of prohibited articles into
restricted areas.
7. Escort to transport individuals to specified locations and to provide personal protection.

JOB SPECIFICATION:
Employment Qualifications:
10. At least High School graduate
11. 21-35 years old
12. Must be able to work independently
13. Must be willing to perform over time work

PERFORMANCE BENCHMARK:
14. A regular evaluation will be carried out to determine employee’s performance on his job.
9
15. Must attain overall rating of satisfactory in the performance evaluation.
16. The quality and orderliness of work will be part of appraisal.
17. Employee compliance to agency’s rules and regulation is well considered.

Prepared by: Kristine Shiori Itakura Date: August 27, 2018
Approved by: Rhea B. Bonzato Date: August 27, 2018
JOB TITLE: Production Staff EMPLOYEE NO: 0002

JOB CODE: Prod 02 MONTHLY SALARY: ₱12,480 (₱480/day)
JOB SUMMARY: The job of the production staff is to ensure the safety of the machines and
make a quality standard of products.
JOB DESCRIPTION:
18. Prepare the raw materials needed in manufacturing the signages.
19. Perform preventive and regular maintenance on machines.
20. Ensure cleanliness of the manufacturing site.
21. Follows the procedure in creating signages.
22. Ensures that they produce high standard of quality of the product.
23. Ensures the confidentiality at all times of all information pertaining to the company’s
procedures and materials to create a signages.
24. Prepare weekly status report and fulfils other responsibilities as may be required by the
management.
25. Adhere to all agency’s policies, rules and regulations and ensure that they are well
communicated and implemented.
26. Perform other related duties or projects assigned to assist in the attainment of company’s
goals and objectives.
10
27. Operate machineries.
JOB SPECIFICATION:
29. 21-35 years old
32. Must have an experience in operating machineries



JOB DESCRIPTION:
11
management.

JOB SPECIFICATION:
48. 21-35 years old


12
JOB DESCRIPTION:
management.

JOB SPECIFICATION:
67. 21-35 years old
13



JOB DESCRIPTION:
management.
14

JOB SPECIFICATION:
86. 21-35 years old


JOB TITLE: Sales Support EMPLOYEE NO: 0006

JOB CODE: SS06 MONTHLY SALARY: ₱14,090.96
(₱541.96/day)
JOB SUMMARY: The job of the Sales Support is to be a representative with details of
customer’s orders and request. They maintain a good customer relationship.
JOB DESCRIPTION:
15
94. Monitoring customer accounts
95. Providing data and report to help the management
96. Answering phone calls, emails or letters
97. Scheduling diaries
98. Keep all the important files and documents
99. Deals with customers inquiries or complaints
100. Create and maintain customer records
101. Updating details when contacts change or when customers request quotations or place
orders
JOB SPECIFICATION:
104. Graduate of Marketing Management or similar degree
105. 21-35 years old
106. Good customer care skills
107. Accuracy and attention to detail
108. Good computer skills
109. An ability to work under pressure

16

JOB TITLE: Graphic Designer EMPLOYEE NO: 0007

JOB CODE: Grph07 MONTHLY SALARY: ₱15,632.24
(₱601.24/day)
JOB SUMMARY: The job of the Sales Support is to develop the overall layout and
production design for advertisements, brochures, magazines, and corporate reports.
JOB DESCRIPTION:
115. Develop graphics for digital and print
116. Ability to communicate with clients, customers, and other designers to ensure that their
designs accurately reflect the desired message and effectively express information
117. Ability to work on multiple projects at the same time, each with a different deadline and
adhere all deadlines
118. Adapt to changing project, department and corporate needs
119. Execute design projects to final output to film, paper or electronic file
122. Review designs for errors before printing or publishing them

JOB SPECIFICATION:
17
123. Bachelor’s degree (or equivalent) in fine arts, graphic design, or another relevant field
124. 21-35 years old
125. Ability to multitask and thrive in a deadline-driven environment
126. Outstanding conceptual and visual design skills, clearly adhering to design principals
127. Proficient in working with Photoshop, and the rest of the Adobe Creative Suite


SIGNFLEX Training Program
Purpose: To provide guidelines and rules for employees who participate in the business training
program.
Applicability: All employees, as approved by the general manager, may attend on-site training
programs. Authorization to attend off-site training may require approval from the department
head.
TRAINING CATEGORIES:
18
There are three categories of authorized education and training:
1. Mandatory Training
This category of training is required for certain position in order to ensure compliance with
federal or state laws, regulations and policies of City. Such training is given top priority.
Examples such training are as follows:
1. Equal Employment Opportunity
2. Workplace Volence
3. Organizational Overview
4. Fair Labor Standards Act
2. Job-Essential Training
This category of training is designed to enhance essential skills and will vary by position.
Example of such training are as follows:
1. Customer Service
2. Conflict Resolution
3. Active Listening
4. Team Building
5. Leadership
6. Time Management
7. Communication Skills
8. Job Specific Safety Training
3. Management Training
19
Any employee in a supervisory or lead position should take the core supervisory classes over a
prescribed period of time as developed by his/her supervisor. These classes cover the following
topics:
1. Performance Evaluations
2. Performance Management
3. Basic Supervision/Team Building
4. Employment Law
5. Attendance and absenteeism
TRAINING RECORDS:
Attendance at on-site training programs will be tracked using the Log Book for the
training program.
Organizational Chart
20
The owners of the proposed venture are placed in the different Head Department of
SIGNFLEX. The General Manager is responsible to maintain and control the entire function of
the venture in every department. The Financial Manager is entitled in providing financial advice,
making decision and accountable for all legal documents, payroll, inventories and etc. Marketing
Manager is entitled to organize and lead the sales support to work towards agreed sales target.
Operations Manager is entitled to lead the production staff on the processes of manufacturing the
products.
Management Process
21
Standard Operating Process
Activities Procedure
Punctuality 133. All employees are required to login and logout their daily
time record through time card.
Attendance
And Timekeeping
134. Employees are expected to report to work on time every
day that they are scheduled to work and to maintain a
satisfactory record of attendance.
135. No employee shall be allowed to time in or out for

another employee.
136. The employee has the responsibility for ensuring that

their actual hours worked and absences (sick, vacation,
and/or other unscheduled time off) taken are recorded
accurately.
137. Leaving during work hours is prohibited unless a valid

reason given and recorded at early and timely
opportunity.
138. All absences sickness and emergencies should have prior

notice and approval of the General Manager.
139. Leaving early for lunch, returning late from lunch or

leaving prior to the end of the scheduled work day
without manager approval will also be included.
140. For filing of vacation leave, a prior notice of 1 week

before the stipulated date of leave must be personally
22
filed to the General Manager.
141. For cases of being unable to attend work, prior notice

must be given either through phone call, text, memo or
personal communication with the immediate person
authorized to receive. Lack of prior notice is considered
an absent.
142. If unable to communicate the excuse in the day of

absence, it may be submitted on the next day.
Uniform 143. All employees are required to wear their presented

uniform.
144. Polo shirt and slacks pants both for man and woman.
145. Comfortable shoes
146. Sleepers are not allowed to wear during operation of the

business.
147. Earrings are not part of male uniform
Client Relationship 148. Clientele is greeted politely both when they enter and
exit the company.
149. Keep promises. We don’t agree to do anything that

you/we can’t deliver to the customer.
23
150. All inquiries must be entertained and given proper and
positive responses.
151. Clients are to be guided on proper use of products with

respectful and polite concern.
Recruitment and Selection 152. Defining Requirements – preparing job descriptions and
specifications, deciding terms and conditions of
employment.
153. Attracting Candidates – reviewing and evaluating

alternative sources of applicants, inside and outside the
company.
154. Selecting Candidates – sifting applicants, interviewing,

testing and assessing.
155. Resume are to be screened. Applicants shall be given

exams and those who are best qualified will have their
interviews conducted with the General Manager and the
manager involved. Upon good evaluation and hiring they
will be instructed on providing necessary documents.
156. Newly hired employees shall be giving 30 minutes

orientation, employment contract and signing and
provision of job related item.
157. For reason insufficient evidence, a background check of

each applicants is conducted prior hiring.
24
158. Regular employees are needed for the business operation.
They are hire full-time employees who are qualified to
serve specific work assignment within the business.
159. Employees can be sent or provided trainings to improve

their working ability and for individual development.
Performance Evaluation 160. Performance evaluation is conducted on the first week of

December.
161. The rating is 5 as needs improvement, 4 average, 3 above

average, 2 satisfactory and 1 as excellent and the person
who will receive all the excellent performance rating will
receive a cash bonus and certification of employee of the
year.
Sanitation and Maintenance 162. Employees are required to clean up their respected area,
tables, computers and others.
163. All modular furniture is to be sanitized and check for the

efficient operation of the business.
164. Electrical/facility that is not being used must be turned

off and unplug.
Resolution of Conflict, 165. In cases of the conflict between two parties, they will be
giving time to settle it with the provision of the General
counselling and work/life Manager.
balance
25
166. Counselling for career, Training and development and
motivation will be appointed to the manager / general
manager involved. They will be given allotted time to do
so.
167. In case of work life balance, employees are encouraged

to make appointments with their burdens become
disadvantageous to their working environment. If
employees don’t have self-confidence to do so, the
appointed manager will be entitled to set an action
regarding that matter.
Company Policies
Discussed below are the policies, rules and regulations to be implemented and adhered by
all employees in the business.
Working Time
All employees have different lunch hour and break monitored by the immediate superior
to ensure the continuous flow of operations. Employees are required to work 8 hours per day
from Monday to Saturday. They are also given a 15 minutes snack break and 1 hour break for
lunch/dinner.
Payroll
All employees will have their salary every 15th and 30th of the month.
Compensation, Benefits and Privileges
26
Holiday:
1. Seventeen (17) paid holiday (regular and special) per year as provided under
Proclamation No. 655 (2014 Declared Holiday)
Vacation:
2. Five (5) day leave, with additional 1 vacation every year starting 2 nd year of
service and convertible to cash at the end of each year.
Leaves:
1. Sick Leave – twelve (12) days per year for the first two years of service. With
additional 1 sick leave every year starting on 2nd year service. Maximum total sick
leave is 15 days. All unused leave days are convertible to cash in December off
each year.
2. Bereavement – three (3) days in the event of death of an immediate family

member which includes the employees’ children, parents, grandparents, brother,
sister, spouse and parents-in-law.
Other Benefits
1. 13th month – the company grants a 13th month pay equivalent to one (1) month’s pay to all
eligible associates every November each year. Associates with at least one (1) year of
service as for November 20th shall receive a full bonus equivalent to one (1) month basic
monthly salary while less than one (1) year service a prorated bonus provided they have
worked for one month.
2. Attendance bonus – a bonus equivalent to one day pay given to all regular employees.
Associates must have perfect attendance in one month with no tardiness, under time or
unexcused absence.
3. SSS – this membership entitles employees to different benefits for sickness, disability,
retirement, maternity and death & funeral.
27
4. PhilHealth – this membership entitles employees to avail discounts on hospitalization
bills.
5. PAG-IBIG – this membership entitles employees help to provide for their housing needs.
Employee Discipline
In maintaining peace in order in the company, there will be disciplinary procedures to be

implemented. Unfortunately, the reality is that personnel at times know that they would be
violating policies, rules, procedures yet still do act or perform their job in contravention of
acceptable and anticipate behavior. Discussed below are the offenses to be implemented by the
management and corresponding disciplinary actions.
Disciplinary Actions
Management has specific guidelines to classify certain offenses, considered inimical to

the general welfare of the business and employees.
6. Verbal Warning (VW)
7. Written Warning (WW)
8. Suspension (S)
9. Dismissal (D)
1. Attendance and Time Keeping
Violation 1st Offenses 2nd Offenses 3rd 4th
28
Offenses Offenses
1. Tardiness and/or under time committed
five (5) times or more within thirty0day VW VW 7S D
period.
2. Tardiness that accumulates to more than
two hours within any thirty-day period,
WW 4S D
regardless of the time the same is
committed.
3. Absence without official leave (AWOL)
VW 5S D
for one day.
4. Failure to do correct login and logout. VW WW 3S D
5. All absences incurred without prior notice
VW 2S D
and approval are unexcused.
6. Giving false reasons to absence WW 4S 1S D
2. Negligence of Duties and Responsibilities
Violation 3rd 4th

1st Offenses 2nd Offenses
Offenses Offenses
1. Living place or promises of assignment
during working hours without proper
VW 1S 1S D
permission from the immediate company
personnel.
2. Unauthorized stay in the store or company
VW 3S 1S D
premises one hour after official time out.
3. Sleeping during working hours 3S 1S D
4. Neglecting client and their concerns VW 1S D
29
5. Loafing or loitering during hours or
VW 4S D
malingering to avoid assigned work.
3. Grave Misconduct and Discourtesy
Violation 3rd 4th

1st Offenses 2nd Offenses
Offenses Offenses
1. Unauthorized entry to stay within business
VW WW 4S D
premises.
2. Unfair treatment of subordinate by the top
VW WW D
management.
3. Smoking inside the store VW 5S D
4. Working for another Employer without the
5S D
consent of the business
5. Drinking / bringing alcoholic beverages
1S D
inside the business.
6. Working / attending work that woozy with
VW 5S D
liquor.
7. Employee Discrimination WW 1S D
WW (must
fixed the
8. Distortion of company property VW D
damage /
defects)
9. Engaging in fistfight within premises of
1S D
the company.
10. Insubordination or failure to follow
WW D
legitimate orders.
11. Gambling taking part in bookmarking,
1S D
loitering or any game of chance anytime.
30
12. Indecency, immorality and immoral
WW 5S D
conduct.
13. Deviation from the normal duties and
responsibilities, systems, procedures and
WW 1S D
standards of operation without
authorization from the management.
4. Safety, Sanitation and Maintenance
Violation st nd
3rd 4th
1 Offenses 2 Offenses
Offenses Offenses
1. Failure to abide security regulations or
VW WW 3S D
general safety practice of the company.
WW
2. Destruction of damage of any company
(Repairing 4S D
property equipment through negligence.
the damage)
3. Unauthorized possession of explosives or
1S D
deadly weapon while on duty.
4. Addiction to habit-forming drugs or
2S D
narcotics
5. Spitting and vandalism in business
VW WW D
premises
6. Smoking within the area WW 5S D
7. Failure to report a personal injury
VW 3S D
occurring on company time and property.
8. Inflicting injury at any time within
WW 4S D
company premises.
5. Offenses against Persons and Property
Violation 1st Offenses 2nd Offenses 3rd 4th
31
Offenses Offenses
1. Using the company or its properties for
WW 2S D
illegal activities.
2. Falsification of important / confidential
D
papers of the business.
3. Misusing or damaging company products,
WW 5S D
property and others.
4. Rumor-mongering, giving or spreading
1S D
information without basic or support.
5. Any form of stealing WW 5S D
6. Contributing to unsanitary condition or
VW WW D
poor housekeeping.
32

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CHAPTER IV

Necessary papers to secure

1. Registration with Securities and Exchange Commission

4. Bureau of Internal Revenue (BIR)

1. BIR FORM 1903 (Application Form)

2. BIR FORM 0605 (Payment Form)

3. BIR FORM 2000 (Documentary Stamp Tax on Lease Contract)

5. BIR FORM 1906 (Authority to print invoices and receipts)

3. Accomplished BIR Form 1905

4. Books of Accounts registered under BIR

5. Photocopy of COR and paid registration BIR 0605

6. Lastly, printing of receipts (official Receipts and/or Invoices)

5. Social Security System

1. SSS Forms R-1 (Employer Registration)

2. R-1A (Employment Report)

3. Accomplish Photocopy of the Articles of Incorporation

6. Department of Labor and Employment (DOLE)

1. Filled-up Rule 1020 Form 2

7. Philippine Health Insurance Corporation (PhilHealth)

Local Tax Rate

Government Laws Applicable

Presidential Decree No. 442: The Labor Code of the Philippines

Republic Act No. 7394: The Consumer Act of the Philippines

Presidential Decree No. 856 Code of Sanitation of the Philippines

Preparation of the feasibility study

Governing Market Segmentation and Market Analysis

Getting Legal Requirements

5. The proponents decided to put up their business at Sangandaan, Caloocan City.

Making Financial Arrangement for Capital

Buying of Materials Needed

Renovation and Setting Up of the Office and Production Site

The incorporators are:

1. Abbie Gaile Mae B. Cruz

2. Kristine Shiori G. Itakura

5. Claro T. Saplala III

DEPARTMENT HEADS EMPLOYEES NUMBER OF EMPLOYEES

Financial Manager Sales Support 1

EMPLOYEE QUALIFICATIONS, AND DUTIES AND RESPONSIBILITIES

Duties and Responsibilities

1. Secure premises and personnel by patrolling property; monitoring surveillance equipment;

7. Escort to transport individuals to specified locations and to provide personal protection.

10. At least High School graduate

11. 21-35 years old

12. Must be able to work independently

13. Must be willing to perform over time work

16. The quality and orderliness of work will be part of appraisal.

17. Employee compliance to agency’s rules and regulation is well considered.

JOB TITLE: Production Staff EMPLOYEE NO: 0002

Duties and Responsibilities

18. Prepare the raw materials needed in manufacturing the signages.

19. Perform preventive and regular maintenance on machines.

20. Ensure cleanliness of the manufacturing site.

21. Follows the procedure in creating signages.

28. At least High School graduate

29. 21-35 years old

30. Must be able to work independently

31. Must be willing to perform over time work

32. Must have an experience in operating machineries

34. Must attain overall rating of satisfactory in the performance evaluation.

35. The quality and orderliness of work will be part of appraisal.

36. Employee compliance to agency’s rules and regulation is well considered.

JOB TITLE: Production Staff EMPLOYEE NO: 0003

Duties and Responsibilities