a%

Republic of the Philippines

CIVIL SERVICE
COMMISSION
Para sa taumBAYAN

MC N o . 2% , s . 2 0 1 6

MEMORANDUM CIRCULAR

TO ALL HEADS OF C O N S T IT U T I O N A L BODIES, DEPARTMENTS,

BUREAUS, AND AGENCIES OF THE NATIONAL

G O V E R N M E N T ; LOCAL G O V E R N M E N T U N I T S ; G O V E R N M E N T ­

OWNED OR C O N T R O L L E D C O R P O R A T I O N S WITH ORIGINAL

C H A R T E R S ; A N D STATE U N I V E R S I T I E S AND G O L L E G E S

SUBJECT Program to Institutionalize Meritocracy and Excellence in

H u m a n Resource M a n a g e m e n t ( P R I M E - H R M ) E n h a n c e d

Maturity Level Indicators

P u r s u a n t to CSC Resolution N o . 1 6 0 1 2 0 9 dated October 2 1 , 2 0 1 6 , the C i v i l Service

Commission adopted the PRIME-HRM Enhanced Maturity Level Indicators, thereby,

a m e n d i n g Annex A ( P R I M E - H R M : Maturity Level Indicators) of CSC M e m o r a n d u m C i r c u l a r

No. 3 0 , s . 2 0 1 4 , dated December 2 2 , 2 0 1 4 . The said indicators are now entitled P R I M E ­

H R M E n h a n c e d Maturity Level I n d i c a t o r s .

A. MATURITY L E V E L I N D I C A T O R S

The P R I M E - H R M adopts a maturity levels/indicators model. For each of the core

H R M system, there are progressive levels with indicators per level.

The P R I M E - H R M maturity levels are as follows:

Level 1 - Transactional H R M

• Processes are c o m p l i a n t with CSC a n d other relevant authorities'

regulations and g u i d e l i n e s

• Some processes are characterized by projects and are often reactive

• Often produces services and outputs that work but frequently exceed

prescribed t i m e l i n e s

• Success depends on competence of people and not by using proven

processes

Level 2- Process-Defined H R M

• Processes are attuned to the agency's requirements

• Programs are performed a n d m a n a g e d according to documented

processes

• Some processes are proactively m a n a g e d t h ro u g h the use of automated

systems, but the integration of data is not fully in place

In a Race to Serve: Responsive,A ccessible, Courteous and Effective Public Service

[ CSC Building, IBP Road, Constitution Hills, 1226 Quezon City • 8 931-7935/931-7939/931-8092 • cscphil@webmail.csc.gov.ph e www.csc.gov.ph
 Annex A provides the complete maturity level indicators for the systems and practices

and H R M O competencies for the fo u r (4) core H R M systems.

T h i s M e m o r a n d u m Circular s h a ll take effect i m m e d i a t e l y .

%k.:ts
Chairperson

2 4 001 2016
 Level 3- Integrated H R M

• Quantitative objectives are used to measure the quality and performance of

process for c o n t i n u o u s i m p ro v e m e n t

• H R partners with the agency l e a d e r s h i p to drive H R M systems in order to

s u p p o rt the agency's b u s i n e s s needs

• Q u a l i t y a n d process performance measures are used to s u p p o rt data-driven

decision m a k i n g

• There is an H R M a n a g e m e n t toolkit

Level 4- Strategic HRM

• Processes are focused on continually i m p ro v i n g process performance

t h ro u g h both incremental and innovative improvements

• There ares quantitative process improvement objectives w h i c h are regularly

updated to reflect changes in Agency objectives; these are used to manage

process i m p ro v e m e n t s

• HR h e l p s to drive agency b u s i n e s s d e c i s i o n on p e o p l e , data, and i n s i g h t

• The H R strategy is part of the agency strategy

The competency proficiency levels are aligned with the maturity levels:

Level 1 - Basic

• Understands b a s i c p r i n c i p l e s ; can perform tasks with assistance or direction

Level 2 - Intermediate

• Performs routine tasks with r e l i a b l e results; works with m i n i m a l supervision

Level 3 - Advanced

• Performs complex and m u l t i p l e tasks; can coach or teach others

Level 4 - S u p e ri o r

• Considered an expert in performing tasks; can teach and lead others

Identifying maturity level by the agency results in better planning and

implementation of specific functions of HRM systems leading to higher employee and

organizational performance. Meeting a set of indicators per level s h a l l be the basis of the

C o m m i s s i o n in granting the corresponding recognition or award. On the other h a n d , a n y

g a p identified by the agency a n d the assessors s h a l l be the b a s i s of assistance to agencies

to be provided by the CSC assistors.

B. SYSTEMS, PRACTICES AND C O M P E T E N C I E S PILLARS

The P R I M E - H R M Enhanced Maturity I n d i c a t o r s in a l l levels s h a ll be categorized by

p i ll a r s , p i ll a r elements and H u m a n Resource M a n a g e m e n t Office ( H R M O ) competencies

as herein defined.
-·--------------------------------------------

Republic of the Philippines-

CIVIL SERVICE
COMMISSION
Para sa taum B A Y A N

Program to I n s t i t u t i o n a l i z e Meritocracy Number:

1601209
and E x c e ll e n c e i n H u m a n Resource

Management ( P R I M E - H R M ) :
2 1 0 C T7 2 0 6
E n h a n c e d Maturity Level Indicators P ro m u l g a t e d :

X----------------------------------------------------- X

RESOLUTION

WHEREAS, Section 3, Article IX 8 of the 1987 P h i l i p p i n e Constitution, mandates

the C i v i l Service C o m m i s s i o n , as the central h u m a n resource institution of the g o v e rn m e n t ,

to establish a career service and adopt measures to promote morale, efficiency, integrity,

responsiveness, p ro g r e s s i v e n e s s , and courtesy in the civil service; and, strengthen the

merit and rewards system, integrate all human resource development programs for all

levels and ranks, and institutionalize a management climate conducive to public

accountability;

W H R E A S , Section 1 2 ( 3 ) , Chapter 3, Title I , Subtitle A, Book V of Executive Order

No. 292 mandated the C o m m i s s i o n to "promulgate policies, standards and g u i d e l i n e s for

the Civil Service and adopt plans and programs to promote economical, efficient and

effective personnel administration in the government";

WHEREAS, Item 1 5 of the same p r o v i s i o n , authorizes the C o m m i s s i o n to "Inspect

and audit the personnel actions and programs of the departments, agencies, bureaus,

offices, local government units and other in s t r u m e n t a lit ie s of the government i n cl u d i n g

government-owned or controlled corporations; conduct periodic review of the d e c i s i o n s and

actions of offices or officials to whom authority has been delegated by the C o m m i s s i o n as

well as the conduct of the officials and the employees in these offices a n d apply appropriate

sanctions whenever necessary";

WHEREAS, in line with the Commission's thrust to transform Human Resource

(HR) from its administrative and transactional orientation to being strategic and

developmental, the Commission adopted the guidelines to implement the Program to

Institutionalize Meritocracy and Excellence in Human Resource Management (PRIME­

H R M ) t h ro u g h Resolution N o . 1200241 dated February 1 , 2 0 1 2 ;

W H E R E A S , in CSC Resolution N o s . 1 4 0 0 3 7 6 ( H R Maturity Level Indicators for the

P R I M E - H R M Assessment of Agency H R M Systems) and 1 4 0 0 3 77 ( P R I M E H R M Revised

G u i d e l i n e s ) , dated March 5, 2 0 1 4 , as implemented t h ro u g h CSC MC N o . 30, s . 2 0 1 4 , dated

December 22, 2014, the Commission adopted the HR Maturity Level indicators for the

systems and practices and H R M O competencies of agencies in g o v e rn m e n t , and revised

the g u i d e l i n e s on i m p l e m e n t i n g the P R I M E - H R M;

WHEREAS, after fours (4) years of i m p l e m e n t i n g the program, the C o m m i s s i o n

sees the need to e n h a n c e the P R I M E - H R M maturity indicators based on the comments,

feedback and suggestions received from government agencies and the CSC Assistors and

Assessors;

pecialist

Courission Secret i
riat & Liaison Office

ln a R . A . C . i. to Serve: Responsive, Accessible, 'ourteous and Effective Public Service

El CSC B u i l d i n g , I B P Road. Constitution H i l l s . 1 1 2 6 Quezon C i t y · 2 931-7935/931-7939/931-8092 · c s c p h i l @ w eb m a i l . c s c . g o v . ph · @ w w w. c s e . g o v. p h

 WHEREAS, a series of p i l o t test with the CSC Central and Regional Offices a n d

selected g o v e rn m e n t a g e n c i e s , and c o n s u l t a t i o n with HR experts from private i n s t i t u t i o n s

were conducted w h e r e i n the P R I M E - H R M maturity i n d i c a t o r s were e n h a n c e d ;

WHEREFORE, the Commission RESOLVES to adopt the attached PRIME-HRM

Enhanced Maturity Level Indicators for the systems and practices and HRMO

c o m p e t e n c i e s of a g e n ci e s in g o v e rn m e n t ;

The C o m m i s s i o n f u rt h e r R E S O L V E S that the Enhanced Maturity Level Indicators

shall be used as g u i d e for the a s s e s s m e n t , a s s i s t a n c e and award stages of the PRIME­

HRM.

All rules, regulations and issuances which are inconsistent herewith are hereby

repealed or a m e n d e d a c c o r d i n g l y .

T h i s R e s o l u t i o n s h a l l take effect i m m e d i a t e l y .

Quezon City.

±eka.?6'stu,
Chairperson

lat
Ros~Ts.eRmNEz VACANT

com«nee6Kc Commissioner

Attested by:

C o m m i s s i o n Secretariat a n d Li a i s o n Office

Chief P, :ialist

Coramission Secre ison Office

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