PRIME - HRM

Division Personnel Orientation

a
(Program to Institutionalize Meritocracy and Excellence in Human
Resource Management)

July 2017
Preliminaries:

• Acknowledgement of Participants & Facilitators

• Objectives of the Activity
• Activity Program Matrix
Objectives of the Activity:

At the end of the event, the participants shall have:

• Oriented on the PRIME-HRM; and
• Informed on the requirements and other preparations needed for the
assessment on HRM Maturity Level.
Activity Program Matrix: AM
Day/ Time Activities
Preliminaries/Opening Program
08:30 a.m. – 08:45 a.m.
Statement of Purpose/Objectives
Delivering Service Excellence through PRIME-
08:45 a.m. – 9:00 a.m.
HRM
9:00 a.m. – 9:30 a.m. CSC PRIME-HRM Background

HR Systems
 Recruitment, Selection & Placement (RSP)
 Learning and Development (L&D)
9:30 a.m. – 12:00 nn
 Performance Management (PM)
 Rewards and Recognition (R&R)
 Other HR Systems
Delivering Service Excellence
through PRIME-HRM
Delivering Service Excellence
through PRIME-HRM

“Excellence is doing ordinary

things extraordinary well”
- John William Gardner
Author, Former Secretary of Health,
Education and Welfare
Delivering Service Excellence
through PRIME-HRM

Program to
Institutionalize
Meritocracy and
Excellence in
Human
Resource
Management
Delivering Service Excellence
through PRIME-HRM

PRIME-HRM
Aims to:
 Inspire agencies to transform their HRM Systems that support the agency mandate;
 Empower agencies in the performance of human resource management functions;
 Promote and reward excellent human resource management practices;
 Serve as a venue for exchange and development of expertise in the area of human
resource management between and among government agencies; and
 Serve as a search mechanism for best practices in human resource management.
Delivering Service Excellence
through PRIME-HRM

DepEd Compostela Valley Accreditation:

PRIME-HRM Accreditation – Level II
The authority to take final action on the appointments, and no longer submitted to
the Commission for approval, only for validation.

 December 13, 2005

DepEd Division of Compostela Valley was Accredited Level II by CSC per
Resolution No. 051855 dated December 13, 2005.
Delivering Service Excellence
through PRIME-HRM

 June 19 , 2017
Underwent Self-Assessment at the PGO, Civil Service Commission RO XI

 September 2017
On-site validation assessment
Delivering Service Excellence
through PRIME-HRM

DepEd Comval HR Plans are anchored to our Organization Profile which

covers the following:
Vision We dream of Filipinos, who passionately love their country and whose values and
competencies enable them to realize their full potential and contribute meaningfully to
building the nation.
As a learner-centered public institution, the Department of Education continuously
improves itself to better serve its stakeholders.

Mission To protect and promote the right of every Filipino to quality, equitable, culture-based,
and complete basic education where:
• Students learn in a child-friendly, gender-sensitive, safe, and motivating environment.
• Teachers facilitate learning and constantly nurture every learner.
• Administrators and staff, as stewards of the institution, ensure an enabling and
supportive environment for effective learning to happen.
• Family, community, and other stakeholders are actively engaged and share
responsibility for developing life-long learners.
Delivering Service Excellence
through PRIME-HRM

DepEd RO XI HR Plans are anchored to our Organization Profile which

covers the following:

Core Values Maka-Diyos, Maka-tao, Makakalikasan at Makabansa

Strategic Goals Education for All (EFA)

• Basic Quality Education is accessible and inclusive
• Delivery of quality basic education is effective, efficient and collaborative
Delivering Service Excellence
through PRIME-HRM

The DepEd Agenda

Aligning to the DepEd Agenda, our objective is to

strengthen a productive and customer-oriented
workforce.
Delivering Service Excellence
through PRIME-HRM

The PRIME-HRM Assessment

• using the Enhanced PRIME-HRM Assessment Tool Version 6.0

Agencies shall be assessed on the four (4) HR Systems:

• Recruitment, Selection & Placement
• Learning & Development
• Performance Management
• Rewards & Recognition
Delivering Service Excellence
through PRIME-HRM

PRIME HRM Lenses:

SYSTEMS
Evaluates Policies,
Procedures, Tools and COMPETENCIES
System Evaluates Capabilities of
the HRM Office
PRACTICE
Evaluates the Actual
Implementation of the
HRM System
Delivering Service Excellence
through PRIME-HRM

STRATEGIC HRM
PRIME Maturity Levels: (LEVEL 4)

INTEGRATED HRM
(LEVEL 3)

PROCESS-DEFINED
HRM
(LEVEL 2)

TRANSACTIONAL
HRM
(LEVEL 1)
Delivering Service Excellence
through PRIME-HRM

HRMO Proficiency Levels:

COMPETENCY LEVEL 1 COMPETENCY LEVEL 2 COMPETENCY LEVEL 3 COMPETENCY LEVEL 4
BASIC INTERMEDIATE ADVANCED SUPERIOR
understands basic performs routine tasks performs complex and considered an expert in
principles; can perform with reliable results; multiple tasks; can coach this tasks, can describe,
tasks with assistance or works with minimal or teach others teach, or lead others
direction supervision
PRIME-HRM Phases:
JUNE 2017 JULY-AUGUST DECEMBER 2017

SEPTEMBER-NOVEMBER

ASSESS
(supervised agency self-
assessment)
ASSIST AWARD
ON-TRACK ACTION PLAN
ASSESS (ACCREDITED TIL
(on-site) DECEMBER 2017)
Target: Level 2
4 HRM systems & lenses
(SPC)
Delivering Service Excellence
through PRIME-HRM

I. Recruitment, Selection and Placement (RSP)

a. DepEd Merit and Selection Plan (DO No. 29, s. 2002 )
- It is the policy of DepEd to strictly adhere to the principles of merit,
competence, 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.
Comparative Competence and Qualification of Candidates for Appointment
shall be determined on the basis of:
• Performance
• Education and training
• Experience and outstanding accomplishments
• Psycho-social attributes and personality traits
• Potential
Delivering Service Excellence
through PRIME-HRM

I. Recruitment, Selection and Placement (RSP)

b. DepEd Order No. 66, 2007
- The Guidelines on the Appointment and Promotion of Teaching and Related
Teaching Group such as Teacher II and III; Education Supervisor I, II and III; Chief
Education Supervisor, Education Program Specialist I and II, Senior Education
Program Specialist, Chief Education Program Specialist, and other teaching and
related teaching positions indicated in the Magna Carta for Public Teachers.
DepEd Order 39 & 42, s. 2007
- School Heads – such as Principals and Head Teachers.

c. Qualification Standards (QS)

• Evaluation of applicants for vacant permanent positions are based on QS CSC
2007.
• Each position has a specific minimum standard on Education, Experience,
Training and Eligibility.
Delivering Service Excellence
through PRIME-HRM

I. Recruitment, Selection and Placement (RSP)

d. System of Ranking Position (SRP)
• 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:
 Organizational structure
 Salary grade
 Classification and functional relationship of positions
• In processing the final list of applicants, qualified incumbents of the next-in-
rank positions are advised of the said vacancy and are given the options to
either confirm their application or waive their right for promotion by not
applying for the said vacancy.
Delivering Service Excellence
through PRIME-HRM

I. Recruitment, Selection and Placement (RSP)

e. Personnel Selection Board (PSB) (DO 66, s.2007; DO 29, s.2002)
• The PSB adopts a formal screening procedure
and formulate criteria for the candidates of posted
permanent plantilla positions. They shall maintain
fairness and impartiality in the assessment of
candidates based on merits and fitness,
specifically on the minimum qualification
requirements.
Delivering Service Excellence
through PRIME-HRM

Personnel Selection Board (PSB)

Position Central Office Regional Office Division Office
Chairperson: Undersecretary Asst. Regional Director Asst. Schools Division
Superintendent
Vice-Chairperson: Asst. Secretary none none
Members: Head of Office where the Chief of the Division/Unit, where Head of the school where
vacancy exist the vacancy exist the vacancy exist
Chief, Personnel Division Chief, Administrative Division Administrative Officer V
  Chief Administrative Officer V Administrative Officer IV
(HRMO III) (HRMO I)
One (1) Representative of One (1) Representative of the President of the Division
the DepEd Employee’s DepEd Employee’s Union either DepEd Employees’
Union either for the first or for the first or second level, as Union/Non-Teaching
second level, as the case the case may be Association/Faculty
may be Association, as the case may
be
Delivering Service Excellence
through PRIME-HRM

f. RSP Process flow

Talent Selection
Talent Planning Talent Sourcing
& Placement
1. Identification of Vacant 2. Publication of vacant 3. Preliminary Evaluation &
Positions/ Positions to positions Posting of Qualified
be filled up Applicants for Interview

4. Personnel Selection
Board Deliberation

5. Decision & Appointment

by Appointing Authority

6. Preparation, Issuance &

Posting of Appointment
The publication should contain the following information:
• Position title, salary grade and equivalent, item number, and place of assignment;
• Qualification standards particularly: education, experience, training and eligibility, and required
competencies / brief job description.
• List of requirements:
 Letter of Intent/Application Letter (addressed to the SDS);
 Personal Data Sheet (Form 212) with latest 2x2 ID picture;
 Performance Evaluation Ratings (last 3 rating period; IPCR for Government employee);
 Updated Service Records;
 Certificate of Employment;
 Official Transcript of Records (with CAV issued by CHED);
 Certificate of Civil Service Eligibility;
 Certificate of training/ seminar/ workshops attended relevant to vacant position, recognition/
appreciation within 5 years and not used in the latest promotion;
 Latest Appointment;
 Current Position Description Form (PDF) (for Government Employees);
 Certified Current Job Description (for applicants from Private Company);
 Medical Form 211 with ; and
 Police Clearance and NBI Clearance
Computation of Points (DO 66, s.2007)
POINTS
CRITERIA Teaching & Related Non-Teaching Group
Teaching Group Level 1 Level 2
Performance 35 35 30
Experience 5 5 10
Outstanding Accomplishments
20 5 20
(Meritorious Accomplishments)
Education 25 10 15
Training 5 10 10
Potential 5 20 10
Psycho-social attributes 5 15 5
TOTAL 100 100 100
Delivering Service Excellence
through PRIME-HRM
I. Recruitment, Selection and Placement (RSP)
g. Orientation of Newly-hired Personnel
• Refers to the activity designed to inform new employees about the Civil
Servant Mandates, DepEd Mandates/ programs, operation as well as
benefits.
Delivering Service Excellence
through PRIME-HRM

I. Recruitment, Selection and Placement (RSP)

h. Succession Planning
• Identification and evaluation of next-in-rank incumbents who are
potential leaders to be designated as Officer-In-Charge (OICs) for
vacant positions/ positions to be vacated.
• Provision of training and development.
• Involvement to various working committees and technical working
groups.
Delivering Service Excellence
through PRIME-HRM

II. Learning and Development (L&D)

1. Creation of Personnel Development Committee (PDC)

• Division Memorandum No. 2016-08-443 - Designation of PDC
• PDC’s main function is to provide continual resources for professional growth through
leadership and educational opportunities for all teaching and non-teaching personnel.
The following functions, to wit:
a. Perform Needs Assessment and Identify Training Goals;
b. Craft systematic Training Plans and Learning Objectives vis-a vis Needs
Assessment;
c. Develop Systematic Training and Development Programs;
d. Monitor and Evaluate Training and Development Programs;
e. Communicate achievement/s, accomplishment/s and downfalls to management
for the creation of Re-Entry plans and appraisals of in place plans and programs.
Delivering Service Excellence
through PRIME-HRM

II. Learning and Development (L&D)

b. Learning and Development Plan
• Effective delivery of organizational objectives is contingent upon staff having
the right skills and experience in the short, medium and longer term. As
demands for quality services get ever tighter, well targeted and focused
opportunities for staff learning and development therefore, not only ensure
high quality program delivery today, but are a key strand in any
organizational strategy to ensure continued development and desired impact
going forward.
• Good quality Learning and Development opportunities linked to career
planning are one of the most valued elements of your employment
proposition by staff and organizations which neglect this area risk
experiencing unnecessarily high rates of staff turnover.
Delivering Service Excellence
through PRIME-HRM

II. Learning and Development (L&D)

b. Learning and Development Plan
• Organizations that have an effective learning and development strategy and
policy stand a far better chance of enjoying a continued supply of talented
and motivated people to take up the challenges of the future. On the other
hand, those that neglect the effective learning and development of their staff
through an appropriately thought through policy, however tight budgets may
be, do so at their peril.

• L&D Plan
• Profiling
• IDP
Delivering Service Excellence
through PRIME-HRM

III. Performance Management (PM)

• It is an organization-wide process to ensure that employees focus work efforts towards
achieving DepEd’s Vision, Mission, and Values (VMV).

• Performance Management is a systematic approach for continuous and consistent work

improvement and individual growth.

a. Result-based Performance Management System (RPMS)

• CSC MC No. 06 s. 2012 - Guidelines on the establishment and implementation of the
Strategic Performance Management System (SPMS) in all government agencies.

• DepEd Order No. 2, s. 2015 - Guidelines on the establishment and implementation of the
Result-Based Performance Management System (RPMS) in the Department of Education.

• Unnumberred Division Memorandum dated April 19, 2017 – Clarification on the signatories
of Rater and Approving Authority.
Delivering Service Excellence
through PRIME-HRM

III. Performance Management (PM)

RPMS:
• The RPMS of DepEd supports the Vision, Mission, and Values of the agency as it
continuously endeavors to evolve as a learner-centered public institution.

• The RPMS is on Human Resource and Organization Development (HROD)

intervention that will help ensure the strategic, responsive, and effective delivery
of Human Resources Management and Development (HRMD) services of all
levels of DepEd so that it can effectively implement a learner-centered, school-
based management system and the K to 12 strategies to improve the quality of
education in public schools.
Delivering Service Excellence
through PRIME-HRM

I. Performance
Planning &
Commitment
4 RPMS Phases

IV. Performance II. Performance

Rewarding and
Development
Monitoring &
Planning Coaching

III.
Performance
Review &
Evaluation
The DepEd RPMS is aligned with the CSC SPMS that has 4 Phases.
Giving Effective
Performance
Feedback

35
Delivering Service Excellence
through PRIME-HRM

III. Performance Management (PM)

Forms and Templates:

• OPCRF/IPRCF
• Part I
• Part II
• Part III & IV

• Daily Activity Log

*developed by the Civil Service Commission (CSC)
Delivering Service Excellence
through PRIME-HRM
III. Performance Management (PM)
a. Performance Management Team (PMT)
• Division Memorandum No. 2016-03-137- Composition of the Division
Performance Management Team (DPMT) and Grievance Committee
Functions:
• The Secretariat sets consultation meeting of all Heads of Offices for the purpose of discussing
the target set in the office performance commitment and rating form;
• The Planning Office shall ensure that Office performance targets and measures, as well as the
budget are aligned with those of the agency and that work distribution of Offices/Units is
rationalized.
• PMT recommends approval of the office performance commitment and rating to the Head of
Agency;
• Personnel Section identifies potential top performers and provide inputs to the PRAISE
Committee for grants of awards and incentives; and
• PMT adopts its own internal rules, procedures and strategies in carrying out the above
responsibilities including schedule of meetings and deliberations and delegation of authority to
representatives in case of absence of its members.
Delivering Service Excellence
through PRIME-HRM

III. Performance Management (PM)

Organizational Impact
• Maintaining our Level II accreditation under the PRIME-HRM of the CSC
authorizes our office to continuously take final actions on employee
Appointments.

• Dynamics in the implementation of the RPMS and enhances employee-

supervisor communication, inter-departmental coordination, and team effort.
Delivering Service Excellence
through PRIME-HRM

IV. Rewards and Recognition (R&R)

a. Program on Awards and Incentives for Service Excellence

(PRAISE)
• DepEd Order No.9, 2002 - “Establishing the Program on Awards and
Incentives for Service Excellence (PRAISE) in the Department of
Education”.
• Division Memorandum Bo. 2016-03-188 – Designation of Members of
Division PRAISE.
• PRAISE members are responsible in implementing the welfare and benefit
programs in the division to include the granting of awards and incentives
to teachers/employees who have rendered meritorious services or
excellent performance.
Delivering Service Excellence
through PRIME-HRM

IV. Rewards and Recognition (R&R)

PRAISE
• The program aims to encourage, recognize and reward employees, individually or in
groups, for their suggestions, innovative ideas, inventions, discoveries, superior
accomplishments, heroic deeds, exemplary behavior, extraordinary acts or services
in the public interest and other personal efforts contributing to efficiency, economy
and improvement in government operations which lead to organizational productivity.

• The program shall apply to all officials and employees in the career and non-career service of
this department.

• The office shall allocate at least 5% of their respective HRD funds to implement the PRAISE
programs and incorporate the same in its annual Work and Financial Plan and budget (DO
78, s. 2007).
Delivering Service Excellence
through PRIME-HRM

IV. Rewards and Recognition (R&R)

PRAISE:
• Best Employee Award
- Best in Attendance
- Biggest Net Pay
• Career and Self Development
- AC and CESWE Passer
- Doctoral Degree/Masteral Degree
• Certificate of Recognition-Length of Service
- Permanent
- Job Order
• Salamat, Paalam (Retirees)
• Loyalty Cash Gift/ Incentives/ Step Increments
Delivering Service Excellence
through PRIME-HRM

IV. Rewards and Recognition (R&R)

b. Division Performance Review & Evaluation Committee (DPREC) -
(Unnumberred Division Memorandum dated July 27, 2015)

Pursuant to DepED Order No. 56, s. 2016, this Office hereby constitutes the
Division Performance Review and Evaluation Committee (DPREC) to
effectively implement the Grant of Performance-Based Bonus (PBB)
Delivering Service Excellence
through PRIME-HRM

V. Other HR Systems
1. Retirement
• Pre-Retirement Program

2. Employee Relations
a. Grievance Machinery - Division Office Grievance Committee

b. National Employee Union (NEU)

• The Collective Negotiation Agreement (CNA)
Delivering Service Excellence
through PRIME-HRM

V. Other HR Systems
3. Employee Health and Wellness Program
4. Gender and Development (GAD)
Establishment of Division Gender and Development (GAD) Focal Point System
(GFPS) – Division Memorandum No. 2016-01-051 dated January 25, 2016.

5. DRRM – Division Disaster Risk Reduction Management c/o SGOD

Delivering Service Excellence
through PRIME-HRM
V. Other HR Systems
6. Employees’ Records
a. Employees’ 201 file
• Appointment (CSC Form 33)
• Assumption to Duty
• Oath of Office
• Personal Data Sheet (CSC Form 212)
• Position Description Form
• Certificate of Eligibilities / Licenses
• Designation Orders, if applicable
• Statement of Assets, Liabilities, and Net worth
• Notices of Salary Adjustments / Step Increments
• Medical Certificate (CSC Form 211),
• Neuro-Psychiatric Test, if applicable
• Drug Test, if applicable
• NBI Clearance
• School Diplomas and Transcript of Records
• Marriage Contract / Certificate
• Certificate of Leave Balances (for transferees)
• Clearance from Property and Money
Accountabilities (for transferees)
• Commendations/Awards or Copies of
Disciplinary Actions (if any)
• Contract of Service (if applicable)
• PAST / IPCRF / OPCRF
• Certificate of Training / Seminar/ Workshop
attended and
• Certificates of Recognition/ Appreciation
Delivering Service Excellence
through PRIME-HRM

V. Other HR Systems

b. Service Records

c. Leave Application – CSC Form 6

- regular
- monetization

d. DTR

47
Delivering Service Excellence
through PRIME-HRM

V. Other HR Systems
7. Enterprise Human Resource Information System (EHRIS)
• Is an Open Source Human Resource Management Software, ideally
providing Employee Management, Performance Appraisal, Feedforward,
Recruitment Process, Leave Management, Background Check,
Announcements, Analytics and Logs.
• The software also meets the employee's everyday needs like Leave
Management, Performance Appraisal etc...
• It tracks existing employee data which traditionally includes personal
history, skills, capabilities and accomplishments.
be part of the PRIME-HRM
Thank you! 49