PROGRAM TO INSTITUTIONALIZE
MERITOCRACY AND EXCELLENCE IN
HUMAN RESOURCE MANAGEMENT
(PRIME-HRM)
Recruitment,
Selection and
Placement
System and Competency
Lenses
Summary of RSP Indicators
System & Competency Lens Total
Practices Lens
26 13 39
Focus of Presentation
System & Competency Lens Total
Practices Lens
11 11 22
RECRUITMENT, SELECTION
AND PLACEMENT (RSP)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
LENS: System
PILLAR: Governance
PILLAR EVIDENCE REQUIREMENTS
INDICATOR
(Element)
Policy RSP-G-S2.1 CSC-approved MPP with provisions
The Agency’s RSP policies on EEOP (introduce EOP)
and/or processes are
customized to Agency’s
requirements, and include ▪ Customized RSP Policy with
specific guidelines in the specific guidelines in the application
application of equal of EEOP
employment opportunity
principles. (or Omnibus Guidelines in the
implementation of EEOP in 4 HR
systems)
RECRUITMENT, SELECTION
AND PLACEMENT (RSP)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
GUIDELINES ON THE INSTITUTIONALIZATION OF EQUAL EMPLOYMENT OPPORTUNITY
PRINCIPLE (EEOP) IN HUMAN RESOURCE SYSTEMS OF _________
I. Rationale and Legal Basis
The ________ upholds and recognizes the value of equality and diversity into
all pillars and elements of its human resource systems and hereby
institutionalizes the guidelines of equal employment opportunity principle,
consistent with the following:
a. Section 3, Article XIII of the 1987 Constitution
b. Section 5, RA 7277, Magna Carta of Persons with Disability
c. CSC Resolution 89-463, July 1989
d. CSC Memorandum Circular 19, s. 2016
e. Specific provision in the MSP of the agency
RECRUITMENT, SELECTION
AND PLACEMENT (RSP)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
II. Policy Statement
III. Objectives
IV. Coverage
1. Publication of Vacancies
2. Initial Screening
3. Assessment Procedures and Tools
a. Qualifying Examination
b. Panel Interview
c. Other Tools/Instruments
V. Monitoring and Evaluation
RECRUITMENT, SELECTION
AND PLACEMENT (RSP)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
LENS: System
PILLAR: Governance
PILLAR EVIDENCE
INDICATOR
(Element) REQUIREMENTS
Structures RSP-G-S2.2 Signed Office Order for the
and Roles The Agency has a PSB composition of PSB/HRMPSB with
that performs additional specific functions (with principal
functions to address and alternate representatives for 1st
specific RSP needs and 2nd level)
(e.g., formulates Minutes/Resolutions of Meetings on
customized screening the formulation of screening
criteria, guidelines and criteria, guidelines and tools
tools).
RECRUITMENT, SELECTION
AND PLACEMENT (RSP)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
LENS: System
PILLAR: Governance
PILLAR EVIDENCE REQUIREMENTS
INDICATOR
(Element)
Review RSP-G-S2.3 Accomplished Turn-around time (TAT)
Mechanism The Agency tracks Form
efficiency of RSP Summary of Expenses from Publication to
processes, and uses Hiring/Placement
data to improve Analysis Re: TAT vis-à-vis actual
system: implementation
• Turn-around time
(i.e., time to source and OR
fill up vacant positions) Tracking tool/template with the following
• Cost of sourcing and information/data to improve system:
hiring/ placement ▪ Turn-around time
▪ Cost of sourcing
RECRUITMENT, SELECTION
AND PLACEMENT (RSP)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
TURN-AROUND TIME AND COST OF HIRING
Activity Standard Timeline Person In charge Actual Time Cost Remarks
Pre-Assessment
Posting of Vacant Position
Initial evaluation of documents
Release of list of qualified candidates
Preparation of assessment tools
Actual Assessment
Conduct of examination and interview
Conduct of Background Check
Processing of Results of assessment
Consolidation and Release of results
Post-Assessment
Deliberation of the HRMPSB
Preparation of HRMPSB Resolution and
Appointments
Approval of Appointments
Posting of Appointments
Preparation of documents to be
attached to the appointments
Submission to the CSC for attestation
RECRUITMENT, SELECTION
AND PLACEMENT (RSP)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
RECRUITMENT, SELECTION
AND PLACEMENT (RSP)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
LENS: System
PILLAR: Governance
PILLAR (Element) INDICATOR EVIDENCE REQUIREMENTS
Information and RSP-G-S2.4 Computerized Comparative
Communication The Agency uses Assessment Matrix of all
(use of technology) computer-based system qualified applicants
to maintain RSP data and Computer-based system
documents (e.g. MS Excel, MS Access,
Automated applications)
RECRUITMENT, SELECTION
AND PLACEMENT (RSP)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
LENS: System
PILLAR: Governance
PILLAR (Element) INDICATOR EVIDENCE REQUIREMENTS
Information and RSP-G-S2.5 RSP Process Flow
Communication The Agency maintains Accomplished TAT Form
(use of technology) documentation and Summary of Expenses from
records on: Publication to
• RSP process flow Hiring/Placement
• System review data on HRMPSB Minutes of
RSP efficiency Meetings /Deliberations
• System implementation Comparative Assessment
(e.g., PSB minutes of Matrix
meetings deliberations, Customized screening
comparative assessment criteria, guidelines, and tools
data, selection criteria, Annual System Review
etc.) Report
System Review Report Template
SECTION CONTENT
I. Introduction Previous year’s thrusts and
programs in RSP
II. Key What went well? What are the
Accomplishments downsides?
III. Challenges Issues, concerns, problems
encountered, limitations in
implementing RSP policies,
guidelines, systems and procedures
IV. Recommendations Proposed policies or systems
enhancements, changes or
amendments for implementation
after approval of the appointing
authority
RECRUITMENT, SELECTION
AND PLACEMENT (RSP)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
LENS: System
PILLAR: Talent Planning (Planning Aspect)
PILLAR EVIDENCE
INDICATOR
(Element) REQUIREMENTS
Staffing/ RSP-TP-S2.1 • Approved Staffing Plan/Workforce
Workforce Plan The Agency has an Plan
updated staffing plan (with proposed amendment/
reflecting modification of the existing staffing or
recommended staffing recommendations regarding
modifications (e.g., deployment, conversion of positions,
deployment, reclassifications)
conversion of
positions,
reclassification) based
on planned annual HR
needs.
Talent Planning
Staffing Plan
RECRUITMENT, SELECTION
AND PLACEMENT (RSP)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
RECRUITMENT, SELECTION
AND PLACEMENT (RSP)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
Name of Agency
Recruitment Plan 2018
A. Recruitment Goals
B. Data on Vacancies
C. Recruitment Strategies
Gaps to be Individuals
Strategy Description Possible Tactics Timeline
Addressed Responsible
Campus Need to Both professional and Send team of HR representative with an
Recruiting and improve overall paraprofessional applicants can experienced social worker or frontline supervisor
Job Fairs applicant pool be effectively recruited at job to fairs – provides an opportunity for job
fairs sponsored by state seekers to ask both job specific and hiring
workforce development process/benefits questions.
agencies. College recruiting can
be a very effective method Send an “ambassador” from the agency to
for attracting applicants for classrooms of social work majors to “guest
professional jobs lecture” or provide an agency overview.
Schedule experienced employees or supervisors to
speak on a “hot topic” in the human services
field at a brown bag luncheon at a local college
or university
Recruitment Selection and
Placement
Recruitment Plan
RECRUITMENT, SELECTION
AND PLACEMENT (RSP)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
LENS: System
PILLAR: Talent Sourcing (Getting Talent Aspect)
PILLAR EVIDENCE REQUIREMENTS
INDICATOR
(Element)
Recruitment RSP-TS-S2.1 ▪ Annual Recruitment Plan
Plan The Agency has a
Recruitment Plan based
on anticipated vacancies
within the year and
includes possible
candidate sources (e.g.,
qualified next in rank
employees as well as
submitted applications,
referrals, etc.)
RECRUITMENT, SELECTION
AND PLACEMENT (RSP)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
LENS: System
PILLAR: Talent Sourcing (Getting Talent Aspect)
PILLAR EVIDENCE REQUIREMENTS
INDICATOR
(Element)
Talent RSP-TS-S2.2 Publication through CSC Bulletin of
Attraction The Agency’s recruits Vacant Positions and other modes of
possible candidates for publication
Posted vacancies of any of the
existing and anticipated
following:
vacancies within the - Job portal (e.g. jobstreet)
year through posting in - Agency website
other appropriate - Newspapers
publication modes (e.g., - Facebook and other social media
CSC Bulletin of platforms
vacancies, newspapers, Recruitment activities as provided in the
EEOP guidelines contained in the
Agency website, social
Agency Recruitment Plan.
networking, etc.) MOA/Contract/MOU with service
provider (e.g. caliber, jobstreet, etc.)
RECRUITMENT, SELECTION
AND PLACEMENT (RSP)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
LENS: System
PILLAR: Talent Sourcing (Getting Talent Aspect)
PILLAR EVIDENCE REQUIREMENTS
INDICATOR
(Element)
Equal RSP-TS-S2.3 Recruitment Plan
Employment The Agency’s annual
Opportunity recruitment activities EEOP Guidelines (explicit
Principles are planned to attract application of EEOP in
diverse applicants
conducting recruitment activities
regardless of gender,
civil status, disability, must be present in the
ethnicity, religion, etc. recruitment plan)
RECRUITMENT, SELECTION
AND PLACEMENT (RSP)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
LENS: System
PILLAR: Talent Selection and Placement (Hiring and On-boarding Aspects)
PILLAR EVIDENCE REQUIREMENTS
INDICATOR
(Element)
Selection RSP-TSP-S2.1 Customized selection/screening
Criteria The Agency’s criteria, guidelines and tools
selection criteria are based on updated Position
based on updated job Description Form (PDF)/Job
Description (JD) and CSC-
description and
approved QS (specific to the
approved/prescribed position to be filled)
Qualification Sample appointments with
Standards specific for corresponding PDF/JD
the position to be (promotional appointment and
filled. appointment prior to promotion)
RECRUITMENT, SELECTION
AND PLACEMENT (RSP)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
SCREENING CRITERIA/EVALUATION GUIDE FOR HIRING AND PROMOTION
I. Performance Rating 30%
II. Education 10%
Over and above or in addition to the minimum
requirement for the position
Doctoral/Masteral Degree 10
Doctoral/Masteral Degree (36 units or more) 9
Doctoral/Masteral Degree (24 to 35 units) 8
Doctoral/Masteral Degree (12 to 23 units) 7
RECRUITMENT, SELECTION
AND PLACEMENT (RSP)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
SCREENING CRITERIA/EVALUATION GUIDE FOR HIRING AND PROMOTION
III. Training 10%
Over and above or in addition to the minimum
requirement for the position
24 hours or more 10%
16 hours or more 9%
12 hours or more 8%
8 hours or more 7%
IV. Work Experience/Outstanding Accomplishments 20%
Two (2) or more years 20%
8 – 23 months 17%
less than 8 months 15%
An additional 1 point each for every work-related award or outstanding
accomplishments
RECRUITMENT, SELECTION
AND PLACEMENT (RSP)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
SCREENING CRITERIA/EVALUATION GUIDE FOR HIRING AND PROMOTION
V. Physical Characteristics and personality Traits 10%
Classification Assigned Point
Excellent 10%
Very Satisfactory 9%
Satisfactory 8%
Fair 7%
IV. Capabilities and Potential 20%
Classification Assigned Point
Excellent 10%
Very Satisfactory 9%
Satisfactory 8%
Fair 7%
26
RECRUITMENT, SELECTION
AND PLACEMENT (RSP)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
LENS: System
PILLAR: Talent Selection and Placement (Hiring and On-boarding Aspects)
PILLAR EVIDENCE REQUIREMENTS
(Element) INDICATOR
Assessment RSP-TSP-S2.2 Assessment Tools/ Instruments used
and The assessment and - Standardized test (e.g. Psychological
Selection selection process uses test, EOPT)
Process appropriate additional tools - Technical;/Trade test
to evaluate candidate’s - Written Test/Essay Test
functional/technical ∙ - Behavioral Event Interview (BEI)
qualifications for the job
(e.g., trade test, paper and Background Investigation Report
pencil test of functional
knowledge, etc.), and Other tools that evaluates
background investigation functional/technical qualifications of the
for short-listed candidates. applicant
THANK YOU !!!
DIRECTOR II RODERICK J. ROMUALDO
Civil Service Commission-NCR
DFPC/PHILSCA FIELD OFFICE
28
29
RECRUITMENT, SELECTION
AND PLACEMENT (RSP)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
LENS: System
PILLAR: Talent Selection and Placement (Hiring and On-boarding Aspects)
PILLAR EVIDENCE
INDICATOR
(Element) REQUIREMENTS
Equal RSP-TSP-S2.3 Special assessment and selection
Employment The Agency’s criteria for differently-abled
Opportunity assessment and applicants or those with special
Principles selection criteria needs
processes are
responsive to ▪ Auxiliary aides (e.g. Braille, hearing
applicants with special aids) and other services that are
needs (e.g., auxiliary responsive to applicants with
aids* and services to special needs (e.g. availability of
visually or hearing wheelchairs and ramps for
impaired). applicants with physical disability)
RECRUITMENT, SELECTION
AND PLACEMENT (RSP)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
LENS: System
PILLAR: Talent Selection and Placement (Hiring and On-boarding Aspects)
PILLAR EVIDENCE
INDICATOR
(Element) REQUIREMENTS
On- RSP-TSP-S2.4 ∙ On-boarding program with
boarding The Agency has an design/process flow
orientation program that
helps employees ∙ Terminal
understand performance Report/Documentation on
expectations, reporting the conduct of the
relationships and onboarding program
information networks
needed to perform job.
Talent Selection and Placement -
Onboarding
1 2 3 4
Job Scope and PERFORMANCE REPORTING INFORMATIO
Office Rules EXPECTATIONS RELATIONSHIPS N
and Regulations NETWORKS
NEEDED TO
PERFORM
THE JOB
Talent Selection and Placement
Onboarding Program
Talent Selection and Placement
Onboarding Program
RECRUITMENT, SELECTION
AND PLACEMENT (RSP)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
Name of Agency
ONBOARDING PROGRAM TERMINAL REPORT
Outline
A. Background
B. Program Objective
C. Methodology and Program Flow
D. Summary of Training Evaluations
E. Observations and Recommendations
F. Photos of Activities
DESIRED COMPETENCIES OF
HRM OFFICE HEAD
AND STAFF
Policy Review
RSP System Competency
and Plan
Review Modelling
Formulation
RSP Policy RSP System Competency
Staffing Plan
Review Review Framework
RSP System Competency- Recruitment
Enhancement based PDF Plan
RSP Policy
Enhancement BEI
instrument/
guidelines
DESIRED COMPETENCIES OF
HRM OFFICE HEAD
AND STAFF
Communication Assessment and
(Cascading) selection On-boarding
Communication Plan EEOP Guidelines On-boarding
Program
Annual Report on the Selection Criteria Report on the
Execution of the
implementation
Communication Plan
The Human Resource Management Office (HRMO)
needs to develop or enhance its competencies in the
areas presented to enable it to:
❖ develop or craft the Evidence Requirements
(ERs) of the different indicators under the
different pillars of the core HR Systems in the
PRIME – HRM; or
❖ assist the managers and the different Committees
responsible or tasked to produce the said Evidence
Requirements.
RECRUITMENT, SELECTION
AND PLACEMENT (RSP)
In order for the Human Resource Management
Office (HRMO) to be assessed in relation to the
competencies previously presented, it needs to
show any document to demonstrate their level
of involvement/participation in the preparation
of the Evidence Requirements.
RECRUITMENT, SELECTION
AND PLACEMENT (RSP)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
LENS: Competencies
PILLAR: Governance
PILLAR EVIDENCE
INDICATOR
(Element) REQUIREMENTS
Policy RSP-G-C2.1 Documentation on the
Review and Reviews and enhances RSP participation/involvement in
Formulation policies, policy guidelines the review of policies in
and/or processes to meet order to formulate or
agency requirements and revise/enhance RSP policy
promote equal employment guidelines (proposal or
opportunity principles, in recommendation)
collaboration with the PSB, - MPP/MSP
managers/supervisors and - EEOP
top management. Minutes of the Meeting on
the policy review
(formulation or
revision/enhancement)
RECRUITMENT, SELECTION
AND PLACEMENT (RSP)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
LENS: Competencies
PILLAR: Governance
PILLAR EVIDENCE
INDICATOR
(Element) REQUIREMENTS
System RSP-G-C2.2 Annual RSP Process review
Review Tracks and analyses Report
efficiency of RSP processes
and uses data to improve or Analysis on Staffing
recommend improvements in Plan/Workforce Plan
RSP policies/policy
guidelines and their Analysis on Accomplished
execution, in collaboration TAT form
with the HRMPSB,
managers/supervisors and Proposal/Recommendation
top management on the revision/enhancement
of the RSP process
RECRUITMENT, SELECTION
AND PLACEMENT (RSP)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
LENS: Competencies
PILLAR: Governance
PILLAR EVIDENCE REQUIREMENTS
INDICATOR
(Element)
Competency RSP-G-C2.3 Documentation on the
Modelling Identifies and/or applies participation/involvement in the
competencies and crafting of competency framework
corresponding key and the preparation of
behaviours required for competency-based PDF and
an employee to deliver Behavioral Event Interview
excellent performance instrument/guidelines
in specific jobs OR
Identification of competencies for
implementation
RECRUITMENT, SELECTION
AND PLACEMENT (RSP)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
LENS: Competencies
PILLAR: Governance
PILLAR EVIDENCE REQUIREMENTS
INDICATOR
(Element)
Communicati RSP-G-C2.3 Memo/Office Order re: conduct of
on Updates everyone in orientation/General Assembly
the Agency on RSP Attendance sheets
system and processes, Power point presentation
and provides system Pictures/Documentation Re:
review data top conduct of orientation/General
management, Assembly
managers/supervisors
and the HRMPSB
THANK YOU !!!
IMELDA R. BANZON
Director II
CSC Field Office-Manila
Civil Service Commission National Capital
Region
44
