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Performance Area: Accountable, Transparent, Participative and Effective Local Governance Sub-Sector Area: Administrative Governance Service Areas: Customer Service-Civil Application, Human Resource Management and Development Desired State:
Current State:
Weak Human Resource Development attributed to the following issues: Goals: a. Delayed action by the Disciplining Authority (LCE and Vice LCE) on 1. Excellent human resource/personnel performance by 2016. reports on Human Resource-related violations; b. Staffing of the different Departments is not in accordance to ideal Objectives: personnel structures (Undermanned) 1. To have a well-disciplined, competent, committed, efficient, effective and c. Records management and filing procedures of permanent documents at productive personnel; the Mayors office vary every change of administration; 2. To lessen the gap discrepancy between the Heads of offices and their next in rank d. Insufficient development trainings to some office staffs (trainings staffs; concentrated only to department heads) 3. To equip personnel with appropriate knowledge and skills though trainings and e. No designated representative of the Municipal Mayor to preside over seminars in the performance of their duties and functions; PRAISE committee meetings. 4. To strengthen the personnel mechanisms to enhance employee morale f. No computerized personnel information database. 5. To computerize personnel information database
Current State of Capacity 1 I. STRUCTURE No designated representative of the Desired State of Capacity 2 Presence of a duly designated Capacity Development Intervention 3 Follow up designation of his Target of CapDev 5 PRAISE committe Time Frame 6 3rd week of Nov. Funding Process Requirements Owner/ Office Year Year Year Responsible 1 2 3 7 8 9 11 Personnel section Source of support/ Technical Assistance 12 Mayor
meeting of the PRAISE committee regarding the designation of the Mayors representative Training Needs Analysis Conducted and submitted to the LCE and the different Heads of Offices for their reference
2013
II. COMPETENCY Insufficient development trainings to office staffs (trainings concentrated only to department heads)
Office staffs sufficiently trained on needed skills and competencies relevant to their duties and functions
Conduct of Training Needs Analysis to identify immediate training needs for personnel
Different Offices
III. KNOWLEDGE AND LEARNING No computerized Computerized personnel information personnel database information database installed in the personnel section
Follow up submitted proposed budget for the installation of computerized personnel information database
Written follow up of the proposed budget allocation for the installation of the computerized Information data base
Personnel Section
80,000 .00
Personnel Section
IV. MANAGEMENT SYSTEM Staffing of the different Departments are not in accordance to ideal structures (Undermanned Offices)
Staffing structure of the different Departments follow the ideal personnel structure
Recommend to the Municipal Mayor to request the Sangguniang Bayan to create the proper positions needed per Department
Written recommendation with the list of proposed positions to be created per Department
Personnel Section
Personnel Section
Records management and filing procedures of permanent documents at the Mayors office vary every change of administration
Records management and filing procedures of permanent documents at the Mayors office follow a standard format/ guidelines (Manual) even with the change of administration
Drafting of the LGUs Organizational Structure Drafting and printing of a records management and filing procedures manual for the mayors office Bring back the permanent employee assigned at the Mayors Office Health Care Program for LGU Employees Ordinance on Free Medical Check-up for all LGU Employees with permanent status
Mayors Office
Mayors Office
IFSU/ Librarians
Personnel Section
LCE MHO
VI. LEADERSHIP Delayed action by the Disciplining Authority upon reports on HR related violations
Disciplining authority immediately acts upon receipt of reports of violations of CSC and Office rules and regulation committed by
Personnel Section
As need arises
Personnel Section
CSC Personnel