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PERFORMANCE MANAGEMENT
Performance management is the systematic process by which an agency involves its employees, as
individuals and members of a group, in improving organizational effectiveness in the accomplishment
of agency mission, vision and goals.
Talent Development
Developing people in an organization has numerous benefits that impact both on the individual
employee level and organizational level, such as : increased individual capability, increased workforce
flexibility, and improved employee morale.
“Administrative offenses with its corresponding penalties are classified into grave , less grave, and
light, depending on the gravity of its nature and the effects of said acts on the government service.”
(Sec.22 Rule XIV of the Omnibus Rules Implementing Book V of EO 292)
RETENTION
• Retention of good performers in public service is critical to the running of a successful and
healthy good government.
• The LCE especially in the urban areas should ensure employee retention as a core element of
their organizational development strategy.
Leave Benefit
• Anti – Violence Against Women and Their Children (VAW-C) Leave – this a paid leave of
absence up to ten (10) days in addition to other paid leaves under the Labor Code and Civil
Service Rules and Regulations, extendible when the necessity arises as specified in the
protection order.
• Forced/Mandatory Leave- all officials and employees with 10 days or more vacation leave
whether continuous or intermittent for a minimum of five (5) working days annually under
certain conditions.
• Maternity Leave – refers to leave of absence granted to female government employee entitled
thereto in addition to vacation and sick leave.
• Paternity Leave – refers to the privilege granted to a married male employees allowing him
not to report for work for seven (7) days on the case that his legitimate spouse has delivered a
child or suffered a miscarriage.
• Rehabilitation Leave – application of officials and employees for leave of absence on account of
wounds or injuries incurred in the performance of duty must be made on the prescribed form,
supported by the proper medical certificate and evidence showing that the wounds or injuries
were incurred in the performance of duty.
• Relocation Leave – refers to a special leave privilege granted to official/ employee whenever
he/she transfers residence.
• Sick Leave – refers to leave of absence granted only on account of sickness or disability on the
part of employee concerned or any member of his/her immediate family.
• Solo Parent/Parental Leave – shall mean leave benefits granted to a solo parent to enable
him/her to perform parental duties and responsibilities where physical presence is required.
• Special Privilege Leave – refers to leave of absence which officials and employees may avail of
for a maximum of three (3) days annually over and above the vacation, sick, maternity and
paternity leaves to mark personal milestones and/or attend to filial and domestic
responsibilities.
• Study Leave – this is a time – off from work not exceeding six (6) months with pay for qualified
officials and employees to help them prepare for their bar or board examinations or complete
their master’s degree. For completion of master’s degree, the study leave shall not exceed four
(4) months.
• Terminal Leave – refers to money value of the total accumulated leave credits of an employee
based on the highest salary rate received prior to or upon retirement date/ voluntary
separation.
Vacation Leave – refers to leave of absence granted to officials and employees for personal
reasons, the approval of which is contingent upon the necessities of the service
Guidelines on Recruitment
• Consider the following pre – requisites:
1. Organizational Structure
2. Budgetary Limitation
3. Identify Vacant Position
4. Determine if vacancy should be filled up
5. Screening of Qualified Applicants
6. “The vacant position should have a Qualification Standards approved by the Civil Service
Commission.”
Screening
Screening is a formal procedure done by the Personnel Selection Board (PSB) in the evaluation of
candidates for appointment to vacant positions in the LGU.
All appointments to position in LGUs, except those classified by law or competent authority as policy
determining, primarily confidential, or highly technical in nature, shall be made only according to
merit and fitness to be determined as far as practicable by competitive examinations.” (Art. 168(a)
Rule 12 of the IRR LGC)
Nepotism Rule
“No person shall be appointed in the Local Government career service if he/she is related within the
fourth civil degree of consanguinity or affinity to the appointing or recommending authority.” (Art
168(j) Section 12 of the IRR LGC)
The nepotism rule covers all kinds of appointments whether original, promotional, transfer, and
reemployment regardless of status including casuals and contractuals except consultants and
appointees to primarily confidential positions.
Kinds of Appointments
• Permanent – issued to a person who meets all the minimum requirements including education,
experience, training (if any), and appropriate eligibility.
Only permanent appointees enjoy security of tenure. This means that they can only be removed or
suspended or penalized for cause as provided by law and after due process.
• Temporary- issued for a period of not more than one (1) year to a person who meets the
education, experience and training but not the appropriate eligibility prescribed but only in the
absence of qualified eligible.
• Substitute- issued when the regular incumbent of a position is temporarily unable to perform
the duties of his/ her position.
• Coterminous- issued to a person whose entrance and continuity in the service is coterminous
with the appointing authority.
These position are based on the trust and confidence of the appointing authority.
• Casual – issued to a person to do only essential and necessary services where there are not
enough regular staff to meet the demands of the services.
• Contractual – issued to a person to undertake a specific work or job for a limited period not to
exceed one year.
• Job Order – issued to a person to do a piece of work or job of short duration not exceeding six
(6) months paid on a daily basis.
Overview of Human Resource Management in the Philippines
What is HRM?
- Human resource management represents the total human resource picture in an organization.
- HRM can be considered as not just managing people, but managing them well to ultimately
achieve its organizational objectives.
Importance of HRM
• The growth of human resources in urban cities calls for an effective human resource
management.
• Human resource management plays an important role in the management process.
• Human resource management provides stability in times of leadership change.
• Human resource management as an instrument of the Code for LGU transformation.
It is imperative that the Chief Executive be equipped with basic knowledge on Civil Service Laws and
Rules that cover the four (4) Rs of Human Resource Management.
• Recruitment
• Retention
• Rewards and Recognition
• Retirement