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POSITION AND COMPETENCY PROFILE

PCP No. ______

Revision Code: 00

Department of Education

Position Title
Parenthetical Title
Office Unit
Reports to
Position Supervised

Administrative Aide III


Human Resource Management Aide
Regional Office
Human Resource Management Officer III

Salary Grade
Effectivity Date
Page/s

JOB SUMMARY
Provides administrative support function for the effective delivery of services

QUALIFICATION STANDARDS
A. CSC Prescribed Qualifications
Education Completion of two years of study
Experience None required
Eligibility Civil Service (Subprofessional)1st Level Eligibility
Trainings None required
B. Preferred Qualifications
Education Completion of 2 years studies in college or completed at least 60 collegiate units
Experience None required
Eligibility Civil Service (Subprofessional)1st Level Eligibility
Trainings 8 hours relevant training or may include on-the-job training

POSITION AND COMPETENCY PROFILE

PCP No. ______

Revision Code: 00

Department of Education
Position Title
Parenthetical Title
Office Unit
Reports to
Position Supervised

Administrative Assistant II
Human Resource Management Assistant
Personnel Division; Regional Office-Administrative Division
Human Resource Management Officer III
None

Salary Grade
Effectivity Date
Page/s

JOB SUMMARY
Assists Human Resource Management Officer in the preparation and administration of various personnel functions

QUALIFICATION STANDARDS
A. CSC Prescribed Qualifications
Education
Experience
Eligibility
Trainings
B. Preferred Qualifications
Education
Experience
Eligibility
Trainings

Completion of two years of study


1 year relevant experience
Civil Service (Subprofessional)First Level Eligibility
4 hours relevant training
Completion of 2 years studies in college or completed at least 60 units of collegiate study
2 years relevant experience
Civil Service (Subprofessional) First Level Eligibility
16 hours relevant training

POSITION AND COMPETENCY PROFILE

PCP No. ______

Revision Code: 00

Department of
Education

Position Title
Parenthetical Title
Office Unit
Reports to
Position Supervised

Administrative Officer II
Human Resource Management Officer I
Staff Development Division; Personnel Division; Employees Welfare and
Benefits Division; Educational Development Project Implementing Task Force;
Regional Office
Human Resource Management Officer III/AO V

Salary Grade

11

Effectivity Date
Page/s

JOB SUMMARY
Prepares draft of all documents on HRMD actions of 1st and 2nd level employees and conducts the initial screening of documents concerning 1st and 2nd level
employees, i.e. R&S, T&D, EW, Incentives, Awards Administration, Retirement, Salary and Personnel Management

QUALIFICATION STANDARDS
A. CSC Prescribed Qualifications
Education
Experience
Eligibility
Trainings
B. Preferred Qualifications
Education
Experience
Eligibility
Trainings

Bachelors Degree
None required
Civil Service (Professional) Second Level Eligibility
None required
Bachelors Degree in Behavioral Science, Psychology, Management and Public Administration and other related courses
None required
Civil Service (Professional) Second Level Eligibility
8 hours relevant training, may include OJT

POSITION AND COMPETENCY PROFILE

PCP No. ______

Revision Code: 00

Department of
Education

Position Title
Parenthetical Title
Office Unit
Reports to
Position Supervised

Administrative Officer IV
Human Resource Management Officer II (CO)
Staff Development Division; Personnel Division; Employees Welfare and
Benefits Division; Educational Development Project Implementing Task Force
Human Resource Management Officer III

Salary Grade

15

Effectivity Date
Page/s

JOB SUMMARY
Provides secretariat services to various HRMD committees concerning 1st and 2nd level employees; computes personnel benefits of 1st and 2nd level employees
and prepares responses of queries on HRMD matters

QUALIFICATION STANDARDS
A. CSC Prescribed Qualifications
Education
Experience
Eligibility
Trainings
B. Preferred Qualifications
Education
Experience
Eligibility
Trainings

Bachelors Degree
2 years relevant experience
Civil Service (Professional) Second Level Eligibility
4 hours relevant training
Bachelors Degree in Behavioral Science, Psych, Management, Public Administration and other related courses
2 years relevant experience
Civil Service (Professional) Second Level Eligibility
24 hours relevant training

POSITION AND COMPETENCY PROFILE


Department of
Education

PCP No. ______

Revision Code: 00

Position Title
Parenthetical Title
Office Unit
Reports to
Position Supervised

Administrative Officer V
Human Resource Management Officer III (CO and RO)
Staff Development Division; Personnel Division; Employees Welfare and
Benefits Division; Educational Development Project Implementing Task Force;
General Services Division; Regional Division
Human Resource Management Officer V
Human Resource Management Officer I, II, Administrative Assistant,
Administrative Aide

Salary Grade

18

Effectivity Date
Page/s

JOB SUMMARY
Assigns work to staff of the division/region and supervises/ coaches staff in their respective offices. Approves drafts of communications on HRMD actions of 1st,
2nd and 3rd level officials and conducts initial screening of all the documents

QUALIFICATION STANDARDS
A. CSC Prescribed Qualifications
Education
Experience
Eligibility
Trainings
B. Preferred Qualifications
Education
Experience
Eligibility
Trainings

Bachelors Degree
3 years relevant experience
Civil Service (Professional) Second Level Eligibility
8 hours relevant training
Bachelors degree in Behavioral Science, Psychology, Management, Public Administration and other related courses
4 years relevant experience
Civil Service (Professional) Second Level Eligibility
40 hours relevant training

POSITION AND COMPETENCY PROFILE

PCP No. ______

Revision Code: 00

Department of
Education

Position Title
Parenthetical Title
Office Unit

Supervising Administrative Officer


Human ResourceManagement Officer IV
Personnel Division; Staff Development; Employees Welfare and Benefits

Salary Grade
Effectivity Date

22

Reports to
Position Supervised

Division
Human Resource Management Officer V
Human Resource Management Officer III

Page/s

JOB SUMMARY
Proposes innovations on different HRMD processes and participates in the review and preparation of various HRMD programs. Acts as the head of office in the
absence of the Chief

QUALIFICATION STANDARDS
A. CSC Prescribed Qualifications
Education
Experience
Eligibility
Trainings
B. Preferred Qualifications
Education
Experience
Eligibility
Trainings

Bachelors Degree
4 years relevant experience
Civil Service (Professional) Second Level Eligibility
16 hours relevant training
At least 30 units in Masters program
6 years relevant experience
Civil Service (Professional) Second Level Eligibility
64 hours relevant training

POSITION AND COMPETENCY PROFILE

PCP No. ______

Revision Code: 00

Department of
Education

Position Title
Parenthetical Title
Office Unit
Reports to
Position Supervised

Chief Administrative Officer


Human Resource Management Officer V
Personnel Division; Staff Development Division; Employees Welfare and
Benefits Division
Undersecretary; Assistant Secretary
Human Resource Management Officer III, IV

JOB SUMMARY

Salary Grade
Effectivity Date
Page/s

24

Provides leadership in the effective delivery of services and initiates improvement in the different processes of the office. Provides key strategic advice in the
decision-making of top management.

QUALIFICATION STANDARDS
A. CSC Prescribed Qualifications
Education
Experience
Eligibility
Trainings
B. Preferred Qualifications
Education
Experience
Eligibility

Masters degree
4 years in position/s involving management and supervision
Civil Service (Professional) Second Level Eligibility
24 hours relevant training
Masters degree
8 years relevant experience, 3 years of which involved management and supervision
Civil Service (Professional) Second Level Eligibility

Trainings 80 hours relevant training

DUTIES AND RESPONSIBILITIES


Human Resource Management Aide
1. Receives application for employment, leaves, queries and documents pertaining to personnel actions
2. Gathers and files applications received using systematic indexing.
3.
4.
5.
6.

Receives requests for service records


Collates/Gathers and files payroll printouts per office
Receives and encodes requests for changes in employee data
Assists the HRMOs in processing routine requests of employees

7. Records and releases documents after personnel action.


Human Resource Administrative Assistant
1. Reviews and determines the completeness of documents submitted
2. Assists in the conduct of initial screening of documents of applicants to see if they meet the minimum qualification requirements
3. Files documents submitted by applicants

DUTIES AND RESPONSIBILITIES


4. Keeps records of all issuances on salary schedules and other employee benefits
5. Processes applications for leave
6. Prepares service records upon request
7. Processes applications for monetization of leave credits
8. Coordinates with different agencies (GSIS, HDMF, PHILHEALTH, etc.) on loan applications, loan payments and premium payments of employees
9. Receives applications for retirement
10.Assists in the preparation of funding requirements of employees welfare and benefits
11.Acts as liaison officer to GSIS, DBM, CSC and other government offices on matters pertaining to personnel administration
12.Encodes data changes as requested by employees after validation by HRMO
Human Resource Management Officer I
1. Provides job description of vacant positions with specific qualifications required by the requesting unit
2. Conducts initial evaluation of documents submitted by applicants to ensure that the applicants meet the minimum requirement of the position applied for
3. Prepares shortlist of qualified applicants for referral to offices concerned
4. Publishes job vacancies pursuant to Qualifications Standards and CSC rules and regulations
5. Prepares appointment papers of selected applicants
6. Prepares communications as to requirements for personnel benefits
7. Prepares vouchers for payment of salaries and other benefits (e.g. notice of salary adjustment, step increment, loyalty pay and materinity benefits) not included
in the regular payroll
8. Computes necessary deductions for inclusions in the monthly payroll
9. Computes salary adjustments based on new salary schedule mandated by the government and service incentive for qualified employees for NOSI and NOSA
10. Computes leave credits of employees and updates service records.
11. Processes accrued benefits and terminal leave of retired/resigned/separated employees for payment purposes
12.Validates/Verifies Provident, PAG-IBIG and other loans from private lending institutions
13.Receives and processes loan applications for DepEd Provident Fund Program
14.Prepares announcement on nominations for Most Outstanding Employee Award under the PRAISE program
15. Maintains and updates records of employees in the HRIS
16. Keeps a complete and updated personnel records of all officials and employees
17. Identifies training needs of teaching and non-teaching personnel
18. Assists in the planning and implementation of training programs as prescribed by NEAP
19.Assesses employees competencies
20. Analyzes assessment and recommends developmental intervention for submission to NEAP
21.Enforces office discipline and administrative rules and regulations
Human Resource Development Officer II
1. Prepares and validates the application papers of qualified applicants and sends to office concerned
2. Arranges and coordinates PSB meetings

DUTIES AND RESPONSIBILITIES


3. Posts results of deliberation pursuant to existing rules and regulations
4. Posts list of newly appointed/promoted employees pursuant to existing rules and regulations
5. Computes terminal leave credits
6. Issues NOSI and NOSA of employees
7. Prepares monthly reports on attendance of l employees of offices concerned
8. Computes salary adjustments based on new salary schedule mandated by government and service incentives for qualified employees for NOSI and NOSA
9. Effects employee deductions
10.Processes requests for travel, transfers and reinstatements
11. Provides secretariat services to personnel committees
12.Receives and accepts application for upgrading and reclassification of positions
13.Evaluates PF loans applications
14.Maintains DepEd welfare programs records
15.Maintains Provident Fund loan payment records
16. Prepares remittance vouchers of loans granted
17. Evaluates requests for financial assistance
18.Maintains records of employees in HRIS
19. Prepares reports on staffing complement
20. Prepares list of optional and compulsory retirees
21. Conducts competency assessment
22. Identifies training needs and possible interventions
23.Analyzes and collates assessment results and recommends developmental interventions to NEAP
24. Conducts TND activities
Human Resource Development Officer III
1. Supervises and participates in the preparation and selection of line-up applicants in the regional office for deliberation
2. Assists the office concerned in the initial evaluation of applicants
3. Computes and analyzes the results of the PSB deliberation
4. Maintains list of current and future vacancies in the RO
5. Announces vacancies to appropriate media pursuant to existing CSC rules and regulations
6. Conducts initial evaluation of documents of applicants
7. Schedules applicants for interview by PSB
8. Prepares vouchers for payment of honoraria of NSC members and other expenses of NSC meetings (for CO only)
9. Supervises staff in administering compensation and benefits to employees by checking the accuracy of salaries and benefits given to employees; and
recommends approval of benefits
10.Communicates changes/adjustments in deductions to employees concerned
11.Validates employee statistics for benefit purposes

DUTIES AND RESPONSIBILITIES


12.Represents PD in personnel committees and provides the required assistance/documents needed in the development/enhancement of compensation programs
and practices
13.Applies the latest issuances on personnel benefits and communicates them to employees
14.Acts on reports of habitual absenteeism/tardiness and prepares corresponding memorandum
15.Issues NOSI and NOSA to third level officials (for CO)/employees concerned
16.Reviews claims of separated, retired, transferred, resigned and other personnel affected by movement
17.Processes applications for upgrading and reclassification of position
18. Disseminates information on DepED Welfare Programs
19.Spearheads the implementation of employee welfare programs
20. Prepares regional memoranda, orders and answer queries on personnel matters
21.Evaluates initiated and on-going welfare programs for employees
22. Conducts feasibility studies on proposed welfare programs
23. Provides secretariat services to the National Trustees for Provident Fund
24.Initiates plans to improve employees working conditions and relationships
25.Provides counseling on work-related problems to employees
26. Validates changes in the HRIS
27. Maintains and updates the PSIPOP
28. Validates reports on staffing strength
29.Maintains a complete and updated personnel records of regional office personnel
30. Reviews assessment results and recommends for approval
31.Condcuts/Leads trainings and development activities for non-teaching personnel
32.Certifies as to the completeness of the prepared appointments of the regional employees
33. Coordinates and supervises personnel activities in the region
34. Acts as resource person in conferences, meetings, etc.
Human Resource Development Officer IV (CO)
1. Assists PSB in the review and evaluation of documents of qualified applicants
2. Submits to the Secretary the top five ranking candidates for selection, including the recommendee for the position
3. Conducts orientation for newly-hired employees
4. Reviews the preparation of appointments of newly-hired/promoted employees
5. Provides secretariat services in NSC meetings
6. Computes and analyzes result s of NSC deliberation
7. Prepares memorandum to Regional Director forwarding the appointment papers of third level officials in the regions
8. Renders opinions on queries pertaining to salary /benefit claims
9. Represents the Chief in personnel committees
10. Develops and administers a comprehensive personnel program pursuant to existing rules and regulations

DUTIES AND RESPONSIBILITIES


11. Validates NOSI and NOSA of Third Level officials prior to submission to the signing authority
12. Initiates plans to promote employee welfare
13.Conceptualizes employee welfare programs
14. Provides technical assistance to school officials and teachers on cooperative development
15.Assists in the development and administration of personnel programs in the Department; develops monitoring & evaluation instruments/tools for such (e.g.,
personnel audit)
16. Enforces administrative regulations to employees
17. Coordinates health services and recreational activities of personnel
18. Assists in the evaluation of employee complaints re performance rating, etc.
19.Recommends to the management actions to be taken regarding grievances in conformity with existing rules and regulations
20.Oversees the maintenance and updating of HRIS
21.Conducts trainings and development activities
22.Coaches/Mentors junior officers in T&D
23.Provides leadership/technical assitance in T&D
Human Resource Management Officer V (CO)
1. Acts as member of PSB in the review and evaluation of qualified applicants.
2. Assists in the deliberation of NSC pertaining to personnel information
3. Verifies outputs of NSC deliberation prior to submission to management
4. Advises officials on contested appointments
5. Reviews documents/statistics for decision-making by management
6. Serves as resource person in personnel committees, trainings, seminars and workshops on personnel matters
7. Oversees the development and administration of comprehensive personnel programs pursuant to existing rules and regulations
8. Formulates policies, guidelines and measures addressing employee welfare and concerns for effective implementation of programs
9. Advises management on the implementation of welfare programs
10. Supervises the review and preparation of various personnel programs
11.Undertakes a continuous evaluation of existing projects and programs
12.Enhances employees welfare
13. Provides leadership in the formulation and implementation of an effective Performance Management System
14. Develops counseling programs for DepED employees
15.Provides leadership in the institutionalization of Grievance Management Committee
16.Provides leadership in the development and enhancement of HRIS
17. Provides overall directions in planning T&D activities
18.Coaches/Mentors and extends technical assistance to employees

Major Final Outputs


(MFOs)

Key Result Areas


(KRAs)

Recruitment and Selection


Processes

Personnel Administration

Objectives

Outputs

Posted vacant positions within the


CSC prescribed period and per
requirements (for 1st, 2nd, and 3rd
level positions)

Gathered and submitted documents


for screening by the PSB/NSC

Processed effectively appointment


papers for selection and promotion

Conducted
one-day orientation
seminar for newly hired employees
Identified and processed nonmonetary benefits of employees
(e.g., GSIS, Philhealth, Pag-Ibig,
loyalty, step increments, etc.)

Processed loan applications within 3


days upon receipt thereof

Identified and monitored personnel


attendance and tardiness for possible
appropriate action per CSC rules and
regulations

Gathered

and

evaluated

the

Acquired well-prepared and


informed newly hired and
promoted employees based
on the manpower
requirements

Satisfied employees based


on their request and
benefits/rewards due to
them based on their
performance

Major Final Outputs


(MFOs)

Key Result Areas


(KRAs)

Objectives

HRIS/GMIS-PSIPOP
Management

Outputs

completeness of all employees


performance (RPMS) and SALN
every semester.
Prepared circulars, memoranda and
bulletins pertaining to personnel
matters

Acted on requests for personnel


action within 3 days systematically
and effectively

Updated and completed data on


HRIS/GMIS-PSIPOP with accurate
information accessible

Provided accurate personnel data


(e.g. list of personnel, directory etc.)
needed by requesting office/party

Complete access to updated


and accurate manpower
data

Performance Indicators
Objectives

HRMO I, II, and III


Prepared
documents
needed for posting of
vacant positions within
the CSC prescribed
period and
per
requirements
(may
include
3rd
level
positions)

HRMO IV Reviewed
prepared posting of
vacant positions (may
include
3rd
level
positions)

Outstanding
(5)
Prepared130% of the
total documents
needed for postiing
vacant positions per
semester with
complete position
details and job
requirements to be
posted in three (3)
conspicous places
for 10 days

Reviewed 130% of
the total prepared
documents needed
for postiing vacant
positions per
semester with
complete position
details and job
requirements to be
posted in three (3)
conspicous places

Very Satisfactory

(4)
Prepared115-129%
of the total
documents needed
for postiing vacant
positions per
semester with
complete position
details and job
requirements to be
posted in three (3)
conspicous places
for 10 days

Reviewed 115-129%
of the total prepared
documents needed
for postiing vacant
positions per
semester with
complete position
details and job
requirements to be
posted in three (3)
conspicous places
for 10 days

Satisfactory

(3)
Prepared 100-114%
of the total
documents needed
for postiing vacant
positions per
semester with
complete position
details and job
requirements to be
posted in three (3)
conspicous places
for 10 days

Reviewed 100-114%
of the total prepared
documents needed
for postiing vacant
positions per
semester with
complete position
details and job
requirements to be
posted in three (3)
conspicous places

Unsatisfactory

(2)
Prepared 51-99% of
the total documents
needed for postiing
vacant positions per
semester with
complete position
details and job
requirements to be
posted in three (3)
conspicous places
for 10 days

Reviewed 51-99%
of the total prepared
documents needed
for postiing vacant
positions per
semester with
complete position
details and job
requirements to be
posted in three (3)
conspicous places

Poor

(1)
Prepared 50% and
below of the total
documents needed
for postiing vacant
positions per
semester with
complete position
details and job
requirements to be
posted in three (3)
conspicous places
for 10 days

Reviewed 50% and


below of the total
prepared documents
needed for postiing
vacant positions per
semester with
complete position
details and job
requirements to be
posted in three (3)
conspicous places

Performance Indicators
Objectives

Outstanding

Very Satisfactory

(5)
for 10 days

(4)

HRMO V Approved
Posting
of
vacant
positions (includes 1st,
2nd and 3rd level
positions)

Approved 130% of
the total documents
needed for postiing
vacant positions per
semester with
complete position
details and job
requirements to be
posted in three (3)
conspicous places
for 10 days

HRMO I, II & III -


Gathered PDS (CSC
Form 212) and other
relevant documents for
screening by PSB /
NSC

Gathered 130% of
the PDS (CSC Form
212) and other
relevant documents
of all qualified
applicants who meet
the minimum
qualfications for
screening by PSB

Satisfactory

Approved 115-129%
of the total
documents needed
for postiing vacant
positions per
semester with
complete position
details and job
requirements to be
posted in three (3)
conspicous places
for 10 days

Gathered 115-129%
of thePDS (CSC
Form 212) and other
relevant documents
of all qualified
applicants who meet
the minimum
qualfications for
screening by PSB

Unsatisfactory

(3)
for 10 days

Poor

(2)
for 10 days

(1)
for 10 days

Approved 100-114%
of the total
documents needed
for postiing vacant
positions per
semester with
complete position
details and job
requirements to be
posted in three (3)
conspicous places
for 10 days

Approved 51-99% of
the total documents
needed for postiing
vacant positions per
semester with
complete position
details and job
requirements to be
posted in three (3)
conspicous places
for 10 days

Gathered 100-114%
of the PDS (CSC
Form 212) and other
relevant documents
of all qualified
applicants who meet
the minimum
qualfications for
screening by PSB

Gathered 51-99% of
the PDS (CSC Form
212) and other
relevant documents
of all qualified
applicants who meet
the minimum
qualfications for
screening by PSB

Approved 50% and


below of the total
documents needed
for postiing vacant
positions per
semester with
complete position
details and job
requirements to be
posted in three (3)
conspicous places
for 10 days
Gathered 50% and
below of the PDS
(CSC Form 212) and
other relevant
documents of all
qualified applicants
who meet the
minimum
qualfications for
screening by PSB

Performance Indicators
Objectives

Outstanding

HRMO IV Reviewed
PDS (CSC Form 212)
and other relevant
documents
for
screening by PSB /
NSC

(5)
Reviewed 130% of
the gathered PDS
(CSC Form 212) and
other relevant
documents of all
qualified applicants
who meet the
minimum
qualfications for
screening by PSB

Very Satisfactory

(4)
Reviewed 115-129%
of the gathered PDS
(CSC Form 212) and
other relevant
documents of all
qualified applicants
who meet the
minimum
qualfications for
screening by PSB

Satisfactory

(3)
Reviewed 100-114%
of the gathered PDS
(CSC Form 212) and
other relevant
documents of all
qualified applicants
who meet the
minimum
qualfications for
screening by PSB

Unsatisfactory

HRMO V Approved
PDS (CSC Form 212)
and other relevant
documents
for
screening by PSB /
NSC

Approved 130% of
the PDS (CSC Form
212) and other
relevant documents
of all qualified
applicants who meet
the minimum
qualfications for
screening by PSB

Approved 115-129%
of the PDS (CSC
Form 212) and other
relevant documents
of all qualified
applicants who meet
the minimum
qualfications for
screening by PSB

Approved 100-114%
of the PDS (CSC
Form 212) and other
relevant documents
of all qualified
applicants who meet
the minimum
qualfications for
screening by PSB

(2)
Reviewed 51-99%
of the gathered PDS
(CSC Form 212)
and other relevant
documents of all
qualified applicants
who meet the
minimum
qualfications for
screening by PSB

Poor
(1)

Approved 51-99% of
the PDS (CSC Form
212) and other
relevant documents
of all qualified
applicants who meet
the minimum
qualfications for
screening by PSB

Reviewed 50% and


below gathered of
the PDS (CSC Form
212) and other
relevant documents
of all qualified
applicants who meet
the minimum
qualfications for
screening by PSB

Approved 50% and


below of the PDS
(CSC Form 212) and
other relevant
documents of all
qualified applicants
who meet the
minimum
qualfications for
screening by PSB

Performance Indicators
Objectives

Outstanding

Very Satisfactory

Satisfactory

Unsatisfactory

Poor

(5)

(4)

(3)

(2)

(1)

HRMO I, II, and III -


Processed appointment
papers for selection and
promotion
(includes
1st, 2nd and 3rd level
positions)

Processed 130% of
the total
appointments issued
up to its effectivity
within the target date
set by the office that
requires manpower

Processed 115-129%
of the total
appointments issued
up to its effectivity
within the target date
set by the office that
requires manpower

HRMO II, III and IV -


Conducted
one-day
orientation seminar for
newly hired employees
on personnel policies

HRMO I, II, & III


Processed valid
requests for personnel
actions within 3 days 3
working days upon

130 % of the total


newly hired
employees undergo
one-day orientation
seminar on
personnel policies
Processed valid
requests for
personnel actions
within 1 working day
upon receipt thereof

115-129 % of the
total newly hired
employees undergo
one-day orientation
seminar on
personnel policies
Processed valid
requests for
personnel actions
within 2 working
days upon receipt

Processed 100-114%
of the total
appointments issued
up to its effectivity
within the target date
set by the office that
requires manpower

Processed 51-99%
of the total
appointments
issued up to its
effectivity within the
target date set by
the office that
requires manpower

Processed 50% and


below of the total
appointments issued
up to its effectivity
within the target date
set by the office that
requires manpower

51-99% of the total


newly hired
employees undergo
one-day orientation
seminar on
personnel policies
Processed valid
requests for
personnel actions
within 4 days upon
receipt thereof

50% and below of


the total newly hired
employees undergo
one-day orientation
seminar on
personnel policies
Processed valid
requests for
personnel actions
beyond 4 days or did
not processed at all

100-114 % of the
total newly hired
employees undergo
one-day orientation
seminar on
personnel policies
Processed valid
requests for
personnel actions
within 3 working
days upon receipt

Performance Indicators
Objectives

receipt thereof
systematically and
effectively

Outstanding

Very Satisfactory

Satisfactory

(5)
systematically and
effectively

(4)
thereof
systematically and
effectively

(3)
thereof
systematically and
effectively

HRMO IV Reviewed
processed
valid
requests for personnel
actions within 3 days
systematically
and
effectively

Reviewed valid
request for personnel
actions within 1
working day upon
receipt thereof
systematically and
effectively

HRMO V Approved
valid
requests for
personnel actions within
3 days systematically
and effectively

Approved valid
requests for
personnel actions
within 1 day upon
receipt thereof
systematically and
effectively

HRMO I, II, and III -


Identified
and
processed
non-

Identified and
processed 130% of
the non-monetary

Unsatisfactory

Poor

(2)
systematically and
effectively

Reviewed valid
request for
personnel actions
within 4 working
days upon receipt
thereof
systematically and
effectively

Reviewed valid
request for personnel
actions within 2
working days upon
receipt thereof
systematically and
effectively

Reviewed valid
request for personnel
actions within 3
working days upon
receipt thereof
systematically and
effectively

Approved valid
requests for
personnel actions
within 2 days upon
receipt thereof
systematically and
effectively

Approved valid
requests for
personnel actions
within 3 days upon
receipt thereof
systematically and
effectively

Approved valid
requests for
personnel actions
within 3 days upon
receipt thereof
systematically and
effectively

Identified and
processed 115-129%
of the non-monetary

Identified and
processed 100-114%
of the non-monetary

Identified and
processed 51-99%
of the non-monetary

(1)
from the receipt
thereof
systematically and
effectively

Reviewed valid
request for
personnel actions
beyond 4 working
days or did not
reviewed at all from
receipt thereof
systematically and
effectively

Approved valid
requests for
personnel actions
beyond 4 working
days from receipt
thereof
systematically and
effectively

Identified and
processed 50% and
below of the non-

Performance Indicators
Objectives

monetary benefits of all


employees
(e.g.,
Monetization,
GSIS,
Philhealth,
Pag-Ibig,
loyalty, step increments,
etc.) on time

HRMO IV Reviewed
non-monetary benefits
of all employees (e.g.,
Monetization,
GSIS,
Philhealth,
Pag-Ibig,
loyalty, step increments,
etc.)
that
were
processed

HRMO V Approved
non-monetary benefits
of all employees (e.g.,
Monetization,
GSIS,
Philhealth,
Pag-Ibig,
loyalty, step increments,
etc.)
that
were
processed on time

Outstanding

Very Satisfactory

(5)
benefits due for each
employee on time

Reviewed 130% of
the non-monetary
benefits due for each
employee that were
identified and
processed

Approved 130% of
the non-monetary
benefits due for each
employee

Satisfactory

(4)
benefits due for each
employee on time

Reviewed 115-129%
of the non-monetary
benefits due for each
employee on time
that were identified
and processed

Approved 115-129%
of the non-monetary
benefits due for each
employee

Unsatisfactory

(3)
benefits due for each
employee on time

Poor

(2)
benefits due for
each employee on
time

(1)
monetary benefits
due for each
employee on time

Reviewed 100-114%
of the non-monetary
benefits due for each
employee that were
identified and
processed

Reviewed 51-99%
of the non-monetary
benefits due for
each employee that
were identified and
processed

Approved 100-114%
of the non-monetary
benefits due for each
employee

Approved 51-99% of

the non-monetary
benefits due for
each employee

Reviewed 50% and


below of the nonmonetary benefits
due for each
employee that were
identified and
processed

Approved 50% and


below of the nonmonetary benefits
due for each
employee

Performance Indicators
Objectives

HRMO I, II I and III -


Prepared draft circulars,
memoranda
and
bulletins pertaining to
personnel matters

HRMO IV Reviewed
draft
circulars,
memoranda
and
bulletins pertaining to
personnel matters

HRMO V Reviewed

draft
circulars,
memoranda
and
bulletins pertaining to
personnel matters

Outstanding
(5)
Prepared 130% draft
circulars,
memoranda and
bulletins pertaining to
personnel matters
based on the need
and target set by the
head of office

Very Satisfactory

(4)
Prepared 115-129%
draft circulars,
memoranda and
bulletins pertaining to
personnel matters
based on the need
and target set by the
head of office

Satisfactory

(3)
Prepared 100-114%
draft circulars,
memoranda and
bulletins pertaining to
personnel matters
based on the need
and target set by the
head of office

Unsatisfactory

Poor

(2)
Prepared 51-99%

draft circulars,
memoranda and
bulletins pertaining
to personnel matters
based on the need
and target set by the
head of office

(1)
Prepared 50% and
below draft circulars,
memoranda and
bulletins pertaining
to personnel matters
based on the need
and target set by the
head of office

Reviewed 50% and


below of the draft
circulars,
memoranda and
bulletins pertaining
to personnel matters

Approved/signed
50% and below of
the circulars,
memoranda and
bulletins pertaining
to personnel matters

Reviewed 130% of
the draft circulars,
memoranda and
bulletins pertaining to
personnel matters

Reviewed 115-129%
of the draft circulars,
memoranda and
bulletins pertaining to
personnel matters

Reviewed 100-114%
of the draft circulars,
memoranda and
bulletins pertaining to
personnel matters

Reviewed 51-99%
of the draft circulars,
memoranda and
bulletins pertaining
to personnel matters

Approved/signed
130% of the
circulars,
memoranda and
bulletins pertaining to
personnel matters

Approved/signed
115-129% of the
circulars,
memoranda and
bulletins pertaining to
personnel matters

Approved/signed
100-114% of the
circulars,
memoranda and
bulletins pertaining to
personnel matters

Approved/signed
51-99% of the
circulars,
memoranda and
bulletins pertaining
to personnel matters

Performance Indicators
Objectives

HRMO I, II, & III


Processed requests for
loan applications within
3 days 3 working days
upon receipt thereof
systematically and
effectively

HRMO IV Reviewed

processed requests for


loan applications within
3 days systematically
and effectively

HRMO
V
Approved/signed
requests
for

Outstanding

Very Satisfactory

Satisfactory

Unsatisfactory

Poor

(5)

(4)

(3)

(2)

(1)

Processed requests
for loan applications
within 1 working day
upon receipt thereof
systematically and
effectively

Reviewed request for


loan applications
within 1 working day
upon receipt thereof
systematically and
effectively

loan

Approved/signed
requests for loan

Processed requests
for loan applications
within 2 working
days upon receipt
thereof
systematically and
effectively

Processed requests
for loan applications
within 3 working
days upon receipt
thereof
systematically and
effectively

Processed for loan


applications within 4
days upon receipt
thereof
systematically and
effectively

Processed requests
for loan applications
beyond 4 days or did
not processed at all
from the receipt
thereof
systematically and
effectively

Reviewed request for


loan applications
within 2 working
days upon receipt
thereof
systematically and
effectively

Reviewed request for


loan applications
within 3 working
days upon receipt
thereof
systematically and
effectively

Reviewed request
for loan applications
within 4 working
days upon receipt
thereof
systematically and
effectively

Reviewed request
for loan applications
beyond 4 working
days or did not
reviewed at all from
receipt thereof
systematically and
effectively

Approved/signed
requests for loan
applications within 2

Approved/signed
requests for loan
applications within 3

Approved/signed
requests for loan

Approved/signed
requests for loan
applications beyond

Performance Indicators
Objectives

applications within 3
days systematically and
effectively

Outstanding
(5)
applications within 1
day upon receipt
thereof
systematically and
effectively

HRMO I, II III and IV -


Gathered and evaluated
the completeness of all
employees performance
(RPMS) and SALN
every semester
HRMO I, II, III and IV -
Identified and monitored
personnel attendance
and
tardiness
for
possible
appropriate
action per CSC rules
and regulations

Gathered 130% of
the total number
employees
performance (RPMS)
and SALN every
semester
Identified and
monitored 130% of
the total number of
personnel who incur
absentism/tardiness
monthly for
appropriate action
per CSC rules and
regulations

HRMO I, II, III and IV -


Updated,
completed
data on HRIS/GMISPSIPOP with accurate
information which is

HRIS/GMIS-PSIPOP
with accurate
information is
accessed and 130%
updated

Very Satisfactory

Satisfactory

(4)
days upon receipt
thereof
systematically and
effectively

(3)
days upon receipt
thereof
systematically and
effectively

Gathered 115-129%
of the total number
employees
performance (RPMS)
and SALN every
semester
Identified and
monitored 115-129%
of the total number
of personnel who
incur
absentism/tardiness
monthly for
appropriate action
per CSC rules and
regulations

HRIS/GMIS-PSIPOP
with accurate
information is
accessed and 115129% updated

Unsatisfactory

Poor

(2)
applications within 3
days upon receipt
thereof
systematically and
effectively

Gathered 100-114%
of the total number
employees
performance (RPMS)
and SALN every
semester
Identified and
monitored 100-114%
of the total number
of personnel who
incur
absentism/tardiness
monthly for
appropriate action
per CSC rules and
regulations

HRIS/GMIS-PSIPOP
with accurate
information is
accessed and 100114% updated

(1)
4 working days from
receipt thereof
systematically and
effectively

Gathered 51-99% of
the total number
employees
performance
(RPMS) and SALN
every semester
Identified and
monitored 51-99%
of the total number
of personnel who
incur
absentism/tardiness
monthly for
appropriate action
per CSC rules and
regulations

HRIS/GMISPSIPOP with
accurate information
is 51-99% accessed
and updated

Gathered 50% and


below of the total
number employees
performance
(RPMS) and SALN
every semester
Identified and
monitored 50% and
below of the total
number of personnel
who incur
absentism/tardiness
monthly for
appropriate action
per CSC rules and
regulations
HRIS/GMIS-PSIPOP
with accurate
information is
accessed and 50%
and below updated

Performance Indicators
Objectives

accessible
HRMO I, II, III and IV
-Provided
accurate
personnel data (e.g. list
of personnel, directory
etc.)
needed by
requesting office/party

Outstanding

Very Satisfactory

Satisfactory

Unsatisfactory

Poor

(5)

(4)

(3)

(2)

(1)

Provided 130%
personnel data to the
requesting party
based on the target
date set by the
requesting
office/party

Provided 115-129%
personnel data to the
requesting party
based on the target
date set by the
requesting
office/party

Provided 100-114%
personnel data to the
requesting party
based on the target
date set by the
requesting
office/party

Provided 51-99%

personneldata to the
requesting party
based on the target
date set by the
requesting
office/party

Provided 50% and


below personnel
data to the
requesting party
based on the target
date set by the
requesting
office/party