What is

PRIME-HRM?
 EVOLUTION
1991 – CSCAAP
2004 – PMAAP
2012 – PRIME-HRM
PRIME-HRM stands for
Program to Institutionalize
Meritocracy and Excellence in
Human Resource Management
PRIME-HRM aims to elevate
public sector human resource
management to a level of excellence
through a process of assessment,
assistance and recognition of HRM
systems, competencies and practices
using HRM maturity level indicators that
are at par with global HRM standards.
reaching global standards
of HR excellence
 PRIME-HRM presents a more progressive
system of assessment as it entails greater
engagement not just the human resource
management officer (HRMO) but also of the
officials and the rank and file of the agency.
The program also aims to:

 Inspire agencies to transform their

HRM systems that support the agency
mandate;
 Empower agencies in the
performance of human resource
management functions;
The program also aims to:

 Promote and reward excellent human

resource management practices;
 Serve as venue for exchange and
development of expertise in the area
of human resource management
between and among government
agencies and
The program also aims to:

 Serve as a search mechanism for best

practices in human resource
management
PRIME-HRM Global Standards
CSC HRM assessment, assistance and
awarding are envisioned to be more
strategic, as it shifts from merely
monitoring of compliance with
regulations and guidelines to developing
globally accepted HR maturity level
indicators/standards.
PRIME-HRM Global Standards
These indicators/standards will be
used in providing interventions,
searching for best practices, and
recognizing agencies that excel in
formulating and implementing
strategic HRM programs, practices
and standards.
PRIME-HRM Global Standards
The maturity level indicators serve as
yardstick for assessing, assisting and
awarding and celebrating HRM
excellence that would create a
positive impact on public service
delivery and citizen satisfaction.
CORE HRM SYSTEMS

1. Recruitment, Selection and

Placement;
2. HRD Learning and Development;
3. Performance Management;
4. Rewards and Recognition
Maturity levels/indicators
• A set of structured levels that
describe how well the behaviors,
practices, and processes of an
organization can reliably and
sustainably produce desired
outcomes.
Maturity levels/indicators
• “Maturity” relates to the degree
of formality and optimization of
processes, from ad hoc practices,
to formally defined steps, to
managed result metrics, to active
optimization of the processes
Maturity levels/indicators
• An assessment tool to assist HR
professionals in analyzing the
health of their HRM systems in
the agencies and in determining
the corrective actions that should
be taken.
IDENTIFYING maturity levels
- results in better planning and
implementation of specific
functions of HRM systems
leading to a higher employee
and agency performance.
IDENTIFYING maturity levels
- helps agencies map out their
journey towards achieving
targeted maturity levels that will
eventually result in
organizational transformation.
IDENTIFYING maturity levels
- help provide the basis for
interventions and serve as a
means to identify the current
and target maturity levels of
agencies.
4 Maturity Levels
for the 4 Core HRM
systems
 The HRM Offices likewise are a
direct beneficiary of PRIME-HRM
whose key objective is to build the
competencies of the office. Thus,
their current competency levels will
also be assessed to determine
developmental opportunities.
Scope of PRIME-HRM
• NGAs
• LGUs
• GOCCs
• SUCs
• WDs
Shall also involve regional offices with HR
offices/units, all HRMOs, heads of agencies,
supervisors and rank and file employees.
PRIME-HRM STAGES:

ASSESS ASSIST AWARD

1) Recruitment, Selection, and Placement (RSP),
2) Performance Management System (PMS),
3) Learning and Development (L&D), and
4) Rewards and Recognition (R&R)
Agencies shall be assisted on the basis of the
developmental opportunities identified in the
assessment.
Apart from addressing these opportunities, the
Agency shall be required to set a target maturity level.
Together with the identified gaps/developmental
areas, this target will be the basis of the Agency
Action Plan.
 During this stage, CSC Assistors will partner
with important agency stakeholders – the
Agency Head, HRM Office, and all key agency
personnel to help them develop strategies
through Action Planning to be facilitated by CSC
Assistors.

The Action Plan will map out steps on how to

improve their current HR systems, practices
and competencies.
This will be the basis of the Assist Plan of the
CSC Assistors.

In the Assist stage, the Agency Action Plan

shall be monitored by the CSC Assistor.
 Level 1: Transactional HRM

Regulated
It has not fully demonstrated readiness to
exercise delegated HR functions and needs to be
subjected to regular monitoring/assistance by
the Commission.
 Level 2: Process-Defined HRM

Accredited
It has demonstrated readiness to exercise
delegated HR functions. It can be given Level II
accreditation status and enjoy certain privileges,
e.g. the authority to take final action on
appointments.
 Level 3: Integrated HRM
Deregulated
The agency has distinguished itself as “excellent” in all or
some areas of human resource management and the core
HR systems, practices and competencies are assessed as
Maturity Level 3 (Integrated). On top of the authority to
take final action on appointments, other incentives for
deregulated agencies would be to establish and
implement their own HR mechanisms without prior
approval of the Commission.
 Level 4: Strategic HRM
Center for HR Excellence
The agency with best HR practices based on the
established Maturity Level 4 (Strategic HRM)
systems, practices and competencies and is at the
leading edge of adopting programs, procedures and
standards for ANY of the 4 CORE HRM areas –
Recruitment, Selection and Placement; HRD (Learning
and Development); Performance Management; and
Rewards and Recognition shall be conferred a Center
of HR Excellence award by the Commission.
 Level 4: Strategic HRM
Seal of HR Excellence

The agency which has been certified and

assessed under Maturity Level 4 (Strategic
HRM) in ALL 4 CORE HR Systems shall be
conferred the highest recognition, which is
the Seal of HR Excellence Award by the
Commission.
CURRENT STATUS :
AGENCIES UNDER CSCRO7 (SUBMITTING APPTS)
NGAs 31
DepEd (Divisions) 19
Hospital (DOH supervised) 7
Water Districts 19
SUCs 6
GOCCs 2
LGUs 136
TOTAL 220
CURRENT STATUS :
Accredited (CSCAAP) - 87
Revalidated - 50 (2013)
(PRIME-HRM)
Accredited (level - 22 (2013)
2 under PRIME-
HRM)

Still Revalidated - 27
2016 TARGET FOR PRIME-HRM
PRIORITY:
22 - ACCREDITED
27 - REVALIDATED
COMPLIANT TO ML 2 IN 3 HR
SYSTEMS
CSC Res. 1401604 on Nov. 7, 2014 –
extending the accreditation status of
agencies with Revalidated level II-
Accredited Status to a maximum of 2 years
reckoned SEPTEMBER 11, 2014 within
which to meet LEVEL 2 indicators for them
to retain their LEVEL II Accredited status.
Failure to meet the standards
after two year period shall
result in the revocation of their
Level II Accredited status .
With the two (2) year period extension
for the
ACCREDITED agencies under the 2013
PRIME-HRM standards by end of June
2016

REVALIDATED agencies to end by

September 2016.
TARGET DATE

ACCREDITED – JUNE 2016

REVALIDATED – SEPT. 2016
THANK YOU!