MUNICIPALITY OF SANTA CRUZ

Transcription

1 Republic of the Philippines Province of Davao del Sur MUNICIPALITY OF SANTA CRUZ HUMAN RESOURCE PLAN OFFICE OF THE MUNICIPAL MAYOR HUMAN RESOURCE MANAGEMENT SECTION C. Godoy St., Poblacion, Zone III, Santa Cruz, Davao del Sur, Philippines 800 C O N T E N T S

2 TABLE OF CONTENTS Title Page Table of Contents MESSAGE OF THE MAYOR I. Organizational Profile A. Mandate 6 B. Vision, Mission, Service Values, Strategic Goals 7 C. Organizational Structures 8 Office of the Municipal Mayor 9 MMO-Sections 0 Office of the Sangguniang Bayan Office of the Municipal Budget Officer Office of the Municipal Accountant Office of the Municipal Planning and Development Coordinator Office of the Municipal Treasurer Office of the Municipal Assessor 6 Office of the Municipal Civil Registrar 7 Office of the Municipal Engineer 8 Office of the Municipal Health Officer 9 Office of the Municipal Social Welfare and Development Officer 0 Office of the Municipal Agriculturist Economic Enterprise Management Office D. Human Resource (HR) Structures Office of the Municipal Mayor Administrative/Legal Section Human Resource Management Section Business Permit and Licensing Section General Services Section 6 Housing and Homesite Regulation Office 7 Investment Promotion (PAIC) and Tourism Office 8 Office of the Sangguniang Bayan Office of the Municipal Vice Mayor 9 Office of the Secretary to the Sanggunian 0 Office of the Municipal Budget Officer Office of the Municipal Accountant Office of the Municipal Planning and Development Coordinator Office of the Municipal Treasurer Office of the Municipal Assessor Office of the Municipal Civil Registrar 6 Office of the Municipal Engineer 7 Office of the Municipal Health Officer 8 Office of the Municipal Social Welfare and Development Officer 9 Office of the Municipal Agriculturist 0 Economic Enterprise Management Office E. Functional Structure C O N T E N T S

3 II. Human Resource System Checklist III. Health and Wellness Assessment IV. Personnel Selection Board (PSB) 8 V. Merit Selection Plan (MSP) 6 VI. System of Ranking Position (SRP) 68 VII. Program on Awards and Incentives for Service Excellence (PRAISE) 7 VIII. Grievance Machinery 8 IX. Strategic Performance Management System (SPMS) Manual 96 X. Employee Welfare Program 8 XI. Employee Learning and Development Program 89 XII. Employee Health and Wellness Program 9 XIII. Committee on Decorum and Investigation (CODI) 0 XIV. Pre-Retirement Program 8 ACKNOWLEDGMENT C O N T E N T S

4 Republic of the Philippines Province of Davao del Sur MUNICIPALITY OF SANTA CRUZ O F F I CE OF THE MAYOR It is good that our agency has already completed our own Human Resource (HR) Plan under the guiding hand of the Civil Service Commission. I am sure that this plan will continue to lead us through the Daang Matuwid in public service particularly in the Municipality of Santa Cruz. I sincerely commend and congratulate the entire LGU bureaucracy, with special mention to the HR department for this modest accomplishment which eventually can improve the delivery of our public service. As the saying goes, plan you work, work your plan. It is like faith, that without the corresponding appropriate work, it is dead. Let s all do it, and do it properly. Congratulations again. God bless. ATTY. JOEL RAY L. LOPEZ Municipal Mayor M E S S A G E

5 Organizational Profile Mandate Vision, Mission Service Values, Strategic Goals Organizational Structures Human Resource Structures Functional Structure O R G A N I Z A T I O N A L P R O F I L E

6 MANDATE The Local Government Unit (LGU) of Santa Cruz Davao del Sur shall endeavor to be selfreliant and shall continue exercising the powers and discharging the duties and functions currently vested upon them. It shall also discharge the functions and responsibilities of national agencies and offices devolved to them pursuant to Republic Act (RA) 760 or the Local Government Code of 99. The LGU shall likewise exercise such other powers and discharge such other functions and responsibilities as are necessary, appropriate, or incidental to efficient and effective provision of the basic services and facilities¹. ¹ Republic Act (RA) 760 or the Local Government Code, Book, General Provision, Section 7, Basic Services and Facilities 6 O R G A N I Z A T I O N A L P R O F I L E

7 VISION A center of globally-competitive Agri-industries and Mount Apo watershed conservation and management with empowered, God-loving citizenry and strong governance. MISSION The Local Government of Santa Cruz shall uphold equality, respect for human rights and public accountability in facilitating holistic development of its constituents through proper management of its resources and responsible partnership with all stakeholders. SERVICE VALUES The LGU values competent, effective, resilient, customer-oriented employees who observe and uphold ethical standards and respect for human rights and the environment. STRATEGIC GOALS The paramount development goal is to reduce poverty that hosts numerous problems and concerns. Equally important is to conserve, protect and develop the natural resources, thus, sustaining development for the present and future generations. This will cover the upstream and the downstream resources of the Mt. Apo watershed within the administrative jurisdiction of the municipality. Finally, the LGU will strive to increase people s access to quality services and facilities. The LGU will pursue not only economic growth but also access of the marginalized sector to social services and participation in governance for a holistic human development. 7 O R G A N I Z A T I O N A L P R O F I L E

8 ORGANIZATIONAL STRUCTURE OFFICE OF THE MUNICIPAL MAYOR MUNICIPAL MAYOR OFFICE OF THE MUNICIPAL ADMINISTRATOR SANGGUNIANG BAYAN MUNICIPAL VICE-MAYOR SANGGUNIANG BAYAN MEMBERS OFFICE OF THE SECRETARY TO THE SANNGGUNIAN MUNICIPAL PLANNING AND DEV T. OFFICE MUNICIPAL BUDGET OFFICE MUNICIPAL ACCOUNTING OFFICE MUNICIPAL TREASURER S OFFICE MUNICIPAL ASSESSOR S OFFICE MUNICIPAL ENGINEER S OFFICE MUNICIPAL HEALTH OFFICE MUN. SOCIAL WELFARE AND DEV T. OFFICE MUNICIPAL AGRICULTURE OFFICE MUNICIPAL CIVIL REGISTRY ECONOMIC ENTERPRISE MGT. OFFICE BARANGAY 8 O R G A N I Z A T I O N A L P R O F I L E

9 OFFICE OF THE MUNICIPAL MAYOR MUNICIPAL MAYOR SG-7 HOUSING AND HOMESITE REGULATION OFFICE Housing & Homesite Regulation Officer III SG-8 Engineer I SG-* Draftsman I SG-06 Clerk II SG-0 INVESTMENT PROMOTION (PAIC) AND TOURISM OFFICE Senior Tourism Operations Officer SG-8 Tourism Operations Officer I SG- Planning Officer I SG- Project Evaluation Assistant SG-08* Tourism Operations Assistant SG-07* Clerk II SG-0* Clerk I SG-0* PERSONAL STAFF Attorney IV SG- Private Secretary II SG- Private Secretary I SG- Private Secretary I SG- Security Agent I SG-08 Personal Driver II SG-0 º Vacant Position(s) * Unfunded Position(s) 9 O R G A N I Z A T I O N A L P R O F I L E

10 OFFICE OF THE MUNICIPAL ADMINISTRATOR MUNICIPAL ADMINISTRATOR SG-* ADMINISTRATIVE SECTION Administrative Officer V SG-8 Computer Maintenance Technologist I SG-º Clerk III SG-06 Com. Equipment Operator SG-0 Reproduction Machine Operator II SG-0 Clerk I SG-0 Clerk I SG-0* Utility Worker II SG-0 Driver I SG-0* Messenger SG-0 Utility Worker I SG-0 HUMAN RESOURCE MANAGEMENT SECTION Human Resource Management Officer III SG-8 Human Resource Management Assistant SG-08 Clerk III SG-06 Human Resource Management Aide SG-0 BUSINESS PERMIT AND LICENSING SECTION Licensing Officer III SG-8 License Inspector I SG-06 GENERAL SERVICES SECTION Supply Officer III SG-8 Supply Officer I SG-0 Storekeeper I SG-0* Clerk I SG-0* º Vacant Position(s) * Unfunded Position(s) 0 O R G A N I Z A T I O N A L P R O F I L E

11 OFFICE OF THE SANGGUNIANG BAYAN MUNICIPAL VICE MAYOR SG- SANGGUNIANG BAYAN MEMBERS SG- PERSONAL STAFF Senior Administrative Assistant SG- Driver SG-0 OFFICE OF THE SECRETARY TO THE SANGGUNIAN SECRETARY TO THE SANGGUNIAN SG- Records Officer II SG- Stenographer III SG-09 Legislative Staff Assistant SG-06 Legislative Staff Assistant SG-06 Legislative Staff Assistant SG-06* Clerk III SG-06 Utility Worker I SG-0 * Unfunded Position(s) O R G A N I Z A T I O N A L P R O F I L E

12 OFFICE OF THE MUNICIPAL BUDGET OFFICER MUNICIPAL BUDGET OFFICER SG- Budget Officer II SG-* Budgeting Aide SG-0 Budgeting Aide SG-0 * Unfunded Position(s) O R G A N I Z A T I O N A L P R O F I L E

13 OFFICE OF THE MUNICIPAL ACCOUNTANT MUNICIPAL ACCOUNTANT SG- PRE-AUDIT SECTION Accountant III SG-9 Fiscal Examiner II SG- Bookkeeper I SG-08 Accounting Clerk II SG-06 ACCOUNTING SECTION Fiscal Examiner III SG-8 Fiscal Examiner I SG-* Accountant I SG-* Accounting Clerk III SG-08 Accounting Clerk II SG-06 Accounting Clerk II SG-06* Accounting Clerk II SG-06* Accounting Clerk II SG-06* * Unfunded Position(s) O R G A N I Z A T I O N A L P R O F I L E

14 OFFICE OF THE MUNICIPAL PLANNING AND DEVELOPMENT COORDINATOR MUNICIPAL PLANNING & DEV T. COORDINATOR SG- Driver I SG-0* PLANS, PROGRAMS AND ZONING ADMINISTRATION SECTION Planning Officer I SG- Planning Assistant SG-08* Zoning Inspector II SG-08* Draftsman II SG-08 Computer Operator I SG-07* Illustrator I SG-0 Clerk I SG-0* PROJECT RESEARCH AND EVALUATION SECTION Project Development Officer I SG- Statistician I SG-* Economic Researcher SG-09* Project Development Assistant SG-08 Computer Operator I SG-07 * Unfunded Position(s) O R G A N I Z A T I O N A L P R O F I L E

15 OFFICE OF THE MUNICIPAL TREASURER MUNICIPAL TREASURER SG- Driver I SG-0 Assistant Municipal Treasurer SG- REVENUE SECTION Local Treasury Operations Officer III SG-8 Local Revenue Collection Officer II SG- Local Revenue Collection Officer I SG- Revenue Collection Clerk III SG-09 Revenue Collection Clerk III SG-09 Revenue Collection Clerk III SG-09 Revenue Collection Clerk III SG-09 CASH SECTION Cashier II SG- Disbursing Officer II SG-08 Clerk III SG-06 Clerk II SG-0* Utility Worker I SG-0 * Unfunded Position(s) O R G A N I Z A T I O N A L P R O F I L E

16 OFFICE OF THE MUNICIPAL ASSESSOR MUNICIPAL ASSESSOR SG- Local Assessment Operations Officer SG- Tax Mapper I SG- Assessment Clerk III SG-09 Draftsman I SG-06 Assessment Clerk II SG-06 Assessment Clerk I SG-0* * Unfunded Position(s) 6 O R G A N I Z A T I O N A L P R O F I L E

17 OFFICE OF THE MUNICIPAL CIVIL REGISTRAR MUNICIPAL CIVIL REGISTRAR SG- Registration Officer III SG-8 BIRTH SECTION Registration Officer II SG-* Clerk III SG-06 Clerk II SG-0* MARRIAGE/DEATH SECTION Registration Officer II SG-* Clerk III SG-06 Clerk II SG-0* RECORDS MANAGEMENT SECTION Registration Officer II SG- Clerk III SG-06* Clerk II SG-0 * Unfunded Position(s) 7 O R G A N I Z A T I O N A L P R O F I L E

18 OFFICE OF THE MUNICIPAL ENGINEER MUNICIPAL ENGINEER SG- Engineer III SG-9 Clerk I SG-0* Warehouse I SG-06* MAINTENANCE SECTION BUILDING/INSPECTION SECTION CONSTRUCTION AND PLANNING SECTION MOTORPOLL SECTION Engineer I SG- Const. Maint. General Foreman SG- Driver I SG-0* Laborer II SG-0 Laborer I SG-0* Laborer I SG-0* Engineer I SG- Engineering Assistant SG-08* Driver I SG-0 Utility Worker I SG-0 Engineer I SG- Draftsman I SG-06* Carpenter I SG-0* Mason I SG-0 Laborer I SG-0* Laborer I SG-0* Mechanic II SG-06 Mechanic I SG-0* Mechanic I SG-0* Driver I SG-0* Driver I SG-0* * Unfunded Position(s) 8 O R G A N I Z A T I O N A L P R O F I L E

19 OFFICE OF THE MUNICIPAL HEALTH OFFICER MUNICIPAL HEALTH OFFICER SG- Medical Officer V SG- Driver I SG-0 Driver I SG-0 Driver I SG-0* MEDICAL SERVICES DENTAL SERVICES LABORATORY SERVICES ENVIRONMENTAL SANITATION SERVICES NUTRITION SERVICES Nurse III SG-6 Nurse II SG- Public Health Nurse I SG-* Midwife III SG- Midwife III SG- Midwife III SG-* Midwife II SG-08 Midwife II SG-08 Midwife II SG-08 Midwife II SG-08 Midwife II SG-08 Midwife II SG-08 Midwife II SG-08 Midwife II SG-08 Midwife II SG-08º Midwife I SG-06 Midwife I SG-06* Midwife I SG-06* Midwife I SG-06* Dentist I SG-9 Dental Aide SG-0 Medical Technologist II SG- Medical Technologist I SG- Sanitation Inspector II SG-08 Sanitation Inspector I SG-06 Sanitation Inspector I SG-06* Laborer I SG-0 Nutritionist Dietician SG-0* º Vacant Position(s) * Unfunded Position(s) 9 O R G A N I Z A T I O N A L P R O F I L E

20 MUNICIPAL SOCIAL WELFARE AND DEVELOPMENT OFFICE MUNICIPAL SOCIAL WELFARE & DEV T. OFFICER SG- Clerk III SG-06* Social Welfare Officer II SG- WELFARE/PROGRAM SECTION Social Welfare Officer I SG-* Social Welfare Assistant SG-08 Day Care Worker II SG-08 Day Care Worker I SG-06 CRISIS INTERVENTION AND DISASTER MANAGEMENT SECTION Social Welfare Officer I SG- Social Welfare Aide SG-0 Social Welfare Aide SG-0* LIVELIHOOD/ SKILLS TRAINING/ SPECIAL PROJECT AND INSTITUTION MANAGEMENT SECTION Community Affairs Officer I SG- Community Affairs Asst. II SG-08* * Unfunded Position(s) 0 O R G A N I Z A T I O N A L P R O F I L E

21 OFFICE OF THE MUNICIPAL AGRICULTURIST MUNICIPAL AGRICULTURIST SG- Clerk I SG-0 Senior Agriculturist SG-8 CROPS DEVELOPMENT AND AGRI. INFRA SECTION LIVESTOCK DEVELOPMENT PROGRAM FISHERIES DEVELOPMENT PROGRAM COOPERATIVE AND COMMUNITY DEV T. SECTION ENVIRONMENT AND NATURAL RESOURCES MGT. PROGRAM Agriculturist II SG- Engineer I SG-* Agriculturist I SG- Agricultural Technician I SG-06* Agricultural Technician I SG-06* Agricultural Technician I SG-06* Agriculturist II SG- Livestock Inspector I SG-06* Livestock Inspector I SG-06* Farm Worker I SG-0* Farm Worker I SG-0* Aquaculturist I SG- Aquacultural Technician I SG-06* Com. Equipment Operator SG-0* Marine Engineman II SG-06* Marine Engineman II SG-06* Marine Engineman II SG-06* Marine Engineman II SG-06* Cooperative Dev t. Specialist I SG- Community Dev t. Assistant I SG-07* Community Dev t. Assistant I SG-07* Environment Mgt. Specialist I SG- Environment Mgt. Specialist I SG- * Unfunded Position(s) O R G A N I Z A T I O N A L P R O F I L E

22 ECONOMIC ENTERPRISE MANAGEMENT OFFICE MUNICIPAL GOV T. DEPARTMENT HEAD SG- (ECONOMIC ENTERPRISE MANAGER) Clerk I SG-0* OPERATION OF MARKET OPERATION OF SLAUGHTERHOUSE OPERATION OF WATERWORKS OPERATION OF CEMETERY Market Supervisor III SG-8 Market Inspector II SG-08 Watchman III SG-07 Watchman III SG-07 Watchman I SG-0 Watchman I SG-0 Utility Worker I SG-0 Utility Worker I SG-0 Utility Worker I SG-0 Utility Worker I SG-0 Meat Inspection II SG-08 Utility Worker I SG-0 Plumber Foreman SG-08 Plumber II SG-0º Cemetery Caretaker SG-0 Utility Worker I SG-0 OPERATION OF HEAVY EQUIPMENT OPERATION OF GARBAGE COLLECTION OPERATION OF MUNICIPAL TRAINING CENTER OPERATION OF MUNICIPAL INTEGRATED TERMINAL Heavy Equip. Operator I SG -0 Heavy Equip. Operator I SG -0 Heavy Equip. Operator I SG -0 Watchman I SG-0 Watchman I SG-0* Driver I SG-0 Cook I SG-0 Watchman I SG-0 Watchman I SG-0* Laborer I SG-0 Utility Worker I SG-0 Utility Worker II SG-0 Utility Worker II SG-0 Watchman I SG-0 Watchman I SG-0 Utility Worker I SG-0* º Vacant Position(s) * Unfunded Position(s) O R G A N I Z A T I O N A L P R O F I L E

23 HUMAN RESOURCE STRUCTURE O R G A N I Z A T I O N A L P R O F I L E

24 HUMAN RESOURCE STRUCTURE O R G A N I Z A T I O N A L P R O F I L E

25 HUMAN RESOURCE STRUCTURE O R G A N I Z A T I O N A L P R O F I L E

26 HUMAN RESOURCE STRUCTURE 6 O R G A N I Z A T I O N A L P R O F I L E

27 HUMAN RESOURCE STRUCTURE 7 O R G A N I Z A T I O N A L P R O F I L E

28 HUMAN RESOURCE STRUCTURE 8 O R G A N I Z A T I O N A L P R O F I L E

29 HUMAN RESOURCE STRUCTURE 9 O R G A N I Z A T I O N A L P R O F I L E

30 HUMAN RESOURCE STRUCTURE 0 O R G A N I Z A T I O N A L P R O F I L E

31 HUMAN RESOURCE STRUCTURE O R G A N I Z A T I O N A L P R O F I L E

32 HUMAN RESOURCE STRUCTURE O R G A N I Z A T I O N A L P R O F I L E

33 HUMAN RESOURCE STRUCTURE O R G A N I Z A T I O N A L P R O F I L E

34 HUMAN RESOURCE STRUCTURE O R G A N I Z A T I O N A L P R O F I L E

35 HUMAN RESOURCE STRUCTURE O R G A N I Z A T I O N A L P R O F I L E

36 HUMAN RESOURCE STRUCTURE 6 O R G A N I Z A T I O N A L P R O F I L E

37 HUMAN RESOURCE STRUCTURE 7 O R G A N I Z A T I O N A L P R O F I L E

38 HUMAN RESOURCE STRUCTURE MUNICIPAL GOVERNMENT OF SANTA CRUZ HUMAN RESOURCE PLAN 8 O R G A N I Z A T I O N A L P R O F I L E

39 HUMAN RESOURCE STRUCTURE 9 O R G A N I Z A T I O N A L P R O F I L E

40 HUMAN RESOURCE STRUCTURE MUNICIPAL GOVERNMENT OF SANTA CRUZ HUMAN RESOURCE PLAN 0 O R G A N I Z A T I O N A L P R O F I L E

41 HUMAN RESOURCE STRUCTURE MUNICIPAL GOVERNMENT OF SANTA CRUZ HUMAN RESOURCE PLAN O R G A N I Z A T I O N A L P R O F I L E

42 FUNCTIONAL STRUCTURE MUNICIPAL PLANNING AND DEV T. OFFICE The Office of the Municipal Planning and Development Coordinator serves as the core in development planning of all sectors/concerns of the entire Local Government Unit. MUNICIPAL BUDGET OFFICE Review and consolidate budget proposals of different offices and department of the Local Government Unit and provide technical assistance to the Local Chief Executive and Sangguniang Bayan on Budgetary and appropriation matters. OFFICE OF THE MUNICIPAL MAYOR MUNICIPAL ACCOUNTING OFFICE MUNICIPAL MAYOR Exercise general supervision and control over all programs, projects, services and activities of the municipality, enforces all laws and ordinances, initiates and maximizes the generation of resources and revenues, ensure the delivery of basic services and the provision of adequate facilities and exercises all the other powers to the performance of an effective governance. OFFICE OF THE MUNICIPAL ADMINISTRATOR Provide services and general supervision in coordinating various thrusts and programs of the Municipal departments/offices and support the activities of the Office of the Municipal Mayor in the dissemination and implementation of the governing policies, rules, laws, and regulations. The Office of the Municipal Accountant takes charge of both the accounting and internal audit services of the municipality and keeps all accounts and financial records of the Local Government Unit. SANGGUNIANG BAYAN MUNICIPAL VICE-MAYOR SANGGUNIANG BAYAN MEMBERS Local legislative development in local governance is concerned of rule-making the socio-cultural, economic and political development needs and aspirations of the people within the territorial jurisdiction of the Municipality of Santa Cruz, Davao del Sur. OFFICE OF THE SECRETARY TO THE SANNGGUNIAN The Secretariat of the Sangguniang Bayan plays vital role to the legislative body in effecting its function of coming up with a propriety and quality of legislative enactments of resolutions and ordinances in the pursuance of the executive legislative agenda for the general welfare of the constituents. MUNICIPAL TREASURER S OFFICE MUNICIPAL ASSESSOR S OFFICE MUNICIPAL ENGINEER S OFFICE MUNICIPAL HEALTH OFFICE MUN. SOCIAL WELFARE AND DEV T. OFFICE MUNICIPAL AGRICULTURE OFFICE MUNICIPAL CIVIL REGISTRY ECONOMIC ENTERPRISE MGT. OFFICE The Office of the Municipal Treasurer takes custody and exercise proper management of the funds of the Local Government Unit concerned as well as other matters relative to public finance. To heighten the realty tax collections and maintain effective recording of assessment rolls, preparing notice of Assessment and Tax Bills of 8 Barangays and discovery of new or additional improvements of perennial plants/trees, buildings and machineries. Initiate, review and recommend changes in policies and objectives, plan and program, techniques and procedures, public works in general of the Local Government Unit concerned. The Office of the Municipal Health Officer is responsible for the promotion of optimum health of the populace through various health programs. BARANGAY Delivery of Social Welfare and Development projects and programs for the indigent sectors. Facilitates of community development thru: agrilivestock and fishery extension services; institution building; enterprise development; resource management and environmental protection; agrisupport facilities; agri-livestock and fishery law enforcement; external technical and financial assistance and special projects. The office is responsible for the administration and implementation of the Local Civil Registration Program. Manages and administers all economic Enterprise programs/projects of the Municipal Government and maintain a proper accounting and financial management system to monitor its income and expenditures and provide better facilities. O R G A N I Z A T I O N A L P R O F I L E

43 Human Resource System Checklist H R S Y S T E M C H E C K L I S T

44 HR ACTIONS HR SYSTEMS Operational (In All Aspect) PRESENT Non-Operation (In What Aspect) WHY? ABSENT WHY? Qualification Standards Recruitment Recruitment System Personnel Selection Board Merit Promotion Plan Promotion Career Pathing Program Lack of knowledge how to prepare Succession Planning Performance Management System Retention Career Pathing Program Lack of knowledge how to prepare Training and Development Employee Welfare Program Rewards and Recognition Program for Rewards and Incentives on Service Excellence (PRAISE) Personnel Relations Grievance Machinery Retirement Pre-Retirement Program H R S Y S T E M C H E C K L I S T

45 Employee Health and Wellness Assessment H E A L T H & W E L L N E S S A S S E S S M E N T

46 Assessment of the total well-being of employees in the agency. Such has the attributes of physical and mental fitness as well as emotional, social, financial and spiritual well-being. Health and Wellness Program Physical Physical Fitness Program Strict No Smoking Policy Annual Complete Medical Check-Up Mental Forum Discussion, Brown Bag Thoughts for the Day/Trivia Mind Games Emotional Counseling Service Group Therapy Social Social Development (e.g. office outing or escursion, periodic socials, social artistry choral, dance, poetry, team building) Piknik sa Kalikasan (Lunch within agency grounds with programme centered on an agency s environmental or other theme) Outreach Program Financial Financial Forum Welfare Benefits Livelihood Program Spiritual Bible/Quran Spiritual Forum Mass/Ecumenical Services Retreat/Recollections Other Religious Activities Facilities Medical Clinic with Competent Staff Dental Clinic with Competent Staff Potable Water Sanitary Employee s Canteen with Quality Food and Service Separate, Clean and Hygienic Rest Rooms for Males and for Females PRESENT Non-Operation Operational WHY? Not complete due to lack of equipments Does Tree Planting, Information Dissemination on proper waste management, etc. ABSENT WHY? Lack of Time Lack of Time Lack of Time Lack of Time No expert who could provide the service Lack of Funds Lack of Time Lack of Time Lack of Time Lack of Funds 6 H E A L T H & W E L L N E S S A S S E S S M E N T

47 Gym Proper Office Ventilation Proper Lighting and Emergency Power (i.e. Generator) Library Proper Waste Disposal and Segregation Facilities for the Physically- Challenged Ecumenical Chapel Fire Exits Functional Safety Devices for Emergencies Elevator Lack of Funds Lack of Funds Not appropriate since the building has only two () floors/stories. 7 H E A L T H & W E L L N E S S A S S E S S M E N T

48 Personnel Selection Board (PSB) 8 P SB

49 Republic of the Philippines Province of Davao del SUR MUNICIPALITY OF SANTA CRUZ -o0o- OFFICE OF THE MAYOR EXECUTIVE ORDER NO. 06 Series of 0 AN ORDER AMENDING EXECUTIVE ORDER NO. 0- RECONSTITUTING PERSONNEL SELECTION BOARD (PSB) OF THE STA. CRUZ, DAVAO DEL SUR AND DESIGNATION OF MEMBERS HEREOF. WHEREAS, the undersigned issued Executive Order No. 0- on the reconstituting of the Personnel Selection Board (PSB) of Santa Cruz, Davao del Sur; WHEREAS, one of the members that composed the Personnel Selection Board is a representative from the first and second level rank and file employees who shall be nominated by the accredited employee association in the agency; WHEREAS, due to promotion of the representative of the rank and file employees, the accredited employees union had nominated for replacement of such; WHEREAS, the Division Chief where the vacancy occurs were inadvertently not included in the E.O. 0- as member of the PSB; NOW, THEREFORE, I, JOEL RAY L. LOPEZ, Municipal Mayor of Sta. Cruz, Davao del Sur, by virtue of the powers vested in me by law, do hereby amend Executive Order No. 0- specifically Section I which shall now read as; SECTION. CREATION. A Personnel Selection Board (PSB) is hereby composed as: Chairman: ADELAIDA S. BADILLA Municipal Social Welfare and Dev t. Officer (LCE Authorized Representative) HON. ALEXIS C. ALMENDRAS Municipal Vice-Mayor (if the vacant position is in his office or in the Sangguniang Bayan Office) Members: ANITTA S. LUMANOG Administrative Officer V (HRMO III) (Highest official responsible for personnel management) 9 P SB

50 ALEJANDRA A. MANTO Administrative Officer V (Fiscal Examiner III) ( nd Level Representative) JENAMIE A. MELLINA Social Welfare Officer I ( nd Level Representative Alternate) JOEFFREY C. ESPINOSA Administrative Assistant II (Accounting Clerk II) ( st Level Representative) EMILIA E. PANGANTIJON Administrative Assistant II (Bookkeeper) ( nd Level Representative Alternate) Division Chief or the authorized representative from the career service of the organizational unit where the vacancy is; Done this st day of March, 0 at Santa Cruz, Davao del Sur, Philippines. (SGD) ATTY. JOEL RAY L. LOPEZ Municipal Mayor 0 P SB

51 Republic of the Philippines Province of Davao del SUR MUNICIPALITY OF SANTA CRUZ -o0o- OFFICE OF THE MAYOR EXECUTIVE ORDER NO. 0- AN ORDER RECONSTITUTING PERSONNEL SELECTION BOARD (PSB) OF THE STA. CRUZ, DAVAO DEL SUR AND DESIGNATION OF MEMBERS THEREOF. WHEREAS, pursuant to CSC Resolution No. 000 dated January 0, 00, the Civil Service Commission hereby adopts revised policies on Merit Promotion Plan; WHEREAS, selection of employees for appointment in the government service shall be open to all qualified men and women according to the principle of merit and fitness; WHEREAS, the Merit Promotion Plan shall cover positions on the first, second and third level and shall also include original appointments and other related personnel actions; WHEREAS, when a position in the first, second and third levels becomes vacant, applicants for employment who are competent, qualified and possess appropriate civil service eligibility shall considered for permanent appointment; WHEREAS, there is a need to establish a Personnel Selection Board (PSB) to assist the appointing authority in the judicious selection of personnel for employment as well as for promotion; NOW, THEREFORE, I, JOEL RAY L. LOPEZ, Municipal Mayor of Sta. Cruz, Davao del Sur, by virtue of the powers vested in me by law, do hereby ORDER: SECTION. CREATION. A Personnel Selection Board (PSB) is hereby composed as: Chairman: Members: OTELIO R. MARTEL Municipal Budget Officer (LCE Authorized Representative) HON. ALEXIS C. ALMENDRAS Municipal Vice-Mayor (if the vacant position is in his office or in the Sangguniang Bayan Officer) MARCELO A. BAUYA Administrative Officer V JULIUS CAESAR J. PEJO Local Treasury Operations Officer III ( nd Level Representative) P SB

52 IVY MAE L. ESTEBAN Planning Officer I ( nd Level Representative Alternate) DORIS C. TUNGAL Social Welfare Assistant ( st Level Representative) GENALYN G. DURANO Administrative Aide IV ( nd Level Representative Alternate) ANITA S. LUMANOG Administrative Officer V (HRMO III) (Ex-Officio Member) SECTION II. FUNCTION. The Personnel Selection Board (PSB) for st, nd and rd levels have the following functions and responsibilities: shall a. Adopt a formal screening procedure and formulate criteria for the evaluation of candidates for appointment, taking into consideration the following: a. Reasonable and valid standards and methods of applicants competing for a particular position. a. Criteria for evaluation of qualifications of applicants for appointment must suit the job requirements of the position. b. Disseminate screening procedure and criteria for selection to all agency officials and employees and interested applicants. Any modification of the procedure and criteria for selection shall likewise be properly disseminated. c. Prepare a systematic assessment of the competence and qualifications of candidates for appointment. Maintain fairness and impartiality in the assessment of candidates. Towards this end, the PSB may employ the assistance of external or independent resource persons and may initiate innovative schemes in determining the best and most qualified candidate; d. Evaluate and deliberate en banc the qualifications of those listed in the selection line-up; e. Submit the list of candidates recommended for appointment from which the appointing authority shall choose the applicant to be appointed. The list of recommended candidates should specify the top five () ranking candidates whose over-all point scores are comparatively at par based on the comparative assessment under Procedure. therefore. P SB

53 f. Maintain records of the deliberations which must be made accessible to interested parties upon written request and for inspection and audit by the C.S.C.; and g. Orient the officials and employees in the agency pertaining to policies relative to personnel actions, including the gender and development dimensions of the Merit Promotion Plan. SECTION III. EFFECTIVITY. This ORDER shall take effect immediately. Done this 7 th day of January, 0 at Santa Cruz, Davao del Sur, Philippines. (SGD) ATTY. JOEL RAY L. LOPEZ Municipal Mayor P SB

54 Republika ng Pilipinas LALAWIGAN NG TIMOG DABAW SANTA CRUZ TANGGAPAN NG SANGGUNIANG BAYAN 6 TH REGULAR SESSION November 8, 00 RESOLUTION NO. 08 Authored and Sponsored by: Co-Sponsored by: Hon. Ignatius R. Bajo Hon. Jerome A. Undalok Hon. Wilfredo C. Bulat-ag Hon. Manolito A. Lagrada Hon. Philip R. Rizada, Sr. Hon. Felicidad U. Grageda Hon. Carlos G. Tablada Hon. Oliver O. Enot ADOPTING THE REVISED COMPOSITION OF PERSONNEL SELECTION BOARD (PSB) PURSUANT TO CIVIL SERVICE COMMISSION (CSC) MEMORANDUM CIRCULAR NO.0, SERIES OF 00 RE: REVISED POLICIES ON MERIT SELECTION PLAN WHEREAS, the Civil Service Commission (CSC) had issued Memorandum Circular No. 0, s. 00 regarding the Revised Policies on Merit Promotion Plan, the composition of Personnel Selection Board (PSB) for first and second level positions shall be established in every agency, preferably with the following composition, to wit: a. Chairperson a. Local Chief Executive or authorized representative from the career service (Pursuant to RA 760) a. Vice-Mayor or the authorized representative from the career service if the vacant position is in his/her Office of the Office of the Sangguniang Bayan; b. Highest official responsible for personnel management; c. Division Chief or the authorized representative from the career service of the organizational unit where the vacancy is; d. Two representatives of the rank-in-file employees, one from the first level and one from the second level, who shall both be chosen by the duly accredited employee association, in the agency. P SB

55 In case there is no accredited employee association in the agency, the representatives shall be chosen at large by the employees through a general assembly or any other mode of selection to be conducted for the purpose. The candidate who garnered the second highest votes shall automatically be the alternative representative. WHEREAS, the said revised composition was indorsed by Mayor Joel Ray L. Lopez to the Body for adoption; WHEREAS, the Committee on Good Government, to which the above-said matter was referred to after a thorough discussions, recommended for the adoption of said new composition with the inclusion of the Chairman of the Good Government, Public Ethics and Accountability as a sitting member; WHEREFORE, on motion of Hon. Ignatius R. Bajo, unanimously seconded, it was RESOLVED, as it is hereby resolved by the Sangguniang Bayan of Santa Cruz, assembled in session to adopt the Revised Composition of the Personnel Selection Board pursuant to CSC Memorandum Circular No. 0, s. 00; RESOLVED FURTHER, that copies of this resolution be furnished to concerned offices for their information and guidance. UNANIMOUSLY APPROVED. CERTIFIED CORRECT: (SGD) BENBENUTO L. CASPI, JR. Secretary to the Sanggunian ATTESTED: (SGD) LOLITA P. LEGASPI SB Member/ OIC Vice-Mayor (Presiding Officer) APPROVED: December, 00 (SGD) ATTY. JOEL RAY L. LOPEZ Municipal Mayor P SB

56 Merit Selection Plan (MSP) 6 M S P

57 Republic of the Philippines Province of Dave del Sur MUNICIPALITY OF SANTA CRUZ -o0o- MERIT SELECTION PLAN Pursuant to the provision of Section, Book V of Administrative Code of 987 (Executive Order No. 9), CSC Memorandum Circular No., s. 979 as amended by CSC Memorandum Circular No. 8, s. 988, and CSC Memorandum Circular No. 8, s. 989, as further amended by CSC Memorandum Circular No. 0, s. 998, CSC Memorandum Circular No., s. 999, CSC Memorandum Circular No. 0, s. 00 this Merit Selection Plan (MSP) is hereby established for the guidance of all concerned. I. OBJECTIVES It is the policy of this municipality to strictly adhere to the principles of merit, fitness and equality. The selection of employees shall be based on their relative qualifications and competence to perform the duties and responsibilities of the position. There shall be no discrimination in the selection of employees on account of gender, civil status, disability, religion, ethnicity, or political affiliation. In this pursuit, the municipality s Merit Selection Plan aims to:. Establish a system that is characterized by strict observance of the merit, fitness and equality principles in the selection of employees for appointment to positions in the career and non-career service in all levels.. Create equal opportunities for employment to all qualified men and women to enter the government service and for career advancement in the LGU. II. SCOPE This Merit Selection Plan shall cover career position in the first, second and third level in the municipality including its attached offices. It may also include non-career positions. III. DEFINITION OF TERMS Agency - refers to department, agencies, bureaus of the national government, governmentowned-and-controlled corporations with original characters, state universities and colleges and local government units. Career Services - position in the civil service characterized by () entrance based on merit and fitness to be determined as far as practicable by competitive examination, or based on highly technical qualifications; () opportunity for advancement to higher career positions; and () security of tenure. 7 M S P

58 Comparatively at Par - predetermined reasonable difference or gap between point scores of candidates for appointment established by the PSB. Deep Selection - the process of selecting a candidate for appointment who is not next-in-rank but possesses superior qualifications and competence. Discrimination - is a situation wherein a qualified applicant is not included in the selection lineup on account of gender, civil status, pregnancy, disability, religion, ethnicity, or political affiliation. First Level Positions - shall include clerical, trades and crafts, and custodial service which involve sub-professional work in a non-supervisory or supervisory capacity. Hiring Quota - is the pre-determined ratio of applicants for appointment to ensure that one gender does not fall short of the desired percentage of the selection rate for the other in equivalent positions at every level, provided they meet the minimum requirements of the position. Job Requirement - requisites not limited to the qualification standards of the position, but may include skills, competencies, potential, physical and psycho-social attributes necessary for the successful performance of the duties required of the position. Next-in Rank Position - refers to a position which by reason of the hierarchical arrangement of positions in the agency or in the government is determined to be in the nearest degree of relationship to a higher position as contained in the agency s System of Ranking positions (SRP). Non-Career Service - positions expressly declared by law to be in the non-career service; or those whose entrance in the service is characterized by () entrance on bases other than those of the usual tests of merit and fitness utilized for the career service; and () tenure which is limited to the duration of a particular project for which purpose employment was made. Personnel Actions - any action denoting the movement or progress of personnel in the civil service such as original appointment, promotion, transfer, reinstatement, reemployment, detail, reassignment, secondment and demotion. Promotion - is the advancement of an employee from one position to another with an increase in duties and responsibilities as authorized by law and usually accompanied by an increase in salary. Psycho-Social Attributes - refer to the characteristics or traits of a person which involved both psychological and social aspects. Psychological includes the way he/she perceives things, ideas, beliefs and understanding and how he/she acts and relates these things to others and in social situations. 8 M S P

59 Qualification Standards - is a statement of the minimum qualifications for a position which shall include education, experience, training, civil service eligibility, and physical characteristics and personality traits required in the performance of the job. Qualified Next-in-Rank - refers to an employee appointed on a permanent status to a position next-in-rank to the vacancy as reflected in the SRP approved by the head of agency and who meets the requirements for appointment to the next higher position. Second Level Positions - involve professional, technical and scientific work in a nonsupervisory or supervisory capacity up to Division Chief Level or its equivalent. Selection - is the systematic method of determining the merit and fitness of a person on the basis of qualifications and ability to perform the duties and responsibilities of the position. Selection Line-Up - is a listing of qualified and competent applicants for consideration to a vacancy which includes, but not limited to, the comparative information of their education, experience, training, civil service eligibility, performance rating (if applicable), relevant work accomplishments, physical characteristics, psycho-social attributes, personality traits and potential. Superior Qualifications - shall mean outstanding relevant work accomplishments, educational attainment and training appropriate for the position to be filled. It shall include demonstration of exceptional job mastery and potential in major areas of responsibility. System of Ranking Positions - is the hierarchical arrangement of positions from highest to lowest, which shall be a guide in determining which position is next-in-rank, taking into consideration the following: a. Organizational structure; b. Salary grade allocation; c. Classification and functional relationship of positions, and d. Geographical location. IV. PROCEDURE. Publish the vacant position in the CSC Bulletin of Vacant Position or through other mode of publication and post the same in three () conspicuous places in the agency for at least ten (0) calendar days. Men and women shall be encouraged to apply. Vacant positions which are not filed within six (6) months should be re-published. The following positions are exempt from the publication requirement: a. Primarily confidential positions; b. Positions which are policy determining; 9 M S P

60 c. Highly technical positions; d. Other non-career positions; e. Third level positions (Career Executive Service); and f. Positions to be filled by existing regular employees in the agency in case of reorganization.. List candidates aspiring for the vacant position, either from within or outside the agency, including qualified next-in-rank employees. In the process, the following should be considered. The pre-determined ratio of applicants for appointment or hiring quota. An employee may be promoted or transferred to a position which is not more than three () salary, pay on job grades higher than the employee s present position except, in very meritorious cases, such as; if the vacant position is next-in-rank as identified in the SRP approved by the head of agency, or the lone or entrance position indicated in the agency staffing pattern. An employee who is on local or foreign scholarship or training grant or pregnant or on maternity leave may be considered for promotion. For this purpose, the performance ratings to be considered shall be the rating immediately prior to or after the scholarship or training grant or maternity leave. If promoted, the effectivity date of the promotional appointment shall be after the scholarship or training grant or maternity leave. Promotion within six (6) months prior to compulsory retirement shall not be allowed except as otherwise provided by law.. Conduct preliminary evaluation of the qualification of all candidates. Those initially found qualified shall undergo further assessment such as: written examination, skills test, interview and others. After which, selection line-up shall be prepared and posted in three () conspicuous places in the agency for at least fifteen () calendar days. The date of posting shall be indicated in the notice.. The selection line-up shall reflect the comparative competence and qualification of candidates on the basis of:.. PERFORMANCE For appointment by promotion, the performance rating of the appointee for the position that rating period prior to the effectivity date of he is handling the appointment should be at least very satisfactory. 60 M S P

61 For appointment by transfer involving promotion the performance rating for the last rating period immediately preceding the transfer from the former office or agency should be at least very satisfactory... EDUCATION and TRAINING - include educational background, successful completion of training courses accredited by the Civil Service Commission, scholarships, training grants and others which must be relevant to the duties of the position to be filled... EXPERIENCE and OUTSTANDING ACCOMPLISHMENTS - include occupational history, relevant work experience acquired either from the government or private sector, and accomplishments worthy of special commendation... PSYCHO-SOCIAL ATTRIBUTES and PERSONALITY TRAITS - refer to the characteristics or traits of a person which involved both psychological and social aspects. Psychological includes the way he/she perceives things, ideas, beliefs and understanding and how he/she acts and relates these things to other and in social situations... POTENTIAL - refers to the capacity and ability of a candidate to assume the duties of the position to be filled and those of higher or more responsible positions. A greater percentage weight shall be allocated to performance.. Notify all applicants of the outcome of the preliminary evaluation.. Submit the selection line-up to the PSB for deliberation en banc. Appointment to the following positions shall no longer be screen by the PSB. a. Substitute appointment due to their short duration and emergency nature. However, should the position be filed by regular appointment, candidates for the position should be screened and passed upon by the PSB; b. Appointment of faculty members and academic staff of state universities and colleges who belong to the closed career service; c. Appointment to entry laborer positions; d. Appointment to personal and primarily confidential positions; and e. Renewal of temporary appointment issued to the incumbent personnel. 6. Make a systematic assessment of the competence and qualifications of candidates for appointment to the corresponding level of positions. Evaluate and deliberate en banc the qualifications of those listed in the selection line-up. 6 M S P

62 7. Submit the list of candidates recommended for appointment from which the appointing authority shall choose the applicant to be appointed. The list of recommended candidates should specify the top five ranking candidates whose over-all point scores are comparatively at par based on the comparative assessment under Procedure. hereof. 8. Assess the merits of the PSB s recommendation for appointment and in the exercise of sound discretion, select, in so far as practicable, from among the top five ranking applicants deemed most qualified for appointment to the vacant position. The top five ranking candidates, however, should be limited to those whose overall point scores are candidates for appointment. 9. Issue appointment in accordance with the provisions of the agency Merit Selection Plan. 0. Post notice announcing the appointment of an employee in three () conspicuous places in the agency a day after the issuance of the appointment for at least fifteen () days. The date of posting should be indicated in the notice. V. GRIEVANCE. A qualified next-in-rank employee may present the grievance with the agency grievance machinery under the following conditions: a. Non-compliance with the selection process; b. Discrimination of account of gender, civil status, disability, pregnancy, religion, ethnicity or political affiliation; c. Disqualification of applicant to a career position for reason of lack of confidence of the appointing authority; and d. Other violations of the provisions of this Merit Selection Plan VI. COMPOSITION OF THE PERSONNEL SELECTION BOARD (PSB) For first and second level positions: a. As Chairperson: a. Local Chief Executive or authorized representative from the career service; (pursuant to RA 760) a. Vice-Mayor or the authorized representative from the career service if the vacant position is in his/her Office or in the Office of the Sanggunian. 6 M S P

63 b. Highest official responsible for personnel management; c. Division Chief or the authorized representative from the career service of the organizational unit where the vacancy is; d. Two representatives of the rank-and-file employees, one from the first level and one from the second level, who shall both be chosen by the duly accredited employee association, in the agency. In case there is no accredited employee association in the agency, the representatives shall be chosen at large by the employees through a general assembly or any other mode of selection to be conducted for the purpose. The candidate who garnered the second highest votes shall automatically be the alternate representative. The first level representative shall participate during the screening of candidates for vacancies shall participate during the screening of candidates for vacancies in the first level; the second level representative shall serve for a period of two () years. For continuity of operation, the duly accredited employee association may designate an alternate. The HRM Unit shall act as the secretariat for the PSB of first, second and third levels. The agency head shall ensure equal opportunity for men and women to be represented in the PSB for all levels. VII. FUNCTIONS AND RESPONSIBILITIES. The Human Resource Management Officer (HRMO) shall have the following functions and responsibilities: a. Disseminate copies of the agency Merit Selection Plan (MSP) and its annexes to all agency personnel after approval thereof by the Civil Service Commission. An orientation shall also be conducted by the HRD Unit within six (6) months upon approval of the MSP. This orientation is meant to ensure awareness and understanding of the Plan. A report on the same shall be submitted to the Civil Service Field Office concerned for record purposes; b. Develop a System of Ranking Positions which will be submitted for approval of the appointing authority, copy furnished the Civil Service Commission and its Field Office concerned, for reference purposes; c. Identify vacant positions that may be enrolled in the Brightest for the Bureaucracy Program (BBP); 6 M S P

64 d. Develop a Plan which shall set forth the number, knowledge and skills of personnel needed to achieve the organization s goals, objectives and programs; e. Develop and maintain an updated qualification database of employees of the agency to include education, training, experience, skills, competencies, and other similar information; f. Develop a program to fast track the career movement of employees with superior qualifications; and g. Publish vacant position in the CSC Bulletin of Vacant Position or through other mode of publication and post the same in three (0 conspicuous places in the agency for at least ten (0) calendar days; Vacant positions which are not filled within six (6) months should be republished. The following positions are exempts from the publication requirement: Primarily confidential positions; Positions which are policy determining; Highly technical positions: Other non-career positions; Third level positions (Career Executive Service); and Positions to be filled by existing regular employees in the agency in case of reorganization. Prepare list of candidates aspiring for the vacant position either from within or outside the agency, including qualified next-in-rank employees within fifteen () days from completion of the preliminary evaluation. In the process, the following should be considered: The pre-determined ratio of applicants for appointment or hiring quota. An employee may be promoted or transferred to a position which is not more than three () salary, pay or job grades higher than the employee s present position except, in very meritorious cases, such as: if the vacant position is next-in-rank as identified in the SRP approved by the head of agency, or the lone or entrance position indicated in the agency staffing pattern. 6 M S P

65 An employee who is on local or foreign scholarship or training grant or pregnant or on maternity leave may be considered for promotion. For this purpose, the performance ratings to be considered shall be the rating immediately prior to or after the scholarship or training grant or maternity leave. If promoted, the effectivity date of the promotional appointment shall be after the scholarship or training grant or maternity leave. Promotion within six (6) months prior to compulsory retirement shall not be allowed except as otherwise provided by law. i. Conduct preliminary evaluation of the qualification of all candidates. Those initially found qualification shall undergo further assessment such as: written examination, skills test, interview and others. After which, selection line-up shall be prepared and posted in three () conspicuous places in the agency for at least fifteen () calendar days. The date of posting shall be indicated in the notice; j. Notify all applicants of the outcome of the preliminary evaluation; k. Submit selection line-up to the PSB for deliberation en banc. Appointment to the following positions shall no longer be screened by the PSB: Substitute appointment due to their short duration and emergency nature. However, should the position be filled by regular appointment, candidates for the position should be screened and passed upon by the PSB; Appointment of faculty members and academic staff of state universities and colleges who belong to the closed career service; Appointment to entry laborer positions; Appointment to personal and primarily confidential positions; and Renewal of temporary appointment issued to the incumbent personnel.. The employees shall be responsible for updating their Personal Data Sheet annually, if deemed necessary, and submit supporting documents thereto to the HRD Unit.. The Personnel Selection Board for st, nd and rd levels shall have the following functions and responsibilities: a. Adopt a formal screening procedure and formulate criteria for the evaluation of candidates for appointment, taking into consideration the following: 6 M S P

66 a. Reasonable and valid standards and methods of evaluating the competence and qualifications of all applicants competing for a particular position. a. Criteria for evaluation of qualifications of applicants for appointment must suit the job requirements of the position. b. Disseminate screening procedure and criteria for selection to all agency officials and employees and interested applicants. Any modification of the procedure and criteria for selection shall likewise be properly disseminated; c. Prepare a systematic assessment of the competence and qualifications of candidates for appointment. Maintain fairness and impartiality in the assessment of candidates. Towards this end, the PSB may employ the assistance of external or independent resource persons and may initiate innovative schemes in determining the best and most qualified candidate; d. Evaluate and deliberate en banc the qualifications of those listed in the selection line-up; e. Submit the list of candidates recommended for appointment from which the appointing authority shall choose the applicant to be appointed. The list of recommended candidates should specify the top five ranking candidates whose over-all point scores are comparatively at par based on the comparative assessment under Procedure. hereof. f. Maintain records of the deliberations which must be made accessible to interested parties upon written request and for inspection and audit by the CSC; and g. Orient the officials and employees in the agency pertaining to policies relative to personnel actions, including the gender and development dimensions of the Merit Selection Plan.. The appointing authority shall have the following functions and responsibilities: a. Establish a Personnel Selection Board and see to it that all PSB members undergo orientation and workshop on the selection/promotion process and CSC policies on appointments. The agency head shall, as far as practicable, ensure equal opportunity for men and women to be represented in the PSB for all levels; b. Assess the merits of the PSB s recommendation for appointment and in the exercise of sound discretion, select, in so far as practicable, from among the following. 66 M S P

67 Top five ranking applicants deemed most qualified to the vacant position. Applicants who have undergone deep selection and found to possess superior qualifications; and pool of the Brightest for the Bureaucracy Program (BBP) c. Issue appointments in accordance with the provisions of the agency Merit Selection Plan. VIII. EEFECTIVITY The Merit Selection Plan and subsequent amendments thereto shall take effect immediately after approval by the Civil Service Commission Regional Office. IX. COMMITMENT I hereby commit to implement and abide by the provisions of this Merit Selection Plan. It is understood that this MSP shall be the basis for expeditious approval of appointments. (SGD) ATTY. JOEL RAY L. LOPEZ Municipal Mayor CSS Action: I have evaluated the herein agency Merit Selection Plan and found it to be in accordance with the provision of CSC MC 0, s. 00 and may now be implemented. (SGD) ELMER R. BARTOLATA CSC Regional Director February 8, M S P

68 System of Ranking Position (SRP) 68 S RP

69 Republic of the Philippines Province of Dave del Sur MUNICIPALITY OF SANTA CRUZ -o0o- SYSTEM OF RANKING POSITION SECOND LEVEL POSTION POSITION TO BE FILLED LOCATION SALARY GRADE POSITION NEXT-IN-RANK LOCATION SALARY GRADE Secretary to the Sanggunian SBO OPEN - - Mun. Plng. & Dev't. Coordinator MPDO OPEN - - Municipal Civil Registrar MCR Registration Officer III MCR 8 Municipa Budget Officer MBO OPEN - - Municipal Accountant MAO OPEN - - Municipal Treasurer MTO Assistant Mun. Treasurer MTO Municipal Assessor MASSO OPEN - - Municipal Health Officer MHO Medical Officer V MHO Mun. Socia Welfare & Dev't. Officer MSWDO OPEN - - Municipal Agriculturist MAGRO Senior Agriculturist MAGRO 8 Municipal Engineer MEO Engineer III MEO 9 Assistant Municipal Treasurer MTO Local Treasury Optn. Officer III MTO 8 Medical Officer V MHO OPEN - - Engineer III MEO 9 Engineer I MEO Dentist III MHO 9 OPEN - - Administrative Officer V All Offices 8 Administrative Officer IV MAO Licensing Officer III MMO 8 Local Revenue Coltn. Officer II MTO Senior Tourism Operations Officer MMO 8 Tourism Operation Officer I MMO Planning Officer I All Offices Registration Officer III MCR 8 Registration Officer II MCR Local Treasury Optn. Officer III MTO 8 Local Revenue Coltn. Officer II MTO Local Assessment Optn. Ofcr.II MASSO Administrative Officer IV MAO Senior Agriculturist MAGRO 8 Agriculturist II MAGRO Market Supervisor III MEEO 8 OPEN - - Nurse III MHO 6 Nurse II MHO Housing & Homesite Reg. Ofcr. III MMO 6 Engineer I MEO Administrative Officer IV MAO Administrative Officer III MTO Local Revenue Collection Officer II MTO Administrative Officer III MTO Local Assessment Operation Ofcr.II MASSO Tax Mapper I MASSO Medical Technologist II MHO Medical Technologist I MHO Social Welfare Officer II MSWDO Social Welfare Officer I MHO Agriculturist II MAGRO Agriculturist I MAGRO Aquaculturist I MAGRO Cooperative Dev't. Officer I MAGRO 69 S RP

70 Environment Mgt. Specialist I MAGRO Administrative Officer III SBO Administrative Officer I MMO 0 Nurse II MHO OPEN - - Registration Officer II MCR OPEN - - Engineer I MEO OPEN - - Computer Maint.Technologist MMO OPEN - - Tourism Operation Officer I MMO OPEN - - Planning Officer I All Offices OPEN - - Project Development Officer MPDO OPEN - - Administrative Officer II MAO OPEN - - Local Revenue Collection Officer I MAO OPEN - - Tax Mapper I MASSO OPEN - - Medical Technologist I MHO OPEN - - Social Welfare Officer I MSWDO OPEN - - Community Affairs Officer I MSWDO OPEN - - Agriculturist I MAGRO OPEN - - Aquaculturist I MAGRO OPEN - - Cooperative Dev't. Specialist I MAGRO OPEN - - Environment Mgt. Specialist I MAGRO OPEN - - Administrative Officer I MMO 0 OPEN - - FIRST LEVEL POSTION POSITION TO BE FILLED LOCATION SALARY GRADE POSITION NEXT-IN-RANK LOCATION SALARY GRADE Midwife III MHO Midwife II MHO Midwife II MHO Midwife I MHO 9 Construction Maint. Gen. Foreman MEO OPEN - - Administrative Assistant III SBO 9 OPEN - - Revenue Collection Clerk III MTO 9 Administrative Assistant II All Offices 8 Assessment Clerk III MASSO 9 Assessment Clerk II MASSO 6 Administrative Assistant II All Offices 8 Administrative Aide VI All Offices 6 Project Development Assistant MPDO 8 OPEN Draftsman II MPDO 8 Draftsman I All Offices 6 Midwife II MHO 8 OPEN - - Sanitation Inspector II MHO 8 Sanitation Inspector I MHO 6 Sanitation Inspector I MHO 6 OPEN - - Social Welfare Assistant MSWDO 8 OPEN - - Day Care Worker II MSWDO 8 OPEN - - Market Inspector II MEEO 8 OPEN - - Meat Inspector II MEEO 8 OPEN - - Administrative Assistant I MPDO 7 OPEN - - Watchman III MEEO 7 Watchman I MEEO Administrative Aide VI All Offices 6 Administrative Aide IV All Offices License Inspector I MMO 6 OPEN - - Draftsman I All Offices 6 OPEN S RP

71 Legislative Staff Assistant SBO 6 Administrative Aide IV All Offices Assessment Clerk II MASSO 6 Administrative Aide IV All Offices Day Care Worker I MSWDO 6 OPEN - - Mechanic I MEO 6 OPEN - - Administrative Aide V MEEO OPEN - - Administrative Aide IV All Offices Administrative Aide III All Offices Dental Aide MHO OPEN - - Social Welfare Aide MSWDO Administrative Aide III All Offices Heavy Equipment Operator MEEO OPEN - - Administrative Aide III All Offices Administrative Aide II All Offices Cook I MEEO OPEN - - Mason I MEO OPEN - - Watchman I MEEO OPEN - - Cemetery Caretaker MEEO OPEN - - Administrative Aide II MMO OPEN - - x-x-x-x-x-x-x-x-x-x-x-x-x-x-x-x-x Note: All Administrative Aide I (Laborers & Utility Workers) positions are open positions. Concurred by: Approved: (SGD) ATTY. ANNABELLE B. ROSELL Director IV Civil Service Commission, Region XI (SGD) ATTY. JOEL RAY L. LOPEZ Municipal Mayor 7 S RP

72 PRAISE Program on Awards and Incentives for Service Excellence 7 P R A I S E

73 Republic of the Philippines Province of Dave del Sur MUNICIPALITY OF SANTA CRUZ -o0o- OFFICE OF THE MAYOR EXECUTIVE ORDER No. 09- AN ORDER REORGANIZING THE PROGRAM ON AWARDS AND INCENTIVES FOR SERVICE EXCELLENCE (PRAISE) OF SANTA CRUZ, DAVAO DEL SUR AND DESIGNATION OF MEMBERS HEREOF. WHEREAS, in line with the Revised Policies on Employee Suggestions Incentives Awards System (ESIAS) provided under CSC Resolution No. 00 and CSC MC No. 0, series of 00, the Local Government Unit (LGU) of Santa Cruz, this municipality, adopts the herein Program an Awards and Incentives for Service Excellence (PRAISE) to be referred to as LGUPRAISE; WHEREAS, the general objectives for establishing LGUPRAISE is to encourage, recognize and reward employees, individually and in groups, for their suggestions, innovative ideas, inventions, behavior, extraordinary acts or services in the public interest and other personal efforts which contribute to the efficiency, economy and improvement operations, which lead to organizational productivity; WHEREAS, the specific objectives for establishing this personnel mechanism is to establish a mechanism for identifying, selecting, rewarding and providing incentives to deserving employees at the start of each year; to identify outstanding accomplishment, best practices of employees on a continuing basis; to recognize and reward accomplishments and innovations to motivate employees who have contribute ideas, suggestions, inventions, discoveries, superior accomplishments and other personal efforts; WHEREAS, there is a need to create/establish a Program on Awards and Incentives for Service Excellence (PRAISE) to assist the LCE for identifying, selecting, rewarding and providing incentives to deserving employees, outstanding accomplishment best practices of employees on a continuing basis; NOW, THEREFORE I, JOEL RAY L. LOPEZ, Municipal mayor of Santa Cruz, Davao del Sur, by virtue of the powers vested in me by law, do hereby Order: SECTION I. CREATION. The PRAISE Committee shall be created with one following composition: Chairman - ATTY. ENGELBERT R. CALGAS Municipal Legal Officer/Acting Municipal Administrator (Authorized Representative) Members - Ms. DULA C. JUMILLA Assistant Municipal Treasurer Ms. AURORA S. HERBITO Municipal Planning and Development Coordinator 7 P R A I S E

74 Ms. RUFA T. MACROHON Municipal Budget Officer Ms. ANITA S. LUMANOG HRMO III Ms. MA. CHERYL D. SERENATAS Tourism Operations Officer I ( nd Level Representative) Ms. RINA FE E. GAMAO Administrative Assistant II ( st Level Representative) SECTION II. PRAISE COMMITTEE. The PRAISE Committee shall have the following specific responsibilities and composition. It shall be responsible for the development, administration, monitoring and evaluation of the awards and incentives system of the LGU. As such, the Committee shall meet periodically to perform the following tasks: Establish a system of incentives and awards to recognize and motivate employees for their performance and conduct; Formulate, adopt and amend internal rules, policies and procedures to govern the conduct of its activities which shall include the guidelines in evaluating the nominees and the mechanism for recognizing the awardees; Determine the forms of awards and incentives to be granted; Monitor implementation of approved suggestions and ideas through feedback and reports; Prepare plans, identify resources and propose budget for the system on an annual basis; Develop, produce, distribute a system policy manual and orient the employees on the same; Document best practices, innovative ideas and success stories which will serve as promotional materials to sustain interest and enthusiasm; Submit an annual report on the awards and incentives system to the CSC on or before the thirtieth day of January; Monitor and evaluate the system s implementation every year and make essential improvements to ensure its suitability to the LGU; and Address issues relative to awards and incentives within fifteen () days from the date of submission. SECTION III. FUNDING. The LGU shall allocate at least % of the Human Resource Development (HRD) for the PRAISE and incorporate the same in its annual Work and Financial Plan and budget. SECTION IV. EFFECTIVITY. This Order shall take effect immediately. DONE this th day of September 0 at Santa Cruz, Davao del Sur, Philippines. (SGD) ATTY. JOEL RAY L. LOPEZ Municipal Mayor 7 P R A I S E

75 Republic of the Philippines Province of Dave del Sur MUNICIPALITY OF SANTA CRUZ -o0o- PROGRAM ON AWARDS AND INCENTIVES FOR SERVICE EXCELLENCE (PRAISE) OF THE LOCAL GOVERNMENT UNIT OF STA. CRUZ In line with the Revised Policies on Employee Suggestions and Incentive Awards System (ESIAS) provided under CSC Resolution No. 00 and CSC MC No. 0 s. 00, the Local Government Unit (LGU) of Sta. Cruz, this municipality adopts the herein Program on Awards and Incentives for Service Excellence (PRAISE) to be referred to as LGUPRAISE. I. OBJECTIVES. General To encourage, recognize and reward employees, individually and in groups, for their suggestions, innovative ideas, inventions, discoveries, superior accomplishments, heroic deeds, exemplary behavior, extraordinary acts or services in the public interest and other personal efforts which contribute to the efficiency, economy and improvement in government operations, which lead to organizational productivity.. Specific.. to establish a mechanism for identifying, selecting, rewarding and providing incentives to deserving employees at the start of each year;.. to identify outstanding accomplishments, best practices of employees on a continuing basis;.. to recognize and reward accomplishments and innovations periodically or as the need arises;.. to provide incentives and interventions to motivate employees who have contributed ideas, suggestions, inventions, discoveries, superior accomplishments and other personal efforts. 7 P R A I S E

76 II. SCOPE The System shall apply to all employees in the career and non-career service of this agency. III. DEFINITION OF TERMS AGENCY - refers to departments, agencies, bureaus of the national government, government-owned-and-controlled corporations with original charters, state universities and colleges and local government units. AWARD - recognition which may be monetary or non-monetary conferred on individual or group of individuals for ideas, suggestions, inventions, discoveries, superior accomplishments, exemplary behavior, heroic deeds, extraordinary acts or services in the public interest which contribute to the efficiency, economy, improvement in government operations which lead to organizational productivity. CAREER - positions in the civil service characterized by () entrance based on merit and fitness to be determined as far as practicable by competitive examination, or based on highly technical qualifications; () opportunity for advancement to higher career positions; and () security of tenure. CONTRIBUTION - any input which can be in the form of an idea or performance (See also Idea Type and Performance type contribution). DISCOVERY - is the uncovering of something previously existing but found or learned for the first time which will improve public service delivery. IDEA TYPE CONTRIBUTION - refers to an idea, a suggestion or an invention or discovery for improvement to effect economy in operation, to increase production and improve working conditions. INCENTIVE - monetary or non-monetary motivation or privilege given to an official or employee for contributions, suggestions, inventions, ideas, satisfactory accomplishment or demonstration of exemplary behavior based on agreed performance standards and norms of behavior. INVENTIONS - the creation of something previously non-existent which will benefit the government. NON-CAREER - positions expressly declared by law to be in the non-career service; or those whose entrance in the service is characterized by () entrance on bases other than those of the usual tests of merit and fitness utilized for the career service and () tenure which is limited to the duration of a particular project for which purpose employment was made. 76 P R A I S E

77 PERFORMANCE TYPE CONTRIBUTION - refers to performance of an extraordinary act or service in the public interest in connection with, or related to one s official employment; or outstanding community service or heroic acts in the public interest; or sustained work performance for a minimum period of one year which is over and above the normal position requirement of the individual or group. SUGGESTION - idea or proposal which improves work performance, systems and procedures and economy in operations that will benefit the government. SYSTEM - the agency awards and incentives program for employees. IV. TYPES OF AWARDS. National Awards The agency shall participate in the search for deserving employees who may be included in the screening of candidates for awards given by other government agencies, private entities, NGOs and other award giving bodies such as the:.. Presidential or Lingkod Bayan Award - conferred on an individual for consistent, dedicated performance exemplifying the best in any profession or occupation resulting in the successful implementation of an idea or performance, which is of significant effect to the public or principally affects national interest, security and patrimony... Outstanding Public Official/Employee or Dangal ng Bayan Award - granted to any public official or employee in government who has demonstrated exemplary service and conduct on the basis of his or her observance of one or more of the eight (8) norms of behavior described under Republic Act No. 67 of the Code of Conduct and Ethical Standards for Government Officials and Employees... Civil Service Commission of the PAGASA Award - conferred on a group of individuals or team who has demonstrated outstanding teamwork and cooperation, which resulted in the successful achievement of its goal or has greatly improved public service delivery, economy in operation, improved working conditions or otherwise benefited the government in many other ways... Other Awards - given by other government agencies, private institutions of NGOs to an individual or team for contributions of an idea or performance that directly benefited the government.. Department or Agency Level Awards The agency shall develop and initiate the search for deserving employees who may be included in the screening of candidates for awards to be given such as: 77 P R A I S E

78 .. Best Employee Award - granted to an individual or individuals who excelled among peers in a functional group, position or profession. A cash award of not less than the amount provided under relevant existing laws shall be given to outstanding employees plus a certificate of recognition or other forms of incentives as the committee may decide, e.g., Best Division Chief, Best Secretary, Best Legal Officer, Best Driver, Best Utility Worker ad other similar awards... Gantimpala Agad Award - given outright to employees commended by clients for their courtesy, promptness, efficiency and dedication to duty... Exemplary Behavior Award - based on the eight norms of conduct as provided under RA 67 (Code of Conduct and Ethical Standards). The awardee will be automatically nominated by the LGU PRAISE Committee to the Dangal ng Bayan Award... Best Organizational Unit Award - granted to the top organizational unit which may be a section, division or office on the basis of meeting organization s performance targets and other pre-determined criteria... Cost Economy Measure Award - granted to an employee or team whose contributions such as ideas, suggestions, inventions, discoveries or performance of functions result in savings in terms of man-hours and cost or otherwise benefit the LGU and government as a whole. The monetary award shall not exceed 0% of the monetary savings generated from the contribution...6 Service Award - conferred on retirees whether under optional or compulsory retirement schemes held during a fitting ceremony on or before the date of their retirement...7 Such other awards which the LGU may decide to give. V. TYPES OF INCENTIVES The agency shall continuously search, screen and reward deserving employees to motivate them to improve the quality of their performance and instill excellence in public service. As such the following types of incentives shall be regularly awarded:. Loyalty Incentive - granted to an employee who has served continuously and satisfactorily the LGU for at least ten (0) years. Under existing policies, the recipient shall be entitled to a cash award of not less than P00.00 but not more than, per year during the first ten years. Succeeding awards shall be given every five years thereafter. The Loyalty Cash Bonus shall be granted based on the following; 78 P R A I S E

79 Cumulative No. of Years Annual Rate per five years 0 yrs. P00.00 yrs. Plus P0.00 or P yrs. Plus P 0.00 or P00.00 yrs. Plus P 0.00 or P yrs. Plus P 0.00 or P yrs. Plus P 0.00 or P yrs. Plus P 0.00 or P Besides cash award, a lapel emblem/loyalty pin shall be given: 0 and years Bronze 0 and years Silver 0, & 0 years Gold Other token such as wrist watch, ring, and others.. Length of Service Incentive - given to an employee who has rendered at least three () years of continuous satisfactory service in the same position. The cash award shall be incorporated in the salary adjustments following the Joint CSC-DBM Circular No., s Productivity Incentive - in the amount of Two Thousand Pesos (P,000.00) shall be given to an employee who has exceeded his target or has incurred incremental improvement over existing targets and One thousand Pesos (P,000.00) shall be given to an employee who have performed at least satisfactory for the year covered in accordance with the agency s CSC-approved PES. This incentive shall follow relevant existing guidelines.. Career and Self-Development Incentive - granted in recognition of an individual who has satisfactorily completed a course or degree within or outside the country at one s own expense. A plaque of recognition may be given to qualified individuals during the LGUs anniversary celebration.. Retirement Award shall be given to a retiree who has rendered at least fifteen () years of satisfactory government service which shall be in the form of a plaque of appreciation and a karat ring for those 60 years old above with at least 0 years in service and a token for those who have less than 0 years in service to be determined by the PRAISE Committee..6 Medical Allowance in the amount of Two thousand Pesos (P,000.00) per year shall be given to all regular employees who have rendered at least one year continuous service..7 Free Medical Examination - Compulsory medical examination shall be provided to all regular employees before entering the service in the Government and shall be repeated 79 P R A I S E

80 once a year during the tenure of employment; Provided that where medical examination shows that medical treatment and/or hospitalization is necessary for those already in the government service, the treatment and/or hospitalization including medicines shall be provided free by the municipal government paying the salary of such employees: Provided further, that the cost of such medical examination and treatment shall be included as automatic appropriation the municipal budget s annual budget..8 Staple Food Incentive shall be given to all regular employees in the amount of Seven Thousand Two Hundred Pesos (P7,00.00) to help the employees in coping the present economic crisis..9 All employees who are required to render overtime services shall be given day off in lieu of overtime pay..0 Fringe Benefits - shall be given to all employees based on the following manner: a. P0, shall be given to all municipal employees who have rendered at least two () years continuous service in the LGU; b. P, shall be given to all municipal employees who have rendered at least one () year of continuous service in the LGU..6 Other incentives which the LGUs PRAISE Committee may recommend on the basis of special achievements, innovative approaches to assignments, exemplary service to the public and recognition by an outside group of a particular achievement. VI. FORMS OF AWARDS AND INCENTIVES 6. Compensatory Time-Off - granted to an employee who has worked beyond his regular office hours on a project without overtime pay. 6. Flexiplace - work arrangement allowed for qualified employee/s who has demonstrated responsibility, initiative, and capacity to produce output/result and accomplishment outside of the workplace subject to established guidelines. 6. Salu-salo Together - meal hosted by superiors or supervisors for employees who have made significant contributions. 6. Personal Growth Opportunities - incentives which may be in the form of attendance in conferences on official business, membership in professional organizations, books, journals, tapes, travel packages and other learning opportunities. 6. Trophies, Plaques and Certificates 6.6 Monetary Award 6.7 Travel Packages 6.8 Other Incentives - incentives in kind which may be in the form of merchandise, computers, pagers, cellular phones, reserved parking space, recognition posted at the Wall of Fame, feature in LGU publication, and others. 80 P R A I S E

81 VII. PRAISE COMMITTEE The PRAISE Committee shall have the following specific responsibilities and composition. It shall be responsible for the development, administration, monitoring and evaluation of the awards and incentives system of the LGU. As such, the Committee shall meet periodically to perform the following tasks: establish a system of incentives and awards to recognize and motivate employees for their performance and conduct; formulate, adopt and amend internal rules, policies and procedures to govern the conduct of its activities which shall include the guidelines in evaluating the nominees and the mechanism for recognizing the awardees; determine the forms of awards and incentives to be granted; monitor implementation of approved suggestions and ideas through feedback and reports; prepare plans, identify resources and propose budget for the system on an annual basis; develop, produce, distribute a System policy manual and orient the employees on the same; document best practices, innovative ideas and success stories which will serve as promotional materials to sustain interest and enthusiasm; submit an annual report on the awards and incentives system to the CSC on or before the thirtieth day of January; monitor and evaluate the System s implementation every year and make essential improvements to ensure its suitability to the LGU; and address issues relative to awards and incentives within fifteen () days from the date of submission. To implement the System effectively, the PRAISE Committee members are expected to possess positive attitude; be capable of implementing submitted ideas; open-minded; decisive; have tolerance for stress or pressure; and actively participate in all committee meetings. The head of the LGU of Sta. Cruz or authorized representative shall be responsible in overseeing the System s operations and the Human Resource Management Unit shall serve as the System s Secretariat. The LGU may, however, employ an external or independent body to assist the LGUPRAISE Committee to judiciously and objectively implement the system of incentives and awards. a. Municipal Mayor or authorized representative; b. Highest ranking employee in charge of human resource management of the career service employee directly responsible for personnel management; c. The Municipal Planning and Development Officer d. The Municipal Budget Officer e. The Municipal Treasurer; and f. Two () representatives of the career rank-and-file employee who shall serve for a period of two years and chosen through a general assembly or any other mode of 8 P R A I S E

82 selection to be conducted for the purpose or designated by the accredited union (one from the first level and one from the second level). VIII. FUNDING The LGU shall allocate at least % of the Human Resource Development (HRD) for the PRAISE and incorporate the same in its annual Work and Financial Plan and budget. IX. EFFECTIVITY The LGUPRAISE shall become effective after final evaluation by the CSC. Subsequent amendments shall likewise be submitted to CSC Regional Office for evaluation and shall take effect immediately. X. COMMITMENT I hereby commit to implement and abide by the provisions of this LGUPRAISE which shall be the basis for the grant of awards and incentives including Productivity Incentive Bonus. The annual PRAISE Report shall be submitted to the CSC Regional Office concerned on or before the thirtieth day of January to enable our employees to qualify for nomination to the CSC-sponsored national awards. (SGD) ATTY. JOEL RAY L. LOPEZ Municipal Mayor CSC Action: I have evaluated the herein agency PRAISE and found it to be in accordance with the provision of CSC MC 0, S. 00 and may now be implemented. (SGD) ELMER R. BARTOLATA Director IV Region XI December 6, 00 8 P R A I S E

83 Grievance Machinery 8 G R I E V A N C E

84 Republic of the Philippines Province of Dave del Sur MUNICIPALITY OF SANTA CRUZ -o0o- OFFICE OF THE MAYOR EXECUTIVE ORDER No. 08- AN ORDER RECONSTITUTING GRIEVANCE MACHINERY OF SANTA CRUZ, DAVAO DEL SUR AND DESIGNATION OF MEMBERS THEREOF. WHEREAS, CSC Resolution No. 00, dated January 0, 00, contained with the Revised Policies on the Settlement of Grievance in the Public Sector and implemented through CSC Memorandum Circular No., series of 00; WHEREAS, the objectives of establishing this machinery are to created a work atmosphere conducive to good supervisor-employee relations and improved employee morale; settle grievance at the lowest possible level in the organization; and serve as the catalyst for the development of capabilities of personnel on dispute settlement, especially among supervisors in the LGU; WHEREAS, the Grievance Machinery applies to all levels of officials and employees in the LGU and it may also apply to non-career employees whenever applicable; WHEREAS, there is a need to establish a Grievance Machinery, a system or method of determining and finding the best way to address the specific cause or causes of grievance. NOW, THEREFORE, I, JOEL RAY L. LOPEZ, Municipal Mayor of Santa Cruz, Davao del Sur, by virtue of the powers vested in me by law, do hereby ORDER: SECTION I. CREATION. The Grievance Machinery shall be created/established with the following composition: Chairperson - ATTY. ENGELBERT R. CALGAS Municipal Legal Officer/Acting Municipal Administrator Members - Ms. ELSA L. VILLAFLOR Administrative Officer III ( nd Level Representative Alternate) Ms. MARY GRACE A. BALINGAN Administrative Officer V (Authorized Representative) Mr. MICHAEL RYAN D. BAJO Planning Officer I ( nd Level Representative) 8 G R I E V A N C E

85 Ms. OMMI KHARZOM L. BUAT Administrative Aide VI ( st Level Representative Alternate) SECTION II. FUNCTION. The Grievance Committee shall have the following functions and responsibilities:. Establish its own internal procedures and strategies. Membership in the grievance committee shall be considered part of the members regular duties;. Develop and implement pro-active measures or activities to prevent grievance such as employee assembly which shall be conducted at least once every quarter, talakayan, counseling and other HRD interventions. Minutes of the proceedings of these activities shall be documented for audit purposes;. Conduct continuing information drive on Grievance Machinery among officials and employees in collaboration with the personnel unit;. Conduct dialogue between and among the parties involved;. Conduct an inquiry and hearing within ten (0) working days from receipt of the grievance and render a decision within five () working days after the inquiry. Provided, however, that where the object of the grievances is the grievance committee, the aggrieved party may submit the grievance to top management; 6. Direct the documentation of the grievance including the preparation and signing of written agreements reached by the parties involved; 7. Issue Certification on the Final Action on the Grievance (CFAG) which shall contain, among other things, the following information: history and final action taken by the LGU on the grievance; and 8. Submit a quarterly report of its accomplishments and status of unresolved grievances to the Civil service Commission Regional Office concerned. SECTION III. APPLICATION OF GRIEVANCE MACHINERY. The following instances shall be acted upon through the grievance machinery: a. Non-implementation of policies, practices and procedures on economic and financial issues and other terms and conditions of employment fixed by law, including salaries, incentives, working hours, leave benefits such as delay in the processing of overtime pay, unreasonable withholding of salaries and inaction on application for leave; b. Non-implementation of policies, practices and procedures which affect employees from recruitment to promotion, detail, transfer, retirement, termination, lay-offs, and other 8 G R I E V A N C E

86 related issues that affect then such as failure to observe selection process in appointment, and undue delay in the processing of retirement papers; c. Inadequate physical working conditions such as lack of proper ventilation in the workplace, and insufficient facilities and equipment necessary for the safety and protection of employees whose nature and place of work are classified as high risk or hazardous; d. Poor interpersonal relationships and linkages such as unreasonable refusal to give official information by one employee to another; e. Protest on appointments; and f. All other matters giving rise to employee dissatisfaction and discontentment outside of those cases enumerated above. The following cases shall not be resolved through the grievance machinery: a. Disciplinary cases which shall be resolved pursuant to the Uniform Rules on Administrative Cases; b. Sexual harassment cases as provided for in RA 7877; and c. Union-related issues and concerns. SECTION IV. GRIEVANCE PROCEDURES. The procedures for seeking redress of grievances shall be as follows:. Discussion with Immediate Supervisor. At the first instance, a grievance shall be presented verbally or in writing by the aggrieved party to his or her immediate supervisor. The supervisor shall inform the aggrieved party of the corresponding action within three () working days from the date of presentation. Provided, however, that where the object of the grievance is the immediate supervisor, the aggrieved party may bring the grievance to the next higher supervisor.. Appeal to the Higher Supervisor. If the aggrieved party is not satisfied with the verbal decision, he or she may submit the grievance in writing, within five () days to the next higher supervisor who shall render his or her decision within () working days from receipt of the grievance.. Appeal to the Grievance Committee. The decision of the next higher supervisor may be elevated to the grievance committee within five () working days from receipt of the decision of the next higher supervisor. 86 G R I E V A N C E

87 The grievance committee may conduct an inquiry and hearing within ten (0) working days after the investigation. Provided, however, that where the object of the grievance is the grievance committee, the aggrieved party may submit the grievance to top management.. Appeal to Top Management. If the aggrieved party is not satisfied with the decision of the grievance committee, he or she may elevate his or her grievance within five () working days from receipt of the decision through the committee to top management who shall make the decision within ten (0) working days after the receipt of the grievance. Provided, however, that where the object of the grievance is the top management, the aggrieved party may bring his or her grievance directly to the Civil Service Commission Regional Office.. Appeal to the Civil Service Commission Regional Office. If the aggrieved party is not satisfied with the decision of top management, he or she may appeal or elevate his or her grievance to the Civil Service Commission Regional Office concerned within fifteen () working days from the receipt of such decision. Together with the appeal, the aggrieved party shall submit a Certification on the final Action on the Grievance (CFAG). The Civil Service Commission Regional Office shall rule on the appeal in accordance with existing civil service law, rules and regulations. SECTION V. EFFECTIVITY. This Grievance Machinery shall take effect immediately upon approval by the Civil Service Commission Regional Office concerned. SECTION VI. COMMITMENT. I hereby commit to implement the provisions of this Grievance Machinery and take necessary action in accordance with existing civil service law and rules against supervisors or officials who refuse to act on a grievance brought before their attention. (SGD) ATTY. JOEL RAY L. LOPEZ Municipal Mayor September, 0 87 G R I E V A N C E

88 Republic of the Philippines Province of Davao del SUR MUNICIPALITY OF SANTA CRUZ -o0o- OFFICE OF THE MAYOR MEMORANDUM ORDER NO. 00-A Series of 00 T O : ALL LOCAL OFFICIALS AND EMPLOYEES Sta. Cruz, Davao del Sur SUBJECT : INSTALLATION OF GRIEVANCE MACHINERY GRIEVANCE MACHINERY In line with the Revised Policies on the Settlement of Grievance in the Public Sector contained in CSC Resolution No. 00, dated January 0, 00 and implemented through CSC Memorandum Circular No. 0, s. 00, the Local Government Unit (LGU), this municipality hereby adopts the herein Grievance Machinery. I. OBJECTIVES. General Create a work atmosphere conducive to good supervisor-employee relations and improved employee morale.. Specific. Active and strengthen LGU s existing grievance machinery;. Settle grievances at the lowest possible level in the organization; and. Serve as a catalyst for the development of capabilities of personnel on dispute settlement, especially among supervisors in the LGU. II. SCOPE The Grievance Machinery applies to all levels of officials and employees in the LGU. It may also apply to non-career employees whenever applicable. 88 G R I E V A N C E

89 III. DEFINITION OF TERMS Accredited or Recognized Employee Union an employee union accredited pursuant to Executive Order No. 80 and its implementing rules and regulations. Bilis Aksyon Partner - is the counterpart Action Officer of the Civil Service Commission under the Mamayan Muna Program in the LGU pursuant to CSC MC No., s. 99. Grievance - a work-related discontentment or dissatisfaction which had been expressed verbally or in writing and which, in the aggrieved employee s opinion, has been ignored or dropped without due consideration. Grievance Machinery - a system or method of determining and finding the best way to address the specific cause or causes of grievance. IV. APPLICATION OF GRIEVANCE MACHINERY The following instances shall be acted upon through the grievance machinery: g. Non-implementation of policies, practices and procedures on economic and financial issues and other terms and conditions of employment fixed by law, including salaries, incentives, working hours, leave benefits such as delay in the processing of overtime pay, unreasonable withholding of salaries and inaction on application for leave; h. Non-implementation of policies, practices and procedures which affect employees from recruitment to promotion, detail, transfer, retirement, termination, lay-offs, and other related issues that affect then such as failure to observe selection process in appointment, and undue delay in the processing of retirement papers; i. Inadequate physical working conditions such as lack of proper ventilation in the workplace, and insufficient facilities and equipment necessary for the safety and protection of employees whose nature and place of work are classified as high risk or hazardous; j. Poor interpersonal relationships and linkages such as unreasonable refusal to give official information by one employee to another; k. Protest on appointments; and l. All other matters giving rise to employee dissatisfaction and discontentment outside of those cases enumerated above. 89 G R I E V A N C E

90 The following cases shall not be resolved through the grievance machinery: d. Disciplinary cases which shall be resolved pursuant to the Uniform Rules on Administrative Cases; e. Sexual harassment cases as provided for in RA 7877; and f. Union-related issues and concerns. V. GRIEVANCE PROCEDURES The procedures for seeking redress of grievances shall be as follows:. Discussion with Immediate Supervisor. At the first instance, a grievance shall be presented verbally or in writing by the aggrieved party to his or her immediate supervisor. The supervisor shall inform the aggrieved party of the corresponding action within three () working days from the date of presentation. Provided, however, that where the object of the grievance is the immediate supervisor, the aggrieved party may bring the grievance to the next higher supervisor.. Appeal to the Higher Supervisor. If the aggrieved party is not satisfied with the verbal decision, he or she may submit the grievance in writing, within five () days to the next higher supervisor who shall render his or her decision within () working days from receipt of the grievance.. Appeal to the Grievance Committee. The decision of the next higher supervisor may be elevated to the grievance committee within five () working days from receipt of the decision of the next higher supervisor. The grievance committee may conduct an inquiry and hearing within ten (0) working days after the investigation. Provided, however, that where the object of the grievance is the grievance committee, the aggrieved party may submit the grievance to top management.. Appeal to Top Management. If the aggrieved party is not satisfied with the decision of the grievance committee, he or she may elevate his or her grievance within five () working days from receipt of the decision through the committee to top management who shall make the decision within ten (0) working days after the receipt of the grievance. Provided, however, that where the object of the grievance is the top management, the aggrieved party may bring his or her grievance directly to the Civil Service Commission Regional Office. 6. Appeal to the Civil Service Commission Regional Office. If the aggrieved party is not satisfied with the decision of top management, he or she may appeal or elevate his or her grievance to the Civil Service Commission Regional Office concerned within fifteen () working days from the receipt of such decision. Together with the appeal, the aggrieved 90 G R I E V A N C E

91 party shall submit a Certification on the final Action on the Grievance (CFAG). The Civil Service Commission Regional Office shall rule on the appeal in accordance with existing civil service law, rules and regulations. VI. GRIEVANCE COMMITTEE The composition and responsibilities are as follows: COMPOSITION: Chairperson Members : ATTY. JOEL RAY L. LOPEZ Municipal Mayor : REMEDIOS E. JULIAN Market Supervisor ( nd Level) ROBERTO FLORENTINO Agricultural Technician ( nd Level) ESTELA A. RAGAS Revenue Collection Clerk ( st Level) AIDELITA P. AGUILAR Sanitary Inspector ( st Level) Only permanent officials and employees, whenever applicable, shall be appointed or elected as members of the grievance committee. In the appointment or election of the committee members, their integrity, probity, sincerity and credibility shall be considered. The Local Chief Executive shall ensure equal opportunity for men and women to be represented in the grievance committee. a. The chairperson shall be the Chief or Head of the Administrative Division; b. Two () Division Chiefs or their equivalent positions chosen from among themselves; c. Two () members from the rank-and-file who shall serve for a term of two () years and chosen through a general assembly or any mode of selection to be conducted for the purpose; one from the first level and another from the second level. In offices where there are accredited or recognized employee unions, the rank-and-file representatives shall be those named by the employee union. The first level representative shall participate in the resolution of the grievance of first level employees while the second 9 G R I E V A N C E

92 level representative shall participate in the resolution of grievance of second level employees; and d. The Bilis Aksyon Partner (BAP) duly designated. e. The Local Chief Executive or his or her duly designated representative shall be appointed as member of the grievance committee. The personnel unit shall extend secretariat services to the grievance committee. RESPONSIBILITIES In addition to finding the best way to address specific grievance, the committee shall have the following responsibilities:. Establish its own internal procedures and strategies. Membership in the grievance committee shall be considered part of the members regular duties;. Develop and implement pro-active measures or activities to prevent grievance such as employee assembly which shall be conducted at least once every quarter, talakayan, counseling and other HRD interventions. Minutes of the proceedings of these activities shall be documented for audit purposes;. Conduct continuing information drive on Grievance Machinery among officials and employees in collaboration with the personnel unit;. Conduct dialogue between and among the parties involved;. Conduct an inquiry and hearing within ten (0) working days from receipt of the grievance and render a decision within five () working days after the inquiry. Provided, however, that where the object of the grievances is the grievance committee, the aggrieved party may submit the grievance to top management; 6. Direct the documentation of the grievance including the preparation and signing of written agreements reached by the parties involved; 7. Issue Certification on the Final Action on the Grievance (CFAG) which shall contain, among other things, the following information: history and final action taken by the LGU on the grievance; and 8. Submit a quarterly report of its accomplishments and status of unresolved grievances to the Civil service Commission Regional Office concerned. 9 G R I E V A N C E

93 VII. GRIEVANCE FORMS The following forms shall be used:. Grievance Form Date Filed GRIEVANCE FORM Name of Aggrieved Party Position Title/Designation (if any) Section/Division/Office Aggrieved Party s Higher Supervisor Nature/Subject of Grievance: Action Desired Signature of Aggrieved Party 9 G R I E V A N C E

94 . Grievance Agreement Form GRIEVANCE AGGREEMENT FORM Name of Parties to a Grievance Nature of the Grievance Steps Toward Settlement Agreement/s Reached We promised to abide by the above-stated agree Aggrieved Party Subject of Grievance Chairman-Grievance Committee Date. Certificate of Final Action on the Grievance CERTIFICATE OF FINAL ACTION ON THE GRIEVANCE This certifies that the grievance file by (Aggrieved Party) on has been acted upon by this Committee on. Final Action Taken: Date Chairman Grievance Committee 9 G R I E V A N C E

95 VIII. EFFECTIVITY This Grievance Machinery shall take effect immediately upon approval by the Civil Service Commission Regional Office concerned. IX. COMMITMENT I hereby commit to implement the provisions of this Grievance Machinery and take necessary action in accordance with existing civil service law and rules against supervisors or officials who refuse to act on a grievance brought before their attention. (SGD) ATTY. JOEL RAY L. LOPEZ Municipal Mayor January, 00 CSC Action: I have evaluated the herein agency Grievance Machinery and found it to be in accordance with the provision of CSC MC 0, s. 00 and may now be implemented. (SGD) ELMER R. BARTOLATA CSC Regional Director February 00 9 G R I E V A N C E

96 SPMS Manual Strategic Performance Management System 96 S P M S

97 CONTENTS I. A Background 99 II. The Concept 00 III. The Objectives 00 IV. Basic Elements 0 V. Enabling Mechanism 0 VI. The Scope 0 VII. The Key Players 0 VIII. The SPMS Process A. Performance Planning & Commitment 06 B. Performance Monitoring & Coaching 09 C. Performance Review & Evaluation 0 D. Performance Rewarding & Development Planning IX. Rating Period X. Computing the Rating XI. Rating Scale 7 XII. Intervening Tasks 9 XIII. Uses of Performance Ratings 9 XIV. Sanctions 0 XV. Appeals XVI. Transition ANNEXES ANNEX A: Executive Order Creating the PMT ANNEX B: Quarterly Accomplishment Report 6 ANNEX C: Major Final Outputs and Success Indicators C.. Office of the Mayor C... Administrative Section 7 C... Human Resource Management Section 8 C... Business Permits & Licensing Section 0 C... General Services Section C... Housing & Homesite Regulation Office C..6. Investment Promotion & Tourism Office C.. Office of the Sanggunian Bayan C.. Office of the Mun. Plng. & Development Coordinator C.. Office of the Municipal Budget Officer 7 C.. Office of the Municipal Accountant 9 C.6. Office of the Municipal Assessor C.7. Office of the Municipal Treasurer C.8. Office of the Municipal Civil Registrar C.9. Office of the Municipal Health Officer 97 S P M S

98 C.0. Office of the Municipal Social Welfare & Dev t. Officer 6 C.. Office of the Municipal Agriculturist 8 C.. Office of the Municipal Engineer C.. Office of the Economic Enterprise Manager ANNEX D: Performance Standard Guide D.. Office of the Mayor D... Administrative Section 7 D... Human Resource Management Section 60 D... Business Permits & Licensing Section 77 D... General Services Section 79 D... Housing & Homesite Regulation Office 8 D..6. Investment Promotion & Tourism Office 86 D.. Office of the Sanggunian Bayan 9 D.. Office of the Municipal Planning & Dev t. Coordinator 9 D.. Office of the Municipal Budget Officer 97 D.. Office of the Municipal Accountant 0 D.6. Office of the Municipal Assessor 6 D.7. Office of the Municipal Treasurer 8 D.8. Office of the Municipal Civil Registrar D.9. Office of the Municipal Health Officer D.0. Office of the Municipal Social Welfare & Dev t. Officer 7 D.. Office of the Municipal Agriculturist D.. Office of the Municipal Engineer D.. Office of the Economic Enterprise Manager 9 D.. Common Output 6 ANNEX E: SPMS Calendar 7 ANNEX F: Office Performance Commitment & Review (OPCR) 7 ANNEX G: Individual Performance Commitment & Review (IPCR) 7 ANNEX H: Monitoring and Coaching Journal 76 ANNEX I: Professional Development Plan 77 ANNEX J: Output Rating Sheet 78 ANNEX K: Monthly Performance Output Report (MPOR) 79 ANNEX L: Summary of MPOR 80 SPMS Manual Staff 8 98 S P M S

99 SPMS Manual Municipal Government of Sta. Cruz Davao del Sur I. A BACKGROUND The Local Government Unit of Sta. Cruz has adopted the Performance Evaluation System (PES) in measuring/evaluating the employees performance. It was established in year 00 and is still being used up to the present. Since the implementation of the PES, there are many issues that the employees have encountered as far as performance appraisal is concerned. The PES is found to be generally ineffective in the sense that many department heads rely on their staff in setting individual targets as well as in determining ratings without these being fully discussed between the rater and the ratee. The members of the Performance Evaluation Review Committee (PERC) experienced difficulty in discharging their duties and functions as they are the ones in-charge in the review of employees Performance Target and Performance Rating because the preparation of the employees Performance Target and Performance Rating was done at same time at the end of the rating period. As to the employees, they do not take it seriously when accomplishing the PES form. For some, the PES are done for mere compliance so as they can receive Productivity Incentive Bonus (PIB) at the end of the year. In the existing Performance Evaluation System (PES) of LGU Sta. Cruz, there are no performance standards set. The ratings are subjective as all get either Very Satisfactory or Outstanding even those who do not perform their work well. Further, there is no commitment between the rater and the ratee. To address all of these issues and weaknesses found in the existing performance evaluation system, the LGU Sta. Cruz hereby adopts a new system, the so called Strategic Performance Management System (SPMS). This is in pursuance to CSC Memorandum Circular No. 6, s. 0, which mandates all government agencies to establish the SPMS which gives emphasis on the strategic alignment of the LGU s thrusts with the day-to-day operations of the LGU Offices. The SPMS focuses on measures of performance results that are reviewable over the period of the implementation and provides a scientific and verifiable basis in assessing organizational performance and the collective performance of individuals in the organization. With the establishment of the SPMS in LGU Sta. Cruz, the culture of performance and the accountability of the individuals are hoped to be strengthened. 99 S P M S

100 II. THE CONCEPT The SPMS is a systematic process by which an agency involves its employees, as individuals and as members of a work unit, in improving organizational effectiveness in the realization of the agency s vision, mission and strategic goals. With SPMS, the accomplishment of work performance by employees is tightly linked with the over-arching vision of the agency so that, whether as separate individuals or as a component of a collective in the unit to which they belong, the employees work targets and subsequently their work accomplishments serve to advance the attainment of organizational goals. As a result, the SPMS shows an inextricable connection between individual performance and organizational performance, hence, addressing the gap experienced in the past when individual work as loosely hinged, if not often separate and distinct from, organizational objectives. As an instrument that measures work performance by individual employees and the work units to which they belong, including the work performance of the entire agency, the SPMS becomes a tool for managing performance in ways whereby work accomplishments are monitored throughout the span of the performance rating period, and not merely paid attention at the end of such period when ratings are already determined. With a premium on performance management, the SPMS attempts to raise the notch for work productivity both of the individual employee and of the whole organizational in tandem. With work productivity raised at a higher level, expected to emerge as consequences are the delivery of more efficient and more effective services to the public and the elevation of satisfaction on the part of the clients. III. THE OBJECTIVES The core objectives of the SPMS of the Municipal Government of Sta. Cruz is to provide the means through which better results can be attained from the organization, its work units, and the individuals composing these work units by managing performance. Specifically, the objectives of the SPMS of the Municipal Government of Sta. Cruz are as follows: To concretize the linkage of the overall performance of the Municipal Government of Sta. Cruz with its Municipal Comprehensive Development Plan and the Philippine Development Plan; To ensure organizational effectiveness by cascading institutional accountabilities to the various levels of the organization anchored on the establishment of a scientific basis for performance targets and measures; To link performance management with other HR systems using one platform, such that only one basis is used in performance evaluation, HR planning and interventions, rewards and incentives, discipline and personnel actions; 00 S P M S

101 To improve organizational and individual performance through a systematic approach via an ongoing process of establishing strategic performance objectives, measuring performance, and collecting, analyzing, reviewing, and reporting performance data; and To align individual and organizational performance with the latter s strategic goals by putting premium on performance results of the organization. IV. BASIC ELEMENTS The SPMS of the Municipal Government of Sta. Cruz is composed of these basic elements:. Goal Alignment Between the Mandate of the Municipal Government of Sta. Cruz and its Organizational Priorities Performance goals and measurements are aligned to the national development plans and the mandate, vision, mission and strategic priorities of the Municipal Government of Sta. Cruz. Standards are pre-determined to ensure efficient use and management of inputs and work processes. These standards are integrated into the success indicators of each Major Final Output. Organizational objectives are cascaded down to operational level.. Objectivity The results of the assessment of office performance and of individual performance are impartial owing to scientific and verifiable basis for target setting and evaluation.. Outputs/Outcomes-Based The system puts premium on Major Final Outputs that contribute to the realization of organizational mandate, vision, mission, strategic priorities, outputs and outcomes.. Team-Approach to Performance Management Accountabilities and individual roles in the achievement of organizational goals are clearly defined to give way to collective goal setting and performance rating. Individual work plan or commitment and rating form is linked to the division/unit/office work plan or commitment and rating form in order to establish a clear linkage between organizational performance and personnel performance.. User-Friendly Forms The forms used for both the organization and individual performance are similar and easy to accomplish. The organizational and the individual performance forms are similar and easy to accomplish. The organizational and individual Major Final Outputs and their respective success indicators are aligned to facilitate cascading of organizational goals to the individual staff members and the harmonization of organizational and individual performance ratings. 6. Information System Supporting Monitoring and Evaluation Monitoring and evaluation mechanisms and an information system are vital components of the SPMS in order to facilitate the linkage between organizational and employee performance. The monitoring and evaluation mechanisms and an information system ensure the generation of timely, accurate and reliable information 0 S P M S

102 for both performance monitoring/tracking, accomplishment reporting, program improvement and policy decision-making. 7. Communication Plan A program to orient agency officials and employees on the new and revised policies on the SPMS is a must so as to promote awareness and interest on the system to generate employees appreciation for the SPMS as a management tool for performance planning, control and improvement, and to guarantee employees internalization of their role as partners of management and of their co-employees in meeting organizational performance goals. V. ENABLING MECHANISMS For SPMS to be effective, an environment conducive to its full fruition, such that the objectives it desires to attain can be realized to its maximum, needs to be in place. This suitable environment for SPMS needs to possess the following factors as its enabling mechanism: A Recruitment System that identifies competencies and other attributes that are required for particular jobs or functional groups; Job Competency Standards that determine the necessary HR interventions in order to address competency gaps; An adequate Rewards and Incentives System that appropriately confers recognition to deserving personnel; An institutionalized Mentoring and Coaching Program that ignites work motivation among lowly performing individuals while sparking higher work drive among highly performing personnel; An Information and Communication Program that supports project documentaries, knowledge management, monitoring and evaluation; A Change Management Program that inspires acceptance and enthusiasm from the employees in the face of impending changes that are introduced or that naturally happen as a consequence of changes in the external environment of the organization; and A Mechanism for Policy Review and Formulation that considers both the internal and the external circumstances, shifting demands and opportunities, emerging trends vis-àvis traditional values, and other factors. 0 S P M S

103 VI. THE SCOPE The SPMS is an instrument for determining, managing and measuring the individual and the office performances with success indicators anchored in the targets and measures set. This applies to all officials and employees of the Municipal Government of Sta. Cruz, whether they occupy first-level or second-level positions in the career service. Whenever appropriate, this also applies to employees in the non-career service. VII. THE KEY PLAYERS Vital to the successful implementation to the SPMS are the human resources comprising the Municipal Government of Sta. Cruz. Each individual, regardless of position, assumes a role to play in the SPMS plot. Hereunder are the key players of the SPMS and the respective functions they perform: PLAYER The SPMS Champion (Municipal Mayor) Asst. SPMS Champion ROLE Primarily responsible and accountable for the establishment and the implementation of the SPMS. Sets agency performance goals/objectives and performance measures. Determines agency target setting period. Approves the performance commitment and rating of all work units as reflected on their respective Office Performance Commitment and Rating (OPCR) forms. Assesses the performance of all work units. The Performance Management Team (PMT) (Please see Annex A at page ) Sets consultation meeting of all heads of work units for the purpose of discussing the targets set in the OPCR form. Ensures that the performance targets and measures of work units, as well as the budget for these, are aligned with those of the agency, and that the distribution of work among the work units is rationalized; Consolidates, reviews, validates and evaluates the performance assessment of work units after the SPMS pilot-testing period based on these work units reported accomplishments against the success indicators, and the allotted budget against the actual expenses. The result of the assessment is its basis for recommendation to the Municipal Mayor, who determines the final rating of work units. During the SPMS pilot-testing period, this role is assigned to the Planning Office. Recommends approval of the office performance commitment and rating of the work units to the Municipal Mayor. Acts as the appeals body and the final arbiter for issues arising from work performance management. 0 S P M S

104 Identifies potential top performers and provides inputs to the PRAISE Committee in the grant of awards and incentives. Adopts its own internal rules, procedures and strategies in carrying out the foregoing roles, including such matters as setting the schedule of its meetings and deliberations and delegating authority to representatives of its members in case of their absence during meetings. The Planning Office Acts as the Secretariat of the PMT. Monitors the submission of the OPCR form by various heads of work units, and sets the schedule for the review/evaluation of the commitments of all work units by the PMT before the start of the performance period. Consolidates, reviews, validates and evaluates the initial performance assessment of all work units based on their reported accomplishments against the success indicators, and the allocated budget against the actual expenses. The result of this assessment, which is done during the pilot-testing period of the SPMS, is submitted to the PMT, which recommends the same to the Municipal Mayor who shall determine the final rating of the work units. After the pilot-testing period, this role pertaining to the consolidation, review, validation and evaluation of performance of the work units, is assumed by the PMT. Conducts the agency s Annual Performance Planning and Review Conference of all heads of work units for the purpose of discussing the performance assessment of these work units in the preceding performance period and of planning for the approaching performance period. This includes discussion pertaining to budget utilization with relevant data being provided by the Municipal Budget Officer, Municipal Accountant and the Municipal Treasurer. Provides to every work unit its final performance rating which serves as basis by the heads of these work units in rating individual staff members under them. The Human Resource Management Office Monitors the submission of Individual Performance Commitment and Review (IPCR) form by heads of work units. Reviews the Summary List of Individual Performance Rating to ensure that the average performance rating of employees is equivalent to or not higher than the performance rating of the work unit to which these employees belong as recommended by the PMT and as approved by the Municipal Mayor. Provides analytical data on retention, skill/competency gaps, and talent development plans that align with strategic plans. Coordinates developmental interventions that will form part of the HR Plan. 0 S P M S

105 The Head of Work Unit Assumes primary responsibility for the management of performance in his/her work unit. Conducts a strategic planning session with personnel under him/her before the start of the performance period in order to agree on the outputs that are to be accomplished in the ensuing performance period as based on the goals/objectives of the organization, and submits to the planning office the targets of his/her work unit as reflected on the OPCR form. Reviews and approves individual employee s targets as shown on their respective IPCR forms, and submits the same to the HRM office before the start of the performance period. Submits a Quarterly Accomplishment Report to the Planning Office based on the SPMS Calendar.(Please see Annex B) Does the initial assessment of his/her work units performance using the OPCR form. Determines the final performance rating of the individual employees in his/her work unit based on proof of their performance and using as reference the performance rating of his/her work unit as approved by the Municipal Mayor, taking into mind that the average performance rating of employees should not be higher than the performance rating of the work unit to which they belong. Identifies necessary intervention to employees based on the assessment of their developmental needs and consequently does the following: Recommends and discusses a development plan with the individual employees who obtain Unsatisfactory performance rating during the rating period not later than one month after the end of said period, and prepares a written notice to said employees that a succeeding Unsatisfactory performance shall warrant their separation from the service. Provides preliminary rating to the employees showing Poor performance rating not earlier than the third month of the rating period, recommends a developmental plan for said employees and discusses this with them, and issued a written notice that failure to improve their work performance shall warrant their separation from the service. Individual Employees Act as partners of the management in meeting performance goals of the entire organization. Act as partners of their fellow employees in meeting performance goals of their own work unit. Table : Key Players and their Roles 0 S P M S

106 VIII.THE SPMS PROCESS The SPMS follows the four-stage performance management cycle framework (please see Diagram below). At the start of the SPMS cycle, Performance Planning and Commitment kicks off as the first stage. It is followed by Performance Monitoring and Coaching stage, after which is Performance Review and Evaluation stage as followed by Performance Rewarding and Development Planning stage. The four stages take place one after another within the performance period such that the cycle repeats itself in the next and succeeding performing periods. START HERE PERFORMANCE PLANNING AND COMMITMENT PERFORMANCE MONITORING AND COACHING PERFORMANCE REWARDING AND DEVELOPMENT PLANNING PERFORMANCE REVIEW AND EVALUATION Diagram : The SPMS Cycle A. Performance Planning and Commitment The cycle begins with this stage. Done even before the performance period commences, Performance Planning and Commitment takes place when the heads of work units meet the members of their respective staff in order to agree on the outputs that should be accomplished in their own work unit as based on the larger organizational goals. At the initial stage of the SPMS implementation, particularly during the pilottesting period, success indicators of every output are determined and agreed upon by both the head of the work units and their respective employees. Success Indicators are the characteristic, property and attribute of achievements, accomplishments or effectiveness in the fulfilment of work plans for the year. They refer to performance level yardsticks consisting of performance measures and performance targets (please see Diagram below). 06 S P M S

107 Measures Targets Success Indicators Diagram : Framework of Success Indicators In the succeeding performance periods of the SPMS implementation after its pilot test, the success indicators of recurring outputs may be refined, enhanced or revised to make these more suitable and reliable as performance level yardsticks, while success indicators of emerging outputs are also determined. The success indicators serve as basis in the preparation of the OPCR by the heads of the work units and in the preparation of the IPCR by the employees. Into the success indicators of every output, performance measures are integrated. These performance measures include Effectiveness (quality), Efficiency (quantity), and Timeliness. The table below defines what these performance measures mean. CATEGORY Effectiveness/Quality DEFINITION The extent to which actual performance compares with targeted performance. The degree to which objectives are achieved and the extent to which targeted problems are solved. In management, effectiveness relates to getting the right things done. Efficiency The extent to which time or resources are used for the intended task or purpose. Measures whether targets are accomplished with a minimum amount or quantity of waste, expense, or unnecessary effort. Timeliness Measures whether the deliverable was done on time based on the requirements of the law and/or clients/stakeholders. Time-related performance indicators evaluate such things as project completion deadlines, time management skills and other time-sensitive expectations. Table : Performance Measures and their Definition 07 S P M S

108 The SPMS target-setting period is set in the entire month of November in every year. At the end of the month, particularly on November 9, or on any working day before this day if November 9 falls on a weekend or if it is declared as non-working holiday, the targets of work units and of individual employees should have already been reflected on the OPCR and on the IPCR, respectively, and submitted to the PMT and to the HRMO, further respectively. The basis for setting targets of work units shall be the Municipal Annual Investment Plan. Major Final Output (MFOs), which contribute to the attainment of the organizational vision and mission and which form part of the core functions of the work units, are indicated as performance targets. In setting performance targets, the following factors are taken into account: Historical Data. Targets reflect patterns or trends that data from past performance imply. Bench Marking. This involves identifying and comparing the best agencies or institutions within the same category and/or classification as the Municipal Government of Sta. Cruz, or the other agencies best units having similar functions and processes as those units in the Municipal Government of Sta. Cruz. This may also involve recognizing existing standards based on provisions or requirements of the law. Client Demand. This involves a bottom-up approach in which the work unit heads set targets according to the needs and expectations of clients. The work unit may consult with stakeholders and review the feedback on its services. Instruction from Top Management and/or Regulatory Bodies. The Municipal Mayor and/or heads of other government agencies which have regulatory or oversight functions over the Municipal Government of Sta. Cruz may prescribe targets and/or require compliance to special assignments that become targets to accomplish. Future Trend. Targets may be based from the results of the comparative analysis between the actual performance of the work unit and its potential performance. In setting targets of work units in the OPCR form (please see Annex F at page 7), the detailed budget requirements per expense account is indicated to instruct the Municipal Mayor in ensuring a strategy-driven budget allocation and in measuring cost-efficiency. The OPCR shall also shows the employee or group of employees who are primarily accountable for producing target outputs per program/project/activity. Revisions to the OPCR may be allowed at any time to accommodate intervening tasks subject to the review of the PMT and the consequent approval of the Champion. 08 S P M S

109 The approved OPCR of a work unit serves as basis for setting individual performance targets and measures of employees in the IPCR form (please see Annex G at page 7). The performance standards of every output are to be agreed upon by and between the work unit head as rater and the individual employees as ratees unless outputs have already been assigned pre-set standards by management. In the case of the latter, these management-assigned standards prevail. It has to be assured at all times that individual employees performance standards on the IPCR cannot be lower than their work unit s performance standards on the OPCR. B. Performance Monitoring and Coaching Regular monitoring of the work units and of the individual employees of every unit is an essential aspect of this stage. As heads of work units assume redefined roles as performance managers, they as well take on new functions as coaches and mentors. In doing so, they provide an enabling environment and, when needed, the necessary interventions in order to improve team performance of their own units, and they also develop individual potentials. Throughout the performance period, regular monitoring by the heads of work units on the progress and on the quality of work output of individual employees happens such that the progress of work accomplishment of the work unit is also being simultaneously monitored. In the conduct of regular monitoring, the head of the work unit is expected to address factors that either help or hinder effective work performance. The focus is essentially on the critical function and strategic shift of work unit heads as frontrunners of developmental planning with emphasis on the strategic role of being an enabler, coach or mentor rather than being a mere evaluator. Monitoring may be conducted through meetings, one-on-one discussions, memorandum and review of pertinent documents, such as reports and communications and tracking forms, to ensure timely completion and quality execution of deliverables. Monitoring is also done to avert any untoward incident or to address constraints and challenges, if these occur. The work unit head maintains the Monitoring and Coaching Journal (please see Annex H at page 7) to record the conduct of monitoring. The journal contains the date and form of monitoring, name of persons being monitored and critical incidents noted. 09 S P M S

110 As coaches, the work unit head performs a critical function aimed at empowering and helping individual employees in their work assignments. C. Performance Review and Evaluation This phase aims to assess the performance level of both the work unit and the individual employees based on set performance targets and measures as approved in the OPCR and in the IPCR, respectively. The rater objectively determines the gaps between the actual and the desired performance. In effect, the results of the assessment possess such elements as impartiality and objectivity owing to scientific and verifiable basis for target setting and evaluation. Office Performance Assessment At the end of the performance period, the head of a work unit initially assesses the performance of his/her own unit using the OPCR form already containing the targets earlier set before the start of the performance period. Comparing the targets set before the start of the performance period and the accomplishments made at the culmination of the performance period, the rating of every MFO is determined based on the success indicators indicated on the OPCR using a five-point rating scale with being the highest possible rating and being the lowest possible rating. Every MFO is rated of its performance measures on Effectiveness (quality), Efficiency (quantity) and Timeliness, and the average of these performance measures is taken to determine the overall rating of the MFO in a given performance period. Depending on whether the MFOs are categorized as under Strategic Objectives, Core Functions, or Support Functions, specific percentages are assigned to a group of MFOs belonging to any of these three categories. Such distribution of percentages according to the category of MFOs varies if the MFOs listed on the OPCR belong to any combination of only two of these categories instead of all the three of them. The initial rating of the work unit, as computed by its head during the pilot-testing period of the SPMS, is submitted to the Municipal Planning and Development Office for consolidation, review, validation and evaluation. After the SPMS pilot testing, the rating of the work unit initially done by its head is submitted to the PMT for the same purpose of consolidation, review, validation and evaluation. 0 S P M S

111 From either the Municipal Planning and Development Office or the PMT, the recommended rating of the work unit is forwarded to the Municipal Mayor who issues the final rating of the work unit. The Municipal Planning and Development Office provides all work units with their respective final ratings. Such work unit ratings become the basis of the work unit heads in rating the performance of individual employees under them. In case of a protest, an appeal or any issue arising from the final rating of work units, the concerned head of work unit may bring up the matter during the Annual Performance Review Conference, in which said matter is taken up. Any protest, appeal or issue pertaining to the work unit s final performance ratings can no longer be appealed or contested after the conduct of the Annual Performance Review Conference. Individual Performance Assessment At the end of the performance period, the work unit head of the individual employee assesses said employee s performance based on commitments made at the beginning of the rating period. The performance rating is solely based on records of accomplishments. In no case will the average of all individual performance ratings in a work unit, as reflected on their respective IPCRs, be higher than the performance rating of their work unit as reflected on its OPCR. When intervening tasks may arise at anytime during the performance period, the outputs arising from these tasks are immediately reflected on the revised IPCR of the concerned employee after the success indicators of the said outputs are agreed upon by the same employee and his/her work unit head, in case these are new output which have yet no success indicators. But in cases when the outputs arising from intervening tasks are not new ones and their success indicators have already been set, these success indicators are reflected on the revised IPCR as basis for rating. An employees assessment shall be discussed by the work unit head with the concerned ratee prior to the submission of said employee s IPCR to the HRM Office by the same work unit head within the prescribed time. The head of a work unit releases the Summary List of Individual Ratings and this is also submitted to the HRM Office as a cover page of all the IPCRs of the employees of his/her work unit. S P M S

112 An employee who is dissatisfied with his/her final performance rating may file an appeal with the PMT within ten calendar days from the date of receipt of notice of his/her final performance rating from his/her work unit head. The PMT decides of the matter within one month from receipt of the appeal. D. Performance Rewarding & Development Planning The final stage of the SPMS involves a scrutiny into the performance ratings of work units and of individual employees so as to determine which of the work units and individual employees are deserving of rewards and incentives, on the one hand, and which of the same require HR interventions so as they can improve their work performance in the ensuing performance period, on the other hand. A component of the individual employee s evaluation is the competency assessment vis-à-vis the competency requirements of the positions they respectively occupy. The HRM Office initiates this particular evaluation process and its results are discussed by and between the heads of work units and each of the employees under them at the end of the rating period. This discussion focuses on the competencyrelated performance strengths and gaps of employees, including the opportunities that are available to address these gaps. Career paths and alternatives may also become part of the discussion. The result of the competency assessment is treated independently of the performance rating of the employee. As needed, appropriate developmental interventions are provided to employees requiring them in coordination with the HRM Office. In doing this, the use of the Professional Development Plan sheet (please see Annex I at page 76) is used to document the areas needing improvement, the proposals for addressing them, the timelines involved, and other details. Results arising from the performance evaluation of both work units and of individual employees are used as inputs to: the heads of work units in identifying and providing the type, the nature and the length of time of interventions needed based on the developmental needs identified; the HRM Office in consolidating and coordinating developmental interventions that will eventually form part of the HR Plan and that will be used as basis for rewards and incentives; the PMT in identifying potential PRAISE nominees for various award categories; and S P M S

113 the PRAISE Committee in determining top performers who qualify for awards and incentives. IX. RATING PERIOD The performance rating period covers one semester such that there are two performance rating periods in any given year. The first semester performance period begins on January and ends on June 0, while the second semester performance period begins on July and ends on December. However, if there is a need for a shorter or longer period, the minimum is not shorter than three months while the maximum is not longer than one year. X. COMPUTING THE RATING Determining an employee s performance rating in any given rating period begins with the individual rating that each output, done by the employee, generates. This individual rating is recorded on an Output Rating Sheet (ORS) or an Output Tracking Slip (OTS) or other mechanism adopted for documenting such individual output rating. The supervisor who checks an employee s output becomes the rater of the output, and the same supervisor uses the Performance Standards Guide as reference for rating each and every output to ensure that every rating given complies with the adopted standards implemented uniformly throughout the LGU Sta. Cruz. In effect, the employee becomes the ratee. The overall performance rating of an employee in a given semester is a consolidation of all the ratings given by the supervisor to all the employee s outputs. Computing this on a weekly basis as reflected on the employee s Monthly Performance Output Report (MPOR) makes the consolidation easier than when all individual ratings of all outputs of an employee were consolidated only at the end of the semester. To get the weekly performance rating, an employee simply gathers all ORSs and/or OTSs and classifies these by output. For every output, the employee adds the number of outputs done in the week to get Total Outputs (Efficiency/Quantity) for the Week, and this total is reflected on the particular week under the Efficiency/Quantity column in the MPOR. The same procedure is done to determine entries for Quality column and for Timeliness column of a particular week in the MPOR. That is, to get the Total Quality Ratings for the Week, an employee merely adds all Quality ratings of every output and reflects this total under the Quality column in the MPOR. Likewise, to get the Total Timeliness Rating for the Week, an employee just also adds all Timeliness ratings of every output and again reflects this total under the Timeliness column in the MPOR. After a month has passed, all weekly columns in the MPOR shall have been filled up for outputs done in that month. To get the Total Monthly Outputs (Efficiency/Quantity), the Total Monthly Quality Rating and the Total Monthly Timeliness Rating, an employee just adds all the weekly entries S P M S

114 under Efficiency/Quantity, Quality, and Timeliness columns, respectively, as far as every output is concerned, and reflects the figures under the appropriate Total column. It has to be noted that the computation done so far only involves addition up to the accomplishment of the MPOR. No averaging of figures is necessary to be done yet. The MPOR is accomplished at the end of every month in triplicate copies: one is for the employee s own file, another copy is for the supervisor s file, and one more copy is for submission to the HRM Office for its file. The MPOR copy to be submitted to the HRM Office is attached to the Daily Time Record (DTR) of the same month. At the end of a semester, an employee accomplishes the Summary MPOR form using as reference all the six MPORs of the particular semester by merely copying from these MPORs the Total Monthly Output (Efficiency/Quantity), the Total Monthly Quality Rating, and the Total Monthly Timeliness Rating of every output and reflecting these under the corresponding columns of the particular month. To get the Semester s Efficiency/Quantity Total of every output, the employee adds all entries under Quantity column of all the six months of the semester. To get the Semester s Quality Total of every output, the employee adds entries under Quality column of all the six months of the semester. To get the Semester s Quality Average of an output, the employee divides the Semester s Total Quality by the Semester s Efficiency/Quantity Total, and the figure generated is reflected under the Average column of Quality. In doing this, fractions are done away with and the whole numbers before the fractions are written as the figure. In the same manner, to get the Semester s Timeliness Total of every output, the employee adds all entries under Timeliness column of all the six months of the semester. And to get the Semester s Timeliness Average of an output, the employee divides the Semester s Timeliness Total by the Semester s Efficiency/Quantity Total, and the figure generated is reflected under the Average column of Timeliness. In doing this, fractions are also done away with and the whole numbers before the fractions are written as the figure. Having completed the Summary MPOR, the IPCR is accomplished using the former as reference. This is done by doing the following steps: Consider one output at a time. Begin with the first output listed on the IPCR, then review the Success Indicator already written for that output on the next column. The Success Indicator pertains to the targets which were set at the start of the semester that the ratee agreed upon with the rater to accomplish for the whole semester. Looking at the Summary MPOR form, particularly at the total under Efficiency/Quantity column, the ratee compares the target set at the start of the semester (as cited under the Success Indicator column of the IPCR) and the accomplishment done at the end of the semester (as cited under the Total column under Efficiency/Quantity of the Summary MPOR). Whatever the figure or the percentage that is generated as Efficiency/Quantity accomplishment becomes the first segment for the Actual Accomplishment column as far as this particular output is concerned. Looking again at the Summary MPOR form, this time at the average under Quality column, the Semester s Quality Average of an output is taken and its Equivalent Numerical Rating (ENR) on the SPMS Conversion Table (please see Table No. below) is noted. The S P M S

115 descriptive Quality standard that corresponds to the ENR of this output, as indicated on the Performance Standards Guide, becomes the second segment for the Actual Accomplishment column of this particular output. Average Rating (Quality and Timeliness) (From Summary MPOR) Table No. : SPMS Conversion Table Equivalent Numerical Rating (To be reflected on the IPCR) Using the Summary MPOR as reference once more, this time looking at the Average under Timeliness column, the Semester s Timeliness Average of an output is taken and its ENR on the SPMS Conversion Table is further noted. The descriptive Timeliness standard of this output, as indicated on the Performance Standards Guide, becomes the third segment for the Actual Accomplishment column of this particular output. The rate is now ready to write the entry for an output under the Actual Accomplishment column by weaving together in one seamless statement the first, the second and the third segments thereof, necessarily in that order as respectively composed of the actual figure or percentage accomplishment in Quantity, the corresponding narrative description of the ENR reflecting actual Quality accomplishment, and the corresponding narrative description of the ENR reflecting actual Timeliness accomplishment. Moving to the Rating column of the same output in the IPCR, the first to be given a rating is the output s Efficiency/Quantity rating. there are two ways to rate Efficiency/Quantity: () one way is used for fixed Quantity targets, of which the rate has no choice but to meet the targets as set or else the ratee s performance rating automatically becomes lower than satisfactory if the targets set are not met; and () another way is used for surpass these targets. An example of a fixed Quantity is a monthly report, for which only six reports can ever be generated as maximum in any given semester as its total. Another example is when a fixed percentage of quantity is made the target. For fixed tagets, Efficiency/Quantity rating is the highest at once the Quantity as targeted is accomplished at semester s end, and it is either or, as the Performance Standards Guide indicates, once the Quantity as targeted is not reached. As for targets whose accomplishment is not fixed and can very well vary, the rating to be given depends on the actual accomplishment done compared with the set target as Table below shows. S P M S

116 Quantity Rating Percentage of Actual Accomplishment Accomplishment is 0 percent or more than the set target Accomplishment is to 9 percent more than the set target Accomplishment is equal to the set target or 0 to percent more than the set target Accomplishment is to 99 percent of the set target Accomplishment is below 0 percent of the target Table No. : Rating for Quantity of Outputs that are not Fixed Next to be given a rating is Quality under Rating column of the IPCR. Whatever is the output s ENR that corresponds to the Semester s Quality Average becomes the Quality Rating. As for Timeliness, whatever is the output s ENR that corresponds to the Semester s Timeliness Average becomes the rating. The average of the figures for Efficiency/Quantity, for Quality, and for Timeliness under Rating column of the IPCR is computed and consequently written as the Average rating on the last sub-column under Rating column. The same process (all previous bullets in this enumeration) is done for every output on the IPCR until all outputs shall have been computed of their respective Averages under Rating column. Once the Average rating is taken for all outputs on the IPCR, the Average Rating of all outputs belonging to Strategic Objectives category is further computed. The Average Rating of all outputs belonging to Core Functions category is also computed. And so is the Average Rating of all outputs belonging to Support Functions category similarly computed. The Average Ratings of the three categories of outputs, such as Strategic Objectives, Core Functions and Support Functions, are assigned corresponding percentages to arrive at the Final Rating of the employee in a given semester. This percentage distribution is shown below: If an employee has outputs in all three categories as reflected on the IPCR: Strategic Priorities - %; Core Functions - %; Support Functions - 0%; Total - 00%. If an employee has outputs only in two out of three categories, as reflected on the IPCR: Strategic Priorities - 0%; Core Functions - 0%; Total - 00%. Strategic Priorities - 80%; Support Functions - 0%; Total - 00%. 6 S P M S

117 Core Functions - 80%; Support Functions - 0%; Total - 00% If an employee has outputs only in one out of three categories, as reflected on the IPCR: Strategic Priorities - 00%; Core Functions - 00%; Support Functions - 00%. After computing the Final Rating, the adjectival rating is added on the IPCR. The description of each numerical rating and its corresponding adjectival rating is shown on Table No. below. Range Adjectival Rating.-.00 Outstanding (O).-.0 Very Satisfactory (VS).-.0 Satisfactory (S).-.0 Unsatisfactory (US) Poor (P) Table : The Range of Overall Numerical Ratings and their Respective Adjectival Ratings In computing the OPCR, the head of a work unit simply consolidates all the IPCRs of his/her individual employees into his/her own MFOs on the OPCR. He/she also includes on the OPCR the rating of outputs he/she himself/herself did. Following the steps enumerated above in computing the Final Rating on the IPCR, the head of a work unit also computes his/her own Final Rating to be reflected on his/her own OPCR. In no way should the OPCR of a head of a work unit be higher or lower than the average of all IPCRs of individual employees under said head. XI. RATING SCALE The rating scale to be used in measuring the performance of individual employees in their completion of targeted outputs uses a five-point rating scale, being the highest and being the lowest. The same rating scale is used to show an individual employee s overall performance rating in a given performance period. A similar five-point rating scale is used in measuring the performance of work units in their accomplishment of targeted MFOs. The same rating scale is further used in determining the work unit s overall performance rating in a given performance period. 7 S P M S

118 The overall numerical performance ratings of work units and of individual employees in any given performance period have their respective adjectival performance ratings. Table below shows the adjectival equivalent of each numerical rating, as well as its description. Numerical RATING Adjectival DESCRIPTION Outstanding Performance represents an extraordinary level of achievement and commitment in terms of quality and time, technical skills and knowledge, ingenuity, creativity and initiative. Employees at this performance level should have demonstrated exceptional job mastery in all major areas of responsibility. Employee achievement and contributions to the organization are of marked excellence. Performance exceeding targets by 0% and above of the planned targets. Very Satisfactory Performance exceeded expectations. All goals, objectives and targets were achieved above the established standards. Performance of % to 9% of the planned targets. Satisfactory Performance met expectations in terms of quality of work, efficiency and timeliness. The most critical annual goals were met. Performance of 00% to % of the planned targets. Unsatisfactory Performance failed to meet expectations, and/or one or more of the most critical goals were not met. Performance of % to 99% of the planned targets Poor Performance was consistently below expectations, and/or reasonable progress toward critical goals was not made. Significant improvement is needed in one or more important areas. Performance failing to meet the planned targets by 0% or below Table : The Rating Scale s Numerical Values and their Respective Adjectival Nomenclature and Description 8 S P M S

119 In determining the equivalent adjectival rating of work units and of employees, the overall numerical rating found in either the OPCR or the IPCR is converted to its adjectival rating within the numerical range that Table below shows. Range Adjectival Rating.-.00 Outstanding (O).-.0 Very Satisfactory (VS).-.0 Satisfactory (S).-.0 Unsatisfactory (US) Poor (P) Table : The Range of Overall Numerical Ratings and their Respective Adjectival Ratings XII. INTERVENING TASKS Intervening tasks are those which are performed by an employee at any time within the performance period but the same have not been included in his/her IPCR as these have been assigned to him/her after its preparation and subsequent approval. These tasks necessarily require a considerable amount of effort and time in their completion. Tasks that do not require the exertion of significant effort and/or do not require a period of more than one month to accomplish are not considered as intervening tasks. In cases when intervening tasks are assigned to an employee, the same needs to be formalized although an office order issued by the Municipal Mayor specifying what the expected outputs are in terms of efficiency (quantity) and effectiveness (quality), as well as the expected time when these are to be completed. Such office order becomes the basis of both the head of the work unit and the concerned employee in setting the success indicators of the outputs arising from the intervening tasks, in case these outputs are new and have not yet been assigned their respective success indicators. However, in cases when the outputs arising from the intervening tasks are not at all new and success indicators have already been determined, existing success indicators apply. Revisions on the concerned employee s IPCR have to be done to include the outputs arising from his/her performance of the intervening tasks. The revised IPCR is submitted to the HRM Office not later than two weeks after the employee has received an office order instructing him/her to perform intervening tasks. The revised IPCR becomes the basis for rating the performance of the employee at the end of the performance period. The initial IPCR submitted prior to the revised IPCR is deemed ineffective. XIII. USES OF PERFORMANCE RATINGS a. As security of tenure of those holding permanent appointments in the government service is not absolute but is based on performance, the SPMS is a most useful instrument to use in determining who should continue in the government service and who will be separated therefrom. 9 S P M S

120 An employee who obtained an UNSATISFACTORY rating in one performance rating period or who exhibited POOR performance determined in the middle of the performance rating period is provided appropriate developmental intervention by the head of his/her work unit, in coordination with the HRM Office, to address competency-related performance gaps. If the same employee still obtains an UNSATISFACTORY rating in the immediately succeeding performance rating period or if he/she obtains a final rating of POOR at the end of the performance rating period despite the developmental intervention provided, he/she may be dropped from the rolls. A written notice from the Municipal Mayor is required to be dispatched to the concerned employee before he/she is dropped from the rolls. b. The PMT validates the OUTSTANDING performance ratings and may subsequently recommend concerned employees for performance-based awards and incentives. The grant of performance-based awards and incentives is based on the final ratings of employees as approved by Municipal Mayor. c. Final performance ratings are also used as basis for the issuance of promotional appointments, for providing training opportunities, for the grant of scholarship benefits, and other personnel actions. The employees who obtain OUTSTANDING or VERY SATISFACTORY performance ratings are those who are considered for these personnel actions. d. Officials and employees who are on official travel, approved leave of absence or training or scholarship programs and who already meet the required minimum rating period of 90 days are required to submit their respective IPCR citing their performance ratings before they leave the office. For purposes of performance-based benefits, employees who are on official travel, scholarship or training within a rating period shall use their performance ratings obtained in the immediately preceding rating period. e. Employees who are on detail or secondment to another agency shall be rated in their actual work station with a copy of their IPCRs furnished to their mother agency. The performance ratings of the employees who were detailed or seconded to another agency during the performance rating period are consolidated in the agency, either the mother agency or the present agency, where the employees spend majority of their time during the rating period. XIV. SANCTIONS The timely submission of the OPCR by the head of the work unit to the PMT and of the OPCR by the individual employees to their respective work unit heads, who subsequently submit the same to the HRM Office, forms part of the performance rating, the OPCR and the IPCR being outputs. 0 S P M S

121 Prescribed periods in the submission of the OPCR and the IPCR, whether containing only the targets for an ensuing performance period or already containing the ratings after the culmination of a performance period, are specified in the SPMS Calendar (please see Annex D at page 6). Unless justified by the PMT, non-submission of the OPCR and/or the IPCR becomes a ground for: a. The employees disqualification for performance-based personnel actions which require the rating in a given period, such as promotion, training or scholarship grants and performance-based incentives, if the failure of the submission of the OPCR or the IPCR is the fault of the employees. b. An administrative sanction for violation of reasonable office rules and regulations and for simple neglect of duty for the work unit heads or employees who are responsible for the delay or non-submission of the OPCR and/or IPCR. c. Failure on the part of the work unit head to comply with the required notices to their employees who have UNSATISFACTORY or POOR performance rating in any given performance period is a ground for administrative offense for neglect of duty. XV. APPEALS a. Any appeal, issue or concern on the initially approved final rating of a work unit may be raised during the Annual Performance Review Conference. Once a decision on the appeal, issue or concern raised to this conference is made, the same decision is considered as final and can no longer be appealed. b. Individual employees who feel aggrieved or dissatisfied with their final performance ratings may file an appeal with the PMT within ten calendar days from the date of receipt of notice of their final performance rating from their work unit head. The PMT decides on the matter within one month from receipt of their appeal. c. A work unit or an employee is not at all allowed to protest the performances ratings of other work units or their co-employees, respectively. Performance ratings obtained by other work units or by other employees can only be used as basis or reference for comparison in appealing one s own work unit or one s own individual performance rating. d. Officials and employees who are separated from the service on the basis of UNSATISFACTORY or POOR performance rating may appeal their separation from the service to the CSC Regional Office within days from receipt of the notice of separation. S P M S

122 XVI. TRANSITION A series of orientation on the SPMS shall be made throughout the Municipal Government of Sta. Cruz in order for officials and employees to have an adequate grasp of this new performance appraisal system. This orientation takes place in the last two months of 0, and well into the first quarter of 0. As 0 begins, the SPMS is pilot tested while orientation continues to take place. The first pilot test is in the first semester of 0, and the experience thereof becomes the basis for fine-tuning and enhancing the SPMS so that in the second pilot test of the SPMS in the second semester of 0, modifications are in place. An evaluation of the second pilot test experience in the second semester of 0 is made and the results thereof also become the basis for further fine-tuning and enhancing the SPMS so that its processes and procedures become final for its post-pilot test implementation in 0, during which the performance ratings to be generated become the basis for providing incentives to officials and employees, particularly the step increment based on meritorious performance as provided for in CSC-DBM Joint Circular No., series of 0, and such other issuances that may be released hereafter. S P M S

123 ANNEXES S P M S

124 ANNEX A: Executive Order Creating the PMT EXECUTIVE ORDER NO. 9 SERIES OF 0 ESTABLISHMENT AND IMPLEMENTATION OF AGENCY STRATEGIC PERFORMANCE MANAGEMENT SYSTEM (SPMS) OF THE MUNICIPALITY OF STA. CRUZ, DAVAO DEL SUR AND DESIGNATING THE COMPOSITION OF THE PERFORMANCE MANAGEMENT TEAM. WHEREAS, Section, Chapter, Book V of Executive Order No. 9, provides that there shall be established a performance evaluation system, which shall be administered in accordance with rules, regulations and standards promulgated by the Civil Service Commission for all officers and employees in the career service. Such performance evaluation system shall be administered in such manner as to continually foster the improvement of individual employee efficiency and organizational effectiveness ; WHEREAS, the Civil Service Commission through the years has implemented several performance evaluation/appraisal system which focus only on individual appraisal as pre-requisites for promotion and other related personnel actions, however, in order to address the gaps and weaknesses found in previous performance system, the CSC promulgated Resolution No. 008 dated March 6, 0 established and implemented the Strategic Performance Management System (SPMS) which links individual performance to organizational performance, and the Results-Based Performance Monitoring System (RBPMS); WHEREAS, Administrative Order (AO) No. series of 0 seeks to establish a unified and integrated RBPMS across all departments and agencies within the Executive Branch of Government, incorporating a common set performance scorecard and creating an accurate, accessible, and up-todate government-wide, sectoral and organizational performance information system, which shall be used as the basis for determining entitlement to performance-based allowances, incentives, or compensation of government personnel; WHEREAS, the Office of the president of the Republic of the Philippines has duly issued Executive Order No. 80 on July 0, 0 re: Directing the adoption of a Performance-based Incentive System for government employees to strengthen performance monitoring and appraisal system and to motivate higher performance and greater responsibility in the public sector and for the accomplishment of commitments and targets of the Philippine Development Plan 0-06; WHEREAS, in order to adhere with and institutionalize this national mandate, there is a need to establish and implement the Strategic Performance Management System which will be anchored to the mission and vision of this agency by organizing the Key Players of said system to follow through the SPMS process; NOW, THEREFORE, I, ATTY. JOEL RAY L. LOPEZ, Municipal Mayor, Municipality of Sta. Cruz, Davao del Sur, by the power vested in me do hereby depose and designate the following as Performance Management Team of Strategic Performance Management System (SPMS), this municipality, to wit; S P M S

125 I. COMPOSITION.. PMT Chairperson: - MR. ROBINSON B. PANUDA Municipal Accountant PMT Members: - MS. ANITA S. LUMANOG Human Resource Management Officer - MS. AURORA S. HERBITO Municipal Planning & Development Coordinator - MS. FLORENCIA A. CABALUNA Municipal Treasurer - MR. MICHAEL RYAN D. BAJO President, SCMEU II. FUNCTIONS AND RESPONSIBILITIES. PERFORMANCE MANAGEMENT TEAM (PMT) :. Sets consultation meeting of all Heads of Offices for the purpose of discussing the targets set in the office performance commitment and rating form;. Insures that Office performance targets and measure, as well as the budget are aligned with those of the agency and that work distribution of Offices/units is rationalized;. Recommends approval of the office performance commitment and rating to the Head of Agency;. Acts as appeals body and final arbiter for performance management issues of the agency;. Identifies potential top performers and provide inputs to the PRAISE Committee for grant of awards and incentives; 6. Adopts its internal rules, procedures and strategies in carrying out the above responsibilities including schedule of meetings and deliberations, and delegation of authority to representatives in case of absence of its members. III. EFFECTIVITY. This Order takes effect immediately. Issued this th day of November, 0 at Sta. Cruz, Davao del Sur, Philippines. (SGD) ATTY. JOEL RAY L. LOPEZ Municipal Mayor S P M S

126 ANNEX B: Quarterly Accomplishment Report Name of Work Unit: Date Accomplishment: MFO Target Accomplishment Percentage of Accomplishment Head of Work Unit 6 S P M S

127 ANNEX C. Major Final Output and Success Indicators C. Office of the Mayor C... Administrative Section MAJOR FINAL OUTPUT SUCCESS INDICATOR. Executive Order Executive Orders drafted with minor errors within days after instruction of the Local Chief Executive (LCE).. Memorandum Order Memorandum Orders drafted with minor errors within 0 minutes after instruction of the LCE.. Endorsement Endorsements prepared with minor errors within working days after instruction of the LCE.. Recommendation Recommendations prepared with minor errors within minutes after instruction of the LCE.. Mayor s Clearance Mayor s Clearance prepared with minor errors within 0 minutes after receipt of clients complete pre-requisites. 6. Mayor s Permit Mayor s Permits prepared with minor errors within 0 minutes after receipt of clients complete pre-requisites. 7. Mayor s Certification Mayor s certifications prepared with no error within 0 minutes upon request. 8. Marriage Contract Marriage Contracts prepared with minor errors within 0 minutes after interview of marriage applicants and receipt of complete required documents. 9. Customer Action Sheet Clients assisted/attended immediately with no complaint. 0. Outgoing Communications/Letters (Request/Notices). Plans, Program and Project Designs. Office Performance Commitment and Review. Quarterly Accomplishment Report Outgoing communications/letters prepared with minor errors within 0 minutes after instruction of the LCE. Program Designs prepared with at least minor revisions within working days after approval of the Annual Budget. OPCR prepared with minor revisions submitted on the th day of October. Report prepared submitted on the th day after the end of the quarter. 7 S P M S

128 C... Human Resource Management Section MAJOR FINAL OUTPUT SUCCESS INDICATOR. Report on Appointment Issued (RAI) Report on appointment issued submitted with no error on the th day after end of the month.. Job Order Contract Job Order contract papers submitted with no error working days after instruction of the Mayor/ Vice Mayor.. Leave Card Leave card of employees updated every last week of the succeeding month with no error.. Service Record Service Records issued with no error within 0 minutes after request.. Plantilla CSC version (Plantilla of Personnel) DBM version (Personnel Schedule 6. Notice of Salary Adjustment/Step Increment (NOSA/NOSI) 7. Trainings/Activities conducted/ facilitated Plantillas of Personnel submitted with no error within the month of September to MBO/th week of January to CSC. Notice of Step Increment prepared with no error working days before the month of employees' entitlement. Trainings/activities conducted/facilitated as scheduled with complaints. 8. Personnel Profile updated Personnel Profile updated with no error working days after receipt of PDS. 9. Agency Remittance Advice prepared/ ed Forms A,B,C, D, & E Agency Remittance Advice ed with no error working days after due notice. 0. Revised Personnel Mechanisms Mechanisms revised with revisions submitted For CSC review days after approval of the Mayor.. Customer Assisted Clients assisted immediately with no complaint.. Certifications Certifications issued with no error in the content prepared within 0 minutes after request.. Minutes of Meeting Minutes of meeting prepared working days after meeting with minor revisions.. Report on Accession/Separation Reports on accession and 6 report on separation prepared with revisions submitted on the th day after end of the month.. Attendance Report Reports prepared with revisions submitted on the th day after end of the quarter. 8 S P M S

129 6. Payrolls (a) Regular Regular and 6 special payrolls submitted with no error within the th working day of the month. (b) J.O./Honorarium Payrolls of Job Order and honorarium prepared with errors within - working days after submission of all supporting documents. 7. Memorandum Order Memorandum Order submitted with errors within working days after instruction. 8. Quarterly Accomplishment Report Reports prepared with revisions submitted on the th day after end of the quarter. 9. Monthly Monitoring Journal Monitoring journal prepared and conducted monthly with no complaint. 0. Office Performance Commitment Review Form (OPCR). Reviewed/Validated Office Performance Commitment Review Form. Employees loan confirmed recorded in the logbook OPCR prepared in a semester with revisions submitted on the th day of April. Municipal offices OPCR reviewed/ validated within months after receipt of the OPCR. Employees loan with the GSIS confirmed working days after text received from GSIS/ employee with complaints. 9 S P M S

130 C... Business Permits and Licensing Section MAJOR FINAL OUTPUT SUCCESS INDICATORS. Business Permit/Additional Line Permits with error within hour after submission of all supporting documents.. Application Form of Retirement Of Application form for retirement prepared with Business error within hour after submission of all supporting documents.. Motorized Tricycle Operators Permit (MTOP) Franchise Franchise prepared with error within hour after submission of all supporting documents per MTOP.. Order of Dropping of Franchise Form Order of dropping of franchise prepared with error within hour after submission of all supporting documents per order of dropping.. Special Permit Special permits prepared with one error within hour after submission of all supporting documents per permit. 6. Registered Bicycles and Trisicads Bicycles/trisicads registered with error within hour after submission of all supporting documents per registration. 7. Report of Inspected Business Business establishments inspected with Establishment errors within 8 minutes per establishments. 8. Occupational Permit Occupational permit prepared with one error within hour after submission of all supporting documents per permit. 9. Certification Certifications prepared with error after hour upon request. 0. Travel Order Travel orders prepared with submitted days before travel.. Indorsement Indorsement prepared with no error within minutes.. Letters/Communications Certification prepared with no error within minutes.. Annual Supplies Procurement Plan/Project Program Management Plan ASPP/PPMP prepared with no error within minutes.. Vouchers/PO/PR Vouchers/PO/PR prepared with no error within minutes. 0 S P M S

131 C... General Services Section MAJOR FINAL OUTPUT SUCCESS INDICATORS. LGU s Annual Procurement Plan LGU s APP prepared and done on the nd week of December with no error.. Inventory of Property, Plant and Equipment Report Inventory, Plant and Equipment Report prepared and submitted with no error on the st day of July.. Agency Procurement Request APRs prepared minutes per APR with no error.. Annual Inventory Report Physical count conducted/done within 0 working days with no lapses every December.. Annual Suppliers Procurement Plan Consolidated Consolidated Annual Supplies Procurement Plan (ASPP) done on the th day of November with no error. 6. Stock Cards Updated Stock cards maintained and updated within minutes after issuance of supplies and materials with no error. 7. Request for Quotation s Delivered RFQs delivered within days after receipt of the RFQ with no error. 8. Request Issue Slip (RIS) RIS received and supplies released within minutes after receipt of RIS with no error. 9. Certificate of Insurance Policy Insurance of motor vehicles renewed on the date of registration with no error. 0. Certificate of Registration Registration of motor vehicles and buildings renewed on the date of annual registration with no error.. Property Issue Slip/ Memorandum Receipt PIS/MR prepared and issued within working days upon delivery of Office Equipment and Property with no error.. Property Sticker Stickers attached within working days per property/equipment issued with no error.. Inspection and Acceptance Report Deliveries accepted/received and inspected upon delivery of goods with no error.. Waste Material Report Waste materials reported within minutes upon receipt of goods with no error.. Request for Quotation Posted RFQs posted within 0 minutes upon receipt with no error. 6. Summary of Supplies and Materials Used Reports of Summary of Supplies and Materials used done every rd week of September and December with no error. 7. Property Card Property Cards prepared within minutes/ card after issuance of property/equipment with no error. S P M S

132 C... Housing & Homesite Regulation Office MAJOR FINAL OUTPUT SUCCESS INDICATORS. Data Bank Data bank established on September 0 with lapses on data gathered.. Subdivision Plan and Design Plan and Design submitted with revisions submitted within month after instruction of the immediate supervisor.. Program of Works and Bill of Materials POW and Bill of Materials with an amount of Php 00, and below submitted with revisions within working days after the instruction from immediate supervisor.. Customer Action Sheet Clients assisted immediately with minor complaints. GK Houses Construction Unit constructed within months from the start of construction with minor complaints. 6. Organized Homeowner s Association Homeowner s Association organized and Homeowner s Association functionalized in December with minor complaints. 7. Status Monitoring Report Report prepared and submitted within working days after the activity done with revisions. 8. Minutes of Meetings Document submitted within working days of no intervention after activity with errors. 9. Activity Reports Document prepared within working days of after activity with revisions. 0. Communications (meeting) Prepared and distributed working days before the date of meeting with minor errors. Vouchers, Payroll, APP and PPMP Prepared and process within hours after the order the immediate supervisor with errors.. Travel Orders and Pass Slips Prepared and submitted to concern office for signature day before the travel date with minor errors.. Budget Proposal Prepared and submitted working days before deadline with revisions.. Activity and Project Design Prepared and submitted working days after the order from the immediate supervisor with revisions.. Office Performance Commitment Review Prepared and submitted not late from the deadline with revisions. S P M S

133 C..6. Investment Promotion & Tourism Office MAJOR FINAL OUTPUT SUCCESS INDICATOR. Investors Profile and Databank Investors profile and data bank updated every months with errors.. Project Proposal Projects proposals prepared with minor errors within days after receipt of notice.. Investor s Assistance Sheet New investors assisted with complaint within hour upon request.. Training/Activity Report Training/activity reports submitted within days after the activity with minor revisions.. Certificate of Local Tax Exemption Certificate of Local Tax Exemption prepared with no error and released within day after approval of the PAIC Board. 6. Research Documents Research works related to investment and tourism conducted within months with errors. 7. Permit to Climb Mt. Apo Climbers given with permit to climb Mt. Apo with no error within hour after submission of required documents. 8. Certificate of Mt. Apo Climb Certificates of Mt. Apo Climb issued to climbers with no error within hour upon request. 9. Monthly Report of Tourism Statistics Monthly reports of tourism statistics submitted to the Department of Tourism XI with minor errors within days of the succeeding month. 0. Local Tour Itinerary Local tour itineraries issued within day upon receipt of request with no revision.. Press and Photo Releases of LGU Press and photo releases of LGU activities Activities submitted with no error within days after the activity.. LGU Website Maintained and Website updated monthly with no error. Updated S P M S

134 C.. Office of the Sanggunian Bayan MAJOR FINAL OUTPUT SUCCESS INDICATOR. Resolutions/Ordinances Resolutions and ordinances prepared/encoded within 7 working days after the session with revisions allowed.. Minutes Minutes of sessions prepared within 7 working days after the session with revisions allowed.. Committee Reports Reports prepared within working days after the committee hearing/meeting with revision allowed.. Indorsments (a) Legislations (b) Barangay Annual and Supplemental Budgets and MTOPs Legislations indorsed within working days after receipt from the LCE with error allowed. Budgets and 0 MTOPs indorsed within days after the session with error allowed.. Certifications Certifications prepared and issued within 0 minutes upon request with error allowed. 6. Notices (a) Sessions Notices prepared and served within working day before the session with error allowed. (b) Committee Works Notices prepared and served within working day before the schedule with error allowed. S P M S

135 C.. Office of the Municipal Planning & Development Coordinator MAJOR FINAL OUTPUT SUCCESS INDICATOR. Municipal Comprehensive Land Use Plan (MCLUP) Formulated (0 year plan). Annual Investment Plan (AIP) Formulated. Office Budget/ Program/ Project Proposals (LGU) MCLUP updated with minor revisions by the end of December. Formulated and produced with minor revisions by last week of September. Project proposals prepared with minor revisions and submitted working days before AIP workshop schedule.. Project Proposals (NGA) Project proposals prepared and submitted with minor revisions by the end of December.. Activity Design (0% LGDF) Activity design reviewed with minor lapses within 0 Reviewed and Signed minutes upon receipt. 6. Quarterly Status Report QSR prepared with minor revisions and submitted to COA on the th day of the first month of the next quarter. 7. Zoning Certification ZC prepared and issued with no error within minutes after review of documentary requirements and site inspection. 8. Locational Clearance LC prepared with no error within day and 7 minutes from the time of documentary requirements and project site inspection. 9. Minutes/Resolutions Facilitated conduct of MDC, BAC, MPMIU, MTRCPSAA, LZBAA, CAU and other meetings as instructed by the Mayor of SB with minutes ready days before the next meeting and resolutions ready days after the meeting with minor revisions. 0. Reviewed and Validated OPCR Municipal offices OPCR reviewed/validated within months after receipt of the OPCR.. Office Performance OPCR prepared in a semester with revisions Commitment Review Form submitted on the th day of April.. Quarterly Accomplishment Report Reports submitted on the th day after the end of the quarter with revisions.. Monthly Monitoring Journal Monitoring journal prepared and conducted monthly with no complaint.. Annual Supplies Procurement ASPP/PPMP prepared with no error and submitted on Plan/ Project Program Mgt. or before October. Plan (ASPP/PPMP) S P M S

136 . Office Performance Commitment Review 6. Results on Assessment for Electric Subsidy OPCR prepared with revisions and submitted on last day of July. Favorably endorsed for the subsidy with no complaint within day after assessment. 6 S P M S

137 C.. Office of the Municipal Budget Officer MAJOR FINAL OUTPUT SUCCESS INDICATOR. LGU Annual Budget LGU Annual Budget prepared with minor revisions submitted on the th day of October.. LGU Supplemental Budget LGU Supplemental Budget prepared within working days after instruction with minor revisions.. Reviewed Barangay Annual Barangay Annual Budget reviewed within 0 minutes Budget after receipt the documents with no error.. Reviewed Barangay Supplemental Budget Barangay Supplemental Budget reviewed within 0 minutes after receipt of the documents with no error.. Prepared Local Budget Matrix Local Budget Matrix prepared with minor revisions within working days after receipt of the approval Annual Budget/Appropriation Ordinance. 6. Prepared Allotment Release Allotment Release Order prepared with minor Order revisions within working days after receipt of the approved Appropriation Ordinance/Resolution/Request 7. Status Report Status Reports prepared with no error and submitted every 0 th day after end of the month. 8. Registry of Appropriation, RAAO maintained weekly with minor errors. Allotment and Obligation 9. Registered Appropriation and Obligation (RAO) Registered Appropriation and Obligation (RAO) with minor errors within 0 minutes per Obligation Request. Appointments certified with no error within minutes per appointment. Programs and projects financial status maintained weekly with minor errors. 0. Certified Appropriation on Appointment of Job Order. Subsidiary Account of Programs and Projects (Breakdown of Expenditures). Annual Supplies Procurement ASPP and PPMP prepared with no error submitted on Plan and Project Procurement or before October. Management Plan (ASPP/PPMP). Minutes of Meeting (Local Minutes of meetings prepared with minor revisions Finance) within working days after the meeting.. Monthly Performance Monthly Performance Monitoring Journal with no Monitoring Journal complaint conducted monthly.. Office Performance OPCR prepared with minor revisions submitted on Commitment Review (OPCR) the th of October. 6. Payroll (Job Order) Payrolls prepared with minor errors within - working days after submission of all supporting documents. 7 S P M S

138 7. Quarterly Accomplishment Report Reports prepared with minor revisions submitted on the th day after the end of the quarter. 8. Budget Proposal Budget proposal prepared with minor revisions submitted weeks before the deadline. 9. Quarterly Status Report Quarterly status reports prepared with minor (Program and Projects) revisions submitted on the 7 th day of the st month of the preceding quarter. 0. Disbursed LCE IF Clients assisted with minor errors within minutes per client. 8 S P M S

139 C.. Office of the Municipal Accountant MAJOR FINAL OUTPUT SUCCESS INDICATOR. Trial Balance Trial Balance prepared and submitted with no error on the 0 th day after the end of the month.. Balance Sheet Balance Sheet prepared and submitted with no error on the 0 th day after the end of a quarter.. Income and Expense Income and Expense prepared and submitted with no Statement error on the 0 th day after end of a quarter.. Schedule of Accounts Schedule of accounts prepared and submitted with no error on the 0 th day after end of a quarter.. Maintenance of GL and SL Schedule of accounts prepared and submitted with no Book of Accounts error on the th day after end of the month. 6. Cash Flow Cash Flow prepared and submitted with no error within 0 th day after end of a quarter. 7. Notes to Financial Statements Notes to Financial Statements prepared with no error and submitted on the th day of February of the succeeding year. 8. Bank Reconciliation Statement Bank reconciliation Statement prepared with no error and submitted on 7 th day upon receipt of bank statement. 9. Accountants Advice of Local Check Disbursement Accountants Advice of Local Check Disbursement prepared with no error daily. 0. Journal Entry Voucher Journal Entry Voucher prepared with no error days after end of the month.. Journal Journal prepared with no error days after end of the month.. Vouchers Vouchers processed with no error within 0 minutes per voucher.. Payrolls Payrolls processed with no error within 0 minutes per payroll.. Liquidation Reports Liquidation reports processed with no error within 0 minutes per liquidation report.. Employee Index Cards Employees earnings/deductions posted with no error within minute per employee. 6. Supplier Index Cards Suppliers transaction posted with no error within 0 seconds per voucher claim. 7. Signed Vouchers, Payroll, Liquidation Reports, Financial Statement, Net TakeHome Pay, PHIC, Certification, Loan, etc. Signed vouchers/payrolls/other official documents with no error within minutes upon receipts. 9 S P M S

140 8. Receives and Segregates Paid Vouchers 9. Receives and Segregates paid Payrolls and Liquidation Reports Received and segregated vouchers, payrolls and liquidation reports with no error within minutes per voucher. Received and segregated paid payrolls, liquidation reports with no error within 0 minutes per payroll and liquidation report. 0. Certificate of Disbursement Certificate of Disbursement prepared within days upon request with no error.. Annual Alphalist BIR Annual alphalist prepared and submitted with no Officials/Employees/Suppliers error within one month (officials and employees)/ within months (suppliers) after end of the year.. Remittance List Remittance list prepared and processed with no error within the month and/or within 0 days after the end of the month.. Preparation of Annual Budget Prepared annual budget proposal with revisions Proposal within week before the deadline of submission.. Inventory/Disposal of Old Accounting/Financial Records Inventoried old accounting/financial records with no error within minutes per voucher/ payroll/ liquidation report from CY S P M S

141 C.6. Office of the Municipal Assessor MAJOR FINAL OUTPUT SUCCESS INDICATOR. Tax Declaration of Real Property/ Field Appraisal Assessment Sheet (FAAS). Tax Map/ Tax Map Control Roll (TMCR) TDs/FAAS prepared within 0 minutes per RPU after inspection conducted with no error (for PASSO approval). Tax Maps/TMCR updated within 0 minutes after receipt of approved TD/FAAS with no error.. Notice of Assessment Notice of Assessments prepared within minutes after receipt of every approved RPU with no error.. Assessment Rolls Sets of assessment roll prepared every revision year with no error.. Quarterly Report of Real Property Assessments 6. Certified True Copy of Tax Declaration (TD) Reports prepared with no error submitted to PASSO within days after end of the quarter. Tax Declaration certified within minutes with no error. 7. Certifications Certificates prepared within minutes after presentation of documents with no error. 8. Annotation of Bailbond Tax Declaration annotated/cancelled within minutes after receipt of annotated/td/faas from PASSO with no error. 9. Plans, Programs and Project Plans/Programs/Proposals prepared for with no error Proposal/Designs and submitted days after end of the month. 0. Budget Proposal Proposals prepared for with no error and submitted days after end of the month.. Project Procurement Management Plan/ Annual Supplies Procurement Plan. Quarterly Accomplishment Report PPMP and ASPP prepared within days per program with no error. Reports prepared with no error and submitted within days after every end of quarter.. Quarterly Status Report Reports prepared with no error and submitted within days after every end of quarter.. Payroll (Regular/Job Order) Payrolls prepared in - working days after submission of all supporting documents with errors.. Office Performance Commitment Review (OPCR) OPCR submitted th of April/ th of October with - revisions. 6. Vouchers Voucher prepared working days after instruction with minor error. 7. Accomplished Statement of SALN prepared and submitted on the st - th day of Assets, Liabilities and Net Worth March with no revision. S P M S

142 C.7. Office of the Municipal Treasurer MAJOR FINAL OUTPUT SUCCESS INDICATOR. Collected Tax Revenues Collected within six months with no error.. Collected Non-Tax Revenues Collected within six months with no error.. Report of Checks Issued Report of Checks issued prepared with no error submitted within 0 minutes after receipt of paid vouchers.. Real Property Tax Account Register (RPTAR)/ Business License Cards. Electronic Statement of Revenues and Expenditures 6. Report of Collections and Deposits RPTARs/Business License Cards maintained and inventory done twice a year with no cards lost. Reports prepared with no error and submitted within 0 days after end of every quarter. RCD prepared daily within hour before cut off time with no error. 7. Tax Bills Tax bills prepared and delivered within 0 days after every quarter with no error. 8. Report of Disbursement Reports prepared with no error immediately after disbursement of payrolls. 9. Books of Accounts Maintained (Cash Book) Cash Books maintained with no error and updated hours after report of disbursement is submitted to the Accounting Office. 0. Checks Issued Checks prepared per check issued 0 minutes after receipt of the approved voucher with no error.. Office Performance OPCR prepared in a semester with revisions Commitment and Review submitted on the th day of April 0.. Reviewed/Validated OPCR OPCR reviewed/validated with minor errors within months after receipt of OPCR.. Certificate of Non-Delinquency Certifications issued with no error in the content prepared within 0 minutes after request.. Letters/Communications Letters/communications prepared with revisions within hours.. Annual Supplies Procurement Plan/ Project Procurement Management Plan Report/plan submitted on or before October, 0 with no error. 6. Budget Proposal Proposal submitted working days before the deadline with revisions. 7. Plans, Programs and Project Plans, Programs and Project Proposal submitted Proposal working days after approval of the budget. 8. Monthly Performance MPMJ conducted with no complaint. Monitoring Journal S P M S

143 C.8. Office of the Municipal Civil Registrar MAJOR FINAL OUTPUT. Certificate of Live Birth (a) On Time SUCCESS INDICATOR Applications processed with no error and released within minutes after request. (b) Delayed Registration. Certificate of Marriage (a) On Time Applications processed with no error and released on the st day after the 0 days posting. Marriage certificates registered with no error and released within minutes (on time) and minutes (if delayed) from receipt of request. (b) Delayed Registration. Certificate of Death (a) On Time Applications processed with no error and released on the st day after the 0 days posting. Applications processed with no error and released within minutes from receipt of request. (b) Delayed Registration Applications processed with no error and released on the st day after the 0 days posting.. Certified Copies Copies processed with no error and released within minutes from receipt.. Amended Birth Certificate (Legal Instruments, RA 908, Court Order, Supplemental Report) Applications processed with no error and released within 0 minutes after receipt of documentary requirements. 6. Approved Petitions Petitions processed with no error and granted within days after 0 days posting period. 7. Monthly Report Reports prepared with minor revision and submitted within 0 th day of the following month. 8. Registry Book Registered documents posted in the Registry book with no error within minute per document. 9. PHILCRIS Database Registered documents encoded in the PHILCRIS Database with no error within minute per document. 0. Marriage License Applications processed with no error and released within day after the 0 days posting period. S P M S

144 . Supplemental Report Supplemental report processed with no error submitted on the 0 th day of the following month.. Lecture/Speakership Lectures given during pre-marriage seminar with minor complaints on the scheduled date. Certificate of appearance during conduct.. Official Annual Budget Office annual budget prepared and revision with minor revisions within days.. Annual Supplies Procurement Submitted on the rd week of September with no error. Plan/ Project Procurement Management Plan. Mobile Registration Applications processed with no error and released within 0 days from receipt of request. 6. Customer Action Sheet Client assisted/attended immediately. 7. Office Performance Submitted before th of October. Commitment Review (OPCR) 8. Payroll (Job Order) Payroll prepared with no error within the day after submission of all supporting document. 9. Quarterly Accomplishment Submitted within -7 working days after the end of Report the quarter. 0. Mobile Registration Applications processed with no error and released within 0 days from receipt of request.. Budget Proposal Submitted - working days before the deadline.. Plans, Programs and Project Proposal Submitted - working days after approval of the budget. S P M S

145 C.9. Office of the Municipal Health Officer MAJOR FINAL OUTPUT SUCCESS INDICATOR. Home Based Maternal Record Pregnant women given prenatal check-up and attended minutes per patient with no error.. ECCD-Early Childhood Care and Development Card Children aged 0-9 months given immunization within 0 minutes with no error.. Family Planning Record Form Current users are given Family Planning Services within minutes per Family Planning user with no error.. Tuberculosis Treatment Card Patients cured of TB given daily medication supervised within minutes with no error.. Individual Treatment Record (ITR) Patients attended within minutes per patient with no error. 6. Animal Bite Treatment Card Animal bite patients managed/given medication within minutes per patient with no error. 7. Laboratory Result Slip Requests for routine laboratory examinations done in minutes per procedure with no error. 8. Dental Screening Form/Card Dental patients given/oral care within 0 minutes per patient with no error. 9. Water Sampling Result Form Water sampling done within 0 minutes per water source with minor errors. 0. PhilHealth ID Card PhilHealth members enrolled in NHIP Program processed within minutes with - minor errors.. Medical Certificates Medical Certifications processed and issued within minutes with - minor errors.. Garantisadong Pambata Result Form Children 0-9 months given Vitamin A and Deworming within minutes per patient in the month of October with no error. S P M S

146 C.0. Office of the Municipal Social Welfare & Development Officer MAJOR FINAL OUTPUT SUCCESS INDICATOR. Monthly Report (Day Care Center Supplemental Feeding) Monthly reports on Day Care Centers served with supplementary feeding with no revision submitted on the th day after the end of the month.. Social Case Study Report Social case study reports prepared with no revision within working days after request.. Case Recording Case records completely filed with errors within hours per client.. Closing Summary Closing Summary prepared with minor errors within hour.. Progress Report to the Honorable Court and Assessment on Discernment 6. Customer Assistance Sheet on WEDC and CNSP Assessment report prepared and submitted with minor errors within working days after receipt of court order/police request. Clients served by category with minor complaints within 0 minutes. 7. Travel Permit Permit to travel prepared with no error and issued within minutes per permit. 8. Bureau of Assistance Form 00 Bureau of Assistance forms filled-up with case with Case Summary. summary with errors within ½ hours. 9. Customer Assistance Sheet on Individuals/families provided with community-based Community-based Services services with minor complaints within 6 months. 0. Masterlist of Day Care Centers Day Care Centers maintained and operated with minor complaints within school calendar year.. ID Card Issued (Senior Citizen, Persons with Disability, Solo Parent and Pag-asa Youth Association) ID Card issued with no error and issued in 8 minutes per ID.. Training Report Training report prepared with errors in content within working days after the activity.. Activity Design Designs prepared with minor errors within weeks before the activity.. Activity Report Activity report prepared with revision in content within working working days after the activity.. Disaster Assitance Family Access Card (DFAC)/Emergency Assistance Family Access Card 6. Disaster Report/ Incident Report Access card (DFAC/EAFAC) filled up with errors within minutes. Reports with revision submitted 8 hours after incident/disaster. 6 S P M S

147 7. Office Status Quarterly Report (Program and Projects) 8. Monthly Performance Monitoring Journal Consolidated reports with revision within 7 working days after end of the quarter. Monitoring journal prepared and conducted monthly with no complaint. 7 S P M S

148 C.. Office of the Municipal Agriculturist MAJOR FINAL OUTPUT SUCCESS INDICATOR. Vaccination Animals immunized with complaints done within working days after request.. Deworming Animals dewormed with complaints done within working days after request.. Treated Animals Animals treated with complaints done within working days after request.. Castrated Animals Animals castrated with complaints done within working days after request.. Animal Impregnated Sows impregnated thru artificial insemination with 6. (thru artificial insemination) complaints done within working days after request. 7. Livestock Monitoring Report Livestock monitoring reports with minor errors submitted on day of deadline. 8. Trainings Conducted Trainings conducted on animal health care with complaints done 7 working days upon request. 9. Farmers Assisted/Served Farmers assisted and served within working days after request. 0. Produced High Quality Hogs Produced hogs with heads mortality with assistance done working days after request.. Mangrove Regeneration Barangays Zone II and III planted mangrove propagules with complaints at the end of December.. Seaborne/Foot Patrol Operation Conducted Seaborne patrol operation with complaints at the end of December.. Patrol Boat Maintained Patrol boats maintained with 60% accomplishment done every 6 weeks.. Fish Sanctuaries Maintained Fish sanctuaries maintained with 60% accomplishment at the end of December.. Monitoring Report of Fishpond Reports prepared with minor errors submitted one Production day before the deadline. 6. Pre-membership Education PMEs conducted with complaints within 9 working Seminar Conducted days after registration. 7. Monitoring Report Reports prepared with minor errors submitted day before the deadline. 8. Case Study/Investigation and Case study/investigation and evaluation report done Evaluation Report at the end of December with minor complaints. 9. Distribution of quality planting materials Distribute assorted quality planting materials working days after delivery with minor complaints. 8 S P M S

149 0. Distribution of Vegetable Seeds (Pinakbet). Pets Monitoring and Surveillance Conducted Distributed assorted vegetable seeds working days after delivery with minor complaints. Monitoring and surveillance conducted every weekdays after end of each month with minor errors.. Extended Technical Assistance Extended technical assistance to 0 farmers done working days after client s request with minor complaints.. Farmers Field School and Package of technology Conducted. Monitoring and Evaluation Conducted. Technology Transfer Conducted Conducted FFS and POTs to farmers working days after approval of training design with minor complaints Conducted monitoring and evaluation to farmers done every working days after end of month with minor errors. Conducted technology transfer to farmers done 0 working days after attending training with minor complaints. 6. Information Services Extended Served clients done minutes after client s request with minor errors. 7. Area Supervised and Reported Area monitored and reports submitted on the day of to DA-RFU XI deadline. 8. Rice Farmers Assisted and Rice farmers assisted and monitored done minutes Monitored after clients request with minor errors. 9. Livelihood Skills Training Livelihood skills training conducted days after scheduled date with minor errors. 0. Organizational Meetings Organizational meetings conducted days after Conducted scheduled date with minor errors.. Submitted Report on RBO Reports submitted on day of deadline with revisions. Livelihood Project. Assisted Barangay Labor-based Barangay labor-based road operation activity assisted Road Operation with minor complaints done weeks after schedule.. Extended Assistance to Associations assisted within working days after Association receipt of request with minor errors.. Planted, Grown and Monitored Trees under the Forest Protection Program. Planted, Grown and Monitored Trees under the Forest Production Program 6. Municipal Demo Farm Operated and Maintained 7. Special Programs and Projects Supervised and Implemented Trees planted, grown and monitored days delayed from scheduled date minor complaints. Trees planted, grown and monitored days delayed from scheduled date minor errors. Activities conducted/attained months upon approval of budget with minor complaints. Special projects implemented, assisted and monitored with minor complaints. 9 S P M S

150 8. Agricultural Data Profile Report on Agricultural Data Profile submitted on the last day of semester which is 60-79% completed. 9. Travel Orders Prepared TOs prepared with minor errors submitted day before deadline. 0. Minutes of Meetings Prepared Minutes of meetings prepared with revisions submitted within working days after instruction.. Disbursement Vouchers DVs prepared with minor errors done working days Processed after instruction.. Annual Supplies Procurement Plan/ Project Procurement Management Plan. Letters/Communications Prepared APP/PPMP submitted with minor errors weeks after approval of budget. Letters/communications prepared with minor errors hours after instruction. 0 S P M S

151 C.. Office of the Municipal Engineer MAJOR FINAL OUTPUT. Project Implemented/ Constructed. Plans and Designs (a) Project Cost below 00,000 (b) Project Cost above 00,000. Program of Work (a) Project Cost below 00,000 (b) Project Cost above 00,000. Inspection Report of Completed Infrastructure Project. Checked and Reviewed Infrastructure Project 6. Inspection Report on Streetlights/ Electrical Facilities SUCCESS INDICATOR Projects implemented/constructed with revision days after completed delivery of construction materials. Plan and design of a structure with revisions submitted within 7 working days per project after the approval of Annual Budget. Plans and designs of a structure with revisions submitted within working days per project after the approval of Annual Budget. POW of a structure with minor revisions completed within working days per project after the approval of plans and designs/site inspection. POW of a structure with minor revisions completed within working days per project after the approval of plans and designs/site inspection. Inspection report of an infrastructure projects with minor errors completed within days after the inspection/project completed. POW of Barangay projects checked and reviewed with minor errors completed within days upon submission. Inspection report on electrical facilities within working days after the inspection. 7. Electrical Permit Electrical permits with complaints issued within working days upon payment. 8. Building Permit Building permits with errors issued within working days upon payment. 9. Fencing Permit Fencing permit with errors issued within working days upon payment. S P M S

152 0. Mechanical Permit Mechanical permit with errors issued within working days upon payment.. Plumbing Permit Plumbing permit with errors issued within working days upon payment.. Occupancy Permit Occupancy permits with no error issued within 0 days upon the submission of certificate of completion and fire safety clearance.. Government Facilities Maintained. Job Order Slip (a) Heavy Equipments Work order request acted (masonry, carpentry and electrical works) with complaints within days after the approval of work order. Job order request acted (heavy equipments) with minor complaints within days after the approval of the Job Order. (b) Light Vehicles Job order slip (light vehicles) with minor complaints within 9 days after the approval of the Job Order.. Barangay Road Barangay roads rehabilitated/constructed with minor Rehabilitated/Constructed complaints within days after the approval of the job order. 6. Daily Time Record (DTR) DTR with errors completed within working days after the biometric printout. 7. Pre-Canvass of Construction Materials and Spare Parts 8. Work Order Slip (a) Garbage Collection Pre-canvass with errors completed within 8 hour. Work order slip (garbage collection) with minor complaints within 8 hours after the approval of the work order. (b) Electrical Works Work order slip (electrical works) with minor complaints within day after the approval of the work order. 9. Project Profile Project profiles with errors completed within days after the approval of budget. 0. Certifications Certifications with minor errors completed within 60 minutes. S P M S

153 . Communications Communications with minor errors completed within 60 minutes.. Purchase Request Purchase request with minor errors completed within hours.. Purchase Order Purchase order with minor errors completed within hours.. Payroll Payrolls with minor errors completed within hours after filling up of daily time record.. Travel Order Travel orders with minor complaints completed within minutes. 6. Trip Ticket Trip tickets with minor complaints completed within minutes. 7. Accomplishment Report Accomplishment report with minor errors completed within 0 minutes. 8. Activity Design Activity designs with minor errors completed within 0 minutes after the approval of budget. 9. Breakdown of Budgetary Requirements 0. Annual Supplies Procurement Program (ASPP). Project Procurement Management Plan (PPMP) Breakdown of budgetary requirements with minor errors completed within day. ASPP with minor errors completed within hours. PPMP with minor errors completed within hours.. Released Program of Works POW released with minor errors completed within minutes after the approval of POW.. Itinerary Itinerary with errors completed within 0 minutes after the issuance of memo order. S P M S

154 C.. Office of the Economic Enterprise Manager MAJOR FINAL OUTPUT SUCCESS INDICATOR. Local Economic Enterprise Code Endorsed the draft of the LEE Code to the Sangguniang Bayan with minor revisions within the last month of the rd quarter.. Lease Contract Stall leases are given lease contracts with revisions after submission of application within 0 days.. Billing Statement/Order of Payments (a) Terminal Stall lessees at the Integrated Terminal are given monthly billing statement with error on every 7 th day of the month. (b) MTC (c) Slaughterhouse (ante mortem) (d) Slaughterhouse (post mortem). Cash Tickets (a) Integrated Terminal (b) Market (vendors) (c) Market (public vehicles). Daily Cash Tickets Issuance Report Customers outside LGU are given billing statements within minutes with revisions after the food service. Customer/meat vendors are issued order of payment on ante mortem inspection of cattle and/ or livestock to be butchered with no error within hour before butchery. Customers/meat vendors are issued order of payments on post mortem of their livestock/cattle butchered with error within 0 hours after display of meat. Bus/jeepney/van/motorcycle/trisikad drivers are issued cash tickets within minutes with error upon entry to the Sta. Cruz Integrated Terminal. Market vendors are issued daily cash tickets with error within hours in a day. Motorcycle/trisikad/van drivers are issued cash tickets as parking fee with error within minutes upon entry. Units of the Local Economic Enterprise have submitted their daily cash tickets issuance report to the Municipal Treasurer s Office with no error within hours the following working day S P M S

155 6. Coordination Report Submitted coordination report with revisions every 7 th working day of the succeeding month 7. Meat Inspection Certificate Livestock butchered in a day are inspected with complaint within hours after butchery. 8. Food and Beverage Services Food and beverages are ready to be served to customers with complaints within 0 minutes before nn for lunch, 7 pm for dinner, 7 am for breakfast and 0 am and pm for snacks. 9. Program of Works POW from offices and barangays are prepared with two () minor revisions within ten (0) working days after approval by the Local Chief Executive. 0. Burial Permit Burial permits are issued to clients with complaints within five () days before burial.. Daily Security Report/ Government-Owned Buildings and Properties Secured Local Economic enterprises are safe and secured in a day with complaints.. Daily Maintenance Report Surroundings of the units of the Local economic enterprises are kept clean with complaints within hours before opening of the economic enterprise units: Market, Terminal, Slaughterhouse and MTC.. Investor s Assistance Sheet New investors with complaint within hour upon request. Annual Supplies Procurement Plan/ Project Procurement Plan (ASPP/PPMP) ASPP/PPMP are submitted on the rd week of the month of September with revisions.. Customer Action Sheet Customer s request are attended immediately upon client s request with no error. 6. Minutes of Meeting Minutes of meeting are prepared within working days after meeting with minor revisions. 7. Office Performance Commitment Review OPCR are submitted on the th day of October with minor revisions. 8. Payroll (Job Order) Payrolls are prepared within a day after supporting documents are acquired with no error. 9. Quarterly Accomplishment Report QAR are prepared within -7 working days after the end of the quarter with no minor revisions. S P M S

156 0. Training/Activities Conducted/Facilitated Trainings/Activities are conducted/ facilitated immediately as scheduled with no complaints.. Budget Proposal Budget Proposal are submitted within - working days before the deadline with no minor revisions.. Plans, Programs and Project Proposal. Quarterly Status Report (Programs and Projects) Submitted within - working days after approval of the budget with no minor revisions. QSR are submitted within -7 working days of the st month of the preceding quarter with no minor revisions. 6 S P M S

157 ANNEX D. Performance Standard Guide D.. Municipal Mayor s Office D... Administrative Section EXPECTED OUTPUT RATING (per output) Customer Action Sheet Endorsement Letters/Outgoing Communications (Request/Notice) Marriage Contract QUALITY STANDARD (per output) No Complaint/Error With Complaint/Error Error Errors - Errors 6 or more Errors Minor Error Minor Errors Minor Errors Minor Errors Minor Errors Minor Error Minor Errors Minor Errors Minor Errors Minor Errors RATING (per output) Client assisted/attended Immediately TIME STANDARD (per output) Not immediately attended/assisted Not attended Prepared within working day after instruction of the Local Chief Executive Prepared within working day after instruction of the Local Chief Executive Prepared within working day after instruction of the Local Chief Executive Prepared within working day after instruction of the Local Chief Executive Prepared within or more working day after instruction of the LCE Drafted within 0 minutes after instruction of the Local Chief Executive Drafted within 0 minutes after instruction of the Local Chief Executive Drafted within 0 minutes after instruction of the Local Chief Executive Drafted within 0 minutes after instruction of the Local Chief Executive Drafted within 0 minutes after instruction of the Local Chief Executive Prepared within 0 minutes after receipt of client s complete pre-requisites Prepared within 0 minutes after receipt of client s complete pre-requisites Prepared within 0 minutes after receipt of client s complete pre-requisites Prepared within 0 minutes after receipt of client s complete pre-requisites Prepared within 0 minutes after receipt of client s complete pre-requisites 7 S P M S

158 Executive Order Mayor s Certification Mayor s Clearance Mayor s Permit Memorandum Order Minor Error Minor Errors Minor Errors Minor Errors Minor Errors Drafted within day after instruction of the Local Chief Executive Drafted within days after instruction of the Local Chief Executive Drafted within days after instruction of the Local Chief Executive Drafted within days after instruction of the Local Chief Executive Drafted within days after instruction of the Local Chief Executive Prepared immediately upon request Prepared minutes upon request Prepared 0 minutes upon request Prepared minutes upon request Prepared 0 minutes upon request Prepared within - minutes after receipt of client s complete pre-requisites Prepared within 8 minutes after receipt of client s complete pre-requisites Prepared within 0 minutes after receipt of client s complete pre-requisites Prepared within minutes after receipt of client s complete pre-requisites Prepared within minutes after receipt of client s complete pre-requisites Prepared within - minutes after receipt of client s complete pre-requisites Prepared within 8 minutes after receipt of client s complete pre-requisites Prepared within 0 minutes after receipt of client s complete pre-requisites Prepared within minutes after receipt of client s complete pre-requisites Prepared within minutes after receipt of client s complete pre-requisites Drafted within 0 minutes after instruction of the Local Chief Executive Drafted within 0 minutes after instruction of the Local Chief Executive Drafted within 0 minutes after instruction of the Local Chief Executive Drafted within 0 minutes after instruction of the Local Chief Executive Drafted within 0 minutes after instruction of the Local Chief Executive Submitted before th of April/ th of October Minor Error Minor Errors Minor Errors Minor Errors Minor Errors Minor Error Minor Errors Minor Errors Minor Errors Minor Errors Minor Error Minor Errors Minor Errors Minor Errors Minor Errors No Revision - Revisions Revisions More than Revisions Office Performance Commitment Review (OPCR) Submitted on the th of April/ th of October Submitted beyond April to June/October to December 8 S P M S

159 Plans, Programs and Project Proposal Quarterly Accomplishment Report Recommendation With No Revision With Revision With Revisions With Revisions More than Revisions With No Revision With - Revisions With Revisions With - Revisions More than Revisions Minor Error Minor Errors Minor Errors Minor Errors Minor Errors Submitted - working days approval of the budget Submitted - working days approval of the budget Submitted working days approval of the budget Submitted 0 working days approval of the budget Submitted or more working days approval of the budget Submitted within -7 working days after the end of the quarter Submitted within 8- working days after the end of the quarter Submitted on the th day after the end of the quarter Submitted within 6- working days after the end of the quarter Submitted beyond the nd day after the end of the quarter Prepared within minutes after instruction of the Local Chief Executive Prepared within 0 minutes after instruction of the Local Chief Executive Prepared within minutes after instruction of the Local Chief Executive Prepared within 0 minutes after instruction of the Local Chief Executive Prepared within minutes after instruction of the Local Chief Executive 9 S P M S

160 D... Human Resource Management Section EXPECTED OUTPUT RATING (per output) 0 Index Card Accomplished Daily Time Record (DTR) Accomplished Personal Data Sheet (PDS) Accomplished Statement of Assets, Liabilities and Net Worth (SALN) Agency Remittance Advice Prepared/ ed Forms A, B, C, D & E QUALITY STANDARD (per output) No Revision With Revision No Items Unfilled - Items Unfilled Items Unfilled Items Unfilled or more Items Unfilled No revision revision revisions revisions More than revisions RATING (per output) TIME STANDARD (per output) Prepared less than 0 minutes per index card Prepared 0 minutes per index card Prepared hour per index card Prepared hours per index card Prepared more than hours per index card Submitted - working days after the th and/or end of the month Submitted - working days after the th and/or end of the month Submitted 6 working days after the th and/or end of the month Submitted 7 working days after the th and/or end of the month Submitted more than 7 working days after the th and/or end of the mo. Submitted within the st - nd week of January Submitted within the rd - th week of January Submitted on the th week of January Submitted on February and beyond Submitted on the st- th day of March Submitted on the 6 th -0 th day of March Submitted on the st day of March Submitted later than March and beyond Prepared immediately when there is a need to report Prepared - working days after need to report Prepared working days after need to report Prepared - working days after need to report Prepared beyond working days after need to report 60 S P M S

161 Annual Inventory of Records Done (Active & In-Active 0 Files) Annual Supplies Procurement Plan/ Project Procurement Management Plan (ASPP/PPMP) Application for Leave Application For Membership Prepared Approved Appointment Attendance Report (CSC) No Records Lost With Records Lost - Minor Error Minor Errors Minor Errors Minor Errors No error With - errors With errors With errors With or more errors No Revision - Revisions Revisions - Revisions More than Revisions Inventory done once a year No inventory conducted Submitted within the rd week of September Submitted within the th week of October Submitted on or before Oct. Submitted beyond Oct. Prepared immediately after request Prepared on the following working day after request Prepared on the nd working day after request Prepared on the rd working day after request Prepared after rd working day after request Prepared within -7 working days after employees Assumption of Office Prepared within 6- working days after employees Assumption of Office Prepared within month after employees Assumption of Office Prepared within months after employees Assumption of Office Prepared after months after employees Assumption of Office Prepared within working days after instruction Prepared within 0 working days after instruction Prepared within working days after instruction Prepared within 0 working days after instruction Prepared beyond 0 working days after instruction Submitted - working days after end of the month Submitted 6- working days after end of the month Submitted on the th day of January/April/July/October Submitted on the 6 th to nd day of the month Submitted beyond the nd day of the month 6 S P M S

162 Attendance Sheet Accomplished immediately upon schedule of activity Not immediately accomplished BAC Procurement Prepared immediately after GSO P.O. coded Prepared - working days after GSO P.O. coded Prepared - working days after GSO P.O. coded Prepared 6-7 working days after GSO P.O. coded Prepared more than 7 working days after GSO P.O. coded Budget Proposal No revision revision revisions revisions More than revisions Submitted - WDs before the deadline Submitted WDs before the deadline Submitted WDs before the deadline Submitted WD before the deadline Submitted after the deadline Certifications Certificate of Employment Certificate of Leave Balances Certificate of Employment and Compensation Prepared immediately upon request Prepared within minutes upon request Prepared within 0 minutes upon request Prepared within 0 minutes upon request Prepared more than 0 minutes upon request Certificate of Assumption of Office Within 0 minutes after instruction Within minutes after instruction Within 0 minutes after instruction Within minutes after instruction Within 0 minutes or more after instruction Certificate Of Training/ Participation No Revision Revision Revisions Revisions More than Revisions Prepared - working days after instruction Prepared - working days after instruction Prepared working days after instruction Prepared 6-7 working days after instruction Prepared More than 7 working days after instruction 6 S P M S

163 Certificate Of Travel Completed (Appendix B) Within to WDs after travel Within WDs after travel Within 6 WDs after travel Within 8 WDs after travel More than 8 WDs after travel Civil Service Month Celebration Report No Revision Revision Revisions Revisions More than Revisions Prepared within the -7 th working days of October Prepared within the 8- th working days of October Prepared on the th working day of October Prepared within the 6- th working days of October Prepared more than working days of October Communications (Reply) No Revision Revision Revisions Revisions More than Revisions Prepared - working days after instruction Prepared 6-0 working days after instruction Prepared - working days after instruction Prepared or more working days after instruction Comparative Assessment Report Prepared immediately after PSB submitted their rating Prepared within working days after PSB submitted their rating Prepared within working days after PSB submitted their rating Prepared within 7 working days after PSB submitted their rating Prepared more than 7 working days after PSB submitted their rating Customer Action No Complaint/Error With Complaint/Error Client assisted/attended Immediately Not immediately attended/assisted Not attended Disbursement Voucher Prepared 0 minutes after all supporting documents completed Prepared minutes after all supporting documents completed Prepared hour after all supporting documents completed Prepared hours after all supporting documents completed More than hours after all supporting documents completed 6 S P M S

164 Disposed/Returned Documents/0 Files Design/ Layout Document Delivered (Outside) Documents Posted Employee s Leave Balances Attendance Summary Report Birthday Celebrants List Of Employees Entitled For Increment/Loyalty Documents Prepared (Retirement/Terminal Leave) Documents Received (Stamping Of Received On Document And Doing Entry On Incoming Logbook) No Revision Revision Revisions Revisions More than Revisions Returned 0 file of retired employees on the date of retirement Returned 0 file 7 working days after retirement Returned 0 file on working days after retirement Returned 0 file on working days after retirement Returned 0 file after working days Finished - working days after instruction Finished - working days after instruction Finished working days after instruction Finished 6-7 working days after instruction Finished more than 7 working days after instruction Done immediately after instruction Done - working days after instruction Done working days after instruction Done working days after instruction Done more than working days after instruction Done within hours after instruction Done within 6 hours after instruction Done within the day after instruction Done within - working days after instruction Done within working days after instruction Processed one month before date of retirement Processed weeks before date of retirement Processed weeks before date of retirement Processed week before date of retirement Processed less than a week before date of retirement Done minutes after receipt Done minutes after receipt Done minutes after receipt Done 6-0 minutes after receipt Done 0 minutes or more after receipt 6 S P M S

165 Document Reproduced Downloaded Data on Biometric Machine Employee ID Card Employee Profile Form Employees Loan Confirmed Recorded in the Logbook (Complaints do not include the time of loans credited in the bank) in encoding Error in encoding Errors in encoding Errors in encoding More than Errors in encoding No Complaint - Complaints Complaints Complaints or more Complaints Done immediately after instruction Done - working days after instruction Done working days after instruction Done working days after instruction Done more than working days after instruction Done working day after the end of quencena/end of month Done working days after the end of quencena/end of month Done working days after the end of quencena/end of month Done working days after the end of quencena/end of month Done more than working days after the end of quencena/end of month Produced not later than - working days after request Produced not later than - working days after request Produced not later than working days after request Produced not later than 6-7 working days after request Produced later than 7 working days after request Prepared not later than the month of August Prepared not later than the month of September Prepared not later than the month of October Prepared not later than the month of November Prepared not later than the month of December Immediately after text received from GSIS/employee - working days after text received from GSIS/employee working days after text received from GSIS/employee working days after text received from GSIS/employee working days or more after text received from GSIS/employee 6 S P M S

166 Endorsement Letter Transmittal Letter Acknowledgment Letter Request Letter Filed Documents Leave Memorandum Order Communication/Certification Nosi/Nosa Dtr/Attendance Sheet Saln/Per/Payrolls 0 Files/Request Slip Individual Performance Commitment and Review (IPCR) Form Information Technology (IT) Technical Support Itinerary of Travel (Appendix A) Error Errors - Errors 6 or more Errors - Errors - Errors 6-8 Errors More than 8 Errors Within working day after instruction Within working days after instruction Within working days after instruction Within working days after instruction Within or more working days after instruction Filed less than 0 minutes upon receipt of documents Filed 0 minutes upon receipt of documents Filed hour upon receipt of documents Filed hours upon receipt of documents Filed more than hours upon receipt of documents Submitted within the st - th day of June/December Submitted within the 6 th - th day of June/December Submitted on the th day of June/December Submitted within the 6 th - nd day of June/December Submitted beyond the nd day of June/December Acted immediately after request Acted - working days after request Acted working days after request Acted working days after request Acted more than working days after request Prepared immediately upon advise Prepared 0 minutes after advise Prepared hours after advise Prepared hours after advise Prepared more than hours after advise 66 S P M S

167 Job Order (JO) Contract Job Order Profile Updated Laundry Done Leave Cards Updated Prepared within - working days upon instruction/advise Prepared within - working days upon instruction/advise Prepared within working days upon instruction/advise Prepared within 6-7 working days upon instruction/advise Prepared more than 7 working days upon instruction/advise Done within the st-nd week of the last month of every semester Done within the rd week of the last month of every semester Done within the th week of the last month of every semester Done on the following month after end of the semester No Complaint - Complaints Complaints Complaints More than Complaints working day after changing of curtains working days after changing of curtains working days after changing of curtains working days after changing of curtains More than working days after changing of curtains Done on the st to nd week of the succeeding month Done on the rd week of the succeeding month Done on the last week of the succeeding month Done beyond the succeeding month Liquidation Report (Travel) Prepared immediately on the following day of travel Prepared - working days after travel Prepared - working days after travel Prepared 6-7 working days after travel Prepared more than 7working days after travel Prepared within the month of July Prepared within the month of August Prepared within the month of September Prepared within the month of October Prepared within the month of November or after List Of Employees Entitled for Step Increment/ Loyalty No Revision - Revisions Revisions - Revisions More than Revisions 67 S P M S

168 List of Personnel Paid On Honorarium Basis Updated (Volunteer Teachers, Watchmen, Traffic Aides, Madrasah Teachers, Blp Facilitator, Als Instructional Manager) List of Vacant Plantilla Positions Masterlist of Employees Registered in the Biometric Machine Memorandum Minutes of Meeting Monthly Employees Attending Flag Raising Ceremony Report Error Errors Errors More than Errors - Errors Errors - Errors More than Errors in the content With - errors With errors With - errors With more than errors No Revision Revision Revisions Revisions More than Revisions Done within the st-nd week of the last month of every semester Done within the rd week of the last month of every semester Done within the th week of the last month of every semester Done on the following month after end of the semester Prepared - working days after instruction Prepared - working days after instruction Prepared working days after instruction Prepared 6 working days after instruction Prepared more than 6 working days after instruction Immediately upon registration of employee On the st - nd working day after employee registration On the rd working day after employee registration On the th working day after employee registration Later than the th working day after employee registration Within - WDs after instruction Within - WDs after instruction Within WDs after instruction Within 6 WDs after instruction More than 6 WDs after instruction Prepared - working days after the meeting Prepared - working days after the meeting Prepared working days after the meeting Prepared 6-7 working days after the meeting Prepared more than 7 working days after the meeting Prepared on the st week of the following month Prepared on the nd week of the following month Prepared on the rd week of the following month Prepared on the last week of the following month Prepared beyond the following month 68 S P M S

169 Monthly Performance Monitoring Journal Monthly Performance Output Report Notice of PSB Meeting Notice of Salary Adjustment/ Notice of Step Increment (NOSI/NOSA) Oath of Office Form Filled- Up and Signed Obligation Request No Complaint With Complaint No Revision - Revisions Revisions - Revisions More than Revisions No error error - errors More than errors No Revision Revision Revisions Revisions or More Revisions Conducted monthly No monitoring Submitted within -7 working days after the end of the month Submitted within 8- working days after the end of the month Submitted on the th day after the end of the month Submitted within 6- working days after the end of the month Submitted beyond the nd day after the end of the month Prepared and delivered within - days after instruction Prepared and delivered within - days after instruction Prepared and delivered within days after instruction Prepared and delivered within 6 days after instruction Prepared and delivered more than 6 days after instruction Prepared month before the month of employees entitlement Prepared working days before the month of employees entitlement Prepared working days before the month of employees entitlement Prepared within the month of employees entitlement Prepared beyond the month of employees entitlement Prepared - working days before appointee s assumption Prepared - working days before appointee s assumption Prepared on the day of assumption of employee Prepared immediately after instruction Prepared I day after instruction Prepared days after instruction Prepared days after instruction Prepared more than days after instruction 69 S P M S

170 Office Area/Equipment Cleaned/Maintained No Complaint - Complaints Complaints Complaints More than Complaints No Revision - Revisions Revisions More than Revisions Finished at 7:0 AM/:0 PM Finished at 7: AM/: PM Finished at 8:00 AM/:00 PM Finished beyond 8:00 AM/beyond :00 PM Office Performance Commitment Review (OPCR) Submitted before th of April/ th of October Submitted on the th of April/ th of October Never submitted Done immediately after instruction Done working days after instruction Done working days after instruction Done working days after instruction Done more than working days after instruction Prepared within the 8 th working day of the month Prepared within the 0 th working day of the month Prepared within the th working day of the month Prepared within the 0 th working day of the month Prepared within the st working day of the month and beyond Payroll/Voucher Rerouted Payroll Regular Special Job Order, LSB Volunteer and Madrasah Teacher, Watchman, Traffic Aide, BLP Facilitator, ALS Manager, Honorarium Error Errors Errors More than Errors Prepared within the day after submission of all supporting documents Prepared - working days after submission of all supporting documents Prepared - working days after submission of all supporting documents Prepared 6-8 working days after submission of all supporting documents Prepared 9 working days after submission of all supporting documents 70 S P M S

171 Plants Watered Personnel Complement Personnel Profile Updated No Complaint - Complaints Complaints Complaints More than Complaints No Revision - Revisions Revisions Revisions Revisions With With Error With Errors With Errors With or more Errors Finished at 7: AM/: PM Finished at 7:0 AM/:0 PM Finished at 8:00 AM/:00 PM Finished beyond 8:00 AM/beyond :00 PM Prepared/Posted on the st week after the end of the semester Prepared/Posted on the nd week after the end of the semester Prepared/Posted on the rd week after the end of the semester Prepared/Posted on the th week after the end of the semester Prepared/Posted month after the end of the semester Updated on the st week after the end of semester Updated on the nd week after the end of semester Updated on the rd week after the end of semester Updated on the th week after the end of semester Updated on the th week after the end of semester Prepared within the month of July Prepared within the month of August Prepared within the month of September Prepared within the month of October Never prepared Prepared within working days after approval of appointment Prepared within 0 working days after approval of appointment Prepared within working days after approval of appointment Prepared within 0 working days after approval of appointment Prepared more than 0 working days after approval of appointment Done immediately after instruction Done - working days after instruction Done working days after instruction Done working days after instruction Done more than working days after instruction Plantilla Prepared DBM Version (Personnel Schedule) CSC Version (Plantilla of Personnel) Position Description Form - Errors Errors Errors More than Errors Posted Notice/ Announcement 7 S P M S

172 PowerPoint Presentation Printed Employees Daily Time Record (Biometric Print-Out) Profile of Applicant PSB Documents Filled-Up Pf-A (Individual Assessment Form) Pf-B (Interview Assessment Form) Pf-C (Potential Assessment Form) Purchase Request Quarterly Accomplishment Report No Revision Revision Revisions Revisions More than Revisions in encoding - Error in encoding Errors in encoding Errors in encoding More than Errors No Revision With Revision No Revision - Revisions Revisions - Revisions More than Revisions Finished - working days after instruction Finished - working days after instruction Finished working days after instruction Finished 6-7 working days after instruction Finished more than 7 working days after instruction Done immediately after data has been downloaded Done - working days after data has been downloaded Done working days after data has been downloaded Done working days after data has been downloaded Done more than working days after data has been downloaded Prepared - working days after submission of application Prepared - working days after submission of application Prepared working days after submission of application Prepared 6-7 working days after submission of application Prepared more than 7 working days after submission of application Filled-up within working days before the scheduled meeting Filled-up within working days before the scheduled meeting Filled-up within working days before the scheduled meeting Filled-up within working days before the scheduled meeting Filled-up on the scheduled meeting Prepared immediately after instruction Prepared I working day after instruction Prepared working days after instruction Prepared working days after instruction Prepared more than working days after instruction Submitted within -7 working days after the end of the quarter Submitted within 8- working days after the end of the quarter Submitted on the th day after the end of the quarter Submitted within 6- working days after the end of the quarter Submitted beyond the nd day after the end of the quarter 7 S P M S

173 Quick Count of Government Personnel No Revision - Revisions Revisions - Revisions More than Revisions No Revision - Revisions Revisions Revisions More than Revisions Submitted within the st -7 th day of January Submitted within the 8 th - th day of January Submitted within the th day of January Submitted within the 6 th - nd day of January Submitted beyond the nd day of January Submitted - working days after the end of the month Submitted 6- working days after the end of the month Submitted on the th day after the end of the month Submitted more than 6 working days after the end of the month Report on Appointment Issued (RAI) Requisition and Issue Slip Prepared immediately upon advise Prepared 0 minutes after advise Prepared hour after advise Prepared hours after advise Prepared more than hours after advise Submitted - working days after end of the month Submitted 6- working days after end of the month Submitted on the th day of the month Submitted on the 6 th - nd day of the month Submitted beyond the nd day of the month Submitted on the rd day of the last month of every quarter Submitted within the th - th day of the last month of every quarter Submitted on the 6 th day of the last month of every quarter Submitted on the 7 th -0 th day of the last month of every quarter Submitted beyond 0 th day of the last month of every quarter Within working days after receipt of the OPCR Within month after receipt of the OPCR Within months after receipt of the OPCR Within months after receipt of the OPCR Never reviewed/validated Report on Accession/ Separation No Revision - Revisions Revisions - Revisions More than Revisions No Revision - Revisions Revisions - Revisions More than Revisions No Complaint - Complaints Complaints More than Complaints Report on Employees Nominated/Recognized Based on Approved PRAISE Reviewed/Validated Office Performance Commitment Review (OPCR) 7 S P M S

174 Revised Personnel Mechanisms Segregated Records/Files Service Record Updated No revisions With revision With revisions With revisions With more than revisions error errors errors More than errors - Errors Errors Errors More than Errors Submitted to CSC for review days after signed by the LCE Submitted to CSC for review 0 days after signed by the LCE Submitted to CSC for review days after signed by the LCE Submitted to CSC for review 0 days after signed of the LCE Submitted to CSC for review more than 0 days after signed by the LCE Within minutes for each 0 File Within 0 minutes for each 0 File Within 0 minutes for each 0 File Within minutes for each 0 File Within 0 minutes or more for each 0 File Updated within working days after approval of the NOSI/NOSA Updated within 0 working days after approval of the NOSI/NOSA Updated within working days after approval of the NOSI/NOSA Updated within 0 working days after approval of the NOSI/NOSA Updated more than 0 working days after approval of the NOSI/NOSA Created No error - errors errors errors More than errors Created within working days after approval of the appointment Created within 0 working days after approval of the appointment Created within working days after approval of the appointment Created within 0 working days after approval of the appointment Created more than 0 working days after approval of the appointment Prepared Prepared immediately upon request Prepared within minutes upon request Prepared within 0 minutes upon request Prepared within 0 minutes upon request Prepared more than 0 minutes upon request 7 S P M S

175 Staffing and Compensation Profile Study Leave Contract Prepared Summary Report on Employees SALN. Ombudsman No Revision - Revisions Revisions - Revisions More than Revisions No Revision - Revisions Revisions Revisions More than Revisions No Revision - Revisions Revisions - Revisions More than Revisions Prepared within the month of July Prepared within the month of August Prepared within the month of September Prepared within the month of October Never prepared Prepared month before employees enrollment Prepared weeks before employees enrollment Prepared weeks before employees enrollment Prepared week before employees enrollment Prepared less than a week before employees enrollment Submitted to Office of the Ombudsman within - working days of April Submitted within working days of April Submitted on the 0 th day of April Submitted within - working days of May Submitted after the th day of May.CSC Training/Activities Conducted/Facilitated No Revision - Revisions Revisions - Revisions More than Revisions No Complaint - Complaints Complaints - Complaints More than 6 Complaints Submitted to CSC -7 working days OF May Submitted within 8- working days of May Submitted on the th day of May Submitted within 6- working days of May Submitted beyond the nd day of May As scheduled Not able to comply with the schedule 7 S P M S

176 Training Kits/Supplies/ IDs (For Participants) Prepared working days before the scheduled training/activity Prepared 0 working days before the scheduled training/activity Prepared working days before the scheduled training/activity Prepared working days before the scheduled training/activity Prepared on the scheduled training/activity Travel Order Prepared and submitted days before travel Prepared and submitted - days before travel Prepared and submitted day before travel and on the day of travel Prepared and submitted day after travel Prepared and submitted more than day after travel Validated Personal Data Sheet (PDS) minutes after PDS received 0 minutes after PDS received minutes after PDS received 0 minutes after PDS received More than 0 minutes after PDS received 76 S P M S

177 D... Business Permit and Licensing Section EXPECTED OUTPUT RATING (per output) QUALITY STANDARD (per output) RATING (per output) TIME STANDARD (per output) Additional Line of Business Error - Errors More than Errors Within 0 minutes After 0 minutes hour After hour hour and 0 minutes After hour and 0 minutes hours After hours and onwards Business Permit Error - Errors More than Errors Within 0 minutes After 0 minutes hour After hour hour and 0 minutes After hour and 0 minutes hours After hours and onwards Certification Error - Errors More than Errors Within minutes After minutes hour After hour hour and 0 minutes After hour and 0 minutes hours After hours and onwards Dropping of MTOP Franchise Error - Errors More than Errors Within minutes per establishment After -8 minutes per establishment After 8-0 minutes per establishment After 0- minutes per establishment After minutes and onwards Inspection of Business Establishment Error - Errors - Errors More than Errors Within minutes After 0 minutes hour After hour hour and 0 minutes After hour and 0 minutes hours After hours and onwards 77 S P M S

178 MTOP Franchise Occupational Permit Error - Errors More than Errors Within 0 minutes After 0 minutes hour After hour hour and 0 minutes After hour and 0 minutes hours After hours and onwards Within minutes After minutes hour After hour hour and 0 minutes After hour and 0 minutes hours After hours and onwards Within minutes After minutes hour After hour hour and 0 minutes After hour and 0 minutes hours After hours and onwards Within minutes After minutes hour After hour hour and 0 minutes After hour and 0 minutes hours After hours and onwards Within minutes After minutes hour After hour hour and 0 minutes After hour and 0 minutes hours After hours and onwards Error - Errors More than Errors Retirement of Business Permit Error - Errors More than Errors Special Permit Error - Errors More than Errors Trisicad and Bicycle Registration Error - Errors More than Errors Note: Action time for approval by the LCE/Administrator is excluded in the Time Standard of this office. 78 S P M S

179 D... General Services Section EXPECTED OUTPUT RATING (per output) QUALITY STANDARD (per output) RATING (per output) TIME STANDARD (per output) Agency Procurement Request With or more Errors Within 0 minutes per Agency Procurement Request Within minutes per Agency Procurement Request Within minutes per Agency Procurement Request Within 8 minutes per Agency Procurement Request Within 0 minutes per Agency Procurement Request Annual Supplies Procurement Plan Consolidated With or more Errors Within the th day of November Within the 0 th day of November Within the th day of November Within the 8 th day of November Within the 0 th day of November BAC Request Form Coded and Logged With or more Errors Upon receipt of BAC-R Form Within minutes upon receipt of BAC-R Form Within minutes upon receipt of BAC-R Form Within minutes upon receipt of BAC-R Form Within 0 minutes upon receipt of BAC-R Form Certificate of Insurance Policy With or more Errors Within week before the expiration date Within days before the expiration date On the date of the expiration Within week after the expiration date Within weeks after the expiration date Certificate of Registration With or more Errors Within week before the expiration date Within days before the expiration date On the date of the expiration Within week after the expiration date Within weeks after the expiration date 79 S P M S

180 Inspection and Acceptance Report With or more Errors Upon receipt/delivery of goods Within minutes upon receipt/delivery of goods Within minutes upon receipt/delivery of goods Within 8 minutes upon receipt/delivery of goods Within 0 minutes upon receipt/delivery of goods LGU s Annual Procurement Plan With or more Errors Within the st working day of December Within the st week of December Within the nd week of December Within the rd week of December Within the th week of December Property Card With or more Errors Within minutes after issuance Within 0 minutes after issuance Within minutes after issuance Within 0 minutes after issuance Within 0 minutes or more after issuance Property Issue Slip/Memorandum Receipt With or more Errors Upon delivery of the equipment/property Within working days upon delivery Within working days upon delivery Within 6 working days upon delivery Within 7 working days upon delivery Property, Plant and Equipment Report Prepared With or more Errors Within the 0 th day of January Within day of January Within st day of January Within the st week of January Within the nd week of January Property Sticker With or more Errors Upon issuance of property/equipment Within working days after issuance Within working days after issuance Within working days after issuance 80 S P M S

181 Purchase Order Reviewed, Coded and Logged With or more Errors Upon receipt of Purchase Order Within minutes upon receipt of Purchase Order Within minutes upon receipt of Purchase Order Within 8 minutes upon receipt of Purchase Order Within 0 minutes upon receipt of Purchase Order Purchase Request Reviewed, Coded and Logged With or more Errors Upon receipt of Purchase Request Within minutes upon receipt of Purchase Request Within minutes upon receipt of Purchase Request Within 8 minutes upon receipt of Purchase Request Within 0 minutes upon receipt of Purchase Request Request for Quotations Delivered With or more Errors Within days upon receipt of Request for Quotation Within days upon receipt of Request for Quotation Within days upon receipt of Request for Quotation Within 6 days upon receipt of Request for Quotation Within 7 days upon receipt of Request for Quotation Request for Quotations Posted With or more Errors Upon receipt of Request for Quotation Within minutes upon receipt of Request for Quotation Within 0 minutes upon receipt of Request for Quotation Within minutes upon receipt of Request for Quotation Within 0 minutes upon receipt of Request for Quotation Requisition And Issue Slip (RIS) Prepared immediately upon advise Prepared 0 minutes after advise Prepared hour after advise Prepared hours after advise Prepared more than hours after advise Stock Cards Updated With or more Errors Within minute after issuance Within minutes after issuance Within minutes after issuance Within minutes after issuance Within minutes after issuance 8 S P M S

182 Summary of Supplies and Materials Used With or more Errors Within st day of July Within st week of July Within nd week of July Within rd week of July Within th week of July Water Material Report With or more Errors Upon receipt of waste material Within minutes after receipt of waste material Within minutes after receipt of waste material Within 0 minutes after receipt of waste material Within minutes after receipt of waste material 8 S P M S

183 D... Housing and Homesite Regulation Office EXPECTED OUTPUT RATING (per output) QUALITY STANDARD (per output) RATING (per output) TIME STANDARD (per output) Activity Design and Project Design No Revision Revision Revisions Revisions or more Revisions days after the order from the supervisor days after the order from the supervisor days after the order from the supervisor days after the order from the supervisor More than days after the order from the supervisor Activity Report Emergency Meeting Organizational Meeting Monitoring No Revision Revision Revisions Revisions or more Revisions Client assisted/attended Immediately Not immediately attended/assisted Not attended Budget Proposal No Revision Revision Revisions Revisions More than Revisions Submitted - working days before the deadline Submitted working days before the deadline Submitted working days before the deadline Submitted working day before the deadline Submitted after the deadline Communications (Reply) No Revision Revision Revisions Revisions More than Revisions Prepared - working days after instruction Prepared 6-0 working days after instruction Prepared - working days after instruction Prepared or more working days after instruction Customer Action Sheet No Complaint/Error With Complaint/Error Client assisted/attended Immediately Not immediately attended/assisted Not attended 8 S P M S

184 Data Bank (Housing Data) GK Housing Constructed No Lapses on Data - Lapses on Data Lapses on Data Lapses on Data More than Lapses on Data Minor Complaint Minor Complaints Minor Complaints Minor Complaints More than Complaints No Complaint - Minor Complaints Minor Complaints Minor Complaints More than Complaints No Revision Revision Revisions Revisions More than Revisions No Revision - Revisions Revisions More than Revisions Within 0 minutes After 0 minutes hour After hour hour and 0 minutes After hour and 0 minutes hours After hours and onwards month from the start of construction months from the start of construction months from the start of construction months from the start of construction months from the start of construction month from the start of construction months from the start of construction months from the start of construction months from the start of construction months from the start of construction Prepared - working days after the meeting Prepared - working days after the meeting Prepared working days after the meeting Prepared 6-7 working days after the meeting Prepared more than 7 working days after the meeting Submitted before th of April/ th of October Homeowner s Association Organized Minutes of Meeting Office Performance Commitment Review (OPCR) Submitted on the th of April/ th of October Never submitted Submitted week after instruction from supervisor Submitted weeks after instruction from supervisor Submitted weeks after instruction from supervisor Submitted weeks after instruction from supervisor Not Submitted Program of Works (Php 0,000 Below) No Revision Revision Revisions Revisions or more Revisions 8 S P M S

185 Subdivision Plan and Design (per.0 hectare) No Revision Revision Revisions Revisions or more Revisions Submitted - weeks after instruction from supervisor Submitted weeks after instruction from supervisor Submitted month after instruction from supervisor Submitted months after instruction from supervisor Submitted more than months after instruction from supervisor Travel Order and Pass Slip Minor Error Minor Errors or more Errors days before travel day before travel On the day of travel Late Voucher, APP, PPMP Minor Error Errors Errors or more Errors hour per document processed hours per document processed More than hours per document 8 S P M S

186 D..6. Investment Promotion (PAIC) and Tourism Office EXPECTED OUTPUT RATING (per output) QUALITY STANDARD (per output) RATING (per output) TIME STANDARD (per output) Attendance Sheet No Revision - Minor Revisions Minor Revisions - Minor Revisions More than Revisions days before the training days before the training days before the training days before the training day before the training Certificate of Local Tax Exemption Error Within day after approval of the PAIC Board Within days after approval of the PAIC Board Within days after approval of the PAIC Board Within days after approval of the PAIC Board More than days after approval of the PAIC Board Certificate of Training - Minor Errors Minor Errors - Minor Errors More than Minor Errors Within working day Within working days Within working days Within working days Within working days Certificate of Mt. Apo Climb Error Within minutes upon request Within 0 minutes upon request Within hour upon request Within hours upon request More than hours upon request Communications No Revision - Minor Revisions Minor Revisions - Minor Revisions More than Revisions Within days before the training/activity Within days before the training/activity Within days before the training/activity Within days before the training/activity More than 6 days before the training/activity 86 S P M S

187 Company Data Company Profile Form Data - Minor Errors Minor Errors - Minor Errors More than Minor Errors - Minor Errors Minor Errors - Minor Errors More than Minor Errors - Minor Errors Minor Errors - Minor Errors More than Minor Errors Every month Every months Every months Every months Every months and beyond day before the end of the quarter days before the end of the quarter days before the end of the quarter days before the end of the quarter days before the end of the quarter Within working days upon receipt of instruction Within working days upon receipt of instruction Within working days upon receipt of instruction Within 6 working days upon receipt of instruction More than 6 working days upon receipt of instruction Done immediately after instruction Done - working days after instruction Done working days after instruction Done working days after instruction Done more than working days after instruction 0 minutes upon request minutes upon request hour up[on request More than hour upon request Document Delivered (outside) Investor s Assistance Sheet No Complaint Complaint More than Complaint Investor s Profile and Data Bank Error Conducted every month Conducted every months Conducted every months Conducted every months Conducted every months 87 S P M S

188 LGU Website Maintained and Updated Local Tour Local Tour Itinerary Monthly Report Monthly Report of Tourism Statistics Permit to Climb Mt. Apo With No Complaints No Revision - Minor Errors Minor Errors - Minor Errors More than Minor Errors Minor Error Minor Errors Minor Errors More than Minor Errors Error LGU website updated/maintained twice a week LGU website updated/maintained once a week LGU website updated/maintained once every weeks LGU website updated/maintained once every weeks LGU website updated/maintained once a month Within day after instruction Within days after instruction Within days after instruction Within days after instruction More than days after instruction Within hours upon receipt of request Within 6 hours upon receipt of request Within day upon receipt of request Within days upon receipt of request More than days upon receipt of request Within working day of the succeeding month Within working days of the succeeding month Within working days of the succeeding month Within working days of the succeeding month Within working days of the succeeding month Within days of the succeeding month Within days of the succeeding month Within days of the succeeding month Within 6 days of the succeeding month More than week of the succeeding month Within minutes after submission of required documents Within 0 minutes after submission of required documents Within hour after submission of required documents Within hours after submission of required documents More than hours after submission of required documents 88 S P M S

189 Press and Photo Releases of LGU Activities Posted News Articles Posted Pictures Project Proposal Related Literature Research Documents - Minor Errors Minor Errors - Minor Errors More than Minor Errors - Minor Errors Minor Errors - Minor Errors More than Minor Errors Minor Error Minor Errors Minor Errors More than Minor Errors Within day after the activity Within days after the activity Within days after the activity Within days after the activity More than days after the activity Within day after the activity Within days after the activity Within days after the activity Within days after the activity Within days after the activity Within day after the activity Within days after the activity Within days after the activity Within days after the activity Within days after the activity day after receipt of notice days after receipt of notice days after receipt of notice days after receipt of notice days after receipt of notice Within day after receipt of request Within days after receipt of request Within days after receipt of request Within days after receipt of request Within days after receipt of request Conducted within month Conducted within months Conducted within months Conducted within months Conducted within months 89 S P M S

190 Survey Form (Tourist Arrival at the Resorts and Restaurants) - Minor Errors Minor Errors - Minor Errors More than Minor Errors Minor Error Minor Errors Minor Errors More than Minor Errors No Revision - Minor Revisions Minor Revisions - Minor Revisions More than Revisions - Minor Errors Minor Errors - Minor Errors More than Minor Errors Within day after the end of the month Within days after the end of the month Within days after the end of the month Within days after the end of the month Within days after the end of the month Within days after the activity Within days after the activity Within days after the activity Within 6 days after the activity More than 6 days after the activity Within 7 working days before the training Within 6 working days before the training Within working days before the training Within working days before the training Within working days before the training Within days before the training Within days before the training Within days before the training Within days before the training Within day before the training Training/Activity Report Training Design Training Kits 90 S P M S

191 D.. Office of the Secretary to the Sangguian EXPECTED OUTPUT RATING (per output) QUALITY STANDARD (per output) RATING (per output) TIME STANDARD (per output) Certifications Error Errors More than Errors Within minutes upon request Within 0 minutes upon request Within minutes upon request More than minutes upon request Committee Reports No Revision Revision Revisions More than Revisions Within working days after the committee hearing Within working days after the committee hearing Within working days after the committee hearing More than working days after the committee hearing Indorsements of Approved: (a) Legislations Error Errors More than Errors Within working day after receipt from the LCE Within working days after receipt from the LCE Within working days after receipt from the LCE More than working days after receipt from the LCE (b) Barangay Annual and Supplemental Budgets and MTOPs Error More than Error Within working day after the session Within working days after the session More than working days after the session 9 S P M S

192 Minutes No Revision Revision Revisions Revisions More than Revisions Within working days after the session Within 6 working days after the session Within 7 working days after the session Within 8 working days after the session More than 8 working days after the session Notices (a) Sessions Error Errors More than Errors Within working days before the session Within working day before the session Within the day of the scheduled session (b) Committee Works Error Errors More than Errors Within working days before the committee work Within working day before the committee work Within the day of the scheduled committee work Resolutions/Ordinances No Revision Revision Revisions More than Revisions Within working days after the session Within 6 working days after the session Within 7 working days after the session Within 8 working days after the session More than 8 working days after the session 9 S P M S

193 D.. Municipal Planning and Development Office EXPECTED OUTPUT RATING (per output) QUALITY STANDARD (per output) RATING (per output) TIME STANDARD (per output) Annual Investment Plan No Revision Minor Revision Minor Revisions Minor Revisions or more Revisions nd week of August rd week of August End of August st week of September nd week of September Annual Supplies Procurement Plan/ Project Procurement Management Plan (ASPP/PPMP) Submitted within the rd week of September Submitted within the th week of October Submitted on or before October Submitted beyond October Budget Proposal No Revision Revision Revisions Revisions More than Revisions Submitted - working days before the deadline Submitted working days before the deadline Submitted working days before the deadline Submitted working day before the deadline Submitted after the deadline Locational Clearance Issued With Minor Error day and 7 minutes More than days Minutes No Revision Revision Revisions Revisions Revisions Ready days before the next meeting Ready days before the next meeting Ready days before the next meeting Ready 6 days before the next meeting Not ready during the meeting 9 S P M S

194 Monthly Monitoring Journal No Complaint With Complaint Conducted monthly No monitoring Municipal Comprehensive Land Use Plan (MCLUP) No Revision Minor Revision Minor Revisions Minor Revisions or more Revisions nd week of December rd week of December End of December Beyond December Notice of Meeting Error - Errors or more Errors Within hour after instruction Within hours after instruction Within hours after instruction Within hours after instruction More than hours after instruction Office Performance Commitment Review (OPCR) No Revision - Revisions Revisions More than Revisions Submitted before th of April/ th of October Submitted on the th of April/ th of October Never submitted Payroll (Job Order) Error Errors Errors More than Errors Prepared within the day after submission of all supporting documents Prepared - working days after submission of all supporting documents Prepared - working days after submission of all supporting documents Prepared 6-8 working days after submission of all supporting documents Prepared 9 working days after submission of all supporting documents Project Design Prepared No Revision Minor Revision Minor Revisions Minor Revisions or more Revisions hours hours hours hours 6 hours or more 9 S P M S

195 Project Design/Activity Design Reviewed Project Proposal Prepared Quarterly Accomplishment Report Quarterly Status Report on Programs/Projects/Activities Resolution Subdivision Plans/ Development permit Minor Error Minor Errors Minor Errors or more Minor Errors No Revision Minor Revision Minor Revisions Minor Revisions or more Revisions No Revision or Revisions Revisions Revisions or more Revisions No Revision Minor Revision Minor Revisions Minor Revisions or more Revisions No Revision Revision Revisions Revisions Revisions With Minor Error 0 minutes upon receipt minutes upon receipt 0 minutes upon receipt minutes upon receipt hour or more upon receipt hours hours hours hours 6 hours or more Submitted within -7 working days after the end of the quarter Submitted within 8- working days after the end of the quarter Submitted on the th day after the end of the quarter Submitted within 6- working days after the end of the quarter Submitted beyond the nd day after the end of the quarter th day of the st month of the next quarter 0 th day of the st month of the next quarter th day of the st month of the next quarter 0 th day of the st month of the next quarter More than a month Ready days after the meeting Ready days after the meeting Ready days after the meeting Ready 6 days after the meeting Ready 7 days or more after the meeting days and 8 minutes More than days and 8 minutes 9 S P M S

196 Zoning Certification Issued With Minor Error day and minutes More than day and minutes 96 S P M S

197 D.. Municipal Budget Office EXPECTED OUTPUT RATING (per output) Abstract Of Bids Act as Special Disbursing Officer of the LCE IF Acceptance and Inspection Report Accomplished Daily Time Record (DTR) Accomplished Personal Data Sheet (PDS) QUALITY STANDARD (per output) or Minor Errors Minor Errors Minor Errors or more Minor Errors No Revision With Revision No Items Unfilled - Items Unfilled Items Unfilled Items Unfilled or more Items Unfilled RATING (per output) TIME STANDARD (per output) Prepared immediately after Opening of Canvass Prepared - working days after Opening of Canvass Prepared - working days after Opening of Canvass Prepared 6-7 working days after Opening of Canvass Prepared more than 7 working days after Opening of Canvass minutes per client minutes per client minutes per client 8 minutes per client 0 or more minutes per client Accepted and signed immediately upon complete delivery of goods Accepted and signed day upon complete delivery of goods Accepted and signed days upon complete delivery of goods Accepted and signed - days upon complete delivery of goods Accepted and signed more than days upon complete delivery of goods Submitted - working days after the th and/or end of the month Submitted - working days after the th and/or end of the month Submitted 6 working days after the th and/or end of the month Submitted 7 working days after the th and/or end of the month Submitted more than 7 working days after the th and/or end of the mo. Submitted within the st - nd week of January Submitted within the rd - th week of January Submitted on the th week of January Submitted on February and beyond 97 S P M S

198 Accomplished Statement of Assets, Liabilities and Net Worth (SALN) No revision revision revisions revisions More than revisions No Revision or Revisions Revisions Revisions or more Revisions Submitted on the st- th day of March Submitted on the 6 th -0 th day of March Submitted on the st day of March Submitted later than March and beyond Allotment Release Order Prepared within working days after receipt of approved A.O./Resolution/Request Prepared within working days after receipt of approved A.O./Resolution/Request Prepared within working days after receipt of approved A.O./Resolution/Request Prepared within 6 working days after receipt of approved A.O./Resolution/Request Prepared within 7 or more working days after receipt of approved A.O./Resolution/Request Submitted within the rd week of September Submitted within the th week of October Submitted on or before October Submitted beyond October Annual Supplies Procurement Plan/ Project Procurement Management Plan (ASPP/PPMP) BAC Procurement Budget Proposal Prepared immediately after GSO P.O. coded Prepared - working days after GSO P.O. coded Prepared - working days after GSO P.O. coded Prepared 6-7 working days after GSO P.O. coded Prepared more than 7 working days after GSO P.O. coded Submitted - working days before the deadline Submitted working days before the deadline Submitted working days before the deadline Submitted working day before the deadline Submitted after the deadline minutes per appointment minutes per appointment minutes per appointment 8 minutes per appointment 0 or more minutes per appointment No Revision Revision Revisions Revisions More than Revisions Certified Appropriation of Appointment (Job Order) 98 S P M S

199 Certificate of Travel Within - working days after travel Within working days after travel Within 6 working days after travel Within 8 working days after travel More than 8 working days after travel Within working day after instruction Within working days after instruction Within working days after instruction Within working days after instruction Within or more working days after instruction Prepared 0 minutes after all supporting documents completed Prepared minutes after all supporting documents completed Prepared hour after all supporting documents completed Prepared hours after all supporting documents completed More than hours after all supporting documents completed Within working day after instruction Within working days after instruction Within working days after instruction Within working days after instruction Within or more working days after instruction Filed less than 0 minutes upon receipt of documents Filed 0 minutes upon receipt of documents Filed hour upon receipt of documents Filed hours upon receipt of documents Filed more than hours upon receipt of documents Submitted within the st - th day of June/December Submitted within the 6 th - th day of June/December Submitted on the th day of June/December Submitted within the 6 th - nd day of June/December Submitted beyond the nd day of June/December Consolidated Statement of Receipts and Expenditures or Minor Errors Minor Errors Minor Errors or more Minor Errors Disbursement Voucher Endorsement Letter Filed Documents Error Errors - Errors 6 or more Errors Individual Performance Commitment And Review (IPCR) Form 99 S P M S

200 Itinerary of Travel Prepared immediately upon advise Prepared 0 minutes after advise Prepared hours after advise Prepared hours after advise Prepared more than hours after advise Submitted on the st week of October Submitted on the nd week of October Submitted on the th day of October Submitted on the th week of October Submitted on the st week of November Prepared within working days after instruction Prepared within working days after instruction Prepared within working days after instruction Prepared within 6 working days after instruction Prepared within 7 working days after instruction Prepared immediately following day of travel Prepared - working days after travel Prepared - working days after travel Prepared 6-7 working days after travel Prepared more than 7 working days after travel Prepared within working days after receipt of approved Appropriation Ordinance Prepared within working days after receipt of approved Appropriation Ordinance Prepared within working days after receipt of approved Appropriation Ordinance Prepared within 6 working days after receipt of approved Appropriation Ordinance Prepared within 7 or more working days after receipt of approved Appropriation Ordinance Prepared - working days after the meeting Prepared - working days after the meeting Prepared working days after the meeting Prepared 6-7 working days after the meeting Prepared more than 7 working days after the meeting LGU Annual Budget (Local Expenditures Program) No revision or revision revisions revisions or more Revisions No revision or revision revisions revisions or more Revisions LGU Supplemental Budget Liquidation Report CA Travel Local Budget Matrix Minutes Of Meeting No Revision or Revisions Revisions Revisions or more Revisions No Revision Revision Revisions Revisions More than Revisions 00 S P M S

201 Monthly Performance Monitoring Journal Monthly Performance Output Report Obligation Request Office Performance Commitment Review (OPCR) Payroll (Job Order) Payroll/Voucher Rerouted No Complaint With Complaint No Revision - Revisions Revisions - Revisions More than Revisions No Revision - Revisions Revisions More than Revisions Error Errors Errors More than Errors Conducted monthly monitoring No monitoring Submitted within -7 working days after the end of the month Submitted within 8- working days after the end of the month Submitted on the th day after the end of the month Submitted within 6- working days after the end of the month Submitted beyond the nd day after the end of the month Prepared immediately after instruction Prepared I day after instruction Prepared days after instruction Prepared days after instruction Prepared more than days after instruction Submitted before th of April/ th of October Submitted on the th of April/ th of October Never submitted Prepared within the day after submission of all supporting documents Prepared - working days after submission of all supporting documents Prepared - working days after submission of all supporting documents Prepared 6-8 working days after submission of all supporting documents Prepared 9 working days after submission of all supporting documents Done immediately after instruction Done working days after instruction Done working days after instruction Done working days after instruction Done more than working days after instruction 0 S P M S

202 Posted on Ledger Purchase Request Quarterly Accomplishment Report Quarterly Status Report (Program and Projects) Registry of Appropriation, Allotment and Obligation Personal Services MOOE Capital Outlay Financial Expenses Registered Appropriation and Obligation (RAO) or Minor Errors Minor Errors Minor Errors or more Minor Errors No Revision or Revisions Revisions Revisions or more Revisions No Revision Revision Revisions Revisions More than Revisions or Minor Errors Minor Errors - Minor Errors or more Minor Errors or Minor Errors Minor Errors - Minor Errors or more Minor Errors minutes per appointment minutes per appointment minutes per appointment 8 minutes per appointment 0 or more minutes per appointment Prepared immediately after instruction Prepared I working day after instruction Prepared working days after instruction Prepared working days after instruction Prepared more than working days after instruction Submitted within -7 working days after the end of the quarter Submitted within 8- working days after the end of the quarter Submitted on the th day after the end of the quarter Submitted within 6- working days after the end of the quarter Submitted beyond the nd day after the end of the quarter Submitted within the th day of the st month of the preceding quarter Submitted within the 6 th day of the st month of the preceding quarter Submitted within the 7 th day of the st month of the preceding quarter Submitted after the 7 th day of the st month of the preceding quarter Maintained daily Maintained every other day Maintained weekly Maintained every other week Maintained monthly minutes per Obligation Request 8 minutes per Obligation Request 0 minutes per Obligation Request minutes per Obligation Request or more minutes per Obligation Request 0 S P M S

203 Reviewed Barangay Annual Budget 0 minutes after receipt 0 minutes after receipt 0 minutes after receipt minutes after receipt hour or more after receipt 0 minutes after receipt minutes after receipt 0 minutes after receipt 0 minutes after receipt minutes after receipt Prepared immediately after approval of BAC request Prepared - working days after approval of BAC request Prepared - working days after approval of BAC request Prepared 6-7 working days after approval of BAC request Prepared more than 7 working days after approval of BAC request Prepared immediately after upon advice Prepared 0 minutes after advice Prepared hour after advice Prepared hours after advice Prepared more than hours after advice Prepared and submitted every days after end of the year Prepared and submitted every -9 days after end of the year Prepared and submitted every 0 days after end of the year Prepared and submitted every - days after end of the year Prepared and submitted every 6 or more days after end of the year Prepared and submitted every days after end of the year Prepared and submitted every -9 days after end of the year Prepared and submitted every 0 days after end of the year Prepared and submitted every - days after end of the year Prepared and submitted every 6 or more days after end of the year Reviewed Barangay Supplemental Budget Request for Quotation Requisition and Issue Slip (RIS) Statement of Accounts Payable or Minor Errors Minor Errors - Minor Errors or more Minor Errors or Minor Errors Minor Errors - Minor Errors or more Minor Errors Statement of Not Yet Due and Demandable 0 S P M S

204 Status Report Prepared and submitted every days after end of the year Prepared and submitted every -9 days after end of the year Prepared and submitted every 0 days after end of the year Prepared and submitted every - days after end of the year Prepared and submitted every 6 or more days after end of the year Maintained daily Maintained every other day Maintained weekly Maintained every other week Maintained monthly Prepared and submitted days before travel Prepared and submitted to days before travel Prepared and submitted day before and on the day of the travel Prepared and submitted day after travel More than day after travel Prepared and submitted every days after end of the year Prepared and submitted every -9 days after end of the year Prepared and submitted every 0 days after end of the year Prepared and submitted every - days after end of the year Prepared and submitted every 6 or more days after end of the year Subsidiary Account of Programs and Projects (Breakdown of Expenditures) or Minor Errors Minor Errors - Minor Errors or more Minor Errors Travel Order Utilization of 0% LGDF or Minor Errors Minor Errors - Minor Errors or more Minor Errors 0 S P M S

205 D.. Municipal Accounting Office EXPECTED OUTPUT RATING (per output) Abstract of Bids Acceptance and Inspection Report Accomplished Daily Time Record (DTR) Accomplished Personal Data Sheet (PDS) Accomplished Statement of Assets, Liabilities and Net Worth (SALN) QUALITY STANDARD (per output) No Revision With Revision No Items Unfilled - Items Unfilled Items Unfilled Items Unfilled or more Items Unfilled No Revision Revision Revisions Revisions More than Revisions RATING (per output) TIME STANDARD (per output) Prepared immediately after Opening of Canvass Prepared - working days after Opening of Canvass Prepared - working days after Opening of Canvass Prepared 6-7 working days after Opening of Canvass Prepared more than 7 working days after Opening of Canvass Accepted and signed immediately upon complete delivery of goods Accepted and signed day upon complete delivery of goods Accepted and signed days upon complete delivery of goods Accepted and signed - days upon complete delivery of goods Accepted and signed more than days upon complete delivery of goods Submitted - working days after the th and/or end of the month Submitted - working days after the th and/or end of the month Submitted 6 working days after the th and/or end of the month Submitted 7 working days after the th and/or end of the month Submitted more than 7 working days after the th and/or end of the month Submitted within the st - nd week of January Submitted within the rd - th week of January Submitted on the th week of January Submitted on February and beyond Submitted on the st- th day of March Submitted on the 6 th -0 th day of March Submitted on the st day of March Submitted later than March and beyond 0 S P M S

206 Acknowledgment Receipt Advice/ACCIC Ageing of Receivables day after receipt days after receipt days after receipt minutes per check minutes per check minutes per check 6-9 minutes per check 0 or more minutes per check days after end of quarter -9 days after end of quarter 0 th day after end of quarter - days after end of quarter 6 or more days after end of quarter 6 days after end of year 7 days after end of year days after end of year days after end of year or more days after end of year Prepared and submitted days before deadline Prepared and submitted day before deadline Prepared and submitted on the deadline Prepared and submitted day after the deadline Prepared and submitted or more days after the deadline Prepared and submitted days before deadline of submission Prepared and submitted day before deadline of submission Prepared and submitted on the deadline of submission Prepared and submitted day after the deadline of submission Prepared and submitted or more days after the deadline of submission Annual Alpha List (BIR) Suppliers March Annual Budget Proposal No Revision Revision Revisions Revisions or more Revisions No Revision Revisions Revisions Revisions or more Revisions Annual Procurement Plan and Project Procurement Management Plan 06 S P M S

207 BAC TWG SPMS PMT PFMAR PFMAT Prepared and submitted days before deadline Prepared and submitted day before deadline Prepared and submitted on the deadline Prepared and submitted day after the deadline Prepared and submitted or more days after the deadline Balance Sheet Within days -9 days after end of month 0 th day after end of month - days after end of month 6 or more days after end of a quarter Bank Reconciliation Statement days after end of month -9 days after end of month 0 th day after end of month - days after end of month 6 or more days after end of month Cash Flow Within days -9 days after end of month 0 th day after end of month - days after end of month 6 or more days after end of a quarter Certificate of Disbursement days after end of month -9 days after end of month 0 th day after end of month - days after end of month 6 or more days after end of month Certificate of Premium and Net Take Home Pay hour after request hours after request hours after request -7 hours after request day or more after request 07 S P M S

208 Certificate Of Travel Completed Within to WDs after travel Within WDs after travel Within 6 WDs after travel Within 8 WDs after travel More than 8 WDs after travel Communications (Reply) No Revision Revision Revisions Revisions More than Revisions Prepared - working days after instruction Prepared 6-0 working days after instruction Prepared - working days after instruction Prepared or more working days after instruction Creditors/Suppliers/BIR Employees 8 th day of the succeeding month 9 th day of the succeeding month 0 th day of the succeeding month th - th day of the succeeding month th - th day of the succeeding month Demand Letters (Billing) No Revision Revision Revisions Revisions or more Revisions days after end of quarter 6 days after end of quarter 0 th day after end of quarter days after end of quarter or more days after end of quarter Disbursement Voucher Prepared 0 minutes after all supporting documents completed Prepared minutes after all supporting documents completed Prepared hour after all supporting documents completed Prepared hours after all supporting documents completed More than hours after all supporting documents completed Document Delivered (outside) Done immediately after instruction Done - working days after instruction Done working days after instruction Done working days after instruction Done more than working days after instruction 08 S P M S

209 Documents Posted Done within hours after instruction Done within 6 hours after instruction Done within the day after instruction Done within - working days after instruction Done within working days after instruction Documents Received (Stamping of Received Documents and doing Entry on Incoming Logbook) Done minutes after receipt Done minutes after receipt Done minutes after receipt Done 6-0 minutes after receipt Done 0 minutes or more after receipt Employees BIR 6 days after end of January 6-9 days after end of January 0 days after end of January - days after end of January or more days after end of January Employees Index Card 0 seconds per employee -9 seconds per employee minute per employee :0-:0 minutes per employee : or more minutes per employee Endorsement Letter Transmittal Letter Acknowledgment Letter Request Letter Error Errors - Errors 6 or more Errors Within working day after instruction Within working days after instruction Within working days after instruction Within working days after instruction Within or more working days after instruction Filed Documents Filed less than 0 minutes upon receipt of documents Filed 0 minutes upon receipt of documents Filed hour upon receipt of documents Filed hours upon receipt of documents Filed more than hours upon receipt of documents 09 S P M S

210 Financial Statement days after end of month -9 days after end of month 0 th day after end of month - days after end of month 6 or more days after end of month Income and Expense Statement Within days -9 days after end of month 0 th day after end of month - days after end of month 6 or more days after end of a quarter Indexing of Suppliers 0 seconds per supplier seconds per supplier 0 seconds per supplier seconds per supplier or more seconds per supplier Individual Performance Commitment And Review (IPCR) Form Submitted within the st - th day of June/December Submitted within the 6 th - th day of June/December Submitted on the th day of June/December Submitted within the 6 th - nd day of June/December Submitted beyond the nd day of June/December Inventory Report minutes per document minutes per document minutes per document minutes per document 6 or more minutes per document Itinerary of Travel Prepared immediately upon advise Prepared 0 minutes after advise Prepared hours after advise Prepared hours after advise Prepared more than hours after advise 0 S P M S

211 Journals days after end of month days after end of month days after end of month 6 days after end of month 7 or more days after end of month Journal Entry Voucher days after end of month days after end of month days after end of month 6 days after end of month 7 or more days after end of month Liquidation Report 0 minutes per claim -9 minutes per claim 0 minutes per claim - minutes per claim 6 or more minutes per claim Liquidation Report of Supplies and Materials Prepared and submitted on the th day after the end of the month Prepared and submitted on the 8 th day after the end of the month Prepared and submitted on the 0 th day after the end of the month Prepared and submitted after the 0 th day after the end of the month Liquidation Report (Travel) Prepared immediately on the following day of travel Prepared - working days after travel Prepared - working days after travel Prepared 6-7 working days after travel Prepared more than 7working days after travel Maintenance of GL and SL Book of Account 0 days after end of month days after end of month Every th day of succeeding month 6 days of the succeeding month More than 6 days of the succeeding month S P M S

212 Monthly Performance Output Report Notes to Financial Statement Obligation Request Office Area/Equipment Cleaned/Maintained Paid Payroll and Liquidation Reports Paid Voucher No Revision - Revisions Revisions - Revisions More than Revisions No Complaint - Complaints Complaints Complaints More than Complaints Submitted within -7 working days after the end of the month Submitted within 8- working days after the end of the month Submitted on the th day after the end of the month Submitted within 6- working days after the end of the month Submitted beyond the nd day after the end of the month 8 days of February of each year 0 days of February of each year th days of February of each year days of February of each year 6 or more days of February of each year Prepared immediately after instruction Prepared I day after instruction Prepared days after instruction Prepared days after instruction Prepared more than days after instruction Finished at 7:0 AM/:0 PM Finished at 7: AM/: PM Finished at 8:00 AM/:00 PM Finished beyond 8:00 AM/beyond :00 PM minutes per payroll and liquidation report 7 minutes per payroll and liquidation report 0 minutes per payroll and liquidation report minutes per payroll and liquidation report or more minutes per payroll and liquidation report minutes per voucher minutes per voucher minutes per voucher 6 minutes per voucher 7 or more minutes per voucher S P M S

213 Payroll Payroll/Voucher Rerouted Purchase Request Remittance List Employees/Suppliers/BIR GSIS PAG-IBIG PHIC Banks (Loan) BIR (Employees/Supplier) minutes per claim 8 minutes per claim 0 minutes per claim minutes per claim or more minutes per claim Done immediately after instruction Done working days after instruction Done working days after instruction Done working days after instruction Done more than working days after instruction Prepared immediately after instruction Prepared I working day after instruction Prepared working days after instruction Prepared working days after instruction Prepared more than working days after instruction Due date Differ on its deadline of submission Request for Quotation Prepared immediately after approval of BAC request Prepared - working days after approval of BAC request Prepared - working days after approval of BAC request Prepared 6-7 working days after approval of BAC request Prepared more than 7 working days after approval of BAC request S P M S

214 Requisition and Issue Slip (RIS) Prepared immediately upon advise Prepared 0 minutes after advise Prepared hour after advise Prepared hours after advise Prepared more than hours after advise Schedule of Account 0 days after end of month days after end of month Every 0 th day of succeeding month days to 0 days of the succeeding month or more days of the succeeding month Signed Voucher, Payroll, Liquidation Report minutes per claim minutes per claim minutes per claim 6 minutes per claim 7 or more minutes per claim Travel Order Prepared and submitted days before travel Prepared and submitted - days before travel Prepared and submitted day before travel and on the day of travel Prepared and submitted day after travel Prepared and submitted more than day after travel Trial Balance days after end of month -9 days after end of month 0 th day after end of month - days after end of month 6 or more days after end of month Trip Ticket Error Errors Errors or more Errors Prepared hours before travel Prepared hour before travel Prepared 0 minutes before travel Prepared after travel S P M S

215 Voucher 0 minutes per claim -9 minutes per claim 0 minutes per claim - minutes per claim 6 or more minutes per claim Voucher/Payroll/Liquidation Reports 0 minutes per claim minutes per claim 0 minutes per claim minutes per claim or more minutes per claim S P M S

216 D.6. Municipal Assessor s Office EXPECTED OUTPUT RATING (per output) QUALITY STANDARD (per output) RATING (per output) TIME STANDARD (per output) Annotation of Bailbond Court Order Error Annotated less than minutes Annotated more than minutes Annual Supplies Procurement Plan/ Project Procurement Management Plan (ASPP/PPMP) Submitted within the rd week of September Submitted within the th week of October Submitted on or before October Submitted beyond October Assessment Roll Tax Declaration/FAAS Error More than Error Prepared immediately every revision year Prepared within days every revision year Prepared within days every revision year Not prepared Certifications Request Dorm FAAS Inspection Report Error More than Error Prepared within minutes Prepared within 0 minutes Prepared within minutes Prepared within 0 minutes Prepared more than 0 minutes Certified True Copies Request Dorm Tax Declaration/FAAS Tax Map/TMCR Error More than Error Prepared within minutes Prepared within 0 minutes Prepared within minutes Prepared within 0 minutes Prepared more than 0 minutes 6 S P M S

217 Notice of Assessment Error More than Error Prepared within minutes after receipt of approved RPU Prepared within 0 minutes after receipt of approved RPU Prepared within minutes after receipt of approved RPU Prepared within 0 minutes after receipt of approved RPU Prepared more than 0 minutes after receipt of approved RPU Quarterly Report of Real Property Assessments Tax Declaration/FAAS Error More than Error Prepared within days Prepared within days Prepared within days Prepared within 6 days Prepared more than 6 days Tax Declaration (TD)/ Field Appraisal Assessment Sheet (FAAS) Error More than Error Prepared within 0 minutes after inspection conducted Prepared within minutes after inspection conducted Prepared within 0 minutes after inspection conducted Prepared within minutes after inspection conducted Prepared more than minutes after inspection conducted Tax Maps/ Tax Map Control Roll (TMCR) Tax Declaration/FAAS Error More than Error Prepared within 0 minutes Prepared within minutes Prepared within 0 minutes Prepared within minutes Prepared more than minutes Vouchers Error Done immediately after instruction Done working day after instruction Done working days after instruction Done working days after instruction Done more than working days after instruction 7 S P M S

218 D.7. Municipal Treasury Office EXPECTED OUTPUT RATING (per output) QUALITY STANDARD (per output) RATING (per output) TIME STANDARD (per output) Abstract of Bids Prepared immediately after Opening of Canvass Prepared - working days after Opening of Canvass Prepared - working days after Opening of Canvass Prepared 6-7 working days after Opening of Canvass Prepared more than 7 working days after Opening of Canvass Accomplished Daily Time Record (DTR) No Revision With Revision Submitted - working days after the th and/or end of the month Submitted - working days after the th and/or end of the month Submitted 6 working days after the th and/or end of the month Submitted 7 working days after the th and/or end of the month Submitted more than 7 working days after the th and/or end of the month Annual Supplies Procurement Plan/ Project Procurement Management Plan (ASPP/PPMP) Submitted within the rd week of September Submitted within the th week of October Submitted on or before Oct. Submitted beyond Oct. Books of Accounts Maintained (Cash Book) Updated within 0 minutes after Report of Disbursement submitted at MAO Updated within 0 minutes after Report of Disbursement submitted at MAO Updated within 0 minutes after Report of Disbursement submitted at MAO Updated more than hour after Report of Disbursement submitted at MAO Budget Proposal No revision revision revisions revisions More than revisions Submitted - working days before the deadline Submitted working days before the deadline Submitted working days before the deadline Submitted working day before the deadline Submitted after the deadline 8 S P M S

219 Certificate of Non- Delinquency Prepared immediately upon request Prepared within minutes upon request Prepared 0 minutes upon request Prepared 0 minutes upon request Prepared more than 0 minutes upon request Certificate Of Travel Completed Within to WDs after travel Within WDs after travel Within 6 WDs after travel Within 8 WDs after travel More than 8 WDs after travel Checks Issued 0 minutes after receipt of approved vouchers 0 minutes after receipt of approved vouchers 0 minutes after receipt of approved vouchers hour after receipt of approved vouchers Communications (Reply) No Revision Revision Revisions Revisions More than Revisions Prepared - working days after instruction Prepared 6-0 working days after instruction Prepared - working days after instruction Prepared or more working days after instruction Disbursement Voucher Prepared 0 minutes after all supporting documents completed Prepared minutes after all supporting documents completed Prepared hour after all supporting documents completed Prepared hours after all supporting documents completed More than hours after all supporting documents completed Document Delivered (outside) Done immediately after instruction Done - working days after instruction Done working days after instruction Done working days after instruction Done more than working days after instruction 9 S P M S

220 Documents Posted Done within hours after instruction Done within 6 hours after instruction Done within the day after instruction Done within - working days after instruction Done within working days after instruction Documents Received (Stamping of Received Documents and doing Entry on Incoming Logbook) Done minutes after receipt Done minutes after receipt Done minutes after receipt Done 6-0 minutes after receipt Done 0 minutes or more after receipt Electronic Statement of Revenues and Expenditures Submitted within 0 days after every quarter Submitted within days after every quarter Submitted within 0 days after every quarter Submitted after more than 0 days after every quarter Endorsement Letter Transmittal Letter Acknowledgment Letter Request Letter Error Errors - Errors 6 or more Errors Within working day after instruction Within working days after instruction Within working days after instruction Within working days after instruction Within or more working days after instruction Filed Documents Filed less than 0 minutes upon receipt of documents Filed 0 minutes upon receipt of documents Filed hour upon receipt of documents Filed hours upon receipt of documents Filed more than hours upon receipt of documents Itinerary of Travel Prepared immediately upon advise Prepared 0 minutes after advise Prepared hours after advise Prepared hours after advise Prepared more than hours after advise 0 S P M S

221 Individual Performance Commitment And Review (IPCR) Form Letters/Communications Liquidation Report CA Travel Monthly Monitoring Journal Monthly Performance Output Report Non-Tax Revenues Collected No revision revision revisions revisions More than revisions No Complaint With Complaint No Revision - Revisions Revisions - Revisions More than Revisions Submitted within the st - th day of June/December Submitted within the 6 th - th day of June/December Submitted on the th day of June/December Submitted within the 6 th - nd day of June/December Submitted beyond the nd day of June/December Prepared - days after instruction Prepared 6-0 days after instruction Prepared - days after instruction Prepared immediately on the following day of travel Prepared - working days after travel Prepared - working days after travel Prepared 6-7 working days after travel Prepared more than 7working days after travel Conducted monthly No monitoring Submitted within -7 working days after the end of the month Submitted within 8- working days after the end of the month Submitted on the th day after the end of the month Submitted within 6- working days after the end of the month Submitted beyond the nd day after the end of the month Collected within months Collected within months Collected within 6 months Target not reached S P M S

222 Obligation Request Prepared immediately after instruction Prepared I day after instruction Prepared days after instruction Prepared days after instruction Prepared more than days after instruction Office Area/Equipment Cleaned/Maintained No Complaint - Complaints Complaints Complaints More than Complaints Finished at 7:0 AM/:0 PM Finished at 7: AM/: PM Finished at 8:00 AM/:00 PM Finished beyond 8:00 AM/beyond :00 PM Payroll/Voucher Rerouted Done immediately after instruction Done working days after instruction Done working days after instruction Done working days after instruction Done more than working days after instruction Plans, Programs and Project Proposal With No Revision With Revision With Revisions With Revisions More than Revisions Submitted - working days approval of the budget Submitted - working days approval of the budget Submitted working days approval of the budget Submitted 0 working days approval of the budget Submitted or more working days approval of the budget Purchase Request Prepared immediately after instruction Prepared I working day after instruction Prepared working days after instruction Prepared working days after instruction Prepared more than working days after instruction Real Property Tax Account Register (RPTAR) Business License Cards Updated day after turn-over of collections days after turn-over of collections days after turn-over of collections More than days after turn-over of collections S P M S

223 Report of Checks Issued Prepared within 0 minutes after receipt of paid vouchers Prepared within 0 minutes after receipt of paid vouchers Prepared within 0 minutes after receipt of paid vouchers Prepared more than 0 minutes after receipt of paid vouchers Report of Collections and Deposits Error Errors Errors or more Errors Within 0 minutes after the receipt Within minutes after the receipt Within hour after the receipt Within hours after the receipt Within hours or more after the receipt Report of Disbursement Immediately Not immediately Requisition and Issue Slip (RIS) Prepared immediately upon advise Prepared 0 minutes after advise Prepared hour after advise Prepared hours after advise Prepared more than hours after advise Tax Bills Error Errors Errors or more Errors Prepared within 0 days after end of every quarter Prepared within days after end of every quarter Prepared within 0 days after end of every quarter Prepared more than 0 days after end of every quarter Tax Revenues Collected Collected within months Collected within months Collected within 6 months Target not reached S P M S

224 Travel Order Trip Ticket Prepared and submitted days before travel Prepared and submitted - days before travel Prepared and submitted day before travel and on the day of travel Prepared and submitted day after travel Prepared and submitted more than day after travel Prepared hours before travel Prepared hour before travel Prepared 0 minutes before travel Prepared after travel Error Errors Errors or more Errors S P M S

225 D.8. Municipal Civil Registry Office EXPECTED OUTPUT Accomplished Daily Time Record (DTR) Accomplished Personal Data Sheet (PDS) Accomplished Statement Of Assets, Liabilities And Net Worth (SALN) Amended Birth Certificate (Legal Instruments/RA 9) Amended Birth, Marriage and Death Certificate (Supplemental Report) RATING (per output) QUALITY STANDARD (per output) No Revision With Revision No Items Unfilled - Items Unfilled Items Unfilled Items Unfilled or more Items Unfilled No revision revision revisions revisions More than revisions RATING (per output) TIME STANDARD (per output) Submitted - working days after the th and/or end of the month Submitted - working days after the th and/or end of the month Submitted 6 working days after the th and/or end of the month Submitted 7 working days after the th and/or end of the month Submitted more than 7 working days after the th and/or end of the mo. Submitted within the st - nd week of January Submitted within the rd - th week of January Submitted on the th week of January Submitted on February and beyond Submitted on the st- th day of March Submitted on the 6 th -0 th day of March Submitted on the st day of March Submitted later than March and beyond Processed and released within 0 minutes after receipt of documentary requirements Processed and released within -0 min. after receipt of documentary requirements Processed and released within - min. after receipt of documentary requirements Processed and released within hour after receipt of documentary requirements Processed and released more than hour after receipt of documentary requirements Processed and released within 0 minutes after receipt of documentary requirements Processed and released within -0 min. after receipt of documentary requirements Processed and released within - min. after receipt of documentary requirements Processed and released within hour after receipt of documentary requirements Processed and released more than hour after receipt of documentary requirements S P M S

226 Amended Certificate (RA 908 and Court Order) Processed and released within 0 minutes after receipt of documentary requirements Processed and released within -0 min. after receipt of documentary requirements Processed and released within - min. after receipt of documentary requirements Processed and released within hour after receipt of documentary requirements Processed and released more than hour after receipt of documentary requirements Submitted within the rd week of September Submitted within the th week of October Submitted on or before Oct. Submitted beyond Oct. Annual Supplies Procurement Plan/ Project Procurement Management Plan (ASPP/PPMP) Approved Petitions BAC Request Budget Proposal With Minor Error Petition processed and granted within days after 0 days posting period Petition processed and granted within 6 days after 0 days posting period Petition processed and granted within 7 days after 0 days posting period Petition processed and granted within 8-9 days after 0 days posting period Petition processed and granted within 0 days after 0 days and beyond Prepared immediately after instruction Prepared day after instruction Prepared days after instruction Prepared days after instruction Prepared more than days after instruction Submitted - WDs before the deadline Submitted WDs before the deadline Submitted WDs before the deadline Submitted WD before the deadline Submitted after the deadline Canvass supplies and materials day after approval Canvass supplies and materials days after approval Canvass supplies and materials days after approval Canvass supplies and materials days and more after approval No revision revision revisions revisions More than revisions No Complaint Canvass Office Supplies and Materials With Complaint 6 S P M S

227 Certificate of Finality With Minor Error Prepared immediately after received from NSO-OCRG Prepared - days after received from NSO-OCRG Prepared - days after received from NSO-OCRG Prepared 6-7 days after received from NSO-OCRG Prepared more than 7 days after received from NSO-OCRG Certificate of Death (a) On Time Registration Minor Error Prepare and registered death and release within minutes after receipt Prepare and registered death and release within 0 minutes after receipt Prepare and registered death and release within minutes after receipt Prepare and registered death and release within 0 minutes after receipt Prepare and registered death and release within hour and beyond (b) Delayed Registration Minor Error Prepared documents and released on the st day after 0 days posting period Prepared documents and released on the nd day after 0 days posting period Prepared documents and released on the rd day after 0 days posting period Prepared documents and released on the th day after 0 days posting period Prepared documents and released on the th day and beyond Certificate of Live Birth (a) On Time Registration Minor Error Prepare and registered birth and release within minutes after receipt Prepare and registered birth and release within 0 minutes after receipt Prepare and registered birth and release within minutes after receipt Prepare and registered birth and release within 0 minutes after receipt Prepare and registered birth and release within minutes and beyond (b) Delayed Registration Minor Error Prepared documents and released on the st day after 0 days posting period Prepared documents and released on the nd day after 0 days posting period Prepared documents and released on the rd day after 0 days posting period Prepared documents and released on the th day after 0 days posting period Prepared documents and released on the th day and beyond 7 S P M S

228 Certificate of Marriage (a) On Time Registration Minor Error Prepare and registered marriage and release within minutes after receipt Prepare and registered marriage and release within minutes after receipt Prepare and registered marriage and release within minutes after receipt Prepare and registered marriage and release within minutes after receipt Prepare and registered marriage and release within 6 minutes and beyond (b) Delayed Registration Certificate of Petition Minor Error Prepared documents and released on the st day after 0 days posting period Prepared documents and released on the nd day after 0 days posting period Prepared documents and released on the rd day after 0 days posting period Prepared documents and released on the th day after 0 days posting period Prepared documents and released on the th day and beyond Prepared immediately after received from NSO-OCRG Prepared - days after received from NSO-OCRG Prepared - days after received from NSO-OCRG Prepared 6-7 days after received from NSO-OCRG Prepared more than 7 days after received from NSO-OCRG Within to WDs after travel Within WDs after travel Within 6 WDs after travel Within 8 WDs after travel More than 8 WDs after travel Prepared certified document within minutes after receipt Prepared certified document within 0 minutes after receipt Prepared certified document within minutes after receipt Prepared certified document within 0 minutes after receipt Prepared certified document within minutes and beyond after receipt With Minor Error Certificate of Travel Completed Certified Copies Minor Error 8 S P M S

229 Coded (Birth, Marriage and Death Certificate) Minor Error Coded registered documents within minute per document Coded registered documents within minutes per document Coded registered documents within minutes per document Coded registered documents within minutes per document Coded registered documents within minutes and more per document Prepared - working days after instruction Prepared 6-0 working days after instruction Prepared - working days after instruction Prepared or more working days after instruction Communications (Reply) No Revision Revision Revisions Revisions More than Revisions Documents Posted Done within hours after instruction Done within 6 hours after instruction Done within the day after instruction Done within - working days after instruction Done within working days after instruction Done minutes after receipt Done minutes after receipt Done minutes after receipt Done 6-0 minutes after receipt Done 0 minutes or more after receipt Encoded registered documents within minute per document Encoded registered documents within minutes per document Encoded registered documents within minutes per document Encoded registered documents within minutes per document Encoded registered documents within minutes and more per document Within working day after instruction Within working days after instruction Within working days after instruction Within working days after instruction Within or more working days after instruction Documents Received (Stamping of Received on Document and doing Entry On Incoming Logbook) Encoded (Birth, Marriage and Death Certificate) Minor Error Endorsement Letter Transmittal Letter Acknowledgment Letter Request Letter Error Errors - Errors 6 or more Errors 9 S P M S

230 Filed Documents Filled-Up Birth Certificate Filed less than 0 minutes upon receipt of documents Filed 0 minutes upon receipt of documents Filed hour upon receipt of documents Filed hours upon receipt of documents Filed more than hours upon receipt of documents Prepared birth certificate within 0 minutes after receipt Prepared birth certificate within minutes after receipt Prepared birth certificate within 0 minutes after receipt Prepared birth certificate within minutes after receipt Prepared birth certificate within 0 minutes and beyond after receipt Coded registered documents within 0 minutes per document Coded registered documents within minutes per document Coded registered documents within 0 minutes per document Coded registered documents within minutes per document Coded registered documents within 0 minutes and more per document Filled-up immediately after receipt Filled-up - working days after receipt Filled-up - working days after receipt Filled-up 6-7 working days after receipt Filled-up more than 7 working days after receipt Submitted within the st - th day of June/December Submitted within the 6 th - th day of June/December Submitted on the th day of June/December Submitted within the 6 th - nd day of June/December Submitted beyond the nd day of June/December Prepared immediately upon advise Prepared 0 minutes after advise Prepared hours after advise Prepared hours after advise Prepared more than hours after advise Filled-Up Marriage Applications No Revision Minor Revision Filled-Up Petitions With Minor Error Individual Performance Commitment and Review (IPCR) Form Itinerary of Travel 0 S P M S

231 Lecture/Speakership No Complaint With Complaint Lectures during marriage seminar 0 minutes on scheduled date Lectures during marriage seminar minutes on scheduled date Lectures during marriage seminar hour on scheduled date Lectures during marriage seminar ½ hour on scheduled date Lectures during marriage seminar hours and more on scheduled date Prepared immediately on the following day of travel Prepared - working days after travel Prepared - working days after travel Prepared 6-7 working days after travel Prepared more than 7working days after travel Application processed and released on the st day after 0 days posting period Application processed and released on the nd day after 0 days posting period Application processed and released on the rd day after 0 days posting period Application processed and released on the th day after 0 days posting period Petition processed and released on the th day and beyond Liquidation Report CA Travel Marriage License Minor Error Mobile Registration (a) Birth/Death Section Minor Error Prepared documents and released on the st day after 0 days posting period Prepared documents and released on the nd day after 0 days posting period Prepared documents and released on the rd day after 0 days posting period Prepared documents and released on the th day after 0 days posting period Prepared documents and released on the th day and beyond (b) Marriage Section Minor Error Conduct mobile registration immediately after the request of the Barangay Official Conduct mobile registration day after the request of the Barangay Official Conduct days after the request of the Barangay Official Conduct days after the request of the Barangay Official Conduct days and more after the request of the Barangay Official S P M S

232 Monthly Performance Output Report Monthly Report Obligation Request Office Performance Commitment Review (OPCR) Philippine Civil Registry Information System (PHILCRIS) Database Plans, Programs and Project Proposal No Revision - Revisions Revisions - Revisions More than Revisions No Revision - Minor Revisions Minor Revisions Minor Revisions or More Revisions No Revision - Revisions Revisions More than Revisions Minor Error No Revisions With Revision With Revisions With Revisions More than Revisions Submitted within -7 working days after the end of the month Submitted within 8- working days after the end of the month Submitted on the th day after the end of the month Submitted within 6- working days after the end of the month Submitted beyond the nd day after the end of the month Submitted within the 8 th day of the following month Submitted within the 9 th day of the following month Submitted within the 0 th day of the following month Submitted within the th - th day of the following month Submitted within the th - th day of the following month Prepared immediately after instruction Prepared I day after instruction Prepared days after instruction Prepared days after instruction Prepared more than days after instruction Submitted before th of April/ th of October Submitted on the th of April/ th of October Never submitted Registered in PHILCRIS within minute after receipt Registered in PHILCRIS within 0 minutes after receipt Registered in PHILCRIS within minutes after receipt Registered in PHILCRIS within 0 minutes after receipt Registered in PHILCRIS within 0 minutes and beyond after receipt Submitted - working days after approval of the budget Submitted - working days after approval of the budget Submitted working days after approval of the budget Submitted 0 working days after approval of the budget Submitted or more working days after approval of the budget S P M S

233 Purchase Request Prepared immediately after instruction Prepared I working day after instruction Prepared working days after instruction Prepared working days after instruction Prepared more than working days after instruction Registry Book Updated Posted registered documents within minute per document Posted registered documents within minutes per document Posted registered documents within 0 minutes per document Posted registered documents within minutes per document Posted registered documents within 0 minutes and more per document Requisition And Issue Slip (RIS) Prepared immediately upon advise Prepared 0 minutes after advise Prepared hour after advise Prepared hours after advise Prepared more than hours after advise S P M S

234 D.9. Municipal Health Office EXPECTED OUTPUT RATING (per output) QUALITY STANDARD (per output) RATING (per output) TIME STANDARD (per output) Conduct of Garantisadong Pambata Activity Error or more Errors 0 minutes minutes minutes 8 minutes 0 minutes Dental Health Services Error or more Errors 0 minutes minutes 0 minutes minutes 0 minutes Immunization of Children Error or more Errors minute 8 minutes 0 minutes minutes minutes Laboratory Examinations Error or more Errors 0 minutes minutes minutes 8 minutes 0 minutes Management of Animal Bite Cases Error or more Errors 0 minutes minutes minutes 8 minutes 0 minutes S P M S

235 Medical Certificates No Revision - Revisions 0 minutes minutes minutes 8 minutes 0 minutes Patient Consultation Error or more Errors 0 minutes minutes minutes 8 minutes 0 minutes PhilHealth Membership No Revision - Revisions 0 minutes minutes minutes 8 minutes 0 minutes Potable Water Sources Minor Errors or more Errors 0 minutes minutes 0 minutes minutes 0 minutes Provision of Family Planning Services Error or more Errors 0 minutes minutes minutes 8 minutes 0 minutes Safe Maternal Delivery 0 minutes minutes minutes 8 minutes 0 minutes S P M S

236 Treatment of Tuberculosis (TB) Patients Error or more Errors 0 minutes minutes minutes 8 minutes 0 minutes 6 S P M S

237 D.0. Municipal Social Welfare and Development Office EXPECTED OUTPUT RATING (per output) QUALITY STANDARD (per output) RATING (per output) TIME STANDARD (per output) Activity Design (Women, PYA, PWD, DCC) Minor Errors More than Errors working days week before the activity weeks before the activity More than weeks before the activity Annual Supplies Procurement Plan/ Project Procurement Management Plan (ASPP/PPMP) Submitted within the rd week of September Submitted within the th week of October Submitted on or before October Submitted beyond October Assessment Report on Incoming Referrals Errors More than Errors hours after home visitation hours after home visitation hours after home visitation More than hours after home visitation Attendance Error minute/filled up client More than minute Budget Proposal No Revision Revision Revisions Revisions More than Revisions Submitted - working days before the deadline Submitted working days before the deadline Submitted working days before the deadline Submitted working day before the deadline Submitted after the deadline 7 S P M S

238 Bureau of Assistance Form with Case Summary Errors minutes hour ½ hour More than ½ hour Case Recording Errors More than Errors working day working days More than working days Certification minutes 0 minutes minutes More than 0 minutes Closing Summary Errors More than Errors 0 minutes minutes hour More than hour Customer Assistance Sheets on WEDC and CNSP No Complaint/Error With Complaint/Error working day working days More than working days Disaster Assistance Family Access Card/Emergency Assistance Family Access Card Errors More than Errors 7 minutes 0 minutes minutes More than minutes 8 S P M S

239 Disaster Report/ Incident Report No Revision Revisions Revisions Revisions More than Revisions 6 hours after the incident 7 hours after the incident 8 hours after the incident More than 8 hours after the incident Endorsement of Disco Permit Error 8 minutes 0 minutes minutes More than minutes Master List of Day Care Centers Maintained and Operated No Complaint Minor Complaints More than Complaints Monthly Performance Monitoring Journal No Complaint With Complaint Conducted monthly monitoring No monitoring Office Performance Commitment Review (OPCR) No Revision - Revisions Revisions More than Revisions Submitted before th of April/ th of October Submitted on the th of April/ th of October Never submitted Office Status Quarterly Reports (Programs and Projects) No Revision Revision Revisions Revisions More than Revisions Submitted within -7 working days of the st month of the preceding quarter Submitted within 8- working days of the st month of the preceding quarter Submitted on the th day of the st month of the preceding quarter Submitted within 6-0 working days of the st month of the preceding quarter Submitted within -0 working days of the st month of the preceding quarter 9 S P M S

240 Payroll (Job Order, DCWs, Senior Citizen and KALIPI Organization) Plans, Programs and Project Proposal Progress Report to the Honorable Court and Assessment and Discernment Quarterly Accomplishment Report Results of Assessment for Electric Subsidy Senior Citizen ID, Person with Disability ID, Solo Parent ID/Certification, PAG-ASA Youth Association ID Issued Error Errors Errors More than Errors No Revision Revision Revisions Revisions More than Revisions Errors More than Errors No Revision - Revisions Revisions - Revisions More than Revisions No Complaint Complaints More than Complaints Error Prepared within the day after submission of all supporting documents Prepared - working days after submission of all supporting documents Prepared - working days after submission of all supporting documents Prepared 6-8 working days after submission of all supporting documents Prepared 9 working days after submission of all supporting documents Submitted - working days after approval of the budget Submitted - working days after approval of the budget Submitted working days after approval of the budget Submitted 0 working days after approval of the budget Submitted or more working days after approval of the budget Client assisted/attended immediately Not immediately assisted/attended Not attended Submitted within -7 working days after the end of the quarter Submitted within 8- working days after the end of the quarter Submitted on the th day after the end of the quarter Submitted within 6- working days after the end of the quarter Submitted beyond the nd day after the end of the quarter hours after assessment day after assessment More than day after assessment 6 minutes 8 minutes More than 0 minutes 0 S P M S

241 Social Case Study No Revision Revision working day working days More than working days Training Report (Women, PYA, PWD, DCC, Advocacy, IEC Trainings) No Major Error Errors More than Errors working days working days working days More than working days Travel Permit Error 8 minutes 0 minutes minutes More than minutes S P M S

242 D.. Municipal Agriculture Office EXPECTED OUTPUT RATING (per output) QUALITY STANDARD (per output) RATING (per output) TIME STANDARD (per output) Animals Castrated No Complaint Complaint Complaints Complaints More than Complaints Immediately attended working day after request working days after request working days after request Not attended Animals De-Wormed No Complaint Complaint Complaints Complaints More than Complaints Immediately attended working day after request working days after request working days after request Not attended Animals Impregnated thru Artificial Insemination No Complaint Complaint Complaints Complaints More than Complaints Immediately attended working day after request working days after request working days after request Not attended Animals Treated No Complaint Complaint Complaints Complaints More than Complaints Immediately attended working day after request working days after request working days after request Not attended Animals Vaccinated No Complaint Complaint Complaints Complaints More than Complaints Immediately attended working day after request working days after request working days after request Not attended S P M S

243 Annual Supplies Procurement Plan/ Project Procurement Management Plan (ASPP/PPMP) Submitted within the rd week of September Submitted within the th week of October Submitted on or before October Submitted beyond October Area Monitored Under the National Corn Production Program 00% monitored 80% monitored 60% monitored 0% monitored Below 0% monitored No Minor Complaint Minor Complaint Minor Complaints Minor Complaints or more Minor Complaints No Minor Complaint Minor Complaint Minor Complaints Minor Complaints More than Complaints Minor Error Minor Errors Minor Errors or more Minor Errors 00% complete 80-99% complete 60-79% complete 0-9% complete Less than 0% complete days before deadline day before deadline On day of deadline day after deadline or more days after deadline - working days after receipt of request - working days after receipt of request working days after receipt of request 6-7 working days after receipt of request 8 working days or more after receipt of request End of October of current year End of November of current year End of December of current year End of January of the following year End of February of the following year minutes after client s request 0 minutes after client s request minutes after client s request 60 minutes after client s request More than 60 minutes after client s request A week before the end of semester weeks before the semester On the last day of semester weeks after semester A month after the semester Assistance extended to associations Case Study/Investigation and Evaluation Report Done Clients Served Thru Information Services Complete Report on Agricultural Data Profile S P M S

244 Conducted Barangay Labor- Based Road Operation Activity No Minor Complaint Minor Complaint Minor Complaints Minor Complaints More than Complaints No Revision Revision Revisions Revisions or more Revisions No Minor Complaint Minor Complaint Minor Complaints Minor Complaints More than Complaints On scheduled date week after the scheduled date weeks after the scheduled date weeks after the scheduled date weeks or more after the scheduled date working days after approval of training design 0 working days after approval of training design working days after approval of training design 0 working days after approval of training design More than 0 working days after approval of training design - working days after end of the month - working days after end of the month working days after end of the month 6-7 working days after end of the month 8 or more working days after end of the month Prepared 0 minutes after all supporting documents completed Prepared minutes after all supporting documents completed Prepared hour after all supporting documents completed Prepared hours after all supporting documents completed More than hours after all supporting documents completed working days after delivery of planting materials 0 working days after delivery of planting materials working days after delivery of planting materials 0 working days after delivery of planting materials More than 0 working days after delivery of planting materials working days after delivery of planting materials 0 working days after delivery of planting materials working days after delivery of planting materials 0 working days after delivery of planting materials More than 0 working days after delivery of planting materials Conducted FFS and POTS Conducted Monitoring and Evaluation to Farmers Disbursement Voucher Distributed Quality Planting Materials Coffee Cacao Rubber No Minor Complaint Minor Complaint Minor Complaints Minor Complaints More than Complaints No Minor Complaint Minor Complaint Minor Complaints Minor Complaints More than Complaints Distributed Vegetable Seeds S P M S

245 Farmers Assisted/Served farmers assisted 0-9 farmers assisted 80-9 farmers assisted 0-79 farmers assisted Less than 0 farmers assisted No Minor Complaint Minor Complaint Minor Complaints Minor Complaints More than Complaints 00% accomplished 80% accomplished 60% accomplished 0% accomplished Below 0% accomplished No Mortality Head Mortality Heads Mortality Heads Mortality Heads Mortality Error Errors - Errors or more Minor Errors No Minor Error Minor Error Minor Errors Minor Errors or more Minor Errors Immediately assisted working day after request working days after request working days after request Not attended 7 working days after attending the training 8-9 working days after attending the training 0 working days after attending the training - working days after attending the training working days after attending the training End of October of current year End of November of current year End of December of current year End of January of the following year End of February of the following year Immediately assisted working day after request working days after request working days after request Not attended Within hour after instruction hours after instruction hours after instruction hours after instruction hours or more after instruction days before deadline Day before deadline On day of deadline day after deadline or more days after deadline Farmers Served thru Technology Transfer Fish Sanctuaries Maintained Hog Produced Letters/Communications Prepared Livestock Monitoring Report S P M S

246 Livestock Skills Trainings No Complaint Complaint Complaints Complaints or more Complaints No Complaint Complaint Complaints Complaints More than Complaints No Revision Revision Revisions Revisions More than Revisions No Minor Error Minor Error Minor Errors Minor Errors Minor Errors No Minor Error Minor Error Minor Errors Minor Errors Minor Errors No Minor Complaint Minor Complaint Minor Complaints Minor Complaints More than Complaints On date scheduled day after schedule days after schedule days after schedule or more days after schedule End of October of current year End of November of current year End of December of current year End of January of the following year End of February of the following year Prepared - working days after the meeting Prepared - working days after the meeting Prepared working days after the meeting Prepared 6-7 working days after the meeting Prepared more than 7 working days after the meeting days before deadline Day before deadline On day of deadline day after deadline or more days after deadline days before deadline Day before deadline On day of deadline day after deadline or more days after deadline Attained month after approval of budget Attained - months after approval of budget Attained months after approval of budget Attained months after approval of budget Attained 6 months after approval of budget Mangrove Propagules Planted Minutes Of Meeting Monitoring Reports Submitted Monthly Report on Monitoring of Fishpond Production Municipal Demo Farm Operated and Maintained 6 S P M S

247 Organizational Meetings Conducted PMP RIC H 00% Documented Not Properly Documented Not Documented 00% accomplished 80% accomplished 60% accomplished 0% accomplished Below 0% accomplished No Minor Error Minor Error Minor Errors Minor Errors or more Minor Errors Documents submitted working days after the activity Documents submitted working days after the activity Documents submitted working days after the activity Documents submitted 6 working days after the activity Documents submitted 7 working days or more after the activity End of October of current year End of November of current year End of December of current year End of January of the following year End of February of the following year Within working days after end of the month Within working days after end of the month Within working days after end of the month Within 6-7 working days after end of the month Within 8 or more working days after end of the month Patrol Boats Maintained Pest Monitoring and Surveillance Conducted P.O.s Assisted (a) Livestock Development Project No Minor Complaint Minor Complaint Minor Complaints Minor Complaints or more Minor Complaints - working days after receipt of request - working days after receipt of request working days after receipt of request 6-7 working days after receipt of request 8 working days or more after receipt of request (b) Environmental/Natural Resources Mgt. Program No Minor Complaint Minor Complaint Minor Complaints Minor Complaints More than Complaints Immediately assisted week after request weeks after request weeks after request weeks or more after request (c) Fisheries Development Program No Complaint Complaint Immediately assisted week after request 7 S P M S

248 Complaints Complaints More than Complaints weeks after request weeks after request weeks or more after request (d) Institutional Development No Complaint Complaint Complaints Complaints or more Complaints On scheduled date week after scheduled date weeks after scheduled date weeks after scheduled date weeks or more after scheduled date (e) Cooperative and Community Dev t. Section No Complaint Complaint Complaints Complaints More than Complaints Immediately upon request day after request days after request days after request More than days after request (f) Support Function P.O.s Assisted and Monitored No Complaint Complaint Complaints Complaints More than Complaints No Minor Complaint Minor Complaint Minor Complaints Minor Complaints or more Minor Complaints Immediately assisted working day after request working days after request working days after request Not attended On scheduled date week after the scheduled date weeks after the scheduled date weeks after the scheduled date weeks or more after the scheduled date 8 S P M S

249 Pre-Membership Education Seminars Conducted No Complaint Complaint Complaints Complaints or more Complaints No Revision Revision Revisions Revisions or more Revision No Minor Complaint Minor Complaint Minor Complaints Minor Complaints or more Minor Complaints No Complaint Complaint Complaints Complaints More than Complaints No Minor Complaint Minor Complaint Minor Complaints Minor Complaints or more Minor Complaints All activities 80% of Activities 60% of Activities 0% of Activities Less than 0% of Activities working days after registration 7 working days after registration 9 working days after registration working days after registration More than working days after registration days before deadline day before deadline On day of deadline day after deadline or more days after deadline Immediately assisted after request working day after request working days after request working days after request Not attended End of October of current year End of November of current year End of December of current year End of January of the following year End of February of the following year - working days after receipt of request - working days after receipt of request working days after receipt of request 6-7 working days after receipt of request 8 working days or more after receipt of request On scheduled date week after the scheduled date weeks after the scheduled date weeks after the scheduled date weeks or more after the scheduled date Report on RBO Livelihood Project Rice Farmers Assisted and Monitored Seaborne/Foot Patrol Operation Conducted Special Projects Monitored Support to HVCDP Activity 9 S P M S

250 Technical Assistance Served Trainings Conducted Travel Order No Complaint Complaint Complaints Complaints More than Complaints No Complaint Complaint Complaints Complaints More than Complaints - working days after client s request - working days after client s request working days after client s request 6-7 working days after client s request 8 working days or more after client s request working days upon request working days upon request 7 working days upon request 9 working days upon request 0 or more working days upon request Prepared and submitted days before travel Prepared and submitted to days before travel Prepared and submitted day before and on the day of the travel Prepared and submitted day after travel More than day after travel On scheduled date day delayed days delayed days delayed days delayed Tress Planted, Grown and Monitored Forest Protection Forest Production No Minor Complaint - Minor Complaints Minor Complaints Minor Complaints or more Minor Complaints 0 S P M S

251 D.. Municipal Engineering Office EXPECTED OUTPUT RATING (per output) QUALITY STANDARD (per output) RATING (per output) TIME STANDARD (per output) Activity Designs Error Errors Errors More than Errors 0 minutes 0 minutes 0 minutes 0 minutes More than 0 minutes Annual Supplies Procurement Program Error Errors Errors More than Errors hour hours hours hours More than hours Breakdown of Budgetary Requirements Error Errors Errors More than Errors 0 minutes 0 minutes day days More than days Burial Services No Complaint Complaint Complaints Complaints More than Complaints hours hours hours hours More than hours Certifications No Complaint Complaint Complaints Complaints More than Complaints 0 minutes 0 minutes 60 minutes 70 minutes More than 70 minutes S P M S

252 Communications No Complaint Complaint Complaints Complaints More than Complaints 0 minutes 0 minutes 60 minutes 70 minutes More than 70 minutes Daily Time Report Error Errors Errors More than Errors working days working days working days 7 working days More than 7 working days Government Facilities Maintained No Complaint Complaint Complaints Complaints More than Complaints day days days days More than days Hauling of Construction Materials No Complaint Complaint Complaints Complaints More than Complaints day days days days More than days Inspection of Completed Project Prepared and Preparation of Inspection Report Error Errors Errors More than Errors 7 hours day days days days Inspection of Proposed Project (Survey, Data Gathering and the like) No Revisit Revisit Revisits Revisits More than Revisits day days days days days S P M S

253 Issuance of Building Permit Error Errors Errors More than Errors working days 7 working days working days 0 working days More than 0 working days Issuance of Electrical Permit No Complaint Complaint Complaints Complaints More than Complaints hours day days days days Issuance of Fencing Permit Error Errors Errors More than Errors working days 7 working days working days 0 working days More than 0 working days Issuance of Mechanical Permit Error Errors Errors More than Errors working days 7 working days working days 0 working days More than 0 working days Issuance of Occupancy Permit No Complaint Complaint Complaints Complaints More than Complaints working days working days working days 7 working days More than 7 working days Issuance of Plumbing Permit Error Errors Errors More than Errors working days 7 working days working days 0 working days More than 0 working days S P M S

254 Issuance of Sanitary Permit Error Errors Errors More than Errors working days 7 working days working days 0 working days More than 0 working days Itinerary Error Errors Errors More than Errors 0 minutes minutes 0 minutes minutes More than minutes Job Order Slip (a) Heavy Equipment No Complaint Complaint Complaints Complaints More than Complaints days days days 6 days More than 6 days (b) Light Vehicles No Complaint Complaint Complaints Complaints More than Complaints 7 days 8 days 9 days 0 days More than 0 days Payroll No Complaint Complaint Complaints Complaints More than Complaints hours hours hours 6 hours More than 6 hours S P M S

255 Plans and Design (a) Project Cost below Php 00, No Revision Revision Revisions Revisions More than Revisions days 6 days 7 days 8 days More than 8 days (b) Project Cost above Php 00, No Revision Revision Revisions Revisions More than Revisions days 0 days days days More than days Program of Work (a) Project Cost below Php 00, No Revision Revision Revisions Revisions More than Revisions days days days 6 days More than 6 days (b) Project Cost above Php 00, No Revision Revision Revisions Revisions More than Revisions 0 days days days 8 days More than 8 days Project Implemented and Constructed Error Errors Errors More than Errors 0 minutes 0 minutes 0 minutes 60 minutes more than 60 minutes S P M S

256 Personnel Dispatched and Timekeeper No Complaint Complaint Complaints Complaints More than Complaints minutes 0 minutes 0 minutes minutes More than minutes Pre-Canvass of Construction Materials Error Errors Errors More than Errors 6 hours 7 hours 8 hours 9 hours More than 9 hours Project Designs Error Errors Errors More than Errors 6 hours 7 hours 8 hours 9 hours More than 9 hours Project Procurement Management Plan Error Errors Errors More than Errors hour hours hours hours More than hours Project Profile Error Errors Errors More than Errors day days days days More than days Purchase Order No Complaint Complaint Complaints Complaints More than Complaints hours hours hours 6 hours More than 6 hours 6 S P M S

257 Purchase Request No Complaint Complaint Complaints Complaints More than Complaints hours hours hours 6 hours More than 6 hours Released Program of Works Error Errors Errors More than Errors minutes minutes minutes 6 minutes More than 6 minutes Road Maintenance/ Rehabilitation/Construction Error Errors Errors More than Errors days days days 6 days More than 6 days Streetlight Report/ Inspection Error Errors Errors More than Errors hours hours hours hours More than hours Supervision of Projects No Complaint Complaint Complaints Complaints More than Complaints hours hours hours hours Less than hour Travel Order No Complaint Complaint Complaints Complaints More than Complaints minutes minutes minutes 6 minutes More than 6 minutes 7 S P M S

258 Work Order Slip (a) Plumbing Works No Complaint Complaint Complaints Complaints More than Complaints 6 hours 7 hours 8 hours 9 hours More than 9 hours (b) Electrical Works No Complaint Complaint Complaints Complaints More than Complaints hours ½ day day days More than days 8 S P M S

259 D.. Local Economic Enterprise Management Office EXPECTED OUTPUT RATING (per output) QUALITY STANDARD (per output) RATING (per output) TIME STANDARD (per output) Annual Supplies Procurement Plan/ Project Procurement Management Plan (ASPP/PPMP) Billing Statement/ Order of Payments (a) Santa Cruz Integrated Terminal With With Error With Errors More than Errors Submitted within the rd week of September Submitted within the th week of October Submitted on or before October Submitted beyond October On the th day of the following month On the 6 th day of the following month On the 7 th day of the following month More than 7 days of the following month (b) Municipal Training Center With No Revision With Revision With Revisions With Revisions More than Revisions Within 0 minutes after the food services Within minutes after the food services Within minutes after the food services Within 0 minutes after the food services More than 0 minutes after the food services (c) Municipal Slaughterhouse (Ante-Mortem) With Revision With Revisions Within hour before butchery Within hours before butchery 9 S P M S

260 More than Revisions More than hours before butchery (d) Municipal Slaughterhouse (Post-Mortem) With With Error More than Error Within hours after display of meat Within hours after display of meat More than hours after display of meat Budget Proposal No revision revision revisions revisions More than revisions Submitted - working days before the deadline Submitted working days before the deadline Submitted working days before the deadline Submitted working day before the deadline Submitted after the deadline Burial Permit With No Major Complaint With Major Complaint With Major Complaints More than Major Complaints Within days before burial Within days before burial Within days before burial Within days before burial Within day before burial Cash Tickets (a) Santa Cruz Integrated Terminal With With Error More than Error Within minutes upon entry Within minutes upon entry Within minutes upon entry More than minutes upon entry (b) Municipal Public Market With With Error More than Error Within hours after display of goods in a day Within hours after display of goods in a day Within hours after display of goods in a day More than hours after display of goods in a day 60 S P M S

261 (c) Municipal Public Market (Vehicles) With With Error More than Error Within minutes upon entry Within minutes upon entry Within minutes upon entry More than minutes upon entry Coordination Report With No Revision With Revision With Revisions With Revisions More than Revisions Submitted on the th day of the following month Submitted on the 6 th day of the following month Submitted on the 7 th day of the following month Submitted more than the 7 th day of the following month Customer Action Sheet No Complaint/Error With Complaint/Error Client assisted/attended Immediately Not immediately attended/assisted Not attended Daily Cash Tickets Issuance Report With no Error With Error With Errors More than Errors Report submitted within 8:00 AM the following day Report submitted within 9:00 AM the following day Report submitted within 0:00 AM the following day Report submitted beyond :00 AM the following day Daily Maintenance Report With No Complaint With Complaint With Complaints More than Complaints Within hours before 8:00 AM Within hours before 8:00 AM Within hour before 8:00 AM After 8:00 AM 6 S P M S

262 Daily Security Report Government-Owned Buildings and Properties Secured With No Complaint With Complaint With Complaints More than Complaints Within 8 hours Less than 8 hours Food and Beverage Services Investor s Assistance Sheet Lease Contract With No Complaint With Complaint With Complaints With Complaints More than Complaints With No Complaint Ready to serve within 0 minutes before 7:00 AM for breakfast/ :00 NN for lunch/ 7:00 PM for dinner Ready to serve within 0 minutes before 0:00 AM for snack and :00 PM for snack Ready to serve within 0 minutes before snack/meal time Ready to serve within minutes before snack/meal time Ready to serve less than minutes before snack/meal time Within 0 minutes upon receipt Within minutes upon receipt Within hour upon receipt More than hour upon receipt With Complaint More than Complaint With No Revision With Revision With Revisions With Revisions More than Revisions With Revision With Revisions With Revisions With Revisions With or more minor Revisions Within working days after submission of contract Within 8 working days after submission of contract Within 0 working days after submission of contract Within working days after submission of contract Within working days after submission of contract Within the st month of the rd quarter Within the nd month of the quarter Within the last month of the rd quarter within the fourth quarter Within the fourth quarter Within the rd month of the last quarter Local Economic Enterprise Code 6 S P M S

263 Meat Inspection Certificate Minutes of Meeting With No Complaints With Errors More than errors No Revision Revision Revisions Revisions More than Revisions No Revision - Revisions Revisions More than Revisions Certificate issued within hour after butchery Certificate issued within and a half hour after butchery Certificate issued within hours after butchery Certificate issued more than hours after butchery Prepared - working days after the meeting Prepared - working days after the meeting Prepared working days after the meeting Prepared 6-7 working days after the meeting Prepared more than 7 working days after the meeting Submitted before th of April/ th of October Office Performance Commitment Review (OPCR) Submitted on the th of April/ th of October Submitted beyond April to June/October to December Prepared within the day after submission of all supporting documents Prepared - working days after submission of all supporting documents Prepared - working days after submission of all supporting documents Prepared 6-8 working days after submission of all supporting documents Prepared 9 working days after submission of all supporting documents Submitted - working days approval of the budget Submitted - working days approval of the budget Submitted working days approval of the budget Submitted 0 working days approval of the budget Submitted or more working days approval of the budget Within working days Within 8 working days Within 0 working days Within working days More than working day Payroll (Job Order) Error Errors Errors More than Errors With No Revision With Revision With Revisions With Revisions More than Revisions With No Revision With Revision With Revisions With Revisions More than Revisions Plans, Programs and Project Proposal Program of Works 6 S P M S

264 Quarterly Accomplishment Report Quarterly Status Report (Programs and Projects) Training/Activities Conducted/Facilitated With No Revision With - Revisions With Revisions With - Revisions More than Revisions With No Revision With Revision With Revisions With Revisions More than Revisions No Complaint - Complaints Complaints - Complaints More than 6 Complaints Submitted within -7 working days after the end of the quarter Submitted within 8- working days after the end of the quarter Submitted on the th day after the end of the quarter Submitted within 6- working days after the end of the quarter Submitted beyond the nd day after the end of the quarter Submitted within -7 working days of the st month of the preceding quarter Submitted within 8- working days of the st month of the preceding quarter Submitted on the th days of the st month of the preceding quarter Submitted within 6-0 working days of the st month of the preceding quarter Submitted within -0 working days of the st month of the preceding quarter As scheduled Not able to comply with the schedule 6 S P M S

265 D.. COMMON OUTPUT EXPECTED OUTPUT RATING (per output) Abstract of Bids Acceptance and Inspection Report Accomplished Daily Time Record (DTR) Accomplished Personal Data Sheet (PDS) Accomplished Statement Of Assets, Liabilities And Net Worth (SALN) QUALITY STANDARD (per output) No Revision With Revision No Items Unfilled - Items Unfilled Items Unfilled Items Unfilled or more Items Unfilled No revision revision revisions revisions More than revisions RATING (per output) TIME STANDARD (per output) Prepared immediately after Opening of Canvass Prepared - working days after Opening of Canvass Prepared - working days after Opening of Canvass Prepared 6-7 working days after Opening of Canvass Prepared more than 7 working days after Opening of Canvass Accepted and signed immediately upon complete delivery of goods Accepted and signed day upon complete delivery of goods Accepted and signed days upon complete delivery of goods Accepted and signed - days upon complete delivery of goods Accepted and signed more than days upon complete delivery of goods Submitted - working days after the th and/or end of the month Submitted - working days after the th and/or end of the month Submitted 6 working days after the th and/or end of the month Submitted 7 working days after the th and/or end of the month Submitted more than 7 working days after the th and/or end of the mo. Submitted within the st - nd week of January Submitted within the rd - th week of January Submitted on the th week of January Submitted on February and beyond Submitted on the st- th day of March Submitted on the 6 th -0 th day of March Submitted on the st day of March Submitted later than March and beyond 6 S P M S

266 Annual Supplies Procurement Plan/ Project Procurement Management Plan (ASPP/PPMP) Submitted within the rd week of September Submitted within the th week of October Submitted on or before Oct. Submitted beyond Oct. BAC Procurement Prepared immediately after GSO P.O. coded Prepared - working days after GSO P.O. coded Prepared - working days after GSO P.O. coded Prepared 6-7 working days after GSO P.O. coded Prepared more than 7 working days after GSO P.O. coded Budget Proposal No revision revision revisions revisions More than revisions Submitted - WDs before the deadline Submitted WDs before the deadline Submitted WDs before the deadline Submitted WD before the deadline Submitted after the deadline Certifications Prepared immediately upon request Prepared within minutes upon request Prepared within 0 minutes upon request Prepared within 0 minutes upon request Prepared more than 0 minutes upon request Certificate of Travel Completed Within to WDs after travel Within WDs after travel Within 6 WDs after travel Within 8 WDs after travel More than 8 WDs after travel Communications (Reply) No Revision Revision Revisions Revisions More than Revisions Prepared - working days after instruction Prepared 6-0 working days after instruction Prepared - working days after instruction Prepared or more working days after instruction 66 S P M S

267 Comparative Assessment Report Prepared immediately after PSB submitted their rating Prepared within working days after PSB submitted their rating Prepared within working days after PSB submitted their rating Prepared within 7 working days after PSB submitted their rating Prepared more than 7 working days after PSB submitted their rating Customer Action No Complaint/Error With Complaint/Error Client assisted/attended Immediately Not immediately attended/assisted Not attended Disbursement Voucher Prepared 0 minutes after all supporting documents completed Prepared minutes after all supporting documents completed Prepared hour after all supporting documents completed Prepared hours after all supporting documents completed More than hours after all supporting documents completed Document Delivered (Outside) Done immediately after instruction Done - working days after instruction Done working days after instruction Done working days after instruction Done more than working days after instruction Documents Posted Done within hours after instruction Done within 6 hours after instruction Done within the day after instruction Done within - working days after instruction Done within working days after instruction Documents Received (Stamping of Received on Document and doing Entry On Incoming Logbook) Done minutes after receipt Done minutes after receipt Done minutes after receipt Done 6-0 minutes after receipt Done 0 minutes or more after receipt 67 S P M S

268 Endorsement Letter Transmittal Letter Acknowledgment Letter Request Letter Error Errors - Errors 6 or more Errors Within working day after instruction Within working days after instruction Within working days after instruction Within working days after instruction Within or more working days after instruction Filed less than 0 minutes upon receipt of documents Filed 0 minutes upon receipt of documents Filed hour upon receipt of documents Filed hours upon receipt of documents Filed more than hours upon receipt of documents Submitted within the st - th day of June/December Submitted within the 6 th - th day of June/December Submitted on the th day of June/December Submitted within the 6 th - nd day of June/December Submitted beyond the nd day of June/December Prepared immediately upon advise Prepared 0 minutes after advise Prepared hours after advise Prepared hours after advise Prepared more than hours after advise Prepared immediately on the following day of travel Prepared - working days after travel Prepared - working days after travel Prepared 6-7 working days after travel Prepared more than 7working days after travel Prepared and submitted on the th day after the end of the month Prepared and submitted on the 8 th day after the end of the month Prepared and submitted on the 0 th day after the end of the month Prepared and submitted after the 0 th day after the end of the month Filed Documents Individual Performance Commitment and Review (IPCR) Form Itinerary of Travel (Appendix A) Liquidation Report CA Travel Liquidation Report of Supplies and Materials 68 S P M S

269 Minutes of Meeting Monthly Performance Monitoring Journal Monthly Performance Output Report Notice of Meeting Obligation Request Office Area/Equipment Cleaned/Maintained No Revision Revision Revisions Revisions More than Revisions No Complaint With Complaint No Revision - Revisions Revisions - Revisions More than Revisions No error error - errors More than errors No Complaint - Complaints Complaints Complaints More than Complaints Prepared - working days after the meeting Prepared - working days after the meeting Prepared working days after the meeting Prepared 6-7 working days after the meeting Prepared more than 7 working days after the meeting Conducted monthly No monitoring Submitted within -7 working days after the end of the month Submitted within 8- working days after the end of the month Submitted on the th day after the end of the month Submitted within 6- working days after the end of the month Submitted beyond the nd day after the end of the month Prepared immediately Prepared 0 minutes after instruction Prepared hour after instruction Prepared hours after instruction Prepared more than hours after instruction Prepared immediately after instruction Prepared I day after instruction Prepared days after instruction Prepared days after instruction Prepared more than days after instruction Finished at 7:0 AM/:0 PM Finished at 7: AM/: PM Finished at 8:00 AM/:00 PM Finished beyond 8:00 AM/beyond :00 PM 69 S P M S

270 Office Performance Commitment Review (OPCR) Payroll (Job Order) Payroll/Voucher Rerouted Plans, Programs and Project Proposal Purchase Request Quarterly Accomplishment Report No Revision - Revisions Revisions More than Revisions Error Errors Errors More than Errors No Revisions With Revision With Revisions With Revisions More than Revisions No Revision - Revisions Revisions - Revisions More than Revisions Submitted before th of April/ th of October Submitted on the th of April/ th of October Never submitted Prepared within the day after submission of all supporting documents Prepared - working days after submission of all supporting documents Prepared - working days after submission of all supporting documents Prepared 6-8 working days after submission of all supporting documents Prepared 9 working days after submission of all supporting documents Done immediately after instruction Done working days after instruction Done working days after instruction Done working days after instruction Done more than working days after instruction Submitted - working days after approval of the budget Submitted - working days after approval of the budget Submitted working days after approval of the budget Submitted 0 working days after approval of the budget Submitted or more working days after approval of the budget Prepared immediately after instruction Prepared I working day after instruction Prepared working days after instruction Prepared working days after instruction Prepared more than working days after instruction Submitted within -7 working days after the end of the quarter Submitted within 8- working days after the end of the quarter Submitted on the th day after the end of the quarter Submitted within 6- working days after the end of the quarter Submitted beyond the nd day after the end of the quarter 70 S P M S

271 Quarterly Status Report (Programs and Projects) Request For Quotation Requisition And Issue Slip (RIS) Training/Activities Conducted/Facilitated Training Kits/Supplies/ IDs (For Participants) Travel Order No Revision Revision Revisions Revisions More than Revisions No Complaint - Complaints Complaints - Complaints More than 6 Complaints Submitted w/in -7 working days of the st mo. of the preceding quarter Submitted w/in 8- working days of the st mo. of the preceding quarter Submitted on the th day of the st mo. of the preceding quarter Submitted w/in 6-0 working days of the st mo. of the preceding quarter Submitted w/in -0 working days of the st mo. of the preceding quarter Prepared immediately after approval of BAC request Prepared - working days after approval of BAC request Prepared - working days after approval of BAC request Prepared 6-7 working days after approval of BAC request Prepared more than 7 working days after approval of BAC request Prepared immediately upon advise Prepared 0 minutes after advise Prepared hour after advise Prepared hours after advise Prepared more than hours after advise As scheduled Not able to comply with the schedule Prepared working days before the scheduled training/activity Prepared 0 working days before the scheduled training/activity Prepared working days before the scheduled training/activity Prepared working days before the scheduled training/activity Prepared on the scheduled training/activity Prepared and submitted days before travel Prepared and submitted - days before travel Prepared and submitted day before travel and on the day of travel Prepared and submitted day after travel Prepared and submitted more than day after travel 7 S P M S

272 Trip Tickets Error Errors Errors Errors or more Prepared hours before travel Prepared hour before travel Prepared 0 minutes before travel Prepared after travel 7 S P M S

273 ANNEX E. SPMS Calendar SCHEDULE Activity Submitted to Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec SPMS Orientation July 7 and 8, 0 SPMS Pilot Test 0 Second Semester. Planning and Commitment Submission of OPCR PMT th th PMT review of OPCR Champion 0 th st Approval of OPCR th th Submission/Approval of IPCR Head of Work Unit st 9 th Submission of IPCR HRMO th th. Performance Monitoring & Coaching Monitoring By Head of the Agency/Champion PMT Head of Work Unit HRMO Submission of Performance HRMO Monitoring & Coaching Journal Submission of Quarterly MPDO Accomplishment Report Developmental Intervention HRMO (Professional Developmental Plan). Performance Review & Feedback Once in months Quarterly As the need arises Quarterly Quarterly As the need arises OPCR Submission PMT th th Recommending Approval of OPCR by PMT Champion st st Final Approval of OPCR by Champion MPDO th th Release of OPCR Final Rating Head of Work Unit 8 th 8 th Meeting of Work Unit Head and Employees th th Submission of IPCR for Approval Head of Work Unit 8 th 8 th Submission of Approved IPCR HRMO 8 th 8 th Annual Performance Review Conference. Performance Rewarding and Development Planning PMT to Submit Top Performers list Developmental Intervention (Professional Developmental Plan) Municipal Mayor/ PRAISE days after OPCR has been determined Any day in March & September Note: In the event that the deadline falls on a non-working holiday, submission will be on the next working day. 7 S P M S

274 ANNEX F. Office Performance Commitment and Review Form OFFICE PERFORMANCE COMMITMENT AND REVIEW (OPCR) I,, Head of the, commit to deliver and agree to be rated on the attainment of the following targets in accordance with the indicated measures for the period to, 0. Approved by: Municipal Mayor Date: ATTY. JOEL RAY L. LOPEZ Municipal Mayor Date -outstanding -Very Satisfactory -Satisfactory -Unsatisfactory -Poor MFO Success Indicators (Targets + Measures) Allotted Budget Division/Individual Accountable Actual Accomplishments Rating Q E T A Remarks STRATEGIC PRIORITY CORE FUNCTIONS SUPPORT FUNCTIONS Average Rating Category MFO Rating Strategic Priority Core Functions Support Functions Total Overall Rating Final Average Rating Adjectival Rating Assessed by: Final Rating Date Date Date Planning Office PMT Head of Agency LEGEND: -Quantity -Effectiveness -Timeliness -Average 7 S P M S

275 ANNEX G. Individual Performance Commitment and Review Form INDIVIDUAL PERFORMANCE COMMITMENT AND REVIEW (IPCR) I, of the Division of commit to deliver and agree to be rated on the attainment of the following targets in accordance with the indicated measures for the period to, 0. Ratee Date Reviewed by: Date: Approved by: Date Immediate Supervisor Head of Office Output Success Indicators (Targets + Measures) Actual Accomplishments Rating Q() E() T() A() Remarks STRATEGIC PRIORITY NO. Output no. : Output no. : Total CORE FUNCTIONS: Output no. : Output no. : Total SUPPORT FUNCTIONS: Output no. : Output no. : Total Final Ave. Rating Comments and Recommendations for Development Purposes Discuss with Date Assessed by Date Final Rating by: Date I certify that the I discussed my assessment of the performance with the employment Employee Supervisor Head of Office LEGEND: -Quantity -Effectiveness -Timeliness -Average 7 S P M S

276 ANNEX H: Monitoring and Coaching Journal st Q nd rd th U A R T E R Name of Division/Field Office Division Chief/Director II Number of the Personnel in the Division/FO Mechanism Activity Monitoring One-in-One Meeting Group Memo Others (Pls. Specify) Remarks Coaching Please indicate the date in the appropriate box when the monitoring was conducted. Conducted by: Date: Noted by: Date: Immediate Supervisor Head of Office 76 S P M S

277 ANNEX I. Professional Development Plan Date Aim Objectives Target date Review date Achieved date Comments Task Outcome Next Step 77 S P M S

278 ANNEX J. Output Rating Sheet MUNICIPALITY OF SANTA CRUZ MMO-Human Resource Management Section OUTPUT RATING SHEET Ratee s Name: Output: Date/Time Requested/Received: Date/Time Accomplished: Date Submitted by Ratee to Rater: Rating: Quantity: Quality: Timeliness: Remarks: Rater s Signature/Date: Date Returned by Rater to Ratee: 78 S P M S

279 ANNEX K. Monthly Performance Output Report (MPOR) Republic of the Philippines Province of Davao del Sur Municipality of Sta. Cruz MONTHLY PERFORMANCE OUTPUT REPORT Name : Office/Division: Month: EXPECTED OUTPUT STRATEGIC PRIORITIES CORE FUNCTIONS SUPPORT FUNCTIONS EFFICIENCY QUALITY TIMELINESS WEEK WEEK WEEK TOTAL TOTAL TOTAL MAN DAY(S) LOST THRU ABSENCE MAN HRS./MINUTES LOST THRU TARDINESS/UNDERTIME WEEK WEEK WEEK WEEK TOTAL OBSERVATION/REMARKS CONFIRMED: Above entries are true & correct: Rater Ratee 79 S P M S

280 ANNEX L. Summary of Monthly Performance Output Report (MPOR) Ratee's Name Ratee's Position Ratee's Work Station Republic of the Philippines Province of Davao del Sur Municipality of Sta. Cruz SUMMARY OF ACCOMPLISHMENT Period STRATEGIC PRIORITIES CORE FUNCTIONS SUPPORT FUNCTIONS EXPECTED OUTPUT ACCOMPLISHMENT EFFICIENCY QUALITY TIME JAN FEB MAR APR MAY JUN TOTAL AVE. JAN FEB MAR APR MAY JUN TOTAL AVE. JAN FEB MAR APR MAY JUN TOTAL AVE. 80 S P M S

281 ANITA S. LUMANOG Administrative Officer V Human Resource Management Officer III RINA FE E. GAMAO Human Resource Management Assistant EMELDA B. RADA Human Resource Management Aide BENBENUTO L. CASPI, JR. Secretary to the Sanggunian RUFA T. MACROHON Municipal Budget Officer ROBINSON B. PANUDA Municipal Accountant FLORENCIA A. CABALUNA Municipal Treasurer LOREMIE ANN M. LINDONG Municipal Health Officer ADELAIDA S. BADILLA Mun. Social Welfare & Dev t. Officer AURORA S. HERBITO Mun. Planning & Dev t. Coordinator AZUCENA M. BUQUIA Municipal Engineer JOSE A. MARTORILLAS Municipal Agriculturist MARIO M. TIZON Municipal Civil Registrar CAMILA S. INFIESTO Local Economic Enterprise Manager RAY R. SEALANA Municipal Assessor 8 S P M S

282 Employee Welfare Program 8 H R S Y S T E M S

283 Republic of the Philippines Province of Dave del Sur MUNICIPALITY OF SANTA CRUZ EMPLOYEE WELFARE PROGRAM I. BASIC POLICIES. It is the policy of this agency to provide employees with safe and healthy workplace. A proactive Employee Welfare Program shall make sure employee welfare is given priority.. This agency is committed to engage in personnel practices that are sensitive to the welfare of the employees. Thus, it shall support procedures that are considerate of its employees welfare.. Records documenting the identification of employees needs to relieve them from work fatigue shall be maintained. II. OBJECTIVES. General This Employee Welfare Program shall provide better physical and mental health to the workforce. This shall promote a healthy work environment for a more stable labor force and thus enhance productivity and attain responsible public service.. Specific a. Identify the needs of the workforce and establish an effective Employee Welfare Program. b. Implement a suitable Employee Welfare Program that will keep the high morale and motivation of the workforce so as to retain them for longer duration. c. Conduct a periodical assessment or evaluation on the feedback to further enhance the program. III. SCOPE This Employee Welfare Program applies to all levels of officials and employees in the organization regardless of the nature and status of their employment. 8 H R S Y S T E M S

284 IV. DEFINITION OF TERMS. Employee Welfare Is an effort of an employer to provide various services, benefits and facilities to the employees. It includes anything, in addition to wage or salary, which is done for the comfort and improvement of the workforce. Through such, the employees achieve more productivity at work.. Flextime This is a system wherein employees choose their starting and quitting times from a range of available hours.. Ergonomics Is the study of people and their interaction with the elements of their job or task including equipment, tools, facilities, processes and environment. In a more practical sense, ergonomics is the science of human comfort. V. WELFARE PROGRAMS. Working Environment Ventilation Workplaces need to have an adequate supply of fresh air. In many cases suitable ventilation can be achieved by opening windows and doors but where necessary, mechanical ventilation shall be provided and maintained to an appropriate standard. Office Temperature Indoor temperature must provide comfort during working hours. Where work requires a less physical effort, such as in an office, temperature shall be at least 7 degree Celsius, subject to other conditions such as humidity, ventilation, etc. Lighting Lighting shall be sufficient to enable people to work and move about safely. Natural light is preferable, although artificial lighting is acceptable and is often used to boost light levels. Where loss of lighting could pose risk, independently powered automatic emergency lighting shall be provided. Cleanliness and Waste Disposal Cleaning work and disposal of waste shall be carried out routinely in order to maintain good standards of cleanliness and hygiene in the workplace. 8 H R S Y S T E M S

285 Room Dimension and Space Workrooms shall provide enough free space to allow people to freely access work areas and move within the workplace, free from the risk of tripping or striking objects, etc. Where space is limited, careful planning shall be considered. Work Stations and Seating Work stations and seating must be suitable for the work and the individuals using them. All seats shall have adequate support particularly for the lower back. Footrests shall be provided for employees that cannot place their feet on the floor to provide support. Workstations shall allow individuals to leave them quickly in an emergency.. Welfare Facilities Drinking Water An adequate supply of clean drinking water (bottled water or water dispensing systems) shall be available. Suitable drinking cups shall also be provided. Sanitary Facilities An appropriate number of sanitary conveniences must be provided and shall be adequately ventilated, lit and kept clean. Separate facilities for males and females shall be provided. Employee sanitary facilities shall be separated to those provided for the public. In smaller areas, facilities can be used by both the employees and the public provided the first are not delayed by this arrangement. Washing Facilities Washing facilities shall be readily accessible and adequate in number. These must have running water, wash basins, soap and, if possible, hand-drying facilities. Functional Canteens Cafeteria or canteens shall be provided to the employees so as to provide healthy food. These cafeteria or canteens shall also be used as rest facilities. Rest Facilities for Mothers There shall be rest facilities for pregnant and nursing mothers. These facilities shall have spaces for pregnant employees to lie down. Also, these must be close to sanitary facilities. Ramps for differently-abled employees A ramp shall be present in an office building for employees with wheelchairs, canes and even for those with walking disabilities for them to gain access to a particular entrance.. Workplace Safety Floors and Traffic Routes Floors shall be of sound construction and in good condition, free from hazards which could cause slips, trips or falls. Open-sided staircases shall be provided with upper and lower rails. 8 H R S Y S T E M S

286 Vehicle Traffic Routes Vehicle traffic routes shall be wide enough and high enough to enable vehicles to move about safely. Transparent and Translucent Doors, Gates, Walls and Windows Transparent and translucent doors, gates and windows shall be clearly identified and made apparent to avoid accidental contact. Also, they shall be made of safety materials or be protected against breakage.. Ergonomics Program at Work Ergonomics Program puts people first, taking account of their capabilities and limitations. It aims to make sure that tasks, equipment, information and the environment suit each worker. This program shall answer the typical ergonomic problems found in the workplace, such as: The poorly positioned computer screen The computer screen must not be too high, too low, too close, too far or is offset to one side from the worker. The proximity of the computer mouse to the user The computer mouse must not be placed too far away from the employee. Stretching the arms to use the mouse must be avoided. The unavailability of suitable workbenches Chairs must be properly adjusted to fit the person to avoid awkward and uncomfortable postures. Height-adjustable chairs must be used so employees can work at their preferred work height. Also, obstacles from under desks must be removed to create sufficient leg room. The insufficiency of breaks or changes of activities There must be enough breaks for employees. Insufficient breaks may result to mistakes and poor productivity, stress, eye strain, headaches and other pains. Job rotation must be introduced to reduce physical and mental fatigue. The constant information overload Each employee must be given just enough tasks to perform for the day. Too much information may result to confusion, mistakes and panic. The presence of work-related stress Stresses like the work demands are too high or too low, poor support from the management and/or colleagues and conflicting demands could lead to ill health and reduced performance and productivity. To help employees cope with these, seminars on how to handle work-related stress must be available. 86 H R S Y S T E M S

287 . Work Schedule Flexible Work Time This agency shall adopt flextime work arrangements wherein employees are given greater scheduling freedom in how they fulfill the obligations of their positions. It shall give employees far greater leeway in terms of the time when they begin and end work, provided they put in the total number of hours required per week by this agency. Through flextime, employees will have increased opportunity to fit other commitments such as sending their children to school in the morning or fetching them from school in the afternoon, etc. 6. Socialization/Team Building Activities Summer Outings Officials and employees shall undertake summer outings using a responsible amount from its fund. Off-site Development Sessions Development staff outings shall be awarded to offices that have rated outstanding in the last rating period. Other offices however, can avail of such sessions provided they shoulder the expenses. Inter-office Social Gatherings This shall be encouraged as a form of informal interaction and socialization. This shall however be sponsored by different host offices on a rotation basis. VI. ROLES AND RESPONSIBILITIES. Employee Welfare Program Coordinators The coordinators shall report directly to the management and are responsible for this program. They shall monitor the results of the program to determine additional areas of focus as needed. It may also assign offices, committees and persons to perform roles in the implementation of the program.. Employees Every employee in this agency shall be responsible for conducting himself/herself in accordance with this Employee Welfare Program. VII. SOURCE OF FUNDING The office shall submit, for approval, a yearly budget for Employee Welfare Program. Ten percent (0%) of the Gender and Development (GAD) budget for the year shall be appropriately allocated for this program. The office shall ensure the budget is appropriately allocated. 87 H R S Y S T E M S

288 VIII. TRANSITORY POLICIES All existing policies addressing Employee Welfare Program which are inconsistent with these policies are superseded. IX. EFFECTIVITY The Employee Welfare Program shall take effect immediately. Any subsequent changes or amendments shall be subject to the approval of the Civil Service Commission and shall take effect six (6) months from date of approval. X. COMMITMENT I hereby commit to implement and abide by the provisions of this Employee Welfare Program. (SGD) ATTY. JOEL RAY L. LOPEZ Municipal Mayor October 7, 0 88 H R S Y S T E M S

289 Employee Learning and Development Program 89 H R S Y S T E M S

290 Republic of the Philippines Province of Dave del Sur MUNICIPALITY OF SANTA CRUZ EMPLOYEE LEARNING AND DEVELOPMENT PROGRAM I. BASIC POLICIES. This agency values its human resources and commits to a systematic employee learning and development program for all its officials and employees.. Every official and employee is an asset to be valued, developed and utilized in the delivery of public service. Thus, employee learning and development shall be one of the main concerns of this agency to enable its officials and employees to contribute meaningfully.. This agency shall be responsible for the coordination and integration of a continuing program of personnel development for all employees at all levels.. An employee learning and development program that includes a variety of human resource development interventions including seminars and enhancement activities shall be established.. For the underperforming employees, it shall be the agency s duty to provide avenues for remedial actions. For the employees with exemplary performance, the agency, on the other hand, shall provide rewards so as to encourage others to excellently perform their duties and responsibilities 6. This agency shall include a specific budgetary allocation for employee learning and development program. At least sufficient amount shall be set aside for this purpose. II. OBJECTIVES. General This Employee Learning and Development Program shall build public servants not only competent and efficient but also with professional culture.. Specific a. Determine an employee learning and development program appropriate to the needs of the personnel of this agency. 90 H R S Y S T E M S

291 b. Establish an employee learning and development program for all agency personnel at all levels to create a work environment conducive to the development of personnel for a better public service. c. Conduct a periodical assessment or evaluation on the feedback to further enhance the program. III. SCOPE This Employee Learning and Development Program applies to all levels of officials and employees in the organization regardless of the nature and status of their employment. IV. DEFINITION OF TERMS. Coaching Deals essentially with a deliberated effort at developing subordinates; improve one s job skills, as well as technical knowledge through close teaching and supervision of training for eventual promotion.. Counseling Is a process by which a supervisor helps an employee with job-related concerns which the employee cannot cope alone and which affects job performance. It is a set of techniques, skills and attitudes in helping an employee manage his/her problems using his/her own resources. V. EMPLOYEE LEARNING AND DEVELOPMENT PROGRAMS. Induction Program The agency shall conduct a one-day induction program for new entrants. This will be beneficial as the new employees of the government develop their pride, belonging and commitment to public service.. CSC Alay sa Bayan (ALAB) Induction Program Attendance in this program shall be required to new entrants in the government service belonging to the first and second level positions.. In-house Orientation Program for New Entrants The agency shall set a three-day orientation program for its new employees. In the three-day orientation, there shall be courses and activities designed to inform the new entrants about the agency s programs, thrusts and operations as well as their duties, responsibilities and benefits.. Values Development Program for New Entrants New entrants shall attend courses designed at enhancing and harnessing their public service values to make them effective government workers. 9 H R S Y S T E M S

292 . Re-orientation Programs Courses to introduce new duties and responsibilities, new policies and programs shall be designed to employees who have in the service for quite some time. 6. Basic Skills Trainings Personnel in the first level of the career service shall go through trainings aimed at maintaining a high level of competence on basic workplace skills. 7. Professional/Technical/Scientific Programs Personnel in the second level of the career service shall undergo substantive and specific professional/technical/scientific programs for the enhancement of their skills and knowledge. 8. Middle Management Development Programs In preparation for greater responsibilities, there shall be resource interventions and training courses designed to provide division chiefs and other officials of comparable rank with management and administrative skills. VI. OTHER HRD INTERVENTIONS. On-the-Job Training Employees shall be given an informal training that will expose them to the job of a particular position. This shall be a hands-on approach to actual work methods, problems and solutions. Through this, employees will have the opportunity to develop proficiency in the actual work situation. This is also helpful for career succession purpose.. Job Rotation Program This shall be established in this agency as a means of developing and enhancing the potentials of people in the organization. This will expose them to the other work functions of the agency. Thus, allows the employees to expand their learning horizon in preparation for a career path.. Management-Training Program Employees determined as outstanding performers in the entry-level position shall be assigned to different offices in the agency for exposure and further development.. Coaching Program A supervisor shall help employees improve their performance by providing technical suggestions or advices related to the job being done. This shall not only build employees skills but also develop teamwork between the employees and their supervisor. 9 H R S Y S T E M S

293 . Counseling Program A supervisor shall help employees cope with job-related problems. This shall be a corrective approach in helping employees overcome their problems especially those which affect their job performance. Counselling facilitates voluntary change on the part of the employee to maintain high level of efficiency at work. This Employee Welfare Program applies to all levels of officials and employees in the organization regardless of the nature and status of their employment. VII. ROLES AND RESPONSIBILITIES. A committee for Information System shall be established and maintained to facilitate the implementation of this Employee Learning and Development Program.. A Resource Unit shall be set within the agency to act as a mechanism encouraging learning and development awareness among employees.. The Head of Office and immediate supervisors shall be responsible for the monitoring of the Employee Learning and Development Program. VIII. SOURCE OF FUNDING The office shall submit, for approval, a yearly budget for Employee Learning and Development Program. The office shall ensure the budget is appropriately allocated. IX. TRANSITORY POLICIES All existing policies addressing Employee Learning and Development Program which are inconsistent with these policies are superseded. X. EFFECTIVITY The Employee Learning and Development Program shall take effect immediately. Any subsequent changes or amendments shall be subject to the approval of the Civil Service Commission and shall take effect six (6) months from date of approval. XI. COMMITMENT I hereby commit to implement and abide by the provisions of this Employee Learning and Development Program. (SGD) ATTY. JOEL RAY L. LOPEZ Municipal Mayor October 7, 0 9 H R S Y S T E M S

294 Employee Health and Wellness Program 9 H R S Y S T E M S

295 Republic of the Philippines Province of Dave del Sur MUNICIPALITY OF SANTA CRUZ EMPLOYEE HEALTH, WELLNESS AND SAFETY PROGRAM I. BASIC POLICIES. As the workforce is the most valuable asset, the organization shall ensure the health, wellness and safely not only of its officials but also of all its employees to achieve organizational productivity and success.. As exercise is the key to maintaining employees health, the agency shall provide necessary funds for the procurement and maintenance of physical fitness and sports equipment and facilities.. As good nutrition is essential, the agency shall promote healthy lifestyle of each employee.. As smoking is linked to many health conditions and diseases, the agency shall adopt a no-smoking policy on its premises subject to areas designated for smoking.. As psycho-social and spiritual growth of its workforce lead to its development, the agency shall conduct activities aimed at addressing the psycho-social and spiritual development of its workforce. 6. As management of personal finances matters, the agency shall implement programs to assist its personnel to manage one s wealth. 7. As the preparation, establishment and implementation of a Disaster Preparedness and Security Plan ensure occupational safety and health, the agency shall provide full support on generally accepted principles and standards on occupational safety and health as its own. 8. As the agency recognizes the indispensable roles of private and government entities, it shall undertake partnerships with these agencies in the implementation of this Employee Health and Wellness Program. II. OBJECTIVES. General This Employee Health, Wellness and Safety Program shall address the physical, mental, emotional, psycho-social and spiritual needs of this agency s officials and employees to achieve overall organizational productivity and success. 9 H R S Y S T E M S

296 . Specific a. Implement an Employee Health, Wellness and Safety Program suitable for the agency s officials and employees. b. Continue monitoring and evaluating the said implemented program for future enhancement. c. Report regularly the outcome of the program in relation to reduced tardiness and absenteeism due to sickness among others. III. SCOPE This Employee Health, Wellness and Safety Program applies to all levels of officials and employees in the organization regardless of the nature and status of their employment. IV. DEFINITION OF TERMS. Health Is a state of complete physical, mental and social well-being and not merely the absence of disease or infirmity (World Health Organization). Wellness Is a multidimensional state of being describing the existence of positive health in an individual as exemplified by quality of life and a sense of well-being (Charles B. Corbin, Arizona State University). Occupational Health and Safety Is the promotion and maintenance of the highest degree of physical, mental and social well-being of workers in all occupations; the prevention amongst workers of departures from health caused by their working conditions; the protection of workers in their employment from risks resulting from factors adverse to health; the placing and maintenance of the worker in an occupational environment adapted to his physiological and psychological capabilities; and, to summarize, the adaptation of work to man and of each man to his job. (Joint International Labor Organization/World Health Organization Committee on Occupational Health) V. HEALTH AND WELLNESS PROGRAMS. Physical-Medical Health Programs a. Physical and Medical Examination The agency s personnel shall be given at least once a year a medical laboratory test to be conducted by the Municipal Health competent personnel such as but not 96 H R S Y S T E M S

297 limited to Complete Blood Count, Fasting Blood Sugar, Platelet Count, Chest X-Ray, Drug Test, Urinalysis and other medical laboratory tests that the employee may request provided that the requested lab test is available in the Municipal Health Office. b. Medical Database A database containing medical records of individual employees taken from results of laboratory tests and other diagnostic procedures undertaken as pre-employment requirement or as directed by the employees attending physician shall be established by the agency s clinic. New entrants are required to submit the results of the following laboratory tests: Complete Blood Count Fasting Blood Sugar Platelet Count Chest X-ray Drug Test Urinalysis c. Physical Fitness, Sports and Recreation The following activities may be conducted for an allotted time which shall not exceed two () hours per week. Sports clinic to include various games like basketball, volleyball, badminton, tennis, table tennis, and other sports activities. Conduct aerobics sessions to include brisk walking, jogging, gymnastics, Pilate s sessions, Yoga and other similar activities. The organization of an Office Olympics as well as Inter-agency Tournaments is allowed provided that they would not paralyze the delivery of the agency s services. The procurement of new physical and sports equipment and replacement of unserviceable ones may be necessary. Thus, the agency shall appropriate funds for this purpose and shall allow the expenditure in accordance with pertinent guidelines. d. Nutrition and Food Sanitation Programs The ways the officials and employees live inside and outside of their workplace directly affect productivity and success of the agency. To encourage the workforce to become healthier individuals, the agency shall adopt and promote a Healthy Food and Lifestyle Program for its officials and employees. Toward this end, the agency may tap services of nutritionist, dieticians and/or medical personnel to perform among others, the following functions: Conduct assessment of each employee health habits and suggest required weekly diet and exercise based on existing medical condition; and 97 H R S Y S T E M S

298 Assess the food or menu plan of the canteen and suggest improvements whenever necessary especially with regards to the preparation of healthy foods. e. Dental and Optical Services The agency shall formulate a scheme to ensure each employee is given the opportunity to be diagnosed and/or be treated by a dentist and by an ophthalmologist. It shall then coordinate with a dentist and with an ophthalmologist to provide the personnel with proper dental and eye care services. These services may however be subject to the existing fund policies of the agency. f. Other Health Conditions The agency, through coordination with government agencies and non-government organizations concerned with the promotion and development of health and wellbeing, shall enact measures to effectively provide its personnel with relevant and timely information on the diagnosis, treatment and prevention of medical, mental, psychological and emotional health conditions that the personnel may be exposed to. Policies issued by the Department of Health on the following medical conditions in the workplace shall be adopted and implemented as part of this Program: Human Immunodeficiency Virus-Acquired Immune Deficiency Syndrome (HIV-AIDS) Hypertension and High Blood Pressure Tuberculosis Diabetes Smoking-related Illnesses Other Common Medical Conditions. Financial Wellness Programs The agency shall schedule, on a regular basis, the conduct of trainings, seminars and other related activities aimed at addressing financial management to assist both existing personnel and retirees to properly manage their finances.. Psycho-Social Development Programs To provide everyone a time to gather and socialize with one another and to ensure increased and renewed rapport, camaraderie and better understanding among themselves, the following activities may be conducted: Employees Family Day Teambuilding Activities Executive Bonding 98 H R S Y S T E M S

299 . Spiritual Health Promotion Activities which shall address the spiritual dimension shall be incorporated in Teambuilding and other Staff Development Activities of the agency. The agency respects the right of its employees to the free exercise of religion provided that such activities related to one s religious convictions shall not jeopardize the delivery of public service. VI. OCCUPATIONAL SAFETY AND HEALTH PROGRAMS The agency shall institute and maintain a workable Occupational and Health Program taking into consideration both international and local standards. Toward this end, an Occupational Safety and Health (OSH) Committee shall be created. The Committee shall be responsible for the planning, development and implementation of accident and illness prevention programs; conduct of safety and health meetings; review of reports of inspections, accident investigations and implementation of programs; and the provision of occupational safety and health training for the employees. The Committee shall have officers required to attend advanced and specialized training courses and capability building programs on Occupational Safety and Health to harness their capabilities in discharging their functions. The following Occupational Safety and Health programs and activities shall be implemented in the agency:. S Housekeeping Program This program shall address not only the cleanliness but also the management of occupational hazards. To ensure its effective implementation, regular unannounced or unscheduled sanitary inspections of offices and premises including canteen, walkway, gymnasium, multipurpose hall, and other areas in the premises shall be conducted. A report of inspection shall be submitted at least once per semester. As the need arises, fumigation and disinfection may be conducted in the office premises to contain the possible spread or virus and contagious diseases.. Electrical and Fire Safety Programs Electrical and fire safety measures as well as techniques on the prevention and management of electrical and fire hazards shall be disseminated to all personnel. Educational materials shall be provided and seminars on this matter shall be conducted. Electricians shall be regularly updated on electrical safety information considering the fact that most mismanaged electrical systems cause the more common incidents of fire. Firefighting equipment such as standpipe and hose, automatic sprinkler system, fire hydrant and portable fire extinguishers of the approved type shall be installed within the office buildings and premises. 99 H R S Y S T E M S

300 . Disaster Response and Preparedness To proactively address the hazards of natural calamities, the agency shall adopt measures for the preparedness and response to disasters. A Disaster Preparedness and Response Plan defining activities that would be undertaken in case of natural calamities shall be prepared. A regular conduct of disaster response simulations shall be included in the Plan. It shall likewise address the particular needs of women from a gender perspective to ensure their full protection. VII. SUCCESS FACTORS The following are the key success factors that will ensure the accomplishment of this Employee Health, Wellness and Safety Program:. Support and participation from the management;. Worker involvement in planning;. Programs that meet staff members needs;. A realistic budget; and. Continuous review. VIII. ROLES AND RESPONSIBILITIES In the implementation of the Employee Health, Wellness and Safety Program, the agency shall act as the over-all authority to ensure objectives are attained and programs are successfully implemented in all offices of the organization. The agency shall also collaborate, coordinate and/or consult with concerned offices, committees and persons. It may also assign offices, committees and persons to perform roles in the implementation of the Employee Health, Wellness and Safety Program. IX. SOURCE OF FUNDING The office shall submit, for approval, a yearly budget for Employee Health, Wellness and Safety Program. The office shall ensure the budget is appropriately allocated. X. TRANSITORY POLICIES All existing policies addressing Employee Health, Wellness and Safety Program which are inconsistent with these policies are superseded. XI. EFFECTIVITY The Employee Health, Wellness and Safety Program shall take effect immediately after the approval by the Civil Service Commission Regional Office XI. 00 H R S Y S T E M S

301 XII. COMMITMENT I hereby commit to implement and abide by the provisions of this Employee Health, Wellness and Safety Program. (SGD) ATTY. JOEL RAY L. LOPEZ Municipal Mayor October 7, 0 0 H R S Y S T E M S

302 Committee on Decorum and Investigation (CODI) Internal Administrative Disciplinary Rules on Sexual Harassment 0 H R S Y S T E M S

303 Republic of the Philippines Province of Davao del SUR MUNICIPALITY OF SANTA CRUZ -o0o- OFFICE OF THE MAYOR EXECUTIVE ORDER NO. 06 Series of 00 AN ORDER ESTABLISHING AN INTERNAL ADMINISTRATIVE DISCIPLINARY RULES ON SEXUAL HARASSMENT OF SANTA CRUZ, DAVAO DEL SUR AND DESIGNATION OF MEMBERS HEREOF. WHEREAS, Section, Article II of the Philippine Constitution provides that the State values the dignity of every human person and guarantees full respect for human rights; WHEREAS, the Philippine Congress enacted on February, 99 Republic Act No. 7877, otherwise known as the :Anti-Sexual Harassment Act of 99, which took effect on March, 99 and declares unlawful sexual harassment against women and men in the employment, education and training environment; WHEREAS, Section (a) of Republic Act No mandates every employer or head of agency in the public and private sectors to promulgate rules and regulations prescribing the procedure for the investigation of sexual harassment cases and the administrative sanctions therefore; WHEREAS, there is a need to devise uniform rules and regulations particularly in the definition of the administrative offense of sexual harassment and the sanctions therefore, and the procedures for the administrative investigation, prosecution and adjunction of sexual harassment cases; WHEREAS, sexual harassment violates the dignity of workers and their right to a humane, just and safe work environment, defeats and impairs morale and efficiency in the workplace, and violates the merit and fitness principle in the civil service; NOW, THEREFORE, I, JEROME A. UNDALOK, Municipal Mayor of Santa Cruz, Davao del Sur, by virtue of the powers vested in me by law, do hereby established the Internal Administrative Disciplinary Rules on Sexual Harassment of Santa Cruz; DECLERATION OF PRINCIPLE The Local Government of Santa Cruz, Davao del Sur believes that the working environment should be at all times supportive of the dignity as well as self-esteem of individuals. Achieving this desired environment greatly depends upon mutual respect, cooperation and understanding among officials and employees. Attitudes and behaviors that undermine these goals are 0 H R S Y S T E M S

304 detrimental to all and should not be tolerates. High on the list of unacceptable behavior is sexual harassment. Inherent in its responsibility, the Local Government of Santa Cruz, Davao del Sur, is committed to promote a culture of gender responsiveness in the workplace ensuring equality and equity. Likewise, it commits to maintain learning and working environment that is free of sexual harassment and all forms of sexual intimidation and exploitation. Along this context, it is hereby promulgated that these rules and regulations form as an internal policy of this that will govern the procedures for the investigation of sexual harassment cases and administrative sanctions thereof. RULE I. TITLE Section. These Rules shall be known as the Internal Administrative Disciplinary Rules Governing Sexual Harassment Cases. Section. These Rules shall apply to all appointive officials and employees in this Local Government Unit, regardless of status. It shall also include teachers under the Local School Board. In the case of elective local officials, it must conform with the provisions of the Local Government Code of 99 (RA 760). RULE II. COVERAGE Section. As used in this policy, the following shall mean and be understood as defined below: a. Committee refers, to the Committee on Decorum and Investigation of the Office b. LGU refers to the Local Government Unit of Sta. Cruz, Davao del Sur. c. Complaint refers to the person who filed an action or complaint for sexual harassment. d. Respondent refers to the person who is formally charged by the disciplining authority. e. Person complained of refers to the person who is the subject of a complaint before another agency or any tribunal against the same party involving the same acts or causes of action and relief. Section. For the purpose of these Rules, the administrative offense of sexual harassment is an act, or a series of acts, involving any unwelcome sexual advances, request or demands for a sexual favour, or other verbal or physical behaviour of a sexual nature, committed by a government employee or official in a work-related, training or education related environment of the person complained of. 0 H R S Y S T E M S

305 a. Work-related sexual harassment is committed under the following circumstances;. Submission to or rejection of the act or series of acts, is used as a basis for any employment decision including, but not limited to, matters related to hiring, promotion, raise in salary, job security, benefits and any other personnel action affecting the applicant/employee; or. The act or series of acts have the purpose or effect of interfering with the complainant s work performance, or creating an intimidating, hostile or offensive work environment; or. The act or series of acts might reasonably be expected to cause discrimination, insecurity, discomfort, offense or humiliation to a complainant who may be a co-employee, applicant, customer or ward of the person complained of. b. Education of training-related sexual harassment is committed against one who is under the actual or constructive care, custody or supervision of the offender, or against one whose education, training, apprenticeship, internship or tutorship is directly or contractively entrusted to, or is provided by, the offender, when:. Submission to or rejection of the act or series of acts, is used as a basis for any decision affecting the complainant including, but not limited to, the giving of a grade, the granting of ho9nors or a scholarship, the payment of a stipend or allowance, or the giving of any benefit, privilege or consideration;. The act or series of acts have the purpose or effect of interfering with the performance, or creating an intimidating, hostile or offensive academic environment of the complainant; or. The act or series of acts might reasonably be expected to cause discrimination, insecurity, discomfort, offense or humiliation to a complainant who may be a trainee, apprentice, intern tutee or ward of the person complained of. Section. Sexual harassment may take place;. In the premises of the workplace or office or the school or training institution; 0 H R S Y S T E M S

306 . In any place where the parties were found as a result of work education or training responsibilities or relations;. At work of education or training-related social functions;. While on official business outside of the office or school or training institution or during work or school or training-related level;. At official conferences, for a, symposia or training sessions; or 6. Be telephone, cellular, fax machine or electronic mail. RULE IV. FORMS OF SEXUAL HARASSMENT Section 6. The following are illustrative forms of sexual harassment: a. Physical. Malicious touching. Overt sexual advances. Gestures with lewd insinuation b. Verbal, such as, but not limited to, request or demands for sexual favors and lurid remarks; c. Non-verbal such as, but not limited to, the use of objects, pictures or graphics, letters or written notes with sexual underpinnings; d. Other forms analogous to the foregoing. RULE V. PERSONS LIABLE FOR SEXUAL HARASSMENT Section 7. Any government official or employee, regardless of sex, is liable for sexual harassment when he/she: a. Directly participates in the execution of any act of sexual harassment as defined by these Rules; b. Induces or directs another or others to commit sexual harassment as defined by these Rules; c. Cooperates in the commission of sexual harassment by another through an act without which the sexual harassment would not have been accomplished; d. Cooperates in the commission of sexual harassment by another through previous or simultaneous acts. 06 H R S Y S T E M S

307 RULE VI. COMMITTEE ON DECORUM AND INVESTIGATION OF SEXUAL HARASSMENT CASES Section 8. A committee on Decorum and investigation shall be created with membership stipulated in Section 9. The Committee shall perform the following functions: a. Receive complaints of sexual harassment; b. Investigate sexual harassment complaints in accordance with the prescribed procedure; c. Submit a report of its findings with the corresponding recommendation to the disciplining authority for decision; d. Lead in the conduct of discussions about sexual harassment within the agency or institution to increase understanding and prevent incidents of sexual harassment; When a member of the Committee is the complainant or the person complained of in a sexual harassment case, he/she shall be disqualified from being a member of the committee. In a situation contemplated above, the vacancy shall be filled up immediately. The member who will substitutes shall be determined by the concerned level. Section 9. Composition. The Committee on Decorum and Investigation of Sexual Harassment Cases shall be composed of the following: Chairman - ADELAIDA S. BADILLA MSWDO Members - MARCELINO A. BAUYA Administrative Officer IV EMERENCIANO C. ALQUIZOLA RCO II President Employees Union Section 0. Term of Office. The term of office of its members should not be more than two years. It shall be the duty of the members to formulate other matters pertaining to the functions of the Committee not otherwise provided in these Rules. 07 H R S Y S T E M S

308 RULE VII. PRE-FILING STANDARD OPERATING PROCEDURES IN ATTENDING TO VICTIMS OF SEXUAL HARASSMENT Section. The Pre-filing Stage. The LGU hereby commits to provide assistance to an alleged victim of sexual harassment which may include but not limited to counselling, referral to an agency offering professional help and advice on potions available before the filing of the complaint. RULE VIII. STANDARD PROCEDURAL REQUIREMENTS Section. The procedural rules provided hereunder are the standard requirements in handling a sexual harassment case. Section. Complaint. a. The complaint may be filed at anytime with the disciplining authority of the LGU, or the Committee. Upon receipt of the complaint by the disciplining authority of the office or agency, the same shall be transmitted to the Committee. b. The complaint must be in writing, signed and sworn to by the complainant. It shall contain the following;. The full name and address of the complainant;. The full name, address, and position of the person complained of;. A brief statement of the relevant facts;. Certified true copies of documentary evidence and affidavits of his witnesses, if any;. A certification or statement of non-forum shopping. In the absence of any of the aforementioned requirements, the complaint shall be dismissed without prejudice to its refilling. Where the complainant in not under oath, the complainant shall be summoned by the Committee to swear to the truth of the allegations in the complaint. c. Complaints sent by telegram, radiogram, electronic mail or similar means of communication shall be considered non-filed unless the complainant shall comply with the requirements provided in Section (b) within ten (0) days from receipt of the notice for compliance. 08 H R S Y S T E M S

309 d. Withdrawal of the complaint at any stage of the proceedings shall not preclude the Committee from proceedings with the investigation where there is obvious truth or merit to the allegations in the complaint or where there is documentary or direct evidence that can prove the guilt of the person complained of. Section. Action on the Complaint. Upon receipt of a complaint that is sufficient in form and substance, the Committee shall require the person complained of to submit a Counter- Affidavit/Comment under oath within three () days from receipt of the notice, furnishing a copy thereof to the complainant, otherwise the Counter-Affidavit/Comment shall be considered as not filed. Section. Preliminary Investigation. The Committee shall conduct a preliminary investigation. The investigation involves the ex parte examination of documents submitted by the complainant and the person complained of, as well as documents readily available from other government offices. During the preliminary investigation, the parties may submit affidavits and counteraffidavits. Upon receipt of the counter-affidavit or comment under oath, the Committee may now recommend whether a prima facie case exist to warrant the issuance of a formal charge. During preliminary investigation, proceedings before the Committee shall be held under strict confidentiality. Any person violating the rule on confidentiality under this Section shall be held administratively liable for violation of reasonable office rules and regulations under CSC Resolution No Section 6. Duration of Investigation. A preliminary investigation shall commence not later than five () days from receipt of the complaint by the Committee on Decorum and Investigation and shall be terminated within fifteen () working days thereafter. Section 7. Investigation Report. Within five () working days from the termination of the preliminary investigation, the Committee shall submit the Investigation Report and the complete records of the case to the disciplining authority. Section 9. Formal Charge. After finding a prima facie case, the disciplining authority shall formally charge the person complained of. The formal charge shall contain a specification of the charge(s); a brief statement of material or relevant facts accompanied by certified copies of the documentary evidence, if any; sworn statements covering the testimony of witnesses; a directive to answer the charge(s) in writing under oath in not less than seventy-two (7) hours 09 H R S Y S T E M S

310 from the receipt thereof; an advice for the respondent to indicate in his/her answer whether or not he/she elects a formal investigation of the charge(s); and a notice that he/she is entitled to be assisted by a counsel of his/her choice. If the respondent has submitted his/her comment and counter-affidavits during the preliminary investigation, he/she shall be given the opportunity to submit additional evidence. The Committee shall not entertain request for clarification, bills of particulars or motions to dismiss which are obviously designed to delay the administrative proceeding. If any of these pleadings is filed by the respondent, the same shall be considered as part of his/her answer which he/she may file within the remaining period for filing the answer. Section 0. Answer. The answer, which must be in writing and under oath, shall be specific and shall contain material facts and applicable laws, including documentary evidence, sworn statements covering testimonies of witnesses, if any, in support of respondent s case. It shall also include a statement indicating whether he/she elects formal investigation. Section. Failure to File an Answer. If the respondent fails or refuses to file/his/her answer to the formal charge within seventy-two (7) hours from receipt thereof without justifiable cause, he/she shall be considered to have waived his right to file an answer and formal investigation may commence. Section. Preventive Suspension. Upon petition of the complainant or motu propio upon the recommendation of the Committee, at any time after the service of the Formal Charge to the respondent, the proper disciplining authority may order the preventive suspension of the respondent during the formal investigation, if there are reasons to believe that he/she is probably guilty of the charges which would warrant his/her removal from the service. An order of preventive suspension may be issued to temporary remove the respondent from the scene of his/her exerting undue influence or pressure on the witness against him/her or tampering of documentary evidence on file with this office. Section. Duration of Preventive Suspension. When the administrative case against the respondent under preventive suspension is not finally decided by the disciplining authority within the period of ninety (90) days after the date of his/her preventive suspension, unless otherwise provided that when the delay in the disposition of the case is due to the fault, negligence or petition of the respondent, the period of delay should not be included in the counting of the ninety (90) days period of preventive suspension. Provided further that should the respondent be on paternity/maternity leave, said preventive suspension shall be deferred or interrupted until such time that said leave has been fully enjoyed. 0 H R S Y S T E M S

311 Section. Remedies from the Order of Preventive Suspension. The respondent may file a motion for reconsideration with the disciplining authority or may elevate the same to the Civil Service Commission by way of an appeal within fifteen () days from receipt thereof. Section. Conduct of Formal Investigation. Although the respondent does not request for a formal investigation, one shall nevertheless be conducted by the Committee on Decorum and Investigation if it deems such investigation is necessary to decide the case judiciously. The investigation shall be held not earlier than five () days not later than ten (0) days from receipt of the respondent s answer. Said investigation shall be finished within thirty (0) days from the issuance of the formal charge or the receipt of the answer unless the period is extended by the disciplining authority in meritorious cases. Section 6. Pre-Hearing Conference. At the commencement of the formal investigation, the Committee may conduct a pre-hearing conference for the parties to appear, consider and agree on any of the following: a. Stipulation of facts; b. Simplification of issues; c. Identification and marking of evidence of the parties; d. Waiver of objections to admissibility of evidence; e. Limiting the number of witness, and their names; f. Dates of subsequent hearings; g. Such other matters as may aid in the prompt and just resolution of the case. The parties may submit position papers/memoranda and submit the case for resolution based on the result of the pre-hearing conference without any need for further hearing. Section 7. Continuous Hearing Until Terminated; Postponement. Hearings shall be conducted on the hearing dates set by the Committee or as agreed upon during the prehearing conference. Where no pre-hearing conference is conducted, the parties, their counsel and witnesses, if any, shall be given a notice of at least five () days before the first schedule hearing specifying the time, date and place of the said hearing and subsequent hearings. Thereafter, the schedule of hearings previously set shall be strictly followed without further notice. A party shall be granted only three () postponements upon oral or written requests. A further postponement may be granted only upon written request and subject to the discretion of the Committee. If the respondent appears without the aid of a counsel, he/she shall be deemed to have waived his/her right to counsel. H R S Y S T E M S

312 Section 8. Preliminary Matters. At the start of the hearing, the Committee shall note the appearances of the parties and shall proceed with the reception of evidence for the complainant. If the respondent appears without the aid of a counsel, he/she shall be deemed to have waived his/her right to counsel. Before taking the testimony of a witness, the Committee shall place him/her under oath and then take his/her name, address, civil status, age and place of employment. Section 9. Appearance of Parties. Any person representing any of the parties before any hearing or investigation shall manifest orally or in writing his/her appearance for either the respondent or complainant, stating his/her full name and exact address where he/she can be served with notices and other documents. Any pleading or appearance made without complying with the above stated requirements shall not be recognized. Section 0. Order of Hearing. Unless the Committee directs otherwise, the order of the hearing shall be as follows: a. The complainant shall present evidence in support of the charges; b. The respondent shall then offer evidence in support of his/her defense; c. The complainant may then offer rebuttal evidence, and the respondent surrebuttal evidence. Every witness may be examined in the following order: a. Direct examination by the proponent; b. Cross-examination by the opponent; c. Re-direct examination by the proponent; d. Re-cross examination by the opponent. A sworn statement of a witness properly identified and affirmed by the witness before the Committee shall constitute his/her direct testimony. When the presentation of evidence has been conducted, the parties shall formally offer their evidence either orally or in writing. Thereafter, both parties may be given time to submit their respective memorandum which in no case shall be beyond five () days after the termination of the investigation. Failure to submit the memorandum within the given period shall be considered a waiver thereof. Section. Objections. All objections raised during the hearing shall be resolved by the Committee. However, objections that cannot be ruled upon by the Committee shall be noted H R S Y S T E M S

313 with the information that the same be included in the memorandum of the concerned party to be ruled upon by the proper disciplining authority. The committee shall accept all evidence deemed material and relevant to the case. In case of doubt, the Committee on Decorum and investigation shall allow the admission of evidence subject to the objection interposed against its admission. Section. Markings. All documentary evidence or exhibits shall be properly marked by letter (A,B,C, etc.) if presented by the complainant and numbers (,,, etc.) if presented by the respondent. These shall form part of the complete records of the case. Section. Request for Subpoena. If a party desires the attendance of a witness or the production of documents or things, he/she shall make a request for the issuance of the necessary subpoena, at least three () days before the scheduled hearing. Section. Issuance of Subpoena. The Committee may issue subpoena ad testificandum to compel the attendance of witnesses and subpoena duces tecum for the production of document or object. Section. Records of Proceedings. The proceedings of the formal investigation must be recorded either through shorthand or stenotype or by any other method. Section 6. Effect of the Pendency of an Administrative Case. The pendency of any administrative case shall not disqualify the respondent for promotion or from calming maternity/paternity benefits. For this purpose, an administrative case shall be construed as pending when the disciplining authority has issued a formal charge. Section 7. Formal Investigation Report. When fifteen () days after the conclusion of the formal investigation, a report containing a narration of the material facts established during the investigation, the finding and the evidence supporting said findings, as well as the recommendations, shall be submitted by the Committee to the disciplining authority. The complete records of the case shall be attached to the Report of Investigation. The complete record shall be systematically and chronologically arranged, paged and securely bound to prevent loss. A table of content shall be prepared. Whoever is in charge of the transmittal of the complete records shall be held responsible for any loss or suspension of pages thereof. Section 8. When case is decided. The disciplining authority shall render his decision on the case within thirty (0) days from receipt of the Report of Investigation. Section 9. Finality of Decision. A decision rendered by the disciplining authority where the penalty of suspension for not more than thirty (0) days of fine in an amount not exceeding H R S Y S T E M S

314 thirty (0) days salary is imposed, shall be final and executor. However, if the penalty imposed is suspension exceeding thirty (0) days or a fine exceeding thirty (0) days salary, the same shall be final and executor after the lapse of the reglementary period for filing a motion for reconsideration or an appeal and no such pleading has been filed. RULE IX. REMEDIES AFTER A DECISION Section 0. Filing of Motion for Reconsideration. The party adversely affected by the decision may file a motion for reconsideration with the disciplinary authority who shall render the decision within () days from receipt thereof. Section. When Deemed Filed. A motion for reconsideration shall be deemed filed on the date stamped on the official copy by the proper receiving authority, and in case it was sent by mail, on the date shown by the postmark on the envelope which shall be attached to the records of the case. Section. Grounds for Motion for Reconsideration. The motion for reconsideration shall be based on any of the following: a. New evidence has been discovered which materially affects the decision rendered; or b. The decision is not supported by the evidence on record; or c. Errors of law or irregularities have been committed prejudicial for the interest of the movant. Section. Limitation. Only one motion for reconsideration shall be entertained. Section. Effect of Filing. The filing of a motion for reconsideration within the reglementary period of fifteen () days shall stay the execution of the decision sought to be reconsidered. Section. Appeals. In case the party adversely affected is not satisfied with the decision of the Disciplining Authority, he/she may file his/her appeal to the Civil Service Commission Proper pursuant to CSC Resolution Number Pending appeal, the same be executory. RULE X. CLASSIFICATION OF ACTS OF SEXUAL HARASSMENT Section 6. Classification of Offenses. Sexual harassment is classified as grave, less grave and light offenses. H R S Y S T E M S

315 A. Grave Offense shall include but are not limited to:. Unwanted touching of private parts of the body (genitalia, buttocks and breast);. Sexual assault;. Malicious touching/pinching;. Requesting for sexual favour in exchange for employment, promotion, local or foreign travels, favourable working conditions or assignments, a passing grade, the granting of honors or scholarship, or the grant of benefits or payment of a stipend or allowance; and. Other analogous cases. B. Less Grave Offenses shall include but are not limited to:. Unwanted touching or brushing against a victim s body.. Pinching not failing under grave offences;. Derogatory or degrading remarks or innuendoes toward the members of one sex or one s sexual orientation or used to described a person.. Verbal abuse or threat with sexual overtones; and. Other analogous cases. C. The following shall be considered Light Offenses;. Surreptitiously looking or stealing a look at a person s private parts or worn undergarments;. Telling sexest/smutty jokes or sending theses through text, electronic mail or other similar means, causing embarrassment of offense and carried out after the offender has been advised that they are offensive or embarrassing or, even without such advice, when they are their nature clearly embarrassing, offensive or vulgar;. Malicious leering or ogling;. The display of sexually offensive pictures, materials or graffiti;. Unwelcome inquiries or comments about a person s sex life; 6. Unwelcome sexual flirtation, advances, propositions; 7. Making offensive hand and body gestures at an employee; 8. Persistent unwanted attention with sexual overtone; 9. Unwelcome phone calls with sexual overtones causing discomfort, embarrassment, offense or insult to the receiver; and 0. Other analogous case. H R S Y S T E M S

316 RULE XI. ADMINISTRATIVE LIABILITIES Section 7. Imposition of Proper Penalty. Any person who is found guilty of sexual harassment shall, after the investigation, be meted with penalty corresponding to the gravity and seriousness of the offense.. Section 8. The Penalties for light, less grave offenses are as follows: A. For Light Offense: st Offense - Reprimand nd Offense - Fine or Suspension not exceeding thirty (0) days rd Offense - Dismissal B. For Less Grave Offense st Offense - Fine or Suspension not less than thirty (0) days and not exceeding six (6) months nd Offense - Dismissal C. For Grave Offense: st Offense - Dismissal Section 9. Penalty for Multiple Offenses. If the respondent is found guilty of two or more charges or counts, the penalty to be imposed should be that corresponding to the most serious charge or count and the rest shall be considered as aggravating circumstances. RULE XII. CASES DURING THE INTERVENING PERIOD Section 0. Retrosactive Application. The rule shall have a retroactive application insofar as ll complaints alleging acts constituting sexual harassment filed before the Local Government Unit of Santa Cruz, Davao del Sur and shall be administratively prosecuted, resolved and adjudicated based on these rules. RULE XIII. FORUM SHOPPING Section. under the same set of ultimate facts, the filing of a complaint based on an agency s rules and regulations on sexual harassment shall preclude the filing of another administrative complaints under any other law. 6 H R S Y S T E M S

317 RULE XIV. REPEALING CLAUSE Section. Rules and regulations and other issuances or parts thereof inconsistent with the provisions of these are hereby repealed or modified accordingly. RULE XV. EFFECTIVITY CLAUSE Section. These rules shall take effect fifteen () days after its approval by the Civil Service Commission Regional Office and proof of posting in two () conspicuous places in the Local Government Unit of Santa Cruz, Davao del Sur. Done this th day of April, 00 at Santa Cruz, Davao Del Sur, Philippines. (SGD) ATTY. JEROME A. UNDALOK Municipal Mayor APPOVED AS TO THE INTERNAL ADMINISTRATIVE DISCIPLINARY RULES ON SEXUAL HARASSMENT: (SGD) ATTY. ANNABELLE B. ROSELL Director IV 7 H R S Y S T E M S

318 Pre-Retirement Program 8 H R S Y S T E M S

319 Republic of the Philippines Province of Dave del Sur MUNICIPALITY OF SANTA CRUZ PRE-RETIREMENT PROGRAM I. BASIC POLICIES. This agency values the human resource, thus, it shall design, implement and evaluate programs to honor its retiring officials and employees.. The agency shall provide courses intended to familiarize retiring officials and employees on the government retirement plans and benefits as well as available business opportunities or other productive options or pursuits.. This agency shall establish a systematic and planned pre-retirement program as determined appropriate and practicable by the management. II. OBJECTIVES. General This Pre-Retirement Program of the agency shall provide continuing opportunities for advancement to officials and employees who opt to retire from the government service.. Specific a. Develop innovations and options which will sustain the retiring officials and employees physically, mentally, socially and financially after service. b. Determine the appropriate livelihood programs for the agency s officials and employees. c. Understand the importance of counseling as retirement is one area that needs proper and careful attention for it to be progressive, productive and meaningful. d. Develop exit interviews to bring closure to the years of service of officials and employees and help the transition from service to retirement with greater ease and success. 9 H R S Y S T E M S

320 III. SCOPE This Pre-Retirement Program applies to all levels of retiring officials and employees in the organization regardless of the nature and status of their employment. IV. DEFINITION OF TERMS. Retirement Retirement generally implies the terminal cessation, relaxation or changeover of financially remunerative employment. It is a life stage because it is a period of economic inactivity or a change over in one s economic activity, socially/legally prescribed for workers in later life. Retirement is a phenomenon characterized by separation of the worker from paid employment, which has the characteristic of an occupation or a career over a period of time. It is essentially, a period of adjustment (Oniye, 00).. Retirement Counseling Retirement counseling is the process of providing prospective retirees with factual information needed to make a pleasant transition from world of work into the world of less rigorous occupational schedules retirement. The concept includes a review of all insurance policies, management of personal income during retirement, explanation of the retirement process, general information about social security, medicare coverage and acquisition of life skills needed for optional adjustment to retirement roles. Retirement counseling is also interested in sensitizing prospective retirees and retired people about issues bothering on the effect or problems of retirement (Adeloye, 999).. Retirement Planning Retirement planning involves identifying retirees wants and needs, developing a plan to achieve them, acting on the plan and continually reviewing and revising the plan. Early planning means that just a small investment each year given reasonable profit margin could create a portfolio large enough to meet the needs later in life (Solutions Colony ). V. PRE-RETIREMENT PROGRAMS. Livelihood Skills Development Programs a. There shall be a course on Basic Management Skills. This will be helpful to retiring officials and employees as they learn the necessary skills to operate business and creative solutions to actual business problems. b. Retiring officials and employees shall have training on Effective Negotiating and Assertive Skills. Included in the training are alternatives for networking with community and other organizations. 0 H R S Y S T E M S

321 c. A Basic Business Plan shall be provided to retiring officials and employees. Schemes for financial and/or livelihood management shall be given emphasis in this course.. Salamat-Paalam Program The agency shall adopt the Salamat-Paalam Program held to honor all retiring officials and employees, whether under optional or compulsory retirement. In the ceremony, the retiring officials and employees may be given a plaque of appreciation and/or recognition signed by the heads of their concerned offices.. Counseling Program The agency shall come up with a counseling program that meets the needs and expectations of the retiring officials and employees as per their present and anticipated conditions. a. Emotional Counseling This shall instil rationality in retiring officials and employees regarding their perception of retirement. It aims to reduce anxiety, panic and depression. Thus, results to seeing retirement as a natural growth process and so should be accepted as a normal developmental process. b. Reality Counselling This shall provide conditions that will help clients develop their psychological strength to evaluate their present behavior. The overall goal is for individuals to find more effective ways of meeting their needs for belonging, power, freedom, and fun. The workshop shall stress helping clients learn ways to regain control of their lives and to live more effectively after service. c. Steps in Retirement Planning This shall teach the retiring officials and employees the setting of financial goals, investing in appropriate modes, calculating of net worth, monitoring regularly the financial plan and incorporating amendments in the retirement plan. d. Preparing the Senior Life This shall discuss the importance of staying fit and healthy and the beauty of staying active in the community. This shall also discuss joining charities, humanitarian organizations and community work. e. Spiritual Promotion The agency respects the right of its employees to the free exercise of religion. This program shall not promote religion but shall highlight the importance of spiritual well-being of the retiring officials and employees. H R S Y S T E M S

322 . Exit Interview Exit interviews are essential part of the cycle of service for both employees and the organization. These shall enable employees to transition from service into the next stage of their lives. How to Conduct Exit Interviews a. An employee shall be informed that he/she will be subjected for an exit interview. b. The purpose of the interview shall be explained to the employee. c. The interview shall be scheduled two () weeks after the actual departure of the employee to give him/her ample time to generate a more honest and accurate information. d. The interviewer shall be a Division Chief but not the immediate supervisor of the employee to avoid hesitations under certain circumstances. e. Confidentiality of the one-on-one exit interview shall be ensured. Employee s answers shall not be used against him/her and shall not be divulged to their supervisors. Guidelines for the Exit Interview a. Broader measures about the employee s attitude and experiences shall be identified and issues and concerns shall be resolved before the retirement. b. The employee shall be allowed to express his/her feelings. Open-ended questions shall be prepared to give the employee the chance to comment. c. Key attitudinal measures such as the employee's satisfaction with the job itself, an assessment of the organization's work culture and effectiveness of its various lines of communication, how well the employee's job responsibilities were defined, perceived opportunities for advancement and the employee's perspective on the amount of training, feedback and recognition received shall be included in the interview. H R S Y S T E M S

323 d. The exit interview shall be implemented consistently and in such a way as to encourage employees to share their opinions as honestly and candidly as possible.. Other Pre-Retirement Programs a. Information Services The agency shall supply valid and reliable information on various issues related to retirement, like retirement policies, when and how to retire, how to merge services before retirement, how gratuity and pension are computed or and what to do after retirement. b. Vocation Services The agency shall assist retiring officials and employees to explore career alternatives and develop leisure interest in which they can utilize their knowledge and skills. c. Planning, Placement and Follow-up Services The agency shall help the retiring officials and employees plan their lives realistically and effectively. Planning herein connotes taking cognizance of retiring employees abilities, interests, value system, personality disposition, aptitude and so on. The appropriate planning and placement shall however be accompanied with periodic follow-up to ascertain the effectiveness. d. Referral Services The agency shall send special cases to specialists for appropriate treatment; like dentists to ascertain healthiness of aging person s teeth, medical doctors to check blood pressure or psychiatrists to proffer therapeutic insights. VI. ROLES OF THE HRMP The HRMP shall be responsible for:. Assisting officials and employees to plan their retirement and conduct exit interview;. Informing the retiring officials and employees on the best retirement package to avail of;. Conducting orientation/trainings in relation to the retiring officials and employees second career such as livelihood options, etc.. Submitting the names of retirees, to the Ombudsman and CSC for verification of pendency of cases within one () month after the official or employee has submitted his/her written expression of intent to retire (Section 7, Rule III of the Implementing Rules and Regulation of RA 0 as amended). H R S Y S T E M S

324 . Sending the retiring employee a letter not later than one (l) year prior to the effectivity date of his/her retirement, informing him/her to submit his/her expression of intent to retire and notifying him/her to submit the necessary requirements at least one hundred (00) days prior to the effectivity date of his/her retirement; 6. Computing the retiree s total number of accumulated years of government service; 7. Providing the retiring employee with the retirement application form, with the accompanying checklist of all the requirements for retirement purposes; 8. Stamp marking, upon submission of the requirements, the date on the corresponding item in the retirement application form in clear bold marks, countersigned by the proper receiving and validating employee; 9. Processing the application for retirement, computing the appropriate retirement benefits and verifying the authenticity, accuracy and consistency of the data contained in the documents submitted; 0. Endorsing, not later than ninety (90) days prior the actual date of retirement, to GSIS and other concerned agencies the request of the retiring employee together with the complete set of documentary requirements (Section 8, Rule IV of the Implementing Rules and Regulation of RA 0 as amended).. Submitting, as part of its budget proposal to the Municipal Budget Office, a list of officials and employees who shall compulsorily retire in the next succeeding fiscal year for the latter s incorporation in the Annual Budget. VII. TRANSITORY POLICIES All existing policies addressing Pre-Retirement Program which are inconsistent with these policies are superseded. VIII. EFFECTIVITY The Pre-Retirement Program shall take effect immediately after the approval by the Civil Service Commission Regional Office XI. IX. COMMITMENT I hereby commit to implement and abide by the provisions of this Pre-Retirement Program. (SGD) ATTY. JOEL RAY L. LOPEZ Municipal Mayor October 7, 0 H R S Y S T E M S

325 F oremost, I would like to express my heartfelt thanks and gratitude to Director Richard T. Ortiz, Civil Service Field Office, Province of Davao del Sur, for the technical assistance he extended in making this Human Resource (HR) Plan a realization. To the Human Resource Management Staff, especially to Rina Fe. E. Gamao and Omar Jason B. Martel, for helping me in the encoding of the data as well as in the binding and reproduction of the HR Plan. Also, I would like to thank the Municipal Government Department Heads and the supervisors of each office for their immediate response in time when I need data and for the prompt submission of their offices Major Final Output (MFO) and the Performance Standard Guide. Last but not the least, I would like to thank Mayor Joel Ray L. Lopez for his support for without him the HR Plan would not have been possible. ANITA S. LUMANOG Administrative Officer V (HRMO III) Office of the Municipal Mayor Human Resource Management Section A C K N O W L E D G M E N T