SILANG CAVITE MUNICIPAL HALL

Quality Management System Procedure Issue Date: 7/03/2023

Rev. No.: 0
Rev. Date: -
COMPETENCE, AWARENESS AND TRAINING Page 1 of 5
(QP-08)

Rev Prepared
Description of Change
No. by
0 Creation of procedure for Competence, Awareness and Training

OBJECTIVE:

To establish a system in ensuring that qualified and competent employees are available to support
the Company’s operation.

SCOPE:

This procedure covers the determination of competency requirements, assessment of competencies of

personnel, provision of trainings to upgrade employee competency and a mechanism for evaluation of training
effectiveness.

REFERENCE DOCUMENTS:

 Quality Management System Manual

 ISO 9001:2015 Quality Fundamentals and Vocabulary
 ISO 9001:2015 Standard
 Civil Service Commission Qualification Standards

DEFINITION OF TERMS:

Competency – demonstrated ability to apply knowledge and skills

Training – equipping the personnel with the ability to be competent in their responsibilities

Prepared by: Reviewed by: Approved by:

_______________________ ____________________________ ______________________

Document Control Officer Quality Management Representative Mayor
 SILANG CAVITE MUNICIPAL HALL
Quality Management System Procedure Issue Date: 7/03/2023
Rev. No.: 0
Rev. Date: -
COMPETENCE, AWARENESS AND TRAINING Page 2 of 5
(QP-08)

ACTIVITIES RESPONSIBLE DETAILS

 SILANG CAVITE MUNICIPAL HALL
Quality Management System Procedure Issue Date: 7/03/2023
Rev. No.: 0
Rev. Date: -
COMPETENCE, AWARENESS AND TRAINING Page 3 of 5
(QP-08)

Start

The HR Officer shall define the required

skills / competencies of each position. This
Determine competency
HR Officer shall be reflected in the Competency Matrix
requirements for each job
Support Document (SD-HR-01). In hiring
position.
of personnel, the aforementioned document
shall be used as basis as well as company
rules regarding competencies. For promotion,
Performance Appraisal (FO-HR-05) shall
be used.

Aside from the mandatory competency

requirements, knowledge and awareness
related to QMS procedures or company work
instructions shall also be included in the
training programs of the company.

The HR Officer shall determine gaps in the

competencies of an employee and shall also
assess each potential to improve his/her
skills and stature. Inputs from immediate
superiors shall also be considered. These
employees may be considered to be given
trainings and, in such cases, endoresement
from immediate superiors and management
A shall be required using Training Requisition
Form (FO-HR-04).

ACTIVITIES RESPONSIBLE DETAILS

 SILANG CAVITE MUNICIPAL HALL
Quality Management System Procedure Issue Date: 7/03/2023
Rev. No.: 0
Rev. Date: -
COMPETENCE, AWARENESS AND TRAINING Page 4 of 5
(QP-08)

Briefing on the Company Rules, Regulation,

Prepare Annual Training Policies, Performance Requirements and the
Plan (ATP) HR Officer QMS shall be provided for all newly hired
employees using the attendance sheet
and Orientation Checklist (FO-HR-03). This
briefing shall automatically be

included in the ATP (FO-HR-06) and may be

scheduled at any given time should the need
arises.

In the event there are customer required

Execution of Trainings
with endorsement
trainings, the Gen. Manager shall ensure the
HR Officer company is represented by the appropriate
personnel. In deploying a participant, the
most appropriate personnel shall be taken
into consideration to ensure full compliance
to new requirements that may affect QMS
implementation.

All trainings provided for shall be reflected in

the ATP (FO-HR-06) as accomplished items.
Records related to these trainings shall be kept
HR Officer
B and maintained in the HR 201 file.

ACTIVITIES RESPONSIBLE DETAILS/REMARKS

 SILANG CAVITE MUNICIPAL HALL
Quality Management System Procedure Issue Date: 7/03/2023
Rev. No.: 0
Rev. Date: -
COMPETENCE, AWARENESS AND TRAINING Page 5 of 5
(QP-08)

For each training provided, the company shall

evaluate its effectiveness in equipping its
Evaluation of Training
HR Officer personnel to become more competent in
Effectiveness
his/her responsibility.

In order to determine the effectiveness of

training interventions provided to employees,
the HR Officer, with the support of the
End Department concerned, shall conduct a
Performance Evaluation using FO-HR-05
every six (6) months.

RECORDS:

The HR Officer shall keep the following records in the

employee’s 201 file:

1. Application Form (FO-HR-02), Bio-Data, Resume or

Curriculum Vitae (CV)
2. Annual Training Plan (FO-HR-06)
3. Orientation Checklist (FO-HR-03)
4. Copy of Training Certificates
5. Attendance Sheet (Based from ATP) in 201 File
6. Training Requisition Form (FO-HR-04)
7. Performance Evaluation (FO-HR-05)