Provincial Human Resource Management Office

ACCOMPLISHMENT REPORT FOR CY 2018

A. ORGANIZATION AND MANAGEMENT

The Provincial Human Resource Management Office (PHRMO) is primarily

responsible in providing technical assistance and support to the Local Chief Executive in
ensuring the effective implementation of strategic human resource developmental
programs in accordance with the provisions of R.A. No. 7160 or the Local Government
Code of 1991.

Being the focal implementer of all CSC programs and activities in the local
government, PHRMO implements applicable initiatives in effecting a transformational
change in public service through learning and development interventions underlining
excellence, integrity, morale, efficiency, responsiveness, courtesy, productivity and
discipline to all PGA personnel.

Further, in consonance with the vision, mission and goals of the Provincial
Government of Albay, PHRMO guides and assists every PGA department in identifying
human resource professional growth needs through the instituted personnel mechanisms
under the three (3) divisions, the Recruitment, Selection and Training Division,
Performance Appraisal and Merit Division, and Leave Administration and other
Personnel Action Division, including the Administrative and Records Section.

With a total of 5, 597 human resource in the Provincial Government of Albay, the
handful workforce in this office efficiently manages the necessary output requirements
with the assistance of Five (5) casual employees and Ten (10) Job Order.

HR COMPLEMENT F M TOTAL

Permanent 10* 2* 12
Casual 2 3 5
Job Order 5* 5* 10
Contractual 0 0 0
TOTAL 17 10 27
* 1 Male personnel is assigned at PED and 1 Female personnel at JBDMDH
* 2 Males and 1 Female personnel are assigned at CSC Albay Field Office No. 5
B. HIGHLIGHTS OF ACCOMPLISHMENT FOR 2018

PHRMO has initiated various innovations to facilitate the PGA human resource
development.

1. PERSONNEL MOVEMENT

The major functions of this office are recruitment, selection and promotion,
leave administration, personnel training and development, and other human resource
actions/movement.

Aside from the regular functions of the Department, which include the
processing of leave applications, issuance of service records and other employees’
records, maintenance of personnel records, processing of payrolls and other
employees’ claims, this Office manages the preparation of payrolls of department
heads, chiefs of hospitals, assistant department heads, job orders, and RATA for SP
members. The Office also acts as facilitator/promoter for the Gender and Development
Program for dissemination to PGA employees as provided under RA 9710 otherwise
known as the “Magna Carta of Women”.

Furthermore, as mandated, the Provincial Government of Albay strictly

implements all policies, memorandum circulars and other issuances on personnel
matters emanating from the Civil Service Commission. Likewise, this office, under the
directive of the Local Chief Executive monitors the Albay Citizen’s Charter as
provided under the R.A. 9485 or the Anti-Red Tape Act of 2007, and re-energizes the
operation of the frontlines services, the Officer of the Day and the Public
Assistance/Complaints Desk in various PGA premises. Moreover, the PHRMO leads
the strict implementation of the SPMS by requiring all employees to comply and
submit all required documents such as the Department Commitment and Review Form
(DPCR), Unit Work Plan (UWP), Office Performance Commitment and Review Form
(OPCR), Individual Performance Commitment and Review Form (IPCR), as well as
the Minutes of Consultation Workshop per department.

This office is also tasked with the preparation of documents intended for
separated personnel as required by GSIS, DBM and other government agencies.
Necessary guidance and assistance is also being rendered to concerned employees and
requesting personnel.

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 HUMAN RESOURCE STATISTICS CY 2018

As of December 31, 2018 the total human resource complement of the

Provincial Government of Albay is as follows:

PGA HR COMPLEMENT F M Total

Elected Officials 1 14 15

Permanent employees 483 444 927

Co-Terminus 12 5 17

Consultants
8 26 34
Casual 108 109 217

Job Order 1,373 3,014 4,387

TOTAL 1,985 3,612 5,597

HUMAN RESOURCE MOVEMENT JANUARY – DECEMBER 2018

ACCESSION Female Male Total

Original Appointment
12 13 25
Promotion
19 9 28
Re-appointment
2 4 6
Transfer in from other agency
0 1 1
Re-employment
2 3 5
SEPARATION

Retired
23 16 39
Mandatory
16 3 19
Optional
7 13 20

Resigned
3 3
Transfer to other agency/End of Term
1 1
Terminated - - -

Death
3 1 4
Dropped from the rolls 0 0 0

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 2. LEAVE ADMINISTRATION AND OTHER PERSONNEL BENEFITS 2018

1 Processed Leave Applications 6,935

2 Updated leave cards of PGA employees 8,300
3 Processed applications for monetization of leave 10 Days 368 485
credits 50% 117

4 Processed papers for resignation 3

5 Processed papers for separation/death 5
6 Processed set of papers for retirement 39
7 Consolidated/reviewed DTRs 6,751
8 Consolidated/reviewed PDS 2,969
9 Issued LWOP 15
10 Prepared Job Order appointments 717
11 Prepared Special Projects Labor Appointment 23
12 Prepared NOWA 155
13 Checked/reviewed employees for NOSA 941
14 Prepared List of NOSI 126
15 Identified employees entitled to Step Increment 233
16 Identified employees entitled to Loyalty Pay 219
17 Checked/reviewed Loyalty Pay for 2019 219
18 Downloaded and printed DTRs of personnel 9,396
19 Received and routed leave applications 7,399
20 Prepared transmittal letters for leave application 218
21 Employees data enrolled, encoded and generated 355
for biometric database

3. RECRUITMENT AND SELECTION

NO. ACTIVITY TOTAL

1 HRMPSB deliberations for CY 2018 for the Executive and Legislative 5
Department conducted
2 Documents prepared and facilitated for: 25
Original appointments
Promotional appointments 28
Casual appointments 32
Job orders personnel 717
3 Consultants 34

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4. PERSONNEL DEVELOPMENT

 Allows personnel to attend seminar-workshops sponsored by Civil

Service Commission and other agencies.
 Coordinates with other department and/or agencies for seminar-
workshops and other learning and development interventions.
 Replicates seminar-workshop on the personnel movement and other
HR actions
 Conducts orientation-seminars for government officials and employees
 Prepares learning and development proposals for HRD

5. ADMINISTRATIVE SECTION

1 Issued service records 592

2 Updated service records 602
3 Issued certifications for employment 833
4 Issued Authority to Travel 112
5 Issued Travel Order 33
6 Issued Memorandum Orders 122
7 Issued Office Orders 99
8 Outgoing communications prepared and dispatched 51
9 Received, recorded and routed Incoming Communications 1,472
10 Recorded and dispatched Outgoing Communications 245
11 PRs and supporting documents prepared 13
12 Vouchers and supporting documents prepared 19
13 Prepared monthly RATA documents 24

6. OTHERS

 Compiled a total of 950 Sworn Statements of Assets and Liabilities and

Networth of PGA employees for submission to the Office of the
Ombudsman
 Reviewed SPMS Documents of PGA employees for current year
 Submitted Plantilla of Personnel to CSC and DBM
 Prepared Budget requirements, procurement plan, and other pertinent
papers for ensuing fiscal year
 Provided statistical data on personnel to requesting agencies
 Received/acted upon/facilitated 6 cases filed before the 8888 Citizen’s
Hotline and Complaint Center

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C. 2018 ACCOMPLISHED LEARNING AND DEVELOPMENT PROGRAMS

No. PLANNED HRD PROGRAMS STATUS HRD PROGRAMS STATUS

1. Pre-Retirement Seminar Realized
Jan. 31 & Feb.
1, 2018
2. Seminar-Workshop On Public Realized
Service Values (PSVP) February 20-
23,2018
3. Seminar-Workshop on the Duties Realized
and Functions of the Personnel February 27-
Selection Board/RSP 28, 2018
4. Seminar on Basic Concept of Sex Realized
and Gender in the Workplace March 20-21,
2018
5. Orientation-Seminar on the Replaced with 2018 Service Award Realized
Standard Operating Procedure & Ceremonies April 3,
Internal Operations in the 2018
Government Transactions
6. Seminar-Workshop on Gender Realized
Mainstreaming: Concept and July 26, 2018
Approaches (Orientation-cum-
Workshop for PGA Disaster
Action Team- GM-DRRM)
7. Seminar-Workshop on Gender Realized
Mainstreaming in Disaster Risk July 27, 2018
Reduction Management in the
Workplace (Earthquake Warning
and Evaluation Drill)
8. Seminar on Magna Carta of Realized
Women and Sexual Harassment in October 22 &
the Workplace 23, 2018
9. Seminar on Occupational Safety Realized
& Health Standards (Basic Life November 12-
Support-Cardio Pulmonary 14; 19-21; 26-
Resuscitation BLS-CPR]) 28
December 3-5

10. Seminar on Entrepreneurial & Realized

Financial November 20,
Empowerment/Management 2018
(Financial Wellness Seminar)

11. Training-Workshop on Skills Realized

Development (Skills Development November 21,
Seminar) 2018

12. Seminar on Health and Wellness Realized

(Health and Wellness Fair 2018) December 6,
2018
13. Seminar-Workshop on ARTA- Funds utilized Health and Wellness Realized
RCS to augment Fair 2018 December
budget for 6, 2018
14. Dance Fitness Sessions (Zumba) On Fridays

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 1 Training on Frontline Service Not realized
2 Seminar-Workshop on Human due to
Resource Development Plan insufficient
3 Orientation-Seminar on the HRD funds
Updates of Government Laws
Affecting Employees’ Benefits
4 Orientation-Seminar for
Government Officials and
Employees
5 Training-Workshop on
Grievance Machinery
6 Orientation-Seminar on Merit
Promotion Plan (MPP) and
System Ranking Position (SRP)
7 Training-Workshop on
Competency-based Recruitment
System
8 Training-Workshop on Program
to Institutionalize Meritocracy &
Excellence in HRM (PRIME-
HRM)
9 Training-Workshop on Program
on Awards and Incentives for
Service Excellence (PRAISE)
10 Training-Workshop on
Supervisory Development
Program
OTHER ACTIVITIES
FACILITATED BY PHRMO
1 Orientation-Seminar on Honor March 5,
Awards Program (Search for 2018
Outstanding Government
Workers 2018/CSC)
2 Training-Seminar on Geo- September 19,
Hazard Vulnerability and 20 & 21, 2018
Assessment
3 Orientation on SSS Expanded October 3,
Self Employed Program 2018
4 Presentation of Caritas HMO November 19,
2018/AM
5 Presentation of Globe Telecom November 19,
Proposal 2018/PM
6 Presentation of Collezione C2 November 22,
Proposal for New PGA Office 2018/PM
Uniform Design
7 PGA Year-End General December 18,
Assembly 2019

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D. PLANNED HRD PROGRAMS FOR CY 2019

NO. TITLE OF ACTIVITY

1 PGA Pre-Retirement Seminar

2 PGA-Onboarding New Employees (PGA-ONE)

3 Training-WS on P.R.A.I.S.E. (Program on Awards and Incentives for Service

Excellence)

4 Seminar on Public Service Values

5 Seminar on Frontline Service, Ethics & Accountability (TFSEA)

6 Seminar on Basic Concept of Sex & Gender in the Workplace

7 Seminar on Magna Carta of Women & Sexual Harassment in the Workplace

8 Seminar on Gender Mainstreaming in DRRM in Workplace (Self-Defense)

9 PGA Service Awards Program

10 PGA Service Excellence Awards Program

11 Seminar on PGA Recruitment, Selection & Placement (HRMPSB)

12 Seminar Workshop on PGA Competency, Modelling & Profiling

13 Training on AutoCAD Programming

14 Seminar on Health and Wellness

15 Seminar-WS on Human Resource Development Plan

16 Seminar-WS on Supervisory Development Program

17 Training-WS on PRogram to Institutionalize Meritocracy and Excellence in HRM

(PRIME-HRM)
18 Seminar-WS On ARTA-RCS

19 Orientation-Seminar on Merit Promotion Plan (MPP) and System Ranking Position

(SRP)
20 Orientation-Seminar on Updates on Government Laws Affecting Employees' Benefits

21 Orientation-Seminar for Government Officials and Employees

22 Training-WS on PGA Grievance Machinery

23 Seminar on Financial Literacy/Management

24 Seminar-WS on Skills Development

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E. PROPOSED HRD PROGRAMS FOR CY 2020

 Institutionalize the (PRIME-HRM) or the Program to Institutionalize

Meritocracy and Excellence in Human Resource Management
 Reorganize the Program on Awards and Incentives for Service
Excellence (PRAISE)
 Strengthen the HR Learning and Development Plan
 Strengthen the PGA Frontline Services
 Establish the PGA Service Award Program
 Establish the core competencies of the agency
 Establish a Competency-Based Recruitment System
 Create the Human Resource Development Committee
 Establish the Human Resource Information System
 Conduct Training Assessment Plan
 Conduct assessment of structural and staffing pattern of the organization
 Promote the implementation of personnel development mechanisms,
training and other developmental programs
 Identify employees who are eligible for step increment and loyalty pay
for CY 2020 and prepare necessary documents
 Update personnel records, including Personal Data Sheets
 Implement office policies on wearing of prescribed office uniform and
identification cards
 Disseminate to concerned departments and hospitals circulars, guidelines
and other issuances on personnel benefits and development
 Assess qualified applicants for promotions and vacant positions.

Prepared by:

MARIA TERESA A. BALANE

Administrative Officer IV

Noted:

OLIVER B. COGASA
Officer-In-Charge, PHRMO

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