The Provincial Human Resource Management Office was created as a regular department of the Provincial Government of Quirino on November 29, 1994 by virtue of the Sanggunain Panlalawigan Resolution Number 159 Series of 1994.
Formerly, it was a division under the Office of the Provincial Governor. The office is mandated to be responsible for Human Resource Management Program so designated to promote efficiency, effectiveness and professionalism in the public service.
The office is headed by Mr. Villamor T. Bacani, Provincial Human Resource Management Officer. The office is composed of three divisions as follows: Recruitment and Selection, Personnel Benefits and Related Services and Performance Appraisal and Training and Development and assisted by 13 reliable and responsible personnel.
A Local Government Unit which provides an effective and efficient delivery of basic services through capable and dedicated public servant
Enable the Provincial Government of Quirino to effectively implement its Human Resource Management Program, the result of which is more responsive and professional workforce
Formulate and implement Human Resource Management Program upon approval of the Governor or where applicable to the Sangguniang Panlalawigan which includes recruitment, hiring, position classification, compensation, personnel relations personnel records keeping, performance appraisal, learning and development and personnel related welfare and benefits
1.Securing Service Record, Certificate of Employment and other Related Personnel Records
2.Applying for a Job in the Provincial Government
3.Provisions of Technical Assistance of HRM Concerns (Queries, Opinions, Pieces of Advice)
- Taking the lead role on
- Conduct of Provincial Christmas Program, Health and Wellness Program and other activities involving provincial officials and employees
b. Organization and Operation of Quirino Council of Human Resource Management Practitioners
c. The effective implementation and continuous improvement of Strategic Performance Management System (SPMS)
d. Ensure the effectiveness of Quality Management System (ISO-9001:2008 transition to 9001:2015) Certified processes and procedures and continuous improvement towards Quality Service to Quirinians
- The PHRMOffice serves as Secretariat to Personnel Special Bodies such as Grievance Machinery, Human Resource Merit Selection and Promotion Board, Personnel Development Committee, Committee on Decorum and Investigation (CODI) and PRAISE
- Provide assistance to all provincial employees related to their application for Civil Service Examinations, TESDA Competency/ Skills Assessments and other government agencies examinations.
- Tracking and monitoring of attendance (tardiness and undertime) of all appointive officials and employees through the effective operation of Biometric System.
- Centralized Payroll System implementation.
PROGRAM ON AWARDS AND INCENTIVES FOR SERVICE EXCELLENCE (PRAISE)
In line with the Revised Policies on Employees Suggestions and Incentive Awards System (ESIAS) provided under CSC Resolution No. 010112 and CSC MC No 01, s. 2001, the Provincial Government of Quirino adopts the herein Program on Awards and Incentives for Service Excellence (PRAISE) to be referred to as AGENCY PRAISE.
To encourage, recognize and reward employees, individually and in groups, for their suggestions, innovative ideas, invention, 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 Provincial government operations, which lead to organizational productivity.
1.2.1 to establish a mechanism for identifying selecting, rewarding and providing
incentives to deserving employees at the start of each year;
1.2.2 to identify and reward accomplishments and innovations periodically or as
the need arises;
1.2.3 to recognize and reward accomplishments and innovations periodically or
as the need arises;
1.2.4 to provide incentives and interventions to motivate employees who have
contributed ideas, suggestions, inventions, discoveries, superior
accomplishments and other personal efforts.
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.
- AWARDS – recognition, which may be monetary or non-monetary, conferred on superior accomplishments, exemplary behavior, heroic deeds, extraordinary acts or services in the public interest, which lead to organizational productivity.
- CAREER – positions in the civil service characterized by (1) entrance based on merit and fitness to be determined as far as practicable by competitive examination, or based on highly technical qualifications; (2) opportunity for advancement to higher career positions; and (3) 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 intervention or discovery for improvement to effect economy in operation, to increase production and improve working condition.
- 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.
- INVENTION- 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 (1) entrance on bases other than those of the usual tests of merit and fitness utilized for the career service and (2) Tenure is limited to the duration of a particular project for which purpose employment
- 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 benefits the government.
- SYSTEM – the agency awards and incentives program for employment.
IV. TYPES OF AWARDS
4.1 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;
4.1.1 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 affect national interest, security and patrimony.
4.1.2 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. 6713 or the Code of conduct of Ethical Standards for Government Officials and Employees.
4.1.3 Civil Service Commission or the PAGASA Awards - 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 improves public service delivery, economy in operation, improved, improved working conditions or otherwise benefited the government in may other ways.
4.1.4 Other Awards - given by other government agencies, private institutions or NGO’s to an individual or team for contributions of an idea or performance that directly benefited the government.
4.2 Provincial Government Level Awards
The agency shall develop and initiate the search for deserving employees who may be included in the screening of candidates for the awards to be given such as;
4.2.1 Best Employee Award – granted to an individual or individuals who excelled among peers in a functional group, position group, position o\r profession. A cash award of not less than the amount provided under relevant existing laws shall be given to outstanding employees plus certificate of recognition or other forms of incentives as the committee may decide, eg., Best Division Chief, Best Secretary, Best Legal Officer, Best Driver, Best Utility Worker and other similar awards.
4.2.2 Gantimpala Agad Award – given outright to employees commended by clients for their courtesy, promptness, efficiency and dedication to duty.
4.2.3 Exemplary Behavior Award – based on the eight norms of conduct as provided under RA6713 (Code of conduct and Ethical Standards). The awardee will be automatically nominated by the agency PRAISE Committee to the Dangal ng Bayan Award.
4.2.4 Best Organizational Unit Award – granted to the top organizational unit which may be a section, division or office on the basis of meeting the organization’s performance targets and other pre-determined criteria.
4.2.5 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 other benefit the agency and government as a whole. The monetary award shall not exceed 20% of the monetary savings generated from the contribution.
4.2.6 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.
4.2.7 Such other Awards, which the agency 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 agency for at least ten (10) years. The recipient shall be entitled to cash award of not less than the amount provided under relevant existing laws per year during the first ten years. Besides cash award, a lapel emblem/loyalty pin shall be given:
10 and 15 years – Bronze
20 and 25 years – Silver
30,35 & 40 years – Gold
Other tokens such as wrist watch , ring, and others.
- Length of Service Incentive – given to an employee who has rendered at least three (3) 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.1, s. 1990.
5.3 Productivity Incentive – given to all employees who have performed at least satisfactorily for the year covered in accordance with the agency’s CSC approved Strategic Performance Management System. 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 agency’s anniversary celebration.
5.5 Other Incentives which the agency’s PRAISE Committee may recommend on the basis of special achievement.
VI. FORMS OF AWARDS AND INCENTIVES
Contemporary Time-Off – granted to an employee who has worked beyond his regular office hours on a project without overtime pay.
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
- Together – meal hosted by superiors or supervisors for employees who have made significant contributions.
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.
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 agency publication, and others.
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 agency. As such, the committee shall meet periodically to perform the following tasks:
- establish 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 the 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 tear and make essential improvements to ensure its suitably to the agency; and
- address issues relative to awards and incentives within fifteen (15) days from the date of submission.
To implement the system effectively, representative shall be responsible in overseeing
the system’s operations and the Human Resource Management Office shall serve as the system’s Secretariat.
The agency may, however, employ an external or independent body to assist the AGENCYPRAISE Committee to judiciously and objectively implement the system of incentives and awards.
The praise Committee shall be composed by the following;
- Provincial Governor or authorized representative – chairperson
- Mr. Villamor T. Bacani – PHRMO – Vice Chairman
- Engr. Dencio A. Pagbilao – Prov’l. Planning & Dev’t. Coor. – Member
- Mr. Arturo A. Quebral – Provincial Budget Officer – Member
- Ms. Fe B. Mangaccat – ICO – Office of the Provincial Treasurer – Member
- Mr. Alex A. Panganiban–Admin. Officer III-Second level– Member
- Ms. Editha P. Castro- Social Welfare Assistant - First Level - Member
- The Chairman of the Finance Committee of the Sangguniang Panlalawigan.
The agency shall allocate at least 5% of the HRD funds for the PRAISE and incorporate the same in its annual Work and Financial Plan and Budget.
The AGENCYPRAISE shall become effective after final evaluation by the CSC. Subsequent amendments shall likewise be submitted to CSC for evaluation and shall take effect immediately.
I hereby commit to implement and abide by the provisions of this AGENCYPRAISE, 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 of January to enable our employees to qualify for nomination to the CSC-sponsored national awards.
(SGD.) DAKILA CARLO E. CUA
I have evaluated the herein AGENCYPRAISE and found it to be in accordance with the provision of CSC MC _____, 2001 and may now be implemented.
CSC REGIONAL DIRECTOR