EXECUTIVE ORDER NO.

07 SERIES 2019

AN EXECUTIVE ORDER ESTABLISHING THE LEARNING AND DEVELOPMENT

POLICY OF THE CITY GOVERNMENT OF GENERAL SANTOS

NOW, THEREFORE, I, LORELIE GERONIMO PACQUIAO, City Mayor,

General Santos City. by virtue of the power vested in me by law and the sovereign
will of the people, do hereby order.

SECTION 1. POLICY STATEMENT

It is the policy of the City Government of General Santos to maintain capable

and competent human resources to effectively and efficiently deliver services to its
people. Human Resource capability building through learning and development thus
made a strategy towards enhancing performance competency to every official and
employee who is considered to be an asset that needs to be valued and developed
(this can be rephrased). Human resources are considered to be the best asset of
organizations. Thus, every government official and employee of LGU Gensan needs
to be capacitated and developed through the provision of learning and development
interventions which will lead to enhanced performance and competency. To be able
to do this, the city government establishes its LEARNING and DEVELOPMENT
POLICY and continues to commit itself to:

a. provide a continuing learning and development program to address

employees' performance gaps so that they can perform their jobs at their
best;

b. ensure that every employee, men and women including persons with
disability, is afforded equal opportunities on learning and development
regardless of age, sex, sexual orientation and gender identity, civil status,
disability, religion, ethnicity, position and political affiliation.

c. provide at least one learning and development intervention every year (to
every semester - based on OPCR) to every qualified employee through
blended learning in any of the following forms - in-person, webinar, self-
paced learning;

d. align training initiatives with the city's strategic development plans so that
the learning and development is very responsive to the city’s training needs;

e. ensure provision of cost-saving budgets to learning and development

activities;

f. provide learning resource center and training center as venues for learning:

g. make department managers responsible for their employees' learning and

development needs and the formulation and implementation of competency
enhancement program; and,
h. ensure that department managers recommend employees to learning and
development interventions based on real needs and monitor the application
of learning from the intervention.
SECTION 2. OBJECTIVES

This learning and development policy aims to:

1. promote a rationale and systematic approach in addressing performance

gaps of employees;

2. continuously enhance employees' competencies thereby improve

organizational effectiveness and productivity; and,

3. establish accountabilities related to learning and development.

SECTION 3. DEFINITION OF TERMS

1. Benchmarking activity refers to the conduct of educational

tour/study mission to the different
government and non-government
agencies within or outside the
Philippines;

2. Conferences,Conventions, refers to a gathering usually organized

Seminars, Workshops, Forum, by government, non-government or
Summit private agencies or institutions where
shared work or specific interests are
openly discussed and/or decisions are
made as a group. Learning inputs may
also be provided especially those
related to Continuing Professional
Development.

3. Degree Course Pertains to undergraduate studies,

masteral and doctoral programs

4. Department-Initiated Learning & pertains to the learning and

Development Programs development programs sponsored by
the departments and conducted in
coordination with HRMDO.

5. Department Learning & the formal learning and development

Development Plan plan of every department for a year;

6. City Strategic Learning and the consolidated learning and

Development Plan development plan of all departments in
the Local Government Unit.

7. Echo Session means sharing/transfer of learning by

external trainee/s to concerned
 employees of the city government/non-
government organizations/individuals

8. External Learning & Development learning and development programs,

Programs which are offered and spearheaded by
other training institutions or training
services providers within or outside the
Philippines;

9. Local/ Foreign Scholarship Refers to a degree and a non-degree

course offered and subsidized usually
by the national government, non-
government or other agencies within the
Philippines, and foreign countries.

10. Specialized Trainings pertains to trainings that are technical in

nature (specialization for doctors) that
requires a memorandum of
understanding

11. Human Resource Development The LGU executive policy making body
Council responsible for the Training
Management System which is
composed of the following:

● City Mayor - Chairperson

● SP Member - Chairperson,
Committee on `Labor and
Employment
● CGDH, CPDO
● CGDH, HRMDO
● CGDH, CBO (shall we add?)
● President, GSCGEA

12. In-house Learning & Development learning and development programs

Program which are sponsored by the city
government through the HRMDO.

13. Technical Support to other Agencies Government or non-government

agencies requesting an employee to
extend technical support or as resource
person for a certain topic.

14. Attendance to Association Meetings meetings for local/ regional/ national

associations where employee is an
officer or member;

15. Miscellaneous refers to operations review with

teambuilding or other interventions done
by department, neither learning and
development intervention nor technical
 in nature.

16. Learning and Development A just-in-time intervention that enhances

employees' knowledge, skills and
attitude (KSA) and addresses
performance gaps and contributes to
career growth.

13.Learning & Development Needs the process of identifying the

Assessment knowledge, skills and attitude and real
training needs of employees and of the
organization.

ACRONYMS

LDP Learning and Development Plan

KSA Knowledge, Skills and Attitude
MDQ Management Development Questionnaire
IDP Individual Development Plans
HRMDO Human Resource Development and Management Office
HRDC Human Resource Development Council
DLDP Department Learning and Development Plan
CLDP City Learning and Development Plan
LFC Local Finance Committee
IPCR Individual Performance Commitment and Review
DPMT Department Performance Management Team
LDAIP Learning and Development Annual Implementation Plan
LSP Local Service Provider
TNA Training Needs Analysis
GSCGEA General Santos City Government Employees Association

SECTION 4. HRDC COMPOSITION and FUNCTION: The HRDC shall be

composed of the following:

Chairperson: City Mayor (An alternate can be designated by the City Mayor)
Members: Human Resource Management and Development Office
(HRMDO);
City Planning and Development Office (CPDO);
Representative from Sangguniang Panlungsod
Representative from General Santos City Government Employees
Association (GSCGEA);
City Budget Office

Secretariat: HRMDO shall serve as the secretariat of the HRDC.

A. FUNCTIONS AND RESPONSIBILITIES. The HRDC shall have the

following functions and responsibilities:
a. Develop and recommend policies and implement Learning and
Development Policy in the LGU;
b. Recommend a City Learning and Development Plan (CLDP) for the
LGU;
 c. Review and recommend to the City Mayor annual training plans and
budget;
d. Develop agency guidelines for the selection of agency nominees for
training, conventions, conferences, seminars, and scholarship
programs;
e. Recommend measures that would ensure that all training courses
funded by the LGU be based on the identified training needs of the
agency using available data and tools such as the Training Needs
Assessment (TNA) and Competency Mapping through Management
Development Questionnaire (MDQ);
f. Recommend the training monitoring and evaluation system policies;
g. Monitor proper advertisement and dissemination of available training
or scholarship opportunities by HRMDO;
h. Establish policies for the use of training resources; and
i. Ensure linkages between and among departments to maximize
training resources.

B. MEETINGS. The HRDC shall meet quarterly. Special meetings shall be

called when necessary. Fifty percent plus one shall comprise a
quorum.

C. TERM OF APPOINTMENT. The Chairperson shall be automatically

appointed by the City Mayor through the signing of an Executive Order
and shall remain enforced until rescinded by competent authorities.

D. ACCOUNTABILITY. The Chairperson shall be directly accountable to

the Chairperson (LCE?).

SECTION 5. SCOPE / COVERAGE

This executive order covers all career and non-career employees under the
city government of General Santos holding permanent, coterminous and temporary
appointments. Job-order employees may avail of highly technical training and other
training opportunities in case no other permanent, casual and coterminous
employees are qualified to attend such.

SECTION 6. LEARNING AND DEVELOPMENT GUIDELINES

A. Learning and Development Planning

1. Each department shall conduct a learning and development needs

assessment prior to the preparation of the Learning and Development Plan
(LDP). In the needs assessment, the knowledge, skills and attitude (KSA)
difference between what is required in the job and what is possessed by an
employee or group/s of employees shall be identified and analyzed. In
preparing the needs assessment report, either of the following shall be
referred to:
a. CADEForm
b. Management Development Questionnaire (MDQ) results
 c. Competency Examination results
d. Individual Development Plans (IDP)
e. Individual Performance Commitment and Review (IPCR)
Reports,
f. HRMDO impact evaluation reports, and/or
g. HRDC recommendations.

2.To effectively respond to the identified gaps, the departments shall develop
their LDP based on the results of the needs assessment. The LDP shall be
classified according to type of intervention such as IN-HOUSE training (may
be department or HR-initiated), EXTERNAL training, SELF-DIRECTED
LEARNING, TEAM OR GROUP LEARNING, COACHING, MENTORING
BENCHMARKING, and such other types of interventions. This is submitted
to HRMDO using the prescribed Form 1-DLDP not later than the 10th day of
January

3. The HRMDO shall review the format and content of the LDPs and
consolidate such into a draft City Learning and Development Plan (CLDP)

4. The Human Resource Development Council (HRDC) shall review the draft
CLDP to ensure alignment of learning and development proposals to the
city's Capacity Development Agenda and priorities for the year and finalize
such into a CLDP using the prescribed Form 2-CLDP. The CLDP shall be
approved by the HRDC by March 10.

5. The departments shall include the HRDC approved learning and

development proposals in their respective PPA Profiles prepared every 1st
quarter of the year.

B. Learning and Development Budgeting

1. The HRMDO shall prepare the budget proposal for the LGU in-house
learning and development program not later than the 10th of April - change
to February 10 due to the sub.of PPA Profile. It shall contain learning and
development interventions that cut across departments. Such in-house
learning and development interventions shall be budgeted under HRMDO.

2. The departments shall prepare the budget proposal for department-initiated

in-house (training specific to the department) and other Learning &
Development interventions. Such shall be budgeted under the respective
departments.

3. The Local Finance Committee shall only allow department learning and
development budgets that are within the AIP and are based in the HRDC-
approved CLDP.

4. Registration fees may be paid to institutions conducting the learning and

development intervention. Honoraria shall be paid to external resource
persons and hotel accommodations and transportation expenses for
external resource persons/experts may be provided in the learning and
 development budget. Payment of which shall be subject to established
accounting and auditing rules and regulations.

C. Learning and Development Plan Implementation

1. The departments shall prepare the L & D Annual Implementation Plan

(LDAIP) based on the approved department learning and development
budget. This is submitted to HRMDO using the prescribed Form 3-LDAIP
not later than the 10th day of November. In the case of the Office of the City
Mayor, it will be the division chiefs who will prepare their LDAIP. - is this
being followed still? If yes, then encoding should be after submission of
Form 3, not after approval of HRDC,.. yes jud..

2. HRMDO shall ensure that LDAIP is encoded at HRMDO database with the
respective assigned reference numbers (what is this?) to ensure that
learning and development opportunities are equitably distributed among the
department's personnel.

3. HRMDO shall also ensure that the submitted departments' LDAIP are within
the HRDC-approved CLDP and the approved learning and development
budget.

4. Only LDAIPS recommended for approval by HRMDO shall be forwarded to

the City Mayor. However for SP, the LDAIP shall be forwarded to the City
Vice Mayor.

5. Except for highly technical training needs, learning and development of job
order workers will be addressed by the LGU pool of trainers.

6. The approved LDAIPs shall be the basis for the conduct of in-house training
and the attendance to external training.

FOR IN-HOUSE TRAINING

6.1 The departments (for department-initiated training) and HRMDO (for

cut across training) shall develop the curriculum for each of the
training courses before organizing and delivering it. The curriculum
describes the training course and covers the name of the training
course, its length, the objectives, the actual content of the course, the
learning outcomes, the teaching and assessment methods to be used
and the pre-requisites required to be completed by any employee
before undertaking the training course.

6.2 HRMDO shall be tasked to provide assistance to the departments in

the preparation for their department-initiated training specifically in the
areas of curriculum development, training organizing and training
delivery.

6.3 .The department shall designate a department learning and

development coordinator from among its Administrative staff to
 organize the training for the department. They shall prepare the
curriculum, identify and book training venue and equipment, schedule
training date, assign resource persons to each topic, identify the
participants, administer course evaluation tools and generate training
certificates.

6.4 .Training conducted by departments in coordination with HRMDO and

those conducted by HRMDO shall be automatically accredited for
training hours.

6.5 Actual time of registration during scheduled training will be reflected on

the participants' Daily Time Record (DTR)

6.6 Employees with issued memorandum who fail to attend or send

representatives on their behalf to attend a training shall be made to
explain their failure to attend and will be subjected to disciplinary
action, if warranted.

6.7 Treatment of participants’ misbehavior during the training - disciplinary

action. (Do we issue Cert of Participation to those who do not complete
the training hours? up to what % of the training hours attended can we
allow?)

FOR EXTERNAL LEARNING AND DEVELOPMENT INTERVENTIONS

6.7. Attendance at government accredited training institutions shall be

prioritized over non-government organizations, private institutions or
training centers. This shall include the Civil Service Commission,
Department of Interior and Local Government, Department of Health,
Department of Budget and Management, Commission on Audit, the
Development Academy of the Philippines, the National Computer
Center, and the Statistical Research and Training Center, among
others.

6.8. Attendance to said activities to be held within 50 km radius from

General Santos City may be allowed but without per diem. Only
registration fees and transportation allowance will be allowed.
However, in excess of the 50 km radius, said employee shall be
allowed to claim per diem. (Should we be the one to set this or we can
just rephrase this such that “compliance to existing travel guidelines as
issued by authority should be complied with for claims of per diem,
registration fees and other incidental expenses”)

6.9 . Employees who will be travelling by air, land, or water, is encouraged

to avail of discounted fares (promo, senior citizen, persons with
disability, or government employees privileges) whichever is applicable.
6.10. RECOMMENDING ATTENDANCE TO EXTERNAL TRAININGS. The
departments shall ensure that recommendees have complied fully the
training obligations from a previous training attended.

6.10.1. The departments shall request for a travel order using the
prescribed Learning & Development briefer (Form 4- L&D
Briefer) to the City Mayor through HRMDO with the
supporting documents such as the Letter of Invitation, Notice
of Public Offer of Training, CSC Announcements and
Circulars, among others. The briefer should be fully filled up
and duly signed by the respective department head. A
memorandum shall be issued if the travel request is already
evaluated and recommended by HRMDO
- Considerations for safety and health protocols
- Requests should be submitted to HRMDO at least a week
before the training date
- Strictly no memo, no travel
- Recommendations must be requested before issuance of
memo, and not after

6.10.2. HRMDO shall be furnished by the issuing department a copy

of the memorandum for monitoring purposes.

6.10.3. Recommendees who fail to attend or send representatives in

their behalf to attend a compulsory training shall be banned
from training within one year (will it be better if we rephrase it
to “ Recommendees are enjoined to send representatives in
their behalf in case they have valid reason not to attend a
compulsory training. Otherwise they shall be banned from
training within one year)

6.10.4. Trainees who fail to finish the training for a culpable cause
shall reimburse their cash advance and shall be banned from
training within one year.

6.10.5. In case the training is not in the approved LDAIP, but the
department managers find it to be very necessary to deliver
their mandate and/or improve their services, a justification
shall be required from their respective Department
Performance Management Team. (Is this realistic? in the
course of our implementation have we ever received a
justification from any DPMT, yet we acknowledge and
accepted the justification from whoever made it?) The
justification shall show that:

a. the training responds to the organizational needs of the LGU

based on the City Development Plan, the Annual
Investment Program, or the special programs/priorities
the department was tasked to deliver;
b. the topics that will be taken up in the training:
 c. the functions and performance gaps of the recommended
employees; and
d. the expected outputs from each employee upon return from
the training.

This shall form part of the justification which shall be submitted to

HRDC??? through HRMDO, for evaluation and action by the
City Mayor. The memorandum shall be issued subject to the
approval of the justification submitted. (Asa ni gikan?) dati na
sa EO

6.10.6 All issued Travel Orders should be in accordance to the existing

DILG local and national circulars

6.10.7. HRMDO shall ensure that all issued travel memoranda are
encoded to the HRMDO database

6.10.8. It is the responsibility of external training attendees to conduct

an echo session upon their return. As such

6.10.8.1. All external trainees are required to conduct echo

session, either formal or informal, depending on the
result of the evaluation of HRMDO.

6.10.8.2. If the evaluation result is for external trainees to

conduct an informal echo session they have to echo
the learning gained from the training with the presence
of one of HRMDO staff.

6.10.8.3. If the result of the evaluation is to conduct a formal

echo session, the following should be observed by
external trainees:

6.10.8.4. Coordinate with HRMDO regarding schedule of

activities, venue, session plan, budgetary/logistics
requirements, etc.

6.10.8.5. Prepare and submit to HRMDO for review and

validation the following echo session requirements:

a. session plan
b. echo session design
c. list of recommended participants
d. visuals like PowerPoint presentations, flip charts,
etc.
e. Others

6.10.8.6 conduct an echo session in partnership with HRMDO

which is tasked to do the following:
 6.10.8.6.1. oversee the activity
6.10.8.6.2. coach trainee/s in facilitating the session/s

6.10.8.6.3. provide technical tips in preparing visual

aids,learning activities and training
methodologies
6.10.8.6.4. facilitate administrative needs such as:

a. remind participants about the scheduled echo

b. coordinate with caterer, i.e., if there is budget
c. prepare venue, equipment, attendance sheet.
d.prepare and distribute certificate of
attendance to participants.

6.10.8.7 Submit Post Training Obligations (i.e. Training Report

and Certificate of appearance) to HRMDO not later than five (5) working days upon
return to office.

Inclusion for banning (aside from non-submission of PTO)

a. Misbehavior
b. Non-attendance to training

7. ATTENDANCE TO DIGITAL/ONLINE LEARNING MODALITIES

The Agency Heads may implement, adopt and/or avail of any or a
combination of the following digital/online learning modalities for their
respective employees. Participation of government employees to these
learning approaches may be considered to satisfy the training requirements in
the qualification standards subject to the conditions prescribed in Section 4.0:

7.1. Webinars and other synchronous learning approaches – refers to

virtual, instructor-led, same time learning. This means the course is
availed by the participants at the same time based on a specified
schedule.
7.2. eLearning – refers to a learner-centered asynchronous approach
where participants access online multi-modal learning resources to
learn at their own pace, anytime, anywhere.

7.3 Microlearning Modules are asynchronous, bite-sized, stand-alone

learning modules that usually span not more than ten minutes but
comprehensively address one learning objective.

7.4. Blended Learning – refers to a combination of synchronous,

asynchronous, virtual and face-to-face formats. This approach is
flexible and can easily address any learning objective.

The face-to-face classroom training may still be implemented, provided

that the quarantine classification in the area allows mass gathering or
quarantine has been totally lifted. This is also subject to health and
safety protocols especially physical distancing.
8.0. Procedures in recognizing participation of government employees,
crediting training hours and identifying learning providers.
The following shall be observed in recognizing participation in
programs/courses, crediting training hours and identifying learning providers:

8.1. Webinars and other synchronous learning approaches

a. The Training hours shall be measured based on actual
duration of course as implemented by the learning provider.

b. Training hours shall be evidenced by a Certificate of

Attendance or Completion issued by any of the following
learning providers:
i. Civil Service Commission (CSC);
ii.Agency providing its own, in-house or in-service
programs/courses;
iii.CSC Accredited Learning and Development Institutions
(ALDIs); and,
iv. Other learning institutions which may be government,
corporations, partnerships, associations including
foreign/ international institutions that are recognized by
an international certifying body or are universally
recognized as evidenced by a website, portal or digital
platform that displays:

•Professionally designed layout with high traffic;

•High quality programs and courses heavily
patronized by members and/or clients; and,
•Association with highly credible and well-known
personalities.

8.2. Asynchronous eLearning and Microlearning Modules

a. Training hours shall be measured based on actual duration of
the module as indicated in the Learning Portal or Platform.

b. Training hours shall be evidenced by the tracking system of

the Learning Portal or Platform provided that it is operated by:
i. Civil Service Commission (CSC);
ii.Agency providing its own, in-house or in-service
programs/courses;
iii.CSC Accredited Learning and Development Institutions
(ALDIs); and,
iv. Other learning institutions as defined above in 4.1.b.iv.

8.3. Blended Learning

a. Training hours for blended learning shall be measured based
on the duration specified in the course design which includes
total learning hours for synchronous, asynchronous learning and
preparation of course requirements/outputs.
 b. For purposes of determining the number of hours that may be
allocated for the outputs, the following standard may be used:

Outputs Duration

Simple Outputs such as insights, planned 30 minutes

applications of learning or those using
templates that are fill-in the blanks

Outputs requiring analysis, synthesis or 1 hour

integration of outputs from previous modules

Outputs requiring additional information or 2 hours or

research more

c. Course designs with outputs in which number of hours are

difficult to determine and will not fall within the above category,
may be submitted for determination, validation and certification
by CSI.

d. The course design for Blended Learning must indicate:.

i. Sufficient and validated time allocation for the different
modules/methodologies;
ii. Expected outputs; and,
iii. Valid and reliable level 2 learning evaluation.

Training acquired must be relevant to the position to be filled for

purposes of meeting the training requirements in the Qualification Standards
as certified by the Agency HRMO. The training hours of online learning
availed since March 16, 2020, shall be recognized provided that the
requirements of this Guideline are met.

9. FOR CONDUCT OF BENCHMARKING ACTIVITIES: The department

head must justify the conduct of benchmarking activity using the prescribed
(Form 5- Benchmarking Nomination) considering the following:

9.1. Department's needs/concerns/plans: The department head as the

recommending officer, must ensure that the benchmarking activities is
included in the city's Capacity Development Agenda and will respond
to the corporate needs of the LGU based on the City Development
Plan, Annual Investment Plan, Department Learning & Development
Plan or Special Programs/Priorities. He/she must indicate the
following in his/her request.

9.1.1. the issues and concerns of the departments

9.1.2. the department's plan for the conduct of the benchmarking
Activity
 9.2. Recommended Employee/s: Employees to be recommended are the
ones involved in performing the tasks.

9.3. Offices to be visited: The reasons for choosing the

LGUS/agencies/entities to be visited must be known to have
exemplary performance in a particular field to be benchmarked.

10. Authority to conduct benchmarking activity should be requested from the

city mayor and the Department of Interior and Local Government following
existing issuances and circulars before leaving the station for the
benchmarking activity.

11. Employees who participated in a benchmarking activity shall within three

working days upon arrival to the office.

11.1 submit to HRMDO the following:

11.1.1 Certificate of appearance
11.1.2 Reflection paper/Learning Diaries
11.1.3 Individual Re-Entry Plan signed by the Department Head
11.1.4 Benchmarking Report

11.2. iCoordinate with HRMDO within three days upon return to office
regarding conduct of echo session, and

11.3. Conduct of echo session within 30 days upon arrival.

12. Attendance to national/ regional conventions, seminars, conferences and

the like where employees maintain membership to an
association/organization, and those who need to earn units for Continuing
Professional Development (CPD) the following should be observed:

12.1. Rotation of opportunities for attendance to conferences and

conventions to ensure equitable distribution of available resources
to all.
12.2. Employees who are members of an organization and who are in
good standing may be allowed to attend conventions or
conferences twice every year, one national and one regional, (how
about international?-case of cemcdo, manila venue) provided the
following are met:

12.2.1. travel expenses were included in their department budget:

12.2.2. conventions or conferences are function-related, and:
12.2.3. there shall be no maximum number of participants to be
recommended by the Department Head to attend on
official business, provided: that at no moment shall be
operations of the Department/ Office be hampered due to
the attendance of employees to national/ regional
conventions, seminars, conferences, and the like. (EO 34
s2022)
 12.3. Employees with multiple memberships must choose only one
official membership for the purpose of attending the convention. Per
CIC-Can we revise this to 1 function-related and 1 developmental
(earning of CPD units which are not function-related but can be used
for further career enhancement in the future-case of Enp I.Fernandez
Cashier IV of CTO;she is an EnP and previously worked at CPDO)

12.4. If the employee who has just attended previous convention desires
to attend the second and succeeding conventions or conferences
within the year, they may be allowed provided they file a leave of
absence and that they shoulder the registration fee and all other
traveling and incidental expenses incurred in their attendance to the
convention.

12.5. Non-regular employees who need to attend conventions and

conferences to earn CPD units may attend on a rotation basis once
a year on official time only, provided services to the public will not be
hampered by their absence.

13. Supervisory Trainings for Division Chiefs per ORAOHRA

(Government share on CESO requirements for CESO passers)

14. Attendance to association meetings of employees under LGU and other

entities which have funding from the city government shall observe the
following

13.1 All officers and members who will attend meetings of the
association are required to present the invitation letter specifying
the purpose and/or the agenda for the issuance of the memo.

13.2 Officers and members of the association may be allowed to attend

meetings within a 50 km radius from General Santos City, be it
regular or special.

13.3 Officers and members who will attend meetings to be held outside
of General Santos City are allowed to claim registration fees and
travelling expenses. However, not more than five will be allowed
to attend.

13.4. Feedbacking must be done within five working days. This shall be
in a report form noted by the department head or division chief,
whichever is applicable, and shall be submitted to HRMDO to
form part of their 201 file. - ???

13.5. Certificate of appearance must be submitted to HRMDO not later

than five working days upon return to office.

14. PROVISION OF TECHNICAL SERVICES TO OTHER LGUs /AGENCIES

 14.1 Employees who are invited to act as presenters, facilitators,
resource persons, consultants, etc., shall seek endorsement of their
department head and approval of the City Mayor.

14.2 Employees shall be allowed to provide technical services on

official time only.

14.3 Certificate of Appearance must be submitted to HRMDO not later

than five working days upon return to office.

D. Learning and Development Evaluation

1. External trainees shall submit an individual training report with re-entry

action plan (REAP) using the prescribed format (Form 6-Training
Report) to their department not later than five (5) working days upon
return from external training. This plan shall include the conduct of an
echo session within 30 days upon their return to station, in coordination
with HRMDO. If they have co-trainees from other departments, they,
together with other trained employee/s, shall commonly conduct echo
session in coordination with HRMDO;
Include in the PTOs the requirements to be submitted a year after the
training was conducted (submission of training eval follow through;
attendance to FGDs)

Consider sanction (reiterate banning from attending training based on

eo 02 s2004) specifically HRDC to issue the banning memo.

2. External trainees shall submit to HRMD0 a photocopy of their

certificate of training not later than five (5) working days upon return
from external training. This is for purposes of updating their training
records;

3. The department head shall be held responsible for the automatic

disqualification from attending future trainings of any training attendee
who failed to comply with any of the post-training requirements.

4. Departments shall ensure the application of learnings from the training

attended. A training follow-thru shall be conducted by the supervisor of
the trainees where they shall make sure that the performance gaps are
eliminated and that the objectives as stated in the LDAIP are achieved
at least within three to six months after the training. This shall include
actions such as assigning tasks related to the training. providing
resources needed to apply the learning, coaching when necessary to
augment learning and motivation for continuous application of the
learnings.

5. A quarterly feedback report using the prescribed format (Form 7(8)-

Feedback Report) on the follow thru conducted shall be submitted to
HRMDO by the department learning and development coordinator.
 6. HRMDO shall validate and prepare the training impact evaluation
report for the HRDC. The report shall provide an analysis of the
implementation of the LDAIP, the extent of service improvement as a
result of the training, the expenditures incurred and the return of
investment on training (if possible).

7. HRDC shall act on the training impact evaluation report which shall be
the basis for its consequent actions if necessary.

8. All external trainings attended shall require at least a one-year return

service, otherwise will be required to refund the registration fee paid for
the intervention.
- consider registration amount and travelling expenses in the count of
number of years of return service
ex. 25,000 and below - 1 year
26,000 to 50, 000 - 2 years
51,000 to 100,000 - 3 years
over 100, 000 - 4 years
- should we require MOU for expenses amounting to more than
50/100k?

E. Guidelines in Selecting Learning Service Providers (LSP):

The HRMDO shall endeavor to regularly administer a competency test to

identify the training needs of the employees using available tools such as
the Management Development Questionnaire (MDQ), Jackson
Personality Test and such other tools. The results of which shall be the
basis in identifying the Learning Services Providers (LSP) to address the
learning and development intervention of the employees.

1. DETAILED PROJECT SPECIFICATION. The HRMDO Training and

Evaluation Division shall specify the detailed project needs based on the
Management Development Questionnaires' (MDQ) result and the results
of other competency testing materials of the LGU. It shall include the
goals behind the project and detailed required outcomes.

2. PRE-EVALUATION OF SERVICE PROVIDER. HRMDO Training and

Evaluation Division shall identify the potential service providers based on
skills and company history. The evaluation shall also include the Training
Needs Analysis (TNA) conducted by the service provider to target
participants.

3. SELECTION OF PREFERRED SUPPLIER. Returned proposals shall

form part of the evaluation. HRMD0 Training and Evaluation Division
shall make a qualitative analysis based on respective research.

4. NEGOTIATE AND CONCLUDE CONTRACT. HRMDO shall discuss the

project-details with the chosen service provider, and make sure that the
supplier has completely understood the specification.
 5. POST-EVALUATION OF SERVICE PROVIDER. Learning Service
Providers that receive favorable feedback from participants will be
considered in the succeeding engagements with the LGU. Feedback
may come from the Training Reports of participants, and the post training
evaluations given after each training or such other ways HRMDO-TED
may employ. Only LSPS with Very Satisfactory and above post
evaluation ratings shall continue to engage with the LGU in the delivery
of learning interventions.

SECTION 6. MANAGERIAL ONBOARDING/ ONBOARDING

PROGRAMS

SECTION 7. SCHOLARSHIP GUIDELINES (Include step by step

procedure)

1. Local Scholarship
1.1. Requirements: The applicant must:
1.11. have a permanent status of appointment at the time of the filing
of application;
1.1.2. have rendered at least three years of service in LGU Gensan
(which need not be continuous);
1.1.3. have a performance rating of at least “Very Satisfactory" in the
last two consecutive rating periods;
1.1.4. have no pending administrative or criminal case;
1.1.5. be in good health, as recently certified by the department head
of Field Health and Services Department or his representative;
and
1.1.6. have fully rendered service obligation from previous training
and/or scholarship attended.
1.2. Responsibilities: The applicant must:
1.2.1. submit to HRMDO an approved leave application before
enrolling himself/herself in school;
1.2.2. submit to HRMDO a complete set of pertinent documents
relative to the grant before leaving the station;
1.2.3. Sign a Memorandum of Undertaking with the LGU represented
by the City Mayor, covering the terms and conditions of the
grant, before leaving the station;
1.2.4. complete all requirements of the course within the specified
period;

1.2.5. submit to HRMDO a copy of academic record or grades every

end of semester, a transcript of records after graduation, and a
copy of thesis if he/she pursues a masteral degree;
1.2.6. fulfill the following service obligations;

Service Obligation Scholarship Term

6 months 1 year
 1year 2 years

1 1/2 years 3 years

2 years 4 years

How about service obligation for a scholarship with less than 6 months?

1.2.7. refund to the city government all expenses incidental thereof

(i.e registration fees, per diems, allowances, stipend and other
benefits) in case he/she fails to continue with the scholarship
grant for reason within his/her control or if he/she fails to
submit requirements to HRMDO; and
1.2.8. reimburse the government for the period unserved in the event
of his/her resignation within the required period of service.

1.3. Procedures
1.3.1.The applicant shall seek nomination from the Department Head
before taking the examination;
1.3.2.The Department Head, if he/she approves, shall nominate the
employee to the City Mayor thru the HRMDO
1.3.3. The HRMDO evaluates the applicant;
1.3.4. The applicant then takes the local scholarship examination;
1.3.5. If the applicant passes the examination, he/she shall submit a
letter of intent to avail of the scholarship to the City Mayor
through the HRMDO;
1.3.6. The City Mayor shall, upon approval, endorse the application to
the inviting agency; and
1.3.7. The applicant now has to comply with all the requirements
including signing of Memorandum of Undertaking with the LGU
represented by the City Mayor, covering the terms and
conditions of the grant.

2.Foreign Scholarship.
2.1. Requirements: The applicant must:
2.1.1. be a college graduate or as required by the sponsoring agency;
2.1.2. have a permanent status of appointment at the time of filing of
application;
2.1.3. have a least two (2) years work experience in the related
course;
2.1.4. have a performance rating of " Very Satisfactory" in the last two
consecutive rating periods;
2.1.5.have no pending administrative or criminal case;
2.1.6.be in good health, as recently certified by the Department Head
of Field Health and Services Department or his/her
representative: and
2.1.7. presently performs jobs relevant to the course nominated to or
2.1.8. have fully rendered his/her service obligation from previous
applied for and training/ scholarship attended.
2.2. Responsibilities: Applicants for Non-degree Courses must:
2.2.1. secure a certification from the Department Head that office
operations will not be hampered by his/her absence:
2.2.2. submit to HRMDO a complete set of pertinent documents
relative to the grant before classes start;
2.2.3. sign a Memorandum of Undertaking with the LGU represented
by the City Mayor, covering the terms and conditions of the
grant, before leaving the station;
2.2.4. complete all requirements of the course within specified period
of time;
2.2.5. submit a report to HRMDO relative to the grant;
2.26. conduct an echo session upon return to station;
2.2.7. fulfill the service obligation of one year;
2.2.8. refund to the city government all expenses incidental thereof
(i.e.,registration fees, per diems, allowances, stipend and other
benefits) in case he/she fails to continue with the scholarship
grant for reason within his/her control or if he/she fails to
submit requirements to HRMDO; an
2.2.9. reimburse the government for the period unserved in the event
of his/her resignation within the required period of service.

2.3. Responsibilities: Applicants for Degree Courses must:

2.3.1. secure a certification from the Department Head that office
operations will not be hampered by the grantee's absence;
2.3.2. submit to HRMDO a complete set of pertinent documents
relative to he grant before leaving his/her station;
2.3.3. sign a Memorandum of Undertaking with the LGU represented
by the City Mayor, covering the terms and conditions of the
grant, before leaving the station;
2.3.4. complete all requirements of the course within a specified
period of time:
2.3.5. submit to HRMDO a report and a copy of academic records or
grades with general weighted average duly certified by the
school registrar.
2.3.6. conduct an echo session upon return to station;

2.3.7. fulfill the following service obligations;

Scholarship Term Service Obligation

1 year 2 years

1 1/2 years 3 years

2 years 4 years

2.3.8. refund to the city government all expenses incidental thereof

(i.e.,registration fees, per diems, allowances, stipend and other
benefits) in case he/she fails to continue with the scholarship
 grant for reason within his/her control or if he/she fails to
submit to HRMDO any of the requirements ; and
2.3.9. reimburse the government for the period unserved. In the event
on his/her resignation within the required period of service.

2.4. Procedures
2.4.1. All invitations must be submitted to HRMDO;
2.4.2. HRMDO shall disseminate all information to offices concerned;
2.4.3.Department heads shall nominate to the City Mayor thru
HRMDO Any/all qualified employees together with all the
requirements for nominations:
2.4.4. The City Mayor shall, upon approval, endorse the application to
the inviting agency; and
2.4.5. If approved by the funding agency, the employee shall comply
with all requirements for the scholarship grant.

3.1 Add Specialized Trainings (for Doctors) - with considerations for

JOs? or newly hired doctors offered free slots for rare specialization

SECTION 8. STUDY LEAVE GUIDELINES (Include step by step

procedure)

1. Requirements: The applicant must:

1.1. have graduated with a college degree which consequently requires
the passing of government bar and board examinations. For thesis
writing, have completed all the academic requirements for a
masteral/doctoral degree;
1.2. pursue a profession or field of study relevant to the city government
or to his/her official duties and responsibilities;
1.3. be a permanent employee;
1.4. have rendered at least three consecutive years of service with at
least Very Satisfactory performance for the last two rating period
immediately preceding the application;
1.5. have no pending administrative and criminal charges;
1.6. have fulfilled any service obligation, if applicable; and
1.7. have refunded the gross salary, allowances and other benefits
received while on study leave, in case he/she failed to render any
service obligation in full.

Responsibilities for Thesis/Dissertation Writing: The applicant must:

1.8. secure a certification from the Department Head that office
operations will not be hampered by his/her absence;
1.9. submit to HRMD0 a complete set of pertinent documents relative to
the grant before leaving the station;
1.10 sign a Memorandum of Undertaking with the LGU represented by
the City Mayor, covering the terms and conditions of the grant,
before leaving the station;
1.11. submit a monthly progress report to HRMDO;
1.12. finish and complete all requirements of the course within the
specified period of time;
 1.13. submit a hardbound copy of his/her thesis or dissertation to
HRMDO for the learning resource center upon return to office;
1.14. submit to HRMDO a copy of academic records or grades with
general weight average duly certified by the school registrar upon
return to office;and
1.15. fulfill the service obligation on the basis of the following:
PERIOD SERVICE OBLIGATION

1-3 months one year

more than 3 months to 6 months two years

1.16. refund the gross salary, allowances and other benefits received
while on study leave, in case of failure to render service obligation in full
or failure to submit any of the requirements, based on the following
formula:
SOR- Sos) x TCR
R= SOR

Where:
R =refund
TCR = total compensation received (gross salary,
allowances, and other benefits received while on
study leave)
SOS = service obligation served
SOR = service obligation required

2. Responsibilities for Bar/Board Examinations: Applicants must:

2.1. secure a certification from the Department Head that office
operations will
not be hampered by his/her absence;
2.2. submit to HRMDO a complete set of pertinent documents relative to
the grant before leaving the station;
2.3. sign a Memorandum of Undertaking with the LGU represented by the
City Mayor, covering the terms and conditions of the grant before
leaving the station; and
2.4. pass the examination or else, will not be granted the same privilege
again;
2.5. fulfill the service obligation on the basis of the following:

PERIOD SERVICE OBLIGATION

1-3 months one year

more than 3 months to 6 months two years

2.6. refund the gross salary, allowances and other benefits received while
on study leave, in case of failure to render service obligation in full,
based on the following formula:
 (SOR - Sos) x TCR
R= SOR
Where:
R= refund
TCR= total compensation received (gross salary,
allowances, and other benefits received while on
study leave)
SOS= service obligation served
SOR = Service obligation required

3. Procedures
3.1. Applicants must write their Department Head of their intention to
avail of the study leave;
3.2. The Department Heads will write the City Mayor thru the HRMDO
about their decision, whether they approve or not and the reasons
behind their decision;
3.3. Upon the approval of the City Mayor, thru the recommendation of
their department heads, the grantees shall now comply all
requirements including signing of MOU ; and
3.4. HRMDO will facilitate signing of the MOU before the applicants are
allowed to leave their station.

SECTION 9. SPECIAL STUDY LEAVE GUIDELINES. (include step by step

procedure)

1. Requirements: Applicants must:

1.1. pursue a profession or field of study relevant to the agency or to their
official duties and responsibilities.
1.2. be permanent employees;
1.3. have rendered at least three consecutive years of service with at
least very satisfactory performance for the last two rating periods
immediately preceding the application;
1.4. have no pending administrative and criminal charges;
1.5. have fulfilled the service obligation of any previous scholarship or
training contract; and
1.6. have refunded the claims relative to the grant in case he/she failed to
render service obligation in full.

2. Responsibilities: Applicants must:

2.1. submit to HRMDO a copy of academic records duly certified by the
school registrar within 60 days after the enrolled semester ends:
2.2. fulfill the service obligation of 6 months; and
2.3. refund the salary received for the period of study leave, in case they
fail to complete all requirements of the course within specified period
of time.
3. Procedures
 3.1. Applicants must secure a certification from the graduate school that
they are fulfilling a certain activity as a requirement for a non-thesis
masteral degree and that their proposals have been approved;
3.2. Applicants must attach to the certification the schedule of activities,
noted by the dean of the graduate school, which shows the date and
the number of hours they could be excused from the office;
3.3. Applicants must write their Department Heads of their intention to
avail of the special study leave:
3.4. The Department Heads, if they approve, will recommend them to the
City Mayor thru the HRMDO at least a week before the schedule of
the effectivity of the Leave; and
3.5. Upon approval of the City Mayor, submit requirements to HRMDO
which will treat their school activities on official time.

SECTION 10. RESPONSIBILITY OF THE CITY ACCOUNTANT'S OFFICE.

The City Accountant shall certify that the previous travel cash advance has
been fully liquidated. If not fully liquidated, employees shall use their own
personal money and request for reimbursement after travel.
- Require training recommendation in the processing of claims.

SECTION 11. AMENDMENTS. The rules and guidelines promulgated herein

may be amended as the need arises.

SECTION 12. PENALTY CLAUSE. Any trainee/grantee who violates

provisions of this executive order shall be subjected to the sanctions stated
under the Omnibus Rules Implementing Book V of E.0. No. 292 and other CSC
Laws.

SECTION 13. SEPARABILITY CLAUSE. If any section, provision or part of

this order shall be held invalid or unconstitutional, all other provisions will
remain effective.

SECTION 14. REPEALING CLAUSE. All issued memoranda, executive orders

and office orders inconsistent with these policies are hereby repealed and
superseded.

Done this 28 day of January 2019, in General Santos City, Philippines.

LORELIE G. PACQUIAO
City Mayor
● Operations Review Requirements?
● Define each training type
a. Attendance to association meetings
b. Benchmarking/Lakbay-Aral
c. Foreign Travel Convention/Seminar/Conference
d. Foreign Travel Training
e. In house training
f. Miscellaneous
g. Nat’l/Reg’l Conventions/Seminars/Conferences
h. Orientation/Workshop
i. Scholarship
j. Study Leave/Special Study Leave
k. Technical Services to other agencies
l. Training
● Annexes:
1. Department Learning & Development Plan (Attach revised form)
2. City Learning & Development Plan
3. Learning & Development Annual Implementation Plan
4. L&D Briefer and Nomination Form (Revise form-include training date)
5. Benchmarking Nomination Form
6. Benchmarking Activity Report
7. Report of Training
8. Quarterly Feedback Report
9. PPMP
10. PPA Profile
11. MOU

(INSERT COMMITMENT FORM)

 FORM 1
Department Learning and Development Plan
CY2019

Schedule COST
Performance Terminal Brief Course Proposed
Training type Evaluation
Gaps Objectives Description Participants Trainin
Q1 Q2 Q3 Q4 Travelling Total Scheme
g

L&D Plan
2019 Budget

Prepared by Noted by Approved by

_____________________________ _________________________ ________________________

Administrative assistant II Department Head HRDC
 FORM 2
City Learning and Development Plan
CY2019

Schedule COST
Performance Terminal Brief Course Proposed
Training type Evaluation
Gaps Objectives Description Participants Trainin
Q1 Q2 Q3 Q4 Travelling Total Scheme
g

L&D Plan
2019 Budget

Prepared by Noted by Approved by

_____________________________ _________________________ ________________________

Administrative assistant II Department Head HRDC
 FORM 3
Learning and Development Annual Implementation Plan
CY2019

Schedule COST
Performance Terminal Brief Course Proposed
Training type Evaluation
Gaps Objectives Description Participants Trainin
Q1 Q2 Q3 Q4 Travelling Total Scheme
g

L&D Plan
2019 Budget

Prepared by Noted by

_____________________________ _________________________
Administrative assistant II Department Head
 FORM 4
LEARNING AND DEVELOPMENT BRIEFER AND NOMINATION FORM
Date___________________

________Official Business
Training Title
________Official Time Only

TRAINING DATE : TRAINING PROVIDER:

NATURE:
____Convention _____Training ______Meeting
____Workshop/Orientation _____Seminar Others:Specify______
NOMINATION(S):
Name Reason for Nomination Office Substitute
1
2
3
4
5

OUTCOME(S) IF THE ACTIVITY IS NOT ATTENDED:

BENEFITS OF ACTIVITY TO THE LGU:

EFFECTS OF ABSENCES OF PARTICIPANTS IN THE OPERATION OF OFFICE:

ALTERNATIVE/SIMILAR TRAINING:

Department Head
 FORM 5
BENCHMARKING NOMINATION REPORT

DEPARTMENT NEEDS/CONCERNS
ISSUES/GAPS PLANS REASON FOR
BENCHMARKING

RECOMMENDED EMPLOYEES
NAME/S POSITION/S FUNCTIONS BENEFITS EXPECTATIONS
DERIVED BY
SENDING
EMPLOYEE/S
1.

3.

LGUS/OFFICES TO BE VISITED
NAME OF LGU/S OR REASON FOR CHOOSING KNOW EXEMPLARY
OFFICE/S THE PLACE/S PERFORMANCE OF THE
PLACE/S
1.

2.

Submitted by:
_________________________
Department Head/Office
 Form 6
Benchmarking Activity Report

Place/s Visited:_______________________ Cost of Travel:_______________

Period of Visit: _______________________ Source of Fund:______________

Purpose/s of Visit:________________________________
________________________________
________________________________

Learnings Gained:

Personal Evaluation on the Bechmarking activity:

Contact Persons/Resource Persons/Presentators:

RE-ENTRY ACTION PLAN

ACTIVITIES TIME FRAME WHO WILL D IT

This is to certify that the employee

discussed with me his/her re-entry
action plan.

________________________
Department Head

Submitted by:

_______________________
Date:___________________
 FORM 7
REPORT OF TRAINING
(INDIVIDUAL)

COURSE TITLE :
TRAINING DESCRIPTION :
TRAINING OBJECTIVES :

DATE CONDUCTED :_________ TRAINING COST :_______

NO. OF TRAINING HOURS :_________ SOURCE OF FUND :_______
VENUE :_________ CONDUCTED BY :_______

TOPIC DISCUSSED- With brief description, resource and duration

LEARNING GAINED

PERSONAL EVALUATION ON THE TRAINING:

(course content, methodology, venue, resource person, ect.)

RE-ENTRY ACTION PLAN

Planned Cost ( If any) Responsibility Date Recommendation
Activity

Submitted by: This is to certify that the participants has

● Discussed with me his/her re-entry action plan.
● Conducted an echo session on____________
Date: ____________

________________________
Department Head

CHECKLIST OF TRAINING REQUIREMENTS (FOR HRMDO USE)

Certificate Training Training Materials Echo Session Others

Requirements Reviewed by:_______________________________

Remarks:______________________________________________
 FORM 8
______________________________
Department

For the ___ Quarter of 2019

Name Training Title Training Date Training Cost Travel Cost Fund Source

Submitted by: Approved by:

________________________ ______________________
Department
 PROJECT PROCUREMENT MANAGEMENT PLAN (PPMP)
CY 2019

End-user/Unit: HUMAN RESOURCE MANAGEMENT AND DEVELOPMENT OFFICE (1032)

Changed to: General Fund
PPA2-Performance Management/Learning and Development Program
Code General Description Quantity Estimated Mode of 2018 SCHEDULE/MILESTONE OF ACTIVITIES
/Size Budget Procurement O N D J F M A M J J A S O N D

[1] [2] [3] [4] [5] [6] [7]

5-02-99-030 For Implementation of PPA Component of PMT and HRDC
Regular meeting
Representation Expense
Class D-1 meal and 1 snack w/o Venue ( 3 courses, Buffet) 1 meal and 1 snack without venue
300 Head 126,000.00 Negotiated/SVP A/C/DE E E E E E E E E E E E
Total 126,000.00
5-02-99-030 For Implementation of PPA Component Conduct of PMT Per Mgt review
Sessions, conferences/Special meetings
Representation Expense
Class D-1 meal and 1 snack with Venue ( 3 courses, Buffet) 1 meal and 1 snack with Venue 870 Head 565,500.00 Negotiated/SVP A/C/DE E E E E E E E E E E E
Class D- 4 Meals and 3 snacks with Hotel Venue 4 Meals and 3 snacks with Hotel venue, Live in 200 Head 50,000.00 Negotiated/SVP A/C/DE E
Total 615,500.00
5-02-03-010 For Implementation of PPA Component PPA Component Curriculum Development
Office Supplies Expenses
CERTIFICATE HOLDER, A4 Size 200 piece 6,000.00 Competitive Bid A/C/DE E E
5-02-03-990 Other Supplies and Materials Expenses
BINDING AND PUNCHING MACHINE, two(2) hand lever system, 34cm or 13” 1 unit 10,970.00 Negotiated/SVP A/C/DE
Total 16,970.00
5-02-99-070 For Implementation of PPA Component PPA Component Monitoring & Evaluation
Subscription Expenses
Newspaper & magazines for LRC 12 lot 12,570.00 Limited Source A/C/DE E E E E E E E E E E E
5-02-02-010 Training Expenses
Class D-1 Meal and 1 Snack without venue ( 2 courses) 50 head 19,000.00 Negotiated/SVP A/C/DE
Total 31,570.00
5-02-02-010 For Implementation of PPA Component PPA Component Organizational L & Need
Analysis
Class D- 1 Meal without Venue 240 head 72,000.00 Negotiated/SVP A/C/DE E E E E E E E E E E E
Total 72,000.00
5-07-07-010 For Implementation of PPA Component PPA Component Organizing and Delivery
Furniture and Fixtures
White board with rollers 1 unit 15.000.00 Negotiated/SVP A/C/DE
1-07-05-030 Information & Communication Technology Equipment
Video Graphics card DVI+HD+DP Port with two cooling fans 1 16,000.00 Competitive Bid A/C/DE

Code General Description Quantity /Size Estimated Mode of 2018 SCHEDULE/MILESTONE OF ACTIVITIES
 Budget Procurement O N D J F M A M J J A S O N D
[1] [2] [3] [4] [5] [6] [7]
5-02-03-010 Office supplies expense
Toner for HP Laserjet p1102, CE285A Original Black 12 piece 33,600.00 Negotiated/SVP A/C/DE E E E
Button Pin 3 inches 500 piece 22,500.00 Negotiated/SVP A/C/D E
Linen Board, substance 210 gsm, Legal Size 30 pack 2,250.00 Shopping(52.1 B) A/C/D E
Photo Paper Glossy, A4 size 5 pack 7,500.00 Shopping(52.1 B) A/C/D E
Premium Colored Sheets 80 gsm, Letter Size, 250 sheets 10 pack 2,900.00 Shopping(52.1 B) A/C/D E
Premium Colored Sheets 80 gsm, A4 Size 250 sheets 10 pack 3,000.00 Shopping(52.1 B) A/C/D E
Premium Colored Sheets 80 gsm, Legal Size 250 sheets 10 pack 3,500.00 Shopping(52.1 B) A/C/D E
5-02-03-990 Other Supplies and Materials Expenses
FLAG pole and stand (2 units) 1 unit 1,000.00 Negotiated/SVP A/C/DE
Folding Table, Laminated Top with Metal panel, with open shelf, color gray 5 piece 20,000.00 Competitive Bid
Heavy Duty Microphone 2 piece 12,000.00 Shopping(52.1 B) A/C/D E
5-02-99-020 Printing and Publication Expenses
Employee HandBook 1 book 10,000.00 Negotiated/SVP A/C/DE
5-02-03-010 Textbooks and Instructional Materials Expenses
Employee Handbook, CS Booklets, references for HR Barangayan 1 lot 5,000.00 Negotiated/SVP A/C/DE
5-02-02-010 Training Expenses
Class D- 1 Meal and 2 snacks with Venue ( 3 courses, Buffet) 1,584 head 1,029,600.00 Negotiated/SVP A/C/DE E E E
Total 2,045,890.00
Technical Specification For each Item/Project being proposed shall be submitted as part of PPMP

JOHN PHILIP G. QUIMOSING

Prepared by: City Budget Officer

LEAH Y. TOLIMAO, MBM

End-User Department

Approved by:

RONEL C. RIVERA
City Mayor
Certified Fund Available:
 SECTOR INSTITUTIONAL PERFORMANCE AREA ORGANIZATION MANAGEMENT
PROPONENT/ ORIGINATOR ( Office/Unit) Human Resource Management and Development Office MFO HRMDO
IMPLEMENTING OFFICE/DEPARTMENT Human Resource Management and Development Office REFERENCE CODE 1032

PROPOSED PROGRAM/PROJECT/ACTIVITY 9PPA PROFILE)

BY 2019
🗹Program ◻ project ◻activity

1. PPA NAME/TITLE:
PPA 2- Performance management / Learning and Development Program
2. PPA LOCATION:
Government Center
3. PPA STATUS:

◻New 🗹Routine ◻ Ongoing/For completion

4. JUSTIFICATION OF THE PPA:

"Rule VIII of the Omnibus Rules Implementing Book V of EO 292 and other pertinent Civil Service Laws mandates certain performance management
and learning and development (PM & L&D) programs. This is also in compliance with local issuances including the LGU Training Policy. This PPA
responds to the requisites of PRIME-HRM where the accreditation of the LGU system and practices are based to ensure that not just of the human
resource management officer (HRMO) but also of the officials and rank-and- file employees of the agency are engaged in contributing towards HR
excellence in the government. With this, the LGU needs to sustain its Maturity Level accreditation on specific systems where annual assessment is done
by the Civil Service Commission.
Further, this ensures adherence to Section 13 of the Magna carta for women which promotes equal access and elimination of discrimination in education,
scholarships, and training. Hence, the program provides GAD-responsive policies and implements such including maintenance of sex disaggregated
Learning & Development and Performance Management databases.
5. PPA OBJECTIVE
1. To re-engineer the LGU bureaucracy to become customer focused to deliver quality services that would benefit everyone including the marginalized,
senior citizens, PWDS, pregnant and solo parents;
2 To re-train LGU administrators to be responsive to change in government processes;
3. To make HR management and development participatory and everyone's concern and responsibility in the LGU, promote total quality service by
advocating TQS initiatives and observance of our organizational values.
4. To motivate continual employee learning and education through the various learning modes and methodologies and a fully-equipped learning
center.
5. To promote the use of gender sensitive language at all times and equal learning and development opportunities in education, scholarships, training and
all other learning and development interventions to women and men.
6. BRIEF DESCRIPTION
Routine management of LGU employees learning and development program which involves L& D planning, course designing and development,
delivery and administration and learning facilitation and evaluation. This program ensures that L. & D interventions are responsive to performance
management-identified needs considering its 4 stages of performance planning and commitment, monitoring and coaching, review and appraisal and
rewarding and development. These interventions are prioritized, scheduled and categorized into Orientation/Re-orientation, Professional/Technical
/Scientific, Employee Development, Middle and Managerial Development. This also supports efforts in the implementation of the SPMS CSC MC
No.06 series of 20 12 and CSC Resolution No. 1200481, March 2021. In the process it is ensured that gender stereotypes and images in educational
materials and curricula are adequately and appropriately revised, gender-sensitive language shall be used at all times, capacity-building on gender and
development (GAD) peace and human rights and further education for all is pursued including employees who are senior citizens, PWDS, pregnant and
solo parents. This PPA ensures the maintenance of sex disaggregated database in its L & D and PM-related reports and documentations.
7.INTENDED BENEFICIARIES BY TYPE:
Type Total Male Female
Regular 1,345 717 628
Casual 21 4 17
Job Order 1,871 1,123 748
Senior Citizens 138 60 78
PWD 29 19 10
Solo Parents 16 5 11
Married Woman 710 0 710
Temporary 5 4 1
Co-Term 83 42 41
4,218 1,974 2,244
8.IMPLEMENTED PERIOD:
Start: N/A End: N/A
9.MAJOR OUTPUT OR SUCCESS INDICATORS:
Training policy implemented and reported tp HRDC NT|LT june 30 & Dec 27 (Ql,T)
On boarding program implemented (Ql)
Departments’ compliance to SPMS monitored and reported to CM NLT 15 WDs after set deadlines. (Ql, T)
Employees given competency enhancements within the year (Ql)
10. SOURCE OF FUND ( Pls. Check)
🗹 1. General Fund ◻ 2. Trust Fund
🗹 1.1. GF - Proper ◻ 2.1. Financial Assistance/ Aid from National Government
◻ 1.2. 20% Development Fund ◻ 2.2. Financial Assistance from other LGUs
◻ 1.3. Economic Enterprise ◻ 2.3. Grants from outside sources
◻ 1.4. DRRM Fund ◻ 2.4. LGU Fund Transfer
◻ 1.5. Borrowings ◻ 2.5. Other Recipes
◻ 3.Special Educational Fund
11. RESOURCE & BUDGET REQUIREMENT BY PPA COMPONENT:
PPA Component Location Output Resource Object of PS MOOE CO Total Sourc Responsible
Expenditure/ e Office
Account Code Fund
Conduct of PMT Perf Government Periodic review Various Representation - 714,500.00 - 714,500.00 GF HRMDO
Mgt review sessions, Center sessions, Representation Expenses
conference/ Special conferences, Expenses 5-02-99-030
meetings special meetings,
operations review,
Committee
minutes of
meeting
TOTAL - 714,500.00 - 714,500.00

Curriculum Government “L&D design Various Office Office - 6,000.00 - 6,000.00 GF HRMDO
Development Center Session plans Supplies Supplies
Facilitators Expenses Expenses
manual” 5-02-03-010
Various other - 10,970.00 - 10,970.00 GF HRMDO
Supplies and Other Supplies
Materials and Materials
Expenses Expenses
5-02-03-990
TOTAL - 16,970.00 - 16,970.00

Monitoring & Government Training Various Subscription - 12,570.00 - 12,570.00 GF HRMDO

Evaluation Center Evaluation Subscription Expenses
Reports, Expenses 5-02-99-070
Performance
Management Various Training - 19,000.00 - 19,000.00 GF HRMDO
tracking reports, Training Expenses Expenses
Annual training 5-02-02-010
and policy imp
TOTAL - 31,57.00 - 31,57.00

Organizational L& D Government 2018 CSTP Various Training - 72,000.00 - 72,000.00 GF HRMDO
Need Analysis Center Training Expenses
Expenses 5-02-02-010
TOTAL - 72,000.00 - 72,000.00
Organizing and Government Learning and Various Furniture Furniture and - - 15,000.00 15,000.00 GF HRMDO
Delivery Center Development and Fixtures Fixtures
interventions 1-07-07-010
(training, fora, Various
seminars, Information & Information & - - 16,000.00 16,000.00 GF HRMDO
orientations) Communication Communicatio
conduct/ facilitate Technology n Technology
Equipment Equipment
1-07-05-030
Various Office
Supplies Office - 72,250.00 - 72,250.00 GF HRMDO
Expenses Supplies
Expenses
Various Other 5-02-03-010
supplies and GF HRMDO
Materials Other supplies - 33,000.00 - 33,000.00
Expenses and Materials
Expenses
Various 5-02-03-990
Printing and
 Publication Printing and - 10,000.00 - 10,000.00 GF HRMDO
Expenses Publication
Expenses
5-02-03-990
HRMDO

Various Textbooks and

Textbooks and Instructional - 5,000.00 5,000.00 5,000.00 GF HRMDO
Instructional Materials
Materials Expenses
Expenses 5-02-03-100
Training
Various Training Expenses - 2,735,600.00 - 2,735,600.00 GF HRMDO
Expenses 5-02-02-010
TOTAL - 2,858,850.00 31,000.00 2,889.850.00

Furniture and Fixtures - 0.00 15,000.00 15,000.00 GF HRMDO

Information & Communication Technology Equipment - 0.00 16,000.00 16,000.00 GF HRMDO
Office Supplies and Materials Expenses - 81,250.00 81,250.00 GF HRMDO
Other Supplies and Materials Expenses - 43,970.00 43,970.00 GF HRMDO
Printing and Publication Expenses - 10,000.00 10,000.00 GF HRMDO
Representation Expenses - 741,500.00 741,500.00 GF HRMDO
Subscription Expenses - 12,570.00 125,570.00 GF HRMDO
Textbooks and Instructional Materials Expenses - 5,000.00 5,000.00 GF HRMDO
Training expenses - 2,826,600.00 2,826,600.00 GF HRMDO
Total 3,720,890.00 31,000.00 3,720,890.00 GF HRMDO
Summary of Expenditures

12. IF WITH EXTERNAL FUNDING/ASSISTANCE:

Name of external donor/s N/A
Specific PPA component provide assistance N/A Output: N/A Cost: P N/A
Amount, in Kind or technical assistance provided:
13. GENDER AND DEVELOPMENT (GAD) MAINSTREAMING:
Name of PPA Component/s Output Cost
Organizational L& D Need Analysis Organizational L & D Need Analysis 72,000
Curriculum Development Curriculum Development 16,970
Organizing and Delivery Organizing and Delivery 2,858,850
Monitoring and Evaluation Monitoring and Evaluation 31,570
Conduct of PMT Perf Mgt review sessions, Conduct of PMT Perf Mgt review sessions, 741,500
conference/Special meetings conference/Special meetings
3,721,890.00

14. IF PPA COMPONENT/S THAT ADDRESS CLIMATE CHANGE (CC) ADAPTATION OR MITIGATION:
CC Objective : N/A
Climate risk being addressed: N/A
Estimated amount of CC expenditures : N/A
CC Typology : N/A
15. EXPECTED PRIVATE SECTOR RESPONSE AFTER PPA IS COMPLETED :
1.Sponsorship in form of learning and development interventions
2.Increased confidence in government service providers
3.Increased satisfaction rating for government service process
16. POSSIBLE RISKS THAT MAY IMPEDE THE SUCCESS OF THE PPA :
Change in government priorities; Changes to laws, rules and regulations
Changes in capabilities of staff assignments
17. LEGISLATIVE SUPPORT :
Appropriation Ordinance approving the funding requirements of the program

PREPARED BY: APPROVED BY:

CHRISMOSA I. CLARISSA LEAH Y. TOLIMAO, MBM