in the Government

Civil Service Commission –National Capital Region

Grand Ballroom, B Hotel
July 5, 2019
Recruitment, Selection
and Placement
System and Competency Lenses
 Summary of RSP Indicators
System & Competency Lens Total
Practices Lens
26 13 39

Focus of Presentation
System & Competency Lens Total
Practices Lens
11 11 22
 RECRUITMENT, SELECTION
AND PLACEMENT (RSP)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
LENS: System
PILLAR: Governance

PILLAR EVIDENCE REQUIREMENTS

INDICATOR
(Element)
Policy RSP-G-S2.1  CSC-approved MPP with provisions
The Agency’s RSP policies on EEOP (introduce EOP)
and/or processes are  
customized to Agency’s  
requirements, and include  Customized RSP Policy with
specific guidelines in the specific guidelines in the application
application of equal of EEOP
employment opportunity  
principles. 
 RECRUITMENT, SELECTION
AND PLACEMENT (RSP)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
LENS: System
PILLAR: Governance

PILLAR EVIDENCE
INDICATOR
(Element) REQUIREMENTS
Structures RSP-G-S2.2  Signed Office Order for the
and Roles The Agency has a PSB composition of PSB with specific
that performs additional functions
functions to address  Minutes/Resolutions of Meetings
specific RSP needs  Customized screening criteria,
(e.g., formulates guidelines and tools
customized screening
criteria, guidelines and
tools).
 RECRUITMENT, SELECTION
AND PLACEMENT (RSP)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
LENS: System
PILLAR: Governance
PILLAR EVIDENCE REQUIREMENTS
INDICATOR
(Element)
Review RSP-G-S2.3  Accomplished Turn-around time Form
Mechanism The Agency tracks  Summary of Expenses from Publication to
efficiency of RSP Hiring/Placement
processes, and uses  
data to improve  Tracking tool/template with the following
system: information/data to improve system:
• Turn-around time  Turn-around time
(i.e., time to source and  Cost of sourcing
fill up vacant positions)
• Cost of sourcing and
hiring/ placement
 RECRUITMENT, SELECTION
AND PLACEMENT (RSP)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
LENS: System
PILLAR: Governance
PILLAR (Element) INDICATOR EVIDENCE REQUIREMENTS
Information and RSP-G-S2.5  RSP Process Flow
Communication The Agency maintains  Annual System Review
(use of technology) documentation and Report
records on:  PSB Minutes of Meetings/
• RSP process flow Deliberations
• System review data on  Comparative Assessment
RSP efficiency Matrix
• System implementation  Customized screening
(e.g., PSB minutes of criteria, guidelines and tools
meetings deliberations,  
comparative assessment
data, selection criteria,
etc.)
 RECRUITMENT, SELECTION
AND PLACEMENT (RSP)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
LENS: System
PILLAR: Talent Planning (Planning Aspect)
PILLAR EVIDENCE
(Element) INDICATOR REQUIREMENTS
Staffing/ RSP-TP-S2.1 • Approved Staffing Plan
Workforce Plan The Agency has an • Proposed amendment/
updated staffing plan modification of the existing
reflecting staffing
recommended staffing
modifications (e.g.,
deployment,
conversion of
positions,
reclassification) based
on planned annual HR
needs.
 RECRUITMENT, SELECTION
AND PLACEMENT (RSP)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
LENS: System
PILLAR: Talent Sourcing (Getting Talent Aspect)
PILLAR EVIDENCE REQUIREMENTS
INDICATOR
(Element)
Recruitment RSP-TS-S2.1  Annual Recruitment Plan
Plan The Agency has a
Recruitment Plan based
on anticipated vacancies
within the year and
includes possible
candidate sources (e.g.,
qualified next in rank
employees as well as
submitted applications,
referrals, etc.)
 RECRUITMENT, SELECTION
AND PLACEMENT (RSP)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
LENS: System
PILLAR: Talent Sourcing (Getting Talent Aspect)
PILLAR EVIDENCE REQUIREMENTS
INDICATOR
(Element)
Equal RSP-TS-S2.3
Employment The Agency’s Recruitment activities as provided in
Opportunity annual recruitment the EEOP guidelines contained in
Principles activities are the Agency Recruitment Plan.
planned to attract
diverse applicants
regardless of
gender, civil status,
disability, ethnicity,
religion, etc.
 RECRUITMENT, SELECTION
AND PLACEMENT (RSP)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
LENS: System
PILLAR: Talent Selection and Placement (Hiring and On-boarding Aspects)

PILLAR EVIDENCE REQUIREMENTS

INDICATOR
(Element)
Selection RSP-TSP-S2.1  Selection Criteria based on
Criteria The Agency’s updated PDF and required
selection criteria are QS
based on updated job
description and
approved/prescribed
Qualification
Standards specific for
the position to be
filled.
 RECRUITMENT, SELECTION
AND PLACEMENT (RSP)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
LENS: System
PILLAR: Talent Selection and Placement (Hiring and On-boarding Aspects)
PILLAR EVIDENCE REQUIREMENTS
INDICATOR
(Element)
Assessment RSP-TSP-S2.2  All Assessment Tools/ Instruments used
and The assessment and  Background Investigation Report
Selection selection process uses
Process appropriate additional tools
to evaluate candidate’s
functional/technical
qualifications for the job
(e.g., trade test, paper and
pencil test of functional
knowledge, etc.), and
background investigation
for short-listed candidates.
 RECRUITMENT, SELECTION
AND PLACEMENT (RSP)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
LENS: System
PILLAR: Talent Selection and Placement (Hiring and On-boarding Aspects)
PILLAR EVIDENCE
INDICATOR
(Element) REQUIREMENTS
Equal RSP-TSP-S2.3  Special assessment and selection
Employment The Agency’s criteria for differently-abled
Opportunity assessment and applicants or those with special
Principles selection criteria needs
processes are  
responsive to  Auxiliary aides (e.g. Braille, hearing
applicants with special aids) and other services that are
needs (e.g., auxiliary responsive to applicants with
aids* and services to special needs (e.g. availability of
visually or hearing wheelchairs and ramps for
impaired). applicants with physical disability)
 RECRUITMENT, SELECTION
AND PLACEMENT (RSP)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
LENS: System
PILLAR: Talent Selection and Placement (Hiring and On-boarding Aspects)

PILLAR EVIDENCE
INDICATOR
(Element) REQUIREMENTS
On- RSP-TSP-S2.4  On-boarding program with
boarding The Agency has an design/process flow
orientation program that
helps employees  Terminal Report
understand performance  
expectations, reporting
relationships and
information networks
needed to perform job.
 
 RECRUITMENT, SELECTION
AND PLACEMENT (RSP)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
LENS: Competencies
PILLAR: Governance
PILLAR EVIDENCE
INDICATOR
(Element) REQUIREMENTS
Policy RSP-G-C2.1
Review and Reviews and enhances RSP  Documentation on the
Formulation policies, policy guidelines participation/involvement in
and/or processes to meet the review of policies and
agency requirements and guidelines promoting EEOP
promote equal employment
opportunity principles, in
collaboration with the PSB,
managers/supervisors and
top management.
 
PROGRAM TO INSTITUTIONALIZE MERITOCRACY
AND EXCELLENCE IN HUMAN RESOURCE
MANAGEMENT (PRIME-HRM)

PERFORMANCE MANAGEMENT (PM)

 SUMMARY OF PM INDICATORS

SYSTEMS AND COMPETENCIES

TOTAL
PRACTICES LENS LENS
24 12 36

FOCUS OF PRESENTATION

SYSTEMS AND COMPETENCIES

TOTAL
PRACTICES LENS LENS
10 12 22
 PERFORMANCE
MANAGEMENT (PM)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
LENS: System
PILLAR: Governance
PILLAR EVIDENCE
(Element) INDICATOR REQUIREMENTS

Structures PM-G-S2.2  Office Order

and Roles The Agency has a PMT that creating PMT with
performs additional functions to defined roles and
address specific PM needs (e.g., responsibilities as
formulates customized criteria, per CSC MC No.
guidelines and tools for setting 6, Series of 2012
performance standards) (SPMS)
   Internal/
customized
Guidelines
 PERFORMANCE
MANAGEMENT (PM)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
LENS: System
PILLAR: Governance
PILLAR EVIDENCE
INDICATOR
(Element) REQUIREMENTS
Review PM-G-S2.3
Mechanis The Agency tracks the efficiency of Report on
m PM processes and uses data to Annual/Semestral
improve system: Review of PM:
• Completion of Performance  Introduction
Review Summary of Ratings (Thrusts/Directions)
supported by signed Office and  Key Accomplishments
Individual Commitment and  Issues & Concerns
Performance Review forms  Recommended
• Timely submission of required Actions/Next Steps
PM forms and reports
• SPMS Calendar
 PERFORMANCE
MANAGEMENT (PM)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
LENS: System
PILLAR: Governance
PILLAR EVIDENCE
INDICATOR
(Element) REQUIREMENTS
Information PM-G-S2.4  Database of MFOs &
and The Agency uses a Success Indicators
Communicat computer-based system to  Computerized
ion maintain PM documents. Performance
(use of   Management forms/
technology) documents
 Summary of Ratings
 Computerized
Monitoring tools
 
 PERFORMANCE
MANAGEMENT (PM)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
LENS: System
PILLAR: Governance

PILLAR EVIDENCE
INDICATOR
(Element) REQUIREMENTS
Information and PM-G-S2.5  Data on PM (uploaded in the
Communication The Agency maintains computer-based system)
(database documentation and records on:  PM process flow
content) • PM process flow  Table of MFOs and
• MFOs and success indicators corresponding Success
• System review data on PM indicators
efficiency  Report on PMS implementation
• System implementation (e.g., (e.g., PDF files of PMT minutes
PMT minutes; performance of meetings and resolutions;
review calibration results) performance review calibration
results)
 
 PERFORMANCE
MANAGEMENT (PM)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
LENS: System
PILLAR: Performance Planning and Commitment
PILLAR EVIDENCE
(Element INDICATOR REQUIREMENTS
)
Standard PM-PC-S2.2  DPCR/IPCR with targets
Setting The Agency has a based on SMART
process for establishing/ parameters
clarifying specific  Minutes of PMT Meetings
performance standards  
for individual positions
vis-à-vis unit.
 
 PERFORMANCE
MANAGEMENT (PM)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
LENS: System
PILLAR: Performance Monitoring and Coaching

PILLAR EVIDENCE
INDICATOR
(Element) REQUIREMENTS
Performance PM-PMC-S2.1  Report on Periodic Review
Tracking The Agency has of Performance
processes (e.g.,  Monitoring tools per MFOs
periodic review) that  Performance Review
managers/ Process Flow
supervisors and  Coaching journals
employees use to  
track individual
performance.
 
 PERFORMANCE
MANAGEMENT (PM)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
LENS: System
PILLAR: Performance Review and Evaluation
PILLAR EVIDENCE
INDICATOR
(Element) REQUIREMENTS
Performance PM-PRE-S2.1  DPCR/IPCR with
Review and The Agency’s individual self-rating validated
Evaluation performance review and by supervisor/
evaluation process involves manager and
validation of employees’ self- confirmed by the
rating by PMT, as applicable
managers/supervisors based  Monitoring tools per
on documented MFOs
accomplishments.  
 
 PERFORMANCE
MANAGEMENT (PM)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
LENS: System
PILLAR: Development Planning
PILLAR EVIDENCE
INDICATOR
(Element) REQUIREMENTS
Development PM-DP-S2.1  Sample
Planning Agency uses customized accomplished
planning templates (e.g., customized IDP
individual development plan) for Performance
to discuss and document Improvement/
employees’ development Enhancement
areas and to recommend  
interventions.
 
 PERFORMANCE
MANAGEMENT (PM)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
LENS: Competencies
PILLAR: Governance
PILLAR EVIDENCE
INDICATOR
(Element) REQUIREMENTS
Policy PM-G-C2.1  Any document on the
Review and Reviews and refines PM participation/involvement
Formulation policies and/or policy of HRMO in the review
guidelines to meet agency of PM policy guidelines
requirements and promote and promoting EOP
equal opportunity principles (e.g. reports, minutes,
(e.g., provision of enabling proposals, etc.)
support for differently-abled
staff to meet targets), in
collaboration with the PMT,
managers/supervisors and
top management.
 PROGRAM TO INSTITUTIONALIZE
MERITOCRACY AND EXCELLENCE IN
HUMAN RESOURCE MANAGEMENT (PRIME-
HRM)

Learning and Development

Summary of
Learning and Development Indicators

SYSTEM AND COMPETENCIES

TOTAL
PRACTICE LENSES LENSE
24 14 38

FOCUS OF PRESENTATION

SYSTEM AND COMPETENCIES

TOTAL
PRACTICE LENSES LENSE
10 14 24
 LEARNING AND
DEVELOPMENT (L&D)
EVIDENCE/PROOF FOR MEETING MATURITY LEVEL II

LENS: System
PILLAR: Governance

PILLAR EVIDENCE
INDICATOR
(Element) REQUIREMENTS

Policy L&D-G-S2.1

The Agency’s L&D policies and/or  L&D Plan  with

processes are customized to specific guidelines
Agency’s requirements, and on applying EOP.
include specific guidelines on  
application of equal opportunity
principles.
 LEARNING AND
DEVELOPMENT (L&D)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II

LENS: System
PILLAR: Governance
PILLAR
INDICATOR EVIDENCE REQUIREMENTS
(Element)
Structures L&D-G-S2.2
and Roles The Agency has a PDC  Signed Office Order for the
that performs additional composition of HRDC or its
functions to address equivalent with additional
specific L&D needs functions
(e.g., develops  Minutes/Resolutions of Meetings
customized criteria and  Customized criteria and
screening process for screening process in selecting
selecting nominees to nominees to L&D interventions/
scholarships and scholarship
conferences). 
 LEARNING AND
DEVELOPMENT (L&D)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II

LENS: System
PILLAR: Governance
PILLAR EVIDENCE
INDICATOR
(Element) REQUIREMENTS

Review L&D-G-S2.3
 Report on the data
Mechanism The Agency tracks the efficiency of L&D gathered in the
processes and uses data to improve annual review of the
system: efficiency of L&D
• Percentage of employees provided policies, systems and
L&D intervention (i.e., compliance with processes in place.
required 1 HR intervention per  BUR – planned vs.
employee) actual
• Budget utilization  Tool/Instrument used
• Participants’ feedback on conduct of in tracking efficiency
L&D interventions (Level 1 Evaluation) of system
 LEARNING AND
DEVELOPMENT (L&D)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
LENS: System
PILLAR: Governance
EVIDENCE
PILLAR (Element) INDICATOR
REQUIREMENTS
Information and L&D-G-S2.5
The Agency maintains
Communication
documentation and records on:
(use of
• L&D process flow  L&D process flow
technology)  Report on the annual
• System review data on L&D
efficiency review of L&D policies,
• System implementation (e.g., systems and processes
PDC recommendations, L&D  Profile of internal and
documentation and reports, etc.) external Resource
• Learning Service Provider Persons, LSP/SME
(LSP) management system  Minutes of Meetings re:
(e.g., profile of internal and review done
external resource persons)
 LEARNING AND
DEVELOPMENT (L&D)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II

LENS: System
PILLAR: Planning and M&E
PILLAR EVIDENCE
INDICATOR
(Element) REQUIREMENTS

L&D L&D-PME-S2.2
Monitoring The Agency uses L&D  Accomplished learning
and evaluation tools/ processes to evaluation
Evaluation assess participants’ acquisition instruments/tools such
of learning vis-à-vis learning as Pre- and Post Test,
objectives (i.e., Level 2 or Re-echo, Learning
learning level evaluation).   Journal, Back to Work
Report
 LEARNING AND
DEVELOPMENT (L&D)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II

LENS: System
PILLAR: Execution
PILLAR EVIDENCE
INDICATOR
(Element) REQUIREMENTS

Design L&D-E-S2.1
The agency has a training  Training Design with
design process that involves Training Activity Plan
developing terminal and session
objectives aligned with validated
learning needs of targeted
learners, to guide training
activity plan preparation and
implementation.
 
 LEARNING AND
DEVELOPMENT (L&D)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II

LENS: System
PILLAR: Execution
PILLAR EVIDENCE
INDICATOR
(Element) REQUIREMENTS
Design L&D-E-S2.2
The Agency designs training  Training Activity Plan
programs that use a mix of containing
methodologies that are learner- experiential and
centred (i.e., experiential and participative
participative) to facilitate achievement methodologies such
of learning objectives. The design is as:
captured in a training activity plan. o Role Play
  o Simulation
o Workshops
 LEARNING AND
DEVELOPMENT (L&D)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II

LENS: System
PILLAR: Execution
PILLAR EVIDENCE
INDICATOR
(Element) REQUIREMENTS

Development L&D-E-S2.3
The Agency develops  Sample customized
customized learning learning materials and
materials and training aids to training aids such as:
support delivery of L&D  Training Activity Plan
programs.  AVP Materials
   Management of
Learning Activities
 Handouts
 LEARNING AND
DEVELOPMENT (L&D)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II

LENS: System
PILLAR: Execution
PILLAR EVIDENCE
INDICATOR
(Element) REQUIREMENTS

Delivery L&D-E-S2.4
The agency’s L&D  Training Report (actual conduct
interventions are executed, vis-a-vis Training Activity Plan
monitored and evaluated containing documentation of
based on activity plan. conducted L&D interventions
  based on the detailed training
activity plan from execution,
monitoring, and evaluation)
 LEARNING AND
DEVELOPMENT (L&D)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II

LENS: System
PILLAR: Execution
PILLAR EVIDENCE
INDICATOR
(Element) REQUIREMENTS

Learning L&D-E-S2.5
Service The Agency has  Approved LSP Management system
Provider guidelines for which includes the following:
Management identifying,
 Criteria on the Selection of
monitoring and
evaluating LSPs/SMEs/Resource Persons
 Guidelines in monitoring and
efficiency and
effectiveness of evaluating LSPs
 TOR/MOA/ Contract with the
L&D service
providers. LSPs/SMEs/ Resource Persons
 Summary of Trainer’s Rating per
 
Program
 LEARNING AND
DEVELOPMENT (L&D)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II

LENS: Competencies
PILLAR: Governance
PILLAR EVIDENCE
INDICATOR
(Element) REQUIREMENTS
Policy L&D-G-C2.1
Review and Reviews and refines L&D policies,  Document showing
Formulation policy guidelines to meet agency participation/involve-
requirements and promote equal ment in the review of
opportunity principles (eg; L&D policies and
provision of enabling support for guidelines in
differently abled staff to meet promoting EOP such
targets) in collaboration with the as Proposal, Minutes,
PDC, managers/supervisors and Study, Reports,
top management. Highlights of meeting
 DESIRED COMPETENCIES OF
HRM OFFICE HEAD
AND STAFF

Policy Review L&D Designing Program

Planning
and Formulation and Development Management

Annual Annual Training L&D

L&D L&D Designs Interventions
System Planning
Review
Evaluation Learning
Report on L&D Financial Tools/ Service
System Planning Instruments Providers
Enhancement
Learning Aids Budget
Utilization
 DESIRED COMPETENCIES OF
HRM OFFICE HEAD
AND STAFF
Monitoring and Data
Communication Data Analysis
Evaluation Management

Communication Data
M&E Plan Data
Plan Requirements
Maintenance
Monitoring Annual Report Data
Database
Tools and on the Collection
Administration
Instruments Execution of the
Communication Data
Evaluation Plan Processing Database
Tools and Management
Instruments System
Data
Cleaning
Data
Integration
The Human Resource Management Office (HRMO)
needs to develop or enhance its competencies in the
areas presented to enable it to:

 develop or craft the Evidence Requirements

(ERs) of the different indicators under the
different pillars of the core HR Systems in the
PRIME – HRM; or

 assist the managers and the different Committees

responsible or tasked to produce the said Evidence
Requirements.
 In order for the Human Resource Management
Office (HRMO) head and staff to be assessed
in relation to their proficiency level
in the competencies previously presented,
they need to produce documents that will
show their level of involvement/participation in
producing the Evidence Requirements.
 REWARDS and
RECOGNITION ( R & R)
PRIME-HRM Forum
B-Hotel, July 05, 2019
 Summary of Indicators

HR Area SPL CL Total

RSP 26 13 39
L&D 24 14 38
PMS 24 12 36
R&R 16 7 23
Total 90 46 136
 REWARDS AND
RECOGNITION (R&R)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
LENS: System
PILLAR: Governance

PILLAR EVIDENCE
INDICATOR
(Element) REQUIREMENTS
Policy R&R-G-S2.1  Customized
The Agency’s R&R policies and/or R&R Policy
processes are customized to with specific
Agency’s requirements, and include guidelines in
specific guidelines in the the application
application of EOP. of EOP
 
 REWARDS AND
RECOGNITION (R&R)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
LENS: System
PILLAR: Governance
PILLAR EVIDENCE
INDICATOR
(Element) REQUIREMENTS
Structures R&R-G-S2.2  Signed Office
and Roles The Agency has an R&R Order for the
Committee that performs composition of
additional functions to address R&R Committee
specific R&R needs (e.g., (e.g. PRAISE
develops customized R&R Committee)
programs and guidelines).  Minutes of the
  meetings and/or
resolutions
 REWARDS AND
RECOGNITION (R&R)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
LENS: System
PILLAR: Governance
PILLAR EVIDENCE
INDICATOR
(Element) REQUIREMENTS
Review R&R-G-S2.3  Tracking tool/template with
Mechanism The Agency tracks the the following data/information
efficiency of R&R on: (for efficiency)
processes and uses  Annual R&R budget utilization
data to improve vis-à-vis R&R implemented
system: programs
• Annual R&R budget  Report on grant of R&R,
utilization vis-à-vis Liquidation Report
R&R implemented  Annual Report on the
programs Implementation of R&R
  Program  
 REWARDS AND
RECOGNITION (R&R)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
LENS: System
PILLAR: Governance

PILLAR EVIDENCE
INDICATOR
(Element) REQUIREMENTS
Information and R&R-G-S2.4  List / Profile of
Communication The Agency uses a Awardees
(use of computer-based system  Database of Awards
technology) to maintain R&R and Demographics
documents.  
 
 REWARDS AND
RECOGNITION (R&R)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
LENS: System
PILLAR: Governance
PILLAR EVIDENCE
INDICATOR
(Element) REQUIREMENTS
Information R&R-G-S2.5 Documentation and records
and The Agency maintains on:
Communicat documentation and  R&R process flow
ion records on:  Annual R&R Report to
(database • R&R process flow include budget vs actual
content) • System review data on expense
R&R efficiency  Minutes of R&R
• System implementation Committee Meetings on
(e.g., R&R Committee System Implementation
minutes) and Review
 REWARDS AND
RECOGNITION (R&R)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
LENS: System
PILLAR: Planning

PILLAR EVIDENCE
(Element) INDICATOR REQUIREMENTS
Planning R&R-P-S2.1  Annual R&R
The Agency has customized Plan and
annual R&R plans and programs, Programs with
which indicates budget for each budget
program/ activity. allocation
 
 REWARDS AND
RECOGNITION (R&R)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
LENS: System
PILLAR: Planning
PILLAR EVIDENCE
INDICATOR
(Element) REQUIREMENTS
Planning R&R-P-S2.2  List of planned and “on-
The Agency’s R&R the-spot” monetary and
programs include planned non-monetary benefits
and “on-the-spot” incentives and incentives
and recognition (both List of Non-monetary R&R
monetary and non-
monetary) for innovative  Report / documentation
ideas and exemplary on the grant of other
behavior of employees. non-monetary
  R&R/incentives/ benefits
not included in PRAISE 
 REWARDS AND
RECOGNITION (R&R)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
LENS: System
PILLAR: Implementation
PILLAR EVIDENCE
INDICATOR
(Element) REQUIREMENTS
R&R R&R-I-S2.1  R&R screening and
Screening The Agency’s screening selection criteria with
and Selection and selection criteria and provisions on EOP
Criteria and processes for customized  
Processes R&R programs apply to all
employees, consistent with
equal opportunity
principles.
 
 REWARDS AND
RECOGNITION (R&R)
EVIDENCE/PROOF OF MEETING MATURITY LEVEL II
LENS: Competencies
PILLAR: Governance
PILLAR EVIDENCE
INDICATOR
(Element) REQUIREMENTS
Policy R&R-G-C1.2  R&R Policies
Review and Reviews and refines R&R policies, with specific
Formulation policy guidelines and/or processes provision on
to meet agency requirements EOP
and promote equal opportunity  Minutes
principles in collaboration with the (RECOMMEND
R&R Committee, ATION) of the
managers/supervisors and top Review of R&R
management. Program and its
Implementation
DESIRED COMPETENCIES OF
HRM OFFICE HEAD AND STAFF FOR R & R

Policy Review and Designing of R&R

Planning
Formulation Monitoring Tools

R&R Tracking Tool

R&R
Planning Designs
System Review

R&R
R&R Evaluation Tools/
Planning Instruments
Enhancement
 DESIRED COMPETENCIES OF
HRM OFFICE HEAD
AND STAFF FOR PM
Monitoring and Data
Communication Data Analysis
Evaluation Management

Communication Data
M&E Plan Data
Plan Collection
Maintenance
Monitoring Data
Execution & Database
Tools and Processing
Implementation Administration
Instruments

Evaluation Data Treatment Database

Tools and Sustainability Management
Instruments System
& Follow Through
Data
Integration
The Human Resource Management Office (HRMO)
needs to develop or enhance its competencies in the
areas presented to enable it to:

 Develop or craft the Evidence Requirements

(ERs) of the different indicators under the
different pillars of the core HR Systems in the
PRIME – HRM; or

 Assist the managers and the different Committees

responsible or tasked to produce the said Evidence
Requirements.
In order for the Human Resource Management
Office (HRMO) to be assessed in relation to the
competencies previously presented, it needs to
show any document to demonstrate their
level of involvement/participation in the
preparation of the Evidence Requirements.
HRMO Role

“HR is shifting from

focusing on the
 organization of
the business to
focusing on the
business of the
organization.”

- David Ulrich
THANK YOU !!!

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