The one I Used in my MPA Class Reporting

1. CAREER &
EMPLOYEE
DEVELOPMENT
JAYCEE SANTOS HIPOLITO

2. SCOPE
• Merit & Promotion
• Performance Evaluation
• Training & Employee
Development
• Suggestions and Incentive
Award System

3. CAREER DEVELOPMENT
• is the lifelong process of
managing learning, work,
leisure, and transitions in order
to move toward a personally
determined and evolving
preferred future.

4. PERSONAL DEVELOPMENT
• covers activities that improve
awareness and
identity, develop talents and
potential, build human capital
and facilitate employability,
enhance the quality of life and
contribute to the realization of
dreams and aspirations.

6. CAREER & PERSONAL
DEVELOPMENT
• Career and Personal
Development require an
individual focus.
• Development needs will vary
according to the job role held
and the individual's needs,
wishes, abilities, skills and
other personal qualities and
attributes.

7. CAREER &
EMPLOYEE
DEVELOPMENT
IN THE CIVIL SERVICE SYSTEM

8. CIVIL SERVICE SYSTEM
• Merit & Fitness
GOAL: to establish a career service
and adopt measures to promote
MORALE, EFFICIENCY ,
INTEGRITY,
RESPONSIVENESS &
COURTESY
in the government.

9. MERIT PROMOTION
is the system by which entrance and
advancement in the civil service is based on
merit and fitness to be determined by
competitive examinations and other
objective criteria.
The system is diametrically opposed to the
patronage system which puts on family and
political affiliations and pressures.

10. PHILIPPINE CIVIL SERVICE
• Established during the American
Regime
• Civil Service Act (Public Act No.5)
on September 19, 1900
• 1st
Annual Report dated February
7, 1901

11. • “method to prevent unworthy
persons from securing honesty in
the transaction of public business,
which desired in the future
government of these Islands so
that the people may have the
fullest measure of good
government.”

12. Who among you had
experiences of
being promoted
from your recent or
previous jobs?

13. PROMOTION
• Is the advancement of an
employee from one position to
another with an increase in
duties and responsibilities.
• It is usually accompanied by
increase in SALARY.

14. POLICIES ON PROMOTION
• Next in Rank to the vacancy in the 1st
level
• Next in Rank position on the entire
bureaucracy are considered for
promotion on the 2nd
level.
• The most qualified next in rank
employee may be promoted to the
vacancy.

15. • Appointment of a NOT next in rank person
but with superior qualifications and
competence than the next in rank
employee.
• Next in Rank is defined as the one which
by reason of the hierarchical arrangement
of position assumes the nearest degree of
relationship to higher position as they
appear in the agency’s SYSTEM OF
RANKING POSITIONS (SRP)

16. • When employees are on equal
footing in their qualifications,
preference may be given to the
employee in the organizational
unit where the vacant position is,
or for second level position, in the
department or agency where the
vacancy is.

17. FACTORS IN DETERMINING
DEGREE OF COMPETENCE
PERFORMANCE RATING SHOULD BE VERY
SATISFACTORY
EDUCATION & TRAININGS Educational background, completion of
trainings, scholarship, training grants and
others.
Experience & Outstanding
Accomplishment
Occupational History, work experience,
accomplishment worthy of special
commendation
Physical Characteristic & Personality
Traits
Physical fitness, attitude and personality
traits
Potential Capability not only to perform duties but
also those higher position that entails more
responsibilities.

18. SELECTION & PROMOTION
BOARD
1. An official of the department/agency is
directly responsible for personnel
management
2. A representative Management
3. A representative of the organizational unit
where the vacancy is
4. 2 representative of the rank and file
employees representing 1st
& 2nd
Level
selected by employee association

19. FUNCTIONS OF THE BOARD
1. Adopts formal screening procedures and
formulate criteria for evaluation of
candidates for promotion
2. Evaluates the qualifications of employee
being considered for promotion according
to the set standards.

20. • 3. Prepares the list of employees
recommended for promotion from which
the appointing authority may choose.
• 4. Recommends the promotion of
employees most qualified to fill the
vacancies.

21. PROTEST/
APPEAL

23. OFFICE FOR LEGAL
AFFAIRS OF THE CIVIL
SERVICE
COMMISSION

24. • An appointment though contested , takes
effect immediately
• She/he will receive the salary approved for
the position.
• 30 days submission of appointment from
the date of issuance, otherwise
appointment becomes ineffective.
• It will also be ineffective, if the protest is
finally resolved against the employee.

25. PA
CHOCOLATE
NI
MAYOR

26. • PAK NA PAK (TRUE) KOKAK (FALSE)
1.The merit system was 1st
established during
the American Regime
2.An employee may be considered for
promotion if his rating is at least very
satisfactory
3.Promotion to the vacated position is
mandatory when the next in rank employee
is competent and qualified
4.The role of selection board is
recommendatory.

27. • PAK NA PAK
• PAK NA PAK
• KOKAK – the appointing authority may
appoint an individual who is next in rank
but who has superior qualifications and
competence than the next in rank
• PAK NA PAK
ANO BHEZZY, NAKA ILAN TAMA KA? PAK NA
PAK BA? O KOKAK KA?

28. PERFORMANCE
EVALUATION

30. JUDGEMENT

32. Performance Evaluation System
• Is a management tool which enables the
organization to gauge its performance.
• It identifies high and low performers and
therefore guides the organization in
maximizing its human resources,

33. WHAT IS PERFORMANCE
EVALUATION
• Is generally define as a system and
orderly method of administering continuing
appraisal, accurate recording and periodic
reporting of employee performance.
• It is NOT a once a year or twice a year
activity
• It is a DAY TO DAY coaching or teaching
obligations of the supervisor towards
subordinates.

34. WHY IT IS NECESSARY?
• It is the basis for all personnel actions like
PROMOTION, REASSIGNMENT, JOB
ROTATION, DEMOTION, TRAINING,
DISCIPLINARY ACTION & even
SCHOLARSHIP GRANT.
• It is the basis for the grant of the step
increment based on performance.

35. • It is the basis for the grant of other
incentives and awards
“PERFORMANCE BASED TENURE”.
An employee can invoke security of tenure if
he is performing well.

36. PERFORMANCE
EVALUATION SYSTEM
1. Continuously foster improvement of
employee performance & efficiency
2. Enhance organizational effectiveness &
productivity
3. Provide an objective performance rating
which shall serve as basis for incentives
& rewards, promotions, training &
development, personnel actins and
administrative sanctions.

37. MINIMUM REQUIREMENTS
• Identification of outputs & job related
behaviors of the position/function & the
corresponding standards which should be
mutually agreed upon by the supervisor
and subordinates for a particular appraisal
period.

38. • Means by which employee are currently
advised of their progress in accomplishing
assignments.
• Opportunities for supervisors to make
comments and recommendations
regarding employees strength and
weaknesses

39. • It is done every 6 months ending on 30th
June and 31 December.
• The system provides for sanctions against
raters who use it to give undue advantage
or disadvantage to people they rate.
• Adjectival rating may be adopted.

40. OUTSANDING When he/she exceeds at least 50%
VERY SATISFACTORY 25%
SATISFACTORY 100% is met
UNSATISFACTORY 51 to 99%
POOR Below 50%

41. • It contains objectives, basic
policies adhered to by the agency
in the implementation of the
system, procedures mechanics of
the system and mechanics of
ratings
• 15 days appeal if dissatisfaction
with the rating can be done

42. PA
CHOCOLATE
NI
MAYOR

43. • PAK NA PAK (TRUE) KOKAK (FALSE)
1.All agencies of the government are
required to have a performance evaluation
system.
2.Performance based tenure mean an
employee can invoke security of tenure if
he is performing well.
3.An employee shall be given an
outstanding rating when he/she exceeds
his/her targets by at least 25%

44. 4. Inefficiency and incompetence on the job
are grounds for suspension for a maximum
period of 1 year
5. The agency should strictly adopt the
performance evaluation set by CSC.

45. 1. PAK NA PAK
2. PAK NA PAK
3. KOKAK – an Employee shall be given
outstanding rating when he/she exceeds 50%
4. PAK NA PAK
5. KOKAK- Agencies are allowed to developed a
PES Model most appropriate to the peculiarity
of their functions.
ANO BHEZZY, PAK NA BA THIS TIME?
O KOKAK PADIN?
SAYANG ANG UNO

46. TRAINING & EMPLOYEE
DEVELOPMENT

48. • Human Resource development programs
include training and scholarship
opportunities, coaching, counseling,
special task force assignment & other
developmental activities
• PURPOSE: for keeping up on the job and
performance.
• Done continuously to retain a highly
competent and professional workforce.

49. EXPECTATIONS FROM
DEPARTMENTS
• Prepare a comprehensive annual training
development based on a periodic
assessment of needs
• Design, implement and evaluate in service
training & development programs

50. • Induction program
• Orientation program
• Reorientation program
• professional/technical/scientific program
• Employee development program
• Middle management development
program
• Pre retirement program
• Value development program
• Executive development program

51. • Scholarship program
• Local scholarship program (Master’s
Degree Program or Course)
• LSP- Bachelors Degree Completion
• Personnel Development Committee

52. Other HRD Interventions
• On the job Training
• Coaching
• Counseling
• Distance Learning Program
• Job Rotation

53. SUGGESTIONS &
INCENTIVE
AWARD SYSTEM

54. • System is designed to encourage
creativity, innovativeness, efficiency,
integrity and productivity in the public
service.
• Suggestion and Incentive Award
Committee (SIAC)

55. SIAC Composition
• Bureau or Department Level
– Highest HRM Officer
– Administrative Officer
– Legal Officer
– The President of the duly accredited
employee organization in the agency
– A rank & File employee to be elected at large

56. • Municipal, City or Provincial Level
– Highest HRM Officer
– Treasurer
– Representative from the office of the local
Chief Executive
– President of the duly accredited employee
organization
– A rank & file employee to be elected at large

57. Functions of SIAC
• Prescribe , subject to the approval of the
agency head, the procedure in evaluating
employee suggestions, inventions or
accomplishments
• Receive, review and process suggestions
and nominations
• Recommend the appropriate monetary
award to be granted to the employee for
his idea suggestions

58. • Recommend to the agency head the
employees who shall be nominated for the
honor awards or incentive awards or both
awards.
IN SBMA: TOP 10 OUTSTANDING
EMPLOYEE OF THE YEAR

59. Types of Awards
• Lingkod Bayan or the Presidential Award
• Civil Service Commission or PAG-ASA
Award
• The Department or Kapwa Award
• Dangal ng Bayan Award

60. Incentive Awards
• Performance Incentive
• Length of Service Incentives
• Productivity Incentives
• Gantimpala Agad Award
• Loyalty Award
• Retirement Award
• Monetary Award