Document No.: ADM-HRD-P001 Rev. No.: HIRING PROCEDURE … · Panunumpa sa Katungkulan...

HIRING PROCEDURE

Document No.: ADM-HRD-P001 Rev. No.: 00

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This document is a property of Silang Water District (SWD) and the contents are treated confidential. Unauthorized reproduction is strictly prohibited unless otherwise, permitted by SWD Management.

DCN REV IMPLEMENTATION DATE

REVISION HISTORY

ORIGINATED BY REVIEWED BY APPROVED

BY PAGE

REVISED NO. NO.

2016-013 00 09/06/2016 INITIAL

RELEASE IVY ANN T.

BELEN JOANNE APRIL M. DELA REA

BONIFACIO B. DELA CRUZ NONE

HIRING PROCEDURE


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1.0 PURPOSE

To strictly adhere to the principles of merit, fitness and equality. The selection of employees shall be based on their relative qualifications and competence to perform the duties and responsibilities of the position. There shall be no discrimination in the selection of employees on account of gender, civil status, disability, religion or political affiliation. .

2.0 SCOPE This procedure shall cover all the positions in the Silang Water District.

3.0 DEFINITION OF TERMS

3.1 Head of the Agency – refers to the General Manager of Silang Water District (SWD).

3.2 Assessment - the evaluation or estimation of the nature, quality, or ability of the applicant.

3.3 SWD Employee – refers to permanent employee and job order employee.

3.4 Permanent Employee (Regular Employee) – works for SWD and are paid directly by that

employer. In addition to their wages, they often receive benefits like subsidized health care, paid vacations, holidays, sick time, or contributions to a retirement plan.

3.5 Job Order Employee – Non-regular employee. The contract of services are not covered by

the Civil Service law, rules and regulations but covered by the Commission on Audit. No employer-employee relationship exists between the individual and the government services rendered thereunder is not as government service.

3.6 Candidate – a person who applies for a job/position.

3.7 Vacancy – an unoccupied position or job.

3.8 Selection Line-Up – is a listing of qualified and competent applicants for consideration to a

vacancy.

4.0 REFERENCE DOCUMENTS

4.1 Qualification Standards Manual 4.2 Merit Selection Plan 4.3 Revised Omnibus Rules on Appointments and other Personnel Actions

5.0 SAFETY REQUIREMENTS

Not Applicable

HIRING PROCEDURE


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6.0 EQUIPMENT AND MATERIALS

6.1 Computer 6.2 Printer 6.3 Photocopying machine 6.4 Customized 201 file folder

HIRING PROCEDURE


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7.0 PROCESS FLOW

7.1 PROCEDURE ON HIRING (PERMANENT / PROMOTION)

RESPONSIBLE FLOW CHART REFERENCE Industrial Relations Request for Filling-up Management Officer B Permanent Position (ADM-HRD-F001) Industrial Relations Request for Filling-up Management Officer B Permanent Position (ADM-HRD-F001) Head of the Agency Request of Filling-Up Request for Filling-up Permanent Position (ADM-HRD-F001) Administration Services Request for Publication Assistant C of Vacant Positions

Industrial Relations Personal Data Sheet Management Officer B (ADM-HRD-F012) and

other credentials submitted Industrial Relations Selection line-up Management Officer B

Receives request for filling-up of

vacant position from the requesting

division and forwards to the Division

Head of HR for recommendation

Forwards the request for filling-up of

vacant position (personnel

requirement) to the Head of the

Agency for approval

Reviews and approves the request for

filling-up of vacant position. Forwards

the request to the HR Division

Prepares and Submits Request for

Publication of Vacant Positions in the

CSC Bulletin of Vacant Positions to

the CSC Field Office

Receives and reviews application and

prepares summary list of applicants for

preliminary evaluation

A

Notifies all applicants of the outcome

of the preliminary evaluation

HIRING PROCEDURE


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RESPONSIBLE FLOW CHART REFERENCE Industrial Relations Selection line-up Management Officer B and Summary of Qualifications

Personnel Selection Boar Personnel Selection Interview Assessment

Board Form (ADM-HRD-F008) Potential Assessment Form (ADM-HRD-F009) Summary of Qualifications Personal Data Sheet (ADM-HRD-F012) Selection line-up

Minutes of the Meeting

Industrial Relations Results of Assessment Management Officer B (Report) Individual Assessment Form for Permanent Employee (ADM-HRD- F006) Individual Assessment Form for Job Order Employee (ADM-HRD- F007) Minutes of the Meeting Personnel Selection Results of Assessment Board Minutes of the Meeting Individual Assessment Form for Permanent Employee (ADM-HRD- F006)

Makes a systematic evaluation /

assessment and interview based on

the competency and qualifications of

candidates

Prepares and submits results of

assessment to the PSB Committee

Prepares and submits selection line-up

and summary of qualifications of

applicants to the Personnel Selection

Board Committee

B

Deliberations of assessment result

A

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RESPONSIBLE FLOW CHART REFERENCE Individual Assessment Form for Job Order Employee (ADM-HRD- F007) Industrial Relations Results of Assessment Management Officer B (Report)

Head of the Agency Results of Assessment Division Manager C – HR Office Memorandum Industrial Relations Checklist of Management Officer B Requirements for Employment Industrial Relations Appointment Management Officer B (ADM-HRD-F011) Senior Industrial Appointment Relations Management Processing Checklist Officer A (ADM-HRD-F010) Personal Data Sheet (ADM-HRD-F012) Position Description Form (ADM-HRD-F013)

Interview and chooses the applicant to

be appointed

Prepares the appointment and

attachments

Prepares and issues Checklist of

Requirements

Submits the results of assessment to

the Head of the Agency for evaluation

B

C

Prepares the notice of appointment of an employee

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RESPONSIBLE FLOW CHART REFERENCE Panunumpa sa Katungkulan (ADM- HRD-F014)

Medical Certificate (ADM-HRD-F015) Certificate of Promotion Selection Board Assumption of Duty Head of the Agency Appointment (ADM- HRD-F011) Administration Services Report on Appointment Assistant C Issued (CSC Monthly Report) Appointment (ADM- HRD-F011) Industrial Relations Appointment Management Officer B (ADM-HRD-F011) Sr. Industrial Relations Attendance Sheet Management Officer A Certificate of Attendance

Signs the appointments

Conducts orientation to newly appointed employee

C

Submits the appointments in Civil

Service Commission Field Office

Provides employee a copy of

appointment and files the appointment

in 201

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7.2 PROCEDURE ON HIRING (JOB ORDER) RESPONSIBLE FLOW CHART REFERENCE Administration Request Form for Services Assistant C Personnel (ADM-HRD- F002) Administration Request Form for Services Assistant C Personnel (ADM-HRD- F002) Head of the Agency Request of Filling-Up Request Form for Personnel (ADM-HRD- F002) Industrial Relations Management Officer B Notice of Job Vacancy Industrial Relations Personal Data Sheet Management Officer B (ADM-HRD-F012) and other credentials submitted Industrial Relations Interview Guide Management Officer B (ADM-HRD-F003) Guide Pre-Employment Background Check (ADM-HRD-F004) Industrial Relations Testing Tools Management Officer B Results of Qualifying Examination

Personnel

Receives request for personnel

requirement from the requisitioning

division

Forwards the request for personnel

requirement to the Head of the Agency

for approval

Approves the request for personnel

requirement. Returns the request to

the HR Division

Receives application and prepares

summary list of applicants for

preliminary evaluation

Conducts preliminary interview

Conducts and checks qualifying

examinations

A

Prepares advertisement to post job

announcements

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RESPONSIBLE FLOW CHART REFERENCE

Industrial Relations Request for Direct Call Management Officer B Management Officer B Telephone Services

Form -Interview Assessment Form Personnel Selection Board Interview Assessment

Form (ADM-HRD-F008) Potential Assessment Form (ADM-HRD-F009) Summary of Qualifications Personal Data Sheet (ADM-HRD-F012) Selection line-up

Minutes of the Meeting Industrial Relations Results of Assessment Management Officer B (Report) Individual Assessment Form for Applicant Outside SWD and Newly Hired Job Order (ADM-HRDF005) Minutes of the Meeting Personnel Selection Results of Assessment Board Minutes of the Meeting Individual Assessment Form for Applicant Outside SWD and Newly Hired Job Order Employee (ADM-HRD- F005)

Makes a systematic evaluation /

assessment and interview based on

the competency and qualifications of

candidates

Prepares and submits results of

assessment to the PSB Committee

Deliberation of assessment result

B

A

Notifies all applicants of the outcome

of the preliminary evaluation

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RESPONSIBLE FLOW CHART REFERENCE Industrial Relations Results of Assessment Management Officer B (Report) Head of the Agency Results of Assessment (Report)

Administration Services Checklist of Assistant C Requirements for Employment Administration Services Job Order Contract Assistant C (ADM-HRD-F018) Administration Services Assistant C Job Order Employee Job Order Contract Head of the Requisitioning (ADM-HRD-F018) Division Department Manager C Finance Services Division Manager C Human Resource Head of the Agency

Administration Services Assistant C

Sr. Industrial Relations Attendance Sheet Management Officer A

Prepares and issues Checklist of

Requirements

Signs the Job Order Contract

Interviews and chooses the applicant

to be hired

Prepares the Job Order Contract

Endorses the newly-hired employee to the requesting division

Submits the results of assessment to

the Head of the Agency for evaluation

B

Conducts orientation to newly hired Job Order employee

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8.0 PROCEDURE

8.1 PROCEDURE ON HIRING (PERMANENT / PROMOTION)

8.1.1 The Industrial Relations Management Officer B shall receive the Request for Filling-up Permanent Position (ADM-HRD-F001) from the requisitioning division and forward the same to the Division Manager C of the Human Resource Division for recommendation.

8.1.2 The Industrial Relations Management Officer B shall forward the Request for Filling-up Permanent Position (ADM-HRD-F001) to the General Manager for review and approval, for SG 18 and above approval of the Board of Directors and issuance of a Duly Approved Board Resolution is required prior to processing of the request. The approved Request shall be forwarded to the HR Division.

8.1.3 The Administration Services Assistant C shall prepare letter of request for publication of vacant position in the CSC Bulletin of Vacant Positions to the CSC Field Office. The receiving copy of the said letter shall be posted in Main and Annex Offices of SWD for at least 10 calendar days (Other appropriate modes of publication shall be considered). The vacant positions which are not filled within six months should be re-published.

8.1.4 The Industrial Relations Management Officer B shall receive, review and check the completeness of requirements and data submitted by the applicant and prepares summary list of aspiring candidates for the vacant position.

8.1.5 The Industrial Relations Management Officer B shall conduct preliminary evaluation of the qualifications of all candidates. Those initially found qualified shall undergo further assessment. The IRMOB shall prepare summary of qualifications of applicant and selection line-up. The summary of qualifications of applicant shall reflect the comparative competence and qualifications of candidates on the basis of:

a. Performance for the last two rating periods

b. Education and Training

c. Experience and Outstanding Accomplishments

d. Eligibility (if applicable)

8.1.6 The IRMOB shall notify all applicants of the outcome of the preliminary evaluation.

8.1.7 IRMOB shall submit the assessment tools being used by the Personnel Selection Board Committee for interview and deliberation applicant’s qualifications and competencies. a. List of selection line-up b. Summary of Qualifications of applicant c. Personal Data Sheet (ADM-HRD-F012)

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d. Potential Assessment Form (ADM-HRD-F009) - to be accomplished by the supervisor of the considered candidate to the position

e. Interview Assessment Form (ADM-HRD-F008) - to be accomplished by the PSB Committee Members

8.1.8 ASAC shall act as the Secretariat for the PBS Committee meetings:

a. Scheduling of the Meetings b. Taking Minutes of the Meeting

8.1.9 The PSB Committee shall make a systematic assessment of the competencies and qualifications of candidates for appointment to the corresponding level of positions and conduct an interview to evaluate and deliberate en banc the qualifications of those listed in the selection line -up. The comparative competence and qualification of candidates for appointment shall be determined on the basis of: a. Performance (for Promotion and Job Order for Permanent Appointment) b. Education and Eligibility (if applicable) c. Experience d. Psycho-Social Attributes and Personality Traits e. Potential

8.1.10 IRMOB shall collate the assessment tools(ADM-HRD-F008 & ADM-HRD-F009) and accomplish the Individual Assessment Form for Job Order Employee (ADM-HRD-F007 if the appointment is for Regular/Original Appointment) Individual Assessment Form for Permanent Employee (ADM-HRD-F006 if the appointment is for promotional appointment) and prepare Summary Results of Assessment (tabulated report) and submit the same to the PSB Committee for the deliberation of the assessment results (The applicant should have attained the cut-off scores for the salary pay or job grades he is applying for as pre- determined by the PSB Committee based on the Basis of Computation of Scores).

8.1.11 The General Manager shall assess and approve the list of candidates recommended for appointment by the PSB Committee (Summary Results of Assessment) and choose the applicant to be appointed.

8.1.12 A notice announcing the appointment of an employee shall be posted in conspicuous places in the Silang Water District.

8.1.13 IRMOB shall prepare and issue Checklist of Requirements for Employment to newly appointed employee.

8.1.14 Upon completion of requirements, IRMOB shall prepare appointments and other appointment requirements such as: (in triplicate)

a. Appointment Processing Checklist (ADM-HRD-F010) b. Appointment (ADM-HRD-F011) c. Personal Data Sheet (ADM-HRD-F012) d. Position Description Form (ADM-HRD-F013)

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e. Panunumpa sa Katungkulan (ADM-HRD-F014) f. Certificate of Promotion Selection Board g. Assumption of Duty h. Photocopy of IPCR (ADM-HRD-F016)/OPCR (ADM-HRD-F017) (last rating

period for promotional appointment and two rating periods for original appointment)

i. Photocopy of Board Resolution (for appointment in supervisory position – SG 18 and up)

j. And other supporting documents such CSC Eligibility, PRC License, Transcript of Record, etc. (if necessary)

8.1.15 The General Manager shall sign the appointments.

8.1.16 ASAC shall submit the triplicate copies of appointment to the Civil Service Field Office. The first copy of the appointment shall be provided to the Commission.

8.1.17 The second and third copies of the appointment shall be given to the appointed employee and shall be filed in 201 files (both copies must have a stamp received from the Civil Service Commission). .

8.1.18 The Senior Industrial Relations Management Officer A shall conduct an orientation to newly appointed employees to permanent positions.

8.2 PROCEDURE ON HIRING (JOB ORDER)

8.2.1 The Administration Services Assistant C shall receive the Request Form for Personnel (ADM-HRD-F002) from the requisitioning division and forward the same to the Division Manager C of the Human Resource Division for recommendation.

8.2.2 The ASAC shall forward the Request Form for Personnel (ADM-HRD-F002) to the General Manager for review and approval and forward the same to the IRMOB for processing of the request.

8.2.3 A notice of job vacancy shall be prepared and posted in conspicuous places in and outside Silang Water District until the position filled.

8.2.4 The IRMOB shall receive, review and check the completeness of requirements and data submitted by the applicant and prepares summary list of aspiring candidates for the vacant position.

8.2.5 IRMOB shall conduct preliminary evaluation of the qualifications of all candidates. a. Conducts Initial Interview

b. Conducts Pre-Employment Background Check

c. Administers Qualifying Examinations

8.2.6 IRMOB shall notify all applicants of the outcome of the preliminary evaluation.

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8.2.7 Those initially found qualified applicants shall undergo further assessment. The

IRMOB shall prepare summary of qualifications of applicant and selection line-up. The summary of qualifications of applicant shall reflect the comparative competence and qualifications of candidates on the basis of: a. Result of Qualifying Examination

b. Education and training

c. Experience and Outstanding Accomplishments

d. Eligibility (if applicable)

8.2.8 IRMOB shall submit the assessment tools used by the PSB Committee for interview and deliberation applicant’s qualifications and competencies. a. List of selection line-up b. Summary of Qualifications of Applicant c. Personal Data Sheet (ADM-HRD-F012) -with attached Interview Guide (ADM-

HRD-F003) and Guide for Pre-Employment Background Check (ADM-HRD-F004)

d. Potential Assessment Form (ADM-HRD-F009) - to be accomplished by the supervisor of the considered candidate to the position

e. Interview Assessment Form (ADM-HRD-008) - to be accomplished by the PSB Committee Members

8.2.9 ASAC shall act as the Secretariat for the PBS meetings:

a. Scheduling of the Meetings b. Taking Minutes of the Meeting

8.2.10 The PSB shall make a systematic assessment of the competencies and

qualifications of candidates for hiring to the corresponding level of positions and conduct an interview to evaluate and deliberate en banc the qualifications of those listed in the selection line –up. . The comparative competence and qualification of candidates for appointment shall be determined on the basis of: a. Result of Qualifying Examination b. Education and Eligibility (if applicable) c. Experience d. Psycho-Social Attributes and Personality Traits e. Potential

8.2.11 IRMOB shall collate the assessment tools and accomplish the Individual Assessment Form for Applicant Outside SWD and Newly Hired Job Order (ADM-HRD-F005) and prepare Summary Results of Assessment (tabulated report) and submit the same to the PSB Committee for the deliberation of the assessment results (the applicant should have attained the cut-off scores for the salary pay or job grades he is applying for as pre- determined by the PSB Committee based on the Basis of Computation of Scores).

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8.2.12 The General Manager shall assess and approve the list of candidates

recommended for appointment by the PSB Committee (Summary Results of

Assessment) and choose the applicant to be hired.

8.2.13 IRMOB shall notify all applicants of the outcome of the assessment.

8.2.14 The ASAC shall issue Checklist of Requirements for employment to the chosen applicant.

8.2.15 Upon completion of requirements, ASAC shall prepare and accomplish the Job Order Contract (ADM-HRD-F018).

8.2.16 ASAC shall endorse the newly hired employee to the requesting division. Chosen applicant will undergo on at least 3-day actual job training.

8.2.17 The Senior Industrial Relations Management Officer A shall conduct an orientation to newly hired Job Order employees.

9.0 FORMS ATTACHED

9.1 Request for Filling Up Permanent Position (ADM-HRD-F001) 9.2 Request for Personnel (ADM-HRD-F002) 9.3 Interview Guide (ADM-HRD-F003) 9.4 Guide for Pre-Employment Background Check (ADM-HRD-F004) 9.5 Individual Assessment Form for Applicant Outside SWD and Newly Hired Job Order (ADM-

HRD-F005) 9.6 Individual Assessment Form for Permanent Employee (ADM-HRD-F006) 9.7 Individual Assessment Form for Job Order Employee (ADM-HRD-F007) 9.8 Interview Assessment Form (ADM-HRD-F008) 9.9 Potential Assessment Form (ADM-HRD-F009) 9.10 Appointment Processing Checklist (ADM-HRD-F010) 9.11 Appointment –KSS Form No. 33 (ADM-HRD-011) 9.12 Personal Data Sheet – CSC Form 212 (ADM-HRD-F012) 9.13 Position Description Form – CSC Form No.1 (ADM-HRD-F013) 9.14 Panunumpa sa Katungkulan – CSC Form 32 (ADM-HRD-014) 9.15 Medical Certificate – CSC Form 211 (ADM-HRD-F015) 9.16 Individual Performance Commitment and Review (ADM-HRD-F016) 9.17 Office Performance Commitment and Review (ADM-HRD-F017) 9.18 Job Order Contract (ADM-HRD-F018) 9.19 Checklist of Requirements for Employment 9.20 Certification of Promotion Selection Board

TRAINING PROCEDURE


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DCN REV IMPLEMENTATION DATE

REVISION HISTORY

ORIGINATED BY REVIEWED BY APPROVED

BY PAGE

REVISED NO. NO.

2016-014 00 09/06/2016 INITIAL

RELEASE OLIVER B. CASTRO

JOANNE APRIL M. DELA REA

BONIFACIO B. DELA CRUZ NONE

TRAINING PROCEDURE


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1.0 PURPOSE To orient the employees, assess employees’ knowledge, skills and abilities, analyze their training needs and provide the specific knowledge, skills and abilities in the performance of their duties and responsibilities. To improve and develop the employees and their job performance through training that will foster learning, increase confidence and self-esteem. To measure the effectiveness of the training in their job performance and evaluate the effect to the employees as well as to the agency.

2.0 SCOPE This procedure is applicable to all employees of the Silang Water District.

3.0 DEFINITION OF TERMS 3.1 Training – refers to the process of bringing a person to an agreed standard of proficiency,

knowledge and skills by means of practice and instruction through seminars/workshops. Training can be described as the acquisition of skills, concepts or attitudes that result in improved performance within the job environment.

3.2 Head of the Agency – refers to the General Manager of the Agency.

3.3 Training Needs Analysis (TNA) – is the process of identifying the gap between employee training and needs of training. Training needs analysis is the first stage in the training process and involves a procedure to determine whether training will indeed address the problem which has been identified.

3.4 Individual Development Plan (IDP) – is a TNA tool used by the Agency. It is filled-up by the employee and discussed and agreed upon by both the employee and his immediate supervisor.

3.5 Measurement of Training Effectiveness – used in evaluating the participants’ learning acquired from the training and the application of the new learnings in the workplace.

3.6 In-House Training – training facilitated by the Agency with a third party as learning service provider or trainor.

3.7 Outside Training – training invitations received from third parties.

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4.0 REFERENCE DOCUMENTS

4.1 ISO 9001:2015 Quality Management Systems

5.0 SAFETY REQUIREMENTS

Not Applicable

6.0 EQUIPMENT AND MATERIALS 6.1 Computer 6.2 Printer 6.3 Multimedia Projector 6.4 White Board

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7.0 PROCESS FLOW RESPONSIBLE FLOW CHART REFERENCE Clerk Processor Individual

Development Plan (ADM-HRD-F019) Concerned Employees Individual Division Head Development Plan Concerned (ADM-HRD-F019) Clerk Processor Individual

Development Plan (ADM-HRD-F019) Senior Industrial Individual Relations Management Development Plan Officer A (ADM-HRD-F019) Senior Industrial Individual

Relations Management Development Plan Officer A (ADM-HRD-F019) Evaluation Result Division Manager C Individual Human Resource Development Plan (ADM-HRD-F019) Evaluation Result

Training Plan Division Manager C Training Plan Human Resource Head of the Agency Training Plan Senior Industrial Relations Management Officer A

Distributes the Individual Development Plan

Form

Collects the accomplished Individual

Development Plan Form

Collates and evaluates the results of the

Individual Development Plan

Submits the result of the evaluation of the

Individual Development Plan to the Human

Resource Division Manager

Reviews the result of the evaluation of the

Individual Development Plan and prepares

the Training Plan

Submits the Training Plan to the Head of the

Agency for approval

Approves the Training Plan

Sources out training provider

A

Accomplishes and signs the Individual

Development Plan Form

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RESPONSIBLE FLOW CHART REFERENCE ______________________ Division Manager C Proposal for In-House

Human Resource Training (In-House) (In-House) Training Invitation Clerk Processor Training Nomination (Outside) Form (ADM-HRD-F020) Concerned Department/ (Outside) Division Head Head of the Agency Proposal for In-House (In-House) Training (In-House) Clerk Processor Training Nomination (Outside) Form (ADM-HRD-F020) (Outside) Senior Industrial Database of Training Relations Management (Outside) Officer A (In-House) Industrial Relations Management Officer B (Outside) Senior Industrial Training Nomination Relations Management Form (ADM-HRD-F020) Officer A (Outside) (In-House) Clerk Processor (Outside) ______________________

In-House Training

A

Outside Training

Submits proposal

for in-house

training to the Head

of the Agency

Distributes Training

Invitation and

Training

Nomination Form

Approves the

proposal for in-

house training

Receives the filled-

out Training

Nomination Form

Coordinates with

the resource

speaker, prepares

materials, venue,

food, logistics and

other in-house

training needs

Checks / verifies

the training history

of the nominated

employee/s

Facilitates the in-

house training

Routes the

checked Training

Nomination Form

to the Head of the

Agency

B

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RESPONSIBLE FLOW CHART REFERENCE

_____________________

Clerk Processor Training Materials (In-House) and Certificates Head of the Agency (In-House) (Outside) Training Nomination Form (ADM-HRD-F020) (Outside) Industrial Relations Database of Training Management Officer B (In-House) (In-House) Training Nomination Board of Directors Form (ADM-HRD-F020) (Outside) Board Resolution (Outside) Clerk Processor Training Invitation (Outside) (Outside) Clerk Processor Training Invitation (Outside) (Outside) Clerk Processor Training Materials and (Outside) Certificates (Outside) Industrial Relations Database of Training Management Officer B (Outside) (Outside)

_____________________

B

Receives copy of

training materials

and certificates

Recommends the

approval of the

training nomination

to the Board of

Directors

Updates the

participants’

training history in

the database

Approves the

training nomination

Processes the

approved training

Endorses

necessary

documents

Receives copy of

training materials

and certificates

Updates

participants’

training history in

the database

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RESPONSIBLE FLOW CHART REFERENCE Senior Industrial Measurement of Relations Management Training Effectiveness Officer A Assessment Form (ADM-HRD-F021) Clerk Processor Measurement of Training Effectiveness Assessment Form (ADM-HRD-F021) Senior Industrial Measurement of Relations Management Training Effectiveness Officer A Assessment Form (ADM-HRD-F021) Clerk Processor Measurement of Training Effectiveness

Assessment Form (ADM-HRD-F021)

Senior Industrial Measurement of Relations Management Training Effectiveness Officer A Assessment Form (ADM-HRD-F021) Senior Industrial Measurement of Relations Management Training Effectiveness Officer A Assessment Form (ADM-HRD-F021) Evaluation Report Senior Industrial Measurement of Relations Management Training Effectiveness Officer A AssessmentForm (ADM-HRD-F021) Evaluation Report

Distributes the Measurement of Training

Effectiveness Assessment Form to the

concerned employee

Submits to the HR Division Manager the

results of the evaluation of Measurement of

Training Effectiveness Assessment

Collects the accomplished Measurement of

Training Effectiveness Assessment Form

Evaluates the results of the Measurement of

Training Effectiveness Assessment

C

C

Measures the training effectiveness

Files the Measurement of Training

Effectiveness Assessment and Evaluation

Report

Monitors the accomplishment of the

Measurement of Training Effectiveness

Assessment Form

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8.0 PROCEDURE

8.1 The Clerk Processor shall distribute the Individual Development Plan (ADM-HRD-F019) to the different Divisions once a year for filling-out of their personnel.

8.2 The concerned employees and Immediate Supervisor concerned shall accomplish and sign

the Individual Development Plan. 8.3 The Clerk Processor shall collect the accomplished Individual Development Plan (ADM-

HRD-F019) from the different Divisions. 8.4 The Senior Industrial Relations Management Officer A shall collate and evaluate the results

of the Individual Development Plan (ADM-HRD-F019). 8.5 The Senior IRMO A shall submit the result of the evaluation of the Individual Development

Plan to the Human Resource Division Manager. 8.6 The HR Division Manager shall review the result of the evaluation of the Individual

Development Plan and prepare the Training Plan. 8.7 The HR Division Manager shall submit the Training Plan to the Head of the Agency for

approval. 8.8 The Head of the Agency shall approve the Training Plan. 8.9 The Division Concerned, Clerk Processor and Senior Industrial Relations Management

Officer A sources our training service provider.

8.9.1 In-House 8.9.1.1 The Senior Industrial Relations Management Officer A shall prepare the

proposal for in-house training and submit the proposal to the Human Resource Division Manager C for review.

8.9.1.2 The Human Resource Division Manager C shall submit the proposal for

in-house training to the Head of the Agency. 8.9.1.3 The Head of the Agency shall approve the proposal for in-house training. 8.9.1.4 The Senior Industrial Relations Management Officer A shall coordinate

with the resource speaker, prepare the materials, venue, food, logistics and other in-house training needs.

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8.9.1.5 The Senior Industrial Relations Management Officer A shall facilitate the in-house training.

8.9.1.6 The Clerk Processor receives copy of training materials and certificates. 8.9.1.7 The Industrial Relations Management Officer B shall update the

participants’ training history in the database.

8.9.2 Outside 8.9.2.1 The Clerk Processor shall disseminate training invitation from accredited

agency conducting the training to the concerned Division together with the Training Nomination Form (ADM-HRD-F020).

8.9.2.2 The Clerk Processor shall receive the filled-up Training Nomination Form

(ADM-HRD-F020) from the concerned Department/Division Head. 8.9.2.3 The Industrial Relations Management Officer B shall check/verify past

trainings of the nominated employee. If without training, or has not been nominated to the seminar or training, proceed to the next step. If with training or has already been sent to the training, inform Division Head concerned.

8.9.2.4 The Clerk Processor shall route the checked Training Nomination Form

(ADM-HRD-F020) to the Office of the General Manager. 8.9.2.5 The Head of the Agency shall recommend the approval of the training

nomination to the Board of Directors during their schedule board meeting.

8.9.2.6 The Board of Directors shall approve the training nomination. Approval or

disapproval of the nomination shall be relayed to the concerned Division Head and nominee.

8.9.2.7 The Clerk Processor shall process the approved training which includes

coordination with the agency conducting the training, processing and payment of registration fees, filing of necessary cash advances for per diem, airfare & hotel accommodation (if needed).

8.9.2.8 The Clerk Processor shall endorse the following necessary documents:

proof of payment of registration fees (official receipts, deposit slip), per diem, plane ticket (if applicable) and proof of payment of hotel accommodation (official receipts, bank deposit slip) to the participants.

8.9.2.9 The Clerk Processor receives copy of training materials and certificates. 8.9.2.10 The Industrial Relations Management Officer B shall update the

participants’ training history in the database.

TRAINING PROCEDURE


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8.10 The Senior Industrial Relations Management Officer A shall measure the training effectiveness.

8.11 The Clerk Processor shall distribute the Measurement of Training Effectiveness

Assessment Form (ADM-HRD-F021) to the employee concerned for accomplishment within the specified period indicated in the form; within 3 months, within 6 months and within a year.

8.12 The Senior Industrial Relations Management Officer A shall monitor the accomplishment of the Measurement of Training Effectiveness Assessment Form (ADM-HRD-F021) within the specified period indicated in the form; within 3 months, within 6 months and within a year from the date of the training.

8.13 The Clerk Processor shall collect the Accomplished Measurement of Training

Effectiveness Assessment (ADM-HRD-F021) from the employee concerned after the specified period indicated in the form; after 3 months, after 6 months and after a year.

8.14 The Senior Industrial Relations Management Officer A shall evaluate the accomplished

Measurement of Training Effectiveness Assessment (ADM-HRD-F021) after the specified period indicated in the form; after 3 months, after 6 months and after a year.

8.15 The Senior Industrial Relations Management Officer A shall submit to the HR Division

Manager results of the Measurement of Training Effectiveness Assessment after the specified period indicated in the form; after 3 months, after 6 months and after a year.

8.16 The Senior Industrial Relations Management Officer A shall file the Measurement of Training Effectiveness Assessment record.

9.0 FORMS ATTACHED. 9.1 Individual Development Plan (ADM-HRD-F019) 9.2 Training Nomination Form (ADM-HRD-F020) 9.3 Measurement of Training Effectiveness Assessment (ADM-HRD-F021) 9.4 Training Plan

Document No.: ADM-HRD-P001 Rev. No.: HIRING PROCEDURE … · Panunumpa sa Katungkulan...

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Transcript of Document No.: ADM-HRD-P001 Rev. No.: HIRING PROCEDURE … · Panunumpa sa Katungkulan...