AGENCY HEADS

NAME: IRVIN R. DY
POSITION TITLE: MUNICIPAL MAYOR
POSITION LEVEL:
THIRD LEVEL
ELECTIVE
EXECUTIVE/MANAGERIAL

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NATURE OF APPOINTMENT
PERMANENT
TEMPORARY
ELECTIVE

AGENCY: LOCAL GOVERNMENT

REGION: VIII
SECTOR: MAYOR'S OFFICE

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UNIT OF

JULITA

ONLINE PRIME-HRM SELF-ASSESSMENT

Level

Area

1. Agency Heads can describe the strategies they have in place to make sure recruitment and selection meets the needs
of the Agency, and is fair, efficient, and effective.

Agency Heads

RSP

3. Agency heads can describe how the Agencys recruitment and selection strategies are linked to its strategic HR Plan
and are designed to make sure the agency has talented and diverse workforce that is able to achieve its vision.

RSP

1. Agency heads can describe the plan they have in place to make sure recruitment and selection meets the needs of the
Agency, and is fair, efficient and effective.

RSP

1. Agency Heads can explain and make sure that the Agency has a clear mandate, vision, and mission supported by
strategic goals for improving its performance.

PM

2. Agency Heads can explain and make sure that the agency has an overall plan with measurable
performance objectives.

PM

3. Agency Heads can explain and make sure it has constructive relationships with representative groups who are
consulted when developing the Agencys overall plan.

3/4

PM

4. Agency heads can explain and make sure that the Agency has key performance indicators to improve its performance
as well as its employees performance.

3/4

PM

5. Agency Heads can describe strategies they have in place to create an environment where everyone is encouraged to
contribute ideas to improve his/her own performance and other employees.

PM

3. Agency Heads can describe plans they have in place to create an environment where everyone is encouraged to
contribute ideas to improve his/her own performance and of other employees.

PM

3/4

HRD

1. Agency Heads can explain the agencys Learning and Development needs, the plans and resources in
place to meet them.

HRD

2. Agency Heads can describe the Agencys overall investment of time, money, and resources in Learning
and Development.

3/4

HRD

HRD

3/4

HRD

3. Agency Heads can explain, and qualify where appropriate, how Learning and Development has
improved the performance of the various work units.

HRD

4. Agency Heads can explain the development needs of employees and describe strategies to ensure everyone has
equitable access to appropriate Learning and Development opportunities

HRD

4. Agency Heads can explain the development needs of employees and describe Learning and Development plans to
ensure everyone has equitable access to appropriate Learning and Development opportunities

HRD

4. Agency Heads can explain the development needs of employees and describe plans to ensure everyone has equitable
access to appropriate Learning and Development opportunities.

HRD

5. Agency Heads can describe how the organizations structure is designed to achieve its strategy and
optimize employees talents.

HRD

5. Agency Heads can describe how the organizations structure is designed to achieve its Agency goals
and optimize employees talents.

HRD

1/2/3/4

HRD

3/4

HRD

8. Agency Heads can describe how the evaluation of their investment in employees is used to develop their strategy for
improving the performance of the Agency.

HRD

8. Agency Heads can describe how the evaluation of their investment in employees is used to develop Agency goals for
improving the performance of the Agency.

HRD

3/4

HRD

HRD

2/3/4

HRD

11. Agency Heads can give examples of how the evaluation of their investment in employees has resulted
in improvements in the Agencys strategy for managing and developing employees.

HRD

11. Agency Heads can give examples of how the evaluation of their investment in employees has resulted
in improvements in the Agencys goals for managing and developing employees.

HRD

11. Agency Heads can give examples of how the evaluation of Learning and Development budget for employees has
resulted in improvements in the departments' and work units' goals for managing and developing employees.

HRD

Leadership Development
28. Agency heads can describe the knowledge, skills and behaviors supervisors/managers need to lead, manage and
develop employees effectively and the plans they have in place to make sure supervisors/managers have these
capabilities.

HRD

29. Agency heads can describe how they define the current and future capabilities supervisors/managers need in line with
the Agency purpose, vision and values and strategic direction.

HRD

30. Agency Heads can describe how they create an environment where everyone is encouraged to
develop leadership capabilities.

HRD

31. Agency Heads can describe how they ensure managers are regularly reviewed against the required capabilities and
are able to receive constructive feedback on their performance.

HRD

32. Agency heads can describe how they act as role models for inspirational leadership and have an open,
honest and trusting management style.

HRD

1. Agency Heads can explain the Agencys Learning and Development needs, the plans and resources in place to meet
them, how these contribute to the achievement of Agency objectives, and how the impact will be evaluated.

2. Agency Heads can describe the Agencys overall budget of time, money, and resources for Learning
and Development.
3. Agency Heads can explain, and quantify where appropriate, how Learning and Development has
improved the performance of the Agency.

6. Agency Heads can explain the Agencys internal communication system encouraging sharing of
knowledge and information throughout the Agency.
7. Agency Heads can describe how consultation and involvement are part of Agency culture.

9. Agency Heads can describe the impact of their investments in employees on achieving key
performance indicators.
9. Agency Heads can describe the impact of Learning and Development for employees on achieving
performance targets.
10. Agency Heads can describe feedback methods they use to understand employees needs and
expectations and highlight necessary improvements to the way they are managed and developed.

33. Agency heads can describe how they have made performance coaching part of the Agencys culture.

HRD

1. Agency Heads can explain and make sure the Agency has a clear and fair recognition and rewards strategy used to
motivate employees to improve their performance.

RR

1. Agency Heads can explain and make sure the Agency has a clear and fair recognition and rewards plan used to
motivate employees to improve their performance.

RR

Implementation Rating
Fully

Not

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Code

Name of Agency

Region

6506

LOCAL GOVERNMENT UNIT OF

VIII

JULITA, LEYTE

Sector
MAYOR'S OFFICE

Position
Level
MUNICIPAL MAYOR

1. Agency Heads can describe 3. Agency heads can describe

the strategies they have in place how the Agencys recruitment
to make sure recruitment and
and selection strategies are
selection meets the needs of the linked to its strategic HR Plan
Agency, and is fair, efficient, and and are designed to make sure
effective.
the agency has talented and
diverse workforce that is able to
achieve its vision.

1. Agency heads can describe

the plan they have in place to
make sure recruitment and
selection meets the needs of
the Agency, and is fair, efficient
and effective.

1. Agency Heads can explain

and make sure that the Agency
has a clear mandate, vision,
and mission supported by
strategic goals for improving its
performance.

2. Agency Heads can explain

and make sure that the agency
has an overall plan with
measurable performance
objectives.

3. Agency Heads can explain

4. Agency heads can explain and
5. Agency Heads can describe
3. Agency Heads can describe plans
1. Agency Heads can explain the
and make sure it has
make sure that the Agency has key strategies they have in place to create
they have in place to create an
Agencys Learning and Development
constructive relationships with performance indicators to improve its
an environment where everyone is
environment where everyone is
needs, the plans and resources in
representative groups who are performance as well as its employees
encouraged to contribute ideas to
encouraged to contribute ideas to
place to meet them, how these
consulted when developing the
performance.
improve his/her own performance and improve his/her own performance and
contribute to the achievement of
Agencys overall plan.
other employees.
of other employees.
Agency objectives, and how the impact
will be evaluated.

1. Agency Heads can explain the

2. Agency Heads can
2. Agency Heads can
3. Agency Heads can
3. Agency Heads can
4. Agency Heads can
4. Agency Heads can explain 4. Agency Heads can explain
agencys Learning and Development describe the Agencys overall describe the Agencys overall explain, and quantify where
explain, and qualify
explain the development
the development needs of
the development needs of
needs, the plans and resources in
investment of time, money, budget of time, money, and appropriate, how Learning where appropriate, how needs of employees and
employees and describe
employees and describe plans
place to meet them.
and resources in Learning resources for Learning and
and Development has
Learning and
describe strategies to
Learning and Development
to ensure everyone has
and Development.
Development.
improved the performance of
Development has
ensure everyone has
plans to ensure everyone has
equitable access to
the Agency.
improved the
equitable access to
equitable access to appropriate
appropriate Learning and
performance of the
appropriate Learning and
Learning and Development
Development opportunities.
various work units.
Development opportunities
opportunities

5. Agency Heads can describe 5. Agency Heads can describe 6. Agency Heads can explain the 7. Agency Heads can describe 8. Agency Heads can describe 8. Agency Heads can describe how
9. Agency Heads can
how the organizations
how the organizations
Agencys internal communication how consultation and involvement how the evaluation of their
the evaluation of their investment in describe the impact of their
structure is designed to
structure is designed to
system encouraging sharing of
are part of Agency culture.
investment in employees is employees is used to develop Agency investments in employees on
achieve its strategy and
achieve its Agency goals and
knowledge and information
used to develop their strategy goals for improving the performance achieving key performance
optimize employees talents. optimize employees talents.
throughout the Agency.
for improving the performance
of the Agency.
indicators.
of the Agency.

9. Agency Heads can

10. Agency Heads can describe
11. Agency Heads can give examples 11. Agency Heads can give examples
describe the impact of
feedback methods they use to
of how the evaluation of their
of how the evaluation of their
Learning and Development
understand employees needs and investment in employees has resulted investment in employees has resulted
for employees on achieving expectations and highlight necessary
in improvements in the Agencys
in improvements in the Agencys goals
performance targets.
improvements to the way they are strategy for managing and developing
for managing and developing
managed and developed.
employees.
employees.

11. Agency Heads can give examples

Leadership Development
of how the evaluation of Learning and 28. Agency heads can describe the
Development budget for employees
knowledge, skills and behaviors
has resulted in improvements in the supervisors/managers need to lead,
departments' and work units' goals for
manage and develop employees
managing and developing employees. effectively and the plans they have in
place to make sure
supervisors/managers have these
capabilities.

29. Agency heads can describe how 30. Agency Heads can describe how
they define the current and future
they create an environment where
capabilities supervisors/managers
everyone is encouraged to develop
need in line with the Agency purpose,
leadership capabilities.
vision and values and strategic
direction.

31. Agency Heads can describe how

32. Agency heads can describe how 33. Agency heads can describe how they
they ensure managers are regularly they act as role models for inspirational have made performance coaching part of
reviewed against the required
leadership and have an open, honest
the Agencys culture.
capabilities and are able to receive
and trusting management style.
constructive feedback on their
performance.

1. Agency Heads can explain and

1. Agency Heads can explain and make
make sure the Agency has a clear and sure the Agency has a clear and fair
fair recognition and rewards strategy recognition and rewards plan used to
used to motivate employees to
motivate employees to improve their
improve their performance.
performance.