Beruflich Dokumente
Kultur Dokumente
Office:
Agency Vision/Mission/
Strategic Objectives
SO 5 Vibrant Local
Economy
SO 6 Attract Investments
to Support Local
Competitiveness
Action Plan
Performance Success Indicator
Output
Activity
report
Minutes of Meeting
City Brochure
Terminal Report
bazaar
Selling Mission
investor's availment
regular monitoring of
investors and business
establishments
Minutes of Meeting
products of assisted
producers included
Establishment of KALAP
Products Center at Public
Market
enhanced products
groups assisted
Minutes of Meeting
participated in inter-LGU
competition
Celebration of Founding
Anniversary of Oriental
Mindoro
street party
host city
no. of participants
target individuals
participated
SO 10 Produced Highly
competent and Equipped
Labor Force
Establishment of Barangay
Tourism Coucils
identified, documented,
developed and promoted
sites
report
Identification,
Documentation, Development
and Promotion of Different
Historical & Tourism Sites
school to school
visit/camapign
Strengthening of Barangay
Technology and Livelihood
Development Coordinators
Conduct of Industry
Development Related,
Business, Technology and
Livelihood Development
Trainings, and Livelihood Fair
Minutes of Meeting
Action Plan
Due Date
Responsible Person/s
daily
every
quarter
Dept. Head/Industry
Development Division
October
2012
July 2012
July, August
and
December
2012
semi-annual
all year
round
every
quarter
semi-annual
Dept. Head/Industry
Development Division
all year
round
all year
round
Dept. Head/Industry
Development Division
all year
round
Dept. Head/Industry
Development Division
all year
round
Dept. Head/Industry
Development Division
4th Quarter
Dept. Head/Tourism
Development Division
all year
round
Dept. Head/Tourism
Development Division
every quarter
Dept. Head/Tourism
Development Division
Dept. Head/Tourism
Development Division
4th Quarter
Dept. Head/Tourism
Development Division
March,
November
and
December
2012
Dept. Head
as scheduled
of the event
Dept. Head/Tourism
Development Division
4th Quarter
Dept. Head/Tourism
Development Division
1st Quarter
Dept. Head/Tourism
Development Division
4th Quarter
Dept. Head/Tourism
Development Division
Dept. Head/Tourism
Development Division
Dept. Head/Tourism
Development Division
all year
round
Dept. Head/Tourism
Development Division
all year
round
Dept. Head/Tourism
Development Division
semi-annual
all year
round
every
quarter
COMMON OUTPUTS
QUALITY/EFFECTIVENESS
EFFICIENCY
STANDARDS
TIMELINESS
OPERATIONAL DEFINITION
OFFICE PERFORMANCE C
I, CHRISTIAN E. GAUD, Program Manager (Office Head) of the City Tourism Office, commits to del
the period July to December, 2014.
Approved by:
ARNAN C. PANALIGAN
City Mayor
(position)
(Targets + Measures)
MFO
DEVELOPMENTAL FUNCTIONS
SO 4 RESPONSIVE MANAGEMENT OF RESOURCES
Allotted Budget
100% Accommodation
establishments visited and collected
data
4 minutes of meetings prepared
106,000.00
165,290.00
100,000.00
94,000.00
205,000.00
44,500.00
58,000.00
35,000.00
13,500.00
50,000.00
10,570.00
CORE FUNCTIONS
Meetings/consultations/ trainings/seminars
Communications
Project proposal
SUPPORT FUNCTIONS
Individual Personal Development
Plan submitted as schedule
Learning & Growth program
80,000.00
Average Rating
Category
Strategic Objectives
Core Functions
Support Functions
Total Overall Rating
Final Average Rating
Adjectival Rating
MFO
18.00
5.00
1.00
Assessed by:
Date
MARILYN E
OIC-C
T - Timeliness, A - Average
mits to deliver and agree to be rated on the attainment of the following targets in accordance with the indicated
Date:________________________
Date
Date
3.67
4.33
3.67
Dept. Head/Industry
Development Division
Office head/City Tourism Office
staff
Dept. Head/Tourism
Development Division
Christian E. Gaud, L.Joselito del
Mundo, Marinel Supnet
Dept. Head/Tourism
Development Division
Dept. Head/Tourism
Development Division
Dept. Head/Technology and
Livelihood Development
Division
Christian E. Gaud/ L. Joselito
Del Mundo
3.67
Administrative section
Administrative section
Permanent Staff
3.67
MARILYN E. MANIGBAS
OIC-CHRMD
Rating
1.80
1.89
0.42
4.11
VS
Final Rating by:
Date
ARNAN C. PANA
City Mayo
Remarks
ARNAN C. PANALIGAN
City Mayor
Template A:
Agency Strategies and Priorities, Required and Current Profile
Agency
Program
Time
Lead
Strategic
Priorities
Projects
Activities
Frame
Officer
Budget
Required Jobs
Job
(HR Needs)
Job
Competencies
Description
Job
No.
Job
(Existing HR Level)
Job
Description
Job
Existing HR Level)
Competencies
No.
Template B1:
HR INVENTORY
(As of June, 2012)
Level
First Level
Second Level
(Sub Professional)
(Professional)
Executive
Filled
Non - Supervisory
Appointive
CES 3rd Level
Supervisory
Authorized
Filled
F
Position Title
Permanent
City Trade & Industry Officer
Dev't Mgt Officer III
Admin. Asst II
Admin Asst II
Dev't Mgt Officer I
Economist I
Admin Aide VI (DEMO)
Admin Asst II (Clerk IV)
Admin Aide II (messenger)
Tourist Receptionist I
Economist III
Temporary
Authorized
Filled
Authorized
Filled
Authorized
Salary
25
18
8
8
11
11
6
8
2
10
18
4
2
4
6
4
3
4
3
1
1
2
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
1
Substitue
Co-Terminous
Contractual
F
Detailed Employees
Job Order
F
Entry
M
Executive
Appointive
Non-CES
Elective
Filled
Authorized
etailed Employees
Exit
F
TEMPLATE B2:
HR PROFILE
(As of June, 2012)
Age
21
36
46
56
Age Range
35 yrs old
45
55
65
Grand Total
Male
1
3
1
Number
Female
4
2
Male
Number
Female
2
1
1
1
5
5
1
Field of Expertise
Subject Matter/Specialization
Governance and Public Policy
Public Administration
Human Resource Management
Others..
Grand Total
Male
1
2
Number
Female
2
5
2
2
2
6
Male
3
2
Number
Female
5
1
Male
1
4
Number
Female
3
3
Number
Total
5
3
3
11
Number
Total
7
2
1
1
11
Number
Total
1
4
2
4
11
Number
Total
8
3
11
Number
Total
4
7
11
Employment Status
Status
Permanent
Temporary
Elective
Co-Terminous
Contractual
Casual
Job Order
Consultant
Grand Total
Male
5
Number
Female
6
Male
1
3
Number
Female
5
1
Levels of Position
Level
1st Level
2nd Level
Executive Managerial
*CES
*Non - CES
*Elective
Grand Total
Salary Grade
SG
1.
2.
3.
4.
5.
6.
7.
8
9
10
11
12
SG
SG
SG
SG
SG
SG
SG
25
18
11
10
8
6
2
Male
1
2
1
Number
Female
1
1
3
1
1
Grand Total
Others
Male
Number
Female
Number
Total
11
Number
Total
6
4
1
11
Number
Total
1
2
2
1
3
1
1
11
Number
Total
Template C1:
AGENCY COMPETENCY MODEL
Level
Occupational Grouping
Competencies/Operational
Definition
Competency
Level
Usage
Template C2
COMPETENCY MAPPING
Competencies
Required
Level
Occupational
Competency
Level
Quantity
Current
If Yes
Level
How many
urrent
If none
why
Template D
COMPETENCY GAP ANALYSIS
Gap analysis compares the required competencies in achieving the objectives of the
Agency's Strategic Plan vis--vis the present employees current competencies
First Level
Second Level
Executive Managerial
Template E
PEOPLE ISSUES
Top Five Issues
1
2
3
4
5
Most Common Issues
Template F
HR SYSTEMS CHECK
Present
HR Actions
HR Systems
Qualification Standards
Recruitment
Recruitment System
Personnel Selection
Merit Promotion Plan
Promotion
Retention
Rewards
and
Recognition
Personnel
Relation
Retirement
Pre-retirement Program
Grievance Machinery
Operational
(in all
Aspects
ECK
Present
Non
Operational
(in what aspects
why?)
Absent
Why?
Template G
EMPLOYEE HEALTH AND WELLNESS ASSESSMENT
Assessment of the total well-being of employees in the agency. Such has the attributes
of physical and mental fitness as well as emotional, social, financial and spiritual well-being.
Health and wellness Program
Physical
* Physical Fitness Program
* Strict No Smoking
within office premises policy
* Annual Complete
Medical Check up
Mental
* Forum
* Discussion, Brown Bag
* Thought for the day/
Trivia
* Mind Games
Emotional
* Counselling Services
* Group Therapy
Social
* Social Development
(e.g. Office outing or
excursion, periodic socials,
social artistry-choral, dance,
poetry - team building
* Piknik sa Kalikasan
Lunch with agency ground with
programme centered on
Agency's environmental or
other themes
* Outreach Program
Financial
* Financial Forum
* Welfare _______________
* Livelihood Programs
Spiritual
* Bible/Korean Study
Present
Operational
Non Operational
Why?
* Spiritual Forum
* Mass/E______
Service
Operational
Present
Non Operational
Why?
SSMENT
e attributes
itual well-being.
Absent
Why?
Absent
Why?
Template H
PRIORITIZED GAPS AND PROPOSED INTERVENTIONS
Organizational
Prioritized
Gaps
Targets
Deliverables
Expected
Benefits
Resource
Requirement
Period
HR Competency
Prioritized
Gaps
Targets
Deliverables
Expected
Benefits
Resource
Requirement
Period
HR Systems
Prioritized
Gaps
Targets
Deliverables
Expected
Benefits
Resource
Requirement
Period
Targets
Deliverables
Expected
Benefits
Resource
Requirement
Period
NS
Guiding
Laws
Policies
Guiding
Laws
Policies
Guiding
Laws
Policies
Guiding
Laws
Policies
Template I
MONITORING AND EVALUATION (M&E) MECHANISM
This is a critical and indispensable support mechanism of the Agency Strategic HR Plan.
It shall be used to evaluate whether the Strategic HR Plan is contributing to the attainment
of the objectives of the Agency.
Impact: Transformed Agency HR as a Model of Exceelence in Public Service
Outcomes
Outputs
Analysies
(Inputs)
MECHANISM
rategic HR Plan.
g to the attainment
HR SYSTEMS CHECK
HR ACTIONS
RECRUITMENT
HR SYSTEMS
Qualification
Standards
Recruitment System
Personnel
Selection Board
PROMOTION
Merit Promotion
Plan
Career Pathing
Program
Succession Planning
RETENTION
Performance
Management System
Career Pathing
Program
Training and
Development
Succession Planning
Employee Welfare
Program
Health and Wellness
REWARDS AND
RECOGNITION
PRESONNEL
RELATIONS
RETIREMENT
OPERATIONAL
IN ALL
NON-OPERATIONAL
IN WHAT
ASPECTS
ASPECT
IF ABSENT
TARGET DATE OF
INSTALLATION