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For CSC use only
(to be submitted to CSCRO Director and forwarded to HRPSO)
COMPREHENSIVE HRM ASSISTANCE, REVIEW AND MONITORING (CHARM)/
CONTINUING ASSITANCE AND REVIEW FOR EXCELLENT HRM
(CARE-HRM)/
SPECIAL PROGRAM FOR EVALUATION AND ASSESSMENT AS
REQUIRED/REQUESTED (SPEAR) REPORT
(pls specify whichever is applicable)
Nameof Agency: Local Government Unit of Burgos, Ilocos Sur
Date of Assessment November 20 and 21, 2013
INRODUCTIONIntroduction: (State the type of assistance conducted
and objective)
The Civil Service Commission pursuant to CSC Resolution No.
1200241 datedFebruary 1, 2012 and circularized thru Memorandum
Circular No. 3, s. 2013, adoptsthe guidelines on the implementation
of the Program to Institutionalize Meritocracyand Excellence in
Human Resource Management (PRIME-HRM). This programintegrates and
enhances the Personnel Management Assessment and AssistanceProgram
(PMAAP) and the CSC Agency Accreditation Program (CSCAAP). It is
amechanism to continuously capacitate agencies in the performance
of their humanresource management functions; recognize best
practices in the various areas ofhuman resource management ; and
serve as a venue for exchange and development
of expertise in human resource management between and among
governmentagencies.
One of the components of the PRIME-HRM is the Comprehensive
HumanResource Management Assistance, Review and Monitoring (CHARM).
This is adetailed appraisal of the human resource management
systems and standards;management of Human Resource (HR) records,
other systems and programs; reviewof decisions made and actions
taken on appointments, rewards/incentives,performance ratings,
leave, employee welfare/benefits, other human resource matters ;and
the competence of the Human Resource Management Practitioners.
The CHARM specifically aims :
1. To assess whether the human resource management practices of
the agencyconform with CS law, rules, policies and standards;
2. To assess the progress and the difficulties encountered in
the implementationof policies relative to human resource systems
and standards, and render technicalassistance, if needed ;
3. To assess the competency level of the Human Resource
Management Office(HRMO) of the local unit ; and
4. To determine the readiness of the local unit in the grant of
authority to takefinal action on appointments under the Level II
Accredited status of the PRIME-HRM.
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Strengths Weaknesses
I.HR Management Generally, the documentsunder the custody of
thedesignated Human
Resource ManagementOfficer are complete.updated and secured
whichfacilitate easy retrievalwhen needed.
Absence of documentshowing the actualAssumption to
Duty/First
day of Service. A numberof vital documents such asCertificates
of Eligibility /scholastic records/ licensesand other
photocopieddocuments were notverified/authenticated/certified by
authorizedpersonnel.
II.HR Management Systems
and Programs
HR mechanisms are in
place, operational and arebeing implemented. TheAgency SPMS was
alreadyapproved by CSC RO 1 forimplementation on July 19,2013 .
The SPMS is yet
operational and to be pilottested on 2014.
III.Employee Welfare Generally, the authorizedbenefits, leave
privileges,and incentives are grantedto the officials and
employees of the agency.There is a duly registeredand accredited
employeesassociation. The PRAISEwas approved by CSC RO1on May
29,2002 by RDDanipog.
The agency has noallocation of funds formonetary benefits.
IV.Employee Discipline The agency adoptsbiometrics to record
theirattendance and punctuality.
The officials andemployees have undergoneOrientation on RA
6713conducted by theOmbudsman. The agencyalso complies
andimplements the provisionsof R.A. No. 9485. Therewere no
incidents ofdisciplinary cases.
The HRMO has not yet reechoed to the officials andemployees the
RRACS.
V.HRMO Competence
Others: ARTA, Citizens
Charter , etc.
The agency has a plantillaposition of HumanResource Officer
whomeets the requiredCompetency levels of HRMOffice for Level
IIaccreditation status. Her
The database of trainings
attended by the employeesare not updated. Lack ofmanpower to
assist theHRMO.
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assessed competency levelof Intermediate in thefunctional area
of leaveadministration is higherthan the prescribed Basic
level.VI.Reports on AppointmentsIssued
Appointments are issued inaccordance with existingCS Law and
rules. The RAIis submitted within theprescribed period to
theconcerned CSC Field Office.
CONCLUSION AND RECOMMENDATION
Conclusion :
Evaluation of the records of the Municipal Government of Burgos,
Ilocos Surreveals that the same were substantially complete,
updated and secured. On the otherhand, The HR mechanisms comprising
of the Merit Promotion/Selection Plan , AgencyProgram on Awards for
Service Excellence (PRAISE) are on record as approved by theCSC,
and are verified as operational and functional. Also, the agency
uses the 1997Revised Qualification Standards Manual for its ready
reference in evaluating thequalifications of applicants.
Despite the fact that the Municipal Government of Burgos that
only the HumanResource Management Officer handles the human
resource matters and her othr
designated functions she was able to perform her duties.
Further, she possesses thetechnical competencies of a Human
Resource Management Practitioner to qualify forLevel II
Accreditation under the PRIME-HRM.
Recommendations :
1. The HRMO should provide and keep a copy of the
ActualAssumption/First Day of Service in the respective 201 files
of theemployees. This record is likewise pertinent in ascertaining
the firstday of service in the government of a concerned
employee;Certificates of eligibility/valid licenses/school
records
2. The agency should find sources of funds or other means
toimplement their PRAISE.
3. As much as possible, all officials and employees of the
agency mustoriented with the provisions of the Revised Rules of
AdministrativeCases in the Civil Service.
4. The HRMO- update the database of HR interventions attended
bythe employees for reference purposes.
Prepared by: Certified Correct by:
WALFREDO C. LAUDENCIA, JR. FLORDELIZA C. BUGTONG
Sr. Personnel Specialist Chief Personnel Specialist
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Team Leader
JOSEPH S. GACAYAN Approved by:
Personnel Specialist II
NELSON G. SARMEINTOActing Director IV
