PRIME-HRM ACTION

PLAN
Municipal Government of San Pascual, Batangas

STEP 1
Stating the Goal

What is the purpose of drafting this

action plan?
To accelerate HR maturity levels in the
agency from transactional to processoriented by time and logical approach in
the short (3-yrs) term.

STEP 2
Determining the Current State
(REALITY)

What is the overall assessment rating

per level?
HR Assessment

62%

R&R
L&D
PMS
RSP
20%
0%

60%
40%

System
Average

100%
80%

Competency

What is our Current Maturity Level for all

of the 4 Core HR Systems?

Transactional

What is the indicated Target Maturity

Level for the Agency?

Transactional

What Maturity Level do we want to target

for the Agency. Why?

Process-Oriented (Level 2) within the

next 3 years.

Which Core HR System/s are we strong at

given our current maturity level?

Recruitment, Selection & Placement

Which Core HR System/s do we need

improvement on given our current
maturity level?

Performance
Management
System

Rewards &
Recognition

Which Core HR System/s do we want to prioritize

given our current maturity level and our target
maturity level? Why?

Performance
Management
System

Rewards &
Recognition

What is our prioritization of the 4 Core HR

Systems?
1.
2.
3.

Performance Management System

Rewards & Recognition
Learning & Development

Of the HR System/s we want to prioritize, which

lenses do we need improvement on? Systems or
Competencies?

Competencies for
PMS

System for R&R

Step 3: Mapping out the Action Plans (OPTIONS & WAY FORWARD)
STEP 3

Mapping out the Action Plans

(OPTIONS & WAY FORWARD)

WE
WANT
PUBLIC
SERVANT
S!

TARGET HR SYSTEM: RECRUITMENT, SELECTION,

PLACEMENT
TARGET LENSES: SYSTEM

Rewards & Recognition

(SYSTEM)
RECOMMENDED
ACTION
Action Step 1:
Establishment of a
functional PRAISE
committee

DETAILED ACTIVITIES

RESPONSIBILITIES

Activity 1: Secure
HRMO
support from the LCE
and other department
heads by emphasizing
the benefits of the
PRAISE;
Activity 2: LCE selects
LCE
PRAISE members thru an
issuance of an
Administrative Order
Activity 3: PRAISE
convenes and
deliberates over its

PRAISE

Rewards & Recognition

(SYSTEM)
RECOMMENDED
ACTION
Action Step 2:
Customization of annual
budget to finance R & R
activities

DETAILED ACTIVITIES

RESPONSIBILITIES

Activity 1: HRMO
recommends R&R
activities for PRAISE
review;
Activity 2: PRAISE
determines funding
requirements for R&R
subject to legal
impositions;

HRMO

Activity 3: LCE approves

PRAISE action plan for
budget authorization;

LCE

PRAISE

Rewards & Recognition

(SYSTEM)
TIMELINE
3rd quarter of 2015
1st semester (HR
planning for fiscal
matters)

RESOURCES
A. Resources Available:

POTENTIAL BARRIERS

COA dispute

Legal, Rank-and-File
support

Lack of political will

B. Resources Needed:

Unfair criterion

Political Will, Ethical,

Political intervention

Rewards & Recognition

(SYSTEM)
COMMUNICATION
PLAN
LCE issues
Administrative Order
PRAISE issues
Resolution
HRMO issues
Memoranda

VERIFICATION/
SUCCESS INDICATORS
PRAISE organized and
active
PRAISE action plan
communicated

EVALUATION PROCESS

Employee feedback

LCE approves action

Program continuity

HRMO announces R&R

program

Rewards & Recognition

(Competency)
RECOMMENDED
ACTION
Action Step 1:
Capability Building of
PRAISE and Secretariat
Action Step 2:
Reinforce competency
requirements of
employees about R&R
awards

DETAILED ACTIVITIES

RESPONSIBILITIES

Activity 1: Identify skill

and knowledge gaps of
PRAISE and secretariat;
Activity 2: Funding for
training;

HRMO

Activity 3: Coordinate
with external support
(CSC);

HRMO

Activity 4: Cascade
information to
employees

Secretariat

PRAISE

Rewards & Recognition

(Competency)
TIMELINE
4th Q

RESOURCES
A. Resources Available:

POTENTIAL BARRIERS

Passivity

Legal, Knowledge
Source

Funding

B. Resources Needed:

Uncooperative
behavior

Financial, Time
(Prioritization)

Rewards & Recognition (COMPETENCY)

COMMUNICATION
PLAN
HRMO outlines gaps
and recommends
training needs
LCE/PRAISE resolves
training needs
HRMO requests CSC
assistance
Competencies of
R&R defined thru
PRAISE resolution

VERIFICATION/
SUCCESS INDICATORS

100% of PRAISE
and secretariat
trained
Issuance of agency
competency model
for R&R awardees
Employee
awareness of R&R
criterion

EVALUATION PROCESS

Employee feedback

Program continuity

Performance Management (System)

RECOMMENDED
ACTION
Action Step 1:
Functional PMT formed
and active
Action Step 2:
Annual Investment plan
& budget integrated for
unit and individual
plans

DETAILED ACTIVITIES

RESPONSIBILITIES

Activity 1: LCE
commitment to support
PMS
Activity 2: LCE forms
PMT thru AO;

HRMO

Activity 3: PMT to hold

discussion with unit
heads;

PMT/Secretariat/Heads

Activity 4: Unit heads

submit to PMT targets
for plan integration

Heads/Secretariat

Activity 5: PMT

LCE/PMT/Finance

LCE

Performance Management
(System)
TIMELINE
3rd Q (PMT formation)

RESOURCES
A. Resources Available:

POTENTIAL BARRIERS

Political Will

1st Q following year

(target setting)

Legal, Human

Election Period

B. Resources Needed:

Uncooperative
behavior

Financial, Time
(Prioritization), Political

Performance Management (System)

COMMUNICATION
PLAN
LCE issues AO
PMT issues memo to
unit heads
Approved targets
documented for HR
and Planning use

VERIFICATION/
SUCCESS INDICATORS

EVALUATION PROCESS

AO issued by LCE
Targets setting
defined thru
AIP/Annual Budget

Performance
evaluation conducted
semi-annually

Employee
awareness of
targets

Targets set reflect as

planned by PMT

Performance Management
(Competency)
RECOMMENDED
ACTION
Action Step 1:
Capability Building of
PMT, Secretariat and
Unit Heads
Action Step 2:
Identify agency
competencies for
documentation
Action Step 3
Cascade competency

DETAILED ACTIVITIES

RESPONSIBILITIES

Activity 1: Identify skill

and knowledge gaps of
PMT, heads and
secretariat;
Activity 2: Funding for
training;

HRMO

Activity 3: Coordinate
with external support
(CSC);

HRMO

Activity 4: Identify
agency competencies
and draft model;

PMT/Heads/Secretariat

HRMO/Finance

PMT

Performance Management
(Competency)
TIMELINE
4th Q

RESOURCES
A. Resources Available:

POTENTIAL BARRIERS

Passivity

Legal, Knowledge
Source

Funding

B. Resources Needed:

Uncooperative
behavior

Financial, Time
(Prioritization)

Performance Management
(Competency)
COMMUNICATION
PLAN
HRMO outlines gaps
and recommends
training needs
LCE/PRAISE resolves
training needs
HRMO requests CSC
assistance
Competencies of
R&R defined thru
PRAISE resolution

VERIFICATION/
SUCCESS INDICATORS

100% of PRAISE
and secretariat
trained
Issuance of agency
competency model
for R&R awardees
Employee
awareness of R&R
criterion

EVALUATION PROCESS

Employee feedback

Program continuity

STEP 4
Next Steps (WRAP UP)

ULTIMO ADIOS
From Rolando I. Gonzalez Jr. (LGU San Pascual