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) Name of Agency: Date of Assessment Local Government Unit of Burgos, Ilocos Sur November 20 and 21, 2013

INRODUCTION Introduction: (State the type of assistance conducted and objective) The Civil Service Commission pursuant to CSC Resolution No. 1200241 dated February 1, 2012 and circularized thru Memorandum Circular No. 3, s. 2013, adopts the guidelines on the implementation of the Program to Institutionalize Meritocracy and Excellence in Human Resource Management (PRIME-HRM). This program integrates and enhances the Personnel Management Assessment and Assistance Program (PMAAP) and the CSC Agency Accreditation Program (CSCAAP). It is a mechanism to continuously capacitate agencies in the performance of their human resource management functions; recognize best practices in the various areas of human resource management ; and serve as a venue for exchange and development of expertise in human resource management between and among government agencies. One of the components of the PRIME-HRM is the Comprehensive Human Resource Management Assistance, Review and Monitoring (CHARM). This is a detailed appraisal of the human resource management systems and standards; management of Human Resource (HR) records, other systems and programs; review of 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 agency conform with CS law, rules, policies and standards; 2. To assess the progress and the difficulties encountered in the implementation of policies relative to human resource systems and standards, and render technical assistance, 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 take final action on appointments under the Level II Accredited status of the PRIMEHRM.

Strengths I.HR Management Generally, the documents under the custody of the designated Human Resource Management Officer are complete. updated and secured which facilitate easy retrieval when needed.

Weaknesses Absence of document showing the actual Assumption to Duty/First day of Service. A number of vital documents such as Certificates of Eligibility / scholastic records/ licenses and other photocopied documents were not verified/authenticated/ certified by authorized personnel. The SPMS is yet operational and to be pilot tested on 2014.

II.HR Management Systems and Programs

III.Employee Welfare

IV.Employee Discipline

V.HRMO Competence Others: ARTA, Citizens Charter , etc.

HR mechanisms are in place, operational and are being implemented. The Agency SPMS was already approved by CSC RO 1 for implementation on July 19, 2013 . Generally, the authorized benefits, leave privileges, and incentives are granted to the officials and employees of the agency. There is a duly registered and accredited employees association. The PRAISE was approved by CSC RO1 on May 29,2002 by RD Danipog. The agency adopts biometrics to record their attendance and punctuality. The officials and employees have undergone Orientation on RA 6713 conducted by the Ombudsman. The agency also complies and implements the provisions of R.A. No. 9485. There were no incidents of disciplinary cases. The agency has a plantilla position of Human Resource Officer who meets the required Competency levels of HRM Office for Level II accreditation status. Her

The agency has no allocation of funds for monetary benefits.

The HRMO has not yet re echoed to the officials and employees the RRACS.

The database of trainings attended by the employees are not updated. Lack of manpower to assist the HRMO.

assessed competency level of Intermediate in the functional area of leave administration is higher than the prescribed Basic level. VI.Reports on Appointments Appointments are issued in Issued accordance with existing CS Law and rules. The RAI is submitted within the prescribed period to the concerned CSC Field Office. CONCLUSION AND RECOMMENDATION Conclusion : Evaluation of the records of the Municipal Government of Burgos, Ilocos Sur reveals that the same were substantially complete, updated and secured. On the other hand, The HR mechanisms comprising of the Merit Promotion/Selection Plan , Agency Program on Awards for Service Excellence (PRAISE) are on record as approved by the CSC, and are verified as operational and functional. Also, the agency uses the 1997 Revised Qualification Standards Manual for its ready reference in evaluating the qualifications of applicants. Despite the fact that the Municipal Government of Burgos that only the Human Resource Management Officer handles the human resource matters and her othr designated functions she was able to perform her duties. Further, she possesses the technical competencies of a Human Resource Management Practitioner to qualify for Level II Accreditation under the PRIME-HRM. Recommendations : 1. The HRMO should provide and keep a copy of the Actual Assumption/First Day of Service in the respective 201 files of the employees. This record is likewise pertinent in ascertaining the first day 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 to implement their PRAISE. 3. As much as possible, all officials and employees of the agency must oriented with the provisions of the Revised Rules of Administrative Cases in the Civil Service. 4. The HRMO- update the database of HR interventions attended by the employees for reference purposes.
Prepared by: Certified Correct by:

WALFREDO C. LAUDENCIA, JR. Sr. Personnel Specialist

FLORDELIZA C. BUGTONG Chief Personnel Specialist

Team Leader JOSEPH S. GACAYAN Personnel Specialist II Approved by:

NELSON G. SARMEINTO Acting Director IV