Annex 6-B: Action Plan Template (Agency Guide)

PRIME-HRM Assists Form No.4-B

Action Plan
DEPARTMENT OF AGRARIAN REFORM
for PRIME-HRM Target Maturity Level 2

Step 1: Stating the Goal (GOAL)

What is the Purpose of This Agency Action Plan?
To meet the PRIME-HRM Maturity Level 2 indicators under Recruitment, Selection and Placement (RSP), Performance Management Learning and Development (L & D) and Rewards
and Recognition ( R & R) on or before August 30, 2019.
Step 2: Determining the Current State (Reality)
What is your current Maturity Level based on the Assessment Results?
RSP : Level 1 PM: Level 1
L&D: Level 1 R&R: Level 1
What Maturity Level do you want to target for?
Level 2: Process-defined

Current State Review & Target HR System

Identify your strengths and opportunities for improvement. (under Recruitment, Selection and Placement (RSP), Performance Management Learning and Development (L & D) and Rewards and
Recognition (R & R)
Strengths:
Opportunities for improvement:

Identify your strengths and opportunities for improvement.

Strengths:
- Institutionalized career progression & development program & policies
- Satisfactory implementation of recruitment policies & career progression program
- Competent & efficient Human Resources
 Opportunities for improvement:
- Active support from the higher management
- Available funding sources
- Professional & Disciplined human resources
- Websites & Other networking sites for info. Dissemination
- Considered as priority HRM implementation

For HR systems we need to improve on, which one/s do you now want to prioritize taking into consideration your Agency Mandate? Why?
1. Recruitment, Selection and Placement (RSP) 3.Performance Management (PM)
2. Learning and Development (L&D) 4.Rewards and Recognition (R&R)
Of the target HR system, which areas (systems, practices and/or competencies) do you want to focus on? Why?
1.Systems
2.Competencies
3.Practice
Step 3: MAPPING OUT THE ACTION STEPS (Options and Way Forward)
Recommended Action Detailed Activities Responsibilities Timeline Success
Steps What Will Be Done? Who Will Do It? By When?
based on Assessment Tool Results & Report (Day/Month)
& as determined by Agency Stakeholders

Recruitment, selection and Placement(RSP)

Pillar 1: Governance 1. Secure copy of approved DAR Regional Personnel End of April Secured copy of approved DAR MSPP
Action Step 1: MSPP. Officer
2. Filling-up of vacancies should be
based on the DAR- Masbate
approved plantilla of position.
3. Determination of recruitment
personnel must be anchored on
the needs and requirements of
the divisions concerned.
Pillar 2: Talent Planning 1. Formulation of Policies and
Action Step 1: Guidelines, Recruitment,
Selection and Promotion of
employees.
2. Formulate (EEOP)

Pillar 3: Talent Sourcing Posting of vacant position must be

Action Step 1: posted in CSC DAR website and
Agency’s Bulletin Board.
Pillar 4: Talent Selection & Placement
Action Step 1: Conduct of the following:
1. Interview
2. Examination
3. Background Investigation
Action Step 2: Conduct interview for applicants
who passed the exam.
Action Step 3: Final section of qualified applicants
to be subjected for Background
Investigation and Preparation of
CAF, minutes of Deliberation, PDF &
preparation of appointment.
Action Step 4: Requiring selected applicants to
submit pertinent documents needed
for Civil Service Commission (CSC)
attestation.
Action Step 5: Submission of RAI with appointment
to CSC for attestation.
Recommended Action Detailed Activities Responsibilities Timeline Success
Steps What Will Be Done? Who Will Do It? By When?
based on Assessment Tool Results & Report (Day/Month)
& as determined by Agency Stakeholders

Pillar 1: Governance
Action Step 1: Implementation of Agency SPMS

Action Step 2: Composition of Performance

Management Team Grievance
Committee & Special Task Force.
Action Step 3: Formulation of Policy Review on
SPMS.

Action Step 4:

Planning 2: Planning and Commitment Individual employees’ performance

Action Step 1: is determined through
competencies and proficiency
evaluation of which results would
contribute to the agency’s
performance.

Target setting of accomplishment

based on National Expenditure
Program.
Action Step 2:

Action Step 3:

Pillar 4: Performance Review and Evaluation Calibrating Performance Results

Action Step 1:
 Managing Performance Review and
Evaluation process

Individual employees’ competency

enhancement through formulation
of development plans.
Action Step 2:

Recommended Action Detailed Activities Responsibilities Timeline Success

Steps What Will Be Done? Who Will Do It? By When?
based on Assessment Tool Results & Report (Day/Month)
& as determined by Agency Stakeholders

Learning & Development (L&D)

Pillar 1: Governance Establishment of Career
Action Step 1: Development Plan and HR
Management Information System

Action Step 2:
Action Step 3:
Pillar 2: Planning and Monitoring and 1. Formulate L&D Intervention
Evaluation 2. Learning needs and analysis
Action Step 1: 3. Attendance to Training
Seminars

Action Step 2:
Action Step 3:
Pillar 3: Execution Process, screen, nomination and
Action Step 1: selection of awardees based on
their achievements, contributions
and performance for the
attainment of the agency’s MFO.
Action Step 2:
Action Step 3:
Recommended Action Detailed Activities Responsibilities Timeline Success
Steps What Will Be Done? Who Will Do It? By When?
based on Assessment Tool Results & Report (Day/Month)
& as determined by Agency Stakeholders

Rewards & Recognition (R&R)

Pillar I: Governance Composition of Praise Committee
Action Step 1:
Action Step 2: Enforcement of the Memorandum
and Special Order
Pillar 2- Planning Processing of Rewards and
Action Step 1: Recognition plans and programs to
promote individual/ team
motivation.
Action Step 2:
Action Step 3:
Action Step 4:
Resources: Identify the following: Resources Available:
 Resources Available
 Resources Needed (financial, human, Resources Needed:
political & other)
Potential Barriers
 What individuals or organizations might
resist your plan of action?
 How?
Communication Plan Who is involved? What methods?
 Who is involved?
 What methods?
 How often?
Step 4: NEXT STEPS (WRAP UP)

Date of Next Process Consulting Session

Tasks to be achieved prior to next Process Person/s Responsible

Consulting Session
1. Output on all four (4) core areas of HR systems
2. Submit list of required evidences on RSP, PM, R&R and L&D

Name Signature

Prepared by:

Assisted by:

Approved by:

Date of Assistance by CSC: