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Capdev HR

The document outlines the capacity development agenda for 2013-2016 of the Municipality of Banaue, Philippines. It identifies weaknesses in their current human resource systems including delays in disciplining employees for violations, understaffing, lack of training, and inconsistent record keeping. The agenda's goals are to improve personnel performance and morale through objectives such as disciplining employees according to rules, providing appropriate training, creating a computerized database, following best practices for record keeping, and offering health programs. It lists specific interventions, timelines, budgets, and responsibilities to address each issue over three years in areas like leadership, competencies, management systems, enabling policies, and more.

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2K views4 pages

Capdev HR

The document outlines the capacity development agenda for 2013-2016 of the Municipality of Banaue, Philippines. It identifies weaknesses in their current human resource systems including delays in disciplining employees for violations, understaffing, lack of training, and inconsistent record keeping. The agenda's goals are to improve personnel performance and morale through objectives such as disciplining employees according to rules, providing appropriate training, creating a computerized database, following best practices for record keeping, and offering health programs. It lists specific interventions, timelines, budgets, and responsibilities to address each issue over three years in areas like leadership, competencies, management systems, enabling policies, and more.

Uploaded by

Loyd At Apple
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
  • Current State: Provides an overview of the current state of human resource capacities and issues affecting them.
  • Competency: Details the competency development needs and initiatives planned to enhance staff skills and capacities.
  • Knowledge and Learning: Focuses on information dissemination and knowledge development within the organization.
  • Enabling Policies: Outlines the policies to support and facilitate effective governance.
  • Management System: Discusses the structural and procedural improvements for the management systems.
  • Leadership: Covers leadership strategies and approaches to enhance administrative functions.

Republic of the Philippines Province of Ifugao Municipality of Banaue CAPACITY DEVELOPMENT AGENDA 2013-2016

Performance Area: Accountable, Transparent, Participative and Effective Local Governance Sub-Sector Area: Administrative Governance Service Areas: Customer Service-Civil Application, Human Resource Management and Development Desired State:

Current State:

Weak Human Resource Development attributed to the following issues: Goals: a. Delayed action by the Disciplining Authority (LCE and Vice LCE) on 1. Excellent human resource/personnel performance by 2016. reports on Human Resource-related violations; b. Staffing of the different Departments is not in accordance to ideal Objectives: personnel structures (Undermanned) 1. To have a well-disciplined, competent, committed, efficient, effective and c. Records management and filing procedures of permanent documents at productive personnel; the Mayors office vary every change of administration; 2. To lessen the gap discrepancy between the Heads of offices and their next in rank d. Insufficient development trainings to some office staffs (trainings staffs; concentrated only to department heads) 3. To equip personnel with appropriate knowledge and skills though trainings and e. No designated representative of the Municipal Mayor to preside over seminars in the performance of their duties and functions; PRAISE committee meetings. 4. To strengthen the personnel mechanisms to enhance employee morale f. No computerized personnel information database. 5. To computerize personnel information database
Current State of Capacity 1 I. STRUCTURE No designated representative of the Desired State of Capacity 2 Presence of a duly designated Capacity Development Intervention 3 Follow up designation of his Target of CapDev 5 PRAISE committe Time Frame 6 3rd week of Nov. Funding Process Requirements Owner/ Office Year Year Year Responsible 1 2 3 7 8 9 11 Personnel section Source of support/ Technical Assistance 12 Mayor

Expected Output 4 Verbal follow up on the postponed

Mayor to preside over the PRAISE committee meetings

representative to preside over PRAISE committee meetings

representative as chairman of the PRAISE committee

meeting of the PRAISE committee regarding the designation of the Mayors representative Training Needs Analysis Conducted and submitted to the LCE and the different Heads of Offices for their reference

2013

II. COMPETENCY Insufficient development trainings to office staffs (trainings concentrated only to department heads)

Office staffs sufficiently trained on needed skills and competencies relevant to their duties and functions

Conduct of Training Needs Analysis to identify immediate training needs for personnel

Different Offices

1st quarter of 2014

Mayors Office,He ads of offices

DILG,CSC Provincial Field Offices

III. KNOWLEDGE AND LEARNING No computerized Computerized personnel information personnel database information database installed in the personnel section

Follow up submitted proposed budget for the installation of computerized personnel information database

Written follow up of the proposed budget allocation for the installation of the computerized Information data base

Personnel Section

3rd week of Nov. 2013

80,000 .00

Personnel Section

Computer Technician / IT Dept of IFSU

IV. MANAGEMENT SYSTEM Staffing of the different Departments are not in accordance to ideal structures (Undermanned Offices)

Staffing structure of the different Departments follow the ideal personnel structure

Recommend to the Municipal Mayor to request the Sangguniang Bayan to create the proper positions needed per Department

Written recommendation with the list of proposed positions to be created per Department

Personnel Section

1st quarter of 2014

Personnel Section

Different Departmen t Heads

Records management and filing procedures of permanent documents at the Mayors office vary every change of administration

Records management and filing procedures of permanent documents at the Mayors office follow a standard format/ guidelines (Manual) even with the change of administration

Drafting of the LGUs Organizational Structure Drafting and printing of a records management and filing procedures manual for the mayors office Bring back the permanent employee assigned at the Mayors Office Health Care Program for LGU Employees Ordinance on Free Medical Check-up for all LGU Employees with permanent status

Copy of the Records Management and Filing Procedure Manual

Mayors Office

2nd quarter of 2014

Mayors Office

IFSU/ Librarians

Emergence of sicknesses afflicting the LGU personnel V. ENABLING POLICIES

Healthy LGU personnel

Health Care Packages for LGU personnel

Personnel Section

LCE MHO

VI. LEADERSHIP Delayed action by the Disciplining Authority upon reports on HR related violations

Disciplining authority immediately acts upon receipt of reports of violations of CSC and Office rules and regulation committed by

Follow up reports of violations committed by Municipal Employees submitted to the Disciplining

Written communications to follow up reports

Personnel Section

As need arises

Personnel Section

CSC Personnel

employees note: add sir ferdies suggestion

Authority for action

1 Republic of the Philippines Province of Ifugao Municipality of Banaue CAPACITY DEVELOPMENT AGENDA 2013-2016
2 Mayor to preside over the PRAISE committee meetings representative to preside over PRAISE committee meetings repr
3 Drafting of the LGU’s Organizational Structure Records management and filing procedures of permanent documents
4 employees Authority for action note: add sir ferdie’s suggestion

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