Delivering Service Excellence
through PRIME - HRM
The DCWD Experience
Presented by
Ruth G. Jabines, MBA, DM-HRM
Manager, Human Resource Department
Davao City Water District
Delivering Service Excellence
through PRIME - HRM The DCWD Experience
“Excellence is the gradual result of
always striving to do better.”
-Pat Riley
Team President & Former Coach,
NBA Miami Heat
Delivering Service Excellence
through PRIME - HRM The DCWD Experience
Our Way to “Accreditation”
DCWD’s compliance with the CSC rules on
personnel management had not been easy.
From the transition period of becoming a Government –
Owned and Controlled Corporation (GOCC) in year 1991,
DCWD’s personnel management has gone through
different processes, development and growth.
Delivering Service Excellence
through PRIME - HRM The DCWD Experience
Year 1991 - April 2006
DCWD was a Non-Accredited Agency, thus, are still
complying with the requirements for Accreditation.
May 2006 - September 2014
DCWD was awarded the Certificate of Level II
Accreditation per CSC Agency Accreditation Program
(CSCAAP) under MC No. 27, s. 1994
September 30, 2014
DCWD was awarded the Certificate of Level II
Accreditation per PRIME – HRM under
MC No. 3, s. 2012
Delivering Service Excellence
through PRIME - HRM The DCWD Experience
The results of the Comprehensive HRM Assistance, Review and
Monitoring (CHARM) conducted by CSC RO11 at the Davao City
Water District on November 29 and December 2, 2013 show that the
agency has complied with all the requirements for
Level II-Accredited Status under PRIME-HRM.
DCWD met the following requirements for Level II Accredited Status
under the PRIME-HRM:
HR Plan covering Organizational Profile,
HR Systems, and Employee Health and Sound HR management records
Wellness is fully operational;
Appointments and personnel actions Human Resource Management
conform to Civil Service Law, rules and Office/Unit meeting the required
regulations; competency level
Delivering Service Excellence
through PRIME - HRM The DCWD Experience
DCWD’s HR Plan are anchored to our Organizational Profile which covers
the following:
Best water and wastewater service provider with utmost care
Vision for the people and the environment.
We commit to supply potable and affordable water 24 hours a
Mission day, provide wastewater treatment services, operate
efficiently, take a proactive role in environmental concerns and
keep a competent workforce.
* Achieve an improved quality of water in Cabantian and
Strategic Goals Panacan service areas in accordance with the Philippine
National Standards for Drinking Water.
* Attain a 98% Employee Satisfaction Rating
* Exceed by 50% the projected water demand covered by our
available resources
* Increase availability of water to all customers from 90% - 100%
* Fully implement Phase 1 of the Septage Management Program
Delivering Service Excellence
through PRIME - HRM The DCWD Experience
Asset (Resource) Management
Customer Service Improvement
Aligning to the DCWD Agenda,
Corporate Social Responsibility our objective is to strengthen a
productive and customer-
Environmental Protection oriented workforce.
Service Expansion and Improvement
Septage Management
The DCWD Agenda
Delivering Service Excellence
through PRIME - HRM The DCWD Experience
DCWD’s HR Plan are also anchored to our Organizational Profile
which covers the following:
Organizational Chart approved by the Department
of Budget and Management, effecting the 856
plantilla positions in the PSIPOP.
Job Descriptions of all positions constantly
updated to keep up with the increasing
demands and targets.
Delivering Service Excellence
through PRIME - HRM The DCWD Experience
DCWD’s compliance to the PRIME-HRM includes monitoring,
review and revision of its existing programs and practices under
the Four (4) HR Systems .
Recruitment and Selection
Performance Management PRIME-
HRM
Learning and Development
Rewards & Recognition
Delivering Service Excellence
through PRIME - HRM The DCWD Experience
Recruitment and Selection
1. Qualification Standards (QS)
Evaluation of applicants for vacant permanent positions are based on
the DCWD Qualification Standards (QS) approved by the Civil Service
Commission through Res. No. 11-01480, dated Nov. 8, 2011. Each
position has a specific minimum standard on education, experience,
eligibility, and training.
Recent CSC resolution : CSC MC No. 1, s. 2014 dated January 23, 2014:
Nature of GM Position in LWDs are PRIMARILY CONFIDENTIAL and
NON-CAREER SERVICE. Thus, they are exempted from the QS unless
the WD adopt QS of 2006 of their own, subject to CSC approval.
DCWD will submit its revised QS to CSC, excluding the GM position.
Delivering Service Excellence
through PRIME - HRM The DCWD Experience
Recruitment and Selection
2. Merit Selection and Promotion Plan (MSPP)
Installed by DCWD pursuant to Sec. 32, Book V of Administrative
Code of 1987 (Executive Order 292) and Civil Service Commission
Memorandum Circulars.
Establishes a well and sound promotion system that is
characterized by strict observance of the merit, fitness and
equality principles in selecting and promoting employees to a
higher position in the career service and non-career service in all
levels;
Includes policies and procedures in selection and promotion,
functions and responsibilities of the PSB, the personnel officer, and
the appointing authority.
Delivering Service Excellence
through PRIME - HRM The DCWD Experience
Recruitment and Selection
3. System of Ranking Position (SRP)
The hierarchical arrangement of positions from highest to lowest,
which shall be a guide in determining which position is next-in-rank,
taking into consideration the following:
- Organizational structure
- Salary Grade Allocation
- Classification and functional relationship of positions;
In processing the final list of applicants, qualified incumbents of
the next-in-rank positions are advised of the said vacancy and are
given the options to either confirm their application or waive their
right for promotion by not applying for the said vacancy.
Delivering Service Excellence
through PRIME - HRM The DCWD Experience
Recruitment and Selection
4. Personnel Selection Board (PSB)
The Personnel Selection Board adopts a
formal screening procedure and formulate
criteria for the candidates of posted
permanent plantilla positions. They shall
maintain fairness and impartiality in the
assessment of candidates based on merit
and fitness, specifically on the minimum
qualification requirements.
DCWD PSB members conduct interview among applicants
recommended by the requisitioning Manager and endorse to the
General Manager the ordinal ranking of top five (5) applicants to fill
up a particular position.
Delivering Service Excellence
through PRIME - HRM The DCWD Experience
Recruitment and Selection
4. Personnel Selection Board (PSB)
For supervisory and managerial positions, the following criteria are
considered and evaluated by the PSB:
Psycho-social attributes and Personality
Interview Assessment by the PSB and the Department Manager
concerned;
Personnel Records (including attendance, infractions, performance
evaluation, & commendation from the Management;
Higher Studies achieved;
Other factors, of which the concerned DM and DvM are given the
privilege to rate their recommended applicant based on their own
assessment
Delivering Service Excellence
through PRIME - HRM The DCWD Experience
Recruitment and Selection
Position for Publication Roster of Departments
opening of Position Evaluation
of Qualified to evaluate
requested (10 calendar Applicants applicants
Applicants
by DM (PR) days) endorsed to through AdHoc
department and endorse to
HRD the
Applicant Applicants recommended
Applicants applicants
approved by cleared from
recommended
GM will Nepotism by the PSB are PSB :
comply are [Link] of
mapped per
requirements endorsed to applicants
policy on
for issuance GM for [Link]
nepotism
of interview
appointment
Flow of Selection Process (Rank and File)
Delivering Service Excellence
through PRIME - HRM The DCWD Experience
Recruitment and Selection
Position for Publication Qualified DM to declare
opening of Position Evaluation of
Applicants Applicants if the position
requested (10 calendar endorsed is “OPEN” or
including N-I-R
by DM (PR) days) to DM “FOR
incumbents
PROMOTION”
Applicant Applicant
confirmed by selected by GM
Applicants to
the Board will comply Recommend undergo the
PSB
will be given requirements ed applicants Criteria for
interview
Appointment for are endorsed Selection (psych
and
endorsement to to GM for deliberation exam, PSB
the BOD for interview interview, rating
confirmation per records, etc.)
Flow of Selection Process (SUPERVISORY)
Delivering Service Excellence
through PRIME - HRM The DCWD Experience
Recruitment and Selection
5. Succession Planning
Identification and evaluation of next-in-rank
incumbents who are potential leaders to be
designated as Officer-In-Charge (OICs) for vacant
positions / positions to be vacated.
Implementation of Job Rotation and new work assignment to come
up with a pool of executives who are generalists; to develop and
enhance the potentials of employees in the organization by exposing
them to other work functions of the District; and to maintain and
sustain the projects/works at hand in the office.
Provision of training and development.
Involvement to various working committees and
technical working groups.
Delivering Service Excellence
through PRIME - HRM The DCWD Experience
Performance Management &
Employee Retention
1. Strategic Performance Management System
DCWD has designated its own
Performance Management Team (PMT) to
monitor implementation of this appraisal
system.
Pilot implementation of SPMS in DCWD took off last July –
December 2013, wherein prior to implementation, series of
orientation – workshops were conducted to 1,081 employees from
July 25 until October 11, 2013.
Initial report on the pilot implementation of SPMS in DCWD was
submitted to the CSC XI last December 23, 2013. Results on
performance ratings were submitted last March 2014.
Delivering Service Excellence
through PRIME - HRM The DCWD Experience
Performance Management &
Employee Retention
1. Strategic Performance Management System
Ongoing calibration of the performance standards, depending on the
plans and programs targeted for the year. Cascading of performance
targets are as follows:
C General Manager
A OPCR
S Asst. General Manager Asst. General Manager
C
Department A Department B Department C DPCR
A
D
Division A Division B Division C Division D
I
N Supervisor Supervisor Supervisor Supervisor IPCR
G Individual Individual Individual Individual
Delivering Service Excellence
through PRIME - HRM The DCWD Experience
Performance Management &
Employee Retention
1. Strategic Performance Management System
Flow of rating process as follows:
General Manager
OPCR
Asst. General Manager Asst. General Manager
R
A Department A Department B Department C DPCR
T
I Division A Division B Division C Division D
N
G Supervisor Supervisor Supervisor Supervisor IPCR
Individual Individual Individual Individual
Delivering Service Excellence
through PRIME - HRM The DCWD Experience
Performance Management &
Employee Retention
organizational impact
Maintaining our Level II accreditation under the
PRIME – HRM of the CSC authorizes our office to
continuously take final actions on employee
Appointments.
Dynamics in the implementation of the SPMS
enhances employee – supervisor communication,
inter-departmental coordination, and team effort.
Delivering Service Excellence
through PRIME - HRM The DCWD Experience
Learning and Development
Undertake staff development programs.
- Comprehensive Orientation for Employees (COrE) Program
- In-house Programs for Employees
- Invitational trainings, conventions and conferences
- LWUA – coordinated trainings
- Development of learning materials
DCWD is one of the six (6) LWUA Regional Training Centers of the
country, committing at least five (5) programs per year.
Invitational trainings, conventions and conferences outside Davao
City requires approval from the Board of Directors.
Strong linkage with Professional groups, for learning and development
venues to equip our professionals (PICE, PICPA, PICHE, etc.)
Delivering Service Excellence
through PRIME - HRM The DCWD Experience
Learning and Development
Career and Development Program
The HR Department regularly designs and recommends to the
management the implementation of different programs in the Career
Development Plan of DCWD. Such programs include:
► Induction Program Refers to the program for new entrants in DCWD
to develop their pride belonging and
commitment to government service.
► Orientation Program Refers to activities and courses designed to
inform new employees about DCWD programs,
thrusts, and operations as well as benefits.
Delivering Service Excellence
through PRIME - HRM The DCWD Experience
Learning and Development
Career and Development Program
► Reorientation Refers to courses designed to introduce new duties
Program and responsibilities, new policies and programs to
employees who have been in the service for quite
some time.
► Professional/ Refers to programs in scientific areas for
Technical/Scientific enhancement of skills and knowledge of second
Program level personnel in the career service.
► Employee Refers to courses aimed at maintaining high level
Development of competence on basic workplace skills among
Program employees in the first level in the career service
Delivering Service Excellence
through PRIME - HRM The DCWD Experience
Learning and Development
Career and Development Program
► Middle Management Refers to a set or series of planned human
Development resource interventions and training courses
Program designed to provide supervisors and
managers with management and
administrative skills and to prepare them for
greater responsibilities.
► Value Development Refers to courses which are designed to
Program enhance and harness the public service
values of participants to be effective
government workers.
Delivering Service Excellence
through PRIME - HRM The DCWD Experience
Learning and Development
Career and Development Program
► Executive Refers to activities and experiences, and
Development continuing education intended to enhance the
Program managerial skills of executives who belong to the
third level.
► Mandated per Rule VII, Section 14, Executive Order No. 2920, DCWD
has its own designated Personnel Development Committee whose
primary role is to provide support to the management in matters
concerning employee development such as selection of nominees to
training, development and scholarship programs in accordance with
existing civil service policies and standards.
Delivering Service Excellence
through PRIME - HRM The DCWD Experience
Rewards & Recognition
1. Program on Awards and Incentives for Service Excellence (PRAISE)
Model Employee of the Year
Highest award given to an employee.
Has two Levels:
- Non-Supervisory Level (Office and Field Categories)
- Supervisory Level (Supervisors and Managers)
Nominees must meet the eligibility requirements such as :
- Must be a permanent employee for at least one (1) year
- No record on tardiness exceeding the grace period for more
than 5 times w/in the rating period
- No record on unauthorized absences
- Not found guilty on any administrative offense
- Must have a performance rating not lower than VS.
Delivering Service Excellence
through PRIME - HRM The DCWD Experience
Rewards & Recognition
1. Program on Awards and Incentives for Service Excellence (PRAISE)
Loyalty in Service Awardees
Permanent employees are recognized during their milestone
years in DCWD. Recognition is done annually during the
DCWD Anniversary and the Grand Awards Night.
Delivering Service Excellence
through PRIME - HRM The DCWD Experience
Rewards & Recognition
1. Program on Awards and Incentives for Service Excellence (PRAISE)
Salamat, Paalam. Mabuhay Ka!
Conferred to retirees under approved DCWD Retirement Plan. Tokens
shall be given to retirees during a fitting ceremony (i.e. Testimonial
Dinner and Honoring) held on or before the date of their retirement.
Study Leave Incentive
Granted to employees who may apply for purposes of taking board /
bar exam, or completion of master’s degree; provided they have
satisfied the qualification requirements, internal rules of procedure,
subject to the general guidelines of CSC.
Delivering Service Excellence
through PRIME - HRM The DCWD Experience
Rewards & Recognition
1. Program on Awards and Incentives for Service Excellence (PRAISE)
Career and Self Development Incentive
Granted in recognition of an employee who has satisfactorily
completed a course or degree within or outside the country at one’s
own expense.
Delivering Service Excellence
through PRIME - HRM The DCWD Experience
Rewards & Recognition
1. Program on Awards and Incentives for Service Excellence (PRAISE)
Other Forms of Awards and Incentives
“Personal Growth Opportunities”. Incentives which may be in the form of
attendance in conferences on official business, membership in
professional organizations, books, journals, DVDs, travel packages and
other learning opportunities.
Other Incentives - incentives in kind may be in the form of recognition
posted at bulletin board, feature in DCWD publication, etc.
Delivering Service Excellence
through PRIME - HRM The DCWD Experience
Other HR Systems & Practices
1. Retirement
Pre – Retirement Program
Refers to courses which are intended to familiarize would-be retirees
on the government retirement plans and benefits as well as available
business opportunities or other productive options / pursuits.
The Service Separation Plan (SSP)
Board Resolution no. 08-376 dated October 15, 2008 provides the
Implementing Rules and Regulations on Service Separation Plan (SSP)
Qualified employees are those hired before December 31, 1999.
“Service” as defined means the unbroken period of service rendered
by a qualified employee as may be determined from the records.
Delivering Service Excellence
through PRIME - HRM The DCWD Experience
Other HR Systems & Practices
1. Retirement
The Service Separation Plan (SSP)
The period of availment of the separation benefit and other related
benefits by a qualified employee shall last only until upon reaching sixty
(60) years of age or having rendered thirty (30) years of service,
whichever comes first.
Delivering Service Excellence
through PRIME - HRM The DCWD Experience
Other HR Systems & Practices
2. Employee Relations
The Grievance Machinery
Adopted per CSC Resolution No. 010113, dated January 10, 2001
and implemented through CSC Memorandum No. 02, s. 2001
A system or method of determining and finding the best way to
address the specific cause or causes of a grievance.
Acts upon settling grievances at the lowest possible level in the
organization and serves as catalyst for the development of
capabilities of personnel on dispute settlement, especially among
supervisors.
Delivering Service Excellence
through PRIME - HRM The DCWD Experience
Other HR Systems & Practices
2. Employee Relations
The Collective Negotiation Agreement (CNA)
Davao City Water District and Nagkahiusang Mamumu-o sa DCWD
(NAMADACWAD) renew their Collective Negotiation Agreement
(CNA) for three (3) years.
Existing CNA covers employee rights, job security, personnel rights
and representation, occupational health and safety, allowances
and other benefits, subject to the parameters provided in the DBM
letter of confirmation dated November 8, 2000; professional
growth and development, family day program, gender and
development, employment of next-of-kin, cost reduction measures
and CNA incentive, grievance procedure and labor-management
committee formation.
Delivering Service Excellence
through PRIME - HRM The DCWD Experience
Other HR Systems & Practices
3. Employee Health and Wellness Program
DCWD regularly conducts the following health and wellness
programs and activities for all employees :
Annual Physical Examination for all Permanent
employees
Mandatory annual physical examination for all JO
and Casual employees
Annual Executive Check
up for Executives
Dugo Mo, Buhay Ko.
Bloodletting Activity
Delivering Service Excellence
through PRIME - HRM The DCWD Experience
Other HR Systems & Practices
3. Employee Health and Wellness Program
Blood Pressure Monitoring and Weight Watch
Oplan Bakuna (vaccination program)
Health Teachings and Symposia ; and Physical Fitness Activities
Timbang Kalembang (Weight Watch) Challenge
Delivering Service Excellence
through PRIME - HRM The DCWD Experience
Other HR Systems & Practices
3. Employee Health and Wellness Program
The DCWD Self Administered Comprehensive Health Program
Board Resolution No. 2000 - 268
Coverage : Out-patient and in-patient medical and dental services for all
DCWD permanent employees hired before December 31, 1999
Scope : Accidental bodily injury, diseases / illnesses acquired by the
employee during his ACTIVE EMPLOYMENT with DCWD.
Benefits of Employees :
Hospital confinement / In-patient Benefit
Special provisions on out-patient benefit including out-patient
medicines, laboratory examination’s fees, dental services,
eyeglasses and professional services based on the length of service
Delivering Service Excellence
through PRIME - HRM The DCWD Experience
Other HR Systems & Practices
3. Employee Health and Wellness Program
The DCWD Self Administered Comprehensive Health Program
Board Resolution No. 2000 - 268
Benefits of Employees
Dental Benefit
Eyeglasses
Illnesses requiring maintenance of medicines
Benefits of Employees’ Dependents:
Out-patient Services
Confinement Medical / Surgical benefit
Dependent’s maternity benefit
Delivering Service Excellence
through PRIME - HRM The DCWD Experience
Other HR Systems & Practices
4. Employee Discipline
The Committee on Decorum and Investigation (CODI)
Mandated in all government offices per Republic Act 7877
Receives the complaint, conduct fact-finding investigation and
recommend the filing of the formal charge in accordance with the
Uniform Rules of Procedure in the Conduct of Administrative
investigation. It shall submit a report of its findings with the
corresponding recommendation to the General Manager. Said report
shall be considered strictly confidential.
Conducts meetings with officers, employees and trainees to increase
understanding and prevent incidents of sexual harassment; and
Recommends measures to the District that will expedite the
investigation and adjudication of sexual harassment cases.
Delivering Service Excellence
through PRIME - HRM The DCWD Experience
Other HR Systems & Practices
5. Gender and Development
The GAD Policy
GAD became integral part of DCWD operations
DCWD has formulated & implemented office policies in harmony with
the existing applicable laws and regulations pertaining to gender and
development, to wit:
Solo Parent Leave
Anti-Violence against Women & Children Leave
Maternity / Paternity Leave
Gender Sensitive Career Development Plan
Anti-Sexual Harassment
Gender sensitive office structure
In adherence to the mandate enshrined in RA 8760, DCWD allots
budget for GAD programs.
Delivering Service Excellence
through PRIME - HRM The DCWD Experience
Other HR Systems & Practices
5. Gender and Development
Mainstreaming GAD in the Workplace
The GAD Focal Point System and Technical Working Group
The GAD Focal Point System and Technical Working Group is
formed to ensure effective implementation of GAD programs.
Categorized into Internal GAD and External GAD.
Each department has its representative to be part of the TWG.
Delivering Service Excellence
through PRIME - HRM The DCWD Experience
Other HR Systems & Practices
5. Gender and Development
Mainstreaming GAD in the Workplace
GAD Programs and Activities
Training Programs
INTERNAL GAD – e.g.) DCWD Moving Forward
in Attaining Gender Equality and Equity at
Home, Workplace, and Community; Are You
Man Enough; etc.
EXTERNAL GAD – e.g.) Gender Training for Law
Enforcers; Women in Nature Development
Seminar; etc.
Delivering Service Excellence
through PRIME - HRM The DCWD Experience
Other HR Systems & Practices
5. Gender and Development
Mainstreaming GAD in the Workplace
Production / Publication / Printing of Information &
Education Campaign (IEC) Materials
Internal GAD External GAD
Bookmarks on Violence against Women Flyers on the Guidelines
Comics on RA 9262 on Proper Decorum and
Brochure on GAD concerns Rules and Regulations
Book on compilation of women T-shirt
and children laws Streamers
T-shirt Press releases on DCWD
Streamers GAD Programs
Press releases on DCWD GAD Programs Leaflets on RA 9262
Delivering Service Excellence
through PRIME - HRM The DCWD Experience
Other HR Systems & Practices
5. Gender and Development
Mainstreaming GAD in the Workplace
Internal GAD External GAD
DCWD Tribute to Golden Women Flyers on the Guidelines
DCWD Tribute to Golden Men on Proper Decorum and
Putting-up of Facilities for Women Rules and Regulations
International Women's Day T-shirt
Commemoration Streamers
International Human Rights Day Press releases on DCWD
Commemoration GAD Programs
DCWD Family Day Leaflets on RA 9262
Conduct of health and wellness
activities (e.g. Breastfeeding
campaign; nutrition discussions)
Delivering Service Excellence
through PRIME - HRM The DCWD Experience
Other HR Systems & Practices
6. Employees’ 201 / Human Resource
Information System
Each employee has his / her own 201 folder which contains the following:
CSC Form 212 (Personal Data Sheet) Disciplinary Action Documents
CSC Form 33 (Appointment Forms) Attendance Records
Position Description Form (PDF) Leave Records
Medical Certificates Service Records
Clearances (NBI, Police) School Records
Clearance from financial obligations Other HR Records (minutes of
Neuro-Psychiatric Examination the meeting, etc.)
Licenses and Eligibility
Performance Evaluation Documents
Commendation, Certificates, Award, etc.
Delivering Service Excellence
through PRIME - HRM The DCWD Experience
Other HR Systems & Practices
6. Employees’ 201 / Human Resource
Information System
All personnel data are being
checked and encoded into the
computerized HRIS, and being
maintained in coordination with
the ICTD.
Delivering Service Excellence
through PRIME - HRM The DCWD Experience
Other HR Systems & Practices
6. Employees’ 201 / Human Resource
Information System
Verification of attendance log
(time in and time out) and
online filing of leave
applications, including
inquiries on leave credits can
be viewed by employees
through the DCWD website.
Delivering Service Excellence
through PRIME - HRM The DCWD Experience
Other HR Systems & Practices
6. Employees’ 201 / Human Resource
Information System
Employees’ Medical and Training Records
Employees’ earned hours in trainings and medical transactions are
also recorded and filed into their respective 201 files.
Strive to set a
STANDARD of
EXCELLENCE
everyday that
INSPIRES
OTHERS
around you to
do BETTER.
Thank You!
