Surigao Del Norte (July 2) -- In 2005, six critical strategies were identified in the Human Resources Management and Development Plan, one of which is the Performance Management System. The critical strategies are systems to be installed to answer the gaps in the processes, procedures and mechanisms in personnel management so that the Human Resources in the Provincial Government of Surigao del Norte will be enhanced and strengthened. Consequently, the expected delivery of the basic services somehow will be attained to the utmost satisfaction of the clients.
The Short Term Training course on "Enhancing Performance Management System in the Provincial Government of Surigao del Norte" was made through a grant from the Philippines Australia Human Resource Development Facility(PAHRDF)with the training service provider, the Building Responsive Intervention and Goal – Oriented Empowering Services, (BRIDGES), Inc.
It was started from March 14 and culminated in June 12,2008. The culmination of the activity was a liberated day for the participants as it was coincided with the 110th Independence Day Celebration.Twenty – Five (25) employees from the different offices in the provincial government were identified as participants for an almost four (4) months of hectic schedules in the in-house, benchmaking in the City Government of Davao and the Provincial government of Agusan del Sur, coaching/mentoring in the workplace and the presentations of the outputs to the Local chief Executive, Provincial Board Members in their regular session, to the Department Heads and to the Provincial and Regional Directors of the civil Service Commission.
The final output of the training is the PMS Manual which is a guide and reference for the processes, procedures and mechanisms in the implementation of the performance management.
Training was Timely
THE training course was timely of the Civil Service Commission's Memorandum circular No.7, series of 2007, requiring all Local government Units to install the Performance Management System- Office Performance Evaluation System (PMS-OPES), In this system, every office/department performance is measured according to the standard office reference table as provided to develop in the memorandum, aside from the individual Performance Evaluation System (PES), which is being enhanced and modified in accordance with the CSC Memorandum Circular No.13,series of 1999.
All Employees Will Be Oriented
As part of the short term training, the twenty-five (25) participants called by the HRMD Officer as the "25 Jewels" prepared series of activities in the Re-entry Action Plan (REAP), which the roll out for the orientation of the new system will be explained and laid upon.
The supervisors and officers across all departments will be trained for the Performance Management System, for they are part and parcel of the realization of the of the effectiveness in the implementation of PMS with the institutionalization of the Calibration Committee (CC), Measurement Development Team (MDT) Performance Management Review Committee (PERC) Departmental and Provincial, Provincial Personnel Discipline Committee (PPDC), Program on Awards and Incentives for Service Excellence(PRAISE) Grievance Committee (GC). The institutionalization of these committees will paved the way to the whole cycle of the PMS.
The Calibration Committee will be composed across all the departments as the final arbiter of the points of every activity of a particular work. The Measurement Development Team is responsible of identifying the functions of every department and every individual employee and to be reviewed by the CC. The department PERC will ensure review of the individual function or Key Result Area (KRA) and the provincial PERC will review all the performance of every department and employee.
The PPDC will handle disciplinary actions regarding performance and other related personnel action as provided by the Civil Service Commission's rules and regulation. The PRAISE Committee shall handle the incentive and awards for the best office and individual performers. Grievance Committee shall be responsible not only with the administrative complaints, but also, including performance evaluation. Details concerning the whole PMS will be thoroughly discussed in the orientation scheduled to all offices and district hospitals.
The twenty five (25) participants were very much grateful for selecting them to be part of the training for the gained learning and enhancement of their competencies. The three departments, namely: Accounting, Agriculture and Assessor, as pilot testing departments were instrumental in the formulation of the OPES tables. They also express thanks to the HRMD office for giving them consideration as an opportunity to grow and develop.
The Provincial Board Members were also part of the success in the finalization of the manual for their adoption with SP Resolution No.066, series of 2008. They are also grateful to the Civil Service Commission Provincial Director, Christopher Mabale and Regional Director, Adams Torres, respectively, for their valuable comments and suggestion during the crafting of the PMS Manual Most of all, they would like to give their deep appreciation and gratefulness to Provincial Governor, Robert Ace S. Barbers for being supportive in the realization of the program and approved the PMS Manual as he issued Executive order No. 18-13, series of 2008, for the implementation of the Performance Management System. (PGO-Media Affairs/PIA-Surigao del Norte)
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