Professional Documents
Culture Documents
PLAN
Municipal Government of San Pascual, Batangas
STEP 1
Stating the Goal
STEP 2
Determining the Current State
(REALITY)
62%
R&R
L&D
PMS
RSP
20%
0%
60%
40%
System
Average
100%
80%
Competency
Transactional
Transactional
Performance
Management
System
Rewards &
Recognition
Performance
Management
System
Rewards &
Recognition
Competencies for
PMS
Step 3: Mapping out the Action Plans (OPTIONS & WAY FORWARD)
STEP 3
WE
WANT
PUBLIC
SERVANT
S!
DETAILED ACTIVITIES
RESPONSIBILITIES
Activity 1: Secure
HRMO
support from the LCE
and other department
heads by emphasizing
the benefits of the
PRAISE;
Activity 2: LCE selects
LCE
PRAISE members thru an
issuance of an
Administrative Order
Activity 3: PRAISE
convenes and
deliberates over its
PRAISE
DETAILED ACTIVITIES
RESPONSIBILITIES
Activity 1: HRMO
recommends R&R
activities for PRAISE
review;
Activity 2: PRAISE
determines funding
requirements for R&R
subject to legal
impositions;
HRMO
LCE
PRAISE
RESOURCES
A. Resources Available:
POTENTIAL BARRIERS
COA dispute
Legal, Rank-and-File
support
B. Resources Needed:
Unfair criterion
Political intervention
VERIFICATION/
SUCCESS INDICATORS
PRAISE organized and
active
PRAISE action plan
communicated
EVALUATION PROCESS
Employee feedback
Program continuity
DETAILED ACTIVITIES
RESPONSIBILITIES
HRMO
Activity 3: Coordinate
with external support
(CSC);
HRMO
Activity 4: Cascade
information to
employees
Secretariat
PRAISE
RESOURCES
A. Resources Available:
POTENTIAL BARRIERS
Passivity
Legal, Knowledge
Source
Funding
B. Resources Needed:
Uncooperative
behavior
Financial, Time
(Prioritization)
VERIFICATION/
SUCCESS INDICATORS
100% of PRAISE
and secretariat
trained
Issuance of agency
competency model
for R&R awardees
Employee
awareness of R&R
criterion
EVALUATION PROCESS
Employee feedback
Program continuity
DETAILED ACTIVITIES
RESPONSIBILITIES
Activity 1: LCE
commitment to support
PMS
Activity 2: LCE forms
PMT thru AO;
HRMO
PMT/Secretariat/Heads
Heads/Secretariat
Activity 5: PMT
LCE/PMT/Finance
LCE
Performance Management
(System)
TIMELINE
3rd Q (PMT formation)
RESOURCES
A. Resources Available:
POTENTIAL BARRIERS
Political Will
Legal, Human
Election Period
B. Resources Needed:
Uncooperative
behavior
Financial, Time
(Prioritization), Political
VERIFICATION/
SUCCESS INDICATORS
EVALUATION PROCESS
AO issued by LCE
Targets setting
defined thru
AIP/Annual Budget
Performance
evaluation conducted
semi-annually
Employee
awareness of
targets
Performance Management
(Competency)
RECOMMENDED
ACTION
Action Step 1:
Capability Building of
PMT, Secretariat and
Unit Heads
Action Step 2:
Identify agency
competencies for
documentation
Action Step 3
Cascade competency
DETAILED ACTIVITIES
RESPONSIBILITIES
HRMO
Activity 3: Coordinate
with external support
(CSC);
HRMO
Activity 4: Identify
agency competencies
and draft model;
PMT/Heads/Secretariat
HRMO/Finance
PMT
Performance Management
(Competency)
TIMELINE
4th Q
RESOURCES
A. Resources Available:
POTENTIAL BARRIERS
Passivity
Legal, Knowledge
Source
Funding
B. Resources Needed:
Uncooperative
behavior
Financial, Time
(Prioritization)
Performance Management
(Competency)
COMMUNICATION
PLAN
HRMO outlines gaps
and recommends
training needs
LCE/PRAISE resolves
training needs
HRMO requests CSC
assistance
Competencies of
R&R defined thru
PRAISE resolution
VERIFICATION/
SUCCESS INDICATORS
100% of PRAISE
and secretariat
trained
Issuance of agency
competency model
for R&R awardees
Employee
awareness of R&R
criterion
EVALUATION PROCESS
Employee feedback
Program continuity
STEP 4
Next Steps (WRAP UP)
ULTIMO ADIOS
From Rolando I. Gonzalez Jr. (LGU San Pascual