MARCO TEÓRICO
2.4. Fenomenología de la electrolisis alcalina
GOAL
The City Government shall transform its personnel resources into a knowledgeable and vibrant workforce imbued with creativity, nationalism, prudence, industry and honesty.
PROBLEM IDENTIFICATION
Need to counteract factors such as:
negative public impression and trust
weak mechanism to assess employee's capabilities and potentials as well as employee's needs and concerns
weak management-employee communication system to disseminate and exchange information more specifically on matters regarding working environment
financial difficulty
Gaps in the implementation of Civil Service Commission Rules on recruitment and promotion Need to systemize promotion of professional advancement
Need to enhance productivity performance measures as basis for rewards and incentives Attitude of government personnel toward -
resistance to change
low level productivity consciousness
low sense of accountability on assigned roles and functions
Inadequate knowledge and skills of human resources (supervisory, managerial, technical skills) due to lesser priority and lack of focus to human resource development
Staff development and technical capability upgrading are mostly provided by national and other agencies. (LGPMS 2010 Report)
Occupied permanent plantilla positions are recorded at 66%. Local Governance Performance Management System‟s ideal level is at 90%. (LGPMS 2010 Report)
Lesser focus on the concerns of married female employees and the disabled personnel
Lack of information exchange with the private sector regarding success stories and best practices in Human Resource Development Program
OBJECTIVES / TARGET SETTINGS
To transform government staffing and personnel resources into a knowledgeable and vibrant work force imbued with creativity, nationalism, prudence, industry and honesty
To conduct training needs assessment for the enhancement of skills and competence of city government personnel to be able to provide high quality public service
POLICIES / STRATEGIES
The City Government shall optimize its human resource and manpower skills as a primary factor to achieve the highest level of efficient and effective delivery of public service.
The City Government shall continuously promote a rational and systematic approach for personnel progression, career development and professionalization of government employees.
The City Government shall continue to rationalize incentives and awards system for its employees.
The City Government shall relate benefits and incentive schemes to individual and team/ group productivity and performance.
The City Government shall formulate a Comprehensive Human Resource Training and Capability Upgrading Program.
CITY PLANNING AND DEVELOPMENT DEPARTMENT Page 81 The City Government shall continuously pursue capacity and capability building, core competencies and
skills of public servants, government employees and personnel relevant to actual needs.
The City Government shall continuously promote inter and intra-government and private sector collaboration in the development and implementation of capacity building programs and human resource development.
The City Government shall institute productivity consciousness among government employees and personnel to be morally upright and decent workers in the service of the people.
The City Government shall institute an engendered and ethical bureaucracy.
The City Government shall continuously promote the morale and welfare and/ or well-being of employees.
The City Government shall institute recruitment and selection, performance evaluation, incentives and awards system, to achieve an effective structure.
PROGRAMS / PROJECTS / ACTIVITIES
Proposed Project Adopt and pursue a bureaucracy-wide Career Development Plan for government employees to systematically promote professional advancement. (LGPMS 2010 Report)
Create a committee or a technical working group to;
review/ develop/ enhance existing staffing policies;
undertake inventory of available skills, career path development, job evaluation and manpower planning;
conduct studies and review of personnel profiles;
determine competencies and fitness to positions held;
conduct thorough evaluation of recruitment procedure and performance appraisal of personnel;
formulate effective productivity performance measures as bases for rewards and incentives;
strengthen performance appraisal activities;
conduct training needs assessment and analysis;
document staff development and activities;
develop / upgrade existing performance measures and standards.
Continuously conduct intensive in-house training/ seminars -
capability building programs
human resource development
orientation for new and re-orientation of newly-promoted employees;
talakayan on Civil Service Rules and Laws;
value-formation orientation workshops;
pre-retirement seminars;
“Mamamayan Muna, Hindi Mamaya Na” Program;
Customer Service Oriented Training Program;
clerical and standard office procedures;
attitude towards work
service incentives/ awards
Conduct specialized training for technical personnel and capability upgrading training for management and supervisory level regarding:
policy formulation;
project development;
records management and disposal;
computer technology;
CITY PLANNING AND DEVELOPMENT DEPARTMENT Page 82 PROGRAMS / PROJECTS / ACTIVITIES (cont‟.)
Proposed Project Conduct specialized training for technical personnel (cont’.)
policy formulation;
resource management and budgeting;
crisis and stress management;
organizational development, personal efficacy and development;
human behavior/ relations in organization;
public administration;
trainor's training;
leadership and team building;
project development, planning and management;
capacity investment programming;
urban and fiscal systems management;
infrastructure planning;
environmental management and monitoring;
basic service delivery;
revenue enhancement and development planning;
land use planning;
traffic management.
Career-development by encouraging government employees to pursue college and master's degree and other relevant programs at the University of Caloocan City.
Adopt/ promote the Local Scholarship Program offered by the Civil Service Commission.
Adopt information exchange system/ program with the private sector featuring best practices and success stories on human resource and capability development.
Install a Productivity and Quality Culture- Building Program in consideration with the principles instituted by the -
Philippine Quality Award for public sector;
5S;
Good Housekeeping;
Total Quality Management (TQM);
Executive Orientation on Productivity and Quality.
Disseminate information, updates and important announcements concerning employees‟ welfare during the flag raising ceremonies.
Installation and use of an electronic computerized database system for personnel (LGPMS 2010 Report)
Strengthen the City Personnel Recruitment and Selection Board (LGPMS 2010 Report)
Implementing Agency City Administrator‟s Office Human Resource Management
Services
Internal Audit Services
City Planning and Development Department
Civil Service Commission Other concerned offices
CITY PLANNING AND DEVELOPMENT DEPARTMENT Page 83 PROGRAMS / PROJECTS / ACTIVITIES (cont‟.)
Proposed Project Conduct annual medical check-ups (dental, x-ray, blood chemistry, etc.).
Formulate a Physical Fitness Plan to promote recreation and sports program, physical fitness and other similar activities to the employees.
Intensify information dissemination/ promotion of pre-need plans offered by the Government Service Insurance System (GSIS) and other private agencies for possible joint-venture agreements on -
health care plans;
educational plans;
investment packages.
Implementing Agency City Health Department
City General Hospital (President Diosdado Macapagal Memorial Medical Center)
Human Resource Management Services
Sports and Recreation Services
Proposed Project Promote financial and livelihood assistance through the Caloocan City Personnel Multi-Purpose Cooperative.
Implementing Agency Human Resource Management Services
Caloocan City Multi-Purpose Cooperative
Proposed Project Conduct employee counseling.
Operate an employee grievance system. (LGPMS 2010 Report) Implementing Agency Human Resource Management
Services
City Legal Department Civil Service Commission
Proposed Project Establish a Day-Care Center to address the needs of nurturing and nursing employees with children below seven years old.
Implementing Agency City Social Welfare Department Human Resource Management Services
CITY PLANNING AND DEVELOPMENT DEPARTMENT Page 84