Annex 6 Action Plan.docx

Annex 6-B: Action Plan Template (Agency Guide) PRIME-HRM Assists Form No.4-B Action Plan DEPARTMENT OF AGRARIAN REFORM for PRIME-HRM Target Maturity Level 2

Step 1: Stating the Goal (GOAL) What is the Purpose of This Agency Action Plan? To meet the PRIME-HRM Maturity Level 2 indicators under Recruitment, Selection and Placement (RSP), Performance Management Learning and Development (L & D) and Rewards and Recognition ( R & R) on or before August 30, 2019. Step 2: Determining the Current State (Reality) What is your current Maturity Level based on the Assessment Results? RSP : Level 1 PM: Level 1 L&D: Level 1 R&R: Level 1 What Maturity Level do you want to target for? Level 2: Process-defined Current State Review & Target HR System Identify your strengths and opportunities for improvement. (under Recruitment, Selection and Placement (RSP), Performance Management Learning and Development (L & D) and Rewards and Recognition (R & R) Strengths: Opportunities for improvement: Identify your strengths and opportunities for improvement. Strengths: - Institutionalized career progression & development program & policies - Satisfactory implementation of recruitment policies & career progression program - Competent & efficient Human Resources

Opportunities for improvement: - Active support from the higher management - Available funding sources - Professional & Disciplined human resources - Websites & Other networking sites for info. Dissemination - Considered as priority HRM implementation

For HR systems we need to improve on, which one/s do you now want to prioritize taking into consideration your Agency Mandate? Why? 1. Recruitment, Selection and Placement (RSP) 3.Performance Management (PM) 2. Learning and Development (L&D) 4.Rewards and Recognition (R&R) Of the target HR system, which areas (systems, practices and/or competencies) do you want to focus on? Why? 1.Systems 2.Competencies 3.Practice Step 3: MAPPING OUT THE ACTION STEPS (Options and Way Forward) Recommended Action Detailed Activities Responsibilities Timeline Steps What Will Be Done? Who Will Do It? By When? based on Assessment Tool Results & Report (Day/Month) & as determined by Agency Stakeholders Recruitment, selection and Placement(RSP) Pillar 1: Governance Action Step 1:

1. Secure copy of approved DAR Regional Personnel MSPP. Officer 2. Filling-up of vacancies should be based on the DAR- Masbate approved plantilla of position. 3. Determination of recruitment personnel must be anchored on the needs and requirements of the divisions concerned.

End of April

Success

Secured copy of approved DAR MSPP

Pillar 2: Talent Planning Action Step 1:

1. Formulation of Policies and Guidelines, Recruitment, Selection and Promotion of employees. 2. Formulate (EEOP)

Pillar 3: Talent Sourcing Action Step 1:

Posting of vacant position must be posted in CSC DAR website and Agency’s Bulletin Board.

Pillar 4: Talent Selection & Placement Action Step 1:

Action Step 2: Action Step 3:

Action Step 4:

Action Step 5:

Conduct of the following: 1. Interview 2. Examination 3. Background Investigation Conduct interview for applicants who passed the exam. Final section of qualified applicants to be subjected for Background Investigation and Preparation of CAF, minutes of Deliberation, PDF & preparation of appointment. Requiring selected applicants to submit pertinent documents needed for Civil Service Commission (CSC) attestation. Submission of RAI with appointment to CSC for attestation.

Recommended Action Steps based on Assessment Tool Results & Report & as determined by Agency Stakeholders Pillar 1: Governance Action Step 1: Action Step 2:

Action Step 3:

Detailed Activities What Will Be Done?

Implementation of Agency SPMS Composition of Performance Management Team Grievance Committee & Special Task Force. Formulation of Policy Review on SPMS.

Action Step 4: Planning 2: Planning and Commitment Action Step 1:

Individual employees’ performance is determined through competencies and proficiency evaluation of which results would contribute to the agency’s performance. Target setting of accomplishment based on National Expenditure Program.

Action Step 2: Action Step 3: Pillar 4: Performance Review and Evaluation Calibrating Performance Results Action Step 1:

Responsibilities Who Will Do It?

Timeline By When? (Day/Month)

Success

Managing Performance Review and Evaluation process Individual employees’ competency enhancement through formulation of development plans. Action Step 2: Recommended Action Steps based on Assessment Tool Results & Report & as determined by Agency Stakeholders

Detailed Activities What Will Be Done?

Learning & Development (L&D) Pillar 1: Governance Action Step 1:

Establishment of Career Development Plan and HR Management Information System

Action Step 2: Action Step 3: Pillar 2: Planning and Monitoring and Evaluation Action Step 1:

1. Formulate L&D Intervention 2. Learning needs and analysis 3. Attendance to Training Seminars

Action Step 2: Action Step 3: Pillar 3: Execution Action Step 1:

Process, screen, nomination and selection of awardees based on their achievements, contributions and performance for the attainment of the agency’s MFO.

Responsibilities Who Will Do It?

Timeline By When? (Day/Month)

Success

Action Step 2: Action Step 3: Recommended Action Steps based on Assessment Tool Results & Report & as determined by Agency Stakeholders

Detailed Activities What Will Be Done?

Responsibilities Who Will Do It?

Timeline By When? (Day/Month)

Success

Rewards & Recognition (R&R) Pillar I: Governance Action Step 1: Action Step 2: Pillar 2- Planning Action Step 1:

Composition of Praise Committee Enforcement of the Memorandum and Special Order Processing of Rewards and Recognition plans and programs to promote individual/ team motivation.

Action Step 2: Action Step 3: Action Step 4: Resources: Identify the following:  Resources Available  Resources Needed (financial, human, political & other) Potential Barriers  What individuals or organizations might resist your plan of action?  How? Communication Plan  Who is involved?  What methods?  How often?

Resources Available: Resources Needed:

Who is involved?

What methods?

Step 4: NEXT STEPS (WRAP UP) Date of Next Process Consulting Session Tasks to be achieved prior to next Process Consulting Session 1. Output on all four (4) core areas of HR systems 2. Submit list of required evidences on RSP, PM, R&R and L&D Name Prepared by:

Assisted by:

Approved by: Date of Assistance by CSC:

Person/s Responsible

Signature