The document outlines the recruitment, selection, hiring and promotion process at the Bureau of Local Government Finance. It details the steps from identifying vacant positions, posting vacancies, receiving and screening applications, conducting examinations and interviews, evaluating applicants, and selecting candidates. Records of the process are maintained for regulatory compliance. The process aims to select the best qualified candidates per position according to civil service regulations.
The document outlines the recruitment, selection, hiring and promotion process at the Bureau of Local Government Finance. It details the steps from identifying vacant positions, posting vacancies, receiving and screening applications, conducting examinations and interviews, evaluating applicants, and selecting candidates. Records of the process are maintained for regulatory compliance. The process aims to select the best qualified candidates per position according to civil service regulations.
The document outlines the recruitment, selection, hiring and promotion process at the Bureau of Local Government Finance. It details the steps from identifying vacant positions, posting vacancies, receiving and screening applications, conducting examinations and interviews, evaluating applicants, and selecting candidates. Records of the process are maintained for regulatory compliance. The process aims to select the best qualified candidates per position according to civil service regulations.
The document outlines the recruitment, selection, hiring and promotion process at the Bureau of Local Government Finance. It details the steps from identifying vacant positions, posting vacancies, receiving and screening applications, conducting examinations and interviews, evaluating applicants, and selecting candidates. Records of the process are maintained for regulatory compliance. The process aims to select the best qualified candidates per position according to civil service regulations.
Subject: HR – RECRUITMENT, SELECTION, HIRING, AND PROMOTION
1. PURPOSE:
To ensure that the job applicants will go through the proper screening and evaluation process for selection of the best fit candidate for the job in accordance with Civil Service regulations.
2. SCOPE: This procedure covers activities from the identification of vacant positions, sourcing of applicants; testing, interview, and evaluation; selection of new hire, on-boarding activities of appointees, and preparation of reports for regulatory bodies.
NOTE: The steps for Promotion follows the same procedure as hiring except there will be no need to undergo background examination for existing employees and only an update of the personnel file is needed as per requirements of the new position. The criteria used in promotion is the BLGF Merit Selection Plan. 3. DEFINITION OF TERMS: a. AFMS – Administrative Financial Management Service b. HRMSB – Human Resource Management Selection Board c. DED – Deputy Executive Director d. ED – Executive Director e. PISOPOP – Personnel Services Itemization and Plantilla of Personnel
4. RECORDS: TITLE/CODE LOCATION RETENTION RETENTION DISPOSAL CRITERIA PERIOD METHOD 1. Application letters AFMS NAP R.A. Archived NA (HR-006) HR files 9470 2. Employment Test results AFMS NAP R.A. Archived NA (HR-011) HR files 9470 3. Comparative Matrix of AFMS NAP R.A. Archived NA Applicants (HR-007) HR files 9470 4. Resolution of HRMSB shortlist AFMS NAP R.A. Archived NA of candidates (HR-012) HR files 9470 5. Memorandum of final selection AFMS NAP R.A. Archived NA by ED (HR-013) HR files 9470 6. Appointment Papers (201 File) AFMS NAP R.A. Archived NA (HR-008) HR files 9470 7. Personnel Service AFMS NAP R.A. Archived NA Requirement Report (HR-009) HR files 9470 8. Personnel Services Itemization AFMS NAP R.A. Archived NA and Plantilla of Personnel HR files 9470 (PISOPOP) (HR-010)
PREPARED BY: DIVISION CHIEF REVIEWED BY: AFMS DIRECTOR APPROVED BY: EXECUTIVE DIRECTOR PROCESS MANUAL BLGF-PM-04-13 BUREAU OF LOCAL GOVERNMENT FINANCE Revision Code: 00 Page 2 of 8
Section: SUPPORT Effectivity Date: 01-19-2018
Subject: HR – RECRUITMENT, SELECTION, HIRING, AND PROMOTION
5.2 A document which supports the implementation of the procedure:
Civil Service Code of the Philippines Local Government Code of 1991 2017 Omnibus Rules on Appointment and Other Human Resource Actions BLGF Merit Selection Plan
5.3 Related documents linked to the procedure :
Corrective Action Procedure
PREPARED BY: DIVISION CHIEF REVIEWED BY: AFMS DIRECTOR APPROVED BY: EXECUTIVE DIRECTOR PROCESS MANUAL BLGF-PM-04-13 BUREAU OF LOCAL GOVERNMENT FINANCE Revision Code: 00 Page 3 of 8
Section: SUPPORT Effectivity Date: 01-19-2018
Subject: HR – RECRUITMENT, SELECTION, HIRING, AND PROMOTION
6. PROCEDURE: ACTIVITY FLOW RESPONSIBLE DETAILS
START
IDENTIFY Identify vacant positions based on
VACANT requirements of the organization. HR Committee POSITIONS
PREPARE List of vacant positions for approval of
LIST OF Administrative Officer V higher authority. VACANT POSITIONS
REVIEW AND Admin Division Chief
APPROVE Director AFMS Approves sourcing of vacant MATRIX OF Deputy Executive positions. VACANT POSITIONS Director Admin, Executive Director
Post vacancies in Civil Service
website, BLGF website, and three POST VACANCY IN conspicuous places. WEBSITE AND Admin Officer V RECEIVE Records Section receives applications APPLICATIONS and forwards to Admin Officer. Applications can also be walk-in or received online via ISMD.
CONDUCT Review applications if they are
PRE-SCREENING OF qualified. Admin Officer V APPLICATIONS Emails qualified applicants for testing and examination.
Informs applicants who did not qualify
A via email.
PREPARED BY: DIVISION CHIEF REVIEWED BY: AFMS DIRECTOR APPROVED BY: EXECUTIVE DIRECTOR PROCESS MANUAL BLGF-PM-04-13 BUREAU OF LOCAL GOVERNMENT FINANCE Revision Code: 00 Page 4 of 8
Section: SUPPORT Effectivity Date: 01-19-2018
Subject: HR – RECRUITMENT, SELECTION, HIRING, AND PROMOTION
ACTIVITY FLOW RESPONSIBLE DETAILS
Prepares employment examinations:
GMAT, Psychological, and Functional PREPARE exams. To be conducted a BLGF AND CONDUCT Admin Officer V, personnel assigned by the Executive EMPLOYMENT Assigned BLGF Personnel Director. EXAMINATIONS
Checks and tallies the scores of the
CHECK examinations. RESULTS Admin Officer V For applicants who passed, schedule OF THE and facilitate interviews. EXAMINATIONS Inform applicants who did not pass.
CONDUCT Conducts employment interviews EMPLOYMENT BLGF Directors based on the requirements of the job. INTERVIEW
EVALUATE Metric Selection Plan is a document
APPLICANTS Admin Officer V containing the measures or criteria THROUGH METRIC selection with numerical weights per SELECTION PLAN factor.
PREPARE Prepare Comparative Matrix of COMPARATIVE Admin Officer V Applicants per position. MATRIX OF APPLICANTS Identify the Top 5 based on the results of the evaluation.
PREPARED BY: DIVISION CHIEF REVIEWED BY: AFMS DIRECTOR APPROVED BY: EXECUTIVE DIRECTOR PROCESS MANUAL BLGF-PM-04-13 BUREAU OF LOCAL GOVERNMENT FINANCE Revision Code: 00 Page 5 of 8
Section: SUPPORT Effectivity Date: 01-19-2018
Subject: HR – RECRUITMENT, SELECTION, HIRING, AND PROMOTION
ACTIVITY FLOW RESPONSIBLE DETAILS
SCREEN AND HRM Selection Board Screen and deliberate Top 5
DELIBERATE (HRMSB) candidates per position. THE TOP 5 BLGF Directors CANDIDATES
PREPARE Prepare resolution re: deliberation of RESOLUTION Admin Officer V Top 5 candidates per position. To be ON HRMSB signed by all members of the HRMSB. DELIBERATION
MAKE FINAL SELECTION ED makes the final selection of the OF CANDIDATES Executive Director best fit candidate for hiring per PER POSITION position.
PREPARE MEMORANDUM Prepares memorandum to the AFMS RE: FINAL Executive Director Director regarding final choice of CHOICE candidate for hiring per position.
PREPARE Prepares appointment papers and
coordinates with candidate for APPOINTMENT Admin Officer V documentation requirements of Civil PAPERS Service, DBM, and 201 file.
Prepare memorandum to ED for
signature of appointment papers. C
PREPARED BY: DIVISION CHIEF REVIEWED BY: AFMS DIRECTOR APPROVED BY: EXECUTIVE DIRECTOR PROCESS MANUAL BLGF-PM-04-13 BUREAU OF LOCAL GOVERNMENT FINANCE Revision Code: 00 Page 6 of 8
Section: SUPPORT Effectivity Date: 01-19-2018
Subject: HR – RECRUITMENT, SELECTION, HIRING, AND PROMOTION
ACTIVITY FLOW RESPONSIBLE DETAILS
Division Chief reviews the appointment papers. C Service Director review and certifies publication of the vacancy.
Division Chief HRSMB Chairperson review and
REVIEW Service Director certifies that the proposed APPOINTMENT HRSMB Chairperson appointment went through the PAPERS Deputy Executive Director prescribed screening and selection process.
Deputy Executive Director reviews
and initials proposed appointment.
When there are corrections on the
appointment, returns the documents to HR for editing and finalization.
Makes final review and approves
SIGN hiring by signing the appointment APPOINTMENT Executive Director papers. PAPERS
Advice appointee to receive and sign
the appointment papers. COORDINATE WITH APPOINTEE Admin Officer V Note: Appointees should assume ON HIRING within 30 days from receipt of their REQUIREMENTS appointment and complete documentary requirements during that period.
Prepare reports for the following:
PREPARE a. Civil Service – Report on REPORTS FOR Admin Officer V Appointment Issued (per hiring) CIVIL SERVICE b. DBM - Personnel Service AND DBM Requirement Report is for funding requirements. c. Updating of PSIPOP (Personnel Services Itemization and Plantilla of Personnel)
PREPARED BY: DIVISION CHIEF REVIEWED BY: AFMS DIRECTOR APPROVED BY: EXECUTIVE DIRECTOR PROCESS MANUAL BLGF-PM-04-13 BUREAU OF LOCAL GOVERNMENT FINANCE Revision Code: 00 Page 7 of 8
Section: SUPPORT Effectivity Date: 01-19-2018
Subject: HR – RECRUITMENT, SELECTION, HIRING, AND PROMOTION
ACTIVITY FLOW RESPONSIBLE DETAILS
Conduct orientation for new hires.
D Covers topics on the following:
a. Fundamental information about
BLGF (history, mandate, organization, functions), CONDUCT b. Office rules and regulations, ORIENTATION Admin Officer V c. Appointee’s duties and FOR NEW responsibilities, HIRES d. Compensation and benefits, e. Basic policies found in Civil Service Code.
The Employee Orientation shall also
include information about the Bureau’s Quality Management System.
TURN OVER NEW HIRE Admin Officer V After orientation, turns over the new TO hires to their respective divisions. DIVISION(S)
REVIEW AND IMPROVE Reviews activities of the process to see Division Chief where quality improvements can be ACTIVITIES done in the process.
PREPARED BY: DIVISION CHIEF REVIEWED BY: AFMS DIRECTOR APPROVED BY: EXECUTIVE DIRECTOR PROCESS MANUAL BLGF-PM-04-13 BUREAU OF LOCAL GOVERNMENT FINANCE Revision Code: 00 Page 8 of 8
Section: SUPPORT Effectivity Date: 01-19-2018
Subject: HR – RECRUITMENT, SELECTION, HIRING, AND PROMOTION
ACTIVITY FLOW RESPONSIBLE DETAILS
CORRECTIVE ACTION Determine if performance targets were PROCEDURE Division Chief achieved.
NO TARGETS For unmet targets: Refer to Corrective Action ACHIEVED? Procedure.
Submit complete monthly
YES accomplishment report and performance report to immediate superior every first week of the month PREPARE MONTHLY REPORT
END
PREPARED BY: DIVISION CHIEF REVIEWED BY: AFMS DIRECTOR APPROVED BY: EXECUTIVE DIRECTOR
