ORIENTATION-JULY 2024 Revised

Congratulations!
and Welcome
to City Government of San
Jose del Monte
ARTEMIO F. DEMAFELIS, JR.

Security Officer III
Public Order and Safety Office
(Civil Security and Intelligence Division)
Congratulations! and Welcome
Jose del Monte
JOANA MARIE O. GERONA

Nurse I
Ospital ng Lungsod ng San Jose Del
Monte
Jose del Monte
GEMALYN D. DELA CRUZ LAARNI MAE U. ALASTOY

Senior Agriculturist Senior Agriculturist
City Agriculture Office City Agriculture Office
Jose del Monte
FLORANTE A. FORTUNO
Administrative Aide III (Utility Worker II)
City Agriculture’s Office
Jose del Monte
ALEX G. POLO
Information Technology Officer I
Office of the City Mayor
(Management Information System
Division)
Jose del Monte
ROTSEN V. DIAZ REUBEN V. FORTON

Local Disaster Risk Reduction and Administrative Officer II (Information
Management Officer I Officer I)
City Disaster Risk Reduction and City Disaster Risk Reduction and
Management Office Management Office
Jose del Monte
JOESA MAE A. CHAN JOSE T. LUMBA

Watchman III Public Services Foreman
City Disaster Risk Reduction and City Disaster Risk Reduction and
Management Office Management Office
Jose del Monte
ANNALIE C. BOLTRON
LILIA P. SERENADA Administrative Aide III (Utility Worker II)
Administrative Aide III (Utility Worker II) City Social Welfare and Development
City Social Welfare and Development Office
Office
Jose del Monte
CLARENCE P. CELESTINO TIRSO P. MANINGAS

Administrative Aide III (Driver I) Administrative Aide III (Driver I)
Motorpool Division Motorpool Division
Jose del Monte
DALE SANTOS M. SATUITO, JR. RENZ A. CABAHUG

Administrative Aide III (Driver I) Administrative Aide III (Driver I)
Motorpool Division Motorpool Division
Jose del Monte
FELIXBERTO M. SALIVA, JR.

Administrative Aide III (Driver I)
Motorpool Division
Jose del Monte
WILMA B. TUGADO
Administrative Assistant VI (Computer
Operator III)
City Assessor’s Office
Jose del Monte
KHRYSSTAL R. VICERA
Attorney I
Office of the City Legal Services
Jose del Monte
DENNIS L. RETUMBAN
Traffic Aide I
City Transport and Traffic Management
Division
Jose del Monte
JOSE MARIA O. GATCHALIAN MELECIO T. ANAS, JR.

Traffic Aide I Traffic Aide I
City Transport and Traffic Management City Transport and Traffic Management
Division Division
Jose del Monte
JEJOMAR J. DE JESUS ANN MARJORIE M. BAGUIO

Medical Officer III Nurse I
City Health Office Ospital ng Lungsod ng San Jose Del
Monte
HAPPY EMPLOYEES
=
PRODUCTIVE EMPLOYEES
OBJECTIVES
Basic Information about the City Government of SJDM
Recruitment and Selection of employees
Official government working hours and various employee

welfare and benefits/Property Management/Payroll
Composition
Role of employee organization as partner in good governance
Different personnel management programs for personal and

career growth of employees
CITY OFFICIALS
ARTURO B. ROBES FLORIDA P. ROBES

City Mayor Congresswoman
Lone District of SJDM
CITY OFFICIALS
EFREN C. BARTOLOME JR.

City Vice-Mayor
CITY OFFICIALS
COUNCILOR
District 1
Hon. JANET DS. REYES Hon. LIEZL N. AGUIRRE-ABAT

Committee Chairperson Committee Chairperson
Committee on Ways and Means Committee on Justice, Good Government, Public Ethics, and
Committee on Public Safety, Security and Accountability
Traffic Management Committee on Legislative Backstopping
Committee on Trade and Industry
COUNCILOR
CITY OFFICIALS
District 1
Hon. ROSALYN C. CABUCO, MD. Hon. GLENN M. VILLANO

Committee on Women, Family Welfare, and Committee on Housing, Zoning, Subdivision and
Social Services Land Use
Committee on Health and Sanitation Committee on Markets and Slaughterhouses
CITY OFFICIALS
COUNCILOR
District 1
Hon. JULIETA D. ABELA Hon. OLIVER M. ROBES

Committee on Livelihood and Cooperatives Committee on Labor and Employment
Committee on Tourism
CITY OFFICIALS
COUNCILOR
District 2
Hon. BENJAMIN G. ACIBAL, JR. Hon. VANESSA MICHELLE S. ROQUERO, MD.

Committee on Finance, Budget, and Appropriations Committee on Environmental Management, Protection
and Natural Resources
Committee on Urban Poor and Human Rights
CITY OFFICIALS
COUNCILOR
District 2
Hon. ROMEO N. AGAPITO Hon. RYAN B. ELFA

Committee Chairperson
Committee on Games and Amusement
Committee on Public Utilities and Facilities and Public Works
CITY OFFICIALS
COUNCILOR
District 2
Hon. CELSO G. FRANCISCO Hon. ARGEL JOSEPHV. DRIO

Committee on Education and Culture Committee on Transportation and Communications
Committee on Rules, Laws, Ordinances and Privileges
CITY OFFICIALS
Hon. ZOSIMO B. LORENZO Hon. Zymond Kiel D. Ipio Hon. BENJAMIN V. SAN JOSE
President, LNB President, SK Federation IPM Representative
Committee Chairperson Committee Chairperson Committee Chairperson
Committee on Food, Agriculture and Committee on Youth Development Committee on Cultural Minorities
Agrarian Reform and Sports and Indigenous Group
Committee on Barangay Affairs
HEAD OF OFFICES
DEPARTMENT HEADS
General Public Sevices
Cluster
(Finance)
HEAD OF OFFICES
ANA D. SUCGANG REGINA S. DELOS REYES

City Budget Officer City Planning & Development Coordinator
HEAD OF OFFICES
LIZA S. AVANCEÑA JULIET V. QUIMBA

City Treasurer City Accountant
HEAD OF OFFICES
MARIO D. LORENZO ATTY. RIZALDY L. MENDOZA

City Assessor Assistant City Administrator/
Head-Procurement Section
ECONOMIC
DEVELOPMENT
CLUSTER
HEAD OF OFFICES
ARCH. PAVEL D. HALOG

City Gov’t Department Head I FLORA G. SAN FELIPE
(Office of the Building Official) City Agriculturist
HEAD OF OFFICES
ROBERTO P. RAMIREZ JR. EVANGELINE M. GARCIA

Head – City Tourism Office Head – BPLO
HEAD OF OFFICES
MELCHOR ALLAN R. CRUZ LEONILA C. DAZA

Head – Tricycle Regulatory Unit City Cooperatives Officer
PARTICIPATORY
GOVERNANCE
CLUSTER
HEAD OF OFFICES
ATTY. MARTIN T. MEÑEZ ENGR. THELMA S. BAUTISTA

City Legal Officer City Environmental and Natural Resource
Officer
HEAD OF OFFICES
WILMA Q. ABELLA GINA T. AYSON

OIC-City Human Resource Management City Disaster Risk Reduction and
Office Management Officer
HEAD OF OFFICES
ATTY. ANTONIO D. ANDRES, JR. NOLLY D. CONCEPCION

OIC- CGADH-I / SP SECRETARIAT CHIEF OF STAFF OFFICE OF THE CITY MAYOR
ACTION OFFICER/ PUBLIC INFORMATION
DIVISION
HEAD OF OFFICES
PSSupt. PEDRO G. RAMOS

HEAD – PUBLIC ORDER and SAFETY OFFICE
HEAD OF OFFICES
COMMUNITY AFFAIRS OFFICE MANAGEMENT INFORMATION DIVISION

INFRASTRUCTURE
SERVICES
HEAD OF OFFICES
ENGR. JUAN S. LABILLES ENGR. RUFINO A. GRAVADOR, JR

City General Service Officer City Engineer
HEAD OF OFFICES
ROBERTO P. ESQUIVEL ENGR. ROGELIO G. VIAJE, JR.

Head - CTMG Head – Motorpool Division
SOCIAL SERVICES
CLUSTER
HEAD OF OFFICES
ROWENA C. GUGULAN
ROSELLE T. TEJANO-TOLENTINO, MD OIC-City Social Welfare and Development Office
City Health Officer
HEAD OF OFFICES
ARVIN H. AGAPITO VIOLETA C. CADIZ

City Veterinarian City Population Officer
HEAD OF OFFICES
DEPARTMENT HEADS
ATTY. RIZALDY L. MENDOZA ERBE M. BUGAY M.D

Asst. City Administrator / OIC- City OIC- Chief of Hospital
Civil Registrar/Overseer- Housing Ospital ng Lungsod ng San Jose Del Monte
& Homesite Regulation Office
HEAD OF OFFICES
DIVISION HEADS
ROGER S. AMBIDA, Ph.D LUIS R. GUTIERREZ

CGDHI-College President Head – LYDD
HEAD OF OFFICES
PERFECTO JAIME L. TAGALOG

Action Officer-Public Employment
Service Office
CITY GOVERNMENT
EMPLOYEES
ASSOCIATION
OFFICERS
CITY GOVERNMENT EMPLOYEES ASSOCIATION
OFFICERS
2023-2025
CZAR P. ANDES JEREMY P. BELLEZA

President Vice President
OFFICERS
2023-2025
GINALYN F. IGNACIO LALAEN P. RELUCIO

Secretary Assistant Secretary
OFFICERS
2023-2025
SHERYL L. AMADOR GEMMA D. CRUZ

Treasurer Assistant Treasurer
OFFICERS
2023-2025
ARBY B. BANAAG ALEX A. RAQUIZA

Auditor Public Relations Officer
OFFICERS
2023-2025
MITZI MARIS C. GERONA

Business Manager
OFFICERS
2023-2025
RANDY D. DELA PEÑA JOHN PAUL G. VILLAR

Department Representative Department Representative
OFFICERS
2023-2025
ALEX E. LORENZO JANICE I. CALUCAG

OFFICERS
2023-2025
FLORENCE M. CADIZ MARY GRACE P. GATUZ

OFFICERS
2023-2025
MARY JANE R. CASILLANO SHIRLEY C. MANINGAS

NUMBER OF PERSONNEL as of July 15, 2024
PLANTILLA POSITIONS
PERMANENT - 736
ELECTIVE - 17
COTERMINOUS - 27
TEMPORARY - 5
VACANT - 146
Total - 931
NUMBER OF PERSONNEL as of July 15, 2024
NON-PLANTILLA POSITIONS
CONTRACTUAL - 129
CONTRACT OF SERVICE - 184
JOB ORDER - 2364

FIELD WORKER - 433
HONORARIUM - 8
Total - 3118
TOTAL NUMBER OF OFFICES
LOCAL OFFICES – 40
NATIONAL OFFICES - 10
RECRUITMENT, SELECTION AND
PLACEMENT
PROCESS FLOW TO CAREER SERVICES
RECEIVE, REVIEW & PREPARE AND APPROVE

CONSOLIDATE TRANSMIT
REQUEST LETTER LETTER OF THE AUTHORITY

FROM THE HEAD REQUEST FOR TO FILL FOR THE
OF OFFICE FOR AUTHORITY TO OPENING OF
THE OPENING OF FILL PLANTILLA
PLANTILLA POSITIONS
POSITIONS
PREPARE PUBLICATION
IS THIS
APPROVED?
WAITING FOR THE APPROVAL OF AUTHORITY

TO FILL FOR THE POSITIONS
PLACEMENT
POSTING RECEIVE
PREPARE PUBLICATION APPLICATIONS
OF VACANT POST APPROVED

POSITIONS TO BE VACANT CHECK
APPROVED POSITIONS IN COMPLETION OF
CHRMO AND THREE REQUIREMENTS
SUBMIT AT CIVIL CONSPICUOUS AND CONDUCT
SERVICE PLACES (15 INITIAL
COMMISSION CALENDAR DAYS) INTERVIEW
PLACEMENT
CONSOLIDATE & ADMINISTER PREPARE PROFILING

PREPARE
OF PRE-
QUALIFIED
SUMMARY OF PRE- APPLICANTS,
SHORT LISTED EMPLOYMENT NOTICE OF
APPLICANTS EXAMINATION AGENDA OF THE
QUALIFIED FOR MEETING TO BE
THE POSITION USED IN THE
HRMPSB
PLACEMENT
NOTIFY DISTRIBUTE CONDUCT
PRE-QUALIFIED POTENTIAL HRMPSB MEETING

APPLICANT FOR ASSESSMENT
THE SCHEDULE OF FORM (FOR
HRMPSB INTERNAL
DELIBERATION APPLICANTS)
PLACEMENT
BACKGROUND COMPUTE THE LOCAL CHIEF

INVESTIGATION EXECUTIVE
CONDUCT COMPARATIVE SELECT AMONG

BACKGROUND ASSESSMENT AND THE PROSPECTIVE
INVESTIGATION PREPARE BASED ON THE
RANKING RANKING
PLACEMENT
CONGRATULATORY CONSOLIDATE
PREPARE & APPROVE
SEND
CONGRATULAT CONSOLIDATE
ORY LETTER APPOINTMENT OF
AND COMPLETE
REQUIREMENTS SELECTED
CHECKLIST OF EMPLOYEE
REQUIREMENT FROM SELECTED
S TO SELECTED EMPLOYEE
EMPLOYEE
AND SEND
LETTER OF
REGRET FOR
UNSUCCESSFUL
APPLICANT
** FOR DEPARTMENT HEAD
SUBMIT APPOINTMENT
PAPERS TO SANGGUNIANG
PANLUNGSOD FOR
CONCURRENCE (7
CALENDAR DAYS)
PLACEMENT
ONBOARDING
PREPARE REPORT
PROGRAM
ON ACTION ISSUED
OATH TAKING (RAI)
&ORIENTATION AND SUBMIT
OF APPOINTED APPROVED REPORT
EMPLOYEE
ACTION ISSUED TO
CIVIL SERVICE
COMMISSION
Individual Performance Commitment and
Review
Under the SPMS, every government employee has his/her own Individual
Performance Commitment and Review (IPCR) Form, a performance contract
between the employee and management where targeted outputs for the specific
rating period are clearly spelled out, including the performance standards which
serve as basis for evaluating each output.
PROBATIONARY PERIOD (Section 14-16, ORA OHRA)
 Refers to the period of actual service following the

issuance of a permanent appointment wherein the
appointee undergoes a thorough character investigation
and assessment of capability to perform the duties of the
position enumerated in the Position Description Form
(PDF).
 The probationary period is indicated in the appointment

form issued.
 The performance targets and work output standards of a

probationer shall be set, agreed upon and duly signed by
the probationer, the immediate supervisor (rater) and the
head of agency within 5 days upon the appointee’s
assumption to duty.
 The performance appraisal/evaluation shall be done at

least twice during the probationary period and within
every 3 months or 6 months, depending on the duration
of the probationary period, as required by the position.
 The performance review shall be conducted within 10

days before the end of every rating period during the
probationary period.
EXAMPLE: 6 Months Probationary Period

Employee A
Date of Appointment July 16, 2024

Assumption to duty July 16, 2024
Probationary period 6 months
Duration July 16, 2024 to January 15, 2025
Setting of performance targets July 16, 2024 to July 20, 2025
1st – 3rd month July 16, 2024 to October 15, 2024
Evaluation period July 14-23, 2024
4th – 6th month October 16, 2024 to January 15, 2024
Evaluation period December 28, 2024 to January 06, 2024
EXAMPLE: 12 months probationary period

Employee B
Date of Appointment July 16, 2024

Assumption to duty July 16, 2024
Probationary period 12 months
Duration July 16, 2024 to July 15, 2025
Setting of performance targets July 16, 2024 to July 20, 2024
1st – 6th month July 16, 2024 to January 15, 2025
Evaluation period December 28, 2024 to January 06, 2024
7th
month – 12th month January 16, 2025 to July 15, 2025
Evaluation period June 27, 2024 to July 06, 2025
The services of the appointee can be terminated for

UNSATISFACTORY CONDUCT or WANT OF CAPACITY
before the end of the 2nd performance review on the
6th month or depending on the duration of the
probationary period as required by the positions.
UNSATISFACTORY CONDUCT OR BEHAVIOR – failure of

the appointee to observe propriety in his/her acts,
behavior and human/public relations, and to irregular
punctuality and attendance while performing their
duties and responsibilities during the probationary
period.
This may include cases of neglect of duty, misconduct,
insubordination, habitual tardiness and absenteeism.
WANT OF CAPACITY – failure of the appointee during

the probationary period to perform the duties and
responsibilities based on standards of work outputs
agreed upon and reflected in the duly signed
performance targets despite the developmental
intervention provided by the immediate supervisor.
The appointee shall be issued a Notice of

Termination of service by the appointing
officer/authority within 15 days immediately after it
was proven that he/she demonstrated unsatisfactory
conduct or want of capacity before the end of his 2nd
performance review.
The Notice of Termination shall be supported by the

following:
• Performance Evaluation Report (IPCR)
• Report of the Immediate Supervisor (rater)
• Other valid documents that may support the notice
of termination of service
• The Notice of Termination shall be executory after

15 days from receipt of the employee concerned.
• The same may be appealed to the CSC RO
concerned, within 15 days from receipt of notice but
shall be executory pending appeal.
• A copy of the Notice of Termination shall be included
in the 201 File of the appointee copy furnished the
CSC FO for recording in the Service Card.
• If no Notice of Termination is given by the

appointing officer/authority to the employee
before the expiration of the 6 month or depending
on the duration of the probationary period, the
probationer becomes a regular employee of the
agency concerned.
COMMON ISSUES IN SPMS
• Setting too low/too high performance targets
• Some MFOs are rated at the end of the rating period but not included
during the target setting
• Wrong computation of rating
• Wrong signatories in DPCR/IPCR forms
• No input/recommendations for development purposes (IPCR form)
• No calibration of final IPCR performance rating done (pencil rating)
COMMON ISSUES IN SPMS
• Uneven distribution of performance targets within a division or
department
• No target setting done before the start of the rating period
• Revising the MFOs or Success Indicators during the performance
period without informing the HRMO or PMT
• No performance monitoring or coaching done by supervisors or
department head
• Employee dissatisfaction in the final performance rating
LEAVE OF ABSENCE
 It is generally defined as a right granted to officials and employees
not to report for work with or without pay as maybe provided by law and the
rules prescribed in (Rule XVI of the Omnibus Rules Implementation Book V
of EO 292)
 Appointive officials up to the level of heads of executive departments, head

of departments, undersecretaries and employees of the government whether
permanent, temporary or casual, who render work during the prescribed
office hours shall be entitled to 15 days vacation leave and 15 days sick
leave annually with full pay exclusive of Saturdays, Sundays, Public
Holidays, without limitation as to the number of days of vacation and sick
leave that they may accumulate.
Vacation And Sick Leave Credits
Number of Month/s Vacation Leave Earned Sick Leave Earned
1 1.25 1.25
2 2.50 2.50
3 3.75 3.75
4 5.00 5.00
5 6.25 6.25
6 7.50 7.50
7 8.75 8.75
8 10.00 10.00
9 11.25 11.25
10 12.50 12.50
11 13.75 13.75
12 15.00 15.00
LEAVE OF ABSENCE
 Vacation Leave
 Sick Leave
 Maternity Leave
 Paternity Leave
 Solo Parent Leave
 Special Leave Privileges
 Special leave for Women under R.A. 9710
(Magna Carta for Women)
 Forced Leave/Mandatory Leave
 Adoption Leave
 Rehabilitation Leave
 Study Leave
 VAWC Leave
 Special Emergency(Calamity)Leave
 Terminal Leave
 Monetization of Leave Credits
 Absence Without Official Leave
(AWOL)
LEAVE OF ABSENCE
VACATION LEAVE
 It shall be filed five (5) days in advance, whenever possible, of the
effective date of such leave. Vacation leave within in the Philippines or
abroad shall be indicated in the form for purposes of securing travel authority
and completing clearance from money and work accountabilities.
LEAVE OF ABSENCE
MANDATORY/
FORCED LEAVE
Annual five-day vacation leave shall be forfeited if not taken during the
year. In case the scheduled leave has been cancelled in the exigency of the
service by the head of agency, it shall no longer be deducted from the
accumulated vacation leave. Availment of one (1) day or more Vacation Leave
(VL) shall be considered for complying the mandatory/forced leave subject to
the conditions under Section 25, Rule XVI of the Omnibus Rules Implementing
E.O. No. 292.
LEAVE OF ABSENCE
SICK LEAVE
 It shall be filed immediately upon employee's return from such leave.
 If filed in advance or exceeding five (5) days, application shall be

accompanied by a medical certificate. In case medical consultation was not
availed of, an affidavit should be executed by an applicant.
LEAVE OF ABSENCE
MATERNITY LEAVE
(105 DAYS)
 Proof of pregnancy e.g. ultrasound, doctor’s certificate on the expected date
of delivery
 Accomplished Notice of Allocation of Maternity Leave Credits (CS Form No.
6a), if needed
 Seconded female employees shall enjoy maternity leave with full pay in the
recipient agency.
LEAVE OF ABSENCE
PATERNITY LEAVE
(7 DAYS)
 Proof of child’s delivery e.g. birth certificate, medical certificate and marriage
contract
LEAVE OF ABSENCE
SPECIAL PRIVILEGE
LEAVE(3DAYS)
 It shall be filed/approved for at least one (1) week prior to availment, except
on emergency cases. Special privilege leave within the Philippines or
abroad shall be indicated in the form for purposes of securing travel authority
and completing clearance from money and work accountabilities.
LEAVE OF ABSENCE
SOLO PARENT
LEAVE (7 DAYS)
 It shall be filed in advance or whenever possible five (5) days before going
on such leave with updated Solo Parent Identification Card.
LEAVE OF ABSENCE
STUDY LEAVE – UP
TO 6 MONTHS
 Shall meet the agency’s internal requirements, if any;
 Contract between the agency head or authorized representative and the

employee concerned.
LEAVE OF ABSENCE
VAWC LEAVE – 10
 It shall be filed in advanceDAYS
or immediately upon the woman employee’s
return from such leave.
 • It shall be accompanied by any of the following supporting documents:
a. Barangay Protection Order (BPO) obtained from the barangay;
b. Temporary/Permanent Protection Order (TPO/PPO) obtained from the court;
c. If the protection order is not yet issued by the barangay or the court, a
certification issued by the Punong Barangay/Kagawad or Prosecutor or the
Clerk of Court that the application for the BPO, TPO or PPO has been filed with
the said office shall be sufficient to support the application for the ten-day leave;
or
d. In the absence of the BPO/TPO/PPO or the certification, a police report
specifying the details of the occurrence of violence on the victim and a medical
certificate may be considered, at the discretion of the immediate supervisor of
the woman employee concerned.
LEAVE OF ABSENCE
REHABILITATION LEAVE- UP TO 6
MONTHS
 • Application shall be made within one (1) week from the time of the accident
except when a longer period is warranted.
 • Letter request supported by relevant reports such as the police report, if
any,
 • Medical certificate on the nature of the injuries, the course of treatment
involved, and the need to undergo rest, recuperation, and rehabilitation, as
the case may be.
 • Written concurrence of a government physician should be obtained relative
to the recommendation for rehabilitation if the attending physician is a private
practitioner, particularly on the duration of the period of rehabilitation.

LEAVE OF ABSENCE
SPECIAL LEAVE BENEFITS FOR WOMEN – UP
TO 2 MONTHS
 • The application may be filed in advance, that is, at least five (5) days prior
to the scheduled date of the gynecological surgery that will be undergone by
the employee. In case of emergency, the application for special leave shall
be filed immediately upon employee’s return but during confinement the
agency shall be notified of said surgery.
 • The application shall be accompanied by a medical certificate filled out by

the proper medical authorities, e.g. the attending surgeon accompanied by a
clinical summary reflecting the gynecological disorder which shall be
addressed or was addressed by the said surgery; the histopathological
report; the operative technique used for the surgery; the duration of the
surgery including the perioperative period (period of confinement around
surgery); as well as the employees estimated period of recuperation for the
same.
LEAVE OF ABSENCE
SPECIAL EMERGENCY (CALAMITY) LEAVE –
UP TO 5 DAYS
 • The special emergency leave can be applied for a maximum of five (5)
straight working days or staggered basis within thirty (30) days from the
actual occurrence of the natural calamity/disaster. Said privilege shall be
enjoyed once a year, not in every instance of calamity or disaster.
 • The head of office shall take full responsibility for the grant of special
emergency leave and verification of the employee’s eligibility to be granted
thereof. Said verification shall include: validation of place of residence
based on latest available records of the affected employee; verification that
the place of residence is covered in the declaration of calamity area by the
proper government agency; and such other proofs as may be necessary.
LEAVE OF ABSENCE
MONETIZATION OF LEAVE CREDITS
 Application for monetization of fifty percent (50%) or more of the

accumulated leave credits shall be accompanied by letter request to the
head of the agency stating the valid and justifiable reasons.
LEAVE OF ABSENCE
TERMINAL LEAVE
 Proof of employee’s resignation or retirement or separation from the service.
ADOPTION LEAVE
 • Application for adoption leave shall be filed with an authenticated copy of
the Pre-Adoptive Placement Authority issued by the Department of Social
Welfare and Development (DSWD).
Employee’s Leave Card
Name: Civil Status GSIS Policy No.
Position Entrance to Duty TIN No.
Status Unit
Vacation Leave Sick Leave

Period Particulars Absence Undertime W/ Absence Undertime W/
Remarks
Earned Pay Balance Earned Pay Balance
January 1.25 1.25
February 1.25 1.25
2.50 2.50
VL (1) 1.00 1.50 2-Feb
SL (1) 1.00 1.50 5-Feb
March 1.25 2.75 1.25 2.75
UT 0.20 2.55 10-Mar
April 1.25 3.80 1.25 4.00
Late 10 mnts (.021) 3.78
GOVERNMENT OFFICE HOURS
8:00 am – 12:00 nn / 1:00 pm – 5:00 pm

 Section 1
 “It shall be the duty of each head of department or
agency to require all officers and employees under him
to strictly observe the prescribed office hours.”
(Rule XVII, Omnibus Rules implementing Book V of Exec. Order

No. 292 and other pertinent Civil Service Laws)
Section 2
 “Each head of department or agency shall require a
daily time record of attendance of all officers and
employees under him including those serving in
the field or on the water, to be kept on the proper
form and whenever possible, registered on the Bundy
clock.”
(Rule XVII, Omnibus Rules implementing Book V of

Exec. Order No. 292 and other pertinent Civil
Service Laws)
Section 4
 “Falsification or irregularities in the keeping of time records will
render the guilty officer or employee administratively liable without
prejudice to criminal prosecution as the circumstances warrant.”
(Rule XVII, Omnibus Rules implementing Book V of Exec. Order No.

292 and other pertinent Civil Service Laws)
Section 5
 “Officers and employees of all departments and agencies except those
covered by special laws shall render not less than 8 hours of work a
day for 5 days a week or a total of 40 hours a week, exclusive of
time for lunch.”

• Section 6
• “Flexible working hours may be allowed subject to the discretion of the
head of department or agency. ”

FLEXIBLE WORKING HOURS
7:00 am – 4:00 pm
• 8:30 am – 5:30 pm
9:00 am – 6:00 pm
 Section 8
 “”Officers and employees who have incurred tardiness
and undertime regardless of the number of minutes per
day, 10 times a month for 2 consecutive months in a
semester shall be subject to disciplinary action.”

Exec. Order No. 292 and other pertinent Civil Service
Laws)
TARDINESS
Conversion of Working
Hours/ Minutes
Minutes Equivalent Day
1 .002
2 .004
3 .006
4 .008
5 .010
6 .012
7 .015
8 .017
9 .019
10 .021
 Section 9
 “Off-setting of tardiness or absence by working for an
equivalent number of minutes or hours by which an
officer or employee has been tardy and absent, beyond
the regular or approved working hours of the employees
concerned, shall not be allowed.”
Exec. Order No. 292 and other pertinent Civil Service
Laws)
OTHER OFFICE POLICIES ON
ATTENDANCE
 Submission of DTR/biometric report every 5th of
the succeeding month
 No DTR/biometric report, No Salary for payroll
period 1-15
 Locator Slip – used within the city;
approved/initialed by DH/HRMO
 Travel Order – outside the city;
approved/initialed by LCE/Admin/HRMO
EMPLOYEES
OFFICIAL
UNIFORM
OTHER INTERNAL OFFICE POLICIES
• Attendance to Monday Flag Raising Ceremony, Friday

Flag Retreat, and other Official Cultural and Special
Programs
STAMENT OF ASSETS AND
LIABILITIES
WHEN MUST A SALN BE FILED?
(under RA 6713, Sec. 8)
The SALN must be filed:
1.“within thirty (30) days after assumption of office;

2.“on or before April 30, of every year thereafter; and
3.“within thirty (30) days after separation from the service.“
Failure to file the SALN or dishonesty in doing so,
warrants the suspension of one to six months for the
first offense, and dismissal from service for the second
offense which, when warranted, may also lead to
forfeiture of ill-gotten or unexplained wealth.
CLEAR
ANCE
FORM
OFFICE DECORUM
• Greet all customers with a smile.
• Observe proper meal time breaks.

OFFICE DECORUM
• Observe telephone ethics
• Act promptly on all written letters. Personal and confidential

letters should be referred to concerned employees or
authorities.
OFFICE DECORUM
• Maintain professional ethics
• Avoid loafing during office hours

OFFICE DECORUM
• Avoid using official working hours for activities which are
personal in nature.
• Always wear prescribed office uniform and ID.
BASIC POLICY on Employee
Discipline
“Public office is a public trust. Public officers
and employees must at all times be accountable
to the people, serve them with utmost
responsibility, integrity, loyalty, and efficiency, act
with patriotism and justice, and lead modest
lives.”
Anti-Red Tape Authority Memo Circular
No. 2019-002 dated August 13, 2019
Guidelines in the Implementation of the Citizen's Charter in Compliance with
R.A. 11032 and its IRR
Background:
Directive of former President Rodrigo Duterte calling all government agencies TO
SIMPLIFY TRANSACTIONS during his SONA in 2019.
Processing time of Classified government service:

Simple Transaction – 3 days
Complex Transaction - 7 days
Highly Technical – 20 days
CITIZEN'S CHARTER:
The official document that will communicate, in simple terms, the service standards or
pledge of an agency on the government services being provided to its citizens.
FORM OF THE CITIZEN'S CHARTER:
1. Citizen’s Charter Handbook
2. Information Billboard
3. Online (Official Website/ Online Posting)

Creation of the Committee on Anti-Red Tape (CART)
Duties and Responsibilities:

- Ensure that our agency comply with the requirements
of RA 11032
- To identify, develop, implement and review policies and

monitor processes
Program to Institutionalize Meritocracy and Excellence in
Human Resource Management (PRIME-HRM)
The Program to Institutionalize Meritocracy and Excellence in Human Resource

Management (PRIME-HRM) integrates and enhances the Personnel Management Assessment and
Assistance Program (PMAAP) and the CSC Agency Accreditation Program (CSCAAP). It is a
mechanism that empowers government agencies by developing their human resource management
competencies, systems, and practices toward HR excellence.
PRIME-HRM entails greater engagement not just of the human resource management
officer (HRMO) but also of the officials and the rank-and-file employees of the agency.
Level 4
Level 3
Level 2
Level 1
Transactional HRM – Agencies HR processes are compliant with the CSC and other
authorities, rules, regulations and guidelines
Process-Defined HRM – HR processes are attunes with its requirements, process and
procedure are pro-actively managed through the use of automated system integrated data
is not fully in place.
Integrated HRM – Quantitative objectives are use to measure the quality and performance
of process for continuous improvement.
Strategic HRM – agency focuses on continually improving process of performance-

innovative improvement.
PRIVILEGES OF PRIME- HRM BRONZE AWARDEE
1. Authority to approve appointments, subject to post audit;
2. Exemption from Section 96 of the 2017 ORAOHRA, as
amended;
3. 50% of appointments issued subject to review by the CSC Fos;
4. 20% discount for the HRMO or one (1) Agency Representative
on trainings/conferences conducted by the Civil Service Institute;
5. 20% discount for the HRMO head or one agency representative
in CSC Ros’ trainings/conferences;
ANNUAL EMPLOYEES SPORTSFEST
ZUMBA ACTIVITY
ANNUAL EMPLOYEES SPORTSFEST
ANNOUNCEMENT!
OATH TAKING OF NEWLY APPOINTED AND
PROMOTED EMPLOYEES (PERMANENT ONLY)
 ATTENDANCE IS A MUST!
Date: May 6, 2024, Monday
Time : 7:40 AM
Place: CONVENTION CENTER
Look for Recruitment Selection and Placement

Team
Ms. Tin, Ms. Derrie, Ms. Jane
CITY HUMAN RESOURCE MANAGEMENT OFFICE
2024

ORIENTATION-JULY 2024 Revised

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Congratulations!

ARTEMIO F. DEMAFELIS, JR.

JOANA MARIE O. GERONA

GEMALYN D. DELA CRUZ LAARNI MAE U. ALASTOY

ROTSEN V. DIAZ REUBEN V. FORTON

JOESA MAE A. CHAN JOSE T. LUMBA

CLARENCE P. CELESTINO TIRSO P. MANINGAS

DALE SANTOS M. SATUITO, JR. RENZ A. CABAHUG

FELIXBERTO M. SALIVA, JR.

JOSE MARIA O. GATCHALIAN MELECIO T. ANAS, JR.

JEJOMAR J. DE JESUS ANN MARJORIE M. BAGUIO

Recruitment and Selection of employees

Official government working hours and various employee

Role of employee organization as partner in good governance

Different personnel management programs for personal and

ARTURO B. ROBES FLORIDA P. ROBES

EFREN C. BARTOLOME JR.

Hon. JANET DS. REYES Hon. LIEZL N. AGUIRRE-ABAT

Hon. ROSALYN C. CABUCO, MD. Hon. GLENN M. VILLANO

Hon. JULIETA D. ABELA Hon. OLIVER M. ROBES

Hon. BENJAMIN G. ACIBAL, JR. Hon. VANESSA MICHELLE S. ROQUERO, MD.

Hon. ROMEO N. AGAPITO Hon. RYAN B. ELFA

Hon. CELSO G. FRANCISCO Hon. ARGEL JOSEPHV. DRIO

ANA D. SUCGANG REGINA S. DELOS REYES

LIZA S. AVANCEÑA JULIET V. QUIMBA

MARIO D. LORENZO ATTY. RIZALDY L. MENDOZA

ARCH. PAVEL D. HALOG

ROBERTO P. RAMIREZ JR. EVANGELINE M. GARCIA

MELCHOR ALLAN R. CRUZ LEONILA C. DAZA

ATTY. MARTIN T. MEÑEZ ENGR. THELMA S. BAUTISTA

WILMA Q. ABELLA GINA T. AYSON

ATTY. ANTONIO D. ANDRES, JR. NOLLY D. CONCEPCION

PSSupt. PEDRO G. RAMOS

COMMUNITY AFFAIRS OFFICE MANAGEMENT INFORMATION DIVISION

ENGR. JUAN S. LABILLES ENGR. RUFINO A. GRAVADOR, JR

ROBERTO P. ESQUIVEL ENGR. ROGELIO G. VIAJE, JR.

ARVIN H. AGAPITO VIOLETA C. CADIZ

ATTY. RIZALDY L. MENDOZA ERBE M. BUGAY M.D

ROGER S. AMBIDA, Ph.D LUIS R. GUTIERREZ

PERFECTO JAIME L. TAGALOG

CZAR P. ANDES JEREMY P. BELLEZA

GINALYN F. IGNACIO LALAEN P. RELUCIO

SHERYL L. AMADOR GEMMA D. CRUZ

ARBY B. BANAAG ALEX A. RAQUIZA

MITZI MARIS C. GERONA

RANDY D. DELA PEÑA JOHN PAUL G. VILLAR

ALEX E. LORENZO JANICE I. CALUCAG

FLORENCE M. CADIZ MARY GRACE P. GATUZ

MARY JANE R. CASILLANO SHIRLEY C. MANINGAS

JOB ORDER - 2364

RECEIVE, REVIEW & PREPARE AND APPROVE

REQUEST LETTER LETTER OF THE AUTHORITY

WAITING FOR THE APPROVAL OF AUTHORITY

OF VACANT POST APPROVED

CONSOLIDATE & ADMINISTER PREPARE PROFILING

NOTIFY DISTRIBUTE CONDUCT

PRE-QUALIFIED POTENTIAL HRMPSB MEETING

BACKGROUND COMPUTE THE LOCAL CHIEF

CONDUCT COMPARATIVE SELECT AMONG