PROGRAM TO INSTITUTIONALIZE MERITOCRACY AND EXCELLENCE IN HUMAN RESOURCE MANAGEMENT

in the DEPARTMENT OF SOCIAL WELFARE AND DEVELOPMENT

WHAT IS PRIME-HRM?

And how does it affect you as an employee of the DSWD?
As an applicant? A client? Or as the general population?

FIRST OF ALL...

The Program to Institutionalize Meritocracy and Excellence in Human Resource Management (PRIME-HRM) is a mechanism of the Civil Service Commission (CSC) that aims to empower government agencies by developing their human resource management competencies, systems, and practices toward HR excellence.

Government agencies are classified according to four maturity levels:

HR assumes personnel function that is mostly separate from agency/business and talent need.

There is a set of defined and documented SOPs established, though it needs improvement. It is characterized by goal-oriented decision making. There is some automated system but little integration of data.

Uses process metrics for continuous improvement, an HR management toolkit, and data-driven decision making. HR function supports agency business needs.

HR processes are focused on continually improving process performance. It is also systematically managed by a combination of process optimization and continuous improvement, which helps to drive agency business decisions on people, data, and insight.

THIS IS WHERE WE ARE RIGHT NOW

THIS IS WHERE WE WANT TO BE SOON

Secretary's corner

DSWD_3m_22s_SRTGmessage_PRIMEHRM (1).mp4

Last 08 August 2024, Secretary Rex Gatchalian signed a pledge of commitment to advance the agency's overall human resource management systems and processes. The Secretary emphasized the significance of achieving a higher maturity level for PRIME-HRM in the Department.

✨ PRIME HIGHLIGHTS ✨

September 2025 marked the celebration of the. . .

Meet the PRIME-Time Bida

The DSWD-Human Resource Management and Development Service (HRMDS) is thrilled to announce and recognize our PRIME-Time Bida awardees! The search was part of the 125th PCSA celebration and is designed to shine a spotlight on DSWD personnel who don't just comply with HR processes but strategically apply the principles of our four core HR systems—Recruitment, Selection, and Placement (RSP); Performance Management (PM); Learning and Development (L&D); and Rewards and Recognition (R&R).

These exceptional personnel who were selected for their concrete commitment to excellence are the living proof that our efforts in the Program to Institutionalize Meritocracy and Excellence in Human Resource Management (PRIME-HRM) are manifesting in the Department.

Let their success inspire each Angel in Red Vest in their daily work through the lens of HR excellence!

Last September 27, 2025, during the DSWD flag ceremony, we capped off the celebration of the 125th Phil Civil Service Anniversary with the theme, “Bawat Kawani, Lingkod Bayani: Puso, Dangal at Galing Para sa Bayan”. These highlights the contributions of the public sector workforce in bringing to achieve the aspirations of a Bagong Pilipinas through the display of patriotism, excellence, and integrity in the performance of public service delivery.

To celebrate the month of September and recognize the men and women who support HR initiatives towards a higher maturity level under PRIME-HRM. The Human Resource Management and Development Service, launched the Search for “PRIME TIME BIDA” via email advisory. A PRIME-Time Bida showcases an individual who exemplifies the principles and practice of each core HR system.

Each week, HRMDS emailed a question corresponding to a core HR system. Responses were reviewed and scored based on: (1) Alignment with PRIME-HRM Standards; (2) Clarity and Focus; (3) Strategic Thinking and Integration with Organizational Goals; (4) Practicality and Feasibility; and (5) Impact on Public Service Delivery and Organizational Culture. The best response will receive a Certificate of recognition and a modest Gcash prize.

For September 2-5, 2025, focusing on Recruitment, Selection and Placement (RSP), the question was: How did you use the principles of competency-based HR in your role as an HRMPSB/HRMPSC member or as an HR focal? Give a personal example

Our PRIME-Time Bida for RSP is Ms. Gloria G. Alvarado, Training Specialist III of DSWD Academy. To accept the recognition on her behalf is Ms. Efleda Joyce Consulta, Division Chief of the DSWD Academy.

Ms. Alvarado responded that ‘“As an alternate member of the PSC, she applied the principles of competency-based HR in ensuring that recruitment, promotion, and placement were anchored not only on eligibility and years of service but also on the actual competencies required for the job.”

From September 8- 12, 2025, the Performance Management Edition has two categories:

As a Supervisor, how would you ensure effective and objective implementation of the Enhanced DSWD Strategic Performance Management System (EDSPMS) in your supervised cluster/office/division/unit to enable optimal performance of your workforce?
As a rank-in-file employee, how would you embrace the implementation of the Enhanced DSWD Strategic Performance Management System (EDSPMS) for your continuous professional and personal development towards excellent public service delivery?

We have 2 winners. Our PRIME-Time Bida for PM (supervisor category) is Ms. Gloria G. Alvarado, Training Specialist III of DSWD Academy.

Ms. Alvarado mentioned that by “Anchoring the implementation of EDSPMS on transparency, fairness, objectivity, and continuous capacity development, a performance-driven culture is promoted where every staff member is enabled and motivated to contribute optimally to the Department’s mandate.”

Meanwhile, our PRIME-Time Bida for PM (rank-and-file category) is Mr. Armando P. Manglicmot, Planning Officer III of the Policy Development and Planning Bureau.

He firmly believes that by fully embracing EDSPMS, all DSWD employees can embody the department’s core values, that is -- maagap at mapagkalinga, matapat, at mahusay-- and deliver service with utmost dedication and integrity.”

From September 15- 19, 2025, the Learning and Development question was: As a manager or supervisor, you’re on the frontline of talent development. How would you inspire your team to embrace continuous learning? Kindly share a specific example of how you guide your staff to address their performance or competency gap through training or non-training interventions, and how that contributed to their personal growth?

Our PRIME-Time Bida for L&D is Mr. Jericho Roy S. Germar, Training Specialist III of the Human Resource Management and Development Service.

He highlighted that as a supervisor, he reminded that "learning must be deliberate"... Furthermore, establishing a supportive and non-judgmental environment was crucial in promoting learning and encouraging a culture of continuous development within the team.

On September 22 - 26, 2025, on Rewards and Recognition: Beyond monetary incentives, how does our current Rewards and Recognition (R&R) system at the Department inspire a culture of innovation and excellence among our colleagues and across different units? Please provide examples of the impact it had on employee morale, competency development, and overall work efficiency.

Our PRIME-Time Bida for R&R is Mr. Harish P. Viñas, Project Development Officer III, Pantawid Pamilyang Pilipino Program NPMO.

He cited that beyond monetary incentives, the Department’s R&R system has become an important tool in shaping an organizational culture that values excellence, innovation, and service integrity. Overall, the R&R system has evolved into more than just a mechanism for individual recognition, but it has created a cycle of inspiration and sustains the Department’s mission of responsive and compassionate public service.

And lastly, they signed the PRIME TIME Commitment Board to signify their support as we journey towards HR excellence.

We look forward to everyone’s continued cooperation and support for our PRIME-HRM initiatives

INTRODUCING PRIMO

Hi! I'm PRIMO!

Your PRIME HRM Navigator!

To guide you and know more all about PRIME HRM and its Four (4) HR Core System, gearing towards for PRIME HRM for Maturity Level III

For more information.....

Click Here

Now – why does it matter to you whether
DSWD is at Maturity Level III or not? Well. . .

IF YOU ARE A DSWD OFFICIAL OR EMPLOYEE. . .

With an integrated HR system, we will provide you with more opportunities and services such as:

A complete and all-encompassing information system where all HR services can be accessed
Competency-based performance assessment
Various extensive trainings and non-training interventions such as job rotation, job enrichment, and job enlargement
Career development and promotion planning
Recognition for meritorious performance and service
Quality medical, dental, mental health, and wellness services
Use of HR analytics for data-driven decisions

IF YOU ARE A DSWD APPLICANT. . .

With an integrated HR system, our hiring system will sure to:

Ensure an unbiased and streamlined hiring process
Assess you based on your competencies
We have placed the right people in the right roles
Provide a comprehensive and engaging onboarding program
Be inclusive and promote the equal employment opportunity principle

IF YOU ARE A DSWD CLIENT. . .

With an integrated HR system, we will assure you that:

Our workforce embodies the core values of Maagap at Mapagkalinga, Matapat, and Mahusay
Because we only hire people whose values and attitudes align with the mandate of the DSWD
The social worker assisting you is competent and well-trained
Because we regularly assess the competencies of our workers, capture the gaps, and capacitate them accordingly
All of us are happy to serve you
Because we take care of our personnel’s mental health and we reward and recognize exemplary performance

IF YOU BELONG TO THE GENERAL POPULATION. . .

With an integrated HR system, and eventually, a strategic HR system, you will see how the DSWD has become:

A leader in transformative social protection and social welfare systems
Instrumental towards empowering our society where the poor, vulnerable, and disadvantaged sections have immediate and equitable access to opportunities for an improved quality of life

Because. . .

The DSWD’s organizational performance has improved; and
The DSWD's workforce competence was enhanced and welfare was assured

To sum it up,
the integration of our HR systems will engender a
M O R E P R O D U C T I V E , S A T I S F I E D W O R K F O R C E &
M O R E R E S P O N S I V E , T R A N S F O R M A T I V E A G E N C Y
which is essential to the attainment of the
DSWD’s strategic goals and visions.

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