Welcome to CLMMRH PRIME HRM
Pillar: Governance
The agency has a PSB that performs additional functions to address specific RSP needs (e.g., formulates customized screening criteria, guidelines and tools).
The agency has a PSB that performs additional functions to address specific RSP needs (e.g., formulates customized screening criteria, guidelines and tools).
The agency tracks efficiency of RSP processes, and uses data to improves system: Turn-around time (i.e., time to source and fill up vacant positions; Cost of sourcing and hiring/placement.
Established Process Flow from Publication to Placement of Applicants with Turn Around Time
Plantilla of Personnel - Finance / HOPSSD / MCC / Medical / Nursing / Sub-specialty
The agency uses a computer-based system to maintain RSP data and documents.
The agency maintains documentation and records on: RSP process flow; System review data on RSP efficiency; System implementation (e.g., PSB minutes of meetings deliberations, comparative assessment data, selection criteria, etc.
Pillar: Talent Planning
The Agency’ has an updated staffing plan reflecting recommended staffing modifications (e.g., deployment, conversion of positions, reclassification) based on planned annual HR needs.
Pillar: Talent Sourcing
The agency has a Recruitment Plan based on anticipated vacancies within the year and includes possible candicate sources (e.g., qualified next in rank employees as well as submitted applications, referrals, etc.)
The Agency recruits possible candidates for existing and anticipated vacancies within the year through posting in other appropriate publication modes (e.g., CSC bulletin of vacancies, newspapers, Agency website, social networking, etc.).
a CLMMRH bulletin boards
b. CSC website
c. CLMMRH website
d. CLMMRH facebook page
The Agency’s annual recruitment activities are planned to attract diverse applicants regardless of gender, civil status, disability, ethnicity, religion, etc.
Pillar: Talent and Placement
The Agency’s selection criteria are based on updated job description and approved/prescribed Qualification Standards specific for the position to be filled.
The assessment and selection process uses appropriate additional tools to evaluate candidate’s functional/technical qualifications for the job (e.g., trade test, paper and pencil test of functional knowledge, etc.), and background investigation for short-listed candidates.
The Agency’s assessment and selection criteria processes are responsive to applicants with special needs (e.g., auxiliary aids* and services to visually or hearing impaired).
Special Assessment to Applicants - This was taken during the examination of the Administrative Aide position under the Engineering Facilities Management. HRMO Staff assisting in taking their examination.
The Agency has an orientation program that helps employees understand performance expectations, reporting relationships and information networks needed to perform job.