Republic of the Philippines

Your agency’s name and seal here

Agency’s Vision

ACTION PLAN
For PRIME-HRM Target Maturity Level II

Step 1: Stating the Goal (GOAL)

This Action Plan aims to lay down the groundwork for specific tasks to do in order
to address the gaps identified during the conduct of the Agency Self-Assessment
Survey in Learning & Development (L&D) and in Rewards & Recognition (R&R) HR
Systems so as to prepare DepEd Schools Division of Davao del Sur for the CSC
Assessment Survey in order to obtain PRIME-HRM Maturity Level II accreditation
status.

Step 2: Determining the Current State (Reality)

What is your current Maturity Level based on the Assessment Results?

Maturity Level I

What Maturity Level do you want to target for?

Maturity Level II

Current State Review & Target HR System

Identify your strengths and opportunities for improvement.

Strengths: A most supportive SDS and ASDS; a highly motivated set of

PRIME HRM Teams driven to see the pursuit for accreditation reach its
final end; a large percentage of the workforce possessing an open mind
and willing to adopt the rigor that change requires as PRIME HRM is
adopted; a new division office building that awaits completion that will not
only provide a better and more conducive place to work in for those
assigned there but also a more client-friendly space and with an area for
the keeping of HR files for quick accessibility and better management of
HR records…

Opportunities: Full support and assistance provided by the CSC Davao

del Sur Office; the pandemic offering creative and innovative avenues for
exploring ways that will strengthen the effort in the acquisition of
accreditation;

For HR systems we need to improve on, which one/s do you now want to prioritize
taking into consideration your Agency Mandate? Why?
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 All four HR systems, as the aim is to acquire PRIME HRM Maturity Level II
accreditation

Of the target HR system, which areas (systems, practices and/or competencies) do you
want to focus on? Why?

All areas, so as to achieve enhanced levels in preparation for onsite

assessment

Step 3: MAPPING OUT THE ACTION STEPS (Options & Way Forward)

Rewards and Recognition

hRecommended Detailed Responsibiliti Timeline Success
Action Steps Activities es Indicators
based on
Assessment What will be By when? (How will you
Tool Results & done? Who will do it? (Day/Month) know that you
Report & as are making
determined by process? What
Agency are your
Stakeholders benchmarks?
How will you
determine that
your goals have
been reached?
What are your
measures?
GOVERNANC
E
Action Step 1: Activity 1: Division 4th week of Reviewed current
To customize Review current PRAISE, February R&R policy
R&R policies and Rewards and Rewards and 2021
processes to Recognition Recognition
include EOP policies and Team
processes to
determine
whether these
merely comply
with CSC and
DepEd policies
and include
policies and
processes in
Rewards and
Recognition
that will
address the
division’s
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needs,
including
EEOP
guidelines; and
customize R&R
policies and
processes.
Activity 2: Division 1st week of Customized
Customize PRAISE, March 2021 Rewards and
Rewards and Rewards and Recognition
Recognition Recognition policy
Policy with Team, SDS
specific EOP
guidelines.
Activity 3:
Draft office 2nd week of Office order
order for PRAISE March 2021
Rewards and Committee
Recognition
and PRAISE
Committee
with additional
functions.
Activity 4:
Submit PRAISE 2nd week of Approved R&R
customized Committee, March 2021 policy
R&R policy and SDS
office order for
R&R and
PRAISE
Committee to
SDS for
approval.

Activity 5:
Call for PRAISE 3rd week of Resolutions and
PRAISE Chairman March 2021 minutes of
meeting to meetings
craft R&R and
2021 PRAISE
plan.

Activity 6:
Craft PRAISE PRAISE 3rd week of PRAISE Plan
Plan to be Committee March 2021
submitted to
SDS
Activity 7:
Submit R&R 3rd week of Approved 2021
2021 PRAISE PRAISE March 2021 PRAISE Plan

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 plan to SDS Committee
subject for
approval.

Action Step 3: Activity 1:

To enable the Create R&R PRAISE 2nd week of Process Flow
HRMO, Process Flow Committee, April 2021
managers and for selection of R&R Team
supervisors to possible
explain how awardees.
R&R policies and
processes meet
the division’s
needs

Activity 2: PRAISE
Submit the Committee, 2nd week of Approved Process
R&R Process R&R Team April 2021 Flow
Flow to SDS
for approval.

Activity 3:
Orient HRMO HRMO 3rd and 4th Orientation
staff and all week of April conducted
key human 2021
resources
holding
supervisory
functions in
the division
office and in
the districts
and schools on
the division’s
R&R Policy,
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 particularly
how such
policy
addresses the
peculiar
circumstances
of the division

Action Step 2: Activity 1:

To ask technical To make action R&R Team 4th week of R&R Action Plan
assistance from plan for March 2021
CSC Provincial PRIME-HRM
Office through Target
CSC Director for Maturity Level
guidance in 2 to lay down
PRIME-HRM the ground
Level 2 work for
accreditation. specific tasks
to address the
gaps identified
during self-
assessment
Activity 2:
To submit R&R Team, 4th week of R&R Action Plan
PRIME-HRM SDS March 2021
Action Plan to
SDS for
approval.

Activity 3:
Forward SDO SDS 4th week of Received R&R
approved March 2021 Action Plan

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 PRIME-HRM
Action Plan to
CSC Provincial
office,
ATTENTION:
Director
Richard Ortiz.

Activity 4: PRAISE
Finalize Committee 1st week of PRAISE Report
PRAISE report April 2021 2020
of 2020 to be
submitted to
SDS for
approval.

Activity 5: SDS
Submit 1st week of PRAISE Report
PRAISE Report April 2021 2020
of 2020 to
SDS.

PLANNING
Action Step 4: Activity 6:
To customize Craft SDO
annual R&R PRAISE Plan R&R TEAM, 1st week of PRAISE Plan
plans and for 2021 based PRAISE TEAM May 2021
programs which on 202 PRAISE
indicates budget report which
for each includes list of
program/ monetary and
activity. non-monetary
rewards/incent
ives to be
submitted to
SDS for
approval.

Activity 7:
Submit SDO PRAISE 1st week of Approved PRAISE
Praise Plan to COMMITTEE May 2021 Plan 2021
SDS.

IMPLEMENTA
TION
Action Step 5: Activity 1:
To apply the To implement PRAISE June 2021 to Fully
SDO’s screening the 2021 Committee, July 2021 implemented
and selection PRAISE Plan R&R Team PRAISE Plan
criteria and adhering to the
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processes for EOP policy, Awarding
customized R&R R&R Process ceremonies
programs to all Flow and conducted
employees, appropriate
consistent with R&R selection
Equal criteria
Opportunity Activity 2:
Principles (EOP) To document PRAISE June to July Fully documented
and to track the the Committee, 2021 program
Division’s implementatio R&R Team
efficiency of R&R n of the 2021
processes and PRAISE Plan.
uses data to Activity 3;
improve system. To conduct PRAISE 3rd week of Evaluation report
evaluation and Committee, July 2021
review of the R&R Team
all reward
program.
Action Step 7: Activity 1:
To use a Develop a R&R Team, 3rd week of R&R Computer-
computer- based computer- HRMO July 2021 based system
system to based system
maintain R&R to maintain
documents. R&R
documents
Action Step 9: Activity 1:
To maintain To create an e- R&R Team, 3rd week of R&R E-records
SDO’s records of all HRMO July 2021
documentation documents.
and records on:
R&R process
flow; system
review data on
R&R efficiency;
system
implementation.

All tables below under Step 3 apply for both L&D and R&R Systems.

Resources: Identify the following:

 Resources Available
The presence of full support from and inspiration by the top
management; the existence of highly motivated members of the HR
System Teams assigned to work on the ERs and of district and
school heads driven to disseminate L&D matter to the workforce;
adequate funds to support the activities to be conducted in the
journey to accreditation and the implementation of newly adopted
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 policies and processes in the HR systems; technical experts that will
assist in the conduct of virtual meetings and orientations…

 Resources Needed (financial, human, political & other)

Internet subscription, data allowance…

Potential Barriers
 What individuals or organizations might resist your plan of
action?
Lack of interest and low level of cooperation by some members of the
workforce who perceive the additional workload that the journey to
accreditation necessarily entails amid current work targets to
perform; internet service provider may not be able to deliver
consistent strong connectivity for online meetings…
 How?
Low level of participation in the effort to acquire accreditation; weak
internet connectivity…

Communications Plan

 Who are involved?

Top management, middle management, supervisors, school heads

 What methods?
Not only the issuance of division memoranda and the distribution of
printed PRIME HRM materials but the discussion of the same with
the managers and supervisors in the division office, in districts, and
in schools to achieve deeper understanding, uniform interpretation,
clarity over issues and concerns and to create buy-in, motivation to
throw support in the effort, and sustained cooperation not only for
accreditation purposes but for the whole program to be able to reap
benefits in the short and long run.

 How often?
Periodically and regularly without let-up so as not to lose momentum

Step 4: NEXT STEPS (WRAP UP)

Date of Next Process Consulting Session: __________________

Agenda for Next Process Consulting Session: Presentation of a plan of

action in the division-wide dissemination of all matters on PRIME HRM to all
the workforce in preparation for the on-site assessment

Tasks to be achieved prior to the next Process Consulting Session &

Person/s Responsible: All ERs completed, finalized, implemented/used
and filed in orderly manner in both hard and soft copies

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Name Signature Date
Prepared by:

ALICIA I. AYUSTE, Ed.D

R&R Team Chairman
Noted by:

JANETTE G. VELOSO,
Ed.D
OIC-ASDS
Approved by:

NELSON C. LOPEZ, CESO

V
SDS

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