Home Newspaper CSC lauds Baguio for improved bar of hiring workers

CSC lauds Baguio for improved bar of hiring workers

By: Liza Agoot


BAGUIO CITY — For reforming its systems and procedures in hiring workers, the Civil Service Commission (CSC) has awarded the city government certification for its improved services to clients.

“The city government met the Maturity Level 2 indicators under the enhanced Program to Institutionalize Meritocracy and Excellence in Human Resource Management (PRIME-HRM),” CSC-Cordillera Director, lawyer Marilyn Taldo, said on Monday.

“By having this award, they are confidently able to keep pace with others, benefiting not only the agency but also give their best service to the city and the people,” Taldo said.

The PRIME-HRM award is the CSC’s institutionalized system of meritocracy where workers are hired based on merit and qualification.

Baguio is the first local government in the region, the ninth of the 133 agencies to be recognized for its four core human resource initiatives.

The four core Human Resource (HR) areas are recruitment, selection, and placement; learning and development; performance management system; and rewards and recognition.

On Wednesday, Edith Dawaten, assistant city human resource officer, said the PRIME-HRM award that authorizes the city to issue appointments of co-terminus employees, as well as permanent employees after going through the process of placement and recruitment.

“We take pride in the fact that employees hired by the city, go through the process or flow of recruitment, promotion and placement where the top applicant is generally hired, although the law recognizes the authority of the appointing power to choose among the top qualified applicants in a position,” Dawaten said.

City personnel goes through the pre-employment examination, technical examination for those applying for a technical position, critical examination, and personality tests.

They also go through a panel interview by the placement board of the city government, which consists of representatives of the department involved, the city council, the employees’ association, and the association of city executives.

Dawaten said because there is a system that the city applies, the notion that the applicant must have a “backer” to be hired is not primary.

“We have a classic example where the employee, who is an outsider, was the one appointed to the position. That was true for that person because of his qualifications,” she said.

The city government was originally accredited by the CSC in 2013 using the old standards.

In 2014, the CSC issued Memorandum Circular 30 providing enhanced guidelines for the adoption of the HR Maturity Level indicators that are aligned with global standards on good people management and practices. (With reports from Argielynne Gem Ramos, OJT/ PNA)


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