Organization

Tarlac State University

Best Practice Focus Area/s

Operations

Year Implemented

2019

This is a GBPR 2021 Recipient

Summary

The PMERS was developed in 2019 through the in-house collaboration of the ESMO, MISO, and CCS. The system provides authorized users web-based access to extension information and documentation and enables them to monitor ongoing and completed projects, administer client evaluation and obtain summaries of such, and generate extension-related reports in no time and in the convenience of their personal spaces. The system is also being used during online program accreditation and the ISO 9001:2015 audit to provide accreditors and auditors with reliable online-based evidence about the extension service accomplishments of the University.

The PMERS aims to achieve greater productivity, more efficient use of government resources, positive environmental impact, and employee safety towards contributing to TSU’s vision of becoming a premier university in Asia and the Pacific and on a larger scale, contributing to other institutions’ development through the sharing of this best practice.

Log-in page of the TSU Extension Services Management Office PMERS

Background and Problem

As an active community partner, TSU engages in various extension programs, projects, and activities with its clients and beneficiaries. Since 2018, TSU has delivered 440 extension projects to more than 150 groups and 10,000 individuals. Such great numbers posed a challenge to ESMO in managing volumes of extension project information and documentation.

Among the issues that need to be addressed include the following: Repeating requests for and reproduction of project documents; considerable time spent in requests for access to information and generating reports; extension service time used for administering customer evaluation; substantial use of paper, ink, and other office supplies for printing documents; and physical contact between office personnel and requesting individuals.

Solution and Impact

The PMERS addresses the central problem of managing extension project information and documentation given the increasing number of extension projects of the University. Management in this context includes access, monitoring, evaluation, and reporting extension project information and documentation. In addition, paper-based management consumes large amounts of office supplies resulting in higher expenses and adverse environmental impact.

With the implementation of the PMERS, the following results were achieved:

  1. Decrease in the number of documented requests from 30 to 2.
  2. Information access took about one working day to only about 10 minutes.
  3. Report preparation and generation takes only about 5 minutes from about two working days.
  4. Extension service time used to administer customer evaluation surveys was reduced from 20 minutes to zero.
  5. Customer participation rate increased by 13.35% compared to pen-and-paper customer evaluation.
  6. The estimated number of sheets of bond paper used decreased from 3,378 to about 100. Ink consumption also decreased from about 33% of toner capacity consumed to only about 1%.
  7. Increased savings amounting to 4,510 Pesos.
  8. The number of visitors who requested documents decreased from 30 to zero.

The aforementioned results of the implementation of the PMERS contributed to the following impacts:

  1. Increased productivity among employees translates to savings on manpower.
  2. Financial benefit in the form of savings.
  3. Savings on potential employee Covid-related expenses.
  4. More learning opportunities for clients and beneficiaries as a result of increased learning time with the removal of the administration of customer evaluation on-site.
  5. Better employee well-being as a result of experiencing a more efficient system in accomplishing tasks.
  6. Minimized adverse impact of the University’s activities on the environment.

Milestones

In early 2019, ESMO conceptualized a system that would attempt to address the problems mentioned. The office requested the services of OJT students from CCS to design the system, which was initially intended to be a database of extension projects for exclusive use by the office. The PMERS became operational in July 2019.

However, ESMO realized there was room for improvement and additional features. The office met with deans, college extension chairpersons, and the MISO to conceptualize and design an improved system that would address further needs identified and accessible to more users. In March 2020, the system underwent improvement and upgrading while it remained operational to ensure it continued to address the needs of its target users. Finally, the improved and upgraded system was completed in January 2021 and was officially launched in March 2021. The intended users were then capacitated on the use of the system.

TSU was awarded 2nd place winner under the SUC Category in terms of the Best Practices and Initiatives in Mitigating the Effects of the Covid-19 Pandemic during the Central Luzon-wide celebration of the 1st National Higher Education Day and 27th Founding Anniversary of CHED held in May 2021; the PMERS was one of the practices featured in TSU’s entry. Upgrading of the system is in MISO’s pipeline of projects for 2021-2022 to include new features such as online proposal and post-activity report preparation. Promotion of the upgraded system in 2022 for possible adoption by other SUCs in Central Luzon.

Organization

Don Mariano Marcos Memorial State University

Best Practice Focus Area/s

Leadership, Citizens / Customers

Year Implemented

15 June 2017 to present

This is a GBPR entry

Summary

The Don Mariano Marcos Memorial State University – North La Union Campus (DMMMSU-NLUC) launched the Communities Understand and Respect (CURe) the Sea project on 15 June 2017 as an extension and community development program. It was patterned after the special project Children Understand and Respect the Environment – the Sea by former 1st District of La Union Congressman Victor F. Ortega and former San Fernando City Mayor Mary Jane C. Ortega, but expanded the beneficiaries from children to entire communities.

It expands from the typical state university to the Department of Education (DepEd) teacher-student beneficiaries framework to community collaboration, with the participation of the provincial and municipal government units, concerned line agencies, private companies, civil society organizations, barangay officials, fisherfolk, women associations, and the youth.

Background and Problem

The province of La Union has a total coastline of 114 kilometers, with 13 of its 20 LGUs bordering the West Philippine Sea. Coastal areas and the sea are thus major sources of livelihood for its population. Unfortunately, these have been exploited heavily, leading to degradation, pollution, and overfishing, which have resulted in low catch and unproductive fishing efforts.

The project aims to increase the level of awareness and understanding of community stakeholders in the protection, conservation, utilization, and management of marine environment and resources, including coral reefs, mangroves, seagrasses and seaweeds, foreshores, and estuaries, through an intensive education and information drive which incorporates basic life-saving and coastal disaster preparedness activities.

In celebration of the 58th Fish Conservation Week, DMMMSU-NLUC-FRTI and partner organizations facilitated the conduct of the 12th Communities Understand and Respect (CURe) the Sea Seminar-Workshop at the Ortega Marine Educational Center, FRTI Compound, Paraoir, Bacnotan, La Union last 22 September 2021.

Solution and Impact

The CURe the Sea project is an extension and community development program that applies functionalist and systems theories of change by disrupting the equilibrium or usual detrimental community practices and recognizing the roles of individuals in protecting the marine environment as their primary source of livelihood.

The DMMMSU-NLUC conducted participatory planning workshops and subsequently forged Memoranda of Agreement (MOAs) or Memoranda of Understanding (MOUs) with the following partners in both the public and private sectors:

  • Among local governments, the provincial government of La Union, the municipal governments of Bacnotan, Balaoan, and Luna, as well as multiple barangays;
  • Among national government agencies, the Department of Environment and Natural Resources (DENR), Bureau of Fisheries and Aquatic Resources (BFAR), Bureau of Fire Protection (BFP), and DepEd;
  • Among the local community, the Almeda Fisherfolks Association, Paraoir Fisherfolks Association, Women Aquatic Processing Association, and groups of out-of-school youths, students, and teachers;
  • Among the private sector, Holcim Philippines, The Institute for Solidarity in Asia, Inner Wheel, and the Rotary Club of San Fernando City, La Union.

The project has been able to reach 385 community-participants, 300 teacher-participants, and over 5,000 student-participants from the 18 coastal barangays of Bacnotan, Balaoan, and Luna. Their increased awareness and commitment are evidenced by the regular conduct of coastal clean-up, the enactment and strict implementation of ordinances and resolutions related to coastal protection and management, such as regulated fishing and collection of marine resources, the prevention of garbage disposal along the coast, and the planting of mangroves.

A partnership has also been made with 165 seaweed farmers and 190 sea urchin farmers to generate a quarterly seaweed and sea urchin production of 24,750 kilograms and 38,000 kilograms, respectively, as well as a partnership with the Women Aquatic Processing Association for the post-harvest processing of seaweeds and sea urchins for food and non-food products.

DMMMSU’s poster on Communities Understand and Respect (CURe) the Sea won 2nd place in the Poster Development Category during the 32nd Ilocos Agriculture, Aquatic, and Natural Resources Research and Development Consortium (ILAARRDEC) Regional Symposium on R&D Highlights via Zoom last 16-17 March 2021.

Milestones/Next Steps

The project has led to the establishment of marine protected areas in seven barangays of the three municipalities—5.50 hectares in Bacnotan, 1.07 hectares in Balaoan, and 2.20 hectares in Luna—and the establishment of Immuki Island in Balaoan as a tourist destination. LGUs involved in the project have also won various government searches for Outstanding Coastal Community, Outstanding Municipal Fisheries and Aquatic Resource Management Council, and the Cleanest, Safest, and Greenest Municipal Bodies of Water. Another milestone is establishing the 17 million peso Ortega Marine Educational Center and Guestel, which serves as accommodation for participants and speakers during training-workshops.

DMMMSU-NLUC has committed to ensuring the continuing conduct of training-workshops with additional beneficiaries from the other 10 LGUs in La Union with coastal areas.

Organization

Municipal Government of Subic, Zambales

Best Practice Focus Area/s

Leadership Strategy Citizens / Customers

Year Implemented

15 April 2016

This is a GBPR 2021 Finalist Entry

Summary

The Calapandayan Maternal and Child Health Program Initiative is a product of the allied health services attached to the rural health unit of Subic Zambales. The health program is the answer to the growing problem of lack of expert services, governance, human capital development, and limited funding resources in poor resource settings in the Philippines. The Calapandayan Program Initiative aims to develop community-level primary care management and treatment of the most vulnerable segment in the barangay of Calapandayan. Children, the elderly, and mothers with neurological and psychiatric problems are managed by expert physicians, trained allied personnel, and rural health community advocates.

Background and Problem

The municipality of Subic was spending an inordinate amount of financial resources on having these children brought to Manila for their treatment and management. There were no rational solutions considering that medical experts in public health policy focusing on maternal and child health were very few, if there were any.

In addition, the problem related to mental illness (ex. dementia, depression) in mothers, parents and elderly individuals was not being addressed. Subic is a coastal town facing the West Philippine Sea. Recent climatic changes brought about by flooding and destructive storms from monsoon rains have affected the community regularly. With each season of extreme weather events, there is a need to mitigate and create resilient communities, particularly in vulnerable populations (children, mother, elderly). Although the identified solution required is hiring of medical specialists, however, it was difficult to attract and hire the ‌right people to address this gap due to identified problems (salary, advancement options, infrastructure, etc.).

There were also large populations of indigenous people (Aeta) living in geographically isolated areas who were disenfranchised with little or no equity invested in the health care systems in Zambales. Furthermore, the result of limited funding opportunities to cover healthcare and educational costs led to the Calapandayan program initiative.

Solution and Impact

The program has spearheaded a campaign (2016-2019) by organizing educational workshops and seminars intended to address stigmatization and create school-centered awareness for mothers and teachers involved in the care of child learning and behavioral disabilities. To address sustainability, the program has led to private-public partnerships (Zambales Community Based Rehabilitation, Abbott Pharmaceutical, Brown & Burke Corporation, EVER Pharma) as a provider of technical assistance and resource donation, along with medicine procurement and education/training. Over 500+ children have benefitted, which includes other surrounding municipalities (8 more) in Zambales province.

This initiative took the form of a health policy initiative by addressing health unit governance, human resource development, access to healthcare, sustainability, and information-driven data gathering. In closely managing the health unit, the program initiative was advocated and later used as a tool to address the mentioned issues. For instance, before the Calapandayan Program Initiative, most rural health units are firmly attached to the municipal health unit for guidance and support. Currently, the rural unit has its own public health physician specialists. Another problem solved was the issue of sustainability. To address this, public-private partnerships have been advanced by collaborating closely with key decision makers and community business stakeholders. An example of this would be the clinical assessments done at different communities in Subic, which require expensive equipment, employee salary, and logistics. Much of the expenditures were partly funded through socially responsible business collaboration.

The sustainability of human resources was also achieved through training and attendance at seminars of various community liaisons and advocates who were given certificates of completion after earning their competencies through education. The project’s overall impact has led to an increase in the awareness of neurodevelopmental problems in children not only through removing the stigma but increase in the cost-effective interventions in school and health units through close monitoring and follow-ups. In addition, management of these chronic conditions through constant and frequent follow-ups helped to reduce the burden of disease within the organized family and community.

Milestones

In February 2020, a research team from the University of the Philippines-Manila conducted a pilot data gathering using a Virtual-Reality device to assess and measure students learning and behavioral disorders of students enrolled at Subic National High School. This event marked the 1st use of the device, which is currently awaiting a patent license. The device will help to address the health care gap in poor resource areas not only in Zambales but in other regions. This form of institutional collaboration will allow future sustainable development of health care needs in Subic.

The program was nominated for the American Public Health Association award in 2020 during the annual convention. They also assessed over 500 children, saving more than Php 1,000,000 in neurodevelopmental assessment alone (each neurodevelopment assessment is at least Php 2,500 in Manila). The program was a finalist for the grant application for Saving Brain Canada, a Canadian government-funded sponsorship. Although the Calapandayan program did not win the award, this resulted in the validation of the work’s attributes. Lastly, the data generated throughout the year led to a publication earlier this year (13. Samonte, FG., De Guzman, MT., Garcia, F., Molina, V., Gonzales, R. (2020). Using predictive modeling in determining the relationship of physical activity and mental health in older adults. International Journal of Psychosocial Rehabilitation, Vol. 24, Issue 09, 2020 ISSN: 1475-7192).

Organization

City Government of General Santos

Best Practice Focus Area/s

Human Resource

Year Implemented

2016 up to present

This is a GBPR 2021 Recognized Best Practice

Summary

Individual Comprehensive Onboarding Program for Employees or i-COPE is a comprehensive onboarding program for the new entrants of the City Government of General Santos (LGU-Gensan) initiated and implemented by the Human Resource Management and Development Office (HRMDO) from 2016 up to the present. It inscribes the paradigm of a “survival toolkit” to holistically transform new employees into proactive, motivated, responsible, and job-ready employees keeping abreast with the demands and standards of the new working environment to cope with all challenges of joining the new workforce. This program is a sustainable, innovative, and practical application of Bauer and Erdogan’s Onboarding Model (2011), inscribing three key components: acculturation, learning and development, and career advancement. These components ultimately improve the services of the city government.

Background and Problem

As projected in the 2015 five-Year HR Plan, LGU-Gensan welcomes several new employees into its workforce, which necessitates the need to ensure that these new entrants are appropriately onboarded in the assumption of office, overcoming the risks of employee turnover with an average of 3.36% in CY 2012-2016. As a proactive response, HRMDO designed i-COPE to guarantee that the city government makes the best and the most out of the resources it sheds for its employees’ personnel services, learning and development, performance management, and career advancement.

New entrants are considered outsiders to the organization. They lack enough knowledge and inclination on organizational objectives, culture and practices, systems and processes, rules, and even the minute details of performing their new function. To help make these employees the long-term assets and not liabilities of the organization, they are enrolled in the individual comprehensive onboarding program for the first year of their service.

Aligning with the standards of the PRIME-HRM, with LGU-Gensan acquiring Level 2 Bronze status in 2018, HRMDO developed and implemented i-COPE or Individual Comprehensive Onboarding Program for Employees as a well-orchestrated mechanism of integrating these new entrants to the culture, systems and processes, and nature of government service addressing the four pillars of PRIME-HRM: recruitment and selection; learning and development; performance management; and rewards and recognitions. Onboarding is a standard HR practice among organizations with a shared objective of acquainting new entrants with the culture, practices, rules, and roles of new employees upon assumption of duty. From the date of assumption until their full integration into public service, new entrants are urged to participate in activities under i-COPE to capacitate them in becoming effective and efficient public servants.

Solution and Impact

Guided by such anchors of HR innovations, the HRMDO has launched a structured onboarding program for every employee as a welcoming gesture in their assumption to office in any of the offices and departments of the city government. i-COPE consists of various activities to complete and complement the working experiences of the new employees in the organization. These activities are tailored under the three main components in the “Survival Toolkit” paradigm: acculturation, learning and development, and career advancement.

With the implementation of the Onboarding Program, the employee turnover rate has decreased from an average of 3.36% in CY 2012-2016 to just 1.17% in CY 2017-2021. Moreover, the annual average performance rating for new entrants exceeded the expected Satisfactory rating required from them and is increasing annually (Figure 2). This means that new entrants meet the demands and expectations as they enter the organization under the i-COPE. This has ultimately benefited the city government by ensuring that government resources are allocated to necessary programs, plans, and activities, maximizing human resources.

Milestones

The sustained implementation of i-COPE since 2016 has paved the way to strong foundations and pillars of HR excellence, as attested by the following accomplishments, milestones, awards, and recognitions of LGU-GSC and HRMDO. The office has been taking pride in sharing this best practice among its programs and innovations in various opportunities, such as when it entered and won awards and recognitions in the field of people management and HR excellence. The program has been instrumental for LGU-Gensan in achieving Level II accreditation status in CSC PRIME-HRM in 2018. This was also a featured program and innovation of HRMDO when it won the award for LGU-Gensan as Employer of the Year and People Manager of the Year by PMAP in 2018. The Hi-PERA (High Personal Effectiveness through Resource Allocation), among the five in-house training courses for new entrants, was also given the Government Best Practice Recognition (GBPR) award in 2020. The program has also contributed a lot to the programs, projects, and activities under the Happy HR initiatives of HRMDO, thus, winning the 2020 HR Excellence Award – Highly Commended for Best HR Strategy Overseas in London and the 2021 Gold Stevie Award for Innovation in Human Resource Management, Planning, and Practice in Government in the Asia Pacific.

This onboarding program has been integrated into the programs, projects, and activities of HRMDO, particularly addressing the four pillars of PRIME-HRM: Recruitment, Selection, and Placement (RSP); Learning and Development; Rewards and Recognition; and Performance Management System. All program activities are tailored to HRMDO’s aim to become a center of HR Excellence in pursuing PRIME-HRM Level III accreditation. The succeeding awards since the program was implemented have also become an inspiration not only for the employees of LGU-Gensan but also for other neighboring LGUs and government agencies who have been holding benchmarking activities, mostly expressing interest in exploring and adopting this innovative and comprehensive onboarding program.

Organization

Mariano Marcos State University

Best Practice Focus Area/s

Strategy, Citizens / Customers, Operations

Year Implemented

February 2020

This is a GBPR entry

Summary

Under Enhanced Community Quarantine (ECQ), all the operations of Mariano Marcos State University were suspended. However, the Office of Student Affairs and Services believed that their services needed to continue, especially during the current pandemic. As such, they initiated the program “OSAS Malakas: Effective and Efficient Management and Delivery of Student Services in all Seasons.” Through many innovations, the office enacted eight key activities that addressed students’ needs during the pandemic. They provided support in the form of relief goods, internet services, and even counseling.

Background and Problem

On 16 March 2020, the whole of Luzon was placed under Enhanced Community Quarantine (ECQ), and all Mariano Marcos State University operations were halted. Everyone was directed to stay at home, including the Office of Student Affairs and Services (OSAS) staff. The office believed their services needed to continue, especially during the current pandemic. But because OSAS is the main support unit of the students in the university, the office deemed it necessary that its services to the students continue, especially in times of crisis.

However, their major challenge was converting students’ activities, programs, projects, and other support services to the new normal. And aside from this, there were other restraints and restrictions. These included poor internet connections, constraints on human mobility due to the restrictions, lack of public transportation, lack of personal protective equipment and other protective gadgets, and the risk of contracting the virus while performing their duties.

However, the university has allowances for its offices to be responsive, innovative, and business-like in operations. And with this opportunity came the program OSAS Malakas: Effective and Efficient Management and Delivery of Student Services in all Seasons.

Fifteen students of the Mariano Marcos State University who were stranded in their dormitories due to the Enhanced Community Quarantine (ECQ) imposed in the province travelled back to their homes last 16 May 2020.

Solution and Impact

In the early stages of the OSAS program, the Chief of Student Development proposed conducting an online survey to learn the whereabouts of students who were stranded in their boarding houses and apartments and also know their needs during the lockdown. This survey was duly approved by the Director of OSAS and the Vice President for Academic Affairs of the university and was dubbed Oplan SAWAR (Student Activities, Whereabouts, and Recourse), an Ilocano word that means ‘to search. The results of this survey were then used as baseline data for more projects.

The following are the projects initiated and their achievements:

  • Oplan SAWAR (Student Activities, Whereabouts, and Recourse)
    • 141 stranded students in their dormitories and boarding houses were identified and provided relief goods, cash allowance, and online psycho-social support.
  • Oplan PARUBBUAT (Program to Accompany and Return University Brothers/sisters to their Beloved Utmost Abodes thru Travel provisions)
    • 23 stranded students were ferried back to their hometowns to reconnect with their families.
  • Oplan SALINONG (an Ilocano term for shelter)
    • 23 graduating students who were doing their thesis were accommodated at the university’s dormitory to enable them to work on their thesis within the university premises during the implementation of the Modified General Community Quarantine (MGCQ).
  • Project pa-WIFI
    • 50 graduating students were loaned pocket wi-fi’s.
  • E-SALUN-AT (Electronic Space for Assistance thru Listening, Understanding, Nurturing, Affirmation, and Trust
    • An online-based counseling service for students. It served all stranded students and even some non-stranded students from the university.
  • Oplan Iyawat (Ilocano term for hand-in)
    • Distribution of stipends to 583 academic scholars and 809 Tertiary Education Subsidy (TES) Recipients
  • Project Tinnulong
    • LGUs, DOST Alumni, MMSU alumni, and their friends, MMSU administrators, faculty, and non-teaching personnel, were invited to donate money and in-kind support to stranded students.
    • Aside from the in-kind provisions, a total of Php171,900.00 was raised. Php101,000.00 was spent on the programs leaving a balance of Php70,900.00. This amount was deposited into the Oplan Sharing Amenities and Provisions to address Problems of University Youth with Online Tertiary (SAPPUYOT) account.
  • Online Services and Activities
    • The office transformed its mandated activities through various modalities. Online Career Guidance was conducted to prepare our graduates for their future job applications. The orientation of the university was conducted through online modalities, and student activities were also conducted during the pandemic. Also, services like submission of Certificate of Grades for Scholars and issuance of Certificate of Good Moral Character were also converted to online modalities.
In a memorandum of agreement signed by MMSU President Shirley C. Agrupis and LANDBANK Batac Department Manager Aurea H. Nolasco last 7 September 2022, LANDBANK Institutional Cash Card (LICC) accounts will be given to government-funded MMSU scholars starting this 2022

Milestones/Next Steps

OSAS aims to ensure the sustainability of the many programs they have initiated. As such, with the help of the university’s Institutional Student Programs and Services, they initiated Project SAPPUYOT (Sharing Amenities and Provisions to address Problems of University Youth with Online Tertiary). It addresses a broader range of students’ needs through financial assistance. It aims to utilize the available seed money of the university to offer immediate assistance to students affected by the pandemic and eventually to all university students.

Organization

City Government of General Santos

Best Practice Focus Area/s

Strategy, Human Resource

Year Implemented

23 March 2020

This is a GBPR COVID-19 Response Recipient

Summary

Happy HR aPPP is an integrated, accessible, and innovative web-based application for remote, digitalized, and contactless work management, productivity, and communication tools used in managing, tracking, and organizing tasks and transactions related to human resource management and development. Its primary aim is to sustain the delivery of government services by ensuring the welfare and development of employees in the City Government of General Santos City (LGU-Gensan) during the pandemic. This forms part of the Happy HR initiatives of the Human Resource Management and Development Office (HRMDO) of LGU-Gensan that promotes the total well-being of the employees as demonstrated by programs, projects, and activities geared towards the personal and professional development of the employees in particular, and consequently, the organizational development of the local government as a whole. This is among the HRMDO’s innovations centered on capacitating the human resources of the city government to sustain excellent and quality delivery of government services to the city constituents.

Background and Problem

In the first quarter of 2020, the country was in a state of emergency with a rising number of COVID-19 infections. This has affected all operations of government agencies, especially those who work at the grassroots. The city government employees continued to serve on the frontline of the COVID-19 battle, overcoming all the possible threats to themselves, their families, and all Generals.

There are 4,336 employees of LGU-Gensan, wherein 1,522 are regular, 16 are casual, and 1,902 are Job Orders. The current situation necessitates that office processes and tasks be done remotely to avoid face-to-face contact, which may expose the employees and their clients to the ailment threat. Even before the pandemic, HRMDO had already started initiatives and transitions of integrating technology in the work processes. As early as 2018, the office has already implemented the online leave application system, one of the paperless administrative works, to keep up with the demand in the shortest time possible.

Screenshot of the Happy HR aPPP Log-in Page accessible at https://hrmdo.gensantos.gov.ph/index.php/auth/login

Solution and Impact

Happy HR aPPP was introduced on the whole scale of the city government offices, for which the application features practically apply. The system has allowed employees to stay home, work on the assigned tasks, submit work outputs, and attend to personal and official concerns through the web application. Even if it is already a practice in the whole LGU-Gensan, wherein leave applications can be submitted and approved online, employees were appreciative of the innovation in implementing or introducing an accessible, responsive, and convenient way of administering functions and transactions involving HRM. This is represented by the second P– Positivity. DO.

HRMDO has taken all measures that the Happy HR aPPP complies with the laws, policies, and regulations implemented by the Civil Service Commission and the duly instituted local authorities. It can be accessed online through the web browser of any mobile phone, tablet, laptop, or desktop computer. All features and controls were user-friendly and manageable for easy and convenient employee access. HRMDO also compliments the application with other third-party applications and online platforms, such as Zoom for online meetings/events, Google Forms/Qualtric for online surveys, online storage facilities like Google Drive, and other online communication tools and platforms. As such, the Training and Evaluation Division has already started training on using online communications platforms since the current year’s second quarter.

It was officially launched and introduced on 23 March 2020, to ensure that employees are still on track not to hamper the delivery of services to all General Santos City constituents. From being used as a temporary solution to the apparent problem in managing tasks at work, Happy HR aPPP is now valued as a solution to remote working systems that maintain importance and relevance not only during this time of the pandemic but even in future endeavors of innovating work solutions in managing the human resources of LGU-Gensan.

Milestones/Next Steps

The general IPCR ratings of employees for January to June 2020, the semester where the strict community quarantines were implemented in response to COVID-19, are satisfactory or better. Contrary to the expectation that the employees’ work performance will be affected, the Happy HR aPPP has helped in a way in maintaining the right course of each employee to help them perform their functions based on their IPCR. The challenges of the pandemic have also paved the way for various innovative responses stemming from the data and information received, processed, and analyzed from the Happy HR aPPP. LGU-Gensan has come up with programs, projects, activities, interventions, and initiatives to aid in the problems derived from the data, as inscribed in the three anchors of People First, Positivity, and Productivity.

Sharing this to various platforms and gatherings of HR professionals, former LGU-Gensan HRMDO Department Head, Ms. Leah Y. Tolimao, MBM, submitted an entry on the COVID-19 response to the Accreditation Council of the Philippine Management Association and Philippine Society of Fellows. As such, she was a Fellow in People Management (FPM) during the 57th PMAP Annual Conference via Zoom on 23 October 2020.

Moreover, it is also interesting to note that the LGU-Gensan, among the few LGUs in the region with Prime-HRM Level II accreditation (See Certificate of Recognition), is already capable of meeting the requirements and standards of PRIME-HRM Level III accreditation. To date, Level II is still the highest accreditation level conferred by CSC to government agencies/LGUs in the whole region of SOCCSKSARGEN. Nonetheless, HRMDO is already prepared for the next level of accreditation, notwithstanding that its current systems, such as Happy HR aPPP, comply with the Prime HRM advanced level 3 standards of developing and implementing communication plans engaging employees in executing processes and programs.

Organization

Biliran Province State University

Best Practice Focus Area/s

Leadership, Strategy, Operations

Year Implemented

March 2020

This is a GBPR entry

Summary

BiPSU FLMS manifests the university’s commitment to ensuring that no BiPSUnista (BiPSU students and employees) will be left behind. Guided by this, the university has adapted flexible strategies to continue its operation, such as the development of an institutional Learning Management System dubbed as WoW BiPSU Learning Management System, the establishment of municipal kiosks in strategic places in the municipalities, and the provision of facilities for the learning centers to support students needs, and partnership with LGUs and other agencies and among others.

The FL implementation played a vital role in delivering instruction. It paved the way for the continued delivery of its other essential services for the university, such as student information, enrollment, admission, etc. To support this, various orientations and training were initiated to ensure that all our employees, especially those in the teaching workforce, are well-equipped.

Background and Problem

In a survey conducted by the Commission on Higher Education (CHED) last May 11 on Flexible Learning among Higher Education Institutions (HEIs), results showed that 81% of the HEIs in the Philippines are currently using flexible learning strategies; however, only 58.5% of them have institutional academic policies for its implementation. It also showed that more than half (59.4%) of the HEIs who responded did not have learning packages/coursewares designed for flexible learning. Still, more than half (57.7%) of the HEIs currently do not have access to e-library and online educational resources (OERs). These results reflect that in implementing the flexible learning system, which is the call of the time, HEIs need to equip themselves and their faculty and administrators to effectively and efficiently implement it.

Because of COVID-19, the promise to deliver quality education in the Philippines is severely hampered. BiPSU’s FLMS is a response to the constitutional right to quality education.

This system seeks to address the needs of its personnel in terms of training and capability building, especially since the institution will implement a new teaching delivery mode. This causes massive orientation and training on flexible/blended learning, course packs/modules and other instructional materials production, orientation and reorientation on the alternative learning management system, and many others.

Solution and Impact

The university adopted a unified policy for preparing, implementing, and monitoring the sustainable, flexible learning management system through careful planning and consultation with its stakeholders. The results of consultations have been instrumental in crafting the university’s Learning Continuity Plan, which also reflects the Flexible Learning System practices of the university.

Designed towards the achievement of quality education amidst the pandemic, the BiPSU FL system implementation included the following activities:

  1. Identification of recurring problems in the delivery of instruction in the institution and conduct of needs assessment for training/ capability building activities, as well as consultation among faculty members and students;
  2. Development of different programs designed to address the needs of the faculty and non-teaching personnel in terms of content development, IT and infra support, policy development, flexible learning foundations, etc.
  3. Implementation of different programs and activities in the university
  4. On-boarding of all teaching personnel and students from the member SUCs
  5. Development of instructional materials for flexible learning by the well-trained teachers
  6. Establishment of LGU-academic linkages
  7. Sustained delivery of instruction through flexible learning delivery
  8. Monitoring and Assessment of different activities under the FL Management System Implementation of BiPSU

Further, the different training and capability-building activities have helped all the faculty members across schools and departments with flexible learning delivery in education and have become very instrumental in the production and development of learning materials for students. This also enabled them to adapt varied teaching strategies to address students’ needs, such as using the Learning Management System (LMS).

Milestones/Next Steps

The different programs and activities initiated by the university paved the way for implementing a flexible learning system in the institution. Among the notable results and remarkable milestones of the institution relative to the flexible learning management system includes the conduct of over forty (40) webinars for all the faculty members in the region, which cover the topic of Orientation on Flexible and Distance Learning, Learning Management System (LMS), Module Production, Student-On-Boarding Program, etc.; establishment of academic/LGU kiosks in the different municipalities in the province and neighboring towns in Leyte, which served as repositories of learning materials for students.

This also paved the way for establishing partnerships and linkages among the different Local Government Units in the region and; the design of an institutional Learning Management System, the first in the region, used in the flexible learning delivery. The said LMS is an open-source platform that can be used online and offline. They describe it to be reliable, sustainable, and cost-effective; production of print and online modules for all subjects in all programs for the first (1st) semester of the academic year 2020-2021; and development of the different tools/instruments for evaluation and monitoring of the different flexible learning programs of the consortium.

Organization

Municipal Government of San Fernando, Romblon

Best Practice Focus Area/s

Leadership, Strategy, Citizens / Customers

Year Implemented

2013 and reintroduced in April 2020

This is a GBPR entry

Summary

As the world suffers one of the most serious health crises it has ever experienced, not to mention the financial, social, and economic burden it has caused many people, the Municipality of San Fernando, Romblon, thought of a win-win solution to help its people cope with and fight against the Coronavirus Disease 2019 (COVID-19) situation which triggered former President Rodrigo Roa Duterte to enforce the Enhanced Community Quarantine (ECQ) over Luzon.

In furtherance of the Local Government Unit (LGU)’s Community-Based Agriculture Program, which started in 2013, the Municipality of San Fernando came up with Organic Agriculture and Clean and Green Program considering the COVID-19 crisis and consists of the following components: (1) Mandatory backyard and urban food garden for every family; (2) Training on current techniques for the sustainable backyard and urban gardening such as but not limited to self-watering bottle gardening, backyard pot gardening, etc.; (3) Use of organic fertilizers and pesticides; (4) Compliance with municipal waste disposal ordinance; and (5) Presence of sanitary toilets.

Background and Problem

COVID-19 hampered all planned activities in the world. With this, the Municipality of San Fernando launched a special initiative, dubbed: Bahay Ko, Garden Ko Food Production and Sustainable Livelihood Program, to help the residents cope during the pandemic by focusing on and promoting good nutrition and a healthy lifestyle. Lockdown or community quarantine was enforced in every province, city, or municipality to contain the virus and ensure the safety of the people. Protocols such as staying inside their homes, wearing face masks, and proper social or physical distancing were strictly observed.

Meanwhile, in San Fernando, the government’s dole-out livelihood projects gradually fade because of the government’s system of implementation. Governments require the community to organize themselves into a group. Funded every group as CSO or Civil Society Organization, and funding was based on their submitted project proposals. The projects will undergo bidding, and bidders will be invited to join. As a result of the bidding process, approved funding will follow, and procurement of materials shall be done by procurement personnel of the government. Groups were also expecting the lowest price as it was done through bidding.

The materials procured were undersized and substandard, resulting in the livelihood collapse. The group was informed of the approved budget for the livelihood in which the delivery of the amount they saw was the same as it was written. The budget was denied.

The San Fernando LGU revived the program and applied new innovations from the beginning until the end. The selected beneficiaries were the entire community of San Fernando in all barangays, and became empowered.

Solution and Impact

The idea of institutionalizing the Bahay Ko Garden Ko Food Production Program used the following methodologies and components: First is the identification of the Problems – the unexpected pandemic arrived at no certain time and caused chaos in people’s lives, such as job losses, economic bar down, health deterioration and loss of life. Next is data gathering to address the problem. They need to identify the root cause of the problem. They need to gather factors that contribute to the problem’s existence, which may include the time, damages, and area covered. Afterward is the identification of resources to be used in solving the problem. In gathering the data relative to the problem, the implementer can quickly identify the needs, such as funding, resource person/s, timeframe, and actions.

After that is the preparation for the planning activity, wherein the planning was based on the guidelines and protocols to be observed during the enforcement of community quarantine and in the new normal situation; then comes the setting of the meeting, wherein there was a thorough discussion of the issues and concerns on implementing the program. This is followed by identifying the goals and targets as a reference point or a number intended to be attained. Once this is done, this is followed by the creation of the committee, a self-constituted organization to handle and promote the project.

This will be followed by formulating the action plan, wherein they will identify the action plan. What comes next is the identification of the project’s target beneficiaries, and last is the setting of the target date of the implementation to carry out the specific program.

To enhance the program, plans were made, and two and a half million pesos (P2.5) were budgeted, and the Municipal Ordinance on Clean and Green Program was crafted, but, because of COVID-19, the public hearing for the approval of said ordinance was put aside.

Based on the monitoring, 99% of the households had participated in the project, and during home visitations, household members shared that they already had enough vegetables free of chemicals. They even shared their products as gifts, and some donated their harvest for free to barangays that were put on lockdown. Strong family ties were developed, and the stress of COVID-19 pandemic was diverted to the positive psychological impact brought by the activities of household gardening.

Milestones/Next Steps

As part of the following steps is the enactment of the ordinance wherein the Local Chief Executive requested the Legislative body through the Sangguniang Bayan Members to formulate an ordinance intended for the Bahay Ko Garden Ko program. This ordinance serves as the municipality’s policy to reduce the incidence of hunger and malnutrition through sustainable backyard gardening at the household level. Another policy included in the ordinance was to promote ecological well-being by fostering and adopting organic gardening among the constituents.

Aside from these ordinances and issuance of the executive order is the idea to showcase the products/harvest through an annual celebration. The program is represented by all barangays and academies, with their products exhibited in their respective stalls. People may see the LGU’s capability to produce more freshly harvested crops for display and sale. Products are on a first-come, first-served basis accommodation. More displays, more sales, the products were all sold out four hours after the program.

The people’s initiatives, just by simply complying with the executive order of the LCE, resulted in the mass production of vegetables and led to more supply than demand. Some household farmers barter their products for fish or meat through the barter system.

To date, the Department of the Interior and Local Government (DILG) MIMAROPA recognized Bahay Ko, Garden Ko Program, as one of the Best Practices in the region in combatting the COVID-19 situation and pandemic.

Organization

Aklan State University-Banga Campus

Best Practice Focus Area/s

Leadership, Strategy, Human Resource

Year Implemented

28 February 2020 to the present

This is a GBPR entry.

Summary

At the height of the pandemic, the Aklan State University (ASU) was at the forefront, ensuring a credible source of information through the Radio101 News Portal and the ASU Initiatives newsletter. The ASU also responded to the scarcity of alcohol through an Alcohol distillation innovation. The university also maintained and followed the IATF health and safety protocol while ensuring that it continued its delivery of services. 

Background and Problem

When the Province of Aklan was put under the Enhanced Community Quarantine (ECQ), several issues arose within the university and the community. There was a lack of adequate information dissemination and credible news source other than traditional mainstream media for the use of Aklan State University and the netizens. There was also a scarcity of alcohol and face masks/face shields as people started panic-buying and hoarding. Another problem was the continuity of the delivery of services in ASU while adhering to health and safety protocols set by the Inter-Agency Task Force (IATF).

As a dynamic institution composed of experts and dedicated men and women, the ASU responded to these problems with well-thought-out strategies, policies, and innovations. It ventured into several best practices that have benefitted the university and its stakeholders, the community, and the people.

Solution and Impact

Faced with the challenges of the pandemic,  the ASU identified issues in delivering its services. First, it does not have a platform for information dissemination for its community and stakeholders. Second, it has no adequate supplies of alcohol, face masks, face shields, and soap for its skeletal workforce. Last, it also needs to keep its operations vis-a-vis the health protocols set forth by the IATF, which means it has to lessen the number of personnel inside the campus.

In response to the first challenge, the ASU used the newly minted Radio101 of the School of Arts and Sciences as its official news and information dissemination platform on social media. It was renamed  Radio101-Aklan State University News Portal, set up and managed by its team of Communication, Journalism, and IT faculty. The team got information from agencies and rephrased/rewrote it, so it was readable to its readers from all walks of life. The team also wrote news about activities in, updates on, and policies of the university. The news portal gained popularity on social media and gained readers’ trust, such that many people rely on this platform for their queries and as their source of information. Until now, Radio101 News Portal still exists and remains a credible source of news and information for the university and the community.

During the lockdown, alcohol scarcity was prevalent in Aklan. That is why local gin was used because it is readily available and can be distilled faster so they can supply it to offices that urgently need alcohol. The Science faculty of the School of Arts and Sciences, led by a licensed Chemical Engineer, began distilling 70% alcohol from local gin and produced liquid soap to provide the university with an ample supply of alcohol and soap for handwashing. They also donated some alcohol produced to several Rural Health Units, the provincial hospital, and a few government agencies.

To adhere to the requirement of the  IATF for a skeletal workforce, the ASU administration released guidelines for Work From Home Arrangements for faculty and other personnel. During the lockdown, the faculty could conduct classes in the comfort and safety of their homes and be required to submit weekly or monthly accomplishments to their immediate heads. The university documented all these undertakings in the newsletter, the  ASU Initiatives. The newsletter is composed of a multimedia committee. It includes innovations, activities, and community outreach programs conducted by the different units in Banga Campus and other campuses of the ASU. The newsletter in pdf format was posted weekly on Radio101 News Portal. Thus, the university’s stakeholders were kept informed and updated on the happenings within the campuses.

Milestones/Next Steps

For the milestones, the post on Radio101-Aklan State University News Portal about CHED Chair Prospero de Vera’s pronouncement that students need not return to their respective universities to complete the semester has reached an unprecedented record of 110,000 people, the highest among the contents posted on the page. The post got over seven hundred (700) reactions and more than a hundred comments on the Facebook platform.  Meanwhile, during the height of the pandemic, the Radio101-Aklan State University News Portal got 3,025  likes and over 3,100 followers. Currently, the news portal has over 7,000 likes and over 8,000 followers.

On the other hand, the alcohol production of the School of Arts and Sciences yielded 175 liters of 70% alcohol used within the university and other offices. The alcohol production also paved the way for community support as citizens donated rubber tubings for the distillation. It was even cited by CHED as a best practice and was featured on their social media page.

Meanwhile, the Work From Home arrangements among university personnel ensured that operations continued despite the lockdown. Accomplishment reports were properly monitored and submitted per degree-granting unit. The university also installed hand washing basins per office, alcohol supplies at strategic locations within university premises, and prepared enrollment facilities. 

From March until May, the ASU Initiatives produced five issues, covering important undertakings/projects initiated, implemented, and organized by the different units of the ASU Banga as well as other campuses. The ASU Initiatives is planned to be updated into the official newsletter of the university, publishing news and information on university undertakings to support the University President’s development goals. The newsletter is slated to appear in print to be distributed to offices within the ASU.

Organization

City Government of Ormoc

Best Practice Focus Area/s

Citizens / Customers

Year Implemented

2017 up to present

This is a GBPR entry

Summary

The AGAK (Agakon ug Giyahan Atong Kaigsuonan, which translates to Support and Guide our Brothers and Sisters) Drug Rehabilitation and Support Services Program was Ormoc City’s response to the ‘war against illegal drugs’ with due respect to human rights.

The program is designed to recover persons who use drugs (PWUDs) and reintegrate them into the community. The program serves two types of PWUDs: those who surrendered voluntarily to the barangay offices or police stations and those who availed of a plea bargain agreement. The equally important beneficiaries are the families of the PWUDs and the community. The program considers that reform and its sustainability should involve everyone in the community.

Background and Problem

In 2015, Ormoc was once tagged as the Drug Capital of Eastern Visayas because of the excessive supply of illegal drugs and illicit drug activities, from drug pushing to drug use, not to mention the drug dens that flooded the corners of the streets. The entire city was deemed unsafe, especially for women and children.

When former President Rodrigo Duterte declared the ‘war against illegal drugs in 2016, over thirty thousand (30,000) PWUDs (Persons Who Used Drugs) surrendered in Region 8, and over four thousand (4,000) surrendered in Ormoc City as recorded by the local police within the six (6)-month period of July to December.

In response, the City Government of Ormoc City through the directive of former Mayor Richard Gomez established a community-based drug rehabilitation program called “AGAK” (Agakon ug Giyahan Atong Kaigsuonan, which translates to Support and Guide our Brothers and Sisters) for the recovery of the PWUDs and their reintegration into the community.

Solution and Impact

The AGAK Drug Rehabilitation and Support Services Program of Ormoc City employs a holistic approach to guiding and helping PWUDs in their journey to community-based rehabilitation and reintegration into the community. The modules of this program were anchored on the Model of Psychosocial Health which sees the five domains of human development (mental/cognitive, physical, emotional, spiritual, and social) as interrelated and needing to be kept in balance to sustain overall well-being. Cultural considerations were also made in module development for low-risk and moderate-risk PWUDs.

Along with this, the application of the above model was the conceptualization of the five process levels:

  1. Individual level, where all the PWUDs are gathered in the presence of the local officials, the anti-drug abuse council, and other partner stakeholders. The PWUDs are given information on the health effects of illegal drugs and the legal implications of their actions. They are also briefed on the entire process of rehabilitation and reintegration.
  2. Family/household level, where social preparation initially takes place. The family members or relatives of the PWUDs are made aware of the critical role they play in the recovery of the clients in the citywide treatment and rehabilitation and the nationwide drug war.
  3. Community/barangay level, where the BADACs are mobilized to access local funds for regular meetings and other activities. Drug rehab help and referral desks are also created.
  4. City level, where the entire drug rehab intervention is conducted by the LGU healthcare and social welfare personnel. The City Anti Drug Abuse Council (CADAC) meets regularly to discuss issues and concerns regarding the program’s overall functionality in terms of financing, regulation, governance, and service delivery.

Linkages with various regional and national agencies and other stakeholders like civic organizations and private educational institutions are continually formed for the rehabilitation and the aftercare program.

  1. Regional level/referral facility level, where high-risk PWUDs, and those who are high-risk with co-morbidity are referred to the Department of Health Treatment and Rehabilitation Center (DOH-TRC),a rehabilitation facility in the region for specialized care. The DOH RO8 and the DOH-TRC, through a Memorandum of Agreement (MOA)  with LGU Ormoc, also provide technical training and commodities such as drugs and medicines.

Milestones/Next Steps

In the second half of 2016, the PWUDs who surrendered underwent mass categorization. Then the local healthcare providers underwent training in the DOH Treatment and Rehabilitation Center, and Ormoc’s drug rehab team developed the modules for low-risk and moderate-risk PWUDs.

The establishment of a functional CADAC through an executive order forged strong interagency collaboration and commitment. In 2017, Php 5Million  was allocated to the city’s Anti-Drug Program as a priority program identified in the Executive-Legislative Agenda (ELA). The AGAK Drug Rehabilitation and Support Services Program is a program component. The drug rehab team initially served the Low-Risk PWUDs in 2017 with the AGAK General Intervention Module. The LGU also entered into a MOA with the DOH-RO8 and TRC-Dulag for the drug rehabilitation efforts of the city.

In 2018, AGAK was institutionalized through Executive Order No. 10. The drug rehab team started catering to the moderate-risk PWUDs with its localized AGAK Outpatient-Based Rehabilitation Module. Further, plea bargainers from RTC Region 8 underwent Drug Dependency Examination/Screening (DDE) and were registered for the program. In the same year, the program resulted in Ormoc City’s recognition by DOH RO8 as an LGU with Best Practice in Community-Based Rehabilitation (CBRP) that supports the Dangerous Drug Abuse Prevention and Treatment Program, ensuring a holistic approach to the treatment and care of PWUDs.

In 2019, AGAK Drug Rehab and Support Services was recognized by the Bureau of Jail Management and Penology (BJMP) RO8 for supporting the jail bureau’s program for the reintegration of PDLs (Persons Deprived of Liberty). This support entailed modification of the AGAK modules to fit the needs and availability of the BJMP clients and their families without compromising the efficiency of the interventions.

With the recognition it received from different agencies, the Ormoc drug rehab team through the CADAC is pushing for the creation of a City Ordinance to institutionalize the Community-Based Rehabilitation Program (CBRP) fully. Such ordinance has now been drafted. Ormoc City also plans to hold a “2020 Search for White Calachuchi Award for a Drug-Free Workplace”. With the pandemic temporarily suspending most programs and services, the program implementers are preparing for the resumption of drug rehab services for low-risk and moderate-risk PWUDs and home visitation.