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Uploaded: 2022-04-23
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Description: D e s c r i b e t h e. Fundamental C o r e i n p u t d o n e -.

D e s c r i b e t h e. Fundamental C o r e i n p u t d o n e -. 

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Fundamental    C o r e   i n p u t   d o n e -

ER.v z, 1904. D e s c r i b e t h e F un d a m e n t a l C o r e i n p u t d o n e - w h a t i s t h e s t r a t e g i c p l a n ?. 

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D e s c r i b e   t h e   F un d a m e n t a l   C o r e   i n p u t   d o n e - w h a t   i s   t h e   s t r a t e g i c   p l a n ?

1 .   I n s t a ll i n g   P e r f o r m a n c e   Management  Systems    that  attune individual    and  team  behavior  with    strategic  direction  and    core  values  (i.e.  goal    setting,  coaching,    appraisal,   development)

Performance  Management    System-Office  Performance    Evaluation   System   or   PMS-OPES    This  system  aimed  to  align    individual  performance  to    organizational  goals,  and    organizational  goals  to  national    goals,  as  set  in  the  Medium-Term    Philippine  Development  Plan,    Organizational  Performance    Indicator  Framework  (OPIF),  and    Major   Final   Output   (MFO).

LOCAL    C O M P A N Y BIR   Strategic   Performance    Management  System  (BIR    SPMS) The  Agency  SPMS  gives    emphasis  to  the  strategic    alignment  of  the  agency's    thrusts  (vision,  mission  and    strategic  goals)  with  the    day-to-day   operations   of   its    offices/units  and  individual    performances  of  its    employees.

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2.   Linking   remuneration    and  compensation    systems  to  capability    and   performance

Compensation   Plan   (CP)    under   RA   No.   6758   - I t 	 w a s 	 c r a f t e d 	 t o 	 a tt r a c t ,

p e o p l e 	 t o   t h e 	 P h i l i pp i n e

qualified    accomplish    G o v e r nm e n t ’ s   mandates,

m i ss i o n 	 an d   t o 	 e n c o u r a g e

p e r s o na l 	 and 	 c a r ee r 	 g r o w t h ,

r e w a r d 	 g oo d   and 	 l e n g t h 	 o f

and	 to    p e r f o r man c e   service.

Salary   Standardization   Law   - T h e r e 	 i s 	 a 	 n ee d 	 f o r 	 a

scheme   that   integrates    personnel  and  organizational    performance   and   a   rewards

system   for   exemplary   civil    servants  and  well-performing    institutions.

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3.   Creating   recognition    systems  that  reinforce    strategic  direction  and    core   values

PRAISE  Program    Program   on   Awards   and Incentives   for   Service   Excellence    (PRAISE) The   System   shall   be   designed   to    encourage  creativity,    innovativeness  efficiency,    integrity  and  productivity  in  the    public  service  by  recognizing    and  rewarding  officials  and    employees,  individually  or  in    groups  for  their  suggestions,    inventions  and  superior    Accomplishments.

LOCAL    C O M P A N Y BIR  Program  on  Awards  and    Incentives   for   Service    Excellence   (PRAISE) Aims  to  encourage,  recognize    and   reward   deserving    employees  of  the  Bureau  by    providing  both monetary  and    non-monetary   awards   and    incentives   for   exemplary    b e h a v i o r 	 an d accomplishments   in   the    performance  of  duty,   in   the    delivery  of public  service  and    in   the   attainment   of    organizational   objectives.

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4.	 Providing   flexible    benefit  programs  to    meet  employee  and    employer   needs

PAG-IBIG   Home   Development    Mutual   Fund Savings  and  contributions  to  the    Pag-IBIG  fund  guarantee  tax-   exempted  annual  dividends.  At  the    end  of  your  membership,  you  can    refund  your  total  accumulated    value  (TAV).  The best  part  is,  the    sum  of  your  contributions  and    dividends  will  have  grown  much    more   than   the   same   amount   stored    in   the   bank   even   with   interest. Unlike   banks,   the   fact   that   Pag-    IBIG   doesn’t   charge   annual   fees    doesn’t  hurt   either.

BIR   Savings   and   Loan   Association    Inc.

B I R S A L A 	 w a s   purpose		 of savings	 of

o r g an i z ed 	 f o r 	 t h e t h e   an d

making  them  available  for  loans  to   qualified  applicants.  Loans  will  be    charged  at  12%  interest  per  annum    and repayments  will  be  amortized    at   the   rate   of   one-twelfth   every    month.   It   is   hoped   that   the   low   rate    of  interest  will  adequately  insulate    many   employee   in   the   Bureau   from

U S U R I O U S 	 L E N D E R S 	 i n 	 t i me s

t h e 	 t em p t a t i o n 	 o f 	 g o i n g 	 t o of

u n f o r e s ee n 	 b u t 	 p r e ss i n g 	 f i nan c i a l   needs.

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5.	 Dealing  effectively    with   poor   or   inadequate    performance/discipline    problems  and    grievances

T o 	 d ea l 	 w i t h 	 p oo r 	 o r 	 i na d e q u a t e   performance/discipline

grievances,	 the	 CSC	 adopts	 the	 policies

laid   down   in   the   Revised   Rules   on    Administrative  Cases  in  the  Civil  Service.    Accordingly,  the  Civil  Service  Commission    is   the   premier   human   resource   institution

o f 	 t h e 	 g o v e r n m en t . 	 P a r t 	 o f 	 i t s

constitutional	 mandate	 is	 to	 promulgate

r u l e s 	 an d 	 p r o c e d u r e s 	 r e l a t i n g 	 t o 	 c i v i l

s e r v i c e 	 m a tt e r s , 	 i n c l u d i n g 	 a d m i n i s t r a t i v e   discipline   of   civil   servants.   Pursuant   to   its

through	 the	 years    ne c e ss a r y 		 p r o c e d u r a l

Commission   has    formulated   the    guidelines   that civil

w o u l d 	 g o v e r n 	 t h e 	 d i s p o s i t i o n 	 o f   service   cases   and  matters.

T h r o u g h 	 R M O 	 5 4 - 2 0 1 6 , 	t h e 	 B u r e a u 	 o f

I n t e r na l 	 R e v e n u e 	 ( B I R ) 		 c r e a t e d 		 a 	 S p e c i a l   D i s c i p l i na r y 	 C o mm i tt e e 	 f o r 	t h e 	 p u r p o s e 	 o f

i n v e s t i g a t i n g 	 r e v e n u e 	 o ff i c e r s 	 o v e r

questionable	 tax	 audits	 and	 investigations.

The   committee   was   established   for  the    expeditious  investigation  of  revenue  officers    who  failed  the  test of  integrity,  competence,    and   efficiency   in   the   performance   of   their

a u d i t 	 f u n c t i o n s 	 o r 	 i n 	t h e 	 c o n d u c t 	 o f 	t a x

investigations   uncovered   in   the   process   of

implementing   Revenue   Memorandum    Circular  (RMC)  No.  70-2016.  Readers  may    recall   that   RMC   70-2016   suspended   all   field

audits   and    investigations    including    issuances  of  Letters  of  Authority subject  to    certain  exceptions.  Moreover,  it  ordered  the    inventory   of   existing   tax   investigations.

D i s c u s s t h e. L e a d e r s h i p R o l e s t o I m p l e m e n t t h e. 

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L e a d e r s h i p   R o l e s   t o   I m p l e m e n t   t h e

Installing Performance Management Systems that attune individual and team behavior with strategic direction and core values (i.e. goal setting, coaching, appraisal, development). 

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Installing  Performance    Management  Systems  that  attune    individual  and  team  behavior  with    strategic   direction   and   core   values    (i.e.  goal  setting,  coaching,    appraisal,   development)

P e r f o r m a n c e   E v a l u a t i o n   a n d

Studies,   designs,   monitors   and    evaluates  the  employees’    p e r f o r m a n c e   e v a l u a t i o n   s y s t e m   to  determine  the  effectiveness    in   meeting   the   Bureau’s   goals. Evaluates   appraisals   and   ranking    of  employees’  performance    based  on  submitted    p e r f o r m a n c e   e v a l u a t i o n   s h ee t s .

Linking remuneration and compensation systems to capability and performance. 

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Linking  remuneration  and    compensation  systems  to    capability   and   performance

C o m p e n s a t i o n   a n d   B e n e f i t s

Monitors  the  use  of  the  Biometric    System   for   attendance   of   National    Office   employees; Acts  on  payment  of  salary    suspensions,   resumptions,   deductions,    and/or   stoppage   in   applicable   cases; Implements   polices   on   compensation,    benefits  and  incentive  scheme  for    Bureau   employees.

Creating recognition systems that reinforce strategic direction and core values. 

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Creating  recognition    systems  that  reinforce    strategic   direction   and   core    values

The  PRAISE  Committee shall  be   responsible  for  the  development,    administration,  monitoring  and    evaluation   of   the   awards   and   incentive    system   of   the   agency.

It   shall   establish   its   own   internal    procedures   and   strategies.

Providing flexible benefit programs to meet employee and employer needs. 

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Providing  flexible  benefit    programs   to   meet   employee    and   employer   needs

Formulates   policies,   work   programs,   standards,    guidelines  and  procedures,  including  forms    relative  to  personnel  information,  recruitment,    selection,  promotion,  career  management,    compensation  and  benefits,  employees’    performance   appraisal   and   payroll   system;

Acts  on  matters  concerning  grant  of  parental    leave   benefits   to   solo   parent   as   provided   under    Republic  Act (RA)  8972  or  the  Solo  Parent’s    Welfare  Act  and  Civil  ServiceCommission    (CSC)  Memorandum  Circular  (MC)  No.  08,    series   2004.

Dealing effectively with poor or inadequate performance/discipline problems and grievances. 

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Dealing   effectively   with   poor    or  inadequate    performance/discipline    problems   and   grievances

The  committee  was  established  for  the    expeditious  investigation  of  revenue  officers    who  failed the  test of  integrity,  competence,    and   efficiency   in   the   performance   of   their   audit    functions   or   in   the   conduct   of   tax   investigations    uncovered  in  the  process  of  implementing    Revenue  Memorandum  Circular  (RMC)  No.  70-    2016.  Readers  may  recall that  RMC  70-2016    suspended  all  field  audits  and  investigations    including  issuances  of  Letters  of  Authority    subject  to certain  exceptions.  Moreover,  it    ordered  the  inventory  of existing  tax    investigations.

O u t c o m e s a n d R e s u l t s o f t h e Programs. 

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O u t c o m e s   a n d   R e s u l t s   o f   t h e   Programs

The  performance  rating  of  BIR  had  a    significant   increase   over   the   past   4   years.

Improvement   in   Operational   Efficiency   due    to  the  implementation  of  the  Human   Resource   Information   System.

Promotion   of   equal   opportunity   for   all   BIR   employees    in  learning  and  development  by  the  prescribed    additional  guidelines  in  the  application for local  or    foreign   trainings   or   scholarship   grants.

Various   awards   were   given   to   the   BIR   in   recognition    of   its   exemplary   work.   The   BIR   bagged   nine   (9)   out   of    the  twenty-seven  (27)  Seal  of  Excellence  Awards    given   by   the   Civil   Service   Commission.

Assess E ff e c t i v e n e s s. B I R i s L e v e l I I A cc r e d i t e d b y P R I M E H R M. 

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B I R   i s   L e v e l   I I   A cc r e d i t e d   b y   P R I M E   H R M

The  CSC  has  awarded  the  Bureau  of    Internal   Revenue   with   the   Certificate   of    Recognition  for  obtaining  Maturity    Level  2  of  the  Enhance  Program  to    Institutionalize  Meritocracy  and    Excellence  in  Human  Resource    Management  (PRIME-HRM)  in  two  (2)    Human  Resource  Systems,  namely    Recruitment,  Selection,  &  Placement    (RSP)  and  Learning  and  Development    (L&D)

W h a t H R M e a s u r e s / M e t r i c s i n p l a c e t o m e a s u r e o v e r a ll e ff e c t i v e n e s s o f H R ?. 

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W h a t   H R   M e a s u r e s /   M e t r i c s   i n   p l a c e   t o   m e a s u r e   o v e r a ll   e ff e c t i v e n e s s   o f   H R ?

Program  to  Institutionalize  Meritocracy  and    Excellence   in   Human   Resource   Management PRIME-HRM   evaluates   four   aspects   of   HR    management,  namely: Recruitment,    Selection,  and  Placement;  Learning  and    Development;   Performance   Management;    and   Rewards   and   Recognition. Set  on  a  scale  of  four  maturity levels,    Maturity  Level  2  indicates  that  the    management  of  human  resources  (HR)  is    process-defined,   wherein   there   is   “a   set   of    defined  and documented  standard    operating   procedures   (SOPs)   established,”    “goal-oriented  decision-making,”  and  an    automated   system   in   place.

Recommendations and Strategies. The BIR shall adopt a digitalization and linking of its HR processes including payroll and other system. This will also serves as a requirement to obtain a Level 3 accreditation.. 

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The   BIR   shall   adopt   a   digitalization   and   linking    of   its   HR   processes   including   payroll   and   other    system.   This   will   also   serves   as   a   requirement    to   obtain   a   Level   3   accreditation.

Work   more   on   knowing   the   personal   needs   of    their  employees  to  match  the  compensation    better.

Empower  recruits  and  process  appointments    on  a  regional  level  to  fast  track  recruitment,    application  and  deployment  of  employees.  In    addition,   this   will   also   help   to   address   the   Ease    of   Doing   Business   for   applicants.

Implementation   of   online   examinations   and    virtual   interviews.

C o n c l u s i o n. With the comparison made with t h e b e n c h m a r k c o m p a n y , t h e B I R w a s a b l e t o a c h i e v e m o s t o f t h e H R c o r e c o m p e t e n c i e s . T h e outcomes from the programs implemented show that the Bureau was able to ensure that t h e H R s t r a t e g i c r o l e c o n t r i b u t e to the attainment of BIR's mission and vision. 

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With   the   comparison   made   with    t h e   b e n c h m a r k   c o m p a n y ,   t h e   B I R   w a s   a b l e   t o   a c h i e v e   m o s t   o f   t h e   H R   c o r e   c o m p e t e n c i e s .   T h e   outcomes  from the programs    implemented  show  that  the    Bureau   was   able   to   ensure   that    t h e   H R   s t r a t e g i c   r o l e   c o n t r i b u t e   to  the  attainment  of  BIR's    mission   and   vision

Describe the

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