Post on 03-Apr-2018
7/29/2019 Hr Plan Final (1)
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HISTORY
One Network Bank was a consolidation of three most profitable Rural Banks in the
country namely: Rural Bank of Panabo, Network Rural Bank (Davao) and Provident
Rural Bank of (Cotabato).
The years prior to consolidation in 2004, the three banks existed as separate entities
but operated as a group in terms of sharing common central office systems and policies.
After eight years of a “long engagement”, “co-existing as 3 banks, 1 system”, the three
banks decided to “tie the knot” and operate as one bank, now called One Network Bank.
OUR VISION
One Network Bank will be the Philippines’ widest banking network in progressive
communities unserved or underserved by commercial banks, especially in rural areas,
powered by values-driven professionals with a deep sense of mission to provide these
communities easy access to modern quality banking services.
MISSION
One Network Bank will…
Aggressively build-up capital in order to widen branch infrastructure and to
provide the widest possible array of financial products and services;
Accelerate and deepen presence in progressive communities unserved or
underserved by commercial banks;
Ensure holistic development of human resources guided by ONB core values;
Provide access to innovative and quality lending programs to small farmers and
small businessmen;
Provide special banking services for rural banks, cooperatives and multi-branch
institutions;
Implement best practices in compliance, risk management and good governance;
and
Provide shareholders with rate of return on investment that are highest in the
banking industry.
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CORE VALUES
MAKA-DIYOS – We endeavor to manifest God’s presences inour work.
MAKA-MASA – We value excellence in our service to thecommunity especially to the small accounts.
MARUNONG MAG-IPON – We continuously strive to be examples of simplicity by living within our personal financialmeans.
MAPAGKAKATIWALAAN – We continuously strive to earn the trust andconfidence of our clients.
MASIGASIG –
We have a passion for excellence in everythingwe do.
MALUSOG – We maintain a healthy lifestyle to keep a soundmind and body.
MAAYOS – We are organized in doing our work and wemaintain a safe clean desirable workplace.
MAPAGMALASAKIT – We emphasize with the concerns of our co-workers and clients.
MAKA-BAYANIHAN – We believe in teamwork.
MALIGAYA – We find happiness in everything we do.
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ORGANIZATIONAL CHARTOF
ONE NETWORK BANK
BOARD OF DIRECTORS
ADVISERS TO BOD
CORPORATE SECRETARY
AUDIT
COMMITTE
INTERNAL
AUDIT DEPT.
RISK MGT.
COMMITTE
RISK MGT.
DEPT.
CORPORATE
GOVERNANCE
COMMITTEE
COMPLIANCE
DEPT.
EXECUTIVE
COMMITTEE
IT COMMITTEE
PEDCOM
MIS COMMITTEE
AML COMMITTEE
ASSET LIABILITY MGT. COMMITTEE
CRISIS MGT. COMMITTEE
PRESIDENT
IT & E-
CHANNEL
GROUP
BRANCH
BANKING
GROUP
TREASURY
GROUP
SUPPORT
GROUPHRMDD
ACCTG. DEPT.
CREDIT DEPT.
AREA HEAD
CLUSTER HEAD
BRANCH MANAGER
BRANCH OPERATION OFFICER
CASH DEPT. ACCTG. DEPT. LOAN DEPT.
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RECRUITMENT, SELECTION AND PLACEMENT
A. GENERAL EMPLOYMENT REQUIREMENT
Be not more than 28 years old
Have completed a four-year college course
Be computer literate
Have well-developed interpersonal and communication skills
Pass the IQ test and other aptitude/proficiency tests
Not have been convicted of any crime
Not be related to any incumbent Bank employees, officers, members of the
Board of Directors or Council of Advisers up to fourth degree or consanguinityor affinity.
B. EMPLOYMENT CATEGORIES
Probationary
A person employed for an established permanent position and who shall serve
a six months probationary period reckoned from the date of hire. During the six
months probationary period, the capacity and fitness of the employee to
perform work shall be evaluated.
Unsatisfactory performance or other reasonable causes shall be grounds for
the Bank to terminate the probationary employment within the six-month
period.
Permanent
A person shall be considered a permanent employee after satisfactorily
completing the probationary period. An employee classified as permanent will
be classified as such until his separation from the Bank.
Contractual
A person hired to perform special projects not related to inherent banking
functions.
C. SELECTION OF PERSONNEL
FOR STAFF POSITIONS
The bank adheres to the policy of hiring applicants who are, as much as
possible, residents of the area or locality where branch or office is situated.
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FOR MANAGERIAL POSITIONS
The bank adheres to the policy of “ADVANCEMENT FROM WITHIN” in order
to enable qualified employees to advance to a higher rank whenever
opportunities arise. When vacancies exist within the company, primary
consideration shall be given to qualified employees who exhibit readiness to
assume higher responsibilities and assignments.
D. HOURS OF WORK
1. All officers and staff must render at least forty (40) regular hours of work per
week. The workday shall consist of eight (8) hours of work.
2. Overtime
3. Meal Allowance
4. Holiday
5. Day-off
E. SALARY RATES
Hiring Rate – usually given upon employment
Minimum Rate – given upon permanency in case of a probationaryemployee or upon permanent appointment of a promoted employee.
Intermediate Rates – provisions for salary adjustments.
Maximum Rates – the highest salary rates for a given pay class. An
employee`s salary cannot be raised beyond the maximum rate of the pay
class to which his position belongs.
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RETENTION
A. ONBE – Orientation of New Bank Employee
B. Tellers Training
C. Loans Training
D. BOMDP – Bank Operation Management Development Program
E. Contract
REWARDS & BENEFITS
A. VACATION LEAVE
A regular employee who has rendered at least one year of continuous service by
December 31 of any given year shall be entitled 15 days vacation leave (VL)
credits at the start of the next calendar year. Those who reach 1 year of
continuous service on January and the succeeding months of any given year
shall be entitled to prorated VL credits.
B. SICK LEAVE
A regular employee who has rendered at least one year of continuous service by
December 31 of any given year shall be entitled 15 days sick leave (SL) credits
at the start of the next calendar year. Those who reach 1 year of continuous
service on January and the succeeding months of any given year shall be
entitled to prorated SL credits.
C. MATERNITY LEAVE
Maximum of 60 calendar days for normal and 78 calendar days for caesarean
delivery.
D. PATERNITY LEAVE
Married male employees Paternity leave with pay for a maximum period of seven
(7) calendar days
E. STUDY LEAVE
Must be at least one month but not more than six months. The purpose of leave
is review for licensure examination or study short courses relevant to banking.
F. LIFE INSURANCE
It is the policy of the bank to provide the employee`s family with security in times
of uncertainty. Thus, every personnel employed by the bank are insured in the
amount determined by Management.
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G. MEAL ALLOWANCE
It is the policy of the bank to provide its employees with meal allowance
whenever the employee is on official business (OB) trip.
H. ACCOMMODATION ALLOWANCE
Employees going on an official business trip for more than a day are entitled of accommodation allowance.
I. RELOCATION ALLOWANCE
It is one time relocation allowance is granted to an employee who wishes to
relocate his/her family and belongings to an area beyond 35 kms radius from
home base. This covers actual transportation and cost for a maximum of P
20,000.
J. HOUSING ALLOWANCE
This covers rental of a housing facility, dormitory, or a presentable boarding
house of a relocated employee.
K. UTILITIES SUBSIDY
A subsidy amounting to a maximum of P1,000/ month for electric and water bills
not covered by rental agreement or lease contract. It is co-terminus with housing
allowance.
L. TRANSPORTATION REIMBURSEMENT
Granted to employees who are transferred to another branch or office within
35km radius from the employee’s present branch or office of account of a
management-induced assignment.
M. UNIFORM SUBSIDY
A uniform subsidy is allocated for all regular & probationary employees.
N. RECREATIONAL/SPORTS BUDGET
Each employee is allocated P200 per month for sports and recreational activities.
O. EMPLOYEE STOCK OWNERSHIP PLAN
All regular employees with at least 2 years in service are qualified or have the
chance to buy and own shares of stocks with the bank under Employee Stock
Ownership Plan (ESOP).
P. STAFF LOAN PRIVILEGES
All regulars employees who have served the bank for at least 3 years can availthis expanded loan benefit program.
Q. INCENTIVE FOR LEARNING DEGREES
The bank grants an incentive for those regular employees who pass government
licensure examinations such as CPA board exam or who pursue and attain
masters and doctoral degrees in fields related to rural banking.
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R. PERFORMANCE BASED INCENTIVES
A bonus based on performance of the branch or dept., samples for this are the
monthly performance bonus, hitting quarterly targets, annual casa award and
annual most productive branch.
S. EXPANDED NETCARE PROGRAM
Is an in-house Health Care program for all employees. It covers treatment for all
ailments during the year up to a maximum amount per year per employee which
is P75, 000.
T. FUNERAL ASSISTANCE
P30, 000 is given to the family of a deceased employee as financial assistance.
RETIREMENT
a. Normal Retirement – 60th birthday
b. Late Retirement – 65th
birthday at the option of the Board
c. Retirement Benefit – 150% of gross salary per year of service
d. Early Retirement Benefit – Equal to a percentage of accrued retirement with
the following schedule for an employee who resigns upon completion of atleast ten (10) years of service
e. Total and Permanent Disability
f. Death Benefit