TRINIDAD is located at the northern part of the province of Bohol

• Congressional District - 2nd

• Income Classification - 3rd Class• Land Area - 15,211.3624 ha.• Total Population - 28,828• No. of Barangays - 20• Distance from Tagbilaran City - 98 via interior route

128 via northern route138 via eastern route

BRIEF TIDBITS ABOUT TRINIDAD

FILLED VACANT TOTALMunicipal Officials 11 1 12

Permanent 53 11 64

Co-Terminus 3 - 3

Temporary 4 - 4

Casual 21 - 21

Contract of Service 84 - 84

Job Order 220 - 220TOTAL OFFICIALS AND EMPLOYEES (including Job Order & Contract of Service hirees) 408

PERSONNEL COMPLEMENT (BASED ON UPDATED PLANTILLA OF PERSONNEL)

Based on our plantilla of personnel, LGU-Trinidad has a total of 4 permanent HR positions under the Municipal Human Resource Management and Development Office.

RECORDS MANAGEMENT

Since the year 1999, LGU-Trinidad has been integrating Information Technology in the Human Resource Management.

In that year, the LGU used the ID with barcode in monitoring the attendance of all employees. All employees are required to swipe their IDs at the barcode terminal during time in and out.

First IT Integrated employees’ attendance monitoring system

GHRS MODULES- 201/Benefits- DTR- PAYROLL

DTR logs are connected to the GHRS-DTR module. Every cut-off period the HR generates this personalized DTR.

Aside from the DTR, the HR through a memorandum from the Mayor also required all employees to submit accomplishment report corresponding to the dates he/she is present.

But the HR observed that there were employees who swiped IDs other than their own. In 2004, the LGU upgraded the system and used the Fingerprint biometrics . Fingerprint scanners were installed in key buildings of the LGU.

DTR logs are also connected to the GHRS which produces the same personalized DTR.

The LGU did not stop in improving the system. There were complaints from some employees that their fingerprints were not detected by the scanners, thus, in January 2014, the LGU started to implement the Face Recognition biometrics with High Resolution Infrared Camera. This device can identify or verify users by their face which provides hygienic 100% touch-free biometric authentication. It integrates high speed Multi-Bio processor and high definition infrared camera which enables user identification even in the dark.

DTR logs are also connected to the GHRS which produces the same personalized DTR.

The LGU-Trinidad also strictly requires Travel Order for employees who have official business outside the municipality and the Locator Slip for those who have official or personal business within the municipality.

Sample of a travel orderSample of a locator slip

201 file is maintained for each official and employee. We have a systematic and organized records filed in individual folder/clearbook and properly labelled from A-Q.

Sample 201 File

Service Records of all officials and employees are regularly updated and the same are organized and properly labelled and copies of which are furnished to each official and employee.

Plantilla of Personnel is also regularly updated and properly labelled.

Leave records are diligently updated and posted regularly with copies of leave balance/s furnished to each official and employee.

Sample electronic leave card

Copies of OPCR and IPCR Accomplishments with the summary of ratings are also organized and properly labelled.

HRD PLAN

The LGU has an approved HRMD Plan, institutionalized thru Municipal Ordinance No. 01-2014, wherein we have identified and prioritized gaps and find appropriate, customized interventions.

HR MANAGEMENT SYSTEMS AND

PROGRAMS

The LGU has complete and functional HR systems with various committees created for their respective purposes.

(1) recruitment, selection, and placement;(2) learning and development; (3) performance management; and (4) rewards and recognition.

•Publication of vacant positions are strictly observed and filling up of the same are strictly based on the QS with emphasis on the competencies required;

•PSB deliberations are conducted, and minutes prepared to determine the competence and qualifications of candidates;

•SPMS has been implemented since January 2012. OPCR and IPCR targets and accomplishment are prepared based on the SPMS calendar;

•Implements “HATAW” every Friday afternoon;

•Comprehensive annual medical check- up of all officials and employees as it is included in the HRD plan;

•Observance of Flag raising and Flag retreat . Convocation following flag raising is conducted wherein relevant information as well as important plans, programs and accomplishments are announced. The assembly of Municipal Officials and the Employees is capped with an entertainment presentation sponsored by the assigned office/s.

• For learning and development, the LGU implements the SKILLS AND COMPETENCY DEVELOPMENT PROGRAM wherein all employees are encouraged to pursue their studies in a study-now-pay-later scheme. To date, there are 11 employees who just recently finished their respective master’s degree studies.

•Aside from that, based on our PRAISE, for the best department award winner a full scholarship grant will be awarded to the department head

EMPLOYEES WELFARE

•Salary adjustments and step increments are properly and regularly implemented with the issuance of notice of salary adjustments and notice of step increments;

•Qualified employees are granted loyalty cash incentive and a certificate of recognition as it is incorporated in the recently approved Program on Rewards, Awards and Incentive for Service Excellence (PRAISE)

LGU-Trinidad PRAISE is recently approved by the CSC Region VII

EMPLOYEES DISCIPLINE

The LGU adopts the Revised Rules on Administrative Cases in the Civil Services (RRACCS) wherein a committee was created to independently investigate erring employees (there have been two (2) employees suspended for one (1) month each for administrative offenses)

OTHER INNOVATIONS

•Strict implementation of NO NOON BREAK policy in all offices of the LGU;

•Conduct of regular monthly meeting of Officials and Department Heads for planning purposes, reporting of accomplishments and settlement of grievances;

•The posting of required posters in the functional and operational public assistance counter and complaint desk;

•The observance of ARTA and the posting of frontline services in the entrance of the municipal building and in every office of the LGU;

•The installation of paging system for announcements and the inter-office messaging system for file sharing;

•The use of identification cards with visible details of all employees;

•Regularly checking and monitoring of employees- morning and afternoon daily;

•Checking of wearing of uniforms and the attendance during flag raising and flag retreat and in every LGU-initiated programs and/or activities;

•The holding of Holy Mass every first Friday of the month;

•The LGU-Trinidad has recently established the Municipal Human Resource Management and Development Office, separate and distinct from the Office of the Mayor and the creation of the Human Resource Management and Development Officer which is equivalent to a department head.

The resources who are mainly the employees are the basic ingredients in any human resource planning process. In its most basic form, the LGU Trinidad, Human Resource Management involves Records Management, HR Management Systems and Programs, Employees Welfare, Employees Discipline and other various innovations and personnel-related programs.

The HRM program which emphasizes on the strategic development and maximization of the employees, giving promotions, and incentives to good performing individuals and other schemes which the LGU is now embracing, has certainly created a significant impact on the governance and management of the Local Government Unit with measurable and tangible outcomes.

As a result, the Local Government Unit of Trinidad in the aspect of Human Resource Management and Development has been able to properly and effectively manage the employees, the work place and environment and is able to bring about effective service delivery to its clientele.

Moreover, as our Local Government Unit was accorded with Level II Accreditation by the Civil Service Commission under the Program to Institutionalize Meritocracy and Excellence in Human Resource Management (PRIME-HRM), a consistent awardee of the Seal of Good Housekeeping, an awardee on Good Financial Housekeeping, and an ace in Knowledge Management System, Trinidad has also been a destination of many benchmarking and learning exposure activities wherein several visits were focused to specifically learn the CSC policies, regulations and guidelines pertaining to government service and employment.

These and other achievements serve as our foundation, our stepping stone to more improvements and developments and as motivation, having seen their various positive end results, continue to find ways to put our HR Management System and Programs to the next level and conduct career development programs to the employees.

HRMD Office of Trinidad hopes to eventually reap the coveted Level III Accreditation and ISO Certification someday.

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THANK YOU