Hr Plan Final (1)

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

Hr Plan Final (1)

Documents

Transcript of Hr Plan Final (1)