OFFICIAL PAGE of the Human Resource Development Division (HRDD), formerly "HRMD", of the Commission on Higher Education - Central Office (CHED-CO) A. II. II.a. V.
HUMAN RESOURCE DEVELOPMENT DIVISION
The Human Resource Development Division (HRDD) main functions include recruitment, selection and appointment, performance evaluation, employee relations and welfare services; leave administration and other personnel benefits. The HRMD also plan and develop training programs for CHED that are geared to the needs of the individual as measured by the requirements
of his/her present and probable future job. FUNCTIONS
I. ORIENTATION PROGRAM
The HRDD provide an orientation program for new employee/s, whether on one-on-one or by group, to ensure working knowledge of the Commission objectives/goals, policies and operations. Orientation of new Internal Policies will be also given to all employees concerned. RECRUITMENT AND SELECTION OF PERSONNEL
Appointments in the Civil Service are made according to merit and fitness which due determined among others by competitive examinations. A promotion is an advancement of an employee from one position to another with an increase in duties and responsibilities and usually accompanied by an increase in salary. A promotion may be from one organizational unit to another within the Commission. Publication of Vacant Positions
In general, vacant positions in the career service must be published in the Civil Service Commission’s “Bulletin of Vacant Positions” which is in accordance with the provisions of R.A. No. 7041 (“An Act Requiring Publication of Existing Vacant Positions in Government Offices, Appropriating Funds Therefore, and for Other Purposes”) and its implementing guidelines. The positions shall not be filled unless and until ten days had elapsed from the date of publication. The publication contains the position title, position item number, qualification standards of the position and advice as to how an interested candidate may apply. II.b. Selection Bodies
It is the policy of the Commission to strictly adhere to the merit principle of promoting employees on the basis of their relative qualification and competence to perform the duties of the vacant position. Equal opportunity for advancement is open to all qualified and competent employees in the Office. To ensure objectivity in promotion, bodies were established which shall be responsible for the adoption of formal screening procedures and the formulation of criteria for the evaluation of candidates for promotion. The Personnel Selection Board (PSB) in the Central Office is responsible for the adoption and implementation of formal screening procedures and for the evaluation of the candidates for promotion for first and second level positions up to Salary Grade 25. The Managerial Evaluation Committee (MAEC) in the Central Office shall perform the same functions as the Personnel Selection Board covering managerial positions with Salary Grades 26 to 29. III. LEAVE ADMINISTRATION
All officials and employees have their own Leave Cards maintained by the HRDD. Processing of leave benefits such as Sick Leave, Vacation Leave, Maternity Leave, Force/Mandatory Leave, Paternity Leave, Terminal Leave, Special Leave Privileges (MC6), Solo Parent Leave, Rehabilitation Privilege/Leave, Study Leave and Monetization of Leave Credits are done at the HRDD
IV. ATTENDANCE AND PAYROLL MANAGEMENT
All officials and employees are registered in the Finger Scan Machine of CHED. Retrieval and printing of Attendance Log of each employee are only done in the HRDD. Processing of regular/permanent employees’ salaries every 7th, 15th, 22nd and end of the month. Also included is the processing of other payroll such as Clothing Allowance, Performance Benefit Allowance, Mid-Year and Year-End Bonuses. TRAINING AND DEVELOPMENT
The CHED Human Resource Enhancement and Development Program (HREDP) under the HRDD provides the following to qualified officials and employees
a) Completion of Baccalaureate and Post Graduate Degree;
b) Attendance in Conferences/Trainings/Seminars; and
c) Foreign Scholarships
Also the HRDD determines the training needs of each employee for enhancement and development of their physical and intellectual skills. VI. EMPLOYEE AND EMPLOYER RELATIONSHIP
The HRDD acknowledges the CHED Employees Association (CHEDEA) as representatives of the rank-and-file employees and thus provides the voice of the latter to management. (i.e. Grievance Committee, Selection Board, PRAISE Committee, etc.) VII. PERSONNEL DISCIPLINE
The HRDD see to it that all existing CHED Special Orders, Office Orders and Memos; House Rules; and Civil Service Rules and Regulations are implemented in CHED. OTHERS
VII.a. Movement of personnel that includes Transfer; Reinstatement; Reemployment; Detail; Secondment; Reassignment; Demotion; and Separation. VII.b. Monitors Employees’ Punctuality; Tardiness, Undertimes, Unauthorized Absences, and Leave Without Pay; Overtime Services; and Employees On Official Business
VII.c. Providing and monitoring other employees’ benefits such as PERA and ACA; 13th Month Pay and Cash Gift; Uniform and Clothing Allowance; Government Service Insurance System; Employee Compensation Contribution; PhilHealth; Pag-IBIG Fund; Productivity Incentive Bonus (PIB); and Loyalty Award. VII.d. Acceptance of On-The-Job Trainee/s
VII.e. Coordination to other Agencies such as Civil Service Commission, Department of Budget and Management, Government Service Insurance System, etc
