What is Prime-HRM?

The Program to Institutionalize Meritocracy and Excellence in Human Resource Management (PRIME-HRM) integrates and enhances the Personnel Management Assessment and Assistance Program (PMAAP) and the CSC Agency Accreditation Program (CSCAAP). It is a mechanism that empowers government agencies by developing their human resource management competencies, systems, and practices toward HR excellence.

PRIME-HRM entails greater engagement not just of the human resource management officer (HRMO) but also of the officials and the rank-and-file employees of the agency.

What happens under PRIME-HRM?

The CSC will assess the maturity level of an agency’s competencies, systems, and practices in four HR systems: (1) recruitment, selection, and placement; (2) learning and development; (3) performance management; and (4) rewards and recognition.


Based on the assessment, a government agency may be classified according to four maturity levels:

  • Transactional HRM – HR assumes personnel function that is mostly separate from agency/business and talent needs
  • Process-Defined HRM – There is a set of defined and documented SOPs established, though it needs improvement. It is characterized by goal-oriented decision making. There is some automated system but little integration of data.
  • Integrated HRM – Uses process metrics for continuous improvement, an HR management toolkit, and data-driven decision making. HR function supports agency business needs.
  • Strategic HRM – HR processes are focused on continually improving process performance. It is also systematically managed by a combination of process optimization and continuous improvement. At this level, HR helps to drive agency business decision on people, data, and insight. HR strategy is already part of the agency strategy.

The CSC provides customized technical assistance and developmental interventions according to the determined needs of the agency.

Agencies may vie for special rewards and citations for HR excellence.


Recruitment, Selection and Placement

In its pursuit to adhere to the policy of the Department of Education to strictly adhere to the principles of merit, competence, fitness, and equality, and to the Civil Service Commission's application of equal employment opportunity, the Schools Division Office Caloocan City, under the close supervision and management of its Human Resource Management Office, Personnel Unit, and the Human Resource Merit Promotion and Selection Board, presents the Recruitment Selection and Placement (RSP) procedure and guidelines.

  This section shall give its Human Resources and all those who shall take interest to serve SDO Caloocan, a clearer understanding of the RSP processes and procedures, the essential and required documents to present in order to qualify for employment, reclassification, reappointment, reemployment, promotion and other personnel actions and opportunities.

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Learning and Development

Many countries, including the Philippines, are witnessing changes in school roles and expectations of teachers and school leaders. Teachers are encouraged to educate in increasingly multicultural classrooms, to integrate children with special needs, to use ICTs more effectively, to plan within evaluative and accountability frameworks, and to involve parents more in schools (OECD, 2009). Also, good school leaders are essential for large-scale, long-term educational reform.

Aware of the value of professional standards in advancing teachers and school leaders, the Department of Education recognizes the importance of professional standards in advancing teachers and school leaders. DepEd said great student learning depends on quality instructors and school administrators (DO 24, s. 2020). Thus, the Philippine Professional Requirements for Teachers (PPST), Philippine Professional Standards for School Heads (PPSSH), Philippine Professional Standards for Supervisors (PPSS), and Results-based Performance Management System standards for non-teaching professionals.


Performance Management

As we start our quest to provide our agency’s institutionally sustained development goals both individually and as a whole, it is important to ensure institutional effectiveness by considering the duties and responsibilities of all personnel both in the Division and in the school levels as it links to the Program to Institutionalize Meritocracy and Excellence in Human Resource Management (PRIME-HRM) pillars which assist in developing the human resource management competencies, systems, and practices towards excellence.


Program Management System (PMS) is a mechanism that ensures that the employee achieves the objectives set by the organization and the organization, on the other hand, achieves the objectives that it has set in its strategic plan. PMS is the heart of the human resource system because information produced from it is useful in human resource planning, management and decision making processes.

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Rewards and Recognition

SDO Caloocan PRAISE’s general objective is to encourage, recognize and reward employees, individually or in groups, for their suggestions, innovative ideas, inventions, discoveries, superior accomplishments, heroic deeds, exemplary behavior, extraordinary acts or services in the public interest and other personal efforts which contribute to the efficiency, economy and improvement in government operations, which lead to organizational productivity. The SDO Caloocan, in making any Human Resource decision or any related decision shall ensure that no person is discriminated against, nor any person is unduly favored on account of their sex and gender, age, civil status, physical characteristics and attributes, religion, belief, creed, race, family background, political affiliation, socio-economic standing and other attributes that violates the principles of equality, equity and fairness.

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