The Provincial Human Resource Management and Development Office (PHRMDO) continues to fulfill its mandate of providing efficient, transparent, and development-oriented HR services. For the period January to August 2025, the Office implemented programs and initiatives geared toward strengthening recruitment and selection, employee welfare, capacity building, and compliance with Civil Service Commission (CSC) policies.

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Major Accomplishments

A. Recruitment, Selection, and Placement

    •  Processed 897 job applications for various plantilla positions.
    •  Facilitated the hiring and appointment of 128 new employees across provincial offices.
    •  Issued 330 appointment papers compliant with CSC standards, 191 of whom are permanent and coterminous appointments while 139 of them are casual plantilla appointments
    •  Issuance of Certification of Salary Savings in coordination with PBMO to support PPAs under the supplemental budget
    •  Creation of key positions through the “Scrap & Build” scheme
    •  Updated the 2025 Plantilla of Personnel for CSC and DBM
    •  Reviewed Organizational Structure of 8 Departments
    •  Updated and maintained the Human Resource Information System (HRIS) to ensure accuracy of personnel records.

B. Learning and Development (L&D)

    •  Conducted 6 in-house trainings, orientations, and seminars on topics such as leadership, customer service, and digital governance.
    •  Facilitated Midyear Assessment and Operational Planning activities to 28 departments, offices and hospitals by TOP-trained PGBh employees.
    •  Sent 510 employees to external trainings, conferences, and workshops.
    •  Implemented the 2025 Training Plan based on Training Needs Assessment (TNA).
    •  Initiated wellness and team-building activities to promote employee engagement and productivity.

C. Performance Management

    •  Facilitated the submission of 3380 Individual, Section and Division Performance Commitment and Review forms for all provincial government employees.
     •  Conducted orientation sessions and coaching on the Strategic Performance Management System (SPMS).

D. Employee Welfare, Benefits and Rewards

    •  Processed 9,982 leave applications, 43 terminal leave benefits, and 429 step increments on time.
    •  Assisted employees in the processing of GSIS, Pag-IBIG, and PhilHealth benefits.
    •  Facilitated the granting of 175 Loyalty Certifications, 446 NOSA for step increment and 213 In-Service Awards (Gold Rings) to eligible personnel.
    •  Implemented wellness programs including medical check-ups, mental health seminars, and physical fitness sessions.

E. Policy Compliance and Governance

    •  Ensured compliance with CSC, COA, and DBM regulations in HR processes.
    •  Updated and disseminated HR policies, including the Code of Conduct and administrative guidelines.
    •  Monitored attendance, punctuality, and compliance with workplace policies.

F. Special Programs and Initiatives

    •  Coordinated with national and local agencies on HR development programs.
    •  Implemented the HR Innovations Program, streamlining recruitment and document tracking.
  • Strengthened partnerships with academic institutions for internship and on-the-job training programs with a total of 468 immersion of OJTs facilitated by this office.

On Gender and Development (GAD)

A. Gender Mainstreaming:

    •  Conducted Gender Sensitivity Trainings (GSTs) for 13 Offices and stakeholders to raise awareness on gender issues.
    •  Provided leadership and skills development training for BDJ women inmates to enhance livelihood opportunities.
    •  Lecture Series: Gender Sensitivity and Sexual Harrassment in the Workplace
    •  Search for the Strongest Women in the Capitol (WeghtLifting and Arm-Wrestling Competition)
    •  Serbisyo para kay Sano ug Sana (Free Haircut and Massage for PGBh Employees)
    •  Women’s Health and Wellness Symposium

B. Policy Formulation and Institutional Mechanisms

    •  Updated and implemented the GAD Plan and Budget (GPB) 2025 aligned with agency priorities.
    •  Strengthened the GAD Focal Point System (GFPS) through regular meetings and monitoring.
    •  Institutionalized Harmonization of the GAD Plan and Budgeting Program with PGBh GAD Focal.

C. Advocacy and Information Campaigns

    •  Conducted Women’s Month Celebration (March 2025) with forums, exhibits, and Outreach Activities.
    •  Promoted gender-sensitive language and inclusive representation in agency communications.

D. Partnerships and Networking

    •  Coordinated with local government units, NGOs, and partner agencies for joint GAD initiatives.
    •  Participated in regional and national GAD conferences and consultations.
    •  Strengthened partnerships with civil society groups for community-based gender programs.

E. GAD Related Activities

    •  PGBh Wellness Activity
        o  PGBh Daily 15-minute Wellness (Yoga/Zumba)
        o  PGBh Wellness Activity Every Friday at 3:00 pm onwards
            –  Children’s Story Telling Day ( every 1st & 3rd Friday)
            –  Ipahugway ang Gibati: Kalma, Pinta, Ginhawa- Wellness Painting (2nd & 4th Friday)
    •  Make a Wish Campaign
        o Outreach to BCIC by granting the wishes of the GBV Victims

The PHRMDO and GAD Resource Center have made significant progress in ensuring effective human resource management and development and GAD interventions within the Provincial Government of Bohol. With continued commitment, the Office will sustain its initiatives toward a professional, competent, and empowered provincial workforce.

We at HR are honored to present to you all of the highlights of our accomplishment because at HR, WE COLLABORATE, WE INNOVATE AND WE CELEBRATE.

Thank you.