BIBLIOGRAPHY
ABENOJA, BENNY E. MAY 2010. Implementation of the Selection for the Outstanding
Employee of the Month of the City Government of Baguio. Open University, Benguet State
University, La Trinidad, Benguet, Philippines.
Adviser: Marie Rose P. Bernardo, MHRD
ABSTRACT
This study focused on the implementation of the Selection for the Outstanding Employee of
the Month in the City Government of Baguio visa vis the level of awareness of employees of the
program, degree of effectiveness of implementation and the perceived benefits and problems/issues
encountered in the program implementation.
There were 210 respondents that were randomly selected comprising department/office heads,
division chiefs, section chief and rank and file. A structured survey questionnaire supplemented by
observations and personal interviews were used in gathering data.
The results show that employees were moderately aware of the program, the program is fully
implemented, and being nominated or selected as outstanding employee is much beneficial.
The respondents perceived that the problems in the implementation of the program but are
much serious on the part of the Office PRAISE and are moderately serious on he part of the
nominee, supervisor, and City PRAISE.
Their foremost recommendations is the elimination of biases on the part of the Office
PRAISE and City PRAISE, followed by the need to reexamine the policies and criteria in the
selection process and make them fully transparent and disseminated.

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TABLE OF CONTENTS
Page
Bibliography . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . i
Abstract . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . i
Table of Contents . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . ii
INTRODUCTION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1
Background and Importance of the Study . . . . . . . . . . .
1
Statement of the Problem . . . . . . . . . . . . . . . . . . . . . . . .
6
Objectives of the Study . . . . . . . . . . . . . . . . . . . . . . . . .
7
Conceptual Framework . . . . . . . . . . . . . . . . . . . . . . . . . .
9
REVIEW OF LITERATURE . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11
Human Resource Management . . . . . . . . . . . . . . . . . . . .
11
Acquisition of Human Resources . . . . . . . . . . . . . . . . . .
13
Awareness of the Existence OEM in the CGB . . . . . . .
14
Implementation of OEM in the CGB . . . . . . . . . . . . . . .
15
Benefits Perceived for Being Nominated/
Selected as OEM . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
16
Problems of Implementation of OEM . . . . . . . . . . . . . . . 18
Suggestions for Improvement of OEM . . . . . . . . . . . . . . 19
METHODOLOGY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
22
Locale and Time of the Study . . . . . . . . . . . . . . . . . . . . . 22
Respondents of the Study . . . . . . . . . . . . . . . . . . . . . . . .
25
Data Gathering Procedure . . . . . . . . . . . . . . . . . . . . . . . . 27
Statistical Treatment of Data . . . . . . . . . . . . . . . . . . . . . . 28

ii
 

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RESULTS AND DISCUSSION . . . . . . . . . . . . . . . . . . . . . . . . .
29
Level of Awareness on the Selection of Outstanding
Employee of the Month of the City Government
of Baguio . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29
Degree of Effectiveness/Acceptance of the OEM and
Its Implementing Guidelines . . . . . . . . . . . . . . . . . . . . . . . 31
Perceived Benefits of Being a Nominee/Selected
Outstanding Employee of the Month in the City
Government of Baguio . . . . . . . . . . . . . . . . . . . . . . . . . . . 42
Problems Encountered in the Implementation of
Outstanding Employee of the Month in the City
Government of Baguio . . . . . . . . . . . . . . . . . . . . . . . . . . . 48
Recommendations on the Improvement of the
Implementation on the Selection for the Outstanding
Employee of the Month in the City Government
of Baguio . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 53
SUMMARY, CONCLUSIONS AND RECOMMENDATIONS
Summary . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 56
Findings . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 57
Conclusions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 59
Recommendations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 60
LITERATURE CITED . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 62
APPENDICES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 64
A. Request Letter to Conduct Study . . . . . . . . . . . . . . . . . 64
B. Survey Questionnaire . . . . . . . . . . . . . . . . . . . . . . . . . . 65
iii
 

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C. List of Employees who are Recipients
of OEM for Year 2002 to 2009 . . . . . . . . . . . . . . . . . .
75
D. Outstanding Employees of the Month
for the Year 2002 during its First Year
of Implementation . . . . . . . . . . . . . . . . . . . . . . . . . . . .
82
E. Program on Awards and Incentives for Service
Excellence of the City Government of Baguio . . . . .
85
F. Nomination Form . . . . . . . . . . . . . . . . . . . . . . . . . . .
87
G. Sample Form of the actual Result
of the Selection . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
89
BIOGRAPHICAL SKETCH . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 90
iv
 

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INTRODUCTION


Background and Importance of the Study


As they say, one of the most valuable resources in any organization
is its human or manpower resources. The organization’s success depends
on the people behind the organization. Much importance is given,
therefore, in developing and motivating people to commit themselves to
the cause of the organization.
One of the motivating factors identified by management studies is
the provision of awards and incentives to deserving employees. Awards
and incentives improve the morale and loyalty of the employee/s and
enhances a good employee-employer relationship. Indeed, as stated by
Ramos (2000), “assets make things possible, but people make things
happen”. When there is high morale among workers, they work with
enthusiasm, satisfaction and pleasure. They perform their wok and
produce high quality output even without close supervision. They willingly
rally behind the organization during difficult times to ensure that operation
is unhampered.
With the steadfast desire of its leaders and the untiring support of
its constituents for the City to remain in its niche as a highly urbanized city,

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various measures, program and activities were engaged by the City to
sustain its competitiveness.
The City has recognized that this endeavor is anchored on
improving the delivery of basic services provided by the men and women
employed in the City Government of Baguio (CGB) who are the prime
movers in implementing programs to keep the City in its echelon. It is in
this regard that the City implemented the Civil Service Commission
employee evaluation system in order to sustain the good standing of it’s
employees in public service.
The Civil Service Commission (CSC), as the central personnel
agency of the Government in the country is constitutionally mandated to
adopt measures to promote morale, efficiency, integrity, responsiveness
and courtesy in the service. In pursuit of its mandate and vision, the CSC
continuously implements programs to maintain, retain and recognize
government employees who work with competence, efficiency and
integrity and those who think dynamic and dedication for the people, the
organization and the country (CSC MC No. 1, s. 2001).
CSC Memorandum Circular 01, series of 2001, entitled Program on
Awards and Incentives for Services Excellence (PRAISE), the revised
Employee Suggestions and Incentive Awards System (ESIAS) to help
agencies prepare their respective personnel enhancement mechanisms.

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This Circular governs the merit and rewards system in all agencies, it
guides the different agencies on how to operate or implement the award
system to their employees. Agencies, however, are enjoined to either
adopt this MC or modify it to suit their organizational needs.
For the City Government of Baguio (CGB), in response to the said
PRAISE granted incentives, monetary and/or non-monetary to its officials
based on Administrative Order No. 58, series of 2001.
This Administrative Order is known as the Agency Internal
Standards and Procedures generally covering performance, innovative
ideas and exemplary behavior to all City Government officials or
employees this instrument serves as the bases for providing incentives
and awards and is looked at as a vital tool for sustaining the City
Government’s personnel mechanisms and enhancing local governance.
The City of Baguio has always been regarded as the finest City in
the Philippines. It has numerous achievements, recognition and various
accomplishments. The City has also endeavored to improve the delivery
of basic services provided by its workforce who are the major movers in
implementing programs to keep the City it its level.
In consonance with the policies of the Civil Service Commission,
particularly on PRAISE the City Government of Baguio implements the

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Selection of the Outstanding Employee of the Month (OEM) aside from
providing incentives and benefits to its employees.
This year’s Selection for Outstanding Employee of the Month in the
City was launched during the first week of March 2002’ it will be a year
long and continuing search for the excellent workforce of the City.
Administrative Order No. 181, series of 2001, creating the PRAISE
Committee shall compose of one chairman, two co-chairmen and seven
members. The Committee evaluates and recommends deserving
nominees.
The Selection for the Outstanding Employee of the Month of the
City Government of Baguio includes all permanent employees across the
different departments/offices of the City.
However, elective officials, department heads/office heads and their
assistant and the members of the PRAISE are not qualified for the award.
In the last two years of implementation of the selection, there were only
few employees who were given the chance to be nominated and selected
for the OEM. Now the City PRAISE exerted an effort to further encourage
all the department/office heads to nominate deserving employees from
their department/office in the selection. Series of meetings were
conducted and it was agreed by the City PRAISE that the selection will
include one (1) from the first level and one (1) from the second level, thus

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there will be two (2) nominees from each department/office, not only one
(1) from each department/office as was applied last year. In addition, all
the department/office heads are also encouraged to further improve the
criteria set forth in the selection.
The Selection for the Outstanding Employee of the Month in the
City will be on its 8th year of implementation on March 2010. Throughout
its implementation, records show that not all employees were given equal
opportunity and chance to be nominated and selected as OEM. There
were only thirteen (13) selected in 2002, twenty-nine (29) in 2003, thirty-
two (32) from the First and Second Level in 2004, twenty-seven (27) from
the First and Second Level in 2005, seventy-seven from the First and
Second Level in 2006, twenty-seven (27) from the First and Second Level
in 2007, twenty-nine (29) from the First and Second Level in 2009 and
twenty-five (25) from the First and Second Level in 2009. A total of one
hundred eighty-two (182) employees from the First and Second Level
were selected for the award (Appendix C and D).
As per record of the City Government, HRD Office, 2010
Respondents thinks there should be more deserving employees to have
been be nominated and selected or qualified for the award. In line with
such perception, this study was conducted to evaluate the
guidelines/criteria set by committees or the nomination process; it’s the

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respondents’ awareness of the program and the effectiveness of program
implementation and the benefits to the employees. Furthermore, it
identified the problems encountered. This study recommends ways to
improve the said search.
It will greatly help the committee by providing a guide to objectively
operationalize the said selection. It is hoped that dissemination of the
results would lead supervisors and subordinates to better understand and
appreciate the Selection for the Outstanding Employee of the Month, and
the employees of the City to be better involved and understand the
mechanics of the selection and share in the improvement and/or
betterment of the City Government of Baguio and their families and
communities.

Statement of the Problem

This study focused into the implementation of the selection for the
Outstanding Employee of the Month in the City Government of Baguio.
Specifically, it tried to answer the following questions:
1. What is the level of awareness of employees of the existence of
the selection for the Outstanding Employee of the Month (OEM) in the City
Government of Baguio?

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2. What is the degree of effectiveness of implementation in the
selection for the Outstanding Employee of the Month in the City
Government of Baguio in relation to:
a. Components;
b. Procedures; and
c. Tools used?
3. What are the perceived benefits of the selection for the
Outstanding Employee of the Month as to:

a. Individual Development

b. Organizational Development
4. What are the problems/issues encountered in the implementation
of the Selection for Outstanding Employee of the Month?
5. What are the recommendations of employees to further improve
the implementation of the Selection for the Outstanding Employee of the
Month?


Objectives of the Study

The following objectives were as follows:
1. To determine the level awareness of employees of the existence
of the selection of Outstanding Employee for the Month in the City
Government of Baguio.

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2. To determine the degree of effectiveness of implementation in
the Selection for the Outstanding Employee of the Month in the City
Government of Baguio in relation to:
a. Components;
b. Procedure; and
c. Tools used.
3. To determine the perceived benefits of the selection for the
Outstanding Employee of the Month as to:

a. Individual Development;

b. Organizational Development
4. To determine the problems/issues encountered in the
implementation of the selection for Outstanding Employee of the Month?
5. To know the recommendations of employees to further improve
the implementation of the selection for the Outstanding Employee of the
Month.

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Conceptual Framework


Figure 1 shows the interrelationships of variables which is the input
of the study is the selection of the outstanding employee of the month
guidelines formulated by the City PRAISE committee which being
implemented in the City Government of Baguio.
The Selection for the Outstanding Employee of the Month in the
City Government of Baguio (Appendix E) is through the nomination
process which is being used for the said implementation to measure the
efficiency and effectiveness of employees which is directly and indirectly
affected by the environment under which they are required to do their
work. Even the most conscientious employee cannot do his best work if he
is not being recognized for the effort he/she has shown in the workplace.
Both the quality and quantity of employees’ work are affected or even
lowered if there is recognition being done in the workplace. And the
easiest way to improve office performance is the grant of incentives or
reward to deserving employees. To attain this output the employees
should be fully aware of the implementation guidelines, set standards and
the mechanics of the selection is well explained to the employees as well
as the nomination process and the benefits of the said selection enable
him/her to encouraged himself to join and participate.

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INDEPENDENT

INTERVENING

DEPENDENT
VARIABLES

VARIABLES


VARIABLES












1. Level of Awareness

 Very much aware

 Significantly aware

 Moderately aware

 Slightly aware

 Not aware

2. Level of Implementation

 Very highly


implemented
GUIDELINES FOR

 Highly implemented
THE SELECTION

SCREENING PROCESS
 Moderately
OF THE

implemented
OUTSTANDING

 Slightly
EMLOYEE FOR

implemented
THE MONTH

FACTORS:
 Not implemented


3. Perceived Benefits

√ Instrument used
a) Individual development

(screening process)
b) Organizational

√ Committee
development

composition


√ Working


environment
IMPROVED

√ Political will
IMPLEMENTATION OF

SOEM



DESERVING

NOMINATED

OUTSTANDING

EMPLOYEE FOR

THE MONTH




Figure 1. Paradigm of the study showing the interrelationship of variables

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REVIEW OF LITERATURE

Guided by its vision, the City Government will go beyond its
credential and focus on client satisfaction measures as a determinant of
employee performance.

Human Resource Management

“People” as one of the major resources ultimately hinges on the
character and pace of economic growth and social development. As
Drucker (1984) contends, the only resource which can have an output
greater than the sum of its part is the human resource.
Furthermore, the areas of human resources management are
delineated into: acquisition of manpower, retention of personnel,
development of human resources, and employee discipline. In addition,
acquisition of manpower entails the recruitment, selection and placement
processes whereas the retention of personnel takes into account
remuneration and benefits, promotions and merit system. In relation to the
development of human resources, focus is on training programs,
performance evaluation, and career growth and counseling. Finally, in
human resources management, despite clear-cut policies and definite
procedures, there are no hard and fast rules in addressing human
problems. Thus, every predicament involving human resource arise

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delicate circumstances and is affected by precarious factors which should
be carefully studied before feasible solution can evolve to suit the
particular or peculiar situation.
In relation to administration and supervision of skills of public
officials as human resource provider, Tangonan (1976), expounded in his
investigation on the qualifications of public officials: skillful in government
plans and facilities improvement or provide a conducive teaching –
learning environment: skillful in looking for the welfare of his subordinates
particularly in their professional growth development; and skillful in using
effective measures of improving employees competence.
The management of people or the systematic supervision of
personnel falls within the purview of human resources management. As
an art and science, human resource management deals with the
acquisition, retention, management and discipline of personnel in their
jobs in the light of their personal, professional and technical knowledge,
skills, potentialities, needs and values. As Martires, (1988) adds, the areas
dealt with in human resource management are in synchronization with the
organizational philosophy, resources and culture for the maximum
achievement of individual’s objectives, organization’s purposes or aims
and society’s goals.

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Acquisition of Human Resources
An important role of human management is to ensure that the
organization has an adequate supply of right quality and quantity of
human resources at all levels and in all positions at the right time and in
the right place to man the jobs that have properly identified and described.
This role is also known as procurement and it has five phases: human
resources planning, recruitment, screening, selection and placement.
Human Resource Planning is the process of anticipating the manpower
needs of the organizations in light of its mission, vision, goals and
objectives and putting them in formal written. Human resource acquisition
should be given priority, if management wants to ensure the healthy
operation of the organization. Recruitment is the search for potential
applicants for the actual and vacant positions in the organizations.
Screening is the process of sifting the good applicants from the host of
recruits while selection is choosing the best among the screened
applicants. Placements are the determination of specific branch,
department, division, section or unit where the individual is to be assigned
for work (Martires, 1988).
As stated by Martires (1988), the institutional variable such as
workplace, work designs relationship between and among individual and

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organization groups, reward system and continuing training affect
tremendously work productivity.

Awareness of the Existence of the Outstanding
Employee of the Month in the City
Government of Baguio

New development in an organization should be made known to its
workforce and accordingly, Ubben (1987) expounded that one of the vital
functions of office manager is to train future leaders among the
employees. As a human resource developer, he (the manager) should see
to it that his human resources management principles and practices are
designed to improve the quality of job of the employees.
Clements (1982) points out succinctly, that even in sophisticated
management style the people element is a significant resource, and if not
the single most important resource was being employed. However, it is
also admitted that the human resource is the least understood and worst
managed of the resources employed in our organizations.
In recent years, human resource benefits have been a product of
legislation and government regulations. The demand of employees for
more and more benefits gave rise to the setting up of Regional Tripartite
Wages and Productivity Boards (RPTWPB, 2001) to look into the interests
of the parties involved – the labor group, the employers’ group and
government. Furthermore, the introduction of a reward system is an event

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of major importance to the employees, and its effects upon then cannot be
ignored. If the goal of attracting capable and competent employees to the
organization is to be achieved, personnel must perceive that the
compensation offered is fair and equitable.

Implementation of the Outstanding
Employee of the Month in the City
Government of Baguio

The primary aim in coming up with the Selection of the Outstanding
Employee for the Month is based on deserving employee/s who have
excelled for the month, to be recognized and eventually be selected as the
OEM. When you say Outstanding it represents an extraordinary level of
achievement and commitment, demonstrated exceptional in the discharge
of official functions and duties. It is indeed true that human resource is
only one of the resources being integrated into a total unified system for
organizational development and operational effectives. Martires, (1988)
adds that that these resources are in the form of human, material or
physical, financial and technical which in management field are termed the
M’s of resources, namely: Money, Materials, Machines, Methods and
Manpower.

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Benefits Perceived for Being Nominated/
Selected as Outstanding
Employee of the Month

We know why activities are important from organization’s viewpoint.
Tushman, (1985) pointed out that without work there is no product or
service to provide and he enumerated why is work important to individuals
and what functions does it serve as shown below:
First, work serves a rather obvious economic function. In exchange
for labor, individuals receive necessary income with which to support
themselves and their families. But people work for many reasons beyond
simple economic necessity.
Second, work also serves several social functions. The workplace
provides opportunities for meeting new people and developing friendships.
Many people spend more time at work with their co-workers than what
they spend at home with their families.
Third, work also provides a source of social status in the
community. One’s occupation is a clue to how one is registered on the
basis of standards of importance prescribed by the community. The work
we do can simultaneously represent a source of social differential and a
source of social integration.

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Fourth, work can be an important source of identity and self-esteem
and, for some, a means for self-actualization. It provides a sense of
purpose for individuals and clarifies their value or contributions to society.
Thus, we can clearly see that work serves several purposes from
an individual’s view point. In work, individuals have the possibility of
findings some meaning in their day-to-day activities – if, of course, their
work is sufficiently challenging. When employees are not involved in their
jobs because the work is not challenging enough, they usually see no
reason to work for it, which, of course, jeopardizes productivity and
organizational effectiveness. This self-evident truth has given rise to a
general concern among managers about declining productivity and work
values. In fact, concern about this situation has caused many managers to
take a renewed interest on how the behavior sciences can help them
solve problems of people at work (Clerigo, 1993). “Human resources
constitute the ultimate basis for wealth of nations. Capital and natural
resources are passive factors of production; human beings are the active
agents who accumulate capital, exploit natural resources, build social,
economic and political organizations, and carry forward national
development” (Harbison, 1983).

According to Gibson, et al. (1997), rewards are the material and
psychological payoffs for doing something. These payoffs have an

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immediate impact on the dedication and commitment that workers show in
their work. A person who is pleased with the consequences of work is
likely to put forth more effort than someone who feels shortchanged in
some ways.

Rewards are motivators and are likely to lead to high morale and
consequently, to high employee performance when: 1) they are perceived
as being equitable or fair by the worker; 2) they are tied to performance;
and 3) they are tailored to the needs of the worker (Robbins, 1996).

Problems of Implementation of Outstanding
Employee of the Month (OEM)


The selection for the OEM, in its implementation has no guarantee
for
successful
employee
nomination
and
selection,
since
its
implementation is not always in accordance with its provisions. Even its
monetary reward does not guarantee this. In St. Thomas Aquinas wages
theory, described “just” wages as that wage which permits the recipients
worker to live in a manner keeping with his/her position society. Money is
not only important for what it can buy, but also for what is may seem to
show; this is the social value of money (Newstron & Davis, 2002) it cannot
be denied that prestige goes to successful people and success in our
society is closely correlated with income. Once a group of high-income
people is recognized as a group of superior status, their consumption

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standard (equated with standard of living) becomes one the criteria for
judging success. It brings about a system of differential social status
(Abalos, 2008).

Suggestions for Improvement of Outstanding
Employee of the Month


The Executive department is responsible in enforcing national laws,
local
ordinances,
resolution,
rules
and
regulations
and
programs/projects/activities. Execution is through its department/offices.
The City Government of Baguio (CBG) is a big organization headed
by the City Mayor in coordination with the Vice Mayor. Based from the
present structure of the City, the organization is composed of eighteen
(18) departments/offices, with each one being responsible for specific
operations, to with: Accounting Office, Administration Office, Assessor’s
Office, Budget Office, Buildings and Architecture Office, Engineering
Office, Health Services Office, General Services Office, Human Resource
Management Office, Legal Office, Mayor’s Office, Planning and
Development Office, Sangguniang Panlungsod, Social Welfare and
Development Office, Treasury Office and Veterinary Office. The City
Government of Baguio is adjudicated to seven (7) national offices or
agencies, the Department of Education, the Municipal Trial Court in the

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Cities, the Prosecutor’s Office, the Regional Trial Court and the Auditor’s
Office (Handbook of the City Government of Baguio 2001).
Figure 2 shows the Organizational Chart of the City Government of
Baguio.

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2
1

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22

METHODOLOGY


Locale and Time of the Study


The study was conducted for the calendar year 2010. The City of
Baguio was chosen as the locale of the study as shown in Plate 1 and
Figure 3.
Baguio was once a wide pasture and grazing land and was first
inhabited by mountain tribes (Igorotes) called Ibalois and Kankaneys. The
city used to enjoy a climate that is typically cooler with about 10 degrees
centigrade or lower than the lowland temperature. It was in 1904 when
president Theodore Roosevelt appointed Cameron Forbes to develop
Baguio. Architect Daniel H. Burnham made a plan for an expected
population of 25,0000 people. This followed the Philippine Commission’s
declaration to make the town of Baguio in the Province of Benguet, as the
“Summer Capital of Archipelago”.
On September 01, 1909 the Charter of the City of Baguio, authored
by Gov. George A. Malcolm, was promulgated pursuant to Act No. 1963.
Despite the complexities of rapid population growth and environmental
change, it continues to live up to its name as the “Educational Center of
the North”, “The Garden City”, the “Summer Capital of the
Philippines”, the “Regional

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23
















Plate 1. Picture of the City Hall of Baguio (photo by Ms. Almag,
December, 2009)

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24


Figure 3. Map of Baguio City showing the location of the study

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25

Administrative Center of the Cordilleras”. It still holds the honor as the
“City of Pines” and lately as the pioneer Hall of Fame Awardee as the
Cleanest and Greenest City among Highly Urbanized Cities nationwide.
(Medium Term Development Plan of the 2002).
The City of Baguio has an area of 57. 49 square kilometers, There
are 20 administrative districts where its 128 barangay are distributed.



Respondents of the Study


The City Government of Baguio composed of 1, 468 employees as
of December 2009. The total of two hundred ten (210) respondents were
randomly selected using simple random sampling technique consisting of
the officials, department/office heads, division chiefs, sections chief and
rank and file in the City Government of Baguio. These respondents were
representative of the different departments/section in the City
Government. The respondents were also interviewed by the researcher
during their free time on their comments and suggestions regarding the
implementation of the selection of the outstanding employee of the month.

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26


Table 1 shows the profile of the respondents in terms of age,
gender, civil status and highest educational attainment.

Table 1. Profile of the respondents

PROFILE
NUMBER OF
PERCENTAGE
ESPONDENTS
(%)



a. Age range





30 years and below
25
11.90
31-45 years old
92
43.81
46-60 years old
81
38.58
over 60 years old
12
5.71
Total
210
100.0



b. Gender





Male
79
37.62
Female
131
62.38
Total
210
100.0



c. Civil Status





Single
31
14.76
Married
179
85.24
Total
210
100.0



d. Highest Educational Attainment





At least second year in


College
16
7.62
College Graduate
81
38.57
Some units in the Masteral
55
26.19
Course


Masteral Degree
45
21.43
Some units in Doctorate
10
4.76
Doctorate graduate
3
1.43
Total
210
100.0

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27

As shown in the table, the age of the respondents ranged from 30
year and below to over 60 years old. There are 92 or 43.81 percent have
age ranging from 31 to 45 years old. This is followed by the age range of
46 to 60 years old with 81 or 38.58 percent of the respondents. Only a
few are over 60 years old. The majority of the respondents are female
and only 79 or 37.62 are female. The great majority of the respondents
are married and only 31 or 14.76 percent are single. All the respondents
attained formal schooling. Among the respondents, there are three who
finished their doctorate degree while there are employees who reached at
least second year in college.


Data Gathering Procedure

Data gathering was done using structured survey questionnaire
which was supplemented by observations and personal interviews.
The questionnaire was administered personally to the different
department or office heads or administrative officers.

Prior to the administration of the questionnaire, the researcher
secured a permit from the City Mayor

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28

Statistical Treatment of Data


Data gathered were tallied, classified, tabulated and subjected to
statistical interpretation. Statistical analysis and interpretation were
conducted first before they were discussed. The statistical tools used were
frequency count, percentage, weighted mean and ranking.

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29

RESULTS AND DISCUSSION



Level of Awareness on the Selection of Outstanding
Employee of the Month of the City
Government of Baguio



Table 2 shows the level of awareness on the selection of
outstanding employee of the month of the Baguio City Government. As
shown in the table, the respondents are fully aware on the existence of
selection for the outstanding employee for the month program in the City
Government of Baguio as indicated by the weighted mean of 4.68. This
means that the City Government of Baguio is implementing selection of
outstanding employee of the month. The table further shows that the
respondents are moderately aware in the composition of the committee;
names of the PRAISE committee; guidelines on the selection of the
outstanding employee of the month considering qualifications, procedures,
criteria set of evaluation, requirements for the nomination and
wards/incentives to be received; and the presence of the Office PRAISE
to evaluate nominees. On the overall, the respondents are moderately
aware. This implies that the employees are not fully aware of the giving of
outstanding employee of the month in the City Government of Baguio.
This further implies that this program of the City Government was not fully
disseminated among the employees.

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30

Table 2. Level of awareness on the selection of outstanding employee of
the month of the City Government of Baguio

ITEMS
WEIGTHED
DESCRIPTIVE
MEAN
EQUIVALENT



Existence
of
Selection
for
the


Outstanding Employee for the Month


Program in the City Government of
4.68
Fully Aware
Baguio



Composition of the committee (1 chair,


2-co-chairs, and 6 members)
4.26
Moderately Aware



Names of the PRAISE committee and


their background
3.59
Moderately Aware



Guidelines on the selection of the


Outstanding Employee of the month as


to:





Qualifications of the nominee
4.25
Moderately Aware
Procedures how it is being done
4.15
Moderately Aware
Criteria set for evaluation
4.29
Moderately Aware
Requirement for the nomination
4.06
Moderately Aware
Awards/incentives to be received


(monetary and non-monetary)
4.42
Moderately Aware



Office PRAISE to evaluate nominees
4.10
Moderately Aware



OVERALL MEAN
4.20
Moderately Aware
Legend:


Weighted Mean

Descriptive Equivalent


4.50 - 5.00


Fully Aware


3.50 - 4.49


Moderately Aware


2.50 - 3.49


Fairly Aware


1.50 - 2.49


Poorly Aware


1.00 - 1.49


Not Aware

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31

According to Ubben (1987), new development in an organization
should be made known to its workforce and he expounded that one of the
vital functions of office manager is to train future leaders among the
employees. Clements (1982), pointed out succinctly, that even in
sophisticated management style, the people element is a significant
resource, if not the single most important resource being employed.


Degree of Effectiveness/Acceptance of the Outstanding
Employee of the Month and its Implementing Guidelines




Tables 3 to 7 present the degree of effectiveness of implementation
in the selection for the outstanding employee of the month in the City
Government of Baguio in relation to qualifications, procedures, criteria for
evaluation, requirements for nomination and the awards.

Qualifications. Table 3 shows the degree of effectiveness of
implementation in the selection for the outstanding employee of the month
in the City Government of Baguio in relation to the qualifications of the
nominees for such an award. Among the different qualifications of a
nominee, having no pending administrative case or serving meted penalty
obtained the highest degree of 4.80, described as very much effective.

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32

Table 3. Degree of effectiveness of implementation in the selection
for the OEM in the City Government of Baguio in relation to
qualifications

ITEMS
WEIGTHED
DESCRIPTIVE
MEAN
EQUIVALENT



Be in the service at the time of
4.61
Very Much
nomination (i.e. not on leave at the time
Effective
of nomination)



Be discharging his regular functions
4.55
Very Much
Effective



Have at least a Very Satisfactorily
4.75
Very Much
rating from the last rating period.
Effective



Have no pending administrative case
4.80
Very Much
or serving meted penalty.
Effective



Not be on study or study grant for the
4.71
Very Much
month.
Effective



Not have been warned for non-
4.68
Very Much
observance of office rules and
Effective
regulations.



OVERALL MEAN
4.69
Very Much
Effective
Legend:


Weighted Mean

Descriptive Equivalent


4.50 - 5.00


Very Much Effective


3.50 - 4.49


Much Effective


2.50 - 3.49


Moderately Effective


1.50 - 2.49


Fairly Effective


1.00 - 1.49


Not Effective


This is followed by having at least a very satisfactory rating from
the last rating period, garnering a rating of 4.75, interpreted also as

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33

very much effective. Third in rank is not be on study or study grant for the
month with a weighted mean of 4.71, described as very much effective.
The other qualifications for a nominee for the selection of outstanding
employee of the month which were perceived very much effective are the
following: be in the service at the time of the nomination; be discharging
his regular functions; and not having warned for non-observation of office
rules and regulations. On the overall perceptions of the respondents
in relation to the qualifications for a nominee is 4.69, with a descriptive
equivalent of very much effective. This implies that the committee on
award in the selection of outstanding employee of the month are
implementing guidelines and one is the qualification of nominees. The
respondents believed that these qualifications are very much effective.
However, other employees can not avail of this award due to some
employees being falsely accused; on leave, or grants negates nomination;
other duties assigned by the supervisors from time to time; and there are
instances when an employee may have to be totally relieved of his regular
functions to perform other functions which may have a great impact in the
realization of programs/goals.
Procedures. The degree of effectiveness of implementation in the
selection for the outstanding employee of the month in the City
Government of Baguio in relation to procedure is presented in Table 4.

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34

Table 4. Degree of effectiveness of implementation in the selection
for the OEM in the City Government of Baguio in relation to
procedures

ITEMS
WEIGTHED
DESCRIPTIVE
MEAN
EQUIVALENT



Each Office/Department in the City


Government of Baguio shall submit a
4.63
Fully implemented
duly accomplished Nomination Form to
the Agency PRAISE Committee on or
before the 7th of the following month.



Each office is entitled to nominate one
4.53
Fully implemented
(1) employee to the Committee.



The
committee
shall
review
the
4.68
Fully implemented
nomination form and the supporting
documents.



The committee may conduct actual
4.57
Fully implemented
investigation to verify the nomination.



OVERALL MEAN
4.60
Fully implemented
Legend:


Weighted Mean

Descriptive Equivalent
4.50 - 5.00


Fully Implemented


3.50 - 4.49


Much Implemented


2.50 - 3.49


Moderately Implemented


1.50 - 2.49


Fairly Implemented


1.00 - 1.49


Not Implemented

As could be gleaned in the table, all the procedures enumerated
are perceived fully implemented. Among the procedures mentioned,
ranked first is that the committee shall review the nomination form and the
supporting documents with a weighted mean of 4.68, interpreted as fully
implemented. Second in rank is that each office/department in the City

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35

Government of Baguio shall submit a duly accomplished Nomination Form
to the Agency PRAISE Committee on or before the 7th of the following
month with a mean of 4.63, meaning fully implemented. The committee
may conduct actual investigation to verify the nomination was also
considered fully implemented as evidenced by the weighted mean of 4.57.
The least is that each office is entitled to nominate one employee to the
Committee with a rating of 4.53, which is described as fully
implemented. The overall perceptions of the respondents with regards to
procedures in the selection of outstanding employee of the month is
4.60, interpreted as fully implemented. This implies that there are
procedures to be followed in the selection of outstanding employee of the
month in the City Government of Baguio. This means that the award
giving body do not just give the award with out the procedures to be
followed. However, suggestions on the procedures were also gathered
and to some, they mentioned that these procedures be implemented to
validate nomination; maintain two nominees for each office; must be
based on the number of employees in each office; and should be a must.
Criteria for evaluation. Table 5 shows the degree of effectiveness of
implementation in the selection for the outstanding employee of the
month in the City Government of Baguio in relation to criteria for
evaluation.

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36

Table 5. Degree of effectiveness of implementation in the selection
for the OEM in the City Government of Baguio in relation to
criteria for evaluation

ITEMS
WEIGTHED
DESCRIPTIVE
MEAN
EQUIVALENT



1. Performance of Task – 50%





Outstanding
4.07
Much Effective
Very Satisfactory
3.94
Much Effective
Satisfactory
3.14
Moderately Effective
Unsatisfactory
4.07
Much Effective
Poor
4.22
Much Effective
Mean
3.89
Much Effective



2. Behavioral Dimension-30%





Attendance
4.59
Very Much Effective
Tardiness
4.52
Very Much Effective
Unauthorized Leaves/


Leave w/out pay
4.68
Very Much Effective
Undertime
4.57
Very Much Effective
Courtesy and Human Relation
4.57
Very Much Effective
Initiative
4.57
Very Much Effective
Judgment
4.11
Much Effective
Mean
4.51
Very Much Effective



3. Impact of Achievemt-20%





Narrative of Accomplishment
4.68
Very Much Effective



OVERALL MEAN
4.36
Much Effective
Legend:


Weighted Mean

Descriptive Equivalent
4.50 - 5.00


Very Much Effective


3.50 - 4.49


Much Effective


2.50 - 3.49


Moderately Effective


1.50 - 2.49


Fairly Effective


1.00 - 1.49


Not Effective

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37

The criteria for evaluation composed of performance of task (50%),
behavioral dimension (30%) and impact of achievement (20%). As could
be gleaned in the table, the respondents perceived the performance of
task to be much effective with a weighted mean of 3.89. In terms of
behavioral dimensions, perceived very much effective are the following:
attendance (4.59); tardiness (4.57); unauthorized leaves/leave without pay
(4.68); undertime (4.57); courtesy and human relation (4.57); and
judgment (4.51). Initiative was rated much effective with a mean of 4.11.
This implies that the selection committee consider behavioral dimensions
as one aspect for evaluation. The impact of achievement was also
included in the criteria for evaluation and this is rated very much effective
obtaining a mean of 4.68. However, on the overall degree of effectiveness
of the criteria for evaluation is much effective. This implies that the
selection committee considered the criteria for evaluation however, the
given components of the evaluation were not very much effective. The
respondents believed that there may be other components included in the
evaluation.
Requirements for nomination. The degree of effectiveness of
implementation in the selection for the outstanding employee of the month
in the City Government of Baguio in relation to requirements for
nomination is presented in Table 6.

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38

Table 6. Degree of effectiveness of implementation in the selection
for the OEM in the City Government of Baguio in relation to
requirements for nomination

ITEMS
WEIGTHED
DESCRIPTIVE
MEAN
EQUIVALENT



Performance Rating for the last
4.61
Very Much Effective
semester



Monthly accomplishment report
4.69
Very Much Effective



Department and Division Targets
4.40
Much Effective



Certification of no pending case and
4.60
Very Much Effective
that nominee has not serving meted
penalty



Has not been warned for non-
4.52
Very Much Effective
observance of office rules and
regulations



Daily Time Record for the month being
4.31
Much Effective
nominated



Photo 5 cm x 5 cm
4.40
Much Effective



OVERALL MEAN
4.50
Very Much Effective
Legend:


Weighted Mean

Descriptive Equivalent
4.50 - 5.00


Very Much Effective


3.50 - 4.49


Much Effective


2.50 - 3.49


Moderately Effective


1.50 - 2.49


Fairly Effective


1.00 - 1.49


Not Effective

As shown in the table, the overall degree of effectiveness is 4.50,
described as very much effective. Among the requirements mentioned,
monthly accomplishment obtained the highest weighted mean of 4.69,

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39

with a descriptive equivalent of very much effective. This is followed by
the performance rating for the last semester with a mean of 4.61,
described as very much effective. Certification of no pending case and
that nominee has not serving a meted penalty garnered a degree of
effectiveness of 4.60, meaning very much effective and interpreted also as
very much effective is not been warned for non-observance of office rules
and regulation with a mean of 4.52. The other requirements for
nomination are perceived much effective and these are Department and
Division targets, daily time record for the month being nominated and
photo 5 cm x 5 cm. The respondents believed that these requirements
are very much effective in the selection of outstanding employee of the
month in the City Government of Baguio.
Awards. Table 7 presents the degree of effectiveness of
implementation in the selection for the outstanding employee of the month
in the City Government of Baguio in relation to awards to be given to the
selected employee. As shown in the table, awards are given to the
nominees as well as to the outstanding employee. For the outstanding
employee, the respondents perceived very effective are a cash award
of not less that Php3,000; and a portrait package awarded from a
reputable professional photographer, with means of 4.65 and 4.60,
respectively.

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40

Table 7. Degree of effectiveness of implementation in the selection
for the OEM in the City Government of Baguio in relation to
awards

ITEMS
WEIGTHED
DESCRIPTIVE
MEAN
EQUIVALENT
1. OUTSTANDING





A cash award of not less than
4.65
Very Much Effective
Php3,000.00





A plaque of recognition
4.39
Much Effective



A portrait package awarded from a
4.60
Very Much Effective
reputable professional photographer





His/her photo displayed in the lobby of
4.38
Much Effective
City hall


Mean
4.58
Very Much Effective



2. NOMINEES





A cash award of not less than Php
4.38
Much Effective
1,000.00





A certificate of recognition
4.62
Very Much Effective



Recognized as the Outstanding
4.62
Very Much Effective
Employee of the Department/Office





Photo will be displayed in their
4.30
Much Effective
respective office


Mean
4.48
Much Effective



OVERALL MEAN
4.53
Very Much Effective
Legend:


Weighted Mean

Descriptive Equivalent
4.50 - 5.00


Very Much Effective


3.50 - 4.49


Much Effective


2.50 - 3.49


Moderately Effective


1.50 - 2.49


Fairly Effective


1.00 - 1.49


Not Effective

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41

On the other hand, a plaque of recognition and his/her photo to be
displayed in the lobby of City hall are perceived much effective with
respective weighted means of 4.39 and 4.38. On the overall perception of
the respondents is 4.58, interpreted as very much effective. This means
that the respondents prioritized monetary award. For the nominees, very
much effective are a certificate of recognition and recognized as the
Outstanding Employee of the Department/Office with equal means of 4.62.
A cash of not less that Php1,000 and photo to be displayed in their
respective office are perceived much effective as indicated by their
respective weighted means of 4.38 and 4.30. The overall perceptions of
the respondents for the award to be given to the nominees is much
effective as indicated by the weighted mean of 4.48. This means that the
respondents are satisfied with the cash award for the outstanding
employee than the nominees. The overall degree of effectiveness of
implementation in the selection for the outstanding employee of the
month in the City Government of Baguio in relation to awards is very much
effective which is justified by the weighted mean of 4.53.
It is indeed true that human resource is only one of the resources
being integrated into a total unified system for organizational development
and operational effectives. Martires (1988) adds that that these resources
are in the form of human, material or physical, financial and technical

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42

which in management field are termed the M’s of resources, namely:
Money, Materials, Machines, Methods and Manpower.

Perceived Benefits of Being a Nominee/Selected Outstanding
Employee of the Month in the City Government of Baguio


Tables 8 and 9 show the perceived benefits of being a
nominee/selected outstanding employee of the month in the City
Government of Baguio in terms of individual/social and organization
development.

Individual/Social Development. Table 8 shows the perceived
benefits of being a nominee/selected outstanding employee of the month
in the City Government of Baguio in terms of individual/social
development.
Among the enumerated benefits of being a nominee/selected
outstanding awardee, very much beneficial are improving knowledge,
skills and competencies; develops professionalism, develops good
attitude/values,
develops
self-esteem/self-confidence,
promotes
achievement/credentials and job satisfaction and recognition. However,
the other benefits are perceived much beneficial are highly motivated,
develops cooperativism, firms in decision making, improving
interpersonal relation, improving verbal and written communication skills,

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43

Table 8. Perceived benefits of being a nominee/selected OEM in the
City Government of Baguio in terms of individual/ social
development

ITEMS
WEIGTHED
DESCRIPTIVE
MEAN
EQUIVALENT
Improves knowledge, skills and
4.50
Very Much Beneficial
Competencies

Develops professionalism
4.52
Very Much Beneficial
Develops good attitude/values
4.52
Very Much Beneficial
Develop self-esteem/self confidence
4.56
Very Much Beneficial
Promotes achievement/credentials
4.56
Very Much Beneficial
Job satisfaction and recognition
4.53
Very Much Beneficial
Highly motivated
4.44
Much Beneficial
Develops cooperativism
4.40
Much Beneficial
Firms in decision making
4.24
Much Beneficial
Improves interpersonal relation
4.28
Much Beneficial
Improves verbal and written
4.10
Much Beneficial
communication skills

Carrying out the Vision, Mission, Goals
4.30
Much Beneficial
and Objectives of the City Government
of Baguio

Sympathetic with people in the
4.14
Much Beneficial
Community

Family-friendly policies
4.01
Much Beneficial
OVERALL MAEN
4.36
Much Beneficial
Legend:

Weighted Mean
Descriptive Equivalent
4.50 - 5.00


Very Much Beneficial
3.50 - 4.49 Much Beneficial

2.50 - 3.49 Moderately Beneficial

1.50 - 2.49 Fairly Beneficial
1.00 - 1.49 Not Beneficial

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44

carrying out the Vision, Mission, Goals and Objectives of the City
Government of Baguio, sympathetic with people in the community and
family-friendly policies.
The overall perception of the respondents on benefits in terms of
being a nominated/selected outstanding employee of the month is 4. 36,
interpreted as much beneficial. This implies that as selected employees of
the month, individual/social development is benefited. There is an
improvement towards oneself. However, others mentioned that with this
program, some employees may envy and may create factionalism through
informal groups; at times it creates energy; there are other factors that
have greater influence on decision making; boasts moral/confidence; and
being a nominee not necessarily translate to improve knowledge and
skills. This will develop loyalty to organization.
According to Nadler and Tushman (1985), without work there is no
product or service to provide. They pointed out that the workplace
provides opportunities for meeting new people and developing friendship;
work also provide a source of social status in the community; and work
can be an important source of identity and self-esteem and it provides a
sense of purpose for individuals and clarifies their value or contributions
to society.

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45


Organizational development. Table 9 presents the perceived
benefits of being a nominee/selected outstanding employee of the month
in the City Government of Baguio in terms of organizational development.
As could be gleaned in the table, perceived very much beneficial
are leadership skills (4.50); human relations and communication (4.50);
and self-help and self-reliance (4.51). The other mentioned perceived
benefits in terms of organizational development are perceived much
beneficial. being a nominee/selected outstanding employee of the month
is 4.36, interpreted as much beneficial. This implies that as selected
employee of the month, individual/social development is benefited. There
is an improvement towards oneself. However, others mentioned that with
this program, some employees may envy and may create factionalism thru
informal groups; at times it creates energy; there are other factors that
have greater influence on decision making; boasts moral/confidence; and
being a nominee not necessarily translate to improve knowledge and
skills. This will also develop loyalty to organization.

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46

Table 9. Perceived benefits of being a nominee/selected OEM in the City
Government of Baguio in terms of organizational development

ITEMS
WEIGTHED
DESCRIPTIVE
MEAN
EQUIVALENT



Develops team work/team building
4.18
Much Beneficial



Leadership skills
4.50
Very Much Beneficial



Human relations and communications
4.50
Very Much Beneficial



Self-help and self-reliance
4.51
Very Much Beneficial



Understanding cultural differences
4.23
Much Beneficial



Gender sensitivity
4.26
Much Beneficial



Camarederie/pakikisama
4.36
Much Beneficial



Handle conflicts/problem solving
4.13
Much Beneficial



Satisfy both the clients needs and the


company’s expectations
4.36
Much Beneficial



Develops good relationships to co-


workers and supervisors
4.48
Much Beneficial



Opportunities to enrich profession
4.10
Much Beneficial



Improve interactions with public or


becomes friendly
4.39
Much Beneficial



OVERALL MEAN
4.33
Much Beneficial
Legend:

Weighted Mean
Descriptive Equivalent
4.50 - 5.00


Very Much Beneficial
3.50 - 4.49 Much Beneficial

2.50 - 3.49 Moderately Beneficial

1.50 - 2.49 Fairly Beneficial
1.00 - 1.49 Not Beneficial

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47

According to Nadler and Tushman (1985), without work there is no
product or service to provide. They pointed out that the workplace
provides opportunities for meeting new people and developing friendships;
work also provide a source of social status in the community; and work
can be an important source of identity and self-esteem and it provides a
sense of purpose for individuals and clarifies their value or contributions to
society.

The overall perceptions of the respondents is 4.33, described as
much beneficial. This implies that a nominee/selected outstanding
employee can benefit organization development. However, according to
interviews made by the researcher, if selection is fair and just, definitely
these will serve as motivation to the nominees and will definitely boost the
individuals self-esteem and self-respect and will therefore improve
performance and will strive excellence all the time; the criteria mentioned
may eliminate bias and favoritism and reputation to be credible. This will
also uplift the morale of rank and file employees.
Capital and natural resources are passive factors of production;
human beings are the active agents who accumulate capital, exploit
natural resources, build social, economic and political organizations, and
carry forward national development” Harbison, (1983).

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48


According to Gibson, et al. (1997), rewards are the material and
psychological payoffs for doing something. These payoffs have an
immediate impact on the dedication and commitment that workers show in
their work. A person who is pleased with the consequences of work is
likely to put forth more effort than someone who feels shortchanged in
some ways.

Rewards are motivators and are likely to lead to high morale and
consequently, to high employee performance when: 1) they are perceived
as being equitable or fair by the worker; 2) they are tied to performance;
and 3) they are tailored to the needs of the worker (Robbins, 1996).

Problems Encountered in the Implementation
of Outstanding Employee of the Month
in the City Government of Baguio



Table 10 shows the problems encountered in the implementation of
outstanding employee of the month in the City Government of Baguio.
The problems encountered are related to Office PRAISE, nominee,
supervisor, and City PRAISE. In terms of office PRAISE, impact of the
achievement of the nominee obtained the highest degree of seriousness
of 3.83, described as much serious.

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49

Table 10. Problems encountered in the implementation of OEM in the City
Government of Baguio

ITEMS
WEIGTHED
DESCRIPTIVE
MEAN
EQUIVALENT
1. Office PRAISE





Members of Office PRAISE are not
3.70
Much Serious
Available



Hard time to discuss and whom to
3.66
Much Serious
Nominate



No common understanding for
3.73
Much Serious
Nominating



Impact of the achievement of the
3.83
Much Serious
Nominee



Justification for the nominee
3.76
Much Serious



For purposes of compliance
3.59
Much Serious



Mean
3.71
Much Serious



2. Nominee





Nominee is not interested in
3.00
Moderately Serious
accomplishing the required
documents



Not interested to be nominated
2.79
Moderately Serious



For purposes of compliance
3.18
Moderately Serious



Mean
2.99
Moderately Serious

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50

Table 10. Continued . . .
ITEMS
WEIGTHED
DESCRIPTIVE
MEAN
EQUIVALENT
3. Supervisor





Difficulty in making justification for
3.42
Moderately Serious
the nominee

Favoritism
3.52
Much Serious



Bias in the evaluation of
3.42
Moderately Serious
Accomplishment

No time to meet
3.15
Moderately Serious
For purposes of compliance
3.33
Moderately Serious
Mean
3.37
Moderately Serious
4. City PRAISE





Availability of members to meet
3.25
Moderately Serious
and evaluate nominees



Inadequate supporting documents
3.33
Moderately Serious
Attached



For purposes of compliance
3.37
Moderately Serious



Biases/prejudices of the members
3.24
Moderately Serious
of the City PRAISE
Mean
3.30
Moderately Serious
OVERALL MEAN
3.34
Moderately Serious
Legend:


Weighted Mean

Descriptive Equivalent
4.50-5.00


Very Much Serious


3.50-4.49


Much Serious


2.50-3.49


Moderately Serious


1.50-2.49


Fairly Serious


1.00-1.49


Not Serious

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51

This is followed by justification for the nominee with a mean of
3.76, also described as much serious. The problems related to office
PRAISE are members of office PRAISE are not available; hard time to
discuss and whom to nominate; bases for nominating; and for purposes of
compliance. The overall mean of this problem is 3.71, described as much
serious. This implies that the selection of outstanding employee faced
problems in the office PRAISE. The respondents also mentioned that
office PRAISE defeats the purpose and de-motivates employees because
of unfair rating given to nominees and based from gathered information
from employees whom you know also took place.

Another problem encountered is the nominee. However, this is
perceived moderately serious as indicated by the overall mean of 2.99.
The problems encountered are nominee is not interested in accomplishing
the required documents; not interested to be nominated; and for purposes
of compliance. There was also a problem on the nominee that de-
motivated due to biases and favoritism a perception observed and
voiced out by the rank and file; and also personality/behavior and
personal background of nominee be included.

There is also problem with the supervisor and the respondents
perceived this problem as moderately serious with a weighted mean of
3.37. Favoritism is perceived much serious as revealed by the weighted

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52

mean of 3.52 while the other problems towards the supervisor are
perceived moderately serious. These problems are difficulty in making
justification for the nominee; bias in the evaluation of accomplishment; no
time to meet and for purposes of compliance. In addition, office politics
should be disregarded.

The last problem is towards the City PRAISE which is perceived
moderately serious as evidenced by the weighted mean of 3.30. All the
problems under this sector are availability of members to meet and
evaluate nominees; no supporting documents attached; for purposes of
compliance; and biases/prejudices of the members of the City PRAISE are
perceived moderately serious as indicated by their respective means. The
overall degree of seriousness of the problems encountered is 3.34,
described as moderately serious. It was also mentioned that as if there is
a bias in the selection by the city personnel.
The Selection for the OEM, in its implementation has no guarantee for
successful employee nomination and selection, since its implementation is
not always in accordance with its provisions. In St. Thomas Aquinas
wages theory, described “just” wages as that wage which permits the
recipients worker to live in a manner keeping with his/her position society.
Money is not only important for what it can buy, but also for what is may
seem to show; this is the social value of money (Newstron and Davis,

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53

2002) it cannot be denied that prestige goes to successful people and
success in our society is closely correlated with income. Once a group of
high-income people is recognized as a group of superior status, their
consumption standard (equated with standard of living) becomes one the
criteria for judging success. It brings about a system of differential social
status, (The Reward System of the Divine Word College of Bangued and
its relationship to Job Performance, Fe S. Abalos, unpublished).


Recommendations on the Improvement of the Implementation
of the Selection for the Outstanding Employee
of the Month in the City Government of Baguio



Table 11 presents the recommendations by the respondents to
improve the implementation of the selection for the outstanding employee
of the month in the City Government of Baguio.
As shown in the table, eliminating biases from the Office PRAISE
and City PRAISE ranked first among the recommendations by the
respondents. This is claimed by 91 or 43.33 percent of the respondents.
Second in rank is justification for the nominee should be transparent as
claimed by 76 or 36.19 percent.

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54

Table 11. Recommendations on the improvement of the implementation
of selection for the OEM in the City Government of Baguio

ITEMS
NUMBER OF
PERNCENT
RANK
RESPONDENTS
(%)




Conduct continuous in depth



orientation to thoroughly discuss



the Selection of OEM in the
75
35.71
3
CGB




Processes involved should be



made known to all employees
61
29.05
9




Eliminate biases from the Office



PRAISE and City PRAISE
91
43.33
1




Justification for the nominee



should be transparent
76
36.19
2




Additional incentives for those



who are selected for three (3)



consecutive months
67
31.90
6




Create a hall of fame award for



those selected in three times in
64
30.48
7
a year




Improved documentation of



success stories of the OEM
63
30.00
8




Conduct panel interviews to



nominees and selecte4d OEM
74
35.24
4




Monitoring and evaluation (i.e.



allow feedbacks from
72
34.29
5
employees)

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55

The least recommended measure is processes involved should be
made known to all employees by 61 or 29.05 percent. Other
recommendations by the respondents are conduct continuous in depth
orientation to thoroughly discuss the Selection of OEM in the CGB;
additional incentives for those who are selected for three consecutive
months; create a hall of fame award for those selected in three times in a
year; improved documentation of success stories of the OEMl conduct
panel interviews to nominees and selected OEM; and monitoring and
evaluation. Other suggestions offered to improve the implementation of
the program are the following: set criteria to career OEMS if they are
qualified and the selection to be Outstanding Employee for the quarter
instead of the month; increase incentives; review actual performance of
employees based in their present position; the committee should consider
the relevance of nominee’s achievement/contribution to the whole
agency/department/community; pursue the conduct of Personnel Audit
and evaluation of the organizational structure to really determine the gaps
arising from duplication of functions including non-performing personnel.

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56

SUMMARY, CONCLUSIONS AND RECOMMENDATIONS



Summary



This study was conducted which focused into the implementation of
the Selection for the Outstanding Employee of the Month in the City
Government of Baguio. Specifically, it sought answers to the following
questions: What is the level of awareness of employees of the existence
of the Selection for the outstanding Employee in the City Government of
Baguio? What is the degree of effectiveness of implementation in the
Selection for the Outstanding Employee of the Month in the City
Government of Baguio in relation to components, procedures and tools
used? What are the perceived benefits of the Selection for the
Outstanding Employees of the Month as to individual development and
organizational development? What are the problems/issues encountered
in the implementation of the Selection for Outstanding Employee of the
Month? What are the recommendations of employees to further improve
the implementation of the Selection for the Outstanding Employee of the
Month?

The study was conducted for the calendar year 2010 in the City of
Baguio. There were 210 respondents in the study who were randomly
selected comprising of the officials, department/office heads, division

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57

chiefs, section chief and rank and file in the City Government of Baguio.
The researcher made used of a structured survey questionnaire which
was supplemented by observations and personal interviews. The
questionnaires were administered personally to the different department or
office heads or administrative officers. Prior to the administration of the
questionnaires, the researcher secured a permit from the City Mayor.
Upon the retrieval of the questionnaires, data were tallied, classified,
tabulated and subjected to statistical interpretation using the descriptive
statistics such as frequency counts, percentage, weighted mean and
ranking.

Findings

The salient findings of the study are the following:

1. The age of the respondents ranged from 30 years and below to
over 60 years old where the majority have ages from 31 and above years
old. Majority of the respondents are female. The great majority of the
respondents are married. There are 3 with doctorate degree and some
reached at least second year in college. This indicates that the
respondents have had formal schooling.

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58


2. The level of awareness on the selection of outstanding
employee of the month of the Baguio City government as perceived by the
respondents is 4.20 with a descriptive equivalent of moderately aware.

3. The degree of effectiveness of the OEM in terms of
qualifications of the selected outstanding employee is very much effective
as indicated by the weighted mean of 4.69. The respondents also
perceived that the procedures implemented in the selection of
outstanding employee is very much effective. The criteria for evaluation
among the nominees to be an outstanding employee is much effective.
This means that the criteria should be improved for better evaluation. In
terms of the requirements for nomination, the respondents believed very
much effective. This is also true with respect to the awards for the
outstanding employee and nominees.

4. The perceived benefits of being a nominee/selected outstanding
employee of the month in terms of individual/social development is much
beneficial with a weighted mean of 4.36. This result is consistent with the
benefits derived in terms of organizational development which is much
beneficial.

5. The selection of outstanding employee of the month faced
problems as regards to the PRAISE office, nominee, supervisor and City

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59

PRAISE. The respondents perceived these problems moderately serious
as evidenced by the overall weighted mean of 3.34.

6. The respondents suggested several recommendations for the
improvement of the selection for the outstanding employee of the month in
the City Government of Baguio. Ranked first is the elimination of biases
from the Office PRAISE and City PRAISE.

Conclusions

Based on the findings of this study; the following conclusions were
drawn:
1. The respondents are not fully aware on the selection of
outstanding employee of the month of the City Government of Baguio.

2. The respondents believed that the implementing guidelines for
the selection of outstanding employee of the month are clear and
accepted by the employees.

3. The program on the selection of outstanding employee of the
month in the City Government of Baguio is beneficial to the employees
and their personalities improved with the existence of this program.

4. In any endeavor there are always problems encountered and in
the City Government of Baguio problems regarding the implementation of
the selection of outstanding employee of the month are encountered.

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60


5. Suggested measures were forwarded which the respondents
believed can solve the problems encountered for the improvement of the
program.

Recommendations


Based on the findings and conclusions drawn, the following
recommendations are offered:
1. There should be a thorough review and transparency of the
policies, criteria in the selection of outstanding employee to avoid doubts.

2. The members of the selection committee should see the
effectiveness of the qualifications, procedures, requirements for
nomination and awards to be
given to the selected employee.

3. The selection of outstanding employee of the month must be
well disseminated among the employees. The benefits that employee
derive from the given award should also be announced and the City
Government must give more incentives to the selected outstanding
employee.

4. The City Government of Baguio should continue this program to
motivate their employees.

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61


5. A similar study could be conducted not only in the City
Government of Baguio but other agencies.

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62

LITERATURE CITED


ABALOS, F. S. 2008. The Reward System of the Divine Word College of
Bangued and Its Relationship to Job Performance. Unpublished MS
Thesis. Master in Business Administration. Divine Word College of
Bangued Graduate School. Bangued, Abra. Pp. 1-130.

CITY OF BAGUIO HANDBOOK. 2007. The Personnel Policies, Plans,
Procedures and Systems Handbook of the City Government of
Baguio 2001, as Further Amended. June 2007. Pp. 236-271.

CIVIL SERVICE COMMISSION. 2001. Memorandum Circulars. Program
on Awards and Incentives for Services Excellence (PRAISE), MC
No. 1 issued January 26, 2001. Pp. 1-4.

CLERIGO, A. J. T. 1993. Working Conditions of the City Government of
Baguio. Unpublished MS Thesis. Public Administration. Baguio
Central University. Baguio City.

GIBSON, J. L. et. al.1994. Organizational Behavior, Structure, Process.
Boston, Massachusetts: Richard D. Irwin, Inc.

LEE, J. A. 2006. The Merit Selection and Promotion Plan of the
Department of Agrarian Reform. Unpublished MS Thesis. Human
Resource Development. Benguet State University, Open University,
La Trinidad, Benguet. Pp. 34-87.

MARTIRES, C. R. and FULE, G. S. 1988. Management of Human
Behavior in Organizations, Second Edition.

NEWSTROM, J. W. and Davis, K. 2002. Organizational Behavior: Human
Behavior at Work, McGraw-Hill Educational (Asia) International
Edition.

ROBBINS, S. P. 1996. Organizational Behavior.

TAMAWA, J. B. 2007. Impact of Human Resources Development to the
Organizational Growth of Cooperatives in the Central Cordillera
Administrative Region. Unpublished MS Thesis. Human Resource
Development. BSU Open University, La Trinidad, Benguet. Pp. 61-
10.

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63

TANGONAN, F. V. 1993. Administrative and Supervisory Skills of
Elementary Schools Administrators of Gerona South and Paniqui
South District. (unpublished Masteral Thesis, Philippine Normal
University, Manila.

UBBEN, G. C. 1987. The Principal: Creative Leadership For Effective
Schools, Boston:Allyn and Bacon.

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64

APPENDIX A

REQUEST LETTER TO CONDUCT STUDY

OPEN UNIVERSITY
La Trinidad, Benguet 2601
Telefax: (074) 309-2353
www.bsu.edu.ph

February 13, 2010
OFFICE OF THE CITY MAYOR
Baguio City Hall, Baguio City

SIR:


The undersigned is presently working on his thesis entitled “The
Selection of the Outstanding Employee of the Month in the City
Government of Baguio” as a partial requirement for his Master in Human
Resource Development.

In view of this, may I humbly request your permission to administer
questionnaire and to conduct interview with the City Government
employees.

Rest assured that the answers of the respondents will be treated
with utmost confidentiality and strictly for academic purposes only.

Thank you very much and God bless.







Sincerely yours,
(SGD.) BENNY E. ABENOJA

Researcher
Endorsed:





(SGD.) MARIE ROSE P. BERNARDO, MHRD
Adviser
Noted:

(SGD.) LITA MOLITAS-COLTING, PhD.
Director, BSU, Open University

Approved:
(SGD.)HON. REINALDO A. BAUTISTA JR.
City Mayor

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65

APPENDIX B


SURVEY QUESTIONNAIRE


PART I -
PROFILE OF EMPLOYEE
Direction: Please put a check (√) mark before the item that best
describes yourself.

1. Age Range
_________ 1.1 30 years and below
_________ 1.2 31 – 45 years old
_________ 1.3 46 – 60 years old
_________ 1.4 over 60 years old

2. Gender
_________ 2.1 Male

_________ 2.2 Female

3. Civil Status:

_________ 3.1 Single

_________ 3.2 Married

_________ 3.3 Widow/er

4. Highest Educational Attainment
_________ 3.1 At least second Year in College
_________ 3.2 College Graduate
_________ 3.3 Some units in the Masteral course
_________ 3.4 Masteral Degree
_________3.5 Some units in Docrate
_________3.6 Doctorate graduate
5. Position/office: __________________________________
6. Number of years in the department: __________________
7. Number of years in the service: _____________________

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66

PART - II.
LEVEL OF AWARENESS ON THE SELECTION OF
OUTSTANDING EMPLOYEE OF THE MONTH OF THE
BAGUIO CITY GOVERNMENT

Direction: Please put check mark (√) to the appropriate box of your
answers using the scale below:
5
-
Fully Aware
4
-
Moderately Aware
3
-
Fairly Aware
2
-
Poorly Aware
1
-
Not Aware

ITEMS
LEVEL OF
AWARENESS
5
4
3
2
1
Existence of Selection for the Outstanding Employee




for the Month Program in the City Government of
Baguio
Composition of the committee (1 chair, 2 co-chairs,




and 6 members)
Names of the PRAISE committee and their




background
Guidelines on the selection of the Outstanding




Employee of the month as to:
 Qualifications of the nominee





 Procedures how it is being done





 Criteria set for evaluation





 Requirement for nomination





 Awards/incentives to be received (monetary





and non-monetary)
Office PRAISE to evaluate nominees

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67

PART - III. DEGREE OF EFFECTIVENESS/ACCEPTANCE OF THE
OEM AND IT’S IMPLEMENTING GUIDELINES

Direction: Please put check mark (√) to the appropriate box of your
answers using the scale below. It is suggested that you put a remark on
certain item/s where it is applicable.

5
-
Very Much Effective
4
-
Much Effective
3
-
Moderately Effective
2
-
Fairly Effective
1
-
Not Effective

ITEMS
DEGREE OF
REMARK/S
EFFECTIVENESS
5
4
3
2
1

QUALIFICATIONS:







Be in the service at the time of






nomination (i.e. not on leave at the
time of the nomination.
Be discharging his regular functions.






Have at least a Very Satisfactorily






rating from the last rating period.
Have no pending administrative case





or serving meted penalty.
Not be on study leave or study grant






for the month.
Not have been warned for non-






observance of office rules and
regulations.

PROCEDURES:






Each Office/Department in the City






Government of Baguio shall submit a
duly accomplished Nomination Form
to the Agency PRAISE Committee
on or before the 7th of the following
month.
Each Office is entitled to nominate






one (1) employee to the Committee.

---

68

The Committee shall review the






nomination form and the supporting
documents.
The Committee may conduct actual






investigation to verify the
nomination.

CRITERIA FOR EVALUATION:







1. Performance of Task – 50%






1. Outstanding






2. Very Satisfactory






3. Satisfactory






4. Unsatisfactory






5. Poor






2. Behavioral Dimension – 30%






1. Attendance






2. Tardiness






3. Unauthorized Leaves/Leave






w/out pay
4. Undertimes






5. Courtesy & Human Relation






6. Initiave






7. Judgment






3. Impact of Achievement – 20%






1. Narrative of Accomplishment






REQUIREMENTS FOR






NOMINATION:
Performance Rating for the last





semester
Monthly accomplishment report






Department and Division Targets






Certification of no pending case and






that nominee has serving a meted
penalty
Not been warned for non-






observance of office rules &
regulations
Daily Time Record for the month






being nominated
Photo 5 cm x 5 cm

---

69

AWARDS:







a) Outstanding:







A cash award of not less than






P3,000.00

A plaque of recognition







A portrait package awarded from a






reputable professional photographer

His/her photo displayed in the lobby






of City hall

b) Nominees:







A cash award of not less than






P1,000.00

A certificate of recognition







Recognized as the Outstanding






Employee of the Department/Office

Photo will be displayed in their






respective Office.

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70

PART - IV. PERCEIVED BENEFITS OF BEING A NOMINEE/
SELECTED OUTSTANDING EMPLOYEE OF THE
MONTH IN THE CITY GOVERNMENT

Direction: Please put check mark (√) to the appropriate box of your
answers using the scale below. It is suggested that you put a remark on
certain item/s where it is applicable.

5
-
Very Much Beneficial
4
-
Much Beneficial
3
-
Moderately Beneficial
2
-
Fairly Beneficial
1
-
Not Beneficial

ITEMS
RATING
REMARK/S
5 4 3 2
1

INDIVIDUAL/SOCIAL DEVELOPMENT





Improves knowledge, skills and





competencies
Develops professionalism





Develops good attitude/values





Develop self-esteem/self confidence





Promotes achievement/credentials





Job satisfaction and recognition





Highly motivated





Develops cooperativism





Firms in decision making





Improves interpersonal relation





Improves verbal and written communication





skills
Carrying out the Vision, Mission, Goals and





Objectives of the City Government of
Baguio
Sympathetic with people in the community





Family-friendly policies

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71

ORGANIZATIONAL DEVELOPMENT





Develops team work/team building





Leadership skills





Human relations and communications





Self-help and self-reliance





Understanding cultural differences





Gender sensitivity





Camarederie/pakikisama





Handle conflicts/problem solving





Satisfy both the clients needs and the





company’s expectations

Develops good relationships to co-workers





and supervisors

Opportunities to enrich profession






Improve interactions with public or becomes




friendly
Others (pls. specify) _______________





________________________________

---

72

PART - IV. PROBLEMS ENCOUNTERED IN THE IMPLEMENTATION
OF OUTSTANDING EMPLOYEE OF THE MONTH IN THE
CITY GOVERNMENT

Direction: Please put check mark (√) to the appropriate box of your
answers using the scale below:
5
-
Very Much Serious
4
-
Much Serious
3
-
Moderately Serious
2
-
Fairly Serious
1
-
Not Serious

ITEMS
DEGREE OF
SERIOUSNESS
5
4
3
2
1
1. Office PRAISE





 Members of Office PRAISE are not





available

 Hard time to discuss and whom to





nominate

 Bases for nominating





 Impact of the achievement of the nominee




 Justification for the nominee





 For purposes of compliance





Others (pls. specify) ______________________




_______________________________________

2. Nominee





 Nominee is not interested in





accomplishing the required documents

 Not interested to be nominated





 For purposes of compliance





Others (pls. specify) ______________________




_______________________________________

---

73

ITEMS
DEGREE OF
SERIOUSNESS
5
4
3
2
1
3. Supervisor






 Difficulty in making justification for the





nominee

 Favoritism





 Bias in the evaluation of accomplishment





 No time to meet





 For purposes of compliance





Others (pls. specify) ______________________




_______________________________________

4. City PRAISE






 Availability of members to meet and





evaluate nominees

 No supporting documents attached





 For purposes of compliance





 Biases/prejudices of the members of the





City PRAISE

Others (pls. specify) ______________________




_______________________________________

---

74

PART - V. RECOMMENDATIONS ON HOW TO IMPROVE THE
IMPLEMENTATION OF THE SELECTION FOR THE
OUTSTANDING EMPLOYEE OF THE MONTH IN THE
CITY GOVERNMENT OF BAGUIO


Please rank the items listed below which you think highly
recommended (1 is the most recommended suggestion, 2 – being second,
3 – third, 4 – forth; etc….)

ITEM
RANK
Conduct continuous in depth orientation to

thoroughly discuss the Selection of OEM in the
CGB

Processes involved should be made known to all

employees

Eliminate biases from the Office PRAISE and

City PRAISE

Justification for the nominee should be

transparent
Additional incentives for those who are selected

for three (3) consecutive months

Create a hall of fame award for those selected in

three times in a year

Improved documentation of success stories of

the OEM

Conduct panel interviews to nominees and

selected OEM

Monitoring and evaluation (i.e. allow feedbacks

from employees)

---

75

APPENDIX C

LIST OF EMPLOYEES WHO ARE RECIPIENTS OF OEM FOR 2002-2010

Item
Name
Position
Office
Level
OEM
Year
#





Received







1
Elisa E. Casiprt
Administrative Asst. III
GSO
1st
January
2002
2
Elisa E. Casiprt
Administrative Asst. III
GSO
1st
February

3
Agnes C. Esteban
Administrative Officer I
HRMO
2nd
March

4
Luz L. Perez
Records Officer II
HSO
2nd
April

Supervising Administrative
5
Hilda V. Chapdian
Officer
HRMO
2nd
May

6
Sabado B. Ugalde
Administrative Asst. I
HRMO
1st
June

7
Florecita C. Abudo
Accountant III
ACCTNG.
2nd
July

Fernando D. Ragma,
Local Revenue Collection
8
Jr.
Officer I
TREASURY
2nd
August

Ma. Almaya C.
City Government Assistant
9
Addawe
Department Head II
ACCTNG.
2nd
September

Romulae R. Gadaoni,
10
Jr.
Accountant III
ACCTNG.
2nd
October

11
Jennifer R. Peredo
Accountant II
ACCTNG.
2nd
November

12
Anthony F. Quioan
Administrative Aide VI
CMO
1st
November

13
Sabado B. Ugalde
Administrative Asst. I
HRMO
1st
December

14
Eunice E. Abad
Administrative Asst. II
HRMO
1st
January
2003
15
Rowena C. Angeles
Administrative Aide III
CMO
1st
February

16
Regino G. Regudo
Revenue Collection Clerk II
TREASURY
1st
February

17
Roger P. Laolawi
Local Legislative Staff Officer I
SP
2nd
March

18
Celia Flor C. Brillantes
Medical Officer V
HSO
2nd
April

Ponciano C. Torres,
Local Legislative Staff Officer
19
Jr.
III
SP
2nd
May

20
Zoraida C. Clavio
Medical Officer IV
HSO
2nd
June

21
Joseph B. Dumngal
Administrative Aide III
GSO
1st
July

22
Virgilio S. Carbonell
Utility Worker II
CVO
1st
August

23
Rebecca B. Guanzon
Nurse IV
HSO
1st
August

Supervising Administrative
24
Eugene D. Buyucan
Officer
CBO
2nd
September

25
Zenaida N. Ordinario
Administrative Asst. II
CMO
1st
September

26
Arnulfo R. Baldos
Administrative Officer I
GSO
2nd
October

Health Education and
27
Beatriz Y. Gajete
Promotion Officer II
HSO
2nd
October

28
Christine B. Flores
Administrative Officer V
HRMO
2nd
November

29
Sabado B. Ugalde
Administrative Asst. I
HRMO
1st
December

---

76

Item
Name
Position
Office
Level
OEM
Year
#





Received
1
Gabriel D. Soriano
Administrative Assistant II
HRMO
1st
January
2004
Ma. Guadalupe C.
2
Della
Administrative Officer V
GSO
2nd
January

Planning and Development
3
Allan B. Abayao
Officer I
PDO
1st
February

4
Edith B. Dawaten
Administrative Officer IV
HRMO
2nd
February

5
Florence B. Tudlong
Midwife II
HSO
1st
March

Leopoldo H. Oviedo,
6
Jr.
Administrative Officer IV
HRMO
2nd
March

7
Eunice E. Abad
Administrative Assistant II
HRMO
1st
April

Donabel Jasmin B.
8
Dongla
Population Program Worker II
HSO
1st
April

9
Sandra N. Almag
Administrative Officer II
HRMO
2nd
April

Romulae R. Gadaoni,
10
Jr.
Accountant III
ACCTNG.
2nd
April

11
Jaime D. Gamboa
Administrative Aide III
GSO
1st
May

12
Galeon O. Kamsawen
Administrative Aide III
TREASURY
1st
May

Supervising Administrative
13
Mercedes F. Pel-ey
Officer
ENGINEERING
2nd
May

14
Marlon C. Urmaza
Revenue Collection Clerk II
TREASURY
1st
June

Helen Judy M.
15
Abenes
Administrative Officer III
TREASURY
2nd
June

16
Catalina B. Zamora
Administrative Officer IV
HRMO
2nd
June

17
Jerry C. Guevara
Administrative Aide IV
HRMO
1st
July

18
Benny E. Abenoja
Administrative Officer II
HRMO
2nd
July

19
Teofilo R. Aguilar
Labor Foreman
CEPMO
1st
August

20
Christine B. Flores
Administrative Officer V
HRMO
2nd
August

21
Delfin T. Salazar, Jr.
Revenue Collection Clerk II
TREASURY
1st
September

22
Evelyn B. Cayat
Planning Officer IV
PDO
2nd
September

23
Geraldine T. Angulo
License Inspector I
TREASURY
1st
October

24
Miriam R. Fadlen
Public Health Nurse I
HSO
2nd
October

25
Jasmin D. Rivera
Administrative Aide IV
MAYOR'S
1st
November

26
Christine B. Flores
Administrative Officer V
HRMO
2nd
November

27
Ofelia G. Adube
Administrative Assistant II
TREASURY
1st
December

28
Raquel C. Ancheta
Administrative Assistant II
ACCTNG.
1st
December

29
Marlon F. Sayan
Administrative Aide III
HRMO
1st
December

30
Rudencio L. Genove
Market Supervisor I
TREASURY
2nd
December

31
Florencio G. Manalo
Medical Technologist I
HSO
2nd
December

Supervising Administrative
32
Braille Van B. Reyes
Officer
GSO
2nd
December

---

77

Item
Name
Position
Office
Level
OEM
Year
#





Received







1
Arcelie F. Ordonio
Administrative Assistant III
SP
1st
January
2005
Planning and Development
2
Victorino E. Aquitania
Officer IV
PDO
2nd
January

3
Lilia D. Barcena
Midwife II
HSO
1st
February

Local Treasury Operations
4
Nida L. Rotor
Officer II
TREASURY
2nd
February

5
Erma G. Dolormente
Administrative Aide IV
PDO
1st
March

Ma. Victoria C.
6
Lagmay
Administrative Officer I
GSO
2nd
March

Development Management
7
John C. Retuya
Officer III
PDO
2nd
March

Francisco T. Dullona,
8
Jr.
Administrative Aide VI
TREASURY
1st
April

9
Elias S. Aoanan
Planning Officer I
PDO
2nd
April

10
Fredda C. Jimenez
Accountant I
ACCTNG.
2nd
April

Hermonico M.
11
Guanzon, Jr.
Sanitation Inspector V
HSO
1st
May

Health Education and
12
Elvira G. Flora
Promotions Officer III
HSO
2nd
May

13
Charito T. Bueno
Sanitation Inspector IV
HSO
1st
June

14
Christine B. Flores
Administrative Officer V
HRMO
2nd
June

Local Treasury Operations
15
Melchor C. Baltazar
Officer I
TREASURY
2nd
July

16
Sabado B. Ugalde
Administrative Assistant I
HRMO
1st
July

17
Michelle O. Tan
Engineering Assistant
ENGINEERING
1st
August

18
Patrick T. Marrero
Revenue Collection Clerk II
TREASURY
1st
August

19
Jocelyn M. Lardizabal
Administrative Officer III
TREASURY
2nd
August

20
Annie A. Pangsio
Administrative Aide III
TREASURY
1st
September

21
Celia Flor C. Brillantes
Medical Officer V
HSO
2nd
September

Bernadette C.
22
Billantes
Administrative Assistant II
GSO
1st
October

23
Benilda P. Villanueva
Midwife II
HSO
1st
October

Helen Judy M.
24
Abenes
Administrative Officer III
TREASURY
2nd
October

25
Lerma G. Roque
Administrative Aide III
TREASURY
1st
November

Local Treasury Operations
26
Rowena A. Vallesterol
Officer I
TREASURY
1st
November

27
Fortunato L. Saganib
Administrative Aide IV
TREASURY
1st
December

---

78

Item Name
Position
Office
Level
OEM
Year
#





Received
Wilhelmina A.
1
Barnachea
Revenue Collection Clerk II
TREASURY
1st
January
2006
Local Treasury Operations
2
Ponciano G. De Jesus
Officer III
TREASURY
2nd
January

3
Gabriel D. Soriano
Administrative Asst. II
HRMO
1st
February

Supervising Administrative
4
Hilda V. Chapdian
Officer
HRMO
2nd
February

5
George B. Bueno
Community Affairs Asst. II
MAYOR'S
1st
March

6
Gloria S. Evangelista
Administrative Officer I
MAYOR'S
2nd
March

Liucia Bernadette V.
7
Wadiwad
Administrative Aide VI
HRMO
1st
April

8
Noel C. Mabutas
Community Affairs Officer III
MAYOR'S
2nd
April

9
Florentino M. Tizon
Administrative Aide III
HRMO
1st
May

10
Arnulfo R. Baldos
Administrative Officer I
GSO
2nd
May

Marie Angelica DC.
11
Marzo
Administrative Asst. II
HRMO
1st
June

12
Joel Teofilo Q. Mata
Administrative Asst. II
GSO
1st
June

13
Eulalia L. Carino
Administrative Officer I
ENGINEERING
2nd
June

Amelia Joan T.
14
Clerigo
Administrative Officer III
GSO
2nd
June

15
James C. Cosep
Administrative Officer II
HRMO
2nd
June

16
Joseph B. Dumngal
Administrative Aide III
GSO
1st
July

17
Christine B. Flores
Administrative Officer V
HRMO
2nd
July

18
Nathaniel T. Pascua
Revenue Collection Clerk II
TREASURY
2nd
August

Supervising Administrative
19
Braille Van B. Reyes
Officer
GSO
2nd
August

20
Sabado B. Ugalde
Administrative Asst. I
HRMO
1st
September

21
James C. Cosep
Administrative Officer II
HRMO
2nd
September

22
Cecilia L. Lumba
Administrative Asst. III
ACCTNG.
1st
October

Regolito O. Bernabe
23
Sr.
Engineer III
ENGINEERING
2nd
October

Lucia Bernadette V.
24
Wadiwad
Administrative Aide VI
HRMO
1st
November

Local Treasury Operations
25
Nida L. Rotor
Officer II
TREASURY
2nd
November

26
Gabriel D. Soriano
Administrative Asst. II
HRMO
1st
December

27
Nestor A. Mestito
Administrative Officer II
SWO
2nd
December

---

79

Item
Name
Position
Office
Level
OEM
Year
#





Received
1
Carmen C. Remorque
Administrative Asst. II
TREASURY
1st
January
2007
2
Fredda C. Jimenez
Accountant I
ACCTNG.
2nd
January

3
Leticia A. Gano
Administrative Aide III
MAYOR'S
1st
February

4
Jennifer R. Peredo
Accountant II
ACCTNG.
2nd
February

5
George B. Bueno
Community Affairs Asst. II
MAYOR'S
1st
March

6
Regino G. Ragudo
Revenue Collection Clerk II
TREASURY
1st
March

7
Cynthia B. Langagan
Social Welfare Officer I
SWO
2nd
March

8
Lerma G. Roque
Administrative Aide III
TREASURY
1st
April

Amelia Joan T.
9
Clerigo
Administrative Officer III
GSO
2nd
April

10
Angel U. Bambao
Administrative Aide III
TREASURY
1st
May

11
Marlon F. Sayan
Administrative Aide III
HRMO
1st
May

Local Treasury Operations
12
Rowena A. Vallesterol
Officer II
TREASURY
2nd
May

13
Patrick T. Marrero
Revenue Collection Clerk II
TREASURY
1st
June

14
Janet C. Aguirre
Administrative Officer I
TREASURY
2nd
June

15
Rosauro V. Romualdo
Ticket Checker
TREASURY
1st
July

16
Christine B. Flores
Administrative Officer V
HRMO
2nd
July

17
Betelina A. Cacho
Administrative Aide VI
MAYOR'S
1st
August

Fernando D. Ragma,
18
Jr.
Market Supervisor I
TREASURY
2nd
August

19
Fernando M. Acosta
Laborer II
ENGINEERING
1st
September

Lucia Bernadette W.
20
Lamong
Administrative Aide VI
HRMO
1st
September

Supervising Administrative
21
Hilda V. Chapdian
Officer
HRMO
2nd
September

Mary Angeline C.
22
Vinluan
Draftsman II
BAO
1st
October

Mary Angeline G.
23
Batan
Licensing Officer I
TREASURY
2nd
October

24
Arceli S. De Jesus
Administrative Asst. V
SP
1st
November

Local Assessment Operations
25
Angelina G. Rimando
Officer IV
ASSESSOR'S
2nd
November

26
Reynaldo S. Franco
Tax Mapping Aide II
ASSESSOR'S
1st
December

27
Sandra N. Almag
Administrative Officer II
HRMO
2nd
December

---

80

Item
Name
Position
Office
Level
OEM
Year
#





Received
1
Jupiter R. Celeste
Electrician General Foreman
BAO
1st
January
2008
2
Teodorico S. Abad
Planning Officer III
PDO
2nd
January

3
Chester M. Comicho
Engineer I
ENGINEERING
2nd
January

Christopher R.
4
Hortaleza
Laboratory Aide II
HSO
1st
February

5
Rolando B. Bautista
Statistician II
PDO
2nd
February

6
Josephine V. Arranz
Administrative Asst. II
ACCTNG.
1st
March

Mario Rosendo S.
7
Diaz, Jr.
Info. System Analyst III
BUDGET
2nd
March

8
Ronaldo S. Boado
Revenue Collection Clerk II
TREASURY
1st
April

9
Noel C. Mabutas
Community Affairs Officer III
MAYOR'S
2nd
April

10
Gloria N. Borja
Local Legislative Staff Asst. II
SP
1st
May

11
Florecita P. Tul-an
Social Welfare Officer I
SWO
2nd
May

1213
Marvin E. Domigsi
Administrative Asst. II
HSO
1st
June

14
Beatriz Y. Gajete
Population Program Officer III
HSO
2nd
June

15
Geraldine T. Angulo
License Inspector I
TREASURY
1st
July

16
Christine B. Flores
Administrative Officer V
HRMO
2nd
July

17
Ofelia G. Adube
Administrative Asst. II
TREASURY
1st
August

18
Christine B. Flores
Administrative Officer III
HRMO
2nd
August

19
Sabado B. Ugalde
Administrative Asst. I
HRMO
1st
September

20
Sandra N. Almag
Administrative Officer II
HRMO
2nd
September

Dominador V.
21
Francisco, Jr.
Local Legislative Staff Asst. III
SP
1st
October

22
James C. Cosep
Administrative Officer IV
HRMO
2nd
October

23
Jason S. Gorospe
Engineering Assistant
ENGINEERING
1st
November

24
Tony V. Pednga
Administrative Aide III
GSO
1st
November

25
Leticia E. Pinosan
Day Care Worker I
SWO
1st
November

26
Arnulfo R. Baldos
Administrative Officer III
GSO
2nd
November

27
Jose M. Daytec
Laborer II
CPMO
1st
December

Building Const. Maintenance
28
Pio L. Lampac
Foreman
GSO
1st
December

George M. Addawe,
29
Jr.
Market Supervisor I
TREASURY
2nd
December

---

81

Item
Name
Position
Office
Level
OEM
Year
#





Received
1
Zenaida N. Ordinario
Administrative Asst. II
HRMO
1st
January
2009
2
Rowena H. Gaviola
Administrative Officer V
TREASURY
2nd
January

CIVIL
3
Gordon O. Regalado
Administrative Aide III
REGISTRY
1st
February

CIVIL
4
Marieta R. Joven
Administrative Officer V
REGISTRY
2nd
February

5
Janine V. Abalos
Social Welfare Aide
SWO
1st
March

6
Delfin T. Salazar, Jr.
Administrative Officer I
TREASURY
2nd
March

7
Gerardo D. Soriano
Administrative Aide III
GSO
1st
April

Project Dev'elopment Officer
8
Raymund Q. Ruaro
IV
PDO
2nd
April

9
Zenaida N. Ordinario
Administrative Asst. II
HRMO
1st
May

10
James C. Cosep
Administrative Officer IV
PDO
2nd
May

11
Arnold Alvarez
Social Welfare Aide
SWO
1st
June

12
Dina N. Posadas
Revenue Collection Clerk II
TREASURY
1st
June

Supervising Administrative
13
Hilda V. Chapdian
Officer
HRMO
2nd
June

14
Dexter R. Fernandez
License Inspector I
TREASURY
1st
July

15
Epifania B. Tamiao
Administrative Officer V
TREASURY
2nd
July

Rhonda Ali E. De
16
Guzman
Revenue Collection Clerk I
TREASURY
1st
August

17
Joy A. Hilario
Social Welfare Officer I
SWO
2nd
August

18
Edna Aurea L. Teofilo
Day Care Worker I
SWO
1st
September

19
Rolando B. Bautista
Project Evaluation Officer III
PDO
2nd
September

20
Noel C. Mendoza
Utility Worker II
Veterinary
1st
October

Francisco B.
Computer Maintenance
21
Castaneda
Technologist II
Budget
2nd
October

Marvin Dominic W.
CIVIL
22
Mayos
Administrative Aide III
REGISTRY
1st
November

Marie Angeline B.
23
Batan
Administrative Officer III
TREASURY
2nd
November

24
Thelma C. Orduna
Revenue Collection Clerk II
TREASURY
1st
December

Local Treasury Operations
25
Rowena A. Vallesterol
Officer II
TREASURY
2nd
December

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APPENDIX D
OUTSTANDING EMPLOYEES OF THE MONTH AWARDEES FOR THE
YEAR 2002 DURING ITS FIRST YEAR OF IMPLEMENTATION

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APPENDIX E


PROGRAM ON AWARDS AND INCENTIVES
FOR SERVICE EXCELLENCE
City Government of Baguio City
Baguio City

OUTSTANDING EMPLOYEE OF THE MONTH

In line with Administrative Order No. 58, series of 2001
implementing Civil Service Memorandum Circular 01, Series of 2001 and
the Revised Policies on Employee Suggestions and Incentive Awards
System (ESIAS), the City Government of Baguio launches the
Outstanding Employee of the Month. The Outstanding Employee of the
Month is granted to an employee of the City Government of Baguio who
has excelled among peers across the different departments of the City. It
is conferred to an employee who has shown excellent performance which
benefited the department or the agency as a whole.

QUALIFICATIONS

Nomination is open to all permanent employees of the City
Government of Baguio, whether career or non-career with at least six (6)
months of service in the City Government of Baguio. He/she must:
1) Be in service at the time of nomination (i.e not on leave at
the time of nomination);
2) Be discharging his regular functions;
3) Have at least a Very Satisfactory rating from the last
rating period;
4) Have no pending administrative case or serving a meted
penalty;
5) Not be on study leave or study grant for the month.
6) Not have been warned for non-observance of office rules
and regulations

PROCEDURES

Each Office/Department in the City Government of Baguio shall
submit a duly accomplished Nomination Form to the Agency PRAISE
Committee on or before the 7th of the following month. Each Office is

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entitled to nominate one (1) employee to the Committee. The Committee
shall review the nomination form and the supporting documents. The
Committee may conduct actual investigation to verify the nomination.


CRITERIA FOR EVALUATION

In the evaluation of the nominees, the nominee who gets the
lowest point score shall be awarded the Outstanding Employee of the
Month.


a) Performance of Task - 50%


b) Behavioral Dimension - 30%


c) Impact of Achievement - 20%

REQUIREMENTS FOR NOMINATION

The following documents shall be submitted together with the Duly
Accomplished Nomination Form:
1) Performance Rating for the last semester
2) Monthly accomplishment report
3) Department and Division Targets
4) Certification of no pending case and that nominee has
Not been warned for non-observance of office rules &
regulations


5) Daily Time Record for the month being nominated


6) Photo 5 cm x 5 cm

AWARDS

The Outstanding Employee of the Month shall receive a cash
award of not less than P2,000.00 and a Plaque of Recognition. A portrait
package shall be also be awarded from a reputable professional
photographer. His/her photo shall also be displayed in the lobby of City
Hall. The nominees shall receive not less than P500.00 cash award and
Certificate of Recognition and shall be recognized as the Outstanding
Employee of the Department/Office concerned. Their photo shall be
displayed in their respective Offices. Cash award shall be subject to the
availability of funds.

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APPENDIX F
NOMINATION FORM


EMPLOYEE OF THE MONTH
Name:
Position:
Office/Department:
Division:
Years in Government:
Years in Current Position:
Status of Appointment:

PERFORMANCE OF TASK: Please list down the actual activities performed by
the employee and the monthly targets and accomplishment relative to the
activity.
ACTIVITY/OUTPUT
Target
Actual















Please answer the following:
1) What is the nominee’s contribution that have made an impact to the total
operation to the Office/Agency ?
2) Please describe the competence of the nominee in terms speed in doing
the job, proper procedure, economy in materials, quality of work and
safety which is distinctly exceptional.
BEHAVIORAL DIMENSION: Please rate the employee on the following
1) How many times did the employee go on vacation
leave?
How many days?
2) How many times did the employee go on leave without
pay? How many days?
3) Has the employee been tardy? How many times?

4) Has the employee gone on undertime? How many
times?
Please rate the employee on the following: encircle the number accordingly, 1 as
the highest and 5 the lowest.
5) COURTESY &
(1) Excellent; manner highly pleasing, cheerful and
HUMAN RELATIONS

friendly; easy to approach and talk to. Very
(2) good PR

Pleasant personality; self-confident; puts clients
(3) at ease; well-liked.

Average personality; impressive social traits but

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(4) not so approachable.

Easily disturbed and irritated; finds difficulty in
(5) getting along with others;

Leaves a negative impression on people;
repulsive and a problem employee
6) INITIATIVE
(1) Outstanding initiative tempered by good

judgment; can be depended upon to act

properly on new situations without the aid of
(2) superiors.
(3) Does job without being told

Does all that is normally required for the job;
(4) has average initiative.

Exercise little initiative in his job; does what he
(5) is told to do.
Lacks initiative; requires constant prodding
7) JUDGMENT
(1) Has outstanding ability to evaluate facts

objectively and arrive always at very sound
(2) decisions.

Judgment and actions almost always are factual
(3) and reasonable.

Normally interprets facts and arrives at correct
(4) decisions; uses good common sense

Decisions and actions not factual, sound and
(5) reasonable.
Confused and unable to make sound decision.
NAME AND SIGNATURE OF RATER/SUPERVISOR;

____________________________
___________________________
(Printed Name and Signature) Designation
REVIEWED BYOFFICE PRAISE:

------------------ ------------------- ---------------------- ---------------------
Member Member 1st Level Rep 2nd level Rep.

_______________________
CHAIRMAN

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APPENDIX G

SAMPLE FORM OF THE ACTUAL RESULT OF THE SELECTION

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BIOGRAPHICAL SKETCH



The researcher hails from Brgy. Angin,
Naguilian, La Union and Baguio City. He is the second
among the three siblings, two brothers. He is the son
of Mr. Andres A. Abenoja and Mrs. Epifania E.
Abenoja of Brgy. Angin, Naguilian, La Union.
He finished his elementary education at Bato Elementary School,
Brgy. Bato, Naguilian, La Union (1983) and Secondary studies at
University of Baguio High School, Baguio City (1986).
He is a graduate of Bachelor of Secondary Education
(BSEd)/(Licensed) at Saint Louis University, Bonifacio St., Baguio City
(1990).
He is currently employed at City Government of Baguio, particularly
at the Human Resource Management Office, as Administrative Officer IV,
assigned at the Career and Planning Development Division.

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Document Outline

• Implementation of the Selection for the OutstandingEmployee of the Month of the City Government of Baguio
  • BIBLIOGRAPHY
  • ABSTRACT
  • TABLE OF CONTENTS
  • INTRODUCTION
    • Background and Importance of the Study
    • Statement of the Problem
    • Objectives of the Study
    • Conceptual Framework
    • Paradigm of the study
  • REVIEW OF LITERATURE
    • Human Resource Management
    • Acquisition of Human Resources
    • Awareness of the Existence of the OutstandingEmployee of the Month in the CityGovernment of Baguio
    • Implementation of the OutstandingEmployee of the Month in the CityGovernment of Baguio
    • Benefits Perceived for Being Nominated/Selected as OutstandingEmployee of the Month
    • Problems of Implementation of OutstandingEmployee of the Month (OEM)
    • Suggestions for Improvement of OutstandingEmployee of the Month
  • METHODOLOGY
    • Locale and Time of the Study
    • Respondents of the Study
    • Data Gathering Procedure
    • Statistical Treatment of Data
  • RESULTS AND DISCUSSION
    • Level of Awareness on the Selection of OutstandingEmployee of the Month of the CityGovernment of Baguio
    • Degree of Effectiveness/Acceptance of the OutstandingEmployee of the Month and its Implementing Guidelines
    • Perceived Benefits of Being a Nominee/Selected OutstandingEmployee of the Month in the City Government of Baguio
    • Problems Encountered in the Implementationof Outstanding Employee of the Monthin the City Government of Baguio
    • Recommendations on the Improvement of the Implementationof the Selection for the Outstanding Employeeof the Month in the City Government of Baguio
  • SUMMARY, CONCLUSIONS AND RECOMMENDATIONS
    • Summary
    • Findings
    • Conclusions
    • Recommendations
  • LITERATURE CITED
  • APPENDIX

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