# data[].attributes.body
Criteria
1) Employees cannot transfer before the end of an appraisal cycle
2) Employees will undergo an exit/transfer interview upon the transfer
3) All concerned supervisors along with management should approve the transfer

If management imposes a transfer, this should have no impact on the transfer of the employee

# data[].attributes.body
Jan 3: New Years supervisors briefing

Start official 2018 training program

# data[].attributes.body
Dec 4-8: Trainer accreditation
Dec 14: Christmas Party

# data[].attributes.body
Nov 24: Culmination of goal-setting
Nov 30-Dec 2: Leadership Summit

# data[].attributes.body
Oct 13: Accounting Socials
Oct 20: Halloween Party
Oct 12-14 Production, HR/Admin, Warehouse, PMO, Data- Caliraya

# data[].attributes.body
1) Ability to enroll users
2) Send memo from HR module
3) Reporting features
-View no. of employees late, absent daily, weekly, monthly
-View overall compliance of employees to required procedures eg performance appraisal
4) Add training schedule

# data[].attributes.body
1) HR-led townhall - once a month
2) COO townhall - once a quarter
3) Departmental townhall - once a month per department, to be led by the department manager

# data[].attributes.body
User
1. Dashboard
-Learning Plan/Path
-Goal Setting
-Reward Points
-Attendance and Tardiness
-Training Schedule for a Week
-Engagement rate based on feedback submitted
2. Course Program Module
-Course Outline
-Average Grade for each course program
3. Rewards
-Display options of redeemable rewards
4. Performance Appraisal
-Built in Appraisal Forms
5. Incentives
6. Calendar
-Add training schedule
Supervisor (Additional Feature)
-Employee of the week will be sent for approval to HR. Once approved, points will be added to the employee.

# data[].attributes.body
Results will be communicated to the employees by HR/supervisor until December 22 by meeting/email.

# data[].attributes.body
1) Supervisors will individually fill out the performance appraisal forms per employee; managers will also fill out the forms for their supervisors
2) Peer appraisal forms will be simultaneously filled out by the employee's immediate peers
3) The supervisor/manager will sit down with the employee with the department head and HR present to discuss the appraisal results (supervisory + peer)
4) At the end of the appraisal the employee will fill out the goal-setting form for 2018, which will be the basis for the 2018 performance appraisal

Schedule
Sept 25 to Nov 24

Expectations by Nov 24:
1) All employees will have been personally appraised by their supervisors
2) Performance appraisal forms have been submitted to HR

# data[].attributes.body
1) Employees will receive a formal guide to the performance appraisal process, including copies of the goal-setting worksheet and the supervisors performance appraisal worksheet
2) Employees will be briefed by HR per department regarding the process

Pre-appraisal schedule:
Sep 20: Supervisors orientation
Sep 22: Email of appraisal process to employees; departmental briefing

# data[].attributes.body
1) Notice of request for explanation
2) Explanation letter
3) Management proceedings
4) Memo

# data[].attributes.body
1) Resignation letter
2) Exit clearance

# data[].attributes.body
1) Request letter
2) Loan contract

# data[].attributes.body
Checkpoint template - for reporting purposes back to HR

# data[].attributes.body
Annual departmental/team KPI form

# data[].attributes.body
1) Nomination form for employee of the week and employee of the month
2) Nomination form for team of the month

# data[].attributes.body
1) Coaching plan
2) Mentoring plan
3) Feedback form

# data[].attributes.body
1) PIP/goal-setting worksheet
2) Self-assessment
3) Performance appraisal by supervisor/manager
4) Peer review form - template
5) FGD results - template
6) Measuring engagement - template

# data[].attributes.body
1) Learning plan per employee
2) Course outline and course program
3) Feedback form after every training session

# data[].attributes.body
1) Official employment information sheet
2) Employment contract
3) HR manual with signed receiving copy
4) NDA and confidentiality agreement
5) 201 attachments:
a) SSS
b) Philhealth
c) HDMF
d) TIN
e) Occupational permit
f) Diploma
g) TOR
h) Medical certificate
i) NBI clearance
j) Police and barangay clearance

# data[].attributes.body
1) Request for hiring
2) Application form - VES
3) Test documents
4) Interview and exam summary
5) Cover page
a) Overall score
b) Recommendation abstract
c) Approved salary
d) COO/CEO approval of the hire
6) Job offer - to be sent via email the day after hire is approved
7) BDO application form

# data[].attributes.body
1) Implement in 2018
2) Apply as an savings loan association
-Finance/Accounting to prepare all financial projections required by BSP in September

# data[].attributes.body
1) Employee writes formal letter addressed to HR requesting for a salary loan
2) HR computes the amortization schedule of the loan amount plus interest, taking into consideration the employee's capability to pay
3) Interest is 5% per year
4) HR draws up contract between employee and the company to be signed by GAV

# data[].attributes.body
During the investigation period the employee may not access sensitive internal systems (email, VES, SAP)

HR will notify IT of access freeze

# data[].attributes.body
To discuss with GAV
-employees can be eligible for retirement at age 50 (prorated)
-Discuss - accrual of unused vacation leaves

# data[].attributes.body
1) Upon turning sixty, employee is eligible for retirement
2) One month basic salary for every year of service
3) Philplan group retirement plan

# data[].attributes.body
1) Socials
-Oct 2017: Accounting
-Nov 2017: HR - Vibal Debate
Tournament
-Jan 2018: Publishing
-Feb 2018: Creatives
-March 2018: Vibe
-April 2018: Production
-May 2018: Company
-June 2018: Admin
-July 2018: Marketing
-August 2018: Sales
-September 2018: Warehouse
-Oct 2018: Accounting
-Nov 2018: HR
-Dec 2018: None - Christmas Party

2) Community outreach
-must be conducted every quarter per department
3) Volunteer drive
-during calamities, send employees to relief centers aside from donating goods
-reading center per barangay under Vibal Foundation - Gem to coordinate
4) Employee clubs - SET GA
-dance club
-school of music
-book club
-bible fellowship club
-art club
-mountain hiking club
-parenting club
5) Sports tournaments / fun runs
-Vibalympics - March
-Vibaliga - December
-UNICEF/Red Cross fun runs
6) Company outing
7) Team building
8) Family day / Foundation Day
-picnic; department pot-luck
9) Christmas Party
10) Vibal Code Camp for Vibe in February c/o Rizal, Dante, Karen
11) Vibal Writers Workshop in March c/o Wei and Liezl - form a committee to put the rules together
12) Vibal Jamboree in January - Infanta or Los Banos
13) Halloween Party - Oct 20, 2017
14) Team workouts - HR to provide schedule
15) Movie screenings

# data[].attributes.body
1) Quarterly survey among employees per department
2) Indicators:
-Turnover per department
-Engagement score per department
-Absences and tardiness per department
3) FGD results with employees

Ratings
Poor
Average
Above average
Highly satisfactory
Outstanding

# data[].attributes.body
1) Must be standard for all resigning employees
2) HR to conduct the exit interview
3) HR to follow exit interview template
4) Results of exit interview to be reported to the COO, department manager and supervisor

# data[].attributes.body
1) Regular checkpoint as stipulated by management must be implemented to increase supervisor awareness of employee dissatisfaction so resignations can be pre-empted
2) HR must conduct a one-on-one with a resigning employee before that employee will even submit the resignation letter to determine actual cause of resignation if any because the reason might be the supervisor or the working environment or the nature of the work

# data[].attributes.body
1) Employee files a resignation letter and sends it to supervisor, department manager, and HR
2) COO must always be informed of any resignation by the department manager and/or HR
3) Deliberation must be conducted between supervisor, department manager, and HR whether to try to retain the employee or let them go
4) Thirty days' notice must always be extended by employee to effect proper turnover, overseen by the supervisor and department manager
5) Exit clearance is filed by the employee on his or her last day. All company-issued equipment must be returned and company obligations settled before clearance will be issued. Any outstanding financial obligations will be debited from the last salary.

# data[].attributes.body
1) Send notice of redundancy to DOLE containing list of employees for retrenchment
2) Send notice to affected employees
3) Computation of separation pay is 1 month basic salary for every year of service

Basis of retrenchment
1) Consolidation of positions
2) Re-organization
3) End of project/business unit

# data[].attributes.body
1) Basis is disciplinary action matrix
2) Per law termination is justified if there is evidence of serious misconduct on the part of the employee
3) Must follow due process
-Notice of explanation
-Management deliberations

# data[].attributes.body
1) Supervisors should call employees' attention to questionable behavior or attitude; this will qualify as a verbal warning
2) Supervisors can hold a meeting with HR to resolve the issue
3) Supervisors can also issue written warnings outlining specifically the offenses committed by the employee in order to resolve the problem before it is escalated to HR
4) Supervisors should be conscious of which issues they can handle and which issues they should escalate immediately to HR

# data[].attributes.body
1) Orient supervisors on the disciplinary matrix
2) Agree on protocol to handle disciplinary infractions; should be uniform to avoid notion of discrimination by employees
3) Always observe due process under the law; all disciplinary actions undertaken by the company are consulted with our legal counsel Sycip Salazar

# data[].attributes.body
1) Supervisor's report to HR via email sent to cdatol@vibalgroup.com and alopez@vibalgroup.com
2) HR will issue notice to explain to the employee
3) Employee will submit initial explanation letter within five days after issuance of notice to explain
4) Management (department managers + concerned supervisors) will deliberate based on investigation and explanation letter
5) HR will issue deliberation results to the employee, with sanctions--when imposed--based on the company's disciplinary matrix

# data[].attributes.body
Vibal Disciplinary Matrix

# data[].attributes.body
Learning log - video, diary

# data[].attributes.body
Normally every week though mentee can approach the mentor at any time

# data[].attributes.body
For new employees, newly transferred, and newly promoted supervisors/employees
Each new employee must be assigned a mentor for the next three months
Mentor may be direct supervisor, department manager, or a senior peer

# data[].attributes.body
Coaching plan
-To be submitted to HR/manager
Copied to employee
Coaching evaluation
-To be conducted by HR

# data[].attributes.body
Based on coach plan - c/o KEM (to email template to HR)
Normally once every two weeks
Within a defined time frame

# data[].attributes.body
Annual PIP
Manager and employee to agree on which performance aspect/component needs coaching
Coaching may be conducted by direct supervisor or employee's peer with competency on the issue
All coaching programs must be approved by HR

# data[].attributes.body
1) Checkpoint highlights
2) Reported to HR/immediate supervisor

# data[].attributes.body
New hires - per schedule under new hires column
Regular rank and file
a) HR - 1x a month
b) Supervisor - every 2 weeks

Supervisor
a) HR - 1x a month
b) Manager - 1x a month

Department manager
a) COO - 1x a month

Mandatory.

# data[].attributes.body
+to approved points sytem by GAV

Trainer accreditation
Upon accreditation: 10 pts
Per training course: 20 pts

Perfect attendance for a month: 5 points

Holding a brown bag session: 5 pts
(HR to approve brown bag schedules and topics per month)

Referral of a successful applicant: 20 points

Engagement - situational
-if employee participates in a social activity
-help during a company volunteer drive

Coaching / Mentoring
Accreditation - 2 points
Per session - 2 points
Successful coaching/mentoring - 10 points

Employee of the month - ???
Spot Award - ???

# data[].attributes.body
Prerequisites:
1) Company should outline annual key performance metrics/indicators to be approved by the COO/CEO. Metrics must be aligned to the company objectives for the year or over a period of years.
-Financial
-Operational

2) 100% achievement rate  = 14th month for all employees across the board

# data[].attributes.body
Prerequisites:
1) Department should outline annual key performance metrics/indicators to be approved by the COO/CEO. Metrics must be aligned to the company objectives for the year or over a period of years.

2) 100% achievement rate  = monthly basic salary per employee in the department

3) 90 to 99% = 80% of the monthly basic salary per employee in the department

4) 85 to 89% = 60% of the monthly salary per employee in the department

Below 85% = SORRY KTHX BYE

# data[].attributes.body
Prerequisites:
1) Manager must have attended and passed all required training courses planned by the learning team
2) No disciplinary memos issued
3) Highly recommended - peer appraisal
4) Highly recommended - immediate supervisor
5) Must have participated in all required employee engagement activities
6) Highly recommended by immediate supervisor for the past two years
7) All supervisors  reporting to the department manager must have achieved individual scores of 90% and above during appraisal
8) Average score of department must be 85%
9) Employee engagement metric in department must be rated "highly satisfactory"
-based on HR rubrics
-factor no. of resignations, lates, and absences in the department

Weighting:
Achievement of departmental goals: 40%
Appraisal: 30%
Compliance: 30%

If score is below 90% - not considered for increase until the next appraisal cycle

90 to 95: 1 grade up
95 to 100: 2 grades  up

Appraisals:
Ranking:
1) Poor
2) Needs improvement
3) Satisfactory
4) Highly recommended
5) Outstanding

Manager's appraisal:
1) Essay
a) Assessment
b) SWOT analysis
c) Recommendations
d) PIP compliance by employee - achievement rate
e) Training results

2) Rating - must always explain reason behind the rating

Peer appraisal
1) Rating
2) FGD
3) Essay

Staff appraisal
1) Rating
2) FGD
3) Essay

Employee self-assessment*
1) Leadership - how were you as a leader in the past cycle? - based on leadership competencies outlined by HR
-Organizing work
-Planning
-Execution
-Coaching and mentoring
-Data-driven decision-making

Performance Improvement Plan (PIP)
1) Mutually agreed upon between the department manager and COO
2) Compliance with PIP goals will be basis of employee appraisal in the next cycle

# data[].attributes.body
Prerequisites:
1) Supervisor must have attended and passed all required training courses planned by the learning team
2) No disciplinary memos  issued
3) Highly recommended - peer appraisal
4) "Frequently exceeds expectations" - department manager
5) Must have participated in all required employee engagement activities
6) Rated "frequently exceeds expectations" by department manager for the past two years
7) All team members must have achieved individual scores of 85% and above
8) Must be an accredited trainer by the training team

Weighting:
Training courses/exams: 20%
Achievement of team goals: 30
Appraisal: 30%
Compliance: 20%

If score is below 90% - not for increase until the next appraisal cycle

90 to 95: 1 grade up
95 to 100: 2 grades  up

Appraisals:
Ranking:
1) Poor
2) Needs improvement
3) Satisfactory
4) Highly recommended
5) Outstanding

Department manager's appraisal:
1) Essay - to be graded by HR / COO per rubric or panel review
a) Employee assessment
b) SWOT analysis
c) Recommendations
d) PIP compliance by employee - achievement rate

2) Rating - must always explain reason behind the rating

Peer appraisal
1) Rating
2) FGD

HR/management appraisal
1) Rating
2) Essay - focus on teaming, collaboration, outstanding achievements

Staff appraisal
1) FGD
2) Rating
3) Essay
*Rubrics for grading

Employee self-assessment
1) Supervisor
2) Peers
3) Workplace
4) Self-assessment of performance - essay type
5) Self-assessment - rating of own performance

Performance Improvement Plan (PIP)
1) Mutually agreed upon between the supervisor and department manager
2) Compliance with PIP goals will be basis of employee appraisal in the next cycle

# data[].attributes.body
Prerequisites
1) Supervisory or managerial position must be vacant
2) Employee must meet all prerequisites for the position as outlined in SmartHR/HR site
3) Employee must be highly recommended by supervisors of the same level/peers within the department
4) Employee must pass exams specific to the position and must be panel interviewed by fellow supervisors
5) Employee must be panel interviewed by department managers, KEM
6) Employee must have scored "highly recommended" in the past two appraisal cycles
7) No disciplinary warning or memo issued

Application form
1) Essay - outline what he/she can offer to the team
2) Set goals for the position
3) Why does he/she want the position

*Applicant can also be nominated by other supervisors within the department
-Nominations must also contain an essay-type justification

Upon approval of promotion after appraisal :

1) Employee will be OIC in the position for six months; another evaluation cycle
2) Employee will get salary grade 1 for the applied position
3) Checkpoint with HR and team after three months
4) After six months the employee will be appraised by peers, his/her team, management, HR - similar performance appraisal to supervisor appraisals

This process can also be applied to lateral transfers to other departments. Unless the position being applied for in the other department is supervisory in nature, the applicant, if accepted by the department, will start at salary grade 1 of the position applied for

# data[].attributes.body
Prerequisites:
1) Employee must have attended and passed all required training courses
2) No disciplinary memos issued
3) Highly recommended - peer appraisal
4) Highly recommended - supervisor
5) Must have participated in all required employee engagement activities
6) Highly recommended for the past two years

Weighting:
Training courses: 40%
Appraisal: 30%
Compliance: 30%

If score is below 85% - not for increase until the next appraisal cycle

85 to 90: 1 grade up
90 to 95: 2 grades up
96 to 100: 3 grades  up

Appraisals:
Ranking:
1) Poor
2) Needs improvement
3) Satisfactory
4) Highly recommended
5) Outstanding

Supervisor's appraisal:
a) Appraisal form

Peer appraisal
1) Rating
2) FGD

HR/management appraisal
1) Rating
2) Essay - focus on teaming, collaboration, outstanding achievements

Employee assessment
1) Supervisor
2) Peers
3) Workplace
4) Self-assessment of performance - essay type
5) Self-assessment - rating of own performance

Performance Improvement Plan (PIP)
1) Mutually agreed upon between the supervisor, department manager, and employee
2) Compliance with PIP goals will be basis of employee appraisal in the next cycle

# data[].attributes.body
Prerequisites:
1) Employee must have attended and passed all required training courses
2) No disciplinary memos or written warnings issued
3) Highly recommended - peer appraisal
4) Highly recommended - supervisor
5) Must have participated in all required employee engagement activities

Weighting:
Training courses: 40%
Appraisal: 30%
Compliance: 30%

If score is below 85% - not for regularization

If score is 85% to 90% - evaluation must be extended for another 1 to  2 months; employee must be informed of gaps analysis

If score is 90% - regularization
Upon regularization, employee will move up the salary grade:

90 to 95: 1 grade
96 to 100: 2 grades  up

Appraisals:
Ranking:
1) Poor
2) Needs improvement
3) Satisfactory
4) Highly recommended
5) Outstanding

Supervisor's appraisal:
1) Essay
a) Employee assessment
b) SWOT analysis
c) Recommendations

2) Rating - must always explain reason behind the rating

Peer appraisal
1) Rating
2) FGD

Employee assessment
1) Supervisor
2) Peers
3) Workplace
4) Self-assessment of performance - essay type
5) Self-assessment - rating of own performance

SEPT. 10 MEET SUPERVISORS RE APPRAISAL
OCT. 1 START APPRAISAL

# data[].attributes.body
Weekly until regularization or dismissal
HR to provide checklist/template with supervisor input
Must be conducted until employee is regularized
Supervisor to submit results of weekly checkpoint to HR/department manager

# data[].attributes.headline
Employee Checkpoint (with HR + department manager + supervisor)  

# data[].attributes.subject
Employee Checkpoint (with HR + department manager + supervisor)  

# data[].attributes.body
Within 60 days after hiring
-Peer review
-Performance appraisal - results from actual work + training
-Supervisor review
-Self-assessment

# data[].attributes.body
Casuals/Proby
1) Basic salary
2) Government-mandated benefits
-Philhealth
-SSS
-HDMF
3) Free meals
4) Free use of library and gym
5) Flexi time
6) Training program
7) 13th month pay
8) Company-issued laptop/device

Regular
1) Basic salary
2) Government-mandated benefits
3) Free meals
4) HMO - Intellicare
-100,000 for rank and file
-200,000 for supervisors
5) Educational assistance
-P5000 per child per year
*if single, employee can enroll in a course/class/seminar and reimburse
6) Medicine allowance
-P2,000 per year - prescription drugs only
7) Communication allowance
-P300 per month per employee
-Varying rates depending on nature of work
8) Clothing allowance
-P5,000 per year per employee
Rules:
a) Reimbursible
b) Must present official receipt and actual clothes
c) Selfie wearing the clothes
d) Pre-selected shops:
-Uniqlo
-H&M
-Forever21
-SM Store
-Cotton On
-Bench
-Zara
-Kamiseta
-Bayo
-Giordano
-Dorothy Perkins
-Topshop
-Mango
-Promod

For females:
1) Blouses
2) Dresses
3) Skirts
4) Cardigans
5) Closed-toe shoes
6) Heeled or flat sandals
7) Boots
8) Dark wash jeans

For males:
1) Long-sleeved button-down shirts
2) Trousers
3) Chino pants
4) Leather shoes
5) Blazer
6) Short-sleeved polo
NO POLO SHIRTS

9) Paid sick leaves, emergency leaves, vacation leaves

10) Unpaid 30 day leave - with approval of supervisor and management

11) Birthday gift
-P1000 for rank and file
-P2000 for supervisors
+birthday cake for all

12) Group insurance
-Chris to source rates
-Minimum 140,000; maximum 1,000,000

13) Book allowance
-P5,000 per employee per year
-Consumable
-Purchase of Vibal books only
-Only one copy per title
-At employee discount of 30%
-Not for resale

14) Performance incentives and bonuses
-SEE PERFORMANCE APPRAISAL WRITE-UP
-inclusive of bonus c/o performance appraisal and departmental performance
-company-based performance bonus

15) Continuing education
a) Masteral studies / distance learning
*Publishing
-MA Education
-MA Curriculum
-MA Philippine Studies
-MA Asian Studies
-MA Mathematics
-MA Distance Learning
-MA Literature
etc.
-must be related to job position
-only for certain universities:
a) UP
b) PNU
c) DLSU
d) Ateneo
e) UST
f) University of San Carlos
g) MSU

*Engineering/IT
-MS IT
-MS Computer Science
-MS Computer Engineering
-MBA
Schools
UP
Mapua
DLSU
University of San Carlos
MSU

*Operations (Sales/Marketing/HR/Accounting)
-For educ services/HR: MA Educ
-MBA
-MS Information Science
-MS Finance (??)
-MS Engineering
-MS Psychology
Schools:
UP
Ateneo
AIM
DLSU
University of San Carlos
MSU
PNU (for MA Educ)

*Creatives
MFA
MA Multimedia
MA Film
MA Art Studies
Schools:
UP
UST
DLSU
University of San Carlos
MSU
La Salle Benilde
FEU

Bond
-employees accepting financial aid will be bonded depending on the financial aid extended:
-100,000 and below: 3 years after MA is granted
-100,000 to 250,000: 5 years after MA is granted
-250,000-500,000: 7 years after MA is granted
-500,000+: 10 years after MA is granted
-Vibal will cover enrollment/tuition fees
-Book/required course materials (not photocopies) may be reimbursed
-Grades must be submitted every semester to HR for evaluation
-Shifting subject for management approval
-Failure to complete the course will entail reimbursing the company for paid fees + interest (3% per year) by one-time payment or salary deduction
-Employee must not be late more than 4 times a month
-Employee must not be absent more than once a month unless on sick leave or vacation leave
-Employee must maintain above average performance score during appraisal

c) Certification - SEPARATE DISCUSSION
-bond rules same as for continuing education/masteral studies

# data[].attributes.body
1) Choose applicants on the basis of schools

Publishing
*grade point average of applicants must be 2.5 or higher
-PNU
-UP
-UST
-PUP
-Ateneo
-DLSU
-PLM
-Lyceum
-FEU
-UE
-University of San Carlos
-MSU
-San Beda
-SLU
-University of Minda

Engineering
-Mapua
-PUP
-UE
-UP
-TUP
-FEU
-UST
-STI/AMA - grade point average must be 1.75 or higher

Creatives
-FEU
-UP
-UST
-DLSU
-La Salle Benilde
*must present portfolio of works

Marketing
-UP
-PUP
-UST
-Ateneo
-DLSU
-FEU
-UE
-PNU - educ services
*Education services - must be BEE or BSE degree holder and LET passer

Sales
-graduate from any accredited university of a four-year course, preferably:
-Marketing
-Communication Arts
-Journalism
-Business Administration
-preferably with previous sales experience
*SALES COORDINATOR
-graduate from the following universities:
-PUP
-PLM
-FEU
-UE
-San Beda
-courses - Business Administration, Marketing, Accounting, Business Finance

Warehouse
*casuals
-graduate of of at least two-year course in college or with at least 60 units completed
-certification from TESDA
*regular plantilla
-four-year course, majoring in:
--Engineering (Industrial Engineering, Mechanical Engineering)
--Business Administration
--Accountancy
--IT
-with TESDA certifications

Press
*machine/bindery operator
-graduate of a four-year college course, preferably machine or electrical engineering:
TUP
PUP
UE
PLM
state universities

Motorpool
-graduate of at least a two-year course
-preferably with TESDA certification NC 1 AND NC 2 for automotive maintenance
-professional drivers license

Maintenance/General Services
-graduate of a four-year course from the following universities:
-TUP
-PUP
-UE
-PLM
-state universities
-TESDA-certified (NC 1, NC2), depending on position

Accounting
-CPA passers
-From the following schools:
PUP
UE
FEU
UP
DLSU
San Beda
UST
Ateneo

Data Science
-Graduates of statistics, math, applied math, computer engineering, physics, economics, sociology, communications research, anthropology, psychology
-From the following schools:
UP
PUP
UST
Ateneo
DLSU
PNU

PMO
-Graduates of business administration, management software/industrial engineering, IT, communication arts/mass com
-From the following schools only:
UP
PUP
Ateneo
UST
DLSU

HR
*Paralegal
-Graduate of Business Administration, Sociology, Philosophy, Political Science, Public Administration, or any other social science course, Communication Arts
-From the following universities:
UST
PUP
Lyceum
UE
FEU
San Beda
-must have passed the paralegal certification course
-preferably with law units
*Training
-Education graduate, LET passer
-Preferably with teaching experience
-Graduate from:
PNU
PUP
UP
DLSU
UE
*Recruitment
-Graduate of psychology, sociology, HRD
-From the following universities:
UE
PUP
UST
UP
*HR/Benefits - same as recruitment specialist qualifications, preferably with experience

# data[].attributes.body
within 45 working days after hiring

FGD coverage
1) Workplace evaluation
2) Review of colleagues
3) Review of supervisors

# data[].attributes.body
(after 2 weeks)

# data[].attributes.body
tablet (to request to Kristine Aspa)

# data[].attributes.body
a. Workfow and procedural process (c/o supervisor and department head)
-systems (VES) training
b. Team endorsement and welcome dinner
c. Culture orientation
d. Task Endorsement

# data[].attributes.body
a. Company overview
b. Orientation on Company policies (HR manual + disciplinary matrix with signing of acknowledgment)
c. Compensation package
d. Tour and Introduction
e. SmartHr enrollment
f. vibalgroup email request
g. biometrics enrollment
h. Access card
i. picture taking for company ID
j. BPI/BDO enrollment
k. endorsement to supervisor
l. issuance of company-issued device

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a. 4 pcs 1x1 picture
b. SSS
c. Pag Ibig
d. Philhealth
e. TIN
f. Occupational and Health Permit
g. NBI
h. medical Hi-precision
i. COE
j. marriage contract
k. NSO birth cert
l. NSO birth cert of dependents
m. Photocopy of diploma

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(within 24hrs send via email)

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a. Result typed up in a cover letter and abstract

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a. Rubric (with results/recommendation)

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a. Rubric (with results/remarks)

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a. Rubric (with results/remarks)
b. Recommendation

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a. V-Smart (online test)
b. Pen-and-paper

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a. CV/ Resume
-University affiliation
-Experience
b. TOR
c. TESDA cert (warehouse and prod)
d. Brgy. Clearance (warehouse and prod)
e. Police Clearance (warehouse and prod)
f. NBI Clearance (warehouse and prod)
g. SSS
h. Pag Ibig
i. Philhealth
j. TIN

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a. Language Proficiency Test
b. Culture Fit Intelligence (for subcription)
c. Technical Test (c/o requester)
d.  Hand Test (100K Php) (warehouse/production/motorpool)
e. 16PF (for subcription)
f. IQ/EQ (for subcription)

TECHNICAL TESTS:

Publishing
-Essay of 500 to 1,000 words on a specific topic of their interest
-Short story of 1,000 to 3,000 words
-Copy editing exam
-Marginalia writing - HR to select lessons from VGI books for applicant to annotate
*If applicant is a licensed teacher or education grad, test for:
a) Curriculum competency - design test on the K-12 curriculum - theoretical and highly abstract c/o Dong + Dwight
b) Instructional design competency c/o Nick + Sally
-Lesson writing
-Test item writing

Engineering
*Software engineer
-Written technical exam
-Sandbox development - actual code writing in a sandbox environment - c/o Dante + Rizal
-Logic exam
-Solutions architecture and design exam
*IT
-Written technical exam
-Actual hands-on configuration exam c/o Ems
-Solutions architecture and design exam
*DevOps
-Written technical exam - principles of devops, test engineering, quality assurance
-Hands-on bug finding and reporting
-Technical report writing

Marketing
-Written technical exam on marketing concepts and principles
-Marketing plan or marketing campaign
-On-site presentation/demonstration
-Behavioral interview

Sales
-Written technical exam on marketing concepts and principles
-On-site presentation/demonstration
-Behavioral interiew
*Sales coordinator
-Written technical exam on marketing concepts and principles
-Practical exam on data preparation and Excel handling c/o Gelo
-Behavioral interview - customer service orientation

Accounting
-Written technical exam - CPA practice exam/reviewer covering the following:
a) management accouning
b) financial reporting principles
c) audit principles
d) trial balance
-Practical exam - write notes on  financial exam to explain certain revenue and expense entries

Motorpool
-Driving with Motorpool supervisor (Roy Opulencia) with rubric to grade performance
-Practical exam on car repair and maintenance, scenario-based (changing flat tire, change oil, jumpstarting battery) - 4 to 5 scenarios
-Navigation exam
a) Driving without GPS - ask him to drive to 5 locations - test familiarity with Metro Manila
b) Map reading exam

Data Science
1) Written technical exam - data science and statistics - must be heavily equation-based
Subject coverage:
a) Calculus
b) Logarithms
c) Quadratic equations
d) Regression analysis

2) Excel
-Technical exam on summarizing/consolidating data set
-Pivot
-VLOOKUP

3) R
-Two hours to read up on R and to use the graphical interface
-To be followed by practical exam on running  a statistical workflow on R

HR
1) Essay-type exam - scenario-based; focused on psychological analysis and inquiry
2) Behavioral interview - must have rubric
*Paralegal
1) Write a case digest outlining facts of a case e.g., employee labor lawsuit
2) Edit a contract (scenario-based)
3) Written exam on legal principles  - focus on labor law, law on obligations and contracts, civil law, corporate law
4) Essay (scenario-based)
*Training/Employee Engagement
1) Course design for a department or tied to a specific curricular objective
2) Talent portion
3) Training/facilitation demo for employees (graded - with rubric)

Creatives
*Production Artist (graphic, layout)
1) Design project - book layout, poster, ad campaign
-Design document
-Actual rendering of material
2) Illustration and coloring test
-Manual
-Digital
3) Art project - of the applicant's choosing
*Illustrator
1) Illustration - subjects to be chosen by supervisor (illustrate from life or model)
2)  Painting - watercolor or acrylic
3) Digital illustration or mixed media
*Multimedia Editor
1) Short film - 1 minute  - subject of our choosing
-Scriptwriting
-Camera handling
-Filming
-Editing
-Sound engineering
2) Animation - 1 minute
-Storyboarding
-Maya 3D rendering
*Advertising/Copywriting
1) Ad campaign from conceptualization to pitch
2) With copy

Warehouse
*Warehouse associate/stock clerk
1) Reading comprehension
2) Abstract logic
3) Excel - extrapolating and summarizing data
4) Scenario-based essay
5) Plot a delivery plan - scenario-based
6) Navigation exam
*Warehouse helper
1) Reading comprehension
2) Abstract logic
3) Behavioral interview - hand-test
4) Practical exam - actual lifting and carrying of books - time and motion exam

Production
*Press operator
1) Technical written exam on key mechanical engineering concepts
2) Practical exam
a) Orientation on a press/machine
b) Study time
c) Parts explanation and live running of the machine

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Interview with COO/CEO

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Interview with the HR Manager
(rubric and with recommendaion)

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Fourth Screening (except Production and Warehouse)

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Fourth Screening (except Production and Warehouse)

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Peer Interview
(rubric)

Interview with Manager

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Supervisor Interview
(rubric on what to look at during interview) )(items like communication skills, technical skills, presentation of self) (with recommendation)

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Applicants screening based on requirements and background check (c/o recruitment) (1 day)

Facebook screening - all applicants are required to friend HR on the SPOT

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a. Job Fair in universities
b. SM/Inquirer/Jobstreet job fairs
b. Paid job ads (Jostreet, Calibrr)

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a. Indeed
b. FB
c. BestJobs
d. Write student affairs offices of universities to source graduate lists and post job postings in universities:
-PNU
-PUP
-UP
-Mapua
-Ateneo
-DLSU
-Lyceum
-UST
-PLM
-FEU
-UE

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Notification to requester of the approved manpower request

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Notification to requester of the approved manpower request

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thru email

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Document: Manpower request form with the ff details:

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Document: Manpower request form with the ff details:

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d. NEEDED MANPOWER (IN NUMBER)
e.DESIGNATION
l.TYPE OF EMPLOYMENT CONTRACT
m.Needed Device and Software (e.g. laptop, nodejs, open office)