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METROPOLITAN NAGA WATER DISTRICT HANDBOOK 1 | Page

Table of ContentsVision................................................................................. 6Mission ............................................................................... 6Values ................................................................................ 6Quality Policy ....................................................................... 6 Organizational Structure..................................................................................... 7 Memorandum No. OGM2016-02-006................................................................. 7 STRICTLY RESTRICTED ......................................................................................... 7 COVERAGE: ......................................................................................................... 8 EXCEPT:............................................................................................................... 8 CSC-MEMORANDUM CIRCULAR NO. 17, s. 2009................................................. 8 STRICT IMPLEMENTATION & OBSERVANCE ........................................................ 8 MNWD DRUG-FREE POLICY PROGRAM............................................................... 9 BASIS: .............................................................................................................. 9 EXPLICITLY PROHIBITS...................................................................................... 9 COVERAGE ....................................................................................................... 9 MNWD may conduct drug testing any of the following circumstances:........... 9 Consequences of Policy Violations................................................................. 10 THE PROPER OBSERVANCE OF PERSONNEL CONDUCT & DEPORTMENT .......... 11 No Littering.................................................................................................... 11 No Loitering ................................................................................................... 12 No I.D. No Entry ............................................................................................. 12 OFFICIAL ID .................................................................................................... 13 NO HATS POLICY ............................................................................................ 14 REVISED DRESS CODE FOR ALL GOVERNMENT OFFICIALS & EMPLOYEES IN THE WORKPLACE .................................................................................................. 14 2 | Page

EXEMPTIONS: ................................................................................................ 15 CSC MEMORANDUM CIRCULAR NO FLAG RAISING & LOWERING CEREMONIES 16 FLAG RAISING ................................................................................................ 16 FLAG LOWERING............................................................................................ 16 OFFICIAL BREAKTIME: .................................................................................... 16 NOONTIME BREAK:........................................................................................ 16 PERKS................................................................................................................ 17ORIENTATION ON POLICIES & PROVISIONS OF BASIC LEAVE AVAILMENT,PRIVILEGES AND COMPENSATORY TIME-OFF .................................. 18 GOVERNMENT OFFICE HOURS.......................................................................... 19 Weekdays ...................................................................................................... 19 Flexible working hours................................................................................... 19 Half Day Absence........................................................................................... 19 What is Tardiness?......................................................................................... 20 Habitual Tardiness? ....................................................................................... 20 The penalty for frequent unauthorized tardiness (Habitual Tardiness).......... 20 What is Undertime?....................................................................................... 20 Policy on Undertime ...................................................................................... 20 Various Aspects of Working Time .................................................................. 20 Record of Attendance (HRIS) ......................................................................... 21 Leave Privileges ................................................................................................ 21 LEAVE OF ABSENCE ........................................................................................ 21 Entitlement and forms of Leave Privileges..................................................... 21 VACATION LEAVE........................................................................................... 21 VACATION LEAVE: used for? .......................................................................... 21 Five Days Forced/Mandatory Leave............................................................... 21 SICK LEAVE..................................................................................................... 22 3 DAY SPECIAL LEAVE PRIVILEGE.................................................................... 23 3 | Page

MATERNITY LEAVE......................................................................................... 23 PATERNITY LEAVE .......................................................................................... 24 REHABILITATION LEAVE ................................................................................. 24 PARENTAL LEAVE ........................................................................................... 24 Ten-day Leave under RA 9262 (Anti-Violence Against Women and their Children) ........................................................................................................ 25 Leave WITHOUT PAY...................................................................................... 26MONETIZATION.................................................................... 27 MONETIZATION ................................................................................................ 28 Essence: ............................................................................................................ 28 Parameters: ...................................................................................................... 28 Basic Law .......................................................................................................... 28 Guidelines and Computation ............................................................................ 28 Terminal ........................................................................................................... 29 Terminal Leave .............................................................................................. 29 Approval of Terminal Leave ........................................................................... 29 Effect of Decision in Administrative Case....................................................... 30 BASIS OF COMPUTATION............................................................................... 30COMPENSATORY OVERTIME CREDITS ........................................... 31 COMPENSATORY OVERTIME CREDIT (COC)....................................................... 32 COMPENSATORY time-off (CTO) ....................................................................... 32 Memorandum No. OGM 2015-03-031 .............................................................. 32 GUIDELINES: ..................................................................................................... 32 AVAILMENT OF COMPENSATORY TIME - OFF (CTO).......................................... 33 Accrual and Use of COCs:.................................................................................. 33HUMAN RESOURCE MANAGEMENT CORE PROCESSES ......................... 34 COMPETENCY-BASED RECRUITMENT AND PROMOTION POLICIES ................... 35 I. OBJECTIVES.............................................................................................. 35 4 | Page

II. COVERAGE............................................................................................... 36 III. HUMAN RESOURCE MERIT PROMOTION AND SELECTION BOARD ....... 36 IV. POLICIES AND PROCEDURES ................................................................. 39LEARNING AND DEVELOPMENT (L&D) POLICY .................................................. 41 I. POLICY BASIS ........................................................................................... 41 II. GENERAL PROVISIONS ............................................................................. 41REWARDS AND RECOGNITION POLICY .............................................................. 47 I. BASIC POLICIES ........................................................................................ 47 II. OBJECTIVES.............................................................................................. 50 III. SCOPE ................................................................................................... 51 IV. PROCEDURES ........................................................................................ 51ENHANCED STRATEGIC PERFORMANCE MANAGEMENT SYSTEM ..................... 52 I. CONCEPT ................................................................................................. 52 II. OBJECTIVES........................................................................................... 52 III. BASIC ELEMENTS .................................................................................. 53 IV. SCOPE AND COVERAGE......................................................................... 54 V. RATING PERIOD .................................................................................... 55 VI. PROCEDURES ........................................................................................ 55 5 | Page

VisionA dynamic water district contributing to the improvement of the living standard of the people. Mission To provide fast and technologically suitable water services within our service coverage area. Values A well-organized team advocating Honesty, Excellence, Accountability, Respect, and Teamwork (H.E.A.R.T.) towardsnature protection and water resources conservation imbued with integrity and professionalism. Quality PolicyWe are devoted to the development of sustainable water supply within the Metropolitan Naga Water District service coverage area;We shall provide safe, adequate and affordable potable water to our customers and other stakeholder through maintenance of watersheds, environmental protection and wastewater management; and, We are an institutionally efficient and financially visible water utility; we pledge to continually improve our services in compliance with statutory, regulatory and ISO 9001:2015 requirements. 6 | Page

Organizational StructureMemorandum No. OGM2016-02-006Existing Office Policies, Rules and Regulations on Personnel Conduct &DeportmentSTRICTLY RESTRICTED  Facebook, YouTube, Twitter and other Social Networking  Computer Games  Online Games  Videos  Movies  Cellular Phones, Tablets, IPods, IPads, ITouch and other Gadgets.( with ear-attachments and/or contraptions) 7 | Page

COVERAGE:All Employees during official working hours during the work week.EXCEPT:  Division Managers, Supervisors and Personnel conducting official research relative to the day-to-day operations of the district.  BREAKTIME, Special and Emergency CasesCSC-MEMORANDUM CIRCULAR NO. 17, s. 2009100% SMOKE-FREE POLICY AND A SMOKING PROHIBITIONS All Areas of MNWD Premises, Building and Grounds, Pumping Stations,Septage Treatment Facilities, Reservoirs, including Government Vehicles.STRICT IMPLEMENTATION & OBSERVANCEShutting-off of air conditioning units, computers, lightings and otherelectrical appliances from 12:00 NN to 1:00 PM 8 | Page

MNWD DRUG-FREE POLICY PROGRAMBASIS:  Republic Act No. 9165 “Comprehensive Dangerous Drug Act of 2002”  CSC Memorandum Circular No. 13, s. 2010  Dangerous Drugs Board (DDB)EXPLICITLY PROHIBITS  The use, possession, solicitation for, or sale of dangerous drugs on MNWD premises or away from the MNWD premises  Being imparted or under the influence of dangerous drugs away from the company  The presence of any detectable amount of dangerous drugs in the employee’s system while at work, while on the premises of the company or while on company businessCOVERAGE  All MNWD officers and employees  Job Orders  Contract of Service  Security Guards  Applicants for employment ( mandatory drug testing) as pre- employment requirementMNWD may conduct drug testing any of the followingcircumstances:  Mandatory Drug Test  Random Testing  For-Cause Testing  Post-Accident Testing 9 | Page

Consequences of Policy Violations 1. Any officer or employees who uses, possess, distributes, sell or attempts to sell, tolerates, or transfer dangerous drugs or otherwise commits other unlawful acts as defines under Article II of RA 91665 and its implementing Rules and Regulations shall be subject to pertinent provisions of the said Act. 2. Any official or employee found positive for use of dangerous drugs shall be subjected to disciplinary/administrative proceedings with a penalty of dismissal from the service at first offense 3. The employee’s refusal to undergo drug testing shall be constructed as conduct prejudicial to the best interest of the service and shall be a ground for disciplinary action 10 | P a g e

THE PROPER OBSERVANCE OF PERSONNELCONDUCT & DEPORTMENTNo Littering 11 | P a g e

No Loitering LOBBY AND CUSTOMER AREA EMPLOYERS ARE NOT ALLOWED TO LOITERNo I.D. No EntryEnforced without exception 12 | P a g e

OFFICIAL ID Official ID’s Shall ALWAYS be worn inside the Office Premises and on designated place or work aspect. Official ID’s for Front line/PACD 13 | P a g e

NO HATS POLICYNo hats shall be worn by any personnel while inside the office premisesREVISED DRESS CODE FOR ALL GOVERNMENT OFFICIALS &EMPLOYEES IN THE WORKPLACE Basis: CSC Memorandum Circular No. 19, s. 2000& CSC Resolution No. 002515 adopted last October 30, 2000 Coverage: All officials and employees of the MNWD, both male & femaleOFFICIAL ATTIREPrescribed office uniforms shall be the official attire of its officials andemployees, which shall be worn in accordance with the official uniformsequence schedule.APPROPRIATE ATTIRE  Employees shall be dressed in appropriate business attire  The wearing of “Maong” pants – when paired with a collared polo/shirt for male employees and when paired with appropriate blouse or shirt for female employeesPROHIBITED ATTIRE:  Gauzy, transparent or net-like shirt or blouse.  Sando, Strapless or spaghetti strap blouse  Micro-mini skirt  Walking shorts/ Cycling shorts  Rubber sandals  Rubber Slippers  “Bakya” 14 | P a g e

OTHER PROHIBITED:  Ostentatious display of jewelry, except for special occasions and during official celebrations  Wearing of heavy or theatrical make-up.EXEMPTIONS: a. When the nature of work of the official or employee demands that he/she wears clothing other than those prescribed by the MNWD; b. When religious affiliation or creed or any legitimate practice by the employee in relation thereto, requires him/her to wear a particular clothing; c. Physical disabilities, and other legitimate reasons;Pregnant female employees are allowed to wear maternity dress duringthe period of their pregnancy; d. Employees who lost their loved one can wear mourning clothes during the period of mourning; e. Other circumstances analogous to the foregoing.OTHER MATTERS:  Such as those involving hair style or growing or beard or moustache, shall be governed by the internal rules and regulations promulgated by the MNWD. 15 | P a g e

CSC MEMORANDUM CIRCULAR NO FLAG RAISING &LOWERING CEREMONIESCOVERAGE: ALL MNWD PERSONNEL (PERMANENT/CASUAL, JO’S, CSW’S)FLAG RAISING7:55 AM FIRST BELL (Formation)7:56 AM CHECKING OF ATTENDANCE8:00 AM SECOND BELL (Start of Flag Raising Ceremony)FLAG LOWERING5:00 PM FIRST BELL (Formation)5:01 PM CHECKING OF ATTENDANCE5:05 PM SECOND BELL (Start of Flag Lowering Ceremony)OFFICIAL BREAKTIME:10:00AM – 10:15AM3:00PM – 3:15PMOr equivalent 15 minutes break timeNOONTIME BREAK:20 MINUTES ALLOWANCE GAP BETWEEN TIMING OUT & TIMING IN 16 | P a g e

PERKS 1. Monthly PERA allowance P 2,000 2. Monthly Rice Allowance P 1, 500 for permanent employees only 3. Free Dental Services 4. Uniform Allowance P 6,000 5. Employer share a. HDMF = P 100 MNWD share b. Phil-Health = 50% of Total Monthly Contribution c. GSIS Premium for Permanent Employees only = 12% MNWD share and 9% personal share d. Provident Fund = 3% MNWD share and 9% personal share 6. Bonuses and other benefits a. Mid-Year Bonus -1 month Salary (April 30) b. Year End -1 month Salary (October 30) c. Cash gift (5,000) d. PBB e. CNA f. PEI ( P 2,000) 7. NIGHT DIFFERENTIAL (6PM TO 6AM) 8. PAY PERIODS: Every 15th & 30th of the month, thru ATM Landbank 9. Entitlement of Vacation and Sick Leave/ Availment of Leave Privileges 17 | P a g e

ORIENTATION ON POLICIES & PROVISIONS OF BASIC LEAVE AVAILMENT, PRIVILEGES AND COMPENSATORY TIME-OFF 18 | P a g e

GOVERNMENT OFFICE HOURSWeekdaysMONDAY – FRIDAY8:00 A.M. TO 12 NOON1:00 P.M. TO 5:00PMExcept Saturdays, Sundays and HolidaysFalsification or irregularities in the keeping of time records will renderthe guilty officer or employee administratively liable without prejudiceto criminal prosecution as the circumstances warrant.BASIS: Omnibus Rules Implementing Book V of Executive Order No. 292and Other Pertinent Civil Service LawsFlexible working hours  May be allowed subject to the discretion of the head of department or agency.  Shall not start earlier than 7:00 am and shall not end later than 7:00 pm (MC 14,s. 1989)  Still required to attend the flag ceremony in the morning of Mondays and flag retreat in the afternoon of Fridays.Half Day Absence  ABSENT in the morning is considered tardy and is subject to the provision on Habitual Tardiness;  ABSENT in the afternoon is considered to have incurred undertime, subject to the provisions on Undertime; 19 | P a g e

What is Tardiness?  failure to arrive at a time set;  Lack of punctuality or not arriving on time.Habitual Tardiness? **Any employee shall be considered habitually tardy if he incurs tardiness, regardless of the number of minutes, ten (10) times a month for at least two (2) months in a semester or at least two (2) consecutive months during the year.The penalty for frequent unauthorized tardiness(Habitual Tardiness)Under the Revised Uniform Rules on Administrative Cases in the Civil Service  1st Offense – Reprimand  2nd Offense – Suspension 1-30 days  3rd Offense - DismissalWhat is Undertime?  Working time that is less than the full time or the required minimum;  Usually incurred by an officer or employee who leaves or quits from work earlier than the usual eight hours work schedule in a given working day.Policy on Undertime  Any officer or employee who incurs undertime, regardless of the number of minutes/hours, ten (10) times a month for at least two (2) months in a semester or for at least two (2) consecutive months during the year shall be liable for Simple Misconduct and/or Conduct Prejudicial to the Best Interest of the Service, as the case may be.Various Aspects of Working Time  Official Business Involves attendance to business with other offices which is part ofemployees’ official function 20 | P a g e

 PASS SLIP: (protect employee from any eventuality that may be fall when on official business)Record of Attendance (HRIS)Leave PrivilegesLEAVE OF ABSENCE  Generally defined as a right granted to officials and employees not to report to work with or without pay as may be provided by law and as the rules prescribe in Rule XVI of the ORL.Entitlement and forms of Leave Privileges  15 days’ Vacation Leave (VL)  15 days Sick Leave (SL) annually with full pay  3 days Special Leave PrivilegesVACATION LEAVE  Refers to leave of absence granted to officials and employees for personal reasons, the approval of which is contingent upon the necessities of the service.  Vacation leave for one (1) full day or more shall be submitted 5 days in advance whenever possible, of the effective date of such leaveVACATION LEAVE: used for?  Tardiness & Undertime  5 days annual forced/mandatory leave  Regular MonetizationFive Days Forced/Mandatory Leave  Employees with 10 days or more VL credits shall be required to go on VL whether continuous or intermittent for a minimum of five (5) working days annually. 21 | P a g e

SICK LEAVE  Refers to leave of absence granted only on account of sickness or disability on the part of the employee concerned or any member of his immediate family. IMMEDIATE FAMILY • Spouse • Children • Parents • Unmarried brothers and sisters • Any relative living under the same roof or dependent upon the employee for Support.Amended by CSC MC 6, s. 1999  All applications for SL for 1 full day or more shall be made upon the prescribed form and be filed immediately upon employee’s return from such leave.  Notice of absence should be sent to immediate supervisor and/or agency head.  SL in excess of 5 days shall be accompanied by a proper medical certificate  SL may be applied for in advance…  Head of department or agency may duly determine whether or not granting of SL is proper. In case of doubt, a medical certificate may be required. 22 | P a g e

3 DAY SPECIAL LEAVE PRIVILEGESpecial Forms of Leave Privileges 1. Personal Milestone 2. Parental Obligation 3. Filial ObligationConditions for the Grant of SLP 1. Personal Milestone a. Birthday b. Anniversary c. Wedding 2. Parental Obligation a. Graduation b. Communion c. PTA 3. Filial Obligations a. Medical & b. Social needs 4. Domestic Emergencies a. Sudden urgent repair at home b. Sudden absence of “yaya” or maid 5. Personal Transactions 6. Calamity LeaveMATERNITY LEAVEQUALIFICATIONS: 1. YEARS OF SERVICE RENDERED: Aggregate services of two (2) or more years entitles one to 60 calendar days with full payMANNER OF ENJOYMENT 1. Availed either BEFORE OR AFTER the actual period of delivery 2. Continuous & Uninterrupted (not exceeding 60 calendar days) 23 | P a g e

PATERNITY LEAVERight granted to married male employees to go on leave on theoccasion of his wife’s delivery or miscarriage. (RA 8187)CONDITIONS:  First four deliveries of legitimate spouse with whom he is cohabiting  7 days with pay  May be enjoyed either in a continuous or intermittent mannerREHABILITATION LEAVEOn account of job related wounds or injuries while in the performance ofofficial dutiesDurationMaximum is 6 months, based on the recommendation of medical authorityTreatment of AbsencesAbsences shall not be deducted from the leave credits and does not earnand accumulate leave creditsPARENTAL LEAVEHelp SOLO PARENT cope with their parental obligations7 days in addition to existing leave privilegesConditions:  Rape Victims: Provided, that he mother keeps and raises the child  Parent left solo or alone w/ the responsibility of parenthood  Death of Spouse  Abandonment of spouse for at least one year  Unmarried person who has preferred to keep and rear the children  Physical/Mental incapacity of the spouse;  Detention of the spouse for at least one (1) year;  Declaration of nullity or annulment of marriage as decreed by a court or by a church;  Legal separation or de facto separation from spouse for at least one year; 24 | P a g e

 Being a duly licensed DSWD foster parent or has been appointed legal guardian by the court;  Being a substitute to a Parent who died or abandoned/disappeared for at least one yearConditions in availing parental leave:  At least 1 year in the government service  Can be availed every year  Forfeited if not enjoyed  Not convertible to cashHow to avail?  Secure SOLO PARENT ID from the City/Municipal Social Welfare and Development Office.Ten-day Leave under RA 9262(Anti-Violence Against Women and their Children)RA 9262: QUALIFICATION  Woman victim of violence  Woman whose child is a victim of violence.  Form 6 must be duly supported by any of the following:  Barangay Protection Order  Temporary/Permanent Protection Order  Certification Issued by the Punong Barangay/Kagawad or Prosecutor or Clerk Of Court  Police ReportAvailment  FEMALE employees who have undergone surgery caused by gynecological disorders  FEMALE employees who rendered 6 months in any various government service  Maximum 2 months per year 25 | P a g e

Leave WITHOUT PAY  Absences of an official or employee in excess of his accumulated vacation or sick leave credits.  When an employee had already exhausted his sick leave credits, he can use his vacation leave credits but not vice versa.  LWOP in excess of one (1) month shall require the clearance of the proper head of department or agency. 26 | P a g e

MONETIZATION 27 | P a g e

MONETIZATIONPayment in advance under prescribed limits and subject to specified termsand conditions of the money value of leave credits of an employee uponhis request without actually going on leave.Essence:Payment in advance of the present money value of leave credits whichgenerally is payable only when the employee has retired or resigned fromthe service or transferred to another agency. Hence, the employee availingof monetization of leave credits shall continue to be paid regular salary forthe services rendered CSC Res. 96-2243 Dated March 21, 1996Parameters: Officials and employees in the career and non-career service whetherpermanent, temporary, casual or co-terminus who have accumulatedfifteen (15) days’ vacation leave credits shall be allowed to monetize aminimum of ten (10) days. Provided, that at least five (5) days is retained after monetizationand 50% or more of the accumulated leave credits may be monetize forvalid and justifiable reasons in a given year.Basic LawGovernment officials in the career or non- career service,whether permanent, temporary, provisional or casual may beallowed to monetize a maximum of ten (10) days leave credits CSC-DBM Memorandum Circular No. 1, s. 1991Guidelines and ComputationMonetization of fifty percent (50%) or more of all the accumulated credits(vacation & sick leave) may be allowed for valid and justifiable reasonssubject to the discretion of the agency head and the availability of funds. CSC MC 16, s. 2002 and Budget Circular No.2002-1 Dated Jan.14, 2002 28 | P a g e

Monetization of 50% or more of vacation/sick leave credits maybeallowed for valid and justifiable reasons such as: 1. Health, medical and hospital needs of the employee and the immediate members of his family; 2. Financial aid and assistance brought about by force major events such as calamities, typhoons, fire, earthquake and accidents that affect the life, limb, and property of the employee and his/her immediate family; 3. Educational needs of the employee and the immediate members of his/her family; 4. Payment of mortgages and loans which were entered into for the benefit or which inured to the benefit of the employee and his/her immediate family; 5. In cases of extreme financial needs of the employee or his/her immediate family where the present sources of income are not enough to fulfill basic needs such as food, shelter and clothing; 6. Other analogous cases as may be determined by the Commission.TerminalTerminal LeaveMoney value of the total accumulated leave credits of an employee basedon the highest salary rate prior to or upon retirement date/voluntaryseparationApproval of Terminal LeaveApplication for commutation of vacation and sick leave in connection withseparation through no fault of an official and employee shall be sent to thehead of department concerned for approvalIn this connection, clearance from the Ombudsman is no longer requiredfor processing and payment of terminal leave as such clearance is neededonly for payment of retirement benefitsApplied for by one who intends to sever his connection with his employer.Upon employee’s resignation, retirement or separation from the service.An official/employee on terminal leave does not earn any leave credits ashe is already out of the service 29 | P a g e

While on terminal leave he merely enjoys the benefits derived during thetime of such employmentHe is no longer entitled to the benefits or salary increases that may begranted thereafter.Effect of Decision in Administrative CaseAn official or employee who has been penalized with dismissal from theservice is likewise not barred from entitlement to his terminal leavebenefitsBASIS OF COMPUTATIONIt shall be based on the highest salary received at any time during theperiod of employment in the government service and not on his latestsalary, unless the latter is the highest received by the employee. 30 | P a g e

COMPENSATORY OVERTIME CREDITS 31 | P a g e

COMPENSATORY OVERTIME CREDIT (COC)Refers to the accrued number of hours an employee earns as a result ofservices rendered beyond regular working hours, and/ or those renderedon Saturday, Sundays, Holidays or scheduled days off without the benefitof overtime pay.COMPENSATORY time-off (CTO)Refers to the number of hours or days an employee is excused fromreporting for work with full pay and benefits. It is a non-monetary benefitprovided to an employee in lieu of overtime pay.Memorandum No. OGM 2015-03-031DATE: MARCH 25, 2015SUBJECT:SUPPLEMENTAL OFFICE POLICIES ON OVERTIME RENDITION ANDAVAILMENT OFCOMPENSATORY TIME OFFGUIDELINES: 1. Employees who are LATE shall not be authorized to render overtime within the same day: even a ONE (1) MINUTE late shall be considered for this purpose; 2. OVERTIME rendered in a day shall not be less than ONE (1) HOUR. 3. EMPLOYEES who shall render overtime are entitled to ONE (1) HOUR REST PERIOD/BREAK after THREE (3) HOURS of overtime rendered. If the overtime service covers only THREE (3) hours or less, continuous work is allowed without break time. 4. EMPLOYEES who shall render overtime up to 5:00 AM the following day are entitled to midnight break from 11:30 P.M to 12:30A.M. Provided further that overtime rendered overnight shall not be rendered beyond 5:00 A.M the following day. 5. EMPLOYEES are required to render forty (40) hours of work in a week subject to the schedule adopted by the MNWD. 6. The Head of Office shall determine the need of Overtime Services. In this regard, the office concerned shall issue Overtime Services Authorization, herein attached for reference purposes, specifying the date & time for rendition of OT. 32 | P a g e

7. Overtime Accomplishment Report shall be submitted to the HR Division after rendition of Overtime together with the Overtime Services Authorization.AVAILMENT OF COMPENSATORY TIME - OFF (CTO) 1. CTO may be availed of by an employee in blocks of four (4) or eight (8) hours. 2. The employee may use the CTO continuously up to a maximum of five (5) days per single availment or on a staggered basis within a year.Accrual and Use of COCs: 1. Any unutilized COCs exceeding one hundred (120) hours are deemed forfeited. 33 | P a g e

HUMAN RESOURCE MANAGEMENT CORE PROCESSES 34 | P a g e

COMPETENCY-BASED RECRUITMENT AND PROMOTION POLICIES (MNWD-CBRPP)Pursuant to Section 32, Book V of Administrative Code of 1987 (ExecutiveOrder No. 292), CSC Memorandum Circular No. 3 series of 2001 and CSCMemorandum No. 24 series of 2017, the existing MNWD Merit Selection Plan(MNWD-MSP) is hereby amended to incorporate identified improvementsdeemed necessary during the implementation of the MNWD-MSP. Hence,this shall now be referred to as MNWD – Competency-Based Recruitmentand Promotion Policies (MNWD-CBRPP). I. OBJECTIVESThe Metropolitan Naga Water District (MNWD) recognizes that EqualEmployment Opportunity is a matter of employment obligation, socialjustice and legal responsibility. It is the policy of the MNWD to strictlyadhere to the principles of merit, fitness and equality. There shall be nodiscrimination in the selection of employees on account of age, sex, sexualorientation and gender identity, civil status, disability, religion, ethnicityor political affiliation. 1. Establish a system that is characterized by strict observance of the merit, fitness and equality principles in the selection of employees for appointment to positions in the MNWD. 2. Create equal opportunities for employment to all qualified men and women to enter government service and for career advancement in MNWD. 3. Every men and women will be given a fair and equitable chance to compete for appointment, promotion or transfer, and to pursue their career as effectively as others. Employment decisions relating to appointment, promotion and career development will be determined according to individual merit and competence. 4. This MNWD-CBRPP seeks to provide all employees information on the policies, flow and processes involved in promotion, recruitment, selection and placement of talents to positions in MNWD. 35 | P a g e

II. COVERAGEThe MNWD-CBRPP shall cover all positions in the first and second levelincluding executive/managerial positions.III. HUMAN RESOURCE MERIT PROMOTION AND SELECTION BOARD 1. Legal Basis Section 9 Rule VI Promotion, of the Rules Implementing Book V of EO 292 provides that “To ensure objectivity in promotion, Selection/Promotion Board shall be established in every department or agency which shall be responsible for the adoption of a formal screening procedure and formulation of criteria for the evaluation of candidates for promotion.” With the issuance of the 2017 Omnibus Rules on Appointments and other Human Resource Actions (ORAOHRA), Personnel Selection Board or the Selection/Promotion Board has been renamed to Human Resource Merit Promotion and Selection Board (HRMPSB). 2. Composition The following are the composition of the HRMPSB: Chairperson: Highest Official in-charge of human resource management or his/her authorized representative Regular Members: a. Head of the organizational unit where the vacancy exists or his/her authorized designated alternate. b. Human Resource Management Officer (HRMO) or the career service employee directly responsible for recruitment, selection and placement, or his/her authorized designated alternate. 36 | P a g e

c. Two (2) regular and alternate representatives of the rank and file career employees, from the first level and from the second level, who shall all be chosen by the duly accredited employees association of MNWD. The agency head shall, as far as practicable, ensure equal opportunity for men and women to be represented in the HRMPSB for all levels of positions. For continuity of operation, all HRMPSB members shall have alternates. In case of the absence or incapacity of the regular member to attend meetings, alternate members will take over. The membership of the HRMPSB can be modified, provided it conforms to the prescribed composition. A reasonable number of members, may be added, but the prescribed composition may not be reduced. The agency head shall, as far as practicable, ensure equal opportunity for men and women to be represented in the HRMPSB for all levels of positions.3. Duties and Functions a. The HRMPSB shall serve as the recommending body for the appointment. However, final decision on whom to appoint shall be with the appointing officer/authority. b. The HRMPSB shall ensure that there will be no discrimination in the selection of employees on account of age, sex, sexual orientation and gender identity, civil status, disability, religion, ethnicity or political affiliation. c. The HRMPSB shall evaluate applicants in accordance with the MNWD-CBRPP shall recommend to the General Manager the top five (5) ranking applicants deemed most qualified for appointment to the vacant position; 37 | P a g e

d. The HRMPSB through the HRMPSB Secretariat shall maintain records of deliberations which must be made accessible to interest parties upon written request and for inspection and audit by CSC;e. To facilitate completion of the assessment process, the HRMPSB shall set internal rules and agree on the regular schedule of meetings.f. The HRMPSB shall adopt a formal screening procedure and formulate criteria for the evaluation of candidates for appointment, taking into consideration of the following:g. The HRMPSB shall likewise prepare systematic assessment of the competence and qualifications of the candidates.h. The HRMPSB shall also disseminate screening procedures and criteria for selection to all department heads officers and employees and interested applicants. Any modification of the procedure and criteria for selection shall likewise be properly disseminated.i. The HRMPSB shall orient the officials and employees pertaining to policies relative to personnel actions, including gender development dimensions of the MNWD-CBRPP.j. The HRMPSB shall maintain fairness and impartiality in the assessment of candidates for appointment. Towards this end, the HRMPSB may employ the assistance of external or independent resource persons and may initiate innovative schemes in determining the best and most qualified candidate. 38 | P a g e

4. Term of Office Designated Chairperson and Members of the HRMPSB including the employee representatives and alternates shall serve for a period of two (2) years.IV. POLICIES AND PROCEDURESThe Human Resource Division (HRD) and HRMPSB of MNWD shall undertakecontinuous proactive means to seek and attract pool of qualified applicantsfrom which the candidates from job vacancies can be selected. The HRDand HRMPSB shall not exclude people of a particular race, color, religion,sex (including gender identity, sexual orientation, and pregnancy), orindividuals with disabilities.The MNWD shall consider ways to enabling candidates with disabilities toparticipate and perform at examinations and interviews on an equal basiswith other candidates, such as, but not limited to the following: 1. by providing option to take the examination either through Braille system or Dictation system for visually-impaired; 2. by providing additional time in taking examinations and interviews; and 3. by employing the services of a sign language interpreter to be present.In considering a candidate with a disability for a specific job, the MNWDshall be open to making adjustments, if required, in the workplace,workstation and work conditions, to maximize the ability of the saidcandidate to perform the job. Assistance and guidance on appropriateadjustments may be obtained by the MNWD from professionals ororganizations of or for persons with disabilities such as Department ofSocial Welfare and Development National Council on Disability Affair(DSWD-NCDA).As a policy, the MNWD establishes a dress code which applies to allemployees or employees within certain job categories and regardless of 39 | P a g e

rank. However, there are a few possible exceptions. If the dress codeconflicts with an employee’s religious practices and the employeerequests an accommodation, the MNWD may modify the dress code orpermit an exception to the dress code unless doing so would result inundue hardship. Similarly, if an employee requests an accommodation tothe dress code because of disability or pregnancy the modification of thedress code or permission for an exception to the dress code, may be inorder. 40 | P a g e

LEARNING AND DEVELOPMENT (L&D) POLICYI. POLICY BASIS The adoption of LEARNING & DEVELOPMENT POLICY, subsequent to the established Metropolitan Naga Water District Career and Personnel Development Plan (MNWD CPDP), duly adopted on October 21, 2010, in accordance to Rule VIII (Career & Personnel Development) of the Omnibus Rules Implementing Book V of Executive Order No. 292 and CSC MC. No. 10 series of 1989. Henceforth, on the basis thereof, through the reconstitution and renaming of Personnel Development Committee (PDC) to HR Development Committee (HRDC), hereby tasked to implement accordingly the LEARNING & DEVELOPMENT (L&D) POLICY.II. GENERAL PROVISIONS THE CONSTITUTION OF HUMAN RESOURCE DEVELOPMENT COMMITTEE (HRDC) A. PURPOSE The HRDC is primarily established to determine the policy, standards and guidelines of approving the nominees to various L&D activities. As such, it aims to specify the scope of works and responsibilities as well as indicating mechanism of endorsements to be effective in the job performance. The HRDC also set the duties and functions of the Committee in building up human resource competencies in order to provide equal opportunity to all the Officials and employees. 41 | P a g e

B. THE HRDC DUTIES & RESPONSIBILITIES 1. With the following addendum in MNWD Career Personnel Development Plan, HRDC shall formulate and establish policy and guidelines in the provisions of learning and development programs subject to the approval of the General Manager. 2. Prepare MNWD Competency-based L&D Plan based on the training needs assessment to determine appropriate training or learning program resulting to organizational effectiveness development. In like manner, HRDC shall coordinate in planning, implementation, monitoring, supervision and evaluation of all division trainings (in-house and external). 3. Screen personnel in the attendance to internal/external training activities and recommend the qualified nominee to the General Manager for approval adherent to equal opportunity principle (EOP) to all officials and employees regardless of age, sexual orientation, gender neutral, gender identity or expression, marital status, pregnancy, physical features, impairment or disability, religious belief, political belief, affiliation or activity, to attend L&D programs required for the enhancement of his/her competencies in the performance of his/her functions and for next higher position for which the employee is qualified. 4. In line with this, the designated committee shall convene for debriefing and post activity meetings/ before and after the conduct of L&D programs. Training completion reports, including learning materials are submitted at least a week after the L&D activity in three copies, one copy for the Division, one copy for HRDC and one for the Finance Division forming part of liquidation requirements. 42 | P a g e

C. COMMITTEE COMPOSITION The HRDC shall be composed of the following: a) Chairperson – the highest Official in-charge of human resource management or his/her authorized representative b) Member-Representatives - a career service permanent employee who is knowledgeable on capability enhancement of human resources, and/or Division Managers c) Two (2) regular or alternate representatives of the rank and file career employees, from the first level and from the second level, who shall all be chosen by the duly accredited MNWD Government Association.D. HRDC DUTIES AND RESPONSIBILITIES1. CHAIRPERSON shall administer the business (agenda) of the Committee and ensure that such works comply with the approved policy and follow its works with the assistance of the Secretariat.2. MEMBER–REPRESENTATIVES shall be committed to cooperate in achieving its goal. Keen to be present and to actively participate in the Committee meetings; each member must attend at least two thirds of the meetings held as necessary. 43 | P a g e

3. SECRETARIAT shall not be entitled to vote. Such responsibilities includes: a. Prepare and coordinate meetings on a quorum. b. Follow-up the implementation and compliance with the policy and the extent of the need to update it. c. Saves the HRDC documents through simple automation; including the agendas, minutes and records of monitoring the implementation of its decisions and recommendations for approval of the General Manager.E. REQUIREMENTS, L&D ENDORSEMENTS AND RECOMMENDATIONS a. Information Dissemination – All Heads of Office shall be notified by the HRDC of the invitational trainings, available local and foreign scholarships to any qualified Official and Employee for the submission of respective Nominee(s) to the HRD-L&D section. The internal screening within the Office/Department/Division/Unit is encouraged ensuring equal opportunity principle (EOP) in selection of nominees. b. Requirements - In addition to the requirement prescribed under existing policies, the following requirements are hereby adopted for purposes of evaluation: a) Priority shall be given to nominees to career service permanent and Casual appointments. b) A nominee must have served for at least two (2) years in the agency, irrespective of its level. c) The nominee’s current duties and responsibilities must be relevant to the specific L&D activity. 44 | P a g e

d) A nominee who has availed of learning intervention/training must accomplish Learner’s Action Plan (LAP) to be forwarded HRD and Learner’s Application Form (LApp Form) from the Immediate Head and a copy to be furnished to HR-L&D unit. e) A nominee must have no pending administrative charges against him/her. f) A nominee must meet the requirements specified by the sponsoring, CSC-accredited entity. g) The Secretariat shall immediately notify the chosen nominee(s) to be endorsed for the Approval of the General Manager. The other nominees shall also be notified of the results of the screening process.F. SANCTIONS 1. An employee who was granted training opportunity but failed to attend shall be prohibited to participate in any seminar, workshop or training activity within the six (6) months period. In addition, any expenses incurred due to non-attendance will be borne by the employee. 2. For foreign and local training activities as well as scholarship grants, in case an employee resigns from the service at his own violation, hence failing to render the required length of service, he/she shall pay the full amount incurred in his/her training or scholarship program as determined by the HRDC. 45 | P a g e

3. Penalties shall be imposed by the HRDC upon approval of the Head of Office to all employees that shall violate the policies stated herein.G. AMENDMENTS Any provision of this L & D Policies and Guidelines may be amended subject to any issuance of mandatory Executive Orders and CSC memorandum circulars. However, in the event that a provision has been amended, other provisions of this policy and guidelines shall stand valid.H. EFFECTIVITY The MNWD shall continually update or enhance whenever necessary, the provisions of these policies and changes thereof shall be disseminated to all office/department/division for immediate implementation. This guidelines shall take effect upon final evaluation and approval of the Civil Service Commission. Upon approval of the Commission, the MNWD Board of Directors shall likewise approve the MNWD-L&D and shall issue a resolution for the implementation and adoption of the same. The same shall be posted on the agency’s information board and an orientation be made to all its officials and employees. 46 | P a g e

REWARDS AND RECOGNITION POLICYIn line with the Revised Policies on Employee Suggestions and IncentiveAwards System (ESIAS) provided under CSC Resolution No. 010112 and CSCMC No. 1 s. 2001, now, the Program on Awards and Incentives for ServiceExcellence (PRAISE) the Metropolitan Naga Water District hereby adoptsthe herein referred to as METROPOLITAN NAGA WATER DISTRICTREWARDS AND RECOGNITION POLICY (MNWD-RRP). I. BASIC POLICIES 1.1 The Metropolitan Naga Water District (MNWD) hereby adopts its own employee rewards and recognition awards system and is hereby known as MNWD REWARDS AND RECOGNITION POLICY (MNWD-RRP). 1.2 The System is designed to encourage creativity, innovativeness, efficiency, integrity and productivity in the public service by recognizing and rewarding officials and employees, individually or in groups, for their suggestions, inventions, superior accomplishments, and other personal efforts which contribute to the efficiency, economy, or other improvement in government operations, or for other extraordinary acts or services in the public interest. 1.3 The MNWD-RRP adheres to the principle of providing incentives and awards based on creativity, innovative ideas, and exemplary behavior/performance. 1.4 The MNWD-RRP gives emphasis on the timeliness of giving award or recognition. Aside from conferment of awards during the traditional or planned awarding ceremonies, the spirit of on-the-spot grant of recognition shall be institutionalized. 47 | P a g e

1.5 The MNWD-RRP shall provide both monetary and non-monetary awards and incentives to recognize, acknowledge, and reward productive, creative, innovative, exemplary performance and ethical behavior of employees through formal and informal mode. For this purpose, the System encourages the grant of non- monetary awards. Monetary awards shall be granted only when the suggestions, inventions, exemplary performance, superior accomplishments, and other personal efforts result in monetary savings, which shall not exceed 20% of the savings generated.1.6 The MNWD-RRP shall be institutionalized in the MNWD through the creation of a MNWD REWARDS AND RECOGNITION Committee.1.7 The MNWD R&R Committee shall be composed of the following: - General Manager or authorized representative who shall act as chairperson; - Head of the financial unit or equivalent; - Head of the planning unit or equivalent; - Highest ranking employee in-charge of human resource management or the career service employee directly responsible for personnel management; and - Two (2) representatives from the career rank-and-file employees, one from the first level and one from the second level, and one (1) alternate representative, chosen at large by the employees through a General Assembly, shall serve for a period of two (2) years.1.8 The General Manager or authorized representative is responsible in overseeing the System’s operation and the Human Resource Division shall serve as the System’s Secretariat. 48 | P a g e

1.9 The MNWD R&R Committee shall ensure that productivity, innovative ideas, suggestions and exemplary behavior/performance can be identified, considered, managed and implemented on a continuing basis to cover employees at all levels.1.10 The MNWD R&R Committee is responsible for the development, administration, monitoring and evaluation of the awards and incentives system of the agency. The agency may, however, employ an external or independent body to assist the MNWD R&R Committee to judiciously and objectively implement the system of incentives and awards.1.11 The MNWD R&R Committee shall establish its own internal procedures and strategies. Membership in the Committee is considered part of the members’ regular duties and functions.1.12 The MNWD hereby submits its RRP and its subsequent amendments, if any, to the Civil Service Commission Regional Office. The Civil Service Commission Regional or Field Office concerned shall provide technical assistance, if deemed necessary, to ensure proper implementation.1.13 Establishment of CSC-approved RRP shall be the basis of the grant of awards and incentives. The Annual MNWD-RRP Report shall be submitted by the MNWD to the Civil Service Commission Regional Office concerned on or before the thirtieth day of January to enable its employees to qualify for nomination to the CSC sponsored national awards.1.14 Issues relative to awards and incentives shall be brought before the MNWD R&R Committee, in writing, by any concerned employee or his/her supervisor or division manager, which shall address the same within fifteen (15) days from the date of submission. 49 | P a g e

II. OBJECTIVES 2.1 GENERAL To encourage, recognize and reward employees, individually and in groups, for their suggestions, innovative ideas, inventions, discoveries, superior accomplishments, heroic deeds, exemplary behavior/performance, extraordinary acts or services in the public interest and other personal efforts which contribute to the efficiency, economy and improvement in MNWD operations, which lead to organizational productivity. 2.2 SPECIFIC 2.2.1 To establish a mechanism for identifying, selecting, rewarding and providing incentives to deserving employees at the start of each year; 2.2.2 To identify outstanding accomplishments, best practices of employees on a continuing basis; 2.2.3 To recognize and reward accomplishments and innovations periodically or as the need arises; 2.2.4 To provide incentives and interventions to motivate employees who have contributed ideas, suggestions, inventions, discoveries, superior accomplishments, exemplary performance and other personal efforts. 50 | P a g e