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PHILIPPINE COUNCIL FOR AGRICULTURE AND FISHERIES
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Form 1 - ANNUAL PHYSICAL AND FINANCIAL PLAN - (FY 2021)
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Division:
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Section:
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FunctionCodeKey ActivitiesPerformance IndicatorAnnual Physical TargetsTravelling ExpensesTraining ExpensesSupplies and MaterialsCommunication ExpensesAwards/Rewards and PrizesProfessional ServicesOther Maintenance & Operating Expenses TOTAL REMARKS
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1st2nd3rd4thTotal Travelling (Local) Travelling (Foreign) Training, conventions Office Supplies Accountable Forms Drugs and Medicine Exp Fuel, Oil & Lubricants Semi-Expendable Machinery & Equipment Other Supplies Expenses Telephone (Mobile) Prizes Legal Services Auditing Services Consultancy Services Other Professional Services Advertising Expenses Printing & Publication Representation Expenses Rent - Motor Vehicle Donations Other MOOE
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1. Adopt a formal screening procedure and formulate criteria for the evaluation of candidates for appointment, taking into consideration the following:
a. Reasonable and valid standards and methods of evaluating the competence and qualifications of all applicants competing for a particular position; and
b. Criteria for evaluation of qualifications of applicants for appointment must suit the job requirements of the position.

2. Disseminate the CSC approved MSP to all officials and employees and interested applicants. Any modification of the procedure and criteria for selection shall likewise be properly disseminated;

3. Prepare a systematic assessment of the competence and qualifications of candidates for appointment. Maintain fairness and impartiality in the assessment of candidates. 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.

The external or independent resource persons may assist the HRMPSB but are precluded to give the final ratings on the prescribed criteria;

4. Evaluate and deliberate on the qualifications of individuals listed in the selection line-up by at least a majority of its members;

5. Submit the shortlist of candidates who passed the HRMPSB assessment, from which the appointing authority shall choose the applicant to be appointed.

6. Maintain records of the deliberations which must be made accessible to interested parties upon written request, subject to the approval of the HRMPSB, and for inspection and audit by the CSC until deemed for disposition by the agency’s Records Disposition Schedule; and

7. Orient the officials and employees in the agency pertaining to policies relative to human resource actions, including the gender and development dimensions of the MSP.
Filling-up of vacant positions 100% Vacant positions filled-up at the end of the year (Vacant positions listed in the PSIPOP as of January of the current year)100%100% 275,000.00 275,000.00
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No. of meetings conducted2015101055 71,551.00 71,551.00
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2100%1510105600% - - - 71,551.00 - - - - - - - - - - - - - 275,000.00 - - - 346,551.00
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Prepared by:Approved by:
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Division Chief
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Date Signed: (MM-DD-YY)Date Signed: (MM-DD-YY)
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