EMPLOYEE

RETENTION
Employee retention
refers to the ability of an
organization to retain its
employees.
 DRIVERS OF RETENTION
Let’s discuss some of the
drivers of retention, or areas
in which employers can take
action to increase the
probability of keeping
employees.
ORGANIZATIONAL AND MANAGEMENT
FACTORS
Many organizational and
management factors
influence individuals’ job
satisfaction and their
decisions to stay with or
leave their employers.
 EMPLOYEE-SUPERVISOR
RELATIONSHIP
Work relationships that
affect employee retention
include management
support and coworker
relations.
 JOB SECURITY AND
WORK-LIFE BALANCE
As coworkers encounter and
cope with layoffs and job
reductions, the anxiety levels of
the remaining employees rise.
Companies that focus on job
continuity and security tend to
have higher retention rates.
TANGIBLE REWARDS

Employees often cite better

pay or benefits as the
reason for leaving one
employer for another.
 CAREER TRAINING
AND DEVELOPMENT
Opportunities for personal growth
lead the list of reasons individuals
took their current jobs and why
they stay there. Personal growth
might include personal rebooting
as well for software developers.
EMPLOYER POLICIES
AND PRACTICES
The reasonableness of HR
policies, the fairness of
disciplinary actions, and the
means used to allocate work
assignments and opportunities
all affect employee retention.
MANAGING RETENTION
The focus now turns toward
the keys to managing
retention as part of
effective HR management.
RETENTION ASSESSMENT
AND METRICS
Calculating both turnover
and retention statistics
provides a better picture
of the movements of
employees.
EMPLOYEE SURVEYS
Employee surveys can be used
to diagnose specific problem
areas, identify employee needs
or preferences, and reveal areas
in which HR activities are well
received or viewed negatively.
 EXIT INTERVIEWS
One widely used means for
assisting retention assessment
efforts is the exit interview, in
which individuals who are
leaving the organization are
asked to explain their reasons.
 Management can
take numerous
actions of deal with
retention issues.
Reference:
https://www.youtube.com/watch?v=jbT-KrrXkYQ
TERMS AND CONDITIONS OF WORK

LEAVE BENEFITS AND ADMINISTRATION

-Generally defined as a right granted to
officials and employees not to report for
work with or without pay as may be provided
by law.
TERMS AND CONDITIONS OF WORK

Why Paid Leaves Are Important to

Know?
Getting time off from work every now and
then is a good way of re-establishing a work-
life balance. As an employee, you deserve a
vacation after working so hard for your
agency/ company. For employers, providing
such benefits to their employees is a good
way of keeping them for years to come.
TYPES OF LEAVE
1.Vacation leave – granted to
officials and employees to use for
their activities and create a healthy
balance between their work and
personal life. This is, however,
under the condition that the
supervisor or manager approves it.
TYPES OF LEAVE
2. Sick leave – granted on account
of sickness or disability on the part
of the employee or any member of
one’s family. Sick leave can be filed
on the day the employee returns to
work.
3. Maternity leave – maternity leave is time
off that mothers can use to care for their
newborns. Granted to female government
employees who have rendered at least two
years of service. A period of absence from work
is granted to a mother before and after the
birth of her child. It shall entitle the employee
to a maternity leave of one hundred five (105)
days with full pay.
4. Paternity leave – granted to male
employees for at least seven (7) days with
compensation, on the condition that his
legitimate spouse has delivered a child or
suffered a miscarriage. Take note that this can
only be availed for the first four deliveries of
the legitimate spouse. It is also non-
convertible to cash and non-cumulative.
5. Mandatory/Forced leave – all officials and
employees with ten (10) days or more vacation
leave credits are required to go on vacation
leave whether continuous or intermittent for a
minimum of five (5) working days annually.
Forced leave shall be forfeited if not taken
during the year.
6. Sabbatical leave – refers to an official leave
from work of not more than one (1) year with
pay to pursue professional growth for public
service. It is usually granted to employees who
want to pursue their interests, such as writing
books or research, volunteering, or engaging in
any activities. Sabbatical leave is offered to
senior employees as a reward for their service.
7. Parental leave for Solo parents (RA
8972) - granted to a solo parent to enable
the said parent to perform parental duties
and responsibilities where physical
presence is required.
8. Study leave – is a time off from work
with pay to assist qualified personnel for
their BAR or Board Examinations or
complete their master's and doctorate
degrees. This leave is regulated by a
contract between the agency head or
authorized representative and the
employee concerned.
9. Rehabilitation leave – granted to officials
and employees on account of wounds or
injuries incurred in the performance of one’s
duty and must be made on the prescribed form,
supported by the proper medical certificate and
evidence showing that the wounds or injuries
were incurred in the performance of duty.
10. Special leave privilege - refers to a
leave of absence that officials and
employees may avail of for a maximum of
three (3) days annually over and above
the vacation, sick, maternity, and
paternity leaves to mark personal
milestones and /or attend to filial and
domestic responsibilities.
11. Monetization of leave credits –
Officials and employees in the career and non-
career service whether permanent, temporary,
casual, or co-terminous, who have
accumulated fifteen (15) days of vacation
leave credits shall be allowed to monetize a
minimum of 10 days provided that at least 5
days is retained after monetization.
 12. Leave without pay - All absences of an
official or employee in excess of their
accumulated vacation leave or sick leave credits
earned shall be without pay. When an employee
has already exhausted his/her sick leave credits,
he/she can use his/her vacation leave credits but
not vice versa.
13.Teachers’ leave – Teachers shall not be
entitled to the usual vacation and sick leave
credits but proportional vacation pays of 70
days of summer vacation plus 14 days of
Christmas vacation.
 SALARIES AND BENEFITS
Salaries are legislated by law and benefits are
subject to the availability of funds and terms in the
Collective Negotiation Agreement (CNA).
Compensation refers to the basic pay or salary
received by an employee under one’s
election/appointment, excluding per diems, bonuses,
overtime pay, honoraria, and allowances in addition
to the basic pay which is not integrated into the basic
pay under existing laws.
 Republic Act No 6758 otherwise
known as, “An Act Prescribing A
Revised Compensation and Position
Classification System in the
Government and for other purposes.”
It is popularly known as Salary
Standardization Law which governs the
salary structure of government
employees, appointive or elective, on a
full or part-time basis.
The Salary Schedule under the Salary
Standardization Law

 Composed of 33 grades, from grade 1 to 33

with corresponding salary rates. The position
is allocated to a certain grade and the salary
shall correspond to the rate assigned to the
grade.
Salary Standardization Law

 provides a formula for the computation of

the wage rate of daily paid employees.
Wage applies to the compensation for
manual, labor, skilled or unskilled, paid at
state times, and measured by the day,
week, month, or season. It shall be
computed by dividing the monthly salary
rate shown in the Salary schedules by 22
working days.
Requirements for the Payment of Salary:
 Payment of salaries on the first day of service and its initial
payment may be made through a disbursement voucher.
Claims on the first salary under an original appointment shall
be supported by the following documents:
1.Certified true copy of approved appointment;
2.Certified true copy of the oath of office;
3.Evidence of service rendered;
4.Evidence or certificate of compliance with the conditions set forth
in the approval of the appointment;
5.Statement of assets, liabilities, and net worth; and
6.Certificate / Notice of Assumption to duty
OTHER BENEFITS
 Being a government employee entails
automatic membership in welfare institutions
and such membership requires one to pay
certain obligations. These institutions include
the Government Service Insurance System
(GSIS), the Home Development Mutual Fund
(PAG-IBIG Fund), and the Philippine Health
Insurance Corporation (Phil Health).
PERFORMANCE MANAGEMENT
Performance Planning and
Commitment – is the start of the
performance period where the rater and the
rate clearly define expectations in terms of
performance objectives or technical outputs
and managerial competencies then agree
on the performance contract for the period.
PERFORMANCE MANAGEMENT
Performance Monitoring and
Coaching – this is the phase where the
rater monitors the work activities of the
rate periodically and addresses the factors
that help or hinder effective work
performance.
Performance Review and
Evaluation – this is the phase where the
rater measures the rates
accomplishments against the
commitments in the performance
contract using PMS tools.
Performance Rewarding and
Development Planning – the
phase where the rate is ranked
with other employees within
clusters and categorized on the
complexity of work and
accountability.
COMPOSITION OF THE PERFORMANCE
MANAGEMENT SYSTEM (PMS)
a. Performance Evaluation System (PES) – There shall be an established
performance evaluation system in every department or agency of the
national and local government, state colleges and universities, and GOCCS.
The PES is designed to:
 It should provide for the identification of the outputs as well as, the job-
related behaviors of the positions and the corresponding performance
standards which should be mutually agreed upon between the supervisor
and the subordinates.
 It should provide mechanisms by which an employee shall be currently
advised of his/her progress in accomplishing his/her assignments.
 Supervisors should be given opportunities by the System to make
comments and recommendations regarding employees’ strengths and
weaknesses.
 Performance evaluation shall be done every six months ending on June 30
and December 31 of every year.
b. Performance Evaluation Review
Committee (PERC) – composed of five (5)
or more members which shall include the
head of the agency as chairman, head of
personnel, head of planning unit, and two
representatives from the rank and file:
Their functions are as follows:
• review of employees’ performance targets
• review of performance standards
• determination of final rating
• monitoring and evaluation of PES
c. Performance Management
System – Office Performance
Evaluation System
Features:
Measures the collective performance
of an office
Focuses on outputs
Uses a standard unit of measure
Allows comparison of performance
across offices or functions
CAPACITY BUILDING
Every department or agency shall
establish a continuing program for
career and personnel development for
all agency personnel at all levels and
shall create an environment or work
climate conducive to the development
of personnel skills, talents, and values
for better public service.
Capacity Building Program - In establishing a
continuing program for the development of the
person each department, agency or local
government unit shall:

A. Prepare a comprehensive
annual training and
development plan based on periodic
assessment of organizational needs and
skills/knowledge inventory of the workforce
taking into consideration the various levels
and categories of jobs in the agency.
 B. Design, implement and evaluate in-service
training and development programs solely in
coordination with the Commission and/or other
government agencies and institutions. Such programs
shall include the following:

Induction Program – refers to the program

for new entrants in government to develop
their self in belonging and commitment to
public service.
Orientation Program – activities and
courses designed to inform new employees
about agency/government programs,
thrusts, and operations as well as their
duties and responsibilities and their benefits.
Re-orientation Program – refers
to courses designed to introduce new
duties and responsibilities, new
policies, and programs to employees
who have been in the service for
quite some time.
 Professional/Technical/Scientific
Program – substantive programs in
specific professional/technical/scientific
areas for enhancement of skills and
knowledge of second-level personnel in
the career service.
Employee Development Program –
refers to courses aimed at maintaining a
high level of competence in basic
workplace skills among employees in the
first level.
Middle Management Development
Program – a set of series of planned
human resource interventions and training
courses designed to provide division chiefs
and other officials of comparable rank with
management and administrative skills and
to prepare them for greater responsibilities.
Value Development programs – are
designed to enhance and harness the
public service values of participants to be
effective government workers.
Pre-retirement Program – which is
intended to familiarize would-be retirees
with the government retirement plans and
benefits as well as available business
opportunities or other productive options.
Executive Development Program –
activities experiences, and continuing
education intended to enhance the
managerial skills of government officials or
executives who belong to the third level.
 Formal Training/Education Scholarship

Local Scholarship Program

(LSP) for Master’s Degree Courses aims
to provide educational opportunities,
particularly in masteral studies to
government employees to enhance their
personal growth and career advancement in
government.
RIGHT TO SELF ORGANIZATION

 All government employees can form, join, or

assist employees’ organization of their choice.

 Government employees shall not be

discriminated against with respect to
employment by reason of their membership in
employees’ organizations or participation in
the normal activities of their organization.
RIGHT TO SELF ORGANIZATION

 Government authorities shall not interfere in

establishing, functioning, or administrating government
employees’ organizations through acts designed to
place such organizations under the control of
government authority.

 The duly registered employees’ organization having the

support of most of the employees in the appropriate
organization unit shall be designated the sole and
exclusive representatives of the employees.
Advantages of
1. Mechanism to promote harmonious relationships
Unionism
between management and employees.
2. Force to compel management to observe the
democratic processes relating to the merit system.
3. Factor in influencing legislation that will further
protect and uplift employee welfare.
4. Partner of management in policy formulation as
well as in implementation and monitoring.
5. Watchdog of the people for preventing graft and
corruption.
Thank
you