Holy Gardens administrative plans and process flows: Re: Restructuring, revival strengthening of perfomance evaluation system for the Holy Gardens group H22026 0 2 FA HR Performance Evaluation and revivial reimplementaiton

Friday, July 3, 2026

Re: Restructuring, revival strengthening of perfomance evaluation system for the Holy Gardens group H22026 0 2 FA HR Performance Evaluation and revivial reimplementaiton

Metrics for special assignment

THIS POST IS inclined to impose metrics for Ms. TIna so that we pay for compliance

SUPPORTING DOCS FOR SPECIAL ASSISTANT FOR COMMUNICATIONS (P2,000) based on % of metrics

1. Completeness of reporting 25%

DAILY 15% __/26

Monthly 10% __/26

2. Gmails text and dms response 40%

Sumagot nag acknowledge __/26 x 0.5

Sumagot nagcomply __/26 x 05

3. ACTION TAKEN/RESULTS 35%

Picture ng achievement 20pts

Nag comment sa blog __/10 /sbu x5 x 15 pts

TEST OF LEADERSHIP AND PERSONALITY STRENGTH PASSION AND DETERMINATION

On Fri, Jul 3, 2026 at 3:12 PM Jorge Saguinsin <jorge@holygardens.ph> wrote:

Interviewihin muna diyan. Ako final interview: CSS 1 am, HR sa pm. Will be monitoring hiring, training absences, 201 file at perforamnce evaluation

On Fri, Jul 3, 2026 at 12:16 PM Anne Camielle Ramos <annecamielle1996@gmail.com> wrote:

Acknowledging receipt of your email po Sir.
Si maam madel po ba sir mag interview po kay mr.soto?

On Thu, Jul 2, 2026, 3:04 PM Jorge Saguinsin <jorge@holygardens.ph> wrote:

Let us process Mr Sato for my interiew for HR to do this. Thank you Ms. Anne

---------- Forwarded message ---------
From: Jorge Saguinsin <jorge@holygardens.ph>
Date: Thu, Jul 2, 2026 at 3:02 PM
Subject: Fwd: Restructuring, revival strengthening of perfomance evaluation system for the Holy Gardens group H22026 0 2 FA HR Performance Evaluation and revivial reimplementaiton
To: Madel Holy Gardens <mrss@holygardens.ph>, Holy Gardens La Union <launion@holygardens.ph>

Please read and let me know when you are available to discuss this so we can implement

---------- Forwarded message ---------
From: Jorge Saguinsin <jorge@holygardens.ph>
Date: Thu, Jul 2, 2026 at 3:00 PM
Subject: Restructuring, revival strengthening of perfomance evaluation system for the Holy Gardens group H22026 0 2 FA HR Performance Evaluation and revivial reimplementaiton
To: Madel Holy Gardens <mrss@holygardens.ph>, Holy Gardens La Union <launion@holygardens.ph>, Luis Sanchez <llsanchezjr@gmail.com>, <jorge549.adminplans@blogger.com>, <jorge549.holygardenshandbook@blogger.com>

To: All

Through Mam Madel

Date: July 2, 2026

Title Restructuring, revival strengthening of perfomance evaluation system for the Holy Gardens group H22026 0 2 FA HR Performance Evaluation and revivial reimplementaiton

Who: For HR Senior Officer, seniors at sbu and new hires

Objectives:

1. To awaken our staff who only work for salaries who are 15 and 30th

2. To eradicate those who want us to be temporary ATM, parking lots and even a nursery

3. To liven up professionalism and competent staff

  4 To achieve targets, achieve high branding and CS throguh competent and motivated staff

Background:

1. High turn over;

2. New staff involved in wrong doing, staff who lie about their status, (married pala buntis eh nakalagay sa app form single)

3. Not achieivng sales target

4. Selling comjunicationa not accepted as a responsibility, or responsinility as an employee subordiante task

5. Bad cs

6. We complied with the law gave higher pay and still had the same and worse results

7. We say we have a system for business, hr, marketing. We are u pgrading hr because of the difficutlies encountered We are making this system very relevant

What: revival reinstallation of performance evaluation We expect better performance bring back pre covid level of teamwork, achievement and esprit d corp

INTRODUCTION

Functions and Usefulness

1. Clearer career path, benefit goals for the staf

2. Faster promotion, faster weeding out of undesireables

3. Elimination of bad practices, habits and mindsets

4. Practice on focus on work, goals vs sumi2 at inggitan. away

-X-X-X-X-X-X-X

CHAPTER 1. A priori requirements

1. Qualified and achivement soluton oriented applicants

2. Edit application:

1. Buntis ka ba? May ka physical relations ka ba

2. Are you physically fit healthy?

Will there be conditions that will make you miss work often now and in the future

2. Interview: hard determine resourcefulness problem solving ability, action potential of the candidate

1. What is the goal of candidate in working for us; dismiss those whose reasons are shallow

2. Dtermine if the persons thinking is deep, work ethichs hard, etc, including consistency and honesty

3. Bi - find out about character

4. Find out about the candidate from references and previous employer. Note the red flags

5. Reference : require validation of character and integrity of the candidate + SURETY (PANANAGUTAN AND CANDIDATE KUNG DUMISPALKO O NANGUPIT)

6. COMPLETE REQUIREMENTS prior to interview

7. Let us hire fast, deep and hard. This is a priori, an input requirement before you can manage or have a strong organization

8. Isang boses lang, isang awitin, UNIFIED COMMAND AND LEADERRSHIP, BAWASAN ANG BATA BATA TAO KO AT SISIPAN MGA MALING SUMBONG

Mag IR KUNG MAY NOBSERVAHANG MALI

CHAPTE2 ORIENTATION AND TRAINING

1. Who will conduct?

Senior officer muna Delegation to a newbie who does not know much about our system and culture cant train on board well. No passion, No determination and the lack of

respect and passion is communicated to the trainees

2. 6 days

3. Full work and workshops. Work on how we can fill out forms and carry out tasks mga submission

Mention mga mali and then the tama. Understand the job and the admin plans

CHAPTE 3 THE PERFOMANCE EVALUTION

1. Who conducts:

EVP, General Manager, Pres and HR staff, when so delegated. for

1. Trainees reaching 3rd month (on the 10th month) for first evaluaiton

2. Trainees reaching 6th moth (28th week) and the subject is:

1. Shown the written monthly grade performance

2. Good points and strengths are discussed (how about the palpaks, some candidates resent the negatives0

3. Write a performance evaluation: pass or fail

2 Others needing performance evalution: those whose stability and contirbution are suspect: maabsent, mareklamo, trouble maker, flaunting previous experience or

aremaments of husband and mga karelasyon, those who transgressed us by submitting fasle emplyment data

3. Every 6 months for 1, performance checking for

2, promotion and

3. salary increase

It starts this July. Sino sino ang mga trainees na candidate Finish the pending batches. Sino hindi na aalsis the trainee status

4. Grades and consequences for penalties and rewards (salary increase)

1 Below 85 - failed - no increase, no promotion, discontinue the employment, failed the probationary period, Candidate must seek progress and promotion

outside the company Walang amazing at favoritos. Mga mam at may mga group chats during office hours

Staff Supervisory Senior Management

2 85- 90 - 1 salary level 1,000 2,000 5,000

3. 91 up 1.5 grade higher 1,500 3,000 7,000

5. Areas of evaluation covered and weights monthly (to be added up and averaged monthly)

  @ 6 months for permanent employee, every 3 months for trainees probationary

1. Outputs KRA and KPI 30% OIfice staff GT Interment crew TS

% to target  + 15% output/target Sales collection no of plants sa nursery/target 100 day tripping conducted/target 10/month

CSS 1 - 3 month

CSS 2 naglilibing 2

CA 1

   area of grass planted over target 50sm/month

KPI

Prospecting output over target 5 CSS 5/day area swept tpm ng sasakyan

Report submission 5 area diniligan paglilinis

Tasks assigned 5 inalisan basura na basurahan mga utos na iba (errands)

SFC - 100 collection letters/month

5 forfeitures/month

PNL per month 5

Minimum of P200,000

collection per month 5

Daily abstracts 5

2. Skills and abilities 30%

Office staff GT TS

Old skills - answering cp and gmail 4 pagdidilig pagdrive

Making memos 4 pagwawalis trouble shooting

Report making 4 paglalangiis ng tools sasakyan change oil

xls: sharing 4 pagrrerepair ng brush cutter trouble shooting

Ppt 4 paggamit ng tools paggamit ng tools

Paglilibing 4 water system maintenance

Pagfile, paggawa ng master list solar power maintenance

4 pts bawat isa

Paggawa ng marketing plan

Paggawa ng ppa, co dos

Special transactions: EJS, missing docs,

transfer to 3rd parties

Paggawa ng work order

AI

SFC:

Paggawa ng PNL 4

Pagcomply sa govt: BIR SSS Phlhealth

(BIR tax mapping)

Paggawa ng price list

-x-x-x-x-x-x-x-x-x-x-x--x-x-x-x-x-x-x-x-x-

Addtl BONUS pagwewelding welding

Sales report 4 plumbinng, masonry electrical plumbing masonry, electica;

Abstract 4 excavator operations

IR making 4 excavator maintenance

Magcomment sa blog 4

New skils repair ai etc. 10

excavator operations

conducting pe

making a marketing plan

3. ATTITUDE AND GOOD HABITS 20

1. Attendance 5%

and abseces

-0.5 pag late

-1.0 pag absent

pag maaga may early bird award

2 ID and wearing of uniform 5%

-1.0 for every infraction

BONUS

3. Customerr service  + 2 every CS interaction:

coffee served, inassistehan, kinausap while

waiting, inasikaso

4. Learning 20%

Entries at logbook at least 5 for the month +5

Comments at blog 1@

A book report + 5

A ppt presentation + 5

A suggestion in pdca format + 5

Process:

1. Maggawa ng ganitong grading sheet buwan buwan ang hr, ipapadala sa simula ng buwan Ilalagay ang

pangalan, period covered at position ng candidate

2. Gagradean ng sfc o ng senior sa sbu; pipirmahan

3. Kokolektahin ng HR at itatabulate bawat buwan

4. After 6 months, after 1 week iforfoward sa tanggapana ko ang mga tabulation ng mga grade at average kung below, 85, or above

5. Approbahan ko ang recommendation at magbibigay ng memo sa accounting para itaas ang suweldo.

6 Para sa mga trainees pe, dapat mabilis: sa 3 months sa ikaw 25th month para malaman kung tsugi o promoted; sa 6 months sa ika 55th week

MAGTANONG KUNG HINDI NAINTIDIHAN AT DADAGDAGAN ANG PALIWANAG

CHAPTER 4 Job description and admin plan

1. Mga panubali:

1. Bawat isang hire ay base sa requirement ng pangangailangan ng trabaho: base sa academic requiremnt, attitude at skills na kailangan sa trabho

2. Sudin natin ang printed at dokumentadong admin plan. Ito ay pinagaralan at ang proseso ay dokumentado klaro at siyang pinanunudan. Bawal ang imbento ng bagong

position para maiwasan ang disruption a

3. Hindi puwedeng walang orientation at pag aaral ng admin plan sapagkat ang consequence at nakita natin

1. Maraming palkpak maraming mali at mababang resulta

2. Walang alam ang mga tauhan sapagkat hindi naturuan (natraining ng maigi

4. May sistema ang Holy Gardens, 43 years na itong nagnenesyo. ATING RESPETUHIN AT SUNDIN. Walang makakatalo sa experience at mga sakit at luging pinagdaanan sa mga pagkakamali

5. Gawing transparent at ituro lahat para umangat ang team. Huwag sanang may mga alibi na hindi ipa ho itinturo ni ?_________________

2. Mga posiisyon, reponsibiity, KRA at KPI

1. Sa Opisina (Summary sa mga mahilig ng scanning)

Poistion Responsiibility KRA KPI

1. CSS I Marketing, Prospecting Sales, Cash Full DP Sales Report, Prospect Lis

Sales Asistant Sales Reservation ADs, ads posting, propecting

2, CSS 2 Customer service, interment Interment Service revenue Great IS, markers delivered, PPA

Funeral director Master list, CO Dos, Transfers, specia transaction

3. SFC Accounting and reporting collection, cost reduction PNL reports abstracts, bank recon, ap,

collection forfetirure letters, forfeiture

Balance sheet items : ICR and liability

4. Cash Asst Checks, bank transactions/balances cash balances, (liquidity) ffe list, bank recond, no anomaly,

check issuances and registry cash flow reports

Park staff

1. GT cobs of the park and interment clean and beautiful park trees and planst at nursery

grass at nursery, empty trash cans, clean toilets

2. TS mobility and marketing services many prospects, visitng IS prospect via dalaw paburol

3. Academic and skills requirement

Office staff

Academic requirements Experience Skills and ability requirements

CSS 1 College preferabkt markeing sales experience computerr literate, graphics ppt, fb and IG familiar, lay out

of ads, obit, sales skill, convincing communication written and oral

ppt

CSS 2 College graduate cs experience, spa, receptionist good oral communication, may stage presence, marunong ng ppt

taga timpla ng kape conversant sa soc media,, written communication ppt

SFC Preferably accounting major experience sa acctg, bookkeeping xls, accounting, filing, dealing with bir and other governmentals,

CA college grad supermarket, cashiering job basic math, report making, cs savy computer literate

job

Field staff

GT at least HS dating janitor, delivery or utility horticulture, marunong magtanim, makaintindi, magmekaniko maghardin

TS at least HS dating driver knowledge of LTO law, international signs, magkkumpi, magsulat at magkuwento



4 Tasks and key points

   1. CSS i Tasks Key Points

Marketing director Sales admin

1. Recruits trains sales staff 1. Screens staff for trainibility honesty

2. Documents sales staff 2. SIgns SEAD or LoA to sell; to blacklist violators

3. Conducts sales meeting 3. GIves sales tip, conducts sales contests: prices trips

4. Records sead of agent, rewards top performer 4. May wall of fame

5. Makes sales report    5. Monthly: sales only 20% dp, hiwalay reservation agreement, at cash sales

6 Multiplies staff via internet marketing 6. Thorough knowledge of interenet fb marketing

7. Submit daily prospect list 7. NO prospects no sales classifies them into A and B

8. Helps se to file requests for com 8. Expediite com release; (does not as in ....MP asks agents to for dumping of office sales

Promotion

1. Lays out tarp and other ads 1. Must conform to DHSUD rules

2. FB ads 2. AIDA

3. Does the canned sales talk 3. Studies various closing technqiues hooks and teaches the sales sfaff

role playing and teachng newbies how to bsell and handle objection

4, Initiates dalaw faburol withh CSS 2 to conduct: 4. All the staff must be united di member on 501, at everbody sells

activities for dalaw paburol: prospecting

9 days 40 days me DALA

5 FB marketing 5. Free wifi, fb wifi at the site

6. Honoring memories theme 6. Via birthdate and death date anniversary - free or with subscription

2. CSS 2 Selling

1. Prospecting from amongst existing buyers 1. 70% of sales come from existing buyers. It is easier to sell to exisitng buyers

2. Prospecting from new buyers in dalaw paburol 2. Via calling cards during dalaw paburol, setting up sales booth during interment

3. via text messaging quotes or birthday greetings

Funeral director Interment

1. Does the IA documentiona andb ARU 1. With checklist and PNL

2. Prepares the interment set up 2. Does the CA with finance and or gets from RF

3. Receives cash enforce documentary reqs. 3. No pay, no interment

JO for the diggers follows mc on canvass, and purchasing

JO for the vault installation

vault inventory

remanufacture at critial level 70% na nagamit

Orders materials for the vault manufacture

3 Interment proper COBS, kakaiba nakapaganda ang site to honor the loved one, EXTRAORDINARY

1 Dress properly

2. Chairs carpet sound system

3. Flowers ceremony, AV ready

4. Food ready

5. No litter scattered soil at the site

4.Post interment

backfilling the burial

grass marker

5 Pagliligpit storage of interment ept interment equipment are expensive and mjust be kept secure and dry

to prevent molds

6. Orders marker Preferably installed during the interment date

There are granite with pics which we can endorse for which company can get com.

7. grass free

We plan to get ground mainteance as part of our service, agency natin mga graound maintainer





Paper worksL files maintains secures maintains files

Interment and lots

1. Master list for the lots 1. Cross referencing computer files

2. Master list for the interments 2. Folder for each of the interment and or account

3. Employee card or ledgers 3. One for every account no erasures bawal invento

8 Other tasks

CO dos backlog

3. CA (or Treasury Asst) 1, Receives cash from ftf buyers 1. MA, interment, cash sales, or dp, reservation

2. Verifies biller account with bank deposit 2. No confirmation, no or, requests verification via Mam Madel etc.

3. Processes payments 3. Custody of check

4. Record keeping pdc, forms registry and 4 Records: name, amount check number purpose updates

records bounced check

5. Recording of accountable forms: checks, OR alpha or chronological

PPA, CO dos

recording checking all files of less than 10k may be shredded to conform to BIR limitation of 3 years

all files beyond of P10K beyond must be permanently filed

6. Record keeping:

1. AP cv files

2. ORs

3. Cancelled checks

4. Bank recon

4. Office staff

SFC SBU Financial Controller

Is in charge or recording and classifying financial transaction in the sbu

1 Recording all incoming cash under CRB or 1. 4 modules, cash receipts, bank transaciton and funds jv sharing and PNL

abstracts

does this daily and monthly 1. Must for daily, 2. Monthly for PNL and sharing.

we do the PNL daily to find out if we are generating enough revenues to break even

we make profit to survive, avoid losses so that we do not get under

2. Record keeping together with CA (dual control) 1 AP, check registry,

2. Lot Inventory via masterlist

3. Controls malfeasance 1. Kupit, padding

2 xx fake docs

3. No payment no interment

4. Proper fund distribution of the 52% and deposting the same to Majorem accounts

4. Ensures attainment of collection 1. Does monthly aging sends collection letters to accounts over 90 days

2. Forfeiture of accounts over 90 days

5. Keeps internal control 1. Regularity and accuracy of reports

1. Observance of ;

1. Daily and timely submission of reports to avoid lapping

2. Supporting docs, proofs of the transaciton

3. Enforcement of imprest system

4. Enforcement of the prescribed accounting systeme for the sbu

5. People including the incuimbent is honest at all times

6. Observance of cost reduction measure at the sbu always 1. Read at blog

2. Strives for 1 to 2 % reduction monthly

Field staff

GT Garden Technician well versed in the agri aspect and civil mechanical

1. Cleans observes order and beauty in tthe park 1. Daily at his initiaitve and as per work order

2. Tree shrub, ground cover

3. Color, waving smiling for planting

2 Maitainig inventory of plants and grasses for replating 1. Targets for planing plants and grass

3. Non reliance on community. cant be relied upon 3  Avoid wastage of time and motion

4. Inventory of ffe and keeping them clean 4 Do not neglect, oil wipe keep spare parts clean.

TS (Transportation speciallist)

1. Drives vehicle i accordance with saety protocol and lto law 1. Observe BLOWBAGETS FOR CHECKING

2 Clean vehicle before driving out and upon arriving 2 TPM and 5s

3. Trouble shooting 3. Proper usage of tools knowledge of basic trouble shooting