Ms Ann
can you do the score card: puwede portrait or 4 on a single page panoramic.
Each job has one score card; css 1, css 2, sfc, driver and gt
One sheet for every position; universal ang attitude at learning;
ibaba ang bawat position sa output at skills; and bon uses nasa baba
(puwedeng ibox) puwde ba Sat..
1. Monthly score card for performance evaluation
Name _______________________________ Sbu__________________Position ________________________________ For __Probation -__1 __2
Date employed _________________________Reports to ________________________Rater /Evaluator __Promotion
Date ___________________________________ Period covered_________________________________________ __Dropping from rolls
ST for the criteria Total
A. Outputs - 30%
1. KRA 15 points
CSS 1 Sales /5 = x .15
KPI
Prospecting /300 month x 5
Pagtalima sa Inuutos /5 month x 5
Posting /month x 5
B. Skills 30%
Writing a memo IR 5%
Pagpopost sa blog at FB: best pictures/obit 5%
death date and anniversaries
Paggawa ng CO, DOS ppa /5
Paggawa ng master list (updating): interment/lots
Recruitment at leading a sales group (agents) 10
Attitude 20%
Attendance and promptness 5pts
-1.0 for every unexcused absence
-0.5 for every tardiness
Wearing of uniform ID office decorum 5pts
- 1.0 for every offense
Communication - reading gmails/blogs 5pts
- Hindi nakasagt - -10
Prompt and exact execution of tasks 5 pts
Learning 20%
Journals 10 entries per month 5pts
Book report 5pts
PPt (as per standard) 10 pts
Comment on blog 5 pts
10 comments per month
Bonuses:
1. Attitude Cs for the customer - kinausap, served merienda, sinolve problems + 5
2 Skills for GT and TS
1. Welding skills + 5
2. Masonry, plumbing + 5
3. Electrical + 5
4. Excavator operations + 5
3. For office staff: skills
1. Paggawa ng sales ad + 2
2 Paglalay out ng graphics +2
3. Paggamit ng AI. + 5
4. Marunong gumaw ng blog +2
-x-x-x-x-x-x-x- Variants for variousposition: KRA and KPI
2. CSS2
KRA /3/ month sales 10 pts
KPI
1. IA checklist at least 15 month /15 - 5 pts
2. PNL reimbursement /15 5pts
3. Interment na excelent /10 5pts
4. dalaw paburol /10 5pts
Skills 30
1. Conducting an interment 5 pts
2. Video tribute 5 pts
3. Writing laying an obit 5 pts
4. Ordering and purchasing 5 pts
5. Work scheduling/wo 5pts
6. Filing masterlisting 5 pts
Output
3. SFC
1. Output 30 pts
KRA 15
Collection;
Oton, SFLU, Calapan / 2.000,000 per month 15pts
Panga, /3,000,000
Greehnills. /4,000,000
KPI 15
Collection letters sent - 60 month 2
Forfeiture 10 month 3
Reports
Abstract 4
PNL 4
AP budget 2
2. Skills 30 pts
1. Budgeting 5%
2. PNL preparation 5%
3. Collection legalities 6552, civil code 5%
estafa (RPC)
4 Filing xls 5%
5. Governmentals SSS, Philhealth, Bir 5%
6. Basic accounting bookkeeping
4. GT
Output 30 pts
KRA -xxxx
KPI
Area swept and watered 6
Plants plnated sa nursery 10
Area na landscaped 10
TPM at 5s ng bodega, gamit 4
Skills 30
Horticulture pagtatanim 10
TPM 10
Work scheduling 5
5s 5
5 TS
Output 30 pts
1 KPI Dalaw Paburol 10
2 KRA
Tripping 10 /20
Errands 5
Driving tractor /20
Skills 30 pts
Driving 10
Map waze reading 6
trouble shooting use of tools 7
basic tpm, 5s of vehicles 7
-x-x-x--x-x-x-x--x--x
2. Semiannual summary of monthly score cards
Name ______________________________________ __For probi __1 __2
Position _______________________________________ __Salary increase
Period covered _________________________________ __Dropping from rolls
Total Average total/6
Months 1 2 3 4 5 6
1. Outputs 30%
2. Skills 30%
3. Attitude 25%
4. Learning 25%
Average score
Final scorre __ below 85
__ 85- 90 1 grade higher
__ 91 to 95 - 1.5 grade higher
__above 95 2.0 grade higher
Rated by __________________Checked by ___________________APPROVED BY:____________________________
SOCPN
Date _______ Date _______ Date
On Thu, Jul 2, 2026 at 3:00 PM Jorge Saguinsin <jorge@holygardens.ph> wrote:
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 30th2. To eradicate those who want us to be temporary ATM, parking lots and even a nursery3. To liven up professionalism and competent staff4 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 target4. Selling comjunicationa not accepted as a responsibility, or responsinility as an employee subordiante task5. Bad cs6. We complied with the law gave higher pay and still had the same and worse results7. 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 Usefulness1. Clearer career path, benefit goals for the staf2. Faster promotion, faster weeding out of undesireables3. Elimination of bad practices, habits and mindsets4. 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 applicants2. Edit application:
1. Buntis ka ba? May ka physical relations ka ba2. 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 shallow2. Dtermine if the persons thinking is deep, work ethichs hard, etc, including consistency and honesty
3. Bi - find out about character4. Find out about the candidate from references and previous employer. Note the red flags5. Reference : require validation of character and integrity of the candidate + SURETY (PANANAGUTAN AND CANDIDATE KUNG DUMISPALKO O NANGUPIT)6. COMPLETE REQUIREMENTS prior to interview7. Let us hire fast, deep and hard. This is a priori, an input requirement before you can manage or have a strong organization8. Isang boses lang, isang awitin, UNIFIED COMMAND AND LEADERRSHIP, BAWASAN ANG BATA BATA TAO KO AT SISIPAN MGA MALING SUMBONGMag 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 ofrespect 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 submissionMention 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. for1. Trainees reaching 3rd month (on the 10th month) for first evaluaiton2. Trainees reaching 6th moth (28th week) and the subject is:
1. Shown the written monthly grade performance2. Good points and strengths are discussed (how about the palpaks, some candidates resent the negatives03. 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 oraremaments of husband and mga karelasyon, those who transgressed us by submitting fasle emplyment data
3. Every 6 months for 1, performance checking for2, promotion and3. 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 promotionoutside 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 monthCSS 2 naglilibing 2CA 1area of grass planted over target 50sm/monthKPIProspecting 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/month5 forfeitures/month
PNL per month 5
Minimum of P200,000collection 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. 10excavator operationsconducting pemaking a marketing plan
3. ATTITUDE AND GOOD HABITS 20
1. Attendance 5%and abseces
-0.5 pag late-1.0 pag absentpag 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 whilewaiting, inasikaso
4. Learning 20%
Entries at logbook at least 5 for the month +5Comments at blog 1@A book report + 5A ppt presentation + 5A suggestion in pdca format + 5
Process:
1. Maggawa ng ganitong grading sheet buwan buwan ang hr, ipapadala sa simula ng buwan Ilalagay angpangalan, 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 bagongposition 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 resulta2. 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 LisSales Asistant Sales Reservation ADs, ads posting, propecting
2, CSS 2 Customer service, interment Interment Service revenue Great IS, markers delivered, PPAFuneral 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, forfeitureBalance 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 nurserygrass 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 staffAcademic requirements Experience Skills and ability requirements
CSS 1 College preferabkt markeing sales experience computerr literate, graphics ppt, fb and IG familiar, lay outof ads, obit, sales skill, convincing communication written and oralppt
CSS 2 College graduate cs experience, spa, receptionist good oral communication, may stage presence, marunong ng ppttaga 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 literatejob
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 PointsMarketing director Sales admin1. Recruits trains sales staff 1. Screens staff for trainibility honesty2. Documents sales staff 2. SIgns SEAD or LoA to sell; to blacklist violators3. Conducts sales meeting 3. GIves sales tip, conducts sales contests: prices trips4. Records sead of agent, rewards top performer 4. May wall of fame5. Makes sales report 5. Monthly: sales only 20% dp, hiwalay reservation agreement, at cash sales6 Multiplies staff via internet marketing 6. Thorough knowledge of interenet fb marketing7. Submit daily prospect list 7. NO prospects no sales classifies them into A and B8. Helps se to file requests for com 8. Expediite com release; (does not as in ....MP asks agents to for dumping of office sales
Promotion1. Lays out tarp and other ads 1. Must conform to DHSUD rules2. FB ads 2. AIDA3. Does the canned sales talk 3. Studies various closing technqiues hooks and teaches the sales sfaffrole 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 sellsactivities for dalaw paburol: prospecting9 days 40 days me DALA5 FB marketing 5. Free wifi, fb wifi at the site6. 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 buyers2. Prospecting from new buyers in dalaw paburol 2. Via calling cards during dalaw paburol, setting up sales booth during interment3. via text messaging quotes or birthday greetings
Funeral director Interment
1. Does the IA documentiona andb ARU 1. With checklist and PNL2. Prepares the interment set up 2. Does the CA with finance and or gets from RF3. Receives cash enforce documentary reqs. 3. No pay, no interment
JO for the diggers follows mc on canvass, and purchasingJO for the vault installation
vault inventoryremanufacture at critial level 70% na nagamitOrders materials for the vault manufacture
3 Interment proper COBS, kakaiba nakapaganda ang site to honor the loved one, EXTRAORDINARY
1 Dress properly2. Chairs carpet sound system3. Flowers ceremony, AV ready4. Food ready5. No litter scattered soil at the site
4.Post interment
backfilling the burialgrass marker
5 Pagliligpit storage of interment ept interment equipment are expensive and mjust be kept secure and dryto prevent molds
6. Orders marker Preferably installed during the interment dateThere 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 maintainerPaper worksL files maintains secures maintains files
Interment and lots1. Master list for the lots 1. Cross referencing computer files2. Master list for the interments 2. Folder for each of the interment and or account3. 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, reservation2. 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 updatesrecords bounced check
5. Recording of accountable forms: checks, OR alpha or chronologicalPPA, CO dosrecording checking all files of less than 10k may be shredded to conform to BIR limitation of 3 yearsall files beyond of P10K beyond must be permanently filed6. Record keeping:
1. AP cv files2. ORs3. Cancelled checks4. Bank recon4. Office staffSFC 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 PNLabstracts
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 evenwe 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, padding2 xx fake docs3. No payment no interment4. 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 days2. Forfeiture of accounts over 90 days
5. Keeps internal control 1. Regularity and accuracy of reports1. Observance of ;
1. Daily and timely submission of reports to avoid lapping2. Supporting docs, proofs of the transaciton3. Enforcement of imprest system4. Enforcement of the prescribed accounting systeme for the sbu5. People including the incuimbent is honest at all times
6. Observance of cost reduction measure at the sbu always 1. Read at blog2. 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
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