Providing outstanding amazing values through process clarity and improvement
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Wednesday, July 8, 2026
Saturday, July 4, 2026
Re: H22026 FL SALES REPORT FORMAT REMINDER
Hello Sir,
We will add po ba yung wala sa sales report?
ang wala po sa sales report namin ay balance at appointment slip.
IDAGDAG
Salamat po.
SUBJECT; MEMORANDUM CIRCULAR SALES REPORT FORMAT
DATE JULY 3, 2026
WHO: SFC and AND CSS 1
What : REQUIRED FORMAT FOR SALES REPORTING
WHEN; ON THE 2ND DAY AFTER THE REFERENCE MONTH (Say for June, due July 2nd)
Why: 1. To validate sales being reported2. As reference for com payment3. To assure sales being reported is accurate
DEFINITION: Sales is recognized as sales when it1. Cash sales paid in full 100% less discount. The correct figure is the net amount2. We must properly recongnize deferred payment and reservation as Lot buyers deposit A LIABILITY ACCOUNT AND RECOGNIZED AS SALE UPON PAYMENT OF FULLDP AND PPA, CTS signed
SALES REPORT FOR THE MONTH OF ____________SBU _______________________
(I box or excel)
Fields
Date
Name
PPA Number
Lot Details
TLP
CASH DP %AMOUNT
BALANCE
MOS TO PAY
AGENT /0FFICE SALE
COM %
APPT SLIP
Friday, July 3, 2026
Metrics for Special Assistant for Communication
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
---------- 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 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. Elemination 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
Thursday, July 2, 2026
Improvement in communcations coding gmails
Providing outstanding amazing values through process clarity and improvement
o: ALL
Thru; Madel (FOR COMMENTS AND MODIFICATION If no reply in 48 hours deemed in compliance)
SUBJECT: H22026 FUP1 AF JV sharing and FUNDS REMITTANCE
Goals: 1. To up teamwork cooperation, working as 1
2. To produce better and faster results
Background:
1. People are now answering mails and text; we need better tracking and monitoring people must be made aware that rewards and penalties are relevant to
this area
2. Many have been called out and no respect
3. It is alleged and reported (and found out) that staff are:
1. Engaged in bashing and trash talk using our paid chananesl during working hours
2. Many tasks and learning projects remained undone
4. People have varied loyalty, we have conflicting orders. While we have drawn an organizational chart
5. We have noted, informal, friendly with some officers (palakasan stuff) ancillary jobs, with main jobs being undone or neglected
WTDN
1. Memos will be numbered date sent and answered duly noted
Numbering system: H22026 (type of Memo) (tag)
H2 - 2nd half
2026 year
Type of Memo
FUP follow up
FA for action
FIA for immediate action
FL for learning
FR for reports
Soon may qr code tayo when responding
2. Deductions will be made in the monthly performance evaluation and accordingly promotions will be made on various areas as attitude and job behavior which includes
communication with weight of 5. Late -0.5, non answering for 2 days or more less1.0. This deduction will eat up other weights
We begin this July
3 On the performance evaluation:
below 85% - 0 movement or removal from the rolls
85 - 90 - 1. salary grade
91 95 1.5 grade
96 up 2.0 grades
Grade spacing:
STAFF - Php 1,000
SUPERVISORY 2,000
Managerial 5,000
4. Others
1. FOCUS ON AIM - the goal, the KRA sales and collection
2. Use compnay gmail and cp - keep your personal cp elsewhere: not games and chats
3. No more surreptitious gcs If you get caught (and we have discovered some)
4 Let us be serious and be compliant NO LANGINAN ETC
5. Answer gmails and dm ASAP NOW; answer phone not later than 3rd ring
6. READ WELL AND UNDERSTAND - no hinapyawan and scanned You are not a scanner or manghahapyaw. YOU ARE PAID PROFESSIONAL EMPLOYEE
7. Strove to comply with the organizational chart:
1. Follow lines of communication, lines of direct reports
2. Huwag isasama sa loop ang taong hindi kasama sa converstion (like ay Ical)
3 Gawin ang nararapat sang ayon sa organizaitonal chart at job description (admin plan
7. Don't acknowledge or note a gmail/memo (ONLY BOSS DOES) INDICATE ACTION. ID WHO ANSWERED
8. Listen and understand
1. Intindihinng mabuti ang nasusulat
2 Magtanong sa mga nakakaintindi ng Ingles, at itransalate ito.
3. TIGILAAN ANG PAGHAPYAW AT PAGSCAN. BASAHIN AT LIMIIN (reflect) MABUTI ANG NASUSULAT
4. Magtanong tumawag magtanong sa sumulat ng memo kung hindi nauunawaan
COMMUNICATION ACKNOWLEDGEMENT
Improvement in Gmail, text H22026 MC FL COMMUNICATION
(Gmail reference number)
1. I we have read the above mentioned memo/gmail and I will________________________(
2. This memo requires and asks compliance for
1
2
3
SOCP ______________________________
Date ______________________________
N.B - Baka puwede si Soto candidate sa HGGMP for CSS 1 and doubling at PM for HR doing this monitoring Pefroamnce Evaluation
The contents are property of the author and shall not be used without written consent
Restructuring, revival strengthening of perfomance evaluation system for the Holy Gardens group H22026 0 2 FA HR Performance Evaluation and revival reimplementaiton
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 revivival 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
Follow up accounting works: ap and sharing H22026 FUP1 AF JV sharing and FUNDS REMITTANCE
To: Ms. Camille Ann
Thru; Mam Madel
SUBJECT; FOLLOW UP (Back tracking) of BACKLOGS AND UNCOMPLETED TASK
H22026 FUP1 AF JV sharing and FUNDS REMITTANCE (Quote this in the reply)
Date; July 2, 2026
Goals:
1 To lessen backlogs and remove clutter from dense uncompleted accounting works
2. To divert attention and performance and results
3. To show skills capability for hard work and determination
Background
1. Maraming unfremitted 52% funds and sharing being followed up by JV partners ; JV says monthly ang sharing
2. They should be done promptly and monthly
3. We made it in such a way that abstracts can be gleaned asap for: sharing, for the funds, and PNL
WTDN:
1 Ating gawin, backtrack from June. Strive to finish H1 by July 15 and 2025 by end of July puwede kaya
2. Inform me copy me the achievement
3. Pay no attention to distraction, bashing and put you downs
4. If we focus on our jobs and results, this would not happen
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