WMSU Pushes for PRIME-HRM
August 1, 2013
Members of the Faculty Union during their General Assembly on July 19, 2013.

Members of the Faculty Union during their General Assembly on July 19, 2013.

Dr. Milabel E. Ho, WMSU President, issued Special Order No. 96 for the creation of committees to oversee the university’s adherence to the Program to Institutionalize Meritocracy and Excellence in Human Resource Management (PRIME-HRM) under the Civil Service Commission. This is pursuant to CSC Resolution No. 1200241, dated February 1, 2012, that integrates PRIME-HRM with the Personnel Management Assessment and Assistance Program (PMAAP) and the CSC Agency Accreditation Program (CSCAAP) with the objective of inculcating meritocracy and excellence in public service human resource management through a program of reward, recognition, empowerment, and continuous development.

In the interest of improving service, three committees—with corresponding offices that compose each—are created by virtue of SO No. 96:


  1. Strategies Performance Management System (SPMS)
  2. Human Resource Development Plan (HRD Plan)
  3. Merit Promotion Plan for Faculty

PRIME-HRM is a tool that CSC uses to recognize the best practices, innovations, enhancements, and remarkable developments in human resource management performed by a particular agency. In the event that an agency qualifies for a status and recognition tantamount to its achievements, the commission thereby delegates authority to that office to execute functions that are normally performed by CSC. There are five levels that every agency under CSC can be categorized under depending on its adherence to PRIME-HRM standards:


  1. Level I (Regulated)
  2. Level II (Accredited)
  3. Level III (Deregulated)
  4. Center of Excellence in Human Resource Management
  5. Seal of Excellence in Human Resource Management

PRIME-HRM has three components, namely Comprehensive HRM Assistance, Review and Monitoring (CHARM); Continuing Assistance and Review for Excellence Human Resource Management (CARE-HRM); and Special Program for Evaluation and Assessment as Required/Requested (SPEAR). CHARM is concerned with appraising human resource management standards and systems, records management, and human resource personnel competence; CARE-HRM is a continuing program that serves to assist agencies in the implementation of the recommendations as contained in the CHARM findings; and SPEAR is involved with the special assessment of particular HRM agencies, either by necessity or by request.

WMSU’s administrative officials scrupulously performing their specific functions and duties.

WMSU’s administrative officials scrupulously performing their specific functions and duties.

Dr. Ho has repeatedly shared her vision of renewing the university’s overall academic landscape. The various hats she has donned over the years as a nurse practitioner, educator, and leader proves that she is capable of influencing positive and progressive transformation, and there is no doubt that her second year as WMSU President will be adorned with even more achievements to supplement the first. The primary steps she has taken in pursuit of the objectives of PRIME-HRM is an indication that she is moving toward upgrading the human resource management quality of the university through the institutionalization of meritocracy and excellence.

(S.R.I. Vargas-WMSU PRESS RELEASE)