An HR generalist with over 20 years of HR Practice and exposure handling all HR facets such as Recruitment, Benefits administration, HR Services Administration, Timekeeping, Training and Development, HR Analytics, Performance Management Program, Labor Management, Succession Planning, Human Resource Information System, Balanced Scorecard, Promotion and Talent Optimization.

I am an achievement-oriented individual interested in human resource development & direction in a corporate setting.

A member of Bersin Research Exchange (BRE) – an elite online research panel of HR, Learning and Talent Professionals.
Experience
APRIL 1, 2015 – PRESENT

Talent Optimization Head – Promotion to Senior Manager Level

CITYSAVINGS BANK – An Aboitiz Company / A Unionbank Subsidiary

Job Accountability:

The Talent Optimization Head is accountable and responsible in designing and implementing the projects and initiatives of Optimization Team intended to increase organizational effectiveness. The Talent Optimization Head reports directly to the HRQ Head and supervises the Talent Optimization Team.

Achievements in City Savings Bank:

Ø  Has developed the bank’s HR operations system in Timekeeping and Payroll from the manual to automated process (HRIS I) in a period of 5 months when I joined that Bank in 2012.

Ø  Instituted the second phase of HRIS II where employees will have a one stop shop/kiosks/repository of HRQ benefits and services through conceptualizing, designing and implementing the HRQ Portal

Ø  Conceptualized and implemented bank-wide employee wellness program through the Oplan Ironman project (Integration of the physical, mental and spiritual wellness)

Ø  Heads the refinements of the current Performance Management System which is now on its implementing stage. This is in relation to the implementation of the KRA based performance.

Ø  Conceptualized the Culture Building program and initiatives

Ø  Coaches TMs in the LEAP Training where TMs are taught how to change old ways of seeing and doing things, leveling up of employee performance that could contribute to the overall growth of the bank

Ø  Instituted the bank’s HRQ Model Procedures – systems and standards through the Oplan Autobots project (Automation of key processes of HR for efficiency and effectiveness)

Ø  Made the OSHA policies and instituted these in coordination with Safety and Security team of the Bank in 2014. This is an initiative which was not instituted for the last 50 years that the Bank existed.

Ø  Collates data for intelligence reporting / databank

Ø  Assists HRQ Head in the smooth implementation of Labor Relations cases i.e., violations of the code of conduct and code of ethics standards, conduct of administrative investigations and implementation of disciplinary actions.

Ø  Instituted the first ever Annual Team Awards for City Savings Bank which recognizes team efforts and rewards teams who performed beyond what is expected of them. The Bank’s team awards is now on its third year which was initially started in 2015.

Ø  Currently working on the implementation of automated Company Handbook – the eBook.

Ø  Has implemented the HRQ Portal which is the one-stop shop for all employees’ benefits, policies and procedures and even serves as HR Helpdesk for HRQ Services fast and efficient service provider. Currently on the second stage of developing other pages to be more efficient and effective.

Ø  Drafted and implemented the Bank’s Code of Ethics and Business conduct which was rolled out in 2016.

SPECIFIC JOB FUNCTIONS:

A.            Serves as HR Team’s Business Analyst:

1.                   Understands what the HR Team does and how HR should go about it.

2.                   Understands and connect the dot of how HR will affect the overall business through designing an HR system that could maximize efficiency and effectiveness of HR services and people.

3.                   Determine how to improve on existing HR processes

4.                   Determine which tasks / steps to automate to add value to HR and the entire business

5.                   Design the features of an HR system

6.                   Conceptualizes functional specifications of the HR system

7.                   Implements the new HR system technical design in coordination with IT application developers

B.            Performance Management Program (PMP)

1.       Conceptualizes and designs the Performance Management Program of the Bank

2.       Designed the automated form of the Bank’s Performance Management Program

3.       Accountable and responsible in continuously enhancing and improving the Performance Management System of the Bank.

4.       Accountable in implementing and administering the Performance Management System of the Bank.

5.       Accountable in providing accurate and timely data to the Development Team on the developmental needs of the employees based on the Performance Appraisal results

6.       Accountable in providing accurate PA data as well as maintenance of the of PMS Page in the HRQ Portal

7.       Accountable in the monitoring and management of the sustainability of the program

8.       Accountable in implementing the Promotion Program of the Bank

9.       Creates module on Performance Management Program

10.   Conducts Training on Performance Management Program

C.            Talent Management System

1.       Assists in the Talent Management Process for critical positions

2.       Assists in the implementation of the developmental plans of critical talents and their successors

3.       Provides inputs in the improvement of the Talent Management Program

D.            Team Awards Program

1.       Conceptualizes and designs the Team Awards Program of the Bank

2.       Designs the automated approach to data on Team Awards

3.       Accountable and responsible in the implementation of the Team Awards Program bank-wide

4.       Accountable in the maintenance of the R&R page in the HRQ Portal

5.       Accountable in providing accurate data pertaining to R&R

6.       Answers queries pertaining to Rewards and Recognition

7.       Accountable in the monitoring and management of the sustainability of the program

E.            Human Capital Analytics:

1.       Accountable in providing analytics as well as data analysis of the Bank relating to Human Capital

2.       Analyzes criticality of mined, collected, tracked and assessed data

3.       Accountable for the preparation and interpretation of data for presentation and analysis purposes

4.       Serves as a point person of the databank

5.       Accountable in preparing graphical reports with analysis

6.       Serves as point person for all data requirements such as but not limited to during Audits, required reports, etc.

7.       Serves as point person for all HRQ Manuals and is accountable in ensuring that the manuals are updated

8.       Accountable in running & implementing surveys such as but not limited to the Internal Customer Satisfaction Survey (ICSS) for HRQ, Corporate Quality Assessment Surveys, Employee Wellness Program Effectiveness Survey and HMO Survey.

9.       Accountable in the maintenance & updating of the HRQ Portal

F.            Employee Wellness & Employee Engagement Programs

1.       Conceptualizes and designs the Employee Wellness Program anchored on the five (5) core values of the Bank

2.       Accountable and responsible in the implementation of the Employee Wellness & employee Engagement Programs  bank-wide

3.       Accountable in the continuous improvement of the Employee Wellness and Engagement Program of the Bank through conceptualizing new and effective initiatives.

4.       Accountable in providing accurate data pertaining to Employee Wellness & Employee Engagements

5.       Answers queries pertaining to Employee Wellness

6.       Accountable in the monitoring and management of the sustainability of the program

7.       Prepares module on Wellness and Employee Engagement Programs

8.       Conducts Training

G.           Balanced Scorecard

1.       Accountable and responsible in the implementation of the Balanced Scorecard as Strategic Management System Framework of the Bank

2.       Accountable and responsible in the continuous review of the applicable strategies

3.       Accountable and responsible in the reportorial processes

4.       Accountable and responsible in the effective implementation of the Balanced Scorecard bank-wide

5.       Prepares training module

6.       Conducts Training on BSC to the Bank employees

H.            Promotions

1.       Accountable and responsible in the implementation of the Promotion Policy & process of the Bank

2.       Accountable and responsible in the documentation and preparation of presentation materials of promotable employees

3.       Accountable and responsible in the reportorial processes

4.       Accountable and responsible in the giving up of red flags for the candidates of promotion who have pending cases against the Code of Ethics and Business Conduct and Policies and Procedures of the Bank.

I.             Culture Building Program of the Bank

1.       Conceptualizes the overall Culture Building framework of the Bank

2.       Conceptualizes the Culture Building Trainings to be implemented Bank-wide

3.       Conducts Training

4.       Conceptualizes the applicable measurements in an attempt to measure success of the Culture Building initiatives

5.       Conducts follow through program

J.             Other Functions:

1.       Responsible and accountable in submitting reports as needed and when necessary

2.       Assists the Acting HRQ Head with Special Projects as may be assigned

3.       Conceptualized Organizational Development (OD) and/or Culture Program for the Bank. Currently on making the OD and Culture Framework. Anticipating to come up with Culture Booklet for employees.

4.       Accountable in implementing & monitoring the Balanced Scorecard bank-wide

5.       Accountable and responsible for performing his/her HR functions in the branch including but not limited to managing and supervising job assignments, job functions, schedules (leaves, training, travel, job shifts, etc.), coaching, performance appraisal, training and development of direct reports

6.       Approves all necessary documents and transactions including operational expenses, disbursements, procurements, etc as required within the authority limits

7.       Accountable for the submission of all required reports and to ensure that all reports are complete and timely

8.       Understands and complies with Audit, Risk, Information Security and Compliance policies as well as government and regulatory policies and procedures and ensures  that his/her team understands and complies with it as well

9.       Takes care of regulatory audits like BSP, DOLE, PSA, NSO, OSHA & Internal audits

10.   Directly coaches and develops direct reports

11.   Responsible for providing the Head Office support teams and branches with the needed resources for validation engagements as well as implementing agreed action plans in support of this

12.   Suggest innovation or improvements on branch processes and procedures.

13.   Actively participates in the Bank’s Emergency Response Team (ERT)

14.   Serves as back-up for the HR Retention Supervisor when needed.

15.   Other job duties, functions & responsibilities that may be assigned from time to time

February 7, 2012 – March 31, 2015

Human Resources and Quality Manager

CITYSAVINGS BANK – An Aboitiz Company / A Unionbank Subsidiary

(Total Workforce: 84 Branches Nationwide with 990 employees and still growing)

Handles four (4) staff focusing on HR Operations of the bank such as; Timekeeping and Payroll through the automated Human Resource Information System (HRIS), Leaves and Leaves benefit automated monitoring, Company initiated benefits, Statutory benefits processing and updating, Company Activities, Onboarding and Off-boarding of employees, HR Administration, Onboarding and Off-boarding of employees, Talent Optimization Projects, Assists Attraction process (Recruitment of employees for branch expansion), Organizational development projects including conceptualization of frameworks, Handles New Hires Orientation that discusses the company’s Vision, Mission, and Core Values, Code of Ethics on how we conduct Business and the Wellness program.

September 6, 2011 – February 6, 2012
Human Resources Manager

MATIMCO INCORPORATED

(Total Workforce: 200 employees)

1.       Oversees and manage Recruitment Effectiveness

2.       Oversees and manager Employee Relations & Events Effectiveness

3.       Overall in-charge of effective and efficient Human Resource Services

4.       Assists the VP for HR in the conceptualization and development of OD projects

5.       Ensures Training and Development Effectiveness

6.       Provides support to HRVP for the effectiveness and continued sharing and implementation of best practices for the organization

7.       Liaise with DOLE, NLRC, SSS, HDMF, DOT, Philhealth, Colleges and Universities

March 1, 2010 – September 3, 2011
ORICA Mining Services Inc. – Philippines

ORICA NITRATES PHILIPINES, INC.

(Bacong and Limay Bataan Plants)

ADVISOR – Human Resource and Administration

(Total Workforce: Limay Bataan Plant – 500 to 700 employees)

(Total Workforce: Bacong Plant – 120 employees)

Achievements in Orica:

1.       Able to convert the 8 Supervisory union member to Management level

2.       Able to resolve and close 11 cases out of 12cases of Bacong Site pending in Court of Appeals and NLRC

3.       Instituted systems of Service Level Agreements in all of the sites contractors

4.       Instituted systems for the Human Resource Department especially in processing benefits claims

5.       Strengthen the link between Management and union members

6.       Professionalized contracting manpower agency in relation to manpower supply of Bacong site where manpower supplier was unregistered in DOLE under 18-A. (Changed the site’s manpower agency)

7.       Institutionalized the admin services of Orica Bacong site.

8.       Able to effectively assist the Country HR Manager in cascading the Orica Australia standards across Philippine sites (Limay Bataan and Bacong Sites)

9.       Able to effectively and efficiently deliver HR and Admin Advisors Role in relation to the proceeding duties and responsibilities.

SPECIFIC JOB FUNCTIONS:

1.       Contribute to ensuring skills and capabilities of employees are improving against organization structure & business performance requirements.

2.       Conceptualizes training and development coordination with shared services and external contractors to address capability gaps.

3.       Assist in providing advice to both line managers in OD and ER processes, and employees in behavioral and performance improvement techniques.

Ø  Facilitate sharing of experience and best practices between groups as a key person representing HR for Orica Nitrates Phils. Inc – Bacong.

Ø  Collate data and provide HR reporting assistance to the Group HR Manager – Manila HO.

Ø  Provide assistance to the Group HR Manager with remuneration and benefits management and coordination of all employees for Orica Nitrates Phils Inc – Bacong

Ø  Contribute to the alignment of organization structure with changing business needs.

Ø  Assist the Group HR Manager to prepare plans that facilitate structure alignment with strategy & operating needs with line management.

Ø  Assist line management in the development of position descriptions that support the Hay job evaluation system.

Ø  Assist with job design activity.

4.       Assist with implementation of structure change programs with line management, including the involvement of required external resources and demobilisation of people resources intended for Orica Nitrates Phils. Inc – Bacong.

Ø  Ensure people processes positively impact on business performance and coach line managers on daily and annual process requirements.

Ø  Assist line management in the effective utilization of the performance management system.  Provide regular reports to line management to ensure compliance with the performance management system.

Ø  Contribute to implementation of shared services processes (eg. leave coordination, new hires, condition changes, terminations, etc)

Ø  Assist with the appropriate nomination of employees for internal and external development programs and maintain correct pooling of Workers to sustain requirements for the operations.

Ø  Assist with the coordination of development programs.

5.       Assist with the development of workplace agreements with line management to enable workplace productivity gains through continuous improvement initiatives, & improved workplace relations

Measure:  Agreements comply with various frameworks; health of workplace relations; employee participation levels; reduced demarcations.

Ø  Assist line management with the delivery of ER strategic plans

Ø  Assist with the negotiation & implementation of agreements with line management

Ø  Provide support in the resolution of ER issues, as required

Ø  Provide employee counselling services (eg. grievance) as required

Ø  Coach line management in the resolution of ER issues

6.       Manage Operator Recruitment and Selection and ensure the selection process is rigorous, efficient and of high quality and line managers are trained, educated and supported throughout each recruitment activity.

Ø  Ensure recruitment programs comply with Company standards

Ø  Lead/Participate in recruitment activities as required

Ø  Provide advice and assistance to line management in recruitment best practice

Ø  Manage external recruitment consultancies in accordance with internal process requirements to ensure the right people are in the right place

Ø  Conduct interview assessments for Worker level recruitment activities as required

Ø  Assist with the coordination of the induction process for all new employees as well as those endorsed from Manila Office for deployment to Bacong Plant.

Ø  Design and manage large intakes of Operator level employees including assessment centres as required

Ø  Ensure psychometric assessment is utilised and effective as part of the selection process for all Plant Workers.

7.       Manages & oversees Admin Tasks and Deliverables. Ensures that Admin policies and procedures are efficiently complied with.

Measure: Smooth and efficient delivery and compliance of all admin tasks and deliverables. Ensures Admin projects comply with safety policies and procedures

Ø  Implements ONPI Administration policies and procedures

Ø  Coordinates with HO Admin for policies & procedures update

Ø  Ensures that all contracts and permits are accordingly reviewed & renewed on time

Ø  Oversees effective and efficient management and control of office supplies for Admin and other requesting departments

Ø  Efficient application of cost reduction scheme for admin office and supplies including conceptualization of profit improvement projects for the site admin

Ø  Oversees proper handling of company vehicles as well as proper scheduling to meet the customers’ needs especially corporate visitors staying on-site.

Ø  Oversees proper cleaning and monitoring of the guest houses to meet the customers’ needs especially corporate visitors staying on site

Ø  Ensures that Admin people provide the best accommodation for corporate visitors, ensures safe stay in Guest Houses and provide the best accommodation ever.

8.       Completion and commitment to the community care programs envisioned for the year.

9.       Ensures follow through programs for the community care projects undertaken so that there will be continuity of projects implemented for the community

10.   Secures assistance and support from other departments for the implementation of the community care projects.

11.   Makes the admin offices a safe place to work for employees by overseeing that roofing, flooring and leaks are properly reported and repaired so as not to compromise the safety of employees in the building.

12.   Makes the guesthouses a safe place for site visitors by overseeing that roofing, flooring and leaks are properly reported included but not limited to non-compliance electrical and mechanical connections so as not to compromise the safety of visitors in the guesthouses.

13.   Makes sure that external communications addressed to sites including but not limited to customer complaints and concerns are properly replied with and addressed

14.   Timely responses and addressing of other departments complaints and concerns pertaining to admin services.

15.   Oversees that admin utilities are performing their daily individual tasks so that goals of the admin department is properly complied with and on schedule

16.   Monitors canteen compliance to safety regulations including but not limited to providing a safe and clean place for employees to eat

17.   Make sure that Admin personnel complies strictly with the SHE policies and procedures, works together for the attainment of Admin projects and deliverables and holds high ownership of running the admin department cost effectively and cost efficiently.

18.   Ensures that ONPI employees are given the best accommodation for their domestic as well as international official business trip preparations. Oversees proper coordination of the employees OB trips needs are taken cared of, best assistance to be given is of top priority.

19.   Oversees Compensation and Benefits, Training and Recruitment, Organizational Development (OD) & Performance Management System

20.   Oversees Payroll and Timekeeping – Regular, Probationary, Casual and on-call employees including the site’s agency employees

21.   Plans and administers employee relations programs

22.   In-charge of employees’ grievances, conducts employee counseling

23.   Liaise with DOLE, NLRC, SSS, HDMF, DOT, Philhealth, Colleges and Universities

24.   Overall In-charge of the Labor Relations cases in coordination with the legal counsel

25.   Conceptualizes Training and Development Planning of Bacong Dumaguete Plant and Limay Bataan plants.

26.   Performs operation-related functions when necessary.

April 25, 2002 – August 31, 2005

Aboitiz & Company, Inc

HRQ Specialist

(Total Workforce: 110 employees)

1.       Develops and implements strategies especially policies & procedures to address the organization’s requirements.

2.       Acts as Liaison officer for employees government requirements

3.       Human Resources Information Systems – manages the HR Helpdesk / Call Center that is main tool for speedy and efficient administration of HR Benefits Requests

4.       Handles HR Financials, from billing to management reports

5.       Research employee benefit and health and safety practices and recommends changes or modifications to existing policies

6.       Ensures effective & efficient administration of employee benefits

7.       Takes charge of all company benefits under the four tiers of benefits such as compensation, employee safety programs, recognition and self-development.

8.       Human Resources Admin Support: Managed the On-the-Job Training Program entailing monitoring learning progress of trainees; actively participated in Human Resources Information Systems (HRIS) enhancements; membership in several company committees such as the Aboitiz and Company emergency Team, Uniform Committee, SARS Committee, Sports fest & Company Outing Committee, and Canteen Committee

January 4, 2002 – April 20, 2002
Organizational Performance Associates, Inc

Training Associate

1.       Sets up the Human Resources department of a new retainer Company in MEPZ

2.       Ensures that the government requirements are complied with i.e, DOLE, TESDA

3.       Conducts / screens the initial 120 employees of the company from sewers, cutters, and office personnel.

4.       Sets up company policies and procedures based on the existing labor standards and documents all business roles through an employer’s handbook

5.       Conducts safety trainings in coordination with government agencies

March 20, 1997 – May 30, 2001

Shopping Center Management Corporation – SM City Cebu

SM City Cebu Administration Office

HRD Staff

(Total Workforce: 120 employees)

1.       Handles all personnel related tasks of the different divisions, Food Court, Cinema, Bowling Center and Travelers’ Lounge

2.       Acts as liaison of employees for all government agency requirements

3.       Ensures that company’s policies and procedures are complied with

4.       Handles employee grievance in coordination with the division / dept head

5.       Conducts training programs to Food Court tenant employees

6.       SM Cebu Scholars coordinator

November 1996 – February 1997

UGNAYAN NG PAHINUNGOD – VOLUNTEER STAFF

University of the Philippines – Cebu Campus

1.       Handles students counseling and tutorial programs

2.       Conducts outreach programs

3.       Develops and implements activities to be spearheaded by the program
EDUCATION
POST GRADUATE             :               University of the Philippines – School of Management

Masters in Business Administration (MBA)

2017 – Present

COLLEGIATE                       :               University of the Philippines – Cebu

BA Political Science

1990 – 1994

SECONDARY                       :               Saint Francis High School

Guihulngan Negros Oriental

PRIMARY                             :               Guihulngan South Central School

Guihulngan Negros Oriental

TRAININGS AND SEMINARS ATTENDED
5TH BALANCED SCORECARD INTENSIVE PROGRAM CERTIFICATION

Institute of Certified Management Accountants Philippines

September 17 & 18, 2015

ICMA Headquarters, Tektite Building Ortigas Center Pasig City

EMPLOYEE DISCIPLINE SEMINAR

Aboitiz Equity Ventures, Inc.

August 1, 2014

Montebello Villa Hotel, Cebu City

PROBLEM SOLVING AND DECISION MAKING

Aboitiz Equity Ventures

Speaker: Mr. Jess Arthur C. Sibal

June 23 – 24, 2014

Ramon Aboitiz Foundation Inc.

PRACTICE OF SUPERVISION

Aboitiz Equity Ventures

Speaker: Mr. Roman Ronquillo

April 21-22, 2014

Ramon Aboitiz Foundation Inc.

LEAP (Leadership Enhancement Adventure Program) for Leaders

RAFI Kool Camp Adventure

April 20 – 22, 2013

Costabella Resort Mactan Lapulapu City Cebu

The Seven Habits of Highly Effective Team Leaders

Aboitiz Equity Ventures Inc

February 27 & 28, 2013

Summit Circle, Fuente Osmena Rotunda, Cebu City

Frontline Leadership Workshop

Aboitiz Equity Ventures Inc

April 15 & 16, 2013

Ramon Aboitiz Foundation Inc.

Nitric Acid and Ammonium Nitrate Production

Conducted by Mr. Jackson T. Sia – Technical Manager Orica Mining Services

March 23, 2011

Orica Nitrates Philippines Inc. Bacong Negros Oriental Philippines

SAFETY, HEALTH & ENVIRONMENT Leadership Training for Operations

Conducted by Mr. Jeff Soper

Safety and Sustainability for Orica Australia – Asia

March 30 & 31 and April 1, 2011

5S Training

Conducted by Ms. Jocelyn R. Maxino – SQA Manager

August 5, 2010

Orica Nitrates Philippines, Inc. Bacong Negros Oriental Philippines

Lean Six Sigma for Orica Management and Staff

Conducted by Mr. Lester R. Celiz – Lean Six Sigma Blackbelt Manager

October 10, 2010

Orica Nitrates Philippines Inc. Bacong Negros Oriental Phils

ISO 9001:2008 VERSION

Conducted by Darlene Page Aguilar

June 8, 2010

Bacong Negros Oriental

IMEX Leadership Training

Conducted by Development Dimensions International (DDI)

Discovery Suites, Manila

April 19 – 23, 2011

5S Productivity Training Seminar

Conducted by Regional Tripartite Wage & Productivity Board

August 7 & 8, 2007

GP Personality Enhancement Training Seminar

Conducted by Gina Prohorov

Cebu Grand Hotel

September 3, 2004

Toastmasters International District and Club Officers Training

July 5, 2003

Sacred Heart Center, Cebu City

Crash Course in Accounting with emphasis on Bookkeeping

Conducted by Mr. Neil Raymund Saletrero

June 5, 12, & 19, 2004

University of San Jose Recoletos, Cebu City

Zinger-Miller Working Program

Conducted by ACO-HR & Quality Team

June 30 – July 2, 2003

Aboitiz Corporate Center, Banilad Cebu City

Understanding Financial Statements

Conducted by Corporate Finance Team

March 10-11, 2003

Aboitiz Corporate Center, Banilad Cebu City

Principles of Quality Living

Conducted by Romy Ronquillo & HR & Quality Dept.

February 12-14, 2003

San Carlos Retreat Center, Talamban Cebu City

Microsoft Advance Excel Training

Conducted by ACO-iCSD Dept.

November 14, 2002

Aboitiz Corporate Center, Banilad Cebu City

Basic Quality Awareness Seminar Workshop

Aboitiz & Company, HR& Quality Department

November 11-12, 2002

Aboitiz Corporate Center, Banilad Cebu City

PMAP Quarterly Meeting

Conducted by PMAP

July 12, 2002

Café Laguna Cebu City

Blaine Lee Seminar Workshop

Conducted by Blaine Lee

July 17, 2002

Cebu City Sports Complex, Ayala Business Park

First Aid & Basic Life Support Course

Emergency Rescue Unit Foundation <ERUF>

November 4-5, 1998, SM Conference Center, SM City Cebu

AFFILIATIONS:

1.       Aboitiz Toastmasters Club Competent Toastmaster

2.       A member of Bersin Research Exchange (BRE) – an elite online research panel of HR, learning and talent professionals.

REFERENCES:

1.            Atty. Douglas Nelson P. Rustila

Legal Counsel

Tel. # 417-5316, Mobile: 09173236922

2.            Engr. Anthony R. Ocean

Senior PPIS Technologist (East Asia) Orica Mining Services

Orica Mining, Manila Philippines

Cel # 0917 – 8735346

3.            Dr. Rhodora M. Bucoy

College Professor / Political Science Adviser

Currently Philippine Commissioner: Philippine Commission on Women

[email protected], Mobile: 09209614950

ELIGIBILITY                                                  RATING

– Civil Service Sub-Professional Examination                                        85.23%

– Civil Service Professional Examination                                                  80.27%

PERSONAL DATA

Birthdate                             :               August 10, 1973

Birthplace                            :               Guihulngan Negros Oriental

Nationality                          :               Filipino

Age                                        :               44 years

Height                                   :               5’3“

Weight                                 :               130 lbs

Civil Status                          :               Married

Spouse                                 :               Danilo C. Parilla

Occupation                         :               Self-employed

Father’s Name                  :               Mr. Venancio C. Hino-o

Occupation                         :               Deceased: May 30, 2008

Mother’s Name                                :               Marietta M. Hino-o

Occupation                         :               Housewife

Regulatory Identifications:

SSS number                        :               06-1523883-0

TIN number                        :               181-415-966

HDMF ID number             :               070136023808

Philhealth ID                      :               12-050083391-8