what is the purpose of personnel assignment

A systems view of personnel assignment problems

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An Intergovernmental Personnel Act (IPA) assignment is a temporary transfer of skilled personnel between the Federal Government and State or local governments, institutions of higher education, Native American tribal governments, and eligible non-Federal “other organizations,” including Federally Funded Research and Development Centers. The assignment is effected for purposes of mutual concern to the Department and to the participating non-Federal entity and should also serve a sound public purpose. IPA assignments can be used to achieve a number of objectives, such as to: 1) strengthen the management capabilities of Federal agencies; of State, local, and Native American tribal governments; and of other eligible organizations; 2) assist in the transfer and use of new technologies and approaches to solving governmental problems; 3) involve State and local officials in the development and implementation of Federal policies and programs; and 4) provide program and developmental experience that will enhance a DOE employee’s performance in his or her regular job.

Before an assignment begins, an agreement (OF 69) must be executed between DOE and the participating organization. The agreement should make clear that if an employee is paid allowable travel, relocation, and per diem expenses, he or she must complete the entire period of the assignment or one year, whichever is shorter, or reimburse the Government for those expenses.  For Federal employees the agreement should assure that the assignee knows of his or her obligation to return to the Federal service for a time equal to the length of the assignment, or be liable for all expenses (exclusive of salary and benefits) associated with the assignment.

The cost-sharing arrangements involved in a mobility assignment are worked out between the participating organizations. The Federal agency may agree to pay all, some, or none of the costs of an assignment. Such costs may include employee pay, fringe benefits, relocation costs, and travel and per diem expenses.

Each proposed assignment must be examined by the Office of Human Capital, the Office of Financial Policy, and the Office of the Assistant General Counsel for General Law to ensure that it is for sound public purposes and furthers the goals and objectives of the participating organizations. Assignments should not be requested primarily to meet the personal interests of employees, to circumvent personnel ceilings and contractor support limitations, or to avoid unpleasant personnel decisions.

Information is available that provides general conflict of interest guidance to incoming and outgoing IPA assignees, templates of letters from DOE to the participating institution, and the general authorities related to the IPA.  If you have any questions regarding IPA assignments, contact the Office of the Assistant General Counsel for General Law at 202-586-1522.

What Is the Importance of Establishing & Assigning Responsibilities for Project Team Members?

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Goals of a Team Leader

Leadership styles in production management, characteristics of a high-performance team.

• Team Effectiveness & Increased Productivity
• How to Motivate a Team With Good Leadership Qualities

When team leaders assess the scope and feasibility of the project, a primary consideration is the strength of each team member. From these strengths, leaders assign roles and responsibilities. Because a project requires that multiple task be completed, it's critical that team members assigned to each leg of the product are qualified not only to do the work, but to manage the process.

Assigning tasks to team members correctly will help make sure your projects succeed, and stay on time and on budget.

Project Efficiency Improves

Assigning responsibilities for project team members boosts efficiency. Having a clear understanding of project roles allows the leader to develop a timeline. Such a chart lists who is in charge of which task and when the specific portion of the project is expected to reach completion. If responsibilities are not assigned, the outcome of project tasks becomes unclear, vague and often incomplete.

Villanova University recommends creating key project team components using an executive sponsor, project manager, analyst and individual team members.

Assigning roles also enables members to get a better idea of which members are working on closely related tasks. Members can review the to-do list, see which member is completing the assignment and issue follow-up feedback and questions if necessary. Essentially, delegating tasks allows for the creation of a project blueprint.

Project Productivity Improves

Productivity is enhanced when the responsibilities assigned closely align with the team member’s strengths, explains MyManagementGuide . For instance, record-keeping jobs may align best with the team member assigned with all tasks related to accounting. Boosted productivity only arises when all members agree with the responsibilities assigned to them. They must also know how to achieve the tasks assigned.

Some team members might have very good technical skills in a specific area, but that doesn't mean they can communicate ideas to other team members, or lead other team members to get work on time. That's why management generalists with less technical knowledge often make the best team leaders.

Morale is Improved

Issuing responsibilities to team members gives each person a sense of ownership; they become invested in the project’s outcome, thereby increasing their efforts to create a quality product. Without assigning roles, members grow disinterested, detached and possibly territorial over parts of the project. Team leaders should recognize the successful completion of tasks to boost morale as well.

This is achieved by praising the worker in front of others and making an ordeal of crossing off their work from the project’s to-do list. Leaders must also ensure the work is evenly distributed by dividing work among team members fairly. This helps reduce resentment and creating stress for some workers while generating boredom for others.

Considerations

Team leaders may be effective at assigning tasks to employees but still encounter problems. Difficulties may arise from mediating personality clashes, disciplining apathetic workers and working with a limited budget. Task managers can reduce these barriers by holding routine meetings, conducting check-ups of each member and reporting to higher-ups about the project’s progress.

• Villanova University: Project Team Roles and Responsibilities
• MyManagementGuide: Project Team Organization

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DepEd School Form 7: School Personnel Assignment List and Basic Profile

The Department of Education ‘s School Form 7 (SF7) in the Philippines. is a type of school form that records teaching and non-teaching staff profiles and assignments. It covers plantilla positions, employment nature, qualifications, and teaching programs to improve administrative efficiency.

To follow these guidelines easily, DepEd offers access to Electronic School Form 7 (SF7) on regional websites. A tutorial by YouTuber Maie Rodriguez guides users through the updated electronic SF7 version. This digital method simplifies the process, ensuring accurate data for efficient educational management.

Table of Contents

What is DepEd School Form 7?

School Form 7 (SF7) is also known as the School Personnel Assignment List and Basic Profile Form. It includes a list of the institution’s personnel together with their basic information and their teaching duties and responsibilities.

DepEd  requires the school head at all educational institutions to fill out and submit the DepEd school form 7 (SF7) at the beginning of the school year (BoSY). This is a list that provides a basic overview of each personnel in the institution.

To ensure compliance and support the overall academic objective of keeping the institution’s personnel records, SF7 is a crucial form for school heads. It makes it easier to meticulously track each personnel’s basic information and assignment records.

This form, which was initially created for the Human Resource Information System, needs to be manually and/or electronically completed by the school head at the beginning of the school year (BoSY) and as needed.

What is the Purpose of DepEd School Form 7?

Regardless of position or type of appointment, SF7 aims to provide a summary of all personnel in the institution. This form will also function as a list of institutions’ personnel inventory.

DepEd School Form 6

Starting with the highest rank and working down to the lowest, the school head must prepare the SF7 at the Beginning of the School Year (BoSY).

• School ID : The Enhanced Basic Education Information System (EBEIS) assigns a six-digit number to each officially recognized school.
• School Name : This is the institution’s legal name as it appears in the DepED and EBEIS databases.
• Region : It is the country’s geographical area.
• Division : It is the office division under a school board’s authority.
• District : This refers to the area of the country, city, or town where the institution resides.
• School Year : It is the time frame that institutions use for holding regular classes.

A. Nationally-Funded Teaching & Teaching Related Items

• Title of Plantilla Position (as appeared in the appointment document/PSIPOP) : This refers to all plantilla positions including those with tentative appointments.
• Number of Incumbent: This is the total number of personnel holding the above-mentioned Plantilla Position.

B. Nationally-Funded Non-Teaching Items

• Title of Plantilla Position (as appeared in the appointment document/PSIPOP) : This refers to any plantilla position that has been approved by the Department of Budget and Management (DBM) and which supports the delivery of services such as administrative, personnel, supply, records, accounting, and other support duties in the institution but does not involve teaching in a classroom.
• N umber of Incumbent : This is the total number of personnel holding the above-mentioned Plantilla Position.

C. Other Appointments and Funding Sources

• Title of Designation (Designation as appeared in the contract/document: Teacher, Clerk, Security Guard, Driver, etc.) : This is the title of the appointment designation as stated in the contract or other relevant document.
• Appointment (Contractual, Substitute, Volunteer, others specify) : It refers to the type of appointment or employment status.
• Fund Source (SEF, PTA, NGO’s, etc.): This refers to the source from where personnel wages come from.
• Number of Incumbent – Teaching: This is the total number of teaching personnel holding the above-mentioned designation.
• Number of Incumbent – Non-Teaching: This is the total number of non-teaching personnel holding the above-mentioned designation.
•   Employee No. (or Tax Identification Number -T.I.N.): It is the TIN number or employee number of the personnel.
• Name of School Personnel (Arrange by Position, Descending): This refers to the name of the personnel as it shows on their birth certificate or other comparable document. It must be written in Last Name, First Name, and Middle Name and arranged descending by position accordingly.
• Sex : It is the personnel’s sex status (Male, Female) as reflected on their birth certificate or other comparable document.
• Fund Source: This refers to the source from where personnel wages come from.
• Position/Designation : The title or job officially granted to a personnel as stated in the contract, appointment paper, or other such document that has been signed by the person in charge.
• Nature of Appointment/Employment Status: This describes the personnel’s employment status or nature of appointment; it may be volunteer, J.O., contractual, substitute, conterminous, or permanent.
• Educational Qualification – Degree/Post-graduate: It is the highest educational attainment. Post-graduate includes masters’ degrees, Postgraduate Diplomas and Certificates, and PhDs.
• Educational Qualification – Major/Specialization: This is a specialized field of study that is linked to a certain major and has coursework that goes above and beyond major requirements.
• Educational Qualification – Minor: This is a link to an additional field of study and concentration that frequently supports the major.
• Subject Taught (include Grade & Section), Advisory Class & Other Ancillary Assignment : These are the subject areas being taught, along with any administrative or supplemental assignments. The reporting teacher’s assignment must include the advisory class. Non-teaching personnel’s assignments should also be reflected in this column.
• Daily Program (time duration) – DAY (M/T/W/TH/F): This is the teacher’s daily schedule for the subjects that he or she teaches each week.
• Daily Program (time duration) – From (00:00):  This marks the beginning of the teacher’s daily schedule.
• Daily Program (time duration) – To (00:00) :  This marks the end of the teacher’s daily schedule.
• Daily Program (time duration) – Total Actual Teaching Minutes Assignment per Week: This is the total amount of minutes that teachers spend instructing learners each week.
• Ave.  Minutes per Day: It is the average amount of minutes that teachers spend instructing learners each week. To get this, add the minutes in a week then divide it in 5 (5 days teaching).
• Remark/s (For Detailed Items, Indicate name of school/office, For IP’s -Ethnicity) : These are the extra details regarding the teachers’ status or specific condition.
• Submitted By : The school head who completed the forms puts their printed name and signature here.
• Updated as of : It is the date that the school head made changes in the form.

 The DepEd School Form 7 EXCEL/PDF file is available for download on the DepEd website page in your region.

The Excel file can be downloaded by school head at institutions in the Region 7 – Talisay City by using the link below.

SF7 Link: https://depedtalisayr7.com.ph/download/school-form-7-sf7-school-personnel-assignment-list-and-basic-profile/#

Video: GUIDELINES OF ELCTRONIC FORM 7 UPDATED VERSION FROM ONLINE ORIENTATION

There is an updated guidelines to accomplish Electronic DepEd School Form 7 (SF7). Watch the video below by YouTuber Maie Rodriguez to know about the SF7 updated guidelines

Contact Information

Email : [email protected] Contact Number : +63 2 636 4878; +63 2 633 2658 Facebook Group : https://www.facebook.com/groups/lis.helpdesk/

National Personnel Records Center

What is an Official Military Personnel File (OMPF)?

Personnel Record Portion: The Official Military Personnel File (OMPF) is primarily an administrative record, containing information about the subject's service history such as: date and type of enlistment/appointment; duty stations and assignments; training, qualifications, performance; awards and decorations received; disciplinary actions; insurance; emergency data; administrative remarks; date and type of separation/discharge/retirement (including DD Form 214, Report of Separation, or equivalent ); and other personnel actions. Detailed information about the veteran's participation in battles and their military engagements is NOT contained in the record.

Starting in 1995, the military service departments gradually began retaining their personnel records in electronic format; and all, but the Coast Guard, have stopped transferring them to the NPRC. Requests for these records should be submitted to their respective service departments (see Records Location Table for a listing and location of military service records). Please note: the Department of the Army has granted the NPRC access to the electronic OMPFs of its former military personnel (except for General Officers) to respond to reference requests.

Health Record Portion : Some OMPFs contain both personnel and active duty health records. Health records cover the outpatient, dental and mental health treatment that former members received while in military service. Health records include induction and separation physical examinations, as well as routine medical care (doctor/dental visits, lab tests, etc.) when the patient was not admitted to a hospital. In comparison, clinical (hospital inpatient) records were generated when active duty members were actually hospitalized while in the service. Typically, these records are NOT filed with the health records but are generally retired to the NPRC by the facility which created them (see clinical records for more information).

In the past, all of the military services retired the individual health record, along with the personnel record, to the NPRC upon a service member's separation from active duty. The Army and the Air Force retired its health records with the Official Military Personnel File, while the Department of the Navy retired these files separately to the NPRC until the 1980s. In the late 1980s, the Department of the Navy (like the Army and Air Force) began retiring health records of individual Navy, Marine Corps and Coast Guard service members with the OMPF.

However, in the 1990s, the military services discontinued the practice of filing the health record with the personnel record portion. In 1992, the Army began retiring most of its former members' health records to the Department of Veterans Affairs (VA). Over the next six years, the other services followed suit - Air Force, Navy and Marine Corps in 1994 and Coast Guard in 1998 (see Records Location Table for a listing of personnel and health records holdings and locations). In 2014, the military services discontinued the practice of retiring the records to the Department of Veterans Affiars (VA). In order to determine where a medical record is located, please see the chart below:

As currently scheduled, all medical treatment records are temporary (non-permanent) records. However, any medical records filed with the OMPF are considered part of that record and are maintained with it.