The complete module library and every end-to-end flow, at full length, in one place. Each module carries what it does, what it deliberately does not do, and whether it is in the product today. The modules are grouped by the four PRIME-HRM systems, the vocabulary your office already works in. No maturity level is promised — CSC paused accreditation in 2025.
21
modules
18
in the product today
6
end-to-end flows
3 of the 21 are marked built on engagement, and each entry says on its own face what that covers and why. A module marked in the product today has been walked by hand before it was described here.
Personnel records
The 201 file, the Personal Data Sheet, and the funded-position structure the rest of government HR hangs off.
The PDS entered once, kept by HR, and never retyped. Every employee reads and prints their own.
All eight sections, plus the Q34–40 disclosures and references — not a subset.
Prints as a faithful four-page CS Form 212 that a CSC reviewer recognises.
Every employee views and downloads their own PDS from self-service; changes go through HR.
Civil service eligibilities, family background, voluntary work and L&D are structured records, not free text.
Read access is ceilinged by role — HR sees what HR needs, nobody browses colleagues' disclosures.
HR enters and corrects the sheet in the administration console; these screens read it and print it. Employees editing their own sheet from self-service is on the roadmap and is not in the product today, which is why changes go through HR rather than around them.
In the product todayPersonal Services Itemization and Plantilla of Personnel
Your funded positions as a real register — item number, salary grade, step, authorised salary, incumbent.
Filled and vacant roll-up per office, with the agency-wide fill rate on the executive dashboard.
Every item can carry its Qualification Standards, shown on the item's own record.
Filter by office, status or salary grade to answer a DBM question in one screen.
A position is a funded item with a number, not a job title — the distinction generic HR software gets wrong.
We model the register, not the PSIPOP submission file. We have never seen that file's field dictionary, so we do not claim to produce one for submission. Your items themselves arrive through the onboarding migration kit and are maintained in the administration console; these screens read the register, filter it and report on it.
The competency model the CSC prescribes, held against your funded positions and the people occupying them, with the gap between the two derived rather than asserted.
The eight competencies the Commission itself names — the three core and the five leadership — on the four-level Basic, Intermediate, Advanced and Superior rubric the resolution fixes. Four levels rather than five, and the resolution says why: an even scale denies a rater the safe middle.
Profiles on both sides of the question: the levels a funded position requires, and the levels the person in it has been assessed at.
The gap between the two, derived on read and never stored, shown on the funded item's own record when that item is filled.
A profile is matched to a position by title and salary grade, which is what the Commission's own form keys on — so one profile serves every funded item sharing that title, and an item that matches more than one is flagged as ambiguous rather than quietly resolved for you.
The eight prescribed competencies ship with their behavioural indicators and level descriptions empty. The Commission names the competencies; the behaviours your agency observes are yours to write, and inventing them is how a competency model becomes decorative. Your model, your position profiles and your assessment instruments are set with you at onboarding and authored in the administration console — these screens read the profiles and the gap. We ship no assessment instrument, no questionnaire and no scoring: an assessment records the approach used and the level it produced, and nothing here computes that level for you. And no vendor can hand you an approved competency system — the CSC does not approve an agency's CBHRMS, which is why this says CSC-ready and never CSC-compliant.
Employees request a Certificate of Employment or Service Record; HR fulfils it without opening a filing cabinet.
Certificate of Employment, Service Record, Authority to Travel Abroad and Authority to Teach, each with its own print.
Request, process and release as one tracked loop — the employee downloads the released document themselves.
The Service Record print carries a visible caveat box: it is an employee snapshot, not the certified positions-held and compensation history, and the CSC form number it issues on is pinned against your agency's prescribed form at pilot. HR completes and verifies it before release. The certified form itself we do not generate — its fill-up procedure is not obtainable, and we will not invent one.
Who is at or approaching retirement age, what each is owed in terminal leave, and what the pension would approximately be — one register, derived from records you already hold.
A row for each employee at or approaching retirement, carrying age, years of service, the date compulsory retirement falls on, and the date requirements are due by. Nobody else is listed: the register is the horizon, not the whole workforce.
Compulsory or optional is a badge derived from the employee's own dates rather than a field anyone types. Where a date is missing the row is badged as such and counted into neither group, rather than being quietly reported as not yet due.
Terminal leave benefit and monthly pension figured per employee, the pension labelled an estimate in its column heading and again in words beneath the table.
The RA 10154 clock stated on the screen: requirements submitted no later than ninety days before the retirement date, benefits released within thirty days after it.
Writes nothing. Every figure is arithmetic over employment dates, the salary and payslip history, and the vacation and sick leave ledger already on file.
The pension is an estimate and the screen says so twice. GSIS computes a pension from the period an employee's premiums were actually paid; this approximates that from employment dates and payslip history, and the two diverge on leave without pay, on prior government service, and on any period whose premiums went unremitted — so the screen tells the officer to confirm every figure with GSIS before advising anyone. One further limit is on the screen: the printable Service Record, whose fill-up procedure is not obtainable and which the screen says is prepared outside the system. Two more are recorded against the product but appear nowhere in it, so you would not learn them from the screen — retirement clearance routing, which is your agency's own, and the exclusion that applies to an employee already drawing a permanent total disability pension, for which no data source exists. The provision letting an employee short of the service requirement continue past compulsory age is a discretionary act of your agency and is not modelled either. One wording on the screen is narrower than the rule behind it: the badge for a missing date names the birth date, and it is raised just as readily when the joining date is the one absent.
Who owes a statement this year and by when, tracked as filings recorded rather than as documents held.
Every filing obligation whose deadline falls in the year you select, a row each, under a roll-up of filed, pending and overdue against the year's total. Anyone whose missing joining date leaves no obligation derivable is reported as a count rather than dropped from the register.
The three deadlines RA 6713 §8 sets — within thirty days of assuming a post, on or before the thirtieth of April, and within thirty days of separation. The deadline day itself is still pending, not yet overdue.
Filter by year and by status. A row carries the office, the filing type, the as-of date, the deadline and the date filed.
HR records a filing against a row. The date filed is the only thing typed, and the dialog says on its own face that the app stores no asset or net-worth data.
This is a filing register, not the statement. The form itself is not generated here, and no asset, liability or net-worth figure exists anywhere in the product — the statement is filed with your agency and the Ombudsman, and that transmittal is configured with you at rollout. The exemptions the law allows, for honorary officials, labourers and casual staff, are not applied: an employee the law might excuse still appears as a filer, and the screen says so rather than quietly dropping anyone. It is an HR register, so an employee can neither open it nor attest to their own filing. Nothing here warns anyone that a deadline is approaching, a recorded filing cannot be edited or withdrawn from the screen, and the link to it from the retirement register is a plain link rather than a clearance gate.
In the product todayNAP General Circular No. 5, s.2023
The National Archives disposition schedule held against your own record volumes, so you can see which years have served their period.
Twelve record series from the 2023 schedule — item number, series, retention period, and the condition each period runs from.
Record volumes per year for the series this system holds, with the date each year becomes eligible for disposal.
Every eligibility date is the earliest possible one, and the screen leads with why: post-audit, settlement and posting to leave cards are agency steps this system does not record.
The screen states that disposing of any public record needs the prior written authority of the National Archives, and that it deletes nothing itself.
Twelve series, not the whole schedule — the IT-records section is knowingly omitted, so this is a subset of the 2023 circular and never described as the circular. Eligibility is computed for three of the twelve: payrolls, daily time records and the 201 file. The other nine carry their period and condition with nothing held against them. The schedule ships fixed and is not agency-configurable, and your own NAP-approved Records Disposition Schedule governs, may keep records longer, and is not modelled here. The screen has no action on it at all: no export, no NAP disposal forms, no disposal, no deletion.
Recruitment, Selection and Placement
From a vacant plantilla item through the hiring pipeline to a filled position and an onboarded employee.
A vacant funded item through publication, a board deliberation and the hiring pipeline to a hired, onboarded employee.
Openings, applicants and the hiring pipeline in one place.
Publication as a register: when each vacancy was posted, whether the 10 or 15 calendar days from the starting date of posting have lapsed, and the request sheet to print — which says on its face that it is not the Commission's prescribed form.
The selection board with its constituted size and the majority a quorum needs, stated rather than assumed — a board whose roster was never entered is reported as unknown, never as short.
The board's verdict on whether a candidate meets the position's Qualification Standards — Meets, Does Not Meet or Undetermined — recorded as the board gave it. Nothing here evaluates, scores or ranks a candidate.
Onboarding checklists that end with a real Employee record, not a spreadsheet row.
Separation and clearance run the same way, in reverse.
The pipeline — openings, applicants, interviews, offers, and the hire that ends in an employee record — is written in these screens. The publication register and the board's deliberation are read here and composed in the administration console, the same split the PDS and plantilla entries describe. And until your agency's category — national agency, SUC or GOCC, or local government unit — is entered, the register counts the days since each recorded posting but applies no statutory minimum: the 10-or-15-day clock cannot run without the category, and the screen says so rather than guessing.
The CSC appointment-type engine on both ORAOHRA axes, with the statutory clocks each type starts and the documents each one carries.
Both axes in full: permanent, temporary, substitute, coterminous, fixed term, contractual, casual and provisional, against original, promotion, transfer, reemployment, reappointment, reinstatement, demotion and reclassification.
The clocks each type starts — a temporary appointment's twelve-month ceiling, a substitute's three-month precondition, a renewal chain counted back through itself — each answered with the rule it comes from and the date it counted from, and never with a verdict.
Reassignment, detail and designation as the three human resource actions effected through an Office Order, each carrying the ceiling its own rule sets.
Documents that name the Commission's form as the reference they are transcribed onto — CS Form No. 33-A or 33-B by your accreditation status — and say on their own face that they are not that form. A casual appointment is refused on the appointment sheet and printed on the casual register instead.
Nine certifications, each of which declines with the rule it is applying rather than printing: no assumption date recorded, an employment status or nature the rule does not attach to, an agency that is not a local government unit.
Built on engagement, and the boundary is worth stating precisely: the engine, the clocks and the documents are in the product today and were walked by hand. What we build with you is the authoring — appointments are composed in the administration console rather than in these screens, and the composing workflow is the part that has to match your agency's actual practice. Nothing here certifies that an appointment is lawfully issued; that is the appointing officer's and the Commission's judgement.
Learning and Development
Training events, participation, and the results recorded against them.
The office-to-individual commitment and review cascade, rated output by output on Quantity, Efficiency and Timeliness.
The OPCR and IPCR structure the CSC prescribes — the Commission prescribes those two and no Division form — rated output by output on Quantity, Efficiency and Timeliness.
The office register: an office's OPCR beside the IPCRs filed under it, with the coverage each average rests on rather than an average floating free of what produced it.
Every rating figure the product derives is computed when you read it and never stored; the figures that are stored are the ones your agency itself submitted. A derived figure cannot drift out of step with the outputs underneath it.
The weight column is on the form and ships empty. The circular fixes no weights — they are your agency's, and we will not invent them.
The standard's office-ceiling comparison, shown and never enforced — whether to recalibrate is your PMT's decision in a meeting, not arithmetic we perform.
Three things are not built, and we would rather name them than let you find them. The signed OPCR and IPCR print formats are outstanding, because the adjectival rating a real average maps to comes from your agency's own manual and we will not invent the mapping. And an employee cannot yet open their own performance record — the register refuses everyone outside HR, and giving an employee their own row is a change we would rather do properly than flag on. It is a requirement we have not met, named here rather than omitted. The development plan the standard requires after an Unsatisfactory or Poor rating is not built either, and it belongs to this module rather than to training. Your SPMS variant, rating weights, calibration rules and any Division layer are set with you: no HR platform we know of ships CSC SPMS out of the box, and a generic goal-and-rating module is not SPMS.
Rewards and Recognition
The PRAISE programme the CSC means by R&R, alongside the pay, statutory contributions, leave credits, annual filings and welfare provision an employee is actually owed.
Your agency's PRAISE programme as a live register: the committee, the award catalogue, the nominations your staff file, and the conferrals recorded under it.
The standard's eleven awards by name — the four national and the seven department or agency level — with its own two extension slots among the eleven rather than added to them.
Employees file nominations from self-service and see only their own. The queue HR works from carries filed nominations only — a draft never reaches it as intake.
The PRAISE Committee's composition for your agency type — central office, regional office, municipal, city or provincial, state university or college, or GOCC — shown against the slots the standard expects and never enforced, because the standard says preferably and so do we.
The 30 January annual PRAISE report, per year, with the deadline derived and lateness left as a fact rather than a consequence.
The five-percent HRD fund floor and the twenty-percent savings cap read against your own figures, as observations beside the number.
The register is read in these screens and composed in the administration console: the committee roster, the award catalogue, the HRD-fund figures and every conferral are authored there. Filing a nomination from self-service is the one write these screens carry. Nothing here scores or ranks a nomination — screening criteria are expressly your committee's. The CSC evaluation date and the Regional Director's name ship empty and are never seeded, because a filled-in CSC attestation on a demo bench would be a forged one. We do not generate the programme document itself; that is the one your committee signs.
A full monthly or semi-monthly cycle, with the contributions and allowances government actually pays.
GSIS, PhilHealth and Pag-IBIG computed on every slip, employee and employer share.
PERA as a standard line — its absence is the tell that software was not built for government.
Mid-Year Bonus, Year-End Bonus and Cash Gift are recognised by name — on the payslip for the period each is released, and in the annual bonus bucket of the 2316 and 1604-C. The amounts are your agency's; none ships pre-filled.
Semi-monthly means the first-to-fifteenth and sixteenth-to-month-end split, not a rounded half.
Change an employee's salary and re-run; every contribution and the net recompute.
Salary Register and Bank Remittance reports out of the same run.
We publish no salary grade and step peso matrix, here or in the product. Your agency's own NBC schedule loads at onboarding, from the issuance that governs you.
The agency wellness programme as a register: each activity, when and where it runs, and the named staff rostered onto it.
Activities created and scheduled in these screens — title, start and end, venue, description, and optionally a type drawn from a fixed list of six.
A participant roster built from your own staff directory, added and removed a row at a time, with each activity sitting at Planned, Ongoing, Completed or Cancelled.
Creating an activity, rostering staff onto it and moving its status are done here; correcting the activity's own details afterwards is done in the administration console.
A roster binds named people to a health-adjacent activity, so it sits on the product's redaction list: an error-reporting tool wired at deployment receives the failure's status and type, never the roster.
There is no employee-facing view, and it is better said here than discovered: an employee who opens the wellness address is refused, because the roster exists only on the HR side. Giving a rostered employee their own activity list is a change we would rather make properly than flag on. Three further limits rather than settings: the six activity types are fixed and an agency-defined catalogue is not built, an activity carries no approval routing, and attendance is not marked per participant. No CSC or DBM issuance fixes the shape of a wellness programme, so nothing here claims standard fidelity.
Vacation and sick credits that accrue the way CSC says they accrue, on a cumulative ledger.
Filing, balances and approval routing for employees and approvers.
A cumulative leave ledger, not a running balance — the thing COA asks to see.
Monetisation estimated at the CSC factor, with the citation shown on the screen beside the figure.
A compensatory overtime credit ledger — earned credits and compensatory time-off in columns drawn from the joint circular's Annex A, with the accrual and balance ceilings shown and forfeiture enforced by the engine.
Fourteen CSC leave types configured for your agency: vacation, sick, special privilege, maternity, paternity, solo parent, study, VAWC, rehabilitation, forced leave, Special Leave for Women, adoption leave, leave without pay and compensatory time-off.
The monetisation screen is labelled an estimate throughout, because approval routing and authorised amounts are your agency's to set. Software that presents a monetisation figure as authoritative is creating a grievance. One charging rule is not implemented and is recorded as a divergence rather than hidden: an agency on a compressed four-day week charges 1.25 credit-days per day of absence, and the engine charges whole and half days only. If your office runs a compressed workweek, that is a conversation to have with us before you sign, not after. A second confirmed rule is also recorded as a divergence rather than implemented: an application not acted on within five working days is deemed approved by the standard, and the engine never deems — a request waits for its approver.
Hours actually worked in the night window, priced at your agency's own rate, and landed in payroll as drafts a person still has to submit.
A register per month and per employee: night hours read from the attendance already recorded, the hourly basic they are priced against, and the differential itself, under a total the column genuinely adds up to.
Your agency's rate, because the product ships none. The law fixes a ceiling rather than a rate, your figure is shown against that ceiling, and a rate above it is refused rather than quietly capped.
Until a rate is set the hours are still measured and the amount reads as a dash — never as ₱0.00, which would assert that nothing was owed.
Export to a spreadsheet, and a landing that writes draft payroll entries. They stay drafts: payroll submits them, and nothing is paid until it does.
A shift counts in the month it began, so hours worked in the small hours of the first belong to the previous month's register — the month they were actually worked.
Coverage exclusions are yours to define and ship empty, so the register today includes every employee with night hours and says exactly that on its own face; we diff it against your establishment at onboarding. Attendance rows that cannot be read as a single shift — reversed times, or longer than a day — are excluded and counted rather than priced, because a missed punch-out is a clerical error and not a night's work. One rule is recorded rather than implemented: the separate floor that applies to public health workers is not enforced, only the ceiling. The rate itself is set on the server rather than in these screens, as is removing a draft raised in error.
The annual filings, generated from the payroll you already ran rather than rebuilt in a spreadsheet.
BIR 2316 per employee — as PDF with three document-protection modes (read-only, write-protected, password-to-open), or as Word with an advisory read-only lock.
1604-C alphalist as a spreadsheet where the figures are numbers a finance officer can sum.
The 1604-C .DAT file in the required layout, comma-delimited with quoted text.
Aggregated from submitted salary slips, so the filing and the payroll cannot disagree.
The de minimis benefits government grants — rice subsidy, uniform and clothing, the medical cash allowance to dependents, medical assistance, laundry, an employee achievement award, and the Christmas and anniversary gift — each classified against the ceiling that benefit carries under the 2025 revenue regulation, with the within-ceiling portion landing in its own box on the certificate and inside the non-taxable total on the 1604-C.
Which of your employees are minimum-wage earners is your agency's designation. The product applies the tax treatment to the employees you designate; it never decides who qualifies — and of that designation's exempt items only the night-shift differential is classified today, with basic, holiday, overtime and hazard pay shown once your own salary components are mapped. On de minimis, two of the regulation's benefits deliberately do not ship: the overtime meal allowance, whose ceiling is a regional figure this product will not hold, and the collective-bargaining productivity incentive, a private sector instrument whose government counterpart already sits in the annual bonus bucket. We publish none of the ceilings as figures here. Where a grant exceeds its own ceiling the excess stays taxable compensation and the component that exceeded is named on the screen, though not on the certificate or the Word file, which carry the box total alone — the regulation's routing of that excess into the annual bonus bucket is not applied, and the treatment is confirmed with your agency at deployment. An employee granted none shows a dash rather than a zero.
Three-year step increments, gated on performance rating, with the notice and any retroactive differential.
The three-year rule and its satisfactory-service gate are confirmed requirements in the product's statutory ledger — recorded to build to, not running as code today.
Plantilla items already carry salary grade and step. No grade-and-step peso matrix sits between them, because the schedule is re-issued annually and the authorised amount is your agency's own instance data — a statutory peso table is never frozen into the product.
The engagement's scope: anniversary detection against your rating cycle, the Notice of Salary Increment print, and retroactive differentials handled as arrears.
Built on engagement: no salary grade and step peso matrix ships, here or in the product, so the values an increment moves between load from your agency's own issuance, and the satisfactory-service gate is designed against your agency's own rating practice.
Daily operations
What every employee and approver touches on an ordinary Tuesday.
Check-in from a phone, a monthly calendar, and corrections that route for approval.
Check-in and check-out built for a thumb, geofenced against the shift's own location — a punch from outside the radius is refused by the server, not warned about in the interface.
The geofence runs only inside an active shift window. Outside one, the punch is recorded as offshift and no boundary is checked — worth knowing before you rely on it, and we would rather you heard it from us.
Monthly attendance calendar per employee.
The monthly daily time record, printed per employee, with undertime converted at the civil service fractions table.
Attendance requests for days the log is missing — worked on duty or from home — with an approval trail.
Shift schedules and shift-change requests, with approval creating the assignment automatically.
The reason people open it: payslips, leave, claims and one approvals queue for managers.
Payslips with year-to-date totals, downloadable as PDF.
Expense claims and cash advances with receipts, tracked to reimbursement.
One approvals inbox for leave, expenses, shifts and attendance — not four.
In-app notifications for leave, expense and shift requests, linking straight to the item needing a decision. An attendance correction reaches the same inbox but raises no notification.
Feedback and suggestions sent to HR about a process, a policy or the workplace, under your agency's own categories — tracked by the person who sent it, and answered in writing on the same record.
Works on a phone browser. No app store, no agency device policy to renegotiate.
Feedback carries the name of the person who sent it. There is no anonymous channel, and an anonymous one would be a different mechanism rather than a setting we could switch on for you — worth raising before you sign if your agency's grievance machinery requires one. Nobody is notified when HR answers: the employee reads the reply by opening their own list. Once an item is sent these screens offer no way to edit or withdraw it. And the categories are yours to define rather than ours to guess — we load them with you before go-live, because until they exist the form has nothing to offer.
Your existing biometric terminals feeding attendance directly.
The endpoint that accepts a check-in already exists and is already authorised. What does not exist is the connector that reads your terminals and posts to it.
Deduplication across sites and device generations to one record per employee per day is inside what we scope, not inside what we ship.
Built on engagement, because it depends entirely on which terminals you own and what they can export. We scope it against your actual hardware before quoting it.
Who touches what
Four kinds of account. Most of your agency only ever holds the first one, and holds it on a phone. What each one cannot reach is enforced by the server on every request, and the architecture page sets out how.
Account
Can
Cannot
Every employeeTheir own record, on a phone.
File leave, record attendance, claim expenses, request documents, read their own payslips, view and download their own Personal Data Sheet, browse the staff directory.
See anyone else's payslip, personal sheet or records. Reach any HR administration screen at all.
SupervisorsTheir own record, plus the people who report to them.
Everything an employee can, plus decide the requests of their own direct reports and see a team list.
Decide requests belonging to staff who do not report to them. Reach HR administration screens.
HR staffThe HR queues.
Work document requests, feedback, the plantilla register, training and HR reporting, plus the Salary Register, the annual BIR filings, the contributions register and the executive dashboard.
Open or run a payroll cycle. The runs themselves are walled off from general HR staff deliberately, and we test that they stay walled off.
HR managementThe full HR function, including running payroll.
Everything above, plus the payroll cycle itself — selecting employees, generating slips and disbursing.
Escape the audit log. Every export and print is recorded against the account that did it.
The transactions that make up the year
Each one starts where the work starts and ends where the record is written. Where a flow crosses into something not yet built, it says so on the flow. Whether a request is decided by one supervisor or moves through named stages your office sets is configured at onboarding, and both arrangements are set out on how work moves.
01
A leave request, filed and decided
Your staff stop walking a paper form between three desks, and the record an auditor asks for is already written by the time they ask.
Employee
Files from a phone browser: leave type, dates, reason. Their current balance is on the same screen, so they are not guessing.
Dakila
Routes it to the right approver. The employee does not have to know who that is, and HR does not have to tell them.
Supervisor
Sees it in one approvals inbox, alongside expense claims, shift changes and attendance corrections. Not four queues. Opens it, sees who filed it, the dates and the reason, and decides.
Employee
Sees the decision in their own list and is notified in the app. Nobody rings HR to ask whether it went through.
Dakila
Posts the days to the cumulative CSC leave ledger — the running record of every credit earned and used, which is what COA asks to see, rather than only a remaining balance.
Monetisation is labelled an estimate everywhere it appears, with the CSC factor cited on the screen beside the figure. Approval routing and authorised amounts are your agency's to set.
A Certificate of Employment, requested and released
Nobody opens a filing cabinet, and nobody comes back a week later to ask whether it is ready yet.
Employee
Requests a Certificate of Employment and states the purpose. The form asks different questions depending on the document type — a travel authority needs things a certificate does not.
HR
Picks it up from the document requests queue, processes it, and releases it. One tracked loop, not an email thread.
Dakila
Generates the document from the employee's own record, so the certificate and the 201 file cannot disagree with each other.
Employee
Downloads the released document themselves. HR does not print it, sign for it, or walk it anywhere.
The year-end filings stop being a fortnight of rebuilding figures in a spreadsheet, because they are assembled from the payroll you already ran.
Payroll officer
Runs the cycle for the period. Semi-monthly means the first-to-fifteenth and the sixteenth-to-month-end split, not a rounded half.
Dakila
Computes GSIS, PhilHealth and Pag-IBIG on every slip, employee and employer share, with PERA as a standard line. Mid-Year Bonus, Year-End Bonus and Cash Gift appear by name, each on the slip for the period in which it is released.
Payroll officer
Changes an employee's salary and re-runs. Every contribution and the net recompute. Nothing is retyped, so nothing is mistyped.
Dakila
Produces the Salary Register and the Bank Remittance report out of that same run, which is why the two can never disagree.
Employee
Opens the payslip on a phone with year-to-date totals, and downloads it as a PDF without asking anyone.
HR
At year end, generates BIR 2316 per employee and the 1604-C alphalist — as a spreadsheet a finance officer can sum, and as the .DAT file in the required layout — aggregated from the slips already submitted.
Your agency's own NBC salary schedule loads at onboarding. We ship none. Step increments and the Notice of Salary Increment are built on engagement, because they depend on your rating cycle.
The monthly attendance record stops being reconstructed from memory at cut-off, and every change to it has a name attached.
Employee
Checks in and out from a phone. Built for a thumb, and geofenced against the shift's own location: inside an active shift window a punch from outside the radius is refused. Outside one, it is recorded as offshift and no boundary is checked.
Employee
Finds a day with no record, and files an attendance request — worked on duty or from home — rather than asking HR to edit the log for them.
Supervisor
Decides it from the same approvals inbox that carries their leave requests.
Dakila
Writes the approved day to the monthly attendance calendar with the approval trail attached to it. Who changed the record, and on whose authority, stays answerable.
Feeding your existing biometric terminals into this directly is built on engagement. It depends entirely on which terminals you own and what they can export, so we scope it against your actual hardware rather than quote it blind.
The question your agency head asks every budget season — how many funded positions are sitting empty, and where — is a screen rather than a week of collation.
HR
Opens the register and sees the item as vacant: item number, salary grade, step, authorised salary, and any Qualification Standards entered against it.
HR
Posts the opening and works applicants through the hiring pipeline in one place.
Dakila
Holds the board's verdict on whether each candidate meets that item's Qualification Standards — Meets, Does Not Meet or Undetermined — as the board recorded it. The board decides; nothing here evaluates a candidate.
HR
Runs onboarding to a checklist that ends in a real employee record, not a row in a spreadsheet someone has to transcribe later.
Dakila
Rolls the item up as filled — per office, and agency-wide, the way DBM asks for it.
The appointment layer is in the product today, on both CSC axes — every employment status against every nature of appointment, with the clocks each one starts, the documents each one carries, and the Commission's own actions on it including invalidation and recall. Reassignment, detail and designation ship alongside as the three personnel actions effected through an Office Order. What is built on engagement is the authoring: appointments are composed in the administration console rather than in these screens, and that composing workflow is the part that has to match your agency's actual practice. The appointment sheet names CS Form 33-A or 33-B — by your accreditation status — as the Commission's form it is transcribed onto, says on its own face that it is not that form, and declines to print while the status is blank. Nothing here certifies that an appointment is lawfully issued; that is the appointing officer's and the Commission's judgement.
The form your office retypes for every employee, every time it is needed, is entered once and printed on demand.
HR
Enters the CS Form 212 once — all eight sections, civil service eligibilities, family background, voluntary work, and the Q34 to Q40 disclosures. Not a subset. The entry is done in the administration console rather than in the screens below it.
Dakila
Holds eligibilities, training and voluntary work as structured records rather than free text, so they can be searched and reported on instead of read one file at a time.
Employee
Opens their own sheet from self-service and downloads the PDF, without asking anyone. Read access is ceilinged by role, so colleagues do not browse each other's disclosures.
HR
Prints the faithful four-page CS Form 212 that a CSC reviewer recognises — and it was checked by a person opening the file and reading all four pages, not by a test confirming a file appeared.
Worth being exact about which screen does what. The sheet is entered and corrected by HR in the administration console; the screens an employee reaches are their own record, to read and to print. Employees editing their own sheet from self-service is on the roadmap and is not in the product today, so a correction still goes through HR.
The vocabulary these pages are written in is expanded in a glossary at the foot of the product page. Every module above links to its own page, and where there is a screen from the product to show, it is on that page. The filings the product generates are published as downloadable files on the filings page. What each claim is checked against, and the defects that check has turned up, are on the verification page.
