Embedded Files
Time Tracking and Task Planning
Time Tracking and Task Planning
What is Toggl?
What is Toggl?
Toggl Track is a leading online time-tracking tool. It allows users to track the time spent on various projects, and then analyze and improve their productivity. Set it up from scratch in less than a minute, sync it with a web tracker, desktop widgets, and mobile apps, and get tracking!
Layout and Plot your Task Daily, Weekly, Bi-Weekly, Monthly, Quarterly, and Annually. Start the Task from To-Do to In-Progress to automatically track your billable hours.
Orientation Sales Deck for Merchants Partners
Orientation Sales Deck for Merchants Partners
Dashboards
Dashboards
Human Resource Management
Human Resource Management
Human Resource Policies & Procedures
Human Resource Policies & Procedures
A. Spasify Penalties for Specific Offenses (ISP, Contractors, Sub-Contractors, Employees, Agents, Partners, and Franchisees)
A. Spasify Penalties for Specific Offenses (ISP, Contractors, Sub-Contractors, Employees, Agents, Partners, and Franchisees)
Resignation and Turn-Over Period
Resignation and Turn-Over Period
Resignation is a tricky subject because different people have different ideas of how this should be treated. Some employees think that they can resign right now and get their last pay. Employers feel that they are entitled to a turnover period at least, so they can adjust to the sudden vacancy. What is the right way to handle this?
Source: https://www.legalguide.ph/is-immediate-resignation-allowed
Benefits Processing
Benefits Processing
A. How to Compute and Process SSS Maternity Benefit
A. How to Compute and Process SSS Maternity Benefit
MSC (Monthly Salary Credit) of P4,500 * 6 Months / 180 Days = P150 * 105 Days of Maternity (Normal Delivery or CS) = P15,750
50% will be released upon submission and completion of the initial Maternity Notification (MAT1) of the Employee to the Company
50% will be released upon submission and completion of the SSS Reimbursement Requirements (MAT2) of the Employee to the Company
A daily cash allowance granted to a female member who is unable to work due to childbirth or miscarriage/emergency termination of pregnancy
Qualifying Conditions
The member has paid at least three (3) months of contributions within the 12-month period immediately before the semester of her childbirth or miscarriage/emergency termination of pregnancy
If employed, she must have given notification of her pregnancy through her employer
She must directly notify the SSS if she is separated from employment, a self-employed or voluntary member including an OFW member.
Amount of Benefit
The amount of the member's daily Maternity Benefit allowance is equivalent to the Average Daily Salary Credit (ADSC)
ADSC = Ave. MSC / 180
x 60 days for miscarriage/emergency termination of pregnancy
x 105 days for live childbirth (normal or cesarean section delivery)
x 120 days for solo parents under R.A. 8972 (Solo Parents' Welfare Act of 2000)
105 days + 15 days
The Maternity Benefit is granted to a qualified female worker in every instance of pregnancy, miscarriage or emergency termination of pregnancy regardless of frequency.
Other supporting documents may be requested depending on your claim.
Expanded Maternity Leave Law or R.A. No. 11210
What you need to know:
Source: https://www.sss.gov.ph/sss/appmanager/pages.jsp?page=maternity
Mandatory Benefits Portals
Mandatory Benefits Portals
Request Access to GM or OM
Request Access to GM or OM
Request Access to GM or OM
Request Access to GM or OM
Enrollment and Activation
Enrollment and Activation
Create Career Profile (Staff Leasing)
Create Career Profile (Staff Leasing)
Create Career Profile (Staff and Tele-Consultation On-Demand)
Create Career Profile (Staff and Tele-Consultation On-Demand)
Create Career Profile (Service Marketplace)
Create Career Profile (Service Marketplace)
Talent Acquisition Management
Talent Acquisition Management
Create Career Profile (Email Request) Staff Leasing
Create Career Profile (Email Request) Staff Leasing
SUBJECT: Create Career Profile
Hi there!
Thank you for showing interest in applying at Stafify. To proceed with your application, kindly Create your Career Profile based on your desired role category using this link https://www.stafify.com/pages/create-career-profile
Cheers,
Human Capital & Talent Acquisition
Stafify BPO & Digital Agency
Mobile: +63476030032
Email: careers@stafify.com
Website: www.stafify.com
Create Career Profile (Email Request) Staff On-Demand
Create Career Profile (Email Request) Staff On-Demand
SUBJECT: Create Career Profile Staff On-Demand
Hi there!
Thank you for showing interest in registering at Stafify. To proceed with your application, kindly Create your Career Profile based on your desired role category using this link https://www.stafify.com/pages/create-career-profile-on-demand
Cheers,
Human Capital & Talent Acquisition
Stafify BPO & Digital Agency
Mobile: +63476030032
Email: careers@stafify.com
Website: www.stafify.com
Create Career Profile (Email Request) Service Marketplace
Create Career Profile (Email Request) Service Marketplace
SUBJECT: Create Career Profile Service Marketplace
Hi there!
Thank you for showing interest in registering at Stafify. To proceed with your application, kindly Create your Career Profile based on your desired role category using this link https://www.stafify.com/collections/service-marketplace-client-projects
Cheers,
Human Capital & Talent Acquisition
Stafify BPO & Digital Agency
Mobile: +63476030032
Email: careers@stafify.com
Website: www.stafify.com
Stafify Careers (Hiring Process) for Applicants
Stafify Careers (Hiring Process) for Applicants
How It Works?
How It Works?
1. Create Stafify Career Profile
2. Browse and Apply Career Opportunities
3. Initial Interview (Relationship Manager)
4. Final Interview (Client)
5. Job Offer Letter (Salary)
6. Job Requirements
7. Contract Signing
8. On-Boarding & Orientation
Stafify Careers (Hiring Process) for RMs
Stafify Careers (Hiring Process) for RMs
How It Works?
How It Works?
1. Prepare your Stafify Applicant/ISP Interview Schedule Template
2. Conduct Initial Phone or Face to Face Interview
3. Shortlist the Applicants
4. Prepare Your Stafify Staff Leasing: Hourly Rates Template
5. Endorse to the General Manager as Needed
6. Arrange and Attend the Final Interview (Applicants and Client)
7. Job Offer Letter (Salary)
8. Collect Job Requirements (Applicants and Client)
9. Send CSA and ISPA Contract for Signature (Applicants and Client)
10. On-Boarding & Orientation (Applicants and Client)
Stafify Careers (Requirements)
Stafify Careers (Requirements)
A. On-Call or Freelance ISP
I. Pre-Engagement Requirements:
Stafify Career Profile Registration
Certification and/or Licenses
GCash and Cliqq App
LTE, 4G or Greater
Android (5.0) or iOS (8) Phone
II. Post-Engagement Requirements:
Stafify Uniform (Casual)
NC2 Certificate or DOH License (Therapist, Nail Tech & Other Related Fields)
Work Permit (Requires COE - Certificate of Engagement from Spasify)
Blood Pressure Kit (Therapist, Nurses & Other Related Fields)
(6) Pcs. Stones (Therapist & Other Related Fields)
(6) Pcs. Ventosa Cups (Therapist & Other Related Fields)
NBI or Police Clearance
B. Office Based or In-House ISP
(4) Pcs. 2X2 Picture (With Plastic Sachet)
(4) Pcs. 1X1 Picture (With Plastic Sachet)
Medical Clearance (With 6 Months Validity)
High School or College Diploma (Photocopy)
PSA Birth Certificate (Photocopy)
NBI or Police Clearance (Photocopy)
Long Brown Envelope (With Plastic)
Mobile Phone (Android or iOS) With Power Bank
Mobile Data (3G/4G/LTE/5G)
PRC License (Nurses, Accountants, and Other Related Fields)
Create Recruitment Campaign
Create Recruitment Campaign
Sign-In Required: Login using your Gmail Email Address used upon Sign Up, in order to access these forms
ISP Onboarding Workflow
ISP Onboarding Workflow
A. Pre-Onboarding Phase
Goal: Prepare all documents and assets before Day 1.
Offer Letter (Send signed offer letter with job details)
Pre-employment Requirements (Collect required government IDs and documents)
Pre-employment Medical (Schedule pre-employment medical exam (if needed)
Government Registration Assistance (Assist with SSS, PhilHealth, Pag-IBIG, and BIR registration)
Account/Access Setup (Set up email, system logins, and work tools)
Equipment & Workspace (Prepare equipment, ID, uniform, and workspace)
B. First Day / Orientation
Goal: Introduce company policies, team, and role expectations.
Welcome Session (Welcome employee and give onboarding kit)
Company Orientation (Share company history, mission, vision, and culture)
HR Orientation (Review policies, benefits, timekeeping, and dress code)
Department Orientation (Assign buddy and introduce team and manager)
Job Role Briefing (Explain KPIs, tools, tasks, and expectations)
C. Compliance & Documentation
Goal: Ensure proper legal and payroll registration.
201 File Creation (Organize employee's records (personal, government, employment)
Contract Signing (Process Job Offer or Employment Contract)
Government Forms (Submit required forms to SSS, PhilHealth, Pag-IBIG, BIR)
Enroll to Payroll (Add employee to payroll system and assign salary account)
D. First Week to First Month
Goal: Monitor progress and provide support.
Training Sessions (Conduct job-specific training (tools, SOPs, compliance)
Performance Check-ins (Hold weekly 1-on-1s to check progress and resolve issues)
Feedback Collection (Gather feedback on onboarding process)
30-Day Evaluation Conduct first performance review to assess fit and readiness)
E. Post Onboarding (1st to 6th Month)
Goal: Finalize probationary status and integrate employee into the culture.
Regular Check-ins (Provide monthly or bi-weekly feedback and coaching)
Performance Appraisal (Review for regularization at 5th or 6th month)
Regularization Notice (Issue regularization letter if passed; discuss career path)
Culture Building (Include employee in team-building, events, and committees)
End-to-End Recruitment Workflow
End-to-End Recruitment Workflow
1. Workforce Planning & Approval
Identify vacancies and define role requirements with department heads.
Align hiring plans with business goals and budget.
Get final approval form:
Department Head
HR
General Manager
Accounting (for budget validation)
2. Job Posting & Candidate Sourcing
Draft standardized job descriptions (tailored for Employee or ISP roles)
Post on relevant channels:
Job boards (e.g., Jobstreet, LinkedIn)
Social Media
Internal referrals
Use a sourcing tracker for candidate visibility and status monitoring.
3. Application Processing & Screening
Collect all applicant data via Online Registration Form.
Screen applications for basic qualifications and alignment with the role.
Schedule initial interviews with qualified candidates.
4. Initial Interview & Pre-Assessments
Conduct Initial Interview (phone/video/in-person)
For Hybrid/On-site applicants, provide Offline Registration Form.
Send pre-assessments:
DISC Personality Test
Basic knowledge check (if needed)
Job preview or self-assessment (optional but helpful)
5. Final Interview & Role Fit Assessment
Refer shortlisted candidates to:
Hiring Manager (for technical roles)
General Manager (for strategic or leadership roles)
Discuss cultural fit, expectations, and availability.
6. Testing & Evaluation
Send complete evaluation package:
Orientation Slides
Job-related Reviewer
Technical/Skillset Test
Schedule online or on-site test sessions.
Evaluate results with a scoring rubric for consistency.
7. Selection & Job Offer
Finalize top candidates
Prepare and send appropriate documents:
Employment Contract (for employees)
ISP Agreement (for service providers)
Job/Service Description
Compensation & Benefits Summary
Collect signed documents and return confirmation.
8. Pre-Deployment Requirements
Request required documentation (SSS, TIN, NBI, etc.)
Ask selected hires to complete:
Settlement Account Enrollment Form
Bank/GCash KYC Registration
Ensure completion before training starts.
9. Onboarding & Training
Schedule Orientation covering:
Company Policies
Workflows & Tools
Expectations & KPIs
Share training schedule and discuss any training allowance or support.
Provide access to systems/tools/platforms.
10. Deployment & Monitoring
Assign new hires to team leads or supervisors.
Start with shadowing or task simulations.
Begin formal deployment after initial check-in.
Start performance tracking via daily/weekly reviews.
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