to be Asia’s center of excellence for HR and OD by 2030
REPORT CARD SURVEY by PULSE ASIA 98% 2013: 98%
2011:
2014:
97%
Three Regional Offices rates Excellent Five CSC Regional Offices rated Excellent
Objective 1: Being Recognized as Center of Excellence
ASEAN Conference on Civil Service Examination, (Nov. 2014, Astoria Plaza) link_hr symposium\asean.jpg
ASEAN Training on Gender Mainstreaming in HR Policies, Processes and System (April 2015, Marco Polo Hotel)link_hr symposium\asean_gad.jpg
18th ASEAN Conference on Civil Service Matters Preparatory Meeting (April 2015, Tagaytay ) link_hr symposium\18th asean.jpg
The CSC Competency Journey • The CSC Strategy Map and The Enterprise Scorecard
• The Competency Project • Personnel Competency Assessment • CB Learning and Development Management System • On-line Competency Assessment • CB Rewards Management
•Integrity
PROCESSES
High-performing, competent, and credible civil servants Provide excellent HR processes
Ensure effective and efficient performance of quasi-judicial functions
PEOPLE
•Excellence
Recognized as a Center for Excellence
Enhance the competency of our workforce
FINANCE
•Love of God & country
Ensure efficient management of financial resources
PARTNERS
Gawing lingkod-bayani ang bawat kawani.
STAKEHOLDERS
CSC shall be Asia’s leading center for excellence in strategic human resource and organizational development
Cultivate partnerships with local and international institutions
Strategic Measure: Enhancement of the competencies of the CSC workforce Percentage of CSC Personnel Meeting the Competencies ACCOMPLISHMENTS YEAR
2012 2013
2014
2015
TARGETS
Baseline Data
70%
(75%)
80%
(80%) 85%
Meeting the Required Competencies 55.01%
Meeting the Mission-Critical Competencies n/a
65.86%
76.40%
80,35%
86.81%
Development and Institutionalization of an Competency-Based HR System in the Public Sector (2011)
Competency Project Outputs in 2012 Competency Definition Competency Tables Position Profile Competency-Based Job Descriptions Competency-Based Qualification Standards
Competencies are observable, measurable and vital knowledge,, skills, an & attitudes that are translations of capabilities deemed essential for organizational success.
Competency Tables
The competencies CORE Exemplifying Integrity
ORGANIZATIONAL
LEADERSHIP
Mana- Partnering Champioging and ning and Personal Performa NetworApplying king Effective- Innovation nce Demonstrating
ness
Delivering Speaking Service Effectively Excellence Solving Problems and Making Decisions
Planning and Delivering
Managing Writing Effectively Information
Building Commit ment
Developing People
Thinking Strategically
Leading Change
Coaching Competent for and Results Credible Civil Servant
Technical competencies Policy Interpretation and Implementation
Counseling and Grievance
Employee Organization Management
Records Management
Conciliation and Mediation
Facilities Management
Policy Development
Audit Management
Test Administration
Secretariat and Liaison Services
Accounting
Recruitment and Placement
Information Technology Management
Cash Management
Test Development and Evaluation
Strategic and Corporate Planning
Supply and Property Management
Library Management
Legal Management
Learning Diagnosis and Design
Budget Management
Corporate Communication
Learning Delivery and Evaluation
Program Management
Benefits, Compensation and Welfare Administration
Job Analysis, Job Description and Competency Development
Sample Competency Table – Planning and Delivering Competency Name
SAMPLE QUALIFICATION STANDARDS POSITION: Computer Programmer III Factors Education
Experience
Training
Eligibility
Competencies
OFFICE: Integrated Records Management Office
Current QS Bachelor’s Degree relevant to the job
2 years of relevant experience
8 hours of relevant training CS Professional / 2nd Level Eligibility
None
Competency-Based QS Achievement
Bachelor’s Degree
Relevance
Computer Science/ Information Technology/ Computer Engineering or its related courses
Years
Two (2) Years
Relevance
Demonstrated ability in application systems development, implementation and maintenance
Hours
24 hours
Relevance
Application systems development, implementation and maintenance
Recency
Within the last 5 years
Certification/Licenses
Career Service (Professional) Second Level Eligibility
Exemplifying Integrity
2
Delivering Service Excellence
2
Solving Problems and Decision Making
2
Demonstrating Personal Effectiveness
2
Speaking Effectively
2
Writing Effectively
2
Championing and Applying Innovation
2
Planning and Delivering
1
Managing Information
2
Strategic steps to ensure attainment of our PGS goals and targets • Set the Mission-Critical Competencies for different positions •
Included competency targets in the Office Performance Commitment and Review (OPCR)
•
Required the preparation of Individual Development Plans
Mission-Critical Competencies
Category of Positions Executive/ Managerial
Number of MCCs
The Competencies
5
Core: * Exemplifying Integrity * Delivering Service Excellence * Solving Problems and Making Decisions Leadership: * Partnering and Networking * Leading Change
Supervisor A (Division Chief and equivalent positions)
2nd Level NonSupervisory and 1st Level NonSupervisory
The Competencies
6
3 Core plus: 3 Organizational: * Demonstrating Personal Effectiveness * Championing and Applying Innovation * Planning and Delivering
Integration of Competencies in CSC HR Systems • Recruitment and Promotion System 2012 CB Recruitment and Promotion System 2014 Enhanced CBRPP
• Learning and Development Programs on L & D for OHRMD Staff CB Learning and Development Management System L & D Programs L & D Calendar
• Rewards Management
Competency-Based Recruitment and Promotion System Salient Features: • Established pool of raters, • Competencies and interviewers and Performance as Basis background investigators for Recruitment and Promotion • Provided User’s Guide • Use of Competency-Based Assessment Strategies Written Exams
Behavioral Event Interview or Targeted Selection Interview
Previous Assessment 180 degrees Competency Assessment only (Self and Supervisor Ratings)
Previous Assessment 180 degrees Competency Assessment only (Self and Supervisor Ratings)
Online Assessment 360 Degrees Multiple assessors in multiple sites
Subordinate
Self
360 Degrees Review Supervisor
Peers
Previous Assessment Manual computation and generation of Reports
Current Assessment
Online Assessment Fast and accurate tabulation of results and “one-click” generation of reports
Online Competency Assessment
Reports generated by the system • Number and percentage of personnel with unsubmitted assessment forms; • Number and percentage of personnel meeting all the competencies required of the position ; • Number and percentage of personnel meeting the Mission-Critical Competencies;
Online Competency Assessment
Reports generated by the system • Number of competencies met by employees/officials ; • Commonly Unmet Competencies by employees/officials; and • List of Employees Who Meet and Do Not Meet per competency
Previous Assessment
Manual and delayed IDP Preparation
Previous Assessment Manual and delayed IDP Preparation
Online Assessment More wholistic and objective information available to support timely preparation of the IDP
ONLINE COMPETENCY ASSESSMENT PROJECT TIMELINE
Executive Offices
ONLINE COMPETENCY ASSESSMENT PROJECT TIMELINE
1. Update the competency dictionary; up to the behavioral indicators
Competencies Core
Organizational
Number of Behavioral Indicators
• Exemplifying Integrity
21
• Delivering Service Excellence
22
• Solving Problems and Making Decisions
15
• Demonstrating Personal Effectiveness
23
• Speaking Effectively
26
• Writing Effectively
15
• Championing and Applying Innovation
12
• Planning and Delivering
20
• Managing Information
16
Competencies Leadership
TOTAL
Number of Behavioral Indicators
• Building Collaborative, Inclusive Working Relationships
20
• Managing Performance and Coaching for Results • Leading Change
24
• Thinking Strategically and Creatively • Creating and Nurturing a High Performing Organization
24
14 Competencies
286 Behavioral
28
20
2. Assign competency profile per position Level of Positions
Core Organizational
Leadership
1st level Nonsupervisory
3
5 to 6
-
2nd level Nonsupervisory
3
6
-
2nd level Supervisory
3
2
4 to 5
2nd level Executive/Managerial
3
-
5
3. Assess employee competency levels against the position profile
Sample Profile Matching Graph
Sample Profile Matching Graph
CSC Competency Assessment Report Employee Profile
Job Competency Definitions
Overview of Competencies
Understanding the Results
General Comments
4. Facilitate 360 degrees competency assessment
Subordinate
Self
360 Degrees Review Supervisor
Peers
5. Run competency assessment per schedule Assessment
Schedule
2014 Competency Assessment November 2014
2015 Baseline Assessment
February 2015
2015 Competency Assessment June 2015
6. Archive a history of all competency assessment runs administered through the system
7. Create Individual Development Plans based on competency gaps
8. Generate ODPs, identifying priority office-wide interventions depending on the common competency gaps.
Challenges •Source Code still with LSP •People forget their personal email address and password •Delays due to internet connection
