PANEL INTERVIEW

Functional Title of Position: ACCOUNTOFFICER Position Title: Salary Grade: Branch: ILIGAN

NAME OF APPLICANT: PASAYUD ABDEL NASSER R. MACARAMBON III

I Verbal IQ:

II Non-Verbal IQ:

III Motivational Assessment:

IV Competency Assessment

Directions: Assess the competencies of the applicant following the 17 equally important competencies listed below. Go over each of the
Behavioral Indicators (BI) and determine whether the applicant knows and/or can do it. Count the number of BIs he/she knows/can do
and indicate it in the Responses/Observations column.

Significant response/s of the applicant and the interviewer’s observations must be written.

Scoring:

Compare the number of required BIs as against the actual identified BIs, and score as follows:

1 - Exceeds Standards (ES) - actual proficiency level is more than what is required
2 - Meets Standards (MS) - actual proficiency level is equal to what is required
3 - Needs Improvement - Actual proficiency level is less than what is required, but at least half of all the required BIs
4 - Poor - Actual proficiency level is less than half of what is required

Overall rating is finalized after getting the final score divided by the 17 competencies.

Page 1 of 23
Competency/Definition Behavioral Indicators (BI)
ORGANIZATIONAL (A) Beginner (B) Basic RESPONSES / OBSERVATIONS
COMPETENCIES (OC)
(OC.1)Agency Knowledge 1. Familiarity with the 1. Understands the Applicant 1: Applicant 2: Applicant 3: Applicant 4:
/Organizational Awareness Bank’s goals, overall climate
directions, services and culture:
Knowledge of the Bank’s and culture including Recognizes
history, organizational set- corporate history, implicit limits at Learn more about AIB
up, products and services, structure, and key the Bank, what
processes, policies and management can and cannot be
guidelines, values and personnel. done at certain
culture. times or in certain
2. Understands formal positions.
structures: Recognizes 2. Recognizes and
the formal structure or uses the Bank’s
hierarchy of the Bank culture and the
(or the “chain of language to
command”), the produce the best
functions associated possible response.
with certain positions, 3. Knowledgeable
and the weight of about the Bank’s
rules, regulations, corporate goals
standard operating and directions,
procedures, etc. services and
culture including
corporate history,
structure, basic
systems and
processes, and
key management
personnel.
4. Able to apply
such knowledge
in performing
his/her job and
delivering results.

SCORE (refer to instructions on page 1) 2

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Competency/Definition Behavioral Indicators (BI)
ORGANIZATIONAL (A) Beginner (B) Basic RESPONSES / OBSERVATIONS
COMPETENCIES (OC)
Applicant 1: Applicant 2: Applicant 3: Applicant 4:
(OC.2) Customer Focus 1. Delivers basic services 1. Delivers quality
as expected. products and
Understands the needs and services.
experiences of customers Research more about
and takes personal 2. Ensures that the bank’s products
ownership in delivering clients achieve the
sustainable customer expected results
propositions. from products and
services.

3. Ensures that the

program delivers
the business
results that have
been promised;
Demonstrates
sensitivity to
Satisfaction
Measures.

4. Periodically seeks
feedback from
clients to evaluate
compliance with
Satisfaction
Measures.

SCORE (refer to instructions on page 1) 2

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Competency/Definition Behavioral Indicators (BI)
ORGANIZATIONAL (A) Beginner (B) Basic RESPONSES / OBSERVATIONS
COMPETENCIES (OC)
Applicant 1: Applicant 2: Applicant 3: Applicant 4:
(OC.3)Strategic Thinking 1. Able to explain at a 1. Gathers, analyses,
basic level how and evaluates
The ability to changing conditions, relevant
systematically, analytically, current events, and information
and structurally think about historical contexts regarding clients,
how to implement the influence own work competitions, and
(core) assignments, set and unit’s work (potential)
goals and reach them, partners in order
develop new and effective to obtain deeper
strategies through insight and
anticipating changes in the understanding of
market or through initiating the current
new changes; The ability to developments.
set principles and identify
scope and allocate
resources to meet
individual, team, or
organization targets and
objectives; Aligns
organizational objectives
and practices with public
interests and needs

SCORE (refer to instructions on page 1) 2

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Competency/Definition Behavioral Indicators (BI)
CORE COMPETENCIES (A) Beginner (B) Basic RESPONSES / OBSERVATIONS
(CC)
Applicant 1: Applicant 2: Applicant 3: Applicant 4:
(CC.1)Integrity/Ethics 1. Respects the concerns 1. Displays honesty
shared by others. and is forthright
Ability to exemplify high with people.
standards of professional 2. Respects the
behavior as AAIIBP confidentiality of 2. Carries their fairs He emphasizes
employee and public information hare of the integrity.
servant, adhering to ethical workload.
as well as moral principles, 3. Aware of the Codes of
values, and standards of Ethical Standards for 3. Does not accept
public office Government gifts or anything
Employees else from clients
in exchange of
service.

4. Refrains from
behavior or
language that is
exclusionary or
offensive in
nature.

5. Abides by the
rules on Ethical
Standards for
Government
Employees

SCORE (refer to instructions on page 1) 2

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Competency/Definition Behavioral Indicators (BI)
CORE COMPETENCIES (A) Beginner (B) Basic RESPONSES / OBSERVATIONS
(CC)
Applicant 1: Applicant 2: Applicant 3: Applicant 4:
(CC.2) Initiative and 1. Acts on current 1. Persists and takes
Responsiveness obligations or steps to overcome
problems. obstacles or
Knowledge and skills rejection.
required to take timely 2. Recognizes normal 2. Acts with a sense He is responsive.
action to address current or obligations and acts of urgency to
future problems or on them to the extent meet the business
opportunities whenever that the policies and needs, improve
possible. This competency procedures allow. systems, and help
should be seen in the others improve
context of proactively doing 3. Plans and organizes their
things. his/her work around effectiveness.
these obligations. 3. Owns
responsibility for
4. Is aware of how outcome of
he/she contributes to decisions and
the success of the actions.
Bank. 4. Prioritizes work in
alignment with
5. Displays desire to get departmental
a job done and goals and acts in
accomplish goals. accordance with
organizational
6. Accepts personal strategies,
accountability to meet objectives, or
the business needs, goals.
improve systems, and 5. Puts
help others improve organizational
their effectiveness. needs before
personal needs.

SCORE (refer to instructions on page 1) 2

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Competency/Definition Behavioral Indicators (BI)
CORE COMPETENCIES (A) Beginner (B) Basic RESPONSES / OBSERVATIONS
(CC)
Applicant 1: Applicant 2: Applicant 3: Applicant 4:
(CC.3) Teamwork and 1. Is disposed to work 1. Displays team
Cooperation and be of service to spirit to get things
the team and other co- done easily
Knowledge and skills workers. because of
required to genuinely work enthusiasm for
cooperatively with others, 2. Willingly does his/her work.
to be a part of the team, or share of work.
too work together as 2. Expresses
opposed to working singly 3. Supports the teams’ personal and
or competitively to discover decisions. professional needs
and meet the customer’s and interests in an
needs. issue.

SCORE (refer to instructions on page 1) 2

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Competency/Definition Behavioral Indicators (BI)
TECHNICAL
RESPONSES / OBSERVATIONS
COMPETENCIES (A) Beginner (B) Basic (C) Intermediate
(TC)
Applicant 1: Applicant 2: Applicant 3: Applicant 4:
(TC.3) Attention to 1. Performs tasks 1. Applies attention 1. Demonstrates
Details but needs to detail to routine operational
constant tasks defined in agility.
Knowledge and skills supervision in formal, written 2
required to check the terms of quality procedures, and 2. Renegotiates
details in information and output oral instructions. priorities as
required by the Bank standards. necessary.
from the clients and 2. Seeks guidance on
ensure that all the quality and the 3. Puts systems in
requirements are degree of place and uses
provided and complied completion them to
with by clients, and required for monitor and
prospects; Keenness of completing new detect errors
perception to spot tasks. and problems.
details that are
important; 3. Solicits feedback 4. Tests and
Demonstrates attention on performance in reviews outputs
to detail and accuracy; new tasks. and applies
Defines and organizes quality checks
tasks, responsibilities, 4. Sets improvement prior to work
and priorities; Takes standards to submission.
responsibility for reduce errors,
timely completion omissions, and
oversights.

SCORE (refer to instructions on page 1) 2

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Competency/Definition Behavioral Indicators (BI)
TECHNICAL
RESPONSES / OBSERVATIONS
COMPETENCIES (TC) (A) Beginner (B) Basic (C) Intermediate

Applicant 1: Applicant 2: Applicant 3: Applicant 4:

(TC.11)Computer Skills 1. Prepares basic 1. Integrates 1. Uses other
compositions (e.g. graphics/images built-in / add-
Knowledge and skills needed letters, reports) (e.g. flow on functions He knows how to
in handling and manipulating using Word charts) with text of Word operate computer
various information, materials Processing composition. Processor systems and office
(audio, video, etc) using programs. 2. Manipulates (e.g. mail
available computer software information/dat merge.
application and technology. 2. Encodes a in the Macros, etc).
spreadsheets
information / data
using the
into spreadsheets. 2. Creates
different built-
in/add-on
graphs and
3. Identifies different functions. other
computer parts, 3. Uses email / graphical
power on/off the outlook system. presentations
computer, and 4. Knowledge of of
work on a given IT information /
task with infrastructure data
acceptable speed (hardware, contained in
and accuracy using software, an Excel
basic MS Office operating spreadsheet.
applications. systems,
personal 3. Prepares
4. Connects computer computing, simple
peripherals (e.g. local area presentation
printers, modems, network, wide using power
multimedia area network, point.
projectors, etc.) computer
telephony 4. Prepares basic
integration, and
database.
internet).

SCORE (refer to instructions on page 1) 2

Page 9 of 23
Competency/Definition Behavioral Indicators (BI)
TECHNICAL
RESPONSES / OBSERVATIONS
COMPETENCIES (A) Beginner (B) Basic (C) Intermediate
(TC)
Applicant 1: Applicant 2: Applicant 3: Applicant 4:
(TC.18)Facilitating 1. Knows the group 1. Knows the 1. Guides and
Meetings composition and procedures and moderates the
dynamics. approaches in discussions.
Knowledge and skills facilitating or
required to organize, 2. Knows basic conducting
coordinate, and guide communication meetings.
meetings and other skills.
focused group 2. Knows how to
Discussions. document
sessions/meetings.

SCORE (refer to instructions on page 1) 2

Page 10 of 23
Competency/Definition Behavioral Indicators (BI)
TECHNICAL
RESPONSES / OBSERVATIONS
COMPETENCIES (A) Beginner (B) Basic (C) Intermediate
(TC)
Applicant 1: Applicant 2: Applicant 3: Applicant 4:
(TC.21)General 1. Compiles financial 1. Processes 1. Reviews and posts all
Accounting information for the disbursement transactions in the
preparation of vouchers, books.
Knowledge and skills journals and payrolls, and 2
required to record, reports. other claims to 2. Reviews, verifies, and
classify, and verify accuracy, analyzes account
summarize the Bank’s 2. Performs clerical completeness, balances.
financial transactions. support functions and validity of
Interpret the results such as typing, claims. 3. Prepares schedule of
thereof through various encoding, report accounts per trial
reports and analysis generation/printing 2. Records, balance.
which serves as a basic , etc. classifies and
tool for management in summarizes 4. Maintains inter-
making decisions 3. Records and financial branch/department
toward achieving the maintains index of transactions and accounts
Bank’s goals and payments for all events in reconciliation and
objectives. financial accordance with makes necessary
transactions. generally adjustments.
accepted
accounting 5. Prepares financial
principles. reports for financial
analysis.
3. Prepares
distribution for 6. Verifies
remittances to documents/reports for
other concerned completeness in
offices. compliance with
government and
4. Prepares various oversight
subsidiary ledger agencies.
and schedule of
accounts per trial 7. Uses various software
balance. applications.

Page 11 of 23
5. Applies a 8. Prepares bank
working reconciliation
knowledge of statements.
applicable laws
and regulations. 9. Reconciles sub-
ledgers to the general
ledger and resolves
differences.

10. Adjusts reconciling

items.

11. Complies, writes, and

presents complex
accounting reports.

SCORE (refer to instructions on page 1) 2

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Competency/Definition Behavioral Indicators (BI)
TECHNICAL
RESPONSES / OBSERVATIONS
COMPETENCIES (TC) (A) Beginner (B) Basic (C) Intermediate

Applicant 1: Applicant 2: Applicant 3: Applicant 4:

(TC.28)Monitoring and 1. Knows the concept 1. Identifies 1. Monitors project
Evaluation of monitoring and performance performance and
the different levels indicators and documents
Knowledge and skills of evaluation, e.g. standards. outcome.
required to regularly reactions, learning,
gather the behavior, and 2. Prepares basic 2. Evaluates projects
program/projectaccomplis results. evaluation on their ability to
hments against measures instruments to meet the program
of expected performance 2. Knows the assess whether objectives.
and assess the performance application of or not trainees
and the achievement of various statistical responded 3. Analyzes project
program/project tools needed in favorably to the issues and concerns
objectives, its effects and program implementation that affect project’s
impact. evaluation. of the training implementation.
program.
4. Prepares a
3. Measure comprehensive
accurately monitoring and
physical evaluation report.
progress of
project against
plans and work
schedules.

SCORE (refer to instructions on page 1) 2

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Competency/Definition Behavioral Indicators (BI)
TECHNICAL
RESPONSES / OBSERVATIONS
COMPETENCIES (A) Beginner (B) Basic (C) Intermediate
(TC)
Applicant 1: Applicant 2: Applicant 3: Applicant 4:
(TC.33)Project 1. Has an understanding 1. Formulates 1. Applies the thrusts
Preparation and Design of the Bank’s vision, program framework and priorities of the
mission, development using goal/log Bank on proposals.
Knowledge and skills thrusts, and priorities frame matrix and
required to prepare and its other methods. 2. Coordinates with
project proposals which relevance/impact on oversight agencies
include technical the design of the 2. Evaluates a simple on their
assessment, plan, and program. project concept programs/thrusts and
investment programming proposal that have priorities.
preparation and other 2. Has a working potential for
preparatory activities. knowledge of the loans/lease. 3. Prepares concept
project development . proposal in
cycle and the planning 3. Performs project compliance with the
process. scanning and Bank’s policies.
identification of
3. Knows the Bank’s problems and gaps. 4. Prepares TORs for
policies, rules, and projects under
guidelines in the 4. Prepares an preparation.
preparation of project executive summary
proposals. of a project
FS/study.

5. Prepares a project
concept/idea and do
the necessary
research work.

SCORE (refer to instructions on page 1) 2

Page 14 of 23
Competency/Defini Behavioral Indicators (BI)
tion
TECHNICAL RESPONSES / OBSERVATIONS
COMPETENCIES (A) Beginner (B) Basic (C) Intermediate
(TC)
Applicant 1: Applicant 2: Applicant 3: Applicant 4:
(TC.34)Records 1. Receives and 1. Demonstrates good 1. Able to adapt to and
Management/Adm inputs data in the understanding of support others in the
inistration data tracing records development and
system logbook). management issues introduction of new
Knowledge and and best practices recordkeeping
skills required to 2. Able to organize and how they relate practices and
effectively maintain information by to the organization. procedures.
an updated and theme, data
orderly filing subject, or 2. Able to efficiently 2. Assesses current
system to facilitate source. record verbal recordkeeping
retrieval, tract its information. systems and provide
flow, and ensure 3. Understands the feedback on their
that confidential Bank’s Records 3. Efficiently retrieves strength and areas
and or personal Management files and for improvement.
files and records are Manual. information when
properly secured needed. 3. Proposes
and maintain, 4. Assists in filing improvement on
physically and and record 4. Sets-up subject files records keeping to
electronically. keeping of in accordance with eliminate
Ability to reports, memos terms, processes, unnecessary storage
implement/schedule and other and subject used in and to save on space.
files/records for communications the organization.
retention and its for easy 4. Takes into
eventual reference. 5. Sorts/classifies consideration the
disposition. information flow of work and
5. Knows the basic according to places
procedure of importance. materials/based on
records frequency of use.
maintenance and 6. Maintains the record
disposal (i.e. schedule of 5. Decides proper
General Records retention and storage
Disposition disposal. layout/classification.
Schedule).

Page 15 of 23
6. Familiar with 7. Encodes sorted 6. Maintains records of
different types of documents compliance of each
documents. according to department/unit for
priority. retention / disposal
of records.
8. Uploads issuances
and send thru email 7. Maintains an
to concerned electronic file of
department/s. records/documents
received.
9. Determines the
classification of 8. Migrates records
documents where it using various media
should be filed. to save on space.

9. Safeguards
documents to avoid
losses and preserve
their integrity.

SCORE (refer to instructions on page 1) 2

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Competency/Definition Behavioral Indicators (BI)
TECHNICAL
RESPONSES / OBSERVATIONS
COMPETENCIES (TC) (A) Beginner (B) Basic (C) Intermediate

Applicant 1: Applicant 2: Applicant 3: Applicant 4:

(TC.36)Relationship 1. Understands the 1. Builds rapport 1. Develops new
Management needs of others, the quickly with professional
constraints they people at all levels relationships.
Developing rapport and face, and the levers and from different
working effectively with a to their backgrounds. 2. Understands
diverse range of people, engagement. differences,
sharing knowledge and skills 2. Actively listens to anticipates areas
to deliver shared goals; Ability others and is open of conflict and
to not only win more clients to their ideas. takes action.
but also to retain them through
effective client relationship 3. Identifies and 3. Fosters an
building and satisfaction resolves conflict environment
between self and where others feel
others. respected.

4. Makes others feel 4. Identifies

comfortable and opportunities for
respected by being joint working to
positive and minimize
friendly. duplication and
deliver shared
5. Shares goals.
information
openly with
colleagues within
and outside own
team.

SCORE (refer to instructions on page 1) 2

Page 17 of 23
Competency/Definition Behavioral Indicators (BI)
TECHNICAL
RESPONSES / OBSERVATIONS
COMPETENCIES (TC) (A) Beginner (B) Basic (C) Intermediate

Applicant 1: Applicant 2: Applicant 3: Applicant 4:

(TC.37)Report Writing 1. Knows the 1. Writes 1. Demonstrates
different written narrative/descri clarity, fluency,
Knowledge and skills required business ptive reports impact,
to write clear, concise, and communication and related conciseness, and
comprehensive reports and formats used in writing effectiveness in
correspondence. the Bank. assignment her/her written
based on communications.
2. Writes routine readily
correspondence / available 2. Prepares technical
communications information/dat reports and related
based on readily a with minimal documents
available information, involving the
information data spelling, or analysis of various
with minimal grammatical interrelated data
information, error/s (e.g. or
spelling, or project/progra activities/projects/
grammatical m updates, etc). current issues.
error/s (e.g.
memos, minutes, 2. Edits and
call reports, etc). corrects various
correspondence
s.
2
SCORE (refer to instructions on page 1)

Page 18 of 23
Competency/Definition Behavioral Indicators (BI)
TECHNICAL
RESPONSES / OBSERVATIONS
COMPETENCIES (A) Beginner (B) Basic (C) Intermediate
(TC)
Applicant 1: Applicant 2: Applicant 3: Applicant 4:
(TC.39)Social 1. Has basic 1. Conducts 1. Articulates
Mobilization knowledge on survey on agency’s position in
community socio- a particular issue.
Knowledge and skills organizing and economic and
required to undertake profiling. cultural 2. Utilizes his/her or
linkaging and characteristics office’s network to
networking to establish 2. Has basic and resources seek and gain
and maintain positive knowledge on using basic access to
working relationships stakeholders’ methodologies information and
with diverse groups of analysis. such as support from
people with the community various sources to
locality, both public 3. Has basic mapping, etc. support the Bank’s
and private sectors, to knowledge on objectives.
assist in achieving the linkaging and 2. Establishes,
Bank’s objectives. networking. develops, and 3. Conducts
maintains comprehensive
networks with community
the civil profiling, analyze
society, and present results.
academe,
industry, 4. Encourages
financial community inputs
institutions, to planning,
and other decision-making,
government and management.
agencies.

2
SCORE (refer to instructions on page 1)

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Competency/Definition Behavioral Indicators (BI)
TECHNICAL
RESPONSES / OBSERVATIONS
COMPETENCIES (A) Beginner (B) Basic (C) Intermediate
(TC)
Applicant 1: Applicant 2: Applicant 3: Applicant 4:
(TC.43)Technical 1. Needs a lot of 1. Basic knowledge 1. Working knowledge
Competence training in a of programs, of programs,
specific technical services and services, and
Possession of a area. procedures. procedures.
designated level of
technical skills or 2. Can provide 2. Can independently
knowledge in a general handle most tasks
specific technical information and and transactions with
area(s) and the ability perform basic minimal direction.
to keep up with current tasks and
developments and transactions 3. Can provide specific
trends in areas of related to the information and
expertise: may be common perform required
acquired through programs and tasks and
academic, services. transactions related
apprenticeship, or on- to common
the-job training. 3. With assistance, programs and
can provide services.
detailed
information and 4. Is up to date with
perform higher changes and eager to
complexity tasks learn and upgrade
and transactions his/her current
related to knowledge.
programs and
services.

SCORE (refer to instructions on page 1) 2

Page 20 of 23
OVERALL SCORE: (Total score divided by the number of competencies) ______34/17= 2.00___________

Interpretation of score:

1. Great deal of the required competencies was shown.

2. Greater than satisfactory amount of required competencies was shown.
3. Satisfactory amount of required competencies was shown.
4. Less than satisfactory degree was shown.

Page 21 of 23
 V Behavioral Event Interview (BEI):

BEI style of interview seeks responses using STAR format: Situation (S) in which the applicant acted or the Task (T) the applicant faced,
the Actions (A) the applicant took, and the Results (R) of these actions.

Example: A sample BEI question to elicit behaviors reflective of “Analytical Thinking” is “Describe a time when you had to solve
problems quickly and effectively”.

To encourage the applicant to give response in the STAR format, follow-up questions such as “What steps did you take to resolve the
issue?”and “What was the result?” shall be asked.
Rating

BEI Question Responses / Remarks 1 Highly Satisfactory

2 Satisfactory
3 Unsatisfactory
Applicant 1: Applicant 1: Applicant 1:
Describe a time you feel under pressure and how you handle He didn’t get affected too much of the pressure and calls his
it positively? boss/owner of the company as his job is to follow what is only the 2
boss’ approval of all disbursement transactions.
Applicant 2: Applicant 2: Applicant 2:

Applicant 3: Applicant 3: Applicant 3:

Applicant 4: Applicant 4: Applicant 4:

Page 22 of 23
 VI Assessment Center:

Measures applicants’ competencies by putting them through a series of simulations and exercises that reflect the typical challenges of a
job they are applying for such as role playing or simulations, in-basket exercises, case studies, and leaderless group discussions.

Rating

Simulation / Exercise Remarks 1 Highly Satisfactory

2 Satisfactory
3 Unsatisfactory
Applicant 1: Applicant 1: Applicant 1:
A high tempered client came to him complaining the delay of He handles the situation with professionalism.
the approval of his loan application. 2
Applicant 2: Applicant 2: Applicant 2:

Applicant 3: Applicant 3: Applicant 3:

Applicant 4: Applicant 4: Applicant 4:

Final Note:

_X_ Recommended for Hiring ___ Recommended for Pooling ___ Not Recommended

Name and signature of Interviewer / Assessor: ____Sittie S. Usman_________ Date: ___January 23, 2019________

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