Repub ofthe Phys ZAMBOANGA CITY WATER. DISTRICT Pilar Street, Zamboanga City MEMORANDUM AG - 2018 -_10- 012 To All Assistant General Managers Department Managers Division Managers FROM Administration Group SUBJECT: COMPETENCIES OF POSITIONS DATE October 31, 2018 4. Relative to the requirement of the Program on Institutionalizing Meritocracy and Excellence in the Human Resource Management (PRIME-HRM), CS Form No. 9 — Request for Publication of Vacant Position and the Position Description Form (DBWM- CSC Form No. 10), the office is to identify the competencies for each of the positions. 2, “Competencies are observable, measurable and vital knowledge, skill and attitudes which are translation of capabilities deemed essential for organizational success’ -as defined by CSC Competency Model Building Intervention. The following are the types of competency: [Core 7 Leadership Technical - * These are ~ These are knowledge, |» These are behaviors or | characteristics that | skis and behaviors | abilities that pertain to a | collectively lead to needed to perform! specific body of | desired outcomes | management/ leadership | knowledge and skills inthe organization, | functions and processes.) required to perform a | These are expected of | function or job. it « Sometimes individuals who supervise | includes abilities to use referred to as, staff, or who work through | procedures, techniques | foundational others or a team to getthe| and knowledge of a) competencies, job done. | specialized field | these consist of | | behaviors that | everyone in the | organization must possess regardless | of function because | | they drive overall |_ desired results ‘Source: Guidebook on Competency Modelling and Profiling 3. For the levels of competencies, each competency should have a corresponding level whether it is basic, intermediate, advanced or superior. A statement describing the level of competency for each position is necessary using the following level definition: Note? Pc. see bok page 0A . ipl of he Phitypras ZAMBOANGA CITY WATER DISTRICT Pilar Street, Zamboanga City nnn [Basie |__Intermediate | Advanced Superior | | * Beginner [© Capable | + Competent © Exemplar | * Novice Developing Accomplished Superior | © Basic Intermediate Advanced Master | | + Apprentice | Associate Practitioner Expert ‘Source: Guidebook on Competency Modelling and Profiling 4 The Human Resource Department (HRD) have listed competencies (attached) for the all the 528 positions based on the existing job descriptions, the IPCR and the Generic Competency Dictionary. 5. You are to review and approve the attached list of competencies of positions under your unit and identify or formulate the level of competency. Any revision or addition in the list of competencies must be submitted to the HRD for consolidation. You may use the CSC/Australian Aid Guidebook on Competency Modelling and Profiling and the Generic Competency Dictionary (e-copy available at the HRD clo Aris B. Austria or Lisa E. Traigo), 8. Please submit to the HRD your competencies and competency levels on or before Friday, December 7, 2018 LOUELLA A, AGUILERA Officer In-charge Encl.: alss s Diplo the Fhypines ZAMBOANGA CITY WATER DISTRICT Pilar Street, Zamboanga City MEMORANDUM AG - 2018 -_]0 -O|? TO Fl All Assistant General Managers Department Managers Division Managers FROM Administration Group SUBJECT COMPETENCIES OF POSITIONS DATE October 31, 2018 1. Relative to the requirement of the Program on Institutionalizing Meritocracy and Excellence in the Human Resource Management (PRIME-HRM), CS Form No. 9 — Request for Publication of Vacant Position and the Position Description Form (DBM- CSC Form No. 10), the office is to identify the competencies for each of the positions. 2. “Competencies are observable, measurable and vital knowledge, skill and attitudes which are translation of capabilities deemed essential for organizational success’ -as defined by CSC Competency Model Building Intervention. The following are the types of competency: ____ Core T_ Leadership _Technical | @ These are These are knowledge, | These are behaviors or | characteristics that | skills and behaviors | abilities that pertain to a / collectively leadto | needed to perform) specific body of | | desired outcomes | management) leadership| knowledge and skills | inthe organization, | functions and processes.| required to perform a | | These are expected of| function or job. It! + Sometimes individuals who supervise | includes abilities to use | referred to as. staff, or who work through | procedures, _ techniques | foundational others or ateam to get the | and knowledge of a competencies, job done. specialized field these consist of behaviors that everyone in the | organization must | possess regardiess | of function because they drive overall __desired results, | Source Guidebook on Competency Wodaling and Profiing 3. For the levels of competencies, each competency should have a corresponding level whether it is basic, intermediate, advanced or superior. A statement describing the level of competency for each position is necessary using the following level definition