DENR CDS 18 May 2020 Final

DENR
CAREER
DEVELOPMENT
SYSTEM
DEXTER M. TINDOC
Chief, Career Development Division
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OUTLINE OF THE PRESENTATION
Legal Bases
1
Career and career development
2 defined
DENR
CAREER
3 Types of career movements
DEVELOPMENT
SYSTEM
4 Career Development
Framework
Career Development Process

6
Career Development Process Simulation
LEGAL BASES
Section 30, Chapter 5 of the
Revised Administrative Code
of 1987
which directs government

agencies to establish a
continuing program of
career and personnel
development, through the
preparation of an integrated
national plan where they can
7 grow to their full potential.
Civil Service Commission’s
(CSC) Program to
Institutionalize Meritocracy and
Excellence in Human Resource
Management (PRIME-HRM)
issued through Memorandum
Circular No. 3 s. 2012
• mandated all national and local

government agencies to develop
their respective PRIME-HRM.
8
DENR MC No. 2018-01 dated
18 January 2018 –
Adoption of the Competency-Based
System Manual for Support and
Technical Positions in the Central
Office, Regional Offices and
Bureaus
What is a CAREER?
10
Career - defined
• A profession for which one trains and which is

undertaken as a permanent calling
• A field for or pursuit of consecutive

progressive achievement especially in
public, professional, or business life
However, a CAREER can also mean,
. . .an individual's metaphorical

JOURNEY through life.
12
THE FOUR (4) CAREER
STAGES
13
Early Career
“ (20– 29 years old )
Mid Career
(30– 39 years old )
14
Late Career
(40– 49 years old ) “
Career End
15
(50– 59 years old)
STAGE WANTS NEEDS
• Acquisition of
Early Career • Self Discovery
New Skills
• Exploration of
(20– 29 years old ) • Rewards and
opportunities
Recognition
• Growth and
Mid Career • Career
Stability
Advancement
(30– 39 years old ) • Work-life
• Job Satisfaction
Balance
• Assigned
• Leadership
Late Career Supervisory
Responsibilities
Tasks
(40– 49 years old ) • Re-enhancement of
• Continued
Skills
Growth
16
Career End • Consultation • Easy Transition
(50– 59 years old) Responsibilities to Retirement
So what is
CAREER DEVELOPMENT?
Career Development - defined
• constant process of managing learning, work, leisure,

and changes in order to move toward a personally
determined and evolving preferred future.
18
Career Development - defined
However, career development does not ensure an

employee’s acquisition of his/her chosen position.
The goal of career development is to establish a goal to

work towards, and at the same time, improve
competencies.
TYPES
OF
CAREER
MOVEMENT
VERTICAL
LATERAL
ENRICHMENT
REALIGNMENT
Movement of an employee from the
VERTICAL current position to a one higher in
pay, responsibility and hierarchy.
A move to a different job with

LATERAL essentially the same title, pay and role
either within the organization.
Refers to the rerouting of personnel to

ENRICHMENT interventions designed to strengthen
their competencies.
Refers to the transfer of an employee to

RELOCATION a different Department or Job
Classification.
22
Refers to the reassignment of an
REALIGNMENT employee to a lower position than
he/she had worked previously.
BENEFITS
OF
CAREER
DEVELOPMENT
23
BENEFITS OF CAREER DEVELOPMENT
Reduces competency gaps
Strengthens employee retention
Boosts engagement and productivity
Ease of succession planning

DENR CAREER DEVELOPMENT
FRAMEWORK
DENR CAREER DEVELOPMENT FRAMEWORK
HRM PRACTITIONERS
SELF -
DISCOVERY
ORGANIZATIONAL ANCHORS
IMPROVED ORGANIZATIONAL
CAREER GOAL CAREER
STRATEGIC THRUST
AND PERFORMANCE
VISION, MISSION,
REALIZATION PATHING HIGH

HR SYSTEMS
CAPABILITY
COMPETENCY PERFORMING,
COMPETENT
BASED EMPLOYEE AND
SYSTEM
PRIME-HRM ENGAGED
CAREER WORKFORCE
DEVELOPMENT CAREER PLAN
M&E PREPARATION
CAREER PLAN
IMPLEMENTATION
31
SUPERVISORS
THE
CAREER DEVELOPMENT
PROCESS
32
CAREER DEVELOPMENT PROCESS
SELF -
“
DISCOVERY
SUPERVISORS
33
1 Self-discovery
• process of acquiring insight into first and foremost

one's own character and competencies (through
competency assessment and profile matching).
“
35
What are the steps in
competency assessment
1 CHECK POSITION PROFILE TO IDENTIFY
ACTUAL PROFICIENCY LEVEL
2
FILL OUT THE CA FORMS
• SELF (employee)
• SUPERVISOR
3
DETERMINE THE GAPS BETWEEN THE
EMPLOYEE’S REQUIRED VERSUS ACTUAL
PROFICIENCY LEVEL
4 EVALUATE EMPLOYEE’S DEVELOPMENTAL

NEEDS BASED ON THE GAPS
1 Self-discovery
Competency profile matching
• For career development, when an individual is

assessed, he or she is profiled against all
competencies to determine match against his or her
position…
• Alongside all other positions he or she may

potentially match…
• Alternatively, we can have a view of which positions our

employee closely matches, and can coach him/her
towards such job proposal to a career goal or plan.
SELF -
“
DISCOVERY
CAREER
PATHING
SUPERVISORS
39
2 Career Pathing
• process of identifying probable and realistic

positions in the organization to serve as target for
employees’ career path.
• involves understanding what knowledge, skills,

personal characteristics, and experience are required
for an employee to progress his or her career
laterally, or through access
to promotions and/or transfers.
2 Career Pathing
• refers to when an employee (in some cases, with the

help of management) creates a clear
course/map out within an organization how
he/she can gain skills, experience and expertise to
grow toward a particular role, responsibility, or
outcome.
• very important to examine the differences in

requirements between progressing vertically or
laterally within an organization.
2 Career Pathing
Based on the profile matching, choose two (2) positions/
options for career pathing:
Higher ranking position (current Division)
Higher ranking position (current Service,

different Division)
Equal ranking position (current Service,

different Division)
2 Career Pathing
Higher ranking position (different Service)
Equal ranking position (different Service)

SELF -
“
DISCOVERY
CAREER
PATHING
CAREER PLAN
PREPARATION
47
3 Career Plan Preparation
In this stage, interventions are identified to close any

gaps the employee might have in their current position as
well as their career options.
Career development plan shall observe Section 5 of CSC

Memorandum Circular No. 7 s. 2014 on Equal
Opportunity Policy.
3 Career Plan Preparation
The DENR has been

applying the 70:20:10
learning and development
principle in addressing
development needs.
Career
Development
Plan
Template
Career Development Plan Template
52
SELF - DISCOVERY
“
CAREER PATHING
CAREER PLAN
PREPARATION
CAREER PLAN
IMPLEMENTATION
61
4 Career Plan Implementation
Given the career development plan, the employee

pursues chosen career path. Together with his/her
supervisor, seek and explore the opportunities (internal
and external) available in order to develop/enhance
competencies toward achieving career goals.
Internal Learning Interventions
 Self-Study  Or any intervention the

supervisor considers that
 Coaching and Mentoring
can be conducted inside the
 Performance Discussions Division
 Shadowing
 Job Enlargement
 On-the-job Training
External Learning Interventions
 Classroom Setting
 Workshops
 Benchmarking
 Exposure / Field Visits
 Or any intervention
the supervisor
considers that can be
conducted outside the
Division
SELF - DISCOVERY
“
CAREER PATHING
CAREER
M&E PREPARATION
CAREER PLAN
IMPLEMENTATION
67
5 Career Development Monitoring and
Evaluation
 Regular monitoring of the employee’s progress

(together with the Supervisor) vis-a-vis his/her career
development plan is necessary to ensure that the
support is being provided. Accomplishments should be
documented.
 If there are inconsistencies, steps should be taken to
redirect work as necessary to make sure that goals
indicated in career development plan are met.
5 Career Development Monitoring and Evaluation
Workshop and Education Programs,

Special Assignments, Field Visits, On Post-Learning Completion Report
the Job Training
Self-Study, Job Enlargement,
Benchmarking, Activity Report
Special Assignments, Field Visits
Coaching and Mentoring, Work
Weekly / Monthly Journal
Improvement Teams, Job Rotation
Performance Discussion / Feedback Evaluation Sheet / Feedback Form

70
Shadowing Peer Review Form

SELF - DISCOVERY
“
CAREER GOAL
CAREER PATHING
REALIZATION
CAREER
M&E PREPARATION
CAREER PLAN
IMPLEMENTATION
71
6 Career Goal Realization
 This stage focuses on the challenges and insights during

the implementation of the career development plan.
 includes (1) identification of areas for improvement
based on the results of the monitoring and evaluation for
better implementation, and (2) make some adjustments
in the plan, if necessary.
The process of career development can result to one of

three (3) outcomes. These are:
Career Goal Attained
Career Goal Not Attained
Career Goal Changed

KEY ROLES
PROCESS EMPLOYEE SUPERVISOR HRMPs
Self-discovery
Career pathing
Career plan Ensure

availability
preparation
of internal
and external
Career plan
L&D
implementation providers
Career goal
realization
“COACHING
is done all throughout
the career development
process.”
COACHING to career development
“In coaching for performance and career

development, managers develop employees by
strengthening and growing employees’ skills,
knowledge, and abilities. As a result,
employees can perform self-sufficiently and at
high levels. “
• The instance that an employee’s career goal is

achieved.
• The employee then decides if he/she would like to

further continue to improve their career or would
opt to remain with their position.
• The instance that an employee’s career goal is not

achieved.
• In this case, the employee decides if he/she would like

to pursue his/her initial goal or modify his/her career
development plan to create a new career path.
Career Goal Changed
•The instance that an employee’s career goal is

abruptly changed due to circumstances beyond
an employee’s control (transfers, appointments,
etc.)
Do you need a break?
REFRESH
What are the steps in the
career development process?
SELF - DISCOVERY
CAREER GOAL
CAREER PATHING
REALIZATION
CAREER
M&E PREPARATION
CAREER PLAN
IMPLEMENTATION
“

SIMULATION
87
CAREER DEVELOPMENT PROCESS SIMULATION
Employee Profile:
Name: Dela Cruz, Juan

Age: 35 years old
No. of years in current position: 4
Position: Administrative Officer IV (SG 15)
Division/Service: CDD, Human Resource
Development Service
88
Step 1: Self - Discovery
Upon finishing the

employee’s competency
assessment against all
the competencies across
job families/Divisions
in the Service, his
Individual Summary
Report yielded the
following data:
Step 1: Self- Discovery
Competency assessment and profile matching

Step 1: Self- Discovery
Step 2: Career Pathing

Step 3: Career Plan Preparation
• Now that Mr. Dela Cruz has identified his current

level of competency, gaps and the competency
requirements of his chosen career paths, he and his
supervisor must formulate developmental
interventions to enhance his required
competencies.
Step 3: Career Plan Implementation
Step 3: Career Plan Implementation
Step 5: Career Development Monitoring and

Evaluation
During the course of Mr. Dela Cruz’s implementation of

his career development interventions, he and his
supervisor must constantly check on his progress and
the effectiveness of the current program.
To do this, with the help of his supervisor, he should

reflect with himself and inspect his means of verification
(post learning reports, feedback forms, journals etc.)
from his attended activities/programs and decide if his
effort to enhance a specific competency is enough.
Step 6: Career Goal Realization

• Based on the example, three (3) scenarios can
happen at the end and during the process of career
development as indicated in the 6th step.
Career Goal Changed

• Mr. Dela Cruz has achieved his promotion to the

Administrative Officer V position in the CDD of the
HRDS.
• Because of supervisor’s support and his efforts in
readying himself for the position, he is now well
equipped to tackle the challenges of his new duties
and obligations.
• Should he decide to aim for any different position,
the cycle of career development begins anew.
• Mr. Dela Cruz has NOT achieved his planned career

positions.
• However, with the support from supervisor, and due to
his efforts in readying himself, he has achieved a higher
level of competence as opposed to his state before
deciding on career development.
• With this, he becomes a competent candidate for
future positions he plans on pursuing due to his
improved performance. A new cycle of career
development should be conducted to further strengthen
his competencies.
Career Goal Changed
• After not achieving his planned positions in the

Department, Mr. Dela Cruz has suddenly opted for
a different career path distant from his field of
expertise.
• He must then conduct a new career development
cycle for his new chosen position. Even if Mr. Dela
Cruz will course through a new field, he brings with
him his enhanced competencies that will surely
contribute to his new endeavors.
104
OFF-LINE WORKSHOP MECHANICS
1) Prepare your Career Development Plan (CDP) following the
process discussed earlier (needed references: CBS
Manuals/position profiles, calibrated CA results, CSC QS)
Note: All participants except full-fledged ARDs
2) Discuss your CDP with your Supervisor/ Division Chief.
3) Email advance copy of your CDP to

cdsp.cdd@gmail.com, copy furnished
dexter.tindoc@gmail.com, NLT THURSDAY, 21 MAY 2020,
5:00 PM.
4) Submit signed copy of your CDP at

cdsp.cdd@gmail.com NLT FRIDAY, 22 MAY 2020, 5:00
PM.

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DENR

Career Development Process

which directs government

• mandated all national and local

• A profession for which one trains and which is

• A field for or pursuit of consecutive

. . .an individual's metaphorical

“ (20– 29 years old )

• constant process of managing learning, work, leisure,

However, career development does not ensure an

The goal of career development is to establish a goal to

A move to a different job with

Refers to the rerouting of personnel to

Refers to the transfer of an employee to

Reduces competency gaps

Strengthens employee retention

Boosts engagement and productivity

Ease of succession planning

REALIZATION PATHING HIGH

• process of acquiring insight into first and foremost

4 EVALUATE EMPLOYEE’S DEVELOPMENTAL

Competency profile matching

• For career development, when an individual is

• Alongside all other positions he or she may

• Alternatively, we can have a view of which positions our

• process of identifying probable and realistic

• involves understanding what knowledge, skills,

• refers to when an employee (in some cases, with the

• very important to examine the differences in

Higher ranking position (current Division)

Higher ranking position (current Service,

Equal ranking position (current Service,

Higher ranking position (different Service)

Equal ranking position (different Service)

In this stage, interventions are identified to close any

Career development plan shall observe Section 5 of CSC

The DENR has been

Given the career development plan, the employee

Internal Learning Interventions

 Self-Study  Or any intervention the

External Learning Interventions

 Regular monitoring of the employee’s progress

Workshop and Education Programs,

Performance Discussion / Feedback Evaluation Sheet / Feedback Form

Shadowing Peer Review Form

 This stage focuses on the challenges and insights during

The process of career development can result to one of

Career Goal Attained

Career Goal Not Attained

Career Goal Changed

Career plan Ensure

“In coaching for performance and career

Career Goal Attained

• The instance that an employee’s career goal is

• The employee then decides if he/she would like to

Career Goal Not Attained

• The instance that an employee’s career goal is not

• In this case, the employee decides if he/she would like

Career Goal Changed

•The instance that an employee’s career goal is

CAREER DEVELOPMENT PROCESS

Name: Dela Cruz, Juan

Step 1: Self - Discovery