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Competency Assessment Guidelines

This document outlines a competency framework that includes four levels of competencies - functional, core, organizational, and leadership. It provides details on the competency levels expected for different staff grade (SG) levels. It also includes a competency rating scale from 1 to 4 to assess an individual's competency in a given area, along with interpretations of the ratings.

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JOSEPH CAJOTE
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143 views5 pages

Competency Assessment Guidelines

This document outlines a competency framework that includes four levels of competencies - functional, core, organizational, and leadership. It provides details on the competency levels expected for different staff grade (SG) levels. It also includes a competency rating scale from 1 to 4 to assess an individual's competency in a given area, along with interpretations of the ratings.

Uploaded by

JOSEPH CAJOTE
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd

1.

CA forms of the following:

Leadership

Organizational SG 18-26

Core SG 17
and below

Functional

2. Position Profile
Functional, Core & Organizational Competencies
▪ SG 24 - 26 – from Basic to Superior
▪ SG 18 - 23 – from Basic to Advanced
▪ SG 10 -17 – from Basic to Intermediate
▪ SG 9 – below - Basic

Leadership Competencies
▪ SG 26 – from Basic to Advanced
▪ SG 24-25 – from Basic to Intermediate
▪ SG 18-23 – Basic
Rating Interpretation

This is my strength. My competency is HIGH and


4 may need developmental intervention on higher-
level competencies

3
My competency on this indicator is GOOD and may
need minimal developmental intervention

2
My competency on this indicator is FAIR and needs
more focused/specific developmental intervention

My competency on this indicator is LOW and


1 therefore developmental intervention is needed and
urgent
COMPETENCY RANGE
INTERPRETATION
RANGE DESCRIPTION
The personnel/incumbent possesses
all/almost all of the competency
indicators required. Identified
3.51 - 4.00 E strengths should be maintained and
(Expert) developmental interventions should
be provided continuously.

The personnel/incumbent possesses


above average competency
indicators and is meeting the
2.51 - 3.50 C standards of a competency. Identified
(Competent) needs should be addressed by
specific developmental intervention.
COMPETENCY RANGE
INTERPRETATION
RANGE DESCRIPTION

The personnel/incumbent
possesses average
D competency. Developmental
1.51 - 2.50
(Developing) interventions should be given
priority.

The personnel/incumbent
possesses few indicators of a
B competency that is required.
1.00 - 1.50
(Beginner) Developmental interventions
should be prioritized and with
urgency.

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