Republic of the Philippines

BICOL UNIVERSITY
OPEN UNIVERSITY
Legazpi City

MPA OU 210: HUMAN RESOURCE, ETHICS AND ACCOUNTABILITY

First Semester, SY 2021-2022

MODULE 11
CAREER DEVELOPMENT AND MANAGEMENT

By

MARIA LOVELLA M. DIAZ-CASTRO

Master of Public Administration Student

DR. RAMESIS M. LORINO

Faculty-in-Charge
 Activity 11-1
Integrating Theory and Practice

1. Describe the Career Progression Movement of Employees in your agency. Is it

Slow? Fast? How does it affect the performance of employees?

Career a Progression Movement of Employees is the process by which

professionals or employees across organizations or agencies use their skill sets and
determination to achieve new career goals and more challenging job opportunities.
Some agencies offer career advancement programs that allow existing employees to
move up within the organization.
The Career Progression Movement of Employees at the DENR is quite fast, this
maybe because of the continuous reorganization program which was implemented by
the entire agency.
Career Progression Movement affects the performance of employees for several
reasons. First, it prevents mediocrity and job dissatisfaction by leading you to take on
additional roles and responsibilities within your existing agency or with a new employer.
Second, creates an opportunity to pursue other career interests by encouraging you to
continue pursuing your dreams and seek out new opportunities. Third, allow for
increased salary expectations and livelihood due to continuously pushing yourself to be
better and go after more responsibilities with a higher pay grade. Fourth, encourage
continuous learning and professional development because you may need to get
additional degrees or certifications to pursue a more senior position or role.

2. What do you think are the factors that influence the career progression
movement of employees in your agency?

There are many factors that influence the career progression movement of
employees in our agency, but the following factors mentioned below are factors that
adversely affect or influence the career progression in our agency:

Employee's personality and motivation is necessary prerequisite for

working on certain job positions. Personality of employee and superior ideas about
personality profile for concrete job is one of key factor with the direct affect to career
development.
For typical example we can use job positions in management level. The employee could
be the great specialist, but the same person can be very bad boss or manager.
 Education completed training and courses. Adequate education completed
courses and training programs are one of basic factor with direct influence for career
and for promotion in organizational structure. In some agencies it is very difficult for
employee without university degree to decide achieve advancement to major work and
employee with university degree has obvious advantage career development.

Behavior and self - presentation - factor affecting career. The behavior and
the superior view of employee is sometimes more important than job performance.
Employ must consider the career goals and for these goals and for proposed job
position must modify self-presentation and behavior in company.

Employee performance and evaluation of superior - factor affecting

employee’s career. Job performance and result attained at word should be one of the
key factors with influence for career and for advancement in within organizational
structure. Equally important and many times more important is the superior view and
evaluations of job performance. And superiors decide about career progress of their
subordinates.

Performed job position. Performed job position must be in accordance with

career goals. If employee wants to build specialist career in research area, he must find
adequate job place in adequate company, which allow him correct job and career
development.

Situation at company- factor affecting career progress. Situation at company

has significant influence for employee career. The employee can have all prerequisites
and assumptions for promotion, but situation at company does not allow career
development. Reasons for these conditions could be different, for examples: well-
qualified and well-evaluated persons on required job positions or economic situations of
company or market. In these states of affair is almost impossible to reach of promotion.

Willingness to change performed job or employer. Sometimes it is necessary

to change job position, department or employers for promotion or job career
development. In the event that employer does not allow career progress, employee has
only one option- to search new job and change employer.

3. Relate the processes involved in imposing discipline and sanctions among

employees in your agency. What are the strengths and weaknesses? What
suggestions can you make to improve on these processes?
 The Civil Service Commission is the premier human resource institution of the
government. Part of its constitutional mandate is to promulgate rules and procedures
relating to civil service matters, including administrative discipline of civil servants.
Pursuant to its stated mandate, the Commission has through the years formulated the
necessary procedural guidelines that would govern the disposition of civil service cases
and matters.
Essentially, the need to promulgate procedural guidelines cannot be
overemphasized. They ensure a certain degree of consistency, predictability and
stability, which values are integral in upholding the rule of law. Indeed, with rules and
regulations properly laid down, there would be less occasion for personal whims and
caprices. In other words, arbitrariness would be reduced in the decision-making
process. Needless to state, the decision-makers would be guided in their course of
actions, whether it be in deciding disciplinary cases involving their own workforce or in
adjudicating actions involving other personnel actions.
The rules of procedure governing the disposition of both disciplinary and non-
disciplinary cases in the civil service have been embodied in the Revised Rules in
Administrative Cases in the Civil Service (RRACCS), which the Commission
promulgated to supplant the earlier procedural guidelines.
The Civil Service Commission shall hear and decide administrative cases
instituted by or brought before it, directly or on appeal, including contested
appointments and review decisions and actions of its offices and of the agencies
attached to it. In the event that an administrative case or matter is filed before the
Commission or any of its Regional Offices, but jurisdiction over such case or matter
properly belongs to another CSCRO or to the Commission, the same shall be forwarded
to the appropriate office.
The DENR as the Head Office have original concurrent jurisdiction with the
Commission over their respective officers and employees. They shall take cognizance
of complaints involving their respective personnel. Their decisions shall be final in case
the penalty imposed is suspension for not more than thirty (30) days or fine in an
amount not exceeding thirty (30) days salary. In case the decision rendered by a bureau
or office head is appealable to the Commission, the same may be initially appealed to
the department and finally to the Commission and pending appeal, the same shall be
executory except when the penalty is removal, in which case the same shall be
executory only after confirmation by the Secretary concerned.
The DENR as an agency covered by the civil service laws, rules and regulations
follow the Rules in Administrative Cases in the Civil Service (RACCS).

This issuance and the process has worked well but just like any human creation,
it has also its own share of flaws and shortcomings, which have manifested through the
years. Intent on addressing these infirmities, and consistent with its current thrust to
achieve zero backlog of cases and the disposition of cases within forty days, the
Commission has revisited the URACCS and after rigorous and painstaking review, the
result is now what is the Revised Rules on Administrative Cases in the Civil Service
(RRACCS). The Commission hopes that the RRACCS would be able to contribute to
the more effective dispensation of administrative justice. Yet, the Commission is quick
to add that the RRACCS is a work in progress. Its enactment shall not mean that it
would not anymore be subject to rigorous scrutiny. As a matter of fact, the Commission
would indubitably welcome insights, suggestions and recommendations on how to
enhance it. After all, it cherishes the continued and unremitting support of all
stakeholders in this significant undertaking.
A comprehensive process, and the effective and efficient implementation of the
rules and proper disposition of cases and strict implementation of the laws, rules and
regulations as prescribed by this rules would constitute a more improved or upscaled
process in the discipline and sanctions of employees in the agency.

4. If you were given the task of preparing a career management program of your
agency, what elements should you include in the program to make the program
more effective? Be sure to explain the importance of each element.

If I am to prepare a career management program of our agency where I belong,

the following elements should be included in the program to make the program more
effective:

Education. This includes both formal training (degree/certs/classes) as well as

self-training (reading, ongoing classes, books, reading blogs). Successful careers often
start here.  Getting education to understand the broad concepts and overview of your
industry is crucial.  However, don’t over-invest here without having experience.  While
education is crucial, it’s a form of potential energy, and what you do with your education
is more important than the paper itself. While a bachelor seems baseline in business
now-a-days, education is often listed at the bottom of most resumes.

Capability. These are the raw skills to complete your career jobs. These can
include data, developing strategies, project management, software management,
programming, or a wide range of knowledge working. Although most agree having both
strategic and tactical skills are needed, it’s key to know the difference. Strategy are
tasks typically done above the shoulders and tactics are done below. Core strategy
skills on research, analysis, planning, communicating, management and measuring will
each consist of several tactical skills to complete, use both in tandem.
 Network. These are the people in your career that you can rely on that will help
you when you ask or will voluntarily help you without asking. Like all relationships, your
business network requires constant attention and grooming. Don’t be that person who
just comes around when you need something, (self-preservation opportunities are
painfully obvious) but be there to help others and maintain an ongoing relationship. If
you have this skill and none-others, you will be seen as only a social butterfly and may
not get hired outside of social events.

Experience. Solid careers may have a series of job positions that align around a
common career theme (marketing, management, software, verticals, etc) and having a
solid track record is key. For those getting started in their career this is a conundrum, as
most entry level positions are seeking the experienced. Focus on volunteering,
interning, and attending local events to get networked. In the end, this row becomes
crucial as it’s the majority of one’s resume.  Depending on your industry, getting a wide
variety of experiences from buyer vs vendor vs agency vs consulting may grow your
vantage point.

5. How important is the role of the supervisor in the career planning program of
the employees? Describe and explain such a role. Does your supervisor perform
such role?

Having someone to guide us through the vicissitudes of life is always good and
especially so when one is going through a tough time during either education or in
professional career life. These influencers and guides who are also known as mentors
and supervisors play a valuable role in shaping our lives and careers as they bring their
experience to bear on the advice, they give to us.

Role of the supervisors, in the Self-improvement process where an individual

continuously tries to upgrade his/her knowledge and hone his/her existing skills not only
to survive the fierce competition but also grow both professionally as well as personally.
Individuals need to move with time and keep abreast of all the latest developments in
their respective fields.

Supervisors in an Organization plays an essential role in motivating its

employees to continuously improve themselves. The first and the foremost role of the
supervisors in an organization is to make employees realize the importance of self
improvement. Unless and until they realize the same on their own, no amount of
pressure on them would help. Supervisors need to make his employees realize how
improving themselves continuously would help them accept bigger challenges in life and
also lead from the front. Mere sending an email and expecting all your employees to
attend training programs or seminars willingly is foolishness. Management needs to
understand that there is no need of organizing seminars or training programs just for the
sake of it. What is the point of arranging self-improvement programs if employees do
not benefit out of the same? Superiors need to sit with their employees and make them
realize as to how continuously improving themselves would not only make them capable
of bagging prestigious projects but also reach the pinnacle of success.

Supervisors should make their employees self-dependent. Why do they always

have to depend on their Bosses to learn new things? Motivate them to go through
various relevant sites which would expose them to new technologies and software. In
today’s scenario, internet is indeed one’s best friend. You just don’t have to go
anywhere in a situation where information is just a click away.

Supervisors should create a healthy environment at workplace where employees

motivate each other to constantly upgrade their knowledge. Encourage their employees
to share their experiences and knowledge with each other. Make their employees
realize that knowledge is something which can never be stolen. Their knowledge would
always be with them but if it is shared, it would definitely grow with time. Motivate your
employees to benefit from each other’s expertise and knowledge. If someone does not
know something, ask him to get in touch with his fellow workers who in turn can guide
him further. Nothing is better if employees discuss amongst themselves and constantly
improve themselves.

Supervisors should promote employees who constantly upgrade their knowledge.

An individual must see some benefit of self-improvement in his respective organization.
Remember, if an individual is investing his/her time in learning new things, he/she must
get its benefit. Employees who have the urge to improve themselves must be given their
due credit. Promote them accordingly and do give them special treatments. Make them
feel special and also realize that it is only their dedication to constantly upgrade their
knowledge which has eventually helped them to do well and carve a niche of their own.

6. Does your agency have any career plan for its employees? If there is, critique it
from the perspective of the agency and the individual employee. If there is none,
explain the reasons why it does not have any.