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Menu of Learning and Development Interventions for SPMS P/IDP

Target Competencies Formal L & D Interventions Non-formal L&D Interventions
CORE COMPETENCIES (DILG COMPETENCY FRAMEWORK)
1. COACHING
1. Commitment to Ethical Service and Good
Governance - Public Service Ethics and Accountability Seminar Coaching is helping coachees achieve their
- Values Orientation Workshop goals. It is helping them find their own
- Orientation of DILG Core Values Program solutions. Sometimes it is about helping
them understand what is holding them back
2. Customer Focus - Client Care / Public Assistance
so that they can find a way forward. Its
- Complaint Management
success depends on the coach believing in
- Citizen Engaged Governance the capability of the coachee to find the
best solutions for themselves. Coaches do a
3. Ensuring Excellent Results - Workplace Learning and Development (CSC-CSI) lot of listening, ask powerful questions, and
- Orientation on RA 11032 EODB (Citizen's Charter) understand that the coachee’s own solutions
- Lean Management in the Public Sector will always be better than their advice or
- Productivity and Quality Tools in the Public Sector: 5S suggestions. John Whitmore once said,“It is
- Completed Staff Work a way of managing, a way of treating
people, a way of thinking, a way of being”.
4. Organizational Sensitivity - Knowing DILG and Understanding it's Vision, Mission, Goals and Mandate
- Coaching Guidebook, CSC-PAHRODF
- Orientation/re-orientation on CSC and office rules and regulations
pertaining to HR (Punctuality and attendance, Leave privileges, etc.)
- Orientation on the latest DILG Policies, Rules and Regulations
- Gender Sensitivity Training 2. MENTORING
- Orientation for New Employees In mentoring, the mentor is always more
senior to the mentee. Often it is an
experienced manager supporting a junior
LEADERSHIP COMPETENCIES
manager in his/her career, or it could be an
(For supervisory/managerial level positions in the 2nd Level as per CSC MC No. 5 s. 2016 experienced employee acting as mentor to
1. Building Collaborative and Inclusive Working a new recruit.The relationship between
- Gender, Diversity and Inclusiveness mentor and mentee is usually more formal.
Relationships - Effective
EmployeeDispute Resolution
Relations Programand Solving Employee Performance Issues
thru Mediation (CESB-HURIS) - Coaching Guidebook, CSC-PAHRODF
- Developing Effective Work Teams
Mentoring consists of a long-term
relationship focused on supporting the
2. Managing Performance and Coaching Results - Managerial Leadership (CESB-HURIS) growth and development of the mentee.
- Mentoring and Coaching for Leaders The mentor becomes a source of wisdom,
- Driving Execution (CESB-HURIS) teaching, and support, but not someone
- Driving Innovation (CESB-HURIS) who observes and advises on specific
- Performance and Results Management (CESB-HURIS)
- Manager's Role in Capacity Development

Target Competencies
3. Leading Change
4. Thinking Strategically and Creatively
5. Creating and Nurturing High Performance
Organization
Other Leadership L & D Interventions
(encompassing)
Regular CES Trainings/Conferences
CES Executive Leadership Program
Formal L & D Interventions
- Coaching and Working across Generations (Ateneo CORD)
- Mentoring and Coaching for Leaders (CSC-CSI)
- Succession Planning for Leaders (CSC-CSI)
- Coaching and Mentoring for Organizational Excellence (CSC CSI)
- Transformational Leadership (CESB-HURIS)
- Essentials of Managing Change and Employee Transition (Change
Management) (CESB-HURIS)
- New Leadership Style for the 21st Century (CESB-HURIS)
- Culture Building
- 4 Essential Roles of Leadership (Stephen Covey series)
- Leadership with a Vision
- Strategic and Critical Thinking (CESB-HURIS)
- Strategic Decision Making (CESB-HURIS)
- Positive Discipline: Achieving a Positive Turn-around in Employee and
Organization Performance (CESB-HURIS)
- Phronetic Leadership Training (DAP)
- Productivity and Quality Tools in the Public Sector: Quality Circle
- Planning and Managing Winning Teams
-Productivity and Quality Tools in the Public Sector: Quality Circle
- 7 Habits of Highly Effective Government Leaders
- Building Powerful Teams (CESB-HURIS)
- People Management (Motivating, Delegating and Appraising)
- Supervisory Development Course - Track 1
- Supervisory Development Course - Track 2 and 3
- Supervisor 101: Problem Solving and Decision Making
- CES Thought Leaders Congress
- CES Annual Conference
- CES Leadership Conclave
- CES CIRCLE Forum
- Executive Leadership and Wellness Camps
- Paglaum Training Workshop
- NUCESO Conference
- Integrated Salamin Diwa ng Paglilingkod
- Integrated Gabay ng Paglilingkod Training
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Non-formal L&D Interventions
3. JOB ROTATION
Job Rotation is a management approach
where employees are shifted between two
or more assignments or jobs at regular
intervals of time in order to expose them to
all verticals of an organization. It is a pre-
planned approach with an objective to test
the employee skills and competencies in
order to place him or her at the right place.
In addition to it, it reduces the monotony of
the job and gives them a wider experience
and helps them gain more insights.
Job rotation is a well-planned practice to
reduce the boredom of doing same type of
job everyday and explore the hidden
potential of an employee. The process
serves the purpose of both the
management and the employees. It helps
management in discovering the talent of
employees and determining what he or she
is best at. On the other hand, it gives an
individual a chance to explore his or her
own interests and gain experience in
different fields or operations.
- Job Rotation -Meaning and Its Objectives,
www.managementstudyguide.com

Target Competencies
FUNCTIONAL COMPETENCIES (DILG COMPETENCY FRAMEWORK)
LGOOs:
1. Effective Communication
2. Influence
3. Managing Knowledge and Information
4. Policy Research and Analysis
5. Program Development and Management
6. Relationship Building
7. Technical Proficiency
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Formal L & D Interventions Non-formal L&D Interventions
4. PAIRED (PEER) LEARNING
Paired learning means working
- Making Powerful Presentations collaboratively with another individual, in
- Technical Report Writing order that both individuals learn and
- Active Listening develop. It may also be known as
- Effective Media Skills: A Media Relations Workshop ‘buddying’. The framework within which
this relationship operates may range on a
continuum from relatively unstructured to
- Developing Presence, Confidence and Influence a formalised, structured programme. In
- Negotiation Skills some instances, the relationship may
extend to three or more individuals, hence
the alternative label of ‘Peer Learning’.
- Knowledge Management
- Knowledge Productivity and Innovations in the Public Sector - What Development Intervention?,
www.nhsemployers.org
- Big Data Analytics
5. SHADOWING
- Policy Development Training
Shadowing involves an individual working
- Basic Policy Process Course
alongside a colleague, in order to gain first-
hand experience of that colleague’s role,
- Project Development Training how it functions and how that colleague
fulfils that role. This activity may cross
- Project Management Course
functions, departments, organisations,
- Results-Based Monitoring and Evaluation industries or sectors.
- Network Building
- What Development Intervention?,
- Personality Development Course
www.nhsemployers.org
- Mediation and Negotiation Skills Training
- Conflict Management Workshop 6. COMMUNITY OF PRACTICE
- A Basic Course on Urban and Regional Planning Communities of practice may be described
as a group of people who “engage in a
- Re-tooling of LGOOs: Updates on LG Code and other DILG issuances process of collective learning in a shared
- Orientation on DILG flagship programs for non-program managers/non- domain of human endeavour… who share a
focal persons concern or a passion for something they do
and learn how to do it better as they
- Legal Education for non-lawyers (Updates on LG Code)
interact regularly” (Wenger, 2011).
- Development Planning
- Local Legislation - What Development Intervention?,
www.nhsemployers.org
- Katarungang Pambarangay
- Training on CapDev Formulation
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Target Competencies Formal L & D Interventions Non-formal L&D Interventions

continuation - DRRM Training 7. STRETCH ASSIGNMENT
- Community-Based DRRM Training
- Training on LCCAP Formulation A stretch assignment is an experience that
takes an individual beyond his or her
-Training on LGU Fiscal Administration current level of experience and/or
- Results-Based Monitoring and Evaluation Training capability, exposing them to new challenges
- Incident Command System Training and risks. The individual is required to step
out of their ‘comfort zone’, engage in rapid
- GAD: Gender Sensitivity Training learning, and cope with the associated
- GAD: Magna Carta of Women ambiguities of a relatively unknown realm.
They should emerge more confident,
- GAD: Planning and Budgeting competent and mature.
- GAD: Gender Mainstreaming
- What Development Intervention?,
- Other Public Administration and Governance - related trainings www.nhsemployers.org
- LGOO Training (For untrained LGOOs II and III)
- MS Office Applications Training Note: SPMS Form 7 (IDP for
- Audio-Visual Presentation Design Training Supervisory/Managerial Positions in
- Adobe Photoshop Training the 2nd Level - the listed
- Mental Health Orientation/Trainings competencies were based on CSC
MC No. 5 s. 2016
Non-LGOOs:
1. Critical/Analytical Thinking - Training on Critical / Analytical Training
- Creativity Training

2. Collaboration / Working with Others - Interpersonal Skills Training

- Network Building
- Personality Development Course
- Mediation and Negotiation Skills Training
- Conflict Management Workshop

3. Process Orientation - Orientation/Updates on ISO -QMS

4. Information/Data/Records Management - Records Management

- Information/Data Analysis
- Digital Media Management
- Tech Savvy Civil Servants (MS Excel and MS Powerpoint Basics (CSC
CSI)
- Data Banking and Safeguarding Confidential Information

Target Competencies
5. Effective Communication
6. Managing Knowledge and Information
7. Administrative / Support Services Proficiency
7.1 Human Resource Management /
Development
Recruitment
Employee Welfare and Benefits
Learning and Development
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Formal L & D Interventions Non-formal L&D Interventions
- Effective Business Writing
- Effective Media Skills: A Media Relations Workshop
- Technical Report Writing
- Making Powerful Presentations
- Technical Report Writing
- Active Listening
- Effective Media Skills: A Media Relations Workshop
- News and Feature Article Writing
- Speech Writing
- Effective Communication Campaigns
- Communication Research for Development
- Making Powerful Presentations
- Adobe Photoshop and Infographics Design
- Effective Public Speaking for Success
- Information/Data Analysis
- Knowledge Management
- Knowledge Productivity and Innovations in the Public Sector
- Training on ORA/OHRA
- Training on Appointment Preparation
- Talent Management
- Succession Management
- Competency Based Human Resource (CSC CSI)
- PRIME-HRM Series: Conducting Behavioral Events Interview and
Background Investigation
- Motivational Interviewing (Ateneo CORD)
- HRIS Trainings
- Leave Administration Course for Effectiveness (CSC-CSI)
- GSIS/Pag-IBIG/Philhealth Meetings/Forum
- Mental Health Awareness Program
- Fundamentals of Learning and Development
- L&D Formulation
- Designing Learning Interventions
- Facilitating Adult Learning (Ateneo CORD)
- Learning Measurement and Evaluation (CSC-CSI)
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Target Competencies Formal L & D Interventions Non-formal L&D Interventions

- Facilitator's Training on Open Space Technology (CSC CSI)

-PRIME-HRM Series: L & D Course Design and Development (CSC-CSI)

- Introduction to Competency Modeling and Profiling for HRMPs (CSC CSI)

Performance Management
Other HRM/HRD-related L&D activities
- Orientation on SPMS (HRMD-AS)
- SPMS Updates (CSC)
- DAP Trainings on Performance and Productivity
- Benchmarking on Performance Management
- Orientation on POMS
- Coaching on the Web-based SPMS: Performance Online Monitoring
System (HRMD-AS & ISTMS)
-HR Summit
-CSC HR Symposium
- CSC-CSI Trainings/Seminars on PRIME-HRM or the 4 HR Core Systems
(RSP, L & D, PM & R & R)
- Updates on CSC Laws and Rules
- PRIME-HRM Series: Rewards, Recognition and Work-life Harmony in the
Workplace (CSC CSI)

7.2 General Services

- Guiding Principles on the Management of Government Funds and

Property Management Properties (Laws, Rules and Regulations on Government Expenditures)
- Internal Control System for Property and Supply Management
Procurement Management - Government Procurement Reform Act, its IRR and updates

- Preparation of the Project Procurement Management Plan (PPMP) and the

Annual Procurement Plan (APP): Concepts, Principles and Techniques
- PhilGEPS Training
_ Procurement Specialist Course
_ GPPB initiatied Trainings & Seminars

Motorpool Management - Basic Car Maintenance Training

Cash Management
Other General Services-related trainings
- Basic Automotive Troubleshooting
- Responsible Driving and Road Courtesy
- Cash Management and Its Internal Control System
- Responsible Gun-Handling
- Office Housekeeping
- 5S in the Workplace

Target Competencies
7.3 Financial Management
Budget
Accounting
7.4 Planning
Result-Based Monitoring and Evaluation
7.5 Legal
Legal Service proficiency
7.6 Information System and Technology
Management Service
Software Development and Maintenance
Network Installation and Administration
Equipment Installation and Maintenance
Systems Analysis
Other IT-related L&D
7.7. Internal Auditing Proficiency
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Formal L & D Interventions Non-formal L&D Interventions
- Guiding Principles on the Management of Government Funds and
Properties (Laws, Rules and Regulations on Government Expenditures)
- PAGBA Quarterly Seminar
- Guiding Principles on the Management of Government Funds and
- GACPA Seminar/Conference
- Basic Accounting and Internal Control for Non Accountants
- Philippine Government Accounting Standards
- Results-Based Monitoring and Evaluation Training
- Strategic Planning
- Critical Thinking and
- Mandatory Continuing Legal Education (MCLE)
- DILG Continuing Legal Education
- Katarungang Pambarangay
- Orientation on the latest DILG policies, rules and regulations
- Legal Research and Writing Training
- Software Development and Maintenance Training
- Network Installation and Administration Training
- Equipment Installation and Maintenance Training
- Systems Analysis Training
- DILG-developed Systems User's Training
- Cyber Security Training
- Audio-Visual Presentation Design Training
- Web Content Management Training
- Web Design Training
- Improving Quality Audit Findings through Efficient Sampling and Root
Cause Analysis
- Writing Effective Audit Report
- Tools and Techniques for IA Manager
- Tools and Teachniques for IA Staff
- Tools and Techniques in Conducting Audit
- Data Gathering, Interviewing and Presentation Techniques for Auditors
- Internal Audit's Financial Auditing
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Target Competencies Formal L & D Interventions Non-formal L&D Interventions

- Audit of Human Resources
- Audit Rating System: Assessing Effectiveness of Control
- Seminars/Trainings/Updates on Internal Audit in the Government
conducted by COA, DBM, Institute of Internal Auditors (IIA), and Association

- Certified Internal Auditor (CIA) Course

Other Formal L&D Interventions
Preparation for Retirement
- Training on Engineering for Non-Engineers
- Training on Procurement and Accounting
- Audit follow-up and Monitoring Process
- Events Management Course
- 5S in the Workplace
- Stress Management
- Mindfulness Training
- Mental Wellness at Work
- MS Office Applications Training
- Audio-Visual Presentation Design Training
- Adobe Photoshop Training
- Photography Training
- Infographics Design
- Work-life Balance
- Retirement Planning
- Investment and Livelihood Training
- Financial Literacy ''Extending the Life of Your Retirement Benefits"

AS:HRMD:JJJ/HFG
JNuyda_Menu for P/IDP

Updated 06.20.2022