UNIT OF JOB ELEMENTS OF UNIT OF Results COMPETENCY LEVEL TO CRITICALITY FREQUENCY APPLICATION COMPETENCY Competency Sf Sp Sf Sp Sf Sp Profile Communicate the vision of the Agency Practice Formulate objectives and priorities strategic and Collect and analyze environmental critical thinking information Maintain an open mind to changing Lead in a circumstances and new information continuously Implement new and better way of changing accomplishing result environment Manage change process Develop and Develop others to perform and empower contribute to the Agency others to Deal with others establish Delegate work instructions collective accountability for results Build alliances and network Organize linkages and Manage internal and external politics network for Maintain partnership arrangement productive partnership Set performance standards Plan and organize for Create system and workflow greater impact Manage work flow Set clear goals for personnel Drive performance for Establish criteria or work procedure integrity and Monitor employee performance service TRAINING PRIORITY LIST 0-4: Not Competent Based on the ratings provided by the respondents, the employee/official 5-12: Slightly Competent 13-20: Moderately Competent must undergo training programs that will address deficiencies on the 21-28: Competent following competencies: 29-36: Highly competent 1 Not Competent, Slightly Competent, and Moderately Competent results 2 AUTOMATICALLY require trainings 3 Prepared by: Noted by:
UNIT OF COMPETENCY ELEMENTS OF UNIT CRITICALITY TO JOB COMPETENCY LEVEL FREQUENCY OF APPLICATION Competency Profile Results Sf Sp Sf Sp Sf Sp Practice strategic and critical thinking Communicate the vision of the Agency Formulate objectives and priorities Collect and analyze environmental information Lead in a continuously changing environment Maintain an open mind to changing circumstances and new information Implement new and better way of accomplishing result Manage change process Develop and empower others to establish collective accountability for results Develop others to perform and contribute to the Agency Deal with others Delegate work instructions Organize linkages and network for productive partnership Build alliances and network Manage internal and external politics Maintain partnership arrangement Plan and organize for greater impact Set performance standards Create system and workflow Manage work flow Drive performance for integrity and service Set clear goals for personnel Establish criteria or work procedure Monitor employee performance TRAINING PRIORITY LIST 0-4: Not Competent 5-12: Slightly Competent 13-20: Moderately Competent 21-28: Competent 29-36: Highly competent Not Competent, Slightly Competent, and Moderately Competent results AUTOMATICALLY require trainings Based on the ratings provided by the respondents, the employee/official must undergo training programs that will address deficiencies on the following competencies: 1 2 3 Prepared by: Noted by: