Analyze results Determine competency requirements Conduct training Prepare TNA Instrument needs analysis Administer TNA questionnaire Analyze results Post job vacancy Manage Conduct assessment of recruitment and qualifications of applicants selection system Facilitate appointment of personnel TRAINING PRIORITY LIST 0-4: Not Competent 5-12: Slightly Competent Based on the ratings provided by the respondents, the employee/official 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 2 Moderately Competent results AUTOMATICALLY require trainings 3 Prepared by: Noted by: (Name) (Name) (Position,Office) (Position,Office) TESDA-OP-AS-01-F03 Rev. No. 00 - 03/01/17 TRAINING NEEDS ANALYSIS OF CURRENT COMPETENCIES (CHIEF AO/TESD) Name of Supervisor: Name of Employee: Office/Division/Unit:
Analyze results Conduct training needs analysis Determine competency requirements Prepare TNA Instrument Administer TNA questionnaire Analyze results Manage recruitment and selection system Post job vacancy Conduct assessment of qualifications of applicants Facilitate appointment of personnel 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: (Name) (Name) (Position,Office) (Position,Office) TESDA-OP-AS-01-F03 Rev. No. 00 - 03/01/17 TRAINING NEEDS ANALYSIS OF CURRENT COMPETENCIES (CHIEF AO/TESD) Name of Employee: Name of Supervisor: Office/Division/Unit: