FIVE-YEAR STRATEGIC HUMAN RESOURCE …metrokidapawanwd.gov.ph/wp-content/uploads/2012/03/hrdp.pdf · Supervises, directs, plans, coordinates, and instructs all areas and personnel

METRO KIDAPAWAN WATER DISTRICT2015-2019

TABLE OF CONTENTS

CONTENTS PAGESPRELIMINARY PAGES

ANNEX A: ORGANIZATIONAL PROFILE 1 – 10

TEMPLATE A: Organizational Strategies and HR Requirements

11 – 59

TEMPLATE B1: HR Inventory 60 – 74

TEMPLATE B2: HR Profile 75 – 77

TEMPLATE C1: HR Competencies Requirements 78 – 118

TEMPLATE C2: HR Competency Mapping 119 – 166

TEMPLATE D: Competency Gap Analysis 167 – 170

TEMPLATE E: People Issues 171

TEMPLATE F: HR Systems Check 172 – 174

TEMPLATE G: Employee Health and Wellness Assessment

175 – 176

TEMPLATE H: Prioritized Gaps and Interventions 177 – 196

TEMPLATE I: Monitoring and Evaluation 197 - 203

COMMUNICATION PLAN 204

ANNEX B: ORGANIZATIONAL STRATEGIC ROAD MAP 205 – 210

ANNEX C: JOB ANALYSIS 211 – 213

ANNEX D: SUPERVISOR’S OBSERVATION CHECKLIST 214 – 216

ANNEX E: COMPETENCIES INVENTORY 217 – 222

ANNEX F: CAREER PATHING 223 – 272

ANNEX G: SUCCESSION PLANNING 273 – 365

ANNEX H: PRE-RETIREMENT PLANNING 366 – 368

APPENDICES

ANNEX BMKWD STRATEGIC ROAD MAP

ANNEX CJOB ANALYSIS

ANNEX DMKWD SUPERVISORS’CHECKLIST

ANNEX EMKWD COMPETENCIES INVENTORY

ANNEX FMKWD CAREER PATHING

ANNEX GMKWD SUCCESSION PLANNING

ANNEX HMKWD PRE-RETIREMENT PLANNING

11

TEMPLATE A

Agency Strategies & Priorities, Required & Current Profile

HUMAN RESOURCES DEVELOPMENT. The MKWD shall continuously enhance its corporate human resources management and development structures and its mechanisms to strengthen service culture

Agency Strategic Plans

Programs/ Projects/ Activities

Time

Frame

Lead

Office

Budget

Required Jobs (HR Need)

Actual Jobs (Existing HR Level)

Job

Job Description Competencies No. Job Job Description Competencies No.

WELL-PLACED HUMAN RESOURCE SYSTEMS AND WELFARE MECHANISMS

• Instituting HR systems & HRD interventions: HR Plan; Career Pathing; Succession Plan; Pre-retirement Plan; HR Capacity Dev’t Plan

• Improve job performance based on CSC standards

• Enhance Merit System

• Integrate GAD concepts in HR programs and activities

• Facilitate smooth transition for career advancement based on DBM LWD-MaCRO Category B job position requisites

• Facilitate conduct of teambuilding

2015 On-

wards

AHRD-ADMIN & HR DIVISION

SUPERVISING INDUSTRIAL RELATIONS MANAGEMENT OFFICER A (SG-20)

Supervises, directs, plans, coordinates, and instructs all areas and personnel within the Human Resources Division. Insures human resources programs and policies support organizational values, goals and objectives. Assesses and monitors department-wide service delivery and insures the delivery of timely and efficient customer response and support. Provides oversight for research and trend analysis. Responds to and presents reports, recommendations, and analysis of human resources related matters. Serves as subject matter expert on all human resources matters. Directs and oversees sensitive investigations, inquiries and problem resolution. Conducts or directs consultations with

Extensive and thorough knowledge of HR systems, mechanisms, techniques , modern techniques, methods, procedures, principles, and practices of all phases of HR management. knowledge of local government and public sector operations and culture. Extensive knowledge of personnel management, financial management, and general office and business administration practices.

1 NEW POSITION

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activities The BOD, executive and senior managers, legal counsel, risk management administration and other applicable parties.

INDUSTRIAL RELATIONS MANAGEMENT OFFICER A (SG-15)

Manages the daily operation of all elements related to an assigned administrative, functional or programmatic area of the Administrative and Human Resources Department. (These areas may include classification and pay; drug and alcohol testing; employee benefits; planning and development, including personnel policies and systems orientation, performance management and rewards and recognition program; administrative support systems including applicant in-take, recruitment and records management; management information systems; health and safety, and benefits and wellness.) Serves as principal content expert in specialty area to other Human Resources units and to the organization as a whole. Conducts research, analyzes findings and

Manage preparation, conduct and post conduct of orientation and briefing for new employees; Planning processes, identification and programming of HR systems and subsystems, customize and HRD and HRM design for the Agency and implement the same; Training Needs Assessment Designing Training Programs; Managing / Facilitating Training Programs; Design and Conduct of Training Evaluation

1 INDUSTRIAL RELATIONS MANAGEMENT OFFICER A (SG-15)

Manages the daily operation of all elements related to an assigned administrative, functional or programmatic area of the Administrative and Human Resources Department. (These areas may include classification and pay; drug and alcohol testing; employee benefits; planning and development, including personnel policies and systems orientation, performance management and rewards and recognition program; administrative support systems including applicant in-take, recruitment and records management; management information systems; health and safety, and benefits and wellness.) Serves as principal content expert in specialty area to other Human Resources units and to the organization as a whole. Conducts research, analyzes findings and

Manage preparation, conduct and post conduct of orientation and briefing for new employees; Planning processes, identification and programming of HR systems and subsystems, customize and HRD and HRM design for the Agency and implement the same; Training Needs Assessment Designing Training Programs; Managing / Facilitating Training Programs; Design and Conduct of Training Evaluation

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recommends program changes and develops procedures for implementation of policies or programs within specialty areas. Monitors regulatory and legal changes applicable to specialty area, alerts those with a need to know of the changes and develops compliance measures as applicable. Develops communication materials and conducts training on specialty area matters. May participate on the HR Management team as a contributor to the department’s strategic plan, fiscal management and problem resolution as it relates to areas of supervision. Prepares budget requests associated with specialty area and provides recommendations for expenditure of appropriated funds. May recommend the selection, transfer, promotion, grievance resolution, and termination of assigned staff. May conduct performance evaluations and recommend approval or disapproval of merit increases.

recommends program changes and develops procedures for implementation of policies or programs within specialty areas. Monitors regulatory and legal changes applicable to specialty area, alerts those with a need to know of the changes and develops compliance measures as applicable. Develops communication materials and conducts training on specialty area matters. May participate on the HR Management team as a contributor to the department’s strategic plan, fiscal management and problem resolution as it relates to areas of supervision. Prepares budget requests associated with specialty area and provides recommendations for expenditure of appropriated funds. May recommend the selection, transfer, promotion, grievance resolution, and termination of assigned staff. May conduct performance evaluations and recommend approval or disapproval of merit increases.

14

TEMPLATE A


OPTIMUM ORGANIZATIONAL MANAGEMENT AND CORPORATE SOCIAL RESPONSIBILITY. The MKWD shall continue to strengthen organizational management and internal and external communications, as well as enhance its corporate social responsibility



Time

Frame

Lead

Office

Budget



Job


Employ innovative systems and technologies to improve efficiencies throughout the Local Water District

OFFICE OF

THE GENERAL MANAGER

GENERAL MANAGER B (SG-27)

Represents the LWD in all dealings with offices, agencies and instrumentalities of the government and with all other persons and entities, whether public of private, domestic, foreign or international; Implements plans, programs and policies approved by the Board concerning the management and operation of the LWD; Signs for and in behalf of the LWD contracts and debt instruments authorized and approved by the BOD; Subject to the approval of the BOD, determines the staffing pattern and the number of personnel, defines their duties and responsibilities, and fixes their salaries and emoluments in accordance with the approved compensation structure of the LWD; Appoints, promotes,

Leadership; Supervisorial skills; Organizational Skills; Communication Skills; Strategic Management; Group dynamics, problem-solving methods, and behavioral and organizational change strategies. knowledge of methods and techniques in conducting administrative and method studies, communication skills; technical writing skills

1 GENERAL MANAGER B (SG-27)

Represents the LWD in all dealings with offices, agencies and instrumentalities of the government and with all other persons and entities, whether public of private, domestic, foreign or international; Implements plans, programs and policies approved by the Board concerning the management and operation of the LWD; Signs for and in behalf of the LWD contracts and debt instruments authorized and approved by the BOD; Subject to the approval of the BOD, determines the staffing pattern and the number of personnel, defines their duties and responsibilities, and fixes their salaries and emoluments in accordance with the


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assigns, reassigns, transfers and removes personnel below the ranks of Assistant General Manager. In case of removal, same may be appealed to the BOD; Delegates any of his powers, duties or functions to any official of the corporation, subject to the approval of the Board; and Performs other related functions.

approved compensation structure of the LWD; Appoints, promotes, assigns, reassigns, transfers and removes personnel below the ranks of Assistant General Manager. In case of removal, same may be appealed to the BOD; Delegates any of his powers, duties or functions to any official of the corporation, subject to the approval of the Board; and Performs other related functions.

Enhance cost-efficiency and cost effectiveness in all administrative and organizational processes

SUPERVISING INTERNAL CONTROL OFFICER (SG-20)

Develops and implements a comprehensive program to evaluate the effectiveness of internal control systems; appraise performance levels of organizational units in carrying out assigned tasks/ responsibilities; determine compliance with policies, laws, rules and regulations; determine if results of operations, plans/programs are consistent with established goals and objectives; review the extent to which assets are accounted for and safeguarded; and ascertain the reliability of management data developed within the

Analytical skills; Supervisorial skills; Organizational &behavioral skills; Statistical skills; technical proficiency

1 NEW POSITION

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LWD; Appraises the economic and efficient use of resources; Recommends continuous improvements of financial and other operational procedures to promote effective internal controls at reasonable cost; . Develops audit standards and review procedures; Systematically evaluates and improves the effectiveness of risk management, control and governance processes of the LWD; Furnishes top management with analyses, appraisals, recommendations and information concerning reviewed activities; Recommends corrective actions/measures on deficiencies observed;

SENIOR INTERNAL CONTROL OFFICER (SG-16)

Appraises performance levels of organizational units in carrying out assigned tasks/ responsibilities; determines compliance with policies, laws, rules and regulations; determine if results of operations, plans/programs are consistent with established goals and objectives; review the extent to which assets are accounted for and

Leadership; Supervisorial skills; Organizational Skills; Communication Skills; Strategic Management; Group dynamics, problem-solving methods, and behavioral and organizational change strategies. knowledge of methods and techniques in

1 SENIOR INTERNAL CONTROL OFFICER (SG-16)

Appraises performance levels of organizational units in carrying out assigned tasks/ responsibilities; determines compliance with policies, laws, rules and regulations; determine if results of operations, plans/programs are consistent with established goals and objectives; review the extent to which assets

Leadership; Supervisorial skills; Organizational Skills; Communication Skills; Strategic Management; Group dynamics, problem-solving methods, and behavioral and organizational change strategies. knowledge of methods and techniques in conducting

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safeguarded; and ascertain the reliability of management data developed within the LWD; Appraises the economic and efficient use of resources; Recommends continuous improvements of financial and other operational procedures to promote effective internal controls at reasonable cost; . Develops audit standards and review procedures; Systematically evaluates and improves the effectiveness of risk management, control and governance processes of the LWD; Furnishes top management with analyses, appraisals, recommendations and information concerning reviewed activities; Recommends corrective actions/measures on deficiencies observed;

conducting administrative and method studies, communication skills; technical writing skills

are accounted for and safeguarded; and ascertain the reliability of management data developed within the LWD; Appraises the economic and efficient use of resources; Recommends continuous improvements of financial and other operational procedures to promote effective internal controls at reasonable cost; . Develops audit standards and review procedures; Systematically evaluates and improves the effectiveness of risk management, control and governance processes of the LWD; Furnishes top management with analyses, appraisals, recommendations and information concerning reviewed activities; Recommends corrective actions/measures on deficiencies observed;

administrative and method studies, communication skills; technical writing skills

Employ a marketing strategy to educate customers on current and future projects

SENIOR CORPORATE PLANNING SPECIALIST (SG-19)

Performs utility market research, data analysis, data base management, tracks and records utility market trends and reports utility program outcomes. Participates in market plan

Leadership; Supervisorial skills; Organizational Skills; Communication Skills; Strategic Management; Group dynamics, problem-solving

1 NEW POSITION

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development. Participates in identifying, monitoring and resolving critical issues that may impact public perception of water utility operations. Provides technical support, such as graphics, brochure, advertisement and web page design, for LWD departments. Conducts research to identify and evaluate utility marketing programs. Participates in the planning and development of utility related advertising and public information programs. Prepares competitive market assessments. Assists LWD departments in market penetration analysis, and residential and commercial service end-use trends.

methods, and behavioral and organizational change strategies. knowledge of methods and techniques in conducting administrative and method studies, communication skills; technical writing skills

Employ an internal communication strategy to improve the dissemination of information between the diverse areas of the LWD

SENIOR INFORMATION OFFICER (SG-18)

Plans, reviews, evaluates and supervises completed staff work; Develops and recommends policies, guidelines and procedures relative to public relations, protocol and public information; Conducts public affairs activities such as answering queries, arranging interviews, reviewing articles, arranging news conferences, organizing public appearances,

Leadership; Supervisorial skills; Organizational Skills; Communication Skills; Strategic Management; Group dynamics, problem-solving methods, and behavioral and organizational change strategies. knowledge of methods and techniques in conducting

1 NEW POSITION

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preparing news releases, fact sheets and feature articles: Monitors service problems and identifies inadequacies for resolution to help maintain public confidence in the LWD; Responds to customer public complaints; Oversees implementation of corporate image enhancement programs; Conceptualizes advertising and promotional materials for water services; Conducts periodic evaluation of the effectiveness of advertising and promotional programs

administrative and method studies, communication skills; technical writing skills

INFORMATION OFFICER A (SG-15)

Conducts public affairs activities such as answering queries, arranging interviews, reviewing articles, arranging news conferences, organizing public appearances, preparing news releases, fact sheets and feature articles: Monitors service problems and identifies inadequacies for resolution in order to help maintain public confidence in the LWD; Responds to customer public complaints; Oversees

Leadership; Supervisorial skills; Organizational Skills; Strategic Management; Group dynamics, problem-solving methods, and behavioral and organizational change strategies. knowledge of methods and techniques in conducting administrative and method studies, communication skills; technical writing skills

1 INFORMATION OFFICER A (SG-15)

Conducts public affairs activities such as answering queries, arranging interviews, reviewing articles, arranging news conferences, organizing public appearances, preparing news releases, fact sheets and feature articles: Monitors service problems and identifies inadequacies for resolution in order to help maintain public confidence in the LWD; Responds to customer public complaints;

Leadership; Supervisorial skills; Organizational Skills;; Strategic Management; Group dynamics, problem-solving methods, and behavioral and organizational change strategies. knowledge of methods and techniques in conducting administrative and method studies, communication skills; technical writing skills

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implementation of corporate image enhancement programs; Conceptualizes advertising and promotional materials for water services; Conducts periodic evaluation of the effectiveness of advertising and promotional programs

Oversees implementation of corporate image enhancement programs; Conceptualizes advertising and promotional materials for water services; Conducts periodic evaluation of the effectiveness of advertising and promotional programs

SUPERVISING DATA ENCODER CONTROLLER (SG-13)

Provides installation and maintenance on various computer programs, applications and systems. Designs and develops procedures and computer schemes which will enhance the system. Discusses the needs with various departments or divisions within a department and develops computer systems which will aid them in the performance of their duties. Documents programs and systems. Trains and provides support to user personnel with respect to system procedures and operations. Designs forms for data entry. Analyzes and solves program and user problems. Assists in program planning and implementation. Analyzes documents,


NEW POSITION

21

files, and reports related to work flow; organizes information into accessible work files. Performs related work as required.

CORPORATE ATTORNEY (SG-18)

Acts as the legal adviser of the LWD; interprets laws as they relate to the water service industry and the LWD; Renders advisory/legal opinion; Recommends policy statements, drafts and approves legal instruments; Institutes proceedings for claims and indemnity; Initiates administrative disciplinary proceedings, prosecutes complaints; Acts as agent for the receipt of legal processes for and in behalf of the LWD, BOD, the General Manager and other officials , resulting from the performance of their official functions; Attends to administrative, civil and criminal cases involving the LWD and its officials and employees

Leadership; Supervisorial skills; Organizational Skills; Communication Skills; Strategic Management; Group dynamics, problem-solving methods, and behavioral and organizational change strategies.

1 CORPORATE ATTORNEY (SG-18)

Acts as the legal adviser of the LWD; interprets laws as they relate to the water service industry and the LWD; Renders advisory/legal opinion; Recommends policy statements, drafts and approves legal instruments; Institutes proceedings for claims and indemnity; Initiates administrative disciplinary proceedings, prosecutes complaints; Acts as agent for the receipt of legal processes for and in behalf of the LWD, BOD, the General Manager and other officials , resulting from the performance of their official functions; Attends to administrative, civil and criminal cases involving the LWD and its officials and employees

Leadership; Supervisorial skills; Organizational Skills; Communication Skills; Strategic Management; Group dynamics, problem-solving methods, and behavioral and organizational change strategies.

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TEMPLATE A





Time

Frame

Lead

Office

Budget



Job


ENHANCED ADMINISTRATIVE SYSTEMS Improve the dynamics of the LWD’s organizational processes

• Plans, assigns, and reviews the work of clerical and professional staff engaged in general or specialized activities related to administrative functions or the core business programs and services of the division or department.

2015 on-wards

ADMIN & HR DIVISION

DIVISION MANAGER (SG-23)

Plans, assigns, and reviews the work of clerical and professional staff engaged in general or specialized activities related to administrative functions or the core business programs and services of the division or department.

Leadership; Supervisorial Skills; Organizational Skills; Behavioral Skills; Strategic Management; Communication Skills; Technical Report preparation skills; Computer literacy

1 NEW POSITION

ADMINISTRATIVE SERVICE CHIEF (SG-16)

Supervises, directs, plans, coordinates, and instructs all areas and personnel within the Administrative and Human Resources Division. Confers with persons requesting service or making complaints on matters of general importance. Investigates causes of complaints, and recommends the appropriate action to be taken. Uses and exercises independent judgment in the

Leadership; Organizational Skills; Communication Skills; Strategic Management; Group dynamics, problem-solving methods, and behavioral and organizational change strategies. knowledge of methods and techniques in conducting administrative and method studies, communication

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completion of job duties. Trains and coaches supervised staff in a manner designed to elicit full performance. Recommends the selection, advancement, transfer, grievance resolution, discipline or dismissal of supervised personnel. Conducts performance evaluation, and recommends approval or disapproval of merit increases.

skills; technical writing skills

ADMINISTRATIVE SERVICE OFFICER A (SG-16)

Confers with persons requesting service or making complaints on matters of general importance. Investigates causes of complaints, and recommends the appropriate action to be taken. Uses and exercises independent judgment in the completion of job duties. Trains and coaches supervised staff in a manner designed to elicit full performance. Recommends the selection, advancement, transfer, grievance resolution, discipline or dismissal of supervised personnel. Conducts performance evaluation, and recommends approval or disapproval of merit increases.

Leadership; Organizational Skills; Communication Skills; Strategic Management; Group dynamics, problem-solving methods, and behavioral and organizational change strategies. knowledge of methods and techniques in conducting administrative and method studies, communication skills; technical writing skills

1 ADMINISTRATIVE SERVICE OFFICER A (SG-16)

Confers with persons requesting service or making complaints on matters of general importance. Investigates causes of complaints, and recommends the appropriate action to be taken. Uses and exercises independent judgment in the completion of job duties. Trains and coaches supervised staff in a manner designed to elicit full performance. Recommends the selection, advancement, transfer, grievance resolution, discipline or dismissal of supervised personnel. Conducts performance evaluation, and recommends approval or disapproval of merit increases.

Leadership; Organizational Skills; Communication Skills; Strategic Management; Group dynamics, problem-solving methods, and behavioral and organizational change strategies. knowledge of methods and techniques in conducting administrative and method studies, communication skills; technical writing skills

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RECORDS OFFICER B (SG-14)

Clerical functions including production flow and review of a large-scale record and file system, computation unit, or similar section. Receives and responds to requests for information about the policies, procedures, functions, and programs of area assigned. Assists administrative supervisor in planning and research activities Operates computers to maintain computer database files. Maintains index, case and control files with coding system, and processes specialized cases and records related to activities of a particular department or division concerned.

Organizational skills; computer literate; records and database management skills; technical report preparation skills

1 RECORDS OFFICER B (SG-14)

Clerical functions including production flow and review of a large-scale record and file system, computation unit, or similar section. Receives and responds to requests for information about the policies, procedures, functions, and programs of area assigned. Assists administrative supervisor in planning and research activities Operates computers to maintain computer database files. Maintains index, case and control files with coding system, and processes specialized cases and records related to activities of a particular department or division concerned.

Organizational skills; computer literate; records and database management skills; technical report preparation skills

1

TEMPLATE A


25




Time

Frame

Lead

Office

Budget



Job


Streamlined records management and procurement procedures and processes

2015 On-

wards

AHRD-GENERAL SERVICES DIVISION

DIVISION MANAGER B (SG-23)

Plans, assigns, and reviews the work of clerical and professional staff engaged in general or specialized activities related to administrative functions or the core business programs and services of the division or department. In charge of general service activities for the department that may include grants and contract administration, budgeting, purchasing, personnel management, and utility revenue collections. Trains and coaches supervised staff in a manner designed to elicit full performance. Conducts performance evaluations, and recommends approval or disapproval of merit increases.


1 DIVISION MANAGER B (SG-23)

Plans, assigns, and reviews the work of clerical and professional staff engaged in general or specialized activities related to administrative functions or the core business programs and services of the division or department. In charge of general service activities for the department that may include grants and contract administration, budgeting, purchasing, personnel management, and utility revenue collections. Trains and coaches supervised staff in a manner designed to elicit full performance. Conducts performance evaluations, and recommends approval or disapproval of merit increases.


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GENERAL SERVICES CHIEF B (SG-19)

Plans, assigns and supervises the work of subordinates handling supplies and maintaining

Leadership; Supervisorial Skills; Organizational Skills; Behavioral

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appropriate records at the LWD warehouse or another facility with the same purpose. Supervises the issuance, receipt and storage of supplies, materials and equipment. Coordinates the processing of issued and returned materials in accordance with the prescribed procedures. Assures that all necessary steps are being taken to secure maximum control of warehouse stock items. Develops procurement partnerships with vendors.

Skills; Strategic Management; Communication Skills; Technical Report preparation skills; Computer literacy

PROPERTY SUPPLY OFFICER A (SG-14)

Creates and maintains data of stock quantities on hand; suggests purchase of designated commodities and materials; corresponds with users on special job requests; deals with vendors on shortages or overages in freight or non-corresponding manufacturers numbers, or departmental specifications. Assists in the determinations of minimum and maximum stocking levels. Handles all routine supply questions and problems concerning such things as out of stock, backorders and special materials requests.

Organizational Skills; Behavioral Skills; Communication Skills; Technical Report preparation skills; Computer literacy; records and database management

1 PROPERTY SUPPLY OFFICER A (SG-14)

Creates and maintains data of stock quantities on hand; suggests purchase of designated commodities and materials; corresponds with users on special job requests; deals with vendors on shortages or overages in freight or non-corresponding manufacturers numbers, or departmental specifications. Assists in the determinations of minimum and maximum stocking levels. Handles all routine supply questions and problems concerning such things as out of

Organizational Skills; Behavioral Skills; Communication Skills; Technical Report preparation skills; Computer literacy; records and database management

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Edits reports; assists with perpetual inventory and the preparation of store records and reports.

stock, backorders and special materials requests. Edits reports; assists with perpetual inventory and the preparation of store records and reports.

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TEMPLATE A


FINANCIAL STABILITY AND VIABILITY.The MKWD shall ensure sound financial planning to maximize fiscal and fiduciary capabilities



Time

Frame

Lead

Office

Budget



Job


Evaluate and implementdifferent strategies toprioritize future projectsas the needs of theLWD change

FINANCE SERVICES DEPARTMENT- ACCOUNTING & BUDGET DIVISION


Plans, directs and reviews the work of professional and paraprofessional staff engaged in major phases of the financial, accounting, and financial systems activities of the LWD. Leads staff in: maintaining and monitoring accounting and budgetary ledgers; preparation of interim, annual, interpretive financial, administrative, operational, and compliance reports, studies, and analyses; utility, enterprise, internal service, and other rate studies; financial systems review, development, implementation, maintenance, operation, and control; application of accounting and financial reporting principles; developing, maintaining, and reviewing internal controls that safeguards



Plans, directs and reviews the work of professional and paraprofessional staff engaged in major phases of the financial, accounting, and financial systems activities of the LWD. Leads staff in: maintaining and monitoring accounting and budgetary ledgers; preparation of interim, annual, interpretive financial, administrative, operational, and compliance reports, studies, and analyses; utility, enterprise, internal service, and other rate studies; financial systems review, development, implementation, maintenance, operation, and control; application of accounting and financial reporting principles; developing, maintaining, and reviewing internal controls that


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the LWD’s assets and reliability of financial information, and compliance with administrative policies, legal, and regulatory requirements.

safeguards the LWD’s assets and reliability of financial information, and compliance with administrative policies, legal, and regulatory requirements.

Develop new revenue sources

SENIOR FINANCIAL PLANNING SPECIALIST (SG-20)

Assists in the development of utility rates and develops expenditure projections for utility enterprise operations. Assists in the development of a combined five to ten year utility forecast. Participates in the preparation, analysis, approval and implementation of various departmental budgets. Participates in conferences and hearings regarding budgetary requirements of the LWD. Participates in the analysis of agency operations to determine conformance with approved budget and assists departmental personnel in the maintenance of proper appropriations and allotment accounts. Performs management analysis studies and confers with all levels of LWD management to ascertain needs and recommend appropriate solutions. Supervises and assists in conducting and

Leadership; Organizational &behavioral skills; Accounting Administrative skills; Records management

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analyzing various special projects as assigned. Performs related work as required.

Enhance capital planning efforts through the implementation of capital budgeting methodologies to ensure projects are completed on time and on budget

CORPORATE BUDGET SPECIALIST (SG-16)

Prepares and administers departmental budget. Prepares annual and long-range internal audit plans for the approval of the BOD. Initiates financial, management, operational, performance and compliance audits as required. Schedules and supervises the performance of audits and investigations to insure the validity, authenticity, and legality of expenditures. Evaluates agency internal control systems and procedures. Makes recommendations concerning the modification or establishment of methods of internal control.


1 CORPORATE BUDGET SPECIALIST (SG-16)

Prepares and administers departmental budget. Prepares annual and long-range internal audit plans for the approval of the BOD. Initiates financial, management, operational, performance and compliance audits as required. Schedules and supervises the performance of audits and investigations to insure the validity, authenticity, and legality of expenditures. Evaluates agency internal control systems and procedures. Makes recommendations concerning the modification or establishment of methods of internal control.


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Analyze different rate structures to remain financially stable while improving cash reserves and debt service

CORPORATE ACCOUNTANT (SG-15)

Leads staff in: maintaining and monitoring accounting and budgetary ledgers; preparation of interim, annual, interpretive financial, administrative, operational, and compliance reports, studies, and analyses; utility, enterprise, internal service, and other rate studies;

1 CORPORATE ACCOUNTANT (SG-15)

Leads staff in: maintaining and monitoring accounting and budgetary ledgers; preparation of interim, annual, interpretive financial, administrative, operational, and compliance reports, studies, and analyses; utility, enterprise, internal service, and other rate studies;

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coverage financial systems review, development, implementation, maintenance, operation, and control; application of accounting and financial reporting principles; developing, maintaining, and reviewing internal controls that safeguards the Firm’s assets and reliability of financial information, and compliance with administrative policies, legal, and regulatory requirements.

financial systems review, development, implementation, maintenance, operation, and control; application of accounting and financial reporting principles; developing, maintaining, and reviewing internal controls that safeguards the Firm’s assets and reliability of financial information, and compliance with administrative policies, legal, and regulatory requirements.

32

TEMPLATE A


FINANCIAL STABILITY AND VIABILITY.The MKWD shall ensure sound financial planning to maximize fiscal and fiduciary capabilities



Time

Frame

Lead

Office

Budget



Job


Enhanced revenue generation capabilities and capacities

2015- ONWARDS

FINANCE SERVICES DEPARTMENT- CASH MANAGEMENT DIVISION


Oversees management of financial resources of the LWD including cash collections and control of metered machine; develops and implements strategies pertaining to cash management and investments; supervises and maintains adequate controls for the safeguarding of cash;

Leadership; Organizational &behavioral skills; Supervisorial skills; Accounting Administrative skills; Records management ; analytical skills

1 NEW POSITION

SUPERVISING CASHIER (SG-19)

Assists the customers with payments for utilities, and other fees by receiving the monetary transactions, analyzing on-line account information, applying the payments to the correct accounts, preparing receipts and validating payments. , and assisting the public with information concerning a variety of LWD services Balances monies received against receipted copies of bills and register tapes; prepares daily settlement of monies; counts, rolls and bands


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monies received. Prepares bank deposits. Assists in the issuance of disconnect and reconnect work orders. Assists in the processing of payments, returned check notices, business tax payments and the processing of bank drafts. Researches accounts to verify balance due from customers as necessary.

34

TEMPLATE A


CUSTOMER SATISFACTION.The MKWD shall ensure courteous, efficient and reliable customer service to its consumers



Time

Frame

Lead

Office

Budget



Job


Improve the customer service experience for our customers

CSD- CUSTOMER ACCOUNTS DIVISION


Monitors industry trends to mitigate opportunities for financial loss to the LWD. Analyzes utility account histories for the resolution of problems. Processes all adjustments and corrections to ensure proper billing for assigned accounts. Manages collection of delinquent accounts; approves payment arrangements based on guidelines and individual discretion, and orders discontinuance of service, as needed. Develops processes, guidelines, and procedures to ensure appropriate account management. Handles escalated customer complaints. Assists with special projects to establish and sustain interpersonal relationships, enhance

Leadership; Supervisorial skills; Organizational &behavioral skills; Accounting Administrative skills; Records management


Monitors industry trends to mitigate opportunities for financial loss to the LWD. Analyzes utility account histories for the resolution of problems. Processes all adjustments and corrections to ensure proper billing for assigned accounts. Manages collection of delinquent accounts; approves payment arrangements based on guidelines and individual discretion, and orders discontinuance of service, as needed. Develops processes, guidelines, and procedures to ensure appropriate account management. Handles escalated customer complaints. Assists with special projects to establish and sustain interpersonal relationships, enhance


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service, or anticipate the needs of the commercial customer base.

service, or anticipate the needs of the commercial customer base.

SUPERVISING CUSTOMER SERVICES OFFICER A (SG-20)

Supervises, directs, plans, coordinates, and instructs all areas and personnel within the Customer Services Division. Assists individuals interested in establishing water service. Reviews utility accounts for outstanding due balances. Determines the types of services needed. Informs the public of policies and procedures relevant to utility service. Makes orders to turn-on and cut-off service. Originates order for taps and meter-sets on new construction. Updates current customer accounts relevant to mailing addresses and transferring outstanding balances. Makes contact with customers regarding bad checks. Works delinquent and bad customer accounts. Assists in the training of cashier / clerks; assists supervisor with the end of the day closeouts.


1 NEW POSITION

CUSTOMER SERVICE

Reports all revenues deposited to management and CSD

Analytical skills; Supervisorial skills;

2 CUSTOMER SERVICE

Reports all revenues deposited to management and CSD

Analytical skills; Supervisorial skills; Organizational

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36

OFFICER A (SG-16)

on a daily basis. Assists in the reviewing and enforcement of internal controls on cash receipts. Prepares revenues for deposit into banks. Prepares cash reports for revenues received. Maintains worksheets for receivables and researches to determine proper accounting of revenues.

Organizational &behavioral skills; Accounting Administrative skills; Records management

OFFICER A (SG-16)

on a daily basis. Assists in the reviewing and enforcement of internal controls on cash receipts. Prepares revenues for deposit into banks. Prepares cash reports for revenues received. Maintains worksheets for receivables and researches to determine proper accounting of revenues.

&behavioral skills; Accounting Administrative skills; Records management

37

TEMPLATE A


CUSTOMER SATISFACTION.The MKWD shall ensure courteous, efficient and reliable customer service to its consumers



Time

Frame

Lead

Office

Budget



Job


Improve the aesthetics of the LWD’s facilities and utilities, and streamline process to serve customers more efficiently

CSD- CUSTOMER SERVICES DIVISION


Analyzes reports and consumption histories to determine charges and to calculate amount of water consumed. Reviews customer information reports to ensure accurate assessment of appropriate fees. Examines meters to determine if appropriate type is installed. Conducts on-site investigations to assess consumption. Refers cases involving unauthorized use of water service for prosecution. Reviews meter performance and reports to ensure accuracy, recommending appropriate action. Reviews customer reports to ensure appropriate surcharges and accuracy of codes and negotiates utility bill corrections. Inspects and monitors contaminated ground

Analytical skills; Supervisorial skills; Organizational & behavioral skills; Accounting Administrative skills; Records management


Analyzes reports and consumption histories to determine charges and to calculate amount of water consumed. Reviews customer information reports to ensure accurate assessment of appropriate fees. Examines meters to determine if appropriate type is installed. Conducts on-site investigations to assess consumption. Refers cases involving unauthorized use of water service for prosecution. Reviews meter performance and reports to ensure accuracy, recommending appropriate action. Reviews customer reports to ensure appropriate surcharges and accuracy of codes and negotiates utility bill corrections. Inspects and monitors contaminated ground

Analytical skills; Supervisorial skills; Organizational &behavioral skills; Accounting Administrative skills; Records management

1

38

water sites that are discharging into sanitary sewer system. Monitors all new subdivisions to ascertain conformity to the land use agreements.

water sites that are discharging into sanitary sewer system. Monitors all new subdivisions to ascertain conformity to the land use agreements.

SUPERVISING CUSTOMER SERVICES OFFICER A (SG-20)

Examines meters to determine if appropriate type is installed. Conducts on-site investigations to assess consumption. Refers cases involving unauthorized use of water service for prosecution. Reviews meter performance and reports to ensure accuracy, recommending appropriate action. Reviews customer reports to ensure appropriate surcharges and accuracy of codes and negotiates utility bill corrections. Inspects and monitors contaminated ground water sites that are discharging into sanitary sewer system. Monitors all new subdivisions to ascertain conformity to the land use agreements.

Analytical skills; Supervisorial skills; Organizational &behavioral skills; Accounting Administrative skills; Records management

2 NEW POSITION

CUSTOMER SERVICE OFFICER A (SG-16)

Examines meters to determine if appropriate type is installed. Conducts on-site

Analytical skills; Supervisorial skills; Organizational

1 CUSTOMER SERVICE OFFICER A (SG-16)

Examines meters to determine if appropriate type is installed. Conducts on-site

Analytical skills; Supervisorial skills; Organizational &behavioral skills;

1

39

investigations to assess consumption. Refers cases involving unauthorized use of water service for prosecution. Reviews meter performance and reports to ensure accuracy, recommending appropriate action. Reviews customer reports to ensure appropriate surcharges and accuracy of codes and negotiates utility bill corrections. Inspects and monitors contaminated ground water sites that are discharging into sanitary sewer system. Monitors all new subdivisions to ascertain conformity to the land use agreements.

&behavioral skills; Accounting Administrative skills; Records management

investigations to assess consumption. Refers cases involving unauthorized use of water service for prosecution. Reviews meter performance and reports to ensure accuracy, recommending appropriate action. Reviews customer reports to ensure appropriate surcharges and accuracy of codes and negotiates utility bill corrections. Inspects and monitors contaminated ground water sites that are discharging into sanitary sewer system. Monitors all new subdivisions to ascertain conformity to the land use agreements.

Accounting Administrative skills; Records management

40

TEMPLATE A


SUSTAINABILITY AND INNOVATION. The MKWD shall adopt the latest technological advancements and alternative resources to ensure sustainable water supply to its service areas



Time

Frame

Lead

Office

Budget



Job


Plan and implementalternative waterresource projects toaugment current watersupplies and ensure adrought proof watersupply

EOD- WATER

RESOURCES DIVISION


Plans, directs, trains and supervises professional, technical, and administrative staff in the Water Resource Division. Prepares and administers the division’s annual operating and capital improvement budgets, in coordination with the FSD. Defines and evaluates water resource management goals and develops sound and logical policies to guide staff in achieving those goals. Performs necessary analysis and planning to develop strategic plans, revenue, and detailed work programs to implement and sustain comprehensive water resource management programs. Defines the water resource portion of the CLUP and determines how to achieve the desired goals and policies. Manages contracts for

Analytical skills; Supervisorial skills; Organizational &behavioral skills; Statistical skills; Database and Records management; technical writing skills


Plans, directs, trains and supervises professional, technical, and administrative staff in the Water Resource Division. Prepares and administers the division’s annual operating and capital improvement budgets, in coordination with the FSD. Defines and evaluates water resource management goals and develops sound and logical policies to guide staff in achieving those goals. Performs necessary analysis and planning to develop strategic plans, revenue, and detailed work programs to implement and sustain comprehensive water resource management programs. Defines the water resource portion of the CLUP and determines how to achieve the desired


1

41

and provides administrative direction to continuing service contract engineers engaged in construction programs for water, infrastructure. Confers, negotiates with and makes presentations to officials and other representatives of governmental agencies, engineering firms, contractors, and the general public on problems relating to projects being proposed or in progress. Develops quality and productivity improvement capabilities to improve services and effectiveness

goals and policies. Manages contracts for and provides administrative direction to continuing service contract engineers engaged in construction programs for water infrastructure. Confers, negotiates with and makes presentations to officials and other representatives of governmental agencies, engineering firms, contractors, and the general public on problems relating to projects being proposed or in progress. Develops quality and productivity improvement capabilities to improve services and effectiveness

SUPERVISING WATER UTILITIES MANAGEMENT OFFICER (SG-20)

Manages, directs and coordinates the activities of the water utility engineering staff in accordance with accepted practices and within the limits of available finances, as it relates to planning, design, and construction of water and wastewater capital projects, programs and conducting related studies. Coordinates the development, design and construction of


2

42

water and wastewater facilities needed to meet the foreseeable demands upon these utilities. Directs the development of estimates, specifications, drawings and schedules for water utilities projects and associated equipment and manpower requirements

WATER UTILITIES MANAGEMENT OFFICER A (SG-16)

Confers with the department’s management and other technical/ administrative staff of the EOD, consulting / contracted engineers and the general public on various matters related to the Division's responsibilities. Interacts with other utilities senior managers in providing engineering services in support of projects, programs, and studies. Coordinates use of mapping and graphical information systems for use in water utility projects. Prepares reports and renders testimony on the LWD’s behalf before regulatory agencies, public hearings and civil courts. Develops and administers the working unit’ budget.


2 WATER UTILITIES MANAGEMENT OFFICER A (SG-16)

Confers with the department’s management and other technical/ administrative staff of the EOD, consulting/contracted engineers and the general public on various matters related to the Division's responsibilities. Interacts with other utilities senior managers in providing engineering services in support of projects, programs, and studies. Coordinates use of mapping and graphical information systems for use in water utility projects. Prepares reports and renders testimony on the LWD’s behalf before regulatory agencies, public hearings and civil courts. Develops and administers the working unit’ budget.


2

43

Proactively monitor changes in water quality regulation to ensure providing the highest quality service to customers

MEDICAL TECHNO- LOGIST III (SG-18)

Performs microbiological analysis on wastewater, drinking water and ambient waters. Performs various tests in accordance with Standard Methods, state and local regulations. Performs microscopic examination of ambient waters, drinking water and wastewaters. Identifies common algae and macro invertebrates. Analyzes and tests environmental samples for biochemical oxygen demand (BOD), chemical oxygen demand (COD) and total organic carbon (TOC). Assists in the supervision and training of laboratory technicians and wastewater operators in the area of water sampling. Maintains laboratory equipment and supplies. Communicates equipment and supply needs to supervisor. Maintains quality assurance records, performs quality control tests and reports quality control results to the division. Performs related work as required.


1 SENIOR LABORATORY TECHNICIAN (SG-12)

Monitors lab test results on bacteriological and fluoride samples. Maintains daily records of equipment repairs and prepares reports. Conducts a variety of water quality chemical, physical, and or bacteriological tests, such as: biochemical oxygen demand, dissolved oxygen, chlorine residual, suspended, volatile and fixed solids, pH, turgidity. Records the results of various chemical, bacteriological, and biochemical tests and keeps records as required. Responsible for the care and cleaning of equipment used in testing. May collect samples in the field. Makes up standard solutions and reagents. Performs related work as required.


1

WATERSHED MANAGEMENT SPECIALIST

Develops a comprehensive environmental

Analytical skills; Supervisorial skills;

1 NEW POSITION

44

(SG-17) regulation management and compliance program to address relative environmental issues and to ensure compliance with state, national and local rules, regulations, and requirements. Interfaces with local agencies for all environmental activities and issues involving LWD facilities and operations. Reviews applicable sources to keep abreast of environmental rules and regulations which have either a direct or indirect effect upon the LWD’s facilities and operations. Recommends and implements improvements in response to changes to local and national environmental compliance requirements or identified best practices. Maintains accurate environmental record keeping documentation and transmits required information to appropriate agencies in a timely manner. Conducts periodic audits to assess program effectiveness and to identify environmental concerns. Inspects facilities to determine

Organizational &behavioral skills; Statistical skills; Database and Records management; technical writing skills

45

compliance and identifies on-site conditions or practices that have the potential to be in violation of the LWD’s environmental regulatory compliance program. Provides information and training to affected staff to create awareness and understanding of best practices relative to environmental issues. Participates in environmental studies, assessments and program planning activities.

SENIOR WATER MAINTENANCE MAN A (SG-12)

Supervises the maintenance, construction and repair of water systems and lines, laying new mains; building new regulating stations, metering stations and corrosion protection.


1 NEW POSITION

SENIOR LABORATORY TECHNICIAN (SG-12)

Monitors lab test results on bacteriological and fluoride samples. Maintains daily records of equipment repairs and prepares reports. Conducts a variety of water quality chemical, physical, and or bacteriological tests, such as: biochemical oxygen demand, dissolved oxygen, chlorine residual, suspended, volatile and


1 NEW POSITION

46

fixed solids, pH, turgidity. Records the results of various chemical, bacteriological, and biochemical tests and keeps records as required. Responsible for the care and cleaning of equipment used in testing. May collect samples in the field. Makes up standard solutions and reagents. Performs related work as required.

SUPERVISING INSTRUMENT TECHNICIAN (SG-11)

Troubleshoots, repairs and rebuilds water meters. Tests and calibrates water meters. Uses test bench to test water meters and set up parameters to test different meters, as situations dictate. Trains and provides support to Meter Service Technicians on using Handhelds and programing modules. Sets up Installation Definitions for new meters in Route Manager. Puts new meters into inventory and sets up meter configuration in Customer Information System. Orders various size meters and parts, also sets up meter configuration with meter vendors. Keeps inventory and tools

1 NEW POSITION

47

available for service trucks in order to keep trucks stocked. Goes into field to test and troubleshoot meters and water modules. Works field orders when staff is short or under heavy workload. Completes work orders on a daily basis. Attends weekly Advanced Metering Infrastructure meetings and phone conferences. Uses Microsoft Word and Excel to set up spreadsheets.

48

TEMPLATE A


SUSTAINABILITY AND INNOVATION. The MKWD shall adopt the latest technological advancements and alternative resources to ensure sustainable water supply to its service areas



Time

Frame

Lead

Office

Budget



Job


Plan and secureadditional waterresources

EOD- PLANNING &

DESIGN DIVISION


Duties include planning management to ensure adequate and cost effective methods and practices in the design, construction, and inspection of proposed water supply and wastewater facilities, and coordinating the activities of the work unit with those of contractors, regulatory agencies, other departments and citizens. Work is performed with considerable independent judgment under the general administrative direction the Department Manager-EOD, who reviews and evaluates the division’s work accomplishments.


1 NEW POSITION

PROJECT MANAGEMENT OFFICER B (SG-20)

Researches, identifies, plans, organizes, and develops specialized programs and methodologies for quantitative and qualitative analysis

Analytical skills; Supervisorial skills; Organizational &behavioral skills; Statistical

1 NEW POSITION

49

and/or measurements of work performance results. Documents and identifies procedures, practices, processes, standards, etc., utilized for criteria assessment, and recommends the means to enhance work performance and produce results in a more proficient and effective manner. Recommends enhancement of work performance justified via statistical analysis, cost / benefit analysis, or other justifying criteria which provides direct or indirect economic benefits to the department operation. Develops, leads, directs, and/or supervises others involved in performing complex studies and analyses on specifically assigned projects and activities. Evaluates the performance of assigned personnel. May supervise subordinate employees. .

skills; Database and Records management; technical writing skills

SENIOR ENGINEER A (SG-16)

Conducts preliminary studies and prepares designs for a variety of public works or underground utilities facilities, water distribution systems, storm and sanitary sewer, and related projects. Prepares plans,

Analytical skills; Supervisorial skills; Organizational &behavioral skills; Statistical skills; Database and Records management; technical writing

1 SENIOR ENGINEER A (SG-16)



1

50

specifications, estimates, reports and standards pertaining to the construction, maintenance, and operation of a variety of public works or underground utilities projects. Supervises drafting and design technicians. Confers with contractors, subdivision developers, and consulting engineers regarding utility plans and developments. Reviews utility plan for compliance with standard requirements. Supervises inspection on construction projects. Performs or supervises others in the performance of all types of traffic engineering studies and investigations. Prepares cost estimates on assigned projects. Conducts technical review of engineering and site development plans.

skills specifications, estimates, reports and standards pertaining to the construction, maintenance, and operation of a variety of public works or underground utilities projects. Supervises drafting and design technicians. Confers with contractors, subdivision developers, and consulting engineers regarding utility plans and developments. Reviews utility plan for compliance with standard requirements. Supervises inspection on construction projects. Performs or supervises others in theperformance of all types of traffic engineering studies and investigations. Prepares cost estimates on assigned projects. Conducts technical review of engineering and site development plans.

SENIOR ENGINEER B (SG-15)



2 SENIOR ENGINEER B (SG-15)



2

51

specifications, estimates, reports and standards pertaining to the construction, maintenance, and operation of a variety of public works or underground utilities projects. Supervises drafting and design technicians. Confers with contractors, subdivision developers, and consulting engineers regarding utility plans and developments. Reviews utility plan for compliance with standard requirements. Supervises inspection on construction projects. Performs or supervises others in the performance of all types of traffic engineering studies and investigations. Prepares cost estimates on assigned projects. Conducts technical review of engineering and site development plans.

skills specifications, estimates, reports and standards pertaining to the construction, maintenance, and operation of a variety of public works or underground utilities projects. Supervises drafting and design technicians. Confers with contractors, subdivision developers, and consulting engineers regarding utility plans and developments. Reviews utility plan for compliance with standard requirements. Supervises inspection on construction projects. Performs or supervises others in the performance of all types of traffic engineering studies and investigations. Prepares cost estimates on assigned projects. Conducts technical review of engineering and site development plans.

SENIOR DRAFTSMAN (SG-11)

Obtains field notes and prepares neat and accurate drawings from notes, surveyor plans and ownership maps from deed descriptions. Prepares water system construction plans. Stakes poles and other equipment locations in

Analytical skills; Supervisorial skills; Organizational &behavioral skills; Statistical skills; Database and Records management;

1 SENIOR DRAFTSMAN (SG-11)

Obtains field notes and prepares neat and accurate drawings from notes, surveyor plans and ownership maps from deed descriptions. Prepares water system construction plans. Stakes poles and other


1

52

field properly. Plots legal descriptions and water system components on original tracings. Prepares and interprets water schematics and diagrams; performs work relative to design, construction, operation and maintenance of water pipeline transmission and distribution system.

technical writing skills

equipment locations in field properly. Plots legal descriptions and water system components on original tracings. Prepares and interprets water schematics and diagrams; performs work relative to design, construction, operation and maintenance of water pipeline transmission and distribution system.

skills

53

TEMPLATE A


OPERATIONAL RELIABILITY. The MKWD shall render reliable and high quality service to its customers



Time

Frame

Lead

Office

Budget



Job


Employ operationalexcellence program toreduce operational costsand energy utilization

EOD- CONSTRUCTION DIVISION


Plans, assigns and reviews the work of subordinate personnel or consultants. Supervises inspection of construction projects for conformity to plans and specifications. Conducts pre-bid meetings and pre-construction conferences. Reviews, prepares and approves minor change order requests. Reviews and recommends approval of construction contract pay requests, major change order requests, and. contractor's pre-qualification applications. Monitors work order budgets. Consults with architects and engineers regarding feasibility, costs and construction problems. Reviews and writes construction specifications. Solicits bids and coordinates construction work for minor construction



Plans, assigns and reviews the work of subordinate personnel or consultants. Supervises inspection of construction projects for conformity to plans and specifications. Conducts pre-bid meetings and pre-construction conferences. Reviews, prepares and approves minor change order requests. Reviews and recommends approval of construction contract pay requests, major change order requests, and. contractor's pre-qualification applications. Monitors work order budgets. Consults with architects and engineers regarding feasibility, costs and construction problems. Reviews and writes construction specifications. Solicits bids and coordinates construction work for minor construction projects. Issues verbal


1

54

projects. Issues verbal and written requests and instructions to contractors and developers. Prepares operating and construction contract budgets.

and written requests and instructions to contractors and developers. Prepares operating and construction contract budgets.


Reviews the work of design professionals, construction inspectors, and contractors during the construction phase of capital projects; reviews, prepares and approves minor change order requests; reviews, prepares and makes recommendations for major change order requests; conducts pre-bid meetings and pre-construction conferences; reviews contractors' pre-qualification applications for approval or rejection; issues verbal and written requests and instructions to contractors. Maintains accurate project record keeping; transmits project information to funding agencies; approves information requests and pay requests; monitors work order budgets. Monitors departmental compliance with grant obligations and passenger facility charge requirements as it applies to the

1 NEW POSITION

55

construction phases of capital projects. Monitors departmental compliance with applicable environmental regulations.

WATER MAINTENANCE HEAD (SG-16)

Supervises public works and highway operations. Supervises repair and unplugging of collection lines, operation and maintenance of all lift stations. Responsible for the installation of lateral lines, sanitary sewers and immediate repair when problems occur. Schedules and implements the maintenance and installation of taps for new customers. Plans, organizes, schedules, coordinates and supervises all activities associated with the operation, maintenance, and repair of all equipment used in the Water Utility field operation, including field maintenance activities facility road maintenance. Supervises the maintenance, construction and repair of water systems and lines, laying new mains; building new regulating stations, metering stations and corrosion protection.


2 WATER MAINTENANCE HEAD (SG-16)

Supervises public works and highway operations. Supervises repair and unplugging of collection lines, operation and maintenance of all lift stations. Responsible for the installation of lateral lines, sanitary sewers and immediate repair when problems occur. Schedules and implements the maintenance and installation of taps for new customers. Plans, organizes, schedules, coordinates and supervises all activities associated with the operation, maintenance, and repair of all equipment used in the Water Utility field operation, including field maintenance activities facility road maintenance. Supervises the maintenance, construction and repair of water systems and lines, laying new mains; building new regulating stations, metering stations and corrosion protection.


2

56

CONSTRUCTION FOREMAN A (SG-14)

Studies drawings, blueprints, specifications, and work orders to effectively plan and lay out work for the crew. Obtains necessary materials and supplies for jobs. Supervises and directs the work of construction members and other members of the crew. Enforces safety precautions for the crew and the public. Instructs new employees in construction operations. Ensures equipment is maintained in working order. Keeps time and work records


1 CONSTRUCTION FOREMAN A (SG-14)

Studies drawings, blueprints, specifications, and work orders to effectively plan and lay out work for the crew. Obtains necessary materials and supplies for jobs. Supervises and directs the work of construction members and other members of the crew. Enforces safety precautions for the crew and the public. Instructs new employees in construction operations. Ensures equipment is maintained in working order. Keeps time and work records

Analytical skills; Supervisorial skills; Organizational &behavioral skills;; technical proficiency

1



Analytical skills; Supervisorial skills; Organizational &behavioral skills; technical proficiency

2 SENIOR WATER MAINTENANCE MAN A (SG-12)


Analytical skills; Supervisorial skills; Organizational &behavioral skills;; technical proficiency

2

57

TEMPLATE A


OPERATIONAL RELIABILITY. The MKWD shall render reliable and high quality service to its customers



Time

Frame

Lead

Office

Budget



Job


Improve rehabilitationof current infrastructureto ensure a reliable andresilient system

EOD- MAINTEN-

ANCE DIVISION


Supervises crews building, rebuilding, to ensure work is proceeding according to plans and to resolve any problems. Supervises the cleaning of all existing pipe lines, and the repair of broken or damaged pipe or manholes. Supervises and trains employees in preventive maintenance and routine maintenance on all sewage system equipment, preventive work, etc. Supervises the cleaning, maintenance and modification of sewer lines and collection systems. Supervises the continuous operation of the pumping lift stations within the service areas. Supervises repair and unplugging of collection lines, operation and maintenance of all lift stations. Responsible for the installation of lateral lines and immediate repair when



Supervises crews building, rebuilding, to ensure work is proceeding according to plans and to resolve any problems. Supervises the cleaning of all existing pipe lines, and the repair of broken or damaged pipe or manholes. Supervises and trains employees in preventive maintenance and routine maintenance on all sewage system equipment, preventive work, etc. Supervises the cleaning, maintenance and modification of sewer lines and collection systems. Supervises the continuous operation of the pumping lift stations within the service areas. Supervises repair and unplugging of collection lines, operation and maintenance of all lift stations. Responsible for the installation of


1

58

problems occur. Schedules and implements the maintenance and installation of taps for new customers.

lateral lines and immediate repair when problems occur. Schedules and implements the maintenance and installation of taps for new customers.


Assists the Division Manager in carrying out supervisorial and departmental tasks

3 NEW POSITION

WATER MAINTENANCE HEAD (SG-16)

Supervises public works and highway operations. Supervises repair and unplugging of collection lines, operation and maintenance of all lift stations. Responsible for the installation of lateral lines, sanitary sewers and immediate repair when problems occur. Schedules and implements the maintenance and installation of taps for new customers. Plans, organizes, schedules, coordinates and supervises all activities associated with the operation, maintenance, and repair of all equipment used in the Water Utility field operation, including field maintenance activities facility road maintenance. Supervises the maintenance, construction and repair of water systems and


2 WATER MAINTENANCE HEAD (SG-16)

Supervises public works and highway operations. Supervises repair and unplugging of collection lines, operation and maintenance of all lift stations. Responsible for the installation of lateral lines, sanitary sewers and immediate repair when problems occur. Schedules and implements the maintenance and installation of taps for new customers. Plans, organizes, schedules, coordinates and supervises all activities associated with the operation, maintenance, and repair of all equipment used in the Water Utility field operation, including field maintenance activities facility road maintenance. Supervises the maintenance, construction and


2

59

lines, laying new mains; building new regulating stations, metering stations and corrosion protection.

repair of water systems and lines, laying new mains; building new regulating stations, metering stations and corrosion protection.

WATER MAINTENANCE FOREMAN (SG-14)

Schedules and implements the maintenance and installation of taps for new customers. Plans, organizes, schedules, coordinates and supervises all activities associated with the operation, maintenance, and repair of all equipment used in the Water Utility field operation, including field maintenance activities facility road maintenance. Supervises the maintenance, construction and repair of water systems and lines, laying new mains; building new regulating stations, metering stations and corrosion protection.


1 WATER MAINTENANCE FOREMAN (SG-14)

Schedules and implements the maintenance and installation of taps for new customers. Plans, organizes, schedules, coordinates and supervises all activities associated with the operation, maintenance, and repair of all equipment used in the Water Utility field operation, including field maintenance activities facility road maintenance. Supervises the maintenance, construction and repair of water systems and lines, laying new mains; building new regulating stations, metering stations and corrosion protection.


1




3 SENIOR WATER MAINTENANCE MAN A (SG-12)



3

TEMPLATE B1: HR INVENTORY 60

TEMPLATE B1 HR INVENTORY

As of January 1, 2015

(1) Department GOCC: METRO KIDAPAWAN WATER DISTRICT

(2) Bureau/Agency/Subsidiary

STAT

US

Position Title SG Annual Salary

STEP

Area

Name of Incumbents Date of ITEM

CODE

TYPE

LEVE

L

Last Name First Name Middle Name Date of Birth Original

No. Authorized Actual (mm/dd/yyyy

) Appointment Promotion

(mm/dd/yyyy) (mm/dd/yyy

y) (3) (4) (5) (6) (7) (8) (9) (10) (11) (12) (13) (14) (15) (16) (17) (18) Office of the BOD

2009-001 Minutes Officer B SG-11 222,588.00 222,588.00 1 12 D A FEDERE RICHELLE RIVERA O1/O1/1983 O6/O2/2008 8/1/2014 P Office of the General Manager

2009-002 General Manager B SG-27 752,040.00 785,688.00 5 12 D K GONZALES STELLA MARES O4/21/1961 O1/23/1981 O1/O2/2003 P

2009-010 Assistant General Manager B (CTI) SG-25 644,760.00 644,760.00 1 12 D K INTING JEMIMA ALFANTA O4/06/1967 O5/16/1990 8/1/2014 P

2009-070 Assistant General Manager B (CTI) SG-25 644,760.00 651,852.00 2 12 D K ALQUEZA WILESPER LISANDRO MUYCO O2/26/1973 O2/O1/1996 12/2/2009 P

2015-001 Supervising Internal Control Officer SG-20 438,804.00 438,804.00 1 12 D K NEW

2015-002 Senior Corporate Planning Specialist SG-19 406,308.00 406,308.00 1 12 D K NEW

2015-003 Senior Information Officer SG-18 376,212.00 376,212.00 1 12 D A NEW


2009-003 Corporate Attorney A SG-18 376,212.00 376,121.00 1 12 D K ALAVE DIONESIO JR. TIRADO 2/26/1973 6/16/2013 P

2009-005 Senior Internal Control Officer B SG-16 322,536.00 329,676.00 3 12 D A GUILARAN ELSIE NEREZ O6/26/1958 O8/16/2000 1/2/2009 P

2009-004 Information Officer A SG-15 298,644.00 301,932.00 3 12 D T ACUPAN JEANA PATAL 10/19/1962 12/2/2002 9/16/2008 P

2015-004 Supervising Data Encoder-Controller SG-13 257,232.00 257,232.00 1 12 D A NEW

2009-009 Internal Control Assistant B SG-08 179,172.00 179,172.00 1 12 D A PASTORIZA CARL ONIEL FLORES 12/23/1980 11/16/2012 12/16/2014 P

2009-071 Clerk Processor A SG-08 179,172.00 179,172.00 1 12 D A VACANT P

2009-006 Secretary B SG-07 166,680.00 166,680.00 1 12 D A VILLAROSA ROCHELLE ONG 11/22/1976 12/1/2010 11/16/2012 P

2009-008 Clerk Processor B SG-06 155,052.00 155,052.00 1 12 D A VACANT

2009-011 Clerk Processor B SG-06 155,052.00 155,052.00 1 12 D A SAMBAS KELVIN FERNANDEZ 6/16/1991 7/8/2013 7/1/2014 P

2009-007 Driver SG-04 134,172.00 136,860.00 3 12 D A ESPEJO MICHAEL SERAFINO O4/28/1974 O6/O2/2008 P

2009-012 Driver SG-04 134,172.00 134,172.00 1 12 D A ESPIRITU JEFFREY QUIMCO 11/14/1983 7/1/2014 8/16/2014 P

2015-005 Utility Worker B SG-01 108,000.00 108,000.00 1 12 D A NEW

ADMINISTRATIVE AND HUMAN

RESOURCE DEPARTMENT

2009-095 Department Manager B SG-25 644,760.00 644,760.00 1 12 D K DAGA ROSAURO ORDINARIA 10/21/1961 O9/16/1983 3/1/2012 P

2009-042 Clerk Processor D SG-03 124,812.00 124,812.00 1 12 D A VACANT

Administrative and Human Resource

Division 2015-006 Division Manager B SG-23 552,768.00 552,768.00 1 D K NEW


2015-007 Supervising Industrial Relations Mgt Officer A SG-20 438,804.00 438,804.00 1 D K NEW

2015-008 Administrative Services Chief B SG-19 406,308.00 406,308.00 1 D K NEW

2009-020 Administrative Services Officer A SG-16 322,536.00 322,536.00 1 12 D A CODILLA CANUTO, JR AMOR 10/15/1968 O6/O1/2013 P

2009-016 Industrial Relations Management Officer A SG-15 298,644.00 298,644.00 1 12 D A BANAL CAROLINA QUEBEC 12/14/1963 2/16/1996 9/16/2013 p

2009-015 Records Officer B SG-14 276,528.00 282,084.00 3 12 D A DAWA MARIAN WARAIN 11/23/1975 10/31/2001 O2/O1/2007 P

2009-017 Procurement Assistant A SG-09 192,612.00 192,612.00 1 12 D A VACANT

2009-018 Procurement Assistant B SG-08 179,172.00 180,972.00 2 12 D A DOMINGO ALLAN MAGDAYAO O1/24/1972 O3/23/2004 O6/O1/2010 P

2015-009 Clerk Processor D SG-3 124,812.00 124,812.00 1 A NEW

GENERAL SERVICES DIVISION

2009-014 Division Manager B SG-23 552,768.00 571,212.00 4 12 D K BACLAYON GUILLERMO BINES 11/14/1958 10/O1/1982 O3/01/2004 P

2015-010 General Services Chief B SG-19 406,308.00 406,308.00 1 12 D A NEW

2009-021 Supply Officer A SG-14 276,528.00 279,288.00 2 12 D A CAMPOAMOR EMMA CONCEPCION DEL NORTE 12/O7/1973 O3/23/2004 O2/16/2010 P

2015-011 Driver Mechanic B SG-07 166,680.00 166,680.00 1 12 D A NEW

2009-022 Electronics Communication System

Operator C SG-06 155,052.00 161,340.00 5 12 D S PEDROSO MESAEL LOZADA 11/18/970 11/25/2002 P

2015-012 Storekeeper D SG-04 134,172.00 134,172.00 1 12 D A NEW


2009-043 Clerk Processor D SG-03 124,812.00 124,812.00 1 12 D A VACANT

2009-026 Utility Worker A SG-03 124,812.00 126,060.00 2 12 D A SERQUIÑA PERLITA MORALES 6/29/1975 10/16/2008 12/01/10 P

2009-025 Utility Worker A SG-03 124,812.00 124,812.00 1 12 D A BACALSO JOEL VILLAMOR 10/29/1967 1/1/2010 3/1/2013

2009-023 Industrial Security Guard C SG-03 124,812.00 126,060.00 2 12 D A DIMAANO JOEMARIE APOSTOL 11/3/1971 9/16/2010 P

2009-024 Industrial Security Guard C SG-03 124,812.00 129,876.00 5 12 D A CONTINEDO NOEL ENOC O5/30/1964 12/10/2001 11/27/2002 P

2009-027 Utility Worker B SG-01 108,000.00 109,080.00 2 12 D A BANGOT PIO JR. JUMABIG 10/O5/1970 1/O2/2008 O2/16/2009 P

2009-029 Utility Worker B SG-01 108,000.00 109,080.00 2 12 D A LANDAS BERGUSFRANC UDAS 10/20/1968 O1/O2/2008 O2/16/2009 P

2009-030 Utility Worker B SG-01 108,000.00 110,172.00 3 12 D A AMISTAD JAN PAUL LACEA O1/16/1981 O9/28/2007 P

2009-028 Utility Worker B SG-01 108,000.00 111,276.00 4 12 D A LANDAS DANIEL UDAS O8/30/1969 O9/O1/2005 P

FINANCE SERVICES DEPARTMENT

2009-013 Department Manager B SG-25 644,760.00 666,264.00 4 12 D K WITARA LALAINE ALQUIZA O8/31/1963 O9/16/1987 O2/16/2004 P

2009-038 Clerk Processor B SG-06 155,052.00 155,052.00 1 12 D A BARSALOTE SHIELA MARIE BOCBOC 11/26/1985 1/1/2013 9/16/2013 P

2009-019 Driver SG-04 134,172.00 136,860.00 3 12 D A FERRER ERLANDO FRESCO HIPOLITO O3/O6/1971 O6/O2/2008 P

ACCOUNTING AND BUDGET

DIVISION

2009-031 Division Manager B SG-23 552,768.00 552,768.00 1 12 D K VACANT

2015-013 Sr. Financial Planning Specialist SG-20 438,804.00 438,804.00 1 12 D K NEW


2015-014 Sr. Financial Planning Specialist SG-20 438,804.00 438,804.00 1 12 D K NEW

2009-039 Corporate Budget Specialist B SG-16 322,536.00 322,536.00 1 12 D A AVILA MERLIE EGPIT 7/1/1958 10/16/1988 O3/O1/2013 P

2009-034 Corporate Accountant SG-15 298,644.00 298,644.00 1 12 D A VACANT P

2009-035 Senior Accounting Processor A SG-12 239,280.00 241,680.00 2 12 D A ODRUÑA JESSICA BUTLER O1/25/1967 O3/23/2004 O6/O1/2010 P

2009-036 Accounting Processor A SG-08 179,172.00 179,172.00 1 12 D A VACANT

2009-040 Corporate Budget Assistant SG-08 179,172.00 179,172.00 1 12 D A VACANT

2009-037 Accounting Processor B SG-06 155,052.00 155,052.00 1 12 D A CAMANO JOAN PUGOY 6/7/1991 7/8/2013 9/16/2013

2009-041 Liaison Aide SG-04 134,172.00 136,860.00 3 12 D A PASCUA JOVIE ROSE PANTORILLA 12/12/1981 11/17/2003 O6/O2/2008 P

CASH MANAGEMENT DIVISION

2015-015 Division Manager B SG-23 552,768.00 552,768.00 1 12 D K NEW

2015-016 Supervising Cashier SG-19 406,308.00 406,308.00 1 12 D A NEW

2009-032 Cashier A SG-16 322,536.00 333,300.00 4 12 D A BELASA MARICEL SALVADOR 10/18/1973 10/O2/2000 O7/16/2004 P

2015-017 Cashier D SG-10 207,060.00 207,060.00 1 12 D A NEW

2009-033 Cashiering Assistant SG-08 179,172.00 179,172.00 1 12 D A MAYORMITA LARRY AVANSADO 10/12/1974 6/2/2010 O3/O1/2013 P

2015-018 Collection Assistant SG-06 155,052.00 155,052.00 1 12 D A NEW





COMMERCIAL SERVICES

DEPARTMENT

2009-044 Department Manager B SG-25 644,760.00 666,264.00 4 12 D K ENRIQUEZ MARIA JUDITH MAGDUSA O5/26/1963 O7/16/1988 O2/16/2004 P

2009-045 Clerk Processor C SG-04 134,172.00 134,172.00 1 12 D A MONSERATE

ETHYL CATHERINE GAURAN 4/20/1991 1/1/2014 7/1/2014 P

2009-064 Driver SG-04 134,172.00 134,172.00 1 12 D A VACANT P

CUSTOMER ACCOUNTS DIVISION

2009-046 Division Manager B SG-23 552,768.00 571,212.00 4 12 D K FORONDA ARNOLD ILAC O8/14/1956 O3/16/1991 O3/22/2004 P

2015-022 Supervising Customer Services Officer SG-20 438,804.00 438,804.00 1 12 D K NEW

2009-047 Customer Service Officer A SG-16 322,536.00 333,300.00 4 12 D A LEYSA MELYN YARRA O5/O8/1965 10/16/1987 O7/16/2004 P

2009-065 Customer Service Officer A SG-16 322,536.00 333,300.00 4 12 D A MARIBOJO MARIVIC CENIZA O5/O1/1964 O2/16/1987 O7/16/2004 P

2009-048 Customer Service Assistant B SG-10 207,060.00 211,224.00 3 12 D A MACARAEG NERISSA VILLACORTA O4/30/1960 O3/O1/2004 O3/16/2008 P

2009-049 Customer Service Assistant B SG-10 207,060.00 213,336.00 4 12 D A CARDEÑO CHERYL SIASON 11/30/1970 11/16/2001 10/18/2004 P

2009-050 Customer Service Assistant B SG-10 207,060.00 213,336.00 4 12 D A FLORESTA CARLO LAZARO O5/15/1972 12/10/2001 O9/O2/2004 P

2009-052 Customer Service Assistant B SG-10 207,060.00 207,060.00 1 12 D A ESCOTE KAREN DELITINA 3/22/1979 10/16/2008 8/16/2014


2009-053 Customer Service Assistant B SG-10 207,060.00 222,000.00 8 12 D A LAZO FEDERICO SALINANA O7/18/1958 O8/16/1988 P

2009-054 Customer Service Assistant B SG-10 207,060.00 207,060.00 1 12 D A VARONA CHARIE JASMIN NADONG 1/29/1982 10/16/2008 8/16/2014 P

2009-055 Customer Service Assistant B SG-10 207,060.00 209,136.00 2 12 D A TANAID JOEL ROMERO 12/O9/1973 11/17/2003 12/1/2011 P

2009-056 Customer Service Assistant B SG-10 207,060.00 207,060.00 1 12 D A BEDIA DARIE BECERA 3/17/1972 12/20/2004 9/16/2013 P

2009-061 Customer Service Assistant B SG-10 207,060.00 213,336.00 4 12 D A TAMAYO ELMER EBANA O1/O2/1967 11/16/2001 O4/O1/2005 P

2009-067 Utilities Service Assistant C SG-08 179,172.00 184,608.00 4 12 D A CAGAYAO CEFERINO JR PAJARO 12/21/1957 12/20/2002 11/16/2004 P

2009-068 Utilities Service Assistant C SG-08 179,172.00 184,608.00 4 12 D A GASATAN RODRIGO GELOCA O3/13/1969 O6/16/2001 O5/27/2005 P

2009-051 Customer Service Assistant E SG-04 134,172.00 135,504.00 2 12 D A CRUZ RICARDO DELA BADE 11/29/1959 O6/O2/2008 8/2/2010 P

2009-058 Customer Service Assistant E SG-04 134,172.00 134,172.00 1 12 D A CARILLO MARIA VICTORIA BUENAFLOR 12/03/83 12/01/10 10/16/2014 P

2009-069 Utilities Service Assistant E SG-04 134,172.00 138,228.00 4 12 D A OROPEL FERDINAND PALMONES O1/29/1978 10/O1/2004 P

2009-063 Utilities Service Assistant E SG-04 134,172.00 134,172.00 1 12 D A BANGUIS FRANCIS II MARAGAŇAS 7/6/1977 1/2/2007 9/16/2013 P

2015-023 Utilities Service Assistant E SG-04 134,172.00 134,172.00 1 12 D A NEW

CUSTOMER SERVICES DIVISION

2009-059 Division Manager B SG-23 552,768.00 571,212.00 4 12 D K CENAR LEONARDO JAVELLANA O3/O5/1964 5/16/1990 O3/O1/2004 P




2009-060 Customer Service Officer A SG-16 322,536.00 329,676.00 3 12 D A LALIC ANA MARIE LUCERO O6/21/1964 O8/16/1991 O8/O1/2006 P

2009-066 Customer Service Assistant A SG-12 239,280.00 239,280.00 1 12 D A DAGAN ESMERALDO POYOS O3/16/1964 10/31/2001 O1/16/2013 P

2009-057 Customer Service Assistant B SG-10 207,060.00 207,060.00 1 12 D A VACANT

2009-062 Customer Service Assistant B SG-10 207,060.00 207,060.00 1 12 D A SALMORIN JOANA ANDAM 11/27/1977 12/O2/2002 10/16/2014 P

2015-026 Customer Service Assistant E SG-04 134,172.00 134,172.00 1 12 D A NEW

ENGINEERING AND OPERATIONS

DEPARTMENT

2009-072 Department Manager B SG-25 644,760.00 644,760.00 1 12 D K VICTORIA MYRNA RAVINA 10/16/1969 O6/O4/1996 8/1/2014 P

2015-027 Clerk Processor D SG-3 124,812.00 124,812.00 1 12 D A NEW WATER RESOURCES DIVISION

2009-096 Division Manager B SG-23 552,768.00 558,852.00 2 12 D K CONDEZ RAMIL AMARILLE 12/22/1974 O6/16/2001 12/1/2009 P

2015-028 Supervising Water Utilities Mgt Officer SG-20 438,804.00 438,804.00 1 12 D T NEW

2015-029 Supervising Water Utilities Mgt Officer SG-20 438,804.00 438,804.00 1 12 D T NEW

2015-030 Medical Technologist III SG-18 376,212.00 376,212.00 1 12 D T NEW

2015-031 Watershed Management Specialist SG-17 348,336.00 348,336.00 1 12 D T NEW


2009-097 Water Utilities Management Officer A SG-16 322,536.00 329,676.00 3 12 D T BENITEZ MARIO MANAMTAN O7/16/1963 11/O1/1990 11/16/2007 P

2009-107 Water Utilities Management Officer A SG-16 322,536.00 329,676.00 3 12 D T GUINEA MARTHA FE CALLAO O3/28/1966 O7/16/1991 O2/O1/2006 P

2015-032 Senior Water Maintenance Man A SG-12 239,280.00 239,280.00 1 12 D T NEW

2015-033 Supervising Instrument Technician SG-12 239,280.00 239,280.00 1 12 D T NEW

2009-132 Senior Laboratory Technician SG-12 239,280.00 239,280.00 1 12 D T LAQUIHON EDUARD PAUL ONGAYO 6/5/1993 10/1/2014 12/16/2014 P

2009-108 Water Resources Facilities Technician SG-11 222,588.00 227,064.00 3 12 D S ESPINOSA JOSEPH CARIN 12/30/1959 O9/O1/2000 10/16/2006 P

2009-098 Senior Water Resources Facilities Operator A SG-10 207,060.00 213,336.00 4 12 D S SALMO FELIX CORDOVA 10/26/1961 O3/16/1995 O4/O1/2005 P

2009-099 Senior Water Resources Facilities Operator A SG-10 207,060.00 222,000.00 8 12 D S

PANTORILLA SALVADOR GASCON O1/O5/1960 O4/16/1982 P

2009-100 Water Resources Facilities OperatorA SG-08 179,172.00 192,108.00 8 12 D S MARAVILIEZA JAIME GACAYAN O7/O4/1968 11/16/1990 P

2009-101 Water Resources Facilities OperatorA SG-08 179,172.00 192,108.00 8 12 D S MANTAWIL JR. RODRIGO AYAG O7/13/1963 O7/16/1992 P

2009-102 Water Resources Facilities OperatorA SG-08 179,172.00 192,108.00 8 12 D S LARGO FELIPE MONTICILLO 11/22/1963 O1/16/1991 P

2009-109 Water Resources Facilities OperatorA SG-08 179,172.00 182,784.00 3 12 D S AVENA CALIXTO, JR. BOLASA 10/15/1976 12/21/2001 O2/O1/2007 P

2009-110 Water Resources Facilities OperatorA SG-08 179,172.00 179,172.00 1 12 D S BAUTISTA FERDINAND PANTORILLA 5/19/1973 11/17/2003 9/1/2013 T

2009-111 Water Resources Facilities OperatorA SG-08 179,172.00 182,784.00 3 12 D S NAVARRO ELARIO CASTRO O4/O2/1959 O5/12/1998 O2/O1/2007 P

2009-075 Forestry Assistant B SG-08 179,172.00 179,172.00 1 12 D T VACANT


2015-034 Water Maintenance Man A SG-08 179,172.00 179,172.00 1 12 D S NEW

2015-035 Instrument Technician A SG-08 179,172.00 179,172.00 1 12 D S NEW

2009-106 Instrument Technician A SG-08 179,172.00 186,456.00 5 12 D S CALANUGA CESAR JR. GUHITING 8/18/1970 3/26/1997 11/25/2002 P

2009-113 Laboratory Technician C SG-06 155,052.00 155,052.00 1 12 D T SALJAY CHAREON KAYE VALENTE 11/1/1993 10/16/2014

12/16/2014 P

2009-112 Water Resources Facilities OperatorC SG-04 134,172.00 134,172.00 1 12 D S AZARCON TORTULINO HEBE 7/29/1964 7/16/2011 07/01/14 T

2009-103 Water Resources Facilities OperatorC SG-04 134,172.00 135,504.00 2 12 D S OBEDENCIO RAUL OBSID 12/25/1967 12/20/2002 6/1/2011 P

2015-036 Driver SG-04 134,172.00 134,172.00 1 12 D A NEW

2009-104 Industrial Security Guard C SG-03 124,812.00 129,876.00 5 12 D A MACALOS RUSTICO GUMPA O4/O7/1960 12/2/2002 P

2009-105 Industrial Security Guard C SG-03 124,812.00 124,812.00 1 12 D A MONOY ROMEO GUMPA 10/27/1968 3/25/2010 04/01/14 P






















PLANNING AND DESIGN DIVISION

2009-073 Division Manager B SG-23 552,768.00 552,768.00 1 12 D K VACANT


2015-057 Project Management Officer B SG-20 438,804.00 438,804.00 1 12 D T NEW

2009-074 Senior Engineer A SG-16 322,536.00 322,536.00 1 12 D T VACANT

2009-076 Senior Engineer B SG-15 298,644.00 312,000.00 5 12 D T DAWA DAVE JAMES BLANCO O1/O1/1974 12/21/2001 P

2009-080 Senior Engineer B SG-15 298,644.00 298,644.00 1 12 D T RUPISAN KELVIN EDUAVE 10/15/1982 9/1/2013 P

2009-081 Senior Draftsman SG-11 222,588.00 222,588.00 1 12 D S AGBON JONATHAN CALINAWAGAN 6/18/1976 6/2/2008 7/1/2014 T

2009-077 Engineering Assistant B SG-08 179,172.00 179,172.00 1 12 D S CENIZA WINIFREDO JR DAHUNOG 8/10/1985 9/16/2013 9/16/2014 P

2009-082 Draftsman B SG-06 155,052.00 155,052.00 1 12 D S MACASAET NITCHEL ORZAME 12/11/1974 6/1/2010 7/1/2014 T

2009-078 Engineering Aide B SG-04 134,172.00 134,172.00 1 12 D S POLANCOS ELLEN TAHUM 3/14/1983 9/16/2013 12/16/2014 P

2009-079 Engineering Aide B SG-04 134,172.00 134,172.00 1 12 D S TIWAY ARES JR. MENDOZA 8/31/1989 1/1/2014 12/16/2014 P

2009-089 Engineering Aide B SG-04 134,172.00 134,172.00 1 12 D S MANTABOTE RAFFY GAMARCHA 8/22/1983 2/1/2013 8/16/2013 P

2015-058 Driver SG-04 134,172.00 134,172.00 1 12 D A NEW

CONSTRUCTION DIVISION

2009-085 Division Manager B SG-23 552,768.00 552,768.00 1 12 D K DAQUIPA ELBEN DELOS SANTOS O1/28/1971 10/1/2003 8/1/2014 P



2009-086 Water Maintenance Head SG-16 322,536.00 326,088.00 2 12 D T LUMAGOD CHARLIE PADILLA O7/20/1974 10/31/2001 O2/16/2010 P

2009-091 Water Maintenance Head SG-16 322,536.00 329,676.00 3 12 D T SALDE DANILO DESMUND SAAVEDRA O4/15/1971 O3/16/1995

O3/O1/2006 P

2009-087 Construction Foreman A (CTI) SG-15 298,644.00 305,256.00 3 12 D T MAGO ARNALDO MARAVILLIEZA O7/O7/1963 O5/16/1988

O1/16/2007 P

2009-088 Senior Water Maintenance Man A SG-12 239,280.00 244,092.00 3 12 D S INTING MILBERT DIZON O9/19/1970 O2/16/1991 O1/16/2008 P

2009-092 Senior Water Maintenance Man A SG-12 239,280.00 239,280.00 1 12 D S HANDUGAN NILO GAMUTIN O9/10/1964 12/16/1988 O3/O1/2013 P

2009-093 Water Maintenance Man A SG-08 179,172.00 179,172.00 1 12 D S GILACAN ARNOLD AGAPAY O2/O4/1975 O6/O1/2010 9/1/2013 p

2009-094 Water Maintenance Man A SG-08 179,172.00 182,784.00 3 12 D S BURANG ALBERT SUMIN 12/17/1967 O4/16/1989 9/16/2008 P

2009-083 Engineering Aide B SG-04 134,172.00 134,172.00 1 12 D S BELARMINO MARIAN CIPRIANO 8/5/1985 1/1/2010 4/1/2014 P

2009-084 Driver SG-04 134,172.00 139,620.00 5 12 D A ABAQUITA MAGDALINO ECHAVEZ O1/19/1964 12/10/2001 P

2009-090 Driver SG-04 134,172.00 135,504.00 2 12 D A ARANAS JAY PALERMO 5/26/1975 10/2/2006 3/1/2011 P

MAINTENANCE DIVISION

2009-114 Division Manager B SG-23 552,768.00 571,212.00 4 12 D K CALAWEN ABRAHAM JR. SANTOS 7/14/1964 10/16/1988 7/15/2005 P


2009-115 Water Maintenance Head SG-16 322,536.00 348,204.00 8 12 D T HIPOLITO VAN PINAROC 12/28/1956 O3/16/1980

08/16/2001 P


2009-124 Water Maintenance Head SG-16 322,536.00 322,536.00 1 12 D T BARON RESTITUTO JR. BAYONA O9/O6/1979 O9/O1/2005 9/16/2013 P

2009-116 Water Maintenance Foreman SG-14 276,528.00 279,288.00 2 12 D T ENCABO SEGUNDINO AMAD O4/29/1955 O6/16/1989

09/01/2011 P

2009-117 Senior Water Maintenance Man A SG-12 239,280.00 239,280.00 1 12 D S BALGOS FEDERICO JR. SANTOS O1/30/1963 O9/16/1989 11/1/2014 P

2009-125 Senior Water Maintenance Man A SG-12 239,280.00 256,548.00 8 12 D S DEQUIÑA MATIAS JR. PENUELA O7/26/1956 O7/O1/1978 P

2009-126 Senior Water Maintenance Man A SG-12 239,280.00 239,280.00 1 12 D S AGUILAR JOEL DIVINAGRACIA 11/11/1959 O3/16/1995

10/16/2012 P

2009-118 Water Maintenance Man A SG-08 179,172.00 179,172.00 1 12 D S NARCA ARNEL ALEPONGA 1/9/1975 O3/O1/2011 11/1/2014 P

2009-119 Water Maintenance Man A SG-08 179,172.00 179,172.00 1 12 D S VACANT P

2009-127 Water Maintenance Man A SG-08 179,172.00 182,784.00 3 12 D S AURE FRANKLIN ROBLEDO O2/20/1971 O2/O2/2004 O6/O2/2008 P

2009-128 Water Maintenance Man A SG-08 179,172.00 182,784.00 3 12 D S SAURO DANILO LANA 10/20/1957 O1/16/1991 9/16/2008 P

2009-129 Water Maintenance Man A SG-08 179,172.00 179,172.00 1 12 D S SUICO ARNEL PACATE 7/7/1973 9/16/2010 9/1/2013 P

2009-131 Driver SG-04 134,172.00 134,172.00 1 12 D A RUSINA AREIL EMBALZADO 8/6/1980 7/1/2014 12/16/2014 P

2009-123 Driver SG-04 134,172.00 139,620.00 5 12 D A ELA NORMAN ARBOTANTE 6/17/1968 12/20/2002 P

2015-061 Driver SG-04 134,172.00 134,172.00 1 12 D A NEW

2009-120 Utility Worker A SG-03 124,812.00 127,320.00 3 12 D A ARENAL JUNVALH BALLENTES 1/28/1981 10/16/2008 P


2009-121 Utility Worker B SG-01 108,000.00 108,000.00 1 12 D A CELESTE JIMMY ORTIGAS 1/21/1973 1/1/2008 09/16/14 P

2009-122 Utility Worker B SG-01 108,000.00 108,000.00 1 12 D A VACANT

2009-130 Utility Worker B SG-01 108,000.00 108,000.00 1 12 D A VACANT

(19) Total Number of Position Items: 193

I certify to the correctness of the entries and that above Position Items are duly approved and authorized by the agency and in compliance to existing rules and regulations. I further certify that employees whose names appear above are the incumbents of the position.

Prepared by: Approved by:

CAROLINA Q. BANAL, RN STELLA M. GONZALES, MPS Date

IRMO-A Date Head of Agency/Department

TEMPLATE B2: HR PROFILE 75

TEMPLATE B2: HR PROFILE As of January 1, 2015

Age

Age Range

Number Male Female Total % TO

TOTAL 21 – 27 3 3 6 5.31 28 – 35 8 7 15 13.27 36 – 43 22 7 29 35.66 44 – 51 27 8 35 30.97 52 – 60 20 8 28 24.78

Grand Total 80 33 113 100.0

Highest Educational Attainment

Educational Attainment Number

Male Female Total % TO TOTAL

Elementary Graduate 2 -- 2 1.77 High School Graduate 12 -- 12 10.62 Vocational Course Completion 12 -- 12 10.62 College Undergraduate 10 1 11 9.73 Bachelor’s Degree 37 21 58 51.33 Masteral Degree 7 11 18 15.92 Doctoral (Earned Units) -- -- -- Doctoral Degree -- -- --

Grand Total 80 33 113 100.0

No. Of Years in Current Position

Years in Current Position Number

Male Female Total % TO TOTAL

1 – 3 28 16 44 47.31 4 – 6 11 4 15 16.13 7 – 9 9 6 15 16.13 10 – 12 9 7 16 17.2 13 – 14 3 -- 3 3.23

Grand Total 60 33 93 100.0


No. Of Years in Public Service

Years in Public Service

Number Male Female Total % TO TOTAL

1-10 years 30 12 42 38.53 11-20 28 11 39 35.78 21-30 14 8 22 20.18 31-40 5 1 6 5.5 41 and above -- -- -- Grand Total 77 32 109 100.0

Employment Status

Status


Permanent 77 33 110 79.14 Temporary 4 - 4 2.88 Casual/Job Order 20 5 25 17.99

Grand Total 101 38 139 100.0

Levels of Position

Level Number

Male Female Total % TO TOTAL 1st 67 Level 16 83 73.45

Non-Supervisory 56 16 72 86.75 Supervisory 11 0 11 13.25

2nd Level 13 17 30 26.55 Non-Supervisory 3 11 14 46.67 Supervisory 10 6 16 53.33

Grand Total 80 33 113 100.0

Salary Grade SALARY GRADE


1 5 0 5 4.42 3 6 1 7 6.19 4 14 5 19 16.81 6 3 3 6 5.31 7 0 1 1 0.88 8 17 0 17 15.04 10 7 5 12 10.62 11 2 1 3 2.65 12 7 1 8 7.08 14 1 2 3 2.65


15 3 2 5 4.42 16 6 7 13 11.50 18 1 0 1 0.88 23 6 0 6 5.31 24 1 3 4 3.54 25 1 1 2 1.77 27 0 1 1 0.88

Grand Total 80 33 113 100.0

TEMPLATE C1: HR COMPETENCY REQUIREMENTS 78

TEMPLATE C1 – HR COMPETENCIES REQUIREMENT

ADMINISTRATIVE AND HUMAN RESOURCES DEPARTMENT - HR MANAGEMENT SECTION LEVEL AND POSITIONS

REQUIRED COMPETENCIES

REQUIRED PROFICIENCY LEVEL

USAGE

SECOND LEVEL Industrial Relations Management Officer A (SG-15)

ORGANIZATIONAL/CORE Integrity – able to maintain and promote social, ethical and organizational norms in conducting internal and external business activities. Results Orientation – able to define realistic set of goals by taking responsibility in order to deliver outputs on a specified time. Customer Orientation – able to take effort to discover and meet needs of internal and external clients. Performance Stability – able to consistently meet the day-to-day demands of the job. Organizational Understanding of the Firm – able to define and discuss the firm’s history, vision, mission, strategic goals, functions organizational structure, key players, leadership, major policies and guidelines to be able to operate effectively within the organization

PROFICIENT Organization-wide / All year-round

BEHAVIORAL Interpersonal Effectiveness – ability to consider the feelings and needs of others, being aware of how one’s own behavior affects others, regardless of gender, position and social status. Attention to details – accomplishes a task thoroughly with concern for all the areas involved no matter how small. Decisiveness – able to make difficult decisions in a timely manner. Self confidence– ability to demonstrate belief in one’s own ideas and capacity to be successful, willingness to take an independent position in the face of opposition. Personal credibility – able to demonstrate concern that one be perceived as responsible, reliable and trustworthy. Ability to learn – ability to assimilate and apply new job-related information and skills to work reality, to create and to solve problems, to try out new behavior to get desired results. Cost Consciousness – able to show awareness of financial impact of choices and decisions and selects a course of action that ensures meeting the same result at less cost. Stress Management – able to function effectively when under pressure and maintains self control in the face of hostility or provocation. Initiative – able to actively attempt to influence events to achieve goals; self-starting rather than passive acceptance, takes action beyond what is necessarily called for in order to achieve goals; originating action.. Adaptability – ability to being effective while dealing with different people or in various situations, tasks and responsibilities. Networking skills – the ability to build and maintain friendly and cordial relationships or network of contacts with people who are (potentially) useful in achieving utilization of resources. Teamwork – able to adhere and practice team building processes and principles, working



togetherness norms in the daily disposal or work duties and responsibilities. TECHNICAL/PROFESSIONAL 201 Updating – able to modify, refine, reconcile actual functions against the existing Job Description of the position Personnel Appraisal – ability to conduct regular evaluation for employees’ performance NSTP/OJT interfacing – capability to lead group discussion with regards to National Service Training Program / On-the-Job Training work assignments Training Information Dissemination – ability to express ideas and information to convey official / employees for their actual attendance in various training programs. Leave Administration Course Briefing – able to facilitate, articulate, express, define, and discuss the whole features of “Leave Administration Course for Effectiveness” Payroll and Voucher Preparation – able to efficiently and effectively prepare, present and submit employee’s payroll and voucher according to standards Updating Casual Employees records – able to manage casual employees’ data, track, present and feedback related information. Salamat-Mabuhay Program – able to manage preparation, conduct and post conduct of Salamat at Mabuhay program for retirees Orientation / Briefing of New Employees – able to manage preparation, conduct and post conduct of orientation and briefing for new employees Formulation of HRMD Plan – able to do the planning processes, identification and programming of HR systems and subsystems, customize and HRD and HRM design for the Agency and implement the same Training Needs Assessment – able to design TNA tools, administer, consolidate and analyze needs assessment results, recommends appropriate interventions. Designing Training Programs – ability to formulate training objectives and develop a need-based training design for specific trainees Managing / Facilitating Training Programs – employs the Adult Learning Principles and Processes in facilitating and managing training sessions, utilizing various training methodologies. Design and Conduct of Training Evaluation – able to formulate and administer a training evaluation tool for content and training processes as based on a specific training design and present results and analysis for appropriate action


SUPERVISORIAL/MANAGERIAL Leadership – ability to influence others towards a desired goal or outcome through personal conviction and discipline communicates and adapts the appropriate leadership and interaction style to the situation, guides individuals (subordinates, peers, superiors) or groups towards tasks accomplishment. Managing Change – ability to understand the change process from the perspective of the change sponsor, change implementer and change recipient and takes initiative to make a smooth transition from the current to the desired state. Directing – ability to set and provide overall direction in the office; communicates management directives in the office. Coaching – ability to direct, instruct a person or a group of people with the aim to achieve some

EXPERT Organization-wide / All year-round


goals or develop specific skills. Delegating – able to assign tasks and responsibilities to the appropriate person, taking into consideration the capability and maturity level for efficient task accomplishment and employee’s development and growth. Decision Making – ability to identify issues, concerns pertaining to individual personnel in case of complaint or commission of acts contrary to civil service laws, and decide on the appropriate action to be taken. Planning and Coordination – ability to identify results, needed actions and resource requirements and works with others to attain the required resources to achieve results. Records Management – the ability to establish a system of procedure in recording and safekeeping of documents for ease in locating and retrieval of records and documents. Supervision Over Field Personnel – ability to monitor field personnel for work efficient and effective output. Project Supervision and Monitoring – ability to supervise and monitor the on-going projects for submission of accomplishments. Strategic Management – ability to analyze the organization’s competitive position by considering market and industry trends, existing and potential customers and strengths and weaknesses as compared to competitors.



ADMINISTRATIVE AND HUMAN RESOURCES DEPARTMENT – ADMINISTRATIVE & GENERAL SERVICES DIVISIONS

LEVEL AND POSITIONS



USAGE

FIRST LEVEL

ADMIN AND HR DIVISION

(1) Procurement Asst. A (SG-09) (1) Procurement Asst. B (SG-08)


(1) Electronic Communications Operator C (SG-06) (1) Clerk Processor D (SG-03) (2) Industrial Security Guard (SG-03) (2) Utility Worker A (SG-03) (4) Utility Worker B (SG-01)



BEHAVIORAL Interpersonal Effectiveness – ability to consider the feelings and needs of others, being aware of how one’s own behavior affects others, regardless of gender, position and social status. Attention to details – accomplishes a task thoroughly with concern for all the areas involved no matter how small. Decisiveness – able to make difficult decisions in a timely manner. Self confidence– ability to demonstrate belief in one’s own ideas and capacity to be successful, willingness to take an independent position in the face of opposition. Personal credibility – able to demonstrate concern that one be perceived as responsible, reliable and trustworthy. Ability to learn – ability to assimilate and apply new job-related information and skills to work reality, to create and to solve problems, to try out new behavior to get desired results. Teamwork – able to adhere and practice team building processes and principles, working togetherness norms in the daily disposal or work duties and responsibilities.

COMPETENT Organization-wide / All year-round

TECHNICAL/PROFESSIONAL Database Management – able to organize and manage updated data for easy access Computer Literacy – able to operate standard personal computer and use MS Office programs especially Word and Excel and relevant software applications Written Communication – prepares written material that follows modern business writing rules of style and form, with correct grammar, punctuation, spelling and usage conventions, appropriate for the recipient, being creative and accomplishing its intended purpose Records Management – the ability to establish a system of procedure in recording and safekeeping of documents for ease in locating and retrieval of records and documents Supply and Asset Management – the ability to plan the supply requirement for the entire department,



prepare the necessary documents for the procurement, conduct and periodic inventory.

SECOND LEVEL


Administrative Services Officer A (SG-16) Records Officer B (SG-14)


Property Supply Officer A (SG-14)



BEHAVIORAL Interpersonal Effectiveness – ability to consider the feelings and needs of others, being aware of how one’s own behavior affects others, regardless of gender, position and social status. Attention to details – accomplishes a task thoroughly with concern for all the areas involved no matter how small. Decisiveness – able to make difficult decisions in a timely manner. Self confidence– ability to demonstrate belief in one’s own ideas and capacity to be successful, willingness to take an independent position in the face of opposition. Personal credibility – able to demonstrate concern that one be perceived as responsible, reliable and trustworthy. Ability to learn – ability to assimilate and apply new job-related information and skills to work reality, to create and to solve problems, to try out new behavior to get desired results. Cost Consciousness – able to show awareness of financial impact of choices and decisions and selects a course of action that ensures meeting the same result at less cost. Stress Management – able to function effectively when under pressure and maintains self control in the face of hostility or provocation. Initiative – able to actively attempt to influence events to achieve goals; self-starting rather than passive acceptance, takes action beyond what is necessarily called for in order to achieve goals; originating action.. Adaptability – ability to being effective while dealing with different people or in various situations, tasks and responsibilities. Networking skills – the ability to build and maintain friendly and cordial relationships or network of contacts with people who are (potentially) useful in achieving utilization of resources. Teamwork – able to adhere and practice team building processes and principles, working togetherness norms in the daily disposal or work duties and responsibilities.


TECHNICAL/PROFESSIONAL Accounting Administrative Skills – Capable in recording & filing of Memoranda, Ordinances, Correspondence, Circular, Cases, audits reports & control leave credit & leave application of accounting staff, Prepare communication or Endorsements. Database Management – able to organize and manage updated data for easy access



Computer Literacy – able to operate standard personal computer and use MS Office programs especially Word and Excel Written Communication – prepares written material that follows modern business writing rules of style and form, with correct grammar, punctuation, spelling and usage conventions, appropriate for the recipient, being creative and accomplishing its intended purpose Records Management – the ability to establish a system of procedure in recording and safekeeping of documents for ease in locating and retrieval of records and documents Supply and Asset Management – the ability to plan the supply requirement for the entire department, prepare the necessary documents for the procurement, conduct and periodic inventory. SUPERVISORIAL/MANAGERIAL Leadership – ability to influence others towards a desired goal or outcome through personal conviction and discipline communicates and adapts the appropriate leadership and interaction style to the situation, guides individuals (subordinates, peers, superiors) or groups towards tasks accomplishment. Managing Change – ability to understand the change process from the perspective of the change sponsor, change implementer and change recipient and takes initiative to make a smooth transition from the current to the desired state. Directing – ability to set and provide overall direction in the office; communicates management directives in the office. Coaching – ability to direct, instruct a person or a group of people with the aim to achieve some goals or develop specific skills. Delegating – able to assign tasks and responsibilities to the appropriate person, taking into consideration the capability and maturity level for efficient task accomplishment and employee’s development and growth. Decision Making – ability to identify issues, concerns pertaining to individual personnel in case of complaint or commission of acts contrary to civil service laws, and decide on the appropriate action to be taken. Planning and Coordination – ability to identify results, needed actions and resource requirements and works with others to attain the required resources to achieve results. Records Management – the ability to establish a system of procedure in recording and safekeeping of documents for ease in locating and retrieval of records and documents. Supervision Over Field Personnel – ability to monitor field personnel for work efficient and effective output. Project Supervision and Monitoring – ability to supervise and monitor the on-going projects for submission of accomplishments. Strategic Management – ability to analyze the organization’s competitive position by considering market and industry trends, existing and potential customers and strengths and weaknesses as compared to competitors.


EXECUTIVE / MANAGERIAL

ORGANIZATIONAL/CORE Integrity – able to maintain and promote social, ethical and organizational norms in conducting internal and external business activities. Results Orientation – able to define realistic set of goals by taking responsibility in order to deliver



Division Manager B (NEW)

outputs on a specified time. Customer Orientation – able to take effort to discover and meet needs of internal and external clients. Performance Stability – able to consistently meet the day-to-day demands of the job. Organizational Understanding of the Firm – able to define and discuss the firm’s history, vision, mission, strategic goals, functions organizational structure, key players, leadership, major policies and guidelines to be able to operate effectively within the organization BEHAVIORAL Interpersonal Effectiveness – ability to consider the feelings and needs of others, being aware of how one’s own behavior affects others, regardless of gender, position and social status. Attention to details – accomplishes a task thoroughly with concern for all the areas involved no matter how small. Decisiveness – able to make difficult decisions in a timely manner. Self confidence– ability to demonstrate belief in one’s own ideas and capacity to be successful, willingness to take an independent position in the face of opposition. Personal credibility – able to demonstrate concern that one be perceived as responsible, reliable and trustworthy. Ability to learn – ability to assimilate and apply new job-related information and skills to work reality, to create and to solve problems, to try out new behavior to get desired results. Cost Consciousness – able to show awareness of financial impact of choices and decisions and selects a course of action that ensures meeting the same result at less cost. Stress Management – able to function effectively when under pressure and maintains self control in the face of hostility or provocation. Initiative – able to actively attempt to influence events to achieve goals; self-starting rather than passive acceptance, takes action beyond what is necessarily called for in order to achieve goals; originating action.. Adaptability – ability to being effective while dealing with different people or in various situations, tasks and responsibilities. Networking skills – the ability to build and maintain friendly and cordial relationships or network of contacts with people who are (potentially) useful in achieving utilization of resources. Teamwork – able to adhere and practice team building processes and principles, working togetherness norms in the daily disposal or work duties and responsibilities.


TECHNICAL/PROFESSIONAL Accounting Administrative Skills – Capable in recording & filing of Memoranda, Ordinances, Correspondence, Circular, Cases, audits reports & control leave credit & leave application of accounting staff, Prepare communication or Endorsements. Database Management – able to organize and manage updated data for easy access Computer Literacy – able to operate standard personal computer and use MS Office programs especially Word and Excel Written Communication – prepares written material that follows modern business writing rules of style and form, with correct grammar, punctuation, spelling and usage conventions, appropriate for the recipient, being creative and accomplishing its intended purpose Records Management – the ability to establish a system of procedure in recording and safekeeping



of documents for ease in locating and retrieval of records and documents Supply and Asset Management – the ability to plan the supply requirement for the entire department, prepare the necessary documents for the procurement, conduct and periodic inventory. SUPERVISORIAL/MANAGERIAL Leadership – ability to influence others towards a desired goal or outcome through personal conviction and discipline communicates and adapts the appropriate leadership and interaction style to the situation, guides individuals (subordinates, peers, superiors) or groups towards tasks accomplishment. Managing Change – ability to understand the change process from the perspective of the change sponsor, change implementer and change recipient and takes initiative to make a smooth transition from the current to the desired state. Directing – ability to set and provide overall direction in the office; communicates management directives in the office. Coaching – ability to direct, instruct a person or a group of people with the aim to achieve some goals or develop specific skills. Delegating – able to assign tasks and responsibilities to the appropriate person, taking into consideration the capability and maturity level for efficient task accomplishment and employee’s development and growth. Decision Making – ability to identify issues, concerns pertaining to individual personnel in case of complaint or commission of acts contrary to civil service laws, and decide on the appropriate action to be taken. Planning and Coordination – ability to identify results, needed actions and resource requirements and works with others to attain the required resources to achieve results. Records Management – the ability to establish a system of procedure in recording and safekeeping of documents for ease in locating and retrieval of records and documents. Supervision Over Field Personnel – ability to monitor field personnel for work efficient and effective output. Project Supervision and Monitoring – ability to supervise and monitor the on-going projects for submission of accomplishments. Strategic Management – ability to analyze the organization’s competitive position by considering market and industry trends, existing and potential customers and strengths and weaknesses as compared to competitors.




FINANCE SERVICES DEPARTMENT– ACCOUNTING AND BUDGET DIVISION

LEVEL AND POSITIONS



USAGE

FIRST LEVEL Senior Accounting Processor A (SG-12) Accounting Processor A (SG-08) Accounting Processor B (SG-06) Corporate Budget Assistant (SG-08) Liaison Aide (SG-04)





TECHNICAL/PROFESSIONAL Database Management – able to organize and manage updated data for easy access Computer Literacy – able to operate standard personal computer and use MS Office programs especially Word and Excel and relevant software applications Written Communication – prepares written material that follows modern business writing rules of style and form, with correct grammar, punctuation, spelling and usage conventions, appropriate for the recipient, being creative and accomplishing its intended purpose Records Management – the ability to establish a system of procedure in recording and safekeeping of documents for ease in locating and retrieval of records and documents Supply and Asset Management – the ability to plan the supply requirement for the entire department,

PROFICIENT

Organization-wide / All year-round



SECOND LEVEL Corporate Budget Specialist B (SG-16) Corporate Accountant (SG-15)








Computer Literacy – able to operate standard personal computer and use MS Office programs especially Word and Excel and relevant software appications Written Communication – prepares written material that follows modern business writing rules of style and form, with correct grammar, punctuation, spelling and usage conventions, appropriate for the recipient, being creative and accomplishing its intended purpose Records Management – the ability to establish a system of procedure in recording and safekeeping of documents for ease in locating and retrieval of records and documents Supply and Asset Management – the ability to plan the supply requirement for the entire department, prepare the necessary documents for the procurement, conduct and periodic inventory. SUPERVISORIAL/MANAGERIAL Leadership – ability to influence others towards a desired goal or outcome through personal conviction and discipline communicates and adapts the appropriate leadership and interaction style to the situation, guides individuals (subordinates, peers, superiors) or groups towards tasks accomplishment. Managing Change – ability to understand the change process from the perspective of the change sponsor, change implementer and change recipient and takes initiative to make a smooth transition from the current to the desired state. Directing – ability to set and provide overall direction in the office; communicates management directives in the office. Coaching – ability to direct, instruct a person or a group of people with the aim to achieve some goals or develop specific skills. Delegating – able to assign tasks and responsibilities to the appropriate person, taking into consideration the capability and maturity level for efficient task accomplishment and employee’s development and growth. Decision Making – ability to identify issues, concerns pertaining to individual personnel in case of complaint or commission of acts contrary to civil service laws, and decide on the appropriate action to be taken. Planning and Coordination – ability to identify results, needed actions and resource requirements and works with others to attain the required resources to achieve results. Records Management – the ability to establish a system of procedure in recording and safekeeping of documents for ease in locating and retrieval of records and documents. Supervision Over Field Personnel – ability to monitor field personnel for work efficient and effective output. Project Supervision and Monitoring – ability to supervise and monitor the on-going projects for submission of accomplishments. Strategic Management – ability to analyze the organization’s competitive position by considering market and industry trends, existing and potential customers and strengths and weaknesses as compared to competitors.


EXECUTIVE / MANAGERIAL

ORGANIZATIONAL/CORE Integrity – able to maintain and promote social, ethical and organizational norms in conducting internal and external business activities. Results Orientation – able to define realistic set of goals by taking responsibility in order to deliver



RECATEGORIZED FROM C TO B Division Manager B

outputs on a specified time. Customer Orientation – able to take effort to discover and meet needs of internal and external clients. Performance Stability – able to consistently meet the day-to-day demands of the job. Organizational Understanding of the Firm – able to define and discuss the firm’s history, vision, mission, strategic goals, functions organizational structure, key players, leadership, major policies and guidelines to be able to operate effectively within the organization BEHAVIORAL Interpersonal Effectiveness – ability to consider the feelings and needs of others, being aware of how one’s own behavior affects others, regardless of gender, position and social status. Attention to details – accomplishes a task thoroughly with concern for all the areas involved no matter how small. Decisiveness – able to make difficult decisions in a timely manner. Self confidence– ability to demonstrate belief in one’s own ideas and capacity to be successful, willingness to take an independent position in the face of opposition. Personal credibility – able to demonstrate concern that one be perceived as responsible, reliable and trustworthy. Ability to learn – ability to assimilate and apply new job-related information and skills to work reality, to create and to solve problems, to try out new behavior to get desired results. Cost Consciousness – able to show awareness of financial impact of choices and decisions and selects a course of action that ensures meeting the same result at less cost. Stress Management – able to function effectively when under pressure and maintains self control in the face of hostility or provocation. Initiative – able to actively attempt to influence events to achieve goals; self-starting rather than passive acceptance, takes action beyond what is necessarily called for in order to achieve goals; originating action.. Adaptability – ability to being effective while dealing with different people or in various situations, tasks and responsibilities. Networking skills – the ability to build and maintain friendly and cordial relationships or network of contacts with people who are (potentially) useful in achieving utilization of resources. Teamwork – able to adhere and practice team building processes and principles, working togetherness norms in the daily disposal or work duties and responsibilities.


TECHNICAL/PROFESSIONAL Accounting Administrative Skills – Capable in recording & filing of Memoranda, Ordinances, Correspondence, Circular, Cases, audits reports & control leave credit & leave application of accounting staff, Prepare communication or Endorsements. Database Management – able to organize and manage updated data for easy access Computer Literacy – able to operate standard personal computer and use MS Office programs especially Word and Excel Written Communication – prepares written material that follows modern business writing rules of style and form, with correct grammar, punctuation, spelling and usage conventions, appropriate for the recipient, being creative and accomplishing its intended purpose



Records Management – the ability to establish a system of procedure in recording and safekeeping of documents for ease in locating and retrieval of records and documents Supply and Asset Management – the ability to plan the supply requirement for the entire department, prepare the necessary documents for the procurement, conduct and periodic inventory. SUPERVISORIAL/MANAGERIAL Leadership – ability to influence others towards a desired goal or outcome through personal conviction and discipline communicates and adapts the appropriate leadership and interaction style to the situation, guides individuals (subordinates, peers, superiors) or groups towards tasks accomplishment. Managing Change – ability to understand the change process from the perspective of the change sponsor, change implementer and change recipient and takes initiative to make a smooth transition from the current to the desired state. Directing – ability to set and provide overall direction in the office; communicates management directives in the office. Coaching – ability to direct, instruct a person or a group of people with the aim to achieve some goals or develop specific skills. Delegating – able to assign tasks and responsibilities to the appropriate person, taking into consideration the capability and maturity level for efficient task accomplishment and employee’s development and growth. Decision Making – ability to identify issues, concerns pertaining to individual personnel in case of complaint or commission of acts contrary to civil service laws, and decide on the appropriate action to be taken. Planning and Coordination – ability to identify results, needed actions and resource requirements and works with others to attain the required resources to achieve results. Records Management – the ability to establish a system of procedure in recording and safekeeping of documents for ease in locating and retrieval of records and documents. Supervision Over Field Personnel – ability to monitor field personnel for work efficient and effective output. Project Supervision and Monitoring – ability to supervise and monitor the on-going projects for submission of accomplishments. Strategic Management – ability to analyze the organization’s competitive position by considering market and industry trends, existing and potential customers and strengths and weaknesses as compared to competitors.




FINANCE SERVICES DEPARTMENT – CASH MANAGEMENT DIVISION

LEVEL AND POSITIONS



USAGE

FIRST LEVEL Cashiering Assistant (SG-08)





TECHNICAL/PROFESSIONAL Database Management – able to organize and manage updated data for easy access Computer Literacy – able to operate standard personal computer and use MS Office programs especially Word and Excel Written Communication – prepares written material that follows modern business writing rules of style and form, with correct grammar, punctuation, spelling and usage conventions, appropriate for the recipient, being creative and accomplishing its intended purpose Records Management – the ability to establish a system of procedure in recording and safekeeping of documents for ease in locating and retrieval of records and documents Supply and Asset Management – the ability to plan the supply requirement for the entire department,

PROFICIENT

Organization-wide / All year-round



SECOND LEVEL Cashier A (SG-16)





TECHNICAL/PROFESSIONAL Accounting Administrative Skills – Capable in recording & filing of Memoranda, Ordinances, Correspondence, Circular, Cases, audits reports & control leave credit & leave application of



accounting staff, Prepare communication or Endorsements. Database Management – able to organize and manage updated data for easy access Computer Literacy – able to operate standard personal computer and use MS Office programs especially Word and Excel Written Communication – prepares written material that follows modern business writing rules of style and form, with correct grammar, punctuation, spelling and usage conventions, appropriate for the recipient, being creative and accomplishing its intended purpose Records Management – the ability to establish a system of procedure in recording and safekeeping of documents for ease in locating and retrieval of records and documents Supply and Asset Management – the ability to plan the supply requirement for the entire department, prepare the necessary documents for the procurement, conduct and periodic inventory. SUPERVISORIAL/MANAGERIAL Leadership – ability to influence others towards a desired goal or outcome through personal conviction and discipline communicates and adapts the appropriate leadership and interaction style to the situation, guides individuals (subordinates, peers, superiors) or groups towards tasks accomplishment. Managing Change – ability to understand the change process from the perspective of the change sponsor, change implementer and change recipient and takes initiative to make a smooth transition from the current to the desired state. Directing – ability to set and provide overall direction in the office; communicates management directives in the office. Coaching – ability to direct, instruct a person or a group of people with the aim to achieve some goals or develop specific skills. Delegating – able to assign tasks and responsibilities to the appropriate person, taking into consideration the capability and maturity level for efficient task accomplishment and employee’s development and growth. Decision Making – ability to identify issues, concerns pertaining to individual personnel in case of complaint or commission of acts contrary to civil service laws, and decide on the appropriate action to be taken. Planning and Coordination – ability to identify results, needed actions and resource requirements and works with others to attain the required resources to achieve results. Records Management – the ability to establish a system of procedure in recording and safekeeping of documents for ease in locating and retrieval of records and documents. Supervision Over Field Personnel – ability to monitor field personnel for work efficient and effective output. Project Supervision and Monitoring – ability to supervise and monitor the on-going projects for submission of accomplishments. Strategic Management – ability to analyze the organization’s competitive position by considering market and industry trends, existing and potential customers and strengths and weaknesses as compared to competitors.



EXECUTIVE / MANAGERIAL Division Manager B (SG-23) (NEW)





TECHNICAL/PROFESSIONAL Accounting Administrative Skills – Capable in recording & filing of Memoranda, Ordinances, Correspondence, Circular, Cases, audits reports & control leave credit & leave application of accounting staff, Prepare communication or Endorsements. Database Management – able to organize and manage updated data for easy access Computer Literacy – able to operate standard personal computer and use MS Office programs especially Word and Excel

PROFICIENT


Written Communication – prepares written material that follows modern business writing rules of style and form, with correct grammar, punctuation, spelling and usage conventions, appropriate for the recipient, being creative and accomplishing its intended purpose Records Management – the ability to establish a system of procedure in recording and safekeeping of documents for ease in locating and retrieval of records and documents Supply and Asset Management – the ability to plan the supply requirement for the entire department, prepare the necessary documents for the procurement, conduct and periodic inventory. SUPERVISORIAL/MANAGERIAL Leadership – ability to influence others towards a desired goal or outcome through personal conviction and discipline communicates and adapts the appropriate leadership and interaction style to the situation, guides individuals (subordinates, peers, superiors) or groups towards tasks accomplishment. Managing Change – ability to understand the change process from the perspective of the change sponsor, change implementer and change recipient and takes initiative to make a smooth transition from the current to the desired state. Directing – ability to set and provide overall direction in the office; communicates management directives in the office. Coaching – ability to direct, instruct a person or a group of people with the aim to achieve some goals or develop specific skills. Delegating – able to assign tasks and responsibilities to the appropriate person, taking into consideration the capability and maturity level for efficient task accomplishment and employee’s development and growth. Decision Making – ability to identify issues, concerns pertaining to individual personnel in case of complaint or commission of acts contrary to civil service laws, and decide on the appropriate action to be taken. Planning and Coordination – ability to identify results, needed actions and resource requirements and works with others to attain the required resources to achieve results. Records Management – the ability to establish a system of procedure in recording and safekeeping of documents for ease in locating and retrieval of records and documents. Supervision Over Field Personnel – ability to monitor field personnel for work efficient and effective output. Project Supervision and Monitoring – ability to supervise and monitor the on-going projects for submission of accomplishments. Strategic Management – ability to analyze the organization’s competitive position by considering market and industry trends, existing and potential customers and strengths and weaknesses as compared to competitors.




COMMERCIAL SERVICES DEPARTMENT – CUSTOMER ACCOUNTS AND SERVICING DIVISIONS

LEVEL AND POSITIONS



USAGE

FIRST LEVEL


(9) Customer Service Assistant B (SG-10) (2) Customer Service Assistant E (SG-04) (2) Utilities Service Assistant C (SG-08) (2) Utilities Service Assistant E (SG-04)

CUSTOMER SERVICING DIVISION

Customer Service Assistant A (SG-12) (2) Customer Service Assistant A (SG-10)


EXPERT Organization-wide / Service Area-wide

All year-round



All year-round


COMPETENT Organization-wide / Service Area-wide

All year-round


of documents for ease in locating and retrieval of records and documents Supply and Asset Management – the ability to plan the supply requirement for the entire department, prepare the necessary documents for the procurement, conduct and periodic inventory.

SECOND LEVEL


Customer Service Officer A (SG-20)


PROFICIENT Organization-wide / Service Area-wide

All year-round



All year-round



All year-round


Computer Literacy – able to operate standard personal computer and use MS Office programs especially Word and Excel and relevant software applications Written Communication – prepares written material that follows modern business writing rules of style and form, with correct grammar, punctuation, spelling and usage conventions, appropriate for the recipient, being creative and accomplishing its intended purpose Records Management – the ability to establish a system of procedure in recording and safekeeping of documents for ease in locating and retrieval of records and documents Supply and Asset Management – the ability to plan the supply requirement for the entire department, prepare the necessary documents for the procurement, conduct and periodic inventory. SUPERVISORIAL/MANAGERIAL Leadership – ability to influence others towards a desired goal or outcome through personal conviction and discipline communicates and adapts the appropriate leadership and interaction style to the situation, guides individuals (subordinates, peers, superiors) or groups towards tasks accomplishment. Managing Change – ability to understand the change process from the perspective of the change sponsor, change implementer and change recipient and takes initiative to make a smooth transition from the current to the desired state. Directing – ability to set and provide overall direction in the office; communicates management directives in the office. Coaching – ability to direct, instruct a person or a group of people with the aim to achieve some goals or develop specific skills. Delegating – able to assign tasks and responsibilities to the appropriate person, taking into consideration the capability and maturity level for efficient task accomplishment and employee’s development and growth. Decision Making – ability to identify issues, concerns pertaining to individual personnel in case of complaint or commission of acts contrary to civil service laws, and decide on the appropriate action to be taken. Planning and Coordination – ability to identify results, needed actions and resource requirements and works with others to attain the required resources to achieve results. Records Management – the ability to establish a system of procedure in recording and safekeeping of documents for ease in locating and retrieval of records and documents. Supervision Over Field Personnel – ability to monitor field personnel for work efficient and effective output. Project Supervision and Monitoring – ability to supervise and monitor the on-going projects for submission of accomplishments. Strategic Management – ability to analyze the organization’s competitive position by considering market and industry trends, existing and potential customers and strengths and weaknesses as compared to competitors.

PROFICIENT

Organization-wide / Service Area-wide

All year-round

EXECUTIVE/ MANAGERIAL RECATEGORIZED

ORGANIZATIONAL/CORE Integrity – able to maintain and promote social, ethical and organizational norms in conducting internal and external business activities. Results Orientation – able to define realistic set of goals by taking responsibility in order to deliver outputs on a specified time.


All year-round


FROM C TO B Division Manager B (SG-23) – Customer Accounts Division Manager B (SG-23) – Customer Servicing

Customer Orientation – able to take effort to discover and meet needs of internal and external clients. Performance Stability – able to consistently meet the day-to-day demands of the job. Organizational Understanding of the Firm – able to define and discuss the firm’s history, vision, mission, strategic goals, functions organizational structure, key players, leadership, major policies and guidelines to be able to operate effectively within the organization

EXPERT



All year-round



All year-round


of documents for ease in locating and retrieval of records and documents Supply and Asset Management – the ability to plan the supply requirement for the entire department, prepare the necessary documents for the procurement, conduct and periodic inventory. SUPERVISORIAL/MANAGERIAL Leadership – ability to influence others towards a desired goal or outcome through personal conviction and discipline communicates and adapts the appropriate leadership and interaction style to the situation, guides individuals (subordinates, peers, superiors) or groups towards tasks accomplishment. Managing Change – ability to understand the change process from the perspective of the change sponsor, change implementer and change recipient and takes initiative to make a smooth transition from the current to the desired state. Directing – ability to set and provide overall direction in the office; communicates management directives in the office. Coaching – ability to direct, instruct a person or a group of people with the aim to achieve some goals or develop specific skills. Delegating – able to assign tasks and responsibilities to the appropriate person, taking into consideration the capability and maturity level for efficient task accomplishment and employee’s development and growth. Decision Making – ability to identify issues, concerns pertaining to individual personnel in case of complaint or commission of acts contrary to civil service laws, and decide on the appropriate action to be taken. Planning and Coordination – ability to identify results, needed actions and resource requirements and works with others to attain the required resources to achieve results. Records Management – the ability to establish a system of procedure in recording and safekeeping of documents for ease in locating and retrieval of records and documents. Supervision Over Field Personnel – ability to monitor field personnel for work efficient and effective output. Project Supervision and Monitoring – ability to supervise and monitor the on-going projects for submission of accomplishments. Strategic Management – ability to analyze the organization’s competitive position by considering market and industry trends, existing and potential customers and strengths and weaknesses as compared to competitors.




ENGINEERING AND OPERATIONS DEPARTMENT– WATER RESOURCES DIVISION

LEVEL AND POSITIONS



USAGE

FIRST LEVEL Senior Laboratory Technician (SG-12) Water Resources Facilities Technician (SG-11) (2) Senior Water Resources Facilities Operator A (SG-10) (6) Water Resources Facilities Operator A (SG-08) Forest Assistant B (SG-08) Instrument Technician A (SG-08) Laboratory Technician A (SG-08) (2) Water Resources Facilities Operator C (SG-04) (2) Industrial Security Guard (SG-03)



All year-round



All year-round

TECHNICAL/PROFESSIONAL Database Management – able to organize and manage updated data for easy access Computer Literacy – able to operate standard personal computer and use MS Office programs especially Word and Excel Written Communication – prepares written material that follows modern business writing rules of style and form, with correct grammar, punctuation, spelling and usage conventions, appropriate for the recipient, being creative and accomplishing its intended purpose Records Management – the ability to establish a system of procedure in recording and safekeeping of documents for ease in locating and retrieval of records and documents


All year-round


Supply and Asset Management – the ability to plan the supply requirement for the entire department, prepare the necessary documents for the procurement, conduct and periodic inventory.

SECOND LEVEL (2) Water Utilities Management Officer A (SG-16)



All year-round



All year-round

TECHNICAL/PROFESSIONAL Data Gathering – Able to generate and validate data from primary and secondary sources. Coordination – Able to identify results needed actions and resource requirements and works with


All year-round


others to attain the required resources to achieve results Workshop facilitation – able to lead group discussion using group process skills so that tasks, relationships and individual needs and issues are addressed Presentation skills – Able to present an articulate to different audiences proposed plans, projects, monitoring reports, etc. Computer Literacy – able to operate standard personal computer and use MS Office programs especially Word and Excel Data Consolidation – ability to gather data from field and present this to decision makers Spatial Analysis – Able to identify needs, issues, concerns, determined thru their spatial relationships Monitoring and Evaluation – Able to create monitoring and evaluation plans and tools, takes action to monitor or regulate processes tasks or activities; keeps track of delegated assignment to measure efficiency and effectiveness of works and activities, outcomes and impact of benefit Database Management – able to organize and manage updated data for easy access Written Communication – prepares written material that follows modern business writing rules of style and form, with correct grammar, punctuation, spelling and usage conventions, appropriate for the recipient, being creative and accomplishing its intended purpose.. SUPERVISORIAL/MANAGERIAL Leadership – ability to influence others towards a desired goal or outcome through personal conviction and discipline communicates and adapts the appropriate leadership and interaction style to the situation, guides individuals (subordinates, peers, superiors) or groups towards tasks accomplishment. Managing Change – ability to understand the change process from the perspective of the change sponsor, change implementer and change recipient and takes initiative to make a smooth transition from the current to the desired state. Directing – ability to set and provide overall direction in the office; communicates management directives in the office. Coaching – ability to direct, instruct a person or a group of people with the aim to achieve some goals or develop specific skills. Delegating – able to assign tasks and responsibilities to the appropriate person, taking into consideration the capability and maturity level for efficient task accomplishment and employee’s development and growth. Decision Making – ability to identify issues, concerns pertaining to individual personnel in case of complaint or commission of acts contrary to civil service laws, and decide on the appropriate action to be taken. Planning and Coordination – ability to identify results, needed actions and resource requirements and works with others to attain the required resources to achieve results. Records Management – the ability to establish a system of procedure in recording and safekeeping of documents for ease in locating and retrieval of records and documents. Supervision Over Field Personnel – ability to monitor field personnel for work efficient and effective output. Project Supervision and Monitoring – ability to supervise and monitor the on-going projects for submission of accomplishments. Strategic Management – ability to analyze the organization’s competitive position by considering

PROFICIENT


All year-round


market and industry trends, existing and potential customers and strengths and weaknesses as compared to competitors.

EXECUTIVE / MANAGERIAL RECATEGORIZED FROM C TO B Division Manager B (SG-23)



All year-round



All year-round

TECHNICAL/PROFESSIONAL Data Gathering – Able to generate and validate data from primary and secondary sources. Technical writing / Editing skills – Able to prepare, edit reports and documents in relation to a


All year-round


technical topic, able to present data information and conclusions in a manner that is understandable and comprehensible even to non technical audience Analytical skills – Able to present existing situations, make comparisons, cite trends and explain their significance Statistical Skills – ability to perform the basic statistics, compute and arrange data in an orderly manner for easy understanding.. Coordination – Able to identify results needed actions and resource requirements and works with others to attain the required resources to achieve results Workshop facilitation – able to lead group discussion using group process skills so that tasks, relationships and individual needs and issues are addressed Presentation skills – Able to present an articulate to different audiences proposed plans, projects, monitoring reports, etc. Computer Literacy – able to operate standard personal computer and use MS Office programs especially Word and Excel Data Consolidation – ability to gather data from field and present this to decision makers Spatial Analysis – Able to identify needs, issues, concerns, determined thru their spatial relationships Monitoring and Evaluation – Able to create monitoring and evaluation plans and tools, takes action to monitor or regulate processes tasks or activities; keeps track of delegated assignment to measure efficiency and effectiveness of works and activities, outcomes and impact of benefit Database Management – able to organize and manage updated data for easy access Written Communication – prepares written material that follows modern business writing rules of style and form, with correct grammar, punctuation, spelling and usage conventions, appropriate for the recipient, being creative and accomplishing its intended purpose. SUPERVISORIAL/MANAGERIAL Leadership – ability to influence others towards a desired goal or outcome through personal conviction and discipline communicates and adapts the appropriate leadership and interaction style to the situation, guides individuals (subordinates, peers, superiors) or groups towards tasks accomplishment. Managing Change – ability to understand the change process from the perspective of the change sponsor, change implementer and change recipient and takes initiative to make a smooth transition from the current to the desired state. Directing – ability to set and provide overall direction in the office; communicates management directives in the office. Coaching – ability to direct, instruct a person or a group of people with the aim to achieve some goals or develop specific skills. Delegating – able to assign tasks and responsibilities to the appropriate person, taking into consideration the capability and maturity level for efficient task accomplishment and employee’s development and growth. Decision Making – ability to identify issues, concerns pertaining to individual personnel in case of complaint or commission of acts contrary to civil service laws, and decide on the appropriate action to be taken. Planning and Coordination – ability to identify results, needed actions and resource requirements and works with others to attain the required resources to achieve results.


All year-round


Records Management – the ability to establish a system of procedure in recording and safekeeping of documents for ease in locating and retrieval of records and documents. Supervision Over Field Personnel – ability to monitor field personnel for work efficient and effective output. Project Supervision and Monitoring – ability to supervise and monitor the on-going projects for submission of accomplishments. Strategic Management – ability to analyze the organization’s competitive position by considering market and industry trends, existing and potential customers and strengths and weaknesses as compared to competitors.



ENGINEERING AND OPERATIONS DEPARTMENT–CONSTRUCTIONAND PLANNING AND DESIGNS DIVISIONS

LEVEL AND POSITIONS



USAGE

FIRST LEVEL


(2) Senior Water Maintenance Man A (SG-12) (2) Water Maintenance Man A (SG-08) Engineering Aide B (SG-04) (2) Driver (SG-04)

PLANNING & DESIGN DIVISION

Senior Draftsman (SG-11) Draftsman B (SG-06) Engineering Assistant B (SG-08) (3) Engineering Aide B (SG-04)



All year-round



All year-round

TECHNICAL/PROFESSIONAL Data Gathering – Able to generate and validate data from primary and secondary sources. Analytical skills – Able to present existing situations, make comparisons, cite trends and explain their significance Statistical Skills – ability to perform the basic statistics, compute and arrange data in an orderly manner for easy understanding.. Coordination – Able to identify results needed actions and resource requirements and works with others to attain the required resources to achieve results Computer Literacy – able to operate standard personal computer and use MS Office programs especially Word and Excel and relevant software applications


All year-round


Data Consolidation – ability to gather data from field and present this to decision makers Database Management – able to organize and manage updated data for easy access Written Communication – prepares written material that follows modern business writing rules of style and form, with correct grammar, punctuation, spelling and usage conventions, appropriate for the recipient, being creative and accomplishing its intended purpose.

SECOND LEVEL


(2) Water Maintenance Head (SG-16) Construction Foreman (SG-15)


Senior Engineer A (SG-16) (2) Senior Engineer B (SG-15)



All year-round



All year-round


TECHNICAL/PROFESSIONAL Data Gathering – Able to generate and validate data from primary and secondary sources. Technical writing / Editing skills – Able to prepare, edit reports and documents in relation to a technical topic, able to present data information and conclusions in a manner that is understandable and comprehensible even to non technical audience Analytical skills – Able to present existing situations, make comparisons, cite trends and explain their significance Statistical Skills – ability to perform the basic statistics, compute and arrange data in an orderly manner for easy understanding.. Coordination – Able to identify results needed actions and resource requirements and works with others to attain the required resources to achieve results Workshop facilitation – able to lead group discussion using group process skills so that tasks, relationships and individual needs and issues are addressed Presentation skills – Able to present an articulate to different audiences proposed plans, projects, monitoring reports, etc. Computer Literacy – able to operate standard personal computer and use MS Office programs especially Word and Excel Data Consolidation – ability to gather data from field and present this to decision makers Spatial Analysis – Able to identify needs, issues, concerns, determined thru their spatial relationships Monitoring and Evaluation – Able to create monitoring and evaluation plans and tools, takes action to monitor or regulate processes tasks or activities; keeps track of delegated assignment to measure efficiency and effectiveness of works and activities, outcomes and impact of benefit Database Management – able to organize and manage updated data for easy access Written Communication – prepares written material that follows modern business writing rules of style and form, with correct grammar, punctuation, spelling and usage conventions, appropriate for the recipient, being creative and accomplishing its intended purpose.


All year-round

SUPERVISORIAL/MANAGERIAL Leadership – ability to influence others towards a desired goal or outcome through personal conviction and discipline communicates and adapts the appropriate leadership and interaction style to the situation, guides individuals (subordinates, peers, superiors) or groups towards tasks accomplishment. Managing Change – ability to understand the change process from the perspective of the change sponsor, change implementer and change recipient and takes initiative to make a smooth transition from the current to the desired state. Directing – ability to set and provide overall direction in the office; communicates management directives in the office. Coaching – ability to direct, instruct a person or a group of people with the aim to achieve some goals or develop specific skills. Delegating – able to assign tasks and responsibilities to the appropriate person, taking into consideration the capability and maturity level for efficient task accomplishment and employee’s development and growth. Decision Making – ability to identify issues, concerns pertaining to individual personnel in case of complaint or commission of acts contrary to civil service laws, and decide on the appropriate action to


All year-round


be taken. Planning and Coordination – ability to identify results, needed actions and resource requirements and works with others to attain the required resources to achieve results. Records Management – the ability to establish a system of procedure in recording and safekeeping of documents for ease in locating and retrieval of records and documents. Supervision Over Field Personnel – ability to monitor field personnel for work efficient and effective output. Project Supervision and Monitoring – ability to supervise and monitor the on-going projects for submission of accomplishments. Strategic Management – ability to analyze the organization’s competitive position by considering market and industry trends, existing and potential customers and strengths and weaknesses as compared to competitors.

EXECUTIVE / MANAGERIAL RECATEGORIZED FROM C TO B: Division Manager B (SG-23) – Construction Division Division Manager B (SG-23) – Planning and Design Division



All year-round

BEHAVIORAL Interpersonal Effectiveness – ability to consider the feelings and needs of others, being aware of how one’s own behavior affects others, regardless of gender, position and social status. Attention to details – accomplishes a task thoroughly with concern for all the areas involved no matter how small. Decisiveness – able to make difficult decisions in a timely manner. Self confidence– ability to demonstrate belief in one’s own ideas and capacity to be successful, willingness to take an independent position in the face of opposition. Personal credibility – able to demonstrate concern that one be perceived as responsible, reliable and trustworthy. Ability to learn – ability to assimilate and apply new job-related information and skills to work reality, to create and to solve problems, to try out new behavior to get desired results. Cost Consciousness – able to show awareness of financial impact of choices and decisions and selects a course of action that ensures meeting the same result at less cost. Stress Management – able to function effectively when under pressure and maintains self control in the face of hostility or provocation. Initiative – able to actively attempt to influence events to achieve goals; self-starting rather than passive acceptance, takes action beyond what is necessarily called for in order to achieve goals; originating action.. Adaptability – ability to being effective while dealing with different people or in various situations,


All year-round


tasks and responsibilities. Networking skills – the ability to build and maintain friendly and cordial relationships or network of contacts with people who are (potentially) useful in achieving utilization of resources. Teamwork – able to adhere and practice team building processes and principles, working togetherness norms in the daily disposal or work duties and responsibilities. TECHNICAL/PROFESSIONAL Data Gathering – Able to generate and validate data from primary and secondary sources. Technical writing / Editing skills – Able to prepare, edit reports and documents in relation to a technical topic, able to present data information and conclusions in a manner that is understandable and comprehensible even to non technical audience Analytical skills – Able to present existing situations, make comparisons, cite trends and explain their significance Statistical Skills – ability to perform the basic statistics, compute and arrange data in an orderly manner for easy understanding.. Coordination – Able to identify results needed actions and resource requirements and works with others to attain the required resources to achieve results Workshop facilitation – able to lead group discussion using group process skills so that tasks, relationships and individual needs and issues are addressed Presentation skills – Able to present an articulate to different audiences proposed plans, projects, monitoring reports, etc. Computer Literacy – able to operate standard personal computer and use MS Office programs especially Word and Excel and relevant software applications Data Consolidation – ability to gather data from field and present this to decision makers Spatial Analysis – Able to identify needs, issues, concerns, determined thru their spatial relationships Monitoring and Evaluation – Able to create monitoring and evaluation plans and tools, takes action to monitor or regulate processes tasks or activities; keeps track of delegated assignment to measure efficiency and effectiveness of works and activities, outcomes and impact of benefit Database Management – able to organize and manage updated data for easy access Written Communication – prepares written material that follows modern business writing rules of style and form, with correct grammar, punctuation, spelling and usage conventions, appropriate for the recipient, being creative and accomplishing its intended purpose.


All year-round

SUPERVISORIAL/MANAGERIAL Leadership – ability to influence others towards a desired goal or outcome through personal conviction and discipline communicates and adapts the appropriate leadership and interaction style to the situation, guides individuals (subordinates, peers, superiors) or groups towards tasks accomplishment. Managing Change – ability to understand the change process from the perspective of the change sponsor, change implementer and change recipient and takes initiative to make a smooth transition from the current to the desired state. Directing – ability to set and provide overall direction in the office; communicates management directives in the office. Coaching – ability to direct, instruct a person or a group of people with the aim to achieve some goals


All year-round


or develop specific skills. Delegating – able to assign tasks and responsibilities to the appropriate person, taking into consideration the capability and maturity level for efficient task accomplishment and employee’s development and growth. Decision Making – ability to identify issues, concerns pertaining to individual personnel in case of complaint or commission of acts contrary to civil service laws, and decide on the appropriate action to be taken. Planning and Coordination – ability to identify results, needed actions and resource requirements and works with others to attain the required resources to achieve results. Records Management – the ability to establish a system of procedure in recording and safekeeping of documents for ease in locating and retrieval of records and documents. Supervision Over Field Personnel – ability to monitor field personnel for work efficient and effective output. Project Supervision and Monitoring – ability to supervise and monitor the on-going projects for submission of accomplishments. Strategic Management – ability to analyze the organization’s competitive position by considering market and industry trends, existing and potential customers and strengths and weaknesses as compared to competitors.



ENGINEERING AND OPERATIONS –MAINTENANCE DIVISION

LEVEL AND POSITIONS


REQUIRED PROFICIENCYLEVEL

USAGE

FIRST LEVEL (3) Senior Water Maintenance Man A (SG-12) (5) Water Maintenance Man A (SG-08) (2) Driver (SG-04) Utility Worker A (SG-03) (3) Utility Worker B (SG-01)



All year-round



All year-round

TECHNICAL/PROFESSIONAL Database Management – able to organize and manage updated data for easy access Computer Literacy – able to operate standard personal computer and use MS Office programs especially Word and Excel Written Communication – prepares written material that follows modern business writing rules of style and form, with correct grammar, punctuation, spelling and usage conventions, appropriate for the recipient, being creative and accomplishing its intended purpose Records Management – the ability to establish a system of procedure in recording and safekeeping of documents for ease in locating and retrieval of records and documents Supply and Asset Management – the ability to plan the supply requirement for the entire department,

COMPETENT


All year-round


prepare the necessary documents for the procurement, conduct and periodic inventory. SECOND LEVEL (2) Water Maintenance Head (SG-16) Water Maintenance Foreman (SG-14)



All year-round



All year-round

TECHNICAL/PROFESSIONAL Data Gathering – Able to generate and validate data from primary and secondary sources. Coordination – Able to identify results needed actions and resource requirements and works with others to attain the required resources to achieve results Workshop facilitation – able to lead group discussion using group process skills so that tasks,


All year-round


relationships and individual needs and issues are addressed Presentation skills – Able to present an articulate to different audiences proposed plans, projects, monitoring reports, etc. Computer Literacy – able to operate standard personal computer and use MS Office programs especially Word and Excel and relevant software applications Data Consolidation – ability to gather data from field and present this to decision makers Spatial Analysis – Able to identify needs, issues, concerns, determined thru their spatial relationships Monitoring and Evaluation – Able to create monitoring and evaluation plans and tools, takes action to monitor or regulate processes tasks or activities; keeps track of delegated assignment to measure efficiency and effectiveness of works and activities, outcomes and impact of benefit Database Management – able to organize and manage updated data for easy access Written Communication – prepares written material that follows modern business writing rules of style and form, with correct grammar, punctuation, spelling and usage conventions, appropriate for the recipient, being creative and accomplishing its intended purpose.. SUPERVISORIAL/MANAGERIAL Leadership – ability to influence others towards a desired goal or outcome through personal conviction and discipline communicates and adapts the appropriate leadership and interaction style to the situation, guides individuals (subordinates, peers, superiors) or groups towards tasks accomplishment. Managing Change – ability to understand the change process from the perspective of the change sponsor, change implementer and change recipient and takes initiative to make a smooth transition from the current to the desired state. Directing – ability to set and provide overall direction in the office; communicates management directives in the office. Coaching – ability to direct, instruct a person or a group of people with the aim to achieve some goals or develop specific skills. Delegating – able to assign tasks and responsibilities to the appropriate person, taking into consideration the capability and maturity level for efficient task accomplishment and employee’s development and growth. Decision Making – ability to identify issues, concerns pertaining to individual personnel in case of complaint or commission of acts contrary to civil service laws, and decide on the appropriate action to be taken. Planning and Coordination – ability to identify results, needed actions and resource requirements and works with others to attain the required resources to achieve results. Records Management – the ability to establish a system of procedure in recording and safekeeping of documents for ease in locating and retrieval of records and documents. Supervision Over Field Personnel – ability to monitor field personnel for work efficient and effective output. Project Supervision and Monitoring – ability to supervise and monitor the on-going projects for submission of accomplishments. Strategic Management – ability to analyze the organization’s competitive position by considering market and industry trends, existing and potential customers and strengths and weaknesses as compared to competitors.


All year-round





All year-round



All year-round

TECHNICAL/PROFESSIONAL Data Gathering – Able to generate and validate data from primary and secondary sources. Technical writing / Editing skills – Able to prepare, edit reports and documents in relation to a technical topic, able to present data information and conclusions in a manner that is understandable and comprehensible even to non technical audience


All year-round


Analytical skills – Able to present existing situations, make comparisons, cite trends and explain their significance Statistical Skills – ability to perform the basic statistics, compute and arrange data in an orderly manner for easy understanding.. Coordination – Able to identify results needed actions and resource requirements and works with others to attain the required resources to achieve results Workshop facilitation – able to lead group discussion using group process skills so that tasks, relationships and individual needs and issues are addressed Presentation skills – Able to present an articulate to different audiences proposed plans, projects, monitoring reports, etc. Computer Literacy – able to operate standard personal computer and use MS Office programs especially Word and Excel and relevant software applications Data Consolidation – ability to gather data from field and present this to decision makers Spatial Analysis – Able to identify needs, issues, concerns, determined thru their spatial relationships Monitoring and Evaluation – Able to create monitoring and evaluation plans and tools, takes action to monitor or regulate processes tasks or activities; keeps track of delegated assignment to measure efficiency and effectiveness of works and activities, outcomes and impact of benefit Database Management – able to organize and manage updated data for easy access Written Communication – prepares written material that follows modern business writing rules of style and form, with correct grammar, punctuation, spelling and usage conventions, appropriate for the recipient, being creative and accomplishing its intended purpose. SUPERVISORIAL/MANAGERIAL Leadership – ability to influence others towards a desired goal or outcome through personal conviction and discipline communicates and adapts the appropriate leadership and interaction style to the situation, guides individuals (subordinates, peers, superiors) or groups towards tasks accomplishment. Managing Change – ability to understand the change process from the perspective of the change sponsor, change implementer and change recipient and takes initiative to make a smooth transition from the current to the desired state. Directing – ability to set and provide overall direction in the office; communicates management directives in the office. Coaching – ability to direct, instruct a person or a group of people with the aim to achieve some goals or develop specific skills. Delegating – able to assign tasks and responsibilities to the appropriate person, taking into consideration the capability and maturity level for efficient task accomplishment and employee’s development and growth. Decision Making – ability to identify issues, concerns pertaining to individual personnel in case of complaint or commission of acts contrary to civil service laws, and decide on the appropriate action to be taken. Planning and Coordination – ability to identify results, needed actions and resource requirements and works with others to attain the required resources to achieve results. Records Management – the ability to establish a system of procedure in recording and safekeeping of documents for ease in locating and retrieval of records and documents.


All year-round


Supervision Over Field Personnel – ability to monitor field personnel for work efficient and effective output. Project Supervision and Monitoring – ability to supervise and monitor the on-going projects for submission of accomplishments. Strategic Management – ability to analyze the organization’s competitive position by considering market and industry trends, existing and potential customers and strengths and weaknesses as compared to competitors.

TEMPLATE C2: HR COMPETENCIES MAPPING 119

TEMPLATE C2 – HR COMPETENCIES MAPPING

ADMINISTRATIVE AND HUMAN RESOURCES DEPARTMENT - HR MANAGEMENT SECTION LEVEL AND POSITIONS



QUANTITY CURRENT IF NONE, WHY? ACTUAL PROFICIENCY LEVEL

HOW MANY

SECOND LEVEL Industrial Relations Management Officer A (SG-15)


PROFICIENT

1

PROFICIENT 1

BEHAVIORAL Interpersonal Effectiveness – ability to consider the feelings and needs of others, being aware of how one’s own behavior affects others, regardless of gender, position and social status. Attention to details – accomplishes a task thoroughly with concern for all the areas involved no matter how small. Decisiveness – able to make difficult decisions in a timely manner. Self confidence – ability to demonstrate belief in one’s own ideas and capacity to be successful, willingness to take an independent position in the face of opposition. Personal credibility – able to demonstrate concern that one be perceived as responsible, reliable and trustworthy. Ability to learn – ability to assimilate and apply new job-related information and skills to work reality, to create and to solve problems, to try out new behavior to get desired results. Cost Consciousness – able to show awareness of financial impact of choices and decisions and selects a course of action that ensures meeting the same result at less cost. Stress Management – able to function effectively when under pressure and maintains self control in the face of hostility or provocation. Initiative – able to actively attempt to influence events to achieve goals; self-starting rather than passive acceptance, takes action beyond what is necessarily

PROFICIENT 1 PROFICIENT 1


called for in order to achieve goals; originating action.. Adaptability – ability to being effective while dealing with different people or in various situations, tasks and responsibilities. Networking skills – the ability to build and maintain friendly and cordial relationships or network of contacts with people who are (potentially) useful in achieving utilization of resources. Teamwork – able to adhere and practice team building processes and principles, working togetherness norms in the daily disposal or work duties and responsibilities. TECHNICAL/PROFESSIONAL 201 Updating – able to modify, refine, reconcile actual functions against the existing Job Description of the position Personnel Appraisal – ability to conduct regular evaluation for employees’ performance NSTP/OJT interfacing – capability to lead group discussion with regards to National Service Training Program / On-the-Job Training work assignments Training Information Dissemination – ability to express ideas and information to convey official / employees for their actual attendance in various training programs. Leave Administration Course Briefing – able to facilitate, articulate, express, define, and discuss the whole features of “Leave Administration Course for Effectiveness” Payroll and Voucher Preparation – able to efficiently and effectively prepare, present and submit employee’s payroll and voucher according to standards Updating Casual Employees records – able to manage casual employees’ data, track, present and feedback related information. Salamat-Mabuhay Program – able to manage preparation, conduct and post conduct of Salamat at Mabuhay program for retirees Orientation / Briefing of New Employees – able to manage preparation, conduct and post conduct of orientation and briefing for new employees Formulation of HRMD Plan – able to do the planning processes, identification and programming of HR systems and subsystems, customize and HRD and HRM design for the Agency and implement the same Training Needs Assessment – able to design TNA tools, administer, consolidate and analyze needs assessment results, recommends appropriate interventions. Designing Training Programs – ability to formulate training objectives and develop a need-based training design for specific trainees Managing / Facilitating Training Programs – employs the Adult Learning Principles and Processes in facilitating and managing training sessions, utilizing various training methodologies. Design and Conduct of Training Evaluation – able to formulate and administer a training evaluation tool for content and training processes as based on a

PROFICIENT

1

PROFICIENT

1


specific training design and present results and analysis for appropriate action SUPERVISORIAL/MANAGERIAL Leadership – ability to influence others towards a desired goal or outcome through personal conviction and discipline communicates and adapts the appropriate leadership and interaction style to the situation, guides individuals (subordinates, peers, superiors) or groups towards tasks accomplishment. Managing Change – ability to understand the change process from the perspective of the change sponsor, change implementer and change recipient and takes initiative to make a smooth transition from the current to the desired state. Directing – ability to set and provide overall direction in the office; communicates management directives in the office. Coaching – ability to direct, instruct a person or a group of people with the aim to achieve some goals or develop specific skills. Delegating – able to assign tasks and responsibilities to the appropriate person, taking into consideration the capability and maturity level for efficient task accomplishment and employee’s development and growth. Decision Making – ability to identify issues, concerns pertaining to individual personnel in case of complaint or commission of acts contrary to civil service laws, and decide on the appropriate action to be taken. Planning and Coordination – ability to identify results, needed actions and resource requirements and works with others to attain the required resources to achieve results. Records Management – the ability to establish a system of procedure in recording and safekeeping of documents for ease in locating and retrieval of records and documents. Supervision Over Field Personnel – ability to monitor field personnel for work efficient and effective output. Project Supervision and Monitoring – ability to supervise and monitor the on-going projects for submission of accomplishments. Strategic Management – ability to analyze the organization’s competitive position by considering market and industry trends, existing and potential customers and strengths and weaknesses as compared to competitors.

EXPERT

1

PROFICIENT

1



ADMINISTRATIVE AND HUMAN RESOURCES DEPARTMENT – ADMINISTRATIVE & GENERAL SERVICES DIVISIONS

LEVEL AND POSITIONS




HOW MANY?

FIRST LEVEL


(1) Procurement Asst. A (SG-09) (1) Procurement Asst. B (SG-08)


(1) Electronic Communications Operator C (SG-06) (1) Clerk Processor D (SG-03) (2) Industrial Security Guard (SG-03) (2) Utility Worker A (SG-03) (4) Utility Worker B (SG-01)



BEHAVIORAL Interpersonal Effectiveness – ability to consider the feelings and needs of others, being aware of how one’s own behavior affects others, regardless of gender, position and social status. Attention to details – accomplishes a task thoroughly with concern for all the areas involved no matter how small. Decisiveness – able to make difficult decisions in a timely manner. Self confidence – ability to demonstrate belief in one’s own ideas and capacity to be successful, willingness to take an independent position in the face of opposition. Personal credibility – able to demonstrate concern that one be perceived as responsible, reliable and trustworthy. Ability to learn – ability to assimilate and apply new job-related information and skills to work reality, to create and to solve problems, to try out new behavior to get desired results. Teamwork – able to adhere and practice team building processes and principles, working togetherness norms in the daily disposal or work duties and responsibilities.

COMPETENT 12 COMPETENT 12

TECHNICAL/PROFESSIONAL Database Management – able to organize and manage updated data for PROFICIENT 12 COMPETENT 12


easy access Computer Literacy – able to operate standard personal computer and use MS Office programs especially Word and Excel and relevant software applications Written Communication – prepares written material that follows modern business writing rules of style and form, with correct grammar, punctuation, spelling and usage conventions, appropriate for the recipient, being creative and accomplishing its intended purpose Records Management – the ability to establish a system of procedure in recording and safekeeping of documents for ease in locating and retrieval of records and documents Supply and Asset Management – the ability to plan the supply requirement for the entire department, prepare the necessary documents for the procurement, conduct and periodic inventory.

SECOND LEVEL


Administrative Services Officer A (SG-16) Records Officer B (SG-14)


Property Supply Officer A (SG-14)



BEHAVIORAL Interpersonal Effectiveness – ability to consider the feelings and needs of others, being aware of how one’s own behavior affects others, regardless of gender, position and social status. Attention to details – accomplishes a task thoroughly with concern for all the areas involved no matter how small. Decisiveness – able to make difficult decisions in a timely manner. Self confidence – ability to demonstrate belief in one’s own ideas and capacity to be successful, willingness to take an independent position in the face of opposition. Personal credibility – able to demonstrate concern that one be perceived as responsible, reliable and trustworthy. Ability to learn – ability to assimilate and apply new job-related information and skills to work reality, to create and to solve problems, to try out new behavior to get desired results. Cost Consciousness – able to show awareness of financial impact of choices and decisions and selects a course of action that ensures meeting



the same result at less cost. Stress Management – able to function effectively when under pressure and maintains self control in the face of hostility or provocation. Initiative – able to actively attempt to influence events to achieve goals; self-starting rather than passive acceptance, takes action beyond what is necessarily called for in order to achieve goals; originating action.. Adaptability – ability to being effective while dealing with different people or in various situations, tasks and responsibilities. Networking skills – the ability to build and maintain friendly and cordial relationships or network of contacts with people who are (potentially) useful in achieving utilization of resources. Teamwork – able to adhere and practice team building processes and principles, working togetherness norms in the daily disposal or work duties and responsibilities. TECHNICAL/PROFESSIONAL Accounting Administrative Skills – Capable in recording & filing of Memoranda, Ordinances, Correspondence, Circular, Cases, audits reports & control leave credit & leave application of accounting staff, Prepare communication or Endorsements. Database Management – able to organize and manage updated data for easy access Computer Literacy – able to operate standard personal computer and use MS Office programs especially Word and Excel Written Communication – prepares written material that follows modern business writing rules of style and form, with correct grammar, punctuation, spelling and usage conventions, appropriate for the recipient, being creative and accomplishing its intended purpose Records Management – the ability to establish a system of procedure in recording and safekeeping of documents for ease in locating and retrieval of records and documents Supply and Asset Management – the ability to plan the supply requirement for the entire department, prepare the necessary documents for the procurement, conduct and periodic inventory.


SUPERVISORIAL/MANAGERIAL Leadership – ability to influence others towards a desired goal or outcome through personal conviction and discipline communicates and adapts the appropriate leadership and interaction style to the situation, guides individuals (subordinates, peers, superiors) or groups towards tasks accomplishment. Managing Change – ability to understand the change process from the perspective of the change sponsor, change implementer and change recipient and takes initiative to make a smooth transition from the current to the desired state.



Directing – ability to set and provide overall direction in the office; communicates management directives in the office. Coaching – ability to direct, instruct a person or a group of people with the aim to achieve some goals or develop specific skills. Delegating – able to assign tasks and responsibilities to the appropriate person, taking into consideration the capability and maturity level for efficient task accomplishment and employee’s development and growth. Decision Making – ability to identify issues, concerns pertaining to individual personnel in case of complaint or commission of acts contrary to civil service laws, and decide on the appropriate action to be taken. Planning and Coordination – ability to identify results, needed actions and resource requirements and works with others to attain the required resources to achieve results. Records Management – the ability to establish a system of procedure in recording and safekeeping of documents for ease in locating and retrieval of records and documents. Supervision Over Field Personnel – ability to monitor field personnel for work efficient and effective output. Project Supervision and Monitoring – ability to supervise and monitor the on-going projects for submission of accomplishments. Strategic Management – ability to analyze the organization’s competitive position by considering market and industry trends, existing and potential customers and strengths and weaknesses as compared to competitors.

EXECUTIVE / MANAGERIAL Division Manager B (NEW)


EXPERT 1 -- -- NEW POSITION

BEHAVIORAL Interpersonal Effectiveness – ability to consider the feelings and needs of others, being aware of how one’s own behavior affects others, regardless of gender, position and social status. Attention to details – accomplishes a task thoroughly with concern for all the areas involved no matter how small. Decisiveness – able to make difficult decisions in a timely manner.

PROFICIENT 1 -- -- NEW POSITION


Self confidence – ability to demonstrate belief in one’s own ideas and capacity to be successful, willingness to take an independent position in the face of opposition. Personal credibility – able to demonstrate concern that one be perceived as responsible, reliable and trustworthy. Ability to learn – ability to assimilate and apply new job-related information and skills to work reality, to create and to solve problems, to try out new behavior to get desired results. Cost Consciousness – able to show awareness of financial impact of choices and decisions and selects a course of action that ensures meeting the same result at less cost. Stress Management – able to function effectively when under pressure and maintains self control in the face of hostility or provocation. Initiative – able to actively attempt to influence events to achieve goals; self-starting rather than passive acceptance, takes action beyond what is necessarily called for in order to achieve goals; originating action.. Adaptability – ability to being effective while dealing with different people or in various situations, tasks and responsibilities. Networking skills – the ability to build and maintain friendly and cordial relationships or network of contacts with people who are (potentially) useful in achieving utilization of resources. Teamwork – able to adhere and practice team building processes and principles, working togetherness norms in the daily disposal or work duties and responsibilities. TECHNICAL/PROFESSIONAL Accounting Administrative Skills – Capable in recording & filing of Memoranda, Ordinances, Correspondence, Circular, Cases, audits reports & control leave credit & leave application of accounting staff, Prepare communication or Endorsements. Database Management – able to organize and manage updated data for easy access Computer Literacy – able to operate standard personal computer and use MS Office programs especially Word and Excel Written Communication – prepares written material that follows modern business writing rules of style and form, with correct grammar, punctuation, spelling and usage conventions, appropriate for the recipient, being creative and accomplishing its intended purpose Records Management – the ability to establish a system of procedure in recording and safekeeping of documents for ease in locating and retrieval of records and documents Supply and Asset Management – the ability to plan the supply requirement for the entire department, prepare the necessary documents for the procurement, conduct and periodic inventory.



SUPERVISORIAL/MANAGERIAL Leadership – ability to influence others towards a desired goal or outcome through personal conviction and discipline communicates and adapts the appropriate leadership and interaction style to the situation, guides individuals (subordinates, peers, superiors) or groups towards tasks accomplishment. Managing Change – ability to understand the change process from the perspective of the change sponsor, change implementer and change recipient and takes initiative to make a smooth transition from the current to the desired state. Directing – ability to set and provide overall direction in the office; communicates management directives in the office. Coaching – ability to direct, instruct a person or a group of people with the aim to achieve some goals or develop specific skills. Delegating – able to assign tasks and responsibilities to the appropriate person, taking into consideration the capability and maturity level for efficient task accomplishment and employee’s development and growth. Decision Making – ability to identify issues, concerns pertaining to individual personnel in case of complaint or commission of acts contrary to civil service laws, and decide on the appropriate action to be taken. Planning and Coordination – ability to identify results, needed actions and resource requirements and works with others to attain the required resources to achieve results. Records Management – the ability to establish a system of procedure in recording and safekeeping of documents for ease in locating and retrieval of records and documents. Supervision Over Field Personnel – ability to monitor field personnel for work efficient and effective output. Project Supervision and Monitoring – ability to supervise and monitor the on-going projects for submission of accomplishments. Strategic Management – ability to analyze the organization’s competitive position by considering market and industry trends, existing and potential customers and strengths and weaknesses as compared to competitors.




FINANCE SERVICES DEPARTMENT– ACCOUNTING AND BUDGET DIVISION

LEVEL AND POSITIONS




HOW MANY?

FIRST LEVEL Senior Accounting Processor A (SG-12) Accounting Processor A (SG-08) Accounting Processor B (SG-06) Corporate Budget Assistant (SG-08) Liaison Aide (SG-04)





TECHNICAL/PROFESSIONAL 5 5


Database Management – able to organize and manage updated data for easy access Computer Literacy – able to operate standard personal computer and use MS Office programs especially Word and Excel and relevant software applications Written Communication – prepares written material that follows modern business writing rules of style and form, with correct grammar, punctuation, spelling and usage conventions, appropriate for the recipient, being creative and accomplishing its intended purpose Records Management – the ability to establish a system of procedure in recording and safekeeping of documents for ease in locating and retrieval of records and documents Supply and Asset Management – the ability to plan the supply requirement for the entire department, prepare the necessary documents for the procurement, conduct and periodic inventory.

PROFICIENT COMPETENT

SECOND LEVEL Corporate Budget Specialist B (SG-16) Corporate Accountant (SG-15)



BEHAVIORAL Interpersonal Effectiveness – ability to consider the feelings and needs of others, being aware of how one’s own behavior affects others, regardless of gender, position and social status. Attention to details – accomplishes a task thoroughly with concern for all the areas involved no matter how small. Decisiveness – able to make difficult decisions in a timely manner. Self confidence – ability to demonstrate belief in one’s own ideas and capacity to be successful, willingness to take an independent position in the face of opposition. Personal credibility – able to demonstrate concern that one be perceived as responsible, reliable and trustworthy. Ability to learn – ability to assimilate and apply new job-related information and skills to work reality, to create and to solve problems, to try out new behavior to get desired results.



Cost Consciousness – able to show awareness of financial impact of choices and decisions and selects a course of action that ensures meeting the same result at less cost. Stress Management – able to function effectively when under pressure and maintains self control in the face of hostility or provocation. Initiative – able to actively attempt to influence events to achieve goals; self-starting rather than passive acceptance, takes action beyond what is necessarily called for in order to achieve goals; originating action.. Adaptability – ability to being effective while dealing with different people or in various situations, tasks and responsibilities. Networking skills – the ability to build and maintain friendly and cordial relationships or network of contacts with people who are (potentially) useful in achieving utilization of resources. Teamwork – able to adhere and practice team building processes and principles, working togetherness norms in the daily disposal or work duties and responsibilities. TECHNICAL/PROFESSIONAL Accounting Administrative Skills – Capable in recording & filing of Memoranda, Ordinances, Correspondence, Circular, Cases, audits reports & control leave credit & leave application of accounting staff, Prepare communication or Endorsements. Database Management – able to organize and manage updated data for easy access Computer Literacy – able to operate standard personal computer and use MS Office programs especially Word and Excel and relevant software appications Written Communication – prepares written material that follows modern business writing rules of style and form, with correct grammar, punctuation, spelling and usage conventions, appropriate for the recipient, being creative and accomplishing its intended purpose Records Management – the ability to establish a system of procedure in recording and safekeeping of documents for ease in locating and retrieval of records and documents Supply and Asset Management – the ability to plan the supply requirement for the entire department, prepare the necessary documents for the procurement, conduct and periodic inventory.


SUPERVISORIAL/MANAGERIAL Leadership – ability to influence others towards a desired goal or outcome through personal conviction and discipline communicates and adapts the appropriate leadership and interaction style to the situation, guides individuals (subordinates, peers, superiors) or groups towards tasks accomplishment. Managing Change – ability to understand the change process from the

PROFICIENT 2 COMPETENT 2


perspective of the change sponsor, change implementer and change recipient and takes initiative to make a smooth transition from the current to the desired state. Directing – ability to set and provide overall direction in the office; communicates management directives in the office. Coaching – ability to direct, instruct a person or a group of people with the aim to achieve some goals or develop specific skills. Delegating – able to assign tasks and responsibilities to the appropriate person, taking into consideration the capability and maturity level for efficient task accomplishment and employee’s development and growth. Decision Making – ability to identify issues, concerns pertaining to individual personnel in case of complaint or commission of acts contrary to civil service laws, and decide on the appropriate action to be taken. Planning and Coordination – ability to identify results, needed actions and resource requirements and works with others to attain the required resources to achieve results. Records Management – the ability to establish a system of procedure in recording and safekeeping of documents for ease in locating and retrieval of records and documents. Supervision Over Field Personnel – ability to monitor field personnel for work efficient and effective output. Project Supervision and Monitoring – ability to supervise and monitor the on-going projects for submission of accomplishments. Strategic Management – ability to analyze the organization’s competitive position by considering market and industry trends, existing and potential customers and strengths and weaknesses as compared to competitors.

EXECUTIVE / MANAGERIAL RECATEGORIZED FROM C TO B Division Manager B


EXPERT 1 EXPERT 1

BEHAVIORAL Interpersonal Effectiveness – ability to consider the feelings and needs of others, being aware of how one’s own behavior affects others, regardless of



gender, position and social status. Attention to details – accomplishes a task thoroughly with concern for all the areas involved no matter how small. Decisiveness – able to make difficult decisions in a timely manner. Self confidence – ability to demonstrate belief in one’s own ideas and capacity to be successful, willingness to take an independent position in the face of opposition. Personal credibility – able to demonstrate concern that one be perceived as responsible, reliable and trustworthy. Ability to learn – ability to assimilate and apply new job-related information and skills to work reality, to create and to solve problems, to try out new behavior to get desired results. Cost Consciousness – able to show awareness of financial impact of choices and decisions and selects a course of action that ensures meeting the same result at less cost. Stress Management – able to function effectively when under pressure and maintains self control in the face of hostility or provocation. Initiative – able to actively attempt to influence events to achieve goals; self-starting rather than passive acceptance, takes action beyond what is necessarily called for in order to achieve goals; originating action.. Adaptability – ability to being effective while dealing with different people or in various situations, tasks and responsibilities. Networking skills – the ability to build and maintain friendly and cordial relationships or network of contacts with people who are (potentially) useful in achieving utilization of resources. Teamwork – able to adhere and practice team building processes and principles, working togetherness norms in the daily disposal or work duties and responsibilities. TECHNICAL/PROFESSIONAL Accounting Administrative Skills – Capable in recording & filing of Memoranda, Ordinances, Correspondence, Circular, Cases, audits reports & control leave credit & leave application of accounting staff, Prepare communication or Endorsements. Database Management – able to organize and manage updated data for easy access Computer Literacy – able to operate standard personal computer and use MS Office programs especially Word and Excel Written Communication – prepares written material that follows modern business writing rules of style and form, with correct grammar, punctuation, spelling and usage conventions, appropriate for the recipient, being creative and accomplishing its intended purpose Records Management – the ability to establish a system of procedure in recording and safekeeping of documents for ease in locating and retrieval of



records and documents Supply and Asset Management – the ability to plan the supply requirement for the entire department, prepare the necessary documents for the procurement, conduct and periodic inventory. SUPERVISORIAL/MANAGERIAL Leadership – ability to influence others towards a desired goal or outcome through personal conviction and discipline communicates and adapts the appropriate leadership and interaction style to the situation, guides individuals (subordinates, peers, superiors) or groups towards tasks accomplishment. Managing Change – ability to understand the change process from the perspective of the change sponsor, change implementer and change recipient and takes initiative to make a smooth transition from the current to the desired state. Directing – ability to set and provide overall direction in the office; communicates management directives in the office. Coaching – ability to direct, instruct a person or a group of people with the aim to achieve some goals or develop specific skills. Delegating – able to assign tasks and responsibilities to the appropriate person, taking into consideration the capability and maturity level for efficient task accomplishment and employee’s development and growth. Decision Making – ability to identify issues, concerns pertaining to individual personnel in case of complaint or commission of acts contrary to civil service laws, and decide on the appropriate action to be taken. Planning and Coordination – ability to identify results, needed actions and resource requirements and works with others to attain the required resources to achieve results. Records Management – the ability to establish a system of procedure in recording and safekeeping of documents for ease in locating and retrieval of records and documents. Supervision Over Field Personnel – ability to monitor field personnel for work efficient and effective output. Project Supervision and Monitoring – ability to supervise and monitor the on-going projects for submission of accomplishments. Strategic Management – ability to analyze the organization’s competitive position by considering market and industry trends, existing and potential customers and strengths and weaknesses as compared to competitors.

EXPERT 1 EXPERT 1



FINANCE SERVICES DEPARTMENT – CASH MANAGEMENT DIVISION

LEVEL AND POSITIONS



QUANTITY CURRENT IF NONE, WHY? ACTUAL

PROFICIENCY LEVEL

HOW MANY

FIRST LEVEL Cashiering Assistant (SG-08)





TECHNICAL/PROFESSIONAL PROFICIENT 1 COMPETENT 1


Database Management – able to organize and manage updated data for easy access Computer Literacy – able to operate standard personal computer and use MS Office programs especially Word and Excel Written Communication – prepares written material that follows modern business writing rules of style and form, with correct grammar, punctuation, spelling and usage conventions, appropriate for the recipient, being creative and accomplishing its intended purpose Records Management – the ability to establish a system of procedure in recording and safekeeping of documents for ease in locating and retrieval of records and documents Supply and Asset Management – the ability to plan the supply requirement for the entire department, prepare the necessary documents for the procurement, conduct and periodic inventory.

SECOND LEVEL Cashier A (SG-16)



BEHAVIORAL Interpersonal Effectiveness – ability to consider the feelings and needs of others, being aware of how one’s own behavior affects others, regardless of gender, position and social status. Attention to details – accomplishes a task thoroughly with concern for all the areas involved no matter how small. Decisiveness – able to make difficult decisions in a timely manner. Self confidence – ability to demonstrate belief in one’s own ideas and capacity to be successful, willingness to take an independent position in the face of opposition. Personal credibility – able to demonstrate concern that one be perceived as responsible, reliable and trustworthy. Ability to learn – ability to assimilate and apply new job-related information and skills to work reality, to create and to solve problems, to try out new behavior to get desired results. Cost Consciousness – able to show awareness of financial impact of



choices and decisions and selects a course of action that ensures meeting the same result at less cost. Stress Management – able to function effectively when under pressure and maintains self control in the face of hostility or provocation. Initiative – able to actively attempt to influence events to achieve goals; self-starting rather than passive acceptance, takes action beyond what is necessarily called for in order to achieve goals; originating action.. Adaptability – ability to being effective while dealing with different people or in various situations, tasks and responsibilities. Networking skills – the ability to build and maintain friendly and cordial relationships or network of contacts with people who are (potentially) useful in achieving utilization of resources. Teamwork – able to adhere and practice team building processes and principles, working togetherness norms in the daily disposal or work duties and responsibilities. TECHNICAL/PROFESSIONAL Accounting Administrative Skills – Capable in recording & filing of Memoranda, Ordinances, Correspondence, Circular, Cases, audits reports & control leave credit & leave application of accounting staff, Prepare communication or Endorsements. Database Management – able to organize and manage updated data for easy access Computer Literacy – able to operate standard personal computer and use MS Office programs especially Word and Excel Written Communication – prepares written material that follows modern business writing rules of style and form, with correct grammar, punctuation, spelling and usage conventions, appropriate for the recipient, being creative and accomplishing its intended purpose Records Management – the ability to establish a system of procedure in recording and safekeeping of documents for ease in locating and retrieval of records and documents Supply and Asset Management – the ability to plan the supply requirement for the entire department, prepare the necessary documents for the procurement, conduct and periodic inventory.


SUPERVISORIAL/MANAGERIAL Leadership – ability to influence others towards a desired goal or outcome through personal conviction and discipline communicates and adapts the appropriate leadership and interaction style to the situation, guides individuals (subordinates, peers, superiors) or groups towards tasks accomplishment. Managing Change – ability to understand the change process from the perspective of the change sponsor, change implementer and change recipient and takes initiative to make a smooth transition from the current to the desired



state. Directing – ability to set and provide overall direction in the office; communicates management directives in the office. Coaching – ability to direct, instruct a person or a group of people with the aim to achieve some goals or develop specific skills. Delegating – able to assign tasks and responsibilities to the appropriate person, taking into consideration the capability and maturity level for efficient task accomplishment and employee’s development and growth. Decision Making – ability to identify issues, concerns pertaining to individual personnel in case of complaint or commission of acts contrary to civil service laws, and decide on the appropriate action to be taken. Planning and Coordination – ability to identify results, needed actions and resource requirements and works with others to attain the required resources to achieve results. Records Management – the ability to establish a system of procedure in recording and safekeeping of documents for ease in locating and retrieval of records and documents. Supervision Over Field Personnel – ability to monitor field personnel for work efficient and effective output. Project Supervision and Monitoring – ability to supervise and monitor the on-going projects for submission of accomplishments. Strategic Management – ability to analyze the organization’s competitive position by considering market and industry trends, existing and potential customers and strengths and weaknesses as compared to competitors.

EXECUTIVE / MANAGERIAL Division Manager B (SG-23) (NEW)



BEHAVIORAL Interpersonal Effectiveness – ability to consider the feelings and needs of others, being aware of how one’s own behavior affects others, regardless of gender, position and social status.



Attention to details – accomplishes a task thoroughly with concern for all the areas involved no matter how small. Decisiveness – able to make difficult decisions in a timely manner. Self confidence – ability to demonstrate belief in one’s own ideas and capacity to be successful, willingness to take an independent position in the face of opposition. Personal credibility – able to demonstrate concern that one be perceived as responsible, reliable and trustworthy. Ability to learn – ability to assimilate and apply new job-related information and skills to work reality, to create and to solve problems, to try out new behavior to get desired results. Cost Consciousness – able to show awareness of financial impact of choices and decisions and selects a course of action that ensures meeting the same result at less cost. Stress Management – able to function effectively when under pressure and maintains self control in the face of hostility or provocation. Initiative – able to actively attempt to influence events to achieve goals; self-starting rather than passive acceptance, takes action beyond what is necessarily called for in order to achieve goals; originating action.. Adaptability – ability to being effective while dealing with different people or in various situations, tasks and responsibilities. Networking skills – the ability to build and maintain friendly and cordial relationships or network of contacts with people who are (potentially) useful in achieving utilization of resources. Teamwork – able to adhere and practice team building processes and principles, working togetherness norms in the daily disposal or work duties and responsibilities. TECHNICAL/PROFESSIONAL Accounting Administrative Skills – Capable in recording & filing of Memoranda, Ordinances, Correspondence, Circular, Cases, audits reports & control leave credit & leave application of accounting staff, Prepare communication or Endorsements. Database Management – able to organize and manage updated data for easy access Computer Literacy – able to operate standard personal computer and use MS Office programs especially Word and Excel Written Communication – prepares written material that follows modern business writing rules of style and form, with correct grammar, punctuation, spelling and usage conventions, appropriate for the recipient, being creative and accomplishing its intended purpose Records Management – the ability to establish a system of procedure in recording and safekeeping of documents for ease in locating and retrieval of records and documents



Supply and Asset Management – the ability to plan the supply requirement for the entire department, prepare the necessary documents for the procurement, conduct and periodic inventory. SUPERVISORIAL/MANAGERIAL Leadership – ability to influence others towards a desired goal or outcome through personal conviction and discipline communicates and adapts the appropriate leadership and interaction style to the situation, guides individuals (subordinates, peers, superiors) or groups towards tasks accomplishment. Managing Change – ability to understand the change process from the perspective of the change sponsor, change implementer and change recipient and takes initiative to make a smooth transition from the current to the desired state. Directing – ability to set and provide overall direction in the office; communicates management directives in the office. Coaching – ability to direct, instruct a person or a group of people with the aim to achieve some goals or develop specific skills. Delegating – able to assign tasks and responsibilities to the appropriate person, taking into consideration the capability and maturity level for efficient task accomplishment and employee’s development and growth. Decision Making – ability to identify issues, concerns pertaining to individual personnel in case of complaint or commission of acts contrary to civil service laws, and decide on the appropriate action to be taken. Planning and Coordination – ability to identify results, needed actions and resource requirements and works with others to attain the required resources to achieve results. Records Management – the ability to establish a system of procedure in recording and safekeeping of documents for ease in locating and retrieval of records and documents. Supervision Over Field Personnel – ability to monitor field personnel for work efficient and effective output. Project Supervision and Monitoring – ability to supervise and monitor the on-going projects for submission of accomplishments. Strategic Management – ability to analyze the organization’s competitive position by considering market and industry trends, existing and potential customers and strengths and weaknesses as compared to competitors.




COMMERCIAL SERVICES DEPARTMENT – CUSTOMER ACCOUNTS AND SERVICING DIVISIONS

LEVEL AND POSITIONS




PROFICIENCY LEVEL

HOW MANY

FIRST LEVEL


(9) Customer Service Assistant B (SG-10) (2) Customer Service Assistant E (SG-04) (2) Utilities Service Assistant C (SG-08) (2) Utilities Service Assistant E (SG-04)

CUSTOMER SERVICING DIVISION

Customer Service Assistant A (SG-12) (2) Customer Service


EXPERT 18 PROFICIENT 18

BEHAVIORAL Interpersonal Effectiveness – ability to consider the feelings and needs of others, being aware of how one’s own behavior affects others, regardless of gender, position and social status. Attention to details – accomplishes a task thoroughly with concern for all the areas involved no matter how small. Decisiveness – able to make difficult decisions in a timely manner. Self confidence – ability to demonstrate belief in one’s own ideas and capacity to be successful, willingness to take an independent position in the face of opposition. Personal credibility – able to demonstrate concern that one be perceived as responsible, reliable and trustworthy. Ability to learn – ability to assimilate and apply new job-related information and skills to work reality, to create and to solve problems, to try out new behavior to get desired results. Teamwork – able to adhere and practice team building processes and principles, working togetherness norms in the daily disposal or work duties



Assistant A (SG-10)

and responsibilities. TECHNICAL/PROFESSIONAL Accounting Administrative Skills – Capable in recording & filing of Memoranda, Ordinances, Correspondence, Circular, Cases, audits reports & control leave credit & leave application of accounting staff, Prepare communication or Endorsements. Database Management – able to organize and manage updated data for easy access Computer Literacy – able to operate standard personal computer and use MS Office programs especially Word and Excel Written Communication – prepares written material that follows modern business writing rules of style and form, with correct grammar, punctuation, spelling and usage conventions, appropriate for the recipient, being creative and accomplishing its intended purpose Records Management – the ability to establish a system of procedure in recording and safekeeping of documents for ease in locating and retrieval of records and documents Supply and Asset Management – the ability to plan the supply requirement for the entire department, prepare the necessary documents for the procurement, conduct and periodic inventory.


SECOND LEVEL


Customer Service Officer A (SG-20)



BEHAVIORAL Interpersonal Effectiveness – ability to consider the feelings and needs of others, being aware of how one’s own behavior affects others, regardless of gender, position and social status. Attention to details – accomplishes a task thoroughly with concern for all the areas involved no matter how small. Decisiveness – able to make difficult decisions in a timely manner. Self confidence – ability to demonstrate belief in one’s own ideas and capacity to be successful, willingness to take an independent position in the



face of opposition. Personal credibility – able to demonstrate concern that one be perceived as responsible, reliable and trustworthy. Ability to learn – ability to assimilate and apply new job-related information and skills to work reality, to create and to solve problems, to try out new behavior to get desired results. Cost Consciousness – able to show awareness of financial impact of choices and decisions and selects a course of action that ensures meeting the same result at less cost. Stress Management – able to function effectively when under pressure and maintains self control in the face of hostility or provocation. Initiative – able to actively attempt to influence events to achieve goals; self-starting rather than passive acceptance, takes action beyond what is necessarily called for in order to achieve goals; originating action.. Adaptability – ability to being effective while dealing with different people or in various situations, tasks and responsibilities. Networking skills – the ability to build and maintain friendly and cordial relationships or network of contacts with people who are (potentially) useful in achieving utilization of resources. Teamwork – able to adhere and practice team building processes and principles, working togetherness norms in the daily disposal or work duties and responsibilities. TECHNICAL/PROFESSIONAL Accounting Administrative Skills – Capable in recording & filing of Memoranda, Ordinances, Correspondence, Circular, Cases, audits reports & control leave credit & leave application of accounting staff, Prepare communication or Endorsements. Database Management – able to organize and manage updated data for easy access Computer Literacy – able to operate standard personal computer and use MS Office programs especially Word and Excel and relevant software applications Written Communication – prepares written material that follows modern business writing rules of style and form, with correct grammar, punctuation, spelling and usage conventions, appropriate for the recipient, being creative and accomplishing its intended purpose Records Management – the ability to establish a system of procedure in recording and safekeeping of documents for ease in locating and retrieval of records and documents Supply and Asset Management – the ability to plan the supply requirement for the entire department, prepare the necessary documents for the procurement, conduct and periodic inventory.





EXECUTIVE/ MANAGERIAL RECATEGORIZED FROM C TO B Division Manager B (SG-23) – Customer Accounts

ORGANIZATIONAL/CORE Integrity – able to maintain and promote social, ethical and organizational norms in conducting internal and external business activities. Results Orientation – able to define realistic set of goals by taking responsibility in order to deliver outputs on a specified time. Customer Orientation – able to take effort to discover and meet needs of internal and external clients. Performance Stability – able to consistently meet the day-to-day demands of the job. Organizational Understanding of the Firm – able to define and discuss the firm’s history, vision, mission, strategic goals, functions organizational structure, key players, leadership, major policies and guidelines to be able to

EXPERT 2 EXPERT 2


Division Manager B (SG-23) – Customer Servicing

operate effectively within the organization BEHAVIORAL Interpersonal Effectiveness – ability to consider the feelings and needs of others, being aware of how one’s own behavior affects others, regardless of gender, position and social status. Attention to details – accomplishes a task thoroughly with concern for all the areas involved no matter how small. Decisiveness – able to make difficult decisions in a timely manner. Self confidence – ability to demonstrate belief in one’s own ideas and capacity to be successful, willingness to take an independent position in the face of opposition. Personal credibility – able to demonstrate concern that one be perceived as responsible, reliable and trustworthy. Ability to learn – ability to assimilate and apply new job-related information and skills to work reality, to create and to solve problems, to try out new behavior to get desired results. Cost Consciousness – able to show awareness of financial impact of choices and decisions and selects a course of action that ensures meeting the same result at less cost. Stress Management – able to function effectively when under pressure and maintains self control in the face of hostility or provocation. Initiative – able to actively attempt to influence events to achieve goals; self-starting rather than passive acceptance, takes action beyond what is necessarily called for in order to achieve goals; originating action.. Adaptability – ability to being effective while dealing with different people or in various situations, tasks and responsibilities. Networking skills – the ability to build and maintain friendly and cordial relationships or network of contacts with people who are (potentially) useful in achieving utilization of resources. Teamwork – able to adhere and practice team building processes and principles, working togetherness norms in the daily disposal or work duties and responsibilities.


TECHNICAL/PROFESSIONAL Accounting Administrative Skills – Capable in recording & filing of Memoranda, Ordinances, Correspondence, Circular, Cases, audits reports & control leave credit & leave application of accounting staff, Prepare communication or Endorsements. Database Management – able to organize and manage updated data for easy access Computer Literacy – able to operate standard personal computer and use MS Office programs especially Word and Excel Written Communication – prepares written material that follows modern business writing rules of style and form, with correct grammar, punctuation, spelling and usage conventions, appropriate for the recipient, being creative



and accomplishing its intended purpose Records Management – the ability to establish a system of procedure in recording and safekeeping of documents for ease in locating and retrieval of records and documents Supply and Asset Management – the ability to plan the supply requirement for the entire department, prepare the necessary documents for the procurement, conduct and periodic inventory. SUPERVISORIAL/MANAGERIAL Leadership – ability to influence others towards a desired goal or outcome through personal conviction and discipline communicates and adapts the appropriate leadership and interaction style to the situation, guides individuals (subordinates, peers, superiors) or groups towards tasks accomplishment. Managing Change – ability to understand the change process from the perspective of the change sponsor, change implementer and change recipient and takes initiative to make a smooth transition from the current to the desired state. Directing – ability to set and provide overall direction in the office; communicates management directives in the office. Coaching – ability to direct, instruct a person or a group of people with the aim to achieve some goals or develop specific skills. Delegating – able to assign tasks and responsibilities to the appropriate person, taking into consideration the capability and maturity level for efficient task accomplishment and employee’s development and growth. Decision Making – ability to identify issues, concerns pertaining to individual personnel in case of complaint or commission of acts contrary to civil service laws, and decide on the appropriate action to be taken. Planning and Coordination – ability to identify results, needed actions and resource requirements and works with others to attain the required resources to achieve results. Records Management – the ability to establish a system of procedure in recording and safekeeping of documents for ease in locating and retrieval of records and documents. Supervision Over Field Personnel – ability to monitor field personnel for work efficient and effective output. Project Supervision and Monitoring – ability to supervise and monitor the on-going projects for submission of accomplishments. Strategic Management – ability to analyze the organization’s competitive position by considering market and industry trends, existing and potential customers and strengths and weaknesses as compared to competitors.




ENGINEERING AND OPERATIONS DEPARTMENT– WATER RESOURCES DIVISION

LEVEL AND POSITIONS




PROFICIENCY LEVEL

HOW MANY

FIRST LEVEL Senior Laboratory Technician (SG-12) Water Resources Facilities Technician (SG-11) (2) Senior Water Resources Facilities Operator A (SG-10) (6) Water Resources Facilities Operator A (SG-08) Forest Assistant B (SG-08) Instrument Technician A (SG-08) Laboratory Technician A (SG-08) (2) Water Resources Facilities Operator C (SG-04) (2) Industrial Security Guard (SG-03)





TECHNICAL/PROFESSIONAL PROFICIENT 17 PROFICIENT 17



SECOND LEVEL (2) Water Utilities Management Officer A (SG-16)






the same result at less cost. Stress Management – able to function effectively when under pressure and maintains self control in the face of hostility or provocation. Initiative – able to actively attempt to influence events to achieve goals; self-starting rather than passive acceptance, takes action beyond what is necessarily called for in order to achieve goals; originating action.. Adaptability – ability to being effective while dealing with different people or in various situations, tasks and responsibilities. Networking skills – the ability to build and maintain friendly and cordial relationships or network of contacts with people who are (potentially) useful in achieving utilization of resources. Teamwork – able to adhere and practice team building processes and principles, working togetherness norms in the daily disposal or work duties and responsibilities. TECHNICAL/PROFESSIONAL Data Gathering – Able to generate and validate data from primary and secondary sources. Coordination – Able to identify results needed actions and resource requirements and works with others to attain the required resources to achieve results Workshop facilitation – able to lead group discussion using group process skills so that tasks, relationships and individual needs and issues are addressed Presentation skills – Able to present an articulate to different audiences proposed plans, projects, monitoring reports, etc. Computer Literacy – able to operate standard personal computer and use MS Office programs especially Word and Excel Data Consolidation – ability to gather data from field and present this to decision makers Spatial Analysis – Able to identify needs, issues, concerns, determined thru their spatial relationships Monitoring and Evaluation – Able to create monitoring and evaluation plans and tools, takes action to monitor or regulate processes tasks or activities; keeps track of delegated assignment to measure efficiency and effectiveness of works and activities, outcomes and impact of benefit Database Management – able to organize and manage updated data for easy access Written Communication – prepares written material that follows modern business writing rules of style and form, with correct grammar, punctuation, spelling and usage conventions, appropriate for the recipient, being creative and accomplishing its intended purpose..


SUPERVISORIAL/MANAGERIAL PROFICIENT 2 PROFICIENT 2


Leadership – ability to influence others towards a desired goal or outcome through personal conviction and discipline communicates and adapts the appropriate leadership and interaction style to the situation, guides individuals (subordinates, peers, superiors) or groups towards tasks accomplishment. Managing Change – ability to understand the change process from the perspective of the change sponsor, change implementer and change recipient and takes initiative to make a smooth transition from the current to the desired state. Directing – ability to set and provide overall direction in the office; communicates management directives in the office. Coaching – ability to direct, instruct a person or a group of people with the aim to achieve some goals or develop specific skills. Delegating – able to assign tasks and responsibilities to the appropriate person, taking into consideration the capability and maturity level for efficient task accomplishment and employee’s development and growth. Decision Making – ability to identify issues, concerns pertaining to individual personnel in case of complaint or commission of acts contrary to civil service laws, and decide on the appropriate action to be taken. Planning and Coordination – ability to identify results, needed actions and resource requirements and works with others to attain the required resources to achieve results. Records Management – the ability to establish a system of procedure in recording and safekeeping of documents for ease in locating and retrieval of records and documents. Supervision Over Field Personnel – ability to monitor field personnel for work efficient and effective output. Project Supervision and Monitoring – ability to supervise and monitor the on-going projects for submission of accomplishments. Strategic Management – ability to analyze the organization’s competitive position by considering market and industry trends, existing and potential customers and strengths and weaknesses as compared to competitors.


ORGANIZATIONAL/CORE Integrity – able to maintain and promote social, ethical and organizational norms in conducting internal and external business activities. Results Orientation – able to define realistic set of goals by taking responsibility in order to deliver outputs on a specified time. Customer Orientation – able to take effort to discover and meet needs of internal and external clients. Performance Stability – able to consistently meet the day-to-day demands of the job. Organizational Understanding of the Firm – able to define and discuss the firm’s history, vision, mission, strategic goals, functions organizational structure, key players, leadership, major policies and guidelines to be able to

EXPERT 1 EXPERT 1


operate effectively within the organization BEHAVIORAL Interpersonal Effectiveness – ability to consider the feelings and needs of others, being aware of how one’s own behavior affects others, regardless of gender, position and social status. Attention to details – accomplishes a task thoroughly with concern for all the areas involved no matter how small. Decisiveness – able to make difficult decisions in a timely manner. Self confidence – ability to demonstrate belief in one’s own ideas and capacity to be successful, willingness to take an independent position in the face of opposition. Personal credibility – able to demonstrate concern that one be perceived as responsible, reliable and trustworthy. Ability to learn – ability to assimilate and apply new job-related information and skills to work reality, to create and to solve problems, to try out new behavior to get desired results. Cost Consciousness – able to show awareness of financial impact of choices and decisions and selects a course of action that ensures meeting the same result at less cost. Stress Management – able to function effectively when under pressure and maintains self control in the face of hostility or provocation. Initiative – able to actively attempt to influence events to achieve goals; self-starting rather than passive acceptance, takes action beyond what is necessarily called for in order to achieve goals; originating action.. Adaptability – ability to being effective while dealing with different people or in various situations, tasks and responsibilities. Networking skills – the ability to build and maintain friendly and cordial relationships or network of contacts with people who are (potentially) useful in achieving utilization of resources. Teamwork – able to adhere and practice team building processes and principles, working togetherness norms in the daily disposal or work duties and responsibilities.


TECHNICAL/PROFESSIONAL Data Gathering – Able to generate and validate data from primary and secondary sources. Technical writing / Editing skills – Able to prepare, edit reports and documents in relation to a technical topic, able to present data information and conclusions in a manner that is understandable and comprehensible even to non technical audience Analytical skills – Able to present existing situations, make comparisons, cite trends and explain their significance Statistical Skills – ability to perform the basic statistics, compute and



arrange data in an orderly manner for easy understanding.. Coordination – Able to identify results needed actions and resource requirements and works with others to attain the required resources to achieve results Workshop facilitation – able to lead group discussion using group process skills so that tasks, relationships and individual needs and issues are addressed Presentation skills – Able to present an articulate to different audiences proposed plans, projects, monitoring reports, etc. Computer Literacy – able to operate standard personal computer and use MS Office programs especially Word and Excel Data Consolidation – ability to gather data from field and present this to decision makers Spatial Analysis – Able to identify needs, issues, concerns, determined thru their spatial relationships Monitoring and Evaluation – Able to create monitoring and evaluation plans and tools, takes action to monitor or regulate processes tasks or activities; keeps track of delegated assignment to measure efficiency and effectiveness of works and activities, outcomes and impact of benefit Database Management – able to organize and manage updated data for easy access Written Communication – prepares written material that follows modern business writing rules of style and form, with correct grammar, punctuation, spelling and usage conventions, appropriate for the recipient, being creative and accomplishing its intended purpose. SUPERVISORIAL/MANAGERIAL Leadership – ability to influence others towards a desired goal or outcome through personal conviction and discipline communicates and adapts the appropriate leadership and interaction style to the situation, guides individuals (subordinates, peers, superiors) or groups towards tasks accomplishment. Managing Change – ability to understand the change process from the perspective of the change sponsor, change implementer and change recipient and takes initiative to make a smooth transition from the current to the desired state. Directing – ability to set and provide overall direction in the office; communicates management directives in the office. Coaching – ability to direct, instruct a person or a group of people with the aim to achieve some goals or develop specific skills. Delegating – able to assign tasks and responsibilities to the appropriate person, taking into consideration the capability and maturity level for efficient task accomplishment and employee’s development and growth. Decision Making – ability to identify issues, concerns pertaining to individual personnel in case of complaint or commission of acts contrary to civil service



laws, and decide on the appropriate action to be taken. Planning and Coordination – ability to identify results, needed actions and resource requirements and works with others to attain the required resources to achieve results. Records Management – the ability to establish a system of procedure in recording and safekeeping of documents for ease in locating and retrieval of records and documents. Supervision Over Field Personnel – ability to monitor field personnel for work efficient and effective output. Project Supervision and Monitoring – ability to supervise and monitor the on-going projects for submission of accomplishments. Strategic Management – ability to analyze the organization’s competitive position by considering market and industry trends, existing and potential customers and strengths and weaknesses as compared to competitors.



ENGINEERING AND OPERATIONS DEPARTMENT–CONSTRUCTIONAND PLANNING AND DESIGNS DIVISIONS

LEVEL AND POSITIONS




PROFICIENCY LEVEL

HOW MANY

FIRST LEVEL


(2) Senior Water Maintenance Man A (SG-12) (2) Water Maintenance Man A (SG-08) Engineering Aide B (SG-04) (2) Driver (SG-04)


Senior Draftsman (SG-11) Draftsman B (SG-06) Engineering Assistant B (SG-08) (3) Engineering Aide B





TECHNICAL/PROFESSIONAL PROFICIENT 13 COMPETENT 13


(SG-04)

Data Gathering – Able to generate and validate data from primary and secondary sources. Analytical skills – Able to present existing situations, make comparisons, cite trends and explain their significance Statistical Skills – ability to perform the basic statistics, compute and arrange data in an orderly manner for easy understanding.. Coordination – Able to identify results needed actions and resource requirements and works with others to attain the required resources to achieve results Computer Literacy – able to operate standard personal computer and use MS Office programs especially Word and Excel and relevant software applications Data Consolidation – ability to gather data from field and present this to decision makers Database Management – able to organize and manage updated data for easy access Written Communication – prepares written material that follows modern business writing rules of style and form, with correct grammar, punctuation, spelling and usage conventions, appropriate for the recipient, being creative and accomplishing its intended purpose.

SECOND LEVEL


(2) Water Maintenance Head (SG-16) Construction Foreman (SG-15)


Senior Engineer A (SG-16) (2) Senior Engineer B (SG-15)



BEHAVIORAL Interpersonal Effectiveness – ability to consider the feelings and needs of others, being aware of how one’s own behavior affects others, regardless of gender, position and social status. Attention to details – accomplishes a task thoroughly with concern for all the areas involved no matter how small. Decisiveness – able to make difficult decisions in a timely manner. Self confidence – ability to demonstrate belief in one’s own ideas and capacity to be successful, willingness to take an independent position in the face of opposition.



Personal credibility – able to demonstrate concern that one be perceived as responsible, reliable and trustworthy. Ability to learn – ability to assimilate and apply new job-related information and skills to work reality, to create and to solve problems, to try out new behavior to get desired results. Cost Consciousness – able to show awareness of financial impact of choices and decisions and selects a course of action that ensures meeting the same result at less cost. Stress Management – able to function effectively when under pressure and maintains self control in the face of hostility or provocation. Initiative – able to actively attempt to influence events to achieve goals; self-starting rather than passive acceptance, takes action beyond what is necessarily called for in order to achieve goals; originating action.. Adaptability – ability to being effective while dealing with different people or in various situations, tasks and responsibilities. Networking skills – the ability to build and maintain friendly and cordial relationships or network of contacts with people who are (potentially) useful in achieving utilization of resources. Teamwork – able to adhere and practice team building processes and principles, working togetherness norms in the daily disposal or work duties and responsibilities. TECHNICAL/PROFESSIONAL Data Gathering – Able to generate and validate data from primary and secondary sources. Technical writing / Editing skills – Able to prepare, edit reports and documents in relation to a technical topic, able to present data information and conclusions in a manner that is understandable and comprehensible even to non technical audience Analytical skills – Able to present existing situations, make comparisons, cite trends and explain their significance Statistical Skills – ability to perform the basic statistics, compute and arrange data in an orderly manner for easy understanding.. Coordination – Able to identify results needed actions and resource requirements and works with others to attain the required resources to achieve results Workshop facilitation – able to lead group discussion using group process skills so that tasks, relationships and individual needs and issues are addressed Presentation skills – Able to present an articulate to different audiences proposed plans, projects, monitoring reports, etc. Computer Literacy – able to operate standard personal computer and use MS Office programs especially Word and Excel Data Consolidation – ability to gather data from field and present this to



decision makers Spatial Analysis – Able to identify needs, issues, concerns, determined thru their spatial relationships Monitoring and Evaluation – Able to create monitoring and evaluation plans and tools, takes action to monitor or regulate processes tasks or activities; keeps track of delegated assignment to measure efficiency and effectiveness of works and activities, outcomes and impact of benefit Database Management – able to organize and manage updated data for easy access Written Communication – prepares written material that follows modern business writing rules of style and form, with correct grammar, punctuation, spelling and usage conventions, appropriate for the recipient, being creative and accomplishing its intended purpose. SUPERVISORIAL/MANAGERIAL Leadership – ability to influence others towards a desired goal or outcome through personal conviction and discipline communicates and adapts the appropriate leadership and interaction style to the situation, guides individuals (subordinates, peers, superiors) or groups towards tasks accomplishment. Managing Change – ability to understand the change process from the perspective of the change sponsor, change implementer and change recipient and takes initiative to make a smooth transition from the current to the desired state. Directing – ability to set and provide overall direction in the office; communicates management directives in the office. Coaching – ability to direct, instruct a person or a group of people with the aim to achieve some goals or develop specific skills. Delegating – able to assign tasks and responsibilities to the appropriate person, taking into consideration the capability and maturity level for efficient task accomplishment and employee’s development and growth. Decision Making – ability to identify issues, concerns pertaining to individual personnel in case of complaint or commission of acts contrary to civil service laws, and decide on the appropriate action to be taken. Planning and Coordination – ability to identify results, needed actions and resource requirements and works with others to attain the required resources to achieve results. Records Management – the ability to establish a system of procedure in recording and safekeeping of documents for ease in locating and retrieval of records and documents. Supervision Over Field Personnel – ability to monitor field personnel for work efficient and effective output. Project Supervision and Monitoring – ability to supervise and monitor the on-going projects for submission of accomplishments. Strategic Management – ability to analyze the organization’s competitive



position by considering market and industry trends, existing and potential customers and strengths and weaknesses as compared to competitors.

EXECUTIVE / MANAGERIAL RECATEGORIZED FROM C TO B: Division Manager B (SG-23) – Construction Division Division Manager B (SG-23) – Planning and Design Division


EXPERT 2 EXPERT 2

BEHAVIORAL Interpersonal Effectiveness – ability to consider the feelings and needs of others, being aware of how one’s own behavior affects others, regardless of gender, position and social status. Attention to details – accomplishes a task thoroughly with concern for all the areas involved no matter how small. Decisiveness – able to make difficult decisions in a timely manner. Self confidence – ability to demonstrate belief in one’s own ideas and capacity to be successful, willingness to take an independent position in the face of opposition. Personal credibility – able to demonstrate concern that one be perceived as responsible, reliable and trustworthy. Ability to learn – ability to assimilate and apply new job-related information and skills to work reality, to create and to solve problems, to try out new behavior to get desired results. Cost Consciousness – able to show awareness of financial impact of choices and decisions and selects a course of action that ensures meeting the same result at less cost. Stress Management – able to function effectively when under pressure and maintains self control in the face of hostility or provocation. Initiative – able to actively attempt to influence events to achieve goals; self-starting rather than passive acceptance, takes action beyond what is necessarily called for in order to achieve goals; originating action.. Adaptability – ability to being effective while dealing with different people or in various situations, tasks and responsibilities. Networking skills – the ability to build and maintain friendly and cordial relationships or network of contacts with people who are (potentially) useful in achieving utilization of resources.



Teamwork – able to adhere and practice team building processes and principles, working togetherness norms in the daily disposal or work duties and responsibilities. TECHNICAL/PROFESSIONAL Data Gathering – Able to generate and validate data from primary and secondary sources. Technical writing / Editing skills – Able to prepare, edit reports and documents in relation to a technical topic, able to present data information and conclusions in a manner that is understandable and comprehensible even to non technical audience Analytical skills – Able to present existing situations, make comparisons, cite trends and explain their significance Statistical Skills – ability to perform the basic statistics, compute and arrange data in an orderly manner for easy understanding.. Coordination – Able to identify results needed actions and resource requirements and works with others to attain the required resources to achieve results Workshop facilitation – able to lead group discussion using group process skills so that tasks, relationships and individual needs and issues are addressed Presentation skills – Able to present an articulate to different audiences proposed plans, projects, monitoring reports, etc. Computer Literacy – able to operate standard personal computer and use MS Office programs especially Word and Excel and relevant software applications Data Consolidation – ability to gather data from field and present this to decision makers Spatial Analysis – Able to identify needs, issues, concerns, determined thru their spatial relationships Monitoring and Evaluation – Able to create monitoring and evaluation plans and tools, takes action to monitor or regulate processes tasks or activities; keeps track of delegated assignment to measure efficiency and effectiveness of works and activities, outcomes and impact of benefit Database Management – able to organize and manage updated data for easy access Written Communication – prepares written material that follows modern business writing rules of style and form, with correct grammar, punctuation, spelling and usage conventions, appropriate for the recipient, being creative and accomplishing its intended purpose.


SUPERVISORIAL/MANAGERIAL Leadership – ability to influence others towards a desired goal or outcome through personal conviction and discipline communicates and adapts the



appropriate leadership and interaction style to the situation, guides individuals (subordinates, peers, superiors) or groups towards tasks accomplishment. Managing Change – ability to understand the change process from the perspective of the change sponsor, change implementer and change recipient and takes initiative to make a smooth transition from the current to the desired state. Directing – ability to set and provide overall direction in the office; communicates management directives in the office. Coaching – ability to direct, instruct a person or a group of people with the aim to achieve some goals or develop specific skills. Delegating – able to assign tasks and responsibilities to the appropriate person, taking into consideration the capability and maturity level for efficient task accomplishment and employee’s development and growth. Decision Making – ability to identify issues, concerns pertaining to individual personnel in case of complaint or commission of acts contrary to civil service laws, and decide on the appropriate action to be taken. Planning and Coordination – ability to identify results, needed actions and resource requirements and works with others to attain the required resources to achieve results. Records Management – the ability to establish a system of procedure in recording and safekeeping of documents for ease in locating and retrieval of records and documents. Supervision Over Field Personnel – ability to monitor field personnel for work efficient and effective output. Project Supervision and Monitoring – ability to supervise and monitor the on-going projects for submission of accomplishments. Strategic Management – ability to analyze the organization’s competitive position by considering market and industry trends, existing and potential customers and strengths and weaknesses as compared to competitors.



ENGINEERING AND OPERATIONS –MAINTENANCE DIVISION

LEVEL AND POSITIONS




PROFICIENCY LEVEL

HOW MANY

FIRST LEVEL (3) Senior Water Maintenance Man A (SG-12) (5) Water Maintenance Man A (SG-08) (2) Driver (SG-04) Utility Worker A (SG-03) (3) Utility Worker B (SG-01)





TECHNICAL/PROFESSIONAL COMPETENT 14 COMPETENT 14



SECOND LEVEL (2) Water Maintenance Head (SG-16) Water Maintenance Foreman (SG-14)






the same result at less cost. Stress Management – able to function effectively when under pressure and maintains self control in the face of hostility or provocation. Initiative – able to actively attempt to influence events to achieve goals; self-starting rather than passive acceptance, takes action beyond what is necessarily called for in order to achieve goals; originating action.. Adaptability – ability to being effective while dealing with different people or in various situations, tasks and responsibilities. Networking skills – the ability to build and maintain friendly and cordial relationships or network of contacts with people who are (potentially) useful in achieving utilization of resources. Teamwork – able to adhere and practice team building processes and principles, working togetherness norms in the daily disposal or work duties and responsibilities. TECHNICAL/PROFESSIONAL Data Gathering – Able to generate and validate data from primary and secondary sources. Coordination – Able to identify results needed actions and resource requirements and works with others to attain the required resources to achieve results Workshop facilitation – able to lead group discussion using group process skills so that tasks, relationships and individual needs and issues are addressed Presentation skills – Able to present an articulate to different audiences proposed plans, projects, monitoring reports, etc. Computer Literacy – able to operate standard personal computer and use MS Office programs especially Word and Excel and relevant software applications Data Consolidation – ability to gather data from field and present this to decision makers Spatial Analysis – Able to identify needs, issues, concerns, determined thru their spatial relationships Monitoring and Evaluation – Able to create monitoring and evaluation plans and tools, takes action to monitor or regulate processes tasks or activities; keeps track of delegated assignment to measure efficiency and effectiveness of works and activities, outcomes and impact of benefit Database Management – able to organize and manage updated data for easy access Written Communication – prepares written material that follows modern business writing rules of style and form, with correct grammar, punctuation, spelling and usage conventions, appropriate for the recipient, being creative and accomplishing its intended purpose..






ORGANIZATIONAL/CORE Integrity – able to maintain and promote social, ethical and organizational norms in conducting internal and external business activities. Results Orientation – able to define realistic set of goals by taking responsibility in order to deliver outputs on a specified time. Customer Orientation – able to take effort to discover and meet needs of internal and external clients. Performance Stability – able to consistently meet the day-to-day demands of the job. Organizational Understanding of the Firm – able to define and discuss the

EXPERT 1 EXPERT 1


firm’s history, vision, mission, strategic goals, functions organizational structure, key players, leadership, major policies and guidelines to be able to operate effectively within the organization BEHAVIORAL Interpersonal Effectiveness – ability to consider the feelings and needs of others, being aware of how one’s own behavior affects others, regardless of gender, position and social status. Attention to details – accomplishes a task thoroughly with concern for all the areas involved no matter how small. Decisiveness – able to make difficult decisions in a timely manner. Self confidence – ability to demonstrate belief in one’s own ideas and capacity to be successful, willingness to take an independent position in the face of opposition. Personal credibility – able to demonstrate concern that one be perceived as responsible, reliable and trustworthy. Ability to learn – ability to assimilate and apply new job-related information and skills to work reality, to create and to solve problems, to try out new behavior to get desired results. Cost Consciousness – able to show awareness of financial impact of choices and decisions and selects a course of action that ensures meeting the same result at less cost. Stress Management – able to function effectively when under pressure and maintains self control in the face of hostility or provocation. Initiative – able to actively attempt to influence events to achieve goals; self-starting rather than passive acceptance, takes action beyond what is necessarily called for in order to achieve goals; originating action.. Adaptability – ability to being effective while dealing with different people or in various situations, tasks and responsibilities. Networking skills – the ability to build and maintain friendly and cordial relationships or network of contacts with people who are (potentially) useful in achieving utilization of resources. Teamwork – able to adhere and practice team building processes and principles, working togetherness norms in the daily disposal or work duties and responsibilities.


TECHNICAL/PROFESSIONAL Data Gathering – Able to generate and validate data from primary and secondary sources. Technical writing / Editing skills – Able to prepare, edit reports and documents in relation to a technical topic, able to present data information and conclusions in a manner that is understandable and comprehensible even to non technical audience Analytical skills – Able to present existing situations, make comparisons,



cite trends and explain their significance Statistical Skills – ability to perform the basic statistics, compute and arrange data in an orderly manner for easy understanding.. Coordination – Able to identify results needed actions and resource requirements and works with others to attain the required resources to achieve results Workshop facilitation – able to lead group discussion using group process skills so that tasks, relationships and individual needs and issues are addressed Presentation skills – Able to present an articulate to different audiences proposed plans, projects, monitoring reports, etc. Computer Literacy – able to operate standard personal computer and use MS Office programs especially Word and Excel and relevant software applications Data Consolidation – ability to gather data from field and present this to decision makers Spatial Analysis – Able to identify needs, issues, concerns, determined thru their spatial relationships Monitoring and Evaluation – Able to create monitoring and evaluation plans and tools, takes action to monitor or regulate processes tasks or activities; keeps track of delegated assignment to measure efficiency and effectiveness of works and activities, outcomes and impact of benefit Database Management – able to organize and manage updated data for easy access Written Communication – prepares written material that follows modern business writing rules of style and form, with correct grammar, punctuation, spelling and usage conventions, appropriate for the recipient, being creative and accomplishing its intended purpose. SUPERVISORIAL/MANAGERIAL Leadership – ability to influence others towards a desired goal or outcome through personal conviction and discipline communicates and adapts the appropriate leadership and interaction style to the situation, guides individuals (subordinates, peers, superiors) or groups towards tasks accomplishment. Managing Change – ability to understand the change process from the perspective of the change sponsor, change implementer and change recipient and takes initiative to make a smooth transition from the current to the desired state. Directing – ability to set and provide overall direction in the office; communicates management directives in the office. Coaching – ability to direct, instruct a person or a group of people with the aim to achieve some goals or develop specific skills. Delegating – able to assign tasks and responsibilities to the appropriate person, taking into consideration the capability and maturity level for efficient

EXPERT 1 EXPERT 1


task accomplishment and employee’s development and growth. Decision Making – ability to identify issues, concerns pertaining to individual personnel in case of complaint or commission of acts contrary to civil service laws, and decide on the appropriate action to be taken. Planning and Coordination – ability to identify results, needed actions and resource requirements and works with others to attain the required resources to achieve results. Records Management – the ability to establish a system of procedure in recording and safekeeping of documents for ease in locating and retrieval of records and documents. Supervision Over Field Personnel – ability to monitor field personnel for work efficient and effective output. Project Supervision and Monitoring – ability to supervise and monitor the on-going projects for submission of accomplishments. Strategic Management – ability to analyze the organization’s competitive position by considering market and industry trends, existing and potential customers and strengths and weaknesses as compared to competitors.

TEMPLATE D: COMPETENCY GAP ANALYSIS 167

TEMPLATE D: COMPETENCY GAP ANALYSIS

ORGANIZATIONAL AND HR CHALLENGES The current organizational set-up of the MKWD slightly varies from the model organizational structure suggested by the Department of Budget and Management in the 2011 Revised Local Water District Manual on Categorization, Re-categorization and Other Related Matters (LWD-MaCRo) for water districts classified as Category B. Prior to its re-categorization, the MKWD was classified as LARGE in 1997.

Under the 2011 DBM manual, a Category B Water District is suggested to be composed of the following:

1. Office of the Board of Directors 2. Office of the General Manager

2.1 Management Services Division 3. Administrative and Human Resource Department

3.1 Human Resource Division 3.1.1 Personnel Section 3.1.2 Training Section

3.2 Administrative Services Division 3.2.1 Procurement Section 3.2.2 Records Section

3.3 General Services Division 3.3.1 Property and Supply Management Section 3.3.2 Building, Grounds, and Facilities Management Section 3.3.3 Transport Operations and Maintenance Section

4. Finance Services Department

4.1 Accounting Division 4.1.1 General Accounting Section 4.1.2 Cost Accounting Section 4.2 Cash Management Division 4.3 Budget Division

5. Commercial Services Department

5.1 Customer Accounts Division 5.1.1 Meter Reading Section 5.1.2 Billing Section

5.2 Customer Services Division 5.2.1 Servicing Section 5.2.2 Disconnection / Reopening Section 5.2.3 Investigation Section

6. Engineering and Operations Department

6.1 Water Resources Division 6.1.1 Quality Control / Assurance Section 6.1.2 Water Generation and Distribution Section 6.1.3 Environmental and Watershed Section

6.2 Construction and Maintenance Division 6.2.1 Construction Section 6.2.2 Maintenance Section

6.3 Planning and Design Division 6.3.1 Planning Section 6.3.2 Design Section


Moreover, there has been a recent re-organization of the HR Section headed by the Industrial Relations Management Officer A and 201 records are being updated and reorganized, following the recommendations of the Civil Service Commission’s Comprehensive Human Resource Management Assistance, Review and Monitoring (CHARM) conducted in August, 2013 for the MKWD’s quest for Level II Accreditation under the PRIME-HRM Guidelines.

In terms of Competency Level of the HRMO, the following competencies need to be beefed up: Leave and Compensation Administration; Benefits Planning and Administration; Training and Development Administration; Organizational Development; and, Human Resource Information System.

SUMMARY OF ORGANIZATIONAL / CORE, BEHAVIORAL, SUPERVISORY / MANAGERIAL COMPETENCIES AND PROFICIENCY LEVELS

Organizational / Core Competencies.In terms of Organizational Understanding of the Local Water District, employees of all departments and divisions have an integral understanding of the MKWD’s vision, mission, organizational functions, policies and directions. All departments are aware of maintaining Integrity in conducting internal and external service activities.

However, most divisions with clerical functions, particularly those in Administrative Services, Finance Services, and Commercial Services, expressed challenges in terms of Records Management and/or Archival processes, Database Management, Accounting and Audit systems, as well as technical writing and business correspondence skills. In terms of levels of proficiency, 1st Level personnel with clerical functions indicated their competence levels as Competent, and would like to upgrade such skills to Proficient. Among 2nd

In terms of Customer Service applications, both 1

Level employees, most rated their competence levels as Proficient.

st Level and 2nd

Among Engineering and Operation departmental divisions, those with supervisorial functions have rated their performance levels as Proficient. Those performing technical functions have likewise rated their performance as Proficient. However, in terms of Organizational/core competencies, most 1

Level employees rated their competence levels as Proficient. However, competence levels are foreseen to improve with the upgrading of software applications and streamlining of guidelines.

st

Behavioral Competencies. In terms of behavioral competencies, most employees, regardless of department, level and position, indicated their desire to improve their job performance by improving their individual behaviors and attitudes towards their work. Majority of the employees expressed their willingness to undertake capability-building measures that would redound to better job performance. Areas that need to be boosted include Stress Management, Initiative, Adaptability, Networking Skills, and Teamwork. In these aspects, levels of proficiency range from Competent to Proficient.

Level employees rated their competence level as Competent.


Supervisorial/Managerial Competencies. In terms of supervisorial/managerial competencies, all division heads indicated their competence levels as Expert in the aspects of Leadership, Managing Change, Directing, Coaching, Delegating, Decision Making, Planning and Coordination, Records Management, Supervision over Field Personnel, Project Supervision and Monitoring, and Strategic Management. On the other hand, majority of section/division heads indicated levels of competence as Proficient.

SUMMARY OF TECHNICAL COMPETENCIES AND PROFICIENCY LEVELS The MKWD’s organizational structure allows for horizontal movement between

personnel in divisions under the four major departments, namely Administration and Human Resources Department, Finance Services Department, Commercial Services Department, and the Engineering and Operations Department. As such, personnel are expected to possess a general knowledge on the various aspects, functions and requirements of its departmental operations. Proficiency levels likewise vary, depending on the depth and breadth of the job requirement.

Personnel from Administration and HR Department are expected to have a working knowledge on the following areas:

ADMINISTRATIVE MANAGEMENT AND GENERAL SERVICES. Technical proficiencies include: Customer Service Skills; Effective Records Management; Procurement, Materials Inspection and Acceptance; Property and Inventory Management; Safety Planning and Emergency Preparedness; Water Supply Materials Selection & Quality Assurance; Information and Records Management; Knowledge of the Government Procurement Processes (RA 9184 and its Revised IRR).

Levels of proficiency range from Competent (for non-supervisory first level employees) to Proficient (for second level employees) to Expert (for supervisorial/managerial positions).

GENERAL MANAGEMENT. Technical proficiencies include: Corporate Planning; Crisis and Stress Management; Basic and Advanced Supervisory Development; Water Supply Management and Water District Management.


HUMAN RESOURCES MANAGEMENT AND DEVELOPMENT. Technical proficiencies include: Recruitment and Selection; Performance Management; Employees’ Welfare and Benefits; Training and Development; and Records Management. Technical competence was rated as Proficient.

However, the HR division needs to undertake the following: Training on updated Qualifications Standards; Training on Rules on Promotion; HR forecasting; Seminar-Workshop on Appointments and Other Personnel Actions; Seminar-Workshop for Personnel Selection Board Members; Seminar-Workshop on Appointments; Training on


Performance Appraisal Management and Systems; Skills in Facilitating Performance Planning; Skills in Managing Performance Review; Ability to evaluate “star performers” for rewards and “non-performers” for appropriate disciplinary action; Training on how to conduct HR Audit; Training on basic principles, laws, policies on Employees Welfare and Benefits; and, Knowledge on Record Management Systems.

Personnel from Finance Services and Commercial Services Departments are expected to have a working knowledge on the following:

COMMERCIAL PRACTICES MANAGEMENT. Technical proficiencies include: Commercial Practices Systems; Marketing and Public Relations; Water Rates/Cash Flow Projection; Water Tariff Determination with Cash Flow Projection.


FINANCIAL MANAGEMENT. Technical proficiencies include: Basic Accounting for Non- Accountants; Financial Management for Water Utilities; Auditing for Tellers, Collectors and Cashiers; Water Utility Budgeting; Water Utility Operations Auditing.


Meanwhile, personnel from Engineering and Operations Department are expected to have a working knowledge on the following areas:

ENGINEERING AND CONSTRUCTION. Technical proficiencies include: Groundwater Data Management; Computerized Groundwater Data Banking and Monitoring; Water Supply Feasibility Studies; Water Supply System Construction Management

Levels of proficiency range from Competent (for non-supervisory first level employees) to ProficientandExpert (for supervisorial/managerial positions).

OPERATION AND MAINTENANCE. Technical proficiencies include: Water Supply System Operation and Maintenance; Pumps and Electrical Control; Water Maintenance Plumbing Techniques; Water Meter Repair and Maintenance; Water Quality Management; Water Treatment Technologies; Water Resources Facilities Operation; Well Drilling, Rehabilitation and Maintenance; Understanding Water Quality and Complying with Philippine National Standards for Drinking Water; Evaluation of Unsolicited Concession-Type Proposals for Water Supply Projects; Health, Hygiene and Water Conservation Education.

Levels of proficiency range from Competent (for non-supervisory first level employees) to ProficientandExpert (for supervisorial/managerial positions).

TEMPLATE E: PEOPLE ISSUES 171

TEMPLATE E PEOPLE ISSUES The following have been derived from responses of respondents in the Job Analysis Questionnaire

FIRST LEVEL EMPLOYEES Top Five Issues: 1. Poor/Lack of communication or guidelines for appropriate work behavior 2. Work not appreciated 3. Uncomfortable work environment Most Common Issues: None

SECOND LEVEL EMPLOYEES Top Five Issues: 1. Random interruptions from phone callers, walk-in visits, supervisor’s demands 2. Uncomfortable work environment – glare 3. Uncertainty on job duties and expectations 4. Required to do more work than can be reasonable expected in a given time period 5. New system/technology in the workplace Most Common Issues:

TEMPLATE F: HR SYSTEMS CHECK 172

TEMPLATE F HR SYSTEMS CHECK

There are five major HR systems that were assessed and analyzed for prioritized gaps and proposed interventions. These HR systems include (a) recruitment; (b) retention; (c) rewards and recognition; (d) personal relations; and, (e) retirement. Recruitment takes into consideration qualification standards, merit promotion plan, the personnel selection board and promotion practices, career path charting and succession planning. Retention includes performance management systems, training and development and employee welfare and benefits. Rewards and recognition include programs for the recognition and awards for excellent public service. Personal relations with employees are also covered in grievance machinery and collective negotiation agreement. Retirement include HR systems such as pre-retirement services to prepare retiring employees to re-enter the world of post employment and still be productive. Health and wellness HR systems include programs, services and facilities that promote the physical, social, emotional, psychological and even the spiritual well-being of the employees.

The table below provides a graphical presentation of the status of HR systems in the Metro Kidapawan Water District.

HR SYSTEMS CHECK

HR Actions HR Systems Present Absent (why?) Operational

in all aspects) Non-operational (in what aspect?)

Recruitment Qualification Standards Yes Recruitment System Yes Personnel Selection Board Yes

Promotion Merit Promotion Plan Yes Career Pathing Program To be installed Succession Planning To be installed

Retention Performance Management System

Yes

Career Pathing Program To be installed Training and Development Yes Succession Planning To be installed Employee Welfare Program Yes

Rewards and Recognition

Program for Rewards and incentives on Service Excellence (PRAISE)

Yes

Personnel Relations

Grievance Machinery Yes

Retirement Pre-retirement Program Yes A CSC pre-retirement program exists


ANALYSIS OF HR SYSTEMS MECHANISMS The Metro Kidapawan Water District has eight HR systems mechanisms in place, namely:

1. Performance Evaluation System. This is required under Revised Policies on Performance Evaluation System as delineated under CSC MC No. 07, S. 2007.

2. Grievance Machinery. This personnel mechanism was instituted in compliance with Revised Policies on the Settlement of Grievance in the Public Sector contained in CSC Resolution No. 010113, dated January 10, 2001 and implemented through CSC Memorandum Circular No. 02, s. 2001. This system seeks to promote harmony in the workplace, thereby fostering productivity of each member of the organization. It also seeks to resolve at the earliest possible time and at the lowest possible level work-related issues that give rise to employee dissatisfaction.

3. Programs on Awards and Incentives for Service Excellence (PRAISE). This is required under CSC MC No. 01, S. 2001. This system identifies outstanding accomplishments, best practices, among others, of employees on a continuing basis. This is to encourage, recognize and reward employees for their suggestions, innovative ideas, inventions, discoveries, superior accomplishments, heroic deeds, exemplary behavior, extraordinary acts or services in the interest of the public and other personal efforts which contribute to the efficiency, economy and improvement in government operations, which lead to organizational productivity. Further, the program provides incentives and interventions to motivate employees who have shown personal efforts and positive attitude towards organizational productivity.

4. Merit Selection Plan. This is required under CSC MC No. 03, S. 2001. The objectives of this system is to establish a system that is characterized by strict observance of the merit, fitness and equality principles in the selection of employees for appointment to positions in the career and non-career service in first and second levels; create equal opportunities for employment to all qualified men and women; and, to ensure that no discrimination in the selection of employees on account of gender, civil status, disability, religion, ethnicity and political affiliation.

5. Committee on Decorum and Investigation (CODI). This is in compliance with Section 4 of RA No. 7877 or the Anti-Sexual Harassment Act of 1995 and Section 58 of the Administrative Disciplinary Rules on Sexual Harassment Cases embodied in CSC Resolution No. 01-940 and CSC MC No. 17 Series of 2001 on the Rules of Procedures in Handling Harassment Cases mandates the creation of CODI to investigate sexual harassment complaints in accordance with the prescribed rules.

6. Health and Safety Measures. This was approved by the MKWD Board of Directors thru Board Resolution No. 055 s. 2006 and implemented by the Committee on Health and Safety

7. GAD Focal Point System Mainstreaming. This was established in 2006 in compliance with RA 9710 or the Magna Carta of Women.

8. Anti-Smoking Committee. This was activated thru Office Order OGM 2012-0214 in compliance with CSC MC No. 17 s. 2009 banning smoking tobacco and tobacco products


in public buildings, government-owned vehicles and public areas where it poses as fire hazards.

TEMPLATE G: EMPLOYEE HEALTH AND WELLNESS ASSESSMENT 175

TEMPLATE G EMPLOYEE HEALTH AND WELLNESS ASSESSMENT

HEALTH AND WELLNESS ASSESSMENT

Health and Wellness Program Present Absent Operational

(in all aspects) Non-Operational (in what aspect?)

Why?

Physical Sports and Fitness Program

Strict “No Smoking within Office Premises” Policy

Annual Complete Medical Check-up Mental

Forum Discussion/ Brown Bag Not a priority

Thoughts for the Day/Trivia Mind Games Only for those

interested Emotional

Counseling Services Group Therapy Not a priority

Life Enrichment Seminars Social

Social Development (e.g. office outing or excursion, periodic socials,

social artistry/talent showcase, team-building)

PikniksaKalikasan (picnic within agency grounds/city eco-tourism

spots)

Outreach Programs Financial

Financial Forums Welfare Benefits

Livelihood Assistance Spiritual

Bible/Koran Studies Spiritual Forum

Mass/Ecumenical Services Retreats/Recollections

Facilities Medical Clinic with Competent Staff

Dental Clinic with Competent staff Potable Water Supply

Sanitary Employees’ Canteen with Quality Foods and Services

Canteen not a priority; Only mess hall is provided

Separate, Clean and Hygienic Rest Rooms for Men and Women

Gym Proper Office Ventilation

TEMPLATE G: EMPLOYEE HEALTH AND WELLNESS ASSESSMENT 176

Proper lighting and emergency power i.e. generator

E-Library (complete library services ) Proper Waste Disposal and

segregation

Facilities for the Physically Challenged

Ecumenical Chapel Presence of church ministers are available when requested

Fire Exits Functional Safety Devices for

Emergencies

Elevator Building is not suitable for the said facility

TEMPLATE H: PRIORITIZED GAPS AND INTERVENTIONS 177

TEMPLATE H

PRIORITIZED GAPS AND INTERVENTIONS

The MKWD Human Resource Development Plan 2015-2019 puts into concrete action programs and initiatives that must be done in the next five years. The Plan document contains an assessment of critical issues affecting the government service. It likewise presents strategies in enhancing the organizational capacity of the organization in terms of Human Resource Management. A priority list of programs that will be undertaken within the next five years are indicated.

The Five-Year HRMD Plan has the following sections: (1) organizational; (2) personnel; (3) human resource systems; (4) health and wellness; and (5) capacity development. For each of this section in the Five Year HRMD Plan and Capacity Development Program, the following sets of information are included for its successful implementation:

Prioritized Gaps. These were the gaps derived from the skills and staff inventory as well as those which came out during the HR systems assessments. These gaps were presented in the section on Gaps Prioritization per development sector.

Proposed Interventions. These cover proposed solutions to address the prioritized gaps.

Expected Benefits. It is essential to include the short term as well as long-term benefits of the Plan so that at the planning stage, stakeholders will have a glimpse of what the target interventions would like to accomplish in terms of outputs and outcomes. The articulation of the expected benefits will also help the organization determine if the expected benefits contribute to the efficient and effective delivery of services and implementation of plans/programs/projects.

Resources Needed. This includes the management complements such as manpower, logistics and supplies to attain desirable results

Estimated Cost. The budgetary requirement and funding source for the implementation of the various programs and activities outlined in the Plan are shown in this column.

Timeline.This refers to the four year implementation period from 2015 to 2019

Target Groups. These refer to the target beneficiaries of the HRMD intervention.

Lead Office. This refers to the department and/or division tasked to carry out the proposed intervention outlined in the HRMD plan.


TEMPLATE H

PRIORITIZED GAPS AND INTERVENTIONS

FIVE-YEAR HRAND CAPACITY DEVELOPMENT PLAN – ORGANIZATION“ An organization run by competent and efficient personnel adhering to the highest moral standards in utility service delivery”

Prioritized Gaps

Proposed Intervention

Expected Benefits Resources Needed

Estimated Cost

Source of

funds

Time Period Target Groups

Lead Office

Guiding Laws Short-term Long-term 2015 2016 2017 2018 2019

Need to upgrade Personnel Data and Records System

Upgrade of HR Management Information System

Easy access to personnel data files for reference and/or evaluation purposes

Faster data retrieval

Upgrade of hardware and software systems

Entire Organization

AHRD-HR EO 292

Need to enhance employee and inter-departmental relationships

Team-building and communication skills

Developing trust between and among employees

Harmonious work relations and work environment

Activity design, facilitators, food and venue,

All employees

All departments

EO 292

Conduct of employee satisfaction surveys

Work attitude / behavior of employee identified

Work efficiency and job satisfaction

Activity design, researcher, assessment tool

All employees

AHRD-HR EO 292


FIVE-YEAR HRD AND CAPACITY DEVELOPMENT PLAN – PERSONNEL“ An organization imbued with a culture of values of prompt and courteous service to the public, the pursuit of excellence in the performance of one’s work, and a clear awareness of ethical conduct”

Prioritized Gaps



Estimated

Cost

Source of

funds


Lead Office


Need to enhance culture of service

Values Enhancement Orientation Workshop for greater work performance

Improved accountability, ethical conduct of officials and employees

Effective and enhanced delivery of services;

Resource person; Supplies and logistics; food and venue

C O R P O R A T E

F U N D S

New entrants

AHRD-HR EO 292

Service Excellence training

Enhanced customer service

Improved image of the organization


All Employees

AHRD-HR EO 292

Coaching and Mentoring workshops

Enhanced job efficiency and supervisor-subordinate performance satisfaction

Improved inter-relation and interaction between and among employees


Department heads Division heads

AHRD-HR FSD EOD CSD

EO 292

Need to develop capacities on forecasting manpower needs and HR planning

Training on HR planning and forecasting

Appropriate office personnel complement

Increased productivity


HR Division Department heads Division heads

AHRD-HR EO 292


FIVE-YEAR HRD AND CAPACITY DEVELOPMENT PLAN – PERSONNEL

Prioritized Gaps



Estimated

Cost

Source of

funds


Lead Office


Need to reinforce awareness of Public Service Ethics and Accountability

Orientation on the Anti-Graft and Corrupt Practices Act

Awareness on the implications of graft and corrupt practices

Morally upright officials and employees

Resource person; supplies and logistics; food and venue

C O R P O R A T E

F U N D S

New entrants

AHRD-HR RA 6713 ARTA

Updates on Effective Property and Inventory management

Enhanced knowledge on property and inventory management

Improved property and inventory management


GSD personnel

AHRD-GSD

EO 292

Updates on the compliance and interpretation of accounting, audit and procurement procedures and its systems (RA 9184)

Streamlined accounting, audit and procurement processes; speedy release of claims for supplies and services procured

Minimized bureaucratic red tape; cost-efficient transactions; clientele satisfaction


AHRF-GSD, CSD FSD personnel

AHRD-GSD FSD CSD

RA 9184

Orientation and training on Citizens’ Charter and Corruption Sensitivity

Business processes standardized

Minimized bureaucratic red tape; speedy transactions; clientele satisfaction


New entrants Frontline Service personnel

AHRD-HR RA 6713 ARTA



Prioritized Gaps



Estimated Cost

Source of

funds


Lead Office


Need to enhance managerial and supervisory skills

Leadership and Management Skills Training

Enhanced leadership and managerial skills

Improved superior-subordinate relationships


C O R P O R A T E

F U N D S

Department heads; division heads

AHRD-HR

EO 292

Training of Trainors for Facilitating

Readily-available corps of trainors

Well-aligned plans and programs


Department heads; division heads

AHRD-HR

EO 292

Need to improve communication, technical writing, and multi-media presentation skills

Training on Basic and Advanced Correspondence, Technical Writing, and Multi-media Presentation

Enhanced written and oral communication skills and multi-media presentation

Adept communicators


Department heads; Division heads; Designated personnel

OGM-INFO AHRD-HR

EO 292

Need to enhance public relations skills / Customer Service Skills

Effective public relations skills/ Customer Service skills

Improved public relations skills / Clientele service skills

Complaints eliminated; high public trust


Customer Service Department personnel

OGM-INFO AHRD-HR

EO 292



Prioritized Gaps Proposed Intervention


Estimated Cost

Source of

funds


Lead Office


Need to enhance Safety Planning and Emergency Preparedness

Training on Environmental Impact of El Nino phenomenon

Increased capabilities in the environmental assessment and mitigation measures

Environmental concerns and risks are effectively managed

Consultants; Logistics and supplies; food and venue

C O R P O R A T E

F U N D S

Project development staff of all offices

AHRD EOD

EO 292 RA 10121

Training on Disaster Risk Reduction Management viz. water supply

Increased understanding of disaster mitigation, preparation, response, and rehabilitation

After-effects of disasters are minimized

Consultants; Logistics and supplies; food and venue

All department and division heads

AHRD EOD

EO 292 RA 10121


FIVE-YEAR HR AND CAPACITY DEVELOPMENT PLAN – HR SYSTEMS“A highly motivated and productive workforce in a work-friendly and harmonious environment”

Prioritized Gaps



Estimated

Cost

Source of funds


Lead Office


Absence of approved HRMD Medium-Term Plan 2015-2019

Approval, institutionalization and continuous updating of the HRMD Plan

Approved HRMD Plan; Targets met during the period covered

Full attainment of HR development goals

Documentation logistics and supplies

C O R P O R A T E

F U N D S

HRDiv personnel

HRDiv EO 292

Need to fully implement SPMS

Implementation of approved Strategic Performance Management system

Objective rating of performance followed

Improved job performance

Logistics and supplies

All employees

HRDiv EO 292

Need to enhance Incentive and awards standards

Continuous implementation of incentives and awards

Well-motivated employees

Increased productivity


PRAISE Members

HRDiv EO 292


Need to develop an employee retirement plan

Formulation of Employee Retirement Plan

Employee Retirement Plan in place

Ease of transition to post-employment


All retiring personnel

HR Div

EO 292

Need to enhance career pathing and succession

Formulation of Competency Development Plan and Succession Plan

Junior employees promoted

Well-compensated employees


All next in rank personnel

HRDiv EO 292


FIVE-YEAR HR AND CAPACITY DEVELOPMENT PLAN – HEALTH AND WELLNESS“Harmony, high morale and wellness enhance productivity of employees”

Prioritized Gaps



Estimated Cost

Source of

funds


Lead Office


Need to enhance health and wellness programs and activities

Continuous implementation of health and wellness programs: Physical Fitness Annual bloodletting; Health insurance coverage; anti-smoking; emergency/first aid training; child minding services

Promotion of healthy lifestyle; disease prevention and emergency measures in place

Healthy and productive workforce; wellbeing assured


C O R P O R A T E

F U N D S

All employees

AHRD-HR

EO 292

Regular conduct of Team Building activities

Foster camaraderie and encourage group cooperation

Healthy work relationships

Logistics; Food and venue

All employees

AHRD-HR

EO 292

Regular conduct of Stress Management sessions

Develop stress management techniques

Healthy and productive workforce; wellbeing assured

Regular conduct of Stress Management sessions

All employees

AHRD-HR

EO 292

Personal Enrichment seminars and retreats

Develop acumen for personal finances management

Well-managed personal finances

Personal Enrichment seminars and retreats

All employees

AHRD-HR

EO 292

Regular sports and fitness programs

Develop a healthy lifestyle

Physically fit employees

All employees

AHRD-HR

EO 292


Need to promote a Drug-Free workplace

Regular conduct of Drug Tests among officers and personnel

Early detection, counseling and therapy for employees with substance abuse problems

Drug-Free workplace

Accredited Drug Testing facility; Budget; Logistics and supplies

C O R P O R A T E

F U N D S

All employees

AHRD-HR

EO 292 RA 9165

Absence of counseling program and facilities

Counseling program for employees

Early detection, counseling and therapy for employees with emotional and psychological problems

Emotionally and psychologically healthy employees


All employees

AHRD-HR

EO 292

Hiring the services of an experienced psychologist

Professional Fee; counseling schedule

Putting up a counseling room

Designating a counseling room

Need to enhance Occupational and Health Safety standards

Improvement, upgrade or construction of physical facilities and amenities: Covered court Installation of CCTV Comfort rooms Canteen Mess Hall Installation of Sound System Visitor Area/Lounge

Improvement and enhancement of physical facilities and amenities

Maximum comfort of employees and/or clientele guaranteed

Program of Works; budget

All employees; clientele

AHRD EO 292

TEMPLATE I: MONITORING AND EVALUATION 197

TEMPLATE I MONITORING AND EVALUATION

To ensure that the goals and objectives of the Five-Year HR and Capacity Development Plan shall be fully realized in accordance with the standards set by the CSC and the policy directions of the organization, the MKWD shall formulate a comprehensive Monitoring and Evaluation System that shall enable the administration to check the outcomes of HR interventions on the overall performance of the organization and likewise measure its impact on the lives of its clientele-concessionaires.

SCOPE AND FRAMEWORK The HRMCD Plan Monitoring and Evaluation (M & E) mechanism shall cover the

five areas of human resource management and development included in the HRM Plan, namely, Organization; Personnel; HR Systems; Health and Wellness; and, Capacity Development. Interventions addressing issues and concerns of each HRM area shall be evaluated in terms of its impact resulting from the inputs, outputs and outcomes of each intervention outlined in the plan.

A Monitoring and Evaluation Mechanism will be used in assessing the progress of the proposed HR interventions in line with the expected results. This will be a comprehensive appraisal that looks at the long-term impacts of the propositions, and exposes what worked, what did not, and what should be done differently in future endeavors.

Monitoring and Evaluation Mechanism refers to a systematic and objective measurement of the results achieved by a project, a program or a policy to assess its relevance, coherence, efficiency of its implementation, effectiveness, impact, and sustainability.

Outputs / Results describe the goods, services, or direct deliverables derived from or contributed by a project or program. They express the nature, scope and intensity of support or of the solution being sought.

Inputs / Activities refer to measures/tasks carried out by the project/program in order to achieve and obtain the outputs/results (actions).

Means of Verification (MoV) provides information where to obtain the data necessary to prove the objectives defined by the indicator has been reached. Most of the information would be available from network reports, progress reports, survey reports and monitoring and evaluation reports. The MOV validates the outputs generated by the implementation of the HR plan.


Objectively Verifiable Indicators (OVI) shows the important characteristics of the objectives and the performance standards and targets expected to be reached in terms of quantity, quality, time frame and location. The OVI validates the outcomes of the implementation of the Plan.

The following tasks are to be undertaken in the M&E reporting:

Inputs monitoring pertains to tracking steps, actions and activities that are undertaken to carry out a specific plan, program or project; this shall be undertaken quarterly.

Outputs monitoring refers to tracking short – term and immediate results that are brought about by implementation of plans, programs and activities, which shall be conducted quarterly.

Outcomes monitoring pertains to tracking intermediate results that will take place at least after a year of implementing plans, programs and activities in the HRMD Plan; this shall be done semi – annually.

Outcome evaluation and impact monitoring pertains to tracking a more in-depth analysis of the results using more systematic evaluative techniques and tools where results are measured against the attainment of the goals and purposes of the project/plan or activity; this shall be done annually for as long as project interventions are still being undertaken.

Impact evaluation refers to an “end-of-the project” evaluation, which is usually conducted after the duration of the plan and the M&E evaluation results are measured against the project goal and vision.


LOGICAL FRAMEWORK OF HR AND CAPACITY DEVELOPMENT PLAN 2015-2019

ORGANIZATIONAL HIERARCHY OF OBJECTIVES

OBJECTIVELY VERIFIABLE INDICATORS

MEANS OF VERIFICATION

ASSUMPTIONS

IMPACT An organization run by competent and efficient personnel adhering to the highest moral standards in utility service delivery

Customer satisfaction Filled-up client survey forms from offices/departments

Truthful responses from respondents

OUTCOME Customer Satisfaction brought about by prompt, efficient and effective services

• Reduction in processing time

• Positive feedback from clientele

• Citizens’ Charter • Feedback survey

forms

• Citizens’ Charter strictly followed

• Feedback forms filled up diligently

OUTPUT • Harmonious work

relations and environment

• Work efficiency and job satisfaction

• Job description and functions clearly delineated

• HR systems in place

• Performance targets met

• Office organizational chart and functions flowchart

• Plantilla • HRD Plan • M&E System • SPMS

• Structure duly approved by the BOD

• Logical workflow and functional hierarchy

• Rational workload • HR systems fully

functional • Performance

targets are satisfactorily met

INPUTS • Budget and logistics • Review of

organizational and office structures

• Realignment of functions

• Forecasting HR needs per office

• Filling up of vacant positions by competent personnel

• Team-building and communication skills

• Study of work attitudes and behavior

• Budget allotted • Office positions

and functions rationalized

• HR plan per office available

• Vacancies filled by qualified and competent personnel

• Regular teambuilding activities scheduled

• Behavioral Assessment tool designed

• Organizational

flowchart • Team building

schedule of activities

• Behavioral Assessment tool

• Budget approved • Rational

organizational function and workflow

• HR plan per office formulated

• Scheduled teambuilding activities carried out

• Work attitudes and behavior identified


PERSONNEL HIERARCHY OF OBJECTIVES



ASSUMPTIONS

IMPACT An organization imbued with a culture of values of prompt and courteous service to the public, the pursuit of excellence in the performance of one’s work, and a clear awareness of ethical conduct

Zero negative feedback from clientele

Filled up feedback survey forms from offices Positive feedbacks

Clients are satisfied with service

OUTCOME Effective and enhanced delivery of services; improved image of the organization

• High performance rating of office and personnel in the SPMS

• Public Recognition by government and private institutions and award-giving bodies

• SPMS results • Awards received

by the organization from award-giving bodies

• Service delivered are in accordance with the development thrusts of the administration

• Offices have high performance ratings in terms of their respective governance functions

OUTPUTS

• Improved customer service skills

• Improved accountability and ethical conduct

• Enhanced leadership and managerial skills

• Enhanced technical / professional competencies

• No recorded complaints filed

• Majority of employees have high or satisfactory performance ratings

• Awards and meritorious recognition given to employees

• High levels of accomplishments recorded

• SPMS results • Incentives and

Awards Evaluation • Plaques,

certificates, trophies awarded

• Accomplishment reports

• Employees efficiently and effectively performed their duties and functions

INPUTS • Budget and logistics • Training on

supervisorial / managerial skills

• Training on technical / professional skills upgrade

• Training on IT systems, software applications relevant to job description

• Training/refresher on ethical conduct in the government service

• Training on fiscal administration and assets management

• Approved training designs

• Calendar of Trainings

• Identified participants

• Approved budgetary allotments

• Activity designs submitted

• Memoranda issued by local chief executive for attendance to workshop / seminar / comprehensive course / study

• Certificates of Participation and/or Course completion

• Certificates of Appearance

• Documentation and handouts

• Budget has been duly approved for the conduct of trainings / knowledge upgrade

• Strong support from administration and department heads


HR SYSTEMS HIERARCHY OF OBJECTIVES



ASSUMPTIONS

IMPACT A highly motivated and productive workforce in a work-friendly and harmonious environment

• Feedback mechanism

• Employee satisfaction

• Job performance

• Performance appraisal forms

• Employee satisfaction forms

• SPMS

MKWD employees work in an environment that promotes job satisfaction and motivation to perform satisfactorily

OUTCOME Enhanced systems and mechanisms for recruitment, retention, recognition and retirement to fully unleash and harness the human potential for greater productivity

• HR systems that are already in place and/or functional

• Functional committees

• BOD Order/s issued on approved HR systems

• Minutes of committee meetings

Strong administrative support given to HR management and development initiatives

OUTPUTS • Full attainment of HR

development goals • Improved capacity and

productivity of offices • Improved job

performance • Increased productivity • Speedy conflict

resolution • Ease of transition to

post-employment • Well-compensated

employees • Well-equipped

employees

• Number of HR systems enhanced

• Number of functional committees created

Copies of approved and enhanced HR systems

All essential HR systems are in place and fully functional

INPUTS • Approval of the HR and

Capacity Development Plan

• Assessment and rationalization of hiring

• Implementation of the IPCR/SPMS

• Continuous implementation of incentives and awards

• Continuous implementation of grievance machinery

• Formulation of Employee Retirement Plan

• Formulation of Office Succession Plan and Career Development Plan

• Approved HR

and Capacity Development Plan

• Annual Investment Plan

• Activity design for workshops on HR systems enhancement

• Participants identified

• BOD Orders

approving HR and Capacity Development Plan

• Approved AIP • Approved activity

designs • Certificates of

Participation • Documentation

Full support by the administration to HR systems and capacity building initiatives


HEALTH AND WELLNESS HIERARCHY OF OBJECTIVES



ASSUMPTIONS

IMPACT Harmony, high morale and wellness enhance productivity of employees

• High employee morale

• Camaraderie among colleagues

• Improved performance

• Minimal tardiness and undertime

• Performance evaluation results


• Daily time records

Health and wellness programs are implemented by the organization and fully taken advantage of by the employees

OUTCOME A healthy and productive workforce

Physically, mentally and psycho-socially fit employees

• Performance evaluation results


Employees perform well even under constant pressure

OUTPUTS • Enhanced health and

wellness programs • Healthy work

relationships • Emotionally,

psychologically and mentally stable personnel

• Physically fit employees

• Health and wellness programs installed

• Fitness and health of personnel are monitored

• Planned teambuilding schedules carried out

• Participation in retreats and stress management sessions

• Sports and Fitness program reports

• Teambuilding reports

• Attendance sheets • Annual physical

exams results

MKWD employees strike a balance between work and their personal well-being

INPUTS • Budget and logistics • Continuous

implementation of health and wellness programs

• Regular conduct of team building activities

• Regular conduct of stress management seminars and stress management sessions

• Conduct of counseling programs

• Regular sports and fitness programs

• Availability of funds

• Activity designs • Schedule of

activities • Number of

teambuilding activities conducted

• Number of retreats conducted

• Number of counseling services and stress management sessions

• Executive check-ups

• Number of sports activities conducted

• Approved budgets for health and wellness programs

• Approved activity designs

• Reports and documentation

• Certificates of Participation

• Medical reports

MKWD employees regularly participate in health and wellness activities


CAPACITY DEVELOPMENT HIERARCHY OF OBJECTIVES



ASSUMPTIONS

IMPACT A highly trained and competent workforce rendering relevant sector-specific service

• Clientele satisfaction

• Beneficiaries served

• Targets met

• Survey instruments • Accomplishment

reports

Truthful responses to surveys and reports

OUTCOME Effective and efficient delivery of sector-specific services by a highly-competent staff

• Positive feedbacks • Beneficiaries’ needs

are met • Targets are met

• Positive results from surveys

• Accomplishment Reports

Services/targets are judiciously and equitably rendered/met

OUTPUTS • Strengthened public

safety services • Enhanced water

supply and utilities servicing and program implementation

• Improved water resources management and supply delivery

• Fortified revenue generation capacities

• Number of clientele served

• Number of beneficiaries served

• Set targets • Approved activity

designs • Verified manpower

complement • Approved budget

• Survey results • Vouchers and

disbursements • Personnel

deployment list • Documentation

Targets are met efficiently and effectively with high percentages of accomplishment

INPUTS • Budget and logistics • Provision of internal

and external HR interventions

• Manpower hiring and/or deployment

• Training on IT systems, software applications relevant to sector-specific services

• Installation of implementing mechanisms and controls

• Approved financial and work plans

• Approved program / project / activity designs

• HR complement • Identification of

training participants

• Program / Project / Activity designs

• Training schedules • Financial and

Work Plans • Annual Investment

Plan • Priorities and

Target setting

Capacity development plans, programs and activities receive full support from the local administration


COMMUNICATION PLAN OF THE METRO KIDAPAWAN WATER DISTRICT HRMD PLAN 2015-2019 GOAL TARGET AUDIENCE OBJECTIVES MEDIUM DESIRED RESULTS TIMELINE LEAD OFFICE To effectively and efficiently communicate the MKWD Strategic HR Plan to all officers and employees of the organization and its stakeholders To prepare the organization on the impending organizational change and personnel movements in the organization

Internal: • Management • Department

Heads • MKWD

Employees Association

• Rank-and-file employees

• Contractual and Job Order employees

1.To provide information and awareness about the MKWD Strategic HR Plan; 2.To create transparency in HR management and development; 3.To gain support from decision and policymakers, and stakeholders in funding corporateprograms, projects, and activities

• MemorandumCircular • Press Release • Briefing Information • Advisories • Web pop-up • Flyers • General Assembly • ConsultationMeetings • General Orientation on

ChangeManagement • StatusReports

1.High level of awareness on the Agency Strategic HR Plan 2.Better appreciation of the HR management and development program 3.Funding for capacity development Strategic mobilization of human and financial resources 4.Acceptance of and support for the Implementation of the Agency Strategic HR Plan

3 months AHRD-HR OGM- INFORMATION UNIT

External: • Civil Service

Commission • HR

Practitioners Organization

• Clients • Media
