1 of 8

Menu of Learning and Development Interventions for SPMS P/IDP

Target Competencies Formal L & D Interventions Non-formal L&D Interventions
CORE COMPETENCIES (DILG COMPETENCY FRAMEWORK)
1. COACHING
1. Commitment to Ethical Service and Good
Governance - Public Service Ethics and Accountability Seminar Coaching is helping coachees achieve their
- Values Orientation Workshop goals. It is helping them find their own
- Orientation of DILG Core Values Program solutions. Sometimes it is about helping
them understand what is holding them back
2. Customer Focus - Client Care / Public Assistance
so that they can find a way forward. Its
- Complaint Management
success depends on the coach believing in
- Citizen Engaged Governance the capability of the coachee to find the
best solutions for themselves. Coaches do a
3. Ensuring Excellent Results - Workplace Learning and Development (CSC-CSI) lot of listening, ask powerful questions, and
- Orientation on RA 11032 EODB (Citizen's Charter) understand that the coachee’s own solutions
- Lean Management in the Public Sector will always be better than their advice or
- Productivity and Quality Tools in the Public Sector: 5S suggestions. John Whitmore once said,“It is
- Completed Staff Work a way of managing, a way of treating
people, a way of thinking, a way of being”.
4. Organizational Sensitivity - Knowing DILG and Understanding it's Vision, Mission, Goals and Mandate
- Coaching Guidebook, CSC-PAHRODF
- Orientation/re-orientation on CSC and office rules and regulations
pertaining to HR (Punctuality and attendance, Leave privileges, etc.)
- Orientation on the latest DILG Policies, Rules and Regulations
- Gender Sensitivity Training 2. MENTORING
- Orientation for New Employees In mentoring, the mentor is always more
senior to the mentee. Often it is an
experienced manager supporting a junior
LEADERSHIP COMPETENCIES
manager in his/her career, or it could be an
(For supervisory/managerial level positions in the 2nd Level as per CSC MC No. 5 s. 2016 experienced employee acting as mentor to
1. Building Collaborative and Inclusive Working a new recruit.The relationship between
- Gender, Diversity and Inclusiveness mentor and mentee is usually more formal.
Relationships - Effective
EmployeeDispute Resolution
Relations Programand Solving Employee Performance Issues
thru Mediation (CESB-HURIS) - Coaching Guidebook, CSC-PAHRODF
- Developing Effective Work Teams
Mentoring consists of a long-term
relationship focused on supporting the
2. Managing Performance and Coaching Results - Managerial Leadership (CESB-HURIS) growth and development of the mentee.
- Mentoring and Coaching for Leaders The mentor becomes a source of wisdom,
- Driving Execution (CESB-HURIS) teaching, and support, but not someone
- Driving Innovation (CESB-HURIS) who observes and advises on specific
- Performance and Results Management (CESB-HURIS)
- Manager's Role in Capacity Development
 2 of 8

Target Competencies Formal L & D Interventions Non-formal L&D Interventions

- Coaching and Working across Generations (Ateneo CORD) 3. JOB ROTATION
- Mentoring and Coaching for Leaders (CSC-CSI)
- Succession Planning for Leaders (CSC-CSI) Job Rotation is a management approach
where employees are shifted between two
- Coaching and Mentoring for Organizational Excellence (CSC CSI) or more assignments or jobs at regular
3. Leading Change - Transformational Leadership (CESB-HURIS) intervals of time in order to expose them to
- Essentials of Managing Change and Employee Transition (Change all verticals of an organization. It is a pre-
Management) (CESB-HURIS) planned approach with an objective to test
- New Leadership Style for the 21st Century (CESB-HURIS) the employee skills and competencies in
- Culture Building order to place him or her at the right place.
- 4 Essential Roles of Leadership (Stephen Covey series) In addition to it, it reduces the monotony of
the job and gives them a wider experience
- Leadership with a Vision and helps them gain more insights.
4. Thinking Strategically and Creatively - Strategic and Critical Thinking (CESB-HURIS)
- Strategic Decision Making (CESB-HURIS) Job rotation is a well-planned practice to
- Positive Discipline: Achieving a Positive Turn-around in Employee and reduce the boredom of doing same type of
Organization Performance (CESB-HURIS) job everyday and explore the hidden
- Phronetic Leadership Training (DAP) potential of an employee. The process
serves the purpose of both the
- Productivity and Quality Tools in the Public Sector: Quality Circle management and the employees. It helps
- Planning and Managing Winning Teams management in discovering the talent of
employees and determining what he or she
5. Creating and Nurturing High Performance -Productivity and Quality Tools in the Public Sector: Quality Circle is best at. On the other hand, it gives an
Organization - 7 Habits of Highly Effective Government Leaders individual a chance to explore his or her
own interests and gain experience in
- Building Powerful Teams (CESB-HURIS)
different fields or operations.
- People Management (Motivating, Delegating and Appraising)
Other Leadership L & D Interventions - Supervisory Development Course - Track 1 - Job Rotation -Meaning and Its Objectives,
(encompassing) www.managementstudyguide.com
- Supervisory Development Course - Track 2 and 3
- Supervisor 101: Problem Solving and Decision Making
Regular CES Trainings/Conferences - CES Thought Leaders Congress
- CES Annual Conference
- CES Leadership Conclave
- CES CIRCLE Forum
- Executive Leadership and Wellness Camps
- Paglaum Training Workshop
- NUCESO Conference
CES Executive Leadership Program - Integrated Salamin Diwa ng Paglilingkod
- Integrated Gabay ng Paglilingkod Training
 3 of 8

Target Competencies Formal L & D Interventions Non-formal L&D Interventions

FUNCTIONAL COMPETENCIES (DILG COMPETENCY FRAMEWORK) 4. PAIRED (PEER) LEARNING
LGOOs:
Paired learning means working
1. Effective Communication - Making Powerful Presentations collaboratively with another individual, in
- Technical Report Writing order that both individuals learn and
- Active Listening develop. It may also be known as
- Effective Media Skills: A Media Relations Workshop ‘buddying’. The framework within which
this relationship operates may range on a
continuum from relatively unstructured to
2. Influence - Developing Presence, Confidence and Influence a formalised, structured programme. In
- Negotiation Skills some instances, the relationship may
extend to three or more individuals, hence
the alternative label of ‘Peer Learning’.
3. Managing Knowledge and Information - Knowledge Management
- Knowledge Productivity and Innovations in the Public Sector - What Development Intervention?,
www.nhsemployers.org
- Big Data Analytics
5. SHADOWING
4. Policy Research and Analysis - Policy Development Training
Shadowing involves an individual working
- Basic Policy Process Course
alongside a colleague, in order to gain first-
hand experience of that colleague’s role,
5. Program Development and Management - Project Development Training how it functions and how that colleague
fulfils that role. This activity may cross
- Project Management Course
functions, departments, organisations,
- Results-Based Monitoring and Evaluation industries or sectors.
6. Relationship Building - Network Building
- What Development Intervention?,
- Personality Development Course
www.nhsemployers.org
- Mediation and Negotiation Skills Training
- Conflict Management Workshop 6. COMMUNITY OF PRACTICE
7. Technical Proficiency - A Basic Course on Urban and Regional Planning Communities of practice may be described
as a group of people who “engage in a
- Re-tooling of LGOOs: Updates on LG Code and other DILG issuances process of collective learning in a shared
- Orientation on DILG flagship programs for non-program managers/non- domain of human endeavour… who share a
focal persons concern or a passion for something they do
and learn how to do it better as they
- Legal Education for non-lawyers (Updates on LG Code)
interact regularly” (Wenger, 2011).
- Development Planning
- Local Legislation - What Development Intervention?,
www.nhsemployers.org
- Katarungang Pambarangay
- Training on CapDev Formulation
 4 of 8

Target Competencies Formal L & D Interventions Non-formal L&D Interventions

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

2. Collaboration / Working with Others - Interpersonal Skills Training

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

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

4. Information/Data/Records Management - Records Management

- Information/Data Analysis
- Digital Media Management
- Tech Savvy Civil Servants (MS Excel and MS Powerpoint Basics (CSC
CSI)
- Data Banking and Safeguarding Confidential Information
 5 of 8

Target Competencies Formal L & D Interventions Non-formal L&D Interventions

5. Effective Communication - Effective Business Writing
- Effective Media Skills: A Media Relations Workshop
- Technical Report Writing
- Making Powerful Presentations
- Technical Report Writing
- Active Listening
- Effective Media Skills: A Media Relations Workshop
- News and Feature Article Writing
- Speech Writing
- Effective Communication Campaigns
- Communication Research for Development
- Making Powerful Presentations
- Adobe Photoshop and Infographics Design
- Effective Public Speaking for Success
6. Managing Knowledge and Information - Information/Data Analysis
- Knowledge Management
- Knowledge Productivity and Innovations in the Public Sector
7. Administrative / Support Services Proficiency
7.1 Human Resource Management /
Development
Recruitment - Training on ORA/OHRA
- Training on Appointment Preparation
- Talent Management
- Succession Management
- Competency Based Human Resource (CSC CSI)
- PRIME-HRM Series: Conducting Behavioral Events Interview and
Background Investigation
- Motivational Interviewing (Ateneo CORD)
- HRIS Trainings

Employee Welfare and Benefits - Leave Administration Course for Effectiveness (CSC-CSI)
- GSIS/Pag-IBIG/Philhealth Meetings/Forum
- Mental Health Awareness Program

Learning and Development - Fundamentals of Learning and Development

- L&D Formulation
- Designing Learning Interventions
- Facilitating Adult Learning (Ateneo CORD)
- Learning Measurement and Evaluation (CSC-CSI)
 6 of 8

Target Competencies Formal L & D Interventions Non-formal L&D Interventions

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

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

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

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

7.2 General Services

- Guiding Principles on the Management of Government Funds and

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

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

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

Motorpool Management - Basic Car Maintenance Training

- Basic Automotive Troubleshooting
- Responsible Driving and Road Courtesy
Cash Management - Cash Management and Its Internal Control System
Other General Services-related trainings - Responsible Gun-Handling
- Office Housekeeping
- 5S in the Workplace
 7 of 8

Target Competencies Formal L & D Interventions Non-formal L&D Interventions

7.3 Financial Management

- Guiding Principles on the Management of Government Funds and

Budget Properties (Laws, Rules and Regulations on Government Expenditures)
- PAGBA Quarterly Seminar
Accounting - Guiding Principles on the Management of Government Funds and
- GACPA Seminar/Conference
- Basic Accounting and Internal Control for Non Accountants
- Philippine Government Accounting Standards
7.4 Planning
Result-Based Monitoring and Evaluation - Results-Based Monitoring and Evaluation Training
- Strategic Planning
- Critical Thinking and

7.5 Legal
Legal Service proficiency - Mandatory Continuing Legal Education (MCLE)
- DILG Continuing Legal Education
- Katarungang Pambarangay
- Orientation on the latest DILG policies, rules and regulations
- Legal Research and Writing Training
7.6 Information System and Technology
Management Service
Software Development and Maintenance - Software Development and Maintenance Training
Network Installation and Administration - Network Installation and Administration Training
Equipment Installation and Maintenance - Equipment Installation and Maintenance Training
Systems Analysis - Systems Analysis Training
Other IT-related L&D - DILG-developed Systems User's Training
- Cyber Security Training
- Audio-Visual Presentation Design Training
- Web Content Management Training
- Web Design Training
7.7. Internal Auditing Proficiency - Improving Quality Audit Findings through Efficient Sampling and Root
Cause Analysis
- Writing Effective Audit Report
- Tools and Techniques for IA Manager
- Tools and Teachniques for IA Staff
- Tools and Techniques in Conducting Audit
- Data Gathering, Interviewing and Presentation Techniques for Auditors
- Internal Audit's Financial Auditing
 8 of 8

Target Competencies Formal L & D Interventions Non-formal L&D Interventions

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

- Certified Internal Auditor (CIA) Course

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

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

Updated 06.20.2022