Collection of Publications

An Assessment of the Competencies, Roles and Functions, and Human Resource Development Needs of the Philippine Provincial and City Government Administrators: Policy Recommendations - LGU Policy Note Final — by AAS — last modified Jul 11, 2017 06:20 PM
Most of the published literature on Philippine local governance focuses on the capacity and leadership role of the local chief executives and elected officers. As of this writing, few focus on the role of non-elected officials such as local government administrators. This lack of attention to local administrators, as significant actors in the devolution of functions and responsibilities from national to local governments, underplays the important role of bureaucrats in good governance.
BDA – Project Development and Management Guidebook — by AAS — last modified Sep 07, 2015 10:51 PM
This Project Development and Management Guidebook aims to improve and standardize the project development and management practices and processes of the Bangsamoro Development Agency (BDA). The Guidebook may also serve as a common reference among project teams in implementing project related services. Ultimately, the purpose of this guidebook is to ensure that BDA develops and delivers highly effective projects to the communities that it serves. In particular, this guidebook complements with the Bangsamoro Development Plan in ‘promoting just, honorable and lasting peace and sustainable development in the Bangsamoro’ through project development and management practices that uphold equity, inclusivity, sustainability, and accountability.
BLMI - Operations Plan and Budget CY 2016 — by AAS — last modified Jul 11, 2017 06:30 PM
The Operations Plan and Budget (OPB) is a detailed guide for BLMI as it implements its strategies and programs for 2016 under its long term Strategic Plan. It contains detailed activities, schedules, responsible persons and assisting stakeholders, budgets, key success factors and risks and risk mitigation measures.
BLMI - Strategic Plan 2015-2020 — by AAS — last modified Jul 11, 2017 06:28 PM
The strategic plan responded to the results of an ealier organizational assessment (OA) of BLMI conducted, also through the assistance of PAHRODF. This assessment clearly established the nascent stages of the development of competencies and capacities of BLMI, underscoring the need for the strengthening of the the organization. This plan therefore, contains priority human resource and organizational development interventions identified in the OA.
CSC - A Guidebook for Change (Transforming Organisations) — by AAS — last modified Jun 12, 2017 11:00 PM
CSC proudly shares this framework and earnestly hopes that government agencies may draw insights on how to introduce and implement change for smoother organisational transitions. Agencies are encouraged to use the change framework in fulfilling their respective mandates, to better serve our people. After all, this is what public service is about.
CSC - Change Journey Storybook of CSC — by AAS — last modified Sep 16, 2015 12:08 AM
This storybook offers a glimpse of what the CSC staff collectively had to go through to transform the CSC. The first portion, Transition, Transformations, provides an overview of the changes that transjoined in human resource system: recruitment and performance management resource system assessment and learning and development. The second portion, “Tearing Down the Wall” chronicles CSC’s Change Management Journey.
CSC - Coaching Guidebook — by Xandra Marfori — last modified Jul 25, 2016 08:22 PM
The guide book has been written by the CSC leader-coaches for the leaders and managers of the Philippine Civil Service Commission in support of its leadership and coaching brand “Coaching for Integrity and Excellence”. In addition, this guide book is part of the PAHRODF design to support the Commission achieve its vision of becoming the ‘Strategic Human Resource Center for the Philippine Bureaucracy by 2015 and Asia’s leading center of excellence for strategic human resource and organizational development by 2030’.
CSC - Competency Based Recruitment Guidebook — by AAS — last modified Sep 08, 2015 12:31 AM
Guided by the 2030 vision of becoming Asia's leading center of excellence for Strategic HR and OD and driven by the mission, "Gawing Lingkod Bayani ang Bawat Kawani" (Make every government employee a servant-hero), the Civil Service Commission (CSC), through its partnership with the Philippines-Australia Human Resources and Organisational Development Facility, embarked on a project dubbed as the Development and Institutionalization of Competency-Based Human Resource Systems (CBHRS) in the Public Sector of the P/1ilippines in September 2011. The project aimed to integrate competencies in the Human Resource Systems in the CSC first, starting with recruitment. The Commission recognizes the fact that hiring and retaining the best employees will lay the foundation for developing high performing, competent and credible civil servants.
CSC - Competency Development Manual — by AAS — last modified Sep 16, 2015 12:16 AM
This competency development mannual aims to document the journey of the Civil Service Commission (CSC), together with the Australian Government through PAHRODF, in the developement and institutionalisation of competency-based HR systems
CSC - Guidebook on the Strategic Performance Management System — by AAS — last modified Sep 16, 2015 12:20 AM
The Commission has prioritized SPMS among its human resource initiatives. CSC hopes that government agencies nationwide would be able to appreciate how the system would help create a work environment where civil servants—from executives to the administrative aides—are able to link individual performance with organizational goals and perform to the best of their abilities. And through this Guidebook, the Commission hopes to stay on course in initiating definitive measures geared towards upgrading the standards of public sector governance
CSC - Human Resource Development Planning Guidebook — by AAS — last modified Sep 16, 2015 12:21 AM
Learning and Development (L&D) is an essential part of human resource management. It is providing employees with opportunities to upgrade their competencies so they will be capable to deliver high quality results that redound to optimum citizen’s satisfaction.
CSC - Intervention Brief on Develop and Deploy a Culture Transformation in CSC — by AAS — last modified Aug 02, 2016 10:03 PM
CSC now manages change, caused by reforms, more effectively using its own change management framework. As a result, stakeholders are more empowered, and employees are able to better understand, appreciate and accept CSC’s various interventions.
CSC - Intervention Brief on Development and Institutionalisation of Competency Based HR Systems — by AAS — last modified Aug 02, 2016 10:25 PM
The intervention laid the foundation for developing Competency-based HRMD Systems in CSC with its new core, organisation, leadership and technical competencies. It now gives CSC clear standard criteria and procedure in recruiting and promoting people.
CSC - Intervention Brief on Program for Learning and Development — by AAS — last modified Aug 02, 2016 10:03 PM
The intervention gave CSC a Competency-based Learning and Development (L&D) Plan that allows it to offer a package of strategically developed L&D interventions for CSC employees and other government agencies.
CSC - Intervention Brief on Strengthening CSC PRIME HRM - The Assessment Phase — by AAS — last modified Aug 02, 2016 10:03 PM
CSC develops global standards on 4 HRMD systems that include practices and competencies through PRIME HRM – Assess, Assist & Award.
CSC - Intervention Brief on Strengthening the Civil Service Institute — by AAS — last modified Aug 02, 2016 10:01 PM
CSI now operates under a new business model similar to that of private enterprises, a new structure geared for the latest training and development trends, and a new brand that communicates CSI’s value proposition.
CSC - Intervention Brief on Top Management Benchmarking on HR Practices in Australia — by AAS — last modified Aug 02, 2016 10:26 PM
Inspired by relevant best HR practices in Australia, four programs are now adapted in CSC to make it more strategic and developmental: ISO accreditation, multisectoral participation, development of public sector leadership competencies, and PRIME-HRM.
CSC - Intervention Brief on Transforming CSC Leadership — by AAS — last modified Aug 02, 2016 10:25 PM
CSC now advocates Coaching for integrity and excellence as its leadership brand. CSC leaders, using collaborative approaches, are now well-positioned to influence, encourage and support other government agencies to improve their HRMD practices through coaching.
CSC - Leadership and Management Certification Program - Brochure — by AAS — last modified Jul 11, 2017 06:33 PM
This is the FAQ on CPro. The Leadership and Management Certification Program or Cpro is an alternative mode of satisfying the postgraduate requirement for division chief and executive/managerial positions through an extensive certification program (CSC Resolution No. 1500615 as amended in CSC Resolution No. 1501534).
CSC - Online Competency Assessment Briefer — by AAS — last modified Sep 10, 2015 08:01 PM
The CSC Online Competency Assessment (OCA) is a web-based assessment platform that gauges an employee’s individual competencies against the actual competency requirements of a job. The system speeds up the assessment process by automatically generating reports right after all assessment forms have been completed online. The installation of the system has resulted in a lead time reduction of the total competency assessment cycle from 3 months to 1 month.
CSC - Partnership Highlights with HRODF 2014 — by AAS — last modified Aug 02, 2016 11:20 PM
CSC is one of PAHRODF’s core partner organisations. It significantly influences HR and organisation development (OD) practices of Philippine government agencies - including the partners of various other Australian Government programs in the country. This maximises use of Facility resources and its multiplier effect, as well as its development impact. PAHRODF has been helping improve CSC’s capacity, competency and change readiness to transform from being regulatory, policing and transactional to becoming a developmental and strategic human resource management agency.
CSC - Partnership Highlights with HRODF 2016 — by AAS — last modified Jul 11, 2017 06:33 PM
PAHRODF’s partnership with the Commission in 2011 was timely; it corresponded with the beginning of CSC’s change journey from being transactional to strategic. That same year, CSC unveiled its Roadmap for Development and Reform which detailed its priority programs and presented its vision to be Asia’s leading Center for Excellence in Strategic HR and OD by 2030.
CSC - PRIME HRM - Brochure — by AAS — last modified Oct 19, 2016 01:11 AM
PRIME-HRM stands for Program to Institutionalize Meritocracy and Excellence in Human Resource Management. It is a mechanism to support the attainment of the Civil Service Commission vision of becoming a Center of Excellence for Human Resource and Organization Development. PRIME-HRM assesses the agency’s human resource management competencies, systems, and practices toward HR excellence. PRIME-HRM presents a more progressive system of assessment as it entails greater engagement not just of the human resource management officer (HRMO) but also of the officials and the rank-and-file employees of the agency.
CSC Prime HRM Guidebook — by Myrj Solon — last modified Jul 11, 2017 06:16 PM
PRIME-HRM stands for “Program to Institutionalize Meritocracy and Excellence in Human Resource Management.” It aims to elevate public sector human resource management to a level of excellence through the assessment, assistance, and awarding processes of HRM Systems, Practices, and Competencies using HRM maturity level indicators that are at par with global HRM standards.
CSC Prime HRM Primer — by Myrj Solon — last modified Jul 11, 2017 06:15 PM
PRIME-HRM stands for “Program to Institutionalize Meritocracy and Excellence in Human Resource Management.” It aims to elevate public sector human resource management to a level of excellence through the assessment, assistance, and awarding processes of HRM Systems, Practices, and Competencies using HRM maturity level indicators that are at par with global HRM standards.
DCCCII - Advocacy Policy Manual — by AAS — last modified Sep 16, 2015 12:46 AM
The Davao City Chamber of Commerce and Industry, Inc. (DCCCII) and the Philippine Australia Human Resource Development Facility (PAHRDF) have been consistently in active partnership in raising the competencies of Chamber volunteers and personnel and Volunteer Business Support Organizations (VBSOs). Proof of this enduring partnership is a series of successful capability-building training and education programs that promote the organizational, human resource and corporate fitness of the Chamber.
DCCCII - Resource Guidebook on Food Packaging — by AAS — last modified Sep 08, 2015 01:40 AM
This Packaging Resource Guidebook is intended to be the primary source of information for SMEs and entrepreneurs just planning to start a food processing venture or those who need and want to improve packaging of their food products. This is a first edition and for it to be continuously relevant and useful, a monitoring and updating system will be installed in the Small and Medium Enterprise Resource Network (SMERN).
DENR – Learning and Development Process Manual — by AAS — last modified Feb 02, 2016 08:51 PM
This Learning and Development (L&D) Process Manual is intended to support the DENR’s Training on Learning & Development End-to-End Cycle by serving as a handy reference for the participants. It is meant to supplement the training intervention, enable participants to recall salient points discussed during the training, and subsequently apply the skills they learned in the workplace. The L&D Process Manual describes the L&D methodology and processes followed during the training. It also includes templates, handouts, job aids that support the use of the methodology.
DEPED - Continuous Improvement - Project Learning Guide — by AAS — last modified Jul 01, 2017 07:35 PM
Continuous Improvement is a methodology to continually assess, analyze, and act on the performance improvement of key processes, focusing on both stakeholder needs and the desired performance
DEPED - Intervention Brief on Alignment of Strategic and Operational Planning and Budgeting Process — by AAS — last modified Aug 02, 2016 10:30 PM
The intervention directly assisted DepEd in developing a single strategic planning process for all levels of the organisation.
DEPED - Intervention Brief on Building the Continuous Improvement model in Schools — by AAS — last modified Aug 02, 2016 10:22 PM
CI model schools successfully solved its identified learner problems using CI methodology, resulting in improved performance of learners (i.e., improved reading or mathematics skills), curriculum delivery, and school practices.
DEPED - Intervention Brief on Results-based Performance Management System (RBPMS) — by AAS — last modified Aug 02, 2016 10:25 PM
DepEd now has common user-friendly processes and tools to define and measure performance, which aligns individual performance to the organisation’s strategic priorities, vision and mission.
DEPED - Partnership Highlights with HRODF in 2014 — by AAS — last modified Aug 02, 2016 10:25 PM
DepEd is one of PAHRODF’s core partner organisations as its mission directly aligns with the Statement of Commitment (SOC) between the Philippines and Australian governments. The Facility’s assistance to DepEd focuses on three capacity areas: Planning and Policy, Human Resource Management and Development and Leadership and Management.
DEPED - Strategic Planning Guide — by AAS — last modified Sep 16, 2015 12:54 AM
A guidebook on Strategic Planning for the Department of Education. The Department of Education is adopting a simple and practical approach to strategic planning - the Right to Left Planning Framework. This framework alludes to the practice of reading that starts on the left side of the page and moves toward the right. However, the Right to Left Planning Framework begins on the opposite side on the right, and ends on the left side to emphasize its adherence to the dictum, "Begin with the end in mind."
DEPED ARMM - Benchmarking on Schools-based Continuous Improvement Approaches and Projects — by AAS — last modified Sep 16, 2015 01:30 AM
This manual captures the benchmarking journey of DEPED ARMM officials (school principals, district and division officers, as well as regional managers) to model schools on Continuous Improvement (CI) program
DEPED-ARMM – Communication Guidebook on for Managing Change and Transitions — by AAS — last modified Jul 27, 2017 11:52 PM
This Guidebook was developed and designed for members of the DepEd ARMM Communicators for Change (C4C) who attended the workshop entitled “DepEd ARMM Change Management: Communicating Change” held last 18-21 April 2017 in General Santos City. The workshop was designed to capacitate the designated members of the change communications team, and to strengthen knowledge and skills in developing and implementing change communication activities in support of the various reform initiatives by DepEd ARMM, particularly the review and redesign of its organizational structure across governance levels.
DILG - Intervention Brief on Leadership Development for Division Chiefs — by AAS — last modified Aug 02, 2016 10:29 PM
The intervention improved communication and working relationships between service offices, bureaus and attached agencies at the DILG central office.
DILG - Intervention Brief on Leadership Development for Officials of DILG Regional and Provincial Offices — by AAS — last modified Aug 02, 2016 10:20 PM
The intervention helped improve the leadership competencies of provincial dire tors and regional directors in 16 regions to support the cluster leaders perform their roles effectively
DILG - Intervention Brief on Leadership Development of Cluster Leaders in DILG Provincial Offices — by AAS — last modified Aug 02, 2016 10:29 PM
The leadership program prepared cluster leaders for their new role as DILG’s frontliners in provinces and municipalities. It helped improved their competency to perform their roles as change agent, performance adviser, partnership builder, and team developer.
DILG - Intervention Brief on Results-based Monitoring and Evaluation — by AAS — last modified Aug 02, 2016 10:20 PM
The intervention helped develop a results framework that will lay the groundwork for building one M&E framework for DILG national and sub-national programs, projects and activities.
DILG - Leadership - Story Book — by AAS — last modified Sep 16, 2015 01:52 AM
Ito and Kwento Ko - Leadership stories from the field officers of the Department of the Interior and Local Government (DILG)
DILG - Leadership Training - Participant's Manual — by AAS — last modified Sep 16, 2015 01:51 AM
This manual is intended to serve as a guide to the participants attending the Leadership Training of DILG.
DILG - Leadership Training Facilitator's Guide — by AAS — last modified Sep 16, 2015 01:51 AM
This manual is intended to serve as a guide to trainers in facilitating the Leadership Training for DILG Municipal Local Government Operating Officers (MLGOOs). It is highly encouraged for the trainers to draw from their personal experiences to explain concepts, emphasize key points, and implement tools and procedures in this training
DILG - Partnership Highlights with HRODF 2014 — by AAS — last modified Aug 02, 2016 10:32 PM
PAHRODF has been collaborating with DILG since 2011 to improve its capacity, competency and change readiness to improve local government capacity to deliver basic services and reduce vulnerability arising from climate change and conflict - outcomes that directly address the Australia Philippines Statement of Commitment. The Facility has helped improve DILG’s Project Management System and manage the Performance Challenge Fund. It is also helping improve the Department’s leadership skills and practices to minimize tension in the workplace and facilitate better performance
DILG - Results-based Monitoring and Evaluation Guidebook — by AAS — last modified Sep 16, 2015 02:04 AM
This guidebook is specifically prepared for the Local Government sector, although the tools, concepts and processes contained here can also be used by other interested users as well. This guidebook aims to unify and simplify monitoring and evaluation (M&E) systems and processes at DILG; to focus M&E efforts on managing development interventions for results and to comply with the requirements of the oversight agencies; and to build the foundation for shared understanding and application of the Results-based Monitoring and evaluation (RbME) method, concepts, and tools.
DILG - Story: Dipping into the depths of social capital in Isabela — by AAS — last modified Sep 13, 2015 11:02 PM
There is always a demand for improving capacities. However , except for learning-on-the-job and occasional mentoring in government, there is not much opportunity to systematically learn to support strategic directions.
DILG - Story: 'I in them' and 'one of us' in Camiguin — by AAS — last modified Sep 13, 2015 11:18 PM
I have received my appointment as the Provincial Director of Camiguin Island rather recently, says Bruce Colao, and huge challenges welcomed me in DILG.
DILG - Story: Bayanihan in Caloocan discovering the bayani in everyone — by AAS — last modified Sep 13, 2015 11:19 PM
Tanique Creek was swimming with litter. It smelled of urban decay. It was dead, but occasionally rises to life engulfing communities with flood water and debris.
DILG - Story: Change is good in Iloilo City — by AAS — last modified Sep 13, 2015 10:59 PM
Lawyer Ferdinand Panes remembers, when he was the newly assigned DILG director in Iloilo City, he was reluctant because most local officials were also new and not familiar with the programs and advocacies of the Departmnet.
DILG - Story: Creative Lupon, meaningful results in Capiz — by AAS — last modified Sep 13, 2015 11:00 PM
PD Helen Mestidio of DILG-Capiz has lots of stories to share about transforming relationships with LGUs in the province.
DILG - Story: Data, determination and drive pushing for gender based transformations in Marinduque City — by AAS — last modified Sep 13, 2015 10:59 PM
City Director (CD) Jhoaden G. Lucero faced a grim reality that barangays in Mandaue would have very low compliance in the Barangay Governance Performance Management System (BGPMS) audits.
DILG - Story: DILG NCR ops up in the cloud — by AAS — last modified Sep 13, 2015 10:59 PM
For DILG-NCR, there's no turning back--the only option is to look forward and innovate how regional operations are managed.
DILG - Story: Engaging business, government to keep competitiveness up in Laguna — by AAS — last modified Sep 13, 2015 11:02 PM
Heavy traffic slows down production . Business, as a return, suffers from high production costs, less earnings, stymied expansion, and less employment.
DILG - Story: Garbage is opportunity in Pasay how Cutcut creek was saved — by AAS — last modified Sep 13, 2015 11:18 PM
In Pasay City, garbage finds itself into the hands of entrepreneurs, rather than into the depths of waterways, just very recently.
DILG - Story: Nang lumiwanag ang Sapang Liwanag big businesss join hands to revive dying creek in Pasig — by AAS — last modified Sep 13, 2015 11:13 PM
DILG Cluster Leader Merce Tuico is transferring from Pasig City to San Juan City beaming with new found confidence working with big business.
DILG - Story: Novel ways of IP representatives in loca sanggunian up in Mountain Province — by AAS — last modified Sep 21, 2015 10:51 PM
How does one ensure representation of Indigenous People (IPs) in local communities whose elected officials are all IPs?
DILG - Story: Rediscovering the value of performance management in Agusan del Sur — by AAS — last modified Sep 13, 2015 11:18 PM
The Provincial Government of Agusan del Sur takes pride in having a Human Resource Development (HRD) Plan that programs the capacity and competency improvements to be put in place to support the overall strategic directions of the province in the medium-term.
DILG - Story: The heart of Marinduque is peace — by AAS — last modified Sep 13, 2015 11:19 PM
For the people of Marinduque, what matters most is that they live in peace. And for an island province that is a hub for the movement of people and goods, community cooperation is key to keeping the island safe.
DILG - Story: The soul of the Bohol Cluster is the team — by AAS — last modified Sep 13, 2015 11:01 PM
Bohol is a class of its own. LGUs troop to this island in Central Visayas to learn from good practice. In 2012, the Provincial Government of Bohol and the Municipality of Maribojoc clinched Galing Pook Awards, two national distinctions for a small island province in the same year and among many national and regional awards for local governance reform and innovation.
DILG - Strategic Communication Toolkit — by AAS — last modified Jul 11, 2017 06:27 PM
This toolkit is designed to provide a practical guide to designing and implementing communication programs for the Department of the Interior and Local Government (DILG). This is intended to guide all those who will be involved in designing, implementing and evaluating the DILG Strategic Communications like the DILG Public Affairs and Communications Service (PACS), DILG Program/ Project Teams, Communication Program Service Providers and Partners of DILG.
DSWD Competency Cards Functional Competencies — by AAS — last modified Jul 27, 2016 07:19 PM
Educates others on the program-related laws, policies and guidelines; Advances legal adoption and foster care for the disadvantage, abandoned and neglected children to provide them with their own family to nurture and care for them.
DSWD Competency Cards Leadership Competencies — by AAS — last modified Jul 27, 2016 07:19 PM
Establishing and maintaining helpful working arrangements with internal and/or external individuals, groups and institutions which have an interest in, or have an impact on the completion of work assignments or success of DSWD programs. This may involve negotiating for resources, deliverables, and delivery times, and balancing one's won needs and the needs of other parties.
DSWD - Competency Cards - Introduction to Competency Cards — by AAS — last modified Jul 27, 2016 07:18 PM
The COMPETENCY DICTIONARY has been designed as a reference tool for DSWD employees. Its primary purpose is to bring more detailed definition to the behaviors that are important for DSWD to achieve its strategic goals, and to create a common, objective language for discussing behavioral skills. This can be used for human resource management functions including recruitment and staffing, learning, career development and performance management.
DSWD - Instructional Material Handbook — by AAS — last modified Jul 27, 2016 07:08 PM
Competencies are the set of one's knowledge, skills and attitudes (KSAs) that are overtly manifested and measured by way of concrete behaviors. These KSAs determine success in one's role at work. It is assumed that as one goes through work, it is possible to increase one's level of proficiency in any particular competency.
DSWD - Intervention Brief on Competency Modelling and Enhancing the Recruitment System — by AAS — last modified Aug 02, 2016 10:06 PM
CMERS reduced turnaround time for hiring contractual workers for DSWD’s Pantawid Pamilyang Pilipino Program (4Ps) from 2-4 months to 1-2 weeks, and for plantilla positions to six months across programs.
DSWD - Intervention Brief on Competency-based Recruitment, Selection and Placement Rollout — by AAS — last modified Aug 02, 2016 10:27 PM
The intervention continues to improve DSWD’s quality of recruits by cascading competency-based recruitment, selection and placement systems to the regions, led by its own pool of CBRSP subject matter experts from the central office.
DSWD - Intervention Brief on Institutional Development and Capacity Development — by AAS — last modified Aug 02, 2016 10:28 PM
The intervention’s change management plan, along with DSWD’s improved understanding of its clusters’ functions, is contributing to the department’s efficiency improvement.
DSWD - Intervention Brief on Institutionalising Competency-based Leadership Development Program — by AAS — last modified Aug 02, 2016 10:28 PM
DSWD now advocates a leadership brand: “Matapat, Magiliw, Mahusay”. It also uses the leadership competencies, identified through CBLDP, in assessing its leaders and in crafting appropriate leadership development interventions for them.
DSWD - Intervention on Competency-based Leadership Program Rollout — by AAS — last modified Aug 02, 2016 10:06 PM
DSWD, because of the roll out of CBLDP, now has a pool of 105 key regional of- fice leaders who understand their responsibilities as change agents at the regional level.
DSWD - Partnership Highlights with HRODF 2014 — by AAS — last modified Aug 02, 2016 10:28 PM
PAHRODF has been helping DSWD improve its level of capacity, competency and change readiness to perform its mandate in an environment full of complex challenges attendant to the widespread nature of its developmental work. It implemented interventions focused on improving DSWD’s recruitment, selection and placement system and enhancing the leadership skills of its key officers, and is implementing interventions to scale up and replicate its earlier efforts.
DTI - International Trade Competency Dictionary (IDG and IPG) — by AAS — last modified Jul 11, 2017 06:23 PM
A Competency Dictionary is a reference tool that contains information on all of the competencies and the target levels for the various types of jobs in the institution. Through the Competency Dictionary, one can identify the following: Definitions for Core, Managerial/Leadership and Functional Competencies; Various levels of performance for each competency; Behavioral indicators which are expressions of specific behaviors associated with the competency at different levels.
Featured KM Product - CSC Partnership Highlight — by AAS — last modified Jul 11, 2017 06:38 PM
This collateral is part of PAHRODF's thrust to share insights and lessons learned in the implementation of HR/OD interventions with various partner organisastions. This knowledge product talks about the partnership journey between PAHRODF and the Civil Service Commission, and the various gains brough about by the relationship.
HRODF - Australia Awards Highlights 2014 — by AAS — last modified Aug 02, 2016 10:04 PM
PAHRODF, administers Australia Awards Scholarships in the Philippines. Australia Awards are the prestigious scholarship program of the Australian Government aimed at developing leadership, and building partnerships and enduring peopleto-people links between Australia and its partner countries
HRODF - Competency Modelling Guidebook — by AAS — last modified Jun 15, 2017 02:38 AM
The Guidebook on Competency Modelling and Profiling is again a reflection of learning innovations that PAHRODF has introduced. It is based on one of PAHRODF interventions instrumental in breaking new grounds in the way our partner agencies — the Civil Service Commission (CSC) and the Department of Social Welfare and Development (DSWD) — recruit and train employees. With better job-person match among the personnel, these organisations are now able to improve how they deliver their core programs.
HRODF - Generic Competency Dictionary (GCD) for the Public Sector — by AAS — last modified Jul 11, 2017 06:37 PM
The Generic Competency Dictionary (GCD) supports the CSC's PRIME-HRM in increasing the accessibility of competency modelling and profiling across the Philippine bureaucracy, and thus contributing to every organisation’s attainment of higher maturity levels in HRM systems, processes and practices.
HRODF - Guidebook on Facilitating Strategic Planning — by Myrj Solon — last modified Jul 25, 2017 05:42 PM
Facilitating Strategic Planning is a systematic process of envisioning a desired future, translating this desired future or Vision into broadly defined but measurable Goals or Objectives and setting Strategies or broad courses of actions to achieve these Objectives.
HRODF - Guidebook on Monitoring and Evaluating Reentry Action Plans — by AAS — last modified Jul 11, 2017 06:46 PM
The Re-Entry Action Plan or REAP is a proven mechanism that creates opportunities for scholars and learners to apply their new insights and enhanced competencies gained from training and other learning interventions. But how do you ensure that REAP implementation stays on track and achieves results that contribute to organisational performance improvement? This guidebook provides useful processes, tools and examples for monitoring and evaluating REAPs.
HRODF - Guidebook on Monitoring and Evaluating Reentry Action Plans (Word) — by AAS — last modified Jul 11, 2017 06:28 PM
The Re-Entry Action Plan or REAP is a proven mechanism that creates opportunities for scholars and learners to apply their new insights and enhanced competencies gained from training and other learning interventions. But how do you ensure that REAP implementation stays on track and achieves results that contribute to organisational performance improvement? This guidebook provides useful processes, tools and examples for monitoring and evaluating REAPs.
HRODF - Guidebook on Organisational Assessment 2015 — by AAS — last modified Sep 16, 2015 08:14 PM
The OA process that is presented in this Guidebook and the output that would be produced are envisioned to provide organisations with directions, and help them in navigating along the change path.
HRODF - Guidebook on Performance Management System — by Myrj Solon — last modified Jul 25, 2017 05:42 PM
This guidebook incorporates lessons learned from the Facility’s experience in providing assistance in this HR area as it presents key concepts in strategic performance management as applied in the public sector. It is intended to serve as a resource for other organisations that are ready to make the shift to a more results-based approach in managing performance.
HRODF - Guidebook to CapDev Impact Assessment — by AAS — last modified Sep 16, 2015 08:16 PM
PAHRODF believes that Monitoring and Evaluation is important in harvesting and sustaining the gains of HR interventions. It is only when an institution is ‘committed and able to measure its achievements, reflect on its experiences, share its insights, and capitalize on its learning’ that it is able to ‘achieve greater impact on the people they serve.’
HRODF - Institutional Partnerships Highlights 2014 — by AAS — last modified Aug 02, 2016 10:32 PM
HRODF piloted institutional partnerships in 2010 with the collaboration of University of Newcastle (UoN) and University of Mindanao (UM). Following gains of the pilot programs, HRODF pursued more institutional partnerships to respond to learning needs of more Filipinos, in consideration of the full rollout of the Australian Qualifications Framework and while establishing a platform for the new Australian Colombo Plan.
HRODF - Mentoring Guidebook 2016 — by AAS — last modified Jul 25, 2017 05:43 PM
This guidebook is intended as a learning aid for mentors who wish to be refreshed on the basics of mentoring and as an introduction or primer for would-be mentors. A successful mentoring program is one that is planned, supported and managed so that it meets the needs of the people involved and the organisation that runs it. Mentoring is a relationship for growth. Whether it is skills for living, business success, or career advancement, mentoring is a gift of shared wisdom that benefits both parties.
HRODF - Partnership Highlights with PGAklan, PGDavao, PGLanao — by AAS — last modified Aug 02, 2016 10:05 PM
The Facility has been collaborating with the provincial governments of Davao del Norte (PGDDN), Lanao del Norte (PGLDN) and Aklan (PGAk) to improve their capacity, competency and change readiness that will contribute in effective performance of mandates, i.e., deliver essential services PAHRODF provided technical assistance to improve their Human Resource Information Systems and leadership and change management competencies. It enabled the provincial LGUs formulate their respective Human Resource Development (HRD) Plan that will serve as basis for learning and development activities and investments.
HRODF - REAPing Results - Australia Awards Stories — by AAS — last modified Jul 11, 2017 06:31 PM
The Australia Awards Scholarships have been an essential component of the Australian Government’s aid program in the Philippines. It provides high-achieving Filipino development leaders with the opportunity to pursue postgraduate studies in Australia’s premier academic institutions and contribute to Philippine development.
HRODF - Vantage Point Stories - DRRM — by AAS — last modified Jul 11, 2017 06:30 PM
This contains selected stories highlighting the impact of the HR/OD interventions from the eyes of direct and in-direct beneficiaries of the various HR/OD interventions of partner organisations. The stories here are categorised into three: Education pillar, Governance pillar, and DRRM pillar. Each chapter contains features stories of intervention core participants, direct beneficiaries, and indirect beneficiaries written in first person point-of-view.
HRODF - Vantage Point Stories - Education — by AAS — last modified Jul 11, 2017 06:31 PM
This contains selected stories highlighting the impact of the HR/OD interventions from the eyes of direct and in-direct beneficiaries of the various HR/OD interventions of partner organisations. The stories here are categorised into three: Education pillar, Governance pillar, and DRRM pillar. Each chapter contains features stories of intervention core participants, direct beneficiaries, and indirect beneficiaries written in first person point-of-view.
HRODF - Vantage Point Stories - Governance — by AAS — last modified Jul 11, 2017 06:30 PM
This contains selected stories highlighting the impact of the HR/OD interventions from the eyes of direct and in-direct beneficiaries of the various HR/OD interventions of partner organisations. The stories here are categorised into three: Education pillar, Governance pillar, and DRRM pillar. Each chapter contains features stories of intervention core participants, direct beneficiaries, and indirect beneficiaries written in first person point-of-view.
LGA - Measure to Manage - A Toolkit for Results-Based M and E for Capacity Development Program — by AAS — last modified Sep 16, 2015 08:20 PM
This toolkit is an output of a series of training and coaching sessions with the Local Government Academy's (LGA) Monitoring and Evaluation (M&E) Team, sponsored by the Philippines Australia Human Resource Development Facility (PAHRDF) in February to April 2010. The toolkit will serve as a guide for the LGA and the Department of the Interior and Local Government (DILG) and other stakeholders in the sustained implementation of a monitoring and evaluation system of their capacity development interventions. It provides some monitoring and evaluation tools and templates for documenting and analyzing results of capacity development interventions of the LGA and DILG.
LGA - Powerful Alternative Learning Strategies - Module 1 - Sourcing the Innovative Trainer — by AAS — last modified Sep 16, 2015 08:41 PM
This Facilitator’s Guide on Powerful Alternative Learning Strategies or PALS is designed for the use of local government training practitioners and individuals in delivering highly-effective and learner-centered training programs, including but not exclusive to the actual training for the newly elected officials (NEOs). These practitioners include local government operations officers (LGOOs) from the regional, provincial, city and municipal level.
LGA - Powerful Alternative Learning Strategies - Module 2 - Creating High Impact Training — by AAS — last modified Sep 16, 2015 08:39 PM
This Facilitator’s Guide on Powerful Alternative Learning Strategies or PALS is designed for the use of local government training practitioners and individuals in delivering highly-effective and learner-centered training programs, including but not exclusive to the actual training for the newly elected officials (NEOs). These practitioners include local government operations officers (LGOOs) from the regional, provincial, city and municipal level.
LGA - Powerful Alternative Learning Strategies - Module 3 - Ensuring A Sustainable Learning Environment — by AAS — last modified Sep 16, 2015 08:38 PM
This Facilitator’s Guide on Powerful Alternative Learning Strategies or PALS is designed for the use of local government training practitioners and individuals in delivering highly-effective and learner-centered training programs, including but not exclusive to the actual training for the newly elected officials (NEOs). These practitioners include local government operations officers (LGOOs) from the regional, provincial, city and municipal level.
LGA - Powerful Alternative Learning Strategies - Module 4 - Creativity In Training Delivery — by AAS — last modified Sep 16, 2015 08:37 PM
This Facilitator’s Guide on Powerful Alternative Learning Strategies or PALS is designed for the use of local government training practitioners and individuals in delivering highly-effective and learner-centered training programs, including but not exclusive to the actual training for the newly elected officials (NEOs). These practitioners include local government operations officers (LGOOs) from the regional, provincial, city and municipal level.
LGA - Powerful Alternative Learning Strategies - Module 5 - Knowing Your 4 Levels Of Evaluation — by AAS — last modified Sep 08, 2015 02:07 AM
This Facilitator’s Guide on Powerful Alternative Learning Strategies or PALS is designed for the use of local government training practitioners and individuals in delivering highly-effective and learner-centered training programs, including but not exclusive to the actual training for the newly elected officials (NEOs). These practitioners include local government operations officers (LGOOs) from the regional, provincial, city and municipal level.
LGA - Powerful Alternative Learning Strategies - Module 6 - The Transformed Trainer — by AAS — last modified Sep 08, 2015 02:13 AM
This Facilitator’s Guide on Powerful Alternative Learning Strategies or PALS is designed for the use of local government training practitioners and individuals in delivering highly-effective and learner-centered training programs, including but not exclusive to the actual training for the newly elected officials (NEOs). These practitioners include local government operations officers (LGOOs) from the regional, provincial, city and municipal level.
PAHRDF - Going the Distance: Running Coach — by admin — last modified Sep 17, 2015 12:02 AM
In every long distance run, no runner ever made it alone. The best runners always have help in their preparation because they know that to run in their best condition means to train hard and push themselves beyond their own limits, to challenge themselves to reach their goal. At every checkpoint of the run, milestones are reached for both the runner and the coach. These points represent the efforts of both individuals as they try to reach the end goal, the finish line.
PAHRDF - Training Resource Guidebook — by AAS — last modified Sep 19, 2015 02:29 AM
PAHRDF provides a glimpse of its leading practices in WLP through the documentation of a few of its memorable learning interventions both inside and outside the classroom. The Guidebook is divided into three sections; Learning Methodologies, Workplace Coaching, and Document Templates.
PAHRDF – Capacity Development Model across Various Types Organisations — by AAS — last modified Sep 21, 2015 10:14 PM
Since its commencement in 2004, PAHRDF has continuously sought to improve the processes, mechanisms, and HR/OD conceptual frameworks that support its LTT and STT interventions. This study on PAHRDF’s Capacity Development Model is envisioned to provide a meaningful and disciplined mapping of the underlying program theory that has guided the Facility’s capacity development initiatives from the stages of diagnosis, planning, implementation, monitoring and evaluation.
PAHRDF – Capacity Development Model for Large Institutions — by AAS — last modified Sep 08, 2015 02:15 AM
Since its commencement in 2004, PAHRDF has continuously sought to improve the processes, mechanisms, and HR/OD conceptual frameworks that support its LTT and STT interventions. This study on PAHRDF’s Capacity Development Model is envisioned to provide a meaningful and disciplined mapping of the underlying program theory that has guided the Facility’s capacity development initiatives from the stages of diagnosis, planning, implementation, monitoring and evaluation.
PG Aklan - HRD Plan 2014 — by Reynante_Bacaron@hrodf.org.ph — last modified Sep 21, 2015 07:21 PM
The Provincial Government of Aklan’s (PGA) Strategic Human Resource Development (HRD) Plan for Road-Related Departments (RRDs) serves as a blueprint for the implementation of strategic learning and development interventions to enhance competencies of employees and increase PGA capacity in delivering effective and efficient road services. It is a section of the provincial government’s plan for developing its human resources to enhance their performance in their current and future jobs.
PG Aklan - Learning and Development Manual - Volumes 1-5 — by AAS — last modified Feb 18, 2016 08:22 AM
The Learning and Development (L&D) Manual is a reference document that incorporates policies, processes and tools for the implementation of the L&D System of the Provincial Government of Aklan (PGA). It operationalises the System by defining standards in the implementation of the L&D stages of planning, pre-implementation, implementation and post-implementation – geared towards ensuring that L&D interventions result to improvement in employee performance and achievement of PGA’s strategic goals and priorities.
PG Bohol - Agri-Entrepreneur Resource Book | English — by AAS — last modified Sep 21, 2015 09:02 PM
This Handbook is primarily for the use of the Municipal Agricultural Officers, Agricultural Technicians in the Province of Bohol. This is designed as a practical tool and guide on how to facilitate the development of profitable agri-enterprises that suit our Boholano farmers and fisherfolks. This, further, can be a good reference for the collective ventures engaged in agrienterprise.
PG Bohol - Agri-Entrepreneur Resource Book | Visayan — by AAS — last modified Sep 08, 2015 02:33 AM
This Handbook (Visayan Version) is primarily for the use of the farmers in the Province of Bohol. This is designed as a practical tool and guide on how to facilitate the development of profitable agri-enterprises that suit our Boholano farmers and fisherfolks. This, further, can be a good reference for the collective ventures engaged in agrienterprise.
PG Bohol - Agricultural Master Plan 2006 — by AAS — last modified Sep 21, 2015 10:20 PM
The Bohol Agricultural Master Plan (BAMP), prepared under a AusAID-PAHRDF, has stimulated the development and implementation of programs and projects to harness the province’s agricultural resources. Among others, it served as reference for the formulation of Bohol’s 2009 Food Security Plan, development of the Rice Accelerated Enhancement Response Program during the 2008 food crises, and the conduct of Value Chain Analysis and market studies for four commodities (seaweeds, rice, banana, and purple yam).
PG Davao - Guidebook on Harmonizing the Provincial Strategic Competency-based HRD Plan with the Annual Planning and Budgeting Process — by HRODF Info — last modified Sep 21, 2015 10:29 PM
With this document, the users will be guided on how to synchronize, if not effectively mainstream, HRD Planning into PGDdN's planning and budgeting process so that HRD planning will be sustained and become significant part of the planning process of the LGU.
PG Lanao - HRD Planning - Facilitator's Guidebook — by Reynante_Bacaron@hrodf.org.ph — last modified Sep 21, 2015 10:26 PM
This guidebook documents processes or How To’s which the human resource (HR) focal persons of PGLDN spearheaded by the Provincial Human Resource Management and Development (PHRMDO) went through to produce the HRD Plan for the first time in the life of the provincial government.
PG Lanao - Planning and Budgeting Harmonisation Guide — by Reynante_Bacaron@hrodf.org.ph — last modified Sep 21, 2015 10:52 PM
This document describes the general process flow of PGLDN’s annual planning and budgeting cycle and presents how to integrate HRD planning activities into these standard processes. It also shows the different offices, committees or units involved in the process and briefly defines their roles and responsibilities.
PGAklan - Competency Dictionary 2016 — by Myrj Solon — last modified Jul 11, 2017 06:25 PM
PAHRODF has been assisting selected LGUs like PGA to ensure that their reform objectives could be achieved by providing interventions aimed at increasing the LGUs’ capability to manage and develop human resources through improved HRMD processes and systems. This assistance includes, among others, enabling the LGUs to develop a “pool of human resources who possess the necessary competencies in order that they can competently perform mandated functions, thus enabling the LGUs’ to deliver essential services and to meet their priority development directions”. The key step to capability building is the development of job competency models.
PGAklan - Intervention Brief on PGAklan HRMD Planning — by AAS — last modified Aug 02, 2016 10:04 PM
HRD Planning has been mainstreamed in PG Aklan’s annual planning and budgeting processes. The HRD Plan itself is aligned with the province’s strategic development thrust.
PGDavao - Competency Dictionary 2016 — by Myrj Solon — last modified Jul 11, 2017 06:23 PM
PAHRODF has been assisting selected LGUs like PGDN to ensure that their reform objectives could be achieved by providing interventions aimed at increasing the LGUs’ capability to manage and develop human resources through improved HRMD processes and systems. This assistance includes, among others, enabling the LGUs to develop a “pool of human resources who possess the necessary competencies in order that they can competently perform mandated functions, thus enabling the LGUs to deliver essential services and to meet their priority development directions”. The key step to capability building is the development of job competency models.
PGDavao - Intervention Brief on HRD Planning — by AAS — last modified Aug 02, 2016 10:27 PM
The intervention helped improve critical provincial staff competencies in the area of Human Resource Development, aiding them in formulating relevant and strategic learning and development interventions
PGDavao - Learning Development Reference Manual — by AAS — last modified Jul 11, 2017 06:35 PM
The Learning and Development Reference Manual captures the experiences and learning of the pool of learning facilitators that were trained during the HR/OD intervention on Strengthening Management of HR Learning and Development Services of the province of Davao del Norte. This manual will provide L&D facilitators and practitioners with comprehensive but concise guidelines in designing and developing the interventions identified in the HRD plan of the province.
PGLanao - Competency Dictionary 2016 — by Myrj Solon — last modified Jul 11, 2017 06:24 PM
PAHRODF has been assisting selected LGUs like PGLDN to ensure that their reform objectives could be achieved by providing interventions aimed at increasing the LGUs’ capability to manage and develop human resources and improved HRMD processes and systems. This assistance includes, among others, enabling the LGUs to develop a “pool of human resources who possess the necessary competencies in order that they can competently perform mandated functions, thus enabling the LGUs to deliver essential services and to meet their priority development directions”. The key step to capability building is the development of job competency models.
PGLanao - - Intervention Brief on HRMD Planning — by AAS — last modified Aug 02, 2016 10:26 PM
The HRD Plan helped PGLDN identify the competency gaps of provincial employees, paving the way for PGLDN to develop its employees’ competencies and capacities to make them more effective public servants.
Preliminary Assessment of the Performance- Based Incentives System (PBIS) on Selected Agencies: Policy Recommendations - Policy Note Final — by AAS — last modified Jul 11, 2017 06:22 PM
Executive Order (E.O.) No. 80 issued on July 20, 2012 established the Performance – Based Incentives System (PBIS) to harmonize and rationalize the incentives and bonuses granted in government agencies and to improve the performance of public sector agencies and employees. It has two components: the Performance Based Bonus (PBB) and the Productivity Enhancement Incentive (PEI). The PBIS is the latest tool for performance management and evaluation adopted by the Philippine government. It serves as a rewards or incentives system.
PRMDP - Training Development Manual - (With Cover) — by AAS — last modified Feb 17, 2016 09:12 PM
The Australian Government's Philippines Regional Municipal Development Project’s main objective is to permanently improve the quality of life of the citizens, both men and women, in the six cities involved in the project, through the enhancement of the capability of the Local Government Units (LGUs) to deliver selected services. The cities involved are: Bacolod, Cagayan de Oro, General Santos, Iligan, Puerto Princesa and Tagbilaran.
TESDA - Research Mo, Sagot Ko - The Tesda Research Manual — by AAS — last modified Jan 21, 2016 09:57 PM
The general objective of this research manual is to provide a guideline for the study of the labor market. In the context of the goals and vision of the Technical Education and Skills Development Authority (TESDA), the core problem is the presence of structural unemployment. Hence, the manual aims to offer researchers in the TESDA a set of procedures that will allow them to collect and analyze data on this problem of structural unemployment.
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