eligibility or competency

1 HILARIO P. MARTINEZ

A Professional Philippine Civil Service Workforce: a Hope or a Wish?

Government Personnel Government Institutions


INCOMPETENCE COMPLACENCY

MISBEHAVIOR

Unwanted Realities


To be or not to be

If “…Public Servants shall remain

accountable to the public at all times…”

(Phil. Constitution)

…then they should also prove themselves to be competent at all

times to serve and protect the public and

the public interest


Incompetent

Competent

Proficient

Expert

DEVELOPMENT AND GROWTH OF EMPLOYEE COMPETENCE

During a Tour-of-duty, in a Workplace


Factors that influence growth and development of skills in a Tour-of-Duty

Workplace environment

In-service interventions

Personal initiatives

E X P E R I E N T I A L L E A R N I N G


Lowest Rank Position Title SG 1

Highest Rank Position Title SG 30

1st Level Positions

2nd Level Positions

3rd Level Positions

Theoretically, the satisfactory compliance to the requirements of a job title is a prerequisite condition, basically a building block, for a job holder to be eligible for advancement or promotion to the next higher position *

The Hierarchy of Job Titles for Appointive Personnel in the Bureaucracy


Growth and Development of Competency

8

*

* See www.slideshare.net for “TRAINING and DEVELOPMENT NEEDS ASSEMENT” for details

HILARIO P. MARTINEZ

http://www.slideshare.net/

Development and Growth of Skills in a Job-specific Tour-of -Duty


QUALIFICATION STANDARD* - Basis for

selecting personnel to enter Government service

Based from www.csc.gov.ph/qualification standard query system

10

Potential Capability? Potential Performance?

Potential Capability? Potential Performance?

HILARIO P. MARTINEZ

Basic points that need clarification on agency differentiation

Aside from this classification and needs being served, what differentiate a NGA, LGU, GFI, and

GOCC from each other?

Except for peculiarity in mandated core businesses, are their technical and

administrative support systems differ from each other?

Do they employ distinct concepts, practices and tools of sciences, mathematics,

accounting, legal and technologies not applicable to other government agencies?

NOTE: NGA – National Government Agency; LGU – Local Government Unit; GFI - Government Financial Institutions; GOCC – Government-Owned and Controlled Corporations

11

Most likely,

the only

basic

difference

is the

NAME of

the agency

HILARIO P. MARTINEZ

Format of Qualification Standard in the Philippine Civil Service System

Position Title

By rank

Position Identifier Salary Grade

(1 to 30)

Level (1, 2, & 3)

Sector (Nat’l, Local, Finance Inst’n,

Gov’t Corp.)

Qualification

Education Training Experience Eligibility

HILARIO P. MARTINEZ 12

Position Salary Grade Level Sector Education Experience Training Eligibility

NO SKILLS!

Qualification Standard

(per Civil Service Commission, PH)

13

SQUARE

PEG

ROUND HOLE

HILARIO P. MARTINEZ

Different SG, various Sectors for same Position Title, undefined Education,

Training and Experience requirements


One Position Title for various ranks, same Experience and Training requirements,

with 1 agency-bias specification


1 Job title w/ various rank, for various Sectors, Experience and Training undefined, 2 Sector-bias specifications


Same Job titles w/ various SG, Experience and Training requirements not specified;1 Position

Title w/ detailed Education specification


Job-specific Position Title, in various SG, but non-specific Experience and Training requirements


Job-specific Position Title, various rank, for different sectors, with same education & eligibility: no

specific experience and training; with 2 agency-bias


A sample cross-section of the Q.S. with varying inconsistencies: SG, Level, Sector, Education,

Experience, Training and Eligibility


Need to clarify the most redundant issues in the Q.S.

21

•In what other/prior job/s?

•What valid accomplishments?

•Training in what what field?

•What are the pertinent capabilities and/or skills acquired?

•Most preferred/ job-specific?

•Least preferred/ least priority?

•Which sector is unique?

•Unique in what? How? What make

the Sectors different

from each other?

What is relevant

education?

What is relevant

experience?

What is relevant training?

HILARIO P. MARTINEZ

Amending to upgrade the CSC’s Q.S.

Why can’t COMPETENCY be a primary employment requisite for all job/position titles?

Why can’t EDUCATION requirement be job specific and to include post secondary programs?

Why can’t EXPERIENCE and TRAINING requirements be specific on skills acquired and job-specific?

22

Cla

ssif

yin

g th

e E

du

cati

on

al

Att

ain

me

nt

of

Pe

rso

nn

el:

1st PRIORITY – Directly related and totally applicable to the job

2nd PRIORITY – Major concepts are applicable to the job

3rd PRIORITY – only Basic concepts are applicable to the job

DISREGARD if program is distinctively irrelevant to the job

HILARIO P. MARTINEZ

What a new competency-based Qualification Standard could be

23

At last an upgraded QS!

Logical & competitive… I bet you, the

OLD GUYS

will shoot this

idea down!

HILARIO P. MARTINEZ

CIVIL SERVICE ELIGIBILITIES

Level 1 [Sub-Professional] to Level 2 [Professional]


The Civil Service Commission (CSC) of the Philippines

The CSC is a government agency which deals with civil service

matters and conflict resolution. It is tasked with the responsibility of

overseeing the integrity of government actions and

processes. The commission was originally founded in 1900 through

Act No. 5[1] of the Philippine Commission and was solidified as a

bureau in 1905.

Source: http//csc.gov.ph website 25 HILARIO P. MARTINEZ

What is a Civil Service Eligibility for?

Is it about superior performance or academic qualification?

… a guarantee of most relevant qualification?

… a certification of competence?

… a certification of job-fit/readiness ?

… a guarantee for integrity in public service?

… a certification for passing a level entry examination?

or simply a false guarantee for security of tenure?


Prevailing Civil Service Eligibility Requirement by Level for Appointive Government Personnel

Level 1 SG 1 to 12*

CIVIL SERVICE ELIGIBILITY - SUB-

PROFESSIONAL

Level 2 SG 13 to 24

CIVIL SERVICE ELIGIBILITY -

PROFESSIONAL

CAREER EXECUTIVE SERVICE OFFICER**

Level 3 SG 25 to 33

* SG – Salary Grades ** Only for Presidential Appointees


Factors measured by standard civil service eligibility examination

Verbal

Reasoning

Analytical

Numerical

General Information

Average

A v e a g e

28

Looking for distinctive significance, if any 1st

2nd

3rd

HILARIO P. MARTINEZ

Eligibilities granted under special laws and CSC issuances

• pursuant to Republic Act No. 1080 Bar/Board Eligibility

• pursuant to RA No. 7883 Barangay Health Worker (BHW) Eligibility

• pursuant to Presidential Decree No. 1569 Barangay Nutrition Scholar (BNS) Eligibility

• pursuant to RA No. 7160 Barangay Official Eligibility (BOE)

• pursuant to CSC Resolution No. 90-083 Electronic Data Processing Specialist (EDPS) Eligibility

• pursuant to CSC Resolution No. 1302714 Foreign School Honor Graduate Eligibility (FSHGE)

• pursuant to PD No. 907 Honor Graduate Eligibility (HGE)

• pursuant to RA No. 10156 Sanggunian Member Eligibility (SME)

• pursuant to PD No. 997 Scientific and Technological Specialist (STS) Eligibility

• pursuant to CSC MC No. 11, s. 1996 Skill Eligibility

• pursuant to Executive Order Nos. 132, s. 1948 / 790, s. 1982 Veteran Preference Rating (VPR) Eligibility


30

It’s just a GATE PASS!

Isn’t it?

So what is it for?

HILARIO P. MARTINEZ

For SG 1-12: at least 2years of college education

For SG 13-23: college graduate

For SG 24: masteral degree

For SG 25-33: at least a masteral degree

Educational Requirement per Level in the Civil Service

LEVEL 1 L E V E L 2 LEVEL 3 │ │ │ │

31

WHAT IS THE JOB-EDUCATION MATCHING CONCEPT?

HILARIO P. MARTINEZ

Over, under or no difference?

Are you better qualified than others to serve …

32

CAREER EXECUTIVE SERVICE OFFICERS (CESO)

Let’s see what you really got

HILARIO P. MARTINEZ

Since light travels faster

than sound, people may

appear bright

until you hear

them speak

A typical “Help Wanted” ad for a vacancy in a government agency

Position: Division Chief

Salary Grade: 24

Educational Requirement:

Graduate of relevant college education with Masteral degree

Training Required: 18 hours of supervisorial training

Eligibility Required: Professional civil service eligibility


The Career Executive Service Officer (CESO) Eligibility for 3rd Level Positions

Created under Presidential Decree No. 1 by the late Pres. Marcos, 1972

Applicable for third level CES* positions appointed by the President

CESO ranking is only for presidential appointees

CESO examination measures:

• Analytical ability

• Verbal ability

• Managerial ability

Candidates for CESO are professional civil service eligibles and incumbents coming mostly from the ranks of division chiefs

and equivalent ranks in the military and police organizations.

While this maybe so, there is no defined succession plan in the

bureaucracy except for the unwritten policy of “seniority”

It intends to measure practically the same abilities as other written

examinations for applicants for Levels 1 and 2.

Source: http//csc.gov.ph website 34

* CES – Career Executive Service

What is it for? Control?

HILARIO P. MARTINEZ

Basic Inquiry on the beginning and intent of the CESO Eligibility concept


PROF. CESB Provided

Executive Leadership Program

SALA

MIN

DIW

A

GABAY

Pu

blic

Se

rvic

e

Eth

ics

and

A

cco

un

tab

ility

Wo

rksh

op

s o

n

Ad

min

istr

ativ

e

Just

ice

Fin

anci

al M

gt f

or

Pu

blic

Man

age

rs

I.C

.T.

CESB Accredited

Problem Analysis & Decision Making

Delegating & Monitoring

7 Habits of Public Managers

• Source: http//csc.gov.ph website CESB- Career Executive Service Board 36

Funded In-Service Training Programs* for would-be CESOs

It looks very basic,

fit for Level 2

HILARIO P. MARTINEZ

What necessities drive these REDUNDANCIES?

What is the significance of an additional eligibility requirement for the 3rd level positions if the 1st and 2nd levels provide the same attestation of qualification to work in government?

Are the boundaries of the 1st, 2nd and 3rd level positions distinct from each other or they should be made contiguous and seamless building-blocks for in-service skills acquisition and development?

What justifies the provision of basic management training courses for 3rd level incumbents (CESOs) who are supposed to be Master degree holders and were trained and experienced staff/officers?

Shouldn’t CESOs be more proficient problem solvers, critical thinkers, strategic planners, better trainers/coaches, and highly dedicated citizen-oriented public officers than any other civil servants? Or are they staff-dependent, worse, just pretending?

37

What makes a

CESO a standout? Extraordinary? In what?

HILARIO P. MARTINEZ

Probing deeper into the profile of incumbent CSEEs and CESOs?

38 CSEE – Career Service Executive Eligibles

How many of them have masteral and doctoral degrees sponsored/funded by Government?

How many of them have pending investigations/cases in Ombudsman and/or Sandiganbayan?

What was the performance rating of their respective unit/office/agency for the last 5 years?

How many of their offices/agencies have unresolved, recurring and/or observations, substantial suspensions

and disallowances from the Commission on Audit? What is the degree of utilization/wastage of resources

(funds, manpower, time, logistics) of their offices/agency for the last 5 years? HILARIO P. MARTINEZ

ESTABLISHING A COMPETENCY SYSTEM

Putting into place a missing link in a Good Governance platform


Competence Performance

Job Performance

Observable Behavior

S k i l l J o b Att i t u d e Kn o w l e d g e

Reference: UNESCO/UNEVOC-TVETpedia website 40 HILARIO P. MARTINEZ

Establishing a Competency System*

STA

ND

AR

DIZ

AR

TIO

N

FUNCTIONAL

ANALYSIS

COMPETENCY

DEVELOPMENT

J

O

B

S

WORKPLACE

41

DEP’T A

DEP’T B

DEP’T C

DEP’T D

DEP’T N

...

COMPETENCY STANDARDS

TRAINING STANDARD

ASSESSMENT INSTRU-MENTS

TRAINORS

ASSESSORS

* See “Competency Assessment System for Phil. Civil Service” at www.slideshare.net

HILARIO P. MARTINEZ

From Functional Analysis to Standardization

42

Functional Analysis

HILARIO P. MARTINEZ

Structure of a Unit of Competency Standard

Title of Unit of Competency(UC)

Elements

Ele

me

nt

Pe

rfo

rman

ce

Cri

teri

a

Range of Variables

Var

iab

le

Ran

ge

E v i d e n c e G u i d e C

riti

cal A

spec

ts

of

Co

mp

ete

ncy

Un

de

rpin

nin

g K

no

wle

dge

Un

de

rpin

nin

g Sk

ills

Un

de

rpin

nin

g A

ttit

ud

e

Re

sou

rce

Im

plic

atio

n

Met

ho

ds

of

Ass

ess

me

nt

Co

nte

xt o

f A

sse

ssm

en

t



Performance Application

Range Evidence of Knowledge

Evidence of Performance

The Productive Functions in a Unit of Competency – the Elements

Sample Unit of Competency for a Standardized Government Job Title


Sample of a Competency Standard for a Standardized Job/Position Title CORE Competencies BASIC Competencies

Use of I.C.T.

Lead and manage

work teams

Apply problem

solving in workplace

Demonstrate profes-

sionalism in workplace

46

Plan and Direct Policy

Inputs

Design Systems,

Projects and Programs

Deploy Policies to

Stakeholders

Manage Resources

UC #1 UC #2

UC #3 UC #4

HILARIO P. MARTINEZ

Competency is basically made up of …


Competency…a building block for INTEGRITY


Ways in which evidence confirming compliance to a Competency Standard will be assessed on a periodic

assessment schedule and/or personnel audit

49

Obser-vation

Interviews/Questioning

Third Party

Report

Demons-tration

Portfolio

W O R K P L A C E E N V I R O N M E N T

HILARIO P. MARTINEZ

ACCREDITED

ASSESSORS

Establishing Teams of Assessors

CSC ASSESSORS’

TRAINING PROGRAM

Subject Object

PUBLIC

SECTOR

PRIVATE

SECTOR *

PO

OL

OF

PR

E-S

EL

EC

TE

D C

OM

PE

TE

NC

Y A

SS

ES

SO

RS

50

* Private Sector participation injects more objectivity and currency of standards and technology

HILARIO P. MARTINEZ

In a Competency Assessment System,

there can be only ONE!


Information required in a Certificate of Competency


Criticality of Competency-based HRD System for Public Servants

53

Government officials and employees takes an oath to serve, protect and defend the interest

and welfare of the public

Government officials and employees are entrusted with the enormous resources drawn

and contributed by citizens-taxpayers

As stewards of huge state wealth and public funds, they are expected to be intellectually

capable and armored with integrity

Competency, not civil service eligibilities, builds professionalism and integrity in the

workplace

HILARIO P. MARTINEZ

54

COMPARING CoE and CoC

HILARIO P. MARTINEZ

Which will better serve public interest?

“Eligible” is being qualified to participate or be chosen

Eligibility – the privilege of being qualified to participate

“Competent” is having the necessary ability or to do something well enough to meet a standard

Competence – the quality or state of being competent


or

FREQUENCY: Once, before employment/ appointment FREQUENCY: Before employment and

periodically thereafter


How acquired Certificate of Eligibility*

Based on universally recognized psychometric models

Generic

Test instrument

Thru written test by applicant

Before application to job

Frequency: once per eligibility

Multiple retake allowed

Based on job-specific competency standard

Job-specific

Assessment instrument

Thru panel assessment

Before application and during job tenure

Frequency: proposed to be periodical

Retake generally not allowed

57 * Excludes RA 1080 and other special eligibilities

Certificate of Competency

HILARIO P. MARTINEZ

Incomplete/

Substandard

Work

Subpar

Performance

Wasted

Logistics/

Resources

Delay in

Delivery of

Public Goods

/Services

Probable

Irregularity/

Fraud Alert

What about

ELIGIBILITY? Does

it serve anything

similar to these?


Non-Compliance to Competency Standard could indicate …

What is the value of Civil Service “Eligibility”? Eligibility does not mean you are competent to do a particular Job!

Eligibility does not mean you are qualified for the Job!

Eligibility does not guarantee that you are going to do a good Job!

Eligibility does not mean you are qualified as public servant


The Prejudicial Question


Keep It Simple S….d!

A difficult paradigm shift – Good for the Public, Bad for the Incompetent


As Citizen-Taxpayers …


COMPETENCY is all about DISCIPLINE in Public Service

63

Streamlining and standardization of jobs

Promote and fortify integrity in public service

Enhances teamwork and accountability

Improves organizational performance

Facilitates human resources development programs and personnel actions

Facilitates talent exchanges between and among agencies

Leveling of playing field for opportunities in professional advancement

HILARIO P. MARTINEZ

64

Competency System in the Civil Service

HILARIO P. MARTINEZ

A Rational Consequence of Change …

65

PERFORMANCE /MERIT-BASED

COMPENSATION and INCENTIVE

SYSTEM

Standardized Job/Position

Titles

Competency Standards of

Job Titles

Standardized Qualification

Standard

Standardized Salary Grade

Schedule

HILARIO P. MARTINEZ

Your Decision!


eligibility or competency

Government & Nonprofit