Learning and Development

System:

L&D-G-Policy

System Level II L&D-G-S2.1

The Agency’s L&D policies and/or processes are customized to Agency’s requirements, and include specific guidelines on application of equal opportunity principles.

Evidences (ER)

ER 1.1 - QMS Policy Manual

ER 1.2 - Faculty Development Plan for AY 2017-2022

System Level III L&D-G-S3.1

The Agency’s L&D policies and processes are competency-based and linked with other core HRM areas (i.e., RSP, PM and R&R).

Evidences (ER)

ER 1.1 -

L&D-G-Structure and Roles

System Level II L&D-G-S2.2

The Agency has a PDC that performs additional functions to address specific L&D needs (e.g., develops customized criteria and screening process for selecting nominees to scholarships and conferences).

Evidences (ER)

ER 1.1 -

System Level III L&D-G-S3.2

The Agency has a PDC that collaborates with managers/supervisors, HRMO and other HR bodies to strengthen the link between L&D and other HRM core areas.

Evidences (ER)

ER 1.1 -

L&D-G-Review Mechanisms

System Level II L&D-G-S2.3

The Agency tracks the efficiency of L&D processes and uses data to improve system:

• Percentage of employees provided L&D intervention (i.e., compliance with required 1 HR intervention per employee)

• Budget utilization

• Participants’ feedback on conduct of L&D interventions (Level 1 Evaluation)

Evidences (ER)

ER 1.1 -

System Level III L&D-G-S3.3

The Agency tracks the effectiveness of L&D processes, its linkages with other HR core systems, and uses data to improve system:

• Learners’ Profile (including data on gender, age, disability, civil status, religion, ethnicity, etc.)

• Evaluation of acquisition and application of learning (Level 2 and Level 3 Evaluation)

• Employee performance after L&D intervention

• Tracking of competency improvement

Evidences (ER)

ER 1.1 -

L&D-G-Information and Communication (Use of Technology)

System Level II L&D-G-S2.4

The Agency uses a computer-based system to maintain L&D data and documents.

Evidences (ER)

ER 1.1 -

System Level III L&D-G-S3.4

The Agency maintains an Information Management System that shows link between L&D and other core HRM areas (i.e., RSP, PM and R&R).

Evidences (ER)

ER 1.1 -

L&D-G-Information and Communication (Database Content)

System Level II L&D-G-S2.5

The Agency maintains documentation and records on:

• L&D process flow

• System review data on L&D efficiency

• System implementation (e.g., PDC recommendations, L&D documentation and reports, etc.)

• Learning Service Provider (LSP) management system (e.g., profile of internal and external resource persons)

Evidences (ER)

ER 1.1 -

System Level III L&D-G-S3.5

The Agency maintains documentation and records on:

• System review data on L&D effectiveness

• L&D policy and process flow showing link to other core HRM areas

Evidences (ER)

ER 1.1 -

Practices:

L&D-G-Policy

Practices Level II L&D-G-P2.1

The Personnel Development Committee (PDC) and managers/ supervisors can describe/explain how Agency’s L&D policies and processes meet the Agency’s needs.

Evidences (ER)

ER 1.1 -

Practices Level III L&D-G-P3.1

The top management can describe/explain how they have been involved in linking the Agency’s L&D policies and processes with other core HRM areas.

Evidences (ER)

ER 1.1 -

L&D-G-Structure and Roles

Practices Level II L&D-G-P2.2

The PDC and managers/supervisors can describe/explain the functions of the Committee and how it selects and recommends qualified candidates to training and scholarship programs.

Evidences (ER)

ER 1.1 -

Practices Level III L&D-G-P3.2

The top management can describe/explain how they have used information generated by other core HRM areas (e.g., RSP and PM) in making L&D decisions, or how they (TM and M/S) have used L&D-generated information in making decisions in other core HRM areas.

Evidences (ER)

ER 1.1 -

L&D-G-Review Mechanisms

Practices Level II L&D-G-P2.3

The PDC and managers/supervisors can describe/explain how the Agency tracks the effectiveness of L&D processes, and uses data to improve system.

Evidences (ER)

ER 1.1 -

Practices Level III L&D-G-P3.3

The top management can describe/ explain how the agency tracks the effectiveness of L&D process and uses data to improve system.

Evidences (ER)

ER 1.1 -

L&D-G-Information and Communication (Use of Technology)

Practices Level II L&D-G-P2.4

The PDC and managers/supervisors can describe/explain the computer-based system used to maintain L&D data and documents.

Evidences (ER)

ER 1.1 -

Practices Level III L&D-G-P3.4

The top management can explain how the Agency Human Resource Information System links L&D and other core HRM areas.

Evidences (ER)

ER 1.1 -

L&D-G-Information and Communication (Database Content)

Practices Level II L&D-G-P2.5

The PDC and managers/supervisors can describe/explain that the agency maintains documentation and records on:

• L&D process flow

• System review data on L&D efficiency

• System implementation (e.g., PDC minutes of meetings deliberations, comparative assessment data, selection criteria, etc.)

Evidences (ER)

ER 1.1 -

Practices Level III L&D-G-P3.5

The top management can describe/explain how they can participate in providing inputs and accessing data in the system.

Evidences (ER)

ER 1.1 -

Competencies:

L&D-G-Policy Review and Formulation

Competencies Level II RSP-G-C2.1

Reviews and enhances RSP policies, policy guidelines and/or processes to meet agency requirements and promote equal employment opportunity principles, in collaboration with the PSB, managers/supervisors and top management.

Evidences (ER)

ER 1.1 -

Competencies Level III RSP-G-C3.1

Develops RSP policies, policy guidelines and/or processes that clearly define link with other core HRM areas, in collaboration with the PSB, managers/supervisors and top management.

Evidences (ER)

ER 1.1 -

L&D-G-System Review

Competencies Level II L&D-G-C2.2

Tracks and analyses efficiency of L&D processes, and uses data to improve or recommend improvements in L&D policies/policy guidelines and their execution, in collaboration with the PDC, managers/ supervisors and top management.

Evidences (ER)

ER 1.1 -

Competencies Level III L&D-G-C3.2

Tracks and analyses effectiveness of L&D processes, linkages with other HR core systems, and uses data to improve L&D policies/policy guidelines and their execution, in collaboration with the PDC, managers/ supervisors and top management.

Evidences (ER)

ER 1.1 -

L&D-G-Use of Technology

Competencies Level II L&D-G-C2.3

Uses computer-based records and data management system to maintain L&D documents.

Evidences (ER)

ER 1.1 -

Competencies Level III L&D-G-C3.3

Maintains Human Resource Information Management System that shows link between L&D and other core HRM areas (i.e., L&D, PM and R&R).

Evidences (ER)

ER 1.1 -

L&D-G-Communication

Competencies Level II L&D-G-C2.4

Updates everyone in the Agency on L&D system and processes, and provides system review data on to top management, managers/ supervisors and the PSB.

Evidences (ER)

ER 1.1 -

Competencies Level III L&D-G-C3.4

Develops and implements a communication plan to generate buy-in and engagement of everyone in executing L&D programs and processes.

Evidences (ER)

ER 1.1 -

System:

L&D-PME-L&D Planning

System Level II L&D-PME-S2.1

The Agency has an annual Learning and Development Plan based on a needs assessment of employees regardless of gender, civil status, age, disability, ethnicity, etc.

Evidences (ER)

ER 1.1 -

System Level III L&D-PME-S3.1

The Agency has a medium-term (2-3 years) competency-based Learning and Development Plan that is linked to other core HRM areas (e.g., RSP and PM).

Evidences (ER)

ER 1.1 -

L&D-PME-L&D Monitoring and Evaluation

System Level II L&D-PME-S2.2

The Agency uses L&D evaluation tools/ processes to assess participants’ acquisition of learning vis-à-vis learning objectives (i.e., Level 2 or learning level evaluation).

Evidences (ER)

ER 1.1 -

System Level III L&D-PME-S3.2

The Agency has an L&D evaluation framework, to assess or recommend the improvement in participants’ job performance as a result of the L&D intervention (i.e., Level 3 or behaviour/application level evaluation).

Evidences (ER)

ER 1.1 -

Practices:

L&D-PME-L&D Planning

Practices Level II L&D-PME-P2.1

The PDC and managers/supervisors can describe/explain their plan to meet the learning and development needs of their employees.

Evidences (ER)

ER 1.1 -

Practices Level III L&D-PME-P3.1

The top management can describe/explain their involvement in the formulation of the L&D plan and budget, and how this addresses the medium-term requirements of the Agency.

Evidences (ER)

ER 1.1 -

L&D-PME-L&D Monitoring and Evaluation

Practices Level II L&D-PME-P2.2

The PDC and managers/ supervisors can describe/explain how the Agency assesses the learning acquired by participants from L&D interventions.

Evidences (ER)

ER 1.1 -

Practices Level III L&D-PME-P3.2

The top management can describe/explain how they assess participants’ application of learning on the job and its effect on individual performance.

Evidences (ER)

ER 1.1 -

Competencies:

L&D-PME-Learning Needs Assessment

Competencies Level II L&D-PME-C2.1

Develops and uses learning needs assessment (LNA) tools and methods to identify learning needs of employees to guide L&D planning.

Evidences (ER)

ER 1.1 -

Competencies Level III L&D-PME-C3.1

Develops and applies process for collating and analysing performance evaluation data to support LNA results as basis for L&D planning.

Evidences (ER)

ER 1.1 -

L&D-PME-L&D Plan Development

Competencies Level II L&D-PME-C2.2

Develops an annual L&D Plan that identifies training programs to address employee’s learning needs based on a needs assessment, in collaboration with managers/ supervisors.

Evidences (ER)

ER 1.1 -

Competencies Level III L&D-PME-C3.2

Develops a medium-term (2-3 years) competency-based L&D Plan based on LNA results and performance data, that includes training and non-training interventions, (following the 70-20-10 principle), in collaboration with top management and managers/ supervisors.

Evidences (ER)

ER 1.1 -

L&D-PME-M&E Plan Development and Execution

Competencies Level II L&D-PME-C2.3

Develops and uses M&E Plan for tracking and assessing the implementation and results of the annual L&D Plan.

Evidences (ER)

ER 1.1 -

Competencies Level III L&D-PME-C3.3

Develops and uses M&E Plan for tracking and assessing the implementation and results of the medium-term L&D Plan.

Evidences (ER)

ER 1.1 -

L&D-PME-Developing M&E Tools and Approaches

Competencies Level II L&D-PME-C2.4

Develops pre-and post-test questionnaire/tools and approaches (e.g., recap and review activities, etc.) for use in assessing participants’ acquisition of knowledge (Level 2 evaluation).

Evidences (ER)

ER 1.1 -

Competencies Level III L&D-PME-C3.4

Develops tools (e.g., learning application templates, re-entry action plan templates, etc.) and approaches (knowledge exchange and conversations, peer coaching, etc.) to support learning application and its M&E in the workplace.

Evidences (ER)

ER 1.1 -

System:

L&D-E-Design

System Level II L&D-E-S2.1

The agency has a training design process that involves developing terminal and session objectives aligned with validated learning needs of targeted learners, to guide training activity plan preparation and implementation.

Evidences (ER)

ER 1.1 -

System Level III L&D-E-S3.1

L&D intervention design process includes identifying workplace application objectives to guide training activity plan preparation and implementation and transfer of learning on the job.

Evidences (ER)

ER 1.1 -

System Level II L&D-E-S2.2

The Agency designs training programs that use a mix of methodologies that are learner-centred (i.e., experiential and participative) to facilitate achievement of learning objectives. The design is captured in a training activity plan.

Evidences (ER)

ER 1.1 -

System Level III L&D-E-S3.2

The Agency designs various non-training L&D interventions (e.g., coaching, job rotation, benchmarking, etc.) to support the 70-20-10 learning principle in achieving learning objectives. The design is captured in an L&D activity plan (e.g., coaching plan, benchmarking plan, etc.).

Evidences (ER)

ER 1.1 -

L&D-E-Development

System Level II L&D-E-S2.3

The Agency develops customized learning materials and training aids to support delivery of L&D programs.

Evidences (ER)

ER 1.1 -

System Level III L&D-E-S3.3

The Agency develops customized job aids (e.g., checklists, templates, etc.) and learning tools (e.g., journals) to support application of learning to the workplace.

Evidences (ER)

ER 1.1 -

L&D-E-Delivery

System Level II L&D-E-S2.4

The agency’s L&D interventions are executed, monitored and evaluated based on activity plan.

Evidences (ER)

ER 1.1 -

System Level III L&D-E-S3.4

The agency’s follow-through L&D interventions (e.g., learning conversations, etc.) are executed, monitored and evaluated to support workplace application of learning.

Evidences (ER)

ER 1.1 -

L&D-E-Learning Service Provider Management

System Level II L&D-E-S2.5

The Agency has guidelines for identifying, monitoring and evaluating efficiency and effectiveness of L&D service providers.

Evidences (ER)

ER 1.1 -

System Level III L&D-E-S3.5

The Agency has a system for accrediting, managing and evaluating learning service providers to ensure efficient and effective L&D services.

Evidences (ER)

ER 1.1 -

Practices:

L&D-E-Design

Practices Level II L&D-E-P2.1

The managers/ supervisors can describe or cite example of how L&D design process aligns the training objectives with the learning needs of the target employees.

Evidences (ER)

ER 1.1 -

Practices Level III L&D-E-P3.1

The top management can describe or cite examples of how the L&D intervention process address performance gaps in the workplace.

Evidences (ER)

ER 1.1 -

Practices Level II L&D-E-P2.2

The managers/ supervisors can describe or cite examples of in-house training programs that use a mix of methodologies that are appropriate to identified learning objectives.

Evidences (ER)

ER 1.1 -

Practices Level III L&D-E-P3.2

The top management can describe or cite examples of non-training L&D interventions that they have experienced to address learning needs.

Evidences (ER)

ER 1.1 -

L&D-E-Development

Practices Level II L&D-E-P2.3

The managers/supervisors can describe/explain the types of learning materials and training aids that are used in in-house training programs that they have attended.

Evidences (ER)

ER 1.1 -

Practices Level III L&D-E-P3.3

The top management can describe, explain or cite examples of the types of job aids and learning tools that they have used to support application of learning to the workplace.

Evidences (ER)

ER 1.1 -

L&D-E-Delivery

Practices Level II L&D-E-P2.4

The managers/supervisors can describe/explain how delivery of training programs according to training activity plan is ensured.

Evidences (ER)

ER 1.1 -

Practices Level III L&D-E-P3.4

The top management can explain or cite examples of their involvement in implementing training and non-training L&D interventions, and monitoring and evaluating workplace application.

Evidences (ER)

ER 1.1 -

L&D-E-Learning Service Provider Management

Practices Level II L&D-E-P2.5

The managers/supervisors can explain/ describe the Agency’s guidelines for identifying, monitoring and evaluating the efficiency and effectiveness of L&D service providers.

Evidences (ER)

ER 1.1 -

Practices Level III L&D-E-P3.5

The top management can explain/ describe how they are involved in accrediting, managing and evaluating learning service providers to ensure efficient and effective L&D services.

Evidences (ER)

ER 1.1 -

Competencies:

L&D-E-Designing L&D Interventions

Competencies Level II L&D-E-C2.1

Prepares training activity plan* that includes terminal and session objectives, topics and methodologies to address validated learning needs of specific groups.

Evidences (ER)

ER 1.1 -

Competencies Level III L&D-E-C3.1

Designs non-training L&D interventions (e.g., coaching, job rotation, benchmarking, etc.) to address validated learning needs of specific groups, and prepares implementation plan* (e.g., coaching plan, benchmarking plan, etc.)

Evidences (ER)

ER 1.1 -

L&D-E-Developing L&D Materials

Competencies Level II L&D-E-C2.2

Develops customized learning materials and training aids to support delivery.

Evidences (ER)

ER 1.1 -

Competencies Level III L&D-E-C3.2

Develops customized job aids (e.g., checklists, templates, etc.) and learning tools (e.g., journals) to support application of learning to the workplace.

Evidences (ER)

ER 1.1 -

L&D-E-Delivery of L&D Interventions

Competencies Level II L&D-E-C2.3

Conducts or manages implementation of L&D interventions based on activity plan.

Evidences (ER)

ER 1.1 -

Competencies Level III L&D-E-C3.3

Conducts or manages follow-through interventions to support workplace application of learning, in collaboration with managers/ supervisors.

Evidences (ER)

ER 1.1 -

L&D-E-Learning Management

Competencies Level II L&D-E-C2.4

Facilitates and monitors participants’ learning process during training program using appropriate management of learning activities (e.g., journaling, reflection sessions, etc.).

Evidences (ER)

ER 1.1 -

Competencies Level III L&D-E-C3.4

Facilitates and monitors participants’ learning process during implementation of non-training interventions using appropriate management of learning activities (e.g., journaling, reflection sessions, etc.).

Evidences (ER)

ER 1.1 -

L&D-E-Conducting M&E

Competencies Level II L&D-E-C2.5

Uses tools/ approaches to assess the learning acquired by participants and recommends improvements in the design and conduct of L&D interventions, and follow-through activities to supplement learning.

Evidences (ER)

ER 1.1 -

Competencies Level III L&D-E-C3.5

Uses tools/ approaches, in collaboration with managers/supervisors, to assess workplace learning application and individual performance improvement, and recommends appropriate interventions.

Evidences (ER)

ER 1.1 -

L&D-E-Managing Learning Service Providers

Competencies Level II L&D-E-C2.6

Develops and applies guidelines for identifying, monitoring and evaluating efficiency and effectiveness of L&D service providers.

Evidences (ER)

ER 1.1 -

Competencies Level III L&D-E-C3.6

Develops and implements a system for accrediting, managing and evaluating learning service providers to ensure efficient and effective L&D services.

Evidences (ER)

ER 1.1 -