Core Behavioral Competenciesprofessionalism and Ethics Result Focus

CORE BEHAVIORAL COMPETENCIESProfessionalism and Ethics
Result Focus
 Achieves results with optimal use of time and resources most of the time.
 Avoids rework, mistakes and wastage through effective work methods by placing organizational needs before
personal needs.
 Delivers error-free outputs most of the time by conforming to standard operating procedures correctly and
consistently. Able to produce very satisfactory quality of work In terms of usefulness/acceptability and
completeness with no supervision required.
 Expresses a desire to do better and may express frustration at waste or inefficiency. May focus on new or more
precise ways of meeting goals set.
 Makes specific changes in the system or in own work methods to improve performance. Examples may include
doing something better, faster, at a lower cost, more efficiently; or improving quality, customer satisfaction,
morale, without setting any specific goal.
Teamwork
 Willingly does his/her share of responsibility.

 Promotes collaboration and removes barriers to teamwork and goal accomplishment across the organization.
 Applies negotiation principles in arriving at win-win agreements.
 Drives consensus and team ownership of decisions.
 Works constructively and collaboratively with others and across organizations to accomplish organizational goals
and objectives.
Service Orientation
 Can explain and articulate organizational directions, issues and problems.

 Takes personal responsibility for dealing with and/or correcting customer service issues and concerns.
 Initiates activities that promotes advocacy for men and women empowerment.
 Participates in updating of office vision, mission, mandates and strategies based on DepEd strategies and
directions.
 Develops and adopts service improvement programs through simplified procedures that will further enhance
service delivery.
Innovation
 Examines the root cause of problems and suggests effective solutions. Fosters new ideas, processes, and suggests
better ways to do things (cost and/or operational efficiency).
 Demonstrates an ability to think “beyond the box”. Continuously focuses on improving personal productivity to
create higher value and results.
 Promotes a creative climate and inspires co – workers to develop original ideas or solutions.
 Translates creative thinking into tangible changes and solutions that improve the work unit and organization.
 Uses ingenious methods to accomplish responsibilities. Demonstrates resourcefulness and the ability to succeed
with minimal resources.
LEADERSHIP COMPETENCIES
Leading People
 Uses basic persuasion techniques in a discussion or presentation e.g., staff mobilization, appeals to reason and/or
emotions, uses data and examples, visual aids
 Persuades, convinces or influences others, in order to have a specific impact or effect.
 “Sets a good example”, is a credible and respected leader; and demonstrates desired behavior.
 Forwards personal, professional and work unit needs and interests in an issue.
 Assumes a pivotal role in promoting the development of an inspiring, relevant vision for the organization and
influences others to share ownership of DepEd goals, in order to create an effective work environment.
People Performance Management
 Makes specific changes in the performance management system or in own work methods to improve performance
(e.g. does something better, faster, at lower cost, more efficiently; improves quality, customer satisfaction,
morale, revenues).
 Sets performance standards and measures progress of employees based on office and department targets.
 Provides feedback and technical assistance such as coaching for performance improvement and action planning.
 States performance expectations clearly and checks understanding and commitment.
 Performs all the stages of result-based performance management system supported by evidence and required
documents/forms.
People Development
 Improves the skills and effectiveness of individuals through employing a range of development strategies.
 Facilitates workforce effectiveness through coaching and motivating/developing people within a work
environment that promotes mutual trust and respect.
 Conceptualizes and implements learning interventions to meet identified training needs.
 Does long-term coaching or training by arranging appropriate and helpful assignments, formal training, or other
experiences for the purpose of supporting a person’s learning and development.
 Cultivates a learning environment by structuring interactive experiences such as looking for future opportunities
that are in support of achieving individual career goals.

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CORE BEHAVIORAL COMPETENCIESProfessionalism and Ethics

 Willingly does his/her share of responsibility.

 Can explain and articulate organizational directions, issues and problems.

People Performance Management

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