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    Competency Proficiency Assessment Orientation

    Uploaded by

    Krisna May Buhisan Pecore
    The document outlines a competency proficiency assessment framework for hospital employees ranging from salary grades 1 to 9. It includes 7 core competencies (organizational commitment, integrity, quality service focus, teamwork, stewardship of resources, self-development, and attention to communication). For each competency there are 5 defined proficiency levels (A through E) as well as sections to provide critical incidents demonstrating competency and comments on strengths and developmental needs. The assessment is meant as a self-evaluation tool for employees to rate their competency levels and document examples of applying each competency.

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    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd

    Competency Proficiency Assessment Orientation

    Uploaded by

    Krisna May Buhisan Pecore
    49 views44 pages
    The document outlines a competency proficiency assessment framework for hospital employees ranging from salary grades 1 to 9. It includes 7 core competencies (organizational commitment, integrity, quality service focus, teamwork, stewardship of resources, self-development, and attention to communication). For each competency there are 5 defined proficiency levels (A through E) as well as sections to provide critical incidents demonstrating competency and comments on strengths and developmental needs. The assessment is meant as a self-evaluation tool for employees to rate their competency levels and document examples of applying each competency.

    Original Description:

    CPAT Orientation

    Original Title

    Competency Proficiency Assessment Orientation[1]

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    The document outlines a competency proficiency assessment framework for hospital employees ranging from salary grades 1 to 9. It includes 7 core competencies (organizational commitment, integrity, quality service focus, teamwork, stewardship of resources, self-development, and attention to communication). For each competency there are 5 defined proficiency levels (A through E) as well as sections to provide critical incidents demonstrating competency and comments on strengths and developmental needs. The assessment is meant as a self-evaluation tool for employees to rate their competency levels and document examples of applying each competency.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    49 views44 pages

    Competency Proficiency Assessment Orientation

    Uploaded by

    Krisna May Buhisan Pecore
    The document outlines a competency proficiency assessment framework for hospital employees ranging from salary grades 1 to 9. It includes 7 core competencies (organizational commitment, integrity, quality service focus, teamwork, stewardship of resources, self-development, and attention to communication). For each competency there are 5 defined proficiency levels (A through E) as well as sections to provide critical incidents demonstrating competency and comments on strengths and developmental needs. The assessment is meant as a self-evaluation tool for employees to rate their competency levels and document examples of applying each competency.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 44

    LEVEL A LEVEL B LEVEL C LEVEL D LEVEL E

    Learning Applying Proficient Expert Shaping


    Awareness Functional Consistent Innovator Mentoring
    level Application Application Level Level
    Knowledge Attitude Process
    Technique
    Based Based Based
    Skills Based Based
    Elementary Consistent Provides
    understanding Able to apply Functions as a
    use in variety creative
    leader/ mentor
    of concept of situations solutions

    Work
    Spot
    Needs close Minimum completely Supervises/
    checking
    supervision assistance on his/her trains others
    only
    own
    LEVEL A LEVEL B LEVEL C LEVEL D LEVEL E
    Learning Applying Proficient Expert Shaping
    Awareness Functional Consistent Innovator Mentoring
    level Application Application Level Level
    Knowledge Attitude Process
    Technique
    Based Based Based
    Skills Based Based
    Elementary Consistent Provides
    understanding Able to apply Functions as a
    use in variety creative
    leader/ mentor
    of concept of situations solutions

    Work
    Spot
    Needs close Minimum completely Supervises/
    checking
    supervision assistance on his/her trains others
    only
    own
    DOH HHRDB COMPETENCY PROFICIENCY ASSESSMENT – HOSPITALS

    FOR SALARY GRADE 1 – 9 (SKILLED)


    SELF ASSESSMENT
    Name : ___________________________________ Office/Service: ___________________________________
    Position Title : ___________________________________ Division : ___________________________________
    Status of Appointment: ____________________________ No. of years in service:_________________________________

    No. of years in current position: __________________ Date accomplished: ____________________


    CORE COMPETENCIES
    LEVELS CRITICAL INCIDENTS COMMENTS ON STRENGTHS/
    A B C D E DEVELOPMENTAL NEEDS
    Organizational
    Commitment
    O O O O O
    Integrity
    O O O O O
    Quality Service Focus O O O O O
    Teamwork O O O O O
    Stewardship of
    Resources
    O O O O O
    Self-Development O O O O O
    Attention to
    Communication
    O O O O O
    LEVELS
    CORE COMPETENCIES
    A B C D E
    Organizational Commitment

    Integrity

    Quality Service Focus

    Teamwork

    Stewardship of Resources

    Self-Development

    Attention to Communication
    COMMENTS ON STRENGTHS/
    CRITICAL INCIDENTS
    DEVELOPMENTAL NEEDS

    S:Loyalty to organization
    I was able to share the hospital’s
    D: Need reorientation on
    vision and mission to visiting ISO
    performance assessment system of
    Auditor last October
    the hospital

    Welcomes feedback from team


    members on work assignments.

    Attended a BLS Training Course.


    Addressed issues and concerns
    thru meetings, e-mails, and policy.

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