PUBLIC EMPLOYMENT SERVICES NC IV – TESDA COURSE MODULE

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TESDA TRAINING REGULATIONS FOR WAREHOUSING SERVICES NC IV COURSE

The TESDA Course in PUBLIC EMPLOYMENT SERVICES NC IV consists of competencies that a person must achieve to promote full employment facilitation and equality of employment opportunities for all.

A person who has achieved this qualification is competent to be:

  • PESO MANAGER

PUBLIC EMPLOYMENT SERVICES NC IV – COURSE QUALIFICATION

Course Title: PUBLIC EMPLOYMENT SERVICES
Level: NC IV
Nominal Training Duration :

Basic Competencies – 47 Hours
Common Competencies – 37 Hours
Core Competencies – 785 Hours

Total Duration: 1,093Hours

SIL – 224 hours

This course is designed to provide the learner with knowledge, practical skills and attitude, applicable in establishing and strengthening linkages with other organizations, supervising PESO planning activities, supervising PESO programs, activities and projects, providing continuous improvement on operations and solutions to PESO concerns, and supervising PES office. This include classroom learning activities and practical work in actual work site or simulation area.

Upon completion of the course, the learners are expected to demonstrate the above-mentioned competencies to be employed. To obtain this, all units prescribed for this qualification must be achieve.

TRAINEE ENTRY REQUIREMENTS

Trainees or students who would like to enroll in this course should possess the following requirements:

  • Must have completed at least 2 years of college education and/or with 2 years of work-related experience
  • Must possess good communication skills

COMPETENCIES REQUIRED IN PUBLIC EMPLOYMENT SERVICES NC IV

To obtain this course, all units prescribed for this qualification must be achieved.

This units of competency comprising this qualification include the following:

UNIT CODE CORE COMPETENCIES (785 Hours)
SOC341301 Establish and strengthen linkages with other organizations
SOC341302 Supervise PESO planning activities
SOC341303 Supervise PESO programs, activities and projects
SOC341304 Provide continuous improvement on operations and solutions to PESO concerns
SOC341305 Supervise PES office
UNIT CODE COMMON COMPETENCIES (37 Hours)
ELC311203 Perform computer operations
SOC323201 Maintain an effective relationship with clients/customers
SOC323202 Manage own performance
SOC323203 Apply quality standards
UNIT CODE BASIC COMPETENCIES (47 Hours)
500311401 Utilize specialized communication skills
500311402 Develop and lead teams
500311403 Perform higher-order thinking processes and apply techniques in the workplace
500311404 Contribute to the practice of social justice in the workplace
500311405 Manage innovative work instructions
500311406 Manage and evaluate usage of information
500311407 Lead in improvement of Occupational Safety and Health (OSH) programs, policies and procedures
500311408 Lead towards improvement of environment work programs, policies and procedures
500311409 Sustain entrepreneurial skills

This section gives the details and contents of the units of competency required in PUBLIC EMPLOYMENT SERVICES NC IV. These units of competency are categorized into basic, common and core competencies.

CORE COMPETENCIES

Core competency units comprising the qualification in PUBLIC EMPLOYMENT SERVICES NC IV.

UNIT OF COMPETENCY : ESTABLISH AND STRENGTHEN LINKAGES WITH OTHER ORGANIZATIONS
UNIT CODE : SOC341301

This unit covers the knowledge, skills and attitudes required to review updated stakeholders’ profiles, conduct meeting, and forge partnership agreement with stakeholders.

  1. Set Stakeholders Consultation
    • Staff meeting is conducted for the delegation of tasks in accordance with defined duties and responsibilities.
    • Assigned tasks are monitored in accordance with the established monitoring procedures.
    • The tasks delegated to staff are ensured and executed in accordance with defined duties and responsibilities.
    • Stakeholders profiling are overseen in accordance with the prescribed forms.
    • Stakeholder’s consultation is conducted in accordance with existing program mandates and policies.
  2. Identify possible interventions to respective stakeholders
    • PESO programs are introduced to stakeholders based on mandates.
    • Stakeholders’ profiles are reviewed in accordance with the program mandates.
    • Classification of stakeholders are supervised according to sectors and industries.
    • PESO programs are identified specific for stakeholders’ needs.
  3. Supervise partnership agreements
    • Documents needed are validated in accordance with LGU’s requirement.
    • Partnership details are ensured and covered based on signed agreements.
    • Schedule of agreement signing is monitored in accordance with agreed schedule.
    • Signing of agreements is ensured and facilitated in accordance with agreed schedule.
    • Outcomes of the activity are monitored in accordance with agreed targets.
  4. Strengthen linkages with partners
    • Attendance to meetings with partners is ensured in accordance with agreed schedules.
    • Constant communication is established with partners using different modes of communication.
    • Updates on programs are discussed and monitored in accordance with signed agreements.
    • Commitment of both parties is ensured in accordance with the signed agreements.

UNIT OF COMPETENCY : SUPERVISE PESO PLANNING ACTIVITIES
UNIT CODE : SOC341302

This unit covers the knowledge, skills and attitude required to supervise stakeholders’ registries and conduct of stakeholders’ consultation needed in the development of the employment plan.

  1. Supervise registries of local stakeholders
    • Performance and status of compliance of potential stakeholders are reviewed in accordance with applicable program policies and guidelines
    • Registries of existing and additional stakeholders are reviewed in accordance with applicable program policies and guidelines
      Registries of stakeholders are ensured that are updated and finalized in accordance with applicable program policies and guidelines.
  2. Supervise stakeholders’ planning consultation
    • Planning consultation on PESO programs are conducted in accordance with the mandated guidelines.
    • Effective relationship with stakeholders is sustained in accordance with mandated guidelines
    • Documentation and maintenance of consultations with stakeholders are ensured in accordance with the mandated guidelines
  3. Formulate local employment development plan
    • PESO programs’ timelines are identified in accordance with local employment development plan.
    • Budget is determined in accordance with identified activities.
    • Personnel are assigned according to tasks and responsibilities.
    • Local employment development plans are formulated and submitted the same for approval in accordance with policies and guidelines
    • Effective communication with local executives/officials is maintained to appraise and provide recommendations for policy directions in accordance with approved guidelines.

UNIT OF COMPETENCY : SUPERVISE PESO PROGRAMS, ACTIVITIES, AND PROJECTS
UNIT CODE : SOC341303

This unit of competency deals with the knowledge, skills, and attitudes to supervise PESO programs, activities, and projects that include human and financial resources with timeliness, efficiency, and effectivity through program monitoring and evaluation.

  1. Supervise the development and approval of work and financial plan
    • Conduct of sessions is supervised in accordance with existing procedures.
    • Detailed work and financial plans are reviewed in accordance with applicable policies and guidelines
    • Work and financial plan is presented and discussed to authorized personnel for approval
  2. Assign program focal persons with designated roles and responsibilities
    • Program focal persons are designated to programs, activities and projects
    • Designated focal persons are oriented on their roles and responsibilities in accordance with the approved work and financial plans
    • Individual targets and commitments of program focal persons are set in accordance with the approved work and financial plans
  3. Supervise the implementation of programs, activities and projects
    • Program implementation updates are reviewed in accordance with targets and timelines
    • Implementation of programs, activities and projects is ensured in accordance with targets set and timelines
    • Resources are supervised in accordance with targets set and timelines
  4. Oversee the monitoring and evaluation of programs, activities and projects
    • Accomplishments are assessed and evaluated in accordance with targets set and timelines
    • Issues and concerns are addressed and resolved in accordance with program guidelines
    • Improvement on work process are formulated and implemented in accordance with program guidelines

UNIT OF COMPETENCY : PROVIDE CONTINUOUS IMPROVEMENT ON OPERATIONS AND SOLUTIONS TO PESO CONCERNS
UNIT CODE : SOC341304

This unit of competency deals with the knowledge, skills, and attitudes in order to provide continuous improvement on operations and solutions to PESO concerns.

  1. Supervise organizational development initiatives
    • Needs of staff are assessed in accordance with Human Resource Development plan.
    • Meetings with staff are conducted in accordance with timelines.
    • Inputs to strategic decisions are provided in accordance with program policies and objectives.
    • Processes for continuing improvements are reviewed and implemented in accordance with Employment Development Plan.
    • PESO programs are implemented in compliance with existing policies and guidelines.
    • Collaborative network with stakeholders is established in compliance with policies and objectives.
  2. Supervise frontline services
    • Inter and intra relations are enhanced in compliance with citizen’s charter.
    • Effective communication and feedback mechanisms including handling of complaints are established in accordance with policies and guidelines
    • Conflicts are resolved collaboratively in accordance with existing rules
    • Work-related risks and dangers are mitigated/eliminated in accordance with policies and guidelines.
  3. Supervise and evaluate office performances
    • Office performances are reviewed in accordance to set targets
    • Strategic Performance Management System is implemented in accordance with existing rules and regulations.
    • Opportunities for improvement are deliberated and adopted in accordance with human resource development plan
    • Continuous coaching and mentoring for staff development are practiced in accordance with human resource development plan
    • Productivity-based incentives schemes are evaluated in accordance with human resource development plan.

UNIT OF COMPETENCY : SUPERVISE PES OFFICE
UNIT CODE : SOC341306

This unit covers the knowledge, skills, and attitude, required to supervise PES office, and defines the standard required to supervise office resources and personnel.

  1. Sustain effective office administration
    • Annual budget is evaluated in accordance with budget preparation guidelines.
    • Annual Procurement Plan is evaluated in accordance with existing guidelines.
    • Procurement, Utilization, and Inventory are supervised in accordance with existing guidelines.
    • Effective and efficient management/utilization of resources is maximized in accordance with existing guidelines.
  2. Review task descriptions and personnel qualifications
    • Tasks are validated along with the range of conditions under which performance may need to occur.
    • Most appropriate employment arrangements are determined based on employer and employee needs, and responsibilities and rights.
    • Person qualifications are determined with due regard to legislation, codes and national standards.
  3. Support workforce training programs
    • Strategies to identify skill and knowledge gaps are designed and implemented with workers, and strategies to address these gaps are implemented in accordance with program mandates.
    • Workforce Development Plan is implemented in accordance with existing policies and guidelines
    • Feedbacking and action plans are implemented in accordance with existing policies and guidelines.
  4. Implement OSH priorities and procedures
    • Safety and health policies are enforced within the Office.
    • Safe work practices are identified for all aspects of the operation of the Office
    • Risks and hazards are identified and assessed for OSH.
    • New staff are oriented into the workplace OSH system.

COMMON COMPETENCIES

UNIT TITLE : PERFORM COMPUTER OPERATIONS
UNIT CODE : ELC311203

This unit covers the knowledge, skills, (and) attitudes and values needed to perform computer operations which include inputting, accessing, producing and transferring data using the appropriate hardware and software

  1. Plan and prepare for task to be undertaken
    • Requirements of task are determined according to job specifications
    • Appropriate hardware and software are selected according to task assigned and required outcome
    • Task is planned to ensure OH & S guidelines and procedures are followed
  2. Input data into computer
    • Data are entered into the computer using appropriate program/application in accordance with company procedures
    • Accuracy of information is checked and information is saved in accordance with standard operating procedures
    • Inputted data are stored in storage media according to requirements
    • Work is performed within ergonomic guidelines
  3. Access information using computer
    • Correct program/application is selected based on job requirements
    • Program/application containing the information required is accessed according to company procedures
    • Desktop icons are correctly selected, opened and closed for navigation purposes
    • Keyboard techniques are carried out in line with OH & S requirements for safe use of keyboards
  4. Produce/output data using computer system
    • Entered data are processed using appropriate software commands
    • Data printed out as required using computer hardware/peripheral devices in accordance with standard operating procedures
    • Files, data are transferred between compatible systems using computer software, hardware/ peripheral devices in accordance with standard operating procedures
  5. Maintain computer equipment and systems
    • Systems for cleaning, minor maintenance and replacement of consumables are implemented
    • Procedures for ensuring security of data, including regular back-ups and virus checks are implemented in accordance with standard operating procedures
    • Basic file maintenance procedures are implemented in line with the standard operating procedures

UNIT OF COMPETENCY : ESTABLISH AND STRENGTHEN LINKAGES WITH OTHER ORGANIZATIONS
UNIT CODE : SOC341301

This unit covers the knowledge, skills and attitudes required to review updated stakeholders’ profiles, conduct meeting, and forge partnership agreement with stakeholders.

  1. Set Stakeholders Consultation
    • Staff meeting is conducted for the delegation of tasks in accordance with defined duties and responsibilities.
    • Assigned tasks are monitored in accordance with the established monitoring procedures.
    • The tasks delegated to staff are ensured and executed in accordance with defined duties and responsibilities.
    • Stakeholders profiling are overseen in accordance with the prescribed forms.
    • Stakeholder’s consultation is conducted in accordance with existing program mandates and policies.
  2. Identify possible interventions to respective stakeholders
    • PESO programs are introduced to stakeholders based on mandates.
    • Stakeholders’ profiles are reviewed in accordance with the program mandates.
    • Classification of stakeholders are supervised according to sectors and industries.
    • PESO programs are identified specific for stakeholders’ needs.
  3. Supervise partnership agreements
    • Documents needed are validated in accordance with LGU’s requirement.
    • Partnership details are ensured and covered based on signed agreements.
    • Schedule of agreement signing is monitored in accordance with agreed schedule.
    • Signing of agreements is ensured and facilitated in accordance with agreed schedule.
    • Outcomes of the activity are monitored in accordance with agreed targets.
  4. Strengthen linkages with partners
    • Attendance to meetings with partners is ensured in accordance with agreed schedules.
    • Constant communication is established with partners using different modes of communication.
    • Updates on programs are discussed and monitored in accordance with signed agreements.
    • Commitment of both parties is ensured in accordance with the signed agreements.

UNIT OF COMPETENCY : SUPERVISE PESO PLANNING ACTIVITIES
UNIT CODE : SOC341302

This unit covers the knowledge, skills and attitude required to supervise stakeholders’ registries and conduct of stakeholders’ consultation needed in the development of the employment plan.

  1. Supervise registries of local stakeholders
    • Performance and status of compliance of potential stakeholders are reviewed in accordance with applicable program policies and guidelines
    • Registries of existing and additional stakeholders are reviewed in accordance with applicable program policies and guidelines
    • Registries of stakeholders are ensured that are updated and finalized in accordance with applicable program policies and guidelines.
  2. Supervise stakeholders’ planning consultation
    • Planning consultation on PESO programs are conducted in accordance with the mandated guidelines.
    • Effective relationship with stakeholders is sustained in accordance with mandated guidelines
    • Documentation and maintenance of consultations with stakeholders are ensured in accordance with the mandated guidelines
  3. Formulate local employment development plan
    • PESO programs’ timelines are identified in accordance with local employment development plan.
    • Budget is determined in accordance with identified activities.
    • Personnel are assigned according to tasks and responsibilities.
    • Local employment development plans are formulated and submitted the same for approval in accordance with policies and guidelines
    • Effective communication with local executives/officials is maintained to appraise and provide recommendations for policy directions in accordance with approved guidelines.

UNIT OF COMPETENCY : SUPERVISE PESO PROGRAMS, ACTIVITIES, AND PROJECTS
UNIT CODE : SOC341303

This unit of competency deals with the knowledge, skills, and attitudes to supervise PESO programs, activities, and projects that include human and financial resources with timeliness, efficiency, and effectivity through program monitoring and evaluation.

  1. Supervise the development and approval of work and financial plan
    • Conduct of sessions is supervised in accordance with existing procedures.
    • Detailed work and financial plans are reviewed in accordance with applicable policies and guidelines
    • Work and financial plan is presented and discussed to authorized personnel for approval
  2. Assign program focal persons with designated roles and responsibilities
    • Program focal persons are designated to programs, activities and projects
    • Designated focal persons are oriented on their roles and responsibilities in accordance with the approved work and financial plans
    • Individual targets and commitments of program focal persons are set in accordance with the approved work and financial plans
  3. Supervise the implementation of programs, activities and projects
    • Program implementation updates are reviewed in accordance with targets and timelines
    • Implementation of programs, activities and projects is ensured in accordance with targets set and timelines
    • Resources are supervised in accordance with targets set and timelines
  4. Oversee the monitoring and evaluation of programs, activities and projects
    • Accomplishments are assessed and evaluated in accordance with targets set and timelines
    • Issues and concerns are addressed and resolved in accordance with program guidelines
    • Improvement on work process are formulated and implemented in accordance with program guidelines

UNIT OF COMPETENCY : PROVIDE CONTINUOUS IMPROVEMENT ON OPERATIONS AND SOLUTIONS TO PESO CONCERNS
UNIT CODE : SOC341304

This unit of competency deals with the knowledge, skills, and attitudes in order to provide continuous improvement on operations and solutions to PESO concerns.

  1. Supervise organizational development initiatives
    • Needs of staff are assessed in accordance with Human Resource Development plan.
    • Meetings with staff are conducted in accordance with timelines.
    • Inputs to strategic decisions are provided in accordance with program policies and objectives.
    • Processes for continuing improvements are reviewed and implemented in accordance with Employment Development Plan.
    • PESO programs are implemented in compliance with existing policies and guidelines.
    • Collaborative network with stakeholders is established in compliance with policies and objectives.
  2. Supervise frontline services
    • Inter and intra relations are enhanced in compliance with citizen’s charter.
    • Effective communication and feedback mechanisms including handling of complaints are established in accordance with policies and guidelines
    • Conflicts are resolved collaboratively in accordance with existing rules
    • Work-related risks and dangers are mitigated/eliminated in accordance with policies and guidelines.
  3. Supervise and evaluate office performances
    • Office performances are reviewed in accordance to set targets
    • Strategic Performance Management System is implemented in accordance with  existing rules and regulations.
    • Opportunities for improvement are deliberated and adopted in accordance with human resource development plan
    • Continuous coaching and mentoring for staff development are practiced in accordance with human resource development plan
    • Productivity-based incentives schemes are evaluated in accordance with human resource development plan.

UNIT OF COMPETENCY : SUPERVISE PES OFFICE
UNIT CODE : SOC341306

This unit covers the knowledge, skills, and attitude, required to supervise PES office, and defines the standard required to supervise office resources and personnel.

  1. Sustain effective office administration
    • Annual budget is evaluated in accordance with budget preparation guidelines.
    • Annual Procurement Plan is evaluated in accordance with existing guidelines.
    • Procurement, Utilization, and Inventory are supervised in accordance with existing guidelines.
    • Effective and efficient management/utilization of resources is maximized in accordance with existing guidelines.
  2. Review task descriptions and personnel qualifications
    • Tasks are validated along with the range of conditions under which performance may need to occur.
    • Most appropriate employment arrangements are determined based on employer and employee needs, and responsibilities and rights.
    • Person qualifications are determined with due regard to legislation, codes and national standards.
  3. Support workforce training programs
    • Strategies to identify skill and knowledge gaps are designed and implemented with workers, and strategies to address these gaps are implemented in accordance with program mandates.
    • Workforce Development Plan is implemented in accordance with existing policies and guidelines
    • Feedbacking and action plans are implemented in accordance with existing policies and guidelines.
  4. Implement OSH priorities and procedures
    • Safety and health policies are enforced within the Office.
    • Safe work practices are identified for all aspects of the operation of the Office
    • Risks and hazards are identified and assessed for OSH.
    • New staff are oriented into the workplace OSH system.

BASIC COMPETENCIES

UNIT OF COMPETENCY : UTILIZE SPECIALIZED COMMUNICATION SKILLS
UNIT CODE : 500311401

This unit covers the knowledge, skills and attitudes required to use specialized communication skills to meet specific needs of internal and internal clients, conduct interviews, facilitate discussion with groups, and contribute to the development of communication strategies.

  1. Meet common and specific communication needs of clients and colleagues
    • Specific communication needs of clients and colleagues are identified and met
    • Different approaches are used to meet communication needs of clients and colleagues
    • Conflict is addressed promptly in a manner which does not compromise the organization
  2. Contribute to the development of communication strategies
    • Strategies for internal and external dissemination of information are developed, promoted, implemented and reviewed as required
    • Channels of communication are established and reviewed regularly
    • Coaching in effective communication is provided
    • Work related network and relationship are maintained
    • Negotiation and conflict resolution strategies are used where required
    • Communication with clients and colleagues is performed appropriate to individual needs and organizational objectives
  3. Deliver a technical presentation
    • Presentation is delivered clearly, sequential and delivered within allotted time
    • Utilize appropriate media to enhance presentation
    • Differences in views/opinions are respected
    • Questions during fora are responded in a manner consistent with organizational standard
  4. Represent the organization
    • When participating in internal or external forums, presentation is relevant, appropriately researched and presented in a manner to promote the organization
    • Presentation is clear and sequential and delivered within a predetermined time
    • Utilize appropriate media to enhance presentation
    • Differences in views are respected
    • Written communication is consistent with organizational standards
    • Inquiries are responded in a manner consistent with organizational standard
    • Consolidate ideas and suggestions
    • Generalize and summarize all ideas and suggestions
  5. Facilitate group discussion
    • Mechanisms which enhance effective group interaction is defined and implemented
    • Strategies which encourage all group members to participate are used routinely
    • Objectives and agenda for meetings and discussions are routinely set and followed
    • Relevant information is provided to group to facilitate outcomes
    • Evaluation of group communication strategies is undertaken to promote participation of all parties
    • Specific communication needs of individuals are identified and addressed
  6. Conduct interview
    • A range of appropriate communication strategies are employed in interview situations
    • Records of interviews are made and maintained in accordance with organizational procedures
    • Effective questioning, listening and nonverbal communication techniques are used to ensure that required message is communicated

UNIT OF COMPETENCY: DEVELOP AND LEAD TEAMS
UNIT CODE : 500311402

This unit covers the skills, knowledge and attitudes required to determine individual and team development needs and facilitate the development of the workgroup.

  1. Foster Individual growth
    • Learning and development needs of team members are systematically identified in line with organizational requirements
    • Development plan to meet individual needs is collaboratively developed and implemented
    • Individuals are encouraged to self – evaluate performance and identify areas for improvement
    • Feedback on performance of team members is collected from relevant sources and compared with established team learning process
  2. Foster individual and team growth
    • Learning and development program goals and objectives are identified to match the specific knowledge and skills requirements of competency standards
    • Learning delivery methods are appropriate to the learning goals, the learning style of participants and availability of equipment and resources
    • Workplace learning opportunities and coaching/ mentoring assistance are provided to facilitate individual and team achievement of competencies
    • Resources and timelines required for learning activities are identified and approved in accordance with organizational requirements
  3. Monitor and evaluate workplace learning
    • Feedback from individuals or teams is used to identify and implement improvements in future learning arrangements
    • Outcomes and performance of individuals/teams are assessed and recorded to determine the effectiveness of development programs and the extent of additional support
    • Modifications to learning plans are negotiated to improve the efficiency and effectiveness of learning
    • Records and reports of competency are maintained within organizational requirement
  4. Develop team commitment and cooperation
    • Open communication processes to obtain and share information is used by team
    • Decisions are reached by the team in accordance with its agreed roles and responsibilities
    • Mutual concern and camaraderie are developed in the team
    • Career planning for each member are monitored
  5. Facilitate accomplishment of team goals
    • Team members actively participated in team activities and communication processes
    • Teams members developed individual and joint responsibility for their actions
    • Collaborative efforts are sustained to attain organizational goals

UNIT OF COMPETENCY : PERFORM HIGHER-ORDER THINKING PROCESSES AND APPLY TECHNIQUES IN THE WORKPLACE
UNIT CODE : 500311403

This unit of covers the knowledge, skills and attitudes required to use fundamental critical thinking skills in the workplace.

  1. Evaluate effectiveness and efficiency of the workplace systems, processes and procedures.
    • Effectiveness and efficiency of workplace standards and procedures are examined.
    • Usage of inquiry and dialogue to communicate evaluation measures and results are implemented.
    • Evaluation reports are prepared and communicated to team members.
  2. Foster the habit of critical inquiry and curiosity in the workplace.
    • Issues and situations are reflected on and wondered about.
    • Issues and problems in the workplace particularly in the policies, procedures and protocols are discussed and evaluated between and among teams.
    • Evaluation of efficiency and effectiveness of workplace policies, procedures and protocols are documented, communicated and agreed upon between and among teams.
    • Growth mindset and positive relationship and communication is applied in the context of curiosity and critical inquiry in the workplace.
  3. Develop practical action plans for improving workplace conditions.
    • Evaluation of efficiency and effectiveness of workplace policies, procedures and protocols are documented, communicated to stakeholders.
    • Practical action plans in improving workplace conditions are formulated, presented and negotiated with stakeholders.
    • Proposed changes and directions are inquired, processed and negotiated between and among teams, and stakeholders as well of the organization.
    • Commitment to continuous improvement and change is highlighted.
    • Passion and dedication for changing and adapting to the demands of the 21st century workplace are considered.

UNIT OF COMPETENCY : CONTRIBUTE TO THE PRACTICE OF SOCIAL JUSTICE IN THE WORKPLACE
UNIT CODE : 500311404

This unit covers ways and means to assume active roles in resolving local and global challenges and to become proactive contributors to a more peaceful and sustainable world.

  1. Update self on local, national and global trends/issues in the workplace
    • Media are regularly scanned/ monitored for trends and issues relevant to human rights, gender equality, promotion of culture of peace and nonviolence, global citizenship and appreciation of cultural diversity.
    • Knowledge and understanding of local, national and global issues and their interconnectedness and interdependency are acquired.
    • Notable issues and trends are critically examined and discussed with peers, colleagues, or family members.
  2. Relate local and global trends to workplace context
    • Local events are reflected on for implications in one’s own situation and in the external global environment.
    • Sense of belonging to a common humanity, sharing values and responsibilities are developed.
    • Attitudes of empathy, solidarity and respect for differences and diversity are strengthened.
  3. Engage and take actions on workplace issues and concerns
    • Effective and responsible actions at local, national and global levels are identified.
    • Motivation and willingness to take necessary actions are developed.
    • Attitude of “thinking globally and acting locally” is practiced.

UNIT OF COMPETENCY : MANAGE INNOVATIVE WORK INSTRUCTIONS
UNIT CODE : 500311405

This unit covers the knowledge, skills and attitudes required to sustain and develop a workplace environment in which improvement, innovation and learning are promoted and reinforced.

  1. Review and analyze existing workplace practices
    • Current instructions and strategies to perform tasks in the workplace are reviewed
    • Climate for innovation at the organizational level is defined
    • Innovation drivers in the workplace are identified
  2. Examine opportunities for continuous improvement and innovation of practices in the workplace
    • Effectiveness of innovative practices in the workplace is determined
    • Innovative behaviors of leaders or managers in the organization are assessed
    • Driving principles of innovation are discussed
  3. Implement innovative ways in the conduct of usual workplace practices
    • Innovative behaviors in the workplace are performed
    • Innovative climate in the workplace is maintained
    • Adoption or modification of new ideas relevant to the organizational needs is achieved

UNIT OF COMPETENCY : MANAGE AND EVALUATE USAGE OF INFORMATION
UNIT CODE : 500311406

This unit of competency covers the knowledge, skills and attitudes required to support

  1. Review information needs and sources
    • The information needs of individuals/teams are determined and the sources are identified.
    • Information held by the organization is reviewed to determine suitability and accessibility.
    • Plans are prepared to obtain information that is not available or accessible within the organization.
  2. Collect and analyze information
    • Collection of information is interpreted timely and relevant to the needs of individuals/teams.
    •  Information is collected in formal suitable for analysis, interpretation and dissemination.
    • Information is analyzed to identify relevant trends and developments in terms of the needs for which is acquired.
  3. Use management information systems
    • Management information systems are used to store and retrieve data for decision making.
    • Technology available in the work area/organization is used to manage information.
    • Recommendations for improving the information system are submitted to designated persons/ groups.
  4. Report and disseminate analyzed information
    • The results of information gathering, analysis and synthesis are reported within specified time frames and to the standard defined by the organization.
    • The results of information gathering, analysis and synthesis are reported so they can be inputs to policy development and organization decision making.
    • Information which is gathered is disseminated to appropriate personnel within the specified timeframe

UNIT OF COMPETENCY : LEAD IN IMPROVEMENT OF OCCUPATIONAL SAFETY AND HEALTH (OSH) PROGRAMS, POLICIES AND PROCEDURES
UNIT CODE : 500311407

This unit covers the knowledge, skills and attitudes required to assess Occupational Safety and Health (OSH) practices and programs, recommend OSH program improvement initiatives, and implement recommended improvements on Occupational Safety and Health (OSH) Programs, Procedures and Policies

  1. Assess Occupational Safety and Health (OSH) practices and programs
    • OSH practices and programs are reviewed based on workplace policies and procedures
    • Appropriate personnel or OSH reference guides are consulted for proper guidance based on workplace policies and procedures
    • Current practices and programs are evaluated based on acceptable level of OSH work standards
  2. Recommend OSH program improvement initiatives
    • OSH work improvement initiatives are identified that are relevant with the workplace scenario
    • OSH program improvement plans are organized based on workplace policies and procedures
    • OSH program improvement plans are presented based on workplace policies and procedures
  3. Implement recommended improvements on Occupational Safety and Health (OSH) Programs, Procedures and Policies
    • Approved improvements on OSH work improvement initiatives are communicated based on workplace policies and procedures
    • Concern personnel are guided in accordance with workplace policies and procedures
    • Implementation of the approved OSH initiatives are monitored in accordance with workplace policies and procedures
    • Implementation of approved OSH initiatives are evaluated based on workplace policies and procedures

UNIT OF COMPETENCY : LEAD TOWARDS IMPROVEMENT OF ENVIRONMENTAL WORK PROGRAMS, POLICIES AND PROCEDURES
UNIT CODE : 500311408

This unit covers the knowledge, skills and attitudes required in assessing environmental work practices and standards, recommending environmental work improvement initiatives and implementing recommended environmental improvements

  1. Assess environmental work practices and programs
    • Environmental practices and programs are reviewed based on workplace policies
    • Appropriate personnel or environmental reference guides are consulted for proper guidance based on workplace policies*
    • Current practices and programs are evaluated based on acceptable level of environmental work standards*
  2. Recommend environmental program improvements initiatives
    • Environment practices opportunities are Identified that are relevant with the workplace scenario
    • Environmental program improvement plans are organized based on workplace policies and procedures*
    • Environmental program improvement plans are presented based on workplace policies and procedures*
  3. Implement recommended improvements on environmental programs, policies and procedures
    • Approved improvements on environmental work program initiatives are promoted based on workplace policies and procedures
    • Implementation of the approved environmental initiatives are monitored in accordance with workplace policies and procedures
    • Implementation of approved environmental initiatives are evaluated based on workplace policies and procedures

UNIT OF COMPETENCY : SUSTAIN ENTREPRENEURIAL SKILLS
UNIT CODE : 500311409

This unit covers the outcomes required to update and continue one’s professional development along entrepreneurship, including applying such growth in skills toward expanding the enterprise and developing its work force.

  1. Enhance one’s business skills
    • Entrepreneurial skills development needs are identified and responded to promptly.
    • Market trends are monitored, anticipated and taken advantage of where feasible.
    • New technologies, products and processes are included/utilized where advantageous to the enterprise.
    • Constant dialog/linkages with other entrepreneurs/peers and stakeholders are maintained
    • Circulation and participation in business for a, meetings, conventions and exhibits are maintained.
  2. Manage entrepreneurial practices
    • Ideas and comments for improvements are sought from workers and clients.
    • Staff/workers are encouraged and supported in their skills development and enhancement.
    • A culture of continuous improvement is fostered within the enterprise.
    • Innovations on the existing lines of products and services are encouraged
  3. Expand markets and clientele
    • Enterprise is built up and sustained through judicious control of cash flows.
    • Profitability of enterprise is ensured though appropriate internal controls.
    • Unnecessary or lower priority expenses and purchases are avoided.
    • New markets and clients are identified based on current market trends

GLOSSARY OF TERMS

  • Action Plan A document that lists what steps must be taken in order to achieve a specific goal. The purpose of an action plan is to clarify what resources are required to reach the goal, formulate a timeline for when specific tasks need to be completed and determine what resources are required.
  • Annual Investment Program (AIP) The annual slice of the Local Development Investment Program (LDIP) which constitute the total resource requirements for all PPAs.
  • Annual Labor and Employment Plan The LGUs’ annual key employment planning tool which outlines the intended outcomes and the strategic management of programs/ services to collectively achieve the end-goals of PESOs.
  • Citizen’s Charter Government agencies’ respective service standards that detail the following pursuant to Republic Act No. 9485:(a) the procedure to obtain a particular service; (b) The person/s responsible for each step; (c) The maximum time to conclude the process; (d) The document/s to be presented by the customer, if necessary; (e) The amount of fees, if necessary; and (f) The procedure for filing complaints.
  • Client Jobseekers, employers, investors, schools, students, returning OFWs, researchers, planners, policy makers. marginalized groups of workers who seek the services of PESO and other persons or organizations engaged in Employment Promotion Program.
  • Coaching and Mentoring This refers to the provision of instruction, direction, or prompt to improve work performance.
  • Commitment The state or quality of being dedicated to a cause, activity, etc.
  • Communications The process of sending and receiving messages through verbal or nonverbal means, including speech, or oral communication; writing and graphical representations (such as infographics, maps, and charts); and signs, signals, and behavior.
  • Coordination The act of arranging, putting things in order, or making things run smoothly together.
  • Data validation A process that ensures the delivery of clean and clear data to the programs, applications and services using it.
  • Data verification A process in which different types of data are checked for accuracy and inconsistencies after data migration is done.
  • Delegation The assignment of any responsibility or authority to another person (normally from a manager to a subordinate) to carry out specific activities.
  • Employment The series of activities intended to prepare job-Facilitation seekers for productive employment which includes but not limited to enhanced career assessment and guidance, life skills training, technical skills training, job matching and internship.
  • Evaluation A totally systematic determination of a subject’s merit, worth and significance, using criteria governed by a set of standards.
  • Human Resource Development (HRD) Plan The documentation of an organization’s intended learning and development interventions that will build the capabilities and competencies toward enhancing individual and organizational performance.
    Labor Market
  • Information (LMI) Any information concerning the size, composition, functions, problems or opportunities of the labor market or any part thereof, including but not limited to employment-related intentions or aspirations of labor market clients.
  • Leadership and Management Leadership is a quality of influencing people, so that the objectives are attained willingly and enthusiastically while Management is a discipline of managing things in the best possible manner. It is the art or skill of getting the work done through and with others.
  • Linkages Relationships and interactions between tasks, functions, departments, and organizations, that promote flow of information, ideas, and integration in achievement of shared objectives.
  • Local Executives The elected officers of the local government units (LGUs) as provided for under Book III of Republic Act No. 7160 also known as the Local Government Code of 1991 in which has direct supervision over the PESO.
  • Monitoring Regular observation and recording of activities taking place in a project or programme. It is a process of routinely gathering information on all aspects of the project.
  • Networking with Stakeholders Networking with stakeholders is a process that fosters the exchange of information and ideas among partners or groups that share or agreed with a common interest. It may be for social or business purposes.
    Office
  • Management The technique of planning, organizing, coordinating and controlling office activities with a view to achieve business objectives and is concerned with efficient and effective performance of the office work.
  • Organizational Development Organization development is the study of successful organizational change and performance. OD emerged from human relations studies in the 1930s, during which psychologists realized that organizational structures and processes influence worker behavior and motivation.
  • Office / Individual Performance Commitment and Review (OPCR / IPCR) This refers to the set of targets and performance indicators to which an office or an employee is assessed and evaluated
  • Partnership Agreement A contract between the PESO and its stakeholders (e.g. employers, schools/institutions, etc.) which sets out the terms and conditions of the partnership, including the duties and responsibilities of each partner.
    Person
  • Specification A description of the qualifications, skills, experience, knowledge and other attributes (selection criteria) which a candidate must possess to perform the job duties.
  • Planning Process of thinking about the activities required to achieve a desired goal.
  • Policies and Guidelines Set of principles, rules, and guidelines formulated or adopted by an organization to reach its long-term goals and typically published in a booklet or other form that is widely accessible.
  • Policy Directory The collection of an employment related course or principle of action adopted or proposed by a government, party, business, or individual.
  • Process Cycle Time (PCT) This refers to the corresponding amount of time a given transaction is consumed.
  • Project Development The process and the facility of employment-related planning, organizing coordinating, and controlling the resources to accomplish specific goals
  • Proposal (Project Proposal) A document that provides all the information required for project stakeholders to decide to initiate a project
  • Public Employment Service Office or PESO A non-fee charging multi-employment service facilite or entity established, recognized or accredited pursuant to these Republic Act No. 8759 s. 2000 or the Public Employment Service Office Act of 1999, its amendatory act, Republic Act No. 10691 s. 2015, and their implementing rules and regulations (IRRs).
  • Quality Standards (QS) This refers to a detail of requirements, specifications, guidelines, and characteristics to be able to meet the quality of a product, service, or process according to its purpose
  • Relationship Management Supervision and maintenance of relationships between a company and its external partners, especially its clients.
  • Resource A stock or supply of money, materials, staff, and other assets that can be drawn on by a person or organization in order to function effectively.
  • Staffing The continuous process of finding, selecting evaluating and developing a working relationship with current or future employees.
  • Stakeholders A person, group or organization that has interest or concern in an organization.
  • Strategic Performance and Management System (SPMS) This refers to the mechanism that links employee performance with organizational performance to enhance the performance orientation of the compensation system
  • Target setting The process of identifying something that you want to accomplish and establishing measurable goals and timeframes.
  • Timeline The Date or period when the sequence or stages of PESO activities and events are completed (e.g. monthly, quarterly, annually).
  • Work process Consists in a collection of interrelated (in time and/or space) activities, performed by a number of actors to accomplish a particular goal.

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