LEARNING AND DEVELOPMENT PLAN (CSC L&D PLAN)

LEARNING AND DEVELOPMENT PLAN (CSC L&D PLAN)

EXECUTIVE SUMMARY

As the Civil Service Commission strives to be Asia's leading center on Strategic Human Resource and Organizational Development by twenty thirty, the need to establish a Competency-Based Learning and Development Plan that aligns to the CSC's goals and aspiration becomes strategic and highly important. Learning and Development interventions provide a strategic alignment between the CSC workforce's individual learning and development goals with the goals of the organization. A competency-based Learning and Development plan helps CSC executives, managers, supervisors see a clear line of sight between organizational goals, the competencies the CSC workforce needs to demonstrate and what they as executives, managers, supervisors need to carry out in order to encourage and support the acquisition and demonstration of these behaviors. An evidence-based and carefully designed plan for Learning and Development helps attract as well as retain the needed talents in the CSC and keep them motivated in pursuing performance and service excellence.

This document presents the CSC Learning and Development Philosophy and Curriculum Framework that set the guidepost for all Learning and Development interventions of the CSC. This document, likewise, enumerates a set of strategies and interventions to help both the Office for Human Resource Management and Development and the Heads of Offices, Assistant Heads of Offices, supervisors form partnership for helping the employees acquire the necessary knowledge, skills and attitudes to perform the job better. Strategies include the use of tools such as the Learning Application Plan or Re-Entry Action Plan to ensure transfer of learning to the workplace. The interventions, on the other hand, cover a number of activities that range from formal intervention to self-learning that will allow learners to choose the most appropriate mode of learning and development.

PLAN OBJECTIVES

Identify needed Learning and Development interventions to:

Help employees align their performance with the CSC's mission and strategic goals and objectives;

Close existing competency gaps, most especially those pertaining to the CSC's mission-critical competencies; and

Present strategies for helping executives, managers, supervisors support the new learning and encourage demonstration of new behavior at work.

The CSC is the premier Human Resource Institution for the Philippine Government. As an independent constitutional body, it exercises independence and fiscal autonomy to be able to do effectively the following:

Promote morale, efficiency, integrity, responsiveness, progressiveness, and courtesy in the Civil Service;

Adopt measures to strengthen the merit and reward system;

Integrate all human resources development programs for all levels and ranks; and

Institutionalize a management climate conducive to public accountability.

The CSC's core functions can be summed up in four, namely: Merit Protection and Promotion; Capability building or Human Resource Development; Quasi-judicial Functions; and Organizational Development.