1 – Division Chief IV (Admin)
Employment Status: Permanent
Plantilla Item No.: 11
Job Grade: 12-7
Monthly Salary: PHP 97,904 + 2,000 PERA
Education: Master’s Degree
Experience: 4 years in position/s involving management and supervision
Training: 40 Hours of Relevant Training
Eligibility: Career Service (Professional)/Second Level Eligibility
Place of Assignment: ECC Head Office – Makati
REQUIRED CORE COMPETENCIES:
CORE COMPETENCIES
I. ACCOUNTABILITY (Expert)
Ability to assume responsibility for successfully accomplishing work objectives and delivering results, setting high standards of performance for self and others
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- Guides others in achieving targets.
- Takes personal ownership of ECC’s success.
- Takes ownership for mistakes or missteps and refocuses efforts when necessary.
- Holds self and others accountable for reaching short- and long-term goals.
II. ORGANIZATIONAL AWARENESS AND COMMITMENT (Expert)
Ability to gain knowledge of ECC culture, systems, and pressures; understands the agenda and perspectives of others; recognizes and balances the interest of one’s department with those of other departments and the Agency, as well as the impact of decisions on each.
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- Appropriately anticipates the political consequence of actions; considers the political environment when presenting ideas and taking actions; knows when to get input and build consensus.
- Demonstrates broad understanding of social and economic context within which ECC operates.
- Understands and anticipates the potential trend of the political environment and the impact this may have to the organization.
III. SERVICE EXCELLENCE (Expert)
Ability to recognize and create opportunities to meet and exceed the needs and expectations of both internal and external stakeholders of the organization. Inspires others to act at the highest level of honesty and integrity
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- Actively supports the interests of the stakeholders when faced with multiple/various requests/concerns by making choices and setting priorities to meet their needs.
- Influences a culture of service to individual and team by modeling behavior that is stakeholder-centered and initiating structure to ensure excellent service to stakeholders.
LEADERSHIP COMPETENCIES
I. BUILDING COLLABORATIVE AND INCLUSIVE WORKING RELATIONSHIP (Advance)
Ability to build a network of reciprocal, high trust, synergetic working relationship within the organization and across the government and relevant sectors. This involves the ability to leverage and maximize opportunities for strategic influencing within the organization and with external stakeholders.
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- Builds and then leverages on collaborative partnerships and networks to deliver or enhance work outcomes
- Seeks opportunities to partner and transfer knowledge (e.g. by actively participating in trade shows, conference, meetings, forums, or seminars)
II. CREATING AND NURTURING HIGH PERFORMING ORGANIZATION (Advance)
Ability to create a high performing organizational culture that is purpose-driven, results-based, client-focused, and team-oriented.
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- Fosters and cultivates a shared sense of commitment between and among groups, departments and stakeholders despite differences and/or complexities of relationships and leads the organization toward a learning culture committed to continuous improvement and talent development
- Prioritizes team effectiveness when matching individuals to projects and tasks and gets involved in the work of the team when required
- Talks to the team about standards and goals
- Filters information and communicates an appropriate level and volume of information to enable the team to meet its objectives
- Addresses performance issues promptly and takes action to get performance back on track
- Delegates projects or assignments in order to develop an individual
- Uses own experience and expertise to identify and meet others’ learning needs
- Helps others to understand their own development needs
III. LEADING CHANGE (Advance)
Ability to generate genuine enthusiasm and momentum for organizational change. It involves engaging and enabling groups to understand, accept and commit to the change agenda. It also includes advancing and sustaining change..
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- Constructs a change management plan in which one or more office systems and/or processes are affected either by change intervention conducted internally or by a third party consultant
- Defines an explicit vision for change
- Addresses employee concerns about change
- Takes efforts to deliver the message or vision for change to everyone affected
IV. MANAGING PERFORMANCE AND COACHING RESULTS (Advance)
Ability to create an enabling environment which will nurture and sustain a performance-based coaching culture. Effectiveness of this competency also includes strong focus on developing people for current and future needs, managing talent, promoting the value of continuous learning and development.
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- Leads the organization by example and through coaching towards achievement of public service performance standards
- Tracks employees in meeting their performance objectives
- Provides training opportunities and success reinforcement for employees’ development
- Maintains two-way dialogue with supervisees about work and results
- Plans by determining objectives, priorities, activities and component feasibility, by predicting outcomes and establishing budgets
- Demonstrates confidence in conducting coaching and counseling sessions with staff
V. THINKING STRATEGICALLY AND CREATIVELY (Advance)
Ability to “see the big picture,” think multi-dimensionally, craft innovative solutions, identify connections between situations or things that are not obviously related, and come up with new ideas and different ways to enhance organizational effectiveness and responsiveness.
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- Interprets the complex and volatile nature of the environment to the Commission or organization and adaptively moves it into a more strategic position where it can better address the challenges it faces both now and into the future
- Establishes and implements long-term objectives, goals, or projects that support the strategy
- Proactively prepares, modifies and reviews contingency strategy
TECHNICAL COMPETENCIES
I. COMPENSATION, WELFARE AND BENEFITS ADMINISTRATION (Expert)
Ability to establish and implement policies and procedures regarding the effective delivery/provision of benefits to all employees.
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- Formulates and advocates benefits’ policies and systems on compensation, welfare and benefits administration
- Provides advice and leadership in the development of new employee benefits in line with government guidelines
- Ensures financial resources are allocated for the continuous implementation of employee benefits
II. MANPOWER ACQUISITION AND DEVELOPMENT (Expert)
Ability to institute and implement competency-based manpower planning and recruitment and selection as well as employee development policies, processes and systems.
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- Develops and designs improvements to existing battery of recruitment and placement tools, methodologies, processes and procedures based on emerging technologies
- Sets guidelines for approval of training calendar for specific levels in the organization and other stakeholders
- Approves implementation of the regular conduct of structured training programs and workshops
III. EMPLOYEE RELATIONS AND ACTIVITIES (Expert)
Ability to develop and implement programs/interventions that create and maintain conducive employer-employee working environment through various activities that promote and contribute to productivity, motivation and morale.
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- Reviews, evaluates and approves recommendations to proposals for enhancement of existing policies and sanction schemes
- Responds to moderate to complex queries and manages all aspects of issues across the employee lifecycle such as disciplinary actions and performance management processes
- Formulates and champions policies and strategies on employee relations, grievance procedures, working conditions, and equal opportunities
- Liaises with external bodies to stay up to date in employee relations trends and practices
IV. STRATEGIC HUMAN RESOURCE MANAGEMENT (Expert)
Ability to guide and align Human Resource Management concepts, principles, tactical planning, and best practices with the strategic and long term goals of the ECC.
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- Builds, implements, and manages HR plans, policies, and programs that support employees across organization to achieve high performance and productivity.
- Provides guidance and direction on how to build the foundation for strategic advantage by creating an effective organizational structure and design, culture, employee value proposition, systems thinking, an appropriate communication strategy and preparing ECC for a changing landscape both internal and external that impacts the long-term goals and objectives of ECC.
- Influences strategic Human Resource Management by underpinning ECC’s Core Values, managing the social impact of business decisions, service to the Commission’s stakeholders, and improving the quality life of Employees, their family, and the community at large.
V. TRAINING PROGRAM ADMINISTRATION (Expert)
Ability to promote individual and organizational development through planning, designing, and managing employee development and training programs/services.
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- Continuously identifies areas for improvement and acts for effective delivery of both internal and external training
- Oversees the programs, activities and tasks necessary for effective implementation of training plans and strategies
VI. WORKFORCE PLANNING (Expert)
Ability to understand and demonstrate knowledge of business strategy and human resource (HR) concepts, principles, and practices to effectively align the needs of ECC and its workforce and to design strategies that support leadership in planning for and obtaining the necessary resources to carry out its mission.
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- Builds, implements and manages competency-based HR tools to help employees use competencies as appropriate to their roles (e.g., hiring, placement, assessment, development)
- Informs and educates staff about organizational competency gaps and how to develop individual development plans linked to competencies
- Establishes and manages processes and programs to manage the size of the organization’s workforce and facilitate resource alignment with areas of greatest importance to ECC’s mission
VII. LABOR RELATIONS (Expert)
Ability to understand and demonstrate knowledge of laws, rules, regulations, case law, principles, and practices related to negotiating and administering labor agreements in accordance with Civil Service Code or RA 6713.
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- Develops and delivers briefings, legal documents, project papers, advisory options and arguments through oral and written communication
- Develops and provides regulatory advice and assistance on workforce relations matters such as work schedules, attendance, performance management, pay and benefits, etc. in accordance with Civil Service Code or RA 6713 and its Implementing Rules and Regulations
VIII. CONFLICT RESOLUTIONS (Expert)
Ability to manage and resolve disagreements and conflicts in a positive and constructive manner to minimize negative impact.
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- Understands the relationship between types and areas of conflict, superior’s authority base, motivation techniques and leadership styles
- Recognizes and anticipates potential conflict situations and formulates resolutions to ensure positive and productive outcome
- Knows when to compromise and when to stand firm
- Aims for a win-win solution
- Demonstrates objectivity consistently with poise and even temper
IX. PROJECT/PROGRAM PLANNING AND MANAGEMENT (Expert)
Ability to plan, implement, monitor and evaluate projects/programs in order to achieve the set objectives within budget, time and quality limits. Ability to manage human, financial, information technology and material resources.
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- Adapts quickly to changing situations and modifies project plans when necessary
- Can readily and accurately identify staff capabilities/availability in allocating resources for proposed assignment
- Tracks critical steps in projects to ensure completion within timeframe
- Identifies the skills of team members and analyzes the gaps in skills required to complete the tasks
- Identifies assumptions, risks, project milestones, and determines preliminary resources
- Uses program/project insights, experiences and evaluation results to improve and strengthen its management and implementation
1 – ATTORNEY III
Employment Status: Permanent
Plantilla Item No.: 57-2
Job Grade: 11-7
Monthly Salary: PHP 74,688 + 2,000 PERA
Education: Bachelor of Laws
Experience: 1 year of relevant work experience
Training: 4 hours of relevant training
Eligibility: RA 1080 (Bar)
Place of Assignment: ECC Head Office – Makati
REQUIRED COMPETENCIES:
CORE COMPETENCIES
I. ACCOUNTABILITY (Expert)
Ability to assume responsibility for successfully accomplishing work objectives and delivering results, setting high standards of performance for self and others
-
- Guides others in achieving targets.
- Takes personal ownership of ECC’s success.
- Takes ownership for mistakes or missteps and refocuses efforts when necessary.
- Holds self and others accountable for reaching short- and long-term goals.
II. ORGANIZATIONAL AWARENESS AND COMMITMENT (Expert)
Ability to gain knowledge of ECC culture, systems, and pressures; understands the agenda and perspectives of others; recognizes and balances the interest of one’s department with those of other departments and the Agency, as well as the impact of decisions on each.
-
- Appropriately anticipates the political consequence of actions; considers the political environment when presenting ideas and taking actions; knows when to get input and build consensus.
- Demonstrates broad understanding of social and economic context within which ECC operates.
- Understands and anticipates the potential trend of the political environment and the impact this may have to the organization.
III. SERVICE EXCELLENCE (Expert)
Ability to recognize and create opportunities to meet and exceed the needs and expectations of both internal and external stakeholders of the organization. Inspires others to act at the highest level of honesty and integrity
-
- Actively supports the interests of the stakeholders when faced with multiple/various requests/concerns by making choices and setting priorities to meet their needs.
- Influences a culture of service to individual and team by modeling behavior that is stakeholder-centered and initiating structure to ensure excellent service to stakeholders.
LEADERSHIP COMPETENCIES
I. BUILDING COLLABORATIVE AND INCLUSIVE WORKING RELATIONSHIP (Intermediate)
Ability to build a network of reciprocal, high trust, synergetic working relationship within the organization and across the government and relevant sectors. This involves the ability to leverage and maximize opportunities for strategic influencing within the organization and with external stakeholders.
-
- Strengthens and deepens partnerships and networks to deliver or enhance work outcomes
- Seeks out the expertise of others and develops links with experts and information sources
- Develops and nurtures key contacts as source of information
- Participates in networking and social events internal and external to the organization
II. CREATING AND NURTURING HIGH PERFORMING ORGANIZATION (Intermediate)
Ability to create a high performing organizational culture that is purpose-driven, results-based, client-focused, and team-oriented.
-
- Creates a culture of teamwork and interdependence by facilitating collaboration across the organization
- Works closely with the team and others and ensures they have necessary resources to remain motivated and work effectively
- Keeps team informed about development in the Commission and what this means to them
- Provides clear direction to individuals about performance expectations and checks to ensure understanding
- Clarifies issues when needed and gives explicit instructions to the team when new or different priorities emerge
- Trusts and believes in people’s ability
- Takes action to develop the individual’s task-related skills and knowledge to the next level
III. LEADING CHANGE (Intermediate)
Ability to generate genuine enthusiasm and momentum for organizational change. It involves engaging and enabling groups to understand, accept and commit to the change agenda. It also includes advancing and sustaining change..
-
- Constructs a change management plan in which one or more office systems and/or processes are affected either by change intervention conducted internally or by a third party consultant
- Determines and applies appropriate strategies for dealing with resistance to change
- Utilizes basic conflict resolution concepts and techniques for minimizing the negative effects of conflict
- Provides feedback to subordinates on how change is being implemented and gives feedback to ECC Leadership as to how change is being accepted
IV. THINKING STRATEGICALLY AND CREATIVELY (Intermediate)
Ability to “see the big picture,” think multi-dimensionally, craft innovative solutions, identify connections between situations or things that are not obviously related, and come up with new ideas and different ways to enhance organizational effectiveness and responsiveness.
-
- Plans, crafts and adapts strategies for achieving the vision, mission and objectives of the Commission and secures the proper implementation of these strategies
- Examines policy issues and strategic planning with a long term perspective
- Determines objectives and set priorities and anticipates potential threats or opportunities
- Changes activities to better address larger organizational strategies
TECHNICAL COMPETENCIES
I. GOVERNMENT AND DEPARTMENTAL POLICIES AND PROCEDURES (Intermediate)
Ability to understand and apply knowledge of government and departmental statutes, regulations, policies, and procedures.
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- Coordinates activities in preparation of documents, papers, abstracts or proposals and ensures accuracy of information in accordance to government and departmental policies and procedures.
II. LEGAL PROFECIENCY (Intermediate)
Ability to plan courses of action in handling cases, identification and gathering of evidence in connection with litigation, prosecution, and adjudication of cases. Possesses the knowledge and ability in legal research in the translation of complex ideas into appropriate pleadings or documents and/or legal forms.
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- Undertakes basic legal research (applicable jurisprudence, relevant laws such as Revised Administrative Code, CSC Rules, Code of Conduct and Ethical Standards for Government Employees [RA 6713], and Anti-Graft and Corrupt Practices Act [RA 3019])
- Uses applicable law/s, doctrines and concepts in drafting appropriate pleadings and other legal documents
- Identifies and gathers evidence in the conduct of formal investigation, handling and hearing of administrative and/or prosecution cases
- Uses knowledge on trial technique in appearing before regular courts/administrative bodies
- Writes in a clear, concise and persuasive manner to be able to prove every case handled
III. TECHNICAL CONSULTING (Intermediate)
Ability to provide expertise, technical guidance and training to ensure projects and operations are carried out effectively.
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- Actively guides others in interpreting and solving work issues
- Provides advice on situations requiring immediate attention
- Willing to take the extra mile for the client to level with the best practices in a given field
IV. TECHNICAL WRITING (Intermediate)
Ability to write useful, relevant and accurate information on a particular occupational field where body of knowledge, complex ideas, concepts, processes or procedures need to be communicated. Geared to a specifically target audience in order to enable a set of actions on the part of the audience in pursuit of a defined goal.
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- Documents research, abstracts, guides, or other useful information to serve as reference for similar and future research or study
- Applies specific tools and knowledge in order to produce technical documentation
- Knows how to ask questions to a specific audience in gathering data for survey on specific field research and able to document, analyze, and come up with a written report
V. BUILDING RELATIONSHIP WITH STAKEHOLDERS (Intermediate)
Ability to build stakeholder relationships and leverage coalition in the implementation of plans, programs, policies, and activities geared toward the achievement of strategic intents of ECC.
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- Makes a conscious effort to have informal or casual contacts with stakeholders, the Labor sector and related organization members, and other ECC-identified stakeholders; shows interest in their issues and activities that go beyond the workplace
- Recognizes potential conflict of interest and work to reach a solution that is beneficial to both parties, ensuring continuous development of relationship
VI. PRESENTING AND SPEAKING SKILLS (Intermediate)
Ability to deliver presentation/speaking engagement to varied audiences in public or within the organization by effectively communicating topic contents, concepts, knowledge, and information through verbal communication.
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- Develops strategy for a specific audience
- Develops structure that is flexible and flowing
- Presents himself/herself to the audience with confidence by understanding and having mastery of the topic presented
- Does research thoroughly on the topic
Interested and qualified applicants should signify their interest in writing. Attach the following documents to the application letter and send a scanned copy to the email address below not later than July 4, 2024
- Fully accomplished Personal Data Sheet (PDS) with recent passport-sized picture (CS Form No. 212, Revised 2017) and Work Experience Sheet which can be downloaded at www.csc.gov.ph;
- Performance rating in the present position for one (1) year (For Government Employees Only);
- Photocopy of certificate of eligibility/rating/license; and
QUALIFIED APPLICANTS are advised to send through email their application to:
Atty. Kaima Via B. Velasquez
Executive Director
4th and 5th Floors, ECC Bldg. 355 Sen. Gil Puyat. Ave., Makati City
[email protected]
APPLICATIONS WITH INCOMPLETE DOCUMENTS SHALL NOT BE ENTERTAINED.
“ECC is an equal employment opportunity employer. All employment is decided on the applicants’ qualifications, merit, and fitness to the position applied for. ECC does not tolerate discrimination based on race, religion, color, sex, gender identity, sexual orientation, age, non-disqualifying physical or mental disability, national origin, or any other basis covered by applicable laws.”