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1 – Division Chief IV (Finance)

Employment Status: Permanent
Plantilla Item No.: 25
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: 24 hours of training in management and supervision
Eligibility: RA 1080 (CPA)
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

  1. Guides others in achieving targets.
  2. Takes personal ownership of ECC’s success.
  3. Takes ownership for mistakes or missteps and refocuses efforts when necessary.
  4. 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.

  1. 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.
  2. Demonstrates broad understanding of social and economic context within which ECC operates.
  3. 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

  1. Actively supports the interests of the stakeholders when faced with multiple/various requests/concerns by making choices and setting priorities to meet their needs.
  2. 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.

  1. Builds and then leverages on collaborative partnerships and networks to deliver or enhance work outcomes
  2. Seeks opportunities to partner and transfer knowledge (e.g. by actively participating in trade shows, conference, meetings, forums, or seminars)

II. 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..

  1. 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
  2. Defines an explicit vision for change
  3. Addresses employee concerns about change
  4. Takes efforts to deliver the message or vision for change to everyone affected

III. MANAGING PERFORMANCE AND COACHNG 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.

  1. Leads the organization by example and through coaching towards achievement of public service performance standards
  2. Tracks employees in meeting their performance objectives
  3. Provides training opportunities and success reinforcement for employees’ development
  4. Maintains two-way dialogue with supervisees about work and results
  5. Plans by determining objectives, priorities, activities and component feasibility, by predicting outcomes and establishing budgets
  6. Demonstrates confidence in conducting coaching and counseling sessions with staff

 IV. 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.

  1. 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
  2. Establishes and implements long-term objectives, goals, or projects that support the strategy
  3. Proactively prepares, modifies and reviews contingency strategy
  4. Balances the need to meet short-term goals and objectives with the long-term needs and strategies of the organization

 

 

1 – Medical Officer III

Employment Status: Permanent
Plantilla Item No.: 34-2
Job Grade: 11-7
Monthly Salary: PHP 74,688 + 2,000 PERA
Education: Doctor of Medicine
Experience: None Required
Training: None Required
Eligibility: RA 1080
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

  1. Guides others in achieving targets.
  2. Takes personal ownership of ECC’s success.
  3. Takes ownership for mistakes or missteps and refocuses efforts when necessary.
  4. 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.

  1. 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.
  2. Demonstrates broad understanding of social and economic context within which ECC operates.
  3. 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

  1. Actively supports the interests of the stakeholders when faced with multiple/various requests/concerns by making choices and setting priorities to meet their needs.
  2. 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.

  1. Strengthens and deepens partnerships and networks to deliver or enhance work outcomes
  2. Seeks out the expertise of others and develops links with experts and information sources
  3. Develops and nurtures key contacts as source of information
  4. 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.

  1. Creates a culture of teamwork and interdependence by facilitating collaboration across the organization
  2. Works closely with the team and others and ensures they have necessary resources to remain motivated and work effectively
  3. Keeps team informed about development in the Commission and what this means to them
  4. Provides clear direction to individuals about performance expectations and checks to ensure understanding
  5. Clarifies issues when needed and gives explicit instructions to the team when new or different priorities emerge
  6. Trusts and believes in people’s ability
  7. Takes action to develop the individual’s task-related skills and knowledge to the next level

III. LEADING CHANGE (Basic & 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..

  1. Implements plans and activities related to change initiative affecting one’s functional area or expertise and motivates employees’ commitment to accept the change
  2. Identifies the current situation including dangers, opportunity forces and cultural elements supportive and resistant to change
  3. Publicly defines specific area where change is needed, but does not describe what those changes should be
  4. Understands that change is necessary requirement for the organization to remain competitive
  5. 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
  6. Determines and applies appropriate strategies for dealing with resistance to change
  7. Utilizes basic conflict resolution concepts and techniques for minimizing the negative effects of conflict
  8. Provides feedback to subordinates on how change is being implemented and gives feedback to ECC leadership as to how change is being accepted

IV. MANAGING PERFORMANCE AND COACHNG RESULTS (Basic & Intermediate)

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.

  1. Creates tools and/or applies new methods in correcting and improving below standard or non-compliant performance of individuals or groups, using knowledge and skills in coaching to enable them to self-initiate solutions for their growth and development
  2. Has a basic understanding of performance setting and assessment methods that are used to evaluate and measure an employee’s performance against standard performance criteria and to document the results of the assessment
  3. Awareness of basic individual career planning, career pathing, target-/goals-setting and succession planning
  4. Recognizes employees’ ability to change
  5. Monitors the strategic imperative of the organization and orchestrates teams, work, and organizational culture around this through advanced skills in coaching to achieve performance goals
  6. Clearly defines goals, objectives, workload standards and performance measurement criteria
  7. Sets clear, well-defined desired outcomes for work activity and tracks progress
  8. Objectively assesses an individual’s strengths and areas for development

V. 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.

  1. Plans, crafts and adapts strategies for achieving the vision, mission and objectives of the Commission and and secures the proper implementation of these strategies
  2. Examines policy issues and strategic planning with a long term perspective
  3. Determines objectives and set priorities and anticipates potential threats or opportunities
  4. Changes activities to better address larger organizational strategies

 

 

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 May 08, 2025.

  1. 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 csc.gov.ph;
  2. Performance ratingin the present position for one (1) year (For Government Employees Only);
  3. 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.”