DEPARTMENT OF HEALTH

HEALTH HUMAN RESOURCE DEVELOPMENT BUREAU

PROFICIENCY LEVELS CORE COMPETENCIES

COMPETENCY:

ORGANIZATIONAL COMMITMENT

Competency Profile
Definition:
Identifying ones behavior
with the organizations
vision, mission and goals
and work for the attainment
of such.
Knowledge of
DOHs Vision, Mission and
Goals; Policies and
issuances; and
Organizational systems and
procedures
Skills: Anticipates and
meets organizational needs;
Assess organizations
effectiveness; and Analyze
own organization.
Attitude/Values:
Sensitive to the
relationships between key
players; loyal; committed;
and open-minded

Level A

Level B

Level C

Level D

Requires assistance
in understanding
DOHs Vision,
Mission and Goals

Has partial
understanding of
DOHs Vision, Mission
and Goals

Can explain DOHs

Vision, Mission and
Goals to peers,
clients, stakeholders

Can translate DOHs

Vision, Mission and
Goals into day to day
activities

Has knowledge of
basic organizational
systems and
procedures

Applies basic
organizational
systems and
procedures

Exhibits loyalty and

commitment to the
organization

Understands the
origin and reasoning
behind key policies,
practices and
procedures

Knows the
expectations of the
people in the
organization

Performs in
accordance to the
expectations of the
people in the
organization

Understands how his

or her job impacts
organization results
and performance.

Recognizes and uses

corporate culture to
produce best results.

Can adapt to the

culture of the
organization

Level E

Leads the
organization towards
the attainment of its
Vision, Mission and
Goals

Can explain the

context of the
organizations
programs/policies and
thrusts to clients,
partners and
stakeholders

Pioneers culture
development and
values formation of
the organization

Recognizes the need

to re-align DOHs
Vision, Mission and
Goals in times of
adversity and
leadership change

Is qualified to teach
or mentor others

DEPARTMENT OF HEALTH
HEALTH HUMAN RESOURCE DEVELOPMENT BUREAU

PROFICIENCY LEVELS CORE COMPETENCIES

COMPETENCY:

INTEGRITY

Competency Profile
Definition:
Maintaining social, ethical
and organizational norms in
all job related activities
Competency Profile:
Knowledge of:
-Moral and ethical
standards of the
organization
-Moral and norms in public
service
Skills: Advocate moral
ethical standards
-Identify the operating
values of the organization
-Identify ethical dilemma
Attitude/Values: Treat
people fairly and with
dignity; Uphold the
personal, social and ethical
norms; Exhibit modest
thinking and earns respect
from everybody

Level A

Awareness of the
organizations code
of ethics; standards
of professional
decorum; moral and
norms in public
service
Demonstrates
considerable degree
of trust, openness
and respect for
others

Level B

Level C

Recognizes the ethical

dimensions involved
before making a
decision

Upholds the values

and principles of the
organization in every
action and decision.

Behaves in
accordance with the
moral and ethical
standards

Practices ethical
behavior and conduct
at all times taking into
account the social
and environmental
impact of actions and
decisions

Takes responsibility
for his/her failures
and mistakes without
blaming others or the
circumstances

Exhibits
professionalism in the
organization by taking
full responsibility for
actions, admitting
mistakes and striving
to correct these
Uses caution in doing
and releasing
statements that
would compromise
his/her professional
integrity and/or that
of the organization

Level D

Level E

Supports peers and

superiors to create a
climate of trust.

Is able to build and

guard the reputation of
the organization

Inspires confidence
and respect from
peers/ staff and
superiors.

Demands and promotes

ethical behavior
throughout organization.

Creates an atmosphere
where employees are
encouraged to use the
open door and have
freedom to raise issues
and concerns to higher
management without
fear of reprisal.

Sticks to his/her
principles even when it
is unpopular to do so

Ensures that any

unethical conduct that is
observed in the
organization is neither
tolerated nor ignored.

Is qualified to teach or
mentor others

Maintains consistent
standards of conduct
when dealing with
personal and
business-related
opportunities or
pressures.
Models and
encourages ethical
behavior that is
consistent with the
organizations core
values

DEPARTMENT OF HEALTH
HEALTH HUMAN RESOURCE DEVELOPMENT BUREAU

PROFICIENCY LEVELS CORE COMPETENCIES

COMPETENCY: QUALITY SERVICE FOCUS
Competency Profile
Definition:
Providing quality service and
ensure client satisfaction
through continuous
improvement of processes and
improvement of policies and
procedures
Competency Profile:
Knowledge of: Vision,
Mission & Values of the
Organization; Organizational
goals, programs and services
-Nature and characteristics of
client groups: (Internal,
external, direct, indirect)
Skills: Establishing Effective
Client Relationships;
Anticipating Client Needs:
Probing; Inter Personal
Relations
Attitude/Values: Sensitivity
to clients attitudes and
concerns; Ability to deal with
diversified client needs
-Ability to respond proactively
to client needs dignity;

Level A

Knows who the client

is

Develops
understanding of who
does what, and is able
to refer client
appropriately.

Demonstrates
professional and
courteous service.

Level B

Level C

Maintains clear
communication with
clients regarding mutual
expectations and
monitors client
satisfaction.

Delivers a superior
product or service.

Elicits feedback from

clients to monitor their
satisfaction

Provides helpful
information to clients.

Keeps clients up to date

about progress of
services/programs

Takes personal
responsibility for
correcting client service
problems.

Puts in significant effort

to ensure clients needs
are met.

Follows through on
client inquiries,
requests, and
complaints.

Level D

Understands and
responds to specific
needs to the client's
satisfaction.

Actively supports the

interests of the client
when faced with
multiple/various
requests/concerns by
making choices and
setting priorities to meet
their needs.

Tailors products or
services for a variety of
client groups

Gives service beyond

clients' expectations by
seeking information
about the real,
underlying needs of the
client, providing
insights, and
recommending actions
to address these needs.
Understands how
changes in government
might impact clients and
client needs.

Level E

Identifies trends,
anticipates and develops
plans to meet future
needs of existing and
potential clients.

Consults with clients

and ensures their needs
are represented in the
organization's policy and
decision-making.

Actively represents the

needs of clients by
promoting their
interests to appropriate
policy and decisionmakers

Persistently lobbies on
behalf of clients to
integrate their interests
into the larger strategic
government direction.

Utilizes breadth or depth

of customer and market
knowledge to define
new services or
opportunities.

Is qualified to teach or
mentor others

DEPARTMENT OF HEALTH
HEALTH HUMAN RESOURCE DEVELOPMENT BUREAU

PROFICIENCY LEVELS CORE COMPETENCIES

COMPETENCY:

TEAMWORK

Competency Profile
Definition:
Participating as a full member
of a team and work
productively towards
organizational goals.
Competency Profile:
Knowledge of: Concept of
group dynamics; VMG of
organization/team; Individual
differences; Team strengths
and weaknesses
Skills: Initiating Team
Efforts; Resolving Conflict;
Inter Personal Relations; Feed
backing; Group techniques of
problem solving, decision
making, negotiation and
consensus building
Attitude/Values: Ability to
support groups decisions and
act in solidarity; Flexible;
Acceptance of individual
idiosyncrasies; Sensitive;
Supportive; Result Oriented

Level A

Respects others, does

his/her share of the
work.

Supports team/group
decisions.

Recognizes the skills

that make an effective
team member

Shares relevant or
useful information as
required.

Level B

Level C

Contributes positively,
adding value to the
team's discussions and
deliberations

Solicits ideas and

opinions to help form
specific decisions or
plans.

Shares the workload

with others, and
contributes by being
prepared and
completing assigned
tasks.

Demonstrates that
he or she genuinely
values others' input
and expertise and is
willing to learn from
others.

Adjusts personal style to

adapt to new team/
group situations

Contributes own
expertise to the
team/ group.

Accepts individual
differences

Able to give and

receive constructive
criticism.

Assists in mediating
between team
members to resolve
conflict.

Level D

Sets realistic group

expectations and
communicates purpose
of group's project and
tasks

Publicly credits others

who have performed
well.

Encourages and
empowers others,
making them feel valued
and important.

Facilitates team
development of
individuals with
divergent personalities
and roles

Level E

Provides supportive
environment based on
trust, respect and
commitment

Involves team in diagnosis

of problems and in
developing solutions to
effectively transfer
knowledge within the
organization.

Identifies roles of team

members and understands
coaching skills as related
to group dynamics

Builds consensus across

functional areas about
team/goals/actions/tactics
/milestones/ required
resources

Evaluates results of
surveys and FGDs and
assess whether team
strategies remain aligned
with the clients' needs and
goals

Is qualified to teach or
mentor others

DEPARTMENT OF HEALTH
HEALTH HUMAN RESOURCE DEVELOPMENT BUREAU

PROFICIENCY LEVELS CORE COMPETENCIES

COMPETENCY:

STEWARDSHIP OF RESOURCES

Competency Profile
Definition:
Ensuring that operations
produce desired results
within the given/available
resources
Knowledge of Five S in
Waste Management;
Concepts & principles of
recycling
Skills: Prioritization and
allocation of resources;
Planning and forecasting;
Application of reuse,
recycle, reduce techniques
Judicious use of resource
Attitude/Values:
Organized; Resourceful;
Anticipate unforeseen
needs; Prudence in the use
of resources; Creative

Level A

Understands that
the resources in the
organization are
limited
Has knowledge of
5S and attempts to
practice the
principles
Acknowledges that
he/she is
responsible to
resources assigned
to him/her

Level B

Can design activities

in accordance with
the limitation of
budget and resources
allotted to the
program
Practices 5S, concepts
and principles of
recycling
Acts with sense of
responsibility over
resources under
his/her custody.
Plans ahead to
organize and deploy
resources effectively

Level C

Pursues efficiency and

economy in the use of
resources

Considers the
environmental impact
of his/her actions

Looks for new ways

of completing tasks
efficiently and
effectively even if
resources become
scarce or unavailable.

Able to forecast
future resource
requirements

Level D

Encourages other s
to efficiently use,
care for and maintain
resources

Promotes awareness
of conservation
programs.

Demonstrates the
ability to make the
best use of available
time and resources.

Ensures that people

in the organization
has safe and healthy
work environment

Level E

Models prudence in
the use of resources

Advocates equitable
and prompt
distribution of
resources

Recognizes and/or
rewards people who
practices conservation
and effective
stewardship of
resources

Implements
corrective/ disciplinary
action fairly in cases
of non-compliance to
established policies on
custody and care of
resources

Is qualified to teach or
mentor others

DEPARTMENT OF HEALTH
HEALTH HUMAN RESOURCE DEVELOPMENT BUREAU

PROFICIENCY LEVELS CORE COMPETENCIES

COMPETENCY:

SELF-DEVELOPMENT

Competency Profile
Definition:
Managing the
development of ones own
career within the
organization and beyond,
including a commitment
to lifelong learning and
periodic retooling of
personal skills
Knowledge of Vision,
mission, goals and values
of organization; Global
trends
Skills: Planning; Process
information/feedback;
Assessing current skills
Attitude/Values:
Willingness to learn,
develop and continually
grow
Manages and continually
improve own performance

Level A

Acknowledges areas
where expectations
about own service
delivery,
performance or
interpersonal
interactions are not
met.
Able to provide
reasons for the lack
of success which
may or may not
involve self.
Positively accepts
constructive
feedback.

Level B

Approaches new
situations with a
positive outlook,
despite previous
setbacks.

Designs a personal
action plan to
address own issues
constructively and
decisively.

Identifies possible
interventions to
achieve action plan

Takes specific
actions to keep skills
up-to-date with the
most current
requirements
(including keeping
ones professional
license or
certification up-todate).

Level C

Works with
counselor/mentor to
develop annual
learning plan and
recognizes learning
opportunities from
performance
evaluations

Level D

Uses analysis of
previous situations to
make informed
decisions and take
action.

Conducts reality check

by seeking feedback
on personal strengths
and weaknesses from
subordinates/ group
members with the
intent of selfimprovement as a
superior, group leader
or team player.

Works toward
achieving individual
goals and objectives
(short-term and longterm)
Participates in civic or
other activities outside
of work to enhance
self-development
while maintaining
balance between
personal and
professional life
Seek opportunities to
serve ones personal
goals and those of the
organization

Exemplifies role of
continuous learner
and takes ownership
for personal education
and skills building
Able to assess
progress of personal
action plan

Level E

Creates a continuous
learning environment
for self and others that
encourages people to
carry out their action
plan

Leads and participates

in high-level training
seminars

Demonstrates
commitment by
establishing a
mechanism and
maintaining financial
and personal support,
and providing time for
staff development

Recognizes and rewards

people who
accomplished their
action plan

Is qualified to teach or
mentor others

DEPARTMENT OF HEALTH
HEALTH HUMAN RESOURCE DEVELOPMENT BUREAU

PROFICIENCY LEVELS CORE COMPETENCIES

COMPETENCY:

ATTENTION TO COMMUNICATION

Competency Profile
Definition:
Receiving and conveying
ideas, instructions,
information by using
appropriate language,
method and manner to
ensure the audience
understands the message
and takes necessary action
Knowledge of Concepts,
principles and processes of
communication; Factors
affecting communication
(barriers); Cultures and
values
Skills: Use of plain
language; Probing & listening
skills; Interpersonal Relationship; Feedback skills; Ability
to use constructive criticism
Oral & written
Attitude/Values: Ability to
listen attentively to peoples
ideas or concerns; Honest
and sincere in giving
feedback; Open-minded

Level A

Communicates in
a way that is
accurate, timely
and easy to
understand
regardless of
medium
Shares
information in an
open and honest
way

Level B

Probes to
understand
unexpressed or
poorly expressed
thoughts, concerns
or feelings
Reads body
language, and other
non-verbal cues
accurately and uses
that understanding
to structure and give
an appropriate
response.
Provides adequate,
accurate and
relevant information
to clients within and
outside the
organization

Level C

Demonstrates the ability

to express complex
concepts, thoughts and
ideas clearly and
concisely so as to be
understood by all
audiences
Tailors communication
to intended audience
and uses appropriate
tools and strategies to
convey information
Paraphrases information
to check understanding
before drawing
conclusions

Level D

Level E

Responds to
peoples concerns in
a manner that
promotes longerterm solutions.

Uses understanding of
underlying issues to
identify the most
effective method of
conveying information.

Seeks to understand
others frame of
reference.

Maximizes use of
different means of
communication to
get across various
clients/recipients
with diverse needs

Understands
information from
receivers perspective,
anticipates others
response and alters own
behavior to respond
appropriately.

Encourages open-door
policy by instituting
activities and providing
venues that will allow
people from all levels of
the organization to
participate freely and
without fear of reprisal

Is qualified to teach or
mentor others