STAFF DEVELOPMENT OFFICER
TERMS OF REFERENCE
I. JOB SUMMARY
1.1. Handle and provide technical support in the implementation of various HRU programs and services such as:
· Staff training/ competency intervention
· Performance Development and Management System
· Competency Management
· Organizational Development
· Policy and Guidelines formulation
1.2. Provide technical support on special projects of the unit for HRU services improvement.
II. ACCOUNTABILITY STATEMENTS
2.1. Ensure that assigned learning programs are compliant with the set guidelines and criteria.
2.2. Technical assistance in the review and feedback of PDMS contracts.
2.3. Provide technical support in the conduct of a biennial review of the PDMS guidelines.
2.4. Review and monitoring of competency gap assessment as a basis for staff development intervention.
2.5. Provide technical support in policy and guidelines formulation.
III. DUTIES AND RESPONSIBILITIES
3.1. Staff Development/Training
3.1.1 Design and conduct learning needs assessment on staff and partners for possible interventions.
3.1.2 Design proposals and other capacity building programs that are responsive to the needs of staff.
3.1.3 Design and facilitate group processes, workshops and learning sessions/activities.
3.1.4 Prepare annual Learning Development Plan (LDP) based on the Offices/Units submission of Individual Professional Development Plan.
3.1.5 Organize/coordinate/facilitate the technical and administrative requirements in the conduct of HRU-initiated learning sessions for staff and partners.
3.1.6 Document highlights of learning programs and prepare program reports.
3.1.7 Manage and monitor the learning development budget.
3.1.8 Conduct on-boarding orientations of newly hired personnel.
3.2. Performance Management
3.2.1. Ensure the timely submission of all PDMS contracts during performance contracting, midterm review and final evaluation cycles.
3.2.2. Conduct the review of individual PDMS contracts of Centre staff and provide feedback to raters.
3.2.3. Coordinate/facilitate and provide technical support in the conduct of regular review of performance management system.
3.3. Competency Management
3.3.1. Conduct review of the competency dictionary and other reviews related to the Competency framework of the Centre.
3.3.2. Conduct regular competency assessment as basis for developmental intervention, closing the gaps and identification of staff potentials.
3.4. Policy and Guidelines Formulation
3.4.1. Provide technical assistance in the review of HRU processes for process improvement.
3.4.2. Craft and develop policies and guidelines, as may be identified.
3.5. Organizational Development
3.5.1. Assess organizational effectiveness to ensure alignment with the Centre’s core values.
3.5.2. Conduct possible approaches that supports positive change in the Centre.
3.5.3. Review and assess staff behavior that is consistent with the Centre’s structures, processes, strategic goals, etc.
3.6. Perform other related tasks that may be assigned.
III. QUALIFICATIONS
4.1. Educational Attainment
4.1.1. Completion of an appropriate Baccalaureate Degree from a duly recognized/accredited institution of higher learning, preferably a BS Psychology or Behavioral Science graduate.
4.1.2. Preferably with Master’s Degree.
4.2. Work Experience
4.2.1. At least 5 years of relevant work experience or at least 7 years of relevant work experience if without Master’s Degree.
4.2.2. Has exposure on the following areas:
4.2.2.1. Training
4.2.2.2. Performance Management System
4.2.2.3. Organizational Development
4.2.2.4. Competency Management
4.2.2.5. Guidelines and Policy formulation
Interested applicants may submit their letter of intent and CV to: careers@seameo-innotech.org
