Professional Documents
Culture Documents
This tool focuses on the levels of proficiency of CMAT members on leadership competency for convergence and is focused on the individual member of the CMAT (not the team) with the assumption that all
members are leaders in their respective frontline work on poverty reduction hence; responses should be made from the point-of-view of the member of the team.
Directions for Completion: After the facilitator explained the descriptions of each level, choose the level that best represents your current individual status for each key competency under each core
qualifications. Provide your answer as truthful as possible since your answer will be the basis for peer-to-peer knowledge exchange between your team members and among other CMATs during technical
sharing sessions. Check the area representing the level of your choice that represent your current status and shade the number that best represent you desired status in the last column.
Desired
Status
C U R R E N T S TAT U S ( L e v e l s o f A p p l i c a t i o n )
KEY COMPETENCIES
Unaware
External Awareness
Understands and keeps up-to-date on local, national, and
international policies and trends that affect the team and
shape team members and stakeholders' views; is conscious
of the teams impact on the external environment.
Flexibility
Is open to change and new information; rapidly adapts to
new information, changing conditions, sudden policies due
to emergencies or unexpected obstacles.
Resilience
Deals effectively with pressure and deadlines; remains
optimistic and persistent, even under difficult situation or
circumstances. Recovers quickly from setbacks and failures.
Strategic Thinking
Formulates objectives and set priorities, and implements
plans consistent with the long-term interests of the team.
Does not dwell in weakness but capitalizes on strengths
while effectively identify and manages risks.
Aware
Basic Knowledge
Intermediate Knowledge
Advanced Knowledge
Expert Knowledge
Vision
Takes a long-term view and builds a shared vision with
others; acts as a catalyst for team change. Influences
others to translate shared vision into collective action.
Desired
Status
C U R R E N T S TAT U S ( L e v e l s o f A p p l i c a t i o n )
KEY COMPETENCIES
Unaware
Aware
Basic Knowledge
Intermediate Knowledge
Advanced Knowledge
Expert Knowledge
Conflict Management
Leveraging Diversity
Developing Others
Team Building
Desired
Status
C U R R E N T S TAT U S ( L e v e l s o f A p p l i c a t i o n )
KEY COMPETENCIES
Unaware
supervision
Building Partnerships
Develops networks and builds alliances; collaborates across
boundaries to build strategic relationships and achieve
common goals
Political Discernment
Identifies the internal and external politics that impact the
work of the team and the DSWD as a whole to the local
stakeholders particularly the LGU. Perceives organizational
and political reality and acts accordingly.
Influencing/Negotiating
Persuades others; builds consensus through give and
take; gains cooperation from others to obtain data,
information and generate knowledge and accomplish
goals.
Aware
Basic Knowledge
Intermediate Knowledge
Advanced Knowledge
Expert Knowledge
C U R R E N T S TAT U S
( L e v e l s o f P r o fi c i e n c y )
KEY COMPETENCIES
Unaware
Cannot apply the
competency in the simplest
situations. Requires
comprehensive training and
supervision
Aware
Applies the competency in
ordinary situations. Requires
back-up and extensive
guidance
Desired
Status
Basic Knowledge
Applies the competency in
somewhat difficult situations.
Requires frequent guidance
Intermediate Knowledge
Applies the competency in
difficult situations. Requires
occasional guidance
Advanced Knowledge
Applies the competency in
considerably difficult
situations. Generally requires
little or no guidance
Expert Knowledge
Applies the competency in
exceptionally difficult
situations. Serves as a key
resource and advises others
Accountability
Community Service
Decisiveness
Entrepreneurial Spirit
Problem Solving
Technical Credibility
Unaware
Cannot apply the
competency in the simplest
situations. Requires
comprehensive training and
supervision
Aware
Applies the competency in
ordinary situations. Requires
back-up and extensive
guidance
Desired
Status
Basic Knowledge
Applies the competency in
somewhat difficult situations.
Requires frequent guidance
Intermediate Knowledge
Applies the competency in
difficult situations. Requires
occasional guidance
Advanced Knowledge
Applies the competency in
considerably difficult
situations. Generally requires
little or no guidance
Expert Knowledge
Applies the competency in
exceptionally difficult
situations. Serves as a key
resource and advises others
Loyalty to Organization
Seek to avoid possible and actual conflict of interest by
always discussing difficult matters with supervisor. Never
speak against DSWD even in the midst of internal
problems it is experiencing
Interpersonal Skills
Treats others with courtesy, sensitivity, and respect.
Considers and responds appropriately to the needs
and feelings of different people in different situations.
Oral Communication
Makes clear and convincing oral presentations. Listens
effectively; clarifies information as needed.
Written Communication
Writes in a clear, concise, organized, and convincing
manner for the intended audience.