ANNEX 1b: Convergence Leadership Competency Rubric

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.

Core Qualification # 1: LEADING CHANGE

This core qualification involves the ability to bring about strategic change to collectively meet convergence objectives. Inherent to this qualification is the ability to influence the establishment of shared vision and
to implement it in a continuously changing and evolving team environment

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

Cannot apply the competency in

the simplest situations. Requires
comprehensive training and
supervision

Creativity and Innovation

Develops new insights into situations; questions
conventional approaches; encourages new ideas and
innovations; designs and implements new or cutting edge
programs/processes

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

Applies the competency in

ordinary situations. Requires backup and extensive guidance

Basic Knowledge

Intermediate Knowledge

Advanced Knowledge

Expert Knowledge

Applies the competency in

somewhat difficult situations.
Requires frequent guidance

Applies the competency in difficult

situations. Requires occasional
guidance

Applies the competency in

considerably difficult situations.
Generally requires little or no
guidance

Applies the competency in

exceptionally difficult situations.
Serves as a key resource and
advises others

Gender Equality Proficiency

High sense of sensitivity towards gender principles having
foresight in evaluating policies, strategies, procedures and
practices to ensure that gender equality mandate and the
empowerment of men and women are adequately
responded to and integrated in daily work.

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.

Core Qualification # 2: LEADING PEOPLE

This core qualification involves the ability to lead people toward meeting the teams vision, mission, and goals. Inherent to this qualification is the ability to provide an inclusive workplace that fosters the
development of others, facilitates the three Cs of convergence which are: collaboration, coordination and communication and teamwork, and supports constructive resolution for conflicts that arises.

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

Cannot apply the competency in

the simplest situations. Requires
comprehensive training and
supervision

Aware

Applies the competency in

ordinary situations. Requires backup and extensive guidance

Basic Knowledge

Intermediate Knowledge

Advanced Knowledge

Expert Knowledge

Applies the competency in

somewhat difficult situations.
Requires frequent guidance

Applies the competency in difficult

situations. Requires occasional
guidance

Applies the competency in

considerably difficult situations.
Generally requires little or no
guidance

Applies the competency in

exceptionally difficult situations.
Serves as a key resource and
advises others

Conflict Management

Encourages creative tension and differences of opinions among

co-CMAT members. Anticipates and takes steps to prevent
counter-productive confrontations. Manages and resolves
conflicts and disagreements constructively

Leveraging Diversity

Fosters an inclusive workplace where diversity and individual

differences are valued and leveraged to achieve the vision and
mission of the team.

Developing Others

Develops the ability of others to perform and contribute to the

team by providing ongoing positive feedback and by providing
opportunities to learn through formal and informal methods

Team Building

Inspires and fosters team commitment, spirit, pride, and trust.

Facilitates cooperation and motivates team members to
accomplish group goals

Core Qualification # 3: BUILDING COALITIONS

This core qualification involves the ability to build coalitions internally between DSWD core protective and promotive programs and externally from other stakeholders from LGU at the Barangay, City,
Municipality and Province levels as well as regional agencies and civil society organizations, nonprofit and private sector organizations, and peoples organizations to achieve common goals in addressing
poverty and other social protection issues.

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

Cannot apply the competency in

the simplest situations. Requires
comprehensive training and

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

Applies the competency in

ordinary situations. Requires backup and extensive guidance

Basic Knowledge

Intermediate Knowledge

Advanced Knowledge

Expert Knowledge

Applies the competency in

somewhat difficult situations.
Requires frequent guidance

Applies the competency in difficult

situations. Requires occasional
guidance

Applies the competency in

considerably difficult situations.
Generally requires little or no
guidance

Applies the competency in

exceptionally difficult situations.
Serves as a key resource and
advises others

Core Qualification # 4: RESULTS-DRIVEN / OUTCOMES-ORIENTATION

This core qualification involves the ability to meet team goals and constituent expectations. Inherent to this is the ability to make decisions that produce high-quality results by applying technical
knowledge, analyzing problems, and calculating risks

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

Holds self and others accountable for measurable

high-quality, timely, and cost-effective results.
Determines objectives, sets priorities, and delegates
work. Accepts responsibility for mistakes. Complies
with established control systems and rules.

Community Service

Anticipates and meets the needs of the target

constituencies of DSWD (poor, disadvantaged and
marginalized) as well as external stakeholders.
Delivers high-quality output and services; is committed
to continuous improvement

Decisiveness

Makes well-informed, effective, and timely decisions,

even when data are limited or solutions produce
unpleasant consequences; perceives the impact and
implications of decisions

Entrepreneurial Spirit

Positions the team for future success by identifying

new opportunities; builds the team by developing or
improving outputs or services for target audience.
Takes calculated risks to accomplish team objectives.

Problem Solving

Identifies and analyzes problems; weighs relevance

and accuracy of information; generates and evaluates
alternative solutions; makes recommendations both for
team action and for management action.

Technical Credibility

Understands and appropriately applies principles,

procedures, requirements, regulations, and policies
related to specialized program expertise (Pantawid,
SLP and KC NCDDP).

Core Qualification # 5: FUNDAMENTAL COMPETENCIES

These competencies are the foundation for success in each of the Core Qualifications reflective of the Core Values of the DSWD
C U R R E N T S TAT U S
(Levels of Application)
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

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

Public Service Motivation

Shows a commitment to serve the public. Ensures that
decisions and actions are relevant to the needs of the
constituencies of the DSWD the poor, vulnerable and
disadvantaged sectors. Aligns team objectives and
practices with the interest of local stakeholders.

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.

Integrity and Honesty

Behaves in an honest, fair, and ethical manner. Shows
consistency in words and actions. Models high
standards of ethics.

Written Communication
Writes in a clear, concise, organized, and convincing
manner for the intended audience.

Continuous and Adaptive Learning

Assesses and recognizes own strengths and
weaknesses; has the ability to make use of available
knowledge from self and others, addresses weakness;
pursues self-development.