jabatan ketua menteri. scs competency profiling & career progression framework jabatan ketua...

Jabatan Ketua MenteriJabatan Ketua Menteri

SCS Competency Profiling&

Career Progression Framework

JABATAN KETUA MENTERI SARAWAK

Razali Abon, PhD.Director

Human Resource Management Unit

23 Mei 2014 (Jumaat)Jabatan Agama Islam Sarawak

SCS Competency Profiling



• Identify core, generic functional & behavioural competenciesrequired for all job grades in the Management and

Professional Group in Sarawak Civil Service

ObjectivesObjectives

OutcomesOutcomes

Recruitment &Selection

Career ProgressionCompetency-based Development Program


• Contribute to the successful implementation of the SCS 10-20 Action Plan


The Competency FrameworkThe Competency Framework


• Focus on organization

• Focus on

the job

• Focus on individual

Competencies are knowledge, skills and behaviour that people need to do a job successfully

FunctionalCore

Behavioural



COMPETENCY LEVELSCOMPETENCY LEVELS



Sample of a Competency Dictionary PageSample of a Competency Dictionary Page



EducationEducation

DevelopmentDevelopment

TrainingTraining

Refer to Competency Dictionary

Fieldwork for Grade 41Fieldwork for Grade 41

Identify Competencies for Job

Determine Levels of Competencies

Refer to JCP & Competency Dictionary

Assess Officer’s Competency Level

JOB COMPETENCY PROFILE (JCP) PERSONAL COMPETENCY PROFILE (PCP)

Match JCP with PCP

Identify Competency Gap

Prioritize Development Needs

DETERMINE INTERVENTION



Competency Profiled for Grade 41 (2013)Competency Profiled for Grade 41 (2013)

Organization No. of Grade 41 Competency Profiled

JKM 90 78 (86.66%)

Ministries 84 76 (90.47%)

R&DOs 91 63 (69.23%)

Departments 467 388 (83.08%)

Total 732 605 (82.65%)

Borang Analisa



Grade 41 – Core CompetenciesGrade 41 – Core Competencies

No. Competency Level Description

1 Leadership 3 - Skill Ensures that own staff achieve professional reputation and positive image by projecting their capabilities and strengths

2 Customer Focus 3 - Skill Addresses Underlying needs and serves long term needs

3 Intercultural Competence

3 - Skill Draws and accumulates lessons from different cultures, experiences and challenges to develop self-knowledge and insight; and responds productively to achieve objectives



Grade 41 – Generic Functional Competencies Grade 41 – Generic Functional Competencies


1 Statutory & Legal Compliance

3 - Skill Skilled, able to do job to standard and requires supervision

2 Financial Acumen 3 - Skill Skilled, able to do job to standard and requires supervision

3 Project Management 3 - Skill Skilled, able to do job to standard and requires supervision



Grade 41 – Behavioural CompetenciesGrade 41 – Behavioural Competencies


1 Problem Solving & Decision Making

3 - Skill Sees multiple relationships

2 Communication 3 - Skill Adapts communication style

3 Planning And Execution

3 - Skill Aligns own work with others

4 Analytical Thinking 3 - Skill Able to do job to standard and requires supervision

5 Team Building 3 - Skill Empowers others

6 Result Orientation 3 - Skill Drives for improvement despite frequent obstacles

7 Attention to Details 3 - Skill Demonstrates concern for thoroughness& accuracy

8 Creativity & Innovation

3 - Skill Introduces new initiatives to organization

Adapted From The Mitre (Management Inter-functional Training Review) Matrix

CA

PA

BIL

ITIE

S

MANAGERIAL LEVELS

The Management & Professional Group Development Matrix

Desktop Research for Grade 44 & AboveDesktop Research for Grade 44 & Above





1 Leadership 3 - Skill Ensures that own staff achieve professional reputation and positive image by projecting their capabilities and strengths

2 Customer Focus 3 - Skill Addresses Underlying needs and Serves long term needs


3 - Skill Draws and accumulates lessons from different cultures, experiences and challenges to develop self-knowledge and insight; and responds productively to achieve objectives



Grade 44 – Generic Functional CompetenciesGrade 44 – Generic Functional Competencies


1 Statutory And Legal Compliance

3 - Skill Skilled, able to do job to standard and requires supervision

2 Financial Acumen 3 - Skill Skilled, able to do job to standard and requires supervision

3 Project Management 3 - Skill Skilled, able to do job to standard and requires supervision



Grade 44 – Behavioural Competencies Grade 44 – Behavioural Competencies


1 Analytical Thinking 3 - Skill Skilled, able to do job to standard and requires supervision


3 - Skill Aligns own work with others

3 Communication 3 - Skill Adapts communication styles


3 - Skill Sees multiple relationships

5 Team Building 3 - Skill Empowers others

6 Result Orientation 3 - Skill Drives for improvement despite frequent obstacles

7 Attention to Details 3 - Skill Demonstrates concern for thoroughness & accuracy

8 Creativity & Innovation

3 - Skill Introduces new initiatives to organization





1 Leadership 4 - Mastery Sets a good example, models desired behaviors, ensures that group tasks are completed; is a credible leader

2 Customer Focus 4 - Mastery Develops partnerships

3 Driving Change & Performance

4 - Mastery Manages and sets challenges that continuously encourages other to exceed expectations


4 - Mastery Willing to explore critical differences in perspectives to ensure mutually beneficial results. Integrates people of different backgrounds to achieve organizational objectives





1 Stakeholder Management

4 - Mastery Able to do job to standard independently



3 Financial Acumen 4 - Mastery Able to do job to standard independently

4 Project Management 4 - Mastery Able to do job to standard independently





1 Strategic Thinking 4 - Mastery Creates opportunities & acts for the long term


4 - Mastery Develops & Coordinates Plans with Others

3 Creativity And Innovation

4 - Mastery Introduces and champions innovative ideas

4 Manage Change 4 - Mastery Directs and guides unit/department change processes

5 Communication 4 - Mastery Communicates with empathy and build coalition

6 Coaching And Developing Others

4 - Mastery Gains commitment for change


4 - Mastery Makes complex plans and analyses





1 Leadership 4 - Mastery Sets a good example, models desired behaviors, ensures that group tasks are completed; is a credible leader

2 Customer Focus 4 - Mastery Develops partnerships


4 - Mastery Manages and sets challenges that continuously encourages other to exceed expectations


4 - Mastery Willing to explore critical differences in perspectives to ensure mutually beneficial results. Integrates people of different backgrounds to achieve organizational objectives









3 Financial Acumen 4 - Mastery Able to do job to standard independently

4 Project Management 4 - Mastery Able to do job to standard independently



Grade 52 – Behavioural Competencies Grade 52 – Behavioural Competencies No. Competency Level Description

1 Strategic Thinking 4 - Mastery Creates opportunities & acts for the long term


4 - Mastery Develops & Coordinates Plans with Others

3 Creativity And Innovation

4 - Mastery Introduces and champions innovative ideas

4 Manage Change 4 - Mastery Directs and guides unit/department change processes

5 Communication 4 - Mastery Communicates with empathy and build coalition

6 Coaching And Developing Others

4 - Mastery Gains commitment for change


4 - Mastery Makes complex plans and analyses






5 - Expert Able to make strategic decision based on broad understanding of cultural issues and perspectives; recognizes and diffuses potential negative impact arising from cultural conflict/misunderstandings

2 Leading Through Vision

5 - Expert Shapes and visualises the current and future strategies to create opportunities. Cultivates and nurtures a culture that supports creativity and innovation

3 Leveraging Talent 5 - Expert Inspires and recognises talent in people within and external to the organisation. Collaboratively works with direct reports to set meaningful performance objectives


5 - Expert Proactively steers and champions change in the organisation. Inspires others to exceed expectations and continuously strive for performance excellence

5 Customer Focus 5 - Expert Assesses and takes risk to make significant gains





1 Project Management 5 - Expert Able to do job to standard independently as well as coach, lead and implements long term improvements


5 - Expert Able to do job to standard independently as well as coach, lead, and implements long term improvements

3 Financial Acumen 5 – Expert Able to do job to standard independently as well as coach, lead, and implements long term improvements



5 Policy Development, Enforcement & Compliance Assessment






1 Strategic Thinking 5-Expert Demonstrates a broader understanding of long term objectives, strategies and goals. Considers the “ big picture” and takes account of national and global trends

2 Communication 5-Expert Role model

3 Relationship Building 5-Expert Uses network for broader perspective

4 Developing and Empowering People

5-Expert Develops and Builds talent and capabilities by creating new development opportunities.

5 Impact And Influence 5 -Expert Builds coalitions



JUSA – Core CompetenciesJUSA – Core Competencies



5 - Expert Able to make strategic decision based on broad understanding of cultural issues and perspectives; recognizes and diffuses potential negative impact arising from cultural conflict/misunderstandings

2 Leading Through Vision

5 - Expert Shapes and visualises the current and future strategies to create opportunities. Cultivates and nurtures a culture that supports creativity and innovation

3 Leveraging Talent 5 - Expert Inspires and recognises talent in people within and external to the organisation. Collaboratively works with direct reports to set meaningful performance objectives


5 - Expert Proactively steers and champions change in the organisation. Inspires others to exceed expectations and continuously strive for performance excellence

5 Customer Focus 5 - Expert Assesses and takes risk to make significant gains



JUSA – Generic Functional CompetenciesJUSA – Generic Functional Competencies


1 Project Management 5 - Expert Able to do job to standard independently as well as coach, lead and implements long term improvements



3 Financial Acumen 5 – Expert Able to do job to standard independently as well as coach, lead, and implements long term improvements



5 Policy Development, Enforcement & Compliance Assessment




JUSA – Behavioural Competencies JUSA – Behavioural Competencies


1 Strategic Thinking 5-Expert Demonstrates a broader understanding of long term objectives, strategies and goals. Considers the “ big picture” and takes account of national and global trends

2 Communication 5-Expert Role model

3 Relationship Building 5-Expert Uses network for broader perspective

4 Developing and Empowering People

5-Expert Develops and Builds talent and capabilities by creating new development opportunities.

5 Impact And Influence 5 -Expert Builds coalitions



SUMMARY OF CORE COMPETENCIESSUMMARY OF CORE COMPETENCIES

41 (L3) 44 (L3) 48 (L4) 52 (L4) 54 (L5) JUSA (L5)

•Leadership•Customer Focus•Intercultural Competence

• Leadership• Customer

Focus• Intercultural

Competence

• Leadership• Driving Change

& Performance• Customer


Competence

• Leadership• Driving Change

& Performance• Customer


Competence

• Leading Through Vision

• Leveraging Talent

• Driving Change & Performance• Intercultural

Competence• Customer Focus

• Leading Through Vision

• Leveraging Talent

• Driving Change & Performance

• Intercultural Competence

• Customer Focus

1 - Awareness 2 - Knowledge 3 - Skill 4 - Mastery 5 - Expert



SUMMARY OF GENERIC FUNCTIONAL COMPETENCIESSUMMARY OF GENERIC FUNCTIONAL COMPETENCIES

41 (L3) 44 (L3) 48 (L4) 52 (L4) 54 (L5) JUSA (L5)

• Statutory And Legal Compliance

• Financial Acumen

• Project Management




• Stakeholder Management












• Policy Development, Enforcement & Compliance Assessment





• Policy Development, Enforcement & Compliance Assessment




SUMMARY OF BEHAVIOURAL COMPETENCIESSUMMARY OF BEHAVIOURAL COMPETENCIES

41 (L3) 44 (L3) 48 (L4) 52 (L4) 54 (L5) JUSA (L5)

• Analytical Thinking

• Planning & Execution

• Communication • Problem Solving

& Decision Making

• Team Building• Result

Orientation• Attention to

Details• Creativity &

Innovation

• Analytical Thinking


• Communication • Problem Solving

& Decision Making

• Team Building• Result

Orientation• Attention to

Details• Creativity &

Innovation

• Strategic Thinking


• Creativity & Innovation

• Communication • Manage change• Problem Solving

& Decision Making

• Coaching & Developing Others



• Creativity & Innovation

• Communication • Manage change• Problem Solving

& Decision Making

• Coaching & Developing Others


• Relationship Building

• Communication• Developing &

Empowering People

• Impact & Influence


• Relationship Building

• Communication• Developing &

Empowering People

• Impact & Influence


Jabatan Ketua MenteriJabatan Ketua Menteri

SCS Career Progression Framework


Razali Abon, PhD.Director

Human Resource Management Unit


• Develop systematically career progression of officers in the State Civil Service

ObjectivesObjectives

• Contribute to the successful implementation of the SCS 10-20 Action Plan

OutcomesOutcomes

Promotion PlacementDevelopment Program



CANDIDATE SEARCH VERIFICATION ASSESSMENT & CAREER

PROGRESSIONDEVELOPMENT

RECOMMENDATION FOR PROMOTION

The FrameworkThe Framework



CANDIDATE SEARCH

1. Identify Candidates by using:

General Criteria• Holding permanent post & confirmed in service• Clear disciplinary & SPRM screening• Asset declaration• Performance rating in LNPT (3 consecutive years; 70% & above)• Surat Akuan Pinjaman Tegar• Recommended by HOD

Specific Criteria• Working Experiences• Competencies• Academic Qualification/Educational Background• Personal Quality• Contributions and Achievements (Wow Factor)

Tool: SCS Career Progression Portfolio


Framework for SCS Career Progression Portfolio


Framework for SCS Career Progression Portfolio

• Generic courses attended• Specific courses attended• Knowledge and skills components (Based on LNPT) - Knowledge and skills within job scope - Implementation of policies, regulations and administration directive - Communication effectiveness• Leadership - Job related / workplace - Community / NGO

Competencies

Personal QualityPersonal Characteristics / Traits and Attitude (based on LNPT)

• Academic credentials• Professional credentials• Professional membership

Academic Qualification / Educational Background

Tool: SCS Career Progression Portfolio

• Current position• Prior positions• Specific tasks, duties and responsibilities of higher grade• Specific tasks, duties and responsibilities of higher grade beyond job scope

Working Experiences


• Leadership Traits• Organizing skill• Discipline• Proactive and innovative• Networking and cooperation


VERIFICATION



ASSESSMENT & CAREERPROGRESSION DEVELOPMENT

3.1 Identify Competencies Core, Generic Functional and Behavioural Competencies For Job Grade 41 & Above in Sarawak Civil Service

3.2 Pre-Promotion Program (Assessment Centre)

• Case Study• Simulation• Project & Presentation• In-tray Exercises• Presentation Of Reaction Paper• Personality Profile• Psychometric Test

3.3 Career Progression Development Program

• Training Program• Mentoring• WOW Project


3.4 Produce a list of qualified officers ready for promotion



4.1 Submit a list of officers ready for promotion to State Secretary

4.2 Recommendation to PSC by State Secretary



CANDIDATE SEARCH VERIFICATIONASSESSMENT & CAREER

PROGRESSIONDEVELOPMENT


2. Verify and Establish List Of Qualified Officers by using:

•Search Portfolio (SCS Career Progression Portfolio)•Search Portfolio Marking Scheme •Search Portfolio Guidelines

4.1 Submit a list of officers ready for promotion to State Secretary

4.2 Recommendation to PSC by State Secretary

1. Identify Candidates by using:

General Criteria

•Holding permanent post & confirmed in service•Clear disciplinary & SPRM screening•Asset declaration•Performance rating in LNPT (3 consecutive years; 70% & above)•Surat Akuan Pinjaman Tegar•Recommended by HOD

Specific Criteria

•Working Experiences•Competencies•Academic Qualification/ Educational Background•Personal Quality•Contributions and Achievements (Wow Factor)

•Framework for SCS Career Progression Portfolio•Tool: SCS Career Progression Portfolio

3.1 Identify Competencies• Core, Functional and Behavioural

Competencies For Job Grade 41 & Above in Sarawak Civil Service

3.2 Pre-Promotion Program(Assessment Centre)• Case Study• Simulation• Project & Presentation• In-tray Exercises• Presentation Of Reaction Paper• Personality Profile• Psychometric Test

3.3 Career Progression Development Program• Competency-based Development

Program• Mentoring• WOW Project

3.4 Produce a list of qualified officers ready for promotion

Summary - SCS Career Progression Framework

jabatan ketua menteri. scs competency profiling & career progression framework jabatan ketua...

Documents

competency dictionaryfieldwork

competency profiledjkm9078

job grades

job focus

core competenciesno

behavioural competenciesno

professional group

professional reputation