Shared Resources

The Philippine Society for Talent Development, through our partnership with Australia Awards and Alumni Engagement-Philippines (AAAEE-P) curated more than 40 learning resources on learning and development planning and implementation, competency development, coaching, mentoring, and others. Members are welcome to download and use these resources in your talent development practice.

Change Management

Coaching

Communication Planning

Competency Development

L&D Learning Action Plan (Level 3 and 4 Evaluation)

Leadership Training Facilitator’s Guide

Learning and Development

Learning and Development Planning

Learning and Development Process

Mentoring

Monitoring and Evaluation

Organizational Assessment

Performance Management

Prime HRM

Project Development and Management

Strategic Planning

Tools, Templates, and Resources

Change Management

L&D Learning Action Plan (Level 3 and 4 Evaluation)

Mentoring

Project Development and Management

Coaching

Leadership Training Facilitators’ Guide

Monitoring and Evaluation

Strategic Planning

Communication Planning

Learning and Development

Organizational Assessment

Learning and Development Process

Prime HRM

Competency- based Recruitment

Learning and Development Planning

Performance Management

Competency Development

Tools, Templates, and Resources

Change Management

CSC – A Guidebook for Change (Transforming Organisations)

CSC proudly shares this framework and earnestly hopes that government agencies may draw insights on how to introduce and implement change for smoother organisational transitions. Agencies are encouraged to use the change framework in fulfilling their respective mandates, to better serve our people. After all, this is what public service is about.

Coaching

Coaching Guidebook

The guide book has been written by the CSC leader-coaches for the leaders and managers of the Philippine Civil Service Commission in support of its leadership and coaching brand “Coaching for Integrity and Excellence”. In addition, this guide book is part of the PAHRODF design to support the Commission achieve its vision of becoming the ‘Strategic Human Resource Center for the Philippine Bureaucracy by 2015 and Asia’s leading center of excellence for strategic human resource and organizational development by.

Communication Planning

DILG – Strategic Communication Toolkit

This toolkit is designed to provide a practical guide to designing and implementing communication programs for the Department of the Interior and Local Government (DILG). This is intended to guide all those who will be involved in designing, implementing and evaluating the DILG Strategic Communications like the DILG Public Affairs and Communications Service (PACS), DILG Program/ Project Teams, Communication Program Service Providers and Partners of DILG.

Competency Development

CSC – Competency Development Manual

This competency development mannual aims to document the journey of the Civil Service Commission (CSC), together with the Australian Government through PAHRODF, in the developement and institutionalisation of competency-based HR systems

HRODF – Competency Modelling Guidebook

The Guidebook on Competency Modelling and Profiling is again a reflection of learning innovations that PAHRODF has introduced. It is based on one of PAHRODF interventions instrumental in breaking new grounds in the way our partner agencies — the Civil Service Commission (CSC) and the Department of Social Welfare and Development (DSWD) — recruit and train employees. With better job-person match among the personnel, these organisations are now able to improve how they deliver their core programs.

HRODF – Generic Competency Dictionary (GCD) for the Public Sector

The Generic Competency Dictionary (GCD) supports the CSC’s PRIME-HRM in increasing the accessibility of competency modelling and profiling across the Philippine bureaucracy, and thus contributing to every organisation’s attainment of higher maturity levels in HRM systems, processes and practices.

DSWD – Competency Cards – Introduction to Competency Cards

The COMPETENCY DICTIONARY has been designed as a reference tool for DSWD employees. Its primary purpose is to bring more detailed definition to the behaviors that are important for DSWD to achieve its strategic goals, and to create a common, objective language for discussing behavioral skills. This can be used for human resource management functions including recruitment and staffing, learning, career development and performance management.

DSWD Competency Cards Leadership Competencies

Establishing and maintaining helpful working arrangements with internal and/or external individuals, groups and institutions which have an interest in, or have an impact on the completion of work assignments or success of DSWD programs. This may involve negotiating for resources, deliverables, and delivery times, and balancing one’s won needs and the needs of other parties.

DSWD Competency Cards Functional Competencies

Educates others on the program-related laws, policies and guidelines; Advances legal adoption and foster care for the disadvantage, abandoned and neglected children to provide them with their own family to nurture and care for them.

DSWD – Instructional Material Handbook

Competencies are the set of one’s knowledge, skills and attitudes (KSAs) that are overtly manifested and measured by way of concrete behaviors. These KSAs determine success in one’s role at work. It is assumed that as one goes through work, it is possible to increase one’s level of proficiency in any particular competency.

L&D Learning Action Plan (Level 3 and 4 Evaluation)

HRODF GUidebook on Monitoring Reentry Action Plan (PDF)

The Re-Entry Action Plan or REAP is a proven mechanism that creates opportunities for scholars and learners to apply their new insights and enhanced competencies gained from training and other learning interventions. But how do you ensure that REAP implementation stays on track and achieves results that contribute to organisational performance improvement? This guidebook provides useful processes, tools and examples for monitoring and evaluating REAPs.

Leadership Training Facilitators’ Guide

DILG – Leadership Training – Participant’s Manual

This manual is intended to serve as a guide to the participants attending the Leadership Training of DILG.

Leadership Training Facilitator’s Guide

This manual is intended to serve as a guide to trainers in facilitating the Leadership Training for DILG Municipal Local Government Operating Officers (MLGOOs). It is highly encouraged for the trainers to draw from their personal experiences to explain concepts, emphasize key points, and implement tools and procedures in this training.

Learning and Development

LGA – Powerful Alternative Learning Strategies

  • Module 1 – Sourcing the Innovative Trainer
  • Module 2 – Creating High Impact Training
  • Module 3 – Ensuring A Sustainable Learning Environment
  • Module 4 – Creativity In Training Delivery
  • Module 5 – Knowing Your 4 Levels Of Evaluation
  • Module 6 – The Transformed Trainer

This Facilitator’s Guide on Powerful Alternative Learning Strategies or PALS is designed for the use of local government training practitioners and individuals in delivering highly-effective and learner-centered training programs, including but not exclusive to the actual training for the newly elected officials (NEOs). These practitioners include local government operations officers (LGOOs) from the regional, provincial, city and municipal level.

PG Aklan Learning and Development Manual Volumes 1-5

The Learning and Development (L&D) Manual is a reference document that incorporates policies, processes and tools for the implementation of the L&D System of the Provincial Government of Aklan (PGA). It operationalises the System by defining standards in the implementation of the L&D stages of planning, pre-implementation, implementation and post-implementation – geared towards ensuring that L&D interventions result to improvement in employee performance and achievement of PGA’s strategic goals.

PG Davao Learning and Development Reference Manual

The Learning and Development Reference Manual captures the experiences and learning of the pool of learning facilitators that were trained during the HR/OD intervention on Strengthening Management of HR Learning and Development Services of the province of Davao del Norte. This manual will provide L&D facilitators and practitioners with comprehensive but concise guidelines in designing and developing the interventions identified in the HRD plan of the province.

PG Lanao HRD Planning – Facilitator’s Guidebook

This guidebook documents processes or How To’s which the human resource (HR) focal persons of PGLDN spearheaded by the Provincial Human Resource Management and Development (PHRMDO) went through to produce the HRD Plan for the first time in the life of the provincial government.

Training Resource Guidebook

PAHRDF provides a glimpse of its leading practices in WLP through the documentation of a few of its memorable learning interventions both inside and outside the classroom. The Guidebook is divided into three sections; Learning Methodologies, Workplace Coaching, and Document Templates.

Learning and Development Planning

  • PAHRDF – Capacity Development Model across Various Types Organisations

  • PAHRDF – Capacity Development Model for Large Institutions

Learning and Development (L&D) is an essential part of human resource management. It is providing employees with opportunities to upgrade their competencies so they will be capable to deliver high quality results that redound to optimum citizen’s satisfaction.

Learning and Development Process

Learning and Development Process Manual

This Learning and Development (L&D) Process Manual is intended to support the DENR’s Training on Learning & Development End-to-End Cycle by serving as a handy reference for the participants. It is meant to supplement the training intervention, enable participants to recall salient points discussed during the training, and subsequently apply the skills they learned in the workplace. The L&D Process Manual describes the L&D methodology and processes followed during the training. It also includes templates, handouts, job aids that support the use of the methodology.

Mentoring

Mentoring Guidebook 2016

This guidebook is intended as a learning aid for mentors who wish to be refreshed on the basics of mentoring and as an introduction or primer for would-be mentors. A successful mentoring program is one that is planned, supported and managed so that it meets the needs of the people involved and the organisation that runs it. Mentoring is a relationship for growth. Whether it is skills for living, business success, or career advancement, mentoring is a gift of shared wisdom that benefits both parties.

Monitoring and Evaluation

LGA – Measure to Manage – A Toolkit for Results-Based M&E for Capacity Development Program

This toolkit is an output of a series of training and coaching sessions with the Local Government Academy’s (LGA) Monitoring and Evaluation (M&E) Team, sponsored by the Philippines Australia Human Resource Development Facility (PAHRDF) in February to April 2010. The toolkit will serve as a guide for the LGA and the Department of the Interior and Local Government (DILG) and other stakeholders in the sustained implementation of a monitoring and evaluation system of their capacity development interventions. It provides some monitoring and evaluation tools and templates for documenting and analyzing results of capacity development interventions of the LGA and DILG.

Results-based Monitoring and Evaluation

This guidebook is specifically prepared for the Local Government sector, although the tools, concepts and processes contained here can also be used by other interested users as well. This guidebook aims to unify and simplify monitoring and evaluation (M&E) systems and processes at DILG; to focus M&E efforts on managing development interventions for results and to comply with the requirements of the oversight agencies; and to build the foundation for shared understanding and application of the Results-based Monitoring and evaluation (RbME) method, concepts, and tools.

HRODF – Guidebook to CapDev Impact Assessment

PAHRODF believes that Monitoring and Evaluation is important in harvesting and sustaining the gains of HR interventions. It is only when an institution is ‘committed and able to measure its achievements, reflect on its experiences, share its insights, and capitalize on its learning’ that it is able to ‘achieve greater impact on the people they serve.

Organizational Assessment

LGA – Measure to Manage – A Toolkit for Results-Based M&E for Capacity Development Program

This toolkit is an output of a series of training and coaching sessions with the Local Government Academy’s (LGA) Monitoring and Evaluation (M&E) Team, sponsored by the Philippines Australia Human Resource Development Facility (PAHRDF) in February to April 2010. The toolkit will serve as a guide for the LGA and the Department of the Interior and Local Government (DILG) and other stakeholders in the sustained implementation of a monitoring and evaluation system of their capacity development interventions. It provides some monitoring and evaluation tools and templates for documenting and analyzing results of capacity development interventions of the LGA and DILG.

Performance Management

HRODF – Guidebook on Performance Management System

This guidebook incorporates lessons learned from the Facility’s experience in providing assistance in this HR area as it presents key concepts in strategic performance management as applied in the public sector. It is intended to serve as a resource for other organisations that are ready to make the shift to a more results-based approach in managing performance.

  • CSC – Guidebook on the Strategic Performance Management System

  • Guidebook on the Strategic Performance Management System

The Commission has prioritized SPMS among its human resource initiatives. CSC hopes that government agencies nationwide would be able to appreciate how the system would help create a work environment where civil servants—from executives to the administrative aides—are able to link individual performance with organizational goals and perform to the best of their abilities. And through this Guidebook, the Commission hopes to stay on course in initiating definitive measures geared towards upgrading the standards of public sector governance.

Prime HRM

LGA – Measure to Manage – A Toolkit for Results-Based M&E for Capacity Development Program

This toolkit is an output of a series of training and coaching sessions with the Local Government Academy’s (LGA) Monitoring and Evaluation (M&E) Team, sponsored by the Philippines Australia Human Resource Development Facility (PAHRDF) in February to April 2010. The toolkit will serve as a guide for the LGA and the Department of the Interior and Local Government (DILG) and other stakeholders in the sustained implementation of a monitoring and evaluation system of their capacity development interventions. It provides some monitoring and evaluation tools and templates for documenting and analyzing results of capacity development interventions of the LGA and DILG.

Project Development and Management

BDA Project Development and Management Guidebook

This Project Development and Management Guidebook aims to improve and standardize the project development and management practices and processes of the Bangsamoro Development Agency (BDA). The Guidebook may also serve as a common reference among project teams in implementing project related services. Ultimately, the purpose of this guidebook is to ensure that BDA develops and delivers highly effective projects to the communities that it serves. In particular, this guidebook complements with the Bangsamoro Development Plan in ‘promoting just, honorable and lasting peace and sustainable development in the Bangsamoro’ through project development and management practices that uphold equity, inclusivity, sustainability, and accountability.

Strategic Planning

DEPED – Strategic Planning Guide

A guidebook on Strategic Planning for the Department of Education. The Department of Education is adopting a simple and practical approach to strategic planning – the Right to Left Planning Framework. This framework alludes to the practice of reading that starts on the left side of the page and moves toward the right. However, the Right to Left Planning Framework begins on the opposite side on the right, and ends on the left side to emphasize its adherence to the dictum, “Begin with the end in mind.”

  • Guidebook on Facilitating Strategic Planning

  • HRODF – Guidebook on Facilitating Strategic Planning

Facilitating Strategic Planning is a systematic process of envisioning a desired future, translating this desired future or Vision into broadly defined but measurable Goals or Objectives and setting Strategies or broad courses of actions to achieve these Objectives.

Tools, Templates, and Resources

Tools, Templates, and Resources

View talent development related tools and templates shared by fellow PSTD members in the spirit of truly having a community of learning. You are also encouraged to download the tools shared here, make changes, use them, and recommend changes.

Shared Resources

The Philippine Society for Talent Development, through our partnership with Australia Awards and Alumni Engagement-Philippines (AAAEE-P) curated more than 40 learning resources on learning and development planning and implementation, competency development, coaching, mentoring, and others. Members are welcome to download and use these resources in your talent development practice.

Change Management

CSC – A Guidebook for Change (Transforming Organisations)

CSC proudly shares this framework and earnestly hopes that government agencies may draw insights on how to introduce and implement change for smoother organisational transitions. Agencies are encouraged to use the change framework in fulfilling their respective mandates, to better serve our people. After all, this is what public service is about.

Coaching

Coaching Guidebook

The guide book has been written by the CSC leader-coaches for the leaders and managers of the Philippine Civil Service Commission in support of its leadership and coaching brand “Coaching for Integrity and Excellence”. In addition, this guide book is part of the PAHRODF design to support the Commission achieve its vision of becoming the ‘Strategic Human Resource Center for the Philippine Bureaucracy by 2015 and Asia’s leading center of excellence for strategic human resource and organizational development by.

Communication Planning

DILG – Strategic Communication Toolkit

This toolkit is designed to provide a practical guide to designing and implementing communication programs for the Department of the Interior and Local Government (DILG). This is intended to guide all those who will be involved in designing, implementing and evaluating the DILG Strategic Communications like the DILG Public Affairs and Communications Service (PACS), DILG Program/ Project Teams, Communication Program Service Providers and Partners of DILG.

Competency- based Recruitment

CSC – Competency Based Recruitment Guidebook

Guided by the 2030 vision of becoming Asia’s leading center of excellence for Strategic HR and OD and driven by the mission, “Gawing Lingkod Bayani ang Bawat Kawani” (Make every government employee a servant-hero), the Civil Service Commission (CSC), through its partnership with the Philippines-Australia Human Resources and Organisational Development Facility, embarked on a project dubbed as the Development and Institutionalization of Competency-Based Human Resource Systems (CBHRS) in the Public Sector of the P/1ilippines in September 2011. The project aimed to integrate competencies in the Human Resource Systems in the CSC first, starting with recruitment. The Commission recognizes the fact that hiring and retaining the best employees will lay the foundation for developing high performing, competent and credible civil servants.

Competency Development

CSC – Competency Development Manual

This competency development mannual aims to document the journey of the Civil Service Commission (CSC), together with the Australian Government through PAHRODF, in the developement and institutionalisation of competency-based HR systems

HRODF – Competency Modelling Guidebook

The Guidebook on Competency Modelling and Profiling is again a reflection of learning innovations that PAHRODF has introduced. It is based on one of PAHRODF interventions instrumental in breaking new grounds in the way our partner agencies — the Civil Service Commission (CSC) and the Department of Social Welfare and Development (DSWD) — recruit and train employees. With better job-person match among the personnel, these organisations are now able to improve how they deliver their core programs.

HRODF – Generic Competency Dictionary (GCD) for the Public Sector

The Generic Competency Dictionary (GCD) supports the CSC’s PRIME-HRM in increasing the accessibility of competency modelling and profiling across the Philippine bureaucracy, and thus contributing to every organisation’s attainment of higher maturity levels in HRM systems, processes and practices.

DSWD – Competency Cards – Introduction to Competency Cards

The COMPETENCY DICTIONARY has been designed as a reference tool for DSWD employees. Its primary purpose is to bring more detailed definition to the behaviors that are important for DSWD to achieve its strategic goals, and to create a common, objective language for discussing behavioral skills. This can be used for human resource management functions including recruitment and staffing, learning, career development and performance management.

DSWD Competency Cards Leadership Competencies

Establishing and maintaining helpful working arrangements with internal and/or external individuals, groups and institutions which have an interest in, or have an impact on the completion of work assignments or success of DSWD programs. This may involve negotiating for resources, deliverables, and delivery times, and balancing one’s won needs and the needs of other parties.

DSWD Competency Cards Functional Competencies

Educates others on the program-related laws, policies and guidelines; Advances legal adoption and foster care for the disadvantage, abandoned and neglected children to provide them with their own family to nurture and care for them.

DSWD – Instructional Material Handbook

Competencies are the set of one’s knowledge, skills and attitudes (KSAs) that are overtly manifested and measured by way of concrete behaviors. These KSAs determine success in one’s role at work. It is assumed that as one goes through work, it is possible to increase one’s level of proficiency in any particular competency.

L&D Learning Action Plan (Level 3 and 4 Evaluation)

HRODF Guidebook on Monitoring Reentry Action Plan (PDF)

The Re-Entry Action Plan or REAP is a proven mechanism that creates opportunities for scholars and learners to apply their new insights and enhanced competencies gained from training and other learning interventions. But how do you ensure that REAP implementation stays on track and achieves results that contribute to organisational performance improvement? This guidebook provides useful processes, tools and examples for monitoring and evaluating REAPs.

Leadership Training Facilitators’ Guide

DILG – Leadership Training – Participant’s Manual

This manual is intended to serve as a guide to the participants attending the Leadership Training of DILG.

Leadership Training Facilitator’s Guide

This manual is intended to serve as a guide to trainers in facilitating the Leadership Training for DILG Municipal Local Government Operating Officers (MLGOOs). It is highly encouraged for the trainers to draw from their personal experiences to explain concepts, emphasize key points, and implement tools and procedures in this training.

Learning and Development

LGA – Powerful Alternative Learning Strategies

  • Module 1 – Sourcing the Innovative Trainer
  • Module 2 – Creating High Impact Training
  • Module 3 – Ensuring A Sustainable Learning Environment
  • Module 4 – Creativity In Training Delivery
  • Module 5 – Knowing Your 4 Levels Of Evaluation
  • Module 6 – The Transformed Trainer

This Facilitator’s Guide on Powerful Alternative Learning Strategies or PALS is designed for the use of local government training practitioners and individuals in delivering highly-effective and learner-centered training programs, including but not exclusive to the actual training for the newly elected officials (NEOs). These practitioners include local government operations officers (LGOOs) from the regional, provincial, city and municipal level.

PG Aklan Learning and Development Manual Volumes 1-5

The Learning and Development (L&D) Manual is a reference document that incorporates policies, processes and tools for the implementation of the L&D System of the Provincial Government of Aklan (PGA). It operationalises the System by defining standards in the implementation of the L&D stages of planning, pre-implementation, implementation and post-implementation – geared towards ensuring that L&D interventions result to improvement in employee performance and achievement of PGA’s strategic goals.

PG Davao Learning and Development Reference Manual

The Learning and Development Reference Manual captures the experiences and learning of the pool of learning facilitators that were trained during the HR/OD intervention on Strengthening Management of HR Learning and Development Services of the province of Davao del Norte. This manual will provide L&D facilitators and practitioners with comprehensive but concise guidelines in designing and developing the interventions identified in the HRD plan of the province.

PG Lanao HRD Planning – Facilitator’s Guidebook

This guidebook documents processes or How To’s which the human resource (HR) focal persons of PGLDN spearheaded by the Provincial Human Resource Management and Development (PHRMDO) went through to produce the HRD Plan for the first time in the life of the provincial government.

Training Resource Guidebook

PAHRDF provides a glimpse of its leading practices in WLP through the documentation of a few of its memorable learning interventions both inside and outside the classroom. The Guidebook is divided into three sections; Learning Methodologies, Workplace Coaching, and Document Templates.

Learning and Development Planning

  • PAHRDF – Capacity Development Model across Various Types Organisations

  • PAHRDF – Capacity Development Model for Large Institutions

Learning and Development (L&D) is an essential part of human resource management. It is providing employees with opportunities to upgrade their competencies so they will be capable to deliver high quality results that redound to optimum citizen’s satisfaction.

Learning and Development Process

Learning and Development Process Manual

This Learning and Development (L&D) Process Manual is intended to support the DENR’s Training on Learning & Development End-to-End Cycle by serving as a handy reference for the participants. It is meant to supplement the training intervention, enable participants to recall salient points discussed during the training, and subsequently apply the skills they learned in the workplace. The L&D Process Manual describes the L&D methodology and processes followed during the training. It also includes templates, handouts, job aids that support the use of the methodology.

Mentoring

Mentoring Guidebook 2016

This guidebook is intended as a learning aid for mentors who wish to be refreshed on the basics of mentoring and as an introduction or primer for would-be mentors. A successful mentoring program is one that is planned, supported and managed so that it meets the needs of the people involved and the organisation that runs it. Mentoring is a relationship for growth. Whether it is skills for living, business success, or career advancement, mentoring is a gift of shared wisdom that benefits both parties.

Monitoring and Evaluation

LGA – Measure to Manage – A Toolkit for Results-Based M&E for Capacity Development Program

This toolkit is an output of a series of training and coaching sessions with the Local Government Academy’s (LGA) Monitoring and Evaluation (M&E) Team, sponsored by the Philippines Australia Human Resource Development Facility (PAHRDF) in February to April 2010. The toolkit will serve as a guide for the LGA and the Department of the Interior and Local Government (DILG) and other stakeholders in the sustained implementation of a monitoring and evaluation system of their capacity development interventions. It provides some monitoring and evaluation tools and templates for documenting and analyzing results of capacity development interventions of the LGA and DILG.

Results-based Monitoring and Evaluation

This guidebook is specifically prepared for the Local Government sector, although the tools, concepts and processes contained here can also be used by other interested users as well. This guidebook aims to unify and simplify monitoring and evaluation (M&E) systems and processes at DILG; to focus M&E efforts on managing development interventions for results and to comply with the requirements of the oversight agencies; and to build the foundation for shared understanding and application of the Results-based Monitoring and evaluation (RbME) method, concepts, and tools.

HRODF – Guidebook to CapDev Impact Assessment

PAHRODF believes that Monitoring and Evaluation is important in harvesting and sustaining the gains of HR interventions. It is only when an institution is ‘committed and able to measure its achievements, reflect on its experiences, share its insights, and capitalize on its learning’ that it is able to ‘achieve greater impact on the people they serve.

Organizational Assessment

LGA – Measure to Manage – A Toolkit for Results-Based M&E for Capacity Development Program

This toolkit is an output of a series of training and coaching sessions with the Local Government Academy’s (LGA) Monitoring and Evaluation (M&E) Team, sponsored by the Philippines Australia Human Resource Development Facility (PAHRDF) in February to April 2010. The toolkit will serve as a guide for the LGA and the Department of the Interior and Local Government (DILG) and other stakeholders in the sustained implementation of a monitoring and evaluation system of their capacity development interventions. It provides some monitoring and evaluation tools and templates for documenting and analyzing results of capacity development interventions of the LGA and DILG.

Performance Management

HRODF – Guidebook on Performance Management System

This guidebook incorporates lessons learned from the Facility’s experience in providing assistance in this HR area as it presents key concepts in strategic performance management as applied in the public sector. It is intended to serve as a resource for other organisations that are ready to make the shift to a more results-based approach in managing performance.

  • CSC – Guidebook on the Strategic Performance Management System

  • Guidebook on the Strategic Performance Management SystemCSC – Human Resource Development Planning Guidebook

The Commission has prioritized SPMS among its human resource initiatives. CSC hopes that government agencies nationwide would be able to appreciate how the system would help create a work environment where civil servants—from executives to the administrative aides—are able to link individual performance with organizational goals and perform to the best of their abilities. And through this Guidebook, the Commission hopes to stay on course in initiating definitive measures geared towards upgrading the standards of public sector governance.

Prime HRM

LGA – Measure to Manage – A Toolkit for Results-Based M&E for Capacity Development Program

This toolkit is an output of a series of training and coaching sessions with the Local Government Academy’s (LGA) Monitoring and Evaluation (M&E) Team, sponsored by the Philippines Australia Human Resource Development Facility (PAHRDF) in February to April 2010. The toolkit will serve as a guide for the LGA and the Department of the Interior and Local Government (DILG) and other stakeholders in the sustained implementation of a monitoring and evaluation system of their capacity development interventions. It provides some monitoring and evaluation tools and templates for documenting and analyzing results of capacity development interventions of the LGA and DILG.

Project Development and Management

BDA Project Development and Management Guidebook

This Project Development and Management Guidebook aims to improve and standardize the project development and management practices and processes of the Bangsamoro Development Agency (BDA). The Guidebook may also serve as a common reference among project teams in implementing project related services. Ultimately, the purpose of this guidebook is to ensure that BDA develops and delivers highly effective projects to the communities that it serves. In particular, this guidebook complements with the Bangsamoro Development Plan in ‘promoting just, honorable and lasting peace and sustainable development in the Bangsamoro’ through project development and management practices that uphold equity, inclusivity, sustainability, and accountability.

Strategic Planning

DEPED – Strategic Planning Guide

A guidebook on Strategic Planning for the Department of Education. The Department of Education is adopting a simple and practical approach to strategic planning – the Right to Left Planning Framework. This framework alludes to the practice of reading that starts on the left side of the page and moves toward the right. However, the Right to Left Planning Framework begins on the opposite side on the right, and ends on the left side to emphasize its adherence to the dictum, “Begin with the end in mind.”

  • Guidebook on Facilitating Strategic Planning

  • HRODF – Guidebook on Facilitating Strategic Planning

Facilitating Strategic Planning is a systematic process of envisioning a desired future, translating this desired future or Vision into broadly defined but measurable Goals or Objectives and setting Strategies or broad courses of actions to achieve these Objectives.

Tools, Templates, and Resources

Tools, Templates, and Resources

View talent development related tools and templates shared by fellow PSTD members in the spirit of truly having a community of learning. You are also encouraged to download the tools shared here, make changes, use them, and recommend changes.v

Contact Details

Address: Unit 3A35 Grand Central Residences, Tower 1, EDSA cor. Sultan Street, Mandaluyong City
Phone: 8721-6096
Telefax: 8721-7464
Wireless: 8703-8789 or 90
Email: programs@pstd.org, inquiries@pstd.org

Social Media Links

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    Youtube
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Contact Details

Address: Unit 3A35 Grand Central Residences, Tower 1, EDSA cor. Sultan Street, Mandaluyong City
Phone: 8721-6096
Telefax: 8721-7464
Wireless: 8703-8789 or 90
Email: programs@pstd.org, inquiries@pstd.org

Social Media Links

    Facebook
    Twitter
    Youtube
   LinkedIn

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