CORE COMPETENCIES

INTEGRITY
The ability to speak, act, and perform all tasks and responsibilities with fairness and accountability, devoid
of any personal interest and undue influence and to remain steadfast in honesty even amidst challenging
situations. Adheres strictly to the AFP core values and Norms of Conduct for Public Officials and
Employees as embodied in R.A. 6713 also known as the “Code of Conduct and Ethical Standards for
Public Officials and Employees”
BASIC INTERMEDIATE ADVANCED SUPERIOR/EXPERT
Knows the established Complies with the Internalizes CSC rules & Promotes and sustains
CSC rules & regulations, established CSC rules & regulations, AFP and application of
AFP & DND policies regulations, AFP & DND DND policies in all established CSC rules &
policies transactions always regulations, AFP and
DND policies in all
transactions always
Performs tasks Exhibits behaviors that Proactively and Shows highest sense of
objectively and foster priority for consistently prioritizes fairness and
according to priority as organizational interest organizational values accountability not just
instructed by the above self interest over self gain or self within AFP but also with
superior interest external stakeholders or
other government
agencies
Knows and understands Practices the 8 norms of Internalizes & integrates Influences subordinates
the 8 Norms of Conduct Conduct for Public the 8 Norms of Conduct and peers to sustain and
for Public Officials & Officials & Employees in for Public Officials and promote adherence to
Employees the workplace Employees to the the 8 Norms of Conduct
existing culture of the for Public Officials &
organization Employees always (at all
times)
Uses office materials Takes responsibility and Embodies responsible Makes a profound
and resources ownership of one’s planning & management difference that will
responsibly decorum and actions of resources for the benefit the whole
including use of office whole organization’s organization by
resources benefit or progress manifesting and
upholding the AFP core
values & Norms of
Conduct for Public
Officials & Employees to
inspire transformational
change
Considers the privacy of Develops sensitivity to Applies existing Maintains confidentiality
others the needs of others confidentiality policies in by formulating policies
the workplace that promote high level
of secrecy and sensitivity
Believes in honesty and Acts in a way that Talks and acts/behaves Practices and teaches
truthfulness when talking matches his speech; consistently in all integrity to others and
about a fact or situation walks his/her talk in a situations, whether in ensures being a positive
number of situations private or public places role model of impeccable
mostly in public places integrity
Fulfills his obligations Voluntarily fulfills Consistently fulfills Proactively fulfills
upon prompting from his obligations with obligations on time, with obligations ahead of
superior occasional request for high quality output time, whether submitting
more time to complete considering the a report or taking action
them advantage for the to preserve the
organization organization’s assets
and resources
Provides needed Occasionally volunteers Consistently provides Volunteers reliable,
information for decision- information useful for reliable, accurate, and accurate and complete
making whenever decision-making complete information for information as basis for
requested to decision-making decision-making;
teaches and urges
others to do the same
Still needs supervision Requires minimal No supervision or Anticipates potential
often supervision to fulfill his direction needed; takes danger with utmost
obligations appropriate acts concern in the workplace
voluntarily and promptly and initiates action to
prevent its occurrence.
Encourages others to
cooperate accordingly
when danger occurs

EXCELLENCE
Setting high standards of performance by being responsible for work results through continuous
improvement and cost-efficient process, and delivering superior quality results at prescribed timeline that
meet or exceed organizational goals of AFP
BASIC INTERMEDIATE ADVANCED SUPERIOR/EXPERT
Understands and Strives to perform Ensures the Serves as the model of
accepts the norms and assigned tasks under performance of duties excellent performance
processes of excellent supervision and with with accuracy, and coaches others to
work performance minimal errors timeliness, and less do the same
supervision
Knows by heart what it Applies the appropriate Assesses quality and Formulates a system to
takes to be able to procedures at work load of work; prioritizes deliver quality output and
achieve high quality whenever given an tasks according to institutionalizes this for
work results by reading assignment urgency of need; checks implementation in the
the manual of and provides whole AFP organization
procedures constructive feedback on
results
Shows willingness and Performs one’s job Performs one’s job Performs one’s job
readiness to perform promptly and with high ahead of schedule with proactively and
one’s job promptly and quality while behaving quality output that excellently ahead of
according to prescribed according to AFP- consistently meets schedule; sets high
standard of quality prescribed code of standard, accompanied standards of
whenever assigned to do conduct under minimal by proactive observance performance to be
so supervision of AFP code of conduct; followed AFP-wide;
explores ways to initiates programs on
improve processes continuous
improvement toward
cost-efficiency

PROFESSIONALISM
To conduct oneself in a manner that depicts the respect for the AFP organization through service above
self, patriotism, fairness, duty, dedication, perseverance, persistence and compliance to processes and
procedures; being resourceful and flexible in providing responsive and timely service to stakeholders; being
mindful of the dignity of one’s profession by committing oneself to continuous learning, growth, and self-
mastery
BASIC INTERMEDIATE ADVANCED SUPERIOR/EXPERT
Ability to display proper Ability to adhere to AFP The ability to question The ability to initiate
decorum and and other government and/or improve the AFP relevant AFP policies
deportment under laws, policies, rules and policies and to engage in and procedures and
guidance and regulations with continuous learning, create a culture of
supervision patriotism and development, and self- continuous learning,
nationalism mastery growth, and self-
mastery; serves as a
positive role model to all
Ability to follow AFP and Displays moderate Has earned and Models the ability to
other government laws, commitment and demonstrates distinct implement strategies
policies, and regulations dedication to service professional status and and reflects on one’s
whenever reminded above one’s self consistent service improvement in both
reputation personal and
professional life
Demonstrates Shows fairness, Expresses personal Demonstrates a high
foundational dedication, and developmental goals and level of patriotism,
competence and basic persistence when faced engages consistently in personal responsibility,
knowledge of subject with difficult situations or activities to achieve and dependability that
matter challenges them inspire others in the AFP
organization
Fulfills commitments, Modifies behavior and Acknowledges others’ Proactively exhibits the
observes proper work performance as desire for development values, attitudes, &
processes, meets appropriate in order to and creates a nurturing positive culture of the
prescribed deadlines, meet the expectations of team atmosphere organization toward
and achieves desired the position and specific towards mutual providing a healthy AFP
results situation improvement climate and a lasting
legacy

INTERPERSONAL RELATIONS
Develops and maintains effective relationship with officers, enlisted personnel, civilian workforce and
stakeholders of the organization to promote teamwork and solidarity in achieving the mission of AFP
BASIC INTERMEDIATE ADVANCED SUPERIOR/EXPERT
Understands and Acknowledges one’s Behaves confidently Fully grateful for his/her
accepts one’s self in weaknesses and acts on about one’s personality, strengths and uses
terms of both personal them by striving to capitalizing on his/her these to advance his
strengths and areas for correct them through strengths and improving relationship with others;
improvement; resolves deliberate efforts, on his/her weaknesses helps others overcome
to improve himself seeking help from by engaging in team their weaknesses by
through his/her own superior or peer activities and soliciting coaching and mentoring
efforts feedback people
Understands and Demonstrates Inspires and motivates Serves as a role model
recognizes the harmonious people to display in sustaining the ideals
importance of interpersonal relations harmonious of solidarity and unity in
harmonious with people within and interpersonal relations in the work place that will
interpersonal outside the organization any given environment achieve the mission of
relationships in the work in order to achieve the that will support the the AFP.
place mission of the AFP mission of the AFP

COMMUNICATION
The ability to convey a message and idea accurately, clearly, and concisely in oral or written form, or other
modes of communicating to an individual or group; The ability to effectively present information through
logical sequencing of ideas, converting raw data into an organized correspondence, document or report
using a variety of media and language that suits the reader’s needs and characteristics
BASIC INTERMEDIATE ADVANCED SUPERIOR/EXPERT
Oral Communication: Uses appropriate words, Gives interesting and Performs the role of an
language, volume, pace, well received formal and “expert speaker” who is
Has working knowledge tone, and inflection of informal presentations to frequently invited to
on the principles of basic voice to suit the target small or large groups deliver lectures in
communication audience’s number, inside the organization conferences outside the
needs, characteristics, organization
and capabilities
Provides information in a Commands attention Changes tactics or Responds articulately
clear, concise and and manages group strategy when something with finesse to
logical manner process during is not working while unrehearsed comments
presentation. Keeps the delivering a presentation and questions being
audience engaged posed by the other party
through the use of or the audience
techniques such as
analogies, illustration,
humor, an appealing
 style, and voice inflection
Establishes Uses a variety of Presents and conducts Presents competently
communication presentation methods to self in a credible and and confidently to
objective/s that clearly establish rapport with approachable manner to internal/ external clients
reflects the needs of the participants and to an audience consisting e.g. other government
audience maintain group focus of AFP senior managers institutions,
effectively stakeholders, etc.
Prepares a Purposely uses verbal Uses a variety of Evaluates the use of
communication plan to and non-verbal techniques, aids and language, tone,
enable him/her to deliver communication that is media to establish grammar and general
the message objectively free of bias (e.g. sexual, rapport, elicit audience message delivery during
and elicit audience racial, religious, cultural, participation, and presentations to provide
participation and age) to promote enhance their learning guidelines in ensuring
audience engagement and understanding that language and tone
used are suitable to
target audience
Observes generally Encourages questions Organizes key concepts Uses summarization,
acceptable standards of and uses different and covers key points bridging, and segue
physical preparation in questioning techniques clearly and concisely, techniques
order to appear decent to check if objectives of simplifies complex appropriately; Maintains
and credible; Responds presentation are concepts, ideas and continuity among
to ordinary inquiries achieved information sections of the
using standard presentation
techniques appropriate
to the situation
Written Communication: Organizes subject matter Reviews, edits, critiques Approves detailed and
Writes concise, clear, and data in a logical and correspondence, precise correspondence,
and coherent sentences progressive manner to document, and report report, document and
which address a defined ensure that message is based on accepted formal communications
purpose accurate, complete, and standards of business ready for transmittal to
easy to understand writing the intended audience
Uses correct grammar, Captures both qualitative Translates and simplifies Gives inputs and
sentence structure, and and quantitative data in technical information to constructive feedback
style in writing business the report. simple and prior to the finalization of
correspondence and understandable form report
report
Drafts standard memo Reviews and edits Creates design formats, Performs final evaluation
and letters using standard memoranda or or communications on accuracy, clarity and
appropriate and letters drafted by lower materials that optimally completeness of the
complete information level staff convey intended memo, letter, report, and
messages to target other communication
audiences with clarity materials
and precision
Correctly accomplishes Drafts summary reports Anticipates the Conducts final review of
pro-forma documents. and other documents data/information needed the information needed
Follows the standard related to one’s tasks, by the management or by senior management
format in duties, and recipient and captures or external audience and
correspondence and responsibilities these on the report and provides suggestions on
report writing other communication the content as well as
materials the format of the material
Starts to learn how to Validates accuracy and Aligns content of the Gives a sense of mutual
produce simple and consistency of data report with the agency accountability in
short business gathered prior to policies/guidelines, reviewing the content of
correspondence or inclusion in the thrust, and direction of report. Calls the
reports with close correspondence or the program. attention of those
supervision report with minimum Consolidates and involved in reviewing
guidance summarizes data to documents when
supplement the report discrepancy is spotted
 LEADERSHIP COMPETENCIES
MANAGING PERFORMANCE
The ability to set performance targets, monitor and evaluate subordinates’ performance, sustain high
performance and provide the needed intervention to address poor performance. The ability to create an
enabling environment that promotes civilian workforce effectiveness and efficiency in setting goals and
attaining outputs aligned with the organizational targets tracked through established performance measures
within a specific timeline
BASIC INTERMEDIATE ADVANCED SUPERIOR/EXPERT
Sets goals & targets of Reviews alignment of Validates alignment of Approves aligned targets
individuals based on the individual set goals individual set targets vis-a-vis the
established performance to job description and (IPCR) to organizational organizational goals
measures (quality, performance goals (OPCR, DPCR)
quantity, and timeliness) commitment
Monitors and tracks Evaluates outputs and Implements a system/ Designs, improves and
subordinates' provides constructive mechanism to track institutionalizes a
performance based on and continuing feedback performance against unit monitoring system to
prescribed standards on performance to goals and the practice of track performance
improve delivery of appropriate behaviors, against AFP goals in line
outcomes knowledge and skills with established
performance measures
and existing procedures
as well as best practices.
Identifies and discusses Evaluates individual’s Recognizes Integrates and practices
individual accomplishment and accomplishment of consistently the key
accomplishments of discusses in detail the subordinate/staff through principles supporting a
staff/ subordinate appropriate development equitable rewards and performance-based
modes to address areas recognition, and culture for rewards and
for improvement provides mentoring and recognition.
coaching to subordinates
to improve work
Plans for training and Provides information; Demonstrates Establishes a
other development implements and helps commitment in mechanism to capacitate
opportunities for administer enhancing overall job key personnel in the
improving performance developmental activities effectiveness by organization to develop
to enhance ensuring that mentoring and coaching
staff/subordinate mechanisms to improve skills. Serves as a coach
competencies individual performance and performance
are in place development partner

DEVELOPING PEOPLE
The ability to develop people by planning for, designing, implementing, monitoring and evaluating training
programs, coaching, and other development interventions in order to improve performance and meet the
customers’ expectations; The ability to understand the needs, interests, strengths and weaknesses of
subordinates and to enhance their capacity by motivating, guiding and providing training to reach the full
potential of the AFP workforce
BASIC INTERMEDIATE ADVANCED SUPERIOR/EXPERT
Able to identify Able to assess the Able to plan and design Able to implement,
development needs of identified developmental appropriate monitor and evaluate the
subordinates based on needs of subordinates developmental programs impact of developmental
Training Needs Analysis and prioritize those to address the needs of programs
results and other data needs subordinates
sources
Helps the subordinates Identifies the ideal or Implements a successful Communicates
identify their desired competencies Learning and expectations clearly and
opportunities for learning for the position and the Development effort for regularly in order to
and development within gap between the ideal his/her work unit develop a culture of
AFP and present level of continuing learning and
competency development
Encourages his/her staff Plans jointly with Continuously assesses Sets the direction
to take every opportunity subordinates/staff results of learning and towards which all
available to improve their learning and development programs agency-wide efforts for
competencies development activities and uses lessons continuous learning and
that will bridge the learned to improve future improvement will focus
competency gap programs 

Identifies specific ways Assesses continually Uses data to analyze the Provides constant
to develop competencies incremental results by results of the learning encouragement to
in order to achieve identifying evidences of and development employees to develop
performance improvement in programs and and sustain a culture of
improvement performance determines whether continuous improvement
these made a difference in performance and in
or not organizational results

MANAGING CHANGE
The ability to anticipate, accept, advocate, initiate, influence, and champion change as an essential means
to improving the agency’s systems, processes, and resources that lead to organizational effectiveness and
employees’ satisfaction
BASIC INTERMEDIATE ADVANCED SUPERIOR/EXPERT
Understands and Consistently remains Uses change as an Assesses organization’s
accepts the principles, open to new ideas, opportunity to advance readiness for the change
types and stages of supports positive ideas, business objectives and and builds the change
change and prepares including change, in to improve plans and key messages
himself/ herself to order to solve problems organizational health in accordingly
experience the inevitable and address issues his/her respective unit
change
Knows the tools and Assesses employees Communicates and Clarifies direction and
methodology to draw on readiness for change manages effectively the facilitates the process of
when facilitating change and competently applies costs and benefits of change. Rewards
the behaviors and skills change with due employees’ efforts to
in managing change consideration of the change for the better
agency’s strategy,
structure, systems,
shared values, etc.
Anticipates and Initiates and advocates Applies any appropriate Influences and
welcomes changes that changes in order to change that may be champions change to
are meant to improve improve the systems, warranted to enhance achieve significant
his/her immediate processes and the systems, processes improvement in the
environment or own unit resources of other units and resources of systems, processes and
within the Department different Departments resources of the entire
organization

CONFLICT MANAGEMENT
The ability to prevent, contain, manage and resolve conflicts and issues in the work place, while protecting
confidentiality, in order to continuously maintain harmonious working relationships and professional ethics
BASIC INTERMEDIATE ADVANCED SUPERIOR/EXPERT
Recognizes the Addresses conflicts as Introduces innovative Creates an environment
existence of conflict they arise to ensure that strategies for dealing where conflict is
between two or more the conflict does not with conflict like resolved appropriately
individuals or groups stand in the way of mediation, collaborative by anticipating and
meeting work unit goals and “mutual gains” identifying where
and commitments approaches potential conflicts could
emerge and putting in
place mechanisms and
procedures to avoid/
reduce them
Recognizes differences Asks open-ended and Refocuses individuals Models constructive
in personalities and objective questions to and teams on work and approaches to solving
opinions when understand the different end-goals and away issues and conflicts and
addressing conflicts and viewpoints of both from personality issues coaches and
issues parties encourages others to do
so as well
Is diplomatic and tactful Listens emphatically to Works and negotiates Resolves conflicts
in discussing the both sides pointing out with both parties to arising at the
issue/conflict with areas of agreement as a arrive at win-win organization level due to
concerned individuals starting point to resolving outcomes/ solutions by competing objectives,
and/or groups the issue/conflict bringing out the different limited resources or
viewpoints and differing perspectives
consistently focusing on
issues at hand and not
allowing secondary or
unrelated issues to
interfere

PROBLEM SOLVING AND DECISION MAKING

The ability to come up with solutions and courses of action to situational problems or issues in the work
place by analyzing the problem or issue. Makes fair, sound and timely decisions based on problem
analysis taking into consideration the possible impact or repercussions of possible courses of action and
taking accountability for results
BASIC INTERMEDIATE ADVANCED SUPERIOR/EXPERT
Identifies problems that Identifies the problem, or Identifies interconnected Anticipates and
affect one’s work, issue in one’s work unit problems or issues recognizes problems
acknowledges it and and directs staff to take affecting one’s work unit that affect the whole
deals with it appropriate action and other work units and organization and
works together with the develops solutions to
other units to find a mitigate impacts
solution beneficial to all
parties
Collects information from Looks for new sources of Develops new data Allows access to
different sources through information to address collection techniques sensitive and
different methods and gaps in data and weeds and uses statistical confidential information
verifies accuracy of out biased and methods to ensure necessary to solve a
information unverified data consistency and problem and determines
reliability of data what information may be
shared and with whom
Analyzes information, Analyzes information Analyzes critical Uses a systems
identifies observable and identifies components of complex perspective to analyze
connections and trends connections and trends problems or issues to problems and issues to
to determine causes of in seemingly unrelated determine root causes of uncover new dimensions
common problems or data to determine the problem or issue of the problem and
issue underlying or hidden detect causes and
causes of common triggers of complex
problems or issues problems or issues
Decides on and Collaborates with other Leads cross-functional Considers present and
implements solutions at units to generate, decide teams to select and future consequences
one’s level of authority on and implement implement solutions to and implications of
using information that is solutions even when complex problems and possible courses of
clear and adequate information is issues when information action. Balances
incomplete. Adapts is unclear, limited and/or competing priorities and
decisions to new and contradictory. Makes interests of internal and
changing data and tough decisions that may external stakeholders.
situations not be readily accepted Decides on multi-level
by others solutions and strategies
to solve complex and
unprecedented problems
and issues
Uses clear criteria, pre- Makes decisions where Makes complex Makes difficult high risk
defined options and AFP some criteria, policies decisions where there decisions that have
policies and procedures and procedures are are no set guidelines, significant
in making decisions partially defined and/or policies or procedures consequences on the
subject to different future of the AFP
interpretations and organization
conclusions
Takes personal Takes responsibility for Takes responsibility for Takes responsibility for
responsibility for own team and/or work unit decisions made across organization-wide
decisions decisions teams and/or work units decisions

STRATEGIC MANAGEMENT
Analyzes and interprets the long-term direction of the AFP organization. Formulates goals and objectives,
develops policies and implements plans that are consistent with long-term directions and aligned with the
AFP’s vision, mission and core values. Allocates resources to implement strategies to meet organizational
objectives
BASIC INTERMEDIATE ADVANCED SUPERIOR/EXPERT
Understands and Explains to staff the Directs the alignment of Provides a clear and
supports the organization’s charter scorecards of different exciting vision of short
organization’s charter statements and strategic work units to overall and long term strategic
statements [Vision, objectives and guides strategic objectives and objectives of the
Mission, Core Values] them on how to relate charter statements organization that
and sets goals [personal their scorecards as well motivates employees
scorecard] that are as the work unit and stakeholders to
aligned with them scorecards to them transform the vision to
reality
Updates oneself on local Tracks new Analyzes changes in the Analyzes long-term
and national events that technological, socio- operating environments implications of national
may influence one’s job economic and political and identifies risks to the and global events,
trends that may impact organization; developments and
work unit goals Recommends plans and trends to the AFP and
solutions as to how AFP revises strategies and
can respond positively to directions accordingly
risks
Suggests improvements Leads work unit in Develops and Foresees and develops
and/or shares designing plans and implements new and necessary infrastructure,
information on possible programs and alternative strategies systems and processes
barriers in one’s work to encourages staff to think when usual strategies to support the vision and
achieving the AFP ‘outside the box’ to are no longer effective to strategic direction of
strategic objectives achieve unit goals. achieve goals across AFP
Recommends policy different work units;
changes as necessary Develops new policies to
conform to changes in
work goals
 TECHNICAL COMPETENCIES
CRITICAL THINKING
The ability to see the big picture, look at situations from multiple perspectives and understand the various
components involved in an activity or undertaking, cognizant of the resulting linkages, interactions and
consequences of different courses of action
BASIC INTERMEDIATE ADVANCED SUPERIOR/EXPERT
Understands, supports Explains alignment and Directs the alignment of Sets strategic directions
and tries to link tasks coaches others how to roles and performance based on analysis of the
and responsibilities with link roles and commitments to overall wider context in which
the vision, mission, performance strategic goals and the organization
values [charter commitments to the charter statements of the operates and builds
statements] and goals of organization’s charter organization collaborative
the organization statements and goals partnerships with internal
and external
stakeholders to deliver
or enhance outcomes
Gathers and analyzes Analyzes information Analyzes large amounts Adopts a systems
information by identifying and identifies links, of information and perspective in analyzing
observable links, patterns, trends and makes intelligent vast amounts of diverse
patterns, trends and interactions that are not assumptions when information and identifies
interactions obviously related information is unclear, multiple relationships
limited and/or and disconnections in
contradictory data to make deductions
Open to alternative Expands one’s Seeks clarification on the Asks specific and
viewpoints perspective by viewpoints of others in pointed questions to gain
consulting subject matter order to identify biases more information and get
experts in order to and unsubstantiated the missing facts when
examine information in a assumptions and come sources are limited and
different way up with more objective others are hesitant or
conclusions reluctant to divulge
information
Receives information Evaluates whether Explores other elements Balances logic and
and makes initial information is current, that could be of influence intuition in a systematic
conclusions up-to-date or accurate instead of just sticking to manner to fill in ‘gaps’
prior to making information presented to and sense whether
conclusions reach a conclusion something is right or
wrong prior to reaching
sound conclusions
Decides on courses of Decides on courses of Selects courses of action Considers current and
action within the bounds action when information in complex situations future consequences
of one’s authority and is incomplete; Secures when information is and implications of
responsibilities when higher level support unclear, limited and/or courses of action and
information presented is when necessary in contradictory balances competing
clear and sufficient choosing the right option priorities and interests of
internal and external
stakeholders

PROFESSIONAL EXPERTISE
Mastery and skillful execution of one’s field of specialization to perform of one’s duties and responsibilities
and contribute to the attainment of organizational goals
BASIC INTERMEDIATE ADVANCED SUPERIOR/EXPERT
Possesses the academic Possesses relevant Possesses broad Is recognized by peers,
qualifications and basic working experience of working knowledge of fellow professionals,
technical skills the technical functions one’s job or profession AFP colleagues and
applicable to the job or and responsibilities of and is updated on the partners and other
chosen profession the job latest trends, stakeholders for in-depth
developments and best technical knowledge and
practices in the local and expertise and trains
 international scene others in the profession
Consults with technical Accomplishes routine Accomplishes complex Directs technical teams
experts and superiors as technical tasks technical tasks in a to accomplish highly
needed independently variety of situations technical tasks and solve
independently and in complex technical
conjunction with other problems or issues in a
work teams variety of difficult
situations and contexts
Strives to improve Sets personal Predicts areas for Models self-
knowledge and skills developmental goals and development based on improvement behaviors
needed to perform one’s continues to broaden changing goals of the by constantly developing
job effectively and knowledge and expertise Agency and one’s technical
contribute to the through research and technological competencies to meet
attainment of work unit post graduate education advancements in the the changes Agency’s
goals in order to contribute to field and continuously strategic directions;
the attainment of upgrades knowledge Creates an environment
department goals and skills to keep up with that encourages and
the times and effectively provides opportunities
take on new for continuous
assignments professional
development in the AFP
to meet changing goals
and technological
advancements
Gives feedback on Resolves technical Ensures that processes Provides technical
technical issues and issues promptly by conform to quality support to AFP
concerns and makes identifying and standards. Trains others management and serves
recommendations to addressing problems and acts as subject as consultant to both
address work problems and concerns matter expert in cross- internal and external
and issues functional committees stakeholders and
and teams providing partners on complex and
advice on technical controversial matters
issues and concerns
Applies new skills, Conducts research and Develops manuals, Encourages and rewards
techniques and works with others to policies, guidelines and exemplary performance
procedures in own area improve work processes revises them regularly to of AFP employees in
of work and outcomes and improve organizational terms of quality,
implement new efficiency precision, safety, and
procedures and continuous improvement
techniques

RISK MANAGEMENT
The identification, assessment and prioritization of risks followed by coordinated and economical
application of resources to the development and implementation of risk management plans to minimize,
monitor and control the impact of such risks
BASIC INTERMEDIATE ADVANCED SUPERIOR/EXPERT
Identifies potential Analyzes and assesses Prioritizes risks and Provides directions and
sources of risks and events that precede the develops a risk resources for the
probabilities of risk risk occurrence and management plan to improvement of
occurrence identifies possible mitigate and contain the processes and
causes to recommend effects of risk should procedures to mitigate
procedures and they occur risks and the continuous
measures to avoid or upgrading of the risk
lessen the effects or management plan
consequences of
foreseen risks
Identifies possible risks Designs and puts in Regularly evaluates and Realigns organizational
in the performance of place internal controls in reviews existing risk objectives, goals and
one’s duties and one’s work unit to management plans for resources to manage
responsibilities and contain and address interrelated projects and risks and responds
modifies work processes risks taking into activities of various AFP proactively to changing
to mitigate them. consideration feedback work units and partners needs of the
Reports noticed and from staff taking into consideration organization
potential hazards to the feedback from various
appropriate individuals stakeholders
Complies with safety Analyzes existing safety Ensures that emergency Makes work safety a top
requirements and procedures and supplies and safety priority and ensures that
procedures in the requirements and makes equipment are adequate the organization has
performance of one’s the necessary and sufficient for the adequate health, safety
work adjustments as needed current working and security measures
environment and any and processes
recognized or associated
risks
Participates in required Inspects work area, Analyzes risk warnings, Assigns responsibility for
safety training and notices when others are events or safety safety and risk
maintains a safe and acting in an unsafe concerns and develops management plans and
hazard free work area manner and works with preventive measures or works with stakeholders
them to ensure action plans to ensure that all
compliance with proper employees and work
safety practices and teams are accountable
procedures for work safety

TECHNOLOGY PROFICIENCY
Uses technology such as knowledge, equipment, machines, tools and techniques in one’s respective field
to accomplish one’s job more efficiently and effectively
BASIC INTERMEDIATE ADVANCED SUPERIOR/EXPERT
Uses basic technological Uses technological Uses technological Uses technological
knowledge and skills to knowledge and skills to knowledge and skills to knowledge and skills to
accomplish routine accomplish routine and develop new methods teach and train others
tasks. Requests for complex work and procedures for doing and serve as resource
assistance for tasks assignments one’s job person/subject matter
requiring more complex independently expert
knowledge and skills
Uses tools, machines Uses tools, machines Makes innovations on Trains others in the use
and equipment required and equipment required existing tools, machines of new and existing
in one’s job with minimal in one’s job skillfully and and equipment to tools, machines and
supervision gives feedback on the accomplish one’s work equipment to improve
effectiveness of tools, more efficiently work performance and
machines and productivity
equipment being used
Open to new Continuously upgrades Analyzes strengths and Foresees trends and
technological resources one’s knowledge and weaknesses of current developments in
skills in the use of new technologies. Keeps technology and includes
technological resources updated on new them in future thrusts of
technologies in one’s the organization; Leads
field and implements the organization in
them in the organization technology transfer
projects and activities