Ito ang isinulat ko nang ilang araw. I had to recall a lot of things dahil hello, higit isang taon na mula nang maganap ito. Nakalimutan ko na nga ang name ng isa sa dadalawang speaker namin. Di ko alam na kailangan ko palang mag-report tungkol dito. I received a memo last Aug 16, 2019, asking me to write and submit a report AND to sked a sharing session with interested CCP employees. Yay, kailangang paghandaan, nuninuninuni.
Name of Participant : BEVERLY W. SIY
Office / Agency : INTERTEXTUAL DIVISION-CCD
Title of Training : SUPERVISORY DEVELOPMENT COURSE TRACK II
Duration : AUGUST 7-10, 2018
Place of Training : CIVIL SERVICE COMMISSION-REGION 4, PANAY AVENUE, QUEZON CITY
I. Highlights of Activities (Please include places/ organizations/ institutions/ visited with annotated documentation)
May dalawang module. Ang unang module ay ang Module IV - HOW TO SPARK EXCEPTIONAL CHALLENGE. Ito ay binubuo ng:
UNIT I – CREATING PEAK PERFORMANCE
Session 1 – Perspective & Choices
Session 2 – Employee Development Principles & Process
UNIT II – ORIENTATION: FACILITATING JOINING UP
UNIT III – COACHING, COUNSELLING, MENTORING: OPPORTUNITIES TO GROW & EXCEL
Session 1 – From Supervisor to Coach
Session 2 – Power of Coaching
Session 3 – Mentoring
Session 4 – Counseling
UNIT IV – EMPOWERMENT: BUILDING COMPETENCE WITH COMMITMENT
Session 1 – Faces of Employee Empowerment
Session 2 – Process of Empowerment
UNIT V – EMPOWERING EMPLOYEES THROUGH PERFORMANCE EVALUATION
Session 1 – Benefits & Blocks
Session 2 – Performance Appraisal How To’s
Ang ikalawang module ay Module VII - MAKING MEETINGS PRODUCTIVE handled by Director Fernando Mendoza. Ito ay binubuo ng:
Session 1 – Meeting: What & Why’s
Session 2 – Planning a Meeting
Session 3 – Leading a Meeting
II. Key points learned from the training program
For the first module, I realized na napakaraming responsibilidad ng isang supervisor sa mga empleyadong nasasailalim niya. Napagtanto ko rin na napakaraming nakakaranas ng karanasan ko sa mga empleyadong hindi maayos magtrabaho o may problema sa attendance.
What struck me the most ay ang ibang dapat gawin para makatulong sa pagde-develop ng empleyado ay ginagawa ko na pala. Ito ay ang pagrerekomenda sa kanila sa iba pang supervisor at manager, pagbibigay ng mga reward sa mahusay na paglilingkod tulad ng libreng panonood ng mga show at production, pagpapadala sa kanila sa literary event o event na makakatulong sa kanilang career.
I realized I need to recheck the tasks and projects that I assign to our employees to make sure that these tasks are SMARTER (Specific, Measurable, Attainable, Relevant, Timebound, Exciting, Rewarding). I realized I need to hold division meetings as much as possible to keep track of our staff’s development as employees and to make sure that the projects they are handling contribute to their learnings and growth as persons.
Because of the seat works in this training, I have learned a lot about myself. For example, to become a coach, not just supervisor, I need to: be more active in setting goals, deadlines, performance standards, work timeline, etc. I also need to learn more about the dynamics and politics of CCP. I am most effective as a coach in the following roles/situations: reward system, recommendation, showing gratitude, and delegation of work according to employees’ strengths. I also need to improve my coaching capabilities.
I learned how to identify the steps that must be included in my own action plan. Here is mine: learn more about leadership, stick to timelines and checklists, stick to standards of the CCP, and be better at time management.
When in coaching situations, it is important to ask appropriate questions especially if you notice a significant drop in an employee’s performance. Sample questions for this situation are: Kumusta ka? May pinagdadaanan ka ba lately? May maitutulong ba ako? Aware ka ba na nakakaapekto sa performance ang nangyayari sa ngayon?
For the second module, I learned that there are two types of meetings I usually attend. The ones that our division organize, such as production meetings of literary events, and the ones that are organized by others such as Artistic Programming Committee meetings and special festivals meetings. It is important to know the purpose of the meeting to make it more productive for you. These are some of the factors which make a meeting effective: attentive participants, on hand info/data, fast decision-making, right person as attendee, well-planned, documented actions were taken, has complete attendance. Some of the factors that make a meeting ineffective include: paulit-ulit ang topic, wrong person as attendee, walang direksiyon, it has too many in the agenda, there is no specific things for action plan, unplanned or poorly planned, late dumating o paisa-isa ang mga participant ng meeting, there is not enough time, absent ang key persons, the tasks/expectations are too difficult, the tasks are not clear, umaalis agad ang ibang participant, kahit hindi pa tapos ang meeting, at busy sa sariling cellphone ang participants.
III. Evaluation of the program
• Program Content & Methodology
I think, the content is okay/average. But the methodology is very good. Para sa bawat lesson, binibigyan kami ng seat work ng aming facilitators. The seat works made us reflect about our leadership skills, coaching and supervisory styles, and about our work environment. The facilitators also asked the participants to share stories about triumphs and challenges as a coach and supervisor. Marami palang common sa mga participant: nag-aaway ang mga subordinate, nagkakaisa ang mga subordinate against the head of the unit, financially unstable subordinates (usually, this condition affects the performance of the subordinate) and subordinates that get romantically involved with officemates.
Maganda rin na kami ay hinati into groups with 9-10 members each group. Napaka- diverse ng mga ahensiya at field ng group na kinabilangan ko. Mayroong agencies sa gaming, indigenous peoples, LGU ng Palawan at Laguna, policy and research, NBI, sining at kultura (ako ito) at iba pa. Diverse din ang edad. Ang pinakabata sa amin ay nasa mid-30s, at mayroon din kaming kagrupo na nasa mid-50s na. Napakarami kong natutuhan sa mga kagrupo ko dahil sa grouping at diversity na ito.
• Effectiveness of the Speakers
The speakers were articulate, may sense of humor, very strict sa oras, approachable
at dama kong may malasakit talaga sila sa participants, dama kong gusto nilang maging mahusay at mabuti kaming mga coach at leader.
• Administrative and Logistics
Ang registration ay isinagawa ng HRMD TDD, mas magandang sila ang magbigay ng komento hinggil dito. Para sa admin at logistics concern during the entire training period, wala akong masabi. Everything went smoothly. Conducive ang lugar, masarap ang pagkain at ito ay naise-serve on time, at may sapat na espasyo at gamit para sa lahat ng participants. Powerpoint presentations and printed materials were appropriate. They were all given to us just in time for each activity. There was enough time to get to know more about group mates and other participants.
• Allowances (if applicable)- N/A
• Relevance of the program to the participant’s function/ CCP’s mandate
Napakamakabuluhan ng training na ito sa akin dahil ako ang nagsisilbing head ng Intertextual Division ngayon. Ang mga kasama ko sa division noon, noong unang taon
ko sa CCP, ay ilang dekada nang nagtatrabaho rito, at malaki ang agwat ng edad sa akin, ibig sabihin, kailangang may paggalang ang bawat pakikipag-usap sa kanila at hindi ka basta-bastang nagbibigay ng literary o publication-oriented task. Marami kang kailangang i-consider. Paano mo babalansehin upang manatiling strength at hindi maging weakness ang malalim nilang kaalaman hinggil sa sistema at dynamics sa loob ng CCP? Paano mo mapapasunod ang subordinates mo kung technical knowledge pa lang ang mayroon ka (panitikan at publikasyon)? How do you become an effective leader in this situation, iyong tipong ikaw ang novice, at ikaw ang dahop pa sa karanasan at kaalaman pagdating sa sistema ng organisasyon? In short, hindi simpleng technical at leadership skills ang kailangan dito. At nasagot naman ng training ang aking mga tanong. Kaya malaking tulong talaga ang course na ito na pinakuha sa akin ng HRMD TDD.
IV. Problems Encountered/ Impressions and Recommendations
The only available schedule of this training for the last quarter of 2018 coincided with Cinemalaya book events that were handled by our division. The Cinemalaya book events went well, pero nanghinayang ako at wala ako sa mismong book events na inorganisa namin. Sana sa pagpili ng HRMD TDD sa schedule para sa mga ganitong training, isaalang-alang din ang major events sa CCP, para ito ay walang kasabay na gawain o activity o malaking trabaho sa CCP.
Inihanda ni
BEVERLY W. SIY
OIC, Intertextual Division
Binigyang-pansin ni
LIBERTINE DELA CRUZ
OIC, Cultural Content Department
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