1

2011

Edwin Ebreo

ExeQserve Corporation

2108, 88 Corporate Center, Sedeno St.

Makati City

8933199 * ecebreo@exeQserve.com

9/26/2010

Competency Mapping Project Proposal

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GOALS:

a. To develop the organization’s Competency map

b. To equip Managers with the necessary skills to participate in and maintain the

company’s competency-based systems.

PROPOSED FRAMEWORK/SCOPE

We propose to align the competencies with the organizational direction, strategies and performance measures. This is to ensure that there is direct line of sight between desired performance output and behaviors that define successful performance. This project also equips the organizational participants on the uses of competency models in several areas of performance management but the actual development of competency-based HR systems are scoped and quoted separately to give management a freehand in deciding on whether to engage

HR Subsystems

Competency Mapping

Core Strategies

Organizational Direction

Vision & Mission

Core capabilities

Stakeholder requirements

Market realities

Business Strategies

Core Competencies Culture Building

Training & Dev't

Leadership & Management Competencies

Leadership and Management Development

Key Measures Functional Competencies

Performance Management

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•Introduction

•Scoping

•1 Day

•Mapping team

Stage 1: Competency Mapping Workshop

•Core Employee Competencies

•Leadership & Mgmt competencies

•1 day

•Mapping team

Stage 2:Identifying Competency components

•Focus grouop discussions

•Job Relevant Competencies

• 2 hrs/ group

•Writeshop

Stage 3: Developing Competency

Catalogue/Matrix

•Behavioral Event Interviews

•1 hr/ position

•Writeshop

•Duration: TBD

Stage 4: Developing Competency Profiles

an external consultant in the development of the tools or just develop them in-house. Level of Participation In order to get complete buy in on the use of the competency models and profiles, we propose that key employees be deeply involved in the development of the tools. Through thorough orientation and active participation in the mapping activities, the participants will be able to appreciate the rudiments of competency mapping and equip them to carry on review and revision of the models as needed.

COMPETENCY MAPPING PROCESS

SCHEDULE OF ACTIVITIES:

Project Start Date: TBD Project End Date: TBD A more detailed time table shall be presented and agreed upon after approval of this proposal for better project management.

Project Phase Activity Approximate Timeline

Result/Output

Stage 1:

Orientation Scoping

One day

Finalized Project work plan with milestones

4

Project Phase Activity Approximate Timeline

Result/Output

Project Briefing

and deliverables

Stage 2: Identifying Competency Components

Identify core competencies that link with org strategies Identifying Employee Core Competencies Identifying Managerial Competencies

1 – 2 weeks

Employee Core Competency Matrix Managerial competency matrix

Stage 3: Developing Competency Catalogue/Matrix

Focus Group Discussion on job-relevant competencies Writeshop

2-3 weeks

Job-relevant competencies Competency Catalogue/Matrix

Stage 4: Developing Competency Profiles

• Behavioral Event

Interviews • Writeshop

4-5weeks

Individual job profiles Complete Competency map and profiles

Development of Competency-Based HR Subsystems

Performance Management System

Competency-based Performance Management System Policy & Tools development

4 weeks Competency-based Performance Management System Policy & Tools

Competency Gap Analysis

Development of Competency Gap Analysis Tools

2 Weeks Competency Gap Analysis tools and initial report

Human Resource & Culture Building

Human Resource & Culture Building Planning

4 weeks Competency-based Training and Development Plan

Recruitment & Selection

Recruitment & Selection Strategy Development

2 - 3 Weeks Competency Based Recruitment & Selection Strategy

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AREAS OF RESPONSIBILITY

Client shall take responsibility for:

Provision of documentation and information as required Provision of venue and refreshment as needed. Ensure Timely Submission of deliverables. Selection of Competency Mapping team members and other participants Provision of work area and equipment of consultants as needed Ensure attendance of identified employees for briefing sessions and meetings

ExeQserve Consultant shall take responsibility for:

Function as the primary interface with The Client’s designated coordinators Ensure correctness of data gathering methods and approaches Ensure Timely Submission of deliverables. Review overall impact of new processes to be introduced into the system. Conduct coordination and follow through meetings to ensure proper

implementation of initiatives and action plans. Conduct one-time orientation to educate key managers in the use of the

employment policy. Ensure security and safety of confidential information and trade secrets

SAFETY PROVISIONS

The Consultants commit to deliver all items and services stated in this proposal on the agreed upon dates. The Client is expected to make the same commitment in ensuring cooperation of employees to achieve Program Goals.

Client Company and the Consultants shall not be held liable for any cancellations and postponement triggered by force majeure or natural calamities

For cancellations of the program not caused by force majeure or natural calamities any down payments made shall be deemed forfeited.

The Consultants and its Client Company shall exert all efforts to resolve the issues emanating from this engagement in the best possible way as to preserve goodwill.