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Office of The Municipal Mayor: Individual Development Plan

This document outlines the individual development plan of Leny Garay-Malamog, an Administrative Officer II seeking to become the Municipal Business Permit & Licensing Officer. Her short-term goals are to maintain and improve her competencies in her current role through trainings and workshops. Her long-term goals are to meet the competencies for the target position, such as delivering high quality service. She commits to exerting time and effort to achieve the plan by 2023. Her supervisor, Leonora U. Bayron, and the mayor, Jose T. Cuyos, Sr., also commit to supporting her development plan.

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Bplo Rosario
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126 views3 pages

Office of The Municipal Mayor: Individual Development Plan

This document outlines the individual development plan of Leny Garay-Malamog, an Administrative Officer II seeking to become the Municipal Business Permit & Licensing Officer. Her short-term goals are to maintain and improve her competencies in her current role through trainings and workshops. Her long-term goals are to meet the competencies for the target position, such as delivering high quality service. She commits to exerting time and effort to achieve the plan by 2023. Her supervisor, Leonora U. Bayron, and the mayor, Jose T. Cuyos, Sr., also commit to supporting her development plan.

Uploaded by

Bplo Rosario
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Republic of the Philippines

PROVINCE OF AGUSAN DEL SUR


Municipality of Rosario

OFFICE OF THE MUNICIPAL MAYOR

INDIVIDUAL DEVELOPMENT PLAN

Name:  Leny Garay- Malamog Time Period:


Current Position: Administrative Officer II Salary Grade: 11
Target Position: Municipal Business Permit & Licensing Officer Salary Grade : 22
Division: Business Permit and Licensing Name of Supervisor: Leonora U.
Bayron
Department: Executive Position of Supervisor: Municipal
Administrator

A. SHORT TERM GOALS – To maintain and improve the level of competencies of current position.

AREA FOR Capacity Employee Action Expected Responsible Timefram


DEVELOPMENT Development Steps (ReAP) Outputs Person e
(Competency Interventions What specific steps
Needs/Requirement What specific must the employee
s workshops, take to acquire the
Identify the top 5 seminars, competency or skill?
priority mentoring,
competencies for continuing
development/ education, etc. is
Improvement needed?

BPLO
Keep on attending Request for
trainings, attendance to Effective and HRMO
Professional Jan-Dec
conferences and training/seminar to technically
Development HRDC 2023
other similar Local Government competent
trainings Academy
1. Send letter of
intent to avail
Management Tools Attendance to User’s the DICT
and Support Training of E-BOSS System Effective and BPLO
Jan-Dec.
Systems for and other related Software technically DICT
2023
efficient BPLO trainings/Workshop 2. Request the competent HRDC
operation conduct of
Trainings to
DICT
Implementation of Keep on attending Request attendance R.A 11032 BPLO Jan-Dec.
R.A 11032, the orientation/seminar to fully DILG 2023
Ease of Doing on R.A 11032 and orientation/seminar implemented HRDC
and any other
other related
Business updates related Rto
trainings
R.A 11032
Attendance to
Coaching and Ready to response
Business-
mentoring to be a any activities and or
Friendliness Jan. –
Awards & consistent passer of orientation, trainings
and BPLO/DILG Dec.
Recognition Business- related to SGLG and
Competitivene 2023
Friendliness & Competitiveness or
ss BPLO
Competitiveness for the CMCI
SGLG
Inform the Mayor &
Attendance to
HRMO to include in
Supervisory/Manage
the list to attend
rial Course Training Strong morale
Personality and Supervisory/Manage BPLO/ Jan. –
and spirit in
Leadership rial Course HRMO/ Dec.
Conduct one-on-one the BPLO
Development HRDC 2023
Coaching and created
Coaching and
mentoring to staff
Feedbacking to
every individual/Staff

B. LONG-TERM GOALS – To meet the competencies of the next higher position. 

AREA FOR Capacity Employee Action Expected Responsible Timeframe


DEVELOPMENT Development Steps (ReAP) Outputs Person
(Competency Interventions What specific
Needs/Requirements What specific steps must the
workshops, employee take to
seminars, acquire the
mentoring, competency or
continuing skill?
education, etc. is
needed?
Request for
attendance to
Delivering the highest
training/seminar  Well
quality service and
competitive and BPLO
provide prompt, fast Attendance to 2023 -
Engage in competent JIT
and efficient service to training/seminar 2027
coaching & personnel staff
all clients and to the
mentoring
public in general
sessions for
beginners
Effectiveness as a
Attendance to Request for Effective and
leader and manager of BPLO
managerial attendance to efficient 2023-2027
staff. HRDC
course training/seminar leader/manager
C. CERTIFICATION AND COMMITMENT

This is to certify that my competency assessment and development


plan has been discussed with me by my immediate superior. I further
commit that I will exert time and effort to ensure that my individual
Development Plan is achieved according to agreed time and frames.  LENY G. MALAMOG
Date: 10/20/2022
This is to certify that I have objectively completed the competency
assessment of my staff. Furthermore commit to support and ensure
that this agreed Individual Development Plan of my staff is achieved LEONORA U, BAYRON
according to the agreed time frames. Date:
I commit to support and ensure that this agreed Individual
Development Plan is achieved according to the agreed time frames.
JOSE T. CUYOS, SR.
Date:

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