DPWH SPMS Form No.

8
Republic of the Philippines
DEPARTMENT OF PUBLIC WORKS & HIGHWAYS
OFFICE OF THE SECRETARY
Manila

Office: DPWH REGIONAL OFFICE V Division: ROW Acquisition and Legal Division

INDIVIDUAL DEVELOPMENT PLAN

1. Ratee’s Name
GALLANOSA, CHARMAINE M. 6. Two-Year Period  
(Last, First, MI)
2. Current Position Legal Assistant III 7. Division/Section ROW ACQUISITION AND LEGAL DIVISION
3. Salary Grade SG -14 8. Office DPWH Regional Office V
9. No further development is desired or required for this year/s (Please check the box here.)
4. Years in the Position 4 years

10. Immediate Supervisor’s

5. Years in the DPWH 11 years Name BATAGA, MONINA M.
(Last, First, MI)

PART A: COMPETENCY ASSESSMENT AND DEVELOPMENT PRIORITIES

Based on the competency assessment conducted and/or the review of performance review results, please identify the top gaps or weaknesses among the competencies assessed that the employee needs to focus on
for development, improvement or enhancement. As rule-of-thumb, it would be best to prioritize three (3) developmental areas over a two-year period.

Key Strength Demonstrated: Strength lies in Record Management, Electronic Filing and Research work. She makes sure that all documents are properly
Competencies that are consistently demonstrated. numbered, recorded and filed. She also makes sure that all her research works are reliable and efficient.
Employee’s strength as manifested in
accomplishments in performance areas

Areas for Development: Needs to improve in the following area:

When performance fails to meet set standards, this 1. Computer Skills- She is not tech savvy
reflects work targets and competencies that are not 2. Public Speaking- She is not comfortable talking in a large crowd
demonstrated.

Development Target: Competencies that needs to be improve on:

List competency(ies) which needs to be developed or 1. Computer Troubleshooting

improved  2. Public Speaking
Example: Information Technology Management

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 PART B: DEVELOPMENT PLAN
This covers the employee's development actions which are learning and development activities and interventions for the year.
Tracking Method/Completion Date
Development Activity Support Needed/Involvement of Others Accomplished Accomplished
Planned
Mid-Year Year End
One or more specific actions you can take to meet an Assistance you will need to accomplish each development How will you track the completion of development activities (one or more observable
objective. Consider a variety of developmental approaches. activity (resources, feedback, permissions, tools, coaching, results that will indicate success)
other assistance)
Attend Seminar  
1.   To improve and develop her public speaking, she will Budget to attend a Seminar Workshop on character Workshop on character
attend a seminar workshop on Character Formation and Formation and Personality Development. Formation and
Personality Development. Personality
Development

2. To enhance her skills in systematic Record Management Send her to Seminar and Training on Records Management Attend Training and
and Electronic Filing of Documents and Electronic Filing of Documents. To Provide a Multi- Seminar on Records
functional copying machine to be use in Electronic filing. Management and
 
Electronic Filing.

Attend Training and

3. To enhance her skills in research work especially in To provide fast internet connection and to provide multi- Seminar on Computer
Legal Research and other related matters. functional computer.
Tutorial
 

Note: Use additional sheet/s if necessary

Rater Recommendations
Others:___________________________________
Please check: __

The above development plan has been discussed with:

Employee’s Signature Date Immediate Supervisor’s Signature Date Head of Office’s Signature Date

CHARMAINE M. GALLANOSA ATTY. MONINA M. BATAGA ATTY. D’JOANNA M. DIAMANTE

Updated (Initials) Date Updated (Initials) Date Updated (Initials) Date

CMG MMB DMD

Check appropriate copy destination as
shown:

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When to use the form: Examples of Development Activities include:
 This form is filled out, reviewed and updated every end of the semestral rating period (June and
December)  On-the-Job-Training
o Coaching on the job from <supervisor/senior colleague>
Guidelines in using the form: o Knowledge sharing and learning session on <topic>
 Formal Classroom Training
1. o Internal training on <topic>
o External training on <topic>
2. Immediate Supervisor/Rater and Ratee discuss and jointly fill out the form.
 Self-Development
3. Fill out the fields in Part A and Part B based on the Ratee’s development targets and objectives.
o Self-study on <topic>
4. Rater and Ratee discuss and agree on the development activity, timelines, and support needed.
o Taking evening or weekend courses on <topic>
5. Rater and Ratee both sign the Individual Development Plan. o Watching educational or training videotapes on <topic>
6. Ratee attaches form to their IPCR and submits a copy to Rater and to the HR Office. o Reading books and other publications or journals on <topic>
7. The Individual Development Plan is reviewed at the end of every semesteral rating period by the Rater o Working on PC tutorials or computer assisted training
and Ratee, and updated to reflect any development interventions / activities the Ratee needs based on programs on <topic>
their performance over the semester.  Developmental activities/interventions
8. Employee attaches updated form to his/her IPCR for the succeeding semestral period and submits a o Special work project on <topic>
copy to his/her Immediate Supervisor and to the Administrative Officer. o Added responsibilities on <technical competency or work assignment>
9. The Administrative Officer collates and summarized the IDPs of all employees in the Section/Division, o Cross-Program, Rotational assignment or Temporary assignment to
and submits the summary to HRAS for training needs and budget monitoring purposes. <function>
o Task Force or Committee assignment on <area>
o Shadowing under the stewardship of <person>
o Coaching lower level employees
 Professional Developmental activities/interventions
o Further Studies
o Certification Courses
o Attendances in professional associations

SPMS CALENDAR
Activity Person Responsible Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec
1. Discussion and agreement on Development Targets
Rater and Ratee
and Goals
2. Approval of Individual Development Plan Rater
3. Submission of Individual Development Plan, together
Ratee
with IPCR, to Administrative Officer
4. Monitoring of employee performance Rater
5. Return of IPCR and Individual Development Plan for
Administrative Office
performance evaluation
6. Discussion of performance and development targets
Rater
and goals with Ratee

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