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Career Development Plan: Employee Name: Office/Division/Section: Position

This document contains Angelito Mejorada's career development plan. It outlines his current position as a Special Investigator I and identifies competencies he needs to develop for his current role and potential future roles of LMO II or Forester III. The plan lists workshops, coaching, and training interventions to help develop these competencies over the next few years. It requires approval from his supervisor and head of office and will be reviewed every six months.

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Jan Ni�o Jugadora
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36 views

Career Development Plan: Employee Name: Office/Division/Section: Position

This document contains Angelito Mejorada's career development plan. It outlines his current position as a Special Investigator I and identifies competencies he needs to develop for his current role and potential future roles of LMO II or Forester III. The plan lists workshops, coaching, and training interventions to help develop these competencies over the next few years. It requires approval from his supervisor and head of office and will be reviewed every six months.

Uploaded by

Jan Ni�o Jugadora
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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CAREER DEVELOPMENT PLAN

Employee name: Office/Division/Section: Position:

ANGELITO M. MEJORADA DENRXI-IA, MONKAYO SPECIAL INVESTIGATOR I


Current profile Career options
Position: Special Investigator I Position: LMO II Position: Forester III

Profile match (%): Profile match (%): Profile match (%):

FC – 1/17 (5.88%) FC – 1/17 (5.88%) FC – 1/17 (5.88%)


CC – 2/5 (40%) CC – 2/5 (40%) CC – 2/5 (40%)
OC – 0/5 (0%) OC – 0/5 (0%) OC – 1/5 (0%)
LC – 1/5 (20%)

No. of years in current position: 1 month

Development objectives for current position


Position: ____Special Investigator I_____
Need to develop the following competency/ies:

PCO1 - Concept and Application of Integrated Ecosystems Management (IEM)


PCO7 - Strategies and Schemes for Financing Environmental Projects
PCO14 - Land Disposition And Management
PCO15- Forest, Water & Wildlife Resources Regulation
PCO17 – Tenurial Instruments and Permits for Improved Resource Management

Development objectives for career options


Position: ____Land Management II____ Position: __Forester III___
Need to develop the following competency/ies: Need to develop the following competency/ies:

PCO1 - Concept and Application of Integrated Ecosystems PCO1 - Concept and Application of Integrated Ecosystems
Management (IEM) Management (IEM)
PCO7 - Strategies and Schemes for Financing Environmental Projects PCO2 – Identification of Interventions and Integrating Strategies
PCO14 - Land Disposition And Management Across Sectors (Forestry, Coastal, Agriculture, Urban, Air Space) and
PCO15- Forest, Water & Wildlife Resources Regulation Zoning for Strategic Management
PCO17 – Tenurial Instruments and Permits for Improved Resource PCO3 - Characterization of Ecosystem and Use of Planning Tools And
Management Procedures
PCO5 - Preparation pf Natural Resources Management (NRM)-
Related Plans (FLUP, CRMP, ISWMP, PAMP, IRBM, IWRM)
PCO8 - Results-based Monitoring and Evaluation System (RBME)
And Environmental Audit For Different ENRM Sites

Completion Date Support/resources


Competencies to develop / enhance / enrich L&D Interventions
Planned Completed required
For current position: Special Investigator 1
PCO1 - Concept and Application of Integrated
Q3 – 2021 Supervisor’s
Ecosystems Management (IEM) Exposure/Workshop/Coaching
Approval
PCO7 - Strategies and Schemes for Financing
Exposure/Workshop/Coaching Supervisor’s
Environmental Projects Q1 - 2022
Approval
PCO14 - Land Disposition And Management Supervisor’s
Exposure/Workshop/Coaching Q3- 2024
Approval
(PCO15- Forest, Water & Wildlife Resources
Exposure/Supervisory Supervisor’s
Regulation Q2 - 2023
Training/Reading Literature Approval

PCO17 – Tenurial Instruments and Permits for


Supervisor’s
Improved Resource Management Exposure/Workshop/Coaching Q3- 2025
Approval

For career options


Position: Land Management Officer II
PCO1 - Concept and Application of Integrated Workshop/Coaching/Training Q1 - 2024 Supervisor’s
Ecosystems Management (IEM) Approval

PCO7 - Strategies and Schemes for Financing Q2 - 2023 Supervisor’s


Environmental Projects Workshop/Coaching/Training Approval

PCO14 - Land Disposition And Management Exposure, practice, peer teaching, Q3 - 2022 Supervisor’s
self-development and assistance Approval
from supervisors & coordination
with LGUs
PCO15- Forest, Water & Wildlife Resources Workshop/Coaching/Training Q3-2021 Supervisor’s
Regulation Approval

PCO17 – Tenurial Instruments and Permits for Workshop/Coaching/Training Q3-2025 Supervisor’s


Improved Resource Management Approval

For career options


Position: Forester III
PCO1 - Concept and Application of Integrated Supervisor’s
Ecosystems Management (IEM) Workshop/Coaching/Training Q2- 2021 Approval/ Special
Order
PCO2 – Identification of Interventions and Integrating
Strategies Across Sectors (Forestry, Coastal, Supervisor’s
Agriculture, Urban, Air Space) and Zoning for Strategic Workshop/Coaching/Training Q3 - 2022 Approval/ Special
Management Order

PCO3 - Characterization of Ecosystem and Use of Supervisor’s


Planning Tools And Procedures Workshop/Coaching/Training Q2-2023 Approval/ Special
Order
PCO5 - Preparation pf Natural Resources Management
Supervisor’s
(NRM)-Related Plans (FLUP, CRMP, ISWMP, PAMP,
Workshop/Coaching/Training Q3-2024 Approval/ Special
IRBM, IWRM)
Order
PCO8 - Results-based Monitoring and Evaluation Workshop/Coaching/Training Q1-2025 Supervisor’s
System (RBME) And Environmental Audit For Approval/ Special
Different ENRM Sites Order

I hereby acknowledge that my career development plan has been discussed with my supervisor, and that I have read and understood that the
interventions provided shall be used for my professional advancement and for the development of my current competencies. Further I understand
that the plan provides an opportunity to demonstrate career potential and is not a guarantee of a promotion. The plan should be evaluated at
least every six (6) months and adjusted as needed based on organizational and / or personal priorities.

ANGELITO M. MEJORADA CHAMBERLAIN J. BABIERA, J.D BAGANI FIDEL A. EVASCO


Employee name and signature Supervisor name and signature Head of Office name and signature
Date: Date: Date:

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