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DepEd Senior Education Program Specialist Job Description and CSC Qualifications




DepEd Senior Education Program Specialist (Human Resource Development) provides technical support in the implementation of a strategic HRD plan, operationalize the HRD systems, develop its components to suit local situation, and provide technical assistance to the schools division through the TA teams, in order to deliver quality and sustainable HRD services towards acquisition and development of competent personnel in the region

Provides technical assistance in the preparation of the HR strategic and operational plans of schools and learning centers, and of the units in the division office.

Position TitleSenior Education Program Specialist
Reports toEducation Program Supervisor
Positions SupervisedEducation Program Specialist II
Salary Grade19
Governance LevelSchools Division Office
Unit/DivisionSchool Governance and Operations Division – Human Resource Development

DepEd Senior Education Program Specialist (Human Resource Development) Qualification Standards

CSC Prescribed Qualifications




EducationBachelor’s degree in Education or its equivalent and completion of academic requirements for master’s degree relevant to the job
Experience2 years of experience in education, research, development, implementation, or other relevant experience
EligibilityRA 1080; Career Service (Professional) Appropriate Eligibility for Second Level Position
Training8 hours of relevant training

DepEd Senior Education Program Specialist (Human Resource Development) Duties and Responsibilities

KEY RESULT AREASDUTIES AND RESPONSIBILITIES
HR Strategic Plans and PoliciesReview and analyze researches, M&E Reports and identify HRD related issues and findings and submit recommendations for policy directions in the formulation of HRD programs and their implementation.
Conduct an assessment of the human resource development situation and needs of the Schools Division Office, schools and learning centers, to provide basis for HRD plans and programs.
Coordinate the preparation of a Human Resource Development Plan for the Schools Division to ensure the availability of competent personnel in the schools division when needed.
Professional and Career DevelopmentDetermine professional and competency development needs of individual personnel in the schools division by implementing the system designed for such, in order to arrive at profiles on individual and group competency development needs.
Implement a system for preparing HR Development Plans (including professional and career development plans of employees) of personnel of the schools division.
HR Development InterventionsDetermine the competency development needs of personnel in the Schools Division and identify those which can be responded to by training.
Identify (internal and external) training providers (including NEAP-R), resource speakers and facilitators, and prepare a contract for the design and conduct of training.
Prepare a “Calendar of Training and Development Programs” offering to division personnel to help them determine and schedule their attendance.
Prepare training and development program designs and packages (maybe from NEAP) to be offered regularly to schools division personnel.
Conduct training programs (including career development programs) regularly offered to schools division personnel.
Design Career Paths for teaching and non-teaching positions in the schools division office to guide personnel in their career goals setting and development.
Scholarship and Professional Program CoordinationBuild and maintain a network of institutions providing opportunities for Scholarship Programs to get updates on offerings.
Disseminate to school division personnel opportunities for scholarships and accept applications.
Coordinate the screening and selection of applicants with SDO management to arrive at a final list of scholars.
Coordinate with institutions confirmed scholars and documentary requirements to facilitate the availment of the scholarship.
Coordinate/conduct orientation of scholar to ensure awareness of the conditions of the scholarship and expectations of the agency from the scholar.
Coordinate and maintain communication and moral support to the scholar (before, during, and after scholarship) to help them complete their scholarship.
Monitor, evaluate and submit a report on the status and progress of scholars, and the benefits of the scholarship programs to the agency.
Training and Development RecordsCoordinate the installation and ensure continuous operation and maintenance of the TDIS.
Supervise the encoding of training records in the TDIS to ensure accuracy.
Guide the generation of reports and analyze data and its implications in order to provide management with information and feedback on the implementation of training and development n the schools division.
Succession and ExitCoordinate the implementation of the succession planning system in order to create a candidate pool for critical positions in the SDO.
Coordinate the implementation of Leadership Development programs for high potential employees to build a pool of leaders in the SDO.
Coordinate the implementation of retirement programs for employees due for retirement to prepare them and the organization for the transition.
Design and implement a process for gathering data from resigning personnel to get feedback on factors that helped or hindered employees in the performance of his/her work and implications towards continuous improvement in the work climate and in the workplace.
Employees WelfareDesign and implement a process for gathering data on the welfare needs of employees.
Propose, design, and implement (upon approval), programs to respond to the welfare needs of various employee groups.
Review, propose and coordinate the implementation of reward and recognition programs.
Conduct monitoring and evaluation of employee welfare programs and submits report on status, progress, and impact to provide feedback to management.
Conduct monitoring and evaluation of results of the implementation of rewards and recognition programs and submit a report on status, progress, and impact in order to provide feedback to management.
Technical AssistanceProvide Technical Assistance to schools and learning centers by responding to the identified needs in relation to HRD and other matters on governance and operations.

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