Yorro, E. A. C. (2015). Competency modelling: A tool for creating a competency-based learning and development system in the Intellectual Property Office of the Philippines (Unpublished master's thesis). Public Management Development Program, Development Academy of the Philippines,

Public Management Development Program Middle Managers Class Batch 6 Thesis (MMC)--Development Academy of the Philippines.

This Re-Entry Plan embarked on a competency modelling process to create a competency model for the Intellectual Property Office of the Philippines (IPOPHL). It provides for a descriptive set of core competencies and proficiency levels required for employees to perform successfully in their jobs. Competency models represent the most critical knowledge, skills, and behavioural terms using behavioural indicators so that the competencies are recognized when demonstrated. By having a competency model common for all positions in IPOPHL, the Human Resource Development Division can determine and design program that are responsive to the training needs and identified competency gaps of employees. Competency modelling a useful tool to determine and manage the competency levels required for different activities and functions of positions in any organization. During the three-month period ReP implementation, all data resulting from the activities conducted were collated and analyzed to create a competency model and outline competency tables that formed part of the core competencies required for each individual in IPOPHIL. The result of the ReP is the creation of the IPOPHL Competency Model. It set out how we want people in IPOPHL to work. The core competemodel outlines seven (7) competencies which are properly defined and serve as guides for developing people and providing a clear and greater understanding on what is expected from individual in the IPOPHL. The competency model shall also be used for competency-based learning and development to ensure long-term perspective and process that focuses on the organizations' and individual's training needs. In addition, the model will be used as an instrument in determining the levels of competence of staff and in identifying competency gaps given position standards. For individual development and career growth, competency tables were created for each of the seven (7) core competencies with behaviours elaborated along four proficiency levels: basic, intermediate, advanced, and expert. The behavioural indicators for each competency are considered distinct and cumulative. Initially, the Competency Model shall be used for learning and development purposes.Gradual integration of the competency model to the whole HR system will have to be done when the other types of competencies (Technical/Functional and Managerial) have been identified.