Summary
RMO No. 35-2013 establishes the BIR Strategic Training and Development Process (STDP).
Key points
- Scope of training. Training and development includes short courses, workshops, education trips, on-the-job training, benchmarking, coaching, counselling, mentoring, echoing sessions, symposia and other career or work related exercises, including special and foreign funded projects.
- Needs assessment and analysis. Training Need Assessments are regularly carried out through gap analysis, organizational and job analysis, and staff surveys. Training Needs Analysis links the Bureau’s Vision/Mission to its training, sets annual training directions, and determines non-training needs that affect performance.
- Design and long-term strategy. Design and development identifies the specific initiatives the BIR uses to improve individual and agency performance. A long-term training strategy is developed, with on-the-job and off-the-job courses in house and/or external.
- Transfer and evaluation. The Training Management Division and Training Delivery Division ensure the knowledge, skills and attitudes acquired are transferred to the workplace. Evaluation checks that the trainee learned the essential competency and that the organization got a return through improved performance and team work.
- TMD assessments and surveys. The TMD periodically assesses staff motivation, perceptions and workplace satisfaction. It also surveys taxpayers and other stakeholders on the professionalism of BIR employees.
- Components of the STDP. The components are characteristics, strategies, a framework and a process. The strategies are assessment, introductory training, hands-on experience, coaching and mentoring, advanced training, specialized training and/or scholarship, and monitoring and evaluation.
Who is affected
- BIR employees
- Training Management Division
- Training Delivery Division
Summary by Tax Resources PH. It is not a substitute for the full text of the issuance or professional advice.
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