COMPETENCY BASED FRAMEWORK FOR FORESTRY OFFICERS A …

COMPETENCYBASEDFRAMEWORKFORFORESTRYOFFICERS

APRIL2019

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Publishedby:DepartmentofForestsandParkServices©DoFPS2019

DevelopedBy:TaskforceMembers1.NorbuWangdi,Ph.D,Dy.ChiefForestryOfficerUgyenWangchuckInstituteforConservationandEnvironmentalResearch,DepartmentofForestandParkServices,Bumthang2.DawaTshering,Sr.ForestryOfficerForestProtectionandEnforcementDivision,DepartmentofForestandParkServices,Thimphu3.SangayChophel,TradeOfficerDepartmentofTrade,MinistryofEconomicAffairs,Thimphu4.KarmaYuden,HumanResourceOfficerHumanResourceDivision,MinistryofAgricultureandForests,Thimphu5.Chojour,HumanResourceOfficerHumanResourceDivision,MinistryofAgricultureandForests6.UgyenPhuntsho,PlanningOfficerGrossNationalHappinessCommission,Thimphu7.KarmaWangdi,TradeOfficerOfficeofConsumerProtection,MinistryofEconomicAffairs,Thimphu

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TableofContents

1.OverviewoftheDepartment..........................................................................................3

2.BackgroundandRationale............................................................................................4

3.ExpectedBenefitsforDepartment.................................................................................5

4.ProcessesandOutcomes...............................................................................................54.1KeyOutcomes.......................................................................................................................64.1.1Roleprofile........................................................................................................................64.1.2:CompetencyArea,KeyCompetencies,BehaviouralIndicators(BIs)andProficiencylevels84.1.3:TrainingNeedAnalysis(TNA)..........................................................................................10

5.KeyRecommendations................................................................................................14

6.Conclusion...................................................................................................................15

Acknowledgement..........................................................................................................16

AnnexureI:CompetencyFrameworkforForestryOfficer................................................17

AnnexureIIITrainingNeedsAnalysis..............................................................................38

AnnexureIVTrainingPlan–MandatoryTrainingsfor2019-20FiscalYear.....................56Figure1MainProspectsoftheCompetencyBasedFrameworkforBhutanCivilService.......4Figure2.KeyBenefitsfortheDepartmentofForestsandParkServices.................................5Figure3CompetencyFrameworkforForestryOfficers:DevelopmentProcessandOutcomes6Figure4KeyRolesofForestryOfficers....................................................................................6Figure5KeyRolesandkeyRoleDescriptionforForestryOfficers..........................................7Figure6ValidationMeetingsfortheCompetencyFrameworkforForestryOfficers..............8Figure7KeyRolesandCompetencyAreasforForestryOfficer..............................................9Figure8MandalaofCompetencyFrameworkforForestryOfficers......................................10Figure9StepsforTrainingNeedsAnalysis............................................................................11Figure10ValidationProcessforTrainingNeedsAssessment................................................11Figure11TrainingNeedsAnalysis:BehaviorialIndicatorsRequiringInterventions.............12Figure12ExistingprofessionalstrengthofDoFPS(Source:HRD,MoAF2019)....................14

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1.OverviewoftheDepartmentTheDepartmentofForestsandParkServices(DoFPS)isoneoftheoldestGovernmentDepartmentsestablishedin1952.Itisalsooneofthelargestgovernmentdepartmentswithtotalmanpowerof1400pluscivilservantsacrossthenation.Vision:

● SustainingBhutan’sforestresources&biodiversityforthehappinessofpresentandfuturegenerations

Mission:

● ToconserveandmanageBhutan’s forest resources&biodiversity toensuresocial,economicandenvironmentalwell-being,andtomaintainaminimumof60%ofthelandunderforestcoverforalltimestocome.

Mandate:

● Maintenanceofaminimumof60%ofthecountry’sgeographicalareaunderforestcover for all times to come as mandated by the Constitution of Bhutan throughdevelopmentandimplementationofforestryprograms;

● Conservation, protection, sustainablemanagement and utilization of state forests,forest soil,water resources andbiodiversity through insightful applicationof goodscienceandsciencebasedmanagementprescriptions;

● EnsuringBhutan’scommitmentsto internationalandregionalconventions, treatiesand non-legally binding instruments through participation, facilitating andenactmentofenablingpolicies,legislation,strategies,plans,andprograms.

Corevalues:

● ManageBhutan’sforestsforsustainableproductionofeconomicandenvironmentalgoodsandservicesincludingsustainablesupplyoftimberandotherforestproducts,andtomeetthelongtermneedsofsociety

● Maintain species persistence and ensure long term sustainability of Bhutan’sbiodiversity,ecosystemservices,naturalhabitatsandculturalheritage;

● Provideforeffectiveandintegratedwatershedmanagement,maintainandimprovewater andwatershed conditions and contribute to sustainable livelihoods throughprovisionofwatershedservices;

● Provideforenablingenvironmentforthepromotionofecotourismandcreationofnature recreational areas to bring benefits to local communities and enhanceconservation;

● Empower rural communities manage forests sustainably for socio-economicbenefits, poverty reduction and to contribute to overall sustainable forestmanagementatnationallevel;

● Facilitate raising forestry crop on registered land of individuals or institutions andaccrueecological,socialandeconomicbenefits;

● Enable an economically viable and efficient forest based industry aimed at addingvaluetoforestproductsandbuildcapacityofprivatesectorandruralcommunitiestoutilise,processandmarketforestproducts;

● Carryout research togenerateknowledge, informationand technology to supportpolicyimplementationanddevelopment

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2.BackgroundandRationaleThe Royal Civil Service Commission launched the Competency Based Framework for CivilServiceincollaborationwithSingaporePolytechnicInternational,withfundingsupportfromTemasek Foundation International, Singapore. The programme is aimed at strengtheningthecapacityandcapabilitiesofthecivilservantsbasedontheirrolespecificcompetencytoenhance professionalism, growth and development to contribute optimally to nationbuilding.TheRCSCstartedtheprogrammeby identifyingsevenprofessionalgroupstodevelopandimplement the Competency Based Framework. Forestry Officer is one of the positionsidentified.TheCompetencyBasedFrameworkof theForestryOfficerhasbeendeveloped to furtherenhance the capacity and capabilities of the ForestryOfficers to support the goal of theDepartment of Forests and Park Services to be a professional and dynamic institutioncommitted to excellence, courtesy and service delivery and to safeguard the country’snationalinterestatalltimes.

Figure1MainProspectsoftheCompetencyBasedFrameworkforBhutanCivilService

Sincethelaunchoftheprogrammeon6thAugust2018,theCompetencyBasedFrameworkof the Forestry Officers has been developed through a series of workshops. The finalcompetencyframeworkforForestryOfficersincludes3roleprofiles,11competencyareasand15keycompetencies.TheoverviewoftheframeworkisattachedasannexureI.

• Guidetheuhlizahonofthe12thFYPHRDbudget,especiallyshorttermtrainings

• Aideincarryingoutsuccessionplanningandtalentmanagement,

• Reduceskillsmismatch

• Putinplaceastructuredcompetency-basedmanagementprachceinBhutanCivilService.

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3.ExpectedBenefitsforDepartmentThefollowingbenefitsareexpectedfortheDepartmentofForestsandParkServices:

Figure2.KeyBenefitsfortheDepartmentofForestsandParkServices

4.ProcessesandOutcomesThroughconsultativeandinclusiveprocesses,agency’sroleprofile,competencyareas,keycompetencies, behavioural indicators and the proficiency levels were developed. ThesewerefurthervalidatedwiththetechnicaladvisorycommitteeoftheDepartmentofForestsandParkServices.

1.EnhancethetechnicalcapacityoftheForestryOfficerstomaximizeorganizationalperformance

2.ProvidegreaterroleclarityandallowForestryOfficerstotakeownershipforcontinuousprofessionaldevelopment

3.PrioritizetrainingprogramsfortheForestryOfficers&effectivelyutilizetheHRDBudget

4.Enhanceeffectivenessoftraininganddevelopmentefforts

1.RoleProfile(3KeyRoles)

ReviewCorepurpose

IdentifyKeyGoalsandRoles

2.CompetencyAreas(11)

IdentifyCompetencyAreasforeachrole

3.Key

Competencies(15)

IdentifyKeyCompetenciesfortheCompetencyAreas

4.BehaviouralIndicators(65) DefineBehavioralIndicators(BIs)MapBIswithproficiencyLevels(P4-P1)

5.TrainingNeed

Analysis IdentifyTrainingNeedsand

Interventions

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Figure3CompetencyFrameworkforForestryOfficers:DevelopmentProcessandOutcomes

4.1KeyOutcomes

4.1.1RoleprofileThe role profile for Forestry serviceweredeveloped and validated from08August till 25

August 2018. Feedback on the role profiles was sought through an online survey fromdifferentstakeholderswithintheDepartment,NaturalResourcesDevelopmentCorporationLtd.(NRDCL)andGreenBhutanCorporationLtd.(GBCL).Specifickeyroledescriptionsweredeveloped for the3key roles. To further validate the roleprofiles, consultationmeetingswereheldwiththeChiefsof functionaldivisionsattheDoFPSheadquartersandwiththeregional offices in Bumthang and the Ugyen Wangchuck Institute for Conservation andEnvironmentalResearch.

Figure4KeyRolesofForestryOfficers

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Figure5KeyRolesandkeyRoleDescriptionforForestryOfficers

1.TechnicalExpert

KeepabreastwiththelatesttrendsofR&Dinforestryandbiodiversitymanagementtoenhanceinternalcapacityinsustainableforestmanagementandbiodiversityconservation.Reviewtheexistingpolicies,rulesandregulationsrelatedtoforestandbiodiversitytoensurerelevancy.Trainandguidecolleaguesandrelevantstakeholderstoenhanceskillsandcompetenciesforefficientservicedelivery.Sharethedifferentaspectsofforestandbiodiversityconservationandmanagementtocolleaguessothattheyaremoreeffective.Mainstreamclimatechangeadaptationandmitigationprogramtoenhanceclimate-smartforestandbiodiversitymanagement.

2.StrategicPartner

Engageallkeydivisionsandrelevantstakeholderstoformulatecomprehensivemasterplanforthedepartment.Engagecommunitiestogarnersupportinparticipatoryforestmanagement

,biodiversityconservationandtakeintoaccountthetraditionalmanagementpractice.Reviewexistingpolicyandregulatoryframeworksandrecommend

amendmentstoensurerelevancy.Collaboratewithpartneragenciestoseekfundingandtechnicalsupportfor

sustainableforestmanagementandbiodiversityconservation.

3.Environmental

Advocate

EngageallkeyagencieswithinDoFPSandotherstakeholdersinordertoensureparticipationtowardsmanagementandconservationofforestryresourcesandbiodiversity.Enforceforestryrulesandregulationstoensureconservationandprotection

offorestsresources,biodiversityandenvironment.Trainthecurrentandfuturecitizenstocreateawarenessonimportanceof

safeguardingandmanagingthenaturalresourcesandenvironment.Createservicestandardstoensureefficientservicedelivery.

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4.1.2:CompetencyArea,KeyCompetencies,BehaviouralIndicators(BIs)andProficiencylevelsThrough this process,we identified 11 competency areas, 15 key competencies ( Fig.7&Fig.8)anddevelopeda totalof65BIsacross4proficiency levels for theForestryOfficer (AnnexureII).ThesewerevalidatedatthefinalconsultationandvalidationmeetingwiththeTechnicalAdvisoryCommitteeoftheDepartmentofForestsandParkServices.SomeofthekeyvalidationactivitiesundertakenweregiveninFigure6.

Figure6ValidationMeetingsfortheCompetencyFrameworkforForestryOfficers

Valida\onofofRoleProfile:OnlineSurvey• 15-21Aug2018

Valida\on:TAC,DoFPS• 23Aug,2019

Valida\onofKeyCompetenciesandBIs:OnlineSurvey• 27-31Aug2018

TrainingNeedsAssessmentValida\on:OnlineSurvey• Dec19-25,2018

FinalValida\onMee\ngatDoFPS30thOct2019

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Figure7KeyRolesandCompetencyAreasforForestryOfficer

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Figure8MandalaofCompetencyFrameworkforForestryOfficers

ThecompletesetofCompetencyareas,KeyCompetencies,BehaviouralIndicators(BIs)andProficiencylevelsisattachedasAnnexureII.

4.1.3:TrainingNeedAnalysis(TNA)A training needs analysiswas carried out for the Forestry Officers following the steps asspecificiedinFigure9,fromNov12-18,2019andtheoutputswerevalidatedfrom19-25thDecember2018.FromtheTNA,weidentified16BIsfromfirstroleTechnicalExpert,22BIsfromsecondrole:StrategicPartnerand20BIsfromthirdrole,EnvironmentalAdvocateasinadequateandrequiringfurtherinterventions(Fig.11).Atthesametime,wealsorecordedthepossiblereasonsforperformancegapandthemostsuitablemethodsof interventionsfortheseinadequateBIs.

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Figure9StepsforTrainingNeedsAnalysis

Someofthekeyvalidationactivitiesundertakenwereasfollows:

Figure10ValidationProcessforTrainingNeedsAssessment

TrainingNeedsAssessmentNov2-7,2019

Finalisa\onofTNAatGelephu2-8Dec2019

TrainingNeedsAssessment:Valida\on:OnlineSurvey18-25Dec,2018

FinalValida\onMee\ngatDoFPS:TNAandTrainingPlanfor2019-20:FY26thDec2019

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Figure11TrainingNeedsAnalysis:BehaviorialIndicatorsRequiringInterventions

ThedetailedTNAMatrix forfourpositionlevelsofForestryOfficersandtrainingplanfor2019-20FYisattachedasAnnexureIII.4.1.1.3.1 EvaluationofcurrentsituationCurrently, there is no competency framework for the technical servcies including theForestryServices.TheDepartmentof Forests andPark Services is oneof theoldestDepartments and hasmorethan1400+staff.Therolesofforestryservceisvertycomplexandrequirestofulfillthe mandates of both a regulator and a service provider. Thus the staff under theDepartrmentrequirescompetenciesstoeffectivelydelivertheservicestobenefitthelargerpublic.Based on our experiences and analysis of the current existing staff strength at variouspositions levels, theBIs inwhich less than 75%of the colleagues are “very competent”havebeenidentifiedasareasrequiringinterventionstoimproveperformance.Basedontheanalysisofthesurveyandfocusgroupmeetingheldtofindoutthereasonsforperformancegap,itwasfoundthat:

1.TechnicalExpert

1.Technical/Func/onalExper/se(4BIs,P4,P3,P2,P1)

2.Analy/cs&Cri/calThinking(4BIs,P4,P3,

P2,P1)

3.FosteringInnova/onandTechnology

(4BIs,P4-P1)

4.Training/Coaching(4BIs,P4,P3,P2,P1)

2.StrategicPartner

1.BusinessAcumen(3BIs,P3,P2,P1)

2.Adaptability(3BIs,P3,P2,P1)

3.Nego/a/on(4BIs,P4,P3,P2,P1)

4.Collabora/on/Co-ordina/on&Integra/on(4BIs,P4,P3,P2,P1)

5.InterpersonalRela/ons/Effec/veCommunica/on(4BIs,P4,P3,P2,P1)

6.TeamWorkOrienta/on(4BIs,P4,P3,P2,P1)

3.EnvironmentalAdvocate

1.ServiceOrienta/on(4BIs,P4,P3,P2,P1)

2.ConflictManagement

(4BIs,P4,P3,P2,P1)

3.ResourceMobiliza/on(4BIs,P4,P3,P2,P1)

4.Professionalism(4BIs,P4,P3,P2,P1)

5.Credibility(4BIs,P4,P3,P2,P1)

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(i) LevelsofexistingcompetencyWe observed that the Expert level officers (P1) are the most competent across theproficiency level followed by Experienced level officers(P2), Advanced Level (P3) and theEntrylevelofficers(P4).(ii) Based on our analysis, the top 5 reasons for performance gap of Forestry Officers

acrosstheproficiencylevels(P4-P1)were:

1) Limitedknowledgeandskills:OneofthelikelyreasonforlimitingPerformanceamong

forestryofficerswaslimitedrolespecificknowledgeandskills.

2) Lengthy processes and unclear chain of command: Another likely reason limitingperfromancewasduetoexistinglengthyprocessesandunclearchainofcommand.

3) Limited capacitybuilding opportunities:Duetostretchassignments, there isacquired

andaccumulatedexpertiseinsomeareas.However,thereislimitedopportunityfortheForestryOfficerstolearnfromoneanother.

4) Physical/Resources:Oneofthefactorslimitingtheperformanceofforestryofficerswasalso due to inadequate resources (financial, material and human resources),infrastructuresandadministrativesupport.

5) Emotional/Incentives: There was also low intrinsic motivation among the ForestryOfficers and proper incentive mechanism, which limited opportunity to improve onperformance.

Basedonouranalysis,amongthe15Keycompetencies,thefollowingcompetencieswereidentfied as requiring immediate interventions inorder to improve the performance oftheForestryOfficersacrossalltheproficiencylevels.

1) Technical/FunctionalExpertise2) AnalyticsandCriticalThinking3) FosteringInnovationandTechnology4) Adaptability5) Negotiation6) Collaboration,CoordinationandIntegration7) Interpersonal/CommunicationSkills8) TeamWorkOrientation9) Professionalismand10) ResourceMobilization

FortheinadequateBIsunderdifferentrolesofForestryOfficersacrossproficiencylevels,

different methods of interventions were also identified. Some of the most commonmethodsofinterventionsthatwererequiredforimprovingperformancewere:

• Formalclassroomtrainings• Trainingworkshops• OJT(Onthejobtraining)and

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• Mentoring4.1.1.3.2 KeyConsiderations

Inevaluatingandprioritisingappropriatestrategiestoaddresstheseissues,thefollowingkeyconsiderationsweremade:

1. The Department is constrained in terms of resources such as human resources andfinancial/materialresources.

2. Theannualperformanceagreement(APA)andDepartmenttargetsforthe12thFYPwasalsoconsidered.

3. Thecurrentexistingprofessionalstaffstrengthwasalsoconsiderd.Atotalof198PlevelOfficerscurrentlyexistsintheDoFPS(Fig.12).Theseprofessionalshavediifferentlevelofcompetencies based on the nature of their duties and placement. They also possesesdifferentlevelofworkrelatedknowledgeandskills.

4. TheDepartmentwouldrequireconstantsupportfromtheRoyalCivilServiceCommissionandtheMinistryofAgricultureandForests.

Figure12ExistingprofessionalstrengthofDoFPS(Source:HRD,MoAF2019)

5.KeyRecommendations

ThefollowingrecommendationsareproposedforimplementingthecompetencyframeworkforForestryOfficers:

1. Disseminate the competency framework developed for the Forestry Officers byApril2019.

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43

54

84

0

10

20

30

40

50

60

70

80

90

P1ChiefForestryOf4icer

P2Dy.ChiefForestryOf4icer

P3SeniorForestryOf4icer

P4ForestryOf4icer

No.ofPersonnel

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2. DevelopandImplementtheFormalTrainingplanforSpecializationinForestrySubjectsforP1&P2Levelofficers.

3. Developatrainingplanforenhancinginterpersonalskills(suchascommunication,negotiation,leadership,conflictmanagement,resourcemobilization)acrossallproficiencylevels(P4-P1).

4. Pilotamentoringprogramforentry(P4)levelOfficersinordertocreatealearningculture,promoteprofessionalandpersonalgrowth,involvesminimalcostanddecreasesprovidesarichexperiencefortheyoungofficers.

Table1TimelineofImplementationPlan

Slno.

ActionPlan TimeFrame

1. DevelopacomprehensivetrainingplanandMentoringprogramforForestryOfficers

January2019

2. ImplementationofTrainingplanandMentoringProgram

April2019-June2023

3. Reviewoftheimplementationprogress(Annual)

June2020

6.ConclusionBased on the framework, the Departmentmay prioritize and implement interventions tostrengthen competency of ForestryOfficers to deliver effectively and fulfill the three keyrole. The Department may also prioritize and seek finacial and human resources toimplement these intervnetions within the 12th Five Year Plan. The Departmentmay alsopilotmentoringprogramsfortheentrylevelofficers.

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AcknowledgementTheauthorswouldliketoexpressourgratitudetotheRoyalCivilServiceCommissionandtheHumanResourceDevision,MinistryofAgicultureandForestsfortheopportunitytobepartof this great initiative. This frameworkwouldnot havebeenpossiblewithout thesupportofthemanagementoftheDepartmentofForestsandParkServices.WewouldalsoliketoexpressourheartfeltthankstoalltheChiefsandstaffofthefunctionaldivisionsandthe field offices for their valuable contributions which enriched this competencyframework. We would also like to greatly acknowledge the experts from SingaporePolytechnicforsharingtheirknowledgeandexperiencesandprovidingtechnicalinputsfortheoveralldevelopmentofthecompetencyframework.Finally we would like to express our heartfelt gratitude to Themasek FoundationInternationalforprovidingfinancialsupportforthisproject.

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AnnexureI:CompetencyFrameworkforForestryOfficerA.OverviewNumberofKeyrolesidentified 3

Numberofcompetencyareaidentified

11

Numberofcompetenciesidentified 15

BehaviouralIndicators 65

Proficiencylevels 4(P4,P3,P2,P1)

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B. Competency Areas, Key Competencies and Behavioural Indicators Role 1: Technical Expert

Sl. No

Competency Area Key Competencies Final key Competencies Behaviour Indicators

1 1.DomainExpertise(Havingin-depthknowledgeonforest,biodiversityandrelatedsubjects)

1.Technicalandfunctionalexpertise2.Science-PolicyLinkage3.Climate-smartforestandbiodiversitymanagement4.Inter-personal/Communicationskills

1.Technicalandfunctionalexpertise(In-depthknowledgeonforest,biodiversityandrelatedsubjects)2.Analytics&CriticalThinking(Soundresearchknowledgeandstatisticalanalysis,influencepolicymakerstomakeinformeddecisionsthroughscience-basedevidence)3.FosteringInnovationandTechnology(Abilitytoreview,putforthnewideasandrecommendrelevanttechnology)4.Training/Coaching(Recognisecapabilitygapsofsubordinates,fostergrowth,provideopportunities,conduciveenvironment,constantguidance)

Technicalandfunctionalexpertise1.Proactivelyseeksknowledgeandinformationandremainsup-to-dateoncurrenttrendsincoretechnicalforestry,biodiversityandrelatedsubjects.2.Effectivelyappliestechnicalknowledgetocarryoutjobresponsibilities.3.Leadsinprovidingpractical/technicaladvice/solutionstosupporttheDepartmentoperation.4.Continuouslypursuespersonallearninganddevelopmentopportunitiestoenhanceprofessionalgrowthanddevelopment.

2.Research&Planning(Soundresearchandanalyticalskills,developeffectiveplans)

1.Technicalandfunctionalexpertise

2.FosteringInnovationandTechnology

3.ICTandCommunicationskills

4.ResearchandAnalyticalskills

5.StrategicThinking6.Result-oriented

Analytics&CriticalThinking1.Independentlycarriesoutresearchtocollectreliabledataandinformationpertinenttoforestryandbiodiversityconservation.2.Performsthoroughanalysisandvalidateinformationanddataonforestryandbiodiversityfrommultiplesourcesandidentifyknowledgegapsandfutureresearchareas.3.Providesscience/evidencebasedrecommendationstoinfluencepolicyanddecisionmaking.4.Developsconceptproposalstoaddressemergingissuesrelatedtoforestry,biodiversityconservationandmanagementinBhutan.

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FosteringInnovationandTechnology1.Anticipateschangeandseeksbestpracticestoaddressemergingissuesandchallengesinconservationandmanagementofforestsandbiodiversity.2.Identifiesandadoptscreativeapproachesandinnovativewaysofworking,technologies,andcost-effectivesolutionstoovercomeorganizationalchallenges.3.Generatesnewideasandperspectivestofurtherenhancepoliciesandimplementationstrategies.4.Recommendsnewplanstomonitoranddeveloptheeffectivemanagementsystemforimprovedoutcome.

3.Training/Mentoring(Abilitytoshareknowledgeandskills,coachandguidesubordinates)

1.Technicalandfunctionalexpertise2.ICTandCommunicationskills3.Coaching

Training/Coaching1.Clearlyrecognisesthecurrentandfuturecapacityneedsoftheinternalandexternalstakeholdersandprovideopportunitiesandenablingenvironmentforprofessionaldevelopment.2.Mentorspeersandsubordinatestoenhancetheirtechnicalcompetenceandon-goingprofessionaldevelopment.3.Developsandimplementrelevanttrainingprogramstoenhancecapacityofpeers.4.Usesappropriatetrainingandinstructionapproachesandtoolstoeffectivelydeliverthecapacitybuildingprograms.5.Providestechnicalexpertiseandsharesthesuccessstoriesinforestryandbiodiversitymanagementtoenhanceskillsandknowledge.

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Role 2: Strategic Partner Competency Area Key Competencies Final key Competencies Behaviour Indicators

1.DomainExpertise(Havingin-depthknowledgeonforest,biodiversityandrelatedsubjects)


1.BusinessAcumen(Exploreeconomicopportunities,assessrisksandthreats,analysisbusinesstrends,developbusinessmasterplan)2.Adaptability(Understandchangesincustomers,markets,technologyandincorporatechangesinforestrymanagementandpolicies)3.Negotiation(Buildconsensusreasonablythroughcoordinationandcompromise,fostercooperation)4.Collaboration,Coordination,andIntegration(Buildconstructivenetwork,trustandconfidenceinsideandoutsidetheagency,workcooperativelywithmultiplestakeholders,effectiveorganization,integratediverseviewsforabalancedoutcome)5.Inter-personal/Communicationskills(Fosterconduciveinter-personalandhaveeffectivecommunicationskills,Effectivewritingskills(grantwriting,policybriefs,technicalandacademicreports),contextualcommunication(verbalandnon-verbal),useoftechnicalinformationaccurately,appropriateICTtools6.Teamworkorientation(Workasateammembertowardsachievingcommongoals)

BusinessAcumen1.Analyzesrelevantbusinesstrendsandidentifyeconomicopportunities,financialmechanisms,economicfactorsandregulations,anddevelopacomprehensivebusinessmasterplanforforestrysector.2.Recognizesbusinessthreatsand/oropportunitiesaffectingtheforestrysectorandrecommendingactionstoaddressthem.3.Translatestheorganization’svisionandgoalsintorelevantplansandactionsandfurtherrealigningworkeffortswithchangesinorganizationaltargets.4.Collaborateseffectivelywithpartneragenciesandkeystakholderstomobiliseresourcesandtechnicalsupportforsustainablemanagmentandforestryandbiodiversitymanagementofforest.

2.BusinessAcumen(Analyzebusinesstrendsandopportunities,developcomprehensivebusinessmasterplan)

1.BusinessAcumen

Adaptability1.Demonstratesflexibilityandcreativityduringunusualorunexpectedcircumstances.2.Respondstochangewithapositiveattitudeandwillingnesstoadaptandfindnewwaystoaccomplishworkobjectives.3.Drivestheimplementationofchangeinworkenvironment,andmonitorstheirimpactstoensureorganizationalperformanceisimprovedorsustained.4.Exhibitswillingnesstolearnnew

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methods,procedures,techniquesorsystemstoimproveorganizationalperformance.

4.Developsconceptproposalstoaddressemergingissuesrelatedtoforestry,biodiversityconservationandmanagementinBhutan.

3.RelationshipManagement(Abilitytoidentifykeystakeholders,establishingstrongworkingrelationshipsandworkingenvironments)

1.Inter-personal/Communicationskills2.Adaptability3.Negotiationskills4.Collaboration5.Leadershipandpersonaleffectiveness

Negotiation1.Maintainsconduciveworkingrelationshipenvironmentwithallstakeholdersforcollectiveservicedelivery.2.Discusseskeyissuesrelatedtoforestandbiodiversitymanagementandrecommendnewsolutions.3.Makesaconsensusreasonablythroughcoordinationandcompromiseandtogetagreementandco-operationfrompartnersandstakeholders.4.Objectivelymanagesdifficultsituationswithstakeholdersandidentifyacommonsolutiontoachieveawin-winoutcome.5.Usesnegotiationandmediationskillstoeffectivelyresolveissuesasateam.

Collaboration,Coordination,andIntegration1.Leveragesworkingrelationshipswithcustomersandcolleaguestobuildstrongconnections,cooperationandcollaboration.2.Workscooperativelywithmultiplestakeholders,demonstratingwillingness

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toconsideralternativeapproachesorideas.3.Dealseffectivelywithconfrontationalsituations,demonstratingdiplomacy,tact,empathyandconsiderationfordifferingpointsofview.4.Organizesregularmeetingsamongstakeholderstoenhancecooperationanddiscussionstomeetthechangingneedsofusers.5.Asksquestionstoidentifysharedinterests,experiencesorothercommonground6.Showsaninterestinwhatothershavetosay;acknowledgestheirperspectivesandideas7.CreatesaculturethatrecognizesandclearlyappreciatesthebusinessconcernsandperspectivesofothersInter-personal/Communicationskills1.Usesinterpersonalskillstobuildcooperativerelationshipswithcustomersandstakeholdersandpartners.2.Tailorsandpresentsinformationandfactseffectivelytodiverseaudiences,usingavarietyofcommunicationmethodsandtools.3.Activelyseeksperspectivesfromotherstoensureinclusivenessandunderstanding.4.Createsimpactfulwrittencommunication,providefeedbackandcommentstoimproveotherswrittenmaterials.

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6.Teamworkorientation1.Considerstheviewsofotherstomaintaineffectiveworkingrelationship.2.Co-operatesandconsistentlyworkswithotherteammemberstoaccomplishtaskandgoals.3.Fostersandencourageeffectiveworkingrelationshipswithcolleagues,stakeholdersandpartners.4.Facilitateteamspiritamongthestafftoachievetheultimategoalsoftheagency.

Role 3: Environmental Advocate Competency Area Key Competencies Final key Competencies Behaviour Indicators 1.DomainExpertise(Havingin-depthknowledgeonforest,biodiversityandrelatedsubjects)


1.Service-oriented(Understandneedsofcustomers,developplansandactivitiestomeettheirneeds)2.Professionalism(Maintainshighstandardsofprofessionalandethicalconducts)3.Conflictmanagement(Manageconflictsthroughunbiaseddecisions,providecriticaljudgment)4.ResourceMobilization(MobilizeHRandmaterialresourcesforefficientandeffectiveperformance)5.Credibility(Maintainprofessionalethics,gaintrustandconfidencefromthecustomersandrelevantstakeholders)

Service-oriented1.Proactivelyidentifieskeycustomersandstakeholdersunderlyingneeds,andtheworkactivitiesandmethodologiesthatwillbestaddresstheseneeds.2.Continuouslyassistsbusinesspartnersandcustomersachievetheirworkgoalsviaapplicationoftheirownskillsandknowledge3.Proactivelylistenstocustomersandinvolvestheminallstagesofplanning4.Discussesoptionswithcustomersforalternatewaystomeetexpectationsefficientlyandcost-effectively

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2.StakeholderEngagement(Fruitfulengagementofmulti-sectoralstakeholders)

1.CoordinationandIntegration2.Interpersonal/Communicationskills3.Negotiationskills4.ResourceMobilization

Professionalism1.Demonstratesprofessional,ethicalconduct,suchastrust,integrity,confidentialityanddiscretionduringtheconductofallworkactivities.2.Appliesprinciplesofqualityassuranceandscientificrigorinallworkactivities.3.Balancestheneedfor'attentiontodetail'withafocusongoalsandobjectivestoachievethedesiredoutcomes.4.Appliesspecializedknowledge,skillsandjudgmenttoaccomplishdesiredresultsand/orprovideexcellentcustomerservice.

3.ForestryServiceDelivery(Timelyandefficientdeliveryofforestryservices)

1.Technicalandfunctionalexpertise2.Customer-oriented3.Inter-personal/Communicationskills4.Professionalism5.Credibility

Conflictmanagement1.Buildsconsensusandcommitmenttotheteammandate,vision,goals,roles,responsibilities,andprocesses.2.Resolvesconflicts,confrontationsanddisagreementsinaconstructivemanner.3.Maintainspositive,productiveworkingrelationshipsdespitediffering/conflictingsituationsandpersonalities.4.Assumesresponsibilityforownactionsandtheconsequencesforactionsundertakenanddecisionsmade.

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4.Compliance&Enforcement(Firmimplementationofrulesandregulationsinfairandtransparentmanner)

1.Technicalandfunctionalexpertise2.Analyticalskills3.Conflictmanagement4.Inter-personal/Communicationskills(Advocacy)5.Informationmanagement

ResourceMobilization1.Coordinatesresources(includingfinancial,logistical,supplies,etc.)neededtoimplementwork/projectplansandachievedesiredresults.2.Commitsresourcestoimproveperformance.3.Buildslocalstewardshipskillsandresourcesofcommunityleaders,stakeholdergroupsandresidentscaneffectivelyparticipateinnationalforestplandevelopment,implementation,monitoringandadaptivemanagement.

Credibility1.Ensuresunbiasedimplementationsofrulesandregulationstoallusers2.Enforcesunbiasedrulesandregulationsforeffectiveimplementationandrelevancy.3.Observesethicsandintegritytopromotecorruptionfreepracticesinforestry4.Navigateseffectivelythroughpoliticalandorganizationalcomplexitiestoavoidorovercomepotentialbarrierstosuccessfulcompletion.5.Consistentlyreliableanddependableovertime;alwaysdeliversoncommitments6.Createsanenvironmentintheorganizationwhereothersareexpectedtohaveathoroughknowledgeand

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commandofalltherelevantfactsandinformationinallsituationscommandofalltherelevantfactsandinformationinallsituations.

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C.ProficiencyLevelsandBehaviourialIndicators

Role 1: Technical Expert

Key Competencies Proficiency Level

Entry (P4) Experienced (P3) Advanced (P2) Expert (P1) 1. Technical Expert

1.Possessesin-depthknowledgeincoretechnicalforestry,biodiversityandrelatedsubjects.2.Appliestechnicalknowledgetocarryoutjobresponsibilitiesandsolveissuesinforestryandbiodiversitymanagement.3.Issoughtoutforinformation,toprovideinputandadviceinhis/hertechnicalarea.4.Proactivelypursuespersonallearninganddevelopmentopportunitiestoenhanceprofessionalgrowthanddevelopment.

1.Possessesin-depthandup-to-dateknowledgeandskillsincoreforestryandbiodiversitysubjects2.Effectivelyappliestechnicalknowledgetosolvearangeofproblemsinforestryandbiodiversitymanagement.3.Issoughtoutasanexpert,toprovideadviceorsolutionsinhis/hertechnicalarea.4.Proactivelypursuespersonallearninganddevelopmentopportunitiestoenhanceprofessionalgrowthanddevelopmentofselfandcolleagues.

1.Possessesacomprehensiveandin-depthknowledgeandskillsinaspecificareaofforestry/biodiversity.2.Effectivelyappliestechnicalknowledgetosolveabroadrangeofcomplexproblemsinforestryandbiodiversitymanagement.3.Issoughtoutasanexpert,toprovideadviceorsolutionsinhis/hertechnicalarea.4.Proactivelypursuespersonallearninganddevelopmentopportunitiestoenhanceprofessionalgrowthanddevelopmentofselfandcolleagues.

1.Possessesacomprehensiveandin-depthknowledgeandskillsinaspecificareaofforestry/biodiversity;consideredanexpertinspecifictechnicalarea.2.Isabletodeveloptechnicalsolutionstoextremelycomplexproblemsinforestryandbiodiversitymanagementthatcannotbesolvedusingexistingmethodsorapproaches.3.Issoughtoutasanexpert,toprovideadvice,direction,orsolutionstothemostcomplexproblemsinforestryandbiodiversitymanagement.4.Encouragesandcreatesopportunitiesforenhancingprofessionalgrowthanddevelopmentofcolleaguesandenhanceorganizational

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2.Analytics & Critical Thinking

1.Observesobviousdiscrepanciesandinconsistenciesinavailableinformationonforestryandbiodiversityandvalidatesthem.2.Developsconceptproposalsandconductassessments/studiestoaddressemergingissuesrelatedtoforestry,biodiversityconservationandmanagementinBhutan.3.Suggestsrecommendationsforinfluencingpolicydecisions.4.Examinesthecosts,benefits,risks,andopportunitiesindecision-making.

1.Noticesdiscrepanciesandinconsistenciesinavailableinformationonforestry,biodiversityandrelatedfieldsandvalidatesthem.2.Developsconceptproposalsandconductassessmentstoaddressemergingissuesrelatedtoforestry,biodiversityconservationandmanagementinBhutan.3.Providesscience/evidence-basedrecommendationstoinfluencepolicyanddecisionmakingtothehigherauthorities.4.Analyzesthecosts,benefits,risks,andopportunitiesindecision-making.

1.Performsthoroughanalysesandvalidatesinformationanddataonforestryandbiodiversityfrommultiplesourcesandidentifiesknowledgegapsandfutureresearchareas.2.Independentlycarriesoutassessments/studiestocollectreliabledataandinformationpertinenttoforestryandbiodiversityconservationandmanagementinBhutan.3.Providesawiderangeofscience/evidence-basedrecommendationstoinfluencepolicyanddecisionmakingtothehigherauthorities.4.Carriesoutthoroughanalysestoassessandcomparethecosts,benefits,risks,andopportunities,indecision-making.

1.Carriesoutthoroughanalysesandnoticesevensubtlediscrepanciesandinconsistenciesinavailableinformation.2.validatesinformationanddataonforestryandbiodiversityfrommultiplesourcesandidentifyknowledgegapsandrecommendsfutureresearchareas.2.Leadsawiderangeofpolicyimpactsstudiestosolveawiderangeofproblemsinmanyaspectsofforestryandbiodiversitymanagement.3.Providesawiderangeofscience/evidence-basedrecommendationstoinfluencepolicyanddecisionmakingtothemanagement.4.Directs/carriesoutthoroughanalysestoassessandcomparethecosts,benefits,risks,andopportunitiestorenderfinaldecision.

3.Fostering Innovation & Technology

1.Usesefficient,faster,andcheaperwaystodothingstofurtherenhanceworkenvironmentandimplementation.2.Exploresandusesnewapproaches,methods,andtechnologies.3.Contributesindevelopinganewmethodorapproach,aspart

1.Adoptscreativeapproachesandinnovativewaysofworking,technologies,andcost-effectivesolutionstoovercomeorganizationalchallenges.2.Often,proposesnewapproaches,methodsortechnologiesforpracticalimplementationinthefield.3.Contributesindevelopinganew

1.Anticipateschangeandseeksbestpracticestoaddressemergingissuesandchallengesinconservationandmanagementofforestsandbiodiversity.2.Regularlyproposesnewapproaches,methodsortechnologiesthatarehighlysuccessful.3.Personallydevelopsand

1.Identifiesandadoptscreativeapproachesandinnovativewaysofworking,technologies,andcost-effectivesolutionstoovercomeorganizationalchallenges.2.Promotesaculturethatregularlyproposesnewapproaches,methods,ortechnologiesrelevantinforestry

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ofateam.4.Workscooperativelywithothersandsuggestssolutionstoproblems.

methodorapproach,aspartofateam.4.Workseffectivelyandcooperativelywithotherstoproduceinnovativesolutionsforanumberofproblems.

proposesanewmethodorapproachthatenhancesdepartmentaloutputs.4.Workseffectivelywithfullcooperationwithotherstoproduceinnovativesolutionsforawiderangeofproblems.

andbiodiversitymanagementthatarehighlysuccessful.3.ProvidesfullsupportandcoachotherstopersonallydevelopanewmethodorapproachthatenhanceDepartmentoutputs.4.Fostersstrongcollaborationwithotherstoproducepracticallyinnovativesolutionsforemergingissues.

4. Training / Coaching

1.Oftenprovidesfeedbacktosubordinatestoencouragethemandimprovetheirperformance.2.Whenproblemsandissuesoccur,meetswithsubordinatestodealwiththem.3.Mentorspeersandsubordinatestoenhancetheirtechnicalcompetenceandon-goingprofessionaldevelopment.4.Exploresavenuesforeducationandcapacitydevelopmentopportunitiesforselfandsubordinatestaff.5.Encouragessubordinatesandpeerstotakeadvantageofself-developmentopportunities.

1.Usuallyprovidesconstructivefeedbackstosubordinatestoencouragethemandimprovetheirperformance.2.Proactivelymeetswithsubordinatesanddealswithissuesandproblems.3.Usuallymentorspeersandsubordinatestoenhancetheirtechnicalcompetenceandon-goingprofessionaldevelopment.4.Exploresavenuesforeducationandcapacitydevelopmentopportunitiesforselfandsubordinatestaff.5.Encouragessubordinatesandpeerstotakeadvantageofself-developmentopportunities.6.Proposesrelevanttrainingneedsandprogramstoenhancecapacityofpeers.

1.Alwaysprovidesconstructivefeedbackstostafftoencouragethemtobemoreeffectiveandthusachievetheagency'sdesiredgoalsandoutputs.

2.Proactivelymeetswithstaffmembersonaregularbasis,anddealswithissuesandproblemswithcommonsolutions.

3.Proactivelymentorspeersandsubordinatestoenhancetheirtechnicalcompetenceandon-goingprofessionaldevelopment.

4.Alwaysexploresandrecommendseducationanddevelopmentopportunitiesforstaff.Proposesthatallnewemployeesreceiveafullorientationtotheorganization.

5.Developsandimplementrelevanttrainingprogramsto

1.Providesregularfeedbackstostaffinordertomotivatethemandenhancetheirperformance.Establishestrust,listensactively,leadsinplanningprocesses,tracksprogress,andensuresthattheagencygoalsandoutputsareachieved.

2.Proactivelymeetswithstaffmembersonaregularbasis,anddealswithissuesandproblemswithcommonsolutions.

3.Alwaysmentorsstafftoenhancetheirtechnicalcompetenceandon-goingprofessionaldevelopment.

4.Takesanactiveroleintraininganddevelopingstaffthroughcoaching,mentoring,jobrotations,or

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enhancecapacityofpeers.

6.Encouragesemployeestotakeadvantageofself-developmentopportunities.

mobilitytonewrolesorpositions.Ensuresthatallnewemployeesreceiveafullorientationtotheorganization.

5.Clearlyrecognizesthecurrentandfuturecapacityneedsofstaffandprovideopportunitiesandenablingenvironmentforprofessionaldevelopment.6.Constantlyencouragesstafftoadvantageofself-development.

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Role 2: Strategic Partner


Entry (P4) Experienced (P3) Advanced (P2) Expert (P1) 1. Business Acumen

1.Activelyseeksguidancefromsuperiorsandstrivestoaddresscustomerneeds.2.Developsrelationshipwithcustomersandwillinglyworkwiththemtoensureeffectiveservicedelivery.3.Activelylistensandrespondstocustomerneedsanddeliversservicesontime.

1.Proactivelyinitiatesactivitiesandplanstoaddresscustomerneedseffectively.2.Developsrelationshipwithcustomersandwillinglyworkwiththemtoensureeffectiveservicedelivery.3.Activelyrespondstocustomerneedsandtakespromptactiontoprovideservicesontime.

1.Promptlylistensandincorporatesviewsofcustomersandidentifiesbetteroptionstomeettheirneeds.2.Maintainspositiveandlong-termworkingrelationshiptoensureefficientservicedelivery.3.Consistentlyrespondspositivelytocustomerneedstoensuretimelyservicedelivery.

1.Proactivelyidentifieskeycustomersunderlyingneeds,andinitiatesplans,activitiesandapproachesthatbestaddressestheirneeds.2.Promotesserviceorientedanddynamicworkingrelationshipculturetoenhanceefficientservicedelivery.3.Anticipateschallengesandissuesinaddressingcustomerneedsanddevisesstrategiesandapproachestoenhanceservicedelivery.

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2.Adaptability 1.Showshighprofessionalethicsduringimplementationofthedailyactivities.2.Appliesprinciplesofparamilitaryapproachesandethicswhilecarryingoutthetasks.3.Strivestoseekabalancebetweenimmediateandlong-termagencygoals.4.Appliesspecializedknowledgeandskillstoaccomplishdesiredresultsandprovideefficientservicedelivery.

1.Showsandmaintainshighprofessionalethicswhilecarryingoutdaily.2.Appliesprinciplesofparamilitaryapproachesandethicswhiledeliveringthetasks.3.Strivestoseekabalancebetweenimmediateandlong-termagencygoals.4.Appliesspecializedknowledgeandskillstoaccomplishdesiredresultsandtoprovideexcellentservicedelivery.

1.Showsandmaintainshighprofessionalethicswhilecarryingoutthedailyactivities,formulatingplansandprograms.2.Consistentlyappliesprinciplesofparamilitaryapproachesandcodeofconductwhiledeliveringthetasks.3.Strivestoseekabalancebetweenimmediateandlong-termagencygoalsandaccordinglysuggestplansandactions.4.Appliesspecializedknowledge,skillsandcriticaljudgmenttoaccomplishdesiredresultsandprovideefficientservicedelivery.

1.Demonstratesandpromotesacultureofprofessionalismandethicswithintheorganization.2.Facilitatesandpromotesprinciplesofparamilitaryapproachesandethics/codeofconductwithintheorganization.3.Focusesandanalysestheshort-termandlong-termagencygoalsandadoptsappropriatestrategiestoachievethedesiredoutcomes.4.Promotesandencouragesapplicationofspecializedknowledge,skillsandcriticaljudgmenttoensuresuccessandprofessionalismwithintheagency.

3.Negotiation 1.Identifiesissuesandchallengeswithintheexistingsystemandinitiatesnegotiationprocess.2.Possessesgoodabilitytolistentoothers’pointsofviewandnegotiateafaircompromise.3.Activelyseeksguidancefromsupervisors/expertstoresolvedisagreements.

1.Identifiesissuesandchallengeswithintheexistingapproachesandsuggestsmeasurestoaddress.2.Possessesaverygoodabilitytolistentoothers'pointsofviewandnegotiateafaircompromise.3.Considerstheperspectivesofotherstoachievedesired/win-winoutcomes.

1.Identifieskeyissuesandchallengeswithintheexistingapproachesandcriticallyanalysesandsuggestsmeasurestoaddressandmakechanges.2.Possessesanexcellentabilitytolistentoothers’pointsofviewandnegotiateafaircompromise.3.Developsandusesstrategiestopersuadeothers,

1.Criticallyanalyseskeyissuesandchallengeswithintheexistingapproachesandadoptcreativesolutionstoovercomeorganizationalchallenges.2.Activelylistenstoallpointsofviewwithanopenmind,seekscollaborativesolutions,andnegotiatesafaircompromise.3.Demonstratesdiplomatic

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particularlyinsensitivesituations.4.Useseffectiveapproachestosettledisagreementsamicably.

approachesanddeveloptrustamongststakeholders.4.Encouragesstafftocomeupwithcreativesolutionstoachievewin-winoutcomes.

4. Collaboration,Coordination,andIntegration

1.Engagesmultiplestakeholderstotakepartinregularmeetingsanddecision-makingprocessestoenhancecooperation.2.Asksquestionstoidentifysharedinterests,experiencesorothercommongroundtoenhancecollaborationandintegration.3.Showsinterestsinwhatothershavetosay;acknowledgetheirperspectivesandideas.

1.Workscooperativelywithmultiplestakeholders,demonstrateswillingnesstoconsideralternativeapproachesorideas.2.Organizesregularmeetingsamongstakeholderstoenhancecooperationanddiscussionstomeetthechangingneedsofusers.3.Analysestheperspectivesandinputsofstakeholdersandsuggestschangesandintegrationtoplansandprograms.

1.Guidesandleveragesworkingrelationshipswithcustomersandcolleagues,tobuildstrongconnectionsandcooperationandcollaboration.2.Buildsconstructivenetworkswithinandoutsidetheorganizationtofacilitatetheaccomplishmentofresults.3.Criticallyanalysestheperspectivesandinputsofstakeholdersandrecommendschangesandintegrationtoplansandprograms.

1.Dealseffectivelywithconfrontationalsituations,demonstratesdiplomacy,tact,empathyandconsiderationfordifferingpointsofviewandprovidessolutions.2.Buildsandensuresconstructivenetworkswithinandoutsidetheorganizationtorealizethegoals.3.Createsaculturethatrecognizesandclearlyappreciatestheagency’sconcernsandperspectivesofothers.

5.Inter-personal/Communicationskills

1.Seeksperspectivesandadvicefromotherstohaveaclearunderstandingandcommunicatetothestakeholders.2.Usesinterpersonalskillstobuildcooperativerelationshipswithstakeholders.3.Developsclearandconcisecommunicationmaterialsand

1.Tailorsandpresentsinformationandfactseffectivelytodiverseaudiences,usingavarietyofcommunicationmode.2.Demonstratesinterpersonalskillstobuildcooperativerelationshipswithstakeholders.3.Developsclearandconcisecommunicationmaterialsanddocuments.

1.Consistentlydeliversaccurate,clear,andconcisemessages,orallyorinwritingtoeffectivelycommunicatewithstakeholders.2.Effectivelyusesinterpersonalskillstobuildcooperativerelationshipswithstakeholders.3.Developsimpactfulwrittencommunicationmaterials,

1.Deliversclear,accurateandconcise(succinct)messages,andpersuadesstakeholderstotakeaction.2.Demonstratesandencouragesuseofinterpersonalskillstofosterprofessionalrelationships.3.Developsimpactfulwrittencommunicationmaterials,providefeedbackand

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documents. providesfeedbackandcommentstoimproveotherswrittendocuments.

communicatesthestrategicdirectiontowardsunderstandingandachievingtheagencygoals.

6.TeamworkOrientation

1.Considerstheviewsofotherstomaintaineffectiveworkingrelationship.2.Co-operatesandconsistentlyworkswithotherteammemberstoaccomplishtaskandgoals.

1.Buildsandmaintainseffectiveworkingrelationshipsamongcolleaguesandstakeholders.2.Consistentlyworkswithdiversestakeholderstosolveproblemsandachievetasksandgoals.

1.Initiatesandmaintainseffectiveworkingrelationshipsamongcolleaguesandstakeholders.2.Frequentlyusesopportunitiestoworkasateamtoimpartorganizationalknowledgeandexperiencestohelpotherssucceed.

1.Fostersandencourageeffectiveworkingrelationshipswithcolleagues,stakeholdersandpartners.2.Facilitateteamspiritamongthestafftoachievetheultimategoalsoftheagency.

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Role 3: Environmental Advocate


Entry (P4) Experienced (P3) Advanced (P2) Expert (P1) 1. Service-oriented

1.Activelyseeksguidancefromsuperiorsandstrivestoaddresscustomerneeds.2.Developsrelationshipwithcustomersandwillinglyworkwiththemtoensureeffectiveservicedelivery.3.Activelylistensandrespondstocustomerneedsanddeliversservicesontime.

1.Proactivelyinitiatesactivitiesandplanstoaddresscustomerneedseffectively.2.Developsrelationshipwithcustomersandwillinglyworkwiththemtoensureeffectiveservicedelivery.3.Activelyrespondstocustomerneedsandtakespromptactiontoprovideservicesontime.

1.Promptlylistensandincorporatesviewsofcustomersandidentifiesbetteroptionstomeettheirneeds.2.Maintainspositiveandlong-termworkingrelationshiptoensureefficientservicedelivery.3.Consistentlyrespondspositivelytocustomerneedstoensuretimelyservicedelivery.

1.Proactivelyidentifieskeycustomersunderlyingneeds,andinitiatesplans,activitiesandapproachesthatbestaddressestheirneeds.2.Promotesserviceorientedanddynamicworkingrelationshipculturetoenhanceefficientservicedelivery.3.Anticipateschallengesandissuesinaddressingcustomerneedsanddevisesstrategiesandapproachestoenhanceservicedelivery.

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2. Professionalism

1.Showshighprofessionalethicsduringimplementationofthedailyactivities.2.Appliesprinciplesofparamilitaryapproachesandethicswhilecarryingoutthetasks.3.Strivestoseekabalancebetweenimmediateandlong-termagencygoals.4.Appliesspecializedknowledgeandskillstoaccomplishdesiredresultsandprovideefficientservicedelivery.

1.Showsandmaintainshighprofessionalethicswhilecarryingoutdaily.2.Appliesprinciplesofparamilitaryapproachesandethicswhiledeliveringthetasks.3.Strivestoseekabalancebetweenimmediateandlong-termagencygoals.4.Appliesspecializedknowledgeandskillstoaccomplishdesiredresultsandtoprovideexcellentservicedelivery.

1.Showsandmaintainshighprofessionalethicswhilecarryingoutthedailyactivities,formulatingplansandprograms.2.Consistentlyappliesprinciplesofparamilitaryapproachesandcodeofconductwhiledeliveringthetasks.3.Strivestoseekabalancebetweenimmediateandlong-termagencygoalsandaccordinglysuggestplansandactions.4.Appliesspecializedknowledge,skillsandcriticaljudgmenttoaccomplishdesiredresultsandprovideefficientservicedelivery.

1.Demonstratesandpromotesacultureofprofessionalismandethicswithintheorganization.2.Facilitatesandpromotesprinciplesofparamilitaryapproachesandethics/codeofconductwithintheorganization.3.Focusesandanalysestheshort-termandlong-termagencygoalsandadoptsappropriatestrategiestoachievethedesiredoutcomes.4.Promotesandencouragesapplicationofspecializedknowledge,skillsandcriticaljudgmenttoensuresuccessandprofessionalismwithintheagency.

3. Conflict management

1.Assistsinbuildingconsensusandcommonunderstandingofmandates,vision,goals,roles,responsibilities.2.Strivestomaintainpositiveandproductiveworkingrelationshipsdespiteconflictingsituations.3.Identifiespotentialconflictsandseekadvicefromsuperiorsforresolvingthe

1.Workscooperativelywithotherstobuildconsensusandsolveproblemsandreachtocommonagreement.2.Strictlymaintainspositiveandproductiveworkingrelationshipsdespiteconflictingsituations.3.Activelyidentifiesandassesstheseverityofpotentialconflictsandinitiatesactionstoresolve.

1.Effectivelyresolvesconflicts,confrontationsanddisagreementsinaconstructivemanner.2.Listensopenlytoothers'viewsandmaintainspositiveandproductiveworkingrelationshiptofindsolutionsfortheconflicts.3.Criticallyassessestheseverityofpotentialconflictsandinitiatesactionsto

1.Professionallynegotiatesconflicts,confrontationsanddisagreementsinaconstructivemanner.2.Demonstratesakeenabilitytodistinguishtheseverityofconflictsandresolveconflictsamicably.3.Effectivelyidentifiesandpreventspotentialconflictsfromarising.

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issues.

resolve.

4. Resource Mobilisation

1.Coordinatesresourcemobilizationadheringtoorganizationgoalsandobjectives.2.Utilizesavailableresourcestoimplementplansandactivitiestoachievedesiredoutputs.

1.Effectivelycoordinatesresourcesrequiredtoimplementactionplansandachievedesiredresults.2.Utilizesavailableresourcesjudiciouslytoimplementplansandactivitiestoachievedesiredoutputs.

1.Effectivelycoordinatesresourcesrequiredtoimplementactionplansandachievedesiredresults.2.Identifiescostsavingmeasuresandjudiciouslyusesresourceseffectivelytoachievehighqualityoutputs.

1.Facilitatesresourcemobilizationtoimproveoverallperformanceandachievetheagencygoalsandobjectives.2.Promotesstewardshipofresourcesanddevelopstrategiesforeffectiveimplementationtoachieveagencygoalsandobjectives.

5. Credibility

1.Actsethicallyandassumesresponsibilityforone’sactionsanditsconsequences.2.Remainsreliableanddependableandstrivestodeliverorganizationalcommitments.3.Ensuresunbiasedimplementationsofrulesandregulationstoallstakeholders.

1.Actsethicallyandensuresexcellentservicedeliverytogaintrustandconfidenceofstakeholders.2.Consistentlyremainsreliableanddependableandalwaysdeliversorganizationalcommitments.3.Criticallyanalysestheconflictingclauses/provisionsinrulesandregulationsandrecommendschangestoensureeffectiveimplementation.

1.Actsethicallyandappliesspecializedknowledge,skillsandjudgmenttoaccomplishdesiredresultsandforexcellentservicedelivery.2.Alwaysremainsreliableanddependableanddeliversorganizationalcommitmentsexceedingly.3.EffectivelycarriesoutthoroughanalysesofconflictingprovisionsinRulesandRegulationsandfurtherrecommendsforamendmentstotheagency.

1.Demonstratesandpromoteshighlyprofessionalandethicalconducttowardsefficientservicedeliverytoachievetheagencygoalsandobjectives.2.Displaysandnurturesstrongsenseofcommitmentandcredibilitytowardsensuringorganizationalsuccess.3.Createsanenvironmentintheorganizationwhereothersareexpectedtohaveathoroughknowledgeandcommandofalltherelevantfactsandinformationinallsituationstoensurecredibility.

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AnnexureIIITrainingNeedsAnalysis

Role1.TechnicalExpert

KeyCompetency PositionLevel

BehavioralIndicator(NotAdequate)

Likelyreasonforperformancegap

Methodofinterventions Learningobjectives

1.TechnicalandFunctionalExpertise

P4

1.Appliestechnicalknowledgetocarryoutjobresponsibilitiesandsolveissuesinforestryandbiodiversitymanagement.

1.Intellectual/SkillandKnowledge(Lackofrole-specificknowledgeandskills)2.Intellectual/ProceduresorMethods(Lengthyprocessesandunclearchainofcommand)

1.Joborientation2.OJT3.Training/Workshop

1.DevelopeffectiveoperationalplanforForestManagementUnitafterthesuccessfulcompletionofOJTinForestResourceManagementDivision.2.DevelopsustainableWatershedManagementplanafterundergoingOJTinWatershedManagementDivision.3.Developeffectiveresearchproposalonbiodiversityandwildlifetogeneratebaselinedataaftercompletionofworkshoponprojectproposaldevelopment.

P3

1.Effectivelyappliestechnicalknowledgetosolvearangeofproblemsinforestryandbiodiversitymanagement.

1.Intellectual/ProceduresorMethods(Lengthyprocessesandunclearchainofcommand)2.Physical/Resources(Limitedresourcesandsupport)

1.Classroomtraining(Projectmanagement)2.Mentoring3.Study/exposurevisits

1.Developinnovativeplansandprogramstoenhancesustainableforestryandbiodiversitymanagementaftersuccessfullyundergoingtrainingandstudyvisits.2.Implementinnovativeplansandprogramstoenhancesustainableforestryandbiodiversity

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managementaftersuccessfullyundergoingtrainingandstudyvisits.3.Developeffectiveforestryandbiodiversitymanagementstrategiesthataddressrangeofproblemsaftersuccessfulcompletionoftraining.4.Developproposaltogarnerresourcesfromthemanagementtoeffectivelyimplementplansandprograms.

P2

1.Possessesacomprehensiveandin-depthknowledgeandskillsinaspecificareaofforestry/biodiversity;proactivelyseekstoremainup-to-dateoncurrenttrends.

1.Intellectual/SkillandKnowledge(Limitedtaskrelatedskills,policies,andprocedures)2.Physical/Resources(Limitedresourcesandsupport)

1.Trainings2.Workshop(disseminatepolicies,plans,programs)3.Mentoring

1.Developinnovativeplansandprogramstoenhancesustainableforestryandbiodiversitymanagementaftersuccessfullyundergoingtraining.2.Implementinnovativeplansandprogramstoenhancesustainableforestryandbiodiversitymanagementaftersuccessfullyundergoingtrainingandstudyvisits.3.Developeffectiveforestryandbiodiversitymanagementstrategiesthataddressrangeofproblemsaftersuccessfulcompletionoftraining.4.Developproposaltogarnerresourcesfromthemanagementtoeffectivelyimplementplansandprograms.

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P1

1.Issoughtoutasanexpert,toprovideadvice,direction,orsolutionstothemostcomplexproblemsinforestryandbiodiversitymanagement.

1.Emotional/Incentives(Lackofincentivemechanism,andfixedcareerprospects)2.Physical/Resources(Limitedresourcesandsupport)

1.Incentivemechanisms/training2.ProjectManagementtraining

1.Developandimplementwell-justifiedforestmanagementstrategiesthataddressadiversityofobjectives.2.Developproposaltogarnerresourcesfromthemanagementtoeffectivelyimplementplansandprograms.

2.Analytics&CriticalThinking

P4

1.Developsconceptproposalsandconductassessments/studiestoaddressemergingissuesrelatedtoforestry,biodiversityconservationandmanagementinBhutan.

1.Intellectual/SkillandKnowledge(Lackofrole-specificknowledgeandskills)2.Physical/Resources(Limitedresourcesandsupport)3.Emotional/Motives(Lackonintrinsicmotivation,initiative)

1.Classroomtraining2.Self/Onlinelearning3.Workshops4.Prioritization(resources,training)5.Mentoring/coaching

1.Developeffectiveforestryandbiodiversitymanagementstrategiesthataddressrangeofproblemsaftersuccessfulcompletionoftraining.2.Developproposaltogarnerresourcesfromthemanagementtoeffectivelyimplementplansandprograms.3.Applythetechniquesandtoolsofprojectplanning,monitoringandevaluationforeffectivelymanagingforestryprojects.4.Alignthedailytaskstothenationalandorganizationalgoalstoenhanceperformance.

P3

1.Analyzesthecosts,benefits,risks,andopportunitiesindecision-making.

1.Intellectual/SkillandKnowledge(Lackofrole-specificknowledgeandskills)2.Intellectual/Procedures(Lengthyprocessesandunclearchainofcommand)

1.Classroomtraining2.Self/Onlinelearning3.Workshops4.Prioritization(resources,tasks)5.Mentoring/coaching

1.Criticallyevaluatethecostsandbenefitsofanyprojectsandtakedecisions.2.Followtheexistingimplementationmodalitiesandprovidesuggestionsforimprovement.3.Evaluatehumandimensionsof

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sustainableforestandbiodiversitymanagement,includingallrelevantstakeholders,perspectives,andpoliciesanddevisecomprehensivemanagementplans.

P2

1.Performsthoroughanalysesandvalidatesinformationanddataonforestryandbiodiversityfrommultiplesourcesandidentifiesknowledgegapsandfutureresearchareas.

1.Physical/TaskExpectations(limitedspecifictaskrelatedskills).

1.Training/Workshop 1.Criticallyevaluatetheavailablescienceandinformationonforestryandbiodiversityandprioritizeresearchanddevelopmentagendaforsocietalbenefits.2.Incorporatethebasicknowledgeofforestry,biodiversitymanagementandnaturalsciencesintodecisionmakingtobenefitthesocietyatlarge.3.Applyquantitativereasoningskillstoforestryproblemstodevisesolutionsforemergingproblemstoenhancelivelihood.

P1

2.Leadsawiderangeofpolicyimpactsstudiestosolveawiderangeofproblemsinmanyaspectsofforestryandbiodiversitymanagement.

1.Intellectual/SkillandKnowledge(Limitedprojectmanagementskills)2.Physical/Resources(Limitedresourcesandsupport)

1.Training/Workshop(ProjectManagement/StrategicManagement)

1.Applyessentialresearchandanalyticalskillstoconducthighimpactresearchtofindeffectivesolutions.2.Developeffectiveforestryandbiodiversitymanagementstrategiesthataddressrangeofproblemsaftersuccessfulcompletionoftraining.

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3.Applystrategicskillsinmanagingforestryprojectsandprogramstoenhanceservicedelivery.

3.FosteringInnovationandTechnology

P4

1.Exploresandusesnewapproaches,methods,andtechnologies.

1.Intellectual/SkillandKnowledge(Limitedtechnologydev.skills)2.Physical/Resources(Limitedresourcesandsupport)

1.Training/Studytour

1.Developeffectiveforestryandbiodiversitymanagementstrategiesthataddressrangeofproblemsaftersuccessfulcompletionoftraining.2.Applystrategicknowledgeandskillstodevelopapproaches,toolsandtechnologiestoenhanceservicedelivery.

P3

1.Often,proposesnewapproaches,methodsortechnologiesforpracticalimplementationinthefield.


1.Training/Studytour 1.Developeffectiveforestryandbiodiversitymanagementstrategiesthataddressrangeofproblemsaftersuccessfulcompletionoftraining.2.Applystrategicknowledgeandskillstodevelopapproaches,toolsandtechnologiestoenhanceservicedelivery.

P2

1.Regularlyproposesnewapproaches,methodsortechnologiesthatarehighlysuccessful.


1.Training/Studytour 1.Developeffectiveforestryandbiodiversitymanagementstrategiesthataddressrangeofproblemsaftersuccessfulcompletionoftraining.2.Applystrategicknowledgeandskillstodevelopapproaches,toolsandtechnologiestoenhanceservicedelivery.

P1 1.Promotesa 1.Intellectual/Skilland 1.Training/Studytour 1.Developeffectiveforestryand

44

culturethatregularlyproposesnewapproaches,methods,ortechnologiesrelevantinforestryandbiodiversitymanagementthatarehighlysuccessful.

Knowledge(Limitedtechnologydev.skills)2.Physical/Resources(Limitedresourcesandsupport)

biodiversitymanagementstrategiesthataddressrangeofproblemsaftersuccessfulcompletionoftraining.2.Applystrategicknowledgeandskillstodevelopapproaches,toolsandtechnologiestoenhanceservicedelivery.

4.Training/Coaching

P4

1.Mentorspeersandsubordinatestoenhancetheirtechnicalcompetenceandon-goingprofessionaldevelopment.

1.Intellectual/SkillandKnowledge(Limitedtaskrelatedskills)2.Physical/Capacity(limitedabilitytodeliver)3.Emotional/Motives(lackofmotivation,initiatives

1.Training2.Mentoring/Coaching

1.Buildeffectivepersonalandprofessionalrelationships.2.Setcleargoalsforpersonalgrowthandlearning.3.Reflectonexperiencesandlessonslearnedfromthementoringprogramandapplyforfuturetasks.4.Objectivelyassessone'sstrengthsandopportunitiesforgrowth.

P3

1.Usuallymentorspeersandsubordinatestoenhancetheirtechnicalcompetenceandon-goingprofessionaldevelopment.

1.Intellectual/SkillandKnowledge(Limitedtaskrelatedskills)2.Physical/Capacity(Inadequate3.Emotional/Motives(lackofmotivation,initiatives


1.Buildeffectivepersonalandprofessionalrelationships.2.Setcleargoalsforpersonalgrowthandlearning.

45

P2

1.Usuallymentorspeersandsubordinatestoenhancetheirtechnicalcompetenceandon-goingprofessionaldevelopment.

1.Intellectual/SkillandKnowledge(Limitedtaskrelatedskillsandknowledge)2.Physical/Capacity(Inadequateskillsfornewtasks)


1.Buildeffectivepersonalandprofessionalrelationships.2.Setclearstrategicgoalsforagency'sgrowthanddevelopment.3.Reflectonexperiencesandlessonslearnedfromthementoringprogramandapplyforfuturetasks.

P1

1.Takesanactiveroleintraininganddevelopingstaffthroughcoaching,mentoring,jobrotations,ormobilitytonewrolesorpositions.Ensuresthatallnewemployeesreceiveafullorientationtotheorganization.

1.Intellectual/SkillandKnowledge(Limitedtaskrelatedskillsandknowledge)2.Physical/Capacity(Inadequateskillsfornewtasks)


1.Buildeffectivepersonalandprofessionalrelationships.2.Setclearstrategicgoalsforagency'sgrowthanddevelopment.3.Reflectonexperiencesandlessonslearnedfromthementoringprogramandapplyforfuturetasks.4.Objectivelyassessorganization'sandpersonalstrengthsandopportunitiesforgrowth.

46

Role2.StrategicPartner

KeyCompetency PositionLevel



Methodofinterventions Learningobjectives

1.BusinessAcumen

P4 P3 1.Analyzesrelevant

businesstrendsandidentifieseconomicopportunities,financialmechanisms,andeconomicfactorsandregulations,andinitiatesdevelopmentofacomprehensivebusinessmasterplanforforestrysector.

1.Physical/Resources(inadequateresourcesandmaterials)2.Intellectual/ProceduresorMethods(Unclearchainofcommand,lengthyprocedures,unclearSOP)

1.Proposal/Effectiveproposalwriting2.Mentoring/coaching3.Classroomtraining(ProjectbasedsituationanalysisandProjectManagementtraining)

1.Developcomprehensivebusinessmasterplanforbiodiversityandforestrybasedprojectactivities.2.Applythebestapproachestoidentifycurrenttrendsinforestryandbiodiversityafterundergoingprojectmanagementtraining.3.Projectfutureopportunitiesforbiodiversityandforestrybasedbusinessactivitiesaftersuccessfulcompletionoftraining/studyvisits.

P2 1.Recognizesbusinessthreatsandopportunitiesaffectingtheforestrysectorandrecommendingactionstoaddressthemwithinthemasterplan.

1.Physical/Resources(inadequateresourcesandmaterials)2.Emotional/Incentives(Lackofincentivemechanism)

1.Proposal/Effectiveproposalwriting2.Mentoring/coaching3.Training

1.Applythebestsolutiontoovercomethepotentialthreatstotheforestrybasedbusinesswitheffectivebusinessmasterplan.2.Explorebusinessopportunitiesintheforestrybasedprojectandproviderecommendationforeffectiveimplementation.

47

P1 1.Championstheartofcross-sectoraldialoguesandreviewrecommendationforeffectivedecision-makingtoachievethedesiredgoals.

1.Physical/Resources(inadequateresourcesandmaterials)2.Intellectual/ProceduresorMethods(Incentivemechanism,lengthyprocess)

1.Proposal/Effectiveproposalwriting2.Seminar/Workshop(disseminatepolicies,plans,programs)

1.Developeffectiveproposalstogarnerresourcesfromthemanagementtoeffectivelyimplementplansandprograms.2.Developinnovativeplansandprograminharmonywithotherpoliciesandlawstoachievespecifictargets.3.Exhibitcreativityinaligningallinterestandneedofprojectsandprograms

2.Adaptability 4 1.Exhibitswillingnesstolearnnewmethods,procedures,techniquesorsystemsforself-development.

1.Intellectual/ProceduresorMethods(Lackofguidanceandconduciveenvironmentandsystemforselfdevelopment)

1.OJT2.Mentoring3.Self-Learning

1.Applymethodsandskillsforselfdevelopmenttoadaptwiththesystemtodeliverservices

3 1.Dealseffectivelywithvariousstakeholdersanddifferentsituations.

1.Intellectual/SkillandKnowledge(lackofgoodcommunication,negotiationandproblemsolvingskills)

1.Training2.workshop

1.Communicateclearlytheissuesandpossiblesolutionswithstakeholderstoresolvedifferences.2.Applynegotiationskillstosolveproblemseffectivelyindifferentsituations2.Developeffectiveprofessionalworkingrelationshipwithstakeholders

2 1.Understandstherequirementsofdifferentsituationsandeffectivelyadaptshisbehaviorevenunderstressfulsituations.

1.Intellectual/ProceduresorMethods(lackofsituationalanalysisskills)2.Emotional/Motives.(Lackofproperincentivesandprotection)

1.Incentiveandprotectionmechanism2.Training3.Mentoring

1.Analyzedifferentsituationandmanagethestressfulsituation

48

1 1.Drivestheimplementationofchangeandmonitorstheirimpactstoensureorganizationalperformanceisimprovedorsustained.

1.Emotional/Motives(Lackofmotivationandincentives)2.Physical/Resources(Insufficientadministrativesupportandresources)

1.Properdelegationofauthority.2.Taskbasedincentives3.LeadershipTraining/M&E

1.Motivateemployeestoimprovetheorganizationalperformanceandtakeresponsibilitywithaccountability2.Monitororganizationalperformanceeffectively

3.Negotiation 4 1.Possessesgoodabilitytolistentoothers’pointsofviewandnegotiateafaircompromise.

1.Intellectual/SkillandKnowledge(lackofrolespecificskills)2.Emotional/Motives(Lackonintrinsicmotivation,initiative)

1.OJT2.Training/Workshop3.Mentoring/coaching

1.Recognizethebasicprinciplesofnegotiationandtheneedtonegotiateinasustainableway2.Developacoherentcaseandsetclearobjectives

3 1.Possessesaverygoodabilitytolistentoothers'pointsofviewandnegotiateafaircompromise.

1.Intellectual/SkillandKnowledge(lackofrole-specificskills)2.Intellectual/ProceduresorMethods(Unclearchainofcommand,lengthyprocedures,unclearSOP)

1.Prioritization(resources,casesensitive)2.Workshops3.Mentoring/coaching

1.Recognizewhethertheyarebeingcooperativeorcompetitive2.DevelopanActionPlanforuseintheworkplace3.Enhancenegotiationskillsbyapplyingbestpracticesinareal-worldsetting

2 1.Possessesanexcellentabilitytolistentoothers’pointsofviewandnegotiateafaircompromise.

1.Emotional/Incentives(Lackoffairincentivemechanism,reward)2.Emotional/Mission(unclearcommand,policies)

1.Workshops2.Mentoring/coaching

1.Developcalmandobjectivitythroughoutthenegotiationprocess2.Recognizethevariousstagesofeffectivenegotiation3.Developstrategiestoensurepositiveoutcomes

49

1 1.Demonstratesdiplomaticapproachesanddeveloptrustamongststakeholders.

1.Intellectual/ProceduresorMethods(unclearcommand,procedures)2.Informationflow(timely,accurateinformation)

1.Workshop/Seminar 1.Dealwithhostilityandnegotiateacceptablesolutions2.Applynegotiationskillsinavaryingsituations3.Applypsychologyprinciplestonegotiateeffectively

4.Collaboration,Coordination,andIntegration

4 1.Engagesmultiplestakeholderstotakepartinregularmeetingsanddecision-makingprocessestoenhancecooperation.

Intellectual/ProceduresorMethods(Limitedknowledgeoneffectivecoordinationofmulti-sectoralmeetings)

1.OJT2.Workshops3.Self/Onlinelearning4.Mentoring/coaching

1.CarryouteffectivecoordinationamongmultiplestakeholdersafterundergoingOJTandworkshop

3 1.Analysestheperspectivesandinputsofstakeholdersandsuggestschangesandintegrationtoplansandprograms.

Intellectual/SkillandKnowledge(Limitedknowledgeontaskrelatedskillsandpolicies)

1.Classroomtraining(Analyticalskills)2.Workshops(policies)

1.Carryouteffectiveanalyticsandmakecrucialcontributionintheintegrationofplansandprogramsafterundergoingtrainingonanalyticalskillsandworkshoponrelevantpolicies.

2 1.Buildsconstructivenetworkswithinandoutsidetheorganizationtofacilitatetheaccomplishmentofresults.

Intellectual/SkillandKnowledge(Limitedknowledgeontaskrelatedskillsandtobuildeffectivenetworkandcollaboration)

1.Training(PartnershipBuilding,Interpersonalskills)2.Mentoring/coaching

1.Carryouteffectiveanalyticsandmakecrucialcontributionintheintegrationofplansandprogramsafterundergoingtrainingonanalyticalskillsandworkshoponrelevantpolicies

50

1 1.Dealseffectivelywithconfrontationalsituations,demonstratesdiplomacy,tact,empathyandconsiderationfordifferingpointsofviewandprovidessolutions.

Physical/TaskExpectations(Providedelayedandineffectivedecisionswhichdonotresolvethedemandingsituations)

1.Classroomtraining(Decisionmaking)2.Self/Onlinelearning3.Workshops(SELP)

1.Provideeffectiveandtimelydecisionstoresolvedemandingsituationsafterundergoingrelevanttrainingandworkshop.

5.Inter-personal/Communicationskills

4 1.Developsclearandconcisecommunicationmaterialsanddocuments.

Physical/Resources(Lackofadequatematerialsandresources)

1.Classroomtraining(Writingcommunicationmaterials)2.Self/Onlinelearning3.Workshops4.Prioritization(resources)

1.Developclearandconcisecommunicationmaterialsafterundergoingtrainingoneffectivewritingofcommunicationmaterials.

3 3.Developsclearandconcisecommunicationmaterialsanddocuments.

Physical/Resources(Lackofadequatematerialsandresources)

1.Classroomtraining(Writingcommunicationmaterials)2.Self/Onlinelearning3.Workshops4.Prioritization(resources)

1.Developclearandconcisecommunicationmaterialsafterundergoingtrainingoneffectivewritingofcommunicationmaterials.

2 1.Consistentlydeliversaccurate,clear,andconcisemessages,orallyorinwritingtoeffectivelycommunicatewithstakeholders.

Intellectual/SkillandKnowledge(Doesnotalwaysexpressideasinaclearandconcisemannerorallyorinwriting)

1.Classroomtraining(Communication)2.Self/Onlinelearning3.Workshops

1.Expressideasinaclear,concise,andeffectivemannerbothorallyandinwriting,afterundergoingtrainingoncommunicationskills.

51

1 1.Demonstratesandencouragesuseofinterpersonalskillstofosterprofessionalrelationships.

Intellectual/SkillandKnowledge

1.Classroomtraining 1.Fosterprofessionalrelationshipandinterpersonalskillsamongstaff.2.Promoteandcreatesanenvironmenttoenhanceinterpersonalskillsandprofessionalism.

6.TeamworkOrientation

4 1.Co-operatesandconsistentlyworkswithotherteammemberstoaccomplishtaskandgoals.

1.Emotional(lackoftheabilitytoworkwellwithothers)

1.Mentoring2.Trainings3.Coffeeconversations

1.Buildteamrapporttoenhancepersonaleffectiveness.

3 1.Consistentlyworkswithdiversestakeholderstosolveproblemsandachievetasksandgoals.

1.Emotional/Motives(lackofmotivation/initiative)2.Physical/Resources(Inadequatehumanresources)

1.Mentoring2.Trainings3.Self/onlinelearning

1.Fosterstrongerrelationshipandcohesivenessinteamstoachievethedesiredoutcome2.Developagoodinsightintothebehavioraldynamicsofselfandotherstoachievethegoalsset

2 1.Initiatesandmaintainseffectiveworkingrelationshipsamongcolleaguesandstakeholders.

1.Emotional/Incentives(lackofincentives)2.Physical/Resources(Inedequatepersonnelavailabletodothetask

1.Incentivemechanism2.Mentoring3.Trainings4.Self/onlinelearning

1.Fosterteamspiritforachievementofcommongoals2.Maintaineffectiveworkingrelationshipamongcolleaguesandstakeholders.

52

1 1.Fostersandencourageseffectiveworkingrelationshipswithcolleagues,stakeholdersandpartners.

Emotional/Incentives(lackofincentives)

1.Incentivemechanism2.Training

1.Promoteteamspiritamongcolleaguestoefefctivelyimplementplansandprogramtoachivecommongoals.

Role3.EnvironmentalAdvocateKeyCompetency

PositionLevel



Methodofinterventions

Learningobjectives

1.Service-oriented

P4 3.Activelylistensandrespondstocustomerneedsanddeliversservicesontime.

1.Intellectual/Skillandknowledge(lackoftaskrelatedskills)2.Physical/Resources(Inadequatepersonnelavailabletodothetask3.Procedures/Methods(Policiesandprocedurelapses)

1.Classroomtrainings2.Workshops3.OJT4.SOP

1.ComplywithSOPforeffectiveservicedelivery.2.Complywiththeexistingrulesandregulationsforeffectiveservicedelivery

P3 1.Activelyrespondstocustomerneedsandtakespromptactiontoprovideservicesontime.

1.Intellectual/Skillandknowledge(lackoftaskrelatedskills)2.Physical/Resources(Inadequatepersonnelavailabletodothetask


1.ComplywithSOPforeffectiveservicedelivery.2.Complywiththeexistingrulesandregulationsforeffectiveservicedelivery

53

3.Procedures/Methods(Policiesandprocedurelapses)

P2 1.Consistentlyrespondspositivelytocustomerneedstoensuretimelyservicedelivery.



1.ComplywithSOPforeffectiveservicedelivery.2.Complywiththeexistingrulesandregulationsforeffectiveservicedelivery3.Leadershipandchangemanagement

P1 1.Anticipateschallengesandissuesinaddressingcustomerneedsanddevisesstrategiesandapproachestoenhanceservicedelivery.


1.Classroomtrainings2.Workshops

1.ComplywithSOPforeffectiveservicedelivery.2.Complywiththeexistingrulesandregulationsforeffectiveservicedelivery3.Changemanagementandleadership

2.Professionalism

P4 1.Appliesprinciplesofparamilitaryapproachesandethicswhilecarryingoutthetasks.

1.Physical/Resources(inadequateresourcesandsupporttoconductparamilitarytrainingsandinsufficientspaceandsupportservices)2.Intellectual/SkillandKnowledge(Shortofrole-specificknowledge/skills/experiencesinachievingthetask)

1.TrainingonParamilitaryApproaches2.Self/Onlinelearning3.Workshops4.Prioritization(resources,training)

1.Developstandardactionplantoimproveprofessionalismatworkplace.2.Applyparamilitaryskillstoworkeffectivelyasaguardianofnaturalresources3.Developagoodinsightintothebehavioraldynamicsandethicsofselfandothers

54

P3 1.Appliesprinciplesofparamilitaryapproachesandethicswhiledeliveringthetasks.

1.Physical/Resources(inadequateresourcesandsupporttoconductparamilitarytrainingsandinsufficientspaceandsupportservices)2.Intellectual/SkillandKnowledge(Shortofrole-specificknowledge/skills/experiencesinachievingthetask

1.TrainingonParamilitaryApproaches

1.Developstandardactionplantoimproveprofessionalismatworkplace.2.Applyparamilitaryskillstoworkeffectivelyasaguardianofnaturalresources3.Developagoodinsightintothebehavioraldynamicsandethicsofselfandothers

3.Conflictmanagement

P4 3.Identifiespotentialconflictsandseekadvicefromsuperiorsforresolvingtheissues.

1.Emotional/Motives(Lackofintrinsicmotivation,initiative,teamspirit)2.Intellectual/SkillandKnowledge(Lackofrole-specificknowledgeandskills)

1.Selfleadership2.Self/Onlinelearning3.Workshops4.Prioritization(resources,training)5.Mentoring/coaching6.Feedback7.Classroomtraining

1.Supporteveryoneandconfidentlymanageconflictingsituations2.Identifybestmethodsindealingwithconflictandanalyzestrengths&weaknessesofothersandself3.Providelearnerswiththetoolstomanageconflictsituationsmuchmoreeffectively

4.ResourceMobilization

P4 1.Coordinatesresourcemobilizationadheringtoorganizationgoalsandobjectives.

Intellectual/SkillandKnowledge(lacksbasicortaskrelatedskills)

1.Classroomtraining2.Mentoring

1.Developeffectiveresourcemobilizationplans2.Understandthetaskclearlyforeffectivecoordinationandimplementationofresourcemobilizationplans

55

P3 1.Effectivelycoordinatesresourcesrequiredtoimplementactionplansandachievedesiredresults.

Intellectual/SkillandKnowledge(Lacksknowledgeonpoliciesandproceduresthatimpactdoingthetask)

1.Workshop2.Meetings/conferences

1.Developeffectiveresourcemobilizationplans2.Analyzeexistingpoliciesandprocedurestodevelopeffectiveresourcemobilizationandimplementationplanstoachievedesiredresult

P2 1.Identifiescostsavingmeasuresandjudiciouslyusesresourceseffectivelytoachievehighqualityoutputs.

1.Physical/Resources(inadequateresourcesandsupporttoconductparamilitarytrainingsandinsufficientspaceandsupportservices)2.Intellectual/SkillandKnowledge(Shortofrole-specificknowledgeandskillsinachievingthetask

1.Trainings2.Mentoring/Coaching

1.Developeffectiveresourcemobilizationplans2.Understandthetaskclearlyforeffectivecoordinationandimplementationofresourcemobilizationplans

P1 1.Promotesstewardshipofresourcesanddevelopstrategiesforeffectiveimplementationtoachieveagencygoalsandobjectives.

1.Physical/Resources(inadequateresources)

1.Trainings2.Workshops

1.Developeffectiveresourcemobilizationplans2.Analyzeexistingpoliciesandprocedurestodevelopeffectiveresourcemobilizationandimplementationplanstoachievedesiredresult

5.Credibility P4 1.Actsethicallyandassumesresponsibilityforone’sactionsanditsconsequences.

Emotional/Motives(Personalvaluesconflictwithtaskaccomplishment)

1.Training(EthicsandIntegrity)2.Orientation3.Mentoring

1.Identifyethicaldilemmasandapplydifferenttheoreticalapproacheswhileshoulderingresponsibilities2.Applytheconceptofpersonalintegritytomaintainethicsandcredibility

56

P3 1.Actsethicallyandensuresexcellentservicedeliverytogaintrustandconfidenceofstakeholders.


1.Training(EthicsandIntegrity)2.Mentoring/Coaching


P2 1.Actsethicallyandappliesspecializedknowledge,skillsandjudgmenttoaccomplishdesiredresultsandforexcellentservicedelivery.




P1 1.Demonstratesandpromoteshighlyprofessionalandethicalconducttowardsefficientservicedeliverytoachievetheagencygoalsandobjectives.




57

AnnexureIVTrainingPlan–MandatoryTrainingsfor2019-20FiscalYear MethodofIntervention:FormalClassroomTraining(In-country/Ex-country)

Priority TargetGroup

NumberofParticipants TrainingDescription Training

Provider

Cost(Million.Nu)

SpecializationCourses P2-P1 15 Specializationcourses IIFM,WII,ICFRE,Thirdcountries

6

AdvancedForestManagementTechniques P2-P1 15 AdvancedForestManagementTechniques WII,IIFM,ICFRE,Thirdcountries

5

AdvancedWildlifeManagementTechniques P2-P1 15 AdvancedWildlifeManagementTechniques

WII,IIFM,ICFRE,Thirdcountries

5

LeadershipManagement P2-P1 15 LeadershipManagement RCSC 0.15

ChangeManagement P2-P1 15 ChangeManagement RCSC 0.15

MentoringandCoachingSkills P2-P1 15 MentoringandCoachingSkills RCSC 0.15

WatershedManagement P4-P3 25 WatershedManagement UWICER 0.75

FloricultureandLandscaping P4-P3 20 FloricultureandLandscaping UWICER 1

NWFPandAgroforestryTechnology P3-P2 20 NWFPandAgroforestryTechnology UWICER 0.75

TimberProductDevelopmentandDiversification

P3-P2 20 TimberProductDevelopmentandDiversification

UWICER 0.75

TaxonomicSkills(FloraandFauna) P4-P3 25 TaxonomicSkills(FloraandFauna) UWICER 0.75

ResearchMethods&AnalyticalSkills P4-P3 25 ResearchMethods&AnalyticalSkills UWICER 0.75

58

ScientificPaperandReportWriting P4-P3 25 ScientificPaperandReportWriting UWICER 0.75

StatisticalToolsandAnalysis P4-P3 25 StatisticalToolsandAnalysis UWICER 0.75

SocioeconomicAnalysisTools P4-P3 25 SocioeconomicAnalysisTools UWICER 0.75

EffectiveCommunication-SciencePolicyLinkage

P3-P2 25 EffectiveCommunication-SciencePolicyLinkage

UWICER 0.75

NaturalResourceEconomics P3-P2 25 NaturalResourceEconomics UWICER&ConservationStrategyFund

1

ProposalDevelopment&WritingSkills P4-P3 25 ProposalDevelopment&WritingSkills UWICER 0.75

MainstreamingClimateChangeAdaptationinForestrySector

P4-P3 25 ShortcourseonmainstreamingclimatechangeadaptationinForestrySector

TERI,India 6

FieldSurvival&TacticalSkills(ParamilitaryCode&Ethics)

P4-P3 25 ShortcourseonFieldSurvivalandTacticalSkillsandParamilitaryapproaches

RBA,Tencholing,Bhutan

0.6

SensitizationWorkshops(4regions) 1200+ 1200+ ConductsensitizationworkshopfortheCompetencyFrameworkfortheForestryProfessionals

DoFPSTaskForceMembers/HRD

1

Sub-Total 33.55

59

MethodofIntervention:OntheJobTraining


Numberof

Participants

TrainingDescription TrainingProvider

Estimatedcost

FinancialManagement P4-P3 25ShortcourseonRGOBFinancialNorms,Procedures,Budgeting.

Concernedagency

0.6

ProjectManagement P4-P3 25 ShortcourseonprojectmanagementConcernedagency

PolicyLeadership/Orientation P4-P3 25 ShortcourseonPolicyLeadershipConcernedagency

MethodofIntervention:OnlineCourse

PriorityTargetGroup

Numberof

Participants

TrainingDescriptionTrainingProvider

Estimatedcost

NA

NA NA NA NA NA

60

MethodofIntervention:In-ServiceTrainingafterselectionintocivilservice(first1-3Months)


Numberof

Participants

TrainingDescription TrainingProvider

Estimatedcost

FieldSurvival&TacticalSkills(ParamilitaryCode&Ethics)

P4-Entry

15-20 TwoweeksshortcourseattheRBA,Tencholingonthebasicfieldsurvivalandparamilitaryethics.

RBA,Tencholing,Wangdue

0.5

ProjectManagement

ThesearemandatorycourseafterinductionintotheCivilServiceforForestryServiceOccupationalgroup.

UWICER 3

FinancialManagement

LeadershipManagement

ChangeManagement

TeamManagement&Leadership

GIS&BasicsofRemoteSensingApplications

PolicyLeadership/OrientationEffectiveCommunication-SciencePolicyLinkage

FloricultureandLandscaping

TaxonomicSkills(FloraandFauna)

Sub-Total 3.5

GRANDTOTAL 37.05

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TechnicalSupport:

DepartmentofForestsandParkServicesP.O.Box1345ThimphuBhutanPhone#+975(02)321185/322487EPABX#:+975(02)334458/334487 Supportedby:

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