The Commission on Audit has restructured and redesigned its
Senior Executive Development Program (SEDP) to include components that focus on
critical competencies required of senior executives by the ever expanding and
changing auditing and accounting millieu.
The COA SEDP, a specially designed training program for COA’s
top executives, is the equivalent of the high level Career Executive Service
Officers (CESO) training program for ranking officials of the Executive
Department.
The program is the Commission’s response to the need to
ensure a continuing development and formation of its senior executives who are
tasked to provide competent supervision and leadership that would ensure honest,
faithful, efficient and effective service to the country’s supreme audit body.
In COA Resolution No. 2002-009 dated November 5, 2002, the
Commission Proper composed of Chairman Guillermo N. Carague and Commissioners
Raul C. Flores and Emmanuel M. Dalman restructured the SEDP following a
reevaluation of the program’s effectiveness and a determination of areas for
its improvement.
Under the said resolution, COA’s Professional Development
Center (PDC) shall manage and administer the SEDP while other COA offices
concerned are tasked to provide the necessary support.
— Objectives —
The Senior Executive Development Program (SEDP) has the
following objectives:
1. To provide a continuing training and development program
for COA's senior executives towards improved managerial skills, and enhanced
values and attitudes.
2. To develop competent, highly motivated and
development-oriented career administrators in the Commission.
— Program Requirements —
1. The program is open to all COA personnel who are
incumbents of positions with Salary Grade 24 and up. Their attendance to the
program is subject to the nomination by their supervisors pursuant to existing
regulations.
2. Completion of the mandatory classroom sessions and their
requirements is a prerequisite for the issuance of the SEDP Certificate of
Completion.
3. SEDP graduates may attend any of the courses that have not
been covered by their Program upon nomination by their supervisors.
— Program Components —
The program has four major components focusing on critical
competencies required of senior executives. These components are:
- Managing Self
- Managing People
- Managing Work and Career
- Organizational Development and Social Responsibility
Managing Self
Management is not just managing people and managing assets or
resources. First, and most importantly, it is managing one's self. A supervisor
can only manage other people effectively if he/she manages himself/herself
effectively. This component of the Program provides the structure for senior
executives to re-examine their attitudes towards themselves. It assists them to
achieve better focus in their lives and challenges them to adapt new ways of
thinking and doing.
