This learning event is intended for the End-User representatives and personnel of the Procurement Division who will be working with Bids and Awards Committee (BAC) in handling various procurement activities. This training program will focus on the role of the end-users and the specific tasks that they are required to perform and complete in accordance to the rules and regulations set by Republic Act No. 9184 otherwise known as the “Government Procurement Reform Act.”
This training is meant to capacitate further the SEC workforce (particularly the segments thereof involved in operations) to undertake mostly tactical operational innovations that are truly client-centric as prescribed by the Ease of Doing Business (EODB) Act and other relevant laws and policies, and that will add luster to the institutional branding of the agency’s frontline public service delivery. By nature, it’s foundational in that it will serve as the springboard for an immersion in service design, service innovation, and other cognate change management and service improvement technologies.
This aims to ensure that:
This is a training that has been inspired by the bundles of courses that the Development Academy of the Philippines (DAP) has been providing various government agencies; in this regard, it is derivative. It is designed to equip the junior SEC workforce (i.e. technical staff) with a necessary policy orientation whereupon a practical understanding of Regulatory Impact Assessment will be built. More specifically, it is meant to capacitate the younger SEC workforce to adopt a preemptive-diagnostic, client-centric approach to the implementation of regulatory policies.
The Thinking Series Full learning program addresses the ability to process information to operate effectively at work. It intends to structure the process of integrating information and converting them into knowledge through learning and experience. The program will discuss how the different cognitive processes are helpful in developing and improving operational proficiency.
This aims to ensure that at the end of the training, the participants can:
• Acquire greater understanding of cognitive processes that will translate to better personal effectiveness and which will make them better thinkers while working;
• Understand, in depth, the difference among analytical thinking, critical thinking, creative thinking, systems thinking, and design thinking; and
• Understand the interplay and application thereof in actual work
This training is intended for the members of the Technical Working Group (TWG) and Procurement Division who will be working with Bids and Awards Committee in handling procurement activities. This training will focus on the role of the TWG and the specific tasks that they are required to perform and complete in accordance to the rules and regulations set. The specific objectives of the programs are:
a) To better understand and appreciate the role of TWG Members;
b) To be aware of procurement timelines during bidding;
c) To learn the proper way of conducting activities;
d) To be aware of the documents required to be prepared; and
e) To share best practices on procurement activities.
The Thinking for Writing Skills learning program addresses the communication competency requirements of the Securities and Exchange Commission (SEC). It intends to focus on critical reading and critical thinking as the foundations of true learning and personal development. The program will highlight the four (4) skills sets of:
1) Critical Thinking, which includes creative thinking, innovation, inquiry, analysis, evaluation and synthesis of information;
2) Communication Skills, which shall include effective development, interpretation and expression of ideas through written, oral, and visual communication;
3) Teamwork, which shall include the ability to consider different point of view and to work effectively with others to support a shared purpose or goal; and
4) Personal Responsibility, which shall include the ability to connect choices, actions, and consequences to ethical decision-making.
The International Auditing and Assurance Standards Board (IAASB) established a working
group in early 2016 to address the issues on previous ISA 315 (Redrafted) Identifying and
Assessing the Risks of material Misstatement through Understanding the Entity and Its
Environment. With the objective of driving audit quality for the public interest, the IAASB find it necessary to revise and enhance specific requirements and to develop application material and other non-authoritative guidance that would drive auditors to perform more effective risk assessment procedures through enhanced application of professional skepticism in audits of entities with various sizes and nature. Likewise, the revised standard also focused on enhancing the auditor’s approach in understanding the entity, its environment, including its internal control, and risk assessment activities in light of the changing environment.
The Onboarding Program is a structured learning intervention that occupies an interstitial place in the entry process of new hires. Composed of five (5) consecutive trainings, it is meant to supplement the Employee’s Orientation conducted by the Human Resources Management Division (HRMD) of the Human Resource and Administrative Department (HRAD), and to underpin the Assimilation by the host units. The strategic intent of this program is two-fold:
a. It aims to equip new hires with basic functionality, and
b. It intends to imbue new hires with the ethos of “employeeship”
The last and final module (Module 5) of the SEC Onboarding Program deals with ‘Completed Staff Work Lite.’ Building on Thinking Series Lite, this training is meant to make the new entrants better at crafting their official correspondence in keeping with their gatekeeping and problem-solving roles, thus facilitating prudent and decisive decision-making by their principals.
The Onboarding Program is a structured learning intervention that occupies an interstitial place in the entry process of new hires. Composed of five (5) consecutive trainings, it is meant to supplement the Employee’s Orientation conducted by the Human Resources Management Division (HRMD) of the Human Resource and Administrative Department (HRAD), and to underpin the Assimilation by the host units. The strategic intent of this program is two-fold:
a. It aims to equip new hires with basic functionality, and
b. It intends to imbue new hires with the ethos of “employeeship”
The last and final module (Module 5) of the SEC Onboarding Program deals with ‘Completed Staff Work Lite.’ Building on Thinking Series Lite, this training is meant to make the new entrants better at crafting their official correspondence in keeping with their gatekeeping and problem-solving roles, thus facilitating prudent and decisive decision-making by their principals.
The SEC is mandated under the law to champion investor protection, promote good corporate governance, company registration, and oversee the capital market in the country while taking cognizance of the situation of the capital market in ASEAN countries and the Asia-Pacific.
Nowadays, automation is a critical partner in productivity and operations for organizations to excel. In the SEC, the human resource, as computer users, is expected to be equipped with the necessary computer proficiency to maximize technology in communications, in managing data, generating reports, in conducting complex accounting functions, problem-solving, synthesizing, and many more.
This program is expected to increase the knowledge and proficiency of the participants with the use of Microsoft Office (MS Office) applications – Word, PowerPoint, Excel – from intermediate to advanced. This program will make the SEC employees more productive insofar as report writing, preparation of memorandums, and data management or handling voluminous data is concerned. The program will aid the participants in preparing the presentation materials of their superiors and promote the SEC and what it does as a regulatory agency.
The SEC intends to capacitate the employees to become IT-savvy tactical and administrative operators for their principals. The purpose is to enable them to work with the use of digital technologies and gadgets, wherever they may be to address the immediate administrative concerns of their principals. In this way, the SEC is weaning them away from over-reliance on the IT department for IT-mediated tasks that go beyond mere computer proficiency.
This program is a pioneering effort, which requires a highly customized learning design and delivery to level-up the game of our SEC workforce. Competency-based, it is supposed to build up on the standard computer proficiency requirement (which means familiarity with the Microsoft suite: Excel, Word, and PowerPoint) and bring our SEC workforce into a much higher level of functionality and efficacy than ever before.
The SEC Virtual Learning Series is a digital learning program for the human resources and talents of the Securities and Exchange Commission. It offers a unique opportunity for real-world learning and development that could be applied immediately. It is a 120-minute webinar on-demand featuring carefully curated and insightful topics and discussions on the following learning categories: [a] Foundational, [b] Technical, [c] Professional/Legal, [d] Supervisory, and [e] Managerial/Executive.
Shortly referred to as the 'VLS', the series is offered throughout the year, and gives the employees with an opportunity to learn from the location of their choice and has the ability to reach a wider audience-segment. All you need is a computer, tablet or phone connected to the internet.
This digital learning program is organised the Learning Resource and Information Division of the SEC's Human Resource and Administrative Department.
The Onboarding Program is a structured learning intervention that occupies an interstitial place in the entry process of new hires. Composed of five (5) consecutive trainings, it is meant to supplement the employee’s orientation conducted by the Human Resources Management Division (HRMD) of the Human Resource and Administrative Department (HRAD), and to underpin the assimilation by the host units.
The strategic intent of this program is two-fold:
The fourth module (Module 4) of the SEC Onboarding Program deals with ‘Thinking Series Lite.’ Unlike the first preceding training programs, this one is designed to equip the new hires with cognitive flexibility (via exposure to creative thinking, analytical thinking, and systems thinking), which will give them a better sense of personal effectiveness and which will make them better ‘thinkers’ when they go about doing their work.
The Onboarding Program is a structured learning intervention that occupies an interstitial place in the entry process of new hires. Composed of five (5) consecutive trainings, it is meant to supplement the employee’s orientation conducted by the Human Resources Management Division (HRMD) of the Human Resource and Administrative Department (HRAD), and to underpin the assimilation by the host units.
The strategic intent of this program is two-fold:
The fourth module (Module 4) of the SEC Onboarding Program deals with ‘Thinking Series Lite.’ Unlike the first preceding training programs, this one is designed to equip the new hires with cognitive flexibility (via exposure to creative thinking, analytical thinking, and systems thinking), which will give them a better sense of personal effectiveness and which will make them better ‘thinkers’ when they go about doing their work.
The SEC intends to capacitate the employees to become IT-savvy tactical and administrative operators for their principals. The purpose is to enable them to work with the use of digital technologies and gadgets, wherever they may be to address the immediate administrative concerns of their principals. In this way, the SEC is weaning them away from over-reliance on the IT department for IT-mediated tasks that go beyond mere computer proficiency.
This program is a pioneering effort, which requires a highly customized learning design and delivery to level-up the game of our SEC workforce. Competency-based, it is supposed to build up on the standard computer proficiency requirement (which means familiarity with the Microsoft suite: Excel, Word, and PowerPoint) and bring our SEC workforce into a much higher level of functionality and efficacy than ever before.
The SEC is mandated under the law to champion investor protection, promote good corporate governance, company registration, and oversee the capital market in the country while taking cognizance of the situation of the capital market in ASEAN countries and the Asia-Pacific.
Nowadays, automation is a critical partner in productivity and operations for organizations to excel. In the SEC, the human resource, as computer users, is expected to be equipped with the necessary computer proficiency to maximize technology in communications, in managing data, generating reports, in conducting complex accounting functions, problem-solving, synthesizing, and many more.
This program is expected to increase the knowledge and proficiency of the participants with the use of Microsoft Office (MS Office) applications – Word, PowerPoint, Excel – from intermediate to advanced. This program will make the SEC employees more productive insofar as report writing, preparation of memorandums, and data management or handling voluminous data is concerned. The program will aid the participants in preparing the presentation materials of their superiors and promote the SEC and what it does as a regulatory agency.
Welcome to the SEC Customer Relations and Management Training (Batch 3)!
The Customer Relations and Management Training: Basic Telephone and Email Etiquette, and Complaints Management is meant to provide a tactical solution to the problems of non-observance of telephone and email etiquette, and insufficiently empathetic handling of clients with complaints and grievances.
This training aims:
Welcome to the SEC Customer Relations and Management Training (Batch 2)!
The Customer Relations and Management Training: Basic Telephone and Email Etiquette, and Complaints Management is meant to provide a tactical solution to the problems of non-observance of telephone and email etiquette, and insufficiently empathetic handling of clients with complaints and grievances.
This training aims:
Welcome to the SEC Customer Relations and Management Training (Batch 1)!
The Customer
Relations and Management Training: Basic Telephone and Email Etiquette, and
Complaints Management is meant to provide a tactical solution to the problems
of non-observance of telephone and email etiquette, and insufficiently
empathetic handling of clients with complaints and grievances.
This training aims:
Welcome to the SEC Financial Literacy Training!
The SEC Financial Literacy Training, is a continuation of the Financial Inclusion Training carried out in the last quarter of CY 2021. It is designed to align the participants with the definition and institutional mandate of the SEC and other CPEC member-agencies. It maps out the strategic and tactical work support needed in order to broaden understanding about money beyond the canned financial education learning modules. Specifically, the training seeks:
The Customer Centricity Training is meant to get the employees to put the customers front and center in designing and administering policies, operations, systems, and processes pertinent to service provision. The training is also meant to get employees to embrace client-centricity as the ultimate metric for institutional effectiveness.
The Customer Centricity Training aims:
The Customer Centricity Training is meant to get the employees to put the customers front and center in designing and administering policies, operations, systems, and processes pertinent to service provision. The training is also meant to get employees to embrace client-centricity as the ultimate metric for institutional effectiveness.
The Customer Centricity Training aims:
The Customer Centricity Training is meant to get the employees to put the customers front and center in designing and administering policies, operations, systems, and processes pertinent to service provision. The training is also meant to get employees to embrace client-centricity as the ultimate metric for institutional effectiveness.
The Customer Centricity Training aims:
Welcome to the SEC Financial Inclusion Training (Batch 3)!
The SEC Financial Inclusion Training is meant to democratize financial literacy, to extend the reach of the financial system and its services to those who are left out and get people to maximize their financial well- being as participants. Specifically, the training seeks:
To enable the employees to understand what financial inclusion should mean to the SEC with respect to investor education and investor protection; and
To familiarize the employees with different modalities of financial inclusion in other jurisdictions and induce them to reflect on what could be learned and applied to our local circumstances.
Welcome to the SEC Financial Inclusion Training (Batch 2)!
The SEC Financial Inclusion Training is meant to democratize financial literacy, to extend the reach of the financial system and its services to those who are left out and get people to maximize their financial well- being as participants. Specifically, the training seeks:
To enable the employees to understand what financial inclusion should mean to the SEC with respect to investor education and investor protection; and
To familiarize the employees with different modalities of financial inclusion in other jurisdictions and induce them to reflect on what could be learned and applied to our local circumstances.
Welcome to the SEC Financial Inclusion Training (Batch 1)!
The SEC Financial Inclusion Training is meant to democratize financial literacy, to extend the reach of the financial system and its services to those who are left out and get people to maximize their financial well- being as participants. Specifically, the training seeks:
To enable the employees to understand what financial inclusion should mean to the SEC with respect to investor education and investor protection; and
To familiarize the employees with different modalities of financial inclusion in other jurisdictions and induce them to reflect on what could be learned and applied to our local circumstances.
The SEC Budget Forum is a training cum dialogue with key personnel of the SEC who are involved with budget and finance processes. It seeks to introduce the latest reforms and changes in SEC's budgeting system which comes as an offshoot of the enactment of the Revised Corporation Code (Republic Act No. 11232) which was signed into law on 20 February 2019.
The event is organized by the Financial Management Department in partnership with HRAD's Learning Resource and Information Division and ERTD's Strategic Management and Planning Division
The SEC Virtual Town Hall Meeting is virtual, agency-wide event during which the leadership provides employees with updates regarding big-picture news to keep everyone informed and in sync with the Commission’s strategic directions and goals. Conducted as the need arises, it helps create a sense of community and build trust and confidence in the Commission despite the global health crisis and the variety of alternative work arrangements (AWA) being employed.
This digital general assembly is organized by the Learning Resource and Information Division of the Human Resource and Administrative Department.
The Thinking for Writing Skills learning program addresses the communication competency requirements of the Securities and Exchange Commission (SEC). It intends to focus on critical reading and critical thinking as the foundations of true learning and personal development. The program will highlight the four (4) skills sets of: 1) Critical Thinking, which includes creative thinking, innovation, inquiry, analysis, evaluation and synthesis of information; 2) Communication Skills, which shall include effective development, interpretation and expression of ideas through written, oral, and visual communication; 3) Teamwork, which shall include the ability to consider different point of view and to work effectively with others to support a shared purpose or goal; and 4) Personal Responsibility, which shall include the ability to connect choices, actions, and consequences to ethical decision-making.
The Public Speaking Skills Training Program addresses the communication competency requirements of the Securities and Exchange Commission (SEC). It intends to produce public speakers who will project the authoritative key messages and reaffirm the branding of the agency. As securities regulators, SEC employees are expected to contribute to the fulfillment of the agency’s mission emphasizing the development and regulation of the Philippine capital market and company registration, promote good corporate governance, empower investors, corporations and entrepreneurs and facilitate access to financial products and resources.
To fully prepare our contract of service (COS) personnel to acquire permanent tenure in the government service, the Human Resource and Administrative Department (HRAD) through the Learning Resource and Information Division (LRID) and the Human Resource Management Division (HRMD) are jointly organizing a Special Review Class for Career Service Examination (Professional and Sub-Professional Levels) in preparation for the Special Career Service Examination – Paper and Pencil Test (CSE-PPT) for the Securities and Exchange Commission slated on 19 June 2022 (Sunday).
The Civil Service Exam, properly referred to as the Career Service Exam, is an examination conducted by the Civil Service Commission (CSC) to determine which individuals are deemed fit to work in public service. It covers the following subject areas: General Information, Numerical Ability, Analytical Ability, Verbal Ability, and Clerical Ability.
The Onboarding Program is a structured learning intervention that occupies an interstitial place in the entry process of new hires. Composed of five (5) consecutive trainings, it is meant to supplement the employee’s orientation conducted by the Human Resources Management Division (HRMD) of the Human Resource and Administrative Department (HRAD), and to underpin the assimilation by the host units.
The strategic intent of this program is two-fold:
The third module (Module 3) of the SEC Onboarding Program deals with ‘Producing Workplace Patriots.’ This training is gearing towards probing the psyche of the new hires, inducing them to confront their real motivations for joining the organization and getting them to see themselves as potential champions of the welfare of the organization and to commit to becoming workplace patriots.
The Onboarding Program is a structured learning intervention that occupies an interstitial place in the entry process of new hires. Composed of five (5) consecutive trainings, it is meant to supplement the employee’s orientation conducted by the Human Resources Management Division (HRMD) of the Human Resource and Administrative Department (HRAD), and to underpin the assimilation by the host units.
The strategic intent of this program is two-fold:
The third module (Module 3) of the SEC Onboarding Program deals with ‘Producing Workplace Patriots.’ This training is gearing towards probing the psyche of the new hires, inducing them to confront their real motivations for joining the organization and getting them to see themselves as potential champions of the welfare of the organization and to commit to becoming workplace patriots.
The Onboarding Program is a structured learning intervention that occupies an interstitial place in the entry process of new hires. Composed of five (5) consecutive trainings, it is meant to supplement the employee’s orientation conducted by the Human Resources Management Division (HRMD) of the Human Resource and Administrative Department (HRAD), and to underpin the assimilation by the host units.
The strategic intent of this program is two-fold:
The second module (Module 1) of the SEC Onboarding Program deals with ‘The Ethics of Good Followership.’ This training intends to provoke the new hires into thinking through their status as subordinates in a hierarchical structure, into reflecting on the critical importance of their gatekeeping and problem-solving roles in pursuit of collective goal attainment.
The Onboarding Program is a structured learning intervention that occupies an interstitial place in the entry process of new hires. Composed of five (5) consecutive trainings, it is meant to supplement the employee’s orientation conducted by the Human Resources Management Division (HRMD) of the Human Resource and Administrative Department (HRAD), and to underpin the assimilation by the host units.
The strategic intent of this program is two-fold:
The first module (Module 1) of the SEC Onboarding Program deals with ‘Values Reflection Training.’ This training seeks to entrench the SEC corporate values into the consciousness of the new hires and to induce the new hires to translate them into workplace behavior, which will help build the ‘brand’ of public service of the SEC and which will ensure their alignment with the new vision of the SEC under its new leadership.
The Onboarding Program is a structured learning intervention that occupies an interstitial place in the entry process of new hires. Composed of five (5) consecutive trainings, it is meant to supplement the employee’s orientation conducted by the Human Resources Management Division (HRMD) of the Human Resource and Administrative Department (HRAD), and to underpin the assimilation by the host units.
The strategic intent of this program is two-fold:
The second module (Module 1) of the SEC Onboarding Program deals with ‘The Ethics of Good Followership.’ This training intends to provoke the new hires into thinking through their status as subordinates in a hierarchical structure, into reflecting on the critical importance of their gatekeeping and problem-solving roles in pursuit of collective goal attainment.
The Onboarding Program is a structured learning intervention that occupies an interstitial place in the entry process of new hires. Composed of five (5) consecutive trainings, it is meant to supplement the employee’s orientation conducted by the Human Resources Management Division (HRMD) of the Human Resource and Administrative Department (HRAD), and to underpin the assimilation by the host units.
The strategic intent of this program is two-fold:
The first module (Module 1) of the SEC Onboarding Program deals with ‘Values Reflection Training.’ This training seeks to entrench the SEC corporate values into the consciousness of the new hires and to induce the new hires to translate them into workplace behavior, which will help build the ‘brand’ of public service of the SEC and which will ensure their alignment with the new vision of the SEC under its new leadership.
The SEC Capability-Building on Policy Formulation, Execution, and Review is meant primarily for the capacitation of the Extension Offices to evolve them into becoming full-service miniature versions of the Head Office. Specifically, it is geared towards developing their capacity to do policy work from formulation to execution and their capacity to engage in policy and operational innovation in a way conformable to the general parameters laid out by the Head Office.
This aims to ensure that at the end of the training, the participants can:
The Module on Cognitive Versatility is one of the pillars of Intellectual Acuity. Intellectual Acuity is the competency framework developed for this training program for the Office of the General Counsel (OGC) and lawyers from other departments/offices of the Securities and Exchange Commission (SEC).
This program aims to enhance the capacity of the OGC lawyers to bring about better sense-making, decision-making, and action-taking roles for enhanced efficacy in the performances of functions at present and in the future. It intends to produce lawyers who are innovative and creative in problem-solving and in providing sound advice and solutions to the Commission.
The SEC Capability-Building on Service Design is designed to embed customer centricity from policy to operations, from systems to processes, in keeping with the prescribed service excellence standard and to induce the reexamination and possible reinvention of major frontline services ensuring a sustainable, enjoyable, commendable, and memorable experience.
This aims to ensure that at the end of the training, the participants can:
To address all the pain points in the customer journey; and
To imbue the social psyche of the organization with the idea that customer centricity requires innovation to be done via a whole-of-organization approach.
The module on Adaptive Performance is the first pillar of the Intellectual Acuity Framework designed for the lawyers of the Securities and Exchange Commission. This is one of 3 modules which was developed to prepare the SEC lawyers for the evolution of functions in the fast-changing world of business and to set their minds to become fit-for-purpose and future ready. It is specially designed to help the lawyers appreciate change, and become novel solutions providers.
This module aims to ensure that at the end of the module, the participants can:
This training is meant to introduce the EOs to change management technologies so that they could plan their own evolution strategically up to a point. The training is supposed to help the EOs appreciate the complexities, complications, and challenges of growing an organization and its people and making them future-fit pursuant to the prescribed corporate vision and competency development roadmap.
This aims to ensure that:
To disabuse the EOs of their limited tactical understanding of what reorganization entails; and
To enable them to visualize a future-fit version of themselves and how to actually act on it.