Objectives of the Distance Learning Program
- Provide alternative Human Resource Development (HRD) opportunities for employees unable to attend formal training due to financial or physical constraints.
- Implement cost-saving strategies for the ongoing development of government manpower resources.
- Enable government employees to improve cognitive and affective skills pertinent to their public service roles.
Scope of the Program
- Open to all government workers who seek to update essential knowledge in public personnel administration and various management tools, techniques, and practices.
Curriculum Content
- Focus on management tools, techniques, and practices designed to enhance organizational awareness and effectiveness.
- Emphasizes essential concepts of public personnel administration to promote job and organizational commitment.
Methodology and Administration
- The Distance Learning Program is administered by the CSC Regional Office (CSCRO) Director through the Career Development Division head.
- Registration fee is capped at P200 to defray material costs.
- Enrollment is on a first-come, first-served basis.
- Participants may be nominated by agency heads or apply directly; agencies bearing the registration fee when nominating employees.
- Agency heads encouraged to nominate multiple employees to participate.
Procedures for Participants
- Participants must take an assembled pre-test administered by CSCROs or Personnel Officers, with provisions for mailing pre-test questionnaires in remote cases.
- After pre-test completion, participants receive all course materials.
- Participants must complete five modules within eight weeks (two months).
- A post-test is administered two weeks after module completion to assess knowledge gains by comparing pre-test and post-test scores.
- Post-test and evaluation questionnaires may be mailed to participants in special circumstances.
- Certification of completion is awarded to participants who score 80% or higher on the post-test; certificates are mailed within two weeks after the examination.
- Participants who fail the post-test may retake a remedial test one month after the final exam date.
Financial and Administrative Considerations
- Agencies are encouraged to support enrollment and shoulder fees subject to usual accounting and auditing rules.
Monitoring and Evaluation
- Participants are required to fill out evaluation questionnaires alongside the post-test to provide feedback on the program.
Summary
The DLP is a strategically designed program aimed at maximizing government employee development through a cost-effective, accessible learning modality that overcomes geographical and operational constraints. It ensures equitable access to professional growth opportunities, institutionalizes continuous learning, and enhances public service capability across the bureaucracy.