COMPETENCY BASED LEARNING MATERIAL

Sector: HEALTH, SOCIAL, AND OTHER COMMUNITY

DEVELOPMENT SERVICES SECTOR
Qualification:
DOMESTIC WORK NC II
Unit of Competency:
MANAGE OWN PERFORMANCE

MODULE TITLE:
MANAGING OWN PERFORMANCE
STRONGCORE TRAINING AND ASSESSMENT CENTER INC.
3rd Floor West Minister Dominion Bldg.
Dr. J. P. Quintos St. Malate-Bgy 699 Manila
Tel #: 0287797959/09816776518/09064619390
e-mail Address: [email protected]

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SUMMARY OF COMPETENCY-BASED LEARNING MATERIALS
LIST OF COMPETENCIES
NO. UNIT OF COMPETENCY MODULE TITLE CODE

Basic Competencies
1 PARTICIPATE IN WORKPLACE PARTICIPATING IN 400311210
COMMUNICATION WORKPLACE
COMMUNICATION
2 WORK IN A TEAM ENVIRONMENT WORKING IN A TEAM 400311211
ENVIRONMENT
3 SOLVE/ADDRESS GENERAL SOLVING/ADDRESSING 400311212
WORKPLACE PROBLEMS GENERAL WORKPLACE
PROBLEMS
4 DEVELOP CAREER AND LIFE DEVELOPING CAREER 400311213
DECISIONS AND LIFE DECISIONS
5 CONTRIBUTE TO WORKPLACE CONTRIBUTING TO 400311214
INNOVATION WORKPLACE INNOVATION
6 PRESENT RELEVANT PRESENTING RELEVANT 400311215
INFORMATION INFORMATION
7 PRACTICE OCCUPATIONAL SAFETY PRACTICING 400311216
AND HEALTH POLICIES AND OCCUPATIONAL SAFETY
PROCEDURES AND HEALTH POLICIES
AND PROCEDURES
8 EXERCISE EFFICIENT AND EXERCISING 400311217
EFFECTIVE SUSTAINABLE EFFICIENT AND
PRACTICES IN THE WORKPLACE EFFECTIVE
SUSTAINABLE
PRACTICES IN THE
WORKPLACE
9 PRACTICE ENTREPRENEURIAL PRACTICING 400311218
SKILLS IN THE WORKPLACE ENTREPRENEURIAL
SKILLS IN THE
WORKPLACE
Common Competencies

1 MAINTAIN AN EFFECTIVE MAINTAINING AN SOC514201

RELATIONSHIP WITH CLIENTS EFFECTIVE
AND CUSTOMERS RELATIONSHIP WITH
CLIENTS AND
CUSTOMERS
2 MANAGE OWN PERFORMANCE MANAGING OWN SOC514202
PERFORMANCE

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 Core Competencies

Unit of Competency Module Title Code

Cleaning Living Room,

Clean Living Room,
Dining Room,
1 Dining Room, Bedrooms, SOC913301
Bedrooms, Toilet and
Toilet and Kitchen
Kitchen

Washing and Ironing

Wash and Iron Clothes,
2 Clothes, Linen and SOC913302
Linen and Fabric
Fabric

Prepare Hot and Cold Preparing Hot and

3 SOC913303
Meals/Food Cold Meals/Food

Provide Food and Providing Food and SOC913304

4
Beverage Service Beverage Service

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HOW TO USE THE MODULE

Welcome to the Module “MANAGE OWN PERFORMANCE”. This module

contains training materials and activities for you to complete.
The unit of competency “MANAGING OWN PERFORMANCE” contains
knowledge, skills and attitudes required for a Domestic Work NC II course.
You are required to go through a series of learning activities in order to
complete each of the learning outcomes of the module. In each learning
outcome there are Information Sheets, Operation Sheets, Job Sheet and
Activity Sheets. Follow these activities on your own and answer the Self-Check
at the end of each learning activity.
If you have questions, don’t hesitate to ask your teacher for assistance.

Recognition of Prior Learning (RPL)

You may already have some of the knowledge and skills covered in this
module because you have:
• been working for some time
• already have completed training in this area.
If you can demonstrate to your teacher that you are competent in a
particular skill or skills, talk to him/her about having them formally
recognized so you don’t have to do the same training again. If you have a
qualification or Certificate of Competency from previous trainings show it to
your teacher. If the skills you acquired are still current and relevant to this
module, they may become part of the evidence you can present for RPL. If you
are not sure about the currency of your skills, discuss it with your teacher.
After completing this module ask your teacher to assess your
competency. Result of your assessment will be recorded in your competency
profile. All the learning activities are designed for you to complete at your own
pace.
Inside this module you will find the activities for you to complete
followed by relevant information sheets for each learning outcome. Each
learning outcome may have more than one learning activity.

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MODULE CONTENT

Qualification Title: Domestic Work NC II

Unit of Competency: Manage own Performance

Module Title: Managing own Performance

Module Descriptor: This unit covers the knowledge, skills and attitudes
and values required in building and maintaining an
effective relationship with clients, customers and the
public.
.

Nominal Duration: 6 Hours

Qualification Level: NC II

SUMMARY OF LEARNING OUTCOMES:

Upon completion of the module, the trainee/student must be able to:

LO1 Plan completion of own workload.

LO2 Maintain quality of performance

LO3 Build credibility with customers/ clients

ASSESSMENT CRITERIA:
• Tasks accurately identified
• Priority allocated to each task
• Timelines allocated to each task or series of tasks
• Tasks deadlines known and complied with whenever possible
• Work schedules are known and completed with agreed time frames
• Work plans developed according to assignment requirements and
employer policy
• Uncompleted work or tasks detailed and responsibility for completion
passed to incoming shift or other appropriate persons
• Personal performance continually monitored against agreed
performance standards
• Advice and guidance sought when necessary to achieve or maintain
agreed standards
• Guidance from management applied to achieve or maintain agreed
standards

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• Standard of work clarified and agreed according to employer policy and
procedures
• Client expectations for reliability, punctuality and appearance adhered
to
• Possible causes of client/customer dissatisfaction identified, dealt with
recorded according to employer policy
• Client fully informed of all relevant security matters in a timely manner

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LEARNING OUTCOME 1 PLAN COMPLETION OF OWN
WORKLOAD
CONTENTS:
• Time and task management
- Different task and priorities
- Planning and prioritizing tasks
• Employer policy on performance management
• Indicators of appropriate performance for each area of responsibility
• Capacity to plan and prioritize workloads and requirements

ASSESSMENT CRITERIA:
• Tasks accurately identified
• Priority allocated to each task
• Timelines allocated to each task or series of tasks
• Tasks deadlines known and complied with whenever possible
• Work schedules are known and completed with agreed time frames
• Work plans developed according to assignment requirements and
employer policy
• Uncompleted work or tasks detailed and responsibility for completion
passed to incoming shift or other appropriate persons
CONDITIONS:
The students/trainees must be provided with the following:
• Assignment instructions
• Logbooks
• Operational manual and markers/ customers’ instructions

METHODOLOGIES:
• Online (Synchronous) Group Discussion and Interaction (Role
Playing)
• Modular/ self-paced learning
• Multimedia Presentation
• Online Synchronous Lecture
• Simulation

ASSESSMENT METHODS:
• Written Test
• Demonstration
• Observation
• Questioning

Learning Experiences
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Learning Outcomes

LO1. Plan completion of own workload

LO2. Maintain quality of performance

LO3. Build credibility with customers/ clients

Learning Activities Special Instructions

1.Read Information Sheet No. 2.1-1
Time and task management

Answer Self-Check 2.1-1 Compare answers with the answer

key. Trainees are required to get all
answers corrected. If not, read the
information sheets again to answer all
questions correctly.
2. Read Information Sheet No. 2.1-2
Employer policy on performance
management
Answer Self-Check 2.1-2 Compare answers with the answer
key. Trainees are required to get all
answers corrected. If not, read the
information sheets again to answer all
questions correctly.
3. Read Information Sheet No. 2.1-3
Indicators of appropriate performance
for each area of responsibility
Answer Self-Check 2.1-3 Compare answers with the answer
key. Trainees are required to get all
answers corrected. If not, read the
information sheets again to answer all
questions correctly.
4. Read Information Sheet No. 2.1-4
Capacity to plan and prioritize
workloads and requirements
Answer Self-Check 2.1-4 Compare answers with the answer
key. Trainees are required to get all
answers corrected. If not, read the
information sheets again to answer all
questions correctly.
After doing all activities of this
LO, Trainees may proceed to the
next LO on BASIC
COMPETENCIES

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INFORMATION SHEETS 2.1-1
Learning objectives: After reading this information sheet learner should be
able to understand the Time and task management - Different task and
priorities - Planning and prioritizing tasks

Time and Task management

What is task management?

Task management is the process of effectively and efficiently tracking, managing, and
executing the life cycle of a task or many tasks within a project, from inception to
execution. The purpose of task management is to improve the decision-making,
communication, efficiency, and effectiveness of a task or project.

Managing tasks is something that most adults do in their daily lives. Take running a
household, for example. Whether you are single or have a family, you have to manage
your time and energy throughout the day to complete tasks like attending household work
such as laundering, cleaning up, buying groceries, cooking and child minding.

Task management is the process of planning and completing your tasks in the most
effective and efficient way. With task management, you oversee the whole lifespan of
your tasks, from conception to completion, so you always achieve your specific goals and
objectives. That involves:

• Defining your tasks

• Prioritizing tasks by urgency

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 • Setting timelines and deadlines

• Making adjustments

• Monitoring progress towards your objectives

Benefits of efficient task management?

Task management is all about avoiding those scenarios. The problem isn’t having too
many tasks or not knowing how to do them. It’s more about not having a strategy and
practice for getting them done efficiently. This is where task management comes in.

Let’s take a closer look at the benefits of task management.

1. Task management boosts productivity

Task management is like solving a problem. You evaluate how items relate to one another
and decide on the most efficient way to complete them. When done correctly, people
and teams are strategic and coordinated when dealing with tasks in their workflows and
goals. Involving the focus in task management helps the entire household run more
smoothly and productively.

Task management can also increase engagement by breaking down workflows into
smaller and easily doable chunks, allowing you to organize more efficiently. This avoids
less concentration of multitasking, as well as distraction, procrastination, and
unproductive antics and results in a more engaged and productive worker.

2. Task management ensures high-priority tasks get done on time

Without task management, it is possible to approach less important jobs with greater
urgency than they deserve, while high-priority work may be set aside and tends to forget.
Sure, an employer may be upset, and this adds to the strain and does not guarantee that
assigned task will be completed on time.

Task management allows you to approach your work in a more systematic and organized
manner, categorizing and prioritizing tasks to better allocate time and effort. Creating
task dependencies allows you to structure tasks more rationally and efficiently. With a
structure in place to establish clear task priorities and due dates, you can ensure that
high-priority jobs receive the attention they require.

3. Task management gives a better overview of your household work and business or
personal life.

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Household workers that focus solely on their own task lists will struggle to meet their
common goals. Collaboration among team members not only improves goal
achievement, but it also benefits the employer as a whole.

Task management facilitates communication and load-sharing among teams. This puts
everyone on the same goals, understanding what is expected of them and their
coworkers. With task management system, the team may help one another more easily.
Workers can exchange and collaborate on task lists, allocate resources, and delegate
task responsibilities and status.

Best way to manage tasks

There is no single best way to manage tasks, and there are numerous solutions, each with
its own set of benefits—from the humble sticky note to remind which is urgent and
prioritize to do.

Here are some of the most commonly used methods for managing your tasks:

• To-do lists, whether pen-and-paper checklists or simple online or mobile apps, let
you mark off tasks as you complete them.

• Bullet journaling offers a more creative, personalized strategy for combining

different task management methods, such as lists and note-taking.

• Mind maps, whether physical or digital, can be useful for breaking down projects
and workflows into relevant tasks and their dependencies.

• Kanban boards are another way to visualize your projects and chunk tasks
together with boards and cards—not unlike a digital version of sticky notes on a
noticeboard.

• Gantt charts let you plot the timelines of your tasks and see their dependencies
and deadlines.

5 tips for managing tasks

Become a master of task management by following these systems and strategies to keep
you and your team on track:

1. Set clear task management goals and objectives

Each task is part of a bigger picture, so it must align with your larger goals and objectives.
Define what you need each task to accomplish, perhaps completing a report or achieving
a team milestone. When your tasks have a clear purpose, it’s much easier to stay focused
and measure success.

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2. Know how to prioritize and sequence your tasks

Tasks differ from a to-do list because you shouldn’t tackle them randomly. Some tasks
will be high priority, while others are entirely dependent on you completing something
else first. For example, you can’t send an employee newsletter out until you’ve written it.
Organize your tasks in a logical sequence so each step naturally leads into the next. Work
views like Kanban boards or Gantt charts can help you visualize this flow and keep your
tasks in order.

3. Use online task management tools

In our opinion, the best way to manage tasks is online task management. A digital
platform like Monday work management offers simple and intuitive task management
within a wider project management framework, so you can:

• Access and update task lists, anytime, anywhere

• Sync task lists and assignments, so the whole team is up-to-date

• Set smart notifications to keep task owners and managers on track

• Visualize the status and dependencies of projects across the team

• Collaborate and share with team members and avoid duplication

4. Break down complex tasks

Large tasks can be overwhelming, but breaking them down into smaller, manageable
steps makes them easier to tackle. This approach also allows you to monitor progress on
each piece, making it easier to spot potential bottlenecks before they affect the larger
project. For example, if you need to write a new employee handbook, you can break it
down into smaller tasks like research, writing chapters, editing, and design.

5. Automate any routine tasks

Automation can ease the pressure If your team’s time is eaten up by completing the same
mundane tasks every day. Platforms like Monday work management enable you to set up
workflows using triggers, conditions, and actions. Example: When a task is marked ‘In
Progress’ (trigger) and hasn’t been updated for five days (condition), the platform
automatically sends a reminder to the task owner (action.) Your follow-ups happen
without any manual intervention, enabling your team to focus on more important work.

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DIFFERENT TASKS AND PRIORITIES

Why do you need a prioritization method?

To learn how to prioritize tasks, you need to understand the underlying “importance” of
specific tasks compared to other ones — a tricky thing to do since “importance” isn’t very
quantifiable.

Using a prioritization method helps you to quantify tasks based on a scoring system,
which typically uses one or more of the following factors:

• Time

• Urgency

• Dependencies

• Available resources

• Impact
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 • Effort

As a result, you get a framework that ranks your tasks based on factors
that are important to achieving your goal. While the degree of data
validation can differ from technique to technique, this is a better
alternative than guesswork.
• To reap the benefits of task prioritization, you need to be able to
choose the best prioritization technique for your needs.
• The following eight prioritization strategies balance different factors to
weigh tasks according to their urgency, importance, difficulty, or
number of people they'll impact.

1. Eisenhower Matrix
The Eisenhower Matrix (also known as the prioritization matrix), designed by
Dwight D. Eisenhower, balances urgency and importance to rank tasks and
clear busy calendars.

Urgency refers to how soon a task needs to be completed before you

miss an imminent deadline or run into trouble. Importance refers to how
valuable a task is for you, your team, or the company at large.

Comparing these two factors creates four categories for organizing your
tasks. It then gives general instructions for how to handle the tasks in
each category.
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• DO – Urgent and important: These tasks are of the highest priority,
so you should do them immediately or as soon as possible. Examples
of highest-priority tasks include those with imminent deadlines.
• SCHEDULE – Not urgent, but important: These tasks should be
done after you've completed the urgent and important tasks or
scheduled into the next convenient time slot. Examples of high-priority
tasks include business calls and personal tasks, like health checkups
and exercise.
• DELEGATE – Urgent but not important: These low-priority tasks
should be done last or delegated to other members of your team.
Examples include long-term projects, non-urgent emails, or
administrative tasks.
• ELIMINATE – Not urgent and not important: These tasks aren't
directly related to your projects, are a waste of your time and effort,
and should be removed from your daily list of to-dos.

Pros of the Eisenhower Matrix:

• Dividing tasks into the four categories is quick and easy.

• It helps avoid the mere urgency effect, which describes how people
tend to prioritize urgency over importance.

Cons of the Eisenhower Matrix:

• It doesn't consider task dependencies.

• It can be difficult to quantify importance.
• If you have many tasks in each category, it's hard to prioritize them
further.

You should use this method if:

• You only have a few tasks to work on.

• You tend to favor urgent tasks over important, high-priority tasks, and
you want to balance these factors out.

2. RICE prioritization

The RICE prioritization method assigns numerical values to four factors

that describe your tasks. You then calculate a RICE score for each of your
tasks and prioritize those with the highest scores.

The RICE acronym stands for the following:

• Reach: The number of people affected by the task

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• Impact: The potential benefit or value of the task
• Confidence: How confident you are in the methods or data you used
to determine the reach and impact values
• Effort: The number of resources and amount of time you need to
complete the task

To learn how to choose values for each factor, read our guide to RICE
prioritization.

Calculate each task's RICE score using the following formula:

The task with the highest score wins the “top priority” spot in your to-do
list.

Pros of the RICE method:

• It's a structured and quantitative method.

• It removes biases and subjective opinions, relying on measurable
factors instead.

Cons of the RICE method:

• It doesn't consider task dependencies.

• It can be difficult to quantify qualitative factors, such as user
experience.
• The values assigned to each factor may differ from person to person.

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You should use this method if:

• You and your team have a standard scoring method.

• You're working with easily measured qualities, such as the number of
clicks on a website link.
• You're not working on tasks that depend on each other.

3. MoSCoW

The MoSCoW method was created to prioritize the potential features of a

product during its development. It's been adapted to apply to task
prioritization.

The MoSCoW method prioritizes the tasks that are most important and
impactful for your clients and business. It divides tasks into four
categories:

• Must have: These tasks are essential for other larger projects or
stakeholders.
• Should have: These tasks are important but not mandatory. Not
completing one of them won't do any damage to the business, but
it will cause frustration and irritation until it's done.
• Could have: These tasks aren't essential, but they're nice to do
eventually. Not completing one of them has a small impact on your
team, clients, or business.
• Won't have: These are tasks that aren't needed. They don't have
enough value to prioritize, so you can either put them on the back
burner or drop them from your priority list entirely.

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The four categories might feel similar to those of the Eisenhower Matrix,
but the factors you consider are more focused on the task's impact and
value than its urgency.

Pros of the MoSCoW method:

• It considers impact from the angle of usefulness for clients and

business.
• Its categories are intuitive, making it easy to explain your priorities to
colleagues.

Cons of the MoSCoW method:

• It doesn't consider the urgency of tasks.

• The impact level of a task can be subjective.

You should use this method if:

• You're choosing a feature to work on or implement into a product.

• You don't have multiple time-sensitive projects on the go.

4. Eat the Frog

The Eat the Frog technique comes from the famous Mark Twain quote,
“If it's your job to eat a frog, it's best to do it first thing in the morning.”

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According to this method, you tackle the most important, complex, or
difficult task (or “eat the frog”) first. Then, you move on to the simpler
tasks.

Pros of the Eat the Frog method:

• It's a simple method that allows you to get going quickly.

• Getting your most daunting task out of the way gives you momentum
right at the start of your workday.

Cons of the Eat the Frog method:

• If you have multiple complex and important tasks, it can be difficult to

know which to work on first.
• The most complex and difficult work isn't necessarily the most valuable
task for your team or business.
• It doesn't consider time sensitivity.
• Prioritizing the smaller tasks after you've “eaten the frog” can be
difficult.

You should use this method if:

• You have complex projects or tasks that intimidate you so much that
you struggle to work on anything at all.
• You have a main project you should be focusing on, but you keep
getting distracted with admin work.

5. ABCDE

Brian Tracy's ABCDE method grades tasks by level of importance, where

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A is very important, and E is not important.

With this method, you work on the A and B tasks first, then tackle the C
tasks you enjoy, and only work on the D and E tasks if you have time left
over. Otherwise, you'll delegate or delete these tasks.

• A – Very important: These are the very important tasks that carry a
lot of value for your team or business.
• B – Less important: These are less important tasks that add a small
amount of value to your team but aren't urgent or essential.
• C – Enjoyable: These are tasks you find pleasure in doing and don't
need much motivation to complete.
• D – Delegate: These are low-value tasks that you could delegate to a
colleague if you run out of time before getting to them.
• E – Eliminate: These are tasks that add no value to your team and
aren't essential or useful for your business. They have the lowest
priority.

Pros of the ABCDE method:

• It's incredibly simple and intuitive.

• It includes an enjoyment factor for bonus tasks, which can motivate
you through trickier jobs.

Cons of the ABCDE method:

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• If you can't see the big picture, it's hard to accurately grade the
importance of your tasks.
• If you aren't diligent with how you spend your time, you won't get past
the bigger, more important tasks.

You should use this method if:

• You have the ability to grade your tasks' importance objectively.

• You're good at managing your time.

6. Impact-effort matrix

The impact-effort matrix (also called the value-complexity matrix)

balances the impact of a task with the effort required to pull it off.

It has the following four task categories:

• QUICK WINS – High impact and low effort: These are tasks that are
worth investing time and energy into because even a small amount of
work is rewarded.
• BIG BETS – High impact and high effort: These tasks are worth
investing effort into carefully planning because they’ll have huge
payoffs once you’ve completed them.
• FILL INS – Low impact and low effort: These tasks are easy to
implement, but they aren’t always worth your time and resources and
might be distracting you from your big picture.
• MONEY PIT – Low impact and high effort: These tasks are a waste
of time and resources as they take huge amounts of work for little to
no payoff.

Pros of the impact-effort matrix:

• The effort metric considers skill level, labor, time, and resources.
• It's a simple method that allows you to get started quickly.

Cons of the impact-effort matrix:

• Impact and effort levels are subjective and tricky to define.

• It doesn't take urgent tasks into account.

You should use this method if:

• You're working in a team and want a quick, collaborative game plan.

• You want to take resources into account while prioritizing.

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SELF-CHECK 2.1-1

Direction: Identify the following terms. Read the statement carefully and choose the
correct answer. Write the correct answer in another sheet of paper.

1. It is the process of effectively and efficiently tracking, managing, and executing the life
cycle of a task or many tasks within a project, from inception to execution.

A. Time management B. Task Management C. Timeline D. None of the above

2.It can also increase engagement by breaking down workflows into smaller and easily
doable chunks, allowing you to organize more efficiently

A. Task management B. Timeline C. Time management D. None of the above

3. ____________________ among team members not only improves goal achievement, but
it also benefits the employer as a whole.

A. Cooperation B. Participation C. Collaboration D. None of the above

4. ______________ helps you to quantify tasks based on a scoring system.

A. Task Management B. Organization C. Prioritization D. None of the Above

5. Large tasks can be overwhelming, but breaking them down into smaller, manageable
steps makes them easier to tackle.

A. Break down complex task B. Gantt Chart C. To-do-list D. None of the above

6. -10 Give 5 methods used for managing tasks:

ANSWER KEY 2.1-1

1. B
2. A
3. C
4. C
5. A
6. To-do lists
7. Bullet journaling
8. Mind Mapping
9. Kanban Cardboard
10. Gantt Chart
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INFORMATION SHEETS 2.1-2
Learning Objectives: After reading this information sheet learner should be
able to understand the Employer policy on performance management

What is performance management?

Performance management is an ongoing process in which employers and workers

regularly communicate to assess and review job responsibilities, expectations,
performance, and development strategies. The goal is to empower household workers to
perform at their best, align their efforts with the employer’s family strategic objectives,
and create a positive and fulfilling work environment for everyone.

An effective performance management process is strategic and systematic, establishing

a continuous conversation between household workers and employers to drive individual
and household success. It combines verbal and written components, which take place
throughout the year, culminating in a day-to-day performance appraisal. The process
involves the following:

• Establishing clear expectations,

• Providing ongoing feedback, and

• Evaluating results.

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Key elements of a performance management policy:

1. Performance Goals and Expectations:

• Clear definition of performance standards and key performance indicators

(KPIs) aligned with organizational goals.

• Setting individual goals collaboratively between household workers and

employers at the beginning of each performance period.

2. Review Process:

• Frequency of performance reviews when it is necessary

• Standardized performance evaluation through conversation between

Household workers and employers with specific rating scales

• Regular check-ins and informal feedback throughout the performance

period

3. Feedback Mechanism:

• Open and constructive feedback from employers to household workers

• Opportunity for household workers to provide feedback to employers in a

polite way.

• Coaching and development plans for addressing performance gaps

4. Performance Improvement Plans (PIPs):

• Procedures for addressing consistently below-standard performance,

including clear goals and timelines for improvement

5. Performance-Based Rewards:

• Linking performance evaluations to compensation adjustments, bonuses,

and incentives.

6. Roles and Responsibilities:

• Clear delineation of responsibilities for employers (conducting reviews,

providing feedback) and household workers (self-assessment, goal
setting)

7. Confidentiality:

• Guidelines for maintaining the privacy of performance information

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Benefits of a strong performance management policy:

• Improved household workers performance: It Provides workers with clear

expectations and opportunities for growth.

• Increased Productivity: Aligns workers’ goals with organizational/employers

family objectives.

• Talent Development: Identifies high-performing household workers and areas for

development

Stages of performance management

1. Planning

The planning stage is dedicated to establishing performance expectations with

employees. Job descriptions should clearly outline these goals to attract the right
candidates. After hiring the household worker, you need to reconfirm these expectations
and set SMART goals and expectations together.

Performance management plans must also be flexible so they can be adjusted as

organizational objectives change along the way.

The worker should be actively involved in the planning process because this increases
satisfaction and motivation to improve.

2. Monitoring

The second stage is monitoring. During this stage, employers must regularly monitor
household worker performance concerning the goals set and provide feedback on their
progress. Doing this regularly rather than annually allows issues to be highlighted and
corrected sooner rather than later.
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3. Developing

During the developing stage, the data collected during the monitoring stage is analyzed
and used to boost worker’s performance.

Underperformance may be corrected by suggesting refresher courses, further

training, performance coaching, and other methods. Employers could further facilitate
superior performance by assigning an extra project to help improve knowledge and
performance, allowing the worker to excel further.

4. Rating & rewarding

The final stage is rating and rewarding. Household worker’s performance needs to be
rated regularly throughout the year and during a performance review or appraisal. This
helps quantify household workers’ performance, determine the value added by each
employee to the organization, and make any changes as needed. Both workers and
employers and family members should give their evaluations for 360-degree
feedback. You can do this through praise and recognition, or a raise in salary,

360-degree feedback

360-degree feedback (also known as 360 review) is a performance management method

where an employee receives feedback from their employer, peers, and self-evaluation.
Not only does this provide workers with a broad overview of their performance, rather
than a single view from their employer, but the act of creating this feedback for peers
encourages them to constantly consider their own performance and development
needs.

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SELF-CHECK 2.1-2

Direction:

A. Identify the following:

1. What is Performance Management?

2.What is an effective performance management process?

3. What is 360-degree feedback?

B. Discuss the 7 Key elements of Performance Management.

Answer Key 2.1-2

1. Performance management is an ongoing process in which employers and workers

regularly communicate to assess and review job responsibilities, expectations,
performance, and development strategies.

2. An effective performance management process is strategic and systematic,

establishing a continuous conversation between household workers and employers to
drive individual and household success.

3. 360-degree feedback is a performance management method where an employee

receives feedback from their employer, peers, and self-evaluation.

7 Key elements of Performance Management.

1. Performance Goals and Expectations:

• Clear definition of performance standards and key performance indicators

(KPIs) aligned with organizational goals.

• Setting individual goals collaboratively between household workers and

employers at the beginning of each performance period.

2. Review Process:

• Frequency of performance reviews when it is necessary

• Standardized performance evaluation through conversation between

Household workers and employers with specific rating scales

• Regular check-ins and informal feedback throughout the performance

period

3. Feedback Mechanism:

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 • Open and constructive feedback from employers to household workers

• Opportunity for household workers to provide feedback to employers in a

polite way.

• Coaching and development plans for addressing performance gaps

4. Performance Improvement Plans (PIPs):

• Procedures for addressing consistently below-standard performance,

including clear goals and timelines for improvement

5. Performance-Based Rewards:

• Linking performance evaluations to compensation adjustments, bonuses,

and incentives.

6. Roles and Responsibilities:

• Clear delineation of responsibilities for employers (conducting reviews,

providing feedback) and household workers (self-assessment, goal
setting)

7. Confidentiality:

• Guidelines for maintaining the privacy of performance information

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INFORMATION SHEETS 2.1-3
Learning objectives: After reading this information sheet, learners should be
able to understand the indicators of appropriate performance for each area of
responsibility

What are performance monitoring indicators?

Performance indicators are measures of performance impacts, outcomes, outputs, and

inputs that are monitored during task implementation to assess progress toward task
objectives. They are also used later to evaluate a task’s success. Indicators organize
information in a way that clarifies the relationships between performance impacts,
outcomes, outputs, and inputs and help to identify problems along the way that can
impede the achievement of tasks objectives.

What Are Key Performance Indicators (KPIs)?

Key performance indicators (KPIs) are quantifiable measurements used to gauge a

company’s overall long-term performance. Organizations use KPIs to track their progress
on key business objectives.

KPIs help determine a company’s strategic, financial, and operational achievements,

especially compared to those of other businesses within the same sector. They can also
be used to judge progress or achievements against a set of benchmarks or past
performance.

Key performance indicators (KPIs) are measurable values that demonstrate how
effectively a household, or an organization is achieving its key objectives.

These indicators are crucial for evaluating performance and progress toward specific
goals, providing a quantitative measure of success.

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Why are KPIs important for Household Management

Key Performance Indicators (KPIs) play a crucial role in household for several reasons:

Performance Measurement

KPIs provide quantifiable metrics that enable the measurement of household

performance. By tracking specific indicators, such as the average time to clean a room or
guest satisfaction scores, businesses can assess how well their household operations
are meeting established standards.

Employers’ Satisfaction

Household is a pivotal factor in employers or guest satisfaction. KPIs related to

cleanliness, room preparation times, and response to employers’ requests help ensure
that the quality of household services aligns with employers expectations. Positive KPI
outcomes in these areas contribute to high employers’ satisfaction, positive reviews,

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Resource Optimization

Tracking KPIs related to inventory management, including consumables usage and

cleaning supplies turnover, aids in optimizing resource allocation. Efficient resource
utilization is not only cost-effective but also ensures that household staff have the
necessary tools and supplies to maintain high standards.

Quality Control

KPIs act as tools for quality control in households. Inspection scores, compliance with
cleaning standards, and re-cleaning request frequency help maintain consistent and
high-quality cleaning standards. Continuous monitoring of these KPIs ensures that
deviations from established norms are promptly addressed.

KPIs are integral to the process of continuous improvement. Regularly reviewing and
analyzing KPI data allows households to identify areas for enhancement and implement
strategies to address shortcomings. This iterative approach fosters a culture of ongoing
improvement in households’ operations.

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Strategic Decision-Making

KPIs provide valuable data for strategic decision-making. Employers can use KPI insights
to allocate resources effectively, set realistic goals, and make informed decisions that
positively impact both operational efficiency and employers or family members
satisfaction.

Common Challenges in Household

Recognizing and addressing these challenges are essential for maintaining high
standards and ensuring employer and family members’ satisfaction.

A. Communication

Most disagreements, fights, and arguments are caused by poor communication or lack
of communication. Adults and children all need space to explain their problems in all
fairness. Making assumptions, even in the case of a family, is not the right thing to do.

A common problem with a blended family can be a lack of communication. Having a

stepparent, stepsibling can be disconcerting at first, and openly communicating might
be a problem in the beginning.

B. Arguments and Conflicts

As I mentioned in the previous point, disagreements, conflicts, and fights are a part of a
family dynamic. We all are entitled to our opinion however, arguments and conflicts can
damage relationships within a family if not resolved in time. Emotions should not get the
better of you during arguments. We may say something hurtful even without meaning to.

Arguments are not a bad thing at all. They are normal but if they get out of hand then they
could be a problem.

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C. Money Problems

One of the biggest stressors in any relationship can be finances. Financial stress can
raise tension and create dissonance in a family relationship. Arguments about money
and money management are common family problems that need to be addressed.

Training and Skill Development

Ensuring consistent and standardized training programs for household workers is crucial
to maintaining a unified approach to cleanliness and service quality.

Household tasks are evolving with technological advancements. Ensuring that

household staff is adequately trained to use modern cleaning equipment and systems is
an ongoing challenge. The ability of household worker to perform multiple tasks, from
room cleaning to handling employers requests, requires a comprehensive approach to
cross-training.

Key Performance Indicators for Household – Examples

The following Key Performance Indicators (KPIs) in the realm of cleaning efficiency
provide valuable insights into the productivity and cost-effectiveness of household
workers.

1. Cleaning Efficiency

The most obvious performance indicator for households is cleaning efficiency Here are
two basic KPIs that are used to measure cleaning efficiency.

a. Average Time to Clean a Room

The first and foremost is the average time, in minutes, it takes for household workers to
clean a single room. This KPI indicates the efficiency of cleaning processes and workers

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productivity. Deviations from the established average may signal areas for improvement
or additional training.

2. Employers and family members Satisfaction

Employers and Family members satisfaction is paramount, and the household workers
plays a pivotal role in shaping the overall employers’ experience.

The following Key Performance Indicators (KPIs) related to employers’ satisfaction offer
valuable insights into the quality of household services and their impact on employers
and family members perceptions.

3. Inventory Management

Effective inventory management is crucial for maintaining operational efficiency in

household.

The following Key Performance Indicators (KPIs) related to inventory management

provide insights into resource utilization, cost control, and sustainability.

a. Consumables Usage and Wastage

The measurement of how efficiently consumable items, such as toiletries and amenities,
are utilized in household tasks, alongside monitoring any wastage.

Efficient usage and minimal waste contribute to cost savings and sustainability. High
wastage may indicate a need for better training or adjustments to ordering quantities.

b. Cleaning Supplies Inventory Turnover

The rate at which cleaning supplies are used and replenished over a specific period.

This KPI indicates the efficiency of inventory turnover and helps prevent overstocking or
stockouts. A high turnover rate suggests effective usage of cleaning supplies, reducing
storage costs and minimizing the risk of expired products.

Final Words

KPIs serve as invaluable tools, offering a quantitative lens through which to measure,
analyze, and continually improve key aspects of household performance. Some KPIs for
households are shared here but every organization has its own unique context so it can
develop KPIs for its own usage. Setting up KPIs and implementing these is a tedious task
that requires strategic.

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SELF-CHECK 2.1-3

Direction: Minimum two paragraphs explain in your own words the Key Performance
indicators in Household operation.

ANSWER KEY 2.1-3

Discuss with the Trainer

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INFORMATION SHEET 2.1-4

Learning objectives: After reading this information sheet learner should be

able to understand the Capacity to plan and prioritize workloads and
requirements

Capacity to plan and prioritize workloads and requirements

What is Capacity Planning?

Capacity planning is all about figuring out how much work a household
worker can handle, whether household chores, child minding or elderly
care, to meet the demands of the employers.
It’s like planning how many ingredients you’ll need to bake a cake – you don’t
want to run out halfway through!
Without it, any businesses risk falling short of demand, resulting in missed
opportunities, dissatisfied customers, and ultimately, a loss of revenue.
Where agility and responsiveness are paramount, capacity planning has
become an indispensable component of operational excellence.

Key Highlights
• Understand the fundamental concepts of capacity planning, including
strategic resource planning, and supply and demand dynamics.
• Differentiate between capacity planning and resource planning,
• Explore its three primary types: workforce capacity planning, tool
capacity planning, and product capacity planning.
• Recognize its critical importance for businesses and household
operations.
• Learn the three capacity planning strategies: lead strategy, lag strategy,
and match strategy.
• Master the step-by-step process, from forecasting demand and
determining required capacity to calculating current capacity and
identifying gaps.

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 Being productive and effective household worker requires setting priorities,
especially in the hectic workplace of today. Knowing how to prioritize your work may
make all the difference in reaching your objectives and meeting deadlines when you have
a mountain of chores to finish and little time.

How Do You Prioritize Your Work?

Employers want to make sure that their workers can effectively and efficiently manage
their workloads in order to meet deadlines and produce high-quality work. Employers
may establish whether a candidate's or employee's abilities and experience match the
employer’s expectation and values by inquiring about how they handle task
management.

A candidate's or employee's reaction might also provide important details about their
problem-solving capabilities, flexibility, and communication abilities—all of which are
necessary traits for success in the job.

What Are Prioritization Skills?

Prioritization skills refer to the ability to manage tasks and responsibilities in order of
importance or urgency, based on a set of criteria. These skills involve assessing multiple
tasks, understanding their relative importance, and allocating resources effectively to
ensure that critical tasks are completed on time while also ensuring that other tasks are
completed efficiently. Strong prioritization skills require a combination of organizational
and time management skills, critical thinking, and effective communication.

Some examples of prioritization skills include:

1. Ability to identify and differentiate between important and urgent tasks

2. Developing a clear understanding of project goals and timelines

3. Effective time management techniques to manage competing deadlines

4. Delegating responsibilities when necessary to ensure all tasks are completed on

time

5. Flexibility and adaptability in the face of changing priorities

6. Clear and effective communication with colleagues, employers, and family

members to ensure everyone is on the same page regarding priorities

Strong prioritization skills are essential for success in the workplace, especially in fast-
paced and complex environments where competing demands are the norm. Employees

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with strong prioritization skills can effectively manage their workload, meet deadlines,
and deliver high-quality work, contributing to the success of the organization.

How To Prioritize?

Identify urgent vs. important

Prioritizing your workload requires distinguishing between urgent and significant jobs.
Urgent jobs demand immediate attention and usually have a limited deadline, whereas
significant tasks are required for long-term goals and objectives to be met. Here's how to
tell which chores are urgent and which are important:

1. Urgent tasks: These are jobs that must be completed immediately and have a short
deadline. Taking employer’s children to school and picking them up afterwards, preparing
food and serving on time.

2. Important tasks: They are those that must be completed in order to achieve long-term
goals and objectives, even if they do not have an immediate deadline. Examples: routine
cleaning of the house, doing laundry

While prioritizing activities, it is critical to prioritize both urgent and significant work.
Urgent activities may need immediate attention, but important tasks should not be
prioritized above urgent duties.

Order tasks by estimated effort

Another efficient method of prioritizing your workload is to order tasks according to

predicted effort. This strategy entails estimating the time and resources needed for each
activity and ranking them in order of projected effort.

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Start by evaluating how long each activity will take to complete before arranging tasks
according to projected effort. To obtain a more precise estimate, the work might need to
be divided into smaller subtasks.

Prioritize the tasks based on the time and resources needed to do them once you have
calculated the work necessary for each one. With this strategy, you can be confident that
you are spending your time and resources wisely and concentrating on things that can be
completed in the allotted amount of time.

Individuals may successfully manage their workload and decrease stress by breaking
major projects down into smaller, more manageable chunks by organizing jobs according
to projected effort.

Being flexible and adaptable

Effective prioritizing requires a person to be adaptive and flexible. Many variables,

including shifting deadlines, unanticipated emergencies, or fresh possibilities, can cause
priorities to move and alter.

Individuals must be willing to change their priorities in response to evolving situations in

order to be flexible and adaptable. To make sure that their job list and priorities are in line
with the most recent goals and objectives, this entails routinely assessing and updating
them.

It also calls for a readiness to rearrange priorities as necessary, even if it means delaying
or putting off less important duties. Being adaptive and flexible also implies being open
to new ways of doing things and being prepared to change how one approaches activities
as necessary.

Know when to cut

Effective prioritizing requires knowing when to reduce tasks. The temptation to try to take
on too much work or to hang onto jobs that are no longer vital or relevant might be strong.
Individuals must be willing to periodically evaluate the worth and impact of each work if
they hope to know when to cut them.

This entails routinely examining the task list and priorities to spot jobs that are no longer
required, applicable, or manageable within the allotted time. It also entails being
prepared to delegate work or seek assistance when needed rather than attempting to do
everything on your own.

By eliminating jobs that are no longer necessary or viable, people may better concentrate
on the things that matter and accomplish their goals and objectives. By making time and
resources available for activities that are of higher priority, it can help lower stress and
avoid burning out.
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People may develop their prioritizing abilities and succeed more in both their personal
and professional life by recognizing when to reduce chores.

SELF CHECK 2.1-4

Direction: Identify the following terms. Read the statement carefully and choose the
correct answer. Write the correct answer in another sheet of paper.

1. It is all about figuring out how much work a household worker can
handle, whether household chores, childminding or elderly care, to meet the
demands of the employers.

A. Task Planning B. Capacity planning C. Prioritizing workload D. None of

the above

2. It requires setting priorities, especially in the hectic workplace of today. Knowing how
to prioritize your work may make all the difference in reaching your objectives and
meeting deadlines when you have a mountain of chores to finish and little time.

A. Productive B. Responsive C. Collaborative D. None of the above

3. It refers to the ability to manage tasks and responsibilities in order of importance or

urgency, based on a set of criteria. These skills involve assessing multiple tasks,
understanding their relative importance, and allocating resources effectively to ensure
that critical tasks are completed on time while also ensuring that other tasks are
completed efficiently.

A. Capacity Plan B. Prioritizing skill C. task Management D. None of the above

4. Employers want to make sure that their workers can ________and efficiently manage
their workloads in order to meet deadlines and produce high-quality work.

A. Efficiently B. Effectively C. Productively D. None of the above

5. __________ your workload requires distinguishing between urgent and significant jobs.

A. Capacity Plan B. Productive C. Prioritizing D. None of the above

5. These are jobs that must be completed immediately and have a short deadline. Taking
employer’s children to school and picking them up afterwards, preparing food and
serving on time.

A. Important jobs B. Urgent Jobs C. Not important Jobs D. None of the above

6-10 Give examples of Prioritize Skills.

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ANSWER KEY 2.1-4

1. B 2. A 3. B 4.A 5C

6. Ability to identify and differentiate between important and urgent tasks

7. Developing a clear understanding of project goals and timelines

8. Effective time management techniques to manage competing deadlines

9. Delegating responsibilities when necessary to ensure all tasks are completed on time

10. Flexibility and adaptability in the face of changing priorities

Clear and effective communication with colleagues, employers, and family members
to ensure everyone is on the same page regarding priorities

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LEARNING OUTCOME 2 Maintain Quality of Performance
CONTENTS:
• Maintaining personal performance log
- Site and assignment requirements
- Indicators of appropriate performance for each area of responsibility
• Steps for improving or maintaining performance
• Self-evaluation and monitoring skills
ASSESSMENT CRITERIA:
• Personal performance continually monitored against agreed
performance standards
• Advice and guidance sought when necessary to achieve or maintain
agreed standards
• Guidance from management applied to achieve or maintain agreed
standards
• Standard of work clarified and agreed according to employer policy
and procedures
CONDITIONS:
The students/trainees must be provided with the following:
Learning Materials:
• Assignment instructions
• Logbooks
• Operational manual and markers/ customers’ instructions
• Books
• Video (CD)
Supplies and Materials:
• Pen
• Paper
• Forms
Equipment:
Computer unit with internet access
METHODOLOGIES:
• Online (Synchronous) Group Discussion and Interaction (Role
Playing)
• Modular/ self-paced learning
• Multimedia Presentation
• Online Synchronous Lecture
• Simulation
ASSESSMENT METHODS:
• Written Test
• Demonstration
• Observation
• Questioning

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Learning Experiences

Learning Outcomes

LO1. Plan completion of own workload

LO2. Maintain quality of performance

LO3. Build credibility with customers/ clients

Learning Activities Special Instructions

1.Read Information Sheet No. 2.2-1
Maintaining personal performance

Answer Self-Check 2.2-1 Compare answers with the answer

key. Trainees are required to get all
answers corrected. If not, read the
information sheets again to answer
all questions correctly.
2. Read Information Sheet No. 2.2-2
Steps for improving or
maintaining performance
Answer Self-Check 2.2-2 Compare answers with the answer
key. Trainees are required to get all
answers corrected. If not, read the
information sheets again to answer
all questions correctly.
3. Read Information Sheet No. 2.2-3
Self-evaluation and monitoring
skills
Answer Self-Check 2.2-3 Compare answers with the answer
key. Trainees are required to get all
answers corrected. If not, read the
information sheets again to answer
all questions correctly.
After doing all activities of this
LO, Trainees may proceed to the
next LO on BASIC
COMPETENCIES

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INFORMATION SHEET # 2.2-1
Learning Objectives: Learn and apply how to maintain personal
performance.

How To Maintain Personal Performance.

Household duties often take a backseat with everybody neck-deep in work

and commitments.

Effective household management oversees every big or small task that

contributes to establishing peace at home. It covers various household tasks,
from meal prep and budget planning to delegating grocery and laundry
duties.

To maintain personal performance in household management, consider

setting reminders for tasks, using a notepad to jot down ideas, and employing
tools like Personal Productivity best practices for efficient task management.
You can also explore Working efficiently best practices to streamline your
processes.

What is a self-performance review?

A self-performance review is an evaluation tool that you can use to assess

your work and job performance at a company. It allows you to identify how
you succeed in your career and look for opportunities to improve.

An employee self-evaluation is a process that requires a worker to assess their

own performance in the workplace. Employers may require these evaluations
regularly, such as once a year or once a quarter. In them, employees may
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describe their achievements and share their progress over the last year or few
months. They may also discuss their strengths and what they could do to
improve their performance. Self-evaluations can be a useful way to encourage
workers to be more thoughtful, self-aware and reflective, and they often
motivate them to improve their performances.

How to write a self-evaluation

1. Determine the requirements

First, review the requirements for your evaluation. These may vary, depending
on whether it's for an annual review or a promotion. Determine the length of
time that's necessary for evaluating your performance. If the evaluation
includes the last year, review your important projects or assignments from
the previous year to determine your achievements and areas of improvement
more easily.

2. Evaluate your strengths

Consider your positive qualities or the personal characteristics you have that
help you perform well in your role. In your evaluation, emphasize how you
use your unique skill set to handle your responsibilities effectively and
mention your primary strengths. For example, you might discuss your
conscientiousness and your interpersonal skills and provide a few examples
of how you used those qualities to increase rapport with employers.

3. Mention your interest in improving

If you've made a mistake, mention your willingness to learn from it and your
interest in improving within your role. Explain what you've learned in your
current role and your willingness to continue learning. For example, if you
hope to earn a promotion, you might discuss your desire to acquire new skills
that might benefit you in that position. This can help demonstrate your
willingness to take the initiative and show your employer that you're serious
about progressing in your career.

4. Provide helpful feedback

Try to incorporate some helpful feedback into your self-evaluation to help your
employer improve processes or address issues that are preventing you from
performing to the best of your ability. You might also offer feedback about the
employer’s family in general. For example, if you work in a sales role, you
might discuss your interest in a training program to improve
your communication skills and help you practice speaking with different
types of customers.

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5. Mention your ambitions

Self-evaluations can be a useful way to discuss your career aspirations with

your employer. You may impress your employer by stating your desire to
progress within your career. Explain your desire for professional development
and ask about opportunities to acquire further qualifications. You might also
discuss your desire for greater responsibility.

Indicators Of Appropriate Performance For Each Area Of Responsibility

What is Key Responsibility Area?

Key responsibility areas or KRA, define the expectations of the employer from a specific
job role. It clarifies to the workers what is expected of their role at the house. Without
KRAs, an employee may feel lost or demotivated to perform.

Key responsibility areas also play an important role in increased employee satisfaction
and are used as an outline based on which an employee’s performance review can be
done. It is usually well-defined and easy to measure for the employer. This helps the
employee perform better by providing a ready reckoner about what is expected by the
employer.

Why is Key Responsibility Area Important?

Is it possible to employ people in the team and expect them to work towards the set goals
without clarity on the job role?

No. It would be a nightmare. People would usually fall short of meeting expectations, as
they would not know what was expected of them. Working without clarity on the job
requirements and employer expectations would not take any employee or the
organization very far.

The job outline or the expectation from the employer helps start an employee’s journey
with the correct mindset and clear expectations from the employer.

KRA plays a critical role in performance management as employees can work in a set
framework. These are increasingly becoming a basic requirement in today’s workplace.
Employees expect the employer to share clear KRAs, as it sets outlines for their
performance at the organization.

• Motivate employees:

KRAs are important for providing the right motivation to workers in the workplace. Without
KRAs, an employee feels lost and quickly loses motivation to achieve company goals. It

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gives the much-needed structure so that employees can perform their best and achieve
success for the organization.

What is the difference between key responsibility areas (KRA) and key performance
indicators (KPI)?

Key responsibility areas (KRA) and key performance indicators (KPI) are two distinct
measurable units that are helpful in their own ways for driving the growth of an
organization. However, these are uniquely different from each other. KRA is an outline of
the job role, which is helpful for the employee to understand the employer’s
expectations. On the other hand, KPI is the employee’s actual performance, usually
measured as a numerical score and tied to the organization’s overall vision.

KRAs are usually shared before the start of the job at the organization. KPIs are measured
after a specific period to assess the employee’s performance.

Key responsibility areas are always set at an employee level, whereas KPIs are set at an
organization level, departmental level, and then at the employee level. For instance,
revenue targets, profit targets, sales targets, etc., are all part of KPIs.

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Self-check 2.2-1

Direction: In a minimum of 2 paragraphs differentiate the KRA as Key

responsibility area and KPI as Key Performance Indicators.

Answer Key 2.2-1

Discuss with the Trainer

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INFORMATION SHEET # 2.2-2
Learning objectives: At the end of this information sheet learners should be
able to describe the steps for improving or maintaining performance

Step by Step Guide to have an Effective Performance Improvement

Tip 1: Clearly define the performance issues: Start by identifying the specific
areas where the employee is falling short and clearly outline the expected
standards. This will help the employee understand what needs improvement
and how they can achieve it.

Tip 2: Set achievable goals: Break down the overall improvement target into
smaller, achievable goals. This will help the employees stay motivated and
track their progress effectively.

Tip 3: Provide support and resources: Offer the necessary resources, such as
training, mentoring, or tools, to help the employee enhance their skills and
overcome any obstacles.

Tip 4: Establish a timeline: Set a realistic timeline for the improvement plan,
including milestones and deadlines for achieving the goals. Regular check-ins
and progress reviews should be scheduled to monitor the employee's
development.

Skills And Overcome Any Obstacles.

Goals are an essential part of life. Whether you're setting goals for yourself,
your job, or your family, it's important to have a clear idea of what you want
to achieve and how you plan on getting there. Unfortunately, this isn't always
easy. There are plenty of challenges that can derail your progress and keep
you from achieving your goals.
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Fortunately, there are strategies you can use to overcome these obstacles.
Here are a few strategies for overcoming challenges that may derail goal
achievement:

1. Set Clear Goals: One of the best ways to overcome challenges is to set clear
goals. Take some time to really think through what it is that you want to
accomplish and why it is important to you. Write down your goals and create
a timeline for when you want to achieve them. When you have a clear idea of
what you're working towards, it will be much easier to stay motivated and
stay on track.

2. Break Down Your Goals: Once you have your goals set, break them down
into smaller, more manageable pieces. This will help you focus on each step
without having to feel overwhelmed by the entire project or goal as a whole.
This will also help you stay organized and reduce the potential for
distractions.

3. Develop an Action Plan: After breaking down your goals into smaller pieces,
develop an action plan for achieving each one. This should include specific
tasks that need to be completed and a timeline of when they should be
completed by. This will help keep you focused and ensure that you don't miss
any important steps along the way.

4. Track Your Progress: Tracking your progress towards your goals is essential
for making sure that you stay on track. Set up a system for yourself that
allows you to chart your progress and make adjustments as needed in order
to ensure that you're on track with your timeline.

5. Remain Flexible: As you work towards achieving your goals, remain flexible
in your approach. Don't be afraid to adjust your plans and timelines if
something isn't working or if something else arises that needs attention first.
The key is to remain focused on the end result while being willing to adapt as
needed along the way.

6. Ask For Help: Don't be afraid to ask for help when needed. Whether it's
asking a friend or family member for advice or seeking out
professional assistance, getting help can make all the difference in achieving
success with your goals.

7. Celebrate Your Successes: Finally, remember to take time to celebrate each

success along the way! Achieving any goal is a major accomplishment and
should be celebrated accordingly! This will help keep you motivated towards
achieving more success in the future as well as remind yourself of how
amazing it feels when you reach a goal!

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By following these strategies, you can overcome many of the challenges that
may derail goal achievement and ensure that you stay on track towards
achieving your goals! Good luck!

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INFORMATION SHEET # 2.2-3
Learning objectives: At the end of this information sheet learners should be
able to describe the steps for self-evaluation and self-monitoring.

Self-Evaluation And Monitoring Skills

Tracking Progress:

1. Set Goals: Setting goals can help you achieve your dreams and live a more directed
life. To set goals, you can use the SMART method, which stands for specific,
measurable, achievable, relevant, and time-bound

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How to set goals

• Be specific: Define what you want to achieve and why it's important. For example,
instead of saying "I want to run a race", you could say "I want to run a five-mile race
in under 45 minutes".

• Make them measurable: Set goals that can be measured so you can track your
progress. For example, you could set a goal to increase online sales by a certain
percentage.

• Set achievable goals: Make sure your goals are realistic. For example, you could
set a goal to learn basic Spanish conversation in three months instead of trying to
become fluent in two months.

• Be relevant: Make sure your goals align with your values and broader life and
career objectives.

• Set deadlines: Create a timeline for when you want to achieve your goals.

• Write down your goals: Writing down your goals can help you stay accountable
and remember what you're working towards.

• Create an action plan: Decide on the steps you need to take to achieve your goal.

2. Focus on tasks:

Focusing on tasks means concentrating on a specific task or subject without

distractions. It's an important skill for productivity and producing high-quality work.

Here are some tips for focusing on tasks:

• Reduce distractions: Remove or minimize distractions, such as turning off

notifications, closing unnecessary programs, or working in a quiet space

• Create triggers: Use a specific action to signal your brain that it's time to focus,
such as drinking a beverage, listening to music, or wearing certain clothes

• Take breaks: Use the Pomodoro Technique to work in focused sprints, followed by
short breaks

• Practice mindfulness: Try meditation or other mindfulness techniques

• Set goals: Use SMART goals to set yourself up for success

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 • Single-task: Focus on one task at a time to improve your ability to focus for longer
periods

• Improve your sleep: Get enough sleep to improve your cognitive function

• Move your body: Physical activity can improve your brain function

• Find a time management system: Use a system that works for you to set
boundaries around your time

3. Track Behavior

Behavior tracking is the process of collecting and analyzing information about a

person's or group's behavior. It can be used to understand how people interact
with a product or service, or to identify patterns in their behavior.

Examples of behavior tracking

• User behavior analytics

Tracks on how users interact with a website or app, including their actions,
interests, and preferences

• Behavioral targeting

Uses data about a customer's interactions with a brand to create a personalized

experience

• Student behavior tracking

Tracks a student's behavior in the classroom, such as on-task behavior

• ABA behavior tracking

Helps identify target behaviors that need intervention and sets measurable goals
for improvement

How behavior tracking is done

• Frequency counts: Use a tally to record how often a behavior occurs

• Interval recording: Observe a behavior during a specific time interval

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 • Anecdotal recording: Record observations about behavior

• Reviewing school records: Look at a student's records to gather information

about their behavior

4. Self- Awareness

Self-awareness is the ability to understand your thoughts, feelings, and actions, and how
they affect yourself and others. It's a psychological state where you focus on yourself.

Benefits of self-awareness

• Better decisions

You can make better choices because you understand how your thoughts and feelings
impact you.

• Stronger relationships

You can build healthier relationships because you understand yourself and how you
interact with others.

• Authenticity

You can lead with authenticity because you understand yourself and your values.

• Improved self-confidence

You can feel more confident in yourself because you understand yourself and your
strengths.

How to improve self-awareness

• Practice meditation: Meditation can help you calm your mind and body, and
focus on the present moment.

• Journal: Journaling can help you process your thoughts and emotions, and see
how they align with who you want to be.

• Reflect: Make time to reflect on your thoughts, feelings, and actions.

• Talk to others: Ask friends or colleagues for feedback, and talk about your goals.

• Practice mindfulness: Mindfulness involves paying attention to the present

moment and accepting your thoughts and feelings without judgment.

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How Can You Improve Self-Management Skills?

Have you ever spent time watching binge-series late at night, even when you know that
you will have a busy next day working? If yes, you are surely going to miss the work
deadline which can affect your credibility and mount work pressure on you. If you are
serious about how to improve self-management skills in the workplace, then we have a
list of ways for you.

1. Clarity of the Role

To master employee self-management skills, you must have a clear understanding of

roles and be aware of duties, the importance of your work, and evaluation criteria. In this
situation, employees know how not to rely on others to complete the work. In
simple words, having clarity in your role will certainly help you manage the workflow. In
summary, we know our place in the system and how our efforts benefit the organization.

2. Alignment of Goals

Collaborating with team members is essential for an organization to succeed. We all

need to see the broad picture and link our objectives with those of the organization for
this to work with a team of people managing themselves at work. By doing this, we’ll be
able to stay on course and keep our end goal in mind. You will be connected with the team
and learning some key strategies for product development.

3. Having a Right Schedule List

One of the important ways of improving your employee self-management skills is to

create the right schedule list. Look at the overall job you have to do either that day or
within a week when you start your workday. Set a clear time limit for when you will finish
each of the smaller jobs and now prioritize the assignment.

Make sure you schedule breaks as well. Do not rush to finish the job if you believe you
cannot accomplish too much in a day. This will enable you to work effectively without
having any second thoughts. Additionally, this will assist you in honing skills to manage
yourself in the workplace.

4. Setting up the Priority

Another effective way to improve good employee self-management skills in the

workplace is to set up the priority. This can ensure that even if other demands on our time
increase, you will complete the most crucial jobs and projects on the set deadline. You
can analyze what is important and how much time you will need to complete the first
stage of the plan. To accomplish the set work by the deadline, you will need to set aside
time in the calendar to work on this project, and you can easily communicate with
stakeholders to push out less crucial initiatives.
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5. Evaluating Strengths and Weaknesses

A great part of managing yourself at work is knowing your strengths and weaknesses. In
the long run, it will be beneficial for you to be aware of your strengths and create space
for them to grow. Additionally, it will make it clear which chores will be simple to perform
and which won’t. You’ll have more time to work on the ones you believe are tough if you
concentrate on finishing the ones that are simpler for you.

6. Performing One Task at a Time

It is one of the greatest employee self-management skills. An effective way to complete

your task on time is to perform one task at a time. This way you won’t be able to get
distracted and you can complete your work on time. This works best when you are
working from home. You should finish each assignment before moving on to the next one
to effectively manage your time and effort.

7. Aligning the Right Level of Engagement

From the executive table to contributors, managing oneself at work involves appropriate
participation in the work varies. When it comes to aligning the work, you need to consider
the strategy to execution, which comprises from “why” through “what” to “how.” Maintain
your attention on the relevant area for your role. For instance, as a product manager, one
of your responsibilities is to convert the “why” to “what” of specific projects. Finding out
how to complete those tasks is not your responsibility.

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SELF-CHECK 2.2-3
Multiple Choice: Choose the letter of the correct answer from the given
choices.
1. Tracking of progress.
A. Self-awareness
B. self-monitoring
C. Self-evaluation
D. None of the above

2. Tracking of Strengths and weaknesses

A. Self-evaluation
B. Self-Monitoring
C. Self-reinforcement

3. An effective way to complete your task on time is to perform one task at a

time.
A. Performing One Task at a Time
B. Set your goals
C. Setting up priority
D. None of the Above
4. Another effective way to improve good employee self-management skills in
the workplace is to set up the priority.
A. Performing One Task at a Time
B. Setting up priority
C. Self-Monitoring
D. None of the above

5. One of the important ways of improving your employee self-management

skills is to create the right schedule list.
A. Performing One Task at a Time
B. Setting up priority
C. Having a Right Schedule List
6. To master employee self-management skills, you must have a clear
understanding of roles and be aware of duties, the importance of your work,
and evaluation criteria.
A. Setting up priority
B. Clarity of the Role
C. Having a Right Schedule List

7. It is the ability to understand your thoughts, feelings, and actions, and how
they affect yourself and others. It's a psychological state where you focus on
yourself.
A. Clarity of the Role
B. Self-awareness
C. Self-management
D. None of the above
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8. It can help you calm your mind and body, and focus on the present
moment.
A. Exercise
B. Meditation
C. Yoga
D. None of the above

9. It can help you process your thoughts and emotions and see how they align
with who you want to be.
A. Meditation
B. yoga
C. Writing a journal
D. None of the above

10. Ask friends or colleagues for feedback and talk about your goals is one
way to improve of self-awareness.
A. Talk to others
B. Ask for help
C. Writing a journal
D. None of the above

ANSWER KEY 2.2-3

1. B
2. A
3. A
4. B.
5. C.
6. B
7. B
8. B
9. C
10. A

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LEARNING OUTCOME 3 Build credibility with customers/ clients
CONTENTS:
• Various Client’s expectations
• Customer service skills required to meet client/ customer needs
• Customer Service requirements
• Problem Solving and Negotiation
• Protocols, policy on security matters

ASSESSMENT CRITERIA:
• Client expectations for reliability, punctuality and appearance
adhered to
• Possible causes of client/customer dissatisfaction identified, dealt
with recorded according to employer policy
• Clients are fully informed of all relevant security matters in a timely
manner
CONDITIONS:
The students/trainees must be provided with the following:
• Assignment instructions
• Logbooks
• Operational manual and markers/ customers’ instructions

METHODOLOGIES:
• Online (Synchronous) Group Discussion and Interaction (Role
Playing)
• Modular/ self-paced learning
• Multimedia Presentation
• Online Synchronous Lecture
• Simulation

ASSESSMENT METHODS:
• Written Test
• Demonstration
• Observation
• Questioning

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Learning Experiences

Learning Outcomes

LO1. Plan completion of own workload

LO2. Maintain quality of performance

LO3. Build credibility with customers/ clients

Learning Activities Special Instructions

1.Read Information Sheet No. 2.3-1
Various Client’s expectations

Answer Self-Check 2.3-1 Compare answers with the answer

key. Trainees are required to get all
answers corrected. If not, read the
information sheets again to answer all
questions correctly.
2. Read Information Sheet No. 2.3-2
Customer service skills required to meet
client/ customer needs
Answer Self-Check 2.3-2 Compare answers with the answer
key. Trainees are required to get all
answers corrected. If not, read the
information sheets again to answer all
questions correctly.
3. Read Information Sheet No. 2.3-3
Customer Service requirements
Answer Self-Check 2.3-3 Compare answers with the answer
key. Trainees are required to get all
answers corrected. If not, read the
information sheets again to answer all
questions correctly.
4. Read Information Sheet No. 2.3-4
Problem Solving and Negotiation
Answer Self-Check 2.3-4 Compare answers with the answer
key. Trainees are required to get all
answers corrected. If not, read the
information sheets again to answer all
questions correctly.
5. Read Information Sheet No. 2.3-5
Protocols, policy on security matters
Answer Self-Check 2.3-5 Compare answers with the answer
key. Trainees are required to get all
answers corrected. If not, read the
information sheets again to answer all
questions correctly.

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 After doing all activities of this
LO, Trainees may proceed to the
next LO on BASIC
COMPETENCIES

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 Information Sheet No. 2.3-1
Learning objectives: After reading this information sheet learners should be
able to understand the Various Client’s expectations

Client expectations are the beliefs and hopes that clients have about a
product or service. These expectations can be explicit or implicit, realistic or
unrealistic, and positive or negative.

Examples of client expectations

• Ease of use: How easy it is to use a product or service

• Value for money: How much value a customer gets for their money

• Emotional connection: How connected a customer feels to a product

or service

• Customer service: How good the customer service experience is

• Transparency: How transparent a business is

• Speed: How quickly a business responds to customer needs

Managing client expectations

Managing client expectations early on can help build trust and deliver a
positive customer experience.
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Strategies for managing client expectations

• Set clear goals

• Create a plan for each project

• Make time for communication

• Introducing your process and team

• Promise less, deliver more

DESIRABLE TRAITS OF A HOUSEHOLD WORKER

Household Worker is a person who works within the employer's household.

Household workers provide a variety of household services for an individual
or a family, from providing care for children and elderly dependents to
cleaning and household maintenance known as housekeeping.
Responsibilities may also include cooking, doing laundry and ironing, food
shopping and other household errands.

Clients are expected from Household worker to be:

1. Loyal. Follows clientele’s rules, regulations, policies, procedure, etc.

2. Trustworthy. A person can prove his trustworthiness by fulfilling an

assigned responsibility - and as an extension of that, not to let down
expectations.

3. Honest. Perform his job’s duties with accuracy.

4. Responsible. Perform his job’s duties in a manner that demonstrates

he understands his job’s goals, duties, and job description.

5. Industrious. Consistently exceeds job description expectations.

6. Respectful. Shows respect for customer’s authority and responsibility.

7. Cooperative. Cooperates with other employees to achieve common

objectives.

8. Flexible. Willing to change how he performs his job as his job’s

responsibilities change.

9. Decisive. Exercises sound decision making skills when needed.

10. Punctual. It is the characteristic of being able to complete a

required task before or at a previously designated time. "Punctual" is
often used synonymously with "on time."

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DUTIES AND RESPONSIBILITIES OF A HOUSEHOLD WORKER

A household worker is anyone you pay to provide domestic services in your

household, such as:

• Babysitters, and nannies.

• Caretakers, health aides, and private nurses.

• Housekeepers and maids.

• Gardeners, landscapers, and yard-keepers.

• Drivers and chauffeurs; and

• Personal assistants, personal chefs, and cooks.

1. Cleaning -The domestic worker will be assigned certain areas in the

home or specific tasks such as daily cleaning or deep cleaning. Daily
chores involve cleaning floors, furniture, windows, and all rooms. Doing
laundry and ironing may be among duties as well. Deep cleaning, such
as shampooing carpets, is not done as often.

2. Child and Elder Care - A domestic worker may also be assigned the
care of children from infant through adolescent. In this instance,
experience with children is needed. Caring for infants and toddlers
places more demand on the worker. Some responsibilities involved in
the child's care are bathing, diapering, feeding, supervising and
entertaining. An elderly member of the household may also need
domestic workers’ care. This work may involve bathing, companionship,
and assistance with doctor visits.

3. Cooking - Some domestic workers prepare the family's meals. When

this is the case, it is good to know the family's preferences. A thorough
cookbook offering varied dishes will help the domestic workers prepare
tasty meals for breakfast, lunch and dinner. If the worker does not cook
on weekends, she sometimes prepares dishes ahead of time so that
family members can conveniently heat and serve themselves.

4. Shopping - Shopping may be a task for the domestic worker. Duties

could involve keeping groceries stocked in the pantry and buying
household items. The employer needs to give a shopping budget and
Date Compiled: Prepared by: Document No.
CBLM 2025 Issued by:
DOMESTIC WORK NC II Date Revised:
Feb 2025
Myrna L. Vicenal
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 guidelines to follow. Some domestic workers are responsible for
shopping for family clothing and larger scale household items and
appliances.

5. Laundry – Household worker may do laundry daily or prepare a

schedule to do it. This may involve checking household laundry
hampers, which may be in a central location in the laundry room. To
do laundry, the household worker separates whites, colors and delicate
apparel. When the clothing is dry, she removes it from the dryer to
minimize wrinkles. Clothes are then ironed and folded and placed back
into the proper drawers and closets.

6. Childcare - If there are small infants and toddlers in the house, the
household worker may be responsible for caring for them. It is
important that the household worker is trained in first aid and CPR
with smaller children and is very attentive. Older children may be
present in the home after school hours. The housekeeper may have to
pick the child up from school and transport him to after school
activities.

Aside from the specific tasks mentioned earlier, a household worker is

expected to dispense for some of the following tasks as part of her/his duty
and responsibility:

• Clean rooms, hallways, lobbies, lounges, restrooms, corridors,

stairways, locker rooms, and other work areas so that health standards
are met.

• Empty wastebaskets, empty and clean ashtrays, and transport other

trash and waste to disposal areas.

• Dust and polish furniture and equipment.

• Clean rugs, carpets, upholstered furniture, and draperies, using

vacuum cleaners.

• Keep storage areas and carts well-stocked, clean, and tidy.

• Sweep, scrub, wax, or polish floors, using brooms, mops, or powered

scrubbing and waxing machines.

• Wash windows, walls, ceilings, and woodwork, waxing and polishing

as necessary.

Date Compiled: Prepared by: Document No.

CBLM 2025 Issued by:
DOMESTIC WORK NC II Date Revised:
Feb 2025
Myrna L. Vicenal
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Performance
• Carry linens, towels, toilet items, and cleaning supplies.

• Replenish supplies, such as drinking glasses, linens, writing supplies,

and bathroom items.

• Hang draperies and dust window blinds.

• Polish silver accessories and metalwork, such as fixtures and fittings.

• Move and arrange furniture and turn mattresses

• Disinfect equipment and supplies, using germicides or steam-operated

sterilizers.

• Sort clothing and other articles, load washing machines, and iron and
fold dried items.

• Sort, count, and mark clean linens and store them in linen closets.

• Request repair services and wait for repair workers to arrive.

• Wash dishes and clean kitchens, cooking utensils, and silverware.

• Answer telephones and doorbells.

• Assign duties to other staff and give instructions regarding work

methods and routines.

• Care for children or elderly people by overseeing their activities,

providing companionship, and assisting them with dressing, bathing,
eating, and other needs.

• Run errands, such as taking laundry to the cleaners and buying

groceries.

• Plan menus and cook and serve meals and refreshments following
employer's instructions or own methods.

• Purchase or order groceries and household supplies to keep kitchens

stocked and record expenditures.

Date Compiled: Prepared by: Document No.

CBLM 2025 Issued by:
DOMESTIC WORK NC II Date Revised:
Feb 2025
Myrna L. Vicenal
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Performance
 Date Compiled: Prepared by: Document No.
CBLM 2025 Issued by:
DOMESTIC WORK NC II Date Revised:
Feb 2025
Myrna L. Vicenal
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Self-Check 2.3-1
Multiple Choice: Choose the letter of the correct answer from the given
choices.
1. It is the job of the household worker, and it is important that she is well
trained in first aid and CPR with smaller children and is very attentive.
A. Driver
B. Childcare
C. Barista
D. None of the above

2. This may involve checking household laundry hampers, which may be in

a central location in the laundry room. To do it, the household worker
separates whites, colors and delicate apparel.
A. Ironing
B. Childcare
C. Laundry
D. None of the above

3. Clients are expected from Household workers to follows clientele’s rules,

regulations, policies, procedure, etc to meet the client’s expectation.
A. trustworthy
B.Loyal
C. Honest
D. None of the Above

4. To meet the client’s expectation a person can prove his _______ by fulfilling
an assigned responsibility - and as an extension of that, not to let down
expectations.
A. Trustworthiness
B. Loyal
C. Honest
D. None of the above

5. It is the characteristic of being able to complete a required task before or at a

previously designated time.
A. Trustworthy
B. Loyal
C. Punctual
D. None of the Above

6. It is a person who works within the employer's household, provide a variety of

household services for an individual or a family, from providing care for children
and elderly dependents to cleaning and household maintenance.
A. Massage Therapist
B. Household worker
C. Caretaker
D. None of the above

Date Compiled: Prepared by: Document No.

CBLM 2025 Issued by:
DOMESTIC WORK NC II Date Revised:
Feb 2025
Myrna L. Vicenal
STACI Page 69 of 75
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Performance
7-10 Give at least four duties and responsbilities of a household worker.

Answer Key 2.3-1

1. B
2. C
3. B
4. A
5. C
6. B
7. Childcare
8. Laundry
9. Cooking
10. Cleaning the house

Date Compiled: Prepared by: Document No.

CBLM 2025 Issued by:
DOMESTIC WORK NC II Date Revised:
Feb 2025
Myrna L. Vicenal
STACI Page 70 of 75
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Performance
INSTITUTIONAL ASSESSMENT INSTRUMENT
EVIDENCE PLAN

Qualification Title DOMESTIC WORK NC II

Project-Based COMMON COMPETENCIES

Assessment Title

MANAGE OWN PERFORMANCE

Units of Competency
covered

Ways in which evidence

will be collected (tick
the box)

and

Demonstration
Written Exam
Questioning
Observation

Portfolio
The evidence must show that the candidate…

1. Individual roles and responsibilities within the

team environment are identified

2. Team parameters, reporting relationships, and

responsibilities are identified based on team
discussions and appropriate external sources

3. Roles and objectives of the team is identified

from available source of information

4. Identify the roles and responsibilities of a team

leader and team members?

5. Identify your own roles and responsibilities

while working in a team environment?

Date Compiled: Prepared by: Document No.

CBLM 2025 Issued by:
DOMESTIC WORK NC II Date Revised:
Feb 2025
Myrna L. Vicenal
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RATING SHEET FOR DEMONSTRATION WITH ORAL QUESTIONING

Candidate’s Name:

Assessor’s Name: MYRNA L. VICENAL

Assessment
Center:

Qualification: DOMESTIC WORK NC II

Unit of MANAGE OWN PERFORMANCE

Competency

Date of observation:

During the performance of skills, the candidate… Yes No

1. Identify the components of an action plan

2. Compare the advantages and disadvantages of

teamwork and individual work

3. Identify the appropriate communication channels or

approaches that you should use when working in a team
environment

4. Identify the goals and scope of a team in a workplace

5 Reflect on your own preference and predisposition

when working in teams

Date Compiled: Prepared by: Document No.

CBLM 2025 Issued by:
DOMESTIC WORK NC II Date Revised:
Feb 2025
Myrna L. Vicenal
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Performance
ORAL QUESTIONING CHECKLIST Satisfactory
response

The candidate should answer the following questions: Yes No

1. How to identify the goal and scope of a team in a
workplace?
2. How to perform goal-setting practices?

3. Explain the different phases of group development?

4. How to identify ways to respond to the different
situations in the phases of growth development?
5. How to identify ways of dealing with different
personalities in a team?

Feedback to Candidate:

General comments (Strengths/Improvements needed):

Candidate’s Signature: Date:

Assessor’s Signature: Date:

Date Compiled: Prepared by: Document No.

CBLM 2025 Issued by:
DOMESTIC WORK NC II Date Revised:
Feb 2025
Myrna L. Vicenal
STACI Page 73 of 75
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Performance
 Institutional Competency Assessment Results Summary (ICARS)

Candidate Name:
Assessor Name: MYRNA L. VICENAL
Title of Qualification/ Cluster of Units of
Competency DOMESTIC WORK NC II
Date of
Assessment Center:
Assessment:

The performance of the candidate in the following unit(s) of competency and corresponding
assessment methods
Satisfactory Not Satisfactory
Unit of Competency Assessment Method
Demonstration ❑ ❑

Interview ❑ ❑

Note: Satisfactory Performance shall only be given to candidate who demonstrated successfully all the competencies identified in the
above-named Qualification/Cluster of Units of Competency.

❑ For submission of
❑ For reassessment (pls. specify)
Recommendation ❑ For issuance of COA
Additional documents ______________________
(Indicate title/s of COA) Specify: ___________
____________________________________ _______________
____________________________________ ______________________

Did the candidate overall performance meet the required evidence/standards? ❑ Yes ❑ No
OVERALL EVALUATION ❑ Competent ❑ Not Yet Competent

General Comments [Strengths/Improvements needed]

Candidate’s signature: Date:

Trainer’s signature: Date:

Vocational Instruction Supervisor
Date:
signature

CANDIDATE’S COPY (Please present this form when you claim your (COA)
INSTITUTIONAL COMPETENCY ASSESSMENT RESULTS SUMMARY
Name of Candidate: Date Issued:
Name of Assessment Center: Date of
Assessment:

Assessment Results: ❑ Competent ❑ Not Yet Competent

❑ For submission of
❑ For issuance of (COA) ❑ For re-assessment
Additional documents
Recommendation: (Indicate title/s of COA) (pls. specify)
Specify: ______________
____________________________________ ____________________
____________________________________ __________________
_______________

Assessed by:
Date:
MYRNA L. VICENAL
Name and Signature

Date Compiled: Prepared by: Document No.

CBLM 2025 Issued by:
DOMESTIC WORK NC II Date Revised:
Feb 2025
Myrna L. Vicenal
STACI Page 74 of 75
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Performance
 Date Compiled: Prepared by: Document No.
CBLM 2025 Issued by:
DOMESTIC WORK NC II Date Revised:
Feb 2025
Myrna L. Vicenal
STACI Page 75 of 75
Manage Own
Performance