POLICIES AND

GUIDELINES
ON LEARNING AND
DEVELOPMENT
INTERVENTIONS
FOR CORPORATE
EMPLOYEES
WHAT IS THIS DOCUMENT?
This serves as a guide on the scope and the related undertakings on the
learning and development interventions provided to the corporate
employees of SEAOIL. This set of policies and guidelines supersedes the
previously released versions.

The policies and the accompanying guidelines, provide a framework

within which decisions can be made and supported with regard to the
development of the employees. The approach to the provisions of learning
and development is to consider the development needs identified and how
these should be met. This is in line with the resources that the company
has and focuses attention on the learning activities that add value to the
business, enabling the company to meet its strategic objectives.

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TABLE OF CONTENTS
I. RESPONSIBILITIES 3
II. DEFINITION OF TERMS 4
III. LEARNING SPONSORSHIP 7
IV. SCOPE AND ELIGIBILITY 9
V. REQUIREMENTS AND PROCEDURES ON INTERNAL 11
INSTRUCTOR-LED TRAINING (ILT)
VI. REQUIREMENTS AND PROCEDURES ON EXTERNALLY 15
OFFERED LEARNING AND OTHER TYPES OF
INTERVENTIONS
VII. POST LEARNING REQUIREMENTS 21
VIII. INTERVENTION REQUEST EVALUATION CRITERIA 22
IX. APPLICATION OF THE SERVICE GUARANTEE 26
X. BETA PERIOD EVALUATION 29
XI. COMPETENCY ASSESSMENT 30
XII. LINKS TO THE ONLINE FORMS 31

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I. RESPONSIBILITIES
The responsibility for identifying the learning and development needs and
carrying out the identified learning and development activity is shared
between the employee and his or her immediate superior (IS) together
with the department manager/head.

Department managers/heads and immediate superiors are responsible for

providing support and guidance in relation to the development of the
employees who are directly reporting to them or under their departments,
particularly in making sure that appropriate development actions are
taken.

The employee is expected to take ownership and responsibility for their

personal development in relation to their work. This includes assessing
one‟s own skills, aptitudes, potential development needs, and proactive
approach to learning and development. SEAOIL is committed in creating
and providing learning and development opportunities to all employees,
and will work to ensure equality of opportunity to everyone.

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II. DEFINITION OF TERMS (ALPHABETICAL)
BPE Beta Period Evaluation; a monthly evaluation conducted by
HRGA – Corporate Training for three consecutive months after
the conduct of the learning intervention to gauge the translation
of learning to the actual job.

Competency An underlying characteristic of an employee, i.e., a motive, trait,

skill, or knowledge which results in effective and/or superior job
performance

Competency Assessment An evaluation conducted by HRGA – Corporate OD together

with the department manager/head to know the employee‟s
existing (or changes in the) proficiency level for a specific
competency. This is conducted to establish the employee‟s
person profile in relation his or her required competency profile.

Competency Gap Difference between the competency level requirements of the

employee in his or her current position (competency profile) and
the actual proficiency shown on the required competency
(person profile).

Competency Profile Profile created by identifying the competencies required in

performing a role/position and specifying the level of proficiency
required for each one.

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External ILT or Seminars External Instructor-Led Training; publicly-run training provided by
an external party/provider or those with memberships that is
sponsored by the organization.
IDP Individual Development Plan; identified set of development
activities to address the employee‟s competency gaps or
possible future or target role.
Internal ILT Internal Instructor-Led Training (ILT); training offered by the
company or arranged by the company „in-house‟ for its
employees whether rolled-out by an internal or external trainer.
KPI Key Performance Indicator; measurable value that demonstrates
how effective an employee is achieving required work objectives
or targets. Metrics used to measure, manage, and communicate
work performance and results.
LFF Learning Feedback Form; a survey form that is completed every
after roll-out of a learning intervention. This is to know the
strengths, weaknesses, possible improvements and usefulness
of the intervention.
MOOC Massive Open Online Courses; a free or paid internet-based
content learning delivery that can be accessed by anyone who
wants take online instructional courses.

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Other Learning Types of learning interventions such as on-the-job training, self-
Interventions directed learning, job shadowing, planned rotation or cross
training, action learning, coaching and mentoring, and stretched
assignment which are used for the development of the
employee.
Person Profile Profile created by assessing the level of proficiency of an
employee against a specific set of competencies.

Pre-intervention A written assessment conducted by the immediate superior and

Assessment submitted to HRGA – Corporate Training prior to the employee
undergoing the training or development activity.

Proficiency Level The degree or level required to which a specific competency

should be demonstrated. This degree varies across job function
and position level.

Post Test An examination given to participants after the learning

intervention (specifically a training intervention) has been
concluded or completed. This is to measure the amount of
information absorbed by the participant during the learning
session.

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III. LEARNING SPONSORSHIP
The learning and development objectives are aligned to the strategic
objectives and priorities of the company. Development needs of
employees may be identified at several levels: those that apply to the
organization as a whole, those at a group or department level and those
which apply to a particular individual.

Mechanisms and tools (such as competency assessments, Individual

Development Plans or IDPs, among others) are in place to identify the
learning and development needs at each of these levels. Collectively
these are summarized, analyzed, and prioritized by HRGA – Corporate
Training and HRGA – Corporate Organizational Development (OD).

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SEAOIL seeks to ensure that development opportunities are available for
all. This principle does not, however, imply an automatic right of
individuals to particular development activities or a right to undertake
development actions within specified periods of time. The extent to which
a learning intervention can be sponsored by the company will depend on
a number of factors including:

• Relevance of the development need to achieving the strategic

objectives of the unit, department, and the company
• Financial costs to the company and availability of resources
• Amount of development support that is reasonable for any employee to
undertake in a given period
• Parity with similar applications

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IV. SCOPE AND ELIGIBILITY
• All regular corporate employees are entitled to be enrolled or sent to
any of the learning and development interventions offered by the
company.

• Probationary employees can also be sent to any of the learning and

development interventions provided that the intervention is related to:

- Core competencies
- Regulatory compliance
- Safety and security
- Project management and implementation

• Request for development intervention can be initiated by the employee

or the immediate superior of the employee.

• For internal Instructor-Led Training (ILT) and IDP-related development

interventions, HRGA – Corporate Training together with HRGA –
Corporate OD and/or immediate superiors/department heads pre
identify the participants.
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• The employee and the immediate superior shall determine the
appropriateness of the request based on the competency gap/s,
targeted or possible future roles and responsibilities seen in the IDP of
the employee.

• Expenses associated with IDP-related development interventions

would be covered by the company or can be reimbursed by the
employee. The costs that will be shouldered or can be reimbursed are:

- Travel related costs (such as airfare and gas)

- Accommodation and Per Diem
- Other IDP intervention resources (such as tools and materials)
needed for the execution/implementation

• Employees undergoing an IDP-related intervention on a weekday

(only) specifically those outside of the office such as certificate courses
or external seminars etc. will still be considered ”present or in
attendance” at work.

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VI. REQUIREMENTS AND PROCEDURES ON INTERNAL
INSTRUCTOR-LED TRAINING (ILT)
IN-HOUSE INTERNAL ILT

An Internal Instructor-Led Training or ILT is a course or program offered by

the company or arranged by the company “in-house” for its employees
whether rolled-out by an internal trainer or external trainer/training
provider. These courses and programs are offered in the annual training
calendar released by HRGA – Corporate Training or in-house special
courses and programs requested and arranged by departments for their
staff.

Requests for additional run/roll-out of courses within the year may be

considered but is subject for approval based on the available schedule
and resources of HRGA – Corporate Training. Requests must be through
the online Development Activity Request Form supported by details of
proposed Training and the list of identified participants. Participants for the
requested training should have a minimum of 15 participants and a
maximum of 25.
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1. Participants for the courses are pre-identified by HRGA – Corporate
Training with the concurrence of the immediate superior and
department head of the pre-identified participant.

2. Swapping or replacement of a participant for a particular course after

the initial identification can be done provided that HRGA – Corporate
Training would be notified by the participant with the concurrence of
the immediate superior or department head, latest, 5 days before the
training.

3. Once an employee has been identified to be enrolled in a specific

course, s/he will receive an email from HRGA – Corporate Training.

4. To confirm the attendance to the training, the employee or his/her

immediate superior must reply to the email sent by HRGA – Corporate
Training, latest 5 days before the actual date of the session.

5. Failure to confirm would result to “non-enrollment” to the training

course and an automatic charging of the training cost per individual to
the budget of the department.
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6. All confirmed participants must take all the required pre-course work
of the training.

7. Enrolled participants must attend all the required sessions/days of the

training course.

8. If the participant will not able to complete all the sessions, the training
will be deemed invalid and the participant must re-take the course.

9. If the participant is late for sixty (60) minutes on the set time of the
session, s/he will not be allowed to attend the training session.

10. All participants must take all the required training-related course work,
exercises, and assessments during and after the training session/s.

11. Pull-out during in any of the training session/s is not allowed.

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IN-HOUSE EXTERNAL ILT

Courses which are not offered by HRGA – Corporate Training or those

that are knowledge or skills-specific which are beyond the capabilities to
be rolled-out internally may be requested but is subject for evaluation.
Requests must be made through the online Development Activity Request
Form and must be supported by details of the proposed training, total
cost, and list of identified participants. Moreover, the requesting party will
be the one to arrange the necessary activities including:

• Sourcing of trainer or provider

• Logistics (including venue, food, equipment, materials, etc.)

but can request assistance from HRGA – Corporate Training.

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VI. REQUIREMENTS AND PROCEDURES ON
EXTERNALLY OFFERED LEARNING AND OTHER
TYPES OF LEARNING INTERVENTIONS
Note: If the learning and development intervention is part of the IDP
(regardless if it‟s free or paid), the employee or the immediate superior
must inform HRGA – Corporate Training that the employee will take or will
be sent to the intervention or development activity. This is to facilitate
HRGA – Corporate Training‟s monitoring and evaluation of the employee‟s
development.

EXTERNAL ILT

External ILT or seminars are publicly-run training provided by an external

party/provider or those with memberships that is sponsored (employee
initiated or company initiated) by the company.

Externally offered training programs that are paid may be availed if the
competency gap of an employee cannot be addressed by on-the-job
training, coaching, or a MOOC course or program.
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Careful selection of participants for this type of training is to be observed
by the immediate superior and department head of the employee. It is also
significant that it be based on the results of the employee‟s competency
assessment to ensure that the training is appropriate to the role and
responsibilities of the employee.

An external ILT or seminar with no required fee is open to all employees,

regardless of position, employment status, and job level. A paid external
ILT or seminar is extended only to regular employees.

MOOC

MOOC which stands for Massive Open Online Courses is a free or paid
internet-based content learning delivery that can be accessed by anyone
who wants take online instructional courses. The content might involve the
distribution of video clips and downloadable readings, supplemented by
plenary discussions, segregated social media activity, and the occasional
synchronous event such as a live chat.

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Online platforms or providers such as Coursera, EdX, Udacity, among
others, partner with various universities and organizations to offer online
courses, specializations, and degrees in a variety of fields or subjects.

A MOOC with no required fee is open to all employees, regardless of

position, employment status, and job level. An online course or program
on MOOC requiring a fee is extended only to regular employees.

OTHER TYPES OF LEARNING INTERVENTIONS

Types of learning interventions such as on-the-job training, self-directed

learning, job shadowing, planned rotation or cross training, action
learning, coaching and mentoring, and stretched assignment are types of
learning interventions that can be used depending on the needs and
requirements of the employee.

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These activities or interventions are mainly used on the IDP of an
employee and may vary according to different factors such as subject
matter, instruction style, individual‟s style of learning, and objectives of
learning, among others.

Note: This does not apply to the company-subsidized further studies

benefit as this type of intervention is covered by a different set of policies
and guidelines.

1. Employee and IS/department head should review the development

intervention to be carried out.

2. The employee or the immediate superior must furnish a request

through the online Development Activity Request Form.

• In case of new work or project assignment in which competencies

may be outside the scope of the employee‟s current IDP, the
requester shall be required to provide supporting justification.

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3. HRGA – Corporate Training will review the request and evaluate the
appropriateness of the development activity identified.

4. Results and recommendation of HRGA – Corporate Training shall be

provided to the employee, immediate superior, and department head.
If approved, the employee or the immediate superior must send
through email the:

• Scanned copy/email of approval sign-off signed by the employee,

immediate superior and department manager if intervention
requested is P 50,000 or below and signed by the department
head (SLT member) if above P 50,000

• Pre-intervention assessment (through the online Pre-Intervention

Assessment Form) of the employee (if under IDP)

5. Once all necessary requirements are received, HRGA – Corporate

Training will endorse the request to Accounting and Finance for
approval and payment.

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6. In the event that the employee is not able to attend the intervention,
specifically those with a fee, on the identified date of the roll-out and
has already been paid by the company, the employee must pay the
full amount of the training paid by the company. This would be done
through salary deduction.

7. After the intervention has been carried out, the employee must
provide feedback by completing the online Learning Feedback Form
(LFF).

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VII. POST LEARNING REQUIREMENTS
All employees who have taken a learning intervention must complete the
online LFF no later than two (2) weeks after taking the learning
intervention or development activity.

ADDITIONAL REQUIREMENTS FOR EXTENAL ILT/SEMINAR:

• Soft copy/copies of all the learning documents (including audio and

video materials) acquired from the training (if hard copies of the
documents were given, materials must be scanned) should be
forwarded to HRGA – Corporate Training

Failure to submit the post learning requirements will not be cleared and
will be not be eligible/allowed to undergo another paid learning
intervention until the requirements were submitted.

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VIII.INTERVENTION REQUEST EVALUATION CRITERIA
HRGA-Corporate Training would evaluate the request submitted based on
the following criteria:

1. The leaning intervention requested to be sponsored would address the

development of competency which is required of one‟s regular work or
function. This can be determined through review of the employee‟s
performance targets or Key Performance Indicators (KPI‟s).

3. The training requested to be sponsored would address the

competency requirements of employees who are on special projects or
assignments, which may require acquisition of new skills set and
knowledge upgrading for successful task/project completion.

4. The type of the learning intervention identified is suitable to the

development of the employee.

5. The employee has accomplished post-training requirement/s of the

previous learning intervention taken.
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6. HRGA – Corporate Training evaluation results, recommendation and
budget allocation.

ADDITIONAL CRITERIA FOR EXTERNAL ILT/SEMINAR AND MOOC:

EXTERNAL ILT

1. The training requested to be sponsored would address the

development of the identified competency of the employee with
required proficiency level of 2 or higher for one‟s function.

• Level 1 proficiency requirement indicates that only „awareness level‟

of competency is needed in one‟s function and can be considered
as non-critical. Therefore, this can be addressed by alternative
methodologies such as coaching.

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2. The training requested to be sponsored would address the
competency gap of at least 1.0 or higher based on the superior‟s
performance evaluation results. This suggests that there is a
significant area for improvement and may be considered as critical.
This requires more structured developmental exercise such as an
external ILT.

3. The competency gap of an employee cannot be addressed by on-the-

job training or coaching.

4. A MOOC course or program is unavailable and the best alternative is

an external ILT.

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MOOC

1. The online course or program is found on the list of recommended

sites/platforms:

COURSERA - https://www.coursera.org/

EDX- www.edx.org/

UDACITY- https://www.udacity.com/

UDEMY - https://www.udemy.com/

FUTURE LEARN - https://www.futurelearn.com/

2. The identified online course or program on MOOC from the

recommended site/platform has been assessed to come from a
reputable provider or academic institution.
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IX. APPLICATION OF THE SERVICE GUARANTEE
The service guarantee would cover those which are run by a third-party
provider such as in-house external trainer, external ILT, paid MOOCs, or
those that require or has associated fees.

The application of the service guarantee will apply only after the employee
has „spent‟ or accumulated the amount of pre-determined range of
allocation. This is monitored and tracked by HRGA – Corporate Training.

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1. The employee, upon completion of the paid learning intervention or
cumulative sets of learning activities would be required to render the
equivalent length of service in the company under the following terms:

Amount Length of Service to be Rendered

“Pro-rated” length of service based on
< P 40,000
amount accumulated
> P 40,000 1 year of service

P 41,000 – P 80,000 2 years of service

P 81,000 – P 120,000 3 years of service

P 121,000 and up To be determined by HRGA and ExCom

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2. If the employee fails to abide by the corresponding term because of
resignation or voluntary separation or voluntary retirement, s/he will
need to pay back in full all the expenses incurred for the learning
intervention/s attended.

3. If the employee has already served a portion of the service guarantee,

he/she will only pay back in pro-rated amount the expenses incurred
for the learning intervention/s attended.

4. The expenses will automatically be deducted from his/her separation

pay.

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X. BETA PERIOD EVALUATION (UNDER IDP)
1. All employees who have taken any of the learning interventions under
the IDP will undergo a 3-month beta period evaluation (BPE).

2. The BPE is a set of checklist and/or questions in which items are

linked to the learning objectives and skills/ behavior that should be
manifested in relation to the employee‟s identified comptency to
develop.

3. The BPE will start 30 days after the completion of the learning
intervention.

4. Corporate trainers will be conducting the assessment through the

employee‟s immediate superior or the employee‟s internal or external
stakeholders.

5. This is to gauge the extent of behavior and capability improvement as

well as effectiveness of the implementation/application of the
intervention after the employee has completed the activity.
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XI. COMEPETENCY ASSESSMENT
1. Competency proficiency levels reflect the differentiation of skills,
knowledge, abilities, and personal attributes within a specific
competency.

2. All employees who have taken any of the learning interventions or

development activities will undergo the periodic competency
assessment conducted by HRGA – Corporate OD, to determine if the
employee fits the competency profile. The competency profile is
created by identifying the competencies required in performing a
role/position and specifying the level of proficiency required for each
one.

3. The competency assessment is conducted to establish the

employee‟s person profile, which is the level of proficiency of an
employee against a specific set of competencies.

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XII. LINKS TO THE ONLINE FORMS

Development
Activity Request https://goo.gl/forms/tNtVxMDgqtDvWxOP2
Form

Pre-Intervention
Assessment https://goo.gl/forms/1ZmLUX0KANM5DqMM2
Form

Learning
https://goo.gl/forms/5itTuQ4txK05yjmn2
Feedback Form

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If you have questions, concerns, or feedback please don’t
hesitate to contact any of the members of HRGA – Corporate
Training

Rache Ambas – rachel_ambas@seaoil.com.ph

Anto Cometa – antonio_cometa@seaoil.com.ph

Rache Ambas – 0919 913 3427

Anto Cometa – 0949 881 7450