TRAINING DESIGN COURSE

Submitted By:

GROUP 6
Bonifacio, Mark John - PLM
Mallari, Charmaine - MMDA
Marcelo, Erwin - PLM
Montefalco, Edmund - DepEd

TITLE: CHANGE MANAGEMENT IN THE PUBLIC SECTOR

I. Rationale

The biggest challenge facing government and public sectors today is dealing effectively with
rapid change in both the internal and external environments. Change is produced by both social
and technological forces that impinge on organizations. Globalization and rapid advances in
computers and related technologies have produced an environment that demands the ability of
organizations to adapt and change.

Change management is a systematic approach to dealing with the transition or transformation

of an organization's goals, processes, or technologies. The purpose of change management is to
implement strategies for effecting change, controlling change, and helping people to adapt to
change.

Conducting a Change Management training course in the public context is essential for several
reasons, given the unique challenges and characteristics of public sector organizations. One of
the reasons is to help professionals navigate these complexities and implement change
effectively. Change management training also helps optimize processes, enhance efficiency, and
improve the quality-of-service delivery, ultimately benefiting the public.

The primary goal of this seminar/workshop is to equip participants with the knowledge and skills
necessary to effectively manage and lead through organizational change. Participants will gain
insights into change management principles, strategies, and best practices tailored to the unique
challenges and dynamics of the public sector.

II. Objectives of the Course

At the end of the course participants will be able to:

1. Define the concept of Change Management and its significance in the public office context.
2. Develop tools and methodologies to assess an organization's readiness for change.
3. Apply effective communication strategies during times of change.
4. To build leadership capabilities in managing and leading others through the change process.
 5. Develop proactive strategies for addressing resistance and turning it into constructive input
in public sector contexts.

III. Training Methodology

Change management in the Public Sector involves implementing strategies to handle

organizational change in an efficient and effective manner. Training is a crucial component of
change management, helping public office leaders and managers adapt to new processes,
technologies and/or organizational structures. Here are the training methods that are involved

1. Lectures and Presentations:

 Experts’ presentations on the topic of Change Management and provide a platform for
participants to ask questions.
2. Peer Learning and Support Groups (Group Activity)
 Facilitate peer-to-peer learning and support groups where participants can share
experiences and strategies for coping with change.
3. Role Playing
 Practical exercises to simulate change scenarios and decision-making in a public sector
4. Feedback Sessions
 Collect feedback from participants regarding the effectiveness of the training.
 Use this feedback to make continuous improvements to the training program.

OBJECTIVES TRAINING METHODS

1. Define the concept of Change Management and Lecture and presentation

its significance in the public office context.

2. Develop tools and methodologies to assess an Lecture and presentation

organization's readiness for change.

3. Apply effective communication strategies during Lecture and presentation, Group activity
times of change.

4. To build leadership capabilities in managing and Lecture and presentation, Leadership

leading others through the change process. role-playing scenarios, Group activity

5. Identify strategies for building a culture of Lecture and presentation

continuous improvement in the public sector.

IV. Course Contents

Module 1: Understanding Change Management in Public Office

a. Introduction to Change Management

 b. Dynamics of Change in Public Sector

Module 2: Planning for Change

a. Change Readiness Assessment

b. Stakeholder Analysis and Engagement

Module 3: Communication and Change

a. Creating a Compelling Change Narrative

b. Two-way Communication

Module 4: Leading Through Change

a. Change Leadership Skills

b. Addressing Resistance

Module 5: Implementing Change in the Public Offices

a. Change Implementation Strategies

b. Managing Risk and Uncertainties

Module 6: Evaluation and Adaptation

a. Monitoring Change Progress

b. Learning from Change Experience

V. Operating Details

A. Participants
- Target participants for the training are personnel in Managerial/Supervisory positions in
PLM. For each office, academic and administrative, the organizers will invite the Head of
Unit or Assistant, to participate in the training.
42 Offices = 42 participants
B. Resource Person and Training Staff
- The invited Resource Speaker for the training has considerably wide and substantial
actual experience in change management in public office. Preferably in a Career
Executive Service Eligible/Officer who has worked with several administrations and
successfully affected change in the office.
- The training staff (working committee) compose of four (4) personnel from the training
and development section and one (1) staff from the technical services:
1. Bonifacio, Mark John
2. Mallari, Charmaine
3. Marcelo, Erwin
4. Montefalco, Edmund
 The working committee is responsible for the registration, group activities
administration, orderly distribution of food and snacks, printing and distribution of
certificates of completion, including the documentation, technical services and other
support functions that the resource speaker may need.

C. The venue for the training is at the Gusaling Katipunan (GK) Audio-Visual Auditorium, that
has a capacity of 120 persons, fully airconditioned with installed loud and clear speaker
system and projector.
D. The training is a live-out training inside the PLM campus.
E. The training will be conducted for two (2) days, 8 hours a day for a total of 16 training
hours. It will commence at 8:00AM and end at 5:00PM with lunch break.
F. Participants who attended all sessions will receive a certificate of completion with a credit
of 16.0 hours of Managerial/Supervisory Training.

VI. Training Budget

No. Unit Issue Description Qty Unit Price Amount

1 Pcs Ballpen 45 Php 9.50 Php 427.50
2 Bundle Cartolina 1 Php 105.00 Php 105.00
3 Ream Bond Paper (8.5” x 13”) 1 Php 250.00 Php 250.00
4 Box Permanent Marker 1 Php 450.00 Php 450.00
5 Pcs Brown Envelope (Legal Size) 45 Php 4.50 Php 202.50
6 Pcs Sign Pen 2 Php 55.00 Php 110.00
7 Pack Specialty Paper (at least 120 10 Php 45.00 Php 450.00
gsm)
8 Pax AM Snack (Day 1) 50 Php 120.00 Php 6,000.00
9 Pax Lunch (Day 1) 50 Php 235.00 Php 11,750.00
10 Pax PM Snack (Day 1) 50 Php 100.00 Php 5,000.00
11 Pax AM Snack (Day 2) 50 Php 120.00 Php 6,000.00
12 Pax Lunch (Day 2) 50 Php 235.00 Php 11,750.00
13 Pax PM Snack (Day 2) 50 Php 100.00 Php 5,000.00
14 Honorarium for the Rate per hr = 131,124 Rate per hr x 16
Resource Speaker (SG27-1) x 0.023 (DBM hrs =
BC 2007-1) = Php 48,253.63
Php3,015.85

15 Contingency Fund Php 4,749.45

TOTAL Php 100,497.60

VII. Work Program/Plan of Action

Day 1
Time Activity Person In-Charge/Assigned

7:30– 8:00 AM Registration Working Committee

 Distribution and Collection of Pre-Test
Opening Prayer
8:00-8:10 AM Working Committee
National Anthem
8:10-8:35 AM Welcome Remarks University President

8:35-8:45 AM Introduction to the Resource Speaker Chief, HRDO

8:45-9:00 AM Setting of Objectives and Expectations Resource Person

Module 1 (Part I: Introduction to Change

9:00-10:00 AM Resource Person
Management)

10:00-10:30 AM AM Break Working Committee

Module 1 (Part II: Dynamics of Change in Public

10:30-12:00 NN Resource Person
Sector)

12:00-1:00 PM Lunch Break Working Committee

1:00-2:00 PM Module 2 (Planning for Change) Resource Person

2:00-3:00 PM Module 3 (Communication and Change) Resource Person

3:00-3:30 PM PM Break Working Committee

Resource Person,
3:30-4:50 PM Group Activity
Working Committee
4:50-5:00 PM Reminders for Day 2 Working Committee
End of Day 1

Day 2
Time Activity Person In-Charge

7:30-8:00 AM Registration Working Committee

Opening Prayer
8:00-8:15 AM Working Committee
Recap of Day 1 Activities
8:15-9::15 AM Module 4 (Leading Through Change) Resource Person
9:15-10:00 AM Role Playing Activity Working Committee
10:00-10:30 AM AM Break Working Committee
Module 5 (Implementing Change in the
10:30-12:00 NN Resource Person
Public Offices)
12:00-1:00 PM Lunch Break Working Committee
Resource Person, Working
1:00-2:30 PM Group Activity
Committee
 2:30-3:00 PM PM Break Working Committee
3:00-4:00 PM Module 6 (Evaluation and Adaptation) Resource Person
4:00-4:15 PM Closing Remark VP for Administration
Awarding of Certificate of Recognition to the VP for Administration, Chief
4:15-4:30 PM
Resource Person and Photo Ops HRDO
Distribution of Certificates and Instruction Chief HRDO, Working
4:30-5:00 PM
for Evaluation Form Committee
End of Day 2

VIII. Evaluation

In this training design the first level of criteria “reaction level” will be used to measures whether learners
find the training engaging, favorable, and relevant to their jobs. This level is most assessed by an after-
training survey (often referred to as a “smile sheet”) that asks students to rate their experience.
Subject Matter/Topic
Resource Person
Training and Facility

IX. Certificate of Completion

A Certificate of Completion (with credits of 16 hours in supervisory training) will be given
only to participants who have been present during the entire seminar/workshop.