Module I : The NCDDP Context

SESSION 3:
KC-NCDDP Structures and
Core Functions of Key Players
 Objectives
At the end of 2 hours, participants will be able
to:
1. explain the composition and functions of key
structures in managing and coordinating KC-
NCDDP including LGU involvement ;
2. describe core competencies – knowledge, skills
and attitudes expected of effective ACTs;
3. value the pivotal role ACTs play in the successful
implementation of KC-NCDDP including smooth
mainstreaming of the four social safeguards:
gender, Indigenous Peoples, peace building and
disaster management
 Content
1. KC- NCDDP institutional arrangements
a. KC-NCDDP NPMO program
management structure
b. KC-NCDDP RPMO program
management structure
c. Sub-regional program management
team (SPPMT)
2. Expected LGU participation in NCDDP
implementation
 Content
3. KC-NCDDP Staffing requirements
4. Staffing parameters
5. The Area Coordinating Team (ACT) -
composition and functions
6. Core competencies of effective ACTs
7. Competency in mainstreaming gender, IPs,
environmental safeguards and peace-
building
8. Teams and teamwork
 Key Message 1

KC-NCDDP is the flagship

program of DSWD in
response to the social
reform agenda.
 Key Message 2
DSWD: lead implementing agency
for the KC-NCCDP program
• needs to increase its own capacity
to deliver the program to a wider
audience in expanded target
municipalities and barangays; and,
keeping true to the principles of
transparency and accountability.
 Key Messages 3 and 4
Competent, dedicated and well-trained
ACTs spell effective KC-NCDDP
implementation and facilitation for
achievement of the social protection
goals.

Teamwork among the multidisciplinary

ACT members and interagency partners is
critical to productive delivery of the
program.
Journey to Achieve Social
Development Goals
1. What are we trying to achieve?
(goals/objectives)
2. How will we get there? (KC-NCDD Program
framework, principles, CEAC approach and
components)
3. Who will do it? (institutional arrangements
and structures)
4. How do we know we are moving in the right
direction; and, we have accomplished the
objectives? (monitoring and evaluation)?
 Activity 1 – Institutional
Arrangements
• The team will be divided into 3 groups
which will represent National, Regional
and Municipal levels.
• Each team will describe the composition
and core functions in each level.
• Answer will be written in manila papers
and posted on the wall and will be
presented by a group representative.
 Reflection Questions
1. Why is it important for you, the participants,
to know the policy and implementing
structures responsible for the
operationalization of KC-NCDDP?

2. How do you feel about your job and the

complexity of your responsibilities in
operationalizing KC-NCDDP?
KC-NCDDP institutional
arrangements
 KC-NCDDP NPMO
program mngt structure
 KC-NCDDP RPMO
program mngt structure
management team (SRPPM T) • SRPMT strategy meant to manage the large
scope of KC-NCDDP and rationalize
Sub-regional program

engagement with provincial government and

sector agencies.
• One SRPMT per province to manage 20
municipalities. Province with less than 20
participating municipalities to be served by
adjacent SRPMT or RPMO.
• RPMO can establish SRPMT for isolated
province with distinct challenges provided
funds are.
 2014 2015 2016 Total
Staffing requirements National
Indicative KC-NCDDP

Project
Management 111 111
Office
Regional
Project
Management 446 446
Office
Sub-Regional
Project
Management 291 291
Team
Area
Coordinating
Team
8,021 961 137 9,119
8,869 9,967
 1. Retain high performing staff.
KC-NCDDP staffing

2. Competency-based recruitment (emphasis on

hiring for core competencies)
principles

3. “One Program, One Team”. Together, all DSWD

staff working on KC/NCDDP, MCC, AUSAID,
JSDF, LEAD-GOV, PAMANA and GPBP shall act
as one KC-NCDDP municipal team.
4. The RPMO shall exercise responsibility and
authority to adjust staffing to suit local
conditions, provided these are within
approved funding limits.
 KC-NCDDP Structures
Level Policy-Making and Program Management and
Coordination with Internal Coordination
External Stakeholders
National Policy directions of KC- The KC-NCDDP will be managed by
NCDDP provided by the DSWD’s National Project
National Steering Management Office (NPMO)
Committee (NSC) based at DSWD Central Office and
supported by National headed by the National Program
Technical Working Manager who takes care of day-to-
Group (NTWG) day operations. Two Deputy
reporting to the Human National Program Managers: a) the
Development and Operations Division (OpD) and b)
Poverty Reduction the Technical Support Services
Cabinet cluster Division (TSSD) organized for
(HDPRC) Luzon, Visayas and Mindanao to
supervise sub-projects folded into
the KC-CDDP.
 KC-NCDDP Structures continuation
Level Policy-Making and
Coordination with External
Stakeholders
Regional Social Development
Committee and Local
Poverty Reduction Action
Teams
Regional Interagency
Committee (RIAC)
Chaired by the Reg Director
Program Management and Internal
Coordination
Regional Program Management Office
(RPMO) based at DSWD Field Offices headed
by the DSWD Regional Director concurrently
also KC-NCDDP Regional Program Director.
The RPMO supervises the Area Coordinating
Teams (ACTs). A Regional Program
Coordinator is responsible for operations
including special complementary projects. A
Deputy Regional Program Manager
supervises a technical support team of
specialists and technical staff.
Sub-Regional Program Management Team
(SRPPMT) may be organized as extension of
the RPMO to manage the huge scope of the
KC-NCDDP and to rationalize engagement
with the provincial governments and local
offices of national sector agencies.
 KC-NCDDP Structures continuation
Provincial Provincial Social Development
Committees and Local Poverty
Reduction Action Teams,
Provincial Interagency
Committee (PIAC)
Chaired by the Provincial
Governor
Municipal Expanded Municipal Area Coordinating Team
Development Council in KC- (ACT)
NCDDP participating barangays
Barangay Barangay Interagency Committee
(BIAC) chaired by the Barangay
Captain through the Barangay
Assembly
Source: Revised Script KC-NCDDP
PowerPoint Presentation Version
2June 2014
 Insights/General Statements
1. Aside from DSWD who are other stakeholders
(including government agencies) expected to get
involved to successfully implement KC-NCDDP?
2. Why are LGU’s critical in the KC-NCDDP
program? What kind of support is expected from
LGUs?
3. Explain the “area” covered by an ACT. Who are
members of an ACT? What are their functions
and responsibilities? Who do ACTs report to? To
perform the job well, what core competencies
are needed by ACTs? Why is the position of
Community Facilitator critical to successful
implementation of CDD?
Expected support from LGU’s
1. Provide technical assistance to barangays;
2. Provide counterpart funding in all project
components;
3. Provide personnel (full time or part time).
Office space, equipment and other support
mechanisms if available;
4. Participate in capacity-building interventions
to institutionalize CDD processes into LGU
planning, implementation and evaluation;
5. Monitor and evaluate the overall
performance of the project; and
6. Convene inter-agency committee meetings
in municipal and barangay levels.
Area Coordinating Team (ACT )
composed of

1. Area Coordinator

2. Deputy Area Coordinator/Technical

Facilitator

3. Municipal Financial Analyst

4. Community Empowerment Facilitator

Core Function and Responsibilities of ACT

 Area Coordinator – supervises ACT

members; establishes and nurtures
partnerships /linkages with project
stakeholders to include LGU’s, NGO’s/PO’s,
CSO’s and other agencies.

 Deputy Area Coordinator/Technical

Facilitator – who is an engineer, assumes
supervisory function in the absence of the
AC. Responsible for providing technical
assistance together with the municipal
engineer to community volunteers.
Core Function and Responsibilities of ACTs
Community Empowerment Facilitator (CEF) -
implements the Community Empowerment Activity
Cycles (CEAC) at the barangay level. The CEF ensures
that:
 barangay and community-level development
processes and activities are facilitated efficiently, with
the direct participation, inclusion, and engagement of
all stakeholders
 opportunities are provided, processes are designed,
and mechanisms are established at the barangay level
that would allow all sectors, especially the most
marginalized groups, to engage in and benefit from
project activities.
Core Function and Responsibilities of ACTs
continuation
Municipal Financial Analyst (MFA) – primarily
responsible in:
(a) training community volunteers on financial management
and fiduciary processes;
(b) assisting and providing technical assistance to
community volunteers in setting-up systems and
processes for community-based finance management
and fiduciary control, and
(c) exercising QA and QC directly, over financial transactions
relative to the request for, release, and accounting of
community grants.
Competencies Expected of ACTs
Adapted from TORS of ACTs

Knowledge of –
1. Social development goals, strategies and outcomes
2. DSWD, DOF, DBM and local government regulations
and procedures
3. KC-NCDDP goals, objectives, implementation
processes, monitoring and evaluation strategies
4. CDD/CEAC program fluency
5. Project management (information, finance, record-
keeping, monitoring , evaluation, and reporting)
 Competencies of ACTs
Skills on –
1. Planning – goal-setting, strategizing
and prioritizing
2. Community organizing – mobilizing,
networking, collaborating or
converging
3. Time management
4. Problem-solving and decision-making
5. Conflict management
Competencies of ACTs (Continuation)
Skills on –
6. Enlightened leadership
7. Empathetic listening
8. Public presentation
9. Facilitating and enabling change and
innovation
10.Effective verbal and written
communication
11.Training, mentoring, coaching
 Competencies of ACTs
Personal Effectiveness Characteristics
1. Self-directed – takes initiative and
responsibility to make things happen
2. Cooperative and collaborative
3. Self-renewing – committed to continuing
education and personal/professional growth
4. Healthy lifestyle
Competencies of ACTs (Continuation).

Personal Effectiveness Characteristics

5. Creates an environment for learning and
growth
6. Engaging and inspiring
7. Strategic thinker
8. Flexible and open to other ideas
9. Sense of humor
10.High integrity and honesty
Characteristics of Mature Teams
or Groups
1. Involvement
2. Responsibility
3. Use of Resources
4. Listening
5. Using subgroups
6. Accepting new members
7. Shared leadership
Activity 2: Tower of Love
1. The 3 groups (previous grouping) will have to
make the highest tower made of provided
materials (manila paper, masking tape,
metacards, scratch papers).

2. The group with the highest tower with

shortest time will be rewarded.
Lessons from the Geese

As each goose flaps its wings, it creates an “uplift” for the

bird following. By flying in a “V” formation, the whole flock
adds 71% more flying range that if each bird flew alone.
LESSON: People who share a common direction and sense
of community can get where they are going quicker
and easier because they are traveling on the thrust
of one another.

Whenever a goose falls out of formation, it suddenly feels the

drag and resistance of trying to fly alone and quickly gets back
into formation to take advantage of the lifting power of the birds
immediately in front.
LESSON: If we have as much sense as a goose, we will join
in formation with those who are headed where we
want to go.
 Lessons from the Geese
When the lead goose gets tired, it rotates back into
formation and another goose flies at the point position.
LESSON: It pays to take turns doing the hard task and
sharing leadership with people, as with geese,
interdependent with one another

The geese in formation honk from behind to encourage

those up front to keep up their speed.
LESSON: We need to make sure our honking from
behind is encouraging not something less helpful.

When a goose gets sick or wounded or shot down, the

geese drop out of formation and follow their fellow member
down to help and provide protection. They stay with this
member of the flock until he or she either is able to fly again
or dies. Then they launch out once more in another
formation, or catch up with their own flock.
LESSON: If we have as much sense as the geese, we
stand by one another.
 Count on Me (Bruno Mars)
(Verse 1)
O uh-huh
If you ever find yourself stuck in the
middle of the sea
I’ll sail the world to find you.
If you ever find yourself lost in the
dark and you can’t see
I’ll be the light to guide you.
Find out what we’re made of
When we are called to help our
friends in need.
(Chorus)
You can count on me like 1,2,3
I’ll be there
And I know when I need it
I can count on you like 4,3,2
You’ll be there. ‘Cause that’s what friends are
supposed to do, oh yeah
Oooooh, oooooooohhh yeah, yeah
(Verse 2)
If you’re tossin’ and you’re turnin’
And you just can’t fall asleep
I’ll sing a song beside you.
And if you ever forget how much you really
mean to me
Everyday I will remind you.
(Repeat Chorus)
You’ll always have my shoulder when you cry
I’ll never let go, never say goodbye
(Repeat Chorus)
You can count one me ‘cause I can count on
you.