Pinoy digital champions coming

Pinoy digital champions coming | Daily Tribune

The target to train 10,000 to 50,000 government workers under the Civil Service Commission (CSC) Digital Leadership Program (DiLP) focuses on equipping “digital champions” with specific competences. The curriculum consists of three core training components:

1. Digital Leadership Essentials: Understanding how to lead digital transformation, manage technological transition, and set strategic vision in the digital era.

2. Data-Driven Decision Making: Learning how to leverage data analytics, collect actionable insights, and make better, objective policy and operational decisions.

3. Customer-Centric Innovation (Design Thinking): Developing public service workflows built around citizen-centric design to minimize bureaucracy and create accessible digital services.

Implementation structure

The broader program delivering these components operates across a phased framework.

1. Target Participants: Mid-level to senior-level public officials, local government unit (LGU) representatives. And technical/operational personnel.

2. Phased Rollouts: Initially through intensive pilot sessions in Singapore within the National University of Singapore’s Institute of System Services, followed by Train-the-Trainer content licensing to domestic academic partners to scale the modules nationwide.

Nomination criteria for digital champions and the academic institutions involved in scaling the program nationwide.

The CSC DiLP selects and trains its “digital champions” through specific pathways and local educational partnerships.

1. Nomination Criteria for “Digital Champions.”

The Civil Service Commission urges government agencies to internalize selection by looking for individuals who can actively lead structural change. The core criteria include:

a) Organizational Ranks: Nominations are drawn broadly from leadership, technical, or operational ranks within government offices.

b) Target Roles: The focus is heavily on mid-level to senior-level public officials, division chiefs, and operational levels from national agencies and LGUs.

c) Strategic Capacity: Nominees must be individuals positioned to act as key drivers of digital transformation. They must have the authority or capacity to integrate DiLP frameworks into their agency’s actual digital roadmaps, HR development plans and change strategies.

2. Academic Institutions Involved

The program is structured around a Train-the-Trainer model to allow localized, massive rollout. The primary institutions driving this scale include:

a) National University of Singapore–Institute of Systems Science: The foundational portion that created the baseline curriculum, hosted the initial pilot training for Philippine delegates in Singapore, and licensed the program’s content.

b) Civil Service Institute: The direct training and development arm of the CSC responsible for overseeing local development.

c) Mapua University: One of the local higher education institutions selected to receive content licensing and training to facilitate the local curriculum.

d) Asia Pacific College: Another key domestic academic partner tapped to co-educate public sector learners and help scale the curriculum to thousands of civil servants nationwide.

The program is also backed by the Private Sector Jobs and Skills Corporations alongside major industry sponsors like the Ayala Group and the SM Group to align government digitalization and private sector standards.

Email: arturobesana2@gmail.com