A Project on Creating a Knowledge

Map for FSS/

FSSIKnowledge
InventoryReport

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I 16 Jaruary2007

I Doel0lmenl Academyof thepbilinniors

Cetrlerfor Knowledge
Management

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I Reportfor FOUNDATION
FORA
SUSTAINABLE
SOCIETY.
I E m m aL i m - S a n d r i n o
Fxecutive Director
INCORPORATED
Foundation for a Sustainable
I Society,Inc.

I CREATINGA
KNOWLEDGE MAP
I FORFSSI

I
t Preparedby FSSIKnowledge
Inventory
Report

I allkg 16January
2007
WillyRodrigo
Development of thePhilippines
Academy

T Approvedby

I - %4';-A
ElenaAvedillo-Cru1
^(':

I
I E m m aL i m - S a n d r i n o

I Dclelopment AcAdeinI' of thc Phil\)pines

DA.PBuildi:rg,SanMiguelAvetuc,
OrligasCerter,PasigCiS,

I T e l .N o . :6 3i - 2 1 3 3 ; 6 3 I 2il;5
TelefaxNo.:631-212i

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I
r TableofContents

I 1.0INTRODUCTION......................,........ .---_--_.--......................,4

I 2.0oBJECTMS AND 8ENrEFITS............... -_-__.-.......,..,....,.......s

3.0I\{ETI{ODOLOGY........,,......,............., __--__--_-.........,,...,.,.....7
I 4.0FSSI'SKN'O\\aLEDGD
INVENTORy -__---........,,..............,....9

Ir 4.1E)rplicitKno$.ledge
InvenforT
.......,...,. __-....,,..,,....,,..,,..,.,,,..,10
4.2TacitKno\r'ledge
I Inventory..,.........,..,.

4NNEXES...,..,........
.__--...,,.......,...,,.....,,..I{J

-*_-,-__--.,..,,,,.,,.....,.....1s
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r Arnex A - SummaryoflnterviewDatawit.hDpU OfficersandStaff(perStralegrcAreaand
DPUProcess Area)
i'.',. Arnex B - Sumlnaryof InterviewDatawith BOT,EEAC,padners,
I '4roex C - Summaryof InterviewData.ii/ith
Diibct Beribficii-ries
ArBexD --Sxnrmaryof WorkshopOutputson Identification
HfuAdminandFinance

of Knowledge
- Assetsof DpU
AruexE - I{ierarchy
I ofTaxonomy: hrventory ofExplicitKnowledge
AnnexF - Hierarchy of Taxonomy:Inventorl,of TacitKnowledge
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 1.0INTRODUCTION

Tlie project on Crcadng s KnonledgeMoplo/ F,S,S/hasjust completed,to date.Phasei

aompdsing tlx€eactivitieswith theircoresponding
outputs,asfoilowsi

NO. ACTIVITYTITLE OUTPUTS

I Definingthe FocusandValue 1.OrgalizationalProfile
Proposition 2. FSSI& DPUBusiness Prccesses
3. Iirtedm Repofl
2 DataCollection 4. DPU KnorvledgeInventori,
3 KnowiedgeMapping(Parr1):
Inventory of KnowledgeAssets
Fig. 1

The Krowledge MappiDgconsistsoflwo parts,tlte Krowledge lnveDtory(Part i) andtire

K.nowledgeFlow and Gap Aralysis (Par1 2). The Krowiedge Inventory shows what
knowledgeexists in the organizationald wllere it canbe found. The KnowledgeFlows show
how that knowledgeurovesaroundthe organizationfrom rvhereit is to where it is needed,
The GapA.nalysisshowsthe differencebetweenthe krowledge that an organizationhaveand
what they need.

",-Phase i slaxledwiih.rude$tarding.Jhe-.orga[ization,.in {erus.of its opolating

enviroffoent, hey relationshipswith partnersand other stakeholders,businessel]vironnlenl,
key strategicchallenges,and perfomanceimprovemenlsystem.Knowing what FSSI
conside$as in]portart to its organizalio$ the key inJiuenceson how it olerates,and lfie key
challengesit needsto address,clariliedwirat ueededto be considered in creatingFSSI's
KnowledgeMap.

The Organizational ProfilehighlightedFSSI'sVision,N4ission ard StrategicObjectil'es.

The Triple Bottom Line (3BL) target of aconomicviability, sociai o entation,alld,
ecologicalsoundnesswas eurphasizedin all the strategicobjectives.Itl order10achievefiis
target,it wasinlpelativethatFSSIexcelin tlie deliveryoftheir coreprocesses.

From the OrganizLtiomlProfil€, the core businessprocessof FSSI was drawn to

illuslr'ate\'r'hat core processesare able to deliver the organization'smardate ard satisry
partners'ard other stakeholders'requirelrentsandexpectations.It also showedwhat support
prccessesaqd outsou]ced seryices are able to contribute to the execution of d1e core
processes.

.Sincethe scopeof the projectis FSSI'SDevelopment Potfolio Unit (DPU),a business

prccesswas&a\\ll] 10 iliusb?tethe DPU'Scoreard suppoltprocess€s, outsoucedseryices,
partners aod other stakeholdersarrd inputs dral they provide FSSI, and the outputs or
 progransarldseNicesdelivercdbl,FSSI to its pafinersand otherstakeholders,
The Intedm
profileandFSSIandDpU Business
Repodcaptuesboththe Oiganizational proocsses.

Thereafter',datacollectionstarled.Exisliry FSSIdoculrelllswete revie\led,A seriesof

ilter"views of key infomralls and a rvorksirop ou identi$ring knowledge assets were
conducted. I{.:rorvledge
gatheredwasbothexplicitandtacit.Iu tenrLsofexplicit knou,iedge,
soulceswere exisljng documents,files. databases, libnries alld websites,thether in
electronic fonn or had copies. Tacit i(nowledgedeait q,ith human capital in terms of
aTolrnting for DPU officers/key staff academic/professionaieducational background,
training/contiluing educalio[ al1ddevelopment,and,practicesand experiences.

The activities undefiakenir Phasei wer.edoneto ensurethal the FSSI-DPUKrowledse

Mapcaptures thecriticalI owledgeassels (e.g.hunrancapital,structuralcapital,stal(ehclder
capital)thatFSSI-DPUmusteff€ctivelynanagein order10exceiin theirbusiness processes,
and,ultiniateiymaketheir.VisioD,Missiolrandstategicgoals,a reality.

This KaowledgeInventoiy Reportis a componentof the final project report, which will
include the Knoir4edgeFlows ald Gap Analysis. It provides a direotory or listing of the
cunent knowledge, both expiicit ard tacit, in the organizatio( particularly the DpU. A
laxonomy or classification of the doculnentsis also provided to facilitate the accessartd
transferof knowiedge.However,theseare all subjectto revieq', Afler the FSSI-DPU
KnowledgeInventoryis finaiizedit will beincludedin the final projectrepolt,

i.,i. 2.0OBJECTI!'ESAND BENEFITS

The specific objectivesof the project, sho$'nbelow, were indicatedin the ProjeotProposal
andtirc Interin Repod:

1, Appreciate and undersland infonuation and knowledge needs as well as

interelatior')ships
of rnultiple audiences/stakeholders
of FSSI, including interaai
slakeholdem, andtherequirements neededtowardimproveddeliveryofservices;

2. Generatea k-nowledgeiuventory of FSSI in temts of assets,needs, gaps,

oppoltudties,andcompgtitiveadvantage;

3. Detemdnethe sburces,
flows,constraittsofknowledgewithintheorganization,
and

4. Createa map reprcsentingan agreedview of 1Ie kiowledge flows atrd knowledge

coDtentthat is neededat eachievel in the organization.
 Amorg tile key benefitsto FSSIofloloq4edgemappirgare:

1 lt helps FSSI-DPUclealy identi{yu,1utknowledgeis needodto supporlovelaIl

organizatioDal
VisioD,Missio! airdStategicObjectives

2. It gives tangibleevidenceof the exteDtto which knowledgeis being effectively

lna]1aged and irldicateswhereinprovementsareneeded,lhus providing a baselinefor.
measudDg progress

3, It providesan e\,idenced-based
accountofthe lorowiedgethalexistsin FSSI-DPU,
ard irowthatkrro\.\,ledge
movesaroundin, andis usedby, FSSI-DpU

4. It providesa mapofwhat loowledgeexistsin FSSI-DPUandwhereit exists,

revealingboth gapsand duplication,encouragingre-useandpreventingre-invention,
thus savingsearchtime a.ndacquisitioilcosts

5. It revealspocketsofknordedgeor islardsofexpetisethatarenot cunentlybeing

usedto good advanlageandtirereforeoffer untappedpotentialto build bridgesto
increaseknowledgesharing

6. Il reduces
theburdenon expedsby helpingshffto fird cdfjcalinformationquickly

t: - 7. It improvespartnerandstalceholder decisionnuking andproblemsolving

response,
-.- - .by providingaocessto appiicable
idormation

8. It providesa mapofknowledgeandconrmunication
flows andnetwolks,revealing
bothexampJes ofgood practice andbarriersto goodpractice
andblockages

9. It providesvital infurmation for tlte developmentofeffective knowiedgemanagemellt

programmes andinitiativesthataredirectlyrelevarit10theFSSI-DPU'sspecific
knowledgeneedsand cun'entsituation
 t4!

I 3.0 METHODOLOGY
The nethodologiesused for data gathe Dg wer.er (1) documentsrevieu,; (2)
adninist.ationofsutvey questionnair.es:
I (3) intervievsofkey in{ormants,eitherface-to-face
or b)' phone;and,(4) conductof woil$hops.Key info narts validatedinilial results,either
thruwolkshopsor individualreviews.

I The Key hfo1manls.totalirg 2l u,€re:

I i. ExecutiveDirector
2. DPU Officersard Sraff(6)

I 3. Boardof Trustees
4. EEAC(1)
(2)

I 5 . Palhiers(5)
6. HR./Adminand Finance(2)
7. KI\4(1)
8 . Direct Beneficiades(5)

The surrunariesofinterview datasathercdfrorn the key ilfomants are found in Antroxes

A, B, C, and D.

.. Anner A capturestacit l(nowiedgefiom intervieu'dalagalheredfron the six DPU

'O- icers and Stafl Two templates were desigued lo -caplure lacit .krowl€dge, nanlel)'
StrategicOverviewKaowledgeMap (Arnex AI), and,the ExpediseOverviewK:rowledge
Map(Au€x A2).

Thc StrategicOverviev'IfuowledgeMap is designed levelandis

at dreorga0ization
used for determining and assessinglevel of competencyor expedise existing in the
organization and aligningthis with strategicobjectives. The gap aralysisprovidesvery
irnpodantinfomation on the significant strategicklo$4edgegapsand strengltrsthat $,ould
helpthe organization in fo rulating a planof actionfor addressingthesegaps.In thecase
ofFSSI,drereale six specificobjectivesasindicatedin theOlganizational Profile.Eachof
the key infonnants\a'asinteryiewed10gaugethe followil]gl
i
1. Overallknowlefge/competenci€s
neededto neet eachspecific objeclive
thattheyalreadyhaveto rneeteachspecificobjecti\e
2. Knowledge/conpetencies
3. Gapsbetweenwhatis Deeded
andwhatis available,
and,
4. Modesto accesstire loowledse/comDetelcieson l']and
 The Expe{ise Overvie}yKno{-ledgcMap is designed at the opemtionailevejandis
usedfor detemining and assessinglevel of cornpetenc;,or experliseneededto perform the
core processes. lt identifies strengtl$and opportunitiesfor improvementin expenrse,
. .
{no\ 1edge.slo]ts.o] sluri[g beha\io]s. as well as key assetstltat needto be availableto
otherparts of the organization.Identiry the key areasandprocessesirl your enterpdsethat
needto be mapped.Using the existingDpU businessprocessmap! each of the key
infomants wele interviewedto gaugethe follov,ing:

I , Overall levelsof expertiselieeded10perfoun eachcoreprocess

2. Cuntnt overall levels of expefiise to perform eaclt core proces! withiu the
organization
3 . Oll)nelsofthese cun€nt expertise
4. GapsbetweenI'hat is neededairdwhat is available,and,
5 . Modesto accessthe knowledge/competencies
on hand

- AnnexesB, C and D capturekrowledge neededandprovided by the BOT, EEAC, a[d,

HR/Adndn& Finance,in termsofthe foilowiasi

1. Knowiedgeneededto helpthemcary out theirdutiesard responsibilities

:t. d, Prioritylevel
b. Curent statusof accessib-ili!]in _termsof krlaw]gdgeos,ne!,locadoa.modeof
transfer,fiequencyoiusJ, ana,forma
c. Sourceofh']owledge whenit is not availablewithin the organization

2. Kaowledgeprovidedin line with theirdutiesandresponsibilities

a. P olity level
b. Kaowledgerecipient(person/designation, location)
c. Modeoftlansfer
d, Fomat
e. Flequencyofuse

3. Obstaclesto gettingthe right informationtheyneedat the ght tine

4, Suggestions
to improvethe flow of information

As a way of setting tlte tone for tbeseseriesof intelviews, tlese key informa[ts, were
askedthe role of their respective officesin the light ofFSSI'sVision,Missior andStxategic
Objectives,their specificrole in tireir respectiv€offices,audtheir dutiesandresponsibilities.

In the case of painers alld direct beneficiaries,the questions werc mostly dfuecled
towardsthe knowledgethat they seekfion/provide to FSSIi[ tire courseof thei transactions
n,idrFSSIper coreorocess.
4.0FSSI'SKNOWLEDGE INVENTORY
The Iirovledge Inventoryof FSSI-DPUcoosistsof two pafis, the explicit and tire
tactt. The Explictl lQoi4,ledgeIflventoryaccountsfor

1 . \lrhatknowledge
FSSI-DPUhas
Nunbers, types and categoriesof recor.ds,documents,fiies, directories,
poJicies.databases, librar.ies,archives,registry systems,intranetLebsites,
linl$ and subscrbtioLsto extemal r€sources,etc. Thesecar1come il1 paper,
video,CD-ROM,nicrofilm or othermeans.Thelormatsma),bein MS iicel,
I\4SWold, Poiverpoint pr.esentation.
etc.
2. Wheredie ltloir'ledgeis
Locationsin theorganization, atldiD jts larioussystgns
3. 01gaiizationandaccess
How ale knowledgeresources organized, hou,easyis it for peopleto find ard
accesstheD?
4. Purpose,relevance and"quaiity',
Why do theseresourc€sexist, how relevad and appropiate are they for ihat
purposerare they of good 'quality' erg.up-to-date, reliable,evidence-based,
etc?
5. Usage
Arc drey actually beingused,by u'horn,how oflen, 1\'hatfor?

In the caseof tacit l(nowiedge,

the inventolyfocuseson peopieaM competengies
as
foiiou's:

t . Who we have
Nunbersanacabgoriesofpeople

2 . Wheredigy are
Locationsin depadn']ents,
teaars,buildilgs,field

l . What they do
Jobievelsandtypes
1.
4. \\4rat they lmow
Academicalidprofessiolalqualihcatious,
coreknowledgeandexperience

5 . Whatthey arciearning
On-1lie-job
traiiring.lea ing andd€velopment
 ,1.1Explicit KnorvledgeInventor-1,

. _ Th" Explicit K,o*Jedge Inveittor),,as shou' in Annex E, enuneratesl l0 curent

knowledgeitemsclassifiedandcodedjirro iz categoriesor da-taba;;;;;i,r*",
A - Direcfories/Lists
B DocunentationofMeetingsandpresentations
C - Library
D - Linlts
E Panrerships/Coiiaborations,tJetworking
F - Plans
G - Policies/BOTResolutjons/Memos/Approvais
I-I- Procedures
I - Progranx/proj
ectDocunlents/Repods
J - Publications/Researches/Studies
K - Tools/Techliques/Standards
,.i. L - Website/lntranet
.

E.dro*s rheconespondjng lGorvledgeOwnerfor eachof 1Ie 110krowledge

,"^-__,ll1:"
.lrerns.the lomrat used,and the JorowJedge location.Tlie Krculedge Ou,nerindlcatestie
position/designationof the oersonudio his possessio!of the krowiedle. .the./brtllatrnay
eith.e.r.!e.MtS
Word.MS dxcet,and/ororf;; i;;. p;,";;.0'ffi"nrort of rheirems
availablein both paper and eiectronicform. Th" knou,judgeLo"oiior indicates
where il the
buildingdreklowledgeis fiied or sloreo.

4,2Tacit Knor'ledgeInventorl,
. Jh" Tacit KrowJedgeInvertory,as presented in Annex F, lists down the six DpU
Le1officersand sraff.incrudilgLlreExeculiveDi-ecro,. a. rlre KrorlledgeUwtefs.Tlte
'"9i.rl* a brief su.lrnrar).
of rheir job descriplions.
l1::'ll:ll .rl.eif..joo.pocirions.
qualificarions,
core knorvledgeand experiencej and,'theteamingtiey
::11"'ll:11.':T*."i1
nave_acquLredon the job either dmugh fomtal or infomral training,
educatiot and
developmeot.

In tenns of core knou,ledgeand experience,

competencies
were classitiedinto 13
categories,
asfollou's:

l. Advocacy,Marketing.Networ.king

IU
I 2. EnvironnetrtaiManagenerlt
Systens/

I 3.
Envilonnlental
Manager]ent
Accouitting
Inlellectualcompetencies

I 4.
5.
lnterpersooal
contpeleDcies
Monitoring& Evaluation

t 6.

7.
NetworkingairdResoufce
Mobilizatior
Organizationaicompeteucies

t 8.
9.
Paitnership
ard resource
mobilization
PersonalChatacledstics

I 10.
ti.
Plogratr/ProjectDevelopment
Sharingoflessons
andN4anagentent

l t-
t2.
13.
TecLurical
Others
Competencies

t
t
The classificationof corc krowledge and gonpetencjeswere drawt based upon tlte
knowledgeand experienceculled out of the secondarydata (e.g. DPU docunentsaud
manuals)and suryeys/ illten'iews a,lldu,or.kshopsconducledwith DPLI office$ and staff,

I r.. ExecutiveDirector, BOT, EEAC, Paftne:.s/Clients,Direct Beneficiar.ies, Hfu Adrni!].

Filance.Duringthe clustedngactivities,theseenergedasthe mostoqrredanddemonstrated
klowledgeaud conpetencies, Shari4gof ]essons, on the othet.hard,q,assetin tite opento

I
al
higirlightliowtireorganizationvaiuesexchange ofideas,experiences,
achievestrategicgoals,While a rangeofknowiedgeandcornpetencies
category af Othersafidconsidercd
andtips to deliverand
areinciudedunderthe
asimpoflanlastltelestofthe cateso es.

II T
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F
F
F
F
I
tl
l-
I
t- Itnon,ledgeandCorp"t"n"y
A...rcur"g*i",-s.d
II 4d' ocac..llarlcr [g. j\Gr oifie:
I acif l(nollledgeInventon
-

I rvla,uldtJtcfid
ilt\ol\es irr vai9u5 11r'..s1
,,.
I'arrne.sl,ip r ndie.oi, rc" mot itizar
rocnliJtecslrd-egj(gfoups as pdllnej.s
ion:-

t- ar.d,seek.
oplorrunjlie.
goals,programs,
rouA,o.rr.'iiSf
productsalldservices_
enhamcssiet\
ano
qrd5/iirrl ug", io u"f,i'"ui.

F
I
[l' ironotentalMaragem"niltireruJ
.LnvnonmentalMa Dagem
Arcounling:I4ai,.rtains
ent
andapplies
f erroralCha.acte.irt icr, De,.,on.rares
efiectlvepe].sotalcharactedstics
thal
conl-ribtrteto achieviDg q,orl,related
l"l Elvl)/tt\4A loto\\ ledge aDd sjljlls
achrer
e fSSj s frlpJeBorrontlirreagenoa
1c]

I
t" lorellectunl
aisctptined
Lnploys-
"ontpct*ncier:
jl processe..
f hougr
Prograrn/P.oi"ciD"relopm"ntald

T and.skjlls
mmXrng. searching,
lJto\\ledAc lvlaDagemcnt:
whelrnraliingtodcaV.i;ticai
observation
and
fac:lirares
selecled
Develops.coordinates,
turrding.anddelireryof r arior,rs
progransandploiecls

T Judgment

t 'l
Intcrpcrsooal
a[d.uses
compiGn-Ed\4airraF
kno\t4edge,
sldllsandattitudes
ro
dcalwitl issuesald coo*n,, ofprlu"r.;
crienls?tid co_elllployees
al]dto deliver
Slaringoflesso,rsr
Ei,plofi arrinfonr:al
-
nerrlurl(ot.Iot.ul]'lwjtere eXpedenceS,
ald ri1'sae erichat.geO
una;aeos
g"r"rui.a
Jesso:rS

l 'i JlOfl(a bJectives anrongco-enlpjoyees andpadneE

Moritoring& Evatuario;D-elopr -
l -i mamtams aDdusesDtonitoritlgand
evaluatiortoolsto help
I ecLnicalCornpetcrrcies
appheswol.h-related
Majrrrains
l(nowledge
thefield of expertise
at,d
andsltillsin

I Ntnvor.kingand R[eur.ce NAilL,t io;

MatntailNandusesmechanisms and
OtherxrVariousknowJedge
id
comfelerciescon.:de-cdac jn.poranr
I resources
andappropriate
mobilization
resource
strat€gyto get ixrd and
peoptewhocouldheip nranage
reslol l\e elente.]!S
areas/catego es.
as the
q.iLhinothe-conroetency

the

t orgaluzalton's
resourceS

Organizarirrnal
well

comperencie.:Vailriajr,s
I1 aaqap1ltrescuue[t underststding of
orgaldzational/depaftmeDtatn s;ion.
strategic
plalrandgoals.

I
t
I t2
 Examples
o?Gol4ed$ild _-
comperen"jes
TiiEo-* iidgeaod_-
CompeleDc],At eas/Categoi-ies
a dr o Mark etin[)tGtki-@
"a".', Pa.tlc.shipau,l .e.orr"c mobilDtior,:
r Advocacyprogra;ns(3BL)
suchas r Participatiolofvarioussectors
on olgantcandcleanerprocess:
. KesoxrceMobjiizaljon_Research;
. Advocaljntsissuesofnralginalized . LolnbrDe ptojeq expej.jer]ceq.jlh
sectors;
coDrmunit)orurershipr
uusruess
rlodel)

. Anicujate eacllcrilerron
ofJBL
v llLtail stal(eholders/
beneficialies
f ntironruentrtMauagenienGxtemJ
tnr'rronoettalMaoagemenl P"r'sonal
Char.rcte,istici
Accounting:
r Resourcefuhress
. E \ irorut)el]lajnBnagernenlcystetr
r DevelopmeltWorkerpersonalitl
{e.9.)S, Cleanerpt.oouclion,
. Hjghregardwithrools
cne.1L olanail,sig
rrooucttvLty)
r ISO 14000& ISO9000

- . integ&tjonofvarious
ervirouneDtalslstemsjll
oene clarjes.operatjons

IoteUectual
competenciei
I,r.og.arn/projectDGiopn
6t and
. luanagement:
Decisiormaking
. ListeDingskills . Piogram manageDtent
r Organized. available& accessible r ProjectDevelopmentManagement
datafio1]lbusiDesses
!
Inlerpersonalcompeteicies:
Sharingof lessonsl
r frailjng andcoachilgshills
. r Continuous ieaming/learnine
U/ririDgskjlls
segsious,eg.Sharingoftesso-ns
(e,g.
miting issues)

13
 Eumplesof Knor,,,@
Conlpelellcy Areas/ Ca.clao!.tes

Monitoring& Ev-luatioi
TechrjcalCon]peteDciesi
r Anall,sisandevaluatiorofefi-ects . Appraisal/Assessment skills
ofthe projeclto taiget . Businessdeveioprnentand enterprise
beneficiaries;how iheyarenow developmentskills;elitrepteneurial
sicills
perforuing/beDefi tingl i\4eejir)s . Madteringskills
3BL torger.
. X4onitoringof enviromental
rmpact

Netwot.kingand Resourcc
Others:
Mobilization:
. ManagingCompetitivebiddingprocess
r
Resour.ceMobilization . FeasibililyStudypreparalion
.
Netwolidng to lint thefi to a . Annual Progran/ Operationajplamring
marketingoutfiq net$,orl/
r DPU CoreProcess
cofiacts
o Geftinga fuird managerswho
, nunageFSSIresources well

Organizationalcompete.rrcies
:

. SociaiDevelopment
Awareness
andOdentation(3BL Focus)
. Understa.ndingofEnvironl]ental
Standards
(ecosoundness;
not ISO
r4000)

l! l4
 ANT'{EXES

.-:-

15
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 |nventoryof ExpticitKnowtedqe
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as orJanuary12,2007

MaiorTaxonomvof OrqanizationalKnowledoe

A. Dhectories
B. Documenlalon ol Meetrgs andpresentaltols
L , Lrorary
D. Links
E Paj nershJps
/ Collaboralors/NerwoJl,tng

G . Policies/
BOTRpsotut,ons,
IVe-nos/
Approvats
r , rroceoures
I . Prog€m/projectdocuments/
reporls
J . Publication/
Research/Studies
K. Tools/Techniques/Standards
L . Website

TaxonomvofOwnersof ExpticitKnowtedqeof
FSSj
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AED , Asststanl Executive Djrector
. Cemba, AugustoD
TO TechnicalOfficer Maruquez, Reynante V.
SPO I " SeniorprcgramOffice-for EmeS.ig S€ct
Barrameda, Arlen
SPO2 - Selio. prog?mOflrcertor CocoBind
SPO3 - Seniorprog|arnOfficerfof [4EEp
, PrograftOtficerof Emergirq Tores,Annl\4arie M.
PO Sector Reclusado, Amado G.
:. HRAO - HR/Admin Officer Banaszak,
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I HierarchyofTaxonomy

I Inventoryof TacitKnowledge
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Foundation socjety,Inc(TSs
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I lD No. KnowledgeOwner
2003-13

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CoreKnowledge& Experience

| 43. Finarcialtlanagement
(Financial
Analysis,
Financial
Stalement)

| * Knowtedge
o- SocidtE.rnepreneurs.rp
I
OU. [4anaging
Compeliiive
biddingprccess
I
,U. Ma*et Facililailon
|
I
O, . Markeling
skills
I
oU.Mult-laskinglwillngnesstoacceptothertasks;periormingmorethanonetaskmoreihan
I
t'^'"-*-'
| ,49. Networking agency(egte upwithUNLADKABAYAN,
skillswlthotherfunding assocof
OFWs)
50 . Organizational
Development
(e.9.Governance, Flnance,
Systems, Technology,
Organizational,
HR-related
io meeting
the 3BL)
diagnosis(e.9.lva*etingskills;Financiaanalysls
51 . Oigahizational andlntenreiaiion,
technology)
52 processes
Ofganizational (e.9.howtheydothingsin ihe oEanization)
andtechnology

Pastprcjectexperience.

Prog|am/Proj€ct
Developmenl
and[4anagernert
- froject*ppralsEl

56 ProjeciDevelopment (e.g Appraisal

[4anagement consultancy
Process, skills)

PrcjectManagement skills(includjng
& Mohitoring lse oftools)

58 ProjeciProposalDevelopment

59 Provision
of financial
seruices

60 Publcation

61 Managemeni
Remedial

62 Research
1eglvlarkey s!bsector
lndusiryProfile/Technologi,/Producvlniern€VsecioI/
assessmefrsurvey exceptquanuiative or siats/FGDs)
63 Resoufcelllobi zaiion

64

55 S!slainable
AgriculureConceptandTechnology

TrainingDesignandIManagement

67 Underctanding
of Environmenial (ecosoundness;not
Standards ISO14000)
 ,,, ,, = l
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I Experience
Knowledge

68. Useof3BL(following
FSS|advocacy)

69 . WorkCommitment

70. WorkDlllgence

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Hierarchyof Taxonomy
InventoryotTacit Knowledge
Creatinga KnowledgeMapfor
Foundationfor a SuslainableSociety,Inc(FSS
As ot January12,2007

lD No. KnowledgeOwner
2005,19 AnnMarieM. Tones
 # CoreKnowledge
& Experienc€

19. Pubic Presentation

skils(.e.
oraL/ptatfom
skits)

20. MonitorinqI Evaluaton(eganatysis

andevatuation
ol effecisofihe projeclto iargel
benefrciafiesr
howtheyarenowperforminq/beneliiing?
21 . ProjeciMon;toring

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t 25. Appraisal/
Assessrnenl
skits
pannng
24. AnnualProgram/Opemijonat

I ?6 , BJs'n"5s {o .o(ocoI
stanodro.

27 . Business/Project
Dev,t

T - 28 . Capacity&'readinesslo

29. ComputerDesktop
be praciicat

Skils(MSWord Excel,
tor DPU/programs
spending

PPT,O!1to.k)

I| poveriytoeconomic
30- Conneciing viabilityofthe projecl

t|
31 , Continuous
learning/
learning eg,Slrarlng
sessions (e.9.mining
ol lessons issues)

32. Cooperative
andColleciive
Business
Development

r| 33, DeveloprnenlworkefPersonality/
society,wel-rounded,
34. Documentation
re (eg.Flexlbjlity
crJlit]

vialessonslearned
relatng io differenlsegmentof

FI 35. DPUcoreprocess

36 . Environmental
N4anagenrent Knowledge
Accounting andSki s

37 . Evaluation
(program
andproject)
:
38 . Feasibility
Studypreparction

FI 39 . FinancialAnalysis

40 . Financial
analysisandinlerpreiaiion
{eg Financialstatements
bothfor historical
and

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rorres r

# JcoreKnowledge
& Experience

41 . Financial
analysisskills

42 . Fjnancial
l\4anagement

(FinanclalAnalysis,
Managemenl
43 . Financial Fjnanclal
siaiemenl)

44 , Knowledge
on SocialEntrepreneurshlp

45 . lManaging biddingprccess
Competilive

46. MarketFacllitation

47. Marketing
skills

48 , l\rluliitasking 10acceptothertaskstpedorming
(willingness rnorelhanonetasklmorethan
ju$ a flexibiliv)

agency(egtie up withUNLADKABAYAN,
sklllswlthotherfunding
49. Networking assocof
OFWs)
50. OrganizaUonal
Developmenl(8.g,Governance,
Sysiems, Technology,
Finance,
HR-relaledto meelingthe38L)
Organlzational,
dlagno6b(e.9.lvlarketlng
51 , OrgEnizational analyslsandinterPtetatlon,
skills,Financjal
technology)
'
proceJses
52. organlieitionat (e.9.howtheydo lhingsin theorganLzation)
andlechnology

53 , Pastprojectexperience.

54 . Prcgram/Project
Developmenl
andManagement

55 . ProjeclAppralsal

56 , ProjectDevelopment (e.9.Appraisal
lVanagement Process, skills)
consuliancy

& Monitongskills(lncluding
57 . ProjectManagement useof iools)

58. ProjeclProposalDevelopmeol

t of inanclalseruices
59. Provisiol,

60. Publication

! 61 . Remediallvanagemeni

62 . Research(egI\4arkeu
IndusiryPro{;le/ subsector
Technology/Producvlntefievsector/
assessmenrsurveyexceplquantitative
or stats/FcDs)
! 63. ResourceMobilization

64. Resourceiulness

l|
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t # lCoreKnowledge& Exper;ence

t 65 , Susiainable
Agrlcullure
Concepi
andTechnology

I 66 . TrainingDesignandl\ranagement

ot Envjrcnrnental
67 . lJnderslanding not ISO14000)
(ecosoundness;
Slandards

I 68 . Us€of 3BL(following

69 . WorkCommitmenl
FSSIadvocacy)

I 70 . WorkDiligence

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Inventoryof Tacit Knowledge
Creating
a Knowledge Mapfor
Foundationfor a SustainableSociety,Inc {FSSJ)

I As ofJanua'-)t

lD No.
12,2007

KnowledgeOwner
2405-17 adoG. Reclusado
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 Knowlecige Owner
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t & ExPerience
lcore Knowledge

42 . FinancialManagement

43 . FinancialManagement
{Financial Statement)
Analysis,Financial

on SocialEnireprcneurshrp
44. Knowledge
biddingprocess
45 . ManaglngCompetitive

46 . MarkeiFaciliiaion

47 . MarkeungskilLs
to acceptothertasks;perfofming
(willingness morethanonetask;mor€than
48. Multi-tasking
justa iexibilily)

49, Networking skillswithothelfunding agency(egle up withUNLADKABAYAN'assocof

OFWs)
50. OrganizatiolalDevelopment (e g Governa-ceSyslemsF'nanceTechnoogv'
Oianizatonal, HR-relatedlo meeti.1g the 3BL)

51 . Organizational diagnosis(e.g Marketing skills'Financiaanalysisandinterpreiation'

technologY)
52. Organizaiional processes 6ndtechnology (e g howtheydothingsin the organization)

53 , Pastplojectexpeience .
and lVanagemenl
Developmeni
54. Program/Projeci

55 , ProjectAPpralsal
skills)
(e g AppEisalProcess'consuliancy
Managenrent
56 . PrcjectDevelobment
useoftools)
skills(including
& Monitorlng
57 . ProjectManagement

58 . ProiectProposalDevelopmenl

59 . Provisionoi iinancialseruices

60, Publlcaiion
I
61 . Remedialllanagement
prc" e/ - ech']ology/olooucu'rlerneusector/
subsedor
62 . Research(eg lMaxeuInduslry
assessment;LlNeyexceptquanutallve or siats/FGDs)
63 . ResourceMobilization

64. Resourcefulness

65 . TrainingDesignandManagernenl
I
L nol tso lzlooo)
@soundness;

F FSSIadvocacy)
67 , Use of 3BL (iollowing

68 . WorkCommitment

I 69. WorkDiligence

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