7 The Office of the Civil Service Commission. (2017). Job Specification for the Senior Civil Service. Available at http://www.ocsc.go.th/sites/default/files/attachment/job_specification/1_1_001_1_new8 The Office of the Civil Service Commission. (2001). Core Competency for the Senior Civil Service. Available at http://www.ocsc.go.th/sites/default/files/attachment/article/07_phaakhphnwk_ch_smrrthnathaangkaarbrihaar.pdf Group 1) People Management Competencies. The senior executives are expected to have people management competencies which consist of three competencies as follows:1. adaptability and flexibility to adapt or change the way of working to suit all situations, individuals or groups, dealing with 2. communication skills to recognize and grasp the issues from listening and reading as well as the skills to convince listeners and readers by speaking, writing and presenting the ideas in order to achieve desired goals and gain supports from stakeholders; and 3. collaboration by inspiring people to be conducive to working with the organization, building mutual agreement and good Group 2) Management Competencies consist of: 1. managing change to act as a leader who initiates changes that are beneficial to their organization so that the organization can 2. customer service orientation to provide public services that build and maintain relationships with customers by focusing on 3. Group 3) Resulted-Based Management Competencies consist of: 1. accountability to be aware of their roles, commitment, and determination to perform their duties, follow the affirmations 2. 3. managing resources both inside and outside the organization which includes personnel, information, technology, time and Group 4) Professionally Administrative Competencies consist of:1. decision making by considering information, opportunities, problems, and evaluating alternatives and results to make the 2. 3. There are two important criteria of SES. First criterion is training qualification. In other words, passing the SES training program by the OCSC or other programs equivalent to the SES training program (i.e., certified by the OCSC only) is a crucial qualification of those who want to be promoted as the SES in the Thai public sector. Another criterion is that the candidates must pass the competencies assessment for public sector executives. Then they must apply to the SES selection process to be promoted to SES band 1 or primary level of senior executives (position level 9). It is noted that the account of those who passed the assessment will be valid for no more than two years to make sure that the competencies of the SES fit in with the changing demands of works or organizations as well as being able to understand and listen to opinions from different perspectives; working relationships among the people inside and outside the organization.achieve its vision and support others in the organization to implement initiatives that impact to the success of organization;the needs of the targets; andstrategic planning to create an operational plan with specific goals, objectives, strategies, and operational guidelines in order to achieve the expected results under the conditions of time, resources, urgency and anticipation of possible problems and opportunities.given to others, and ready to be inspected and be responsible for the results of their actions and decisions;result-based management by promoting achievement motivation through organization, enhancing results according to plans and goals, and corresponding to the expectations of stakeholders efficiently and effectively; andother resources appropriately in order to achieve the goals of the organization and government agenda. best decision in that situation at the right time;strategic thinking by showing the potential of the executive to identify and analyze the problems and situations by using rationale and experiences to drive the success though practices and solutions; andleadership development which is defined as the executive roles to build up the next generation of leaders and talents in the organization. According to this competency, the executives are expected to announce their organization’s vision, convince others to accept and move towards the vision of the organization, support others in terms of giving advice, and empower their employees to grow professionally by focusing on development at the individual, team, and organization level.149
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