Abstract
This study aimed to develop a Competency Catalogue for Category B Water Utility Services in the Bicol Region in 2017. It assessed staffing patterns and competency levels of Subject Matter Experts (SMEs), formulated a unified competency dictionary, and proposed an enhanced Merit Selection Plan (MSP). Using a mixed-methods design and purposive sampling, the research found that Category B water districts conform to the standard structures of the Revised LWD MaCRO. Core competencies of key informants were rated advanced (mean = 2.55), while leadership and management competencies were intermediate (mean = 2.44). The districts have largely adopted the behavioural indicators from the government’s Generic Competency Dictionary. The study underscores the importance of aligning human resources with organizational goals through structured competency-based frameworks. It is highly relevant for HR officers, as it offers a replicable model for improving recruitment, selection, and workforce development in public utilities. By establishing a clear competency standard, the organization ensures efficiency, accountability, and service quality. The Competency Catalogue not only strengthens internal processes but also supports long-term capacity building and institutional reform. It highlights the reciprocal dynamic between agency support and employee development in achieving public service excellence.