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Student competencies are the traits, skills and attribute that students who undergo On the Job Training need to carry out their jobs most effectively. Companies can hire people with basic foundational competencies and then teach more specific competencies directly related to the employees job descriptions. Student competency development draws its strength from a variety of different learning activities. By integrating training, on-the-job learning and career management into one development trajectory, organizations can approach the developmental needs of their employees from different angles. However, significant responsibility rests with the employee as well. While the organization can create a stimulating environment and offer the student chances for competency progress, it is then up to the employee to seize these opportunities and develop his/her competencies accordingly. According to Spencer and Spencer, et. al (1993), competency is the an underlying characteristic of an individual that is causally related to criterion-referenced effective and/or superior performance in a task or situation They identified five types of competency namely motives, traits, self-concept, knowledge, and skill. First, motives are the things that an individual consistently thinks about or wants that stimulate action. Second, traits are physical characteristics and consistent responses to situations or information. Third, self-concept is an individuals attitudes, values or self-image. Fourth, knowledge is the information that an individual has in specific content areas. Finally, skill is the ability to perform certain physical or mental task. Today, Customs Administration students are shaped by their universities into globally competitive individuals. Through the years, their confidence is boosted up. They have effective communication skills, computer literacy, and a thorough understanding of all relevant policies and laws relating to customs. Through classroom discussions, seminars,