An integrated hrd approach to an anti corruption campaign in philippine bureaucracy

AN HRD APPROACH TO AN ANTI-CORRUPTION CAMPAIGN IN THE

PHILIPPINE BUREAUCRACY Restricting

Detoxifying

Safeguarding

HILARIO P. MARTINEZ 1

The Bureaucracy is like an “Iceberg”

HILARIO P. MARTINEZ

Wa t e r l i n e o f

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Interlocking issues in the bureaucracy


Critical questions about government personnel profile, rarely asked, rarely answered

How many have average IQ and EQ or better?

How many have below average IQ and EQ?

How many are technically prepared for the job?

How many are competent and with relevant work experience?

How many are doubtfully competent and lacking in pertinent experience?


The cascading questions?

What is the downside of having security of tenure in public service?

What does incompetence promote?

How much does inefficiency cost the government?

How much does corruption cost the citizen-taxpayers?


Most frequently resorted solutions for graft and corruption cases

After-the-fact courses of action:

Conduct of inquiry, fact-finding or investigation

Re-assignment, reshuffling, suspension or dismissal of concerned employee/s

Filing of administrative and/or criminal case against the erring employees

Replacement of key officials with another set of appointees

Issuance of administrative corrective measures


The Compatibility Issue in an Iceberg?

Case 1

• Management with integrity and a graft-ridden staff

Case 2

• A graft-prone Management and a professional staff

Case 3

• A graft-prone Management and a graft-ridden staff

Case 4

• Management with integrity and incorruptible professional staff

HILARIO P. MARTINEZ

W A T E R L I N E O F V I S I B I L I T Y

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What maybe obvious to the Public!

The Familiar Solutions The downside


An Almost I.M.F. (IMPOSSIBLE MISSION FOCUS)

HILARIO P. MARTINEZ

This is the only one that can earn back the people’s trust and respect.

But this will be a long and very serious job, and a very painful one

for everyone of us too

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THE SITUATION IN THE ICEBERG


Motto 1: “the customer is always first?”

11 HILARIO P. MARTINEZ

Motto 2: “Obey first! Ask questions later!”


“In the face of evil, the worst thing good people can do is to do nothing!”

No Talk,

No Mistake

See

No

thin

g

H e a r N o t h i n g

Say No

thin

g

D o N o t h i n g


Some pre-occupations of employees in the office ...

Personal

business

Getting one

over another

money Racing to be

promoted

Staff like

cats and mouse

Bosses in

turf war


Other common observations ... Others are always watching the clock

Others are

busy working

Others have too

much workload

Others have too

much coffee breaks

Others on frequent

travel duties

others are always

on study leave


Lingering concerns in the minds of the public

Corruption

Red Tape


Patronage

Present “Rules of the Game”


FOCUSING ON THE MOST IMPORTANT ELEMENT OF THE BUREAUCRACY – ITS

HUMAN RESOURCES

HILARIO P. MARTINEZ

PEOPLE

MACHINE MATERIALS

MONEY

METHODS

TIME

DATA

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OFFERING AN ATTRACTIVE ALTERNATIVE FOR GOVERNMENT EMPLOYEES TO

HAVE OWN BUSINESS AND RETIRE EARLY

TEAM BUILDING, ENFORCING JOINT ACCOUNTABILITY, STRENGTHENING PLANNING, OPTIMIZING RESOURCE UTILIZATION

COMPETENCY-BASED SELECTION

PROCESS, ON-THE- JOB BIASED TRAINING,

PERFORMANCE–BASED CONTRACT

The HR Component of an Anti-Corruption Drive


An Alternative Strategy to Directly Alter the Profile of Government Employees

HILARIO P. MARTINEZ

SALARY STANDARDIZATION *

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* Salary Standardization comes only after Job Standardization thru Competency Development

Competency-based HRD System in

Public Service

Training and Development

HILARIO P. MARTINEZ

REGULAR COMPETENCY ASSESSMENT

CIVIL SERVICE

ELIGIBILITY

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Refer to pptx of similar title

HILARIO P. MARTINEZ

Team and Members’ Rate Schedule: 95.01 - 97.5 - Excellent 92.51 - 95.0 - Outstanding 90.01 - 92.5 - Almost Outstanding 87.51 - 90.0 - Very Satisfactory 82.51 - 87.5 - Satisfactory 77.51 - 82.5 - Fair 75.01 - 77.5 - Poor <75 - Fail

Quality

Quantity 20 pts

25 pts

10 pts

100 pts

25 pts 20 pts

INDIVIDUAL PERFORMANCE

RATING

TEAM PERFORMANCE

RATING

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Refer to pptx of similar title

Streamlining the Bureaucracy thru Enterprise Development

HILARIO P. MARTINEZ

Government

Employees

Entrepreneurship

Training Program

Nearing

Age 50

GSIS/Bank

GSIS Policy as Collateral

Employees with own business part-time Employee

retire after 2 years for full-time business

New Employees Better Skills and

Fresher Ideas

23 Refer to pptx of similar title

Proposed New “Rules of the Game”


Anticipated End-Results

HILARIO P. MARTINEZ

Vibrant Local

Economy

Young, idealistic

work-force

Highly Compe-

tent Staff

Early Retirees w/ Own Business

Standar-dized

Position Titles

Increased Produc-

tivity

Integrity& Professio

nalism Salary

Standar-dization

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The Component Files of this Proposal

HILARIO P. MARTINEZ

An INTEGRATED and COMPREHENSIVE PERFORMANCE

EVALUATION SYSTEM

A COMPE- TENCY- BASED HRD PROCESS FOR PUBLIC SERVANTS

STREAM- LINING THE BUREAUCRACY THROUGH ENTERPRISE DEVELOP- MENT

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An integrated hrd approach to an anti corruption campaign in philippine bureaucracy

Government & Nonprofit

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