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An Integrated H.R.D. Approach to an Anti Corruption Campaign in Philippine Bureaucracy
- 1. A H.R.D. APPROACH TO AN ANTI- CORRUPTION CAMPAIGN IN THE PHILIPPINE BUREAUCRACY Restricting Detoxifying Safeguarding HILARIO P. MARTINEZ 1
- 2. The Bureaucracy is like an “Iceberg” HILARIO P. MARTINEZ Waterline of 2
- 3. Interlocking issues in the bureaucracy HILARIO P. MARTINEZ 3
- 4. Important questions about government personnel profile but are rarely asked How many have average IQ or better? How many have below average IQ? How many are technically prepared for the job? How many are competent and have adequate relevant experience? How many are doubtfully competent, lacking in pertinent experience and seemingly needs more training? HILARIO P. MARTINEZ 4
- 5. CSC? The cascading questions? What is the downside of security of tenure? What does incompetence promote? How much does inefficiency cost the government? How much does corruption cost the citizen-taxpayers? HILARIO P. MARTINEZ 5
- 6. Most frequently resorted solutions for 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 charges against erring personnel Replacement of key officials with another set of appointees Issuance of administrative corrective measures HILARIO P. MARTINEZ 6
- 7. 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 a 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 7
- 8. What maybe obvious to the Public! The Familiar Solutions The downside HILARIO P. MARTINEZ 8
- 9. 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 9
- 10. THE SITUATION IN THE ICEBERG HILARIO P. MARTINEZ 10
- 11. Motto 1: “the customer is always first?” 11HILARIO P. MARTINEZ
- 12. Motto 2: “Obey first! Ask questions later!” 12HILARIO P. MARTINEZ
- 13. “In the face of evil, the worst thing good people can do is to do nothing!” No Talk, No Mistake SeeNothing H e a r N o t h i n g SayNothing D o N o t h i n g 13HILARIO P. MARTINEZ
- 14. Some pre-occupations of employees in the office ... Personal business Getting one over another moneyRacing to be promoted Staff like cats and mouse Bosses in turf war 14HILARIO P. MARTINEZ
- 15. 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 15HILARIO P. MARTINEZ
- 16. Lingering concerns in the minds of the public Corruption Red Tape 16HILARIO P. MARTINEZ Patronage
- 17. Present “Rules of the Game” HILARIO P. MARTINEZ 17
- 18. FOCUSING ON THE MOST IMPORTANT ELEMENT OF THE BUREAUCRACY – ITS HUMAN RESOURCES HILARIO P. MARTINEZ PEOPLE MACHINE MATERIALS MONEY METHODS TIME DATA 18
- 19. The Paradigm Shift! HILARIO P. MARTINEZ 19 To Team Performance Evaluation To Proficiency Rating- and Team Performance-based Renewable Service Contract To Demonstrated Proficiency based on Standardized Job Titles To Competency- based Selection and Appointment From Eligibility- based Tour-of- Duty From Education Attainment- bias tenure From Individualized Performance Evaluation From Permanent Appointment with Security of Tenure
- 20. The H.R.D. Component for this Anti- Corruption Program HILARIO P. MARTINEZ 20 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 DETOXI- FYING NOTE: Surf www for ppt of similar title
- 21. An Alternative Strategy to Directly Alter the Profile of Government Employees LEAN & MEAN PROFESSIONAL GOVERNMENT WORKFORCE HILARIO P. MARTINEZ SALARY STANDARDIZATION* 21 * NOTE: Salary Standardization is justified only after a Government- wide Jobs Standardization
- 22. Competency -based HRD Systemin Public Service Trainingand Development HILARIO P. MARTINEZ CIVIL SERVICE ELIGIBILITY 22 SEE www.slideshare.net for “A Competency- based HRD System for Public Servants in the Philippine Bureaucracy” for details
- 23. 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 pts20 pts INDIVIDUAL PERFORMANCE RATING TEAM PERFORMANCE RATING 23 SEE www.slideshare.net for “Integrated Performance Evaluation System” for details
- 24. Streamlining the Bureaucracy thru Enterprise Development HILARIO P. MARTINEZ Government Employees Entrepreneurship Training Program Nearing Age 50 GSIS/Bank Employees with own business on part- time basis Employee retire after 2 years for full-time business New Employees Better Skills and Fresher Ideas 24 SEE www.slideshare.net for “Streamlining the Philippine Bureaucracy thru Entrepreneurship Development” for details
- 25. Proposed New “Rules of the Game” HILARIO P. MARTINEZ 25
- 26. 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 Produc- tivity Integrity and Professio nalism Salary Standar- dization 26
- 27. 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 27