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AN HRD APPROACH TO AN ANTI-CORRUPTION CAMPAIGN IN THE
PHILIPPINE BUREAUCRACY Restricting
Detoxifying
Safeguarding
HILARIO P. MARTINEZ 1
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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
HILARIO P. MARTINEZ 3
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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?
HILARIO P. MARTINEZ 4
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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?
HILARIO P. MARTINEZ 5
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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
HILARIO P. MARTINEZ 6
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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
HILARIO P. MARTINEZ 8
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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
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Motto 1: “the customer is always first?”
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Motto 2: “Obey first! Ask questions later!”
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“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
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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
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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
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Lingering concerns in the minds of the public
Corruption
Red Tape
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Patronage
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Present “Rules of the Game”
HILARIO P. MARTINEZ 17
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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
HILARIO P. MARTINEZ 19
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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
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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
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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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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
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Proposed New “Rules of the Game”
HILARIO P. MARTINEZ 24
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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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