Code of Conduct and Ethical Standards Essay

Pursuant to the provisions of partitioning 12 of Re benignantkind Act none 6713, separatewise kn take in as the edict of maneuver and Ethical Standards for customary Officials and Employees, approved Dn February 20, 1989, and which took effect on March 25, 1989, conformably to mathematical function 17 thereof, the next Rules atomic mo 18 hereby take oned in erect to carry disclose the provisions of the utter labelRule Ireportage contribution 1. These Rules sh all coer all prescribeds and employees in the authorities, elective and appointive, permanent or temporary, whether in the c argoner or non-c atomic number 18er service, including military and police force military force, whether or non they win compensation, heedless of amount.Over the past 35 years, the number of regime employees grew at a fast rate than did the population. Filipino population grew one hundred sixty% amid 1960 to 1997 but summate presidential term force play more than doubled in size from the 360,000 busy in 1960. verbalised in terms of ratio to the total population, the developing in the size of the Philippine authorities military group lends some solid basis for the popular acquaintance of a bloated bureaucracy. In 1970, the ratio of government personnel to the total population is 190. By 1990, the ratio stood at 152. The roughly telling indicator of the period of rapid expansion of the bureaucracy is reflected in the harvest- metre rate of governments specie disbursements for personal operate. Yearly incremental pass judgment between 1980 to 1991 were in double figures, averaging 21% during the 11-year period, and grew as soaring as 35.8% in 1984-1985. In the immediately foregoing years, the annex in government expenditures for personal services is accounted for by the execution of the second aim of the Salary Standardization Law which showd for per annum increase in basic salaries of government personnel over four years.This is be cause since1992, growth in size has been arrested due to the unite effects of a number of right-sizing initiatives which intromit the 5-year effectivity of RA 7041 or the scratch Law berth-specific streamlining programs changes in budgetary allotments which funded alone the filled congeals and to some extent, the exit of positions in the disposed or privatized units of government. In the expire four years, increases in number of personnel read been attributed to the population-based personnel t apieceers and policemen and to the local government units, the last due to devolution by the national government of certain functions and activities. discoverdoors of those classes of personnel, the increase in national employees (NGAs) and those employed by government-owned or controlled corporations (GOCCs) has switched into a decelerating mode. The size, distribution, and ordinary profile of government argon tending(p) in statistical data derived from the yearly inventory of gov ernment personnel contended by the Commission. The inventory is based on demonstrable occupancy of positions at the end of each year.Rule IIInterpretation particle 1. These Rules shall be interpreted in the swooning of the Declaration of Policy found in fraction 2 of the CodeIt is the polity of the State to promote a high standard of nurse-systems in world service. exoteric ex officios and employees shall at all generation be creditworthy to the people and shall unclutter their duties with consequence line, integrity, competence and loyalty, act with patriotism and justice, lead depressed lives, and uphold overt interest over personal interest. ethics is gaining prominence in the discourse astir(predicate) governance today. There is a perception that standards in usual life are in decline. This raises questions ab step up the costs of mismanage on the part of those who fix been en self-assuranceed with guarding forgivingity interest and resources. These cos ts are losings in trust and confidence in earthly concern institutions and losses in unusual resources which were meant to support the economic and social increase ofnations and peoples. There is a roleplay ecumenical to restore a measure of trust and integrity in earthly concern institutions and officials, to sentry go re commonplace and promote better governance.It could be argued that the perception of a fall in existence standards is linked to the shifting role of the state, which is downstairsgoing tremendous reform. Globalization, technological advances, spreading democratization and fiscal crises are challenging states to read with strong external forces, be offend in serving its citizenry, devolve power, and disrobe itself of obsolete activities. As a result, the existence service, as an institution, is under pressure to substitute itself to respond to these changes. As public servants are asked to take on new and some propagation conflicting roles, there is a invite for a cost- potent structure and an load-bearing(a) culture to enforce standards and address their behavior. low a democracy much(prenominal) as in the Philippines, the peoples key faith in the integrity of governmental institutions is what holds the system together all the same under the most difficult beats. The accede item in the Philippines is a test of this principle. Whether or not the test is passed with achievement is a matter yet to be seen. However, at this stage, what could be gainfully learned from present experience is the pick outledge that peoples trust seems to lie on the human beings of ethics and right mechanisms and infrastructure. As shown and prove with quite a measure of success by umpteen studies, ethics and accountability are keys not only to hard-hitting government but to a fault to hard-hitting governance. The following discussions diffuse with some of the infrastructures and initiatives in the Philippines. The 1987 Constitution o f the Philippines provides the basis of honorable and responsible behavior in the public sector. dent 1 of expression XI states that Public office is a public trust.Public officers and employees must at all times be accountable to the people, serve them with utmost responsibility, integrity, loyalty, and efficiency, act with patriotism and justice, and lead modest lives. This provision requires every public official and employee to exhibit and live certain value while in government service. In addition, the State has been mandated by the Constitution to offer honesty and integrity in the public service and take irrefutable and good measures against graft and loadion. In 1989, the Philippine legislature passed Republic Act no. 6713, a integrity embodying the Code of Conduct and Ethical Standards for Public Officials and Employees. The Code spells out in fine detail the dos and fagts for government officials and employees in and out of the spurtplace. These dos and donts are encapsulated in the eight norms of conduct to be observed by all government officials and employees. These norms or standards are commission to public interest Professionalism Justness and unassumingness Political neutrality Responsiveness to the public Nationalism and patriotism Commitment to democracy Simple livingThe Code, likewise, introduced some reforms in the administrative systems like giving head ups of agencies the responsibility of ensuring there is a value ripening program for their employees continuing studies on prune systems and procedures with the end in befool of remediate the delivery if public services and, mandating the grant of a resident Ombudsman in every department, office and potency. Incentives and rewards system has in like manner been project in place. Another comprehensive law passed to address and curb the commission of malfeasance in government is Republic Act zero(prenominal) 3019 or the Anti-Graft and Corrupt Practices Act.In fraction 1 of this law, it states that It is the policy of the Philippine giving medication, in line with the principle that a public office is a public trust, to concentrate certain acts of public officer and buck private persons alike which constitute graft and corrupt practices which whitethorn lead thereto. This law specifies eleven (1 1) instances of corrupt practices in addition to acts or omissions already penalized by existing laws.The reasoned infrastructure that prescribes ethical conduct of public servants is reinforced by governmental loading. This political commitment, while difficult to benchmark, has been demonstrated by some policy pronouncements.Quite fundamental are the ten-point action agenda of the present court and the Medium-Term Development Plan (2000 2004) or Angat Pinoy 2004 which embody the framework for the countrys socioeconomic learning. The agenda and the MTDP place the implementation of a sustained packing and preference program on anti-graft and cor rupt practices and laws, and on the Ethical Standards Act of Public Officials and Employees among the Administrations priorities to reduce graft and putridness and exact high standards of ethics in government. Proceeding from this, departments and agencies of the executivebranch wee set up and implemented mixed programs that aim to take place bureaucratic red tape. unity-stop action centers are now being promoted and institutionalized in the agencies. The legal infrastructure and political commitment are supported and complemented by the humans of oversight institutions. The creation of the oversight institutions that deal with issues of ethics, accountability, graft and corruption are mandated by the Constitution. The common feature of these institutions is they have it off a strong degree of fiscal autonomy in the sense that they are not subject to the fiscal controls of the executive. The budget is straightway released to these institutions and the heads are authorized to realign savings from their budget. They also have quasi-judicial powers in that they bath adjudicate and decide cases and enforce their own decisions, including the imposition of sanctions which whitethorn include falling out from office or even release from government service. In the Philippines, the three constitutionally mandated oversight institutions are the cultivated good Commission, the Office of the Ombudsman and the Commission on Audit.The Civil Service Commission is the central personnel means of the government. Under scratch 3, Article IX-B of the Constitution, the CSC is mandated to comprise career service and adopt measures to promote esprit de corps, efficiency, integrity, responsiveness, progressiveness, and courtesy in the polished service. It is also tasked to institutionalize a charge climate conducive to public accountability. CSCs effort involves in enforcing ethics and accountability of line agencies basically involves three come outes. One tone-beg inning is regulatory, the other, corrective, and the last one, organic evolutional. The first approach addresses compliance of-agencies with policies and standards on HRD systems set by the CSC. For instance, CSC prescribes qualification standards foreach and every position in the Philippine government. nary(prenominal)-compliance with the QS by agencies in the processing of appointments of their staff results in the check by the CSC of such appointments.But, apart from the substantive requirements for practically all kinds of personnel actions such as the publication requirement and the publicity and selection board processes. Non-compliance with the procedural requirements constitutes fuse for corrective or even relatiative action.The second approach deals with disciplinary actions against official or employee for infractions committed in singing to the surgical operation of his/her official functions. The Administrative Code of 1987 or Executive Order No. 292 outlines the various acts that are subject to administrative disciplinary proceedings. However, administrative discipline is not a function within the grievous bodily harm jurisdiction of CSC. Agency heads as sound as the Office of the Ombudsman also have the authority to proceed against erring government officials and employees. The third approach is trainingal and result be discussed later in the succeed paragraph. The Office of the Ombudsman acts as a prosecuting officer against those charged with the violation of RA 3019, RA 6713 and the law against ill-gotten wealth, among others.It is mandated to arrangeigate and engage the criminal liability of public officials and employees mired in graft and corruption. The Commission on Audit is the fiscal watchdog of the government. COA is responsible for ensuring legal and proper disbursement of public funds and preventing irregular, unnecessary, or extravagant expenditures or usage of public funds. It also has quasi-judicial powers. exclusiv ely these oversight institutions enforce accountability ethic in government. There have been many initiatives in promoting ethics and accountability in the public sector. As shown in the before discussions, all the above mechanisms focus on exacting as well as developing ethics and accountability knowingness in government officials and employees. The other approach that allowing be given tenseness in the discussion are the various developmental initiatives, which are within the plain of knowledge and competence of the CSC.Rule trineReforms on Public Administrative SystemsSection 1. Every department, office and agency shall, as soon as practicable and in no case later than 90 (90) days from the effectivity of these rules, start conducting value development programs for its officials and employees in collection to build up their commitment to public service and back up promote the primacy of public interest over personal interest in the performance of their duties. Such pro grams and other parallel efforts on value development shall include, among other things, the following subjects(a) Ethical and moral values(b) Rights, duties and responsibilities of public servants(c) Nationalism and patriotism(d) Justice and human rights(e) Democracy in a isolated and just society(f) Philippine history. stopping point and tradition and(g) Socio-economic conditions prevailing in the country, in particular in the depressed areas, and the need for a code of Conduct and Ethical Standards. inveterate refresher courses and seminars and/or workshops to promote a high standard of ethics in public service shall be conducted. Section 2. Professional, scientific, technical instructions and education programs shall enhance to the highest degree, professionalism, excellence, news and skills in the performance and discharge of duties and responsibilities of officials and employees. These programs shall be conducted in all offices of the government and may include subjects th at are enumerated in the preceding section. Section 3. It is the responsibility of every head of department, office and agency to ensure that officials and employees take to heart the value development program and infix in parallel value development efforts. Section 4. Every department, office and agency shall conduct continuing studies and analyses of their work systems and procedures to improve delivery of public services.Towards this end, such studies and analyses shall (1) direct systems and procedures that lead or contribute to minus bureaucratic behavior (2) simplify rules and procedures to countermand red tape and (3) devise or adopt systems and procedures that promote official and employee morale and satisfaction. Each department, office or agency shall develop a service guide or its functional equivalent whichshall be regularly updated and made available to the transacting public. A workflow chart showing procedures or flow of documents shall likewise be stick on in c onspicuous places in the department, office or agency for the information and advocate of all concerned. Upon request, the Department of Budget and forethought shall assists departments, offices and agencies in the evaluation and adoption of work systems and procedures that will institutionalize a commission climate conducive to public accountability.Section 5. Every department, office and agency shall deliberate the public they serve for the purpose of convocation feedback and suggestions on the efficiency, effectiveness and economy of services. They shall establish mechanisms to ensure the conduct of public consultations and hearings. Section 6. Every department, office and agency shall endlessly conduct research and experimentation on measures and adopt innovative programs which will provide motivation to officials and employees in raising the train of observance of public service ethical standards. Section 7. Every department, office and agency shall, appoint or designate a resident Ombudsman, who shall act immediately on all request for public assistant referred to him by the Ombudsman and his Deputies. He shall be held accountable for the disposition of all requests for assistance. Section 8. Government officials shall make themselves available to their staff for consultations and dialogues.In any industry the success of an cheek is extremely dependent on its human resources. Although there are many other factors that play a key role, a caller-up must have effective employees in order to stay fiscally solvent and competitive. In order to declare this valuable commodity, brass sections must be aware(predicate) of employee satisfaction and retention. Many companies make the misinterpretation of assuming that employees are only seeking financial pull ins for their jobs. This assumption overlooks the high immensity many people place on the intrinsic returnss of their careers. It is not only a mistake for employee satisfaction and retention, but it also has negative business consequences. Organizations must have employees who are able to quickly lodge to an ever-changing world market. Companies need to invest in on-going employee development in order to both economize employees and be successful.Employee development programs clearly play a meaning(a) role in employee satisfaction, which helps lead to employee retention. The Gallup playing area shows a clear link between training and job satisfaction. When people receive relevant and valuable training, they are slackly happier in their jobs. When that training is carried to the next level and becomes overall development, employees tend to timber even more valued by their employers. They are not only given the beak to do their jobs well, but they are also given opportunities to develop new skills and mint career goals. Companies that invest in their employees and clearly communicate the importance of employees will nourish employees.Although there are other fact ors that are important to job satisfaction and many reasons that employees may leave companies, development programs fag still make a positive difference. They can make people feel like they are contributing to the organizations success, which gives them intrinsic motivation to go to work everyday and do a good job. Companies that offer employee development programs enjoy the luxury of higher employee satisfaction and get off turnovers than those that do not invest in such endeavors. Although it is an investment, it is worthwhile for the returns. Employee Development programs utility individuals as well as companies.Companies that do not offer on-going learning will not be able to keep with those that do. They may see times of financial gain, but they will lose in the race for intellectual capital. A conjunction can only move as fast as its employees, so the ones that train and develop people will move much more quickly. Many companies view training as a time consuming burden th at takes away from the time for employees to complete their job tasks. This concern may be true for companies that offer training in a vacuum and do not support it. However, those companies that offer employee development that is engrained throughout the organizational culture know that the money they put into training will hardly compare to the benefits they get out of it.Employee development can be viewed in two distinct ways. Either its primordial purpose is to benefit the company and it is a side bonus that individuals get something out of it, or its primary purpose is to benefit individuals and it is a side bonus that the company gains from it. Either way, everyone wins. The ideal approach is to have equal emphasis on benefit to the companyand benefit to the employees because they are finally mutually beneficial to each other.