The Public Administrators: A Tracer Study of the University of Mindanao-Master

in Public Administration from School Years 2007-2013

Saidamin P. Bagolong, DPA

Gerlieta S. Ruiz, Ph.D.
The University of Mindanao

Public administration as a field of discipline is more than just an art and

science but an application of both. This study aimed to determine the
profile of the graduates of Master in Public Administration (MPA) from
School Years 2007-2013. The descriptive-quantitative method was utilized
using survey questionnaire and interview, employing weighted mean to 30
identified graduates. Findings showed that in terms of job placement, all
graduates are presently employed where most of them are on a permanent
position that their present job is related to the degree they obtained. Their
motivation in studying Master in Public Administration was their desire to
be promoted, to increase their salary and to enhance their competency and
skills that their competencies acquired were useful in their respective job.
Respondents also mentioned that their promotion and involvement in the
community can be attributed to the program they obtained from the
Graduate School. A number of recommendations were underscored in
response to the perceived problems and concerns of the program.

Keywords: Public Administration, Graduate Tracer Study, Sociology of

Education, descriptive-quantitative method, Davao City, Philippines
 Introduction

Public administration as a field of discipline is more than just an art and science

but an application of both. Public Administration is a degree program that prepares

people for careers in public administration and governance for the public interest. It is

intended for those students who want to devout their life in public service in government

and civil society (CMO 6 s. 2010).

The government being the country’s largest employer needs to have a continuing

supply of personnel who will be committed and dedicated public servants. At the same

time, civil society organizations need staff and volunteers imbued with the same values

who can head and manage their advocacy and service delivery programs to pursue causes

directed for public good (CMO 6 s. 2010).

However, recognizing the reality in today’s  academic world, the role of higher

education institutions can not only be limited to impart knowledge, but also to contribute

to maintain a competitive economy and most important of all, to secure the dream of

graduates to get jobs and become socially recognized and successful in their respective

field of endeavors. On the other hand, one of the major factors for underemployment and

the difficulty in finding jobs is the inability of graduates to meet the necessary skills and

competencies required by the industry (Meñez, 2014).

The country produces between 3,000 to 4,000 degree graduates annually. The key

challenge is not just that these graduates are employed, but that their employment best
utilizes their education. A graduate with a degree in Law, for example, who finds

employment as a clerk, is not fully utilizing his education. The major concern is not,

therefore, about the employability of the graduates but the type of employment they gain

and whether they have productive and well-paying jobs (Tertiary Education Commission,

2012).

Most universities have the policy to strengthen existing links and to create new

bridges with the world of work. It is equally important to find out how adequate is the

training provided by our institution in the overall performance of their career life, the

extent by which the knowledge, communication and other skills have been developed

(Ramirez, et. al., 2014).

Hence, a tracer study is being conducted to appropriately evaluate the outcome of

the master’s graduates by bringing together certain information concerning their

demographics, their level of employment, unemployment and underemployment, the

correspondence between educational qualifications and training, and leadership qualities

and competencies acquired which can be used as a basis for future planning services.

Research Objectives

This study aimed to determine the profile of the graduates of Master in Public

Administration (MPA) from School Years 2007-2013. Specifically, it determines their

job placement in terms of their present employment, employment status, position and
rank, place of work, nature of employment and reasons for staying in the job. Also, this

study will determine their perception on the relationship of their degree earned to their

current employment. This will also determine their motivation in taking the MPA and the

competencies they acquired. This study will also determine the mobility of the graduates

before and after obtaining the degree. Also, will evaluate the usefulness of the program

obtained and their volunteer works, membership affiliation and awards received. Lastly,

to propose an action plan based on the suggestions of the respondents to enhance the

competencies of the graduates.

Conceptual Framework

This study utilized the Input-Process-Output framework of evaluation. The inputs

denote the profile of the Master in Public Administration graduates which includes sex,

and civil status.

The process of determining the inputs were identified based on the employment

data. This includes their current employment status, position or rank, place of work and

type of sector or industry connected.

The output signifies the whole process of the study and why the study is being

conducted. This is attained based on the motivation and competencies acquired by the

graduates, involvement in the community and their affiliation in the organization.

Furthermore, the feedback showed the responses of the respondents on this study. Thus,

these respondents were asked about their comments and suggestions to further improve
 the quality of Professional Schools’ services as an educational institution. These variables

were framed as the conceptual framework (see Figure 1).

Motivation and
competencies
 Employment Status acquired
Graduates Profile  position or rank
 place of work Involvement in the
 Sex
 type of sector or community
 Civil Status
industry connected
Affiliation in the
organization

FEEDBACK

Figure 1. Conceptual Paradigm of the Study.

Methodology

This study utilized descriptive-quantitative method of research. The respondents

of the study were the 30 MPA graduates from SY 2007-2013. The researchers utilized a

modified survey questionnaire to fit the research conducted. The instrument was

reproduced and distributed to the respondents through actual visit, the use of the email

and other networking sites. A complete enumeration was conducted to the 30

respondents. The analysis and interpretation of data were facilitated using weighted

mean.
 Table 1: Socio-Demographic Profile of the MPA Graduates
Relative Frequency
Profile Variable Frequency
in percent (%)
Sex
Male 16 53.33
Female 14 46.67
Age Group
26 to 35 10 33.33
36 to 45 11 36.67
46 to 55 5 16.67
56 to 65 4
Civil Status
Single 9 30
Married 20 66.67
Separated 1 3.33
Year Graduated
2007 7 23.33
2010 6 20
2011 4 13.33
2012 7 23.33
2013 6 20
Total 30 100.00

Table 1 shows that the respondents were dominated by males ranging from age

bracket of 36 to 45 years old with a civil status of married. From 2008 to 2009, no MPA

students have graduated.

Results and Discussion

Based on the responses taken from the data gathering instrument including the

profile of the MPA graduates, the interpretation and descriptive-quantitative analyses are

discussed as a result of the statistical applications made use for the study.
Job Placement

As shown in Table 2, all graduates are presently employed where most of them

are on a permanent position or 86.67% whose position and rank belong on a rank and file

with 15 respondents or 50%. Findings also show that 18 of the respondents or 60% of

them are working in the national and are presently connected in the government with 28

respondents or 93.33%.

Table 2. Job Placement of the Respondents

Relative
Moderator Classification # of Respondents Frequency in
percent (%)
Regular 26 86.67
Employment Status Probationary 2 6.67
Contractual 1 3.33
Self-employed 1 3.33
Total 30 100
Rank and File 15 50
Middle 10 33.33
Position and Rank
Top 4 13.33
Owner/Proprietor 1 3.33
Total 30 100
Local 11 36.67
Place of Work National 18 60
Overseas 1 3.33
Total 30 100
Government 28 93.33
Nature of Employment Corporate 1 3.33
NGO 1 3.33
Total 30 100
Salaries and Benefits 14 46.67
Reasons for staying in the Career Challenge 10 33.33
job Peer Influence 4 13.33
Family Influence 2 6.67
Total 30 100

Results also revealed that most of the reasons why they opted to stay in their job

were because of the salaries and benefits they received with 46.67%. Although,

remuneration matters, respondents agreed that they were challenged with the present
work they were engaged to while few of them mentioned that they were influenced by

their peers and family.

Job Relationship on the Degree Obtained to their Present Work

As presented in Figure 2, most of the respondents agreed that their present job is

related to the degree they obtained with 29 or 96.67%. As opined by Lalican (2007) as

cited by Ramirez, et. al. (2014), she emphasized that the acquisition of knowledge in the

specialization, skills and competencies will also promote productivity, efficiency and

expertise in the graduates' present job.

Figure 2: Job Relationship on the Degree Obtained to their Present Work

30 29

25

20

15

10

5
1
0

Yes No
Motivation in Enrolling MPA

As shown in Figure 3, most of the respondents agreed that their motivation in

studying Master in Public Administration was their desire to be promoted, to increase

their salary and to enhance their competency and skills. Loughlin and Barling (2001)

pointed out that the impact of work experience on work attitudes consists of two main

arguments. The first argument is that an employee's motivation is a reaction to the

organization, i.e. an employee's attitudes are likely to change in response to the

organization.

Figure 3: Motivation of the Students in Enrolling MPA

30 3030 30

25

20

15

10

5 4
2
0

Promotion Competency/Skill Enhancement

Meeting Friends Encouragement from friends and relatives
Increased in Salary
 This implies that any idealistic expectations held by individuals without work

experience will change after their employment. Taking salary as an example, an

individual who joins a government organization may come to realize that salary is low in

that organization. An individual who chooses to remain in the organization may

subsequently engage in a rationalization process to convince himself or herself that high

salary is not a major priority (Houston, 2000).

Competencies Acquired in the Graduate School and Usefulness in the Job

Presented in Figure 4 is the competencies acquired by the students in the Graduate

School and its usefulness in their respective job. Most of the respondents agreed that they

Figure 4: Competencies Acquired by the MPA Students in the

Graduate School and its Usefulness in the Job

30 3030303030

25
20
15
10
5
3
1
0
Leadership Skills
Human Relations Skills
Public Relations Skills
Communication Skills
Multi-Tasking Skills
Problem-Solving and Critical Thinking Skills
Instructional Skills
Technological Skills
have acquired various skills that are very useful in their job, these include; leadership,

human relations, public relations, problem-solving and critical-thinking, communications

and multi-tasking skills but admitted that technological and instructional skills are not

evident in the kind of job they do.

This goes to show that the knowledge, skills and attitudes and the way these are

used are evident and deployed in the work place. This finding indicates a dimension of

higher education relevant to work that gives premium to the centrality of provision of

job‐related knowledge and competencies (Brennan, Kogan, & Teichler, 1996; Little,

2001). Failure to provide the necessary skills leads to what Houston (2005) calls “skills

mismatch”―an underpinning concept of employability that defines one of the most

prevalent labor market explanations of unemployment. As indicated in the study,

graduate respondents find traditional intellectual skills (critical thinking and problem

solving skills) and key skills (communication and information technology skills)

instrumental to the ability to meet the demands and expectations of the work place. This

finding runs parallel with the skills identified by Shah, Pell, and Brooke (2004) as

important and valuable to careers after graduation. The intelligent use of these skills

enables the graduates not only to perform a job but more importantly to deal with

changes and challenging situations at the workplace while experiencing both learning and

harmonious relationship (Hawkins & Winter, 1995).

Mobility of the Graduates

As shown in Figures 5 and 6 are the position and rank of the students before and

after taking the MPA program. It clearly shows that most of the respondents are
promoted from their work. From a rank and file to middle and middle to top and one

respondent became proprietor of his own business. This means that one way or another,

the program has helped them promoted from their job.

Figure 5: Position and Rank before the Program

2 1

27

Rank and File Middle Top

The dramatic changes to the workplace have been suggested to affect the work

values of the new generation of workers. For instance, authors such as Karl and Sutton

(1998) have argued that today's workers value good wages and job security more than the

workers of the 1970s and 1980s, primarily because of changes in external conditions. The

downsizing experience and externalization of the workforce (through contracting-out and

replacing permanent full-time employees with part-time and contract employees) had led

to a shift from "relational contracts", characterized by long-term career development,

extensive training and organization-specific skills, to "transactional contracts" that

emphasize short-term financial relationships and low emotional commitment by

employees (Hendry and Jenkins, 1997; Rousseau and Parks, 1993).

 Figure 6: Position and Rank after the Program

4 1

10 15

Rank and File Middle Top Owner

It was revealed further that after graduation, they have been promoted many times

and that it can be attributed to the degree they obtained from the Graduate School.

According to Cable and Turban (2001), employers must measure their existing position

in the minds of their target market before developing their recruitment strategy and

interventions. This is based on the assumption that an individual's attraction or aversion

to an organization is dependent upon what that person perceives or knows about the

organization. The "war for talent" (King, 2003), or the fierce competition among the

various sectors for talented graduates would suggest that it is important to find out from

the new workforce about their preferences for different sectors and organizations, and

their work motivation. More specifically, this study will examine the university students'

perceptions on working (getting a job) and work motivational attributes, and their

preferences for different types of organizations, from the three levels of governments

(federal, state, and local), to the non-profit and private sectors.

Community Involvement and Volunteer Works of the Graduates

As presented in Figure 7, most of the respondents are involved in the community

and have been working as volunteer in various community outreach programs. While a

majority of the respondents were found to value extrinsic over intrinsic rewards, those

who showed an interest in joining the community or voluntary works were found to

display the public service ethic. The respondents were found to show a strong inclination

in helping the public sector. They tend to view working as being more about serving the

Figure 7: Community Involvement and Volunteer Works of the Graduates

26

Yes No

community, and less about getting an income and prestige. This public service ethic that

prioritizes intrinsic over extrinsic rewards has been commonly reported

among public sector employees (Crewson, 1997a; Gabris and Simo, 1995; Perry and

Wise, 1990; Staats, 1988). It has also been reported among young individuals who are

attracted to the public service, including university students and graduates (Chetkovich,

2003; Lewis and Frank, 2002), and the general population (The Council for Excellence in

Government, 2004). This survey confirmed past research, both nationally and

internationally, on the presence of a public service ethic among individuals with a

predisposition for the communities.

Feedback to Improve the Graduate School Curriculum

Presented in the succeeding diagram are the concepts and constructs derived from

the comments and suggestions of the respondents conducted during the interviews as

stipulated in the survey questionnaire. The diagram below delineated the benefits,

problems and issues including the suggestions to improve the programs of the Graduate

School.

As viewed, the benefits of the program which was obtained from the respondents

were largely focused on the scheduling system of the University although it was

mentioned also that curriculum was good. Probably, the scheduling system of the

University benefited since most of the students were working. And perhaps, the

curriculum was considered to be good by the respondents because they utilized some of

the courses they have taken after graduation.

In addition, problems and concerns are also observed in the program. The lack of

seminars related to public administration has been observed by the respondents. This can

also be attributed to the instructional materials available in the library that need to be
updated. Apart from these, it is also observed that some faculty members in the program

are not academically equipped.

Problems/Issues
Problems/Issues

More
More seminars
seminars related
related to
to
Public
Public Administration
Administration

Updated
Updated instructional
instructional materials
materials
available
available in
in the
the library
library

Some
Some faculty
faculty members
members are
are not
not
academically equipped
academically equipped

Graduate
Graduate
School
School
Curriculum
Curriculum

Suggestions to Improve
Benefits of the Program the Program
Forge partnership and
Schedule is beneficial for linkage
the students
Conduct Educational
Curriculum is good Tour/Field trip

Include subject on local

governance

Exposure on statistics
tools

Figure 8. Diagram showing the feedback on Graduate School Programs.

 As to the suggestions on how to improve the program, respondents suggested that

strong partnership and linkages shall be forged in order to strengthen the exposure of the

students. With this partnership and linkage, it can be a good avenue for the students to

have an educational tour/field trip to be exposed in various local government units to

observe best practices in terms of fiscal and personnel management. Thus, inclusion of

local governance course is a must. Likewise, students should also be exposed in some

statistical tools in order to strengthen their ability in research (see Figure 8).

Conclusion

Based on the stated findings, the following conclusions were deduced:

1. In terms of job placement, all graduates are presently employed where most of them

are on a permanent position.

2. Respondents agreed that their present job is related to the degree they obtained

emphasizing that the acquisition of knowledge in the specialization, skills and

competencies will also promote productivity, efficiency and expertise in the graduates'

present job.
3. Respondents agreed that their motivation in studying Master in Public Administration

was their desire to be promoted, to increase their salary and to enhance their competency

and skills.

4. Competencies acquired by the students in the Graduate School are useful in their

respective job that leadership, human relations, public relations, problem-solving and

critical-thinking, communications and multi-tasking skills are applied.

5. In terms of the mobility of the graduates, respondents are promoted from their work

from a rank and file to middle and middle to top and one respondent became proprietor of

his own business.

6. Respondents are involved in the community and have been working as volunteer in

various community outreach programs.

7. Perceived problems and concerns of the program have emerged primarily on the lack

of seminars related to public administration, instructional materials available in the

library and the lack of academic qualification of some faculty members.

 Recommendations

In view of the findings drawn in this study, the following are recommended:

1. Partnership, collaboration and partnership to other government and non-government

agencies must be sought to meet the basic academic goals and objectives of the program

especially that the Graduate School is now embarking on Outcomes-Based Education.

2. The Graduate School through the Master in Public Administration Program shall

continue to provide a curriculum that meets the diverse needs of the students either those

who are connected in the government or those in the private or non-government agencies.

3. The faculty members shall have to update themselves in the up-to-date instructional

materials to augment their educational deficiency.

5. Future Researchers should conduct further research on tracer studies not only in related

to competencies acquired by the graduates but most likely on the extensive ways in

getting best feedback from the graduates.

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