a. It can not be denied that indeed some local employees’ attitudes are really worse.

e. For instance, for the rank

and file, they can not work if no one is/are supervising them. There is even a department that really most if
not all are not working. Since this department is on field in nature, naturally needs Everyday monitoring.
However, it is not doable. Hence, they have all the time to do what they want. Worse, even officials and
heads of offices are also questionable.

b. The Barangay Local Government Unit or BLGU in terms of accepting and or being receptive on programs,
projects, and activities given by the government. Albeit, not all barangays but more often than not the
BLGUs are not receptive even how much the Municipal Local Government Unit or MLGU helps them,
resulting to slow progress or development, and oftentimes slow influx of projects in the said BLGU
concerned.

c. During my time as the LCE of the municipality, I can not help but to source out human resource as many
applicants of the LGU are not qualified. For instance, accountant, doctor, municipal planning development
coordinator, engineers and the like. And since, it will affect the political career of my husband, who
happens to be from the place, I have to asked him first. Fortunately, he said yes. Hence, up to now, majority
of the heads are sourced out. The impact on us is low, be it politically or in Out sourcing since many
applicants are signifying their intent. The best impact is, the locals are starting to open their eyes for a
better position.

d. With the nature of our work, politics always play, especially during election time. Hence, this is an
opportunity of the constituents to come and haggle their child/children even without experience or even
without qualification. Be that as it may, we try to accommodate but with a condition that they will be
placed on Job Order basis. This happens especially for a family who produced big voters outcome.

2. The poem entitled, “Risk”, is for me the same as the adage that says, “comply before you complain”. During
my time as the LCE of the Municipality of Tineg, Abra entails a huge risk. In the sense that, I have to change
the mind set of the employees that somehow opens also the minds of the people in general. Meaning, I led the
employees in placing them in the right place, that is, from their accustomed Bangued place as their
“municipality”, which is the capital town of the Province of Abra to Tineg, where it is the ought to be, they told
me that, “I am placing them from their comfort zone, to the danger zone”. If I did not do the said risk. Tineg is
not what is today. And I do not know how we fought the PANDEMIC during its height. Hence, “only if you risk
when you are free” is indeed applicable to me and the municipality in general.

3. A to my experienced, I guess the HR should be capacitated and empowered first of all. As such, if that is the
case, he/she can easily dissect what is the problem and can recommend possible solutions that we can start to
ponder. Secondly, if he/she is capacitated and empowered, he/she should be tough in every situations that the
decision/situation would bring as he/she will backed anyway by the manager. Thirdly, he/she should mingle
with the employees with fair treatment to everyone. Lastly, for the HR not to divulge whatever information that
comes to her hand.