L5

LEARNING CONTENT

• ACCOUNTABILITY CHALLENGES FACING PUBLIC SECTOR

COMPETENCIES
• Define public accountability
• Identify the challenges facing accountability towards the public sector
• Recognize one’s responsibilities in taking part in the sound solution of the challenges facing public sector.
Accountability Defined

• The 1987 Philippine Constitution stipulated that “Public Office is a Public Trust” (Sect 1). That,
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.
• Thus, as stated public officers and employees are accountable to the public in the disposal
of public service.
• Accountability is the liability assumed by all those who exercise authority to account for the
manner in which they have fulfilled responsibilities entrusted to them (Royal Commission on
Financial Management and Accountability, 1979).
• On the other hand, Posner (2004) defined accountability as pertaining to management controls
mechanisms implemented to ensure that government services and activities meet the
expectations of constituents.
• According to Mihalicz (2017) in his article “Accountability in Management Explained”
accountability consists of three main components:
1) an obligation;
2) an action; and
3) specified other.
 • There must be an obligation or duty to do something where someone is held to account for not
just results, but also the actions on how to get things done, and the specified other that holds one
to account for doing something.
• With the presence of specified other, accountability presumes the existence of two parties. One
who allocates responsibility and one who accepts it with the undertaking to report upon the
manner in which it has been discharged.
• at times accountability is also linked with unfavorable outcomes. That, when thigs do not go well
the person who refuses to take the blame is often criticized for not being accountable; on the
other hand, the person who takes credit for a good deed is not usually described as accountable.

Accountability Challenges

• To earn public trust is a big challenge ; how to deliver effectively and efficiently public service posts
challenges facing public sector. This is due to the fact that the public sector has often been in a reactive mode
– struggling to adapt to a rapidly evolving international, economic, social, technological, and cultural
environment.
• Over the next decade, it will be even more important for public personnel managers at all levels to improve
their operations so that they can both tackle new problems in new ways and earn the public’s trust.
Key Issues and Challenges (World bank Institute)
1. Entry Points . Where to begin? What problem area should be tackled first? At what level should it be tackled?
Barometer: Surveys. Survey the field to choose topics and locations with significant resonance in society.
2. State-Society Synergy: Who takes the lead? Who first take the initiative? State-Society Synergy: Who takes the
lead? Government actors should therefore look to open themselves up to societal participation as much and
as soon as possible in the process of developing social accountability initiatives.
Barometer: Confrontational Action ( Like what the Provincial Government of Quirino is doing. Making visits to
the different barangays for inspection to answer problems)
3. Finding the Right Mix of Pro-Accountability Mechanisms
Strategy: Involve grassroots organizations directly in the task of oversight.
4. Capacity Building . This is of openness to change and innovation. It means, shaking up the old form of state-
society relation to fulfill functions.
Government officials and employees need to be trained to work with society and societal actors to work with
government. Design of the right tool to make things come into place.

ACTIVITY 5

3. Come up with your own working definition of accountability.

4. Aside from the issues and challenges discussed, is/are there other issue/s of accountability facing public
sector your own agency is trying to address? Expound.
L6
ISSUES AND TRENDS IN PERSONNEL MANAGEMENT
1. Merit Pay System
2. Performance appraisal
3. Professionalization

Merit Pay System (Performance Management and Recognition System) . Equal pay for equal work derived its philosophical
roots from American democratic ideals. It emphasizes objectivity and accuracy in placing workers in appropriate positions
and rewarding them with accurate pay.

Performance Appraisal
• process of identifying, evaluating and developing the work performance of employees to help achieve the goals
and objectives of the organization.
• Appraisals benefit employees by providing them with recognition, feedback, career guidance and development.
• Performance appraisal involves managers and their staff members meeting on a one-on-one basis at regular
intervals (at least annually) to discuss work performance in relation to:
 execution of roles and responsibilities
 the requirements of the organization and individuals' contribution to the achievement of the organization's
objectives.
Effective performance appraisal relies on clear performance standards being established and discussed with employees.
Using these standards, appraisal involves:
• observing the employee's work behavior and results, and comparing them against the agreed standards
• evaluating job performance and the employee's development potential
• providing feedback to the employee
• acting on the results of the appraisal process, for example through promotion, reward and recognition, counselling,
training, or in some cases termination.

The Strategic Performance Management System (SPMS) is a mechanism that links employee performance
with organizational performance to enhance the performance orientation of the compensation system. It ensures
that the employee achieves the objectives set by the organization and the organization, on the other hand,
achieves the objectives that it has set as its strategic plan.
The SPMS Process
The SPMS follows a four-stage cycle, consisting of the following:
1. Performance planning and commitment
During this stage, success indicators are determined. Success indicators are performance level yardsticks
consisting of performance measures and performance targets. These shall serve as bases in the office’s and
individual employee’s preparation of their performance contract and rating form.
2. Performance monitoring and coaching
The performance of the office and every individual shall be regularly monitored at various levels. Monitoring and
evaluation mechanisms ensure that timely and appropriate steps can be taken to keep a program on track, and  
 that its objectives or goals are met in the most effective manner.
Managers and supervisors act as coaches and mentors to provide an enabling environment/intervention to
improve team performance, and to manage and develop individual potentials.
3. Performance review and evaluation
This phase aims to assess both office’s and individual employee’s performance level based on performance
targets and measures as approved in the office and individual performance commitment contracts.
Part of the individual employee’s evaluation is the competency assessment vis-à-vis the competency
requirements of the job. The assessment shall focus on the strengths, competency-related performance
gaps and the opportunities to address these gaps, career paths, and alternatives.
4. Performance rewarding and development planning
The results of the performance evaluation/assessment shall serve as inputs for the agency’s HR Plan, which
includes identification and provision of developmental interventions, and conferment of rewards and
incentives.

Professionalization
• the action or process of giving an occupation, activity, or group professional qualities, typically by increasing
training or raising required qualifications (Webster)
• Republic Act No. 10912 otherwise known as the “Continuing Professional Development (CPD) Act of 2016”, is an act
which requires CPD as the mandatory requirement for the renewal of Professional Identification Card.
• The implementation of R.A. No. 10912 started on March 15, 2017, upon the effectivity of Resolution No. 1032 or the
Implementing Rules and Regulations (IRR) of R.A. No. 10912.
Enhancement Activity 6
1. Of the different issues and trends mentioned and discussed, which needs immediate
attention and consideration in your work area? Why?
2. Is/are there other issue/s of consideration that you would like to be addressed?
Expound