NLRC Rules of Procedure 2011

De La Salle University-Dasmariñas
“Norms of Conducts and Duties”: A Study on the Awareness and
Compliance of Imus Municipal Public Officials and Employees to
Republic Act 6713 also known as the Code of Conduct and Ethical
Standards (2010-2011)
An Undergraduate Thesis Submitted

To the Faculty of Social Science Department
College of Liberal Arts
De La Salle University- Dasmariñas
In Partial Fulfillment
Of the Requirements for the Degree
Bachelor of Arts in Political Science
Elijah Manlod
Jordan Villota
October 2011
De
Abstract
Name of Institution: De La
La- Salle University Dasmariñas
Address: Bagong Bayan , Dasmariñas, Cavite 4115
Title: “Norms
Norms of Conducts and Duties”: A Study on the Awareness and
Compliance of Imus Municipal Public Officials and Employees to Republic
Act 6713 also known as the Code of Conduct and Ethical Standards
(2010-2011)
Authors/Proponents:
/Proponents: Elijah Manlod/Jordan Villota
Funding Sources: Parents Cost: Php 18,000
Date Started: January 2011 Date Completed: October 2011
Objective of the Study:
A. General
To evaluate the perception of the 2010

2010-2011
2011 public officials and
employees of Imus municipality in relation to Republic Act 6713.
B. Specific
Statement of the Problem
1.) What is Republic Act 6713 in terms of:
a. Sections 4 (Norms of conducts) and 5 (Duties)

b. Its scope and implementation
2.) What are the demographic factors of the respondents that affect their
response to the survey?
3.) To what extent do Imus Public Officials comply with Sections 4 (Norms of
conducts) and 5 (Duties) of Republic Act 6713 as perceived by Imus
Public Employees?
4.) To what extent do Imus Public Employees comply with Sections 4 (Norms
of conducts) and 5 ((Duties)

Duties) of Republic Act 6713 as perceived by the Imus
public officials?
5.) To what extent does the citizen of Imus municipality assess their public
officials and employees in terms of observing Sections 4 (Norms of
conducts) of Republic Act 6713?
6.) Are there anyy significant differences between the assessments of the 3
respondents?
Scope and Delimitations
Primarily, the study will be limited only to the actions of 2010-2011

2010 Imus
public officials and employees in relation to Sections 4 and 5 of Republic Act
6713. Other sections of Republic act 6713 concerning how public officials and
employees must further b

behave
ehave while in office would not be included. Information
and data would primarily be taken from literary sources, studies, and surveys.
The study will only focus on several sections of R.A 6713. The following
sections and its provisions are as follows:
a.) Section 4- Norms of Conducts of Public Officials and Employees
b.) Section 5- Duties of Public Officials and Employees
c.) Section 12- Promulgation of Rules and Regulations Administration and
Enforcement of this Act.
The reason why the researcher focused on these a

articles,
rticles, particularly
sections 4 and 5, is to achieve a quantitative data that would determine the
compliance of Imus public officials and employees towards Republic Act 6713.
The gathered quantitative data would suffice questions 3, 4, and 5 which would
later
ater be interpreted by the researchers. Section 12 on the other hand will help
answer question number 1/b.
The research is also limited to the following persons:
a.) Public officials are only limited to the mayor, vice

vice-mayor,
mayor, and councilors of
Imus municipality.
ty.
b.) Public employees are limited within the following offices: Accounting,
Administrator, Agriculture, Assessor, Budget, Building, COMELEC, DILG,
DSWD, Engineering, HRMO (Personnel’s office), Land tax, License and
permit, Mayor, MENRO (Municipal Environmen

Environmentt and Natural Resources
Office), MPDO (Municipal Planning Development Office), Treasurer, Vice-

Vice
Mayor. These employees will come from those who are in permanent
service for not less than 5 years.
c.) Citizens are limited to the residents of Imus municipali

municipality
ty which are chosen
from those who are conducting businesses with that of the Imus municipal
public officials and employees.
Methodology
The researchers will make use of a normative quantitative descriptive
method in order to satisfy the objectives and criteria of the study. The normative
method will be applied by employing surveys and questionnaires to collect the
needed information regarding standards which are prevailing in the society
(Sanchez 1989). Such information will be quantitative in nature with

wi
corresponding interpretations. Also known as statistical research, this method
describes the data and characteristics about the population or phenomenon
being studied. It uses the Frequency Distribution Table to show the frequency or
number of observations
ons acquired through the research. As defined by Calderon
(1993), it is a purposive process of gathering, analyzing, classifying, and
tabulating data about prevailing conditions, practices, beliefs, processes, trends,
and cause-effect
effect relationships and then making adequate and accurate
interpretation about such data with or without the aid of statistical methods. The
goal is the acquisition of factual, accurate and systematic data that can be used
in frequencies, averages and ot

other
her statistical calculations. As such, this study will
employ the descriptive method in order to acquire the perception of the chosen
respondents among the population of Imus about the prevailing condition
regarding the compliance of public officials and e

employees
mployees to Republic act 6713.
In order to do so, the researchers will make use of statistical treatments and
surveys to acquire accurate data which are going to be used to answer the
objectives of the study.
Findings
Based on the analysis and the interpretations of the data gathered, the
researchers found out the following:
1.) Republic Act 6713 is known as ““The

The Code of Conduct and Ethical
Standards for Public Officials and Employees”.
a.) Sections 4 and 5 of Republic Act 6713 provide the proper norms of
conducts
onducts and duties of public officials and employees while in office.
All of these norms and duties are all necessary to promote high
standard public servants.
b.) It is enforced by the Civil Service Commission, who has full
responsibility over the law, among public officials and employees by
conducting seminars like values development, professional, scientific,
technical and educational programs in order for it to be recognized and
exercised by the public servants in a particular government. In this
sense, it is expected that all public servants are aware of this law.
2.) The respondents possess demographic factors which are different from
each other.
3.) The elected public officials of Imus are all aware of RA6713 and are all
complying with the provisions of the la

laww particularly sections 4 and 5 of
RA6713 as perceived by the respondent public employees.
4.) 77% of the respondent public employees of Imus are aware of RA6713
but 23% of them follow the law unknowingly with or without full knowledge.
5.) 69% of the respondent citizens are aware of RA6713 but 31% of them are
unaware of such. They gave a relatively low grade to the Imus public
officials and employees.
6.) The responses of the 3 sets of respondents are different from one
another. It shows that the ccompliance

ompliance of the public servants of Imus to
RA6713 is not the same to one another based from the perception of the
respondent public officials, employees, and citizens.
Conclusions
researchers
earchers conclude the following:
1.) “The
The Code of Conduct and Ethical Standards for Public Officials and
Employees” is one of the instruments used by the government in order to
promote good governance and public accountability.

a.) Sections 4 and 5 of Republic Ac

Actt 6713 provide how public officials and
employees should perform their duties in line with the norms of
conduct and duties as provided in the said code.
b.) It is enforced by the Civil Service Commission among public servants
in the government with strict ru

rules
les and regulations to promote high
standard public officials and employees.
2.) The demographic factors of the respondents vary from one another when
it comes to their educational background, years of service, gender, and
age gaps.
3.) The Imus public officials shows an average adherence towards the norm
Responsiveness to the public, and slight compliance towards the norm
Political Neutrality based from the perception of the Imus public
employees.
4.) The Imus public employees show a very high compliance on all of the
t
norms and duty provided in RA6713 based from the perception of the
respondent public officials. The highest of the norm is Commitment to
Democracy while the lowest of the norm is Commitment to public interest.
5.) The Imus public employees and officials ga

gathered
thered a very low grade from
the assessment of the respondent citizens. It only indicates that the
respondent citizens are not satisfied with the performance of the Imus
public officials and employees with regard to RA6713.

6.) The answers of the 3 sets of re

respondents
spondents are significantly different from
each other. It only indicate that there is a different perception from the
respondents which means that what the other respondents may perceived
is different from what the others have perceived.
Recommendations
Based on the findings and conclusions, the researchers recommend the
following:
1.) To the future researchers planning to conduct similar studies.

studies They
may conduct another study in the Imus municipality regarding RA6713 but
it would be better to use other pert

pertinent
inent laws which also promote good
conducts and duties in office aside from RA6713 as the basis of their
research. They may also conduct a similar study on different municipality,
city, or province. Another good recommendation for them is to formulate
survey
ey forms in the language Filipino so that it can be easily understood
by the respondents of the research.
2.) To the Imus Municipality. The municipal government should be more
authentic on creating the necessary steps to disseminate the needed
information about
ut the provisions of RA6713 not only to the public servants
in the municipality but also to its citizens. Through this, the public servants
would become more aware in properly exercising their duties while in
office. Also, the citizens would recognize how the public servants should
behave in office giving them opportunities to demand and look for its
performance among the public servants of Imus Municipality thus turning
them into responsible citizens.
3.) To the Civil Service Commission. The Civil Service Commission

Com must
become stricter in enforcing the provisions of the RA6713 among the
public servants in order to avoid further negative strains in giving public
service. Currently, there are public servants in the Imus Municipality who
are not aware of such la

law.
w. Even though they are performing their duties in
office, they are not aware on whether they or they are not complying with
such law. By becoming stringent in enforcing RA6713, these public
servants would have no choice but to observe and exercise its provisions,
pro
thus turning them into high standard public servants. It would also
eliminate the culture of politics among them because the provisions of
RA6713 would promote political neutrality.
4.) To the Imus Public Officials and Employees. They must focus more on
giving them public service which shows strict compliance towards the
proper norms of conduct especially living a modest life as well as
nationalism and patriotism. Although their assessment to each other
appears to be positive, what matters most is the assessment given by the
citizens because it is their interest that should be given priority first before
all other things. If they saw something negative about the current practices
of the Imus public officials and employees then it should be the right time
ti
to change those things to better serve and promote the interest and
welfare of the public and the municipal government. Particularly they must
focus on observing the norms Simple Living, Commitment to
Democracy, and Political Neutrality.
5.) To the Citizens

Citizens. The citizens of Imus must be also aware of the
provisions of RA6713 in order for them to know whether the public officials
and employees of the municipality are performing their duties in
accordance with the said law. By being properly informed about RA6713,
RA6
they would be able to demand or to seek for its observance among the
public servant in Imus municipality. This in turn will turn them into
responsible citizens that show concern on how their government promotes
better governance and accountability. Th

Thus,
us, it would create a harmony
between the government and the ones who are governed.

Acknowledgement
The authors of this research wish to express their utmost gratitude and
appreciation to the following individuals:
To Mr. Jose Aims R. Rocina

Rocina, and Ms. Nelda A. Nacion,
Nacion the
researchers’ thesis defense panel, for their guidance and valuable
suggestions to improve this work;
To the researchers’ thesis adviser Mr. Loreto G. Camiloza,

Camiloza for his
assistance and unending patience to guide the group. The researchers would
want to thank him for everything he had done for the research. Most especially for
the “free will” he have given us on making this research and his unforgettable
words of encouragement, “basa lang ng basa”. Thank you very much sir;
De La Salle University
University-Dasmariñas and Imus Municipality,
Municipality for
providing the researchers needed information and data in order to finish this
research. The researchers owe a lot to th

this institution. Animo!
The researchers’ friends and classmates, Political Science 4-1 block,
for their unending support and encouragement on finishing the research
work; Especially to Mr. Junrey Avilles which have accompanied the researchers
during the first parts of the study. Thank you very much. The researchers wish you
the best in your life.

To the concerned librarians at the different institutions for letting us
research data in their library, thank you very much sir and ma’
a’am. To the
friendly public officials, employees and citizens of Imus
municipality,, thank you very much for your patience and for putting up with us
through the course of us conducting various surveys and request from all of
you, you made our research possible. Thank you very much.
To their parents, for their unending support towards the end of this
research. Their patience, love and understanding which encouraged the
researchers to finish this resear

research.
ch. And also for the financial support they
have given us. We love you!
And most especially, to the heavenly Father for His guidance. Without Him
all of this will never be possible.
Elijah Manlod
Jordan Villota
Table of Contents
Chapter 1: The Problem and its Setting
Introduction 1
Statement of the Problem 7
Assumptions 8
Conceptual Framework 11
Significance of the Study 12
Scope and Delimitations 13
Definition of Terms 15
Chapter 2: Review off Related Literature and Studies
Local Literature 17
Local Studies 25
Foreign Literature 30
Foreign Studies 37
Relevance to the Study 40
Chapter 3: Methodology
Method of Research 42
Subject of the Study 43
Data Gathering Instruments 44
Statistical Treatment 45
Chapter 4: Presentation, Interpretation, and Analysis of Data
Specific Question No. 1 49
Chapter 5: Summary of Findings, Conclusions, and Recommendations
Findings 104
Conclusions 106
Recommendations 108
References/Bibliography 112
Appendices 116
A. Citizens Survey
B. Public Officials Survey

C. Public employees Survey
D. Reliability Result
E. Face Validity Survey
F. Face Validation Result
G. Criterion Validity Survey
H. Criterion Validity Result
I. Statistics Result
J. Republic Act 6713
Footnotes
List of Figures
Figure I Conceptual Framework 10
Figure II Citizens’ Educational Background 54
Figure II.I Citizens’ Gender 56
Figure II.II Citizens’ Age 57
Figure III Public Officials Educational Background 58
Figure III.I Public Officials’ Years of Service 60
Figure III.II Public Officials’ Gender 61
Figure III.III Public Officials’ Age 62

Figure IV Public Employees’ Educational Background 63
Figure IV.I Public Employees’ Years of Service 64
Figure IV.II Public Employees’ Gender 65
Figure IV.III Public Employees’ Age 66
Figure V Awareness of Public Officials on RA6713 68
Figure V.I Strategies

trategies as perceived by the Public Officials 70
Figure V.II The priorities of Public servants in terms of Family 72
Figure V.III The priorities of Public servants in terms of Citizen 73
Figure V.IV The priorities of Public servants in terms of Office 74
Figure V.V Adherence of Imus Public Officials 76
Figure VI Awareness of Public Employees on RA6713 80
Figure VI.I Strategies

trategies as perceived by the Public Employees 81
Figure VI.II The priorities of Public servants in terms of Family 83
Figure VI.III The priorities of Public servants in terms of Citizen 84
Figure VI.IV The priorities of Public servants in terms of Office 85
Figure VI.V Adherence of Imus Public Employees 87
Figure VII Awareness of Citizens on RA6713 91

Figure VII.I Strategies

trategies as perceived by the Citizens 93
Figure VII.II The priorities of Public servants in terms of Family 95
Figure VII.III The priorities of Public servants in terms of Citizen 96
Figure VII.IV The priorities of Public servants in terms of Office 97
Figure VII.V Adherence of Imus Public Employees and Officials 99
Figure VIII Responses

esponses of the Public Officials, Employees, and Citizens 101
CHAPTER I
THE PROBLEM AND ITS SETTING
Introduction
“The government, which was designed for the people, has got into the hands of the
bosses and their employers, the special interests. An invisible empire has been set up
above the forms of democracy.”
-Woodrow Wilson
The history of Philippine politics shows that the essence of good
governance and political accountability has always been a significant issue and
concern which are correlated to many public servants and officials. Article XI,
Section 1 of the Philippine constitution stated that, “Public office is a public trust.
Public officer 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 specific provision signifies
that every public official and employee must at all times be credible and
trustworthy with their designated functions within the government for the purpose
of serving the people and gainin

gainingg public trust. They must also understand that
public office is not a position of prestige, honor or power but rather as a tool for
rendering public service. Nevertheless, the Philippines, despite of its enormous
resources and huge potentials, as of today, still remains grossly undeveloped
1
and immature because of the culture of poor governance which has been adept
since time in memorial. And with past and present issues about matters of good
administration, evidently they show an evolving trend that good governance

go and
public accountability is no longer given importance in Philippine politics. It also
reveals that there is a need for an immediate cure in order to restore the trust
and faith of the people to the sovereign power. As they say, a strong bureaucracy
bureaucr
requires a wide support from its constituents in order for it to be effective.
Poor governance is a factor that hinders and slows down the process of
development which has a lopsided impact to the poorer and weaker sector of the
society. For that reason,

on, in order to counterbalance the growing schema, the
government came up with several policies and instruments that would again
balance the scales. One of the legislation that has been created in order to
achieve this goal is what is now popularly recogni

recognized as the Code of Conduct
and Ethical Standards for Public Officials and Employees also known as
Republic act 6713. This law was authored by Jovito R. Salonga and was
approved in the 8th Congress of the Philippines by the Senate and House of
Representatives
es on February 20, 1989. In accordance to Article 11, Section 1 of
the 1987 constitution, this act seeks to enforce more specific rules and policies in
order to promote a high standard of ethics in public service. Likewise, it also aims
to redirect public officials and employees to work out proper administration and
thus to eliminate the culture of poor governance. Republic Act 6713 is composed
of seventeen (17) Section

Sectionss primarily divided into: Title, Declaration of policy,
2
Definition of terms, Norms of Con

Conduct
duct of Public Officials and Employees, Duties
of Public Officials and Employees, System of Incentives and Awards, Prohibited
Acts and Transactions, Statements and Disclosure, Divestment, Review and
Compliance of Procedure, and Effectivity. These provision

provisions,
s, specifically Sections
4 “Norms
Norms of Conduct of Public Officials and Employees
Employees” and 5 “Duties
Duties of Public
Officials and Employees”, provide the appropriate behaviors and personalities a
public official and employee should possess. And later on this study, the
th
researchers would further elaborate these specific Sections

s as well as the rules
and scope of its implementation.
As earlier stated Sections

s 4 and 5 of Republic Act 6713 supply the
appropriate conduct on how a public official and employee should comply in
carrying out their respective jobs while in office. Primarily, these standards would
serve as the basis of assessing Imus public officials and employees throughout
the study. Section 4 provides the ““Norms

Norms of Conduct of Public Officials
Offici and
Employees”. Itt involves the following norms in the execution of official duties:
Commitment to public interest, Professionalism, Justness and sincerity, Political
neutrality, Responsiveness to the public, Nationalism and patriotism,
Commitment to democracy, and simple living. On the other hand, Section 5
provides the “Duties

Duties of Public Officials and Employees” which includes: Act
promptly on letters and requests, Submit annual performance and reports,
Process documents and paper expeditiously, Act immediately on the public’s

publ
personal transactions, and Make documents accessible to public.
3
While it is prearranged that public officials and employees are required to
comply with certain standards and values in the performance of their duties,
citizens on the one hand also car

carry
ry an imperative obligation within the
community. As citizens, it is a part of their responsibility to verify the actions of
public officials and employees to determine if they could still commend their
assurance upon these people. Being an active citizen is a way to establish more
transparent governance. Thus, citizens may partake to share their
comprehension and view as addressed to the government on matters how to
settle issues concerning both parties. These responsibilities must be undertaken
in order to
o promote a good living standard not only for an individual but also for
the whole society. It is not imposed by law but it is imposed by the moral and
social values of a society.
4
The prosperous municipality of Imus, recognized as the Flag and the first
Christmas capital of the Philippines, is considered as a town that has
innumerable history, struggles, elegance and remarkable achievements. Imus
was originally a part of the municipality of Cavite el Viejo known as Kawit. The
area of Imus was later conve

converted
rted into an independent municipality by Father
Pedro de San Buenaventura who petitioned to the government in 1774, which
was granted in 1779. Soon after, by the virtue of Presidential Decree No. 1163 of
President Ferdinand E. Marcos, Imus became the capit

capital
al of Cavite. Although
Imus is the officially-designated

designated capital of Cavite, the provincial government
remains and functions from Trece Martires City.. Geographically, Imus

Im is situated
at the southwest region of Metro Manila that spawns a rambling flat land of 9,701
hectares with a population of 253, 158 people according to the 2007 census.
Being regarded as a first class municipality and as the officially designated
capital
al of Cavite, the municipality of Imus as of today is considered as one of the
developed and still developing town in the province of Cavite. In terms of its
economic capabilities, Imus is known by its numerous banking institutions, hence
it was considered as the banking center of Cavite. It also had various
commercial, industrial, business, and manufacturing establishments. Moreover,
for the last 10 years, Imus was able to show a continuous economic development
with a steady rise in its income, making it e arn an income classification of 1st
earn
class in 1986. The Imus Municipal Hall which is composed of about 596
employees also has achieved relatively average development. From the fire
5
incident that destroyed the old municipal hall last December 1999, a five storey
building was built in replace as the expansion of the old municipal hall giving
employees, officials and the citizen of Imus more convenience. And just like
Dasmarinas which now is considered as a developing city, Imus also have
pursued for its own cityhood which however did not become successful in the
10th national congress of the Philippines.
Nevertheless, despite of its rich and fruitful historical foundation, Imus was
also not secluded from several administrative and political issues. When it comes
to the different politicians who have acquired public position in Imus municipality,
irregularities are always to be correlated on the way of their administration.
Corruption, dishonesty, fraud and apparently the culture of poor administration
was always
ways present in the supervision and management of different Imus public
officials. For one, during the incumbency of mayor Manny Maliksi, the renovation
of Imus Plaza on 2009 became an issue among the citizen Imus. The fund that
was used to renovate the to

town
wn plaza was credited from a bank amounting to
P21.7 million. By this, the revamped Plaza was expected to be more attractive
because of the massive funds used to it. However, the P21.7 million worth of
value doesn’t suffice the new plaza. In fact, the olde

olderr plaza was way better. Also
recently, last 2007, the so called “ghost employees” became an immense matter
concerning the payrolls of some public employees which are not even working in
the municipal hall. Nevertheless it has involved the name of the incumbent
incum vice-
mayor Mandy Ilano during that time. Though there are discussions and issues
6
which point out that Imus Municipal public official and employees carry out the
culture of poor governance, a study should still be conducted in order to acquire
the necessary
ssary information that would somehow be a proof to the allegation of the
practice of poor governance among public officials and employees of Imus.
Clearly, all of these must be determined in terms of how Imus public officials and
employees comply with the necessary standards on how they carry out their
duties while in office.
Statement of the problem
Primarily, this research seeks to evaluate the Public Officials and
Employees of Imus Municipal government regarding their familiarity of Republic
act 6713 and

d compliance on Section 4 (Norms of conducts) and 5 (Duties) of the
said law. It also seeks to discover the different kind of factors that affects the
compliance of Imus Public Officials and Employees regarding Section 4 and 5 of
Republic Act 6713. Specifi

Specifically
cally the research seeks to answer the following
questions:
7.) What is Republic Act 6713 in terms of:
c. Sectionss 4 (Norms of conducts) and 5 (Duties)
d. Its scope and implementation
8.) What are the demographic factors of the respondents that affect their
response to the survey?
7
9.) To what extent do Imus Public Officials comply with Sections

Section 4 (Norms of
conducts) and 5 (Duties) of Republic Act 6713 as perceived by Imus
Public Employees?
10.) To what extent do Imus Public Employees comply with Sections 4
(Norms of conducts) and 5 (Duties) of Republic Act 6713 as perceived by
the Imus public officials?
11.) To what extent does the citizen of Imus municipality assess their
public officials and employees in terms of observing Sections

Section 4 (Norms of
conducts) of Republic Act 6713?
12.) Are there

e any significant differences between the assessments of
the 3 respondents?
Assumptions
In order to test the predicting skills of the researchers, the following
assumptions have been formulated with regard to the problems previously
stated. The researchers believed that the following assumptions will answer
these problems even before conducting the study.
1.) Republic Act 6713:
a.) Sectionss 4 and 5 of Republic Act 6713 set the standards on how public
officials and employees should behave and act while in their respective
jobs. Particularly it provides the norms of conducts and duties of public
8
b.) Enforced among public officials and employees with strict rules and
regulation in order to secure their compliance with the said law. Thus,
T
to promote high standard public officials and employees.
2.) The respondents possess dissimilar demographic features which
somehow affected their response to the survey.
3.) Imus public officials are fully aware of observing Republic Act 6713
specifically Section
tion 4 and 5 as perceived by Imus public employees.
4.) Imus public employees are fully aware of observing Republic Act 6713
specifically Section 4 and 5 as perceived by Imus public officials.
5.) Public officials and employees of Imus municipal

unicipal hall gathered negative
nega
assessment from the citizens of Imus Municipality in terms of observing
Sectionss 4 and 5 of Republic Act 6713.
6.) Imus public officials and employees’ responses premeditated quite
differently from what the citizens have specified from the survey. By
interpretation,
rpretation, these results show that the citizens may have been losing
confidence on how public officials and employees handle their functions
properly in the municipality of Imus.
9
Republic Act 6713
“Code of Conduct and Ethical standards for Public

Officials and Employees”
Norms of Conduct and

Duties (Sections 4 and 5)
Imus Municipality
Public Officials Public Employees

Citizens
Public Accountability Public Accountability

and Good Social and Good
Governance Responsibility Governance
Figure I shows the environment where public officials and employees of the
municipality of Imus observe Sections 4 and 5 of Republic act 6713. In turn
the compliance of Imus public officials and employees are assessed by the
citizens as part of their responsibilit
responsibility.
10
Conceptual
onceptual Framework
Figure 1 represents the relationship of the political institution of Imus
municipality and several political actors concerning Republic Act 6713.
Republic Act 6713 serves as the framework for public officials and employees for
promoting high moral standards in public service. The first institution that is expected to
observe and is located under the said law is the Imus Municipality. By this, as part of its
duty, Imus Municipality must employ steps in order to properly inform iits
ts employees and
officials about the provisions of Republic Act 6713. Here, Public Officials and Employees
are further projected to be aware and observe the proper norms of conduct and duties
while in office as declared in Section 4 and 5 of Republic act 6713. By following it, they
would promote public accountability and good governance. In turn, as part of its
responsibility, the citizens would measure the actions taken by their public officials and
employees to determine whether they are properly observin

observing
g their duties and functions
in the government. Through this they would promote social responsibility.
The Imus Public Officials, Employees, and Citizens are the chosen respondents
of the study. In the process, the researchers will try to find out if the Municipal Officials
and Employees of Imus comply with the proper norms of conduct and duties in the
performance
ormance of their jobs within their respective offices. To attain this end, the Public
Officials and Employees will be assessed using a survey thus, the public officials will
assess the public employees, the public employee will assess the public officials, and
finally both the public officials and public employees will be assessed by the citizens for
the purpose of having a neutral ground.
11
Significance of the study
One of the most effective policies that have been created by the government
in order to fightt the culture of poor governance is Republic Act 6713. However,
even though numerous government policies and instruments have already been
implemented in Philippine administration, issues of poor administration are still
widespread. Pitiful governance is tthe

he outcome and the symptom of an
incompetent political system. Yet, optimistically thinking, there are still public
officials and employees which show respect to their work as public servants. With
these circumstances given, this research would try to know if the public officials
and employees of Imus are still accountable and credible to the citizens of the
town. Throughout the study, it would have a significant importance to the
following people:
1.) Citizens of Imus

Imus- As the inhabitants of its municipality, it is their privilege
to know whether their public officials and employees are doing their jobs
properly. Through this research, the citizens of Imus would be able to
determine if their public officials and employees are still accountable to be
trusted with
h their functions in the government.
2.) Government- Through this research, the government would be able to
determine the different factors that contributes to the rise of anomalies in
the implementation of R.A 6713 and thus to find a proper political solutions
solution
or alternatives related to the problem.
12
3.) Professors- As individuals who stand as the second parents of the
students, they must understand the importance of accountability. They
must guide the students properly and must at all time remain answerable
and credible
edible in their job with utmost responsibility in order for their
students to respect and admire them.
4.) Public officials and employees

employees- As the persons who have been trusted
and given with the responsibility to take charge of their respective position
in the government, they must understand that it must be accompanied
with paramount responsibility and accountability in order to promote high
standards of governance.
5.) Researchers- As the principal authors of this study, the researchers
would be able to gather an

and
d harness greater knowledge in the prospects
of good governance and accountability which they may use as future
references as they go on with their lives.
6.) Students- As the future bearer of the responsibility of the country,
students must also understand th

thee essence of good governance and
accountability. They must be equipped with the proper knowledge and
ideas that would shape a better environment for the next generation.
Scope and Delimitations
Primarily, the study will be limited only to the actions of 2010-2011

2010 Imus
public officials and employees in relation to Sections

s 4 and 5 of Republic Act
13
6713. Other Sectionss of Republic act 6713 concerning how public officials and
employees must further behave while in office would not be included. Information
and data would primarily be taken from literary sources, studies, and surveys.
The study will only focus on several Sections

s of R.A 6713. The following
Sectionss and its provisions are as follows:
d.) Section 4- Norms of Conducts of Public Officials and Employees

Employee
e.) Section 5- Duties of Public Officials and Employees
f.) Section 12- Promulgation of Rules and Regulations Administration and
Enforcement of this Act.
The reason why the researcher focused on these articles, particularly
Sectionss 4 and 5, is to achieve a quan

quantitative
titative data that would determine the
compliance of Imus public officials and employees towards Republic Act 6713.
The gathered quantitative data would suffice questions 3, 4, and 5 which would
later be interpreted by the researchers. Section 12 on the other

her hand will help
answer question number 1/b.
The research is also limited to the following persons:
d.) Public officials are only limited to the mayor, vice

vice-mayor,
mayor, and councilors of
Imus municipality.
e.) Public employees are limited within the following offices:

office Accounting,
Administrator, Agriculture, Assessor, Budget, Building, COMELEC, DILG,
14
DSWD, Engineering, HRMO (Personnel’s office), Land tax, License and
permit, Mayor, MENRO (Municipal Environment and Natural Resources
Office), MPDO (Municipal Planning De

Development
velopment Office), Treasurer, Vice-
Vice
Mayor. These employees will come from those who are in permanent
service for not less than 5 years.
f.) Citizens are limited to the residents of Imus municipality which are chosen
from those who are conducting businesses with that of the Imus municipal
public officials and employees.
Definition of Terms
In order to guide the readers concerning numerous terms which are used
extensively in the study, the researchers gave short brief definitions that would
help them to better understand the ideas presented in the research. Note that
these definitions are correlated on how they are used within the study. These
The are
the following:
• Citizens/Public – The people as a whole who must be active within their
community.
• Duties- The responsibilities and obligations that are interconnected to the
jobs Public Officials and Employees as declared in Section 5 of Republic
Act 6713.
• Ethical standards – An unbiased public service requiring loyalty in
refraining to act against the law and keep potential bribe at bay.
15
• Good Governance - Form of governance which tolerates good
administrative activities in exchange of gaining public trust and rendering
public service.
• Imus Municipal Hall – The place and the subject of the study.
• Norms of conducts
conducts- The appropriate behavior and manners that Public
Officials and Employees must show in the conduct of their duties as
declared in Section 4 of Republic Act 6713.
• Public Accountability – Carrying a particular job with utmost loyalty and
honesty to serve the public without anything to ask in return.
• Poor governance/administration - Form of governance which tolerates
poor administrative activiti

activities
es in exchange of power, prestige, and
popularity.
• Public Office – Any governmental position which is used for public
service.
• Public officials and employees – Refers to any person or individual that
has been given due responsibility to properly perform his

hi task on the
government in provide public service.
• Republic Act 6713 – also known as the Code of Conduct and Ethical
Standards for Public Officials and Employees which was primarily created
to battle poor administration and to promote high standards of morality

mo in
public service.
16
Chapter II
Review of Related Literature and Studies
The following literature and studies obtained will show that enough facts
are presented in order to make the research broader but at the same time still
limited in its scope about Republic Act 6713. The following related studies and
literatures will also provide the necessary information and data that would firmly
support several ideas withi

within the research.
Local Literature
In the book of Jovito R. Salonga (1994) entitled ““ETHICS

ETHICS IN POLITICS:
THREE LECTURES”,
”, he discussed the relationship between ethics and politics.
Ethics, according to him, is the discipline which tells us what is good and what is
bad. In the practice of law, it is the one that compels an individual to observe the
accepted standards of professional conduct such as respecting the court and the
opposing counsel. Politics on the other hand is defined as the art of science of
government.
vernment. Its main essence is the exercise of power over other person. The
problem then is how to separate persons who have political integrity from those
does not have it. What most of them must do once they are in power is to
properly observe the Ethical standards provided for public officials as well as
employees.
17
In relation to this study, Republic act 6713 provides the ethics on how
public officials and employees must behave while in office. The fourth Section of
the said law provides the appropriate n

norm
orm of conducts that public officials and
employees must observe in the performance of their functions in the government.
By following the proper ethics as provided in RA6713, public servants would be
able to promote the welfare of the public rather than ttheir

heir own self motivated
interest and thus to achieve a high moral standard in office.
In application this research would try to assess the awareness and
compliance of Imus Municipal Public Officials and Employees in relation to
Sectionss 4 and 5 of the RA6

RA6713.
713. By this, the results of this study may determine
whether or not Imus Municipal government, officials and employees apply ethical
standards in the performance of their duties.
Several analysts also have created studies and examinations vis-à-vis

vis to
the issue of good governance. As analyzed in the paper of Jose N. Endriga
(1997) entitled “Stability

Stability and Change: The civil service in the Philippines”,
historically speaking, the problems that has been confronting the administration
of the Philippines regarding matters of good governance is now not new for the
people, rather it has long been a practice among public officials and employees
which rooted from the background of the emergence of Public Administration in
the Philippines. In his work, Endriga analyzed different periods of Philippine
history where he showed that poor administration was already in practice.
18
Specifically, this period started with the dawn of the Spanish colonization in the
Philippines. With these, evidently Philippines have been founded upon a system
where it is inevitable among public officials to resort to corrupt activities. It served
as a training ground for corrupt practices. And for many centuries it evolved and
developed that until today it is still in existence.
As associated to this study, Republic Act 6713 is one of the many
measures which have been passed in order to battle the culture of poor
governance. As stipulated in Article XI

XI, Section 1 of the 1987 Constitution, those
public officials and individuals in the employ

y of government is to conduct
themselves in accordance with certain normative prescriptions and ethical
standards. In line with this, Republic Act 6713 or An Act Establishing a Code of
Conduct and Ethical Standards of Public Officials and Employees serves

serve as a
guide for their personal conduct in the discharge and execution of official duties.
The norms and standards are specifically stated in Section 4 of the RA6713
which includes: Commitment to the public interest; Professionalism; Justness
and sincerity; Political neutrality; Responsiveness to the public; Nationalism and
Patriotism; Commitment to democracy; and Simple Living. Furthermore, the said
law also has stipulated the duties that public official and employee should carry
out in the performance of ttheir

heir function in the government. Particularly these are
stated in Section 5 of the RA6713: Act promptly on letters and requests; Submit
annual performance and reports

reports; Process documents and paper expeditiously;
expeditiously
19
Act immediately on the public’s personal tran

transactions;
sactions; Make documents
accessible to public
In relevance the norms and duties provided in Sections

s 4 and 5 of RA6713
is the one that would serve as the basis on assessing the Imus public officials
and employees. Each of the norms would be further supported

support by several
literatures which have discussed such matters involving the norms provided in
Section 4 of RA6713.
In addition to Republic Act 6713, the ““Rules

Rules Implementing the Code of
Conduct and Ethical Standards for Public Officials and Employees”

Employees is also
created for the pursuant of its provisions. It provided the necessary rules in order
to carry out the provisions of the said Code. As stated in Section 12 of RA6713,
the Civil Service Commission shall have the sole responsibility for the
management and supervision of the provisions of this law. In effect, the Civil
Service Commission is authorized to promulgate the rules and regulations to
carry out the provisions of RA6713. Under Rule 1 of the code implementing
RA6713, “the code shall cover all officia

officials
ls and employees in the government,
elective and appointive, permanent or temporary, whether in the career or non-

non
career service, including military and police personnel, whether or not they
receive compensation, regardless of amount”. Furthermore, under Rule 3 of the
implementing code, it also stipulated that every department, agency and office
shall conduct value development programs among its officials and employees to
20
build up and promote the norms of conduct in the performance of its duties.
Moreover, under Rule 3, Section 3 of the rules implementing RA6713, it also
include professional, scientific, technical, and educational programs which are
employed in order to promote professionalism, excellence, intelligence, and skills
in the performance of duti

duties of public officials and employees.
As correlation to this study, as stated in Rule 1 of the code implementing
RA6713, the scope of the study will be limited only to the public officials and
employees of Imus municipality. In addition, the research will also determine
whether or not the Imus municipal government is providing the necessary
measures such as conducting values development, professional, scientific,
technical and educational programs as stated in Rule 3 and Section 3 of the
implementing rules in order for the code to be recognized and be observed in the
performance of the duties of its public officials and employees.
As utilize,, the public officials and employees will be assessed on how well
they know and observe the provisions provided in RA6713 about the proper
norms of conduct and duties as provided in Sections

s 4 and 5 of the said code.
These public officials and employees wi

willll also be carefully chosen among their
position and departments in order to gain accurate and credible results. And for
the purpose of having a neutral ground in the assessment, the citizens will also
be included in the process of assessing the chosen pub

public
lic servants.
21
Clearly, all of these governmental instruments are created for the purpose
of promoting public accountability among government officials and employees.
Tendero (2000) in his book entitled ““Theory

Theory and Practice of Public Administration
in the Philippines”,, define accountability as a concept which entails accountability
and obligation to answer or explains acts and performances to some person
higher to or occupying an upper position in the hierarchy of an organization.
Furthermore, Tantuico (19

(1994) in his book entitled “Performance
Performance and
Accountability” stated that Public Accountability is the groundwork of integrity. It
cuts to the spirit of the government. It unmasks the gover

government
nment of the day of
whatever facade
ade it wears.
By linking to this to the study, as defined in Section 4 of RA 6713, there
are certain norms which serves as the standards of personal conduct in the
discharge and execution of one’s official duties. The performance of one’s duty
with utmost responsibility as correlated with the p

proper
roper norms in its execution
would likely come to the result of promoting public accountability.
As is it going to be employed
employed,, the researchers would determine if the Imus
municipal public officials and employees are complying with Sections

Section 4 and 5 of
the RA6713 in order to promote effective and accountable public service to the
people. This in turn will be conducted by designing a specific method to acquire
the information needed on the study.
22
In the book of Maria Olivia Z. Domingo (2005) entitled ““Good

Good Governance
and Civil Society: the role of Philippine civil society boards

boards”,
”, she identified several
meaning of governance and indicators of good governance. Some of these
factors which are correlated to the term of governance are: 1.) transparency and
accountability;
ntability; 2.) values and value systems; 3.) performance. According to the
book, the most frequent meaning connected with governance is transparency
and accountability. Civil society organization should be transparent and
accountable in the references incl

including
uding to what, how, for what, and to whom in
the category. Transparency on the other hand implies simply the principle of
being transparent to the citizens while in service. Accountability combined with
transparency may help expose dishonesty, incompetency

incompetency,, irrelevancy, and
careless civil society, program, leaders and staff. The next key word correlated
with the term governance aside from accountability and transparency is values.
This category includes ethical performance; efficiency and effective performance;

performa
flexibility; less bureaucratic; and having the spirit of voluntarism, which
encourages to perform difficult roles. Finally, the word governance can also be
incorporated with word performance and the use of standards. In its scope, it
includes the Code of Ethics which individuals must observe in the execution of
their work while at office. Here, the results of their compliance will be measured
in terms of their standards, performance and awareness of the Code of
Corporate Governance.
23
Similarly in thi
this
s research, the categories of performance, values,
accountability and transparency, as correlated to the term governance, can also
be seen in the provisions of RA6713 specifically Section 4 of the code known as
the norms of conduct of public officials and employees. In Section 4 of RA6713,
the norms Justness and sincerity and Responsiveness to the public can be
associated to the term accountability and transparency, values, and
performance.
As applied, both the norms Justness and sincerity and Responsiveness

Responsivene to
the public will be included in the assessment of Imus public servants. If these
provisions would be observed properly in the execution of duties, proper
governance and administration would be achieved, hence the culture of
governance may also be redu

reduced.
ced. In turn this would reflect the performance of
Imus public officials and employees in service.
Another norm that will be measured in the study is simple living. In the
book entitled “Investigating

Investigating Corruption a Do
Do-it-Yourself Guide”” by Sheila S.
Coromel et al. (2002), she stated some techniques that can be used to
investigate the corrupt practices of public officials. One of the techniques is
“checking lifestyles”. According to her, citizens usually take for granted that
bureaucrats and officials live in a grand manner that cannot be explained by their
small salaries. The extravagant display of luxuries is one of the most obvious
indicators of corruption and is one among the easiest documents. She also
24
stated that the said act is also a violation of the llaw

aw if an official is unable to prove
where he got such extravagant lifestyle (RA3019).
Likewise,, this research is also related on checking whether or not public
officials and employees possess extravagant lifestyle. As provided in Section 4 of
RA6713, it includes the norm of Simple living which states that public officials
and employees, including their families, shall lead modest lives appropriate to
their positions and income. They shall not spoil excessive or flamboyant display
of wealth in any form.
Ass such, this study would also determine the lifestyle of a public servant
by including the norm of simple living in the assessment. By this, the gathered
results on the category of simple living may determine the lifestyles of Imus
public officials and emp

employees
loyees and thus to formulate a reasonable interpretation
from it.
Local Studies
According to the study conducted by Eloisan Reyes Lukban (2000) at the
Camarines Norte State College (CNSC) Graduate Research Journal, she have
determined the awareness of CNSC personnel on the selected provision of the
RA6713 as related to their performan

performance
ce rating for the last 3 academic years. The
research used descriptive

descriptive-inferential-correlation
correlation method by which the tool used to
collect data was questionnaire and documentary analysis. To analyze the data
gathered the study made use of frequency, percentag

percentage,
e, and ranking to verify the
25
profile of the respondents. Spearman Rho was also used to test the significant
relationship between performance and level of awareness of the respondents. To
determine the significant agreement in the level of awareness of the
respondents, Kendall’s Coefficient of Concordance W was used. Lukban focuses
in the demographic profile of the respondents by their age, gender, civil status,
and educational attainment to limit their study and also to have a narrow scope of
data source. She

he also stated the problem that encountered by the respondents in
the observance of the code, these are: 1.) absent of seminars in relation to
RA6713; 2.) no information dissemination conducted by the office; and 3.) not
applicable to the nature of work
By relation,, the research conducted by Lukban (2000) at CNSC is quite
related with the objectives of what this study is searching for. The measurement
of the awareness of the individuals about certain provisions of the RA6713 will
also be performed in this sstudy

tudy but within the context of Imus public officials and
employees. Likewise, the researchers will also determine whether there are
significant differences between the responses collected from the respondents of
the study. It will only focus on Sections 4 and 5 of the code namely the norms of
conduct and duties of public officials and employees. Furthermore, this study will
also establish the demographic factors of the respondents which will be
interpreted by the researchers to determine how it affects the respondents’
reaction to the survey.
26
As it is applied in this study

study,, some of the methods used in the work of
Lukban will also be applied. This study will make use of the descriptive method
by using survey forms to gather the necessary data needed for the research. It
would also include interviews with some of the respondents to gain accuracy with
the result. In this way the researchers would be able to compare the results
gathered from the survey and the interview. Also, to analyze the data gathered,
the study
tudy will also make use frequency tables, percentage, and ranking.
In the thesis created by Balicas, Alexis Victor G. et al. (2008) entitled “AN
ANALYSIS ON THE PERCEPTION OF THE 2007

2007-2008
2008 PUBLIC OFFICIALS
AND EMPLOYEES OF MUNTINLUPA CITY IN RELATION TO REPUBLIC

R ACT
6713 OTHERWISE KNOWN AS THE CODE OF CONDUCT AND ETHICAL
STANDARDS FOR PUBLIC OFFICIALS AND EMPLOYEES”, the researchers
evaluated the perception of 2007

2007-2008
2008 public officials and employees of
Muntinlupa City in relation of Republic Act 6713 focu

focusing on Section 2, 3, 4, 5, 6
and 12. The researchers limited their scope to the public officials, public
employees, and citizens of Muntinlupa city. As such, the public officials are
limited only to the Mayor, and Councilors of Muntinlupa City. Public employees
emp
on the other hand are limited within the scope of the city hall of Muntinlupa City,
and citizens are limited to the residents of the City. Here, the researchers used
descriptive method to satisfy the criteria needed in the study. The said study
focuses
ses in 3 main problems namely: 1.) To what extent do public officials of
Muntinlupa City observe R.A. 6713 as perceived by employees; 2.) To what
27
extent do public employees of the city government observe R.A. 6713 as
perceived by officials; 3.) What is th

thee perception of the citizens on how public
officials and employees of Muntinlupa City observe R.A. 6713.
In association to this study, the thesis created by Balicas et al. (2008)
provides the same idea on how this research will be carried out. This study will
include three respondents namely the public officials, employees, and the
citizens in the context of Imus municipal

municipality.
ity. Also, this study will only be limited on
Sectionss 4 and 5 of the code in order to have a narrower scope.
For application,, the process that Balicas et al. have used in their thesis will
also be employed in this research study. The method of assessing the public
officials and employees will be based on the perceptions of the respondents. In
the process, the researchers will try to find out if the Municipal Officials and
Employees of Imus comply with the proper norms of conduct and duties in the
performance
nce of their jobs within their respective offices. To attain this end, the
Public Officials and Employees will be assessed using descriptive method in form
of questionnaires. Thus, the public officials will assess the public employees, the
public employee will assess the public officials, and finally the public officials and
public employees will be assessed by the citizens for the purpose of having a
neutral ground.
In the study made by Alba, Paul Alexis et al. (2010) entitled “MECHANISM
AND PRACTICE OF AC
ACCOUNTABILITY
COUNTABILITY IN THE CITY OF TAGAYTAY, TRECE
28
MARTIREZ AND MUNICIPALITY OF INDANG”; the researchers stated some
accountability mechanism used by the city of Tagaytay, Trece Martirez and
Municipal of Indang. Such measures are: 1) Statement of assets, liabilities

liabilit and
net worth; 2) Grievance committee and other committee; 3) Penalties for officials
and employees; 4) Service values; 5) Service Strategies/plans and projects. The
City Government of Tagaytay, Trece Martirez and the Municipal Government of
Indang created
ated a committee that will resolve complaints within their cities and
also adopted the Civil Service Commission Memorandum Circular No. 03, s.
1994 “Mamamayan
Mamamayan Muna, Hindi Mamaya Na”
Na”. In service value, the City of
Tagaytay established Service Development an

andd Human Resource Development;
Comprehensive Information Campaign System; and Promotion of teamwork and
sharing of responsibility among LGU personnel. In the municipality of Indang, the
government employees must be sufficient and efficient in terms of serving

servi the
people. Lastly in Trece Martirez City, they try their best to achieve all the norm of
conduct stated in the Ethical Code of Conduct of Public Official and Employees
and the ethical standards.
The study made by Alba (2010) provides the information o

onn how the city of
Tagaytay, Trece Martirez and the municipality of Indang promotes and uphold
the concept of accountability within their respective territory. In relation, this study
would also determine, somehow, the measures provided by the Imus municipality
municipa
in order to promote accountability.
29
As applied, this research would only be focusing on the measures
provided in Sectionss 4 and 5 of RA6713 in order to secure accountability. These
norms and duties will be measured to determine if accountability and high
standards in office is being promoted in Imus municipality.
Foreign Literature
According to the book of Dan Lattimore et al. (2007) entitled “Public

“
Relations: the Profession and the Practice second edition

edition”,
”, ethics is an important
concern in public relations for four reasons: First, public relations has a
reputation for unethical behavior. Second, public relations are often the source of
ethical standards for an organization. Third, public practitioners have created
suitable code of ethics for themse

themselves;
lves; and fourth, public practitioners should act
on behalf of their organizations as the ethical ombudsman for the public they
serve. If public relations seek to achieve proficient service which represents the
interest of the public and that of the organi

organization,
zation, its servants must possess
higher standards.
In relation Republic Act 6713 is the application of the appropriate norm
and conduct in the execution of public service. By considering its provisions,
especially Section 4 and 5, a proficient and effecti

effective
ve public service will be
achieved that represents the interest of the public as well as the government.
RA6713 is created in order to address the issue of unethical practices as linked
30
to public relations. It serves as a policy which aims to promote high moral
standards among its public officials and employees.
In application, the study will measure if the Imus public servants comply
with Sectionss 4 and 5 of RA6713. If these provisions would be properly observed
by the Imus municipal public servants, then it may be possible to say that Imus
municipal government promotes high ethical standards in public service.
In order for a public servant to become a person who shows high ethical
standards in office, one must first undergo proper training. In the book of Hays
and Kearney (1995) entitled ““Public

Public Personnel Administration: Problem and
Prospects Third Edition

Edition”,
”, they stated that public personnel offices must go
beyond on giving a highly motivated and skilled performance. This may be
accomplished by, training individuals

dividuals to deal with the ethical problems facing the
public sector, and, second, by creating a system that promotes high level of
public service. Training and education is an important factor which contributes to
the achievement of goals of an organizati

organization.
on. Here, training must be designed to
instruct individuals itself; each individual must undergo training to be able to
achieve a general understanding of ethical problems. As a result, it indicates that
by proper training of public officials and employees in the conduct of their duties,
it would promote high level of performance in office. The creation and
maintenance of an ethical system on the other hand present a challenge to
31
promote a system that would avoid creating opportunities and incentives for
unethical behavior.
The
he process of training individuals and maintaining a system that
promotes ethics in public service can be seen as essential factors in order to
establish Professionalism and Commitment to public interest in Section 4 of
RA6713. As defined,
ed, Professionalism is the ability of a public servant to
discharge his or her duty with passion, excellence, skill and intelligence. In
addition, the norm Commitment to public interest may also be achieved by giving
proper training. As define, Commitment to public interest is the ability of a public
servant to promote an efficient, effective, and honest use of public resources and
funds.
This
his study will include the assessment of Imus public servant in the
context of the norm Professionalism

Professionalism.. If the chosen public servants would gather
positive results, then it may be possible to say that they have acquired the proper
training for being a professional. Being professional comes hand in hand with the
commitment to public interest. By acquiring tthe

he proper skills, an individual may,
at the same time, be efficient and effective in performing his or her duties.
As such, the priorities of public officials and employees are also given
importance in the study. In the book of Otis Baskin, Craig Aronoff, and Dan
Lattimore (1997) entitled ““Public

Public Relations: the Profession and the Practice fourth
edition”,
”, they stated that as a public relations practitioner, one must have a
32
personal standards of ethics that is carried over into his or her work. According to
Thomas Bivin, an individual practitioner has five moral obligations in his work, it
includes:
1.) To ourselves
ourselves- to preserve our own integrity;
2.) To our clients

clients- to honor our contracts and to use our professional
expertise on our client’s behalf;
3.) To our organiza

organization or employer- to adhere to organizational goals and
policies;
4.) To our profession and our professional colleagues

colleagues- to uphold the
standards of the profession and, by extension, the reputation of our
fellow practitioner; and
5.) To society- to consider the soc

social needs and claims.
This
his study would measure how Imus municipal public officials and
employees set their priorities in the performance of their duties. However, when
these factors clashes with one another over an ethical issue, the discretion will
be given
en to the public servant himself regarding which one he will be prioritizing.
For application,, the priorities would be measured by 3 factors namely,
their family, office and the citizens. Relatively, by measuring the priorities set by
Imus municipal publicc servants, the research would be able to interpret what are
the implications of these factors in the execution of their duties in the government
of Imus.
33
In addition, the norms political neutrality and commitment to democracy
will also be considered. Robe

Robert
rt B. Denhardt et al. (2009) in the book entitled
“Public
Public Administration an Action Orientation sixth edition
edition”;
”; they stated the
significance of political neutrality to promote effective democratic governance.
One of the laws passed to deal with this matter is the Hatch Political Activities Act
in 1939 or also known as Hatch Act which decrees that any of the employee or
officer of the executive branch or any agency and department in federal
government, shall not take any active part in political management or

o in political
campaigns. The Hatch Act seeks to protect both public employees from political
harassment and the political process from particular influence. In this sense it
promotes a clear separation between politics and administration. Under this law,
public employees can register to vote, contribute money to campaigns, and
express opinions about candidates and issues; on the other hand, the following
activities are prohibited:
1. endorsing partisan candidates
2. listening or raising money for political action committees
3. participating in partisan voter registration and get

get-out-the-vote
vote drives
4. distributing campaign material on behalf of candidates
5. serving as a delegate to a political convention
6. making campaign speeches
7. seeking public office in partisan ele

election
34
The norm Political Neutrality is also provided in Section 4 of the RA6713.
Accordingly, it is defined by the code as the ability of public officials and
employees to provide service to the citizens without unfair discrimination
regardless of party affiliation

filiation or preference. This in turn can also be correlated
with the norm Commitment to democracy which is also stipulated in Section 4 of
RA6713. As defined, it includes the ability of public servants to commit
themselves to the principle of accountabili

accountability
ty with their loyalty alleged to the
citizens. By giving unbiased public service, public servants would be able to give
effective democratic governance.
In this study, the assessment of Imus public officials and employees will
also include the norm Political neutrality as provided in Section 4 of RA6713. In
this way, the researchers would be able to determine the degree of Imus public
servant’s compliance to the said norm. The research may also determine
whether Imus public officials and employees promote sseparation

eparation between politics
and administration.
Moreover, the norm of nationalism and patriotism w

were
ere also given
consideration. In an article written at Vision.org: In

In-depth
depth coverage of current
social issues entitled “Ethics

Ethics and Morality: Moral Values in S
Society,
ociety, The Ethics of
Patriotism”” (2007), the norm Patriotism is discussed as the conventionally
combined sincere fervor which is a realistic hands

hands-on
on contribution to the national
authority and interest. It is a devotion to one’s country which guides the social
35
and domestic conducts as iitt reflects in a general logic of responsibility and duty
that is addressed toward the society and country rather than meeting the
personal needs to comfort one’s personal desires. A patriot is a person who
loves his or her country and supports its authorit

authorityy and interest. However, at
present the concept of patriotism is now characterized with the lack of formality
as it brings massive changes in the national psyche. Regrettably, this attitude
also becomes evident to those who seek positions of authority, making

mak support
for that individual even more difficult. With this, it is possible to conclude that the
concept of patriotism has changed through time.
The norm of Nationalism and patriotism

patriotism,, as mandated by Section 4 of
RA6713, is defined as the ability of pu

public
blic officials and employees to remain loyal
to the Republic and to the Filipino people, it include the endorsement of local
made products, and the ability to maintain and defend the Philippine sovereignty
with such foundations of patriotism.
As applied, the study would measure the compliance of Imus public
officials and employees in the context of the norm Nationalism and Patriotism as
stipulated in Section 4 of the RA6713. In this sense, the researchers would be
able to determine the degree of nationalis

nationalismm and patriotism of Imus public officials
as well as their devotion towards serving the interest of the state and society. In
addition, the researchers may also determine whether or not Imus public
36
servants do promote the service to their county’s interest and not of their own
selfish needs.
Foreign Studies
In a study made by Ilufoye Safara Ogundiya (2010) entitled: “Democracy

“
and Good governance: Nigeria’s dilemma

dilemma”” in an African Journal of Political
Science and International Relations, he stated that ““Despite

pite its enormous
resources and huge potentialities, the country of Nigeria still remains grossly
underdeveloped”. Consequently Nigeria’s main features of development tragedy
are due to political instability, the rampant political and bureaucratic corruption,
corrupti
due to the fact that poverty is also a weapon in the hands of the political elite
which is used for further manipulation and exploitation. The lack of accountability
and transparency provides opportunities for the well connected elites and interest
groups
ups in the society to corner for themselves sizeable proportion of the society’s
resources at the expense of masses. The absence of good governance tolerates
the underdevelopments that continue to exist. Good governance has much to do
with ethical grounding

g of governance by it must be evaluated with reference to
specific objectives, norms and conducts that would serve as guidelines for public
Failure
ailure in the compliance to RA6713 in the duty of public servants would
result to unethical
cal behavior. If the survey paved off negative results regarding
RA6713, then it may result to unethical behavior in public service among public
37
officials and employees. Moreover, good governance encompasses ethical
norms and conducts of public officials a

and
nd employees, by which it affects their
duties and responsibilities.
Similarly another author discusses the importance of accountability in
governance. In the study made by Pushpa Aman (2009) entitled: “NGO

“
Accountability in an Indian Context

Context”, the author discusses that the absence of
sufficient indicators of performance and credibility promotes the continued act
and existence of corruption in government sectors thus involving the public
officials and employees. A step towards a stable and predictable framework

frame for
accountability and good governance is an explicit governance structure by which
it makes a strong impetus to make the public officials and employees more
transparent and accountable. Since accountability is a key part of good
governance, good gove

governance
rnance provides a basis for effective accountability by
which it clears lines of responsibility and organization. In realization it involve
transparent, participatory, evaluating and learning, and responsive to complaints
thus preventing the abuse of power while it ensures good governance.
As related to this study, transparency and accountability is the basis that
ensures the notion of good governance. The provisions provided in RA6713
ensure these factors to ensure accountability and transparency in governance.

govern
Whereas, the absence of the key factors such as norms and conducts for public
officials and employees paves way in the existence of the corruption.
38
For application
application, Sections
s 4 and 5 of the RA6713 also promote
accountability and transparency among pu

public
blic officials and employees. These
Sectionss will be included in the survey among public officials and employees.
Thus, if they gathered positive results with the survey, the researchers may give
a positive interpretation on matters of promoting accountability

lity and transparency
in Imus Municipality.
Furthermore, in the journal entitled ““Professionalism

Professionalism and Ethics in the
Public Service: Issues and Practices in Selected Regions

Regions”” created by the United
Nations Department of Economic and Social Affairs Division for Public
Economics and Public Administration (2000), public service is a broad norm that
delineates how public servants as agents of the state exercise their judgment
and their discretion in carrying out their official duties. Within the context of this
report, public service professionalism is described as an overall value that
encompasses all other values that guide the public service. It includes loyalty,
neutrality, transparency, diligence, punctuality, effectiveness, impartiality, and
other values that

at may be specific to the public services of individual countries.
Public service professionalism embraces the notion that those people who join
the public service need to be instilled with shared values and trained in basic
skills to professionally carry out their official duties. These concepts represent, in
a sense, a system of rules, activities, and agents that provide incentives and
penalties for public officials to professionally carry out their duties and engage in
proper conduct.
39
As such, this study would measure the degree of awareness of the public
officials and employee Imus municipality regarding the provisions of RA6713. As
stated in the article, public professionalism includes the idea that those people
who join the public service need to be in

instilled
stilled with shared values and trained in
basic skills to professionally carry out their official duties. In this sense, in order
for a person to be specialized in the execution of his duties, he must carry the
proper values and training that are necessary within the organization. In addition
he must also be aware of the rules and regulations that are essential to their
duties.
RA6713 is an essential policy which must be observed by the public
servant in the execution of their duties to be able to show professionalism. In
turn, this will be measured in the context of Imus municipality. If the results give
positive results it is possible to say that Imus municipal public servants promote
accountability and transparency in public service.
Relevance to the Study
The significance of the discussed literature and studies shows an
apparent importance of the proper norms and duties to the conduct of every
public official and employees as provided in Section 4 and 5 of RA6713.
Without it, proper governance would not be achieved.. This law is one of the
means to unify and balance ethics in governance and administration which
serve as the foundation of a strong institution.
40
It is correct that the power of politics control the lifestyle of an individual.
From which its very nature is inclined with moral values that give data and
theories for the very benefit of people. However, politics became the cause of
immorality which leads to corrupt practices. With this fact, politics misleads the
accountability despite
pite of the existence of RA 6713.
From the views of the authors, proper governance can be achieved by
incorporating the proper norms of conduct in office. This in turn must be employed
by a strict rule in order for it to be properly observed.
With the literature

erature and studies previously discussed, the researchers are
hoping that it will contribute not only to the development of th

this
is study but also
to the academic and ethical benefit of the readers.
41
Chapter III
Methodology
This chapter presents the method that will be used by the researchers to
accomplish the task. It contain the different techniques for the analysis of the
data as well as the necessary instruments and methods which are all going to be
used for the improvement and development of the research study.
Method of Research
The researchers will make use of a normative quantitative descriptive
method in order to satisfy the objectives and criteria of the study. The normative
method will be applied by employing surveys and questionnaires to collect the
needed information regarding standards which are prevailing in the society
(Sanchez 1989).. Such information wi

will be quantitative in nature with
corresponding interpretation
interpretations. Also known as statistical research, this method
describes the data

a and characteristics about the population or phenomenon
being studied. It uses the Frequency Distribution Table to show the frequency or
number of observations acquired through the research. As

s defined by Calderon
(1993), it is a purposive process of gathering,

ering, analyzing, classifying, and
tabulating data about prevailing conditions, practices, beliefs, processes, trends,
and cause-effect
effect relationships and then making adequate and accurate
interpretation about such data with or without the aid of statistical

statistica methods. The
goal is the acquisition of factual, accurate and systematic data that can be used
42
in frequencies, averages and other statistical calculations. As such, this study will
employ the descriptive method in order to acquire the perception of the chosen
c
respondents among the population of Imus about the prevailing condition
regarding the compliance of public officials and employees to Republic act 6713.
In order to do so, the researchers will make use of statistical treatments and
surveys to acquire accurate data which are going to be used to answer the
objectives of the study.
Subject of the Study
This study focuses on the compliance of the 2010

2010-2011
2011 Imus Public
Official and Employees on the Code of Conduct and Ethical Standards also
known as RA6713. This research will assess the compliance of the Imus public
official and employees on the said Code using three different sets of respondents
namely the Imus public officials, employees, and the citizens. The technique for
selecting these respondents varies from each other. The sampling method that
will be used on selecting public officials is a complete enumeration which
specifically involved the Imus Mayor, Vice

Vice-Mayor, and the Councilors.
Councilors The
sampling method that will be employed on the selection of citizens is quota
sampling being limited on those who conduct businesses with the government to
acquire accurate
ccurate data. Finally, the formula that will be used to select the public
employees is the Slovin’s formula. It will be applied on the 596 permanent
employees of Imus municipality to determine the appropriate sample size. The
43
stratified random sampling wil

willl then be employed to the resulting sample size of
public employees to equally select them on the different departments of the
municipality. It will be limited to those who served the municipality for at least 5
years.
Data Gathering Instruments
This part discusses the different research instruments that will be used in this
study:
1.) Documents. The researchers gathered the information and data with
the use of documents, books, and studies from the library of De La Salle
University-Dasmarinas
Dasmarinas and Manila Nation
National
al Library. The researchers
also relied on the use of laws specifically the Republic Act 6713.
2.) Questionnaires. The survey/questionnaire serves as the primary source of
all the data which will be collected in an organized manner. The questions
on the surveyy are primarily based on Sections

s 4 and 5 of the RA 6713.
The questionnaire will be validated by authorized experts and will undergo
face validation and criterion validity for its credibility. The survey will also
undergo pre testing to test its reliabilit

reliability.
3.) Observations. The researchers will be observing the interaction and
interconnection of the response and perception based on the results of the
surveys answered by the public officials, employees, and the citizens of
Imus municipality.
44
Statistical Treatment
The following are the statistical methods which will be used by the
researchers to their study:
One-way
way ANOVA (Analysis of Variance)
Cited
ted from http://www.thefreedictionary.com/ANOVA,
http://www.thefreedictionary.com/ANOVA ANOVA or
Analysis of Variance is a statistical method for making simultaneous evaluation
between two or more means; a statistical method that yields values that can
be tested to determine whether a significant relati

relation exists between variables.
Typically, “the t-test

test tells us if the variation between two groups is
significant.”(http://www.physics.csbsju.edu/
http://www.physics.csbsju.edu/ stats/anova.html)” One way ANOVA
was used to determine if there we

were
re any significant differences between the
sentiments or response of the citizens, public officials and employees of the
Municipality of Imus. The researchers will use a level of significance of 95%
percentage of error. The reason why the researchers favored to use this kind
of statistical treatment is to find a good result of the relation or difference between
independent samples.
Weighted Mean and Likert Scale
Cited from http://changingminds.org/explanations/research/measurement,

http://changingminds.org/explanations/research/measurement
the Likert Scale is an ordered, one

one-dimensional
dimensional scale from which respondents choose
view. This is a simple mathematical process in

one option that best aligns with their vi
which it is done by totaling all the values and dividing them depending on the
45
number of values present. The researchers will use weighted mean to get the
average of all the categories on the questionnaires whic

which is needed for carrying
other statistical interpretation as needed. The researchers will use Likert scale
to gauge the responses of the respondents from the range of 4 being the highest
to 1 being the lowest. It is interpreted by the following terms: 4-

4 Always, 3-
Sometimes, 2- Rarely, and 1

1-Never.
Never. The reason why the researcher uses a four
point scale is to achieve definite answers from the respondents and also to
decrease the confusion and neutral answers among them. Unlike in a five point
scale, there is a possibility that the respondents may be confused with the terms
used to assess every item. It also may lead to the occurrence of neutral answers.
Slovin’s Formula
The slovin’s formula will be utilized to attain the needed respondents of
public employees among the 596 permanent workers of the Imus municipal hall. It
will be computed with the formula of:
n= N / 1 + N (e) 2 n=596/1+596(.10)2= 85.63 = 86 public employees
Where:
n= sample size
N=total population
e= marginal error (10%)
Stratified Random Sampling
Cited from http://www.investopedia.com/terms/stratified

http://www.investopedia.com/terms/stratified,, it is a method of
sampling that involves the division of a population into smaller groups known as
46
strata. In stratified random sampling, the strata are formed based on members'
shared attributes or characteristics. A random sample from each stratum is taken
in a number proportional to the stratum's size when compared to the

th population.
These subsets of the strata are then pooled to form a random sample. In the
case of public employees, the resulting sample size from the slovin’s formula will
further be divided among their respective departments. Thus, the resulting 86
publicc employees are still divided among the 18 departments of Imus municipality
which are selected from those who already served their office for at least 5 years.
Quota Sampling
“In quota sampling, respondents are selected non

non-randomly
randomly according to
some fixed quota. Such type of quota sampling is proportional quota sampling; the
major characteristics of the population are represented by sampling proportional
amount of each (Zamora

(Zamora-Reyes,
Reyes, 2009)”. As such, the citizens of Imus will be limited
to 100 respondents which are going to be selected from those who are transacting
businesses within the municipal hall. The reason why the researchers limited the
citizens to such size and condition is to increase the credibility of their perception
regarding the compliance of Imus public officials and employees to RA6713.
Purposive Sampling/ Complete enumeration
In purposive sampling, the respondents are selected with a purpose at mind
(Zamora-Reyes,
Reyes, 2009)”. The reason why the researchers used complete
enumeration on selecting public officials is to include all of them since it is possible
to get all of their perception because of their small number.
47
Face Validity and Criterion Validity
Cited from http://changingminds.org/explanations/research/design/types

http://changingminds.org/explanations/research/design/types,
face validity occurs when something appears to be valid. Criterion validity on the
other hand examines the ability of the measure to predict a variable that is
designated as a criterion. It is a gauge of how well one variable or set of
variables foresees an outcome based on information from other variables.
Achieving this level of validity makes the results more credible. As such, the
survey will undergo these methods of validation supervised by authorized

authoriz person
to increase its credibility. In face validity stage, the survey will be validated by 7
experts. Furthermore, in the criterion validity stage, the stage will also be
authenticated by 7 experts.
48
CHAPTER IV
Presentation, Interpretation, and Analysis of Data
This chapter will present the answers to the questions raised about certain
provisions of the RA6713 and the level of adherence of the Imus Municipal Public
Officials and Employees to the said law.
Statement 1: What is Republic Act 6713 iin terms of:
1.1) Sectionss 4 (Norms of conducts) and 5 (Duties)
As stipulated in Article XI
XI, Section 1 of the 1987 Constitution, those public
officials and individuals in the employ of government is to conduct themselves in
accordance with certain normative prescriptions and ethical standards. In line
with this, Republic Act 6713 or An Act Establishing a Code of Conduct and
Ethical Standards of Public Officials and Employees serve

serves as a guide for their
personal conduct in the discharge and execution of official duties. The norms and
standards are specifically stated in Section 4 of the RA6713 which includes:
• Commitment to the public interest
• Professionalism
• Justness and sincerity
• Political neutrality
• Responsiveness to the public
49
• Nationalism and Patriotism
• Commitment to democracy
• Simple Living
The said law also has stipulated the duties that public official and employee
should carry out in the performance of their function in the government.
Particularly
ly these are stated in Section 5 of the RA6713:
• Act promptly on letters and requests
• Submit annual performance and reports
• Process documents and paper expeditiously
• Act immediately on the public’s personal transactions
• Make documents accessible to publ

public
The norms and duties provided in Sections

s 4 and 5 of RA6713 is the one that
would serve as the basis on assessing the Imus public officials and employees.
As Jose N. Endriga (1997) analyzed in his paper entitled ““Stability

Stability and Change:
The civil service in the Philippines”, the Philippine administration has been the
training grounds of corrupt practices since the Spanish period. By determining
the effectiveness of RA6713, the researcher would know if the government is
undergoing the necessary steps and ch

changes
anges to promote stronger accountability
among public servants.
50
Republic Act 6713 provides the ethics on how public officials and
employees must behave while in office. As stated by Salonga (1994), what most
public servants must do when they are in power is to observe what is right and
wrong in providing service to the people. Ethics, according to him, is the
discipline which tells us what is good and what is bad. In the practice of law, it is
the one that compels an individual to observe the accepted standards

stan of
professional conduct such as respecting the court and the opposing counsel.
Politics on the other hand is defined as the art of science of government. For
Salonga, the relation between the two concepts is crucial in the sense that those
who quest for public offices should be limited only to those who seek to serve the
public good rather than their own interest. By following the proper ethics as
provided in RA6713, public servants would be able to promote the welfare of the
public rather than their own self motivated interest and thus to achieve a high
moral standard in office. As Salonga said, “Service to others, not power nor
prestige, is the key to true greatness”.
In order for an individual to become accountable, he must be able to
realize his liability

ability to adhere and follow certain obligation and responsibility
correlated to his position in an organization. Tendero (2000) in his book entitled
“Theory
Theory and Practice of Public Administration in the Philippines”,
Philippines” define
accountability as “a concept which implies responsibility and obligation to answer
or explains acts and performances to some person superior to or occupying a
higher position in the hierarchy of an organization. Furthermore, Tantuico (1994)
51
in his book
ok entitled ““Performance and Accountability” stated
state that “Public
Accountability is the foundation of integrity. It cuts to the soul of the government.
It unmasks the government

nment of the day of whatever fac
facade
ade it wears”.
1.2) Its scope and implementation
The “Rules
Rules Implementing the Code of Conduct and Ethical Standards for
Public Officials and Employees

Employees”” is created for the pursuant of the provisions of
RA6713. It provides the necessary rules in order to carry out the provisions of the
said Code. As stated in Section 12 of RA6713, the Civil Service Commission
shall have the sole responsibility for the management and supervision of the
provisions of this law. In effect, the Civil Service Commission is authorized to
promulgate the rules and regulations to carry out the provisions of RA6713.
Under Rule 1 of the code implementing RA6713, ““the

the code shall cover all officials
and employees in the government, elective and appointive, permanent or
temporary, whether in the career or non

non- career service, including military and
police personnel, whether or not they receive compensation, regardless of
amount”.
”. Furthermore, under Rule 3 of the implementing code, it also stipulated
that every department, agency and office shall conduct value development
programs among its offic

officials
ials and employees to build up and promote the norms
of conduct in the performance of its duties. Moreover, under Rule 3, Section 3 of
the rules implementing RA6713, it also include professional, scientific, technical,
and educational programs which are em

employed
ployed in order to promote
52
professionalism, excellence, intelligence, and skills in the performance of duties
of public officials and employees. The scope of this study will be limited only to
the public officials and employees of Imus municipality. The research

search will also
determine whether or not the Imus municipal government is providing the
necessary measures such as conducting values development, professional,
scientific, technical and educational programs as stated in Rule 3 and Section 3
of the implementing
nting rules
rules.. The public officials and employees will be assessed on
how well they know and observe the provisions provided in RA6713 and these
public officials and employees will be carefully chosen among their position and
departments in order to gain acc

accurate
urate and credible results. And for the purpose
of having a neutral ground in the assessment, the citizens will also be included in
the process of assessing the chosen public servants.
Statement 2: What are the demographic factors of the respondents that
affect their response to the survey?
To determine the demographic factors of the respondent, the researcher
have included several demographic information in the formulation of the survey
such as the age, years of service, sex, and educational attainment. Here are the
results as categorized:
53
Citizens’ Demographic Factors
Figure II
Citizens’ Educational Background
Educational Background
College
44%
50% Elementary
High School
6%
This figure shows the educational background of the 100 respondent
citizens of the research. 44% of the 100i respondents gave the answer that they
are college graduate. 6% of the 100ii respondents answered that they are
elementary graduate. And 50% of the 100iii respondents gave the response that
they are high school graduates. Through this data, it is clear that the majority of
the citizens who are

e conducting businesses to the government with a daily basis
are those who attained an educational degree of high school. The lowest level of
educational attainment given by the respondents is elementary graduate while
the highest is college graduate. Acco

According
rding to Mr. Alfredo S. Monroy Jr (2011),
outstanding Imus municipality employee 2009, most people who usually transact
business in the offices of the municipal government are those who are not able to
54
finish proper education and those who have a lower sta

status
tus and position in the
society. He said “Ang office ko sa Munisipyo ay sa Civil Registrar, ibig sabihin
andito ang mga records ng mga taong gumagawa ng transaksyon sa munisipyo
tungkol sa kanilang edad, natapos na edukasyon, citizenship at iba pang
mahahalagang
lagang impormasyon tungkol sa kanila. Sa tinagal ko sa munisipyo at sa
araw araw kong pakikipagusap sa mga tao dito sa opisina, malimit na ang mga
taong nagpapabalik-balik
balik dito ay yung mga taong hindi masyadong nakakataas
sa lipunan at mababa lang ang tina

tinapos.
pos. Sila din yung mga taong humihingi ng
tulong sa kanilang problema tulad nalang ng sa pangalan nila, kaarawan mga,
certipikasyon at iba pa. Nagpapabalik

Nagpapabalik-balik
balik sila dito sa amin dahil minsan hindi
nila masyado naiintindihan ang mga ibinibigay naming inst

instruction at
impormasyon kaya minsan nagdudulot ito ng tagal sa proseso ng pagaayos ng
kanilang mga papeles.”
Here comes one of the foreseen weaknesses of the survey. It cannot be
easily understood by those persons who don’t have sufficient education. It is
because the survey is primarily written in the dialect English. Most of the Citizens
who are usually transacting businesses with the Municipal government are those
who don’t have a proper education and those who have a poor life. It is because
they are those

se persons who usually seek help, assistance, and compensation
among the officials and employees. These are those persons who are required in
the survey because they are always interacting among the Imus public officials
and employees. Thus, they have know

knowledge
ledge on how they behave while in office.
55
The researcher have experienced a hard time assisting these people on
answering the survey form. Clearly, the educational attainment of the citizens will
affect their response.
Figure II.I
Citizens’ Gender
Gender
44% Male
56% Female
This figure shows the diversity of gender on the 100 respondent citizens.
According to the collected data, majority of the 100 citizens whom the
researchers have surveyed are female which makes 56% of the 100iv
respondents. On the other hand the male respondents make the 44% of the 100v
respondents. It only shows that although the females have been the majority of
the respondents, they only exceed the males by 6% which is not a very big
difference. Through this it can be said that the response of both gender have
been taken with an almost equal proportion coming from the male and the female
respondents.
56
Figure II.II
Citizens’ Age
Age
3%
15% 21 to 31
32% 32 to 42
18% 43 to 53
54 to 64
65 to 75
32%
This figure shows the age differences of the 100 respondent citizens. As
illustrated, 32% of the 100 respondent are from age 21

21-31
31 years old. Those who
are from 32-42

42 years old also acquired a result of 32% out of the 100
respondents. Furthermore, 18% of tthe

he 100 respondents are aged from 43 to 53
years old, 15% of the 100 respondents aged from 54 to 64, and finally, 3% of the
100 respondents are aged from 65 to 75. From these data, it can be inferred that
majority of the respondent citizens are aged from 21 to 31 and from 32 to 42
since they both acquired 32% of the total population of the respondents. These
age gaps are considered belonging to the middle aged individuals where they
usually start their real life. According to the conclusion created by the study
st of
Eloisan Reyes Lukban (2000) at the Camarines Norte State College (CNSC)
Graduate Research Journal, the varied demographic profile of the respondents
57
showed that they come from different environments that somehow affected their
responses. The age fac

factors
tors of the respondents indicate that they are from
different environment which affects their response in the survey.
Public Officials’ Demographic Factors
Figure III
Public Officials’ Educational Background
8%
College
Master
92%
This figure shows the educational attainment of the elected Public Officials
of the Imus municipal hall. Majority of the public officials are college graduate.
Out of the 12 public officials, 92%vi are college graduates. On the other hand
8%vii of the 12 public officials graduated with a mast

master
er degree. Through this
data, the research would be able to infer that all the public officials are
intellectually capable of performing their jobs in office since they are all holder of
a necessary background in education. It is also good to know that a master
58
degree holder was among them. Although, even when they all achieve the
necessary education for public service it is not enough to say that they are
effective because it also requires proper training. In the book of Hays and
Kearney (1995) entitled ““Public

Public Personnel Administration: Problem and
Prospects Third Edition

Edition”, Training and education is an important factor which
contributes to the achievement of goals of an organization. Here, training must
be designed to instruct individuals itself; each individual must undergo training to
be able to achieve a general understanding of ethical problem

problems.
s. These problems
appear first on his or her working area that leads to implications on a larger
schema including the organization, society, and government. According to
Lawrence Kohlberg (1976), this is the kind of development that individuals must
undergo
o where they must move to a higher and more sophisticated level of moral
maturity. As a result, it indicates that by proper training of public officials and
employees in the conduct of their duties, it would promote high level of
performance in office. It would promote the norms Commitment to the Public
Interest and Professionalism.
59
Figure III.I
Public Officials’ Years of Service
Years of Service
8% 1 year
4 years
17% 6 years
8% 50% 7 years
8% 10 years
9% 19 years
This figure illustrates the year of service of the 12 respondent public
officials of Imus municipality. Unlike the respondent public employees who are
limited to those people who have already served the municipality for at least 5
years, the public officials are all included even though they are still not serving for
at least 5 years because it is a fact that canno

cannott be removed that some of them
have just been elected for the first time since the last election. It only means that
some of them may only serve the office for 1 year because only 1 year has
passed since the last elections. As the data shows, 50% of the 12 public officials
have only served their office for just 1 year. These officials include those who are
newly elected ones. On the other hand, 9% have already served their office for 4
years, 8% have already served for 6 years, 8% have served for 7 years, 17%
1
have served for 10 years, and finally 8% have served their office for 19 years. Of
60
course those officials who have already served their office for a long period of
time can give the proper assessment to the public employees because they
possess credible experiences and knowledge on how well these employees
comply with RA6713. Nevertheless, those officials who just served their office for
one year may lack the needed information and experience about the public
employees. Thus, the years of service can rea

really
lly affect the response of public
officials in assessing the Imus public employees.
Figure III.II
Public Officials’ Gender
Gender
8%
Male
Female
92%
This portion illustrates the gender variations of the 12 public officials in
Imus municipality. The majority of the off icials are male which makes 92%viii of
officials
the total while only 1 of the public officials is female which makes 8%ix of the
whole. It only means that the majority of the response of public officials has been
61
dominated by the male gender since majority of the offic

officials
ials elected in the
municipality are male.
Figure III.III
Public Officials’ Age
Age
25% 25% 19 to 29
30 to 40
52 to 62
50%
This illustration shows the age gaps of the 12 public officials of Imus
municipality. Majority of them are aged from 30 to 40 years old which is 50% of
the total. The other two age gap is from 19 to 29 years old and 52 to 62 years old
which both have acquired 25% of the total respondent public officials. Through
this it can be inferred that the total of 75% of the respondent public officials aged
from 30 to 40 years old and 52 to 62 years old could give proper response in the
assessment. Because of their age consideration they have more experience in
life thus they could give an accurate, honest, and proper assessment on public
employees. The other 25% of the age gap is from 19 to 29 years old. They are
those individuals who still needs more exper

experience
ience in their life and in public
62
service though their response is still of importance for the research. Thus, it can
be seen that the response of public officials are affected by their age.
Public Employees’ Demographic Factors
Figure IV
Public Employees’ Educational Background
6%
College
High School
94%
This illustration shows the educational background of the 86 respondent
public employees. As shown, 94% of the 86 public employeesx are college
graduates. On the other hand there are those employees who are high school
raduates which makes 6%xi of the total respondents. Through this data, it can
graduates
be inferred that majority of the respondent public employees have acquired the
necessary education in giving proper public service to the citizens. Their
educational background wo
would
uld give them the necessary knowledge in providing
effective service to the citizens. Although 6% of the respondent employees are
high school graduates they could still provide the appropriate public service
63
considering that the respondent public employee

employeess of this research are chosen
from those who already have served the municipal hall for at least 5 years giving
them ample experience in public service. Nevertheless, their educational
background can still affect their assessment on the public officials.
Figure IV.I
Public Employees’ Years of Service
Years of Service
6%
12% 5 to 11 years
45% 12 to 18 years
19 to 25 years
37%
26 to 32 years
This illustration shows the years of service of the 86 respondent public
employees. Take note that these employees are selected from those who have
already served the municipal government for at least 5 years. Based from the
data gathered, majority

ity of the public employees have already served the
municipal government from a range of 5 to 11 years which makes 45% of the
total number of respondents. Next to it are those employees whom have served
the municipal government from a range of 12 to 18 yea

yearr which make 37% of the
total. Next are those employees whom have served the Imus municipal
64
government from a range of 19 to 25 years which makes 12% of the total. And
finally are those employees whom have served the municipal government from a
range of 26 to 32 year which makes 6% of the total number of the respondents.
Through these, it can be shown that the public employees have different ranges
of years of service in the government which can affect their response on
assessing their public officials.
Figure IV.II
Public Employees’ Gender
Gender
49% Male
51% Female
This illustration shows the gender variation of the respondent public
employees. As shown, majority of the respondent are male which makes 51%xii
of the total respondents while the female makes 49%xiii of the total
t number of
respondents. Although the male have dominated the female, they only exceed
them by 1% making the gender variations of the 86 public employees almost
equal to one another.
65
Figure IV.III
Public Employees’ Age
Age
14% 24 to 34
23%
35 to 45
35% 46 to 56
28%
57 to 68
This illustration sho

shows
ws the age gaps of the respondent public employees.
As shown, majority of employees are aged from 46 to 56 years old which makes
35% of the total number of respondents. Next are those employees who are
aged from 35 to 45 years old which makes 28% of the to

total.
tal. Then are those
employees who are aged from 24 to 34 years old which makes 23% of the total
number of the respondents. And finally are those employees which are aged
from 57 to 68 years old which make 14% of the total number of respondents.
Further Analysis
According to the study conducted by Eloisan Reyes Lukban (2000) at the
Camarines Norte State College (CNSC) Graduate Research Journal, the varied
demographic factors of the respondents of her study may attribute that they
66
come from different

ent environments. Similar in the case of the respondents of this
study, considering that they have different age gaps, years of service,
educational background, and gender, it may be attributed to their environment
and personality that may affect their res

response
ponse to the assessment. It is also clear
that the demographic factors of each set respondents are not similar to one
another indicating only that these people differ not only by personal
characteristics but also by intellectual capacity.
Statement 3: To what extent do Imus Public Officials comply with Sections
4 (Norms of conducts) and 5 (Duties) of Republic Act 6713 as perceived by
Imus Public Employees?
This question is generally answered through the response taken from the
Imus Public Employees. Through their evaluation, the research would be able to
determine how well Public Officials comply with Sections

s 4 and 5 of RA6713. As
for the answer given by th

thee public officials on their familiarity about RA6713, the
orientation provided by the municipal government for RA6713, and the rankings
regarding Office, Citizen, and Family, they are illustrated as follows:
67
Figure V
Awareness of Public Officials on RA

RA6713
0%
Yes
No
100%
This illustration shows the awareness of the 12 elected public officials on
RA6713. Based on the information gathered, all of them are aware of such law
which makes 100% of the total respondent officials. It is good to know that they
are all aware off it and that they are all expected to know it because their position
in the government entails larger responsibility in governing the citizens of Imus.
Through this it can be inferred that Imus public officials consider the norms in
performing their dutiess in office. According to the journal entitled ““Professionalism

Professionalism
and Ethics in the Public Service: Issues and Practices in Selected Regions”
Regions
created by the United Nations Department of Economic and Social Affairs
Division for Public Economics and Public Adm

Administration
inistration (2000), public service is
a broad norm that delineates how public servants as agents of the state exercise
their judgment and their discretion in carrying out their official duties. Within the
context of this report, public service professional

professionalism
ism is described as an overall
68
value that encompasses all other values that guide the public service. It includes
loyalty, neutrality, transparency, diligence, punctuality, effectiveness, impartiality,
and other values that may be specific to the public se

services
rvices of individual
countries. Public service professionalism embraces the notion that those people
who join the public service need to be instilled with shared values and trained in
basic skills to professionally carry out their official duties which are entailed within
the provisions of RA6713. Officials generally must possess the proper norms of
conducts in the performance of their duties which can be seen in Sections 4 and
5 of the RA6713.
69
Figure V.I
Variation of the strategies provided by tthe

he Municipal government of Imus
as perceived by the Public Officials
Conducting seminars and

Conducting Values development
program
Conducting seminars and
Conducting workshops
Conducting seminars and Simple

orientation
8% 9% Conducting Values development

program
8% 9%
Handling down policies
8% Handling down policies, conducting

seminars, and simple orientation
17%
Handling down policies, conducting
8% seminars, simple orientation and
Values development program
Handling down policies and values
8% development program
9%
Handling down policies and simple
8% 8% orientation
Handling down policies, simple

orientation and Values development
progam
Simple orientation
This illustration shows the variation of the strategies provided by the
municipal government in the dissemination of information about RA6713. The
data within the figure shows the different steps and procedures how the 12 Imus
70
public officials came to know the provisions of RA6713. Many of them answered
different ways how they acquired knowledge about the law which resulted into
different combinations. Generally the options given in the survey entails only five
selections however, many of the public officia

officials
ls answered with different
combinations. Under Rule 3, Section 3 of the rules implementing RA6713, the
way of disseminating information about RA6713 only includes conducting values,
professional, scientific, technical, and educational programs in order to promote
professionalism, excellence, intelligence, and skills in the performance of duties
of public officials and employees. Nevertheless, based from the information
gathered by the researchers, the municipal government is also providing other
orientation towards RA6713 like handling down policies, conducting seminars,
workshops and simple orientation which are good because it would further
distribute information about RA6713. In study made by Alba et al. (2010) they
illustrate the different methods how Tr

Trece
ece Martirez, Indang and Tagaytay uphold
accountability in their respective jurisdiction which is somehow similar to the
methods of Imus municipality. Some of this is establishing Service Development
and Human Resource Development; Comprehensive Information

Informatio Campaign
System; and Promotion of teamwork and sharing of responsibility among LGU
personnel and more. Clearly, not only the municipality of Imus has provided
necessary steps in order to disseminate information about RA6713 because
other cities and munic

municipalities
ipalities are also employing other steps to disseminate
information about it. Nevertheless the question still remains whether RA6713 is
71
properly implemented among the officials and employees of the government.
Yes, there are government programs for its dis

dissemination,
semination, but are there any
steps enforced for its implementation?
Priorities of Public servants
Figure V.II
The priorities of Public servants in terms of Family based from the
perception of Public Officials
8
7
7
6
5
4
4
Frequency
3
2
1
1
0
1 2 3
Ranking
This illustration shows how the 12 respondent public officials of Imus
municipality rank Family in the priorities of a public servant in terms of giving
public service. Seven of the public officials answered that the family should be
the 1st one in the priorities of a public servant in giving public service. One of the
public officials answered that family should be the 2nd priority of a public servant
in providing public service. Finally, four of the public officials answered that family
72
should be the 3rd and the least priority of a public servant in giving public service.
Thus, the term Family acquired the highest number of response as the 1st priority
that public servants should consider in terms of providing public service.
Figure V.III
The
he priorities of Public servants in terms of Citizen based from the
8
7
7
6
5
4
4
Frequency 3
2
1
1
0
1 2 3
Ranking
This illustration shows how the 12 respondent public officials of Imus
municipality rank Citizen in the priorities of a public servant in terms of giving
public service. Four of the public officials answered that the citizen should be the
1st one in the priorities of a public servant in giving public service. Seven of the
public officials answered that family should be the 2nd priority

ority of a public servant
in providing public service. Finally, one of the public officials answered that family
73
It only means that the highest response has been given tto
o the term Citizen as the
2nd priority that public servants should consider in giving public service.
Figure V.IV
The priorities of Public servants in terms of Office based from the
8
7
7
6
5
4
4
Frequency
3
2
1
1
0
1 2 3
Ranking
This illustration
ion shows how the 12 respondent public officials of Imus
municipality rank Office in the priorities of a public servant in terms of giving
public service. One of the public officials answered that the office should be the
1st one in the priorities of a pub

public
lic servant in giving public service. Four of the
public officials answered that office should be the 2nd priority of a public servant
in providing public service. Finally, seven of the public officials answered that
office should be the 3rd and the least priority of a public servant in giving public
service. Thus, the highest response has been given to the term Citizen as the 3rd
priority that public servants should consider in giving public service.
74
Further Analysis
In general, majority of the 12 public officials of Imus municipality
determines the following ranking: Family as the 1st, Citizen as the 2nd, and the
Office as the 3rd priority. In turn these priorities have a corresponding meaning.
Otis Baskin, Craig Aronoff, and Dan Lattimore ((1997)

1997) stated that as a public
relations practitioner, one must have personal standards of ethics that is carried
over into his or her work. According to Thomas Bivin, an individual practitioner
has five moral obligations in his work, it includes:
1.) To ourselves(family)
ves(family)- to preserve our own integrity;
2.) To our clients (citizen)

(citizen)- to honor our contracts and to use our
professional expertise on our client’s behalf;
3.) To our organization or employer (office)

(office)- to adhere to organizational
goals and policies;
4.) To our profession

ession and our professional colleagues (office)-
(office) to uphold
the standards of the profession and, by extension, the reputation of our
fellow practitioner; and
5.) To society (citizen) - to consider the social needs and claims.
Through these definitions, the majority of the public officials of Imus prefer
to preserve their own integrity by setting families as their first priority.
However, when these obligations collide over an ethical issue, the
discretion to decide and to choose which one will be the most important
im or the
one that entails the least harm to the fewest will solely rely on the practitioner
75
himself. Aside from relying on RA6713, a practitioner must have a personal
standard of ethics which shall be carried over his or her work. Some practical tips
for ethical decision making are:
1.) Never accept a client or a job with an organization or person whose
character or conduct doesn’t measure up to your personal ethical
standards.
2.) Always be honest with
Figure V.V
Adherence of Imus Public Officials to Sections

s 4 and 5 of RA6713 as
perceived by Public Employees
Reponsiveness to the public 3.37

Duties 3.35
Nationalism and Patriotism 3.32
Commitment to Public Interest 3.32
Professionalism 3.26
Simple Living 3.24
Commitment to Democracy 3.24
Justness and Sincerity 3.24
Political Neutarlity 3.01
2.8 2.9 3 3.1 3.2 3.3 3.4
This figure shows the adherence and compliance of the Imus public
officials to Sectionss 4 and 5 of RA6713 based on the assessment of the 86
respondent public employees. The results have been computed in order to attain
76
the mean score of each category of norms as well as the duty of a public servant.
Take note that the highest possible mean score that a category may attain is 4
and the passing rate is 2. Based from the data gathered, the public officials
officia have
achieved a passing rate on all of the norms and duties based from the perception
of the respondent public employees. The results of the assessment are illustrated
from the highest to the lowest mean score. The highest norm that has been
achieved by the public officials is the norm Responsiveness to the Public which
acquires a mean score of 3.37. On the other hand the lowest norm that has
been achieved by the public officials is the norm Political Neutrality which is 3.01.
Duties also acquired a si

significant
gnificant mean score which is 3.35. Based from this
assessment, it can be said that the public officials of Imus give a strict adherence
toward the norm Responsiveness to the Public and their Duties while they show
slight compliance toward Political Neutra

Neutrality.
The highest norm achieved by the public officials is Responsiveness to the
public. It is described by RA6713 as the ability of the public official and employee
to passionately entertain clients as well as to provide clear and understandable
information
ion to the public anytime. This in turn shows accountability and
transparency. Maria Olivia Z. Domingo (2005) identified several meaning of
governance and indicators of good governance. Some of these factors which are
correlated to the term of governance a

are:
re: 1.) transparency and accountability; 2.)
values and value systems; 3.) performance. According to her, the most frequent
meaning connected with governance is transparency and accountability.
77
Accountability implies a great liability as correlated to the duties of an individual
and to accept all the consequences for failures on performing an obligation.
Transparency on the other hand implies simply the principle of being transparent
to the citizens while in service. Accountability combined with transparency

transparenc may
help expose dishonesty, incompetency, irrelevancy, and careless civil society,
program, leaders and staff. If properly observed in governance, accountability
and transparency may lead to the production of an effective as well as an
efficient government.
nt. The norm Justness and sincerity can also be associated
with the terms performance, values, accountability and transparency as
correlated to the term governance. It is described by RA6713 as the ability of
public official and employee to be collectively open to all types of people, they
shall at all times remains just and sincere to them in providing service, they are
also expected to carry out their duties in line with the rules and policies without
giving undue favors to their relatives. By giving a st

strict
rict compliance towards the
norm responsiveness to public, the public officials of Imus may promote effective
and accountable governance. If these provisions would be observed properly in
the execution of their duties, proper governance and administration would be
achieved, hence the culture of governance may also be reduced.
The lowest assessment achieved by the public officials is the norm
Political Neutrality. It is defined by the code as the ability of public officials and
employees to provide service to the citizens without unfair discrimination
regardless of party affiliation or preference. As stated by Dernhardt et al. (2009),
78
promoting political neutrality in public service is essential for establishing
effective democratic governance. If the Imus p

public
ublic officials give a slight
adherence towards the norm political neutrality, it may affect the establishment of
effective democratic governance. This in turn can also be correlated with the
norm Commitment to democracy which is also stipulated in Section 4 of RA6713.
As defined, it includes the ability of public servants to commit themselves to the
principle of accountability with their loyalty alleged to the citizens. By giving
unbiased public service, public servants would be able to give effective
democratic
cratic governance. What the Imus public offials must do now is to improve
their compliance toward the norm Political Neutrality.
Statement 4: To what extent do Imus Public Employees comply with
Sections
s 4 (Norms of conducts) and 5 (Duties) of Republic Act 6713 as
perceived by the Imus public officials?
Imus Public Officials. Through their evaluation, the research would be able to
determine how well Public Employees comply with Sections 4 and 5 of RA6713.
As for the answer given by the public employees on their familiarity about
RA6713, the orientation provided by the municipal government for RA6713, and
the rankings regarding Office, Citizen, and Family, they are illustrated as follows:
79
Figure VI
Awareness of Public Employees on RA6713
23%
Yes
No
77%
This illustration shows the awareness of the 86 respondent public
employees of Imus. According to the data, majority of the respondents are aware
of RA6713 which makes 77% of the total number of the respondent public
employees. On the other hand 23% of the respondents answered that they are
not aware of such law. Take note that these employees are taken from those
who are serving the municipal government for at least five years and yet some of
them are not aware of such law. It is sad to think that there a
are
re employees who
are not aware of the proper norms of conduct in the performance of their duty.
According to Mr. Alfredo S. Monroy, in his 17 years of service in the municipality
as a public employee, he believe that many public employees are aware of the
existence of RA6713 but do not take it seriously. Even the simplest rule of going
and leaving at work on time is not being observed. He added that many are
performing their duties in the office without consideration of the norms of conduct
80
as provided in the
he said law. He said “Siguro kaya nila hindi sineseryo ang batas
ay dahil sa hindi ito mahigpit na ipinapatupad sa ating gobyerno kung kaya ang
resulta ay madami pa din ang tiwalang opisyal at empleyado. Maganda sana ang
batas na ito ngunit kulang sa imple

implementasyon.”
Figure VI.I
Variation of the strategies provided by the Municipal government of Imus
as perceived by the Public Employees
Conducting Seminars
Conducting Seminars and Values

development program
Conducting Seminars and

Workshops
15%
23% Conducting
Seminars, Workshops, and Values
2%
development program
4% Conducting Values development
Program
5%
Conducting Workshops
10%
Handling down
16% policies, Conducting seminars and
11% Others
5% 9%
Simple Orientation
Not aware
81
municipal government in the dissemination of in

information
formation about RA6713. The
data within the figure shows the different steps and procedures how the 86 Imus
public employees came know the provisions of RA6713. Similar to the response
of the Imus public officials it also resulted to several combinations from

f the five
original choices. There are those employees who answered others from the
choices which make 11% of the total respondents and all of 11% have indicated
that nothing has been provided by the municipal government for the information
about RA6713. Although these employees are aware of RA6713, they stated that
the municipal government is not providing the necessary steps to inform them.
This maybe is one of the reasons why some of the employees are not aware of
RA6713 at all. The municipal governmen

governmentt is not creating enough programs to
inform all of their employees about the law. According to Mr. Monroy, although
government officials of Imus Municipality had already done some actions and
programs to inform employees and citizens about RA6713, it is still

st not enough.
He said “The actions and programs made by the municipal government focuses
only on the simple things contained in the provisions like patriotism and
nationalism but the more serious ones are not given priorities. Besides, even with
the existence
tence of programs to disseminate information, all of these will be useless
if there is no program to truly and strictly implement it. We don’t need programs
to spread information about RA6713, what we need are programs to implement
it.”
82
Figure VI.II
perception of Public Employees
60
50
50
40
30 28
Frequency
20
10 8
0
1 2 3
Ranking
This illustration shows how the 86 respondent public employees of Imus
municipality rank Family in the pr

priorities
iorities of a public servant in terms of giving
public service. Twenty

Twenty-eight
eight of the public employees answered that the family
should be the 1st one in the priorities of a public servant in giving public service.
Eight of the public employees answered that family should be the 2nd priority of a
public servant in providing public service. Finally, fifty of the public employees
answered that family should be the 3rd and the least priority of a public servant in
giving public service. Thus, the highest response has been given to the term
83
Family as the 3rd priority that public servants should consider in giving public
service.
Figure VI.III
The priorities
ies of Public servants in terms of Citizen based from the
45
40 39
35
30 29
25
Frequency
20 18
15
10
5
0
1 2 3
Ranking
public service. Thirty-nine

nine of the public employees answered that the citizen
should be the 1st one in the priorities of a public servant in giving public service.
nine of the public employees answered that citizen should be the 2nd
Twenty-nine
priority of a public servant in providing public service. Finally, eighteen of the
public employees answered that citizen should be the 3rd and the least priority of
a public servant in giving public service. Therefore the highest response has
84
o the term Citizen as the 1st priority that public servants should
been given to
consider in giving public service.
Figure VI.IV
60
50 49
40
30
Frequency
20
19
10
3
0
1 2 3
Ranking
public service. Nineteen of the public employees answered that the office should
be the 1st one in the prior

priorities
ities of a public servant in giving public service. Forty-
Forty
nine of the public employees answered that office should be the 2nd priority of a
public servant in providing public service. Finally, three of the public employees
the 3rd and the least priority of a public servant in

answered that office should be th
giving public service. Thus, the highest response has been given to the term
85
Office as the 2nd priority that public servants should consider in giving public
service.
Further Analysis
In general, the majority of the 86 respondent public employees yield the
following ranking: Citizen as the 1st, Office as the 2nd, and Family as the 3rd
priority. By making the citizens as their 1st priority, they are honoring their
contracts and the use of their professi

professional
onal expertise on their client’s behalf. They
are also considering the social needs and claims of their clients (Otis Baskin,
Craig Aronoff, and Dan Lattimore; 1997). According to the interview with Mr.
Monroy, the most ideal public servant is the one who prioritizes citizen as the first
among their list, the office should be the second, and the family will be the last.
For him, the nature of being a public servant is anchored on serving the citizens
with utmost responsibility and integrity. The office shou

should
ld come second because
it is here where a public servant would provide their service to the citizen. Finally,
the family should come last for him because it is the one that is least prioritize
when the issue is about giving public service. Nevertheless he said that family
should still be considered and be given importance. He states that “kapag ang
naging usapan na ay kung sa pagiging isang mabuting ama, uunahin ko talaga
ang aking pamilya.”
86
Figure VI.V
Adherence of Imus Public Employees to Sections 4 and 5 of RA6713 as

perceived by Public Officials
Simple living 3.8
Responsiveness to the public 3.78
Duties 3.72
Political Neutrality 3.6
3.3 3.4 3.5 3.6 3.7 3.8 3.9 4
employees to Sectionss 4 and 5 of RA6713 based on the assessment of the 12
respondent public officials. Again, take note that the highest possible mean score
that a category may attain is 4 and the passing rate is 2. Based from the data
gathered, the public employees have achieved a passing rate on all of the norms
and duties based from the perception of the respondent public officials. Their
Thei
mean scores were all above average since it is within the gap of 3.52-3.89.
3.52 It
only indicates that the Imus public employees give a strict compliance towards
the norms and their duties based from the perception of the respondent public
officials. The results

ults of the assessment are illustrated from the highest to the
87
lowest mean score. The highest norm that has been achieved by the public
employees is the norm Commitment to Democracy which acquires an almost
perfect mean score of 3.89. By giving high adhere

adherence
nce to this norm, the Imus
public employees show high commitment to the principle of accountability with
their loyalty alleged to the citizens.
On the other hand the lowest norm that has been achieved by the public
employees is the norm Commitment to Publi

Public
c Interest that acquires a mean
score of 3.52 which is still very high. Hays and Kearney (1995) stated that the
process of training individuals and maintaining a system that promotes ethics in
public service are all essential factors in order to establish Professionalism and
Commitment to public interest among public officials and employees.
Professionalism is the ability of a public servant to discharge his or her duty with
passion, excellence, skill and intelligence. If the public employees of Imus would
undergo more training, they would be able to improve the exercise of the norm
Commitment to public interest and Professionalism which is very good for the
municipal government of Imus. Nevertheless, even when the results of the
survey indicate that Imus pu

public
blic employees strictly comply with the norms and
duties of RA6713, there are several factors which still affect their compliance to
such.
For Mr. Monroy, the primary factor that affects the compliance of Imus
public employees in observing the provision

provisionss of RA6713 is Politics. The more
88
employees participate in politics the more they will fail to comply with the
provision of RA6713. Employees with political attachment with government
officials tends to be more aggressive towards their fellow employee and tends to
ignore provisions of RA6713 because it gives them the impression that their
political attachment is a defense mechanism against protest and prosecution
against their wrong doings. Even though there is the norm of political neutrality in
RA6713 it is not properly established among the government employees.
According to Mr. Monroy, the effectiveness of RA6713 depends to the
governance itself. In order to strictly implement the provisions of the law,
government officials must see to it that RA6713 bec

becomes
omes their day to day
guidelines in their work. He said, as we know some officials are facing charges of
corruption and a lot of them continue committing it just to satisfy their needs to
luxurious lifestyles. Mr. Monroy believed that the provisions stated under RA6713
are in good manner but it lacks a system to impose a program that will fully and
strictly implement it.
In addition Mr. Monroy explained that his title as an outstanding municipal
employee requires a strict compliance to the provisions of RA6

RA6713
713 especially on
the norms provided in the law. He always starts the day at work early and
regularly attends the flag raising ceremony every Monday and Friday. He always
takes immediate and necessary actions on the needs of his clients and finishes
the documents
cuments they are acquiring on time. In his office, he always utilize the use
of equipments like ink printers, ball pens, typewriting, etc. He also explained that
89
the most important of the norms for him is living a modest life by stating it
truthfully in hiss annual Statement of Assets and Liabilities. For him it is also
important to not meddle with political activities and don’t get involved and take
participation in any government project to gain extra income. Accordingly, he
explained to us that any public employee may acquire a luxurious life and
become rich any time they want only that they must give up their principles in
public service. Mr. Monroy said “Sa tinagal ko dito sa Munisipyo ng Imus, kung
gustuhin ko mang yumaman ay magagawa ko na siya. Madali lang namang
maging tiwaling empleyado tulad ng ilang opisyal, pero ni minsan ay hindi ko
inisip na maging ganoon dahil kung magiging katulad pa ako nila ay
makakadagdag pa ako sa problema ng gobyerno. Kung gusto natin ng
pagbabago simulan natin ito sa ati

ating
ng sarili, huwag tayo maghanap ng pababago
sa ibang tao. Magbago tayo para sa ating sarili at hindi para sa ibang tao.”
Statement 5: To what extent does the citizen of Imus municipality assess
their public officials and employees in terms of observing Sections 4
(Norms of conducts) of Republic Act 6713?
Citizens of Imus. Through their evaluation, the research would be able to
determine how well Public Employees and Officials comply with Sections
Section 4 and 5
of RA6713. As for the answer given by the citizens on their familiarity about
90
RA6713, the orientation provided by the municipal government for RA6713, and
the rankings regarding Office, Citizen, and Family, they are illustrated as follows:
fo
Figure VII
Awareness of Citizens on RA6713
31%
Yes
No
69%
This illustration shows the awareness of the 100 respondent citizens
regarding RA6713. As shown, majority of the citizen are aware of RA6713
making 69% of the total number of the respondent citizens. On the

t other hand
31% of the citizens are not aware of such law. Take note that these citizens are
taken from those who are conducting businesses to the municipal government in
a daily basis and yet many of them are not aware of the existence of such law. It
would
ould be better if they would also know the existence of such law because they
would add up to those agents that would enforce its provisions. The citizen
should be more active on knowing the existence of such laws because at the first
place it is intended to serve their interest. Through this, the citizens would
91
recognize how the public servants should behave in office giving them
opportunities to demand and look for its performance among the public servants
of Imus municipality. This in turn would make the

themm into responsible citizens. The
observance of RA6713 would not only promote transparency in governance but it
would also create harmonious relation among the government and the citizen.
92
Figure VII.I
Variation of the strategies provided by the Municipal government of Imus
as perceived by the Citizens
Conducting Seminars

Values development programs

Workshops
17%
Conducting
31% 2% Seminars, Workshops and
1% Conducting Seminars and
Simple orientation
8% Conducting Values development
program
6% Conducting Workshops
Handling down policies

18% 11%
4% Handling down policies and

Simple Orientation
1% 1%
Simple Orientation
Not aware
municipal government in the dissemination of information about RA6713. The
data within the figure shows the different step

steps
s and procedures how the 100 Imus
citizens came know the provisions of RA6713. Similar to the response of the
93
Imus public employees and officials, it also resulted to several combinations from
the five original choices. Nevertheless, majority of the percen

percentage
tage indicated that
they are not aware of RA6713. It only means that although the Imus municipal
government is doing necessary steps in order to disseminate information about
RA6713, it is not enough because there are still those citizens who are not aware
of such law. According to Dan Lattimore et al. (2007), it is important that such
ethical standards must also be known by the citizen and clients of a public
practitioners because it will be up to them to observe if such ethical standards is
being exercised
d by their public practitioner. In his book entitled “Public
Public Relations:
the Profession and the Practice second edition

edition”,
”, he said that ethics is an
important concern in public relations for four reasons: First, public relations has a
reputation for unethical behavior. Second, public relations are often the source of
ethical standards for an organization. Third, public prac

practitioners
titioners have created
suitable code of ethics for themselves; and fourth, public practitioners should act
on behalf of their organizations as the ethical ombudsman for the public they
serve. If public relations seek to achieve proficient service which represents

rep the
interest of the public and that of the organization, its servants must possess
higher standards. The citizens must also participate in the process of eliminating
unethical behavior among public servants. They must see to it that these public
servants
rvants are exercising the right norms of conduct as provided by RA6713.
By considering the provisions of RA6713, especially Section 4 and 5, a
proficient and effective public service will be achieved that represents the interest
94
of the public as well as tthe

he government. RA6713 can be seen as a factor related
to the concept laws which regulate the social conduct of public officials or
employee. It is created in order to address the issue of unethical practices as
linked to public relations. RA6713 serve as a policy which aims to promote high
moral standards among its public officials and employees. The norms of
conducts and duties of public officials of employees ((Sections

s 4 and 5) of the
code provide the necessary measures in order to promote efficient and effective
e
public service.
Figure VII.II
perception of Citizens
40 38 36
35
30
26
25
Frequency 20
15
10
5
0
1 2 3
Ranking
95
This illustration shows how the 100 respondent citizens of Imus
municipality rank Family in the priorities of a public servant in terms of giving
public service. Twenty--six

six of the citizens answered that the family should be the
1st one in the priorities of a public servant in giving public service. Thirty-eight
Thirty of
the citizens answered that family should be the 2nd priority of a public servant in
providing public service. Finally, thirty

thirty-six
six of the citizens answered that family
Thus, the highest response has been given to the term Family as the 2nd priority
that public servants should consider in giving public service.
Figure VII.III
The priorities of Public servants in terms of Citizen based from the
70
60 58
50
40
Frequency 31
30
20
11
10
0
1 2 3
Ranking
96
public service. Fifty-eight

eight of the citizens answered that the citizen should be the
1st one in the priorities of a public servant in giving public service. Thirty-one
Thirty of
the citizens answered that citizen should be the 2nd priority of a public servant in
providing
ding public service. Finally, eleven of the citizens answered that citizen
Thus, the highest response has been given to the term Citizen as the 1st priority
Figure VII.IV
60
53
50
40
31
30
Frequency
20 16
10
0
1 2 3
Ranking
97
public service. Sixteen of the citizens answered that the office should be the 1st
one in the priorities of a public servant in giving public service. Thirty-one

Thirty of the
ens answered that office should be the 2nd priority of a public servant in
citizens
providing public service. Finally, fifty

fifty-three
three of the citizens answered that office
Thus, the highest response has been given to the term Office as the 3rd priority
Further Analysis
In general, the majority of the 100 respondent citizens yield the following
ranking: Citizen as the 1st, Family as the 2nd, and Office as the 3rd priority. By
making the citizens as the first priority, the citizens of Imus wanted that the public
servants of Imus municipality to cconsider

onsider their needs first before other things. As
stated earlier by Mr. Monroy (2011), the nature of being a public servant is to
generally serve the interest of the citizen and nothing else. Other things must go
second and third but the priorities toward the citizen should always be the first
one.
98
Figure VII.V
Adherence of Imus Public Officials and Employees to Sections

Section 4 and 5 of
RA6713 as perceived by Citizens
Responsiveness to Public 3.02
Simple Living 2.67
2.3 2.4 2.5 2.6 2.7 2.8 2.9 3 3.1
officials and employees to Sections

s 4 and 5 of RA6713 based on the assessment
of the 100 respondent citizens. Again, take note that the highest possible mean
score that a category may attain is 4 and the passing rate is 2. Based from the
data gathered, the public officials and em

employees
ployees have achieved a passing rate
on all of the norms and duties based from the perception of the respondent
citizens. Nevertheless, the assessment given by the respondent citizens are not
that high as compared to the assessment given by the respondent Imus public
officials and employees. The results of the assessment are illustrated from the
highest to the lowest mean score. The highest norm that has been achieved by
99
the public officials and employees is the norm Responsiveness to the public
which acquires
res a mean score of 3.02. The lowest norm that has been achieved
by the public officials and employees is the norm Nationalism and Patriotism
which acquires a mean score of 2.57. The other norms of public officials and
employees also acquired a low mean sc

score ranging from 2.57--3.02. This only
implies that the respondent citizens of Imus are really not satisfied with the
performance of the public officials and employees. Their perception shows that
there is a low compliance among public officials and employees

employe regarding
Sectionss 4 and 5 of RA6713.
Two of the lowest norms in the assessment given by the respondent
citizens are Simple Living and Nationalism and Patriotism

Patriotism. According to the book
of Coromel et al. (2002), an extravagant lifestyle is one of the easiest indicators
of corruption. It is clearly stated in RA6713 that public officials and employees
and their families shall lead modest lives appropriate to their positions and
income. They shall not indulge in extravagant or ostentatious display of wealth

weal in
any form. If the respondent citizens perceived that the public officials and
employees have a low compliance on Simple Living then there may be a problem
regarding this issue. Moreover, the norm of Nationalism and Patriotism was also
given consideration.
ion. Although it is simply defined as the ability of public officials
and employees to remain loyal to the Republic and to the Filipino people, it
should still be given importance. A patriot is a person who loves his or her
country and supports its authori

authority
ty and interest. If patriotism is channeled towards
100
the country, a body of citizen would be more unified and thus to provide
appreciation and respect in the national interest. (Ethics and Morality: Moral
Values in Society, the Ethics of Patriotism: 2007)
Statement 6: Are there any significant differences between the
assessments of the 3 respondents?
Figure VIII
The differences between the responses of the Public Officials, Employees,

and Citizens
2.98
3.52
2.99
3.62
2.84
3.73
2.79
3.6
3.02
Responsiveness to the Public 3.37
3.78
2.57
3.72
2.89
3.89
2.67
Simple Living 3.24
3.8
0
Duties 3.35
3.72
0 0.5 1 1.5 2 2.5 3 3.5 4 4.5
Citizens Public Employees Public Officials
This illustration shows the differences between the responses

resp of the
respondent citizens, public officials and employees, in assessing the Imus public
servants. So far as the statistician of this study is concerned, the computations of
101
the responses given by the 3 sets of respondents have resulted to the conclusion
conclu
that there is a significant difference between the responses of the citizen, public
officials, and employees. The assumption of the researchers that there is a
significant difference in the answers of the respondents is therefore correct. This
means that
hat the perceptions of the respondents are different from one another or
are not consistent with one another. As illustrated in the table, the perceptions of
the citizens are much lower as compared to the other two respondents while the
responses of the public

blic officials are quite high as compared to the two. Also, the
results of what norm is dominant are also different from each set of respondents
considering its mean scores. Thus, it is not possible to arrange which norms
have the highest grade and which o

one
ne has the lowest score since their response
differ from one another.
Therefore, the views of the respondent citizens, the public officials, and
employees are not same with one another in assessing the compliance of the
Imus public servants on Sections

s 4 and 5 of RA6713. In line with this, in order to
address the negative assessment given by the citizens, what the Imus municipal
government, officials, and employees must do is to be more authentic on
disseminating information about RA6713 among themselv

themselves
es not only to the
minor provisions but also to its important provisions. The municipal government
must also implement a system that would make the provisions of RA6713 strictly
enforced among its officials and employees in order to ensure the compliance of
o
these servants to a responsible and accountable public service. Through this, the
102
Imus municipal government may then reacquire the trust of the citizens that they
must possess in order to create a harmonious political environment and thus to
promote good governance. As many people believe “Good governance never
depends upon laws, but upon the personal qualities of those who govern. The
machinery of government is always subordinate to the will of those who
administer that machinery.”
103
CHAPTER V
Summary of Findings, Conclusions, and Recommendations
This chapter will enumerate the various findings, conclusions, as well as
the recommendations of the researchers with regard to the topic and information
at hand. The researchers hope that this chapte

chapterr will be able to show the results
of the study.
Findings:
researchers found out the following:
7.) Republic Act 6713 is known as ““The

The Code of Conduct and Ethical
Standards for Public Of

Officials and Employees”.
c.) Sectionss 4 and 5 of Republic Act 6713 provide the proper norms of
conducts and duties of public officials and employees while in office. It
includes norms and duties which entail a responsible and honest public
servant in providing public service such as those incorporating
neutrality in politics, finishing works at due time, and properly
accommodating the citizens according to their needs. All of these
norms and duties are all necessary to promote high standard public
servants.
104
d.) It is enforced by the Civil Service Commission, who has full
responsibility over the law, among public officials and employees by
conducting seminars like values development, professional, scientific,
technical and educational programs in order for it to be recognized and
exercised by the public servants in a particular government. In this
sense, it is expected that all public servants are aware of this law.
Nevertheless, based from the data gathered, some of the public
employees in the Imus municipality are not aware of the said law. It is
a manifestation that the Civil Service Commission’s strict rules on
enforcing RA6713 as well as testing the reliability of those employees
in the municipality are now becoming loose. It may also include the
inefficient steps being done by the municipal government to implement
RA6713 among its officials and employees. What is needed to be done
in order for this law to be effective is a system of an effective
implementation.
8.) The respondents possess demographic factors which are different from
each other. These factors may only indicate that the respondents of the
study came from diff

different environment.
9.) The elected public officials of Imus are all aware of RA6713 and are all
complying with the provisions of the law particularly Sections

Section 4 and 5 of
RA6713 as perceived by the respondent public employees.
105
10.) 77% of the respondent public employees of Imus are aware of
RA6713 but 23% of them follow the law unknowingly with or without full
knowledge. They nevertheless give strict compliance to it based from the
perception of the respondent public officials.
11.) 69% of the respondent citizens are aware of RA6713 but 31% of
them are unaware of such. They gave a relatively low grade to the Imus
public officials and employees. Their response is very different from the
response given by the respondent public officials and employees.
12.) The responses of tthe

he 3 sets of respondents are different from one
another. It shows that the compliance of the public servants of Imus to
RA6713 is not the same to one another based from the perception of the
respondent public officials, employees, and citizens.
Conclusions:
researchers conclude the following:
7.) “The
The Code of Conduct and Ethical Standards for Public Officials and
Employees” is one of the instruments used by the government in order to
promote
te good governance and public accountability.
c.) Sectionss 4 and 5 of Republic Act 6713 provide how public officials and
employees should perform their duties in line with the norms of
conduct and duties as provided in the said code. By incorporating
106
these factors
tors in their functions, it may create an accountable, high
standard, honest, and responsible public servants.
d.) It is enforced by the Civil Service Commission among public servants
in the government with strict rules and regulations to promote high
standard
d public officials and employees. Nevertheless due to several
factors and influences, it causes the law to deteriorate in a sense that
some of the public servants in Imus Municipality are not aware of the
provisions of RA6713.
8.) The demographic factors of th

thee respondents vary from one another when
it comes to their educational background, years of service, gender, and
age gaps. Because of this it may also affect their response to the survey in
assessing the public servants of Imus.
9.) The Imus public officials shows an average adherence towards the norm
Responsiveness to the public, and slight compliance towards the norm
Political Neutrality based from the perception of the Imus public
employees.
10.) The Imus public employees show a very high compliance on all of
the
e norms and duty provided in RA6713 based from the perception of the
respondent public officials. The highest of the norm is Commitment to
Democracy while the lowest of the norm is Commitment to public interest.
11.) The Imus public employees and officials gat

gathered
hered a very low grade
from the assessment of the respondent citizens. It only indicates that the
107
respondent citizens are not satisfied with the performance of the Imus
public officials and employees with regard to RA6713. It may also be
inferred that the Imus citizens have been losing confidence over the
municipal government over the past years.
12.) The answers of the 3 sets of respondents are significantly different
from each other. It only indicate that there is a different perception from
the respondents wh
which
ich means that what the other respondents may
perceived is different from what the others have perceived.
Recommendations:
Based on the findings and conclusions, the researchers recommend the
following:
6.) To the future researchers planning to conduct simil

similar
ar studies. They may
conduct another study in the Imus municipality regarding RA6713 but it
would be better to use other pertinent laws which also promote good
conducts and duties in office aside from RA6713 as the basis of their
research. They may also co

conduct
nduct a similar study on different municipality,
city, or province. Another good recommendation for them is to formulate
survey forms in the language Filipino so that it can be easily understood
by the respondents of the research. Finally, based from the comments

c
received by the researchers from their respondents, it would be better for
them to focus the subjects of the research to specific individuals such as
108
focusing only on the mayor and not on the public officials in general.
Through this, a more accura

accurate
te assessment maybe acquired by the
research study.
7.) To the Imus Municipality. The municipal government should be more
authentic in
n creating the necessary steps to disseminate the needed
information about the provisions of RA6713 not only to the public servants
serv
in the municipality but also to its citizens. Through this, the public servants
would become more aware in properly exercising their duties while in
office. Also, the citizens would recognize how the public servants should
behave in office giving them opportunities to demand and look for its
performance among the public servants of Imus Municipality thus turning
them into responsible citizens. The municipality must also provide a
system of implementation regarding RA6713 because based from the data
gathered
hered by the researchers, although many public servants are aware of
the provisions of RA6713 they are not taking it seriously. The content of
the law is good; however its implementation is not effective.
8.) To the Civil Service Commission. The Civil Service Commission must
become stricter in enforcing the provisions of the RA6713 among the
public servants in order to avoid further negative strains in giving public
service. Currently, there are public servants in the Imus Municipality who
are not aware of such law. Even though they are performing their duties in
office, they are not aware on whether they or they are not complying with
109
such law. By becoming stringent in enforcing RA6713, these public
servants would have no choice but to observe and exercise its provisions,
thus turning them into high standard public servants. It would also
eliminate the culture of politics among them because the provisions of
RA6713 would promote political neutrality. As stated earlier, RA6713 is a
great law, the problem however is that the government is not enforcing it
properly. What is needed to be done is to be effective in implementing
RA6713.
9.) To the Imus Public Officials and Employees. They must engage in more
orientation regarding RA6713 in order for them to be more aware of its
provision. They should also take note of the assessment given by the
citizen regarding their compliance on RA6713. They must focus more on
giving them public service which shows strict compliance towards the
proper norms of conduct especially living a modest life as well as
nationalism and patriotism. Although their assessment to each other
appears to be positive, what matters most is the assessment given by the
citizens because it is their interest that should be given priority first before
all otherr things. If they saw something negative about the current practices
of the Imus public officials and employees then it should be the right time
to change those things to better serve and promote the interest and
welfare of the public and the municipal gov

government.
ernment. Particularly they must
110
focus on observing the norms Simple Living, Commitment to Democracy,
and Political Neutrality.
10.) To the Citizens. The citizens of Imus must be also aware of the
provisions of RA6713 in order for them to know whether the public officials
and employees of the municipality are performing their duties in
accordance with the said law. By being properly informed about RA6713,
they would be able to demand or to seek for its observance among the
public servant in Imus municipality. Thi

This
s in turn will turn them into
responsible citizens that show concern on how their government promotes
better governance and accountability. Thus, it would create a harmony
between the government and the ones who are governed.
111
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115
Appendices
116
Name: Age: Gender:
Educational background:
Directions: This survey seeks to assess the Public Officials and Employees of Imus municipality
regarding certain provisions of Republic Act 6713 or the Code of Conduct and Ethical Standards
for Public Officials and Employees. Please answer the questions honestly. Your answers will reflect
your general assessment as Citizens on the compliance of your respective Public Officials (Mayor,
Vice-mayor, and Councilors) and Employees regarding section 4 of the Republic Act 6713.
--- PART 1: Introductory evaluation ----------------------------------------------------------------

1. Are you familiar with the government’s policy in institutionalizing a conduct and ethical
standards for public officials and employees (R.A. 6713)?
O Yes ONo
1.1 If Yes, what kind of orientation has been provided by the municipal government?
O Handling down policies
O Conducting seminars
O Conducting workshops
O Simple orientation
O Conducting values development, professional, scientific, technical and educational programs
O Others _____________________
2. How should public officials and employees manage their priorities in performing its duties and
responsibilities? Kindly rank your response as 1- Highest priority, 3- Least Priority
___ Family
___ Citizen
___ Office
NEXT PAGE ---------->
--- PART 2: Norms ------------------------------------------------------------------------------------

Directions: Please shade the circle for each item that will suffice your assessment on how Imus Public
Official (Mayor, Vice-mayor, and Councilors) and Public Employee comply with the following:
Always Sometimes Rarely Never
A. Commitment to public Interest 4 3 2 1
1.) Able to work under pressure.
2.) Able to perform multi- tasking.
3.) Use office resources efficiently and effectively.

4.)Use the facilities at hand properly.
5.) Promote honest use of office resources and funds.
B. Professionalism
1.) Come to office regularly.

2.) Arrive and leaves the office in time.
3.) Perform duty with utmost excellence, intelligence, and skills.
4.) Avoid and ignore criticizing/criticisms in the workplace.
5.) Finish works at due time.
C. Justness and sincerity
1.) Accommodate all kinds of people.

2.) Does not grant favored work for relatives.
3.) Practice “first-come-first-serve”.
4.) Carry out orders and instructions properly.
5.) Observe policy rules and regulations in providing public service.
D. Political neutrality
1.) Provide unbiased service to clients regardless of party affiliation.

2.) Disregard party rank, status and affiliation in giving priorities.
3.) Accommodate members of the opposing party.
4.) Avoid endorsing party affiliation in line with public service.
5.) Accommodate members of the approving party without due favor.

E. Responsiveness to the public 4 3 2 1
1.) Entertain clients passionately.

2.) Approach clients in a hospitable manner.
3.) Accommodate clients in a respectful attitude.
4.) Take necessary measure to answer the needs of clients.
5.) Provide simple and useful advices to the clients.
F. Nationalism and patriotism.
1.) Encourage the use of local products to the people.

2.) Endorse local achievements during important events.
3.) Prefer the use of local language/dialect as usual conversation.
4.) Promote Filipino values in line with public service.
5.) Promote the appreciation and pride of the country and people.
G. Commitment to democracy
1.) Respect the opinion of clients.

2.) Adhere to the rule of public accountability.
3.) Commit oneself to the democratic way of life and values.
4.) Offer loyalty to the people above other interest.
5.) Manifest by actions the supremacy of civilian authority.
H. Simple living
1.) Maintain lifestyle appropriate to income and position.

2.) Avoid extravagant display of wealth in any form.
3.) Utilize personal items that are appropriate to income.
4.) Prefer having simple accessories during public appearance.
5.) Keep up with simple and plain appearance.
Thank You! Good Day!

Name: Age: Gender:
Position: Years of Service:
your general assessment as Public officials on the compliance of your public employees regarding
section 4 and 5 of the Republic Act 6713.

O Yes O No
O Others _____________________
___ Family
___ Citizen
___ Office
NEXT PAGE ---------->
--- PART 2: Norms ------------------------------------------------------------------------------------

employees comply with the following:

4.) Use the facilities at hand properly.
B. Professionalism





F. Nationalism and Patriotism.


H. Simple living

3.) Utilize personal items that are appropriate to income.

--- PART 3: Duties ------------------------------------------------------------------------------------
Duties 4 3 2 1
1.) Act promptly on letters and requests.

2.) Submit annual performance reports.
3.) Process documents and papers expeditiously.
4.) Act immediately on the public's personal transactions.
5.) Make documents accessible to the public.

Name: Age: Gender:
Department: Years of Service:
your general assessment as Public employees on the compliance of your respective Public officials
(Mayor, Vice-mayor, and Councilors) regarding section 4 and 5 of the Republic Act 6713.

O Yes O No
O Others _____________________
___ Family
___ Citizen
___ Office
NEXT PAGE ---------->
--- PART 2: Norms ------------------------------------------------------------------------------------

Official (Mayor, Vice-mayor, and Councilors) comply with the following:
4.) Use the facilities at hand properly.
B. Professionalism





F. Nationalism and Patriotism.


H. Simple living

3.) Utilize personal items those are appropriate to income.

--- PART 3: Duties ------------------------------------------------------------------------------------
Duties 4 3 2 1
1.) Act promptly on letters and requests.

2.) Submit annual performance reports.
3.) Process documents and papers expeditiously.
4.) Act immediately on the public's personal transactions.
5.) Make documents accessible to the public.

Reliability Test
Notes
Output Created 04-Jun-2011 17:01:52
Comments
Input Active Dataset DataSet1
Filter <none>
Weight <none>
Split File <none>
N of Rows in Working Data

25
File
Matrix Input
Missing Value Handling Definition of Missing User-defined missing values are treated
as missing.
Cases Used Statistics are based on all cases with

valid data for all variables in the
procedure.
Syntax RELIABILITY
/VARIABLES=V1 V2 V3 V4 V5 V6 V7
V8 V9 V10 V11 V12 V13 V14 V15 V16
V17 V18 V19 V20 V21 V22 V23 V24 V25
V26 V27 V28 V29 V30 V31 V32 V33 V34
V35 V36 V37 V38 V39 V40 V41 V42 V43
V44 V45 V46
/SCALE('ALL VARIABLES') ALL
/MODEL=ALPHA
/STATISTICS=DESCRIPTIVE
/SUMMARY=MEANS VARIANCE.
Resources Processor Time 00:00:00.046
Elapsed Time 00:00:00.031
[DataSet1]
Scale: ALL VARIABLES
Case Processing Summary
N %
Cases Valid 25 100.0

a
Excluded 0 .0
Total 25 100.0
a. Listwise deletion based on all variables in the

procedure.
Reliability Statistics
Cronbach's Alpha
Based on
Standardized
Cronbach's Alpha Items N of Items
.828 .976 46
Item Statistics
Mean Std. Deviation N
V1 13.00 7.360 25
V2 3.64 .490 25
V3 3.40 .500 25
V4 3.60 .500 25
V5 3.60 .500 25
V6 3.44 .712 25
V7 3.64 .757 25
V8 3.48 .770 25
V9 3.56 .507 25
V10 3.44 .583 25
V11 3.48 .510 25
V12 3.60 .500 25

V13 3.36 .569 25
V14 3.60 .577 25
V15 3.60 .577 25
V16 3.72 .458 25
V17 3.48 .653 25
V18 3.40 .707 25
V19 3.52 .510 25
V20 3.28 .458 25
V21 3.36 .810 25
V22 3.68 .476 25
V23 3.72 .458 25
V24 3.80 .408 25
V25 3.60 .577 25
V26 3.76 .436 25
V27 3.48 .586 25
V28 3.60 .500 25
V29 3.64 .490 25
V30 3.68 .476 25
V31 3.64 .490 25
V32 3.52 .714 25
V33 3.52 .586 25
V34 3.64 .490 25
V35 3.56 .583 25
V36 3.60 .500 25
V37 3.56 .651 25
V38 3.56 .583 25
V39 3.64 .569 25
V40 3.64 .569 25
V41 3.76 .436 25
V42 3.72 .458 25
V43 3.60 .577 25
V44 3.56 .583 25
V45 3.56 .768 25
V46 3.60 .577 25

Summary Item Statistics
Maximum /
Mean Minimum Maximum Range Minimum Variance N of Items
Item Means 3.779 3.280 13.000 9.720 3.963 1.944 46
Item Variances 1.494 .167 54.167 54.000 325.000 63.039 46
The reliability coefficient is 0.8, meaning, the questionnaire is good and reliable.
Name: Date:
Directions: Rate each factor by shading the circle for each item as to whether it will be accepted, rejected or be revised
in relation to the norms of conducts and duties of public officials and employees.
Norms of conduct of public officials and employees
A. Commitment to public Interest Accept Reject Revise

1. Able to work under pressure
2. Able to perform multi tasking
3. Use office resources efficiently and effectively
4. Use the facilities at hand properly
5. Promote honest use of office resources and funds
B. Professionalism
1. Come to office regularly
2. Arrive the office in time
3. Perform duty with utmost excellence, intelligence, and skills
4. Avoid and ignore criticizing/criticisms in the workplace
5. Finish works at due time
C. Justice and Sincerity
1. Accommodate all kinds of people
2. Does not grant favored work for relatives
3. Practice “ first-come-first-serve”
4. Carry out orders and instruction properly
5. Observe policy rules and regulations in providing public service
D. Political Neutrality
1. Provide unbiased service to clients regardless of party affiliation
2. Disregard party rank, status and affiliation in giving priorities
3. Accommodate members of the opposing party
4. Avoids endorsing party affiliation in line with public service
5. Accommodate members of the approving party without due favor
E. Responsive to the public
1. Entertain clients passionately
2. Approach clients in a hospitable manner
3. Accommodate clients in a respectful attitude
4. Take necessary measure to answer the needs of clients
5. Provide simple and useful advices to the clients
F. Nationalism and Patriotism Accept Reject Revise
1. Encourage the use of local products to the people
2. Endorse local achievements during important events
3. Prefer the use of local language/dialect as usual conversation
4. Promote Filipino values in line with public service
5. Promote the appreciation and pride of the country and people
G. Commitment to Democracy
1. Respect the opinion of clients
2. Adhere to the rule of public accountability
3. Commit oneself to the democratic way of life and values
4. Offer loyalty to the people above other interest
5. Manifest by actions the supremacy of civilian authority
H. Simple Living
1. Maintain lifestyle appropriate to income and position
2. Avoid extravagant display of wealth in any form
3. Utilize personal items that are appropriate to income
4. Prefer having simple accessories during public appearance
5. Keep up with simple and plain appearance
Duties of public officials and employees
1. Acts promptly on letter and requests.

2. Submit annual performance reports.
3. Does process documents and paper expeditiously.
4. Acts immediately on the public personal transaction.
5. Makes document accessible to the public.

Face Validation Result
Indicators E1 E2 E3 E4 E5 E6 E7 DECISION
1.1 / / / / / / / Accepted
Commitment to public
1.2 / / / / / ? / Accepted
interest
1.3 / / / / / / / Accepted
1.4 / / / / / / / Accepted
1.5 / / / / / / / Accepted
2.1 / / / / / ? / Accepted
Professionalism
2.2 / / / / / X / Accepted
2.3 / / / / / / / Accepted
2.4 / / / / / ? / Accepted
2.5 / / / / / / / Accepted
3.1 / / / / / / / Accepted
Justness and sincerity
3.2 / / / / / ? / Accepted
3.3 / / / / / ? / Accepted
3.4 / / / / / / ? Accepted
3.5 / / / / / / ? Accepted
4.1 / / / / / / / Accepted
Political neutrality
4.2 / / / / / / / Accepted
4.3 / / / / / ? X Accepted
4.4 / / / / / / X Accepted
4.5 / / / / / / / Accepted
5.1 / / / / / X / Accepted
Responsiveness to
the public
5.2 / / / / / X / Accepted
5.3 / / / / / / / Accepted
5.4 / / / / / / / Accepted
5.5 / / / / / / / Accepted
Nationalism and 6.1 / / / / / / / Accepted
6.2 / / / / / / / Accepted
Patriotism
6.3 / / / / / / / Accepted
6.4 / / / / / / / Accepted
6.5 / / / / / / / Accepted
7.1 / / / / / / / Accepted
Commitment to
7.2 / / / / / ? / Accepted
democracy
7.3 / / / / / / ? Accepted
7.4 / / / / / / / Accepted
7.5 / / / / / / / Accepted
8.1 / / / / / / ? Accepted
8.2 / / / / / / / Accepted
Simple Living
8.3 / / / / / ? / Accepted
8.4 / / / / / / / Accepted
8.5 / / / / / ? / Accepted
9.1 / / / / / / / Accepted
Duties of public officials
and employees
9.2 / / / / / / / Accepted
9.3 / / / / / ? / Accepted
9.4 / / / / / / / Accepted
9.5 / / / / / / / Accepted
Legend
E1 Mr. Camiloza
E2 Mr. Rocina
E3 MsAtienza
E4 Mr.Estarada
/- Accept
E5 Mr. Dominguez
?- Revise
E6 Ms. Albarico
X- Reject
E7 Mr. Espiritu
Validated by:
Camilosa, Loreto G. Atienza, Jessie L.
Asso. Professor 3 Asst. Professor 3
Rocina, Jose Aims R. Espiritu, Gerry G.
Asst. Professor 5 Lecturer 2
Estrada, Rafael Julius D. Albarico, Kiev C.
Asst. Professor 3 Lecturer 3
Dominguez, Jemerson N.
Psychometrician
Name: _ Date: _________________
DIRECTIONS: Please read each item carefully. Rate each item using the criteria in a five-point scale (1 to
4) as described in the introduction. Please indicate your judgment by writing your rating on the
appropriate space corresponding to each item.
CRITERIA:
Criterion 1 - Each item is an application of how the norm and duties of public officials and
employees shall be carried out as related to each category.
Criterion 2 - Each item describes either behavior/situation that public officials and employees
are apt to encounter/observe on a situation they are appropriate to find in.
Criterion 3 - The norms and duties described deals only with things which public officials and
employees might follow properly.
Criterion 4 - The items used in each category is familiar to most public officials and employees
in the context of norms of conducts and duties.
Example:
Criteria
C1 C2 C3 C4
(Rating) Item 1 4 3 4 4
Norms of conducts- Every public official and employee shall observe the following as standards of
personal conduct in the discharge and execution of official duties:
1. Commitment to public interest. - Public officials and employees shall always uphold the public interest
over and above personal interest. All government resources and powers of their respective offices
must be employed and used efficiently, effectively, honestly and economically, particularly to avoid
wastage in public funds and revenues.
Indicators Criterion 1 Criterion 2 Criterion 3 Criterion 4
Commitment to public interest 1 2 3 4 1 2 3 4 1 2 3 4 1 2 3 4
1.1 Able to work under pressure.
1.2 Able to perform multi- tasking.

1.3 Use office resources efficiently and
effectively.
1.4 Use the facilities at hand properly.
1.5 Promote honest use of office

resources and funds.
2. Professionalism. - Public officials and employees shall perform and discharge their duties with the
highest degree of excellence, professionalism, intelligence and skill. They shall enter public service
with utmost devotion and dedication to duty. They shall endeavor to discourage wrong perceptions of
their roles as dispensers or peddlers of undue patronage.
Professionalism 1 2 3 4 1 2 3 4 1 2 3 4 1 2 3 4
2.1 Come to office regularly.
2.2 Arrive the office in time.
2.3 Perform duty with utmost excellence,

intelligence, and skills.
2.4 Avoid and ignore criticizing/criticisms

in the workplace.
2.5 Finish works at due time.
3. Justness and sincerity. - Public officials and employees shall remain true to the people at all times.
They must act with justness and sincerity and shall not discriminate against anyone, especially the
poor and the underprivileged. They shall at all times respect the rights of others, and shall refrain from
doing acts contrary to law, good morals, good customs, public policy, public order, public safety and
public interest. They shall not dispense or extend undue favors on account of their office to their
relatives whether by consanguinity or affinity except with respect to appointments of such relatives to
positions considered strictly confidential or as members of their personal staff whose terms are
coterminous with theirs.
Justness and sincerity 1 2 3 4 1 2 3 4 1 2 3 4 1 2 3 4

3.1 Accommodate all kinds of people.
3.2 Does not grant favored work for

relatives.
3.3 Practice “first-come-first-serve”.
3.4 Carry out orders and instructions

properly.
3.5 Observe policy rules and regulations in

providing public service.
4. Political neutrality. - Public officials and employees shall provide service to everyone without unfair
discrimination and regardless of party affiliation or preference.
Political neutrality 1 2 3 4 1 2 3 4 1 2 3 4 1 2 3 4
4.1 Provide unbiased service to clients

regardless of party affiliation.
4.2 Disregard party rank, status and

affiliation in giving priorities.
4.3 Accommodate members of the

opposing party.
4.4 Avoid endorsing party affiliation in line

with public service.
4.5 Accommodate members of the

approving party without due favor.
5. Responsiveness to the public. - Public officials and employees shall extend prompt, courteous, and
adequate service to the public. Unless otherwise provided by law or when required by the public
interest, public officials and employees shall provide information of their policies and procedures in
clear and understandable language, ensure openness of information, public consultations and
hearings whenever appropriate, encourage suggestions, simplify and systematize policy, rules and
procedures, avoid red tape and develop an understanding and appreciation of the socio-economic
conditions prevailing in the country, especially in the depressed rural and urban areas..
Responsiveness to the public 1 2 3 4 1 2 3 4 1 2 3 4 1 2 3 4
5.1 Entertain clients passionately.
5.2 Approach clients in a hospitable

manner.
5.3 Accommodate clients in a respectful

attitude.
5.4 Take necessary measure to answer the

needs of clients.
5.5 Provide simple and useful advices to

the clients.
6. Nationalism and patriotism. - Public officials and employees shall at all times be loyal to the Republic
and to the Filipino people, promote the use of locally produced goods, resources and technology and
encourage appreciation and pride of country and people. They shall endeavor to maintain and defend
Philippine sovereignty against foreign intrusion.
Nationalism and patriotism. 1 2 3 4 1 2 3 4 1 2 3 4 1 2 3 4
6.1 Encourage the use of local products to

the people.
6.2 Endorse local achievements during

important events.
6.3 Prefer the use of local language/dialect

as usual conversation.
6.4 Promote Filipino values in line with

public service.
6.5 Promote the appreciation and pride of

the country and people.
7. Commitment to democracy. - Public officials and employees shall commit themselves to the
democratic way of life and values, maintain the principle of public accountability, and manifest by
deeds the supremacy of civilian authority over the military. They shall at all times uphold the
Constitution and put loyalty to country above loyalty to persons or party.
Commitment to democracy 1 2 3 4 1 2 3 4 1 2 3 4 1 2 3 4
7.1 Respect the opinion of clients.
7.2 Adhere to the rule of public

accountability.
7.3 Commit oneself to the democratic way

of life and values.
7.4 Offer loyalty to the people above other

interest.
7.5 Manifest by actions the supremacy of

civilian authority.
8. Simple living. - Public officials and employees and their families shall lead modest lives appropriate to
their positions and income. They shall not indulge in extravagant or ostentatious display of wealth in
any form.
Simple living 1 2 3 4 1 2 3 4 1 2 3 4 1 2 3 4
8.1 Maintain lifestyle appropriate to

income and position.
8.2 Avoid extravagant display of wealth in

any form.
8.3 Utilize personal items that are

appropriate to income.
8.4 Prefer having simple accessories

during public appearance.
8.5 Keep up with simple and plain

appearance.
Duties- Every public official and employee shall observe the following as standards of personal conduct
in the discharge and execution of official duties:
Duties 1 2 3 4 1 2 3 4 1 2 3 4 1 2 3 4
9.1 Act promptly on letters and requests.

- All public officials and employees shall,
within fifteen (15) working days from
receipt thereof, respond to letters,
telegrams or other means of
communications sent by the public. The
reply must contain the action taken on the
request.
9.2 Submit annual performance reports. -

All heads or other responsible officers of
offices and agencies of the government
and of government-owned or controlled
corporations shall, within forty-five (45)
working days from the end of the year,
render a performance report of the agency
or office or corporation concerned. Such
report shall be open and available to the
public within regular office hours.
9.3 Process documents and papers

expeditiously. - All official papers and
documents must be processed and
completed within a reasonable time from
the preparation thereof and must contain,
as far as practicable, not more than three
(3) signatories therein. In the absence of
duly authorized signatories, the official
next-in-rank or officer in charge shall sign
for and in their behalf.
9.4 Act immediately on the public's

personal transactions. - All public officials
and employees must attend to anyone who
wants to avail himself of the services of
their offices and must, at all times, act
promptly and expeditiously.
9.5 Make documents accessible to the

public. - All public documents must be
made accessible to and readily available
for inspection by, the public within
reasonable working hours.
Others please indicate below.
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
__________________________________________________
Thank you for your cooperation!

Criterion Validity Result
Dimensions of the norms and conducts of public officials and employees
Indicators E1 E2 E3
C1 C2 C3 C4 X C1 C2 C3 C4 X C1 C2 C3 C4 X
1.1 4 3 3 4 3.5 4 3 4 4 3.75 3 3 3 3 3

1.2 4 4 3 4 3.75 4 3 4 4 3.75 3 3 3 3 3

interest
1.3 4 3 3 4 3.5 4 3 3 3 3.25 3 3 3 3 3
1.4 4 4 3 4 3.75 4 3 3 3 3.25 4 4 4 4 4
1.5 4 3 3 4 3.5 4 3 3 3 3.25 4 4 4 4 4
2.1 4 4 4 4 4 4 3 3 4 3.5 4 4 4 4 4
Professionalism
2.2 4 3 3 4 3.5 4 3 3 3 3.25 3 3 3 3 3
2.3 4 3 3 4 3.5 4 3 3 4 3.5 3 3 3 3 3
2.4 4 3 3 4 3.5 4 3 3 4 3.5 3 3 3 3 3
2.5 4 3 3 4 3.5 4 3 3 3 3.25 4 4 4 4 4
3.1 4 3 3 4 3.5 4 3 4 4 3.75 4 4 4 4 4

3.2 4 3 3 4 3.5 4 3 3 3 3.25 3 3 3 3 3
3.3 4 4 3 4 3.75 4 3 3 3 3.25 4 4 4 4 4
3.4 4 3 4 4 3.75 4 4 4 4 4 3 3 3 3 3
3.5 4 4 4 4 4 4 4 4 4 4 3 3 3 3 3
4.1 4 3 3 4 3.5 4 4 3 3 3.5 3 3 3 3 3

4.2 4 3 3 4 3.5 4 4 3 3 3.5 3 3 3 3 3
4.3 4 4 4 4 4 4 4 3 3 3.5 3 3 3 3 3
4.4 4 4 4 4 4 4 4 3 3 3.5 3 3 3 3 3
4.5 4 4 4 4 4 4 3 4 4 3.75 3 3 3 3 3
Responsiv
the public
5.1 4 3 3 4 3.5 4 3 3 4 3.5 4 4 4 4 4

eness to
5.2 4 3 3 4 3.5 4 3 3 4 3.5 4 3 3 4 3.5

5.3 4 3 3 4 3.5 4 3 3 4 3.5 4 4 4 4 4
5.4 4 3 3 4 3.5 3 4 4 4 3.75 4 3 3 4 3.5
5.5 4 3 3 4 3.5 4 3 4 4 3.75 3 3 3 3 3
6.1 4 3 3 4 3.5 3 3 4 4 3.5 3 3 3 3 3

Nationalism and
6.2 4 4 4 4 4 3 3 4 4 3.5 3 3 3 3 3
Patriotism
6.3 4 3 3 4 3.5 3 3 4 4 3.5 4 4 3 4 3.75
6.4 4 3 3 4 3.5 4 3 4 4 3.75 4 4 3 4 3.75
6.5 4 4 3 4 3.75 4 3 4 4 3.75 3 4 4 4 3.75
7.1 4 3 3 4 3.5 4 3 4 4 3.75 3 3 4 4 3.5

Commitment to
7.2 4 4 4 4 4 3 3 3 3 3 3 3 3 3 3
Democracy
7.3 4 4 4 4 4 3 3 3 3 3 3 3 3 3 3
7.4 4 4 4 4 4 3 3 3 4 3.25 4 4 4 4 4
7.5 4 4 4 4 4 3 3 3 3 3 3 3 3 3 3
8.1 4 4 3 4 3.75 4 3 4 4 3.75 3 3 3 3 3
8.2 4 3 3 4 3.5 4 4 4 4 4 3 3 3 3 3
Simple Living
8.3 4 3 3 4 3.5 4 4 4 4 4 3 3 3 3 3
8.4 4 3 3 4 3.5 4 4 4 4 4 4 4 4 4 4
8.5 4 3 3 4 3.5 4 4 4 4 4 4 4 4 4 4
9.1 4 4 4 4 4 4 3 4 4 3.75 3 3 3 3 3
and employees
9.2 4 4 4 4 4 3 3 3 3 3 3 3 3 3 3
9.3 4 4 4 4 4 3 3 3 3 3 3 3 3 3 3
9.4 4 4 4 4 4 4 3 4 4 3.75 3 3 3 3 3
9.5 4 4 4 4 4 3 3 3 3 3 3 3 3 3 3
Continuation Criterion Validity
Indicators E4 E5 E6
C1 C2 C3 C4 X C1 C2 C3 C4 X C1 C2 C3 C4 X
1.1 3 3 3 3 3 4 4 3 4 3.75 4 4 3 4 3.75
1.2 3 3 3 3 3 4 3 3 4 3.5 3 3 3 3 3
interest
1.3 3 3 3 3 3 4 3 3 4 3.5 4 3 4 3 3.5
1.4 3 3 3 3 3 4 4 3 4 3.75 4 4 3 4 3.75
1.5 3 3 3 3 3 4 3 3 4 3.5 4 3 4 3 3.5
2.1 4 4 4 4 4 4 3 3 4 3.5 4 4 4 4 4
Professionalism
2.2 4 4 4 4 4 4 3 3 3 3.25 4 4 4 4 4
2.3 3 3 3 3 3 4 4 3 3 3.5 3 3 3 4 3.25
2.4 3 3 3 3 3 4 3 3 3 3.25 3 3 3 3 3
2.5 3 3 3 3 3 4 4 3 4 3.75 4 4 4 4 4
3.1 4 4 4 4 4 4 3 3 3 3.25 4 4 3 3 3.5

3.2 3 3 3 3 3 4 3 3 3 3.25 4 4 4 4 4
3.3 4 4 4 4 4 4 3 3 3 3.25 3 3 3 3 3
3.4 3 3 3 3 3 4 3 3 3 3.25 3 4 4 4 3.75
3.5 4 4 4 4 4 4 3 3 3 3.25 4 4 4 4 4
4.1 3 3 3 3 3 4 3 3 3 3.25 3 3 3 3 3
4.2 3 3 3 3 3 4 3 3 3 3.25 3 3 3 3 3
4.3 3 3 3 3 3 4 3 3 3 3.25 3 3 3 3 3
4.4 3 3 3 3 3 4 3 3 3 3.25 3 3 3 3 3
4.5 3 3 3 3 3 4 3 3 3 3.25 3 3 3 3 3
5.1 4 4 4 4 4 4 3 3 3 3.25 4 4 3 3 3.5

Responsiveness to the
5.2 4 4 4 4 4 4 4 3 3 3.5 3 4 3 3 3.25

public
5.3 4 4 4 4 4 4 3 4 4 3.75 3 4 3 3 3.25
5.4 4 4 4 4 4 4 3 4 3 3.5 3 4 3 3 3.25
5.5 4 4 4 4 4 4 4 3 4 3.75 4 4 4 3 3.75
6.1 4 4 4 4 4 4 3 3 3 3.25 4 4 4 4 4
Nationalism and
Patriotism
6.2 4 4 4 4 4 4 3 3 3 3.25 3 3 3 3 3
6.3 3 3 3 3 3 4 3 3 3 3.25 3 3 3 3 3
6.4 4 4 4 4 4 4 3 3 3 3.25 3 3 3 3 3
6.5 4 4 4 4 4 4 3 3 3 3.25 4 3 4 4 3.75
7.1 3 3 3 3 3 4 3 3 4 3.5 4 4 3 4 3.75

Commitment to
7.2 3 3 3 3 3 4 3 3 4 3.5 4 4 4 4 4
Democracy
7.3 3 3 3 3 3 4 3 3 4 3.5 3 4 4 3 3.5
7.4 4 4 4 4 4 3 3 3 3 3 4 4 3 4 3.75
7.5 4 4 4 4 4 3 3 3 3 3 3 3 3 3 3
8.1 3 3 3 3 3 4 3 3 4 3.5 4 4 3 3 3.5
8.2 3 3 3 3 3 4 3 3 4 3.5 4 4 4 4 4
Simple Living
8.3 3 3 3 3 3 4 3 3 4 3.5 4 4 4 4 4
8.4 3 3 3 3 3 4 3 3 4 3.5 4 3 4 3 3.5
8.5 3 3 3 3 3 4 3 3 4 3.5 4 4 4 4 4
9.1 4 4 4 4 4 4 3 3 4 3.5 4 3 4 4 3.75

and employees
9.2 4 4 4 4 4 4 3 3 4 3.5 4 3 4 3 3.5
9.3 4 4 4 4 4 4 3 3 4 3.5 4 4 3 4 3.75
9.4 4 4 4 4 4 4 3 3 4 3.5 4 4 4 4 4
9.5 4 4 4 4 4 4 3 3 4 3.5 4 3 4 4 3.75
Legend s:
Mean Score (X) E1 Mr. Dominguez
4-Significantly relevant
E2 Mr. Monroy
3-Relatively relevant
E3 Mr. Reyes
2-Fairly relevant
1-Poorly relevant E4 Mr.Gonzales
E5 Mr. Gelera
E6 Ms. Ochosa
Statistics Result
Problem #2: Demographic profile of the citizens
Educational background
Cumulative
Frequency Percent Valid Percent Percent
college 44 44.0 44.0 44.0
elementary 6 6.0 6.0 50.0
High school 50 50.0 50.0 100.0
Total 100 100.0 100.0

Gender
Cumulative
Gender Frequency Percent Valid Percent Percent
Female 56 56.0 56.0 56.0
Male 44 44.0 44.0 100.0
Total 100 100.0 100.0

Age
Cumulative
Age Frequency Percent Valid Percent Percent
21 to 31 32 32.0 32.0 32.0
32 to 42 32 32.0 32.0 64.0
43 to 53 18 18.0 18.0 82.0
54 to 64 15 15.0 15.0 97.0
65 to 75 3 3.0 3.0 100.0
Total 100 100.0 100.0

Familiarity
Cumulative
No 31 31.0 31.0 31.0
Yes 69 69.0 69.0 100.0
Total 100 100.0 100.0

orientation
Cumulative
Valid Cs 17 17.0 17.0 17.0
Cscv 2 2.0 2.0 19.0
Cscw 1 1.0 1.0 20.0
cscwcv 8 8.0 8.0 28.0
Csso 6 6.0 6.0 34.0
Cv 11 11.0 11.0 45.0
Cw 4 4.0 4.0 49.0
Hd 1 1.0 1.0 50.0
Hdso 1 1.0 1.0 51.0
None 29 29.0 29.0 80.0
So 20 20.0 20.0 100.0
Total 100 100.0 100.0

Citizens Rankings
Respondents Family Citizen Office
1 3 1 2
2 3 1 2
3 2 1 3
4 2 1 3
5 2 1 3
6 3 1 2
7 3 1 2
8 2 1 3
9 3 1 2
10 1 2 3
11 2 1 3
12 1 3 2
13 3 2 1
14 2 3 1
15 1 2 3
16 3 1 2
17 2 1 3
18 3 1 2
19 3 2 1
20 3 1 2
21 2 1 3
22 1 2 3
23 3 2 1
24 3 2 1
25 2 1 3
26 3 2 1
27 3 1 2
28 2 1 3
29 1 2 3
30 2 1 3
31 1 2 3
32 3 1 2
33 1 2 3
34 2 1 3
35 2 1 3
36 3 1 2
37 2 1 3
38 2 1 3
39 1 2 3
40 1 2 3
41 2 1 3
42 1 2 3
43 1 2 3
44 1 2 3
45 1 2 3
46 3 2 1
47 2 1 3
48 3 2 1
49 2 1 3
50 2 1 3
51 2 1 3
52 2 1 3
53 2 1 3
54 3 1 2
55 3 1 2
56 3 2 1
57 3 1 2
58 3 1 2
59 2 1 3
60 1 2 3
61 3 1 2
62 3 1 2
63 3 1 2
64 3 1 2
65 2 1 3
66 2 1 3
67 2 1 3
68 3 2 1
69 3 2 1
70 3 1 2
71 1 3 2
72 1 3 2
73 1 3 2
74 1 3 2
75 1 3 2
76 1 3 2
77 2 1 3
78 3 1 2
79 2 1 3
80 2 1 3
81 1 2 3
82 3 2 1
83 1 2 3
84 2 1 3
85 2 1 3
86 1 2 3
87 2 1 3
88 2 1 3
89 1 2 3
90 2 1 3
91 1 2 3
92 3 2 1
93 3 1 2
94 2 1 3
95 3 2 1
96 3 1 2
97 2 3 1
98 2 3 1
99 2 1 3
100 1 3 2
mean ranking 2.1 1.53 2.37
over-all ranking 2 1 3
Regression
Descriptive Statistics
Average 2.84450 .414259 100
age_group 2.2500 1.14922 100
Educ 2.3800 .59933 100
or_grp 7.0700 3.72069 100
gender_grp 1.5600 .49889 100
fam_grp 1.3100 .46482 100
Correlations
average age_group educ or_grp gender_grp fam_grp
Pearson Correlation average 1.000 .030 .253 -.120 .123 -.114
age_group .030 1.000 -.125 -.084 .070 -.222
educ .253 -.125 1.000 .020 -.212 .044
or_grp -.120 -.084 .020 1.000 -.146 .484
gender_grp .123 .070 -.212 -.146 1.000 -.146
fam_grp -.114 -.222 .044 .484 -.146 1.000
Sig. (1-tailed) average . .382 .006 .117 .112 .129
age_group .382 . .108 .202 .243 .013
educ .006 .108 . .423 .017 .331
or_grp .117 .202 .423 . .073 .000
gender_grp .112 .243 .017 .073 . .073
fam_grp .129 .013 .331 .000 .073 .
N average 100 100 100 100 100 100
age_group 100 100 100 100 100 100
educ 100 100 100 100 100 100

or_grp 100 100 100 100 100 100
gender_grp 100 100 100 100 100 100
fam_grp 100 100 100 100 100 100
b
Variables Entered/Removed
Variables Variables
Model Entered Removed Method
1 fam_grp, educ,
age_group,
. Enter
gender_grp,
a
or_grp
a. All requested variables entered.
b. Dependent Variable: average
Model Summary
Adjusted R Std. Error of the

Model R R Square Square Estimate
a
1 .334 .111 .064 .400772
a. Predictors: (Constant), fam_grp, educ, age_group, gender_grp,

or_grp
b
ANOVA
Model Sum of Squares df Mean Square F Sig.

a
1 Regression 1.891 5 .378 2.355 .046
Residual 15.098 94 .161
Total 16.989 99
a. Predictors: (Constant), fam_grp, educ, age_group, gender_grp, or_grp
a
Coefficients
Standardized
Unstandardized Coefficients Coefficients
Model B Std. Error Beta t Sig.
1 (Constant) 2.243 .296 7.575 .000
age_group .013 .036 .036 .361 .719
Educ .205 .069 .296 2.955 .004
or_grp -.008 .012 -.069 -.620 .537
gender_grp .136 .084 .164 1.621 .108
fam_grp -.055 .102 -.062 -.544 .588
a. Dependent Variable: average
*None of the demographic characteristics of the citizens affect their assessment..
Problem #2: Demographic Profile of the Public Officials
Cumulative
college 11 91.7 91.7 91.7
master 1 8.3 8.3 100.0
Total 12 100.0 100.0

Years of service
Cumulative
1 6 50.0 50.0 50.0
4 1 8.3 8.3 58.3
6 1 8.3 8.3 66.7
7 1 8.3 8.3 75.0
10 2 16.7 16.7 91.7

19 1 8.3 8.3 100.0
Total 12 100.0 100.0
Gender
Cumulative
Female 1 8.3 8.3 8.3
Male 11 91.7 91.7 100.0
Total 12 100.0 100.0

age_grp
Cumulative
19 to 29 3 25.0 25.0 25.0
30 to 40 6 50.0 50.0 75.0
52 to 62 3 25.0 25.0 100.0

age_grp
Cumulative
19 to 29 3 25.0 25.0 25.0
30 to 40 6 50.0 50.0 75.0
52 to 62 3 25.0 25.0 100.0
Total 12 100.0 100.0
familiarity
Cumulative
Valid y 12 100.0 100.0 100.0
orientation
Cumulative
Valid cscv 1 8.3 8.3 8.3
cscw 1 8.3 8.3 16.7
csso 2 16.7 16.7 33.3
cv 1 8.3 8.3 41.7
hd 1 8.3 8.3 50.0
hdcsso 1 8.3 8.3 58.3
hdcssocv 1 8.3 8.3 66.7
hdcv 1 8.3 8.3 75.0
hdso 1 8.3 8.3 83.3
hdsocv 1 8.3 8.3 91.7
so 1 8.3 8.3 100.0
Total 12 100.0 100.0

Public officials Ranking
1 1 2 3
2 1 2 3
3 1 2 3
4 2 1 3
5 3 1 2
6 1 2 3
7 1 2 3
8 3 2 1
9 1 3 2
10 1 2 3
11 3 1 2
12 3 1 2
over-all ranking 1.5 1.5 3
Regression
Average 3.7075 .34710 12
age_grp 2.2500 1.13818 12
gender_grp 1.0833 .28868 12
educ_group 1.0833 .28868 12
Correlations
average age_grp gender_grp educ_group
Pearson Correlation average 1.000 -.014 -.823 -.823
age_grp -.014 1.000 -.069 -.069
gender_grp -.823 -.069 1.000 1.000
educ_group -.823 -.069 1.000 1.000
Sig. (1-tailed) average . .482 .000 .000
age_grp .482 . .415 .415
gender_grp .000 .415 . .000
educ_group .000 .415 .000 .
N average 12 12 12 12
age_grp 12 12 12 12
gender_grp 12 12 12 12
educ_group 12 12 12 12
b
Variables Variables
1 educ_group,
a
. Enter
age_grp
a. Tolerance = .000 limits reached.

b
Variables Variables
1 educ_group,
a
. Enter
age_grp
Model Summary

a
1 .826 .683 .613 .21603
a. Predictors: (Constant), educ_group, age_grp
b
ANOVA

a
1 Regression .905 2 .453 9.698 .006
Residual .420 9 .047
Total 1.325 11
a. Predictors: (Constant), educ_group, age_grp
a
Coefficients
Unstandardized Coefficients Standardized Coefficients Correlations
Model B Std. Error Beta t Sig. Zero-order Partial Part
1 (Constant) 4.836 .291 16.590 .000
age_grp -.022 .057 -.072 -.381 .712 -.014 -.126 -.072
educ_group -.996 .226 -.828 -4.403 .002 -.823 -.826 -.826

•Educational attainment affects the assessment of the public officials. The higher the
educational attainment, the lower the assessment.
Problem #3:
N Minimum Maximum Mean Std. Deviation
V15 12 2 4 3.50 .674
V16 12 3 4 3.50 .522
V17 12 3 4 3.42 .515
V18 12 2 4 3.50 .674
V19 12 3 4 3.67 .492
V20 12 3 4 3.75 .452
V21 12 3 4 3.83 .389
V22 12 3 4 3.67 .492
V23 12 2 4 3.25 .622
V24 12 3 4 3.58 .515
V25 12 3 4 3.83 .389
V26 12 3 4 3.50 .522
V27 12 3 4 3.67 .492
V28 12 3 4 3.83 .389
V29 12 3 4 3.83 .389
V30 12 3 4 3.58 .515
V31 12 2 4 3.58 .669
V32 12 3 4 3.58 .515
V33 12 3 4 3.58 .515
V34 12 3 4 3.67 .492
V35 12 3 4 3.58 .515
V36 12 3 4 3.83 .389
V37 12 3 4 3.92 .289
V38 12 3 4 3.83 .389
V39 12 3 4 3.75 .452
V40 12 2 4 3.58 .669

V41 12 2 4 3.50 .674
V42 12 3 4 3.67 .492
V43 12 3 4 3.92 .289
V44 12 3 4 3.92 .289
V45 12 3 4 3.92 .289
V46 12 3 4 3.92 .289
V47 12 3 4 3.92 .289
V48 12 3 4 3.92 .289
V49 12 3 4 3.75 .452
V50 12 3 4 3.83 .389
V51 12 2 4 3.75 .622
V52 12 3 4 3.75 .452
V53 12 3 4 3.75 .452
V54 12 3 4 3.92 .289
V55 12 2 4 3.75 .622
V56 12 1 4 3.67 .888
V57 12 2 4 3.58 .669
V58 12 3 4 3.75 .452
V59 12 2 4 3.83 .577
Average 12 2.80 4.00 3.7075 .34710
Valid N (listwise) 12
Problem #2: Demographic Profile of the Public Employees
Cumulative
college 81 94.2 94.2 94.2
High school 5 5.8 5.8 100.0
Total 86 100.0 100.0

Years of service
Cumulative
5 to 11 39 45.3 45.3 45.3
12 to 18 32 37.2 37.2 82.6
19 to 25 10 11.6 11.6 94.2
26 to 32 5 5.8 5.8 100.0
Total 86 100.0 100.0

Gender
Cumulative
Female 44 51.2 51.2 51.2
Male 42 48.8 48.8 100.0
Total 86 100.0 100.0

Age
Cumulative
24 to 34 20 23.3 23.3 23.3
35 to 45 24 27.9 27.9 51.2
46 to 56 30 34.9 34.9 86.0
57 to 68 12 14.0 14.0 100.0
Total 86 100.0 100.0

Familiarity
Cumulative
No 20 23.3 23.3 23.3
Yes 66 76.7 76.7 100.0
Total 86 100.0 100.0

orientation
Cumulative
Valid cs 13 15.1 15.1 15.1
cscv 2 2.3 2.3 17.4
cscw 3 3.5 3.5 20.9
cscwcv 1 4.7 1.2 22.1
cv 14 16.3 16.3 41.9
cw 8 9.3 9.3 51.2

hdcscv 2 4.6 2.3 55.8
none 20 23.3 23.3 79.1
o 9 10.5 10.5 89.5
so 9 10.5 10.5 100.0
Total 86 100.0 100.0
Public employees Rankings

1 1 3 2
2 1 2 3
3 1 3 2
4 1 3 2
5 1 3 2
6 3 2 1
7 1 3 2
8 3 1 2
9 1 2 3
10 2 1 3
11 1 3 2
12 3 1 2
13 3 1 2
14 3 1 2
15 3 1 2
16 1 2 3
17 1 2 3
18 3 1 2
19 3 1 2
20 1 3 2
21 3 2 1
22 2 1 3
23 3 2 1
24 2 1 3
25 1 3 2
26 3 2 1
27 3 2 1
28 3 1 2
29 3 1 2
30 3 1 2
31 1 3 2
32 3 2 1
33 3 1 2
34 3 1 2
35 3 1 2
36 3 1 2
37 3 2 1
38 2 1 3
39 3 1 2
40 3 1 2
41 3 1 2
42 3 1 2
43 1 2 3
44 3 1 2
45 3 1 2
46 3 1 2
47 3 1 2
48 1 3 2
49 1 3 2
50 1 3 2
51 3 2 1
52 3 2 1
53 3 1 2
54 3 1 2
55 2 1 3
56 1 3 2
57 1 2 3
58 3 1 2
59 3 2 1
60 3 1 2
61 3 1 2
62 3 1 2
63 3 2 1
64 3 1 2
65 3 1 2
66 3 2 1
67 3 2 1
68 2 3 1
69 1 3 2
70 1 3 2
71 3 2 1
72 3 2 1
73 2 1 3
74 2 1 3
75 1 2 3
76 1 2 3
77 3 2 1
78 3 1 2
79 3 2 1
80 3 2 1
81 1 2 3
82 1 3 2
83 1 3 2
84 3 1 2
85 1 2 3
86 1 2 3
over-all ranking 3 1 2
Regression
Average 3.256 .4213 83
age_group 2.4096 1.00044 83
years_serv 1.7711 .87409 83
educ_grp 2.9398 .23938 83
gender_grp 1.5060 .50300 83
fam_grp 1.2410 .43027 83
or_grp 7.7229 4.16815 83
Correlations
average age_group years_serv educ_grp gender_grp fam_grp or_grp
Pearson Correlation average 1.000 -.073 .016 -.033 .071 -.266 -.243
age_group -.073 1.000 .722 .257 .044 -.175 -.274
years_serv .016 .722 1.000 .108 .100 -.143 -.208
educ_grp -.033 .257 .108 1.000 .155 -.331 -.225
gender_grp .071 .044 .100 .155 1.000 -.063 -.008
fam_grp -.266 -.175 -.143 -.331 -.063 1.000 .446
or_grp -.243 -.274 -.208 -.225 -.008 .446 1.000
Sig. (1-tailed) average . .257 .442 .383 .261 .008 .014
age_group .257 . .000 .009 .348 .056 .006
years_serv .442 .000 . .165 .184 .098 .029
educ_grp .383 .009 .165 . .081 .001 .021
gender_grp .261 .348 .184 .081 . .285 .472
fam_grp .008 .056 .098 .001 .285 . .000
or_grp .014 .006 .029 .021 .472 .000 .
N average 83 83 83 83 83 83 83
age_group 83 83 83 83 83 83 83
years_serv 83 83 83 83 83 83 83
educ_grp 83 83 83 83 83 83 83
gender_grp 83 83 83 83 83 83 83
fam_grp 83 83 83 83 83 83 83
or_grp 83 83 83 83 83 83 83
b
Variables Variables
1 or_grp,
gender_grp,
years_serv,
. Enter
educ_grp,
fam_grp,
a
age_group
a. All requested variables entered.
Model Summary

a
1 .371 .138 .070 .4063
a. Predictors: (Constant), or_grp, gender_grp, years_serv, educ_grp,

fam_grp, age_group
b
ANOVA

a
1 Regression 2.007 6 .334 2.026 .072
Residual 12.546 76 .165
Total 14.552 82
a. Predictors: (Constant), or_grp, gender_grp, years_serv, educ_grp, fam_grp, age_group

b
ANOVA

a
1 Regression 2.007 6 .334 2.026 .072
Residual 12.546 76 .165
Total 14.552 82
a. Predictors: (Constant), or_grp, gender_grp, years_serv, educ_grp, fam_grp, age_group
a
Coefficients
Standardized
Unstandardized Coefficients Coefficients
Model B Std. Error Beta t Sig.
1 (Constant) 4.378 .659 6.640 .000
age_group -.090 .068 -.213 -1.319 .191
years_serv .048 .075 .100 .641 .523
educ_grp -.218 .208 -.124 -1.048 .298
gender_grp .061 .091 .073 .674 .502
fam_grp -.230 .121 -.235 -1.898 .061
or_grp -.020 .012 -.203 -1.658 .101
*None of the demographic profile of the public employees affect their assessment..
Problem #4:
V15 86 2 4 3.35 .526
V16 86 2 4 3.31 .537
V17 86 2 4 3.33 .603
V18 86 2 4 3.31 .579
V19 86 1 4 3.30 .721
V20 86 2 4 3.33 .622
V21 86 1 4 3.10 .614
V22 86 2 4 3.30 .687
V23 86 2 4 3.19 .520
V24 86 2 4 3.36 .631
V25 86 2 4 3.40 .619
V26 86 1 4 2.84 .717
V27 86 2 4 3.20 .629
V28 86 2 4 3.40 .559
V29 86 2 4 3.34 .625
V30 86 2 4 3.15 .642
V31 86 2 4 3.00 .632
V32 86 1 4 2.94 .725
V33 86 1 4 3.00 .651
V34 86 1 4 2.94 .741
V35 86 2 4 3.48 .547
V36 86 1 4 3.40 .638
V37 86 2 4 3.29 .684
V38 86 2 4 3.29 .684
V39 86 2 4 3.38 .636
V40 86 1 4 3.21 .653
V41 86 2 4 3.23 .645
V42 86 2 4 3.37 .687
V43 86 2 4 3.42 .641
V44 86 2 4 3.36 .649
V45 86 2 4 3.21 .671
V46 86 2 4 3.28 .626

V47 86 2 4 3.19 .759
V48 86 2 4 3.27 .658
V49 86 2 4 3.24 .552
V50 86 1 4 3.24 .766
V51 86 1 4 3.12 .860
V52 86 1 4 3.13 .905
V53 86 2 4 3.37 .652
V54 86 2 4 3.33 .727
V55 86 1 4 3.38 .654
V56 86 1 4 3.31 .740
V57 86 1 4 3.30 .704
V58 86 2 4 3.37 .669
V59 86 1 4 3.41 .658
Average 86 2.4 4.0 3.259 .4164
Problem #5: Citizens
V13 100 1 4 3.01 .559
V14 100 1 4 2.95 .575
V15 100 1 4 3.03 .717
V16 100 1 4 3.08 .580
V17 100 1 4 2.84 .662
V18 100 1 4 3.13 .614
V19 100 1 4 3.01 .559
V20 100 1 4 3.01 .659
V21 100 1 4 2.92 .706
V22 100 1 4 2.86 .725
V23 100 1 4 2.92 .849
V24 100 1 4 2.62 .826

V25 100 1 4 2.72 .900
V26 100 1 4 3.06 .633
V27 100 1 4 2.90 .745
V28 100 1 4 2.79 .624
V29 100 1 4 2.80 .620
V30 100 1 4 2.79 .656
V31 100 1 4 2.76 .638
V32 100 1 4 2.79 .686
V33 100 1 4 2.97 .717
V34 100 1 4 3.04 .567
V35 100 1 4 3.09 .570
V36 100 1 4 3.03 .577
V37 100 1 4 2.97 .731
V38 100 1 4 2.56 1.008
V39 100 1 4 2.50 .969
V40 100 1 4 2.67 .975
V41 100 1 4 2.54 .926
V42 100 1 4 2.60 .943
V43 100 1 4 2.92 .706
V44 100 1 4 2.92 .706
V45 100 1 4 2.90 .659
V46 100 1 4 2.84 .788
V47 100 1 4 2.89 .650
V48 100 1 4 2.66 .755
V49 100 1 4 2.62 .763
V50 100 1 4 2.68 .695
V51 100 1 4 2.67 .792
V52 100 1 4 2.72 .805
Average 100 1.700 3.975 2.84450 .414259
Problem #6:
Anova: Single
Factor
SUMMARY
Groups Count Sum Average Variance
employees 86 280.2889 3.259173127 0.173428
Citizens 100 284.45 2.8445 0.171611
officials 12 44.48889 3.707407407 0.120479
ANOVA
Source of Variation SS df MS F P-value F crit
Between Groups 13.02867145 2 6.514335724 38.42849 8.51E-15 3.042229897
Within Groups 33.05608616 195 0.169518391
Total 46.08475761 197

• The 3 groups significantly differ in their assessment
Republic of the Philippines
Congress of the Philippines
Metro Manila
Eighth Congress
Republic Act No. 6713 February 20, 1989
AN ACT ESTABLISHING A CODE OF CONDUCT AND ETHICAL STANDARDS FOR

PUBLIC OFFICIALS AND EMPLOYEES, TO UPHOLD THE TIME-HONORED PRINCIPLE
OF PUBLIC OFFICE BEING A PUBLIC TRUST, GRANTING INCENTIVES AND REWARDS
FOR EXEMPLARY SERVICE, ENUMERATING PROHIBITED ACTS AND TRANSACTIONS
AND PROVIDING PENALTIES FOR VIOLATIONS THEREOF AND FOR OTHER PURPOSES
Be it enacted by the Senate and House of Representatives of the Philippines in Congress assembled::
Section 1. Title. - This Act shall be known as the "Code of Conduct and Ethical Standards for Public
Officials and Employees."
Section 2. Declaration of Policies. - It is the policy of the State to promote a high standard of ethics in
public service. Public officials and employees shall at all times be accountable to the people and shall
discharge their duties with utmost responsibility, integrity, competence, and loyalty, act with patriotism
and justice, lead modest lives, and uphold public interest over personal interest.
Section 3. Definition of Terms. - As used in this Act, the term:
(a) "Government" includes the National Government, the local governments, and all other
instrumentalities, agencies or branches of the Republic of the Philippines including government-
owned or controlled corporations, and their subsidiaries.lawphi1.net
(b) "Public Officials" includes elective and appointive officials and employees, permanent or
temporary, whether in the career or non-career service, including military and police personnel,
whether or not they receive compensation, regardless of amount.
(c) "Gift" refers to a thing or a right to dispose of gratuitously, or any act or liberality, in favor of
another who accepts it, and shall include a simulated sale or an ostensibly onerous disposition
thereof. It shall not include an unsolicited gift of nominal or insignificant value not given in
anticipation of, or in exchange for, a favor from a public official or employee.
(d) "Receiving any gift" includes the act of accepting directly or indirectly, a gift from a person
other than a member of his family or relative as defined in this Act, even on the occasion of a
family celebration or national festivity like Christmas, if the value of the gift is neither nominal
nor insignificant, or the gift is given in anticipation of, or in exchange for, a favor.
(e) "Loan" covers both simple loan and commodatum as well as guarantees, financing
arrangements or accommodations intended to ensure its approval.
(f) "Substantial stockholder" means any person who owns, directly or indirectly, shares of stock
sufficient to elect a director of a corporation. This term shall also apply to the parties to a voting
trust.
(g) "Family of public officials or employees" means their spouses and unmarried children under
eighteen (18) years of age.
(h) "Person" includes natural and juridical persons unless the context indicates otherwise.
(i) "Conflict of interest" arises when a public official or employee is a member of a board, an
officer, or a substantial stockholder of a private corporation or owner or has a substantial interest
in a business, and the interest of such corporation or business, or his rights or duties therein, may
be opposed to or affected by the faithful performance of official duty.
(j) "Divestment" is the transfer of title or disposal of interest in property by voluntarily,

completely and actually depriving or dispossessing oneself of his right or title to it in favor of a
person or persons other than his spouse and relatives as defined in this Act.
(k) "Relatives" refers to any and all persons related to a public official or employee within the
fourth civil degree of consanguinity or affinity, including bilas, inso and balae.
Section 4. Norms of Conduct of Public Officials and Employees. - (A) Every public official and employee
shall observe the following as standards of personal conduct in the discharge and execution of official
duties:
(a) Commitment to public interest. - Public officials and employees shall always uphold
the public interest over and above personal interest. All government resources and
powers of their respective offices must be employed and used efficiently, effectively,
honestly and economically, particularly to avoid wastage in public funds and revenues.
(b) Professionalism. - Public officials and employees shall perform and discharge their
duties with the highest degree of excellence, professionalism, intelligence and skill. They
shall enter public service with utmost devotion and dedication to duty. They shall
endeavor to discourage wrong perceptions of their roles as dispensers or peddlers of
undue patronage.
(c) Justness and sincerity. - Public officials and employees shall remain true to the people
at all times. They must act with justness and sincerity and shall not discriminate against
anyone, especially the poor and the underprivileged. They shall at all times respect the
rights of others, and shall refrain from doing acts contrary to law, good morals, good
customs, public policy, public order, public safety and public interest. They shall not
dispense or extend undue favors on account of their office to their relatives whether by
consanguinity or affinity except with respect to appointments of such relatives to
positions considered strictly confidential or as members of their personal staff whose
terms are coterminous with theirs.
(d) Political neutrality. - Public officials and employees shall provide service to everyone
without unfair discrimination and regardless of party affiliation or preference.
(e) Responsiveness to the public. - Public officials and employees shall extend prompt,
courteous, and adequate service to the public. Unless otherwise provided by law or when
required by the public interest, public officials and employees shall provide information
of their policies and procedures in clear and understandable language, ensure openness of
information, public consultations and hearings whenever appropriate, encourage
suggestions, simplify and systematize policy, rules and procedures, avoid red tape and
develop an understanding and appreciation of the socio-economic conditions prevailing
in the country, especially in the depressed rural and urban areas.
(f) Nationalism and patriotism. - Public officials and employees shall at all times be loyal
to the Republic and to the Filipino people, promote the use of locally produced goods,
resources and technology and encourage appreciation and pride of country and people.
They shall endeavor to maintain and defend Philippine sovereignty against foreign
intrusion.
(g) Commitment to democracy. - Public officials and employees shall commit themselves
to the democratic way of life and values, maintain the principle of public accountability,
and manifest by deeds the supremacy of civilian authority over the military. They shall at
all times uphold the Constitution and put loyalty to country above loyalty to persons or
party.
(h) Simple living. - Public officials and employees and their families shall lead modest
lives appropriate to their positions and income. They shall not indulge in extravagant or
ostentatious display of wealth in any form.
(B) The Civil Service Commission shall adopt positive measures to promote (1) observance of
these standards including the dissemination of information programs and workshops authorizing
merit increases beyond regular progression steps, to a limited number of employees recognized
by their office colleagues to be outstanding in their observance of ethical standards; and (2)
continuing research and experimentation on measures which provide positive motivation to
public officials and employees in raising the general level of observance of these standards.
Section 5. Duties of Public Officials and Employees. - In the performance of their duties, all public
officials and employees are under obligation to:lawphi1.net
(a) Act promptly on letters and requests. - All public officials and employees shall, within fifteen
(15) working days from receipt thereof, respond to letters, telegrams or other means of
communications sent by the public. The reply must contain the action taken on the request.
(b) Submit annual performance reports. - All heads or other responsible officers of offices and
agencies of the government and of government-owned or controlled corporations shall, within
forty-five (45) working days from the end of the year, render a performance report of the agency
or office or corporation concerned. Such report shall be open and available to the public within
regular office hours.
(c) Process documents and papers expeditiously. - All official papers and documents must be
processed and completed within a reasonable time from the preparation thereof and must contain,
as far as practicable, not more than three (3) signatories therein. In the absence of duly authorized
signatories, the official next-in-rank or officer in charge shall sign for and in their behalf.
(d) Act immediately on the public's personal transactions. - All public officials and employees
must attend to anyone who wants to avail himself of the services of their offices and must, at all
times, act promptly and expeditiously.
(e) Make documents accessible to the public. - All public documents must be made accessible to,
and readily available for inspection by, the public within reasonable working hours.
Section 6. System of Incentives and Rewards. - A system of annual incentives and rewards is hereby
established in order to motivate and inspire public servants to uphold the highest standards of ethics. For
this purpose, a Committee on Awards to Outstanding Public Officials and Employees is hereby created
composed of the following: the Ombudsman and Chairman of the Civil Service Commission as Co-
Chairmen, and the Chairman of the Commission on Audit, and two government employees to be
appointed by the President, as members.
It shall be the task of this Committee to conduct a periodic, continuing review of the performance of
public officials and employees, in all the branches and agencies of Government and establish a system of
annual incentives and rewards to the end that due recognition is given to public officials and employees of
outstanding merit on the basis of the standards set forth in this Act.
The conferment of awards shall take into account, among other things, the following: the years of service
and the quality and consistency of performance, the obscurity of the position, the level of salary, the
unique and exemplary quality of a certain achievement, and the risks or temptations inherent in the work.
Incentives and rewards to government officials and employees of the year to be announced in public
ceremonies honoring them may take the form of bonuses, citations, directorships in government-owned or
controlled corporations, local and foreign scholarship grants, paid vacations and the like. They shall
likewise be automatically promoted to the next higher position with the commensurate salary suitable to
their qualifications. In case there is no next higher position or it is not vacant, said position shall be
included in the budget of the office in the next General Appropriations Act. The Committee on Awards
shall adopt its own rules to govern the conduct of its activities.
Section 7. Prohibited Acts and Transactions. - In addition to acts and omissions of public officials and
employees now prescribed in the Constitution and existing laws, the following shall constitute prohibited
acts and transactions of any public official and employee and are hereby declared to be unlawful:
(a) Financial and material interest. - Public officials and employees shall not, directly or
indirectly, have any financial or material interest in any transaction requiring the approval of their
office.
(b) Outside employment and other activities related thereto. - Public officials and employees
during their incumbency shall not:
(1) Own, control, manage or accept employment as officer, employee, consultant,

counsel, broker, agent, trustee or nominee in any private enterprise regulated, supervised
or licensed by their office unless expressly allowed by law;
(2) Engage in the private practice of their profession unless authorized by the
Constitution or law, provided, that such practice will not conflict or tend to conflict with
their official functions; or
(3) Recommend any person to any position in a private enterprise which has a regular or
pending official transaction with their office.
These prohibitions shall continue to apply for a period of one (1) year after resignation,
retirement, or separation from public office, except in the case of subparagraph (b) (2) above, but
the professional concerned cannot practice his profession in connection with any matter before
the office he used to be with, in which case the one-year prohibition shall likewise apply.
(c) Disclosure and/or misuse of confidential information. - Public officials and employees shall
not use or divulge, confidential or classified information officially known to them by reason of
their office and not made available to the public, either:
(1) To further their private interests, or give undue advantage to anyone; or
(2) To prejudice the public interest.
(d) Solicitation or acceptance of gifts. - Public officials and employees shall not solicit or accept,
directly or indirectly, any gift, gratuity, favor, entertainment, loan or anything of monetary value
from any person in the course of their official duties or in connection with any operation being
regulated by, or any transaction which may be affected by the functions of their office.
As to gifts or grants from foreign governments, the Congress consents to:
(i) The acceptance and retention by a public official or employee of a gift of nominal
value tendered and received as a souvenir or mark of courtesy;
(ii) The acceptance by a public official or employee of a gift in the nature of a scholarship
or fellowship grant or medical treatment; or
(iii) The acceptance by a public official or employee of travel grants or expenses for
travel taking place entirely outside the Philippine (such as allowances, transportation,
food, and lodging) of more than nominal value if such acceptance is appropriate or
consistent with the interests of the Philippines, and permitted by the head of office,
branch or agency to which he belongs.
The Ombudsman shall prescribe such regulations as may be necessary to carry out the purpose of
this subsection, including pertinent reporting and disclosure requirements.
Nothing in this Act shall be construed to restrict or prohibit any educational, scientific or cultural
exchange programs subject to national security requirements.
Section 8. Statements and Disclosure. - Public officials and employees have an obligation to accomplish
and submit declarations under oath of, and the public has the right to know, their assets, liabilities, net
worth and financial and business interests including those of their spouses and of unmarried children
under eighteen (18) years of age living in their households.
(A) Statements of Assets and Liabilities and Financial Disclosure. - All public officials and
employees, except those who serve in an honorary capacity, laborers and casual or temporary
workers, shall file under oath their Statement of Assets, Liabilities and Net Worth and a
Disclosure of Business Interests and Financial Connections and those of their spouses and
unmarried children under eighteen (18) years of age living in their households.
The two documents shall contain information on the following:
(a) real property, its improvements, acquisition costs, assessed value and current fair
market value;
(b) personal property and acquisition cost;
(c) all other assets such as investments, cash on hand or in banks, stocks, bonds, and the
like;
(d) liabilities, and;
(e) all business interests and financial connections.
The documents must be filed:
(a) within thirty (30) days after assumption of office;
(b) on or before April 30, of every year thereafter; and
(c) within thirty (30) days after separation from the service.
All public officials and employees required under this section to file the aforestated documents
shall also execute, within thirty (30) days from the date of their assumption of office, the
necessary authority in favor of the Ombudsman to obtain from all appropriate government
agencies, including the Bureau of Internal Revenue, such documents as may show their assets,
liabilities, net worth, and also their business interests and financial connections in previous years,
including, if possible, the year when they first assumed any office in the Government.
Husband and wife who are both public officials or employees may file the required statements
jointly or separately.
The Statements of Assets, Liabilities and Net Worth and the Disclosure of Business Interests and
Financial Connections shall be filed by:
(1) Constitutional and national elective officials, with the national office of the
Ombudsman;
(2) Senators and Congressmen, with the Secretaries of the Senate and the House of
Representatives, respectively; Justices, with the Clerk of Court of the Supreme Court;
Judges, with the Court Administrator; and all national executive officials with the Office
of the President.
(3) Regional and local officials and employees, with the Deputy Ombudsman in their
respective regions;
(4) Officers of the armed forces from the rank of colonel or naval captain, with the Office
of the President, and those below said ranks, with the Deputy Ombudsman in their
respective regions; and
(5) All other public officials and employees, defined in Republic Act No. 3019, as
amended, with the Civil Service Commission.
(B) Identification and disclosure of relatives. - It shall be the duty of every public official or employee to
identify and disclose, to the best of his knowledge and information, his relatives in the Government in the
form, manner and frequency prescribed by the Civil Service Commission.
(C) Accessibility of documents. - (1) Any and all statements filed under this Act, shall be made available
for inspection at reasonable hours.
(2) Such statements shall be made available for copying or reproduction after ten (10) working
days from the time they are filed as required by law.
(3) Any person requesting a copy of a statement shall be required to pay a reasonable fee to cover
the cost of reproduction and mailing of such statement, as well as the cost of certification.
(4) Any statement filed under this Act shall be available to the public for a period of ten (10)
years after receipt of the statement. After such period, the statement may be destroyed unless
needed in an ongoing investigation.
(D) Prohibited acts. - It shall be unlawful for any person to obtain or use any statement filed under this
Act for:
(a) any purpose contrary to morals or public policy; or
(b) any commercial purpose other than by news and communications media for dissemination to
the general public.
Section 9. Divestment. - A public official or employee shall avoid conflicts of interest at all times. When
a conflict of interest arises, he shall resign from his position in any private business enterprise within
thirty (30) days from his assumption of office and/or divest himself of his shareholdings or interest within
sixty (60) days from such assumption.
The same rule shall apply where the public official or employee is a partner in a partnership.
The requirement of divestment shall not apply to those who serve the Government in an honorary
capacity nor to laborers and casual or temporary workers.
Section 10. Review and Compliance Procedure. - (a) The designated Committees of both Houses of the
Congress shall establish procedures for the review of statements to determine whether said statements
which have been submitted on time, are complete, and are in proper form. In the event a determination is
made that a statement is not so filed, the appropriate Committee shall so inform the reporting individual
and direct him to take the necessary corrective action.
(b) In order to carry out their responsibilities under this Act, the designated Committees of both
Houses of Congress shall have the power within their respective jurisdictions, to render any
opinion interpreting this Act, in writing, to persons covered by this Act, subject in each instance
to the approval by affirmative vote of the majority of the particular House concerned.
The individual to whom an opinion is rendered, and any other individual involved in a similar
factual situation, and who, after issuance of the opinion acts in good faith in accordance with it
shall not be subject to any sanction provided in this Act.
(c) The heads of other offices shall perform the duties stated in subsections (a) and (b) hereof
insofar as their respective offices are concerned, subject to the approval of the Secretary of
Justice, in the case of the Executive Department and the Chief Justice of the Supreme Court, in
the case of the Judicial Department.
Section 11. Penalties. - (a) Any public official or employee, regardless of whether or not he holds office
or employment in a casual, temporary, holdover, permanent or regular capacity, committing any violation
of this Act shall be punished with a fine not exceeding the equivalent of six (6) months' salary or
suspension not exceeding one (1) year, or removal depending on the gravity of the offense after due
notice and hearing by the appropriate body or agency. If the violation is punishable by a heavier penalty
under another law, he shall be prosecuted under the latter statute. Violations of Sections 7, 8 or 9 of this
Act shall be punishable with imprisonment not exceeding five (5) years, or a fine not exceeding five
thousand pesos (P5,000), or both, and, in the discretion of the court of competent jurisdiction,
disqualification to hold public office.
(b) Any violation hereof proven in a proper administrative proceeding shall be sufficient cause for
removal or dismissal of a public official or employee, even if no criminal prosecution is instituted
against him.
(c) Private individuals who participate in conspiracy as co-principals, accomplices or accessories,

with public officials or employees, in violation of this Act, shall be subject to the same penal
liabilities as the public officials or employees and shall be tried jointly with them.
(d) The official or employee concerned may bring an action against any person who obtains or
uses a report for any purpose prohibited by Section 8 (D) of this Act. The Court in which such
action is brought may assess against such person a penalty in any amount not to exceed twenty-
five thousand pesos (P25,000). If another sanction hereunder or under any other law is heavier,
the latter shall apply.
Section 12. Promulgation of Rules and Regulations, Administration and Enforcement of this Act. - The
Civil Service Commission shall have the primary responsibility for the administration and enforcement of
this Act. It shall transmit all cases for prosecution arising from violations of this Act to the proper
authorities for appropriate action: Provided, however, That it may institute such administrative actions
and disciplinary measures as may be warranted in accordance with law. Nothing in this provision shall be
construed as a deprivation of the right of each House of Congress to discipline its Members for disorderly
behavior.
The Civil Service Commission is hereby authorized to promulgate rules and regulations necessary to
carry out the provisions of this Act, including guidelines for individuals who render free voluntary service
to the Government. The Ombudsman shall likewise take steps to protect citizens who denounce acts or
omissions of public officials and employees which are in violation of this Act.
Section 13. Provisions for More Stringent Standards. - Nothing in this Act shall be construed to derogate
from any law, or any regulation prescribed by any body or agency, which provides for more stringent
standards for its official and employees.
Section 14. Appropriations. - The sum necessary for the effective implementation of this Act shall be
taken from the appropriations of the Civil Service Commission. Thereafter, such sum as may be needed
for its continued implementation shall be included in the annual General Appropriations Act.
Section 15. Separability Clause. - If any provision of this Act or the application of such provision to any
person or circumstance is declared invalid, the remainder of the Act or the application of such provision
to other persons or circumstances shall not be affected by such declaration.
Section 16. Repealing Clause. - All laws, decrees and orders or parts thereof inconsistent herewith, are
deemed repealed or modified accordingly, unless the same provide for a heavier penalty.
Section 17. Effectivity. - This Act shall take effect after thirty (30) days following the completion of its
publication in the Official Gazette or in two (2) national newspapers of general circulation.
Approved, February 20, 1989.
Rules Implementing the Code of Conduct and Ethical Standards for Public Officials and
Employees
Pursuant to the provisions of Section 12 of Republic Act No. 6713, otherwise known as the “Code of
Conduct and Ethical Standards for Public Officials and Employees”, approved Dn February 20, 1989, and
which took effect on March 25, 1989, conformably to Section 17 thereof, the following Rules are hereby
adopted in order to carry out the provisions of the said Code:
Rule I
Coverage
Section 1. These Rules shall cover all officials and employees in the government, elective and appointive,
permanent or temporary, whether in the career or non-career service, including military and police
personnel, whether or not they receive compensation, regardless of amount.
Rule II
Interpretation
Section 1. These Rules shall be interpreted in the light of the Declaration of Policy found in Section 2 of
the Code:
“It is the policy of the State to promote a high standard of ethics in public service. Public officials and
employees shall at all times be accountable to the people and shall discharge their duties with utmost
responsibility, integrity, competence and loyalty, act with patriotism and justice, lead modest lives, and
uphold public interest over personal interest.”
Rule III
Reforms on Public Administrative Systems
Section 1. Every department, office and agency shall, as soon as practicable and in no case later than
ninety (90) days from the effectivity of these rules, start conducting value development programs for its
officials and employees in order to strengthen their commitment to public service and help promote the
primacy of public interest over personal interest in the performance of their duties. Such programs 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 free and just society;
(f) Philippine history. Culture and tradition; and
(g) Socio-economic conditions prevailing in the country, especially in the depressed areas, and the need
for a code of Conduct and Ethical Standards.
Continuing 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 trainings and education programs shall enhance to the highest
degree, professionalism, excellence, intelligence 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 that 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 attend the value development program and participate 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) identify systems and procedures that lead or contribute to negative bureaucratic
behavior; (2) simplify rules and procedures to avoid 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 which shall
be regularly updated and made available to the transacting public. A workflow chart showing procedures
or flow of documents shall likewise be posted in conspicuous places in the department, office or agency
for the information and guidance of all concerned.
Upon request, the Department of Budget and Management shall assists departments, offices and agencies
in the evaluation and adoption of work systems and procedures that will institutionalize a management
climate conducive to public accountability.
Section 5. Every department, office and agency shall consult the public they serve for the purpose of
gathering 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 continuously conduct research and experimentation
on measures and adopt innovative programs which will provide motivation to officials and employees in
raising the level 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 assistance 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.
Rule IV
Transparency of Transactions and Access to Information
Section 1. Subject to reasonable conditions prescribed by law, the State adopts and implements a policy
of full public disclosure of all its transactions involving public interest.
Section 2. it is the responsibility of heads of departments, offices and agencies to establish measures and
standards that will ensure transparency of and openness in public transactions in their respective offices,
such as biddings, purchases, other internal transactions, including contracts, status of projects, and all
other matters involving public interest.
They shall establish information systems that will inform the public of the following: (a) policies, rules,
and procedures; (b) work programs, projects, and performance targets; (c) performance reports; and (d) all
other documents as may hereafter be classified as public information.
Such information shall be utilized solely for the purpose of informing the public of such policies,
programs and accomplishment, and not to build the public image of any official or employee or to
advance his own personal interest.
Section 3. Every department, office or agency shall provide official information, records or documents to
any requesting public, except if:
(a) such information, record or document must be kept secret in the interest of national defense or security
or the conduct of foreign affairs.
(b) such disclosure would put the life and safety of an individual in imminent danger;
(c) the information, record or document sought falls within the concepts of established privilege or
recognized exceptions as may be provided by law or settled policy or jurisprudence;
(d) such information, record or document compromises drafts or decisions, orders, rulings, policy,
decisions, memoranda, etc;
(e) it would disclose information of a personal nature where disclosure would constitute a clearly
unwarranted invasion of personal privacy;
(f) it would disclose investigatory records complied for law enforcement purposes, or information which
if written would be contained in such records or information would (I) interfere with enforcement
proceedings, (ii) deprive a person of a right to a fair trial or an impartial adjudication, (iii) disclose the
identity of a confidential source and, in the case of a record compiled by a criminal law enforcement
authority in the course of a criminal investigation, or by an agency conducting a lawful national security
intelligence investigation, confidential information furnished only by the confidential source, or (iv)
unjustifiably disclose investigative techniques and procedures; or
(g) it would disclose information the premature disclosure of which would (I) in the case of a department,
office or agency which agency regulates currencies, securities, commodities, of financial institutions, be
likely to lead to significant financial speculation in currencies, securities, or commodities or significantly
endanger the stability of any financial institution, or (ii) in the case of any department, office or agency be
likely or significantly to frustrate implementation of a proposed official action, except that subparagraph
(f) (ii) shall not apply in any instance where the department, office or agency has already disclosed to the
public the content or nature of its proposed action, or where the department, office or agency is required
by law to make such disclosure on its own initiative prior to taking final official action on such proposal.
Section 4. Every head of department, office and agency shall establish information systems and networks
that will effect the widest possible dissemination of information regarding the provisions of the Code, and
the policies and programs relative thereto.
Rule V
Incentive and Rewards System
Section 1. Incentives and rewards shall be granted officials and employees who have demonstrated
exemplary service and conduct on the basis of their observance of the norms of conduct laid down in
Section 4 of the Code namely:
(a) Commitment to public interest - Officials and employees shall always uphold the public interest over
personal interest. All government resources and powers and powers of their respective departments,
offices and agencies must be employed and used efficiently, effectively, honestly and economically,
particularly to avoid wastage in public funds and revenues.
(b) Professionalism - Officials and employees shall perform and discharge their duties with the highest
degree of excellence, professionalism, intelligence and skill. They shall enter public service with utmost
devotion and dedication to duty. They shall endeavor to discourage wrong perceptions of their roles as
dispensers or peddlers of undue patronage.
(c) Justness and sincerity - Officials and employees shall remain true to the people at all times. They must
act with justness and sincerity and shall not discriminate against anyone, especially the poor and the
underprivileged. They shall refrain from doing acts contrary to law, good morals, good customs, public
policy, public order, public safety and public interest. They shall not dispense or extend undue favors on
account of their office to their relatives, whether by consanguinity or affinity, except with respect to
appointments of such relatives to positions considered strictly confidential or as members of their
personal staff whose terms are coterminous with theirs.
(d) Political neutrality - Officials and employees shall provide service to everyone without unfair
discrimination regardless of party affiliation or preference.
(e) Responsiveness to the public - Officials and employees shall extend prompt, courteous, and adequate
service to the public. Unless otherwise provided by law or when required by the public interest, officials
and employees shall provide information on their policies and procedures in clear and understandable
language, ensure openness of information, public consultations and hearings whenever appropriate,
encourage suggestions, simplify and systematize policy, rules and procedures, avoid red tape and develop
an understanding and appreciation of the socio-economic conditions prevailing in the country, especially
in the depressed rural and urban areas.
(f) Nationalism and patriotism - Officials and employees shall at all times be loyal to the Republic and to
the Filipino people, promote the use of locally produced goods, resources and technology and encourage
appreciation and pride of country and people. They shall endeavor to maintain and defend Philippine
sovereignty against foreign intrusion.
(g) Commitment to democracy - Officials and employees shall commit themselves to the democratic way
of life and values, maintain the principle of public accountability and manifest by deeds the supremacy of
civilian authority over the military. They shall at all times uphold the Constitution and put loyalty to
country above loyalty to persons or party.
(h) Simple living - Officials and employees and their families shall lead modest lives appropriate to their
positions and income. They shall not indulge in extravagant or ostentatious display of wealth in any form.
Section 2. The following criteria shall be considered in the conferment of awards:
(a) Years of service;

(b) Quality and consistency of performance;
(c) Obscurity of the position;
(d) Level of salary;
(e) Unique and exemplary quality of achievement;
(f) Risk or temptation inherent in the work; and
(g) Any similar circumstances or considerations in favor of the particular awardee.
Section 3. Incentives and rewards to government officials and employees of the year may take the form of
any of the following, as may be determined by the Committee on Awards established under the Code:
(a) Bonuses; or
(b) Citations; or
(c) Directorships in government-owned or controlled corporations; or
(d) Local and foreign scholarship grants; or
(e) Paid vacations; and
(f ) Automatic promotion to the next higher position suitable to his qualifications and with commensurate
salary; provided, that if there is no next higher position or it is not vacant, said position shall be included
in the next budget of the office; except when the creation of a new position will result in distortion in the
organizational structure of the department, office or agency. Where there is no next higher position
immediately available, a salary increase equivalent to the next higher position shall be given and
incorporated in the base pay. When a new position is created, that which is vacated shall be deemed
abolished.
The grants of awards shall be governed by the merit and fitness principle.
Section 4. (a) The system shall be administered by a Committee on Awards for Outstanding Public
Officials and Employees composed of:
(1) Ombudsman Co-Chairman

(2) Chairman CSC Co-Chairman
(3) Chairman COA Member
(4) Two (2) Government Members Employees to be Appointed By the President
(b) For this purpose, the Committee shall perform the following functions and responsibilities:
(1) Conduct a periodic, continuing review of performance of officials and employees in all department,
offices and agencies;
(2) Establish a system of annual incentives and rewards to the end that due recognition is given to
officials and employees of outstanding merit on the basis of standards set forth in Section 2, Rule V
hereof;
(3) Determine the form of rewards to be granted;
(4) Formulate and adopt its own rules to govern the conduct of its activities, which shall include
guidelines for evaluating nominees, the mechanism for recognizing the awardees in public ceremonies
and the creation of sub-committees;
In the evaluation of nominees, the Committee may be assisted by technical experts selected from the
government and the private sectors.
Section 5.The Civil Service Commission shall provide secretariat services to the Committee.
Section 6. Nothing herein provided shall inhibit any department, office or agency from instituting its own
rewards program in addition to those provided by, but not inconsistent with these Rules.
Section 7. The budget to cover all expenses in the implementation of this Rule shall be incorporated in
the appropriation of the Civil Service Commission.
Rule VI
Duties of Public Officials and Employees
Section 1. As a general rule, when a request or petition, whether written or verbal, can be disposed of
promptly and expeditiously the official and employee in charge to whom the same is presented shall do so
immediately, without discrimination, and in no case beyond fifteen (15) working days from receipt of the
request or petition.
Section 2. In departments, offices or agencies that are usually swamped with persons calling for a
particular type of service, the head of the department, office or agency shall devise a mechanism so as to
avoid long queues, such as by giving each person a ticket number duly countersigned which shall specify
the time and the date when the person, whose name and address shall be indicated, can be served without
delay. Said person shall have the right to prompt service upon presentation of said ticket number.
Section 3. In case of written requests, petitions or motions, sent by means of letters, telegrams, or the like,
the official or employee in charge shall act on the same within fifteen (15) working days from receipt
thereof, provided that:
(b) If the communication is within the jurisdiction of the office or agency, the official and employee must:
(1) Write a note or letter of acknowledgement where the matter is merely routinary or the action desired
may be acted upon in the ordinary course of business of the department, office or agency, specifying the
date when the matter will be disposed of and the name of the official or employee in charge thereof.
(2) Where the matter is non-routinary or the issues involved are not simple or ordinary, write a note or
letter of acknowledgement, informing the interested party, petitioner or correspondent of the action to be
taken or when such requests, petitions or motions can be acted upon. Where there is a need to submit
additional information, requirements, or documents, the note or letter of acknowledgement shall so state,
specifying a reasonable period of time within which they should be submitted, and the name of the
particular official or employee in charge thereof. When all the documents or requirements have been
submitted to the satisfaction of the department or office or agency concerned, the particular official or
employee in charge shall inform the interested party, petitioner, or correspondent of the action to be taken
and when such action or disposition can be expected, barring unforeseen circumstances.
(c) If communication is outside its jurisdiction, the official or employee must:
(1) Refer the letter, petition, telegram, or verbal request to the proper department, office or agency.
(2) Acknowledge the communication by means of a note or letter, informing the interested party,
petitioner, correspondent of the action taken and attaching a copy of the letter of the letter of referral to
the proper department, office or agency.
The department, office or agency to which the letter, petition, telegram or verbal request was referred for
appropriate action must take action in accordance with subsection (a), pars. 1 and 2 hereof.
The period of fifteen (15) working days herein provided shall be counted from the date of receipt of the
written or verbal communication by the department, office or agency concerned.
Section 4. All official papers and documents must be processed and completed within a reasonable time
from the preparation thereof. Reasonable time shall be determined in accordance with the following rules:
(b) When the law or the applicable rule issued in accordance therewith prescribes a period within which a
decision is to be rendered or an action taken, the same shall be followed;
(c) When the law or the applicable rule issued in accordance therewith does not prescribe a period, the
head of department, office or agency shall issue rules and regulations prescribing, among other things,
what is reasonable time, taking into account the following factors:
(1) Nature, simplicity or complexity of the subject matter of the official papers of documents processed
by said department, office or agency.
(2) Completeness or inadequacy of requirements or of data and information necessary for decision or
action;
(3) Lack of resources caused by circumstances beyond the control of the department, office or agency or
official or employee concerned;
(4) Legal constraints such as restraining orders and injunctions issued by proper judicial, quasi-judicial or
administrative authorities; and
(5) Fault, failure or negligence of the party concerned which renders decision or action not possible or
premature; and
(6) Fortuitous events or force majeure.
Section 5. Except as otherwise provided by law or regulation, and as far as practicable, any written action
or decision must contain not more than three (3) initials or signatures. In the absence of the duly
authorized signatory, the official next-in-rank or officer-in-charge or the person duly authorized shall sign
for and in his behalf. The head of department, office or agency shall prescribe, through and appropriate
office order, the rules on the proper authority to sign in the absence of the regular signatory, as follows:
(1) If there is only one official next in rank, he shall automatically be the signatory;
(2) If there are two ore more officials next in rank, the appropriate office order shall prescribe the order of
priority among the officials next in rank within the same organizational unit; or
(3) If there is no official next in rank present and available, the head of department, office or agency shall
designate an officer-in-charge from among those next lower in rank in the same organizational unit.
Section 6. All public documents must be made accessible to, and readily available for inspection by, the
public during working hours, except those provided in Section 3. Rule IV.
Section 7. All heads or other responsible officers of departments, offices or agencies of the government
and of government-owned or controlled corporations shall, within forty five (45) working days from the
end of the year, render a full and complete report of performance and accomplishments, as prescribed by
existing laws and regulations.
Another report of compliance with the provisions of the Code and these Rules shall be prepared and
submitted to the Civil Service Commission. The Commission may require officials to provide additional
information or furnish documents, if necessary.
Section 8. Officials and employees and their families shall lead modest and simple lives appropriate to
their positions and income. They shall not indulge in extravagant or ostentatious display of wealth in any
form.
Basically, modest and simple living means maintaining a standard of living within the public official and
employee’s visible means of income as correctly disclosed in his income tax returns, annual statement of
assets, liabilities and net worth and other documents relating to financial and business interests and
connections.
Public funds and proper for official use and purpose shall be utilized with the diligence of a good father of
a family.
Rule VII
Public Disclosure
Section 1. Every official and employee, except those who serve in an official honorary capacity, without
service credit or pay, temporary laborers and casual or temporary or contractual workers, shall file under
oath their statement of assets, liabilities and net worth and a disclosure of business interests and financial
connections including those of their spouses and unmarried children under eighteen (18) years of age
living in their households, in the prescribed form, Annex A.
(b) Contents of Statement
(1) The Statement of Assets and Liabilities and Net Worth shall contain information on the following:
(a) real property, its improvements, acquisition costs, assessed value, and current fair market value;
(b) personal property and acquisition costs;
(c) all other assets such as investments, cash on hand or in banks, stocks, bonds, and the like; and
(d) all financial liabilities and long-term.
(2) The Disclosure of Business Interests and Financial Connections shall contain information on any
existing interests in, or any existing connections with, any business enterprises or entities, whether as
proprietor, investor, promoter, partner, shareholder, officer, managing director, executive, creditor,
lawyer, legal consultant, accountant, auditor, and the like, the names and addresses of the business
enterprises or entities, the dates when such interests or connections were established, and such other
details as will show the nature of the interests or connections.
(c) When to File
The above documents under the Code must be filed:
(1) within thirty (30) days after assumption of office, statements of which must be reckoned as of his first
day of service;
(2) on or before April 30 of every year thereafter, statements of which must be reckoned as of the end of
the preceding year; or
(3) within thirty (30) days after separation from the service, statements of which must be reckoned as of
his last day of office.
(d) Where to File
The Statement of Assets and Liabilities and Net Worth and the Disclosure of Business Interests and
Financial Connections shall be filed by the:
(1) President, Vice-President and Constitution al Officials, with the National Office of the Ombudsman;
(2) Senators and Congressmen, with the Secretaries of the Senate and the House of Representatives,
respectively; Justices, with the Clerk of Court of the Supreme Court; Judges, with the Court
Administrator; and national executive officials such as Members of the Cabinet, Undersecretaries and
Assistant Secretaries, including the foreign service and heads of government-owned or controlled
corporations with original charters and their subsidiaries and state colleges and universities, with the
Office of the President.
(3) Regional and local officials and employees, both appointive and elective, including other officials and
employees of government-owned or controlled corporations and their subsidiaries and state colleges and
universities, with the Deputy Ombudsman in their respective regions;
(4) Officers of the Armed Forces from the rank of Colonel or Naval Captain, with the Office of the
President, and those below said ranks, with the Deputy Ombudsman in their respective regions; and
(5) All other officials and employees defined in Republic Act No. 3019, as amended, with the Civil
Service Commission.
A copy of said statements shall also be filed with their respective departments, offices or agencies.
(d) All Statement of Assets and Liabilities and Net Worth, as of December 31, 1988, now on file with
their respective agencies shall constitute sufficient compliance with the requirements of the Code and they
shall be required to accomplish and file the new form as prescribed in these Rules on or before April 30,
1990, and every year thereafter.
(e) Every official and employee shall also execute, within thirty (30) days from the date of their
assumption of office, the necessary authority in favor of the Ombudsman to obtain, from all the
appropriate government agencies, including the Bureau of Internal Revenue, such documents as may
show their assets, liabilities, net worth, and also their business interests, and financial connections in
previous years, including, if possible, the year when they first assumed any office in the government.
(f)Married couples who are both public officials and employees may file the required statements jointly or
separately.
Section 2. Every official or employee shall identify and disclose under oath to the best of his knowledge
and information, his relatives in the government, up to the fourth civil degree of relationship, either of
consanguinity or affinity, including bilas, inso and balae, in the prescribed form, Annex A, which shall be
filed; (a) within thirty (30) days after assumption of office, the information contained therein must be
reckoned as of his first day of office; (b) on or before April 30 of every year thereafter, the information
contained therein must be reckoned as of the end of the preceding year; or (c) within thirty (30) days after
separation from the service, the information contained therein must be reckoned as of his last day of
office.
Section 3. (a) Any and all statements filed in accordance with the preceding sections shall be made
available for public inspection at reasonable hours;
(b) Such statements shall be made available for public inspection at reasonable hours;
(c) Any duly authorized person requesting a copy of a statement shall be required to pay a reasonable fee
as may be determined and prescribed by the Civil Service Commission to cover the cost of reproduction
and mailing of such statement, as well as the cost of certification.
(d) Any statement filed under the Code shall be available to the public, subject to the foregoing
limitations, for a period of ten (10) years after receipt of the statement. The statement may be destroyed
after such period unless needed in an ongoing investigation.
Rule VIII
Review and Compliance Procedures
Section 1. The following shall have the authority to establish compliance procedures for the review of
statements to determine whether said statements have been properly accomplished:
(a) In the case of Congress, the designated committees of both Houses of Congress subject to approval by
the affirmative vote of the majority of the particular House concerned;
(b) In the case ef the Executive Department, the heads of departments, offices and agencies insofar as
their respective departments, offices and agencies are concerned subject to approval of the Secretary of
Justice.
(c) In the case of the Judicial Department, the Chief Justice of the Supreme Court; and
(d) In the case of the Constitution al Commissions and other Constitutional Offices, the respective
Chairman and members thereof; in the case of the Office of the Ombudsman, the Ombudsman.
The above officials shall likewise have the authority to render any opinion interpreting the provisions on
the review and compliance procedures in the filing of statements of assets, liabilities, net worth and
disclosure information.
In the event said authorities determine that a statement is not properly filed, they shall inform the
reporting individual and direct him to take the necessary corrective action.
The individual to whom an opinion is rendered, and any other individual involved in a similar factual
situation, and who, after issuance of the opinion acts in good faith in accordance with it shall not be
subject to any sanction provided in the Code.
Rule IX
Conflict of Interest and Divestment
Section 1. (a) An official or employee shall avoid conflict of interest at all times.
(b) Conflict of interest occurs:
(1) When the official or employee is:
(a) a substantial stockholder; or

(b) a member of the Board of Directors; or
(c)an officer of the corporation; or
(d) an owner or has substantial interest in a business; or
(e) a partner in a partnership; and
(2) The interest of such corporation or business, or his rights or duties therein, are opposed to or affected
by the faithful performance of official duty.
(c) A substantial stockholder is any person who owns, directly or indirectly, shares of stock sufficient to
elect a director of a corporation. This term shall also apply to the parties to a voting trust.
(d) A voting trust means an agreement in writing between one or more stockholders of a stock corporation
for the purpose of conferring upon a trustee or trustees the right to vote and other rights pertaining to the
shares for certain periods and subject to such other conditions provided for in the Corporation Law.
Section 2. (a) When a conflict of interest arises, the official or employee involved shall resign from his
position in any private business enterprise within thirty (30) days from his assumption of office and/or
divest himself of his share-holdings or interests within sixty (60) days from such assumption. For those
who are already in the service, and conflict of interest arises, the officer or employee must resign from his
position in the private business enterprise and/or divest himself of his shareholdings or interests within the
periods herein-above provided, reckoned from the date when the conflict of interest had arisen. The same
rule shall apply where the public official or employee is a partner in a partnership.
(b) If the conditions in Section 1 (b) concur, divestment shall be mandatory for any official or employee
even if he has resigned from his position in any private business enterprise.
(c) Divestment shall be to a person or persons other than his spouse and relatives within the fourth civil
degree of consanguinity or affinity.
(d) The requirements for divestment shall not apply to those specifically authorized by law and those who
serve the government in an honorary capacity nor to laborers and casual or temporary workers.
Rule X
Grounds for administrative disciplinary action
Section 1. In addition to the grounds for administrative disciplinary action prescribed under existing laws,
the acts and omissions of any official or employee, whether or not he holds office or employment in a
casual, temporary, hold-over, permanent or regular capacity, declared unlawful or prohibited by the Code,
shall constitute grounds for administrative disciplinary action, and without prejudice to criminal and civil
liabilities provided herein, such as:
(a) Directly or indirectly having financial and material interest in any transaction requiring the approval of
his office. Financial and material interest is defined as a pecuniary or proprietary interest by which a
person will gain or lose something;
(b) Owning, controlling, managing or accepting employment as officer, employee, consultant, counsel,
broker, agent, trustee, or nominee in any private enterprise regulated, supervised or licensed by his office,
unless expressly allowed by law;
(c)Engaging in the private practice of his profession unless authorized by the Constitution, law or
regulation, provided that such practice will not conflict or tend to conflict with his official functions;
(d) Recommending any person to any position in a private enterprise which has a regular or pending
official transaction with his office, unless such recommendation or referral is mandated by (1) law, or (2)
international agreements, commitment and obligation, or as part of the functions of his office;
These acts shall continue to be prohibited for a period of one (1) year after resignation, retirement, or
separation from public office, except in the case of paragraph (c) above, but the professional concerned
cannot practice his profession in connection with any matter before the office he used to be with, within
one year after such resignation, retirement, or separation provided that any violation hereof shall be a
ground for administrative disciplinary action upon re-entry to the government service.
(e) Disclosing or misusing confidential or classified information officially known to him by reason of his
office and not made available to the public, to further his private interests or give undue advantage to
anyone, or to prejudice the public interest;
(f) Soliciting or accepting, directly or indirectly, any gift, gratuity, favor, entertainment, loan or anything
of monetary value which in the course of his official duties or in connection with any operation being
regulated by, or any transaction which may be affected by the functions of, his office. The propriety or
impropriety of the foregoing shall be determined by its value, kinship or relationship between giver and
receiver and the motivation. A thing of monetary value is one which is evidently or manifestly excessive
by its very nature.
Gift refers to a thing or a right disposed of gratuitously, or any act of liberality, in favor of another who
accepts it, and shall include a simulated sale or an ostensibly onerous disposition thereof.
Loan covers both simple loan and commodatum as well as guarantees, financing arrangement or
accommodations intended to ensure its approval. Commodatum refers to a contract whereby one of the
parties delivers to another something not consumable so that the latter may use the same for a certain time
and return it.
This prohibition shall not include:
(1) Unsolicited gift of nominal or insignificant value not given in anticipation of, or in exchange for, a
favor from a public official or employee or given after the transaction is completed, or service is rendered.
As to what is a gift of nominal value will depend on the circumstances of each case taking into account
the salary of the official or employee, the frequency or infrequency of the giving, the expectation of
benefits, and other similar factors.
(2) A gift from a member of his family or relative as defined in the Code on the occasion of a family
celebration, and without any expectation of pecuniary gain or benefit.
(3) Nominal donations from persons with no regular, pending, or expected transactions with the
department, office or agency with which the official or employee is connected, and without any
expectation of pecuniary gain or benefit.
(4) Donations coming from private organizations whether local or foreign, which are considered and and
accepted as humanitarian and altruistic in purpose and mission.
(5) Donations coming from government to government entities.
As to gift or grants from foreign governments, the Congress consents to:
(i) The acceptance and retention by public official or employee of a gift of nominal value tendered and
received as a souvenir or mark of courtesy;
(ii) The acceptance and retention by public official or employee of gift in the nature of a scholarship or
fellowship grant or medical treatment; or
(iii) The acceptance by a public official or employee of travel grant or expenses for travel taking place
entirely outside the Philippines (such as allowances, transportation, food and lodging) of more than
nominal value if such acceptance is appropriate or consistent with the interests of the Philippines, and
permitted by the head of office, branch, or agency to which he belongs.
Nothing in the Code shall be construed to restrict or prohibit any educational, scientific or cultural
exchange programs subject to national security requirements.
(g) Obtaining or using any statement filed under the Code for any purpose contrary to morals or public
policy or any commercial purpose other than by news and communications media for dissemination to the
general public;
(h) Unfair discrimination in rendering public service due to party affiliation or preference;
(i) Disloyalty to the Republic of the Philippines and to the Filipino people;
(j) Failure to act promptly on letters and request within fifteen (15) days from receipt, except as otherwise
provided in these Rules;
(k) Failure to process documents and complete action on documents and papers within a reasonable time
from preparation thereof, except as otherwise provided in these Rules;
(l) Failure to attend to anyone who wants to avail himself of the services of the office, or to act promptly
and expeditiously on public personal transactions;
(m) Failure to file sworn statements of assets, liabilities and net worth and disclosure of business interests
and financial connections; and
(n) Failure to resign from his position in the private business enterprise within thirty (30) days from
assumption of public office when conflict of interest arises, and/or failure to divest himself of his
shareholdings or interests in private business enterprise within sixty (60) days from such assumption of
public office when conflict of interest arises, the official or employee must either resign or divest himself
of said interests within the periods herein-above provided, reckoned from the date when the conflict of
interest had arisen.
Rule XI
Penalties
Section 1. Any official or employee regardless of whether or not he holds office or employment in casual,
temporary, holdover, permanent or regular capacity, committing any violation of the Code shall be
punished with a fine not exceeding the equivalent of six months (6) salary or suspension not exceeding
one (1) year, or removal depending on the gravity of the offense after due notice and hearing by the
appropriate body or agency. If the violation is punishable by a heavier penalty under another law, he shall
be prosecuted under the latter statute. Violations of Section 7, 8, or 9 of the Code shall be punishable with
imprisonment not exceeding five (5) years, or a fine not exceeding five thousand pesos (P5,000.00) or
both, and in the discretion of the court of competent jurisdiction, disqualification to hold public office.
Any violation hereof proven in a proper administrative proceeding shall be sufficient cause for removal or
dismissal of an official or employee, even if no criminal prosecution is instituted against him.
Private individuals who participate in conspiracy as co-principals, accomplices or accessories, with

officials or employees, in violation of the Code, shall be subject to the same penal liabilities as the
officials or employees and shall be tried jointly with them.
The official or employee concerned may bring an action against any person who obtains or uses a report
for any purpose prohibited by Section 8 (d) of the Code. The Court in which such action is brought may
assess against such person a penalty in any amount not to exceed twenty five thousand pesos (P25,
000.00). If another sanction hereunder or under any other law is heavier, the latter shall apply.
Section 2. Administrative proceedings for violation of these Rules shall be in accordance with Civil
Service Law and Rules.
Rule XII
Free Voluntary Service

Section 1. (a) Free voluntary service refers to services rendered by persons who are in government
without pay or compensation.
(b) The requirements of free voluntary service are as follows:
(1) Issuance of an appropriate document;
(2)Fitness and suitably for the duties and responsibilities of the particular position; and
(3) Compliance with rule on nepotism
(c) The following are the functions or services that volunteers can perform:
(1) Advisory
(2) Consultancy or counseling
(3) Recommendatory;
(4) Professional Services;
(5) Staff work such as planning or research; or
(6) Humanitarian.
(d) Those who render free voluntary service to the government are covered by the following:
(1) Laws on rewards and incentives;
(2) Norms of conduct and ethical standards;
(3) Duties and obligations of public officers and employees;
(4) Prohibitions and sanctions enumerated in these Rules; and
(5) Civil and criminal liability.
(e) Those who render free voluntary service are, however, liabilities and net worth and financial
disclosures, the requirement on divestment and the appropriate eligibility requirement, for their
designations, and shall not enjoy security of tenure.
Unless otherwise provided in the terms of their designations, volunteers are prohibited from:
(1) Exercising supervisory functions over personnel;

(2) Exercising functions of position involving national security;
(3) Having access to confidential or classified information unless authorized by proper authorities;
(4) Occupying regular plantilla positions;
(5) Having such services credited as government service and availing themselves of retirement benefits;
(6) Using facilities and resources of the office for partisan political purposes; and
(7) Receiving any pecuniary benefits such as honoraria, allowances and other perquisites of office.
Rule XIII
Amendment
Section 1. The Civil Service Commission may amend or modify these Rules as may be necessary.
Rule XIV
Effectivity
Section 1. These Rules shall take effect thirty (30) days following the completion of their publication in
the Official Gazette or in a newspaper of general circulation.
CURRICULUM VITAE
“GOOD
GOOD THINGS TAKE TIME,
BUT GREAT THINGS HAPPEN ALL AT ONCE”
Name: Jordan D. Villota

Nickname: Jojo
Address: 114 Toclong 2
2-B Imus, Cavite
Birthday: November 8, 1991
Civil Status: Single
Religion: Catholic
Educational Attainment:
Tertiary: Bachelor of Arts in Political Science 2008-2012
University- Dasmariñas
Dasmariñ
asmariñas, Cavite
Secondary: Imus Institute 2004-2008
Imus, Cavite
Affiliations:
Political Science Program Council
- Vice President 2011-2012
- Third year representative 2010-2011
Pre-Law Society
- Second year representative 2009-2010
- Third year representative 2010-2011
CURRICULUM VITAE
“ALL GREAT JOURNEYS STARTS

FROM A SINGLE STEP
STEP”
Name: Elijah A. Manlod

Nickname: Eli, Bitz Cuit
Address: 28 Valencia St. Intercity Muntinlupa
Birthday: August 23, 1990
Civil Status: Single
Religion: Christian
Educational Attainment:
Tertiary: Bachelor of Arts in Political Science 2007-2012
University- Dasmariñas
Dasmariñ
asmariñas, Cavite
Secondary: Lighthouse Bible B
Believers Christian
Academy 2003-2007
BF Homes Paranaque City
Footnotes
i
44% of the respondent citizens are college graduates. These are those individuals who
are employed in certain occupations which require such background for education. They
usually go to the municipal government to transact such papers which are used in their
th
jobs.
ii
6% of the respondent citizens are elementary graduates. Some of them are not
economically capable of pursuing high school. They always go the municipal government
in order to seek help.

iii
50% of the respondent citizens are high school graduates
graduates.. Some many of them are not
economically capable of pursuing college. Likewise, they always go the municipal
government to seek help. Based from the researchers’ observation, they belong to the
lower strata of the society.

iv
56% of the respondent citizens are female. Majority of them who usually transact in the
municipal government are those people who are processing papers regarding their name,
birthday, place of birth etc. Many of them are also those who already have their family.
v
44% of the respondent citizens are male. Some of them are those persons who are
workers of certain company who are conducting business to the municipal government to
arrange certain papers regarding their work. Some of them also have families which are
also processing informat

information
ion about their name, marriage certificate etc. Similar with the
female, they are almost equal in percentage.

vi
92% of the respondent public officials are college graduate because all of them are
economically capable to pursue such and it is required for ttheir

heir chosen profession. Based
from the observations of the researchers, these public officials are all stable when it
comes to their financial capacity.

vii
8% of the respondent public officials are able to finish a master’s degree. It is because
these publicc officials are economically capable to pursue such. As public officials, having
a master’s degree would better serve their position in the government.

viii
92% of the respondent public officials are male. It is because majority of them who
run from the last elections (2010) are male.

ix
8% of the respondent public officials are female. One of the public officials in Imus
municipality is female. The perceived reason for this data is that because majority of the
citizens of Imus prefer to have their officials tto be male.

x
94% of the respondent public employees are college. Majority of the public employees
took college education because it is necessary for their chosen profession. It may also be
inferred that majority of the chosen respondent public employees ar

aree financially capable
to enter college.
xi
6% of the respondent public employees are high school graduate. Although some of
them are high school graduate they are able to enter public service. It may be inferred that
these people are not financially capable to enter college. It may also be inferred
inferre that they
entered public service because of appointments by officials.

xii
49% of the respondent public employees are female. Almost half of the population of
the Imus municipal hall is female. Many of them are already serving the municipal
government for more than 5 years.

xiii
51% of the respondent public employees are male. Same with the female, almost half
of the population of the employees of the Imus municipal hall is male. Based from the
observations of the researchers, male employees of the Imus munici

municipal
pal hall are larger to a
small extent or are equal to the female population of the municipal hall.

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De La Salle University-Dasmariñas

“Norms of Conducts and Duties”: A Study on the Awareness and

Compliance of Imus Municipal Public Officials and Employees to

An Undergraduate Thesis Submitted

Address: Bagong Bayan , Dasmariñas, Cavite 4115

Compliance of Imus Municipal Public Officials and Employees to Republic

Funding Sources: Parents Cost: Php 18,000

Date Started: January 2011 Date Completed: October 2011

Objective of the Study:

To evaluate the perception of the 2010

employees of Imus municipality in relation to Republic Act 6713.

Statement of the Problem

1.) What is Republic Act 6713 in terms of:

a. Sections 4 (Norms of conducts) and 5 (Duties)

b. Its scope and implementation

response to the survey?

conducts) and 5 (Duties) of Republic Act 6713 as perceived by Imus

of conducts) and 5 ((Duties)

officials and employees in terms of observing Sections 4 (Norms of

conducts) of Republic Act 6713?

Scope and Delimitations

Primarily, the study will be limited only to the actions of 2010-2011

public officials and employees in relation to Sections 4 and 5 of Republic Act

employees must further b

sections and its provisions are as follows:

a.) Section 4- Norms of Conducts of Public Officials and Employees

b.) Section 5- Duties of Public Officials and Employees

c.) Section 12- Promulgation of Rules and Regulations Administration and

Enforcement of this Act.

The reason why the researcher focused on these a

sections 4 and 5, is to achieve a quantitative data that would determine the

answer question number 1/b.

The research is also limited to the following persons:

a.) Public officials are only limited to the mayor, vice

Administrator, Agriculture, Assessor, Budget, Building, COMELEC, DILG,

DSWD, Engineering, HRMO (Personnel’s office), Land tax, License and

permit, Mayor, MENRO (Municipal Environmen

Office), MPDO (Municipal Planning Development Office), Treasurer, Vice-

service for not less than 5 years.

c.) Citizens are limited to the residents of Imus municipali

public officials and employees.

The researchers will make use of a normative quantitative descriptive

method will be applied by employing surveys and questionnaires to collect the

needed information regarding standards which are prevailing in the society

(Sanchez 1989). Such information will be quantitative in nature with

corresponding interpretations. Also known as statistical research, this method

describes the data and characteristics about the population or phenomenon

(1993), it is a purposive process of gathering, analyzing, classifying, and

tabulating data about prevailing conditions, practices, beliefs, processes, trends,

in frequencies, averages and ot

respondents among the population of Imus about the prevailing condition

regarding the compliance of public officials and e

objectives of the study.

researchers found out the following:

1.) Republic Act 6713 is known as ““The

Standards for Public Officials and Employees”.

standard public servants.

b.) It is enforced by the Civil Service Commission, who has full

responsibility over the law, among public officials and employees by

conducting seminars like values development, professional, scientific,

technical and educational programs in order for it to be recognized and

exercised by the public servants in a particular government. In this

complying with the provisions of the la

RA6713 as perceived by the respondent public employees.