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IV.

SUMMARY AND CONCLUSION ( BANGAR )

GRAPHICAL REPRESENTATION

Figure ___
Core Competencies

Graph 1 shows the 4 indicators under Core Competency. Under level of


competency, Commitment has the highest mean score and Ensuring Excellence has the lowest.
Under Frequency of Demonstration, Commitment still has the highest mean score and
Organizational Sensitivity has the lowest.

Figure ___
Leadership Competencies

Graph 2 shows 3 indicators under Leadership Competency. Under Level of


Competency, Problem Solving has the highest mean score and Planning Work and Managing
teams has the lowest. Under Frequency of Demonstration, Problem Solving still has the highest
mean score and Developing and Inspiring Others has the lowest.

Figure ___
Functional Competencies

Graph 3 shows the 7 indicators under Functional Competency. Under Level of


Competency, Relationship Building has the highest mean score and Influence has the lowest.
Under Frequency of Demonstration, Effective Communication has the highest mean score and
Managing Knowledge has the lowest.

Figure ___
Core Competencies

Graph 4 shows the summary of the Three Indicators of Competencies of


Government Administrators and Employees. Mean scores of Core Competencies revealed that
they are moderately competent and this behavior is frequently adhered. They are very conscious
in the implementation of programs as adherence in indicators of the Seal of Local Good
Governance by the DILG hence, overlooks the customer feedback/needs in resolution to their
issues. Remarkably the officials and employees had aligned themselves to this challenge.
Leadership capabilities of the administrators and employees is also reasonably competent and
they exercise this ability normally which reflected in their Mean scores. Respondents’ Functional
competency is is satisfactorily competent and was observed habitually Respondents still has a lot
to improve in Leadership and Functional Competencies, so more technical trainings, seminars
and yearly orientations should be conducted by the Muncipality of Bangar.

RECOMMENDATIONS

The researchers have the following recommendations:

 The sample respondents were relatively small compared to the whole staff of the
municipality. Stronger data can be delivered if a larger sample will be studied.

 An interview or a focus group discussion could also be considered as part of the


data gathering.

 An employee who receives necessary training even though they are already old
and about to retire, this tool can help her able to perform her job and it allows her
to strengthen her skills.

 Government administrator and employees to continue their excellent performance


as their Commitment to public service got the highest score.

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