Ethics, Integrity, and

Accountability for Good

Governance

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(delivered by CSC Chairman Francisco T. Duque III during the 2nd Corporate Governance
Month Good Governance Forum
held July 31, 2014 at DBP Building, Makati City)
DBP President and CEO Gil A. Buenaventura, officials and staff of the Development Bank of the
Philippines, fellow lingkod bayani, good morning! On behalf of the Civil Service Commission,
let me congratulate you for spearheading the 2nd Corporate Governance Month and for holding
this Good Governance Forum.
INTRODUCTION OF CSC
Good governance is almost always a contentious topic. The way public institutions manage
public affairs and public resources is something that draws controversy and criticism. This also
concerns us to the very core. Why? As the premiere human resource institution of the Philippine
bureaucracy, our work cuts across human resource management, organization development,
national development, and anti-corruption.
Historically, the CSC was created to uphold a merit-based recruitment system. We should take
this in the context of reversing the growing culture of corruption in the colonial government,
where positions could be bought and officials could be bribed. This means only the best and the
brightest should be in the government service. The rationale behind this is that excellent human
resource equals excellent public service. From a bureau in the early 1900s to a Commission in
the 1950s and onwards, the CSC has assumed many roles in the broad range of HR functions, all
in a bid to rid the bureaucracy of corrupt and mediocre practices.
Today, CSC functions as the premiere human resource institution of the Philippine government.
It also acts as adviser to the President on human resource management of the Philippine
government. As provided under the 1987 Constitution, we are mandated to establish a career
service, adopt measures to promote morale, efficiency, integrity, responsiveness, and courtesy in
the civil service, strengthen the merit and rewards system, integrate all human resource
development programs for all levels and ranks, and institutionalize a management climate
conducive to public accountability.
Your theme, Ethics, Integrity, and Accountability for Good Governance, is always a timely topic
for the CSC. I find it relevant because we are always in the thick of fighting corruption. It is an
uphill climb, as proven by what we see and hear in the media, in our offices, on the streets. It

seems curbing corruption is a mammoth task that cannot be neatly resolved like one would a
simple mathematical equation.
The web of corruption has different layers, many tentacles, and may spread like a virus if not
contained. If we all do our little part, however, we create opportunities to nip corrupt practices in
the bud. People say it is a hopeless case, but I say it is a work in progress. Let us not be
disheartened by criticism. Instead, let us take our jobs seriously, and be responsible and
accountable in fighting corruption.
Throughout my talk, let me share with you what the CSC has learned in upholding ethics,
integrity, and accountability for good governance.
ETHICS
Ethics has been defined in a variety of ways. In general, it is identified as the branch of
philosophy that deals with issues of right and wrong in human affairs. The University of Sta.
Claras academic journal, Issues in Ethics, says that ethics refers to well-founded standards of
right and wrong that prescribe what humans ought to do, usually in terms of rights, obligations,
benefits to society, fairness, or specific virtue.
In the context of Philippine government, the highest standards of ethics are embodied in
Republic Act No. 6713 or the Code of Conduct and Ethical Standards for Public Officials and
Employees. RA 6713 also bears the eight (8) norms of conduct commitment to public interest,
professionalism, justness and sincerity, political neutrality, responsiveness to the public,
nationalism and patriotism, commitment to democracy, and simple living. These norms of
conduct govern the principle of ethics for the lingkod bayani who works in an environment
where corruption thrives. The same norms promote the idea that even in the smallest of matters,
a lingkod bayani should be able to withstand temptation, reject mediocrity, and protect his or her
integrity.
Administrative and disciplinary cases stem from failure to uphold ethical standards. A public
servant who does not spend all paid hours in official work is already stealing from the Filipino
people. Someone who does not report an anomalous transaction may have just allowed
something worse to happen. Sexual harassment in the workplace is also unethical and wrong.
Today, we seem to be more and more lax on what we consider as unethical.
It is alright to overlook things sometimes, or to let things pass. We tend to say, OK lang yan,
lahat naman ginagawa yan. But as they say, we become what we repeatedly do. Habits soon
become lifestyles. By not being vigilant enough, we become participants in maintaining an
unethical culture. In government, it is important to care enough so as to stop or stem unethical
practices before they become ingrained or systemic. The more we let things pass, the more
ethical standards get lowered.

"As public officials and employees, we have the duty of protecting not only
our integrity but also that of the government. We owe it to the Filipino
people to have integrity. It means we cannot be bribed, bought, swayed,
coerced, or made to do something that does not adhere to the highest moral
standards."

INTEGRITY
Integrity, also known as moral uprightness and strong adherence to honesty and fairness, is
closely linked to ethics. Integrity also refers to wholeness and completeness. This is an important
definition and well worth thinking over. We hear expressions such as the integrity of the exam
or the the integrity of the document, which means something remains untainted, and was not
tampered with or altered. When a person commits something unethical, in a sense he or she also
loses his or her wholeness. There is damage already done to a persons character.
As much as possible, we would want to maintain our integrity. We cannot afford to do something
that would damage it. Some people may think that they maintain their integrity by keeping their
wrongdoings a secret. Exposed or not, however, they have already damaged their integrity. After
all, integrity involves doing the right thing even if nobody sees you.
As public officials and employees, we have the duty of protecting not only our integrity but also
that of the government. We owe it to the Filipino people to have integrity. It means we cannot be
bribed, bought, swayed, coerced, or made to do something that does not adhere to the highest
moral standards.
As the saying goes, people may doubt what you say but they will always believe what you do.
Leading hotel management executive, Maria R. Zec, expounds on this and advises people, Your
reputation and integrity are everything. Follow through on what you say youre going to do. Your
credibility can only be built over time, and it is built from the history of your words and actions.
Our government may be measured by the history of its words and actions. This is how our people
gauge our integrity. I hope all of us here will be part of the best moments of our governments
history moments that champion integrity instead of destroy it. That is a challenge that I hope all
of us will be eager to accept.
ACCOUNTABILITY
We always hear the phrase public office is a public trust. Ang ibig sabihin nito, may
pananagutan tayo sa taumbayan. Lahat ng ginagawa natin, ginagastos natin, isinasa-katuparan
natin ay pananagutan natin sa taumbayan. Sabi nga sa Panunumpa ng Lingkod Bayan: Ang
bawat sandali ay ituturing kong gintong butil na gagawin kong kapaki-pakinabang. Lagi kong
isasaalang-alang ang interes ng nakararami bago ang sarili kong kapakanan.

Working in government is different because we are not only looking out for ourselves or for our
organization. Our focus is delivering services for the benefit of our main clientelethe Filipino
people. We are primarily here to serve, and not to be served.
Kapag pinag-uusapan ang accountability in the context of public service, laging tutumbukin ang
public funds. This is especially a touchy topic in a country like ours kung saan mas nakararami
ang namumuhay below poverty line, at mataas pa ang buwis at presyo ng mga bilihin.
Ang isyu ng korupsyon ay damang-dama ng ordinaryong Pilipino sa kanyang bulsa. Kaya
napakahalagang maging accountable sa pamamahala ng pondong ipinagka-katiwala sa atin. Ito
ay galing sa taumbayan, at nararapat lamang na maibalik sa kanila in the form of public service
excellence. DBP is an expert in this discourse, especially since it is a development bank and
addresses issues in poverty and social inequality. That is why I trust that it is a financial
institution that practices a great amount of accountability.
Needless to say, we will always be answerable to our own actions. When that time comes, I hope
we will be able to account for what we have done truthfully and straightforwardly.

"The web of corruption has different layers, many tentacles, and may
spread like a virus if not contained. If we all do our little part, however, we
create opportunities to nip corrupt practices in the bud."

TRANSLATING ETHICS, INTEGRITY, ACCOUNTABILITY INTO CSCS WORK

Now that I have briefly discussed ethics, integrity, and accountability, let me share with you what
the CSC has been doing to create a working environment that promotes these three principles.
HR INITIATIVES
The basic idea we have at the CSC is that good people equals good governance. Hence, our focus
now is on strategic human resource and organization development or HR/OD, and through this
we are able to provide technical assistance and developmental interventions for the optimum
performance of government agencies.
After streamlining our programs, we have introduced five (5) HR initiatives. We have the
Program to Institutionalize Meritocracy and Excellence in Human Resource Management or
PRIME-HRM that aims to upgrade the maturity level of HR systems in government agencies to
make them at par with global HR standards. We also have the Competency-Based Recruitment
and Qualification System or CBRQS that gauges both applicants and employees not just on the
basis of their education, experience, training, and eligibility, but on a set of required
competencies as well.

Through the Leadership and Coaching Program or LCP that we have, we adopt the coaching
approach to help our human resource get over hurdles and challenges in their career. Meanwhile,
the Competency-Based Learning and Development Program or CBLDP directly addresses the
problem of competency gaps through trainings and HR interventions, preparing individuals as
their agencies upgrade their maturity level. Lastly, we have the Strategic Performance
Management System or SPMS a performance evaluation system that links individual
performance to organizational performance.
The CSCs HR initiatives are meant to help both individual and organization reach their
maximum potential. By focusing on HR/OD interventions, we are fulfilling our role as the
Philippine governments premier HR institution and helping agencies nationwide to efficiently
reach their goals.

"Kaya binabantayan naming maigi ang mga frontline services. Naniniwala

akong hindi na kailangan pang ipaliwanag ang konsepto ng good
governance sa taumbayan mas mahalagang maramdaman nila ito sa
sarili nila, kahit mula lamang sa pagkuha ng lisensya o pasaporte, sa
pagbayad ng government fees, o sa pakikipag-usap sa mga lingkod bayan."

ANTI-RED TAPE ACT OR ARTA OF 2007

Aside from offering the HR initiatives, we have also been running several programs that address
other problems in good governance. The CSC spearheads the implementation of Republic Act
No. 9485, better known as the Anti-Red Tape Act or ARTA. Under this law, we battle red tape by
checking government service offices and evaluating how fast and efficient they are in responding
to the needs of their clients. ARTA requires government agencies to display their Citizens
Chartera document that details the process flow of frontline transactions as well as the
estimated time and fees involved. It also requires the display of Anti-Fixer Campaign materials
as well as the establishment of the Public Assistance and Complaints Desk or PACD.
We remain vigilant in ensuring compliance with the law through monitoring and evaluation
mechanisms. One is the ARTA Watch our surprise visit to government service offices
nationwide to check how their frontline transactions are faring. I, together with Commissioners
Robert S. Martinez and Nieves L. Osorio, have led different ARTA Watch teams in doing
surprise visits in Manila, Luzon, Visayas, and Mindanao. We talk to clients and get their opinion
or comment about the quality of service given them. ARTA Watch reports have helped us greatly
in determining the areas for improvement in terms of frontline services.
We also have the ARTA Report Card Survey or RCS through which we rank government service
offices as Excellent, Outstanding, Good, Acceptable, or Fail based on their performance in
frontline transactions and level of compliance with ARTA provisions. Those with Excellent
ratings are recognized with the Citizen Satisfaction Center Seal of Excellence award after

validation, while those who failed will be subjected to the Service Delivery Excellence Program
or SDEPthe CSCs intervention to help agencies improve their frontline services.
Since frontline transactions are the very basic touchpoint of government and its citizens, we
consider this a most important site to focus on. This is where the peoples impression of
government is cemented. Here is where the principles of ethics, accountability, and integrity are
played out. More importantly, this is where we have the best opportunity to stop corruption.
Kaya binabantayan naming maigi ang mga frontline services. Naniniwala akong hindi na
kailangan pang ipaliwanag ang konsepto ng good governance sa taumbayan mas mahalagang
maramdaman nila ito sa sarili nila, kahit mula lamang sa pagkuha ng lisensya o pasaporte, sa
pagbayad ng government fees, o sa pakikipag-usap sa mga lingkod bayan.
DISCIPLINE (CASES)
We also focus on discipline and rewards as a means to mold a competent and highly motivated
workforce. As a quasi-judicial body, the CSC hears administrative cases. We have committed to
deciding 70% of the administrative cases within 40 days from the time the case is ripe for
resolution. We have exceeded this target in 2013, and we would like to meet or even surpass our
target of 95% by 2015. This means disciplinary actions are efficiently imposed on erring officials
and employees. As justice is served, ethics, integrity, and accountability are preserved.
We also released the new Statement of Assets, Liabilities, and Net Worth or SALN form after a
series of consultations with various government offices and employee groups. The new form is
simpler in order to avoid confusion, and there are corresponding guidelines on how one should
fill out the form. We continue to recognize the importance of the SALN as a tool to deter
corruption in government. Thus, we deem it necessary to continue fine-tuning the form to make
filling it out easier, but still having the needed alarm indicators to determine illegally acquired
wealth of public officials and employees. We also want it simplified because we dont want
token compliance among public officials and employees.
REWARDS (HAP/PLBi)
Aside from promoting discipline, we continue to enhance our recognition programs. We have the
Honor Awards Program or HAP, under which we hold the annual Search for Outstanding Public
Officials and Employees. The award categories under HAP are the highest recognition that state
workers can get throughout their career. The awards are conferred by the President of the
Republic at the Malacaan Palace.
We also have the Pamanang Lingkod Bayan or PLBi program, through which we honor those
who have offered their lives for the service of the Filipino people. More than just recognizing the
many heroic and inspiring men and women in government who personify the spirit of public
service, the Commission also sees the need to acknowledge those civilian public servants who
risked their lives, died while in the pursuit of their respective functions, or were killed in the line
of duty. Under the PLBi, we are able to give cash assistance and scholarship grants to their loved
ones left behind.

Through these programs, we are able to take care of the 1.4 million-strong government
workforce, guiding and encouraging them to pursue public service excellence at all costs.
INSPIRING DBP TO DO THE SAME/CLOSING
As the countrys premiere development financial institution, the Development Bank of the
Philippines is at the forefront of safeguarding the countrys economic standing. Since
development banking is especially needed in developing countries like ours, you have the
impetus for exercising ethics, integrity, and accountability in the name of good governance.
Handling development financing, treasury, trust, trade, investment, and deposits may open up
opportunities to engage in less than moral activities, but remember that your actions will always
echo in the performance of the institution, and in the countrys economic growth.
I have explained in bold strokes how we uphold the principles of good governance. However,
this is not something that only one institution can shoulder. If it takes a whole army to fan the
flames of corruption, then it will also take a whole army to quench it. Kaagapay namin ang
bawat ahensya, kasama na ang DBP, sa pagtaguyod ng isang matatag, tapat, at epektibong
gobyerno na mapagkakatiwalaan ng taumbayan. I hope everyone here in corporate governance
will likewise be committed in this goal.
I am indeed grateful for the opportunity you have given me to speak with you today and share
with you the CSCs experience in promoting ethics, integrity, and accountability for good
governance. I look forward to hearing wonderful achievements of the DBP in the future, but
most importantly, how it has committed to good governance. Thank you and mabuhay ang DBP!