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Office of the President of the Philippines
PRESIDENTIAL ANTI-GRAFT COMMISSION
THE INTEGRITYDEVELOPMENT ACTION
PLAN
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REALITYCHECK
THE FIGHTAGAINST
GRAFT ANDCORRUPTION
THE IDAP
IMPLEMENTIN
G THE IDAP
MONITORINGTHE IDAP
PAGC-RDC IPARTNERSHI
P
REALITY CHECK
Corruption is a problem
No government is sparedfrom the sting of corruption
Corruption is one of the
biggest problems of thePhilippines since timeimmemorial
The Government is doing itspart in trying tosolve/eradicate this problem
The Government cannotsolve this problem overnightnor can it solve the problem
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REALITYCHECK
THE FIGHTAGAINST
GRAFT ANDCORRUPTION
THE IDAP
IMPLEMENTIN
G THE IDAP
MONITORINGTHE IDAP
PAGC-RDC IPARTNERSHI
P
GOVERNMENTINITIATIVES TO FIGHT
GRAFT AND CORRUPTIONAdministrative Controls
and
Procedural ReformsIncreased funds for
anti-graft
Internal audit controlsand streamlining ofsystems
Procurement reforms
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THE FIGHTAGAINST
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THE IDAP
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MONITORINGTHE IDAP
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Ch 21: MTPDP 2004-2010
ANTI-CORRUPTIONAnti-corruption efforts
will focus on three areas of
reform: (1) Punitivemeasures that includeeffective enforcement of
anti-corruption laws; (2)
Preventive measures thatinclude the strengtheningof anti-corruption laws,
improvement of integrity
systems, conduct of
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REALITYCHECK
THE FIGHTAGAINST
GRAFT ANDCORRUPTION
THE IDAP
IMPLEMENTIN
G THE IDAP
MONITORINGTHE IDAP
PAGC-RDC IPARTNERSHI
P
THE INTEGRITYDEVELOPMENT ACTION
PLANNational anti-corruptionframework of the ExecutiveBranch
Holistic approach infighting corruption
composed of 22 specific
anti-corruption measures(doables) clustered intothe strategies ofPrevention, Education,
Investigation andEnforcement (Deterrence),
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The 22 Doables
Easy to implement
No requirements for additional budget
Do not requireamendments of related
laws
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REALITYCHECK
THE FIGHTAGAINST
GRAFT ANDCORRUPTION
THE IDAP
IMPLEMENTIN
G THE IDAP
MONITORINGTHE IDAP
PAGC-RDC IPARTNERSHI
P
IDAP STRATEGIES
PREVENTION systems reformsto minimize opportunities forgraft and corruption
EDUCATION informing thepublic on the ills of corruptionthrough advocacy, valuesformation and educating thepublic servants on the dos and
donts of public serviceINVESTIGATION AND
ENFORCEMENT makingcorruption a high-risk, low-
reward activity
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REALITYCHECK
THE FIGHTAGAINST
GRAFT ANDCORRUPTION
THE IDAP
IMPLEMENTIN
G THE IDAP
MONITORINGTHE IDAP
PAGC-RDC IPARTNERSHI
P
PREVENTION
1. Strengthening of internal control
through the institutionalization ofinternal audit service
2. Conduct of Integrity DevelopmentReview
3. Adoption of e-NGAS and fasttracking of e-bidding
4. Incorporating integrity check inrecruitment and promotion ofgovernment personnel.
5. Institutionalization of a multi-stakeholder personnel andorganizational performanceevaluation system
6. Protection of meager income ofgovernment employees
REALITY
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REALITYCHECK
THE FIGHTAGAINST
GRAFT ANDCORRUPTION
THE IDAP
IMPLEMENTIN
G THE IDAP
MONITORINGTHE IDAP
PAGC-RDC IPARTNERSHI
P
PREVENTION
1) Strengthening of internalcontrols through theinstitutionalization of
internal audit unit
OUTCOME: Revival andstrengthening
of systems integrity in allagencies in the Executive
Department
REALITY
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REALITYCHECK
THE FIGHTAGAINST
GRAFT ANDCORRUPTION
THE IDAP
IMPLEMENTIN
G THE IDAP
MONITORINGTHE IDAP
PAGC-RDC IPARTNERSHI
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PREVENTION
HOW CAN INTERNAL AUDIT
HELP PREVENT CORRUPTION?
Internal Auditors
Examine control procedure todetermine their adequacy andpropriety
Verify reliability and integrity of
financial and operatinginformation
Review the systems established
to ensure compliance withexisting policies, regulations,
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REALITYCHECK
THE FIGHTAGAINST
GRAFT ANDCORRUPTION
THE IDAP
IMPLEMENTIN
G THE IDAP
MONITORINGTHE IDAP
PAGC-RDC IPARTNERSHI
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PREVENTION
HOW CAN INTERNAL AUDIT
HELP PREVENT CORRUPTION?(2)
Internal Auditors
Review the means ofsafeguarding assets
Appraise the quality ofperformance in carrying out
assigned responsibilitiesReview operations orprograms to ascertain whetherthe operations or programs arebeing carried out as planned
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INDICATORS:RATINGRATING LEVELS OF ACHIEVEMENTLEVELS OF ACHIEVEMENT
55Audit findings are available to the public (except those concerningAudit findings are available to the public (except those concerning
national security)national security)
Impact of its effectiveness as a mechanism to prevent corruptImpact of its effectiveness as a mechanism to prevent corruptpractices and in assisting management in achieving more effectivepractices and in assisting management in achieving more effective
governance regularly assessedgovernance regularly assessed
44Random audits are carried out with reports and recommendationsRandom audits are carried out with reports and recommendations
for action provided to the head of the agencyfor action provided to the head of the agency
Appropriate follow-up action are taken on any findings as maybeAppropriate follow-up action are taken on any findings as maybe
necessarynecessary
33Internal Audit Unit already operationalizedInternal Audit Unit already operationalizedInternal Audit Unit has a manual of proceduresInternal Audit Unit has a manual of proceduresIAU has already complied with the International Standard for theIAU has already complied with the International Standard for the
Professional Practice of Internal Auditing and the Code of EthicsProfessional Practice of Internal Auditing and the Code of Ethics
promulgated by the Association of Government Internal Auditorspromulgated by the Association of Government Internal Auditors
(AGIA)(AGIA)
22Department Order already disseminated to the employeesDepartment Order already disseminated to the employees
Orientation and discussion on the Department Order heldOrientation and discussion on the Department Order held
Training of Internal AuditorsTraining of Internal Auditors
11Department Order creating the Internal Audit Unit, charter,Department Order creating the Internal Audit Unit, charter,
structure and function of which are in accordance withstructure and function of which are in accordance with
Administrative Order No. 70 and DBM Circular 2004-04, alreadyAdministrative Order No. 70 and DBM Circular 2004-04, already
approvedapproved
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REALITYCHECK
THE FIGHTAGAINST
GRAFT ANDCORRUPTION
THE IDAP
IMPLEMENTIN
G THE IDAP
MONITORING THE IDAP
PAGC-RDCPARTNERSHIP
PREVENTION
1) Strengthening of internal control
through the institutionalization ofinternal audit unit
MILESTONES:
Issuance of OP MemorandumCircular No. 89
Creation of the Committee on theInstitutionalization of Internal AuditUnits
RSP per EO 366
US$300,000 WB-IDF Grant for theStrengthening of Internal AuditUnits for Effective Procurement
Monitoring and Enforcement
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US$300,000 WB-IDF Grant for theStrengthening of Internal Audit Units
for Effective Procurement Monitoringand Enforcement
Development of a Quality Assurance Program
on internal auditing functions Development of a Generic Internal Audit
Manual
Operationalization of a National Training
Program for Internal Auditors Study on Certification/Accreditation of
Internal Auditors
Development of a Procurement Monitoring
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Pilot Agencies:
Department ofAgriculture
Department ofTransportation andCommunication
Department of Education Department of Finance
DBM-Procurement Service Land Bank of thePhilippines
Department of theInterior and LocalGovernment
National PowerCorporation
Department of SocialWelfare and Development
Province of Bulacan
Department of Health City of Marikina
Department of PublicWorks and Hi hwa s
Municipality of Cainta
REALITY
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REALITYCHECK
THE FIGHTAGAINST
GRAFT ANDCORRUPTION
THE IDAP
IMPLEMENTIN
G THE IDAP
MONITORINGTHE IDAP
PAGC-RDC IPARTNERSHI
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PREVENTION
2) Conduct of IntegrityDevelopment Review (IDR)
OUTCOME:Institutionalization
of a structured,comprehensive,systematic, and continuousassessment andimprovementin all agencies.
REALITY
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REALITYCHECK
THE FIGHTAGAINST
GRAFT ANDCORRUPTION
THE IDAP
IMPLEMENTIN
G THE IDAP
MONITORINGTHE IDAP
PAGC-RDC IPARTNERSHI
P
PREVENTION
WHAT IS IDR?
A preventive measureagainst corruptionthat aims to build
institutionalfoundations toprevent corruptionbefore it occurs.
Entails a systemicdiagnosis of thecorruption resistance
in place in an agency
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REALITYCHECK
THE FIGHTAGAINST
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THE IDAP
IMPLEMENTIN
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MONITORINGTHE IDAP
PAGC-RDC IPARTNERSHI
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PREVENTION
OBJECTIVES OF IDR
Determines the level ofintegrity developmentwithin the agency
Identifies the agencysvulnerability tocorruption
Assesses the adequacyof agencys safeguardsto forestall corruption
Prepares a CorruptionPrevention andIntegrity EnhancementPlan
Establishesbenchmarks by which
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INTEGRITY DEVELOPMENT REVIEW FRAMEWORK
LeadershipCode of Ethics
Gifts and
Benefits
Policy
PerformanceManagement
CorruptionRiskManagement
Individual
Environment
Organizational
Whistleblowing,Internal Reporting& Investigation
Managing Interface with
External Environment
HumanResourceDevelopment
ProcurementManagement
FinancialManagement
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INDICATORSRATING LEVELS OF ACHIEVEMENT
5IDR findings already presented and validated with the
management/head of agency
Agency already prepared an agency anticorruption/integritydevelopment plan (Roadmap)
Impact of its effectiveness as a mechanism to prevent corrupt
practices regularly assessed
4Corruption Vulnerability Assessment already conducted which
includes:
o Preparation of a Site Visit Plan
o Process map
o Risk Assessment
o Evaluation of controls and safeguards
3Corruption Resistance Review (CRR) already conducted which
includes:
o Integrity Development Assessment (IDA)
o Survey of Employeeso Analysis of Results
2Assessors to constitute IDR team identified and trained
IDR implementation plan for the agency already prepared
1MOA among the agency, service provider and PAGC or OMB already
signed (should include the scope of the IDR and the terms of
reference, timeframe, resource and manpower requirements for theconduct of the IDR)
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Agencies covered by IDR:
DOH DENRAFP NIA
BFP LRADPWH BOCLTO DND-PVAO
BUCOR PNPDAR BIRLRTA DBM-PS
REALITY
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REALITYCHECK
THE FIGHTAGAINST
GRAFT ANDCORRUPTION
THE IDAP
IMPLEMENTIN
G THE IDAP
MONITORINGTHE IDAP
PAGC-RDC IPARTNERSHI
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PREVENTION
3) Fast tracking of e-NGAS and e-biddingfor the procurementof goods services and
infrastructureprojects
OUTCOME: greatertransparency, correct,
reliable, complete andtimely recording ofgovernment financialtransactions andfinancial reports
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INDICATORS *e-bidding indicators subject to theguidelines yet to be released by GPPB
RATING LEVELS OF ACHIEVEMENT
5
Impact of its effectiveness as a mechanism to prevent corruptpractices regularly assessed
4e-NGAS in place and operational
3Concerned personnel already trained on e-NGAS
2MOA between COA (Government Accounting and FinanceManagement Information System) and the head of agency on e-NGAS
implementation already signed
Employees already oriented on the MOA
1Agency already complied with all the E-NGAS requirements which
include:
o Server System Requirements
o Workstation requirements
o People ware requirements
o Local Area Network (LAN)
o Existing System
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Milestones:
E-NGAS installed in 412agencies nationwide (250NGAs, 147 LGUs, 15 GOCCs)
REALITY
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THE FIGHTAGAINST
GRAFT ANDCORRUPTION
THE IDAP
IMPLEMENTIN
G THE IDAP
MONITORINGTHE IDAP
PAGC-RDC IPARTNERSHI
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PREVENTION
4) Incorporateintegrity check inrecruitment andpromotion ofgovernmentpersonnel
OUTCOME: greaterawareness on the role ofintegrity check in thereduction of opportunities
for abuse of discretion in
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REALITYCHECK
THE FIGHTAGAINST
GRAFT ANDCORRUPTION
THE IDAP
IMPLEMENTIN
G THE IDAP
MONITORINGTHE IDAP
PAGC-RDC IPARTNERSHI
P
PREVENTION
4) Incorporate integrity check in
recruitment and promotion ofgovernment personnel
Section 27, Article II(Declaration of State Policies
and Principles), 1987ConstitutionThe state shall maintain honesty and
integrity in the public service andtake positive and effective
measures against graft andcorruption
IDAP Circular No. 01-2005The components of integrity check
shall include lifestyle check and
N f A li t P iti
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Name of Applicant: Position:
1. Subject states that he has been employed with your company from ________ to _____. His lastsalary was ___________. Is this correct? _____ Yes _____ No
2. What was the nature of his / her work?____________________________________________________________________________________________________________________________________
3. How would you rate his / her job performance?__________ Very Satisfactory _________Satisfactory ________ Poor
4. Why did he / she leave? _____Laid-off _________ Resigned Reason: __________________________Terminated ____________ Others Specify : ________________
5. Would you re-hire him / her? _______ Yes ______ No I
f not, why? _______________________________________________________
6. Did he lose any time because of poor health? _______ Yes ______ No
7. Would you trust him / her with money matters? ______ Yes ______ No
8. How would you rate his / her relationship with his / her:
Superior: Co-workers:
______ Very Satisfactory ______ Very Satisfactory
______ Satisfactory ______ Satisfactory
______ Poor ______ Poor
9. What is your opinion regarding his / her:
Work Attitude: _____ Positive ____ Average ____ Poor
Character : _____ Very Good ____ Good ____ Poor
Dependability: _____ Very Dependable ____ Dependable ____ Not Dependable
10. Any additional information which you feel will help us in considering him / her for theposition? ____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________
Accomplished by: ___________________ Signature : ___________________
Position: _________________________ Company: _________________________
Telephone No.: ______________________ Date accomplished : __________________
INTE
GRITY
CHECKFORM
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INDICATORSRATING LEVELS OF ACHIEVEMENT
5
Impact as to its effectiveness as a mechanism to prevent corrupt
practices regularly assessedResults of the review used to enhance the recruitment andpromotion process
4Performance of the personnel selection/promotion review boardregularly reviewed
3Integrity check incorporated during the recruitment and promotion
process based on the approved guidelines
2Written guidelines for the inclusion of integrity check in therecruitment and promotion process communicated to all employees
Agency has a functioning personnel selection/promotion reviewboard
HRD personnel and members of the selection/promotion reviewboard trained in conducting integrity check
1Department Order and written guidelines for the inclusion ofintegrity check in its recruitment and promotion process inaccordance with CSC guidelines approved
REALITY
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REALITYCHECK
THE FIGHTAGAINST
GRAFT ANDCORRUPTION
THE IDAP
IMPLEMENTIN
G THE IDAP
MONITORINGTHE IDAP
PAGC-RDC IPARTNERSHI
P
PREVENTION
5) Institutionalizemulti-stakeholderperformance
evaluation systemOUTCOME:Establishment of a
more objectiveassessment ofindividual employee
performance
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Client Rater
Subordinate
Rater
Peer Rater
Self Rater
Supervisor
Rater
CROSSRATING
Percentage
Weight
360-degree evaluation process
which involves multi-raters:
Each rater is assigned
specific percentage
weight.
Institutionalize multi-stakeholder performance evaluation systemInstitutionalize multi-stakeholder performance evaluation system
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INDICATORSRATING LEVELS OF ACHIEVEMENT
5Results of the review used to promote good behavior and
performance of employees
Impact of its effectiveness as a mechanism to prevent corrupt
practices regularly assessed
4System for rewarding good performance and sanctioning poor
performance in place
Multi-stakeholder performance evaluation system regularly reviewedand improved
3Multi-stakeholder performance evaluation system conducted
regularly
2Orientation of the employees on the multi-stakeholder performance
evaluation system conducted
Composition of the Performance Evaluation Review Committee(PERC) already identified
1Department Order and written guidelines to implement a multi-stakeholder performance evaluation system in accordance withCSC Memorandum Circular No. 13, s. 1999 approved and
disseminated
REALITY
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CHECK
THE FIGHTAGAINST
GRAFT ANDCORRUPTION
THE IDAP
IMPLEMENTIN
G THE IDAP
MONITORINGTHE IDAP
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PREVENTION
6) Protection of
meager incomeof employees
OUTCOME: agency
officials are morediscerning inentertaining creditschemes offered to
employees and publicservants with enoughincome to sustain atleast their basic needs
(both food and non-food to lessen the risk
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CHECK
THE FIGHTAGAINST
GRAFT ANDCORRUPTION
THE IDAP
IMPLEMENTIN
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MONITORINGTHE IDAP
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PREVENTION6) Protection of meager income of
employees
IndicatorSection 40 of the GeneralAppropriations Act (GAA)
states that deductions shallnot reduce the employeesmonthly net take home pay toan amount lower than P3,000
after all authorized
deductions Milestone:Executive Order No. 462 Adopting
Measures and Safety Nets to ProtectGovernment Employees, Creating
the Committee on Protection of
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CHECK
THE FIGHTAGAINST
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MONITORINGTHE IDAP
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PREVENTION
6) Protection of meager income of
employees Updates:
Signed Executive Order No.641, Authorizing theEstablishment andAdministration of ProvidentFunds in the Government(dated 25 July 2007)
For approval: Leave credits as payment for
loans
Additional Special Privilege
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INDICATORS
RATING LEVELS OF ACHIEVEMENT
5
Impact as to its effectiveness as a mechanism to prevent corruptpractices regularly assessed
4Level of implementation of the Department Order and guidelinesregularly reviewed
3Amount of take-home pay of employees in accordance with the D.O.and guidelines (D.O. operationalized)
2Orientation on the Department Order and guidelines conducted
to all employees
1Department Order and written guidelines in accordance with
GAA provision on the minimum amount of take-home pay of theemployees approved and disseminated
REALITY
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CHECK
THE FIGHTAGAINST
GRAFT ANDCORRUPTION
THE IDAP
IMPLEMENTIN
G THE IDAP
MONITORINGTHE IDAP
PAGC-RDC IPARTNERSHI
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PREVENTION
7) Adoption of a single IDsystem for government
officials and employees
On April 19, 2006, the PhilippineSupreme Court decided withfinality that the UM-ID System isconstitutional.
Benefits of the UM-ID :
1)streamlining and harmonizing the
various ID systems and databasescan translate to millions of savingsfor the government
2)identity theft and fraudulent
claims shall be prevented
REALITY
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CHECK
THE FIGHTAGAINST
GRAFT ANDCORRUPTION
THE IDAP
IMPLEMENTIN
G THE IDAP
MONITORINGTHE IDAP
PAGC-RDC IPARTNERSHI
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EDUCATION
1. Dissemination of
compendium ofanticorruption laws, rulesand regulations.
2. Preparation of agency-specific code of ethicalstandards.
3. Conduct of ethics
training, spiritual formation,and moral recovery programfor agencies andstakeholders.
4. Integration of anti-
REALITYEDUCATION
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CHECK
THE FIGHTAGAINST
GRAFT ANDCORRUPTION
THE IDAP
IMPLEMENTIN
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MONITORINGTHE IDAP
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EDUCATION
1) Disseminatecompendium ofanti-corruptionlaws, rules and
regulationsOUTCOME:increasedawareness of anti-corruption laws,rules andregulations amonggovernmentemployees
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INDICATORSRATING LEVELS OF ACHIEVEMENT
5
Impact of its effectiveness as a mechanism to prevent corrupt
practices regularly assessed
4All computers in the agency have anti-corruption laws, rules and
regulations that could be downloaded and printed
Anti-corruption laws, rules and regulations displayed in conspicuousplaces
3Orientation on anti-corruption laws, rules and regulations with the
employees conducted
2
Department Order for the compilation of anti-corruption laws,
rules and regulations (applicable to the agency) approved anddisseminated
1Research, compilation and coordination with an anti-corruption
agency like PAGC or Ombudsman done
Compiled anti-corruption laws, rules and regulations approved fordissemination
REALITYEDUCATION
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EDUCATION
2) Prepare agency-
specific code ofethicalstandards/guideli
nes for adoptionOUTCOME: strictadherence of
employees to anagency-specificcode of ethicalstandards
REALITYEDUCATION
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EDUCATION
Promoting the Formulation andEnforcement of Code of Conductby Government Agencies in thePhilippines (July November 2008)
aims to promote the developmentand implementation of codes ofconduct in the Philippines to
improve the integrity of the publicsector.
intended outcome is to reduce theincidence of corruption at the
department/ agency/ bureau/
PAGC PROJECT ON THE CODE OFCONDUCT
Agencies covered by the
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Agencies covered by theproject:ASSESSMENT &
IMPROVEMENT OF
EXISTING CODES OFCONDUCT
DEVELOPMENT OFAGENCY CODE OF
CONDUCT
BOC DA
DPWH DENR
DOH PDEA
BI DepED
NLRC DILG
DSWD NIA
DFA
PAGC
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What should be consideredin the code?A. Policy Environment
1. Anti-Graft and Corrupt Practices Act (RA 3019), Approved on
17 August 1960
2. Code of Conduct and Ethical Standards for Public Officials
and Employees (R.A. 6713), Approved on 20 February 19893. Article XI Accountability of Public Officers, Sections 1 and 2,
The 1987 Constitution
A. The Code of Conduct
a. Purpose and Scope
b. Elements and Featuresc. Form, Style, and Content
d. Drafting the Code
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What should be consideredin the code?E. Head of Agency
1. Chief Executive Job Description
2. Chief Executive Performance Evaluation Policy
3. Executive Compensation Policy
4. Executive Transition Policy
F. Finance and Investments
1. Budgeting Policy
2. Capital Expenditures Policy
3. Financial Controls Policy
4. Investments Policy
5. Financial Audits Policy
6. Risk Management Policy
G. Customer Relations
1. Gift Acceptance Policy
2. Complaints Handling Policy
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What should be consideredin the code?H. Personnel
1. Responsibility for Human Resource Policy
2. Equal Employment Opportunity Policy
3. Nepotism Policy
4. Sexual Harassment Policy5. Workplace Environment Policy
6. Complaints Policy
7. Performance Review Policy
I. Communications
1. Media Relations Policy2. Crisis Communications Policy
3. Electronic Media Policy
4. Political Activity Policy
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What should be consideredin the code?
J. Committees
1. Governance Committee Policy
2. Financial Committees: Finance, Auditand Investment Policy
3. Development Committee Policy
4. Executive Committee Policy
5. Management Committee Policy
INDICATORS
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INDICATORSRATING LEVELS OF ACHIEVEMENT
5The agency code of ethical standards regularly reviewed for
effectiveness in specifying and promoting desired behavior of
employees
The code of ethical standards integrated in all operating systems ofthe agency (e.g. human resource management, procurement)
Impact of its effectiveness as a mechanism to prevent corruptpractices regularly assessed
4Employees record of adherence to or violation of the agency code of
ethical standards used as one of the considerations for promotion
Rewards given to officials and employees who consistently exhibit
behavior consistent with the agency code of ethical standards
3Agency-specific code of ethical standards consistently enforced, with
managers having clear tasks of promoting and monitoringcompliance
Applicable provisions of the code of ethical standards included in
contracts with external parties (e.g. suppliers)
2Agency-specific code of ethical standards and reward and sanctionguidelines approved and disseminated
Employees oriented and made to sign a sworn commitment tocomply with the code of ethical standards
1Department Order creating an agency-specific code of ethical
standards consistent with RA 6713 approved and disseminated
REALITYCHECK EDUCATION
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MONITORINGTHE IDAP
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EDUCATION
3) Provide ethicstraining, spiritualformation, moral
recovery program
OUTCOME:Government
employees withrenewed sense ofidealism
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CHECK
THE FIGHTAGAINST
GRAFT ANDCORRUPTION
THE IDAP
IMPLEMENTIN
G THE IDAP
MONITORINGTHE IDAP
PAGC-RDC IPARTNERSHI
P
EDUCATION
4) Mandate
integration of anti-corruption inelementary andsecondaryeducation modules
- For DepEd only
Corruption PreventionTeaching Exemplars
Affirm theindispensability ofvalues educationprograms that focus on
building personal
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THE FIGHTAGAINST
GRAFT ANDCORRUPTION
THE IDAP
IMPLEMENTIN
G THE IDAP
MONITORINGTHE IDAP
PAGC-RDC IPARTNERSHI
P
INVESTIGATION ANDENFORCEMENT1. Development of agency Internal
Complaint Unit.
2. Setting up/strengthening ofagency Internal Affairs Unit.
3. Publication of blacklistedoffenders and on-line databasefor public access.
4. Holding superiors accountablefor corrupt activities ofsubordinates.
5. Advocacy for the submission of
Income Tax Returns asattachment to the SALN.
6. Effective use of existing agencyadministrative disciplinarymachinery and publication of
results
REALITYCHECK INVESTIGATION AND ENFORCEMENT
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CHECK
THE FIGHTAGAINST
GRAFT ANDCORRUPTION
THE IDAP
IMPLEMENTIN
G THE IDAP
MONITORINGTHE IDAP
PAGC-RDC IPARTNERSHI
P
INVESTIGATION AND ENFORCEMENT
1) Develop agencyInternalComplaint Unit(including
protection ofwhistleblowers)
\
OUTCOME:Increase number ofinformants willingto come out and
expose graft and
REALITYCHECK INVESTIGATION AND ENFORCEMENT
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THE FIGHTAGAINST
GRAFT ANDCORRUPTION
THE IDAP
IMPLEMENTIN
G THE IDAP
MONITORINGTHE IDAP
PAGC-RDC IPARTNERSHI
P
INVESTIGATION AND ENFORCEMENT
1) Develop agency Internal Complaint
Unit (including protection ofwhistleblowers)
Internal Complaints
Unit receive all complaints accountable for ensuring
that proper documentation
is effected, sources areprotected and initialscreening is done
acts on complaints involving
violation/s of the
INDICATORS
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INDICATORS
RATING LEVELS OF ACHIEVEMENT
5
The agency regularly assesses whether the internal reporting system being used
is an effective mechanism to prevent corrupt practicesResults of the assessment used to improve and enhance the internal reportingprocess
4The agency protects and rewards employees who report corrupt behavior
3The agency has an internal reporting system which follows a standard processing
time and specifies roles and responsibilities for accepting reports and givingadvice to employees who want to report corruption
The agency records steps taken on complaints and provide feedback tocomplainants
Coordination with Internal Affairs Unit on-going
2
Employees oriented on the procedures for reporting corrupt incidents
Relevant personnel trained on the handling of complaints and reports ofcorruption
1Department Order creating ICU and guidelines (which specify what
constitutes corrupt and unethical behavior and the responsibilities forreporting) approved and disseminated
REALITYCHECK INVESTIGATION AND ENFORCEMENT
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CHECK
THE FIGHTAGAINST
GRAFT ANDCORRUPTION
THE IDAP
IMPLEMENTIN
G THE IDAP
MONITORINGTHE IDAP
PAGC-RDC IPARTNERSHI
P
2) Set-up/strengtheninternal affairs
unit
OUTCOME:Stronger
investigativecapability withinthe agency and
faster resolution
REALITYCHECK INVESTIGATION AND ENFORCEMENT
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THE FIGHTAGAINST
GRAFT ANDCORRUPTION
THE IDAP
IMPLEMENTIN
G THE IDAP
MONITORINGTHE IDAP
PAGC-RDC IPARTNERSHI
P
2) Set-up/strengthen internal affairs unit
Internal Affairs Unit
Act and investigate
complaints involvingviolations of the Code ofConduct and Anti-Graft
Law May conduct motu
proprio investigation
INDICATORS
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INDICATORSRATING LEVELS OF ACHIEVEMENT
5
The agency regularly assesses whether the investigation system
being used is an effective mechanism to prevent corrupt practicesResults of the assessment used to improve and enhance the
investigation process
4Coordination with other anti-corruption body (e.g. PAGC and OMB)on-going
The agency imposes appropriate sanctions to erring employees andofficials
3The agency has an investigation system which follows a standard
processing time and specifies roles and responsibilities forconducting investigations
2The agency regularly disseminates information on the disposition of
cases
Relevant personnel trained on investigation
1Department Order creating IAU and guidelines approved and
disseminated
REALITYCHECK INVESTIGATION AND ENFORCEMENT
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THE FIGHTAGAINST
GRAFT ANDCORRUPTION
THE IDAP
IMPLEMENTIN
G THE IDAP
MONITORINGTHE IDAP
PAGC-RDC IPARTNERSHI
P
3) Publish blacklistedoffenders andmaintain on-line
central databaseOUTCOME:Greater
perception ofcorruption being ahigh-risk, low-reward activity
REALITYCHECK INVESTIGATION AND ENFORCEMENT
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THE FIGHTAGAINST
GRAFT ANDCORRUPTION
THE IDAP
IMPLEMENTIN
G THE IDAP
MONITORINGTHE IDAP
PAGC-RDC IPARTNERSHI
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IDAP CIRCULAR NO. 01 2005
For blacklisting: A supplier who violatedthe Procurement Law
Employees who are foundguilty of violations andwhose sanction involvesdismissal with perpetual
disqualification frompublic office
this measure shall onlyapply to cases whose
decisions are final and
INDICATORS
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INDICATORS
RATING LEVELS OF ACHIEVEMENT
5Impact of its effectiveness as a mechanism to prevent corrupt
practices regularly assessedResults of the assessment used to improve or modify the measure
4Policies on blacklisting regularly reviewed and improved
3Blacklisted offenders published in agency publication, in the website
and made available to the public
2
Employee orientation on the publishing of blacklisted offenders held
1Department Order and guidelines (with consideration on thelegal implications) directing the publish of blacklisted offendersapproved and disseminated
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PAGC(no. of officials ordered to be penalized)
500+%
75
538%
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Undersecretary (DPWH), Dep Dir Gen (TESDA), Asst Secretaries (OP,ATO, DND, DSWD, DOST), Chairman of the Board (LWUA), BoardMembers (NTA, PEA, NBDB), Presidents (State University, PNOC, PADC),Chairman (PEA, KWF, PHILRACOM, PRC), Commissioners (BI, PCUP,NLRC), Asst Commissioner (SEC), Administrators (NTA, NIA, CDA, IA,
FIDA, NDA, MWSS, LWUA, NIA), Dep Administrator (NTA), Gen Managers(PEA, DFP, LLDA), Asst Gen Manager (PEA), Dep Gen Manger (PEA),Regional Directors (DECS, TESDA, DA, LTO, BIR, DPWH, NCIP, DPWH,DSWD, NBI, BIR, CHED), Executive Directors (DOF, OSCC, LCP, NWRB),Deputy Executive Directors (CHED, TESDA), Directors (CHED, DA, DBM,PHILVOCS, DOST, DOH, NCC, DPWH, NPO, OPA, EMB, TESDA, DSWD),Deputy Director (DOST), Regional Directors (BLGF, DOLE, DAR, DEPED,DTI), Assistant Regional Directors (DA, DSWD, DTI), Provincial Director(DTI), Customs Collector, Prosecutors, Regional Adjudicators, AssistantProsecutors, Labor Arbiter (NLRC), Senior Corporate Attorney (PEA),Attorney (POEA, TESDA), Chief Administrative Officer (TESDA),
Accountant II (CHED), Schools Division Superintendent
34 presidential appointees:
REALITYCHECK INVESTIGATION AND ENFORCEMENT
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THE FIGHTAGAINSTGRAFT AND
CORRUPTION
THE IDAP
IMPLEMENTIN
G THE IDAP
MONITORING THE IDAP
PAGC-RDC IPARTNERSHIP
4) Hold superiorsaccountable forcorrupt activitiesof subordinates
OUTCOME:Superiors areconscientious inpreventing corruptactivities of theirsubordinates
REALITYCHECK INVESTIGATION AND ENFORCEMENT
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THE FIGHTAGAINST
GRAFT ANDCORRUPTION
THE IDAP
IMPLEMENTIN
G THE IDAP
MONITORINGTHE IDAP
PAGC-RDC IPARTNERSHI
P
4) Hold superiors accountable for corrupt activities ofsubordinates
IDAP Circular No. 02-2006, re: Legal baseson Command Responsibility
The rules governing the liability of public officersin general as laid down in Sec. 38, Chapter 9,Book I of the Administrative Code of 1987,to wit;
A public officer shall not be civilly liable foracts done in the performance of his officialduties unless there is a clear showing of badfaith, malice or gross negligence.
Any public officer who, without just cause,neglects to perform a duty within a fixed
period by law or regulation, or within areasonable period if none is fixed, shall beliable for damages to the private partyconcerned without prejudice to such otherliability as may be prescribed by law.
A head of a department or a superior officershall not be civilly liable for the wrongful acts,
omissions of duty, negligence, or misfeasanceof his subordinates, unless he has actually
REALITYCHECK INVESTIGATION AND ENFORCEMENT
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THE FIGHTAGAINST
GRAFT ANDCORRUPTION
THE IDAP
IMPLEMENTIN
G THE IDAP
MONITORINGTHE IDAP
PAGC-RDC IPARTNERSHI
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4) Hold superiors accountable for corruptactivities of subordinates
Mechem (Cruz, Liability of PublicOfficers 2003 Edition) noted severalexceptions and suggests that thesuperior officer may be held liable: where, being charged with the duty of
employing or retaining his subordinates,
he negligently or willfully employs orretains unfit or improper persons;
where, being charged with the duty tosee that they are appointed and qualifiedin a proper manner, he negligently orwillfully fails to require of them the due
conformity to the prescribed regulations; where he so carelessly or negligently
oversees, conducts or carries on thebusiness of his office as to furnish theopportunity for the default; and,
a fortiori where he has directed,authorized or cooperated in the wrong.
INDICATORS
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INDICATORS
RATING LEVELS OF ACHIEVEMENT
5Guidelines and rules of procedures regularly reviewed and
improvedImpact of its effectiveness as a mechanism to prevent corrupt
practices regularly assessed
Results of the assessment used to improve or enhance the measure
4
Superiors are held accountable/sanctioned for corrupt activities oftheir subordinates in accordance with the guidelines
3System in holding superiors accountable for corrupt activitiesof subordinates in place and operational
2Employees and heads oriented on the doctrine of command
responsibility
1Department Order holding superiors accountable for corruptactivities of subordinates and guidelines in accordance withE.O. 292 approved and disseminated
REALITYCHECK INVESTIGATION AND ENFORCEMENT
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THE FIGHTAGAINST
GRAFT ANDCORRUPTION
THE IDAP
IMPLEMENTIN
G THE IDAP
MONITORINGTHE IDAP
PAGC-RDC IPARTNERSHI
P
5) Advocate for the
submission ofITR asattachment tothe SALN
OUTCOME:increasedtransparency of
the income andnet worth ofgovernmentemployees
INDICATORS
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INDICATORS
RATING LEVELS OF ACHIEVEMENT
5
Copies of the ITRs as attachment to the SALN of presidentialappointees submitted for PAGC datebase
Impact of its effectiveness as a mechanism to prevent corrupt
practices regularly assessed
4The agency rewards employees who attached their ITR to their SALN
3ITRs of personnel with other sources of income attached to their
SALN
2Employee orientation on the relevance of attaching the ITR to
the SALN held
1Department Order advocating submission of ITR as attachment to the
SALN
REALITYCHECK INVESTIGATION AND ENFORCEMENT
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THE FIGHTAGAINSTGRAFT ANDCORRUPTION
THE IDAP
IMPLEMENTIN
G THE IDAP
MONITORINGTHE IDAP
PAGC-RDC IPARTNERSHI
P
6) Use effectivelyexisting agencyadministrativedisciplinary
machinery andpublish results
OUTCOME: Greater
adherence to and amore proactiveimplementation ofthe administrative
disciplinary
INDICATORS
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INDICATORS
RATING LEVELS OF ACHIEVEMENT
5Impact of its effectiveness as a mechanism to prevent corrupt
practices regularly assessed
4Existing agency administrative disciplinary machinery regularly
reviewed and improved
3Reports on the implementation of existing agencyadministrative disciplinary machinery regularly submitted to theagency head
2
Orientation/reorientation of employees on existing agency
administrative disciplinary machinery conducted
1Department Order reinforcing the use of existing agency
administrative disciplinary machinery approved anddisseminated
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REALITYCHECK ANTI-CORRUPTION SCORECARD
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THE FIGHTAGAINSTGRAFT ANDCORRUPTION
THE IDAP
IMPLEMENTINGTHE IDAP
MONITORINGTHE IDAP
PAGC-PMAPARTNERSHIP
ANTI-CORRUPTION SCORECARD(ACS)
aims to assess the impact or
effectiveness of existing anti-corruption reforms, with specialfocus on the IDAP (results-focused).
adopts a holistic approach inassessment that includes thefollowing assessors/respondents:
Accountable persons (persons in-charge of implementing the IDAPmeasures)
Select rank and file employees of theagency being assessed
Stakeholders (Government and Non-
REALITYCHECK STRATEGIC
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THE FIGHTAGAINSTGRAFT ANDCORRUPTION
THE IDAP
IMPLEMENTIN
G THE IDAP
MONITORINGTHE IDAP
PAGC-RDC IPARTNERSHI
P
STRATEGICPARTNERSHIP
1. Linking of databases of
complementary agenciesand sharing of information.
2. Enhancement of the privatesector and civil societyparticipation in variousareas of governance.
3. Tapping of international
development agencies andprivate sector for support.
4. Institutionalization of theparticipation of
stakeholders in agency
REALITYCHECK STRATEGIC PARTNERSHIP
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THE IDAP
IMPLEMENTIN
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MONITORINGTHE IDAP
PAGC-RDC IPARTNERSHI
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1) Linking ofexistingdatabases ofcomplementaryagencies andsharing of
informationOUTCOME: Greatersharing ofinformation and
increasedevidences ofcollaborativeundertakingsamong agencies in
education,
INDICATORS
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INDICATORS
RATING LEVELS OF ACHIEVEMENT
5Impact of its effectiveness as a mechanism to prevent corruptpractices regularly assessed
4Report on the utilization of the information shared
Linking of existing databases to complementary agencies regularly
reviewed and improved
3Sharing of databases and information between/among agencies on-
going
2Employee orientation on sharing of information with otheragencies conducted
1Department Order and guidelines on sharing of information
approved and disseminated
REALITYCHECK STRATEGIC PARTNERSHIP
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THE FIGHTAGAINSTGRAFT ANDCORRUPTION
THE IDAP
IMPLEMENTIN
G THE IDAP
MONITORING
THE IDAP
PAGC-RDC IPARTNERSHI
P
2) Enlist or
enhanceparticipation ofprivate sector
and civil societyin various areasof governance
OUTCOME: Greatervigilance andstrategicinvestments in
various forms by
INDICATORS
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RATING LEVELS OF ACHIEVEMENT
5
Regular review and study of the involvement of private sector
and civil society conductedResults of the review used to improve partnership
Impact regularly assessed if it is an effective mechanism toprevent corrupt practices
4Operational process where inputs from private sector and civilsociety are taken into consideration--in place
3Private sector and civil society involved in various agency-
activities related to the promotion of good governance
2Employee orientation on the signed MOA conducted
1MOA (with guidelines specifying the extent of participation)formalizing private sector and civil society participationsigned/approved and disseminated
REALITYCHECK STRATEGIC PARTNERSHIP
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THE FIGHTAGAINSTGRAFT ANDCORRUPTION
THE IDAP
IMPLEMENTIN
G THE IDAP
MONITORING
THE IDAP
PAGC-RDC IPARTNERSHI
P
3) Tap internationaldevelopmentagencies andprivate sector for
support
OUTCOME: Greaterexternal resources
mobilized andimproved perceptionon the resolve tofight graft and
INDICATORS
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RATING LEVELS OF ACHIEVEMENT
5Partnerships with various partner agencies and the private sector
assessed as regards effectiveness in attaining agency goals.
New donors support agency activities
4Process of implementation of each project reviewed and evaluated
for improvement
Monitoring system in place and operational
3Employees oriented on the agreement/s with partner agenciesApproval and implementation of the project
2Project proposal submitted for approval
Official communication from partner agencies and private sector
signifying approval of request for support for particularprojects/activities released (e.g. Grant or CooperativeAgreements)
1Areas requiring support and possible providers of the support fromthe international community identified
REALITYCHECK STRATEGIC PARTNERSHIP
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THE FIGHTAGAINSTGRAFT ANDCORRUPTION
THE IDAP
IMPLEMENTIN
G THE IDAP
MONITORING
THE IDAP
PAGC-RDC IPARTNERSHI
P
4) Institutionalizestakeholderparticipation
OUTCOME:Greaterinvolvement by
thestakeholdersguided by the
principles of
INDICATORS
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RATING LEVELS OF ACHIEVEMENT
5Regular review and study of the involvement of stakeholder
conductedResults of the review used to improve partnership
4Feed back mechanism where stakeholder inputs are taken into
consideration in place and operational
3Stakeholder participates in various agency-activities
2Employee orientation on the signed MOA conducted
1MOA (with guidelines specifying the extent of participation)formalizing stakeholder participation signed/approved anddisseminated (e.g. Employees Union)
REALITYCHECK
IMPLEMENTING THE IDAP
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THE IDAP
IMPLEMENTIN
G THE IDAP
MONITORING
THE IDAP
PAGC-RDC IPARTNERSHI
P
IMPLEMENTING THE IDAP
There are 156 IDAP-covered governmentAgencies in the Executive Branch
DepartmentsBureausAttached Agencies
Regional OfficesGOCCGFI
What is the goal of PAGC?Ensure that ALL agenciesin the Executive Branch areimplementing the IDAP
REALITYCHECK
5 STEPS IN IMPLEMENTING THE
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THE IDAP
IMPLEMENTIN
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MONITORING
THE IDAP
PAGC-RDC IPARTNERSHI
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5 STEPS IN IMPLEMENTING THEIDAP
Step 1. Create an IDAP
CommitteeIdentify
the Head,the
members
Values?
Integrity?
Commitment?
Dedication?
Proactive?
Definefunctions,
responsibilities,accountabilities
clear?
specific?
doable?
Make itofficial
To getcommitment ofagency head
Toinstitutionalize
itTo streamlinetheimplementationof all anti-corruptionprograms
REALITYCHECK
5 STEPS IN IMPLEMENTING THE
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THE IDAP
IMPLEMENTIN
G THE IDAP
MONITORING
THE IDAP
PAGC-RDC IPARTNERSHI
P
5 STEPS IN IMPLEMENTING THEIDAP
Step 2. Prepare your IDAPplan of action
What are the measures
already in place?
That can be set upimmediately?
That need intensive staffwork beforeimplementation?
* Based on the IDAP indicators
REALITYCHECK
5 STEPS IN IMPLEMENTING THE
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THE IDAP
IMPLEMENTIN
G THE IDAP
MONITORING
THE IDAP
PAGC-RDC IPARTNERSHI
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5 STEPS IN IMPLEMENTING THEIDAP
Step 3. Prepare your IDAPwork program
Set targets
Plan specific activities vis--vis accountable person
Identify assistanceneeded
(if any)
IDAP WORK PROGRAM FORM
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IDAP WORK PROGRAM FORM
IDAPMEASURE
ACTIVITIES OUTPUT/MOV TARGETDATE ACCOUNTABLE
PERSON
ISSUES/CONCERN/PROBLEM
DESCRIPTION
ACTIONTO BETAKEN
REALITYCHECK
5 STEPS IN IMPLEMENTING THE
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THE IDAP
IMPLEMENTIN
G THE IDAP
MONITORING
THE IDAP
PAGC-RDC IPARTNERSHI
P
IDAPStep 4. Regularly monitor
and assess yourimplementation
Regular meeting of IDAPCommittee members
- What are the next steps?
Regular evaluation- are activities done asscheduled?
- are the strategies forimplementation effective?- are the accomplishmentsindicators of efficiency or
effectiveness?
REALITYCHECK
5 STEPS IN IMPLEMENTING THE
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THE IDAP
IMPLEMENTIN
G THE IDAP
MONITORING
THE IDAP
PAGC-RDC IPARTNERSHI
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IDAP
Step 5. Reportaccomplishments
Agency Head
PAGC
Media
REALITYCHECK MONITORING AND REPORTING THE
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THE IDAP
IMPLEMENTIN
G THE IDAP
MONITORING
THE IDAP
PAGC-RDC IPARTNERSHI
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IDAP
IDAP Progress Report
Measures (Doables)
Action taken
Means of Verification
Remarks
IDAP PROGRESS REPORT FORMIDAP PROGRESS REPORT FORM
PreventionPrevention
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AGENCY NAME:AGENCY NAME:
IDAP PROGRESS REPORTIDAP PROGRESS REPORT
As of ____________ 2007As of ____________ 2007
IDAP MEASURE IDAP MEASURE PREVENTIONPREVENTION
STATUS / ACTION TAKEN AS OFSTATUS / ACTION TAKEN AS OFABOVE DATEABOVE DATE
MEANS OFMEANS OFVERIFICATIONVERIFICATION
REMARKS*REMARKS*
11 Strengthen internal controlStrengthen internal controlthroughthroughinstitutionalization ofinstitutionalization ofInternal Audit UnitInternal Audit Unit
22 Conduct of IntegrityConduct of IntegrityDevelopment ReviewDevelopment Review
33 Fast-tract e-NGAS and e-Fast-tract e-NGAS and e-bidding for thebidding for theprocurement of goodsprocurement of goods& services& services
Prepared by:Prepared by:
Reviewed by:Reviewed by: Approved by:Approved by:
REALITYCHECK MONITORING AND REPORTING THE
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THE IDAP
IMPLEMENTIN
G THE IDAP
MONITORING
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PAGC-RDC IPARTNERSHI
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IDAP
IDAP Rating Report
Measures (Doables)
Agency self-assessment
Remember:1) Use the set of IDAP
indicators (5-pt level ofachievement) as basis.
2) Lower level indicators arepre-requisites of higher levelindicators
3) All the requirements of a
particular level should be
SAMPLE SET OF INDICATORS, re: Code ofConductRATING LEVELS OF ACHIEVEMENT
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ConductRATING LEVELS OF ACHIEVEMENT
5The agency code of ethical standards regularly reviewed foreffectiveness in specifying and promoting desired behavior of
employees
The code of ethical standards integrated in all operating systems of theagency (e.g. human resource management, procurement)
Impact of its effectiveness as a mechanism to prevent corrupt
practices regularly assessed
4Employees record of adherence to or violation of the agency code ofethical standards used as one of the considerations for promotion
Rewards given to officials and employees who consistently exhibitbehavior consistent with the agency code of ethical standards
3Agency-specific code of ethical standards consistently enforced, with
managers having clear tasks of promoting and monitoring compliance
Applicable provisions of the code of ethical standards included in
contracts with external parties (e.g. suppliers)
2
Agency-specific code of ethical standards and reward and sanctionguidelines approved and disseminated
Employees oriented and made to sign a sworn commitment to complywith the code of ethical standards
1Department Order creating an agency-specific code of ethical
standards consistent with RA 6713 approved and disseminated
AGENCY NAMEAGENCY NAME
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IDAP RATING REPORTIDAP RATING REPORTAS OF ________________________AS OF ________________________
IDAP MEASURE - PREVENTIONIDAP MEASURE - PREVENTION RATINRATINGG
IDAP MEASURE - DETERRENCEIDAP MEASURE - DETERRENCE RATINRATINGG
11Strengthen internal control throughStrengthen internal control throughinstitutionalization of Internal Audit Unitinstitutionalization of Internal Audit Unit
11Develop agency internal complaint unitDevelop agency internal complaint unit(including protection of internal(including protection of internalwhistleblowers)whistleblowers)
22Conduct of Integrity Development ReviewConduct of Integrity Development Review 22Set-up/strengthen agency internal affairs unitSet-up/strengthen agency internal affairs unit
(cooperate w/ PAGC &OMB in the proactive(cooperate w/ PAGC &OMB in the proactiveconduct of lifestyle checks)conduct of lifestyle checks)
33Fast-track e-NNGAS and e-bidding for theFast-track e-NNGAS and e-bidding for theprocurement of goods & servicesprocurement of goods & services
33Publish blacklisted offenders & maintain on-Publish blacklisted offenders & maintain on-line central database for public accessline central database for public access
44Incorporate integrity check in recruitment &Incorporate integrity check in recruitment &promotion of government personnelpromotion of government personnel
44Hold superiors accountable for corruptHold superiors accountable for corruptactivities of subordinatesactivities of subordinates
55Institutionalize multi-stakeholder personnel &Institutionalize multi-stakeholder personnel &organizational performance evaluation systemorganizational performance evaluation system 55Advocate for the submission of ITR asAdvocate for the submission of ITR asattachment to the SALNattachment to the SALN
66Protect the meager income of governmentProtect the meager income of governmentemployeesemployees
66Use effectively existing agency administrativeUse effectively existing agency administrativedisciplinary machinery and publish resultsdisciplinary machinery and publish results
77Adopt single ID system for governmentAdopt single ID system for governmentofficials & employeesofficials & employees
77PAGC to carry out independent survey toPAGC to carry out independent survey tocheck anti-graft and corruption programcheck anti-graft and corruption programeffectivenesseffectiveness
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THE FIGHTAGAINSTGRAFT ANDCORRUPTION
THE IDAP
IMPLEMENTIN
G THE IDAP
MONITORING
THE IDAP
PAGC-RDC IPARTNERSHI
P
RATING?P1 n/a
+ P2 3P3 2
P4 3
P5 4
P6 3
P7 2________
= 17 = 2.83(average
6rating for
Prevention)
Prevention (P) 2.83
+ Deterrence (D) 3.00Education (E) 4.20
Strategic
Partnership (SP) 3.00
= 13.03
4
= 3.26
(average rating
of the agency)
PAGC COMMITMENTS
REALITYCHECK
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PAGC COMMITMENTSTHE FIGHTAGAINSTGRAFT ANDCORRUPTION
THE IDAP
IMPLEMENTINGTHE IDAP
MONITORING
THE IDAP
PAGC-RDC IPARTNERSHIP
Mentor LocalGovernment Units ofRegion I in IDAP
implementation
Ensure that all concerns
related to the promotionof good governanceraised by the Local
Government Units of
PAGC REQUESTSREALITYCHECK
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PAGC REQUESTSTHE FIGHTAGAINSTGRAFT ANDCORRUPTION
THE IDAP
IMPLEMENTIN
G THE IDAP
MONITORING
THE IDAP
PAGC-RDC IPARTNERSHI
P
Adoption of the IDAP byLocal Government Unitsof Region I
Reporting of observedirregularities
Support to all anti-corruptionactivities
IDAP IS AN OPPORTUNITY FOR YOUTO
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TO
Be able to WALK THE TALK
Be an ACTIVE PARTICIPANT rather thana mere spectator of a positive revolution
Start making a DIFFERENCE rather thanexpecting others to take the lead
Serve like CANDLES in the dark
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POLITICAL WILL
For our fightagainst
corruption - thehardest battle of
our lives...May we get
inspiration from
the story ofDavid andGoliath
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PRESIDENTIAL ANTI-GRAFT COMMISSION
ADDRESS: SAAC Building Commonwealth AvenueDiliman, Quezon City
TEL. NO.: 924 1311/ 924 1312FAX NO.: 925 8928
SMS NO.: 0917 TXT PAGC898 7242
E-MAIL: [email protected]
WEBSITE: www.pagc.gov.ph