Legal Framework on the Implementation of the Human Resource Management Reforms in the Philippines After the Marcos Era Up to the Duterte Administration

This study is aimed at filling the gap and will discuss the overview of both the legal reform processes happening in the public sector of the Philippine government and of recent developments and challenges initiated by the Civil Service Commission of the Philippine government as its Central Personnel Agency. This chapter will cover the years commencing 1986 up to the present dispensation of the Duterte administration where the primary goal is to study and suggest the approaches to reforming the Civil Service system and its decision-making process. It also outlines the discourses on the reform of public service among educators and public officials in the Philippines. Then, it elaborates on the laws and institutional measures introduced for an effective public personnel administration system in the country. A documentary analysis on the successful practices of public personnel administration will be used to evolve on the possible steps/strategies to further enhance the delivery of personnel services of the government sector workforce in the Philippines.

Application of Due Process in Recruitment and Selection of Personnel into the Federal Civil Service. Part 1

This study was conducted to investigate the constraint to the effective application of due process in the recruitment and selection of personnel into the federal civil service. Four objectives and four research questions guided the study. A sampling technique was used in carrying out the work. A total number of three hundred (300) respondents were used for the study. The instruments for data collection were a questionnaire and observation checklist. Three hundred (300) copies of the questionnaire were distributed to the staff of the Federal Civil Service Commission (FCSC), Abuja and two hundred and seventy-six (276) were returned representing a 92% return rate. The frequency table and Mean were the statistical measures employed for the data analysis. The findings revealed that there were no strategies or methods of recruitment and selection of staff into the federal civil service. However, the findings also revealed that practices such as political interference and corruption during recruitment and selection in federal civil service tend to undermine the principle of due process. Based on the findings, it was recommended that the federal civil service commission should formulate sound policies and practices that will minimize the degree of politicization and corruption in the recruitment and selection of staff into the federal civil service; make use of modern sources and techniques of recruitment and selection such as, E-recruitment process and Information Communication Technology (ICT)-based selection resources as their source of recruitment and selection; and develop strategies or methods that will result in the effective application of due process in their recruitment and selection exercises.

Academic Qualification and Teachers’ Job Satisfaction in Secondary Schools in Nakuru County-Kenya

Teacher job satisfaction is one of the critical determinants of the rate of progress in students learning outcomes. The teaching profession in Kenya has in the recent past experienced industrial disharmony by way of teachers’ strikes, which could be a pointer to dissatisfaction among teachers. Teacher dissatisfaction is typically rooted in failure by entities responsible for teacher management to meet teachers’ needs. Research-based evidence demonstrates that employees have different needs and that these needs are influenced by factors such as employee’s level of training or education for that matter. Drawing on these observations, the study sought to determine whether an academic qualification has any bearing on teachers’ job satisfaction in secondary schools in Nakuru County, Kenya. Data was collected using a self-delivered questionnaire from 341 teachers who were randomly selected from 3,092 teachers in the study locale. The instrument’s validity and reliability as estimated through split-half and Cronbach’s alpha stood at r=.945 and r=.905 respectively. Collected data was analyzed using ANOVA statistic at .05 alpha level. A major finding of the study was that teacher satisfaction decreased with an increase in the level of academic qualification. Qualification–differentiated satisfaction was also statistically significant (p<.05). The study offers useful insights to the Teachers Service Commission (TSC) and school managers on how to enhance teachers’ job satisfaction by way of addressing the needs of teachers in different levels of academic qualification.

INFLUENCE OF RECRUITMENT AND SELECTION ON RETENTION OF TEACHERS SERVICE COMMISSION SECRETARIAT STAFF IN BUSIA COUNTY, KENYA

Purpose: Employee retention has been a key source of competitive advantage as well as achievement of business goals and objectives. Employee turnover can have a detrimental influence on the implementation of business strategies and eventually lead to productivity reduction. The secretariat staff labour turnover at the Teachers Service Commission (TSC) has for years increased and this has affected the overall performance at the TSC since qualified employees with experience leave the TSC yearly. For example, in 2018, the recorded turnover of employees was at 20% and the efficiency of TSC fell by 5%. The purpose of the study was to establish the influence of recruitment and selection on retention of Teachers Service Commission secretariat staff in Busia County, Kenya. Methodology: Human Capital and Motivation theories served as the foundation for this study. In this study, a descriptive research design was used. The target population was115 employees working at the TSC in Busia County as secretariat staff. The sample size was 115 according to Slovins, (1980). Findings: The findings revealed that recruitment and selection had a positive significant effect on retention (β=.408, p<.05). The study concluded that HRM practices have a positive influence on employee retention. The output of the research may be utilized by the Department of HRM practices at the TSC Kenya, by employers, academicians, employees, trade unions, HR practitioners, Ministry of Labour in the formulation of a systematic process of ensuring employee retention at work places. The outcome may also lead to efficient and effective service delivery as well as proper utilization of resources by all the departments at the TSC offices in Kenya.

The History of and Prospects for Public Sector Reforms in Sri Lanka

<p>Public sector(1) reform is about improving the management of the public sector. Such reform has no universal framework. What can be done in any country is a product of its history, structure and culture. Moreover, public sector reform is not simply simple 'technical' change. It depends upon, and actually comprises reform of a nation's political system. The main focus of this thesis is administrative reform in Sri Lanka (SL). The key research question is why this has encountered so many problems in the SL public administration system despite many attempts at reform since 1950. And, why and how have key historical, structural, sociological economic and political factors since Independence contributed to this current impasse? Answers to key questions investigated were sought through qualitative and quantitative research. Using a combination of official documents and interviews with senior political elites, public officials and academics, this thesis analyses the current situation of public administration in SL. In order to better understand the current situation, the history of public administrative reform in SL is investigated. The focus of the analysis lies in understanding the complexity and specificity of the present situation in order to better assess prospects for future reforms. This provides a backdrop to effective future agendas and highlights issues in the present system that must be addressed within that agenda. In this process this thesis examines when, how and why administrative reforms took place in SL since the 1950s, which political parties were in power, and who gained and lost due to reforms. The, Administrative Reform Committee Reports (ARC) of 1986/88 are central to this analysis because they made comprehensive recommendations on all aspects of administrative reform. The experience of the ARC carries valuable lessons to administrative reformers. Because this thesis is exploring historical and political questions, the Pollitt and Bouckaert model of public management, which focuses on historical institutionalism, is used as the theoretical framework. This thesis finds that all reforms in SL from 1950-2005 were isolated, ad hoc, and reactive to crisis situations, not proactive. On many occasions such changes lacked adequate examination as to their effects on the administrative system as a whole. This further resulted in more problems and even greater complexity, with the ARC recommendations not fully implemented. This thesis analyses underlying factors responsible for thwarting efforts to create an effective and efficient public administration system in SL. The originality and significance of this thesis lies in two areas: (a) it is the first systematic historical analysis of public sector reform in SL that pulls together a wide range of evidence from divers sources; (b) this thesis confirms the importance of understanding the history and political dynamics of a country before serious and wholesale attempts at public sector reform are attempted. I hope that future SL reformers will be able to learn the lessons of history in that respect. This thesis concludes that this state of affairs remains a product of complex interactions of many different historical, social, political, and cultural conditions. Therefore, this thesis argues, any future programme of reform must take full account of those specifics. (1) Public sector includes : Government and the Organs of State (Organs of State includes Presidential Secretariat, Legislature, Public Service Commission, Police Service Commission, Commission to Investigate Allegation of Bribery and Corruption, Attorney General Department, Auditor General Department, Finance Commission and Salaries and Cadre Commission) and Public Enterprises.</p>

The History of and Prospects for Public Sector Reforms in Sri Lanka

<p>Public sector(1) reform is about improving the management of the public sector. Such reform has no universal framework. What can be done in any country is a product of its history, structure and culture. Moreover, public sector reform is not simply simple 'technical' change. It depends upon, and actually comprises reform of a nation's political system. The main focus of this thesis is administrative reform in Sri Lanka (SL). The key research question is why this has encountered so many problems in the SL public administration system despite many attempts at reform since 1950. And, why and how have key historical, structural, sociological economic and political factors since Independence contributed to this current impasse? Answers to key questions investigated were sought through qualitative and quantitative research. Using a combination of official documents and interviews with senior political elites, public officials and academics, this thesis analyses the current situation of public administration in SL. In order to better understand the current situation, the history of public administrative reform in SL is investigated. The focus of the analysis lies in understanding the complexity and specificity of the present situation in order to better assess prospects for future reforms. This provides a backdrop to effective future agendas and highlights issues in the present system that must be addressed within that agenda. In this process this thesis examines when, how and why administrative reforms took place in SL since the 1950s, which political parties were in power, and who gained and lost due to reforms. The, Administrative Reform Committee Reports (ARC) of 1986/88 are central to this analysis because they made comprehensive recommendations on all aspects of administrative reform. The experience of the ARC carries valuable lessons to administrative reformers. Because this thesis is exploring historical and political questions, the Pollitt and Bouckaert model of public management, which focuses on historical institutionalism, is used as the theoretical framework. This thesis finds that all reforms in SL from 1950-2005 were isolated, ad hoc, and reactive to crisis situations, not proactive. On many occasions such changes lacked adequate examination as to their effects on the administrative system as a whole. This further resulted in more problems and even greater complexity, with the ARC recommendations not fully implemented. This thesis analyses underlying factors responsible for thwarting efforts to create an effective and efficient public administration system in SL. The originality and significance of this thesis lies in two areas: (a) it is the first systematic historical analysis of public sector reform in SL that pulls together a wide range of evidence from divers sources; (b) this thesis confirms the importance of understanding the history and political dynamics of a country before serious and wholesale attempts at public sector reform are attempted. I hope that future SL reformers will be able to learn the lessons of history in that respect. This thesis concludes that this state of affairs remains a product of complex interactions of many different historical, social, political, and cultural conditions. Therefore, this thesis argues, any future programme of reform must take full account of those specifics. (1) Public sector includes : Government and the Organs of State (Organs of State includes Presidential Secretariat, Legislature, Public Service Commission, Police Service Commission, Commission to Investigate Allegation of Bribery and Corruption, Attorney General Department, Auditor General Department, Finance Commission and Salaries and Cadre Commission) and Public Enterprises.</p>

Teachers’ Innovation and Learners’ Academic Achievement in Public Primary Schools in Marakwet East Sub- County, Kenya

Innovative and creative instruction is key towards helping learners in schools understand concepts being taught and perform well in their studies. One of the expectations from teacher performance appraisal and development (TPAD) is that teachers should make sure that they make their lessons to be innovative and creative in order for learners to develop knowledge and acquire required competencies. This paper looks at how teachers are using creativity and innovation in their teaching and its influence on learners’ academic achievement in public primary schools. The study was conducted in public primary schools in Marakwet East Sub County involving all teachers (581) and headteachers (83) employed by the Teachers Service Commission (TSC). A descriptive survey design was utilised for this investigation. A sample size representing 20.0% of respondents 17 head teachers and 117 teachers who were selected via a simple random sampling method. The instruments used to collect data consisted of questionnaires for teachers and interview schedules for headteachers. Data collected was analysed using quantitative and qualitative methods. The study found out that teachers’ use of creativity and innovation methods influenced learner academic achievement. However, the research found that the usage of ICT resources was low and this explains how very few teachers were accessing and utilising online resources for their learners. This means that despite teachers having the capacity to effectively make sure their classrooms experiences involve innovation and creativity is hampered by a lack of adequate infrastructure facilities like computers, laptops, internet, and electricity. In conclusion, teachers’ use of creativity and innovation approaches in teaching was found to influence the academic performance of learners in public primary schools in Marakwet East Sub County. The paper recommends that government needs to ensure that all schools are connected to the national grid of fibre optic cable and electricity

Establishing Modern Grid Resilience in the Southeast United States

The electric grid plays a crucial role in the functioning of American households, schools, businesses, and health facilities, as well as national security. Action is needed to address the vulnerability of the grid to natural disasters, which are increasing in frequency and intensity due to climate change. States that are particularly under threat include those in the Southeast, such as Louisiana, Mississippi, and Florida, where hurricanes and severe storms can be especially destructive. States in this region also typically rely on natural gas as a primary source of energy, which upholds a centralized grid structure that is more susceptible to widespread power outages than a distributed structure. Power outages, which disproportionately impact low-income communities, can be detrimental to health and safety during a natural disaster by severing access to communication and necessary medical equipment. Using Louisiana as a case study, we recommend one policy through which the state can transition to a more distributed structure; the Louisiana Public Service Commission should revise the 2019 legislation that financially disincentivizes customers to install solar panels, and instead expand the benefits for these customers. This change will increase the proliferation of solar energy, which can serve as power sources in a distributed grid. Solar panels, coupled with battery storage, can reduce the likelihood of power outages during extreme weather events. Expanding the use of renewable energy in Louisiana could encourage other states in the region to also make this shift, serving as a model for stronger climate adaptation across the country.

NIDA’s Funding Policies Contribute to Racial Biases in the Treatment of Drug Use

The electric grid plays a crucial role in the functioning of American households, schools, businesses, and health facilities, as well as national security. Action is needed to address the vulnerability of the grid to natural disasters, which are increasing in frequency and intensity due to climate change. States that are particularly under threat include those in the Southeast, such as Louisiana, Mississippi, and Florida, where hurricanes and severe storms can be especially destructive. States in this region also typically rely on natural gas as a primary source of energy, which upholds a centralized grid structure that is more susceptible to widespread power outages than a distributed structure. Power outages, which disproportionately impact low-income communities, can be detrimental to health and safety during a natural disaster by severing access to communication and necessary medical equipment. Using Louisiana as a case study, we recommend one policy through which the state can transition to a more distributed structure; the Louisiana Public Service Commission should revise the 2019 legislation that financially disincentivizes customers to install solar panels, and instead expand the benefits for these customers. This change will increase the proliferation of solar energy, which can serve as power sources in a distributed grid. Solar panels, coupled with battery storage, can reduce the likelihood of power outages during extreme weather events. Expanding the use of renewable energy in Louisiana could encourage other states in the region to also make this shift, serving as a model for stronger climate adaptation across the country.

EMPLOYER PROMISES OF A PSYCHOLOGICAL CONTRACT AND EMPLOYEE PERFORMANCE: A CASE OF THE TEACHER SERVICE COMMISSIONA CASE OF THE TEACHER SERVICE COMMISSION

Purpose: The main purpose of this study was to examine the effects of employer promises of a psychological contract on employee performance at the Teachers Service Commission Materials and Methods: A case study research design was used in the study. The sample size was 341 respondents at the TSC who were arrived at using the Krejcie and Morgan Table of sample size determination. They were selected using a simple random sampling technique. Questionnaires were used for collecting the data. Quantitative and qualitative approaches were used in carrying out the analysis. The quantitative data comprised of descriptive and inferential analysis which were done with the help of the SPSS. The qualitative data was analyzed thematically and integrated within the quantitative data. Results: The following key findings were made: The coefficient of determination indicates that 82.0% variations on employee performance was explained by the four independent variables; promotion, training and career development, job equity, and job security. holding other factors constant, promotion (Beta=.175), training and career development (Beta=.372), job equity (Beta=.338) and job security (Beta=.208) are positively related to employee performance at the Teacher Service Commision. Additionally, the study concluded that there is a significant relationship between constructs of organizational promises of psychological contract (promotion, training and career development, job equity, job security) and employee performance (p=.00<0.05). Unique contribution to theory, practice and policy: It is recommended that the organization should take time to create opportunities for training and career development among its staff members. The organizational policies may also be reviewed to keenly address the issue of job equity. It should ensure that the aspects of fairness in terms of promotion, rewards/salaries and other practices are provided fairly and equally to all the staff members. With streamlined policies, the implementers should also be evaluated and examined to ensure that they followed the policies in ensuring that the organization operates in a fair environment.