(Editor's note: Reforms in the civil service may reach only a small corner in the vast bureaucracy before backsliding takes over, as noted by the author.)

THE campaign against bigger crooks in various government agencies is succeeding, but the armies of little crooks in various offices need to be identified too, charged, and fired.  When an agency head is dismissed on several counts of graft, it does not follow that the rank and file will automatically cease and desist from continuing a habit that thrives on shakedown for years.

Dismal

Examiners or civil servants who process and decide how much tax/duty the government will truly collect are found all over the land still extorting from taxpayers, especially the businessmen who habitually settle for anything less than the full amount due the government.

This week DPWH Secretary Rogelio Singson disclosed the result of the first “promotional examinations” given to engineers and project managers.  He described the test results as “dismal,” a safe term for ineptitude, dullness, lack of merit.

Values transformation

The exams covered technical, analytical, and communication skills all aimed at validating the capability and competence of personnel in managerial positions, like district engineers and their assistants.  Singson called for value transformation to restore public trust in the DPWH,  viewed as one of the most corrupt government agencies.  Singson’s message to the department’s engineers:  “I encourage the unsuccessful examinees to constantly strive for self-improvement to meet their respective career aspirations.”

Promotional tests for BIR/BoC

Can promotional tests be given to all BIR and BoC officials and employees with supervisory rank?   It can be arranged in coordination with the Civil Service Commission.   The tests may emphasize only factors to increase revenue collections, honesty in determining the government’s share, and fast and correct processing of all papers submitted by all taxpayers.  The result of the exams may be described as over and above DISMAL. For BoC personnel a special emphasis is on how “to control and stop smuggling of luxury cars declared as spare parts,”  rice, toys, and all highly dutiable commodities.

Cockpit as office/home

Let’s go back to DPWH.  In a previous article, I described the lifestyle of the department’s regional director south of Manila who virtually held office and lived at a cockpit.   Engineers and project managers were ordered to see him at a cockpit, where he placed bets of R50,000, R100,000, etc., without blushing and on a lawful monthly income of less than R30,000 at the time.  How could such a director and his engineers pass a promotional test?

Too far from action

Can BIR/BoC top officials in Manila fully check on the lifestyle of their regional, provincial, and field officers?   They are too far from the places of “action and interest.”  Reforms in Manila will pass through an obstacle course before reaching the field and making the desired change in habits, attitudes, and uprightness.

If true reforms can only reach 20 to 30 percent of people in a hierarchy of 1,000, 2,000, or 3,000, it can be assumed that changing moral values will affect only those directly within the immediate zone of reform.

Resistance to reform by “career” employees has always been the general rule.  Because people commonly prefer to be their own and real selves after an uninterrupted service of 10, 15, 20 years in one office where competence/efficiency is seldom mentioned, asserted, or taught.

Fully or halfheartedly

We have a vast bureaucracy of civil servants who serve fully or halfheartedly.  Those holding higher or supervisory positions may be reached by a new wave of reforms.

But too often we are told that senior/older civil servants look forward to early retirement before age 65.  This is the very mind that resists a change for the better preferring decay and rest for years before retirement.

Thinking of retirement

And while waiting for that “blessed day,” this civil servant would move his table to an obscure corner, away from the thinking employees’ world, to dream about his retirement benefits.  One of them invested a full R500,000 in Aman Futures for a “guaranteed” interest of 30 percent plus monthly.

There are countless thousands still in the service who only pretend to welcome reform’s uncertain course, which may lead back to square one – called backsliding to a darker future.  (Comments are welcome at roming@pefianco.com).