
- •Public Administration And Public Policy
- •Contents
- •Acknowledgments
- •About The Authors
- •Comments On Purpose and Methods
- •Contents
- •1.1 Introduction
- •1.2 Culture
- •1.3 Colonial Legacies
- •1.3.1 British Colonial Legacy
- •1.3.2 Latin Legacy
- •1.3.3 American Legacy
- •1.4 Decentralization
- •1.5 Ethics
- •1.5.1 Types of Corruption
- •1.5.2 Ethics Management
- •1.6 Performance Management
- •1.6.2 Structural Changes
- •1.6.3 New Public Management
- •1.7 Civil Service
- •1.7.1 Size
- •1.7.2 Recruitment and Selection
- •1.7.3 Pay and Performance
- •1.7.4 Training
- •1.8 Conclusion
- •Contents
- •2.1 Introduction
- •2.2 Historical Developments and Legacies
- •2.2.1.1 First Legacy: The Tradition of King as Leader
- •2.2.1.2 Second Legacy: A Tradition of Authoritarian Rule, Centralization, and Big Government
- •2.2.1.3 Third Legacy: Traditions of Hierarchy and Clientelism
- •2.2.1.4 Fourth Legacy: A Tradition of Reconciliation
- •2.2.2.1 First Legacy: The Tradition of Bureaucratic Elites as a Privileged Group
- •2.2.2.2 Second Legacy: A Tradition of Authoritarian Rule, Centralization, and Big Government
- •2.2.2.3 Third Legacy: The Practice of Staging Military Coups
- •2.2.2.4 Fourth Legacy: A Tradition for Military Elites to be Loyal to the King
- •2.2.3.1 First Legacy: Elected Politicians as the New Political Boss
- •2.2.3.2 Second Legacy: Frequent and Unpredictable Changes of Political Bosses
- •2.2.3.3 Third Legacy: Politicians from the Provinces Becoming Bosses
- •2.2.3.4 Fourth Legacy: The Problem with the Credibility of Politicians
- •2.2.4.1 First Emerging Legacy: Big Businessmen in Power
- •2.2.4.2 Second Emerging Legacy: Super CEO Authoritarian Rule, Centralization, and Big Government
- •2.2.4.3 Third Emerging Legacy: Government must Serve Big Business Interests
- •2.2.5.1 Emerging Legacy: The Clash between Governance Values and Thai Realities
- •2.2.5.2 Traits of Governmental Culture Produced by the Five Masters
- •2.3 Uniqueness of the Thai Political Context
- •2.4 Conclusion
- •References
- •Appendix A
- •Contents
- •3.1 Thailand Administrative Structure
- •3.2 History of Decentralization in Thailand
- •3.2.1 Thailand as a Centralized State
- •3.2.2 Towards Decentralization
- •3.3 The Politics of Decentralization in Thailand
- •3.3.2 Shrinking Political Power of the Military and Bureaucracy
- •3.4 Drafting the TAO Law 199421
- •3.5 Impacts of the Decentralization Reform on Local Government in Thailand: Ongoing Challenges
- •3.5.1 Strong Executive System
- •3.5.2 Thai Local Political System
- •3.5.3 Fiscal Decentralization
- •3.5.4 Transferred Responsibilities
- •3.5.5 Limited Spending on Personnel
- •3.5.6 New Local Government Personnel System
- •3.6 Local Governments Reaching Out to Local Community
- •3.7 Conclusion
- •References
- •Contents
- •4.1 Introduction
- •4.2 Corruption: General Situation in Thailand
- •4.2.1 Transparency International and its Corruption Perception Index
- •4.2.2 Types of Corruption
- •4.3 A Deeper Look at Corruption in Thailand
- •4.3.1 Vanishing Moral Lessons
- •4.3.4 High Premium on Political Stability
- •4.4 Existing State Mechanisms to Fight Corruption
- •4.4.2 Constraints and Limitations of Public Agencies
- •4.6 Conclusion
- •References
- •Contents
- •5.1 Introduction
- •5.2 History of Performance Management
- •5.2.1 National Economic and Social Development Plans
- •5.2.2 Master Plan of Government Administrative Reform
- •5.3 Performance Management Reform: A Move Toward High Performance Organizations
- •5.3.1 Organization Restructuring to Increase Autonomy
- •5.3.2 Process Improvement through Information Technology
- •5.3.3 Knowledge Management Toward Learning Organizations
- •5.3.4 Performance Agreement
- •5.3.5 Challenges and Lessons Learned
- •5.3.5.1 Organizational Restructuring
- •5.3.5.2 Process Improvement through Information Technology
- •5.3.5.3 Knowledge Management
- •5.3.5.4 Performance Agreement
- •5.4.4 Outcome of Budgeting Reform: The Budget Process in Thailand
- •5.4.5 Conclusion
- •5.5 Conclusion
- •References
- •Contents
- •6.1.1 Civil Service Personnel
- •6.1.2 Development of the Civil Service Human Resource System
- •6.1.3 Problems of Civil Service Human Resource
- •6.2 Recruitment and Selection
- •6.2.1 Main Feature
- •6.2.2 Challenges of Recruitment and Selection
- •6.3.1 Main Feature
- •6.4.1 Main Feature
- •6.4.2 Salary Management
- •6.4.2.2 Performance Management and Salary Increase
- •6.4.3 Position Allowance
- •6.4.5 National Compensation Committee
- •6.4.6 Retirement and Pension
- •6.4.7 Challenges in Compensation
- •6.5 Training and Development
- •6.5.1 Main Feature
- •6.5.2 Challenges of Training and Development in the Civil Service
- •6.6 Discipline and Merit Protection
- •6.6.1 Main Feature
- •6.6.2 Challenges of Discipline
- •6.7 Conclusion
- •References
- •English References
- •Contents
- •7.1 Introduction
- •7.2 Setting and Context
- •7.3 Malayan Union and the Birth of the United Malays National Organization
- •7.4 Post Independence, New Economic Policy, and Malay Dominance
- •7.5 Centralization of Executive Powers under Mahathir
- •7.6 Administrative Values
- •7.6.1 Close Ties with the Political Party
- •7.6.2 Laws that Promote Secrecy, Continuing Concerns with Corruption
- •7.6.3 Politics over Performance
- •7.6.4 Increasing Islamization of the Civil Service
- •7.7 Ethnic Politics and Reforms
- •7.8 Conclusion
- •References
- •Contents
- •8.1 Introduction
- •8.2 System of Government in Malaysia
- •8.5 Community Relations and Emerging Recentralization
- •8.6 Process Toward Recentralization and Weakening Decentralization
- •8.7 Reinforcing Centralization
- •8.8 Restructuring and Impact on Decentralization
- •8.9 Where to Decentralization?
- •8.10 Conclusion
- •References
- •Contents
- •9.1 Introduction
- •9.2 Ethics and Corruption in Malaysia: General Observations
- •9.2.1 Factors of Corruption
- •9.3 Recent Corruption Scandals
- •9.3.1 Cases Involving Bureaucrats and Executives
- •9.3.2 Procurement Issues
- •9.4 Efforts to Address Corruption and Instill Ethics
- •9.4.1.1 Educational Strategy
- •9.4.1.2 Preventive Strategy
- •9.4.1.3 Punitive Strategy
- •9.4.2 Public Accounts Committee and Public Complaints Bureau
- •9.5 Other Efforts
- •9.6 Assessment and Recommendations
- •9.7 Conclusions
- •References
- •Contents
- •10.1 History of Performance Management in the Administrative System
- •10.1.1 Policy Frameworks
- •10.1.2 Organizational Structures
- •10.1.2.1 Values and Work Ethic
- •10.1.2.2 Administrative Devices
- •10.1.2.3 Performance, Financial, and Budgetary Reporting
- •10.2 Performance Management Reforms in the Past Ten Years
- •10.2.1 Electronic Government
- •10.2.2 Public Service Delivery System
- •10.2.3 Other Management Reforms
- •10.3 Assessment of Performance Management Reforms
- •10.4 Analysis and Recommendations
- •10.5 Conclusion
- •References
- •Contents
- •11.1 Introduction
- •11.2 Malaysian Civil Service
- •11.2.1 Public Service Department
- •11.2.2 Public Service Commission
- •11.2.3 Recruitment and Selection
- •11.2.4 Malaysian Administrative Modernization and Management Planning Unit
- •11.2.5 Administrative and Diplomatic Service
- •11.4 Civil Service Pension Scheme
- •11.5 Civil Service Neutrality
- •11.6 Civil Service Culture
- •11.7 Reform in the Malaysian Civil Service
- •11.8 Conclusion
- •References
- •Contents
- •12.1 Introduction
- •12.2.1 Context and Driving Force of Development
- •12.2.2 Major Institutional Development
- •12.3.1 Context and Driving Force of Development
- •12.3.2 Major Institutional Development
- •12.4.1 Context and Driving Force of Development
- •12.4.2 Major Institutional Development
- •12.5.1 Context and Driving Force of Development
- •12.5.2 Major Institutional Development
- •12.6.1 Context and Driving Force of Development
- •12.6.2 Major Institutional Development
- •12.7 Public Administration and Society
- •12.7.1 Public Accountability and Participation
- •12.7.2 Administrative Values
- •12.8 Societal and Political Challenge over Bureaucratic Dominance
- •12.9 Conclusion
- •References
- •Contents
- •13.1 Introduction
- •13.3 Constitutional Framework of the Basic Law
- •13.4 Changing Relations between the Central Authorities and the Hong Kong Special Administrative Region
- •13.4.1 Constitutional Dimension
- •13.4.1.1 Contending Interpretations over the Basic Law
- •13.4.1.3 New Constitutional Order in the Making
- •13.4.2 Political Dimension
- •13.4.2.3 Contention over Political Reform
- •13.4.3 The Economic Dimension
- •13.4.3.1 Expanding Intergovernmental Links
- •13.4.3.2 Fostering Closer Economic Partnership and Financial Relations
- •13.4.3.3 Seeking Cooperation and Coordination in Regional and National Development
- •13.4.4 External Dimension
- •13.5 Challenges and Prospects in the Relations between the Central Government and the Hong Kong Special Administrative Region
- •References
- •Contents
- •14.1 Honesty, Integrity, and Adherence to the Law
- •14.2 Accountability, Openness, and Political Neutrality
- •14.2.1 Accountability
- •14.2.2 Openness
- •14.2.3 Political Neutrality
- •14.3 Impartiality and Service to the Community
- •14.4 Conclusions
- •References
- •Contents
- •15.1 Introduction
- •15.2 Brief Overview of Performance Management in Hong Kong
- •15.3.1 Measuring and Assessing Performance
- •15.3.2 Adoption of Performance Pledges
- •15.3.3 Linking Budget to Performance
- •15.3.4 Relating Rewards to Performance
- •15.4 Assessment of Outcomes of Performance Management Reforms
- •15.4.1 Are Departments Properly Measuring their Performance?
- •15.4.2 Are Budget Decisions Based on Performance Results?
- •15.4.5 Overall Evaluation
- •15.5 Measurability of Performance
- •15.6 Ownership of, and Responsibility for, Performance
- •15.7 The Politics of Performance
- •15.8 Conclusion
- •References
- •Contents
- •16.1 Introduction
- •16.2 Structure of the Public Sector
- •16.2.1 Core Government
- •16.2.2 Hybrid Agencies
- •16.2.4 Private Businesses that Deliver Public Services
- •16.3 Administrative Values
- •16.4 Politicians and Bureaucrats
- •16.5 Management Tools and their Reform
- •16.5.1 Selection
- •16.5.2 Performance Management
- •16.5.3 Compensation
- •16.6 Conclusion
- •References
- •Contents
- •17.1 Introduction
- •17.2 The Philippines: A Brief Background
- •17.4 Philippine Bureaucracy during the Spanish Colonial Regime
- •17.6 American Colonial Regime and the Philippine Commonwealth
- •17.8 Independence Period and the Establishment of the Institute of Public Administration
- •17.9 Administrative Values in the Philippines
- •17.11 Conclusions
- •References
- •Contents
- •18.1 Introduction
- •18.2 Toward a Genuine Local Autonomy and Decentralization in the Philippines
- •18.2.1 Evolution of Local Autonomy
- •18.2.2 Government Structure and the Local Government System
- •18.2.3 Devolution under the Local Government Code of 1991
- •18.2.4 Local Government Finance
- •18.2.5 Local Government Bureaucracy and Personnel
- •18.3 Review of the Local Government Code of 1991 and its Implementation
- •18.3.1 Gains and Successes of Decentralization
- •18.3.2 Assessing the Impact of Decentralization
- •18.3.2.1 Overall Policy Design
- •18.3.2.2 Administrative and Political Issues
- •18.3.2.2.1 Central and Sub-National Role in Devolution
- •18.3.2.2.3 High Budget for Personnel at the Local Level
- •18.3.2.2.4 Political Capture by the Elite
- •18.3.2.3 Fiscal Decentralization Issues
- •18.3.2.3.1 Macroeconomic Stability
- •18.3.2.3.2 Policy Design Issues of the Internal Revenue Allotment
- •18.3.2.3.4 Disruptive Effect of the Creation of New Local Government Units
- •18.3.2.3.5 Disparate Planning, Unhealthy Competition, and Corruption
- •18.4 Local Governance Reforms, Capacity Building, and Research Agenda
- •18.4.1 Financial Resources and Reforming the Internal Revenue Allotment
- •18.4.3 Government Functions and Powers
- •18.4.6 Local Government Performance Measurement
- •18.4.7 Capacity Building
- •18.4.8 People Participation
- •18.4.9 Political Concerns
- •18.4.10 Federalism
- •18.5 Conclusions and the Way Forward
- •References
- •Annexes
- •Contents
- •19.1 Introduction
- •19.2 Control
- •19.2.1 Laws that Break Up the Alignment of Forces to Minimize State Capture
- •19.2.2 Executive Measures that Optimize Deterrence
- •19.2.3 Initiatives that Close Regulatory Gaps
- •19.2.4 Collateral Measures on Electoral Reform
- •19.3 Guidance
- •19.3.1 Leadership that Casts a Wide Net over Corrupt Acts
- •19.3.2 Limiting Monopoly and Discretion to Constrain Abuse of Power
- •19.3.3 Participatory Appraisal that Increases Agency Resistance against Misconduct
- •19.3.4 Steps that Encourage Public Vigilance and the Growth of Civil Society Watchdogs
- •19.3.5 Decentralized Guidance that eases Log Jams in Centralized Decision Making
- •19.4 Management
- •19.5 Creating Virtuous Circles in Public Ethics and Accountability
- •19.6 Conclusion
- •References
- •Contents
- •20.1 Introduction
- •20.2 Problems and Challenges Facing Bureaucracy in the Philippines Today
- •20.3 Past Reform Initiatives of the Philippine Public Administrative System
- •20.4.1 Rebuilding Institutions and Improving Performance
- •20.4.1.1 Size and Effectiveness of the Bureaucracy
- •20.4.1.2 Privatization
- •20.4.1.3 Addressing Corruption
- •20.4.1.5 Improving Work Processes
- •20.4.2 Performance Management Initiatives for the New Millennium
- •20.4.2.1 Financial Management
- •20.4.2.2 New Government Accounting System
- •20.4.2.3 Public Expenditure Management
- •20.4.2.4 Procurement Reforms
- •20.4.3 Human Resource Management
- •20.4.3.1 Organizing for Performance
- •20.4.3.2 Performance Evaluation
- •20.4.3.3 Rationalizing the Bureaucracy
- •20.4.3.4 Public Sector Compensation
- •20.4.3.5 Quality Management Systems
- •20.4.3.6 Local Government Initiatives
- •20.5 Conclusion
- •References
- •Contents
- •21.1 Introduction
- •21.2 Country Development Context
- •21.3 Evolution and Current State of the Philippine Civil Service System
- •21.3.1 Beginnings of a Modern Civil Service
- •21.3.2 Inventory of Government Personnel
- •21.3.3 Recruitment and Selection
- •21.3.6 Training and Development
- •21.3.7 Incentive Structure in the Bureaucracy
- •21.3.8 Filipino Culture
- •21.3.9 Bureaucratic Values and Performance Culture
- •21.3.10 Grievance and Redress System
- •21.4 Development Performance of the Philippine Civil Service
- •21.5 Key Development Challenges
- •21.5.1 Corruption
- •21.6 Conclusion
- •References
- •Annexes
- •Contents
- •22.1 Introduction
- •22.2 History
- •22.3 Major Reform Measures since the Handover
- •22.4 Analysis of the Reform Roadmap
- •22.5 Conclusion
- •References
- •Contents
- •23.1 Decentralization, Autonomy, and Democracy
- •23.3.1 From Recession to Take Off
- •23.3.2 Politics of Growth
- •23.3.3 Government Inertia
- •23.4 Autonomy as Collective Identity
- •23.4.3 Social Group Dynamics
- •23.5 Conclusion
- •References
- •Contents
- •24.1 Introduction
- •24.2 Functions and Performance of the Commission Against Corruption of Macao
- •24.2.1 Functions
- •24.2.2 Guidelines on the Professional Ethics and Conduct of Public Servants
- •24.2.3 Performance
- •24.2.4 Structure
- •24.2.5 Personnel Establishment
- •24.3 New Challenges
- •24.3.1 The Case of Ao Man Long
- •24.3.2 Dilemma of Sunshine Law
- •24.4 Conclusion
- •References
- •Appendix A
- •Contents
- •25.1 Introduction
- •25.2 Theoretical Basis of the Reform
- •25.3 Historical Background
- •25.4 Problems in the Civil Service Culture
- •25.5 Systemic Problems
- •25.6 Performance Management Reform
- •25.6.1 Performance Pledges
- •25.6.2 Employee Performance Assessment
- •25.7 Results and Problems
- •25.7.1 Performance Pledge
- •25.7.2 Employee Performance Assessment
- •25.8 Conclusion and Future Development
- •References
- •Contents
- •26.1 Introduction
- •26.2 Civil Service System
- •26.2.1 Types of Civil Servants
- •26.2.2 Bureaucratic Structure
- •26.2.4 Personnel Management
- •26.4 Civil Service Reform
- •26.5 Conclusion
- •References
384 Public Administration in Southeast Asia
We use this ethics infrastructure to identify inventive policy responses aimed at some of the principal constraints in the fight against corruption in the Philippines. We briefly discuss some recent policy reform experiences to find out if the anti-corruption measures adopted were equal to the task, that is, if government targeted each policy response as closely as possible to where reform was supposed to yield the greatest gain.
19.2 Control
Control mechanisms embody the defined limits of public official behavior. They work mainly through the country’s legal framework, and secondarily, through forms of administrative accountability such as mandatory reporting requirements, audit inspection, transparency measures, and formalized public scrutiny. As a regulatory dimension, the control component facilitates prosecution of misconduct (Mills, 1998). And yet, as the Organization for Economic Cooperation and Development (OECD, 1997) points out, if there is too much control, nothing will get done; but if there is too little control, the wrong things will get done.
19.2.1Laws that Break Up the Alignment of Forces to Minimize State Capture
From time to time, political will can bring about ethical policy changes even in the presence of closely aligned interests. A worthy example is the passage in 2003 of the Philippine antimoney laundering law, which successfully broke intra-elite alignment by opening suspicious bank accounts to scrutiny. Money laundering is, by defi nition, a high-stakes operation involving the collusion of factions of the elite, the banking sector, and international “brokers,” as well as the acquiescence of legislature (through the lack of sanctions). Stepwise, however, it took 3 years and two Philippine Congresses to diminish the degree of power concentration among colluding factions in government and reverse the Philippines’ blacklisting as a moneylaundering entity. Another positive step is the Philippines’ support for the “establishment of clear rules and tools for identifying and managing confl icts of interest” within the framework of the ADB-OECD Anti-Corruption Action Plan for Asia-Pacific. OECD (2007) cites the Philippines and Vietnam as among those who have already used the Guidelines in the development of new laws.
Under more normal circumstances, the Philippine legislature tends toward entrenching the incumbents’ political and economic power rather than balancing and rewarding competing interests in society (with a view to upholding the welfare of those with neither political nor economic power); its policies, laws, and resource priorities are widely seen as directly favoring powerful constituencies (Gonzalez and Mendoza, 2002). An example of a possibly captured legislation is the new “sin” tax law, which increased the tax rates on cigarettes and alcoholic beverage in 2005. The law retained old levies (which were low) on old brands, most of which belong to a single monopoly producer. Standard and Poor suggested that the entire legislative exercise was “not encouraging because of… what its passage demonstrates—that vested interest has a huge influence in the passage of reform measures” (Congress of the Philippines, 2004).
The patron-client structures in the Philippine political system have conditioned the responses of the political actors to policy development, and, thus, set the stage for policy failure. Various interpretations of the Philippine political economy commonly suggest the likelihood of state capture by vested interests anchored on political clans (De Dios and Esfahani, 2001). Rule of law itself
© 2011 by Taylor and Francis Group, LLC
Public Ethics and Corruption in the Philippines 385
is a concept that sits uneasily within the Philippine patron-client culture. Public agencies serve as conduits for capturing both policies and public resources, in the process blurring the separation between public duties and private interests. This type of corruption, according to Azfar (2008), is comparable to organized crime: the players do act not on their own but in tandem with each other, maintaining the system that allows them to extract rents.
19.2.2 Executive Measures that Optimize Deterrence
Beaming a spotlight on mischief makers can persuade them not to misbehave if they are sure that they will be caught and punished if they do, according to Florini (1999). Three recent initiatives from the executive branch, with fairly differing outcomes, illustrate the point. The Presidential Anti-Graft Commission (PAGC) was set up in 2001 through executive fiat to screen political appointees (i.e., assistant director up to department secretary) and recommend to the president appropriate administrative sanctions (e.g., cancellation of civil service eligibility, dismissal from government service) to be applied to those who commit irregular or corrupt practices. Between 2003 and 2005, of some 326 cases the PAGC handled, 292 have been affirmed by the Office of the President.
To build up deterrence in revenue generation—a corruption-prone field in any developmental setting—President Arroyo created in 2003 the Revenue Integrity Protection Service (RIPS), through another executive order. RIPS is tasked to be the anti-corruption watchdog in the Bureau of Customs and Bureau of Internal Revenue. If the evidence warrants, RIPS (1) files corruption charges against officials under its jurisdiction before an appropriate court of law or administrative body, and (2) assists the prosecuting agency toward the successful prosecution of these cases. Compared to PAGC, RIPS has a lean record of successful prosecution.
Yet another anti-corruption program is the Run After Tax Evaders program (RATE). Based on government figures, the average income tax evasion rate across all sectors in the Philippines is 35%, which translates into a yearly loss of PhP85.4 billion (US$2.1 billion) in skirted taxes. This high-profile chase of tax cheats, launched in 2005, was supposedly a no-holds barred effort. At the outset, it targeted prominent individuals and corporations, netting, among others, a cabinet member, a military general, a large pre-need company, and a host of entertainment celebrities, all of whom were recommended for prosecution. Very few of these cases have prospered, in part due to reversals by the Department of Justice. Civil society watchdogs observed that RATE also lost luster after a new management took over, which was open to compromise agreements with taxpayers with pending cases.
Administrative remedies, such as presidential punitive sanctions initiated by PAGC, are easy to dispense and inexpensive to administer. They lend themselves to quick action and create a continuing and credible deterrent. However, they are also open to abuse by field officers and those with power to issue penalties, which may reduce their “moral shock” value.
Initiatives that depend on court action, such as RIPS, are more protracted, and the delays and costs of court action need to be weighed against the benefits of punitive action. When the time costs do not justify the expense of court action, prosecutors have less incentive to pursue cases, and the whole effort may fall apart.
The RATE program proves that anti-corruption campaigns are ineffective without adequate penalties. According to the theory of optimal deterrence, “expected penalties” should be set equal to the social costs of the crime, where expected penalties are the amount of the penalty multiplied by the probability of being detected and penalized. If the government is unwilling to impose high penalties on persons or firms being prosecuted (which lowers the probability of being penalized),
© 2011 by Taylor and Francis Group, LLC
386 Public Administration in Southeast Asia
government initiatives would lack credibility, and would induce public pessimism over the entire effort (Dee, 2006).
19.2.3 Initiatives that Close Regulatory Gaps
Excessive regulations, according to Bardhan (2003), offer awesome powers of discretion to bureaucrats in order to interpret and implement these rules, giving them openings to practice corruption. As part of its corruption resistance strategy, the Philippine government attempted to tighten safeguards, plug loopholes, and root out pathologies. To deal with regulatory ine ciency, the government introduced a new public accounting system and took steps to rationalize the bureaucracy.
The monitoring and detection of fraud gained a new lease of life with the adoption of the New Government Accounting System (NGAS) introduced by the Commission on Audit in 2002. NGAS is a modified accrual-based system that follows internationally accepted standards. Its primary intention is to simplify government accounting, but perhaps the most important feature of the system is its adoption of responsibility accounting that enables managers to understand and rein in excessive disbursements. An electronic version of NGAS links the government accounting system with the budget mechanism, a step that will enable real-time and whole-of-government financial reporting and auditing, which is crucial in raising transparency and in making high officials more accountable for their financial decisions. Yet, until the system is fully computerized and implemented, government agencies will have to continue to deal with ex-post appraisals.
In 2004, President Arroyo issued an executive directive requiring the Department of Budget and Management to undertake a strategic review of the functions and organization of all government agencies. This administrative track aims to arrest the “wasteful” allocation of resources to non-core, obsolete, and redundant functions of government. Although rationalization has the potential to reduce opportunities for corruption by providing clearer lines of authority and accountability, this is a case of a government initiative that has limped along, unable to find or sustain the right moves. Excepting the Civil Service Commission (CSC), only a handful of small, largely inconsequential agencies have been tidied up.
Although government is focused on addressing regulatory inef f ciency, its more important task is to keep an eye on the bigger ethical transgression—regulatory capture. Regulatory agencies are a point of political access for purchasing major influence over government policy. Arguably, major regulators are the focus of demands to align governmental preferences with the interests of firms and individuals seeking (or maintaining) influence over public policy. Regulatory capture also suggests purchase of laws and policies to get both the legal framework and the policy-making process out of shape—in a systematic striving for concentrated rents. Effectively, representation in the regulatory process could cause regulators to allow incumbent firms to earn excess profits, perhaps as a reward for cross-subsidizing select users (such as government officials). Regulatory capture has encoded advantages in both old and new rules and institutions for narrow vested interests. In effect, the Philippines, as a rent state, has generated a market for rules (Fabella, 2000), with the “products” such as laws, rules, policies, regulations, and even legal interpretation going to the highest bidder.
In time and with close familiarity, it is the industry that ultimately regulates the regulator. For instance, the Civil Aeronautics Board’s policies have favored privately owned Philippine Air Lines and discouraged granting more flights to foreign airlines to and from the Philippines. Consequently, efforts to boost the economy through tourism are effectively hindered. The Maritime Industry Authority’s licensing power has been used to protect incumbents in the shipping industry by
© 2011 by Taylor and Francis Group, LLC