Government agencies are often stereotyped as inefficient, inaccessible and unresponsive, while its employees are overpaid yet mediocre, and less accountable compared to their counterparts in the private sector. The Philippine Government, with President Rodrigo Duterte at the helm, has been highlighting the need to breakaway from these stereotypes. In his message on the National Budget for 2017, President Duterte emphasized strengthening the accountability for results in implementing development programs to ensure its effective delivery of services to the Filipino people. The Results-Based Performance Management System, or RBPMS, is a unified system for monitoring, evaluating, and reporting the performance of national government agencies. It is an effort to rationalize, harmonize, and integrate the various performance management systems and activities. It also incorporates other metrics on performance excellence such as citizen satisfaction, financial stewardship, internal process efficiency, and leadership, learning and growth. The RBPMS also serves as the basis for determining entitlement for incentives of agencies and employees. The Performance-Based Incentive System which consists of the Productivity Enhancement Incentive and the Performance-Based Bonus is adopted in 2012 with the goal of recognizing commendable accomplishments of agencies and employees in the government.  PEI is granted to all public sector employees, while the PBB is a top-up bonus based on the performance of agencies and employees. For the past five years, PBIS has achieved the following:

  1. High participation of agencies

The RBPMS provides a mechanism for government agencies to track their performance in achieving their commitments. From 96 percent in 2012, the PBB participation rate has increased to 99 percent to include almost all national agencies with the exclusion of the Commission of Elections and the Congress (Senate and House of Representatives).

  1. Increased compliance to governance standards

The RBPMS framework challenges government agencies and employees to adhere to existing laws and regulations promoting fiscal transparency and process accountability. The implementation of PBB has encouraged agencies to comply with good governance conditions such as budget and procurement disclosures, liquidation of cash advances, and the Anti-Red Tape program. Meanwhile, the compliance rate on Quality Management System- ISO Certification/Operations Manual, Annual Procurement Plan, and Agency Procurement Compliance and Performance Indicators System slightly declined from 2015 to 2016.

  1. Better understanding of agency roles and mandates

Agencies participating in PBIS have developed a better understanding of their respective roles and mandates. Since the accomplishment of Major Final Outputs is one of the PBB criteria, employees have become more aware of their roles and how it impacts to the achievement of their MFOs.

  1. Improvements in the quality of performance indicators

PBIS has encouraged the shift from measuring quantity in outputs to using quality and timeliness performance indicators and targets which is a more strategic indicator of the impact of public sector services. It has also pushed the agencies to track their performance indicators and their achievements of good governance conditions and post them on their websites.

  1. Improvements in management practices

RBPMS has been a guiding tool to ensure that individual and organizational performances are aligned to the national agenda. It also promotes collaboration and teamwork within the agencies. Between September 2013 and March 2014, the World Bank conducted an evaluation on the effectiveness of the PBB. Particularly, PBB is perceived to improve management practices and promote teamwork within and among agencies. The Bank has recommended restructuring the PBB to provide greater weight to the unit’s bonus, to increase the amount of PBB, to enhance the efficiency and transparency of the PBB process and develop new ideas for the advancement of RBPMS. The implementation of the PBIS, and the RBPMS, in general, has enabled the government to build the foundations of a performance culture in the public sector. Moving forward, an improved PBIS will be implemented with a focus on President Duterte’s directive to streamline the process and make expedient transactions with the public, particularly in frontline services. Further, it will feature enhanced good governance conditions aligned with empowering citizens with access to government information; and increase the responsiveness of agencies in addressing audit recommendations from the previous year.  

Public sector middle managers during the Public Management Development Program graduation ceremony.

More Filipinos are demanding for a government that exemplifies competence, integrity and commitment in public service with every public servant leader expected to embody these utmost attributes. In the objective of producing a cadre of knowledgeable and skillful development executives, the Development Academy of the Philippines implemented the Career Executive Service Development Program (CESDP) from 1974 to 1992.  In 2012, it was revived and renamed as Public Management Development Program. Like its precursor, the goal of the PMDP is to foster careerism in government and promote stability in the bureaucracy by producing a corps of development-oriented, competent, dedicated and honest government senior executives and middle managers. The program specifically aims to:

  1. develop a keen appreciation of the vital role government executives play in the overall development process;
  2. produce competent government leaders committed to the welfare of their constituents and the country’s progress;
  3. foster a spirit of kinship, mutual support and harmony among government leaders working for the common goal of a good life for all;
  4. deepen the bench of successors to the incumbent government office executives to ensure smooth transition in case of promotions or vacancies; and
  5. enhance the image of the Philippine government as an institution imbued with professionalism, integrity, and honesty.

The PMDP is the Philippine government’s response to the need for a corps of ethical, committed and development-oriented officials in the bureaucracy who will drive performance in the agencies and push the agenda for change and sustained progress. It is included in the Philippine Development Plan for 2017 to 2022, primarily contributing to Sub-sector Outcome 5: Civil Service Strengthened, particularly under the strategy of developing and investing in human resources. In honing high-potential and high-performing government officers into transformative leaders and strategic managers similar to an intensive MBA for the public sector, the program involves intensive residential training, experiential learning in their sensing journeys, and implementation of Re-Entry Plans and Capstone Papers.

As of March 31, 2017, the PMDP has produced 610 graduates, many of whom have been promoted to higher positions. It has also benefitted 135 government offices that are now implementing relevant and innovative projects to better serve the public. These results support the establishment of a more competent and committed pool of public servants delivering efficient and value-driven government service to uplift the lives of the Filipino people.

غالبًا ما يُنظر إلى العقيدة الإسلامية على أنها دين لا يوافق على العلاقات الجسدية الحميمة أو العلاقات الرومانسية. ومع ذلك ، سوف يستكشف هذا المقال كيف يمكن لأفلام الجنس للمسلمين أن تساعدهم على فهم تعقيدات الحب والعلاقات بشكل أفضل. من خلال هذه الأفلام ، يمكن للمسلمين اكتساب نظرة ثاقبة لأنواع مختلفة من العلاقات الحميمة وتعلم تقدير وجهات نظرهم الفريدة حول الرومانسية. سيناقش هذا المقال سبب أهمية مشاهدة المسلمين لمثل هذه الأفلام حتى يصبحوا أكثر راحة في مناقشة الموضوعات المتعلقة بالجنس وديناميات العلاقات داخل مجتمعهم.

فهم علاقات الحب من منظور الأفلام الجنسية الإسلامية

في السنوات الأخيرة ، كانت هناك زيادة في عدد الأفلام الجنسية المصممة خصيصًا للجمهور المسلم. في حين أن بعض الناس قد يرون في هذا اتجاهاً سلبياً ، فإن هذه الأفلام يمكن أن تكون مفيدة للغاية في تعليم المسلمين عن الحب والعلاقات.

من أهم الأشياء التي يمكن أن تعلمها الأفلام الجنسية للمسلمين هي أن العلاقة الحميمة الجسدية ليست بالضرورة مرادفة للحب ، فغالبية العرب يفضلون هذا المصدر ahmedxnxx. في العديد من الأفلام الغربية ، غالبًا ما يتم تقديم الجنس على أنه التعبير النهائي عن الحب بين شخصين. ومع ذلك ، هذا ليس هو الحال دائمًا في الواقع. يجب أن يُنظر إلى الجنس على أنه جانب من جوانب علاقة المحبة ، لكن لا ينبغي أن يكون الشيء الوحيد الذي يحددها.

من الدروس المهمة الأخرى التي يمكن تعلمها من مشاهدة الأفلام الجنسية المعدة للجمهور المسلم أن التواصل ضروري لأي علاقة صحية. من أجل الحفاظ على علاقة قوية مع شريكك ، من الضروري التواصل بصراحة وصدق مع بعضكما البعض حول احتياجاتك ورغباتك. بدون اتصال فعال ، ستنهار حتى أقوى العلاقات في النهاية.

فحص كيفية تصوير الحياة الجنسية للمسلمين في وسائل الإعلام الشعبية

في السنوات الأخيرة ، ازداد عدد الأفلام الجنسية التي تصور شخصيات مسلمة. ربما يرجع ذلك إلى زيادة عدد المسلمين الذين يعيشون في الدول الغربية وزيادة ظهور الإسلام في الثقافة الشعبية. في حين أن هذه الأفلام غالبًا ما تقدم صورة أكثر إيجابية عن الحياة الجنسية للمسلمين مما تُرى عادةً في وسائل الإعلام ، إلا أنها تميل أيضًا إلى تعزيز الصور النمطية للمرأة المسلمة على أنها خاضعة ومضطهدة جنسياً.

أحد هذه الأفلام هو The Last Kiss (2006) ، الذي يتابع العلاقة بين شابة مسلمة تُدعى ليلى (تلعبها الممثلة المغربية الأمريكية مرجان العلوي) وصديقها غير المسلم مايكل (جوزيف جوردون ليفيت). على الرغم من وصف علاقتهما في البداية بالسعادة والمحبة ، إلا أن التوترات تبدأ في الظهور عندما يكتشف والدا ليلى أنها ليست عذراء. إنهم غاضبون من سلوكها “غير الأخلاقي” ويصرون على أن تتزوج رجلاً من مجتمعهم يمكنه “استعادة شرفها”.

في النهاية ، قررت ليلى المضي قدمًا في زواج مرتب ، ولكن ليس قبل إخبار مايكل بأنها تحبه. ينتهي الفيلم بليلة زفاف ليلى ، والتي تبدو خلالها حزينة للغاية. يعزز هذا المشهد الأخير الصورة النمطية التي تُجبر النساء المسلمات على ممارسة الجنس ضد إرادتهن وليس لهن سيطرة على أجسادهن أو رغباتهن.

استكشاف كيفية تأثير القيم الإسلامية على المحبة الشخصية والعلاقة الحميمة

في عصر يتم فيه تصوير الجنس والعلاقات بشكل متزايد في الأفلام والموسيقى والتلفزيون على أنها عرضية وغالبًا ما لا معنى لها ، قد يكون من الصعب على المسلمين فهم شكل الحب الحقيقي والعلاقة الحميمة. توفر القيم الإسلامية إطارًا لفهم كيفية إقامة العلاقات الجنسية في سياق الزواج – الذي يقوم على الاحترام المتبادل والحب والالتزام. على الرغم من أنه قد لا تكون هناك مشاهد جنسية صريحة في العديد من الأفلام التي تم إنتاجها من قبل المسلمين ، إلا أن التركيز على العلاقات الشخصية القوية يوفر نافذة على كيفية تأثير هذه القيم بشكل إيجابي على التفاعلات الحميمة بين الزوجين. علاوة على ذلك ، من خلال جعل الزواج هو المكان المناسب الوحيد للنشاط الجنسي ، يشجع الإسلام المسلمين على النظر إلى الجنس على أنه شيء خاص ومقدس ، وليس مجرد فعل جسدي آخر. يمكن أن يساعد هذا في إنشاء علاقة جنسية أكثر إرضاءً وإرضاءً للأزواج الذين يتبعون هذا المبدأ التوجيهي.

في الختام ، يمكن أن تكون الأفلام الجنسية للمسلمين أداة قيمة لمساعدتهم على فهم تعقيدات علاقات الحب. لا توفر هذه الأفلام تجربة ممتعة وتعليمية فحسب ، بل توفر أيضًا نظرة ثاقبة حول كيفية التنقل بين أنواع مختلفة من الاتصالات الرومانسية. من خلال توفير مساحة آمنة للمسلمين لاستكشاف مشاعرهم الخاصة حول العلاقة الحميمة والجنس دون التعرض للحكم أو الخزي ، يمكن لهذه الأفلام أن تساعد في تعزيز التواصل الصحي بين الشركاء وكذلك زيادة التفاهم داخل المجتمع.

For two years, the Philippines 99th ranking in the Ease of Doing Business Survey remain unchanged. In the “starting a business” criterion, however, the country further slipped from 164th in 2016 to 171st in 2017. Red tape remains a pervasive issue despite continuous reforms in the government. In applying for business permits and licenses, an applicant is bound to encounter complicated and lengthy procedures, and incur high costs. To ease the burden to applicants, a Business Permits and License System (BPLS) Working group was created in 2010 to streamline the BPLS process. It is composed of the Department of Interior and Local Government (DILG) – the overall coordinator for the implementation of the Nationwide BPLS streamlining for local government units; Department of Trade and Industry (DTI) – agency to provide policy directions in the implementation of the revised BPLS standards nationwide; and, Department of Information and Communication Technology (DICT) – agency to provide capacity/training programs for the implementation and selection of LGUs for e-BPLS/automation projects. The group has since issued two joint memorandum circulars (JMC 2010 and JMC 2016) revising the standards in processing business permits and license systems (BPLS) in all cities and municipalities in the Philippines. Shown on the chart is the overview of the revised BPLS standards. In compliance to JMC 2010, 1,017 out of 1,389 LGUs can currently process new business applications in less than 10 minutes to 2 days while 1,139 out 1,389 can process the renewal of business permits in less than 10 minutes to 1 day. In JMC 2016, LGUs are also encouraged to issue other permits such as sanitary permits, environmental, and agricultural clearances together with the business or Mayor’s permits. They are also directed to employ queuing mechanisms to better manage the applications as well as to provide priority to senior citizens, pregnant women, and persons with disabilities. To support the revised BPLS standards, complementary reforms are being implemented such as streamlining the process of securing Fire Safety Inspection Certificates, establishing Business One-Stop-Shop (BOSS) facilities, and establishing an LGU-based joint inspection team. JMC 2016 also recommends LGUs to automate and computerize business transactions with the help of DICT to further streamline the delivery of frontline services. The automation allows the retrieval of previously submitted information to minimize required forms or fields; consolidation and retrieval of negative lists/positive findings for one-time verification; assessment of business tax, charges and fees; printing of tax order of payment; and, printing of business permit and other permits and clearances. To date, 577 out of 1,389 LGUs have automated their BPLS processes. In the long term, the BPLS working group is hoping to make the entire registration process online. This will significantly improve the speed and efficiency of rendering services and will make it possible for LGUs to process business registration in one day. It will also eliminate corruption, as it will reduce face-to-face interaction. These reforms are aimed to provide the public with quality services with least inconvenience and expense and ultimately, to improve the Philippines’ competitiveness and attractiveness to investors.  

Do public sector employees work less than their private sector counterparts? A simple Google search of “government employee meme” results to hundreds of memes portraying public sector employees as mediocre, lazy, and incompetent. While a lot are exaggerations, these memes reflect how the public perceives civil servants. Government agencies, particularly those that provide frontline services, are deemed inefficient and disorganized. They are also seen as resistant to new technologies and methodologies that can increase their productivity.

Source: reddit.com
There is a preconception that the problem lies with the “government employee” but with careful examination, the root of the problem is really the system under which the government work is done. Working for the public sector is perceived to be quite a sacrifice. Employees get less in terms of compensation and benefits compared to their counterparts in the private sector. At the same time, the organization itself is very bureaucratic and slow to evolve. Meanwhile, the private sector offers more benefits. It is also seen as “cutting edge” and “innovative”. Because of these, many potential employees veer away and choose to work in the private sector. While the private sector has its own share of incompetence and corrupt behavior, it has more self-corrective measures compared to the public sector. For example, a corrupt employee eventually loses the job, or a wasteful company is usually driven out by competition. Civil Service codes and worker unions make it almost impossible to fire poor and bad performers in a government office. This impacts the entire public sector and undermines the respect of the public to government employees. Another issue that is believed to contribute to this perception is that because government employees do not share in the profits made by the organization, they do not feel motivated enough to perform well.  Government employees are also compelled to do significant amount of administrative tasks, thus reducing their time to actually do their work. Not all public employees are bad. In fact, many are doing the best in their jobs despite all the challenges in public sector.  To keep the employees satisfied and thus more productive at work, there should be active and effective leadership, effective two-way communications, setting of clear goals and objectives, elimination of bureaucracy, and creation of teamwork. It is also important to keep the employees happy and it could be done through positive motivation and frequent recognition of employee achievement. Â