The Imposition of Administrative Sanctions; Its Effect on the Performance of the Administrative Personnel of Department of Education Camarines Sur

Abstract

INTRODUCTION

Among the goals of every organization is eliciting the best from its personnel in terms of performance in order to keep the organization's support base intact and fully contributory in the achievement of its goals.

The power to discipline is an inherent right and duty in every organization. Without it, the very aims and purpose for which it was organized cannot be achieved. Discipline must be present in any organization to ensure that subordinates carry out the instruction of their superiors and abide by the established rules of conduct in the organization. It shall be the result of constructive, positive leadership, exercised within the framework of a clear, consistent disciplinary policy.

The researcher aims to explore the effects of implementing administrative sanction on the performance of Administrative Personnel of the Division of Camarines Sur and thereafter to possibly present an "evidence-based" assessment on their performance based on the data gathered.

METHODS

The gathered data came from the actual observations made on the Administrative Personnel who was around four (4) females and the rest are males. Some are from the Municipality of Pili, Camarines Sur while others are from the other municipalities of Camarines Sur. As to their present jobs, there are drivers, utility personnel, administrative assistants, administrative aides and even administrative officers (permanent and casual). The age bracket ranges from twenty-one (21) years old to fifty-eight (58) years old.

RESULTS

Only the lowest Administrative sanctions on erring Division Office Personnel was imposed, e.g.; non-disciplinary action such as AWOL and the issuance of Memorandum or stern warning. Some administrative complaints against Division Office Personnel just became dormant.

DISCUSSIONS

The imposition of Negative Discipline or Administrative Sanction on erring Division Office personnel was never given priority because of the many concerns surrounding the functions of Administrators of the Division but instead, Positive Discipline was always applied.