EARIST

GROUP 9
SPECPSYCH
Lesson 2:
Professionalism and
Public Service Values.

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Professionalism and public
service values are important
aspects of psychology in public
administration. They guide the
behavior, actions, and decision-
making processes of
psychologists and other
professionals working in the field
of public administration.

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1. Ethical Conduct: Psychologists in public
administration must adhere to a strict code of ethics that
governs their professional behavior.
2. Competence and Expertise: Public service values
emphasize the need for professionals to continuously
enhance their knowledge, skills, and expertise.
3. Impartiality and Objectivity: Public administrators,
including psychologists, must remain neutral, impartial,
and objective in their decision-making processes. They
should base their assessments and recommendations on
evidence, data, and established psychological principles,
rather than personal biases or preferences.
4. Respect for Diversity: Public service values highlight the
importance of respecting and valuing diversity in society.
5. Accountability and Transparency: Public administrators,
including psychologists, are accountable for their actions and
decisions. They should maintain transparency in their
processes, communicate openly with clients and stakeholders,
and be willing to take responsibility for their work.
6. Service Orientation: Psychology in public administration is
fundamentally driven by a commitment to serving the public
interest.
7. Collaboration and Interdisciplinary Approach: Public
administration often involves collaboration among
professionals from various disciplines.
PRACTICAL SKILLS
IN ETHICAL
DECISION-MAKING
 PRACTICAL TIPS THAT INDIVIDUALS CAN USE WHEN MAKING ETHICAL DECISIONS

1. Identify the issue: Before making a decision, it is essential to identify the ethical issue at hand. Be clear about the facts and
determine what ethical principles are involved.

2.Gather information: Collecting all the relevant information and analyzing it to identify all the relevant ethical factors at
play.

3.Seek advice: Seek counsel from experts or your peers whom you respect, particularly when the situation involves complex
or interdisciplinary issues.

4. Weigh the options: Consider all options, assess their potential outcomes, and determine which action is most consistent
with ethical principles.

5. Make a decision: Choose the course of action that is consistent with your values and principles.

6. Reflect on the decision: After making a decision, take some time to reflect on it. Consider the outcome of the decision and
assess whether it has resolved the ethical dilemma or if other actions are necessary.

7. Follow-up: Lastly, monitor the results of your decision, and be willing to take accountability and responsibility for
outcomes. Regularly evaluate the ethical impacts of the decision over time.
BASIC PRINCIPLES
OF PROFESSIONAL
CONDUCT
 Psychologist Code of Conduct

Since it was first adopted in 1953, the Ethical Principles of Psychologists and Code of Conduct have undergone
ten significant changes. Psychology's ethical standards direct psychologists in their work. They assist
professionals in making choices that are beneficial for the patients they care for.

All psychologists must make an effort to behave themselves with beneficence and non-maleficence, fidelity and
accountability, integrity, justice, and respect for people's rights and dignity, according to the five general
principles of the American Psychological Association's (APA) Code of behave.
Beneficence and nonmaleficence: In order to practice beneficence and nonmaleficence, psychologists must work
to benefit and not damage their patients while limiting any inevitable harm that may arise from a conflict of
interest.

Fidelity and responsibility: In order to be faithful and responsible, psychologists must honor the trust that has
been put in them by their patients and accept accountability for their own behavior.

Integrity: Psychologists who practice with integrity refrain from professional fraud and dishonesty, while deceit
may occasionally be employed therapeutically.

Justice: entails that psychologists should behave themselves in a way that is fair and promotes societal equality.

Respect: Psychologists must protect clients' autonomy, privacy, and personal information in order to uphold their
rights as individuals.
Lesson 3: Accountability and Transparency in Public Administration

What are the accountability and

transparency in Public Administration?
Accountability and transparency are crucial
principles in public administration that
ensure the responsible and effective
management of public resources and the
provision of services to citizens.
Accountability is the aspect of administrative responsibility through which officials are held answerable for general
notions of democracy and morality as well as for specific legal mandates.

Transparency means that citizens have an inherent right to know the truth about public issues and the government
ensures that this right is met. Administrators and politicians have more methods of secrecy, and more secret content, than
any other profession. Public discussions are littered with false opinions and data to divert the public from knowing
certain truths. Finding information on regulations, legislative sessions, etc. is only accessible if you are skilled in law or
government.

Accountability and transparency are essential values in public administration in the Philippines. The country's
government has put in place several laws and policies to promote these values and ensure that public officials are held
responsible for their actions.
One of the primary mechanisms for promoting accountability and transparency is through the Freedom of Information
(FOI) program. The FOI program allows citizens to request information from government agencies and ensures that
government officials provide timely and accurate responses to these requests.

Additionally, the Commission on Audit (COA) is a government agency responsible for auditing government agencies
and ensuring that public funds are spent appropriately.
 Effectiveness of professional codes of conduct

Professional codes of conduct are ethical guidelines that set the standards for ethical behavior and
professional conduct in a particular profession.

Psychology plays a crucial role in the professional code of conduct in public administration, ensuring
its effectiveness in several ways:

1. Understanding Human Behavior

2. Ethical Decision-Making
3. Managing Public Perception
4. Conflict Resolution
5. Motivating Public Employees
6. Dealing with Vulnerable Populations
7. Decision Analysis and Policy Design
8. Managing Stress and Burnout
Effectiveness can vary based on factors such as enforcement mechanisms, cultural context,
and individual commitment to ethical behavior. Some challenges in evaluating
effectiveness include:

1.Compliance and Enforcement

2.Cultural Context
3.Individual Commitment and Awareness
4.Evolving Ethical Issues
IMPACT OF ETHICAL BEHAVIOR ON ORGANIZATIONAL
CULTURE

What is ethical behavior?

Ethical behaviors can be identified in both individual relationships and work
relationships.
It evaluates the moral implications of actions being taken on each of the previously
mentioned contexts
What is organizational culture?
Organizational culture is generally understood as all of a company's beliefs, values and
attitudes, and how these influence the behaviour of its employees.
What Is the Relationship between Organizational Culture and Ethics?

The relationship between organizational culture and ethics is that the organizational culture guides
employees when faced with ethical dilemmas. If the organizational culture counters what they are
required to do ethically, employees may put the organization in risk by not acting ethically.

Impact of ethical of behavior on organizational culture

An organization that is perceived to act ethically by employees can realize positive benefits and
improved business outcomes. The perception of ethical behavior can increase employee
performance, job satisfaction, organizational commitment, trust and organizational citizenship
behaviors. Organizational citizenship behaviors include altruism, conscientiousness, civic virtue,
sportsmanship and courtesy.
 Part 2

PROGRAM EVALUATION AND EFFECTIVENESS

 Program Evaluation and Effectiveness

Program evaluation helps people discern which programs and policies are successful in improving
society and which are not, and what we can do to make programs and policies work better.

Effectiveness evaluations are used to determine the extent to which plan outcomes have been achieved
and are primarily concerned with comparing actual outcomes with the desired outcomes or objectives.

Why it is important to evaluate the effectiveness of a program?

Evaluation provides a systematic method to study a program, practice, intervention, or initiative to

understand how well it achieves its goals. Evaluations help determine what works well and what could
be improved in a program or initiative.
The process of program evaluation is an effort to judge the extent and efficiency of a program's
accomplishment and to find ways of improving it.
 Lesson 1: What is Program Evaluation:
Program Evaluation is a central concern to virtually all administrative policy makers, most political
executives, legislators and the public.
Application to Public Administration:

It examines the Government Actions, Policies, Programs and Future Failures of plotted Plans.

Types or Techniques of Program Evaluation:

Goal Based Evaluation (are your programs achieving their overall, predetermined objectives?)

Process Based Evaluation (understanding how your program really works, and its strengths and
weaknesses)

Outcomes Based Evaluation (identifying benefits to clients)

Concepts and principles of program evaluation

What is the concept of evaluation?

Evaluation is the structured interpretation and giving of meaning to predicted or actual impacts of proposals or
results. It looks at original objectives, and at what is either predicted or what was accomplished and how it was
accomplished.

What are the principles of evaluation program?

What are the principles of evaluation programs? It should be systematic, rigorous and useful in analyzing and
collecting information using appropriate methods
Different methods of program evaluation

Evaluation can be classified into five types by intended use: formative, process, summative, outcome,
and impact.

1. Formative evaluation provides information to guide program improvement.

2. Process evaluation determines whether a program is delivered as intended to the targeted recipients.
3. Summative evaluation informs judgments about whether the program worked and requires making
explicit the criteria and evidence being used to make “summary” judg­ments.
4. Outcome evaluation focuses on the observable conditions of a specific population.
5. Impact evaluation examines the program’s long-term goals.
Designing and conducting program evaluations

Different evaluation designs are suitable for answering different evaluation questions, so the design of an
evaluation usually depends on its purpose and the key evaluation questions it is meant to answer.

Important points to consider when deciding on an evaluation design are:

• the questions you want to answer
• the audience for the evaluation
• the maturity of your program (i.e. is it ready to evaluate outcomes or has it only just started?)
• the type of program or intervention you are seeking to evaluate
• your client or target group (e.g. who the program is for, how many people are in the program or receive a
service and what their characteristics are)
• what data are already available
• your resources (e.g. funding, staff, skills) and time frame
• whether you will conduct an evaluation internally or contract an external evaluator.
 DESIGNS USE IN PROGRAM
EVALUTAION

Experimental Designs

Randomised controlled trials (RCT) are the main experimental evaluation

design. RCTs are a method of systematically testing for differences between
two or more groups of participants.

Quasi-experimental Designs

A quasi-experimental design differs from an RCT in that it does not randomly

assign participants to an intervention or control group. Quasi-experimental
designs identify a comparison group that is as similar as possible to the
treatment group in terms of baseline (pre-intervention) characteristics.
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Most other evaluation designs fall under the broad heading of 'non-experimental' designs. When the
use of control or comparison groups is not feasible, non-experimental designs can be appropriate.

Some common non-experimental designs (and approaches) are:

pre- and post-test studies

case studies
most significant change (MSC)
developmental
realist
Empowerment
To conduct an effective evaluation, it is important to clearly define program objectives, choose
appropriate evaluation methods, collect high-quality data, use a comparison group, and involve
stakeholders in the evaluation process.

Clear definition of program objectives helps to ensure that the evaluation measures the right
outcomes and that the results are relevant to the program’s goals.
Choosing appropriate evaluation methods requires careful consideration of the type of program
being evaluated and the most appropriate method for measuring its outcomes.
Collecting high-quality data is essential to the accuracy and reliability of the evaluation results.
Using validated instruments and well-designed surveys can help to ensure that the data collected is of
high quality and that it is collected consistently across different settings.

Using a comparison group can help to determine whether the program is responsible for any
observed changes in outcomes. This can help to ensure that the results of the evaluation are reliable
and valid.

Involving stakeholders in the evaluation process can help to ensure that the evaluation is relevant
and useful. Stakeholders can provide feedback on the evaluation design, help to interpret the results
and use the results to make program improvements.
The Joint Committee on Standards for Educational Evaluation (1994) created an important and
practical resource for improving program evaluation.

Four major categories of standards — propriety, utility, feasibility, and accuracy — to consider when
conducting a program evaluation.

1.Propriety standards focus on ensuring that an evaluation will be conducted legally, ethically, and
with regard for promoting the welfare of those involved in or affected by the program evaluation.
2.Utility standards are intended to ensure that the evaluation will meet the information needs of
intended users.
3.Feasibility standards are intended to make sure that the evaluation’s scope and methods are realistic.
4.Accuracy standards are intended to ensure that evaluation reports use valid methods for evaluation
and are transparent in the description of those methods.
 Thank you
for listening!