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AN ACTION RESEARCH IN RESOLVING THE LATE SUBMISSION

AN ACTION RESEARCH IN RESOLVING THE LATE SUBMISSION

OF REPORTS BY THE ASSESSORS IN ALBAY

An Action Research
Presented to the Research and Academic Affairs Division
NATIONAL FIRE TRAINING INSTITUTE

In Partial Fulfillment
of the Requirements for the
Fire Officer Advance Course

SINSP JEFFREY TIBLE HIPOLITO

SINSP EDGAR RIVERA TANAJURA JR

AUGUST 2022
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AN ACTION RESEARCH IN RESOLVING THE LATE SUBMISSION

APPROVAL SHEET

This research entitled “AN ACTION RESEARCH IN RESOLVING THE LATE

SUBMISSION OF REPORTS BY THE ASSESSORS IN ALBAY ” prepared and submitted
by SINSP JEFFREY TIBLE HIPOLITO AND SINSP EDGAR RIVERA TANAJURA JR
in partial fulfillment of the requirements for FIRE OFFICER ADVANCE COURSE (FOAC
Class 2022-01), is hereby recommended for acceptance and approval.

Approved by the Committee on Oral Presentation with a grade of _______________.

PANEL EXAMINERS

NAME NAME
Member Member

NAME
Member

NAME
Chairman

Accepted and approved in partial fulfillment of the requirements for Fire Officer
Advance Course (FOAC Class 2022-01).

FCSUPT BELINDA B OCHAVE

Director, NFTI
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TABLE OF CONTENTS

PAGE
TITLE PAGE i
APPROVAL SHEET ii
TABLE OF CONTENTS iii
LIST OF TABLES iv
LIST OF FIGURES v
ACKNOWLEDGEMENT vi

Abstract 1

Purpose and Rationale of the Research 2

Significance of Action Research 4

Context 5

Conceptual Framework 7

Methodology and Methods of Inquiry 9

References 33
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LIST OF TABLES
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LIST OF FIGURES
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ACKNOWLEDGMENT

We would like to extend our sincere appreciation and profound gratitude to the persons

who helped us make this study possible. In particular, we are grateful to the following:

To ________ for his guidance and for competently providing much-needed comments and

suggestions which enabled us to work decisively until this work was finished;

To____________________, chairman during the pre-oral and final-oral defense, for his

academic suggestions for the improvement of this study;

To _____________________ , members of the panel of examiners, for their professional

insights, comments, and recommendations;

To ___________, for unconditional support, encouragement, and guidance in writing the

entire part of this study;

To the respondents of this study for their cooperation and participation by giving the

necessary data needed by the researchers;

To our respective families and loved ones for their never-ending support, which inspired us

to overcome the challenges in conducting this study;

Above all, to Almighty God for giving us strength, wisdom, and perseverance to make this

study possible.
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ABSTRACT

It has been observed that the Fire Code Assessors submit their reports late. This results to

late submission of the station to the Provincial Office, then the Regional Office and finally to the

National Office. The quality of performance of the station and the bureau in general is affected.

This action research aimed to resolve late submission of reports of the Fire Code

Assessors. The respondents were the six assessors from the six fire stations in the first district of

Albay. They were given a questionnaire that was sent through a Google form. The results were

analyzed and from the findings, recommendations were drawn.

We recommend to give relevant trainings to the assessors. Reward system is highly

encouraged. Logistical support will also motivate the assessors to perform better at work. When

these things are provided, we expect that the assessors will also deliver their responsibilities

efficiently and effectively.

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PURPOSE AND RATIONALE OF THE RESEARCH

Quality of service has been linked to organizational performance in most of the service

sectors including tourism, hospitality, healthcare, banking, education, insurance etc., since the

past several decades (Nair, 2016). Measurement of service quality has been a major issue and

many researches and authors have been studying it.

Quality, however, has a broad meaning. It is widely used concept in describing the

standard or level of certain object or a certain person’s action. Quality is a subjective term which

should be defined by a person who needs to assess the quality itself. It is subjective, for the

quality of something differs depending on its attributes. This definition was supported by Ghylin,

et al. (2008). According to them, quality has been considered as being an attribute of an entity, a

peculiar and essential character of a product or a person, a degree of excellence and as a social

status.

In this study, the attributes of the quality that the researchers have assessed were the

quality of services and performance of the Fire Code Assessors especially in preparing and

submitting monthly reports. Their performance in terms of submitting the reports on time affects

the performance of the entire station, thus affecting the quality of service in general.

Related to this action research is the study of Cardona et al. (2008) who investigated the

performance of barangays in Vigan City. The research used the barangay secretaries as their

respondents. It tackled the responses of barangay in releasing permits, clearances, and

Community Tax Certificate (Cedula). They also investigated the frequency of barangay

assemblies and the maintenance of barangay facilities. Cardona et al., (2008) also tackled the
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assessment of the quality of barangay Health Programs, Barangay economic enterprise and other

mandated programs such as the garbage collection program which was an environmental

program.

To better understand this action research, there were theories to support and provide

rationale and define the aim of this study. The theories were the Goal-Setting Theory by Edwin

Locke (2006) and Service Theory and Practice by Ranaweera, Chatura; Sigala, Marianna (2015).

According to Latham and Locke (2006), the act of goal-setting is a form of performance

proficiency that indicates what the organization wishes to attain, usually within a specified time

period. Goal-setting theory focuses on the goals’ characteristics and the effect and efficiency of

different forms of goals. Also a key point is that the type and quality of the goal, in terms of

clarity and complexity, matters for subsequent performance of relevant and concerned actors.

This theory is related to this study because it has essential link to task performance and

emphasizing the goal to be done. It deals with the willingness of an organization to work to

attain the quality of services and provide a sufficient strategy to manage a framework that sets

out the best work and achieve a good result. Goal setting theory leads to better performance by

increasing motivation and effort.

The Service Theory and Practice has evolved considerably and is being continuously

advanced by new, interdisciplinary approaches and perspectives that in turn have inspired new

ways of thinking, leading to new research directions. The concept of service science, proposed

by Maglio and Spohrer (2008) and substantially supported by industry initiatives (e.g. IBM), is

having a fundamental impact on how service systems should be designed and managed, and also

how service research is conducted. The research trends in co-creation, co-production, open

innovation and crowdsourcing are receiving considerable attention. This theory was useful in this
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study specially for molding and reforming the economy by emphasizing the necessity of

enhancing society's services, as well as having a significant impact on both the economy and

society's services.

As part of our present designations as Municipal Fire Marshal and Chief Operations,

respectively, one of the main responsibilities is to prepare monthly reports. One of these reports

is the one coming from the Fire Code Assessors. However, we observed that the Fire Code

Assessors would prepare and submit reports not meeting the required time. For three consecutive

months the reports have been late and inconsistent. Because of this, the stations have been issued

tracer reports, reminding the respective stations to submit such reports on time.

We assume that there are several factors that affect the promptness of submission of

reports by the mentioned personnel. There might be logistical deficiency in the station, for

example, lack of computers and printers. Perhaps they also need proper trainings to further

improve their competencies in preparing such reports. We assume that if these will be provided,

they will successfully accomplish the reports on time.

This action research sought to identify the factors that affect the quality of performance

of the Fire Code Assessors in terms of submitting reports. When these factors are identified,

recommendations will be drawn that will improve the over-all performance of the station.

Significance of Action Research

An action research refers to an evaluative, investigative, and analytical research

method designed to diagnose problems or weaknesses which aims to develop practical solutions

to address the diagnosed problems and weaknesses quickly and efficiently. The general goal is to
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create a simple and practical improvement that leads to increasingly better performance in an

organization.

In the Bureau of Fire Protection, we recognize that the Fire Code Assessors (FCA)

play a significant role in every station. Handling documents and managing records are vital in

their work. They have to do it diligently so that they will avoid late submission of reports.

Through this action research, we would be able to give recommendations to improve the

efficiency of the said personnel in the main task assigned to them. We believe that the result of

this action research will bring improvement in the processes currently transpiring in the

department.

When the Fire Code Assessor of every station is able to submit pertinent documents on

time, the station will also be able to submit report on time to the Regional Office and the

Regional Office will be able to submit to the National Office on the assigned date. This is the

positive effect that we aim to bring forth through this action research.

As researchers, this study would benefit us to broaden our knowledge about the needs

and services in our department. We would understand more the current situation in every station,

especially anything that would affect the quality of performance of the Fire Code Assessors. This

action research would also benefit the future researchers who also want to conduct a research on

the same topic. This research will serve as their basis for their research.

Context

The Bureau of Fire Protection (BFP) was created by virtue of RA 6975 and is

responsible for implementing national policies related to firefighting and fire prevention as well

as the implementation of the Philippine Fire Code (PD 1185). The BFP is in charge of the
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administration and management of fir emergency services in every municipality and city fire all

over the Philippines.

The Revised Fire Code of the Philippines of 2008 is officially codified as Republic

Act No. 9514. This Act and R.A. No. 6975 designated and empowered the BFP as the

implementing arm of the Department of the Interior and Local Government (DILG) for fire

control and protection, fire inspection, investigation and search and rescue.

It also penalizes acts of obstruction of emergency exits, fire hydrants and fir lanes,

overcrowding, locking fire exits, smoking in fire hazard areas, the removing, destroying,

obliterating, any authorized seals, signs, mark or tags, and the tampering, overloading and/or

destruction of electrical wires.

Albay, officially the Province of Albay, is a province in the Bicol Region,

Philippines. It is found in the Southestern part of Luzon. Its capital is Legazpi, the regional

center of the whole Bicol Region. Albay is divided into three congressional districts. It has been

represented in the House of Representatives of the Philippines since 1916 and earlier in

the Philippine Assembly from 1907 to 1916. 

The first district consists of Tabaco City in the northern part of Albay and the

adjacent municipalities of Bacacay, Malilipot, Malinao, Santo Domingo and Tiwi. It has a

recorded population of 373,947 in 2015. This district is the focus of the present study. There is a

Fire Station in every city and municipality. In every station, there is an assigned Fire Code

Assessor.

The Fire Code Assessor assesses Fire Code Fees for all Fire Safety Inspection

Certificate (FSIC), Fire Safety Evaluation Certificate (FSEC) and clearances applications within

the prescribed time. He/ She also prepares and issues order of payment slips for all the FSIC,
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FSEC and clearance applications. He/she makes sure that file records with all documents are

properly maintained and secured. It is also part of his/her job to prepare and submit List of

Payment Slips (LOPS) reports and monthly report with all accountable forms properly attached.

One of the most important tasks of the Fire Code Fee Assessor is to submit a

monthly report at the end of every month. It must be done on time. If the Fire Code Fee Assessor

submits it late, the report of the entire station is also late, hence the late submission to the

Provincial Office, Regional Office then to the National Office. When this happens, the station is

being issued a tracer report, the personnel of its performance and reminding them to avoid late

submission. Therefore, it is very important that the Fire Code Fee Assessors know the

importance of the promptness of submitting reports because it will have an effect to the over-all

performance of the station. The Fire Marshall, on the other hand, must constantly remind the Fire

Code Fee Assessor to prepare and submit the said reports diligently as a form of monitoring the

Assessors’ performance so that the station will be able to comply with the required reports on

time.

Conceptual Framework

A conceptual framework is an analytical tool with several variations and contexts. It

is used to make conceptual distinctions and organize ideas. Strong conceptual

frameworks capture something real and do this in a way that is easy to remember and apply. The

conceptualization of the study is illustrated using a diagram showing the Input-Process-Output.

This is shown in Figure 1.

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Input. This study looked into the factors that affect the promptness of submission of

reports of the assessors in Albay. These are the factors that in one way or another affect the

submission of reports as regards promptness.

Process. In order to attain the objectives of the study, the researchers utilized the

descriptive method of research. Data were gathered through questionnaires via Google form.

Unstructured interview was also done to help the researchers gather more accurate information.

The gathered data were processed through percentage technique. Analysis and interpretation of

data were done to fully understand the variables under study.

Output. Based on the gathered data, duly analyzed and interpreted, findings were

derived that became the basis of our conclusions. The results of the study were also the bases of

the formulation of a strong policy to successfully accomplish and submit the reports on time by

the assessors.
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METHODOLOGY AND METHODS OF INQUIRY

Data Generation

We recognize that submitting monthly reports is a collaborative effort among the

members of the organization. This particular action research utilized first and second person

methods of inquiry. It is first person since as part of our present designations, we are able to

foster an inquiring approach to our own station or workplace. The aim is to act with awareness

and prudence and to assess the scenario based on our own observation.

Second person inquiry was also utilized because this action research approach involved

two or more people inquiring together about questions of mutual concern. In this particular

action research, the researchers and the research subjects are one and the same.

Data for this particular action research were derived through a questionnaire via Google

form. We also asked questions the respondents through an unstructured interview to clarify

matters that were left unclear based on the answers given by them in the Google form.

Role Duality

In doing this action research, we recognize the dual roles that we play of being part

of the organization as well as insider action researchers. There are obviously advantages and
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disadvantages of being such. Belonging to the organization under study, we are able to have

internal knowledge of what really is going on inside the station. We can observe by ourselves the

things going on in our stations. We can see the actual happening in a day to day basis. However,

it is more credible if the answers would come from the involved personnel themselves. In that

way, it is not going to be hearsay.

The disadvantages of the situation, however, include the difficulty in assessing and

critiquing the issue knowing that this would involve the performance of our colleagues. We have

to be analytical and at the same time careful that we would not offend our colleagues. We believe

that they are also doing their best of their abilities to be able to deliver quality performance not

only for our station but also for the entire department in general.

Organizational Politics

Having been in the bureau for quite some time, we have already observed many

things in the organization that need to be changed or improved. Despite of its efforts in

preventing and suppressing fire incidents, the BFP has been criticized for having a reputation for

corruption and inefficiency since its establishment. However, significant work has been put in

over the years to bring the BFP up to the level of competence and professionalism required to

carry out its responsibilities effectively. (Sanchez, 2013)

Hence, a number of studies have been conducted to improve the policies in the

bureau. The BFP has its motto “to save lives and property”, but it is still in the spot of public

critiquing that it is corrupt and incompetent since the enactment of RA 6975. Nevertheless, the

BFP’s accomplishment and notable sacrifices in public service shows that they deserve

noteworthy recognition.
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Indeed, politics in any organization is inevitable. May it be in education sector,

business or any other sectors, politics is notably present. As we all know, organizational politics

are self-serving behaviors that employees use to increase the probability of obtaining positive

outcomes in organizations. Influence by individuals may serve personal interests without regard

to their effect on the organization itself.

Organizational politics is important since it provides an understanding of the

informal processes of conflicts and co-operations in organizations, and their impact on the

organizational performance. However, organizational politics has negative effects on both

employee as well as organizational performance. It may have different harmful effects, i.e.

employee perceptions of job satisfaction, their organizational commitment, well-being and

productivity is affected. Ultimately, it affects organizational performance.

In the present study, politics was very evident. When something need to be changed,

meaning, it will involve changing other people’s perception, work ethics, attitudes towards work,

among others, indeed people will definitely react. It is because it is difficult for a person or an

employee, for that matter, to go out of his or her comfort zone. However, since the situation calls

for it, then it would be good for the entire organization to change and to become better. It will

only happen if there is cooperation and support among the members of the organization. In this

study, it refers to the members of the Bureau of Fire Protection.

Change Management Framework

To illustrate the various methods used in this action research, we used the Change

Management Process framework of Beckhard and Harris which explains that the change process
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begins with an assessment of why change is needed. In this case, the reason why there is a need

to change is because of the perennial problem in the organization which is late submission of

reports.

Following the recognition of the need for change, it is important to determine the end

product for such a change. A desired future state allows leaders to identify the gap between the

present and the future and how they propose to close that gap. The discussion of how to get

from the present to a desired future state represents the action or implementation stage. The

final step in the change process is to manage the transition (as cited in Cawsey, T., Deszca, G. &

Ingols, C., 2012, p.47).

Quality of Management of Resources refers to a process of continuous improvement

where everyone strives to create and support an environment where people are committed to

serving and meeting the needs of the people it serves. The primary mandate of the DILG’s

Bureau of Fire Protection (BFP) – as its name says – is to protect life and property from fires.

But even before the agency’s creation in December 1990 by virtue of Republic Act 6975, the

state’s fire-fighting force is outnumbered by the number of civilian volunteers who at times are

better equipped.

Senior Supt. Ma. Luisa Hadjula, regional director of the BFP, said that although

they lack manpower and equipment, they are always ready to do all they can to carry out their

primary mandate. She said the lack of personnel is “a perennial problem” in the agency. She

earlier admitted that the the BFP lacks fire trucks and fire-fighting equipment.

Lack of human resource and equipment are still what we see as perennial problem in

the bureau. In this case, when the personnel do not have sufficient trainings for the assigned tasks

to them, not to mention the number or persons who are actually assigned to such tasks, it would
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be impossible to preforms the responsibilities diligently. The lack of equipment is also a big

problem which needs to be addressed. Therefore, these are the matters that need to be taken care

of in the bureau.

Stories and Outcomes

Having only been separated from the INP now the PNP the BFP although we are

very shorthanded our top brass officials and as well as ourselves believe and will always give the

best service we can to attain optimal care to our area of responsibility. It was also noted that

between 2013 and 2014 only 200 something or so personnel FO1 were recruited. That is a very

low number in connection to the need of personnel nationwide.

Spiral of action research cycles (Coghlan & Brannick, 2010, p.10).

Constructing
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Action research revolves in a cyclical four-step process of constructing, planning

action, taking action and evaluating action. Before the first step of constructing, the purpose of

this action research was established. We have established the purpose and rationale of our

research in the first part of this paper.

During the constructing stage, collaboration was done with the key people through

meetings and interviews to determine the factors that affect the late submission of reports of

the Fire Code Assessors.

Planning

Development Planning refers to strategically measurable goals that a person, organization

or community plans to meet over a specific period of time. The development plan usually

includes time-based benchmarks. In the present study, the goal is to avoid the late submission of

reports of the respective Fire Code Assessors in every fire station.

The aim is to improve the quality of services of the bureau. In this study, it refers to a

measure of how an organization delivers its services compared to the expectations of people it

serves. One of the services of the bureau is to be able to deliver quality performance in terms of

submitting pertinent documents. It is the action of process of carrying out or accomplishing an

action, task, or function. Clear and tangible manifestations or indicators of the effectiveness of

such performance should be present. An effective local monitoring system for every station must

be established to assist every station in attaining a target for a quality service and performance.

The following part discusses the results of the questionnaire sent to the six Fire Code

Fees Assessors. We prepared a Google form wherein the assessors were asked to answer.
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Figure 1

The first statement says I am NOT equipped with relevant trainings and seminars

regarding my work. It can be seen in the graph that 3 or 50% answered Agree, 2 or 33.3%

answered Disagree and only 1 or 16.7% answered Strongly Disagree.

It can be deduced that the assessors agreed that they lack trainings and seminars

related to their work. It is obvious that when the personnel lack relevant trainings, it is
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possible that the personnel would not be equipped with knowledge, skills and competencies

relevant to his job. Therefore, we strongly recommend to provide the personnel with trainings

and seminars regarding their work.

Figure 2

The second statement says I do NOT consider promptness and punctuality important in

my work. Based on the result, 5 or 83.3% answered Strongly Disagree and only 1 or 16.7%

answered Disagree. No one answered Strongly Agree and Agree.

This result is considered good because at least we could say that our assessors consider

promptness and punctuality as important factors to their job. They know that it is time element
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is important. This is very valid since as members of the BFP, time is highly important, not

only in submitting reports but more so when their job involves saving lives and properties.

When time would be disregarded, we do not know what would happen. We could lose

properties, or worse, lives.

However, even with this result, it is still better if the assessors would be constantly

reminded to submit their reports on time. Proper monitoring is also highly encouraged.

Figure 3

The third statement says I am new at my job; thus, I still lack experience and

knowledge about it. The graph says that 4 or 66.7% answered Disagree and 2 or 33.3%

answered Strongly Disagree. This result means that the assessors are relatively not new in the

job. Perhaps they have been in the service for quite some time now.
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It is assumed that when personnel are new to their job, they still lack experience in

performing the tasks assigned to them. With enough experience, we could assume that the

personnel would also be confident about their job. With experience we could guarantee that

they know what they are doing.

In fact, if in case there are challenges in the workplace, those who are considered

more experienced at work would be very willing to solve those problems or challenges.

Figure 4

The next statement says I am NOT provided with the necessary equipment or supplies

for my job. These equipment or supplies refer to the laptop/ desktop computers and printers,

as well as other supplies that are relevant to their job as they prepare pertinent reports.
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Based on the result, 4 or 66.7% answered Strongly Disagree and 2 or 33.3% answered

Disagree. The results tell us that the assessors do not have problem as regards logistical

support. The bureau provides these equipment and supplies that are necessary for their job.

However, as Fire Marshall, proper monitoring is still highly recommended to make

sure that the assessors will not lack on these facilities. This is the support that they need so

that there is no reason for them not to be able to submit reports on time.

Figure 5

Next is the statement I do NOT get along well with my colleagues; thus, the work

environment is NOT conducive. Having a good relationship with colleagues is very important

in any workplace. Our colleagues provide support in time of difficulties. Having a conducive

environment is also very important. It means that our assessors must have conducive working

environments; thus, they are comfortable while they are working.

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Based on the result, 4 or 66.7% answered Strongly Disagree and 2 or 33.3% answered

Disagree. Our assessors said that they Strongly Disagree; meaning, they are currently having

harmonious relationship with their colleagues. Having such, we could assume that they

support one another especially during those times that they need each other’s help or support.

However, even with this results, the organization could still provide teambuilding

activities among the personnel in a particular station, like for example. This will build

stronger camaraderie among the personnel including better relationship between the officers

and the rest of the staff.

Further, the bureau must maintain providing conducive atmosphere to the personnel.

This will definitely help them to have better performance at work.

Figure 6

The statement I feel like I'm NOT maximizing my full potential at work due to

unresolved issues got this result: 4 or 66.7% answered Strongly Disagree and 2 or 33.3%
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answered Disagree. This result tells us that our assessors are able to maximize their full

potential. This is good because it only says that the personnel are given challenges that are

equivalent to their competencies. They are also trusted by their officials especially when it

comes to tasks. When a person is given trust and confidence, that person will also do his best

to perform the task efficiently and effectively.

Figure 7

The next statement I am UNaware of the relevance of Fire Code Fees and the BFP

Operational Procedures gave the result: 4 or 66.7% answered Strongly Disagree and 2 or

33.3% answered Disagree. The result shows that the assessors are aware of the relevance of

Fire Code Fees and the BFP Operational Procedures. These are highly important because

these are basic things that they must be aware of. Without enough knowledge on these, it

would be impossible for them to perform the basic tasks assigned to them.
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Figure 8

The next statement says There is NOT enough information dissemination and

educational campaigns about the importance of complying with the fire code and paying fire

code fees. It can be seen in the graph that 3 or 50% answered Strongly Disagree, 2 or 33.3%

answered Disagree and 1 or 16.7% answered Agree.

Based on the result, it is good that they strongly disagree about not having enough

information dissemination. However, one assessor agreed on the statement. Therefore, it is

recommended to intensify the information dissemination and educational campaigns about the

importance of complying with the fire code and paying fire code fees. When the public is
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aware of this, they are also willing to comply with this requirement. Delay on the part of the

payees will also be avoided.

We could assume that if the public is not aware about what they need to comply, there

is also a tendency that they will not pay on time. Because of this, the report of the assessors

will also be delayed.

Figure 9

The second to the last statement says There is a delay in the application process for

clearances; thus, assessing the required fire code fee is affected. It can be seen in the graph

that 3 or 50% answered Disagree, 2 or 33.3% answered Strongly Disagree and only 1 or

16.7% answered Agree.

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It could be seen from the results that there was one assessor who Agreed on the

statement. Meaning, that assessor could have experiences a delay in the application process.

This delay has also caused a delay in assessing the fire code fee.

Figure 10

Finally, the statement I do NOT feel appreciated in my workplace; thus, there is no

sense of fulfillment which leads to poor work ethics gave the result: 4 or 66.7% answered

Strongly Disagree and 2 or 33.3% answered Disagree.

Based on the results, our assessors feel appreciated in the workplace. We believe that

when a person is appreciated, he will have sense of fulfillment. In any organization, it is very

important that we value self-fulfillment among others. The administrators must take care of

the total well-being of the personnel. When they feel appreciated that will also reflect on their

performance.
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With this result, we still recommend to provide reward system to our personnel.

Rewards are very effective motivators to any person. These would help them to strive harder

at work. At the end of the day, they will feel sense of fulfillment that would lead to better

performance at work.

Self-Reflection and Learning

Having further studies and working on an action research while performing our

duties as members of the Bureau of Fire Protection is definitely not an easy task, especially for

us who have so much more to learn in conducting a research. Being highly technical and not

having enough experience in making a research, the task has been very challenging to both of us.

However, we embraced the challenge and found the experience very rewarding.

At first we did not know where to start, but when we were able to finally start,

everything went on smoothly. We may have encountered challenges along the way, but we were

able to surpass them. Still, the most challenging part was the time pressure. But with the help,

support and cooperation of our respective families, friends and colleagues, we were able to

accomplish such tasks that were assigned to us.

We learned a lot of things while conducting this action research. Aside from the

technical aspect, which we realized there is so much more to learn, we also learned more about

our work. We realized that the Fire Code Assessors really play a vital role in every station. We

learned that the management should have concrete program such as succession program for

every Fire Code Fees Assessors. They should also be given relevant trainings pertaining
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AN ACTION RESEARCH IN RESOLVING THE LATE SUBMISSION

documents and records management for that for us is the main reason why the documents are

always submitted late.

Further, logistic element such as computers and printers also considered factors

for this problem. We see the importance of technical support given to the personnel for them to

be able to perform their duties and responsibilities at work. Even if they know what to do, but

there is an absence of the facilities and equipment to perform them, still that would be impossible

to get a satisfactory performance.

We also realized that the Human Resource Management should be implemented strictly,

provided that the management will provide concrete guidelines with regard the fire code fees

assessor. The bureau already implemented a guideline with regard the fire code fees collectors,

such that the fire code fees assessors do not have. They must work hand and hand to achieve the

main goals of fire code fees collection.

We also see the importance of establishing intensive communication with the Local

Government Unit for every station. The organization cannot resolve all of the problems of the

bureau; therefore, we must have our initiative to utilize the support of our LGU’s.

Finally, we see the relevance of having good relationship among the members of the

bureau. Every challenges will be resolved if there is cooperation among us. We all acknowledge

the fact that interrelatedness plays a big part to the success of any organization.
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AN ACTION RESEARCH IN RESOLVING THE LATE SUBMISSION

REFERENCES

https://www.edglossary.org/action-research

Negi (2009) Determining Customer satisfaction through perceived service quality.

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Nair (2013) Assessing customs satisfaction and Guard awareness of branded bread. IOSR
Journal of business and management, 12 (2, 13-18 Retrieved from https://doi.org/10.9790487X-
1221318

Cardorna, E.A. & Velasco C.B., (2008) Performance of Barangays in Vigan City UNP
Reseach Journal. Vol XVII P 125-143

Caldo. R.B., (2015) Assessment of competency Measures of Barangay Council of DLSV

Research Congress Volume 3: 2015 Retrieved from
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Caldo/933fab33e6cf954f6a50575d6203581c3ac9f74

Catli, R., (2009) – Policing Strategies in Measuring Administration

https://www.managementstudyguide.com/goal-setting-theory-motivation.htm

(Latham and Locke 2006:332), The role of goal-setting in urban climate governance,
Earth System Governance, Volume 7, March 2021, 100088
https://www.sciencedirect.com/science/article/pii/S2589811620300471

Ranaweera, Chatura; Sigala, Marianna (2015). From service quality to service theory and
practice. Journal of Service Theory and Practice, 25(1), 2–9. doi:10.1108/JSTP-11-2014-
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