OBSERVATIONS AND INSIGHTS

Bruce Lee once said, “Learning is a constant process of discovery—a

process without end.” Anent to this, Political Science students possess a
unique blend of theoretical knowledge and practical skills, enabling them to
analyze governance, policy-making, and political dynamics comprehensively.
We delve into understanding power dynamics, authority structures, and
public policy formulation, drawing from disciplines like history, sociology,
economics, and law. Through rigorous research and analysis, they aim to
contribute insights to decision-making processes and enrich policy discourse,
spanning from local to global levels.
In addition to academic pursuits, Political Science students actively
engage in internships, research projects, and community initiatives, aiming
to bridge the gap between theory and practice. We apply our knowledge to
real-world challenges, advocating for social justice and democratic principles.
Equipped with analytical skills and a broad understanding of political
systems, we are poised to address contemporary issues such as economy,
inequality, and global security in the 21st century. These ventures enable us
to learn and grow even more not just as “political animals”, but as a whole
person.
Connectedly, the narrative of my journey within LGU-San Juan reflects
a deep commitment to community engagement, development, and
transparency, serving as the bedrock of its operations. Throughout the
internship, there's a clear emphasis on seamlessly integrating interns into
municipal operations, highlighting a dedication to excellence and community
involvement. Engaging in various activities, from content creation to
interviews, fosters practical skills and underscores the importance of unity
and dedication in public service. This transformative experience not only
facilitates personal growth and resilience but also lays the groundwork for
future endeavors. From this journey, I've gleaned three key lessons:
accepting reality, maximizing control, and cultivating gratitude.
To begin with, prior to our first day in the office, I’ve researched about
important details about San Juan, in order to make myself more familiar
about the place I will be staying for months, by then I had high hopes and
expectations. However, San Juan turned out to be not the place I envisioned
it to be- it was “chaotic”. Chaotic in a sense that you hear the panting of the
people going from one office to another, various clients talking to the staff,
and more, and my first observation really is, it is not that organized. I
thought it was very welcoming, however, we have experienced an incident
we will never forget on our first day- an incident we will be carrying for the
rest of our lives. It was traumatic, but as Atty Nang told us on our first day,
we have to stay calm. From there, I have learned that truly, the government
is too far from perfect, in fact too far from a fair status on my point of view,
but it is the reality. Thus, we just have to accept it. I also observed that
people are still not that advanced when it comes to technology, new trends,
and more things we do on our contemporary world the our school setting,
like how to use terms like Madam instead of dear, which are far from the
things we use to do, leaving us with the question, “How?” Yet, Ma’am Dulce
always reminded us to adapt on the environment, and make changes
gradually, so we did.
Through this, I have realized that indeed, reality is disheartening, but
as changemakers and pioneers of social amelioration, we should make the
little steps toward a better future. Accepting the realities within the local
government unit entails acknowledging and understanding the challenges,
limitations, and complexities inherent in its operations. It involves
recognizing the bureaucratic processes, institutional structures, and resource
constraints that shape decision-making and governance. This acceptance
necessitates a pragmatic approach to problem-solving, wherein solutions are
devised within the framework of existing conditions, taking into account the
socio-economic, political, and cultural context of the community. By
embracing these realities, stakeholders can foster realistic expectations,
prioritize achievable goals, and work collaboratively to address pressing
issues and improve service delivery for the benefit of the constituents. After
all, acceptance is the first step toward growth.

Second, given the realities and the flaws observed, I have learned to
maximize what you can control. The journey from initially grappling with
creative demands to ultimately leading the Media Team, embodies a story of
growth, dedication, and community service. Through a myriad of projects
and initiatives, us being part of the Media Team amplifies community
engagement and energizes public participation, thereby contributing to the
vibrant spirit of San Juan, La Union. In my point of view, our team's
dedication to transparency and accountability in governance is evident in our
meticulous documentation and policy revisions, reflecting a steadfast
commitment to excellence in every endeavor.
On a personal level, the journey with Municipality of San Juan, La
Union, has been transformative. Despite an unexpected deviation from the
original path toward Senate, and ending up in San Juan, we truly took
advantage of the things we can control, like our output, our patience, and
our strength individually, and as a group. I am proud to say that I was joined
by such amazing individuals, not just academically, but in real life. The
experience has enriched personal and professional growth. Engaging in rush
video productions, event scripting, and administrative tasks, we just did our
best and let our output to the talking. This experience has provided an
opportunity to embrace a passion for storytelling and broadcasting in
unforeseen ways, shaping into a more adept and resilient professionals.
Through strategic partnerships and engaging events, the LGU empowered us
in fostering holistic development and societal progress, and I am grateful to
say that we, the Media Team also played a a pivotal role in amplifying this
message of progress and empowerment, ensuring ongoing endeavors toward
enlightenment and societal advancement. The team's commitment to
excellence and community engagement shines through, leaving a lasting
impact on the municipality. Despite facing challenges, the dedication and
passion of the team have driven significant progress and community
enrichment.
Maximizing the things you can control involves focusing your efforts
and attention on aspects of your life or work that are within your sphere of
influence. By identifying and prioritizing these controllable factors,
individuals can exert agency and effectively manage their circumstances.
This approach emphasizes proactive problem-solving, personal
accountability, and strategic decision-making. Rather than dwelling on
external factors or circumstances beyond one's control, individuals channel
their energy into actions that can yield tangible results and drive progress.
Through mindful reflection, intentional planning, and disciplined execution,
individuals empower themselves to navigate challenges, capitalize on
opportunities, and achieve their goals with greater efficacy and resilience.
Lastly, the word thank you has been overused, but is underrated.
During our stay there, given the amount of tasks we do, we rarely receive
this phrase, but in our group, thank you has been used very often. We are
always grateful for surviving another day, grateful for finishing the tasks we
imagined to be unachievable, and grateful to Him for sending unexpected
instruments that enabled us to finish such tasks. We are also grateful to all
the people who genuinely cared for us, the little things they did to us
mattered, and kept us grateful despite the challenges we encounter every
single day. They gave us hope, that truly life still has goodness, and we
might have a thousand problems, but having one out of the numerous things
to be grateful, is a blessing.
Practicing gratitude is a transformative mindset that fosters
contentment, resilience, and overall well-being. By cultivating an attitude of
gratitude, individuals shift their focus from what they lack to what they have,
fostering a sense of abundance and appreciation for life's blessings, no
matter how small. Regularly acknowledging and expressing gratitude for the
people, experiences, and opportunities in one's life cultivates a positive
outlook and strengthens interpersonal relationships. Moreover, gratitude
serves as a powerful antidote to stress, anxiety, and negativity, helping
individuals navigate challenges with grace and perspective. By embracing
gratitude as a guiding principle, individuals unlock a deeper sense of
fulfillment and joy, enriching both their own lives and the lives of those
around them.
To close this chapter, public service is subjective and it is not perfect,
but as public servants, we have to be brave to accept the realities, maximize
what we can control, and to always be grateful because these are some
traits of a true leader. Based on my own experience, San Juan still has a long
way from becoming a “more than just” the Surfing Capital of the North. Yet
there is still hope, and I hope we have sparked to make progress even more
achievable- a beauty not just seen on its façade, but checks all the boxes of
a safe, progressive, and truly welcoming municipality, and felt on the
sincerity of the loving actions from every corner of San Juan and felt by every
individual from all walks of life.
PROBLEMS ENCOUNTERED
"Difficulties strengthen the mind, as labor does the body."- Seneca
Embarking on an On the Job Training (OJT) journey is a pivotal phase for
students transitioning from academic learning to real-world application. This
experience, while immensely enriching, is not without its challenges.
Problems encountered during OJT can vary widely, ranging from adjusting to
workplace dynamics to grappling with the complexities of actual professional
tasks. Interns often face issues such as adapting to organizational culture,
managing time effectively, dealing with ambiguous expectations, and
balancing theoretical knowledge with practical demands. These challenges,
however, are integral to the learning process, providing invaluable lessons in
resilience, problem-solving, and professional growth. Understanding and
navigating these hurdles not only prepares interns for future careers but also
sharpens their ability to contribute meaningfully to their chosen fields.
Within the 400 hours of our On the Job Training, these are the problems
or challenges I have encountered. Renowned as the Surfing Capital of the
North and one of the thriving tourist spots not just in La Union but in the
entire Philippines, I always thought that San Juan would be very welcoming
and always vibrant. The picturesque beaches and the lively surfing culture
painted a picture of a place filled with warmth and hospitality. However, as
soon as I stepped into its four corners, I felt an off vibe and an intense
atmosphere in every office we entered. This stark contrast between
expectation and reality was striking.
 The first problem we encountered was the unwelcoming demeanor
of some of the people. Regrettably, we faced individuals who were not just
indifferent but outright bigots. It may sound harsh, but we truly experienced
discrimination; we were judged by employees based on our course,
appearance, and even gender. This judgment was not just a subtle
undercurrent but a palpable barrier that affected our interactions and the
overall internship experience.
These prejudices manifested in various ways. For instance, some staff
members would make disparaging remarks about our course, questioning its
relevance and our competence with the tasks given to us. Others seemed to
dismiss us based on our appearance, by wearing student IDs, signifying that
we are just interns, as well as being judged because of our skin color, making
unwarranted assumptions about our abilities and dedication. Gender biases
also came into play, with comments being made that reflected outdated and
prejudiced views. I myself was tagged as ill-mannered because of standing
up for my team and OJT Supervisor, and I am “ill-mannered” because I am a
gay.
This experience was disheartening, especially in a place known for its
hospitality and charm. It highlighted a significant issue within the local
government unit's culture—an issue that contradicts the town's image as a
welcoming tourist destination. Facing such biases challenged us, not just
professionally but personally. It underscored the need for greater awareness
and training within the LGU to foster an inclusive and respectful environment
for all interns and employees, regardless of their background.
In reflecting on this experience, it became clear that while San Juan
has much to offer in terms of natural beauty and tourism potential, there is a
critical need for cultural and organizational change. Addressing these biases
and fostering a more inclusive environment would not only benefit the
interns and employees but also enhance the town's reputation and
effectiveness as a local government unit.
Next, despite the overwhelming tasks, the lack of essential
resources such as WiFi and gadgets like cameras and laptops posed a
significant challenge. We often had to bring our own laptops, which
sometimes became a real struggle, especially during inclement weather.
Carrying delicate electronics in the rain was nerve-wracking and
inconvenient, but we had no other choice if we wanted to complete our tasks
effectively.
In creating layouts for pubmats, posters, and videos, we relied on
premium software accounts to ensure the quality of our outputs. However,
these accounts were not free, and despite our financial contributions to
enhance our work, we were not compensated for these expenses. This lack
of support was disheartening, as we were committed to delivering high-
quality work despite the financial burden it placed on us. Compounding these
issues, there were instances where other employees would intentionally turn
off their WiFi or disconnect our devices, further hindering our productivity.
This behavior not only disrupted our workflow but also created a hostile work
environment. It was frustrating and demoralizing to face such obstacles from
within the organization.
Additionally, we often had to work in hallways or other makeshift
spaces because our designated office would be repurposed for other uses.
This lack of a stable workspace was another layer of inconvenience, forcing
us to adapt constantly to new and less-than-ideal working conditions.
Moreover, the scarcity of cameras was a significant limitation. There was
only one office equipped with a camera, and accessing it was a challenge.
The individuals responsible for the camera were difficult to deal with, often
making it hard for us to borrow it when needed. As a result, we had to rely on
our phones for capturing photos and videos, which was far from ideal for
professional outputs.
These resource constraints significantly impacted our ability to perform
our duties effectively. Despite these challenges, we persevered and
continued to deliver our best work. However, these experiences highlighted
the need for better resource allocation and support within the organization to
ensure that all employees and interns can work efficiently and effectively.
Another significant problem we encountered was the overwhelming
volume of tasks. It's understandable that working in a Local Government
Unit (LGU) involves handling a substantial amount of work, but the tasks
assigned to us were often immensely overwhelming. These were not minor
errands or supplementary duties; they were the primary responsibilities of
specific offices. While we understood that the employees might be busy, it
was disheartening to frequently observe them on their phones, playing
games, chitchatting, and eating, instead of attending to their duties.
This lack of accountability meant that we were left to shoulder their
burdens without any recognition or consideration of our workload. We had
our own tasks to complete, yet we were continuously handed additional
responsibilities that were supposed to be managed by the office staff. This
led to a significant imbalance in our workload and often left us feeling
frustrated and undervalued.
The most frustrating part was the lack of acknowledgment and
appreciation for our efforts. When the tasks were completed, the credit for a
job well done went to the employees, not to us, who had actually done the
work. They received praise and recognition, often without even a simple
thank you directed towards us. This lack of gratitude and recognition was
particularly demoralizing, as it made us feel invisible and unappreciated
despite our hard work and dedication.Thankfully, our OJT Supervisor
expresses his gratitude to us by driving us home sometimes.
Moreover, this dynamic created an unhealthy work environment, where
the division of labor was not based on merit or necessity but on convenience
and the willingness of interns to go above and beyond their assigned roles.
This experience underscored the need for better management and a more
equitable distribution of tasks within the LGU, ensuring that everyone,
including interns, is given fair credit and appreciation for their contributions.
Furthermore, another problem we encountered during our internship was
the demeanor of some of the employees, who seemed
unapproachable and carried themselves with an air of superiority. It
was as if they considered themselves akin to deities within the LGU,
expecting unquestioning respect and obedience from everyone, including
interns. Their attitude towards us lacked professionalism, with some
employees speaking to us dismissively or even condescendingly.
One particularly frustrating instance occurred when we needed access to
various logos for our projects. Instead of promptly providing us with the files,
as one would expect in a professional setting, we were met with resistance
and indifference. Office personnel seemed reluctant to assist us, treating our
requests as inconveniences rather than legitimate tasks that contributed to
the LGU's objectives. As a result, we found ourselves spinning like a top from
one office to another, attempting to track down the necessary files. This not
only wasted our time but also reflected poorly on the efficiency and
effectiveness of the LGU's internal communication and collaboration
processes.
The unapproachable demeanor of these employees created barriers to
effective teamwork and collaboration, hindering our ability to fulfill our
responsibilities efficiently. Instead of fostering a supportive and conducive
work environment, their behavior fostered frustration and resentment among
interns, ultimately detracting from the overall productivity and morale within
the organization. Addressing this issue would require a cultural shift within
the LGU, with an emphasis on promoting professionalism, mutual respect,
and open communication among all staff members, regardless of their
position or seniority.
Last, a significant challenge we encountered during our internship was the
palpable lack of unity among employees and different offices within
the LGU. Instead of fostering a collaborative environment where teamwork
and mutual support prevail, we observed a pervasive atmosphere of discord
and competition. It often felt like there was an ongoing "cold war" between
various offices, with each department more focused on asserting its own
interests rather than working together towards common goals.
 This lack of unity manifested in various ways throughout our internship
experience. For instance, instead of extending a helping hand to colleagues
from other offices when needed, employees seemed more inclined to
prioritize their own agendas and objectives. This competitive mindset not
only hindered interdepartmental cooperation but also undermined the overall
efficiency and effectiveness of LGU operations.
Moreover, we encountered instances where the lack of unity among
employees spilled over into personal grievances directed towards our team.
It was disheartening to find ourselves caught in the crossfire of office politics
and internal conflicts, especially when our primary goal was to contribute
positively to the LGU's initiatives. Being subjected to hostility or resentment
due to circumstances beyond our control only added to the challenges we
faced during our internship, making it more difficult to navigate the already
complex dynamics within the organization.
Addressing the issue of disunity within the LGU would require concerted
efforts to foster a culture of collaboration, teamwork, and mutual respect
among employees and different offices. Leadership plays a crucial role in
setting the tone for organizational culture, and it would be imperative for
senior management to actively promote values such as cooperation,
inclusivity, and solidarity. Additionally, initiatives aimed at facilitating
communication and building bridges between departments could help break
down silos and promote a more cohesive working environment. Ultimately,
fostering unity within the LGU is not only essential for enhancing
organizational performance but also for creating a positive and supportive
workplace culture conducive to individual and collective success.

RECOMMENDATION
Based on the problems encountered during the On the Job Training
(OJT) experience in San Juan, La Union, several solutions and
recommendations can be proposed to address these challenges:
Promoting Inclusivity and Respect. To effectively promote
inclusivity and respect within the workplace, it's essential to develop
comprehensive training programs tailored to address the specific issues of
discrimination and bias encountered during the On the Job Training (OJT)
experience. These programs should be designed to raise awareness among
employees about the various forms of discrimination and bias that may
occur, including those based on race, gender, sexual orientation, age, and
disability. By educating employees about these issues, they can better
understand the impact of their words and actions on others and learn to
recognize and challenge their own biases.
 Moreover, the training should emphasize the importance of treating all
individuals with respect and dignity, regardless of their background or
identity. This includes fostering a culture of empathy and understanding,
where differences are celebrated rather than stigmatized. Through
interactive workshops, role-playing exercises, and real-life case studies,
employees can develop the skills and knowledge needed to create a more
inclusive and welcoming work environment.
In addition to training, clear policies should be established to address
instances of discrimination and ensure that all employees are held
accountable for their actions. These policies should outline the consequences
of engaging in discriminatory behavior, including disciplinary measures up to
and including termination of employment. By clearly articulating
expectations and consequences, employees are more likely to understand
the seriousness of discrimination and take proactive steps to prevent it.
Furthermore, regular monitoring and evaluation should be conducted
to assess the effectiveness of training programs and identify areas for
improvement. This may involve conducting surveys, focus groups, or
interviews with employees to gather feedback on their experiences and
perceptions of inclusivity within the workplace. Based on this feedback,
adjustments can be made to training content, delivery methods, and policy
implementation to better address the needs of employees and promote a
more inclusive and respectful work environment. Ultimately, promoting
inclusivity and respect within the workplace requires a multifaceted approach
that combines education, policy development, and ongoing evaluation to
create lasting change.
Improving Resource Allocation. Improving resource allocation
within the LGU is crucial to address the scarcity of essential resources and
support the work of interns and employees effectively. One key step is to
prioritize investment in the necessary infrastructure and equipment required
for daily operations. This may involve conducting a comprehensive
assessment of current resource needs and deficiencies, including evaluating
the availability and condition of WiFi networks, cameras, laptops, and other
essential tools.
Once the needs are identified, the LGU should allocate sufficient funds
in its budget to procure the necessary resources. This may require
reallocation of funds from other budgetary areas or seeking external funding
sources, such as grants or partnerships with private organizations. By
prioritizing resource allocation for essential equipment, the LGU can ensure
that interns and employees have access to the tools they need to perform
their duties effectively.
 In addition to budgetary considerations, policies should be
implemented to ensure fair and equitable access to resources within the
organization. This includes establishing clear guidelines for the use of
equipment and facilities, as well as procedures for requesting and scheduling
access to shared resources. By promoting transparency and accountability in
resource allocation, the LGU can prevent hoarding or misuse of resources by
certain individuals or departments, ensuring that resources are distributed
fairly and efficiently.
Moreover, the LGU should explore opportunities to leverage technology
and innovation to optimize resource utilization. For example, investing in
cloud-based storage solutions and collaboration tools can help streamline
workflows and facilitate remote work, reducing the reliance on physical
equipment and infrastructure. Additionally, implementing sustainable
practices, such as energy-efficient technologies and equipment, can help
minimize resource consumption and reduce operating costs in the long run.
Improving resource allocation within the LGU requires a strategic and
proactive approach that involves prioritizing investment in essential
infrastructure, implementing fair and transparent policies, and leveraging
technology and innovation to optimize resource utilization. By addressing
resource scarcity and promoting efficient resource management, the LGU
can enhance productivity, support employee and intern satisfaction, and
ultimately improve service delivery to the community.
Enhancing Task Management and Recognition. To address the
overwhelming volume of tasks faced by interns and the lack of recognition
for their contributions, it is crucial to implement effective task management
systems within the LGU. This involves establishing clear protocols for
assigning and prioritizing tasks, ensuring that responsibilities are distributed
fairly and efficiently among all employees, including interns. By establishing
transparent workflows and accountability mechanisms, interns can have a
clearer understanding of their roles and responsibilities, which can help
alleviate feelings of being overwhelmed.
Moreover, setting clear expectations for interns from the outset of their
internship is essential. This includes outlining specific goals, objectives, and
deliverables, as well as providing guidance on how to prioritize tasks and
manage time effectively. Regular check-ins and feedback sessions should be
conducted to assess interns' progress and provide constructive feedback on
their performance. By fostering open communication and dialogue, interns
can receive the support and guidance they need to succeed in their roles.
Recognition and appreciation for interns' contributions are also crucial
for maintaining morale and motivation. LGUs should establish formal
mechanisms for acknowledging interns' efforts, such as public
commendations, awards, or certificates of appreciation. Additionally,
supervisors and managers should make a concerted effort to provide regular
feedback and praise for interns' achievements, both publicly and privately.
By recognizing interns' contributions in a meaningful way, LGUs can
demonstrate their appreciation for their hard work and dedication, thereby
fostering a more positive and supportive work environment.
Furthermore, LGUs should establish mechanisms for addressing
grievances and resolving conflicts in a fair and timely manner. This may
involve implementing formal channels for reporting complaints or concerns,
such as an anonymous hotline or email address, as well as appointing
designated staff members to handle such issues. Training programs on
conflict resolution and interpersonal communication should also be provided
to employees and interns to equip them with the skills and tools needed to
navigate difficult situations effectively.
Mitigating the overwhelming volume of tasks and addressing the lack
of recognition for interns' contributions requires a multifaceted approach that
involves implementing effective task management systems, setting clear
expectations, providing regular feedback and recognition, and establishing
mechanisms for addressing grievances and conflicts. By prioritizing the well-
being and professional development of interns, LGUs can create a more
supportive and inclusive work environment that enables interns to thrive and
contribute meaningfully to their organizations.
Promoting Professionalism and Collaboration. To effectively
address the issue of unapproachable demeanor among employees and
cultivate a culture of professionalism and collaboration within the LGU,
proactive steps need to be taken at both leadership and employee levels.
First and foremost, leadership plays a pivotal role in setting the tone
and expectations for workplace behavior. Senior management should lead by
example by demonstrating respectful and inclusive behavior in their
interactions with colleagues and interns. This includes actively listening to
others, valuing diverse perspectives, and treating everyone with dignity and
respect. Leadership should also prioritize promoting a culture of
professionalism and collaboration by clearly communicating expectations for
workplace conduct and holding employees accountable for upholding these
standards.
In addition to leadership initiatives, comprehensive training programs
should be implemented to equip employees with the necessary interpersonal
skills to communicate effectively and work collaboratively with their
colleagues. These training programs can include modules on active listening,
conflict resolution, cultural competency, and teamwork. By providing
employees with the tools and resources they need to build positive
relationships and work effectively in teams, LGUs can foster a more
supportive and inclusive work environment.
Furthermore, to encourage collaboration and teamwork across different
offices within the LGU, initiatives such as team-building activities and cross-
departmental projects should be encouraged. These activities provide
opportunities for employees to get to know their colleagues better, build
trust and rapport, and develop effective communication and collaboration
skills. By fostering a sense of camaraderie and mutual support among
employees from different offices, LGUs can break down silos and promote a
culture of cooperation and collective achievement.
Overall, promoting professionalism and collaboration within the LGU
requires a concerted effort from leadership and employees alike. By
prioritizing respectful and inclusive behavior, providing training and support
for interpersonal skills development, and encouraging teamwork and
collaboration, LGUs can create a positive and supportive work environment
where employees feel valued, respected, and empowered to work together
towards common goals.
Fostering Organizational Unity. To effectively foster organizational
unity within the LGU, a multifaceted approach is required that addresses
both structural and cultural aspects of the organization.
Firstly, creating opportunities for interdepartmental collaboration is
crucial for breaking down silos and promoting a sense of shared purpose
among employees. This can be achieved through initiatives such as joint
projects, task forces, or cross-functional teams, where employees from
different offices work together towards common objectives. By facilitating
interactions and collaboration across departments, LGUs can promote
teamwork, knowledge sharing, and mutual support among employees,
ultimately fostering a sense of unity and collective responsibility.
Additionally, leadership plays a key role in promoting organizational
unity by setting the tone and expectations for workplace behavior. Leaders
should actively promote a culture of transparency, communication, and
inclusivity by encouraging open dialogue, sharing information openly, and
soliciting feedback from employees. By demonstrating a commitment to
transparency and inclusivity, leaders can build trust and credibility among
employees, bridging divides and fostering a sense of belonging and shared
ownership of organizational goals.
 Furthermore, establishing clear channels of communication and
mechanisms for employee engagement and participation can help to bridge
divides and build connections among employees. This may involve regular
team meetings, town hall sessions, or employee forums where employees
can voice their opinions, share ideas, and contribute to decision-making
processes. By empowering employees to play an active role in shaping the
organization's direction and culture, LGUs can foster a sense of ownership
and investment in organizational success.
Fostering organizational unity requires a concerted effort from
leadership and employees alike to promote collaboration, communication,
and inclusivity across the organization. By creating opportunities for
interdepartmental collaboration, promoting transparency and
communication, and empowering employees to play an active role in
decision-making, LGUs can build a positive and supportive workplace culture
where employees feel valued, respected, and motivated to work together
towards common goals.
To top it all of, the need for addressing challenges in OJT in San Juan,
La Union, emphasizing inclusivity, resource allocation, task management,
and professionalism to create a positive work environment. Implementing
comprehensive training, fair resource allocation, effective task management
systems, and fostering collaboration can enhance productivity and unity
within the LGU, promoting a supportive workplace culture.

DOCUMENTATION
WEEK 1
WEEK 2
WEEK 3
WEEK 4
WEEK 5
WEEK 6
WEEK 7
WEEK 8
WEEK 9

APPENDICES
APPENDIX A. CERTIFICATE OF RECOGNITION
APPENDIX B. CERTIFICATE OF COMPLETION
APPENDIX C. CERTIFICATES OF COMMENDATION
PDS
APPENDIX D. DAILY TIME RECORD
APPENDIX E. MOA
APPENDIX F. MED CERTIFICATE
APPENDIX G. STUDENT INTERNSHIP AGREEMENT
APPENDIX H. WAIVER
APPENDIX I. PERSONAL DATA SHEET