Programme at a Glance
What is Basic Work Professionalism and Integrity Training?
Basic Work Professionalism and Integrity Training is a structured, one-day soft-skills programme that teaches employees the everyday behaviours that make them dependable at work: showing up on time, owning their output, telling the truth under pressure, handling confidential information properly, and treating colleagues and clients with respect.
The phrase itself comes from Philippine public-sector competency language, where professionalism and integrity are named core competencies for government workers. That is why the programme runs on two tracks. The private-sector track anchors on your company values, code of conduct and disciplinary policy. The public-sector track anchors on Republic Act 6713, the Code of Conduct and Ethical Standards for Public Officials and Employees.
It is deliberately foundational. This is not leadership training and not a compliance lecture – it is the behavioural baseline every other programme assumes is already in place.
Frequently confused with two adjacent programmes. WAVE (Work Attitude and Values Enhancement) goes deeper into mindset, values formation and attitude change. Work Ethics Training concentrates on discipline and output habits. Basic Work Professionalism and Integrity sits across both, focused on observable conduct.
Signs Your Team Needs This Training
If three or more of these describe your team right now, this is the right programme to start with.
- Chronic tardiness and unfiled absences that supervisors have stopped reporting
- Deadlines missed without anyone raising it early
- Mistakes followed by blame-shifting instead of correction
- Gossip and chismis travelling faster than official announcements
- Client or customer complaints about tone, manner or follow-through
- Confidential files, client data or payroll details discussed openly
- Company values on the wall that nobody can name from memory
- Rising disciplinary cases and memos for conduct rather than capability
- New hires picking up bad habits within their first month
- Supervisors avoiding hard conversations to keep the peace
- Gifts or favours from suppliers accepted without disclosure
- Work quality that stops at pwede na instead of done properly
Who Should Attend
Learning Objectives
By the end of the day, participants will be able to:
- Describe the specific behaviours their organisation counts as professional conduct, and name the three most commonly breached in their own team.
- Apply a punctuality and commitment standard to their own schedule, including how to flag a slipping deadline before it is missed.
- Take ownership of an error using a state-correct-prevent sequence, without deflecting or over-apologising.
- Identify confidential information in their role and apply the correct handling rule for each type.
- Work through an ethical dilemma using a decision test they can run in under a minute at their desk.
- Demonstrate respect across rank, gender, religion and generation in wording, tone and channel.
- Receive corrective feedback without defensiveness and act on it within an agreed timeframe.
- Write a personal commitment plan naming two behaviours to change and how they will be checked at 30 days.
- Public-sector track: Cite the eight norms of conduct under RA 6713 and identify which prohibited acts apply to their own position.
Course Outline
Five modules, run in sequence across one day. Each opens with a real workplace situation Filipino employees recognise, then works outward to the standard.
Module 01 · 75 min
Professional Conduct
What professionalism looks like from the outside – the behaviours colleagues, supervisors and clients actually judge.
- Appearance and grooming appropriate to the role, site and client-facing exposure
- Punctuality as a measurable standard: arrival, breaks, meeting starts, deadline signalling
- Courtesy across channels – face to face, phone, email, chat and group threads
- Digital professionalism: response times, tone in writing, social media and the company name
- Office and meeting etiquette, including interrupting, side conversations and device use
Activity: Participants rate their own team against a 12-point conduct checklist, then compare scores anonymously.
Module 02 · 75 min
Accountability and Responsibility
Moving a team from waiting to be told, to owning the outcome – and from blame to correction.
- Ownership versus compliance: the difference in observable behaviour
- Working without close supervision, and when escalation is the responsible move
- The state-correct-prevent sequence for handling your own mistake
- Commitment management: what to say when you know you will be late
- Why accountability is harder inside close Filipino teams, and how to hold it without breaking relationships
Activity: Blame-to-ownership rewrite – participants take three real excuses and restate them as accountable responses.
Module 03 · 90 min
Ethical Behaviour and Integrity
The module where the programme earns its name. Integrity is treated as consistency between word and action, tested under pressure.
- Your company code of conduct: what it prohibits and what it actually requires
- Confidential information – client data, payroll, personnel files – and the handling rule for each
- Data privacy obligations under Republic Act 10173 as they apply to ordinary staff
- Conflict of interest, gifts, commissions and supplier relationships
- A four-question ethical decision test for grey-area situations
- Speaking up: how to raise a concern, and what protection exists when you do
Activity: Four industry-specific dilemma cases, worked in small groups and debated as a room.
Module 04 · 75 min
Respect in the Workplace[/vc_column_text]
Respect that survives disagreement – across rank, generation, gender, religion and region.
- Respect for authority without silence: disagreeing with a supervisor professionally
- Peer respect in words, tone, channel and timing
- Gossip and chismis: the organisational cost, and what to do when it reaches you
- Cultural, gender, religious and generational differences in one workplace
- Disagreeing and resolving without escalation or withdrawal
- Where pakikisama helps a team, and where it quietly protects poor behaviour
Activity: Paired role-play on three high-friction workplace conversations, with structured observer feedback.
Module 05 · 60 min
Growth Mindset and Work Attitude
Closing the day by turning conduct standards into a habit the participant owns.
- Receiving corrective feedback without defensiveness
- Asking for help early rather than protecting appearances
- Going beyond the job description without becoming a martyr about it
- Moving past pwede na and ningas cogon toward finished, sustained work
- Writing a 30-day personal commitment plan with two named behaviours
Output: Every participant leaves with a signed commitment plan. Copies go to their supervisor for the 30-day check-in.
Want the full outline as a PDF?
Download the complete module-by-module outline, including timings, activities and the facilitator notes we share with HR before delivery.
Public Sector Track: Republic Act 6713
For government agencies, LGUs and GOCCs, the programme is rebuilt around the Code of Conduct and Ethical Standards for Public Officials and Employees - Republic Act 6713, approved 20 February 1989.
RA 6713 is the statute most Philippine public servants are measured against, yet few have read past its title. This track works through what it actually requires, in plain language, using situations from the participants’ own offices.
A note on accuracy: the Code of Conduct and Ethical Standards for Public Officials and Employees is Republic Act 6713. It is frequently miscited as RA 6173, which is a different and unrelated statute. If you are procuring this training, that citation is a quick way to check whether a provider knows the material.
How the Training Is Delivered
Adults do not change conduct because they were told to. The day is built around practice, not lecture - roughly 30 per cent input, 70 per cent application.
Why Professionalism and Integrity Matter in the Filipino Workplace
Professionalism and integrity are the foundations of effective work behaviour, and in the Filipino workforce – where relationships and trust shape how teams operate – they carry particular weight. Filipino workplace culture also creates specific pressures on both: malasakit makes people go beyond their role, but pakikisama and hiya can quietly make it hard to name a colleague’s poor conduct. The programme works with those dynamics rather than around them.
Trust is a Cultural Priority in Filipino Workplaces
Trust is a practical necessity in Filipino organisations. Whether in private firms or government agencies, working relationships built on trust outlast those built on process alone. Professionalism is how that trust gets earned: when employees arrive on time, meet deadlines, follow protocols and communicate respectfully, they become people others can plan around.
Integrity Means Consistency Between Words and Actions
Integrity means honouring commitments, telling the truth and making ethical choices regardless of role or position – especially under pressure. Employees with integrity uphold company rules out of conviction rather than fear of a memo. That is what keeps confidential data protected and dishonest shortcuts off the table when nobody is checking.
Professionalism and Integrity Reduce Workplace Issues
Lapses in professionalism cause delays, misunderstandings and friction. Lapses in integrity cause dishonesty and broken trust. Training that addresses both produces more consistent behaviour, and organisations typically see it in the numbers HR already tracks: fewer disciplinary cases, lower absenteeism and less rework.
Reinforcing Company Values and Culture
Most companies have respect, honesty and responsibility printed on the office wall. Far fewer have translated them into behaviour anyone can name. This training turns posted values into specific, observable actions – so everyone from frontliner to manager is working to the same definition.
Boosting Productivity Through Character-Driven Behaviour
Professional and ethical employees are more focused, better prepared, and take ownership of their decisions. They deliver on promises and fix problems without looking for someone to blame. In teams that already value collaboration, those two traits compound into higher output and better morale.
It Sets the Floor Every Other Programme Stands On
Leadership, customer service and sales training all assume a baseline: people show up, own their work and tell the truth. Where that baseline is missing, more advanced programmes underperform for reasons that get blamed on the training. This is the programme that establishes it.
How We Customise Your Programme
We do not send a generic deck. Here is what happens between your first enquiry and the 30-day follow-through.
1
Training needs analysis
A working session with HR and, where useful, a short staff survey. We identify which conduct gaps are real and which are actually supervision or policy problems.
2
Design and calibration
Modules are reweighted to your findings and cases rewritten around your industry, your code of conduct and the situations your people actually face.
3
Delivery
One day, on site or virtual, in the language your workforce actually uses. Participants leave with a written commitment plan, not just a handout.
4
Supervisor reinforcement
A short briefing so team leads know what was committed to and how to check it. Training that supervisors do not reinforce decays within weeks.
5
Measurement
Reaction and learning captured on the day; behaviour reviewed at 30 days against the commitment plans and the HR metrics you already track.
Our Impact, Told By Those Who Have Experienced It
Leaders from organisations across the Philippines describe what changed after their teams went through our professionalism and integrity training.
[CLIENT NAME], [ROLE], [COMPANY]
[ONE-LINE SUMMARY OF WHAT THIS VIDEO TESTIMONIAL COVERS – this text is what search engines and non-playing visitors can actually read.]
[CLIENT NAME], [ROLE], [COMPANY]
[ONE-LINE SUMMARY OF WHAT THIS VIDEO TESTIMONIAL COVERS.]
[WRITTEN TESTIMONIAL – two to three sentences, ideally naming a specific change: fewer late arrivals, a drop in disciplinary memos, a supervisor conversation that finally happened.]
[FULL NAME] – [Job title], [Company], [Industry]
[WRITTEN TESTIMONIAL – from a public-sector client if you have one, since that is the track competitors own.]
[FULL NAME] – [Job title], [Agency or LGU]
Organisations That Have Trained With Rainmakers
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Professionalism and Integrity in Filipino
Values land differently in the language people think in. Where a group is more comfortable in Filipino, we teach these concepts in both - which is also why the words below matter.
Investment and Booking
In-house programmes are quoted per batch, not per head, so the cost per participant falls as the group grows.
Tell us your headcount, preferred dates and location, and we will come back with a written proposal – including the training needs analysis schedule – within [X] business days.
Related Training Programmes
- WAVE TrainingDeeper values and attitude change
- Accountability TrainingOwnership at team and leader level
- Conflict ManagementWhen respect breaks down
- Effective CommunicationClarity, tone and impact
- Basic Supervisory TrainingFor the leads who enforce the standard
- Personality DevelopmentPresence and personal effectiveness
- Leading and Managing Gen ZGenerational differences at work
- All Corporate Training ProgrammesThe full catalogue
Frequently Asked Questions
In-house programmes are quoted per batch rather than per participant, so the cost per person drops as your group grows. The quote is driven by headcount and number of batches, delivery format, location, depth of customisation, and whether you want the supervisor briefing and 30-day review included. Send us your headcount and preferred dates and we will return a written proposal.
The standard programme runs one full day, around eight hours including breaks. A condensed half-day version covers professional conduct and accountability only. A two-day version adds extended role-play and, for government clients, fuller treatment of RA 6713. We recommend the full day as the minimum for behaviour change rather than awareness.
We run batches of 25 to 30 participants. Below 25 the group discussions lose their range; above 30 the role-play and feedback components stop working properly. Larger workforces are trained in waves, usually scheduled so each department retains coverage.
Yes. The programme runs live over video with breakout rooms for case work and role-play. Virtual delivery suits distributed teams and removes travel cost. Where a workforce is on one site, we recommend in-person, because the harder conversations in Modules 3 and 4 land better in a room.
English, Filipino, or a mix – matched to the group. For frontline, plant and field teams we usually recommend Filipino or mixed delivery, because values discussions get noticeably more honest in the language people think in. Materials can be provided in either.
Yes. Every participant who completes the programme receives a certificate of participation. For government clients we can align documentation with your agency’s requirements for training records – tell us the format needed during the needs analysis.
WAVE – Work Attitude and Values Enhancement – works on mindset and values formation, asking participants to examine their own value system and align it with the organisation’s. Basic Work Professionalism and Integrity is narrower and more concrete: it targets observable conduct such as punctuality, ownership, confidentiality and respect. Many clients run this programme first and WAVE afterwards.
Yes. The public-sector track is rebuilt around Republic Act 6713, the Code of Conduct and Ethical Standards for Public Officials and Employees. It covers the eight norms of conduct, the duties under Section 5, the prohibited acts under Section 7, SALN obligations, and the related requirements under RA 11032 and RA 10173. It is designed for national agencies, LGUs and GOCCs.
Customisation is included, not an upgrade. After the training needs analysis we reweight the modules to your actual gaps and rewrite the case studies around your industry and, where you share it, your own code of conduct. What stays fixed is the structure and the methodology.
Reaction and learning are captured on the day through evaluation and a knowledge check. Behaviour is the level that matters, so every participant leaves with a written 30-day commitment plan naming two specific behaviours, with a copy going to their supervisor. At 30 days we review those plans against the HR metrics you already track – attendance, disciplinary cases, rework, escalations.
We recommend 3 weeks. That allows time for the training needs analysis, module calibration and case writing before delivery. Shorter lead times are possible with a lighter customisation pass – tell us your date and we will say honestly what is achievable.
Build a Culture of Work Ethics and Accountability
We customise in-house training programmes for private companies and government offices across the Philippines. Contact us to schedule a training needs analysis with your team – it costs nothing and it is the step that makes the training worth running.
