|Level Up: The Coast Guard Recruitment Program|
Service excellence has been a popular slogan as far as one can remember. Any management guru would say it is not an easy thing to do. And it is not something that can be done overnight. Because service excellence calls for nothing less than a cultural change. It requires time and preparation in the hope of achieving it. So does finding the right people for the right job - Recruitment.
We have set our sights in increasing our personnel strength to effectively perform the multifarious tasks of the PCG. Part of the Human Resource Development Plan for this year and the next is the projected recruitment of 1000 personnel for commissionship and enlistment in the PCG. To drastically raise the standard of personnel, recruitment program will be decentralized or regionally based. Part of the Commandant’s Compass is to have a professional, competent, multi-skilled and credible coast guardmen. To attain said standard, officer candidates must not only be college graduates but license holders as well, or enlisted personnel must have at least 72 units in college or graduates of TESDA courses. To have a reasonable mix of officers and enlisted personnel, the Command recruited a substantial number of female personnel. At present, the female personnel comprises nine (9) percent of the total PCG complement. We have also taken steps to mainstream them into the organization, as part of gender and development (GAD) efforts and gradually assign them aboardship. Technical service also upgraded recruiting more lawyers, doctors, nurses, and chaplains to be assigned with ten Coast Guard Districts, from Basco, Batanes to Bongao, Tawi-tawi.
On its 10th year of existence, the PCG is still way below of reaching its desired personnel strength despite the substantive number of recruits that join the service every year since the transition. The graph below indicates in no uncertain terms the still acute shortage of personnel in the service today, affecting the performance levels of Coast Guard units in the short run and the progressive manpower and skills build-up, which are vital components of the capability development thrust of the Coast Guard, in the long run:
Thus, continuing with the robust recruitment drive conducted during the past several years, the Command through DCCGS-HRM has projected for this fiscal year 2009 the recruitment of another one thousand (1,000) qualified applicants for commission officer and enlistment in the PCG service. Plus around eighty-nine (89) vacancies arising from the retirement of five (5) officers and eighty four (84) EP bringing the total number to be recruited to one thousand eighty-nine (1,089) persons.
The recruitment activities for 2009 starts off with fresh approach in view of the general clamor within the service for a better standard of recruitment in order to ensure that the Coast Guard gets the 'quality recruits' it needs and consequently raise the bar of excellence within the service agency. Accentuated by the rapidly increasing demands of the maritime milieu, it has to keep pace and adjust accordingly to the annealing changes so as to maintain dynamism. Therefore, it is an imperative to increase the PCG strength to finally perform better and deliver efficient and effective service of its mandated task to the maritime public. Life as a coastguardsman entails adventure, roaming the high seas, and fulfillment as a Filipino. It is a service not just to the nation but service to all mankind. More so it gives young men and women the opportunity to learn all sorts of trades and skills. Truly, life as a CoastGuardman is the life a young man or woman may seek.