PHILIPPINES view on

ANTI-CORRUPTION
CUSTOMS INTEGRITYand
DRIVE
of the WCO Integrity Development Guide
and the Revised Arusha Declaration
OBJECTIVES
• To know how WCO see integrity.
• To understand the WCO IDG.
• To know and discuss the Revised Arusha Declaration, its
history, purpose and key contents.
• To co-relate the IDG and the Revised Arusha Declaration
to the Philippine Bureau of Customs.
• To know how did integrity affects the Bureau.
DEFINITION OF TERMS

• Corruption - an act that involve the contravention of public duty,

the receipt of some form of improper inducement,
and to occur in an environment of secrecy, or at least
without official sanction.

• Integrity - A positive set of attitudes which foster honest and

ethical behavior and work practices.
World Customs Organization
Integrity Development Guide
What is the WCO-IDG and it’s purpose?

• Provides framework to examine the management,

administrative and integrity strategies and to identify
opportunities for further improvement.
• Designed to be a practical tool for Customs
administrations in conducting self-assessment exercises.
• Focuses on core issues that are central to the
development of an effective and efficient integrity
program.
Integrity Development Cycle
Why INTEGRITY is important?

Lack of integrity and/or presence of

corruption can destroy the legitimacy of a Customs
administration and severely limit its capacity to
effectively accomplish its mission.
Other International Instruments

•WCO Arusha Declaration (1993)

•Columbus Declaration (1994), and
•Lima Declaration (1997)
 THE REVISED ARUSHA DECLARATION:
DECLARATION OF THE CUSTOMS CO-OPERATION COUNCIL
CONCERNING GOOD GOVERNANCDE AND INTEGRITY IN CUSTOMS
 KEY FACTORS OF AN EFFECTIVE NATIONAL
CUSTOMS INTEGRITY PROGRAMME

L-R-T-A-R-A-C-H-M-R
 LEADERSHIP AND COMMITMENT

•The prime responsibility for corruption prevention must

rest with the head of Customs and the executive
management team.
•Adaptation of a strong leadership role and acceptance of
an appropriate level of responsibility and accountability in
all aspects of Customs work.
•Demonstration of clear and unequivocal focus on integrity
and set an example consistent with the Code of Conduct.
 REGULATORY FRAMEWORK

•Harmonization and simplification of Customs laws,

regulations, administrative guidelines and procedures.
•Adoption of international conventions, instruments and
standards. (e.i. Revised International Convention on the
Simplification and Harmonization of Customs Procedures
(Revised Kyoto Convention).
 TRANSPARENCY

•Publicity and accessibility of Customs laws, regulations,

procedures and administrative guidelines at all times.
•Discretionary powers should be clearly defined.
•Appeal and administrative review mechanisms should
be established.
•Client service charters or performance standards
should be established.
 AUTOMATION

•Automated systems should be configured in such a way as

to minimize the opportunity for the inappropriate exercise
of official discretion, face-to-face contact between Customs
personnel and clients and the physical handling and
transfer of funds.
 REFORM AND MODERNIZATION

•Reform and modernize systems and procedures to

eliminate any perceived advantages which might be
obtained through circumventing official
requirements.
 should be comprehensive in nature,
 focused on all aspects of Customs operations and
performance.
 In-lined with the Revised Kyoto Convention
 AUDIT AND INVESTIGATION
•Implementation of appropriate monitoring and control
mechanisms (e.i. internal check programmes, internal and
external auditing and investigation and prosecution
regimes).
•Customs personnel, clients and the general public should
be encouraged to report corrupt, unethical or illegal
activity.
•Recourse to independent anti-corruption agencies for large
scale or complex investigations .
 CODE OF CONDUCT

•Development, issue and acceptance of a

comprehensive code of conduct.
 Sets out in very practical and unambiguous terms the
behavior expected of all Customs personnel.
 Provide penalties for non-compliance, calibrated to
correspond to the seriousness of the violation and
supported by appropriate administrative and legislative
provisions.
 HUMAN RESOURCE MANAGEMENT

•Human resource management practices include:

- providing sufficient salary to Customs personnel;
- recruiting and retaining personnel who have high standard integrity;
- free of bias and favoritism staff selection and promotion;
- ensuring deployment, rotation and relocation of staff remove
opportunities for Customs personnel to hold vulnerable positions for
long time;
- providing adequate training and professional development; and
- implementing appropriate performance appraisal and management
systems.
 MORALE AND ORGANIZATIONAL
CULTURE

•High morale.
•Fair human resource management practices.
•Opportunities for career development and progression.
• Actively involvement of employees in the anticorruption
programme.
•Encouragement to accept an appropriate level of
responsibility for the integrity of the administration.
 RELATIONSHIP WITH THE PRIVATE SECTOR

•Open, transparent and productive relationship with the

private sector.
•Encouragement of client groups to accept appropriate level
of responsibility and accountability at all times.
•Establishment of Memoranda of Understanding between
Customs and industry bodies.
•Development of codes of conduct of the private sector.
 BUREAU OF CUSTOMS
Responce to the WCO IDG and Revised Arusha Declaration
KEY FACTORS OF AN EFFECTIVE NATIONAL
CUSTOMS INTEGRITY PROGRAMME
 Leadership and Commitment
 Regulatory Framework
 Transparency
 Automation
 Reform and Modernization
 Audit and Investigation
 Code of Conduct
 Human Resource Management
 Morale and Organizational Culture
 Relationship with the Private Sector
Customs Special Order No. 01-2018
Creation of Interim Internal Affairs and Integrity Unit
under the Office of the Commissioner.
FUNCTIONS OF THE IIAIU
1. Investigate complaints against BOC personnel, receive and
gather evidence in support of an open investigation.
2. Conduct motu propio investigation on incidents where
evidence in the prosecution of smuggling cases was
compromised, tampered with, obliterated, or lost while in the
custody of BOC personnel.
3. Conduct lifestyle checks on BOC personnel.
4. Evaluate or recommend the filling of appropriate criminal
cases against BOC personnel before the court as evidence
warrants and assist in the prosecution of the case.
FUNCTIONS OF THE IIAIU
5. Undertake liaison work, coordination and provide assistance
to the Office of the Ombudsman, National Anti-Corruption
Commission of the Office of the President (OP) and the
Revenue Integrity Protection Service (RIPS) of the
Department of Finance (DOF).
6. Submit monthly/annual accomplishment reports and periodic
reports on specific programs or activities to the
Commissioner.
7. Perform such other tasks as directed by the Commissioner.
COMPOSITION OF THE UNIT
• At least one organic Attorney.
• At least two to three special investigators.
• At least three to six administrative staff.

Note: all positions mentioned above shall be recommended

by the Interim Internal Administration Group of the
Bureau.
With this actions taken by the BOC
towards the WCO Integrity Development
Guide and the revised Arusha
Declaration, is it safe to say that the
PHILIPPINES is now moving
forward towards a corrupt-free
country with high standard integrity ?
According to the WCO Integrity Newsletter
Issue No. 10..,

“Battles won,
but the war is far from over.”
Thank you.

References
• BOC-_2015-annual-report.pdf (images)
• http://customs.gov.ph/
• https://www.portcalls.com/boc-creates-anti-corruption-unit/
• http://www.wcoomd.org/en
• integrity_guide_en.pdf
• revised_arusha_declaration_en.pdf
• 368810145-Bureau-of-Customs-CSO-01-2018-Creation-of-Interim-Internal-Affairs.pdf
• wco-integrity-newsletter_eng10.pdf