of working and monaging tn government service. It classifies the offenses that government employees commit as grave, less grave and light offenses and prescribes their corresponding penalty. Some of the: graue offenses are: dishonesty, gross neglect o( duty, grave misconduct, being notoriously undesirable, conviction of a crime, falsification of official documen ts, physical and mental incapacity or disability due to vicious habits, engaging directly and indirectly in partisnn political activities, contracting loans from persons with whom the office of the employee has business relations, disloyalty to the Republic and to the Filipino people, oppression, disgra. cefol :rnd immoral conduct, inefficiency and incc Jmpetence i. n the performance of official duties, frequent unauthoti. zed absences or tardiness, re!u:,a] to perform official duty and gross insubordinatio n. Some of the less graue offenses are: simp]e neglect of duty, simple misconduct, gi-oss discourte sy in 1he cour:se of official duties, insubordination, habitual drunkenness, nepotism. and unfair discrimination in rendering public service due to party affiliation or preference. · l,ight offenses include the follo,.,,;ng: neglect of duty; discourtesy in the course of offic;ia J duties; improper <Jr unauthorized solicilntion of contributions from su bordinatc cmployee. c;; violatfon 0freasom,hle office ru Jes and regulations; gambl. ing prohibit ed by law; refus;,J I() render overtime service; barro,ving money from subordinates; lending mrmcy at w,urious r:nes c,f interest; pursuit of private busine.,; s, vocation or profession withr Jut permis1,irm r·cquired by the Civil Service rules and regulations; and, promoti ng the sulc <Jf ticl«t L5 in hcha Jf of privat. c cntcrp. rises that are not intended for charitab le or public wc,I fare purpc,:;es. Ethical anti legal pn1ctic:1!S should be discussed during o. rient:ttion and training pmg,am s ;jnd emphas i:t-td during supervisory visits. It is very important that legal and ethical valur~,; and r>rim:iplcs serve as guide: in pcrfonnanc: e evaluation. [n other words, th CSf~ sh,,uld be inr. :<,rpr Jr;ll'cd into the pcrfr,rmllnce standards and criteria. Nurm, man&y. ;ern/1;upr~rvi <;,)rs sh'>uld f>c role models in public service. It is easier for th,,m 1,, r,nf,,r N: ft,,, rul,;. c; if they prac. 1ice wh:it th,;y expect their subordinat es to oln,crv,;. If rn;,m,;,.,,r., l!"xpcc:I <:thical and lt:~al practice from their staff, t J1ey should a J,,,, rmmaw, c:thir;;,lly :ind legally. REFERENCES J. Cl,,m1:11-Str:,n,, ~l. f!ig.,. ti DG, :,nd Mc Guire SL (1991) Comprelumsiue Family awl Com1111. mill) JJeolll, N11r:;ing. :~"' ed. St. Louis: Mo Hby Ue;Jr nook. z. f>1:partmc 111,,f llealtli. !·lrmlror10 Sfrcjl(J. A Guide for TU/Os and Health (:,111 lt!r::. n~d. ;{. J>·p:,rtm:nl,,( 11. :allh.. ':iant,·on/}. CJlg/o. Ovalily Standard,: I. L,;t fo,· lleofll, J/ru-U/li,,u. IJ. d. ,i. I U111Jy;1w,, J. M (,9,. HIJ '171c f@!l;tlm: N11rt1e IAWder Manage r. ~t. 1...ouii;: 'J11c <;. v. Mml,y <:,,r11p:suy. r;. 11,,,md 'i. I.. :. 11d Savini f J_g (1997). S1. 1perultifo11 (1th r!d. ). Upper S:idtlle IUvcr, IJ·w,J,,,i,,,y: J1··nff1:, I foll. 