The Management Guidelines of Integrity and Transparency in Public Universities

Abstract

The objectives of this research are 1) to describe the process of evaluating integrity and transparency in the implementation of public universities, 2) to analyze the problems in evaluating integrity and transparency in the implementation of public universities, 3) to propose management guidelines to promote integrity and transparency in public universities. This research is qualitative research which is conducted using document studies and interviews. Interviews consist of 30 in-depth interviewers and discussions of 7 experts.

            Research results 1) In terms of process evaluation, it was found that the public universities were focusing on the importance of evaluating integrity and transparency in operations. There were based on the management structure, job assignment, duties and responsibilities, policies, plans and project activities. Then, the process of evaluating integrity and transparency is in accordance with the NACC Office. 2) There were some problems in assessing integrity and transparency in public university operations. It was found that in year 2022, there were 10 indicators. But there was only one indicator achieved higher than the target value (85 points). It was the performance of duties, gained 89.38 points. The 9 remaining indicators achieved lower than the target value (85 points). There were classified to (1) information disclosure 58.63 points (2) solving corruption problems 78.93 points (3) budget management 79.44 points (4) use of government property 79.85 points (5) anti-corruption 81.25 points (6) working improvement 82.79 points (7) communication efficiency 83.34 points (8) operational quality 84.12 points and (9) the exercise of power 84.30 points. 3) Management guidelines to promote integrity and transparency in the implementation of public universities. There were 4 dimensions and 21 guidelines, such as the first dimension is Planning. It is based on national strategy as a tool, by using strategic planning and setting the annual plan. The second dimension is Organizing. It is focusing on dynamic, clear structures and roles. Also intentional commitments with integrity and transparency were included. Using modern management principles were essential. Personnel management is fair and transparent. Cultivate core values, budget disclosure, service orientd and networking between departments were organized. The third dimension is Leading. leadership role models, demonstrating positioning on integrity and transparency, confident commitment leadership, creating inheritors of leadership ideals were applied. The fourth dimension is Controlling. It includes inspection systems, internal audit culture, effective communication, complaint center and participation.