President's 22-Point Agenda on Labor and Employment

8/3/2019 President's 22-Point Agenda on Labor and Employment

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http://www.dole.gov.ph/


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TTHHEE IINNDDIICCAATTOORRSS

MAJOR FINALOUTPUT

The Department of Budget and Management (DBM) provides budgetary language called the Major Final Output

or MFO in assessing the outputs vis--vis the utilization of funds of national government agencies. The DOLE has

seven (7) MFOs that also correspond to the services delivered to its clients:

MFO 1: Jobs Search Assistance Services MFO 2: Capacity Building Services

MFO 3: Social Partnership and Dispute Resolution Services

MFO 4: Professional Regulation, Technical-Vocational Education and Productivity Services

MFO 5: Services to Safeguard Just Terms and Conditions of Employment

MFO 6: Social Protection and Welfare Services

MFO 7: Work Accident, Illness Prevention and Work Compensation and Rehabilitation Services

DECENT WORK

The International Labour and Organization (ILO) define decent work as being productive work for women and

men in conditions of freedom, equity, security and human dignity. Decent work involves opportunities for work

that is productive and delivers a fair income; provides security in the workplace and social protection for workers

and their families; offers better prospects for personal development and encourages social integration; gives people

the freedom to express their concerns, to organize and to participate in decisions that affect their lives; and

guarantees equal opportunities and equal treatment for all. 2

The Decent Work Agenda is committed in pursuing the objectives of full and productive employment and decent

work for all. It comprises four pillars, namely:

Pillar 1: Rights at work;

Pillar 2: Employment opportunities for all;

Pillar 3: Social protection;

Pillar 4: Social dialogue.

The Philippine Decent Work Common Agenda is now on the terminal phase of the Third Cycle. The gains of the

past two Decent Work Common Agenda must be continued with the cooperation of the tripartite partners to

further narrow existing gaps and realize the vision of Decent Work for All.

2Toolkit for Mainstreaming Employment and Decent work. International Labour Organization


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WORLDWIDE

GOVERNANCE

INDICATORS

The Worldwide Governance Indicators (WGI) project reports aggregate and individual governance indicators for

212 countries and territories over the period 19962008. The WGI are based on several hundred variables produced

by 25 different sources, including both public and private data providers.

The indicators are defined to correspond to what the World Bank researchers consider to be fundamental

governance concepts. They are:

1. Voice and accountability (VA)measures the extent to which a countrys citizen are able to participate

in selecting their government, as well as freedom of expression, freedom of association, and a free media2. Political stability and Absence of Violence (PV) measures perceptions of the likelihood that the

government will be destabilized or overthrown by unconstitutional or violent means, including political

violence or terrorism

3. Government Effectiveness (GE)measures the quality of public services, the quality of the civil serviceand the degree of its independence from political pressures, the quality of policy formulation and

implementation, and the credibility of the governments commitment to such policies

4. Regulatory quality (RQ) measures the ability of the government to formulate and implement soundpolicies and regulations that permit and promote private sector development

5. Rule of Law (RL) measures the extent to which agents have confidence in and abide by the rules ofsociety, and in particular the quality of contract enforcement, the police, the courts, as well as the likelihood

of crime and violence6. Control of Corruption (CC)measures the extent to which public power is exercised for private gain,

including petty and grand forms of corruption, as well as capture of the state by elites and private

interests3

DOING

BUSINESS

INDEX

The indicators presented and analyzed in Doing Business measure business regulation and the protection of

property rightsand their effect on businesses, especially small and medium-size domestic firms. First, the

indicators document the degree of regulation, such as the number of procedures to start a business or to register

and transfer commercial property. Second, they gauge regulatory outcomes, such as the time and cost to enforce a

contract, go through bankruptcy or trade across borders. Third, they measure the extent of legal protections of

property, for example, the protections of investors against looting by company directors or the range of assets that

can be used as collateral according to secured transactions laws. Fourth, they measure the flexibility ofemployment regulation. Finally, a set of indicators documents the tax burden on businesses.4

The Philippines dropped 3 places lower from 141st place in 2009 to 144th in 2010.

3Governance Matter VIII: Governance for Indicators for 1996-2008 by Daniel Kaufann, Aart Kraay, and Massimo Mastruzzi

4www.doingbusiness.org


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GLOBAL

COMPETITIVE-

NESS INDEX

The Global Competitiveness Report "assesses the ability of countries to provide high levels of prosperity to their

citizens. This in turn depends on how productively a country uses available resources. Therefore, the Global

Competitiveness Index measures the set of institutions, policies, and factors that set the sustainable current and

medium-term levels of economic prosperity."5

In the 2009-2010 report, 12 pillars were identified. Each of the pillars is classified under Basic Requirements,

Efficiency Enhancers or Innovation and Sophistication Factors.

All of the 12 pillars are important indicators but the value of each indicator would depend on the countrysparticular stage of development. The Philippines, 87th place out of 133 countries, is in the factor-driven stage of

development which means that the most critical pillars are found in the basic requirements sub-index group.

5Global Competitiveness Network: Frequently Asked Questions

Basic Requirements Institutions

Infrastructure

Macroeconomic Stability

Health and Primary Education

Efficiency Enhancers

Higher Education and Training

Goods market efficiency

Labor market efficiency

Financial Market Sophistication

Technological readiness

Market sizeInnovation and Sophistication Factors

Business Sophistication

Innovation


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1 Review existing plans and programs in accordance with the principles of zero-basedbudgeting system where budget allocations are shaped by their performance and their

compliance with COA reports

DOLEs CORE

MANDATE GENERAL ADMINISTRATION

GLOBAL

COMPETITIVENESS

INDICATOR

1ST PILLAR: INSTITUTIONS

3RD PILLAR: MACROECONOMIC STABILITY

WORLWIDE

GOVERNANCE

INDICATOR

GOVERNMENT EFFECTIVENESS

BASIS FOR

REFORMS

The current administration has issued a directive to move from the traditional incremental budgeting method to

zero-based budgeting. The rationale behind zero-based budgeting is to ensure that all items included in the

budget can be justified and that they are in line with the organizations priorities.

This budgeting methodology must meet three specific requirements: (1) the items included in the budget should

be aligned with the administrations goal; (2) the implementation of the previous budget had an impact on the

welfare of the people and the economy; and (3) the inclusion of items in the budget will lead to an output that will

justify its continued inclusion.6

6www.manilatimes.net Budget chief Abad explains why zero-based technique necessary
http://www.manilatimes.net/http://www.manilatimes.net/http://www.manilatimes.net/http://www.manilatimes.net/


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ACTION AREAS

POLICY REFORMS PROGRAM RESPONSE

INSTITUTIO-

NAL

MECHANISM

PARTNERSHIPS

IN

GOVERNANCE

TARGET

(Jul.-Dec.

2010)

BUDGET

STATUS

(as of 21September

2010)

Adoption of the zero-based

budgeting scheme

DOLE budget realigned with

the 22-point labor andemployment agenda

- Periodic monitoring of fundutilization of projects

- Enforcement of liquidation ofcash advances of Individualsand Groups, i.e., Non-Govern-mentalOrganizations (NGOs),Peoples Organizations(POs) and Local GovernmentUnits (LGUs)

FMS

FMS

July 2010-continuing

The DOLE

2010 Budget isP6.421B.

For 2011, theNationalExpenditureProgram(NEP) isP6.397B, or adecrease ofP23 M or 0.4%from the 2010GAA.

Prepared and presented the

DOLE FY 2011 ProposedBudget in Congress. TheDOLEs Budget was inaccordance with the zero-andperformance-based budgetingsystem to ensure responsibleallocation and use ofgovernment resources.Existing plans and programs ofthe Department were reviewedand are shaped based on theperformance and incompliance with COA reports.

- Monitored fund utilization on amonthly basis

- Posting of Status of FundUtilization

- Conducted reorientation on theCOA circular as a reminderthat cash advance will not beissued to implementingpartners (LGUs/NGOs/Pos/)with unliquidated funds.

- Issued Administrative Order(AO) No. 16, 2010 (i.e., Cost-

cutting Measures) directing theliquidation of all cashadvances.


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Appraisal of Internal ControlSystems applied in thefollowing:

- Refund ofexcess/unauthorizedincentives given in CY 2008

- Cash advance granted toDisbursing Officers

IAS

IAS

FMS/COA

FMS/COA/DOLE ROs

Reviewed the contents andaudit findings as contained inmemorandum dated 29 June2010.

Issued Memorandum dated 13September 2010 to ROs CAR,V, VII, X, & XIII to submit statusreport of compliance not later

than 30 October 2010. Deadlinefor the payment ofrefund/settlement of theunauthorized incentives is 31December 20101.

FMS issued memorandum to allconcerned Special DisbursingOfficers to liquidate outstandingcash advances.

FMS to implement the policy ofno additional cash advanceshall be provided unless theprevious cash advance hasbeen liquidated.

Requested FMS to provide IAScopies of Statement of CashAdvances as for CYs 2008 toMarch 2010 as basis for theconduct of management audit.


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TESDA Created an OrganizationalEffectiveness Study Group tolook into the application of theZero-Based-Budgeting (ZBB)as a way of improvingeffectiveness of programs.


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2 Address the labor mismatch problem by promoting better coordination between employers,academe, and government through strengthening both public (Public Employment Service

Offices) and private sector labor market information and exchange institutions, especially at

local levels

DOLEs COREMANDATE EMPLOYMENT FACILITATION

MAJOR FINAL

OUTPUTMFO1:JOB SEARCH ASSISTANCE SERVICES FOR WAGE EMPLOYMENT

DECENT WORK

PILLARPILLAR 2: EMPLOYMENT OPPORTUNITIES FOR ALL

DOING BUSINESS

INDICATOREMPLOYING WORKERS

BASIS FOR

REFORMSUnemployment in the country is largely attributed to mismatches between the demand and supply of labor as well

as the limited absorptive capacity of the formal economy. Majority of the countrys unemployed have been observed

to possess adequate education or skills that should have been instrumental in getting into jobs. Data from 2007 to

2009 shows that as much as 45.6 percent or about 1.3 million of the unemployed have attained high school

education while about 39.26 percent or about 1.1 million have reached college levels. Among the unemployed

youth, high school graduates and college graduates constitute as much 46.83 percent and 41.88 percent,

respectively. These numbers highlight the fact that the supply produced by both secondary and tertiary education

does not correspond to the skills needs in the market.


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ACTION AREAS

POLICY REFORMSPROGRAM

RESPONSE

INSTITUTIO-

NAL

MECHANISM

PARTNERSHIPS

IN

GOVERNANCE

TARGET

(Jul.-Dec.

2010)

BUDGETACCOMPLISHMENT

(as of 21 Sept. 2010)

Strengthen labor marketinformation systems

National Skills Registry System(SRS) which may be readily

accessed by employers orclients and which containsskills qualifications of jobapplicants

BLE,POEA/OWWA,PRC, TESDA

Partner with localgovernment units asmajor player in SRS

Completed Trainers trainingon SRS for IT component

The SRS 1st wave ofimplementation involves 32LGUs nationwide and will becompleted on the 2nd week ofSeptember; 2nd wave ofimplementation involves 48LGUs for the period MayDecember 2011.

- DOLE agencies whichincludes the Bureau of LocalEmployment, POEA,

OWWA, PRC, and TESDAare in the process ofharmonizing their manpowerdatabases

Broaden informationcampaign on occupationand skills shortages oroversupply

Project Jobsfit 2020 whichidentifies new and emergingindustries and preferred skillsas key employment generatorsthat must be produced perregion in the next ten years oruntil 2010.

Dissemination of the followinginformation materials:- Industry Career Guides for

BLE

- Informationcampaigns

- Capacity-building ofPESOs andcareer guidance

counselors

- Network-buildingwith schools andindustries

Engagement of schools,industry leaders, careerguidance counselorsand communicationsnetwork in informationcampaigns

Identified new and emergingindustries and preferred skillsas key employment generatorsthat must be produced perregion in the next ten years.This includes the seven (7) Bigwinners of the Joint ForeignChamber of Commerce and

Industry

Posted the results of ProjectJobsFit in the DOLE Websiteon 03 August 2010.

Hard copies and CD formatwere disseminated to CabinetSecretaries, Congress,


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Held the National DirectorateConference on August 26,2010 which resulted with thefollowing agreements:strengthening of theapprenticeship program,revival of the Industry Boardand the revival of theRecognized National Industry

Bodies in Tourism, ICT,Health, and Agri-Fishery

Publication of the List ofSuccessful Board Examinees

PRC Continuing Website publicationof the list of successful boardexaminees

Campus tour (CareerGuidance and Counseling atthe 3rd year high school level)to disseminate information onthe right choice of professionespecially those declining innumbers.

Continuing enhancement /undertaking of differentresearches related to testdevelopment of PRC and therelationship to CHED curriculaand work success.

Strengthen PESOs as thefrontline for jobs-skillsmatching

Advocate for institutionalizationof all PESOs in 1,700municipalities and cities.

- Recommend to LGUs topass resolutionsinstitutionalizing PESOs withbudget and personnel forhigh and medium-incomeLGUs.

BLE

- Monitoring of

PESOs

LGUs Institutionalized 49 PESOs asof date.

Continuing conduct ofcapacity-building and provisionof technical assistance tonewly installed PESOManagers.

Final stage ofinstitutionalization kit forPESOs in progress


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Advocacy campaign ongoing- TV and radio commercial- Registry of Skills (RS)

leaflets for printing

Ongoing preparations for the10th PESO Congress


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3Promote not only the constitutionally protected rights of workers but also their right toparticipate in the policy-making processDOLEs CORE

MANDATEEMPLOYMENT FACILITATION

DECENT WORK

PILLAR

PILLAR 1: RIGHTS AT WORK

PILLAR 4: SOCIAL DIALOGUE

MAJOR FINAL

OUTPUT MFO3:SOCIAL PARTNERSHIP PROMOTION AND DISPUTE RESOLUTION SERVICES

WORLDWIDE

GOVERNANCE

INDICATOR

VOICE AND ACCOUNTABILITY

BASIS FOR

REFORMSWith the changes in employment and work arrangements occurring in the country, it has been observed that

existing standards ensuring workers protection have become inadequate. Moreover, compliance with standards is

seen as additional non-wage costs that adversely affect competitiveness of industries.

These challenges in promoting and protecting the rights of workers have manifested in issues on: low wages, weak

enforcement of minimum standards, weakening trade unionism and collective bargaining and limited

representation of workers in policy-making.7

7Bitonio (2008). Labour Market Governance in t he Philippines: Issues and Institutions.


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ACTION AREAS


INSTITUTIO-

NAL

MECHANISM

PARTNERSHIPS

IN

GOVERNANCE

TARGET

(Jul.-Dec.

2010)


(as of 21 Sept. 2010)

Intensify enforcement oflabor standards

Project LEAP with targeted60,000 and 70% compliance

rate and where inspectionactivities will coversubcontracting andenforcement of prohibition onlabor-only contracting, theincidence of child labor andmonitoring of SSS andPhilhealth benefits.

Livelihood assistance, incomeaugmentation and technicalassistance through the TAVand ISTIV to micro enterprises

toward upscaling capacities tocomply with core laborstandards and improveproductivity

BWC- Adoption of ILO

Audit Findings- LEAP

administrationand monitoring

- Annualrecognition ofcompliantestablishments

BLE- Career

Counseling

BWSC- Provision of

livelihood orincomeaugmentation tomicro enterprises

NWPC- Provision of ISTIV

training for microenterprises

ILS

- Documentation

and disseminationof best practicesin industries

Tripartite Self-Assessment toward

issuance ofCertificates ofCompliance /Restoration

Technical AssistanceVisits (TAV) for microenterprises

OSH network in allregions

Voluntary codes on

self-regulation

BWC (LEAP)-29,459

Project LEAPduration is Augustto November2010.

On Project LEAP

- Intensified labor inspection

through the implementation ofLabor Enforcement andAction Program (LEAP) toincrease compliance with laborstandards coveringestablishments employing 10-199 workers (i.e., terms andconditions of employment,safety and health, socialsecurity and contracting whereonly independent contracting isallowed and labor-only

contracting is prohibited.

- Conducted Orientation inDOLE-NCR on 02 August2010; deployed 59 inspectorsin NCR, which was augmentedby inspectors from CAR,Region 1, 5 and BWC. Region4A was augmented by Region2 inspectors while Region 3was augmented by Region 8.

- On September 2, the TIPC

approved and adoptedResolution No. 3-B supportingtripartite engagement in laborstandards enforcement andthe implementation of theTripartite Certification of LaborStandards Compliance.


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- Single Entry Approach(SENA)

NCMB

The GMs are bipartite plant-level dispute resolutionmechanisms which labor andmanagement can resort to in theadjustment of work-relatedcomplaints and grievances withminimal governmentintervention.

NCMBs advocacy activities aregeared towards the setting up ofworkplace cooperation andpartnership (WCPs)mechanisms to strengthenlabor-management relations,enhance productivity andpromote industrial peace.As of June 30, 2010, there are1,552 WCPs (1,149 in organizedcompanies and 403 inunorganized establishments)

nationwide that continue tobenefit workers and employerswith improved managementpractices, improvedcommunications, strongercorporate social responsibilityand higher productivity.

NCMB also continues toimplement its FLAVAS programto assist walk-in workers seekingassistance. As of August 31,2010, the Board has assisted

1,349 workers through itsFLAVAS program, benefitingsome 574 workers with P 10 M inrestitution pay and other benefits.


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Expand representationand participation oftripartite partners

Review representation inexisting tripartite bodiestoward including allstakeholders across the broadspectrum of societyregardless of their ideologicalpersuasion

Promote the establishment of

more ITCs and local TIPCs

Develop capacities ofsectoral representatives oneconomic and policy analysis

BLR

Creation of ITCsin the 7 bigwinners(Agribusiness,Tourism, BPO,Infrastructure,Mining,Manufacturing

and Logistics, andCreativeIndustries)

Inclusion of othersectors in TIPCs,ITCs and othertripartite policy-making bodies

BWC

Tripartiteengagement inLSEF

On September 2, the TIPCapproved and adopted ResolutionNo. 3 supporting the DOLE thrustof strengthening tripartism andsocial dialogue. The Resolutionstates that tripartite partners willactively participate in theformulation of TOR forreconstituting TIPCs/ITCs and

defining the criteria fornomination and selection ofsectoral representatives intripartite bodies

Employees Compensation(EC) Benefits

ECC Approved four (4) BoardResolutions which include thefollowing:

- Amending Rule IV, Section 2of the Rules of Procedures forthe Filing snd Disposition ofthe EmployeesCompensation Claims

- Granting of SuccessiveTemporary Total Disability(TTD) benefits andPermanent Partial Disability(PPD) benefits for work-related injuries that resultedto functional loss and/orphysical loss of any part ofthe body


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- Amending Paragraph 2, Part I

of EC BR No. 90-030022- Amending Rule V, Section II,

Paragraph of the Rules ofProcedures for theDisposition of the EmployeesCompensation Claims.

Prepared and submitted theproposed Philippine WorkersCompensation Authority(PWCA) Bill and was filed at theHouse of Representatives byCongressman Juan Edgardo M.Angara and at the Senate bySen. Jinggoy Estrada.

Revised the proposed resolutionon EC benefits to correspond tothis item agenda. These are thefollowing:

- Granting of successive ECTTD and EC PPD benefits forwork-related injuries forfunctional loss and/or physicalloss of any part of the body

- Amending Rule IV, Section 2of the Rules of Procedures forthe Filing and Disposition ofEC claims (prescribing ashorter period for theevaluation of EC claims at thelevel of both the Systems)

- Amending paragraph 2, part II

of EC BR No. 90-030-0022- Amending Rule V, Section II,

Paragraph I of the Rules ofProcedure in the Dispositionof the EmployeesCompensation Claims.


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Zero Accident Program (ZAP) OSHC OSH Network in allRegion

Conducted capability building onBasic Occupational Safety andHealth (BOSH) Coursenationwide from July 2010 topresent in 8 batches with 386participants from 2261companies; another mandatorycourse for safety and healthpractitioners, Construction

Safety Training or CST hasbeen conducted in Cagayan deOro with 36 participants. As ofSeptember 2010, 24 batches(133% of target) of BOSH and 9batches (75%) for CST havebeen conducted.

All 16 regions have organizedOSH networks with LGUs,industry tripartite and otherpartners.

Technical OSH Services Conducted 152 occupationalhealth examinations to evaluatepossible lead poisoning, work-related hearing impairment andother work-related disordersfrom July to September.


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8 Darty, W.A. Jr. (Ed.). (2008). International Encyclopedia of the Social Sciences, 2nd edition. USA: Thomson Gale

4 Review current outsourcing strategies among industries toward balancing protection of workersrights and ensuring business competitivenessDOLEs COREMANDATE

WORKERS WELFARE AND PROTECTIONLABOR RELATIONS

DECENT WORK

PILLAR


PILLAR 2: EMPLOYMENT OPPORTUNITIES

PILLAR 3: SOCIAL PROTECTION


MAJOR FINAL

OUTPUTMFO 5:SERVICES TO SAFEGUARD FAIR AND JUST TERMS CONDITION OF EMPLOYMENT

WORLDWIDE

GOVERNANCE

INDICATOR

REGULATORY QUALITY

BASIS FOR

REFORMSCompetition in global markets has pushed businesses to resort to outsourcing as a strategy to decrease labor cost and

increase flexibility.8 This business strategy, however, raises labor issues such as the increased insecurity of jobs, lower

wages, and the weakening of the influence of workers and unions.


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ACTION AREAS

POLICY

REFORMSPROGRAM RESPONSE

INSTITUTIO-

NAL

MECHANISM

PARTNERSHIPS

IN

GOVERNANCE

TARGET

(Jul.-Dec.

2010)


(as of 21 Sept. 2010)

Review application ofrelevant provisions of the

Labor Code and itsimplementing rules tocompany decisions tooutsource and theapplication of laborstandards to outsourcingproviders

Together with industry players,develop a guide on responsible

outsourcing practices to include:- Compliance with labor s tandards- Observance of due process- Conduct of consultations with

affected workers- Provision of unemployment or

transition benefits includingtraining

- Mutually agreed upon disputesettlement mechanisms

BLR- Conduct of

dialogues withindustries

- Creation ofindustry tripartitecouncils (ITCs)

BWC- Enforcement of

labor standards

NCMB- Dispute settlement

ILS- Documentation of

models orexemplars ofresponsibleoutsourcing inindustries

Voluntary codes onself-regulation focused

on responsibleoutsourcing practices

Industry or firm-baseddispute settlementmechanisms

The following industry tripartitecouncils have been established in the

regions and are tasked to formulateCodes of Good Practices- Broadcast , education (NCR)- Transport, electronics (RO 4A),- BPOs and Medical Tourism (RO 6)- Agri-fishing (RO 12)- Mining CARAGA

MOA signed last September 16, 2010with Joint Foreign Chambers ofCommerce and Industries onPartnerships in Governance.

On the review of the policy onoutsourcing, subcontracting, and onprivate recruitment agencies, and therights and benefits of workers evenunder such employmentarrangements should be safeguardedand enforced by the Regional Office

- Conducted series of consultations,benchmarking with ILO C181.


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5 Work with private and labor sectors to strengthen tripartite cooperation and promoteindustrial peace.DOLEs CORE

MANDATE

LABOR RELATIONS

DECENT WORK

PILLARPILLAR 4: SOCIAL DIALOGUE

MAJOR FINAL

OUTPUTMFO 3:SOCIAL PARTNERSHIP PROMOTION AND DISPUTE RESOLUTION SERVICES

GLOBAL

COMPETITIVENESS

INDICATOR

PILLAR 7: LABOR MARKET EFFICIENCY INDICATORS ON COOPERATION IN LABOR-EMPLOYER

RELATIONS

BASIS FOR

REFORMS

Given the enormous challenges posed by the ever-changing social and economic environment, the

Department of Labor and Employment recognizes the importance of maintaining open communication

between and among the employers groups, workers organizations and government. Tripartism andsocial dialogue has always been the practice in the DOLE in arriving at policies and decisions. The

present situation calls for increasing cooperation to address labor and employment issues with the end in

view of incorporating social dimension alongside with the enhancement of productivity. The DOLE will

reach out to engage non-traditional partners from both labor and management to ensure genuine social

dialogue. This will allow for less government interference and will equip industries to practice self-

regulation as it work towards implementing good labor management policies with the cooperation of labor

groups and workers organization.


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ACTION AREAS


INSTITUTIO-

NAL

MECHANISM

PARTNERSHIPS

IN

GOVERNANCE

TARGET

(Jul.-Dec.

2010)


(as of 21 Sept. 2010)

Ensure inclusive tripartismand social dialogue; promoteindustrial peace

Consultation with socialpartners on the 22-point laborand employment agenda

Expansion of TIPCs and ITCsthru:- Expanding representation of

sectoral representative intripartite bodies

- Tripartite engagement inLSEF (Self-Assessment)

BLR/OSEC

BLR

ROs

As a result of theconsultations, asidefrom traditional

tripartite partners ofDOLE, the followinggroups have initiatedpartnership withDOLE:Employers- Joint Foreign

Chambers ofCommerce andIndustries

- IBM

Held meetings with thesocial partners which includethe following:

- Employers Confederationof the Philippines (ECOP)last July 19, 2010 tostrengthen tripartitecooperation

- Dialogue with Laborleaders and lawyers onAugust 5, 2010 to discusstheir issues and concerns.

- Tripartite Industrial PeaceCouncil (TIPC) onSeptember 2, 2010 to

strengthen tripartitecooperation and promoteindustrial peace.

Gradually move towardsindustry self-regulation

Industry self-regulation thruVoluntary Codes of Good LaborManagement Practices

Creation of ITCs in 7 bigwinners (Agri., Tourism, BPO,Infra, Mining, Mfg. & Logistics,Creative Industries)

NLRC See Agenda 4 (ITCs werealready established in somesectors in various regionsand will develop VoluntaryCodes of Good Practices)

On September 2, the TIPCapproved and adopted

Resolution No. 3-Csupporting the creation,strengthening and/orreactivation of ITCs in priorityindustries and the promotionof Voluntary Code of GoodIndustry Practices


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Reconstitution and expansionof membership in the nationalTIPC

Review of tripartite/sectoralrepresentation in DOLEoffices/attached agencies orGOCCs; crafting of procedure

and criteria for selection bythe newly reconstituted TIPC

BLR

BLR

Gathered new nomineesfrom old labor/employermember-organizations(TUCP, FFW, TUPAS, NCL,PDMP, APL, AFW, AIHRWU,ECOP) old returningfederations (NAFLU, BMP),and other new invitees(KMU, WAR-C). Separate

labor sector meetings havealso been called to discussthe distribution of nomineesamong the allotted 20 seatsto the TIPC.- A draft EO has been

prepared, subject fordiscussion at the TIPC.

Gathered all labor andemployer representation inPhilippine tripartite bodies.Prepared initial list of

possible midnightappointees. A draft TIPCResolution has beenprepared, for inputs by TEC,TIPC, RTIPCs.


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6 Reform labor arbitration and adjudication systems by streamlining procedures, removingred tape, and at the same time, restore integrity and fairness in the system. Ensure that 98%of all pending labor cases are disposed of with quality decisions by April 2011

DOLEs CORE MANDATE LABOR RELATIONS

COMPETITIVENESS

INDICATORPILLAR 1: INSTITUTION

MAJOR FINAL OUTPUT MFO 3:SOCIAL PARTNERSHIP PROMOTION AND DISPUTE RESOLUTION SERVICES

WORLDWIDE

GOVERNANCE

INDICATORGOVERNMENT EFFECTIVENESS

BASIS FOR REFORMS According to the Global Competitiveness Report for 2009-2010, the two most problematic factors for

doing business in the Philippines are corruption and inefficient government bureaucracy. Furthermore,the country ranks very low in the following competitiveness indicators:

Efficiency of legal framework in settling dispute - ranking: 123 Transparency of government policymakingranking: 104

Favoritism in decisions of government officialsranking: 128 Ethical behavior of firmsranking: 116

These rankings have implications in attracting investments into the country and consequently in the

creation of jobs.


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ACTION AREAS


INSTITUTIO-

NAL

MECHANISM

PARTNERSHIPS

IN

GOVERNANCE

TARGET

(Jul.-Dec.

2010)


(as of 21 Sept. 2010)

Increase efficiency, greatlyminimize corruption, andestablish accountability among

DOLE officials/ employees andsocial partners

Institutionalization of a single-entry approach of 30-daymandatory conciliation-

mediation for all labor cases

Institutionalization of Efficiencyand Integrity Boards (EIB) in allDOLE offices and attachedagencies with tripartiterepresentation

Posting of status of labor casesin the DOLE website

All DOLE agencies

TIPCs and all DOLE

agencies to institutemeasures to stopcorruption andinvestigations;recommend actionsto address cloggeddockets and delayin labor justice

All DOLE officesand attachedagencies down tothe regional level

All DOLEagencies tomake transparentDOLEprocedures,processes, andfees.

Employers andworkers groups whoare members of

national and regionalTIPCs

Tripartite decision-making andaccountability

Department Order drafted andwill be published in SeptemberThe single entry approach in all

DOLE offices will be pilot testedin November-December 2010and will be fully implemented in2011.

The draft Department Order onthe creation of Efficiency andIntegrity Board (EIB) wasdisseminated for comments ofDOLE offices.

Administrative Rules andProcedures that will govern the

EIB being drafted. Target date ofcompletion is September 15.

On September 2, the TIPCapproved and adoptedResolution No. 3-C supportingthe creation of a National EIBunder the NTIPC as monitoringand oversight body over thetripartite EIBs to be establishedDOLE-wide.

Status of cases to be posted atwww.dole.gov.phand websitesof NLRC, NCMB, ECC, BLR,BWC and ROs. Made accessibleto the public on September 15,2010 to address transparency,integrity and fairness of thesystem.
http://www.dole.gov.ph/http://www.dole.gov.ph/http://www.dole.gov.ph/


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Implementation of the CitizensCharter in compliance with theAnti-Red Tape Act.

Social partners to givefeedback to DOLE onits service delivery

The Charter is posted in theDOLE website and displayed inelectronic billboards at the mainentrances of DOLE offices tomake it accessible to the people.It contains our streamlined andstandardized procedures andprocesses, including the forms,timeframe, and fees oftransacting business with DOLE

Strengthening integritydevelopment among DOLEofficials and employees

Conduct of Moral RenewalSeminars and ValuesEnhancement Trainings

HRDS and HRunits of ROs andAAs

All DOLEoffices/agencies/EIBs

CSC Conducted Moral RenewalSeminars in August andattended by more than 160officials and employees. Fourbatches scheduled inSeptember. Regional Officesand attached agencies havebeen requested to submit theirrespective reports on similarseminars and trainings that theyhave conducted.

Case Docketing MonitoringSystem (CDMS)

Involvement in implementingthe Tripartite Certificate ofLabor Standards Complianceunder LSEF

Concerned DOLEOffices / Agencies

BLR , otherconcerned DOLEoffices

Case Docketing MonitoringSystem (CDMS) this is afast-track electronic trackingsystem of monitoring casesand e-raffling in pursuit oftransparency. CDMS Phase 1covering BLR cases alreadydeployed and implemented inthe regions effective June2010. While CDMS Phase 2covering cases in other quasi-judicial bodies of DOLEincorporating the e-raffling

feature will be pilot-tested inthe 3rd quarter of 2010 and fullyimplemented in 2011.

Issued TIPC Resolution No. 3-B Recommending Pro-Activeinvolvement in theimplementation of Tripartite

C tifi t f L b St d d


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Industry self-regulation throughVoluntary Codes of GoodPractices

Setting up a criteria forselection and nomination andprocedures

BLR, otherconcerned DOLEOffices



BLR, other

Certificate of Labor StandardsCompliance under the LaborStandards EnforcementFramework.

Issued Memorandum dated 25August 2010, directing allDOLE Regional Offices toassess the priority needs oftheir respective areas anddetermine the appropriateindustries to focus on, and topursue industry self-regulationthrough the development ofVoluntary Codes of GoodPractices

Approved TIPC Resolution No.3-C, Supporting the Creation,Strengthening and/orReactivation of IndustryTripartite Councils in Priority

Industries and the Promotion ofVoluntary Code of GoodIndustry Practices. It is tabledfor discussion at the TEC, TIPCand the RTIPCs forinputs/comments.

Approved TIPC Resolution No.3-D, Providing a Criteria forNomination and Selection ofSectoral Representatives andProcedure for nomination toPhilippine Tripartite Bodies. It is

for comments by the TEC,TIPC, and RTIPCs.


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Zero backlog of EC appealedcases

Likewise, NCMB has disposed38% of its commitments underSPeED 2 project, and 94% ofits commitments has beendisposed in SPeED 1 as ofAugust 31, 2010.


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7Align our countrys labor policies with international treaties and ILO conventions in a soundand realistic manner.DOLEs CORE

MANDATEWORKERS WELFARE AND PROTECTION

DECENT WORK

PILLAR


MAJOR FINAL

OUTPUTMFO 6:SOCIAL PROTECTION AND WELFARE SERVICES

WORLDWIDE

GOVERNANCE

INDICATORREGULATORY QUALITY

BASIS FOR

REFORMSThe Philippines has been cited as one of the few countries in Asia which has ratified the 8 core ILO

conventions9 embodying fundamental principles and rights at work. However, much effort is still

required to make national laws consistent with these ratified conventions and to strengthen its

application in practice. On the other hand, there are conventions to which the Philippines committed to,which may no longer be applicable in the present work environment and which have proven detrimental

to business competitiveness in todays global labor market. There is thus a need to amend the countrys

Labor Code and to prioritize legislation on areas that would operationalize, in a sound and realistic way,

the principles of social dialogue, productivity and competitiveness, and business self-regulation while at

the same time prescribing policy directions on emerging employment arrangements.

9C-29 Forced Labour Convention, 1930; C -87 Freedom of Association and Protection of the Right to Organ ise Convention, 1949; C-98 Right to Organise and Collective Bargaining Convention, 1949; C-100 Equal Remuneration

Convention, 1951; C-105 Abolition of Forced Labour Convention, 1957; C-111 Discrimination (Employment and Occupation) Convention, 1958; C-138 Minimum Age Convention, 1973; C-182 Worst Forms of Child LabourConvention, 1999

ACTION AREAS


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ACTION AREAS


INSTITUTIO-

NAL

MECHANISM

PARTNERSHIPS

IN

GOVERNANCE

TARGET

(Jul.-Dec.

2010)


(as of 21 Sept. 2010)

Amendments to Book V ofthe Labor Code

Conduct of tripartiteconsultations on proposedamendments that cover:

Arts. 234 (c), 264 (a), 269, 272(b), 237 (a), and 270.

BLR

Conduct ofconsultations

DLLO

Coordination withthe Committee onLabor in bothHouses ofCongress

Tripartite consensuson proposedamendments

Ratification of theMaritime LaborConvention (MLC)

Conduct of tripartiteconsultations particularly withthe stakeholders in the maritimeindustry towards ratification

BLR and POEA


ILAB

Coordination fortechnical supportfrom the ILO inthe process ofratification

ILS

Research on theworkingconditions ofdomesticseafarers


Presented the results of the study lastSeptember 8 at the ILS StrategicConversation (forum on researchpapers)

Clarification of policies onflexible workarrangements that are notcovered by the LaborCode

Conduct of tripartiteconsultations

BLR, BLE, BWCConduct of

consultations

ILS

Research on theprevalence offlexible work in


Cooperation inestablishing voluntarycodes of code practicein flexible work

Presented the results of the study onflexibility and security at workcompleted to DOLE and social partnerslast September 7.

specific sectors of arrangements


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pthe Philippinelabor market andthe issues raisedby workers andbusinesses

g

Review policy ondeclaring non-workingholidays and its effect on

productivity andcompetitiveness

Conduct of tripartiteconsultations

BLR, BWC


NWPC

Research oneffect of non-working holidayson wages andproductivity



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8 Work with relevant government agencies in enhancing social protection programs such associal security, workmens compensation, health insurance and housing for laid off workerswhile strengthening the Emergency Community Employment Program (ECEP) to create jobs

that provide income to families.

DOLES CORE

MANDATE

WORKERS WELFARE AND PROTECTION

EMPLOYMENT FACILITATION

DECENT WORK

PILLARPILLAR 3: SOCIAL PROTECTION

MAJOR FINAL

OUTPUT

MFO 1: JOB SEARCH ASSISTANCE SERVICES

MFO 6:SOCIAL PROTECTION AND WELFARE SERVICES

GLOBAL

COMPETITIVE-

NESS INDICATOR

PILLAR 1: INSTITUTIONS

BASIS FOR

REFORMS

Under the decent work framework social protection as one of the strategic objectives, entails that safe workplaces

should be ensured and workers health, livelihoods and pensions should be safeguarded. There should be provisionsfor workers and their families for adequate financial and other protection in the event of health and other

contingencies; it also recognizes workers' need to limit insecurity associated with the possible loss of work and

livelihood. However, the Philippine Labor Index shows that there is low and declining social security coverage, as

well as low public expenditure for social security. There is also an observed decline in the share of workers covered by

social security schemes to total employed and self-employed. From an already meager share of 34.32 percent in 2001,

the share of workers covered by social security schemes further went down to an average of 30.8 percent in 2005.

It is acknowledged that wage is a form of social protection. It is aimed at protecting the working poor against

vulnerabilities and sudden income shocks. However, while the policy intent of RA 6727 or the Wage Rationalization

Act is to afford protection to the most vulnerable workers, independent research studies and those done by the NWPC

show that there are indications that minimum wage setting is resulting to different unintended outcomes, exposing

its target beneficiaries to greater risks and vulnerability. These unintended outcomes include inflation,unemployment, informality, weak collective bargaining, distortions in pay systems, widespread atypical work

arrangements, involuntary non-compliance, and reduced incentive to adopt pay-for-performance schemes. All these

outcomes either create new or aggravate existing labor market problems. It excludes the 700,000 establishments

with less than 10 workers constitute about 1.6 million workers which the law originally intends to protect because

they are actually the most vulnerable.

Furthermore, there is a need to provide income augmentation schemes to reduce, if not eliminate, vulnerabilities of

workers by expanding opportunities for work.

ACTION AREAS


40/72


INSTITUTIO-

NAL

MECHANISM

PARTNERSHIPS

IN

GOVERNANCE

TARGET

(Jul.-Dec.

2010)


(as of 21 Sept. 2010)

Expansion/ enhancementof social protection

Social security, health insurance,housing programs andunemployment insurance

SSS, PhilHealth,Pag-ibig- Provision of

expandedbenefits andcoverageincludingunemploymentinsurance

BWC- Enforcement of

standards

Employers groups

Local and foreign

chambers ofcommerce andindustry

Labor federations/organizations

Government financialinstitutions

On Enforcement Standards

- Collaborative work with DENR-EMB,

DTI, DOE and DOH is ongoing- Project LEAP will cover violations of

employers on social welfare benefits

Strengthening jobgeneration/income

augmentation schemesparticularly in the ruralareas

Implement EmergencyEmployment Program in

partnership with other nationalgovernment agencies

BLE, BWSC, PS National GovernmentAgencies, GOCCs, GFIs

LGUs (PESOs)

Ongoing coordination of DOLE ROswith LGUs (PESOs), to look at the

labor component of infrastructureprojects and will ensure mandatorycompliance with the provisions of RA6685 in the implementation ofinfrastructure projects/communityemployment schemes out of at least50% of the unskilled and 30% of theskilled requirements locally.

Created Inter-Agency TechnicalWorking Group on GovernmentsEmergency Employment forInfrastructure and Non-Infrastructure

Programs / Projects

- Held two (2) meetings and wereattended by the representatives ofPMS, ILO, DPWH, DILG, NEDA,DSWD, DAR, DOTC, DOLE-BLE,DOLE-PS, DOLE-ILS and TESDA.

Inter-Agency Memorandum Circular onth G id li d I tit ti l


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the Guidelines and InstitutionalFramework of the GovernmentsEmergency Employment Program forfinalization.

Forged MOAs with 24 medicalinstitutions in 11 regions nationwide.

- Katulong at Gabay ng

Manggagawang MayKapansanan (KaGaBay)

- Rehabilitation Servicesprogram

ECC Enrolled 18 ODWs in vocational /technical and entrepreneurship skillstraining under the KaGaBay program.Likewise, 3 home visits wereconducted to monitor the status oflivelihood business of ODWs.

Rehabilitation services include thefollowing:

- 15 QRT visits- 77 ODWs assisted in the release of

EC benefits-

15 ODWs provided with physicaltherapy and rehabilitationappliances

Limiting the unintendedoutcomes of current wagesystems

Two-tiered wage system (wagefloor and productivity- based pay)

NWPC

Development ofconceptualframework andguidelines;conduct oftechnical studies;conduct ofsectoral

consultations

RTWPBs

Implementation ofnew wage system

Local and foreignchambers ofcommerce andindustry

Labor federations/organizations

TripartiteResolution onthe two-tieredwage systemdrafted and iscurrently fortechnicalreview.

Implemented policy reforms onminimum wage fixing that centers ontwo-tiered wage system consisting offloor or living wage for the mostvulnerable workers andproductivity-based wages for wages above thefloor. Through this approach whichtightens the link between wages andproductivity, it is envisioned that there

will be minimal distortions, inflationaryshocks would be reduced, the designof complementary pay structures basedon performance will be encouragedand collective bargaining will flourish.


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9Review the continued deployment of workers to countries, which are high-and medium-riskareas, and the continued deployment of workers in high-risk occupations.DOLES CORE

MANDATEWORKERS WELFARE AND PROTECTION

DECENT WORK

PILLAR



MAJOR FINAL


WORLDWIDE

GOVERNANCE

INDICATOR

REGULATORY QUALITY

BASIS FOR

REFORMS Studies and reports from the POEA and overseas labor offices abroad show that low-skilled migrantworkers particularly those working in private households in high risk areas are vulnerable to abuse and

exploitation. In 2006 and 2007, a package of reforms was introduced to establish higher labor standards

for migrant domestic workers resulting to reduction in their deployment. However, there is again an

upsurge in deployment figures in 2009 making it imperative to reviews policies and programmes on

deployment of workers.

ACTION AREAS


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POLICY


INSTITUTIO-

NAL

MECHANISM

PARTNERSHIPS

IN

GOVERNANCE

TARGET

(Jul.-Dec.

2010)


(as of 21 Sept. 2010)

Expansion ofprotection measures formigrant workers thru

the full implementationof RA 10022

Implementation of acomprehensive program ofprevention, protection, and

reintegration services for migrantworkers.

POEAimproved pre-departure

services

PhilippineOverseas LaborOfficesexpanded on-siteservices

NLRC/POEAfaster caseresolutionservices

OWWA/NRCOholisticreintegrationservices

Other governmentagencies concernedwith migrant workers

fulfill their respectivetasks under RA 10022

Migrant workersassociations and non-governmentorganizations socialservices including,psychosocialcounseling, legalassistance, andmedical services

Repatriation ofdistressed andoverstaying

OFWs

OFWs staying in POLOs have beenrepatriated, as follows:

Jeddah 698Kuwait 213Bahrain 38Malaysia 51Dubai 89Abu Dhabi 38Libya 53Jordan 38

Decrease deploymentof low-skilled workersin work prone to abuseand exploitation

Strict implementation of ReformPackage for Household serviceworkers

POEA ensurethat deploymentrequirements arestrictly compliedwith

POLOs

expedite on-siteservices forHSWs

OWWA/NRCO -providereintegration(personal,

DFA facilitateimmediate repatriationof returning HSWs

Migrant workers

associations and non-governmentorganizations socialservices including,psychosocialcounseling, legalassistance, andmedical services

Assessment of the HSW reformpackage conducted by ILS

POEA submitted draft action plan forharmonization with BWC Report tobe submitted by September

community, andeconomic)


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economic)services for theHSW

Create an efficient one-stop for processing applications for overseas work and seeking redress


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10

Create an efficient one-stop for processing applications for overseas work and seeking redress

for grievances

DOLES CORE

MANDATE


DECENT WORK

PILLAR



MAJOR FINAL


WORLDWIDE

GOVERNANCE

INDICATORGOVERNMENT EFFECTIVENESS

BASIS FOR REFORMS The Philippines is one of the worlds leading sources for skilled and unskilled workers with up to nine million

people, about 10% of the population, living and working in 140 countries.10 In 2009, 1,442, 586 Filipinos left the

Philippines to work overseas.11 With the growing number of Filipinos being deployed to work overseas, it isimportant that they are provided with venues for their grievances.

10 2009 Stock estimate of Filipinos Overseas

11 www.poea.gov.ph

ACTION AREAS


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INSTITUTIO-

NAL

MECHANISM

PARTNERSHIPS

IN

GOVERNANCE

TARGET

(Jul.-Dec.

2010)


(as of 21 Sept. 2010)

Establishment of OWWA-NRCO Reintegration Centers orPESO

Develop one-stop centers thatcan be used to help Filipinos find

jobs in both the domestic andinternational scene

OWWA NRCO Partnership with UNOrganizations through

the JP on Youth,Employment andMigration

Established 559 Help Desks from 2004-2009 of which 457 are Active Help

Desks; and newly-established HelpDesks in 2010.

Expansion of grievancemechanisms for OFWs

24/7 Hotlines for OFWs inpartnership withtelecommunication companies

Presence of migrant workersdesk in different destinations

OWWA, POEA,ILAB, POLO

Bilateral LaborAgreements with hostcountries


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11

Audit the Overseas Workers Welfare Administration to rationalize the management of its

funds, in terms of the benefits provided as well as how the funds are invested

DOLES CORE

MANDATE

GENERAL ADMINISTRATION


DECENT WORK

PILLARPILLAR 3: SOCIAL PROTECTION

MAJOR FINAL


WORLDWIDE

GOVERNANCE

INDICATOR

CONTROL OF CORRUPTION

GLOBAL

COMPETITIVENESSINDICATOR


BASIS FOR REFORMS The mandatory contribution of $25 of foreign employers, land-based and sea-based workers needs to be

subjected to internal control policies by the board of trustees and pre-audit procedures of COA to avoid

repeated allegations of mismanagement and misuse. This will ensure that OWWA funds that every

centavo spent is for a purpose authorized under OWWAs mandate.12

12 www.owwa.gov.ph. Safeguards assure OWWA fund cannot be diverted for election purposes

ACTION AREAS


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INSTITUTIO-

NAL

MECHANISM

PARTNERSHIPS

IN

GOVERNANCE

TARGET

(Jul.-Dec.

2010)


(as of 21 Sept. 2010)

Strengthening of internal

control policies

Ensure that the board of trustees

is a multi-sectoral group that willwork towards the protection of theinterests of their respectivegroups

OWWA COA

NGOs

Preliminary meeting with actuaryconducted

Establishing mechanismsdirected at improving fundmanagement

As stated in Article VI of theOMNIBUS POLICIES, OWWAshall ensure that all investmentsinstruments are periodicallyinventoried, kept at a governmentbank under a custodianshipagreement.

OWWA COANGOs


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12 Work with the DFA to transform Philippine embassies, consular offices and POLOs into centers of

care and service for overseas workers by assigning more foreign service officers to posts where there

are many OFWs and train them in the needs of the communities they serve

DOLES COREMANDATE


DECENT WORK

PILLAR



GLOBAL

COMPETITIVEN

ESS PILLAR


WORLWIDE

GOVERNANCE

INDICATOR


BASIS FOR

REFORMS

To adopt a more holistic approach in ensuring the welfare and protection for OFWs; improve quality of services to

OFWs; facilitating cultural adjustments

ACTION AREAS


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POLICY


INSTITUTIO-

NAL

MECHANISM

PARTNERSHIPS

IN

GOVERNANCE

TARGET

(Jul.-Dec.

2010)


(as of 21 Sept. 2010)

Strengthening/expansion of onsiteprotection measures forOFWs

Establishment of MWOFRC per RA10022 (Rule X.D. Establishment ofMWOFRC)

Transformation of posts into centersof care (indicated by new work plansof posts which includes post-arrivalseminars; financial literacy trainingand other core-seminars; counselingservices; cultural assimilation)

OWWA, ILAB andPOLO (under countryteam approach)

DFA

NGOs

IOM


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13Invest in the formal and regular skills training and upgrading of our service worker with TESDA and

utilize returning OFWs to conduct trainings so that they may transfer skills learned abroad

DOLES COREMANDATE


DECENT WORK

PILLAR



GLOBAL

COMPETITIVEN

ESS PILLAR


BASIS FOR

REFORMS

Workers need to develop new skills or upgrade their skills as a response to the ever-changing economy. Skills are

key to a better job and a better life. However, those who need them are often times those that cant afford it.

Through government intervention and industry support, skills training and upgrading for service workers will be

accessible to all.

As previously mentioned, the nature of temporary migrant workers overseas employment will lead to return

migration. In order to address the personal and economic concerns that return migration could create, a responsive

reintegration program that would provide the skills to find decent jobs within the country, allow them the option to

become entrepreneurs, or seek employment abroad, is necessary. Engaging returning migrants, asfacilitators/trainers, will allow for a timely and up-to-date skills training and upgrading.

ACTION AREAS


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POLICY


INSTITUTIO-

NAL

MECHANISM

PARTNERSHIPS

IN

GOVERNANCE

TARGET

(Jul.-Dec.

2010)


(as of 21 Sept. 2010)

Advocate for tech-voceducation for serviceworkers

Expand coverage for tech-voctrainings and scholarshipsparticularly on skills and occupationsrequired by seven growth areas

TESDA with DepEdand CHED

Integration of tech-voc in basiceducation up to thetertiary level

Reactivation ofindustry boards totighten industry andacademe linkages forskills development inpriority sectors

Strengtheningreintegration of OFWs

Reintegration Program

A program for the member-OFWseconomic and social reintegrationthrough business counseling,community organizing, financialliteracy seminars, networking withsupport institutions, socialpreparation programs and

livelihood loans.

OWWA, NRCO Industry partners

NGOs

ProfessionalOrganizations

Granted 2,556 scholarship tomember-OFWs under the Skills-for-Employment ScholarshipProgram (SESP)

Fully implement the Anti-Trafficking in Persons Act of 2003 Pursue and prosecute those engaging in


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14

Fully implement the Anti-Trafficking in Persons Act of 2003. Pursue and prosecute those engaging in

illegal and predatory activities, including fixers, scammers and especially traffickers that target

women and children.

DOLES COREMANDATE


DECENT WORK

PILLAR




WORLDWIDE

GOVERNANCEINDICATOR

RULE OF LAW

BASIS FOR

REFORMS

The US DOL report classified the Philippines in the Tier 2Watch List category for two 2009 and 2010 now.

Being in this category means that the Philippine government does not fully comply with the minimum standards

for the elimination of trafficking, however, it is making significant efforts to do so. Being in Tier 2 for two

consecutive years makes the Philippines a candidate to Tier 3 in the 2011 report. Countries in this tier are subject

to potential non-humanitarian and non-trade sanctions.With the objective of being removed from the Tier 2 Watch

List, the DOLE has formulated a comprehensive response on prevention, protection, prosecution, and reintegration

for migrant workers. International organizations as well as the strong network of partners against trafficking in

the country, including non-government organizations, are part of the concerted effort to prevent trafficking in

persons and provide services to trafficked migrant workers.


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Assists OFWs in achieving financial stability through training, investment and savings program.


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15

Assists OFWs in achieving financial stability through training, investment and savings program.

DOLES COREMANDATE

EMPLOYMENT FACILITATION

DECENT WORK

PILLAR



WORLDWIDE

GOVERNANCE

INDICATOR


BASIS FOR

REFORMS

In 2009 remittances of Overseas Filipino Workers reached USD 17,348,052, however harnessing these remittances for

development remains a serious concern. In 2004 an ADB study cited that bulk of the remittances of OFWs was utilized for

consumption. In 2006, the ILS study on Remittances for Investments: The Case of the Philippines stressed that

remittances are being used to meet the familys basic including food, shelter, clothing, health, and education. With little

surplus income, OFWs find difficulty in engaging in productive investments such as involvement in the money market,

business projects and entrepreneurial undertakings. Based on the study, OFWs are willing to invest but there are certain

considerations that have to be met before they do. According to the study, one of the challenges that need to be addressedis the low consciousness on the importance of savings and investment.

ACTION AREAS

POLICYINSTITUTIO- PARTNERSHIPS TARGET

ACCOMPLISHMENT


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POLICY

REFORMSPROGRAM RESPONSE NAL

MECHANISM

IN

GOVERNANCE

(Jul.-Dec.

2010)


(as of 21 Sept. 2010)

Reintegration of returningOFWs into productiveoptions such as entry tohighly technical jobs,

livelihood andentrepreneurialdevelopment, better wageemployment andinvestment of savings

RA 10022 (Rule X.C. Establishmentof NRC

NRCO

Provide amechanism forreintegration of

returning OFWs

OWWA and POEA

Formulate aprogram tomotivate migrantworkers to plan forproductive options

TESDA, TLRC andother governmentagencies involvedin training

Give priority toreturnees who hadbeen employed asdomestic helpersor entertainers.

LGUs

OFW Family Circles

(livelihood and self-

employment activities)

GFIs (financial and

investment portfolio

DTI (advise on

investments)

OWWA has conducted 84Financial Literacy Seminars(FLS) with 3,682 participantsin 17 regions nationwide

It likewise conducted 74 FLSwith 2,640 participants inoverseas posts.

Address the social costs of migration by working closely with communities and families of


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16

g y g y

OFWs to provide effective social welfare services such as counseling and pre-departure

orientation seminars. Support the creation or strengthening of community-based support

groups for families of OFWs

DOLES CORE

MANDATE


DECENT WORK

PILLAR



GLOBAL

COMPETITIVE

NESS PILLAR

PILLAR 1: INSTITUTION

WORLDWIDE

GOVERNANCE

INDICATOR


BASIS FOR

REFORMS

According to NRCO, one of the primary reasons why the Philippine Government implements a

reintegration program is to mitigate the social cost of migration. As overseas employment brings economic

benefits to the Filipino family and the country, it also causes certain social strains. Economic benefits come

with a steep pricethe separation of family members, which in many instances, lead to estrangement

among family members, or worse, to family disintegration.

ACTION AREAS


INSTITUTIO-

NAL

PARTNERSHIPS

IN

TARGET

(J l D BUDGETACCOMPLISHMENT


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POLICY REFORMS PROGRAM RESPONSE NAL

MECHANISM

IN

GOVERNANCE

(Jul.-Dec.

2010)


(as of 21 Sept. 2010)

Strengthen/Expansion of protectionmeasures for OFWs

Redesign PDOS

Conduct of PEOs

Faster processing time of OFW

and employment related

documents (POEA)

Issuance of Deployment

Clearance by the POEA

Governing Body on countries

certified by the DFA per RA

10022 (POEA)

Creation of overseas one-stop

shops at provincial levels

OWWA, POEA withDFA

LGUs

NGOs

DSWD Social Support

Groups

OWWA has organized 2,845 OFWsFamily Circles (OFCs) which are asfollows:

- 24 new OFCs in 2010- 3 women organizations- 20 youth organizations- 69 OFCs with mixed membership

Improve the seafarers upgrading program, credit/loaning program , self-insurance coverage


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17program, which includes life insurance, burial, disability and dismemberment benefits and

reintegration program

DOLES CORE

MANDATE


EMPLOYMENT FACILITATIONMAINTENANCE OF INDUSTRIAL PEACE

DECENT WORK

PILLAR




MFO 6:SOCIAL PROTECTION AND WELFARE SERVICES/MFO 1: JOB SEARCH ASSISTANCE SERVICES

WORLWIDE

GOVERNANCE

INDICATOR


REGULATORY QUALITY

BASIS FOR

REFORMS

The Philippines is considered as the biggest supplier of maritime manpower in the industry. In 2008, a total

of 1,236,013 sea-based Overseas Filipino Workers were deployed. This number ballooned to 1,422,586 in

2009.13 Majority of Filipino seafarers opt to work abroad because of higher wages and better social

protection mechanisms. Domestic seafarers often shoulder their training costs which hinder them from

being promoted and entice them to find employment outside of the country. However, without these

upgrading courses, the positions that they can qualify for will be limited to lower positions should they

decide to work overseas.

There is also a need to ensure that assistance will be provided to seafarers as they process monetary claims

in case of death and personal injury. The availability of credit and loan programs all over the country willbe beneficial as they recover from injuries or when they decide to venture into productive options upon

return to the country.

13 Current Labor Statistics. April 2010


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reintegration of returningSea-based OFWs

1002 which shall provide amechanism for their reintegrationinto the Philippine society, serveas a promotion house for their

NRCO

TESDA

LGUs

DTI


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plocal employment, and tap theirskills and potentials for nationaldevelopment.

POEA

Complete a global trading master plan that aims to establish worldwide trading posts that rely

h l b k l d d i l i i f Fili i k (OFW )


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18on the labor, knowledge and entrepreneurial spirit of overseas Filipino workers (OFWs)

DOLES COREMANDATE

EMPLOYMENT FACILITATIONWORKERS WELFARE AND PROTECTION

DECENT WORK

PILLAR



MFO 6:SOCIAL PROTECTION AND WELFARE SERVICES/MFO 1: JOB SEARCH ASSISTANCE SERVICES

WORLDWIDE

GOVERNANCE

INDICATOR


BASIS FOR

REFORMS

The countrys experience on facilitating the outflow of workers for overseas jobs has proven to have a

substantial effect not only on the development of families left behind but also on national development.

However, while OFW remittances have been credited for keeping the economy afloat in the past 10 years,

sending workers abroad should not be treated as the sole option for Filipino workers to attain better lives

and for the country to enhance development. The current thrust is to prepare OFWs for effective

reintegration into their communities by motivating them to engage in productive activities so that overseas

employment no longer becomes the only recourse but just among the options they may take. Reintegration

policies and services should thus enhance the OFWs entrepreneurial spirit so that monies earned overseas

may be used for productive and sustainable purposes.

ACTION AREAS

POLICYINSTITUTIO- PARTNERSHIPS TARGET

ACCOMPLISHMENT


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POLICY


MECHANISM

IN

GOVERNANCE

(Jul.-Dec.

2010)


(as of 21 Sept. 2010)

Full implementation ofSections 14-16 of the IRRof RA 10022 on NRCO,

its functions and thedevelopment of aprogram on motivatingmigrant workers to planfor productive options tooverseas work

Establishment of a Migrant-Entrepreneur Programme thatoffers the following services for both

on-site OFWs and those returningfrom overseas work:- Assessment of capacity for

entrepreneurship- Trainings on basic business

competencies such asaccounting, sales and marketing,inventory, and branding

- Training or upgrading of skills thatare relevant to the businessundertaking of the migrant-entrepreneur

- Clustering of migrant-

entrepreneurs with relatedproducts or services for bettercompetitiveness in both the globaland local market and sharing oftechnology or knowhow

- Finance and loan facilities forbusiness upgrading/expansion

- Marketing roadshows at overseasposts

OWWA-NRCO- Entrepreneurship

capacity-building

among OFWs andtheir families asreintegrationservice

- Coordination withDTI foridentification ofindustries orsectors with globalmarket niches

ILAB, POLOs- Entrepreneurship

capacity-buildingamong OFWs ason-site service

- Coordination withtrade attaches forsetting up oftrading posts

TESDA

Skills training orupgrading forOFWs and theirfamilies as support

to entrepreneur-rialundertakings

ILS

Research towarddocumentation ofproductive use of

Coordination with localbusinessleaders/chambers for

clustering of productsor services

Coordination withfinancial institutions

Coordination withmultinationalcorporations under abig brother-smallbrother arrangement

Coordination migrant

NGOs onsite and inlocal communities

Ongoing review of its rules andprocedures on the accreditationand monitoring of training centers

and issuance of STCWCertificates. (MTC)

ACTION AREAS

POLICY


INSTITUTIO-

NAL

PARTNERSHIPS

IN

TARGET

(Jul.-Dec. BUDGETACCOMPLISHMENT

(as of 21 Sept 2010)


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REFORMSMECHANISM GOVERNANCE 2010)

(as of 21 Sept. 2010)

migrantremittancesfocused onentrepreneurial

activities

Facilitate the reintegration of returning OFWs by favorable terms of investments, tax incentives,

access to government financial institutions, and other benefits that are offered to foreign investors


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19access to government financial institutions, and other benefits that are offered to foreign investors

DECENT WORKPILLAR


DOING

BUSINESS

INDICATORS

STARTING A BUSINESS

GLOBAL

COMPETITIVEN

ESS INDICATOR

PILLAR 8: FINANCIAL MARKET SOPHISTICATION


BASIS FOR

REFORMS

In 2008, the stock estimate of temporary Filipino migrant workers is 3,626,259. The temporary nature of their

overseas employment status points to the inevitability of return migration, which needs to be confronted as it

poses adjustment problems for both the migrant returnees and their families. Such problems could only be

managed by implementing an effective reintegration program directed to address the personal and economic

reintegration issues of returning migrants.

ACTION AREAS

INSTITUTIO- PARTNERSHIPS TARGETACCOMPLISHMENT


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POLICY REFORMS PROGRAM RESPONSE NAL

MECHANISM

IN

GOVERNANCE

(Jul.-Dec.

2010)


(as of 21 Sept. 2010)

Strengthening reintegrationof returning OFWs

Reintegration Program per RA

10022 (OWWA, NRCO, TESDA,

POEA)

New work plans of Posts submitted

and implemented for the 2nd half

2010 (to include post-arrival

seminars; financial literacy training

and other core-seminars; counseling

services; cultural assimilation)

OWWA, NRCO,TESDA, POEA

LGUs

FWs Family Circles

(livelihood and self-

employment activities)

GFIs (financial and

investment portfolio)

DTI (advise on

investments)

Bankers Association

of the Philippines,

SSS, Pag-IBIG,

HUDCC

Intensified the ongoingimplementation of the followingprograms:

- ComprehensiveReintegration Programredesigned the program inaccordance with RA 10022 &IRR.

- Anti-illegal Recruitment(AIR) campaign at thecommunity levelredesigned the program inaccordance with RA 10022 &IRR.

Conducted 7 Anti-illegalRecruitment Campaign(AIR)seminars for PESOmanagers, barangayofficials and lawenforcers; 20surveillance operationsand established AIR TaskForces in Clark, Cebuand Zamboanga;

Conducted 16 PreDeparture OrientationSeminars (PEOS) -Rights-based PEOS,PEOS on Wheels andPEOS on Air

Regularly package and disseminate information on agency budgets, bidding and procurement

documents and SALNs of senior government officials, to ensure transparency and accountability


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20documents and SALNs of senior government officials, to ensure transparency and accountability

DOLES CORE

MANDATE


GLOBAL

COMPETITIVEN

ESS INDICATOR


WORLDWIDE

GOVERNANCE

INDICATOR

CONTROL OF CORRUPTION

BASIS FORREFORMS

The call of the current administration for increased transparency and accountability requires that governmentofficials must periodically and honestly accomplish the SALN. This will be coupled with information about agency

spending: who gets how much money, performance information about contractors, lobbying information about

contractors, and audits of grant/contract recipients.

Together, this will increase the integrity and confidence of the citizens in government.

ACTION AREAS

INSTITUTIO PARTNERSHIPS TARGET


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INSTITUTIO-

NAL

MECHANISM

PARTNERSHIPS

IN

GOVERNANCE

TARGET

(Jul.-Dec.

2010)


(as of 21 Sept. 2010)

Ensure transparency throughdissemination of SALNs

Review of procurement-related activities

Posting of consolidated (DOLEOffices, Bureaus, ROs and AAs)

Inventory of Assets, GovernmentBank Accounts, Fees Charged andOther Potential Sources ofFunds/Income

Posting of Invitation toBid/Supplemental Bid Bulletinincluding bidding results

Invitation of Outside ObserversCommission on Audit (COA),Procurement Watch, PhilippineChamber of Commerce, Inc. (PCCI),and Sole and Exclusive NegotiatingAgent (SENA)

Reconstitution of the Bids andAwards Committee (BAC) into aSingle BAC.

Reactivation of BAC in all ROs.

AS, FMS

BAC of CO/AS

ROs and AAs

FMS, AS

FMS, ROS

COA

DBM

Memo informing officials to post theirnet worth in the DOLE Website

based on their SALNs wasdisseminated on September 3.Actual posting will start onSeptember 6.

Continuing

Continuing

Reconstituted in August 2010through AO No. 247-A dated August9, 2010 issued on August 20, 2010.

Reactivation started in August 2010

Ensure that the DOLE and its attached agencies are streamlined and rationalized to have clear-cut

and distinct mandates and that qualification standards, especially on eligibility, will be strictly


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21q p y g y y

followed.

DOLES CORE

MANDATE


GLOBAL

COMPETITIVEN

ESS INDICATOR


WORLDWIDE

GOVERNANCE

INDICATOR


BASIS FORREFORMS

The mandate of Republic Act 9206, as reenacted, authorizing the President to direct changes in the organizationalunits or key positions in any agency; require the executive branch to conduct comprehensive review of its

mandates, missions and operations; and implement structural and functional adjustments to improve the delivery

of government services.

ACTION AREAS

POLICYPROGRAM RESPONSE

INSTITUTIO-

NAL

PARTNERSHIPS

IN

TARGET

(Jul -Dec BUDGETACCOMPLISHMENT


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MECHANISM

IN

GOVERNANCE

(Jul.-Dec.

2010)

BUDGET(as of 21 Sept. 2010)

Streamlining ofProcedures

Continuous monitoring and updatingof the implementation of the CitizensCharter and its Citizens Feedback

Mechanism in CO, ROs, AAs andPOLOs.

Updating of Inventory of Processes(Frontline and Support Services)

Consolidating and posting ofInventory of Assets, GovernmentBank Accounts, Fees Charged, andOther Potential Sources of Funds

Conduct of screening process for 3rdlevel positions.

Strict compliance with CES eligibilityrequirements for non-CESOs

FMS and Anti-RedTape Act (ARTA)Champions/

Alternates in ROsandAAs

All offices

HRDS

CSC Consolidation ofreport from DOLEROS on the

status ofimplementation ofthe CitizensCharter

Continuing issuance ofMemorandum to all DOLE ROsdirecting the submission of

implementation status.

Inventory on-going

The DOLE Search Committeeconducted screening deliberationon September 8 for the existing 193rd level vacant positions and forpositions currently occupied byNon-CESOs.

Prior to this, memo issued to alloffices to have the profile anddocumentary requirements of 3rdlevel non-CESOs and thoseholders of Sg 24-26 interested in3rd level positions be submitted toHRDS and clients.

HRDS conducted a refreshercourse on subjects that maypossibly be covered in MATB(e.g., leadership andmanagement, financial analysis,data interpretation, and readingcomprehension)

Work with the CSC to ensure that performances of government agencies and civil servants will be

evaluated rationally and systematically through an effective and measurable performance

t t t b d b th CSC h di tl li ki th CSC P f


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22management system to be approved by the CSC such as directly linking the CSC Performance

Management System-Office Performance Evaluation System (PMS-OPES) with the DBM

Organizational Performance Indicator Framework (OPIF) to ensure the accountability of government

agencies and officials

DOLES COREMANDATE


GLOBAL

COMPETITIVEN

ESS INDICATOR


WORLDWIDE

GOVERNANCE

INDICATOR


BASIS FOR

REFORMS

The PMS-OPES will address the accountability concern in government agencies by measuring the collective

performance of an office focusing on the outputs of the employees. It also uses a standard unit of measure,

therefore allowing comparison across offices or function and applies to the smallest output-producing units such

as divisions or sections.

The PMS-OPES addresses the demand to produce tangible results, sets uniform standards for common outputs

and allows management to look at relative efficiencies of units.

ACTION AREAS

POLICY


INSTITUTIO-

NAL

PARTNERSHIPS

IN

TARGET

(Jul.-Dec. BUDGETACCOMPLISHMENT

( f 21 S t 2010)


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REFORMSMECHANISM GOVERNANCE

(

2010)(as of 21 Sept. 2010)

Full Implementation ofPMS - OPES

Orientation on CSCs PMS OPES

Facilitators Training

Documentation in preparation for the2011 full implementation

HRDSHRDSAll Offices

HRDS

Orientation for all officials heldduring the DOLE MYPA andCorplanning Exercise

Training for the HRMOs and ChiefAdministrative Officers of DOLEoffices to be conducted during theConsultation-Workshop on PMS-OPES and HRD Programs inSupport of the 22-Point Agendaon September 14-16.

President's 22-Point Agenda on Labor and Employment

Documents

Transcript of President's 22-Point Agenda on Labor and Employment