ORGANIZATIONAL OUTCOME: Employability of workers - DOLE

1. ensure sustainable outcomes, better service delivery and better management.

To carry out the Department’s Organizational Outcomes, it commits to deliver its services through the following Priority Programs and Projects for its clientele:

Sub-Program 2:

Job Search

Assistance

Sub-Program 1:

Youth Employability

• Special Program for the Employment of Students (SPES)

• JobStart Philippines Program (JobStart)

Public Employment Services (PES)

o Labor Market Information (LMI)

Employment Facilitation

Program

ORGANIZATIONAL OUTCOME: Employability of workers

and competitiveness of MSMEs enhanced

2

Eligibility

Coverage Requirements

✓ Poor-but-deserving

students ✓ Out-of-school youth ✓ Dependents of

displaced or would-be-displaced workers

✓ With passing grade in last year/term attended ✓ With his/her and parents’ combined after-tax income not exceeding the

latest annual regional poverty threshold level for a family of six as determined by National Economic Development Authority (NEDA)

✓ Accomplished application form ✓ Copy birth certificate or any documentary proof of date of birth ✓ Record from the school registrar regarding last enrolment with average

passing grade or Form 138 ✓ Copy of parent’s certificate of tax exemption from the Bureau of Internal

Revenue (BIR) ✓ For OSY: Certificate of good moral character issued by the authorized

barangay official in the OSY’s residence

Special Program for the Employment of Students (SPES) Bureau of Local Employment / DOLE Regional Offices

Special Program for the

Employment of Students (SPES) is an employment bridging program which aims to provide temporary employment to poor students and out-of-school youth and dependents of displaced or would-be displaced workers during summer and/or Christmas vacation to augment the family’s income and to help ensure that beneficiaries are able to pursue their education. The period of employment shall be from twenty (20) to seventy-eight (78) working days except during Christmas vacation,

employment shall be from ten (10) to fifteen (15) days. LGUs may assume 100% share in the salary of beneficiaries with the approval of DOLE to ensure compliance with rules. For low income LGUs, DOLE may shoulder a higher percentage share in the salary based on schemes.

3

Accomplishment (youth beneficiaries assisted)

Year Target Accomplishment Budget (‘000)

Actual % Allocation Utilization

2018 157,690 157,829 (as of June)

100 ₱708,778 ₱491,454

2017 203,470 195,380 96 ₱866,100

₱738,888

2016 203,000 229,674 103 ₱814,963 ₱671,088

Note: FYs 2016 and 2017 Budgets are based on Current and Continuing Funds

4

Eligibility


✓ At-risk youth or youth (18-24

years old)

✓ At least high school graduate ✓ With less than one (1) year or no work experience ✓ Not currently working or enrolled in school or training ✓ Birth certificate issued by the Philippine Statistics Authority

(PSA) Diploma and/or transcript of records




2018 400 *0 ₱20,463 ₱4,352

2017 4,200 4,185 (Wave1) 3,708 (Wave 2)

₱263,772 ₱168,610

2016 3,200 3,398 106 ₱106,463 ₱10,847


JobStart Philippines Program (JobStart) Bureau of Local Employment / DOLE Regional Offices

JobStart enhances employability of

youth by reducing their job-search period and increasing their employability through full-cycle employment facilitation, that includes training (life skills and technical skills required by industries) and paid internship (for work experience). The program is also designed to increase the capacity of Public Employment Service Office (PESOs) in providing holistic and integrative employment facilitation services.

The Jobstart trainees shall receive an allowance for the duration of life skills training (10 days) and technical skills training (optional, for a maximum of 3 months), and shall undertake internship with partner employers/establishments for a maximum of 3 months with stipend not less than 75% of the prevailing minimum wage in the locality.

5

Eligibility: PES


✓ Students ✓ Jobseekers ✓ Employers ✓ OFWs ✓ Academe ✓ Researchers

✓ Individuals may visit the local provincial/municipal/ city hall(s)

where most of the PESOs are located

The DOLE through the Public

Employment Service Office (PESOs) provides employment facilitation services such as job search assistance in key municipalities, cities and provinces of the country at the local level. It serves as referral and information center for the various services of DOLE. As part of its core functions, the PESOs also provide career guidance and employment counselling to students and out-of-school youth.

Public Employment Service (PES) Bureau of Local Employment / Public Employment Service Offices

Labor Market Information. To optimize the

employment facilitation service facility of the PESO, the labor market information was made accessible and available at the local level. The LMI provides a source of information for employers and potential employees regarding future labor market conditions by occupation, in-demand jobs and skills shortages through client-specific information, education and communication materials. The material is part of the commitment of the DOLE to support the Career Guidance Advocacy Program - a convergence program under the Human Development and Poverty Reduction Cluster which seeks to promote career guidance as tool in assisting jobseekers in making informed career choices.

6

Accomplishment: PES (qualified jobseekers referred for job placement)

Year Target Accomplishment Budget


2018 1,676,495 1,159,769 (as of June)

69 ₱63,590 ₱15,659

2017 1,811,843 2,329,621 129 ₱58,061 ₱52,505

2016 2,019,274 2,392,186 118 ₱92,634 ₱69,761

Accomplishment: LMI (individuals reached)



2018 2,426,279 1,931,857 (as of June)

80 ₱1,535 ₱2

2017 2,342,543 4,188,172 179 ₱930 ₱911

2016 2,981,543 3,229,806 108 ₱1,145 ₱52


7


ORGANIZATIONAL OUTCOME: Protection of workers’

rights and maintenance of industrial peace ensured

Sub-Program 3:

Case Management

Sub-Program 1:

Workers Organizations

Development and Empowerment

Employment Preservation

and Regulation Program

•Workers Organization and Development Program (WODP)

• Labor and Employment Education Services (LEES)

• Conciliation-Mediation o Single Entry Approach

(SEnA)

o Speedy and Efficient Delivery of Labor Justice (SpeED)

Sub-Program 4:

Labor Inspection Program

Sub-Program 2:

Tripartism and Social Dialogue

8

Eligibility

Coverage Requirements for Training Requirements for Scholarship

✓ Legitimate trade

union centers, labor federations, national unions, locals/ chapters and independent unions

✓ Women workers’ organizations

✓ Workers associations

✓ Duly accomplished application form ✓ Profile of project manager/training

coordinator ✓ Training proposal ✓ List of past activities of similar nature ✓ Board/Organization Resolution ✓ At least 20% equity of total cost ✓ Reportorial requirements (for union

applicants only)

✓ Duly accomplished

application form ✓ Profile of scholar ✓ Certificate of employment and

compensation ✓ Board resolution/endorsement ✓ Birth certificate ✓ Transcript of records

Workers Organization and Development Program (WODP) Bureau of Labor Relations / DOLE Regional Offices

Workers Organization and

Development Program (WODP) promotes the threefold objectives of: 1) strengthening trade unions and other workers’ organizations by promoting their capabilities as independent and active partners in national development; 2) empowering workers through the provision of accessible information facilities as well as training, educational, technical, and livelihood assistance; and 3) promoting individual and collective initiative as means of enhancing incomes, income

opportunities and employment generation. The program focuses on developing the capabilities of the workers and their organization to perform their roles effectively and efficiently towards the promotion of trade unionism, worker’s empowerment and sound labor-management relations. WODP also provides educational opportunities to union officers and members, including their dependents, for personal growth and development and for them to be effective change agents in their organization.

9

Accomplishment (union members/officers trained)



2018 3,075

1,485 (as of June)

48 ₱20,554 ₱9,110

2017 2,540 5,174 204 ₱27,731 ₱22,219

2016 2,580 4,550 176 ₱32,420 ₱21,730


10

Eligibility

Coverage

✓ Organized and unorganized rank-and-file employees ✓ Labor federations/trade union centers ✓ Middle and lower managers and supervisors ✓ Individual and employer groups ✓ Graduating students (including vocational/technical)

The labor education for workers and

employers on their rights and responsibilities is enshrined under Article 277 (h) of the Labor Code of the Philippines, as amended. Labor and Employment Education Services (LEES) aims to increase awareness on workers and employers rights and responsibilities, work ethics, values and skills to contribute in fostering a more cooperative labor-management relations and the attainment of decent and productive work. It has three (3) components:

1. Labor Relations, Human Relations and Productivity (LHP) Seminar, which is a one-day seminar at the firm-level which seeks to change mindsets on workplace relationship from legalistic and adversarial relationship to human relationship to increase productivity and enhance competitiveness;

2. Continuing Labor Education Seminar (CLES) which focuses on specialized topics relative to labor relations and labor standards, and is conducted in organized/unorganized group of workers in the private sector; and

3. Labor Education for Graduating Students (LEGS), which is an orientation for graduating students who will be future entrants to the world of work. The orientation seminar focuses on awareness on labor laws.

For better service delivery and in ensuring that DOLE’s clients are aware of their rights, responsibilities, options, as well as the various programs and services offered by the Department, the DOLE revolutionized its labor education program taking into consideration the expanding clientele, modernizing technology and evolving world of work. Thus, the DOLE adopted a strategy of marketing its programs and services through commercial video clips being shown in conspicuous places in several establishments, institutions, and public transportation. It further improved its accessibility with the creation of a YouTube Channel to serve as reservoir of the Department’s animated instruction and informational materials.

Labor and Employment Education Services (LEES) Bureau of Labor Relations / DOLE Regional Offices

11

Accomplishment (workers, employers, and students reached)



2018 434,234 369,577 (as of June)

85 ₱841 ₱0

2017 323,040 495,384 153 Included in

BLR’s Budget

2016 318,103 421,917 133

12

Tripartism and Social Dialogue Bureau of Labor Relations / DOLE Regional Offices

Tripartism is declared as a State policy

in labor-management relations. Thus, workers and employers shall, as far as practicable, be represented in decision, consultative and policy-making bodies of the Department of Labor and Employment (DOLE). This approach of ensuring that stakeholders’ concerns and inputs are considered promotes greater integration of objectives, means and circulation and processing of information.

Tripartism and social dialogue is exercised through the Tripartite Industrial Peace Council (TIPC), whether national or local, including industry tripartite councils (ITCs). Lodged with the DOLE, the TIPC was created in 1990, through Executive Order No. 403, as the main consultative mechanism and advisory body of the social partners—workers, employers and government—on labor and employment concerns. The TIPC has evolved and expanded to include all interested labor groups for an inclusive social dialogue. Organized at the national, regional, provincial, city and municipal, and industry levels (ITCs), tripartite councils were institutionalized through the enactment of Republic Act No. 10395 or the Tripartism Law on 14 March 2013. For tripartism to be optimal, the TIPC functions as an institution for:

1. monitoring the full implementation and compliance by concerned sectors with provisions of all tripartite instruments, including international conventions, codes of conduct, and social accords;

2. participating in national, regional or industry-specific tripartite conferences which the President or the Secretary of Labor and Employment may call from time to time;

3. reviewing existing labor, economic and social policies and to evaluate local and international developments affecting them;

4. formulating for submission to the President or Congress, tripartite views, recommendations and proposals on labor, economic and social concerns including the presentation of tripartite positions on relevant bills pending in Congress;

5. advising the Secretary of Labor and Employment in the formulation or implementation of policies and legislation affecting labor and employment;

6. serving as a communication channel and a mechanism for undertaking join programs among government, workers, employers and their organizations toward enhancing labor-management relations; and

7. adopting its own program of activities and rules, consistent with development objectives. Meanwhile, industry tripartite councils (ITCs) draft and review policies rules and regulations on labor and employment, promotion of productivity improvement programs, decent work principles and serve as sounding board on industry issues particularly in Key Employment Generators (KEGs).

13

Eligibility


✓ Labor groups ✓ Employer sector ✓ Government sector ✓ Women ✓ Youth ✓ Formal and informal sector

✓ Most representative organization (organization of

employers and /or workers of inclusive membership and active engagement in tripartite consultations

Accomplishment (ITCs established)


Actual Allocation Utilization

2018

strengthening

298 (as of June)

₱7,546 ₱2,881

2017 298 ₱7,546 ₱7,192

2016 297

Accomplishment (VCGPs established)



2018

existing VCGPs enhanced

187 (as of June)

Part of the TIPC fund 2017 187

2016 187

14

Single Entry Approach (SEnA) is an

administrative approach to provide a speedy, impartial, inexpensive, and accessible settlement procedure of all labor issues or conflicts to prevent them from ripening into full-blown disputes or actual labor cases. It was first introduced through Department Order 107-10 and later institutionalized through the enactment of Republic Act 10396 in 2013 providing for a 30-day mandatory conciliation-mediation for issues arising from labor and employment (i.e., governed by

employee-employer relations). As a form of conciliation-mediation intervention, the main objective is to effect amicable settlement of the dispute among the differing parties wherein a neutral party, the SEnA Desk Officer (SEADO), assists the parties by giving advice, or offering solutions and alternatives to the problems. Labor dispute issues that may be settled through SEnA include, among others:

1. termination or suspension of employment issues; 2. claims for any sum of money, regardless of amount; 3. intra-union and inter-union issues, after exhaustion of administrative remedies; 4. unfair labor practices; 5. closures, retrenchments, redundancies, temporary lay-offs; 6. OFW cases; and 7. any other claims or issues arising from employer-employee relationship (except for occupational safety

and health standards, involving imminent danger situation, dangerous occurrences /or disabling injury, and/or absence of personal protective equipment).

Any aggrieved worker, union, group of workers, or employer may file a request for assistance (RFA) in the regional offices where the employer principally operates. In case of a union or federation representing a local chapter, the request shall be made at the regional/provincial/district office where the union or local chapter is registered. SEnA sets the period for 30 calendar days of conciliation-mediation. Settlement agreements reached are final and immediately executory. It is binding on all DOLE offices and attached agencies except when these are found to be contrary to law, morals, public order, and public policy. The parties may choose to elevate the RFA to the appropriate offices of the Department or Voluntary Arbitration when: 1) no settlement is reached within the 30-day timeframe, or 2) when either party is found not complying with the stipulations of the agreement reached.

Single Entry Approach (SEnA)

15

Eligibility


Requests for Assistance (RFAs) filed in the DOLE Regional Offices as well as in NCMB, NLRC, POEA, and OWWA by the following:

✓ Unorganized workers ✓ Overseas Filipino Workers (OFWs) ✓ Household Service Worker’s (HSWs)

✓ Duly-accomplished Interview

Form detailing the information about the complaint

Accomplishment (settlement rate)



2018 77% 69% 89 ₱7.861M ₱4.206M

2017 77% 72% 94 ₱8.092M ₱7.435M

2016 77% 79% 103 ₱6.703M ₱6.277M

Accomplishment (disposition rate)



2018 100% 91% 91

2017 100% 94% 94

2016 100% 95% 95

16

Eligibility

Coverage

Cases handled by the NLRC, NCMB, POEA, ECC, BLR, BWC, LS, and ROs filed by the following: ✓ Workers and employers in organized companies with CBAs ✓ Workers and employers of non-unionized companies ✓ Overseas Filipino Workers (OFWs)

Project SpeED was designed to

unclog the dockets of the DOLE offices and agencies involved in case handling. Specifically, the program aims to dispose cases filed before the concerned offices and agencies of the Department within the prescribed process cycle time of case disposition. The Project started in 2009 to dispose by 31 March 2010 all labor cases that were pending as of 30 April 2009. Subsequently, SpeED was extended for implementation of another four (4)

phases that covered the disposition of cases pending in the following periods:

• 1 May 2009 to 31 March 2010 to be disposed by 30 September 2010;

• as of 30 September 2010 to be disposed by 15 April 2011;

• as of 30 June 2011 to be disposed by 31 December 2011; and

• as of 31 December 2011 to be disposed by 30 June 2012. In the remaining 3 years of the Aquino Administration, a sixth phase was put in place dubbed as “Project Current Dockets for 2013-2016” that directed offices with case backlogs to clear their dockets by 25 February 2013. Thereafter, the objective was to maintain these dockets current from thereon.

Speedy and Efficient Delivery of Labor Justice (SpeED)

17

Accomplishment (Disposition rate)

Year Target

Accomplishment Budget

Actual % Allocation Utilizatio

n

2018 100% 77% 77 ₱70.751M ₱37.856M

2017 100% 88% 88 ₱72.832M ₱66.914M

2016 100% 91% 91 ₱60.327M ₱56.491M

18

Labor Inspection Program Bureau of Working Conditions / DOLE Regional Offices

The objective of the Labor Inspection

Program is to secure a higher level of compliance with general labor standards and occupational safety and health, and ensure the continuity and sustainability of such compliance at workplaces. It is founded on the visitorial and enforcement power of the DOLE Secretary provided under Article 128 of the Labor Code of the Philippines which remains as the primary framework in ensuring compliance with labor laws. For this purpose, the Secretary of Labor and

Employment delegates this function to the Regional Offices through the issuance of General Authority (GA) on the list of labor inspectors who are given the inspection authority which covers all private establishments (including their branches and workplaces) in the regions. The Regional Offices through the Labor Inspectors enforce labor laws and social legislation through the conduct of Routine Inspection, Complaint Inspection or Occupational Safety and Health Standards Investigation. Upon the discretion of the Secretary, special inspections may be conducted, as may be deemed necessary. Taking into considerations of the significant role of the different organizations as partners in facilitating and ensuring compliance with labor laws, qualified representatives of legitimate labor organizations, employer organizations, other professional organizations and Non-Government Organizations (NGOs) are now encourage to participate in the inspection of establishments subject to the requirements issued by DOLE. The Labor Inspection Program with the participation of social partners is tripartite in character, where the labor inspector together with employers' and workers' representative shall conduct inspection of the establishments to determine compliance with all labor laws. After the conduct of inspection, a Notice of Result (NR) shall be issued by the Labor Inspector to the establishment. Establishments found compliant shall be subject to random validation by the concerned Regional Office while non-compliant establishments will be given period to institute corrections. If there is imminent danger, or a fatal accident, a Work Stoppage Order shall be issued by the Regional Office. If there are gaps or deficiencies, the labor inspectors will assist the establishment to comply through corrective actions by providing technical assistance and educating both the employer and the workers for better conformity with all labor laws and standards, With the provision for mobile devices and gadgets, the DOLE developed the Labor Inspection System Management Information System. An important feature of the system is data capture and transmittal from the field in real-time, as an electronic checklist is filled-up through the use of mobile devices and gadgets. Data are instantly available for viewing and processing to generate reports, statistics, and summons, including real-time monitoring of decent work indicators, based on the country’s decent work profile.

19

Eligibility


All private establishments and their workers, including their branches and workplaces, and their contractors or sub-contractors with the following priorities: ✓ Employing 10 or more employees ✓ Engaged in hazardous work ✓ Employing children ✓ Engaged in contracting and

subcontracting arrangements ✓ Philippine registered ships or vessels

engaged in domestic shipping ✓ PEZA locators ✓ Security agencies ✓ Other industries as may be identified

through DOLE issuances.

*Inspection of establishments shall cover all Labor Laws, which include the General Labor Standards (GLS), Occupational Safety and Health Standards (OSHS) and other related labor laws and issuances. This covers provisions on wages, hours of work and other non-monetary benefits as well as the standards that refer to the conditions of work premises, required personal protective equipment (PPE) and health programs, and other related laws dealing with occupational safety and health. Additionally, inspection covers workplace observance of labor rights and key indicators in the country’s decent work profile.

✓ Covered establishments shall be inspected at least once a year, motu

propio or upon request or filing of anonymous grievances. ✓ To ensure that the Department has a pool of Inspectors with relevant

skills and competencies, a Qualification Standards shall be observed in the recruitment and training/capacity building of Inspectors.

✓ General Authority (GA) issued by the DOLE Secretary and specific Inspection Authority issued by the concerned Regional Director shall be issued prior to the conduct of inspection.

✓ The Labor Inspector shall bring appropriate tools during the conduct of inspection including prescribed forms such as Authority to Inspect, Inspection Checklist (LI-MIS mobile application in their tablets), Notice of Results, etc. In addition to this, the Labor Inspector must be equipped with a list and copies of labor laws and other relevant regulations.

✓ On the other hand, employer should make available to the Labor Inspector the following documents to determine compliance with labor laws and social legislations:

• Employment records including payrolls, DTRs, pay slips, financial statement

• Proof of payment on monetary benefits and remittances

• OSH reportorial requirements

• OSH Programs and Policies

• Other documents as may be deemed necessary (e.g. service agreement if engaged in contracting/ subcontracting arrangement, employment permit for non-resident aliens, etc.

✓ The establishment shall submit to the Regional Office a status report

on the Action Plan within five (5) days after the schedule of remediation of all violations. Failure to do so shall cause the issuance of a Compliance Order.

Accomplishment (establishments inspected)

Year Target

Accomplishment Budget (‘000)

Actual % Allocation

(MOOE) Utilization

2018 54,530 23,288 (as of June)

43% ₱401,128 ₱223,629

2017 54,530 60,732 111% ₱497,985 ₱480,774

2016 52,074 60,376 116% ₱397,425 ₱354,214


20

Accomplishment (compliance rate of establishments inspected)

Year Target Accomplishment

2018 70% 69.5%

(as of June)

2017 73% compliance rate with labor

laws of establishments that employed 10 or more

60.0%

2016 73% compliance rate with labor laws

of establishments that employed 10 or more

69.8%

21


ORGANIZATIONAL OUTCOME: Social Protection for

Vulnerable Workers Strengthened

Sub-Program 2:

Welfare Services

Sub-Program 1:

Livelihood and Emergency Employment Workers

Protection and Welfare Program

• DOLE Integrated Livelihood and Emergency Employment Program (DILEEP)

• Government Internship Program (GIP)

• DOLE Adjustment Measures Program (DOLE-AMP)

Sub-Program 3:

Reintegration Services for

OFWs Reintegration Services

• Child Labor Prevention and

Elimination Program (CLPEP)

• Family Welfare Program (FWP)

• Social Amelioration Program (SAP) in the Sugar Industry *not funded under GAA

•Onsite Programs and Services for OFWs

22

Eligibility


Workers in the informal sector that are identified based on the National Household Targeting System (NHTS) of the GSWD and the profiled vulnerable workers by the BWSC:

✓ Self-employed with insufficient income ✓ Marginalized and landless farmers/fisher folks ✓ Unpaid family workers ✓ Parents/Guardians of child laborers ✓ Low/minimum-wage earners and seasonal workers ✓ Workers displaced or to be displaced as a result of natural

and man-made disasters or closure of establishment, retrenchment, and termination

✓ Persons with Disability, Senior Citizens and Indigenous People Victims of armed conflict and Rebel Returnees

✓ Accomplished KABUHAYAN Application Form

✓ Approved/ signed project proposal or business plan with complete documentary requirements

* Beneficiaries of the 4Ps and the government employees including those at the LGU are not eligible to avail of the program

DOLE Integrated Livelihood and Emergency Employment Program (DILEEP): KABUHAYAN

Bureau of Workers with Special Concerns / DOLE Regional Offices

DOLE Integrated Livelihood and

Emergency Employment Program (DILEEP) contributes to poverty reduction and reduce vulnerability to risks of the poor, vulnerable and marginalized workers either through transitional emergency employment and promotion of livelihood and entrepreneurship. It has two (2) component programs, namely: 1. DOLE Integrated Livelihood

Program or KABUHAYAN Program, and

2. Emergency Employment Program or Tulong Panghanapbuhay sa Ating Disadvantaged/Displaced Workers (TUPAD) Program.

DILP or KABUHAYAN is a grant assistance for capacity-building on livelihood for the working poor, vulnerable and marginalized workers, either for individual or group livelihood projects/undertakings, with the following components:

1. KABUHAYAN Formation, enables the poor, vulnerable and marginalized workers in the informal and formal economies to start individual or group livelihood undertakings;

2. KABUHAYAN Enhancement, enables existing livelihood undertakings to grow into viable and sustainable businesses that provide income at least at par with those of the minimum wage earners;

3. KABUHAYAN Restoration, enables the re-establishment of lost or damaged livelihoods due to occurrence of natural disasters/calamities.

23

Accomplishment (beneficiaries provided with livelihood assistance)



2018 47,136 50,476 (as of June)

107 ₱979,037 ₱624,728

2017 47,136 103,386 219 ₱2,244,652 ₱1,916,895

2016 90,962 113,316 125 ₱1,931,427 ₱1,398,457


24

Eligibility


Beneficiaries limited to only one member of the household and can be only avail once in a year. ✓ Underemployed ✓ Laid-off or terminated as a result of permanent closure

of an establishment ✓ Self-employed workers (including farmers and

fishermen) but have lost their livelihood because of natural or man-made calamities/disasters, economic crisis, armed conflicts and/or seasonality of work

✓ Project Proposal and work program ✓ Certification from the LGU/barangay

that the target beneficiaries are, underemployed or victims of disaster

✓ Names, gender and address of target beneficiaries

✓ MOA between the DOLE and the LGU or ACP

✓ Certification of no unliquidated cash advances and/or grants from DOLE

DOLE Integrated Livelihood and Emergency Employment Program (DILEEP): TUPAD

Bureau of Workers with Special Concerns / DOLE Regional Offices

Emergency Employment Program

or Tulong Panghanapbuhay sa Ating Disadvantaged/Displaced Workers (TUPAD), is a community-based (municipality/barangay) package of assistance that provides emergency employment for displaced workers, underemployed, and seasonal workers, for a minimum period of 10 days, but not to exceed a maximum of 30 days, depending on the nature of work to be performed.

Underemployed, laid-off or terminated workers (as a result of retrenchment or permanent closure of an establishment), and self-employed workers (including farmers and fishermen who lost their livelihoods because of natural calamities/disasters, economic crisis, armed conflicts and/or seasonality of work) are the qualified beneficiaries of TUPAD.

25

Accomplishment (beneficiaries provided with emergency employment)



2018 123,419 88,875 (as of June)

72

₱2,265,168 *(P41-M was

realigned to AMP K-12)

₱378,200

2017 56,040 314,009 560 ₱947,495 ₱918,554

2016 * 269,776 331,210 123 ₱2,059,253 ₱1,758,439

*Under TUPAD, actual number of working days can range from 10-30 days depending on the nature of work to be performed. The target of 269,776 was pegged at 30 days. This resulted to the higher number of beneficiaries assisted. Further, some LGUs shouldered the cost of personal protective equipment (PPE), while for others, the cost of PPE had been reduced to t-shirt and hat being the minimum PPE required if work program did not fall under hazardous work, thus, generating savings which enabled them to hire more workers.


26

Eligibility


✓ At least high school graduates Tech-Voc or College graduates,

✓ Between 18-30 years old (and in exceptional cases, individuals up to 35 years old may be accommodated for areas who were hardly hit by disasters and calamities), and

✓ No work experience

✓ Transcript of Records for college students / Form

137/138 for HS graduates ✓ Certificate of Graduation for Tech-Voc graduates ✓ Certificate of Indigency from the Barangay

(optional)




2018 25,940 7,595 (as of June)

29 Allocation for GIP is lumped under

TUPAD

Obligations for GIP is also under TUPAD

2017 16,243 17,098 105 ₱790,717 ₱660,780

2016 41,420 43,035 104 ₱1,412,018 ₱1,025,731

Government Internship Program (GIP) Bureau of Local Employment / DOLE Regional Offices

Government Internship Program or

GIP aims to provide opportunities and engage young workers to serve the general public in government agencies/entities projects and programs at the national and local level. Provide young workers, opportunity to demonstrate their talents and skills in the field of public service with the ultimate objective of attracting the best and the brightest talents who want to pursue a career in government service.

The internship period runs for a minimum of 3 months to a maximum of 6 months.

27

Accomplishment: DOLE-AMP Regular (beneficiaries assisted)

Year Accomplishment Budget (‘000)

Allocation Utilization

2018 548 (as of June)

₱7.3M *(P71-M was realigned to AMP

K-12 sourced from TUPAD (P41M) and AMP-Regular

(P30-M)

₱5.4M

2017 33,222 ₱194,282 ₱191,382

2016 13,248 ₱96,399 ₱35,640


DOLE Adjustment Measures Program (DOLE-AMP)

The DOLE-Adjustment Measure

Program (DOLE-AMP) is a safety net program that provides a package of assistance and other forms of interventions as a means of helping individuals/workers and companies, particularly the distressed, in coping with economic and social disruptions. It gives priority to enhancing competitiveness and employability of workers and assist companies in adopting socially responsible workforce restructuring policies and positive workforce adjustment measures geared at preventing and/or minimizing job losses. With the provision for mobile devices and gadgets, the DOLE developed the Labor Inspection System Management Information System. An important feature of the system is data capture and transmittal from the field in real-time, as an electronic checklist is filled-up through the use of mobile devices and gadgets. Data are instantly available for viewing and processing to generate reports, statistics, and summons, including real-time monitoring of decent work indicators, based on the country’s decent work profile.

28

Eligibility


Teaching and non-teaching Higher Educational Institution (HEI) personnel either temporarily or permanently displaced due to the implementation of RA 10533 during the Transition Period through any of the following modes of displacement: ✓ Retrenchment as an Authorized Cause of Termination ✓ Availment of Voluntary Separation Program ✓ Availment of Early Retirement Program ✓ Non-renewal of Contract ✓ Work Suspension

✓ K to 12 DOLE AMP Application

Form ✓ Certificate of Displacement; or

copy of complaint duly received by NLRC in case of dispute

✓ Certificate of Employment and Compensation

✓ Proof of Identification

The K to 12 DOLE Adjustment

Measures Program is part of the government’s Inter-Agency Mitigation Measures for displaced Higher Education Institution (HEI) personnel during the transition/interim period of the Implementation of RA No. 10533 or the “Enhanced Basic Education Act of 2013” (K to 12 Program). As embodied in DOLE Department Order 177 Series of 2017, it serves as a social protection program that

provides displaced HEI personnel an integrated and comprehensive package of assistance during the K to 12 transition period through:

• Financial Support. Provides financial relief necessary to mitigate the adverse economic impacts of the K to 12 implementation;

✓ Amount is equivalent to ten thousand pesos (P10,000), seventy-five percent (75%) of last monthly gross salary or prevailing regional median salary, whichever is highest;

✓ Duration of 6 months for totally displaced HEI personnel or 3 months for partially and temporarily displaced HEI personnel.

*For temporarily displaced HEI personnel, in case the beneficiary eventually becomes totally displaced, the duration shall be extended for another three (3) months.

• Employment Facilitation Services. Provides access to available job opportunities suitable to the qualifications of the displaced HEI personnel through job matching, referral and placement services, employment coaching and Labor Market Information; and

• Livelihood Opportunities. Provides capacity-building assistance through training, working capital and continuing technical and business advisory services under the DOLE Kabuhayan Program.

K to 12 Adjustment Measures Program (Kto12 AMP) Bureau of Local Employment / DOLE Regional Offices

29

Accomplishment: K to 12 AMP (beneficiaries assisted)



2018 346 257 74 ₱81.4M ₱55.8M

(68%)

2017 N/A 464 - ₱480.774M (2016 cont.)

₱74.8M (15%)

2016 N/A 142 - ₱500M

₱19.3M

30

Eligibility


Applicants must meet all the following requirements eligible for the BEEP AMP: ✓ Must be employed in Boracay Island or in Malay,

Aklan; ✓ Must have had their employment interrupted or the

payment of their regular wage stopped; ✓ Interruption of employment must have occurred during

the temporary closure of Boracay or up to 30 days prior thereto

✓ Duly accomplished BEEP AMP Application Form; ✓ Photocopy of their Certificate of Employment; ✓ Photocopy of any government-issued ID; and ✓ Land Bank of the Philippines Account

Boracay Emergency Employment Program Adjustment Measures Program (BEEP AMP) Bureau of Local Employment / DOLE Regional Offices

Lodged under BEEP of the Boracay

Emergency Employment Program, an inter-agency coalition spearheaded by the DOLE with DSWD, DTI, DOT, DA, DOST and TESDA as member agencies and tasked to provide safety nets to all workers and micro, small, and medium enterprises displaced during the closure of Boracay; the BEEP Adjustment Measure Program (AMP) of the DOLE offers affected workers financial support linked to active labor market programs (ie employment facilitation and training) to mitigate the adverse economic impacts of

the temporary closure and rehabilitation of Boracay Island. Beneficiaries may opt for any or all of the following components:

▪ Financial Support – uniform financial assistance/relief equivalent to 50% of the prevailing

minimum wage in the region (ie. PhP 4,025.50 per month) provided monthly for a maximum

period of six months, regardless of displacement status;

▪ Employment Facilitation – access to available job opportunities suitable to the beneficiary’s

qualifications;

▪ Training – trainings fit to the needs of the beneficiary for skills enhancement and employability

31

Accomplishment: BEEP AMP (beneficiaries assisted)

As of 10 July 2018, a total of 26,069 affected formal sector workers were profiled by DOLE Regional Office (RO) VI, of which 21,286 (82%) are formal sector workers and 4,783 (18%) are informal sector workers. It is worthy to note that the number of formal sector workers profiled exceeded the data reported by the local government of Malay, which is at 17,735.

A total of 10,058 applications were received by DOLE-RO VI since its implementation starting 24 May 2018, of which 6,721 (67%) are approved and the rest are in process. Other ROs have also endorsed BEEP-AMP applications to DOLE-RO VI for processing. Further, it is notable that most of the beneficiaries (9,185 or 91%) are enrolled to receive their financial support through LBP Cash Cards. To facilitate this, a Memorandum of Agreement (MOA) between the LBP and DOLE was pursued to fast-track the issuance of Cash Cards to approved beneficiaries in Region VI. The encoding of applicants’ data in the LBP system is being facilitated by DOLE RO VI. As of 30 June 2018, a total of 1,963 beneficiaries were issued their first tranche of financial support through LBP Cash Cards, with a total disbursement of Php 9,531,013.00. The remaining approved applications were endorsed to the LBP for the ongoing issuance and release of Cash Cards.

Region Total Beneficiaries with 1st FS tranche

Total 1,963

NCR 86 (4.38%)

RO1 27 (1.38%)

RO2 2 (0.10%)

RO3 23 (1%)

RO4A 26 (1.32%)

RO4B 7 (0.35%)

RO5 4 (0.20%)

RO6 1,732 (88.23%)

RO7 3 (0.15%)

RO8 11 (0.56%)

RO9 7 (0.35%)

RO10 22 (1.12%)

RO11 3 (0.15%)

RO12 10 (0.51%)

Of the 1,732 Cash Cards issued in Region VI, the highest number of beneficiaries were in Aklan at 684 (40%) and in Antique at 531 (31%) as detailed in above table. Overall, the BEEP AMP has an allocated budget of Php 448 million sourced from the President’s Contingent Fund. A total of PhP 447.8 million for the financial support component and administrative cost of the program has been transferred to DOLE-RO VI while the remaining portion amounting to PhP 200 million is being used as administrative cost by the Bureau of Local and Employment (BLE), being the program manager.

32

Accomplishment

Year

Actual Accomplishment Budget (‘000)

Sagip Batang Manggagawa

Parents of child laborers and children at risk provided livelihood

assistance *


2018 2 1,113 ₱15,000 ₱1,066

2017 14 2,004 ₱5,000 ₱3,200

2016 425 4,780

*- Livelihood assistance provided under DILEEP

Child Labor Prevention and Elimination Program (CLPEP) Bureau of Workers with Special Concerns / DOLE Regional Offices

Child Labor Prevention and

elimination Program (CLPEP) aims to remove children from child labor particularly in its worst forms. It contributes to the Philippine Program Against Child Labor. Strategies adopted by DOLE that will contribute in achieving a vision of child labor-free Philippines include the following:

• Sagip Batang Manggagawa (SBM). An inter-agency quick action mechanism which aims to respond

to cases of child labor in extremely abject conditions. It employs an inter-agency quick action team, composed of the DOLE, DSWD and law enforcement agencies as core members, for detecting, monitoring and rescuing child laborers in hazardous and exploitative working conditions

• Livelihood Assistance to Parents of Child Laborers. A strategic response to prevent and eliminate child labor. It provides livelihood assistance to parents of child laborers in the form of Negokart, starter kits, or materials needed to start a livelihood undertaking.

• Project Angel Tree. It aims to provide an array of social services that range from food, clothing, or school supplies made available by sponsors or beneficators or “angels” to child laborers and their families.

33

Eligibility


✓ The FWP is mandatory in establishments employing more

than 200 workers. Establishments with less than 200 workers are encouraged to establish or organize a Family Welfare Committee and implement a FWP.

✓ The establishment should have a

Family Welfare Committee.

Accomplishment

Year Indicator Accomplishment Budget


2018 workers covered under

establishments without FWPs

provided assistance in setting up FWP

114,513 (as of June)

₱96,144 ₱49,381

2017 182,338 ₱38,502 ₱37,926

2016 Workers provided with FWP related

services 196,057 ₱29,973 ₱28,522

Family Welfare Program (FWP) Bureau of Workers with Special Concerns / DOLE Regional Offices

Family Welfare Program (FWP) is an

advocacy program that draws corporate support in promoting workers’ quality of life by adopting a family-centered approach in the workplace. It introduces the concept of family welfare to establishments, instill family planning/family welfare consciousness among labor and management as a key in promoting workplace productivity and improved worker-management relations.

FWP focuses on ten 10 dimensions consisting of: (1) Reproductive Health

and Responsible Parenthood, (2) Education/Gender Equality, (3) Spirituality or Value Formation, (4) Income Generation/Livelihood/Cooperative (5) Medical Health Care, (6) Nutrition (7) Environment, Protection, Hygiene and Sanitation, (8) Sports and Leisure, (9) Housing and (10) Transportation.

34

Eligibility


✓ Mill and Field

Workers in Regions 2, 3,4A, 5, 6, 7, 8,10, 11 and 12

✓ Cash Bonus Program. Claims shall be filed within the three (3) year period

by qualified planters or workers subject to the submission of supporting documents.

✓ Maternity Benefit Program. Filing shall be done after delivery but it maybe filed not earlier than 7th month. Filing shall be made using the prescribed application form together with complete supporting documents within three (3) years counted from the date of delivery or abortion, otherwise claims shall be barred.

✓ Death Benefit program. This shall be paid to the beneficiaries of a deceased sugar workers supported by an affidavit executed by the claimant attesting to the relationship with the deceased covered workers. Filing shall be made using the prescribed application form together with complete supporting documents within three (3) years counted from the death of covered sugar workers, otherwise claim shall be barred.

Social Amelioration Program (SAP) in the Sugar Industry Bureau of Workers with Special Concerns / DOLE Regional Offices

The DOLE implements an industry-

based social protection program – the Social Amelioration Program (SAP) in the Sugar Industry – as mandated under RA 6982. It aims to improve the socio-economic conditions of the sugar workers and their families in the mills and plantations who are vulnerable due to the seasonality of work in the sugar industry. A lien of P10.00 per picul of raw sugar produced or P7.90513 per Lkg. is collected upon withdrawal of raw sugar from the mill’s warehouse

through issuance of quedans to the planters and millers.

Components of SAP are: 1. Cash Bonus Distribution Program 2. Maternity Benefit Program 3. Death Benefit Program 4. Socio-Economic Projects 5. Tripartite Consultative Mechanisms.

35

Accomplishment (workers provided with SAP assistance)

Year

Actual Accomplishment

Maternity Benefit Death Benefit Total

2018 595

564 1,159 (as of June)

2017 827

1,018 1,845

2016 581

1,058 1,639

36

On-Site Programs and Services for OFWs International Labor Affairs Bureau / Philippine Overseas Labor Offices

The DOLE, through its POLOs,

delivers a wide-range of on-site programs and services to promote and protect the rights and welfare of OFWs. Services include workers training, case management, custodial services, repatriation assistance, and other welfare assistance. Workers’ training focuses on skills and entrepreneurial development to prepare OFWs for their reintegration when they return to the country. Case management covers conciliation-

mediation services and legal assistance to address employment-related complaints or cases. The POLOs also provide temporary shelter to OFWs who ran away from their employers and are waiting for the resolution of their labor cases or eventual repatriation. Repatriation assistance covers facilitation of immediate return to the Philippines of OFWs in conflict areas as well as those who are distressed, medically or mentally-ill or their human remains including their belongings. POLO officials also negotiate for necessary exit clearances and documentation, as well as coordination for airport assistance upon their arrival in the country. Other welfare assistance includes hospital, jail or workplace visits, medical referrals or assistance, counselling, and rescue from unsafe working environment. Complementing these services is the 24/7 quick response to queries from OFWs, employers and other relevant entities.

37

Eligibility (Welfare Services)

Assistance Coverage Requirements

✓ Welfare

✓ Documented and undocumented OFWS regardless of job category/ classification:

• OFWs who ran away or rescued from employers

• OFWs in prison, detention centers camp sites and confined in hospitals

• Distressed wards housed at WOFRC

• OFWs due for repatriation

• Victims of illegal recruitment or human trafficking, or other stressful situations

• OFWs affected by hostilities, wars/political conflicts in the host country

✓ OFW profile ✓ Documentation Report regarding

the status of OFW complaints/ cases

✓ Repatriation

✓ Distressed OFWs ✓ Medically-ill or mentally-ill OFWs ✓ OFWs affected by the host country such as war, disease

outbreak, natural calamities ✓ Human remains of OFWs

✓ Exit Permit ✓ Airfare Ticket ✓ Passport ✓ Case Report/Profile of OFW ✓ Other requirements of OWWA

Accomplishments: Repatriation Services

(100% of requests for assistance served within the prescribed

period)

Year Actual OFWs served Budget


2018 6,148 (as of June)

₱1,062,679 ₱571,051

2017 36,000 ₱1,137,373 ₱811,843

2016 8,222 ₱624,970 ₱555,991

Accomplishments: Welfare Services

(100% of requests for assistance served within the prescribed

period)

Year

Actual Accomplishment

Training Custodial Case

Management Others Total

2018 113,323 8,697 42,120 260,370 424,510

2017 139,234 15,631 211,166 355,225 721,256

2016 128,433 14,875 125,751 246,668 515,727

38

Eligibility


✓ OFW returnees ✓ Distressed women OFWs ✓ Undocumented OFWs

✓ Valid Passport ✓ Accomplished required forms ✓ Proof of being undocumented ✓ Certification from POLO of being distressed ✓ Certificate of Completion of any reintegration preparedness

training issued by POLO

Reintegration Services National Reintegration Center for OFWs

The Reintegration Program is a

package of services and mechanisms developed and implemented by government and its social partners to facilitate the productive return of the OFWs to their families and communities upon their completion of overseas employment. It provides the OFWs and their families with opportunities for accessing projects and services that would help them mitigate the social cost of migration and cushion the impact of forced repatriation due to unexpected events.

It also aims to maximize the gains of overseas employment through local employment/re-employment or business / enterprise development facilitation.

• Balik-Pinay, Balik-Hanapbuhay (BPBH) Program provides training cum-production/ employment intervention intended to bring improved socio-economic well-being of distressed women OFWs.

• Financial Awareness Seminar (FAS) and Small Business Management Training (SBMT) train OFWs in effective financial planning and management of their hard-earned earnings from overseas employment.

• Livelihood Development Assistance Program (LDAP) provides livelihood intervention worth P10,000 of starter kits to undocumented OFWs.

39

Accomplishment (returning OFWs provided with skills trainings)



2018 3,061 2,573 84% ₱1,530,500 TBD

2017 3,053 4,655 152% ₱1,526,500 ₱1,422,757.10

2016 2,530 4,732 187% ₱1,272,589 ₱1,153,899

Accomplishment (returning OFWs provided with livelihood assistance)



2018

LDAP- 1,310 662 51% ₱13,100,000 ₱5,214,273

BPBH- 1,851 732 40% ₱18,510,000 ₱7,386,298

2017

LDAP- 1,532 1,658 108% ₱15,320,000 ₱15,843,808

BPBH- 2,053 2,077 101% ₱20,530,000 ₱18,701,880

2016

LDAP- 718 711 99% ₱718,000 ₱645,949.45

BPBH- 1832 1,465 80% ₱18,320,000 ₱10,303,800

41

DOLE ATTACHED AGENCIES

42

NATIONAL WAGES AND PRODUCTIVITY COMMISSION (NWPC)

ORGANIZATIONAL OUTCOMES (OOs) / PERFORMANCE INDICATORS

BASELINE 2019 TARGETS (BASED ON NEP)

ORGANIZATIONAL OUTCOME: Capacity of MSMEs to implement productivity improvement program enhanced

Enterprise Productivity Improvement Program

Outcome Indicators:

Percentage of trained MSMEs with productivity improvement program/action plan

50%

Percentage of MSMEs assisted on productivity pay advisory with productivity incentive schemes

10%

Output Indicators:

Number of MSMEs trained/oriented 13,246

12,000

Percentage of clients who rated training/technical services as satisfactory or better

100%

100%

Number of MSMEs provided with technical assistance on designing productivity based incentive schemes

966

800

ORGANIZATIONAL OUTCOME: Fair and reasonable minimum wages in accordance with law ensured

Wage Regulatory Program

Outcome Indicators:

Percentage of wage rates above poverty threshold 100%

100%

Percent of appealed cases on wage orders/exemption cases resolved within the reglementary period/process cycle time of 60 days

100%

98%

Output Indicators:

Number of clients reached thru advocacy services 292,590

270,000

Number of wage orders issued, as necessary 11

As necessary

Percentage of wage cases resolved within forty-five (45) days upon receipt of application

100%

98%

43

Capacity of MSMEs to implement productivity improvement program enhanced

Productivity Training Program

Enterprise Productivity Improvement

Program

Two-Tiered Wage System (TTWS)

Fair and reasonable minimum wages in accordance with law ensured

Wage Regulatory Program

44

Eligibility


✓ Micro, small and medium-sized

enterprises in all types of industries

✓ With 1-199 employees/workers ✓ With basic management systems in place, such as

recruitment/ of workers, planning, marketing, production ✓ Willing to implement productivity improvement programs

(PIPs) in their companies

Accomplishment (MSMEs trained/oriented)



2018 12,000 8,921 74 ₱25,489 ₱10,514 (50%)

2017 12,000 14,865 123 ₱23,281 ₱23,281 (100%)

2016 12,000 12,231 102 ₱24,095 ₱24,095 (99.71%)

The Productivity Training Program

is a package of training and technical assistance on productivity improvement for micro, small, and medium-sized enterprises (MSMEs). The training interventions as Productivity Toolbox are customized, depending on the capacity-building requirements of the client-establishments. Productivity improvement trainings are intended to instill positive work values among the workforce to improve and mainstream a culture of quality and productivity

towards enterprise development and competitiveness.

Since 2010, productivity training program have expanded and evolved into more advanced and sector-focused courses to support the productivity-based pay scheme of the Two-Tiered Wage System (TTWS); and to encourage more MSMEs to take the high road to productivity and competitiveness as a strategy to survive fierce business competition.

Productivity Training Program National Wages and Productivity Commission

45

Eligibility

Coverage

Enterprises and their Workers

✓ Tier 1 – Minimum Wage Workers ✓ Tier 2 – All Enterprises and Workers

Two-Tiered Wage System is

designed to more effectively protect the poor and vulnerable workers and enable enterprises to improve productivity and gain-sharing. The 1st tier is the mandatory minimum wage set slightly higher than the poverty threshold to meet basic needs of workers and their families. The 2nd tier on the voluntary productivity-based pay scheme encourages workers and enterprises to engage in productivity improvement

and gains haring schemes as a means to tighten the link between pay and performance overtime. The voluntary productivity-based pay is implemented through the issuance of industry specific advisories containing an assessment of past industry performance and outlook, as well as recommendations on the range of productivity-based incentives. It emphasizes the need for workers and management to be involved in the development and implementation of productivity improvement programs.

Two-Tiered Wage System (TTWS) National Wages and Productivity Commission

46

Accomplishment

Year Performance

Indicators Target

Accomplishment Budget (‘000)


2018

Wage Orders (WOs) issued

16 (as necessary)

9 WOs issued ₱24,778 ₱12,327 (as of

June) (50%)

Productivity Advisories issued

4 advisories issued

2017


16 (as necessary) 10 WOs issued ₱24,397 ₱24,397 (100%)


3 advisories issued

2016


16 (as necessary)

9 WOs issued ₱20,518 ₱20,429

(99.57%)


Continuing monitoring and

documentation of adopted PIP

1 advisory issued

47

PROFESSIONAL REGULATION COMMISSION (PRC)



ORGANIZATIONAL OUTCOME: Highly ethical, globally competitive and recognized Filipino professionals ensured

Professional Licensure Program

Outcome Indicators:

Percentage of graduates in all certificate course given professional certification

56%

56%

Output Indicators:

Percentage of applications for licensure examinations acted upon within two (2) days from filing

100%

100%

Percentage of test items prepared/formulated/peer reviewed by the Professional Regulatory Boards

98%

98%

Percentage of statistical data for monitoring of school performance generated within one day after the release of examination results

100%

100%

Professional Regulation Program

Outcome Indicators

Percentage increase in number of professionals registered under various mutual recognition arrangements within ASEAN and other countries including international trade arrangements where the Philippines is a signatory

5%

6%

Percentage of cases resolved within three (3) months

4%

8%

Output Indicators:

Percentage of request for professional identification cards (PICs) and registration certificates acted upon within the prescribed timeframe

100%

100%

Percentage of complaints with investigations conducted

100%

100%

Number of institutions and establishments where professionals are employed that are inspected and monitored

1,062

1,160

48

Professional Database Management Program

Outcome Indicators:

Percentage reduction of process cycle time of frontline services upon conversion to online services

95%

96%

Output Indicators:

Percentage increase in the number of applicants and professionals provided with online services

60.80%

30.54%

49

Highly ethical, globally competitive and recognized Filipino professionals ensured

Professional Regulation Program

Mutual Recognition Arrangements (MRA) / Mutual Recognition of Professional Qualifications (MRPQ)

Professional Licensure Program

Continuing Professional Development (CPD)

50

Eligibility


✓ Registered and Licensed Professionals

✓ Professional Identification Card (PIC)

Accomplishment (CPD providers and programs accredited)



2018 170 CPD providers 422 248

₱1,000 ₱212.897 2,320 CPD programs 7,379 318


₱640 ₱755 2,210 CPD programs 7,881 357


₱500 ₱446.723 2,200 CPD programs 3,739 170

profession, based on the issued operational guidelines per profession, has a specific required number of credit units to earn for every period of three (3) years, which is the length of validity of the PIC, to comply with the renewal and CPD requirements. Any excess credit units shall not be carried over to the next three-year period except for the credit units earned from doctorate and master’s degrees or specialty trainings which shall only be individually credited only once during the entire compliance period. All duly validated and recognized CPD credit units earned by a professional shall be accumulated and transferred from academic to professional and vice versa in accordance with the Pathways and Equivalencies of the Philippine Qualifications Framework (PQF).

Continuing Professional Development (CPD) Professional Regulation Commission

Continuing Professional Development

(CPD) refers to the inculcation of advanced knowledge, skills and ethical values in a post-licensure specialization or in an inter- or multidisciplinary field of study, for assimilation into professional practice, self-directed research and/or lifelong learning. The CPD is a mandatory requirement in the renewal of the Professional Identification Cards (PICs) of all registered and licensed professionals under the regulation of the PRC. Each

51

Eligibility


✓ Registered and Licensed Professionals

✓ Has completed a recognized engineering, architecture and accountancy programs or its equivalent in a University or school accredited by CHED.

✓ Granted a Nursing, Medical and Dental Qualification. ✓ Possesses a current and valid professional registration or licensing Certificate to

practice engineering, architecture, accountancy, nursing, medicine and dentistry in the Philippines issued by PRC.

✓ Has gained the required active and practical experience:

• Not less than seven (7) years for engineering

• Not less than 10 years for architecture

• Not less than three (3) within five (5) year period for accountancy

• Not less 3 continuous years prior to the application for nursing

• Not less than 5 continuous years in the country of origin for medicine

• Not less than 5 continuous years in the country of origin for dentistry

Mutual Recognition

Arrangements (MRA) are

instruments signed by the ten (10)

ASEAN Member States to: 1)

facilitate the mobility of professionals;

2) exchange information in order to

promote adoption of best practices

on standards of education,

professional practice, and

qualifications; 3) conform to the spirit

of ASEAN co-operations based on

fair distribution of resources and

benefits through collaborative

Mutual Recognition Arrangements (MRA) / Mutual Recognition of Professional Qualifications (MRPQ)

Professional Regulation Commission

researches; and 4) encourage, facilitate, and establish mutual recognition of professionals and set up

standards and commitment of technological transfer among ASEAN Member States.

When the Filipino ASEAN professional is assessed and accredited as an ASEAN professional, his/her qualification will be recognized by all member states. This will allow him/her to practice in any member state in collaboration with a local professional, depending on the domestic regulations of the host member state.

Mutual Recognition of Professional Qualifications (MRPQ), on the other hand, is an alternative initiative adopted by the PRC to give professionals the leeway to expand to other countries through alternative modes of collaboration. They can establish communication and consult with professionals and counterpart professional organizations in other countries other than those among the ASEAN member states (AMS). as qualified to practice in the Host Country.

52

✓ Has complied with the CPE/CPD program/policy of the Philippines at a satisfactory level.

✓ Has complied with the CPE/CPD program/policy of the Philippines at a satisfactory level mandated by Nursing Regulatory Authority (NRA) for Nursing, Professional Medical Regulatory Authority (PMRA) for Medicine, and Professional Dental Regulatory Authority (PDRA) for Dentistry.

✓ Certification of no record or pending investigation of having violation of technical, professional and ethical standards, local and international, for the practice of profession

• NRA of the country of origin for the practice of nursing

• PMRA of the country of origin for the practice of medicine

• PDRA of the country of origin for the practice of dentistry ✓ Compliance with any other requirements, such as to submit for a personal medical

examination for nursing. ✓ Compliance with any other assessment or requirements, as may be imposed on any

such applicant for registration as deemed fit by the PMRA or other relevant authorities of the host country for Medicine, and PDRA for Dentistry.

✓ Has not been charged or convicted of any serious violation of technical, professional and ethical standards, local and international, for the practice of profession or of any crime involving moral turpitude.

✓ Has confirmed signature on the Statement of Compliance with Code of Ethics.

Accomplishment (professional qualifications recognized)



2018

Rendered and provided technical assistance to the PRBs towards the

establishment of MRPQ

Rendered and provided 100% technical

assistance to the PRBs towards the

establishment of MRPQ

100 5,104 1,096.837

2017 9 professions 5 professions already signed instrument of

collaboration 55 9,671 2,871.202

2016 7 professions

recognized

2 professions already signed instrument of

collaboration 29 9,671 3,007.088

53

NATIONAL MARITIME POLYTECHNIC (NMP)



ORGANIZATIONAL OUTCOME: Employability and competitiveness of Filipino Seafarer enhanced

Maritime Skills Competency Program

Outcome Indicators:

Percentage of seafarer-trainees employed a year after completion of training

82%

82%

Percentage of seafarer-trainees whose jobs after completion of training are related to skills acquired

54%

55%

Output Indicators:

Number of trainees 10,000

10,000

Number of courses developed and approved by the authority

2

Percentage of trainees issued with certification within 72 hours from successful completion of all course requirements

100%

100%

Percentage of trainees issued a Training Completion Record of Assessment (TCROA) within 72 hours after completion of assessment

100%

ORGANIZATIONAL OUTCOME: Maritime manpower sector improved through quality research

Maritime Research Program

Outcome Indicators

Percentage of maritime-stakeholder participants in research dissemination for a who rate the completed researches as good or better

100%

80%

Percentage of research papers used as input to policy formulation and program development

75%

Output Indicators:

Number of researches completed 2

4

Percentage of completed researches disseminated to and utilized by maritime stakeholders within (1) year from completion

100%

100%

54

Employability and competitiveness of Filipino Seafarer enhanced

Maritime Training and Assessment

Maritime Skills Competency

Program

55

Maritime Training and Assessment National Maritime Polytechnic

The conduct of maritime upgrading,

specialized and basic training programs and competency assessment involve theoretical and practical exercises that are in accordance with the 2010 Amendments to the International Convention on Standards of Training, Certification and Watchkeeping (STCW) of 1978, as amended. These trainings cater to both domestic and international shipping requirements for the enhanced employability of Filipino seafarers.

Other programs offered are value-adding trainings that address psycho-social issues and concerns in the maritime sector. Trainings for maritime instructors, assessors and supervisors are also conducted to boost the capabilities and competencies of faculty in maritime higher education institutions (MHEIs) and training institutions (MTIs).

The duration of trainings run from one (1) day to thirty (30) days dependent on the course to be attended.

Deck Courses

• Ratings Forming Part of Navigational Watch (RFPNW)

• Operational Use of Electronic Chart Display Information System (OUECDIS)

• Ship Simulator and Bridge Teamwork (SSBT)

• New Management Level Course-Deck Functions 1, 2 & 3

• Updating Training for Officer-in-Charge of Navigational Watch (UTOICNW)-Plan A

• Updating Training for Officer-in-Charge of Navigational Watch (UTOICNW)-Plan B

• Updating Management Level Course (MLC) -Deck Function 1

• Updating Management Level Course (MLC) -Deck Function 3

Specialized Courses

• General Operator’s Certificate for GMDSS (GOC for GMDSS)

• Medical Emergency First Aid (MEFA)

• Advanced Training in Fire Fighting (ATFF)

• Refresher Training in Advanced Fire Fighting (RTAFF) Professional Development Courses

• Training Course for Instructors (IMO Model Course 6.09)

• Training Course on Assessment, Examination and Certification of Seafarers (IMO Model Course 3.12)

• Training Course for Simulator Instructors and Assessors (IMO Model Course 6.10

Engine Courses

• Ratings Forming Part of Engineering Watch (RFPEW)

• Control Engineering (CE)

• Auxiliary Machinery System (AMS)

• Marine Electrical System (MES)

• Marine Refrigeration and Air Conditioning (MRAC)

• Engine Room Simulator (ERS) Basic Courses

• Basic Training (BT)

• Prevention of Alcohol and Drug Abuse in the Maritime Sector (PADAMS)

• STD/HIV/AIDS Prevention in the Maritime Sector (SHAPIMS)

• Ship Security Awareness Training and Seafarers with Designated Security Duties (SSAT & SDSD)

• Gender Sensitivity Training for Seafarers (GSTS)

• Refresher Training with Updating Training for Basic Safety (BTR w/ BTU)

• Proficiency in Survival Craft and Rescue Boat (PSCRB) other than Fast Rescue Boats

• Refresher Training in PSCRB

• Consolidated MARPOL 73/78

• Safety Training for Boat Captain & Marine Diesel Mechanic (BCMDM)

• Basic Safety Training for Motorboat Handlers/Operators and Fishermen (MBHOF) with Typhoon Preparedness

Seafarers can avail of the NMP-OWWA (Overseas Workers Welfare Administration) Seafarers’ Upgrading Program (SUP) or Skills-for-Employment Scholarship Program which entitles the beneficiary to receive financial assistance for training costs from the OWWA.

56

Eligibility


✓ Filipino seafarers ✓ maritime cadets ✓ aspiring seafarers ✓ maritime instructors, assessors

and supervisors ✓ other maritime- allied personnel/

professionals

✓ Certificate of Live Birth (PSA authenticated) for first time

enrollee ✓ School Diploma/ Transcript of Records/ School Certification

with seal ✓ 1 pc 2x2 colored ID picture for each course (except Basic

Training which requires 4 pcs. 2x2 colored ID pictures), with white background, computerized name tag and in uniform (for marine graduate) plain white polo (for non-marine graduate)

✓ 1 pc 1x1 ID picture Specific Requirements:

✓ Basic Training

• Medical Certificate

• Accident Insurance Policy (from Philippine Red Cross) ✓ PSCRB and ATFF

• Basic Training (BT) Certificate

• Medical Certificate

• Accident Insurance Policy (from Philippine Red Cross)

Additional Requirements:

✓ MARINA/PRC License (for Marine Officers) ✓ Notice of Award (for OWWA-sponsored trainees) ✓ Referral Letter (for company-sponsored trainees) ✓ Laptop (for TCI (IMO 6.09 and 3.12) trainees)

Accomplishment (seafarer trainees)

Year Target Accomplishment Budget ‘(000)


2018 12,000 4,409 37 ₱103,086 60.75%

2017 10,000 10,320 103 ₱118,806 95.81%

2016 10,000 11,232 112 ₱139,970 95.82%

57

NATIONAL CONCILIATION AND MEDIATION BOARD (NCMB)



ORGANIZATIONAL OUTCOME: Labor-management relations improved

Labor-Management Partnership and Empowerment Program

Outcome Indicators:

Percentage of incidence of Preventive Mediation

(PM) and Notices of Strike/Lockout (NS/L) cases

involving companies with Labor Management

Cooperation/Councils/Committees (LMCs) and/or

Grievance Machineries (GMs)

a. Percentage of Incidence of PM and NS/L

cases involving companies with LMCs

6%

Not more than 10%

b. Percentage of Incidence of PM and NS/L case

involving companies with GMs

8%

Not more than

10%

Output Indicators:

LMCs facilitated 299

357

LMCs enhanced 1,488

1,697

GMs institutionalized/operationalized 314

357

GMs enhanced 1,476

1,697

ORGANIZATIONAL OUTCOME: Labor disputes effectively settled/resolved

Labor Case Management Program

Outcome Indicators:

Percentage of Notices of Strike/Lockout handled which resulted to strike incidence

4%

Not more than 6% of NS/L

handled

Output Indicators:

Disposition rates of:

a) Actual Strike/Lockout (AS/L) 100% 100%

b) Voluntary Arbitration 54%

60%

Settlement rates of: a) Requests for Assistance (RFAs) 59% 77% b) Preventive Mediation (PM) 89% 85% c) Notice of Strike/Lockout (NS/L)

80%

70%

Percentage of cases / RFAs settled within process cycle time (NS/L, PM, and SEnA)

60%

70%

58

Labor disputes effectively settled/resolved

Conciliation-Mediation

Labor Case Management

Program

59

Eligibility


✓ Organized workers with CBAs ✓ Non-unionized workers who are

in the stage of organizing ✓ Unorganized workers (for workers

seeking assistance under the Single Entry Approach (SEnA) program

✓ Duly-accomplished Form 01 (Notice of Strike/ Lockout,

Request for Preventive Mediation Assistance, Request for Assistance under SEnA)

✓ For NS/L and PM, it is necessary that proof of service to the other party is attached to Form 01

Conciliation-Mediation National Conciliation and Mediation Board

Conciliation-mediation is a mode of

dispute settlement that brings together two disputing parties to negotiate and settle their differences. It is a process of rational and orderly discussion of their labor dispute between the parties under the guidance of a Conciliator-Mediator.

To differentiate, conciliation is a mild form of intervention by a neutral third party, the Conciliator-Mediator, relying on his persuasive expertise, takes an active role in assisting parties by trying to keep an open communication

between disputants, facilitating other procedural niceties, carrying messages back and forth between the parties, and keep things forward-looking in a situation. Mediation is an intervention whereby the Conciliator-Mediator, advised the parties or offers solutions or alternatives to the problems with the end in view of assisting them towards voluntarily reaching their own mutually acceptable settlement of the dispute.

The DOLE, through the National Conciliation and Mediation Board (NCMB), promotes conciliation-mediation as the preferred mode of resolution of unfair labor practices and bargaining deadlock issues to prevent notice of strikes/lockout and preventive mediation cases from maturing into actual work stoppages. In case of actual work stoppage, the conciliation-mediator continues to settle the disputes at the earliest possible time to prevent or minimize its effect to the workers, company and the economy.

60

Accomplishment



2018

Not more than 6% of Notices of Strike/Lockout

(NS/L) handled resulted to strike incidence

(as of June)

2.33% (3/129)

• AS/L Monitored - 4

• AS/L with NS/L - 3

• Wildcat Strike - 1

• NS/L Handled - 129

100 ₱8.735M ₱4.674M

2017

Incidence of work stoppages maintained at a

single digit level

9

• With NS/L – 7

• Wildcat Strike – 2

100 ₱8.992M ₱8.261M

2016

15

• With NS/L – 8

• Wildcat Strike – 3

• Without the required strike vote report submitted to the

• NCMB – 3

• Strike conducted before the expiration of the Strike Ban Period - 1

₱7.448M ₱6.974M

61

NATIONAL LABOR RELATIONS COMMISSION (NLRC)



ORGANIZATIONAL OUTCOME: Due process in resolving labor dispute ensured

Labor Arbitration Program

Outcome Indicators:

Percentage increase in cases resolved through

conciliation-mediation

58%

60%

Output Indicators:

Percentage of original/appealed cases processed within nine (9) months or 270 days / six (6) months or 180 days

92%

96%

Percentage of decisions affirmed by a higher court 98%

98%

Percentage of cases resolved within three (3) months from filing of case

65%

68%

Due process in resolving labor dispute ensured

Labor Arbitration Program

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Eligibility


✓ Resolution of labor disputes involving local and OFWs

✓ Any Identification Card (ID) of aggrieved workers

Accomplishment (Disposition rate)



2018 94% 20,807 95% ₱669,632 ₱268,315

2017 40,000 42,597 106% ₱447,403 ₱447,403

2016 38,700 39,904 103% ₱415,879 ₱415,879

Labor Arbitration Program National Labor Relations Commission

The Labor Arbitration Program is

tasked to promote and maintain industrial peace based on social justice by resolving labor and management disputes involving both local and overseas workers through compulsory arbitration and alternative modes of dispute resolution. It aims to:

• Provide speedy and efficient resolution of cases

• Ensure quality of decisions

• Provide speedy and effective enforcement of judgment

• Enhance process, operational support and integrity development services. Components of the program include Operations (Single-Entry Approach, Compulsory Arbitration Services, and Resolution of Appealed Cases) and General and Administration Services.

63

PHILIPPINE OVERSEAS EMPLOYMENT ADMINISTRATION (POEA)



ORGANIZATIONAL OUTCOME: Empowerment and Protection of Overseas Filipino Workers ensued

Overseas Employment and Welfare Program

Outcome Indicators:

Percentage of clients who rate POEA serves as good or better

94%

94%

Percentage of registered jobseekers placed for overseas employment

5%

5%

Output Indicators:

Percentage of Overseas Employment Certificates issued within the prescribed period

100%

100%

Percentage of documented workers with updated and complete information in the database

50%

50%

Overseas Employment Regulatory Program

Outcome Indicators

Percentage of licensed recruitment and manning agencies compliant with recruitment rules and regulations

80%

80%

Percentage decrease in the number of illegal recruitment complainants

15%

15%

Output Indicators:

Percentage of licenses, Special Recruitment Authority and Letter of Acknowledgement issued within the prescribed period

100%

100%

Percentage of cases filed up to June of the current year disposed by December of the same year

40%

40%

Percentage of licensed recruitment and manning agencies inspected and assessed

80%

80%

64

Documentation of OFWs

Overseas Employment and Welfare

Program

Empowerment and Protection of Overseas Filipino Workers ensued

Assistance to Illegal Recruitment/

Trafficking-in-Person Victims (AIR-TIP)

Overseas Employment Regulatory Program

65

Documentation of OFWs Philippine Overseas Employment Administration / Philippine Overseas Labor Offices

The DOLE, through the Philippine

Overseas Employment Administration (POEA) and the Philippine Overseas Labor Offices (POLOs), intensifies its efforts to ensure that OFWs, particularly those in vulnerable occupations, are properly documented as a form of protection. The POEA evaluates and processes the documents of applicants for overseas employment to ensure that their contracts conform to the standards and requirements governing the

employment of Filipino workers overseas; and issues the Overseas Employment Certificates (OECs) to certify that they have valid overseas employment contracts to work overseas. To facilitate faster processing of documents, the POEA implements the following: 1. New Hires Online Services for Recruitment and Manning Agencies. These involve the submission to

the POEA by licensed agencies recruiting land-based and sea-based workers of their new hires’ employment documents using the Internet, and paying the processing fees online. The online services, which promote paperless transactions, save time, track updates, and costs less, include the e-Payment System for Agency-Hired Workers, Online Recruitment Application on Special Recruitment Authority (SRA) and Letter of Authority.

2. Balik-Manggagawa (BM) Online Processing System. This is a web-based facility that enables the Balik-Manggagawa (BM) or vacationing OFW to apply online for Overseas Employment Certificate (OEC) and have the approved OEC printed by him/her anywhere, anytime. The system aims to expedite the issuance of OEC to vacationing OFWs who will return to their respective foreign employers/ principals. The opening page of the system contains an instructional video that will guide the BM in using the facility.

OFWs on vacation returning to the same employer/principal and jobsite, with employment visa/work permit, have a record in the POEA database, and previously issued OEC/E-Receipt under the same employer/principal may avail of the BM Online Processing System. On-site, the POLOs conduct verification of overseas employment documents to ensure that the Job Orders are authentic and sufficient, and the terms and conditions of employment in the individual contracts are fair, decent, and just, in accordance with the Philippine Laws, ensuring that labor and social welfare laws in the receiving country are fairly applied to migrant workers and other overseas Filipinos. assistance to residence, emergency medical assistance and stress de-briefing.

66

Eligibility

Coverage ✓ Filipino citizens who are eligible for overseas employment

Requirements

✓ For Agency-Hired Workers: Request for Processing to be submitted by deploying licensed recruitment agency with attached documentary requirements for both land-based and sea-based workers

✓ Name-Hires Workers: Skilled and Professional Workers

• Passport with validity period of not less than six (6) months from intended date of departure

• Valid visa, entry/work permit, No Objection Certificate (NOC) or equivalent documents

• Employment Contract

• Valid Medical Certificate from DOH accredited Medical Clinic authorized to conduct medical examination for OFWs

• Pre-Departure Orientation Seminar (PDOS) Certificate issued by OWWA

• For Canada bound workers – Labor Market Opinion (LMO) and Canadian Letter

• For USA bound workers Labor Condition Application (LCA) and Notice of Action ✓ Name-Hires Workers: Low-skilled Female Workers


• Valid visa, entry/ work permit, No objection Certificate (NOC) or equivalent documents

• Employment Contract ❖ Verified Employment Contract (in countries where there is POLO) ❖ Authenticated Employment Contract by the Philippine Embassy (in countries where there is

no POLO)

• Company Profile of foreign company/ employer

• Valid Medical Certificate form DOH accredited Medical Clinic authorized to conduct medical examination for OFWs

• PDOS Certificate issue by OWWA

• For Canada bound workers- LMO and Canadian letter

• For USA bound workers- LCA and Notice of Action

• CA and Notice of Action

• DOLE Clearance ❖ Sworn affidavit/ sworn statement on how the worker secured her/ his employment ❖ Employer’s profile (Company, Position, Company’s Address, Contact Numbers and Valid IDs) ❖ Proof of Relationship

▪ If employer is a relative (Birth Certificate of employer and worker, valid Ids, Marriage Certificate (as may be required)

▪ If employer is a friend (Proof of friendship and valid IDs) ✓ Balik-Manggagawa (BM) Workers

• OFW Information Sheet

• Valid Passport


• Employment Contract, company ID (as may be required) ✓ Household Service Workers (HSWs)



• Employment Contract ❖ Verified Employment Contract (in countries where there is POLO) ❖ Authenticated Employment Contract by the Philippine Embassy (in countries where there is

no POLO)

• Valid Medical Certificate form DOH accredited Medical Clinic authorized to conduct medical examination for OFWs

• TESDA National Certificate II (NC II) for HSW

67

• Comprehensive Pre-Departure Education Program (CPDEP) Certificate issued by OWWA

• Request for exemption from Direct Hiring Policy issued by POLO at the worksite (for direct hired HSW)

• At least 23 years old

Accomplishment (OFWs documented)

Year Target

Accomplishment

Landbased Seabased Total

New Hires Rehires Sub-total

2018 p/ 2,679,639 247,428 975,229 1,222,877 440,220 1,662,877

2017 p/ 2,525,152 549,358 1,694,413 2,243,771 510,230 2,754,001

2016 2,777,667 610,381 1,441,493 2,051,874 501,005 2,552,879

68

Eligibility


✓ OFWs ✓ Worker-applicant for overseas employment ✓ Victims of illegal recruitment, trafficking-in-person,

recruitment violation ✓ Complainants against erring employer and OFW

✓ Information Sheet ✓ Complaint Form ✓ Affidavit

Accomplishment (OFWs provided with assistance)

Year Accomplishment Budget


2018 14,850 (as of June)

2017 15,337

2016 17,170

Assistance to Illegal Recruitment/Trafficking-in-Person Victims (AIR-TIP)

Philippine Overseas Employment Administration

The POEA’s AIR-TIP provides free

legal assistance to complainants who are victims of illegal recruitment and recruitment violations of licensed and unlicensed recruiters, trafficking-in-person, and violations of POEA Rules and Regulations by foreign employers. Free legal assistance includes the provision of legal advice, referrals for conciliation, assistance in the preparation of complaints and supporting documents, filing of administrative charges for recruitment

violations, institution of criminal actions and assistance during preliminary investigation and trial.

69

Accomplishment (Prosecution of Illegal Recruitment (IR) cases)

Year


Endorsed for Preliminary

Investigation

No. of cases handled for Preliminary

Investigation

No. of victims assisted

Convictions Allocation Utilization

2018 36 27 84 8

2017 93 61 128 6

2016 91 60 84 4

Accomplishment (Operations and Surveillance)

Year


Surveillance Conducted

Establishment Closed

Entrapment Allocation Utilization

2018 58 2 0

2017 159 10 0

2016 204 10 10

70

OVERSEAS WORKERS WELFARE ADMINISTRATION (OWWA)



ORGANIZATIONAL OUTCOME: Social Protection for OFWs Enhanced

Social Protection and Welfare for OFWs Program

Outcome Indicators:

Percentage of scholars employed within six (6) months after graduation

70%

Percentage of trainees deployed two (2) weeks after the training

70%

Number of business enterprise established 25,438

Percentage of workers who rated the repatriation service as satisfactory or better

70%

Percentage of beneficiaries who rated insurance benefit program as satisfactory or better

70%

Output Indicators:

Number of graduates

30,827

Percentage of trainees who rated the pre-departure seminar as satisfactory or better

70%

Number of livelihood grantees

25,438

Percentage of workers repatriated within the prescribed time frame

100%

Percentage of claims released within the prescribed time frame

100%

71

• Reintegration Services

• Education and Training Assistance

Social Protection and

Welfare for OFWs Program

Social Protection for OFWs Enhanced

72

Eligibility (Balik-Pinas, Balik-Hanapbuhay Program)


Returning OWWA members, active or non-active, who were: ✓ Displaced by hostilities or wars/political conflicts, policy

reforms or changes by host governments ✓ Victims of illegal recruitment or human trafficking or

other distressful situations; ✓ Distressed wards at the Migrant Workers and Overseas

Filipinos Resource Centers who are due for repatriation ✓ Repatriated OWWA-members who were employed by

foreign employers which are beset with financial difficulties due to economic conditions, such as construction and maintenance companies in Saudi Arabia

✓ Application Form (with Undertaking

that the cash assistance will be used solely for self-employment or for starting or expansion of livelihood project or business)

✓ Certificate of Entrepreneurial Development Training

✓ Business Plan/Proposal approved by RWO Director indicating sustainability/feasibility of the chosen livelihood undertaking

✓ Proof of repatriation or return to the Philippines (passport or travel documents, airline ticket)

Reintegration Services Overseas Workers Welfare Administration

The OWWA Reintegration Program

is a means of mainstreaming returning OFWs into the Philippine society. It covers 2 major components—the psycho-social and economic components.

• The psycho-social component consists of capacity building though community organizing and maintaining/assisting the OFW Family Circles (OFCs), and services like stress debriefing, values formation,

financial literacy, leadership seminar, organizational development, etc.

• The economic component, on the other hand, includes social preparation programs for livelihood/enterprise development or community-based income generating projects, skills training, provision of financial assistance for livelihood undertaking and credit facilitation/lending.

73

Eligibility (Enterprise Development and Livelihood Program)


✓ OWWA members (active or non-

active) ✓ Partnerships, corporations &

cooperatives whose members are OFWs who have been certified as OWWA members

✓ Should have completed the capacity building program—EDT

✓ Certificate of Completion from OWWA of the Capacity Building

Program / Enhanced Entrepreneurial Development Training (EDT) ✓ With Contract Growing Agreement, Purchase Order or Service

Contract (if any) ✓ OWWA Certification that the borrower is a bonafide overseas worker ✓ Special Power of Attorney (SPA), if applicable

• For those not in the Philippines, SPA must be duly authenticated by the Consul)

✓ Two valid IDs with signature ✓ Duly Filled-Out Application Form w/ Statement of Assets & Liabilities

(SAL) ✓ Business Plan (including Financial Projections, Source of Equity, List

of Suppliers/Markets or Buyers and Contact Numbers) ✓ Barangay Certification as to residency in relation to given address ✓ Proof of Billing address (Meralco, Water, Phone, Cable, Internet etc.) ✓ Sketch of place of residence ✓ Others:

• Collateral Documents: ❖ Post Dated Checks ❖ Mortgageable assets of the borrower (any or combination

of REM, Chattel, Deed of Assignment, Contract Agreement, Purchase Order and PDC)

❖ or any loan security acceptable to the bank

• Other documents as maybe required by the LANDBANK Legal Department and / or approving official in relation to the nature of business applied for

Accomplishment (returning OFWs provided with skills training and livelihood

assistance)

Year Accomplishment Budget


2018

20,877

(as of June)

2017 21,294

2016 5,340

74

Eligibility (Seafarers' Upgrading Program (SUP)


Seafarers with valid OWWA membership contribution at the time of application shall be entitled to avail of SUP under any of the following condition:

✓ Single contribution for first time availment ✓ Subsequent entitlements every three (3) recorded

payments of OWWA membership contribution

✓ Proof of OWWA membership ✓ Accomplished application form ✓ Seafarer’s Identification and Record

Book and/or Passport (valid original copy)

✓ 2” x 2” photos (2 copies)

3. Information Technology Training Program (ITTP) – a 5-day training program implemented both in-

country and onsite by in-house IT personnel aimed at enhancing the skills of the OFWs or their dependents on the use of information technology. This includes the use of internet and training in Microsoft word, excel and PowerPoint to improve their computer literacy. Implemented in 2005.

Education and Training Assistance Overseas Workers Welfare Administration

The OWWA Education and

Training Assistance - Short-Term Courses are short-term scholarship/training grants to qualified OFWs and/or their dependents aimed at enhancing their employability through provision of specialized skills upgrading courses in accredited training institutions.

Under this are the following programs:

1. Skills-for-Employment Scholarship Program (SESP) - a

short term (6 months to 2 years) training program consisting of a maximum of Php14,500.00 per training course leading to completion of a technical or vocational course in any school accredited by TESDA, MARINA, and other government training institutions. Implemented in 1985.

2. Seafarers' Upgrading Program (SUP) - a short-term training program for seafarers consisting of a

maximum of Php7,500.00 per upgrading course in accredited maritime training centers/institutions to ensure competitive advantage in meeting International Maritime Organizations competency standards.

For the first availment, a single OWWA membership contribution entitles a seafarer to a training course of his/her choice; subsequent entitlements shall be allowed every after 3 recorded payments of OWWA membership contributions. Implemented in 2004.

75

4. Updating Management Level Courses (UMLC) – a financial subsidy amounting to Php7,500.00 given

to active OWWA member-seafarers (3rd and 2nd Mates, 4th and 3rd Engineer Officers) who need to undergo a management level program to be eligible for certification as management level officers (Masters, Chief Mates, Chief Engineers and 2nd Engineers). Implemented in 2017.

The OWWA Education and Training Assistance- Baccalaureate Courses - are scholarship programs granted to qualified and deserving OFW-dependents who intend to enroll in any 4 to 5 year baccalaureate courses.

Under this are the following programs:

1. Education for Development Scholarship Program (EDSP) – a scholarship grant to qualified dependents of OFWs consisting of a maximum of Php60,000.00 per school year until the completion of baccalaureate course (4-5 years). For incoming freshmen, the selection of scholars is determined through the DOST national examinations. Only the top 400 passers are considered for entry as freshmen; 600 slots are for those who are already enrolled in college. Implemented in 2004.

Eligibility (Education for Development Scholarship Program (EDSP)


✓ The scholarship grant is only provided

once per family of an active OWWA member-OFW

✓ The dependent applicant must not be a recipient of any other scholarship grants

✓ The dependent applicant has not previously taken the EDSP qualifying examination and any post-secondary /vocational or undergraduate/college units

✓ Accomplished EDSP Application Forms (2 copies) ✓ 2” x 2” photos (2 copies) ✓ Birth Certificate authenticated by PSA ✓ Certificate of Good Moral Character ✓ Form 137 of incoming first year college or Transcript of

Records or Certificate of Grades for those already enrolled in college

✓ Certification from the Principal that the applicant obtained a general weighted average (GWA) of 80% and that she/he belong to the top 20% of the graduating class

2. OFW Development Scholarship Program (ODSP) - a scholarship program that offers financial assistance amounting to Php20,000.00 per school year to qualified dependents of OFWs who receive a monthly salary of not more than US$600.00, and who shall enroll, are currently enrolled or have been enrolled in any four-year or five-year baccalaureate course or associate course in any college or university. Implemented in 2010.

76

Eligibility (OFW Development Scholarship Program (ODSP)


✓ Legal dependents of an active OWWA

member-OWF whose monthly salary is US$400 or below

✓ Legal dependent refers to only 1 child of married or single or only 1 sibling of member-OFW

✓ Qualified legal dependent must be single and not more than 21 years old

✓ He/she must be a high school graduate, physically, mentally and morally fit

✓ He/she must pass the entrance examination conducted by state college/university in OWWA Regional Offices where she intends to enroll

✓ The dependent-applicant must not be a recipient of any other scholarship grants

✓ Accomplished Application Form (2 copies) ✓ 2” x 2” photos (2 copies) ✓ Proof of relationship to OWWA member (e.g. PSA or

Local Civil Registry (LCR)-authenticated birth certificate and certificate of no marriage, if OFW is single)

✓ Form 137 for incoming first year college or Transcript of Records or Certificate of Grades for those already enrolled in college

✓ Medical certificate / clearance from any DOH-accredited hospital/center/clinic

✓ Certificate of Good Moral Character issued by the principal/guidance counselor

✓ Accomplished original copy of the Scholarship Agreement

3. Education and Livelihood Assistance Program (ELAP) - Education Component. This a program

for: a. dependents of deceased OFWs who were active OWWA members at the time of death* b. dependents of OFWs who are/were incarcerated/convicted and meted out the death penalty

in foreign countries who have at least 1 OWWA membership contribution

A special benefit package intended to cover the continuous education of an eligible dependent until college, regardless of his/her preference. A maximum of Php 5,000.00 for K+elementary (Kinder to Grade 6), Php 8,000.00 for high school (Grade 7 to Grade 12) and Php 10,000.00 for college level per school year is granted to the qualified dependent. Implemented in 2010.

Accomplishment (OFWs and their dependents benefitted from the Educational

Support Services)

Year

Accomplishment

Degree Courses Short Term Courses

New Scholars

Scholars Maintained

Graduates Graduates

2018 1,347 7,207 695 12,899

2017 1,744 7,345 820 31,039

2016

544 7,871 1,375 29,049

77

EMPLOYEES COMPENSATION COMMISSION (ECC)

Rehabilitation of the Persons with Work-Related Disability

Program

Reintegration into economic mainstream after provision of rehabilitation services (Employment: formal, informal, self-employed)

Katulong at Gabay sa Manggagawang May Kapansanan (KaGaBay)

78

Eligibility


✓ Persons with Work-Related Disabilities (PWRDs)

Accomplishment (PWRDs provided with various rehabilitation services)

Year Target

Actual Accomplishment Budget

Entrepreneurial/ Skills Training

Physical/ Occupational

Therapy Prosthesis Allocation Utilization

2018 (as of July)

656 205 173 41 24,865,587 10,905,403.23

(44%)

2017 598 284 271 53 8,952,715 8,794,018.17

98%

2016 533 278 252 60 5,633,500 5,289,159.55

94%

Katulong at Gabay sa Manggagawang May Kapansanan (KaGaBay) Employees’ Compensation Commission

Katulong at Gabay sa Manggagawang

May Kapansanan or KaGaBay is an

assistance program for persons with

work-related disabilities (PWRDs)

aimed at facilitating their re-integration

into the economic mainstream either

through skills training and placement

assistance or through entrepreneurial

training and assistance in the setting-up

a micro-enterprise or home-based

business.

79

OCCUPATIONAL SAFETY AND HEALTH CENTER (OSHC)

•OSH Research Agenda

• Advocacy and Information Dissemination

Research and Development

Program

Knowledge Base and Policies on OSH Improved

•OSH Training Programs

•OSH Technical Services

•OSH Best Practices

Technical and Advisory Program

Awareness and Capacity on OSH in Priority Areas Improved

80

Occupational Safety and Health Program Occupational Safety and Health Center

The program covers the preventive

aspects of occupational safety and

health both in the public and private

worplaces. As the authority on OSH,

the Occupational Safety and Health

Center (OSHC) fullfills its mission

through research, training, information

dissemination and technical services.

The OSHC has a staff of specialists in

various fields of OSH and draws on

national and foreign expertise when

needed.

The OSHC serves as a clearing house of information and it has developed innovative methods and approaches

in dealing with OSH problems. Mechanisms has been placed to provide the greatest number of workers and

establishments possible with technically correct data on OSH. To fastrack the dissemination of OSH information,

conduct of OSH conferences/summits shall be sustained for FY2017, especially in the farflung regions of the

country.

To strengthen capacity building for safety practioners nationwide, the OSHC shall conduct mandatory courses

such as the Basic Occupational Safety and Health (BOSH) and the Construction Safety and Health (COSH)

training courses. It will aslo intensify the conduct of OSH orientations in priority areas. The OSHC has commited

to sustain the need to conduct these courses as well as the conduct of specialized OSH training courses to add

value to business by preventing injuries and illnesses and decreasing workers’ compensation costs. This will

eventually enhance productivity, profits, workers’ morale and sound labor relations.

The OSHC has undertaken studies on the safety and health condition of workers in both government and private sectors. It has also paid particular attention to vulnerable sectors such as the informal sector, women, and the young workers. Often undertaken through inter-agency cooperation, the researches and studies of OSHC are being desgined to generate primary data on the nature and quantification of specdific hazards, exposures and risks; on knowledge, attitudes and practices; and on “best practices” of establishments.

With state of the art laboratory equipment, the OSHC shall provide clients with a range of diagnostic

examinations for workers, assessment of Work Environment and evaluation and testing of personnel protective

equipment (PPE) The OSHC is committed to finish all requests within the GCG-prescribed Process Cycle Time

(PCT) of thirty (30) days.

81

Eligibility

Coverage

✓ Employers and Employees ✓ LGUs ✓ Students and Workers in the Academe ✓ Professional Groups ✓ Informal Sector

Accomplishment (establishment inspected)

Year Target



2018

• OSH Training – 145 batches

• OSH Research – 7 researches

• OSH Technical Services – 100% of request served within 30-day PCT

• 115 batches (Jan to June)

• 7 researches on-going

• 100% of requests served within 30-day PCT

• 79.3%

• On-going

• 100%

• 18,162,300.00

• 1,850,000.00

• 6,121,000.00 *Carry over budget of 2017. 2018 budget approved only on July 2018

• 7,393,931.00 (41%)

• 562,775.00 (30%)

• 2,005,406.00 (33%)

2017

• OSH Training – 130 batches



• 195 batches

• 6 researches completed


• 158%


• 100%

• 18,162,300.00

• 1,850,000.00

• 6,121,000.00

• 18,739,458.34 (103%)

• 1,831,259.00 (99%)

• 2,899,878.00 (47%)

2016

• OSH Training – 25,000 pax



• 36,913 pax



• 147%


• 100%

• 26,368,028.00

• 2,000,000.00

• 4,334,000.00

• 29,627,899.00 (112%)

• 601,835.00 (30%)

• 4,606,904.00 (106%)

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SUPPORT TO OPERATIONS

84


Streamlined Business Processes Responsive to the Peoples’ Needs

72 Hour Process Cycle time in the delivery of frontline services

Streamlined Business Processes

Responsive to the Peoples’ Needs

One-Stop Service Centers for OFWs

DOLE Hotline 1349

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Accomplishment

Year Actual Accomplishment

2018 2,963,520

2017 3,829,267

*2016 2,776,224

*August start of implementation

72 Hour Process Cycle Time in the delivery of frontline services

Streamlined frontline services and reduced process cycle time within 72 hours for DOLE transactions. In support of the President’s directive to cut the red tape and complete government transactions within 72 hours, the DOLE streamlined key frontline services across all its agencies and reduced process cycle time by 25 to 70 percent. Transactions can now be completed within six to 72 hours, a marked improvement from the previous five days to two weeks process or response time.

The streamlining of the Department’s key frontline services is part of the overall effort to hasten delivery of services to the public at the least possible cost while ensuring ease in transacting business and providing quality service at all times. The key services covered by the 72-hour policy implemented by the DOLE regional offices are as follows: registration of workers’ association; registration of union/independent union; registration of collective bargaining agreement; issuance of working child permit; issuance of no pending case certificate; accreditation of occupational safety and health practitioner; issuance of alien employment permit; issuance of private employment agency license; issuance of permit to conduct job fair; issuance of authority to recruit outside registered business address; and, approval of construction safety and health program. On the other hand, key services covered by the 72-hour policy implemented by the Attached Agencies are: hiring and placement of government-hired workers; registration/accreditation of principals/employers; issuance of job fair authority; membership registration process (Balik-Manggagawa); membership verification process; repatriation and post-repatriation assistance; Skills for Employment Program; seafarers upgrading program process; issuance of board certificate; processing of petitions for change in status; registration of new passers and issuance of PRC identification card; and, processing and issuance of duplicate certificate of registration. To sustain this effort, the DOLE ensures that the checklist of requirements and required forms are available online and can be downloaded from the agency website; presence of a 24/7 hotline service; enhancement of online systems and processes; and, continuous review and improvement of the enrolled processes.

86

Accomplishment


Queries Calls Received

2018 50,413 45,460

2017 77,888 69,304

*2016 54,029 26,877

*September start of implementation

DOLE Hotline 1349

On September 5, 2016, the DOLE officially opened its 24/7 Call Center or Hotline 1349 as its contribution to ensure prompt and efficient government services to the Filipino workers. The 24/7 Hotline provides for a stronger client feedback as well as improved response to labor and employment – related inquiries. The Call Center of the DOLE Hotline respond to a wide range of concerns from both workers and employers covering labor standards and mandatory benefits, labor relations,

livelihood, among other social issues. Currently, clients have forwarded complaints and queries with regard to wage computation (including the prevailing minimum wage), registration of establishment, collective bargaining agreement, grievance machinery and labor-management committee, social security benefits (i.e., SSS, PhilHealth, ECC and Pag-IBIG), termination/separation pay, conciliation-mediation assistance, illegal recruitment, child labor, “endo” and other forms of illegitimate contractualization, violations on other general labor and occupational safety and health standards, and employment facilitation services for local and overseas employment. The Call Center or 1349 Hotline is equipped with necessary facilities and is manned by the Hotline Assistance Officers per shift who are required to provide the caller with the necessary information and refer the client to the appropriate agency if the request is not available. It operates on three shifts per day:

• from 6 am to 2 PM;

• from 2 PM to 10 PM; and

• from 10 PM to 6 am.

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One-Stop Service Center for OFWs (OSSCO)

An increasing number of overseas Filipino workers continue to benefit from One-Stop Service Centers for OFWs (OSSCOs). The Center brought together all government agencies in one location and made frontline services accessible to Filipinos who are currently working or planning to work overseas. It aims to reduce transportation expenses of OFWs and shorten the processing time of their documents.

The OSSCOs at the POEA main office houses 16 participating agencies –

Department of Foreign Affairs (DFA), Philippine Overseas Employment Administration (POEA), Overseas Workers Welfare Administration (OWWA), Technical Education and Skills Development Authority (TESDA), Professional Regulation Commission (PRC), Maritime Industry Authority (MARINA), Home Development Mutual Fund (HDMF-Pag-IBIG), Philippine Health Insurance Corporation (PhilHealth), Social Security System (SSS), Philippine Statistics Authority (PSA), Bureau of Immigration (BI), National Bureau of Investigation (NBI), Commission on Higher Education (CHED), Tourism Infrastructure and Enterprise Zone Authority (TIEZA), Philippine National Police (PNP), and, the Bureau of Internal Revenue (BIR). Services being offered by the agencies include among others: passport and consular services; documentation for Balik-Manggagawa; processing of OWWA membership/renewal as well as application for educational, training and welfare assistance; training and scholarship assistance including competency assessment; issuance and renewal of professional license ID; issuance/revalidation of Seaman’s Book; processing/updating of membership to Pag-IBIG, SSS and PhilHealth including loans, claims and contribution payments; processing and issuance of certificates (birth, marriage, death, CENOMAR), NBI clearance, TIN, departure clearance and certification, authentication and verification of school documents.

Similar service centers were also established across the regions: CAR (Baguio City), Region 1 (La Union), Region 2 (Tuguegarao), Region 3 (Clark and Palayan City), Region 4-A (Calamba and Bacoor), Region 4-B (Palawan), Region 5 (Legazpi), Region 6 (Iloilo City), Region 7 (Cebu City), Negros Island Region (Bacolod), Region 8 (Tacloban), Region 9 (Zamboanga City), Region 10 (Cagayan de Oro City), Region 11 (Davao City), Region 12 (Koronadal City) and CARAGA (Butuan City).

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Accomplishment


2018 919,648

2017 1,422,886

*2016 317,321

*September start of implementation

ORGANIZATIONAL OUTCOME: Employability of workers - DOLE

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