2. .
1. EMPLOYEES COMPENSATION COMMISSION (ECC)
Brief History:
• attached for policy coordination and guidance
• provides a package of benefits for public and private sector employees
and their dependents in the event of work-connected contingencies
• mandated by law to provide meaningful and appropriate compensation to
workers
Functions:
• To formulate policies and guidelines for the improvement of the
employees' compensation program;
• To review and decide on appeal all EC claims disapproved by the Systems;
and
• To initiate policies and programs toward adequate occupational health
and safety and accident prevention in the working environment
LEGAL MANDATE: created in November 1, 1974 by virtue of PD 442
fully operational with the issuance of PD 626 which took effect January 1,
1975
3. POWERS AND DUTIES
Under Article 177 of P.D. 626 as amended
• To assess and fix a rate of contributions from all employers;
• To determine the rate of contribution payable by an
employer whose records show a high frequency of work
accidents or occupational disease due to failure by the said
employer to observe adequate measures;
• To approve rules and regulations governing the processing
of claims and the settlement of disputes arising there from
as prescribed by the System;
• To initiate policies and programs toward adequate
occupational health and safety and accident prevention in
the working environment, rehabilitation other than those
provided for under Article 190 hereof, and other related
programs and activities, and to appropriate funds
therefore. (As amended by Sec. 3, P.D. 1368).
4. • To make the necessary actuarial studies and calculations
concerning the grant of constant help and income benefits for
permanent disability and death, and the rationalization of the
benefits for permanent disability and death under the Title
with benefits payable by the System for similar
contingencies; Provided; That the Commission may upgrade
benefits and add new ones subject to approval of the
President; and Provided, Further, That the actuarial stability
of the State Insurance Fund shall be guaranteed; Provided,
Finally, that such increases in benefits shall not require any
increases in contribution, except as provided for in paragraph
(b) hereof. (As amended by Sec. 3, P.D. 1641).
• To appoint the personnel of its staff, subject to civil
service law and rules, but exempt from WAPCO law
and regulations;
5. ECC cont’d:
• To adopt annually a budget of expenditures of the Commission and its
staff chargeable against the State Insurance Fund; Provided, that the SSS
and GSIS shall advance on a quarterly basis the remittance of allotment of
the loading fund for this Commission's operational expenses based on its
annual budget as duly approved by the Ministry of Budget and
Management. (As amended by Sec. 3, P.D. 1921).
• To have the power to administer oath and affirmation, and to issue
subpoena and subpoena duces tecum in connection with any question or
issue arising from appealed cases under this Title.
• To sue and be sued in court;
• To acquire property, real or personal, which may be necessary or
expedient for the attainment of the purposes of this Title;
• To enter into agreements or contracts for such services or aid as may be
needed for the proper, efficient and stable administration of the program;
• To perform such other acts as it may deem appropriate for the attainment
of the purposes of the Commission and proper enforcement of the
provisions of this Title. (As amended by Sec. 18, P.D. 850).
6. OUR MISSION
The ECC champions the welfare of the Filipino
worker. Its mission is to:
• Build and sustain among employees and employers a
culture of safety and healthful environment in the
workplace;
• Ensure at all times that workers are informed of their
rights, benefits and privileges under the Employees’
Compensation Program (ECP);
• Develop and implement innovative policies, programs
and projects that meet the needs of workers with work-
connected contingencies;
• Promptly and fairly resolve all cases brought before it
• Restore dignity and self-esteem among occupationally
disabled workers; and
• Safeguard the integrity of the State Insurance Fund.
7. OUR VISION
A nationally-acclaimed institution in social
security promotion that is in full control of the
Employees’ Compensation Program, managing
a sound, strong, and wisely invested State
Insurance Fund and delivering promptly,
effectively and efficiently to the Filipino
worker a comprehensive package of services
and benefits for work-connected
contingencies through pro-active, humane
and dynamic policies, programs and activities.
8. Stella Z. Banawis
OIC-Executive Director
ECC Building, 355 Sen. Gil Puyat Ave. Extension, Makati City
Press Release:
• 08-16-2012- ECC and DOLE RO 6 expects more
than 100 companies to participate in the
advocacy seminar in Bacolod City
• 06-21-2012- ECP and DOLE advocacy seminar in
RO XI slated
• 06-21-2012-Typhoon victim’s kin gets EC benefit
9. 2. OCCUPATION SAFETY AND HEALTH
CENTER (OSHC)
• The Occupational Safety and Health Center is responsible for undertaking
continuing research and studies on occupational safety and health as well
as the development and implementation of programs, policies and
standards in the fields of occupational safety and health including the
conduct of medical examination of workers and necessary testing for safe
use of personal protective and other safely devices for the prevention of
occupational accidents and diseases.
• The OSHC has the following basic functions:
• Undertake continuing studies and researches on occupational safety and
health, including those relating to the establishment of causal connection
between diseases and occupations and the development of medical
criteria in determining the nature and extent of impairment or diminution
in health, functional capacity or life expectancy of the employees as a
result of their work and working conditions;
10. • Plan, develop and implement training programs in the field of occupational safety
and health, and related interests;
• Serve as a clearing house of information and innovative methods, techniques and
approaches in dealing with occupational safety and health problems and institute
a mechanism of information dissemination to the general public;
• Monitor the working environment by the use of industrial hygiene, filed and
laboratory equipment and conduct medical examinations of workers exposed to
hazardous substances for the ready detection of occupational diseases;
• Act as the duly recognized agency to undertake practical testing for sage use and
set standard specifications of personal protective and other safety devices;
• Assist government agencies and institutions in the formulation of policies and
standards on occupational safety and health and other matters related thereto and
issue technical guidelines for the prevention of occupational diseases and
accidents;
• Adopt annually a budget of expenditures of the OSHC;
• Perform such other acts as it may deem appropriate for the attainment of the
purposes of the OSHC and proper enforcement of the law; and
• Enlist the assistance of government agencies and private organizations in carrying
out the objectives of the OSHC.
12. The research policy and advocacy arm of DOLE that
seeks to influence national labor and employment
plans and policies through its research undertakings,
projects and initiatives.
• As a research institute, the ILS intends to come up with relevant
research information, studies, papers, materials, projects, seminars
and activities that would be of great help and value to labor
policymakers, planners, advocates and workers.
• As the government’s premiere labor think-and-do tank, the ILS also
aims to undertake responsive and proactive policy research
initiatives that are anchored on the DOLE’s four strategic
employment goals: a gainfully-employed workforce, a globally-
competent workforce, a secure workforce and a safe workforce.
• As an advocacy arm, the ILS aspires to promote better labor
policies in the Philippines through the accomplishment of its
research thrusts which are rooted in advancing the welfare and
well-being of the Filipino worker.
13. History:
*1970, Institute of Labor and Manpower Studies (ILMS), technical support to the
Ministry of Labor
*July 25, 1987, Executive Order No. 251, the creation and designation of the ILS as the
research policy and advocacy arm of the DOLE
*continues to provide the DOLE with comprehensive studies, innovative researches,
policy formulation and recommendations, and program implementation
Duties and Responsibilities:
• Undertake research and studies in all areas of labor and manpower policy and
administration;
• Review the rationale of existing legislation and regulations, and analyze the costs involved in
the implementation of such legislation against the benefits to be derived;
• Study and develop innovative and indigenous approaches toward the promotion of
harmonious and productive labor-management relations, and the improvement of workers’
welfare services;
• Develop and undertake research programs and projects in collaboration with other national
agencies to enhance DOLE’s capability to participate in national decision- and policy-making;
• Enter into agreement with international or bilateral agencies to carry out the foregoing
functions;
• Expand the scope of research interests into other countries and regions;
• Publish research studies for dissemination to government, as well as other concerned parties;
and
• Perform other functions as may be provided by law or assigned by the DOLE Secretary.
14. Our Vision
• The ILS envisions a Filipino workforce that is vibrant,
dynamic and innovative. As such, the ILS aims that
through its quality policy researches and studies,
government programs on labor and employment will
be solely geared towards the welfare and betterment
of the Filipino workers.
• Further, the ILS also hopes to see a Philippine labor
force that is characterized by productivity,
empowerment, economic progress and social
solidarity. As such, the ILS believes that it is necessary
for the country’s development to have a happy and
healthy workforce.
• With that, the ILS envisions to have a Filipino workforce
that is not only economically-productive but a
Philippine labor force that is globally-competitive, as
well.
15. Our Mission
• To realize its vision of a vibrant, dynamic and progressive Filipino
workforce, the ILS tasks upon itself the mission of producing
researches, papers, studies, lecture series, forums and seminars that
are all focused on various areas by which national policymakers,
economic planners and labor leaders can help improve the lot and
condition of the Filipino workers, be they here at home or abroad.
• The ILS regularly comes up with numerous policy papers and studies
that vary and range from local employment to youth employment,
green jobs, gender equality in the workplace, migration and overseas
employment and labor relations to minimum wage issues.
• Also, as part of its service to the Filipino workers, the ILS is committed
to conduct series of continuous conversations, dialogues and
partnerships with various tripartite stakeholders in the labor and
employment sector which includes labor unions, migrant groups,
employers’ federations, civil society organizations, government
agencies and most importantly, the Filipino workers themselves.
• Moreover, as an integral component of its mission as a public office,
the ILS has its doors open to academicians, policymakers, researches,
workers and students for further and deeper research undertakings
and possible partnerships and collaboration.
16. Cynthia Rodis-Cruz
ExecutiveDirector
5F DOLE Bldg. Muralla St. cor. Gen. Luna St. Intramuros
1002 Manila, Philippines
FeatureNews:
• DOLE prioritizes Decent and Productive Work
at 2012 Development Policy Research Month
17. 2. MARITIME TRAINING COUNCIL
• MARINA was created on 01 June 1974 as an attached
Agency to the Office of the President (OP) with the
issuance of Presidential Decree No. 474, otherwise
known as the Maritime Industry Decree of 1974
• to integrate the development, promotion and regulation
of the maritime industry in the country
• with the creation of the Ministry (now Department) of
Transportation and Communications (DOTC) by virtue of
Executive Order No. 546, the MARINA was attached to
the DOTC for policy and program coordination on 23 July
1979.
18. MANDATES By virtue of Presidential Decree No. 474
1. Adopt and implement a practicable and coordinated
Maritime Industry Development Program (MIDP)
which shall include among others:
• The early replacement of obsolescent and
uneconomic vessels;
• Modernization and expansion of the Philippine
merchant fleet;
• Enhancement of domestic capability for shipbuilding,
repair and maintenance; and
• Development of a reservoir of trained manpower.
19. MARINA cont’d:
2. Provide and help provide the necessary
• Financial assistance to the industry thru public/private
financial institutions and instrumentalities;
• Technological assistance; and
• Favorable climate for expansion of domestic and foreign
investments in shipping enterprises.
3. Providefor the effective supervision, regulation
and rationalization of the organizational
management, ownership and operations of all
water transport utilities and other maritime
enterprises.
20. VISION STATEMENT
MARINA 2016: The premiere maritime administration in Southeast Asia
propelling the Philippine maritime industry to global competitiveness
MISSION STATEMENT
• In support of our shared VISION as the MARITIME ADMINISTRATION, WE, the
officials and employees of the MARINA, are committed to:
• LEAD in the adoption and implementation of a practicable and coordinated
Maritime Industry Development Program that will provide an effective
supervisory and regulatory regime for an integrated Philippine maritime
industry;
• FORMULATE and IMPLEMENT responsive policies that seek to promote and
develop a competitive investment climate for the modernization and
expansion of the Philippine merchant fleet and the shipbuilding/ship repair
industry;
• DEVELOP a human resource program that will match the maritime industry
requirements;
• PROJECT the country as a responsible member of the international maritime
community and FOSTER support and confidence of our multilateral/bilateral
partners; and
• PROMOTE good governance and ADHERE to the highest standard of integrity
in the delivery of quality and timely service to its clientele through a dynamic
organization complemented by a pool of competent, values-oriented and
highly motivated civil servants.
21. OBJECTIVES:
SOCIAL ECONOMIC IMPACT
• Attractive PH ship registry
• PH as a major center for ship building and ship repair
• Sustained development of globally competitive seafarers
• Modern and vibrant domestic merchant fleet as part of a seamless transport
system.
PROCESS
• Foster a globally competitive maritime industry
• Provide wider and timely service to our clients
• Strengthen stakeholders’ ownership of maritime policies, programs and projects
• Ensure compliance with safety and environmental standards
ORGANIZATION
• Ensure sufficient manpower complement
• Enhance competency, motivation and values of personnel
• Develop an IT-enabled agency
FINANCE
• Rationalize budgeting process for optimum use
• Augment resources through use of income, trust funds and other sources.
22. 3. National Conciliation and Mediation Board
NCMB MANDATE:
The NCMB, created under Executive Order No. 126, reorganizing the
DOLE, shall formulate policies, develop plans and programs and set
standards and procedures relative to the promotion of conciliation
and mediation of labor disputes through the preventive mediation,
conciliation and voluntary arbitration; facilitation of labor-
management cooperation through joint mechanisms for
information sharing, effective communication and consultation and
group-problem solving.
VISION
The NCMB shall be the center of excellence in enhancing harmonious
relationship in every workplace.
MISSION
To sustain harmonious labor and management relations through
continuous education, mainstreaming of alternative dispute
resolution (ADR) mechanisms and implementation of innovation
approaches towards worker's empowerment.
23. FUNCTIONS:
The NCMB, as a staff and line office, has the following functions:
• Formulate policies, programs, standards, procedures, manuals of
operations and guidelines pertaining to effective mediation and
conciliation of all labor disputes
• Perform preventive mediation and conciliation functions.
• Coordinate and maintain linkages with other sectors of institutions, and
other government authorities concerned with matters relative to the
prevention and settlement of labor disputes
• Formulates policies, plans, programs, standards, procedures, manuals of
operations and guidelines pertaining to the promotion of cooperative and
non-adversarial schemes, grievance handling, voluntary arbitration and
other voluntary modes of dispute settlement
• Administer the voluntary arbitration program; maintain/update a list of
voluntary arbitrators, compile arbitration awards and decisions.
• Provide counseling and preventive mediation assistance particularly in the
administration of collective agreements
• Monitor and exercise technical supervision over the Board's programs
being implemented in the regional offices; and
• Perform such other functions as may be provided by law or assigned by
the Secretary.
24. Programs:
CONCILIATION-MEDIATION Program
Grievance Settlement and Voluntary Arbitration
Workplace Relations and Enhancement
(formerly Labor-Management Cooperation) Program
Other Services: SAGIP (Strategic Action Group for
Industrial Peace) / QRT (Quick response Team)
: FLAVAS/SENA (Free Legal Aid and
Voluntary Arbitration Services/Single Entry
Approach)
25. 4. National Labor Relations Commission
MANDATE
• The National Labor Relations Commission is a
quasi-judicial body tasked to promote and
maintain industrial peace by resolving labor and
management disputes involving both local and
overseas workers through compulsory arbitration
and alternative modes of dispute resolution.
• It is attached to the Department of Labor and
Employment for program and policy
coordination.
26. JURISDICTION: Regional Arbitration Branches
• Unfair labor practice cases;
• Termination disputes
• If accompanied with a claim for reinstatement, those cases that
workers may file involving wages, rates of pay, hours of work and
other terms and conditions of employment;
• Claims for actual, moral, exemplary and other forms of damages
arising from employer-employee relations;
• All other monetary claims arising from employer- employee
relations involving an amount more than P5,000.00, whether or not
accompanied with a claim for reinstatement;
• Questions involving the legality of strikes and lockouts
• Money claims of OFW’s
• Enforcement of compromise agreements when there is non-
compliance by any of the parties
• Wage distortion disputes in unorganized establishment not
voluntarily settled by the
27. MISSION
To resolve labor disputes in the fairest,
quickest, least expensive and most
effective way possible
VISION
To deserve public trust as a quasi-judicial
agency by way of a fair, speedy,
equitable disposition of labor cases at
lesser cost.
28. Jurisdiction of Arbiters and Commissioners
JURISDICTION OF LABOR ARBITERS
Original and exclusive jurisdiction to hear and decide the
following cases involving all workers, whether agricultural
or non-agricultural:
• Unfair labor practice cases;
• Termination disputes;
• If accompanied with a claim for reinstatement, those cases
that workers may file involving wages, rates of pay, hours of
work and other terms and conditions of employment;
• Claims for actual, moral, exemplary and other forms of
damages arising from the employer-employee relations;
• Cases arising from any violation of Article 264 of this Code,
including questions involving the legality of strikes and
lockouts; and
29. • Except claims for Employees Compensation, Social Security, Medicare and
maternity benefits, all other claims arising from employer-employee
relations, including those of persons in domestic or household service,
involving an amount exceeding five thousand pesos (P5,000.00) regardless
of whether accompanied with a claim for reinstatement (Article 217,
Labor Code, as amended).
a. Original and exclusive jurisdiction over money claims arising out of
employer-employee relationship or by virtue of any law or contract,
involving Filipino workers for overseas deployment, including claims for
actual, moral, exemplary and other forms of damages (Section 10,
Republic Act No. 8042, as amended by Republic Act No. 10022)
b. Wage distortion disputes in unorganized establishments not voluntarily
settled by the parties pursuant to Republic Act No. 6727.
c. Enforcement of compromise agreements when there is non-compliance
by any of the parties or if there is prima facie evidence that the settlement
was obtained through fraud, misrepresentation or coercion (Article 227,
Labor Code, as amended).
d. Other cases as may be provided by law.
30. JURISDICTION OF THE COMMISSION
a. Decisions, awards or orders of the Labor Arbiters
appealed to the Commission through its Divisions, with
the First, Second, Third, Fourth, Fifth and Sixth
handling cases from the National Capital Region and
other parts of Luzon; the Seventh and Eighth, handling
cases from the Visayas and Mindanao,
respectively (Article 217, Labor Code, as amended).
b. Cases certified to it by the Secretary of Labor, as well as
petitions which seek to enjoin or restrain any actual or
threatened commission of prohibited or unlawful acts
in any labor disputes (Article 218, Labor Code, as
amended).
c. Decisions of Regional Directors or hearing officers on
simple money claims appealed to the
Commission (Article 129, Labor Code, as amended)
31. GERARDO C. NOGRALES
CHAIRMAN
NEWS:
• 09/17/2012 - In coordination with the Office of Presidential Adviser on the Peace
Process (OPAPP) of the Office of the President, the NLRC supports and participates
in the celebration of the Peace Month 2012. A public display of the National Peace
Consciousness Month 2012 streamer, with the theme “Ako. Ikaw. Tayo.
Magkakaiba, Nagkakaisa sa Kapayapaan – NLRC is for PEACE” was posted in main
building of the NLRC.
• NLRC Joins the 13th National Human Rights Forum on Protection of the Rights of
Call Center Workers 09/17/2012 The NLRC participates in the 13thNational
Human Rights Forum on Protection of the Rights of Call Center Workers last 29
August 2012 at the Crowne Plaza Hotel, Pasig City. The forum was organized and
sponsored by the Presidential Human Rights Committee (PHRC) of the Office of
the President.
• SC Affirms Labor Arbiter Dismissing Seafarer's Claim for Disability Benefits Posted
Wed, 08/29/2012 - 14:11 In an August 2012 decision, the Supreme Court affirms
the decision of the Labor Arbiter in dismissing the claim of petitioner-OFW for
disability benefits.“While the provisions of the POEA-SEC are liberally construed in
favor the well-being of OFW, claims for compensation which hinge on surmises
must still be denied, as in this case”, the Supreme Court said.
32. 5. NATIONAL MARITIME POLYTECHNIC
The National Maritime Polytechnic is a national maritime upgrading
institution aimed at providing better employment opportunities in
the domestic and international shipping for Filipino seafarers
through more work-oriented training programs.
The NMP has the following basic functions:
• Offer specialization and upgrading courses for both licensed officers
and ratings;
• Conduct researches and studies on the latest maritime technologies
and other related matters for the maritime industry; and
• Perform such other functions as may be provided by law or
assigned by the Secretary.
33. 6. NATIONAL WAGES AND PRODUCTIVITY COMMISSION
Creation
• In July 1989, the Philippine Congress enacted into law Republic Act
No. 6727, also known as the "Wage Rationalization Act."
• The Act established a new mechanism for minimum wage
determination through the creation of the National Wages and
Productivity Commission ( NWPC) and the Regional Tripartite
Wages and Productivity Boards (RTWPBs) in all regions of the
country.
• The NWPC is an attached agency of the Department of Labor and
Employment (DOLE).
Vision
To be the primary policy development and resource center on
wages, incomes and productivity.
Mission
To ensure a decent standard of living for workers and their
families, and contribute to the competitiveness of
enterprises through improved productivity of workers.
34. Mandates
NWPC is a key policy making body on wages, incomes and
productivity, mandated under RA 6727 or the Wage
Rationalization Act (1989) and RA 6971 or the Productivity
Incentives Act of 1990 to:
• Determine minimum wages at the regional,provincial
and/or industry levels; and
• Promote productivity improvement and gainsharing
schemes, particularly among micro, small and medium
enterprises.
NWPC formulates policies and guidelines on wages, incomes
and productivity and exercises technical and administrative
supervision over the RTWPBs.
With 17 RTWPBs (including ARMM) responsible for setting
minimum wages and promoting productivity improvement
programs.
35. Quality Policy
• The NWPC is committed to:
• Provide quality service that will contribute to the attainment of a highly
productive, competitive and well compensated Filipino workforce;
• Continuously improve its services for the satisfaction of its internal and
external customers through continual process and systems improvement;
• Comply with all applicable regulatory requirements; and
• Develop its human resource.
Services
The NWPC and RTWPBs provide the following services on
wages, incomes, and productivity:
Research and Policy
• Advise the President and Congress on matters relating to
wages, incomes, and productivity
• Determine and fix minimum wage rates at the regional,
provincial, and industry levels
• Undertake researches and studies on wages and productivity
• Formulate policies and guidelines on wages, incomes, and
productivity
36. Training and Consulting
• Provide training courses on quality and productivity (Q&P)
improvement for company owners, managers, supervisors, and
workers of qualified small and medium enterprises (SMEs).
• Extend firm level consulting and technical assistance on the actual
implementation of Q&P improvement projects for beneficiary-
SMEs.
• Promote gain sharing schemes at the firm level.
Information and Publication
• Render information services in the areas of wages, incomes, and
productivity to walk-in and phone -in clients, as well as through the
NWPC website and library.
• Disseminate publication and information materials on minimum
wages and Q&P improvement ang gain sharing.
• Conduct wage clinics or one-on-one consultation with clients on
wage related concerns.
37. Other Services
• Facility Evaluation
Is a program transferred from Bureau of Working Condition to the
National Wages and Productivity Commission, pursuant to Executive Order
No. 366. Through this program, employeers and employees may decide
and agree to consider meals, housing and facilities furnished by the
employer to his/her employes as part of the wages/salaries of employees.
This is done by deducting the determined/reasonable value of meals,
housing and facilities from the current minimum wage due to the
employees, subject to the agreement of the workers and employers.
Enterprises who wish to avail of this scheme may inquire from the
Regional Tripartite Wages and Productivity Boards (RTWPBs) having
jurisdiction in the area.
• Time and Motion Study (Work Improvement and Measurement Study)
Is a program transferred from Bureau of Working Condition to National
Wages and Productivity Commission, pursuant to EO 366. This involves the
conduct of time and motion studies (Work Improvement and
Measurement Studies) to set production standards that are fairly
equivalent to the daily minimum wage. RBs are bonded to conduct the
study in accordance with the guidelines issued by the NWPC
38. MAJOR POLICY THRUSTS, FY 2012 – 2013
A. Policy/guidelines/standards formulation on wages and productivity
• Develop and implement a two-tier wage system within the current regional
minimum wage fixing framework (R.A. 6727) to protect the income of
vulnerable workers and promote productivity and competitiveness at the
regional, industry and firm level. The two-tier wage system shall consist of a
mandatory floor wage (1st tier) and a voluntary productivity or performance -
based wage system for wages above the floor wage (2nd tier).
• Formulate and implement policies on facility evaluation and time-and-motion
studies/work improvement for wage determination and industry standards
setting.
• Evaluate wage exemption policies under RA 6727 and RA 9178 to determine
effectiveness and relevance to new and emerging labor market conditions
• Align research and data base development to support the two-tiered wage policy
reform
B. Technical assistance and advocacy services on wages and productivity
• Develop and implement the Green Productivity Training Program for MSMEs;
• Upgrade ISTIV productivity training modules through inclusion of “green”
concepts and other technologies (e.g. ILO’s Succeeding in Business);
• Expand implementation of Service Quality training program for Key
Employment Generators (KEGs) to the supply chain of the Tourism
Industry (e.g. transport/airport services and other service-oriented
industries such as medical tourism);
39. • Provide training and technical assistance on productivity
improvement to DOLE officers and staff relative to:
o Technical Assistance/ Advisory Visit (TAV) program under its
Labor Standards Enforcement Framework (LSEF), towards greater
focus on productivity and competitiveness of micro and small
enterprises.
o Transforming DOLE frontliners (e,g, labor inspectors, conciliators-
mediators and livelihood focal persons) to become Productivity
Specialists towards sustainability of DOLE’s livelihood beneficiaries
(DILP) and other assistance programs.
o Green Our DOLE program which aims to instill heightened
consciousness on productivity, competitiveness
and environmental impact of DOLE programs, projects and
activities.
• Strengthen communication campaign on NWPC programs
and services to heighten public awareness and
involvement; and
• Intensify networking and strategic alliances on wages and
productivity at both local and international levels.
40. C. Management Services
• Enhance program management through improved
planning process and information services.
• Conduct audit of IT resources and utilization to determine
optimal use and effectiveness.
• Develop HRD Plan for CO and regional staff and conduct
capacity building on new and relevant concepts,
techniques, tools and technologies on wages, productivity,
communication and management.
• Expedite completion of NWPC Rationalization Plan, in
coordination with DBM, to ensure effective service
delivery on wages and productivity.
• Promote employees safety and welfare through
implementation of Collective Negotiation Agreement
(CAN), health maintenance program and sports/cultural
activities.
41. CIRIACO A. LAGUNZAD III
Executive Director IV
Headlines:
• It's definitely more fun in the Philippines
With NWPC's "error-free" service program for tourism
sector September 18, 2012
• RTWPB-XI Conducts 2nd Round of Orientation-Consultation
on DO 118-12 September 12, 2012
• More bus drivers, conductors enjoy better pay September
11, 2012
• Productivity Specialists trained to help companies pass
labor inspection September 5, 2012
• Self improvement is Tesoro's trademark for success
September 4, 2012
42. 7. Overseas Workers Welfare Administration (OWWA)
The Overseas Workers Welfare Administration (OWWA), an
attached agency of the Department of Labor and Employment
(DOLE), is the lead government agency tasked to protect and
promote the welfare and well-being of Overseas Filipino
Workers (OFWs) and their dependents.
History:
Letter of Instruction (LOI) No. 537 (Annex A) A "Welfare and
Training Fund For Overseas Workers" was created on 01 May
1977 to provide social and welfare services to Filipino
overseas workers
Presidential Decree (PD) No. 1694 (Annex B) signed on 01 May
1980, formalizing the LOI No. 537; Welfare Fund for Overseas
Workers
43. Presidential Decree (PD) No. 1809 (Annex C) signed on 16
January 1981 amending certain provisions of the PD No. 1694;
government banks as depository banks
Executive Order (EO) No. 126 (Annex D) signed on 30 January
198 reorganizing the Ministry of Labor and Employment;
Welfund was renamed into Overseas Workers Welfare
Administration
Executive Order (EO) No. 195 (Annex E) signed on 13 August
1994 providing Medical Care (MEDICARE) Program for Filipino
overseas workers and their dependents; a compulsory
coverage for those Filipino overseas workers not covered by
the Philippine Medical Care Program of SSS.
Republic Act (RA) 8042 (Annex F) "Migrant Workers and
Overseas Filipinos Act of 1995" was approved on June 7,
1995; strengthened OWWA's mandate and services
44. • Section 15 orders the repatriation of workers in cases
of war, epidemics, disasters or calamities, natural or
man-made, and other similar events without prejudice
to reimbursement by the responsible principal or
recruitment agency
• Section 17 establishes the Re-placement and
Monitoring Center or RPMC for returning Filipino
migrant workers
• Section 21 establishes a Migrant Workers Loan
Guarantee Fund in order to further prevent
unscrupulous illegal recruiters and loan sharks from
taking advantage of workers seeking employment
abroad
• Section 32 states the additional membership to the
OWWA Board of Trustees coming from women sector.
45. OWWA Omnibus Policies (Annex G) OWWA Board of Trustees
passed a Resolution No. 038 on 19 September 2003 instituting
the Omnibus Policies of the Overseas Workers Welfare
Administration; embodied the policies on fund management,
programs and services administration and corporate
governance; providedguidelines on OWWA membership and
its coverage, collection of contribution, and availment of
benefits.
Republic Act (RA) 7111 (Annex H) RA 7111 an Act establishing
the Overseas Workers' Investment Fund to provide incentives
to overseas workers, reduce the foreign debt burden, and for
other purposes was approved on 22 August 1991.
Executive Order (EO) No. 446 (Annex I) signed on 12 July 2005
tasking the Secretary of the Department of Labor and
Employment to oversee and coordinate the implementation
of various initiatives for OFWs.
46. OWWA: Two-fold Mandate
• Delivery of welfare services and benefits; and
• Ensuring capital build-up and fund viability
Objectives:
• Protect the interest and promote the welfare of OFWs in recognition of their
valuable contribution to the overall development effort;
• Facilitate the implementation of the provisions of the Labor Code concerning the
responsibility of the government to promote the well-being of OFWs;
• Provide social and welfare services to OFWs, including insurance, social work
assistance, legal assistance, cultural services, and remittance services;
• Ensure the efficiency of collection and the viability and sustainability of the fund
through sound and judicious investment and fund management policies;
• Undertake studies and researches for the enhancement of their social, economic
and cultural well-being; and
• Develop, support and finance specific projects for the welfare of OFWs.
Fund Source
OWWA fund is a single trust fund pooled from the US$25.00 membership
contributions of foreign employers, land-based and sea-based workers,
investment and interest income, and income from other sources.
47. Vision and Mission
• OWWA develops and implements responsive programs and services while
ensuring fund viability towards the protection of the interest and promotion of the
welfare of its member-OFWs.
• OWWA is the lead membership welfare institution that serves the interest and
welfare of member-Overseas Filipino Workers (OFWs).
• OWWA commits to a fund stewardship that is transparent, judicious, and
responsive to the requirements of the member-OFWs.
It goes with the theme: "UMULAN MA'T UMARAW.... ANG OWWA AY MAASAHAN".
CARMELITA S. DIMZON
Administrator
News:
• 30 July 2012 06:02 PM OWWA releases Php140,000.00 worth of Livelihood Assistance to 14 beneficiaries
• From - 31 July 2012 05:13 PM OWWA XI EDSP Scholar joins the Service Learning Program in Indonesia
48. 8. Philippine Overseas Employment Administration
Legal Mandate
• PD 797 (1982) - promote and develop the overseas
employment program, protect the rights of migrant
workers
• EO 247 (1987) - regulate private sector participation in
recruitment and overseas placement maintain registry of
skills; secure best terms of employment for OFWs
• RA 8042 (1995) - tripartism, full disclosure, deregulation,
selective deployment, dynamism in systems and
information technology
• RA 9422 (2007) - reinforced regulatory function, protect the
rights of OFW as a worker and human being
49. Structure
• The POEA has an organizational structure with the POEA
Governing Board at the top. The Secretary of Labor and
Employment heads the Governing Board, and the POEA
Administrator as vice-chairman and representatives from the
private, women, sea-based and land-based sectors as
members.
• The POEA Administrator oversees the daily operations of the
agency and is supported by three deputy administrators.
• The Deputy Administrator for Employment and Welfare
oversees the Pre-Employment Services Office and the Welfare
and Employment Office.
• Under the Deputy Administrator for Adjudication and
Employment Regulation are the Licensing and Regulation
Office and the Adjudication Office
• The Deputy Administrator for Management handles the
general administrative and support services of the
administration.
50. Clientele
• An average of 3,000 clients and as much as 5,000 clients s
are served by POEA main office daily. Our clients include
Overseas Filipino Workers (OFWs) Licensed Recruitment
and Manning Agencies Foreign Employers/Principals
Applicants – Workers/ Would be Applicants, NGOs, media,
and the general public.
Regional Offices
• The POEA has three (3) Regional Centers which are located
in La Union for Luzon, Cebu for the Visayas region and
Davao for the Mindanao area.
• Regional Extension Units are in Baguio-Cordillera
Administrative Region, Iloilo, Cagayan de Oro and
Zamboanga while satellite offices are located in Pampanga,
Calamba, Laguna, Legaspi, Bacolod and Tacloban.
51. Core Functions
Industry Regulation
• Issues license to engage in overseas recruitment and manning
to private recruitment agencies and ship manning companies
• Hears and arbitrates complaints and cases filed against
recruitment and manning agencies, foreign principals and
employers, and overseas workers for reported violation of
POEA rules and regulations, except for money claims
• Implements a system of incentives and penalty for private
sector participants
• Sets minimum labor standards
• Monitors overseas job advertisements on print, broadcast and
television
• Supervises the government’s program on anti-illegal
recruitment
• Imposes disciplinary actions on erring employers and workers
and seafarers
52. Employment Facilitation
• Accredits/ registers foreign principals and employers hiring
Filipino workers
• Approves manpower requests of foreign principals and
employers
• Evaluates and processes employment contracts
• Assists departing workers at the ports of exit
• Develops and monitors markets and conducts market
research
• Conducts marketing missions
• Enters into memorandum of understanding on the hiring of
Filipino workers with labor–receiving countries
• Facilitates the deployment of workers hired through
government-to-government arrangement
• Provides a system of worker’s registry
53. Worker’s Protection
• Intensifies public education and information campaign
• Conducts pre-employment orientation and anti-illegal recruitment
seminars nationwide
• Conducts Pre-Deployment Orientation Seminars (PDOS) to workers hired
through the government-to-government arrangement and name hires
• Provides technical assistance in the drafting of bilateral and multilateral
agreements
• Provides legal assistance to victims of illegal recruitment
• Prepares OFW global mapping and profiling
• Implements gender-sensitive programs
• Networks with non-government organizations, workers’ organizations, etc.
• Provides repatriation assistance
General Administration and Support Services
• Human Resources Development, Property and Supplies Management,
Financial Management
• Information and Communication Technology, Plans and Policy
Development, Quality Management System
54. Program Thrusts
INDUSTRY REGULATION
• Continuing Agency Education and Agency Performance
Evaluation/Ranking and Classification System
- Pre-application orientation seminar, Labor market for, Seminar on best
recruitment practices
• Implementation of comprehensive case management program
- Conciliation, Adjudication, Monitoring of appeals, Enforcement of
decisions
EMPLOYMENT FACILITATION
• Facilitation of 1 million OFW deployments:
o Dispatch of technical marketing missions
o Intensify marketing intelligence work
o Pursue bilateral/multi-lateral agreements
o Encourage visit of foreign gov’ts and employers
o Strengthen linkages with education and training sector
o Enhance coordination with host governments
o Enforce policy on skills competencies
55. WORKERS PROTECTION
• Global OFW mapping and profiling
Fast track information on OFWs worldwide, their work sites, skills, and gender. The target countries
for 2008 are: KSA, JAPAN, TAIWAN, UAE, KUWAIT, QATAR, HONG KONG, LEBANON, SOUTH KOREA,
BAHRAIN, SINGAPORE, JORDAN, ISRAEL, OMAN, UK, USA, MALAYSIA, BRUNEI, CYPRUS, CANADA,
AUSTRALIA, RUSSIA, AFGHANISTAN, ALGERIA, ANGOLA, IRAN, IRAQ, NIGERIA, YEMEN
• Intensification of AIR campaign
PREVENTIVE
Pre-employment orientation seminars, Illegal recruitment free-LGUs, Multi-media
information and education program
REMEDIAL
Legal assistance to IR victims, Surveillance/Entrapment operations, Arrests, Prosecution,
Closure of establishments
Implementation of incentive program for victims and witnesses of illegal recruitment
• Payment of docket fees and other court or legal fees
• Employment without placement fees
Provision of on-site remedies to OFWs to file complaints against employer or agency
• OFWs may file complaints for violations of POEA rules against principal, employer, and/or Philippine
recruitment agency at the Philippine Overseas Labor Office s (POLOs)
Hans Leo J. Cacdac
Administrator
56. POEA News/Advisory
• Authentication of documents of OFWs bound for Palau, Micronesia, and Marshall
Islands
With the closure of the Philippine Embassy in Koror, Palau on 31 July 2012, the
jurisdiction over the Republic of Palau, the Federated States of Micronesia, and the
Republic of Marshall Islands has been transferred to DFA's Office of Asian and
Pacific Affairs (OAPA). OAPA will authenticate documents issued in/originating
from Palau and Micronesia. The Philippine Honorary Consul based in Majuro will
still authenticate documents issued/originating from the Marshall Islands. OFWs
bound for Palau and Micronesia shall submit documents for authentication to the
Authentication Division of the Office of Consular Affairs of the DFA.
• POEA advises recruitment agencies to make sure documents of OFWs are in
order
All officers and employees of recruitment and placement agencies should ensure
that their hired workers are given the opportunity to read, understand and sign
their respective employment contracts. They shouild also give the workers their
travel and employment papers one week before their deployment to give them
ample time to rectify, amend, or adjust any discrepancies in their documents
57. 9. Professional Regulation Commission
History:
• June 17, 1950, Republic Act No. 546 created the Office of the Boards of
Examiners under the Civil Service Commission (CSC).
• June 22, 1973, Presidential Decree (P.D.) No. 223, Professional Regulation
Committee (PRC), a national government agency
• January 4, 1974, PRC became operational under the Office of the Pres. With
Arch. Nubla as first Commissioner
• December 9, 1974, Implementing Rules and Regulations was promulgated,
professional regulation of the 33 professions under PTC was standardized,
computerization of database with assistance of the Nat’l Computer Center
• In 1975, the PRC started issuance of computer-printed registration cards with
one-year validity. It also started accrediting professional organizations. On
October 11, 1975 Presidential Decree No. 839 was issued placing the PRC
under the general direction and coordination of the CSC
58. • In August 1976, the PRC entered into an agreement with the
Civil Service Commission to register all board examination
passers as civil service eligibles pursuant to R.A. 1080, as
amended.
• In 1977, the PRC started issuing registration cards valid for 3
years pursuant to Letter of Instruction No. 567
• The year 1981 saw the completion and inauguration of the
PRC Annex Building. In 1982, the PRC conducted mass oath-
taking ceremonies of new professionals. The Specialty Board
of Interior Design under the Board of Architecture was
created.
• In 1983, the Specialty Board of Landscape Architecture under
the Board of Architecture was created
• In 1984, acquisition of microcomputers to start off
computerization of Application, Registration and Examination
System.
59. • The PRC created the database of applicants for examinations in 1987. In
1988, the Board of Accountancy started the monitoring of performance of
schools on licensure examinations. In 1990, partially-computerized
licensure examinations started with the August physician licensure
examinations using computerized answer sheets
• PRC developed the Test Questions Databank System in 1991; Executive
Order No. 496 was signed instituting procedures and criteria for the
selection and recommendation of nominees to vacant positions in the
Professional Regulatory Boards. The first Commission Planning
Conference was held.
• In 1992, Atty. Hermogenes P. Pobre assumed office as Commissioner.
Executive Order No. 200 was issued institutionalizing partial
computerization for all licensure examinations
• The year 1993 witnessed the implementation of fully-computerized
examinations in fifteen professions through the Test Question
Databank and correction of test papers by Optical Mark Reader; Executive
Order No. 56 placed the PRC, with thirty-seven (37) Professional
Regulatory Boards and two (2) Specialty Boards and 271 staff, under the
Office of the President
60. • In 1994, Republic Act No. 7836 ("Philippine Teachers Professionalization
Act") was enacted, transferring the regulation of the teaching profession
from the CSC to the PRC
• In 1995, the Office for Professional Teachers was established. CPE
(Continuing Professional Education) Councils for each of the professions
were constituted. Examination results were released in an average of 14.4
days from 70 days in 1994. PRC monitored the performance of schools in
licensure examinations
• In 1996, decentralization of agency operations began with the full
operations of regional offices in the cities of Baguio and Cebu. PRC
Offices were also established in Legazpi, Cagayan de Oro and Davao
• The year 1997 saw the conduct of the Regional Management
Conference with the approval of Regional Action Plans and theOperational
Framework for Administration of Regional Offices
• In 1999, the agency was formally awarded the ISO 9002 Certification; test
questions databanking system was conducted
• Year 2000 saw the approval of the PRC Modernization Act. Test results
were released and published simultaneously in Manila and the regional
offices,
61. • In 2002, the Good Governance Code of Ethics was adopted by the Commission
in June; PRC fully implemented the Electronic Procurement System.
• signing of Executive Order No. 220 ("Directing the Adoption of the Code of
Good Governance for the Professions in the Philippines") on June 23, 2003
• In 2004, the PRC worked for the passage of new professional regulatory laws:
Electronics and Communications Engineering, Geodetic Engineering, Customs
Brokers, Guidance Counseling, Dentistry, Veterinary medicine, Medicine,
Architecture, Physical Therapy, Medical Technology, and Accountancy.
Professional Identification Cards were released in 5 days, 10 days for
professional teachers
• Implementing the Government Electronic Procurement System in 2005, the
agency improved its procurement process and reduced its expenses on
supplies and materials by 21 percent equivalent to savings of P5.6 million
• In 2006, President Gloria Macapagal Arroyo directed all government agencies
to move towards ISO certification through Quality Management System in
Administrative Order No. 161 dated October 6, 2006
• In 2007, the PRC Citizen's Charter was promulgated pursuant to the Anti-Red
Tape Act of 2007
• For 2009, the Commission welcomed the Real Estate Service as the newest
profession under the PRC with the approval of Republic Act No. 9646
62. • The year 2010 saw the approval of The Roadmap to Quality Professional
Regulation as the short and medium-term strategic plan of the Commission.
A Committee on Research was created to screen and approve all requests of PRC
data for use in individual researches, ensure the confidentiality of the data and to
monitor and supervise the research undertaking. The PRC and CHED issued a
circular requiring State and Local Universities and Colleges to secure an authority
from CHED to operate board programs and for PRC not to admit applicants for
licensure examinations effective January 2011 from educational institutions which
failed to comply.
Mandate
The PRC has one of the most daunting mandates in national
development, as it regulates and supervises the practice of
the professionals who constitute the highly skilled manpower
of the country. As the agency-in-charge of the professional
sector, the PRC plays a strategic role in developing the corps of
professionals for industry, commerce, governance, and the
economy.
63. Our Mandate
“Nurture Filipino Professionals towards technical proficiency and
civic responsibility in the service of the Filipino nation”
Republic Act 8981 mandates the following:
• Institutionalization of centerpiece programs –
• Full computerization careful selection of Professional Regulatory Board
members, and monitoring of school performance to upgrade quality of
education.
• Updating of organizational structure for operational efficiency and
effectiveness;
• Strengthening of PRC's enforcement powers, including regulatory powers
over foreign professionals practicing in the country;
• Authority to use income for full computerization; and
• Upgrading of compensation and allowances of Chairperson to that of a
Department Secretary and those of the Commissioners to that of
Undersecretary.
64. Vision
The Professional Regulation Commission is the instrument of the
Filipino people in securing for the nation a reliable, trustworthy
and progressive system of determining the competence of
professionals by credible and valid licensure examinations and
standards of professional practice that are globally recognized
Mission
To deliberately, scientifically and consistently
determine the competence of professionals through
the provision of professional standards and judicious
issuance of professional license.
P – rofessionalism and Integrity
R – esponsibility, Unity and Accountability
C – ompetence and Excellence
65. The Commission is headed by a Commission Proper
composed of a Chairperson and two Commissioners
The Commission has a unique structure.
• It supervises 43 professional regulatory boards (PRBs), and at the same
time, extends technical, legal, and administrative support to the latter. The
members of the PRBs, all presidential appointees, in turn regulate the
professions under their jurisdiction.
• It has 4 stakeholders: the 80 million Filipinos, the 42 accredited
professional organizations and 2.3 million Filipino professional, the 42
Professional Regulatory Boards with 159 member, and the 484 PRC
employees.
• It has 3 major operating offices: Licensure Office, Regulations Office,
Office of Financial and Administrative Services, and two ad hoc offices:
Maritime Affairs Office and Office for Professional Teachers.
• It has 10 field offices: in Tuguegaro, Baguio, Lucena, Legaspi, Tacloban,
Iloilo, Cebu, Davao, Cagayan de Oro, and Zamboanga.
Each office is headed by a Director responsible for the supervision of the
different divisions, units or section under their respective jurisdiction,
which are described and enumerated hereunder
66. Licensure Office
• Application Division. In-charge of the assessment and evaluation of qualification
of applicants in licensure examinations; assists the various professional regulatory
boards in the pre-qualification of applicants prior to admission to sit in the
licensure examinations.
• Examination Division. In-charge of the administration and supervision of the
conduct of licensure examinations
• Rating Division. In-charge of processing examination results; responsible for the
correction and rating of examination answer sheets and the eventual release of
examination results
• Educational Statistics Task Force. In-charge of the collection and processing of
statistical data relative to the performance of schools in licensure examination and
the interpretation of the results thereof
Regulations Office
• Registration Division. In charge of the registration of successful examinees in
licensure examinations; responsible for the maintenance of the registry of
registered professionals;
• Legal Division. In-charge of investigating complaints and/or cases against
registered professionals or applicants in licensure examinations, hear and
adjudicate the same;
• Standards and Inspection Division. In-charge of implementing professional
standards of the various professional regulatory boards and monitoring
compliance thereof
67. Office of Financial, Administrative and Support Services
• Budget Division. In-charge of the preparation and allocation of the agency’s
budget.
• Accounting Division. In-charge of accounting and analyzing financial transactions
of the agency; responsible for the monitoring of the agency’s income and
expenditures.
• EDP Division. In-charge of the development and maintenance of various electronic
and computerized application systems, databases, software and hardware of the
Commission.
• Administrative Division. In-charge of maintenance, allocation and supervision of
all the resources of the Commission which is composed of the following sections:
• Personnel Section - in-charge of hiring, promotion and evaluation of the
personnel/work force of the Commission
• Property Section - in charge of the maintenance and monitoring of the agency’s
properties, supplies and materials inventory
• General Services Section - in-charge of housekeeping and maintenance of
Commission’s buildings, machinery and equipment
• Records Section - is the central repository of all the records of the Commission
• Office for Professional Teachers - in-charge of processing, evaluation and
prequalification of applicants for examination and registration of professional
teachers; maintains registry of professional teachers
68. Maritime Office
• Marine Deck Officers Division. In-charge of processing,
evaluation and pre-qualification of applicants for
examination and registration of marine deck officers;
maintains registry of marine deck officers.
• Marine Engineer Officers Division. In-charge of processing,
evaluation and pre-qualification of applicants for
examination and registration of marine engineer officers;
maintains registrey of marine engineer officers.
• Seafarer’s Training, Certification and Watchkeeping
Section. In-charge of processing and evaluation of
qualifications of marine officers for the issuance of
certificates of competency and endorsement and
revalidation thereof.
• Secretary to the Regulatory Boards. In-charge of assisting
the various professional regulatory boards in the discharge
of their duties, functions and responsibilities.
69. Functions
Quasi-Judical
Investigates cases against erring examinees and professionals. Its
decisions have the force and effect of the decisions of a court of
law, with the same level of authority as a Regional Trial Court. After
the lapse of the period within which to file an appeal, Commission
decisions become final and executory.
Quasi-Legislative
Formulates rules and policies on professional regulation. When
published in the official gazette, these rules have the force and
effect of law.
Executives
Administer, implements, and enforces the regulatory policies of the
national government, including the maintenance of professional
and occupational standards and ethics and the enforcement of the
rules and regulations relative thereto.
70. HON. TERESITA R. MANZALA
Chairperson
P. Paredes St. cor. Morayta St.
Sampaloc, Manila
News/Events:
• September 2012 Marine Engineer Officers Licensure
Examination results released in four (4) working days
• The PRC announces that 14 out of 18 passed the CHIEF
MARINE ENGINEER OFFICERS LICENSURE
EXAMINATION, 128 out of 201 passed the SECOND
MARINE ENGINEER OFFICERS LICENSURE
EXAMINATION and 239 out of 373 passed the OFFICER-
IN-CHARGE OF AN ENGINEERING WATCH LICENSURE
EXAMINATION given by the Board for Marine Engineer
Officers in Manila this September 2012
71. 10. Technical Education and
Skills Development Authority
(TESDA)
History:
• August 25, 1994, the "Technical Education and Skills Development Act of
1994“ was signed; aims to encourage the full participation of and mobilize the
industry, labor, local government units and technical-vocational institutions in
the skills development of the country's human resources.
• The merging of the National Manpower and Youth Council(NMYC) of the
Department of Labor and Employment (DOLE). The Bureau of Technical and
Vocational Education (BTVE) of theDepartment of Education, Culture and
Sports (DECS), and The Apprenticeship Program of the Bureau of Local
Employment(BLE) of the DOLE gave birth to TESDA.
• Key recommendations of the 1991 Report of the Congressional
Commission on Education, which undertook a national review of
the state of Philippine education and manpower development. It
was meant to reduce overlapping in skills development activities
initiated by various public and private sector agencies, and to
provide national directions for the country's technical-vocational
education and training (TVET) system.
72. TESDA is mandated to:
• Integrate, coordinate and monitor skills
development programs;
• Restructure efforts to promote and develop
middle-level manpower;
• Approve skills standards and tests;
• Develop an accreditation system for institutions
involved in middle-level manpower development;
• Fund programs and projects for technical
education and skills development; and
• Assist trainers training programs.
73. At the same time, TESDA is expected to:
• Devolve training functions to local
governments;
• Reform the apprenticeship program;
• Involve industry/employers in skills
training;
• Formulate a skills development plan;
• Develop and administer training
incentives;
• Organize skills competitions; and
• Manage skills development funds.
74. Overall, TESDA formulates manpower and skills
plans, sets appropriate skills standards and tests,
coordinates and monitors manpower policies and
programs, and provides policy directions and
guidelines for resource allocation for the TVET
institutions in both the private and public sectors.
Today, TESDA has evolved into an organization that
is responsive, effective and efficient in delivering
myriad services to its clients. To accomplish its
multi-pronged mission, the TESDA Board has
been formulating strategies and programs geared
towards yielding the highest impact on
manpower development in various areas,
industry sectors and institutions.
75. Vision
TESDA is the leading partner in the development
of the Filipino workforce with world-class
competence and positive work values.
Mission
TESDA provides direction, policies, programs
and standards towards quality technical
education and skills development.
76. NEWS RELEASE
• TESDA, Coke craft training model for women entrepreneurs
09 September 2012
• TESDA helps displaced Bulacan folks find footing in new
home 02 September 2012
• Skills development congress to debut Wednesday 26
August 2012
• Drivers, kin get scholarships from Tesda, Petron 25 August
2012
• In Habagat's aftermath: lessons in recovery25 August 2012
SEC.JOEL VILLANUEVA
Director General
East Service Road, South highway, Taguig City
77. DAILY MINIMUM WAGE RATES
National Capital Region (NCR) a/
Per Wage Order No. NCR-17 b/
Effective: 3 June 2012
Upon Effectivity:
Basic Wage After New
Sector/Industry COLA Integration COLA Minimum Wage
Rates
Non-Agriculture P 426.00 P 20.00 P 446.00
Agriculture (Plantation P 389.00 P 20.00 P 409.00
and Non Plantation)
Private Hospitals with bed P 389.00 P20.00 P 409.00
capacity of 100 or less
Retail/Service P 389.00 P20.00 P 409.00
Establishments employing
15 workers or less
Manufacturing P 389.00 P 20.00 P 409.00
Establishments regularly
employing less than 10
worker
78. Effective 01 November 2012 :
Basic Wage COLA Effective New Minimum Wage
After COLA Effective 3 1 November 2012 Rates
Sector/Industry COLA June 2012
Integration
Non-Agriculture P 426.00 P 20.00 P 10.00 P 456.00
Agriculture (Plantation P 389.00 P 20.00 P10.00 P 419.00
and Non Plantation)
Private Hospitals with P 389.00 P20.00 P10.00 P 419.00
bed capacity of 100 or
less
Retail/Service P 389.00 P20.00 P10.00 P 419.00
Establishments
employing 15 workers
or less
Manufacturing P 389.00 P 20.00 P 10.00 P 419.00
Establishments
regularly employing
less than 10 workers
79. • Covers the Cities of Caloocan, Las Pinas, Makati, Malabon,
Mandaluyong, Manila, Marikina, Muntinlupa, Paranaque,
Pasay, Pasig, Quezon, San Juan, Taguig, and Valenzuela and
Municipalities of Navotas and Pateros.
• Grants the following to all minimum wage workers in the
private sector in the region:
• a. Integration of P22.00 COLA under W.O. No. RB-NCR-16
into the basic wage.
• b. P30.00 COLA per day to be given into two (2) tranches:
• > P20.00/day upon effectivity of this Wage Order
• > P10.00/day effective November 1, 2012
• W.O. issued 17 May 2012, published at Philippine Daily
Inquirer on 19 May 2012.
Posted 21 May 2012
