Vision

Every Filipino worker attains full, decent and productive employment.

Mission
To promote gainful employment opportunities, develop human resources, protect workers and
promote their welfare, maintain industrial peace.

(Section 2, Chapter 1, Title VII of Book IV of the Revised Administrative Code of 1987)

Organizational Structure
The DOLE is headed by a Secretary, assisted by Undersecretaries and Assistant Secretaries.
The Department has 16 Regional Offices and 83 Field Offices, 5 Bureaus, 7 Services and 10
Attached Agencies and 38* Philippine Overseas Labor Offices.

Secretary
ATTACHED AGENCIES
1. Institute for Labor Studies Undersecretaries
2. National Conciliation and Mediation
Board
3. National Labor Relations Commission
Asst. Secretaries
4. National Maritime Polytechnic
5. National Wages and Productivity
Commission
6. Overseas Workers Welfare BLE BLR BWC BWSC ILAB NRCO
Administration
7. Philippine Overseas Employment
Administration
8. Professional Regulation Commission AS FMS HRDS IAS IPS LS PS
9. Employees Compensation Commission
10. Occupational Safety and Health Center
Regional Offices: Philippines Overseas Labor Offices:
Technical Education and Skills Luzon (8) Asia and the Pacific (11)
Development Authority (TESDA) Visayas (3) Europe and the Americas (10)(12)
* By virtue of Executive Order No. 1 (s.2016), the Mindanao (5) Middle East (15)
TESDA is transferred under the supervision of
the Office of the Cabinet Secretary.
Bureau NRCO is transferred as an attached office of OWWA
OSEC Service Unit thru Republic Act 10801 (s.2016).

Bureaus OSEC Services

BLE Bureau of Local Employment AS Administrative Service
BLR Bureau of Labor Relations FMS Financial and Management Service
BWC Bureau of Working Conditions HRDSHuman Resource Development Service
BWSC Bureau of Workers with Special Concerns IAS Internal Audit Service
ILAB InternationalLabor Affairs Bureau LCO Labor Communications Office
NRCO National Reintegration Center for OFWs LS Legal Service
PS Planning Service

*POLO Germany and POLO Los Angeles to open in August 2019

PROGRAM BRIEF FY 2020

 The Department serves the country’s labor force, covering those in the formal and informal
sector and the Overseas Filipino Workers (OFWs). The DOLE also work with workers’
organizations, employers and/or employers’ groups, non-government organizations (NGOs),
other government agencies, the academe, international organizations (e.g., ILO, IOM, UNDP,
UNICEF), and the international community including the host countries of our OFWs.

To contribute in attaining the Philippine Development Plan 2017-2022 key strategies of

enhancing the social fabric, inequality-reducing formation and increasing growth potential, the
DOLE will pursue the following Organizational Outcomes:
1. employability of workers and competitiveness of MSMEs enhanced;
2. protection of workers’ rights and maintenance of industrial peace ensured; and
3. social protection for vulnerable workers strengthened.

DOLE - OFFICE OF THE SECRETARY

The table below presents the performance indicators and FY 2020 targets corresponding to
each organizational outcome and major program.

ORGANIZATIONAL OUTCOMES (OOs) / 2020 TARGETS

PERFORMANCE INDICATORS (NEP)
ORGANIZATIONAL OUTCOME:
Employability of Workers and
Competitiveness of MSMEs Enhanced
EMPLOYMENT FACILITATION PROGRAM
Outcome:
Percentage of Special Program for the
Employment of Students (SPES) beneficiaries 1% increase from the
graduated from TechVoc or college courses 2015 baseline
Placement rate of qualified jobseekers 82%
Placement rate of youth assisted under
JobStart Philippines 70%
Output:
Number of youth-beneficiaries assisted (SPES,
Jobstart) 71,678
Number of qualified jobseekers referred for
placement 1,614,476

PROGRAM BRIEF FY 2020

2
 Number of individuals reached through Labor
Market Information (LMI) 2,265,009

ORGANIZATIONAL OUTCOME: Protection

of Workers’ Rights and Maintenance of
Industrial Peace Ensured
EMPLOYMENT PRESERVATION AND
REGULATION PROGRAM
Outcome:
Compliance rate of establishments inspected 70%
Settlement rate (SEnA) 70%
Enforcement rates of decisions/orders on:
a. certification election, and 90%
b. labor standards cases 50%
Output:
Number of establishments inspected 64,000
Number of beneficiaries/workers served 443,620
Disposition rate of cases handled 100%

ORGANIZATIONAL OUTCOME: Social

Protection for Vulnerable Workers
Strengthened
WORKERS PROTECTION AND WELFARE
PROGRAM
Outcome:
Percentage of livelihood projects still 10%
operational after two (2) years of grant

Percentage of OFW labor cases resolved 88%

Output:
Number of beneficiaries provided with
35,786
livelihood assistance
Number of beneficiaries served 1,115,558
Percentage of individuals provided services
100%
within the prescribed process cycle time (PCT)

PROGRAM BRIEF FY 2020

3
 To carry out the Department’s Organizational Outcomes, it commits to deliver its services
through the following Priority Programs and Projects for its clientele:

 Special Program for the Employment

Sub-Program 1: of Students (SPES)
Youth
Employability  JobStart Philippines Program
(JobStart)
Employment
Facilitation
Program
Sub-Program 2: Public Employment Services (PES)
Job o Labor Market Information (LMI)
Search
Assistance

PROGRAM BRIEF FY 2020

4
 Special Program for Employment of
Students (SPES) is an employment
bridging program which aims to provide
temporary employment to poor but
deserving students, 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,

wherein 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 the rules. For low income LGUs, DOLE may shoulder a higher percentage share in the salary based on
schemes indicated in the rules.

Eligibility
Coverage Requirements

 Poor-but-deserving  With passing grade in last year/term attended

students  With his/her and parents’ combined after-tax income not exceeding the
 Out-of-school youth latest annual regional poverty threshold level for a family of six as
 Dependents of determined by National Economic Development Authority (NEDA)
displaced or would-  Accomplished application form
be-displaced  Copy of birth certificate or any documents indicating proof of date of birth
workers  Copy of Form 138 (report of grades or academic class cards) or Form 137
 For wage-earner parents: Copy of Income Tax Return (ITR) or Certificate
of Tax Exemption issued by the Bureau of Internal Revenue (BIR); if none,
original copy of Certificate of Low Income issued by the barangay for those
residing outside the ten (10) kilometer-radius from the nearest Revenue
District Office of BIR
 For non-wage earner parents: Original copy of Certificate of Indigence or
Low Income issued by the barangay or Social Welfare and Development
Office of the LGU

PROGRAM BRIEF FY 2020

5
 Accomplishment
(youth beneficiaries assisted)
Accomplishment Budget(‘000)
Year Target
Actual % Allocation Utilization

2020 (NEP) 70,678 P514,252

100,981
2019 85,518 (as of July)
118 P517,408 P284,727

2018 157,690 187,680 119 P708,556 P 704,230

P866,100
2017 203,470 195,380 101 P738,888

2016 203,000 229,674 103 P814,963 P671,088

Note: The FYs 2016 to 2018 budget is composed of the GAA, BuB, BCDA, and Continuing Funds.

PROGRAM BRIEF FY 2020

6
 JobStart prepares at-risk youth for the
world of work by reducing their job-
search period and increasing their
employability through a 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.

Eligibility
Coverage Requirements

 At-risk 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

Accomplishment
(youth beneficiaries assisted)
Accomplishment Budget(‘000)
Year Target
Actual % Allocation Utilization
2020 (NEP) 1,000 P41,491
2nd semester
2019 380 P20,463 P.398
implementation
GAA- 400
2018 400 100 P20,463 P20,395
ADB- 1,410

4,185 (Wave1)
2017 4,200 P263,772 P168,610
3,708 (Wave 2)

2016 3,200 3,398 106 P106,463 P10,847

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

PROGRAM BRIEF FY 2020

7
 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.

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.

Eligibility: PES
Coverage Requirements

 Students  Individuals may visit the local provincial/municipal/ city hall(s) where
 Jobseekers most of the PESOs are located
 Employers
 OFWs
 Academe
 Researchers

PROGRAM BRIEF FY 2020

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 Accomplishment: PES
(qualified jobseekers referred for job placement)
Accomplishment Budget
Year Target
Actual % Allocation Utilization
2020 (NEP) 1,614,476 P98,231

1,433,941
2019 1,714,295 84 P28,784 P10,954
(as of July)

2018 1,676,495 2,330,936 139 P 63,590 P 60,129

2017 1,811,843 2,329,621 129 P58,061 P52,505

2016 2,019,274 2,392,186 118 P92,634 P69,761

Accomplishment: LMI
(individuals reached)
Accomplishment Budget (‘000)
Year Target
Actual % Allocation Utilization
2020 (NEP) 2,265,009 P 780

2,908,092
2019 2,426,279 120 P 1,000 0
(as of July)

2018 2,426,279 4,184,649 173 P 1,535 P1,468

2017 2,342,543 4,188,172 179 P930 P911

2016 2,981,543 3,229,806 108 P1,145 P52

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

PROGRAM BRIEF FY 2020

9
  Workers Organization and
Sub-Program 1:
Development Program (WODP)
Workers
Organizations  Labor and Employment
Development and Education Services (LEES)
Empowerment
Sub-Program 2:
Tripartism and
Social Dialogue
Employment
Preservation
and Regulation
Program  Conciliation-Mediation
Sub-Program 3: o Single Entry Approach
Case (SEnA)
Management o Speedy and Efficient
Delivery of Labor Justice
(SpeED)
Sub-Program 4:
Labor Inspection
Program

PROGRAM BRIEF FY 2020

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 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.

Eligibility
Requirements for
Coverage Requirements for Training
Scholarship

 Legitimate trade  Duly accomplished application form  Duly accomplished

union centers, labor  Profile of project manager/training application form
federations, national coordinator  Profile of scholar
unions, locals/  Training proposal  Certificate of employment
chapters and  List of past activities of similar nature and compensation
independent unions  Board/Organization Resolution  Board
 Women workers’  At least 20% equity of total cost resolution/endorsement
organizations  Reportorial requirements (for union  Birth certificate
 Workers associations applicants only)  Transcript of records

PROGRAM BRIEF FY 2020

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 Accomplishment
(union members/officers trained)
Accomplishment Budget(‘000)
Year Target
Actual % Allocation Utilization

2020 (NEP) 1,900 P15,316

2019 1,915 1,645 86 P15,339 P5,847

(As of July)

2018 3,075 6,084 198 P20,352 P15,807

2017 2,540 5,174 204 P27,731 P22,219

2016 2,580 4,550 176 P32,420 P21,730

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

PROGRAM BRIEF FY 2020

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 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.

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)

PROGRAM BRIEF FY 2020

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 Accomplishment
(workers, employers, and students reached)
Accomplishment Budget(‘000)
Year Target
Actual % Allocation Utilization

2020 (NEP) 441,572 P 646

2019 441,572 549,232 114 P 841 0

(as of July)

2018 434,234 655,853 151 P 841 P 841

Included in
2017 323,040 495,384 153
BLR’s Budget

2016 318,103 421,917 133

PROGRAM BRIEF FY 2020

14
 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).

PROGRAM BRIEF FY 2020

15
 Eligibility
Coverage Requirements

 Labor groups  Most representative organization (organization of

 Employer sector employers and /or workers of inclusive
 Government sector membership and active engagement in tripartite
 Women consultations
 Youth
 Formal and informal sector

Accomplishment
(ITCs established)
Accomplishment Budget(‘000)
Year Target
Actual Allocation Utilization
2020 (NEP) P5,330

2019 P5,454 P1,106

2018 strengthening 194 P 7,546 P 7,273

2017 298 P7,546 P7,192

2016 297

PROGRAM BRIEF FY 2020

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 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.

PROGRAM BRIEF FY 2020

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 Eligibility
Coverage Requirements

Requests for Assistance (RFAs) filed in the DOLE Regional Offices  Duly-accomplished Interview Form
as well as in NCMB, NLRC, POEA, and OWWA by the following: detailing the information about the
complaint
 Unorganized workers
 Overseas Filipino Workers (OFWs)
 Household Service Worker’s (HSWs)

Accomplishment
(settlement rate)
Accomplishment Budget
Year Target
Actual % Allocation Utilization

2019 77% 75.6% (as of July) 97

2018 77% 75% 97 P7.861M P4.206M*

2017 77% 72% 94 P8.092M P7.435M

2016 77% 79% 103 P6.703M P6.277M

*-For updating

Accomplishment
(disposition rate)
Accomplishment
Year Target
Actual %
2019 100% 94% 94

2018 100% 97% 97

2017 100% 94% 94

2016 100% 95% 95

PROGRAM BRIEF FY 2020

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 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.

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)

Accomplishment
(Disposition rate)
Accomplishment Budget
Year Target
Actual % Allocation Utilization
2019 100% 82.1% 81

2018 100% 89% 89 P70.751M P37.856M **

2017 100% 88% 88 P72.832M P66.914M

2016 100% 91% 91 P60.327M P56.491M

PROGRAM BRIEF FY 2020

19
 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 Programwith 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.

PROGRAM BRIEF FY 2020

20
 Eligibility
Coverage Requirements

All private establishments and their workers, including their  Covered establishments shall be inspected at least
branches and workplaces, and their contractors or sub- once a year, motupropio or upon request or filing of
contractors with the following priorities: anonymous grievances.
 To ensure that the Department has a pool of
 Employing 10 or more employees Inspectors with relevant skills and competencies, a
 Engaged in hazardous work Qualification Standards shall be observed in the
 Employing children recruitment and training/capacity building of
 Engaged in contracting and subcontracting arrangements Inspectors.
 Philippine registered ships or vessels engaged in domestic  General Authority (GA) issued by the DOLE
shipping Secretary and specific Inspection Authority issued
 PEZA locators by the concerned Regional Director shall be issued
 Security agencies prior to the conduct of inspection.
 Other industries as may be identified through DOLE  The Labor Inspector shall bring appropriate tools
issuances. during the conduct of inspection including
prescribed forms such as Authority to Inspect,
*Inspection of establishments shall cover all Labor Laws, which Inspection Checklist (LI-MIS mobile application in
include the General Labor Standards (GLS), Occupational their tablets), Notice of Results, etc. In addition to
Safety and Health Standards (OSHS) and other related labor this, the Labor Inspector must be equipped with a
laws and issuances. This covers provisions on wages, hours of list and copies of labor laws and other relevant
work and other non-monetary benefits as well as the standards regulations.
that refer to the conditions of work premises, required personal  On the other hand, employer should make available
protective equipment (PPE) and health programs, and other to the Labor Inspector the following documents to
related laws dealing with occupational safety and health. determine compliance with labor laws and social
Additionally, inspection covers workplace observance of labor legislations:
rights and key indicators in the country’s decent work profile.
 Employment records including payrolls, DTRs,
payslips, 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.

PROGRAM BRIEF FY 2020

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 Accomplishment
(establishments inspected)
Accomplishment Budget(‘000)
Year Target
Actual % Allocation Utilization

2020 (NEP) 64,000 P 519,152

2019 64,000 41,764 65 P 434,595 P225,344

(as of July)

2018 54,530 59,380 109 P417,617 P 410,747

2017 54,530 60,732 111 P497,985 P480,774

2016 52,074 60,376 116 P397,425 P354,214

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

Accomplishment
(compliance rate of establishments inspected)

Year Target Accomplishment

2019 70% 74% (as of July)

2018 70% 79.22%

2017 73%compliance rate with labor laws of 60.0%

establishments that employed 10 or more

2016 73% compliance rate with labor laws of 69.8%

establishments that employed 10 or more

PROGRAM BRIEF FY 2020

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  DOLE Integrated Livelihood and
Emergency Employment Program
(DILEEP)
Sub-Program 1:  Government Internship Program
Livelihood and (GIP)
Emergency
 DOLE Adjustment Measures
Workers Employment Program (DOLE-AMP)
Protection and
Welfare
 Child Labor Prevention and
Program Elimination Program (CLPEP)
Sub-Program 2:
Welfare  Family Welfare Program (FWP)
Services  Social Amelioration Program (SAP)
in the Sugar Industry *not funded under GAA
 Onsite Programs and Services for
OFWs

PROGRAM BRIEF FY 2020

23
 DOLE Integrated Livelihood and
Emergency Employment Program
(DILEEP) contributes to poverty
reduction and reduce vulnerability to
risks of the working 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 (DILP) 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 working 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.

Eligibility
Coverage Requirements
 Self-employed with insufficient income  Application letter duly signed by the
 Marginalized and landless farmers authorized officials
 Marginalized fisherfolks  Detailed project proposal duly
 Unpaid family workers approved/signed by the authorized officials
 Women and youth  Individual beneficiary profile and Proponent
 Low/minimum-wage earners and seasonal workers Profile
 Workers displaced or to be displaced as a result of natural  Memorandum of Agreement (MOA) between
calamities, armed conflicts or closure of establishment, the parties
retrenchment, and termination  Certification of no unliquidated cash
 Persons with Disability, Senior Citizens and Indigenous People advances and/or grants from DOLE
Victims of armed conflict and Rebel Returnees
 Parents/Guardians of child laborers For detailed list of the requirements, please refer to
Revised Guidelines in the Implementation of DILEEP
(Department Order No. 173-17)
*Beneficiaries of the 4Ps and the government employees including those at the LGU are not eligible to avail of the program

PROGRAM BRIEF FY 2020

24
 Project Categories
Group Projects Individual Projects
a. Micro-livelihood. An organization composed of 15-25 Under this category, the beneficiaries can avail of the
members, can avail of a maximum financial assistance Starter Kit or Negosyo sa Kariton (Nego-Kart), up to a
of P250,000.00, depending on the project requirement. maximum financial assistance of P20,000.00
depending on the project requirement.
b. Small Livelihood. An organization composed of 26-50
members, can avail of a maximum financial assistance
of P500,000.00, depending on the project requirement.

c. Medium Livelihood. An organization composed of

more than 50 members, can avail of a maximum
financial assistance of P1,000,000.00, depending on
the project requirement.

Accomplishment
(beneficiaries provided with livelihood assistance)
Accomplishment Budget(‘000)
Year Target
Actual % Allocation Utilization

2020 (NEP) 35,786 P751,516

2019 34,345 31,274 91 P724,487 P367,452

(as of July)

2018 47,136 85,471 181 P 1,000,115 P 995,777

2017 47,136 103,386 219 P2,244,652 P1,916,895

2016 90,962 113,316 125 P1,931,427 P1,398,457

2015 62,371 84,491 135

2014 100,000 125,509 126

2013 87,000 85,380 98

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

PROGRAM BRIEF FY 2020

25
 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 ninety 90 days,
depending on the nature of work to be
performed.

Eligibility
Coverage Requirements

 Displaced workers caused by massive displacement  Application letter duly signed by the authorized
brought about by force majeure or extraordinary officials
circumstance  Detailed and duly signed TUPAD project proposal
 Self-employed workers, including farmers and fishermen and Work Program
who have lost their livelihoods due to natural calamities/  Certification from the LGUs/Barangay or DSWD
disasters, economic crisis, armed conflicts and/or that the target beneficiaries are underemployed,
seasonality of work; or victims of natural disaster/calamity or armed
 Laid-off or terminated workers as a result of conflict. For laid-off or terminated workers,
retrenchment or permanent closure of an establishment certification of displacement from the
 The underemployed, including sub-professionals company/establishment
involved in structured worker in support of office  Individual beneficiary Profile and Proponent ACP
operations or those engaged in arts, crafts, and manual Profile
of clerical work.  Memorandum of Agreement (MOA) between the
DOLE RO and LGU
Only one member of a household shall be qualified to avail of  Certification of no unliquidated cash advances
the program for each year. However, a beneficiary can avail and/or grants from DOLE
again in the event that he/she becomes a victim of another
calamity/disaster. For detailed list of the requirements, please refer to Revised
Guidelines in the Implementation of DILEEP (Department
Order No. 173-17)

PROGRAM BRIEF FY 2020

26
 Accomplishment
(beneficiaries provided with emergency employment)
Accomplishment Budget
Year Target
Actual % Allocation Utilization

2020 (NEP) 47,971 *** P3,883,279

2019 138,335** 126,268 91 P3,342,995 P 684,274

(as of July)

2018 123,421 370,230 299 P 1,651,750 P1,523,729

2017 56,040 314,009 560 P947,495 P918,554

2016 * 217,228 331,210 123 P2,059,253 P1,758,439

*Under TUPAD (2016), actual number of working days can range from 10-30 days depending on the nature of work to be performed.
The target of 217,228 was pegged at 30 days.

**- based on 90 days as working days (comprehensive and later release of budget)
***-for updating
Note: FYs 2016 and 2017 Budgets are based on Current and Continuing Funds
FY 2019 budget utilization is for 1st semester only

PROGRAM BRIEF FY 2020

27
 Government Internship Program or
GIP aims to provide opportunities
and engage beneficiaries to serve
the general public in government
agencies/entities projects and
programs at the national and local
level.
Provide 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.

Eligibility
Coverage Requirements
 At least High School/ Senior High, Tech-Voc, or
College graduates,  Transcript of Records (TOR); or
 Individuals aged 18-30 years old, except those as  Form 137/Form 138; or
may be determined by DOLE Regional Offices  Diploma or Certificate of Graduation; or
based on *Section 2 (d) and (e) of DOLE DO 204,  Certification from the school/institution or any
Series of 2019), and document/proof equivalent to this effect
 No work experience For beneficiaries under Section 2 (d) and (e), a certification from the
Barangay that the applicant is a resident of the areas mentioned shall
*Section 2 (d) Hit by natural disasters, man-made be submitted.
calamities, or affected by armed conflict; (e) Areas where
Applicants who submitted a Certificate of Indigency shall be prioritized
government regulations that caused displacements were
to avail the program
implemented

Accomplishment
(youth beneficiaries assisted)
Accomplishment Budget
Year Target
Actual % Allocation Utilization
2020 (NEP) 8,237 P473,716

2019 30,889 5,802 71 P440,625 P29,088

(as of July)

2018 25,940 17,999 69 P 592,340 P 542,060

2017 16,243 17,098 105 P790,717 P660,780
2016 41,420 43,035 104 P1,412,018 P1,025,731

PROGRAM BRIEF FY 2020

28
 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

Accomplishment: DOLE-AMP Regular
and gadgets, the DOLE developed the
(beneficiaries assisted) Labor Inspection System Management
Information System. An important
feature ofBudget
the system is data capture
Year Accomplishment and transmittal from the field in real-
Allocation Utilization
time, as an electronic checklist is filled-
2020 (NEP) up through the use of mobile devices
P92.618M
and gadgets. Data are instantly
available for viewing and processing to
2019 (as of July) 973 P50.913M P1.808M
generate reports, statistics, and
summons, including real-time
2018 548 monitoring of decent work indicators,
P 6.807M
P 7.018M
based on the country’s decent work
profile.
2017 33,222 P 194,282 P 138,662

2016 13,248 P 96,399 P 35,640

Note: FYs 2016 and 2017 Budgets are based on Current and Continuing Funds
FY 2019 budget utilization is for 1st semester only

PROGRAM BRIEF FY 2020

29
 K to 12 Adjustment Measures Program (Kto12 AMP)
Bureau of Local Employment / DOLE Regional Offices

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 Law).

As embodied in DOLE Department

Order 177 Series of 2017, it serves as
a social protection program that

provides displaced HEI personnel with 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 the 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. 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.

PROGRAM BRIEF FY 2020

30
 Eligibility
Coverage Requirements

Teaching and non-teaching Higher Educational Institution (HEI) personnel  K to 12 DOLE AMP Application
either temporarily or permanently displaced due to the implementation of Form
RA 10533 during the Transition Period through any of the following modes  Certificate of Displacement; or
of displacement: copy of complaint duly received by
NLRC in case of dispute
 Retrenchment as an Authorized Cause of Termination  Certificate of Employment and
 Availment of Voluntary Separation Program Compensation
 Availment of Early Retirement Program  Any government-issued ID
 Non-renewal of Contract
 Work Suspension

Accomplishment: K to 12 AMP
(beneficiaries assisted)
Accomplishment Budget
Year Target
Actual % Allocation Utilization
2020 (NEP) Demand driven P10-M

2019 Demand driven 44 P10-M P4.8-M

(as of July)

2018 346 332 96 P 81.4M P 78.6M

2017 N/A 464 - P 480.774M P 74.8M

2016 N/A 142 - P 500M P 19.3M

PROGRAM BRIEF FY 2020

31
 Child Labor Prevention and Elimination
Program (CLPEP) aims to remove children
from child labor especially its worst forms.
It is the DOLE’s contribution 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:
 Profiling of Child Laborers. It aims to
locate and identify the children who will
be referred to appropriate agencies and
organizations for the provision of
necessary services to remove them
from child labor.
 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.
 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
 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 benefactors or “angels” to child laborers and their families.

Accomplishment
Profiling of Child Livelihood Assistance to Sagip Batang Project Angel
Year Laborers Parents of Child Laborers * Manggagawa Tree
(No. of child laborers (No. of parents of child laborers (No. of child laborers (No. of children
profiled) provided with livelihood assistance) rescued) beneficiaries)
2019 614 9 1,017
(as of July)

2018 85,582 3,870 25 7,000

2017 No profiling conducted 3,430 56 3,556
2016 No profiling conducted 5,693 36 5,780

*- Livelihood assistance provided under DILEEP

Source: Bureau of Workers with Special Concerns

Budget (‘000)
Year Allocation Utilization
2020 (NEP) P 15,000
2019 (as of July) P 115,000 P1,025
2018 P15,000 P13,182
2017 P5,000 P3,200

PROGRAM BRIEF FY 2020

32
 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,
promote 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.

Eligibility
Coverage Requirements
 The FWP is mandatory in establishments employing more  The establishment should have a Family
than 200 workers. Establishments with less than 200 Welfare Committee.
workers are encouraged to establish or organize a Family
Welfare Committee and implement a FWP.

Accomplishment
Accomplishment Budget
Year Indicator
Actual Allocation Utilization
2020 (NEP) P103,609
workers covered
under 155,825
2019 P102,631 P54,671
establishments (as of July)
without FWPs
2018 provided assistance 350,246 P96,549 P95,965
in setting up FWP
2017 182,338 P38,502 P37,926

Workers provided
2016 with FWP related 196,057 P29,973 P28,522
services

PROGRAM BRIEF FY 2020

33
 The DOLE implements an industry-
based social protection program which
is 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 (in the mills and
plantations), and their families, small
farm cultivators and their families 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 Sugar mills act a collecting agent in the
2. Maternity Benefit Program SAP lien collection.
3. Death Benefit Program
4. Socio-Economic Projects

Eligibility
Coverage Requirements

 Mill and Field  Cash Bonus Distribution Program. Claims shall be filed within the three (3) year
Workers in period by qualified planters or workers subject to the submission of supporting
Regions 2, 3,4A, 5, documents. (Refer to Rule VII Section 2 of DO 114-11)
6, 7, 8,10, 11 and  Maternity Benefit Program. Filing shall be done after delivery but it maybe filed
12 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. (Refer to
Rule IX Section 2.2 of DO 114-11)
 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. (Refer to Rule IX Section 3.2 of DO 114-11)

PROGRAM BRIEF FY 2020

34
 Accomplishment
(workers provided with SAP assistance)
Actual Accomplishment
Year
Maternity Benefit Death Benefit Total

2019(as of July) 636 459 1,095

2018 1,207 1,367 2,574

2017 827 1,018 1,845

2016 581 1,058 1,639

PROGRAM BRIEF FY 2020

35
 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.

PROGRAM BRIEF FY 2020

36
 Eligibility (Welfare Services)
Assistance Coverage Requirements
 Welfare  Documented and undocumented OFWS regardless of job  OFW profile
category/ classification:  Documentation
Report regarding
 OFWs who ran away or rescued from employers
the status of OFW
 OFWs in prison, detention centers camp sites and confined
complaints/ cases
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

 Repatriation  Distressed OFWs  Exit Permit

 Medically-ill or mentally-ill OFWs  Airfare Ticket
 OFWs affected by the host country such as war, disease outbreak,  Passport
natural calamities  Case Report/Profile
 Human remains of OFWs of OFW
 Other requirements
of OWWA

Accomplishments: Repatriation Services

(100% of requests for assistance served within the prescribed period)

Year Actual OFWs served

2019 (as of July) 8,089

2018 32,485

2017 36,000
2016 18,310

*OWWA and ILAB/POLOs data

**Regular and Mass (i.e., Amnesty, Operation Bring-Them-Home) repatriation

PROGRAM BRIEF FY 2020

37
 Accomplishments: Welfare Services
(100% of requests for assistance served within the prescribed period)
Actual Accomplishment
Year Case
Training Custodial Others Total
Management
2019 (as of July) 134,627 16,381 22,296 401,235 554,539

2018 233,960 19,735 60,717 528,883 843,295

2017 167,081 18,757 58,643 455,225 699,706

2016 154,120 17,850 60,428 346,668 578,886

*OWWA and ILAB/POLOs

**Case Management: labor and welfare complaints/cases

Accomplishments:
Budget
Year
Allocation Utilization
2020 (NEP) P1,269,809

2019 P1,177,398 P614,442

2018 P 954,242 P 865,835

2017 P 1,137,373 P 811,843

2016 P 624,970 P 555,991

Note: FYs 2016 and 2017 Budgets are based on Current and Continuing Funds
FY 2019 budget utilization is for 1st semester only

PROGRAM BRIEF FY 2020

38
 39
PROGRAM BRIEF FY 2020
 ORGANIZATIONAL OUTCOMES (OOs) / 2020 TARGETS
PERFORMANCE INDICATORS (NEP)

ORGANIZATIONAL OUTCOME: Capacity of

MSMEs to 26,979
implement productivity improvement program
enhanced
Enterprise Productivity Improvement Program
Outcome Indicators:
Percentage of trained MSMEs with productivity 50%
improvement program/action plan
Percentage of MSMEs assisted on productivity pay
advisory with productivity incentive schemes
Output Indicators:
Number of MSMEs trained/oriented 12,000
Percentage of clients who rated training/technical 100%
services as satisfactory or better
Number of MSMEs provided with technical 800
assistance on designing productivity based
incentive schemes
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%
Percent of appealed cases on wage 98%
orders/exemption cases resolved within the
reglementary period/process cycle time of 60 days
Output Indicators:
Number of clients reached thru advocacy services 270,000
Number of wage orders issued, as necessary As necessary
Percentage of wage cases resolved within forty-five
(45) days upon receipt of application 98%

40
PROGRAM BRIEF FY 2020
 Capacity of MSMEs to implement productivity improvement program
enhanced

Enterprise
Productivity Productivity Training
Improvement Program
Program

Fair and reasonable minimum wages in accordance with law ensured

Wage Regulatory Two-Tiered Wage

Program System (TTWS)

41
PROGRAM BRIEF FY 2020
 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.

Eligibility
Coverage Requirements

✓ Micro, small and medium-sized ✓ With 1-199 employees/workers

enterprises in all types of ✓ With basic management systems in place, such as recruitment/ of
industries workers, planning, marketing, production
✓ Willing to implement productivity improvement programs (PIPs) in their
companies

Accomplishment
(MSMEs trained/oriented)
Accomplishment Budget (‘000)
Year Target
Actual % Allocation Utilization
2020 (NEP) 12,000 - - P 26,979 -
2019 12,000 9,580(1st Sem.) 80 P 25,834 P 8,969 (35%)
2018 12,000 11,674 97 P 23,641 P 23,630 (100%)

2017 12,000 14,865 123 P23,281 P23,281 (100%)

2016 12,000 12,231 102 P24,095 P24,095 (99.71%)

42
PROGRAM BRIEF FY 2020
 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.

Eligibility
Coverage
Enterprises and their Workers

✓ Tier 1 – Minimum Wage Workers

✓ Tier 2 – All Enterprises and Workers

43
PROGRAM BRIEF FY 2020
 Accomplishment
Performance Accomplishment Budget(‘000)
Year Target
Indicators Actual Allocation Utilization
Wage Orders (WOs)
2020 issued
P 26,090
(NEP) Productivity Advisories 16
issued (as necessary)
3 wage orders issued
Wage Orders (WOs) 16 &
P 25,629 P 11,733 (46%)
issued (as necessary) 4 domestic wage
2019(as of
July) orders issued
Productivity Advisories
issued
Wage Orders (WOs) 16 P 23,368 P 23,368
15 WOs issued
issued (as necessary) (100%)
2018
Productivity Advisories
4 advisories issued
issued

Wage Orders (WOs) 16

(as necessary) 10 WOs issued P24,397 P24,397 (100%)
issued
2017
Productivity Advisories
3 advisories issued
issued

Wage Orders (WOs) 16 P20,429

9 WOs issued P20,518
issued (as necessary) (99.57%)

2016 Continuing
Productivity Advisories monitoring and
1 advisory issued
issued documentation of
adopted PIP

44
PROGRAM BRIEF FY 2020
 PROFESSIONAL REGULATION COMMISSION (PRC)
ORGANIZATIONAL OUTCOMES (OOs) / 2020 TARGETS
PERFORMANCE INDICATORS (NEP)

ORGANIZATIONAL OUTCOME: Highlyethical, globally

competitive and recognized Filipino professionals
ensured
Professional Licensure Program
Outcome Indicators:
Percentage of graduates in all certificate course
given professional certification 56%
Output Indicators:
Percentage of applications for licensure
examinations acted upon within two (2) days from 100%
filing
Percentage of test items prepared/formulated/peer
reviewed by the Professional Regulatory Boards 98%
Percentage of statistical data for monitoring of
school performance generated within one day after 100%
the release of examination results

Professional Regulation Program

Outcome Indicators
Percentage increase in number of professionals
registered under various mutual recognition
arrangements within ASEAN and other countries 6%
including international trade arrangements where
the Philippines is a signatory
Percentage of cases resolved within three (3)
months 8%
Output Indicators:
Percentage of request for professional identification
cards (PICs) and registration certificates acted upon 100%
within the prescribed timeframe
Percentage of complaints with investigations
conducted 100%
Number of institutions and establishments where
professionals are employed that are inspected and 1,165
monitored

45
PROGRAM BRIEF FY 2020
 Professional Database Management Program
Outcome Indicators:
Percentage reduction of process cycle time of
frontline services upon conversion to online services 96%
Output Indicators:
Percentage increase in the number of applicants
and professionals provided with online services 33.72%

46
PROGRAM BRIEF FY 2020
 Highly ethical, globally competitive and recognized Filipino
professionals ensured

Professional Continuing Professional

Licensure Development (CPD)
Program

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

47
PROGRAM BRIEF FY 2020
 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 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).

48
PROGRAM BRIEF FY 2020
 Eligibility
Coverage Requirements

✓ Registered and Licensed Professionals ✓ Professional Identification Card (PIC)

Accomplishment
(CPD providers and programs accredited)
Accomplishment Budget (‘000)
Year Target
Actual % Allocation Utilization
152 CPD providers
2020 (NEP) P8,270
1,914 CPD programs

160 CPD providers 232 (as of July) 134

2019 P39,477 P1,543
2,109 CPD programs 10,828 (as of July) 454

170 CPD providers 579 341

2018 P1,000 P2,302
2,320 CPD programs 17,116 737

160 CPD providers 758 474

2017 P640 P755
2,210 CPD programs 7,881 357

140 CPD providers 218 155

2016 P500 P446.723
2,200 CPD programs 3,739 170

49
PROGRAM BRIEF FY 2020
 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

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).

Eligibility
as qualified to practice in the Host Country.

Coverage Requirements
✓ Has completed a recognized engineering, architecture and accountancy programs or
its equivalent in a University or school accredited by CHED.
✓ In possession of a nursing or medical or dental qualification recognized by the
✓ Registered Professional Regulatory Authority
and Licensed ✓ Possesses a current and valid professional registration or licensing Certificate to
Professionals 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 after graduation, at least 2 years of which
shall be in responsible charge of significant engineering work (engineering)

50
PROGRAM BRIEF FY 2020
 • Not less than 10 years of continuous practice of architecture after
graduation, of which at least 5 years shall be after licensure/registration
and at least 2 years of which shall be in responsible charge of significant
architectural works (architecture)
• Not less than three (3) within five (5) year period for accountancy
• Not less 3 continuous years prior to the application (nursing)
• Not less than 5 continuous years in the country of origin (medicine and
dentistry)
✓ Has complied with the CPD of the Philippines at a satisfactory level.
✓ Has no investigation or legal proceeding pending against him/her in the Country of
Origin or another country (medicine and dentistry)
✓ Certification of no record or pending investigation of having violated any technical,
professional and ethical standards, local and international, for the practice of
profession from the Professional Regulatory Authority (nursing), not having violated
any professional or ethical standards, local and international, in relation to the
practice of profession in the Country of Origin and in other countries (medicine and
dentistry); No record of any serious violation of technical, professional or ethical
standards, local and international (accountancy, architecture and engineering);
✓ Compliance with any other requirements, such as to submit for a personal medical
examination or undergo an induction program or a competency assessment

Accomplishment
(professional qualifications recognized)
Accomplishment Budget (‘000)
Year Target
Actual % Allocation Utilization

Rendered and provided

technical assistance to
2020 (NEP) P 17,937
the PRBs towards the
establishment of MRPQ

Rendered and provided

Rendered and provided
100% technical
technical assistance to
2019 assistance to the PRBs 100 P 6,027 P 1,060,000
the PRBs towards the
towards the
establishment of MRPQ
establishment of MRPQ
Rendered and provided
Rendered and provided
100% technical
technical assistance to
2018 assistance to the PRBs 100 P 6,076 P 1,844,593
the PRBs towards the
towards the
establishment of MRPQ
establishment of MRPQ
5 professions already
2017 9 professions signed instrument of 55 P9,671 P2,871.202
collaboration
2 professions already
7 professions
2016 signed instrument of 29 P9,671 P3,007.088
recognized
collaboration

51
PROGRAM BRIEF FY 2020
 NATIONAL MARITIME POLYTECHNIC (NMP)
ORGANIZATIONAL OUTCOMES (OOs) / 2020 TARGETS
PERFORMANCE INDICATORS (NEP)

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%
Percentage of seafarer-trainees whose jobs after
completion of training are related to skills acquired 55%
Output Indicators:
Number of trainees 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 100%
course requirements
Percentage of trainees issued a Training
Completion Record of Assessment (TCROA) within 100%
72 hours after completion of assessment
ORGANIZATIONAL OUTCOME: Maritimemanpower
sector improved through quality research
Maritime Research Program
Outcome Indicators
Percentage of maritime-stakeholder participants in
research dissemination for a who rate the 80%
completed researches as good or better
Percentage of research papers used as input to
policy formulation and program development 75%
Output Indicators:
Number of researches completed 4
Percentage of completed researches disseminated
to and utilized by maritime stakeholders within (1) 100%
year from completion

52
PROGRAM BRIEF FY 2020
 Employability and competitiveness of Filipino Seafarer enhanced

Maritime Skills
Competency Maritime Training and
Program Assessment

53
PROGRAM BRIEF FY 2020
 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 Engine Courses
• Ratings Forming Part of Navigational Watch (RFPNW) • Ratings Forming Part of Engineering Watch (RFPEW)
• Operational Use of Electronic Chart Display Information • Control Engineering (CE)
System (OUECDIS) • Auxiliary Machinery System (AMS)
• Ship Simulator and Bridge Teamwork (SSBT) • Marine Electrical System (MES)
• New Management Level Course-Deck Functions 1, 2 & 3 • Marine Refrigeration and Air Conditioning (MRAC)
• Updating Training for Officer-in-Charge of Navigational • Engine Room Simulator (ERS)
Watch (UTOICNW)-Plan A
• Updating Training for Officer-in-Charge of Navigational Basic Courses
Watch (UTOICNW)-Plan B • Basic Training (BT)
• Updating Management Level Course (MLC) -Deck • Prevention of Alcohol and Drug Abuse in the Maritime
Function 1 Sector (PADAMS)
• Updating Management Level Course (MLC) -Deck • STD/HIV/AIDS Prevention in the Maritime Sector
Function 3 (SHAPIMS)
• Ship Security Awareness Training and Seafarers with
Specialized Courses Designated Security Duties (SSAT & SDSD)
• General Operator’s Certificate for GMDSS (GOC for • Gender Sensitivity Training for Seafarers (GSTS)
GMDSS) • Refresher Training with Updating Training for Basic Safety
• Medical Emergency First Aid (MEFA) (BTR w/ BTU)
• Advanced Training in Fire Fighting (ATFF) • Proficiency in Survival Craft and Rescue Boat (PSCRB)
• Refresher Training in Advanced Fire Fighting (RTAFF) other than Fast Rescue Boats
• Refresher Training in PSCRB
Professional Development Courses • Consolidated MARPOL 73/78
• Training Course for Instructors (IMO Model Course 6.09) • Safety Training for Boat Captain & Marine Diesel Mechanic
• Training Course on Assessment, Examination and (BCMDM)
Certification of Seafarers (IMO Model Course 3.12) • Basic Safety Training for Motorboat Handlers/Operators
• Training Course for Simulator Instructors and Assessors and Fishermen (MBHOF) with Typhoon Preparedness
(IMO Model Course 6.10
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.
54
PROGRAM BRIEF FY 2020
 Eligibility
Coverage Requirements

✓ Filipino seafarers ✓ Certificate of Live Birth (PSA authenticated) for first time enrollee
✓ maritime cadets ✓ School Diploma/ Transcript of Records/ School Certification with
✓ aspiring seafarers seal
✓ maritime instructors, assessors ✓ 1 pc 2x2 colored ID picture for each course (except Basic
and supervisors Training which requires 4 pcs. 2x2 colored ID pictures), with
✓ other maritime- allied personnel/ white background, computerized name tag and in uniform (for
professionals 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)
Accomplishment Budget‘(000)
Year Target
Actual % Allocation Utilization
2019 10,000 5,433 54 P 106,803 45.15%
(as of July)

2018 12,000 12,821 107 P 106,383 99.93%

2017 10,000 10,320 103 P118,806 95.81%

2016 10,000 11,232 112 P139,970 95.82%

55
PROGRAM BRIEF FY 2020
 NATIONAL CONCILIATION AND MEDIATION BOARD (NCMB)
ORGANIZATIONAL OUTCOMES (OOs) / 2020 TARGETS
PERFORMANCE INDICATORS (NEP)

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 Not more than
cases involving companies with LMCs 10%
b. Percentage of Incidence of PM and NS/L case Not more than
involving companies with GMs 10%
Output Indicators:
LMCs facilitated 402
LMCs enhanced 1,679
GMs institutionalized/operationalized 402
GMs enhanced 1,679
ORGANIZATIONAL OUTCOME: Labor disputes
effectively settled/resolved
Labor Case Management Program
Outcome Indicators:
Not more than
Percentage of Notices of Strike/Lockout handled 6% of NS/L
which resulted to strike incidence handled
Output Indicators:
Disposition rates of:
a) Actual Strike/Lockout (AS/L) 100%
b) Voluntary Arbitration 60%
Settlement rates of:
a) Requests for Assistance (RFAs) 70%
b) Preventive Mediation (PM) 85%
c) Notice of Strike/Lockout (NS/L) 70%
Percentage of cases / RFAs settled within process
cycle time (NS/L, PM, and SEnA) 70%

56
PROGRAM BRIEF FY 2020
 Labor disputes effectively settled/resolved

Labor Case
Management Conciliation-Mediation
Program

57
PROGRAM BRIEF FY 2020
 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.

Eligibility
Coverage Requirements

✓ Organized workers with CBAs ✓ Duly-accomplished Form 01 (Notice of Strike/ Lockout,

✓ Non-unionized workers who are in Request for Preventive Mediation Assistance, Request for
the stage of organizing Assistance under SEnA)
✓ Unorganized workers (for workers ✓ For NS/L, it is necessary that proof of service to the other party
seeking assistance under the is attached to Form 01
Single Entry Approach (SEnA)
program

58
PROGRAM BRIEF FY 2020
 Accomplishment
Accomplishment Budget
Year Target
Actual % Allocation Utilization
(as of September 10)

4.49%
(8/178)
Not more than 6% of
Notices of Strike/Lockout • AS/L Monitored -
2019 12 100
(NS/L) handled resulted to
strike incidence • AS/L with NS/L -
8
• Wildcat Strike - 4
NS/L Handled - 178
5.58%(13 / 233)

• AS/L Monitored -
Not more than 6% of 14
Notices of Strike/Lockout • AS/L with NS/L -
2018 13 100 P9.390M P9.328M
(NS/L) handled resulted to
strike incidence • Wildcat Strike - 1
• NS/L Handled -
233

2017 • With NS/L – 7 100 P8.992M P8.261M

• Wildcat Strike – 2

15

• With NS/L – 8
Incidence of work • Wildcat Strike – 3
stoppages maintained at a • Without the
single digit level required strike
vote report
2016 submitted to the P7.448M P6.974M
• NCMB – 3
• Strike conducted
before the
expiration of the
Strike Ban Period
-1

59
PROGRAM BRIEF FY 2020
 NATIONAL LABOR RELATIONS COMMISSION (NLRC)
ORGANIZATIONAL OUTCOMES (OOs) / 2020 TARGETS
PERFORMANCE INDICATORS (NEP)

ORGANIZATIONAL OUTCOME: Due process in resolving

labor dispute ensured
Labor Arbitration Program
Outcome Indicators:
Percentage increase in cases resolved through
conciliation-mediation 61%

Output Indicators:
Percentage of original/appealed cases processed
within nine (9) months or 270 days / six (6) months 98%
or 180 days
Percentage of decisions affirmed by a higher court 98%
Percentage of cases resolved within three (3)
months from filing of case 69%

Due process in resolving labor dispute ensured

Labor
Arbitration
Program

60
PROGRAM BRIEF FY 2020
 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.

Eligibility
Coverage Requirements

✓ Resolution of labor disputes involving local and OFWs ✓ Any Identification Card (ID) of aggrieved workers

Accomplishment
(Disposition rate)
Accomplishment Budget(‘000)
Year Target
Actual % Allocation Utilization
2019 96% 29,123 95%
(as of July)

2018 94% 45,969 94% P669,632 P669,632

2017 40,000 42,597 106% P447,403 P447,403

2016 38,700 39,904 103% P415,879 P415,879

61
PROGRAM BRIEF FY 2020
 PHILIPPINE OVERSEAS EMPLOYMENT ADMINISTRATION (POEA)
ORGANIZATIONAL OUTCOMES (OOs) / 2020 TARGETS
PERFORMANCE INDICATORS (NEP)

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%
Percentage of registered jobseekers placed for
overseas employment 5%
Output Indicators:
Percentage of Overseas Employment Certificates
issued within the prescribed period 100%
Percentage of documented workers with updated
and complete information in the database 50%

Overseas Employment Regulatory Program

Outcome Indicators
Percentage of licensed recruitment and manning
agencies compliant with recruitment rules and 80%
regulations
Percentage decrease in the number of illegal
recruitment complainants -15%
Output Indicators:
Percentage of licenses, Special Recruitment
Authority and Letter of Acknowledgement issued 100%
within the prescribed period
Percentage of cases filed up to June of the current
year disposed by December of the same year 40%
Percentage of licensed recruitment and manning
agencies inspected and assessed 80%

62
PROGRAM BRIEF FY 2020
 Empowerment and Protection of Overseas Filipino Workers ensued

Overseas
Employment Documentation of
and Welfare OFWs
Program

Overseas Assistance to Illegal

Employment Recruitment/
Regulatory Trafficking-in-Person
Program Victims (AIR-TIP)

63
PROGRAM BRIEF FY 2020
 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.

64
PROGRAM BRIEF FY 2020
 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
• 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
❖ 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
• Valid visa, entry/ work permit, No objection Certificate (NOC) or equivalent documents
• Employment Contract, company ID (as may be required)
✓ Household Service Workers (HSWs)
• 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
❖ 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
• 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

65
PROGRAM BRIEF FY 2020
 Accomplishment
(OFWs documented)
Accomplishment

Year Target Landbased

Seabased Total
New Hires Rehires Sub-total

2019(as of 2,786,824 6,922 1,198,666 1,205,588 5,692

July) 1,211,280
(Preliminary Data)

2018 2,679,639 463,081 1,970,144 2,433,225 380,573 2,713,186

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

66
PROGRAM BRIEF FY 2020
 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.

Eligibility
Coverage Requirements

✓ OFWs ✓ Information Sheet

✓ Worker-applicant for overseas employment ✓ Complaint Form
✓ Victims of illegal recruitment, trafficking-in-person, recruitment ✓ Affidavit
violation
✓ Complainants against erring employer and OFW

Accomplishment
(OFWs provided with assistance)

Year Accomplishment

2019 23,127
(as of July)

2018 24,921

2017 15,337

2016 17,170

67
PROGRAM BRIEF FY 2020
 Accomplishment
(Prosecution of Illegal Recruitment (IR) cases)
Accomplishment
Year Endorsed for Preliminary No. of cases handled for No. of victims
Convictions
Investigation Preliminary Investigation assisted

2019 42 11 73 2
(as of July)

2018 49 46 125 11

2017 93 61 128 6

2016 91 60 84 4

Accomplishment
(Operations and Surveillance)
Accomplishment
Year Surveillance Establishment
Entrapment
Conducted Closed

2019 106 4 0
(as of July)

2018 131 3 0

2017 159 10 0

2016 204 10 10

68
PROGRAM BRIEF FY 2020
 OVERSEAS WORKERS WELFARE ADMINISTRATION (OWWA)
ORGANIZATIONAL OUTCOMES (OOs) / 2020 TARGETS
PERFORMANCE INDICATORS (NEP)

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 50%
Percentage of trainees deployed two (2) weeks after
the training 50%
Number of business enterprise established 32,782
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 30,000
Percentage of trainees who rated the pre-departure
seminar as satisfactory or better 70%
Number of livelihood grantees 32,782
Percentage of workers repatriated within the
prescribed time frame 100%
Percentage of claims released within the prescribed
100%
time frame

69
PROGRAM BRIEF FY 2020
 Social Protection for OFWs Enhanced

• Reintegration
Social
Services
Protection and
Welfare for • Education and
OFWs Program Training Assistance

70
PROGRAM BRIEF FY 2020
 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.

Eligibility
(Balik-Pinas, Balik-Hanapbuhay Program)
Coverage Requirements

Returning OWWA members, active or non-active, who were: ✓ Application Form (with Undertaking that
the cash assistance will be used solely
✓ Displaced by hostilities or wars/political conflicts, policy for self-employment or for starting or
reforms or changes by host governments expansion of livelihood project or
✓ Victims of illegal recruitment or human trafficking or other business)
distressful situations; ✓ Certificate of Entrepreneurial
✓ Distressed wards at the Migrant Workers and Overseas Development Training
Filipinos Resource Centers who are due for repatriation ✓ Business Plan/Proposal approved by
✓ Repatriated OWWA-members who were employed by RWO Director indicating
foreign employers which are beset with financial difficulties sustainability/feasibility of the chosen
due to economic conditions, such as construction and livelihood undertaking
maintenance companies in Saudi Arabia ✓ Proof of repatriation or return to the
Philippines (passport or travel
documents, airline ticket)

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PROGRAM BRIEF FY 2020
 Eligibility
(Enterprise Development and Livelihood Program)
Coverage Requirements

✓ OWWA members (active or non- ✓ Certificate of Completion from OWWA of the Capacity Building
active) Program / Enhanced Entrepreneurial Development Training (EDT)
✓ Partnerships, corporations & ✓ With Contract Growing Agreement, Purchase Order or Service
cooperatives whose members are Contract (if any)
OFWs who have been certified as ✓ OWWA Certification that the borrower is a bonafide overseas worker
OWWA members ✓ Special Power of Attorney (SPA), if applicable
✓ Should have completed the capacity • For those not in the Philippines, SPA must be duly
building program—EDT 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)
Budget
Year Accomplishment
Allocation Utilization

2019 15,900 (as of July) 463.80 271.99 *

2018 34,419 769.60 758.89

2017 19,930
478.70 478.39
2016 3,993 40.00 39.97
*as of June 30, 2019

72
PROGRAM BRIEF FY 2020
 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.

Eligibility
Coverage Requirements

✓ OFW returnees ✓ Valid Passport

✓ Distressed women OFWs ✓ Accomplished required forms
✓ Undocumented OFWs ✓ Proof of being undocumented
✓ Certification from POLO of being distressed
✓ Certificate of Completion of any reintegration preparedness
training issued by POLO

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PROGRAM BRIEF FY 2020
 Accomplishment
(returning OFWs provided with skills trainings)
Accomplishment Budget
Year Target
Actual % Allocation Utilization
2019 3,279 2,863 (as of July) 87.3 P 1,639.5-M P 360.517

2018 3,161 4,630 146.47 P 1,580.5-M P 1,535.2-M

2017 3,053 4,379 152 P1,526.5M P1,422.8M

2016 2,530 1,385 187 P1,272.5M P1,153.9M

Accomplishment
(returning OFWs provided with livelihood assistance)
Accomplishment Budget
Year Target
Actual % Allocation Utilization
LDAP-
2020 (NEP)
BPBH-

LDAP- 1,562 489 31.3 P15,620-M P1,830-M

2019
BPBH- 1,717 418 24.3 P17,170-M P3,035-M

LDAP- 1,560 1,582 101.41 P15,600-M P15,718.4-M

2018
BPBH- 2,101 1,936 92.15 P21,010M P19,209.1-M

LDAP- 1,532 1,658 108 P15,320-M P15,843.8-M

2017
BPBH- 2,053 2,077 101 P20,530-M P18,701.8M

LDAP- 718 711 99 P718 P645.95-M

2016
BPBH- 1832 1,465 80 P18,320-M P10,303.8-M

74
PROGRAM BRIEF FY 2020
 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.

Eligibility
(Seafarers' Upgrading Program (SUP)
Coverage Requirements

Seafarers with valid OWWA membership contribution at the time of ✓ Proof of OWWA membership
application shall be entitled to avail of SUP under any of the following ✓ Accomplished application form
condition: ✓ Seafarer’s Identification and Record
Book and/or Passport (valid original
✓ Single contribution for first time availment copy)
✓ Subsequent entitlements every three (3) recorded ✓ 2” x 2” photos (2 copies)
payments of OWWA membership contribution

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.

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

75
PROGRAM BRIEF FY 2020
 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)
Coverage Requirements

✓ The scholarship grant is only provided ✓ Accomplished EDSP Application Forms (2 copies)
once per family of an active OWWA ✓ 2” x 2” photos (2 copies)
member-OFW ✓ Birth Certificate authenticated by PSA
✓ The dependent applicant must not be ✓ Certificate of Good Moral Character
a recipient of any other scholarship ✓ Form 137 of incoming first year college or Transcript of
grants Records or Certificate of Grades for those already enrolled
✓ The dependent applicant has not in college
previously taken the EDSP qualifying ✓ Certification from the Principal that the applicant obtained
examination and any post-secondary a general weighted average (GWA) of 80% and that she/he
/vocational or undergraduate/college belong to the top 20% of the graduating class
units

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
PROGRAM BRIEF FY 2020
 Eligibility
(OFW Development Scholarship Program (ODSP)
Coverage Requirements
✓ Legal dependents of an active OWWA ✓ Accomplished Application Form (2 copies)
member-OWF whose monthly salary is ✓ 2” x 2” photos (2 copies)
US$400 or below ✓ Proof of relationship to OWWA member (e.g. PSA or
✓ Legal dependent refers to only 1 child of Local Civil Registry (LCR)-authenticated birth
married or single or only 1 sibling of member- certificate and certificate of no marriage, if OFW is
OFW single)
✓ Qualified legal dependent must be single ✓ Form 137 for incoming first year college or Transcript
and not more than 21 years old of Records or Certificate of Grades for those already
✓ He/she must be a high school graduate, enrolled in college
physically, mentally and morally fit ✓ Medical certificate / clearance from any DOH-
✓ He/she must pass the entrance examination accredited hospital/center/clinic
conducted by state college/university in ✓ Certificate of Good Moral Character issued by the
OWWA Regional Offices where she intends principal/guidance counselor
to enroll ✓ Accomplished original copy of the Scholarship
✓ The dependent-applicant must not be a Agreement
recipient of any other scholarship grants

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)
Accomplishment
Degree Courses Short Term Courses
Year
New Scholars
Graduates Graduates
Scholars Maintained
2019 (as of July) 3,570 8,073 4,604 12,464

2018 3,251 8,689 1,681 26,011

2017 1,744 7,345 820 31,039

2016 544 7,871 1,375 29,049

77
PROGRAM BRIEF FY 2020
 EMPLOYEES COMPENSATION COMMISSION (ECC)

Reintegration into economic mainstream after provision of

rehabilitation services (Employment: formal, informal, self-
employed)

Rehabilitation of the Katulong at

Persons with Work- GabaysaManggagawa
Related Disability ng May Kapansanan
Program (KaGaBay)

78
PROGRAM BRIEF FY 2020
 Katulong at GabaysaManggagawang 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.

Eligibility
Coverage Requirements

✓ Persons with Work-Related Disabilities (PWRDs)

Accomplishment
(PWRDs provided with various rehabilitation services)
Actual Accomplishment Budget
Year Target Physical/
Entrepreneurial/
Occupational Prosthesis Allocation Utilization
Skills Training
Therapy
2020 793 399 319 75 P 29,254,600
2019 12,891,459.68
(as of 721 373 268 41 P 23,898,500
July) (54%)
19,491,983.42
2018 656 348 269 76 P 19,563,662
(99.6%)
8,794,018.17
2017 598 284 271 53 P8,952,715
98%
5,289,159.55
2016 533 278 252 60 P5,633,500
94%

79
PROGRAM BRIEF FY 2020
 OCCUPATIONAL SAFETY AND HEALTH CENTER (OSHC)

Knowledge Base and Policies on OSH Improved

• OSH Research
Research and Agenda
Development
Program • Advocacy and
Information
Dissemination

Awareness and Capacity on OSH in Priority Areas Improved

• OSH Training
Technical and Programs
Advisory
• OSH Technical
Program
Services

• OSH Best Practices

80
PROGRAM BRIEF FY 2020
 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 FY2018, 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), 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. All of these shall be done in
compliance to RA 11058 (OSH Law) and its implementing rules and regulation (DO-198).

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, the young
workers and the public sector. 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 twenty (20) days, as prescribed in RA 11032 (EODB Law).

81
PROGRAM BRIEF FY 2020
 Eligibility
Coverage
✓ Employers and Employees
✓ LGUs
✓ Students and Workers in the Academe
✓ Professional Groups
✓ Informal Sector

Accomplishment
(OSH Programs completed)
Accomplishment Budget
Year Target
Actual % Allocation Utilization
• • • • •
2020

• OSH Training – 145 batches • 170 batches • 117% • 14,478,266.00 • 8,924,597.00

(61.64%)
• OSH Research – 3 researches • On-going • 1,889,262.00 • 38,000.00
(2.01%)
2019
• OSH Technical Services – • 100% of 416 • 4,000,000.00
(as of
100% of request served within requests • 1,398,992.00
July)
30-day PCT served within (34.97%)
30-day PCT

• OSH Training – 145 batches • 226 batches • 156% • 14,478,226.00 • 15,315,009.00

(105.78%)
• OSH Research – 7 researches • 7 researches •7 • 1,889,262.00 • 1,482,790.00
completed researches (78.49%)
2018
• OSH Technical Services – • 100% of 547 completed • 4,000,000.00 • 2,968,648.00
100% of request served within requests • 100% (74.22%)
30-day PCT served within
30-day PCT
• OSH Training – 130 batches • 206 batches • 158% • 18,162,300.00 • 18,739,458.34
(103%)
• OSH Research – 6 researches • 6 researches •6 • 1,850,000.00 • 1,831,259.00
completed researches (99%)
2017 completed
• OSH Technical Services – • 100% of 654 • 6,121,000.00 • 2,899,878.00
100% of request served within requests • 100% (47%)
30-day PCT served within
30-day PCT
• OSH Training – 25,000 pax • 36,913 pax • 147% • 26,368,028.00 • 29,627,899.00
(112%)
• OSH Research – 7 researches • 7 researches •7 • 2,000,000.00 • 601,835.00
completed researches (30%)
2016 completed
• OSH Technical Services – • 100% of 533 • 4,334,000.00 • 4,606,904.00
100% of request served within requests • 100% (106%)
30-day PCT served within
30-day PCT

82
PROGRAM BRIEF FY 2020
 83
PROGRAM BRIEF FY 2020
 Streamlined Business
To carry out the Department’s Processes
Organizational Outcomes,
following Priority Programs and Projects for its clientele:
it commits toResponsive tothe the
deliver its services through

Peoples’ Needs

72 Hour Process Cycle

time in the delivery
of frontline services

Streamlined
Business Processes DOLE Hotline
Responsive to the 1349
Peoples’ Needs

One-Stop Service
Centers for OFWs

84
PROGRAM BRIEF FY 2020
 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.

Accomplishment
Year Actual Accomplishment
2019 (as of July.) 3,297,430

2018 5,788,545

2017 3,829,267

*2016 2,776,224
*August start of implementation

85
PROGRAM BRIEF FY 2020
 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.

Accomplishment
Actual Accomplishment
Year
Queries Calls Received

2019 (1ST Sem.) 52,889 54,490

2018 93,392 86,570

2017 77,888 69,304

*2016 54,029 26,877

*September start of implementation

86
PROGRAM BRIEF FY 2020
 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), Mimaropa (Palawan), Region 5
(Legazpi), Region 6 (Iloilo City and Bacolod), Region 7 (Cebu City), 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).

Accomplishment
Year Actual Accomplishment

2019 (as of July) 1,135,577

2018 1,914,252

2017 1,422,886

*2016 317,321
*September start of implementation

87
PROGRAM BRIEF FY 2020