OPERATIONS MANUAL

FOR THE

PUBLIC EMPLOYMENT

SERVICE OFFICE

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 TABLE OF CONTENTS

I. FOREWORD
II. MANDATE
III. VISION
IV. MISSION
V. DEVELOPMENTAL GOALS
VI. ORGANIZATIONAL OUTCOME
VII. FUNCTIONS
VIII. POLICY AND GOVERNANCE
IX. TECHNICAL INNOVATIONS
X. ADMINISTRATIVE IMPLEMENTATIONS
XI. ORGANIZATIONAL CHART
XII. POLICIES IN THE IMPLEMENTATION OF SPES PRPOGRAM
XIII. POLICIES IN THE IMPLEMENTATION OF TUPAD PROGRAM
XIV.DOLE INTEGRATED LIVELIHOOD AND EMERGENCY EMPLOYMENT PROGRAM
XV. POLICIES IN THE IMPLEMENTATION OF LRA (Local Recruitment Activity)
XVI.POLICIES IN THE IMPLEMENTATION OF SPECIAL RECRUITMENT ACTIVITY
XVII. POLICIES TO STRENGTHEN PUBLIC SECTOR EMPLOYMENT PRACTICES

SOURCES:

- Republic At No. 10691 AN ACT DEFINING THE ROLE OF THE DEPARTMENT OF

LABOR AND EMPLOYMENT (DOI^). THE LOCAL GOVERNMENT UNITS (LGUs), AND
ACCREDITED NONGOVERNMENT ORGANIZATIONS (NGOs) IN THE ESTABLISIIMENT
AND OPERATION OF THE PUBLIC EMPLOYMENT SERVICE OFFICE (PESO). AND THE
OPERATION OF JOB PLACEMENT OFFICES IN EDUCATIONAL INSTITUTIONS (Els).
AMENDING FOR THE PURPOSE SECTIONS 3. 5. 6. 7 AND 9 OF REPUBLIC ACT NO.
8759, OTHERWISE KNOWN AS THE "PUBLIC EMPLOYMENT SERVICE OFFICE ACT OF
1999"

- 1987 Philippine Constitution

- Republic Act No. 7323 as amended by R. A. No. 9547 AN ACT STRENGTHENING AND
EXPANDING THE COVERAGE OF THE SPECIAL PROGRAM FOR EMPLOYMENT OF
STUDENTS, AMENDING FOR THE PURPOSE PROVISIONS OF R.A. NO. 7323,
OTHERWISE KNOWN AS THE SPECIAL PROGRAM FOR EMPLOYMENT OF STUDENTS

- EBET FRAMEWORK ACT OF 2024

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 - R.A. 119621 known as the TRABAHO PARA SA BAYAN PLAN
- https://neda.gov.ph/wp-content/uploads/2025/01/PDR2024.pdf

- https://www.ilo.org/publications/technology-adoption-public-employment-
servicescatchingfuture?
f_link_type=f_linkinlinenote&need_sec_link=1&sec_link_scene=im

- https://www.slideshare.net/slideshow/learning-innovation-in-public-employment-
services/36226826

https://www.ifc.org/en/pressroom?
ID=23124&f_link_type=f_linkinlinenote&need_sec_link=1&sec_link_scene=im

-https://www.tni.org/en/article/formal-democracy-and-its-alternatives-in-the-
philippines?f_link_type=f_linkinlinenote&need_sec_link=1&sec_link_scene=im

- Republic Act No. 7160 “LOCAL GOVERNMENT CODE OF 1991

- https://quezoncity.gov.ph/departments/public-employment-service-office/?
f_link_type=f_linkinlinenote&need_sec_link=1&sec_link_scene=im

- Special Release 2022-016 2021 Annual Labor Market Statistics in Zambales and
Olongapo City.pdf

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“The only way to do great work is to love what you do”
- Steve Jobs

“The crowning fortune of a man is to be born to some pursuit which finds him
employment and happiness”
- Ralph Waldo Emerson

I. FOREWORD

In an era of rapid economic change and evolving employment landscapes, the Public
Employment Service Office (PESO) plays a pivotal role in connecting job seekers with
opportunities and empowering individuals to reach their full potential. This outlines
the mandate and operational framework of PESO, committed to serving the citizens
of San Narciso, Zambales by providing comprehensive employment services that
promote economic growth and social progress.

The 1987 Philippine Constitution states that the labor force is a primary social
economic force and mandates the State to protect the rights of workers and
promote their welfare. Section 3 also promotes full protection to labor, local and
overseas, organized and unorganized, and promote full employment and equality of
employment opportunities for all.

It shall guarantee the rights of all workers to self-organization, collective bargaining

and negotiations, and peaceful concerted activities, including the right to strike in
accordance with law. They shall be entitled to security of tenure, humane conditions
of work, and a living wage. They shall also participate in policy and decision-making
processes affecting their rights and benefits as may be provided by law.

The State shall promote the principle of shared responsibility between workers and
employers and the preferential use of voluntary modes in settling disputes, including
conciliation, and shall enforce their mutual compliance therewith to foster industrial
peace.

The State shall regulate the relations between workers and employers, recognizing
the right of labor to its just share in the fruits of production and the right of
enterprises to reasonable returns to investments, and to expansion and growth.

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We, at PESO - SAN NARCISO are dedicated to fostering a dynamic and inclusive labor
market that suppports both employers and job seekers, ensuring a brighter future
for all.

This initiative is a testament to our unwavering commitment to fostering a thriving

local workforce and driving economic growth within our community.

We are confident that this initiative will not only address the immediate needs of our
job seekers but also contribute to long-term prosperity of San Narciso, Zambales. By
creating a more skilled and empowered workforce, we pave the way for a brighter
future for all.

This mandate reflects our commitment to transparency, efficiency, and

responsiveness to the needs of our community. We believe that through
collaboration and innovative strategies, we can create a more prosperous and
equitable future for our citizens.

II. MANDATE

To implement the national employment policies and programs of the Department of

Labor and Employment with the Municipality of San Narciso specifically, our
responsiblities include but are not limited to:

Job Placement:
Actively facilitating the matching of job seekers with available employment
opportunities through job fairs, online platforms, and direct employer
engagement.

Skills Development:
Promoting and coordinating skills training programs to enhance the
employability of job seekers, aligning skills with market demands.

Entrepreneurship Support:
Providing assistance and resources too individuals interested in starting their
own business, fostering entrepreneurship and self - employment.

Labor Market Information:

Collecting, analyzing, and disseminating information on labor market trends,
skills gaps, and employment opportunities to inform policy and decision-
making.

Career Guidance and Counseling:

Offering career guidance and counseling services to job seekers, helping
them identify career paths and develop their job search strategies.

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Special Programs:
Implementing special employment programs for marginalized and vulnerable
groups, such as youth, women, and persons with disabilities.

Employer Services:
Providing assistance to employers in their recruitment and human resource
management needs.

Collaboration and Networking:

Collaborating with other government agencies, private sector organizations,
and educational institutions to create a comprehensive employment
ecosystem.

III. VISION

The San Narciso -Public Employment Service Office aims to create a community
where everyone has access to sustainable employment, regardless of background or
circumstances.

We strive to provide timely and effective assistance to job seekers and employers,
streamlining the job search and recruitment processes.

To foster a thriving and inclusive labor market within its community, ensuring that all
citizens have access to employment opportunities and support they need to succeed.

IV.MISSION

To empower job seekers through skills development and training programs,

facilitating their access to suitable employment and contributing to a skilled and
productive workforce.

To build a strong partnerships with employers and training providers, creating a

comprehensive employment ecosystem that addresses the needs of job seekers and
enhances the local economy.

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 2021 DEMOGRAPHICS OF LABOR FORCE PARTICIPATION IN ZAMBALES

Special Release 2022-016 2021 Annual Labor Market Statistics in Zambales

http://www.psa.gov.ph

The Data shows that during 2021, the labor force participation in the province of
Zambales is at 58.4 percent ranging from ages between 15 years and above.

2021 EMPLOYMENT RATE IN ZAMBALES

Demographic shows that in 2021, the Employment rate in the Province of Zambales is 240 person (in
Thousands). Compared to Olongapo City which have 87 person (in thousands).

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Over the years, the demographic rate of the Public Employment Service Office in Zambales specifically
in the Municipality of San Narciso increases. Employment rate - be it domestic and abroad are
overwhelming - helping the community and the people alleviate poverty.

V. DEVELOPMENTAL GOALS

INCREASE JOB PLACEMENT RATE

- To increase the number of job seekers successfully placed in employment by 70%
within the next 5 years.

REDUCE AVERAGE JOB SEARCH

- To decrease the average time it takes for a job seeker to find employment through
PESO services by the end of the year.

IMPROVE CLIENT SATISFACTION

- To achieve a 80% client satisfaction rate based on surveys and feedback
mechanisms.

STREAMLINE PROCESSES
- To reduce bureaucratic hurdles and streamline internal proccesses to improve
efficiency by 80% as measured by our recent masterlist of job applicants.

EXPAND TRAINING PROGRAMS

- To offer new skills training programs addressing high-demand occupations within
the next year. Ensure that atleast 80% of training programs are aligned with current
laabor market demands, measured by employer feedback and job placement rates.

VI. ORGANIZATIONAL OUTCOME

ENHANCED EMPLOYABILITY OF JOB SEEKERS

- This involves tracking completion rates of training programs and post-training

employment rates. A measurable improvement in the skills and qualifications of job
seekers through training and development programs offered by the PESO.

REDUCED UNEMPLOYMENT RATE

- This requires establishing a baseline unemployment rate and tracking changes over
time. A demonstrable decreases in the unemployment rate within the Local
Government of San Narciso, attributable to PESO interventions.

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IMPROVED SERVICE ACCESSIBILITY

- Increased access to PESO services for marginalized groups and those in remote
areas, perhaps through expanded online services or outreach programs. This could
be measured by tracking the geographic diversity of clients served.

VII. FUNCTIONS

JOB MATCHING AND PLACEMENT

Accepting and registering job vacancies from employers within the Local
Government Unit’s jurisdiction. This involves verifying employer information and job
details.
JOB SEEKER REGISTRATION

Registering job seekers, collecting their resumes and skills information, and assisting
them in creating effective job applications.

JOB MATCHING

Using various methods (e.g. online job portals, job fairs, manual matching) to
connect suitable job seekers with available vacancies.

LABOR MARKET INFORMATION DISSEMINATION

Collecting and disseminating information about local labor market trends, job
opportunities, and in-demand skills. This helps job seekers make informed career
choices.

VIII.POLICY AND GOVERNANCE

The Public Employment Service Office is formally integrated into the Local
Government Unit’s organizational structure, reporting to a designated official and
ensures accountability and alignment with LGU priorities embracing the concept of
“Learning Municipalities” that empowers local governments to create opportunities
for their community.

MANAGEMENT OF STAFF - The Public Employment Service Office

- San Narciso is headed by the initiative of the Mayor thru the Executive Secretary ,
Human Resource personnel and staff where regular performance monitoring and
evaluation mechanisms track key indicators to assess effectiveness and identity
areas for improvement.

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EMPLOYER ENGAGEMENT

- This ensures fair and transparent interactions with employers. Policies outline
procedures for employer registration, job vacancy submission, and compliance with
labor laws.

DATA MANAGEMENT

- The data protection and privacy policies are crucial, ensuring the security and
ethical use of client and employer information.

TRANSPARENCY AND ACCOUNTABILITY

- All PESO activities should be transparent and accountable, with mechanisms for
public scrutiny and redress of grievances. This fosters public trust and confidence.

IX. TECHNICAL INNOVATIONS

DIGITALIZATION OF SERVICES

Online Job Portals - The PESO thru the Local Government Unit of San Narciso
develops online platforms where job seekers can register, upload resumes, and
search for job vacancies.Employers can also post job openings and access candidate
profiles.

Virtual Job Fairs - To connect job seekers with employers online, expanding their
reach and reducing geographical limitations.

Online Training Programs - Offering online training programs to enhance the skills of
job seekers, making learning more accessible and flexible.

PARTNERSHIPS AND COLLABORATIONS

The Public Employment Service Office - San Narciso actively collaborates with other
government agencies such as Department of Labor and Employment, Technical
Education and Skills Development Authority and private sector organizations to
enhance its services and reach.

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X. ADMINISTRATIVE IMPLEMENTATIONS

In the establishment and Legal Framework of Public Employment Service Office was
based on R.A. 8759, R.A 10691 and other local ordinances which defines its specific
functions and responsibilities within the LGU.

MONITORING AND EVALUATION

- Key performance indicators are established to track the PESO’s effectiveness, such
as job placement rates, client satisfaction, and training program completion rates.

IMPLEMENTING RULES AND LAWS

- The Local Government of San Narciso together with the Public Employment Service
Office implements strict compliance in implementing laws that will safeguard and
protect job seekers. To wit:

R. A. 10022 An act amending R.A. No. 8042, Otherwise known as the Migrant
workers and Overseas Filipino Act of 1995 as amended, further improving the
Standard of Protection and Promotion of the Welfare of Migrant Workers, their
families and overseas Filipinos in distress, and for other purposes

- This act institutes the policies of overseas employment and establish a

higher standard of protection for the welfare of migrant workers and their
families.

R. A. 10364 Otherwise known as the Expanded Anti-Trafficking in Persons Act

- This act prohibits illegal recruitment, transportation, harboring, or receiving

a person for the purpose of exploitation.

COMMUNITY ENGAGEMENT
- The Local Government of San Narciso thru Public Employment Service Office
Officer is engage in community organizations to ensure that the needs of workers
population are addressed, particularly in the sectors with high rates of labor
violations.

XII. ORGANIZATIONAL CHART

(INPUT)

XIII. POLICIES IN THE IMPLEMENTATION OF SPES PROGRAMS

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The Local Government Unit of San Narciso plays a crucial role in implementing the
SPES program by identifying eligible students, coordinating with employers, and
providing administrative support.

Eligibilty Criteria:

Students: Must be enrolled in any secondary, tertiary, vocational, or technical

educational institution.

Age: At least 15 but not more than 25 years old.

Financial Status: Combined net income of parents must not exceed the latest annual
regional poverty threshold level for a family of six, as determined by the National
Economic and Development Authority (NEDA)

Academic Performance: Must have obtained at least an average passing grade

during the last school year / term attended.

Good Moral Character: Must be of good moral character.

IMPORTANCE OF SPES

Financial Assistance: It provides financial assistance to students from low-income

families, enabling them to continue their education.

Work Experience: It offers valuable work experience and skills development

opportunities, enhancing their employability.

Community Development: Contributes to local economic development by providing

temporary employment opportunities and supporting the local workforce.

(SPES FORM)

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Office or Division: Public Employment Service Office
Classification: Simple
Type of Transaction: Government to Citizen (G2C)
Who may Avail: Students
CHECKLIST OF REQUIREMENTS WHERE TO SECURE
None
CLIENT STEPS AGENCY ACTION FEES TO PROCESSING PERSON
BE PAID TIME RESPONSIBLE
Sign in to Give the Logbook to None 2 minutes PESO Staff /
Client’s Client Admin Aide
Logboook
Present PESO Staff / Admin None 10 minutes PESO Saff /
Letter/ Aide will prepare the Admin Aide
Certification/ Answer to the
/ Complaint Complaint/Certification
TOTAL None 12 minutes

XIV. POLICIES IN THE IMPLEMENTATION OF TUPAD PROGRAMS

This program aims to provide temporary employment opportunities to displaced,

underemployed, and disadvantaged workers. The program is a community-based
employment assistance program under the Department of Labor and Employment.

Eligibility Criteria:

Displaced Workers: Individuals who lost their jobs due to natural calamities,
economic crises, or permanent closure of establishment.

Underemployed Workers: Individuals working less than 40 hours per week or

earning below the minimum wage.

Unemployed Workers: individuals actively seeking employment but unable to find

work.

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Program Duration:

Minimum Duration: The minimum duration of employment under TUPAD is 10 days.

Maximum Duration: The maximum duration can extend up to 30 days, depending on

the nature of work and the project’s requirements.

Community Based Projects:

TUPAD Beneficiaries are typically assigned to community-based projects that benefit

the local area. These includes:

 Repair and maintenance of public infrastructure.

 Debris clearing and sanitation.
 Tree planting and agro-forestry.
 Post-harvest facilities rehabilitation.
 Public market improvement.
 Barangay improvement.

TUPAD FORM 1

Office or Division: Public Employment Service Office

Classification: Simple
Type of Transaction: Government to Citizen (G2C)
Who may Avail:
CHECKLIST OF REQUIREMENTS WHERE TO SECURE
None
CLIENT STEPS AGENCY FEES TO BE PROCESSING PERSON
ACTION PAID TIME RESPONSIBLE
Sign in to Give the None 2 minutes PESO Staff /
Client’s Logbook to Admin Aide
Logboook Client

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Present PESO Staff / None 10 minutes PESO Saff /
Letter / Admin Aide Admin Aide
Complaint will prepare
the Answer to
the Complaint
TOTAL None 12 minutes

XV. POLICIES AND IMPLEMENTATION IN DOLE INTEGRATED

LIVELIHOOD AND EMERGENCY PROGRAM (DILEEP)

- A comprehensive program designed to address poverty and unemployment in the

Philippines. It has two main components:

1. DOLE Integrated Livelihood Program (DILP) or Kabuhayan Program

- This component provides grant assistance for livelihood projects to disadvantaged

workers.

2. Emergency Employment Program (EEP) or Tulong Pangkabuhayan sa Ating

Displaced/Disadvantaged Workers (TUPAD) Program

- This component provides temporary employment opportunities for displaced,

underemployed, and disadvantaged workers through community-based projects.

Eligibility:

DILP

 Dsiadvantaged workers aged 18 years and above, excluding beneficiaries of the

Pantawid Pamilyang Pilipino Program (4Ps) and government employees.

TUPAD

 Disadvantaged workers aged 18 years and above, excluding government

employees. Only one member per family can participate.

Duration:

DILP

The duration of the livelihood projects varies depending on the project type and
funding.

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TUPAD

The minimum duration of employment is 10 days, with a maximum of 30 days.

Work Assignments:

DILP

Beneficiaries receive grant assistance for their livelihood projects.

TUPAD

Beneficiaries receive 100% of the prevailing private sector minimum wage in the
area, along with Personal Protective Equipment (PPE) and micro-insurance.

Implementation:

LGU Coordination
- LGUs play a crucial role in implementing DILEEP through their Public Employment
Service Office.

Employer Engagement
- The PESO identifies and engages local employers or community organizations to
provide work opportunities.

Beneficiary Selection
- The PESO screens and selects eligible beneficiaries based on established criteria.

SAMPLE FORM

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XVI.POLICIES AND IMLEMENTATION IN THE LRA (Local Recruitment Activity)

The Public Employment Service Office plays a crucial role in facilitating local
recruitment activities within the Local Government Units (LGUs) in the Philippines.
These activities are governed by various policies and implemented through a
network of PESO offices nationwide.

The primary legal framework for PESO operations is R.A. 10691, which amended R.A.
8759. This act mandates the establishment of PESO in all provinces, cities, and
Municipalities. Furthermore, Department Order No. 141-14 (Revised Rules and
Regulations Governing Recruitment and Placement for Local Employment) outlines
specific procedures for recruitment and placement, including those handled by
private agencies and direct hiring by companies.

These regulations emphasize the protection of worker’s rights and ensure fair
employment practices.

Requirements:

 Publication Form (Approved by the CSC)

 Application Letter
 Resume with 2x2 pictures
 Original and Photocopy of Certificate of Eligibilty (ies)
 Original and Photocopy of Transcript of Records
 Promotional Line up Memorandum/Appointment Paper

XVIII. POLICIES IN THE IMPLEMENTION OF SPECIAL RECRUITMENT ACTIVITIES

Special Recruitment Activities often involves partnerships with other organizations

(e.g. private companies, NGOs, educational institutions). These collaborations are
usually formalized through memoranda of agreement (MOAs) that outline the roles
and responsiblities of each party.

Implementation Considerations:

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Transparency and Fairness - All recruitment activities, including special ones, must
adhere to principles of transparency and fairness to ensure equal opportunity for all
job seekers.

Compliance with Laws - All activities must comply with existing labor laws and
regulations, including those related to anti-illegal recruitment and worker protection.

Data Privacy - The PESO and the LGU must handle personal data of job seekers
responsibly, complying with data privacy laws.

Monitoring and Evaluation - The effectiveness of special recruitment activities should

be monitored and evaluated to identify best practices and areas for improvement.

Reporting Requirements:

Job Fair Placement Report for Local Employment (JF Form 4)

- Submitted by participating companies to the host PESO / LGU within 30 days
of the job fair, indicating the number of applicants placed.

Job Fair Deployment Report for Overseas Employment (JF Form 6)

- Submitted by the participating licensed recruitment agencies to the POEA
(Philippine Overseas Employment Administration) DMW (Department of Migrant
Workers), with copies to the DOLE regional office and host PESO / LGU, within 90
days of the job fair, detailing the deployment status of overseas workers.

XVII. POLICIES TO STRENGTHEN PUBLIC SECTOR EMPLOYMENT PRACTICES

The Local Government of San Narciso aims to invest in the promotion and training
pprograms that enhances the necessary skills of public employees, ensuring they
meet the demands of their roles while also providing opportunities for career
advancement.

We strive to working closely with other labor unions to strengthen collective

bargaining rights and improve job security for public employees. This collaboration
helps ensure that workers have a voice in negotiations regarding their work
conditions and pay.

Encouraging the youth most importantly the students to participate in the

Employment Programs of the Local Government of San Narciso.

Objective System:

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LGU SCHOLARSHIP PROGRAMS

It is one of the main goal of the Local Government of San Narciso thru the effort of
the Municipal Mayor - to adopt and implement a comprehensive Employment
Opportunity for our young generations most importantly our students to better
equip them on having a high skilled training that will enhance their capabilities at
work.

TRAINING FOR WORK SCHOLARSHIP PPROGRAMS UNDER TESDA

The Local Government of San Narciso partners with the TESDA Personnels to provide
necessary training and scholarship grants of courses to our students to furnish them
with high skills and capabilities for a better employment opportunity.

TRAININIGS AND WORKSHOP CONDUCTED BY NGOs

The Local Government of San Narciso thru the effort of the Mayor conducts
invitation for Non Government Organizations to train skilled students, encourage
them in the world of entrepreneurship to create their own brand of business.

FEEDBACK and COMPLAINTS

FEEDBACK AND COMPLAINTS MECHANISM

How to send a feedback  Complaints/Feedback forms are
readily available on top of the
suggestion box located at the
interview area of the MRO and PCC
 Feedback can also be sent thru
email, mail or can be aired during
interview, whichever is convenient
to the complainant.
 Random callers will be requested to
answer automated survey on the
Hotline IVR for 8888.
How Feedback is processed  Every Friday, the Admin. Officer
opens the suggestion box and
compiles all the submitted
feedback forms of the designated
Offices (MRO and PCC).
 Feedback requiring further action
are forwarded to the relevant
offices for appropriate action.
 8888 Telco partner will provide the
Center with data analytics on the

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 client satisfaction survey on a
monthly basis
How to file a complaint  A Complaint may be written in the
Client Feedback Form.
 A Complaint may be sent thru
mail/email or thru walk-in client
form.
How complaints are processed  For simple complaints, the matter
is addressed outright.
 For serious complaints, the issue is
elevated to higher authorities.
Contact information of CCB, PCC, ARTA 8888 – Citizen’s Complaint Center
0908-8816565 – CSC Contact Center ng
Bayan
478-5093 – Anti-Red Tape Authority
8736-86-29/03/45 – Presidential
Complaint Center pcc@malacañang.gov.ph

FEEDBACK AND REDRESS MECHANISM

Installation of Public Assistance and Complaints Desk

1. Setting-up of suggestions/complaints box at the lobby of the Municipal Hall
and designation of a Public Assistance and Complaints Desk Officer (PACDO)
2. The PACDO shall provide every client with the Client’s Feedback Form:
Any aggrieved or unsatisfied transacting public may report the erring personnel to
the Human Resources Management Office (HRMO), who in turn may conduct
investigation, reconcile all issues and suggest amends, or simply drop your
comments/ complaints in suggestion/ complaint box. Received
complaints/suggestion will be treated with strict confidentiality.
3. The HRMO will be in charge of the opening the complaints box, daily collection of
the filled-up client’s feedback form and collation of feedbacks.
4. The HRMO will prepare the Feedback Report and submit to the Local Chief
Executive weekly

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LGU’s FUNCTION:

Transparency and accountability - The LGU should ensure transparency in the

selection process and accountability in the use of funds.

Safety and Health - The LGU must prioritize the safety and health of beneficiaries by
providing appropriate training and PPE.

Community Engagement - The LGU should involve the community in the

identification of projects and the selection of beneficiaries to ensure local
participation.

Profiling - The LGU should maintain a database of the numbers of applicants who
take part in the Labor Force Participation and those who were employed for data
analysis and strategies.

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