Message

Putting job creation at the heart of its economic agenda is one of the strategic thrusts of the Aquino Administration, as contained its 22-point labor and employment agenda. What does this mean? This means putting singular focus and attention to expanding local employment and adopting employment-oriented macro-economic policies. This also means formulating strategic solution to the job-and-skill mismatch. At the DOLE, we believe both will lead to the attainment of inclusive and an employment-led growth. One medium-term solution that we have identified, in pursuit of the 22-point labor and employment agenda, is implementing a project which we have initiated in late 2009: Project JobsFit: The DOLE 2020 Vision. Project JobsFit: The DOLE 2020 Vision is a ten-month nationwide research project involving environmental scanning, information gathering, consultation, and signaling activities aimed at identifying local and global industries that would drive employment growth, including the corresponding skills requirements, for the next ten years. We have done that. We have completed the research, as shown in this final report. We have identified the new and emerging industries and preferred skills as key employment generators that each of the regions in the country should produce in the next ten years, or until 2020, to bring employment to a higher gear, or level. The next question is: What do we do with this report? It is obvious it should be disseminated to the widest audience possible. We have to use all available means to let policy makers, workers and workers organizations, employers, students, and the general public, know the contents of this report. On the part of the DOLE, we are very keen in bringing the findings of Project JobsFit: The DOLE 2020 Vision to the grassroots. Already, we have posted in the DOLE website the list of occupations and skills where there is a palpable oversupply or shortage. We continue to drum up publicity for the report, and have been bringing it up as a topic in many discussions, meetings, forums, and conferences to sustain general interest and support. We encourage our tripartite partners to do so as well. I commend the Bureau of Local Employmentits officials and stafffor finally putting between two covers the results of Project JobsFit. The copy you are holding in your hands is a result of the BLEs determined efforts to realize the fruits of its labor. Page

My commendation also extends to everyone in the Department who were involved in the project and who shared valuable time, intellect, and resources to see the project through. Foremost of them is former Secretary Marianito D. Roque who was at the helm of the DOLE when the project was conceptualized and started. My sincere thanks go to all of you. Finally, as Secretary of Labor and Employment, I express the hope that our focus to this report will not be short-lived; that we will continue to devote energy to shepherd the key policy actions and recommendations of the report to realize its full and valuable purpose. Mabuhay!

ROSALINDADIMAPILISBALDOZ
Secretary

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Message
PROJECT JOBSFIT: THE DOLE 2020 VISION is a labor market signaling activity. There was a deliberate decision to venture into this undertaking in 2009 to determine the labor market requirements of the key industries for the period 2011-2020. It is essentially an environmental scanning activity that aims to surface the issues and the corresponding recommendations that could best respond to the challenge of creating and facilitating jobs across industries. This forward-looking initiative forms part of the DOLE Key Deliverables under its More than Jobs campaign that effectively updates the findings and recommendations of the 2006 National Manpower Summit and the 2007 National Human Resource Conference. I would like to acknowledge with great pleasure and extend my deepest congratulations to the members of the PROJECT JOBSFIT Oversight Committee who, together with its Technical Working Group and the five (5) Working Groups, worked painstakingly to ensure the completion of this undertaking. This report is a product of multi-agency and cross-sectoral consultations. The output of the consultations has been validated with the findings of the Presidential Task Force on Education (by virtue of EO 652) and with the insights of business leaders who attended a DOLE-organized CEO Forum in May 2010. This activity is pioneering because it has provided us the discipline to identify in demand and/or hard-to-fill specific skills category/courses, and the available skills that match the projected employment requirements of the key industries in the next ten years. This is also the first time that we have engaged the Captains of Industry in a dialogue, which enabled us to gather their insights about investment decisions and directions in the country. Let me take this opportunity to encourage the policy makers and program planners of the next Administration to use the findings of PROJECT JOBSFIT as critical inputs in formulating our future HRD strategy. As emphasized by our key stakeholders, the findings of this report must be taken seriously in the process of crafting the next Medium Term Philippine Development Plan. I am confident that through this report, we could, altogether, agree on a common path and the corresponding interventions that would enable us to navigate well into the megatrends of the changing world of work.

MARIANITOD.ROQUE
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FormerSecretary

Foreword
There are two major challenges that confront the Philippine labor market in the next ten yearsthe persistence of high unemployment rate and the lingering problem of jobandskill mismatch. These challenges highlight the fact that while more people may be looking for jobs, they, however, dont generally have the skills that the business community is looking for. The pressure to find the right skills in the right place at the right time is projected to further intensify as the nature of work shifts, moreeconomiesrebound,andemergingmarketsrise. For these reasons, the Department of Labor and Employment (DOLE) has initiated in 2009 a project dubbed as PROJECT JOBSFIT: THE DOLE 2020 VISION. This environmental scanning activity served as an instrument for DOLE to touch base with the key stakeholders through a series of consultations to get valuable indicators that could facilitate the flow of information and requirements of both the supply and demandsidesofthelabormarket. The PROJECT JOBSFIT is a step up from its antecedentsthe 2006 National Manpower Summit (NMS), and the 2007 National Human Resource Conference (NHRC). It aims to identify and assess the preferred skills requirements in the priority industries, including the emerging industries inallregionsinthenexttenyears.PROJECTJOBSFITtookasitsspringboardtheforumsandregional consultations with industry and business leaders, together with multisectoral and labor groups, to initially bridge the gap and engage them as allies and partners in resolving the countrys labor market challenges. The results are intended to surface issues and provide soundly adaptable recommendations, a firm footing for the subsequent direction in addressing the problem of mismatch that weighs down on our workers. PROJECT JOBSFIT is envisioned to pave the way for the crafting of workable programs and institutional infrastructure that would minimize, if not totally eliminate,theproblemofjobskillsmismatchinthecountryinthenexttenyears. To attain the above objective, five Working Groups (WG) were formed with specific tasks to pursue,namely: 1. WG on Regional Stakeholders Consultation with the task of managing the conduct of regional consultations to draw inputs from the multisectoral partners and key informantsonpriorityindustriesandcriticalskillsintheirarea. 2. WG on Consultations with Captains of Industry with the task of designing the process of generating critical inputs and insightsvisions, perspectives and plans for short, medium, and long termfrom the countrys most dynamic, Philippinebased enterprises. 3. WG on Labor Mobility and Employability Enhancement System with the task of assessing the availability of critical skills in relation to the requirements of the key employment drivers. It shall conduct priority assessment and certification of critical skills,includingsystemsandprocedures.

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4. WG on Overseas Employment Prospects with the task of assessing the overseas deployment data to include the review of the national development plans of host countries. 5. WG on Overseas Employment Labor Market Intelligence System with the task of establishing and maintaining the Labor Market Intelligence System in all Philippine OverseasLaborOffices(POLOs). As of date, all the Working Groups have accomplished their respective tasks in coordination with their various partners and stakeholders. The outputs of said working groups have been extensively discussed in this report. Likewise, a separate Chapter has been dedicated in this report todiscusstheissuesandrecommendationsgatheredbytheWorkingGroups,tohighlightthecritical and recurring concerns raised by the stakeholders, which were not addressed when the same concernswereraisedduringtheNMSandNHRC. We sincerely hope that this report finds its relevance and usefulness in the crafting of the labor market interventions of the major government agencies and private sector organizations that haveastakeinthedemandandsupplysidesofthelabormarket. In particular, we encourage the educational institutions to use this material in reviewing their school curriculum and in designing their career guidance programs so that our students could make informed decisions about their future careers. On the part of the business sector, since the investmentandbusinessclimatearethetriggerfactorsforthesupplysidetorespond,weencourage the employers, together with the labor organizations, to provide clear and accurate signals about their skills requirements by engaging the educational institutions in a regular labor market signaling activity. The DOLE is more than happy to provide the necessary assistance to make this signaling activityaspartofitsinstitutionalmechanism.

ROMEOC.LAGMAN
Undersecretary

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Contents
Messages .....................................................................................................................................i Foreword...................................................................................................................................iii ListofAbbreviations.................................................................................................................. 1 SummaryofResults................................................................................................................... 5 CHAPTER1:ProjectJobsFitRegionalStakeholdersConsultation(ConsolidatedReport)......13 CHAPTER2:ConsultingtheCaptainsofIndustry .....................................................................23 CHAPTER3:AvailabilityofSkilledWorkersandProfessionals................................................29 CHAPTER4:OverseasEmploymentProspectsfor2010andBeyond.....................................39 CHAPTER5:Gaps,IssuesandRecommendations...................................................................47 AnnexA:ProjectJobsFitRegionalReports..............................................................................53
NationalCapitalRegion................................................................................................... 54 CordilleraAdministrativeRegion..................................................................................... 64 Region1........................................................................................................................... 74 Region2........................................................................................................................... 82 Region3........................................................................................................................... 92 Region4A ...................................................................................................................... 104 Region4B...................................................................................................................... 116 Region5......................................................................................................................... 124 Region6......................................................................................................................... 134 Region7......................................................................................................................... 144 Region8......................................................................................................................... 154 Region9......................................................................................................................... 162 Region10....................................................................................................................... 170 Region11....................................................................................................................... 176 Region12....................................................................................................................... 184 CARAGARegion............................................................................................................. 194

AnnexB:BreakfastMeetingwithCEOsListofParticipants...............................................201 AnnexC..................................................................................................................................205
Top10DemandableOccupationalSkillCategories.......................................................206 EmploymentProspectsbyWorldRegion...................................................................... 211 HardtoFillPositionsbyCountryofDeployment ..........................................................216 InDemandandHardToFillOccupations.................................................................... 220

Afterword............................................................................................................................... 229 ListofProjectJobsFitWorkingGroups................................................................................221

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vii

ListofAbbreviations

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LISTOFABBREVIATIONS
3D ACPI APEC ASEAN BIMCO BLES BOI BOT BPAP BPO CAR CATFABS CBA CEO CHED CITE DAR DepEd DOLE DOLECO DOLERO DOT DTI DTP DTS EBT ECOP FCAW FDI GDP GNP GTAW HEI HEO HRD HRM HVC ICT IOM ISF ISPS IT JPEPA KEGs LEP LFS LGU LMI MMBFOE MRA 3Dimensional AnimationCouncilofthePhilippines AsiaPacificEconomicCooperation AssociationofSouthEastAsianNations Baltic&InternationalMaritimeCouncil BureauofLaborandEmploymentStatistics BoardofInvestments BuildOperateandTransfer BusinessProcessingAssociationofthePhilippines BusinessProcessOutsourcing CordilleraAdministrativeRegion CenterforAdvanceTraininginFoodBeverageServices,Inc. CollectiveBargainingAgreement ChiefExecutiveOfficer CommissiononHigherEducation CenterforIndustrialTechnologyandEnterprise DepartmentofAgrarianReform DepartmentofEducation DepartmentofLaborandEmployment DepartmentofLaborandEmploymentCentralOffice DepartmentofLaborandEmploymentRegionalOffice DepartmentofTourism DepartmentofTradeandIndustry DualizedTrainingProgram DualTrainingSystem EnterpriseBasedTraining EmployersConfederationofthePhilippines FluxCoredArcWelder ForeignDirectInvestment GrossDomesticProduct GrossNationalProduct GasTungstenArcWelder HigherEducationInstitution HeavyEquipmentOperator HumanResourceDevelopment HotelandRestaurantManagement HighValueCrop InformationandCommunicationsTechnology InternationalOrganizationforMigration InternationalShippingFederation InternationalShipandPortSecurity InformationTechnology JapanPhilippinesEconomicPartnershipAgreement KeyEmploymentGenerators LadderizedEducationProgram LaborForceSurvey LocalGovernmentUnit LaborMarketInformation MillionBarrelsofFuelOilEquivalent MutualRecognitionAgreement ListofAbbreviations

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MTDP MTIAPI MW NCR NEDA NGO NHRC NMS NSCB NSO NTR NTTAQP OECD OFW OJT PESFA PGMATWSP PGS ProjectJobsFit PNQF POEA POLO PRC PSIA PTFE R&D RCC RDC RORO RTIPC SMAW TESDA TIPC TR TVET TVI WG WTR

MediumTermDevelopmentPlan MedicalTranscriptionIndustryAssociationofthePhilippines Megawatt NationalCapitalRegion NationalEconomicDevelopmentAuthority Nongovernmentorganization NationalHumanResourceConference NationalManpowerSummit NationalStatisticalCoordinationBoard NationalStatisticsOffice NoTrainingRegulation NationalTVETTrainers/AssessorsQualificationProgram OrganizationforEconomicCooperationandDevelopment OverseasFilipinoWorkers OntheJobTrainee PrivateEducationStudentFinancialAssistance PresidentGloriaMacapagalArroyoTrainingforWorkScholarships PangulongGloriaScholarship ProjectJobsFit:TheDOLE2020Vision PhilippineNationalQualificationFramework PhilippineOverseasEmploymentAdministration PhilippineOverseasLaborOffice ProfessionalRegulationCommission PhilippineSoftwareIndustryAssociation PresidentialTaskForceonEducation ResearchandDevelopment RegionalCoordinatingCouncil RegionalDevelopmentCouncil RollOnRollOff RegionalTripartiteIndustrialPeaceCouncil ShieldedMetalArcWelders TechnicalEducationandSkillsDevelopmentAuthority TripartiteIndustrialPeaceCouncil TrainingRegulation TechnicalVocationalEducationTraining TechnicalVocationalInstitution WorkingGroup WithTrainingRegulation

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SummaryofResults

Chapter:ProjectJobsFitRegionalStakeholdersConsultation (ConsolidatedReport)

BACKGROUND

BACKGROUND
Project JobsFit: The DOLE 2020 Vision or PROJECT JOBSFIT is the forerunner of the Department of Labor and Employments Priority Deliverable Projects for 2009. It is a forwardlooking activity, which essentially requires research, information gathering, and networking with key stakeholders. This is being carried out as part of the DOLEs firm resolve to adopt coherent and innovative strategies to carry out its mandate in providing efficient employment facilitation services and respond to the prevailing skill and job mismatch underlyingtheunemploymentandunderemploymentproblemsinthecountry. PROJECTJOBSFITtookofffromtheresultsofthe2006NationalManpowerSummit(NMS),whichfocused on the manpower requirements/critical skills of the Key Employment Generators (KEGs), and the 2007 National Human Resource Conference (NHRC), which looked at the skills supply deficits in terms of quality, quantity and corresponding reforms on the curriculum, facility and faculty development, career guidance and counseling and industryacademe linkages. Meanwhile, PROJECT JOBSFIT intends to look beyond 2010 and assessmanpowerskillsrequirementsandavailabilityupto2020.

OBJECTIVES
The main goal of PROJECT JOBSFIT is to identify from six to ten years beyond 2010 the preferred skills in priority industries in all regions nationwide that must be produced by putting together a robustly flexible map toguidestakeholdersinaddressingthetalentmismatch.TheProjectsspecificobjectivesareto: 1. Identifykeyemploymentdriversforthenexttenyears(20112020) 2. Assesstheavailabilityofthepresentandprojectedindemandskills 3. Identifygapsandrecommendstrategiestoaddressthegaps 4. Establishamultisectoraloversightmechanismthatwillshepherdtherecommended solutions/strategies

PROCESSES
Key DOLE officials belonging to the Employment and Manpower Development Cluster were divided into focusworkinggroupsandheldregionalconsultationstodrawinputsfromstakeholdersontheskillssupplyand demandrequirementsofthekeyindustriesorKeyEmploymentGenerators(KEGs)forthenexttenyears. The conduct of regional consultations with the assistance of the DOLE Regional Directors in 2009 drew inputs from multisectoral partners and key informants on priority industries and critical skills in their locality. Inputs in the discussion were gathered through focal group discussions with key informants. Outputs were providedbykeystakeholderswhoarepresentintheregionalconsultation.

PROJECTJOBSFITIntegrationWorkshop
A PROJECT JOBSFIT Integration Workshop was held on 04 March 2010, wherein outputs of the different working groups and initial analysis of results were presented and validated in relation to the overall objective ofPROJECTJOBSFIT. Outputsoftheworkinggroupsinclude: a. Presentation by the Bureau of Local Employment (BLE) of the results of regional consultation with stakeholders from government and private sectors, which reveals the prominence of key industries orKEGsthatwouldlikelybethemainsourcesofemploymentgrowthinthenexttenyears. b. Presentation of Prospects for Overseas Employment as culled from the POLO reports and based on the analysis of National Development Plans of Host Countries done by Philippine Overseas EmploymentAdministration(POEA). c. Presentation of the Labor Market Intelligence System for Overseas Employment developed by the International Labor Affairs Bureau (ILAB) citing the importance of the different bilateral agreements amonghostcountries.

d. Presentation of the current stock and supply of workers, including their competency standards, by
the Labor Mobility and Employability Enhancement Working Group spearheaded by the Technical Education and Skills Development Authority (TESDA). The data presented provide an indication of the available stock of professionals and trade/skilled workers in the country and the available professionsandtrainingcoursesintheeducationsector.

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SummaryofResults


The presentation of the Bureau of Labor and Employment Statistics survey results on Occupational Shortages and Surpluses provided the empirical basis for validating the initial results of the PROJECT JOBSFIT RegionalConsultation. Another critical activity during the PROJECT JOBSFIT Integration Workshop was the presentation of the gaps, issues and recommendations identified in the regional consultation and which enticed comments, ideas, suggestions and proposed mechanisms from the participants to address the gaps identified in both the demandandsupplysidesofthelabormarket. The Integration Workshop has generated the following major agreements among the participants, which servedascriticalinputsincraftingtheinitialresultsofthePROJECTJOBSFIT: Generic occupations should be identified and aligned with appropriate occupational title and with corresponding competency standards from TESDA and applicable licensing requirements from the PhilippineRegulationCommission(PRC).

Gaps,issuesandrecommendationsmustbereviewedandrevalidated,toinclude,ifapplicable,the
recommendations made by the Presidential Task Force on Education (PTFE) chaired by Fr. BienvenidoF.Nebres.

PROJECTJOBSFITCEOForum
TheDOLEheldadialoguewiththeCEOsorcaptainsofindustryon06May2010tolistentotheirinsights and outlook on future business trends and the corresponding manpower requirements and challenges for the next ten years. The dialogue also provided the industry leaders a unique platform to actively stimulate the development of practical and knowledgedriven recommendations for promoting active labor market interventions. The DOLE Secretarys dialogue with leaders from the banking, retail, education, transport, and manufacturing sectors yielded significant results as it validated the initial findings of the series of activities under the PROJECT JOBSFIT. Further, it provided the context for the major issues confronting the Philippine labormarket. The CEOs highlighted the importance of managing the challenges in the supply side of the labor market. Some of the critical concerns raised were1) the need to improve the analytical and communication proficiencies of the students and their corresponding IT skills; 2) the need to hone the managerial skills of college graduates; 3) the need to come up with employee exit plans and strategies to address the problem of skills drain; 4) explore ways to facilitate the use of OFW remittances as investment capital and make use of the skills acquired by OFWs as part of the governments skills gain strategy; 5) the education sector must strengthen its linkage with industry in terms of updating its curriculum offerings to include as a major component of the intermediation strategy the train for work scheme; 6) develop a scholarship scheme for hardtofillcoursesthatareslowlybeingphasedoutbytheeducationsectorduetolowenrolment;and7)the needtoaddressthesurplusofnursesinthecountry. On the demand side, the following issues and gaps were extensively discussed: 1) explore ways to make the best talents stay in the country by making concessions for domestic human resource development; 2) determinethekindofhumanresourcesandtalentsthatthecountryneedstodriveitseconomicgrowthandto actively engage the industry players towards this concern; 3) use the domestic medical tourism industry to generate alternative employment for nurses; 4) government to explore investing further in public hospitals to create more employment opportunities for nurses; and 5) develop the Philippines to become the hub for creativeindustries. To create a labor market environment that is responsive to the requirements of the industries, the CEOs emphasized the need to already seriously review the Labor Code by focusing more on policies that would harness the employability of Filipino workers. (Refer to Chapter 5 for details of the proceedings of the CEO ForumandAnnexBforthelistofCEOswhoactivelyparticipatedinsaidForum.)

MAJORFINDINGS/ASSESSMENTS
ThefindingsofPROJECTJOBSFIT,asenumeratedbelow,highlighttheKEGsandskillsrequirementsforthe nexttenyears(2011to2020).Issuesandrecommendationsderivedfromtheregionalconsultationwithmulti sectoral partners, with the comments solicited during the integration workshop and high spots in the forum convenedwiththeindustrystophonchoswerecrossreferencedforcongruenceandweight.Anelucidationof the key issues and recommendations surfaced by the stakeholders are likewise done in the hope that further policydiscoursemaybeinitiatedtofleshouttheneededlabormarketreformsandpolicyresponsesthatcould bepursued,giventhefindingsputforwardbythisundertaking. In determining the KEGs (industries/sectors with the greatest potential to generate employment) and emerging industries (industrial sectors growing at a rate faster than the economy and exhibiting potential),

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IdentifiedKEGSandEmergingIndustries

MAJORFINDINGS/ASSESSMENTS consultationsweredonewiththeNationalEconomicDevelopmentAuthority(NEDA)andwiththeDepartment of Trade and Industry Board of Investments (DTI BOI). Industries/sectors that would spur growth and spawn employment opportunities were identified through latest labor market information, trends in the market and projected contributions in the economy from GDP, GNP, Foreign Direct Investments (FDIs) and otherpertinenteconomicindicatorsanddata. Likewise, intensive consultation and research concerning overseas employment was done with associations of overseas recruitment agencies, and key informants in host countries, including an analysis of labormarketsandNationalDevelopmentPlansofhostcountriesbythePOLOs. The twelve (12) KEGs that have the potential for absorbing the most number of the Philippine workforce areasfollows: 1. Agribusiness 2. Cyberservices 3. HealthandWellness 4. Hotel,RestaurantandTourism 5. Mining 6. Construction 7. BankingandFinance 8. Manufacturing 9. OwnershipDwellingsandRealEstate 10. TransportandLogistics 11. WholesaleandRetailTrade 12. OverseasEmployment On the other hand, the following four (4) Emerging Industries were likewise identified to provide employmentopportunitiesfasterthantheoutputgrowthinthelongterm: 1. CreativeIndustries 2. Diversified/StrategicFarmingandFishing 3. PowerandUtilities 4. RenewableEnergy

HardtofillandIndemandOccupations
The BLES 2008 Occupational Shortages and Surpluses Survey provided statistical figures that substantiate theinitialfindingsinthePROJECTJOBSFIT.Broadly,thesurveydefinedhardtofilloccupationsasjobvacancies for which an establishment has encountered difficulties in managing the recruitment process. Reasons may include no applicants, applicants lack of experience, skill or license, preference for working abroad, seeking higher salary or problem with location and other reasons. The indemand occupations refer to active occupations/job vacancies posted/advertised recurrently by and across industries/establishments. Citing examples from the survey are vacancies for Accountants and Auditors (1600 vacancies, 60 applicants/10 vacancies), Call Center Agents (20,000 vacancies, 30 applicants/10 vacancies) Mechanical Engineering Technicians (1500 vacancies, 20 applicants/10 vacancies), Sales Marketing Managers (600 vacancies, 70 applicants/10 vacancies) and Aircraft Pilots, Navigators and Flight Engineers (300 vacancies, 18 applicants/10 vacancies). Annex C provides the detailed list of hardtofill and indemand occupations per KEGs, which were identified during the series of consultations and focus group discussions and were cross validated using the 2008 BLES Occupational Shortages and Surpluses Survey. Below is an example of the summary matrix generatedunderthePROJECTJOBSFIT. Table1HardtoFillandInDemandOccupations(seeAnnexCforthecompletelist)

KEGs AGRIBUSINESS
INDEMANDOCCUPATIONS Aquaculturist

OCCUPATIONALTITLE

COMPETENCYSTANDARD

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AquacultureFarmCaretaker AquacultureFarmAide AquacultureFacilitiesRepair &MaintenanceWorker FishNurseryWorker ShrimpandFishGrowOut Worker PrawnFarmCultivator

AquacultureNCII

SummaryofResults

 KEGs
HARDTOFILLOCCUPATIONS FeedProcessor/FoodTechnician CleanUpArtist InbetweenArtist/ InBetweener CleanUpArtChecker InbetweenChecker AnimationChecker WebDesigner MultimediaArtist Librarybuilder Layoutartist 2Ddigitalanimator Optician Hilot,MassageTherapist 2DAnimationNCII&III

OCCUPATIONALTITLE

COMPETENCYSTANDARD

CYBERSERVICES
HARDTOFILLOCCUPATIONS Animator

HEALTHANDWELLNESS
INDEMANDOCCUPATIONS Optician HARDTOFILLOCCUPATIONS Spa/MassageTherapist

OphthalmicLensServicingNCII Hilot(WellnessMassage)NCII

HOTELANDRESTAURANT& TOURISM
INDEMANDOCCUPATIONS Baker HARDTOFILLOCCUPATIONS Cook

Commissary Pastry Baker Commissary PastryCook HotKitchenCook PantryWorker/ColdKitchen

BreadandPastryProduction

HousekeepingNCII

*Notes 1.Oneoccupationaltitleidentifiedmayincludeseveralsubspecificpositionsorrelativejobdesignations 2.Toseecompletelist,pleasecheckAnnexC

EmergingIndustries
Table2EmergingIndustries

INDUSTRY 1.Creativeindustries
3Dmodelers 3DArtist 3DAnimators FlashAnimators 2.Diversified/StrategicFarming&Fishing Fisherman Aquaculturist Horticulturist Farmer(rootcrops,fruit&vegetableUpland &Lowland) 3.PowerandUtilities ElectricalControlOperator EquipmentOperator ElectricalTechnician MechanicalTechnician Mechanic

OCCUPATIONALTITLE
SystemAnalyst&Designers

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PowerProductionPlantOperator ElectricalEngineeringTechnician MechanicalEngineeringTechnician ElectricalMechanics&Fitter

OverseasEmploymentProspectsforFilipinoWorkers

INDUSTRY 4.RenewableEnergy
Checker ElectricalEngineer Loader MechanicalEngineer QualityControlEngineer

OCCUPATIONALTITLE
ElectricalEngineer MechanicalEngineer OtherEngineersandRelatedProfessionals

OverseasEmploymentProspectsforFilipinoWorkers
The migration of Filipino workers to the overseas labor markets are expected to continue in the next decade in the midst of the globalizing economy and the effects of the financial crisis. Employment opportunities, particularly for skilled workers, professionals and household skilled workers, remain the in demand prospects as low birth rates and the ageing population in Europe, America and the Middle East result in skills shortages in the labor market. The emergence of green industries in the wake of growing concerns aboutclimatechangealsooffersnewchallengesandopportunities. The KEGs for OFWS include the Healthcare, Building and Construction, Petroleum/Oil and Gas/Energy, Tourism/Hotel, Restaurant and Gaming industry, IT/Cyberservices, Manufacturing, Seafaring, Electronics and Household services sectors/industries. Demand for lowskilled services (e.g., home care) would particularly be strong in Europe due to its rapidly ageing population and declining workforce. Other destinations would includetheAmericasandtheMiddleEast.Householdserviceworkerswouldcontinueitstrendofbeingthein demand skill in neighboring Asian countries (e.g., Taiwan and Hong Kong) and Middle East Countries as primary destinations, while production and related workers (machine fitters, assemblers, machine tool operators etc.) would benefit in the increase of construction activities in the Middle East (Qatar, Saudi Arabia and U.A.E), and even in Macau, Australia and American trust territories (e.g., Guam). Other indemand skills include nurses and health care workers, seafarers, cooks, waiters and waitresses, wiremen and electrical relatedworkers.

Three(3)MajorIssuesIdentifiedinPROJECTJOBSFIT
The many issues raised by the stakeholders during the consultations and in the dialogue with industry leaderswereclusteredintothree(3)majorissues,whichwerevalidatedtobecrosscuttingamongallKEGs: 1. Lackofexperiencedandhighlyskilledworkers 2. Schoolcurriculumisnotresponsivetoindustryneeds 3. PoordisseminationofLaborMarketInformation(LMI) The above issues were further analyzed and correlated with the following outputs and recommendations culledfromtheFinalReportofthePresidentialTaskForceonEducation: Strengthen the partnership between the government, academe and industry to improve the employability of graduates and address the mismatch between the needs of the industry and the schools courses or curricula. Key industry sectors are outsourcing, engineering, healthcare, tourism/hospitality,aviation,electronicsandmining Resolve training inadequacies (trainers, program, uptodate information, techniques, experience, hours,facilities,etc.) DepEd, TESDA and CHED should develop a national qualifications framework to establish a system of equivalenciesforbasic,technicalandhighereducation Develop and issue model ladderized curricula for disciplines and courses for indemand jobs, locally andoverseas ImplementaprogramfocusingonimprovingcompetencyinEnglish Include DOST in the consultation process and help strengthen the existing institutions in the developmentofhigherlevelscientistsandengineers Conduct benchmarking of the professional programs which seek international recognition and improve the capability of HEIs, SUCs and LUCs to equip students with the required skills and competenciesforgainfulemployment Provide incentives for multinational companies which establish Corporate Universities or Career OpportunitiesforAdvancementwithintheircompany Firm up collaboration on research, professional development, and sharing of resources among the academe and industry (both local and international) and strengthen information exchange in critical andspecializedareas,whereindataismadeaccessibletoall

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SummaryofResults

KeyPolicyActions/Recommendations
Make OJT work experience relevant to students field ofwork. Strict implementation and monitoring ofthispolicywouldimprovetheskillsqualificationsofthestudentsandwouldresolvetheproblemof lackofworkexperienceoffreshgraduates.(TheproposaltoreviewtheexistingApprenticeshipand Learnership Law for the purpose of strengthening the industryacademe linkage to increase the employabilityofstudents/workersisstronglyrecommendedbystakeholders.) Promote the establishment of a government agency that will handle HRD concerns. (Advocacy is being pushed on the proposed policy to upgrade the Bureau of Local Employment into a Philippine Local Employment Administration, to include in its mandate the management of workers HRD concerns) Refocus Agricultural courses and review their standards to cope with changes and trends in the industry. (The Department of Agriculture, DOLE, DTI, and the Academe are asked to touch base with theleadersintheagriculturesectortoplanthefutureoflabormarketinthisindustry.) Intensify Career Guidance to be provided in third year high school and to include gender awareness, currentworkpractices,andpotentialopportunitiesforbothtech/vocandfouryearcoursestoensure effective career choices. (A proposal to make career counseling a mandatory activity for third year high school students was made. A draft Executive Order by Commissioner Ruth Padilla of PRC was forwarded to DepEd for comments. An initial meeting among DepEd, PRC and DOLE was held in March2010.) Intensify labor market information (LMI) dissemination, particularly on hardtofill and indemand occupations, including college degree courses with over supply of skills, to enable students to make informed decisions about their career choices. (DOLEto strengthen itscapacitybuilding for PESOand theNetworkofGuidanceCounselorsintheareaofLMIandtodevelopadvocacymaterialsonLMIfor disseminationtostudentsandjobseekers.) Making the best talents stay. The country needs to attract the best talents to stay and plan for the onset of a global talent shortage. (The government is encouraged to determine the type of human resources and talents the country desires to stimulate economic activity and the participation of stakeholderstowardsthisobjective) Government needs to create employment opportunities for the ballooning number of nurses in the country. (There is a surplus of nurses and their chances are dealt another blow with the restriction/quota requirement imposed by Japan on the number of Filipino nurses allowed entry under the JapanPhilippines Economic Partnership Agreement [JPEPA]. Business leaders suggest a review of the terms of the Agreement and maximize opportunities that may be borne out of negotiationsmadewithJapantoattracttheirinvestments). FocusondevelopingandstrengtheningemergingindustriesandtheprospectsfromOFWremittances and transfers (There is a need to create an extensive employment pipeline for the thousands of graduates each year that the labor market has failed to absorb. CEOs draw attention to developing and strengthening the emerging sectors/industries of medical tourism, creative arts and the shipping industry as a possible source of employment. The remittances, transfers and OFWs themselves have alsobeencitedascontributorstoeconomicgrowthandbusinessventurestocreateemployment). Reassess and review the Labor Code and existing workrelated laws and policies to adapt to changing times (Existing laws and policies under the Labor Code should be reevaluated for its significance and efficacy in this day and age where labor markets have evolved and become globalized. Industry leadershaveexpressedsupportandinvolvementinsuchundertaking).

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CHAPTER1
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ProjectJobsFit Regional Stakeholders Consultation

ConsolidatedReport

13

REGIONALCONSULTATION

PROJECTJOBSFITREGIONALSTAKEHOLDERSCONSULTATION (CONSOLIDATEDREPORT)
REGIONALCONSULTATION
The Regional Consultation is one of the major components of Project JobsFit: The DOLE 2020 Vision. This activity involves the assessment of skills demand and supply by drawing inputs from multisectoral partners and key informants through Focus Group Discussions (FGDs). Inputs gathered from key informants were primarily on priority industries, emerging industries, as well as their corresponding skills requirements in the nexttenyears.

OBJECTIVESOFTHEREGIONALCONSULTATION
The holding of the regional consultation served as the main labor market signaling strategy to generate requisite labor market information (LMI) from the ground. It was specifically designed to do the following tasks: 1. Reviewtheimplementationofthe2007RegionalNHRC (NationalHumanResourceConference)ActionPlan; 2. Identify new/emerging industries and the corresponding supply and demand situation and skills requirements;and 3. Identify issues and recommendations that would guide the formulation of the Regional Action Plans in Medium Term (next 5 years) and in Long Term (next 10years).

PARTICIPANTSOFTHEREGIONALCONSULTATION
The Regional Consultation was attended by representatives from the Government and the Private Sectors. They provided inputs reflective of the true picture of the labor supply and demand situation, particularly in theKEGsintheirrespectiveregion,whichtheythemselves haveidentified. The consultation with the Government sector were attended by representatives from the DOLERCC, RDC (NEDA, DTI, CHED, and other agencies), involved in the growth sectors/KEGs, and Academe. The Private sector was represented by the following: Industry players of growth sectors/KEGs, Employers groups, CEOs of emerging industries, Employment subsidiaries/sub contractors, Labor sector organizations, and Private schoolsandcolleges.

THEREGIONALCONSULTATIONPROPER
To ensure the delivery of outputs and their alignment with the objectives of the Regional Consultation, a WorkingGroupfortheconductofRegionalStakeholdersConsultationwascreatedcomposedofselectedDOLE officials and staff from the Central Office. For the purpose of facilitating and covering more ground in the conduct of consultation, theWorking Group is further divided into three: the Luzon Group,Visayas Group and the Mindanao Group. The Regional Counterparts of this working group were composed of all the Regional Directors,membersofDOLERCCandselectedRegionalOfficestaff. ThemaintaskofthisworkinggroupintheCentralOfficeistocoordinatetheconsultationactivitiesandto consolidatetheresultsoftheareawideconsultation.Asfortheregionalcounterparts,theyareresponsiblefor the conduct of the regional consultations with stakeholders, and the preparation of regional consultation/workshopresults. For the Regional Consultation to be efficient, guidelines were drafted and disseminated to the regions. Theguidelineswerecomposedofthefollowing:

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PreConsultation
1. Identificationofparticipantsintheregionalconsultation(governmentandprivatesector);

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2. Coordination and administrative preparations (arrangement of venue, issuance of invitation, etc.) for theconsultationproper

ConsultationProper Government Sector

1. 2. 3. Presenttheregionallabormarketsituationandreviewmilestonesre:2007NHRCactionplan; Assess the regions economic performance, i.e., regional development and investment priorities plan relativetothestateofskillsdemandandsupplycondition;and Obtainaninteragencycollaborationingeneratingpriorityindustries/criticalskillsfrom2010to2020, includingkeyprocessesandmechanisms.

Private Sector
1. Conduct consultative actionplanning workshop with key and emerging industry leaders, labor organizations and the academe inthearea; 2. Review supply/demand estimates of the NMS andtheNHRCActionPlan;and 3. Identify new and emerging sectors and the correspondingskillsrequirements.

PostConsultation
1. PresenttheoutputofRegionalConsultationtotheRCC/RDCforvalidation/finalization; 2. Submitreportonresults/findingsofRegionalConsultationtoCentralOffice. Included in the Preconsultation Stage is the provision of literatures/information materials that served as referenceandguideoftheregionalimplementersintheconductofconsultation/workshopproper,asfollows: 1. SummaryReportonReviewofExistingLiteratureonKEGs(NationalManpowerSummit[NMS]Report NHRC,BLESSurveyandDOLEoperationsdataonskillsshortages 2. NHRCRegionalActionPlan 3. Regional/ProvincialSkillsPrioritiesPlan,20052007(TESDA) Correspondingly, Workshop Guide Questions were provided to steer the conduct of Consultation Proper. The six workshop guide questions that helped the participants in responding to the Workshop Form are enumerated below: (Refer to Annex A for the details of workshop outputs and the corresponding Workshop Mechanics/Formsadopted.) 1. In 2007, the DOLE conducted the NHRC with stakeholders in the region, with eight industries emerging as KEGs until 2010. What are your insights on these KEGs as applicable to your regions employmentgenerationupto2010? 2. Are there other industries/sectors which show strengths as KEGs from 2007 to present that the NHRCfailedtoaccount? 3. Other than the eight KEGs, what other industries do you think will emerge as strong KEGs between the periods20102015,and2016to2020?Whatwould be the factors (economic, social, resourcebased, and world demands) that will likely shape the emergenceoftheseKEGs? 4. WhatarethecriticalskillsneededbytheFilipinomanpowertosupportthepriorityindustries? 5. Wouldtheseskillsbereadilyavailablegiventhecurrentreservoirofskillsandtrainingavailabletothe youth and the regular workforce? What are the factors to contribute to the availability/non availabilityoftheseskills? 6. What are the present and future challenges and gaps that need to be addressed in relation to the supplyanddemandforskillsinpriorityindustries?Whataretherecommendedinterventionstoclose thegapsandthecorrespondinginstitutionalmechanismthatmustbeputinplace?

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SummaryofFindingsoftheRegionalConsultation As part of the Post Consultation, the DOLE Regional Offices were asked to submit the following major outputs: 1. Regional Action Plans in the Medium Term (20102015) andLongTerm(20102020) 2. Supply and Demand estimates for skills in the growth sectors/KEGs 3. Recommended key labor market processes and mechanismintheregions The consultation across the regions took place within the period August to September 2009. The results of the different consultations show that there are certain peculiarities and commonalities identified in every region with respect to the key employmentgenerators,aswellastheemergingindustries. For the purpose of validating the outputs of the Regional Stakeholders Consultation, the result of the 2007 NHRC, the 2008 BLES Surveys on HardtoFill and InDemand Occupations, and the analysis of existing labor market information (LMI) based on DOLEs existing operations data which assessed the demand and supply dimensions of the labor market coveringtheperiod20062010wereused.

SummaryofFindingsoftheRegionalConsultation
EmploymentPerformance(20032009)
An analysis of the employment performance of the country both at the national and regional levels was done to determine how the labor market has behaved in the past six years. The employment trends and structuresinthePhilippinesprovidedthespringboardfordiscussionandvalidationwithkeyinformantsonthe actualperformanceofthelabormarket.

Source:LabstatVol.14No.1(January2010)

There were about 4.43 million new employment created between the period 2003 and 2009. There was no shift in the structure of employment during the period, which showed that the Service sector remained as the major source of employment (51.1%), followed by the Agriculture sector at 34.3%. The share of the Industrysectorcontinuedtoshrinkfrom15.8%in2003to14.5%in2009.Averageannualemploymentgrowth ratecoveringtheyears20032009wasat2.4%.

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AverageAnnualGrowthRatebyIndustry:Philippines2009 (Inpercent)

Sourcesofbasicdata:NationalStatisticsOffice,LaborForceSurvey

The 2009 employment performance, as shown in the Labor Force Survey (LFS), indicates that the top five (5) Key Employment Generators or KEGs were Real Estate, Renting & Other Business Activity (11.8%), Electricity, Gas and Water (9.4%), Private Households with Employed Persons (8.9%), Health and Social Work (7.6%), Education (6.2%), and Hotels and Restaurants (6.0%). Except for Electricity, Gas and Water, which belongtoIndustrysector,therestoftheKEGsbelongtotheServicesector. Table3GrossDomesticProductbyIndustryatConstant1985Prices,Philippines:2003&2009 (EstimatesasofJanuary2010;inmillionPhP)
Industry 2003
AllIndustries Agriculture&Fishery Forestry Mining&Quarrying Manufacturing Electricity,Gas&Water TransportStorage&Communication Trade Finance OwnershipDwellingsandRealEstate PrivateService GovernmentService 1,085,064 214,408 865 17,856 263,255 35,262 87,747 180,460 51,790 50,955 84,367 50,986

YEAR 2009
1,431,978 258,244 1,330 23,257 312,438 44,579 28,120 243,537 89,304 66,196 126,691 62,770

Increment
346,914 43,836 465 5,401 49,183 9,317 40,373 63,077 37,514 15,241 42,324 11,784

%toTotal Increment
100.0 12.6 0.1 1.6 14.2 2.7 11.6 18.2 10.8 4.4 12.2 3.4

Ave.Annual G.R.(%)
0.9 0.1 1.0 3.7 5.1 2.8 1.8 2.9 7.1 1.0 3.8 5.0

GDPgrowthdriveristheServiceSector(3.2%) Continued expansion of the Service Sector is attributed to Trade, Transport, Storage and Communication, PrivateServicesFinance,andGovernmentServices.

INDUSTRYPROSPECTS(20112020)
OneofthemainobjectivesofthePROJECTJOBSFITRegionalConsultationistodrawfrom the participants their insights/perspectives on the critical industries or KEGs that have the greatestpotentialingeneratingemploymentintheregionsinthemediumterm,includingthe emergingindustrieswhichareperceivedtodrivetheemploymentgrowthinthelongerterm. Consultations were done with theNational EconomicDevelopmentAuthority(NEDA)and with the Department of Trade and IndustryBoard of Investments (DTIBOI) on a regional level. Industries/sectors that would prompt growth and initiate employment opportunities were identified through latest labor market information, trends and projected contributions to the economy from GDP/GNP,

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KEYEMPLOYMENTGENERATORSandEMERGINGINDUSTRIES ForeignDirectInvestments(FDIs),andotherpertinenteconomicindicators,whichwerealsousedasreference indeterminingtheKEGsandemergingindustries. Industry prospects from NEDA and DTIBOI were culled from their respective regional development plans and mainly from the Medium Term Development Plan (MTDP) 20042010. The industry prospects highlight thefollowing:

IndustryProspectsfromNEDA
GrowthofPhilippineeconomywillbedrivenby: 1. Highvalue,FDIledagribusiness 2. Infrastructure(roadsandhighways,logistics, physicalinfrastructureprojects) 3. LongtermdemandforOFWs 4. Tourism(divingedge) 5. MedicalTourism 6. Retirementestates(fivelocationsforforeign retireesSubic,MetroManila,Tagaytay,Cebu City,andDumagueteCity) 7. BPOs(35%annualgrowth,$13billioninrevenuesby2010) 8. InvestmentinICT 9. Realestate(BPOsinvestinginofficespace,growthindomesticaswellasinternationaltourism); 10. Shipbuilding(exportsofshipstotheUS,Mexico,andNorway); 11. Mining($840billioninmineralreserves) 12. RenewableEnergy(potentialenergysourcethatcanyieldmegawatt(MW)perdayOcean 170,000MW;Wind76,000MW;Hydro13,097MW;Geothermal4,531MW;Biomass,277 MMBFOE;andSolar5.05.1khw/m2;) 13. FoodProduction(foodexporttoChina,focusonproagriculturalinvestments,andfocuson highvaluecrops)

DTIBOIInvestmentPriorities
1. 2. 3. 4. 5. 6. 7. 8. Agriculture/Agribusiness,andFishery(includingbyproducts,biotechproductsandservices,feeds andorganicfertilizers) Infrastructure(transport,water,logistics,energy,masshousing,pipelineprojectsforoilandgas, andBOTprojects) EngineeredProducts(shipbuilding,manufactureofmachines/equipment/parts,andmanufacture ofironandsteelproducts) Tourism(resorts,touristsfacilities,retirementvillages,medicaltourism,andhealthandwellness services) StrategicActivities(majorprojectsofglobalcompanies,minimumprojectcostofUS$300Mand employmentgenerationofatleast1,000) ResearchandDevelopment(commercialandinhouseR&Dactivities,CentersofExcellence, innovationandskillsdevelopmentinstitutions) BPOs(voiceandnonvoiceITenabledservices) CreativeIndustries(nonBPOITenabledservices,film,TVandtheaterartsproduction)

KEYEMPLOYMENTGENERATORSandEMERGINGINDUSTRIES
CommonKEGsacrosstheRegions
TheresultsoftheRegionalConsultationrevealedthatthefollowingtraditionalindustriesarecommonand arethemainemploymentdrivers/KEGsacrosstheregions(nationwide). Table4TraditionalIndustriesConsideredasEmploymentDriversbyRegion
Industries Agribusiness BankingandFinance Construction Cyberservices Health,Wellness HotelsandRestaurantsandTourism X,CARAGA I,II,III,NCR,V,VI,VII,IX,X NCR,II,III,VI,VII,IX,XI, NCR,CAR,III,IVB,VI,VIII,X,XI,XII, NCR,II,III,IVA,IVB,V,VI,VII,IX,X,CARAGA Regions I,II,III,IVA,IVB,CAR,V,VI,VII,IX,X,XI,XII,CARAGA

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Industries Manufacturing Mining TransportandLogistics Wholesale&RetailTrade RealEstate OverseasEmployment
Source:ProjectJobsFitRegionalConsultation

Regions I,II,IVA,NCR,VII II,III,IVB,VI,IX,XI,XII,CARAGA I,II,VI,X I,X,XII I,X Presentinmostregionsasanemploymentoption

ThematrixaboveshowsthattheServicesectorremainstobethemajorsourceofKEGs,asidentifiedinall regions.TheServicesectorKEGsareHotels,RestaurantsandTourism(11regions),wheremostoftouristspots are being promoted to both foreign and local tourists; Health and Wellness (nine regions), which include as part of the Medical Tourism that makes our own health workers, together with our scenic and exotic tourist spots, at par with the other competitive countries; Cyberservices (seven regions) where ample supply of Englishspeaking or trainable multilanguage workers must be maintained; Transport and Logistics (four regions)whereinterislandroutesprovideregularrollonandrolloff(RORO)vesseloperations;Wholesaleand RetailTrade(threeregions);BankingandFinance(tworegions);andRealEstate(tworegions). The Agribusiness sector was identified as the main KEG in most regional consultations (14 regions). The sector shows potential in attracting investors, particularly in microentrepreneurial activities, the Philippines beingpredominantlyanagriculturalcountry. In the Industry sector, the Construction industry is identified in nine regions where most of the infrastructure, such as roads, bridges and highways and other potential business and industrial centers are being constructed and could thrive. The Mining sectorisidentifiedineightregionswherepotential minerals to be explored and extracted are gold, silver, nickel, copper concentrates, and cobalt briquettes. The Manufacturing sector, being a traditionalKEG,ishighlyvisibleinfiveregionswhere the presence of export processing zones is considered a key factor in the generation of employment. Overseas employment was identified in all regional consultations as one of the major contributor to employment generation, given the active participation of a significant portion of our skilled workersinthisalternativeemploymentstrategy.

EmergingIndustryacrosstheRegion
The emerging industries that surfaced are those that may not be the major source of employment in the medium term, but are projected to drive employment growth faster than the growth of GDP in the longer term.Belowaretheemergingindustriessurfaced: Table5EmergingIndustries Industries Agribusiness CreativeIndustries Cyberservices Diversified/strategicfarmingandfishing Education Furniture(Manufacturing) Health,WellnessandMedicalTourism HotelsandRestaurants Mining PowerandUtilities OwnershipDwellings,Real/RetirementEstate RenewableEnergy

Region VIII NCR CAR,IVA,V,VIII,XII,CARAGA CARAGA II VII CAR,V,CARAGA VIII I,VI,X I NCR VI,XI

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HARDTOFILLANDINDEMANDOCCUPATIONS Industries Shipbuilding TransportandLogistics

Source:ProjectJobsFitRegionalConsultation

Region II,X III,IVA,IVB,VI

Among the emerging industries that surfaced, only four were considered as nontraditional industries, as follows: Creative Industry, Diversified/Strategic Farming and Fishing, Power and Utilities, and Renewable Energy.

HARDTOFILLANDINDEMANDOCCUPATIONS
The Regional Consultations have identified 12 KEGs and about 108 significant occupations. Fifty four (54) of these occupations are considered to be indemand and another 54 are hardtofill. On the other hand, the four Emerging Industries have identified eighteen (18) critical occupations, ten of which are classified as in demandandeightarehardtofill. Hardtofill Occupation as interpreted and used in the Regional Consultation is considered as such, if the employer/company is having a hard time or taking longer time for a particular position to be filled up due to the following reasonsjob applicants are not qualified and there is no supply of job applicants for the particular vacancy in a region. The indemand occupation as used in the Regional Consultation refers to occupationwithhighturnover/replacementrateandisessentialintheoperationsofthecompany/business. Below are the detailed list of hardtofill and indemand occupations per KEG, which were identified duringtheseriesofconsultationsandFGDs,andwhichwerecrossvalidatedusingthe2008BLESOccupational ShortagesandSurplusesSurvey. Table6HardtoFillandInDemandOccupations(KEGSandEmergingIndustries) INDUSTRY
A. KEYEMPLOYMENT GENERATORS 1. AGRIBUSINESS

INDEMAND
AnimalHusbandry AgriculturalEconomist Aquaculturist CoconutFarmer Entomologist(Plant) Farmer(Fruit,VegetableandRoot Crops) Fisherman Horticulturist PlantMechanic RiceTresherOperatorMechanic Veterinarian Pathologist .

HARDTOFILL
FeedProcessor/FoodTechnician FisheryTechnologist

2. CYBERSERVICES Animation BackOfficeProcessing CustomerContact MedicalTranscription SoftwareDevelopment

3.

HEALTHANDWELLNESS

Nurse Herbologist Optician Optometrist

Animator Accountant HROutsourcingSpecialist CallCenterAgent MedicalTranscriptionEditor MedicalTranscription ComputerProgrammers Developer(Software,Web) IT(MISDeveloper,Platform Engineer) Specialist(LearningSolution,System andTechnicalSupport) Doctor PhysicalTherapist Pharmacist MedicalTechnologist LaboratoryTechnician

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INDUSTRY INDEMAND HARDTOFILL
Physician/Surgeon Spa/MassageTherapist Masseur Cook

4.

HOTELANDRESTAURANT &TOURISM

FrontOfficeAgent/Attendant Baker FoodServerandHandler FoodandBeverageService Attendant Waiter Bartender RoomAttendant OtherHousekeepingServices ReservationsOfficerandother FrontlineOccupation TourGuides

5.

MINING

6. 7.

CONSTRUCTION

BANKING&FINANCE

Fabricator PipeFitter Welder OperationsManager Teller

8.

MANUFACTURING

ElectricalTechnicians FinanceandAccountingManagers FoodTechnologist MachineOperators Sewer

9.

OWNERSHIPDWELLINGS &REALESTATE

10. TRANSPORT&LOGISTICS

BuildingManager ConstructionManager ConstructionWorker Foreman Mason Welder RealEstateAgents/Brokers Marketer Checker MaintenanceMechanics Stewardess

Geologist MiningEngineer GeodeticEngineer MetallurgicalEngineer Mining&MetallurgicalTechnicians Engineer(Civil,Electrical,Design, Structural,PlanningandContract) AccountingClerks Bookkeepers Auditor Cashier CreditCardAnalyst FinanceAnalyst/Specialist Accountant(AccountOfficer, Analyst) RiskManagementOfficer/Manager Chemist ElectricalEngineer IndustrialEngineer ITSpecialist Machinist MechanicalEngineers MechanicalTechnicians ChemicalEngineer CivilEngineer MechanicalEngineer Surveyor Architect GantryOperator GroundEngineer HeavyEquipmentOperator LongHaulDriver Pilot TransportandLogisticsMachinery Operator AircraftMechanicandotherrelated skills Cashier

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11. WHOLESALE&RETAIL TRADE

Merchandiser/Buyer Salesman/Saleslady Promodizer

AVAILABILITYOFSKILLS INDUSTRY
12. OVERSEAS B. 1. 2. DIVERSIFIED/STRATEGIC FARMING&FISHING EMERGINGINDUSTRY CREATIVEINDUSTRIES

INDEMAND
PleaseseeattachmatrixAnnexC BroadcastEngineer VideoEditor VideoGraphicArtist(Animators) VisualArtistDesigner Fisherman Aquaculturist Horticulturist Farmer(rootcrops,fruit&vegetable Upland&Lowland) ElectricalControlOperator EquipmentOperator ElectricalTechnician Mechanic Checker Loader

HARDTOFILL

3Dmodelers 3DArtist 3DAnimators FlashAnimators

3.

POWERANDUTILITIES

MechanicalTechnician

4.

RENEWABLEENERGY

Source:ProjectJobsFitRegionalConsultation

ElectricalEngineer MechanicalEngineer QualityControlEngineer

AVAILABILITYOFSKILLS
Estimates on the availability of skills were not readily available at the time of the Regional Consultation. However, participants from the academe have provided information on the number of college graduates per majorareaofdisciplineandlicensedprofessionals/certifiedworkersfromCHED,PRCandTESDA,respectively. For the school year 20082009, CHED data on potential supply of college students in all disciplines at the national level are as follows: 1) National college enrollment of about 2.6 million; and 2) College graduates of about517,000. The top five major disciplines with the most number of graduates in the same period were Business Administration and Management Related Programs 114,000, Education and Teacher Training 96,000, Medical andAlliedProfessionals87,000,EngineeringandTechnology63,000andInformationTechnology49,000. The most popular degree programs for said period are: Nursing, Information Technology, Teacher Education and Hotel and Restaurant Management. Certain trends however have been observed in these popular degree programs. Enrollment in Nursing slightly decreased by 2.4% due to oversupply of its graduates, enrollment in HRM course has increased by 30.6% due to the current local and overseas demand, enrollment in Education and Teacher Training has also decreased by2.8%, and as a result of the continuous demandforITworkersintheBPOsector,theenrollmentinITrelatedcoursesroseby2.9%.

ASSESSMENTOFCHALLENGES
Most of the issues, gaps and recommendations raised during the Project JobsFit Regional Stakeholders Consultation were similar to those that have emerged during the 2006 NMS and 2007 NHRC. The persistent occurrence of the same challenges would probably indicate the insufficiency of the interventions initiated and/ortheinabilityoftheconcernedstakeholderstoaddresssaidgapsandchallenges. Chapter 5 of this report discusses in detail the gaps, issues, and recommendations that surfaced in all activitiesofthePROJECTJOBSFITWorkingGroupsandwerecrossvalidatedwiththereportofthePresidential TaskForceonEducationandtherecentlyheldCEOForuminitiatedbytheDOLE.

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Consulting theCaptainsofIndustry

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BACKGROUND

CONSULTINGTHECAPTAINSOFINDUSTRY
BACKGROUND
Addressing the problem of jobsskills mismatch is no longer the sole responsibility of government. In todays dynamic labor market, the participation and contribution of businesses spell a lot of difference in solving the countrys unemployment woes. Business is now highly recognized as an active player in employmentcreation. Against this backdrop, the Department embarked on a dialogue with the CEOs or captains of leading industriestoheartheiroutlooksonfuturebusinesstrendsthatmayaffectthelaborandemploymentscenario. TheCEOForumaimedto: 1. Determine the industry outlook on future business trends that may affect the labor and employment scenario; 2. Provide industry, government, and labor leaders a unique and timely platform to actively shape the worldofwork;and, 3. Stimulate the development of practical, knowledgedriven recommendations for promoting short termandlongtermplansforlabormarketprogramsandpolicy. On06May2010,theSecretaryofLaborandEmploymentconvenedthefirstbreakfastmeetingwithCEOs at the GarciaVilla Room of the Manila Peninsula Hotel, Makati City. Present in the gathering were leaders from the banking, retail, education, transport, and manufacturing sectors, as well as officials of the DepartmentofLaborandEmployment(AnnexB).

DISCUSSIONHIGHLIGHTS
The following section presents the highlights of the discussion among the CEOs classified according to issuesimpingingontheproblemonjobsandskillsmismatch.

Overview
The Secretary gave brief opening remarks that highlighted the problem of jobsskills mismatch as a national concern, which demands the attention of both businesses and government. He illustrated the mismatch problem with statistics on huge volume of supply of workers and huge number of vacancies. He particularly noted the low turnout of applicants for specialized skills requirements, for instance,injobopeningsforpharmacists,whereonlyeightapplicantsturnupforevery10vacancies. HeexplainedthatheinitiatedthemeetingtogettheperspectivesofCEOsontheirbusinessplansand how the Department can attune labor market programs according to their business priorities and skills requirements. He emphasized the role of human resources development in addressing the skills mismatchandrecognizedtheexpertiseandadvocacyofMs.DorisMagsaysayHointhisrespect.

SupplyIssues
Jobsskillsmismatch
The Secretary delved more on the issue of jobsskills mismatch, highlighting that the labor market is failingtoabsorbthenewentrantsofhalfamilliongraduateseachyear. ACEOelaboratedontheissuebynotingthatmanyoftheunemployedareeducatedandskilled.

English,CommunicationandInformationTechnology(IT)SkillsGap
ThereisaneedtoaddresstheEnglishskillsgapamonggraduates.WhilegraduatescanspeakEnglish, they have difficulties with writing in the said language. It is not only English skills that are lacking but communicationskillsaswell.Graduateslackcapabilitiesinablyexpressingthemselves,whichishighly neededinbusiness,particularlyinthefieldofsales. Thereislackofmanagerialskillsamonggraduates. ThereisadearthofgraduateswhopossessproficiencyinmathematicsandInformationTechnology,a great need for graduates who can compute and calculate, the sore need for actuarial professionals, whichnumberonlyabout60nationwide,discountingtheestimated1015practitionerswhohaveleft thecountryforoverseasemployment. The issue of communication skills gap among graduates was surfaced during the forum and was brought to the attention of the Department of Education (DepEd). A longterm goal focusing on the improvement of basic education should be set, which requires collaboration among DepEd, TESDA

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andCHED.Addressing the skills gap intheelementarygrades would mean thathigh schoolgraduates would have strong foundation in mathematics, science and communication skills needed for college education. To improve the onthejob training system, it was suggested that the Philippines consider adopting the United States model of requiring businesses to hire on the job trainees with pay in exchangefortaxincentives.

Skillsdrain
The Philippines has become the trainer of people around the world. The airline industry spends millions to train aircraft mechanics for 10 years only to lose them to foreign competitors. Pilots who trained for 1215 years also get poached. The problem lies in the countrys inability to match the salaryoffersofforeignairlinecompanies. Losing to competition with foreign employers has become inevitable. There is a need for companies tointegrateaddressingemployeeexitsintheirplans.

Surplusofnurses
Nurses are shifting careers to become call centers agents because of the difficulty in finding jobs abroad, particularly in the United States, which has recently imposed visa restrictions. The United States will be more open to nurses because of its new law on expanded insurance coverage, which willdrivethehealthcareindustrytocreatejobopportunitiesforhealthworkerslikenurses. OntheissueofsurplusofFilipinonurses,theconcernaboutpaidinternshipinhospitals,wherenurses pay for their internship, instead of hospitals paying them, was surfaced. The hospitals have no financial capacity to accept all the nurses, thus compelling them to accept paying interns, if only to providethemtrainingopportunities. Therewasaproposalforthegovernmenttosubsidizethetrainingofnursessothattheprivatesector is not compelled to open hospitals only to accommodate the training of nurses. Subsidizing the trainingofnurses,hospitalswouldhavemorehumanresources,leadingtobetterservices.

SupplyofnursesundertheJapanPhilippinesEconomicPartnershipAgreement(JPEPA)
Theissueofshortageofnursesabroad,particularlyinJapanwasraised.Theissueofthesmallnumber of Filipino nurses that are allowed entry to Japan under the JPEPA was likewise raised. A view has surfacedagainstthisquotarequirement,especiallysincethePhilippinesdoesnotimposelimitsonits Japan imports, especially cars. A quota scheme amounts to tariff barrier, which the Philippine governmentmustaddress.ArepresentativeforthePhilippinesideoftheJPEPAnegotiationssaidthat the quota imposition arose out of Japans consideration of the expected difficulty of foreign health workers in adapting to the Japanese culture, particularly in learning their language. The quota is low, but in exchange, Japan will provide the language training. The Philippines should remain steadfast with this view that the conditions being imposed by Japan on Filipino nurses are too stringent, citing the term thatFilipino nurses have to learnhow to read and write the way Japanese nurses would do. TherewasasuggestiontoreviewtheJPEPAimplementationofscheduleofcommitments. The Secretary recognized the difficulty of entry to Japan. He said that the particular difficulty in learning Japanese is the requirement for proficiency in Kanji, one of the three languages used by Japanese, which is the traditional Japanese language and happens to be the language used by older people in Japan, who make up most of medical patients. The Secretary imparted to the guests that the Department, through the POEA and TESDA, is working out a solution by piloting a Kanji language course for the preparatory training of Filipino nurses who will be deployed to Japan and undergo on thejob language and skills training. ECOP has expressed its support to this preparatory training, but urged the Secretary to impose quality control through skills assessment and certification. He impressed upon the Secretary the need to guarantee that only those qualified will be deployed. However, there is a concern that the training for the Japanese language is very costly. Hence, the supply of nurses to Japan does not make economic sense when the costbenefit ratio for a nurse goingtoJapanishigherthanthatofonegoingtoothercountries,particularlytheUnitedStates. Further on the JPEPA, there was a suggestion regarding negotiations for Japanese investments in Philippine hospitals in exchange for supply of Filipino nurses. It was also proposed to have a portability of health insurance between Japan and Philippines through arrangements that will allow Japanese health maintenance organizations accredit Philippine hospitals for health services to Japanese nationals. Joining the discussion, one of the participants explained that such health insurance arrangement would require a mutual recognition agreement (MRA) between Japan and

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DemandIssues Philippines, which was pushed for by the Philippines during the JPEPA negotiations. The need for an MRA between the Philippines and Japan to attract Japanese medical investments was also acknowledged, but this will result in national treatment of Japanese professionals in the Philippines, that is, the practice of Philippine medical practitioners in Japan would require similar treatment of JapanesemedicalprofessionalsinthePhilippines.Thisshouldbeconsideredaspointofnegotiation.

RemittancesandOFWtransfers
Recognizing the importance of OFW earnings, one of the participants noted the huge business opportunities thathave come out of remittancedriven consumption. This view was supportedby the other participants, who said that investment decisions are now being made dependent on remittances. Based on one of the participants experience as a banker, the level of remittance in the countryisthefirstandonlyquestionthatinvestorsask. One of the participants, therefore, said that the Philippines should stop relying on selling the victimhood of OFWs by giving them a herokawawa image. The participant said that while OFWs leave, they also come back, and thus they should be given opportunities to make use of their knowledgeandresourcesupontheirreturntothePhilippines.

DemandIssues
Makingthebesttalentsstay
Oneof the CEOs from the maritime sectordrew theattention of theguests to domestic labor market issues by urging them to revisit the objective of the meeting which is about local employment. The CEO lamented the fact that issues of domestic labor are hardly addressed in international business dialogues, citing her experience as a member of the APEC Business Advisory Council. However, while she argued that the Philippines must put in the table its interests in human capital, she also does not take the view that the Philippines should focus on the entry of Filipinos into foreign markets. To her, thePhilippinesshouldstarttoveerawayfromurgingothercountriestopleasetakeourpeople,but insteadfocusonconcessionsfordomestichumanresourcedevelopment. The same participant argued particularly for the need to determine the kind of human resources and talents that the country needs to drive its economic growth and the participation of stakeholders towardthisobjective.Shesaidthatwithouteffectiveretentionstrategies,localbusinesseswouldlose their best talents because of the threat of skills poaching by foreign employers. She pointed out that talent shortages abroad could be expected to get worse across industries and across countries because of the impending massive retirement of workers in foreign countries. Explaining further, she saidthattalentshortagesabroadhavegoodandbadimplicationsforthePhilippinesgoodbecauseit means employment opportunities and bad because foreign employers have preference for skilled peoplepeoplewhohavenotjustcomeoutofschool,butthosewhohaveexperienceintheirchosen fields.

Medicaltourismtogenerateemploymentfornurses
The CEOs emphasized the need for local businesses to attract the estimated 300,000 college graduates each year. In particular, it was suggested that an employment pipeline for these students must be created. Many employment opportunities can be created out of developing Philippine industries in shipping and medical tourism. There is a need to attract the best of talents to work and stayinthePhilippines. There is a view that focusing on overseas employment of nurses would not be sustainable. The preference is for the development of a Philippine medical tourism that could absorb more Filipino nurses. The government should explore investing further in government hospitals to create more employmentopportunitiesfornurses. There was a discussion on how Thailand has become a medical tourism hub in South East Asia and whether the Philippines can be in the same position. One of the participants said that this might not be a far goal because the Philippines can become a medical tourism spot without trying to fully developitsmedicalandhealthcareindustry.Itwasstressedthatthefullrangeofservicesofhospitals is not required for medical tourism providers, but only in particular areas of specialization such as plasticreconstructivesurgeryinthecaseofThailandproviders.

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One of the participants, however, opted for a slightly different view, stating that attempts to reverse migration should be taken later because Philippine industries might take long to fully develop, compromisingtheemploymentandincomeneedsofFilipinoworkers.

ThePhilippinesasaCreativeHub
RecognizingthetalentofFilipinosforthearts,oneoftheCEOssaidthatthePhilippinesmustposition itself as a creative hub. The Philippines should be able to compete with Singapore, which has attracted investments from creative leaders such as George Lucas. It was noted that the Philippines should learn from the Singapore government who has made it a state goal to become a center of creativeindustries,eventothepointofbuyingintocreativecompaniesintheUnitedStatestosecure theirlocationintoSingapore.

MarketIntermediation
TrainingforWork
One of the CEOs related his experience in skills poaching. To address employee turnover, he argued for the need to train, and enhance the capabilities of, as many Filipinos to build a replacement pool thatwilltakeoverthepostsofthosewhowillleaveforjobsabroad.Notingthatmanycompaniesare losing people because of skills poaching, he said that cooperative arrangements between companies on one hand and training firms and TESDA on the other can be explored. In response, the Secretary explainedthatTESDAisnowengagedinprovidingtrainingservicesforgraduateswhowanttoexplore better employment opportunities, particularly citing welding training for teachers. The Secretary, however, expressed theneed for higher level of quality in the TESDAtraining systemand the need to rationalize the training system on a per sector basis, for instance automotive and manufacturing, amongothers. A participant from the business sector discussed the academeindustry partnerships as a talent development strategy. He said that the ECOP is replicating the strategy of the business process outsourcing companies and contractors such as DCMI and Makati Development in partnering with schoolsforthetrainingofstudentsandforthedevelopmentofdemanddrivencurriculum.Oneofthe participants supported the views of the latter, stating that addressing the massive turnover of workers to overseas employment means directing training opportunities to younger workers. Skills training should be part of the basic education curriculum so that companies, like SM, could continue hiringworkerswhohaveonlyfinishedhighschool. One of the CEOs urged for training opportunities but emphasized that the private sector does not need subsidy. He said that the private sector can provide training services on their own and that the government should treat the private sector as partners in this respect. A participant noted that the governmentcouldbesodetachedfromtheprivatesectorinitstrainingprograms,becausetheywere hardly consulted by the government concerning its training scholarship programs. There is a need for TESDA to work with industries. The private sector has expertise in professional education, as exemplified by the performance of Far Eastern University, University of the East, De La Salle and Ateneo.However,thisisnotthecaseinskillstraining,andurgedthegovernment,particularlyTESDA, andindustriestoworktogether.

Productivityandjobcreation
Responding to the question of the Secretary about the low level of labor productivity in the Philippines, some of the participants expressed that unions and collective bargaining agreements (CBAs) have become barriers to the promotion of productivity. With a similar view concerning CBAs, one of the participants related his experience in a company where the management is compelled by the force of their CBA to pay salaries of about P30,000 to longtime employees doing manual work. One of the participants, however, stressed the need for the government, businesses and unions to have a common goal. She said that companies on their part should also make it clear to unions their businessdirections. A participant from the business sector proposed to have an understanding with unions about the need to shift goal from increasing wages to job security and employability. He said that lifetime employment is no longer possible in present times and noted that the present Labor Code is not responsivetothepromotionofjobs.

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Closing

Closing
The Secretary closed the meeting at about 11:30 a.m. He reiterated that the government could no longeraddresslaborandemploymentconcernsalone,andthushecommittedcooperationandcloser relationshipoftheDepartmentwithindustries,inthespiritoftripartism. TheSecretaryalsosaidthatthemeetingcouldjustbethefirstofaseriesoffurtherconsultationswith businessleaders.

SUMMARYOFPROPOSITIONS
1. Trainingforhealthcareworkers Government investments in hospitals to expand employment opportunities for health care workers Governmentsubsidyforthetrainingofnurses 2. PointsforJPEPArenegotiations JapaneseinvestmentsinPhilippinehospitalsinexchangeforsupplyofFilipinonurses PortabilityofhealthinsurancebetweenJapanandPhilippinesunderanMRA Japanese accreditation of Philippine hospitals to spur Japanese medical investments in the Philippinesanddrivemedicalservicesgrowth 3. Talentdevelopment Businesses and government to jointly determine and develop human resources and talents that will drive the country toward economic growth; Determine the participation of stakeholders towardthisobjective Create a longer employment pipeline for students by developing and strengthening emerging industries,e.g.,medicaltourism,shippingandcreativeindustries Particularly strengthen the Philippine medical tourism to create employment opportunities for Filipinonurses Ensure higher level of quality in the TESDA training system; rationalize training services/programs through the sectoral approach; TESDA and industries to strengthen cooperation/linkagesformoreresponsive/demanddriventrainingprograms Improve basic education especially in basic math, science and communication; integrate skills training in the basic education curriculum; and consider requiring businesses to hire on the job traineeswithpayinexchangefortaxincentives 4. 5. Job security Review the Labor Code toward promoting job security (instead of wage increase) and employability New directions for social dialogue Government, businesses and unions to revitalize cooperation, dialogueandpartnershipstowardnew/commongoals,includingemployabilityandjobsecurity.

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Availability ofSkilledWorkers andProfessionals

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Introduction

AVAILABILITYOFSKILLEDWORKERSANDPROFESSIONALS
Introduction
Inthe2007NationalHumanResourceConference(NHRC),itwasemphasizedthathumanresourcesisthe single biggest comparative advantage of the Philippines as it can propel and sustain the countrys competitiveness. Human resource development is never static. Human resources must be competitive and must be provided withupdated skills interventionsto respond effectively to the current and future needs of the times. Qualified skilled human resources must be available at the right time, at the right quantity and quality at the rightplacetomeetthechangingdemandsofthelabormarket. A number ofarticles and publications acknowledged Filipino workerstobe wellsought all over the world. Qualities that endear Filipino as global workers include English proficiency, highly adaptable, inherent warmth and caring attitude and excellent performer. These give Filipinos the advantage in the global labor market. OveramillionOFWshavebeendeployedannuallyforthepastfiveyearswithremittancesreachinganalltime highofUS$17.3billionintheyear2009. Towardsthisend,theavailabilityofhumanresources,bothforskilledworkersandprofessionalsshouldbe ensured. Thus, this chapter presents the potential and current supply of human resource for skilled workers and professionals, underpinning not only the quantity, but more importantly the quality of manpower availableandthepotentialsupplyrequirementsofthelabormarket.

SUPPLYOFSKILLEDWORKERSANDPROFESSIONALS
SkilledWorkers
Table7TVETEnrollmentandGraduatesbyRegion:20052009
2005 Region Enrolled Philippines I II III IVA IVB V VI VII VIII IX X XI XII NCR CAR CARAGA ARMM 1,683,382 85,974 62,440 140,650 161,707 61,326 105,345 195,035 94,540 67,349 63,875 91,283 104,708 49,371 315,819 38,334 45,626 Graduates 1,154,333 60,937 57,515 83,915 89,994 50,947 77,841 149,773 87,293 50,969 41,428 68,313 62,499 31,008 180,744 29,727 31,430 Enrolled 1,736,865 90,788 84,861 179,242 161,717 62,081 112,392 144,539 114,063 68,606 64,666 91,083 112,079 53,276 296,016 49,512 45,854 6,090 Graduates 1,340,620 75,953 77,240 126,738 107,217 57,389 95,999 124,341 115,264 62,033 53,025 64,432 76,302 42,137 172,604 43,337 40,605 6,004 Enrolled 2,142,414 105,633 102,922 203,892 184,290 67,743 135,494 202,872 157,328 91,940 88,085 117,403 125,931 64,840 346,096 70,547 68,112 9,286 Graduates 1,702,307 95,316 92,245 134,590 138,814 67,752 117,242 166,512 157,564 80,351 75,339 97,398 98,729 45,390 205,785 63,282 56,739 9,259 Enrolled 2,013,920 168,574 83,300 168,115 214,262 88,126 83,300 83,300 84,317 83,918 87,866 105,914 87,966 83,300 394,836 83,300 83,300 30,226 Graduates 1,812,528 153,249 75,727 152,832 185,693 80,114 75,727 75,727 76,652 76,289 79,878 96,285 79,969 75,727 349,727 75,727 75,727 27,478 Enrolled 1,982,435 60,557 110,484 152,937 234,830 73,898 37,432 106,174 209,849 95,982 117,060 91,861 48,208 80,460 373,661 57,704 113,278 18,060 Graduates 1,903,793 57,915 112,426 168,841 242,861 79,956 36,393 59,397 211,249 88,840 104,109 105,290 38,008 69,615 335,376 57,289 117,598 18,630 2006 2007 2008 2009

SourceofData:CorporateAffairsOffice(CAO),TESDA

TVET opportunities are continuously being provided in 17 regions all over the country. Table 7 presents theTVETgraduatesthathadbeenproducedovertheyears. For2009,atotalof1,903,793or96.03%graduatedoutof1,982,435enrollees.Thisrepresentsanincrease of4.79%fromthe2008figureof1,812,528.HighestnumberofenrolledandgraduatescamefromNCRwitha totalenrollmentat373,661andgraduatesat335,376.

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Table8AssessedandCertifiedWorkers:20052009
Sector Agriculture&Fishery Automotive Construction Cyberservices(ICT) Health&Wellness (Health) HR&T Electronics F&LG Furniture Garment HVACR Maritime M&E ProcessedFoods Utilities Others 2005 A 2,338 30,586 26,273 52,692 11,793 19,019 11,614 485 3,686 3,939 52,295 8,399 799 66 C 775 10,151 11,383 10,081 7,728 7,233 4,400 204 1,669 1,970 48,724 3,483 497 63 62.2 95.5 398,711 293,219 1,064 614 57.7 702 593 84.5 42.1 45.3 50 93.2 41.5 271 3,230 3,894 85,631 12,718 143 1,893 2,414 78,477 6,597 52.8 58.6 62 91.6 51.9 310 3,998 4,314 62,195 21,462 212 2,309 3,233 59,137 14,981 68.4 57.8 74.9 95.1 69.8 % 33.1 33.2 43.3 19.1 65.5 38 37.9 A 496 28,429 25,818 46,803 15,083 23,493 10,866 2006 C 244 13,279 13,820 12,936 12,485 12,814 5,225 % 49.2 46.7 53.5 27.6 82.8 54.5 48.1 A 3,704 39,361 26,495 82,540 107,963 34,148 11,519 2007 C 2,743 21,736 18,855 42,744 97,294 23,505 5,877 % 74.1 55.2 71.2 A 2,751 37,107 20,295 2008 C 2,377 28,216 17,179 74,706 115,939 59,191 11,318 1 2,984 3,892 48,699 19,931 % 86.4 76 84.6 59.1 94.8 85.6 71.6 100 78.5 84.9 96.2 79.7 8,177 9,818 61,117 63,929 10,775 47,054 431,487 63.1 78.12 836,132 690,837 82.62 2,268,979 6,575 8,060 58,629 51,848 9,983 80.4 82.1 95.9 81.1 92.6 A 4,958 60,233 50,168 132,618 187,052 210,067 37,185 35 2009 C 4,513 45,391 40,968 86,791 173,791 178,646 25,607 35 % 91 75.4 81.7 65.4 92.9 85 68.9 100 A 14,247 195,716 149,049 441,017 444,174 355,840 86,985 35 1,067 22,890 26,549 311,870 131,507 10,775 2,565 Total C 10,652 118,773 102,205 227,258 407,237 281,389 52,427 35 560 15,430 19,569 293,666 96,840 9,983 1,704 47,117 1,684,845 % 74.77 60.69 68.57 51.53 91.68 79.08 60.27 100.00 52.48 67.41 73.71 94.16 73.64 2.65 6.43 74.26

51.8 126,364 90.1 122,283 68.8 51 69,113 15,801 1 3,799 4,584 50,632 24,999 74,627 73.54 552,356

Total 223,984 108,361 48.38 257,796 160,941 62.43 Legend AAssessed CCertified %CertificationRate *2009databasedonthereportssubmittedbyRegionsasofFeb2010 SourceofData:CompetencyAssessment&CertificationOffice(CACO),TESDA

Professionals Thissectionfocusesonthenumberofassessedandcertifiedworkerscoveringtheperiod20052009from differentsectors. Assessment and certification of workers for the last five years showed an upward movement indicating that more TVET graduates are competent and skilled workers, jobready and can perform to the standard expectedintheworkplace. Foryear2009alone,atotalof836,132skilledworkersandTVETgraduateswereassessed.Ofthisnumber, 690,837werecertifiedascompetentandjobreadywithacertificationrateof82.62%. In terms of the number of certified workers, the Health, Social and Other Community Development Servicessectorrankedfirstwith407,237certifiedworkersorarelativelyhighcertificationrateof91.68%.This was followed by the Maritime sector that shows a pool of 293,666 seamen but much better certification rate of 94.16%. Placing third is the Hotel and Restaurant and Tourism Sector with 281,389 or a certification rate of 79.08%.ItisworthmentioningthatICTsectorhadthelowestcertificationrateforthefiveyearsunderreview at51.53%. The policy requiring graduates of TVET programs to be covered by promulgated Training Regulation contributed a lot in the increase of assessment outputs. Improved outputs in assessment and certification can be attributed to the funding support provided under the Pangulong Gloria Scholarships or PGS through the FreeAssessmentServiceofTESDA(FAST).

Professionals
Table9TertiaryEnrollment,GraduatesbyDisciplineGroup(AY20062007;AY20072008;AY20082009)
DisciplineGroup Agri,Forestry,Fisheries,Vet.Med. ArchitecturalandTownPlanning BusinessAdmin.AndRelated EducationandTeacherTraining EngineeringandTechnology FineandAppliedArts General HomeEconomics Humanities InformationTechnology LawandJurisprudence Maritime MassCommunicationand Documentation Mathematics MedicalandAlliedServices NaturalScience ReligionandTheology ServiceTrades SocialandBehavioralScience Trade,CraftandIndustrial OtherDisciplines4 TotalEnrollmentofPriority Discipline GrandTotal 20062007 Enrollment 59,397 19,015 572,174 331,416 315,412 12,216 20,698 5,568 26,558 251,661 16,977 54,870 30,020 14,553 609,659 23,149 8,568 19,740 67,452 9,891 135,455 1,679,132 2,604,449 Graduates2 15,555 3,485 111,283 87,351 57,817 2,002 2,568 1,371 5,725 44,133 3,796 7,160 5,466 2,028 73,781 4,661 1,608 2,469 15,821 3,438 22,095 295,971 473,613 200720082 Enrollment 63,074 20,305 520,711 339,065 309,130 12,225 15,892 4,684 29,300 259,384 18,080 55,521 26,150 12,697 622,548 22,819 6,729 17,650 70,506 11,807 127,257 1,704,543 2,565,534 Graduates 15,980 3,623 111,530 90,691 60,003 2,087 2,120 1,431 5,928 45,985 4,028 5,287 5,564 1,969 79,647 4,659 1,662 2,465 16,270 3,853 23,741 307,844 488,523 200820091 Enrollment 60,759 20,040 511,301 329,279 308,376 12,694 10,803 4,354 30,343 266,903 18,068 49,961 25,812 12,843 693,240 22,315 6,421 18,352 71,705 13,322 132,904 1,763,716 2,619,795 Graduates 16,861 3,865 114,872 96,646 63,919 2,232 1,717 1,532 6,302 49,168 4,379 3,504 5,820 1,962 87,900 4,787 1,764 2,529 17,184 4,388 26,096 328,612 517,427

Note: ShadedrowreferstoPriorityDiscipline 1 Forecasteddata 2 Preliminarydata Includesgraduatesinprebaccalaureate,postbaccalaureate,master'sanddoctorateprograms Asof03December2008

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Table9showsthenumberofprofessionalsthatcanbeproducedovertheyearsbydisciplinegroup. For the three year period, graduates from 21 disciplines are pegged at an average of 18.99%. For school year20062007,only295,971,or18.18%,graduatedfromthe2,604,449enrollees,whileforschoolyear2007

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2008, similar trend occurred with 488,523 or 19.04% graduated out of 2,565,534, while school year for 2008 2009,517,427,or19.75%,graduatedfromthe2,619,7895enrollees. Amongthedisciplinegroup,BusinessAdministrationandrelatedcoursesregisteredthehighestnumberof graduates at 114,872, Education and Teacher training at 96,646 and Medical and Allied Services at 87,900. Home Economics, General Education and Religion and Theology are disciplines that have the least enrollees andgraduatesfortheperiodinreview. Table10PRCExaminees,Passers:20062008
2006 Licensure ACCOUNTANCY AERONAUTICALENG'G. AGRICULTURALENG'G. ARCHITECTURE CHEMICALENG'G. CHEMISTRY CIVILENGINEERING CRIMINOLOGY CUSTOMSBROKERS DENTISTRY ELECTRICALENG'G. ELECT.&COMM.ENG'G. ENVI.PLANNING FORESTER GEODETICENG'G GEOLOGY INTERIORDESIGN LANDSCAPEARCHITECT LIBRARIAN MARINEENGINEEROFF. MARINEDECKOFFICERS MASTERPLUMBER MECHANICALENG'G. MEDICALTECHNOLOGY MEDICINE METALLURGICALENG'G. MIDWIFERY MININGENGINEERING NAV.ARCH.&MAR.ENG. NURSING NUTRITIONISTDIETITIAN OPTOMETRY PHARMACY PROF.TEACHERS P.T.O.T. RAD.TECH./XRAYTECH. SANITARYENG'G SOCIALWORKERS VETERINARYMEDICINE TOTAL Examinees 11,817 106 405 2,134 934 503 7,669 11,427 1,268 2,339 8,324 6,912 42 500 414 47 183 25 825 4,645 7,545 728 3,531 3,239 4,724 57 4,947 16 22 82,149 492 281 2,391 112,760 2,758 637 131 1,107 565 288,599 Passers 2,850 30 182 911 492 245 3,135 3,568 213 772 3,481 2,438 23 203 148 35 57 14 303 2,345 3,665 301 1,681 1,507 2,592 29 2,666 10 10 37,030 257 186 1,235 34,667 1,112 239 46 580 214 109,472 % Passed 24.12% 28.30% 44.94% 42.69% 52.68% 48.71% 40.88% 31.22% 16.80% 33.01% 41.82% 35.27% 54.76% 40.60% 35.75% 74.47% 31.15% 56.00% 36.73% 50.48% 48.58% 41.35% 47.61% 46.53% 54.87% 50.88% 53.89% 62.50% 45.45% 45.08% 52.24% 66.19% 51.65% 30.74% 40.32% 37.52% 35.11% 52.39% 37.88% 37.93% Examinees 10,867 92 462 1,876 875 460 6,017 13,901 1,205 1,681 7,895 6,716 36 504 423 50 214 25 868 5,268 8,869 603 3,321 2,547 4,933 23 6,579 31 14 131,841 567 265 2,230 124,432 2,168 1,119 91 1,053 637 350,758 2007 Passers 3,705 36 205 837 438 234 2,256 4,463 227 581 2,637 2,146 19 199 170 37 110 16 278 2,809 4,243 245 1,735 1,311 2,934 13 3,498 20 5 60,457 320 168 1,241 35,187 877 413 35 504 225 134,834 % Passed 34.09% 39.13% 44.37% 44.62% 50.06% 50.87% 37.49% 32.11% 18.84% 34.56% 33.40% 31.95% 52.78% 39.48% 40.19% 74.00% 51.40% 64.00% 32.03% 53.32% 47.84% 40.63% 52.24% 51.47% 59.48% 56.52% 53.17% 64.52% 35.71% 45.86% 56.44% 63.40% 55.65% 28.28% 40.45% 36.91% 38.46% 47.86% 35.32% 38.44% Examinees 11,314 98 416 2,077 879 481 7,816 15,485 1,108 1,121 6,046 6,446 55 379 386 55 184 21 1,003 6,599 11,743 593 3,181 2,380 4,491 36 7,337 33 16 153,108 523 546 2,077 144,819 1,792 1,810 115 1,154 683 398,406 2008 Passers 3,710 43 157 768 430 227 2,766 5,028 254 525 2,022 2,309 26 194 135 36 78 12 237 3,633 6,094 195 1,799 1,414 2,567 21 3,881 23 5 67,220 273 322 1,123 45,197 762 836 58 616 224 155,220 % Passed 32.79% 43.88% 37.74% 36.98% 48.92% 47.19% 35.39% 32.47% 22.92% 46.83% 33.44% 35.82% 47.27% 51.19% 34.97% 65.45% 42.39% 57.14% 23.63% 55.05% 51.89% 32.88% 56.55% 59.41% 57.16% 58.33% 52.90% 69.70% 31.25% 43.90% 52.20% 58.97% 54.07% 31.21% 42.52% 46.19% 50.43% 53.38% 32.80% 38.96%

Source:ProfessionalRegulationCommission

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Table10indicatesthenumberoflicensedprofessionalfortheperiod20062008. In all three years, bulks of the examinees were in Professional Teachers and Nursing comprising 82.1% (2006),73.1%(2007)and74.8%(2008)ofthetotalexaminees,respectively. The data further shows that from 20062008, passers accounted for only an estimate of 38% out of the number of examinees in 38 licensure examinations. Very minimal examinees are noted for Mining Engineering, Naval Architect & Marine Engineering, Landscape Architect, Geology, Environmental Planning, andMetallurgicalEngineering.However,alltheselicensuresobtainedapassingrateofmorethan50%except forNavalArchitect&MarineEngineerwithonly37.47%passingrate.

InDemandandHardToFillOccupationsversusSupplyAvailability

InDemandandHardToFillOccupationsversusSupplyAvailability
Through a series of consultations and focused group discussions, the indemand and hardtofill occupations per KEGs were identified. The indemand occupations refer to active occupations/job vacancies posted/advertised recurrently by and across industries/establishments. On the other hand, hardtofill occupations refer to job vacancies for which an establishment has encountered difficulties in managing the recruitment process for reasons such as no applicants, applicants lack of experience, skill or license, preferenceforworkingabroad,seekinghighersalaryorproblemwithlocationandotherreasons. This section focuses on the availability of supply for both workers and professional on the indemand and hardtofilloccupationsperKEGs.(SeeAnnexCfordetails) 1. AgricultureandFisherySector Fortheagricultureandfisherysector,thetableshowsthatthereare4,559certifiedworkersinthein demand occupations for the period 20052009. Bulk of these can be seen in three occupations including coconutfarmer(1,494or32.77%),animalhusbandry(1,343or29.46%)andfruit,vegetableandrootcrops farmers (1,091 or 23.93%). Indemand occupations with limited supply of certified workers are horticulturists (20) and fisherman (36). Hardtofill occupations for the sector are feed processor/food technicianandfisherytechnologist.Certifiedfisherytechnologistfortheperiodinreviewindicatesatotal of460.Noavailablesupplyofcertifiedfeedprocessor/foodtechnicianisindicatedfortheperiod. Toaddresstherequirementsofthesectorforboththeindemandandhardtofilloccupations,TESDA has a total of 216 TVET providers with an annual training capacity of 11,625 for the sector. Likewise, TESDAshouldcontinuetodevelopcurriculumdesignforagricultureprogramsthataremoreresponsiveto the present demand of the sector and more advocacy/ marketing for those available TVET programs for thesector. On the other hand, for professionals, no available entomologist, veterinarian and pathologist are indicated in the table. However, there are 243 HEIs that can accommodate 1,521 enrollees in those courses. Proper advocacy and marketing strategy will also play a major role in filling up the needed manpowerrequirementsforthesector.Moresupportfromthegovernmenttoimprovethesectorisalso neededtoencouragestudentstotakeupmorecoursesforthesector. Cyberservices The data reveals that for the Cyberservices sector, there are only 1,635 certified workers from the hardtofill occupations identified for the sector. Medical Transcriptionist posted the highest with 1,016 for the period. Shortages of supply are seen in animators (clean up artists, 3D animators, multimedia artist among others) as number of certified workers is only 130. This scenario on animators is attributed to the continuous flight of workers to overseas jobs due to lucrative pay offers in countries such as India, Singapore, Australia and US. Lack of supply is also seen in Customer Contact (Call Center Agent) because ofthelackofproficiencyforEnglishlanguageandcommunicationskills. To date, the sector has a total of 1,402 TVET providers all over the country with annual training capacity of 131,970 and 4,982 registered programs. With these training interventions, the sector is expectedtogeneratemorecertifiedworkersinthecomingyears. HealthandWellness Based on the series of consultations, registered nurse is still indemand occupation here in the country in terms of quality and field of specialization. Although there is surplus of graduates for this profession,lackofexperiencewerenotedinthedomesticeconomysincemoreexperiencednursesopted toworkoverseas. Annex C shows that there are still 70,144 registered nurses available for the year that can fillin the manpower requirements for the said occupation in the coming years. Optometrist which is also considered as indemand job has a total supply of 163 for the year while optician has certified workers of only four for the period 20052009. Doctor (clinical medicine, epidemiology, surgery, internal medicine) which is considered as a hardto fill occupation registered a total of 2,763, pharmacist at 1.364 and medical technologist at 1,170, radiologist at 732 and physical therapist at 638. Spa/Massage Therapist/Masseurregisteredthehighestwiththemostnumberofcertifiedworkersat13,593from2005 2009. Available training programs are Hilot (wellness massage) NC II and Massage Therapy NC II in 163 trainingcenters/institutionswithannualcapacityof13,695. HotelandRestaurantandTourism For the period 20052009, indemand occupations for the sector have total available supply of 138,095 or 83.46% of the total 165,461 certified workers of the critical occupations of the sector. These occupationsincludefrontofficeagent/attendant,baker,foodserverandhandler,waiter,bartender,room attendant and other housekeeping services, reservation officer and other frontline occupation and tour

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3.

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4.

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guides. There is a need to train more bakers and sous chefs as there are no registered bakers and chefs available for the period20052009.No shortage is seenin the Food and BeverageAttendant as it has the most number of certified workers at 41,746. House/Hotel Cleaner follows with 40,163 certified workers. However, training for Housekeeping NC IV should be offered as Housekeeping Manager and other similar positions are indemand occupation for the sector. The remaining supply of 27,366 or 16.54% are certified cook (Pastry Cook, Hot/Cold Kitchen Cook, and the like) which is considered as hardtofill occupation of the sector. The TVET sector can still provide needed workers locally as it can train 431,535 annuallyfromthe4,841traininginstitutions. Under the professional side, graduates of Tourism, Hotel and Restaurant Management and Travel Management are indemand as they can be employed as Reservations Officers and Frontline Officers. Tourismgraduatescanalsoserveastouristguide,similarwithgraduatesofTravelManagement. CHED data indicates that it can produce 446 graduates annually in the 3 identified critical skills availablein77institutions. 5. Mining The mining industry is currently showing potential for job opportunities. This sector requires intervention,particularlyintheacademicandtechnicalareas.Thisisevidentashardtofilloccupationsfor the sector is mostly professional. These include geologist, mining engineer, geodetic engineer, and metallurgicalengineer.CHEDdataindicatesthatthereare40licensedprofessionalsincriticaloccupations for the year, with 23 or 57.5% as geologist and 17 or 42.5% are metallurgical engineers. The sector can accommodate an annual capacity of 138 (56 in geologist, 61 in metallurgical engineer and 21 in mining engineer) in 21 institutions. Other critical occupations for the sector include heavy equipment operators, such as bulldozer operator, forklift operator, crawler crane operators among others. These sector cut acrosstheconstruction,transportandlogisticssectors. Construction The sectors indemand occupations include fabricator, pipe fitter and welder. Bulk or 57,114 of certified workers for the period are welders. These welders are Shielded MetalArcWelder (SMAW), Gas Metal Arc Welder (GMAW) and Gas Tungsten Arc Welder/TIG Welder (GTAW). However, very limited supplyisseeninSubmergedArcWelder(SAW),GasOxyAcetyleneWelder,andFluxCoredArcWelder. Certified pipefitters for the period registered at 1,428. There is no available certified fabricator or structural steel erector. However, TESDA can provide training for 150 trainees annually in only one institution.AvailabletrainingprogramfortheoccupationisStructuralErectionNCII. Engineers such as civil, electrical, design, planning and contract engineers are among the hardtofill occupations for the sector. Table shows that for 2009, licensed electrical engineers posted at 2,522. Further,tablerevealsthatCHEDcanproduce3,540graduatesinthesaidoccupationin230institutions. BankingandFinance Under the sector of Health, Social and other Community Services is Banking and Finance. This sector listed indemand and hardtofill occupations from the professional group. Among the indemand occupations are operations manager and tellers which are graduates of Banking and Finance or Business Management courses. Tellers on the other hand, are usually hired from among graduates of courses such as Business Administration, Business Management, Commercial Science/Arts and Entrepreneurial Management. Hardtofill occupations include accounting clerks, bookkeepers, cashier, auditor, accountant,creditcardanalyst,financeanalyst/specialistandriskmanagementofficer/manager. Annex C shows that there are 8,088 graduates that can fillup demand for the position of operations manager and around 27,020 graduates for tellers, accounting clerks, bookkeepers, and cashiers. For creditcard analyst and related occupations5,092 graduates are available for the year. All in all, there are 3,969trainingprovidersavailableforthecriticalskillsforthesector. Certified skilled workers reached 745 for bookkeepers and accounting clerks. For the period, 2005 2009 TVET sector can produce certified workers for Bookkeeping NC III in 132 training providers all over thecountry.AvailabletrainingcourseforcashiersisCustomerServicesNCII. Manufacturing The manufacturing sector includes critical skills such as machine operators, lathe operators, bench workers/fitters, technicians, machinists, sewers, and tailors among others. Data reveals that there are 9,185 certified workers for the sector. Majority or 64.91%, or 5,962 are sewers which are considered as indemandoccupations.MachineOperator(Pressworker)alsoanindemandoccupationhasnoavailable manpower supply. Machinist (includes lathe operator, milling machine operator, precision grinding machine operator and bench worker/fitter) considered as hardtofill occupation has 2,677 certified

6.

7.

8.

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SkillsDevelopment/HumanResourceDevelopmentPrograms workers for the period 20052009. Annual training capacity of the sector is registered at 29,730 available in301trainingproviders. Licensed professional for the sector registered a total of 2,675. This includes 1,898 mechanical engineers and 485 chemical engineers. Industrial engineers registered 1,681 graduates while food technologistsregistered722graduates.Theaboveoccupationsareconsideredashardtofilloccupation forthesector.Graduatesfor2009reached6,612inover515institutions. 9. DwellingsandRealEstate The sector identified building manager, construction manager, construction worker, foreman, mason, welder and real estate agents/broker as indemand occupations. Of these, welders have the highest supply with 57,114 certified workers. Majority or 88.53% or 50,561 of the welders are Shielded Metal Arc Welders (SMAW) certified. Licensed building manager, civil engineer, and construction manager registeredat3,456for2009. Professional occupations such as civil engineer, mechanical engineer, surveyor and architect are among the hardto fill occupations for the sector. CHED data reveals that for 2009 alone, there are available 172 licensed surveyors in 42 higher education institutions. Overall, the sector can produce graduatesof6,252inallcriticalskillsat399institutions.

10. TransportandLogistics The transport and logistics sectors which cut across construction and mining industries identified checker, maintenance mechanics and stewardess as indemand occupations. Maintenance mechanics with occupational title such as automotive senior technician, automotive aircon technician, automotive electrician,automotiveLPGfueltechnicianamongothershaveverylimitedsupplyof21certifiedworkers. Annualtrainingcapacityisestimatedat660in11traininginstitutions.Withthisstatistics,TESDAneedsto encouragemoreworkerstotakethecourseandundergoassessmentinAutomotiveServicingNCIII. In the hardtofill occupations for the sector, gantry crane operator posted a total of 377 certified workers. For the heavy equipment operators (HEO), there are bulk (6973) of certified workers with 2,487 wheelloader operators, 1,280 forklift operators and 1,053 hydraulic excavator/backhoe operators. Thereisaneedtotrainmorecrawlercraneoperatorsasthereareonly99available.Shortageoflonghaul driver will be experienced with only 33 available certified workers. Air transportation occupation particularly pilot, transport and logistics machinery operator and aircraft mechanics will continue to remainashardtofilloccupations,ifairlinecompanieswillnotconsidertheestablishmentoftheirtraining centertocatertotheirspecificneeds.Thegovernmentneedstoinstitutemeasuresonhowtocontrolthe outflow of experienced and welltrained pilot and aircraft mechanics for overseas work. Participation of theaviationsectorisalsoencouragedinthedualtrainingsystem. 11. WholesaleandRetailTrade The wholesale and retail trade industry continues to thrive in the country as general economic outlookimprovesandconsumerspendingrises.Asmorewholesaleandretailenterprisesareestablished, morejobopportunitiesareprovided. Thesectorlistedmerchandiser/buyer,salesman/salesladyandpromodizerasindemandoccupations, while cashier is listed as hardtofill occupation. The industry could tap graduates of business administrationandotherrelatedcoursesaswellasTVETgraduatesofCustomerServicesNCII.

SkillsDevelopment/HumanResourceDevelopmentPrograms
The following are some of the skills development programs for all levels of manpower to ensure continuingsupplyofqualifiedworkers: Skills Training and Upgrading the provision of skills training programs is done through various deliverymodessuchasschoolbased,centerbased,enterprisebasedandcommunitybased. EnterpriseBased Training TESDA pursued the implementation of Enterprisebased Training (EBT) Schemes which includes the Apprenticeship and Learnership Program, Dual Training System/Dualized Training Programs and OntheJob Training Programs. This is with the end view thatthebestplaceoftrainingisintheplaceofworkorinenterprisebecauseitprovidesthebest tools,equipmentandenvironmenttodothejob/work. AssessmentandCertificationtheprogramaimsatassessingandcertifyingthecompetenciesof the middlelevel skilled workers. The assessment process is done to confirm that a graduate or worker can perform to the standard expected in the work place based on the defined competency standards. Certification is provided to those who meet the competency standards. Thisensurestheproductivity,qualityandglobalcompetitivenessofthemiddlelevelworkers.

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Program Registration is a compliance with minimum requirements prescribed in the Training Regulations (TRs) and anchored on competencybased system. Program registration prescribes full compliance with prevailing training standards, correction of substandard ones and denial of registration for those who fail to comply. An integral part of program registration is the monitoringofregisteredprogramsforcontinuouscompliancetostandards. CareerProfilingCareerprofilingisdonethroughtheYouthProfilingforStarringCareer(YP4SC). This is a major program of TESDA addressing an often overlooked important component in training and educationcareer guidance, YP4SC gained further prominence by havingbeen made apretrainingrequirementforapplicantsinTESDAprograms,alongwithcertificateholdersofthe NationalCareerAssessmentExamination(NCAE). Scholarship and Student Assistance Programs These programs aims to address equity and accessbyprovidingdirectfinancialassistancetodeservingTVETenrolleesacrossallregionsinthe country. The scholarship programs currently being implemented are Private Education Student FinancialAssistance(PESFA)andPangulongGloriaScholarships(PGS). PreBaccalaureate Program designed to help overcome the inadequate preparation for higher education of many high school graduates. It is a "bridging" program between high school and university, to help students who are not quite ready for higher education. The prebaccalaureate program consists of foundation courses in basic mathematics, science and language subjects and isofferedtostudentswhofailtoqualifyforentrancetoaparticularinstitution. StudentTestingProgramTheneedforassessmentofstudentlearningandteachercompetence is one of the issues highlighted in the PCER and PESS reports. Thus, a national college placement test will be developed to strengthen assessment capability in higher education. This test will be designed and implemented by an independent national testing body, the Philippine Council for Research in Education (PCRE). The PCRE will provide expertise on assessment and curricular matters.Thestaffofthecouncilwillreceivetrainingtoovercometheextremelyseriousshortage ofmodernresearchandassessmentexpertiseinthePhilippines. Academic Exchange Programs There are several programs aimed at establishing collaborative linkages with governments and institutions of higher learning outside the country for global recognition and mutual recognition of degrees. The University Mobility in Asia and the Pacific (UMAP) is an activity designed to promote student and faculty exchanges with universities in the Asia Pacific Region. It also operates within the principle of parity and mutual recognition. The AseanEuropean Ministers Dual Exchange Program is an activity which promotes academic exchanges between European and Asian universities. Rizal 21 is an activity designed to promote postdoctoral fellowships and study abroad for the development of crossborder exchanges and fruitful collaboration with universities outside the country. And lastly, the APEC Mutual Recognition Project is designed to facilitate cross border practice of professional through recognitionofeducationalstandardsandprofessionaltraining. Expanded Tertiary Education Equivalency and Accreditation Program (ETEEAP) The ETEEAP is acomprehensiveeducationalassessmentprogramatthetertiarylevelthatrecognizes,accredits and gives equivalencies to knowledge, skills, attitudes and values gained by individuals from relevant work experiences. It is implemented through deputized higher education institutions thatshallawardtheappropriatecollegedegree.

ContinuingTasks/RemainingChallenges
GiventhecurrentscenarioofthelaborsupplyconcernsfortheidentifiedKEGs,theeducationandtraining sector is faced with the tasks and challenges of providing the needed intervention that could sustain and improvethedemandsoftheindustries.Theseinclude: More investment on education and training For our labor force to be more competitive, we must increase budget to get the best of both. We must invest in the development of curriculum and standards, new and state of the art equipment and teaching technologies, and review of existingpoliciesandstandardsindifferentcoursesandprogramofferings. Strengthen partnership with the industry The industry can providethenecessary exposure that isneededandapplicableinthejob.Enterprisebasedtrainingsuchasapprenticeship,learnership and dual training system must be encouraged. Working with the industry would ensure best fit

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ContinuingTasks/RemainingChallenges between jobs and skills. To strengthen and encourage greater participation of the industry in the implementation of EBT programs it is recommended that additional incentive packages be introduced to attract more companies. There is also a need to review the rigid existing implementing guidelines of DTS/DTP and the Apprenticeship and Learneship training modalities with the objective of introducing flexibilities in the implementation; and continuous massive promotion and advocacy of the EBT programs. Likewise, TESDA needs to consolidate various effortsinitiativesandaccomplishmentsofEBTprogramsformoreimpact,andtofurtherpushthe lobbyingandapprovalofthebillseekingtoconsolidateallenterprisebasedmodalities.

Scholarship assistance Expansion of scholarship and other financial assistance must be encouraged to provide more access to education and training opportunities. TESDA needs to studyotherTVETfinancingschemesuchaslevygrant,payrolllevies,etc.

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ContinuingTasks/RemainingChallenges

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CHAPTER4

OverseasEmployment Prospectsfor2010and Beyond

Chapter3

INTRODUCTION

OVERSEASEMPLOYMENTPROSPECTSFOR2010ANDBEYOND
INTRODUCTION
The migration of Filipino workers for employment is expected to continue in the next decade amidst a globalizingeconomy.TheIOMWorldMigrationReport2008hasidentifiedfivecausalfactorsformigration: disparities in income and employment opportunities across and within countries and regions, particularlybetweendevelopedanddevelopingcountries; increasingglobaldemographicimbalances; liberalizationofflowofgoods,capitalandservices,includingcommunicationacrosstheglobe; current and expected future demand in developed countries and midincome developing countries for lowskilled services (e.g., home care) that come to be required as a combination of increased productivity, greater access to higher education, rising incomes, reluctance of nationals to perform certain jobs perceived to be of lower status, ageing population and the globalization of manufacturing;and, increasing pressure for population movements through shifts in the desired population of specific countriesorregions. Asof2008,about3.62millionofthe8.18millionFilipinosoverseasweretemporaryworkersinmorethan 197destinations.MajorityofthesetemporaryworkerswereemployedintheMiddleEast2.144million,while the rest were in Asia at .581 million, the Americas and Trust Territories at .250 million, Europe with .299 million,Africaat.044millionandlastly,Oceaniaat.044million.

InternationalTrendOutlook
Migration trends for overseas employment of Filipino workers in the next 5 to 10 years will be influenced externally by the economic, social, political, and technological developments in the global, regional, and nationaleconomiesoftheworld.Amongtheemergingtrendsareasfollows: Globaleconomywillenterpostfinancialstormrecoveryandrebuildingphase; Emerging economies are expected to embark on global strategic positioning through formation of networks and alliances or integration for economic and trade cooperation ( e.g., ASEAN integration by2020); Climate change will lead to emergence of green industries that would offer new challenges and opportunitiesforinvestment; Governments will implement international environmental regulations pursuant to international commitments; Strengtheningofknowledgebasedeconomies(e.g.,Singapore,KSA) ASEAN migration is on the rise, both within the ASEAN itself, as well as movement out of the sub region;and Low birth rates and ageing population in America, Europe, Asia, and Middle East will result to skills shortagesandincreaseddemandforhealthservices.

OFWTREND(20042009)
A.LANDBASEDSECTOR
In 2009, a total of 558,446 Filipino workers were needed to work overseas, based on the manpower requests/job orders of foreign employers approved by the POEA. This represented a decrease of 18%, or 125,331,lessmanpowerrequestsfromthe2008figureof683,777. Table11ManpowerRequestforFilipinoWorkers:2002009 MajorOccupationalCategory AdministrativeandManagerial Workers AgriculturalandRelatedWorkers ClericalandRelatedWorkers NotElsewhereClassified ProductionandRelatedWorkers Professional,Technicaland MedicalRelatedWorkers 2004 958 923 10,786 227 121,155 51,965 2005 2,030 2,334 15,121 29 164,088 69,904 ManpowerRequest 2006 2007 2,567 4,253 1,662 18,492 125 206,138 86,327 3,532 25,433 167 260,983 107,062 2008 5,397 2,451 35,223 3,234 277,047 128,236 2009 3,007 2,703 28,121 4,214 198,865 103,878

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MajorOccupationalCategory SalesandRelatedWorkers ServiceandRelatedWorkers Total 2004 7,460 182,438 375,912 2005 7,521 249,953 510,979 ManpowerRequest 2006 2007 10,556 14,507 256,549 179,287 582,416 595,227 2008 18,112 214,077 683,777 2009 11,590 206,068 558,446

Table12FilipinoManpowerGrowthRates:20052009 MajorOccupationalCategory AdministrativeandManagerialWorkers AgriculturalandRelatedWorkers ClericalandRelatedWorkers NotElsewhereClassified ProductionandRelatedWorkers Professional,Technical andMedicalRelatedWorkers SalesandRelatedWorkers ServiceandRelatedWorkers Total 2005 111.9 152.9 40.2 87.2 35.4 34.5 0.8 37.0 35.9 GrowthRates 2006 2007 2008 26.5 65.7 26.9 28.8 112.5 30.6 22.3 37.5 38.5 331.0 33.6 1,836.5 25.6 26.6 6.2 23.5 24.0 19.8 40.4 2.6 14.0 37.4 30.1 2.2 24.9 19.4 14.9 2009 44.3 10.3 20.2 30.3 28.2 19.0 36.0 3.7 18.3

Number of Manpower Requests for Filipino Workers 2004-2009

800,000 700,000 600,000 500,000 400,000 300,000 200,000 100,000 0 '04 '05 '06 '07 '08 '09

For the period 2004 to 2009 (except in 2008), service workers topped the list of major occupational categoriesfromthePOEAdataofapprovedmanpowerrequests.Thedemandforthisoccupationalgrouphad an annual average of 214,729 for the year 2004 to 2009, followed closely by the production and related workers group with an annual average of 204,713. In 2008, the global volume of manpower requests for productionandrelatedworkerssurpassedthenumberofmanpowerrequestsforserviceworkers. Even with a decrease of 19% in the manpower demand for professional, technical, and medicalrelated workersfor2009,thiscategorycontinuestohaveasteadymarketshareof18%. Table13SatisfiedDemandforFilipinoWorkersbyMajorOccupationalCategory:20042009 SatisfiedDemand(%) MajorOccupationalCategory 2004 2005 2006 2007 2008 OverallSatisfiedDemand 67 62 54 50 51 AdministrativeandManagerialWorkers 43 29 33 20 19 AgriculturalandRelatedWorkers 61 24 55 29 61 ClericalandRelatedWorkers 68 52 52 57 54 NotElsewhereClassified 7 31 30 2 39 ProductionandRelatedWorkers 66 61 55 50 47

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2009 42 19 36 37 21 41

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OFWTREND(20042009) MajorOccupationalCategory Professional,Technical andMedicalRelatedWorkers SalesandRelatedWorkers ServiceandRelatedWorkers SatisfiedDemand(%) 2005 2006 2007 2008 41 37 37 33 64 70 60 58 58 58 62 65

2004 50 65 73

2009 28 45 51

Theyear2009registeredthelowestsatisfieddemandof51%(satisfieddemandisthenumberofdeployed Filipino workers over the total number of manpower requests) of Filipino workers, or a surplus of 324,490 manpower requests, while the lowest surplus in manpower requests was registered in 2004, with a total of 123,381. The surplus means that the manpower requests were not filled up by actual deployment of Filipino workers. Based on feedback from the recruitment industry, the inability to fill up the job orders may be attributed to difficulty in sourcing of supply and the global economic crisis that started in 2008 which caused thedefermentofdeploymentofOFWs. In terms of the major skills category, Service and Related Workers had the highest average supply rate overthesixyearperiod(62%),followedbySalesandRelatedWorkers(59%);ProductionandRelatedWorkers together with Clerical and Related Workers (53%); Agricultural and Related Workers (44%); and Professional, TechnicalandMedicalRelatedWorkers(38%). Thetablebelowshowstheoccupationalcategoriesmostneededbyforeignemployers: Table14Top10DemandableOccupationalCategory:20042009 SpecificOccupationalCategory 1. DomesticHelpersandRelatedWorkers 2. ProductionandRelatedWorkers(machinefittersand assemblers,structuralandmetalpreparersanderectors,earth movingandrelatedmachineoperators,metalsheetworkers andmachinetooloperators,carpenters,bricklayers,cabinet makers,motorvehiclemechanics,factoryworkers) 3. Nurses(theatre,anesthetic,criticalcare/ICU,pediatric,scrub, cardiac) 4. Caregivers 5. Plumbers,Pipefitters,andRelatedWorkers 6. CooksandRelatedWorkers 7. Wiremen,Electrical,andRelatedWorkers 8. Welders,FlameCutters,andRelatedWorkers 9. Laborers,GeneralWorkers,andRelated Workers Numberof ManpowerRequest 713,841 234,129

155,152 113,900 82,862 78,615 74,831 73,334 70,124

10. Charworkers,Cleaners,andRelatedWorkers 65,583 11. OtherOccupationalGroup 1,644,386 TOTAL 3,306,757 Of the top ten demandable skills in terms of approved manpower requests, household service workers showedthehighesttotalof713,841manpowerrequestsfor2004to2009.Manpowerrequestsforproduction and related workers came in second, followed by nurses, caregivers, plumbers, pipefitters, and related workers, cooks and related workers, wiremen, electrical, and related workers, welders, flame cutters, and relatedworkers,laborers,generalworkersandcharworkers,cleaners,andrelatedworkers. Table15OverseasFilipinoWorkersbyTop10DemandableCategory:20042009
OccupationalCategory Total OtherOccupationalCategories SubTotalTop10Demandable OccupationalCategory 1. DomesticHelpersandRelated Workers 2. ProductionandRelatedWorkers 3. Nurses(theatre,anaesthetic,critical care/ICU,pediatric,scrub,cardiac) 4. Caregivers 2004 375,912 148,486 227,486 103,501 35,488 22,786 26,999 NumberofManpowerRequest 2005 2006 2007 2008 510,979 582,416 595,227 683,777 215,312 295,667 155,272 41,608 22,369 27,605 261,123 321,293 169,789 34,815 26,071 21,001 334,791 260,436 81,016 38,077 24,788 15,501 391,868 291,909 94,281 47,929 30,668 13,363 2009 558,446 292,806 265,640 109,982 36,212 28,470 9,431

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OccupationalCategory 5. Plumbers,Pipefitters,andRelated Workers 6. CooksandRelatedWorkers 7. Wiremen,Electrical,andRelated Workers 8. Welders,FlameCutters,andRelated Workers 9. Laborers,GeneralWorkers,and RelatedWorkers 10. Charworkers,Cleaners,andRelated Workers 2004 5,090 7,6777 5,270 4,564 8,435 7,616 NumberofManpowerRequest 2005 2006 2007 2008 7,149 14,835 21,299 19,130 9,769 7,332 7,367 7,599 9,597 11,355 10,876 13,035 10,763 8,753 15,990 17,163 21,529 14,544 10,528 18,924 18,235 16,427 16,858 16,274 2009 15,359 14,900 15,955 10,592 11,924 12,815

Based on POEA record of approved manpower requests, the demand for household service workers showed an increasing trend from 2004 to 2006, but dropped significantly by 47% in 2007 due to the adoption by the Philippine government of a policy reform package for the deployment of HSWs. The policy reforms restricted deployment of this category of workers. The 2009 figures showed that demand has picked up, althoughithasnotsurpassedthe2006level. The demand for nurses (ranked third) and for wiremen, electrical, and related workers showed an increasing trend for the sixyear period, while the demand for production and related workers, charworkers, cleaners, and related workers fluctuated over the same period. The demand for caregivers, which ranked fourth,showedadecliningtrend. AnnexCprovidesthetrendfortheTop10demandableoccupationalskillcategoriesfrom20042009.

B.SEABASEDSECTOR

Deployment of Filipino Seafarers 2004-2009 350,000 300,000 250,000 200,000 2004 2005 2006 2007 2008 2009

For the period 20042009 the percentage share of seafarers in the total deployment of OFWs was 25%, while the annual average deployment of Filipino seafarers was 256,000. In 2009, deployed Filipino seafarers, accordingtoflagsofregistry,weredistributedasfollows: Table16DeploymentofSeafarersbyFlagofRegistryfortheyear2009 VOLUMEOF FLAG %SHARE DEPLOYMENT Panama 65,585 20.3 Bahamas 39,075 12.1 Liberia 29,754 9.2 Singapore 15,790 4.9 MarshallIslands 18,113 5.6

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OVERSEASEMPLOYMENTPROSPECTS:2010ANDBEYOND FLAG Others TOTAL VOLUMEOF DEPLOYMENT 155,067 323,384 %SHARE 48.0 100

Based on the presence of seafarers according to vessel type, majority are in bulk carriers with 62,229 workers, closely followed by passengertype vessels with 61,705 seafarers. Other types of vessels and the corresponding seafarer deployment are containers type (44,276); tankers (30,459); oil and product tankers (22,366); general cargo ships (14,695); chemical tankers (17,179); tugboats (10,347); and other type of vessels (60,128).

OVERSEASEMPLOYMENTPROSPECTS:2010ANDBEYOND
The global labor market will continue to offer employment opportunities to Filipino workers, particularly skilled workers and professionals in various industries in the next 5 to 10 years. The KEGs for OFWs are the following sectors/industries: healthcare, building and construction, petroleum/ oil and gas/ energy, tourism/hotel and restaurant and gaming industry, IT/ Cyberservices, manufacturing, electronics, metals, transport,householdservices,education,seafaring,communications,andwaterandenvironment. Among the skills in demand from 20102020 are engineers, specialized nurses, teachers, healthcare workers,constructionworkers,andoilandgasworkers. Table17SkillsinDemand:20102020 MAJOROCCUPATIONAL INDUSTRY/SECTOR/SKILL CATEGORY Agriculturalandrelated Agriculturalworkers workers Administrativeand Administrativestaff,managers, relatedworkers bankandcorporateworkers Clericalandrelated Clerks,documentcontrollers, workers Productionandrelated *Constructionworkers workers aluminuminstallerscarpenters,concrete finishers,draftsmen,drillers, electric/mechanicalassistants,electricians, erectors,fabricators,foremen,heavy equipmentoperators,helpers/watchmen, mason,pipefitters,plasterpainters, plasterers,plumbers,riggers,safety officers,welders,mechanics *OilandGas:oilandgasworkers: instrumentationworkers,engineers, welders,pipefitters,and telecommunicationtechnicians *Production/Manufacturing:electronic workers,metalworkers,qualitycontrol inspectors Professional,Technical, ArchitectureandEngineering:autocad Medical,andrelated draftsmen,firefighters,Engineers(civil, workers pipingdesign,scheduling/planning, chemical,mechanical,HVACdesign, structural,biomedical,communication, andagricultural) Emergencymedicaltechnicians Education:teachers,professors,lecturers Health:nurses(operatingnurse,

COUNTRIES Austria,CNMI,Japan,Malaysia, Libya,Taiwan,Korea,Poland Libya,Kuwait,Singapore, Switzerland UAE Brunei,Japan,Macau,Malaysia, Taiwan,CNMI,Poland,Germany, Cyprus,Libya,Oman,UAE,KSA, Korea,Poland Kuwait,Libya,Oman,KSA Japan,Malaysia,Singapore, Taiwan,UAE,Kuwait,Korea Malaysia,Macau,MiddleEast, Belgium,Germany,Japan, Norway KSA Libya,Seychellles,Macau,US, Korea MiddleEast,Belgium,Spain,Italy,

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MAJOROCCUPATIONAL CATEGORY INDUSTRY/SECTOR/SKILL anestheticnurse,scrubnurse,theatre nurse,criticalcare/ICUnurse,pediatric nurse,cardiac Nurses,DentalNurses,ChiefNurses, HeadNursesandNurseManagers Caregivers Doctors,midwives Physicaltherapists ITprofessionals Salesmen/salesladies Hotel/Tourismworkers:cooks,chefs, managers,waiters,waitresses Groundhandlingcrews,casino/gaming workers,receptionists,entertainers Serviceworkers,cleaners,cleaning supervisors Householdworkers COUNTRIES Poland,Switzerland,Denmark,

Finland,Norway,Brunei, Singapore,Taiwan,Japan, Switzerland Israel,Japan,UK,Switzerland, Taiwan Belgium,Libya Macau Poland,Belgium,Germany, Singapore

Salesandrelatedworkers Serviceandrelated workers

UAE,Macau

Libya,Kuwait,UAE,CNMI,Oman, KSA,UAE,Korea,Macau, Singapore,Romania Brunei,Macau,Singapore, Hongkong Italy,Macau,Singapore UAE,Taiwan MiddleEast,Cyprus,Macau, HongKong,Korea,Taiwan, Switzerland,Romania ThematrixontheemploymentprospectsbyworldregionareinAnnexC.

DEMANDFORSEAFARERS
The demand for Filipino seafarers is expected to continue over the next decade given the increasing number of vessels which are becoming larger and specialized. On the other hand, the shipping industry is confrontedwithaglobalshortageofofficersduetoageingseniormarineofficersfromtheOECDcountries,the growing unattractiveness of the seafaring career in more developed countries, and the inadequate number of welltrained and experienced officers to replace retiring officers. The Far East and South East Asia and the Indian subcontinent, which are promising sources of officers, experience a dearth of officers due to the slow paceinpromotionofratingstomanagementpositions. BIMCO/ISF Study estimates a continued shortfall of officer supply from 10,000 in 2005 to 27,000 in 2015, whileratingswillincreaseitssupplyfrom135,000in2005to167,000in2015.Thecapacitytomeetfastrising manning requirements is expected to be strained seriously by new work hour regulations, the ISPS Code, and commercial demands of new technologies. BIMCO concluded that the moderate shortage of officers will becomemoresevereunlessmaritimetrainingandrecruitmentisincreasedandmeasuresaretakentoaddress theproblem. The Ministry of Fisheries in Angola has expressed interest in hiring 150450 fishermen and crew members for50to70stateownedvesselsduefordeliveryinSeptember2009. There is a continuing crew shortage in the maritime industry in London, UK in spite of the slowdown in shippingactivitiesduetotheglobalcrisis. There is also an employment potential in the maritime sector in the UAE. The Costa Crociere, SPA of Italy, a member of the Carnival Group, announced the completion of the official sea trials for their newest ship Costa Deliziosa. It will have a passenger capacity of 2,260 and will be manned by at least 1,000 crewmembers, from the marine personnel to the hotel and allied services. The Costa Crociere is a wellknown

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HARDTOFILLPOSITIONSFOROVERSEASEMPLOYMENT employerofFilipinoseafarersandtheentryofCostaDeliziosawilloffernewemploymentopportunitiestoour seafarersatthestartof2010.Thecompanyisalsoexpectedtolaunchtwomoreshipsofthesameclass. With these global shipping trends, the demand for qualified seafarers will continue to increase over the next decade. While the Philippines is considered the crewing capital of the world, it faces a shortage of officers and a surplus of ratings, consistent with the global trend. Therefore, the country needs to produce more officers to take advantage of the increasing employment opportunities in the global market. The challengeforthePhilippinesistoensureanadequatesupplyofqualifiedseafarerstomeettheglobaldemand.

HARDTOFILLPOSITIONSFOROVERSEASEMPLOYMENT
InOctober2009,thePOEAconductedasurveytodeterminetheskillsindemandandhardtofillpositions foroverseasemployment.Boththelandbasedandseabasedsectors(89placementagenciesand39manning agencies)participatedinthesurvey. Results of the survey showed that for the landbased sector, the following skills/occupations were in demand: engineers, welders, electricians, carpenters, masons, pipefitters, waiters/waitresses, HVAC supervisors,plumbers,steelfixers,nurseswithspecialization(ICU,pediatric,burn,operatingroom,emergency room, oncology, catheter, trauma) autoCAD operators, architects, aluminum fabricators and heavy duty drivers/operators.Amongthereasonscitedbytherespondentswhythesepositionsarehardtofillare: Lackoftwoyearworkexperience Lackoftherequiredspecializationintheirworkfield Lackoftraining: - workersarenottrainedenoughtomeetthequalificationrequirementsoverseas - notenoughtrainingfacilities/equipmentinthePhilippines Financialreasons: - costlytraining - qualified workers in the provinces are unable to go to Manila since they do not have enough moneytospendfortheirtransportationandtosupportthemselveswhileinthecity Educationrelatedreasons: - therewereonlyfewenrolleesinpipingdesign,engineeringcourses - onlyasmallnumberofschoolsoffercoursesforpetroleumengineers Limitedworkopportunityforoilandgasworkers The top positions/occupations that were hardtofill were identified as follows: engineers, welders, surveyors, architects,pipefitters, specialized nurses,electricians, physical therapists,cooks, HE operators, CAD operators, riggers, welders, accountants, optometrists, laboratory technicians, service crew (firefighting system technicians, lifeguards, pastry chefs, female bartenders, flight attendants and camp supervisors) and welding foremen. Note that the hardtofill positions predominantly came from the Middle East countries, particularlySaudiArabia,Kuwait,IranandtheUAE(refertoAnnexC). For the seabased sector, the following skills/occupations were identified as in demand: 1st and 3rd asst. engineers, AB seamen, bartenders, bosuns, chief cooks, chief engineers, chief mates/officers, deck/engine cadets, electricians, fitters, 4th engineers, gas engineers, master mariners, medic (for rig), messmen, oilers, pumpmen,2nd&3rdmates,weldersandwipers. On the other hand, the hardtofill positions for the seabased sector were as follows: chief partie, chief cooks, chief engineers, chief mates/officers, deck officers, electricians, engine ratings (fitters, oilers), 1st engineers, gas engineers, master mariners, pumpmen, 4th engineers/officers, 2nd engineers, 2nd & 3rd mates/officers,andsouschefsTheskillsshortageforseafarerswereattributedtothefollowingreasons: Lackofexperience Overage Lowsalaryrates Unfittoworkduetohealthproblems Lowpercentageofboardpassers Lackofskillsqualifications

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Chapter4

HARDTOFILLPOSITIONSFOROVERSEASEMPLOYMENT

CHAPTER5
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Gaps,Issues andIdentified Recommendations

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Chapter3

ThreeMajorIssuesIdentifiedinProjectJobsFit

GAPS,ISSUESANDRECOMMENDATIONS

his chapter expounds on the critical issues, gaps, and feasible recommendations elicited from Project JobsFit regional consultations and forums held with key stakeholders. It is expected that the results of ProjectJobsFitwouldserveinthepursuitoftherightdirectionstowardseffectivepolicyformulationand the aligning of the goals of government, industry and academe to address and remedy the jobskill mismatch problem. Initial findings of Project JobsFit highlighted the KEGs and skills requirements for the next ten years, from 2011 to 2020. The issues, gaps and comments culled from regional consultations were presented in an integration workshop and further cross validated with the Bureau of Labor and Employment Statistics (BLES) survey results on Occupational Shortages and Surpluses, which served as the Projects empirical basis. The integration workshop yielded the following core agreements among the participants, which served as critical inputsincraftingtheinitialresults: Generic occupations should be identified and aligned with appropriate occupational titles and with correspondingTESDAcompetencystandardsandapplicablePRClicensingrequirements. Gaps, issues and recommendations must be reviewed and revalidated, to include, if applicable, the recommendationsmadebythePresidentialTaskForceonEducation(PTFE). To thresh out the appropriate KEGs, consultations with the National Economic Development Authority (NEDA),DepartmentofTradeandIndustryBoardofInvestments(DTIBOI),aclosescrutinyofthelatestlabor market information, trends in the market, and projected contributions to the economy from GDP, GNP, ForeignDirectInvestments(FDIs)andotherpertinenteconomicindicatorsweredone. The same thing was done in overseas employment prospects for Filipino workers. The consultations did intensive research and interviews with associations of overseas recruitment agencies and key informants in hostcountries,andanalyzedlabormarketsandNationalDevelopmentPlansofhostcountries.

ThreeMajorIssuesIdentifiedinProjectJobsFit
Thethreemajorissuesthatweredrawnandvalidatedfromamongthemanyissuesdrawnareasfollows: 1.Lackofexperiencedandhighlyskilledworkers 2.Schoolcurriculumisnotresponsivetoindustryneeds 3.PoordisseminationofLaborMarketInformation(LMI) The above issues were further analyzed and correlated with the following outputs and recommendations assembled from the Final Report of the Presidential Task Force on Education (PTFE). Subsequently in the CEO Forum, the issues were laid out to industry leaders who affirmed and provided their perspectives and propositionsabouttheproblem. From the corroborations made and allied with the final report of the PTFE, the recommendations and generalpointsgatheredthatcutacrossthefocalconcernswereidentifiedandwereproposedforaction:

Strengthenthepartnershipbetweenthegovernment,academe,andindustry
Acallforstrongertiesbetweentheacademe,industry,andthegovernmenthasbeenstressedanew.New directions should be pursued to revitalize cooperation through social dialogues and partnerships towards novel common objectives. The three chief proponents should jointly determine and delineate their roles in developinghumanresourcesandtalentsthatwilldrivethecountrytowardseconomicgrowth. Business leaders beforehand have long expressed interest and encouraged the government to engage their companies in discourse and consultations, akin to the Project JobsFits CEO Forum. These consultative activities can serve as a platform to provide significant inputs to involved parties and aid in devising strategies that could improve the employability of graduates and address the mismatch between the needs of the industry and the schools courses or curricula. These initiatives could further attune the DOLEs labor market programs according to business priorities and the industries skills requirements. It was emphasized that CEO forumscanbereplicatedintheindustrycouncil/boardsofTESDAforstrongersignalinginthelabormarket. Key industry sectors cited by the CEOs are outsourcing, engineering, healthcare, tourism/hospitality, aviation, electronics and mining. Further, emerging industries, primarily medical tourism and creative arts werementionedassectorswithpotentialforemploymentgeneration.

Resolvetraininginadequacies
Be it lack of trainers, outdated programs, insufficient uptodate information, outmoded techniques, lack of experience, deficiency in hours, inadequate facilities or lack thereof of any component of training, affects bothemployeeandemployer.Itisatwofacedconcern,whereashortfallintrainingmayspeakvolumesofthe skills gaps or inexperience of a prospective worker, that in turn poses, a hurdle for industries to secure a vacancyordevelopatalentpool.

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TherolethatTESDAplaysisvitalinensuringhigherlevelofqualityinitstrainingandrationalizingtraining services/programs through a sectoral approach. TESDA should strengthen linkages with industries for more responsive/demanddriventrainingprograms. To address the high rate of employee turnover (due to skills poaching or predisposition to work abroad), it is recommended that industries conduct parallel training programs to build a replacement pool that would takeoverthepostofthosewhowillleaveandsustainareadilyadeptsupplyofworkers.

DepEd,TESDAandCHEDshoulddevelopanationalqualificationsframeworktoestablisha systemofequivalenciesforbasic,technical,andhighereducation
Technical/vocational courses, regardless of length or duration, may lead to degree programs upon validationbythehighereducationalinstitutionthatawardsthedegree.TESDAmayawardnationalcertificates to students who complete TVET qualification courses in the ladderized degree programs even prior to completion of their bachelors degree, provided they pass the competency assessment. The system may provideanalternativecareerpathforstudents/traineeswhooptnottopursueahighereducationdegree,yet remaincompetitiveforemployment.

Develop and issue model ladderized curricula for disciplines and courses for indemand jobs,locallyandoverseas
The government and industries should strengthen partnership with the academe to encourage information exchange and continuously update and develop curricula for disciplines that would be responsive and in accord with industry requirements, thus improving the employability of graduates and preparing them for the world of work. DepEd, TESDA and CHED should collaborate to improve basic math, science, analytical and problem solving skills, communications skills. If viable, they integrate skills training to provide a firm foundationforhighschoolstudents.PlansshouldbeworkedoutforabetterTESDAindustrytieup.

ImplementaprogramfocusingonimprovingcompetencyinEnglish
AglaringflawandconcernamongbusinessleadersisthedeterioratingEnglishandcommunicationskillsof newgraduates.Somegraduateslackthecapabilitytoablyexpressthemselves,beinconversationorinwriting. Business leaders propose to include in the existing course curriculum in higher education (aside from improving basic English in primary education and teacher competencies) English modules on basic customer serviceandEnglishlanguageproficiency.

Include the DOST in the consultation process and help strengthen the existing institutions inthedevelopmentofhigherlevelscientistandengineers
It is apparent that in atechnologybasedand technologydriven era, weshould support the priority thrust in strengthening human capital in science, technology and innovation, and in training high level scientists and engineersincuttingedgetechnologythroughtheDOST.Thesewouldequipourworkersandpreparethemfor absorption into the world of work rapidly changing with technological advancements. Some of the most commonhardtofill and indemand occupations repetitively mentioned andaffirmedduring the course of the Projectwereskilled/experiencedengineersoroccupationsthatrequireextensivebackgroundinthesciences.

Conduct benchmarking of the professional programs which seek international recognition and improve the capability of HEIs, SUCs and LUCs to equip students with required skills andcompetenciesforgainfulemployment
Local programs need to be at par with the finest in the world by benchmarking the best practices from recognized and established institutions (APEC, ASEAN, EU) and programs from abroad (Europe and Singapore) togetherwiththosethathavebeenefficientlyappliedlocally.Itrequiresstudyingandspecifyingthecontentof preuniversityeducationtoenhancetheemployabilityandcompetitivenessofgraduates.

ProvideincentivesformultinationalcompanieswhichestablishCorporateUniversitiesor inhouseCareerOpportunitiesforAdvancement
Business leaders emphasized that private sector industries are not seeking subsidies from the government, but rather want active partnership (particularly with TESDA) on relevant training/scholarship programs. The private sector has already initiated training services on its own as a riposte to skills deficiency and advancement of its workers, replicating strategies of established business companies and contractors and partneringwiththeacademeontalentdevelopmentstrategies.

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KeyPolicyActions/Recommendations

Firm up collaboration on research, professional development and sharing of resources among the academe and industry (both local and international) and strengthen informationexchangeincriticalandspecializedareas,wheredataismadeaccessibletoall
There is a growing need for greater coordination among the academe and industry to have a common approach on issues, such as assessment mechanisms and articulation on the lead role of industries and local government, for a more harmonized approach to total education planning and human resource development. These sectors should pool resources and explore linking up with more international institutions/companies toimproveandupdateprocesses,assessmenttools,andmonitoringsystems togenerateclearbaselinedata. Uptodate statistics and figures serve as vital inputs and provide an empirical basis for policy formulation and measureofeffectivenessofstrategiesimplemented.

Makingthebesttalentsstay
Business leaders argue that the country needs to refocus first its interest in its own human capital and delve into internal labor market issues and concessions for domestic human resource development. The government is urged to prepare the local supply of talent, through extensive and effective training for the domestic market and advocate branding of our workers as highly competitive and skilled. Plans should be explored to attract the best talents to work and stay in the country and integrate addressing employee exits and parallel training programs in the light of competition from foreign employers, of workers inclination to workabroad,andoftheimpendingglobaltalentshortage.

SurplusofNursesandtheJapanPhilippinesEconomicPartnershipAgreement(JPEPA)
Stakeholders and industry leaders conveyed the need to create job opportunities for health workers, amidsttheglutofnursesinthecountry.Mostofthenurseshaveshiftedcareersduetothedifficultyinfinding jobs abroad or in their not meeting the experience requirement for employment. Government is called to encourageinvestmentinhospitalstoimproveemploymentopportunitiesandsubsidizethetrainingofnurses. Under the JPEPA, the market for opportunities for nurses shrinks further with Japans quota imposition arising out of the difficulty of foreign health workers to adapt to its culture, particularly the Japanese langue, Kanji. CEOs propose points for renegotiations which include a.) persuade Japanese investments in Philippine Hospitals; b.) portability of health insurance between the two countries under a Mutual Recognition Agreement(MRA);andc.)accreditationofPhilippinehospitalsbytheJapanesetospurmedicalinvestments.

KeyPolicyActions/Recommendations
MakeOntheJobTraining(OJT)workexperiencerelevanttostudentsfieldofwork
Strict implementation and monitoring of this policy would improve the skills qualifications of the students and would resolve the problem of lack of work experience of fresh graduates. Initially OJT work should be training for work. A proposal to review the existing Apprenticeship and Learnership Law for the purpose of strengthening the industryacademe linkage to increase the employability of students/workers is strongly recommendedbystakeholders. Practicum programs required by schools should assess/grade students based on outputs accomplished and the competencies developed through related work, rather than meeting the required hours for training. Businessleadersalsosuggestthatadoptthemodelofrequiringbusinessestohireonthejobtraineeswithpay inexchangefortaxincentives.

PromotetheestablishmentofagovernmentagencythatwillhandleHRDconcern.
An advocacy to upgrade the Bureau of Local Employment into a Local Employment Authority and to include in its mandate the management of HRD concerns of workers, is being pushed. This underscores the growing role of human resources development in addressing the skills mismatch. It is suggested that the Personnel Management Association of the Philippines (PMAP), assist and accustom DOLE in human resource concerns.

Refocus agricultural courses and review standards to cope with the changes and trends in thesector
The Department of Agriculture, DOLE, DTI, and academe are asked to touch base with leaders in the agriculture sector to plan the future of the agricultural labor market. Most comments elicited from the regional consultations still point to dwindling rate/lowturnover of enrollees in agriculture/agribusiness coursesorlackofskilled/knowledgeableworkersforagrirelatedoccupations. National government agencies are instructed to assist the sector by providing assistance to improve agricultural facilities and the academe to advocate agricultural courses as a viable and meaningful career.

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Agriculture,whichpredominatesinruralareas,serveasaneconomicbasethatplaysakeyroleinemployment andincomegenerationinthecountryside.

Intensify career guidance in the 3rd year secondary level to include gender awareness, current work practices, and potential opportunities for both tech/voc and degree courses toensureeffectivecareerchoices
A proposal to make career counseling mandatory for third year high school students was made. A draft Executive Order by Commissioner Ruth Padilla was forwarded to DepEd for comments. An initial meeting among DepEd, PRC and DOLE was held in March. Career guidance counseling would enable students to map out career choices. It will guide them in choosing the most feasible course for their tertiary education, particularlyiftheparentsareinvolvedindialogue.

Intensify labor market information (LMI) dissemination, particularly about hardtofill and indemand occupations, including those college degree courses with over supply of skills, toenablethestudentstomakeinformeddecisionsontheircareerchoices
The DOLE should strengthen its capacitybuilding efforts for PESOs and the network of guidance counselors in the area of LMI, and develop advocacy materials on LMI for dissemination to students and job seekers. It should explore all avenues and means to disseminate data and make these accessible to all stakeholders. Numbers and other pertinent information on labor market should be uptodate and encompassing. Demand forecasts for specific skills and manpower are critical to ensure that interventions fromtheacademeareresponsivetoindustryneeds.

FocusondevelopingandstrengtheningemergingindustriesandtheopportunitiesonOFW remittancesandtransfers
Industry leaders are adamant on the potential of supporting and channeling resources to create employment in the budding sectors of medical tourism, creative arts and the shipping industry in light of recent trends in Asia and Europe. There is a need to create an employment pipeline and establish our own niche in medical tourism to distinguish our services from what is already being offered in neighboring Asian countries and to realize the likelihood of this industry to absorb the surplus of nurses in the country. Business leaders also suggest strengthening institutional and infrastructure support for creative industries, recognizing andtakingadvantageofFilipinotalentforthearts,andanexistingtalentpoolthatlackssupportandvenuefor practice.IndustryplayersalsocontinuetopushforstrongeradvocacyonITenabledoutsourcingfirms. The earnings of OFWs were also recognized as a driver to finance small and medium enterprises. It is agreedthatthesecancreatejobsandfurtherboostthehugebusinessopportunitiesthathavesproutedoutof remittancedriven consumption. OFWs should also be given opportunities upon coming back to efficiently utilizetheirsavingsandknowledge.

Reassessandreviewthelaborcodeandexistingworkrelatedlawsandpoliciestoadaptto changingtimes
Aside from reviewing the existing Apprenticeship and Learnership Law, industry leaders urge the government to review the Labor Code and reassess its relevance. DOLE should be able to define its policy stand,particularlyonoutsourcingandnewapproaches/arrangementsforwork. The review of the Labor Code should focus on promoting job security, policy objectives on job creation, and coherence of policies and labor administration. There is also a clamor to initiate policy discourse on the issueofoutsourcingandthenecessitytocommoditizeservicesforcompetitiveness.

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AnnexA

PROJECTJOBSFITConsultation SummaryReport

NATIONALCAPITALREGION

EmploymentTrendsandStructures

NATIONALCAPITALREGION
EmploymentTrendsandStructures

He employment performance of the labor market in NCR for the period 20032008, showed that there has seven (7) employment generators with double digit share in the total employment. These are the following: RealEstate,RentingandBusinessActivitywithawhoopingincrementofonehundredfortythree percent(143.5%)oranincreaseof99thousandworkers; Construction followed with an increment of almost forty five percent (44.9%) or an increase of 31thousandworkers; Hotel and Restaurant with an increment of almost thirty six percent (36.2%) or an increase of 25 thousandworkers; TransportStorageandCommunicationwithanincrementofthirtypercent(30.4%)oranincrease of21thousandworkers; Public Administration with an increment of twenty nine (29%) or an increase of 20 thousand workers; WholesaleandRetailTradewithanincrementoftwentythreepercent(23.2%)oranincreaseof 16thousandworkers; Financial Intermediation with an increment of fourteen percent (14.5%) or an increase of about 10thousandworkers.SectorwhichhasamplepercentageincrementwasHealthandSocialWork hasonly4.3%. Meanwhile,thefollowingsectorsmanifestedadecliningemploymenttrendinthesameperiod: Manufacturingwithareductionof132thousandworkers(191.3%); Agriculture,HuntingandForestrywithadecreaseof9thousandworkers(13.0%); OtherCommunitySocial&PublicServiceActivitieswithadeclineof6thousand(8.7%); Fishingwithadeclineof4thousandworkers(5.8%); PrivateHouseholdsregisteredadeclineof3thousandworkers(4.3%); Education and Mining and Quarrying shared the last place with a decline of one thousand workersrespectively(1.4%). However,Electricity,GasandWaterremainedunchangedforthegivenperiod.
EmploymentTrendsbyIndustry, NCR:20032008(inthousands,exceptrates) Industry 2003
AllIndustries Agriculture,Hunting,&Forestry Fishing Mining&Quarrying Manufacturing Electricity,Gas,&Water Construction Wholesale&RetailTrade Hotel&Restaurant Transport,Storage,&Communication FinancialIntermediation RealEstate,Renting,&BusinessActivity PublicAdministration Education Health&SocialWork 4,008 25 19 2 626 17 276 1,043 232 443 107 261 205 119 92 169 374

YEAR 2008
4,077 16 15 1 494 17 307 1,059 257 464 117 360 225 118 95 163 371

Increment
69 (9) (4) (1) (132) 31 16 25 21 10 99 20 (1) 3 (6) (3)

%toTotal Increment
100.0 (13.0) (5.8) (1.4) (191.3) 44.9 23.2 36.2 30.4 14.5 143.5 29.0 (1.4) 4.3 (8.7) (4.3)

Ave.AnnualG. R.(%)
0.3 (7.2) (4.2) (10.0) (4.2) 2.2 0.3 2.2 0.9 1.9 7.6 2.0 (0.2) 0.7 (0.7) (0.2)

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OtherCommunity,Social,&Public ServiceActivities PrivateHouseholds

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Sourcesofbasicdata:NationalStatisticsOffice,LaborForceSurvey

NationalCapitalRegion

AnnualGrowthRate
From 20032008 some sub sectors in the industry have expanded faster than the other subsectors with regardstotheaverageannualgrowthrate.Thesearethefollowing: RealEstateRentingandBusinessActivity(7.6%); HotelsandRestaurantandConstruction(2.2%respectively); PublicAdministrationandDefense,CompulsorySocialSecurity(2.0%); FinancialIntermediation(1.9%). Meanwhile,thefollowingsectorsregisterednegativegrowthratesforthegivenperiod: MiningandQuarrying(10.0%); Agriculture,HuntingandForestry(7.2%); FishingandManufacturing(4.2%respectively). Most of the subsectors which belong to the service industry, registered an average growth rate higher than the regional average growth rate during the period in review. This makes the employment performance oftheserviceindustrythefastesttoincreaseintermsofaveragegrowthrate.
AverageAnnualGrowthRatebyIndustry,NCR:20032008 (Inpercent)

Sourceofbasicdata:NationalStatisticsOffice,LaborForceSurvey

EmployedPersonsbyMajorIndustryGroup
The 2008 data from the National Statistics Office (NSO) on Employed Persons by Major Industry Group in NCR showed that the Service sector is the major employment driver in NCR, followed by the Industry sector the Agriculture sector. The distribution given below holds true to almost all regions where the bulk of employmentissharedbetweenServiceandIndustrysectors.
EmployedPersonsbyMajorIndustryGroup,NCR:2008 (Inthousands,exceptrate) Industry 2008 %Share
Agriculture Industry Service AllIndustries
Sourceofbasicdata:NationalStatisticsOffice

41 815 3,221 4,077

1 20 79 100.0

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The Key Employment Generators (KEGs) identified during the National Human Resource Conference of 2007,particularlyintheMetroLuzonUrbanBeltwaywhereNCRbelongs,werethefollowing: Agribusiness; Cyberservices(underRealEstateRentingandBusinessActivity); Health,andwellnessandmedicaltourism. However, actual average growth rate for the past five years show that Hotels and Restaurants and Constructionhavealsoregisteredasthefastesttoincrease.ThiswillserveasinputtoProjectJobsFitfindings.

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GrossDomesticProduct

GrossDomesticProduct
The Gross Domestic Product for the period 20032008, revealed the service sector is the key growth driver for the past five years in NCR, with an average GDP growth rate of 8.6%. Major contributors to this growthwerethefollowing: Finance(12.9%); PrivateHouseholds(10.6%). Followed by Industry sector with an average annual GDP growth rate of 5.7%, of which the main contributorwastheConstruction(8.8%)sector.
GrossDomesticProductbyIndustry,NCR:20032008 (inmillionPhP)

Industry 2003
AllIndustries Agriculture&Fishery Forestry Mining&Quarrying Manufacturing Electricity,Gas&Water Construction Wholesale&RetailTrade TransportStorage&Communication Trade Finance OwnershipDwellingsandRealEstate PrivateService GovernmentService
Source:NationalStatisticalCoordinationBoard

YEAR 2008
468,378 1 0 0 138,773 12,865 10,341 71,133 60,298 64,058 14,424 71,007 25,478 468,378 1 0 0 103,037 9,564 7,190 48,286 47,229 38,937 9,821 46,422 21,610 332,097

Increment
136,281 0 0 0 35,736 3,301 3151 22,847 13,069 25,121 4,603 24,585 3,868 136,281

%toTotal Increment
100.0 0.0 0.0 0.0 26.2 2.4 2.3 16.8 9.6 18.4 3.4 18.0 2.8 100.0

Ave. AnnualG. R.(%)

8.2 0.0 0.0 0.0 6.9 6.9 8.8 9.5 5.5 12.9 9.4 10.6 3.6 8.2

332,097

DTI/NEDAInvestmentPriorities
Consultation with NEDANCR showed that the developments in NCR are clustered into the two major industrieswhereinprojectsandappropriateprogramsarebeingimplementedasfollows: Industry DevelopmentofinfrastructureintheLuzonUrbanBeltway(LUB)RoadwayProjects: NorthLuzonExpressway(NLEX)Phase2,C5toMacArthurHiway ManilaCaviteTollExpressway,R1ExtensionProject DaangHariSLEXLinkRoad MarikinaInfantaRoad,QuezonCircumferentialRoad6 SouthernTagalogArterialRoad(STAR)ProjectStage2 Services Therearesixteen(16)emergingbusinessdistrictsintheNCRwhichwouldcatertooffshorebusiness ofBPOsandITenabledservices.Thesearethefollowing:NorthTriangleCity,AranetaCyberCenter, GreenhillsRedevelopment,EDSACentralRobinsonsGatewayCenter,RockwellCenter,FortBonifacio GlobalCity,MckinleyHill,SMCentralBusinessPark,MetropolitanBusinessPark,NewportCity, AseanaITBusinessPark,AsiaWorldCity,MadrigalBusinessPark,andFilinvestCorporateCity

DataLimitation
Due to time and resource constraints, as well as limited stakeholders participation, facts and figures gathered by DOLENCR are merely indicative. Data inputs from NSO and BLES surveys were used to substantiatesomeofthefindingsinProjectJobsFit.

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NationalCapitalRegion

LMIdatafindingsbasedonRegionalConsultation
The NCR Consultations were conducted on August 25 and September 3, 2009 with the assistance of DOLE NCR officers and staff. Stakeholders from both the public and private sectors have identified Key Employment Generators(KEGs)withtheirCorrespondingSkillsandPresentEmploymentasenumeratedbelow: Identified KEGS with their Corresponding Skills Requirement (based on Project JobsFit Regional Consultation inNCR)
KEGS Cyberservices SKILLSREQUIREMENT Accountants,HRAnalysts,FinancialAccountants,TechnicalSupport Engineers,AutocadOperators,Programmers,SystemsAnalyst,Legal Researchers,LegalAnalysts,EntryLevelAnimators,Animators, Directors,ProductionManagers,GraphicAssistants,Web Developers,SystemSupportSpecialists,CallCenterAgents,and Editors CulinaryChefs,Waiters,Waitresses,CommercialCooksandButlers, TourGuides,andFrontlineOccupations(e.g.receptionists, reservationsclerks) Welders,Carpenters,CivilEngineers,DesignEngineers,Electrical Engineers,Fabricators,HeavyEquipmentOperators,Insulators, Masons,MasterPlumbers,PipeFitters,Riggers,SafetyEngineers, Steelmen,Tinsmiths,StructuralEngineers,MechanicalEngineers, PlanningandContractEngineers,ProjectManagers,andAutocad Operators Nurses,Doctors,MedicalTechnologists,Radiologists,Laboratory Technicians,Pharmacists,Caregivers,Caretakers,andSurgeons PilotsandAircraftMechanics PresentEmployment 401,000 (6.4%annualgrowthrate)

Hoteland Restaurant Construction

160,300 (3.5%annualgrowthrate) 256,000 (2.5%annualgrowthrate)

HealthandWellness Aviation

95,000 (2.3%annualgrowthrate) 27,581 (2.2%annualgrowthrate)

EmergingIndustriesinNCR
There are two (2) emerging industries that surfaced at NCR Stakeholders Consultations. These industries havethepotentialsofgeneratingemploymentinthenext5to10years.
EMERGINGKEGS CreativeIndustriesincludepublishing,printing, literature,musicandperformingarts,visualarts, crafts,designandarchitecture,audiovisualandnew media,culturalheritageandculturalactivities OwnershipDwellings&Real/RetirementEstates RetiringFilAmericans,OFWsfromSouthKorea,China, Taiwan,Japan,EuropeandUSwillopttobuyreal properties(e.g.condounits,retirementvillages)plus BPOsinvestinginofficespaceinCBDs SKILLSREQUIREMENT BroadcastEngineers,VideoEditors,VideoGraphic Artists(Animators),VisualArtistDesigners

RealEstateagents/brokers,TourGuides, Marketers,Welders,Carpenters,CivilEngineers, DesignEngineers,ElectricalEngineers, Fabricators,HeavyEquipmentOperators, Insulators,Masons,MasterPlumbers,PipeFitters, Riggers,SafetyEngineers,Steelmen,Tinsmiths, StructuralEngineers,MechanicalEngineers, PlanningandContractEngineers,Project Managers,andAutocadOperators

SkillsAvailability
AstotheavailabilityofskillssupplytheNCRconsultationyieldedthefollowingresultswhichwillhelplater onintheprojectionofthesupplyofavailableskillsforpresentandfuturedemand. TechnicalandVocationalEducationandTraining(TVET)GraduatesNCR
Sector Aviation/LandTransportation ICT Construction Metals&Engineering ProcessedFood&Beverages HealthandSocialWork NumberofGraduates 883 6,088 523 615 3,603 4,940

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AssessmentofGapsandChallenges EnrollmentbyClusterofDiscipline(PublicandPrivateCollegesandUniversities)
DisciplineGroup Nursing Medicine Accountancy Engineering&Architecture InformationTechnology SY0102 13,402 8,283 31,406 117,824 72,955 SY0203 21,580 9,106 26,904 110,381 69,770 SY0304 35,655 6,551 24,215 108,591 76,443 SY0405 81,330 6,211 18,889 99,639 60,829 SY0506 112,191 6,228 19,840 94,276 60,336

GraduatesbyClusterofDiscipline(PublicandPrivateCollegesandUniversities)
DisciplineGroup Nursing Medicine Accountancy Engineering&Architecture InformationTechnology SY0001 1,448 1,691 4,696 14,035 8,838 SY0102 1,716 826 3,757 14,724 8,065 SY0203 2,189 1,469 3,898 14,792 9,681 SY0304 3,424 1,423 3,391 14,289 8,554 SY0405 10,828 1,435 3,269 13,505 10,745

AssessmentofGapsandChallenges
Industry 1.Cyberservices Descriptionof Gap/Challenge Verylimitedtraining providers,especiallyfor highlyspecializedfields, suchas3DModeller,3D Artist,3DTexture/Lighter, FlashAnimator,Designer Programmer Lackoftrainers Lackoffacilitiesfor students projects/simulations Trainingsdonotconform withskillrequirementsof employers Expensivesoftware Facultiesarenot updatedonthe latesttheories andtechniques LackofSkills: Mismatchbetweenskills andinternationalstandards Piratingofskilled workersbylocal andforeign companies Highlyturnover rateduetostress andhealthand interpersonal problems RecommendedSolutions InstitutionalizeManpower TrainingProgramEnterprise basedTraining,musthavestrong linkagewithenterprisesothat traineeswillbeabsorbed Providecareerdevelopment programs(trainingforwork; careerdevelopmentforworkers; publicandprivatepartnerships, placementandLMI) Studybenchmarksandadopt globalstandardsinrelationto safeandhealthyworking conditions Skillstraining;Leadership training;Staffdevelopment; Careerpathingworkers Improvementofexisting programsoninterpersonal relationship,healthandsafety, welfare,workingconditions, coachingandteambuilding Continuousimplementationof EnglishisCoolCampaign Continuousimplementationof AdEPTprogramofBPAP ImplementationofCHEDs ContinuingEducationProgram suchas 1)RefreshercoursesforEnglish facultymembers; CoursesofActions/Methodsto ImplementtheRecommendation TESDAforvocationalandtechnical CHEDandPRCforprofessionals DepEdtoimprovequalityof primaryandsecondaryeducation DOLEtostrictlyenforceOSHLaw DOHtoprovidecounseling programs TESDA,CHEDshouldconsider accreditationoftraining centers/schoolsthatoffershort termcoursesforanimation Benchmarkingwithinternational standards Companiestocreatean antipoaching/piracy policycovering companiesinthe industry Companiestostrictly implementemployment contracts Companies/concerning agenciestoprovide a)employeesperformance recognitionthroughloyaltyand meritawards,exemplaryservice awards,productivityincentives andpromotion;

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Industry Descriptionof Gap/Challenge Unattractiveworking conditionsduringnight shifts RecommendedSolutions CoursesofActions/Methodsto ImplementtheRecommendation b)attractive/competitive compensationandbenefits packages(e.g.withscholarshipand healthbenefitstodependents) DOLE/HRManagers/company healthsafety,welfareand grievancecommitteesto strengthenthe implementationofOSH standardsandfamilywelfare programandtoprovide physicalfitnessfacilities

2.Construction

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2)EnglishLanguageProficiency Programtrainerstrainingfor teachers; StronglinkagebetweenCHED, TESDAandtheindustryasto curriculum upgrading/developmentto addresstheneedoftheindustry Advocacycampaignoncareer optionsintheindustry Trackingofanimationtraining centersandschools Promote/advocateformore trainingprovisioninanimation ReviewofTRandcurriculum Enhancementoftraining materialsandpilottestingshould bedoneinclosecoordination withtheindustrypractitioners TrainersDevelopmentProgram (e.g.,Inhousetraining,2D,3D, DigitalPrinting) Providesoftwareforthe educationalinstitutions Improvement/Enhancementof instructorsthroughaFaculty DevelopmentProgram Linkageswithinternational institutionsintheprovisionof training Companypolicyonuseof trainingorscholarshipcontract fortrainedworkersbythe company Rewardsandincentiveschemes Improvementofexisting programsoninterpersonal relationship,healthandsafety, welfare,workingconditions, coachingandteambuilding Lackofadequateand Givecareerassessment,suchas timelyinformationto NCAEto3rdyearsecondary parents/students(e.g., students resultofNCAE) LicensedEngineersarenot Closecollaborationandlinkage preparedforengineering betweeneducationalinstitutions jobsduetolackoftraining andconstructionindustry Curriculumdoesnotmatch Encouragepublicandprivate industryneeds sectortoparticipateinproviding OJT

Encouragesuccessfulandretired engineerstoteachandtrainunder BalikTuroProgram DOLE,PCAandotherconcerned agenciestocreateatechnical workinggrouptomonitoragency commitmentonaregularbasis.

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AssessmentofGapsandChallenges
Industry Descriptionof Gap/Challenge Lackofcompetencyfor newgraduatesespeciallyin thefieldofEngineeringand Architectureslike practicum/OJT,and communicationskillsand valueformation,and properworkethics Availability/accessibilityof accurateinformationto students/parents Scarcityofhighlyskilled workersinspecificareas duetolackofinformation onskillsdemandinthe constructionindustry RecommendedSolutions CoursesofActions/Methodsto ImplementtheRecommendation

Continueandstrengthen DOLE,TESDA,PCAandPESOto linkagesbetweenindustryand coordinateandstrengthen educationsectorinthe informationdisseminationand upgradingofcurriculum educationandtrainingtojob seekers,studentsandOSYs DOLEtoreviewpolicyon overseasdeploymentand formulaterulestoaddressthis concernsuchassecurityof tenure CHEDtoreviewthecurriculumof EngineeringandArchitectureto includesufficientnumberof hoursforOJT/Practicumatleast 2semestersandadditional teachingmodules(construction managementandotherrelated subjects). DepEdtoconsiderstrengthening Englishcommunicationvalues formation,nationalism,science andmath DepEdtoprovideadequatetime forteachingsubjectsuch English,Science,Mathtoenable studentstomasterbasicskills DepEdtostrengthenvalues formationatbasiceducation level. DepEdtodeloadthebasic educationcurriculumandfocus onthemasteryofbasicskills (English,Math,Science)and intensityvalueformation Givecareerassessmentsuchas NCAEto3rdyearsecondary students

3.Hotelsand Restaurants Failuretomeet internationalstandards Lack of experience in BasicCustomerrelations LackofEnglishproficient applicants Discriminationinsalaryor incentivesprogram betweenforeignnationals andFilipinos HRMgraduatesarebeing hiredasmanagement traineeswith correspondingtraining allowanceonlybutafter completionoftraining hoursnottakenas employee Incorporatevalueformationand improvebasiccustomerrelation Sendfacultyabroadfortraining andseminarsforcontinuous upgrading Conductbenchmarking/adopt bestpractices Hotelindustryshoulddevelop andimplementunderstudy trainingprogramsbetween expatsandFilipinos DepEdtoensurethatgraduates areproficientinwrittenandoral Englishcommunications DOLEtoreviewexistingguidelines

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Industry Descriptionof Gap/Challenge Increasingnumberof foreignnationalsinthe hotelindustry.Transfer oftechnologynotbeing implemented 4.Healthand Wellness Lackofbasehospitalsfor training Nursinggraduatespayhigh trainingcosttohospitals fortheirOJT Lowenrollment(dueto highcostandlongperiod ofschooling,lowretention rateinmedicalschools) Specializedtraining/bridging programorcurriculum acceptableoninternational standards Amendmentof34regulatory LawsonProfessionals,including PRCModernizationLaw Expansionofmedical scholarships(e.g.,DOHPinoy MD) Ladderizationofmedical programinpursuitofbilateral agreementsonscholarship grants,facilityimprovementand mutualrecognitionofskills Informationdisseminationon theneedforBSNcurriculum, CHEDMemo14series2009 (competencybased) Provisionofstipend/foodand transpoallowancefornurses training7volunteers Decentcompensation&benefits fornursesImplementNRNLaw RA9173 Creationofmoreplantilla positionsingovernmentfor nurses. Encouragenurseentrepreneurs invarioushealthsetting. Moreoutreachprogram activitiesfornurses. Schoolsofferingnursingcourses shouldhavetheirownhospitals wheretheirstudentscan practice Trainingtobehandledbyother professionals/organization/new knowledge Developappropriateand competitivecompensationand incentiveprogram Trackingofanimationtraining centersandschools Promote/advocateformore trainingprovisioninanimation Continuousdeploymentofnurses tobarangays,nursestobarrios DOH,DOLEandotherprivate sectorstoallocatemorefundsto trainexistingnursinggraduates RecommendedSolutions CoursesofActions/Methodsto ImplementtheRecommendation

5.Aviation

1.Mentalitytomonopolize 2.Notcompetitivesalary package

10+2+3EducationalReform, massivetrainingprogramtomeet presentdemand

6.Creative Industry Verylimitedtraining providers,especiallyfor highlyspecializedfields, suchas3DModeller,3D Artist,3DTexture/Lighter,

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AssessmentofGapsandChallenges
Industry Descriptionof Gap/Challenge FlashAnimator,Designer, Lackoftrainers Lackoffacilitiesfor students projects/simulations Programmers Foreignlanguage proficiencyrequirementof marketersandtourguides henceforeignnationalsare beingengagedby companies Securityoftenure UnderstudyTraining Programofforeign nationalsemployedby companiesacross industries Decliningrateof manufacturingcompanies inNCRduetohigh electricitycostand smuggling Significantdeclineinshare ofmanufacturingandtrade butthesetwosectors employthebiggestnumber ofworkforce RecommendedSolutions Reviewoftrainingregulations andcurriculum TrainersDevelopmentProgram (e.g.,Inhousetraining,2D,3D, DigitalPrinting) Providesoftwareforthe educationalinstitution Foreignlanguagetrainingshould beintensified(oralandwritten) Offerfreelanguagetraining Studypossibleamendmentof theexistingguidelinesonjob contracting/subcontracting RespectiveHRofindustrygroups tocomeupwithUTPfor implementation Possiblereductionofelectricity costclampdownonsmuggling Governmentandindustry stakeholdersofretailtradeand manufacturingshouldmeetto identifypossible assistance/mitigation CoursesofActions/Methodsto ImplementtheRecommendation

7.Ownership Dwellingsand Real/Retirement Estates

DFAFSI,PRA,DOTto institutionalizemechanismsthat canenhancecapabilitiesofthe Filipinoworkforcetosupplythe demandsoftheindustry DOLEtoconductconsultation amongstakeholders(employers groupandlaborgroups)tocome upwithfeasible recommendations/agreements priortoamendment DOLEtomonitorimplementation DOLE,NAPOCOR,BUREAUOF CUSTOMStomeetandaddressthe gaps DTIshouldsetproductstandards CommodityImportCertificate shouldberequired

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PROJECTJOBSFITConsultation SummaryReport

CORDILLERAADMINISTRATIVE REGION

EmploymentTrendsandStructures

CORDILLERAADMINISTRATIVEREGION
EmploymentTrendsandStructures
here were three (3) employment generators with double digit share in the total employment in the Cordillerasduringtheperiod20032008.Thesewerethefollowing: Agriculture,HuntingandForestrywhichregisteredanincrementoffortyfivepercent(45.2%)or 38thousandworkers; Wholesale and Retail Trade with an increment of fifteen percent (15.5%) or 13 thousand workers; PublicAdministrationwithanincrementofthirteenpercent(13.1%)or11thousandworkers. TheEducationsectorhadanamplepercentageincrementofninepercent(9.5%)or8thousandworkers. There were two sectors that manifested a decline in the employment trend covering the same period. These were Manufacturing, and Hotel and Restaurant, both of which registered a decline of about 1.2% or a decreaseof1thousandworkersrespectively.
EmploymentTrendsbyIndustry,CAR:20032008 (inthousands,exceptrates)

Industry
AllIndustries Agriculture,Hunting&Forestry Fishing Mining&Quarrying Manufacturing Electricity,Gas&Water Construction Wholesale&RetailTrade Hotel&Restaurant TransportStorage&Communication FinancialIntermediation RealEstateRentingBusinessActivity PublicAdministration Education Health&SocialWork OtherCommunity,Social&Public ServiceActivities PrivateHouseholds

YEAR 2003
583 331 4 14 18 2 28 57 12 27 4 7 31 22 8 8 14

2008
667 369 15 17 3 29 70 11 31 4 9 42 30 10 10 10

Increment
84 38 (4) 1 (1) 1 1 13 (1) 4 2 11 8 2 2 4

%toTotal Increment
100.0 45.2 (4.8) 1.2 (1.2) 1.2 1.2 15.5 (1.2) 4.8 2.4 13.1 9.5 2.4 2.4 7.8

Ave.Annual G.R.(%)
2.9 2.3 (20.0) 1.4 (1.1) 10.0 0.7 4.6 (1.7) 3.0 5.7 7.1 7.3 5.0 5.0 5.7

Sourceofbasicdata:NationalStatisticsOffice,LaborForceSurvey

AnnualGrowthRate
From 2003 2008 some sub sectors in the industry have expanded faster than the other subsectors as regards the average annual growth rate. For the given period of five years, the following sub sectors have expandedatafastrate: Electricity,GasandWater(10%); Education(7.3%); PublicAdministrationandDefense,CompulsorySocialServices(7.1%); RealEstate,RentingandOtherBusinessand,PrivateHouseholdswithEmployedPersons(eachat 5.7%); Health and Social Work, and Other Community, Social and Personal Service Activities (each with 5%); WholesaleandRetailTrade(4.6%);

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TransportStorageandCommunication(3.0%). Averageannualgrowthratecoveringtheyears20032008forallindustriesinCARisat2.9%. Subsectorswhichregisteredanaveragegrowthratelowerthantheregionalaveragewerethefollowing: Agriculture,HuntingandForestry(2.3%); MiningandQuarrying(0.7%); Financial Intermediation remained unchanged during the reference period which constantly employed 4 thousandworkersforaperiodoffiveyears. Meanwhile,thefollowingsubsectorsregisterednegativegrowthratesforthegivenperiod: Fishing(20%); HotelandRestaurant(1.7%); Manufacturing(1.1%). For the period covering 2003 2008, most of the subsectors which belongs to the service industry, registered an average growth rate higher than the regional average growth rate. This makes the service industryasthefastesttoincreaseintermsofaveragegrowthrate. AverageAnnualGrowthRatebyIndustry,CAR:20032008 (Inpercent)

Sourceofbasicdata:NationalStatisticsOffice,LaborForceSurvey

EmployedPersonsbyMajorIndustryGroup
The 2008 datafrom NationalStatisticsOffice (NSO) onEmployed Persons byMajor Industry Group inCAR showed that the Agriculture sector is the major employment driver in CAR followed by Service and then by Industry.Thedistributiongivenbelowholdstruetoalmostallregionswherethebulkofemploymentisshared betweenAgricultureandServicesectors. EmployedPersonsbyMajorIndustryGroup,CAR:2008 (Inthousands,exceptrate)
Industry Agriculture Industry Service AllIndustries
Sourceofbasicdata:NationalStatisticsOffice

2008 369 64 235 667

%Share 55 10 35 100.0

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The Key Employment Generators (KEGs) identified during the National Human Resource Conference (NHRC) of 2007, particularly in the North Luzon Agribusiness Quadrangle where CAR belongs were the following: Agribusiness; Cyberservices; Health,WellnessandMedicalTourism;and HotelandRestaurant. However, actual average growth rate for the past five years showed that Electricity, Gas and Water, Education, Public Administration and Defense, Compulsory Social Service and Private Households with Employed Persons have also registered an increase in terms of average growth rate, this will somehow serve asinputtoProjectJobsFitfindings.

GrossDomesticProduct

GrossDomesticProduct
The Gross Domestic Product for the period 2003 2008, revealed the agriculture industry is the key growth driver for the past five years in CAR, with an average GDP growth rate of 6.9%. Major contributors werethefollowing: AgricultureandFishery(6.9%); Forestry(4%). Followed by the Service sector with an average annual GDP growth rate of 6.4%, main contributor in this sectorwere: PrivateService(9.8%); Trade(6.8%); Finance(5.6%); Lastly Industry sector with an average GDP growth rate of 2.2% and the major contributor is Construction (7.2%).
GrossDomesticProductbyIndustry,CAR:20032008 (inmillionPhP)

Industry 2003
AllIndustries Agriculture&Fishery Forestry Mining&Quarrying Manufacturing Electricity,Gas&Water Construction TransportStorage&Communication Trade Finance OwnershipDwellingsandRealEstate PrivateService GovernmentService
Source:NationalStatisticalCoordinationBoard

YEAR 2008
30,950 4,411 36 2,840 11,385 1,977 2,580 611 1,888 142 1,093 2,737 1,250

Increment
4,838 1,131 6 160 915 388 685 122 479 31 180 902 159

%toTotal Increment
100.0 23.4 0.1 3.3 18.9 8.0 14.2 2.5 9.9 0.6 3.7 18.6 3.3

Ave. AnnualG. R.(%)

3.7 6.9 4.0 1.1 1.7 4.9 7.2 5.0 6.8 5.6 3.9 9.8 2.9

26,112 3,280 30 3,000 10,470 1,589 1,895 489 1,409 111 913 1,835 1,091

InvestmentPotentials
AsWatershedCradle(Energy) CARs physiographic character is ideal for hightechnology manufacturing industries as well as for mineral development and hydropower generation. There are 13 major river basins in the region, making it the watershed cradle of Northern Philippines. These river basins are contributors to the Luzon Power Grid which provideselectricitytotheregionanditsneighboringareas.CARSrichwaterresourcesoffergreatpotentialfor developmenttoagrowingpopulation. AsFoodBasket(Agribusiness) Cordillera is a major producer of temperate highvalue vegetables, such as broccoli, cabbage, carrots, lettuce, cauliflower, and white potatoes. About 300 varieties of upland rice produced in the region are exportedtotheUnitedStatesandJapan.Aromaticvarietiesofcoffeethatthrivebestintheareaarealsobeing produced. Cordillera, specially Benguet province, is the only place in the country where strawberries grow best. AsEcotourismDestination(Tourism) Cordillera I home to unique historical, cultural and ecotourism sites. Some ecotourism in the Region are the Banaue Rice Terraces in Ifugao; Camp John Hay Tourism Estate in Baguio City; Mt. Pulag in Benguet; Old Roman Catholic churches in Abra; Caves and Hanging Coffins in Apayao; and Palanah Falls and Hot Springs in

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Kalinga. Interesting tourism activities include playing golf, spelunking, mountain trekking, rock climbing, mountainbikingandwhitewaterraftingamongothers.

DataLimitation
Due to time and resource constraints as well as limited stakeholders participation, facts and figures gathered by DOLE CAR are merely indicative. Data inputs from NSO and BLES surveys were used to substantiatesomeofthefindingsinProjectJobsFit.

LMIdatafindingsbasedonRegionalConsultation
TheRegionalConsultationinCARwasconductedonSeptember3and8,2009withtheassistanceofDOLE CAR officers and staff. The stakeholders from both the public and private sectors have identified Key EmploymentGenerators(KEGs)withtheirCorrespondingSkillsandAssessmentofGapsandChallenges.These areenumeratedbelow: Identified KEGS with their Corresponding Skills Requirement and Assessment of Gaps and Challenges (based onProjectJobsFitRegionalConsultationCAR)
KEGS Tourism EcoTourism Hotel&Restaurant Agribusiness SKILLSREQUIREMENT ASSESSMENTOFGAPSANDCHALLENGES EcoGuides/TourGuides Highinvestmentfortechvoctraining facilities,fastchangeintechnology Waiter/Waitresses,Barista,Foodand LocaldevelopmentprioritiesofLGUsto Beverage,Baker,FrontDeskClerk bealignedwithregionalplanson employment Entrepreneurs,Agriculturists,Agricultural, Paradigmshift/changeinmindset, Engineers,AnimalHusbandry, studentsarebeingeducatedtobecome Horticulturists employeesandnotemployers Erroneousviewofthecourse,hencefew enrollees,ornoneatall,evenif agriculturecourseisbeingofferedfor freeinsomeSUCs Geologists,Youngskilledminers Depletionofresourcesinsomemining areas,resultingtojoblossorhiring stoppage Prevailingnegativepublicperceptionand itsimpactofminingtotheenvironment

Mining

EmergingIndustriesinCAR
There are two (2) emerging industries that surfaced at the CAR Stakeholders Consultations which have potentialsofgeneratingemploymentinthenext5to10years.
Industries Cyberservices Health,WellnessandMedicalTourism SkillsRequirements CallCenterAgents,Medical/LegalTranscriptionists,Technical ServicesRepresentatives TherapeuticMasseurs,Dental/OralandMaxillofacialSurgery (CosmeticDentistry,Prosthodonticsetc.),Dentaltechnicians, CosmeticSurgeons(Aesthetic,Dermatologic,Plastic& ReconstructiveSurgery),EyeCareandSightRestoration,Cancer CareandTreatment,RehabilitationMedicine

Source:ProjectJobsFitRegionalConsultation

SkillsAvailability
There were 36 higher educational institutions and 41 technical institutions in the region as of school year 20062007.ThepresenceoftheseeducationalinstitutionshasestablishedtheCordilleraRegionastheprime educational center north of Manila. Over the years, leading colleges and universities have consistently shown remarkable performance in the national board examinations, particularly in law, engineering, medicine and otheralliedmedicalcourses.By2010,theregionhopestoprovidedevelopmentorientedandrelevanttertiary andtechnicalvocationaleducation,improvedqualityofeducationalandtrainingfacilities. Data gathered from CHEDCAR shows top five graduates and enrollees by discipline group. The medical andalliedgrouptoppedthelistofsupplytheregionoffers.ItalsotoppedthenumberofenrolleesforSY2007 2008at27,015representing39.4%ofthetotalenrollmentof68,511fortheperiod.

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AssessmentofGapsandChallengesbasedontheRegionalConsultation
Top5GraduatesbyDiscipline Discipline GraduatesAY20062007 MedicalandAllied BusinessAdministrationandRelatedDisciplines EngineeringandTechnology EducationScienceandTeacherTraining ITRelatedDiscipline Top5EnrolleesbyDiscipline Discipline MedicalandAllied BusinessAdministrationandRelatedDisciplines EngineeringandTechnology ITRelatedDiscipline EducationScienceandTeacherTraining 4,781 1,906 939 633 397

GraduatesAY20062007 27,015 12,757 8,404 4,141 3,736

TESDACAR has also provided data on Assessment and Certification by Qualification. For the year June 2009theyhaveassessed3,625individualsandcertified943.

AssessmentofGapsandChallengesbasedontheRegionalConsultation
CoursesofActions/Methodsto Implementthe Recommendation 1.Tourism Highinvestmentfortechvoc Intensivemarketingdrivetoentice DOT/LGU EcoTourism trainingfacilities;fastchange investorstoinvestintraining HotelandRestaurant intechnology facilities MedicalTourism (RetirementHub) Developmentprioritiesof Localleaderstohelpputupinfra HealthandWellness localgovernmentunitsmust programs,centersandfacilitiesand bealignedwithregional institutepoliciesandregulationsthat developmentplanson willboosttheinflowofvisitors. employment Thesearesignalsforinvestorsto developorputuptouristand recreationalsites,other establishmentsandamenities, resultingtolocalemploymentand livelihoodopportunities StigmaofTVET Intensiveinformationeducation campaign/careerguidanceand Strengtheninfoexchange counselingamongparentsand betweentheGuidance children. CounselorsNetworkgroup, PESOs,keyindustryplayers, LadderizedEducationProgram withDOLEandTESDAonlabor marketinformationfor proper/appropriateinfoand Inappropriatetraining Levelingoffbetweentechvocand guidanceoftargetclientele theindustryvisvisskills (parents,children& requirementsforcurriculum academicians). enhancement. QualityofGraduates TESDAtoestablishqualitystandards ormeasureswithinthecurriculum, measuringstickofthestudents progress.Thisshouldbemadeas onerequirementofanytechvoc institutionapplyingforaccreditation. Monitoringtoolstobeestablishedto ensureindustrycomplianceand qualityofgraduates Industry DescriptionofGap/Challenge RecommendedSolutions

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Industry 2.Agribusiness CoursesofActions/Methodsto Implementthe Recommendation Lackofappropriate OJTandHandontraining experience Overqualified Regulatetheindustryas Responsibleagency.IsitDOH? deterrencetothe proliferationoffakehilots thatroblegitimateworkersof theirjustcompensation Improvemanpower TESDAandAcademeincurriculum developmentoftouristand enhancing touristrelatedestablishments speciallyfrontlineservices, managerialand entrepreneurialskillstohelp dispersebenefitsfrom tourismtolocalbusinesses andthecommunity. Trainandaccreditinspectors DOTandLGUstoworktogetherfor ofmedicalandhealth appropriatepolicydevelopment tourismestablishmentsto monitorandensurethat appropriateindustry practices,suchassanitation, hospitality,etc.areproperly observed. Trainingonindigenous TESDA,incoordinationwithDOT,to alternativehealthpractices developacurriculumthatwouldbe offeredunderthePGMATWSP Paradigmshift/changeof DepEdandCHEDtoconsider studentsmindsetare integratingaspectsofagri beingeducatedtobecome entrepreneurshipinthecurriculum employeesandnot fromelementarytohighschoolto employers. encouragethedevelopmentof entrepreneurminded/agribusiness Erroneousviewofthecourse mindedlaborsupply hencefewenrolleesornone atallevenifagriculture LadderizedEducationProgram courseisbeingofferedfor ScienceElementarySchool freeinsomeSUCs. ScholarshipunderPESFA Trainerdevelopment Facultydevelopment BridgingCourses NCAI Poorlyfundedimplementing agency(DA) Forthenationalagencyconcernedto providesupportfrompreproduction topostproduction,inpartnership withinvestors,toaddressthe financialrequirementaspectofthe industry DescriptionofGap/Challenge RecommendedSolutions

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AssessmentofGapsandChallengesbasedontheRegionalConsultation
Industry CoursesofActions/Methodsto Implementthe Recommendation Stringentloanrequirements Treatcreditwindowfacilitiesfor offinancingagencies farmersasspecialloansandnot affordableonlytoestablishedapplycommercialloans/ businessmen,limiting requirementloansevenifthefundis businessestablishment intendedforfarmers. and/orexpansion,aswellas employmentopportunities Provideentrepreneurialskills trainingsuchaspracticalbusiness andcreditmanagementtoloan beneficiariesbeforereleaseof approvedloans. LGUstoincludeintheirlocaldevt plansbudgetforlivelihood developmentastheircounterpartto investorsand/orfundingagencies RestrictivepoliciesofLGUs Provisionofincentivessuchastax hindergrowthofinvestment holidaysthatwillencouragemore opportunities profitableinvestmentinthesector. Forgovernmenttoestablishmore facilitativeandconducivepolicies StringentBFADrequirements thatwouldencourageandnotlimit thegrowthofthesector,still withoutsacrificingquality,health andsanitationaspects. Academetoestablishatracersystem Continuousconsultationwith ofitsgraduatesasoneofthebasis growingandemerging forcurriculumreview,enhancement industriesbystakeholders anddevelopment. (academe,industry,and government)forcurriculum Lackinghandsonaspectof MOAwithindustryforpracticalon review,developmentand curriculum thejobtrainingtodetermineactual enhancement skill/stofocuson/developwhilein schoolwhetheritbemanagerialor asemployee. Capitalassistanceforthe ImplementtheLGUsresponsibilitiesLGUstogetherwithDAto unemployed,particularly inagricultureandfisheries monitorimplementationof farmers,women,OFW modernizationasprovidedforunderstatedlaws. returnees,andoutofschool theLocalGovernmentCode,the youthstobecomemicro AgricultureandFisheries entrepreneurs. modernizationAct(AFMA)andthe FisheriesCode. Skillstrainingandupgrading Strengthencommunitybasedorgns TogetherwithDA,LGUsand forwomen,skilledandsemi toempowerfarmersthroughthe otheragenciestoimplementfor skilledworkers. provisionofadequatetrainingon thesector,andprovide resourcemobilization,participatory appropriateconvergent Appropriatetechnology planningandmanagement. assistance development&transferin theareasofproduction, packaging,marketing, recycling,andothernew technologies Retrainingtheunemployed forpossiblejobplacement DescriptionofGap/Challenge RecommendedSolutions

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Industry CoursesofActions/Methodsto Implementthe Recommendation ContinuousentryofimportedSustainedeffortsofgovernmentto LGUandconcernedagencies vegetablesandcutflowers containimportation thathasadverselyaffected thelivelihoodoflocalgrowers Depletionofresourcesin Assessfeasibilityofothermining MGBtoprovideappropriate someminingarea,resulting areas technicalassistance tojoblossorhiringstoppage. Regulatesmallscaleminingindustry Regulatoryfunctiontransferred andorganizethemintocooperative toLGUs. tomaximizetheirincomethrough properinvestmentsleadingtoother jobopportunities Lowhiringrate(1hiredfor StrengthenEnglishcommunication Strongrepresentationwiththe everyfivenearhires) skills,technicalskills,andvalues academetoadoptEnglishis development/enhancementof CoolorEnglishSpeaking Curriculumstillhasnot studentsthroughtheeducation Campusoranyothermeansto adjustedresponsivelyto systemfrompreschoolupforother encouragethedevelopmentof industryneeds.Nochangein schoolstoofferaselectiveorpartof knowledgebasedskills hiringrateevenaftersome theregularcourse,Englishtraininginrequirement interventionsfromboth oneoftheestablishedtraining government,privateand centers,withappropriatecreditable academe. units. Handsonaspect(OJTs)ofthecourse inrelatedindustriestobetreatedas coursecompletionandwork experience Fastturnoverrate Industrytoestablishcareer opportunitiesforadvancementin theindustrysothattheprevailing attitudewouldnotonlybeasagap forlackoftheworkopportunities andpreference DescriptionofGap/Challenge RecommendedSolutions

3.Mining

4.Cyberservices

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REGION1

EmploymentTrendsandStructures

REGION1
EmploymentTrendsandStructures
our (4) employment generators with double digit share in the total employment surfaced during the consultation on Employment Trends and Structures by Industry in Region I for the period 20032008. Enumeratedarethefollowing: WholesaleandRetailTradeSector(incrementof37%or77thousandworkers); PrivateHouseholds(17%or35thousandworkers); Fishing,(11%or22thousandworkers); PublicAdministration(10%or21thousandworkers). Othersectorswhichhaveanamplepercentageincrementwerethefollowing: Transportation,StorageandCommunication(9.1%); Manufacturing(8.7%); HotelandRestaurant(8.7%); Education(6.3%); Construction(4.3%); MiningandQuarrying(3.4%); FinancialIntermediation(3.4%); RealEstate,RentingandOtherBusinessActivity(1.9%); Electricity,GasandWater(1.4%); HealthandSocialWork(0.5%). Meanwhile,twosectorsintheindustryshowedadeclineinemploymenttrendscoveringthesameperiod 20032008andthesewere: Agriculture,HuntingandForestrywithadecreaseof44thousandworkers(21%);and Other Community, Social and Personal Service Activities declining at 0.5% or a decrease of a thousandworkers.
EmploymentTrendsbyIndustry,RegionI:20032008 (inthousands,exceptrates) Industry 2003
AllIndustries Agriculture,Hunting,&Forestry Fishing Mining&Quarrying Manufacturing Electricity,Gas,&Water Construction Wholesale&RetailTrade Hotel&Restaurant Transport,Storage,& Communication FinancialIntermediation RealEstate,RentingBusinessActivity PublicAdministration Education Health&SocialWork OtherCommunity,Social&Public ServiceActivities 1,587 680 48 2 88 5 100 254 34 130 10 20 56 53 14 45 49

YEAR 2008
1,795 636 70 9 106 8 109 331 52 149 17 24 77 66 15 44 84

Increment
208 (44) 22 7 18 3 9 77 18 19 7 4 21 13 1 (1) 35

%toTotal Increment
100.0 (21.2) 10.6 3.4 8.7 1.4 4.3 37.0 8.7 9.1 3.4 1.9 10.1 6.3 0.5 (0.5) 16.8

Ave.Annual G.R.(%)
2.6 (1.3) 9.2 70.0 4.1 12.0 1.8 6.1 10.6 2.9 14.0 4.0 7.5 4.9 1.4 (0.4) 14.3

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Sourceofbasicdata:NationalStatisticsOffice,LaborForceSurvey

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Region1

AnnualGrowthRate
Covering the years 2003 2008, average annual growth rate for all industries in Region I was pegged at 2.6%, while average annual growth rate for some sub sectors in the industry expanded faster than that of othersubsectorsfrom20032008.Thesearethefollowing: MiningandQuarrying(70%); PrivateHouseholds(14.3%); FinancialIntermediation(14%); Electricity,GasandWater(12%); HotelsandRestaurant(10.6%); Fishingsector(9.2%); PublicAdministrationandDefense(7.5%); WholesaleandRetailTrade(6.1%); Manufacturing(4.1%); RealEstate,RentingandOtherBusiness(4%); TransportStorageandCommunication(2.9%). Sub sectors which registered an average growth rate lower than the regional average were Construction, andHealthandSocialWorkwhichregisteredanaveragegrowthrateof1.8%and1.4%respectively. Meanwhile,thefollowingsectorspostednegativegrowthratesforthegivenperiod: Agriculture,HuntingandForestry(1.3%); OtherCommunity,SocialandPersonalServiceActivities(0.4%). For the period covering 2003 2008, all of the subsectors which belong to the Service sector except HealthandSocialWorkwhichregisteredanaveragegrowthratelowerthantheregionalaveragegrowthrate. ThismakestheServicesectorasthefastesttoincreaseintermsofaveragegrowthrate.
AverageAnnualGrowth RatebyIndustry,RegionI:20032008 (Inpercent)

Sourceofbasicdata:NationalStatisticsOffice,LaborForceSurvey

The Key Employment Generators (KEGs) identified during the National Human Resource Conference of 2007,particularlyontheNorthLuzonAgribusinessQuadranglewhereRegionIbelongs,werethefollowing: Agribusiness; Cyberservice; Health,wellnessandmedicaltourism;and Hotelsandrestaurant. However, actual average growth rate for the past five years shows that Mining and Quarrying, Private HouseholdswithEmployedPersons,FinancialIntermediation,Electricity,GasandWaterandFishingregistered a growth rate much higher than the regional figure, this will somehow serve as input to Project JobsFit findings. Sub sectors which posted a negative average growth rate covering the years 2003 2008 were Agriculture,HuntingandForestry(1.3),andOtherCommunity,Social&PersonalServiceActivities(0.4).

The 2008 data from National Statistics Office (NSO) on Employed Persons By Major Industry Group in RegionI,showedthattheServicesectoristhemajoremploymentdriverinregion,followedbyAgricultureand then by Industry. The distribution given below holds true to almost all regions where the bulk of employment issharedbetweenServiceandAgriculturesectors.

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EmployedPersonsbyMajorIndustryGroup

GrossDomesticProduct

EmployedPersonsbyMajorIndustryGroup,RegionI:2008 (Inthousands,exceptrate) Industry 2008 %Share

Agriculture Industry Service AllIndustries
Sourceofbasicdata:NationalStatisticsOffice

706 232 859 1,795

39.3 12.8 47.9 100.0

GrossDomesticProduct
Based on the NSCB data on Gross Domestic Product by Industry covering the period 2003 2008, the key growthdriverinGDPforthepastfiveyearsinRegionI,istheIndustrysectorwithanaverageGDPgrowthrate of6.2%.Majorcontributorsinthesaidsectorwere: MiningandQuarrying(6.3%); Manufacturing(5.8%); Electricity,GasandWater(5.1%); Construction(6.5%). The Service sector had an average GDP growth rate of 5.6% and Agriculture sector with an average GDP growthrateof5.1

GrossDomesticProductbyIndustry,RegionI:20032008 (inmillionPhP) Industry 2003

AllIndustries Agriculture&Fishery Forestry Mining&Quarrying Manufacturing Electricity,Gas,&Water Construction Transport,Storage,& Communication Trade Finance OwnershipDwellingsandReal Estate PrivateService GovernmentService
Source:NationalStatisticalCoordinationBoard

YEAR 2008
41,224 17,117 1 301 2,139 349 3,328 2,458 6,966 735 3,346 2,176 2,308

Increment
8,832 3,485 3 72 484 71 814 659 1,779 174 553 444 300

%toTotal Increment
100.0 39.5 0.0 0.8 5.5 0.8 9.2 7.5 20.1 2.0 6.3 5.0 3.4

Ave. AnnualG. R.(%)

5.5 5.1 15.0 6.3 5.8 5.1 6.5 7.3 6.9 6.2 4.0 5.1 3.0

32,392 13,632 4 229 1,655 278 2,514 1,799 5,187 561 2,793 1,732 2,008

DTIIndustryProspects
InvestmentInitiatives PoroPointSpecial EconomicandFreePort Zone IlocusSurSpecial EconomicandFreePort Zone Skills/OccupationalRequirements Professionalengineers(civil,structural,mechanical,electrical,electronicsand communications),masons,steelmen,welders,heavyequipmentoperators (crane,payloader,bulldozer,backhoe,roadgrader,dumptruckdriver),heavy equipmentmechanics,electrician,electricaltechnician,mechanicaltechnician, instrumentationtechnician,machineoperators,machinist,tinsmith,production crew,foodprocessors,I.T.personnel,bookkeeper,accountingpersonnel

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Region1


InvestmentInitiatives SanJuanSurfingArea ViganHeritageVillage HundredIsland PagudpudBeach CapeBolinaoLighthouse TradeandIndustry Skills/OccupationalRequirements Waiter/waitress,baker,bartender,chef/cook,foodandbeverageattendant, foodserver/handler,frontofficeattendant,hotelreservationofficer,tourguide, kitchenspecialist,housekeepingservice,languagespecialist,driver,I.T. personnel,bookkeeper,accountingpersonnel,lifeguard,surfinginstructor

Frontdeskpersonnel,salespersonnel,salesrepresentative,customerrelations officer,marketer,marketanalyst,I.T.personnel,bookkeeper,accounting personnel Farmmachineryoperator,farmtechnician,livestocktechnician,aquaculturist, agriculturalengineer.

AgriBusiness

Source:ProjectJobsFitRegionalConsultationROI

DataLimitation
Due to time and resource constraints, as well as limited stakeholders participation, facts and figures gathered by DOLE RO 1 are merely indicative. Data inputs from NSO and BLES surveys were used to substantiatesomeofthefindingsinProjectJobsFit.

LMIdatafindingsbasedonRegionalConsultation
The Regional Consultation in Region I was conducted on August 28 and September 4, 2009 with the assistance of DOLE Region I officers and staff. The stakeholders from both the public and private sectors have identified Key Employment Generators (KEGs) with their Corresponding Skills and Assessment of Gaps and Challenges.Thesewereenumeratedbelow: IdentifiedKEGSwiththeirCorrespondingSkillsRequirementandAssessmentofGapsandChallenges(based onProjectJobsFitRegionalConsultationinRegionI)
KEGS Agriculture 1. CropProduction 2. Livestock 3. Fishery SKILLSREQUIREMENT FarmMachineryOperators,Farm Technicians LivestockTechnicians AquaCulture,MarineBiologists,Fish CageCaretakers,FisheryTechnicians ASSESSMENTOFGAPSAND CHALLENGES Lowenrollment,Lackofeducational institutionsofferingagribusiness course Inadequateskillsofavailablelabor supply Agriworkersintheinformalsectordo notenjoythesamebenefitsasthose intheformalsector Expensivecostoftrainingfor specializedcompetencieslikeheavy equipmentoperationandinsulation andlackofequipmenttobeusedfor suchtrainings HardtoFilljobs/occupationsnot offeredbyEducationalInstitutions (HEIs/TVIs)

Industry 1. Manufacturing 2. Construction 3. Electricity,GasandWater

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Services 1. Transportation,Storage andCommunication 2. Trade

MachineOperators,ProductionCrew, Welders,Machinists,Tinsmith HeavyEquipmentOperators, Pipefitters,Welders,TileSetters, Masons,Plumbers,Steelmen, Engineers,Electricians, Warehousemen,AirconTechnicians, HeavyEquipmentMechanics ProfessionalElectricalEngineers, MechanicalEngineers,Chemical Engineers,SanitaryEngineers, Operators,ElectricalTechnicians, InstrumentationTechnicians, MechanicalTechnicians Drivers,AutoDieselMechanics, ForkliftOperators,Electronicsand CommunicationEngineers,ICTs,Cell phoneTechnicians FrontDeskPersonnel,SalesPersonnel, SalesRepresentative,Customer RelationsOfficer,Marketer,Market

HardtoFilljobs/occupationsnot offeredbyEducationalInstitutions (HEIs/TVIs)

EmergingIndustriesinRegionI
KEGS 3. 4. Hospitals/Clinics SecurityService EducationalInstitutions PersonalCare PrivateServices HotelandRestaurants Finance SKILLSREQUIREMENT Analyst,I.T.personnel,Bookkeeper, AccountingPersonnel Appraiser,Adjuster,Teller,Account Executives,Bookkeeper,Credit Investigators,Collectors,Actuarian Waiter/Waitress,Baker,Barista, Bartender,Butler,Chef,Cook,Food andBeverageAttendant,Food Server/Handler,FrontOffice Attendant,HotelReservationOfficer, TourGuide,KitchenSpecialist, HousekeepingService,Language Specialist Nurses,Midwives,Dieticians, Physicians,PhysicalTherapist, Radiologists,MedicalTechnicians, Cardiologist,Ophthalmologists, Dentists,Orthopedics,Surgeon, Pharmacists,MedicalTranscriptionist, MedicalSecretaries SecurityGuards,Investigators,Fire Fighters LicensedTeachers,SpecialEducation Teachers,Researchers,Librarians, LicensedGuidanceCounselors, Accountants,Registrars,HRManagers Hairdressers,Barbers,Beauticians, PhysicalTherapist,HairStylist, Masseurs,Dermatologists,NailArtist DomesticHelpersandRelated HouseholdWorkers,Productionand RelatedWorkers,Nurses,Waiters, BartendersandRelatedWorkers, WiremenElectrical,Plumbersand Pipefitters,Charworkers,Cleanersand RelatedWorkers,ServiceWorkers, Laborers/Helpers,WeldersandFlame cutters,CooksandRelatedWorkers, CaregiversandCaretakers,Supervisor ProductionandGeneralForemen, CarpentersJoinersandParquetry Workers,Bricklayers,StoneMasons andTileSetters,MachineFitters, AssemblersandPrecisionInstrument Makers. ASSESSMENTOFGAPSAND CHALLENGES Accreditedtrainersonspecialized skillsarediminishingduetolowpaw andmigration SkillsQualificationofapplicantsdonot meet/matchactualjobrequirements. Curriculumdoesnotaddressthe competenciesrequiredbythe industries Salaryofmedicalandhealth professionalnotcompetitive Lowpassingrateininternational licensureexaminationssuchasNCLEX, CGFNS,IELTS,etc.Lowcomplianceof OSHandGLSduetolackofawareness Difficultyoflicensedteacherstolanda jobbecauseoftheLocalizationLaw Limitedpermanentitemsforteachers Qualitystandardsofexisting educationalinstitutionsnotatpar withinternationalemployment standards

OverseasEmployment

Lackoftraining/skillsproficiencyof overseasjobapplicants DifficultyofNursestoapplyfor overseasjobbecauseoflackorno workexperience Communicationbarriers NoemploymentforOFWreturnees whohavejustfinishedtheir employmentcontractsaswellas displacedworkers

EmergingIndustriesinRegionI
Thereweretwo(2)emergingindustriesthatsurfacedalongtheconductoftheStakeholdersConsultation inRegionIwhichhavepotentialsofgeneratingemploymentinthenext5to10years.
Industries Mining PowerandUtilities SkillsRequirements SkilledMiners,StoneCutters,Carvers,QuarryWorkers ElectricalControlOperator,EquipmentOperator,Electrical Technician,MechanicalTechnician,Mechanic

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Source:ProjectJobsFitRegionalConsultation

Region1

SkillsAvailability
The regional consultation yielded limited estimates as to the quantity available supply of skills per industry, except for the number of college graduates per major area of discipline from CHED and summary of GraduatesasTestedandCertifiedbyTESDA. Based on the data from CHED for the period 2007 to 2009, Most popular degree programs based on the averagenumberofenrolleesbydisciplinefora3yearperiod(20072009)wereNursing(30,817),Elementary Education (6,433)and, Hotel and Restaurant Management (6,016). Most average number of Graduates by Discipline for a 3 year period (2006 2008) were Medical and allied Courses (8,227), Business Administration (3,862)and,EducationScienceandTeacherTraining(3,670).FromDecember2008uptoJuly2009TESDAhave testedandcertified76,605and59,677graduatesrespectively.

AssessmentofGapsandChallengesbasedontheRegionalConsultation
Industry Agriculture CropProduction Livestock Fishery IndustrySector Manufacturing Construction Electricity/Water Descriptionof Gap/Challenge RecommendedSolutions CoursesofActions/Methods toImplementthe Recommendation Intensifyadvocacythrough guidancecounselingonthe prospectsofagribusiness Provisionoftrainingfunds

Lowenrollment Advocacyonthelabordemandfor Lackofeducational agribusinessduringcareerand institutionsofferingagri employmentguidancecounselingto businesscourses encouragegraduatinghighschool studentstoconsiderthepursuitof agribusinesscourses InadequateskillsofavailableSkillsretooling/upgrading laborsupply InformalsectoragriworkersProvisionofnowagebenefitsand donotenjoythesame otherincentives benefitsasthoseinthe formalsector Expensivecostoftrainingfor specializedcompetencies likeheavyequipment operationandinsulators& lackofequipmentfacilities tobeusedforsuchtrainings Machines/equipmentusedin industriesshouldalsobeprovidedin traininginstitutions(TESDA&TVIs). Continuouscompetencyassessment andcertificationofskilledworkers Lowenrollment Accessibilityandequityfor Hardtofilloccupationsnot employmentopportunities offeredbyEducational Institutions(HEIs/TVIs)

Page

ServicesSector TransportStorage& Communication

Hardtofilloccupationsnot offeredbyEducational Institutions(HEIs/TVIs)

EstablishBlueDeskJobsinallTVIs, PESOsandLGUs

Advocacyonproductivity AlreadyincludedinTESDAs PangulongGloriaScholarship (PGS) TieupwithDPWHrelativeto HeavyEquipmenttrainings Strengtheningofgovernment andindustrytieupsfor companybasedtraining programs RegistrationofTVIsand companiesundertheDual TrainingSystem Initiatelinkageswith governmentandNGOstotap moretrainorsinvariousskills trainings Encouragetheprivate investorstoputupTVIsinnot wellservedareas AlreadypartofTESDAsand TVIsaccreditedprograms MakeBlueDesksJobs availableinallTVIs,PESOsand LGUs

79

AssessmentofGapsandChallengesbasedontheRegionalConsultation
CoursesofActions/Methods toImplementthe Recommendation Trade Rationalizetheladderized programofTESDAconsidering thepresentrealitiesofthe educationsystem Finance Accreditedtrainerson Continuoustrainingoftrainersto ImplementExpandedTertiary specializedskillsare copewithdemand EquivalencyAccreditation diminishingduetolowpay Program(ETEAP) andmigration Forprivateinvestorsto PrivateServices Skillsqualificationof Provisionoftrainingprogramson providebetterincentivesto Hotel&Restaurant applicantsdonot careerguidancecounselingto accreditedtrainersof meet/matchactualjob guidancecounselors specializedskills requirements CareercounselingofsecondaryHS TotapqualifiedOFWsaspart Curriculumdoesnotaddressstudentsontheskillsdemand timetrainers thecompetenciesrequired inpriorityindustries bytheindustries MOAsigningbetweenthe DOLEandtheAssociationof GuidanceCounselorsin RegionI Cyberservice/ LackofICTskillssuchas RecommendationforCHED/DepEdto ForDepEdtomakecareer BPOs animator,graphicartist,webintensifythestudy/exposureonICT counselingmandatorytoall developer graduatinghighschool studentsinallsecondary educationalinstitutions PoorEnglishproficiencyof IntensifytheusageofEnglish graduates languageasamediumof Inclusionofindemandskills communicationotherthannative forICTinCapabilityTraining tongue CoursesofferedbyTraining Centers(govt)and EducationalInstitutions PoorEnglishproficiencyof Specialized investmentonTechnology graduates qualifications/competencies/ Intervention experienceofteachersthru continuoustrainings DepEd/CHEDtoreview curriculumtoimproveEnglish Communicationskills Establishassessmentcenters forteachers Englishlanguageproficiency programsforbothteachers andstudents PersonalCare PoorEnglishproficiencyof Specialized Foreducationalinstitutions graduates qualifications/competencies/ offeringHRMcoursesto experienceofworkersthru strengthentheirtieupswith continuoustrainings hotelownersandoperatorsto improveservicequality TechVocgraduatestoavailof TESDAslanguageskills trainingprograms Industry Descriptionof Gap/Challenge RecommendedSolutions

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Region1

PROJECTJOBSFITConsultation SummaryReport

REGION2

EmploymentTrendsandStructures

REGION2
EmploymentTrendsandStructures

Overing the period 2003 2008, the employment performance of the labor market in Region II it revealedthattherearetwo(2)employmentgeneratorswithdoubledigitshareinthetotalemployment. Thesearethefollowing: Agriculture, Hunting & Forestry Sector registered an increment of forty three percent (43.1%) or 44thousandworker; Wholesale and Retail Trade with an increment of almost twenty seven percent (26.5%) or 27 thousandworkers. Othersectorswhichhaveanamplepercentageincrementwerethefollowing: Transportation,StorageandCommunication(9.8%); Educationat8.8%;PrivateHouseholdswithEmployedPersons(7.8%); RealEstate,RentingandOtherBusinessActivity(4.9%); PublicAdministration(2.9%); Manufacturing,FinancialIntermediationandHealthandSocialWork(2.0%each); MiningandQuarrying(1.0%). Meanwhile,threesectorsintheindustrymanifestedadecliningemploymenttrendinsameperiod: Constructionwithadecreaseof8thousandworkers(7.8%); Other Community, Social and Public Service Activities with a decrease of 4 thousand workers (3.9%); Fishingwithadeclineof1thousandworkers(1.0%). However,theElectricity,GasandWatersectorremainedunmovedforthegivenperiod.
EmploymentTrendsByIndustry,RegionII:20032008 (inthousands,exceptrates)

Industry 2003
AllIndustries Agriculture,Hunting&Forestry Fishing Mining&Quarrying Manufacturing Electricity,Gas&Water Construction Wholesale&RetailTrade Hotel&Restaurant TransportStorage& Communication FinancialIntermediation RealEstateRentingBusiness Activity PublicAdministration Education Health&SocialWork OtherCommunity,Social&Public ServiceActivities PrivateHouseholds

YEAR 2008
1,350 782 11 2 43 3 45 173 20 74 10 11 58 44 10 21 43 1,248 738 12 1 41 3 53 146 18 64 8 6 55 35 8 25 35

Increment
102 44 (1) 1 2 (8) 27 2 10 2 5 3 9 2 (4) 8

%toTotal Increment
100.0 43.1 (1.0) 1.0 2.0 (7.8) 26.5 2.0 9.8 2.0 4.9 2.9 8.8 2.0 (3.9) 7.8

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Sourceofbasicdata:NationalStatisticsOffice,LaborForceSurvey

Region2

AnnualGrowthRate
From 2003 2008 some sub sectors in the industry have expanded faster than the other subsectors as regardstheaverageannualgrowthrate.Thesearethefollowing: MiningandQuarrying(20%); RealEstate,RentingandOtherBusiness(16.7%); Education(5.1%); HealthandSocialWorksector(5%); PrivateHouseholdswithEmployedPersons(4.6%); WholesaleandRetailTrade(3.7%); TransportStorageandCommunication(3.1%); HotelsandRestaurant(2.2%). Averageannualgrowthratecoveringtheyears20032008forallindustriesinRegionIIisat1.6%. Industrysectorswhichregisteredanaveragegrowthratelowerthantheregionalaveragewerethefollowing: Agriculture,HuntingandForestry(1.2%); PublicAdministration&Defense,CompulsorySocialSecurity(1.1%); Manufacturing(1.0%). Meanwhile,thefollowingsectorsregisterednegativegrowthratesforthegivenperiod: OtherCommunity,SocialandPersonalServiceActivities(3.2%); Construction(3.0%); Fishing(1.7%). TheindustrysectorofElectricity,GasandWatersectorremainedunchangedinthegivenyear. Fortheperiodcovering20032008,mostofthesubsectorswhichbelongtotheServicesector,registered an average growth rate higher than the regional average growth rate. This makes the Service industry as the fastesttoincreaseintermsofaveragegrowthrate.
AverageAnnualGrowthRatebyIndustry,RegionII:20032008 (Inpercent)

Sourceofbasicdata:NationalStatisticsOffice,LaborForceSurvey

EmployedPersonsbyMajorIndustryGroup
The 2008 data from National Statistics Office (NSO) on Employed Persons by Major Industry Group in RegionIIshowedthattheAgriculturesectoristhemajoremploymentdriverintheregionfollowedbyService and then by Industry. The distribution given below holds true to almost all regions where the bulk of employmentissharedbetweenAgricultureandServicesectors.
EmployedPersonsbyMajorIndustryGroup,RegionII:2008 (Inthousands,exceptrate) Industry 2008 %Share
Agriculture Industry Service AllIndustries
Sourceofbasicdata:NationalStatisticsOffice

793 93 464 1,350

58.7 6.9 34.4

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100.0

 The Key Employment Generators (KEGs) identified during the National Human Resource Conference of 2007,particularlyinNorthLuzonAgribusinessQuadranglewhereRegionIIbelongswerethefollowing; Agribusiness; Cyberservices; Health,WellnessandMedicalTourism;and HotelsandRestaurants. However, actual average growth rate for the given year showed that Mining and Quarrying, Real Estate, Renting and Other Business Activities, Education, Financial Intermediation and Private Households with Employed Persons have also registered a growth rate much higher than the regional figure, this will serve as inputtotheProjectJobsFitfindings.

GrossDomesticProduct
The Gross Domestic Product in Region II for the period 2003 2008 revealed that industry sector is the key growth driver for the past five years, is the Industry sector with an average GDP growth rate of 6.2%. Majorcontributorsinthesaidsectorwerethefollowing: MiningandQuarrying(21.7%); Manufacturing(5.8%); Electricity,GasandWater(5.5%);and Construction(5.8%). Agriculture sector comes in second with an average GDP growth rate of 4.3%. Main contributor in this sector is Forestry (98.1%), and Service sector with an average GDP growth rate of 4.0 and the major contributoristheFinancesector(6.3%)
GrossDomesticProductByIndustry,RegionII:20032008 (inmillionPhP)

Industry 2003
AllIndustries Agriculture&Fishery Forestry Mining&Quarrying Manufacturing Electricity,Gas&Water Construction TransportStorage&Communication Trade Finance OwnershipDwellingsandRealEstate PrivateService GovernmentService
Source:NationalStatisticalCoordinationBoard

YEAR 2008
27,678 13,673 183 198 955 533 2,772 1,614 3,249 348 1,950 358 1,845

Increment
5,073 2,320 152 103 216 115 620 329 594 83 233 50 258

%toTotal Increment
100.0 45.7 3.0 2.0 4.3 2.3 12.2 6.5 11.7 1.6 4.6 1.0 5.1

Ave. AnnualG. R.(%)

4.5 4.1 98.1 21.7 5.8 5.5 5.8 5.1 4.5 6.3 2.7 3.2 3.3

22,605 11,353 31 95 739 418 2,152 1,285 2,655 265 1,717 308 1,587

DTI/NEDAIndustryProspects
The development themes for North Luzon Agribusiness Quadrangle (NLAQ) are to make the region the food basket of Luzon and Metro Manila through agriculture and mariculture development, and enhance its investment climate. The table below shows the specific strategies and activities on Regions I, II, CAR and portionsofregionIIIforthedevelopmentofthesaidthemes.
Strategy Activity Expansionofmaricultureandfishery potential Focusarea/entity Oyster,musselandseaweed productioninBondoc,Pagudpud, Balaoan,Sto.Tomas,Dasol,Anda

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Diversification

Region2


Strategy SUCsresearch,developmentand extensionactivities Activity Focusarea/entity BenguetStateUniversity CentralLuzonStateUniversity DonMarianoMarcosState University Giantbambooandmushroom productioncenterinIsabela Livestockandpoultrydevelopmentin Region2

Researchanddevelopmentprojects on: highlandvegetablefarmingand forestplantation aquacultureandfisheries silkwormculture Demonstrationfarmestablishment Facilitationoftechnology disseminationandadoption Constructionandrepairof PhP13millionallocationforgrains postharvestfacilitiesandequipment highwaybulkhandling,coldstorage andiceplantsforlivestockand fisheries Generationofnewandrehabilitation PhP18.641billionallocationfor andrestorationofirrigatedareas constructionandrestorationofthree majorirrigationprojects,covering 125.614hectaresandcontributing 1.4millionmetrictonstoannualrice production.

AgnoRiverIrrigationProjectwill provideyearroundirrigationto 34,450hectares,benefit28,000 familiesin17municipalitiesand citiesinPangasinanandcontribute anadditional110,000metrictons (MT)tothecountrysriceproduction.

Generationofnewandrehabilitation andrestorationofirrigatedareas

BanaoangPumpIrrigationProjectwill provideirrigationto6,312hectaresin eightmunicipalitiesinthefirst districtofIlocosSur,add72,900MT ofriceannuallyandbenefit5,334 farmhouseholds. CasecnanMultipurposeIrrigation andPowerProjectwillgeneratea totalserviceareaof82,020hectares, andbenefit49,130farmerfamilies andcontributeadditional1.2million MTofricetototalriceproduction. PhP200millionfortherehabilitation andconstructionofsmallirrigation systemstocover300,000hectaresof unserviceablefarmlands Establishmentofgroundwater irrigationsystems

DataLimitation
Due to time and resource constraints, as well as limited stakeholders participation, facts and figures gathered by DOLE RO II are merely indicative. Data inputs from NSO and BLES surveys were used to substantiatesomeofthefindingsinProjectJobsFit.

LMIdatafindingsbasedonRegionalConsultation
The Regional Consultations in Region II were conducted on August 24 and 25, 2009 with the assistance of DOLERegionIIofficersandstaff.ThestakeholdersfromboththepublicandprivatesectorshaveidentifiedKey EmploymentGenerators(KEGs)withtheirCorrespondingSkillsandAssessmentofGapsandChallenges.These areenumeratedbelow:

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EmergingIndustriesinRegionII IdentifiedKEGSwiththeirCorrespondingSkillsRequirementandAssessmentofGapsandChallenges(based onProjectJobsFitRegionalConsultationinRegionII)

KEGS Agriculture 1. Agribusiness 2. AgriFishery 3. AgricultureSection:Rice CertifiedSeed Production 4. OrganicFarming 5. DecorativeCrafts Hotel&Restaurant HealthWellness&Tourism EcotourismSea Sports SKILLSREQUIREMENT RootCropFarmers,OrchardFarmers, Coffee/CacaoFarmers,Food Processors/HandPackers,Agricultural Engineers,CoconutProcessors, LivestockDairyFarmers,Animal Producers,Chemists,Chemical Engineers,MechanicalEngineers, FarmTechnicianswithholistic orientationandexpertisein agriculture AquaCultivators,SeaweedCulture, CoastalFishingProduction Farmers(Land preparation/fertilization,plantingand harvesting)Integratedpest management,Postharvesting Skillsoncompostingwasterecycling, organicpest,organicfertilization production Christmasdcormaker,Candlemaker Cooks/Chefs,Bartenders,Barista, FrontDeskOfficers,Receptionist MassageTherapist,PhysicalTherapist, Bartenders,Receptionists,Tour Guides FloraandFaunaSpecialists,Mountain TrekkingGuides,Lifeguards,Scuba divinginstructors,Designers, Operators Pilots,GroundEngineers,Stewardess ASSESSMENTOFGAPSAND CHALLENGES Onlypublicschoolsofferagricultural courses. FewstudentsconsiderAgricultureas acourseincollegebecausetheylook atitasanonrespectableandlow payingjob.Themindsetofthe youngergenerationisthat agricultureisfortheoldandthelaid back Infrastructuresupportsuchas processingplantsandstorage facilities Noinventoryofskillsavailableat farmsites(amongfarmers) Farmingnotincludedasacoursein someagriculturalschools

Opencoursesalongecotourism

Aviation

Construction

Roofers,FloorLayers,TileSeers, Sandblasters,InsulationWorkers,Pipe Fitters,Masons,Carpenter,Plumber, BuildingWiringInstallationWorkers

Mining

Miners,Shotfirers,StoneCutters, Carvers,QuarryWorkers

Fewstudentstakeupaviation coursesbecausetuitionfeeistoo expensive Onlythepooraretheones interestedtotakethese job/occupationalskills,TechVoc graduatesoftheseskillscouldno longerbelocated. Younggenerationhasaperception thattheseoccupationsarelowlevel andlowpayingjobs Noschoolsinthelocalitywhichoffer thesecoursesorskillstraining

EmergingIndustriesinRegionII
There are four (4) emerging industries that surfaced along the conduct of the Stakeholders Consultation inRegionIIwhichhavepotentialsofgeneratingemploymentinthenext5to10years.
Industries NewandRenewableEnergy EthanolProduction WindPowerPlant MiniHydro SkillsRequirements ChemicalEngineers,EthanolProcessingMachineOperators Engineers,Lineman

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Region2


Industries Maritime ShipBuilding Welders(SMAW,GMAW,RAC)Noavailableplacementinthe region AnimeTechnicians,ComputerTechnicians,SystemsAnalysts& Designers,ComputerProgrammers,CardDealers& Supervisors,CallCenterAgents Carddealingnumeracyskills(accountingandengineering graduates)ComputerliterateMandarinlanguagespeakers Specialistinhardwareandsoftwaredevelopmentand production ArtsandSciencesTeachers,BusinessandAccountancy Teachers,CriminologyTeachers(Dearthofjobopportunities alongtheseareas.Alsoconsideredasalowpayingjob) SkillsRequirements

Cyberservices Entertainmentindustry/Internet earning InformationTechnology Education

Source:ProjectJobsFitRegionalConsultation

SkillsAvailability
The regional consultation yielded an absence estimates as to the quantity available supply of skills per industry, except for the number of college graduates in the public and private institution from CHED and summaryofTechVocGraduatesfromTESDA. NumberofGraduates(TechVocandCollege),RegionII:20062008 Indicator 2006 2007 2008 TechVocGraduates 20,802 22,897 25,149 CollegeGraduates 14,851 17,329 16,058 Source:ProjectJobsFitRegionalConsultation Based on the data from TESDA for the period 2006 to 2008, most graduates per skills category were Agribusiness (105,622), Cyberservices (25,858) and, Tourism/Hotel & Restaurant (16,429). Most number of Graduates by Discipline for a 3 year period (2006 2008) were Teacher Education (9,914), Business and Accounting related courses (9,640) and, Health and allied courses (7,705). For a reference period, TESDA have assessedandcertified57,968and35,070graduatesrespectively.

AssessmentofGapsandChallenges
Industry 1.Agriculture a.Agribusiness b.AgriFishery c.Agriculture section:Rice d.Organicfarming DescriptionofGap/Challenge Onlypublicschoolsoffer agriculturecourses Fewstudentsconsider Agricultureasacoursein collegebecausetheylookatit asanonrespectableandlow payingjob.Mindsetthat agricultureislefttothecare oftheoldandthelaidback Infrastructuresupportsuchas processingplantsandstorage facilities Noinventoryofskillsavailable atfarmsites(amongfarmers) Farmingnotincludedasa courseinsomeagricultural schools RecommendedSolutions Includeandpromote agricultureasacoursein college Encouragerelatedagencies todoresearchdevelopment Synchronizedplanning throughtheinvolvementof allstakeholdersinallthe levelsofplanningfrom concerns/issues identificationuptothe implementationscheme SurveybyDA/DAR/RATSI, andFarmerscooperativeof skillsinventoryinthefarm site. Developmentofprograms forOrganicfarming CoursesofActions/Methods toImplementthe Recommendation TESDAtooffershortcourses onagriculture DA,DARtopromote,enhance agribusiness RegionalplanofNEDAshould considerrealneeds,thatis contextualizedtotheresources andskillsrequirements. DA,DAR,CDA&RATSIto empowerfarmercooperatives Governmentto institutionalizedfarm,school basedagriculturalareas DA,DAR,CDA&RATSIto formulategovernmentsupport programprojects/policies

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AssessmentofGapsandChallenges
CoursesofActions/Methods toImplementthe Recommendation DA,DARandRATSItoidentify farmsareasfororganicfarming andfarmcooperativeengaged inorganicfarming RegionalplanofNEDAshould considerrealneeds,thatis contextualizedtothe resourcesandskills requirements FormaTWG/councilwith representationfromDOH, DOT,PNP,TESDAtoidentify specificskillsandformulate trainingregulation Governmenttooffer scholarshipalongthese courses. TESDAtoofferscholarships alongtheindemandskills. TESDAtodeviseamonitoring schemetotrackthegraduates Intensifyadvocacy Expandplacementprogram Publishsuccessstories Governmentshouldhelp withtheorganization/ association/guildsofindustry. Setupalternativefuel industryassociation Governmenttosubsidizedand fundbiochemicalandethanol production Powerplantsstrictmonitoring ofperformance ForNEAandTESDAtoprovide trainingsonBasicand AdvancedLinemanTraining Courseandrelatedcourses. Provisionofstateoftheart equipments

Industry e.DecorativeCraft

DescriptionofGap/Challenge Strengtheningofskills developmentprogramsofthe DepartmentofAgriculture (DA)andDepartmentof TradeandIndustry(DTI) Competitiveairportfacilities andsupportservicesfor tourism Fewstudentstakeup aviationcoursesbecause tuitionfeeistooexpensive Onlythepooraretheones interestedtotakethese courses.Graduatesofthese coursescouldnolongerbe located Thesefactorsarenot attractivetoenrollees (althoughthesearein demandatpresent) Theyregardthesecourses asanonrespectableanda lowpayingjob. CultureFilipinochildrendo notliketoinheritthe occupationoftheirparents

RecommendedSolutions

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2.Hotel&Restaurant 3.Health,Wellness& Tourism a.EcotourismSea Sports 4.Aviation 5.Construction/ Energy a.TechVocprovider (SICATTESDA, SantiagoCity) b.Energyindustry 1.ethanol Production 2.WindPowerPlant

Establishtrainingregulation forskillsmentioned Increaseintechnical knowledge,skillsandwork values

Revisitingofvision/goalsat theendoftheyearto provideintervention Coordinationwithconcerned governmentandnon governmentagenciesforthe capitalrequirementsof infrastructuretohoteland tourismindustry Opencoursesinecotourism asenumeratedincolumn#2 TrainingInstitutionsshould upgradetheirequipments& facilitiestoenhance instruction. Massiveinformationdrive oftheskillsneeded/industry demand. Attractinvestorsthatwill generatejobs Governmenttoprovidetax incentives/holidaysto investors SuccessfulOFWsto promotebluecollarjobs. Designandimplement,skills trainingonallskillsrequired bytheenergyindustry Acceptanceofonthejob traineeswithbackgroundin electricity.Includework valuestrainingsduringtheir OJT. Conducttrainingsin coordinationwithNEAand TESDA. Provisionofneeded

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Region2


Industry 3.MiniHydroPower Plant(Minanga, Penablanca) 6.Mining 7.Cyberservices a.Entertainment industry/Internet Earning b.Information Technology DescriptionofGap/Challenge Noschoolsofferingonthese courses SPUPjustrecentlyopened courseonanimation Skillsnottaughtintechvoc schoolsinCagayan ITresourcesandcapability RecommendedSolutions equipmentsandmaterialsin theconstructionof distributionlines SUCstoopencoursesalong thisindustry. Encourageinvestorstoput upcallcenterintheregion Setupshortcoursesincard dealingandInternetgaming. DevelopTrainingRegulation forcarddealing,andInternet gaming Pursuelinkages(domestic andinternational)inthe developmentofIT Integrationofprogramsfor costeffectivenessand operationalefficiency DOLEtosolicitjobvacancies fromothercountries CoursesofActions/Methods toImplementthe Recommendation SUCstoopencourseson animationforcheaper education. Governmenttooffer incentivestoinvestors Conduct/developTraining ModulesforTrainers SUCsandTESDAtodevelop trainingregulationonthe Internetgamingcarddealing. Refinementofplanasper accomplishmentreports. Governmenttoexplore placementsofthesevacancies fromothercountries Governmenttolookfor placementhereandabroad.

8.Maritime a.ShipBuilding 9.Education

Noavailableplacementinthe region Dearthofjobopportunities alongtheseareas.Also consideredalowpayingjob.

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PROJECTJOBSFITConsultation SummaryReport

REGION3

EmploymentTrendsandStructures

REGION3
EmploymentTrendsandStructures
or the period 2003 2008, two (2) employment generators with double digit share in the total employment turnedup in the consultation on Employment Trends andStructures inRegion III, thepair comprisedof: WholesaleandRetailTradeSector(incrementof33.3%or143,000workers); PrivateHouseholdswithEmployedPersons(17.7%or76,000workers); Theothersectorswhichhaveamplepercentageincrementwerethefollowing: Transportation,StorageandCommunication(9.8%); HotelandRestaurantsector(8.8%); RealEstate,RentingandOtherBusinessActivity(8.6%); PublicAdministration(7%); Education(6.3%); Agriculture,HuntingandForestry(6.3%); Construction(3.7%); HealthandSocialWork(2.1%); Manufacturing(0.7%); FinancialAdministration(0.7%); Electricity,GasandWater(0.5%);and Fishingsector(0.2%). Meanwhile, only one sector in the industry showed a decline in employment trend covering the same period and these was Other Community, Social and Public Service Activities, 5.8% or a decrease of 25,000 workers.However,theMiningandQuarryingsectorremainedunchangedforthegivenperiod.
EmploymentTrendsByIndustry,RegionIII:20032008 (inthousands,exceptrates)

Industry 2003
AllIndustries Agriculture,Hunting,&Forestry Fishing Mining&Quarrying Manufacturing Electricity,Gas,&Water Construction Wholesale&RetailTrade Hotel&Restaurant Transport,Storage,& Communication FinancialIntermediation RealEstate,RentingBusinessActivity PublicAdministration Education Health&SocialWork OtherCommunity,Social&Public ServiceActivities PrivateHouseholds

YEAR 2008
3,485 737 55 6 410 16 246 771 131 379 38 97 150 113 46 119 171 3,055 710 54 6 407 14 230 628 93 337 35 60 120 86 37 144 95

Increment
430 27 1 3 2 16 143 38 42 3 37 30 27 9 (25) 76

%toTotal Increment
100.0 6.3 0.2 0.7 0.5 3.7 33.3 8.8 9.8 0.7 8.6 7.0 6.3 2.1 (5.8) 17.7

Ave.Annual G.R.(%)
2.8 0.8 0.4 0.1 2.9 1.4 4.6 8.2 2.5 1.7 12.3 5.0 6.3 4.9 (3.5) 16.0

Sourceofbasicdata:NationalStatisticsOffice,LaborForceSurvey

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Region3

AnnualGrowthRate
Somesubsectorsintheindustryhavegrownfasterthantheothersubsectorswithregardstotheaverage annualgrowthratefrom20032008,thesesectorsinclude: PrivateHouseholdswithEmployedPersons(16%); RealEstate,RentingandOtherBusiness(12.3%); HotelandRestaurants(8.2%); Education(6.3%); PublicAdministration&Defense,CompulsorySocialSecurity(5%); HealthandSocialWork(4.9%); WholesaleandRetailTrade(4.6%); Electricity,GasandWater(2.9%). Sub sectors which registered an average growth rate lower than the regional average pegged at 2.8% were: Transport,StorageandCommunication(2.5%); FinancialIntermediation(1.7%); Construction(1.4%); Fishing(0.4%); Agriculture,HuntingandForestry(0.8%); Manufacturing(0.1%). TherewasalonenegativegrowthrateobservedamongthesubsectorsoftheIndustry.OtherCommunity, Social and Personal Service Activities posted a 3.5% average growth rate. Mining and Quarrying sector virtuallyremainedunchangedcoveringthe5yearperiod. For the period covering 2003 2008, most of the subsectors which belonged to the Service sector, registeredanaveragegrowthratehigherthantheregionalaveragegrowthrate.ThismakestheServicesector thefastesttoincreaseintermsofaveragegrowthrate.
AverageAnnualGrowthRatebyIndustry,RegionIII:20032008 (Inpercent)

Sourceofbasicdata:NationalStatisticsOffice,LaborForceSurvey

TheKeyEmploymentGenerators(KEGs)identifiedintheNationalHumanResourceConferenceof2007,in theMetroLuzonUrbanBeltwaywhereRegionIIIbelongs,werethefollowing: Agribusiness; Cyberservices(underRealEstateRentingandBusinessActivity); Health,andwellnessandmedicaltourism. However, actual average growth rate for the past five years revealed Private Households with Employed Persons, Hotels and Restaurant and, Education have registered a growth rate much higher than the regional figure,thiswillserveasinputtoProjectJobsFitfindings.

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The 2008 data from National Statistics Office (NSO) on Employed Persons by Major Industry Group in Region III showed that the Service sector is the major employment driver in region, followed by Agriculture and then by Industry. The distribution given below holds true to almost all regions where the bulk of employmentissharedbetweenServiceandAgriculturesectors.

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EmployedPersonsbyMajorIndustryGroup

Sourceofbasicdata:NationalStatisticsOffice,
EmployedPersonsbyMajorIndustryGroup,RegionIII:2008 (Inthousands,exceptrate) Industry 2008 %Share Agriculture Industry Service AllIndustries
Sourceofbasicdata:NationalStatisticsOffice,

792 678 2,016 3,485

22.7 19.5 57.8 100.0

GrossDomesticProduct
Covering 2003 2008, based on the NSCB data on Gross Domestic Product by Industry, the key growth driver in the GDP for the past five years in Region III is the Service sector with an average GDP growth rate of 6.0%.Maincontributorsinthesaidsectorwere: Transport,StorageandCommunication(12.7%); Trade(19.9%). Agricultural sector posted an average GDP growth rate of 4.1% with the sector in Agriculture and Fishery as key contributor (4.2%). The Industry sector had an average GDP growth rate of 2.2% and the major contributoristheConstruction(6.8%)andElectricity,GasandWater(3.2%)
GrossDomesticProductByIndustry,RegionIII:20032008 (inmillionPhP)

Industry
AllIndustries Agriculture&Fishery Forestry Mining&Quarrying Manufacturing Electricity,Gas&Water Construction Transport,Storage,& Communication Trade Finance OwnershipDwellings,andReal Estate PrivateService GovernmentService
Source:NationalStatisticalCoordinationBoard

YEAR 2003
97,787 23,780 76 90 28,486 3,932 5,253 6,641 14,289 1,617 4,922 5,617 3,084

2008
117,718 28,731 66 52 30,238 4,569 7,034 9,178 18,247 2,214 6,663 7,074 3,652

Increment
19,931 4,951 10 38 1,752 637 1,781 2,537 3,958 597 1,741 1,457 568

%toTotal Increment
100.0 24.8 0.1 0.2 8.8 3.2 8.9 12.7 19.9 3.0 8.7 7.3 2.8

Ave.Annual G.R.(%)
4.1 4.2 2.6 8.4 1.2 3.2 6.8 7.6 5.5 7.4 7.1 5.2 3.7

BOIANDNEDAIndustryprospects
TheFoodExchange(NFEx) One of the priority projects that has to be noted is the North Food Exchange being developed in the Province of Bulacan (a.k.a Bulacan North Food Terminal). This food exchange agriindustrial complex aims to modernize food distribution in the region targeting huge Metropolitan Manila Market. It tends to provide a readymarketforthefarmproduceofRegionIII,CAR,RegionIandRegionII.TheNFExislikewisedesignedasa showwindow of Philippine agricultural and food products to the world. It is also an information and learning center. The entire complex consist of 130 hectares and it has the following components: transport interchange, wet market produce, dry and cold storage facilities, slaughterhouses for hog cattle and chicken, fish and seafood processing, vegetable processing center, export processing center, and industrial/export processingzone.

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Region3

DataLimitation
Due to time and resource constraints as well as limited stakeholders participation, facts and figures gathered by DOLE RO III are merely indicative. Data inputs from NSO and BLES surveys were used to substantiatesomeofthefindingsinProjectJobsFit.

LMIdatafindingsbasedonRegionalConsultation
The Regional Consultation in Region III was conducted on August 27 and 28, 2009 with the assistance of DOLE Region III officers and staff. The stakeholders from both the public and private sectors have identified Key Employment Generators (KEGs) with their Corresponding Skills and Assessment of Gaps and Challenges. Thesewereenumeratedbelow: IdentifiedKEGSwiththeirCorrespondingSkillsRequirementandAssessmentofGapsandChallenges(based onProjectJobsFitRegionalConsultationinRegionIII)
KEGS Agriculture 1. Agribusiness/SMEs SKILLSREQUIREMENT Entrepreneurs,Aquaculturist, Processorsofagriculturalcropsand poultryproducts,Agriculturist, Veterinarians,Engineers, Horticulturist,Agronomist,Food Chemist,FarmEquipmentOperator ASSESSMENTOFGAPSAND CHALLENGES Graduatesarenotemployedinareas wheretheyaretrained Limitedaccesstoentrepreneurial trainings Limitedlocaldemandoffresh agriculturalcropsandpoultry products Cropsandotherfreshagriproducts shouldbeprocessedtoprolongshelf lifetoreachwidermarket NoenrolleesinAgribusinesscourse Lackofcomprehensiveand integratedentrepreneurship developmentprograms Inaccessiblefarmtomarketroad Lowpriceofagriculturalproducts Lackofmanagerialcapacity Limitednumberof agriculture/fisheriesgraduatesinthe fieldofsoilservice Shrinkingofagriculturalland Limitedaccesstofinancingfacilities Requiresexpensivecapitalfor softwareandequipment Hightuitionfee,lackofqualified trainersresultingtolackofqualified applicants Lowenrollmentrate Lackofparticipatingcompaniesfor theconductofOJTs LaborForcelacksawarenessonthe profitabilityofjobsinthisindustry LackofqualifiedEnglishproficient jobapplicants LackofHumanResource Lackofschoolfacilities Highcostoftraining,Lowpay Traininggroundsforthosewhowant toworkabroad TraineesforOJTshavetopayfor theirpracticum Needforlanguageproficiencycourse Lackofgoodworkethics Foodqualityandsafetystandardare notpresent Mostapplicantarenotcompetentfor therequiredskillsofthejob Skilledworkersprefertoworkabroad

Cyberservices

Animator,ContactCenterAgents, SoftwareDeveloper,Medical/Legal Transcriptionist,BackOfficeand AccountingServices,Multimedia

HotelandRestaurantandTourism

FrontOfficeReceptionist,Lifeguard, TourGuides,Cooks,Food Attendants/Handlers,Housekeeping ServiceWorkers,FoodTechnologists, Cashier,Concierge,SecurityGuards

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EmergingIndustryinRegionIII
KEGS Manufacturing SKILLSREQUIREMENT Chemist,Labanalyst,QAAnalyst, InstrumentationandAutomation Technician,Machinist,Welders, HeavyEquipmentOperator,Plating Engineer/Manager,Safety Officer/Engineer,Supervisors,Middle Management,ChemicalEngineers, MechanicalEngineers,Sewer, Assemblers,Drafters,Welders, ResearchandDevelopmentOfficers, MachineOperators,I.T.Specialist, IndustrialEngineers ASSESSMENTOFGAPSAND CHALLENGES Indemandbuthardtofill LackoflicensedChemist,low enrollmentrate Limitedschoolsofferingspecialized course Skilledworkersoptedtoworkabroad Lackofqualifiedtrainers Limitednumberoftraining institutions Lackofrequiredexperienceandskills tobehired Lowsalary Cannotpassthecompanypre employmentexamination LimitedOJTexposure Lackoftrainingintheirfieldof specialty Lackofinformationwheretoavailof trainings Lackofinstitutionsofferingthe course Mismatchbetweengraduatesand thedemandoftheindustry Lackofmoderntools,machineand equipments Lackofknowledgeincomputerbased equipment Lackofqualifiedtrainers Skilledworkersprefertoworkabroad Lessincentivesinretirementbenefits Lackofequipment Lowpay,shiftingofprofessionform physiciantonurseandworkabroad ormigratetoothercountrywith betteropportunity Limitednumberoftraining institutions/schoolsofferingrelated programs Lackoftraining Prevalenceofpiracy Oversupplyofnurses Limitednumberofschoolsoffering thecourse Lowenrollmentduetolackof interest Lackofpromotion/marketingthe course Lowsalary

Construction

LicensedCivilEngineers,Electrical Engineers,Architects,Skilled Plumber,Carpenter,Masons, BuildingElectricians,Mechanic, HeavyEquipmentOperators, Welders,Pipefitters,alliedWorkers, CPAs,Surveyors,AutoCad Operators,

Health,WellnessandMedicalTourism

Doctors,MedicalTechnologist, Pharmacists,RADTech,Midwife, MassageTherapist,Nurses, Nutritionists,ClinicalInstructors,Spa Therapist,Surgeons,Herbologist, Dentist

Mining

Miningengineer,Geologist, MetallurgicalEngineer,Geodetic Engineer

EmergingIndustryinRegionIII
There is one (1) emerging industry that surfaced along the conduct of the Stakeholders Consultation in RegionIIIwhichhaspotentialofgeneratingemploymentinthenext5to10years.

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Industries TransportandLogistics SkillsRequirements Pilots,Aircraftcrew,AircraftMechanics,ShipTechnicians, ShipCrew,MechanicalEngineers,CivilEngineer,Air Controllers,Communicationsspecialists,Airport maintenance,Drivers,Refrigerationutilities,Safety personnel,Computeralliedservices,Inspectors,Health personnel,Caterers,Welders,Landtransportmechanics, Gasolinestationoperators,Securityservice,Drivers, Stevedores,Travelagents,Heavyequipmentoperators, Couriers,Warehousemen,IndustrialManagement Engineers,Frontofficestaff(accountants,clerks, receptionist,etc.),Entrepreneurs.

Source:ProjectJobsFitRegionalConsultation

SkillsAvailability
The regional consultation yielded an absence estimates as to the quantity available supply of skills per industry, except for the number of college graduates in the public and private institution from CHED and data 2008TVETEnrollmentandGraduatefromTESDA.
Region III TVETEnrollmentandGraduates,RegionIII:2008 Enrollment 129,655 Graduates 82,299

Source:ProjectJobsFitRegionalConsultation

Based on the data from TESDA for the period 2008, TVET program has generated 129,655 enrollees and 82,299 graduates. This is the combined outputs of the schools, training centers, enterprises, local government units,nongovernmentorganizationsandothernationalgovernmentagencies.
TertiaryEnrollmentandGraduates,Public&PrivateRegionIII,20082009 EducationalInstitutions StateUniversities&Colleges PrivateHEIs Total
Source:ProjectJobsFitRegionalConsultation

Enrollment(20082009) 29,505 198,931 228,436

Graduates(20082009) 4,740 49,739 54,479

Tertiary enrollment and graduates for both public and private institutions in Region III have yielded the following results, total enrollees for the school year 20082009 registered at 228,436 wherein 87% were enrolled at private HEIs and the graduates totaled to 54,479 with the Private HEIs getting the biggest share of 86.5%ofthetotalgraduates.
AssessmentofGapsandChallengesbasedontheRegionalConsultation Industry 1. HealthandWellness Descriptionof Gap/Challenge 1.Lowpay 2.Preferstoworkabroad 3.HighCostofEducation Gap/challenge#1to3are interrelated.Goingtomedical coursesisveryexpensive becauseofthefacilitiesbeing usedandadditionalcostsfor thepracticum.After graduation,employment locallywithlowpaymaynot beenoughcoverthecosts incurredwhentheywere studying.Mostofthe graduatesprefertowork abroad RecommendedSolutions Coursesof Actions/Methodsto Implementthe Recommendation

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SkillsAvailability
Coursesof Actions/Methodsto Implementthe Recommendation

Industry

Descriptionof Gap/Challenge 4.Trainingsaremorefocused onworkingabroad(especially tonurses) 5.Overpromotionofthe nursingcourse 6.Lowawarenessonthe LaborMarketInformation (LMI)inwhichasoftodate thereareoversupplyof nurses 1.ManpowerResource LackofqualifiedEnglish proficientapplicants Applicantslack communicationand interpersonalskills Lackofqualifiedtrainers Mismatchofskills Nopreferenceonany courseandisthesavior ofmanyofthesurplus graduatewhowerenot employedonother industries Parentsinfluenceon students 2.Lowawarenessregarding theindustry Conceptthat Cyberservicescoveronly callcenters(voice) Skillsrequiredinother areas(nonvoice: backroomaccounting, HR,etc.) Effectsofabnormal settinginthecallcenter environment(exposure tocomputers,customer relatedstress,and graveyardshifts) 3.Facilities Requiresexpensive capitalforsoftware& equipment(orthe schools) LackHotelsandother tourismfacilitiesforthe investors/principalsin theindustry(for prospectiveinvestors andprincipals

RecommendedSolutions 1.Massiveinformation disseminationto graduatesandthe generalpublic(including parents) DepEd,CHED,TESDA& PESOtoconductcareer orientation/guidance

1.3prongedapproach curriculumdesignfor highereducation (academe,government, industry) 2.Schoolstocontinueto enhance/updatetraining programsforbothstudents andfaculty 3.Massiveinformation disseminationto graduatesandthe generalpublic(including parents) DepEd,CHED, TESDA&PESOto conductcareer orientation/ guidance 4.Taxincentivesfrom governmentonpurchase softwareand hardware/equipmentin schools 5.Incentivesforinvestors inCyberservices 6.Encourageindustryto openmoreopportunities fortheunemployed/ underemployedthru homebased/online cyberservices

2. Cyberservices

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Region3


Descriptionof Gap/Challenge 1.Lowawarenessonthe industry 2.Beingassociatedwith aviationormaritime 3.Stillnocoursesbeing offeredparticularlyforthe needsoftheindustry 4.Theneedforagribusiness, manufacturing,mining, SMEsfortheirproductsto betransferredlocallyor internationally Lackofopportunitiesfor faculty/trainersto upgradeandenhance theirknowledgeand skills Limitedlocalmarketof agribasedproducts Lackofcapacityon facilitiesforinstitutions offeringtheseprograms Limitedtrainingcapacity Lackofskilledtrainers Lackofhighend facilities Lowabsorptionrateof graduatesinthelocal market Deficienciesinthe curriculum Needtostrengthen theexistingand developnewlinkages forpotentialmarket Agribasedproducts Increasetraining capacity Upgradeteacher educationforTourism Increase/upgrade infrafacilities& equipment Increaselocal investmenton Tourismincluding: Improvementin Peace&Order InculcateTourism awarenessinall sectors Improvethe curriculumtomeet theindustryneeds Coursesof Actions/Methodsto Implementthe Recommendation

Industry 3. Logistics 4. Tourism

RecommendedSolutions 1.Massiveinformation disseminationto graduatesandthe generalpublic (includingparents) DepEd,CHED, TESDA,&PESO toconductcareer orientation/ guidance Forums/symposiabeing conductedbyDTIinthe promotionofbusiness

Conductcontinuous enhancement trainings/capability buildingactivitiesfor trainers/instructors

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CHEDmustprovide opportunitiesfor enhancement/upgrad ingofknowledge& skillsofteaching personnelinthefield ofAgriculture DAwithattached agenciesandbureaus likeFIDA,PCA,BFAR toprovidesupportin theindustry particularlythe promotionofagri basedmarketinthe internationalmarket Thegovernment shouldprovide additional investmentsfor Tourismsector ImproveEducation andTrainingin Tourism ImprovetheTourism climateofthelocality Thegovernmentmust intensifythe promotionofthe investmentpriorities intheTourismsector includingthe employment opportunities CHED&TESDAto reviewitsprogram offeringstomeetthe needsoftheindustry

SkillsAvailability
Coursesof Actions/Methodsto Implementthe Recommendation Withthe recommendationof DOLE,theprivate constructionfirms mustconsiderthe provisionofhigher salaryandadditional benefitsforpositions likeEngineers, Architects,etc. Thegovernmentmust provideadditional budgetfortraining andscholarship grantsfor students/trainees enrolledinthe constructioncourse program ActualHandsonand trainingsabout entrepreneurship Limitedlocaldemandof freshagriculturalcrops andpoultryproducts Cropsandotherfresh agriproductsshouldbe processedtoprolong shelflife 7. Manufacturing Indemandbut hardtofill (chemists,lab analyst,QAanalyst) Lackoflicensed Chemist Indemandbut someoptedtoland ineducational setting Career Guidance/Attend trainingsand seminars PromoteProcessing agricropsandfresh products Providefinancialand othertechnical assistanceto agribusiness entrepreneurs Career Guidance/counse lingupon reaching secondary education Localschoolsto exploreoffering thesaidcourse Intensify advocacyof government agenciesin disseminating labormarket Developpilotareasto beusedasshowcase intechnology Continuous promotion Productdevelopment andmarketing promotion DepEdto monitor developments

Industry 5. Construction 6. Agribusiness/SMEs

Descriptionof Gap/Challenge Lackofcompetency standards Languageskills Computerskills Useof technology Drivingskills OntheJob Training Lowincomeearning professionintheregion Averagecompensation resultstoresignationor transfertoother companies Graduatesarenot employedinareas wheretheyaretrained Limitedaccessto entrepreneurial trainings Lackoftraining

RecommendedSolutions Increasethesalaryof skilledworkersinthe constructionindustry andprovide additionalbenefits Providetraining programstoheavy equipmentoperators &mechanics

HEis,CHED DOLEtocontinue regular consultation meetingswith private/public sectorstogether withTESDA,DTI,

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Region3


Descriptionof Gap/Challenge Coursesof Actions/Methodsto Implementthe Recommendation CHEDandPESO Offices.

Industry

RecommendedSolutions trendstoboth publicand privateaswellas secondary schools Provisionof comprehensive training programson specificskills basedon industry standards requirements

TESDAandother training institutions DOLEandtraining institutionstotie upwithprivate andpublicsectors whowillextend OJT/internship programtosaid specialized competency.

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PROJECTJOBSFITConsultation SummaryReport

REGION4A

EmploymentTrendsandStructures

REGION4A
EmploymentTrendsandStructures
ased on the Employment Trends and Structures by Industry in Region IVA for the period 20032008. There were four (4) employment generators with double digit share in the total employment and these arethefollowing: WholesaleandRetailTradeSectorregisteredanincrementoftwentyfourpercent(24.3%)or148 thousandworkers; Real Estate, Renting and Other Business Activity registered an increment of almost twelve percent(11.8%)or72thousandworkers; Manufacturing and Agriculture, Hunting and Forestry have all registered a 10.9% employment incrementor66thousandworkers. Othersectorswhichhaveanamplepercentageincrementwerethefollowing: PrivateHouseholdswithEmployedPersonswith8.6%; Constructionsectorwith6.7%; PublicAdministrationat5.3%; Fishingsectorat5.1%; Educationsectorwith4.3%; HotelandRestaurantat3.8%; Transport,StorageandCommunicationsectorwith3.6%; FinancialIntermediationandHealthandSocialWorksharedthesamespotwith2%; OtherCommunity,SocialandPublicServiceActivitieswith1.3%; MiningandQuarryingsectorat0.2%. Meanwhile,onlyonesectorintheindustryshowedadeclineinemploymenttrendinthegivenperiodand thesewasElectricity,GasandWater0.2%oradecreaseof1thousandworkers.
EmploymentTrendsByIndustry,RegionIVA:20032008 (inthousands,exceptrates)

Industry
AllIndustries Agriculture,Hunting&Forestry Fishing Mining&Quarrying Manufacturing Electricity,Gas&Water Construction Wholesale&RetailTrade Hotel&Restaurant TransportStorage&Communication FinancialIntermediation RealEstateRentingBusinessActivity PublicAdministration Education Health&SocialWork OtherCommunity,Social&Public ServiceActivities PrivateHouseholds

YEAR 2003
3,551 559 108 3 661 22 268 700 115 355 47 113 153 112 45 112 177

2008
4,159 625 139 4 727 21 309 848 138 377 59 185 185 138 57 120 229

Increment
608 66 31 1 66 (1) 41 148 23 22 12 72 32 26 12 8 52

%toTotal Increment
100.0 10.9 5.1 0.2 10.9 (0.2) 6.7 24.3 3.8 3.6 2.0 11.8 5.3 4.3 2.0 1.3 8.6

Ave.Annual G.R.(%)
3.4 2.4 5.7 6.7 2.0 (0.9) 3.1 4.2 4.0 1.2 5.1 12.7 4.2 4.6 5.3 1.4 5.9

Sourceofbasicdata:NationalStatisticsOffice,LaborForceSurvey

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Region4A

AnnualGrowthRate
From 2003 2008 some sub sectors in the industry have expanded faster than the other subsectors as regardstheaverageannualgrowthrate.Thesearethefollowing: RealEstate,RentingandOtherBusinessActivities(12.7%); MiningandQuarrying(6.7%); PrivateHouseholdswithEmployedPersons(5.9%); Fishing(5.7%); HealthandSocialWork(5.3%); FinancialIntermediation(5.1%); EducationSector(4.6%); Wholesale and Retail Trade together with Public Administration, Defense and Compulsory Social Service(4.2%respectively); HotelsandRestaurantwith(4.0%). Averageannualgrowthratecoveringtheyears20032008forallindustriesinRegionIVAisat3.4%. Sectorswhichregisteredanaveragegrowthratelowerthantheregionalaveragewerethefollowing: Construction(3.1%); Agriculture,HuntingandForestry(2.4%); Manufacturing(2%); OtherCommunity,SocialandPersonalServiceActivities(1.4%); Transport,StorageandCommunication(1.2%). There was a lone negative growth rate that have been observed among the sub sectors of the Industry, Electricity,GasandWaterposteda0.9%averagegrowthrate. For the period covering 2003 2008, most of the subsectors which belong to the Service sector which registered an average growth rate higher than the regional average growth rate. This makes the service industryasthemostfastesttoincreaseintermsofaveragegrowthrate.
AverageAnnualGrowthRatebyIndustry,RegionIVA:20032008 (Inpercent)

Sourceofbasicdata:NationalStatisticsOffice,LaborForceSurvey

EmployedPersonsbyMajorIndustryGroup
The 2008 data from National Statistics Office (NSO) on Employed Persons by Major Industry Group in RegionIVAshowedthattheServicesectoristhemajoremploymentdriverintheregion,followedbyIndustry and then by Agriculture. The distribution given below holds true to almost all regions where the bulk of employmentissharedbetweenServiceandIndustrysectors. EmployedPersonsbyMajorIndustryGroup,RegionIVA:2008 (Inthousands,exceptrate)
Industry Agriculture Industry Service AllIndustries
Sourceofbasicdata:NationalStatisticsOffice,

2008 764 1,061 2,336 4,159

%Share 18.4 25.5 56.2 100.0

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BOIandNEDAIndustryprospects The Key Employment Generators (KEGs) identified during the National Human Resource Conference (NHRC)of2007,particularlyintheMetroLuzonUrbanBeltwaywhereRegionIVAbelongswerethefollowing; Agribusiness; Cyberservices; Health,andWellnessandMedicalTourism. However, actual average growth rate for the given period showed that Mining, Private Households with Employed Persons, Financial Intermediation have registered a growth rate much higher than the regional figure,thiswillserveasinputtoProjectJobsFitfindings.

GrossDomesticProduct
The Gross Domestic Product for the period 2003 2008, revealed the service industry is the key growth driver in the GDP for the past five years in Region IVA, with an average GDP growth rate of 6.4%. Major contributorsinthesaidsectorwere: Finance(12.2%); Transport,StorageandCommunication(7.4%); PrivateServices(7.4%); O.DwellingsandRealEstate(7.0%); FollowedbytheIndustrysectorwithanaverageannualGDPgrowthrateof2.5%,maincontributorinthis sectorarethefollowing: Electricity,Gas&Water(7.8%); Construction(5.7%) AndlastlytheAgriculturesectorwithanaverageGDPgrowthrateof2.2%andthemajorcontributoristhe Forestryindustry(40%).
GrossDomesticProductByIndustry,RegionIVA:20032008 (inmillionPhP)

Industry 2003
AllIndustries Agriculture&Fishery Forestry Mining&Quarrying Manufacturing Electricity,Gas&Water Construction TransportStorage&Communication Trade Finance OwnershipDwellingsandRealEstate PrivateService GovernmentService
Source:NationalStatisticalCoordinationBoard

YEAR 2008
168,302 31,529 3 518 50,311 8,498 7,507 9,456 34,368 5,667 8,946 7,833 3,666

Increment
27,560 3,124 2 263 3,689 2,389 1,662 2,546 7,338 2,148 2,322 2,115 488

%toTotal Increment
100.0 11.3 0.0 1.0 13.4 8.7 6.0 9.2 26.6 7.8 8.4 7.7 1.8

Ave. AnnualG. R.(%)

3.9 2.2 40.0 6.7 1.6 7.8 5.7 7.4 5.4 12.2 7.0 7.4 3.1

140,742 28,405 1 781 46,622 6,109 5,845 6,910 27,030 3,519 6,624 5,718 3,178

BOIandNEDAIndustryprospects
InvestmentPriorityAreas(CALABARZON)
Investment PriorityArea ICT Batangas ICTrelatedactivities (BPOs,Animation, etc.) Retirement communities/villages, MedicalTourism, Tourismrelated activities Laguna Informationand Communication Technology HerbalMedicine Cavite ITenablesservices Rizal Informationand Communication Technology Tourism Quezon Information Technology Nature Parks/Mountain Resort

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Healthand Wellness

MedicalTranscription

Region4A


Investment PriorityArea Infrastructure Batangas Portoriented services Laguna Transportand Warehousing Cavite RoadNetwork Developmentand Operation WaterSupply Developmentand Operation Solidwaste treatment/management IndustrialandEconomic ZonesDevelopment AgribusinessSector Restaurant/Food outlets HomeFurnishings Rizal Quezon Accommodation Facilities Transportation Services

FoodSector

ProcessedFood& Beverages

ProcessedFood& Beverages

Agribusiness

Gifts,Houseware andHoliday Dcor(GHHD)

Giftwaresand HolidayDecors

Manufacturing

Restaurants/Food Outlets HighValueCrop Production Manufacturing

DataLimitation
Due to time and resource constraints, as well as limited stakeholders participation, facts and figures gathered by DOLE RO IVA are merely indicative. Data inputs from NSO and BLES surveys were used to substantiatesomeofthefindingsinProjectJobsFit.

LMIdatafindingsbasedonRegionalConsultation
The Regional Consultation inRegion IVA was conductedon August10,17 to25, 2009 with the assistance of DOLE Region IVA officers and staff. The stakeholders from both the public and private sectors have identified Key Employment Generators (KEGs) with their Corresponding Skills and Assessment of Gaps and Challenges.Theseareenumeratedbelow: IdentifiedKEGSwiththeirCorrespondingSkillsRequirementandAssessmentofGapsandChallenges(based onProjectJobsFitRegionalConsultationinRegionIVA)
KEGS Manufacturing 1. Electronics 2. Ceramics 3. MetalFabrication 4. Petroleum/SugarIndustry SKILLSREQUIREMENT QAEngineers,MechanicalEngineers, CellphoneTechnicians Instrumentation&ProcessControl Technicians,Mechatronics Technicians,MechanicalEngineer, Operator,Modeler (SkilledWorkers)Welders,Fitters, Scaffolders,Rigger,Equipment Operator,Blaster/Painter (ProfessionalsEngineer)Mechanical, Civil,Structural,Electrician, Metallurgical,Welding,Cost/Quantity, HeavyLift&Transport,Planning& Scheduling,ITEngineer/Programmer (Manager&Supervisors)Project Managers,PipingSupervisors, StructuralSupervisors,Welding Supervisors,ConstructionManager LicensedMechanical/Chemical Engineer,Chemists ASSESSMENTOFGAPSAND CHALLENGES Perceivedasamalejobandsoldering isconsideredhazardousandnot allowedforworkersbelow18years old Schoolsprovideonlytheoretical lessonsnotenoughtodevelopskills LackofEnglishproficiencyaffecting reportpreparationand comprehendingworkmanualsand verbalinstructionofforeign employees/supervisors Highturnoverduetooutsourcing, overseasopportunitiesandpirating Highturnoverduetooverseas opportunities Declineinthenumberofstudents takingupengineeringcourses Lackofsenseofvaluesforworktime andsenseofresponsibility Lackofsufficientexperience& qualification Lack/limitedqualifiedmanpower supply

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EmergingIndustriesinRegionIVA
KEGS SKILLSREQUIREMENT ASSESSMENTOFGAPSAND CHALLENGES Highturnoverbecauseofoverseas opportunities Declineinthenumberofstudents takingupengineeringcourses InadequatesupplyofHEOs Highmortalityontradetestinsafety, technicalskillsandknowledge assessment Highcostofsafetytrainings Highturnoverbecauseofoverseas opportunities Highpreferenceforjobsinelectronics, semicon,automotivecompaniesdue tonatureandworkenvironment Applicantsfailtopassseriesof examinationsandinterviewsdueto lackofsupervisoryandleadership potentials Theoreticalknowledgebutlackingin practicalexposure Lackofawarenessasanemployment option Limitedstudentspreferthiscareer NeedsCommunicationSkills improvementprogram Lackofdecisionskillsmaking Salaryexpectationgap LimitedproviderofDualTraining SysteminRegionIV Lowhiringrateduetolackofqualified applicants Salaryexpectationgap Limitedschoolsofferingthecourse Lowenrollmentduetolackofinterest Lackofpromotion/marketingthe course Lowsalary

Construction

MechanicalEngineers,Industrial Engineers,QualityControlSpecialists, Welders,Riggers,SafetyEngineers, HeavyEquipmentOperators,CAD Operators

AgriBusiness

Veterinarian,AnimalHusbandry, AgriculturalEngineer

Health,Wellness&MedicalTourism

Automotive

FoodandBeverageWorkers, Bartenders,SalesAccountsExecutives, MassageTherapists,Entertainers, Cashiers MoldandDyeEngineer,Mold Technician

Mining

MiningEngineer,Geologist, MetallurgicalEngineer,Geodetic Engineer

EmergingIndustriesinRegionIVA
Therearetwo(2)emergingindustriesthatsurfacedalongtheconductoftheStakeholdersConsultationin RegionIVAwhichhaspotentialofgeneratingemploymentinthenext5to10years. Industries
Cyberservices PortOrientedServices/TransportandLogistics

SkillsRequirements
CallCenterAgents,ComputerEngineers,InboundandOutbound SalesAgents,MedicalTranscriptionists,TeamLeaders (Operators)Crave,RadarPlotting,RadioCommunication,Passenger BoardingBridges,RubberTyredGantries,CustomerServiceOfficer, XRayTechnicians,Checker,Foremen

Source:ProjectJobsFitRegionalConsultation

SkillsAvailability
The regional consultation yielded a limited estimates as to the quantity available supply of skills per industry, except for the number of college graduates in the public and private institution as projected in the RegionIVAasaresultoftheconsultationwiththestakeholdersanddataon2008TESDAEnrolled,Graduates, Assessed,andCertifiedbySector.

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Region4A


Top10GraduatesbyProgram(20092014)RegionIVA ProgramName B.S.inInformationTechnology B.S.inHotelandRestaurantManagement B.S.inComputerScience B.S.inAccountancy AssociateinComputerTechnology B.S.inElectronics&CommunicationsEngineering AssociateinHotel&RestaurantManagement B.S.inComputerEngineering B.S.inTourism B.S.inMechanicalEngineering
SourceProjectJobsFitRegionalConsultation

Graduates 2009 1,088 1,522 1,783 855 2,140 586 563 586 283 277 2010 9,302 6,669 5,619 4,694 5,287 2,120 3,831 2,048 1,861 965 2011 4,594 4,041 3,084 2,486 2,957 1,292 2,761 1,110 857 201 2012 2,169 2,659 2,361 1,343 3 983 5 888 540 701 2013 1,650 2,317 2,080 1,087 0 923 0 710 428 516 2014 802 83 560 223 0 836 0 913 0 691

Presented table above are just the top ten graduates by program as projected in the consultation. There are 34 programs or disciplines that they have included in their projections and this resulted to the number of graduates per year. For 2009, total graduates as they projected, totaled to 11,748, for 2010 it jumped to 48,858,in2011itwentdownto28,089,2012wentdownfurtherto14,950,for2013,stillitslightlywentdown to12,108andin2014itdrasticallywentdownto5,968graduates.
2008TESDAEnrolled,GraduateandAccreditedSkills:RegionIVA Sector AgriFishery InformationandCommunicationsTechnology Tourism Automotive BuildingConstruction Electronics MetalsandEngineering ProcessFoodandBeverages GrandTotal Source:TESDA Enrolled 572 53,396 22,058 3,483 4,008 5,363 6,848 2,176 97,904 Graduates 719 29,858 12,798 2,789 3,394 3,970 6,467 2,245 62,240 Assessed 456 15,783 9,108 1,926 1,674 2,114 142 31,203 Certified 332 4,782 5,275 1,491 1,118 595 1,029 734 15,426

The additional labor supply for the indemand occupations can be sourced from TESDAs Techvoc graduateswhichtotals62,240.Ofthis,50.1%or31,203havebeenassessedwhere15,426havebeencertified. AssessmentofGapsandChallengesbasedontheRegionalConsultation
Industry Industry 1.Manufacturing Sector DescriptionofGap/Challenge DescriptionofGap/Challenge Electronic/Semicon Perceivedasamalejoband solderingisconsidered hazardousandnotallowedfor workersbelow18yearsold Schoolsprovideonlytheoretical lessonsnotenoughtodevelop skills LackofEnglishproficiency affectingreportpreparation RecommendedSolutions RecommendedSolutions IntensifyCareerGuidanceto includegenderawareness, currentworkpractices, opportunitiesforboth techvocandfouryear coursestoensureeffective careerchoices Highschooleducationto offermorepracticaltraining onbasicsolderingand weldingamongothersfor malesandfemales CoursesofActions/Methods toImplementthe Recommendation CoursesofActions/Methods toImplementthe Recommendation DOLEtoreviseitsCareer Guidancemoduleforthe proposedinclusionoftopics inthemodule DepEdtoconsiderissuanceof CertificateofMajorSkillto studentapartfrom identifyingtheaptitudefor higher/professionalcollege education DepEdandCHEDtoinclude

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SkillsAvailability
CoursesofActions/Methods toImplementthe Recommendation skillscompetitionamong studentsatalllevelsand schools Govttoprovideincentiveto schoolsandfullsupportto studentswithgoodrecordin nationalskillsOlympics, English,MathandScience Competitions. DepEdandCHEDtointroduce ISTIVinhighschoolthrough college DOLEtoincludeintheLabor Educationseminars formulationofCareer EnhancementProgram StrengthentieupofTESDA andestablishmentorprivate companytoensurethat trainingswillberelevantto theneedsoftheindustry CHEDtoputacapon enrolleesofoversubscribed courses CHEDtoregulatethe accreditationofschoolsto ensurethatcoursestobe offeredwillberelevanttothe needsoftheindustry Stoptheproliferationoffly bynightschoolsandtraining institutionsandgovernment shouldhavethepoliticalwill tocloseschoolswithverylow turnoutonboardexams. EducationSkillsDevelopment CommitteetoincludeDepEd, CHEDandDOLEandatthe provinciallevel

Industry

DescriptionofGap/Challenge andcomprehendingwork annualsandverbalinstructions offoreign employees/supervisors Diplomaisthoughttobe enoughtogetemployedand getgoodsalarieshenceworker becomechoosyandcannot adopttodifficultwork environment Resistancetoaccepttasksother thanjobappliedfor(specialist) Highturnoverdueto outsourcing,overseas opportunitiesandpirating Hiringdifficultyofoccupational healthnursesandnurseshired havenoOSHtrainingbecause industrialsettingisnot attractivetonursesbecauseof lowsalaries CeramicIndustry Highturnoverbecauseof overseasopportunities Declineinthenumberof studentstakingupEngineering courses Lackofsenseofvaluesfor worktimeandsenseof responsibility

RecommendedSolutions TechnicaltraditionalWriting, EnglishandMathematics mustbereviewedwiththe currentcomputeraided teachingapproaches Reviewschoolcurriculumto addressgapinEnglish proficiency ContinuousLearningProcess likejobrotationshouldform partoftheCareer EnhancementProgramthat mustbeincludedincompany policyandwellexplainedto workersforthemultiskilling schemetoincreasenumber ofskilledworkers Requirelocalemployment hospitalorindustrialbased experiencedpriortooverseas employment Reviewlawsonexisting compensationandbenefits Adoptatalentdevelopment program Adoptinhousecurriculumof certaincourse(e.g.Ceramics Certificatecourse) IntensifyCareerGuidanceto advocateforpotentialjob opportunities Inhousevalues,productivity motivationseminars counselingandcoaching mechanismattheplant throughinduction/orientation andperiodicHRdevelopment seminars

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Region4A


Industry 2.Construction DescriptionofGap/Challenge MetalFabrication Lackofsufficientexperience& qualification Lack/limitedqualified manpowersupply Petroleum/SugarIndustry Highturnoverbecauseof overseasopportunities Declineinthenumberof studentstakingupEngineering course PreFabricatedHousing& Metal/SteelFabricationfor Export InadequatesupplyofLicensed ForkliftOperator HighMortalityonTradeTestin Safety,technicalskillsand knowledgeassessment RecommendedSolutions Bridgingindustrystandardsto theclassroomstandards (inclusionofTGM/TPM&ISO Concepts,English Communication&Values formation.IncludingOJT Program(structured)inthe curriculum Integrationofhandson trainingonindustry Advocateforthe implementationofTESDAs ladderizedprogramand enterprisebasedtraining programsthroughforgingof partnershipwithindustries JobTrainingPartnershipwith trainingInstitutions(e.g. TESDA,Academe/Dualtech, etc.) Adoptatalentdevelopment program. Adoptinhousecurriculumof certaincourse(e.g.Ceramics Certificatecourse) IntensifyCareerGuidanceto advocateforpotentialjob opportunities RegistryofLicensedForklift Operatormustbemade accessible Intensifysafetytrainingsand torequireadvancedsafety courses Criticalpositionsin productionmusthavesafety trainingorientation CoursesofActions/Methods toImplementthe Recommendation DepEd/CHED/TESDAto devicestructural curriculum/trainingsthatwill fitindustrysetup StrengthentieupofTESDA andestablishmentorprivate companytoensurethat trainingswillberelevantto theneedsoftheindustry StrengthentieupofTESDA andestablishmentorprivate companytoensurethat trainingswillberelevantto theneedsoftheindustry CHEDtoputacapon enrolleesofoversubscribed courses CHEDtoregulatethe accreditationofschoolsto ensurethatcoursestobe offeredwillberelevanttothe needsoftheindustry. Stoptheproliferationoffly bynightschoolsandtraining institutionsandgovernment shouldhavethepoliticalwill tocloseschoolswithevery lowturnoutonboardexams ReviewTrainingProgramof BWC/OHSC/andAccredited SafetyTrainingOrganizations

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SkillsAvailability
CoursesofActions/Methods toImplementthe Recommendation TESDADepEdpartnershipin identifyingtarget beneficiariesofits scholarshipprogram StrengthentieupofTESDA andestablishmentorprivate companytoensurethat trainingswillberelevantto theneedsoftheindustry ForgeDPWHDOLEBWCBLE partnership DepEd,CHED,DENR,DOLE, TESDAtostudythegreen jobstrendasemployment driver Morehumanfactor integratedintothe curriculumoftechnicaland engineeringcourses. CHEDtoreviewqualifications forprofessors/college instructors. DOLEtoreviseitsCareer Guidancemoduleforthe proposedinclusionoftopics inthemodule

Industry 3.Agribusiness

DescriptionofGap/Challenge Highcostofsafetytrainings Highturnoverratebecauseof overseasopportunities Highpreferenceforjobsin electronics,semicon, automotivecompaniesdueto natureandworkenvironment Applicantsfailtopassseriesof examinationsandinterviews duetolackofsupervisoryand leadershippotentials Theoreticalknowledgebut lackingpracticalexposure Lackofawarenessasan employmentoption Limitedstudentspreferthis career Limitedsupplyofqualifiedand competentapplicantdueto outmigration,compensation concernsandpirating

RecommendedSolutions Enforcepolicyon AccreditationofSafety Officers SupervisoryandLeadership seminarsforSafetyOfficers Reliableandupdatedskills databaseisessentialand madeaccessibletoindustry toreducecostofsourcing andrecruitment TESDAtoincreasenumber andscholarshipgranteeswith rigidscreeningtoensure completionandcompetency ofgraduates ImplementRA6685 WorkersHiredin InfrastructureProject AdvocateforEnvironment safetyfocusedprogramsto addressinfra(houseand buildingsofthefutureis essential Leadershipskillsmustbe developedatalllevelsof educationtopreparefor supervisorywork Inviteindustryexpertsto trainpeopleintheacademe andthetraining,institutions. Universities/college professors/instructors qualificationsmustinclude amongothersexposureor workingexperienceinthe business/corporateworldso theorieswillbelinkedto actualpractice. IntensifyCareerGuidanceto includegenderawareness, currentworkpractices, opportunitiesforbothtech vocandfouryearcoursesto ensureeffectivecareer choices Reviewschoolcurriculumto addressthegapionEnglish proficiencyrequired

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Region4A


Industry 3.Cyberservices 4.Health,Wellness &MedicalTourism 5.Automotive DescriptionofGap/Challenge LowlevelofEnglishfacility Adaptabilitytograveyardwork schedules Highturnoverduetostressand healthreasons Needscommunicationskills improvementprogram Lackofdecisionskillmaking Salaryexpectationgap LimitedproviderofDual TrainingSysteminROIVA Lowhiringrateduetolackof qualifiedapplicants RecommendedSolutions Providemoretrainingschools forCallCenterAgentsthat wouldenhancetheirENGLISH PROFICIENCY TopromoteENGLISH LANGUAGEintheschools,in orderforstudentstobewell versedinthelanguage Prohibitkidsfromwatching Filipinotelenovelasbut insteadEnglishoriented programs IntensifyCareerGuidanceto includegenderawareness, currentworkpractices, opportunitiesforbothtech vocandfouryearcoursesto ensureeffectivecareer choices Reviewthelawsrelativeto health/safetyofworkersin thecallcenter(example womenrightsatthenight work) Includeoncurriculumtraining modulestopicson Communicationskillsand Leadership Lobbyformoretourismand infradevelopment IntensifyserviceQuality ImprovementPrograms Developserviceoriented culture Leadershiptrainingprograms Advocateforthe implementationofTESDAs ladderizedprogramand enterprisebasedtraining programthroughforgingof partnershipwithindustries ContinuousLearningProcess likejobrotationshouldform partoftheCareer EnhancementProgramthat mustbeincludedincompany CoursesofActions/Methods toImplementthe Recommendation TESDAandCHEDtoreview theCurriculumifitis competitivewiththeAsian countries. StrengthentieupofTESDA andestablishmentsofprivate companytoensurethat trainingswillberelevantto theneedsoftheindustry Creationofindustry supervisors/middlemanagers associationstotakecareof emergingissues/concernsin theindustrysuchasskillsand competitiveness, compensationandincentives packages,piratingpractices DOLEtoreviseitsCareer Guidancemoduleforthe proposedinclusionoftopics inthemodule DOLE/BWCtosetwork standardsforBPOs Strengthentieupof TESDA/CHEDand establishmentorprivate companytoensurethat trainingswillberelevantto theneedsoftheindustry StrengthenoftheProvincial TourismCouncil ImplementWAPduringoff seasontoenableyoung workersexposuretowork settingsandworkvalues, subjecttostrictmonitoringof DOLE Strengthentieupofand establishmentorprivate companytoensurethat trainingswillberelevantto theneedsoftheindustry

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SkillsAvailability
CoursesofActions/Methods toImplementthe Recommendation DOLEtoincludeintheLabor Educationseminars formulationofCareer EnhancementProgram Intensifypromotionof productivemodel/best practicesandincentives available Encouragewithurgencythe TESDAandCHEDtodevise shorttermcurriculumthat willfittheneedsoftheport Performanceevaluation includingmanagementand personnelauditastotheir compliancepertheirtraining program

Industry 6.PostOriented ServicesOperators

DescriptionofGap/Challenge Salaryexpectation Lowhiringrate

RecommendedSolutions policyandwellexplainedto workersforthemultiskilling schemetoincreasenumber ofskilledworkers Implementationofattractive commissionandincentives programs IncludeintheTORofBidders forCHServicesthe ManpowerTrainingProgram forkeyportoperators personnel

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Region4A

PROJECTJOBSFITConsultation SummaryReport

REGION4B

EmploymentTrendsandStructures

REGION4B
EmploymentTrendsandStructures

uringtheperiod20032008,thereweretwo(2)employmentgeneratorswithdoubledigitshareinthe total employment in Region IVB which is composed of the provinces of Mindoro Oriental, Mindoro Occidental,Marinduque,RomblonandPalawan.Thesewerethefollowingsectors: Agriculture, Hunting and Forestry which registered an increment of forty seven percent (47.1%) or98thousandworkers; Wholesale and Retail Trade with an increment of almost fifteen percent (14.9%) or 31 thousand workers. Othersectorswhichhaveanamplepercentageincrementwerethefollowing: Fishing(7.2%); PrivateHouseholdswithEmployedPersons(5.8%); Transport,StorageandCommunication(5.3%); PublicAdministration(4.3%); Manufacturing(3.8%); Construction,HotelandRestaurant,andEducation(eachwith2.9%); RealEstate,RentingandotherBusinessActivities(1.9%); OtherCommunity,SocialandPublicServiceActivities(1.4%) MiningandQuarrying(0.5%). Meanwhile, only one sector in the industry showed a decline in employment trend covering the same period 2003 2008. This was Health and Social Work which posted a decline of 1.0% or a decrease of 2 thousand workers. The Electricity, Gas and Water sector remained unchanged for the past 5 years, the employmentwasconsistentlyat3thousandworkersfrom20032008.
EmploymentTrendsByIndustry,RegionIVB:20032008 Industry AllIndustries Agriculture,Hunting,&Forestry Fishing Mining&Quarrying Manufacturing Electricity,Gas,&Water Construction Wholesale&RetailTrade Hotel&Restaurant Transport,Storage,& Communication FinancialIntermediation RealEstate,Renting,&Business Activity PublicAdministration Education Health&SocialWork OtherCommunity,Social&Public ServiceActivities PrivateHouseholds (inthousands,exceptrates) YEAR Increment 2003 2008 925 408 82 6 50 3 44 133 8 49 4 6 49 27 10 16 32 1,133 506 97 7 58 3 50 164 14 60 5 10 58 33 8 19 44 208 98 15 1 8 6 31 6 11 1 4 9 6 (2) 3 12 %toTotal Increment 100.0 47.1 7.2 0.5 3.8 2.9 14.9 2.9 5.3 0.5 1.9 4.3 2.9 (1.0) 1.4 5.8 Ave.Annual G.R.(%) 4.5 4.8 3.7 3.3 3.2 2.7 4.7 15.0 4.5 5.0 13.3 3.7 4.4 (4.0) 3.8 7.5

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Sourceofbasicdata:NationalStatisticsOffice,LaborForceSurvey

Region4B

AnnualGrowthRate
From 2003 2008 some sub sectors in the industry have expanded faster than the other sub sectors as regardstheaverageannualgrowthrate.Thesearethefollowing: HotelsandRestaurant(15%); RealEstate,RentingandOtherBusinessActivities(13.3%); PrivateHouseholdswithEmployedPersons(7.5%); FinancialIntermediation(5.0%); Agriculture,HuntingandForestry(4.8%); WholesaleandRetailTrade(4.7%); Transport,StorageandCommunication(4.5%). Averageannualgrowthratecoveringtheyears20032008forallindustriesinRegionIVBisat4.5%. Subsectorswhichregisteredanaveragegrowthratelowerthantheregionalaveragewere: Education(4.4%); OtherCommunityandPersonalServices(3.8%); Fishing(3.7%); PublicAdministration,DefenseandPersonalSocialSecurity(3.7%); MiningandQuarrying(3.3%); Manufacturing(3.2%); Construction(2.7%). There was a lone negative growth rate that has been observed among the sub sectors of the Industry, HealthandSocialworkposteda4%averagegrowthrate. For the period covering 2003 2008, most of the subsectors which belongs to the service industry, registered an average growth rate higher than the regional average growth rate. This makes the service industryasthemostfastesttoincreaseintermsofaveragegrowthrate.
AverageAnnualGrowthRatebyIndustry,RegionIVB:20032008 (Inpercent)

Sourceofbasicdata:NationalStatisticsOffice,LaborForceSurvey

EmployedPersonsbyMajorIndustryGroup
The 2008 data from National Statistics Office (NSO) on Employed Persons by Major Industry Group in Region IVB showed that the Agriculture sector is the major employment driver in the region, followed by Service and then by Industry. The distribution given below holds true to almost all regions where the bulk of employmentissharedbetweenAgricultureandServicesectors. EmployedPersonsbyMajorIndustryGroup,RegionIVB:2008 (Inthousands,exceptrate)
Industry Agriculture Industry Service AllIndustries
Sourceofbasicdata:NationalStatisticsOffice,

2008 603 118 415 1,133

%Share 53 37 100.0 10

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GrossDomesticProduct The Key Employment Generators (KEGs) identified during the National Human Resource Conference (NHRC)of2007,particularlyinCentralPhilippineswhereRegionIVBbelongswerethefollowing; Agribusiness; Construction; Cyberservices; Health,andWellnessandMedicalTourism; HotelandRestaurant; Maritime; Mining. However,actualaveragegrowthrateforthepastfiveyearsshowedthatHealthandSocialWorkposteda negativegrowthrate,thiswillsomehowserveasinputtoProjectJobsFitfindings.

GrossDomesticProduct
The Gross Domestic Product for the period 2003 2008, revealed the industry sector is the key growth driver for the past five years in Region IVB, with an average GDP growth rate of 6.9%. Major contributors in thesaidsectorwere: MiningandQuarrying(33.5%); Electricity,GasandWater(10.1%). Followed by the Service sector with an average annual GDP growth rate of 5.9%, main contributor in this sectorwere: Transport,StorageandCommunication(6.1%); Finance(5%); Trade(4.5%). Lastly Agriculture sector with an average GDP growth rate of 3.9%, and the major contributor is AgricultureandFishery(29%).
GrossDomesticProductByIndustry,RegionIVB:20032008 (inmillionPhP)

Industry 2003
AllIndustries Agriculture&Fishery Forestry Mining&Quarrying Manufacturing Electricity,Gas&Water Construction Transport,Storage&Communication Trade Finance OwnershipDwellingsandRealEstate PrivateService GovernmentService
Source:NationalStatisticalCoordinationBoard

YEAR 2008
38,814 14,780 0 8,109 4,509 3,365 362 1,637 2,037 1,265 447 1,096 1,207

Increment
8,381 2,430 1 2,808 429 845 110 513 379 421 72 230 145

%toTotal Increment
100.0 29.0 0.0 33.5 5.1 10.1 1.3 6.1 4.5 5.0 0.9 2.7 1.7

Ave. AnnualG. R.(%)

5.5 3.9 20.0 10.6 2.1 6.7 8.7 9.1 4.6 10.0 3.8 5.3 2.7

30,433 12,350 1 5,301 4,080 2,520 252 1,124 1,658 844 375 866 1,062

NEDAIndustryprospects
There are seven projects under the KR2 Program (PhilippineJapan grant for Underprivileged Farmers) in MIMAROPA region. These projects are the following; Community Based Coastal Resource Management, Bio organic Fertilizer, Peanut Production and Processing, Calamansi Processing, Cage Culture of Grouper and Cassava Processing. Two projects each were awarded to Oriental and Occidental Mindoro while one project eachwereapprovedfortheprovincesofMarinduque,RomblonandPalawan.

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DataLimitation
Due to time and resource constraints as well as limited stakeholders participation, facts and figures gathered by DOLE RO IVB are merely indicative. Data inputs from NSO and BLES surveys were used to substantiatesomeofthefindingsinProjectJobsFit.

LMIdatafindingsbasedonRegionalConsultation
TheRegionalConsultationinRegionIVBwasconductedonSeptember1to4,2009withtheassistanceof DOLE Region IVB officers and staff. The stakeholders from both the public and private sectors have identified KeyEmployment Generators(KEGs) with their Corresponding Skills andAssessment ofGaps and Challenges as enumeratedbelow: IdentifiedKEGSwiththeirCorrespondingSkillsRequirementandAssessmentofGapsandChallenges(based onProjectJobsFitRegionalConsultationinRegionIVB)
KEGS Agribusiness Tourism/HotelsandRestaurant SKILLSREQUIREMENT Agriculturists/AgriculturalEngineers, Aquaculturists,FarmManagers, Agronomists,Horticulturists TourGuides,Chefs,Foodand BeverageAttendants,Housekeeping attendants,Baristas,Bartenders, Butlers,CookServiceCrews ASSESSMENTOFGAPSAND CHALLENGES Limitedavailableskillsintheregion, Lowenrollment/fewtakersofthe course Lowincomeinagriculturalrelated course Lackofqualifiedtrainersspeciallyin theculinaryfieldandtraining providers Highturnoverrateofemployment duetolowsalary Totalabsenceofcourseprovidersin theregion Lackofavailablecourseoffering leadingtotheseoccupations

Mining

GeodeticEngineers,Geologists, MiningEngineers,Metallurgical Engineers,MiningandMetallurgical technicians

EmergingIndustryinRegionIVB
There is one (1) emerging industry that surfaced along the conduct of the Stakeholders Consultation in RegionIVBwhichhaspotentialofgeneratingemploymentinthenext5to10years. Industries
Transportation
Source:ProjectJobsFitRegionalConsultation

SkillsRequirements
Drivers,Mechanics

SkillsAvailability
Across all sectors, the academe workshop group has failed to present the available skills relative to the identified key employment generators. The participants were unable to provide data and information on the availabilityofskills.

AssessmentofGapsandChallengesbasedontheRegionalConsultation
Industry 1.Agribusiness Descriptionof Gap/Challenge 1.Lowrateofenrolment studentsnotinspiredor notinterestedintaking coursesrelativeto agriculture RecommendedSolution Promoteagriculturecourses inthesecondarylevelin ordertoorientthewouldbe collegestudentsinthe significanceofthe course/program CoursesofActions/Methods toImplementthe Recommendation DepEdandotherprivate institutionstointegrateinto thehighschoolcurriculum introductiontoagriculture courseswithemphasisonits importanceandcontribution tothelocalcompany

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AssessmentofGapsandChallengesbasedontheRegionalConsultation
Descriptionof Gap/Challenge 2.Wrongimpressionof studentsintakingupthe courseasacareer 3.Absenceofprocessing centersintheprovinces thataddmorevalueto agriculturalproduce 4.Lowqualityof production/orlow production 1.Consideredasseasonal businessthatproduces seasonalemployment 1.Unattractivewage benefits 2.Fastturnoverrateof workers 3.Availableskillsdoesnt meettheindustry minimumstandards 4.Somecoursesnot availableinthe city/province 1.Noavailablemanpowerin thelocality 2.Labordisplacements 3.Fastturnoverrateof technicalpersonnel CoursesofActions/Methods toImplementthe Recommendation CHEDtoproposelongterm programstofundagricultural scholarshipsandencourage privateeducationalinstitution toparticipateintheprogram. Governmentagenciestoforce agreementsandpartnerships topromoteandassistsmall andlargescaleprocessingof agriculturalproduce Nationalgovernmentagencies toassisttheindustryby providingassistanceto improveagriculturalfacilities Continueandexpand participationintheNational Tourismevents Promotetheprovisionof benefitsforthehotelsand restaurantworkers Accreditationofhighlevel trainingprovidersrelativeto theindustryrequirements

Industry 2.Tourism 3.Hotelsand Restaurants

RecommendedSolution Thegovernmentto concentratethescholarship programstoagricultural courses Livelihoodassistance providerstoconsider proposalsthataddvalueto agriculturalproduce Establishingprocessing centersforagriproducts Modernizingagriculture Providebusinessalternative duringtheleanseasonofthe tourismindustry Providenonmonetary benefitstominimumand lowwageearners Provideproductivitytraining seminarsthatwillupgrade skillsandqualityserviceof workers

4.Mining

Providecomprehensive trainingtolocals Providingmeasurestoassist displacedworkers Providebenefitsthatwill equatemonetarybenefits offeredbyoverseas employment

Forgingpartnershipamong agenciesthatprovidequality trainingeducationand facilities Measuresofproviding livelihoodformationand enhancementalreadyinplace Employerstoincreasewage andnonwagebenefitsofthe employersspeciallythe technical Personnel

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Industry 5.Transportation Descriptionof Gap/Challenge 1.Regionhasnoland bordersprovinces separatedbywaters RecommendedSolution Physicalintegration CoursesofActions/Methods toImplementthe Recommendation Governmenttoinviteinvestors inestablishingland transportationterminals,sea andairports Establishinfrastructurethat willlinkeachprovinceand otherregions

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PROJECTJOBSFITConsultation SummaryReport

REGION5

EmploymentTrendsandStructures

REGION5
EmploymentTrendsandStructures

he employment performance of the labor market in Region V for the period 20032008 showed that there were four (4) employment generators with double digit share in the total employment. These are thefollowing: Wholesale and Retail Trade registered an increment of almost thirty six percent (35.7%) or 51 thousandworkers; Agriculture,HuntingandForestrypostedanincrementoftwentypercent(20.3%)or29thousand workers; Fishingregisteredalmostthirteenpercent(12.6%)or18thousandworkers; Private Household with Employed Persons has an increment of almost twelve percent (11.9%) or 17thousandworkers; Sectorswhichhaveamplepercentageincrementwere: TransportStorageandCommunication(9.8%); HotelandRestaurant(7%); PublicAdministrationandDefense(4.9%); MiningandQuarrying(3.5%); Electricity,GasandWater,Construction,andFinancialIntermediation,(eachwith1.4%). HealthandSocialWorkshowednoincrementfortheperiodoffiveyears. Meanwhile,thefollowingsectorsmanifestedadecliningemploymenttrendinthesameperiod: Educationwithadeclineofemploymentofabout14thousandworkers(9.8%); Manufacturingwithdecreaseofabout7thousandworkers(4.9%); OtherCommunity,SocialandPublicServiceActivitieswithadeclineofabout1thousandworkers (0.7%).
EmploymentTrendsByIndustry RegionV:20032008(inthousands,exceptrates) Industry 2003 AllIndustries Agriculture,Hunting&Forestry Fishing Mining&Quarrying Manufacturing Electricity,Gas &Water Construction Wholesale&RetailTrade Hotel&Restaurant TransportStorage& Communication FinancialIntermediation RealEstateRentingBusiness Activity PublicAdministration Education Health&SocialWork OtherCommunity,Social& PublicServiceActivities PrivateHouseholds 1,855 753 115 11 133 6 91 304 26 96 8 16 90 73 21 52 64 YEAR 2008 1,998 782 133 16 126 8 93 355 36 110 10 20 97 59 21 51 81 Increment 143 29 18 5 (7) 2 2 51 10 14 2 4 7 (14) (1) 17 %toTotal Increment 100.0 20.3 12.6 3.5 (4.9) 1.4 1.4 35.7 7.0 9.8 1.4 2.8 4.9 (9.8) (0.7) 11.9 Ave.Annual G.R.(%) 1.5 0.8 3.1 9.1 (1.1) 6.7 0.4 3.4 7.7 2.9 5.0 5.0 1.6 (3.8) (0.4) 5.3

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Sourceofbasicdata:NationalStatisticsOffice,LaborForceSurvey

Region5

AnnualGrowthRate
From20032008somesectorsintheindustryhaveexpandedfasterthantheothersubsectorsasregards theaverageannualgrowthrate.Thesearethefollowing: MiningandQuarrying(9.1%); HotelandRestaurant(7.7%); Electricity,GasandWater(6.7%); PrivateHouseholdswithEmployedPersons(5.3%); FinancialIntermediationandRealEstate,RentingandBusinessActivity(5.0%each); WholesaleandRetailTrade(3.4%); Fishing(3.1%); TransportStorageandCommunication(2.9%); PublicAdministration,DefenseandCompulsorySocialServices(1.6%). Averageannualgrowthratecoveringtheyears20032008forallindustriesinRegionVisat1.5%. Sectorswhichregisteredanaveragegrowthratelowerthantheregionalaveragewerethefollowing; Agriculture,HuntingandForestry(0.8%); Construction(0.4%); Health and Social Work remained unchanged during the reference period which constantly employed 21 thousandworkersforaperiodoffiveyears. Meanwhile,thefollowingsectorsregisterednegativegrowthrateforthereferenceperiod: Education(3.8%); Manufacturing(1.1%); OtherCommunityandSocialServices(0.4%). For the period covering 2003 2008, most of the subsectors which belongs to the service industry, registered an average growth rate higher than the regional average growth rate. This makes the service industryasthemostfastesttoincreaseintermsofaveragegrowthrate.
AverageAnnualGrowthRatebyIndustry,RegionV:20032008 (Inpercent)

Sourceofbasicdata:NationalStatisticsOffice,LaborForceSurvey

EmployedPersonsbyMajorIndustryGroup
The 2008 data from National Statistics Office (NSO) on Employed Persons by Major Industry Group in RegionVshowedthattheAgriculturesectoristhemajoremploymentdriverintheregionfollowedbyService and then by Industry. The distribution given below holds true to almost all regions where the bulk of employmentissharedbetweenAgricultureandServicesectors.
EmployedPersonsbyMajorIndustryGroup,ROV:2008 (Inthousands,exceptrate) Industry 2008 %Share Agriculture Industry Service AllIndustries 915 243 840 1,998 45.8 12.2 42.0 100.0

Sourceofbasicdata:NationalStatisticsOffice,

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GrossDomesticProduct The Key Employment Generators (KEGs) identified during the National Human Resource Conference (NHRC)of2007,particularlyintheCentralPhilippineswhereRegionVbelongswerethefollowing: Agribusiness; Construction; Cyberservices; Health,andWellnessandMedicalTourism; Hotelsandrestaurants; Maritime; Mining. However, actual average growth rate for the given years showed that Electricity, Gas and Water, Private Households, Financial Intermediation, and Real Estate, Renting and Wholesale and Retail Trade have also registeredanincreaseintermsofaveragegrowthrate,thiswillserveasinputtoProjectJobsFitfindings.

GrossDomesticProduct
The Gross Domestic Product for the period 2003 2008,revealed the industry sector is key growth driver intheGDPforthepastfiveyearsinRegionV,withanaverageGDPgrowthrateof10.5%.Majorcontributorsin thesaidsectorwere: Construction(16.5%); MiningandQuarrying(15.5%). Followed by the Service sector with an average annual GDP growth rate of 4.7%, main contributor in this sectorwereFinancesector(13.0%),andlastlyAgriculturesectorwithanaverageGDPgrowthrateof3.6%and themajorcontributorisForestry(40.0%).
GrossDomesticProductByIndustry,RegionV:20032008 (inmillionPhP)

Industry
AllIndustries Agriculture&Fishery Forestry Mining&Quarrying Manufacturing Electricity,Gas&Water Construction TransportStorage&Communication Trade Finance OwnershipDwellingsandRealEstate PrivateService GovernmentService
Source:NationalStatisticalCoordinationBoard

YEAR 2003
31,021 10,426 1 1,536 408 2,884 1,920 1,896 3,818 407 2,839 2,736 2,150

2008
39,696 12,293 3 2,729 498 3,564 3,502 2,490 4,638 672 3,136 3,638 2,533

Increment
8,675 1,867 2 1,193 90 680 1,582 594 820 265 297 902 383

%toTotal Increment
100.0 21.5 0.0 13.8 1.0 7.8 18.2 6.8 9.5 3.1 3.4 10.4 4.4

Ave.Annual G.R.(%)
5.6 3.6 40.0 15.5 4.4 4.7 16.5 6.3 4.3 13.0 2.1 6.6 3.6

NEDAInvestmentPriorities
Based on the Comprehensive Integrated Investment Program (CIIP), Central Philippines where Region V belongs will be able to benefit from this investment for infrastructure projects that would be implemented between 2007 to 2010. Included in this program are the following: transportation, power and water, social infrastructure,communications,relendingprograms,andsupportforagrarianreformcommunities. Withtheseprograminplace,RegionVwillgainsubstantiallyparticularlyininfrastructureprojectslikethe construction of airports in Sorsogon, DaragaAlbay; Mainline South Railway Project (Southrail) Phase IB Rehabilitation and Construction of railway from Lucena to Legazpi and Phase II construction of railway from Camalig, Albay to Sorsogon. Power and Electrification projects like the Bicol Emergency Power Restoration, Restoration of BacMan 2 (20MW) Geothermal Plant. Social Infrastructures like Lowcost Housing Program for ResettledFamilies.

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Region5

DataLimitation
Due to time and resource constraints, as well as limited stakeholders participation, facts and figures gathered by DOLE RO V are merely indicative. Data inputs from NSO and BLES surveys were used to substantiatesomeofthefindingsinProjectJobsFit.

LMIdatafindingsbasedonRegionalConsultation
The Regional Consultation in Region V was conducted on August 25 to 27, 2009 with the assistance of DOLE RO V officers and staff. The stakeholders from both the public and private sectors have identified Key EmploymentGenerators(KEGs)withtheirCorrespondingSkillsandAssessmentofGapsandChallenges.These areenumeratedbelow: Identified KEGS with their Corresponding Skills Requirement and Assessment of Gaps and Challenges (based onProjectJobsFitRegionalConsultationRegionV)
KEGS Agribusiness SKILLSREQUIREMENT Aquaculturists(FishpondOperators, FishBreeders,CoastalResource Technicians) Horticulturists FeedProcessors(ProcessorsofAgri basedproducts) ProductionandOperationsManagers PlantMechanic/MachineOperators WeaversandDesigners FiberClassifiers(Abaca) Entrepreneurs AgriculturalEngineers ASSESSMENTOFGAPSAND CHALLENGES Declineintheenrollmentratein Agriculturalcourses Lackofopportunitiesforwage employmentforthehardtofill positionsintheregion.Graduatesof Agrirelatedcoursesare underemployed Salariesnotcommensuratetothe skillsrequired/notcompetitivewith otherprofessions Lowperformanceofgraduatesinthe licensureexaminationfromPRCfor AgriculturalEngineering&Allied courses Lackofopportunitiesforfaculty trainerstoupgradeandenhancetheir knowledgeandskills Limitedlocalmarketofagribased products Lackofcapacityonfacilitiesfor institutionsofferingtheseprograms Limitedtrainingcapacity Lackofskilledtrainers Lackofhighendfacilities Lowabsorptionrateofgraduatesin thelocalmarket Deficienciesinthecurriculum Lackofcompetencystandards Languageskills Computerskills Useoftechnology Drivingskills Onthejobtraining Lowincomeearningprofessioninthe region

Tourism

Bakers Baristas Bartenders Chefs Cooks FoodandBeverageAttendants FrontOfficeStaff/Attendants HotelReservationsOfficers KitchenSpecialists HousekeepingServices TourGuides Waiter/Waitress

Construction

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Engineers(Design,Civil,Electrical, Instrumentation) Welders

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EmergingIndustriesinRegionV
KEGS SKILLSREQUIREMENT Electricians Carpenters Masons Plumbers Pipefitters HeavyEquipmentOperators Mechanics Fabricators MiningEngineers SkilledMiningWorkers Geologists MetallurgicalEngineers Engineers ASSESSMENTOFGAPSAND CHALLENGES Averagecompensationresultsto resignationortransfertoother companies Lowsupplyoftrainedheavy equipmentoperatorsandmechanics Lackofqualifiedinstructors/trainers Few/Lackofeducationalinstitution offeringminingrelatedcourses TheLGUslacksupporttosmallscale mining/localmininginvestors Miningoperationintheregionis concentratedonextractionrather thanprocessing Highcostofmaritimetrainingin schoolsintheregion SubstandardMaritimeTraining Schools Lowturnoutofapprenticeshipslots inforeignvessels Upgradingofinstructors

Mining

Maritime

MarineEngineers Seafarers DeckOfficers Maritimeinstructors

EmergingIndustriesinRegionV
Therearetwo(2)emergingindustriesthatsurfacedalongtheconductoftheStakeholdersConsultationin RegionVwhichhavepotentialsofgeneratingemploymentinthenext5to10years.
Industries Cyberservices BackOfficeProcessing BusinessProcessOutsourcing ContentOnLineDevelopment Animation WebDevelopment/OnlineWebMarketing Health,Wellness&MedicalTourism
Source:ProjectJobsFitRegionalConsultation

SkillsRequirements Accountants,Auditors,MedicalTranscriptionists, Contact/CallCenterAgents ContentCopywriters,Editors Animators,GraphicArtists WebDevelopers,SoftwareDevelopers,Programmers Nurses,MedicalDoctors/Surgeons,MassageTherapists PhysicalTherapists

SkillsAvailability
The stakeholders consultation in Region V has yielded the following available supply of skills as identified bytheregionalofficeofCHEDandTESDA.
INDUSTRY/SECTOR CHED Graduates(20072008) 742(Agri.,Forestryand Fisheryrelatedcourses) 1,276(Trade,Crafts Enrolled(20082009) 4,055(Agri.,Forestryand Fisheryrelatedcourses) 7,052(Trade,Crafts TESDA ScholarsofPrograms 237(Agri&Fishery Programs) 6,224shorttermcourses

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Agribusiness Tourism

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INDUSTRY/SECTOR courses) Construction 854(Engineering& Architecture) CHED courses) 7,188((Engineering& Architecture) TESDA (Hotel&Restaurant Programs) 2,138(Welding& Machining) 3,884(Constructionrelated shorttermprograms)

Health,Wellness& MedicalTourism Cyberservices

5,844(Healthrelated programs) 4,465(businessrelated courses) 1,039(ITrelatedcourses)

16,702(Healthrelated program) 25,234(businessrelated courses) 9,677(ITrelatedcourses)

AssessmentofGapsandChallengesbasedontheRegionalConsultation
Industry 1.Agribusiness DescriptionofGap/Challenge Declineinthe enrolmentratein Agrirelatedcourses RecommendedSolution Providescholarship programsto studentsenrolledin Agri.courses ConductSocial Marketingand Advocacyto promoteAgri. course.Publish successstoriesof graduatesforlocal& nationalcirculation TheAgriSchools maintain skills/graduates registry.School basedPESOsare encouragedto implementthe NMRSincolleges& universities Encouragegraduates toventureinto entrepreneurship Needtoreviewthe standardspertaining toAgricultural coursestocopeup withthechanges andtrendsinthe industry. Improvefacilitiesof collegesand universitiesoffering AgricultureCourses CoursesofActions/Methodsto Implementthe Recommendation Intensifycareer guidanceactivities including appreciationoftech voccoursesin secondaryschoolsin coordinationwith DepEd. CHEDtoissuepolicies insupporttothe implementationof NationalManpower RegistrationSystem inordertohave registryofgraduates CHEDtoreviewthe curriculumofschools offeringAgriculture relatedcoursesand recommendthe inclusionof Entrepreneurshipin theprogramoffering CHEDmustprovide opportunitiesfor enhancement/ upgradingof

Lackof opportunitiesfor wageemployment forthehardtofill positionsinthe region.Graduatesof Agrirelatedcourses areunderemployed

Salariesnot commensurateto theskillsrequired/ notcompetitive withother professions Lowperformanceof graduatesinthe licensure examinationfrom PRCforAgricultural Engineering&allied courses Lackof opportunitiesfor faculty/trainersto upgradeand

Conductcontinuous enhancement trainings/capability buildingactivitiesfor

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SkillsAvailability
CoursesofActions/Methodsto Implementthe Recommendation trainers/instructors knowledge&skillsof teachingpersonnelin thefieldof Agriculture Needtostrengthen theexistingand DAwithattached developnewlinkages agenciesandbureaus forpotentialmarket likeFIDA,PCA,BFAR Agribasedproducts toprovidesupportin theindustry particularlythe promotionofagri basedmarketinthe internationalmarket Increasetraining capacity Thegovernment shouldprovide additional Upgradeteacher investmentsfor educationfor Tourismsector Tourism ImproveEducation Increase/upgrade andTrainingin infrafacilities& Tourism equipment ImprovetheTourism climateofthelocality Increaselocal investmenton Thegovernment Tourismincluding: mustintensifythe Improvementin promotionofthe Peace&Order investmentpriorities InculcateTourism intheTourismsector awarenessinall includingthe sectors employment opportunities Improvethe curriculumtomeet theindustryneeds CHED&TESDAto reviewitsprogram offeringstomeetthe needsoftheindustry Increasethesalary Withthe ofskilledworkersin recommendationof theconstruction DOLE,theprivate industryand constructionfirms provideadditional mustconsiderthe benefits provisionofhigher salaryandadditional benefitsforpositions likeEngineers, Architects,etc. Providetraining programstoheavy equipment operators& mechanics Thegovernment mustprovide additionalbudgetfor trainingand scholarshipgrants forstudents/trainees enrolledinthe

Industry 2.Tourism

DescriptionofGap/Challenge enhancetheir knowledgeandskills Limitedlocalmarket ofagribased products

RecommendedSolution

Lackofcapacityon facilitiesfor institutionsoffering theseprograms Limitedtraining capacity Lackofskilled trainers Lackofhighend facilities

Lowabsorptionrate ofgraduatesinthe localmarket

Deficienciesinthe curriculum

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3.Construction

Lackofcompetency standards Languageskills Computerskills Useoftechnology Drivingskills OntheJob Training Lowincome earningprofession intheregion Average compensation resultsto resignationor transfertoother companies

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Industry 4.Health, Wellness& MedicalTourism DescriptionofGap/Challenge Lowsupplyof trainedheavy equipment operatorsand mechanics Lackofqualified instructors/trainers Lackofsupplyof experienced nursesasrequired forglobal competitiveness ContinuetheNARS programofDOLE DOHPRCtogive moretraining experiencetonewly registerednurses Monitor/evaluate theNARSprogram Revivetherural healthpractice program Implementthe approvedsalary standardization (SG15)fornursesin publichealth Considerthe provisionofhigher salarytomedical doctorsbothfor publicandprivate Training/retooling oftrainers/ instructors RecommendedSolution CoursesofActions/Methodsto Implementthe Recommendation constructioncourse program Reviewtheprogram andcomeupwith morerealistic programstomeet thegaps

5.Cyberservices

Lowsalaryofnurses intheregion resultingto migration Fewdoctors availableinthe regiondueto local/international migration Lowsalaryof doctorsinthe hospitals(public) Needtomeet internationaljob skillsrequirements Lackofskilled MessageTherapists &PhysicalTherapists PTsandMTsarenot givenbetter opportunitiesfor regularemployment, mostlyself employment Lackofopportunities forlocal employment resultingtolabor migration Lowhiringrate(1 outof10)

Reviewandconsider themagnacartafor healthworkers speciallyforhospital residentdoctors

Intensifythe promotionofthe servicesprovided

Thegovernment mustintensifythe provisionofBOI incentivesto encouragemore investorsforIT industry.The governmentmust provideefficientand reliabledigitalinfra facilities Professionalizethe industry

DTIBOIshould encouragemore business opportunitiesinthe regionbasedonthe identifiedPriority Investmentareas Encourageinvestors toengagebusinessin theindustryto accommodateBicol graduates

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SkillsAvailability
CoursesofActions/Methodsto Implementthe Recommendation CHED/TESDAtoreview curriculumforEnglish proficiencyand increasenumberof trainingstobe provided Thegovernmentmust promoteemployment opportunitiesforthe AnimationandIT industryintheregion Institutionalize Regional&Provincial ITCouncilwhowill manage&overseethe ITindustryincluding thepromotionofjob opportunitiesglobally anddomestically

Industry

DescriptionofGap/Challenge Salariesofferedin theregionless competitivewith otherkeycities Lack/lowproficiency inEnglishand computerliteracy

RecommendedSolution Reviewthesalary standardsfor working professionalsinthe region Adoptacurriculum thatwilladdressthe gapsinEnglish proficiencyand computerliteracy. SUCsandHEIsto offerlanguage proficiencyclasses ITschoolsinthe regiontooffer Animationcourses/ trainingprograms Createapoolof skilledanimators/IT Specialistsand providelinkagesto thecompanies/ establishments needingtheir services Provideaccessto scholarshipgrantsto talented students/trainees Conductmoreshort termtraining programsrelatedto thesecriticalskills

Fewdemandon localemployment foranimators/job opportunitiesare outsidethe region/country Graduatescannot meetinternational standards

Hightrainingcost Insufficient backgroundonweb surfing

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Region5

PROJECTJOBSFITConsultation SummaryReport

REGION6

EmploymentTrendsandStructures

REGION6
EmploymentTrendsandStructures

double digit share in the total employment were posted in five industries in Region VI and are considered employment generators based on the Employment Trends and Structures by Industry for theperiod20032008,thefollowingare: Agriculture,Hunting&Forestry(incrementof17.7%or36thousandworkers); WholesaleandRetailTrade(14.8%or30thousandworkers); PublicAdministration(13.8%); PrivateHouseholdswithEmployedPersons(13.8%or28thousandworkers); Fishing(10.3%); TransportStorageandCommunication(10.3%or21thousandworkers). Sectorswhichhaveamplepercentageincrementwerethefollowing: HotelandRestaurant(7.9%); Education(6.9%); RealEstate,Renting&BusinessActivity(4.9%); FinancialIntermediation(3%); Mining&Quarrying(2.0%); HealthandSocialWork(2.0%); Construction(1.5%); Electricity,GasandWater(1.0%). Meanwhile,therearetwosectorsintheindustrythatmanifestedadeclineinemploymenttrendcovering the same period 20032008 and these were Manufacturing with a decline of employment of about9.9% or a decrease of 20 thousand workers, and Other Community, Social and Public Service Activities at 1.5% or a decreaseof3thousandworkers.
EmploymentTrendsByIndustry, RegionVI:20032008(inthousands,exceptrates) YEAR %toTotal Increment 2003 2008 Increment 2,596 997 150 8 161 7 125 451 58 173 15 31 111 76 26 63 148 2,799 1,033 171 12 141 9 128 481 74 194 21 41 139 90 30 60 176 203 36 21 4 (20) 2 3 30 16 21 6 10 28 14 4 (3) 28 100.0 17.7 10.3 2.0 (9.9) 1.0 1.5 14.8 7.9 10.3 3.0 4.9 13.8 6.9 2.0 (1.5) 13.8 Ave.Annual G.R.(%) 1.6 0.7 2.8 10.0 (2.5) 5.7 0.5 1.3 5.5 2.4 8.0 6.5 5.0 3.7 3.1 (1.0) 3.8

Industry AllIndustries

Agriculture,Hunting,&Forestry Fishing Mining&Quarrying Manufacturing Electricity,Gas, &Water Construction Wholesale&RetailTrade Hotel&Restaurant Transport,Storage,& Communication FinancialIntermediation RealEstate,RentingBusiness Activity PublicAdministration Education Health&SocialWork OtherCommunity,Social& PublicServiceActivities

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PrivateHouseholds

Sourceofbasicdata:NationalStatisticsOffice,LaborForceSurvey

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Region6

AnnualGrowthRate
From 2003 2008 some sub sectors in the industry have grown faster than the other subsectors with regardstoaverageannualgrowthratefortheregionpostedat1.6%,Thesesectorsare: Mining and Quarrying registered at 10.0%, (which have expanded the fastest in terms of average annualgrowthrateduetotheexpansionoftheactivityinthissector): FinancialIntermediationsector(8.0%); RealEstateRenting&OtherBusinessActivity(6.5%); Electricity,GasandWater(5.7%); HotelandRestaurant(5.5%); PublicAdministration(5.0%); PrivateHouseholdswithEmployedPersons(3.8%); Education(3.7%); HealthandSocialWork(3.1%); Fishing(2.8%); TransportStorageandCommunication(2.4%). Sub sectors which registered an average growth rate lower than the regional average, were the following: WholesaleandRetailTrade(1.3%); Agriculture,HuntingandForestry(0.7%); Construction(0.5%). There were two negative growth rates that have been observed among the sub sectors of the Industry, Manufacturing which registered a 2.5%, and Other Community and Social Services sector which posted a 1.0%averageannualgrowthrate. For the period covering 2003 2008, most of the subsectors which belongs to the service industry, registered an average growth rate higher than the regional average growth rate. This makes the service industryasthefastesttoincreaseintermsofaveragegrowthrate .
AverageAnnualGrowthRatebyIndustry,RegionVI:20032008 (Inpercent)

Sourceofbasicdata:NationalStatisticsOffice,LaborForceSurvey

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The Key Employment Generators (KEGs) identified during the National Human Resource Conference of 2007,particularlyintheCentralPhilippineswhereRegionVIbelongswerethefollowing: Agribusiness; Construction(shipbuilding); Cyberservices; Health,andwellnessandmedicaltourism; Hotelsandrestaurants;

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EmployedPersonsbyMajorIndustryGroup Maritime; Mining However,actualaveragegrowthrateforthepastfiveyearsshowedthatFinancialIntermediationandthe public utility sector composed of Electricity, Gas and Water these sub sectors have registered as the fastest to increaseintermsofaveragegrowthrate,thiswillsomehowserveasinputtoProjectJobsFitfindings.

EmployedPersonsbyMajorIndustryGroup
The 2008 data from National Statistics Office (NSO) on Employed Persons by Major Industry Group in RegionVIshowedthattheServicesectoristhemajoremploymentdriverintheregionfollowedbyAgriculture and then by Industry. The distribution given below holds true to almost all regions where the bulk of employmentissharedbetweenServiceandAgriculturesectors.
EmployedPersonsbyMajorIndustryGroup,RegionVI:2008 (Inthousands,exceptrate) Industry 2008 %Share Agriculture Industry Service AllIndustries 1,204 290 1,306 2,799 43.0 10.4 44.4 100.0

Sourceofbasicdata:NationalStatisticsOffice,

GrossDomesticProduct
Based on the NSCB data on Gross Domestic Product by Industry covering the period 2003 2008, the key growthdriverintheGDPforthepastfiveyearsinRegionVI,istheIndustrysectorwithanaverageGDPgrowth rateof9.0%.MajorcontributorsinthesaidsectorwereMiningandQuarrying(11.8%),andElectricity,Gasand Water (9.5%). The Service sector posted an average annual GDP growth rate of 7.6%; key contributor in this sector was Transport Storage and Communication (8.9%), and lastly Agriculture sector had an average GDP growthrateof3.2%andthemajorcontributorisAgricultureandFishery(3.2%).
GrossDomesticProductByIndustry,RegionVI:20032008 (inmillionPhP)

Industry 2003
AllIndustries Agriculture&Fishery Forestry Mining&Quarrying Manufacturing Electricity,Gas,&Water Construction Transport,Storage, &Communication Trade Finance OwnershipDwellingsandRealEstate PrivateService GovernmentService
Source:NationalStatisticalCoordinationBoard

YEAR 2008
103,269 25,432 3 3,595 18,196 1,801 4,803 6,687 24,084 2,569 5,420 7,245 3,434

Increment
25,905 3,521 1 1,337 5,499 580 1,413 2,054 7,056 770 1,163 2,052 461

%toTotal Increment
100.0 13.6 0.0 5.2 21.2 2.2 5.5 7.9 27.2 3.0 4.5 7.9 1.8

Ave. AnnualG. R.(%)

6.7 3.2 5.0 11.8 8.7 9.5 8.3 8.9 8.3 8.6 5.5 7.9 3.1

77,364 21,911 4 2,258 12,697 1,221 3,390 4,633 17,028 1,799 4,257 5,193 2,973

InvestmentPrioritiesfromNEDA

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Records of Investment in the Region show that renewable energy and biofuel, projects have initially startedparticularlyinNorthernandSouthernNegrosandeventuallyinotherprovincesoftheregion.Likewise, the local investors thrust on physical infrastructures or in real estate development to accommodate investors inCyberservices,tourismandrestaurantbusinessareseentoincreaseinthenext5to10years.Moreover,the existence of the nautical highways and the rollon rolloff services and the improvement of ports will likewise

Region6


create the increasing number of investors in transport and logistics. The said emerging industries will correspondinglyneedspecificskillsthatwouldeventuallybetakenwithintheavailablelabormarket.

DataLimitation
Due to time and resource constraints as well as limited stakeholders participation, facts and figures gatheredDOLEROVIaremerelyindicative.DatainputsfromNSOandBLESsurveyswereusedtosubstantiate someofthefindingsinProjectJobsFit.

LMIdatafindingsbasedonRegionalConsultation
TheRegionalConsultationinRegionVIwasconductedonAugust12,24to28andSeptember8,2009with theassistanceofDOLEROVIofficersandstaff.Thestakeholdersfromboththepublicandprivatesectorshave identified Key Employment Generators (KEGs) with their Corresponding Skills and Assessment of Gaps and Challengesandwereenumeratedbelow: IdentifiedKEGSwiththeirCorrespondingSkillsRequirementandAssessmentofGapsandChallenges (basedonProjectJobsFitRegionalConsultationRegionVI)
KEGS CyberServices SKILLSREQUIREMENT CallCenterAgents/CustomerService Agents Engineers Accountants PersonalAssistants VirtualAssistants Researchers Programmers ASSESSMENTOFGAPSAND CHALLENGES Lackofskilledandexperienced workers;OJTdoesnotprovide traineesenoughexperience. Insufficientnumberofhoursofon thejobtrainingofstudentshence theyearninadequateexposureand experience. Industryhasspecificrequirementsto thejobthatfreshgraduatescannot meet. Nopartnershipbetweentheacademe andtraininginstitution. Highturnoverratesofdoctors,nurses andtherapist Highcostoftrainings Lackofskilledandexperienced workers;OJTdoesnotprovide traineesenoughexperience. Insufficientnumberofhoursofon thejobtrainingofstudentshence theyearninadequateexposureand experience. Lackofskilledheavyequipment operatorsandsafetyengineers. Modernizationofequipmentusedin construction. LackofSafetyEngineersdueto limitedschoolsofferingthecourse.

Tourism(Health,Wellness& Medical) HotelsandRestaurants

MassageTherapists SpaTherapists Doctors Cooks ServiceCrews Butlers ReservationOfficers TourGuides

Agribusiness Construction

Aquaculturists Entrepreneurs ConstructionWorkers HeavyEquipmentOperators HeavyEquipmentMechanics Pipefitters Riggers

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EmergingIndustryinRegionVI

EmergingIndustryinRegionVI
There are four (4) emerging industries that surfaced along the conduct of the Stakeholders Consultation inRegionVIwhichhaspotentialsofgeneratingemploymentinthenext5to10years.
Industries RenewableEnergy&Biofuel SkillsRequirements Chemist ChemicalEngineer MechanicalEngineer ElectricalEngineer QualityControlEngineer Checker Loader FarmWorkers Drivers MaintenanceWorkers OfficeWorkers ForkliftOperators GantryOperators Drivers(fortrailersorlonghaul) SafetyEngineer CraneOperators BackhoeOperators MaintenanceMechanics BuildingManagers ConstructionManagers MechanicalEngineers ElectricalEngineers CivilEngineers Architects ConstructionWorkers Foreman Masons Welders Loaders Surveyors Miners GeodeticEngineers MechanicalEngineers Geologist Chemist SafetyEngineers LabTechnicians Drillers Blasters

TransportandLogistics

RealEstateDevelopment

Mining(smallscale)

Source:ProjectJobsFitRegionalConsultation

AvailabilityofSkills The stakeholders consultation in Region VI, particularly the academe, have expressed that the skills needed in the different KEGs they have identified could be met and be supplied by the academe and training institution except for some skills which requires specialization which they admittedly identified as hardtofill, andthesearethefollowing:
KEGs HARDTOFILL HeavyEquipmentOperators SafetyOfficers Chemists ChemicalEngineers Construction RenewableEnergy&Biofuel

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KEGs TransportandLogistics HARDTOFILL GantryOperators CraneOperators BackhoeOperators SafetyEngineers Geologist Loaders Surveyors Miners GeodeticEngineers MechanicalEngineers Chemists SafetyEngineers LaboratoryTechnicians Drillers Blasters

Mining

AssessmentofGapsandChallengesbasedontheRegionalConsultation
Industry 1.Cyberservices 2.Tourism(Health, Wellness&Medical) Descriptionof Gap/Challenge Lackofskilledand experiencedworkers;OJT doesnotprovidetrainees enoughexperience. Insufficientnumberofhours ofonthejobtrainingof studentshencetheyearn inadequateexposureand experience. Industryhasspecific requirementstothejobthat freshgraduatescannotmeet. Nopartnershipbetweenthe academeandtraining institution. Highturnoverratesof doctors,nursesand therapists RecommendedSolutions EffectiveAcademicYear2010 2011,academetoinvolvethe participationoftheprivate sectorintrainingthestudents. Increasetherequirednumber ofhoursofOJT. Academe/traininginstitution toestablishpartnershipwith concernedbusinessenterprise. Maximizethepresenceof businessassociations Industrytoreviewitspay scale,incentivesandworking environment. CoursesofActions/Methods toImplementthe Recommendation DOLE&CHEDtoinitiatethe forgingofMOAbetween schoolandbusiness sector/industry. Academeandbusinesssector todevelopaholistic curriculumonthetotal developmentofthestudents. Academetospecifywhatjob competenciestheonthejob studenttraineeswill undergo/trainin considerationwithindustry requirements.(tostipulatein theMOA) Strengthenthe implementationofLabor StandardsinCompanies throughDOLEinspection program. Institutionstoencourage teambuildingactivityfortheir stafftofostercamaraderie.

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EmergingIndustryinRegionVI
Descriptionof Gap/Challenge Highcostoftrainings Lackofskilledand experiencedworkers;OJT doesnotprovidetrainees enoughexperience. Insufficientnumberofhours ofonthejobtrainingof studentshencetheyearn inadequateexposureand experience Nopartnershipbetweenthe academeandtraining institution Lackofskilledheavy equipmentoperatorsand safetyengineers Modernizationofequipment usedinconstruction LackofSafetyEngineersdue tolimitedschoolsoffering thecourse CoursesofActions/Methods toImplementthe Recommendation TESDAtocontinuetheir scholarship/trainingprograms DOLE&CHEDtoinitiatethe forgingofMOAbetween schoolandbusiness sector/industry Academeandbusinesssector todevelopaholistic curriculumonthetotal developmentofthestudents. Academetospecifywhatjob competenciestheonthejob studenttraineeswill undergo/trainin considerationwithindustry requirements.(tostipulatein theMOA) Traininginstitutionsto partnerwiththeindustry especiallyintheacquisitionof equipmentforthetraining program. Updatecurriculumcontentsof trainingprogramsoftraining institutions. Consortiumwithother schoolsoutsideRO6thatoffer thecoursesortoofferother alternativelearningsystem throughDistanceEducationor OpenUniversity.

Industry 3.Hotelsand Restaurants 4.Construction

RecommendedSolutions Governmenttocontinuously subsidize/regulatetrainings conductedbyschools/training institutions. Involvetheparticipationofthe privatesectorintrainingthe students. Increasetherequirednumber ofhoursofOJT Academe/traininginstitution toestablishpartnershipwith concernedbusinessenterprise. Maximizethepresenceof businessassociations TESDAtoencourage/provide incentivestotraining institutionstooffertrainings forheavyequipmentoperators soonest. TESDAtoupgrade/update skillstrainingneededbythe sector CHEDtoencourageHigher EducationInstitutions(HEIs)to offerthesaidCoursesforAY 2011onwards

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Industry 5.RenewableEnergy ofBiofueland Mining 6.Transport& Logistics 7.RealEstate development Industry Descriptionof Gap/Challenge RenewableEnergy Lackofschooloffering ChemicalandSafety Engineering Mining Geodic,Geologist,Chemist Lackofheavyequipment operatorslikeGantry,Crane andForklift,anddriversfor trailers/longhaul Lackofskilledheavy equipmentoperatorsand safetyengineers Modernizationofequipment usedinconstruction LackofSafetyEngineersdue tolimitedschoolsoffering thecourse RecommendedSolutions CHEDtoencourageHigher EducationInstitutions(HEIs)to offerthesaidcoursesstarting AY20102011onwards Grantingofscholarshipon prioritycoursesstartingAY 20102011onwards CHEDtogiveschoolsleewayin revising/upgradingtheir curriculum.(Policy) Conductadvocacyon paradigmshift(whitetoblue collarjobs)toparentsofand elementarystudentsandOSYs; Continuousdevelopmentof skills TESDAtoencourage/provide incentivestotraining institutionstooffertrainings forheavyequipmentoperators soonest. TESDAtoupgrade/update skillstrainingneededbythe sector CHEDtoencourageHigher Educationinstitutions(HEIs)to offerthesaidcoursesforAY 2011onwards CoursesofActions/Methods toImplementthe Recommendation Consortiumwithother schoolsoutsideRegion6 offeringthecitedcoursesor offerotheralternative learningsystemthrough DistanceEducationorOpen University. TESDA/Traininginstitutionsto developthenecessaryskills neededbypriorityindustries Traininginstitutionsto partnerwiththeindustry especiallyintheacquisitionof equipmentforthetraining program. Updatecurriculumcontentsof trainingprogramsoftraining institutions. Consortiumwithother SchoolsoutsideofRO6 offeringthecourses;orto offerotheralternative learningsystemthrough DistanceEducationorOpen University

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EmploymentTrendsandStructures

REGION7
EmploymentTrendsandStructures

overing the years 2003 2008, the employment performance of the labor market in Region VII showed that there are two (2) employment generators with double digit share in the total employment and thesearethefollowing:

Agriculture, Hunting & Forestry registered an increment of twenty percent (23.3%) or 116 thousandworkers; Wholesale & Retail Trade with an increment of almost nineteen percent (18.7%) or 93 thousand workers. Sectorswhichhaveamplepercentageincrementwere:

RealEstate,Renting&BusinessActivity(9.0%); PrivateHouseholdswithEmployedPersons(eachwith8.8%); HotelandRestaurant(8.6%); Construction(7.2%); Manufacturing(5.8%); PublicAdministration(5.4%); Fishing(5.0%); TransportStorageandCommunication(3.8%); Education(3.0%); FinancialIntermediation(1.2%); Mining&Quarrying(0.6%); Electricity,GasandWater(0.2%)increment. Meanwhile, there are two sectors in the industry that manifested a decline in employment trend in the sameperiod: HealthandSocialWorkwithadeclineofemploymentof3thousandworkers,(0.6%) OtherCommunity,SocialandPublicServiceActivitieswithdecreaseof1thousand workers(0.2%)
EmploymentTrendsByIndustry,RegionVII:20032008 (inthousands,exceptrates)

Industry AllIndustries Agriculture,Hunting&Forestry Fishing Mining&Quarrying Manufacturing Electricity,Gas &Water Construction Wholesale&RetailTrade Hotel&Restaurant TransportStorage& Communication FinancialIntermediation RealEstateRentingBusiness Activity PublicAdministration Education Health&SocialWork

YEAR 2003 2,126 616 95 9 287 10 133 382 37 152 18 33 91 64 24 60 117 2008 2,624 732 120 12 316 11 169 475 80 171 24 78 118 79 21 59 161

Increment 498 116 25 3 29 1 36 93 43 19 6 45 27 15 (3) (1) 44

%toTotal Increment 100.0 23.3 5.0 0.6 5.8 0.2 7.2 18.7 8.6 3.8 1.2 9.0 5.4 3.0 (0.6) (0.2) 8.8

Ave.Annual G.R.(%) 4.7 3.8 5.3 6.7 2.0 2.0 5.4 4.9 23.2 2.5 6.7 27.3 5.9 4.7 (2.5) (0.3) 7.5

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OtherCommunity,Social& PublicServiceActivities PrivateHouseholds

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Sourceofbasicdata:NationalStatisticsOffice,LaborForceSurvey

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AnnualGrowthRate
From 2003 2008 some sub sectors in the industry have expanded faster than the other subsectors as regardstheaverageannualgrowthrate.Thesearethefollowing: RealEstateRenting&OtherBusinessActivity(27.3%); PrivateHouseholdswithEmployedPersons(7.5%); MiningandQuarryingandtheFinancialIntermediation(eachwith6.7%); PublicAdministrationDefenseandCompulsorySocialServices(5.9%); Construction(5.4%); Fishing(5.3%); WholesaleandRetailTrade(4.9%); Education(4.7%); Averageannualgrowthratecoveringtheyears20032008forallindustriesinRegionVIIisat4.7%. Subsectorswhichregisteredanaveragegrowthratelowerthantheregionalaveragewerethefollowing; Agriculture,HuntingandForestry(3.8%); TransportStorageandCommunication(2.5%); ManufacturingandElectricity,GasandWater(bothat2.0%). Meanwhile,thefollowingsubsectorsregisterednegativegrowthratesforthegivenperiod: HotelsandRestaurants(10.3%); HealthandSocialWork(2.5%); OtherCommunityandSocialServices(0.3%). For the period covering 2003 2008, most of the subsectors which belongs to the service industry, registered an average growth rate higher than the regional average growth rate. This makes the service industryasthemostfastesttoincreaseintermsofaveragegrowthrate.
AverageAnnualGrowthRatebyIndustry,RegionVII:20032008 (Inpercent)

Sourceofbasicdata:NationalStatisticsOffice,LaborForceSurvey

EmployedPersonsbyMajorIndustryGroup
The 2008 data from National Statistics Office (NSO) on Employed Persons by Major Industry Group in Region VII showed that the Service sector is the major employment driver in the region followed by Agriculture and then by Industry. The distribution given below holds true to almost all regions where the bulk ofemploymentissharedbetweenServiceandAgriculturesectors.
EmployedPersonsbyMajorIndustryGroup,RegionVII:2008 (Inthousands,exceptrate) Industry Agriculture Industry Service AllIndustries
Sourceofbasicdata:NationalStatisticsOffice

2008 852 508 1,204 2,624

%Share 32.5 19.4 45.9 100.0

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GrossDomesticProduct The Key Employment Generators (KEGs) identified during the National Human Resource Conference (NHRC)of2007,particularlyintheCentralPhilippineswhereRegionVIIbelongswerethefollowing: Agribusiness; Construction(shipbuilding); Cyberservices; Health,andWellnessandMedicalTourism; HotelsandRestaurants Maritime; Mining. However, actual average growth rate for the past 5 years showed that Cyberservices belongs to Real Estate, Renting and Other Business Activity and actual average growth rate for the past five years shows that the said sector have registered the fastest to increase in terms of average growth rate, this will validate the ProjectJobsFitfindingsintheregionalconsultation.

GrossDomesticProduct
The Gross Domestic Product for the period 2003 2008, revealed the service sector is the key growth driver for thepast five years in Region VIIwith an average GDP growthrate of 8.2%.Major contributors in the saidsectorwere: Finance(13.6%); OwnershipDwellingsandRealEstate(8.9%). The Industry sector comes next with an average annualGDP growth rate of 6.3%, main contributorin this sectorwere: Construction(8.2%); Manufacturing(6.1%). Lastly, Agriculture sector with an average GDP growth rate of 1.2% and the major contributor is AgricultureandFishery(1.2%).
GrossDomesticProductByIndustry,RegionVII:20032008 (inmillionPhP)

Industry 2003
AllIndustries Agriculture&Fishery Forestry Mining&Quarrying Manufacturing Electricity,Gas&Water Construction TransportStorage&Communication Trade Finance OwnershipDwellingsandRealEstate PrivateService GovernmentService
Source:NationalStatisticalCoordinationBoard

YEAR 2008
101,360 10,121 3 654 20,139 2,516 6,553 7,835 33,996 2,986 6,087 8,000 2,470 75,796 9,549 11 607 15,412 2,086 4,646 5,513 24,345 1,779 4,210 5,584 2,054

Increment
25,564 572 8 47 4,727 430 1,907 2,322 9,651 1,207 1,877 2,416 416

%toTotal Increment
100.0 2.2 0.0 0.2 18.5 1.7 7.5 9.1 37.8 4.7 7.3 9.5 1.6

Ave.Annual G.R.(%)
6.7 1.2 14.5 1.5 6.1 4.1 8.2 8.4 7.9 13.6 8.9 8.7 4.1

NEDAInvestmentPriorities
NEDAs development plan for Central Philippines, where region VII belongs are geared towards the rich coastal and marine resources which is a competitive advantage, it also seeks to develop the regions linkage through efficient transportation and communication facilities for improved marketing of its marine products along with improved tourism potentials. There are three strategies identified by NEDA for the Central Visayas andthesewere: a) Harnessingthevastcoastalandmarineresourcesandaddressingthesmallislandfragileecosystem

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Activitiesinvolvedwhichwilldrawemploymentwerethefollowing: Constructionoffishsanctuariesineverycoastalmunicipality; Massivemangroveplanting/coralreefsrehabilitation; Communitybasedresourcemanagementandcoastalprotection; Integratedapproachtowatershed/riverbasinandcoastalmanagement; Promotionofuplandagriculture b) DevelopingAgribusiness,SMEandexportpotential Activitiesinvolvedthefollowing: Disseminationofknowledgeonmarkets,prices,tradeandcreditguaranteesfarming technologiesandtrainingopportunities PursuitofproductdevelopmentandcreditprovisionforSMEs LinkingtheIslandthroughefficienttransportationandcommunicationfacilities ActivityinvolvedistheConstruction/Rehabilitationofairports,ROROportsandroads. The investment priorities mentioned above will correspondingly need specific skills that would eventually betakenwithintheavailablelabormarket. c)

DataLimitation
Due to time and resource constraints, as well as limited stakeholders participation, facts and figures gathered from DOLE RO VII are merely indicative. Data inputs from NSO and BLES surveys were used to substantiatesomeofthefindingsinProjectJobsFit.

LMIdatafindingsbasedonRegionalConsultation
The Regional Consultation in Region VII was conducted on August 24 and 26, 2009 with the assistance of DOLE RO VII officers and staff. The stakeholders from both the public and private sectors have identified Key EmploymentGenerators(KEGs)withtheirCorrespondingSkillsandAssessmentofGapsandChallenges.These areenumeratedbelow:

Identified KEGS with their Corresponding Skills Requirement and Assessment of Gaps and Challenges(basedonProjectJobsFitRegionalConsultationRegionVII)
KEGS Agribusiness SKILLSREQUIREMENT PlantBreeders,Pathologists, Entomologists,AgriculturalStatistician AgriculturalEconomists,with entrepreneurialskills,Veterinarians, Aquaculture,Beekeepers, Horticulturist,AnimalProducers, AgriculturalCropproducers,Butchers, Entrepreneurs Frontofficeassociates,Food& Beverageattendants,culinarians, roomattendants,sport&leisure attendants,health&wellness attendants,barattendants,back office/supportservices Doctors,Medicaltechnologists, Nurses,Optometrists,Opticians, Pharmacists HeavyEquipmentOperators,Heavy EquipmentMechanics,Heating, VentilationandAirConditioning (HVAC)Technicians,Welders,Riggers, Insulators,Fabricators,PipeFitters, Painter,Plumber,Masons,Riggers, Electricians GeodeticEngineers,Geologist,Mining Engineers,MetallurgicalEngineers, UndergroundSurveyors,Skilled Miners ASSESSMENTOFGAPSAND CHALLENGES Veryfewplantbreeders,pathologists andentomologists

HotelsandRestaurants

Health,WellnessandMedical Tourism(MedicalServices) Construction

Lackofcommunicationsskillsand socialskills,groomingandhygiene, culturalknowledgeofthelocale, mannerandetiquetteskills,value orientation Availabilityofsupplyisnotaconcern butthecompensationoftalents againstcompetitionabroad Inabilityofapplicantstopasstesting uponapplicationduetoinexperience ontheactualphaseofthejob Insufficientnumberofhoursrequired inpracticum/OJT RegressingValues Noavailableschoolatpresent

Mining

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EmergingIndustryinRegionVII
KEGS Cyberservices SKILLSREQUIREMENT Alloccupations ASSESSMENTOFGAPSAND CHALLENGES Veryfewqualifiedapplicants;still highmortalityrateamongtrainees Nostandardperoccupationaltitle Theregulatoryframeworkisgoodand inplacebutcostlyandtakestime LackofTrainors,Nobodytotrainthe trainors OnlyUCandUSCofferingbutstillfor TESDAaccreditation Communicationasunderlyingskills gapevenifalmostalldisciplinecan qualify

BPOs

ElectronicorSystemBased Accountants AccountingandBookkeepingClerks, Auditors,Engineers,Animators, GraphicArtists,ITPlatformEngineers, ITSpecialists/Coordinators,Learning SolutionsSpecialists,Midlevel ProgramAnalysts,MISApplication Developers,Programmers,Software Architects,SolutionsArchitects, SystemSupportSpecialists WebDevelopers CallCenterAgentsorContactCenter Agents MedicalTranscriptionists Editors

EmergingIndustryinRegionVII
There is one (1) emerging industry that surfaced along the conduct of the Stakeholders Consultation in RegionVIIwhichhaspotentialsofgeneratingemploymentinthenext5to10years. Industries Manufacturing (Furniture) (Fashion) Accessories/GTH/Pottery Housewares&Home Furnishings (FoodProcessing) SkillsRequirements AssessmentofGapsand Challenges Exodusofdesignerstoother countriesleadingtoshortageof competentdesignersinthe industry NonofferingofTVETcoursesfor thedevelopmentofsuchskills Failureofgraduateswithsuch skillstobecertified AbsenceofTraining curricula/regulationsforsuchTVET Courses

Designers,Finishers,Polishers, Craftsmen,FurnitureMakers, Carpenters,EquipmentTechnicians andOperators Fashionaccessories,gifts,toys& potterymakers Tools/EquipmentTechnicians, MaintenanceWorkers,Equipment Operators Operatorsofmachinesforfilling, vacuumpacking,codingandlabeling EquipmentMaintenanceTechnicians Hauler/ForkliftOperator Butcher Source:ProjectJobsFitRegionalConsultation

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SkillsAvailability
The stakeholders consultation in Region VII, particularly the government sector, have expressed that thereareavailableskillsinsomeoftheKEGstheyhaveidentified,andthesearethefollowing: KEGs Agribusiness CompetencyStandard AnimalProductionNCII AgriculturalCropProductionNC II HorticultureNCII SlaughteringOperationsNCII HEOForklift SlaughteringOperationsNCI PlumbingNCII HEO CarpentryNCII MasonryNCII Building Wiring Installation NC II Welders PipefittingNCII Programmer PCoperationsNCII MedicalTranscriptionistNCII CommercialCookingNCII TourGuidingServiceNCII FoodBeverageServiceNCII HousekeepingNCII BartendingNCII Baking/PastryProductionNCII FrontOfficeServiceNCII AvailableSupply 37 2 38 293 4 293 413 90 295 3 1,712 3,903 12 8 1,599 41 1,555 9 464 968 159 193 2

Manufacturing(FoodProcessing) Construction

Cyberservices

HotelandRestaurants(Tourism)

AssessmentofGapsandChallengesbasedontheRegionalConsultation
Industry 1.Agribusiness 2.Hotel& RestaurantIndustry 3.MedicalServices DescriptionofGap/Challenge Veryfewplantbreeders, pathologists&entomologists Lackofcommunicationsand socialskills,groomingand hygiene,culturalknowledge ofthelocale,mannersand etiquetteskillsand,value orientation Alignmentofsalarywhich wouldmoreorlesswithwhat theothersarereceiving RecommendedSolutions Encourageadoptionof companypolicyonuseof trainingorscholarship contractworkerstrainedby thecompany Reviewcurriculumonthe statedmajorfieldof specialization Designsalaryschemebased onjobdescription Morethantheskillstaught, studentsshouldbetaught grooming,hygiene,value formation,mannersand etiquetteandsocial interactionskills Governmentintervention throughappropriate legislation(Retentionlawto serveinthePhilippines) CoursesofActions/Methods toImplementthe Recommendation Technicalpersonneltoreview agriculturecurriculum Conductofrelevanttraining onagriculture,fisheries,and agrienterprisedevelopment Traininginstitutionsshould enhancecurriculumtoinclude valuesinterpersonalskills, hygiene,etc. Salarystandardization programbothinpublicand privatesectors

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SkillsAvailability
CoursesofActions/Methods toImplementthe Recommendation Standardsettingoneachskill needed Ladderizationofpositions Introductionofchoicesto studentsonskills/career relatedsubjectsinsecondary education Revisionofcurriculuminthe secondary,tertiaryand vocationaleducation Continuousintensive implementationofDOLEs LaborEducationthatwould notonlycatertoworkersbut tostudentsfromthe secondary,tertiaryand vocational ThroughthenationalTWGon employmentandtraining,or throughTripartiteLTCE resolution AllocateTESDAvouchersor grantfundstotraining providersproducers Rationalizeregulationof traininginstitution(strictly enforcestandards,provide adequateinfrastructureand logistics) TESDAcertifiedworkers shouldbeaccessibletothe usersforjobmatchingand policymaking

Industry 4.Construction 5.Mining 6.Cyberservices 7.BPOs

DescriptionofGap/Challenge Compensationoftalents againstcompensationabroad Inabilityofapplicantstopass testinguponapplicationdue toinexperience Regressingvalues Noavailableschoolatpresent Veryfewqualifiedapplicants, highmortalityrateamong trainees Noexperienceornot interestedinthecyber industry Shouldimprove communicationskillsatpar withITindustryrequirements Careerguidancecounseling throughthecareerguidance network,and/orthePESOs Nostandardperoccupational title Theregulatoryframeworkis goodbutcostlyandtakes time Lackoftrainors,nobodyto trainthetrainors OnlyUniversityofCebuand

RecommendedSolutions InclusionofOJT/practicumin thecurriculum Reinclusionofscouting,HE, IndustrialArts,CAT,ROTC& WATCwhichserveasthe basicformativestageof disciplineandenhancement ofvalues SensitizeDepEdtopossibly reconsideritsordertouse thenativedialectin elementaryeducationas mediumofinstructionversus thecritical Needtostandardize occupationaltitlesor descriptionsintheITindustry Companiesthattieupwith TESDAforPGMAscholarship shouldbegivenvouchers,be accountableforthese vouchersplustheresultsof thetrainingprogram Trainingregulationand implementationproblem Coursesinaccountancyto increasethenumberofCPA boardpassers Profiling/trainingofCPAs

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Industry DescriptionofGap/Challenge UniversityofSanCarlosis offeringcoursesforBPOsbut stillsubjectforTESDAs accreditation Communicationasunderlying skillsgap RecommendedSolutions Careertalkonlongterm careerprospects/growth CompaniesofferingIT programsmaytouchbase withacademe TeacherswhoareCISCOor SAPcertifiedshouldbe providedtaxfreeincentive, subsidizedwagesand/orgive allowanceiftheyremainin theacademe Onlyoneschoolisoperating CoursesofActions/Methods toImplementthe Recommendation Companiesofferingsystem basedaccountingmaytieup withacademe Monitorboardpassersof accountancy Sharingofdatabaseon profile/locofCPAs Academehasavitalroleof teachingstudentsthebasicsof managementandEnglish proficiency Policyrecommendation Tieupwithorganizationor academethatareopento training

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EmploymentTrendsandStructures

REGION8
EmploymentTrendsandStructures

Wholesale & Retail Trade with an increment of eighty seven percent (87.5%) or 35 thousand workers; PublicAdministrationwithanincrementoffiftysevenpercent(57.5%)or23thousandworkers; Private Households with Employed Persons with an increment of thirty five percent (35%) or 14 thousandworkers; Transport Storage and Communication with an increment of twenty seven percent (27.5%) or 11 thousandworkers; Fishingwithanincrementoftwentypercent(20.0%)or8thousandworkers;and Educationwithanincrementoffifteenpercent(15.0%)or6thousandworkers. Sectorswhichhaveamplepercentageincrementwere: Construction(7.5%) Electricity, Gas and Water, Financial Intermediation, Real Estate, Renting and Other Business Activity(5%eachrespectively) TheMiningandQuarryingsectorremainedunchangedforthegivenperiod,indicationthattherehasbeen no activity expansion in that particular sector. The workers in the mining sector stood unchanged at 2 thousandforfiveyears. Meanwhile, there are five sectors in the industry that manifested a decline in employment trendcovering thesameperiod20032008andthesewere:

ix (6) employment generators with double digit share in the total employment surfaced on the Employment Trends and Structures by Industry in Region VIII for the period 2003 2008, these sectors arecomprisedof:

Agriculture, Hunting and Forestry with a huge decline of 137.5% or a decrease of 55 thousand workers; Health and Social Work with a decline of employment of 15.0% or a decrease of 6 thousand workers; Other Community, Social and Public Service Activities at 7.5% or a decrease of 3 thousand workers; Manufacturingwithadeclineof5.0%oradecreaseof2thousandworkers;and HotelandRestaurantwithanaveragedeclineat2.5%oradecreaseof1thousand.
EmploymentTrendsByIndustry,RegionVIII:20032008 (inthousands,exceptrates) YEAR %toTotal Industry Increment Increment 2003 2008

Ave.Annual G.R.(%) 0.5 (1.6) 1.3 (0.5) 8.0 1.0 2.6 (1.1) 2.9 6.7 3.6 5.7 2.5 (6.7)

AllIndustries Agriculture,Hunting,&Forestry Fishing Mining&Quarrying Manufacturing Electricity,Gas,&Water Construction Wholesale&RetailTrade Hotel&Restaurant Transport,Storage,& Communication FinancialIntermediation RealEstate,RentingBusiness Activity PublicAdministration Education Health&SocialWork

1,570 682 126 2 88 5 61 266 18 77 6 11 81 48 18

1,610 627 134 2 86 7 64 301 17 88 8 13 104 54 12

40 (55) 8 (2) 2 3 35 (1) 11 2 2 23 6 (6)

100.0 (137.5) 20.0 (5.0) 5.0 7.5 87.5 (2.5) 27.5 5.0 5.0 57.5 15.0 (15.0)

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Industry OtherCommunity,Social& PublicServiceActivities PrivateHouseholds YEAR 2003 31 52 2008 28 66 Increment (3) 14 %toTotal Increment (7.5) 35.0 Ave.Annual G.R.(%) (1.9) 5.4

Sourceofbasicdata:NationalStatisticsOffice,LaborForceSurvey

AnnualGrowthRate
Some sub sectors in the industry have expanded faster than the other subsectors with regards to the average annual growth rate in Region VIII posted at 0.5% for all industries, from 2003 2008. These are the following: Electricity,GasandWater(8.0%); FinancialIntermediation(6.7%); PublicAdministrationDefenseandCompulsorySocialServices(5.7%); PrivateHouseholdswithEmployedPersons(5.4%); RealEstate,RentingandotherBusinessActivity(3.6%); Transport,StorageandCommunication(2.9%); WholesaleandRetailTrade(2.6%,); Education(2.5%); Fishing(1.3%); Constructionat(1.0%). Some sectors posted negative growth rates that have been observed among the sub sectors of the Industry,whichinclude: HealthandSocialWork(6.7%); OtherCommunityandSocialServicessector(1.9%); Agriculture,HuntingandForestry(1.6%); HotelsandRestaurants(1.1%); Manufacturing(0.5%). For the period covering 2003 2008, most of the subsectors which belongs to the service industry, registered an average growth rate higher than the regional average growth rate. This makes the service industryasthemostfastesttoincreaseintermsofaveragegrowthrate.
AverageAnnualGrowthRatebyIndustry,RegionVIII:20032008 (Inpercent)

Sourceofbasicdata:NationalStatisticsOffice,LaborForceSurvey

The Key Employment Generators (KEGs) identified during the National Human Resource Conference of 2007inCentralPhilippineswhereRegionVIIIbelongswerethefollowing: Agribusiness; Construction(shipbuilding);, Cyberservices; Health,andwellnessandmedicaltourism; Hotelsandrestaurants; Maritime; Mining. However, actual average growth rate for the past five years shows that these sub sectors, Financial Intermediation and the public utility sector composed of Electricity, Gas and Water have registered a growth ratemuchhigherthantheregionalfigure,thiswillsomehowserveasinputtoProjectJobsFitfindings.

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EmployedPersonsbyMajorIndustryGroup

EmployedPersonsbyMajorIndustryGroup
The 2008 data from National Statistics Office (NSO) on Employed Persons by Major Industry Group in Region VIII showed that Agriculture sector is the major employment driver in the region followed by Service sector and then by Industry sector. The distribution given below holds true to almost all regions where the bulkofemploymentissharedbetweenAgricultureandServicesectors.
EmployedPersonsbyMajorIndustryGroup,ROVIII2008 (Inthousands,exceptrate) Industry Agriculture Industry Service AllIndustries
Sourceofbasicdata:NationalStatisticsOffice,

2008 761 159 691 1,610

%Share 47.3 9.9 42.9 100.0

GrossDomesticProduct
Based on the NSCB data on Gross Domestic Product by Industry covering the period 2003 2008, the key growth driver in the GDP for the past five years in Region VIII, is the Agriculture sector with an average GDP growth rate of 5.1%. Major contributor in the said sector was Agriculture and Fishery (5.2%). Followed by the ServicesectorwithanaverageannualGDPgrowthrateof4.8%,maincontributorinthissectorwereTransport StorageandCommunication(8.7%)andFinance(8.4%),andlastlyIndustrysectorwithanaverageGDPgrowth rateof3.3%andthemajorcontributorisConstruction(8.1%).
GrossDomesticProductByIndustry,RegionVIII:20032008 (inmillionPhP)

Industry 2003
AllIndustries Agriculture&Fishery Forestry Mining&Quarrying Manufacturing Electricity,Gas&Water Construction TransportStorage&Communication Trade Finance OwnershipDwellingsandRealEstate PrivateService GovernmentService
Source:NationalStatisticalCoordinationBoard

YEAR 2008
29,991 10,316 1 94 5,368 974 2,303 1,584 2,529 385 2,640 1,536 2,261

Increment
5,446 2,113 2 82 470 180 662 480 575 114 299 327 310

%toTotal Increment
100.0 38.8 0.0 1.5 8.6 3.3 12.2 8.8 10.6 2.1 5.5 6.0 5.7

Ave. AnnualG. R.(%)

4.4 5.2 13.3 9.3 1.9 4.5 8.1 8.7 5.9 8.4 2.6 5.4 3.2

24,545 8,203 3 176 4,898 794 1,641 1,104 1,954 271 2,341 1,209 1,951

InvestmentPrioritiesfromNEDA
NEDAs development plan for Central Philippines, where region VIII belongs are geared towards the rich coastal and marine resources which is a competitive advantage, it also seeks to develop the regions linkage through efficient transportation and communication facilities for improved marketing of its marine productsalongwithimprovedtourismpotentials.TherearethreestrategiesidentifiedbyNEDAfortheCentral Visayasandthesewere: a) Harnessingthevastcoastalandmarineresourcesandaddressingthesmallislandfragileecosystem Activitiesinvolvedwhichwilldrawemploymentwerethefollowing:

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Constructionoffishsanctuariesineverycoastalmunicipality;
Massivemangroveplanting/coralreefsrehabilitation; Communitybasedresourcemanagementandcoastalprotection; Integratedapproachtowatershed/riverbasinandcoastalmanagement; Promotionofuplandagriculture b) DevelopingAgribusiness,SMEandexportpotential Activitiesinvolvedthefollowing: Disseminationofknowledgeonmarkets,prices,tradeandcreditguaranteesfarming technologiesandtrainingopportunities PursuitofproductdevelopmentandcreditprovisionforSMEs c) LinkingtheIslandthroughefficienttransportationandcommunicationfacilities ActivityinvolvedistheConstruction/Rehabilitationofairports,ROROportsandroads. The investment priorities mentioned above will correspondingly need specific skills that would eventuallybetakenwithintheavailablelabormarket.

DataLimitation
Due to time and resource constraints as well as limited stakeholders participation, facts and figures from the Project JobsFit: The DOLE 2020 Vision are merely indicative, data inputs from NSO and BLES surveys were usedtosubstantiatesomeofthefindingsinProjectJobsFit.

LMIdatafindingsbasedonRegionalConsultation
The Regional Consultation in Region VIII was conducted on August 28 and September 4 and 8, 2009 with the assistance of DOLE RO VIII officers and staff. The stakeholders from both the public and private sectors have identified Key Employment Generators (KEGs) with their Corresponding Skills and Assessment of Gaps andChallengesandwereenumeratedasbelow:

IdentifiedKEGSwiththeirCorrespondingSkillsRequirement (basedonProjectJobsFitRegionalConsultationRegionVIII)
KEGS Construction SKILLSREQUIREMENT InDemand Mason Carpenter HeavyEquipmentOperator HardtoFill SafetyOfficers FirstAider RebarsTechnician InDemand MechanicalEngineers ChemicalEngineers ElectricalEngineer Chemist Dietician HardtoFill ProfessionalMechanicalEngineer PayloaderOperator Machinist CopraAnalyst ShaftGrinder Salesladies Cashiers Nurses MedicalDoctorsandsurgeons MassageTherapists PhysicalTherapist

Manufacturing

HealthandWellness

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Service

EmergingIndustryinRegionVIII

EmergingIndustryinRegionVIII
There are four (4) emerging industries that surfaced along the conduct of the Stakeholders Consultation inRegionVIIIwhichhaspotentialsofgeneratingemploymentinthenext5to10years.
Industries Agribusiness EcoTourism Veterinarians InDemand TourGuides Waiters Bartenders FrontDesks Housekeepers TaxiDrivers HardtoFill Baristas CustomerServiceRepresentatives MedicalIndexers SystemandNetworkAdministrators Supervisors CreditAnalysts Billers ProjectCoordinators Chefs(foreigncuisine) DoctorswithSpecialization SkillsRequirements

Cyberservices

Service(HotelsandHospitals)
Source:ProjectJobsFitRegionalConsultation

AvailabilityofSkills
ThestakeholdersconsultationinRegionVIII,identifiedatotalof95educationalinstitutionsintheregion that can produce the necessary skills in the key industries they have identified, 40 academe from the governmentand55fromprivatesideandbrokendownasfollows:
PROVINCE NorthernLeyte WesternLeyte SouthernLeyte Biliran Samar EasternSamar NorthernSamar Total NO.OFACADEME 30 15 15 3 8 14 13 95 PROJECTEDNO.OFAVAILABLESKILLS 2010 9,000 4,500 4,500 900 2,400 4,200 3,900 29,400 2011 9,900 4,950 4,950 990 2,640 4,620 4,290 32,340 2012 10,890 5,445 5,445 1,089 2,904 5,082 4,719 35,574 2013 11,979 5,989 5,989 1,197 3,194 5,590 5,190 39,128 2014 13,176 6,588 6,588 1,317 3,513 6,149 5,709 43,040 2015 14,494 7,247 7,247 1,449 3,865 6,764 6,280 47,346 TOTAL 69,439 34,719 34,719 6,942 18,516 32,405 30,088 226,828

AssessmentofGapsandChallengesbasedontheRegionalConsultation
Industry 1.Construction DescriptionofGap/Challenge Piratingofskilledworkers amonglocalandforeign companies Lackoflocaljobopportunities forengineers RecommendedSolutions EncourageAdoptionof CompanyPolicyontheuse oftrainingorscholarshipof contractworkerstrainedby thecompany LaborMarketInformation onprofessionalengineers CoursesofActions/Methods toImplementthe Recommendation NeedtoamendtheCompany PersonnelPolicy Tieupprogramonscholarship grantwithDTIandother agencies. PublishLaborMarket InformationforEngineers TESDAtoreviewthetraining

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Industry 2.Agribusiness DescriptionofGap/Challenge LowCertificationrateon constructionworkersbasedon TESDAAssessment Notrainingforheavy equipmentoperatorsoffered Highmobilityoflaborforce, unattractivewagesinthelocal market,insufficient competenciesofworkers Inadequatebusiness knowledgeduetolackof trainingandeducationof farmersresultingtohighcost ofproductionbutlessreturn oninvestment Lowproductionand productivity Poorqualityandlowvalueand volumeofprocessedproducts Limitedtourismsupport Inadequateecotourism promotions Lackoftransportsystemsto andfromthemaintourism terminal Combatbadpublicity Highturnoverratesdueto stresshealthandinter personalproblems RecommendedSolutions Schoolandindustrylinkage particularlyoncurriculum forrelevancethrough TESDA/DOLE TESDAtocomeupwith trainingmoduleforheavy equipmentoperators Continuingcommunity basedandupgrading coursesthatwillensure continuousinflowof workerstomitigateimpact ofhighmobility Intensifytrainingoffarmers throughtheformationof farmerscooperativesasa venueforinformationand educationcampaign. Maximumlandutilization conventiontoproductive agriculturallands. Installpostharvestfacilities Enhancedskillsoftourist frontliners Providebasicamenitiessuch aswharf,toiletsand municipalinns Improveexistingprograms andhealthandsafety welfareworkingconditions, coachingteambuildingand counseling CoursesofActions/Methods toImplementthe Recommendation programforconstruction workersandotherallied constructionskills Conductoftrainingforheavy equipmentoperatorsand heavyequipmentmechanicsby TESDAaccreditedtraining centers. Upgrading/basiccoursesalong industryrequired competencies(formalandnon formalTVET)scholarships Organizationoffarmers cooperativesandprovisionof trainingsonentrepreneurship infarming,newfarming technologyupdatesand businessmanagement IncreasedProductivitythrough Consolidatedfarming PromotionofDisease TolerantVarietiesand ContinuingResearchand DevelopmentforPriority Corps. Continuoussupplyofplanting materials ContinuingEducationand provisionofIECmaterials Provisionofpostharvest facilities CreateIncentivizedtourism andvalueaddedtours Provideonthejobtrainingon tourism LandmarkInvestorsshouldbe invitedtotheregion Increaseaccesstoecotourism destinations Strengthentheselfassessment activityoftheOSHstandards throughLMC Strengthencooperationand teambuildingactivitiesatthe shop

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3.EcoTourism 4.Healthand Wellness

AvailabilityofSkills
CoursesofActions/Methods toImplementthe Recommendation Financialassistance/allocation offundsforsimilaractivities TieupactivitieswithChinese ChamberofCommercefor Unorganizedestablishments Consortiumwithotherschools outsideRegion6offeringthe citedcoursesorofferother alternativelearningsystem throughDistanceEducationor OpenUniversity. TESDA/Traininginstitutionsto developthenecessaryskills neededbypriorityindustries Traininginstitutionstopartner withtheindustryespeciallyin theacquisitionofequipment forthetrainingprogram. Updatecurriculumcontentsof trainingprogramsoftraining institutions. ConsortiumwithotherSchools outsideofRO6offeringthe courses;ortoofferother laternativelearningsystem throughDistanceEducationor OpenUniversity

Industry

DescriptionofGap/Challenge

RecommendedSolutions Conductoutings,fellowship fieldtrips/HappyHours,once aweek ProvideR&Rtoworkers

5.RenewableEnergyof BiofuelandMining 6.Transport& Logistics 7.RealEstate development Industry

RenewableEnergy Lackofschooloffering ChemicalandSafety Engineering Mining Geodic,Geologist,Chemist Lackofheavyequipment operatorslikeGantry,Crane andForklift,anddriversfor trailers/longhaul Lackofskilledheavy equipmentoperatorsand safetyengineers Modernizationofequipment usedinconstruction LackofSafetyEngineersdue tolimitedschoolsofferingthe course

CHEDtoencourageHigher EducationInstitutions(HEIs) toofferthesaidcourses startingAY20102011 onwards Grantingofscholarshipon prioritycoursesstartingAY 20102011onwards CHEDtogiveschoolsleeway inrevising/upgradingtheir curriculum.(Policy) Conductadvocacyon paradigmshift(whileto bluecollarjobs)toparents ofandelementarystudents andOSYs; Continuousdevelopmentof skills TESDAto encourage/provide incentivestotraining institutionstooffer trainingsforheavy equipmentoperators soonest. TESDAtoupgrade/update skillstrainingneededbythe sector CHEDtoencourageHigher Educationinstitutions(HEIs) toofferthesaidcoursesfor AY2011onwards

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REGION9

EmploymentTrendsandStructures

REGION9
EmploymentTrendsandStructures
He employment performance of the labor market in Region IX for the period 2003 2008, showed that there were three (3) employment generators with double digit share inthe total employment. These are thefollowing: Agriculture, Hunting and Forestry with an increment of thirty seven percent (37.2%) or an increaseof51thousandworkers; WholesaleandRetailTradewithanincrementoftwentysevenpercent(27.0%)oranincreaseof 37thousandworkers; Transport, Storage and Communication with an increment of almost eleven percent (10.9%) or anincreaseof15thousandworkers. Sectorswhichhaveamplepercentageincrementwere: Manufacturing(8.0%); PrivateHouseholdswithemployedpersons(6.6%); Fishing(5.8%); HotelandRestaurant(5.1%); FinancialIntermediationandEducation(eachwith1.5%each); Electricity,GasandWater,andRealEstate,RentingandOtherBusinessActivity(eachwith0.7%). The Mining and Quarrying and Health and Social Work sectors remained unchanged for the given period, indication that there has been no activity expansion in these sectors. The workers in the mining sector and HealthandSocialWorkstoodunchangedat5thousandand10thousandrespectivelyforfiveyears. Meanwhile,thefollowingsectorsmanifestedadeclininginemploymenttrendinthesameperiod: Constructionwithadeclineof2.9%oradecreaseof4thousandworkers; Other Community, Social and Public Service Activities with a decline of1.5% or a decrease of 2 thousandworkers; PublicAdministrationCompulsoryDefenseandSocialSecuritywithanaveragedeclineof0.7%or adecreaseof1thousand.
EmploymentTrendsByIndustry,RegionIX:20032008 (inthousands,exceptrates)

Industry AllIndustries Agriculture,Hunting,&Forestry Fishing Mining&Quarrying Manufacturing Electricity,Gas, &Water Construction Wholesale&RetailTrade Hotel&Restaurant TransportStorage& Communication FinancialIntermediation RealEstate,RentingBusiness Activity PublicAdministration Education Health&SocialWork

YEAR 2003 1,177 534 82 5 50 3 52 174 11 61 6 10 84 39 10 19 38 2008 1,314 585 90 5 61 4 48 211 18 76 8 11 83 41 10 17 47

Increment 137 51 8 11 1 (4) 37 7 15 2 1 (1) 2 (2) 9

%toTotal Increment 100.0 37.2 5.8 8.0 0.7 (2.9) 27.0 5.1 10.9 1.5 0.7 (0.7) 1.5 (1.5) 6.6

Ave.Annual G.R.(%) 2.3 1.9 2.0 4.4 6.7 (1.5) 4.3 12.7 4.9 6.7 2.0 (0.2) 1.0 (2.1) 4.7

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OtherCommunity,Social& PublicServiceActivities PrivateHouseholds

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Sourceofbasicdata:NationalStatisticsOffice,LaborForceSurvey

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AnnualGrowthRate
From 2003 2008 some sub sectors in the industry expanded faster than the other subsectors as regards theaverageannualgrowthrate.Thesearethefollowing: HotelsandRestaurant(12.7%); FinancialIntermediationandElectricity,GasandWater(eachwith6.7%); Transport,StorageandCommunication(4.9%); PrivateHouseholdswithEmployedPersons(4.7%); Manufacturing(4.4%); WholesaleandRetailTrade(4.3%); Averageannualgrowthratecoveringtheyears20032008forallindustriesinRegionIXisat2.3%. Meanwhile,thefollowingsectorsregisterednegativegrowthratesforthegivenperiod: HealthandSocialWork(6.7%); OtherCommunityandSocialServices(2.1%); Construction(1.5%); PublicAdministration(0.2%). For the period covering 2003 2008, most of the subsectors which belonged to the service industry, registered an average growth rate higher than the regional average growth rate. This makes the service industryasthefastesttoincreaseintermsofaveragegrowthrate.
AverageAnnualGrowthRatebyIndustry,RegionIX:20032008 (Inpercent)

Sourceofbasicdata:NationalStatisticsOffice,LaborForceSurvey

EmployedPersonsbyMajorIndustryGroup
The 2008 data from National Statistics Office (NSO) on Employed Persons by Major Industry Group in Region IX showed that Agriculture industry is the major employment driver, by Service industry and then by Industrysector.Thedistributiongivenbelowholdstruetoalmostall regionswherethebulkofemploymentis sharedbetweenAgricultureandServicesectors.

EmployedPersonsbyMajorIndustryGroup,ROIX2008 (Inthousands,exceptrate) Industry Agriculture Industry Service AllIndustries

Sourceofbasicdata:NationalStatisticsOffice,

2008 675 118 522 1,314

%Share 51.4 9.0 38.8 100.0

The Key Employment Generators (KEGs) identified during the National Human Resource Conference (NHRC)of2007,particularlyintheMindanaoSuperRegionwhereRegionIXbelongswerethefollowing; Agribusiness; Construction(shipbuilding); Cyberservices;

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GrossDomesticProduct HotelsandRestaurants;and Mining. However, actual average growth rate for the past five years showed that Electricity, Gas and Water have alsoregisteredanincreaseintermsofaveragegrowthrate,thiswillsomehowserveasinputtoProjectJobsFit findings.

GrossDomesticProduct
The Gross Domestic Product for the period 2003 2008, revealed the Industry Sector is the key growth driver for the past five years in Region IX, with an average GDP growth rate of 8.0%. Major contributors in the saidsectorwere: Construction(10.0%); Manufacturing(8.3%);and Electricity,GasandWater(6.6%). Followed by the Service sector with an average annual GDP growth rate of 5.3%, main contributor in this sectorwere: TransportStorageandCommunication(8.2%); Trade(5.8%);and Finance(5.6%). Lastly Agriculture sector with an average GDP growth rate of 3.8% and the major contributor is Forestry (6.5%).
GrossDomesticProductByIndustry,RegionIX:20032008 (inmillionPhP)

Industry 2003
AllIndustries Agriculture&Fishery Forestry Mining&Quarrying Manufacturing Electricity,Gas&Water Construction Transport,Storage,& Communication Trade Finance OwnershipDwellingsandRealEstate PrivateService GovernmentService
Source:NationalStatisticalCoordinationBoard

YEAR 2008
35,800 17,393 57 257 3,681 379 1,730 2,695 4,440 291 1,714 1,383 1,780

Increment
7,083 2,763 14 22 1,081 94 577 785 1,000 64 222 227 278

%toTotal Increment
100.0 39.0 0.2 0.3 15.3 1.3 8.1 11.1 14.1 0.9 3.1 3.2 3.9

Ave. AnnualG. R.(%)

4.9 3.8 6.5 1.6 8.3 6.6 10.0 8.2 5.8 5.6 3.0 3.9 3.7

28,717 14,630 43 279 2,600 285 1,153 1,910 3,440 227 1,492 1,156 1,502

NEDAInvestmentPriorities
TheZamboangaPeninsulaDevelopmentcorridorwouldstillbemainlydrivenbyits: 1. AgriculturalSectorChampionproducts Coconut/freshfruits(e.g.mangoes) FreshFish Seaweedsandothermarineproducts Rubber 2. Processingsector Coconutoil,copra

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EmergingproductsofZamboangaPeninsula Abaca Banana Calamansi Casava Marinebasedsuchassardines,seaweeds,etc. Rubber(rudimentary)

InvestmentPrioritiesfromDTI
PotentialInvestmentAreas Agriculture/AgribusinessandFishery Productionandprocessingofagriculturalandfisheryproducts(includingtheir byproductsandwastes) Infrastructure Transport(AirandWater) Water(watersupplyanddistribution) Energy (power generation projects using renewable and other energy sources adopting environmentallyfriendly technologies, power generating plantsandprivatizedplants Masshousing Engineeredproducts Shipbuilding Tourism Establishment of tourist accommodation facilities, resorts, and retirement villages MedicalTourism HealthcareandWellnessproductsandservices BusinessProcessOutsourcing VoiceandnonvoiceITenabledservices The investment priorities mentioned above will correspondingly need specific skills that would eventually betakenwithintheavailablelabormarket.

DataLimitation
Due to time and resource constraints as well as limited stakeholders participation, facts and figures gathered by DOLE RO IX merely indicative. Data inputs from NSO and BLES surveys were used to substantiate someofthefindingsinProjectJobsFit.

LMIdatafindingsbasedonRegionalConsultation
The Regional Consultation in Region IX was conducted on August 19 and 28, 2009 with the assistance of DOLE RO IX officers and staff. The stakeholders from both the public and private sectors have identified Key Employment Generators (KEGs) with their Corresponding Skills and Assessment of Gaps and Challenges and wereenumeratedasbelow: IdentifiedTopKEGSwiththeirCorrespondingSkillsRequirement (basedonProjectJobsFitRegionalConsultationRegionIX)
KEGS Agribusiness(Rubber,FishingandCanning) SKILLSREQUIREMENT Agriculturist AgriculturalEngineer AgriculturalTechnician Mechanical/ElectricalEngineer Cook Barista ResearchandDevelopment ProfessionalMechanical/ElectricalEngineer MetallurgicalEngineer Geologist HeavyEquipmentOperator

HotelandRestaurant Mining

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AvailabilityofSkills
KEGS Cyberservices SKILLSREQUIREMENT CallCenterAgent/Supervisor/Manager

EmergingIndustryinRegionIX
Consistent with the regions investment priorities and economic development plan (MTPDP with agribusiness pointed out to be the regions economic growth driver key industries that continuously generate employmentarefishing/canning,rubberalongwithhotel&restaurantandmining&quarrying.Ontheother hand,cyberservicesandtourismasemergingindustries,areconsideredtobeemploymentgenerators.

AvailabilityofSkills
The stakeholders consultation in Region IX have grouped their demand and available skills supply into majorindustriespresentedbelow: Industry
Agribusiness Fishing/Canning Rubber

SkillsRequirement
Agriculturists AgriculturalEngineers Mechanical/Electrical Engineers AgriculturalTechnicians ResearchandDevelopment Professionals Mechanical/Electrical Engineers MetallurgicalEngineer Geologists HeavyEquipmentOperators CallCenterAgents/ Supervisors/Managers Cooks

Demand
125 40 40/40 72 4,000toinclude technicalandskilled workers 1,318 1,441 15 20 25/80 30

Supply

Industry MiningandQuarrying

Services Cyberservices HotelandRestaurant

1,059 445

AssessmentofGapsandChallengesbasedontheRegionalConsultation
Industry 1.Agribusiness 2.Industry Descriptionof Gap/Challenge Lackofsupervisoryand/or managerialskillsfordep. Headsinrubbercoop Absenceofinstruction offeringcoursesongeology andmetallurgical engineering LackoftrainingforHEO RecommendedSolutions Provisionofeffective trainingprogram Academetooffersaid courses Promote/availofTESDAs specializedtrainings Adoptspeechlab.In secondary&tertiary educationtostrengthen Englishproficiency CoursesofActions/Methodsto ImplementtheRecommendation Strengthentheexistingmechanism ofindustries/RCC/TESDA/CHEDin connectingthelooseendsinterms ofdemandsandtrainingpriorities byTechVocandtertiary institutions. GCNettomaximizeitsroleinterms ofadvocacy(LMItoinformthe majordecisionmakersand influencethefocusoftrainingsto theneedsoftheRegionandbe discussedwithparents,teachers andstudentsonthemore appropriatecoursetotakeupor trainingstogointo. Makeavailableandpromoteall avenueswhereindatawillbemade accessibletothemajorindustry playersanddecisionmakers.

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Industry 3.Service Descriptionof Gap/Challenge Lowhiringrate(only2out of10applicantsgethiredas CCA) RecommendedSolutions Offershorttermcoursein Spanishorintegrate subjectinthetertiary education CoursesofActions/Methodsto ImplementtheRecommendation

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REGION10

EmploymentTrendsandStructures

REGION10
EmploymentTrendsandStructures
or the period 2003 2008 five (5) employment generators with double digit share in the total employment turned up on the Employment Trends and Structures by Industry in Region X. The following sectorsare: WholesaleandRetailTrade(28.0%oranincreaseof37thousandworkers); Transport,StorageandCommunication(12.9%oranincreaseof17thousandworkers); Agriculture,HuntingandForestry(11.4%); PublicAdministration(11.4%); Education(11.4%oranincreaseof15thousandworkers). Sectorswhichhaveamplepercentageincrementwere: PrivateHouseholds(7.6%); RealEstate,RentingandOtherBusinessActivity(6.8%); FishingandConstruction(4.5%); FinancialIntermediation(3.0%); OtherCommunity,SocialandPublicServiceActivities(3.0%); Mining(1.5%); Electricity,GasandWater(1.5%); HealthandSocialWork(0.8%). Meanwhile,therearetwosectorsintheindustrythatmanifestedadeclineinemploymenttrendcovering thesameperiod20032008andthesewereHotelandRestaurantwithadeclineof5.3%oradecreaseof7 thousandworkers,andManufacturingwithanaveragedeclineof1.5%oradecreaseof2thousandworkers.
EmploymentTrendsByIndustry,RegionX:20032008 (inthousands,exceptrates)

Industry AllIndustries Agriculture,Hunting,&Forestry Fishing Mining&Quarrying Manufacturing Electricity,Gas, &Water Construction Wholesale&RetailTrade Hotel&Restaurant Transport,Storage,& Communication FinancialIntermediation RealEstateRenting,Business Activity PublicAdministration Education Health&SocialWork OtherCommunity,Social,& PublicServiceActivities PrivateHouseholds

YEAR 2003 1,657 741 51 2 90 7 73 302 29 89 10 24 75 45 17 36 68 2008 1,789 756 57 4 88 9 79 339 22 106 14 33 90 60 18 40 78

Increment 132 15 6 2 (2) 2 6 37 (7) 17 4 9 15 15 1 4 10

%toTotal Increment 100.0 11.4 4.5 1.5 (1.5) 1.5 4.5 28.0 (5.3) 12.9 3.0 6.8 11.4 11.4 0.8 3.0 7.6

Ave.Annual G.R.(%) 1.6 0.4 2.4 20.0 (0.4) 5.7 1.6 2.5 (4.8) 3.8 8.0 7.5 4.0 6.7 1.2 2.2 2.9

Sourceofbasicdata:NationalStatisticsOffice,LaborForceSurvey

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AnnualGrowthRate
Theaverageannualgrowthratecoveringtheyears20032008forallindustriesinRegionXwaspostedat 1.6%. Some sub sectors in the industries grew faster than the other subsectors with regards to the average annualgrowthrate,thesesectorsconsistof: Electricity,GasandWater(20.0%); PublicAdministration,andDefenseCompulsorySocialSecurity(8.0%); Education(7.5%); OtherCommunity,Social&PersonalServiceActivities(6.7%); HealthandSocialWork(4.0%); RealEstateRentingandOtherBusinessActivities(3.8%); HotelsandRestaurants(3.0%); Transport,StorageandCommunication(2.5%). Sub sectors which registered an average growth rate lower than the regional average include Private HouseholdswithEmployedPersons(1.2%),Manufacturing(0.9%),andFishing(0.5%). Meanwhile, three sectors remained unchanged for the given period (20032008), indication that there have been noexpansion of activity in those sectors and these were: Agriculture, Hunting and Forestry, Mining andQuarryingandWholesaleandRetailTrade. There were two negative growth rates that have been observed among the sub sectors of the Industry, Financial Intermediation which registered at 4.8% and Construction which posted a 0.4% average annual growthrate. For the period covering 2003 2008, most of the subsectors which belongs to the service industry, registered an average growth rate higher than the regional average growth rate. This makes the service industryasthefastesttoincreaseintermsofaveragegrowthrate.
AverageAnnualGrowthRatebyIndustry,RegionX:20032008 (Inpercent)

Sourceofbasicdata:NationalStatisticsOffice,LaborForceSurvey

TheKeyEmploymentGenerators(KEGs)identifiedintheNationalHumanResourceConferenceof2007in theMindanaoSuperRegionwhereRegionXbelongswerethefollowing: Agribusiness; Construction(shipbuilding); Cyberservices; Hotelsandrestaurants,and Mining.

However, actual average growth rate for the past five years revealed Electricity, Gas and Water registered a growth rate much higher than the regional figure, this will somehow serve as input to ProjectJobsFitfindings.

EmployedPersonsbyMajorIndustryGroup
The 2008 data from National Statistics Office (NSO) on Employed Persons by Major Industry Group in Region X showed that Agriculture sector is the major employment driver in the region, closely followed by ServicesectorandthentrailedbehindbytheIndustrysector.Thedistributiongivenbelowholdstruetoalmost allregionswherethebulkofemploymentissharedbetweenAgricultureandServicesectors.

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GrossDomesticProduct
EmployedPersonsbyMajorIndustryGroup,RegionX:2008 (Inthousands,exceptrate) Industry Agriculture Industry Service AllIndustries
Sourceofbasicdata:NationalStatisticsOffice,

2008 813 180 800 1,789

%Share 45.4 10.1 44.7 100.0

GrossDomesticProduct
Based on the NSCB data on Gross Domestic Product by Industry covering the period 2003 2008, the key growth driver in the GDP for the past five years in Region X, is the Agriculture sector with an average GDP growthrateof8.7%withthekeycontributorinthesaidsectorwasForestry(74.5%).TheServicesectorposted an average annual GDP growth rate of 7.0%; its main contributors in this sector were Finance (9.3%), Trade (7.5%)andPrivateServices(7.1%),andlastlyIndustrysectorwithanaverageGDPgrowthrateof6.2%andthe majorcontributorsareMiningandQuarrying(10.0%),andConstruction(7.8%).
GrossDomesticProductByIndustry,RegionX:20032008 (inmillionPhP)

Industry 2003
AllIndustries Agriculture&Fishery Forestry Mining&Quarrying Manufacturing Electric,Gas,&Water Construction Transport,Storage,& Communication Trade Finance OwnershipDwellings,andReal Estate PrivateService GovernmentService
Source:NationalStatisticalCoordinationBoard

YEAR 2008
71,160 21,852 359 513 15,619 2,175 3,261 2,403 15,958 566 4,367 2,359 1,728

Increment
18,903 6,475 283 171 3,459 527 914 596 4,358 179 1,093 621 227

%toTotal Increment
100.0 34.3 1.5 0.9 18.3 2.8 4.8 3.2 23.1 0.9 5.8 3.3 1.2

Ave. AnnualG. R.(%)

7.2 8.4 74.5 10.0 5.7 6.4 7.8 6.6 7.5 9.3 6.7 7.1 3.0

52,257 15,377 76 342 12,160 1,648 2,347 1,807 11,600 387 3,274 1,738 1,501

InvestmentPrioritiesfromNEDA
ThedevelopmentplansofNEDAforMindanaowide,whereRegionXbelongsarethefollowing: 1.SupportonMindanaosagribusinessandaquaculture/mariculturepotentials 2.EstablishanefficientfoodlogisticssystemlinkingMindanaotoManila; 3.Improvingimagetoattractmoreinvestments,tradeandtourism; 4.Pursuingresponsiblemineraldevelopment; 5.Upliftingsocialdevelopmentconditions; 6.CatchupplanforARMM; 7.Buildingonstrongpartnerships. The investment priorities mentioned above will correspondingly need specific skills that would eventuallybetakenwithintheavailablelabormarket.

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DataLimitation Due to time and resource constraints as well as limited stakeholders participation, facts and figures from the Project Jobs Fit: The DOLE 2020 Vision are merely indicative, data inputs from NSO and BLES surveys wereusedtosubstantiatesomeofthefindingsinProjectJobsFit.

LMIdatafindingsbasedonRegionalConsultation
TheRegionalConsultationinRegionXwasconductedonAugust19andSeptember2and8,2009withthe assistance of DOLE RO X officers and staff. The stakeholders from both the public and private sectors have identified Key Employment Generators (KEGs) with their Corresponding Skills and Assessment of Gaps and Challengesandwereenumeratedbelow:

IdentifiedKEGSwiththeirCorrespondingSkillsRequirement (basedonProjectJobsFitRegionalConsultationRegionX)
KEGS Cyberservices SKILLSREQUIREMENT Animators SoftwareDevelopers ComputerProgrammers ComputerHardwareTechnicians VisualGraphicDesigners CustomerServiceRepresentative/CallCenterAgents MedicalTranscriptionists Bakers Baristas Bartenders Butlers Chefs Cooks FoodandBeverageAttendants Cosmetic/ReconstructiveSurgeons Herbologists MedicalDoctors MassageTherapists Nurses SpaTherapist/PhysicalTherapists Surgeons TrainingNurses MedicalDoctors MedicalTechnologists Nurses Optometrists Opticians Pharmacists AgriculturalEngineers AnimalHusbandry Aquacultures AgricultureCropsProductionPersonnel Slaughterers PlantMaintenanceTechnicians Foodprocessors

HotelandRestaurant

MedicalTourism

HealthServices

Agribusiness

EmergingIndustriesinRegionX
Therearetwo(2)emergingindustriesthatsurfacedalongtheconductoftheStakeholdersConsultationin RegionXwhichhaspotentialsofgeneratingemploymentinthenext5to10years.
KEGS Shipbuilding SKILLSREQUIREMENT Welders(GMAW,GTAW,SAW,SMAW) FoundryMolders FoundryMelters/Casters MetallurgicalEngineers Geologists MiningEngineers

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SkillsAvailability

SkillsAvailability
Thereisaconsistentincreaseof5%peryearofavailableskillsasregisteredbyCHEDin20072008,atotal of18,834graduateswereregisteredfromHigherEducationInstitutions(HEIs)intheregion.MedicalandAllied courses accounted for 33.54%, followed by Business Administration (18.62%), and Education and Teacher Training(14.98%) TechVoc on the other hand, has a stock of certified skills totaling 13,142 in 2008. Tourism accounted for 26%,ICT(17%),andHealth(16%). AssessmentofGapsandChallengesbasedontheRegionalConsultation
Industry 1.Agriculture 2.Manufacturing 3.Cyberservices 4.HealthServices Descriptionof Gap/Challenge Lowrateoftakersin agriculturerelatedcourses Availableworkerslackthe neededsoftskills: leadership,communication, interpersonalskills Inadequatesupplyofhighly specializedmechanicalskills Lowhiringrate Inadequateofsupplyof experiencednurses RecommendedSolutions Intensiveadvocacyonthe opportunitiesforagriculture relatedcourses Integrationtothecurricula oftheneededsoftskills TVIsandHEIstooffer specializedandadvance training TVIsandHEIstooffer specializedtrainingprograms onEnglishproficiency (conversational) Sustainedandexpandthe NARsprojectwithactive involvementoftheprivate sectorandmedical institutions Advocacyonthe employmentopportunities inminingindustry CoursesofActions/Methods toImplementthe Recommendation Promotiontothesecondary schoolsontheopportunities ofagriculturethroughcareer guidance Scholarshipsofferings Encourageagribased companiestoforgeMOAwith TVIsandHEIstoaddress manpowerrequirements Consultations,dialogueswith theacademe,industry, government TVIsandHEIstodevelop specializedtrainingprograms CHEDandTESDAtoinitiatethe forgingofMOAbetweenthe TVIs,HEIsandindustryforthe provisionofadvancedand specializedtrainingprograms TaskforceonEducationto encourageTVIsandHEIsto formulatespecializedtraining programsonEnglish proficiency(conversational) TVIsandHEIstoenhancethe skillsofthefaculty NARSprojecttobecomean institutionalizedandregular program. Regulatetheofferingof nursingcourse Scholarshipgrants Careerguidanceand counseling

5.Mining

Verylimitedsupplyof certifiedskilledworkers bothinheavyequipment operationandmining operations

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REGION11

EmploymentTrendsandStructures

REGION11
EmploymentTrendsandStructures

He employment performance of the labor market in Region XI for the period 2003 2008, showed that there are three (3) employment generators with double digit share in the total employment. These are thefollowing: Agriculture,HuntingandForestrywithanincrementoffortythreepercent(43.6%)oranincrease of68thousandworkers; Transport,StorageandCommunicationwithanincrementofalmostfifteenpercent(14.7%)oran increaseof23thousandworkers: Wholesale and Retail Trade with an increment of twelve percent (12.2%) or an increase of 19 thousandworkers. Sectorswhichhaveamplepercentageincrementwere: MiningandQuarrying(8.3%); Education(7.7%); PublicAdministration(6.4%); RealEstate,RentingandOtherBusinessActivity(5.8%); Construction(4.5%); HotelandRestaurantandPrivateHouseholdswithEmployedPersons(eachwith3.8%). Meanwhile,thefollowingsectorsmanifestedadecliningemploymenttrendinthesameperiod: Manufacturingdeclinedby8thousandworkers(5.1%); Fishingdecreasedby7thousandworkers(4.5%); FinancialIntermediationpostedadecreaseof2thousandworkers(1.3%).
EmploymentTrendsByIndustry,RegionXI:20032008 (inthousands,exceptrates)

YEAR 2003 1,539 616 52 24 100 4 68 298 32 95 15 21 62 35 17 36 66 2008 1,695 684 45 37 92 4 75 317 38 118 13 30 72 47 18 37 72 %toTotal Increment 100.0 43.6 (4.5) 8.3 (5.1) 4.5 12.2 3.8 14.7 (1.3) 5.8 6.4 7.7 0.6 0.6 3.8 Ave.Annual G.R.(%) 2.0 2.2 (2.7) 10.8 (1.6) 2.1 1.3 3.8 4.8 (2.7) 8.6 3.2 6.9 1.2 0.6 1.8

Industry AllIndustries Agriculture,Hunting&Forestry Fishing Mining&Quarrying Manufacturing Electricity,Gas &Water Construction Wholesale&RetailTrade Hotel&Restaurant TransportStorage& Communication FinancialIntermediation RealEstateRentingBusiness Activity PublicAdministration Education Health&SocialWork OtherCommunity,Social& PublicServiceActivities PrivateHouseholds

Increment 156 68 (7) 13 (8) 7 19 6 23 (2) 9 10 12 1 1 6

Sourceofbasicdata:NationalStatisticsOffice,LaborForceSurvey

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Region11

AnnualGrowthRate
From 2003 2008 some sub sectors in the industry have expanded faster than the other subsectors as regardstheaverageannualgrowthrate.Thesearethefollowing: Electricity,GasandWater(10.8%); Education(8.6%); OtherCommunity,Social&PersonalServiceActivities(6.9%); RealEstateRentingandOtherBusinessActivities(4.8%); FinancialIntermediation(3.8%); HealthSocialWork(3.2%): HotelandRestaurant(2.5%). Averageannualgrowthratecoveringtheyears20032008forallindustriesinRegionXIisat2.0%. Subsectorswhichregisteredanaveragegrowthratelowerthantheregionalaveragewerethefollowing: Fishing(1.8%); Transport,StorageandCommunication(1.3%); Manufacturing(1.2%). The following sub sectors remained unchanged for the given period: Agriculture, Hunting and Forestry, MiningandQuarryingandWholesaleandRetailTrade. Meanwhile,thefollowingsubsectorsregisterednegativegrowthratesforthegivenperiod: PublicAdministration(2.7%); Construction(1.6%). For the period covering 2003 2008, most of the subsectors which belongs to the service industry, registered an average growth rate higher than the regional average growth rate. This makes the service industryasthemostfastesttoincreaseintermsofaveragegrowthrate.
AverageAnnualGrowthRatebyIndustry,RegionXI:20032008 (Inpercent)

Sourceofbasicdata:NationalStatisticsOffice,LaborForceSurvey

EmployedPersonsbyMajorIndustryGroup
The 2008 data from National Statistics Office (NSO) on Employed Persons by Major Industry Group in Region XI showed that Service sector is the major employment driver in the region closely followed by the Agriculture sector and then trailed behind by the Industry sector. The distribution given below holds true to almostallregionswherethebulkofemploymentissharedbetweenServiceandAgriculturesectors.
EmployedPersonsbyMajorIndustryGroup,ROXI:2008 (Inthousands,exceptrate) Industry Agriculture Industry Service AllIndustries
Sourceofbasicdata:NationalStatisticsOffice,

2008 729 208 762 1,695

%Share 43 12 45 100.0

During National Human Resource Conference (NHRC) of 2007, the identified Key Employment Generators (KEGs)ontheMindanaoSuperRegionwhereRegionXIbelongswerethefollowing: Agribusiness;

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GrossDomesticProduct Construction(shipbuilding); Cyberservices; HotelsandRestaurants;and Mining However, actual average growth rate for the past five years showed Electricity, Gas and Water have also registeredanincreaseintermsofaveragegrowthrate,thiswillserveasinputtoProjectJobsFitfindings.

GrossDomesticProduct
TheGrossDomesticProductfortheperiod20032008,revealedtheindustryisthekeygrowthdriverfor thepastfiveyearsinRegionXI,withanaverageGDPgrowthrateof6.6%.Majorcontributorsinthesaidsector were: Manufacturing(8.4%);and Construction(6.8%). Followed bythe Service sector with an average annual GDP growth rateof 6.2%, maincontributors in this sectorwere: TransportStorageandCommunication(9.4%); Finance(7.6%);and PrivateServices(7.0%). And lastly Agriculture sector with an average GDP growth rate of 3.6% and the major contributor is Forestry(10.8%).
GrossDomesticProductByIndustry,RegionXI:20032008 (inmillionPhP)

Industry 2003
AllIndustries Agriculture&Fishery Forestry Mining&Quarrying Manufacturing Electricity,Gas&Water Construction TransportStorage&Communication Trade Finance OwnershipDwellingsandRealEstate PrivateService GovernmentService
Source:NationalStatisticalCoordinationBoard

YEAR 2008
63,251 16,261 97 2,089 12,728 316 5,296 3,156 14,116 960 3,152 3,172 1,908 49,934 13,803 63 2,656 8,954 250 3,948 2,144 10,939 696 2,428 2,421 1,632

Increment
13,317 2,458 34 567 3,774 66 1,348 1,012 3,177 264 724 751 276

%toTotal Increment
100.0 18.5 0.3 4.3 28.3 0.5 10.1 7.6 23.9 2.0 5.4 5.6 2.1

Ave.Annual G.R.(%)
5.3 3.6 10.8 4.3 8.4 5.3 6.8 9.4 5.8 7.6 6.0 6.2 3.4

DTIANDNEDAInvestmentPriorities
Consultation with DTI/NEDARO XI showed that the development plans for Region XI are centered on thefollowingagenda,namely: 1. SmallMediumEnterprise(SME)DevelopmentAgendaTheirtargetistoincreasethe productivityofSMEsfrom32%to40% StrengthenthesupportmechanismforSMEdevelopment BuildcapacitiesofSMEsandenhancetheircompetitiveness Focusedassistancetopriorityindustries ImprovementofSMEoperationalenvironment 2. DavaoRegionDevelopmentGoal Improvequalityoflifeandenvironmentfocusingoncompetitivequartet

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Agribusiness(Mango,Banana,Seaweeds,Coconut,Livestock&Poultry) Tourism ICT/Cyberservices Mining

DataLimitation
Due to time and resource constraints as well as limited stakeholders participation, facts and figures gathered by DOLE RO XI are merely indicative, data inputs from NSO and BLES surveys were used to substantiatesomeofthefindingsinProjectJobsFit.

LMIdatafindingsbasedonRegionalConsultation
The Regional Consultation in Region XI was conducted on June 16 and 19, 2009 with the assistance of DOLE RO XI officers and staff. The stakeholders from both the public and private sectors have identified Key EmploymentGenerators(KEGs)withtheirCorrespondingSkillsandAssessmentofGapsandChallenges.These areenumeratedbelow:

IdentifiedTopKEGSwiththeirCorrespondingSkillsRequirement (basedonProjectJobsFitRegionalConsultationRegionXI) KEGS SKILLSREQUIREMENT

Agribusiness AgriculturalEngineers Agronomists MarineAgriculturist Researches/CommunityOrganizers FoodTechnologists Skilledlabor(Bananapeelers) Veterinarians/VeterinaryMedicalTechnologists Epidemiologists Pathologists AnimalNutritionists LaboratoryAnalysts Chemists Microbiologists AnimalGeneticians AnimalPhysiologists Butchers/Meatcutters DairyTechnicians FeedsTechnologists Biosecurityexperts EnglishProficientIndividuals TranscriptionEditorsandQualityAssuranceSpecialist Medical/GeneralTranscribers MedicalCodersandBillers InsuranceProcessors TelemedicinePractitioners AdvanceSpeechRecognitionSpecialist SoftwareEngineers SoftwareDevelopers HROutsourcingSpecialist LegalResearchers LegalOutsourcingSpecialists ArchitectureandDesignSpecialists BasicProjectManagementSpecialists CertifiedPHPprogrammers Chef/Cooks FoodandBeverageServiceCrews MarketingandPromotionSpecialist Managersforresorts/ecotourismandadventureestablishments FrontDeskPersonnel Waiters/Waitresses Boatcaptains/boatenginemechanics TourGuides Diveguides/instructors/divemasters MedicalTechnologistsforMedicalTourismSector

Cyberservices

Tourism

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EmergingIndustryinRegionXI

EmergingIndustryinRegionXI
TheregionalstakeholdersconsultationinRegionXI,havenotidentifiedanyemergingindustrythatwould eventually be considered as employment generator, but instead, they would build up the existing products in the agribusiness sector as presented by NEDA and DTI in their Regional Development Plan that would lead to employment generation in the manufacturing and processing stages of the emerging products like Mango, Banana,Seaweeds,Coconut,Livestock&Poultry.

SkillsAvailability
The stakeholders who participated in the regional consultation have identified the following skills supply byKEGs.
KEGs Agribusiness Cyberservices Tourism Mining Graduates 628(GraduatesofAgrirelatedcourses) 1,188(GraduatesofComputerandITrelatedcourses) 1,257 (Graduates of HRM, Tourism, and Business Administration, and Bachelor of Arts and Sciences) Currentlytherearenograduatesyetbuttheyprovidenumberofstudentscurrentlyenrolled in BS in Geodetic Engineering, Geology, Mining Engineering, and Environmental Sciencetotalingto314

AssessmentofGapsandChallengesbasedontheRegionalConsultation
Industry 1.Agricultureand Mining DescriptionofGap/Challenge DwindlingnumberofgraduatesinAgri andMiningrelatedcourses. Lackofcommonservicefacilitythatwill providetechnicalservicestosmall growerssuchassoilanalysis,modern agriculturalpractices,pestcontrol, fertilizersandpesticideapplication. Lackofshorttechnicalcourseson specializedfieldsinAgri/Mining. RecommendedSolutions DOLEtointensifycareerguidancethrumedia. DAGCO(DavaoAssn.ofGuidanceCounselors) andothernetworkpartners. LobbyforStateandUniversitiesandColleges servicestofocusonunpopularcourses. PromotescholarshipprogramsforEngineering, AgriandMiningrelatedcourses LobbyamongtheLGUtocreateplantilla positionsforspecializedskillsforAgriand Miningrelatedjobs. DOLEtoconductresearchonaccession, separationanddeploymentrateofspecific occupationsandprofessions. LobbytheDepartmentofAgricultureandLGUs toestablishcommonservicefacilitiesforsoil analysisandotherAgriandMiningrelated technicalneedstoencouragedemandfor Agriculturaltechnicians. Developmodulesforshorttrainingprogramson specializedfieldsinAgriandMining(TESDAin coordinationwithBFARandDept.ofAgriculture) CHEDrankschoolsforITBPOEngineeringservice suitability CHEDandTESDAtoimprovecurriculain providingmoretrainingintheindustryrelevant skills. Holdperiodicacademeindustry governmentdialogues ReviewEnglish,Math&Sciencetraining inschoolsversusindustrystandards

2. ICT/BPO

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PoolofEnglishandInformation Technologyproficientmanpower insufficienttoaddressthedemandofICT

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Industry DescriptionofGap/Challenge Lackofspecializedskillsfortourism RecommendedSolutions DOLEandACADEMEtointensifypracticum/OJT exposuretogloballycompetitiveestablishments toserveasgoodfoundationforgraduates. AdvocateforenhancedOJThoursfor graduatingstudentsbyidentifying possibleestablishmentand negotiating/linkingagreementswith theseestablishments Makeavailableshorttermregularontrainingon supervisoryskillsimprovements.

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REGION12

EmploymentTrendsandStructures

REGION12
EmploymentTrendsandStructures
three (3) employment generators with double digit share in the total employment turnedup on the Employment Trends and Structures by Industry in Region XII for the period 2003 2008, the following industriesthatdisplayedthesetrendare: Agriculture,HuntingandForestry(incrementof31.5%or53thousandworkers) WholesaleandRetailTrade(16.7%or28thousandworkers) PublicAdministrationandDefense,CompulsorySocialSecurity(11.3%or19thousandworkers) Sectorswhichhaveamplepercentageincrementwere: TransportStorageandCommunication(8.9%) Manufacturing(6.5%) HotelandRestaurant(5.4%) RealEstate,RentingandOtherBusinessActivity(5.4%) PrivateHouseholdswithEmployedPersons(5.4%) Fishing(3.6%) Education(2.4%) MiningandQuarrying(1.2%) FinancialIntermediation(1.2%) Meanwhile,therearetwosectorsintheindustrythatmanifestedadeclineinemploymenttrendcovering the same period 2003 2008 and these were Other Community, Social & Public Service Activities with a decline of1.2% or a decrease of 2 thousand workers, Health and Social Work with an average decline of 0.6%oradecreaseof1thousandworkers.
EmploymentTrendsByIndustry,RegionXII:20032008 (inthousands,exceptrates)

Industry AllIndustries Agriculture,Hunting&Forestry Fishing Mining&Quarrying Manufacturing Electricity,Gas &Water Construction Wholesale&RetailTrade Hotel&Restaurant TransportStorage& Communication FinancialIntermediation RealEstateRentingBusiness Activity PublicAdministration Education Health&SocialWork OtherCommunity,Social& PublicServiceActivities PrivateHouseholds

YEAR 2003 1,367 691 61 4 75 3 38 214 18 72 8 12 58 37 12 27 40 2008 1,535 744 67 6 86 3 40 242 27 87 10 21 77 41 11 25 49

Increment 168 53 6 2 11 2 28 9 15 2 9 19 4 (1) (2) 9

%toTotal Increment 100.0 31.5 3.6 1.2 6.5 1.2 16.7 5.4 8.9 1.2 5.4 11.3 2.4 (0.6) (1.2) 5.4

Ave.Annual G.R.(%) 2.5 1.5 2.0 10.0 2.9 1.1 2.6 10.0 4.2 5.0 15.0 6.6 2.2 (1.7) (1.5) 4.5

Sourceofbasicdata:NationalStatisticsOffice,LaborForceSurvey

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Region12

AnnualGrowthRate
The average annual growth rate covering the years 20032008 for all industries in Region XII is pegged at 2.5%.Somesubsectorsintheindustryhaveexpandedfasterthantheothersubsectorsasregardstheaverage annualgrowthrate.Thesesectorsarethefollowing: Education(15.0%) Electricity,GasandWater,(10.0%) FinancialIntermediation(10.0%) HealthandSocialWork(6.6%) PublicAdministrationandDefense,CompulsorySocialSecurity(5.0%) RealEstate,RentingandOtherBusinessActivity(4.2%) HotelandRestaurant(3.7%) Construction(2.9%) Transport,StorageandCommunication(2.6%) Manufacturing(2.5%) Sub sectors which registered an average growth rate lower than the regional average, were Other Community,Social&PublicServiceActivities(2.2%),andFishing(1.6%). Meanwhile, three sectors remained unchanged for the given period (20032008), indication that there havebeennoexpansionofactivityinthosesectorsandthesewere: Agriculture,HuntingandForestry MiningandQuarrying WholesaleandRetailTrade. There was only one negative growth rate that has been observed among the sub sectors of the Industry, PrivateHouseholdswithEmployedPersonswhichposteda1.7%averageannualgrowthrate. For the period covering 2003 2008, most of the subsectors which belong to the service industry, registered an average growth rate higher than the regional average growth rate. This makes the service industryasthefastesttoincreaseintermsofaveragegrowthrate.
AverageAnnualGrowthRatebyIndustry,RegionXII:20032008 (Inpercent)

Sourceofbasicdata:NationalStatisticsOffice,LaborForceSurvey

Page

The Key Employment Generators (KEGs) identified during the National Human Resource Conference of 2007,particularlyontheMindanaoSuperRegionwhereRegionXIIbelongs,werethefollowing: Agribusiness Construction(shipbuilding) Cyberservicesand Hotelsandrestaurants Mining However, actual average growth rate for the past five years shows that Education, Financial Intermediation, and Electricity, Gas and Water registered a growth rate much higher than the regional figure, thiswillsomehowserveasinputtoProjectJobsFitfindings.

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EmployedPersonsbyMajorIndustryGroup

EmployedPersonsbyMajorIndustryGroup
The 2008 data from National Statistics Office (NSO) on Employed Persons by Major Industry Group in RegionXIIshowedthatAgriculturesectoristhemajoremploymentdriverintheregionfollowedbytheService sector and then trailed behind by the Industry sector. The distribution given below holds true to almost all regionswherethebulkofemploymentissharedbetweenAgricultureandServiceandsectors.
EmployedPersonsbyMajorIndustryGroup,RegionXII:2008 (Inthousands,exceptrate) Industry Agriculture Industry Service AllIndustries
Sourceofbasicdata:NationalStatisticsOffice,

2008 811 135 590 1,535

%Share 52.8 8.8 36.4 100.0

GrossDomesticProduct
Based on the NSCB data on Gross Domestic Product by Industry covering the period 2003 2008, the key growth driver in the GDP for the past five years in Region XII, is the Industry sector with an average GDP growthrateof7.0%.MajorcontributorsinthesaidsectorwereManufacturing(7.8%)andConstruction(4.7%). Followed by the Agriculture sector with an average annual GDP growth rate of 5.4%, main contributors in this sector were Forestry (19.6%), and lastly Service sector with an average GDP growth rate of 5.1%, major contributorsareFinance(6.8%),TransportStorageandCommunication(6.0%),andTrade(5.8%)sectors.
GrossDomesticProductByIndustry,RegionXII:20032008 (inmillionPhP)

Industry 2003
AllIndustries Agriculture&Fishery Forestry Mining&Quarrying Manufacturing Electricity,Gas&Water Construction TransportStorage&Communication Trade Finance OwnershipDwellingsandRealEstate PrivateService GovernmentService
Source:NationalStatisticalCoordinationBoard

YEAR 2008
49,932 21,315 89 71 12,640 664 2,099 2,147 5,443 317 2,121 1,325 1,701 38,695 16,802 45 63 9,100 589 1,697 1,651 4,218 237 1,811 1,046 1,436

Increment
11,237 4,513 44 8 3,540 75 402 496 1,225 80 310 279 265

%toTotal Increment
100.0 40.2 0.4 0.1 31.5 0.7 3.6 4.4 10.9 0.7 2.8 2.5 2.4

Ave.Annual G.R.(%)
5.8 5.4 19.6 2.5 7.8 2.5 4.7 6.0 5.8 6.8 3.4 5.3 3.7

DTI/NEDAInvestmentPriorities
The development plans of NEDA for Region XII are clustered into the three major industries wherein projectsandappropriateprogramsarebeingimplemented,andthesearethefollowing: Agriculture,FisheryandForestry Implementationofsupportprogramsforagriculturewithmitigatingmeasuresforshocks(flashflood, drought,oilpriceincrease) Expansionofagricultureandfisherysector(toincludecropplantationforbiofuelsdevelopment) Expansionofforestplantationandprotection

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Provisionofsupporttocommercialfisheriesthrough:continuationofbilateraltalksbetweenthe PhilippinesandIndonesia;andimplementationoftheTunaManagementPlan Provisionoffinancialsupporttosmallfisherfolksbyeasingupofthecollateralrequirementbybanks insecuringloans Accessibilitytopalayvarietiesthatarehighyielding,resistanttodroughtandpest Promotionofhighvaluefishspeciesinaquaculture,throughtheestablishmentofhatcheries, maricultureparkandpostharvestfacilitiesandadoptionofnewtechnologies ImmediateimplementationofthezonificationofSaranganiBaytoalloweconomicuseformariculture parkestablishment Adoptionofenvironmentfriendlypracticesandmoderntechnologytoimprovedfisheriesand aquaculturepractices StrictimplementationandcompliancewithEnvironmentLaws Industry DevelopmentofthemanufacturingsectorthroughS&Tapplicationandothervalueaddingstrategies (Foodprocessing;Furniture;Horticulture;Marine/Aquaculture;GiftsDecorsHousewares;andMetals andEngineering). StrategicClusteringofIndustries,particularlyforthefollowing:palmoil;rubber;fruit,tunavalue addedproducts;andidentifyingcoreprojectswhereS&Tinterventionscanhavewidespillover. IntensificationofpromotionandadoptionoftheOneTownOneProductProgrambythelocalchief executivesandconcernedagencies. ImprovementofGovernancethruICTbystrengtheninggovernmentindustryacademelinkagesthru interconnectivity,promotingpaperlesstransactionthroughouttheorganizationandusingICTasa managementtoolfordecisionmakersandsupporttoSMEs. PromotionofRegionXIIasamajorHalalAccreditationCenterandproducerofHalalproductsin BIMPEAGAandHalalgatewaytotherestoftheworld. DevelopmentoftheCoconutIndustry(Cococoirandothercocobyproducts)asacommunitybased projectthruS&Twithotherkeypartners. Explorationofminingresources(copperinTampakan,SouthCotabato). Developmentofconstructionindustry. Enhancement/Improvementofutilities(electricityandwater) Services Improvementoftransportation,communicationandstoragefacilities Increasingaccesstofinancingfacilitiesbyprovidingincentivestoventurecapitalistsparticularlyon thecommercializationoflocallydevelopedtechnologies Improvementoftourismindustrybyencouraginglocalgovernmentunitstoprovideincentivesto investorsintourismrelatedactivities,todeveloptourismprogramsandpromotionalmaterialsandto putuplocationmap/signageofkeytouristdestinations StrengtheningS&TServices(productstandardsandtesting,packagingandlabeling, calibration/metrologyforLGUsandSMEs,technologytrainingsandconsultancy,energyaudit) Provisionofsupporttoprivateservices(ICT,callcenters) DataLimitation Due to time and resource constraints as well as limited stakeholders participation, facts and figures gathered by DOLE RO XII are merely indicative. Data inputs from NSO and BLES surveys were used to substantiatesomeofthefindingsinProjectJobsFit.

LMIdatafindingsbasedonRegionalConsultation
The Regional Consultation in Region XII was conducted on August 19 and 26, 2009 with the assistance of DOLE RO XII officers and staff. The stakeholders from both the public and private sectors have identified Key Employment Generators (KEGs) with their Corresponding Skills and Assessment of Gaps and Challenges and wereenumeratedbelow:

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EmergingIndustryinRegionXII IdentifiedKEGSwiththeirCorrespondingSkillsRequirementandAssessmentofGapsandChallenges (basedonProjectJobsFitRegionalConsultationRegionXII)

KEGS Agribusiness a) FishingIndustry b) FruitsandVegetable c) PalmOil SKILLSREQUIREMENT InstrumentationTechnicians MicroAnalysts(MicroLaboratory Analysts) EngineeringSupervisors(Mechanical, Electrical,Civil)forManufacturing Operations Agriculturist/AgriScientists Researchers MicroBiologists PestControlSpecialists SocialWorkers(CommunityOrganizer) FoodTechnologists Mechanics Welders Engineers(Chemical/Mechanical) FarmTechnicians CustomerServicePersonnel FoodHandlers Baristas Bartenders Geologists Metallurgists EnvironmentalTechnicalPersonnel CommunityRelations/Community DevtPersonnel LandAcquisitionOfficers Operation&MaintenanceofMining facilities&equipment Utility&GeneralServicesPersonnel GeneralCareerExpressions ConstructionWorkers StakeholderEngagement& PartnershipOfficers SustainabilityMgt.Systems Supervisors ShiftSecurity EnvironmentOfficersWaste Management ASSESSMENTOFGAPSAND CHALLENGES Highturnoverratedueto competitionoverseas Localpoaching Limitedacademicinstitutionsoffering suchcoursesduetohighcostof training Graduateslackexperience Highlyspecializedskills Nospecializedcourse Hardtofindspecialist Lackofformaltraining Lackofskills Lackofcompetenttrainers Limitednumberofschoolsoffering suchcourses Limitedapplicants Highdemandinoverseas Limitedcertifiedinstructors

TourismIndustry

MiningIndustry

EmergingIndustryinRegionXII
There are three (3) emerging industriesthat surfacedalong the conductof the Stakeholders Consultation inRegionXIIwhichhaspotentialsofgeneratingemploymentinthenext5to10years.
EMERGINGKEGS ICTIndustry(Cyberservices) AbacaIndustry(Agribusiness) SKILLSREQUIREMENT MedicalTranscriptionists CallCenterAgents FarmSpecialistsonabaca/fiber production Agriscientists ResearchandDevelopmentSpecialists PestControlSpecialists ASSESSMENTOFGAPSAND CHALLENGES LackofproficiencyinEnglishlanguage Anemergingindustrybutlimitedfarm experts

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RubberIndustry(Agribusiness)

Region12

AvailabilityofSkills
AstotheavailabilityofskillssupplytheregionalconsultationinregionXIIwasnotabletoidentify/provide anestimateoffiguresthatwillbesuppliedbytheacademe/traininginstitution,instead,theyoptedtoprovide anestimateofskillsrequirementsbyKEGs.
KEGS Agribusiness a) FishingIndustry b) FruitsandVegetable c) PalmOil TourismIndustry SKILLSREQUIREMENT TechnicalJobs(Food&Lab Technicians,hydraulic/electrical/ refrigerationtechnicians,welders, engineofficers,deckofficers) ShippingOfficers(MarineEngineers, NavalArchitects,HumanResource Officer) Agriculturists/AgriScientists Researchers MicroBiologists PestControlSpecialists SocialWorker(CommunityOrganizer) FoodTechnologists Mechanics Welders Engineers(Chemical/Mechanical) FarmTechnicians CustomerServicePersonnel FoodHandlers Baristas Bartenders Geologists Metallurgists EnvironmentalTechnicalPersonnel CommunityRelations/Community DevtPersonnel LandAcquisitionOfficers Operation&MaintenanceofMining facilities&equipment Utility&GeneralServicesPersonnel GeneralCareerExpressions ConstructionWorkers StakeholderEngagement& PartnershipOfficers SustainabilityMgt.Systems Supervisors ShiftSecurity EnvironmentOfficersWaste Management MedicalTranscriptionists CallCenterAgents Farmspecialistsonabaca/fiber production Agriscientists ResearchandDevelopmentSpecialists PestControlSpecialists 800/year 100/year 8 10 4 4 4 20 20 20 20 50 10 30 20 20 2 10 1 5 7/6 2,000(year2016) 15 1 8,0009,000(year2012) 1 3 1 1 ESTIMATE

MiningIndustry

EmergingIndustries ICTIndustry(Cyberservices) AbacaIndustry(Agribusiness)

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RubberIndustry(Agribusiness)

100 100 10 3 3 10

AvailabilityofSkills AssessmentofGapsandChallengesbasedontheRegionalConsultation
Industry 1.FishingIndustry 2.Fruits, vegetable industry 3.Tourism Industry Descriptionof Gap/Challenge Highturnoverratedueto competitionoverseas Localpoaching Limitedacademic institutionsofferingsuch coursesdueoftraining Graduatelackofexperience Unavailabilityofapplicants Highlyspecializedskills Lackofformaltraining Lackofskillscompetency Lackofcompetenttrainers RecommendedSolutions Companypartnershipwith academetosustainbuffer stockofskilledworkersby 2010onwards Academicalignmentto offercoursesrelatedto skillsdemandin2010 Traininstructions Companypartnershipwith academetosustainbuffer stockofskilledworkersby 2010onwards Academicalignmentto offercoursesrelatedto skillsdemandin2010 Traininstructors Companypartnershipwith academetosustainbuffer stockofskilledworkersby 2010onwards Academicalignmentto offercoursesrelatedto skillsdemandin2010 Traininstructors CoursesofActions/Methodsto ImplementtheRecommendation Tripartitetrainingagreements among companies/academe/students workers Scholarshipgrantsofcompanies Governmentfinancialsupportto educationalinstitutionsto establishrelatedcourses Create/strengthenITCsfor monitoringandaudit Companybasedcareerguidance &employmentcounselingw/ skillsregistry Specializedcoursesonspecific farmfunctions:soilanalysis,pest control,productresearch,etc Tripartitetrainingagreements among companies/academe/students workers(OJT) Create/strengthenITCsfor monitoringandaudit Companybasedcareerguidance &employmentcounselingwith skillsregistry Tripartitetrainingagreements among companies/academe/students workers Scholarshipgrantsofcompanies Governmentfinancialsupportto educationalinstitutionsto establishrelatedcourses Create/strengthenITCsfor monitoringandaudit Companybasedcareerguidance &employmentcounselingwith skillregistry Tripartitetrainingagreements among companies/academe/students workers

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4.MiningIndustry

Limitednumberofschools offeringsuchcourses Limitedapplicants

Companypartnershipwith academetosustainbuffer stockofskilledworkersby 2010onwards

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Industry 5.OilPalm Industry Descriptionof Gap/Challenge Highdemandinoverseas Limitedcertifiedinstructors Nospecializedcourse Hardtofindspecialist RecommendedSolutions Academicalignmentto offercoursesrelatedto skilleddemandin2010 Traininstructors Companypartnershipwith academetosustainbuffer stockofskilledworkersby 2010onwards Academicalignmentto offercoursesrelatedto skilleddemandin2010 Traininstructors CoursesofActions/Methodsto ImplementtheRecommendation Scholarshipgrantsofcompanies Governmentfinancialsupportto educationalinstitutionsto establishrelatedcourses Create/strengthenITCsfor monitoringandaudit Companybasedcareerguidance &employmentcounselingwith skillsregistry Tripartitetrainingagreements among companies/academe/students workers Scholarshipgrantsofcompanies Governmentfinancialsupportto educationalinstitutionsto establishrelatedcourses Create/strengthenITCsfor monitoringandaudit Companybasedcareerguidance &employmentcounselingwith skillsregistry

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CARAGAREGION

EmploymentTrendsandStructures

CARAGAREGION
EmploymentTrendsandStructures

overing the years 2003 2008, the employment performance of the labor market in CARAGA Region, showedthatthereweresix(6)employmentgeneratorswithdoubledigitshareinthetotalemployment. Thesearethefollowing: Mining and Quarrying and Wholesale and Retail Trade with an increment of forty percent (40.5%)eachoranincreaseof15thousandworkers; Public Administration Defense, Compulsory Social Security with an increment of thirty two percent(32.4%)oranincreaseof12thousandworkers; Manufacturing with an increment of almost thirty percent (29.7%) or an increase of 11 thousand workers; Private Households with Employed Persons with an increment of twenty four percent (24.3%) or anincreaseof9thousandworkers; Hotel and Restaurant sector with an increment of almost eleven percent (10.8%) or an increase of4thousandworkers. Sectorswhichhaveamplepercentageincrementwere: Real Estate, Renting and Other Business Activity and Other Community, and Social & Public ServiceActivities(eachwith8.1%); FinancialIntermediationandElectricity,GasandWater(eachwith5.4%); Education(2.7%). Meanwhile,thefollowingsectorsmanifestedadecliningemploymenttrendinsameperiod: Agriculture,HuntingandForestrywithadeclineof81.1%oradecreaseof30thousandworkers; Fishingwithadeclineof13.5%oradecreaseof5thousandworkers; Construction and Health and Social Work each declined by 5.4% or a decrease of 2 thousand workers.
EmploymentTrendsByIndustry,CARAGA:20032008 (inthousands,exceptrates) YEAR %toTotal Industry Increment 2003 2008 Increment AllIndustries Agriculture,Hunting,&Forestry Fishing Mining&Quarrying Manufacturing Electricity,Gas, &Water Construction Wholesale&RetailTrade Hotel&Restaurant Transport,Storage,& Communication FinancialIntermediation RealEstate,RentingBusiness Activity PublicAdministration Education Health&SocialWork OtherCommunity,Social& PublicServiceActivities 914 404 48 8 52 2 38 161 9 51 6 7 52 27 10 15 26 951 374 43 23 63 4 36 176 13 51 8 10 64 28 8 18 35 37 (30) (5) 15 11 2 (2) 15 4 2 3 12 1 (2) 3 9 100.0 (81.1) (13.5) 40.5 29.7 5.4 (5.4) 40.5 10.8 5.4 8.1 32.4 2.7 (5.4) 8.1 24.3

Ave.Annual G.R.(%) 0.8 (1.5) (2.1) 37.5 4.2 20.0 (1.1) 1.9 8.9 6.7 8.6 4.6 0.7 (4.0) 4.0 6.9

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Sourceofbasicdata:NationalStatisticsOffice,LaborForceSurvey

PrivateHouseholds

Page

AnnualGrowthRate
From 2003 2008 some sub sectors in the industry have expanded faster than the other subsectors as regardstheaverageannualgrowthrate.Thesearethefollowing:

CARAGARegion


MiningandQuarrying(37.5)%; Electricity,GasandWater(20.0%); HotelsandRestaurant(8.9%); RealEstate,RentingandOtherBusinessActivity(8.6%); PrivateHouseholdswithEmployedPersons(6.9%); FinancialIntermediation(6.7%); PublicAdministration&DefenseandCompulsorySocialSecurity(4.6%); Manufacturing(4.2%); OtherCommunity,Social&PublicServiceActivities(4.0%); WholesaleandRetailTradewith1.9%. Averageannualgrowthratecoveringtheyears20032008forallindustriesinCARAGAwasat0.8%. Sub sectors which registered an average growth rate lower than the regional average was Education (0.7%). Meanwhile, one sector remained unchanged for the given period (20032008), indication that there havebeennoexpansionofactivityinthissectorandthisisTransportStorageandCommunication. Meanwhile,thefollowingsubsectorsregisterednegativegrowthratesforthegivenperiod: Agriculture,HuntingandForestry(1.5%); Fishing(2.1%); Construction(1.1); HealthandSocialWork(4.0). For the period covering 2003 2008, most of the subsectors which belonged to the Industry sector, registered an average growth rate higher than the regional average growth rate. This makes the Industry sectorasthefastesttoincreaseintermsofaveragegrowthrate.
AverageAnnualGrowthRatebyIndustry,CARAGA:20032008 (Inpercent)

Sourceofbasicdata:NationalStatisticsOffice,LaborForceSurvey

EmployedPersonsbyMajorIndustryGroup
The 2008 data from National Statistics Office (NSO) on Employed Persons by Major Industry Group in CARAGA Region showed that Agriculture sector is the major employment driver in the region closely followed bytheServicesectorandthentrailedbehindbytheIndustrysector.Thedistributiongivenbelowholdstrueto almostallregionswherethebulkofemploymentissharedbetweenAgricultureandServiceandsectors.
EmployedPersonsbyMajorIndustryGroup,CARAGA2008 (Inthousands,exceptrate) Industry Agriculture Industry Service AllIndustries
Sourceofbasicdata:NationalStatisticsOffice,

2008 417 126 411 951

%Share 43.8 13.2 43.2 100.0

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The Key Employment Generators (KEGs) identified during the National Human Resource Conference (NHRC)of2007,particularlyintheMindanaoSuperRegionwhereRegionXIIbelongswerethefollowing; Agribusiness; Construction(shipbuilding); Cyberservices;

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GrossDomesticProduct HotelsandRestaurants; Mining. However, actual average growth rate for the past five years showed that Electricity, Gas and Water, Real Estate, Renting and Other Business Activity, and Financial Intermediation have also registered an increase in terms of average growth rate, this will somehow serve as input to Project JobsFit findings. Basedon the NHRC of2007,wasnotincludedaspartoftheKeyEmploymentGeneratorsinRegionCARAGA,

GrossDomesticProduct
The Gross Domestic Product for the period 2003 2008, revealed the industry sector is the key growth driver for the past five years in CARAGA, with an average GDP growth rate of 12.0%. Major contributor in the said sector was Mining and Quarrying (77.9%). Followed by the Service sector with an average annual GDP growth rate of 4.4%, main contributor in this sector was Finance (7.2%), and lastly Agriculture sector with an averageGDPgrowthrateof1.9%,majorcontributorwasAgricultureandFishery(2.6%)sectors.
GrossDomesticProductByIndustry,CARAGA:20032008 (inmillionPhP) Industry 2003
AllIndustries Agriculture&Fishery Forestry Mining&Quarrying Manufacturing Electricity,Gas,&Water Construction Transport,Storage,& Communication Trade Finance OwnershipDwellingsandRealEstate PrivateService GovernmentService
Source:NationalStatisticalCoordinationBoard

YEAR 2008
18,480 5,848 436 2,130 1,534 592 1,499 440 3,372 147 735 507 1,240 14,533 5,178 471 435 1,478 473 1,214 331 2,777 108 629 385 1,054

Increment
3,947 670 35 1,695 56 119 285 109 595 39 106 122 186

%toTotal Increment
100.0 17.0 0.9 42.9 1.4 3.0 7.2 2.8 15.1 1.0 2.7 3.1 4.7

Ave.Annual G.R.(%)
5.4 2.6 1.5 77.9 0.8 5.0 4.7 6.6 4.3 7.2 3.4 6.3 3.5

DTI/NEDAInvestmentPriorities
TheCaragaRegioniscomposedoffourprovinces:AgusandelNorte,AgusandelSur,SurigaodelNorteand SurigaodelSur.Consideredastherichestregionintermsofnaturalresources,Caragasitson3.5billionmetric tons of metallic and nonmetallic reserves. Thousands of hectares are planted with timber trees, oil palm, abaca,banana,andothercommoditycrops. Despite the richness of its natural resources, Caraga ironically, is one of the poorest regions in the Philippines. The poverty rate of the region which is fifty point two percent (50.2%) is actually worse than that oftheentirecountry,whichisonlythirtyfourpercent(34%). To spur regional economic development, the Regional Development Council or RDC adopted the Industry Clusteringstrategyasawayofenhancingtheregionscompetitiveadvantage. Industry Clustering is identified as a major strategy for countryside development and is seen as a focused approachininvestmentpromotion. The strategy promotes networking among local enterprises, buyers, input providers, local policy makers, the academe, research institutions, transport and hauling providers and other stakeholders in the industry, andprovidesthemwithavenuetoregularlyconsultwithoneanother. Industry Clustering facilitates investments for the eight clusters in CARAGA; which are the wood, oil palm, tourism, abaca, high value vegetables, seaweed and arts and crafts clusters. Combined, the 8 clusters have an investmentpotentialthatisestimatedtoamounttoatleastP80billion.

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CARAGARegion


Industry Wood OilPalm Tourism Banana Abaca HighValueVegetables Seaweed Arts&Crafts InvestmentPotential (Valueaddingactivitiesnotincluded) P50billion P10billion P10billion P5billion P2billion P2billion P500million P500million

DataLimitation Due to time and resource constraints as well as limited stakeholders participation, facts and figures from the Project Jobs Fit: The DOLE 2020 Vision are merely indicative, data inputs from NSO and BLES surveys wereusedtosubstantiatesomeofthefindingsinProjectJobsFit.

LMIdatafindingsbasedonRegionalConsultation
The Regional Consultation in CARAGA was conducted on August 25 and September 8, 2009 with the assistance of DOLE CARAGA officers and staff. The stakeholders from both the public and private sectors have identified Key Employment Generators (KEGs) with their Corresponding Skills and Assessment of Gaps and Challengesandwereenumeratedbelow:

Identified KEGS with their Corresponding Skills Requirement and Assessment of Gaps and Challenges(basedonProjectJobsFitRegionalConsultationCARAGARegion)
KEGS AgribusinessandFishery SKILLSREQUIREMENT Fishermen,Aquaculturists, Horticulturists,Farmers(rootcrops, fruitsandvegetables,uplandand lowland) GeodeticandMiningEngineers,Heavy Equipment(Lift)Operators HotelCleaners,HouseKeepers,Utility andJanitors AccountingClerks,Bookkeepers ASSESSMENTOFGAPSAND CHALLENGES LowenrollmentinAgriculture, Agribusiness,andFisherycourses

Mining

Hotel,Restaurant&General Services BankingandFinance

InformationTechnology/BPOs

CallCenterAgents,Animators,Medical Transcriptionists,Computer Programmers,AutocadDesignersand Operators

LowenrollmentinGeodetic, Metallurgicalandotherfields/courses onMiningEngineering Lackofpropertrainingamonghotel cleanersandattendants Mostapplicantsforaccountingclerks andbookkeepersarecommerce graduatesnotaccountingmajors LimitedschoolsofferingEnglish proficiencytrainingandlackof trainers

EmergingIndustryinCARAGA
There are three (3) emerging industriesthat surfacedalong the conductof the Stakeholders Consultation inCARAGAwhichhavepotentialsofgeneratingemploymentinthenext5to10years.
EMERGINGKEGS InformationTechnology/BPOs Diversified/StrategicFarming HealthandWellness SKILLSREQUIREMENT MedicalTranscriptionists,CallCenterAgents, Animators,ComputerProgrammers DiversifiedFarmingTechnologists Doctors,PhysicalTherapists,Pharmacists, LaboratoryTechnicians

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AvailabilityofSkills

AvailabilityofSkills
Astotheavailabilityofskillssupply,theregionalconsultationinCARAGAwasnotabletoidentify/provide anestimateoffiguresthatwillbesuppliedbytheacademe/traininginstitution,instead,theyoptedtoprovide afive(5)yearestimateofskillsbyKEGsavailableintheregion. KEGS
Agribusiness Mining HotelandRestaurant SKILLSREQUIREMENT FarmWorkersandRelatedOccupations GeodeticandMiningEngineers HeavyEquipmentOperators HotelCleaners,HouseKeepers,Utility andJanitors Cooks(CulinaryArts) ComputerProgrammers,Medical Transcriptionists,Animators AutocadDesigners&Operators CallCenterAgents MasterTeachersexpertinEnglish AccountingClerksandBookkeepers ESTIMATE 250 130 800 5,000 800 1,000 120 8,000 250 2,000

InformationTechnology/BPOs

BankingandFinance

AssessmentofGapsandChallengesbasedontheRegionalConsultation
Industry 1.Agribusiness& Fishery 2.MiningIndustry Descriptionof Gap/Challenge Lowenrolmentin AGRICULTURE& AGRIBUSINESS&FISHERY courses LowenrolmentinGeodetic, Metallurgical&other fields/coursesofMining Engineering Inadequatenumberof HEIs/TVIsofferingPrograms forgeologists,mining, engineers,etc. RecommendedSolutions Advocacyorencourage studentstotakeupthese courses Scholarshipprogramfor deservingstudents Intensive2yearadvocacy Scholarshipprogramfor deservingstudents MGBshouldtakeinitiative ondevelopingScholarship programs CreationofMiningcourses Miningindustrytohelp schoolsinprovidingstudents withScholarship,Equipment &Exposure(OJT) Miningcompaniesto sponsorscholarshiptraining toprobableworkers Encourage/giveincentivesto HEIs/TVIsthatofferthese programs CoursesofActions/Methodsto Implementthe Recommendation TrainorstrainingonGuidance Counselors Informationcampaign DisseminationofIECmaterials CareerGuidancesymposium CHED&TESDAScholarship programs Lookforpotentialdonors EffectiveCareerGuidance CHED&TESDAScholarship Scholarshipexamstodeserving students Informationdriveinschools Consultativedialogue/planning betweenindustryandacademe CHEDAssistanceforVoluntary AccreditationInstitutional MonitoringandEvaluationfor QualityAssurance

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CARAGARegion


Industry Descriptionof Gap/Challenge RecommendedSolutions CoursesofActions/Methodsto Implementthe Recommendation Attractinginvestorstoengagein miningbusiness Professionalizingthemining industrythrucreationof regulatoryboardthatprohibits practiceofjob(mining)ofnot licensed Winningserviceprovidershould coordinatewithproperagencies Localgovernment,TESDA,DOLE andtheserviceprovideror agenciesshouldworkhandin handtoprovidesaidtraining courses Closecoordinationbetween industryandacademe ContinuingProfessional DevelopmentEnglish ProficiencyProgram

3.Hotel,Restaurant &GeneralServices 4.Banking&Finance 5.Information Technology/BPO

Lackofpropertraining amonghotelcleanersand attendants Poorworkperformance amongjanitorsandutility workers Mostapplicantsfor accountingclerksand bookkeepersarecommerce graduatesnotaccounting majors Limitedschoolsoffering Englishproficiencytraining andlackoftrainers

WinningServiceprovider shouldinformDOLEthru writtenreport Activatefeedback mechanism RTWPBtoconduct5S training/goodhousekeeping practices TESDAshouldoffershort coursesonhotelcleaning works TESDAormanpowertraining centersshouldoffer trainingsonjanitorial/utility workswithminimalfeesor FREE Trainingdaysshouldbeon shortperiodandwould focusdirectlytotheirbasic operationalequipments Topublishvacanciesat schoolcampusandatthe gateoftheestablishments asonewayadvocatingright careerchoices IntensifyEnglishproficiency training Extendtheretooling programtobasiceducation (Highschool&Elementary)

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Limitedschoolsoffering Englishproficiency trainingandlackof trainers

LGUmustsupportthe DepEdinthe implementationofthe retoolingprogram IntegratemoreEnglish unitsinthecurriculum Provideteacherwith audioteaching equipment

ContinuingProfessional DevelopmentEnglish ProficiencyProgram

AnnexB

BreakfastMeeting withCEOs ListofParticipants

PARTICIPANTS

BREAKFASTMEETINGWITHCEOS LISTOFPARTICIPANTS
06MAY2010,MANILAPENINSULAHOTEL

PARTICIPANTS
ChiefExecutiveOfficers/IndustryLeaders 1. Mr.JaimeBautista PresidentandChiefOperatingOfficer(COO),PhilippineAirlines 2. AmbassadorDonaldDee Chairman,CounciloftheElders,ECOP 3. Ms.AnnieGarcia President,SMSupermalls 4. Ms.GenieGloria VicePresident,BancoDeOro 5. Ms.DorisMagsaysayHo PresidentandChiefExecutiveOfficer(CEO),MagsaysayGroupofCompanies 6. Mr.MayoOngsingco PresidentandCOO,InsularLife 7. Mr.SergioOrtizLuis HonoraryChairman,ECOP 8. Ms.TeresitaTan SeniorVicePresidentandOverseasBankingandChannelServicesGroupHead BankofthePhilippineIslands 9. Mr.EusebioTanco Chairman,STI 10. Mr.FelicianoTorres CEO,YazakiTorresManufacturing,Inc. 11. Atty.MiguelVarela ChairmanoftheBoard,EmployersConfederationofthePhilippines(ECOP) DepartmentofLaborandEmployment(DOLE) 12. SecretaryMarianitoD.Roque

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13. UndersecretaryLourdesM.Trasmonte 14. UndersecretaryCarmelitaPineda 15. UndersecretaryRosalindaD.Baldoz AnnexB

 16. AssistantSecretaryRebeccaJ.Calzado 17. AssistantSecretaryMa.TeresaSoriano 18. AssistantSecretaryJojiAragon 19. ExecutiveDirectorCiriacoLagunzadIII NationalWagesandProductivityCommission(NWPC) 20. AdministratorJenniferManalili PhilippineOverseasEmploymentAdministration(POEA) 21. DirectorGeneralPastorZ.Guiao TechnicalEducationandSkillsDevelopmentAuthority(TESDA) 22. AdministratorCarmelitaDimzon OverseasWorkersWelfareAdministration(OWWA) 23. CommissionerNiloRosas ProfessionalRegulationCommission(PRC) 24. OICDirectorTeresaPeralta BureauofLaborandEmploymentStatistics(BLES) 25. DirectorCriseldaR.Sy BureauofLocalEmployment(BLE) 26. DirectorDominiqueTutay PlanningService,DOLE 27. DeputyExecutiveDirectorKatherineB.Brimon InstituteforLaborStudies(ILS) 28. Ms.LinartesViloria InstituteforLaborStudies 29. Ms.MaryGraceL.Riguer InstituteforLaborStudies 30. Ms.PresentacionTorres InstituteforLaborStudies

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AnnexC

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TOP10DEMANDABLEOCCUPATIONALSKILLCATEGORIES
Chart 1. Domestic Helpers and Related Workers' Manpower Requests by Host Country 2004 - 1st Semester 2009 200,000 180,000 160,000 140,000 120,000 100,000 80,000 60,000 40,000 20,000 Hong Kong Kuwait United Arab Emirates Oman Saudi Arabia Qatar Singapore Malaysia Cyprus Bahrain

The demand for household service worker positions were filled up sufficiently, posing a 99% supply rate with360,508deployedvisvisthetotaldemandbasedonapprovedmanpowerrequests. ThetopcountrieswiththemostdemandforHSWsareHongKongwith196,188;followedbyKuwaitwith 124,751 and United Arab Emirates with 66,374, followed by Oman, Saudi Arabia, Qatar, Singapore, Malaysia, CyprusandBahrain.SixofthetoptendestinationsofHSwsareGulfstatesintheMiddleEast.

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Taiwan continues to be the top destination of the Filipino workers in the production occupational group. With an annual average (2004 2008) of 38,000 manpower requests, the supply rate of workers registered at 61%oranannualdeploymentaverageof23,500newlyhiredworkers. From 2007 to 2008, the demand for production related workers in UAE and Saudi Arabia registered an increaseof96%and17%,respectively. Other top ten destinations of production and related workers were Qatar, Oman, Kuwait, South Korea, Canada,MalaysiaandBrunei.

AnnexC

The total demand for nurses covering the period: 2004 to August 2009 is 140,594 with a 35% supply rate asagainstthedeployedvolumeof49,373fortheperiodinreview. ThedatashowedthatSaudiArabiashowedthehighestdemandforFilipinonurses,basedontherecorded 34,781 manpower requests, followed by UAE with 3,331; Singapore with 2,173; Kuwait with 1,584 and the United Kingdom with 1,306. Other topdestinations in need of Filipino nurses during the last 5 years were US, Qatar,Taiwan,IrelandandTrinidadandTobago.TheUSwhichhadbeenrecruitingnursesunderimmigrantfor employmentvisas(EB3)hadbeencurrentlyexperiencingvisaretrogression.

During the year in review, the rate of supply of caregivers and caretakers was 96%, with a total 78,710 deploymentand81,639demandbasedontheapprovedmanpowerrequests. The country which had the highest demand for caregivers and caretakers was Taiwan with 58,978, followed by Israel with 17,425 and the United Kingdom with 2,931. Other top destinations of caregivers and caretakerswereCanada,SaudiArabia,Kuwait,UAE,SpainandCyprus.Thecountrywiththelowestdemandfor caregiversandcaretakerswastheUSA(62).

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Thetotaldemandforplumbersandpipefitterscoveringtheperiod2004toAugust2009was33,024witha 96%supplyrateoradeploymentof31,828fortheperiodinreview. The country with the most demand for plumbers and pipefitters was Saudi Arabia with 13,976; followed by Qatar with 12,170 and United Arab Emirates with 3, 025 subsequently. Other destinations with high demand for plumbers and pipefitters were Canada, Singapore, Kuwait, Libya, Equatorial Guinea, New CaledoniaandIran.

The generated manpower requests for cooks and related workers totaled 50,393 from 2004 to August 2009whilethetotaldeploymentwasonly22,145yieldingasupplyrateof44%. Fromtheworldtotalof50,393manpowerrequestsgenerated,thebulkandthetopcountrywiththemost demand was the United Arab Emirates with 13,911; followed by Saudi Arabia with 13,657 and Kuwait with 6,277. Other countries with a big demand for these skills were Qatar, Oman, Canada, Bahrain, the United StatesandtheUnitedKingdom.

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AnnexC

During the year in review, the rate of supply of wiremen and electricalrelated Workers was 44%, with a total30,843deploymentvisvisthe70,015manpowerrequest. The country which showed the highest demand for wiremen and electricalrelated workers was Saudi Arabiawith19,375;followedbyQatarwith8,068andtheUnitedArabEmirateswith3,410.Otherdestinations whichwereindemandofthiscategoryofworkwereLibya,Oman,Congo,Bahrain,Madagascar,Singaporeand Taiwan.

The total demand for Filipino welders, flamecutters and related workers covering the period 2004 toJune2009was69,848witha35%supplyrateoratotaldeploymentof24,688fortheperiodinreview. The country with the most demand for welders was Saudi Arabia with 16,660; followed by Qatar with 13,873andUnitedArabEmirateswith8,632.

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There were a total of 37,067 laborers, general helpers and related workers deployed during the period in review.Deploymentreached48,814witharecorded74%supplyrate. Of the total demand for laborers, general helpers and related workers, Saudi Arabia with 16,660 manpower requests topped the list, followed by Qatar with 13,873 and UAE with 8,632. Other top destinations with a big demand for this skill were Kuwait, Canada, Libya, Bahrain Brunei, New Zealand and Taiwan.

Thedeployedcharworkers,cleanersandrelatedworkersfrom2004toAugust2009numbered60,445vis visthe43,363generatedmanpowerrequestsduringtheperiodinreviewshowingasupplyrateof72%. Saudi Arabia topped the country with the most demand for charworkers, cleaners and related workers with32,408;followedbyUAEwith15,107;Qatarwith5,606;andKuwaitwith3,091.Othercountrieswithabig demandfortheseskillswereBrunei,Bahrain,Canada,Oman,MalaysiaandJordan.

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AnnexC

EMPLOYMENTPROSPECTSBYWORLDREGION
1. MIDDLEEAST
Gulfcountrieshavetakenconcretestepstocushionthepossibleimpactofthecrisis.ExceptforDubai,the financialcrunchhasminimallyaffectedtheMiddleEasteconomies.Mostofthecountrieshaveconservatively managedtheirfinancialresourcesvisvisdevelopmentplans. The lead economies in the region, e.g. KSA and Qatar have assured that surplus reserves can contain midtermdeficits.Thesecountrieshavecontinuedtoinstallsystemsaddressingneedsofmigrantcommunities. Workforce nationalization has not reached levels which can significantly displace expatriate workers. Major gulf projects for 2010 include projects in construction, energy downstream, and energy upstream, industry, petrochemicals, power, water, transport, health, tourism, retail, energy, telecommunication, operation and maintenanceandITsectors. KSA: The 8th (20052009) socioeconomic development plan of the Kingdom serves to provide a framework for 4 successive 5year plans until 2024. Part of its plans is the development of 12 mega industrial/economic cities across the Kingdom. Four integrated economic cities launched at a cost of more thanSR60billion(US$16b)promisetoaltertheeconomiczonesofKSA:a)KingAbdullahEconomicCity(KAEC) in in Rabigh is the single largest private sector project with potential to create one million jobs; b)Jazan Economic city (JEC) in Jazan expected to create 500,000 new jobs; c)Prince Abdulaziz Bin Moussaed Economic city (PABMEC) in Hail is expected to become the largest transportation and logistics hub and supply chain centersintheMiddleEast;andd)KnowledgeEconomicCityinMadinahwilladd20,000newjobsintheregion. At the national level, a study conducted by the Riyadh Chamber of Commerce on the development of mega economic cities estimates that 10 million local and expatriate workers will be needed by the major developmentprojectsby2014.IncludedinthisplanisaSR20billionlightrailsystem,busesandseatransport expectedtobecompletedoverthenext15years. TheMinistryofhealthneedsabout10,000nursesinthenextfiveyearsforprivatehospitalsandclinicslike AlHabibMedicalGroup,AlWaroudHospital,RiyadhCareHospitalandprivatepolyclinics. Various types of skills are needed in various large multi million/billion dollar projects in construction, healthcare, food, tourism, energy, petrochemical industries, energy, production, distribution and services, operationsandmaintenancesectors. UAE: Strong economic growth in Abu Dhabi has created a growing demand for labor in healthcare, construction, transport, tourism and services. Among the skills in demand in UAE are surveyors, engineers (electrical, mechanical and civil), aluminum installers, fabricators, auto cad draftsmen, carpenters, concrete finishers, plasterers, mason, salesmen/salesladies, waiters/waitresses, fire fighters, fire truck drivers, cleaning supervisors, cleaners, bosuns, oilers, riggers, chief engineers, document controllers, clerks, safety officers, welders, plaster painters, erectors, foremen, nurses, manufacturing workers, hotel and tourism workers, serviceandproductionworkers. Qatar: Construction, oil and gas, education, health, transportation, retail and tourism. The growth in its localandexpatriatepopulationhasincreasedthedemandforhealthandmedicalservices. Oman:Construction,hotelandoil&gasworkers,healthcare,tourism,automotive,serviceandindustrial sectors. Kuwait has a need for skilled workers and professionals in the construction, oil and gas, hotel and restaurant, manufacturing, health and wellness, retail, banking and education, IT, electronics, and household serviceandotherservices; Israel: There is a possibility of a slowdown in the deployment of caregivers to Israel due to the ongoing legalizationprogram. Libya:Engineers,draftsmen,qualitycontrolinspectors,pipefitters,HEoperators,Mechanics,electrician, cooks, electrical/mechanical assistants, helpers/watchmen, construction, workers/cleaners, computer analysts,qualitycontrolinspectors,riggers,drillers,toolpushers,oilworkers,mechanics,electrician,plumbers, farmers, maintenance workers, professors, lecturers, administrative managers, administrative staff, teachers, doctors,nurses,midwives,chefs,asst.cooks,hotelmanagers,hotelstaff,touristguides,anddrivers.

2. ASIA
Brunei: Under RKN 20072012, the country will widen the economic base and strengthen the foundation for a knowledgebased economy. The plan includes new infrastructure for transport and communication, tourism development, construction of public housing and improvement of healthcare management and delivery and in the public utilities, construction of new power plants and rejuvenation of existing ones to increase the power generation capacity. There is an expected demand for construction and healthcare workers. JapansMediumtoLongtermEconomicandFiscalPoliciesandOutlookfortheNext10Yearswilldevelop medical and nursing care as a growing field while improving medical, nursing care and pension system. In line

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with this, Japan will create 300,000 carerelated employment in the next three years, enforcement of community health care and creation of health care related industries. The government will improve the environment to attract excellent human resources, technology from all over the world, including Asia. Recent policiessoughttopromoteemploymentofhighlyskilledforeignworkers,expandinvestmentandformulatean action program for accepting highly skilled foreigners (e.g. in healthcare, agriculture, manufacturing, constructionandmachineassembly). Korea: There are reported employment prospects for construction, ship building and hiring of English teachers and doctors for countries with existing trade or multilateral agreement with Korea. Presently, the Philippines had a Memorandum of Agreement with Korea on the Employment Permit System which covers construction and factory workers. During the visit of the DOLE mission in 2009, officials of Incheon Free Economic Zone have expressed interest to secure the services of Filipino workers for the completion of the construction work of the Zone and maintenance and operation of its facilities, especially the hotels and restaurants. Macaus development plan covers short and long term measures to promote continued diversification of Macauseconomyandthegrowthofhighpotentialserviceindustryandemergingindustriesandexpansionof economic and trade cooperation with Mainland China and continuing support to the gaming industry. It is expectedthatwhentheglobaleconomyrebounds,Macausinfrastructureprojectswillresume. Big construction projects include Hong KongZhuahiMacau Bridge, the University of Macau (MOP 6 billion), improvement of the Macau International airport ( MOP 200 million), two big hotels (Prague Harbor View Hotel and Ancient Empire Resort Hotel), a dinosaur museum, yacht club and a health club; public housing construction projects, road beautification projects in world heritage areas and old quarter renewal projects. The construction ofthe first phase of the US$4.2 billion LightRail Transit System is expected to start by2011. Galaxy Entertainment Limited will construct a US$2.5 billion dollars joint venture gambling resort called Macau Studio City development in Cotai which is expected to be completed by 2010. Marriot International planstopushthroughin2011withtheconstructionofMarriotHotelandRitzCarltonHotel,bothofwhichwill be part ofMacau Studio City. As of 2009, there were 17 hotel projectsunder construction and24others were awaiting approval. The airport improvement plans are expected to be implemented over the next three to eightyears. These construction projects will require professionals and skilled workers such as hotel and casino workers; engineers, teachers, operators, entertainers, receptionists, physical therapists, and ground handling crews. Malaysia: Skills in demand are engineers, welders, pipefitters and riggers, plantation workers, HSWs, IT, andmanufacturingandhotelandgamingworkers;ITandrelatedskills,construction,shipbuildingandrepair. Malaysia Marine and Heavy Engineering Pasir Gudang in Johor Bahru, Sime Darby in Sabah and Hohor Bahru and in Perak have initial requirement for 10,000 workers such as engineers, highly skilled workers (welders, pipefitters and riggers) and other skilled and semiskilled workers. Tawau and Lahad Datu in East Malaysiawillrequirearound10,000plantationworkersstartingthelastquarterof2009. The 2year requirement for HSWs from 2009 to 2011 is about 40,000. The proposed Special Hiring of Muslim HSWs in Mindanao should have been a good provider of employment opportunities for Filipino Muslims. Demand for around 2,000 workers in the manufacturing and service sector is on the rise after the MalaysiangovernmentliftedthebanonhiringofworkersinthesesectorsinWestMalaysia. Palm oil planters in Sabah and Sarawak are in need of migrant workers to meet their target of 19.69 milliontonsofcrudeoilin2010.Mostlocalsshunnedjobsintheoilpalmindustryduetolowpay. Singapore: As an open economy, it has been severely affected by the global financial crisis. Hence, the labor market outlook remains weak for the immediate future. Singapore has established a strategic plan to lead Singapores future as a leading global city in Asia and knowledge capital. It is expecting a sharp recovery ofitseconomyin2010.Partofthiseconomicrecoveryistherecruitmentofforeignworkers,includingFilipino workers, given the crucial role of foreign workers in the countrys economy. Hiring of workers in the construction,service,finance,ITandtechnology,healthcareandmanufacturingserviceswillbeindemand. About1020 hotels will be under construction in the next few years. Among the skills in demand in the hotel and gaming industry are managers, supervisors and skilled workers; croupiers, dealers, chambermaids andwaiters/waitresses;architects,engineersanddraftsmen. Taiwan:Thedemandforfactoryworkershasbeenaffectedbytheglobaleconomiccrisisespeciallyinthe electronic,metalworksandsemiconductorsectorsbutthereareprospectsforworkersintheIT,construction, metalindustryandservicesectors. Main Axles of National Development Policy: Implementation of the iTaiwan 12 Projects such as fast and convenient Islandwide Transportation Network, Kaoshiung PortCity Regeneration, Central Region New High Tech Industrial Cluster Program, Taoyuan International Air City, Intelligent Taiwan, Industrial Innovation Corridors, Urban and Industrial Park Regeneration, Coastal Regeneration and Sewer Construction, Green

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AnnexC


Afforestation, Flood Prevention and Water Management; promotion of high valueadded in manufacturing sectors such as semiconductor, Flatpanel display, petrochemical, steel, machine and establishment of 45 innovativeSMEclusters.AnemergingindustryistheGreenenergyindustryandtheBiomedicineindustry. Thecomprehensiveplanwillcreate700,000jobsinthenextfiveyearswhichwouldallowforaneconomic growthtargetofover5%andunemploymentratebelow4%.Basedonthecurrentjobquotaimplementedby theCouncilofLaborAffairs,some210,000jobswillbeofferedtoforeignworkersinthePhilippines,Indonesia, ThailandandVietnamforthenextfiveyears.

3. OCEANIA
Australia adopted measures to improve the temporary Visa 457 schemes due to concerns on possible exploitation of overseas workers and undermining of local wages and conditions. Skills in demand are in construction, healthcare, IT professionals, teachers, hotel and restaurant workers, skilled workers. Australia has a shortage of 31,000 nurses, Australia wide. However, Australia is currently affected by the global economiccrisis. NewZealandseconomywasinrecessionasofthe1stquarter2009withunemploymentraterisingtoa6 year high of 5%. Unemployment is forecast to rise to 7.2% in the March 2010 quarter. Due to the economic recession and rising unemployment, New Zealand Immigration has announced the prioritization of employment for its citizens. Hence, temporary permits issued to foreignworkers may not be renewed if there areavailableunemployedNewZealandcitizenswhohavequalificationstotakethesamejob. The Essential Skills in Demand List (consisting of the Immediate Skills Shortage List and the Long Term Skills Shortage List) resulted to deletion of 44 job categories from the ISSL and 8 categories from the LTSSL. Among the skills deleted in the SLTSSL effective November 29, 2009 are boat builder, fitter and turner, air conditioning and refrigeration mechanic, fruit or nut grower, production/agronomistmanager and mixed crop farmer. The 3 occupations have, however, been added to the ISSL. The following occupations will be added to the LTSSL: physicist, life scientist (regulatory toxicologist), medical oncologist, diesel and moor mechanic and supplydistributionmanager.

4. EUROPE
Europe faces a labour shortage due to a rapidly ageing population and declining workforces. Its policy thrust is to facilitate entry of high skilled workers and restrict the entry of low skilled workers. Within EU, there are significant migration flows from the new central and Eastern Europe to Ireland and UK (e.g. Poland in low and semiskilled occupations).Asian migration flow to theEU islow but shows gradual expansion and diversification. The main countries of origin are India, Philippines, Pakistan, Bangladesh, Sri Lanka and China whilethemaincountriesofdestinationareItaly,Spain,FranceandtheUK. SpainsPilotProjectonHealthcareWorkersisstillrecognizedbytheSpanishgovernmentdespitethehigh employmentrateinthecountry.TheMinisterioapprovedtherequestforhiringof28nursesforBilbaoandthe POLOisnowworkingonnewprospectsinthePaisVascoRegionandBarcelonafornewbatchofnurses. Switzerland at present has around 330,000 care and therapy specialists. For nonacademic health professions, around 13,000 to 16,000 new workers are needed each year in Switzerland. Annually, there is a shortfall of around 4.500 trained health specialists due to the ageing population. The biggest need of the country is in the health care sector, which has a shortfall of 2,400 employees. Some studies reckon that Switzerland will have a shortfall of 25,000 employees in the health sector, while others put that figure as high as 45,000 is strictly regulated. In 2020, the over65 age group will have increased by 34% over 2006. At the same time, the working population will have increased by 4%. The ongoing situation has forced hospitals to recruitabroad,withforeignpersonnelmakingupto55%ofthestaff. The United Kingdom has a high market potential for professionals due to identified skills gap in the UK shortage occupation list. Among the skills in the shortage list are construction managers, civil engineers, physicians, geologists and meteorologist, chemical engineers, medical and dental practitioners, veterinarians, biological scientists and biochemists, secondary education teachers, quantity surveyors, nurses, engineering technicians,pipefitters,linerepairersandcablejoiners,chef,cooks,careassistantsandhomecarers. Studies also show that a real shortage of nurses will occur before 2012. The same is true for care workers in the various residential nursing and care homes across the UK. Nurses in demand are those in specialized fields such as operating theatre nurse, anaesthetic nurse, operating department practitioner, scrub nurse, theatrenurseandcriticalcarenurse. Belgium: The labor market of Belgium is not open yet to Filipinos. However, the EU Blue Card Directive which is now in effect will open the labor market to highly skilled workers in the fields of engineering, information technology, medicine, and nursing. It will therefore be beneficial for the Philippines to negotiate withBelgiumformutualrecognitionofeducationalattainmentandprofessionallicensesintheseareas. There is rising demand for nurses and midwives in Belgium (except in Charleroi City or the Walloon Region) since its educational institutions have not been producing enough graduates of specialist doctors and nurses.FilipinoswishingtoworkinBelgiumneedtohavelanguageproficiencyinFrenchand/orFlemish.

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Cyprus: Demand for agriculture, household service and construction workers will continue to a lesser degreesolongastherearenoavailableapplicantslocallyorwithinEU.Possibleemploymentopportunitiesfor Filipinoswillbeintheconstruction/developmentofmarinasinLarnacaandLimassol. Czech Republic has a Legal Migration Open Chance project aimed at relaxing the stringent EUbased requirements for the entry of skilled and professional workers. However, the Czech labor market is not promising in the short term, with the country still nursing the effects of the economic recession. Unemployment in the Czech Republic registered 8.5% in August 2009 and is expected to grow until the beginningof2010. Denmark has implemented the green card system that will allow highly qualified professionals to go to Denmark.Amongthemostsoughtafterworkersarenursesanddoctors. Finland: The country has the fastest ageing population in Western Europe. The Finnish government Institute for Economic Research has stated that the countrys healthcare and social care sector will need a laborinjectionofupto200,000newworkersby2040tocopeupwiththeageingpopulation. Thereisalsoaneedforskilledandsemiskilledworkers. France:healthcareandpeoplecenteredindustries Germany: There is now a shortage of some highly qualified professionals in Germany like engineers, computer specialists, and even lessspecialized workers and welders despite relatively high unemployment rate(8.3%asofAugust2009)with3.47millionpeoplestilloutofwork. Iceland:healthcare Italy: The Italian law allows the coming in of workers with special skills. Should the Italian economy improve, hiring of professionals and skilled workers (e.g. nurses, entertainers) from the Philippines may arise, particularlyinthehealthcaresector. The country will also be pursuing the EU funded Third Country Nationals Integration Project; beneficiaries shallcomefromthehealth/medicalsector,specificallynurses. Netherlands:healthcare Norway: Despite the crisis, some sectors in the economy experience continuing demand for highly skilled workers (e.g. nurses, caregivers, engineers, IT Specialists and other highly skilled workers and professionals despitethedeleteriouseffectsofthefinancialcrisis. The Norwegian Immigration Office has announced that about 30,000 health care workers will be needed inthenextthreeyears. Poland has a shortage of construction workers, nurses and IT personnel. The country is also in need of tomatoandmushroompickers,weldersandfactoryworkers.OurFilipinoworkerscanfillthevoidleftbyPolish whosoughtbetteremploymentopportunitieselsewhere. Romaniahasprospectsforhouseholdserviceworkersandhotelworkersbutnotinbigvolume. Sweden: healthcare; Sweden and Finland presently face unprecedented high and still increasing rate of unemploymentasaresultoftheglobalcrisis. Switzerland: There are no prospects for Filipino laborers to work in Switzerland at the moment due to its agreement with the EU on the free movement of persons which compels the Swiss government to give top priority to EU citizens among the foreign laborers who wish to enter their labor force and temporarily block access of foreign labor to their job market. However, the Swiss officials are exploring the possibility of recruiting Filipino nurses in view of the problems posed by their ageing population. The Philippine Embassy and the Philippine Overseas Labor Office will continue negotiations for the opening of the market for nurses. The Philippine government lifted the ban on the deployment of au pairs to this country (on a pilot basis) in February2010giventhepassageofanewlegislationinSwitzerlandregulatingtherecruitmentofaupairs.

5. AFRICA
Libya:Engineers,draftsmen,qualitycontrolinspectors,pipefitters,HEoperators,Mechanics,electrician, cooks, electrical/mechanical assistants, helpers/watchmen, construction, workers/cleaners, computer analysts,qualitycontrolinspectors,riggers,drillers,toolpushers,oilworkers,mechanics,electrician,plumbers, farmers, maintenance workers, professors, lecturers, administrative managers, administrative staff, teachers, doctors,nurses,midwives,chefs,assistantcooks,hotelmanagers,hotelstaff,touristguides,anddrivers. Cameroon recently launched a 10year national health development program to rehabilitate existing health districts, create health financing mechanisms and fight infectious diseases, particularly HIV/AIDS. Further, the education component of the C2D supports the recruitmentprogram for teachers. Since 2007, the Ministry of Basic Education has started recruiting 1,300 new contract teachers and plans to recruit more than 25,000newteachersoverthenextfiveyears. Seychellesgovernmenthasexpressedinteresttorecruitteachersin2010andisexploringtheforgingofa bilaterallaboragreementwiththePhilippinesforthispurpose.

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South Africa will host the 2010 World Cup Soccer which necessitates the building of more stadiums and willinvolvethehiringofmanyskilledworkersspecificallythoseintheconstructionfieldsparticularlyengineers andprojectmanagers.

6. AMERICAANDTRUSTTERRITORIES
UnitedStates.TheUShasacriticalshortageofhealthcareprofessionals,particularlynurses,a2003report bytheUSDepartmentofHealthandHumanServiceshascitedthatvacanciesforregisterednursesnationwide isprojectedtogrowto275,000by2010andtoover800,000by2020.Thereisacurrentvisaretrogressionfor EB3visafornursesinthecountry. Canada: The global economic recession has affected the Canadian labor market in terms of massive lay offs in manufacturing involving locals and expatriates workers, some layoffs in construction, oil and gas and timber industries, movement of jobless people from the eastern provinces to the western provinces, continuing recruitment in the medical field and the secondary market which has some quarters to rethink Canadas immigration policies and suspend the temporary workers program. Among the skills in demand are: highly skilled workers in the oil and gas industry, skilled and semiskilled workers in construction and manufacturing,lowskilledinthesecondarymarket. The province of Ontario is in need of caregivers, accountants, sales representatives, social workers, telecom Specialists, IT analysts and consultants, mechanics while the western provinces have a need for varioustypesofworkerssuchascaregivers,nurses;constructionworkers,livestockandfarmworkers,natural resources (oil and gas), manufacturing and information technology, heavy equipment operators, industrial mechanics,industrialelectricians,buildingtrades,steelandirontrades,automotivetradesandwelders. Canadas ageing workforce, perennial shortages and technological advances have resulted to increased need for nurses and other healthcare workers. By 2011, there is a projected 78,000 unfilled jobs in nursing whichisexpectedtoreach113,000byyear2018. Guam will need construction workers for the Guam build up (military base transfer for Okinawa to Guam in the next five years), starting 2010. Recently, some construction companies have been awarded contracts for various U.S. Navy construction and renovation projects in Guam. Infrastructure projects in Andersen Air ForceBasewillbefirstrecipientsofthe$336millionpledgedbyJapantosupportmilitarybuildup. CNMI:hotel,tourism,agricultureandconstructionworkers.

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HARDTOFILLPOSITIONSBYCOUNTRYOFDEPLOYMENT
MajorOccupationalCategory 1. ProfessionalTechnicaland Chemist RelatedWorkers Geologist JavaProgrammers OracleDevelopers WebDevelopers ITProgrammers Architects LandscapeArchitects Planners Engineers(Civil,Mechanical, Electrical,Chemical, CommunicationandAgricultural) HVACEngineers Surveyors Agronomists Microbiologists SaudiArabiaandOman Kuwait Occupations/Skills Country

SaudiArabia UAE SaudiArabia Singapore SaudiArabiaandQatar SaudiArabia,Qatar,Kuwait Saudi Arabia, Qatar, SingaporeandUSA SaudiArabiaandQatar SaudiArabia SaudiArabia

HealthProfessionals MedicalDoctors Pharmacist,Orthodontists, PediatricTechnologists MedicalTechnologists Nurses(burn,cardiac,ICU,ER, pediatric,criticalcare,oncology, catheter,andtrauma) Physical/OccupationalTherapists SpeechTherapists Optometrists MaleDieticians DentalLab/DentalAssts. MedicalTechnicians(BioMedical, Anesthetics,Laboratory, Respiratory,Emergency,Medical GasandMedicalRecords) AccountantsandAuditors Teachers(elementary,secondary, science,math,PE,childcare) Australia,Koreaand SaudiArabia SaudiArabia SaudiArabiaandUSA Saudi Arabia, USA and New Zealand USA,NewZealand,Oman, QatarandKSA USA USA Oman KSA,QatarandUAE KSA,QatarandUAE SaudiArabiaandQatar SaudiArabiaandQatar USA,SaudiArabiaand Qatar

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MajorOccupationalCategory Occupations/Skills CivilEngineeringTechs. SewageTreatmentTechs. CivilForemen ElectricalEngineeringTechs (Motor/Auto) FireAlarmSystemTechs. ElectronicsTechs. InstrumentTechnicians InteriorDesigners,Furniture Designers ScubaDivers ProductionandOperations DepartmentManagers NDT(NonDestructive Testing)Managers TechnicalManagers PortEnvironmental Managers ProjectManagers TrainingManagers MedicalSecretaries Clerks ICDCoders SpacePlanningAnalysts ProcurementAssistants Merchandisers Caretakers FireFightingSystemTechs. Lifeguards Cooks,PastryChefs FemaleBartenders HotelHousekeepers StewardingSupervisor FlightAttendants CampSupervisors CarPolishers ServiceCrews(fastfood) RestaurantManagers Country SaudiArabiaandQatar SaudiArabiaandQatar SaudiArabiaandQatar SaudiArabiaandQatar SaudiArabiaandQatar SaudiArabia UAE SaudiArabiaandQatar SriLanka SaudiArabia SaudiArabia SaudiArabia,Qatarand UAE Africa SaudiArabia SaudiArabia SaudiArabia UAE QatarandUAE SaudiArabia Taiwan SaudiArabiaandQatar SaudiArabiaandQatar SaudiArabia,Qatar,Oman andUSA Kuwait UAE Qatar Oman SaudiArabia

2.AdministrativeandManagerial Workers

3.ClericalandOtherRelated Workers 4.SalesWorkers 5.ServiceWorkers

Page

SaudiArabiaandQatar Qatar,UAE,OmanandUSA SaudiArabiaandQatar

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MajorOccupationalCategory 6.AgriculturalandRelated Workers Occupations/Skills IrrigationSupervisors UAE Country

7.CraftandRelatedTrades Workers

ProductionSupervisorsand GeneralForemen(Mechanical, Civil,Piping,Electrical) PlumbersandPipeFitters Marble/TileSetters ConcreteMixerOperators Insulators Electricians Electrical/MechanicalFitters Painters,Scaffolders,Sand Blasters,Gypsum, Installers/Fabricators CarTintInstallers Diesel/CraneMechanics ElevatorTechnicians MechanicalSiteInspectors Sewage PressMachineOperators ProductionTechnicians CarpetLayers RiggersandCableSplicers CableTerminators CableJointers Welders(Tig,Orbital,Pipe,Xray) Blacksmiths,Locksmiths SteelErectors,IronMongers SheetMetalWorkers MetalMachineOperators AluminumFabricators,Die andToolMakers,GlassCutters, FiberGlassTechnicians ExtruderFilmOperators HeavyDutyDiesel Mechanics

Bahrain,Kuwait,Libya, Qatar,SaudiArabia,South AfricaandUAE Kuwait, Qatar, Saudi Arabia andRussia SaudiArabiaandQatar SaudiArabia SaudiArabiaandQatar SaudiArabia,Qatarand UAE SaudiArabiaandQatar SaudiArabia,Qatarand SouthAfrica Qatar SaudiArabia SaudiArabia SaudiArabiaandQatar SaudiArabiaandQatar SaudiArabia Australia Saudi Arabia, Qatar and SouthAfrica SouthAfrica SouthAfrica SaudiArabia,Qatar,UAE, Bahrain,Libya,Angola, AustraliaandSouthAfrica SaudiArabiaandQatar SaudiArabiaandSouth Africa SaudiArabia,Qatarand Madagascar SaudiArabiaandQatar SaudiArabiaandQatar SaudiArabiaandQatar SaudiArabia,Qatarand UAE

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MajorOccupationalCategory Occupations/Skills JackHammerOperators Machinists LaminationFilmOperators HeavyEquipment Operators Country SaudiArabiaandQatar Taiwan SaudiArabiaandQatar

SaudiArabia,Qatarand UAE

MachineOperators TailorsandMasterCutters CakeDesigners ChocolateArrangers OilandGasWorkers (instrumentationworkers, engineers,welders,pipefitters, andtelecommunication technicians)

SaudiArabiaandQatar SaudiArabiaandQatar SaudiArabia Qatar SaudiArabia,Qatar,Oman andUSA

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INDEMANDANDHARDTOFILLOCCUPATIONS
WorkersandProfessionals
SkilledWorkers Sector CriticalSkills Professionals Competency Annual Certified No.of Annual Standard/Programor No.of Licensed Training Training Workers Training Training Course 2009 Providers Capacity (20052009) Providers Capacity AnimalProductionNC II 60 2,700 1343 91 823

Local 1.AgriBusiness

InDemand Occupations AnimalHusbandry PoultryRaiser LivestockRaiser/Farmer Entrepreneur(Animal Production) (AnimalHusbandry) Agricultural IndependentFarmer(Owner/ Economist Operatorinasmalleroperation Leadinghand (Agronomist) AgriculturalEconomist Aquaculturist (Aquaculturist) AquacultureFarmCaretaker AquacultureFarmAide AquacultureFacilitiesRepairand MaintenanceWorker FishNurseryWorker ShrimpandFishGrowOut Worker PrawnFarmCultivator (CoconutFarmer) HorticulturalFarmAide HorticulturalFarmCaretaker CoffeeFarmer FruitTreeFarmer CacaoFarmer VegetableFarmer Entomologist

AgriculturalCrops ProductionNCIII

17

1,275

52

79

268

Agricultural Economist Aquaculture NCII 22 660

460

19

204

CoconutFarmer

HorticultureNCII

57

1,710

1494

Entomologist (Plant) Farmer(Fruit, Farmer(Fruit,VegetableandRoot VegetableandRoot Crops) Crops) Fisherman (Fisherman) Ultimo MunicipalFisherman Horticulturist IndependentFarmer(Owner/ Operatorinasmalleroperation Leadinghand Pathologist Pathologist Hardtofill occupations Aquaculturist (Aquaculturist) AquacultureFarmCaretaker AquacultureFarmAide AquacultureFacilitiesRepairand MaintenanceWorker FishNurseryWorker ShrimpandFishGrowOut Worker PrawnFarmCultivator 2.Cyberservices Hardtofill occupations Animator (Animator) CleanUpArtist InbetweenArtist/Inbetweener CleanUpArtChecker InbetweenChecker AnimationChecker

Entomology AgriculturalCrops ProductionNCI FishCaptureNCI FishCaptureNCII HorticultureNCII 50 4,500

1091

9 22

3 2 5

225 180 375

5 31 20

PlantPathology

22 660 460

9 28

Aquaculture NCII

220

2DAnimationNCIII 27 1,215 15

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SkilledWorkers Sector CriticalSkills Professionals

Competency Annual Certified No.of Annual Standard/Programor No.of Licensed Training Training Workers Training Training Course 2009 Providers Capacity (20052009) Providers Capacity

WebDesigner MultimediaArtist Librarybuilder Layoutartist 2Ddigitalanimator AnimationChecker 3DAnimator AnimationDesigner MultimediaArtist CleanUpArtist InbetweenArtist/Inbetweener CleanUpArtChecker InbetweenChecker HROutsourcingSpecialist 3DAnimationNCIII 25 750 50

AnimationNCII

21

1,260

65

BackOffice Processing CustomerContact

(CallCenterAgent) TelemarketingOfficer CustomerServiceRepresentative Medical (MedicalTranscriptionist) MedicalTranscription Transcriptionist Transcriptionist NCII MedicalTranscriptionistEditor Developmenton going Computer (Programmer)Programmer ProgrammingNCIV Programmer ProgramcoderProgramming supportstaffProgrammeranalyst 3.Health,Wellness andTourism InDemand Occupations HardToFill Occupations Doctor Nurse (Optician) Optician Optometrist Doctors(Medical),Physician, Surgeon Nursing Ophthalmic Lens ServicingNCII Optometry ClinicalMedicine (Epidemiology, Surgery)Internal Medicine PhysicalTherapy Pharmacy MedicalTechnology

Resource Management ContactCenter ServiceNCII

4 20 106 7,950 0

254

19,050

1016 0

969

101,745

489

702 96,507 70,144 0 4 21 79 163 54 1,925 2,763

PhysicalTherapist Pharmacist Laboratory Technician

PhysicalTherapist Pharmacist MedicalTechnologist

(LaboratoryTechnician) DentalLaboratory DentalLaboratoryAide/Assistant TechnologyServices NCI DentalLaboratory TechnologyServices (Fixed Dentures/Restoration s)NCII DentalLaboratory TechnologyServices (Removable Dentures/Appliances) NCII MassageTherapyNC II

120

97 946 638 67 1,545 1,364 81 1,561 1,170

Page

DentalTechnologist(Fixed Dentures/Restorations) DentalLaboratoryTechnician (FixedDentures/Restorations) DentalProstheticsTechnician (FixedDentures/Restorations) DentalTechnologist(Removable Dentures/Appliances) DentalLaboratoryTechnician (RemovableDentures/Appliances) DentalProstheticsTechnician (RemovableDentures/Appliances) Spa/Massage (HealthandWellnessAttendant) Therapist/Masseur MassageTherapist Masseur/Masseuse(Spa/Massage Therapist/

180

60

134

8,040

12734

221


SkilledWorkers Sector CriticalSkills Professionals

Competency Annual Certified No.of Annual Standard/Programor No.of Licensed Training Training Workers Training Training Course 2009 Providers Capacity (20052009) Providers Capacity Hilot(Wellness massage)NCII 29 5,655 859

4.Hoteland Restaurant& Tourism InDemand Occupations FrontOffice Agent/Attendant

Hilot(Wellness)Massage Therapist

FrontOfficeServices NCII 426 31,950

2892

Page

(ReservationsOfficerandOther FrontlineOccupations) ReservationsAgent/Clerk FrontOfficeAgent/FrontDesk Clerk Receptionist Bellman/Bellboy/Porter ClubConcierge Baker (Baker) CommisPastry Baker FoodServerand Busboy(CommisdeRang) Handler/Foodand Waiter(ChefdeRang/DemiChef BeverageService deRang) Attendant/Waiter FoodAttendant FoodServer Bartender (BaristaandBartender) HeadWaiter/ChefdeSalle CaptainWaiter/Chefdetage Host/Hostess BanquetHeadWaiter Busboy(CommisdeRang) Bartender/Barista WineSteward(ChefdeVin/Chef Sommelier) BarPorter ChefdePartie HeadChef SousChef ExecutiveSousChef RestaurantChef Room (House/HotelCleaner) Attendant/Other Room/CabinAttendant Housekeeping Houseman/PublicArea Services Attendant/JanitorValetRunner DrycleanerWasher Presser/IronerMarkerSorter Butler HousekeepingSupervisor FloorSupervisor HousekeepingAssistantManager HousekeepingManager AssistantExecutiveHousekeeper ReservationOfficer ReservationsOfficer andOtherFrontline TicketingOfficer Occupation TouristInformationOfficer TourismDeskOfficer TravelAdviser/Consultant ConciergeAgent (SportandLeisureAttendant) RideOperator GamesOperator AnimalAttendant/Carer GamesPromoter AttractionAttendant ThemeParkAttendant TourGuides (TourGuide) TourGuide Hardtofill

BreadandPastry ProductionNCII BartendingNCII

1,155

973

87,570

41746

Food&Beverage ServicesNCIII

1,200

1469

BartendingNCII

593

53,370

9234

Commercial Cooking NCIII

5 2

525 210

150 0

CommercialCooking NCIV

780

58,500

40163

HousekeepingNCIII HousekeepingNCIV

39

9,945 0

111 0

TravelServicesNCII TourismPromotion ServicesNCII

117 10

15,795 2,700

137 54

59

Attractionsand ThemeParks OperationNCII

1,140

222

TourGuidingServices NCII

198

26,730

543

69

323

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SkilledWorkers Sector CriticalSkills Professionals

Competency Annual Certified No.of Annual Standard/Programor No.of Licensed Training Training Workers Training Training Course 2009 Providers Capacity (20052009) Providers Capacity

occupations Cook

5.Mining Hardtofill occupations Geologist

(CulinaryChef/Cook) Commis PastryCook HotKitchenCook PantryWorker/ColdKitchenCook Geologist

CommercialCooking NCII Nutrition Geology MiningEngineer

709

53,175

27216

64

9 56 23 8 21

MiningEngineer MiningEngineer GeodeticEngineer GeodeticEngineer(MineralLand (MineralLand Surveying) Surveying) Metallurgical Engineer 6.Construction Indemand Occupations Fabricator Pipefitter Welder MetallurgicalEngineer (Fabricator) StructuralSteelErector Pipefitter(alsoinshipbuilding) Pipefitter (Welder(GMAW,GTAW,SMAW, FCAW)) PlateWelder(SMAW) PlateWelder(SMAW) PipeWelder(SMAW) PlateWelder(SMAWAlloySteel) PlateWelder(SMAW) PipeWelder(SMAW) PlateWelder(SMAWAlloySteel) PipeWelder(SMAWAlloySteel) PlateWelder(GMAW)

Metallurgical Engineer StructuralErectionNC II PipefittingNCII ShieldedMetalArc Welding(SMAW)NCI SMAWNCIII 1 27 95 150 3,645 9,975 0 1428 13620

4 61

17

975

282

SMAWNCIV

600

14

GasMetalArc Welding(GMAW)NC I GMAWNCII GMAWNCIII

14

1,470

385

PlateWelder(GMAW) PipeWelder(GMAW) PlateWelder(GMAW) PipeWelder(GMAW) GMAWWelder(AlloyPlate) GMAWWelder(AlloyPipe) PlateWelder(FCAW) PlateWelder(FCAW) PipeWelder(FCAW) PlateWelder(FCAW) PipeWelder(FCAW) FCAWPlateWelder(AlloySteel) FCAWPipeWelder(AlloySteel) GTAW/TIGWelder GTAWorTIGPlateWelder (CarbonSteel)GTAWorTIGPipe Welder(CarbonSteel)GTAWor TIGPlateWelder(AlloySteel) GTAWorTIGPipeWelder(Alloy Steel) PlateWelder(SAW) PipeWelder(SAW) Gas(OxyAcetylene)Welder GasWelder(OxyAcetylene) SMAWWelder

63 15

6,615 2,475

4070 73

FluxCoredArc Welding(FCAW)NCI FCAWNCII FCAWNCIII

6 10 2

900 1,050 330

137 148 4

GasTungstenArc Welding(GTAW)NCII GTAWNCIV

45 3

4,725 270

1704 1

Page

SubmergedArc Welding(SAW)NCI SAWNCII GasWeldingNCI GasWeldingNCII SMAWNCII

0 0 1,050 630 37,170

2 4 9 16 36645

7 7 354

223


SkilledWorkers Sector CriticalSkills Professionals

Competency Annual Certified No.of Annual Standard/Programor No.of Licensed Training Training Workers Training Training Course 2009 Providers Capacity (20052009) Providers Capacity ElectricalEngineer 230 3,540 2,522 270 4,802 3,456

HardToFill Occupations

ElectricalEngineer

7.Bankingand Finance Operations Manager Teller

BuildingManager,CivilEngineer, BuildingTechnology, ProjectEngineer,ProjectManager, Civilengineering, ConstructionManager Construction Technology, Structural Engineering OperationsManager BankingandFinance, Business Management Business Administration, Business Management, commercial Science/Arts, Entrepreneurship Mgt/Management

637 8,088

AccountingClerks,Accounting Bookkeepers,Cashiers,Teller

2,062 27,020

HardtoFill Occupations Accounting Clerks/Bookkeepers /Cashier

Bookkeeper AccountingClerksand (Bookkeepers) AccountingClerk BookkeepingNCIII Business Administration, Business Management, commercial Science/Arts, Entrepreneurship Mgt/Management 133 12,030

745

2,062 27,020

Auditor/ Accountant

Page

Accountancy, Business Administration/Mgt Accountancy, GovernmentAcctg& Auditing CreditCard CreditCardAnalyst,Finance Banking&Finance, Analyst/Finance Analyst,FinanceManager,Finance Computational analyst/Specialist/R Specialist,RiskManagement Finance,BA(Real iskManagement Manager,RiskManagementOfficer Estate) Officer/manager 8.Manufacturing InDemand Occupations Manufacturing (Electrician) ElectricalInstallation BuildingWiringElectrician &MaintenanceNCIII MaintenanceElectrician Finance& Finance&AccountingManagers Accounting Mangers FoodTechnologist FoodTechnologist FoodTechnology MachineOperators (MachineOperators) PressMachine Pressworker OperationNCI (Sewer) DressmakingNCII Dressmaker GarmentSewer Tailor TailoringNCII GarmentSewer HardToFill Occupations Chemist Chemist Chemistry

Accountant,Accountant(Account Officer),Accountant(Analyst), Auditor

802 15,354 4,119

468 5,092

347 26,025 22517

0 147 15,435

0 5962

61 722

224

56

5,880

546

100 538 292

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SkilledWorkers Sector CriticalSkills Professionals

Competency Annual Certified No.of Annual Standard/Programor No.of Licensed Training Training Workers Training Training Course 2009 Providers Capacity (20052009) Providers Capacity IndustrialEngineering 118 1,681 118 1,681 2,480 37,325

ITSpecialist

Machinist

IndustrialEngineer Developer(Software),Developer (Web),ITCoordinator,IT Supervisor,IT(MISDeveloper) (Machinist)MachinistLathe operatorMillingmachine operatorPrecisiongrinding machineoperatorBench worker/fitter Machinist Latheoperator Millingmachineoperator Precisiongrindingmachine operator Benchworker/fitter Machinist Latheoperator Millingmachineoperator Precisiongrindingmachine operator Benchworker/fitter CNCLatheMachineOperator (Basic) CNCLatheMachineOperator (Advanced) MechanicalEngineer ChemicalEngineer

MachiningNCII

55

4,950

2005

MachiningNCI

35

2,625

662

MachinistNCIII

360

10

CNCLatheMachine OperationNCII CNCLatheMachine OperationNCIII Mechanical Engineering ChemicalEngineering

360

9.RealEstate InDemand Occupations Building Manager/Constructi onManager

120

183 53 270

3,022 649 4,802 1,898 485

Foreman Mason Welder

330

Page

225

BuildingManager,CivilEngineer, BuildingTechnology, ProjectEngineer,ProjectManager, CivilEngineering, ConstructionManager Construction Technology& Structural Engineering (Foreman) MasonryNCIII MasonIII (Mason) MasonryNCI MasonNCI Mason MasonryNCII (Welder) SMAWNCI PlateWelder(SMAW) PlateWelder(SMAW) SMAWNCIII PipeWelder(SMAW) PlateWelder(SMAWAlloySteel) PlateWelder(SMAW)Pipe SMAWNCIV Welder(SMAW)PlateWelder (SMAWAlloySteel)PipeWelder (SMAWAlloySteel) PlateWelder(GMAW) GMAWNC I PlateWelder(GMAW) GMAWNCII PipeWelder(GMAW) PlateWelder(GMAW) GMAWNCIII PipeWelder(GMAW) GMAWWelder(AlloyPlate) GMAWWelder(AlloyPipe) PlateWelder(FCAW) FCAWNCI PlateWelder(FCAW) FCAWNCII PipeWelder(FCAW) PlateWelder(FCAW) FCAWNCIII PipeWelder(FCAW) FCAWPlateWelder(AlloySteel) FCAWPipeWelder(AlloySteel)

3,456

3 11 93 95 5

225 2,310 9,765 9,975 975

21 676 2757 13620 282

600

14

14 63 15

1,470 6,615 2,475

385 4070 73

6 10

900 1,050

137 148


SkilledWorkers Sector CriticalSkills Professionals

Competency Annual Certified No.of Annual Standard/Programor No.of Licensed Training Training Workers Training Training Course 2009 Providers Capacity (20052009) Providers Capacity GTAWNCII GTAWNCIV 45 3 4,725 270 1704 1

HardToFill Occupations CivilEngineer

GTAW/TIGWelder GTAWorTIGPlateWelder (CarbonSteel) GTAWorTIGPipeWelder (CarbonSteel) GTAWorTIGPlateWelder(Alloy Steel) GTAWorTIGPipeWelder(Alloy Steel) PlateWelder(SAW) PipeWelder(SAW) Gas(OxyAcetylene)Welder GasWelder(OxyAcetylene) SMAWWelder

SAWNCI SAWNCII GasWeldingNCI GasWeldingNCII SMAWNCII

7 7 354

0 0 1,050 630 37,170

2 4 9 16 36645

270 4,802 3,456

Mechanical Engineer Surveyor 10.Transport& Logistics Indemand Occupations Maintenance Mechanics

BuildingManager,CivilEngineer, BuildingTechnology, ProjectEngineer,ProjectManager, CivilEngineering, ConstructionManager Construction Technology& Structural Engineering MechanicalEngineer Automotive TechnologyMechanic alTechnology Surveyor (Maintenancemechanic) AutomotiveSeniorTechnician AutomotiveAirconTechnician AutomotiveElectrician AutomotiveLPGFuel (Retrofitting/Conversion) Technician AutomotiveLPGFuel(Re powering)Technician UnderChassisTechnician (GantryOperator) Gantrycraneoperator (HeavyEquipmentOperator) Offhighwaydumptruck (articulated)operator Offhighwaydumptruck(rigid) operator Crawlercraneoperator Truckmountedcraneoperator Containerstackeroperator AutomotiveServicing NCIII 11 660

3,022

1,898

21

42 247 172

HardToFill Occupations GantryOperator HeavyEquipment Operator

HEO(GantryCrane) NCII HEO(ArticulatedOff HighwayDumpTruck )NCII HEO(RigidOff Highway)NCII HEO(Crawlercrane Operator)NCII HEO(Truckmounted craneOperator)NCII HEO(Container stackerOperator)NC II HEO(Forklift Operator)NCII HEO(MotorGrader Operator)NCII HEOBulldozer OperatorNCII HEO(Hydraulic Excavator)NCII 3 3 0 0 377 21

0 450 450 0

177 99 231 0

Forkliftoperator Motorgraderoperator Bulldozeroperator Hydraulicexcavator operator/Backhoeoperator

15 25 31 18

2,250 3,750 4,650 2,700

1280 686 960 1053

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SkilledWorkers Sector CriticalSkills Professionals

Competency Annual Certified No.of Annual Standard/Programor No.of Licensed Training Training Workers Training Training Course 2009 Providers Capacity (20052009) Providers Capacity HEO(WheelLoader) NCII 34 1 5,100 165 2487 33

LongHaulDriver

Wheelloaderoperator

Pilot 11.Wholesale& RetailTrade Indemand Occupations Merchandiser/Buye r/Salesman/Salesla dy/Promodizer

(LongHaulDriver)BusDriver DrivingNCIII StraightTruckDriverArticulated VehicleDriverTruckTrailerDriver Pilot AirTransportation (Merchandiser/Buyer) SalesClerk/SalesAssistant ProductSpecialist PromoMerchandiser CustomerServiceClerk/Assistant ServiceCrew Cashier CounterChecker/Bagger Jr.VisualMerchandiser (Salesman/Saleslady) SalesClerk/SalesAssistant ProductSpecialist PromoMerchandiser CustomerServiceClerk/Assistant ServiceCrew Cashier CounterChecker/Bagger Jr.VisualMerchandiser (Cashier) SalesClerk/SalesAssistant ProductSpecialist PromoMerchandiser CustomerServiceClerk/Assistant ServiceCrew Cashier CounterChecker/Bagger Jr.VisualMerchandiser (Promodiser)SalesClerk/Sales AssistantProductSpecialist PromoMerchandiserCustomer ServiceClerk/AssistantService CrewCashierCounter Checker/BaggerJr.Visual Merchandiser CustomerServicesNC II

42

5 42

150

CustomerServicesNC II

150

CustomerServicesNC II

150

CustomerServicesNC II

150

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Afterword
Talent is elusive. The dynamic nature of the labor market, particularly the asymmetry of information flow is the major factor that causes the elusiveness of talents. What must be done to cope with this seemingly perpetual challenge? The results of PROJECT JOBSFIT showed that effective labor market signaling is a key strategy that needs to be implemented on a regular basis, and must be sustained to make relevant and responsive labor market information available anytime. As a labor market signaling activity, PROJECT JOBSFIT has proved its worth based on the significant results it generated. The summary of findings and recommendations could very well serve as an important instrument in the crafting of the necessary short and long term actions that would address the persistent problems of unemployment and job-skill mismatch. The gaps and issues extensively discussed in the JOBSFIT report are real challenges surfaced by our key informants in the labor market. The findings were also cross-checked with the findings of the Presidential Task Force on Education and the key players in the business sector. They are likewise supported by the empirical evidences and statistical data generated through the DOLEled establishment survey. The Bureau of Local Employment hopes that the findings, observations and recommendations made through PROJECT JOBSFIT would be utilized as a framework for action of the government, industry and academe to improve the plight of our workers. This labor market signaling activity could provide vital information for the succeeding administration to have a grip on the countrys unemployment concerns and job-skill mismatch. The conduct of forums with CEOs, multi-sectoral groups, and academe, is expected to gain ground and be replicated to bring into play the value of information exchange and constructive collaboration. This would fuel the development of practical, knowledge-driven recommendations for crafting labor market programs and policies, be it short or long term plans that benefit the Filipino workers and provide opportunities that suit the best of their talents and skills.

MARIACRISELDAR.SY
Director,BureauofLocalEmployment

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WorkGroups

PROJECTJOBSFITWORKINGGROUPS
Oversight
Chair: Co-Chair: Members: Undersecretary Luzviminda G. Padilla Undersecretary Romeo C. Lagman Assistant Secretary Reydeluz D. Conferido Assistant Secretary Joji V. Aragon Administrator Jennifer J. Manalili Administrator Carmelita S. Dimzon Deputy Director General Milagros Dawa-Hernandez Commissioner Ruth R. Padilla Deputy Administrator Noriel P. Devanadera Labor Attach Manuel C. Roldan

TechnicalWorkingGroup(TWG)
Lead: Members: Director Maria Criselda R. Sy (BLE) Director Marissa G. Legaspi (TESDA) Director Liberty T. Casco (POEA) Deputy Administrator Noriel P. Devanadera (MTC) Director Cynthia R. Cruz (ILS) Director Patricia P. Hornilla (NWPC) OIC Director German P. Palabyab (PRC) OIC Director Ma. Teresa V. Peralta (BLES) Director Merliza M. Makinano (OSEC) Labor Attach Manuel C. Roldan (ILAS)

OverallSecretariat
Bureau of Local Employment (BLE)

WorkingGrouponRegionalStakeholdersConsultation
1. Luzon Area Lead: Assistant Secretary Reydeluz D. Conferido, Labatt Manuel C. Roldan and Regional Director Raymundo G. Agravante Secretariat: Director Liberty T. Casco (POEA) Director Marissa G. Legaspi (TESDA) 2. Visayas Area Lead: Executive Director Ciriaco A. Lagunzad III and Regional Director Elias A. Cayanong Secretariat: Executive Director Cynthia R. Cruz (ILS) Director Patricia P. Hornilla (NWPC) 3. Mindanao Area Lead: Assistant Secretary Joji V. Aragon and Regional Director Jalilo O. dela Torre Secretariat: Director Maria Criselda R. Sy (BLE) OIC Director Ma. Teresa V. Peralta (BLES)

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ProjectJobsFitWorkGroups

WorkingGrouponConsultationswithCaptainsofIndustry
Lead: Members: Assistant Secretary Reydeluz D. Conferido Assistant Secretary Joji V. Aragon Labor Attach Manuel C. Roldan Executive Director Cynthia R. Cruz (ILS) Deputy Director Katherine B. Brimon (ILS) Director Maria Criselda R. Sy (BLE) Director Marissa G. Legaspi (TESDA) Director Liberty T. Casco (POEA)

WorkingGrouponOverseasEmploymentProspects
Lead: Members: Administrator Jennifer J. Manalili (POEA) Administrator Carmelita S. Dimzon (OWWA) Director Felicitas Q. Bay (ILAB) Deputy Administrator Noriel P. Devanadera (MTC) Director German P. Palabyab (PRC)

WorkingGrouponOverseasEmploymentLaborMarketIntelligenceSystem
Lead: Members: Director Felicitas Q. Bay/Director Ma. Celeste Valderrama (ILAB) Director Liberty T. Casco (POEA) OIC Director Ma. Teresa V. Peralta (BLES) Director Dominique R. Tutay (DOLE Planning Service) Director German P. Palabyab (PRC)

WorkingGrouponLaborMobilityandEmployabilityEnhancementSystem
Lead: Members: Deputy Director General Milagros D. Hernandez (TESDA) Commissioner Ruth R. Padilla (PRC) Executive Director Ciriaco A. Lagunzad III (NWPC) Representatives: Sylvia Piano, Maria Orosa D. Opis, Henry Kakatzu Director Maria Criselda R. Sy (BLE) Executive Director Cynthia R. Cruz (ILS) OIC Director Ma. Teresa V. Peralta (BLES) Representative: Ms. Elena Daquidi Director Liberty T. Casco (POEA) Commissioner Maryann Fernandez-Mendoza (CSC) Representative: Gemma Platon Director Felizardo Y. Francisco (CHED) DOLE and TESDA Regional Directors Director Ricardo de Lumen (DepEd)

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EDITORIALBOARD
Director Maria Criselda R. Sy, BLE Executive Director Cynthia R. Cruz, ILS Director Liberty T. Casco, POEA Director Marissa G. Legaspi, TESDA

EDITORIALCONSULTANT
Director Nicon F. Fameronag, DOLE, LCO

TECHNICALWRITERS
Jerome G. Gacula (BLE) Paul P. Cabatic (BLE) Mary Grace L. Riguer (ILS) Linartes M. Viloria (ILS) Myrna B. Ricafort (POEA) Dunhill Alcantara (POEA) Elizabeth D. Mirabueno (POEA) Gina G. Tomaque (TESDA) Nelia M. Sandoval (TESDA) Celestino C. Millar (TESDA)

GRAPHICS/LAYOUTARTIST
Jerry L. Abordo (BLE)