case study topics in the philippines

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17 case studies about sustainable sanitation projects in the philippines, caps (2011).

Published in: 2011

Publisher: Produced for UNEP with funding by KOICA, Center for Advanced Philippine Studies, Quezon City, Philippines

Author: CAPS

Uploaded by: SuSanA secretariat

Partner profile: common upload

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Content - Summary

This pdf file contains the following 17 case studies: 1. Ecosan Projects in San Fernando City, Province of La Union 2. Integrated waste management scheme for small and medium scale slaughterhouses Case of the Bureau of Animal Industry Plant in Valenzuela City, Metro Manila 3. Integrated waste management system for Bayawan City Ecological Sanitation Experiences in Periurban and Rural Communities 4. Local initiatives for affordable wastewater treatment (LINAW Project) Case of Dumaguete City (Public Market and Septage Treatment Plant) 5. Builiding communities... empowering communities Case of Gawad Kalinga Villages 6. Preserving the water quality of Iloilo City DEWATS of the Public Abattoir and Iloilo Mission Hospital 7. Laguna de Bay Institutional Strengthening and Community Participation Project DEWATS of the Slaughterhouses of Sta. Cruz and Nagcarlan, Laguna 8. Closing the loop between sanitation and food security Ecological Sanitation Case of the Municipalities of Initao,Libertad and Manticao, Misamis Oriental 9. Compliance to environmental standards to abate further violation DEWATS of Selected Slaughterhouses and Public Markets; and a University 10. Decentralized Wastewater Treatment Facility for the Lilo-an Public Market: A Pilot and Demonstration Activity of the Asian Development Bank 11. Decentralized Wastewater Treatment “Eco Tanks” for the Riverside Communities of Barangays Catbangen & Poro, & the Seaside Community of Barangay San Francisco A CITYNET-funded Pilot and Demonstration Activity in the City of San Fernando, La Union, Philippines 12. Decentralized Wastewater Treatment Systems for the San Fernando City Slaughterhouse A BORDA DEWATS Project in the Philippines 13. Biogas for the Cagayan de Oro City Jail An ICRC-Funded Environmental and Livelihood Project in the Philippines 14. Decentralized Wastewater Treatment System for LORMA Medical Center – San Fernando City A LORMA-funded Project to Better Manage its Wastewater 15. Biogas Wastewater Treatment Systems by the Philippine Center for Water and Sanitation A Community-Managed Potable Water Supply, Sanitation, & Hygiene (CPWASH) Project 16. Ecological Sanitation for the Municipality of Bauang, La Union An ISSUE2-Funded Program with CAPS in the Philippines 17. Small-Scale Wastewater Treatment Systems for 3 Markets USAID Philippine Sanitation Alliance Projects in the Philippines

Bibliographic information

CAPS (2011). 17 case studies about sustainable sanitation projects in the Philippines. Produced for UNEP with funding by KOICA, Center for Advanced Philippine Studies, Quezon City, Philippines

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17 Philippines Case Studies

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Philippines

Philippines: a primary health care case study in the context of the COVID-19 pandemic

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Executive summary

Through the implementation of the Universal Health Care (UHC) Act (1), the Philippines’ health system, especially its chief health agency the Department of Health (DOH), has sought to address a triple disease burden and the COVID-19 pandemic. The aim of this case study is to examine key aspects of primary health care (PHC) in the Philippines to inform future policy and practice, incorporating lessons learned during the COVID-19 pandemic between January 2020 and July 2022.

The devolution of the country’s health system places management and implementation of health care under local government units (LGUs). The DOH steers national PHC directives and programmes. Although devolution has allowed LGUs to innovate around models of care to better reach marginalized communities, the health system remains fragmented. This is exemplified by the limited referral and coordination channels among levels of governance and service delivery. The non-profit portion of the private sector helps close service delivery gaps for PHC through partnerships with nongovernmental organizations (NGOs), technical assistance from the academic community, and community-owned projects and patient groups, but these mechanisms often limit individual participation. This is separate from the for-profit portion of the private sector, which functions as a parallel health system not directly under the DOH’s management.

Exacerbated by the COVID-19 pandemic, challenges to the full implementation of UHC include a scarcity of health care workers, especially in rural areas, and variable health financing schemes resulting in increased out-of-pocket (OOP) expenditure. Efforts to strengthen PHC could address health workforce and financing gaps and seek to harness empowered local structures.

Despite the fragmentation of the health system and limited resources, PHC service delivery is enabled through strong local mechanisms, many of which were created during the COVID-19 pandemic. These mechanisms include ordinances for the implementation of national health programmes, increased buy-in from local leaders for PHC, multisectoral collaboration for health, continual grassroots feedback from patients, and innovations around monitoring and quality assurance of service delivery. PHC-oriented research could enable further innovation at national and local levels, including to support utilization of digital technologies. For example, there may be opportunities to scale PHC innovations such as remote consultations and diversified models of care.

Path to Climate Resiliency: Case Studies of Cities in the Philippines

Under the Building Climate Resilience through Urban Plans and Designs (BCRUPD) project, innovative approaches on climate-resilient urban plans and designs were demonstrated in the cities of Angeles, Cagayan de Oro, Legazpi, Ormoc, and Tagum.

Their experiences showcased how cities can prepare for, recover from, and adapt to the impacts of climate change, considering balanced economic and ecological sustainability in the face of rapid urbanization. Given the five cities’ different ecosystems, they contributed to a wide knowledge base on how processes and schemes can be contextualized and applied.

This publication captures the experiences of the five cities on their path towards climate resiliency; discussing their climate and urban profile, climate change vulnerabilities and challenges, how they used urban plans and designs to address these challenges, and their prospective climate resiliency projects. Their experiences illustrate how cities, with science-based information and urban design solutions, can thrive – and not merely survive – in the face of climate change.

BCRUPD is a German government- funded project being implemented by the United Nations Human Settlements Program (UN-Habitat) in partnership with the Department of Human Settlements and Urban Development (DHSUD), and other Philippine governmental agencies in five cities. Visit here for more information.

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Child Labour: A Public Health Perspective

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12 Country-wide case studies: The Philippines – A focus on partnerships

Published: July 2010
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This chapter is the third of three county-wide case studies examining the impact of national child labour policies in the context of the public health model of child labour discussed throughout this volume. This Philippine case study focuses on the many partnerships that can be developed to tackle child labour and includes discussion on the impact of the International Labour Organization/International Program on the Elimination of Child Labour (ILO/IPEC) sponsored Philippine Time Bound Project. In terms of the model of child labour, the emphasis in the Philippines has been on legislation, measures to address social values, and most especially on education initiatives.

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philippines

Case study: How dentsu Philippines relies on results instead of face time

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The scope and timeframe are made very clear as there is less interaction among teammates expected further down the line without the need to physically be at the office, affirms Fabi Cariño, Country Head, HR - Philippines, dentsu Philippines, in conversation with Arina Sofiah.

Like most employers, the pre-pandemic setup for integrated marketing solutions agency dentsu Philippines was fairly traditional, Fabi Cariño, Country Head, Human Resources - Philippines, admits; think biometric logins, desktop workstations, and a nine-to-five office routine.

However, with the worst of the pandemic behind us, dentsu has now moved to a hybrid working arrangement, whereby employees can come into the office once a week by reserving a seat. They can choose which day works best for them, and the office now sees typically between 30-50% capacity as compared to the 100% in the pre-COVID era. Even the biometric entry-exit system of monitoring employees’ time has given way to more trust and empowerment.

Now, dentsu relies on results instead. The team ensures all objectives communicated at the beginning are met. The scope and timeframe are made very clear as there is less interaction among teammates expected further down the line without the need to physically be at the office.

One of the greatest challenges in any change management activity, Cariño notes, is mindset, and in creating a post-pandemic workplace, this was the first step she addressed as well. As HR head, she brought together representatives from each department to represent the voice of the whole department in any new policies and procedures created.

Secondly, she highlights leaders have to be clear on what they want, especially with so many hybrid models out there. Cariño cautions against a one-size-fits-policy, so simply emulating what the Singapore office is doing, for instance, was not good enough – instead, it’s about being clear on what the Philippines team wanted.

To do so, she conducted a survey and rolled out assessment tools to ensure that everyone, beyond the nominated departmental representatives, could share how they felt about the change and give suggestions on the physical setup of the office, the office timing, the overtime considerations, and more. It was important to be open to all the possibilities in order to ensure an ideal and robust set up, Cariño points out.

Having taking into account considerations for a change initiative, what then are the factors of concern specific to a four-day workweek? Efficiency is one, says Cariño, so there is no sacrifice in the quality of work. As such, Fabi understands why there is so much debate around the idea.

“Many people are used to rationalising productivity with the number of hours at work, when this is, in fact, not true. The old paradigm needs to be changed; productivity does not connote the number of hours at work. Rather, productivity is based on results – the output, the effort that you put in, and the prioritisation of tasks,” she highlights.

In moving to a shorter workweek, this HR leader believes change starts with the objective in mind. Employers need to be able to see the long-term benefits of a shorter week – be it through improved work-life balance, mental wellbeing, and efficiency, without impacting the quality and quantity of work that gets done. It would also help to invest in platforms, technologies, and better systems for staff to work efficiently.

Equally importantly, employers should work hand-in-hand with employees to ensure they feel psychologically safe, in terms of evolving to become more self-reliant without as much supervision or micromanagement that some may have been used to.

With all these considerations, Cariño does see the four-day workweek becoming a reality in the future, with some government offices in the Philippines already piloting it. “We learn from the triumphs and successes, and also from the mistakes."

Piloting is often the least-risk way to kick off a new project, and Cariño is open to trialling the idea at dentsu for one to three months. Through a trial, she would accurately be able to measure the impact on employees and their productivity; thus, leaders can view the idea based on facts instead of perception.

“As a leader, I would like to see the early results. I also want to see the return on investment on my employees. Facts and figures are the only way to measure effectiveness."

This, she says, is especially important since a lot of companies were previously afraid to try it, but are now willing to step out from their comfort zone to give it a shot. Early wins through pilots also help to debunk possible misconceptions surrounding the shorter workweek, such as the need for adjusting employee salaries, impact on productivity, and slow engagement post a long weekend.

To end the conversation, Cariño reiterates that a paradigm shift is necessary to ensure successful change. Both leaders & managers as well as employees need to be educated. The premise should be based on facts and figures instead of mere perception, she affirms.

An excerpt of this article first appeared in the Q1 edition of Human Resources Online's Southeast Asia e-magazine . View a copy of the e-magazine here , where you'll find power-packed features and interviews with leaders from Singapore, Indonesia, Thailand, the Philippines, the US, and more!

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Case Study: Philippines. Recognising Green Skills for Environmental and Sustainable Development in Four Selected Industries

Open Access
First Online: 05 August 2022

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Elmer Talavera 6 , 7 , 8

Part of the book series: Education for Sustainability ((EDFSU,volume 5))

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This chapter presents a study on the identification and recognition of knowledge, skills and competencies required to convert and maintain green enterprises in a Philippine context and in the light of Philippine policies, legislation and investments to stimulate the development of new green markets. It examines the use of ‘green’ practices in enterprises, the benefits and challenges in the application of such practices, the extent to which respondent micro, small and medium enterprises (MSMEs) have identified the green skills requirements and whether skills recognition mechanisms such as job cards or other portfolio systems have been put in place as part of recognition processes and workplace training programmes. This chapter begins by giving an overview of the Philippine economy and society and the role of MSMEs in four dynamically developing industry sectors namely, automotive, catering, PVC manufacturing and waste management. Given the environmental challenges and problems faced by enterprises in these sectors, the study looks at the extent to which the government’s green job policies, laws, qualifications framework, training regulations and standards address environmental challenges and problems faced by enterprises. The study thus examines connections between macro policies, rules, laws and regulations and micro-level application through practices and green skills and their recognition through recognition mechanisms.

You have full access to this open access chapter, Download chapter PDF

Industry 5.0: improving humanization and sustainability of Industry 4.0

Sandra Grabowska, Sebastian Saniuk & Bożena Gajdzik

Green Human Resource Management: A Preliminary Qualitative Study of Green HRM Awareness, Practices, and Outcomes in the Malaysian Manufacturing Context

Corporate social responsibility, sustainable environmental practices and green innovation; perspectives from the Ghanaian manufacturing industry

Emmanuel Jeffrey Dzage, Muhammad Rizwan Hussain, … Yussif Mustapha

Environmental challenges

Industries and services
Green practices
Green skills
Workplace training

Assessment and certification

Greening TVET

1 Introduction

A basic premise of the study is that if green skills and green practices are to be promoted and recognised, firms need to understand green skills requirements and the recognition of these skills as an important part of workplace training programmes. There is a lack of interest among micro, small, and medium enterprises (MSMEs) to recognise environmentally friendly practices. However, this could change with the Philippine government’s Green Jobs Act of 2016, which provides tax reduction and other incentives for MSMEs.

Thus, this paper will put an emphasis on the voices of employers, employees and enterprises that are largely absent from analysis and policy-making. It is important to know what workers in MSMEs think and are learning about green skills in their workplaces. Most notably, they reported that increasing changes around green skills are being implemented into both work roles but not equally in training.

The Technical Education and Skills Development Authority (TESDA) through its National Institute for Technical Education and Skills Development (NITESD) conducted the fieldwork for this study. The data considered stakeholder perspectives at all levels. The analysis will begin by studying the national government standpoint in addressing workplace environment-related issues in all sectors, and then move to obtaining insights on frameworks and standards established by government authorities in collaboration with industry associations or trade unions and other private sector agencies. Finally, it will look at green skills inclusion in recognition practices from the perspective of enterprises.

Rationale for conducting the empirical study in enterprises

While policies and environmental laws, as well as green standards, competences and qualifications have been developed, there is little information on whether they are implemented at the level of MSMEs or in promoting cleaner production processes in the workplace. In many MSMEs, workers involved in the everyday practice of production do not comply with new regulations and standards. However, the questions of compliance of environmentally friendly regulations should not only concern managers and executives, rather, compliance should concern each worker. Another neglected issue is non-formal education or workplace learning, which is believed to be the core element in meeting the training needs of workers. The training must be conducted on the job and in the working environment, adapting teaching methods to the learning abilities of workers, as well as addressing the issues of access and costs. The learning process must address the entire value chain to build an understanding of causalities, interdependencies and environmental impacts. Promoting green skills is not only about automation and Science, Technology, Engineering and Mathematics (STEM), but also about tracing compliance with environmental regulations at every step in the production process.

The socio-economic environment and the role of industry sectors

The 2019 International Monetary Fund (IMF) statistics ranked the Philippine economy as the 36th largest in the world (IMF 2019 ). The Philippines is considered one of the largest emerging markets and fastest-growing economies in Asia. The Philippine economy, which used to be agriculture-based, is transitioning to services and manufacturing. Its gross domestic product (GDP) based on purchasing power parity in 2016 was estimated at around US $304 billion. The primary exports include semiconductors and electronic products, transport equipment, garments, copper products, petroleum products, coconut oil and fruits. Major trading partners include the United States, Japan, the People’s Republic of China, Singapore, the Republic of Korea, the Netherlands, Germany and Thailand.

Box 11.1 The economic contributions of the industry and services sectors

Automotive industry

The Philippine automotive manufacturing industry (PAMI)—composed of two core sectors, namely manufacturing of parts and accessories for motor vehicles and the manufacturing of motor vehicles—is one of the major drivers of the Philippine industry, generating approximately P248.5 billion (US$5 billion) sales in 2013;

The industry roadmap has targeted 300,000 quality jobs by 2022;

The local vehicle manufacturing industry is expected to attract P27 billion (US$500 million) in fresh investments, manufacture 600,000 more vehicles and add P300 billion to the domestic economy (equivalent to 1.7% of GDP). This has the approval of the Comprehensive Automotive Resurgence Strategy (CARS) programme in 2016;

The comprehensive operation of the automotive industry extends to other complementary sectors such as textiles, glass, plastics, electronics, rubber, iron and steel. Hence, increasing PAMI’s productivity would likewise increase the economic activity of supporting industries, and the Philippine economy (Palaña 2014 ).

Catering services

As tourism serves as the main market for hotel and restaurant services, the increase in visitor traffic over the past 10 years resulted in a corresponding boom in the catering industry;

Catering services include hotels, motels, restaurants, fast food establishments and educational institutions that provide training and other types of organisations responsible for the promotion of hospitality services;

Businesses also purchase food, tools and supplies to help their establishments to generate revenue for supporting businesses;

The economy is stimulated by employing locals for jobs such as food preparation. In turn, these workers earn wages and become tax payers and contribute to economic growth;

The total income in 2012 by the road service (catering) industry reached P267.5 billion (about US$5 billion). More than half of the total income of the Philippines was earned by the National Capital Region (NCR) amounting to P151.6 billion (US$3 billion) (PSA 2012 ).

PVC manufacturing

Polyvinyl chloride (PVC) is a versatile thermoplastic material used in the production of hundreds of everyday consumer products. International and local investments have generated thousands of jobs for Filipinos since 2000.

The Philippine Resins Industries, Inc. (PRII) is embarking on a P1.68 billion (US$50 million) expansion of its polyvinyl chloride (PVC) manufacturing plant in Mariveles, Baatan (Ferriols 2001 ).

Waste management industry

The Philippine waste management sector, which has created many jobs, includes the following activities:

Water collection, treatment, and supply;

Waste removal and disposal services;

Formal recovery of recyclable;

Informal valorisation Footnote 1 of waste products; and

Sewage and remediation activities.

Output value of the different activities

Water collection, treatment and supply: PHP55.1 billion (about US$100 million) (91.1%);

Material recovery: PHP2.3 billion (about US$40 million) (3.8%);

Waste collection: PHP1.9 billion (about US$33 million) (3.1%);

Sewage and remediation activities and other waste management services: PHP0.8 billion (about US$15 million) (1.3%);

Waste treatment and disposal: PHP0.4 billion (about US$7.5 million) (0.6%) (PSA 2014 ).

Source: Authors

Formal sector enterprises

Data for formal sector establishments from the 2010 Annual Survey of Philippine Business and Industry (ASPBI) highlighted 148,266 formal sector establishments. In terms of employment, data collated by TESDA indicates that waste management had the highest employment figures at 47,176 people, followed by manufacturing at 41,528, automotive at 18,337 and catering at 7,479 people. However, many jobs are precarious or casual and operate on a contractual basis. Not all these jobs are salaried; often they are contractual (PSA 2010 ). Thus, despite considerable industrial development in the country, there are major income and growth disparities between the country's different regions and socio-economic classes. The challenges facing the government are high poverty incidence (33% of the population), increased unemployment rate (6.3% of the active population), and persistent inequality in wealth distribution (PSA 2014 ).

There are several challenges that come with greening the economy. Since 1990, the Philippines has seen significant growth in the services sector (55% of the labour force market), followed by agriculture (29%) and manufacturing/ industry (16%) (Central Intelligence Agency 2017 ). Thus, more green practices in the service sector are particularly important to address.

Challenges to achieving more inclusive growth remain. Even though the economy has grown and the unemployment rate has declined somewhat in recent years, it remains high at around 6.5%; underemployment is also high, ranging from 18 to 19% of the employed. At least 40% of the employed work in the informal sector (Central Intelligence Agency 2017 ). This means that most of the people working in the informal sector have achieved their skills through informal or non-formal education and training while on the job or outside the workplace.

Environmental challenges and national policy responses

The World Health Organization (WHO) reported that seven million people worldwide die annually from air pollution—over six million of them were recorded in Asia. Most of these cases are in the People’s Republic of China and India, but experts warned that the Philippines might not be far behind (Montano 2016 ). The Philippines is affected by the increasing density of air pollutants, particularly in cities caused by emissions from vehicles and factories; non-compliance of environmental standards; and incineration (Congress of the Philippines 1990 ). Incineration is defined as the burning of municipal, biomedical and hazardous wastes whose process emits toxic and poisonous fumes. Industry and enterprises are contributing greatly to these environmental hazards.

The increasing volume of household, commercial, institutional, and industrial wastes is an increasing concern. A single resident in Manila produces an average of 0.7 kg of waste a day, about 130% higher than the global average of 0.3 kg per person per day. According to the Department of Environment and Natural Resources (DENR), Metro Manila alone produced about 8,400 to 8,600 tonnes of trash per day in 2011. In addition, street sweeping, construction debris, agricultural waste and other non-hazardous/non-toxic waste products continued to pile up in many areas of the country. The lack of strict public compliance and enforcement powers of those in authority were identified as factors for improper waste management. Other salient issues related to the collection and segregation of solid wastes and monitoring of solid waste management.

Another pressing environmental challenge is the worldwide six-fold increase in consumer good production and subsequent increase in global waste generation by 900% since the 1990s according to the World Trade Organization (WTO). However, due to high costs, developed countries could only recycle 11% of their waste. Footnote 2 The rest were exported to developing countries like the Philippines, where environmental laws were weak and where these toxic and hazardous wastes were accepted as additional livelihood opportunities. In addition, the technological revolution has given rise to a new and growing form of toxic and hazardous waste, e-waste (waste electrical and electronic equipment or WEEE), a consequence of the prodigious growth in the number of computers, cell phones and electronic gadgets that started in the 1990s. The Philippines has continued to be one of the leading destinations for chemical products and toxic substances from developing countries and has become one of the leading importers of ‘persistent organic pollutants’ (POPs), which continually pollute agricultural lands and poison the rivers, lakes, and seas (Ilagan et al. 2015 ).

National policy responses to environmental challenge

The leading role of the government in terms of greening has been highlighted by researchers (e.g. Pavlova 2016 ). The Philippines is a good example. Several governmental policies address environmental challenges. The Philippines addressed its plans for a greener future in the 1990 Philippine Strategy for Sustainable Development (PSSD) supplemented in 2004 with the Enhanced Philippine agenda (EPA) 21. In the Philippine development plan (PDP) 2011–2016, the conservation, protection and rehabilitation of the environment and natural resources were highlighted (Baumgarten and Kunz 2016 ).

Administrative order No. 17 issued by the DENR in 2002 provides the national policy context for the analysis of skills for sustainability and the greening of the economy and society. A major authority for the implementation of environmental policies is the Environmental Management Bureau (EMB) (Department of Environment and Natural Resources 2002 ).

Box 11.2 Philippine environmental legislation

National laws were enacted in four broad areas.

Republic Act 6969—Toxic Substances and Hazardous and Nuclear Wastes Control Act of 1990 provides for a legal framework to control and manage the importation, manufacture, processing, distribution, use, transport, treatment and disposal of toxic substances and hazardous and nuclear wastes. The law prohibits, limits, and regulates the use, manufacture, import, export, transport, processing, storage, possession, and wholesale of priority chemicals that are determined to be regulated, phased-out, or banned because of the serious risks they pose to public health and the environment. The swelling issues of industrial waste, proliferation and waste dumping in the Philippines prompted the implementation of this Act (Congress of the Philippines 1990 ).

Republic Act 8749—Philippine Clean Air Act of 1999 provides a comprehensive air quality management policy and programme that aims to achieve and maintain cleaner air for all Filipinos. The law covers all potential sources of air pollution: (1) mobile sources such as motor vehicles; (2) point or stationary sources such as industrial plants; and (3) area sources such as wood or coal burning. Gas/diesel powered vehicles on the road will undergo emission testing, and violators will be subjected to penalties. The law also directs the complete phase-out of leaded gasoline; lowering the sulphur content of industrial and automotive diesel; and lowering aromatics and benzene in unleaded gasoline. All stationary sources must comply with the National Emission Standards for Source Air Pollutants (NESSAP) and National Ambient Air Quality Standards (NAAQS) and must secure their permission to operate, prior to operations (Congress of the Philippines, 1999 ).

Republic Act 9003–Ecological Solid Waste Management Act of 2000 provides for a legal framework for the country’s systematic, comprehensive, and ecological solid waste management programme that shall ensure the protection of public health and the environment. Under this law, there are several provisions to manage solid wastes (SW) in the country: (1) Mandatory segregation of SW to be conducted at the source; (2) Systematic collection and transport of wastes and proper protection of garbage collector’s health; (3) Establishment of reclamation programmes and buy-back centres for recyclable and toxic materials; (4) Promotion of eco-labelling and prohibition on non-environmentally acceptable products and packaging; and (5) Prohibition against the use of open dumps and establishment of controlled dumps and sanitary landfills, among others (Congress of the Philippines, 2001 ).

RA 9275–Philippine Clean Water Act of 2004 deals with poor water quality management in all surrounding bodies of water, pollution from land-based sources and ineffective enforcement of water quality standards. It also tackles improper collection, treatment, and disposal of domestic sewage, and wastewater charge systems (Congress of the Philippines, 2004 ).

Source: Authors’ compilation based on the Congress of the Philippines legal enactments

2 Terminology and Definitions

Republic Act (RA) 10,771, otherwise known as the Philippine Green Jobs Act of 2016, is the country’s legal mandate for promoting green economies amongst enterprises. The law also grants business incentives, such as special tax deductions from their taxable income and duty-free importation of capital equipment on top of the fiscal and non-fiscal incentives already provided for by existing laws, orders, rules and regulations of the government to encourage them to help generate and sustain ‘green jobs’ (Department of Labour and Employment 2017 ).

The law defines ‘green jobs’ as employment that contributes to preserving or restoring the quality of the environment, be it in the agriculture, industry or the services sector. ‘Green jobs’ shall produce ‘green goods and services’ that would benefit the environment or conserve natural resources. The Law envisions a ‘green economy’ which is low-carbon and resource-efficient, resulting in improved human well-being and social equity in the reduction of environmental risks and ecological scarcities.

The Philippine Development Plan (PDP) 2011–2016 (NEDA 2014 ) stipulated that green jobs can exist and flourish in all sectors. Green jobs can be found where there are measures taken to: (1) introduce low-carbon policies; (2) adapt to climate change; (3) reduce resource use and energy; and (4) protect biodiversity. The plan prioritised key areas identified as mainstream activities affected by climate change: agriculture, fisheries, forestry, energy, construction, transport (including automotive), manufacturing (including PVC production), services (including catering), tourism and waste management.

The pilot application of ‘Policy guidelines on the just transition towards environmentally sustainable economies and societies for all’ that is being conducted in three countries, including the Philippines, adopted by the ILO Governing Body in October 2015, enables the government, together with employers, workers, organizations and other stakeholders, to leverage the process of structural change towards a sustainable, low-carbon, climate-resilient economy to create decent jobs on a significant scale (ILO 2017 ).

The Philippines adopts the Cedefop notion of ‘green skills’ defined in terms of the technical skills, knowledge, values, and attitudes needed in the workforce to develop and support sustainable social, economic, and environmental outcomes in business, industry and the community.

Stakeholder involvement in green skills development in the Philippines

Several stakeholders are responsible for implementing the Green Jobs Law. Green jobs and green skills are being promoted through several departments: the Department of Labour and Employment (DOLE) for formulating the National Green Jobs Human Resource Development Plan (NGJHRDP) on the development, enhancement and utilisation of the labour force; the Department of Environment and Natural Resources (DENR) to establish and maintain a climate-change information management system and network; the National Economic and Development Authority (NEDA) for ensuring the mainstreaming of green jobs concerns in the development plans; the Department of Trade and Industry (DTI) for developing a special business facilitation programme for enterprises; the Department of Transportation and Communications (DOTC) to encourage more investments in public infrastructure and services that foster green growth; the Climate Change Commission (CCC) for developing and administering standards for the assessment and certification of green goods and services of enterprises; and the Department of Finance (DOF) to administer the grant of incentives to qualified enterprises. In relation to the education system, three entities are responsible for implementing respectively green standards, the green curriculum and green skills. These are the Department of Education (DepEd), the Commission on Higher Education (CHED) and TESDA. In addition, the Professional Regulation Commission (PRC) is responsible for facilitating the recognition of knowledge, skills and competency of professionals working in the green economy. The TESDA, the DOLE, and the Department of Science and Technology (DOST) will also analyse skills, training and retraining needs in relation to the use of green technology that has the potential to create new green occupations.

Meanwhile, the DTI, which has promoted the three-year Green Economic Development (ProGED) Project jointly with the GIZ of Germany since January 2013, aims to enhance the competitiveness of MSMEs by helping them adopt climate-smart and environmentally friendly strategies through a value chain approach (Silva 2016 ).

Challenges of greening TVET

TVET has been called upon to make a pivotal contribution to the national goals of inclusive growth, poverty reduction and greening of skills in the context of the Third cycle (2011–2016) of the National Technical Education and Skills Development Plan (NTESDP) anchored on the PDP. Under Strategic Direction 15, TVET needs to ‘develop and implement programmes intended for green jobs.’ This is pursued through the development of new training regulations (TRs) or amendment/ review of existing TRs for green jobs and sustainable development, including agro-forestry, developing the capacity of trainers and administrators to implement ‘green skills’ programmes and linking-up with local and international agencies in the design, implementation and monitoring of ‘green skills’ programmes. ( www.tesda.gov.ph ). TESDA is responsible for formulating the necessary TRs for the implementation of skills training, programme registration and assessment, and certification in support of the requirements for skilled manpower for the ‘green economy’ (Department of Labour and Employment 2017 ).

TVET plays a crucial role in enhancing workers’ productivity and employability and facilitates the active and meaningful participation of workers in the development process. The plan highlighted strategies that will address issues pertaining to innovation and the greening of skills. Most of all, TVET will be responsible for mitigating the effects of climate change in the world of work and workplaces. In this regard, TVET has the aims of (1) ‘greening’ existing jobs to meet the current demand for retrofitting and the retooling of the industry to ensure that existing industries continue to grow; and (2) training new workers with the appropriate green skills particularly for the renewable industries and emergent ‘green’ technology sectors. The challenge, therefore, is to strategise environmental education and skills development in anticipation of a green shift in the priority sectors that include agriculture, forestry, fishery, manufacturing (electronics and automotive) services, solid waste and waste water management, energy, transportation and construction (based on the draft NGJHRDP of DOLE 2017 ).

TVET has a big role to play to support the government policy of protecting and caring the environment. New competences need to be developed relevant to this concern. Going into ‘green jobs’ will require the retooling of skilled workers in sectors with high environmental impacts.

The status of the recognition of green skills

In the Philippines, recognition, validation and accreditation of learning outcomes and competencies of workers in enterprises (i.e. in non-formal learning) is one of the components of competency-based TVET and is part of the strategic directions of the National TESD Plan 2005–2009 (NTESDP) ( www.tesda.gov.ph ). As of December 2017, TESDA had 33 qualifications/TRs out of 2589 promulgated TRs covering environment-related knowledge, skills, and attitudes in the TRs and curricula. In catering services, automotive, PVC manufacturing and waste management sectors, 5S (sort, set in order, shine, standardise and sustain) and 3Rs (reduce, reuse, recycle) are included in the required knowledge and skills which were considered ‘green’. The 5S methodology is also a ‘must’ for all TVET trainers. TESDA likewise amended the TRs for automotive servicing NC III to include LPG conversion and repowering in the set of competences to promote cleaner emissions of vehicles. Ship’s catering takes precautions to prevent pollution in the marine environment by implementing waste management and disposal systems. See Table 11.1 for the list of TESDA TRs with a ‘green’ outlook related to the four industries.

TESDA also conducted a training programme in collaboration with the Department of Energy (DOE) to integrate the use of energy-efficient lighting in the TR for electrical installation and maintenance qualifications. All the qualifications with a green outlook have been accommodated in the Philippine Qualifications Framework (PQF). The Competency Standards are aligned with the PQF, a national policy describing the levels of educational qualifications and setting the standards for qualification outcomes. It is competency-based and labour market driven. It consists of eight levels of education and training that encourage lifelong learning to allow individuals to start at the level that suits them and then build-up their qualifications as their needs and interests develop and change over time ( www.gov.ph ). The Philippine TVET Qualification and Certification System (PTQCS), consistent with the PQF, has five different levels of complexity across the three different domains. The qualification levels under PTQCS start from NC I to Diploma.

Development of green qualifications

In accordance with international requirements, TESDA developed qualifications related to refrigeration and air-conditioning. This was done in partnership with DENR and practitioners as part of the national CFC phase-out plan and in accordance with the Montreal Protocol and the Clean Air Act. Through the TESDA training regulations (TRs) on the refrigeration and air-conditioning (RAC) sectors, competences for technicians are identified and addressed during training programmes on recovery, recycling, and retrofitting of RAC systems, which are major sources of ozone-depleting CFCs. In line with this, a code of practice (COP) for RAC was developed by the project with some funding from the World Bank and the Government of Sweden. The TRs promote safety parameters for workers, customers, tools/equipment, and most importantly environmental concerns.

The competency standards of the PQF follow the ILO Regional Model of Competency Standards (RMCS), which prescribes three types of competences, namely: (1) basic competences all workers in all sectors must possess; (2) common competences workers in a sector must possess; and (3) core competences workers in a qualification must possess. Environmental concerns/ concepts are integrated into the basic competences of the TRs. The three learning domains of the competency standards are aligned to the principles of lifelong learning: learning to live together, learning to be, learning to do, and learning to know, as well as to the twenty-first-century skills.

Inviting experts from industry to develop training regulations

TESDA invites experts from industry and/or industry associations who follow guidelines and procedures on how to align each unit of competency to the PQF descriptors. The TRs have four major parts: (1) description of the qualification and job title; (2) competency standards, including the basic, common and core competences; (3) training standards; and (4) national assessment and certification arrangements.

The competency-based TVET (CBT) system recognises various delivery modes in different learning settings – both on- and off-the-job – if CBT specified by the industry drives the training. TVET has developed three delivery modes: (1) Institution-based, which delivers training programmes in public and private TVET institutions, including regional, provincial, and specialised training centres; (2) Enterprise-based, which implements training programmes within enterprises/firms; and (3) Community-based, which delivers training programmes at the local/community level, mostly in partnership with LGUs and NGOs.

For every unit of competency that is completed by a learner during training, a certificate of training achievement is awarded, and after completing all the required units of competency, he/she is awarded with a Certificate of Training. The latter indicates the title of the course, the qualification level according to the PQF descriptors, and the units of competency that the learner has acquired. The attainment of each unit of competency is pre-conditioned on the attainment of specific learning outcomes as described in the competency standards. As a prerequisite for graduation, a learner undergoes the national competency assessment, and he/she is given a certificate of competency (COC) after satisfactorily demonstrating competence in a cluster of units of competency or a national certificate (NC) after satisfactorily demonstrating all units of competency comprising a qualification using the assessment criteria provided by the TR/CS computed by an accredited competency assessor.

Assessment and certification also include the recognition, validation, and accreditation of competences and learning and work experience. This system observes two major principles: (1) competency assessment to collect evidence relative to a unit or cluster of units of competency, and (2) RPL to give recognition to an individual’s skill, knowledge, and attitudes acquired through previous training, work, or life experiences.

3 Methodology of Primary Data Collection

The study adopts the overall methodology developed by the project for all participating jurisdictions and used the developed instruments such as survey/interview questions, the observation list and the list of generic green skills to collect data (see Chap. 1 ). This country study reflects results from 29 of 32 enterprises (targeting eight companies in each sector). The study was confined within the National Capital Region (NCR) or Metro Manila, given that in this area there were enterprises representing the four targeted industries (catering, automobile, PVC and waste management). Of the 29 respondent firms, seven were from the automotive industry, six from PVC manufacturing, eight from catering services and eight from waste management. Sixteen enterprises from the formal sector were interviewed and five from the informal sector. Given the limited size of the sample, the study does not pretend to generalise across the four industries. It is exploratory in nature and draws on preliminary insights into the recognition and development of greener skills in the identified industry sectors.

Box 11.3 General information on the enterprises

Enterprises in waste management undertook testing of used oil and waste products; microbiological and mechanical testing; verification and certification of public and private firms; and buying and selling recyclable materials such as plastics, meats and paper products.

Enterprises in automotive services and sales undertook servicing of new vehicles and restoration and sale of used vehicles.

Catering services included food delivery, fast food restaurants, stalls and eateries.

PVC enterprises included the sale and installation of plastic pipes and piping systems.

4 Results and Discussion

Educational attainment of the employees

Analysis of the educational attainment of 1,490 employees in the 29 firms showed that overall, the four industries displayed a very high level of education of personnel—81% of employees across all sectors had higher education, 9–10% had attained a secondary education and TVET qualification, and only 1% was below secondary. Enterprises in PVC manufacturing had 92% (454 out of 495) of their employees with a higher education qualification, followed by waste management, 78% (415 out of 529), automotive industry 76% (296 out of 391) and catering services, 55% (41 out of 75).

Environmentally friendly practices in the enterprises

On the question, ‘What environmentally friendly practices enterprises are followed?’ only 11 (42%) out of 26 respondent enterprises had ‘green jobs’ such as waste water management, renewable energy, energy saving and pollution minimisation. Waste management firms ranked the highest, with seven out of seven respondent enterprises attesting to having such ‘green jobs’, whereas only two of the four firms in PVC manufacturing claimed to have ‘green’ jobs and only one out of seven automotive enterprises had ‘green’ jobs. Only one out of the eight catering enterprises had ‘green jobs’. However, environmentally friendly practices were not only restricted to green jobs. This became clear when firms were asked about the various practices, illustrated in Table 11.2 , reflecting environmental sustainability at work in the four industries.

Promoting green practices

Respondents were asked to give their perceptions on how much importance they attached to the theme of green skills in their enterprises on a scale of 1 to 10, where 1 meant low consideration and 10 meant high consideration to these issues. Twenty-five out of 29 responses fell under the scale of 6–10. Four enterprises answered between scales 2–5. However, while high importance is placed on ‘green skills’, there is only a modest promotion of the required skills for the implementation of environment-friendly practices as illustrated in Table 11.3 . PVC enterprises employed the highest number of methods for promoting green skills.

Skill requirements for the implementation of environmentally friendly practices

Enterprises in the four industries described important green skills required for the daily operations undertaken by employees (Table 11.4 ).

How do the respondents acquire their skills?

The employees in the 29 firms across the four industries acquired their green skills in a variety of ways. Both the automotive and PVC manufacturing enterprises identified all the contexts of acquisition. In the catering services and waste management, employees acquired their skills predominantly through self-directed training (seven out of eight) and three out of five respectively (Table 11.5 ).

Benefits of practising green jobs and skills

On the question of whether including green skills in RVA mechanisms could be beneficial, responses from 25 firms showed that 36 per cent of respondents expected the recognition of green skills to be beneficial for enterprises. They said that it could improve productivity and make enterprises more competitive. On the other hand, 32 per cent of these enterprises expected green skills recognition to benefit the individual in strengthening confidence and motivation, and in promoting core generic skills, social inclusion, higher earnings and better career prospects. Another 32 per cent highlighted benefits for the country by recognising skills that are environmentally friendly.

The benefits of green practices and green skills were also confirmed by a 2012 survey conducted by the Employers Confederation of the Philippines (ECOP) in collaboration with ILO (ECOP & ILO, 2012 ) covering three areas (NCR, Cagayan De Oro, and Cebu) in the Philippines. Forty-three participants, representing enterprises from manufacturing, food and beverage, land development and real estate enumerated benefits at the level of enterprise, individuals and the nation (Table 11.6 ).

Reasons for not having ‘green’ jobs with ‘green’ practices

This study also examined the reasons for not adopting green practices. The background research by the ECOP and ILO ( 2012 ) pointed out the disadvantages of adopting green projects. They were:

Restrictive in terms of the permitted practices (38 per cent of survey respondents);

Threat of reducing the profit (25 per cent);

Causing job loss (13 per cent);

High start-up costs to implement initially (13 per cent);

Risk of business shut-downs (13 per cent).

The participants of that project further elaborated that, aside from financial considerations, there is also a lack of awareness and expertise in the Philippines on climate change, environmental issues and green jobs. Additional and appropriate financial and technical support is needed to shift towards green initiatives or launch environmentally friendly practices.

The current study revealed the following reasons why some enterprises did not have green jobs or green practices:

Lack of oversight due to sub-contracting especially in waste management and automotive, where a lot of jobs are outsourced to external contractors;

Lack of money to buy expensive equipment. This was mentioned by enterprises in the automotive and PVC manufacturing sectors;

Presence of policies (i.e. city ordinance) that prohibit the use of environmentally harmful materials, such as plastics, in the case of the catering sector.

Mechanisms for recognising skills, prior learning and work experience in the enterprises

Awareness of RVA frameworks

Very few firms (both employers and employees) said they were aware of the existence and use of RVA frameworks. Only two (1.67 per cent) of 120 respondents said they had heard of frameworks such as the Philippine Qualifications Framework, or other competency-based training frameworks or guidelines prepared by DENR. Only one (0.83 per cent) respondent was aware of a framework developed for human resource development.

Methods used to assess green skills

Only seven out of 30 total responses on methods used to assess green skills alluded to having a job-card system in which employees’ skills were documented. The identified green skills were in waste segregation and disposal, energy conservation, and knowledge of environmental laws such as the Clean Air Act and recycling, among others. In terms of the different sectors, six respondents highlighted the use of different methods, as illustrated in Table 11.7 .

The green skills that are not assessed include: the theoretical understanding of green practice; research and development; waste disposal and familiarity with hazardous waste products.

Enterprises did not have a systematic use of RVA mechanisms, in the absence of which, four respondents stated, the use of ad hoc examples such as ‘mentoring’, coaching and apprenticeships acted as approaches to RVA.

Vision for green skills recognition as part of workplace training

Most of the respondents in the four industry sectors talked about their enterprises’ increasing initiatives to implement ‘green’ training programmes for protecting the environment:

Box 11.4 Importance of green training programmes for protecting the environment

Automotive sector

Upgrading automotive technology to meet the demand for fuel efficiency and reduce emissions;

Providing green customer services;

Learning to use eco-friendly equipment and materials.

Important for recognising green skills;

Updating existing training manuals;

Waste management

Promoting sanitation standards;

Promoting the systematic collection of waste;

Promoting more programmes and incentives at the international level;

Promoting compliance with governmental efforts and standards (i.e. DENR and Laguna Lake Development Authority).

Prospects of staff training and RVA

In September 2017, the Implementing Rules and Regulations (IRR) for the Philippine Green Jobs Law was signed. Clearly, the potential for the inclusion of the green skills in RVA is great, not only at the macro level but also at the individual level. Enterprises made suggestions on the prospects of improving skills training and RVA as shown in Table 11.8 . Only 12 (41.38 per cent) out of 29 firms cited recommendations for the inclusion of green skills in RPL. All recommendations called for staff training programmes.

5 Conclusions and Recommendations

This chapter, based on research conducted by TESDA, has examined issues pertaining to skills recognition as a tool to improve the environmental and sustainable development in the four industry sectors, namely, automotive, catering services, PVC manufacturing, and waste management.

The Green Jobs Law of 2016 has been pivotal in the increase of green jobs and green practices in enterprises participating in this research. Most of the enterprises remarked on the absence of jobs specifically dealing with green practices before the promulgation of this law. Despite this, a huge majority of these firms observed several practices reflecting environmental sustainability in the workplace, such as waste segregation, waste management disposal, and compliance with environmental rules. The importance given to the topic of green skills and environmentally friendly practices is high, especially in the catering sector. However, the promotion of required skills for the implementation of environment-friendly practices is still modest and there is low utilisation of strategies such as the use of brochures and events, innovations, and incentives for cleaner products/ services and marketing.

Interestingly, employers perceived that the creation of green jobs would lead to improved competitiveness of workers, promotion of decent jobs, and additional employment. Some of them, however, cited disadvantages such as a reduction in profit, and increased costs related to the financial and technical support of green initiatives.

Assessment of RPL in some enterprises involves the verification of certificates. In other enterprises, documentation is undertaken with a job-card system while the certification of RPL is carried out by government agencies (e.g., some environmental authority), the mother company, or training institutions.

Employees’ green skills included technical, cognitive, intrapersonal and interpersonal skills. Employers appreciated the cognitive skills of their employees, the most prominent of which were environmental awareness and willingness to undertake green practices. However, both intra-personal and inter-personal competences registered low appreciation from the employees participating in the research.

The enterprises were not knowledgeable about the national RPL framework, and this was evident given the low utilisation of learning outcomes described in the Philippines Qualifications Framework, competency-based training, HRD frameworks and guidelines designed by the EMB-DENR.

A small number of these enterprises have mechanisms to recognise/assess existing green skills that employees acquire in the workplace, community, or through non-formal education and training programmes. There is no systematic use of RPL; rather, RPL is based on ad hoc examples such as mentoring, coaching and apprenticeship.

It was found that employers used simple methods of RPL assessment (i.e. self-evaluation and interview). Through such methods, employers noticed gaps and deficits in the green skills of workers. The areas where these gaps were most prominent were research and development, waste disposal and familiarity with hazardous waste products, among others.

Most workers acquired their skills non-formally or informally through self-directed learning or on the job or in-company training. Only a few workers had acquired their skills through initial and continuing vocational education and training.

Enterprises believed that green skills had a great potential if enterprises, associations and organizations would support their inclusion in RPL mechanisms. Green skills inclusion in RPL needs to be complemented by other elements such as awareness raising, efficient information dissemination, and technical and financial assistance. Such support activities must be implemented through governmental and societal support.

Factors, in order of prominence, contributing to the effective inclusion of green skills in RVA include: laws/ government policies; business opportunities; environmental and economic realities; support/funding/incentives from the government; international conventions; strong LGU enforcement. All these factors are predicated upon sustained information, education and communication (IEC) actions; advocacy; and social marketing.

The passage of the Green Jobs Law, which provides incentives and tax and duty-free importation of capital equipment, makes the potential for green skills inclusion in recognition in the Philippines realisable.

This study, which includes the participation of seven other Asian countries and one Asian territory, should provide valuable inputs in designing and implementing rules and regulations for the recently enacted Green Jobs Law in the Philippines. Specifically, the mechanisms in the identification of green jobs and the attendant green skills leading to the design of training and assessment and certification of programmes should investigate the different models, not only from the Philippines, but also from the international community.

International development organizations can strategically support the development and distribution of learning/ instructional materials – preferably with formats – that can be shared to facilitate massive and immediate learning to benefit the developing economies and the micro-enterprises of/ in the informal sector.

Individual, family, micro-, small-, and medium enterprises that extract valuable materials from the waste system and valorise them for own use, repair and sale, fabrication, or recycling.

The figure pertains only to the US because of unavailability of global data, and given that the US is the biggest producer of industrial waste, this figure is taken as some kind of watermark for all other industrialized countries for purposes of this study (see E. Stewards at http://e-stewards.org/learn-more/for-consumers/effects-of-e-waste/who-gets-stepped-on/ ).

Abbreviations

Reduce, Reuse, and Recycle

Sort, Set in order, Shine, Standardize, and Sustain

Association of Southeast Asian Nations

Annual Survey of Philippine Business and Industry

Board of Investment

Comprehensive Automotive Resurgence Strategy

Competency-based TVET

Centre Européen pour le Développement de la Formation Professionnelle

Commission on Higher Education

Compact Mobile Unit

Certificate of Competency

Code of Practice

Competency Standards

Department of Environment and Natural Resource

Department of Education

Department of Energy

Department of Labour and Employment

Department of Public Works and Highways

Department of Science and Technology

Department of Tourism

Department of Transportation and Communication

Department of Trade and Industry

Environmental Compliance Certificate

Employers Confederation of the Philippines

Environmental Management Bureau

Enhanced Philippine Agenda 21

Gross Domestic Product

Green Our DOLE Programme

Information, Education, and Communication

International Labour Organization

International Monetary Fund

Implementing Rules and Regulations

Information Technology

Local Government Unit

Laguna Lake Development Authority

Liquefied Petroleum Gas

Micro, Small, and Medium-Sized Enterprises

National Ambient Air Quality Standards

National Certificate

National Capital Region

National Economic and Development Authority

National Emission Standards for Source Air Pollutants

Non-governmental Organization

National Institute for Technical Education and Skills Development

National Technical Education and Skills Development Plan

Organization for Economic Co-operation and Development

Philippine Automotive Manufacturing Industry

Philippine Development Plan

Philippine Peso

Persistent Organic Pollutants

Philippine Qualifications Framework

Professional Regulation Commission

Philippine Resins Industries, Inc.

Promotion of Green Economic Development

Philippine Statistics Authority

Philippines Strategy for Sustainable Development

Philippine TVET Qualification and Certification System

Polyvinyl chloride

Refrigeration and Air Conditioning

Regional Model of Competency Standards

Recognition of Prior Learning

Recognition, Validation, and Accreditation

Solid Waste/s

Technical Education and Skills Development Authority

Toyota Motor Philippines

Training Regulations

Technical Vocational Education and Training

United Nations

United Nations Environment Programme

Waste Electrical and Electronic Equipment

World Health Organization

World Trade Organization

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Talavera, E. (2022). Case Study: Philippines. Recognising Green Skills for Environmental and Sustainable Development in Four Selected Industries. In: Pavlova, M., Singh, M. (eds) Recognizing Green Skills Through Non-formal Learning. Education for Sustainability, vol 5. Springer, Singapore. https://doi.org/10.1007/978-981-19-2072-1_11

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CASE STUDY: The Philippines — Progress relies on sound information in the Philippines

In the Philippines, the community-based monitoring system has gone from pilot project to national scale in 14 years, with the strong support of all levels of government. The many uses for the information it provides include program planning and targeting as well as budget allocation. The system is also being used to monitor how well the Philippines is achieving the Millennium Development Goals.

Progress in Pasay City, Metro Manila, is occurring by acronyms. Rolando A. Londonio, City Cooperatives Officer, explains how improving life and prospects for the city’s numerous out-of-school youth is based on HOPES — HIV prevention, Outsourcing livelihood skills, Placement of jobs, Education through alternative learning systems, and Sports, arts, and culture.

For families, there are SMILES — Shelter and health are addressed, Malnutrition is addressed, Identity is secure, Loved, cared for and protected, Educated and empowered, Savings generated. SMILES are targets to reach to reduce poverty and achieve the Millennium Development Goals (MDGs). Says Londonio: “The main objective is to put smiles and maintain smiles on children’s faces. Smiles are indicators of progress.”

Families requiring assistance are FISH (Families In the Slums who need Help). There are also FOWLS — Families of Overseas Workers Living Sacrificially.

And then there is the Community-Based Monitoring System (CBMS) adopted by Mayor Wenceslao “Peewee” B. Trinidad and first implemented in 2004 by City Planner and Development Coordinator Engineer Merlilta Lagmay. The system, says Londonio, provided the foundation for these and other programs. Carried out city-wide in 2005, the first survey disclosed “some alarming facts.” For instance, it revealed an unemployment rate of 19.8%; that 8000 of the city’s 6- to 12- year-olds were not in elementary school; and that 5000 youths were not in high school.

“Why did this happen?” asks Norie Alvarado of the City Planning and Development Office. Education is a government priority: schooling is free and there are schools near the households, she says. But it appears that many families cannot afford school supplies and uniforms.

A focus on the family

A congested, noisy city of some 400 000 residents within metropolitan Manila, Pasay City aims to become “a scenic premier city, thriving with business and economic opportunities, guided by dynamic and efficient local leadership, and a home to self-reliant, morally upright people,” a vision posted on the city’s website.

This is easier said than done. Today, Pasay suffers from overcrowding, unemployment, and poverty — 41% of the city’s households live below the poverty line. But the city is determined to succeed and is focusing its efforts on reducing poverty while improving education, health, and the environment. Central to these efforts is realizing the MDGs, one family at a time.

In 2005, the Pasay City government set out to harness the potential of the city’s families to fight poverty. Together with the Brotherhood of Christian Ministers of Pasay, and in partnership with UN-HABITAT and the United Nations Development Programme (UND), the city embarked on an initiative to “localize” the MDGs in every family — to make individual families advocates, promoters, and achievers of the goals.

To do so, each of the eight goals was translated into simple “can do” statements: 80 000 families have since signed the Family MDG Pledge of Commitment.

Millennium Development Goal

Eradicate extreme poverty and hunger.
Achieve universal primary education.
Promote gender equality and empower women.
Reduce child mortality.
Improve maternal health.
Combat HIV/AIDS, malaria, and other diseases.
Ensure environmental sustainability
Develop a global partnership for development.

Pasay’s Family Goal

My family has a job and savings.
All our children go to school.
Men and women have equal rights.
All our children are healthy.
We keep pregnancy safe and healthy.
We avoid HIV/AIDS, malaria, and other diseases.
We keep our homes and the environment clean.
We get involved in community development.

Localizing the MDGs

The CBMScensus supported the city’s efforts by providing data on the living conditions of each household in every barangay , as well as vital information about their needs and priorities. This enabled the city to launch appropriate programs.

For example, when it was learned that residents often spent scarce resources to travel to City Hall to queue for job placements and referrals — with little chance of success — the municipal government, in partnership with the business sector, decided to organize job fairs in barangays , where applicants could be interviewed and hired on the spot: the Public Employment Service Office hiring rate increased to 62%. A skills enhancement program was developed in partnership with the Technical Education and Skills Development Authority to upgrade the skills of those who were not hired.

And as Londonio points out, the CBMS informed a city ordinance that requires all companies within the city limits to hire 60% of their workforce from Pasay City.

When the data showed that there were 114 dependents of overseas workers in one of the city’s 201 barangays , a savings group was organized (OFW Bayanihan Savings Group), and a mini-mart established to both employ and serve them.

The Bayanihan Banking Program (BBP) itself is part of the city’s poverty reduction efforts. It draws on the Filipino tradition of bayanihan or mutual aid, to encourage a pooled savings scheme among the urban poor. It also provides affordable financial services, linked to cooperatives and national programs that provide training for livelihood projects. So successful is the project that it is now being replicated across the country. These are all products of CBMS,” says Londonio. “We could not do this without baseline data.”

In recognition of these efforts, Pasay was selected by the UNDP and the Galing Pook Foundation as one of the 2006 winners of the Gawad Galing Pook award. These awards recognize innovation and excellence in local governance.

National support and promotion

The Hon. Domingo Panganiban, Lead convenor and Secretary-General of the National Anti-Poverty Commission, speaks highly of Pasay’s experience and success and of the CBMS.

“When I came to this department,” he says, I felt we needed to muster all our resources to address the poverty problem. I talked with the governors, with the mayors, to report to us directly on how we can contain poverty and hunger at the local level. No one could answer except to say, ‘in my province sanitation is my priority,’ ‘in my province, livelihoods is my priority.’ But what kind of livelihood project are we talking about? Is it a short-term project or a long-term project that will mobilize every level of government? There was no coordination, and there was miscoordination.”

The CBMS, which he first encountered in 2003, provided a solution.

Panganiban sees many uses for the data. One is better targeting of the assistance provided to the poor through programs such as health cards and rice access cards. In one area, he says, the

Training is also crucial. “The data will tell us how many are out of school, their ages, how many are male, how many are females. When we know, our people can go and start interviewing numbers of possible trainees.” He cites a recent program through which “we graduated 300 in one of the poorest areas in reflexology, costume jewellery making, and cellphone repair.”

In March 2009, the Department of the Interior and Local Government (DILG) announced a new program — the Local Economic Assistance Program — to support povertyreduction projects grounded in CBMS data and prioritized by the community. The goal: reduce the impact of the global financial crisis on local economies. The program also supports CBMS implementation in communities where the system has not yet made inroads. This new initiative is an expansion of the CBMS–UNDPDevelopment Grant Program, launched in 2005 to provide funds for local government and NGO interventions that address development needs identified through CBMS surveys.

Panganiban is one of CBMS’ strongest advocates. As he notes, “the Philippine government has been very supportive of this initiative.” For instance, the Medium-Term Philippine Development Plan 2004–2010 targets the expansion of CBMS coverage to all local government units by 2010. Key national government agencies — including the National Economic and Development Authority, the National Anti-Poverty Commission (NAPC), the DILG, and the League of Municipalities of the Philippines — have supported the use of CBMS as a monitoring tool to both diagnose poverty at the local level and localize the MDGs. NAPC and the DILG fund training of local teams in CBMS methodology and analysis.

Toward national implementation

The spread of CBMS through the Philippines and its acceptance at all levels of government are remarkable given the system’s modest beginnings in 1994. From pilot testing in two barangays in the province of Bulacan to uptake in the province of Palawan in 1999, by January 2009 it was being implemented in 52 provinces (26 implement it provincewide), 531 municipalities, and 42 cities — a total of 13 498 barangays. The goal is national coverage by 2010.

Under the direction of Celia Reyes, CBMSNetwork Coordinator, and with support from Canada’s International Development Research Centre, the network team based at the Angelo King Institute for Economic and Business Studies of De La Salle University (Manila) has been guiding this replication and adaptation. The costs of implementation have been largely borne by local governments, a clear indication that they see the value of the system. For example, says Manuel Gotis, Director of the Bureau of Local Government Development at DILG, the governors of Negros Oriental and of Tarlac provinces recently each allocated 6 million pesos to implement CBMS provincewide. Zamboanga City allocated 2 million.

Other stakeholders and donor agencies — including UNDP, UN-HABITAT, the UN Population Fund, and the World Bank — have contributed to CBMS implementation and to ensuing projects, which bodes well for sustainability. Civil society organizations have also adopted CBMS. Social Watch Philippines (SWP), for instance, has integrated the system in its own monitoring of MDG achievement and for “taking the government to task,” says Rene Raya, SWP’s Program Development Coordinator.

As it has grown, CBMS in the Philippines has adapted to local circumstances and particular uses, by adding indicators specific to communities for instance. Using CBMS to monitor and localize the MDGs itself required adding an indicator on maternal health.

The data is useful at more than the local level. Fed into a computerized national repository system, installed at the National Anti-Poverty Commission and the League of Municipalities of the Philippines, it is available to governments and researchers.

Still leading in new CBMS applications, the Philippines CBMS team is now testing its use in gender-responsive budgeting. A pilot project in Escalante City confirmed the usefulness of CBMS, which had been modified to capture additional gender-relevant information, such as education and livelihood skills, in targeting and resource allocation. For example, the city’s rather indiscriminate use of the gender and development budget was stopped and the funds were redirected to programs that responded to the CBMS findings — a supplemental school feeding program, maternal and child care, and free hospitalization at local government hospitals, among other measures.

In this way, and in others, “CBMS is good politics,” says DILG’s Manuel Gotis.

This case study was written by Michelle Hibler, senior writer at IDRC.

The views expressed in this case study are those of IDRC-funded researchers and of experts in the field.

The CBMS is an organized way of collecting, analyzing, and verifying information at the local level to be used by local governments, national government agencies, nongovernmental organizations, and civil society for planning, budgeting, and implementing local development programs. It also serves to monitor and evaluate their performance. Piloted in the Philippines in 1994, it is now being implemented in 14 countries of Africa, Asia, and Latin America.

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