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JOB EVALUATION CAMPAIGN IN THE PHILIPPINES

JOB EVALUATION CAMPAIGN IN THE PHILIPPINES. JOB EVALUATION CAMPAIGN IN THE PHILIPPINES.

Solomon
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JOB EVALUATION CAMPAIGN IN THE PHILIPPINES

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  1. JOB EVALUATION CAMPAIGN IN THE PHILIPPINES

  2. JOB EVALUATION CAMPAIGN IN THE PHILIPPINES • The PSI affiliates campaign for pushing for gender-neutral job evaluation in the public sector started  with the research conducted in August-October 2001. The said study showed undervaluing of women-dominated jobs despite the Salary Standardization Law • In November 2002, a bi-partite consultation was held participated by the following agencies: Civil Service Commission (CSC), Department of Budget and Management (DBM), National Economic Development Authority (NEDA), Commission on Human Rights (CHR), Department of Health (DOH) and Department of Education (DepEd). The ILO was also present and so were representatives of each of the PSI-Philippine affiliates. The union representatives presented the resolution which they drafted in a pay equity training in Baguio a few days before the consultation. Government response was initially lukewarm.

  3. JOB EVALUATION CAMPAIGN IN THE PHILIPPINES • In June 2003, PSLINK submitted to the DBM a proposal on the conduct of a bureaucracy-wide job evaluation program. DBM said they cannot fund the project. • In January 2004,  PSI affiliates in the Philippines held a planning meeting for the October Pay Equity Action Week and plans were made to create a core group which will be in charge of monitoring implementation of their respective federation’s pay equity action plans as well as the progress on joint activities. The pay equity core group was born and an e-group was set up to facilitate easy sharing of information • Since then, the core group has met regularly. Its first project was a medical mission for women members and women from an urban poor community. It organised many events for the pay equity action week 2004.

  4. JOB EVALUATION CAMPAIGN IN THE PHILIPPINES • The proposal on job evaluation was re-written in trade union language and then submitted to the PSI.  The PSI committed to funding the activity. When the new proposal was sent to the ILO, they agreed to commit to pay for the resource person. • The problem encountered was there was no resource person locally who has expertise in both job evaluation and gender. We didn’t want to sacrifice the output so we waited until we could find the right resource person.

  5. JOB EVALUATION CAMPAIGN IN THE PHILIPPINES • In March 28-30 2005 the training was conducted with a resource person from New Zealand recommended by PSI.  • The primary objective of the training was to provide the pay equity core group with skills they need to monitor job evaluation done; • The second objective was to oprovide pay equity core group participants with a venue to plan out concrete strategies to lobby for gender-neutral job evaluation. • There were o 25 participants during the training.  The CSC and the DBM were invited to attend during the last day where we had a round-table discussion.

  6. JOB EVALUATION CAMPAIGN IN THE PHILIPPINES • Both agencies admitted that a study has been commissioned by the World Bank on compensation and total rewards management program. This study looks into the undervaluing or not of 172 benchmark jobs in the public sector and assess whether the salary standardization law is effective as an instrument to ensure productivity.  • However unions are wary of two issues:  1) unions were not part of the process since the study will be ending this May 2005 and 2) the project is funded by the World Bank so there might be some hidden agenda.  The CSC and DBM did promise to send the unions a copy of the research once completed.

  7. JOB EVALUATION CAMPAIGN IN THE PHILIPPINES • The job evaluation training in particular did provide unions understanding of the areas they should be wary about when a committee is formed to monitor the job evaluation- which maybe the next step after this CSC study.  The particpants are also worried because the job evaluation undertaken by the WB may just be used to justify restructuring so there really is need to get unions involved. • The initial results of the CSC study showed that some women-dominated occupations require salary adjustments since they are undervalued under the present SSL: midwives, teachers and nurses.

  8. Two examples of current grading systems in the Philippines Painter-foreman & Mid-Wife Cat. 1

  9. Painter-foreman • Job description: under general supervision, supervise the painting of government buildings; • Qualifications: training and experience equivalent to secondary trade school and 5 years experience as skilled painter • Salary Grade 8 Php 8,709

  10. Midwife Category 1 • Job description: Under general supervision, care for mother and newly born infant in maternity hospital and related work • Gives pre-and post- natal delivery care, to mother and infant, charts state of health (temperature, pulse and respiration) and instructs student mid-wives • Qualifications: graduation from school of mid-wifery • Salary Grade 6: Php 7,606

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