JobsFit 2022 Regional Reports

Regional Reports
Table of Contents
CORDILLERA ADMINISTRATIVE REGION (CAR)………………………………….........1
NATIONAL CAPITAL REGION (NCR)………………………………………...….…......29
REGION I: ILOCOS REGION…………………………………………………................62
REGION II: CAGAYAN VALLEY…………………………………………………...........88
REGION III: CENTRAL LUZON………………………………………………….............111
REGION IV-A: CALABARZON…………………………………………………............128
REGION IV-B: MIMAROPA………………………………………………….................158
REGION V: BICOL REGION…………………………………………………................188
REGION VI: WESTERN VISAYAS………………………………………………….........207
REGION VII: CENTRAL VISAYAS…………………………………………………........246
REGION VIII: EASTERN VISAYAS………………………………………………….......287
REGION IX: ZAMBOANGA PENINSULA………………………………………….......308
REGION X: NORTHERN MINDANAO………………………………………………….330
REGION XI: SOUTHERN MINDANAO…………………………………………………364
REGION XII: SOCCSKSARGEN…………………………………………………..........428
REGION XIII: CARAGA…………………………………….……….....……................447

Executive Summary
For the past eight (8) years, there had been notable improvements in the employment
situation of the country. Based on the 2017 annual estimates of Labor Force Survey (LFS),
the unemployment rate dropped to 5.7 percent; the lowest recorded in a decade. Further, a
decreasing trend can be observed in the youth unemployment rates that imply reduction
in the number of unemployed youth. Also, according to the International Labor
Organization (ILO), the youth unemployment rate was 14.4 percent in 2017; the lowest for
the past eight (8) years. These encouraging changes or bright spots in the country’s
employment situation are positive indication that the Department of Labor and
Employment (DOLE) has been making substantive progress with the implementation of its
various employment facilitation programs and projects.
As part of the government’s convergent efforts to address prevailing job-skill mismatch

underlying the unemployment and underemployment problems in the country, timely,
relevant, and accurate labor market information (LMI) is needed. In 2014, the DOLE
published “JobsFit LMI Report: 2013-2020”. It is a documentation report, enumerating the
industries that will create jobs in and skills need for the future. The JobsFit LMI Report
had been used in the development of the Industry Career Guides (ICG) and Career
Information Pamphlets (CIPs) which serve as a tool in helping students and jobseekers
make informed education, training, and career choices. There had been major changes on
the current trends in the labor market since the study was conducted. Thus, it is important
to update the information contained the study.
In 2017, said report was updated through conduct of desk review of administrative data and
relevant researches and studies, and stakeholders’ consultations conducted in regional and
national level. A range of stakeholders from the government sector, private sector,
employer associations, labor groups, and academe were consulted. The key finding of the
study are as follows:
• The top 10 Key Employment Generating (KEGs) sectors based on the JobsFit
regional reports are Information Technology and Business Process Management
(IT-BPM); Wholesale and Retail Trade; Transport and Logistics; Manufacturing;
Construction; Agribusiness; Banking and Finance; Hotel, Restaurant, and Tourism;
Education; and Health and Wellness. These are the same priority sectors identified
in the AmBisyon Natin 2040 and the TNK Blueprint (2017-2022).
• Based on the consolidated regional reports, a total of 95 in-demand occupations

(e.g. administrative clerk, bartender, design engineer, factory worker, virtual
assistant, engineers, etc.) were identified while 54 occupations (e.g. 2D
echocardiography technician, air duct worker, chemical engineer software
engineer, statistician, etc.) were listed hard-to-fill. In-demand occupations refer to
active job vacancies posted/advertised recurrently by and across establishments.
On the other hand, hard-to-fill occupations refer to job vacancies for which an
establishment has encountered difficulties in managing the recruitment process.
The report also listed 100 cross-cutting in-demand and hard-to-fill occupations. An
occupation can be classified as both in-demand and hard-to-fill when advertised or
posted recurrently by industries and the recruitment process and takes a certain
period of time to hire a suitable individual.
• Based on PhilJobNet data, the top 10 job vacancies posted from March 2016 to
December 2017 are Call Center Agent; Production Machine Operator; Staff Nurse;
Service Crew; Customer Service Assistant; Food Server; Salesman; Cashier; Sales
Clerk; and Production Controller.
• Employment is one of the main reasons why Filipinos migrate to other countries.
As of 2013, there is an estimated 10.24M Overseas Filipinos (OFs). Two (2) out five (5)
are temporary workers or OFWs. Almost half of the OFs are in the Americas. The
United States of America (USA is the top destination of OFs; Middle East countries
of Saudi Arabia and UAE come next). Among the temporary migrants, West Asia is
the top destination.
• There are labor market issues and gaps in the field of Education and Training,
Industry Demands and Hiring Practices, Occupational Safety and Health, Regional/Local
Economic Development, Green Jobs, Millenials at Work, Overseas Employment, and
Fourth Industry Revolution raised by key stakeholders during consultations.
CAR
CORDILLERA
ADMINISTRATIVE
REGION
1
REGIONAL LABOR MARKET SITUATIONER CAR
CORDILLERA ADMINISTRATIVE REGION
KEY EMPLOYMENT GENERATORS, &

IN-DEMAND AND HARD-TO-FILL OCCUPATIONS
The Cordillera
Administrative Region
comprises six (6) provinces:
Abra, Apayao, Benguet,
lfugao, Kalinga, and
Mountain Province.
Population (2015) : 1,722,006

2
Area : 19,422.03 km
GRDP
The in-demand and hard-to-fill jobs provided above are the top-
listed per industry.
CAR's Gross Regional Domestic

Product (GRDP) grew by 12.1%
from 136.9M (2016) to 153.4M
(2017); highest among all regions
LABOR FORCE
The unemployment rate

decreased by2 0.2
percentage points from 4.5%
(2013) to 4.3% (2017).
CAR REGIONAL LABOR MARKET SITUATIONER
CORDILLERA ADMINISTRATIVE REGION
EMPLOYMENT
SHARE (2016)
EMERGING INDUSTRIES
The region has identified three (3) emerging industries that

AGRICULTURE, HUNTING, have contirbuted to its regional economic growth. These
FORESTRY, AND FISHING industries are the Aerospace, IT-BPO, and Mass Housing.
Aerospace manufacturing is high technology industry that
43.7%
produces “aircraft, guided missiles, space vehicles, aircraft
engines, propulsion units, and related parts. The industry
comprises the government and private industries that perform
Agriculture and Forestry the institutional roles of end-users, suppliers and manufacturers.
Cordillera's major players are MOOG on the demand side
0.13% while Easter College and other technical and vocational
training institutions on the supply side.
Fishing
The IT-BPO activities are expected to spur real estate
INDUSTRY development, renting activities and ancillary services
specifically with Baguio still in the list of the “next wave cities”
for BPO sector, and with the proposed establishment of
feasible economic zones in the other provinces.
7.71%
Construction With this projected growth of the economy, available jobs are
expected to increase, reducing the unemployment rate that is
0.39% targeted to be at 4 percent by 2022.
Water, Electricity
and Gas Supply Demand for housing in all provinces in CAR is increasing. The
Housing and Urban Development Coordinating Council
3.53% (HUDCC) estimates a total of 58,657 housing backlog for the
Mining and region as of December 2016. Athough there are no homeless
Quarrying Cordillerans, the housing backlog includes 15,331 double-up
and 43,326 displaced households.
2.61%
Manufacturing
SERVICES
Transport and
4.31% Storage
Financial and
0.65% Insurance Activities
0.13% Real Estate Activities
Wholesale & Retail

12.16% Trade; and Repair of
Motor Vehicles
Public Administration
7.58% and Defense; and
Compulsory Social 3
Security
3.66% Other services

1. EMPLOYMENT SITUATION
1.1.KEY EMPLOYMENT INDICATORS
Regional Economics and Employment Trends and Structures
The temperate climate, abundant natural resources, varied tourism assets, unique culture
and history and hard-working people in the Cordillera Administrative Region (CAR)
shaped areas of comparative advantage that help boost the regional economy and
contribute to the attainment of the inclusive growth. Among such industries are: tourism
with the region's potential to be a prime eco-tourist destination; electronics production in
the Baguio Economic Zone that account for bulk of the gross value added of
manufacturing; coffee processing; mining with rich and untapped mineral resources;
healthcare and wellness with competitive health facilities, a cool climate and a generally
green environment; information technology and IT-enabled services; and education
services with the region acknowledged as prime education center north of Manila.
1.2. CORDILLERA ECONOMIC AND DEMOGRAPHIC TRENDS

Cordillera Administrative Region's gross regional domestic product (GRDP) reached PhP
133.485 billion in 2015 from PhP 120.136 billion in 2010, or an average growth of 20.1 percent
per year. Services is the fastest growing sector averaging 4.1 percent growth between 2010
and 2015 followed by industry at 1.2 percent per year. Agricultural gross output has been
contracting by an average negative 0.6 per year and has been contributing the least to
GRDP.
CAR's economy is one among the three regions in the country that is considered
predominantly industrial (apart from Central Luzon, and CALABARZON). Industry has
contributed an average 50 percent to CAR's GRDP even as its share is on the decline from
52.8% in 2010 to 50.5% in 2015. In, 2015, CAR contributed an average 1.8 percent to the
country's Gross Domestic Product (GDP) (Table 1). CAR's economy has not yet kept pace
with and has always performed below growth in the country's GDP which was at 3.7
percent in 2015 compared to the national economy's 5.9 percent.
The high employment rate in the region was sustained at an average 95 percent between
2010 and 2015 (Table 2). As such, the unemployment rate was at average 5 percent with the
lowest rates recorded in 2013 (4.6%) and in 2015 (4.8%). But the challenge of reducing the
underemployment rate continues which was at average 15.7 percent, with the highest rate
recorded in 2015 at 20.8 percent. The high underemployment rate reflects the poor quality
4
of jobs being generated as the underemployed include all employed persons who express
the desire to have additional hours of work in their present job or additional job, or to have
a new job with longer working hours.
Table 1. Gross Domestic Product and CAR Gross Regional Domestic Product by Industrial
Origin
(In billion pesos at constant 2000 prices). Philippines and CAR: 2015
INDUSTRY PHIL GDP CAR GDP CAR SHARE (%)
TOTAL 7,539.769 133.485 1.8

Agriculture, Hunting, Forestry & Fishery 719.748 12.659 1.8
a. Agriculture & Forestry 591275 12.451 2.1
b. Fishing 128.473 0.207 0.2
Industry 2,535.795 67.424 2.7
a. Mining & Quarrying 80.500 2.188 2.7
b. Manufacturing 1760.989 53.401 3.0
c. Construction 447.759 9.248 2.1
d. Electricity, Gas & Water Supply 246.548 2.587 1.0
Services 4,338.225 53.403 1.2
a. Transport, Storage & Communication 581.289 7.842 1.3
b. Trade & Repair of Motor Vehicles,
1,270.526 7.321 0.6
Motorcycles, Personal & Household Good
c. Financial Intermediation 546.714 5.229 1.0
d. Real Estate, Renting & Business Activities 861.492 13.891 1.6
e. Public Administration & Defense;
297.082 4.734 1.6
Compulsory Social Security
f. Other Services 781.122 14.385
Growth Rate (2014-2015) 5.9 3.7
Source: Philippine Statistics Authority (PSA). Totals may not add up due to rounding.

1.3. LABOR MARKET INDICATORS
Table 2. Employment Statistics and Labor Productivity by Major Sector, CAR 2010-2015
INDUSTRY 2010 2011 2012 2013 2014 2015 AVERAGE
Employment 94.9 95.0 94.5 95.4 94.5 95,2 94.9

Rate
Unemployment 5.1 5.0 5.5 4.6 5.5 4.8 5.1

Rate
5
Underemployment 15.7 14.6 15.5 14.1 13.3 20.8 15.7
Rate
Employment by Major Sector (in thousand persons)
Total 707 729 726 735 741 759 733
Agriculture 375 366 351 348 362 366 361
Industry 78 86 90 96 85 92 88
Services 255 277 287 291 295 300 284
Employment by Class of Worker
Wage & Salary 274 285 317 317 309 339 307
Workers
Own Account 250 270 246 260 260 254 257

Workers
Unpaid family 183 175 164 158 173 166 170

Worker
Labor Productivity by Major Sector (in pesos)
Agriculture 34,781 35,773 37,265 38,055 36,461 34,587 36,154
813,423 739,977 679,400 663,302 768,765 732,870 732,956

Industry
171,161 162,487 153,359 163,955 169,963 178,010 166,489

Services
Notes: Estimates as of August 2016, Totals may not add up due to rounding.
Source: Philippine Statistics Authority (PSA)
CAR's population was estimated at 1.722 million in 2015 increasing by an average 1.21
percent annually from 2010 which is well below the national average growth rate of 1.72
percent (Table 3). This rate of increase is also a marked slowdown from the average annual
growth of 1.7 percent between 2000 and 2010. CAR remains the least populates region in
the country in 2015 accounting for about 1.71 percent, lower that its 1.78 and 1.75 percent
share in 2000 and 2010 respectively.
Table 3. Population Magnitude, Growth and Distribution (in percent) by province/city,

CAR: 2000, 2010 and 2015
AVERAGE ANNUAL DISTRIBUTION
MAGNITUDE
PROVINC GROWTH RATE (0/0) (0/0)
E/
CITY 2000 2010 2015 2000- 2010- 2000-
2000 2010 2015
1 May 1 May 1 Aug 2010 2015 2015
Abra 209,491 234,733 241,160 1.14 0.52 0.93 15.3 14.5 14.0
6
Apayao 97,129 112,636 119,184 1.49 1.08 1.35 7.1 7.0 6.9
Baguio
252,386 318,676 345,366 2.36 1.54 2.08 18.5 19.7 20.1
City
Benguet 330,129 446,224 2.04 1.91 1.99 24.2 25.0 25.9
Ifugao 161 ,623 191 ,078 202,802 1.69 14 1.50 11.8 11.8 11.8
Kalinga 174,023 201,613 212,680 1.48 1.02 1.32 12.7 12.5 12.4
Mt.
140,631 154,187 154,590 0.92 0.05 0.62 10.3 9.5 9.0
Province
CAR 1,365,412 1,616,867 1722,006 1.70 1.21 1.53 100 100 100
Philippine 100,981,4
76,506,928 92,337,852 1.90 1.72 1.84
s 37
CAR
Share to 1.78 1.75 1.71
Phil
Source: PSA
CAR recorded the lowest population density in the country in 2015 at 84 persons per
square kilometer compared to the national average of 337. Baguio remains the most
densely populated in the region in the region and is in fact one of the highly urbanized
cities (HUCs) outside of the National Capital Region (NCR) with a density of more than
6,000 persons and is ranked fourth after Mandaue City, LapuLapu City and Angeles City.
It is projected that CAR's population will slow down from 1.82 percent for the period 2010-
2015 to just one percent in 2035-2040 (Table 4). Across provinces, the population in Abra
and Benguet are projected to grow the slowest in 2035-2040 at 0.68 and 0.92 percent,
respectively. The rest of the provinces are projected to grow by over one percent in the
same period.
Table 4. Average Annual Growth Rates of Population by Five Calendar-year Interval by

Province,
CAR: 2010-2045 (Medium Assumption)
REGION/
2010-2015 2015-2020 2020-2025 2025-2030 2030-2035 2035-2040
PROVINCE
Philippines 1.73 1.59 1.41 1.21 1.02 0.84

CAR 1.82 1.75 1.58 1.35 1.14 1.00
Abra 1.09 1.11 1.09 0.95 0.79 0.68
Apayao 2.06 1.93 1.76 1.50 1.27 1.09
Benguet 1.87 1.77 1.53 1.28 I .07 0.92
7
Ifugao 2.09 2.03 1.87 1.62 I .43 1.31
Kalinga 1.97 1.89 1.72 1.44 1.20 1.04
Mt.
2.01 1.97 1.83 1.59 1.39 1.27
Province
Source: PSA
In magnitude terms, CAR's population will reach the two million mark by 2025 and will be
around 2.5 million by 2040 (Table 5). Benguet will continue to be the most populous with
its population projected to reach the one million mark in 2035. The projected population of
the rest of the provinces will still be below 350,000 by 2040 with Apayao continuing to be
the least populated.
Table 5. Projected Total Population, CAR 2010-2040 (Medium Assumption)

REGION/
2010 2020 2025 2030 2035 2040
PROVINCE
Philippines 93,135,100 109,947,900 117,959,400 125,337,500 131,903,900 137,532,200
CAR 1,629,300 1,945,300 2,104,100 2,249,400 2,381,000 2,502,800

Abra 237,200 264,700 279,400 292,900 304,600 315,200
Apayao 113,900 138,800 151 ,500 163,200 173,600 183,500
Benguet 724,900 868,100 936,500 998,000 1,052,700 1,102,100
Ifugao 193,300 237,100 260,100 281 ,900 302,600 322,800
Kalinga 204,100 247,000 268,900 288,700 306,700 322,800
Mt.
155,900 189,600 207,700 224,700 240,800 256,400
Province
Source: PSA
With the projected population, a “demographic window” for the region will open, as with
the country, by 2015 where the population will be larger than the young and old
population. Consequently, the region must also take this opportunity to maximize the
demographic dividend arising from this change in the population age structure. The high
employment rate in the Cordillera Administrative Region was sustained at an average of 95
percent between 2010 and 2015. As such, the unemployment rate was at average five (5)
percent with the lowest rates recorded in 2013 and in 2015 (Table 2).
The challenge of reducing the underemployment rate continues which was at an average
15.7 percent, with the highest rate recorded in 2015 at 20.8 percent. The high
underemployment rate reflects the poor quality of jobs being generated as the
underemployed include all employed persons who express the desire to have additional
hours of work in their present job or an additional job, or to have a new job with longer
working hours.
8
Most of the employed are in the agriculture sector. Contributing to the high
underemployment is that almost half of the employed are in the agriculture sector mostly
located in the rural and hinterland areas in the region where work is seasonal or where
wages remain low (Table 2).
Also, even as the number of wage and salary workers has increased over the years, the
number of unpaid family workers has not significantly improved. Low labor productivity
in the agriculture sector. Seeming disjoint in the region's sources of growth and
employment is reflected in terms of labor productivity. Between 2010 and 2015, labor
productivity in industry was fourfold that of services and twentyfold that of agriculture
(Table 2). This signifies the need to improve either the productivity of the agriculture and
services sectors or to increase labor absorption in industry.
Based on projections using the 2010 Census of Population, the region's population
distribution is still considered broad-based (Figure 1).
The population of the younger age group 0-14 years old constituted about 32 percent of the
total population while those aged 65 and over was 0.05 percent. The working age group or
those aged 15-64 years old accounted for about 63.3 percent. This translates to a youth
dependency ration of 50.7, an old-age dependency ratio of 58. The dependency ration
indicates how many young or old dependents are being supported per worker or those
belonging to the working age population. That is, every 100 workers support 51 young
people and 7 elderly.
The 2015 population projection shows a slight change in the population age structure with
those belonging to the young age group accounting for a lower 30.7 percent while those in
the elderly group will remain unchanged, while the share of the working age population is
projected to increase to about 64.7 percent of the total population. This translates to a
lower young dependency ratio of 47.4 and a total dependency ratio of 54.7. The proportion
of those in the elderly group id projected to remain unchanged.
Figure 1. 2010 Census-Based Population Pyramid by Five-year Age Group and Sex
(Medium Assumption). CAR: 2010 and 2015
9
Population projections for 2020, 2030 and 2040 indicate a progression of a narrowing of the
base or young population, and a growing age and elderly population. By 2040, the young
dependency ratio is projected to be at 31.6, the old-age dependency ration at 11.8 and a total
dependency ratio of 11.8. That is, a smaller young population to support but an increase in
the number of the elderly to support.
CAR's population aged 0-14 is projected to peak in 2030 at 587,700 before declining in the
next decade to 551,600 (Table). The region's working age and elderly population are both
projected to peak 2040. But even as the total regional population growth rate has slowed,
the female population aged 15-49 or the number of women in the childbearing age group is
projected to steadily increase numbering 647,200 by 2040. This implies that the region's
population will continue to increase given that in the 2013 National Demographic and
Health Survey (NDHS) the totality fertility rate (TFR) in the region was at 2.9 compared to
the wanted fertility rate of 2.3 and from the ideal 2.1 or replacement fertility level. TFR
refers to the number of children a woman would have throughout the entire reproductive
or childbearing age subject to the prevailing age-specific fertility rate (ASFR).
By 2040, the young dependency ratio is projected to be at 31.6, the old-age dependency
ration at 11.8 and a total dependency ratio of 11.8. That is, a smaller young population to
support but an increase in the number of the elderly to support. Benguet including Baguio
City will be most challenged as population in these areas will continue to increase and
account for the biggest.
Table 6. Average Percentage Share of Employment by Service Subsector, CAR 2011-2015

AVERAGE SHARE IN TOTAL
SUBSECTOR
EMPLOYMENT FOR SERVICES
Transport, Storage and Communication 11.44%
Wholesale and Retail Trade 31.73%
10
Financial Intermediation 1.42%
Real Estate, Renting and Business Activities 1.65%
Public Administration and Defense,
15.72%
Other Services 5.52%
Hotel and Restaurants 7.8%
Education 10.78%
Health and Social Work 3.22%
Private Households with Employed Persons 4.21%
Extra-Territorial Organizations and Bodies 0%
Information and Communication 1.28%
Professional, Scientific and Technical
3.92%
Activities
Administrative and Support Service
3.92%
Activities
Arts, Entertainment and Recreation 0.64%
Source: PSA, RSET 2016
2. KEY EMPLOYMENT GENERATORS AND

EMERGING INDUSTRIES
2.1. KEY EMPLOYMENT GENERATORS

NUMBER OF FIRMS SHARE IN EMPLOYMENT
MEDIU LARG
MICRO SMALL LARGE MICRO SMALL MEDIUM
M E
Industry
2,045 108 11 9 5,248 2,903 2,117 9,442
(Total: 2,173)
Mining and
5 7 3 31 277 4,599
Quarrying
Manufacturing 1 ,980 68 3 6 4,683 1,412 455 4,081

Construction 33 23 4 144 842 821 762
EWGS 22 10 4 273 372 841
Water Supply,
Sewerage
Management 5 177
and
Remediation
11
Services (Total
14,819 1,085 15 21 37,850 22,595 2,595 13,311
15,940)
Transportatio
n,
Storage and 12 9 72 326
Communicatio
n
Wholesale and
7,846 318 6 18,480 5, 744 1,738
Retail Trade
Financial and
Insurance 314 122 989 1 ,524
Activities
Real Estate,
Renting and
Business 186 25 556 702
Activities
Other Services 944 38 2,481 484
Accommodati
on and Food
Service 2,920 286 6 8,925 5,971 1 ,237
Activities
Information
and
Communicatio 1 ,005 23 1 ,875 782 3,000
n
Financial and
Insurance 314 122 989 1 ,524
Activities
Real Estate
activities 186 25 556 702
Professional,
Scientific and
Technical 341 12 926 452
Activities
Administrative
and Support
Service 229 18 4 6 492 659 575 3,761
Activities
Education 209 199 5 6 999 5,129 783 3,786
Human Health
and Social
Work 584 23 3 1,214 501 1,026
Activities
12
Arts,
Entertainment
and 229 12 571 228
Recreation
Source: PSA, RSET 2016
The capacity of micro and small enterprises in CAR to generate employment is greatly
surpassed by large firms. Large establishments in the region employ 658 persons on
average, whereas micro firms only have an average of two employees each.
A. Agriculture
In 2015, agriculture growth continued to contract by 4.1 percent from tightening in 2014 of
0.3 percent. The sector's inflation-adjusted gross value added of PhP 12.658 billion
accounted for 9.5 percent of the region's economic output in 2015. This share is a reduction
from 10.3 percent of the previous year. The trend continues with the sector contributing 9-
11 percent of the regional output from 2013-2015 even as it employs about half of the
region's labor force.
The agricultural output and employment translate to a labor productivity of PhP 34,682, a
decrease of 4.81 percent from PhP 36,435 in 2014. This is in contrast to the labor
productivity in the services sector of PhP 178,000 per worker in 2015. Hence, enhancing
agricultural productivity remains to be a challenge and must therefore be integrated in
poverty reduction programs and growth strategies in the sector.
Agribusiness cluster is comprised of industries supporting farm production (animal and

crop), farm-related industries and indirect agribusiness which act as one body to achieve
economies of scale and strengthen networking with large markets.
The agriculture, forestry and hunting and fishing (AFF) industry which is customarily the
highest employment absorbing sector in the region has low gross value added turnover
resulting in low labor productivity for the sector.
One monetary unit for AFF is to 24 units in the industry and 3 units in the services sector,
respectively, reflecting disadvantageous labor productive potentials as compared to other
sectors. The potential for CAR to contribute largely to the country's production of high
demand agro-based products, particularly coffee, has yet to be realized.
B. Hotel and Tourism
The tourism industry composed of a conglomeration of a wide variety of services that

include food and accommodation services, transport services, retail and recreational
activities, also continues to grow as CAR's strength in tourism is gradually being
harnessed.
13
This industry, particularly transport, hotels and restaurants, retail, and other services,
posted sustained growth from 2011 to 2015. Real estate and financial intermediation growth
may also be attributed in part to tourism development in the region.
C. Wholesale and Retail Trade
Employment under industry is still the lowest, whereas it continues to increase in services.
Around 40 percent of the region's total employment is under the services sector, compared
to industry, which accounts for only 12 percent. The services sector accounts for an average
of 40 percent of the region's total employment, with around 31 percent falling under
wholesale and retail. This is mostly absorbed by the six large-scale retail firms in the
region.
D. Construction
Construction for both public and private, along with increased electricity generation
activities amid growing interest in renewable energy development specifically mini, micro
and small hydropower generation are also expected to contribute to industrial growth.
This industry accounts for around 49 percent of total employment for industry, and
mining 27 percent.
2.2. EMERGING INDUSTRIES
A. Aerospace
Manufacturing will continue to be the major source of growth with sustained though slow
pick-up in demand for electronics and for aircraft and aerospace machinery. Aerospace
relates to the science or technology of flight. A close relative is aviation; the subtle
difference is that aerospace extends to outer space while aviation is confined within the
Earth's atmosphere.
Aerospace manufacturing is high technology industry that produces "aircraft, guided

missiles, space vehicles, aircraft engines, propulsion units, and related parts. The industry
comprises the government and private industries that perform the institutional roles of
end-users, suppliers and manufacturers. Cordillera's major players are MOOG on the
demand side while Easter College and other technical and vocational training institutions
on the supply side.
B. IT-BPM
The services sector is projected to grow beM/een 6.3-7.3 percent per year with the gross
14
value added reaching PhP 81.44086.961 billion by 2022. This will come from (1) Information
Technology-Business Process Outsourcing activities; (2) sustained increase in tourist
arrivals that will spur trade, transport and health and wellness activities; (3) sustained
increase in student enrolment especially for higher education that will spur trade and
allied services.
The IT-BPM activities that is expected to spur real estate development, renting activities
and ancillary services specially with Baguio still in the list of the "next wave cities " for BPO
sector and with the proposed establishment of feasible economic zones in the other
provinces. With the projected growth of the economy, available jobs are expected to
increase reducing the unemployment rate that is targeted to be at 4 percent by 2022.
C. Mass Housing
The government recognizes the importance of quality dwelling especially in urban areas
where settlements have become concentrated due to the concentration of economic
opportunities. The Cordillera Regional Plan 2017-2022 thus aims to support communities,
marginalized sectors, local governments and the private sector in building safe and secure
communities.
Demands for housing in all provinces in CAR is increasing. The Housing and Urban
Development Coordinating Council (HUDCC) estimates a total 58,657 housing backlog for
the region as of December 2016. Although there are no homeless Cordillerans, the housing
backlog includes 15,331 doubled-up and 43,326 displaced households.
By 2040, the young dependency ratio is projected to be at 31.6, the old-age dependency
ration at 11.8 and a total dependency ratio of 11.8. That is, a smaller young population to
support but an increase in the number of the elderly to support.
3. OVERSEAS EMPLOYMENT
The following are the list of inflow and outflow of foreign workers in the Cordillera. It was
noted that most of the migrant workers came from Korea occupying positions in the
academe, while technical positions are being filled by Americans, British and German.
These positions are mostly located in industry sector.
3.1. INFLOW OF FOREIGN WORKERS

These are the quarterly list of foreign workers from January, July, October and December
2012-2016.
15
NUMBER OF JOB
OCCUPATION NATIONALITY
POSITIONS OCCUPIED
Academic Manager Korean 1

Chief Executive Officer Korean 1
Kitchen Staff Helper Korean 1
Country Manager British 1
Consultant/ Marketing
Manager Korean 1
Technical Consultant Croatian 1
Director for Academic Affairs American 1
Athletic Director UK 1
Teacher American 1
Teacher American 1
Teacher American 1
Teacher Korean 1
Business Development
American
Manager
IT Manager Malaysian 1
Manager Korean 1
Field Application Engineer Bangladesh 1
Manager Korean 1
President German 1
Director Korean 1
Marketing Transitions
British 1
Manager
Student Coordinator Korean 1
Business Coordinator Korean 1
Finance Director American 1
Marketing Manager British 1
Hairstylist Korean 1
Marketing Director Korean 1
Marketing Director and TSM Korean 1
Quality Control Consultant Ecuadorian 1
Test Engr. Design Supervisor British 1
Assistant Coordinator Korean 1
Sales and Marketing Korean 1
16
Chairman of the Board Korean 1
Acct. and Finance Manager American 1
Business Development
American 1
Manager
Academic Manager Korean 1
Machine & Tech Specialist Chinese 1
Export/ Import BD French 1
Operation Manager Korean 1
Consultant Australian 1
Manager Korean 1
Student Manager Korean 1
Chief Financial Officer Korean 1
Finance Manager Korean 1
General Manager Korean 1
Language Interpreter Korean 1
Marketing Manager Korean 1
Student's Adviser Korean 1
President German 1
Manufacturing Manager British 1
Product Engineering Leader British 1
Asst. Manager for Korean
Korean 1
Affairs
Hairstylist Korean 1
Language Teacher Korean 1
Vice President Korean 1
Chef Chinese 1
Executive Managing Director Korean 1
Game Consultant Korean 1
Game Chatter Korean 1
Director- Site Operations Korean 1
Senior Product Engineer British 1
English Language
Korean 1
Development Supervisor
Operations Manager Korean 1
17
Financial & Budget Officer Korean 1
Table Tennis Trainer Korean 1
Field Application Engineer Bangladeshi 1
Quality Control Consultant Ecuadorian 1
Sr. Consultant American 1
Interior & Exterior Design
Korean 1
Consultant
President German 1
Camp Manager Malaysian 1
Cook Korean 1
Student Manager Japanese 1
Student Manager Korean 1
Sr. Operations Manager Indian 1
High school Language
Chinese 1
Supervisor
Elementary Language
Chinese 1
Supervisor
Pre School Language
Chinese 1
Supervisor
Language Tutor Korean 1
Students Adviser Korean 1
President German 1
Consultant Finnish 3
Quality Control Engineer Korean 1
Hydropower Engineer Korean 1
School Administrator Korean 1
Student Counselor Korean 1
Chef Korean 1
Int'l Bus Travel Consultant Korean 2
Operations Manager Indian 1
Ground Sales Collector Indian 1
18
3.2. OUTFLOW OF WORKERS FROM CAR
The following are the results of outgoing professionals and workers from Cordillera to
various countries. It was observed that most of the positions that they are applying for are
in the medical and allied courses as well as in engineering fields with various
specializations.
TOP FIVE (5) OCCUPATIONS AND DESTINATIONS IN CAR:
CY 2014 (Total OFWs Processed: 7,945)

TOP FIVE (5) OCCUPATIONS TOP FIVE (5) DESTINATIONS
A. DOMESTIC HELPER A. KINGDOM OF SAUDI ARABIA
i. Household Service Worker
Total OFWs Processed = 1,999
ii. Nanny/Babysitter
iii. Private Driver/Houseboy *Common occupations: Engineer, Nurse,
iv. Live-in Caregiver Technician*
v. Cook
*Usually Deployed in Hong Kong, Singapore, United

Arab Emirates, Canada and Malaysia*

B. NURSE B. UNITED ARAB EMIRATES
i. General Nurse
ii. Nursing Aide Total OFWs Processed = 1,190
iii. Dental Nurse *Common occupations: Nurse, Engineer,
iv. Senior Nurse Technician, Domestic Helper*
v. Head Nurse
vi. Nurse Supervisor
*Usually Deployed in Kingdom of Saudi Arabia,
Singapore, United Arab Emirates and Qatar*

C. ENGINEER C. SINGAPORE
i. Civil Engineer
ii. Electrical Engineer Total OFWs Process = 754
iii. Planning Engineer
iv. Project Engineer *Common occupations: Nurse, Engineer,
v. Associate Engineer Domestic Helper*

United Arab Emirates, Qatar and Singapore*
Total OFWs Processed = 578
19
D. TEACHER D. HONG KONG
i. EFL/ESL Teacher
ii. Preschool Teacher Total OFWs Processed = 608
iii. Secondary Teacher
iv. Assistant Teacher
*Common occupations: Domestic Helper,
*Usually Deployed in Thailand, China, Indonesia, Driller/Operator
Vietnam and Cambodia*

E. TECHNICIAN E. CANADA
i. Aircraft Technician
ii. Machinist Total OFWs Processed = 326
iii. Mechanical/Auto Technician
iv. Laboratory Technician
*Common occupations: Live-in Caregiver, Food
v. Electronic Technician
Counter Attendant, Apiarist, Beekeeper*
vi. Apiary Technician

United Arab Emirates and Qatar*

F. OTHER COMMON OCCUPATIONS
i. Managers (Fast Food,
Store/Establishment)
ii. Sales/Sales Staff/ Sales Promoter
iii. Carpenter

A. NURSE A. KINGDOM OF SAUDI ARABIA
i. General Nurse
iii. Dental Nurse
iv. Senior Nurse
v. Head Nurse

United Arab Emirates, Kuwait and Qatar*
20
B. ENGINEER B. UNITED ARAB EMIRATES
i. Civil Engineer
ii. Electrical Engineer Total OFWs Processed = 532
iv. Project Engineer
v. Associate Engineer

United Arab Emirates, Qatar and Singapore*

C. DOMESTIC HELPER C. QATAR
ii. Nanny/Babysitter Total OFWs Process = 470
iii. Private Driver/Houseboy
iv. Live-in Caregiver
v. Cook
*Usually Deployed in United Arab Emirates, Kingdom

of Saudi Arabia and Cyprus*

D. SERVICE CREW D. KUWAIT
i. Barista
ii. Flight Attendant Total OFWs Processed = 295
iii. Receptionist
iv. Cashier
v. Food Server
*Usually Deployed in United Arab Emirates, Qatar,

Kingdom of Saudi Arabia*

E. ADMINISTRATIVE ASSISTANT E. OMAN
i. Executive/Assistant Secretary
ii. Follow-Up Clerk Total OFWs Processed = 117
iii. Archives Clerk
iv. Messenger
*Usually Deployed in United Arab Emirates, Qatar

and Kingdom of Saudi Arabia,*

i. Factory Workers (Taiwan & South
Korea)
ii. Farm Workers (New Zealand, Canada
and Japan
21
A. DOMESTIC HELPER A. KINGDOM OF SAUDI ARABIA
ii. Nanny/Babysitter Total OFWs Processed = 2,544
iv. Live-in Caregiver
v. Cook

United Arab Emirates, Kuwait and Qatar*

B. NURSE B. UNITED ARAB EMIRATES
i. General Nurse
iii. Dental Nurse
iv. Senior Nurse
v. Head Nurse

Singapore and United Arab Emirates *

C. TEACHER C. HONGKONG
i. EFL/ESL Teacher
ii. Preschool Teacher Total OFWs Process = 1,459
*Usually Deployed in Thailand, China, Indonesia,


D. ENGINEER D. SINGAPORE
i. Civil Engineer
v. Associate Engineer

United Arab Emirates, Qatar*

E. SERVICE CREW E. SINGAPORE
i. Barista
ii. Flight Attendant Total OFWs Processed = 117
iii. Receptionist
iv. Cashier
v. Food Server
22
and Kingdom of Saudi Arabia,*

i. Mechanic
ii. Technician
iii. Accountant
iv. Medical Personnel (Dentist, Doctor,
Rad. Tech, Lab. Tech)
v. Sales

A. DOMESTIC HELPER A. HONG KONG
ii. Nanny/Babysitter Total OFWs Processed = 1,004
iv. Live-in Caregiver *Common occupations: Domestic Worker,
v. Cook Houseboy/Driver*
*Usually Deployed in Hong Kong, Singapore, United

Arab Emirates, Canada and Italy*
Total OFWs Processed = 1,4872,792

B. NURSE B. KINGDOM OF SAUDI ARABIA
i. General Nurse
ii. Nursing Aide Total OFWs Processed = 797
iii. Dental Nurse
iv. Senior Nurse
v. Head Nurse *Common occupations: Nurse, Engineer, Domestic
Helper, Technician*

Singapore, United Arab Emirates, Qatar and Kuwait*

C. FACTORY WORKER C. UNITED ARAB EMIRATES
i. Machine Operators
ii. Manufacturer Total OFWs Process = 601
*Usually Deployed in South Korea, Taiwan & Japan* *Common occupations: Nurse, Engineer, Sales,
Domestic Helper*
23
D. TEACHER D. THAILAND
i. EFL/ESL Teacher
ii. Preschool Teacher Total OFWs Processed = 161
*Common occupations: Teacher, Trainer, Professor,
*Usually Deployed in Thailand, China, Indonesia, Manager*

E. ENGINEER E. QATAR
i. Civil Engineer
v. Associate Engineer *Common occupations: Engineer, Nurse, Domestic
Helper*
and Kingdom of Saudi Arabia*

i. Manager (Fast Food,
Store/Establishment)
ii. Technician
iii. Sales/Sales Staff/Sales Promoter
iv. Carpenter
Number of OFWs per Province (2014-June 2017)

PROVINCES/CITY 2014 2015 2016 2017 TOTAL
ABRA 111 102 183 111 526
APAYAO 9 4 11 9 26
BAGUIO CITY 2,112 3,020 6,232 4,413 14,335
BENGUET 1,696 2,015 3,359 2,757 9,583
IFUGAO 259 129 306 191 878
KALINGA 64 106 113 64 440
MT. PROVINCE 460 437 652 400 1,924
GRAND TOTAL 32,345
24
Number of OFWs per Province (2014 - June 2017)
MT. PROVINCE
KALINGA ABRA… APAYAO
7%
2% 0%
IFUGAO
3%
BENGUET BAGUIO CITY

52%
34%
ABRA APAYAO BAGUIO CITY BENGUET IFUGAO KALINGA MT. PROVINCE
4. PRIORITY SKILLS REQUIREMENT
4.1. IN-DEMAND SKILLS AND HARD-TO-FILL OCCUPATIONS
In-demand occupations refer to active occupations/job vacancies posted or advertised

recurrently by and across establishments/industries. These occupations have high
turnover/replacement rate and are essential in the operation of a company or business. On
the other hand, occupations which are considered hard-to-fill refer to those job vacancies
to which the employer/company is having difficulty or taking longer time to be filled
because job applicants are not qualified and/or there is no supply of job applicants for the
particular vacancy.
The list of in-demand skills and hard-to-fill occupations may come from various sources
such as major job fair statistics. PESO data (placed applicants), online job portals
(PhilJobNet, Kalibrr, JobStreet), and newspaper (vacancy ads). The industry in which the
occupation belongs must also be identified.
A. DEMAND
IN-DEMAND INDUSTRY
Call Center Agents IT BPM
25
Sales Clerk Wholesale and Retail
Cashiers Wholesale and Retail
English as a Second Language Teachers Education
Bookkeeper Construction, Wholesale and Retail, Services
Construction Workers/ Carpenter/ Skilled
Workers Construction
IT Specialist/ Staff Services
Food and Beverages Staff Hotel and Restaurant, Services
Administrative Assistant Services
Source: Job Fair Statistics, PESO Data, Online Job Portals, Newspaper Ads (2013-2016)
HARD TO FILL JOBS INDUSTRY

Accredited CPA (Back of the House) Services and Industry
Cosmetic Dentist/ Surgeon Health, Wellness and Medical Tourism
Mining Engineer Mining
Geologist Mining
IC Assembler Manufacturing
Skilled and with specialization Welders,

Carpentry, Mason, Electrical, etc. Infrastructure
Physicist Aerospace
Mathematical Engineering Aerospace
Project Engineers Construction, Mass Housing
B. SUPPLY
Academic Year 2011-2017
MAJOR DISCIPLINE GRADUATES

Business Administration and Related 20,205
Medical and Allied 16,480

Education Science and Teacher Training 12,038
Other Disciplines 7,942
IT Related 7,275
Engineering and Technology 6,872
Agriculture, Forestry, and Fisheries 2,866
Social and Behavioral Sciences 2,454
General 1,748
Humanities 1 ,295
Mass Communication and Documentation 1 ,067
26
Natural Sciences 774
Law and Jurisprudence 730
Service Trades 621

Trade, Craft and Industrial 582
Home Economics 546
Architectural and Town-Planning 528
Mathematics 386
Religion and Theology 215
Fine and Applied Arts 63

Source: CHED-CAR
Techvoc Graduates (As of June 2017)
SECTOR ENROLLED GRADUATES

Agriculture, Forestry and Fishery 490 215
Automotive and Land Transportation 1,783 507
Chemicals/ Plastics/ Petrochemicals 27 27
Construction 1 ,029 240
Electrical and Electronics 837 271
Garments 707 518
Human Health/ Health Care 1,706 827
Information and Communication Technology 724 645
Metals and Engineering 1,173 122
Processed Food and Beverages 468 411
Social, Community Development and Other 973 675
Tourism (Hotel and Restaurant) 3,764 1,718
TVET 597 466
Wholesale and Retail Trading 146 83
Others 6,284 5,734
Footwear and Leather goods 2 0
Source: TESDA CAR
C. LIFE SKILLS/SOFT SKILLS
The workforce should possess certain life skills or soft skills in order to be hired by the
employers. The following life skills/ soft skills were ranked by the stakeholders from
extremely important to important. It was noted that nobody from them rated the list as not
important.
27
The results shows that team work, stress tolerance, social perceptiveness, self-motivation,
problem sensitivity, planning and organizing, innovation, English functional, and multi-
tasking were rated as extremely important, while decision making, critical thinking and
creative problem solving were rated very important and math functional as important.
28
NCR
NATIONAL
CAPITAL
REGION
29
REGIONAL LABOR MARKET SITUATIONER NCR
NATIONAL CAPITAL REGION
KEY EMPLOYMENT GENERATORS
The National Capital

Region is composed of
sixteen (16) cities and one
(1) municipality: Caloocan,
Las Piñas, Makati, Malabon,
Mandaluyong, Manila,
Marikina, Muntinlupa,
Parañaque. Pasay, Pasig,
Quezon, Taguig,
Valenzuela, Navotas, San
Juan, and Pateros.
Population (2015) : 12,877,253

2
Area : 619.57 km
GRDP
FUTURE JOBS
Data Analyst, Human Resource and Organizational Specialists,

Product Designers, Specialized Sales Representatives, Senior
Managers, Engineers and Architects, Pilots, Aircraft Mechanics,
and Flight Engineers NCR's Gross Regional
Domestic Product (GRDP)
grew by 6.1% from 3B (2016)
to 3.2B (2017)
LABOR FORCE

decreased by 0.2
30
(2013) to 4.3% (2017).
NCR REGIONAL LABOR MARKET SITUATIONER
NATIONAL CAPITAL REGION
EMPLOYMENT
SHARE (2016)
POTENTIAL INVESTMENTS
Investments in the Service Sector remain to be promising for

the region as it was indetified to be the main employment and
AGRICULTURE economic driver in NCR. Occupations under said sector are
projected to grow such as the following:
0.21%
Agriculture and Forestry
0.27%
Fishing
INDUSTRY
9.03%
Construction
0.49%
Water, Electricity
and Gas Supply
0.04%
Mining and
Quarrying
9.78%
Manufacturing
SERVICES
The growing IT and business process outsourcing (BPO) industry
will continue to enjoy the incentives provided by the DTI
8.97% Transport and Storage through both the Philippine Economic Zone Authority (PEZA)
and BOI. However, there have been suggestions that BPOs in
Financial and Insurance the National Capital region will no longer receive generous
2.72% Activities
incentive packages to encourage firms to set up outside
Metro Manila thus, increasing employment opportunities in the
1.32% Real Estate Activities identified “next wave” areas.
Wholesale & Retail

Motor Vehicles
Compulsory Social
Security
31
1. INTRODUCTION
The National Capital Region (NCR)

serves both as the administrative
and political capital of the country.
It is the smallest region with 16 cities
and one (I) municipality and only
occupies 0.2% of total land area or
636 square kilometers. Of the land
use pattern in the region, 44.83% of
the land is residential while only
12.23% is for commercial space.
Industrial land use is at 7.62% while
institutional land is at 6.90%. On the
other hand, open space use for
parks and roads is at 28.43%.
Migration from the provinces is the

major reason as to why almost half
of the land area of the region is
allocated to human dwellings.
However, this may also crossover to
space being used as commercial
areas due to the rapid change of
economic activities in the area that requires available space to be maximized that led to the
hybrid structures of both living and commercial spaces. Likewise, lands that used to be
industrial areas are converted in to living and commercial space to give way to the
demands of time. Most of the players of industry sector, in particular manufacturing, has
transferred to nearby Regions Ill and IV-A as it offers spacious workplaces and tax
incentives through its economic zones and lower minimum wage compared with NCR.
In terms of population, it ranks 15th among the largest global urban agglomerations with a
population of 12,877,253 (based on the 2015 census of Population). An annual population
increase of I .58% from 2010 to 2015 was recorded in the region. According to the Metro
Manila Development Authority (MMDA), NCR has a population density of 18,553
compared to the country’s 308. It also has a 14.5 million daytime population as compared to
its nighttime population of 11.8 million. The 2.7 million difference are people coming from
the nearby areas of Bulacan, Pampanga, Cavite, and Rizal that are engage in its ever
expanding Service Sector such as wholesale and retail trade, call centers, and other related
employment. It is estimated that the region's population will be at 13,755,200 by 2025. Of the
NCR's total population, approximately 9,262,400 or 67.3% will be comprised of the working
population between 15 to 64 years. The huge percentage of this group is attributed to the
growing youth sector ages 15 to 34 years, which represents 46.53% of the total population or
4,309,700.
32
As one main destination of
rural dwellers seeking
better chances of
employment, NCR was
engulfed with informal
settlers. According to the
2011 data Of MMDA, there
are 584,425 number of
informal settler families in
the region of which 104,219
are living in danger areas.
These include the 60,134
settlers living in the
region's waterways that
clogged the drainage
system. In the same study, there is 659 kilometers of open waterways in the region of which
18% of it or 362.55 kilometers are not available to flood control equipment due to illegal
intrusion.
This situation coupled with the region's high vulnerability in meteorological hazards (as
about four to six typhoons pass NCR every year) to the region's susceptibility to flood. In
terms Of health, the region is likewise the main destination of the country’s populace
seeking medical treatment. There are 183 hospitals in the region with a bed capacity ratio
Of 1:419, a little lower to the World Health Organization's standard of 1:200. As for infant
mortality rate, the region recorded the lowest in the country at 14 infant deaths before
reaching the age of one (1) per 1,000 live births (2011 Survey on Family). Women population
in NCR was at 6,434,000. Of the total number of women in the region 68.3% or 4,135,600 are
working individuals. The youth sector represents 38.8% or 2,353,600 of the women
population. As shown in the succeeding graphs, the population in the region will continue
to grow but at a slow and reduced rate.
Graph 1. NCR Female Population

8,000,000 6,978,200 7,151,500 7,267,800
6,434,000 6,745,500
6,055,000
6,000,000
4,000,000
2,000,000
0
2010 2015 2020 2025 2030 2035
Source: Philippine Statistics Authority
33
Graph 2. Women Population Rate in NCR
Percentage Difference Rate
7
6
4
%
0
2010-2015 2015-2020 2020-2025 2025-2030 2030-2035
% 6.07 4.73 3.39 2.45 1.61
Most of region's population are working and therefore, are more exposed to hazards
related to employment. Stress due to work and its peripheral contributors add to the
growing health concerns in the region. The following are the identified leading cause of
mortality in NCR:
• Heart Diseases
• Pneumonia/Bronchopneumonia
• Cancer, all forms
• Coronary Heart Diseases
• Diabetes Mellitus
• TB, all forms
• Cerebro Vascular Diseases
• Hypertension
• Kidney/Renal Diseases
• Sepsis/Septicemia
2. EDUCATION
As the country's prime region, NCR is also home to various education institution that
caters to the development of its future workforce. Aside from employment search,
migration due to education is perhaps the second main reason for the influx of human
resource from the provinces and other rural areas. As education occupies the highest level
of importance, schools and other education institutions developed in the region.
The Department of Education (DepEd), in its 2014 data, reported 514 public elementary
34
schools and 251 public secondary schools in NCR. These schools cater to the 1,342,878
students in the elementary and 671,856 students in high school respectively. DepEd
likewise recorded the drop-out rates at 6.81% in elementary and 7.82% in secondary for SY
2012-2013. Economic reasons due to financial capabilities and needs were seen as the
primary reason to high incidence of the discontinuance of education. This likewise
stemmed from reasons such as the need to augment household income and early
commitment due to teenage pregnancy. As for tertiary education, even with high incidence
of drop-out, parents still opt for their children to be educated and finish a post-secondary
education degree. They put their hope in their children with the thought of education as
investment and their children are their unemployment insurance or old-age pension.
As for enrollment share, most students are enrolled in private schools. This may be due to
the following reasons:
• Preference of both parents and students to study in private schools as it may increase
the chances of employment after graduation;
• Rigid pre-college qualifications of State and Local Universities and Colleges;
• Availability of course offerings in private education institutions.
Below is the enrollment landscape in the National Capital Region:
Graph 3. Public vs. Private HEIs

LUCs, 5% Other Govt.
SUCs, 6% Institutions, 1%
Private HEIs,
88%
Source: CHED-NCR
The previously mentioned prevailing scenario contributed to the increase of higher

education institutions in the region. Below is the disaggregation of private and public
higher education institutions.
This demand for education coupled with the migration of post-secondary level students
created concerns for the higher education sector. It led to several pressing issues that
contributed to the decline in the quality of education such as the proliferation of
numerous higher education institutions, low access to quality education, and the disparity
between the oversubscribed and undersubscribed courses. In NCR alone, there are 434
higher education institutions with more than 2,000 course offerings. The Commission on
35
Higher Education (CHED) recorded about 200 applications for permit to operate degree
programs in 2014. As a result, many local universities and colleges operate in NCR that led
to increase in enrollment share competition.
This scenario further added to the decline of education quality as the resources of schools
are divided among its course offerings. Instead of focusing on a specific course where a
school can specialize, its resources are divested to other programs in order to cope with the
demands of commercialization. Likewise, it made schools accept incompetent faculty with
inadequate credentials so as deal with its increasing number of enrollees and students.
Further, schools tend to turn a blind eye on poor school facilities as funds to be allocated to
this development deplete.
On the other hand, some education institutions prefer to improve its facilities in order to
entice more enrollees and students. This further increase its commercial value as new or
enhanced infrastructure are being constructed, common among which are sports and
recreational facilities.
As commercialization proliferated in NCR, popular courses gained much foothold in the

mindset of the students and their parents. It resulted to the declining performance of the
graduates that further added to job and skills mismatch. As such, the products of the
academe did not specifically respond to the needs of the industry.
In 2014, CHED-NCR identified the following courses to be oversubscribed:
• Business Administration & Related Courses

• IT Related Disciplines
• Education Science and Teacher Training
• Engineering and Technology
• Medical and Allied Courses
Graph 4. Disciplines with High Enrollment (AY 2013-2014)

1,000,000 949,545
900,000
800,000
700,000
600,000
497,745
500,000 443,300
403,682
400,000
300,000 239,195
200,000
100,000
0
Business Education IT Related Engineering and Medical and
Administration Science and Disciplines Technology Allied Courses
and Related Teacher Training
Courses
Source: CHED-NCR
36
Though most of the identified oversubscribed courses are also included as occupations
under the Key Employment Generators of NCR in the previous results of Project JobsFit,
the graduates of said discipline may not be equivalent to the available jobs in the labor
market. This may result to further increase in both unemployment and underemployment
in the region.
For its part, CHED identified its priority courses and related disciplines to address the
manpower requirements of the labor market such as:
Agriculture and Related Fields Engineering

§ Agro-Forestry § Mechanical
§ Veterinary Medicine § Electronics
§ Agricultural Engineering § Communication
§ Agribusiness/Management § Metallurgical/Mining
§ Agricultural Entrepreneurship § Computer
§ Agricultural Technology § Biomedical
§ Agriculture § Chemical Geodetic
§ Fisheries § Electrical
§ BS Food Technology § Meteorological
§ Agricultural Economics § Geological
§ Sanitary
Maritime § Chemical
§ Industrial
§ BS Marine Transportation § Civil
§ Electronics and Communications
Communication § Petroleum
§ Bio Chemical
§ AB Communication
§ AB Journalism
§ AB Broadcasting
§ BS Development Communication
Science and Mathematics Information Technology
§ BS Math § Information Technology and Computing

§ BS Physics Studies
§ BS Biology § Multimedia
§ BS Chemistry § Animation
§ BS Marine Biology/Science § Programming
§ BS Applied Physics § Computer Science
§ BS Geology § Information System Management
§ BS Earth Science § Bachelor of Library Science & Information
System Major in System Analysis
§ BS Applied Mathematics
§ BS Statistics/Applied Statistics
§ Atmospheric Science
§ Environmental Science
37
Allied Health Teacher Education major in:
§ Pharmacy § Math
§ Radiologic Technology § Science
§ Medical Technology § Physics Chemistry
§ Physical Therapy § Reading
§ BS Nutrition § English
Arts and Humanities § Educational Media/Technology
§ Special Education (SPED)
§ Creative and Performing Arts § Human Kinetics
§ BS Religious Education § Physical Education and Sports Science
§ BS Philosophy § Bachelor of Physical Education major in
§ BS Theology School PE
§ Early Childhood Education
Social and Behavioral Sciences § Environmental Planning (for Teachers)
§ BS Psychology § Music Education
§ BS Social Work § Art Education
§ Human Development § Health Education
§ Guidance and Counseling
Architecture Business Administration and Related Courses

§ BS Architecture § BS Accountancy
§ Landscape Architecture § Business Data Outsourcing
§ Interior Design § Construction Management
§ Environmental Planning § Tourism
§ Fine Arts
§ Urban Planning
Teacher Education Business Administration and Related Courses

§ Bachelor in Technical Teacher
§ Real Estate
Education § Hotel and Restaurant Management
§ Values Education § Accounting Technology
§ Science and Math § Customs Administration
§ Astronomy § Management
§ Health Sciences
§ Pre-Dentistry and Dentistry
§ Arts and Humanities
§ AB Political Science
The identified priority courses are responsive to the enhanced education system the
country is currently implementing through the K to 12 Program and the cross-cutting
results of the two (2) previous JobsFit particularly in the fields of engineering, information
technology, and medical related discipline; among others. The NCR will benefit in courses
that are Service Sector related such as information technology, education, engineering,
and maritime.
As for Technical-Vocational track, the Technical Education and Skills Development

Authority (TESDA)-NCR conducted a consultation on 20 September 2016 to elicit from the
industry players its requirements. The following were identified as priority by the
participants of the consultation:
38
DEGREE OF NEEDS /
SECTOR/AREA PRIORITY SKILLS NEEDED
MAGNITUDE
Land Transport Driving NC Il 1 NC Ill 3 (High)
HEO (Backhoe, Bulldozer,
3 (High)
Construction Crane)
Land Transport Automotive NC Il 3 (High)
Information Technology Contact Center Services 3 (High)
Construction Tile setting 3 (High)
Construction Carpentry 3 (High)
Land Transport Small Engine Repair 3 (High)
Entrepreneurship Entrepreneurship Skills 3 (High)
Information Technology Animation 3 (High)
Information Technology Visual Graphic 3 (High)
Tourism Cookery 3 (High)
Tourism FBS 3 (High)
Tourism Bread & Pastry Production 3 (High)
Tourism Events Management 3 (High)
Electrical Installation
3 (High)
Construction Maintenance
Welding SMAW, GMAW, FCAW 3 (High)
Electronics Solar Assembly 3 (High)
Electronics Cell Phone Repair I (Low)
Others Language 3 (High)
Social Community and Other
Beauty Care 2 (Medium)
Development Services
Nail Art 2 (Medium)
Fashion 2 (Medium)
Woodworks Wood Engraves 1 (Low)
Electronic Products Assembly
3 (High)
Electronics Services
Jewelry Making 1 (Low)
Construction Scaffolding 3 (High)
Construction Masonry 3 (High)
Human Health/Health Care Hilot Wellness 3 (High)
Information Technology Computer Systems Servicing 3 (High)
Source: TESDA – NCR.
39
The results of the consultation are in congruence with the results of the two previous
JobsFit in the region that are still pertinent to the requirements of the industries.
Identification as "high importance" of Construction related occupations is in line with the
projection of the sector's growth in the coming years. On the other hand, Tourism related
professions are also identified on same level of importance as NCR is maximizing the
potentials of the sector. It is worth noting that woodworks occupy the least priority as
many of the locally made furniture are being manufactured in the nearby region and most
of the readily available furnishings being sold in the market are imported from other
countries such as Malaysia and China.
Source: TESDA-NCR
In August to October 2016, TESDA-NCR conducted a Barangay Based Consultation in

order to surface the desired training of stakeholders from the grassroots level. Ninety
thousand nine hundred nine (90,909) individuals were surveyed from 614 barangays of
which 78,402 preferred tech-voc training. Below is the Top 10 Barangay preferred training
program:
TOP 10 BARANGAY TRAINING PROGRAM

1. Computer Systems Servicing NC Il 9,957
2. Hairdressing NC I l 5 160
3. Automotive Servicing NC Il 3,810
40
4. Cook NC Il 3,579
5. Housekeeping NC Il 2,784
6. Massage Therapy NC Il 2,640
7. Food and Beverage Services NC Il 2,635
8. Welding 1,158
9. Motorcycle / Small Engine Servicing NC Il 1,110
10. Bread and Pas Production NC Il 1,084
Source: TESDA-NCR
From the results of the consultation, the preference of the respondents are in line with the
demands of the region's Key Employment Generators. Of the identified programs only two
are not included in the previous JobsFit results namely: Housekeeping and Hairdressing.
Housekeeping was the preferred training of most of the undergraduates, low-skilled

respondents whose option is for overseas employment. The result further reinforce the
view that the profession is low key and for workers with low educational background. As
for hairdressing, the region is teeming with establishments that cater to beauty services
however, small beauty salons do not require most of their workers any competency based
certification/s. This can be stemmed from the view that certified workers may demand for
a higher pay or compensation.
3. EMPLOYABILITY OF WORKERS
Employability of the graduates depends on the qualifications they have. As NCR is a

Service Sector dominated region, having the right post-secondary education is not enough
to ace employment. Most companies prefer for its workforce to possess the 21st Century
Skills. These skills are identified as combination of interpersonal skills such as
communication, social, character, and career attributes. Said characteristics are the
desirable qualities in employment that are not dependent on acquired knowledge mostly
in formal school setting.
The People Management Association of the Philippines identified its preferred skills and
competencies as follows:
• Problem solving/critical thinking ability

• Good communication skills
• A team player
• Productive and accountable
• With leadership potentials and sense of responsibility
• Creative and innovative
• Flexible and adaptable
• With initiative and can work with minimum supervision
• With good social skills
41
• Knowledgeable in Technology (ICT, Media)
Likewise, CHED identified the skills that are not adequately provided by the academe but
are needed by the industries such as Communication, Technical, and Numerical Skills.
The commission also identified the lack thereof as contributors in job mismatch.
The same concern surfaced in the results of the Philippine Talent Map Initiative. Soft
Skills such as Problem Sensitivity, Decision Making, Planning and Organizing, Innovation
and Creative Problem Solving were ranked as among the lowest skills from the
respondents who took the test in September 2016. On the other hand, skills such as English
and Math Proficiency, Multi-Tasking, and Work Ethics were identified to be in the top five
of the respondents' traits.
From the results of the initiative, one can derive that skills development should not be
solely the responsibility of the academe or the training institutions as the interests of the
students and the workforce in general on enhancing their capabilities should be their
priorities in order to meet the said gaps. The results likewise indicate the potentials to be
harnessed from the workforce as said skills are much needed by the Services Sector, the
primary employment driver of the Region, from the workforce as it will enable said sector
to be more dynamic and will be ascertained of its growth in the future.
4. ECONOMY AND EMPLOYMENT
The National Capital Region contributes 36.5% of the country's gross domestic product.
The region's economy accelerated from 5.9% in 2014 to 6.6% in 2015 due primarily to the
contributions of the Service Sector at 5.3% and Industry at 1.2% respectively. Agriculture on
the other hand is almost nil at 0.008%.
Graph 5. NCR continues to account for the largest share

of the national economy
ARMM, 0.70%
Other Regions, NCR, 36.50%

36.30%
III, 9.30%
IV-A, 17.20%
NCR III IV-A Other Regions ARMM

A comparative graph showing the NCR share as equivalent with the combined share of the other 15 Regions at
36.3%. Source: DTI-BOI
42
In the Labor Force Survey results released in January 2016, the Services Sector registered
the highest in the region at 81%. Wholesale and retail trade is at 22.6% followed by
administrative and support services at 9.1%. Transportation and storage ranked third at
8.7%. Industry in NCR is at 18.6% with manufacturing at 9.8% and construction at 8.4%
respectively. Agriculture registered the lowest among the three sectors at 0.5%.
In terms of Economic Performance, Services grew at 6.6% in 2015. Transportation, Storage,

and Communication grew from 6.0% in 2014 to 8.7% in 2015. Other Services and Trade also
accelerated from 3.4% to 5.7% and from 6.1% to 7.4% respectively. On the other hand, Real
Estate, Renting, and Business Activities experienced decline from 11.9% to 8.0%. The same
was also experienced by Financial Intermediation from 6.4% to 5.5%.
YEAR PHILIPPINES NCR

2010-11 3.7 3.2
2011-12 6.7 7.0
2012-13 7.1 9.2
2013-14 6.2 5.9
2014-15 5.9 6.6
Table indicates the economic performance of NCR in which the region accounts for the largest share
in the National Economy. Source: DTI-BOI
An increase Industry Sector's economic performance was recorded in 2015 from 3.3% to
6.5% which can be attributed to the activities under Construction that recorded an
acceleration of 5. I % from 4.3%. Electricity, Gas, and Water Supply also contributed at 5.7%
from 4.4% while Manufacturing accelerated to 7.0% from the previous 5.2%.
According to the results of the 2013 ASPBI Forum, NCR has 14,361 establishments or 41.45%
of the country's 34,394 establishments. It also has 50% revenue share or Php5.7 trillion of
the Philippines' PhpII.7 trillion. In terms of employment, it contributed 46.40% share or
1,817,358 employed in the region's establishments.
The largest number of establishments came from the Wholesale and Retail Trade with the
Administrative and Support Services leading employment. This is in consonance with the
results of the study conducted by the Department of Trade and Industry which identified
establishments under the Services Sector as the most numerous in the region.
CLASSIFICATION SECTOR NO. OF ESTABLISHMENTS

General Merchandise 116,412
Food 17,396
Garments 13,962
Pharmaceutical 5,140
Auto Supply 3,670
Trading Electronics and Appliances 2,897
Hardware 2,566
Office and School Supplies 1,877
Fashion Accessories 1,839
Gifts, Decors and House ware 1,470
Others, NEC 3791
CLASSIFICATION SECTOR NO. OF ESTABLISHMENTS

Food 37,823
Services
Professional 25,246
43
Real Estate 25,381
IT 20,887
Financial 7,930
Personal 7,732
Health and Wellness 7,770
Learning Institutions 4,751
Transport 2,677
Repair 2,636
Others, NEC 6,316
Note: 2013 extrapolated BPLO data using the distribution of establishments by sector in the City of Mama, Source:
DTI-BOI
Establishments under Manufacturing, though with small packets still in operation at NCR,
were likewise identified as follows:
NO. OF
CLASSIFICATION SECTOR ESTABLISHMENTS
Garments 1,611
Food 1,163
Footwear and Leather Goods 854
Plastic 761
Gifts, Decors and Housewares 746
Services Paper 641
Construction Materials 582
Office and School Supplies 567
Metal and Metal Works 552
Agri-based Products 552
Others, NEC 3,650
Note: 2013 extrapolated BPI-O data using the distribution of establishments by sectoring the City Of Manila. Source:
DTI-BOI
As for expenses, families in the region put priority on food which has a share of 36.5% of
total expenditure. It is followed by rental, gas, electricity, and water payment at 26.5% and
expenses for transportation is at 7.5%.
On the other hand, 55.2% of the families in NCR sourced their income from salaries. In
terms of income classification, families with an annual average of P 100,000.00 bracket is
about 60% in the region. Most of the families with below P60,000.00 annual income
bracket obtain their earnings in entrepreneurial activities and other sources.
The economic activities involved in the entrepreneurial undertakings are mostly in the
informal economy that composed most of the underemployed in the region. Low income
families engaged in retail trade such as "sari-sari" stores, eateries, food stalls, repair shops,
and dress shops; among others. Others peddle their goods and their services in the streets
such as the cigarettes vendors, food carts and shoe shine and repair.
However, some informal sector engage in small scale manufacturing with financial and
technical support from government agencies. The latest data from the DTI showed the
contributions of its MSMEs initiatives from 2014-2016 as follows:
MEASURE/INDICATOR 2014 2015 2016*

Jobs Generated 3,842 4,138 2,955
No. of MSMEs Assisted 10,835 12,040 10,713
44
Amount of Domestic
302.93 356.06 157.95
Sales Generated (Php M)
No. of approved BNR 97,400 89,755 72,005
No. of MSMEs who
26 20 26
availed of loans
*as of September 2016, Source: DTI-BOI
The keen interests of the low income populace of the region in entrepreneurial activities as
an effective alternate to wage employment were indicated through its job and sales
contributions. Benchmarking the success of the entrepreneurial initiatives in NCR is the
Balikatan sa Kaunlaran Foundation, Inc. through its Nenita/Ninay Dolls. The dolls,
dressed in both casual and formal Filipiniana attire, are manufactured in the City of San
Juan and are currently being exported in Europe and in the US.
The vibrant economic activities in the region resulted in the increase in employment rate
at 92.8% in October 2015 compared to 90.2 % in the same month of 2014. Unemployment
rate is at 7.2% in October 2015, a relative decrease from the 2014's 9.8%. On the other hand,
underemployment remain a primary concern in the region as it indicates the
dissatisfaction of the populace to their current economic undertakings and are still actively
looking for work to augment their income. Underemployment rate is at 12.9% in 2015
compared to 11.4% in 2014.
As of October 2015, the City of San Juan registered the highest Labor Force Participation
Rate at 69.7% followed by Pasay City at 67.5%. Paranaque City came in at third at 67.2%.
Marikina has the lowest rate at 56.3%. In terms of employment rate, Muntinlupa had the
highest rate at 97.1% followed by Marikina at 96.8% and Parañaque at 96.0% while
Malabon had the lowest employment rate at 84.8%.
LABOR FORCE PARTICIPATION RATE EMPLOYMENT RATE

NCR 62.4 NCR 92.8
Manila 62.5 Manila 91.5
Marikina City 56.7 Marikina City 96.8
Pasig City 60.5 Pasig City 91.2
Quezon City 61.0 Quezon City 94.5
San Juan City 69.7 San Juan City 92.7
Caloocan City 63.2 Caloocan City 90.7
Malabon City 60.5 Malabon City 84.8
Navotas City 60.5 Navotas City 90.5
Valenzuela City 64.9 Valenzuela City 87.7
Las Piñas City 65.9 Las Piñas City 89.8
Makati City 64.1 Makati City 90.2
Muntinlupa City 63.3 Muntinlupa City 97.1
Parañaque City 67.2 Parañaque City 96.0
Pasay City 67.5 Pasay City 92.6
Pateros 56.9 Pateros 94.4
Taguig City 58.3 Taguig City 94.5
Source: TESDA
Of the employed, about 26% have completed college education while 35.67% have completed
secondary education, the biggest group of employed in the region. Less than 10% of the
employed have not graduated from high school. The main group of employment is being
comprised of the laborers and unskilled workers at 23.4% mostly working at the construction
and manufacturing sectors. It is being followed by officials and employees of government at
45
17.2 % while the service workers made up the third largest group in the region.
Services sector employs more than three quarters of the total workforce in the region at 81.00/0
of the 4.8 million employed persons in NCR. The industry sector's share is at 19.7% while the
remaining proportion is the agriculture sector's share mostly engaged as fisher folks in the
Malabon, Navotas, Parañaque and Las Piñas areas.
Of the 4.8 million employed persons in the region, 56.1% were males. On the other hand, there
are more female college graduates among the employed. Of all the Key Employment
Generators, the women dominate the Services Sector in NCR, with the highest proportion of
employed Filipinas at 90.3%. Majority were employed in the Wholesale and Retail Trade
Industry (28.7%), Other Service Activities (10.6%), and Activities of Households as Employers
(8.9%).
The development National Capital Region can be seen in the table below, indicating the
changes in the Region's employment situation.
LABOR FORCE EMPLOYMEN UNEMPLOYMENT UNDEREMPLOYMENT

YEAR
PARTICIPATION T RATE RATE RATE
2011 63.7 89.6 10.4 15.2
2012 63.7 89.0 11.0 12.5
2013 63.2 89.8 10.2 10.4
2014 64.2 90.2 9.8 11.4
2015 62.4 92.8 7.2 12.9
2016 62.8 92.7 7.3 8.6
Source: PSA LFS Final Results
The Region's Labor Force Participation is a healthy indication that most of the youth
under the age bracket of 15-24 are engage in education and training instead of economic
activities. The steady decrease in the LFPR can likewise be attributed to the youth's deeper
appreciation of education as a means of having a secured future.
The employment situation in the region remains positive from 2011 to 2016. Sectors such as
IT-BPM, Wholesale and Retail Trade, and Construction are the major contributors to the
relative increase in employment generation for NCR. Even if the Region posted positively
on employment, the unemployment rate from 2011 to 2013 remains among the highest in
country. However, it decreases significantly from 2014-2016 due to economic activities
related to the Mid-term and National elections; increase in operations of various retail
outlets, stores, and food chains; and construction of different infrastructure.
As for the underemployment in the Region, the numbers indicated remains to be among
the highest and even exceed the national underemployment rate at some point. This can
be traced to the persistence of job and skills mismatch in the Regional labor market as
NCR is the "catch basin" Of most of the jobseekers from the provinces.
It is evident on the other hand, that the Region's optimistic performance in the labor
market can attributed to the number of initiatives relative to employment generation and
skills development such as:
• Expansion in the operations Of the IT-BPM Sector which contributed largely to the
increase in employment in the Region;
• Increase ventures under retail trade and the food chains;
46
• Continuous infrastructure enhancement and building to cope with the increasing
demands on housing, commercial spaces, and road repairs, among others;
• Increase in the interests and awareness of the populace on various Government
programs relative to employment such as Job Fairs, the Special Program for
Employment of Students, and Government Internship Program, to name a few;
• Intensified provision of Labor Market Information and Career Guidance through
coordination with the Region's Local Government, PESO, and academe (both private
and public schools).
Also worth noting are the contributions of the various bridging programs that intends to
enhance the capabilities and harness the youth's potentials in the labor market such as:
Special Program for Employment of Students

The program aims to increase the chances of its beneficiaries to continue and finish their
education by providing meaningful employment wherein the participating companies pay
for the 60% salary while the DOLE pays for the 40% remaining share. In 2016, a total Of
17,142 SPES beneficiaries engaged in work at the Local Government Units of NCR, Higher
Education Institutions, and retail trade establishments. The program beneficiaries are
engaged in the following occupations:
• Office Worker/HeIper
• Production Worker/Helper
• Service Crew
• Student Assistant
Government Internship Program

Another program with similar structure is the Government Internship Program (GIP).
Youth identified to be out-of-school and/or unemployed are given opportunity to work as
intern in different Government Offices. In 2016, a total of 2,830 interns worked as
administrative support in DOLE-NCR and its six Field Offices.
Various Advocacies: Career Guidance Employment Coaching and LEGS

Complementing the
skills enhancement
programs are the
Career Guidance and
Employment
Coaching, Labor
Education for
Graduating Students
(LEGS), and Anti-
illegal Recruitment —
Trafficking In Persons.
These programs aim
to increase the
awareness of the
students for their
eventual entry to the
47
world of work particularly on the requirements of the labor market, workers’ rights, and
ways to avoid illegal recruitment. In 2016, there are 398 Career Guidance advocacies
conducted covering 145,969 students/parents in 3,796 institutions while 284,278 job
applicants were coached for employment. Likewise, 146 LEGS were conducted in 94
schools/institutions with 50,417 participants.
Technical-Vocational Path: TWSP and KASH

TESDA, on the other hand, also provides interventions for the youth with techvoc
interests so as to hone their skills on trades related to the demands of the labor market.
The Training for Work Scholarship Program and Kasanayan sa Hanapbuhay are two of
TESDA's contributions to skills development.
2015 TWSP Output

ENROLLED GRADUATES ASSESSED CERTIFIED EMPLOYED
DISTRICT
F M Total F M Total F M Total F M Total F M Total
CaMaNaV
851 852 1,703 817 842 1,659 634 754 1,388 602 723 1,325 - - -
a
Manila 1,361 1,960 3,321 1,361 1,960 3,321 818 1,495 2,313 779 1,456 2,235 - - -
MuntiParL
3,903 5,136 9,039 3,840 5,033 8,873 2,804 4,075 6,879 1,852 3,430 5,285 538 1,131 1,669
asTaPat
PaMAMAr
8,909 6,130 15,039 8,896 6,126 15,022 6,655 4,626 11,281 6,513 4,489 11,002 99 133 232
iSan
Pasay-
1,696 2,444 4,140 1,697 2,449 4,146 1,176 1,681 2,857 1,110 1,606 2,716 719 1,090 1,809
Makati
Quezon
8,592 6,659 15,251 8,556 6522 15,078 5,195 4,496 9,691 4,973 4,238 9,211 28 38 66
City
34,40
TOTAL 25,312 23,181 48,493 25,167 22,932 48,099 17,282 17,127 15,289 15,942 31,77, 1,384 2,392 3,776
9
2016 TWSP (as of October 21, 2016)
2015-2016 KaSH Output

2015 2016
DISTRICT
ENROLLED GRADUATES ENROLLED GRADUATES
CaMaNaVa 968 304 1,384 167
Manila 18 13 28 25
MuntiParLasTaPat 731 866 966 678
PaMaMariSan 205 205 513 513
Pasay-Makati 684 548 274 177
Quezon City 1,754 692 1,235 271
TOTAL 4,340 2,628 4,400 1,831
*as of September 2016
48
5. POTENTIAL INVESTMENT IN INDUSTRIES
Investments in the Services Sector remain to be promising for the Region as it was
identified to be the main employment and economic driver in NCR. Occupations under
said sector are projected to grow such as the following:
POTENTIAL EXPECTED OCCUPATIONS EXPECTED NUMBER

INVESTMENT NEEDED OF VACANCIES
Integrated Circuit • Electrical Engineers
Design • Integrated Circuit Design
Engineer
Creative Industries / • Animators
Knowledge-Based • Software developers
Services (Covers startups • Game developers
of small newly • Health Information
incorporated domestic Management Systems
players / enterprises Professionals
only)
Ship Repair • Repair Assistants

• Repair Supervisors
Charging Stations for • Electric Vehicle Charging

E-Vehicles Station Installer
Maintenance, Repair • Aircraft Mechanic

and Overhaul (MRO) of
• Avionics Technician
Aircraft
• Aircraft Maintenance
Head
Industrial Waste • Waste Services
Treatment Engineering Manager
• Indoor Air Quality
Specialist
• Safety Manager / Officer
• Safety Engineer
• Environment and Safety
Engineer
Source: DTI Investment Priority Plan (IPP) 2014-2016
The growing IT & business process outsourcing (BPO) industry will continue to enjoy the
incentives provided by the DTI through both the Philippine Economic Zone Authority
(PEZA) and BOI. However, there have been suggestions that BPOs in the National Capital
49
Region will no longer receive generous incentive packages to encourage firms to set up
outside Metro Manila thus, increasing employment opportunities in the identified "next
wave" areas.
6. DIMINISHING JOBS
JOBS INDUSTRY
1 Teaching Services — Education
2 Accounting clerk Services — Administrative and Support
3 Driver Services — Transport and Storage
4 Messenger Services — Administrative and Support
5 Cashier Services — Administrative and Support
The Service industry ranked as the highest displacement in the National Capital Region,
with the Education sector leading the top five list according to the consolidated
Establishment Termination Report of the Region. The sudden rise was attributed to the
implementation of K-12 Law as mandated by the 2013 Enhanced Basic Education Act (RA
10533) that led to a number of private Higher Education Institutions (HEIS) in the country
to open and operate senior high schools nationwide.
The transition period from the current to the new curriculum system will take five years to
normalize as projected by the Commission on Higher Education (CHED). Not all
institutions will ease in the transition period as most private HEIS will be vulnerable to
loss of revenue—most of these establishments depend entirely on the tuition for salary of
their employees. A decline in enrollment means decrease in teaching loads resulting in a
diminished income or job losses.
Since NCR holds the highest number of private HEIs, the transition will adversely affect
4,806 personnel in the Region, according CHED Report in 2016. As such, these affected
workers will be at risk of losing jobs or facing pay cuts during the five-year transition (see
Table I). Of the total estimated affected personnel, 2,866 workers will come from the
Teaching category while the remaining 1,940 are Non-teaching. The numbers do not
include employees from state universities and colleges (SUCs) nor the local universities
and colleges (LUCs).
50
In order to mitigate the circumstances of displacement, the DOLE initiated a measure to
allay the effects of the K to 12 implementation through the DOLEAMP K to 12 Program.
This program provides for financial support and livelihood assistance to the displaced
workers for six months. Other Government agencies such as the DepEd, TESDA, and
CHED also provide interventions to the displace workers.
Source: CHED
Since its first implementation in 2016, a total of 119 displaced HEI personnel in NCR availed
of the program (see Table 2). Of the actual total number, one hundred two were mostly
Teaching staff (101 full time; I Part-time) while the remaining seventeen were Non-teaching
personnel (all full-time workers).
Table 1
Source: DOLE-National Capital Region
As for the other occupations identified, the inclusion is primarily due to the nature of the
position as entry-level and the practice of "endo" or "555". These positions are mostly
sourced-out from service providers bound by contracts with the principals. Further, the
above-mentioned results are in line with the succeeding table showing the decrease in the
51
Administrative and Support Services by the Philippine Statistics Authority.
INDUSTRY PERCENTAGE
Mining and Quarrying 16.09%
Administrative and Support Services 11.67
Accommodation and Food Services 9.71%
Source: Philippine Statistics Authority (Labor Turnover Statistics in National Capital Region,
Fourth Quarter 2016; released in April 2017)
Mining and Quarrying

Though the Region will not be directly affected with the reduction of workers in this
industry, it is worth noting that the industry's employment declined. Most Of the operators
of the mining firms maintain its main or coordinating offices in the Region. However,
direct operations for this industry, where most of the numbers of workers are engaged are
outside of NCR.
According to Philippine Statistics Authority report released in April 2017, majority of the
separation in the National Capital Region arises from mining and quarrying industry
(16.09%). Of the total percentage of separation from this sector, 14.79% were mostly
employer-initiated separations or lay-offs.
Leading online newspapers reported that the industry has been on a "stand-still" since the
issuance of Executive Order 791, which banned new mining contracts until the passage of a
new revenue-sharing scheme between government and industry. Likewise, the
retrenchment of mining workers and use of more part-time contractual employees also
contributed in the slowdown in mining production and investment.
Administrative and Support Services

Employees that voluntarily resigned triggered the high separation rates in the
administrative and support service by 11.67%. This could be attributed to the current
technological revolution in which machines are beginning to take over manual jobs such
as cashiers that involve redundant tasks. Latest findings, according to Asian Journal-
Philippines Report in 2017, showed that two thirds of anticipated losses will probably in the
office and administrative sector. Another contributing factor includes the growing trend of
outsourced assistance (also known as virtual assistant) that can offer cost-effective business
support services similar to a commonly hired skilled professional in a physical office
setting.
Accommodation and Food Services

Despite higher tourist arrivals, the accommodation and food service sector in Metro
Manila is also affected by these activities. The decline are possibly led by the prevalence of
direct flights from international locations to provincial destinations such as Cebu and
Davao, which makes stops in Metro Manila unnecessary (Colliers International
Philippines Report, 2016).
Competition is also intense in this sector, given the surging demand for rentals from both
1
Or also known as “Institutionalizing and Implementing Reforms in the Philippine Mining Sector, Providing Policies and
Guidelines to Ensure Environment Protection and Responsible Mining in the Utilization of Mineral Resources”
52
local and foreign tenants looking for places from budget to mid and high-end units
(iMoney Learning Centre Philippines, 2015). This concept has fueled people, particularly
Filipinos, to venture in this arena to make a passive income. Similarly, foreign nationals go
for the same idea to augment travel expenses such as inviting their friends and relatives to
stay in their acquired units in the region as it is cheaper than checking-in from an
expensive hotel.
The traffic congestion in NCR also negatively impacted the industry. Reports from the
United Nations World Tourism Organization (UNWTO) revealed that it slipped to an
average of 68% in the first half Of the year, a 1.6% point lower than the rates a year ago.
Hotel tour guides, based on actual interviews, found it very challenging to schedule a day-
tour in the region since the traffic prevents their hotel clients from seeing so much.
7. JOBS OF THE FUTURE
As the Region experience changes that demands innovation in order to cope with
development, employment must also mirror this development. Jobs in the future will
require highly technical skills and right qualifications that will deal with the emerging
trends.
Most of the occupations will center on the Services Sector as it compose about 80% Of
NCR's employment The following occupations are to be in-demand so as to drive
employment in the Region:
OCCUPATIONS INDUSTRY SKILLS REQUIREMENTS

Data Analysts IT-BPM Analytical and Numerical
Wholesale and Retail Trade (Mathematical)
Human Resource and Wholesale and Retail Trade Communication (English

Organizational Specialists Functional), Leadership, Social
Product Designers IT-BPM Creative and Innovative
Manufacturing
Specialized Sales Wholesale and Retail Creative, Social, Innovative,

Representatives Trade Communication (English
Hotel, Restaurant, and Functional)
Tourism
Senior Managers Manufacturing Communication,
Hotel, Restaurant, and Leadership, Analytical, Logical
Tourism
Media, Entertainment, and
Information
53
Engineers and Architects Construction Analytical and Numerical
(Mathematical),
Communication (English
Functional)
Pilots, Aircraft Mechanics, Transportation (Aviation) Analytical and Numerical

Flight Engineers Hotel, Restaurant, and (Mathematical),
Tourism Communication (English
Functional
8. THE EMPLOYED FOREIGN NATIONALS
All foreign nationals who intend to engage in gainful employment in the country shall
apply for Alien Employment Permit. In NCR, foreign nationals have a considerable share
of employment as the region contributes about 60% of the total alien employment in the
country.
Under the Revised Rules for the Issuance of Employment Permits to Foreign Nationals
(DO 146-15), “GainfuI Employment shall refer to a state or condition that creates an employer-
employee relationship between the Philippine based company and the foreign national where the
former has the power to hire or dismiss the foreign national from employment, pays the salaries or
wages thereof and has the authority to control the performance or conduct of the tasks and duties.”
However, the issuance Of AEP is not an exclusive authority for a foreign national to work
in the country as it is just one of the requirements for them to be employed gainfully in the
Philippines. They must secure permits and/or authority from other Government Agencies
such as the Department of Justice, Bureau of Immigration, and the Professional Regulatory
Commission.
The following are the data on foreign nationals issued with AEP:
NO. OF ISSUED NO. OF ISSUED

2015 2016
PERMITS PERMITS
Chinese 5,732 Chinese 7,201
Indian 1,768 Indian 2,815
Korean 1,134 Korean 1 ,463
Indonesian 944 Indonesian 1,410
Japanese 929 Japanese 1,309
Malaysian 692 Malaysian 836
Taiwanese 635 Vietnamese 763
Vietnamese 603 Taiwanese 707
American 381 American 446
British 319 Thai 379
Of the foreign nationals employed in the country, the Chinese are the most numerous in
54
both 2015 and 2016 data employed as Customer Service Representatives (CSRs). Said
profession also ranked first among the occupations.
In terms of disaggregation, CSR with specific skill such as Chinese speaking ranked the
highest. With said data, it may be concluded that the Filipino-Chinese are not interested to
be employed as CSRs. The following accounts for the reasons for their disinterest in being
engaged in the profession and in wage employment in general:
• Early exposure in entrepreneurial undertakings that hone their business acumen at a

young age and may result in establishing their own business in the future.
• Values that were developed at an early stage that put emphasis on business as an
important aspect of family unity.
• Inadequate proficiency on specific Chinese vernacular such as Mandarin and
Cantonese; among others.
Of the third reason, the Chinese language is divided into several regional dialects. In the
Philippines, the dominant Chinese tongue is Fukien, a dialect mostly spoken in the
southern part of China where many of the present-day Filipino-Chinese trace their
ancestry. As such, they are more used in speaking said dialect than Mandarin, the
universal vernacular of China, a dialect similar to the Philippines' Tagalog. On the other
hand, Japanese and Americans are mostly holders of the Treaty Traders Visa (9D) and are
engaged as technical advisers or consultants in mining, construction, and IT-BPM
companies.
9. GREEN JOBS
In the Philippines, the renewable energy sector is still in its infantile stage. Though the
concept has been long introduced in the country, development in this sector has been
relatively slow. There are five types of renewable energy namely hydropower, geothermal
power, wind power, solar power, and biomass. It accounted for 26.44% of the country's
energy requirements in 2013. As such, there has been a drive to increase its usage due to
the cost of using fossil fuel both in financial and environmental aspect. Given the
geographical situation of the country, the Philippines is more prone to the adverse effects
of climate change.
In order to respond effectively, the country legislated measures to ensure a holistic

approach in said concern such as: RA 9136 or The Electric Power Industry reform Act of
2001, RA 9367 or The Biofuel Act of 2006, RA 9513 or The Renewable Energy Act of 2008,
and RA 9729 or The Climate Change Act of 2009. Of the identified types of renewable
energy, only solar power has direct employment contribution in NCR. However, this
contribution remains to be minimal as the technology in the development and
manufacture of solar panels is not local. Most of the jobs to be generated will be in the
Service Sector under the Wholesale and Retail Trade such as:
• Technicians
• Engineers
55
• Marketing Officers
• Sales Consultants
To date, several structures in NCR opted to use solar energy as an alternative source. The
SM North EDSA parking building was among the first to install solar panels that currently
supply its electrical needs. St. Scholastica's College in Manila and St. Scholastica's
Academy in Marikina both use solar generated electricity to supply the needs of some
school facilities. St. Cecilia's Bldg. of St. Scholatica's Manila campus uses such energy to
supply the electrical requirements of its library, classrooms, and laboratory. Around Php 19
million was the reported savings of the school in its electricity consumption. Other notable
structures in the NCR that are currently harnessing solar power are the Asian
Development Bank, Asia brewery, Inc., MERALCO, Wilcon Depot, Manuel Luis Quezon
University, and St. Paul's College Parañaque.
On the other hand, the National Capital Region will be the primary consumer of the end
product of the other renewable energy generators considering the population of more than
12 million and the economic activities in the region. Corollary, the region will not directly
benefit from the employment needs of the other sectors as it will be concentrated in the
regions where the energy is primarily produced. The following occupations are the
identified needs of the other renewable energy sector:
• Engineers
• Technicians
• Researchers
• Chemists
• Foresters
• Agriculturists
Even if the region will not directly benefit from employment generation in most of the
identified renewable energy, NCR is home to the practice of constructing an ecofriendly
and energy saving infrastructure. The issue of climate change brought about the need to
create greener skills and jobs hence, the importance to apply the same effort and
principles for the building sectors. Majority Of the constructions methods, materials, and
products used for buildings are carbon-made and as such, is responsible to the significant
share of energy-related carbon emissions.
The development of a green structure has the potential to deliver many other benefits,
beyond that of carbon emission reduction. The existing buildings, however, are not an
exemption as it will require retrofitting the structures with energy efficient and renewable
energy technologies based on the joint study conducted by ILO and European Union in
2011. Though it may have higher initial costs, return of investment will be gained through
efficient operations. Occupations that have projected demands for this sector are the
following:
• Architects
• Engineers
• Energy Managers
• Marketing Professionals
• Green Building Trainers
• Certification Professionals
56
Highly specialized occupations engaged in safety and environmental practices are also
needed by companies such as:
• Pollution Control Officers

• Health, Safety and Environmental Managers
• Occupational Health, Safety and Environmental Officers
• Environmental Compliance Engineers
• Environmental Engineers
• Conservation and Environmental Protection Specialists
• Environment Consultants
As for biodiesel which is part of the green sector, the region is identified as one of the areas
wherein said fuel is being processed. Of the two types of workers under the sector; the
agricultural and industrial workers, NCR caters more to the latter. However, the region is
home to only four establishments in the production biodiesel. These plants involve
mechanized processes and as such, are not labor intensive with limited employment
opportunities in the region.
Most, if not all, of the occupations under the sector requires high technical knowledge and
capabilities. These occupations require personnel to be of college level education and
license to fill in positions such as:
• Chemist
• Laboratory Analyst and Laboratory Aide
• Chemical Engineer
• Electrical Engineer
• Mechanical Engineer
Corollary, these occupations necessitate people with the following competencies in order
to ensure the satisfactory operation of the plants and the quality of its products:
• Computer literacy
• Analytical Thinking and Problem Solving Skills
• Communication Skills
• Familiarity with Laboratory Equipment
10. THE IDENTIFIED KEGs
As the country's economic powerhouse, the Key Employment Generators of the National
Capital Region centers on its two major drivers, Services and Industry Sectors. There are
six (6) identified KEGs in the region namely:
• Transport and Logistics

• Construction
57
• IT-BPM
• Hotel, Restaurant, & Tourism
• Health & Wellness
• Wholesale, Retail & Trade
In line with this, DTI-NCRO also prioritized the following sectors relative to its priority
Industry Clusters:
• Health and Wellness

• Wearables and Homestyle (Tourism Support)
• Coffee
• Cacao
• Fruits and Nuts (Processed Food)
Except for Health and Wellness which was also identified as one of the KEGS, the
remaining four are contributors to the other employment generators such as Transport
and Logistics; Hotel, Restaurant, and Tourism; and Wholesale, Retail, & Trade.
TRANSPORT AND LOGISTICS

Transportation is defined as the physical movement of people, animals and goods from
one location to another. It is important as it enables trade and communication among
various sectors possible which resulted to economic advancement. In the National Capital
Region modes of transport operations include air, railways, water crafts and road vehicles.
On the other hand, logistics is defined in industrial context as the art and science of
obtaining, producing, and distributing material and product in the proper place and in
proper quantities as well as planning, implementing, and controlling procedures for the
efficient and effective transportation and storage of goods including services, and related
information from the point of origin to the point of consumption for the purpose of
conforming to customer requirements. This definition includes inbound, outbound,
internal, and external movements. In a military perspective, where it is being commonly
used, it can also include the movement of personnel.
From the above definitions it can be said that Transportation is the driver of logistics as it
is the manner to execute the plans. Logistics, however, is the car driver in the seat of
transportation as it is where strategies are planned. In other words, transportation is just a
part of logistics while logistics go beyond transportation. Based on the consultation with
the sectoral players, the following occupations were identified as employment demands of
the sector.
CONSTRUCTION
The definition of Construction as the process of constructing a building or infrastructure
is actually limited as the industry itself involves various procedures in order to realize the
completion of a certain project. As such, Construction corresponds to a system of
transactions that starts with planning design and financing; and continues until the
conclusion and use of the construction project itself.
Large-scale construction requires coordination across multiple disciplines. An architect
58
normally draws up the planned structure and at the same time oversee the process of
construction. Construction manager, design engineer, construction engineer or project
manager supervises its execution.
As the industry evolve,

effective planning is
pertinent for the
successful execution of
a project. Those
involved with the
design and execution
of the infrastructure
must take into
consideration its
budget, zoning
requirements,
environmental impact
of the project,
construction-site
safety, and the
availability and
transport of building
materials; among
others.
It can be said, that

infrastructure driven by construction, is a major factor being considered by investors
before establishing a business venture in an area. Roads and bridges and other facilities
that will serve as support to economic initiative play a vital role in economic growth.
In NCR, various construction activities abounds the landscape in order to cater to its ever
increasing demand. These construction activities are in response to the needs of the region
for both commercial and personal spaces. As such, construction remains to be among the
key drivers of employment and requires various skills that have to be supplied so as to
maintain its progress. From the sectoral consultation, the following were identified as jobs
needed by the industry.
IT-BPM
The Information Technology and Business Process Management is identified to be one of
the fastest growing sector and leading employment generators in the region as many of its
firms are situated in NCR.
According to IBPAP, the country's IT-BPM sector has already surpass India's standing in
voice-based services as of 2010, making the Philippines the number one provider of said
service in the global arena. It was likewise identified as the largest contributor in the local
BPO industry in 2011. Services offered in this industry is not only limited to voice-based as
it also includes healthcare information management, knowledge process outsourcing,
engineering, animation, and software development are gaining prominence in the global
BPO sector.
The growth in this sector can be attributed to the skills of the Philippine work force is
59
offering. Filipinos have an edge in voice-based services due to comprehension and
advantage in English communication, due to the fact that English is considered to be the
second language in the country. Strong customer service orientation and adaptability to
clients' culture coupled with dedication and willingness to learn are considered to be key
factors that set the atmosphere for foreign principals to invest in the sector. According to
key players of the sector, the following were identified as occupations that have to be
available in order to see through the continuous progress of the industry:
HOTEL, RESTAURANT, AND TOURISM

The National Capital Region serves as the major gateway to the country’s various
destinations. It is home to four airports and numerous land-vehicle terminals that cater to
either local and foreign travelers whose intention is both personal and business or a
combination of both.
According to the Department of Tourism, the region ranked first on the visitor arrivals
with a share of 307,596 or 61.18% in the country’s total number. It was estimated that an
average length of stay of a tourist is 10.31 nights and have an average daily expenditure of
PhP 4,904.10.
INTERNATIONAL ARRIVALS
JANUARY 2012-2016
2016 542,258
2015 479,149
2014 461,383
2013 436,079
2012 411,064
Source: MMDA
Despite the number of arrivals, the region has experienced predicament in terms of
occupancy in both high and middle end hotels in 2015. This can be attributed to the
following reasons:
• Direct flights from the tourists' countries of origin and connecting flights from NCR
airports to their primary destinations outside of the region such as Cebu and Davao;
among others;
• Development Of infrastructure and accessibility to transportation that enabled locals
from Regions Ill and IV-A to immediately return to their areas of origin;
Accessibility to loans and lay-away plans for payment in owning automobile;
• Worsening traffic situation in the region; and
• Increase in competition with new hotels, competitive rates, and other
accommodation services.
HEALTH AND WELLNESS

The Health and Wellness business is part of the large Services Sector that comprised most
of the establishments in the Metro. It is also a contributor in the region's economic and
employment atmosphere. According to the National Statistical Coordination Board (2007),
Health and Wellness is defined as “institutions that cater to activities of persons traveling
to and staying in places outside their usual environment for not more than one consecutive
year for health and wellness purposes not related to exercise of an activity remunerated
60
from within the place visited”
According to a study conducted by McCann, Filipinos at present are more conscious of

prevention rather than cure. In NCR where most of the information is readily available in
the web and in social media, the level of awareness is much higher compared to its rural
counterpart. The dwellers of NCR see the condition of being healthy as protecting
themselves in the harsh and unforgiving living conditions of the urban jungle. However, in
most parts of the country, being healthy is being equated to the absence of "being sick".
From the consultation with the regional players, the following occupations were identified
as being demanded by the sector.
WHOLESALE AND RETAIL TRADE

The sector, also called the Distribution Sector, is one of the largest players in the region.
The National Statistics Office defines wholesale trade as the resale of new and used goods
to retailers, while retail trade is defined as the resale of new and used goods for personal
and household consumption.
In the past, the wholesale trade sector was larger in operations compared to the retail
sector. It comprised approximately 40-50% of the distribution output. A decline in its share
during the 1980 was experienced and the retail trade activity increased particularly in the
199Œs, with an average 74% share.
The shift can be attributed to the change in economic perspective of the sector's players as
retail activities posted positive revenue yield. This was likewise heightened by the
proliferation of retail stores such as Department Stores that conveniently offers an array of
products and Boutiques with specialized high-end merchandise. Supermarkets also
debuted in the retail arena that likewise offers a variety of products that are easily
identified and suitably arranged for the consumers. Also, the development of the
"Supermalls" contributed in the increase of share of the retail activities. These
"Supermalls", under the concept Of "one-stop-shop", caters to consumers' necessities in
such a way that one need not to venture elsewhere as it made goods and services readily
available within its premises.
Aside from the traditional operation of the Distribution Sector which deals with “face-to-
face” interaction, an innovative form of selling and buying has been slowly making its
mark in the market; the Teleshopping. This form of retail marketing appeal at the
convenience of the consumers who can readily purchase products directly from the sellers
without leaving the confines of their homes or work stations. A similar scheme stemmed
from this concept with the advent of internet and social media through on-line shopping.
However, this medium of selling is being patronized by only a small fraction of the NCR
populace as most still prefer the "tried-and-tested" mode of shopping.
With the introduction and continuous innovations in the sector that aims to entice
consumers to spend, the workforce under the Wholesale and Retail activities needs to cope
with the ever changing dynamics of its operations. As most of the vacancies and jobs
available in this sector require people interaction, it is relevant that people seeking
employment in both Wholesale and Retail operation should have good communication
and people skills and should likewise be flexible and adaptable to the ever changing
dynamics of the sector.
61
REGION 1
ILOCOS REGION
62
REGIONAL LABOR MARKET SITUATIONER ILOCOS
REGION I - ILOCOS REGION

The Ilocos Region comprises

four (4) provinces: Ilocos
Norte, Ilocos Sur, La Union,
and Pangasinan.
Population (2015) : 5,026,128

2
Area : 13,012.60 km
GRDP
FUTURE JOBS
Ilocos’ Gross Regional

Farmers, Processors/Makers, Bookkeepers, Sellers, Cook,
Waiters, Managers, Bookkeepers, Cashiers, Utility, IT Personnel, grew by 5.8% from 257.3M
(2016) to 272.3M (2017)
Real Estate Broker, Sales Agent, Technical Laborer, Support
Personnel, and Supervisors
LABOR FORCE
NEW JOBS
Veterinarians, Quality Control Assurance Officers,

Agri-researcher, Agricultural Engineer, Fisheries
Technologies, Promodiser, Service Crew, Cashier,
Beautician and Massage Therapist The unemployment rate
increased by 0.6
percentage points
63 from 8.3%
(2013) to 8.9% (2017).
ILOCOS REGIONAL LABOR MARKET SITUATIONER
REGION I - ILOCOS REGION
EMPLOYMENT
SHARE (2016)
REGIONAL POTENTIAL INVESTMENT
The Department of Trade and Industry-Region I has reported

AGRICULTURE, HUNTING, that the Agriculture and Bamboo Industries have the potential
FORESTRY, AND FISHING to generate employment.
The production and processing of coffee, cacao and dragon

fruit were identified under agriculture; and the production and
27.41% processing of bamboo were identified under the latter
industry.
The production and processing of these goods were also
2.62% determined as potential investments in other existing industries.
Fishing
Agriculture, Forestry and Fishing, and Bamboo
Industries
Potential Investments: Production and processing of
INDUSTRY Coffee, Cacao, Dragon Fruit
9.21% Manufacturing
Construction Potential Investments: Processed Coffee, Cacao,
Dragon Fruit and Bamboo
0.30%
Water, Electricity
and Gas Supply Bamboo
0.35% Potential Investments: Bamboo
Mining and
Quarrying
Forestry
6.19% Potential Investments: Bamboo Furniture
Manufacturing
SERVICES In the Agriculture, Forestry and Fishing Industry, farmer

occupations are needed; the Manufacturing Industry will be
expecting the need for processors or makers; the Bamboo
7.14% Transport and Storage Industry will also be needing farmers; and the Forestry Industry
will be expecting the need for technical laborer, Support
Financial and
1.11% Insurance Activities personnel and supervisors occupations.

Wholesale & Retail
Motor Vehicles
Compulsory Social
Security
64
1. REGIONAL LABOR MARKET SITUATIONER
The region’s total population as of August 1, 2015 was 5,026,128 (POPCEN 2015) with an
average annual population growth rate of 1.09 percent from 2010-2015. The province of
Pangasinan had the highest population which registered 2,956,726, followed by La Union
with 786,653, province of Ilocos Sur with 689,668, and Ilocos Norte with 593,081.
In terms of annual average Population Growth Rate, the province of Pangasinan registered
the highest with 1.18 percent, higher than the regional level. The total population of Region
I accounted for about 5.0 percent of the Philippine population in 2015. The 2015 population
of the region is higher by 277,756 compared with the population of 4.75 million in 2010, and
by 825,650 compared with the population of 4.20 million in 2000. Refer to Table 1.
Table 1. Population of Region I - Ilocos Region

(Based on the 2000, 2010, and 2015 Censuses)
CENSUS
CENSUS POPULATION
REFERENCE
YEAR (IN MILLIONS)
DATE
2000 May 1, 2000 4.20
2010 May 1, 2010 4.75
2015 August 1, 2015 5.03
The population of Region I increased by 1.09 percent annually, on average, during the
period 2010 to 2015. By comparison, the rate at which the region’s population grew during
the period 2000 to 2010 was higher at 1.23 percent. See Table 2.
Table 2. Annual Population Growth Rate of Region I - Ilocos Region

Industry and Services Drive Economic Performance of Region 1 in 2016
Figure 1. GRDP Growth Rates,

Region 1: 2012-2013 to 2015-2016
8.40%
9.00% 7.00% ANNUAL POPULATION GROWTH
8.00%
REFERENCE PERIOD 6.40%
7.00% RATE (IN PERCENT)
5.40%
6.00% 2010-2015 1.09
5.00% 2000-2010 1.23
4.00%
3.00%
2.00%
1.00%
0.00%
2012-2013 2013-2014 2014-2015 2015-2016
65
The economy of Region 1 grew by 8.4 percent in 2016 based on the Gross Regional
Domestic Product (GRDP) estimates released by the Philippine Statistics Authority. The
accelerated growth in the region’s economy was brought about by the faster growth in the
Industry and Services.
Figure 2. Ilocos Region GRDP: 2014-2016

At Constant 2000 Prices
In 2016, the GRDP of Region 1 reached 257.2 billion pesos which was 20.0 billion pesos
higher than the recorded GRDP. The next figure shows the economic performance of the
region from 2012 to 2016. From a 7.0 percent growth rate in 2013, the economy of the region
grew slower from 2014 to 2015. However, in 2016, the economic performance of the region
accelerated to 8.4 percent, higher than the recorded country’s Gross Domestic Product
(GDP) growth rate of 6.9 percent during the same year.
66
Contribution to Growth
Figure 3. GRDP Contribution to Growth by Major Industry
Region 1: 2014-2016, At Constant 2000 Prices
Of the 8.4 percent growth in the region’s economy in 2016, Industry contributed the largest
with 4.7 percentage points, while Services contributed 4.1 percentage points. On the other
hand, AHFF pulled down the region’s economy by 0.4 percentage point.
Growth Rates by Industry

Figure 4. Industry Growth Rates by Sub-Industry
Region 1: 2014-2016 (At Constant 2000 Prices)
Meanwhile, Industry grew faster from 8.3 percent in 2015 to 17.9 percent in 2016. The
acceleration was due to the faster growth in Construction by 43.4 percent. In 2016, Mining
and Quarrying and Electricity, Gas and Water Supply also grew at a faster rate compared
to previous year by 12.0 and 5.5 percent, respectively. Manufacturing on the other hand
grew by 2.6 percent, slower than the 3.2 percent increase in 2015. Services accelerated from
7.1 percent in 2015 to 8.0 percent in 2016 with the faster growths of all its sub-industries
except Transportation, Storage and Communication. The biggest acceleration was
recorded by Publication Administration and Compulsory Defense with a growth from 1.3
67
percent in 2015 to 6.3 percent in 2016. Financial Intermediation also grew at a faster rate
from 5.8 percent in the previous year to 8.0 percent this year. Likewise, Other Services,
Trade and Real Estate, Renting, and Business Activities posted higher growths at 11.2, 8.0,
and 7.3 percent, respectively.
Figure 5. AHFF Growth Rates by Sub-Industry

Other services includes:
Education, Health and Social
Welfare, Hotel and Restaurants
and Recreation Activities. On the
other hand, Transportation,
Storage and Communication grew
on a slower rate from 6.9 percent
in 2015 to 5.3 percent in 2016.
Figure 6. Services Growth Rates by Sub-Diary

The Agriculture, Hunting, Forestry
and Fishing (AHFF) further
declined from negative 1.3 percent
in 2015 to negative 1.8 percent in
2016. The decline in AHFF was
attributed to the decline of its sub-
industries. Agriculture and
Forestry suffered reversal from a
growth of 0.4 percent in 2015 to
negative 1.6 percent in 2016.
Meanwhile, fishing improved, but
still negative, from 7.6 percent in
2015 to 2.6 percent in 2016.
68
Percent Distribution by Industry
Services contributed the largest

Figure 6: Percent Distribution by Major
Industry, Region 1: 2016 at Constant 2000 share in the region’s output in
Prices 2016 at 51.2 percent. The Industry,
on the other hand contributed
AHFF, 20.1
Services, 28.8 percent. Meanwhile
Industry, 51.2
28.8
Agriculture, Hunting, Forestry
and Fishing (AHFF) accounted
20.1 percent in the region’s
economic performance in 2016.
LABOR FORCE PARTICIPATION

The table below shows the employment indicators in the region from 2011 to 2015.
Employment rate has flattened for a period of five years. However, the results of the
October 2016 Labor Force Survey revealed an employment rate of 94.6 percent for Ilocos
Region which was 3.1 percentage points higher than the 91.5 percent employment rate
recorded in October 2015. The employment rate of the region was fourth among the lowest
across the 18 regions. Compared to the national figure, Ilocos region employment rate was
lower by 0.7 percentage point.
There has been a continued decline in the labor force participation rate (LFPR) since 2011.
From 62.5 percent in 2011, labor force participation rate has declined to 61.3 percent in 2015
INDICATOR 2011 2012 2013 2014 2015

Working Age Population, 15+
3,456 3,414 3,476 3,544 3,587
years (000)
Not in the Labor Force (000) 1,296 1,328 1,345 1,357 1,388
In the Labor Force (000) 2,160 2,086 2,131 2,187 2,199
Employed 1,976 1,915 1,954 2,003 2,014
Male … … … … …
Female … … … … …
Underemployed (000) 168 157 162 168 169
Unemployed (000) 184 171 177 184 185
Youth Employment … … … … …
NEET … … … … …
INDICATOR 2011 2012 2013 2014 2015

Labor Force Participation
62.5 61.1 61.3 61.7 61.3
Rate (%)
Employment Rate (%) 91.5 91.8 91.7 91.6 91.6
69
Underemployment Rate (%) 8.5 8.2 8.3 8.4 8.4
Unemployment Rate (%) 8.5 8.2 8.3 8.4 8.4
DEMAND
In Demand and Hard-to-Fill Occupations
The following list of in demand and hard-to-fill occupations are culled from PESO data on
placement report, and JobFair statistics. There has been a consistent demand in the
Construction, Sales/Marketing and Manufacturing.
Table 3. Key Employment Indicators Region 1 - 2011-2015

IN DEMAND HARD-TO-FILL
INDUSTRY INDUSTRY
OCCUPATIONS OCCUPATIONS
Piggery Workers /
Agribusiness Aircon Technician Air Tech
Technician
Call Center Agent /
Customer Service BPO Veterinarians Animal Care
Representative
Construction Worker Construction Architect Architectural
Helper Construction Chemical Engineer Chemical Industry
Heavy Equipment
Laborer Construction Construction
Operator
Welder Construction Masons/ Carpentry Construction
Manager /
Aircon Technician Corporate/Office Corporate
Supervisor
Management Info
Corporate/Office Branch Manager Corporate/Office
System Analyst
Office Assistant/Staff Corporate/Office Dental Assistant Dental Economics
Secretary Corporate/Office Electrician Electrical
Bagger Finance/Sales/Marketing Engineer Engineering
Cashier Finance/Sales/Marketing Accountant Finance
Collector Bookkeeper/
Finance/Sales/Marketing Finance
Investigator Accountant
Accounting
Financing Auditor Finance
Staff/Associate
Credit / Finance
Bank Office / Teller Financing Finance
Analyst
Accounting
Fish Feeder Fishing Finance/
Associate
Hotel and Restaurant
Hotel and Restaurant
Staff/ Crew
Service Crew Hotel and Restaurant Caregiver Healthcare
IT Specialist ICT/Business Industry Rigger Heavy Load Moving
Manufacturing/ Management Info ICT/Business
Factory Worker
Production System Analyst Industry
Manufacturing/ Industrial
Machine Operator Auto-electricians
Production Tech/Electrical
Manufacturing/ Collection
Processing Crew Lending / Marketing
Production Investigator
Production Operator Manufacturing/ Glass Cutter Manufacturing
70
Production
Clerks (Sales, Stocks,
Front Desk, Sales/Marketing Tailor Manufacturing
Inventory)
Credit and Collection
Sales/Marketing Cake Decorator Manufacturing
Officer
Manufacturing/
Drivers Sales/Marketing Sewer
Production
Promodiser Sales/Marketing Pharmacist Medical
Sales
Representative/Sales Sales/Marketing Pharmacy Assistant Medical
Officer
Doctor Medical
Medical Specialist Medical
Nurse Medical/Healthcare
Physical /
Occupational Medical/Healthcare
Therapist
Plumbers Plumbing
Psychometrician Psychological Svcs
Butcher Restaurant
Auto Mechanic Technology
Mechanical
Technology
Technician
71
2. DYNAMICS OF THE REGIONAL LABOR
MARKET
Industry Employment Growth

The table below shows the average employment growth rate by industry for the period
2013-2015. For the last three years, the industries with the largest increment in employment
are the following:
1. Wholesale & Retail Trade, Repair of Motor Vehicles Motorcycles and Personal
Household is the largest industry in terms of increment in employment with an
additional 42,000 workers from 2013-2015;
2. Other Service Activities (Education, Health and Social Welfare, Hotel and
Restaurant and Recreation Activities) saw an increase of additional 35,000 workers
from 2013-2015
3. Construction added a total of 26,000 workers from 2013-2015;
4. Public Administration and Defense, Compulsory Social Services had additional
29,000 workers from 2013-2015
The following industries showed a declining growth rate from 2013-2015:
1. Agri-Foresty (-2.43 %) shed 32,000 workers;

2. Transportation Storage and Communication (-6.85%) shed 20,000 workers;
3. Fishing and Aquaculture (-7.25%) shed 10,000 workers
4. Human Health and Social Work) (-9.72) shed 5,000 workers
Table 5. Industry Employment Growth (2013-2015)

GROWTH
MAJOR INDUSTRY 2013 2014 2015 INCREMENT
RATE
Agri & Foresty 643 655 611 -32 2.43
Fishing & aquaculture 61 67 51 -10 7.25
Mining and quarrying 8 9 10 2 9.39
Manufacturing 109 116 106 -3 0.95
Electricity, gas, steam and air
8 7 5 -3 17.09
conditioning supply
Water Supply, sewerage, waste
management and remediation 3 2 2 -1 21.44
activities
Construction 125 131 151 26 9.88
Wholesale & retail, repair of motor
379 414 421 42 5.49
vehicles
Transportation & storage 149 136 129 -20 6.85
72
Accommodation & Food Service
80 78 75 -5 3.13
activities
Information and communication 10 14 15 5 23.34
Financial and insurance 19 18 25 6 16.27
Real Estate Activities 1 3 3 2 100.08
Professional, scientific and technical 4 5 6 2 26.07
Administrative and support service 26 23 35 9 20.2
Public administration and defense,
92 109 121 29 14.61
compulsory social services
Education 78 72 72 -6 3.6
Arts, entertainment and recreation 19 24 24 5 12.81
Human health and social work 22 18 17 -5 9.72
Other service activities 126 138 161 35 13.13
Source: PSA Region 1
Emerging Industries (2013-2016)

Based on the report of Department of Trade and Industry-Region I, production and
processing of coffee, cacao and dragon fruit in agriculture and production and processing
of bamboo have the potential of generating employment in the region.
Coffee, Cacao and Dragon fruit Production and

Under Agriculture
Processing
Bamboo Industry Bamboo Production and Processing
Source: Department of Trade and Industry – R1
Potential Investment in Industries
EXPECTED OCCUPATIONS
INDUSTRY POTENTIAL INVESTMENTS
NEEDED
Agriculture, Forestry and Coffee, Cacao, Dragon Fruit
Farmers
Fishing Production and Processing
Processed Coffee, Cacao,
Manufacturing Processors / Makers
Dragon Fruit and Bamboo
Wholesale and Retail Trade Sari-sari Store, Mini Grocery Bookkeepers, Sellers
Cook, Waiters, Managers,
Accommodation and Food Kiosk, Food Stands, Eatery and
Bookkeepers, Cashiers and
Service Activities Restaurant
Utility
Information and
E-commerce IT Personnel
Communication
Building Rentals, Boarding Real Estate Broker, Sales
Real Estate Activities
House Agent
Bamboo Industry Bamboo Farmers
Bamboo, Rattan, Technical Laborer, Support
Forestry
Timber/Furniture Personnel, Supervisors
Construction of Category III of
Waste Management
IV Sanitary Landfill
DTI Region I reported potential investments in the Manufacturing, Wholesale and Retail
Trade, Accommodation and Food Service, Real Estate Activities and Information and
Communication Industry.
73
A. SUPPLY
Data on Employed/Workforce
Employment rate ticked up to 94.6 percent for Ilocos Region according to the results of the
October 2016 Labor Force Survey (LFS), which was 3.1 percentage points higher than the
91.5 percent employment rate recorded in October 2015. When compared with that of the
national figure, Ilocos region employment rate was lower by 0.7 percentage point.
The labor force participation rate (LFPR), decreased by 0.9 percentage point from 62.2
percent in October 2015 to 61.3 percent in October 2016. The rate is lower than the
country’s LFPR of 63.6 percent in the same period. There was an increase of 2.6 percentage
points in the percentage of employed males in Ilocos Region from 62.1 percent in October
2015 to 64.7 percent in October 2016. On the other hand, a decrease of 2.6 percentage points
was recorded among the employed females, from 37 percent in October 2015 to 35.3 percent
in October 2016.
74
By education, 49.6 percent of the employed persons in Ilocos Region attained high school,
about 24.2 percent of the employed persons reached college level, about 4.6 percent of the
employed persons attained post-secondary level, about 21.1 percent of the employed
persons attained elementary level, while the percentage of employed persons with no
grade.
Table 6. Percent Distribution of Employed Persons by Highest Grade Completed and Sex,
Philippines and Region I: October 2016
HIGHEST GRADE COMPLETED

Post-
Elementary High School College
Secondary
REGION
TOTAL NO GRADE
Graduate
Graduate
Graduate
Graduate
Graduate
Graduate
Graduate
Graduate
AND SEX
Under
Under
Under
Under
COMPLETED
Philippines
(Number
41,685 574 5,972 5,154 5,514 12,091 232 1,946 4,101 6,100
in
thousands)
Total 100 100 100 100 100 100 100 100 100 100
Male 61.4 65.0 72.8 63.5 68.0 62.4 57.6 53.1 58.8 43.7
Female 38.6 35.0 27.2 36.5 32.0 37.6 42.4 46.9 41.2 56.3
Ilocos
Region
(Number 1,987 9 143 277 253 731 5 86 171 310
in
thousands)
Total 100 100 100 100 100 100 100 100 100 100
Male 64.7 45.4 78.5 60.0 76.9 68.3 63.4 51.8 66.4 47.5
Female 35.3 54.6 21.5 40.0 23.1 31.7 36.6 48.2 33.6 52.5
Source: PSA, October 2016 Labor Force Survey
Table 7. Employed Persons by Industry 2010 – 2015

(In Thousands)
%
BOTH SEXES - EMPLOYED PERSONS 2010 2011 2012 2013 2014 2015
SHARE
Agriculture, hunting and forestry 746 743 672 643 655 611 29.95
Fishing and Aquaculture 64 84 61 61 67 51 2.70
Mining and Quarrying 4 7 8 8 9 10 0.49
Manufacturing 127 118 109 109 116 106 5.20
Electricity, Gas, Water 7 9 6 8 7 5 0.25
Water Supply, Sewerage, Waste
Management 3 2 2 0.09
Construction 98 115 123 125 131 151 7.40
Wholesale and Retail Trade, Repair of
Motor Vehicles Motorcycles and
Personal Household Goods 363 415 347 379 414 421 20.63
75
Hotels and Restaurant 48 51 67 55 2.70
Transport, Storage and Communication 135 145 145 149 136 129 6.32
Accommodation and Food Service
Activities 80 78 75 3.67
Information and Communication 10 14 15 0.73
Financing Intermediation 19 18 20 19 18 25 1.23
Real Estate, Renting and Business
Activities 35 40 3 1 3 3 0.15
Public Administration and Defense,
Compulsory Social Security 87 89 84 92 109 121 5.93
Education 63 69 70 78 72 72 3.52
Health and Social Work 20 21 19 22 24 17 0.83
Other community, Social and Personal
Service Activities 34 47 168 7.89
Private Household with Employed
Persons 97 117 13 8 6 0
Arts, Entertainment and Recreation - - - 19 18 24 1.17
Activities - - - 4 5 6 0.29
Activities - - - 26 23 35 1.72
Other service activities - - - 126 138 161 7.89
Activities of Extraterritorial
Organizations and Bodies - - - - - -
TOTAL 1946 2089 1919 1967 2044 2040
More than fifty percent (50%) of the total employment in 2015 came from Agriculture,
Hunting and Forestry with 29.95 percent share and Wholesale and Retail Trade, Repair of
Motor Vehicles Motorcycles and Personal Household Goods with 20.63 percent share of
the total employment. There has been a solid growth in the construction industry with a
continuing increase in employment from 98,000 in 2010 to 151,000 in 2015. However, while
there has been a decline in employment in Agriculture, Hunting and Forestry from
746,000 in 2010 to 611,000 in 2015, the industry still generate the most number of employed
persons contributing 29.5 percent share in the total employment in the region. There was
also a decline in employment in Manufacturing from 127,000 in 2010 to 106,000 in 2015.
Projected Number of Population and their Characteristics
The population of Region 1 is expected to increase from 4.2 million to over to 7.8 million in
2040, reaching 7 million in 2030. Of the 2010 Census population, female constitutes 49.80
percent of the total population.
76
Table 8. Projected Populations by Sex and by Five-Calendar Years by Region: 2000-2040
(MEDIUM
2000 2005 2010 2015 2020 2025 2030 2035 2040
SERIES)
Both sexes 4,220,900 4,682,700 5,172,900 5,673,600 6,160,900 6,629,900 7,079,500 7,498,200 7,873,600
Male 2,118,500 2,351,600 2,599,000 2,850,900 3,094,900 3,328,400 3,551,600 3,758,900 3,946,100
Female 2,102,400 2,331,100 2,573,900 2,822,700 3,066,000 3,301,500 3,527,900 3,739,300 3,927,500
Projected Number of Potential Workers with Required Education and

Skills
The regional consultation did not generate the available supply per industry. However, the
table below shows the number of 2016 assessed and certified workers from TESDA, the top
20 present and projected number of professionals from PRC and projected graduates by
discipline and Senior High School enrollees by program as of January 2016 from CHED.
The data below presents the projection of TVET and college graduates and registered
professional until 2022. It is expected that a total of 455,474 will be entering the labor force
by 2022.
DATA SOURCE PRESENT 2022

TechVoc Education and
Training (TVET) TESDA 4,887
Graduates
Higher Education
Institutions (HEIs) CHED 28,758 30,893.00
Graduates by Discipline
Registered Professionals PRC 157,719 339,468
Senior High School (SHS)
DepEd n/a 85,113
Graduates by tracks
TOTAL 191,364 455,474.00
Based on TESDA ROI report, Tech-Voc graduates has a stock of 3,941 certified skills.
Construction/Ownership dwelling and Real Estate sector accounted for 80.64% while
Agribusiness’ share is 19.35%.
77
Table 9. TESDA Assessed and Certified Workers by Sector 2016
AVAILABLE
INDUSTRY SECTOR QUALIFICATION
SKILLS
Agribusiness Agricultural Crops Production NC I 13
Agricultural Crops Production NC III 402
Animal Production (SWINE) NC II 43
Animal Production NC II 144
Aquaculture NC II 210
Fish Capture NC I 6
Horticulture NC II 98
Organic Agriculture Production NC II 30
TOTAL 946
Construction/Ownership, Dwellings Carpentry NC II 493
and Real State
Carpentry NC III 4
Heavy Equipment Servicing (Mechanical)
80
NC II
HEO - Backhoe Loader NC II 107
HEO - Backhoe Loader NC II 95
HEO - Bulldozer NC II 8
HEO - Bulldozer NC II 5
HEO - Forklift NC II 134
HEO - Hydraulic Excavator NC II 266
HEO - Hydraulic Excavator NC II 153
HEO - Motor Grader NC II 13
HEO - Rigid On Highway Dump Truck NC
62
II
HEO - Road Roller Compactor NC II 31
HEO - Wheel Loader NC II 124
HEO - Wheel Loader NC II 38
Masonry NC I 123
Masonry NC II 239
Plumbing NC II 217
Technical Drafting NC II 66
Tile Setting NC II 109
Shielded Metal Arc Welding 1310
(SMAW) NC I
Gas Metal Arc Welding (GMAW) 94
NC II
Gas Tungsten Arc Welding (GTAW) NC II 170
TOTAL 3941
Source: TESDA RO1
Based on the data of the Professional Regulation (PRC) Regional Office No. 1, the present
number of professionals has reached 157,719, and it is projected that the number will
increase to 339,468 projections until 2022.
78
Table 10. Top 20 PRC Registered Professionals (Projections 2022)
JOB / OCCUPATION PRESENT PROJECTIONS (2022)
Professional Teachers 82,231 175,857
Registered Nurse 43,334 94,063
Midwife 6,666 14,319
Criminologist 6,613 13,756
Civil Engineer 3,485 7,608
Pharmacist 2,243 5,010
Certified Public Accountant (CPA) 2,170 4,803
Medical Technologist 1,780 3,962
Physician 1,740 3,769
Registered Electrical Engineer 1,148 2,553
Agriculturist 1,441 3,044
Dentist 1,030 2,240
Social Worker 724 1,593
Registered Master Electrician 712 1,564
Mechanical Engineer 660 1,496
Architect 436 960
Radiologic Technologist 386 868
Physical Therapist 353 755
Real Estate Broker 298 667
Real Estate Appraiser 269 581
Source: PRC BOI
POTENTIAL WORKERS WITH REQUIRED EDUCATION

SKILLS
According to data provided by CHED, Region 1 will produce 28,758 graduates by 2016-2017.
Their projection is that the bulk of potential graduates will come from Business
Administration and related course, Education Science and Teacher Training, Engineering
and Technology, IT and Related course and Agriculture, Forestry and Fisheries courses.
79
GRADUATES BY DISCIPLINE PROJECTED
DISCIPLINE
2015-2016 2016-2017 GRADUATE
Agriculture, Forestry and
604 841 2,026
Fisheries
Architecture and Town Planning 131 126 101
Business Administration and
8,065 8,256 9,211
related
Education Science and Teacher
5,791 6,056 7,381
Training
Engineering and Technology 2,363 2,706 4,421
Fine and Applied Arts 13 9 *1
General 36 6 *1
Home Economics 75 3 *1
Humanities 433 496 811
IT and Related 3,626 3,406 2,306
Law, Justice and Jurisprudence 73 91 181
Maritime Education 1,376 1,089 *1
Mass Communication and
53 79 209
Documentation
Mathematics 159 161 171
Medical and Allied 2,334 2,054 654
Natural Science 276 412 1,092
Other Disciplines 1,741 1,678 1,363
Religion and Theology 45 26 *1
Service Trades 553 579 709
Social and Behavioral Sciences 457 631 1,501
Trade, Craft and Industrial 127 53 *1
GRAND TOTAL 28,331 28,758 30,893
Source: CHED ROI
According to DepEd Region I report, there are 85,113 enrollees for the K to 12 Program as of
January 2017. Majority of the enrollees preferred the General Academic Strand with 22,157
students, while 12,538 students preferred Science Technology Engineering and
Mathematics track.
Table 11. SHS Enrollment by Program as of 6 January 2017

ENROLLMENT
DIVISION SCHOOL
MALE FEMALE TOTAL
PUBLIC 76 1,159 3,419 4,578
Academic Track -
PRIVATE 135 1,378 3,880 5,258
Accountancy, Business,
LUC/SUC 9 94 273 367
and Management
TOTAL 220 2,631 7,572 10,203
Academic Track - PUBLIC 313 7,627 8,592 16,219
General Academic PRIVATE 166 2,851 2,945 5,796
Strand LUC/SUC 8 49 93 142
80
TOTAL 487 10,527 11,630 22,157
PUBLIC 85 1,674 2,159 3,833
Academic Track –
PRIVATE 104 906 1,252 2,158
Humanities and
LUC/SUC 13 130 231 361
Social Sciences
TOTAL 202 2,710 3,642 6,352
PUBLIC 0 0 0 0
Academic Track - Pre- PRIVATE 3 188 1 189
Baccalaureate Maritime LUC/SUC 0 0 0 0
TOTAL 3 188 1 189
Academic Track - PUBLIC 89 2,922 2,148 5,070
Science, Technology, PRIVATE 94 3,372 3,186 6,558
Engineering, and LUC/SUC 16 426 484 910
Mathematics TOTAL 199 6,720 5,818 12,538
PUBLIC 7 65 68 133
PRIVATE 10 2 5 7
Arts and Design Track
LUC/SUC 1 17 15 32
TOTAL 18 84 88 172
PUBLIC 1 32 17 49
PRIVATE 7 0 0 0
Sports Track
LUC/SUC 2 0 0 0
TOTAL 10 32 17 49
PUBLIC 337 14,653 11,555 26,208
Technical-Vocational- PRIVATE 145 3,450 2,886 6,336
Livelihood Track LUC/SUC 16 486 423 909
TOTAL 498 18,589 14,864 33,453
PUBLIC 28,132 27,958 56,090
PRIVATE 12,147 14,155 26,302
TOTALS
LUC/SUC 1,202 1,519 2,721
TOTAL 41,481 43,632 85,113
*Source: DepEd ROI
OUTFLOW OF WORKERS AND JOBSITE DATA
According to the data on OWWA Membership Processing Center, most of the domestic
workers in the region are employed as domestic workers, factory workers, seaman, nurse
and bosun. Since 2013, Region I OFW labor supply are found mostly in Saudi Arabia, Hong
Kong, United Arab Emirates, Singapore and Taiwan.
81
Table 12. Top 5 Skills of OWWA Members from Region 1 since 2013
SKILLS/OCCUPATION NO. OF OFWS
Domestic Workers 111,757
Factory Workers 18,732
Seaman 16,350
Nurse 11,055
Bosun (boatswain) 7,629
Source of data: Membership Processing Center, OWWA, Pasay City
Table 13. Top 5 Jobsites of OWWA members from Region I since 2013
JOBSITE OFW's
Saudi Arabia 105,263
Hong Kong 69,290
United Arab Emirates 46,245
Singapore 38,449
Taiwan 25,602
In demand overseas in Construction, Healthcare and Hotel and Restaurant

industry
JOB / OCCUPATION INDUSTRY
Foreman
Laborers
Carpenters
Tile Setter Construction
Production Steel Fixer
Crane Operator
Safety Engineer
Beautician
Assistant Beautician
All Around Beautician
Healthcare
Nurse
Massage Therapist
Caregiver
Waiter
Waitress
Cook
Receptionist
Housekeeper
Juice Maker Hotel and Restaurant
Housekeeping Supervisor
Barista
Butler
Cleaner
Butcher
Domestic Helpers Household Services
Saleslady
Salesman Sales/Marketing
Cashier
Car Polisher
Car Upholsterer
Trading
Welders
Painters
82
Aircondition Technician
Driver Transportation / Trucking
LMI DATA FINDINGS BASED ON REGIONAL CONSULTATION
The regional consultation in Region I was conducted on June 2017. The stakeholders have
validated the identified Key Employment Generators in the 2013 JobsFit Report. Results of
the validation is enumerated below:
New
KEGS SKILLS REQUIREMENT
Requirement
Agriculture
Veterinarians,
Quality Control
Assurance
Farm Machinery Operators, Farm
1. Crop Production Officers, Agri-
Technicians, Livestock Technicians,
2. Livestock Researcher,
Aquaculture, Marine Biologist, Fish Cage
3. Fishery Agricultural
Caretakers, Fishery Technicians
Engineer,
Fisheries
Technologies
Industry
Machine Operators, Production Crew,
1. Manufacturing Welders, Machinists, Tinsmith, Heavy
2. Construction Equipment Operators, Pipefitters, Welders,
3. Electricity, Gas and Water Tile Setters, Masons, Plumbers, Steelmen,
Engineers and Electricians
Services
Drivers, Auto Diesel Mechanics, Forklift
1. Transportation, Storage &
Operators, Electronics and Communications
Communication
Engineers, ICTs, Cellphone Technicians,
Front desk Personnel, Sales Personnel, Sales
2. Wholesale and Retail Trade Representatives, Customer Relations Officer, Promodiser
Market Analyst, IT personnel
Bookkeeper, Accounting Personnel, Appraiser,
3. Finance Teller, account Executive, Credit Investigator,
Collectors
Waiter/Waitresses, Baker, Barista, Bartender,
Butler, Chef, Cook, Food and Beverage
4. Private Services – Hotels and Attendant, Food Server/Handler, Front Office Service Crew,
Restaurants Attendant, Hotel Reservation Officer, Tour Cashier
Guide, Kitchen Specialist, Housekeeping
Service, Language Specialist
Nurses, Midwives, Dietician, Physicians,
Physical Therapist, Radiologists, Medical
Hospitals and Clinics Technicians, Cardiologist, Ophthalmologist,
Dentists, Orthopedics, Surgeon, Pharmacists,
Medical Transcriptionist, Medical Secretaries
Licensed Teachers, Special Education
Teachers, Researchers, Librarians, Licensed
Educational Institutions
Guidance Counselors, Accountants,
Registrars, HR Managers
83
Hairdressers, Barbers, Beauticians, Physical
Personal Care Therapist, Hair Stylist, Masseurs,
Dermatologist, Nail Artist
Domestic Helpers and Related Household
Workers, Production and Related Workers,
Nurses, Waiters, Bartenders and Related
Workers, Wiremen Electrical, Plumbers and
Pipefitters, Chairworkers, Cleaners and
Related Workers, Service Workers, Laborers/ Beautician,
Overseas Employment Helpers, Welders and Flame Cutters, Cooks Massage
and Related Workers, Caregivers and Therapist
Caretakers, Supervisor Production and
General Foremen, Carpenters Joiners and
Parquetry Workers, Bricklayers, Stone Masons
and Tile Setters, Machine Fitters, Assemblers
and Precision Instrument Makers
DESCRIPTION OF KEY AND EMERGING INDUSTRIES
Traditional Key Employment Generators

1. Agriculture (Crop Production, Livestock,Fishery)-
2. Wholesale and Retail Trade, Repair of Motorcycle Vehicles
3. Construction
4. Manufacturing
5. Transportation, Storage and Communication
Industries with increasing trend in employment

1. Wholesale and Retail Trade, Repair of Motorcycle Vehicles
2. Other Service Activities
3. Public Administration Defense, Compulsory Services
4. Construction
84
The regional consultation yielded the following workshop results on labor market issues
and challenges and non-skills related issues.
THEMATIC DESCRIPTION OF RECOMMENDED COURSES OF

AREA GAPS/CHALLENGES ACTIONS ACTIONS
For Dep-Ed and

CHED to
Upgrading of
Basic and mandate/give
Most TVL Teachers are NC qualifications of TVL
Higher provisions for the
I/NC II holders only teachers (NCIII/NC IV/TM
Education upgrading of
holders)
qualifications for
TVL teachers
Immersion issues (industries Early MOA
Early MOA signing with
may not prioritize SHS signing with
industry partners
students) industry partners
Resort to
Resort to Culminating
Culminating
Industry absorption activities in lieu of
activities in lieu of
immersion)
immersion)
Will there be enough Micro-financing from
Micro-financing
industries? Entrepreneurial TESDA Industry
from TESDA
opportunities? needs mapping
Coordinate with Bureau of
Career
No comprehensive Career Curriculum Development,
Guidance Dep-Ed to develop
Guidance Program in Elem and Bureau of Learner Support
and CGP
JHS System, and Youth
Advocacy
Formation Development
Increase/intensify Career
Insufficient Capacity Building Conduct CBT for
Advocacy Training
of Career Advocates CAs
Workshops
Increase/intensify
Temporary designation of Assign CA Focal/Point Career Advocacy
Career Advocates Person Training
Workshops
Technical Low enrollment of courses
Parents to be part
Vocational required to qualify for the in- intensify the advocacy to
of career guidance
Education & demand and hard to fill all HS graduating students
Program
Training occupation
to include at least
to enhance the curriculum
Poor English proficiency of 40 hours English
by adding English
graduates proficiency in the
proficiency subject
curriculum
to include success
Limited TVIs offering courses
TESDA to accredit stories of Techvoc
to fill the in-demand and hard
additional TVIs graduates during
to fill occupations
Career Guidance
request LGUs to
Educational Institutions to draft resolution to
tie up with the concerned enter MOA with
industry concerned
industries
85
Lack of Training Equipment for
Heavy Equipment Operators
TESDA to provide
to hire additional qualified
Limited number of trainors scholarships for
trainors
trainors
Develop a more
Accessibility of assessment Provide more assessment flexible
centers centers accreditation
program
TESDA, TVIs and
On the job- lack of companies to Establishments to concerned
training accommodate all trainees accommodate all trainees establishment to
forge MOA
Provide incentives
Labor
Global demand - work Manpower development Mobile Training
Market
opportunities abroad w/in the region Truck –Carpentry;
Information
Determine the manpower Training for soft
Limited skilled workers demand for local and skills (values,
overseas language)
Review the minimum Endorse to
Low minimum wage in Region I
wage in Region I RTWPB
Increased number of the hard -
to-fill positions/ skills due to the
Overseas high standard of qualifications, Increase the competency Trainings thru
Employment terms and conditions set by of job applicants/ workers TESDA, schools
overseas principals, and
employers
Industry
Intensive promotion and
Demands Lack of agri-based
advocacy on agri-related
and Hiring entrepreneurs
courses and jobs/careers
Practices
Non-availability of agri-related
workers/manpower for the
production of goods and “Farmers” to
processing of documents to “Agriculturists”
meet export needs/
international standards
Study possibility of
Low wage of agriculturists/
issuance of wage order
agri-technicians/agri-specialists
specifically on agri-wokers
Provision of proper
trainings to tour guides to
Lack of proper training of Tour
strengthen their
Guides (Tourism)
knowledge in the history
and culture of the areas
Politicized hiring system or Study the possibility of
“Palakasan System” resulting to deleting/modifying the
non-hiring of the most qualified discretion policy in the
applicant (Public appointment of employees
Administration and Defense) (CSC)
86
Moratorium of enrollees
Oversupply of some professions
for oversubscribed courses
Increase the
frequency of the
conduct of career
guidance and
Job applicants are choosy in Teach the values of hard
advocacy to junior
applying for job. work
high school
students (Grades
8-10) before they
graduate
Produce more trainers and
Absence of training certificates
assessors through
by skilled individuals who have
scholarships to assess the Adopt as a policy
not undergone training
skills and issue and
(carpenters, plumbers, etc.)
certificates
Non-skills Related Issues
AREA DESCRIPTION OF THE ISSUE/GAP RECOMMENDATION
TESDA, CHED and DEPED to

Industrial and limited trainings for teachers to teach
assist private schools trainings for
Sectoral Policies the K to 12 curriculum (all tracks)
the teachers
no college curriculum for the incoming CHED to provide policy to all
first batch graduates of K to 12 educational institution
For the educational institution to
establish their readiness to accept
K to 12 graduates
Social Protection Social protection solely paid by Labor education per employees &
Policies employers employers
Short supply of health and safety Provide scholarship for
officers occupational health officers.
Occupational
Safety & Health Low minimum wage in region I Increase in minimum wage
Policies
Create a law for payment of
Absence of Hazard Pay
hazard pay
Short supply of health and safety Provide scholarship for
officers occupational health officers.
Labor Market Sustain and intensify Labor laws
Below the minimum wage/salary
Policies compliance system
Extend the validity of the
High cost of business registration (DO
registration from 2 years to 5
174-17)
years
87
REGION 2
CAGAYAN
VALLEY
88
REGIONAL LABOR MARKET SITUATIONER CAGAYAN VALLEY
REGION II - CAGAYAN VALLEY

The Cagayan Valley

comprises five (5)
provinces: Batanes,
Cagayan, Isabela, Nueva
Vizcaya, and Quirino.
Population (2015) : 3,451,410
2
Area : 28,228.83 km
GRDP
FUTURE JOBS Cagayan Valley’s Gross

Regional Domestic Product
(GRDP) grew by 7.2% from
Entrepreneurs, Programmer, System Analysts, Specialized 139.5M (2016) to 149.6M
(2017)
Design Professionals, Soil/Geological Analyst
LABOR FORCE
NEW JOBS
Tour Guiding Drivers, Cook, Entrepreneurs,

Marketing, Driving, Skilled Heavy Equipment
Operators, Registered Psychometrician, Psychologist

remained at 3.2%89 (from 2013
to 2017); lowest recorded in
both years
CAGAYAN VALLEY REGIONAL LABOR MARKET SITUATIONER
REGION II - CAGAYAN VALLEY
EMPLOYMENT
SHARE (2016)
GREEN JOBS
Cagayan Valley Region has also reported industries that

require green-collared jobs, those work in the agricultural,
AGRICULTURE, HUNTING,
manufacturing, research and development, administrative,
FORESTRY, AND FISHING
and service activities that contributes to preserving or restoring
environmental quality.
50.27%
Certain jobs determined per industry are identified as
shortages . Provided below are the list of industries and
respective green jobs with the required skills:
0.61%
Fishing
INDUSTRY
6.61%
Construction
0.20 %
Water, Electricity
and Gas Supply
0.40%
Mining and
Quarrying
2.83%
Manufacturing
SERVICES
5.13% Transport and Storage
Financial and Insurance

0.88% Activities
0.07%Real Estate Activities

Wholesale & Retail
Motor Vehicles
Compulsory Social
Security
90
INTRODUCTION
Keeping up with the fast pace of developments in the labor market is essential for
developing policy and for organizations making employment decisions that will have great
impact in the economy particularly on a regional level. Based on studies, ASEAN
economies such as the Philippines, Malaysia and Thailand are moving towards achieving
the status of newly industrialized countries following the path of the first tier countries of
Singapore, Hong Kong, Republic of Korea, and Taiwan.
In pursuit of achieving this status, these countries must gain a competitive edge in terms of
producing high quality products, generating technical progress and improving market
efficiency and networking, especially at the international level. As developing countries,
the level of local technology and skills in the Philippines, Malaysia and Thailand are most
likely to develop in the next decade. (390 R. Ismail, I. Yussof).
The key to improving labor market competitiveness in the country’s economy lies in
raising human resource capabilities; that is, to make appropriate investments in human
capital through higher education and professional training in order to more efficiently
generate and manage new technologies. In this aspect, there are government agencies
that may be tapped in order to support human resource capabilities.
In this new era of intensified globalization and international competition, our country can
no longer rely on cheap labor to gain competitiveness, we must continue to invest in our
human resource, since the high growth industries of the future such as the information
technology (IT) and biotechnology industries, require an increasingly skilled labor force.
In Region 2, emerging IT-BPO and bio-ethanol industries indicate the ability to create a
skilled human resource base which is crucial for the development of other sectors in the
region. Economists argue that by not developing human resources, these countries’
competitiveness in attracting investors and eventual employment in the region is likely to
be adversely affected.
The aim of this Report is to examine the extent to which labor market competitiveness
affects the inflows into the region’s economy using a the simple analysis of the data
collected and to provide greater understanding regarding the role of investing in
productive activities beyond what could be achieved the region.
Region 2 has proved to be remarkably resilient in its economy despite the unpredictable
fluctuation in the market. In order to further boost the economy of the region, the
Government through its concerned agencies, the employers and labor organizations
should agree on the need for modernization and requalification of education and training
systems, in order to enrich basic and vocational qualifications and skills and enhance
industrial competitiveness and the quality of services.
91
Table 1.1: Labor Market Indicators

INDICATOR 2011 2012 2013 2014 2015
Working Age Population, 15+years (000) 2217 2243 2265 2305 2332
Not in the labor force 754 742 793 774 781
Labor Force (000) 1463 1501 1472 1531 1551
Employed (000) 1417.86 1464.55 1423.67 1472.36 1510.46
Underemployed (000) 248.13 162.57 222.09 148.71 194.85
Unemployed (000) 45.36 36.01 48.58 58.16 40.32
1. Youth unemployment 1 3.8 4.2 2.9 4.3
2. NEET (Not in Education, Employment 14 13 16 15 23
or Training)
Labor force participation rate (%) 66 66.9 65 66.4 66.5
Employment rate (%) 96.9 97.6 96.7 96.2 97.4
Underemployment rate (%) 17.1 11.1 15.6 10.1 12.9
Unemployment rate (%) 3.1 2.4 3.3 3.8 2.6
The increase and intractability of unemployment in the region cannot be traced to any
single, simple cause. One key aspect, however, is certainly demography. As the working-
age population has expanded and participation rates have risen, the economy has proven
unable to keep pace by creating jobs. To grasp the nature of unemployment, we must
consider the qualitative changes in the demand for labour especially that the data and
information are already provided.
Labor Market Indicators
2500
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Data
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2011 2012 2013 2014 2015
92
A. DEMAND
In-demand skills and hard-to-fill occupations
HARD TO FILL
IN-DEMAND SKILLS INDUSTRY INDUSTRY
OCCUPATIONS
Call Center Agent Cyberservice Mechanical Engineer Construction
Wholesale / Retail
Cashier Web Developer Cyberservice
Trade
Construction Worker/ Skilled
Construction Agriculturists Agribusiness
Carpenter
Mason Construction Electrical engineer Construction
Hotel and
Waiter Restaurant & Veterinarian Agribusiness
Tourism
Banking and
Accountant Heavy equipment operator Construction
Finance
Hotel and
Teacher Education Food Technologist Restaurant and
Tourism
Electrician Construction Animator Cyberservice
Teaching Professionals for

Transport &
Driver the handicapped and Education
Logistics
disabled
Painter Construction Landscape artist Construction
B. SUPPLY
In-flow of Foreign Workers
NUMBER OF JOB
POSITIONS OCCUPIED
Accounting Manager Chinese 1
Accounting Supervisor Chinese 1
Assistant General Manager Chinese 1
Assistant Manager Indian 1
Assistant Operation Manager Chinese 1
Assistant Treasurer Chinese 1
Asst. Accounting Staff Chinese 1
Asst. Casino Manager Chinese 1
Asst. Executive Chef Chinese 1
93
Asst. Head Cook Chinese 1
Asst. Head Cook Shift 2 Chinese 1
Asst. Pit Manager Chinese 1
Asst. Treasury Manager Chinese 1
CCTV Inspector Chinese 1
Chief Treasury Manager Chinese 1
Chinese Supervisor Chinese 1
Civil Engineer Chinese 1
Consultant - Concreting Supervision Norwegian 1
Customer Service Manager Chinese 1
Director Indian 1
Dredging Ship Asst. Technical
Chinese 1
Supervisor
Dredging Ship Supervisor Chinese 1
Dredging Ship Technician Chinese 1

Electronic Door Lock Technician
Chinese 1
Supervisor
Environmental Control Systems
Chinese 1
Supervisor
Executive Chef Chinese 1
Fiber Optics Intaller / Camera
Chinese 1
Technician
Finance Manager Chinese 1
Fire Alarm Sprinkler Specialist Chinese 1
General Manager Indian 1
Graphics Designer Indian 1
Head - Operations Indian 1

Instrumentation Inspection &
Indian 1
Assessment Manager
Interpreter Chinese 1
IT Programmer Chinese 1
Manager - Sales Indian 1
Marketing Consultant Korean 1
Online Office Supervisor Chinese 1
94
Pelotary Spanish 1
Pit Supervisor Chinese 1
Port Service Manager Chinese 1
President Spanish 1
Project Consultant American 1
Project Coordinator Chinese 1
Purchasing Staff Chinese 1
Sales Manager American 1
Sales Supervisor Indian 1
Senior Agricultural Expert Indian 1
Shift-In-Charge Operations Controller Indian 1
Shuffle Room Inspector Chinese 1
Site Manager Korean 1
Solar Heater Technician Supervisor Chinese 1
Treasury Supervisor Chinese 1
UPS Team Leader Chinese 1
Vice President of Marketing American 1
Vice President of Sales Canadian 1
Warehouse Custodian Chinese 1
Warehouse Supervisor Chinese 1
Water Cooling System Specialist Chinese 1
Accounting Officer Chinese 2
Accounting Staff Chinese 2
Call Center Agent Chinese 2
Casino Manager Chinese 2
Chef / Cook Chinese 2
Concierge Chinese 2
Finance Officer Chinese 2
Guest Services Officer Chinese 2
Hotel Manager Chinese 2
95
IT Technician Chinese 2
Mining Engineer Chinese 2
Purchasing Supervisor Chinese 2
Satellite Supervisor Chinese 2
Sewage Treatment Plant Specialist Chinese 2
Admin Asst. Chinese 3
Card Shuffling Supervisor Chinese 3
Pilot Indian 3
Chinese Coordinator Chinese 4
Genset Technician Team Leader Chinese 4

IT Staff Chinese 4
Manager Chinese 4
Receptionist Supervisor Chinese 4
Supervisor Chinese 4
CCTV Staff Chinese 5
Operations Manager Malaysian 5
Pitboss Chinese 6
Cashier Chinese 8
Receptionist Chinese 11
Cook Chinese 13
Customer Service Representative Chinese 14
Marketing Officer Chinese 17
Telebet Representative Chinese 25
Table Supervisor Chinese 41
Coordinator Chinese 98
Chinese Telebet Agent Chinese 185
96
2. DYNAMICS OF THE LABOR MARKET
A. DEMAND

AVERAGE EMPLOYMENT
INDUSTRY
GROWTH RATE (2013-2015)
2013 2014 2015
Agriculture, Forestry and Fishing 57.4 55 57.3
Mining and Quarrying 3.8 1.6 5.4
Manufacturing 37.7 33.4 33.3
Electricity, Gas, Steam and Air Conditioning Supply 1.9 1.6 1.8
Water Supply; Sewerage, Waste Management and 59.5
56.6 59.3
Remediation Activities
Construction 4.5 4.9 4.7
Wholesale and Retail Trade 13.5 37.8 38.4
Transportation and Storage 4.8 11.1 13.7
Accommodation and Food Service Activities 1.8 6.2 5
Information and Communication .2 .5 .6
Finance and Insurance Activities .8 1.8 2.3
Real Estate Activities - - -
Professional, Scientific and Technical Activities .1 .9 .4
Administrative and Support Service Activities 1.1 1.9 3.1

Public Administration and Defense; Compulsory Social 12
4.2 12.8
Security
Education 3.2 9.9 9.1
Human Health and Social Work Activities .8 2.4 2.3
Arts, Entertainment and Recreation .3 .9 .8

Other Service Activities 4.1 11.9 11.6
97
14
12
10
8
6
Growth Rate
(2013-2015)
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Industry
2013 2014
Emerging Industries
EMERGING INDUSTRIES
Micro-Small-Medium Enterprises
Information and Communications Technology
Automotive
Tourism
Education/Academe
Housing and Leasing
Mining
Manufacturing Industry
Feeds and Dairy Processing
Construction
Accommodation and Food Services
Green Engineering
Life Skills/Soft Skills

EXTREMELY VERY LIMITED NOT
TOTAL IMPORTANT IMPORTANT
IMPORTANT IMPORTANT IMPORTANCE
Work Ethics x
Team Work x
98
Stress
x
Tolerance
Social x
Perceptiveness
Self-Motivation x
Problem
x
Sensitivity
Planning and
x
Organizing
Multitasking x
Math
x
Functional
Innovation x
English
x
Functional
English
x
Comprehension
Decision
x
Making
Critical
x
Thinking
Creative
Problem x
Solving
Green Jobs
SKILLS SURPLUS /
INDUSTRY GREEN JOBS SHORTAGE
REQUIREMENTS
Enhanced National
Forest Conservation & Foresters/ Forest Shortage
Greening Program
Development Extension Officers
(ENGP)
Protection of Flora
Foresters, Biologists, Shortage
Biodiversity Management & Fauna &
Agriculturists
protected areas
Heat/Ventilation and Air- Shortage
HVAC Technician Technician
Conditioning (HVAC)
PV Systems Inadequate
Electric Power Industry
Engineer Manpower due
PV Systems Service Installation of PV to Lack of
Technician System including Skilled Workers
PV Systems Testing and Repair and Technical
Installer Training
PV Systems Repair Centers for the
Technician Job
Photovoltaic Shortage
Small/Private Industry (Solar Systems Photovoltaic Installer (Technicians are
Power) Installation and and Technicians not certified)
Servicing
Geodetic Engineers, Shortage
Land Management Land Investigations
Agriculturists,
99
Criminologists, LLb
Graduates
Automotive Emission Testing Technician Shortage
Solar Power Shortage
Electrical Electrician/ Installer
Installation
Manufacturing Feeds Processing Skilled Worker Shortage
Dairy Processing Skilled Worker Shortage

Green
Skilled Workers and Shortage
Construction Engineering/Build-
Professionals
Back-Better
Potential Investments Industries

EXPECTED EXPECTED
POTENTIAL NUMBER OF
INDUSTRY OCCUPATIONS
INVESTMENT VACANCIES
NEEDED
Forest Ranger
Bio- Chemist &
Landscape
Agriculture, Forestry and Fishing X
Architectural
Services
Mining
Engineers,
Metallurgical
Mining and Quarrying Engineers, Heavy
Equipment
Drivers and
Operators
Factory Workers,
Feed Mill,
Equipment
Processing Plants,
Manufacturing Operators, and
Cement and Steel
Other Skilled
Production
Workers
Biomass/Biofuel
Energy, Solar
Electricity, Gas, Steam and Air Electric
Energy and Other
Conditioning Supply Engineers
Hydro-Electric
Power Plants
Water Supply; Sewerage, Waste Plumber
X
Management and Remediation Activities Pump Operators
Sanitary
Engineers,
Environmental
Engineers
Civil Engineers,
Public Works, Construction
Construction School Building Workers,
(Public and Private) Mechanics,
Electricians,
100
Heavy Equipment
Drivers and
Operators,
Material
Engineers,
Foreman,
Draftsmen,
Architects,
Geodetic
Engineers
Wholesale and Retail Trade X Travel Agents
Managers,
supervisors,
administrative
and accounting
staff, marketing
assistants,
customer
relations staff,
mechanical
engineers,
Car Dealers
mechanics and
technicians,
utility officers,
safety officers,
building
administrator,
safety officers,
security officers,
pollution offers,
drivers
Transportation and Storage X Tour Operators
Transportation
Engineers, Urban
Planners
Activities
Information and Communication
Management
Finance and Insurance Activities X Accountants,
Accountants
Capacitate
Legitimate Real
Real Estate Activities Potential Real
Estate Brokers
Estate Brokers
Engineers
Professional, Scientific and Technical More Licensure Professional
Activities Examinations Teachers and 3700
Registered
Professionals
101
X Tour Guides
Activities
Public Administration and Defense;
X Legal Consultants
Trainor of Guides
Education X
& Agents
Teachers for
Specialized Skills
Teachers for
Trainings on
Senior High
specialized field
School
Human Health and Social Work Opening of New Social Worker

Activities Profession Environmentalist
Arts, Entertainment and Recreation
Land
Other Service Activities X
Arrangement
New Occupations
SKILLS
NEW OCCUPATIONS INDUSTRY
REQUIREMENTS
Tour Guiding Drivers,
Tourism Related Jobs Tourism Cook
Wholesale & Retail Entrepreneurs, Marketing
Livelihood Projects
Trade
Driving, Skilled Heavy
Heavy Equipment Operators/Drivers Construction Equipment Operators
Academe/HR/Private Registered
Psychometrician Psychometrician
Sector
Psychologist and Psychiatrist Mental Health Psychologist
Future Jobs
SKILLS
FUTURE JOBS INDUSTRY REQUIREMENTS
Wholesale and Retail Entrepreneurs
Marketing Consultant
Trade
Information, Programmer, Systems
Virtual Programmer/MISA Communications Analysts
Technology
Engineering and Architectural Design Specialized Design
Services Professionals
Consulting Services
Geologist Services Soil/Geological Analysis
B. SUPPLY
Data on Employed/Workforce
102
Table 2.1: Household Population 15 Years Old and Over and Employment Status,
REGION 2: October 2015 – October 2016 (In Thousands except Rates)
INDICATOR 2015 2016
Household Population 15 Years Old and Over 2,292 2,320
Labor Force 1,558 1,600
Employed 1,496 1,541
Underemployed 184 123
Unemployed 62 59
Labor Force Participation Rate (%) 68.0 69.0
Employment Rate (%) 96.0 96.3
Underemployment Rate (%) 12.3 8.0
Unemployment Rate (%) 4.0 3.7
Employment Generation (45.0)
Employment Growth (2.9)
• RO2 Labor Force increased from 1,558 to 1,600 exhibiting an increase of about 42 or
2.62%. The Labor Force participation rate increased by 1% in 2016, from 68
percentage point in 2015 to 69 percentage point in 2016.
• Employment growth rate increased by about .3% from 1,496 in 2015 to 1541 in 2016.
• Underemployment rate in RO2 decreased by 4.3 percentage point from 12.3% in
2015 to 8% in 2016.
Table 2.2: Employed Persons by Major Occupation Group, REGION 02: 2015 –2016 (In
Thousands)
MAJOR OCCUPATION GROUP 2015 2016
ALL OCCUPATIONS 1490 1,472
Officials of Government and Special-Interest,
Organizations, Corporate Exec., Managers, 146 160
Managing Proprietors and Supervisors
Professionals 71 60
Technicians and Associate Professionals 19 22
Clerks 51 44
Service Workers and Shop and Market Sales Workers 122 115
Farmers, Forestry Workers and Fishermen 307 298
Trades and Related Workers 67 56
Plant and Machine Operators & Assemblers 37 38
Laborers and Unskilled Workers 667 678
Special Occupations 3 1
103
Among the occupation groups, the Laborers and Unskilled Workers remained the largest
group making up 44.77 percentage point of the total employed in October 2015. In October
2016, such workers made up 46.06 percentage point of the total employed in that
period. Farmers, Forestry Workers and Fishermen hitting 20.60% of the total employed in
2015 and 20.24% in 2016 comprised the second largest occupation group, followed by
Officials of the Government and special interest organizations, corporate executives,
managers, and managing proprietors at 9.80% in 2015 and 10.87 in 2016, and service
workers and shop/market sales workers hitting 8.19% in 2015 and 7.81 in 2016.
Table 2.3: Employed Persons by Class of Worker REGION 02: 2015 –2016 (In Thousands)
CLASS OF WORKER 2015 2016
ALL CLASSES OF WORKERS 1,490 1,472
Wage and Salary Workers
Worked for Private Household
Worked for Private Establishment 821 780
Worked for Government and Government 60 51
Owned-Controlled Corporation 637 626
Worked with Pay in Family-operated Farm or Business 121 103
3 0
Self-employed without Any Paid Employee 211 247

Employer in Own Family-operated Farm or Business 258 236
Without Pay in Own Family-operated Farm or Business
200 209
(Unpaid Family Workers)
• Employed persons fall into any of these classes of workers: wage and salary
workers, self-employed workers without any paid employee, employers in own
family-operated farm or business, and unpaid family workers. Wage and salary
workers are those who work for private households, private establishments,
government or government-controlled corporations, and those who work with pay
in own family-operated farm or business.
• In October 2015, the wage and salary workers made up 55.10% of the total employed
and 52.99 percent in October 2016, with those working in private establishments
continuing to account for the largest percentage.
• The second largest class of workers were the employer in own family-operated
farm or business making up 17.32 percent of the total employed in October 2015 and
16.03 percent in October 2016.
• The third largest class of workers consisted of the self-employed, accounting for
14.16 percent of the total employed in October 2015, and 16.78 percent of the total
employed in October 2016 followed by unpaid family workers with 13.42 percent of
the total employed in October 2015, and 14.20 percent October 2016.
Table 2.4: Employed Persons by Sex and Highest Grade Completed, REGION 02: 2015 –2016 (In
Thousands)
INDICATOR 2015 2016
BOTH SEXES 1490 1472
Men 946 942
104
Women 544 530
TOTAL 1490 1472
No Grade Completed 15 23
Elementary
Undergraduate 214 249
Graduate 284 253
High School
Graduate 395 373
College
Graduate and Higher 196 192
• Among the employed persons in October 2016, 63.49% were male and 64% in 2015.
• By educational attainment, in October 2015, 13.15% of the employed were college
graduates, 9.46 percent were college undergraduates, and 26.51% were high school
graduates, while in October 2016, 13.04% of the employed were college graduates,
10.53% were college undergraduates, and 25.34% were high school graduates.
While female labor demand slightly decreased in a year it shall be interpreted as if it is

virtually uninterrupted, this did not affect women's labour market participation, which
continued on its growth path. And if there was an attenuation of the prevalence of youth
unemployment which had traditionally permitted the social effects of joblessness to be
buffered through families-the incidence of the more mature unemployed increased. This
is a new phenomenon and a rupture with the social and economic model that, at least until
now, has succeeded in keeping social tension relatively defused despite high levels of
unemployment.
Projected Number of Potential workers with Required Education and Skills

Technical Vocational Education and
TESDA 61,252 63,110
Training (TVET) Graduates
Higher Education Institutions (HEIs)
CHED 47,690 52,459
Graduates by Discipline
Registered Professionals
6,783 7,826
Initial Registration
PRC
22,920 26,440
Renewal
1,642 1,895
Renewal with Change of Status,
Change of Date of Birth, Correction
of Name
Senior High School (SHS) Graduates
DepEd 55,250 59,491
by tracks
105
Outflow of Workers
OCCUPATION NUMBER OF OFWS
Engineering 85
Health and Allied Sciences 457
Accountancy 74
Domestic Helpers 1,078
3. LABOR MARKET ISSUES AND CHALLENGES
A. Skills Related Issues

COURSES OF
RECOMMENDE ACTIONS/
DESCRIPTION
THEMATIC D SOLUTIONS METHODS TO
AGENCY OF GAP/
AREA WITH IMPLEMENT THE
CHALLENGE
TIMELINES RECOMMENDATIO
N
Open new
industries that
Under
meets the Attract investors for
employment/
products of the new industries to
lack of
educational create new jobs
opportunities
system
Basic and Higher
DEP.ED/CHED
Education
Information Government
drive for actual investment on the
Few enrollees
jobs. Increase the agricultural sector
on other course
benefits for the (modernization)
(agri courses)
jobs to be
attractive
More information
Strengthening of
Career Guidance Proper dissemination and
RNGC the placement
Advocacy placement job related
services
advocacies
Encourage ATICNI to
declare a
The use of solar
Encourage TVET commitment to
as alternative
Institutions to promote solar energy
Technical source of power
include as a and other alternative
Vocational helps
TESDA regular program sources of power;
Education and consumers as it
offering – 3rd Institutions to
Training is both
Quarter 2017 integrate Solar
economical and
Meeting Technology in their
affordable
regular programs (as
applicable)
Smoke belching Strict
Regular/close
is a health implementation
monitoring on the
hazard and of emission
conduct of emission
causes ozone testing to all
testing by LTO/LGU
depletion motor vehicle by
106
LTO
The
introduction of
the Tetra
Provide information
Fluoro Ethane
Strict to the sellers and
popularly
implementation consumers by DTI
known as the
of the provision through LGUs on the
refrigerant
of Clear Air Act use/adoption of the
R134a
required refrigerant
minimizes the
depletion of
ozone layer
Designation and
Technical Program
Training Registration for Application of
Centers for PV PV Systems Trainers for National
Systems Installation NC II TVET Trainer’s
Installation NC not later than Certificate
II December 31,
2017
Identify a Training
Area/Room furnished
with required
facilities
Acquisition of tools,
equipment and
materials based on
training regulation
Completion of all
requirements as per
training regulation
Application for
program registration
To promote
Train and certify Register photovoltaic
Solar Power as
photovoltaic installation NC II
alternative
technicians under UTPRAS
source of
starting next year within the year
energy
To promote
Train and certify
organic way of Register Organic
would-be
farming in Agriculture NC II
trainees/graduate
order to save under UTPRAS
s in organic
our mother within the year
farming
earth
Massive
advocacy on the
use of organic
farm inputs
To include in In two-three Pooling of experts to
the program years, TESDA work on a
offerings a will be going to course/qualification
qualification to offer a and register same in
harness the use qualification to the TPRAS; they shall
of solar energy design and be sent first to
as substitute of maintain trainings/workshops
irreplaceable alternative solar (local/even foreign) to
107
sources of energy-fed understand better
energy like fuel gadget/devices how solar energy can
or gas deposits for domestic or substitute fuel/gas or
or even even for even electricity.
electricity industrial use
CSC/PRIVATE
SECTOR/
RECRUITMENT
AGENCY/ On-the- Job
EMPLOYERS Training
ASSOC./
TRAINING
INSTITUTION
Labor Market
PSA
Information
Overseas
POEA
Employment
Regional/local
NEDA economic
development
Industry
DTI Demands and
Hiring Practices
ASEAN
Economic
Community 2015
B. Non-skills Related Issues

DESCRIPTION OF THE
AREA RECOMMENDATION
ISSUE/GAP
Strengthen macroeconomic
environment. regional growth
Slow economic growth, the particularly in support to reducing
GRDP growth rate of the inequality and increasing growth
Macroeconomic and
region has been behaving potential requires a strengthened
Growth Policies
erratically during the recent macroeconomics environment governed
years. under a conducive national competition
policy.
Increase Potential Growth. Strategies
towards maximized demographic
dividend and increased technology
adoption and innovation are expected to
sustain and further accumulate growth.
Efforts to ensure that families can
adequately provide food and non-food
needs to their children in order to
increase employability in the future will
be pursued. Use of science and
technology and innovation will be
promoted to improve performance of the
economic sectors, such as the agriculture,
industry and services sectors.
108
Manage Risks in Agriculture
Production:
-Strengthen LGU capacity and sustain
Growth of agricultural output efforts on disaster risk management;
expects uncertainty in the -Develop potential growth driver through
coming years. diversification of crops and other
commodity products through research
and innovation in the agriculture and
fisheries sector.
Strengthen Forward and Backward
The region’s growth prospect Linkages:
is constrained by its weak -promote non-farm economic activities
forward and backward and agri-business enterprises;
economic linkages because of -support agro-industrial transformation
its relatively limited industrial through agriculture, aquaculture, and
base. mineral processing ventures.
Encourage Private Sector Participation:
Private sector participation to -accelerate infrastructure development to
the regional economy remains facilitate intra and inter-regional
elusive, thus, the limited mobility;
capital formation to unleash -provide fiscal and non-fiscal incentive;
the potential of the economy. -address bureaucratic red tape and
promote ease of doing business.
Low level of investments,
especially along agro- Provide and improve/rehabilitate
Industrial and Sectoral processing industries in the infrastructures to encourage more
Policies region due to lack of investor and increase efficiency of
infrastructure for external business operations.
market connectivity.
Develop and Market Diversified
Tourism Products, especially along
ecotourism through formulation of
Untapped resources especially tourism plans and business plans that
along tourism. would ensure sustainability and
marketing of tourism enterprises to
prospective investors.
The cost of doing business in
the region remained to be high
due to several procedural
activities that need to be Pass the Ease of Doing Business Act
undertaken when registering which will enhance market competition.
and/or operating a business or This legislation will sustain the intention
even when constructing a of Project Repeal to review existing
building. The bureaucratic policies, statutes, and regulations, and
system is tedious and eventually repeal unnecessary issuances.
frequently costly which
discourage investors to put up
business.
Streamline and Harmonize Procedures
109
in business registration and licensing,
entry and exit, payment of taxes, and
access to finance to encourage more
business operations.
Limited sources of growth in
Industry and Services (I&S) Encourage Innovation and Adoption of
sectors limits the potential of New Technologies to spur development
these sectors in producing of new services and to become at par with
goods and services with higher other regions and countries.
value added.
Strengthen Value and Supply Chain
Linkages by continuing to undertake
value and supply chain studies to
improve efficiency in production and
develop markets.
Implement Existing and Develop New
Industry Roadmaps. Existing roadmaps
and new one will be developed as
necessary and will be seriously
implemented and monitored to maximize
the comparative advantages of the region.
Labor Market Policies

Occupational Safety
and Health Policies
1. creation of an alternative dispute
1. unresolved labor conflicts resolution mechanism through
and issues in the plant level establishment of labor-management
cooperation and grievance machinery
Social Protection committees
Policies
2. Non-compliance of 2.Convergence team of DOLE, SSS,
employees’ statutory benefits PHIC, and Pag-Ibig in joint inspection
and monitoring
110
REGION 3
CENTRAL LUZON
111
REGIONAL LABOR MARKET SITUATIONER CENTRAL LUZON
REGION III - CENTRAL LUZON

The Central Luzon

comprises seven (7)
provinces: Aurora, Bataan,
Bulacan, Nueva Ecija,
Pampanga, Tarlac, and
Zambales.
Population (2015) : 11,218,177

2
Area : 22,014.63 km
GRDP
FUTURE JOBS
Computer Information System Analyst, Skilled Workers NC II

Passers (TESDA), Store Managers/Supervisors/Officers and Central Luzon’s Gross
Retail and File Employees, Graphic Artists (ICT/BPO), Home-
based Jobs, Hospitality and Computer-related Jobs 773.1M (2016) to 844.7M
(2017)
NEW JOBS LABOR FORCE
Service Crew/Managerial/Accountancy, Web/Application

Developer, Electronic Engineers, Commercial Business
Officer, Production Manager (Leathering Business), Business
Process Technician, Technology-driven employees

decreased112by 2.1
(2013) to 6.6% (2017).
CENTRAL LUZON REGIONAL LABOR MARKET SITUATIONER
REGION III - CENTRAL LUZON
EMPLOYMENT
SHARE (2016)
EFFORTS TOWARD ECONOMIC GROWTH
Central Luzon is the home of several special economic zones

AGRICULTURE, HUNTING, as it strategically accessible through Authority of the Freeport
FORESTRY, AND FISHING Area of Bataan, Clark Freeport Zone and Subic Bay
Metropolitan Authority, three of the country’s leading
international gateways that have globally competitive
13.96% enterprises given the low cost of doing business and the
critical mass of transport infrastructure.
Linking the agribusiness, manufacturing, and services,
1.07%
collaboration between the private and public sectors, and
the synergy between industry and the academe, has been
effective strategies in order to achieve sustainable and
Fishing inclusive growth. As this form part of the Regional
Development Investment Program (RDIP) 2017-2022 that is
INDUSTRY being crafted by the National Economic and Development
Authority (NEDA) Region 3, and serves as an accompanying
document of the Central Luzon-Regional Development Plan
(CL-RDP).
8.99%
Construction This RDIP is also anchored in the Philippine Development Plan
(PDP) 2017-2022, which takes off from the current
0.54% Administration’s 0+10 Socioeconomic Agenda, pursues the
Water, Electricity realization of inclusive development, anchored on the Long-
and Gas Supply Term Vision or AmBisyon Natin 2040: matatag, maginhawa, at
panatag na buhay. The Plan espouses a national spatial
0.41% strategy (NSS) that describes the geographic development
Mining and challenges and opportunities in population and economic
Quarrying growth. This strategy provides the basis for policies for urban
development, infrastructure development, disaster mitigation,
12.64% and environmental resource protection and conservation.
Manufacturing
As Central Luzon has envisioned the opportunities and
SERVICES potentials for its economic growth, as well as challenges and
gaps that need to be addressed in relation to the supply and
demand for skills priority industries, Region 3 shall be able to
9.81% Transport and sustain its shares to the national economic growth.
Storage
1.30% Financial and

Insurance Activities

Wholesale &
Retail Trade; and
22.18%
Repair of Motor
Vehicles
4.81% Public
Administration
and Defense; and
Compulsory
Social Security 113
1. INTRODUCTION
Central Luzon is a region in the island

of Luzon covering a total land area of
2,201,463 hectares. It comprises of
seven provinces richly endowed with
natural and human resources, namely:
Aurora, Bataan, Bulacan, Nueva Ecija,
Pampanga, Tarlac, and Zambales.
It is the home of several special

economic zones as it strategically
accessible through Authority of the
Freeport Area of Bataan, Clark
Freeport Zone and Subic Bay Metropolitan Authority, three of the country’s leading
international gateways that have globally competitive enterprises given the low cost of doing
business and the critical mass of transport infrastructure.
Linking the agribusiness, manufacturing, and services, collaboration between the private
and public sectors, and the synergy between industry and the academe, has been effective
strategies in order to achieve sustainable and inclusive growth. As this form part of the
Regional Development Investment Program (RDIP) 2017-2022 that is being crafted by the
National Economic and Development Authority (NEDA) Region 3, and serves as an
accompanying document of the Central Luzon-Regional Development Plan (CL-RDP).
This RDIP is also anchored in the Philippine Development Plan (PDP) 2017-2022, which
takes off from the current Administration’s 0+10 Socioeconomic Agenda, pursues the
realization of inclusive development, anchored on the Long-Term Vision or AmBisyon
Natin 2040: Matatag, Maginhawa, at Panatag na Buhay. The Plan espouses a national spatial
strategy (NSS) that describes the geographic development challenges and opportunities in
population and economic growth. This strategy provides the basis for policies for urban
development, infrastructure development, disaster mitigation, and environmental resource
protection and conservation. As Central Luzon has envisioned the opportunities and
potentials for its economic growth, as well as challenges and gaps that need to be addressed
in relation to the supply and demand for skills priority industries, Region 3 shall be able to
sustain its shares to the national economic growth.
2. REGIONAL EMPLOYMENT SITUATION
Gross Regional Domestic Product

Central Luzon economy has sustained its growth for the past 5 years. In fact from 2015-2016,
the region continued to have the third largest share of the country’s Gross Domestic Product
114
(GDP) recorded at 9.5 percent. From year 2012 until 2016, the GRDP averaged at Php
690,205,064.50 million. In terms of contribution to the GDP growth rate of 6.9 percent in
2016, Central Luzon was second with the most contributions of 0.9 percentage points next
after the National Capital Region (NCR) with 2.7 percentage points. This positive economic
growth rate significantly expanded from year 2013 to 2014 at 4.90 percent which sustainedly
increased by 0.20 percent from 2015 to 2016. During 2013-2014, the average growth rate
reached 9.3 percent compared to 4.3 percent from 2012-2013.
Graph 1. GRDP Growth Rate: 2012 to 2016

10
9
8 9.3% 9.3% 9.5%
7
6
5
4
3 4.3%
2
1
0
2012-2013 2013-2014 2014-2015 2015-2016
The average per capita GRDP in the region rebounded from PhP 63,641 in 2015 to PhP
68,649 in 2016 or by 7.9 percent at which posted a significant increase by 3 percent from 4.9
percent from 2014 to 2015. However, from year 2013 to 2014 the average per capita GRDP in
the region was posted at 7.3 percent, whereas accelerated by 4.80 percent from 2.5 percent
from 2012 to 2013 rate of 2.5 percent.
Graph 2. Per Capita GRDP: 2012 to 2016

10
9 7.9%
7.3%
8
7 4.9%
6
5 2.5%
4
3
2
1
0
2012-2013 2013-2014 2014-2015 2015-2016
Population Growth
In year 2015, the regional population was recorded at 11,218,177 million with an increase of
1,080,440 million from year 2010. The population growth slowed down at 1.95 percent
115
annually on average during the period 2010 to 2015 as compared to 2.14 percent population
growth rate from period 2000 to 2010.
Graph 3. Population
Graph by Census
3 - Population YearYear
by Census in Region 3 (2003-2015)
in Region 3
2000 to 2015
12.0 11.22
10.14
10.0
8.2
Population (in millions)
8.0
6.0
4.0
2.0
0.0
2000 2010 2015
Among the seven provinces comprising the region, Bulacan had the biggest population
recorded in 2015 with 3.29 million, followed by Pampanga with 2.20 million excluding
Angeles City, Nueva Ecija with 2.15 million, Tarlac with 1.37 million, Bataan with 761
thousand, and Zambales with 591 thousand excluding Olongapo City. Aurora had the
smallest population with 214 thousand. Angeles City posted a population of 412 thousand
while Olongapo City had a population of 233 thousand.
Bulacan was the fastest growing province in the region with an average annual population
growth rate of 2.28 percent during the period 2010 to 2015. It was followed by Bataan at 1.94
percent, Zambales with 1.93 percent, Nueva Ecija with 1.84 percent, Pampanga with 1.68
percent, and Tarlac with 1.35 percent. Aurora posted the lowest provincial population
growth rate of 1.21 percent. Angeles City posted a 4.52 percent population growth rate, while
Olongapo City had 1 percent.
Table 1. Annual Population Growth Rate by Province/Highly Urbanized City:

Region III - Central Luzon
PROVINCE/HIGHLY URBANIZED CITY POPULATION GROWTH RATE
2010-2015 2000-2010
Aurora 1.21 1.48
Bataan 1.94 2.11
Bulacan 2.28 2.73
Nueva Ecija 1.84 1.65
Pampanga (excluding Angeles City) 1.68 2.23
Angeles City 4.52 2.00
Tarlac 1.35 1.76
Zambales (excluding Olongapo City) 1.93 2.11
Olongapo City 1.00 1.31
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Trends in the Labor Market
The population 15 years old and over in 2016 was estimated at 7.517 million of which around
4.668 million individuals were accounted in the labor force. These figures placed the labor
force participation rate (LFPR) at 62.1 percent, which posted an increase of 0.60 percent or
235 thousand individuals from year 2015. The Labor Force Participation Rate in the region
averaged at 61.92 percent from 2012 until 2016. The labor market continued to record positive
gains as characterized with high employment rates and low unemployment rates for the
past five years. From year 2012, the employment rate accelerated by 2.40 percent until 2016
which posted at 93.4 percent employment rate.
Unemployment rate dropped further to 6.6 percent in 2016 from 9.0 percent in 2012.
Nevertheless, unemployment remains a serious problem because of the huge estimated
number of 308,000 jobless persons in region 3. Meanwhile, underemployment rate
demonstrated an increasing trend by 2.70 percent reaching 16.1 percent in 2016 compared to
13.4 percent in 2015. In fact, from 2012 to 2015, underemployment rate recorded an increase
of average rate of 0.10 percent. This reflects an estimated increase of 701.9 thousand
underemployed persons who wanted more work during the period 2016.
Table 2. Labor Force Survey

INDICATOR 2012 2013 2014 2015 2016
Population 15 Years Old and Over
6,911 7,046 7,147 7,282 7,517
(in '000)
Labor Force Participation Rate 61.7 62.0 62.3 61.5 62.1
Employment Rate 91.0 91.3 91.7 92.2 93.4
Unemployment Rate 9.0 8.7 8.3 7.9 6.6
Underemployment Rate 13.0 14.5 13.5 13.4 16.1
The employment growth rate of female during period 2011-2015 was recorded at an average
of 91.96 percent annually compared to 91.3 percent for male. Among employed persons,
around 61.9 percent were male, where highest proportion was accounted as high school
graduates with 47.8 percent, followed by elementary graduates with 27.9 percent and only
19.9 percent for college graduates.
Likewise, of the 38.1 percent employed female, high school graduates had the most
percentage share of 40.6 percent. On a positive note, college graduates accounted 32.1
percent, while elementary graduates with 22.4 percent.
From year 2011 to 2015, the trend with regard to age group of employed persons has been
consistently recorded 25-34 years old range has the most number of employed persons,
followed by 35-44, 45-54 and 20-24. In 2015, 26.8 percent were from age group of 25-34 or 1,107
thousand persons. This was followed by working age group 35-44, 45-54, and 20-24 years old
at 24.2 percent, 18.2 percent, and 12.9 percent respectively. Employed youths 15-19 years old
accounted the lowest share of 5.3 percent or 218 thousand persons.
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Table 3. Regional Employment Trends by Educational by Gender
INDICATOR 2011 2012 2013 2014 2015
Total Employed Persons 3831 3877 3990 4119 4126
Employment Participation Rate for Male 91.2 90.7 91.1 91.6 91.9
Number of Employed Male Persons 2381 2404 2469 2543 2554
Elementary 680 699 708 694 665
High School 1138 1124 1169 1225 1250
College 555 457 466 483 502
Others 8 124 126 141 137
Employment Participation Rate for Female 91.9 91.5 91.6 92.2 92.6
Number of Employed Female Persons 1450 1473 1522 1575 1572
Elementary 346 347 355 344 305
High School 581 595 616 645 643
College 518 450 468 488 512
Others 5 81 83 98 112
Employed by Age Group
15-19 253 249 243 254 218
20-24 470 470 483 527 533
25-34 1,070 1,049 1,084 1,086 1,107
35-44 900 933 968 1,002 997
45-54 660 693 716 733 751
55-64 353 359 366 383 388
65 years and over - - - - -
Region 3 has accounted an annual average of 14.52 percent participation rate of male under
the country’s underemployment, while, 11.22 percentage participation rate for female. Male
has covered the 68 percent of the underemployed, while the remaining 32 percent was
accounted by female.
Table 4. Regional Underemployment Trends by Sex

INDICATOR 2011 2012 2013 2014 2015
Total Underemployed Persons 425 505 579 587 555
Underemployment Rate for Male 12.0 14.5 16.0 15.4 14.7
Number of Unemployed Male Persons 286 348 396 391 376
Underemployment Rate for Female 9.6 10.7 12.0 12.4 11.4
Number of Unemployed Female Persons 139 157 182 196 179
Based on the 2011 to 2015 data, an estimated annual rate of 8.70 percent was quantified for
unemployed male, whereas over the past 5 years, unemployment for male has decreased by
0.70 percent in year 2015, likewise, unemployed female decelerated from 8.1 percent in 2011
to 7.4 percent in 2015. The age group with most number of unemployed persons is from 20-
24 years old with 34.4 average percentage rate from 2011 to 2015, followed by age bracket 25 to
34 with 28.4 percent.
Table 5. Regional Unemployment Trends by Sex and Age Group

INDICATOR 2011 2012 2013 2014 2015
Total Unemployed Persons 358 384 379 365 350
Unemployment Rate for Male 8.8 9.3 8.9 8.4 8.1
Number of Unemployed Male 229 247 240 232 225
Unemployment Rate for Female 8.1 8.5 8.4 7.7 7.4
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Number of Unemployed Female 128 137 139 132 125
Unemployed by Age Group
15-19 65 70 67 60 50
20-24 129 122 129 129 123
25-34 94 107 106 108 106
35-44 32 41 40 35 36
45-54 23 27 25 21 22
55-64 13 15 12 11 11
65 years and over 3 3 2 1 2
Economic Performance by Industry

The industry economic growth in the region abruptly declined at 5.6 percent from 2014 to
2015 compared to an upwardly rate of 9.3 percent in 2013 to 2014. This was due to slowdown
in the Industry Sector from 15.9 percent in 2013-2014 to 7.1 percent in 2014-2015. The major
industry players for the decline are Mining and Quarrying, followed by Manufacturing
Industry and Agriculture and Forestry and Fishing. On the other hand, Industry Sector
upwardly revised at 16 percent from 2015 to 2016 where Manufacturing Industry and Mining
and Quarrying accelerated at 17.4 percent and 20.4 percent respectively, an edged up at 9.5
percent GRDP growth rate.
The Industry Sector remained as the largest sector of the region which is recorded at 46.4
percent in 2016, slightly accelerating its share of 43.8 percent in 2015. The Industry Sector
managed to grow by 5.70 percent from year 2013 as Manufacturing continued to increase
from 31.3 percent in 2013 to 37.0 percent in 2016. However, Mining and Quarrying decreased
from 0.6 percent in 2013 to 0.3 percent in 2016. Construction remained constant by 6.2
percent in 2013 to 2016, while Electric, Gas and Water Supply slightly improved from 2.6
percent in 2013 to 2.8 percent in 2016.
The shares of Service Sector slightly dropped from 39.8 percent in 2015 to 38.6 percent in
2016 whereas Trade and Repair of motor vehicles, motorcycles, personal and household
goods declined by 1.0 percent from 8.6 percent in 2013 to 7.6 percent in 2016. The Agriculture,
Hunting, Forestry and Fishing Sector’s share remained the smallest at 15.0 percent in 2016
lower by 2.70 percent from 2013. Notwithstanding, Central Luzon continued to account for
the largest share of the country’s Agriculture, Hunting, Forestry and Fishing output with a
16.0 percent from 2013 to 16.3 percent share in 2016.
Table 6. Growth Rates; Gross Regional Domestic Product by Industrial Origin

INDUSTRY/ YEAR 2013-2014 2014-2015 2015-2016
I. AGRICULTURE, HUNTING, FORESTRY &
6.0 0.6 0.6
FISHING
a. Agriculture and Forestry 6.8 0.8 0.9
b. Fishing 2.1 (0.6) (0.7)
II INDUSTRY SECTOR 15.9 7.1 16
a. Mining and Quarrying (8.7) (39.2) 20.4
b. Manufacturing 19.1 7 17.4
c. Construction 6.0 13.4 4.4
d. Electricity, Gas and Water Supply 7.2 2 26.3
III SERVICE SECTOR 4.1 6.2 5.9
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a. Transportation, Storage &
4.7 7.6 4.8
Communication
b. Trade and Repair of Motor Vehicles,
Motorcycles, Personal and Household 1.3 4.4 5.4
Goods
c. Financial Intermediation 11.8 5.7 6.5
d. Real Estate, Renting & Business
3.8 6.7 5.7
Activities
e. Public Administration &
4.2 1.1 5.8
Defense; Compulsory Social Security
f. Other Services (0.1) 8 8.1
GRDP Rates 9.3 5.6 9.5
Table 7. Gross Regional Domestic Product by Industrial Origin in Percent

INDUSTRY/ YEAR 2013 2014 2015 2016
I. AGRICULTURE, HUNTING, FORESTRY &
17.7 17.1 16.4 15.0
FISHING
a. Agriculture and Forestry 14.6 14.3 13.7 12.6
b. Fishing 3.1 2.9 2.7 2.5
II INDUSTRY SECTOR 40.7 43.2 43.8 46.4

a. Mining and Quarrying 0.6 0.5 0.3 0.3
b. Manufacturing 31.3 34.1 34.6 37.0
c. Construction 6.2 6.1 6.4 6.2
d. Electricity, Gas and Water Supply 2.6 2.5 2.5 2.8
III SERVICE SECTOR 41.6 39.7 39.8 38.6

c. Transportation, Storage &
9.7 9.3 9.5 9.1
Communication
d. Trade and Repair of Motor
Vehicles, Motorcycles, Personal and 8.6 8.0 7.9 7.6
Household Goods
c. Financial Intermediation 6.3 6.5 6.5 6.3
f. Real Estate, Renting & Business
8.1 7.7 7.8 7.5
Activities
g. Public Administration &
2.4 2.2 2.2 2.1
Defense; Compulsory Social Security
f. Other Services 6.5 6.0 5.9 6.0
GRDP 100.0 100.0 100.0 100.0
Employment by Industry Group

From period 2012 to 2015, Services Sector comprised the largest proportion of employed
persons at an average of 59.80 percent of which 77.9 percent were female. Employment
growth slightly increased by 1.80 percent in 2015 at 61.4 percent. Sector of Wholesale and
Retail Trade; Repair of Motor Vehicles and Motorcycles shared the greatest number of
employed persons with 21.8 percent followed by Transportation and Storage with 10.0
percent share. The Industry Sector demonstrated a minor increase over the past 4 years
which accounted at 20.4 percent of the employed persons in 2015. Manufacturing and
120
Construction made up the largest percentage in the industry sector with 11.1 percent and 8.5
percent respectively.
Under Agriculture Sector, fishing has the least share of 1.2 percent while in contrast, the
agriculture and forestry has the most employed persons at 17.0 percent. Male employed
persons are dominant in both Agriculture and Industry Sector.
In overall, there was no significant change as to industry employment distribution over the
past 4 years.
Graph 4. Percentage Distribution of Employed Persons by Industry: 2012-2015
21.1% 21.2% 20.2% 18.2%
19.4% 20.1% 20.2% 20.4%
Agriculture
59.5% 58.7% 59.6% 61.4%
Industry
Services
Regional Major Occupations

From among the employed persons during periods 2011 to 2015, the identified top 5
occupations in region 3 were (1) Laborers and unskilled with 29.9 average percentage share,
(2) Officials of Government and Special Interest Organizations, Corporations, Executives
with 20.1 percent, (3) Service Workers and Shop and Market Sales Workers with 14.4
percent, (4) Trade and Related Workers with 9.2 percent, and (5) Clerks with 7.0 percent
average rate.
Graph 5. Averaged Employed Persons by Major Occupation Group in Region 3: 2011-2015
Officials of Govt and Laborers and Unskilled

Special-Interest Org, Corp. Workers, 1192.2
Executives, Managers,
managing proprietors and Trade and Related
supevisors, 803.4 Service Workers and Shop Workers, 366.6
and Market Sales Workers,
Technicians and Associate Plant and Machine
575.6
Professionals, 109.8 Operators and Assemblers,
Farmers, Forestry Workers 244.2
Clerks, 280.8
Professionals, 202.8 and Fishermen, 200
Special Occupations, 13.4
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3. DESK REVIEW SUMMARY
A. Demand
A total of 2,654,576 jobs were solicited under the various employment facilitation services of
the Public Employment Service Offices (PESOs) as supervised by the DOLE Regional Office
during period 2012 to 2016. Some 1,299,028 jobseekers were given employment assistance
through referral, of which, 987,294 were reported placed attaining an average placement rate
of 85 percent. Furthermore, conduct of job fairs conducted remains as an effective means in
bringing together jobseekers and employers with 637 job fairs conducted region-wide in
collaboration with the Public Employment Service Offices (PESOs), Local Government
Units (LGUs), private sector and other allied service agencies. A total of 56,482 job seekers
were reported hired or 16 percent average placement rate of the total registered applicants of
344,664.
Critical skills that are in demand and/or hard to fill occupations needed by the Filipino
manpower to support the priority industries?
For the past 3 years, the Industry Sector has been the most vibrant sector in terms of
economic activity gradually becoming a predominant industry due to the influx of various
companies establishing their manufacturing plants in the region as it continues to attract
more investments to contribute to the regional economy. Just recently Nippon Fruehauf
Co., Ltd., a tailgate lift manufacturer and seller in Japan, is reportedly investing P3.2 billion
for the plant expansion of its local licensed builder, Centro Manufacturing Corporation in
Marilao, Bulacan with an estimated 5,200 jobs required for both upstream and downstream
support industries in the country.
Clark has been identified by an international investment advisory firm as one of the top 100
BPO destinations worldwide. It was estimated that BPOs based in Clark can draw from
more than 60,000 new graduates coming from the different colleges and universities in the
region every year. The BPO industry is steadily becoming a major employment generator
that provides for middle-class jobs which used to be very limited.
There is also headway in the transport and logistics sector. In the recent years, Subic has
emerged as the key logistics hub for North and Central Luzon Industries. Traditionally, free
port zones only serve as storage for goods in transit. Now the operations of free port zones
include the complete conduct of trade and business in and out of the country. Subic’s
facilities are the most advanced in the country. The logistic solutions available in Subic
parallels those offered by the best known and biggest free ports like those located in Geneva
and Singapore as reported by the Subic Bay Metropolitan Authority (SBMA). This presents
a potential to attract more investments from small large and medium scale industries.
Central Luzon, being the third largest region in the country in terms of population,
demography is a key factor in the development of these emerging key employment
generators as it accounted 11 percent of the country’s total population. This makes the
122
region an attractive destination foe businesses and investors given the availability of a pool
of potentially skilled and highly literate workers.
Another factor that could help boost these KEGs is the region’s strategic location. It is
accessible through two of the country’s international gateways – Clark and Subic.
Furthermore, its proximity to Manila and National Capital Region allows it to benefit from
the “spillover” of the economic activities of Metro Manila.
The expansion of the Clark International Airport is a welcome development. An additional

terminal for the airport has been approved by NEDA in 2015 aimed to increase the number
of local and international flights in turn increasing the entry of flight passengers in the
region. More flights to Clark will essentially produce a ripple effect that gradually boost
economic activities, including transportation, food and other businesses down the line.
The rise of the Clark Gateway City is one of the more promising developments that could
give way to more potential employment opportunities in the region. This Global Gateway
City is set to become a prime location for some of the biggest multinational companies from
different industries such as BPO, Airline companies, healthcare industries as well as in
transportation and logistics sector.
Soon to rise on a 982 hectare in the Subic Freeport is a US$7890-Million solar farm and
industrial estate by Singaporean-based Dynamic Konstruct international ECO Builders
Corp. (Dkiebc). Once completed, the solar farm and the industrial city is estimated to
generate around 50,000 new jobs. The industrial city project reportedly will include
commercial buildings, factories, warehouses, utilities for water and electricity, fire and law
enforcement facilities, and sanitation and landfill facilities.
According to DTI Regional Operations Group, Investment priority areas in Central Luzon
include manufacturing and subcontracting, HealthCare and Wellness products and services,
infrastructure and support infrastructure projects, trainings, and learning institutions,
agriculture, power generation, agribusiness, fishery, waste management facilities, forestry,
crafts and products industries, fresh and processed food, social enterprise, ICT and BPO
services and tourism.
Likewise, the Department of Education (DepEd) also said that over 40,000 teacher
applicants applied for Senior High School (SHS) teaching positions for 2016 under the
expanded basic education. The department conducted an early registration program for
incoming students from October 19 to November 19 and opened teaching positions in
October 2015. Meanwhile, training for the successful teacher applicants will start in April.
The DepEd official said that 11,824 of the applicants are fresh graduates, 4,912 are industry
practitioners, 4,000 are from the higher education institutions, 2,229 are junior high non-
DepEd teachers and 510 are from private schools. Based on DepEd data, 5,902 public schools
will begin to offer Grade 11 in 2016 and Grace 12 in 2012. These schools will be operated and
funded by the DepEd.
On the other hand, 4,328 private high schools, private and public universities and colleges
and technical-vocational schools will begin to offer SHS this year.
123
4. RESULTS OF THE PROVINCIAL JOBS FIT 2022
STAKEHOLDERS CONSULTATIONS
Seven provincial consultations were conducted participated by representatives coming from

government agencies, private establishments, academe, labor groups, local government
units, Freeport and economic zones and civil society organizations. Among the discussed
topics are the critical skills (in-demand and hard-to-fill occupations), including their
minimum qualifications and core competencies, future jobs and projected vacancies in the
coming years, new and emerging occupations.
Some of the recommendations to address the gaps and challenges in the industry as
identified by the stakeholders included the following:
a. Undertake a bridging training/ bootcamp, for teachers and students (a tripartite

Project between academe, companies/ industry and CDC on the following courses:
English proficiency Call center / BPO – business transaction English, Manufacturing
– instructional comprehension, soft skills development (proper bedside manners) on
proper workplace attitude and values (punctuality, self-reliance, cultural diversity,
team work, etc) and Labor standards on workers’ right and obligations;
b. Enhance social marketing of jobs in the manufacturing and BPO sector by working
together with the academe and LGU in trying to sell the vacant positions through
information dissemination and launching of the institutional module of the jobs
matching portal
c. Encourage companies/locators to outsource generic trainings through scholarship

grants in acceptable terms (professional chair for Yokohama, etc) to institutions in
areas not covered by copyright / trade secrets.
d. Open engagement in joint curriculum or course design development in industry-

relevant core courses (Business Analytics and reporting, Productivity and quality
Control system/tools) and raise awareness on the leather/ fashion shoes
manufacturing.
e. Joint industry and academe seminars especially in trainings for teachers
f. Lobby with zone authorities and other concerned agencies on the transportation,
housing and other support amenities and facilities of workers coming from nearby
provinces and supply chain support for industry.
The detailed results of the said the provincial consultations and workshops are presented in
the attached Provincial Stakeholders Consultation Outputs.
A. Supply
Data from the Commission on Higher Education (CHED) Regional Office 3 showed that
48,967 college students from school year 2015-2016 were added to the labor force, among
124
which, 59 percent were female and 41 percent male graduates. Topping the list were
graduates of Business Administration and related courses (15,620), followed by Education
and Teacher Training (8,724), Information Technology (8,253), Engineering and Technology
(5,282) and Criminology (2,342).
A total of 1,992 are graduates of Humanities, Social Science and Communication, followed
by Graduate Education (1,636), Agriculture, Forestry, Fisheries and Veterinary Medicine
(1,597), Health Related (1,515), Science and Mathematics (737), Maritime (702), Architectural
and Fine Arts (497) and Law and Jurisprudence (70).
Province with the most number of graduates is the province of Bulacan with some 15,045
college graduates, followed by Nueva Ecija with 10,855 graduates, Pampanga (8,725), Tarlac
(5,508), Zambales (4,661), Bataan (3,500), and lastly Aurora with 673 graduates.
Graph 6. Number of Graduates by Discipline in Region 3
Source: CHED Region 3
Some 175,197 students entered Senior High School (SHS) as the K to 12 Program was carried
out its full implementation in 2016-2017 school year. Around 82,652 or 47.18 percent of the
students enrolled in the public schools while 86,450 or 49.34 percent opted to enrol in
private schools as some tracks are not offered in public schools. As Local Universities and
Colleges (LUCs) and State Universities and Colleges (SUCs) had the 3.48 percent of
enrollees.
Of the Senior High School students enrolled, 60.5 percent or 105,985 students pursued an
academic track while 39.2 percent took the Technical-Vocational-Livelihood Track. Only
0.17 percent pursued the Arts and Design Track and the same percentage for Sports Track.
125
Graph 6. Number of Enrollees on Senior High School in Region 3: SY 2016-2017
30,421
68,617
29,507
15,909
29,889
305
290
259
Source: DepEd Region 3
Employment of Foreign Nationals

In accordance with the employment of Foreign Nationals, from 2014 to 2016, there were
15,225 foreign nationals hired in region 3, where the province of Pampanga had the highest
number of hired foreigners with 9,370 of which majority were from Clark Freeport Zone,
followed by Zambales with 2,678 foreign workers which bulk were hired by locators inside
Subic Bay. Of the total foreign national hired, Chinese Nationals were comprised the highest
number of hired workers with 8,210 Chinese or 54 percent. From the same period above,
Customer Service Representative was the most frequent occupation filled-up by foreign
nationals with 4,259, followed by Foreman with 733, and General Manager with 529
foreigners.
Table 8. Top Ten Occupations Applied by Foreign Nationals for the year 2014-2016
OCCUPATION 2014 2015 2016
Customer Service Representative 1166 1302 1791
Foreman 236 237 260
Production Trainer 68 156 135
President 147 126 -
Technical Staff 49 81 126
General Manager 162 180 187
Coordinator 90 102 80
Production Supervisor - - 70
126
Consultant 62 53 -
Technician - - 65
Marketing Manager - - 46
Production Manager - 48 -
Source: Administrative Data on AEP
A. Key Employment Generators and Emerging Industries

A study conducted by the Japan International Cooperation Industry (JICA), presented
together with the Department of Trade and Industry Region 3, on the following potential
industry and further economic development for Central Luzon, to wit:
1. Automotive
2. Shipbuilding
3. Aerospace
4. Electronics
5. Supporting Industry (such as SMEs which support the manufacturing sector)
6. Food Processing
7. Biotechnology
8. IT/BPO
9. Garment
10. Nursing Care
B. Challenges and Suggestions for Further Development

1. Proactive role of the government
2. Target setting of the industrial development
3. Cultivating and fostering local companies to be included in the global value chain
(GVC)
4. Human resource development specifically designed for targeted sectors
5. Infrastructure development that will contribute to industrial development
6. Idea for policy measures of industrial development for selected sectors
127
REGION 4A
CALABARZON
128
REGIONAL LABOR MARKET SITUATIONER CALABARZON
REGION IV-A CALABARZON

CALABARZON comprises
five (5) provinces : Cavite,
Laguna, Batangas, Rizal,
and Quezon.
Population (2015) : 14,414,774

2
Area : 16,873.31 km
GRDP
CALABARZON’s Gross
1.4B (2016) to 1.5B (2017)
LABOR FORCE

decreased by1292.2
(2013) to 7% (2017).
CALABARZON REGIONAL LABOR MARKET SITUATIONER
REGION IV-A CALABARZON
EMPLOYMENT
SHARE (2016)
EMERGING INDUSTRIES
Emerging industries (EIs) are industry groups growing at a rate

AGRICULTURE, HUNTING, faster than the economy and exhibiting potential to grow and
FORESTRY, AND FISHING prosper, thus capable of generating a large number of new
and fresh employment.10 The following are the identified EIs
that would propel the growth of the regional economy for the
8.74%
next five years:
1%
Fishing
INDUSTRY
10.16%
Construction
0.40%
Water, Electricity
and Gas Supply
0.11%
Mining and
Quarrying
16.83%
Manufacturing
SERVICES

1.53% Activities

Wholesale & Retail
Motor Vehicles
Compulsory Social
Security
130
1. THE REGIONAL LABOR MARKET
SITUATIONER
CALABARZON, otherwise known as the Southern Tagalog Region or Region IV -A is one

of the 18 administrative regions in the country. It is comprised of five (5) provinces, namely:
CAvite, LAguna, BAtangas, Rizal, and QueZON and is situated in the adjacent south of
Metro Manila. It had the biggest population in 2015, having 14.41 million inhabitants and is
also the country's second most densely populated after National Capital Region (NCR). 1
A. CALABARZON ECONOMY IMPROVED FROM 2014 TO 2015

The economy in CALABARZON accelerated from 5.1 percent in 2014 to 5.9 percent in 2015.
This growth was attributed to the improved performance of Agriculture, Hunting, Forestry
and Fishing (AHFF) and Service. Industry continued to account for the largest share of the
region’s economy at 61.8 percent in 2015. Services and AHFF had shared of 32.6 and 5.5
percent, respectively.
Industry decelerated from 6.5 percent in 2014 to 5.5 percent in 2015. This was mainly due to
the slowdown of Manufacturing from 7.1 percent in 2014 to 5.5 percent in 2015, which
accounted for 53.7 percent of the regional economy. The other three sub-industries posted
expansions, namely: Mining and Quarrying (MAQ) from 8.9 percent to 17.9 percent,
Electricity, Gas and Water Supply (EGWS) from 2.5 percent to 6.7 percent and Construction
from 2.1 percent to 5.0 percent.
Services accelerated by 3.6 percentage points from a growth of 3.8 percent in 2014 to 7.4
percent in 2015. The expansion growth was contributed by the following sub-industries:
Other Services (OS) from 2.2 percent to 14.2 percent; Trade from 1.0 percent to 6.09 percent;
and Real Estate, Renting and Business Activities (RERBA) from 3.4 percent to 6.8 percent.
However, Financial Intermediation (FI), Transport, Storage and Communication ( TSC),
and Public Administration and Defense (PAD) grew at slower pace. In particular, FI slowed
down from 7.8 percent to 6.0 percent, TSC from 6.6 percent to 5.9 percent, and PAD from
3.9 percent to 0.7 percent.
AHFF rebounded from negative 1.2 percent in 2014 to 2.6 percent in 2015. This was brought
about by the turned around performance of Agriculture and Forestry from negative 1.1
percent to 5.9 percent. Fishing, on the other hand, further declined from negative 1.5
percent in 2014 to negative 6.6 percent in 2015.
1 Census of Population (2015): Highlights of the Philippine Population 2015 Census of Population (Report). PSA.
Retrieved 01 August 2016.
131
Of the 5.9 percent growth, Industry and Services boost the region’s economic performance
with contributions of 3.4 percentage points and 2.4 percentage points, respectively. AHFF
contributed to 0.1 percentage point to the total GRDP growth of the region.2
B. CALABARZON GROSS REGIONAL DOMESTIC PRODU CT

(GRDP)
The Gross Regional Domestic Product (GRDP) is used as a measure of the region’s
economic performance. In 2015, CALABARZON’s economy is valued at Php1.302 trillion. It
has a share of 17.2 percent to the country’s Gross Domestic Product (GDP) amounting to
Php7.600 trillion. It is the 2nd biggest regional economy, next to National Capital Region
with 36.5 percent. (See Figure 1 below).
Figure 1. Gross Regional Domestic Product, Percentage Share by Region: 2015

(at constant 2000 Prices)
For the past five (5) years, the GRDP in the region has expanded at an average annual
growth rate of 5.8 percent. For the five -year period that it exhibited continuous growth, the
economy was on its peak in 2015, accounting to Php1.302 trillion. An increase of Php294
billion was recorded from the base line GRDP value of Php1.009 trillion in 2010.
2
Philippine Statistics Authority. (2016, July 28) Gross Regional Domestic Product Highlights. Retrieved from
https://psa.gov.ph/regional -accounts/grdp/highlights
132
From 2010 to 2011, the economy has grown at a slow pace of 1.7 percent. It grew fastest the
following year, 2011 to 2012, as the growth rate accelerated and escalated to 7.0 percent. This
can be attributed to fast -paced growing industries led by Service Sector which grew at 8.0
percentage rate; followed by Industry Sector with 6.9 percentage growth rate, and
Agriculture, Hunting, Forestry and Fishing (AHFF) at 2.5 percentage growth rate.
Construction under the Industry Sector was among the fastes t growing subsector,
outpacing all others at 23.5 percent growth rate.
The economy continued to demonstrate a growing trend, however, the expansion was
moving at a decelerated rate until 2014. It expanded at a slower paced with 6.6 percent
growth from the period of 2012 to 2013 and was again slowed down by 1.5 percentage points,
as the rate was dragged down to 5.1 percent from 2013 to 2014.
Figure 2. GRDP Growth Rate of CALABARZON: 2010 – 2015

(In Percent, at Constant 2000 Prices)
The main factor that had influenced the growth slowdown was the continuous
deceleration of Industry and Service Sectors, which are the major drivers of the region’s
GRDP. Industry Sector lose paced by 0.2 percentage points, from 6.9 percent in 2012 to
6.7 percent in 2013 and decelerated again by another 0.2 percentage points in 2014, as
the growth rate hit 6.5 percent.
Service Sector shared the same consequences. From the fastest growing sector at 8.0
percentage growth rate in 2012, it decelerated to 7.4 in 2013. While the sector still showed a
positive growth, it affected the overall pace of the economy as its growth rate plummeted
to just 3.8 percent in 2014 – the slowest growth rate recorded since 2010.
133
The economy grew a little faster from 2014 to 2015. In this period, the Industry Sector
continued to grow at a slower pace of 5.5 percent. Conversely, the Service Sector
accelerated from an all -time slowest growth rate of 3.8 percent in 2014 back to the 7.4
percent growth rate it had i n 2013. This come back of the Service Sector has made the
overall economy expanded at a faster pace than the preceding year as its growth rate
accelerated to 5.9 percent.
In 2015, the biggest contributor to the region’s GRDP is the Industry Sector comprising 61.8
percent of the total economy, translating into an actual value of Php806.2 billion. Service
Sector comes in second at 32.6 percent or Php425.4 billion. The remaining 5.5 percent with
an equivalent value of Php72.1 billion accounted for AHFF.
Figure 3. CALABARZON GRDP by Industrial Origin: 2010-2015 (In percent, at
constant 2000 Prices)
In terms of specific economic subsector contributions to the GRDP, Manufacturing

subsector predominantly comprised the regional economy, covering more than half or 53.7
percent of the entire Industry Sector. The Service Sector’s major contributing economic
activity falls under Real Estate, Renting and Business (RERBA) with 8.7 percentage share;
followed by Trade and Repair of Motor Vehicles, Motorcycles, Personal and Household
Goods with 7.5 percentage share. The AHFF with the least share to the region’s GRDP was
comprised of Agriculture and Forestry and Fishing with 4.2 and 1.3 percentage shares,
respectively.
134
Figure 4. CALABARZON GRDP by Industrial Sub-Sectors: 2015 (In percent, at
Constant 2000 Prices)
In 2015, CALABARZON region contributed to about 37.8 percentage points to the total GDP
in Manufacturing of the country. The major contributing factor to this is its hosting of
numerous Industrial and Exporting Processing Zones. As of October 2016, 48% of all PEZA
Manufacturing economic zones in the Philippines are located in the region. This translates
to a total of 35 out of 7 3 Manufacturing economic zones nationwide.
Other economic zones located in the region are Eight (8) IT Centers; Five (5) IT Parks; and
Seven (7) Tourisim Ecozones. Taking everything into account, the region houses a total of
55 operating Economic Zones.3 Forty-nine (49) of these Ecozones were able to generate
about 454,903 employment in the region from the period of January to May 2016. 4
C. REGIONAL POPULATION AND EMPLOYMENT TRENDS
Total Population
In terms of number population, CALABARZON region ranks 1st with a total number of
3 Philippine Economic Zone Authority. List of Operating Economic Zones as of October 2016. Retrieved from
http://www.peza.gov.ph/index.php/economic-zones/list-of-economic-zones/operating-economic-zones
4Philippine Economic Zone Authority. Employment Generated by Special Economic Zones in Region IV -A: January
to May 2016
135
14,414,774 individuals, based on the 2015 Census of Population conducted in August 2015.
The number of population increased at an annual average growth rate of 2.58 percent
from 2010 to 2015. This means that roughly 325,000 individuals have been added each
year to the number of population from 12,609,803 in 2010 to 14,414,774 in 2015. The
population count in 2015 is higher by 1.8 million compared with that of 2010.
It is estimated that the region’s population will be at 16,664,400 by 2025. 5 Of these, 50.07
percent will be comprised of Female while 49.93 percent will be composed of Male.
Working population between the ages 15 to 64 years will account for approximately
66.78 percent or 11,128,200 of the projected population.
Figure 5. Labor Supply, CALABARZON: 2010 — 2015
Labor Supply
For the period of 2010 to 2015, the working age population grew by 9.84 percent translating
to an additional of 768,000 warm bodies that joined the potential source of labor. It has
steadily increased at an annual average growth rate of 1.97 percent or an annual increment
of approximately 154,000.
Of the 14.41 million total population of the region in 2015, 8,576,000 or 59.49 percent
represent the working age population – 48.9 percent or 4,194,000 are Male and 4,382,000 or
51.1 percent are Female.
5PSA.Projected Regional and Provincial Population by Five -Year, Age Group, Sex and by Five
Calendar Year
136
The Labor Force for the same period also showed an increasing trend. The actual supply of
labor grew by 11.32 percent, equivalent to 562,000 that added to the baseline data of
4,966,000, reaching 5,528,000 in 2015. It progressively grew at an annual average growth
rate of 2.26 percent or an increment of roughly 113,000 per year. On the other hand, in
terms of participation, t he Labor Force Participation Rate (LFPR) exhibits an erratic
movement, with highest noted in 2014 at 65.5 percent and lowest in 2011 at 63.6 percent. The
LFPR CALABARZON in 2015 stands at 64.4 percent, higher than the national average at
63.7 percent.
Employment Trends
Figure 6. Number of Employed Persons in CALABARZON and its share to National: 2010:
2015
137
The annual employment growth rates for the last five years is fluctuating – from 3.85
percent increase (+173,000) in 2011, it decelerated to 1.86 percent (+51,000) in 2012.The
highest increase was noted from the period of 2013 to 2014 at 5.27 percent (+255,000) and a
decline of 0.24 percent (- 12,000) in the succeeding year.
In terms of absolute terms, the employment has shown a favorable trend in general as an
increase was noted from 4.493 million in 2010 to 5.085 million in 201. This is equivalent to
an annual average growth rate of 2.64 percent or roughly 119,000 increment in job
generation per year.
Unemployment
With the average annual growth rate of employment at 2.64 percent (+119,000 job
generation per year) outpacing that of the labor force at 2.26 percent (113,000 increase per
year), the incidence of unemployment in CALABARZON is on the downtrend for the pa st
five years, with 8.0 percent as the lowest recorded in 2014 and 2015. This translates to an
estimated 444,000 unemployed persons in 2015, eased with a modest 29,000 unemployed
individuals from 473,000 in 2010.
Figure 7. Number of Unemployed and Underemployed, CALABARZON: 2010 - 2015
138
Underemployment
With rates standstill at double -digit, the problem of underemployment poses a more
serious problem in CALABARZON. The underemployment in the region has increased
over time –the highest incidence was recorded in 2014 at 18.6 percent with corresponding
absolute terms totaling 948,000 employed persons who expressed their desire to have
additional hours of work in their present job, or to have additional job, or a new job with
longer working hours. The underemployment rate declined slightly to 18.2 percent in 2015,
which translates to a total of 444,000 underemployed persons in 2015. This means that
some 1,000 underemployed individuals in 2014 are already satisfied with their present job
and longer desire to have an additional work.
Figure 8. Labor Market Indicators, CALABARZON: 2010 – 2015 (Figures in thousands)
139
In general, the employment situation in CALABARZON for the past five years has
improved. The labor force has expanded but said expansion is an inclusive growth with
employment, with the latter even outpacing the growth rate of the labor force, which in
turn maintained a single-digit unemployment rate at an all - time low of 8.0 percent since
2010 .
D. EMPLOYMENT STRUCTURE
The number of employed persons in the region reached 5.085 million in 2015. Of these
figure, three employment generators were identified to share double digit in the total
employment generated in the said year, namely:
• Wholesale and retail trade; repair of motor vehicle motorcycles was recorded to
have 19.1 percent share, which created a total number of 971,000 employment;
• Manufacturing also comprised a significant portion of 17.8 percent, translating to

905,000 employment generated;
• Agriculture, hunting and forestry remained to be a major contributor to, with

544,000 workers or equivalent to 10.7 percent of the total employment generated in
the region.
Shown in the following table is the detailed percentage share of each industry to the total
employment generated in the region.
Table 1. Employment Generated by Industry and by Percentage Share, CALABARZON: 2015
ALL INDUSTRIES 2015 % SHARE

Wholesale and retail trade; repair of motor vehicle motorcycles 971 19.10%
Manufacturing 905 17.80%
Agriculture, hunting and forestry 544 10.70%
Transportation and storage 427 8.40%
Construction 402 7.90%
Other service activities 351 6.90%
Accomodation and Food Service Activities 300 5.90%
Public administration and defense; compulsory social security 244 4.80%
Administrative and support service activities 208 4.10%
Education 168 3.30%
Fishing 102 2.00%
Arts, entertainment and recreation 86 1.70%
Finanacial and insurance activities 81 1.60%
Human health and social work activities 81 1.60%
Information and communication 71 1.40%
Real estate activities 46 0.90%
Professional, Scientific and technical activities 36 0.70%
Activities of households as employers; undifferentiated goods-
and services-producin activities of households for own use 36 0.70%
Activities of extraterritorial organizations and bodies
Electricity, gas, steam and air conditioning supply 15 0.30%
Water supply; Sewerage, Waste Management and Remediation Activities 10 0.20%
Mining and quarrying 5 0.10%
Total 5085 100.00%
140
In terms of number of increment from 2012 to 2015, the following as shown in the Table 2
below, are the top five (5) industries identified in CALABARZON:
• Manufacturing is the largest industry in CALABARZON in terms of number of

increment from 2012 to 2015. It equates to an additional 92,000 workers to the
813,000 employed persons in 2012, making it 905,000 in 2015. It also has the most
share at 27.8 percentage points to the total employment increment in the region;
• Wholesale and retail trade; repair of motor vehicle motorcycles ranked as second
largest industry with an increment of 63,000 for the same period. It has a share to
the total employment increment;
• Other Services contributed to a to tal of 56,000 employed individuals, with a share

of 16.9 percent;
• Construction under the Industry Sector also yielded a positive net gain of roughly
12.7 percent, with a corresponding 45,000 employed persons added to the baseline
figure of 356,000 in 2012;
• Transportation and storage and Administration and support service activities

knotted the fifth rank w ith 42,000 increment each.
Table 2. Employment Trends by Industry, CALABARZON: 2012 – 2015
YEAR % TO TOTAL GROWTH

INDUSTRY INCREMENT
2012 2015 INCREMENT RATE
Manufacturing 813 905 92 27.82% 11.36%
Wholesale and retail trade; repair of motor vehicle motorcycles 908 971 63 19.10% 6.99%
Other service activities 295 351 56 16.92% 19.06%
Construction 356 402 45 13.63% 12.69%
Transportation and storage 385 427 42 12.69% 10.95%
Administrative and support service activities 166 208 42 12.69% 25.33%
Public administration and defense; compulsory social security 219 244 25 7.66% 11.64%
Accomodation and Food Service Activities 276 300 24 7.33% 8.83%
Education 147 168 20 6.16% 13.89%
Information and communication 57 71 14 4.26% 24.82%
Arts, entertainment and recreation 76 86 10 3.13% 13.67%
Finanacial and insurance activities 71 81 10 3.03% 14.12%
Human health and social work activities 71 81 10 3.03% 14.12%
Real estate activities 43 46 3 0.90% 6.99%
Electricity, gas, steam and air conditioning supply 14 15 1 0.30% 6.99%
Mining and quarrying 5 5 0 0.10% 6.99%
Professional, Scientific and technical activities 38 36 -2 -0.73% -6.39%
Water supply; Sewerage, Waste Management and Remediation Activities 14 10 -4 -1.23% -28.68%
Fishing 119 102 -17 -5.16% -14.41%
Activities of households as employers; undifferentiated goods- and services-
producin activities of households for own use
Activities of extraterritorial organizations and bodies 81 36 -45 -13.62% -55.95%
Agriculture, hunting and forestry 604 544 -60 -17.93% -9.86%
All Indsutries 4753 5085 332 100.00% 6.99%
Note: Details may not add up to total due to rounding

The CALABARZON region posed an annual average growth rate of 2.33 percent, covering
all industries from 2012 to 2015. Twelve (12) sub-sectors recorded a higher annual average
141
growth rate than that of the region. The top five (5) fastest growing sub-industries are as
follows:
• Administrative and support service activities outpaced all others as it registered 8.44
percent annual growth rate;
• Information and communication recorded 8.27 percent;
• Other service activities also expanded at a rapid pace of 6.35 percent;
• Human health and social work activities and Financial and Insurance activities
exhibited an annual average growth rate of 4.71 percent;
• Education with 4.63 percent.
Figure 9. Average Annual Growth Rate by Industry, CALABARZON: 2012 to 2015
Other sub-sectors that have expanded at the same pace with the region, at 2.33 percent
average annual growth rate are Electricity, gas, steam and air conditioning supply;
Wholesale and retail trade; repair of motor vehicle motorcycles; Real estate activities; and,
142
Mining and quarrying. However, the following industries exhibited a declining
employment trend in the region:
Activities of households as employers; undifferentiated goods- and services-produced

activities of households for own use rapidly declined at an annual average negative
growth rate of (18.65) percent; Water supply; Sewerage, Waste Management and
Remediation Activities was also fast declining at (9.56) percent; Fishing at (4.80)
percent; Agriculture, hunting and forestry diminishing at (3.29) percent; and Professional,
Scientific and technical activities, (2.13) percent.

MARKET
KEY EMPLOYMENT GENERATORS AND EMERGING

INDUSTRIES
The DOLE CALABARZON conducted the JobsFit 2022 Multi-Sectoral Consultation and
Workshop last 10 November 2016. It was attended by representatives from various
industries, regional line agencies, representatives from the academe sector, and some
Public Employment Service (PES) Officers
During the said consultation, the results of the previous JobsFit LMI Report were
presented and revalidated, particularly the key employment generators (KEGs) and
emerging industries in the region.
Upon thorough discussion, it turned out that the KEGs previously identified remained as
potential employment generator s and may absorb bulk of workforce in the upcoming
years. In addition, Tourism that falls under the broad Administrative and support service
activities sub-sector, which used to be an emerging industry in the previous JobsFit, is now
added in the list of KEGs.
The updated KEGs in the region are as follows:
1. Agribusiness;
2. Construction;
3. Automotive;
4. IT-BPM; and
5. Tourism.
143
DESCRIPTION OF KEY EMPLOYMENT GENERATORS
AGRIBUSINESS
CALABARZON, due to its proximity to the National Capital Region, is observed to be in

transition of becoming a service -based from a predominantly agri-based region. As a
result, the agriculture sector has suffered a decline for the past years. Despite this, the
agriculture sector remains to be one of the KEGs that shared double-digit at 10.7 percent of
the total employment generated in 2015, translating to a total number of 646,000
employment. Agribusiness is among the industries that mainly earn its revenues from
agriculture. It is a large-scale business operation which encompasses several business
activities which include traditional farming, manufacturing and processing of agricultural
products, and packaging and distribution of end products.
CONSTRUCTION
The Construction sub-sector under the broad Industry Sector is one of the region’ s KEGs
which generated 402,000 employment in 2015 and has expanded from 2012 to 2015 at an
average annual growth rate of 4.23 percent, faster than the region al economy at 2.33
percent.
From 2013 to 2015, 84 infrastructure projects amounting to Php4.26 billion 6 have been
initiated to construct, repair and rehabilitate roads and bridges in the region. Of these, 19
percent are already completed and the remaining are ongoing.
With the advent of the “golden age of infrastructure”, more infrastructure projects are
expected to rise under the Build! Build! Build! Infrastructure Plan of President Rodrigo
Duterte. This would spell the same as industry expansion that could absorb additional
workforce in the years to come.
AUTOMOTIVE
The Philippines is an important auto market growth area in ASEAN, experiencing
unprecedented growth for the last five years, as evidenced by its increasing sales from 168K
units in 2010 to 269K in 2014. The sector targets to set a new record of 500K units sold by
end of 2020. 7
Also, with the Comprehensive Automotive Resurgency Strategy (CARS) Program, the
automotive industry in the Philippines is expected to be revitalized be developed to be a
regional automotive manufacturing hub with a larger auto share in ASEAN.
The CALABARZON region is a strategic area for auto -manufacturing industry expansion.
Laguna is the automotive capital of the country where majority of manufacturers like
Toyota, Mitsubishi, Honda and Isuzu have production operations. Agglomeration of auto
parts suppliers is also visible in the region.
144
INFORMATION TECHNOLOGY-BUSINESS PROCESSING MANAGEMENT
(IT-BPM)
The IBPAP has recently released its Roadmap for the IT-BPM Industry until 2022. The
Philippine IT-BPM Roadmap 2022 is all about accelerating the growth of the PH IT- BPM
industry – strengthening domain expertise and capabilities in the emerging sectors,
leveraging advancements in technology and ensuring the Filipino talent is future ready. As
we see rapid innovations in the areas of digital transformation, artificial intelligence, big
data and analytics and evolving delivery models, it is imperative that the IT-BPM Industry
evolves with the changing demands of the market to remain competitive and maintain its
position as a destination of choice for IT -BPM Services.
As indicated in the roadmap, the industry targets about 1.8 million direct jobs, 7.6 million
direct and indirect IT-BPM employment and 500,000 jobs outside NCR. With proximity to
NCR, CALABARZON region is banking on the target employment to spill - over to the
region especially that more Business Processing Offices (BPOs) are finding their new niche
in the region.
Moreover, the Department of Science and Technology - Information and Communications
Technology Office (DOST-ICTO), Information Technology and Business Process
Association of the Philippines (IBPAP), and Leechiu Property Consultants (LPC) proclaim
ed 10 “next wave” cities to be the next hubs for the information technology and business
process management (IT-BPM) sector. Four out of ten (4 out of 10) identified cities in the
Philippines are located in the region, namely: Dasmariñas City, Lipa City, S ta. Rosa City,
and Taytay, Rizal.
As of October 2016, there are a total of eight (8) IT Centers and five (5) IT Parks in the
region.
TOURISM
This covers tourism related enterprises such as restaurants, food chains, and
accommodation establishments that are not limited to hotels, resorts, apartments, tourist
inn, motels, and bed and breakfast facilities. This also involves operation of tourist
transport services, preservation of historical shrines, landmarks, and structu res.
In 2015, the region recorded a total of 21,613,300 same -day visitors and 4,318,635 overnight
tourists, with Japan being its largest market. 9 With the launching of new attractions such
as the Enchanted Kingdom’s cultural attraction called “Agila” —the Philippine’s first and
the world’s largest flying theater [as one would be flying as if on the wings of an eagle
traveling around the Philippi nes] as well as other tourism products such as beach
destinations in Lobo, Batangas and Polillo Quezon, visitors who will be flocking the region
to explore its tourist destinations are expected to increase.
6 DPWH 4A. Infrastructure Projects in Region 4A. http://120.28.38.50/infrastructure/pms/04a. asp#. Date accessed: 15 May 2017
7 CAMPI and PACCI. The Philippine Automotive Manufacturing Industry Roadmap, 2012
145
EMERGING INDUSTRIES
Emerging industries (EIs) are industry groups growing at a rate faster than the economy
and exhibiting potential to grow and prosper, thus capable of generating a large number of
new and fresh employment .10 The following are the identified EIs that would propel the
growth of the regional economy for the next five years:
1. Petrochemicals
2. Financial and insurance services
PETROCHEMICALS
EMERGING INDUSTRY : PETROCHEMICALS

Manufacturing
Industry Profile
Petrochemicals are petroleum or natural gas by -
productsused
for the production of various products like plastics,
solvents,
synthetic fibers and other essential commodities.
It is considered a strategic basic industry because its

products
are used by all other sectors such as Construction,
Electronics
and computer, Medical Services, Transportation,
Packaging,
Agriculture, etc. In short, its products are used by
everyone.
8 The IT-BPM Roadmap 2016 – 2022. http://www.ibpap.org/about -us/it-bpm-roadmap-2016-2022

9 Department of Tourism Region IV -A
10 JobsFit LMI Report 2013 - 2020
146
Opportunities The JG Summit Olefins Corp.’s $800 million naphtha
cracker
plant commenced operation in November 2014. The
operation
said plant will secure raw material supply for the
polyolefin
plants. The industry is projected to contribute about
Priority Skills 39,658
employment opportunities in the region from 2016 to
11
2022.
Quality control analyst, Operations engineer, QA/QC

Engineer,
Maintenance technician, Process engineer,
Reliability engineer,
Corrosion engineer, Chemist, Instrumentation engineer,
Accounting, IT
FINANCIAL AND INSURANCE SERVICES

EMERGING INDUSTRY : FINANCIAL AND INSURANCE SERVICES
: Services
Industry Profile : One of the prospects and opportunities in the region is the
growing Service Sector. Alongside increase of the ICT services
is the financial and trade activities in the region.
Priority Skills : Accountant, Accounting assistant, Accounts specialist, Credit

and collection clerk, Auditor, Finance manager, Finance
clerk/staff, Financial advisor.
PRIORITY SKILLS
KEG AGRIBUSINESS
Industry Agriculture, Hunting and Forestry & Fishing
In- demand Hard-to-fill
• Agriculturist Agriculturist
• Veterinarian Agricultural engineer
• Forester Veterinarian
• Food chemist Forester
Skills Requirement • Forest ranger Food chemist
• Food processor Forest ranger
• Packer Animal husbandry
professional
• Poultry worker Farmer (with knowledge in
integrated farming)
147
v Agriculture is being looked down as an inferior industry and
does not look attractive to many.
v Schools offering agriculture -related courses are limited .
v Decline in number of enrollees/takers.
Gaps and challenges v Lack of training exposure. Theories learned in school are
not properly applied.
v Intensive training on modern farming for farmers is costly.
v Reports claim that employment in agriculture sector is
plenty but cannot be identified exactly where they are.
ü Change the image of agriculture and make it more
appealing by presenting the growing opportunities in the
sector.
ü Revisit and revise the curriculum of HEIs to include
agriculture-related courses (CHED and TESDA).
Recommended Solutions ü Provide more scholarship program for agriculture-related
courses (CHED, TESDA, LGU).
ü Government intervention in providing subsidized, if not
free, training on modern farming for farmers.
ü Conduct an actual profiling of establishments engaging in
agriculture/agribusiness (DTI, PEZA, SEC, BPLO).
KEG CONSTRUCTION
Industry
Hard-to-fill
In- demand
• Sanitary engineer
• Sanitary engineer
• Mechanical engineer
• Mechanical engineer
• Architect
• Architect
Industry • Mason
• Mason
• Plumber
Skills Requirement • Plumber
• Heavy equipment operator
• Heavy equipment
operator • Zoning engineer
• Building engineer • Surveyor
• Auto CAD operator • Quality control specialist
• Machinist
• Molder
11
Philippine Employment Projection Model, 2015
148
• Pipefitter
• Rigger
• Electrician
: Low salary [highly skilled workers]
v Skilled labor shortages because workers prefer to work abroad

that pays higher.
v Inadequate training and TESDA certifications [skilled workers]
Gaps and challenges
v Project performance at stake as a result of use of substandard
materials just to cope with today’s demanding and complex
project designs.
: Consider proposing a competitive salary through salary

standardization to keep the skilled laborers from working
abroad.
Recommended
Solutions
ü CIAP and TESDA to tie-up in providing training to enhance the
skills of the workers.
ü Ensure that contractors strictly comply with the National
Building Code of the Philippines.
KEG : AUTOMOTIVE
Industry : Manufacturing / Sales & Dealership
Hard-to-fill
• Automotive engineer
In- demand
• Sales engineer
(industrial and
• Automotive technician mechanical)
:
Skills Requirement • Automotive electrician
• Sales executive
• Automotive mechanic
• Mechatronics
• Technical field • Service engineer
specialist (dealership)
• Parts pricing analyst
(dealership)
149
v The absence of Research and Development (R&D) industry
pathway does not create a demand for higher education in
Automotive R&D (raised by FAIP)
v There are limited providers of training courses.
v Lack of school offering degree courses on Automotive
Engineering, which the industry really needs.
:
Gaps and challenges v Mindset of [engineering] students is to land a job rather
than to pursue a career in automotive.
v Low hiring rate due to lack of qualified applicants.
v After sales personnel need more familiarity on automotive
management to confidently address emerging car consumer
market
ü Consider proposing R&D Law for the R&D Auto Industry

Area (recommendation from FAIP)
ü CHED, HEIs and Auto Industry to develop a course on
Automotive Engineering.
: ü Change mindset of students through career guidance.
Recommended Solutions
ü While there is existing Diploma course on Automotive
Management, it is too broad and there is a need to narrow
it down to make the course lean and less time to produce
human resources (Auto Industry and TESDA)
150
Voice
v While the Filipinos are acknowledged to have advantage in
verbal communication , the percentage of applicants for
call center operations who have acceptable level of
proficiency in English remains low.
Non-Voice
v Lack of field exposures/internships.
Gaps and challenges :
v Graduates are not competent enough with the computer
programming languages/ systems analysis/ database
administration. They are taught at school, however, with
the school’s limited resources, learnings are not properly
applied.
v Many experience programmers/ systems analysts/
database administrators prefer to work abroad due to
higher compensation and better benefits.
ü Academe to participate in the Global Competitiveness

Assessment Tool (GCAT), an assessment tool initiated by
the IBPAP to guarantee a continuous pool of qualified
candidates for the IT -BPM Industry and beyond. Based on
the results, the schools will be able to identify their ranking
as compared to industry standards which can help them
Recommended Solutions :
develop and create bridging programs or interventions for
skill and competency improvement.
ü Require SUCs to invest in high quality facilities and
resources so that students can apply their learnings and
master their skills.
ü More immersion programs/trainings for the students
151
KEG : HOTEL, RESTAURANT, AND TOURISM
Industry : Accommodation and food service activities
In- demand
• Tourist guide
• Cook (Hotel & Restaurant)
• Chef
• Hotel manager
• Massage therapist
• Cashier
• Receptionist/Front desk Hard-to-fill
• Office crew • Interpreters
Skills Requirement :
• Housekeeping services • Tourism instructor
• Kitchen helper • Food technologist
• Waiter/waitress
• Food server attendant
• Rides/games attendant
• Rides operator
• Professionals such as
Accountant, Managers,
Human Resource Officers
v Trainings available are limited especially to those highly
specialized fields
v Poor communication skills (needed for multi or bi lingual
tourist guides)
v Low starting salary for back office jobs and even
Gaps and challenges : professionals.
v Few accredited tourism service providers. They are
required to undergo a series of training and seminars that
take so much time to compl ete.
v Fast turnover rate on Professionals because when they gain
experience, they look for greener pastures.
ü Standardized OJT Program for HRM (or related course)
students.
ü Industry to consider reviewing the salary scale for starting
employees.
Recommended Solutions : ü Encourage all tourism service providers to undergo
accreditation by shortening the duration of the training
(DOT).
ü Industry to consider career development plan and
incentives for employee retention.
The consultation also surfaced out several gaps which are applicable to all industry sectors.
The challenges that emerged are as follows:
152
KEG : ALL KEGS
Industry : All Industry Sectors
Gaps and challenges : v There is no standard manual on internship.
v The linkage between academe and industry needs to be
strengthened.
v On tech-voc, there is inadequacy of facilities and trainors.
v Companies became training ground for employees who
leave and
look for other opportunities [mostly outside the country]
once they
Recommended Solutions acquire training skills and competency.
: ü Strengthen academe-industry linkage.
ü On internship, a MOA or partnership should be forged
between industry and academe for the former to
provide training to students and the latter to provide
services to the industry.
ü Consider providing incentives to companies offering OJT.
AVAILABILITY OF SKILLS
REGISTERED PROFESSIONALS
Based on the data provided by Professional Regulation Commission (PRC)-Lucena, there
are a total number of 432, 404 registered professionals in the region as of October 2016. Top
10 professions registered with the most number are:
1. Professional Teacher -160,097 6. Mechanical Engineer -12,097

2. Nurse -98,097 7. Physician -11,348
3. Midwife -19,133 8. Registered Electrical -9,178
Engineer
4. Certified Public -18,113 9. Criminologist -8,043
Accountant
5. Civil Engineer -15,506 10. Medical Technologist -7,399
On the other hand, occupations recorded with less than 100 registered professionals are:
1. Occupational Therapy -1 6. Real Estate Consultant -14

Technician
2. Certified Quarry -1 7. Landscape Architect -37
Foreman
3. Certified Mine -1 8. Dental Hygienist -55
Foreman
4. Sugar Technologist -6 9. Metallurgical Engineer -79
5. Metallurgical Plan -11 10. Naval Architect & -93
Foreman Marine
Engineer
153
3. Total Number of Registered Professionals by Profession, CALABARZON
As of October 2016
PROFESSION TOTAL
AERONAUTICAL ENGINEER 299
AGRICULTURIST 2,219
ARCHITECT 3,983
CERTIFIED MINE FOREMAN 1
CERTIFIED PLANT MECHANIC 331
CERTIFIED PUBLIC ACCOUNTANT 18,113
CERTIFIED QUARRY FOREMAN 1
CHEMICAL ENGINEER 3,691
CHEMICAL TECHNICIAN 120
CHEMIST 1,606
CIVIL ENGINEER 15,506
CRIMINOLOGIST 8,043
CUSTOMS BROKER 1,543
DENTAL HYGIENIST 55
DENTAL TECHNOLOGIST 252
DENTIST 6,603
ELECTRONICS AND COMMUNICATIONS ENGINEER 4,056
ELECTRONICS ENGINEER 5,463
ELECTRONICS TECHNICIAN 2,104
ENVIRONMENTAL PLANNER 158
FISHERIES TECHNOLOGIST 135
FORESTER 1,334
GEODETIC ENGINEER 595
GEOLOGIST 231
GUIDANCE COUNSELOR 489
INTERIOR DESIGNER 183
LANDSCAPE ARCHITECT 37
LIBRARIAN 921
MASTER PLUMBER 704
MECHANICAL ENGINEER 12,097
MEDICAL LABORATORY TECHNICIAN 480
MEDICAL TECHNOLOGIST 7,399
METALLURGICAL ENGINEER 79
METALLURGICAL PLANT FOREMAN 11
MIDWIFE 19,133
MINING ENGINEER 210
NAVAL ARCHITECT & MARINE ENGINEER 93
NURSE 98,097
NUTRITIONIST DIETITIAN 2,597
OCCUPATIONAL THERAPIST 470
OCCUPATIONAL THERAPY TECHNICIAN 1
OPTOMETRIST 1,166
PHARMACIST 6,502
154
PHYSICAL THERAPIST 3,697
PHYSICIAN 11,348
PROFESSIONAL AGRICUTURAL ENGINEER 677
PROFESSIONAL ELECTRICAL ENGINEER 401
PROFESSIONAL ELECTRONICS ENGINEER 111
PROFESSIONAL MECHANICAL ENGINEER 573
PROFESSIONAL TEACHER 160,097
PSYCHLOGIST 151
PSYCHOMETRICIAN 1,183
RADIOLOGIC TECHNOLOGIST 2,738
REAL ESTATE APPRAISER 1,072
REAL ESTATE BROKER 3,783
REAL ESTATE CONSULTANT 14
REGISTERED ELECTRICAL ENGINEER 9,178
REGISTERED MASTER ELECTRICIAN 4,820
RESPIRATORY THERAPIST 376
SANITARY ENGINEER 446
SOCIAL WORKER 1,750
SUGAR TECHNOLOGIST 6
VETERINARIAN 1,151
X-RAY TECHNOLOGIST 1,730
GRAND TOTAL 432,413
Source: PRC Lucena
The latest data available provided by the Commission on Higher Education (CHED) IV - A
indicates that a total of 69,128 have graduated in 2016, more than 50 percent of such or
35,929 came from the Priority Disciplines identified by CHED – 15.3 percent or more than
10,000 of the total graduates finished IT -related degree; 14.9 percent or 10,275 are being
looked forward to join the education sector. Meanwhile, as shown in the Table 4 below,
there will be a sufficient supply of labor to cater the needs of the IT-BPM sector, w hich is
one of the KEGs in the region, in the next four to five years. Moreover, 486,820 individuals
are anticipated to be integrated to the labor force.
Table 4. Number of Enrolled and Graduates by Discipline, CALABARZON: AY 2015 – 2016
DISCIPLINE ENROLLMENT GRADUATES

All Disciplines 486,820 69,126
Public 224,744 32,270
Private 262,076 36,856
Priority Discipline 268,522 35,929
Sciences 4,505 595
Maritime 11,379 447
Medicine and Health Related 19,582 3,080
Engineering and Technology 71,848 8,951
Agricultural, Agri. Eng'g, Forestry, Vet Med. 11,385 1,484
155
Teacher Education 72,801 10,275
IT Related 72,147 10,601
Mathematics 2,251 339
Architectural and Town Planning 2,624 157
The Department of Education (DepEd) IV-A also provided necessary information on the
number of enrollees for AY 2016 – 2017 by Track who will eventually join the pool of
potential supply of labor in the years to come. Academic track has been noted to have the
most number of enrollees at 138,390, followed by TVL at 78,432. DepEd IV -A also provided
a projection of 254,349 enrollees for A Y 2017 – 2018. However, as the K to 12 Program was
only on its prelude implementation, projection on the number of the first batch of students
who will graduate in March 2018 is not yet available. See Table 5 below for the breakdown.
Table 5. Number of Enrollees by Track, CALABARZON: AY 2016 – 2017
PROGRESS UPDATE
1. The DOLE IV-A is continuously advocating to PESOs to utilize the PESO
Employment Information System (PEIS) to keep the skills registry in the locality
always updated. PESOs with no internet connection are likewise advise d to
continue using the NSRS Offline and export the database which would be
eventually uploaded to the PEIS.
156
2. Advocates for Career and Education Support, Inc. (ACESI) is an organized
Network of Guidance Counselors and Career Advocates being regulated by this
Regional Office dedicated in the promotion of better career choices among Filipino
youth. Its primary concern is to guide the youth in discovering their inner self,
realizing their dreams and making sound career choices that would eventually
address the country’s problem on job -and-skills mismatch. Early this year, this
Regional Office in cooperation with the ACESI introduced the Region IV-A’s Youth
Employability Framework which promotes informed career choice through Self
Exploration, Family Integration and Community Assessment, and the provision of
Life Skills Training (to be inculcated in the Basic Education Curriculum) prior to th
eir entrance in the labor force. By this simple means, it aims to lessen the school-to-
work transition that greatly contributes to the perennial issues on youth
unemployment.
3. The DTI and BOI IV-A convened different stakeholders last August 201 5 for the
localization of industry roadmaps. The roadmaps of the automotive, electronics,
petrochemicals, and IT -BPM, which are of special interest to Region 4, were
presented in the conference. Series of consultations are yet to be conducted in order
to have a regionalized roadmap for the said industries.
4. The Special Committee on Academe-Industry Linkage (SC A-IL), a special committee

under the Regional Development Committee (RDC) IV-A regularly holds a quarterly
meeting to serve as a venue for information exchange on the industry requirements
and on the support needed by the academe to produce skilled graduates who will
eventually fit the industry requirements. With the objective to accelerate various
forms of partnerships among stakeholders that would result to better matching of
employment needs and graduates in support to ensuring inclusive growth , the First
CALABARZON A-IL Summit was conducted in October 2016, where the industry,
academe and government forged stronger partnerships and inked their commitments
to solve job -skills mismatch in the region through a Summit Manifesto.
157
REGION 4B
EASTERN VISAYAS
158
REGIONAL LABOR MARKET SITUATIONER MIMAROPA
REGION IV-B MIMAROPA

MIMAROPA comprises five

(5) provinces : Occidental
Mindoro, Oriental Mindoro,
Marinduque, Romblon, and
Palawan.
Population (2015) : 2,963,360

2
Area : 29,620.90 km
GRDP
MIMAROPA’s Gross Regional

FUTURE JOBS Domestic Product (GRDP)
grew by 6.2% from 125.4M
(2016) to 133.2M (2017)
Mine Tourism Officers, Aerospace manufacturing,
Repair and Overhauling, Equipment and Maintenance,
LABOR FORCE
Fabricator, Equipment Control Officer, Animator, Plant
Nutrition Specialist, Seaweed Farmer/Technician and
Plant Pathologist
NEW JOBS
ISO Officers, IEC Officers, Land Use Planners, Real Estate Broker The unemployment rate
Online System, Social Networking, Speech Pathologist, increased by 0.7
Regenerative Specialist, and Plastic Fabricator (2013) to 4.8% (2017).
159
MIMAROPA REGIONAL LABOR MARKET SITUATIONER
REGION IV-B MIMAROPA
EMPLOYMENT
SHARE (2016)
GREEN JOBS
AGRICULTURE, HUNTING, Mimaropa has reported industries that requires green-collared

FORESTRY, AND FISHING jobs, those work in the agricultural, manufacturing, research
and development, administrative, and service activities that
contributes to preserving or restoring environmental quality.
Certain jobs determined per industry are identified as
34.42%
shortages . Provided below are the list of industries and
respective green jobs with the required skills:
9.19%
Fishing
INDUSTRY
7.91%
Construction
0.40%
Water, Electricity
and Gas Supply
0.56%
Mining and
Quarrying
4.79%
Manufacturing
SERVICES

0.72% Activities

Wholesale & Retail
Motor Vehicles
Compulsory Social
Security 160
1. Regional Labor Market Situationer
INDICATOR 2011 2012 2013 2014 2015

Population 15 y/o & over
1,882 1,907 1,953 2,006 2,061
(‘000)
Labor Force Participation 70.0
68.4 66.3 67.2 65.5
Rate
Employment Rate 96.1 95.8 95.9 95.4 96.7
Unemployment Rate 3.9 4.2 4.1 4.6 3.3
Underemployment Rate 21.6 22.6 22.6 23.4 20.8
Source: PSA MIMAROPA
Over a period of 5 years, from 2011 to 2015, the employment in MIMAROPA went highest in
2015 at a rate of 96.7% registering an up of 1.3 percent point from 2014. This was
accompanied by a drop of unemployment rate, from 4.6% in 2014 to 3.3% in 2015, making
the region second with the lowest unemployment rate next to Cagayan Valley.
2. Dynamics of the Regional Labor Market
A. Labor Demand
1. Industry Employment Growth
AVERAGE
2014 2015
EMPLOYMEN
TOTAL TOTAL
T GROWTH
INDUSTRY EMPLOYME EMPLOYME
RATE (2014-
NT NT
2015)
Agriculture, Forestry and Fishing 5,477 5,393 -1.53 %
Mining and Quarrying 4,135 4,071 -1.54%
Manufacturing 12,363 12,357 -0.4%
Electricity, Gas, Steam and Air Conditioning
2,305 2,357 9.47%
Supply
Water Supply; Sewerage, Waste
718 786 2.25%
Management and Remediation Activities
Construction 1,016 648 -36.22%
Wholesale and Retail Trade 37,152 36,427 -1.95%
Transportation and Storage 1,661 1,646 -.9%
Accommodation and Food Service Activities 16,458 15,878 -3.52%
Information and Communication 1,833 1,672 -8.78%
Finance and Insurance Activities 6,188 6,132 -.9%
Real Estate Activities 715 723 1.11%
986 933 -5.37%
Activities
2,393 2,083 -12.9%
Activities
Education 5,002 5,019 .33%
Human Health and Social Work Activities 2,185 2,258 3.34%
161
Arts, Entertainment and Recreation 1,850 1,858 .004%
Other Service Activities 2,446 2,344 -4.17%
Source: Number of Establishments and Total Employment by Industry and Employment Size 2014 - 2015, PSA
MIMAROPA/ NEDA MIMAROPA
2. Key Employment Generators

1. Wholesale and Retail Trade
2. Accommodation and Food Service Activities
3. Manufacturing
4. Finance and Insurance Activities
5. Education
6. Agriculture, Forestry and Fishing
7. Mining and Quarrying
8. Other Service Activities
9. Administrative and Support Service Activities
10. Electricity, Gas, Steam and Air Conditioning Supply
11. Human Health and Social Work Activities
12. Information and Communication
13. Arts, Entertainment and Recreation
14. Transportation and Storage
15. Professional, Scientific and Technical Activities
Source: Number of Establishments and Total Employment by Industry and Employment Size 2014 & 2015-
PSA MIMAROPA
3. Key Employment Generators and Emerging Industries

EMERGING INDUSTRIES OCCUPATIONS
Agriculture 1. Growing perennial products
-The Government may tap more income if 2. Growing non-perennial products
properly managed. 3. Plant propagation, agricultural, forestry and
-Will boost Entrepreneurship which will fishing support services, and hunting and
generate revenues which eventually provide trapping
employment opportunities and will lessen 4. Fishing and aquaculture
poverty.
-Jobsfit 2013 to 2020 failed to account this • Agri Fishery
industry as Emerging Industry • Aquaculture
• Livestock Production
-For potential industries that will contribute to • Organic Agri – Production
boost economic growth of the region, the • Poultry Production
Agriculture, Fishing Industries should be given • Rubber Production
support of the Government in terms of water • Palm Oil Processing
system, seeds, fertilizer, etc. • Post-Harvest Processing Technology
-The produce should have regulated market

value favoring the welfare of the farmer
Wholesale and Retail Trade; Repair of Motor Sales Representative, Cashier, Administrative
Vehicles and Motorcycles and Household Clerks
Goods
162
Accommodation and Food Service Activities Hotel Restaurant Managers, , Chef, , Dive
Instructor, Dive Manager, Caterers, Bakers,
-Hotel, Restaurant & Tourism, Eco-Tourism Korean, and Japanese Guest Coordinator
-Tourism This covers the establishment of tourism-

related facilities and attractions; tourism-
related services; hotel and restaurants catering
to MIMAROPA tourists; tourist
accommodation facilities; tourist transport
facilities and development of retirement
villages, which shall include health or medical
facilities and other amenities.
Housekeeping, Tour guiding services, Front

Office Services, Cookery, Food and Beverage
Services, Events Management Services,
Barista, Bartending, Tourism Promotion
Services
Manufacturing All qualified manufacturing activities
including Agro-Processing
Manufacture of industrial goods and
processing of agricultural and fishery products:
(1) Semi-finished/intermediate goods for use as
inputs in the production of other goods,
(2) Finished products or consumer goods for
final consumption.
Production and manufacture of export

products
Activities in support of exporters
Construction General Construction, Mass Housing,
Specialized construction activities for buildings
and civil engineering works
Masonry
Tile Setting
Scaffold Erection
Plumbing
Carpentry
Pipefitting
Education Professional Teachers (Señior High School)
Public and Private, TESDA Accredited
Institutions
Academic - Instructors
Accounting, Business and Management (ABM)
Humanities and Social Sciences (HUMSS)
Science, Technology, Engineering, and
Mathematics (STEM)
General Academic
Pre Baccalaureate Maritime Specialization
Technical Vocational Livelihood Instructors

TVET Instructors for Tourism
Housekeeping, Tour guiding services, Front
Office Services, Cookery, Food and Beverage
163
Services, Events Management Services, Barista,
Bartending, Tourism Promotion Services.
TVET Instructors for General Infrastructure

Masonry
Tile Setting
Scaffold Erection
Plumbing
Carpentry
Pipefitting
TVET Instructors for AgriFishery

Aquaculture
Livestock Production
Organic Agri – Production
Poultry Production
Rubber Production
Palm Oil Processing
Post-Harvest Processing Technology
TVET Instructors for Furniture and Fixtures

Cabinet Making
Bamboo Basket/ Furniture
Rattan Furniture
TVET Instructors for Garments

Dressmaking
Tailoring
TVET Instructors for Information Technology

Call Center / Contract Center Services
TVET Instructors for Heating, Ventilation,

Air conditioning And Refrigeration
RAC Servicing
TVET Instructors for Metals and Engineering

Welding (SMAW, GTAW)
TVET Instructor for Language and Culture

English
Korean
Japanese
TVET Instructor for Health, Social and Other
Community Development Services
Massage Therapy
Caregiving
Health Care Services
Sports – Instructor
Arts and Design Instructors

Transportation and Communication Electrician/ Automotive Electrical Assembly
Land transport Automotive Mechanic
Driving
164
Shipping Industry
Cargo Handling, Warehousing, Storage and
Aerospace Industry Support
International Airport- Puerto Princesa City Shipbuilding, and repair
Flight Attendant
Tour Guide
Machinist
Pilot
Aircraft Technician
Overseas Employment Production and Related Workers Transport
Equipment Operators and Laborers
Service Workers
Special Laws
Green Jobs Law

Jobstart Law
SPES Law
PESO Law
Industrial Tree Plantation (P.D 705)
Mining (R.A. 7942) (Limited to capital
equipment incentive)
Renewable Energy (R.A. 9513)
Tourism (R.A. 9593)
Sources: Philippine Employment Projection 2015, HRD Roadmap, Department of Trade and Industry MIMAROPA-
2017 IPP, TESDA MIMAROPA- Skills Priorities 2017 to 2022, DEPED MIMAROPA- Projected Senior High school
graduates, Filled up survey questionnaires from the Government Sector, Private Sector, PESO, and Educational
Institution during our Regional Stakeholders Consultation last May 17, 2017. Alien Employment Permits Issued 2013 to
2016, POEA Region IV
4. In-Demand Jobs and Skills

Key Industry based on GDP growth
trends and investment priorities
Projected number of vacancies
(licensed, board passer, etc.)

Priority skills requirements
fresh grad or # of years of

Educational Attainment
General Qualifications
(High School, College,

Undergraduate, Any)
Core Competencies
21st Century Skills

(no experience/
(occupations)
(Knowledge/
experience)
Credentials
Experience
(M/F, Any)
(see list)
Skills)
Sex
Shipping Safety Unidenti M/F College Fresh Accredi Skills in Positive

Industry Officer -fied graduate -ted shipping work
with industry ethics
trainings
Cargo Operati same Same same same Accredi Teamwork
Handling ons ted
Officer
Logistics Forklift same M HS Tesda
Operato Graduate
165
r
Tracking Driver same M HS Tesda
Graduate
Mining Mine 10-20 M College Experience License Environme Positive
/Quarryin rehab degree required for nt work
g and Officer 10-20 F Same applica Manageme ethics
related Forester 1-5 ble nt
industries Chemist 1-5 Same occupat Teamwork
Chemic ions Forestry
al 20-50 Same Skills Creativity
Enginee Accredi and
r ted Resourcefu
Safety 200-500 HS lness
Officer graduate
Heavy 5-10 /college
Equipm level
ent 10-20
Operato College
r 300-500 degree
Geodeti
c
Enginee
r
Environ
mental
Planner
s
Minere
habLab
orers
Crane
Operato
rs
Civil
Enginee
r
Eco- Services
Tourism
HRM College With or Skills in Positive
graduate w/o HRM work
experience ethics
Bar M/F HS Skills in
Tendin Undergrad HRM Teamwork
g uate
Food M/F HS Skills in Creativity
Beverag Undergrad HRM and
es uate Resourcefu
Massag M/F HS Skills in lness
e Undergrad HRM
Therapi uate
st
Tour M/F HS Skills in
Guide Undergrad HRM
uate
IT Comput m/f Computer Fresh Computer
er Eng., graduate/w programmi
166
Progra graduate ith or ng,
mming without Analytical
experience
Design m/f BSECE/ Fresh Analytical ,
Enginee ME/CE graduate/w Autocad
ring ith or
without
experience
Business Transcr M/F HS or Fresh Board Communic
Process iptionist College graduate/w Passer ation Skills
Outsourci graduate, ith or
ng without Knowledge
Industry Nursing, experience in
Medical transcripti
Technology on/Medica
Team M/F College l Terms
Leaders level
Finance M/F College People
Consult Level/ with Skills
ant Masters
Degree Manageme
Real M/F College nt Skills
Estate graduate
Online Degree
Broker
Custom 1,000 M/F with or Effective Creativity
er without Communic and
Service experience ation Skills Resourcefu
Sales lness
Represe Knowledge
ntative retention
Attention
to detail
organizatio
n
Good
conversati
onal skills
Agricultu Agricult M/F College With or License
re urist graduate w/o d
experience
Handtra M HS
ctor
Operato
rs
Mechan M HS
ics
Mechan
ical
Enginee
rs
Construct Real
ion Estate
Industry Planner
167
Manufact
uring
Human Nurse M/F College License Positive
health graduate d work
and Social ethics
Work
Activities Teamwork
Medical M/F College License
Officer graduate d Creativity
Medical M/F College License and
Doctor graduate d Resourcefu
Heavy lness
Physical M/F College License
Therapi graduate d Self-
st Representa
Account M/F College License tion
ant graduate d
Integrity
Team
Player
Wholesal Sales M/F HS or SHS Communic Creativity
e and Distribu graduate ation and and
Retail tor Technical Resourcefu
Trade; Skills lness
Repair of
Motor
Vehicles
and
Motorcycl
es
Source: Filled up survey questionnaires from the Government Sector, Private Sector, PESO, and Educational
Institution during our Regional Stakeholders Consultation last May 17, 2017.
5. Hard to Fill Occupations

HARD TO FILL OCCUPATIONS INDUSTRY
Agriculturist Agriculture
Environmental Planner Agriculture, Mining
Fisheries Technologist Agriculture
Forester Mining
Mining Engineer Mining
Geodetic Engineer Mining
Architect Construction
Landscape Architect Construction
Metallurgical Engineer Mining
Geologist Mining
Real Estate Consultant Construction
Accountant Business/Public Administration
Nurse Human Health
Medical Officer Human Health
Medical Doctor Human Health
Physical Therapist Human Health
Psychologist Human Health
Pharmacist Human Health
Statistician Public Adm
168
Physical Therapy Technician Human Health
Dental Technologist Human Health
Source: PESO, Private Sectors
6. Diminishing Jobs
DIMINISHING JOBS INDUSTRY
Road Maintenance Crew Mining
H.E. Operator Backhoe Mining
Painter Mining
Nursery-STC BP Crew Mining
Checkers-Recorders-Spotter Mining
Dump Truck Driver Mining
NGP-Rehab Crew Mining
H.E. Operator Bulldozer Mining
WMS Crew Mining
Carpenter Helper- Laborer Mining
Assistant Secretary Mining
Data Encoder /Controller Mining
Sample Preparation Crew Mining
Camp Admin Aide Mining
LubeMan Mining
Water Truck Driver Mining
Traffic Aide/Traffic Controller Mining
Mason Carpenter Mining
Revetment Crew Mining
Survey Crew Mining
Tireman Mining
Integrated Waste Management Crew Mining
Grounds Keeper Mining
Geology Crew Mining
Helper Mechanic Mining
Solid Waste Management team Mining
Team Leader Mining
Lumber Mining
Environment Monitoring Crew Mining
Welder Reclass Crew Mining
Fuel Tender Mining
Shipment Crew Mining
Safety Patrol Service Driver Mining
Maintenance Coordinator Mining
PLO Messenger Mining
Warehouseman Mining
Mine Planning Statistician Mining
Mine Production Controller Mining
Tinsmith Welder Mining
Automotive Electician Mining
Purchaser Mining
Stockpile Crew Mining
Port & Shipping Leadman Mining
Issuing /Posting Clerk Mining
Heavy Equipment Foreman Mining
Compactor-Operator Mining
169
Source: CitiNickel Mines and Development Corporation’s mining operations in Palawan, namely the ones in Narra and
Sofronio Española, http://palawan-news.com/denr-suspends-two-mining-operations-citinickel/Berong Nickel
Corporation
7. Life Skills/Soft Skills

Source: Filled up survey questionnaires from the Government Sector, Private Sector, PESO, and Educational
Work Ethics Extremely Important
Team Work Extremely Important
Stress Tolerance Very Important
Social Perceptiveness Very Important
Self-Motivaton Extremely Important
Problem Sensitivity Extremely Important
Planning and Organizing Extremely Important
Multitasking Very Important
Math Functional Very Important
Innovation Very Important
English Functional Very Important
English Comprehension Very Important
Decision Making Extremely Important
Critical Thinking Extremely Important
Creative Problem Solving Extremely Important
Institution during our Regional Stakeholders Consultation last May 17, 2017.
Additional Soft Skills and Core Work Related Skills:

Personal Traits Relational Traits
Self-Discipline Able to get along with others

Perseverance Flexible
Industriousness Emphatic
Patience Approachable
Commitment Easy to Talk to
Happy Disposition; Collegial
Team Traits
Concerned Caring
Respectful Involved
Accountable Selfless
Source: Work Values of Successful Filipinos- F. Landa Jocano, Punlad Research House 2006 Local, National, and
Global Orientedness
Source: The Teaching Profession, Purita Bilbao, Lurimar Publishing Incorporated 2015
Social Skills
Emotional Intelligence
Resource Management Skills
170
Management of Financial Resources, Materials Resources, People Management,
Time Management
Source: Figure 9, Future of Jobs, World Economic Forum 2016
Additional Learning Skills and Attitudes that should be imparted to the

Students:
Five skills sets or attitudes toward learning that would helpful in preparing young people
for the new middle jobs in a flat world:
1. Learn how to learn - To constantly absorb, and teach yourself, new ways of doing old
things or new ways of doing new things.
That is an ability every worker should cultivate in age when parts or all many jobs are
constantly going to be exposed to digitization, automation, and, where new jobs, and
whole new industries, will be churned up faster and faster.
It is not only what you know but how you learn that will set apart. Because what you know
today will be out –of-date sooner than you think.
To learn how to learn, you have to love learning-or you have to at least enjoy it-because so
much learning is about being motivated to teach yourself. And while it seems that some
people are just born with that motivation, many others can develop it or have it implanted
with the right teacher (or parent).
2. Navigation Skills- Our children will interact with each other with the wider world, and
all that resides on that Web without many filters.
Therefore, teaching them how to navigate that virtual world, how to sift through it and
separate the noise, the filth, and the lies from the facts, the wisdom, and the real source of
knowledge becomes more important than ever. It is the ability to sort our truth from
fiction in this open sewer of information, facts, lies, and half-truth called the World Wide
Web.
“The challenge for the next generation of parents, educationists, and thinkers will,
therefore, not be the dissemination of information, but to change the way people
differentiate between information and wisdom. Indeed the lines that divide the two have
been blurred so much that information is often confused as wisdom.”
3. Passion and Curiosity , CQ + PQ > IQ, -“In the flat new world, educational opportunities
are limitless, even without help from school, government, churches or business. Much of
what you need to know about pretty everything is out there on the Web somewhere-
especially if you’re technologist.”
For all these reasons, I have concluded that in a flat world, IQ-intelligence quotient- still
matters, but CQ and PQ- curiosity quotient and passion quotient- matter even more. Give
me a kid with a passion to learn and a curiosity to discover and I will take him or her over a
less passionate kid with a high IQ every day of the week. Curious passionate kids are self-
educators and self-motivators.
171
4. Stressing Liberal Arts- is a very horizontal form of education. It is all about making
connections among history, art, politics, and science. Yes, we need to be more rigorous in
training our young people in math and science, which are the building blocks of so much
knowledge. But we also need to be vigilant in upholding the teaching of art and music and
literature, because they are too essential for innovation.
5. Right Brain-If creativity depends on connecting disparate dots, then we need to be

educating our young people not only in more dots, a’ la the liberal arts, but also in the
ability to think horizontally- to mesh together different perspectives and disciplines to
produce a third thing. That skill is something that happens on the right side of our brains-
educators need to think about how we nurture that.
If we want more of our young people to be untouchables- that is people with jobs that “a
computer or robot cannot do faster or some talented foreigner cannot do cheaper and just
as well,” we need to focus education on constantly developing our student’s right brain
skills-“such as forging relationships rather than executing transaction, tackling novel
challenges instead of solving routine problems, and synthesizing the big picture rather
than analysing single component.
One way you nurture your right brain is doing something you love to do-or at least like to
do- because you will bring something intangible to it, something out of your right brain,
which cannot be easily repeated, automated, or outsourced. The sorts of abilities that
matter most now in turns out are also the sorts of things that people do out of intrinsic
motivation.
Source: The World is flat, A Brief History of the Twenty-First Century, Thomas L. Friedman, Picador /Farrar, Starus
and Giroux 2007
8. Green Jobs
SKILLS
INDUSTRY GREEN JOBS SURPLUS/SHORTAGE
REQUIREMENTS
Train to do the right
Farming Vegetable farming mixture to produce Shortage
the good harvest
Recycle of water
supply
Modernization of
Agriculture
Agriculture
Agribusiness Shortage
Production Creativity to do
slippers & bags out of
recycle products
1. Forester
2. Environmental
Officer
Mining, Quarrying
3. Environmental
and Related
Planner
Industries
4. Pollution Control
Officers
5. Agriculturist
Aroroot Processing Proper Training for Shortage of Workers
Food Industy
Kalabasa Processing Accredited govt. due to limited income
172
agencies such as from the product
TESDA & DOST
Proper Training for
Shortage of Workers
Coconut Product Accredited govt.
Coconut Industry due to limited income
Processing agencies such as
from the product
TESDA & DOST
Solar Panel Knowledge in
Electronics
Technician Electronics
Tourism Eco-Tourism Tour Guiding
Handicraft Recycling Artistic Skills
Source: Regional Stakeholders Consultation- May 17, 2017
9. Potential Investments in Industries

1. All qualified manufacturing activities including Agro-Processing Manufacture of
industrial goods and processing of agricultural and fishery products:
(1) Semi-finished/intermediate goods for use as inputs in the production of other goods,
(2) Finished products or consumer goods for final consumption.
2. Agriculture and Agribusiness
This covers all types of agricultural production, farming, plantation, processing or

manufacturing, as long as, the land or the agricultural production, plantation, processing
or manufacturing. It includes value chain, value-adding, logistical and supply chain
agribusiness activities based in or involving MIMAROPA agricultural products or the
farmers of the region, such as silo storage and drying facilities.
3. Inclusive Business Models
This covers business activities of medium and large enterprises (MLEs) in the agribusiness
and tourism sectors that provide business opportunities to micro and small enterprises
(MSEs) as part of their value chains.
4. Export Activities
Production and manufacture of export products

Activities in support of exporters
5. Special Laws
This covers activities where inclusion in the IPP is mandated for purposes of incentives, as
follows:
Industrial Tree Plantation (P.D 705)

Mining (R.A. 7942) (Limited to capital equipment incentive)
Renewable Energy (R.A. 9513)
Tourism (R.A. 9593)
6. Tourism
173
This covers the establishment of tourism-related facilities and attractions; tourism-related
services; hotel and restaurants catering to MIMAROPA tourists; tourist accommodation
facilities; tourist transport facilities and development of retirement villages, which shall
include health or medical facilities and other amenities.
Source: DTI MIMAROPA,2017 Investment Priorities Plan
10. Replacement Jobs

2013 -2016 Actual and 2017 Projected No. of SSS Retirement and Total Pensioners
YEAREN NUMBER OF SSS RETIREMENT TOAL NUMBER OF SSS PENSIONERS

1
D PENSIONERS
2013 937,616 1,738,601
2014 1,001,446 1,850,722
2015 1,120,174 1,860,156
2016 1,223,682 2,102,348
2017 2 1,391,674 2,407,461
1-Includes the retirees, deaths and disability pensioners

2-Projected
Source: SSS
11. New Occupations
NEW OCCUPATIONS INDUSTRY SKILLS REQUIREMENTS

ISO Officers (Environment Mining, Quarrying and Document controller
Management, Quality and Related Industries Equipped with Adequate
Occupational Safety and ISO Knowledge
Health)
IEC Officers Mining, Quarrying and Communication Skills,
Related Industries Writing, People Skills
Land use Planners Mining, real estate, land Technical, Legal, &
development Environmental Management
Skills
Real Estate Broker online Communication Skills,
system Writing, People Skills
Social Networking Analytical, Computer
Internet Savvy, Above
Average in Mathematical
Computation
Speech Pathologist Health and Wellness Medical Science /Technical
Industry Know How
Regenerative Specialist Health and Wellness Medical Science /Technical
Industry Know How, Chemist,
Analyst
Plastic Fabricator Plastic Industry Product Development
Engineer, Skilled Workers,
Machine Operator
Source: Private Sectors- Regional Stakeholders Consultation- May 17, 2017
12. Future Jobs

FUTURE JOBS INDUSTRY SKILLS REQUIREMENTS
174
Mine Tourism Officers Tourism /Mining
Renewable Energy
Solar development Electrical Know How for
Jobs like Engineering but the
Hydroplant Solar Project & Civil
focus will be different from the
Windmills Engineering for the design of
usual engineering jobs
Dredging master plan
Biodiesel/Production
Aerospace Manufacturing Aerospace Petro Chemical Engineer
Repair and Overhauling
Equipment and Maintenance Biodiesel Safety Officer
Fabricator Pollution Control Engineer
Equipment Control Officer Maintenance
Animator TV/ Movie industries Computer Animator
Plant Nutrition Specialist Agriculture/Fishery Technical Know- How
Analytical/ Problem Solving
Process Management,
Seaweed Farmer/Technician Agriculture/Fishery
Familiarity in Farm
Equipment/Machinery
Plant Pathologist Agriculture/Fishery
Source: Private Sectors- Regional Stakeholders Consultation-May 17, 2017
B. Labor Supply
1. Inflow of Foreign Workers
NUMBER OF
OCCUPATION NATIONALITY JOB POSITIONS
OCCUPIED
Director French 1
Pearl Farm Technician Japanese 1
Resident Manager British 2
Maintenance Manager Japanese 1
General Manager Japanese 1
Chinese 1
Korean 5
New Zealand 2
American 3
Singaporean 1
Executive Assistant Manager Spanish 1
Food & Beverage Manager Indian 1
German 1
American 2
Italian 1
Australian 1
SPA Manager Australian 1
Korean 2
Resort Manager Korean 5
Project Manager Korean 2
175
Consultant Canadian 1
Dutch 2
American 3
Señior Consultant British 1
Diving Instructor Taiwanese 1
Korean 13
Chinese 3
Spanish 1
Diveshop Manager Korean 4
Technical Advisor Production Shift Coordinator Japanese 10
Electrical Advisor Japanese 6
Executive Chef Italian 2
British 1
Israeli 3
Vietnamese 1
Thai 1
Production Quality Controller Taiwanese 1
Chief Plant Consultant Malaysian 1
Korean Food Quality Controller Korean 1
Source: Alien Employment Permit Issued- 2013- 2016
2. Data on Employed/Workforce
HOUSEHOLD POPULATION BY SEX, AGE GROUP OF MIMAROPA
CENSUS YEARS 2000 – 2010
2000 2010
AGE BOTH FEMALE MALE BOTH FEMALE MALE
GROUP SEXES SEXES
MIMAROPA
All Ages 2,452,503 1,199,762 1,252,741 2,731,928 1,331,867 1,400,061
Under 1
1-4
Under 5 346,677 169,077 177,600 332,256 160,318 171,938
5-9 347,845 169,321 178,524 339,780 164,052 175,728
10 - 14 310,326 152,521 157,805 340,878 165,164 175,714
15 - 19 258,930 127,095 131,835 300,140 144,946 155,194
20 - 24 206,608 100,606 106,002 228,673 110,409 118,264
25 - 29 176,283 86,287 89,996 195,837 95,566 100,271
30 - 34 161,745 78,704 83,041 179,554 86,624 92,930
35 - 39 145,617 69,923 75,694 164,911 79,356 85,555
40 - 44 125,218 60,430 64,788 148,471 71,528 76,943
45 - 49 98,412 46,900 51,512 129,162 62,117 67,045
50 - 54 78,820 38,149 40,671 108,549 52,886 55,663
55 - 59 59,126 29,012 30,114 82,576 40,495 42,081
60 - 64 50,250 25,255 24,995 63,397 32,216 31,181
65 - 69 35,020 17,947 17,073 44,605 23,748 20,857
70 - 74 23,807 12,685 11,122 33,752 18,786 14,966
75 & over 27,819 15,850 11,969 39,387 23,656 15,731
176
3. Projected number of population and their characteristics
4. Projected number of potential workers with required education and

skills
SUMMARY OF GRAD 10 COMPLETERS (PUBLIC AND PRIVATE)
YEAR IV COMPLETER GRADE 10 COMPLETER
SY 2011-2012 SY 2012-2013 SY 2013-2014 SY 2014-2015
SY 2014-2015
SY 2013-2014
SY 2012-2013
SY 2011-2012
TOTAL
TOTAL
TOTAL
TOTAL
DIVISION
PRIVATE
PRIVATE
PRIVATE
PRIVATE
PUBLIC
PUBLIC
PUBLIC
PUBLIC
MARINDUQ 3,695 1 ,062 4,757 3,423 1,060 4,483 3,630 995 4,625 3,789 949 4,738
UE
OCCIDENTA 6,101 824 6,925 6,317 944 7,261 6,467 954 7,421 6,911 951 7,862
L MINDORO
ORIENTAL 8,974 3,014 11,988 9,201 3,077 12,278 10,203 3,042 13,245 10,229 2,631 12,860
MINDORO
PALAWAN 9,935 832 10,767 10,316 912 11,228 11,540 734 12,274 12,380 870 13,250
ROMBLON 4,825 476 5,301 4,950 518 5,468 4,915 565 5,480 5,507 510 6,017
CALAPAN 2,115 296 2,411 2,142 360 2,502 3,196 388 2,584 2,145 377 2,522
PUERTO
PRINCESA 3,197 536 3,733 3,354 532 3,886 3,547 590 4,137 3,429 559 3,988
CITY
47,10 42,49 44,39
TOTAL 38,842 7,040 45,882 39,703 7,403
6 8
7,268 49,766
0
6,847 51,237
Summary of 4th Year High School and Grade 10 Completers (Public and Private)
177
In school year 2012-2013, there were 47, 106 students (public and private) in the region who
completed 4th year which is 2.67% higher than school year 2011-2012. Meanwhile in school
year 2013-2014, there were 49, 766 students (public and private) who completed Grade 10,
an increase of 5.65% last school year. And in school year 2014-2015, completers of Grade 10
in public and private still increased by about 2.96% compared to the previous school year.
Projected Señior High School Students 2017-2023
OBJECTIVES (WHAT TARGETS WILL BE DELIVER?)

THEMATIC
KRAS GOAL SY SY SY SY SY SY SY
AREA 2016- 2017- 2018- 2019- 2020- 2021- 2022-
2017 2018 2019 2020 2021 2022 2023
GOAL 1 UNIVERSAL PARTICIPATION IN EDUCATION
Increase
805,46 345,50 854,76 368,87 889,29
Number of 789,671 5
821,573
8 4 3 6
Increase Enrollees
univers Public
al Kindergart 58,344 59,511 60,701 61,915 63,153 64,460 65,704
particip en
ation in Public 464,72 474,01 483,49 503,03
Basic Elementar 455,611 3 7 8
493,167
1
513,091
Educati y
230,49 234,97 239,67 244,47
on (pre- JHS 217,082 221,424 225,852
8 6 6 0
school,e
32,438 33,087 33,749 34,424 35,112 35,814 36,530
lementa SHS
ry,junor ALS 26,196 26,720 27,254 27,800 28,356 28,923 29,501
high Increase Enrolment Rate in The Following:
1. school Kindergart 94.96 96.86 98.80 100.78 102.80 104.86
Mana and 93.10%
en (GER) % % % % % %
geme alternati
Kindergart 88.97 94.42
nt of ve 85.52% 87.23% 90.75% 92.57% 96.31%
en (NER) % %
Curri learning
Elementar 107.29 109.94 112.14 114.38 116.67 119.00 121.38
culu system
y (GER) % % % % % % %
m through
Elementar 90.78 92.60 94.45 96.34 98.26 100.00
Impli the 83.93%
y(NER) % % % % % %
ment differen
76.02 79.09 80.67
t JHS (GER) 77.54% 82.28% 71.32% 85.61%
ation % % %
progra 69.34
ms and JHS (NER) 61.52% 63.37% 65.27% 67.23% 71.32% 73.46%
%
projects SHS 83.99
77.60% 79.15% 80.73% 82.34% 85.67% 87.38%
with the (NER) %
Division
Office
alongsi
de
partners
hip with
other
stakehol
ders in
the
commu
Access nity. ALS
Source: DEPED - MIMAROPA
178
TESDA –Top Ten Registered Programs – CY 2016
1. Food and Beverage Services NC II

2. Housekeeping NC II
3. Shielded Metal Arc Welding NC II
4. Bread and Pastry Production NC II
5. Computer System Servicing NC II
6. Electronics Product Assembly and Servicing NC II
7. Cookery NC II
8. Driving NC II
8. Shielded Metal Arc Welding NC I
9. Caregiving NC II
9. Electrical Installation and Maintenance NC II
9. Health Care Services NC II
10. Automotive Servicing NC I and NC II
10. Bookkeeping NC III
10. Events Management Services NC III
10. Gas Tungsten Arc Welding NC II
TESDA - TVET Graduates 2011 to 2016
2011 55,022
2012 54,835
2013 50,261
2014 40,721
2015 55,144
2016 52,308
Total 308,291
Projected Number of Potential Workers 2017-2022
2017 57,539
2018 63,293
2019 69,622
2020 76,584
2021 84,243
2022 92,667
Total 443,947
MIMAROPA Skills Priorities 2017-2022

Tourism
Housekeeping
Waitering
Tour Guiding Services
Front Office Services
Cookery
Food And Beverages Services
Events Managements Services
Barista
Bartending
179
Tourism Promotion Services
Automotive and Land Transportation
Electrician/ Automotive Electrical Assembly

Automotive Mechanic
Driving
Furniture and Fixture
Cabinet Making
Bamboo Basket/ Furniture
Rattan Furniture
General Infrastructure
Masonry
Tile Setting
Scaffold Erection
Plumbing
Carpentry
Pipefitting
Agri-Fishery
Aquaculture
Livestock Production
Organic Agri – Production
Poultry Production
Rubber Production
Palm Oil Processing
Post-Harvest Processing Technology
Garments
Dressmaking
Tailoring
Processed Food and Beverages
Food Processing
Semi-Conductor and Electronics
Mechatronics
Electronic Product Assembly and Servicing
Computer Systems Servicing / Computer Technology
Information and Communication Technology
180
CallCenter / Contract Center Services
Heating, Ventilation, Air conditioning And Refrigeration
RAC Servicing
Metals and Engineering
Welding (SMAW, GTAW)
Language and Culture
English, Japanese, Korean
Health, Social and Other Community Development Services
Massage Therapy
Caregiving
Health Care Services
Source: TESDA MIMAROPA
STATE UNIVERSITIES AND COLLEGES (SUCS) GRADUATES

Marinduque State College 1,009
Mindoro State College of Agriculture and Technology 1,492
Occidental Mindoro State College 2,037
Palawan State University 2,796
Romblon State University 1,574
Western Philippines University 1,304
Total 10,212
Source: CHED MIMAROPA
Most Number of Registered Professions as of May 23, 2017
NO. PROFESSION NO. OF REGISTERED

1 Professional Teacher 43,288
2 Nurse 6,757
3 Midwife 3,018
4 Criminologist 3,756
5 Civil Engineer 2,284
6 Certified Public Accountant 1,191
7 Physician 751
8 Registered Electrical Engineer 643
9 Mechanical Engineer 646
10 Agriculturist 658
Based on the data submitted by the Professional Regulation Commission as of May 23,
2017, professional teacher has the highest number of registered professionals in all the
provinces of MIMAROPA Region with the following percentage: 64% in Occidental
181
Mindoro, 55% in Oriental Mindoro, 60% in Marinduque, 71% in Romblon, and 58% in
Palawan. It was followed by nursing profession with the following percentage: 8% in
Occidental Mindoro, 9% in Oriental Mindoro, 7% in Marinduque, 9% in Romblon, and 11%
in Palawan.
Source: Total Number of Registered Professionals Per Profession in MIMAROPA Region, PRC IV
5. Outflow of Workers
NO. MAJOR SKILL FY 2013-2016

1. Service Workers 17,689
Production and Related Workers Transport Equipment
2. 8,572
Operators and Laborers
3. Professional Technical and Related Workers 2,134
4. Clerical and Related Workers 458
5. Sales Workers 348
Agricultural Animal Husbandry and Forestry Workers
6. 118
Fishermen and Hunters
7. Administrative and Managerial Workers 43
Total 29,362
Source: Number of Deployed Workers from MIMAROPA by Major Skill, FY 2013-2016, POEA IV
Top Ten Countries, Deployed Workers from MIMAROPA
NO. COUNTRY
1. Afghanistan 23,422
2. United Arab Emirates 6,984
3. Saudi Arabia 5,120
4. Singapore 3,537
5. Qatar 1,661
6. Taiwan 698
7. Kuwait 640
8. Hong Kong 637
9. Oman 445
10. Thailand 444
Total 43,588
Source: From MIMAROPA to Job Site, Contract- Country, 2014 to 2016, POEA IV
Top Occupations from OWWA
NO. OCCUPATIONS
1. Household Worker
2. Domestic Helper
3. Factory Worker
4. Bosun
5. Housemaid
6. Fishermen
7. Able Seaman
8. Caretaker
182
9. Welder
10. Caretaker
11. Pipe Filter
12. Cleaner
13. Laborer
14. Deck Trainee
Source: From OWWA MIMAROPA
3.Labor Market Issues and Challenges
RECOMMENDED COURSES OF
DESCRIPTION
SOLUTIONS ACTIONS/METHODS
THEMATIC AREA OF
WITH TO IMPLEMENT THE
GAP/CHALLENGE
TIMELINES RECOMMENDATION
1. Basic and Higher Curriculum and Revisit curriculum Deped and Ched to
Education Facilities doesn’t’ for enhancement / consider curriculum
meet the needs provide for enhancement
upgrade facilities
Provide In depth Labor
Academe lacks Develop industry Market Information
industry mentors immersion trainings to all
program for academe, parents,
teachers and students
faculty
Only few can Collaboration of the
pursue masteral Government,
degree because of They particularly DEPED,
the K TO 12 shoudindentify CHED, DOST,
program fungible jobs, and TESDA, DOLE ,DA,
emerging jobs and DOT, other Govt.
industries so that Agencies and other
we can prepare Industry groups and
our young people associations.
in the future.
Government
should pursue in
providing more
scholarships in the
said emerging
industries and in
demand jobs and
hard to fill
occupations.
Academe,
Teachers,
Counselors,
183
Parents,
Coachesmust
possesses first 21st
century skills, Life
Skills and Soft
skillsbefore
teaching it to the
students.
Additional
learning skills and
attitudes: Learn
how to learn,
Navigation skills,
Passion and
Curiosity, Stress
Liberal Arts, and
Nurture the Right
Brain
2. Career Guidance Limited number of Intensive Deped to integrate

advocacy trained Career Trainings for career advocacy
Advocates Career Advocates sessions during in-
at least 2 focals per service training
schools
Limited funding to Lobby funds
Career Guidance Deped should resourcing
Advocacy Program prioritize funds for (stakeholders)
Career Guidance
Advocacy
Program,
particularly in
capacity building
3. Technical Inadequate Intensified Funding or trainings

Vocational training facilitated capacity building and purchase of
Education and equipment and and upgrade equipment and
Training trainors training facilities facilities
Proper marketing Provide more new
of Technical equipments
Vocational
Courses
Determine most in
Government demand jobs
should pursue in
providing more
scholarships in
the said emerging
industries and in
demand jobs and
hard to fill
occupations
184
4. On-The-Job Limited capacity of Enhance linkaging School- Industry
Training industries to within industries partnership
accommodate bulk in the country and
of On the Job abroad
Trainees Career Advocates
should intensively
Only few have long trained not just
term OJT Program graduating students in
pre employment
preparation and
entrepreneurship but
to all students as well.
(senior highschool,
college students)
5. Labor market Insufficient LMI Provision of Provide In depth Labor

Information dissemination for information to Market Information
policy prospective trainings to all
development, trainees regarding academe, parents,
human resource specific students
planning, and requirements
career guidance. needed by the
industry on their
respective jobs to
promote /ensure
employability LMI must be easily
Government must understood by parents,
be proactive and and students so that
continue to LMI must be they are well informed
develop researches available open to
with regards to all stakeholders,
employment trends parents, students.
to update our LMI
so that we are not
left behind. PSA
PSIC and PSOC is

not updated
especially in new
occupations and CSC must have their
emerging jobs and own Labor Market
industries Information to
government sectors for
them to be proactively
NO LMI determine the
dissemination manpower
particularly to requirement of each
government sectors government agencies
185
6. Overseas Up skilling on local Government must be
Employment skills proactive in providing
the right jobs and skills
7. Regional/local Lack of focus and Additional MIMAROPA
economic support from the Government Government Offices
development government in Offices to some which is still at Manila
terms of human Remote Islands in must transfer to this
resources in MIMAROPA region to provide
providing efficient services to its
programs and constituents
services of the Ex. Calamianes
government Island, Palawan
Looc and Lubang

Island, Occidental
Mindoro
Sibuyan Island-
Romblon
8. Industry Demands Only few

and Hiring practices companies have
effective hiring
practices
9. ASEAN Economic Align academic
Community 2015 courses
classification and
educational
curriculum to the
ASEAN Mutual
Recognition
Agreements
(MRAs)
Are the non-skills related issues in the industry?
DESCRIPTION OF THE
AREA RECOMMENDATION
ISSUE/GAP
Macroeconomic and
Growth Policies
Industrial and Sectoral
Policies
Occupational Safety and
Health Policies
Social Protection Policies Education- Hiring in Issuance of new guidelines re:
Educational Institution hiring and selection of teachers
The Criteria for the election of Support to Indigenous People

IP Teachers should be lower
from the Non-IP teacher
applicant
Government should Identify
Limited Education and opportunities for this sectors
186
Employment Opportunities to
Indigenous People (IP) and
Persons With Disability (PWD)
187
REGION 5
BICOL REGION
188
REGIONAL LABOR MARKET SITUATIONER BICOL
REGION V - BICOL REGION

The Bicol Region is

composed of six (6)
provinces: Albay,
Camarines Norte,
Camarines Sur,
Catanduanes, Masbate,
and Sorsogon.
Population (2015) : 5,796,989

2
Area : 18,155.82 km
GRDP
Bicol’s Gross Regional

(2016) to 172.4M (2017)
LABOR FORCE

decreased by 1.9
(2013) to 4.6%
189(2017).
BICOL REGIONAL LABOR MARKET SITUATIONER
REGION V - BICOL REGION
EMPLOYMENT
SHARE (2016)
EMERGING INDUSTRIES
Aside from the top three industries, Real Estate, Construction

AGRICULTURE, HUNTING, and Administrative and Support Service, in the region that
FORESTRY, AND FISHING generates employment, there are also three emerging
industries that yield occupations.
These three emerging industries are Service Sector, Industry
30.2% Sector , and Tourism. Said industries have provided
contributions in the economic growth of the region.
Agriculture and Forestry Based on findings, Services and Industry sectors continue to be
the region’s economy booster, sharing 56.7 percent and 23.3
5.83% percent, respectively, of the Gross Regional Domestic Product

(GRDP).
Fishing The Services sector was the biggest contributor to the
economic performance in 2016, contributing 3.9 percentage
points of the 5.7 percent growth, followed by Industry (1.9
INDUSTRY percentage points). Tourism which falls under Other Services
continues to expand.
The aggressive approach of the region in boosting its tourism
sector has been effective in increasing tourist arrival, marking a
9% growth of 19.52 percent in 2016.
Construction
0.43%
Water, Electricity
and Gas Supply
0.90%
Mining and
Quarrying
5.44%
Manufacturing Tourism Service Industry
SERVICES

0.94% Activities

Wholesale & Retail
Motor Vehicles
Compulsory Social
Security
0.77% Other services 190
Labor Market information is a very useful tool to both employers and employees, individuals and
other organizations in decision making related to labour market. It is also about the supply and
demand for labour and shall send accurate market signals such as wage changes and job
opportunities.
This report shall provide Regional data and information from various legitimate sources and from
the stakeholders present during the consultation. This can be a useful tool in determining the Key
Employment Generators (KEGS, labour demand and supply, emerging industries, replacement
employment, overseas employment, in-demand hard to fill occupations, skills shortages and
surpluses, 21st century skills, Jobsfit Action Agenda and Regional Reports.
Population and Annual Growth Rates of Region V

2000-2015
POPULATION GROWTH RATE

TOTAL POPULATION
PROVINCE (IN PERCENT)
May 2000 May 2010 August 2015 2000-2010 2010-2015 2000-2015
Albay 1,090,907 1,233,432 1,314,826 1.23 1.22 1.23
Camarines
470,654 542,915 583,313 1.44 1.38 1.42
Norte
Camarines
1,551,549 1,822,371 1,952,544 1.62 1.32 1.52
Sur
Catanduanes 215,356 246,300 260,964 1.35 1.11 1.27
Masbate 707,668 834,650 892,393 1.66 1.28 1.53
Sorsogon 650,535 740,743 792,949 1.31 1.30 1.31
TOTAL 4,686,669 5,420,411 5,796,989 1.46 1.29 1.40
In 2000, the population of the Bicol Region was 4,686,669. This grew to 5,796,989 in 2015.
The population of the Region grew to 14 percent between 2000 and 2015 or at a rate of 1.40
percent annually. The total population of Region V accounted for about 5.7 percent of the
Philippine population in 2015.
The population of Region V as of August 1, 2015 was 5,797,989 based on the 2015 Census of
Population (POPCEN 2015). The 2015 population of the region is higher by 376,578
compared with the population of 5.42 million in 2010, and by 1,110,320 compared with
population of 4.69 million in 2000.
The population of Region V increased by 1.29 percent annually, on average, during the
period 2010 to 2015. By comparison, the rate at which the region’s population grew during
the period 2000 to 2010 was higher at 1.46 percent.
Among the six provinces comprising the region, Camarines Sur had the biggest population
in 2015 with 1.95 million, followed by Albay with 1.31 million, Masbate with 892 thousand,
Sorsogon with 793 thousand, and Camarines Norte with 583 thousand. Catanduanes had
the smallest population with 261 thousand. Camarines Norte was the fastest growing
191
province in the region with an average annual population growth rate (PGR) of 1.38 percent
during the period 2010 to 2015. It was followed by Camarines Sur (1.32 percent), Sorsogon
(1.30 percent), Masbate (1.28 percent), and Albay (1.22 percent). Catanduanes posted the
lowest PGR of 1.11 percent.
Region V is composed of seven cities, 107 municipalities and 3,471 barangays. Among the
cities and municipalities in the region, the largest terms of population size is Legazpi City,
Albay with 196,639 persons. It was followed by Naga City, Camarines Sur (196,003) and City
of Sorsogon, Sorsogon (168,110).1
Top Ten Most Populous Cities/Municipalities: Region V – Bicol (2015)
Rank City/Municipality Province Population

1 Legazpi City Albay 196,639
2 Naga City Camarines Sur 196,003
3 City of Sorsogon Sorsogon 168,110
4 City of Tabaco Albay 133,868
5 Daraga (Locsin) Albay 126,595
6 Iriga City Camarines Sur 111,757
7 City of Ligao Camarines Sur 111,399
8 Libmanan Camarines Sur 108,716
9 Daet Camarines Norte 104,799
10 Labo Camarines Norte 101,082
Gigmoto in Catanduanes is the least populous city/municipality in Regio V with 8,368

persons. It was followed by Panganiban (Payo) in Catanduanes (9,287) and San Vicente in
Camarines Norte (10,396).
Top Ten Most Populous Cities/Municipalities: Region V – Bicol (2015)
Rank City/Municipality Province Population

1 Gigmoto Catanduanes 8,368
2 Panganiban (Payo) Catanduanes 9,287
3 San Vicente Camarines Norte 10,396
4 Gainza Camarines Sur 11,262
5 Bagamanoc Catanduanes 11,551
6 Baras Catanduanes 12,848
7 San Lorenzo Ruiz (Imelda) Camarines Norte 14,063
8 San Miguel Catanduanes 15,006
9 Batuan Masbate 15,086
10 Bombon Camarines Sur 16,512
The graph below clearly shows that the population growth from six provinces between
2000 and 2015 are deliberately increasing. It was obvious that in Bicol Region, Catanduanes
had the least growing population in fifteen (15) years time, while Camarines Sur had the
fastest growing population.
It was noted that the total population of Camarines Sur accounted for about 33.7 percent of
the Region V population in 2015.
192
Population Growth of Region V
2000-2015
2,500,000
POPULATION 2,000,000
1,500,000
1,000,000
May 2000
500,000 May 2010
0
rte
August 2015
on
y
te
s
Su
ne
ba
ba
og
No
ua
Al
es
as
rs
in
nd
es
So
ar
in
ta
m
ar
Ca
Ca
m
Ca
PROVINCE
The total projected population of the Bicol Region by year 2022 based on the 2010 Census
of the Philippine Statistics Authority as shown below is 6,890,476, where Camarines Sur
will increase to about 2,335,755, while Catanduanes is 319,893.
The 2010 Census-based provincial population projections utilized the cohort-component

method, the same method used for the national and regional population projections. The
cohort-component method takes into account the changes taking place among the three
demographic processes namely; fertility, morality and migration. The methodology
involves separately projecting the fertility rates by age of women, 15-49 years, and the
survival ratios and net migration rates (both internal and international) by five-year age
groups, for each sex.2
PROJECTED TOTAL POPULATION BY PROVINCE, REGION V

2018-2022
2010 Census-Based
Province 2018 2019 2020 2021 2022

Albay 1,427,989 1,452,111 1,476,700 1,500,334 1,524,345
Camarines Norte 642,800 655,882 669,100 682,555 696,281
Camarines Sur 2,162,171 2,205,148 2,248,800 2,291,865 2,335,755
Catanduanes 293,307 299,604 306,500 313,125 319,893
Masbate 976,446 994,832 1,013,700 1,033,616 1,053,923
Sorsogon 885,455 903,917 922,300 941,097 960,278
Total 6,388,168 6,511,495 6,637,100 6,762,592 6,890,476
193
GROSS REGIONAL DOMESTIC PRODUCT BY INDUSTRIAL ORIGIN
At Current and Constant Prices
2014-2016
CURRENT PRICES CONSTANT 2000 PRICES

INDUSTRIAL ORIGIN
2014 2015 2016 2014 2015 2016
I. Agriculture, Hunting, Forestry & Fishing 70,546,890 64,755,675 67,665,385 33,796,619 33,010,871 32,933,172
a. Agriculture and Forestry 57,737,619 52,339,161 55,952,235 24,409,018 24,505,770 24,839,915
b. Fishing 12,809,271 12,416,514 11,713,150 9,387,601 8,505,102 8,093,256
II. Industry Sector 54,327,359 65,912,627 73,727,717 28,177,605 35,232,572 38,205,850
a. Mining and Quarrying 7,174,437 6,528,889 8,549,244 2,491,766 2,703,582 2,946,963
b. Manufacturing 8,361,790 8,607,635 9,982,913 5,172,876 5,363,595 6,009,611
c. Construction 26,133,006 37,506,865 40,738,291 13,229,078 18,857,657 20,191,564
d. Electricity, Gas and Water Supply 12,658,126 13,269,238 14,457,268 7,283,885 8,307,737 9,057,712
III. Service Sector 139,912,817 152,091,553 165,886,392 80,786,750 87,205,623 93,233,386
a. Transportation, Storage and Communication 24,301,516 27,343,116 29,104,515 14,576,139 16,046,243 17,061,663
b. Trade and Repair of Motor Vehicles, Motorcyles, 23,308,550 25,071,416 27,006,040 12,452,154 13,405,649 14,258,681
Personal and Household Goods
c. Financial Intermediation 20,284,775 21,940,616 24,627,531 10,310,908 11,040,016 12,254,390
d. Real Estate, Renting and Business Activities 25,600,264 26,685,535 28,192,805 14,849,787 15,324,330 15,622,671
e. Public Administration and Defense; 18,556,313 19,262,721 21,398,327 10,890,504 11,169,117 11,853,408
f. Other Services 27,861,399 31,788,149 35,557,175 17,707,257 20,220,268 22,182,573

Percent Distribution at Current and Constant Prices
2014-2016

INDUSTRIAL ORIGIN
2014 2015 2016 2014 2015 2016
I. Agriculture, Hunting, Forestry & Fishing 26.6 22.9 22.0 23.7 21.2 20.0
a. Agriculture and Forestry 21.8 18.5 18.2 17.1 15.8 15.1
b. Fishing 4.8 4.4 3.8 6.6 5.5 4.9
II. Industry Sector 20.5 23.3 24.0 19.7 22.7 23.2
a. Mining and Quarrying 2.7 2.3 2.8 1.7 1.7 1.8
b. Manufacturing 3.2 3.0 3.2 3.6 3.5 3.7
c. Construction 9.9 13.3 13.3 9.3 12.1 12.3
d. Electricity, Gas and Water Supply 4.8 4.7 4.7 5.1 5.3 5.5
III. Service Sector 52.9 53.8 54.1 56.6 56.1 56.7
a. Transportation, Storage and Communication 9.2 9.7 9.5 10.2 10.3 10.4
b. Trade and Repair of Motor Vehicles, Motorcyles, 8.8 8.9 8.8 8.7 8.6 8.7
c. Financial Intermediation 7.7 7.8 8.0 7.2 7.1 7.5
d. Real Estate, Renting and Business Activities 9.7 9.4 9.2 10.4 9.9 9.5
e. Public Administration and Defense; 7.0 6.8 7.0 7.6 7.2 7.2
f. Other Services 10.5 11.2 11.6 12.4 13.0 13.5
194
SUMMARY OF GRDP BY INDUSTRIAL ORIGIN
Percent Distribution at Current and Constant Prices
2014-2016

INDUSTRIAL ORIGIN
2014 2015 2016 2014 2015 2016
I. Agriculture, Hunting, Forestry & Fishing 26.6 22.9 22.0 23.7 21.2 20.0
II. Industry Sector 20.5 23.3 24.0 19.7 22.7 23.2
III. Service Sector 52.9 53.8 54.1 56.6 56.1 56.7
SUMMARY OF GRDP BY INDUSTRIAL ORIGIN

At Current and Constant Prices, 2014-2016

INDUSTRIAL ORIGIN
2014 2015 2016 2014 2015 2016
I. Agriculture, Hunting, Forestry & Fishing 70,546,890 64,755,675 67,665,385 33,796,619 33,010,871 32,933,172
II. Industry Sector 54,327,359 65,912,627 73,727,717 28,177,605 35,232,572 38,205,850
III. Service Sector 139,912,817 152,091,553 165,886,392 80,786,750 87,205,623 93,233,386
Total 264,787,066 282,759,855 307,279,494 142,760,974 155,449,066 164,372,408
195
Growth Rates, At Constant 2000 Prices, 2014-2016
CONSTANT 2000 PRICES GROWTH RATES (in percent)

INDUSTRIAL ORIGIN
2014 2015 2016 2014-2015 2015-2016
I. Agriculture, Hunting, Forestry & Fishing 33,796,619 33,010,871 32,933,172 -2.3 -0.2
a. Agriculture and Forestry 24,409,018 24,505,770 24,839,915 0.4 1.4
b. Fishing 9,387,601 8,505,102 8,093,256 -9.4 -4.8
II. Industry Sector 28,177,605 35,232,572 38,205,850 25 8.4
a. Mining and Quarrying 2,491,766 2,703,582 2,946,963 8.5 9
b. Manufacturing 5,172,876 5,363,595 6,009,611 3.7 12
c. Construction 13,229,078 18,857,657 20,191,564 42.5 7.1
d. Electricity, Gas and Water Supply 7,283,885 8,307,737 9,057,712 14.1 9
III. Service Sector 80,786,750 87,205,623 93,233,386 7.9 6.9
a. Transportation, Storage and Communication 14,576,139 16,046,243 17,061,663 10.1 6.3
b. Trade and Repair of Motor Vehicles, Motorcyles, 12,452,154 13,405,649 14,258,681 7.7 6.4
c. Financial Intermediation 10,310,908 11,040,016 12,254,390 7.1 11
d. Real Estate, Renting and Business Activities 14,849,787 15,324,330 15,622,671 3.2 1.9
e. Public Administration and Defense; 10,890,504 11,169,117 11,853,408 2.6 6.1
f. Other Services 17,707,257 20,220,268 22,182,573 14.2 9.7
Total 142,760,974 155,449,066 164,372,408 8.9 5.7
The economy of Bicol Region expanded by 5.7 percent in 2016. Industry and Services
spurred the region’s economy despite having slower growths. Services remained the
largest contributor with 56.7 percent share followed by Industry with 23.2 percent and
AHFF at 20.0 percent. The shares of Industry and Services to the total economy improved
in 2016 both by 0.6 percentage points. On the other hand, AHFF share to the total economy
decreased. Industry slowed down by 8.4 percent in 2016 as compared with the 25.0
percent expansion in the previous year. Manufacturing boosted Industry with its 12.0
percent growth followed by MAQ which grew by 9.0 percent. Meanwhile, EGWS and
Construction slowed down by 9.0 percent and 7.1 percent, respectively, but were the top
contributors to the total Industry growth.
Services likewise increased in 2016 but at slower growth of 6.9 percent. All industries
recorded slower growths with the exception of FI and PAD: TSC, 6.3 percent; Trade, 6.4
percent; RERBA, 1.9 percent; and OS, 9.7 percent. FI and PAD posted growth of 11.0
percent and 6.1 percent, respectively, higher as compared with respective growth of 7.1
percent and 2.6 percent in 2015.
On the other hand, AHFF contracted by 0.2 percent in 2016 due to the 4.8 percent decline
in Fishing. The decline was meanwhile offset by Agriculture and Forestry which grew
by 1.4 percent. In terms of contribution to growth, Services had the biggest contribution to
the region’s 5.7 percent economic performance with 3.9 percentage points, followed by
Industry which contributed 1.9 percentage points. AHFF pulled down the growth in 2016.3
196
EMPLOYED PERSONS AND MAJOR INDUSTRY GROUP, REGION V
2013 – 2015 (In Thousands)
Major 2013 2014 2015

Industry January April July October January April July October January April July October
Agriculture 853 873 822 912 849 869 843 867 856 909 848 870
Industry 319 338 338 286 315 340 336 329 304 389 352 375
Services 1,084 1,101 1,114 1,126 1,080 1,128 1,090 1,130 1,131 1,169 1,140 1,150
Both Sexes 2,256 2,312 2,276 2,322 2,245 2,338 2,269 2,325 2,291 2,467 2,341 2,395
EMPLOYMENT AND AVERAGE ANNUAL GROWTH RATES OF REGION V

2013 - 2015
TOTAL EMPLOYMENT EMPLOYMENT

(IN 000) GROWTH RATE (IN %)
MAJOR INDUSTRY GROUP
2013- 2014- 2013-
2013 2014 2015
2014 2015 2015
Agriculture 3,460 3,428 3,483 -0.9 1.6 0.3
Agriculture and forestry 2,979 2,968 3,034 -0.4 2.2 0.9
Fishing and aquaculture 482 460 449 -4.5 -2.4 -3.4
Industry 1,280 1,320 1,420 3.1 7.6 5.3
Mining and quarrying 125 100 126 -19.7 25.9 3.1
Manufacturing 580 590 557 1.7 -5.7 -2.0
Electricity, gas, steam, and air 24 20 21 -15.2 3.8 -5.7
conditioning supply
Water supply; sewerage, waste 0.0
management
and remediation activities 14 17 11 25.0 -33.1 -4.0
Construction 538 593 705 10.2 19.0 14.6
Services 4,425 4,428 4,590 0.1 3.7 1.9
Wholesale and retail trade; repair of 0.0
motor vehicles and
motorcycles 1,753 1,726 1,793 -1.5 3.8 1.1
Transportation and storage 607 582 596 -4.1 2.4 -0.9
Accommodation and food service 299 329 347 10.1 5.4 7.8
activities
Information and communication 55 36 34 -33.5 -6.9 -20.2
Financial and insurance activities 59 71 66 20.3 -7.0 6.6
Real estate activities 7 14 10 118.2 -30.1 44.1
Professional, scientific and technical 19 14 14 -25.8 -1.8 -13.8
activities
Administrative and support service 93 97 117 4.3 20.1 12.2
activities
Public administration and defense; 0.0
compulsory
social security 474 503 573 6.0 14.0 10.0
Education 318 328 321 3.1 -2.2 0.4
Human health and social work 76 87 75 14.8 -14.6 0.1
activities
197
Arts, entertainment and recreation 84 61 61 -27.0 0.7 -13.1
Other service activities 507 507 549 -0.2 8.4 4.1
Activities of households as employees; 0.0
undifferentiated goods
and services-producing activities of 74 73 36 -1.4 -50.1 -25.8
households for own use
Activities of extraterritorial 1 0 0 -100.0 0.0 0.0
organizations and bodies
Both Sexes 9,169 9,177 9,494 0.1 3.4 1.8
In 2015, employment in the Bicol Region grew for about 9,494 or at a rate of 1.8 percent
annually from both sexes distributed by Major Industry Group within three years time.
The highest employment growth during the period of 2013 to 2015 was observed in the
Agriculture and Forestry with 3,034 or at 32 percent share from among the major industry
group followed by the wholesale and retail trade; repair of motor vehicles and motorcycles
with 1,793 (18.9%). The least employment growth was noted in the activities of
extraterritorial organizations and bodies wherein no employment was recorded followed
by the water supply; sewerage, waste management and remediation activities (11), real
estate activities (10), Professional, scientific and technical activities (14) with the same
percentage share of 0.1.
EMPLOYMENT SHARES BY MAJOR INDUSTRY GROUP REGIONV

2013-2015
2013 2014 2015 Growth Rate
Major Industry Group
No. % Share 2014 % Share 2015 % Share 2013-2015
Agriculture 3,460 37.7 3,428 37.4 3,483 36.7 0.3

Agriculture and forestry 2,979 32.5 2,968 32.3 3,034 32.0 0.9
Fishing and aquaculture 482 5.3 460 5.0 449 4.7 -3.4
Industry 1,280 14.0 1,320 14.4 1,420 15.0 5.3

Mining and quarrying 125 1.4 100 1.1 126 1.3 3.1
Manufacturing 580 6.3 590 6.4 557 5.9 -2.0
Electricity, gas, steam, and air conditioning supply 24 0.3 20 0.2 21 0.2 -5.7
Water supply; sewerage, waste management and
remediation activities 14 0.1 17 0.2 11 0.1 -4.0
Construction 538 5.9 593 6.5 705 7.4 14.6
Services 4,425 48.3 4,428 48.3 4,590 48.3 1.9

Wholesale and retail trade; repair of motor vehicles and 0.0
motorcycles 1,753 19.1 1,726 18.8 1,793 18.9 1.1
T ransportation and storage 607 6.6 582 6.3 596 6.3 -0.9
Accommodation and food service activities 299 3.3 329 3.6 347 3.7 7.8
Information and communication 55 0.6 36 0.4 34 0.4 -20.2
Financial and insurance activities 59 0.6 71 0.8 66 0.7 6.6
Real estate activities 7 0.1 14 0.2 10 0.1 44.1
Professional, scientific and technical activities 19 0.2 14 0.2 14 0.1 -13.8
Administrative and support service activities 93 1.0 97 1.1 117 1.2 12.2
Public administration and defense; compulsory
social security 474 5.2 503 5.5 573 6.0 10.0
Education 318 3.5 328 3.6 321 3.4 0.4
Human health and social work activities 76 0.8 87 1.0 75 0.8 0.1
Arts, entertainment and recreation 84 0.9 61 0.7 61 0.6 -13.1
Other service activities 507 5.5 507 5.5 549 5.8 4.1
Activities of households as employees; undifferentiated goods
and services-producing activities of households for own use 74 0.8 73 0.8 36 0.4 -25.8
Activities of extraterritorial organizations and bodies 1 0.0 0 0.0 0 0.0 0.0
Both Sexes 9,169 100.0 9,177 100.0 9,494 100.0 1.8
198
TOTAL EMPLOYED PERSONS AND MAJOR INDUSTRY GROUP, REGION V
Major Industry Group 2013 2014 2015

Agriculture 3,460 3,428 3,483
Industry 1,280 1,320 1,420
Services 4,425 4,428 4,590
Both Sexes 9,166 9,177 9,494
EMPLOYED PERSONS IN MAJOR INDUSTRY GROUP, REGION V

5,000 4,590
4,425 4,428
4,500
4,000
3,460 3,428 3,483
3,500
3,000
Agriculture
2,500
Industry
2,000
1,420 Services
1,500 1,280 1,320
1,000
500
0
2013 2014 2015
SECTOR DISTRIBUTION OF GDP AND OF EMPLOYMENT

2014-2015 (In percentage)
Employment Current Prices Constant Prices

Major Industry Group
2014 2015 2014 2015 2014 2015
Agriculture 37.4 36.7 26.6 22.9 23.7 21.2
Industry 14.4 15.0 20.5 23.3 19.7 22.7
Services 48.3 48.3 52.9 53.8 56.6 56.1
199
SECTOR DISTRIBUTION OF GDP AND OF EMPLOYMENT
2014-2015
100%
90%
80%
48.3 48.3 52.9 53.8
70% 56.6 56.1
60%
50%
14.4 15.0
40%
20.5 23.3 Services
30% 19.7 22.7
Industry
20% 37.4 36.7
26.6 22.9 23.7 Agriculture
10% 21.2
0%
2014 2015 2014 2015 2014 2015
Employment Current Prices Constant Prices
LABOR MARKET INDICATORS
INDICATOR 2011 2012 2013 2014 2015

Working Age Population 15 years
Old and Over (In Thousands) 3,435 3,774 3,850 3,919 3,999
Not in the Labor Force 1,127 1,304 1,375 1,473 1,465
Labor Force 2,308 2,470 2,475 2,446 2,534
Employed 2,186 2,349 2,322 2,325 2,395
Male 1,469 1,467 1,481 1,488
Female 880 855 844 907
Unemployed 122 121 153 120 140
Underemployed 785 812 875 706 843
Labor Force Participation Rate (%) 67.2 65.4 64.3 62.4 63.4
Employment Rate (%) 94.7 95.1 93.8 95.1 94.5
Unemployment Rate (%) 5.3 4.9 6.2 4.9 5.5
Underemployment Rate (%) 35.9 34.6 37.7 30.4 35.2
More Bicolanos were employed during the year 2015 with 2,395 compared to previous
year’s not exceeding to 2,350
200
IN-DEMAND SKILLS AND HARD-TO-FILL OCCUPATIONS
Industry In-demand skills Hard-to-Fill Occupations

A. Key Employment Generators
Agribusiness Agriculurist Veterinarian
Cyberservices Computer Programmers
Developers (Software, Web)
System Engineer
Business Process Outsourcing
Construction Electrical Engineer
Banking and Finance Accountant
Manufacturing Electrical Engineer
Information Technologist
Chemical Analyst
Ownership Dwellings and Real Estate Mechanical Engineers
Transport and Logistics Automotive Mechanic
Heavy Equipment Operator
B. Emerging Industry
Renewable Energy Checker Electrical Engineer
The data was generated during the conduct of the 2017 Regional Stakeholders
Consultation on the Development of Jobsfit LMI Report and HRD Roadmapping 2016-2022
on May 30, 2017 participated by different sectors from six provinces of Bicol Region.
It was observed that most of the hard-to-fill occupations were in the Manufacturing
Industry, including the electrical engineer, information technologist, and chemical analyst.
While most of the in-demand skills were in the Cyberservices Industry that includes
computer programmers, Software and web developers, system engineers and business
process outsourcing.
2. DYNAMIC OF THE REGIONAL LABOR

MARKET
This section focuses on the following aspects which cover both the demand and supply side.
Industry Employment Growth Rate, Emerging Industries, Life Skills or Soft Skills, Green Jobs,
Potential Investments in Industries, Replacement Jobs, New Occupations, and Future Jobs which
covers the demand and for the supply side, the following components are as follows: Data on
employed or workforce, projected number of population and their characteristics, projected
number of potential workers with required education and skills, and out-flow of workers.
A. DEMAND
I. Industry Employment Growth
201
This sub-section shows the determining indicators of labor demand in Bicol region. This can be
measured through the average employment growth rate per industry.
AVERAGE GROWTH EMPLOYMENT RATE

INDUSTRY
2013-2015
Agriculture, Forestry, and Fishing 0.3
Mining and Quarrying 3.1
Manufacturing -2.0
-5.7
Supply
Water Supply: Sewerage, waste management,
-4.0
and remediation activities
Construction 14.6
Wholesale and Retail Trade: repair of motor
1.1
vehicles and motorcycles
Transportation and Storage -0.9
Accommodation and food service activities 7.8
Information and communication -20.2
Financial and Insurance Activities 6.6
Real Estate Activities 44.1
Professional, scientific and technical activities -13.8
Administrative and Support service activities 12.2
10
Education 0.4
Human health, and social work activities 0.1
Art, entertainment and recreation -13.1
Other Service Activities 4.1
Source: Philippine Statistics Authority 2012-2015
This table shows the industry growth in Bicol region. It shows that the top three industries in Bicol
that gave employments are Real Estate activities, Construction and Administrative and Support
service activities.
II. Emerging Industries
This sub-section shows the 3 industries that are generating employment to Bicolanos.
EMERGING INDUSTRIES
Service sector
Industry sector
Tourism
Source: http://nro5.neda.gov.ph/2017/05/11/neda-region-5-statement-on-the-bicol-economy-in-2016/
This table explains the following industries that still emerging in Bicol region. The Services and
Industry sectors continue to be the region’s economy booster, sharing 56.7 percent and 23.3
percent, respectively, of the GRDP. The Services sector was the biggest contributor to the
economic performance in 2016, contributing 3.9 percentage points of the 5.7 percent growth,
followed by Industry (1.9 percentage points). Tourism which falls under Other Services
202
continues to expand. The aggressive approach of the region in boosting its tourism sector has
been effective in increasing tourist arrival, marking a growth of 19.52 percent in 2016.
III. Life Skills or Soft Skills
Soft skills are a combination of interpersonal people skills, social skills, communication
skills, character traits, attitudes, career attributes, social intelligence and emotional
intelligence quotients among others that enable people to effectively navigate their environment,
work well with others, perform well, and achieve their goals with complementing hard skills. This
sub-section aims to rank the in-demand soft skills to employers.
EXTREMELY VERY LIMITED NO

IMPORTANT
IMPORTANT IMPORTANT IMPORTANCE IMPORTANCE
Work Ethics X
Team Work X
Stress
X
Tolerance
Social
X
Perceptiveness
Self-Motivation X
Problem
X
Sensitivity
Planning and
X
Organizing
Multitasking X
Math
X
Functional
Innovation X
English
X
Functional
English
X
Comprehension
Decision
X
Making
Critical
X
Thinking
Creative
Problem X
Solving
Source: Answers of the participants during the 2017 Regional Consultation on the Development of Jobsfit LMI Report
and HRD Roadmapping 2016-2022 dated May 30, 2017
This table explains the great importance of soft skills to employers. This only shows that not only
intelligence quotient is important but also emotional quotient is also included.
IV. Green Jobs
Green jobs refer to employment that contributes to preserving or restoring the quality of the
environment, be it in the agriculture, industry or services sector. Specifically, but not exclusively,
203
this include jobs that help to protect ecosystems and biodiversity, reduce energy, materials and
water consumption through high efficiency strategies, decarbonizes the economy, and minimize or
altogether avoid generation of all forms of waste and pollution. Green jobs are decent jobs that are
productive, respect the rights of workers, deliver a fair income, provide security in the workplace
and social protection for families, and promote social dialogue. (RA 10771) This sub- section shows
the present green jobs in the region.
V. Potential Investments in Industries
This section shows the potential industries and establishments that may attract new investors in
the region.
EXPECTED EXPECTED
INDUSTRY POTENTIAL INVESTMENTS OCCUPATIONS NUMBER OF
NEEDED VACANCIES
1. Processed Food • Food Processor
2. Wearable’s and Home- • Food Packaging
styles • Salesman
3. Bamboo
• Weaver
4. Cococoir
5. ICT • Carpenter
6. Tourism • Driver
Manufacturing 14,718
7. Ceramics • Salesman
8. Agri-business • Tailor
9. Jewelry • Welder
10. Other Services • Designer
• Laborer
• Other Skilled Worker
Source: Department of Trade and Industry
B. SUPPLY
Data on Employed or Workforce
This sub-section discusses the recent data on employed or workforce. (in thousands)
EMPLOYMENT STATUS MALE FEMALE
In the Labor Force 1,567 967
Employed 1,488 907
Unemployed 79 61
Not in Labor Force 476 988

Source: PSA V (Labor Force Survey)
204
Projected Number of Population and their characteristics
This shows the projection of the possible new entrants to the labor market in the following years.
HOUSEHOLD POPULATION (BY 2020)

AGE GROUP
BOTH GENDER MALE FEMALE
15-19 628,800 323,800 305,000
20-24 620,300 322,600 297,700
25-29 608,800 316,800 292,000
30-34 556,300 286,500 269,800
Source: https://psa.gov.ph/sites/default/files/attachments/hsd/article/Table%204.pdf
Projected Number of Potential workers with required education and skills
This sub-section shows the new potential workers that may arise in the following years.

Technical Vocational
6,084 (as of April 160,023
and Training (TVET) TESDA
2017)
Graduates
x
Higher Education
Institution (HEIs) CHED 30,431 --------
Graduates
Registered Professionals PRC 4,189,450 4,831,858
x
Senior High School 148,589
DepEd 94,391
(SHS) Enrollees
Note: x --- No available projected data for graduates
Outflow of Workers
This section shows the outflow of workers which is measured through the occupations that are in
demand overseas.
COUNTRY OCCUPATION NUMBER OF OFWS

Domestic Cleaners and 47
Bahrain Helpers
Domestic Housekeepers 12
Hong Kong Domestic cleaners, helpers 246
and housekeepers
Jordan Domestic cleaners, helpers 51
and housekeepers
Kuwait Domestic housekeepers 368
205
Malaysia Domestic cleaners and 46
helpers
Oman Domestic Helper 41
Qatar Domestic Housekeepers 111
Taiwan Manufacturing laborers 307
Source: Philippine Overseas Employment Agency 2016
This section discusses the existing potential gaps or challengers that confront the priority and
emerging industries as meeting the supply and demand for labor. This section enumerates the
recommendations provided by the stakeholders.
LABOR ISSUES AND CHALLENGES

This sub-section tackles about the issues and gaps in the labor market. This shows the thematic
areas that need to give appropriate course of actions.
DESCRIPTION OF
RECOMMENDED COURSES OF
THEMATIC AREA GAP AND
SOLUTION ACTIONS
CHALLENGES
Upgrade
Basic and Higher Financial Capability
K to 12 Program competencies of
Education Lack of Facilities
Teachers and Trainers
Career Guidance Lack of Qualified
Training Training
Advocacy Trainers
Technical Vocational Upgrade
Lack of Facilities or
Education and Training competencies of
Equipment
Training teachers and trainers
Mismatch of OJT Government Pre-qualify partner
On the Job Training
Tasks Legislations agencies
Labor Market Lack of Information Need LGU
LGU Legislation
Information Disseminations Participation
Overseas Employment Lack of Training Training Upgraded Trainings
Regional or Local
Economic Not Applicable
Development
Mismatch of Job
Industry Demands Upgraded and
Vacancies to Job Trainings
and Hiring Practices Updated Trainings
Demands
ASEAN Economic
Not Ready Trainings Get Ready!
community 2015
Source: Answers of the participants during the 2017 Regional Consultation on the Development of Jobsfit LMI
Report and HRD Roadmapping 2016-2022 dated May 30, 2017
206
REGION 6
WESTERN VISAYAS
207
REGIONAL LABOR MARKET SITUATIONER WESTERN VISAYAS
REGION VI - WESTERN VISAYAS

The Western Visayas is

composed of six (6)
provinces: Aklan, Antique,
Capiz, Guimaras, Iloilo, and
Negros Occidental.
Population (2015) : 7,536,383

2
Area : 20,794.18 km
GRDP
Western Visayas’ Gross

323.5M (2016) to 350.8M
(2017)
LABOR FORCE

decreased by 1.5
(2013) to 5.4% (2017).
208
WESTERN VISAYAS REGIONAL LABOR MARKET SITUATIONER
REGION VI - WESTERN VISAYAS
EMPLOYMENT
SHARE (2016)
REGIONAL ECONOMY
Based on the latest Gross Regional Domestic Product (GRDP)

report of the Philippine Statistics Authority, the economy of
AGRICULTURE, HUNTING, Western Visayas grew at a slower pace by 6.1 percent in 2016.
FORESTRY, AND FISHING Services remained as the top conrtibutor to the region’s
economic performance at 57.3 percent share in 2016 followed
by Industry at 24.2 percent and Agricuture, Hunting,Forestry
30.39% and Fishing at 18.5 percent share. Since 2014, the percent
share of the Industry continue to increase while Agricuture,
Agriculture and Forestry Hunting, Forestry and Fishing decreased.
3.99% Services slowly grew at 6.7 percent in 2016 from 7.2 percent
in 2015. The slow growth was attributed primarily to the Other
Fishing Services (10.0 percent), partly offset by the higher growth in
Public Administration & Defense; Compulsory and Social
Security (6.8 percent).
INDUSTRY
Moreover, Industry also showed a slower growth to 11.5
percent in 2016 from 23.3 percent in 2015 driven by the slower
7.74% growth in Construction at 11.6 percent from 49.9 percent in
Construction 2015 due to completion of construction works across the
region. However, the rest of the Industry subsectors such as
Mining and Quarrying, Manufacturing, Electricity, Gas and
0.50% Water Supply showed an acceleration but were not enough to
Water, Electricity cover the slow growth of the Construction subsector resulting
and Gas Supply to a lower Industry Sector growth in 2016.
0.28% On the other hand, Agriculture, Hunting,Forestry and Fishing
Mining and shinkage increased from negative 0.7 percent in 2015 to
Quarrying negative 1.9 percent in 2016.
4.49%
Manufacturing
SERVICES

0.97% Activities

Wholesale & Retail
Motor Vehicles
Compulsory Social
Security
0.50% Other services 209
1. REGIONAL ECONOMY
Based on the latest Gross Regional Domestic Product (GRDP) report of the Philippine
Statistics Authority, the economy of Western Visayas grew at a slower pace by 6.1 percent
in 2016.
Table 1. Gross Regional Domestic Product (GRDP), Region VI

2014 to 2016 (At Constant 2000 Prices)
GROWTH RATE (in %)
YEAR
2014-2015 2015-2016
GRDP 8.8 6.1
Services remained as the top

contributor to the region’s economic
performance at 57.3 percent share in
2016 followed by Industry at 24.2
percent and Agriculture, Hunting,
Forestry and Fishing at 18.5 percent
share. Since 2014, the percent share of
the Industry continue to increase while
Agriculture, Hunting, Forestry and
Fishing decreased.
Services slowly grew at 6.7 percent in

2016 from 7.2 percent in 2015. The slow
growth was attributed primarily to the
Other Services (10.0 percent), partly
offset by the higher growth in Public
Administration & Defense; Compulsory
and Social Security (6.8 percent).
Moreover, Industry also showed a

slower growth to 11.5 percent in 2016
from 23.3 percent in 2015 driven by the
slower growth in Construction at 11.6
percent from 49.9 percent in 2015 due to
completion of construction works across the region. However, the rest of the Industry
subsectors such as Mining and Quarrying, Manufacturing, Electricity, Gas and Water
Supply showed an acceleration but were not enough to cover the slow growth of the
Construction subsector resulting to a lower Industry Sector growth in 2016.
210
On the other hand, Agriculture, Hunting, Forestry and Fishing shrinkage increased from
negative 0.7 percent in 2015 to negative 1.9 percent in 2016.
A. HOUSEHOLD POPULATION 15 YEARS OLD AND OVER

AND EMPLOYMENT STATUS
Table
Table 3. Household
3. Household Population
Population 15 15and
years old and over years old and
Employment Statusover and(2014
by Region Employment
to 2017) Status by Region (2014-
Annual Estimates Annual Annual Annual Annual
Total Population 15 Years Labor Force Underemployment
Region Employment Rate Unemployment Rate
Old and Over (in '000) Participation Rate Rate
2014 2015 2016 Jan17* 2014 2015 2016 Jan17* 2014 2015 2016 Jan17* 2014 2015 2016 Jan17* 2014 2015 2016 Jan17*
Philippines 61,176 64,939 68,125 69,414 63.9 63.7 63.4 60.7 92.8 93.7 94.5 93.4 7.2 6.3 5.5 6.6 19.0 18.5 18.3 16.3
National Capital Region 8,080 8,253 8,776 9,021 63.5 62.9 63.1 61.3 89.7 91.5 93.4 91.5 10.3 8.5 6.6 8.5 12.1 10 8.8 11.9
Cordillera Administrative 1,149 1,188 1,211 1,237 67.1 67.1 66.0 60.1 95.4 95.2 95.5 93.9 4.6 4.8 4.5 6.1 14.1 20.8 23.0 17.3
Region
I - Ilocos Region 3,476 3,587 3,474 3,453 61.3 61.3 62.0 60.7 91.7 91.6 93.7 91.3 8.3 8.4 6.3 8.7 20.0 16.9 17.5 20.4
II - Cagayan Valley 2,273 2,332 2,339 2,362 67.0 67.0 65.5 63.7 96.8 96.8 96.9 95.0 3.2 3.2 3.1 5.0 12.9 11.1 12.7 16.0
III - Central Luzon 7,046 7,281 7,517 7,648 62.0 61.5 62.1 57.9 91.3 92.2 93.4 93.3 8.7 7.8 6.6 6.7 14.5 13.5 16.1 15.8
IVA - CALABARZON 8,269 8,576 9,341 9,733 64.5 64.5 64.2 63.2 90.8 92.0 92.8 91.8 9.2 8.0 7.2 8.2 17.9 18.2 15.5 14.8
IVB - MIMAROPA 1,950 2,045 2,021 2,039 66.3 65.5 65.2 61.0 95.9 96.7 95.9 93.1 4.1 3.3 4.1 6.9 23.4 20.8 21.8 20.8
V - Bicol Region 3,840 3972 3940 3996 63.9 63.3 62.6 59.0 93.5 94.4 95.3 94.8 6.5 5.6 4.7 5.2 37.3 31.5 30.3 20.8
VI - Western Visayas 5,156 5,359 5,297 3,124 62.7 63.0 63.9 61.4 93.1 94.6 95.1 94.0 6.9 5.4 4.9 6.0 22.7 21.3 19.1 18.1
VII - Central Visayas 4,885 5,073 5,106 4,189 64.7 67.4 66.7 64.9 93.7 94.1 95.0 95.4 6.3 5.9 5.0 4.6 15.1 18.4 14.8 16.1
VIII - Eastern Visayas 1,701 3,048 3,069 62.8 62.1 56.2 94.6 95.5 93.6 5.4 4.5 6.4 31.7 29.7 23.2
IX - Zamboanga Peninsula 2,219 2,293 2,464 2,541 65.1 62.5 63.7 56.3 96.6 96.5 96.1 95.4 3.4 3.5 3.9 4.6 21.8 18.5 22.4 15.4
X - Northern Mindanao 3,002 3,109 3,176 3,224 68.3 67.8 66.6 63.0 94.3 94.4 94.7 94.5 5.7 5.6 5.3 5.5 25.7 24.9 27.9 18.9
XI - Davao Region 3,097 3,182 3,324 3,411 64.2 64.2 62.8 61.7 93.1 94.2 95.5 94.1 6.9 5.8 4.5 5.9 17.3 18.9 16.7 14.6
XII - SOCCSKSARGEN 2,700 2,798 2,971 3,067 65.5 65.0 64.1 62.8 95.6 96.5 95.8 95.7 4.4 3.5 4.2 4.3 22.7 23.2 23.8 21.3
Caraga 1,733 1,792 1,805 1,830 66.5 64.7 63.4 59.2 94.0 94.3 94.9 91.5 6.0 5.7 5.1 8.5 27.1 26.2 27.8 18.9
Autonomous Region in 2,301 2,398 2,315 2,296 56.0 54.4 53.1 44.3 95.4 96.5 96.2 95.7 4.6 3.5 3.8 4.3 12.4 11.1 13.4 7.3
Muslim Mindanao
NIR* 3,174 66.1 94.7 5.3 11.4
Source: Philippine Statistics Authority, Annual Labor and Employment Estimates for 2014 to 2016 and April 2016 . * NIR excluded from VI in January 2017
Notes: The methodology for the computation of annual estimates of labor and employment indicators is based on NSCB Resolution No. 9, Approving and Adopting the Official Methodology for
Generating Annual Labor And Employment Estimates, using the average estimates of the four LFS rounds.
For both 2013 and 2014, the annual estimates do not include Region VIII or Eastern Visayas.
2017)
From 2014 to 2016, the average annual employment rate across Region VI was estimated at
94.2 percent with 95.1 percent as the highest employment rate recorded in 2016 with BPO
Industry as one of the major job generators of the region with a total of 47 BPOs
established in 2016 and about 21,500 employees. On the other hand, unemployment rate
registered at an average of 5.8 percent with 4.9 percent as the lowest unemployment rate
noted in 2016. Also, underemployment rate showed an average of 21.2 percent per year
with 22.7 percent as the highest underemployment rate in 2014.
For January 2017, the region’s employment rate was estimated at 94.0 percent,
unemployment rate at 6.0 percent and underemployment rate at 18.1 percent. The
employment rate of the region is slightly higher compare to the National employment rate
of 93.4 percent. (Note: January 2017 Labor Force Survey results for Western Visayas already
excludes the Negros Island Region (NIR).
211
B. EMPLOYMENT STRUCTURE
EMPLOYMENT PERSON BY MAJOR INDUSTRY, WESTERN VISAYAS
In Western Visayas, the population 15 years old and over in July 2016 was estimated at 3.1
million. Of this number, 63.3 percent were in the labor force. The labor force consists of
the employed and the unemployed persons. The number of employed person in July 2016
was estimated at 1.9 million. Of this figure, workers in the services sector comprised the
largest proportion of the population who were employed, making up 51 percent of the total
employed persons. Workers in the agriculture sector recorded the second largest group
accounting for 36 percent of the total employed while workers in the industry sector made
up the smallest group registering 13 percent of the total employed persons.
Figure 1. Percent Distribution of Employed Persons by Industry
Source: PSA, July 2016 Labor Force Survey July LFS excludes Negros Occidental in Western Visayas
By subsectors, workers in agriculture, hunting and forestry comprised the largest

percentage (33.1 percent) of the total employed. Those engaged in wholesale and retail
trade or in repair of motor vehicles and motorcycles holds the second largest group,
making up 17.5 percent of the total employed.
EMPLOYMENT PERSON BY SEX AND MAJOR INDUSTRY, WESTERN

VISAYAS
Of the estimated 1.9 million employed persons, six out of ten were male while four out of
ten were female workers. Also, of the employed persons, male workers has dominated the
agriculture (28.5 percent) and industry (8.8 percent) sectors while female workers
dominated the service sector (27.5 percent).
212
Figure 2. Percent Distribution of Employed Person by Sex and Major Industry, Western
Visayas: July 2016
Source: PSA, July 2016 Labor Force Survey
C. ANNUAL GROWTH RATE
Major Industry Grup Annual Estimates Growth Rates

(in '000) (in %)
2013 2014 2015 Jul2015 Jul2016 '14 vs '13 '15 vs '14 Jul16 vs Jul15
Total 3,011 3,158 3,196 3,205 3,299 4.88% 1.20% 2.93%

Agriculture 1,108 1,185 1,173 1,135 1,189 6.95% -1.01% 104.76%
Industry 337 371 371 372 430 10.09% 0.00% 115.59%
Services 1,566 1,602 1,652 1,698 1,680 2.30% 3.12% 98.94%
Source: Philippines Statistics Authority
From 2013 to 2015, Western Visayas employed persons was estimated at an average of 3.2
million with an average annual growth rate of 3.04 percent per year. For the past three
years, workers in the services sector comprised the largest proportion of the working
population and with an average growth rate of 2.71 percent per year. On the other hand,
the employed persons from the agriculture sector showed a decline in 2015 from the 2014
figure.
Meanwhile, the number of estimated employed person in July 2016 demonstrates a 2.93%
improvement versus the same period last year with the services sector still with the largest
share of the working population.
213
2. PRIORITY AND EMERGING INDUSTRIES
In order to come up with an updated result of this Project, a series of provincial and
regional consultations among the various stakeholders were held in June-July 2016 and
revalidated in May, 2017. The result showed that the key industries which are considered to
be the major sources of employment in the region are Construction, Information and
Communication Technology-Business Process Management (ICT-BPM), Hotels and
Restaurants, Tourism, Agribusiness & Fishery, Real Estate Development, Wholesale &
Retail Trade, Education, Automotive/Land Transportation, Transport and Logistics,
Health and Wellness, Manufacturing and Hospital.
These industries are consistent with the regional development and investment priorities
and the priority sectors/investment priorities identified by the government and, likewise,
by the business sector in the Region.
A. Priority Skills Requirements
Based on the aforementioned priority industries, the following are the corresponding skills
requirements:
1. Construction
The in-demand skills in this industry are the Skilled Engineers (Civil, Mechanical,
Electrical), Architect, Heavy equipment operator/mechanic, Pipefitter, Rigger, Welder,
Electrician, Painters, Mason, Air Duct, Carpenters i.e. Furniture, Cabinet-maker,
Plumbers, Safety Officers, Autocad Operator.
2. ICT-BPM
The skills that are in-demand in this industry are Customer Service Representatives and
Technical Support, Animator, Game Developer, workers for Health Care Services such as
for medical coding and insurance verification & insurance approval (with medical-related
skills) as well as for insurance collection & insurance billing (with financial accounting
skills) and for Information Technology (both software and hardware).
3. Real Estate Development

The needed skills in this industry are Geodetic Engineer, Autocad Operator, Urban
Planner, and Environmental Planner.
4. Automotive/Land Transportation
The skills requirement of this industry identified in 2013 such as experienced Master
Mechanic, Parts Salesman, Driver for long haul/Trailer, and Automotive Painter remained
to be the same skills needed in another three years.
214
5. Transport & Logistics
The growing manufacturing industry will be needing this support service which requires
the skills identified in 2013 such as heavy equipment operator and mechanic, and driver for
long haul in the next 5 years.
6. Education
The needed skills of this industry are Skilled/Experienced Teacher (for private schools),
Licensed Guidance Counselor, SPED Teacher (with the inclusion of children and young
adult with disabilities), Qualified Teachers with Post-grad requirements, and librarian.
7. Hotels & Restaurants

Cook, Chef, Culinary worker, Engineering-related jobs, Business-related jobs, Waiter,
Bartender, Bell boy, Room boy, Chamber Maid, multilingual Service Crew, Kitchen Crew,
Head Waiter, English/Chinese/Korean Proficient Front Desk Officer, and English
proficient Customer Service Relations Officer.
8. Tourism
Skills requirement of the industry identified in 2013 such as Tourist van/bus driver,
Tourism instructor, Mountain/Cave/River/Eco/Community Guide, Licensed and
multilingual tour guide, and multilingual Interpreter remained to be the needed skills by
this industry in the next five years.
9. Health and Wellness

Experienced & Licensed Spa or Massage therapist and trained manicurist and pedicurist
remained to be the needed skills by this industry.
10. Agribusiness and Fishery

High-end farmer, Licensed Fishery Technologist (for overseas employment) Researchers
(hard to fill), Licensed Agriculturist, Marine Biologist, Marketing Specialist, Soil
Technologist, Farmers and Other Plant Growers.
11. Renewable Energy

Engineers (electrical & mechanical), Laborers, Welders, Steelmen, Carpenters, Mason,
Heavy equipment operators
12. Cottage Industry
Skilled Manager & Skilled Workers for Weaving & Embroidery
215
13. Wholesale and Retail
Accountants, Middle Managers
14. Manufacturing
Chemical, Electrical & Mechanical Engineer, Skilled welder, Machinist, Accountant and
Chemist.
15. Hospital
This sector needs specific skills such as Hospital Workers as well as Training Doctors (for
residency), Caregivers, Dietician, Medical Technologist and Pharmacist which are
considered hard-to-fill in other provinces in the Region due to lack of schools offering the
course.
3. AVAILABILITY OF SKILLS
According to our partners from the Higher Educational Institutions (HEIs), Region 6 has
enough graduates to answer the requirements of the industries as shown in the following
tables:
Table 1. Discipline with Most Number of Enrollees in both public and private.
ENROLMENT S.Y. 2015-2016

CLUSTER OF PUBLIC PRIVATE SUB-TOTAL TOTA
DISCIPLINE MAL FEMAL MAL FEMAL MAL FEMAL L
E E E E E E
Agri/Fish/Forestry 3374 3747 141 140 3515 3887 7402
Arts and Sciences 991 2930 1099 2344 2090 5274 7364
Business Education 6056 13107 7149 18848 13205 31955 45160
Engineering and Tech 1779 1112 4573 2334 6352 3446 9798
Industrial Technology 7808 2224 137 220 7945 2444 10389
Information Technology 4371 7521 3813 3816 8184 11337 19521
Law and Criminology 3507 2188 3578 2331 7085 4519 11604
Maritime Education 2980 31 15189 123 18169 154 18323
Medical Related 401 1060 2023 6841 2424 7901 10325
Teaching Education 4836 19260 1270 6417 6106 25677 31783
TOTAL 36103 53180 38972 43414 75075 96594 171669
Source: Commission on Higher Education Region 6
216
Table 2: Discipline with Most Number of Graduates in both public and private
GRADUATE S.Y. 2015-2016

CLUSTER OF PUBLIC PRIVATE SUB-TOTAL
TOTAL
DISCIPLINE MALE FEMALE MALE FEMALE MALE FEMALE
Agri/Fish/Forestry 524 558 4 9 528 567 1095
Arts and Sciences 155 440 165 374 320 814 1134
Business Education 930 2492 950 3431 1880 5923 7803
Engineering and Tech 213 121 411 220 624 341 965
Industrial Technology 1415 558 10 20 1425 578 2003
Information
Technology 775 1645 463 638 1238 2283 3521
Law and Criminology 593 386 373 279 966 665 1631
Maritime Education 226 1 2573 18 2799 19 2818
Medical Related 63 176 285 1000 348 1176 1524
Teaching Education 845 3671 159 933 1004 4604 5608
TOTAL 5739 10048 5393 6922 11132 16970 28102
Source: Commission on Higher Education Region 6
Region 6 has also a good number of Enrolled, Graduated and Certified in TESDA for 2015-
2016.
Table 3. Number of Enrolled, Graduated and Certified in TESDA VI for 2015-2016

YEAR
TOTAL
SECTOR 2015 2016
ENROLLED GRADUATED CERTIFIED ENROLLED GRADUATED CERTIFIED ENROLLED GRADUATED CERTIFIED
Agri-Fishery 255 180 1524 254 130 1,931 509 310 3445
Automotive and
Land Transport 5252 5063 7793 6,342 5, 726 5,594 11594 10789 13387
Construction 4533 4989 6168 6, 674 6, 415 8957 11207 11404 15125
Electroniccs 2139 1736 1958 2, 752 2, 308 4, 138 4891 4044 6096
Garments 685 465 793 964 896 2, 228 1649 1361 3021
Health, Social
and other
Community
Development
Services 5948 3872 6646 6, 286 4, 584 7, 672 12234 8456 14318
Heating,
Ventilation, Air-
Conditioning &
Refrigeration 217 131 211 312 276 312 529 407 523
Information &
Communication
Technology 8795 6479 5204 9, 984 8, 234 7, 876 18779 14713 13080
Language Skills
Institute - 2039 1830 3, 874 2, 137 0 3874 4176 1830
Maritime 304 167 114 467 385 198 771 552 312
Metals and
Engineering 6718 5276 6557 7997 6894 7, 976 14715 12170 14533
Processed Food 143 423 497 687 593 685 830 1016 1182
217
and Beverages
Tourism (Hotel
and Restaurant 14559 9429 13996 15, 102 12, 531 14, 116 29661 21960 28112
TVET 625 264 347 716 379 498 1341 643 845
Source: Technical Education & Skills Development Authority 6
It has also a good number of registered professionals in the last four years as reported by
the Professional Regulation Commission, to wit:
Table 4: Registered Various Professionals
PROFESSIONS 2013 2014 2015 2016 TOTAL
Aeronautical Engineer 0 0 0 3 3
Agricultural Engineer 0 1 0 1 2
Agriculturist 119 176 202 205 702
Architect 22 49 83 68 222
CPA 218 224 354 332 1,128
Certified Plant Mechanic 0 0 1 0 1
Chem. Tech 0 1 2 38 41
Chemical Engineer 18 25 40 60 143
Chemist 0 14 13 22 49
Civil Engineer 135 98 315 254 802
Criminologist 1,278 1,570 513 1,346 4,707
Customs Broker 2 1 10 35 48
Dental Hygienist 0 1 0 0 1
Dental Tech. 0 1 0 0 1
Dentist 2 5 7 20 34
ECE / Electronics Engr. 22 199 139 144 504
Electronic Technician 0 98 123 167 388
Environmental Planner 0 3 1 31 35
Fisheries Tech. 6 3 55 49 113
Forester 8 2 7 2 19
Geodetic Engineer 1 0 0 2 3
Geologist 0 1 0 8 9
Guidance Counselor 10 21 29 20 80
Interior Designer 0 6 3 6 15
Junior Geodetic Engr. 0 0 0 0 0
Librarian 14 3 30 21 68
Landscape Architect 0 0 0 0 0
Marine Deck Officer 226 320 0 0 546
Marine Engine Officer 195 198 0 0 393
Master Plumber 2 12 22 22 58
Mechanical Engineer 105 139 148 253 645
Med. Lab. Technician 0 2 2 3 7
Medical Rep 0 0 16 25 41
Medical Technologist 206 296 487 581 1,570
Metallurgical Engr. 0 0 0 1 1
Midwife 184 122 144 207 657
Mining Engineer 0 0 0 0 0
218
Naval Architect 0 0 0 3 3
Nurse 2,741 2,088 2,222 1,286 8,337
Nutritionist Dietitian 5 4 8 6 23
Occupational Therapist 0 0 0 1 1
Ocular Pharmacologist 0 0 0 0 0
Optometrist 1 0 1 4 6
Pharmacist 38 70 181 223 512
Physical Therapist 14 28 34 73 149
Physician 55 91 88 137 371
Prof. Agricultural Engr. 0 1 4 4 9
Prof. Mechanical Engr. 1 0 1 12 14
Professional Electrical Engr. 0 0 1 11 12
Professional Electronics Engr. 0 0 0 2 2
Professional Teacher 5,265 4,163 3,729 7,338 20,495
Psychologist 3 7 7 3 20
Psychometrician 0 45 77 136 258
Radiologic Technologist 52 109 108 141 410
Real Estate Appraiser 26 64 110 65 265
Real Estate Broker 63 69 182 139 453
Real Estate Consultant 0 0 4 4 8
REE 57 70 90 152 369
Respiratory Therapist 15 43 4 0 62
RME 101 109 200 205 615
Salesperson 0 1 1 4 6
Sanitary Engineer 0 0 0 0 0
Social Worker 21 71 90 16 198
Veterinarian 3 9 6 3 21
X-Ray Technician 8 5 12 13 38
TOTAL 11,242 10,638 9,906 13,907 45,693
The ASEAN Integration opens the door of opportunities for our workers but it also poses
threat to the Region’s labor force. Although it has not yet been fully implemented, for the
last three years, Region 6 has issued a total of 1,240 Alien Employment Permits to foreign
nationals occupying various positions as follows:
Table 5. Number of Alien Employment Permit (AEP) issued to foreign nationals

NO. OF
NO. OF NO. OF
NATIONALIT NATIONALIT POSITION NATIONALIT
OCCUPATION POSITIONS POSITIONS TOTAL
Y Y S Y
2014 2015 2016
Account
Executive 0 Indian 1 0 1
Account Korean,
Manager 0 0 Chinese 2 2
Admin. Assistant 0 Indian 1 0 1
Admin. Facilities
Supervisor 0 Chinese 1 0 1
Admin.
Maintenance
Admin. Officer 0 Chinese 2 0 2
219
American
Reservations
Officer American 1 0 0 1
Aquaculture
Technician Vietnamese 2 0 2
Asst. General
Manager American 1 Indian 1 2
Taiwanese, Korean,
Korean, Indian,
Asst. Manager Indian 4 Indian 1 Chinese 3 8
Asst. Marketing
Manager 0 Chinese 1 1
Asst. Supervisor 0 Indian 2 2
Asst. Chief
Marketing
Officer 0 0 Indian 5 5
Asst. Logistics
Manager Chinese 1 Chinese 1 2
Asst. Site
Director 0 0 0 0
Asst. to the
Management 0 Nederlandse 1 1
Auditor 0 Indian 1 Indian 1 2
Batching Plant
Maintenance
Specialist 0 0 Chinese 1 1
Board of Director Chinese 1 0 0 1
Boiler Chief
Superintendent 0 0 Chinese 1 1
Boiler Piping
Maintenance
Boiler Piping
Specialist 0 Chinese 3 Chinese 12 15
Boiler Piping
Supervisor 0 Chinese 16 Chinese 13 29
Boiler Structural
Supervisor Chinese 1 Chinese 7 8
Book Keeper 0 Indian 2 0 2
Business
Manager 0 Chinese 1 0 1
Cellphone
Technician Chinese 1 0 0 1
Chairman of the
Board American 1 0 0 1
Checker 0 0 Chinese 1 1
Korean,
Chinese, Chinese,
Chef, Chief Korean, Japanese,
Consultant, Cook Indian 3 Malaysian 2 Indian 6 11
Chief Executive
Officer 0 American 1 Indian 1 2
Chief HR for
Chinese
Personnel 0 0 Chinese 1 1
Chief Marketing
Officer 0 Indian 3 Indian 11 14
Chief Civil
Works Specialist 0 Chinese 5 Chinese 1 6
220
Chimney Civil
Works
Chimnery
Construction
Chimney Team
Leader 0 Chinese 4 Chinese 14 18
Chinese Admin.
Asst. to the
Administrator 0 0 Chinese 1 1
Chinese
Frontliner Chinese 1 0 0 1
Chinese
Language
Consultant &
Faculty 0 0 Chinese 3 3
Chinese
Language Sales &
Marketing
Officer 0 0 Chinese 1 1
Chinese
Language
Chinese
Marketing Agent 0 0 0 0
Chinese Student
Coordinator 0 Chinese 5 0 5
Civil Works
Collection
Supervisor Indian 1 0 Indian 1 2
Collector 0 Indian 2 0 2
Commercial
Diver 0 Taiwanese 1 0 1
Commissioning
Supervisor 0 0 Chinese 6 6
Computer
Consultant 0 Indian 1 0 1
Connection &
Marketing
Supervisor 0 0 Indian 1 1
Construction
Manager 0 Chinese 2 Chinese 2 4
Construction
Survey Analyst 0 0 Chinese 1 1
Construction
Survey
Superintendent 0 Chinese 9 Chinese 3 12
Construction
Survey
Korean,
Consultant Indian 4 4
Consultant
(Turbine
Generator &
Steam Boiler
Installation) 0 Chinese 1 0 1
Contract 0 Chinese 1 0 1
221
Manager
Corporate
Secretary Chinese 1 0 0 1
Corporate
Treasurer 0 Korean 1 0 1
Credit
Investigator 0 Indian 1 0 1
Customer
Relation/Interpre
ter Korean 4 4
Customer 0 0 Chinese 1
Representative
Officer 1
Customer Service 0 0 Korean 1
Representative 1
Customer Service
Associate 0 0 Chinese 2 2
Cutter Plotter 0 Indian 2 0
Operator 2
Designer 0 Indian 1 Indian 1 2
Dining 0 Singaporean 1 0
Consultant 1
Director of British 1
Operations 1
Dive/Diving Chinese, Taiwanese Chinese,
Instructor Deutsch 3 3 Taiwanese 2 8
Diving
Operations 0 0 0
Manager 0
Dive Shop Sales
Manager Korean 2 0 0 2
Diveshop Korean 2
Coordinator 2
Diveshop Korean,
Manager 0 German 2 0 2
Diveshop Korean 1 0 Korean 1
Supervisor 2
Diving Manager Korean 1 0 0 1
Document 0 Chinese 1 Chinese 1
Controller 2
Dredging &
Piping Specialist 0 0 Chinese 2 2
Early Childhood
Educator/Psychol
ogist American 1 0 0 1
Earthworks
Electrical &
Control
Maintenance
System Analyst 0 0 Chinese 17 17
Electrical &
Control
Maintenance
System
Electrical Chief
Executive 0 0 Chinese 1 1
Electrical Chief
222
Electrical
Foreman 0 Chinese 14 Chinese 29 43
Electrical
Supervisor Chinese 14 Chinese 26 Chinese 4 44
Executive
Assistant Indian 1 0 0 1
Executive Chef 0 Thai 1 Australian 1 2
Faculty/Research
er 0 Portuguese 1 0 1
Field
Coordinator 0 Indian 1 0 1
Field
Coordinator
Supervisor 0 0 Korean 1 1
Finance &
Accounts Officer 0 0 Indian 1 1
Indian,
Finance Manager Korean 2 Indian 4 Indian 1 7
Finance Officer Indian 1 Indian 3 Indian 1 5
Finance
Flight & Ground Indian,
Instructor 0 Korean 3 Indian 2 5
Flight Instructor Indian 1 0 Indian 1 2
Food & Beverage
Manager 0 Deustch 1 0 1
Front Line
Assistant 0 Indian 1 0 1
Front Office
Associate 0 Chinese 1 0 1
Front Office
Manager 0 Nederlandse 1 0 1
Front Office
Supervisor Chinese 1 0 0 1
Korean, Korean,
Taiwanese, Korean, Deutsch,
Swiss, Chinese, Chinese,
Chinese, Taiwanese, Indian,
General Manager Indian 11 Indian 19 American 18 48
General Manager
& Web
Developer 0 American 1 0 1
German
Language
Facilitator 0 Deutsch 1 Deustch 1 2
Guest Relation
Manager 0 0 Chinese 1 1
Guest Relation 1 0 0 1
Manager/Interpr
eter Russian
Guest Relation Korean 2 2
Officer
HDPE Pipe 0 Taiwanese 2 0 2
Installation
Consultant
Head Chef 0 Malaysian 1 Malaysian 1 2
Head of 0 0 American 1 1
Secondary
Education
Heat Treatment 0 0 Chinese 3 3
223
Supervisor
Heavy 0 Chinese 4 0 4
Equipment
Foreman
Heavy 0 0 Chinese 4 4
Equipment
Maintenance
Analyst
Heavy Lifting 0 0 Chinese 3 3
Equipment
Maintenance
Analyst
Heavy Lifting 0 0 Chinese 2 2
Equipment
Maintenance
Specialist
Heavy Lifting
Specialist 0 Chinese 7 Chinese 1 8
Heavy Rigging 0 0 Chinese 1 1
Equipment
Maintenance
Specialist
Heavy Rigging
Specialist 0 Chinese 5 0 5
High Voltage 0 0 Chinese 1 1
Equipment
Supervisor
HS Planning
HV Welding
I & C Supervisor 0 Chinese 5 Chinese 1 6
Import Manager Korean 1 0 0 1
Insulation Works Chinese 3 3
QC Supervisor
Interpreter Korean 1 0 0 1
Interpreter/Purch
aser Chinese 1 0 0 1
Inventory Clerk Indian 1 Indian 1 0 2
Inventory
Manager Indian 3 0 0 3
Kitchen
Consultant 0 Singaporean 1 0 1
Kitchen Manager Korean 1 1
Korean Customer 0 0 Korean 1 1
Service Officer
Korean 0 Korean 1 0 1
Marketing &
Finance Officer
Korean 0 0 0 0
Markerting
Assistant
Korean 0 0 Korean 1 1
Marketing
Manager
Korean 0 0 Korean 3 3
Marketing
Officer
Layout Artist 0 Indian 2 Indian 1 3
Liaison Officer Chinese 1 0 0 1
224
Loan Analyst 0 0 0 0
Loan Consultant Indian 5 Indian 6 0 11
Loan Manager Indian 6 0 0 6
Loan Processor 0 Indian 8 0 8
Loan Supervisor Indian 2 Indian 4 0 6
Logistics
Logistics System 0 0 Chinese 1 1
Maintenance
Specialist
Manager Korean, 15 Indian, 8 Korean, 10 33
Singaporean, Korean, Singaporean,
Deutsch, Chinese Indian,
Indian, Taiwanese
Chinese
Manager 0 Singaporean 1 0 1
(International
Sales)
Manager for Korean 1 0 0 1
Korean Customer
Relation
Manager/Instruct
or Deutsch 1 0 0 1
Managing 0 Korean, 2 0 2
Director Indian
Managing 0 0 Korean 1 1
Director for
Academic Affairs
Marketing 0 0 0 0
Analyst for
European
Analyst
Marketing
Assistant 0 0 0 0
Marketing
Director Korean 1 0 0 1
Marketing
Executive 0 0 Korean 1 1
Marketing Head 0 0 Korean 1 1
Marketing Korean, 2 Deutsch, 5 Chinese, 7 14
Manager Indian Korean, Korean,
Indian Indian
Marketing Chinese, 2 Korean, 3 Indian 4 9
Officer Korean Indian
Marketing
Supervisor Chinese 2 Korean 1 Indian 1 4
Material Supply Chinese 2 Chinese 7 Chinese 1 10
Supervisor
Mechanical
Works Chinese 3 Chinese 9 Chinese 3 15
Supervisor
Microfinance &
Fund
Management 0 Chinese 1 0 1
Consultant
Missionary Chinese 1 0 0 1
NDT Supervisor 0 Chinese 2 0 2
Office Clerk Chinese 1 0 0 1
Office
Coordinator 0 0 Chinese 1 1
225
Chinese, 3 0 0 3
Office Manager Russian
Operation &
Maintenance Chinese 4 0 0 4
Recording
System Analyst
Operation
Manager Korean 2 Korean 2 Korean 1 5
Operation
Supervisor Chinese 4 0 0 4
Operational
Manager Korean 1 1
Operations &
Maintenance 0 0 Chinese 5 5
Recording
System Analyst
Operations &
Cost Control
Specialist
Operations
Director Singaporean 1 0 0 1
Operations 7 British, 2 Korean, South 5 14
Italian African,
Deutsch
Korean, South
African,
Manager Canadian,
Italian,
Chinese
Plumbing
Plumbing
Power Plant
Boiler
Specialist
Power Plant
Electrical 0 Chinese 2 0 2
Cabling System
Specialist
Power Plant
Electrical
Commissioning 0 0 Chinese 9 9
Analyst
Power Plant
Electrical 0 0 Chinese 9 9
Commissioning
Specialist
Power Plant
Electrical
Specialist
Power Plant
Electrical System 0 Chinese 7 0 7
Specialist
226
Power Plant I & C
Supervisor
Power Plant
Installation
Methology 0 0 Chinese 3 3
Management
Specialist
Power Plant
Operation &
Manager
Power Plant
Plumbing
Specialist
Power Plant
Plumbing
Supervisor
Power Plant
Structural QC 0 0 Chinese 4 4
Maintenance
Specialist
Power Plant
Turbine
Specialist
Korean, 3 Korean 1 0 4
President Spaniard
Principal 0 Canadian 1 0 1
Printer Operator 0 Indian 2 0 2
Professional
Football Player 0 Nigerian 1 0 1
Project Admin.
Manager Chinese 1 0 0 1
Purchase
Manager 0 Indian 2 0 2
Purchase Officer 0 Indian 1 0 1
Purchaser Indian 1 Indian 4 Indian 3 8
Purchasing &
Financial Audit 0 Taiwanese 1 1
Manager
Purchasing
Officer 0 0 Indian 3 3
QA/QC Manager 0 Chinese 2 Chinese 1 3
QA/QC Specialist 0 Chinese 10 Chinese 4 14
QA/QC
QC Inspector 0 Chinese 9 Chinese 95 104
QC Supervisor 0 0 Chinese 1 1
QTS Tower 0 Chinese 11 Chinese 3 14
Crane Operator
Reservation
Manager 0 0 Korean 1 1
Resort Manager 0 Deutsch, 2 0 2
Korean
Retail Sales Korean 4 0 0
Person 4
Revenue & Yiel 0 Deutsch 1 0 1
227
Manager
Safety Supervisor 0 Chinese 4 0 4
Sales & 0 Chinese 1 0
Marketing 1
Manager
Sales & Canadian 4 0 0
Marketing 4
Director
Sales Executive Indian 1 0 0 1
Sales Manager Indian 1 Indian 1 Indian 4 6
Scuba Diving Chinese, 5 French, 5 Chinese 1 11
Instructor Japanese Taiwanese,
Korean,
Japanese
Sea Sports Korean 1 0 0
Manager 1
Sea Water 0 Chinese 1 0
Treatment 1
Specialist
Senior Sales Indian 1 0 0
Executive 1
Senior Surveyor 0 0 Chinese 1 1
Senior Travel 0 Indian 1 0
Consultant 1
Site Director 0 0 0 0
Site Manager Taiwanese, 2 0 0 2
Chinese
Soil Analyst
Special Heavy Chinese 1 0 Chinese 1 2
Equipment
Superintendent
Special Heavy
Equipment 0 0 Chinese 2 2
Supervisor
Specialist 0 0 1 1
Primary Teacher South African
Specialist
Teacher 0 Deutsch 1 Deutsch, 2 3

Ukranian
Sports Specialist Cambodian 1 Cambodian 1 2
Stockman 0 Chinese 1 0 1
Structural 0 0 Chinese 3
3
Maintenance
Specialist
Structural 0 0 Chinese 1
Specialist 1
Structural 0 Chinese 13 Chinese 5
Specialist 18
Supervisor Korean, 8 Taiwanese, 16 Indian 15 39
Indian Indian
Survey Analyst 0 Chinese 2 Chinese 3 5
Thermal 0 0 Chinese 1
Instrument
Analyst 1
Supervisor
TIG Welding 0 Chinese 7 Chinese 4
Specialist 11
228
Tour Guide Russian 1 Korean 4 Korean, 13 18
Chinese
Training Director Singaporean 1 0 0 1
Travel Indian 1 0 0
Consultant 1
Turbine 0 0 Chinese 1
Installation 1
Supervisor
Tubine Parts 0 0 Chinese 1 1
Asst. Supervisor
Turbine Pressure 0 0 Chinese 4
Parts
Maintenance 4
Specialist
Turbine Pressure 0 0 Chinese 2 2
Parts Supervisor
Turbine QC 0 0 Chinese 1
Inspector 1
Turbine QC 0 0 Chinese 1
Supervisor 1
Turbine Spare 0 Chinese 3
Parts Asst. 3
Supervisor
Turbine Spare 0 0 Chinese 8 8
Parts Supervisor
Vice President German, 4 Japanese 1 0 5
British,
American
Video Editor 0 Indian 1 0 1
Visa Assistant Indian 1 0 0 1
Warehouse 0 Chinese 1 0
Worker 1
Welding 0 Chinese 13 Chinese 10
Supervisor 23
Welding Works 0 Chinese 1 0 1
QC
Superintendent
TOTAL 170 482 588 1240
Despite the foregoing, there are still skills which the following industries in Western
Visayas have considered hard to fill.
INDUSTRY HARD-TO-FILL
Heavy Equipment Operator/Mechanic
Experienced Carpenter
Skilled Licensed Civil, Electrical & Mechanical
Engineer
Construction
Plumber
Auto-CAD Operator
Air Duct Worker
Skilled Mason
Skilled Foreman
Customer Service & Technical Support
Representatives
ICT-BPM
Animator
Game Developer
229
Geodetic Engineer
Real Estate Development
Autocad Operator
Experienced Master Mechanic
Automotive/Land Transportation Parts Salesman
Driver for Long Haul/Trailer
Heavy Equipment Operator and Mechanic
Transport and Logistics
Driver for Long Haul
Licensed Guidance Counselors
Experienced Teachers (for private school)
Education SPED Teacher
Qualified Teachers with Post-Graduate
Requirement
Multi-lingual Service Crew
English/Korean/Chinese Proficient Front Desk
Hotels & Restaurants
Officer
English/Korean/Chinese proficient Customer
Service Relations Officer
Licensed and Multilingual Tour Guide
Tourism
Multilingual Interpreter
Experienced & Licensed Spa or Massage
Health & Wellness
Therapist
Agribusiness & Fisheries Researchers
Engineers (Electrical & Mechanical)
Carpenters
Mason
Renewable Energy
Welder
Steelman
Heavy Equipment Operator
Cottage Industry Skilled Manager
Accountants
Wholesale and Retail
Middle Managers
Engineer (Chemical, Electrical, Mechanical) Skilled
welder
Manufacturing Machinist
Accountant
Chemist
Training doctors (for residency)
Caregivers
Hospital Dietary Technician
Medical Technologist
Pharmacist
230
4. ASSESSMENT OF GAPS AND CHALLENGES TO
MEETING THE TALENT/SKILLS NEEDS AND
THE CORRESPONDING ACTIONABLE
RECOMMENDATIONS TO ADDRESS THE
CHALLENGES/GAPS
Construction
COURSES OF ACTIONS/
RECOMMENDED
DESCRIPTION OF METHODS TO
SOLUTION WITH
GAP/CHALLENGE IMPLEMENT THE
TIMELINES
RECOMMENDATION
Lack of skilled heavy equipment TESDA to train more Capiz Tripartite Industrial
operator/ mechanic driver/workers to operate Peace Council to tackle this
heavy equipment as well as issue in one of its meetings
mechanic. It should with the presence of
establish training center in TESDA Capiz. Discuss the
Roxas City and accredit previous proposal of one of
training institutions Capiz employers’ groups to
donate a parcel of land for
this purpose.
Government should
support the laboratory and TESDA to provide the
machine/equipment for Regional/Provincial TIPCs
trainers. with database of skilled
manpower available in the
province.
TESDA/Accredited training
institution to link with the
industry on the possibility
of leasing the
machine/equipment for the
training.
Lack of trainers hinder the TESDA to coordinate with
establishment of training center Capiz State University TESDA & CapSU to forge a
in Capiz. (CapSU) on the availability MOA that would answer
of trainers. the issue on lack of trainers.
Overseas Employments which Employers to offer

offers competitive salary competitive salary to DOLE to urge the mgt.
attract workers to remain group in the TIPC to come-
and work in the country. up with a package of
benefit to retain performing
TESDA to offer trainings & skilled workers in the
Lack of continuity in the regularly on the skills industry.
training conducted by TESDA needed by the industry
Capiz TIPC to expand its
membership which should
include TESDA as regular
231
member. The Council’s
meeting should become an
avenue to discuss the skills
needed by the industries.
ICT-BPM
COURSES OF ACTIONS/
RECOMMENDED
SOLUTION WITH
TIMELINES
RECOMMENDATION
Poor communication skills Improve communication DepEd to be tapped in the
especially in English skills of graduates esp. in implementation of
English. English Proficiency as
early as in primary
education.
Intensify the use of speech DepEd and HEIs should

lab in secondary and tertiary upgrade school facilities
levels; Teachers handling and teachers’ capability so
English subject must also be as to help students
good in English. become English
Impact to workers’ health proficient.
DOLE to look into this in
partnership with the Strengthen and expand
industry players the membership of
existing ITC-BPO and
review and enhance its
existing Voluntary Code
Hiring of applicants to work on of Good Practices.
night shift. Develop a curriculum fit for
ICT so as to capitalize on
this booming industry CHED to look into this
proposal.
For animation:
Few students are taking up

animation due to lack of Appreciation course should
appreciation of arts; no be offered in elementary
succession of talents; most level DepEd should integrate a
training professionals are subject in the elementary
pirated abroad Establish facilities or or secondary level that
institution that would would open the students’
dedicate only to this kind of interests to arts.
For Health Care Svcs. skills/talent.
Western Health Care
processing not part or included
in school curriculum Integrate international CHED and HEIs should
healthcare standards in look into the possibility of
Lack of training or orientation health care-related courses integrating these concerns
spec. in financial processing on to the curriculum of
healthcare industry. Integrate training or health care-related
orientation specifically in courses.
financial processing on
For IT healthcare industry.
232
IT education in the country is
too old
Upgrade IT curriculum at
least every three years to CHED should give leeway
keep up with the current to HEIs to develop their IT
demand of the industry. courses curriculum;
Approval of curriculum
should be at pace with the
Lack of company to provide current demand of the
hands-on training to interns or industry
trainees on specific IT activities Companies should allow
hands-on training to
trainees without
compromising security.
Real Estate Development

COURSES OF ACTIONS/
RECOMMENDED
SOLUTION WITH
TIMELINES
RECOMMENDATION
Lack of school offering Geodetic HEIs in Region 6 to offer CHED and DOLE to
Engineering in Region 6 Geodetic Engineering conduct further review, in
course to address the need partnership with industry
of the industry. players, if there is a need for
Industry to offer HEIs to offer Geodetic
scholarship for GE. Engineering course and
campaign for the offering of
TESDA does not offer training TESDA to offer training the same.
for Autocad Operator for Autocad Operator
starting this year
Automotive/Land Transportation
COURSES OF ACTIONS/
RECOMMENDED
SOLUTION WITH
TIMELINES
RECOMMENDATION
Lack of experienced master TESDA to provide 3-6 TESDA to enhance training
mechanic and parts salesman months training on programs that would cater
motorcycle parts to the needs of this sector.
familiarization (for parts
salesman) and training on
motorcycle repair this
2016.

COURSES OF ACTIONS/
RECOMMENDED
SOLUTION WITH
TIMELINES
RECOMMENDATION
Lack of driver for long haul, and TESDA to offer training Furnish TESDA with a
heavy equipment operator and for these skills starting this copy of this result to its
mechanic. year. reference.
233
Hotels & Restaurants
DESCRIPTION OF RECOMMENDED COURSES OF ACTIONS/
GAP/CHALLENGE SOLUTION WITH METHODS TO
TIMELINES IMPLEMENT THE
RECOMMENDATION
Basic requirement of the Education inst. to come up DepEd and CHED should
industry is not yet met i.e. with English Proficiency enjoin schools in
English/Chinese/Korean proficient program and include in developing English
workers the curriculum; proficiency of students by
Strengthen the basic intensifying the use of
foundation of students. speech laboratories in
schools and by using the
DoT to come up with language as medium of
training program for instruction in secondary &
Chinese/Korean tertiary levels.
Some companies no longer languages.
employ regular workers but
engaged the services of OJT. DOLE to look into this DOLE to encourage or
regulate the companies for
Lack of monitoring on the part better training of OJT.
of the schools to keep track the
progress of their OJTs. OJT supervisor should CHED should enjoin
monitor on a weekly basis education institutions to
the progress of their adopt the DOLE-CHED-
trainees and collaborate TESDA OJT Manual.
with the company in
assigning the trainees in
diff. departments so as to
expose them in various
tasks.
Lack of managerial skills among Business management CHED & HEIs to study the
the workers skills should be included possibility of integrating the
in the curriculum of skills in the curriculum.
business-related courses.
Lack of exposure of HRM Industry immersion for CHED to require HEIs to

teachers in the actual workplace HRM teachers include industry immersion
setting for HRM teachers and
compel schools offering
HRM to complete the tools
and equipment being used
by students in such course.
Schools should meet with HEIs or any school

Charging of OJT fees hotel owners on OJT fees. organizations should meet
with industry players and
appeal for the removal of
OJT fees being charged to
the trainees.
OJT should only be Education ITC in Capiz to

Some schools send their OJTs to undertaken within the tackle this issue as well as
other cities/provinces or regions city/province where the the recommended solution
to undergo OJT school is located so as to in one of its meetings.
address the need of the
industry in that province.
234
Tourism
COURSES OF ACTIONS/
RECOMMENDED
SOLUTION WITH
TIMELINES
RECOMMENDATION
LGUs have no focal person to Tourism focal person DOT to indorse these
handle tourism; If there is one, should not handle any recommendations to LGUs
s/he lacks focus due to several other programs. and discuss solutions in
programs being handled. addressing the gaps.
Lack of marketing/promotion of LGU to come up with LGU to seek the assistance

tourism sites. flyers & other promotional of DOT in the
materials. design/production of
promotional materials of
tourism sites.
Health & Wellness

COURSES OF ACTIONS/
RECOMMENDED
SOLUTION WITH
TIMELINES
RECOMMENDATION
Non-regulation of Freelance DOH to establish database DOH should link LGUs to
Therapist on non-regulated therapist get the data and provide
& provide community- community-based trainings,
based trainings and in collaboration latter to
orientation for them. upgrade the skills of
freelance therapists.
Lack of Licensed Massage

Therapist (once the moratorium of Incorporate in the TESDA TESDA to link with DOH
DOH will be lifted) training the DOH the possibility of
concerns. incorporating its concerns
in the TESDA training.
Lack of knowledge on the Therapist must undergo DOH to link with salons
human anatomy and different training on Human and spas to require
skills. Anatomy to get a Therapist to undergo
Certificate of Registration training on Human
from accredited schools; Anatomy from accredited
NC provides only skills schools.
which is offered by
TESDA.
Lack of training doctors (for Provide higher DOH to link with the
residency); compensation for training association of hospitals to
doctors. address the issue.
No school in Capiz offering BS CHED to link with HEIs in

Nutrition, Medical Technology Urge schools in Capiz to Capiz to urge them to open
& Pharmacy. offer these courses starting these courses starting AY
AY 2017-2018 2017-2018 so as to address
the skills shortage in that
province.
235
Agri-business & Fisheries
COURSES OF ACTIONS/
RECOMMENDED
SOLUTION WITH
TIMELINES
RECOMMENDATION
Lack of appreciation on the Change people mindset by DA, BFAR and other
course being an aquamarine- intensifying promotion on government agencies
based country. agri-fishery-related courses should help in the massive
among HS students & promotion through quad
parents. media including
Lack of takers for scholarship appreciation of courses on
on agribusiness courses. Make the courses more agriculture and fisheries by
attractive by showing the presenting the growing
profitability of the industry. opportunities of this
industry.
Insufficient support of the
government in agri-fisheries Govt. should have a DA & BFAR to provide
industry concrete program that more support to the
would provide necessary industry and to link with
Dropping out of scholars support to farmers and LGUs in regulating land
regulate land conversion. use.
Review reasons on CHED to link with HEIs
dropping out rate on agri- and review the reasons of
related courses. drop-outs.
To consider agriculturist as
critical skill
DOT to intensify campaign
To encourage owners to on agri-tourism with farm
open their farms for owners.
tourism activities to help
raise awareness among the
young people.

COURSES OF ACTIONS/
RECOMMENDED
SOLUTION
WITH TIMELINES
RECOMMENDATION
Local businesses are being used Send personnel to Regional/Provincial TIPCs
as training grounds for the undergo training with to discuss this issue in one
accountants and middle service contract as part of of its meetings
managers the company policy.
Hone the skills of next in
rank.
Education
COURSES OF ACTIONS/
RECOMMENDED
SOLUTION
WITH TIMELINES
RECOMMENDATION
236
Inadequate skilled teachers in Private schools to offer Education ITCs in Region 6
private schools; they prefer scholarship with 5-year to tackle this issue in one of
government position. service contract. its meetings.
Inadequate licensed Guidance Schools to implement the CHED to urge schools to

Counselor; Low salary of RGC upgrading of GC position. implement the upgraded
(Upgrading of GC position not GC position. In partnership
implemented) with DepEd, intensify
promotion for more takers
Low number of graduates of Encourage takers by of SPED by presenting
SPED teachers; lack of item for presenting the demand opportunities & offering
SPED teacher. scholarship.
Cottage
COURSES OF ACTIONS/
RECOMMENDED
SOLUTION
WITH TIMELINES
RECOMMENDATION
Lack of product marketing Enhance marketing by DOST to conduct training
improving the packaging on packaging; DOT to
include this industry as
tourism destination
Manufacturing
COURSES OF ACTIONS/
RECOMMENDED
SOLUTION WITH
TIMELINES
RECOMMENDATION
High cost of power and Lobby for congressional LGU-Province &
inadequate supply of good intervention i.e. more employers’ group to link
quality water players or convert existing with the Congressional
once into cooperative District Offices to address
the issue.
LGUs to check their
LGU business regulation should existing regulations DTI to link with members
be investor-friendly. of the League of
Municipalities in the Phils.,
Region 6 chapters on this
matter.
Hospital
COURSES OF ACTIONS/
RECOMMENDED
SOLUTION WITH
TIMELINES
RECOMMENDATION
237
Lack of training doctors (for Give higher compensation DOH to link with the
residency) and benefits to training association of hospitals to
doctors address the issue.
No school in Capiz offering BS Urge schools in Capiz to CHED to link with HEIs in
Dietary & Nutrition, Medical offer these courses starting Capiz to urge them to open
Technology & Pharmacy. AY 2017-2018 these courses starting AY
2017-2018 so as to address
the skills shortage in that
province.
Per thematic area, following are the present and future challenges and gaps that need to be
addressed in relation to the supply and demand for skills priority industries.
COURSES OF
DESCRIPTION OF RECOMMENDED ACTIONS/
THEMATIC AREA GAP/ SOLUTIONS WITH METHODS TO
CHALLENGE TIMELINES IMPLEMENT THE
RECOMMENDATION
Basic and Higher Poor communication Improve DepEd to be tapped in
Education skills especially in communication the implementation of
English skills of graduates English Proficiency
esp. in English. starting in primary
Intensify the use of education.
speech lab in
secondary and
tertiary levels
starting this AY 2017-
2018;
For animation:
DepEd and HEIs
Few students are taking CHED to develop a should upgrade school
up animation due to curriculum fit for facilities and teachers’
lack of appreciation of ICT starting 2018- capability.
arts; no succession of 2019 so as to CHED to look into this
talents; most training capitalize on this proposal.
professionals are booming industry
pirated abroad DepEd should
integrate a subject in
Appreciation course the elementary or
should be offered in secondary level that
elementary level would open the
starting this AY 2017- students’ interests to
2018 arts.
Establish facilities or
institution that
would dedicate only
to this kind of
skills/talent.
For Health Care Svcs. CHED and HEIs
238
should look into the
Western Health Care possibility of
processing not part or Integrate integrating these
included in school international concerns to the
curriculum healthcare standards curriculum of health
in health care- care-related courses.
related courses
starting AY 2018-2019
Lack of training or
orientation spec. in
financial processing on Integrate training or
healthcare industry. orientation
specifically in
financial processing
For IT on healthcare DOLE to Furnish
industry. CHED a final copy of
IT education in the this Jobsfit Result for
country is too old its consideration.
Upgrade IT
curriculum at least
every three years to
keep up with the
current demand of
the industry. CHED
should give leeway
to HEIs to develop
their
IT courses
curriculum; CHED and DOLE to
Approval of conduct further review,
Lack of school offering curriculum should in partnership with
Geodetic Engineering be at pace with the industry players, if
in Region 6 current demand of there is a need for HEIs
the industry to offer Geodetic
Engineering course
HEIs to offer and campaign for the
Geodetic offering of the same.
Engineering course
to address the need
of the industry.
Basic requirement of
the industry is not yet
met i.e.
English/Chinese/Korean
proficient workers
CHED & HEIs to

study the possibility
Lack of managerial of integrating the
skills among the skills in the
workers curriculum starting
AY 2018-2019.
239
Business
management skills CHED to require HEIs
should be included to include industry
in the curriculum of immersion for HRM
Lack of exposure of business-related teachers and compel
HRM teachers in the courses starting AY schools offering HRM
actual workplace 2018-2019. to complete the tools
setting and equipment being
Industry immersion used by students in
for HRM teachers such course.
CHED to link with

HEIs in Capiz to urge
them to open these
courses starting AY
2018-2019 so as to
No school in Capiz address the skills
offering BS Nutrition, shortage in that
Medical Technology & province.
Pharmacy. Urge schools in
Capiz to offer these DA, BFAR and other
courses starting AY government agencies
2017-2018 should help in the
massive promotion
through quad media
including appreciation
Lack of appreciation on of courses on
the course being an agriculture and
aquamarine-based fisheries by presenting
country. Change people the growing
mindset by opportunities of this
intensifying industry; and , CHED
promotion on agri- to link with HEIs and
fishery-related review the reasons of
courses among HS drop-outs.
students & parents.
Scholars dropping out. DA & BFAR to provide
Review reasons on more support to the
dropping out rate on industry and to link
agri-related courses; with LGUs in
and Govt. to consider regulating land use.
licensed agriculturist
as critical skill.
Insufficient support of DOT to intensify
the government in agri- Govt. should have a campaign on agri-
fisheries industry concrete program tourism with farm
that would provide owners.
necessary support to
farmers and regulate
land conversion.
To encourage
owners to open their
farms for tourism
activities starting this
year to help raise
240
awareness among
the young people.
Career Guidance Inadequate takers for Enjoin career CHED, DepEd and
Advocacy scholarship on guidance counselors DOLE to meet and
agribusiness & and advocates to discuss this problem
fisheries. intensify the conduct
of advocacy and
Few students are taking make these courses
up animation due to more attractive by
lack of appreciation of showing the
arts profitability of the
industry;
Link with network of

guidance
counselors/advocates
regarding this issue.
Technical Inadequate skilled TESDA should Capiz Tripartite
Vocational heavy equipment establish training Industrial Peace
Education and operator/ mechanic. center in Roxas City Council to expand its
Training and accredit training membership to include
institutions. TESDA as regular
member and to include
in its agenda the
following issues:
Ø Establishment of
Lack of trainers hinder TESDA/Accredited training center in
the establishment of training institution Roxas City;
training center in to link with the Ø Employers’ group to
Capiz. industry on the donate a parcel of
possibility of leasing land for this purpose;
the Ø TESDA & CapSU to
machine/equipment forge a MOA that
for the training. would answer the
issue on lack of
Lack of training for TESDA to trainers.
Autocad coordinate with
Operator Capiz State
University (CapSU)
on the availability of
trainers.
TESDA to provide the

Regional/Provincial
TIPCs with database of
Inadequate skilled manpower
experienced master TESDA to provide 3- available in the
mechanic and parts 6 months training on province.
salesman motorcycle parts
familiarization (for
parts salesman) and
241
training on TESDA to link with
motorcycle repair DOH the possibility of
this 2016. incorporating its
concerns in the
Incorporate in the TESDA training.
TESDA training the TESDA representative
DOH concerns. claimed that Region 6 has
a lot of graduates and has
certified a good number
of workers in various
sectors. He thus requested
to provide the employers
groups in Capiz a
database of enrolled,
graduated and certified so
they will know where to
look for these workers.
DOH should link with

salons and spas to
require Therapist to
undergo training on
Human Anatomy from
accredited schools.
Therapist must
undergo training on
Human Anatomy to
get a Certificate of
Registration from
accredited schools;
NC provides only
skills which is
offered by TESDA.
On-the- Job Lack of company to Companies should CHED and DOLE to
Training provide hands-on allow hands-on conduct further review,
training to interns or training to trainees in partnership with
trainees on specific IT without industry players, if
activities compromising there is a need for HEIs
security. to offer Geodetic
Engineering course
and campaign for the
offering of the same.
DOLE to look into CHED should enjoin

Some companies no this education institutions
longer employ regular to adopt the DOLE-
workers but engaged CHED-TESDA OJT
the services of OJT. Manual.
DOLE to encourage or
OJT supervisor regulate the companies
Inadequate monitoring should monitor on a for better training of
on the part of the weekly basis the OJT.
schools to keep track progress of their
the progress of their trainees and CHED & HEIs to study
242
OJTs. collaborate with the the possibility of
company in integrating the skills in
assigning the the curriculum.
trainees in diff.
departments so as to
expose them in Education Industry
various tasks. Tripartite Council in
Capiz to tackle this
Charging of OJT fees. Schools should meet issue as well as the
with hotel owners on recommended solution
OJT fees in one of its meetings.
HEIs or any school
organizations should
meet with industry
players and appeal
for the removal of
OJT fees being
charged to the
trainees.
Some schools sending
their OJTs to other OJT should only be
city/province or region undertaken within
to undergo OJT. the city/province
where the school is
located so as to
address the issue.
Labor Market Lack of appreciation of Improve DOLE-BLE to come up
Information Agriculture and fishery dissemination of with flyers on the
courses as well as information by priority industries for
farming presenting the dissemination to
growing guidance counselors &
Few students are taking opportunities. career advocates for
up animation due to use in their career
lack of appreciation of guidance activities.
arts
Overseas Overseas Employments DOLE to urge the Furnish the
Employment offers competitive mgt. group in the Regional/Provincial
salary. TIPC to come-up TIPC of the final
Most training with a package of Jobsfit report and to
professionals are benefit to retain include this issue in
pirated abroad. performing & skilled one of their agenda.
workers in the
industry.
Regional/local High cost of power and Lobby for LGU-Province &
economic inadequate supply of congressional employers’ group to
development good quality water intervention i.e. more link with the
players or convert Congressional District
existing once into Offices to address the
cooperative issue.
LGU business LGUs to check their DTI to link with

regulation should be existing regulations members of the League
investor-friendly. of Municipalities in the
Phils., Region 6
chapters on this matter.
243
Industry Demands Inadequate skilled Private schools to Education ITCs in
and Hiring teachers in private offer scholarship Region 6 to tackle this
Practices schools; they prefer with 5-year service issue in one of its
government position contract meetings.
Inadequate licensed Schools to CHED to urge schools
Guidance Counselor; implement the to implement the
Low salary of RGC upgrading of GC upgraded GC position.
(Upgrading of GC position. In partnership with
position not implemented) DepEd, intensify
promotion for more
Low number of takers of SPED by
graduates of SPED Encourage takers by presenting
teachers; lack of item presenting the opportunities &
for SPED teacher demand offering scholarship.
DOST to conduct
training on packaging
while DOT to include
Inadequate product Enhance marketing cottage industry as
marketing by improving the tourist destination
packaging
Basic requirement of DoT to come up with

the industry is not yet training program for
met i.e. Chinese/Korean
English/Chinese/Korean starting this 2017.
proficient workers for
workers in tourism DepEd and CHED
industry, specifically in should enjoin
hotels & restaurants schools in
developing English
proficiency of
students by
intensifying the use
of speech
laboratories in
schools and by using DOH should link with
the language as salons and spas to
medium of require therapist to
instruction in undergo training on
secondary & tertiary Human Anatomy from
Few Licensed Massage levels. accredited schools.
Therapist.
Lack of knowledge on
the human anatomy
and different skills.
Inadequate driver for

long haul.
244
5. DESCRIPTION OF PROGRESS
To ensure that all the Actions/Methods to Implement the Recommendations will be

implemented, all DOLE Region 6’s Field Offices, concerned National Government
Agencies, Higher Educational Institutions, Employers’ Groups as well as all the major
stakeholders which participated in the regional consultations will be furnished a copy of
Region 6’s Project JobsFit 2022 result.
The DOLE Tripartite bodies such as the Regional/Provincial Tripartite Industrial Peace
Councils, especially Capiz Tripartite Industrial Peace Council (TIPC), and Industry
Tripartite Councils (ITC), specifically the Business Process Outsourcing and Education
ITCs, will be furnished a copy of the Region’s Project JobsFit 2022 result for their reference
and appropriate action. Respective field offices will be tasked to monitor the progress of
the recommendations based on the timelines.
The Region will also propose to Capiz TIPC to expand its membership which shall include
the TESDA Capiz Provincial Office so that issues on skills shortage can be addressed
within its level. The Regional Development Council will also be given a copy of this
project as appropriate body to monitor the progress of the implementation of the
recommendations through the possible inclusion in the agenda of one of its Committees.
245
REGION 7
CENTRAL VISAYAS
246
REGIONAL LABOR MARKET SITUATIONER CENTRAL VISAYAS
REGION VII - CENTRAL VISAYAS

The Central Visayas is

composed of four (4)
provinces: Cebu, Bohol
Negros Oriental, Siquijor.
Population (2015) : 7,396,898

2
Area : 15,895.66 km
GRDP
Central Visayas’ Gross

FUTURE JOBS 524.6M (2016) to 551.2M
(2017)
Electrician, Housekeeping, Plumber, Carpenter, Hemo Onco LABOR FORCE

Nurse, Hemo Dialysis Nurse, Peritorial Dialysis, Nurse, Dive
Guide, Electrician, Machine Operator
NEW JOBS
Air-conditioning Technician, Electrical Engineers, The unemployment rate

Equipment Operators, Executive Managers, Head Ancillary decreased by 1.8
Services, Hemo Dialysis Nurse, elephone Operator, (2013) to 4.5% (2017).
Plumber, Welders, Grinders, and Fitters
247
CENTRAL VISAYAS REGIONAL LABOR MARKET SITUATIONER
REGION VII - CENTRAL VISAYAS
EMPLOYMENT
SHARE (2016)
GREEN JOBS
The Green Jobs Act of 2016 aims to support the transition of

AGRICULTURE, HUNTING, the country to a "green economy" which is sustainable,
FORESTRY, AND FISHING ecology-friendly and where jobs are not only decent but can
help conserve and manage the environment. The law
encourages business enterprises to generate and sustain green
25.23% jobs by providing incentives. The data shows the industries in

the area which are geared towards managing and addressing
Agriculture and Forestry the environmental issues such as climate change, etc.
3.87%
Fishing
INDUSTRY
9.43%
Construction
0.34%
Water, Electricity
and Gas Supply
0.43%
Mining and
Quarrying
9.18%
Manufacturing
SERVICES

0.90% Activities

Wholesale & Retail
Motor Vehicles
Compulsory Social
Security
248
1. CONSULTATION RESPONDENTS
The data collection for DOLE

Region 7’s JOBSFIT 2022 RESPONDENTS
Consultation has been 2% Construction
collected in two modalities: 2%
online and onsite. Prior to 7%
Food Manufacturing
onsite consultation, target 7%
companies from varied
Garments
industries has been sent a 7%
Manufacturing
2%
questionnaire derived from
2% Healthcare
the guidelines sent by DOLE
2%
Central Office (Manila). 69%
Hospitality
Responses are gathered via e-
mail. At the same time, an Information Technology
onsite consultation session
was conducted last June 6, 2017 at the Cebu Business Hotel participated by the company
representatives who have not submitted any responses yet. At the Consultation session,
the company representatives were thoroughly oriented on the details of the survey
questionnaire. In the afternoon, a workshop was done to consolidate the industry sector’s
issues, challenges and gaps they have encountered in relation to employment.
HOSPITALITY
COMPANIES WHO RESPONDED TO THE
Magic Island Dive Resort BK3 Construction Map Electrical & Marine
ONLINE AND ONSITE SURVEY
Panglao Regents Park Resort BKJ Enterprises Services
Sarrosa International Hotel Brilliant Metal Craft and MAS Mechanical Works
CONSTRUCTION Vest Grand Suites Machine Design Milan Ventures Marine
Aboitiz Construction International BSF Engineering and Supplies Services
Apple One Properties Inc INFORMATION TECHNOLOGY Cleat Builder and Marine Srvc Mt. Manungal Steelfab Inc.
Balamban Construction and Marine Karikawa Cebu Corporation Confidence Marine Indus Inc Razzle Dazzle Floral Essential
Services Danica Engineering Works & Marine Services
Makati Development Corporation MANPOWER DMD Engineering Services RDV Electro Mechanical
St. Francis Manpower Services Don Bosco Network LILB Rens Services
FOOD MANUFACTURING Dumdum Marine Services Rens Marine Services
Belcris Foods Inc METAL MANUFACTURING Fantaztic Marine Services Corp RMO Diamond Marine
Asian Craft Cebu Inc FP Marine Services Services
GARMENTS MANUFACTURING J.Cledd Phils. Industrial Rover Industrial and Marine
Karikawa Cebu Corporation SHIPBUILDING Services, Inc Services
3 Rk Marine and Indus. Srvc James Engineering Works RSJ Services
HEALTHCARE A.R. Marine Services Jarc Construction and Marine Star Well Marine Services
Perpetual Succour Hospital AFB Manpower Services Jeeb Contractors and Marine T and F Marine Fabricator
Tagbilaran City Hospital Alta Grace Marine Services Services Services Corporation
Visayas Community Medical Center ANS.EES.MMS Marine and Other K &A Metal Industries, Inc Tsuneishi Accomodation Cebu
Cebu Velez Community Hospital Allied Services LILB Engineering & Tsuneshi Heavy Industries
AR Marine Service Corp Construction Services Xformers Inc.
249
LABOR MARKET INDICATORS

The data presented below shows the status of labor market in terms of population of ages
15 years and above, those who are employed, underemployed, unemployed, those who are
not in the labor force, labor force participation rate, employment rate, underemployment
rate and unemployment rate for the last six (6) years.
INDICATOR 2011 2012 2013 2014 2015 2016

Household population 15 years old &
4,679 4,788 4,886 4,978 5,074 5,075
over
Labor Force 3,109 3,145 3,161 3,304 3,418 2,866
Employment 2,902 2,922 2,962 3,114 3,215 2,713
Underemployment 533 604 448 550 592 434
Unemployment 208 223 199 190 203 153
Not in the Labor Force 1,570 1,643 1,725 1,700 1,656 1,657
Labor Force Participation Rate 66.5 65.7 65 66 67.4 65.9
Employment Rate 93.3 92.9 94 94 94.1 94.7
Underemployment Rate 18.4 20.7 15.2 18.5 18.4 15.7
Unemployment Rate 6.7 7.1 6.3 6.0 5.9 5.3

*Computed average of quarterly reports (January, April, July and October)
DEMAND
IN-DEMAND SKILLS (2013-2016)

The following data lists the in-demand occupations for each responding industry sectors.
turnover/replacement rate and are essential in the operation of a company or business as
reported from 2013-2016. (See Appendix A for the full list of the report on In-Demand
Skills)
250
CONSTRUC TION FOOD MFG HEALTHCARE
NURSE
LABORERS / HELPERS SKILLED WORKERS
PHARMACIST
WELDERS SALES AGENT RADIO TECH
FITTERS FOOD MFG
RESIDENT DOCTORS
HOSPITALITY INFO TECH
HOUSEKEEPING SOFTWARE
RECEPTIONIST DEVELOPER
WAITER
FRONT DESK
OFFICER
MANPOWER METAL MFG SHIP BLDG
UTILITY PERSONNEL DRIVER /

GROUND MESSENGER WELDERS
MAINTENANCE FITTERS
FIELD ENGINEER GRINDERS
DEMAND
IN-DEMAND SKILLS (2022)

The following data lists the projected in-demand occupations by 2022 for each responding
industry sectors. Projected in-demand occupations refer to active occupations/job
vacancies posted or advertised recurrently by and across establishments/industries. These
occupations have high turnover/replacement rate and are essential in the operation of a
company or business as projected for 2022. (See Appendix A for the full list of the report on
In-Demand Skills)
251
FOOD MFG
CONSTRUCTION SKILLED WORKERS

HOSPITALITY
SALES AGENT
LABORERS / HELPERS HOUSEKEEPING

WELDERS RECEPTIONIST
FITTERS WAITER
INFO TECH
SOFTWARE
DEVELOPER
MANPOWER SHIP BLDG
UTILITY PERSONNEL
GROUNND WELDERS
MAINTENANCE FIELD ENGINEER
METAL MFG GRINDERS
FIELD ENGINEER
DRIVER/MESSENGER
DEMAND
HARD TO FILL OCCUPATONS

The following data shows hard-to-fill occupations which refer to those job vacancies
which the employer/company is having difficulty in filling out, taking longer time for
reasons such as: job applicants are not qualified and/or there is no supply of job applicants
for the particular vacancy. (See Appendix B for the full list of the report on Hard to Fill
Occupations)
252
CONSTRUCTION FOOD MFG HEALTHCARE
FOREMAN SKILLED WORKER PHARMACIST

ASPHALT MANAGER RADIO TECH
DISTRIBUTOR EXECUTIVE 2D ECHO
MECHANIC TECHNICIAN
ROAD GRADER NUTRITIONIST
OPERATOR
HOSPITALITY INFO TECH
KITCHEN STAFF JAPANESE SPEAKER
MANPOWER METAL MFG SHIP BLDG
DRIVER / ELECTRICAL WELDER

MESSENGER ENGINEER FITTER
GROUND GRINDER
MAINTENANCE
DEMAND
DIMINISHING JOBS
This information shows diminishing jobs which refer to occupations that have largest
decline in employment from year 2000 to year 2016. Job displacement reports submitted by
establishments could be a source document for the data. (See Appendix C for the full list
of the report on Diminishing Jobs)
253
CONSTRUCTION HEALTHCARE
OFFICE CLERK NURSE

CRANE OPERATOR MEDICAL TECHNOLOGIST
CARPENTER
HOSPITALITY SHIPBUILDING
ACCOUNTING WELDER
LAUNDRY FITTER
DIVE GUIDE GRINDER
SUPPLY
INFLOW OF FOREIGN
The data shows occupations that require skills of foreign nationals. It includes the
occupation, nationality of the foreign worker and the number of job positions occupied.
2013 2014 2015 2016

NATIONALITY PERCENTAG NO PERCENTAG NO PERCENTAG PERCENTAG
NO. NO.
E . E . E E
American 39 4.14 32 3.40 68 6.53 42 2.25
Argentinian 1 0.11 0 0.00 1 0.10 0 0.00
Australian 14 1.49 28 2.98 26 2.50 24 1.29
Austrian 2 0.21 4 0.43 2 0.19 3 0.16
Bangladeshi 1 0.11 1 0.11 0 0.00 2 0.11
Belgian 2 0.21 1 0.11 5 0.48 2 0.11
Brazilian 0 0.00 0 0.00 2 0.19 0 0.00
British 22 2.34 26 2.77 17 1.63 39 2.09
Bulgarian 1 0.11 0 0.00 2 0.19 0 0.00
Cameroonian 1 0.11 4 0.43 0 0.00 0 0.00
254
Canadian 4 0.42 10 1.06 12 1.15 13 0.70
Chilean 0 0.00 0 0.00 1 0.10 0 0.00
Chinese 75 7.96 79 8.40 78 7.49 142 7.61
Citizen of
0 0.00 1 0.11 0 0.00 0 0.00
Mauritius
Colombian 1 0.11 2 0.21 0 0.00 1 0.05
Costa Rican 1 0.11 0 0.00 0 0.00 0 0.00
Cuban 2 0.21 0 0.00 0 0.00 0 0.00
Czech 0 0.00 0 0.00 1 0.10 2 0.11
Danish 1 0.11 1 0.11 6 0.58 21 1.13
Deutsch 4 0.42 6 0.64 2 0.19 2 0.11
Dutch 5 0.53 7 0.74 5 0.48 14 0.75
Ecuadorian 1 0.11 1 0.11 1 0.10 0 0.00
Española 0 0.00 0 0.00 1 0.10 0 0.00
SUPPLY
INFLOW OF FOREIGN
Continuation . . .
2013 2014 2015 2016

NATIONALITY PERCENTAG PERCENTAG PERCENTAG
NO. PERCENTAGE NO. NO. NO.
E E E
Ethiopian 0 0.00 0 0.00 1 0.10 0 0.00
Fijian 0 0.00 1 0.11 0 0.00 0 0.00
Finnish 7 0.74 0 0.00 1 0.10 3 0.16
French 15 1.59 16 1.70 28 2.69 32 1.71
Fujian 1 0.11 0 0.00 0 0.00 0 0.00
Gabonese 1 0.11 0 0.00 0 0.00 0 0.00
German 8 0.85 5 0.53 16 1.54 13 0.70
Ghanaian 0 0.00 0 0.00 0 0.00 1 0.05
Guatemalan 0 0.00 0 0.00 0 0.00 1 0.05
Greek 0 0.00 0 0.00 2 0.19 0 0.00
Haitian 0 0.00 0 0.00 5 0.48 0 0.00
Honduran 0 0.00 0 0.00 0 0.00 1 0.05
Hong Kong
1 0.11 0 0.00 1 0.10 0 0.00
Chinese
Indian 44 4.67 63 6.70 47 4.51 122 6.54
Indonesian 5 0.53 0 0.00 2 0.19 1 0.05
Iranian 7 0.74 3 0.32 5 0.48 8 0.43
Irish 1 0.11 3 0.32 1 0.10 2 0.11
Israeli 0 0.00 1 0.11 0 0.00 10 0.54
Italian 12 1.27 10 1.06 14 1.34 12 0.64
Ivoirian 3 0.32 0 0.00 0 0.00 0 0.00
Japanese 251 26.65 272 28.94 352 33.78 562 30.12
Kazakhstan 0 0.00 0 0.00 0 0.00 1 0.05
Kenyan 1 0.11 1 0.11 1 0.10 0 0.00
SUPPLY
INFLOW OF FOREIGN
255
Continuation . . .
2013 2014 2015 2016

NATIONALITY
NO. PERCENTAGE NO. PERCENTAGE NO. PERCENTAGE NO. PERCENTAGE
Korean 291 30.89 251 26.70 244 23.42 592 31.73
Latvian 1 0.11 0 0.00 0 0.00 1 0.05
Lebanese 0 0.00 0 0.00 0 0.00 2 0.11
Liechtenstein 0 0.00 1 0.11 0 0.00 1 0.05
Luxembourgish 0 0.00 1 0.11 0 0.00 0 0.00
Malaysian 15 1.59 4 0.43 4 0.38 9 0.48
Mauritian 1 0.11 0 0.00 0 0.00 0 0.00
Mexican 1 0.11 1 0.11 1 0.10 2 0.11
Moldovan 0 0.00 0 0.00 2 0.19 0 0.00
Moroccan 0 0.00 1 0.11 0 0.00 0 0.00
Myanmar 0 0.00 0 0.00 1 0.10 0 0.00
Nederlandse 0 0.00 0 0.00 2 0.19 1 0.05
New Zealander 4 0.42 2 0.21 3 0.29 3 0.16
Nigerian 2 0.21 0 0.00 0 0.00 2 0.11
Norwegian 2 0.21 2 0.21 1 0.10 5 0.27
Pakistani 7 0.74 18 1.91 7 0.67 29 1.55
Paraguayan 0 0.00 0 0.00 0 0.00 5 0.27
Polish 0 0.00 0 0.00 0 0.00 1 0.05
Portuguese 1 0.11 0 0.00 1 0.10 2 0.11
Romanian 1 0.11 1 0.11 0 0.00 2 0.11
Russian 9 0.96 7 0.74 2 0.19 3 0.16
Serbian 0 0.00 0 0.00 0 0.00 1 0.05
Singaporean 0 0.00 0 0.00 3 0.29 8 0.43
SUPPLY
INFLOW OF FOREIGN
Continuation . . .
2013 2014 2015 2016

NATIONALITY
NO. PERCENTAGE NO. PERCENTAGE NO. PERCENTAGE NO. PERCENTAGE
Slovakian 0 0.00 0 0.00 0 0.00 3 0.16
South African 4 0.42 1 0.11 3 0.29 3 0.16
Spanish 11 1.17 12 1.28 9 0.86 13 0.70
Sri Lankan 1 0.11 1 0.11 5 0.48 3 0.16
Sudanese 1 0.11 0 0.00 0 0.00 0 0.00
Suomi Finland 0 0.00 0 0.00 1 0.10 1 0.05
Swedish 2 0.21 6 0.64 0 0.00 7 0.38
Swiss 4 0.42 3 0.32 5 0.48 7 0.38
Taiwanese 43 4.56 40 4.26 30 2.88 55 2.95
Thai 1 0.11 8 0.85 3 0.29 9 0.48
Turkish 0 0.00 0 0.00 1 0.10 2 0.11
Ugandan 0 0.00 0 0.00 0 0.00 1 0.05
Ukrainian 1 0.11 1 0.11 0 0.00 0 0.00
Uzbekistan 1 0.11 0 0.00 0 0.00 0 0.00
Venezuelan 1 0.11 0 0.00 0 0.00 0 0.00
Vietnamese 3 0.32 1 0.11 8 0.77 17 0.91
256
SUPPLY
TOP FOREIGN WORKER OCCUPATIONS
This section shows the top occupations to which foreign workers are employed to in
Region 7 from 2013 to 2016.
RANK 2013 2014 2015 2016

st
1 Manager (65) General Manager General Manager Dive Instructor (95)
(62) (74)
2nd General Manager Manager (55) President (63) General Manager

(56) (94)
3rd Tour Coordinator President (44) Manager (48) Manager (93)

(49)
4th President (36) Operations Director (29) Operations Manager

Manager (35) (48)
5th Dive Instructor (29) Tour Coordinator Marketing Manager Marketing Manager,
(34) (25) Tour Guide (42)
6th Technical Adviser Consultant, Dive Instructor (23) Technical Adviser

(24) Dive Instructor (23) (40)
7th Consultant, Marketing Manager Operations Assistant Manager

Operations (22) Manager (18) (39)
Manager,
Production General
Manager, Vice
President (18)
8th Marketing Manager Director (20) Sales Manager, Director, Vice

(16) Vice President (16) President (37)
9th Director (15) Supervisor, Vice Assistant General President (31)

President (15) Manager, Technical
Adviser, Tour
Guide (9)
10th Foreign Language Technical Adviser Consultant (14) Customer Service

Support, Sales (10) Agent (30)
Representative (14)
SUPPLY
LIFE SKILLS /SOFT SKILLS (SOUGHT FOR)

This section aims to rank the most in-demand sought skills by the employers. The
following information indicates sought skills which refers to a broad set of knowledge,
skills, work habits, and character traits that are believed - by educators, school reformers,
college professors, especially the employers and others - to be critically important to
success in today's world, particularly in collegiate programs and contemporary careers and
257
workplaces. (See Appendix G for the full report on Life Skils / Soft Skills (Sought)
GARMENTS MFG
CONSTRUCTION
Information Tech
SHIIPBUILDING
HEALTHCARE
HOSPITALITY
MANPOWER
METAL MFG
FOOD MFG
INDUSTRY
Work Ethics EI VI EI EI EI EI VI EI EI
Team Work EI EI EI EI EI EI I EI EI
4.2 – 5.0 : Extremely Important(EI)
Stress
EI EI VI VI VI EI I EI3.4 – 4.1VI
: Very Important (VI)
Tolerance 2.6 – 3.3 : Important (I)
Social 1.8 – 2.5 : Limited Importance (LI)
VI VI VI VI VI VI I VI1.0 – 1.7VI
Perceptiveness : No Importance (NI)
Self-Motivation EI VI EI VI EI EI I EI EI
Problem
EI VI EI EI VI VI I VI VI
Sensitivity
Planning and
EI EI EI EI VI EI LI VI VI
Organizing
Multitasking EI VI EI VI EI EI LI EI VI
Math
VI I VI I VI I LI VI I
Functional
Innovation VI VI EI I VI EI LI VI VI
English
I VI EI I VI I NI VI I
Functional
English
VI VI EI VI VI VI LI VI I
Comprehension
Decision
EI EI EI VI VI EI LI EI VI
Making
Critical
EI EI EI EI VI EI LI EI VI
Thinking
Creative
Problem EI VI EI VI VI EI I EI VI
Solving

MARKET
DEMAND
EMERGING
The table below shows the particular recent trends, behaviors and potentials of emerging
industries are detailed in the table which needs more focused developmental labor market
interventions. (See Appendix F for the full report on Emerging Occupations)
INDUSTRY 2013 2014 2015 2016

CONSTRUCTION Batching Plant Engineers HR Manager Equipment
258
Operators Welders HR Training Monitoring
Equipment Officer Officer
Rental Operator Welders HR
Heavy Compensation /
Equipment Benefits Officer
Operator Welders
HR Specialist
Motor pool
Managers
Warehouse
Manager
Welders
FOOD * * * Executive
MANUFACTURING Positions
HEALTHCARE Pharmacist Medical HR Officer Billing Officer
Pollution Technologist Maintenance Cashier
Control Midwives Engineer Internal Auditor
Personnel Nurses Midwives Pharmacist
Radiological Pharmacist Nurses
Technologist Resident Nursing
Renewable Physicians Attendant
Energy Services
Consultant
Solar
Technologies
Sales
Representative
and Consultant
Sustainable
Designer and
Architect for
Green Building
Waste and
Recycling
Personnel
Water
Purification
Station
Personnel
INFORMATION * Business * *
TECHNOLOGY Development
Officer
259
SHIPBUILDING Aircon Aircon Aircon Agriculturist /
Technicians Technicians Technician Farmer
Crane Operator Carpenter Electrical Aircon
Drivers Cooperative Engineer Technician
Electricians Staff Electricians Banker
Fairness Crane Operator Fairness Construction
Field Engineer Electrician Field Engineer Chemist
Fitter Fairness Fitter Crane Operator
Fixer Field Engineer Fixer Driver
Grinder Fitter Grinder Electrician
Machine Fixer Helper Fairness
Operator Grinder Leadman Field Engineer
Mechanic Helper Machine Fitter
Monitoring Machine Operator Food Attendants
Officer Operator Mechanics Foreman
Painter Nihonggo Monitoring Furnish
Pipe Fitter Teacher Officer Grinder
Pipe Welder Painter Painter Helper
Rigger Pipe Fitter Pipe Fitter Insulator
Safety Inspector Pipe Welder Pipe Welders Layouter
Safety Officer Safety Inspector Printing Leadman
Ship Related Safety Officer Safety Inspector Machine
Jobs Sprayman Safety Officer Operator
Sprayman Supervisor Skills Trainor Machinery
... ... ... Works
...
DEMAND
LIFE SKILLS /SOFT SKILLS (APTITUDE)
Per assessment of applicants, the data shows the rate of general aptitude that they possess
in order to achieve a success in the development of each industry. (See Appendix H for the
full report on Life Skills/Soft Skills (Sought)
CONSTRUCTION
Information Tech
SHIIPBUILDING
HEALTHCARE
HOSPITALITY
MANPOWER
METAL MFG
FOOD MFG
LEGEND
INDUSTRY
4.2 – 5.0 : Excellent (E)

3.4 – 4.1 : Good (G)
Work Ethics G A A E E G E G 2.6 – 3.3 : Adequate (A)
Team Work E A A E E G A G 1.8 – 2.5 : Poor (P)
Stress Tolerance G A A G E A G G 1.0 – 1.7 : Very Poo (VP)
Social Perceptiveness G P P E E A A G
Self-Motivation E A A E E A G G
Problem Sensitivity G P P G E A G G
Planning and
E P P G E P A G
Organizing
Multitasking E A A E E P G G
260
Math Functional A A A G A VP G A
Innovation G P P G E P G G
English Functional A A A G G P A A
English
A A A E G A G A
Comprehension
Decision Making E P P G E P G G
Critical Thinking G P P G E A A G
Creative Problem
G P P E E P A G
Solving
DEMAND
GREEN JOBS
The Green Jobs Act of 2016 aims to support the transition of the country to a "green
economy" which is sustainable, ecology-friendly and where jobs are not only decent but
can help conserve and manage the environment. The law encourages business enterprises
to generate and sustain green jobs by providing incentives. The data shows the industries
in the area which are geared towards managing and addressing the environmental issues
such as climate change, etc.
INDUSTRY TYPE OF GREEN JOBS SKILLS REQUIREMENT

Healthcare Gardeners (Supervisor) *
Landscaper *
Pollution Control Officer Knows Environmental
Philippine Laws
Renewable Energy Services *
Consultant
Solar Technician *
Sustainable Designer and *
Architect
Waste Collection, Segregation, Understand Waste Segregation
Recycle Personnel and
Knows Environmental Laws
Hospitality Public Area Attendant Gardening, Waste Segregation
Ship Building Coastal Cleaner *
Environmental Staff *
Pollution Control Officer *
DEMAND
NEW OCCUPATIONS AND FUTURE JOBS
The data shows occupations that do not exist years ago at their respective companies but
are now part of their labor demands. As well, the data shows the identified future jobs and
their skills requirements. Given the rapid change and developments in technology, new
skills may be required in the future. (See Appendix E for the full report on New
Occupations and Future jobs)
261
NEW SKILSS SKILLS
INDUSTRY FUTURE JOBS
OCCUPATIONS REQUIRED REQUIRED
CONSTRUCTION Air-conditioning Technical Electrician
Technician Experience Housekeeping Required
Electrical Relevant Plumber TESDA Skills
Engineers Course Carpenter
Experience
Equipment Heavy
Operators Equipment
operation
FOOD Executive Creativity, * *
MANUFACTURING Managers Problem
Solving,
Communication
and Data
Analysis Skills
HEALTHCARE Head Ancillary * Hemo Onco *
Services Nurse
Hemo Dialysis Training and Hemo Dialysis
Nurse dialysis Nurse
Peritorial
Dialysis Nurse
HOSPITALITY Telephone Excellent Dive Guide Dive Master
Operator Communication Skills
Skills
MANPOWER Plumber Plumbing * *
SHIPBUILDING Welders Welding Electrician Master License
Grinders Grinding Skills
Fitters Fitting Machine Machine
Operator Operation
Experience
INDUSTRY CHALLENGES AND GAPS

This section discusses the existing potential gaps/challenges that confront the priority and
emerging industries insofar as meeting/matching of the supply and demand for labor is
concerned. Recommendations are provided by the stakeholders taking into consideration
the availability of resources and the accountabilities. Furthermore, it also indicates the
courses of actions and methods that must be put in place (per recommendation) in
implementing the identified solutions.
THEMATIC GAPS AND COURSE OF

INDUSTRY RECOMMENDATIONS
AREA CHALLENGES ACTION
CONSTRUCTION Basic Some position

Education and requires higher Finish schooling- Encourage
Higher educational ongoing them
Education attainment
262
Create and Do not stick to what
make a good they know in school or
*
educational mentors. Explore on
plan their own
Technical
Requires In-house
Vocational Technical training on
Training and technical
Education and short-term courses
certification training
Training
They perform
in school Explore in the field or
On-the-Job
through lecture site do not stick in the *
Training
no in the actual office
setting
HEALTH AND Basic

WELLNESS Education and Lower Basic DOH
k -12 Program
Higher Requirements Approved
Education
Overseas fast turn over
immediate replacement *
Employment and resignation
Regional /
Hiring in
Local uniformity of salaries DOLE
government
Economic and benefits Intervention
hospital
Development
HOSPITALITY Soft Skills
Surplus of
Strict Hiring Selection and
HRM
Process Technical
Applicants
Basic Training
Education and Lack of
Trainings /
Higher opportunities Encouragement to
workshops
Education for external to attend external trainings
continued
develop craft / / learning activities
education
skill
Technical Skills * *
Career
Need to work with the to tie up with
Guidance Soft Skills
attendance the academe
Advocacy
Items with (*) are without entry

SHIPBUILDING Basic Shipbuilding / Ship Provide Course Create
Education Repair Engineers Curriculum
and Higher * Basic Education *
Education * at least high school *
graduate
Lack of Basic ALS / Ladderized *
Education System
Career Lack of Market Provide Market *
Guidance Information Information through
Advocacy Social Media
financial education company will conduct company will
263
for welders financial education create a
program to
manage the
financial
aspect of our
employee's
families
applicants must be we recommend that all *
encouraged to be workers high school
trained as a more level must be enhanced
challenge to go ALS school
unaware of job orientation of jobs being based on
applied performed in industry demand job
and
willingness to
be trained
Technical CO2 Welding Provide CO2 Welding Provide CO22
Vocational Courses at TESDA Welding
Education Instructors
and Lack of Training TESDA certified *
Training and Seminars
Knowledge acquired Applicant must undergo Duration of
in TESDA is not training at THI to know training from
adequate the basic welding and 2-3 months
fitting procedures depending
applicable in ship upon the
building performance
Must have the NC * *
license
Worker has the workers must have basic Must pass K12
technical skills but education (HS) or at before
can’t interpret plans least pass ALS TESDA Cert
is issued
Drawing schematics. * *
TESDA programs
must be in line with
available local
industries
possible job on the job training send to THI
experience related to work TC training
center
not confident needs to educate trainings and
seminars
worker has the worker must be Must pass K12
technical skills but highschool grad or als before
can’t interpret plans passer TESDA Cert
like is issued
drawing/schematics

SHIPBUILDING Labor No access to Disseminate info to *
Market social media referral
Information * we have to hire and train hire and train
264
more because we can
not force the worker to
stay if they have already
the knowledge
regarding the works
Lack of tie up with DOLE or Send
information and LGU PESO Officer Communication
updates constant visit
Overseas Salary Problem Better Salary Incentives
Employment * Give them additional additional
benefits, allow them to benefits, sending
go abroad workers
overseas
Regional / adjust salary across the *
Local board
Economic * keep updated with Attend Meetings
Development NEDS /CPAAC / Seminars
need for quarterly trainings and Attend courses
seminars for seminars for trainings
improving
company
services
Industry Need manpower must be a TESDA *
Demands recruitment certified
and Hiring Job Posting, less coordinate with agencies no hesitation of
Practices number of job posting and sites hiring, mass
people knows hiring and job
fair
must have * *
worked with
experience and
NC licensed
* Training Highly Skilled
* Hire and Train Good salary
above minimum
wage for the
workers to stay
* give them additional additional
benefits benefits, sending
workers
overseas
Outdated hiring Review and update with Activate
policies, lack of existing hiring policies PBNMPC
information website
dissemination
about hiring
Applicants do set specific educational encourage
not have attainment furthering of
adequate learning
educational
attainment
Hiring only to create a website for create a website
through word of job posting
mouth
265
NON-SKILLS RELATED ISSUES
The information below includes the issues and challenges that employers encountered
(non-skills related issues). They data were taken from the labor groups present during the
consultation workshop and those collected through the survey.
INDUSTRY AREA GAP RECOMMENDTION

COSTRUCTION Industrial and lack of a salary bracket Setting an accepted,
Sectoral Policies to ensure that efficient, fair, salary
employees / workers bracket system
are compensated fairly
Occupational Safety lack of a standard Establishment of an
and Health Policies system to address ISO approved OHS
OHS needs of system to be
company / projects implemented in
project areas
HOSPITALITY Macroeconomic and Dependent on the need to market the
Growth Policies economic situation local at lower prices
Labor Market Policies Fair Rate between working hours
public and private
Occupational Safety need to strengthen management budget
and Health Policies strict implementation
Social Protection security measures assurance from
Policies government of stable
economy
HEALTH AND Occupational Safety Less support from top DOLE Intervention
WELLNESS and Health Policies management Safety Officer has
coordination with top
management
IT Industrial and High cost on internet To improve
Sectoral Policies connection usage and technology
connectivity infrastructures. Offer
more competitive
services to IT locations
and investors
SHIPBUILDING Macroeconomic and Restrictive *
Growth Policies employment
protection for workers
Required Needs seminars
DOLE NLRCS policies thorough investigation
are very pro workers should be done prior
to automatically
requesting both parties
which are expensive
considering that we
have to hire lawyers
no existing policy Formulate policy
Industrial and Processing and One stop shop
Sectoral Policies Releasing duration
Align DBNMPC Review existing
policies to principal policies
policies
266
SHIPBUILDING Labor Market Policies Motivation and security of tenure
Incentives to seek
employment
Non-Awareness of Educate workers for
Emerging Labor better understanding
Policies through seminars and
meetings
After having an offer a high salary for
experience regarding them to stay
works the employee
will transfer to other
company that offers
high salary or apply
abroad
no existing policies update existing
policies
poor competency of always conduct
labor skills training monthly
DOLE NLRCS policies thorough investigation
are very pro workers should be done prior
to automatically
requesting both parties
which are expensive
considering that we
have to hire lawyers
Occupational Safety Occupational Safety All in THI
and Health Policies Awareness on safety Needs more discussion
and health policies and implementation
orientation
lack of legislation enact laws relating to
OCC safety
Occurrence of Always provide PPT to
accidents while inside employees to avoid
company premises accidents. Safety
practices should be
well trained
physical incapacity appropriate area
assignment
outdated existing update existing
policies policies
violators of policies strengthen toolbox
and inform employees
the importance of
those policies
lack of safety officer to train and attend
safety trainings
job hazard analysis proper
implementation
267
SHIPBUILDING Occupational lack of more seminars regarding
Safety and Health information/dissemination safety rules and regulations
Policies of safety rules
due to the importance of will strongly implement the
meeting schedules & safety and health policies
demands sometimes safety through our safety officers
on job procedure were not
provided
job schedules are too production staff and safety
compressed that safety is men must coordinate
not anymore observed because mass production
cannot guarantee safety of
workers.
unawareness of health orientation and discussion of
hazards possibilities in the safety and health program
industry
skilled or equipped Need to undergo trainings
individually to handle the and seminars
job
must be following the rule
and policy of the company
Equipped to handle any Improved / follow safety
safety situation rules of company
upon entry, should have for non-medical allied
basic medical background applicants, trainings should
be done, should have
certificate
expired equipment change and check equipment
from time to time
Unexpected Accidents Hire Safety officers to secure
Occurred worker’s safety
lack of more seminars regarding
information/dissemination safety rules and regulations
of safety rules
Social Protection No Social Insurance Protection of workers from
Policies Scheme catastrophic expense
Non Implementation of Implementation of policies
policies
sexual harassment hiv/sex proper implementation
Sexual Harassment To be included in the
company policies so that
workers especially women
gain respect from their co-
workers
Discrimination among
workers
Environmental Garbage Management LGU to create industry based
Policies policies
family welfare implementation and
guidelines
268
GENERAL QUALIFICATIONS
Each industry requires general qualifications (e.g. educational attainment, experience,
credentials, sought skills) and core competencies. These qualifications should be readily
available from the current supply of skills and training available to the youth and regular
workforce (See Appendix D for the full report on General Qualifications)
CORE
INDUSTRY EDUCATION EXPERIENCE CREDENTIALS
COMPETENCIES
CONSTRUCTION At least Without TESDA NC Skills, Less
Elementary experience to 5- PRC License supervision, Plan
Graduate year experience Reading, Critical
Thinking,
Maturity, Team
Player . . .
FOOD MFG At least Without TESDA NC Problem Solving,
Vocational experience to 2- Analytical,
Graduate year experience Communication,
People Savvy,
Market Scanning .
..
GRAMENTS MFG At least High Without * Basic Sewer
school Graduate experience
HEALTHCARE At least College At least 1 year PRC License *
Graduate experience
HOSPITALITY At least High Without * *
school Graduate experience to 2-
year experience
INFO TECH At least College Without JLPT Certificate Programming
Graduate experience (for Japanese Language,
Speakers) Fluency in
Japanese
Speaking
MANPOWER At least High With or without TESDA NC, Skills-related
school Graduate experience License (Driving, Repair,
Troubleshooting)
...
METAL MFG At least High Without PRC License Knowledgeable
school Graduate experience and Skillful
SHIP BUILDING At least Without TEDA NC Relevant Skills
Elementary experience to 10- PRC License Related,
Graduate year experience NK License Computer
Literate, trainable,
Read Engineering
Plans,
Hardworking,
Motivated . . .
*No information indicated as per submitted reports
WAY OF SOURCING APPLICANTS

The gathered number shows the ways employers posted about the jobs and fill-up the
vacancies in their respective company.
269
WAYS PERCENTAGE NO.
Walk-In 29.32% 1214
Employee referral 21.11% 874
Word of Mouth (through
19.29% 799
friends or relatives)
On-the-job trainees 9.59% 397
Jobstreet 7.75% 321
Posting in School/ Company
2.39% 99
Bulletin Board
Radio Announcement 2.22% 92
PESO 1.74% 72
Posting in Job Portals 1.42% 59
Job Fair 0.97% 40
On-site Campus Recruitment 0.97% 40
Online advertisement in social
0.82% 34
networking sites
Newspaper Ads 0.82% 34
Mynimo 0.56% 23
Union recommendation 0.36% 15
LGU 0.31% 13
Phil-Jobnet 0.24% 10
Head hunters / Private
0.12% 5
Recruitment Agencies
APPENDIX A
FULL REPORT ON IN-DEMAND SKILLS
AVERAGE
EXPECTED NUMBER OF
NUMBER OF
OCCUPATION VACANCIES
DEMAND
(2022)
(2013-2016)
Backhoe Operator 60 120
Bulldozers Operators 5 3
Carpenters 30 30
Civil Engineers 20 60
Dumptruck Drivers 10 10
Dumptruck Mini Drivers 40 60
Electrical Engineer 5 5
Electricians 15 19
Fitters 243 349
Grinder 62 93
Laborers / Helpers 546 794
Masons 25 62
Mechanical Engineers 5 5
Painters 20 20
Plumbers 15 19
Welders 330 472
Welders 15 30
Sales Agent 10 5
Skilled Workers 40 40
270
Med Tech 2 *
Mid Wife 4 *
Nurse 26 *
Nutritionist 2 *
Pharmacist 5 *
Radiological Technologist 5 *
Resident Doctors 5 *
Driver 1 *
Food and Beverage Personnel 2 *
Front Desk Officers 3 *
Housekeeping Personnel 12 3
Receptionist 5 2
Waiter 5 2
Software developers 50 50
Field Engineer 1 3
Ground Maintenance 11 15
Utility Personnel 205 20
Driver/Messenger 2 5
Aircon Technician 5 *
Aluminum Welders 30 20
Assisstant Cook 3 *
Carpenter 102 71
Cashier 55 *
Cleaner 20 *
Company Manager 1 0
Crane Operator 24 *
Driver 60 *
Ductman 15 25
Electrician 139 25
Fabricator 2 1
Fairnes 50 15
Field Engineer 238 42
Fitter 910 556
Fixer 14 34
Foreman 28 *
Forklift Operator 45 *
Grinders 696 487
Insulator 30 5
Kitchen Helper 10 *
Layouter 14 *
Leadman 45 15
Machine Operator 35 60
Mason 30 50
Mechanics 81 54
Officer Clerks 9 10
Painter / Sprayman 20 22
271
Pipe Fitter 23 25
Pipewelder 20 *
Plumber 20 20
Quality Control Inspector 49 28
Riggers 92 20
Safety Officer 8 20
Sales Clerk 495 *
Sand Blaster 31 8
Scaffolder 16 15
Segregator 42 10
Stainless Steel Welders 20 30
Steel Welders 40 40
Tile Setter 15 25
Touch Upper 122 20
Utility Personnel 60 *
Waitress 3 *
Welders 1558 858
Wireburusher 185 47
APPENDIX B
FULL REPORT ON HARD TO FILL OCCUPATIONS
INDUSTRY OCCUPATION NUMBER
Construction Asphalt Distributor Operators 10
Crane operators 5
Engineer 1
Foreman 30
Machinist 1
Mechanics 10
Millwright 4
Plant Managers 3
Prime Mover / Self Loader Drivers 2
Project In-Charge 2
Road Grader Operators 10
Food Manufacturing Executive Level 4
Management Level 16
Skilled Workers 40
Healthcare 2D Echo Technician 3
Dietician 1
Medical Physicist 1
Midwife 1
Nurse 1
Nutritionist 3
Occupational Safety and Health 3
Officer
Pharmacist 5
Radiological Technologist 5
Hospitality Accountant 1
272
Cook 1
Dietitian 1
Dive Master 1
Driver 1
HR Officer 1
Kitchen Staff 2
Maintenance 1
Pharmacist 1
RAC 1
IT Japanese Speaker 30
Manpower Driver/Messenger 2
Ground Maintenance 2
Utility Personnel 1
Metal Manufacturing Electrical Engineer 1
Shipbuilding Accountant 2
Carpenter 4
Cladding 4
Crane Operator 1
Crane Operator 2
Ductman 3
Electrician 20
Electronics Maintenance 25
Encoder 2
Engineers 2
Expediter 5
Field Engineer 10
Fitter 86
Fixer 12
Forklift Operator 5
Gas Tender 3
Grinder 68
HR Manager 1
Leadman 26
Machine Operator 15
Manager 5
Mechanics 14
Monitoring Staff 10
Nurse 1
Operations Manager 1
Safety Inspector 17
Sand Blaster 24
Specialized Machine Operator 10
Sprayman 11
Supervisor 13
Truck Driver 1
Welder 140
273
APPENDIX C
FULL REPORT ON DIMINISHING JOBS

Construction Crane Operator 16
Office Clerk 24
Carpenters 5
Healthcare Nurses 1
Medical Technologist 1
Hospitality Accounting 1
Laundry 1
Dive Guide 1
Shipbuilding Carpenter 20
Crane Operator 5
Cutters 8
Fitter 126
Fixer 35
Foreman 3
Grinder 69
Layouter 5
Mason 10
Mechanic 4
Rigger 15
Scaffolder 3
Sprayman 19
Tile Setter 5
Utility Staff 6
Welder 203
APPENDIX D
FIULL REPORT ON GENERAL QUALIFICATIONS
GENERAL QUALIFICATIONS CORE
SEX EDUCATION EXPERIENCE CREDENTIALS COMPETENCIES
Construction
adequate skill in related
PRC for
field
engineers
Admin /Staff 105 M or F HS / College at least 1 year works with less
NC II is
supervision
preferable
productive / efficient
Aircon Technician 5 M HS
Plan reading, Critical

thinking
Appropriate Knowledge
/experience in specific
with at aleast 1 Preferably with
Civil Engineer 80 M or F College Graduate field
year experience PRC license
Knows how to manage a
team of workers
Maturity, Decency,
Professionalism
274
Electrical at least 1 year
M or F College Graduate PRC license
Engineers experience
HS / College /
Fitters 233 M or F With Experience Fitting
Undergrad
with at least 5 Masonry, Carpentry,
Foreman 10 Any Elementary n/a
years experience Scaffolding, etc.
HS / College /
Grinder 62 M or F No Experience Grinding
Undergrad
Heavy equipment
license code 1-8
at least 1 year operation
Heavy Equipment for heavy
215 M or F at least elem grad relevant TESDA National
Operators equipment
experience Competency is
operators
prefereble
Elementary /
Helpers 496 M or F No Experience none
highschool
Mechanical at least 1 year
M or F College Graduate PRC license
Engineers experience
Knows how to work in a
Non-Skilled at least 6 months TESDA NC II team
50 M at least elem grad
Workers to 1 year Preferable Relevant training in
relation to skill
no. of years of
Plumber 3 M HS
experience
Knows how to work in a
at least 6 months TESDA NC II team
Skilled Workers 160 M at least elem grad
to 1 year Preferable Relevant training in
relation to skill
at least 1 year TESDA National
Support Vehicle license code 1-4
70 M or F at least elem grad relevant Competency is
Drivers for drivers
experience prefereble
HS / College /
Welders 315 M or F With Experience Welding
Undergrad
Food
Manufacturing Problem Solving,
HS Vocational without NC II is an
Skilled Workers 40 Any Analytical,
Graduate experience advantage
commucincations skills
Communications skills,
people savy, data
Sales Agent 10 Any College GRaduate 2 years
collection, market
scanning
Garments
Sewers 20 Female Highschool No need not applicable basic sewery
Industry
Healthcare Nurses College Graduate Licensed
Pharmacist Any 1 year experience Licensed
Pharmacist College Graduate Licensed
Rad Tech Any 1 year experience Licensed
Rad Tech College Graduate Licensed
Resident Phsyician
2 M or F Licensed
(Surgery)
Hospitality
Menu Preparation,
Cook 2 M or F College with NC 2 6 months Highy Skilled in
international cooking
Driver
Food and Beverage College Grad or with or without
1 Any communication skills
Personnel Undergrad experience
Good communication
Front desk Officer 1 F College Graduate with experience
and math skills
Basic Housekeeping
Housekeeper 1 M/F College / Associate
standards / Hotel Basics
275
Housekeeping 2 M or F High school with NC2 6 months Launfry / Houskeeping
Housekeeping with or without

HS . College Grad
Personnel experience
Electrical / Sound
Maintenance 2 M College Level 1 to 2 years
Mixing
RAC 2 M Collge Level 1 to 2 years Air Conditioning NC2
Outstanding Customer
Receptionsit 1 M/F College / Associate
Service
Bed Making . Standard
Room Attendant 2 M or F College wit NC 2 6 months
Cleaning
Outstanding Customer
Waiter 1 M/F College / Associate
Service
IT JLPT
Certificates,
With or Without Fluent / Excellent in
Japanese Speaker 13 M or F College Graduate Diploma, TOR,
Experience Japanese Language
COE in working
abroad
Software
20 M or F College GRaduate Fresh Grad Diploma TOR Programming Language
Developer
Manpower Driver/Messenger 2 M HS Grad Experience Licensed driving
Electronic Licensed
1 M College/Tesda Experience Repair/Troubleshooting
Technician TESDA
Ground
11 M HS Grad Experience
Maintenance
With or Without undergo training and
Safety Officer 2 M College licensed
Experience seminar
Utility Personnel 205 M/F HS Grad no experience
Metal
Manufacturing Field Engineer 1 M/F Highschool Graduate Fresh Graduate Licensed Knowledge / Skill
Shipbuilding attend
Accountants M/F College Grad board passer
trainings/seminars
Commerce/Acctng
Accounting Staff 3 2 years experience
Grad
Admin Staff 5 M and F College Graduate atleast 1 year Licensed Computer Literate
HS Grad or College no or up to 1 year
Admin Staff 5 M/F
Level experience
Carpenter 20 Male HS Grad TESDA accredited 1 year experience
10 years up
Carpenter 29 Male High School Grad
experience
at least 1 year
Crane Operator Male Licensed
experience
Crane Operator 2 Female HS Grad
Draftsman 2 Engineering Grad 2 years experience
know how to fabricate

Ductman 10 M HS 1 year experience
air ducting and install
5 years up
Electrician 2 Male BSIT NC2 NC II
experience
Electrician 10 M College Level 1 year experience N/C II certified
Engineer 3 M College Graduate atleast 1 year Licensed
with or without
Engineer 10 M College Grad Fresh GRad computer literate
license
attend
Engineers M College Grad board passer
trainings/seminars
1-2 years
Engineers 6 M/F Engineering Grad Licensed or Not
experience
Fabricators 5 Male HS Grad no experience
Fabricators 5 Male HS Grad Experience 1 year experience
Field Engineer 37 M College Grad Fresh Grad Licensed
College (Engineering fresh grad is
Field Engineer 3 Male Licensed high average, trainable
Grad) highly
276
recommended
With or Without High Average

Field Enginer M/F College Grad Licensed
Experience Competencies
Fiitter M Highschool 1 year experience NC license
Fitter 50 M HS 3years
with or without
Fitter 8 M HS Grad
ecperience
Fitter 10 Male HS Grad 2-3 years NC II
Fitter 50 M HS 1 year experience licensed A3E fitting
at least high school
Fitter 40 M at least tesda grad
graduate
Fitter 10 m/f Training
graduate
Fitter 46 HS Grad
With or Without
Fitter 8 Male High School Grad
Experience
knows how to read an
Fitter M High School Level with experience
engineering plan
Fitter 35 M High School Grad 1 year experience Licensed N/C certified
Fitter 10 M Vocational 6 months N/C II certified
Fitter 45 M High School Level 3 years experience skilled N/C II certified
Fitter 53 M High School Level 1 year experience Licensed
Passed THI
no experience
Fitters 30 M Highschool Graduate contractors
needed
training
at least 3 months with TESDA
Fitters 40 M/F at least hs graduate fitting
experienced certification
TESDA
Fitters 4 Male High School Grad Licensed
Certificate
one year hardworking, motivated

Fitters Male High School Grad
experience and willing to learn
Fitters 140 M High School Level with N/C license N/C certified
with or without
Fixer 6 M HS Grad
experience
Fixer 2 M/F at least hs graduate fixing
With or Without
Fixer 6 Male High School Grad
Experience
with or without
Foreman 5 M College w/ experience computer literate
license
Foreman M College Grad with experience
Foreman per HS Grad or College
5 Male 3 years experience
department Level
at least high school At least with TESDA
Forklift Operator 10 M
graduate Certificate
Grinder 45 M at least tesda grad
graduate
Grinder 5 m/f
graduate
Grinder 50 M at least hs level no experience Grinding
Grinder 32 HS Grad
Grinder 25 Male High School Grad
Grinder 250 M Elementary Grad with N/C license N/C certified
Grinder M Elementary Grad no experience
Grinder 10 M/F High School Grad
277
Grinder 50 M College Level 4 years experience skilled N/C II certified
Grinder 27 M High School Level
Grinder 30 M HS no experience NA grinding
Grinder
M Highschool no experience
Operations
Passed THI
no experience
Grinders 36 M Highschool Graduate contractors
needed
training
3 to 5 years engineer with
HRD Management 5 Female College Grad with or without skills
experience licensed
Insulator 5 Male HS Grad 2-3 years NC II
IT-Technician 2 M/F IT-Graduate 2 years experience
Lay-outer 14 M
Machine Operator 4 M HS Grad 2-3 years NC II
Machine Operator M/F High School Grad no experience
Mechanic 30 M High School Grad
Mechanic 15 M College Level 1 year experience N/C II certified
Office 4 year course or 2 year
5 fresh graduate
Staff/Encoder graduate
Highschool and College at least 1 year National
Painters
Level experience Certification
Painters 50 Male HS Grad TESDA accredited 1 year experience
at least 3 months
Pipe Fitter 23 M/F at least hs graduate licensed piping
experienced
QC Inspector 23 M Tech Voc Fresh Grad
Quality Control 4 Female HS Grad
at least 1 year
Riggers Male Licensed
experience
Riggers 10 M HS 8 years
Riggers M Highschool no experience
Riggers 6 M/F High School Grad
Riggers 16 M
Sand Blaster
Sand Blaster 10 M HS 1 year experience
Sandblasters 5 Male HS Grad no experience
Scaffolder M Elementary Grad no experience
Seal Arc Welders 2 Male HS Grad experience

Spray Man Male High School Grad
Sprayman 5 M HS 1-2 years

Supervisor 3 M College w/ experience licensed computer literate
Supervisor per 3 to 5 years
5 Male College Level
Department experience

Touch Upper Male High School Grad
Touch-upper 20 M HS
Utility 60 M/F High School Grad
At least with TESDA
Waitress 5 F at least college level fresh graduate
Certificate
Commerce/Engineering
WCD 7 no experience
Grad
Welder M Highschool 1 year experience NK License
278
Welder 5 M/F HS Grad 2-3 years NC II
Welder 70 M at least tesda grad
graduate
with TESDA
Welder 30 M Highschool Graduate 3 years experience NK License
certification
Welder 88 M/F at least hs graduate Welding
Welder M HS 3 years experience skilled
High School
Welder 63 HS Grad no experience
Diploma
5 years up
Welder 30 Male High School Grad NC2 NC II
experience

Welder Male High School Grad
knows how to read an

Welder M/F High School Level with experience
engineering plan
Welder 32 M High School Grad 1 year experience Licensed N/C certified
Welder 10 M High School Level 1 year experience N/C II certified
Welder 70 M/F College Level 4 years experience skilled N/C II certified
Welder 63 M/F High School Level 1 year experience Licensed
Fresh Grad from with TESDA welder
Welder 5 M HS
TESDA certificate
Welder 10 m/f
graduate
Welders M
Welders 25 M HS 10 years
TESDA
Welders 30 M Highschool Graduate with experience NC II or NC I
Certificate
Welders 100 Male HS 1 year experience licensed A3Z welding
TESDA
Welders 5 Male High School Grad Licensed
Certificate
Welders 200 M/F High School Level with N/C license N/C certified
Wire brusher 20 M HS

Wire Brusher Male High School Grad
APPENDIX E
FULL REPORT ON NEW OCCUPATION AND FUTURE JOBS
NEW OCCUPATIONS
NEW OCCUPATION NO. SKILLS REQUIREMENT
Aircon Technician 5 With experience
Airconditioning 1 Relevant course experience
Carpentry 1 Relevant course experience
Electrical Engineers 5 Relevant course experience
Engineer 2 Estimator, CAD Operator, Excel, Word
Equipment Operators 4 Know how to operate heavy equipment
Human Resources 1 Relevant course experience

Landscape / Recreations 1 Relevant course experience
Plumber 3
279
Plumbing 2 Relevant course experience
Security 1 Relevant course experience
Executive Positions 4 MBA, Creativitiy Problem Solving, Techinical
Skills, Communication Skills, Data Analysis
Head Ancialliary Services 1

Hemo dialysis nurse 8 training on dialisis
Telephone Operator 1 Excellent Communication Skills
Plumber plumbing
Admin Staff 2 College Grad
Admin Staff 10 Management Graduate or any 4 years related
course
Automatic Welding Operators 2 Welders
Automatic Welding Operators 2 welders
Block Stage Erection Staff 26 Fitter / Welders
Carpenter 20 carpenter
Carpenter knows carpentry works
Carpentry 10
computer grad 2 auto cad
Cosultant 1 Operations
Crane Operator 2 NC II
Draftsman 5 Engineering Graduate with or without
experience
Ductman 10
Electrical Engineer 1 Licensed
Electrician 5 NC II
Electrician 20 high school grad
Electrician 5 Tesda Certificate
Electro-Mechanical 2 Tesda Certificate
Encoder 1 computer literate and adaptable in IT skills
Encoder 2 Computer literate

Engineer 2 Safety Engineer
Engineer 10 Engineering Graduate with or without
experience
Engineers 1 With experience, College Graduate (NIE, IE,
ECE, CE)
Engineers 1 with experience in ship building and motivated
Fabricators 2 Welders / Fitter

Fabricators 5 with experience
Fabricators 2 welders/fitters
Field Supervisor knows how to deal with individuals
Fitters
Fitters 40 Fitter
Fitters 10 at least high school graduate
fitters 10 licensed
Fitters 20 with license
280
Fitters upgrading N/C licensed or have a higher license
Fitters Licensed/Experienced
Forklift Operator 10 Forklift Operator
Grinder 45 Grinder
Grinder 5 at least high school graduate
IT Technician 2 IT Graduate
Machine Operator 10 with experience
Machine Operator 10 Trainings
Marketing Staff 3 marketing major graduate or any business-
related course
Mechanic 20 with experience
Mechanic 22 Tesda Certificate
Mechanics 10 Ship Engine Works
Mechanincal Engineer 2
Painters 8 Knowledge in painting manchine usage and
maintenance
Painters 30 wirebrusher, grinder, mixer

PCD 10 Commerce Graduate or any related course
rigger 20 with experience

safety officer 2 with training and seminars
Sand Blaster 4 Knowledge and skills in sand blasting, machine
usage and maintenace
Sandblasters 5 strong body built

Seal Arc Welders 2 with experience, depending on client's demand
Skilled Fitters 35 licensed

Skilled Welders 32 licensed
Touch Upper 20 touch upper
Upholsterer 10
Waitress 5 Waitress
Welders 90 welding skills, knowledge and planning
Welders
Welders 70 Welder
Welders 10 at least high school graduate
Welders 10 licensed
welders 5 welding
Welders 20 with license
Welders 25 high school grad
Welders 5 Tesda Certificate
Welders upgrading N/C licensed or have a higher license
Welders Licensed/Experienced
FUTURE JOBS
NEW
INDUSTRY NO. SKILLS REQUIREMENT
OCCUPATION
281
Construction AC Techinicians 10 Relevant Course experience
TESDA Skills
Analytical Competency
Carpenters 15 Relevant Course experience
TESDA Skills
Electricians 20 Relevant Course experience
TESDA Skills
Engineer 6 Survey Estimates / Design
Equipment 10 Heavy Equipment Operator
Operator
Fitter 10 NK Licensed
Fitter High School Graduate
Gardeners 10 Relevant Course experience
TESDA Skills
Helper Elem /Highschool Graduate
Housekeeping 20
HR Staff 3 Relevant Course experience
TESDA Skills
Plumbers 15 Relevant Course experience
TESDA Skills
Welder NK License / TESDA / Certificate
Healthcare Hemo Onco Nurse 8
Hemo-Dialisi Nurse 8
Peritorial Dialysis 8
Nurse
Hospitality Dive Guide 1 Dive Master License
Shipbuilding Admin Staff 5 with experience
Adviser 1 Operations
air ducting 10
carpenter 6 carpentry
carpentry 10
Draftsman Tesda/College Grad
Electricians 35 With license / MAster ELectrician
certification
electricians 20 Tesda
Engineering works 3
Engineers 2 planning skills

Engineers Licensed/Experienced
farmer 10 farming
282
Field in Charge 1 with experience, works with less
supervision, analytical thinker
Fitter
Fitters 40
Fitters 10 at least high school graduate
fitters 15 licensed
Foreman/supervisot 8 at least 5 years experience in the field
Grinder 45
Grinders 5 at least high school graduate
HRD Management 5 with experience
Machine Operators 15 Trainings
Machinery 4 NK Licensed
Operator
Machinist 2
Machinist 2
Main Engine and 10 Techinician
Auxilliary
Naval Architects College Grad
Naval Architects Licensed/Experienced
Operator 10 Forklift Operator
Other Marine 2 Licensed
Services
Supervisor per 5 with experience
Department
teachers 4 teaching experience
Upholstery maker 10
Utilities 10 janitorial, electrician, carpenter

Waitress 5 Waitress
Welder
Welder 10 NK Licensed
Welder 10 tesda /nk licensed
Welders 70
Welders 10 at least high school graduate
welders 20 licensed
APPENDIX F
FULL REPORT ON EMERGING OCCUPATIONS
EMERGING OCCUPATION
INDUSTRY
2013 2014 2015 2016
Construction Batching Plant Engineer HR Manager Equipment Monitring Officer
283
Operators
Eqiuipment Welders HR Training HR Compenstaion / Benefits
Rental Officer Officer
Operator
Heavy Welders Welders
Equipment
Operator
HR Specialist
Motorpool
Managers
Warehouse
Manager
Welders
Food * * * Executive Positions
Manufacturing
Healthcare Pharmacist Medical HR Officer Billing Officer
Technologist
Pollution Midwives Maintenance Cashier
Control Engineer
Personnel
Radiological Nurses Midwives Internal Auditor
Technologist
Renewable Pharmacist Nurses Pharmacist
Energy
Services
Consultant
Solar Resident Nursing
Technologies Physicians Attendant
Sales
Representative
and
Consultant
Sustainable
Designer and
Architect for
Green
Building
Waste and
Recycling
Personnel
Water
Purification
Station
Personnel
IT * Business * *
Development
Shipbuidling Aircon aircon aircon Agriculturist /Farmer
Technicians technicians technicians
Crane Carpenter Electrical agriculturist/farmer
Operator Engineer
Drivers Cooperative electricians aircon technicians
Staff
electricians Crane Fairness banker
284
Operator
Encoder crane Field Contruction Chemist (build
operators Engineer farm to market road)
Fairness Electrician Fitter crane operator
Field Engineer electricians Fitter Drivers
Fitter Fairness fitters Drivers
Fitters Field Fixer electrician
Engineer
fitters Fitter Grinder electricians
fitters Fitter Grinder Fairness
fitters Fitter grinder fairness
Fixer fitters Grinder Field Engineer
Operator
grinder Fixer Helper field engineer
grinder grinder leadman Fitter
Grinder grinder machine Fitter
Operator operators
Helper Grinder mechanics fitter
Operator
machine Helper Monitoring fitter
operators Officer
Machinery machine Painter fitter
Operator operators
mechanics mechanical pipe fitters fitter
fitters
Monitoring mechanics pipe welders fitter
Officer
painter Monitoring Printing fitters
Officer
pipe fitters Nihonggo safety Fixer
Teacher inspectors
pipe welders Painter safety food attendants
officers
riggers pipe fitters Safety Offier foremans
safety pipe welders Skills foremans
inspectors Trainor
safety officers safety Sprayman furnish
inspectors
Safety Offier safety supervisors grinder
officers
ship related Safety Offier touch-upper grinder
jobs
Sprayman Sprayman Utility grinder
Officer
supervisors supervisors Welder grinder
touch upper Utility Welder Grinder Operator
Officer
Utilities Welder Welder grinder operator
Utility Officer Welder Welder Helper
Fitter
285
Welder Welders Welders Insulator
Welder Welders welders lay-outer
Welders wire leadmans
brushers
Welders machine operators
Welders machine operators
welders machine operators
welders machinery works
Welders mechanic
Workers mechanics
Cooperative
mechanics
Monitoring Officer
pipe fitters
pipe welders
piping works
Printing
Q.C.
rigger
Safety Inspectors
safety inspectors
safety officers
safety officers
Safety Offier
scaffolder
Shipbuilding Engineers
Sprayman
superintendent
supervisors
U.T. Welders
Utilities
utility
Utility Officer
Utility
Welder
Welder
Welder
welder
welder
welder
welder
Welder, Fitter, Grinder
Welders
Welders
286
REGION 8
EASTERN VISAYAS
287
REGIONAL LABOR MARKET SITUATIONER EASTERN VISAYAS
REGION VIII - EASTERN VISAYAS

The Eastern Visayas is

composed of six (6)
provinces: Biliran, Leyte,
Northern Samar, Samar,
Eastern Samar, and
Southern Leyte.
Population (2015) : 4,440,150

2
Area : 23,251.10 km
GRDP
Eastern Visayas’ Gross

FUTURE JOBS Regional Domestic Product
Electronic Communication, Computer-related Jobs, 171.6M (2016) to 174.7M
(2017)
Licensed Practical and Vocational, Sotware Systems
Developer, Robotics, Flight Engineer, Computer LABOR FORCE
Programmer, Web Developer, Agriculturist
NEW JOBS
Information Technologist/Technicians, Call Center Agents,

Hotelier, Chefs/Cooks/Butlers, Master Plumber, AutoCAD The unemployment rate
Operators, Aircraft Mechanic decreased by 0.9
288
(2013) to 4.4% (2017).
EASTERN VISAYAS REGIONAL LABOR MARKET SITUATIONER
REGION VIII - EASTERN VISAYAS
EMPLOYMENT
SHARE (2016)
The region has identified potential investments in certain

industries that are epected to generate employment.
The following are the list of industries with their respective
FORESTRY, AND FISHING potential investments, and number of expected occupations:
32.01%
6.54%
Fishing
INDUSTRY
8.66%
Construction
0.23%
Water, Electricity
and Gas Supply
0.50%
Mining and
Quarrying
4.53%
Manufacturing
SERVICES

0.61% Activities

Wholesale & Retail
Motor Vehicles
Compulsory Social
Security
289
This section contains the following
• Population growth and the age and sex structure of the population
• GDP and GDP growth rate by sector
• Labor force participation
• Employment and unemployment by sex, age groups, educational level, and status
Some of the main questions that this section should address are:
• What has been the rate of growth of the economy over the past 5 years? How does it
compare with the rate of population growth? What has been the rate of per capita
GDP growth? Has the rate of growth fluctuated greatly from one year to another? Is
there any clear trend of accelerating or declining GDP growth?
• What are the main economic sectors in the economy, in terms of their contribution to
GDP and in terms of employment? How has the sector composition changed over the
past 5 years?
• What has been the growth rate of the economic active population in the past period?
• What are the main features of the age structure of population? How has this changed
over the past 5 years? What are the main implications of the demographic structure
and dynamics on the size of the working age population and on the dependency ratio?
• Who (among the working age population) is employed and who is not (sex,
young/others, education, disability)? What have been the main features of the
development over the past 5 years (when available)?
• What is the share of the labor force in the total working age population? How does the
labor force participation rate differ between men and women and across age groups?
How has the labor force participation rate changed over time?
• Among those who are not employed. Are they outside the labor force? Unemployed?
Look specifically at participation rate of women and at the sex, age, educational
characteristics and disability of the unemployed.
• What are the educational qualifications of the working age population and labor force
(by sex and among by broad age groups [young, others])
• What is the distribution of the working age population according to labor force status
or forms of work? Does the level of utilization vary by educational levels and by sex?
290
Table 1.1: Labor Market Indicators
INDICATOR 2011 2012 2013 2014 2015 2016

Working Age Population, 15+years
2,777 2,942 2,997 1,709 2,422 3,059
(000)
Not in the labor force 962 1,074 1,062 600 933 1,142
Labor Force (000) 1,815 1,868 1,935 1,109 1,489 1,917
Employed (000) 1,722 1,771 1,832 1,045 1,413 1,822
Underemployed (000) 414 442 460 340 417 535
Unemployed (000) 94 98 103 64 76 96
1. Youth unemployment National data only
2. NEET National data only
Labor force participation rate (%) 65.4 63.5 64.6 64.9 62.2 62.7
291
Employment rate (%) 94.9 94.8 94.7 94.2 94.9 95.0
Underemployment rate (%) 24.0 25.0 25.1 32.5 29.5 29.4
Unemployment rate (%) 5.2 5.2 5.3 5.8 5.1 5.0
Note: Sample indicators only, may include more labor market indicators
Desk Review Summary

This section will focus on secondary sources of data available on regional level.
A. DEMAND
1. In-demand skills and Hard-to-fill occupations
IN-DEMAND HARD-TO-FILL INDUSTRY

INDUSTRY
SKILLS OCCUPATIONS
Pulp Moll
Licensed Teachers Education Chemical Engineer (Manufacturing)
Teachers
Preferably with Pulp Moll
Education Civil Engineer (Manufacturing)
Masters Degree
(Senior High)
Certified Public Pulp Moll
Driver Transport (Manufacturing)
Accountant
Teller/Customer
Service Transport I.T. Developer I.T.
Representative
Welder Manufacturing
Electrician Manufacturing
Mechanic Manufacturing
Call Center Agent BPO

Hotelier Hotels
Nurses Hospitals
Front Desk Hotels
Housekeeping Hotels
Food and Beverage
Hotels
Service/Production
Spa Services Hotels
Medical
Hospitals
Technologist
Radiologist
Hospitals
Technicians
Dieticians Hospitals
292
Pharmacists Hospitals
Welders Chemical Engr. Pulp Moll
Electrician Civil Engr. Pulp Moll
Mechanic CPA Pulp Moll
Licensed Teachers Education STEFTI

Teachers
Preferably w/
Master’s Degree Education STEFTI
(Senior High
School)
Must have Beauty

Hairdresser Salon Salon and Spa
Must have Beauty
Massage Therapist Spa Salon and Spa
Must have Beauty
Nail Tech Salon Salon and Spa
The Oriental
Call center agent BPO IT Developer Leyte
The Oriental
Hotelier Hospitality Accountants Leyte
The Oriental
Teacher Education Leyte
The Oriental
Nurses Medical Leyte
Driver Transport Grand Tours
Teller Transport Grand Tours


turnover/replacement rate and are essential in the operation of a company or business. On
the other hand, occupations which are considered hard-to-fill refer to those job vacancies
to which the employer/company is having difficulty or taking longer time to be filled
because job applicants are not qualified and/or there is no supply of job applicants for the
particular vacancy.
293
The list of in-demand skills and hard-to-fill occupations may come from various sources
such as major job fair statistics. PESO data (placed applicants), online job portals
(PhilJobNet, Kalibrr, JobStreet), and newspaper (vacancy ads). The industry in which the
occupation belongs must also be identified.
2. Diminishing Jobs
1 Machine Operator Manufacturing
2 Driver Wholesale & Retail Trade
3 Plant Operator Manufacturing
4 Salesman Wholesale & Retail Trade
5 Bagger Manufacturing
6 Field Operators Financial & Insurance Activities
7 Branch Manager Financial & Insurance Activities
8 Micro-banking Associate Financial & Insurance Activities
9 Mechanic Manufacturing
10 Program Manager (INGOs/NGOs) Others

Source: Job Displacement Reports (2012-2016)
The diminishing jobs refer to occupations that have largest decline in employment from
year 2000 to year 2016. The job displacement reports submitted by the establishments
could be a source document for the diminishing jobs.
B. SUPPLY

The AEP inputs provides data on occupations that require skills of foreign nationals. The
report for this section must contain the occupation, nationality of the foreign worker and
the number of job positions occupied.
2. Life Skills / Soft Skills

Life skills or soft skills refers to a broad set of knowledge, skills, work habits, and character
traits that are believed—by educators, school reformers, college professors, employers,
and others—to be critically important to success in today’s world, particularly in collegiate
programs and contemporary careers and workplaces2. The list of the available soft skills in
the region can be obtained from the result of the Philippine Talent Map Initiative (PTMI)
conducted in some regions in the country.
2
Definition from www. http://edglossary.org/21st-century-skills/
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SAMPLE PRESENTATION: JOSTARTERS’ 21st Century Competency Map
Source: Philippine Talent Map Initiative (JobStart areas)
2. Dynamics of the Regional Labor Market
The following are the guide questions during the regional consultation. These questions
aim to gather significant input from the major stakeholders.
For Government Sector
• In 2013, the DOLE conducted the updating of the JobsFit report with stakeholders in
the region, with thirteen (13) industries identified as national KEGs from 2013-2020.
What are your insights on the KEGs as applicable to your region’s employment
generation?
• Are there other industries/sectors which show strengths as KEGs that the previous
JobsFit report failed to account?
• Other than the 13 KEGs, what other industries do you think will emerge as strong
KEGs between the periods 2016-2022? What would be the factors (economic, social,
resource-based, and global demands) that will likely shape the emergence of these
KEGs?
• What are the potential investments in your region? What are the occupations needed
by these potential investments? How many vacancies will these occupations will likely
create?
• For SSS and GSIS representatives, do you have data on projected number of retirees
per occupation?
• Do you have any available data on employed/workforce (by industry, sex, age group
and highest educational attainment)? If so, please attached it to the workshop forms.
295
• What is the projected population by year 2022? Please describe the characteristics of
the population (e.g. by sex, age group, highest educational attainment)
• What is the current situation of the labor supply based on:
o Technical Vocational Education and Training (TVET) Graduates
o Higher Education Institutions (HEIs) Graduates by Discipline
o Number of Registered Professionals
o Senior High School (SHS) Graduates by Tracks (Projection Only)
*Present (past 5 years) and Projected Data
• How many are recorded OFWs from this region? What are there occupations?
For Labor Groups, Training Institutions and Other Relevant Organizations
• What are the new occupations in the labor market today? In which industries does
these occupations belong? What are skills required for each occupation?
• What could be the future jobs in the coming years? What will be the skills required by
these occupations?
For Private Sector, Industry Associations, Private Recruitment Agencies

and
Job Boards
• What are the critical skills (in demand and/or hard-to-fill occupations) needed by the
Filipino manpower to support the priority industries?
• What is the projected number of vacancies for these occupations?
• What are the general qualifications (e.g. sex, age range, educational attainment,
experience, credentials, soft skills) needed by these occupations?
• What are the required core competencies by these occupations? Would these skills be
readily available given the current supply of skills and training available to the youth
and the regular workforce? What are the factors that contribute to the
availability/non-availability of these skills?
• What are the new occupations in the labor market today? In which industries does
• What could be the future jobs in the coming years? What will be the skills required by
these occupations?
• What are the present and future challenges and gaps that need to be addressed in
relation to the supply and demand for skills priority industries? What are the
recommended interventions to close or at least minimize the gaps and the
corresponding institutional mechanism that must be put in place?
Below are the template of the summary report based on the inputs gathered from the
regional consultation.
A. DEMAND
1. Industry Employment Growth
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AVERAGE EMPLOYMENT
INDUSTRY GROWTH RATE
(2013-2015)
Agriculture, Forestry and Fishing 0.2
Mining and Quarrying 25.0
Manufacturing 6.0
0.5
Supply
Water Supply, Sewerage, Waste

19.0
Management and Remediation Activities
Construction 27.1
Wholesale and Retail Trade 9.3
Transportation and Storage 9.6
2.4
Activities
Information and Communication 22.0
Finance and Insurance Activities 6.8
Real Estate Activities 6.7
17.0
Activities
27.7
Activities
9.4
Education 2.9
Human Health and Social Work Activities 3.4
Arts, Entertainment and Recreation 23.3
Other Service Activities 17.2
Overseas Employment Situation (PRA)
Source: PSA and NEDA
One determining indicator of labor demand in the region is the industry employment
growth. This can measured through the average employment growth rate per industry
from year 2013-2015. Possible data sources are the Philippine Statistical Authority (PSA)
and National Economic Development Authority (NEDA).
From this list, the industries that have the highest number of average employment growth
rate over the past three (3) years will be considered as Key Employment Generators (KEGs)
which are the major source of employment in the region.
2. Emerging Industries
EMERGING INDUSTRIES
1 Wholesale and Retail Trade, Repair of Motor Vehicles and
Motorcycles - 13,802
2 Manufacturing - 3,971
3 Accommodation and Food Service Activities - 3,150
4 Cacao Processing (Agribusiness)
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5 Coffee (Agribusiness)
6 Jackfruit (Agribusiness)
7 Banana (Agribusiness)
8 Pineapple (Agribusiness)
9 Abaca (Agribusiness)
Source: PSA, DTI, Private Sector (2013-2016)
The emerging industries (preferably not more than three [3] industries) must also be
discussed, particularly the recent trends, behaviors and potentials of said emerging
industries that justify the need for a more focused developmental labor market
interventions in these emerging industries.
3. Life Skills / Soft Skills (PSA)
The workforce should possess certain life skills or soft skills in order to be hired by the
employers. This section aims to rank the most in-demand soft skills by the employers. You
may use the questionnaire provided to measure the demand of soft skills.3
IMPORTANCE
IMPORTANT
IMPORTANT
IMPORTANT
IMPORTANT
EXTREMELY
LIMITED
TOTAL
VERY
NOT
Work Ethics 9 1
Team Work 6 4
Stress Tolerance 7 3
Social Perceptiveness 3 5 2
Self-Motivation 8 2
Problem Sensitivity 5 4 1
Planning and Organizing 6 4
Multi-tasking 6 4
Math Functional 3 5 2
3 5 1 1
Innovation
English Functional 4 1 1
English Comprehension 5 3 2
Decision Making 7 3
Critical Thinking 6 4
Creative Problem Solving 6 2 2
3
Patterned after PSA Integrated Survey on Labor and Employment Questionnaire
298
4. Green Jobs
On 29 April 2016, the Philippines enacted into law Republic Act No. 10771 or the Green Jobs
Act of 2016. The said law aims to support the transition of the country to a “green
economy” which is sustainable, ecology-friendly and where jobs are not only decent but
can help conserve and manage the environment. The law encourages business enterprises
to generate and sustain green jobs by providing incentives, in addition to fiscal and non-
fiscal incentives already granted or provided under existing laws, orders, and regulations.
It is a pioneering approach for institutionalizing labor and employment dimensions in the
policy framework for managing and addressing climate change.
a. Are there industries in your area which have green jobs? If yes, what industries?
b. What are these occupations called?
c. What specialized skills do they require?
d. Do you have the manpower for these occupation? If yes, explain how do you say so?
If no, why do you think is there a shortage?
SKILLS SURPLUS /
INDUSTRY GREEN JOBS
REQUIREMENTS SHORTAGE
Agribusiness Vegetable
Farmer
5. Potential Investments in Industries
EXPECTED EXPECTED
POTENTIAL
INDUSTRY OCCUPATIONS NUMBER OF
INVESTMENT
NEEDED VACANCIES
Agriculture, Forestry and
Fishing
Mining and Quarrying
Manufacturing Wearables & 1,845
Homestyle 1,845
Processed Food 392 392
Agri-business (Coco 799 799

Coir)
Electricity, Gas, Steam and
Air Conditioning Supply
Water Supply, Sewerage,
Waste Management and
Remediation Activities
Construction Construction 12,750 12,750
Wholesale and Retail Trade Wholesale and 10,825 10,825
Retail Trade
299
Transportation and Storage Transportation and
Storage 5,163 5,163
Accommodation and Food Accommodation
Service Activities and Food Service 457 457
Activities
Information and
Communication
Finance and Insurance
Activities
Real Estate Activities
Professional, Scientific and
Technical Activities
Administrative and Support
Service Activities
Public Administration and
Defense; Compulsory Social
Security
Education
Human Health and Social
Work Activities
Arts, Entertainment and
Recreation
Other Service Activities
Source: DTI (2016-2022)
Another labor demand indicator is the potential investments in industries per region. The
investments shall be classified per industry. The occupations needed by these investments
must be identified as well as its corresponding number of expected vacancies.
6. Replacement Jobs
The projected number of retirees and their occupation can be an indicator of what
occupations will be in-demand in the future. Possible data sources are records from Social
Security System (SSS) and Government Service Insurance System (GSIS).
7. New Occupations

Information Computer
Telecommunication
Technologist/Technicians Literate/Engineering/IT Experts
Effective Communication Skills
Attention to detail
Call Center Agents BPO
Flexibility
Calmness under pressure
Committed to service
Organized
Flexible
Hotelier Hotels
NCII
Knowledge of Safety / Hygiene
Interpersonal skills
Chefs/Cooks/Butlers Hotel and Restaurant Creative and business minded
Master Plumber Construction Communicate effectively and
300
confidently
Can handle and use power tools
Knows how to design objects
AutoCAD Operator Construction
using AutoCAD/NCII
Complex problem solving, good
Aircraft Mechanic Aviation
reading comprehensive speaking
Information Computer Literate/Engineering
Telecommunication
Technology/Technician IT Experts
Troubleshooting, Project Mgt.,
Information Technology Manufacturing
Planning, & Org. Skills
Chefs, cooks, butlers Hotel & Restaurant Creative business minded
Communicates effectively &
Master plumber, Auto-CAD
Construction Confidently handles and use
Operator
protocols
Complex problem solving skills,
Aircraft Mechanic Aviation good reading comprehensive
and speaking
Effective Communication Skills,
Call Center Agent BPO attention to detail, flexibility,
calmness under pressure
Committed to service, organized,
flexible, NCII, knowledge of
Hotelier Hospitality
safety/Hygiene, Interpersonal
Skills
Source: Training Institutions, Private Recruitment Agencies, Job Boards, Private Sector (2013-2016)
Due to continuous innovation, there is a possibility that there are now new occupations in
the labor market. These are occupations that do not exist years ago but are now part of the
labor demand. The regional office is required to identify new jobs, their corresponding
industry and its skill requirements. The training institutions, private recruitment agencies,
job boards and employers can be considered as reliable sources for this information.

8. Future Jobs

Electronic Communication Communication IT Experts
Computer Engineer/Electronics
Computer Related Jobs Transportation
communication Engineer
Should have NCII
Licensed Practical and Strong Communication Skills
Medical/Hospital
Vocational Calling in prescriptions
CPR
Analytical
Business Intelligence
Cloud Computing
Software Systems Developer Information Technology Communication Skills
Operating System Skills
Critical Thinking
Flexibility
Programming mindset
Systems Thinking
Robotics Information Technology Mathematics
Good Communication
Technological Designing
301
Complex Problem Solving
Good speaking, reading, way
Flight Engineer Aviation
adhesive
Computer Programmer Info. Tech. Critical thinking
Great skills at coding, great with
Web Developers Info. Tech.
Photoshop
Hard & soft skills interpersonal &
Agriculturist Agribusiness
true management
Electronics Communication Communication IT Experts
Computer Engineer Electronics
Computer Related Jobs Transportation
Communication Engineer
Good speaking, reading
Flight Engineer Aviation
comprehensive
Critical thinking (logical
Computer Programmer Info. Technology
reasoning)
Great skills at coding, great w/
Web Developer Info. Technology
Photoshop
Hard & soft skills, interpersonal
Agriculturist Agribusiness
& time management
Should have NCII, Strong
Licensed Practical and communication skills, Active
Medical
Vocational nurses listening, Calling in
Prescriptions, CPR
Analytical, Business intelligence,
cloud computing,
Software systems developer IT communication skills, operating
system skills, critical thinking,
flexibility
Programming Mindset, systems
thinking, mathematics, good
Robotics IT communication, technological
designing, complex problem
solving
Source: Training Institutions, Private Recruitment Agencies, Job Boards, Private Sector
Given the rapid change and developments in technology, new skills may be required in the
future. Thus, there is a need to identify the future jobs and their skill requirements.
B. SUPPLY
1. Data on employed/workforce
This sections discusses the recent data on employed/workforce. It includes total number of
employed workers disaggregated by industry, sex, age group and highest educational attainment.
Data must be presented in a tabular format. Possible sources are PSA, NEDA, chambers
and industry associations.
2. Projected number of population and their characteristics
In order to predict the number of possible new entrants to the labor market in the coming
years, a projection of the population in the region is needed. Specifically, the required data
for this section includes projected population grouped by sex, age bracket and highest
302
educational attainment. Also, it should be presented in a tabular format. Possible sources of
data are PSA, NEDA, chambers and industry associations.
Projected Population by Age Group, Sex and Five-Calendar Year Interval and Province,
Region VIII: 2010-2045 (Medium Assumption)
AGE/SEX/PROVINCE 2010 2015 2020 2025
TOTAL 4,149,100 4,537,200 4,970,400 5,429,700
0-4 517,300 533,300 581,100 612,600
5-9 505,000 514,500 530,300 578,100
10-14 519,700 503,300 512,800 528,800
15-19 452,700 510,700 496,500 507,700
20-24 331,500 441,800 501,500 489,100
25-29 273,300 326,000 436,300 496,300
30-34 253,200 270,100 322,800 432,800
35-39 237,400 250,100 267,200 319,700
40-44 221,900 233,400 246,500 263,900
45-49 196,100 217,100 229,100 242,400
50-54 169,100 190,300 211,300 223,600
55-59 133,900 161,500 182,500 203,600
60-64 110,600 124,300 151,000 171,700
65-69 85,700 98,500 111,800 136,900
70-74 65,000 71,400 83,200 95,600
75-79 40,700 48,900 54,900 65,300
80+ 36,000 42,000 51,600 61,600
MALE 2,131,700 2,330,100 2,550,700 2,783,800
0-4 265,100 274,100 298,700 314,900
5-9 260,500 263,600 272,400 296,900
10-14 268,500 259,700 262,700 271,500
15-19 240,500 265,300 257,000 260,500
20-24 176,000 235,300 260,900 253,500
25-29 143,400 173,200 232,400 258,200
30-34 131,500 141,600 171,400 230,300
35-39 123,000 129,700 139,900 169,600
40-44 114,300 120,700 127,600 137,900
45-49 101,400 111,400 118,100 125,100
50-54 86,300 97,800 107,800 114,600
55-59 67,300 81,500 92,800 102,900
60-64 53,500 61,400 75,000 86,100
65-69 40,100 46,400 53,900 66,500
70-74 29,100 32,000 37,700 44,500
75-79 17,500 20,500 23,200 28,000
80+ 13,700 15,900 19,200 22,800
303
FEMALE 2,017,400 2,207,100 2,419,700 2,645,900
0-4 252,200 259,200 282,400 297,700
5-9 244,500 250,900 257,900 281,200
10-14 251,200 243,600 250,100 257,300
15-19 212,200 245,400 239,500 247,200
20-24 155,500 206,500 240,600 235,600
25-29 129,900 152,800 203,900 238,100
30-34 121,700 128,500 151,400 202,500
35-39 114,400 120,400 127,300 150,100
40-44 107,600 112,700 118,900 126,000
45-49 94,700 105,700 111,000 117,300
50-54 82,800 92,500 103,500 109,000
55-59 66,600 80,000 89,700 100,700
60-64 57,100 62,900 76,000 85,600
65-69 45,600 52,100 57,900 70,400
70-74 35,900 39,400 45,500 51,100
75-79 23,200 28,400 31,700 37,300
80+ 22,300 26,100 32,400 38,800
3. Projected number of potential workers with required education and skills

Technical Vocational
Education and Training TESDA 219,091 300,000
(TVET) Graduates
Higher Education Institutions
(HEIs) Graduates by CHED
Discipline
Registered Professionals PRC 4,167,410
Senior High School (SHS)
DepEd
Graduates by Tracks
The projected number of potential workers with required education and skills is an
important indicator to examine if the future labor force will suffice the skills needed by the
industries. The data in this section will come from various sources.
4. Outflow of Workers
OCCUPATION NUMBER OF OFWS

Domestic Workers 101, 942
Drivers Consolidated Statistics of OFW-OWWA
Office Staff Members in the region as of January 2015
Skilled Workers (Plumber, Welder,
Electrician, Caregiver, Carpenter,
304
etc.)
Health Care Providers
Factory Worker
Engineer
Cook, Pastry Maker
Marketing Staff
Seafarers
Source: POEA, CFO (2013-2016)
Another labor supply indicator is the outflow of workers. This can be measured through
the occupations that are in-demand overseas and the corresponding number of workers.
The Philippine Overseas Employment Administration (POEA) and Commission on
Filipino Overseas (CFO) could be the data source.
3. Labor Market Issues and Challenges
This section discusses the exiting potential gaps/challenges that confront the priority and
emerging industries insofar as meeting/matching the supply and demand for labor is
concerned. An inter-industry and inter-region analysis of gaps/challenges is encouraged to
assess the extent or pervasiveness of the problem.
Correspondingly, this section shall enumerate the double recommendations provided by

the stakeholders taking into consideration the availability of resources and the
accountabilities attached with the recommendations. It is suggested that the
recommendations to be pursued are those within the control of the stakeholders in the
region with accompanied timelines to ensure a more focused and responsive interventions.
Recommendations that would require policy/program interventions at the national level

(or inter-regional level) must be indicated as such so that accountabilities at different levels
are identified for proper monitoring of actions and progress. At the same time, this section
must indicate the courses of actions and methods that must be put in place (per
recommendation) in implementing the identified solutions.
The format of presentation shall be per thematic area, as indicated in the example below:
COURSES OF
ACTIONS/METHOD
RECOMMENDED
THEMATIC DESCRIPTION OF S TO IMPLEMENT
SOLUTIONS WITH
AREA GAP/CHALLENGE THE
TIMELINES
RECOMMENDATIO
N
Basic and Higher Lack of knowledge on Good quality of Implement the right
Education proper work ethics, education work ethics among
Not paying attention to professionals within
details, ignorance comes institutions & allied
first before knowing, practitioners on the
• Lack of Training field
305
• Growing pressures to K to 12
decline source of income
Career Guidance No Funds available Seminars/Training Free Registration
Advocacy • Needs Proper training for• Conduct training • Implement training
positive values within the activities to help
local workforce understand results of
• Lack of awareness driving positivity &
productivity in daily
activities
• Training every year
Technical Financial Lack of Training Scholarships
Vocational communication skills & • Comprehensive • Training to learn in
Education and confidence to practice in manpower speaking & reading
Training the field of study everyday
• Deficiencies of many • Labor Market
teacher in their own Information
specialist areas
On-the- Job Limited Job Seekers & Focus on the job on
Training • Lack of proper guidance Employees provide hand and mistakes
among the regular job their own training. must be corrected at
workers on how things once
should have been done • Company must
• Dif. Between Knowledge design for good
& Skills training
• Skill set
1. Labor Market • Overworked and overpaid Create market – based Must have proper
Information • No compensation incentive system training of labor code
• No occupational safety for & labor rights.
workers resulting to low • Invest in skills
productivity • Establish accurate
• Public awareness of the labor market
Importance of Labor information System
2. Overseas • Best skilled workers must More companies • Sharing of job

Employment share best practices in the stable expertise
country • More stable job in
• Salaries our country
3. Regional/local • Low pay range Region of industrial • Explain the
economic • Development gap decline. qualifications for
development between countries & certain pay range
region. • In depth
understanding to
workforce
engagement
• Set standard bet.
Economic
development.
4. Industry Demands Different Ideas about Soft skills as Strong
306
and Hiring work life balance. communication- communication and
Practices leadership. problem solving
skills.
5. ASEAN Economic Single market and Promote a free flow of Enable a more
Community 2015 productive base. goods and services. efficient driven of
labor & allocation of
resource in the
region.
The list of issues that were included in the JobsFit LMI Report 2013-2020 can be the
starting point of discussion of this section.
307
REGION 9
ZAMBOANGA
PENINSULA
308
REGIONAL LABOR MARKET SITUATIONER ZAMBOANGA PENINSULA
REGION IX - ZAMBOANGA PENINSULA

The Zamboanga Peninsula

is composed of three (3)
provinces: Zamboanga del
Norte, Zamboanga
Sibugay, and Zamboanga
del Sur.
Population (2015) : 3,629,783
2
Area : 17,056.73 km
GRDP
FUTURE JOBS
Call Center Agents, Supervisors annd Managers, and

Software Developers Zamboanga Peninsula’s
Gross Regional Domestic
Product (GRDP) grew by
2.3% from 164.9M (2016) to
168.7M (2017)
LABOR FORCE

increased by 0.5
(2013) to 4% (2017).
309
ZAMBOANGA PENINSULA REGIONAL LABOR MARKET SITUATIONER
REGION IX - ZAMBOANGA PENINSULA
EMPLOYMENT
SHARE (2016)
RISE OF GLOBAL AND ASIAN TREND
As Region IX is the gateway to BIMP-EAGA and other

neighbouring countries, it has to forecast the global and Asian
trends.
There are three global trends that will impact on labor force.
37.9%
These are: 1) Upcoming Disruptive Technologies, Climate
Change, and Asian Integegration.
6.49%
Fishing
INDUSTRY
5.97%
Construction
0.19%
Water, Electricity
and Gas Supply
Disruptive technologies are new discoveries that will impact on
0.32% the way economic production is undertaken. This include
Mining and computer advancement, artificial intelligence and nano
Quarrying technologies, among others.
4.68% Climate change refers to changes in the atmosphere and

Manufacturing physical environment of the earth, to which economic
production will have to adapt.
SERVICES
Asian integration is the movement towards an interface and
collaborative economies with the Asia.
With the presence of these trends, potential investments will
Financial and Insurance rise that will generate employment in the region.
0.84% Activities

Wholesale & Retail
Motor Vehicles
Compulsory Social
Security
310
1. INTRODUCTION
A. The National Direction: AmBisyon Natin 20404

The Philippines’ vision for 2040 is “Matatag, Maginhawa, at Panatag na Buhay”. This is explained as
a vision of the country that has a prosperous middle-class society where no one is poor. People live
long and healthy lives and are smart and innovative. The Philippines is a high-trust society where
families thrive in vibrant, culturally diverse, and resilient communities.
The vision of Filipinos for themselves under the Ambisyon Natin 2040 is:
“In 2040, all Filipinos will enjoy a stable and comfortable lifestyle, secure in the knowledge that we have
enough for our daily needs and unexpected expenses, that we can plan and prepare for our own and our
children’s futures. Our families live together in a place of our own, yet we have the freedom to go where we
desire, protected and enabled by a clean, efficient, and fair government”.
On the other hand, the vision of Filipinos for the Philippines is:
“The Philippines shall be a country where all citizens are free from hunger and poverty, have equal
opportunities, enabled by fair and just society that is governed with order and unity. A nation where
families live together, thriving in vibrant, cultural diverse, and resilient communities.”
B. The Regional Profile

Located in the western part of Mindanao and bounded by the Sulu Sea on the north; Illana Bay
and Moro Gulf on the south; Misamis Occidental, Lanao del Norte and Panguil Bay on the east;
and the Celebes Sea on the west, Zamboanga Peninsula Region serves both as trading port within
the region and transshipment center of trade in the Brunei-Indonesia-Malaysia-Philippines-East
Asean Growth Area (BIMP-EAGA) and other countries in the East and South, particularly the
Muslim countries in the Middle East, the New Zealand and Australian Bloc, respectively. It is
therefore the country’s Southern Gateway to the rest of the world.
As an Administrative Region, it is composed of three (3) provinces. Zamboanga del Norte,

Zamboanga del Sur and Zamboanga Sibugay; with 67 municipalities; and five cities namely,
Dapitan, Dipolog Isabela, Pagadian and Zamboanga. In 2015, it has a total population of 3.6 million
people.5
With an economic growth rate soaring high to 12.4 percent in 2012 from 0.1 percent in 2011,
it is considered the fastest growth in 2012 among the country’s 17 regions. Yet in 2015, 26%
of the families were poor, unemployment was at 3.6% and under-employment was at 18.5%
across the region.
4
Executive Order (EO) No. 05, Office of the President, issued in October 2016 approving and adopting the
long-term vision entitled Ambisyon Natin 2040 that will serve as a guide for development planning.
5
Population Census 2015
311
BOX 1: ZAMBOANGA PENINSULA
Source: NEDA-IX
To help realize Mindanao’s agribusiness and aquaculture/mariculture potentials, the

regional development goals of Zamboanga Peninsula will focus on the strengthening and
establishment of agri-processing centers – the Provincial Industrial Centers in Roxas,
Zamboanga del Norte; Pagadian City; Ipil, Zamboanga Sibugay; Isabela City and the
Dapitan-Dipolog-Polanco-Katipunan-RoxasManukan Growth Corridor.
The Regional Development Plan projected that:
“Over the next decade, the overall development agenda for the region entails a more serious
investment on physical infrastructures and human capital, the first being aimed at forging greater
physical and economic integration of the region’s cities and provinces with the rest of the country;
the second, being geared at building people’s competencies and capabilities to face new market
challenges, adapt to changes in technology, and contend with higher technical manpower demands
of a growing economy
C. JobsFit: The Project

In 2009, the Department of Labor and Employment (DOLE), in its resolve to adopt
coherent and innovative strategies in line with its mandate to provide efficient
employment facilitation services and respond to the prevailing job-skill mismatch
underlying the unemployment and underemployment problems in the country, initiated a
labor market signaling study dubbed as “Project JobsFit: DOLE 2020 Vision.” A
documentation report, enumerating the summary and recommendations of the study was
published and launched in June 2010.
The JobsFit study was updated in July 24, 2013. This was in recognition that since the study
was conducted, there had been major changes on the trends in the labor market. The
updating was done through a regional stakeholders consultations with key industry
players, training institutions/academe, employers’ groups, labor organizations and
concerned government agencies were conducted, numbering 49 participants.
Representatives from the rubber cooperatives, industrial group of Zamboanga, Zamboanga

Chamber of Commerce, ICT Council, labor union, sardines companies, hotel, cyber services,
academe, media, TVET Institutions, government agencies (NEDA, CHED, NSCB, DOST DepEd,
DA, DOT, MGB, PIA, MGB, PCA, NYC, LGU and TESDA) and DOLE Intermediaries (Guidance
312
Counselors Network and Public Employment Service Office) provided valued insights and inputs
to the 2013 JobsFit Updated Study.
With the advent of the Duterte Administration, a review of the Project JobsFit was conducted to
align with “Ambisyon Natin 2040”. The review process was undertaken through desktop review of
documents from related agencies, survey of emerging industries and job demands. In May 16, 2017
a consultation with selected labor market sector was conducted in Zamboanga City to validate the
JobsFit Data and Analysis.
D. The Limitations
The 2013 JobsFit report was constrained by time and resources, as well as limited stakeholder’s
participation. The facts and figures from the consultation workshop were merely indicative even as
the inputs were valuable since they reflected the experiences and views of stakeholders.
The 2017 Validation report faced similar constraint. The validation relied on document review
from allied agencies, including TESDA, GSIS, SSS, DTI, NEDA, DOLE, and CHED. The survey
conducted were cursory and limited in nature, but covered ample industries including the canning
and some service sectors. The Key Informant Interviews (KII) were limited in scope, covering few
industry leaders. Nevertheless, the data were subjected to a validation workshop involving key
stakeholders. The outputs of the validation workshop were inputted to this report.
2. Job Demand and Supply Analysis
This section analyzed job fit in five themes that impacts on the immediate and medium-term job
market in the region, namely: 1) The Regional Development Plan, 2) The Regional and Sub-
Regional Roles in Economic Development, 3) The Emerging Industries, 4) The Current Industries
and 5) The Global Trends and Asian Integration.
A. The Regional Development Objectives and Corresponding

Job Demands
Zamboanga Peninsula has nine (9) priority economic development agenda, which basically revolve
around the development of the agri-fishery resources, the mineral resources, promotion of SMEs
and the promotion of the economic zones and tourism. Across these development objectives,
technical specialists and blue collar jobs were identified through interview with respective job
markets and and analysis of the supply was made.
The general findings is that there are many technical specialists that are needed in the region but
are not present. In terms of numbers of individuals needed, this was rated as low, meaning less
than 300 posts are needed to be filled. Numerous blue collar jobs are needed in the region to
313
supply labor to the agriculture and fishery sector development. The number of labor needed was
rated high or more than 2,000 workforce needed across several development objectives.
Detailed analysis of human resource demands and supply gaps is provided in Matrix 1 below.
Matrix 1: Regional Economic Development Agenda Viz. Human Resource Demands and Gaps
As of May 30, 2017
PRIORITY IDENTIFIED VOLUME

ECONOMIC HUMAN HUMAN RESOURCE SUPPLY OF HR
DEVELOPMENT RESOURCE ISSUES AND GAPS DEMAND
AGENDA DEMANDS GAPS*
Promoting greater Technical Specialists: Technical Specialists:

processing of • Marine Biologists: alignment of • Low
agricultural raw • Agriculturists curriculum content to functional
products, such as • Marine Biologists food research and development
coconut, processed • Marine Product and commercial
Technologists cultivation/production
fish, mango, rubber,
• Organic Farming • Marine Product Technologists:
seaweeds, abaca,
Technologists alignment of curriculum content
banana, cassava and with industry need, with
calamansi, shift to Blue Collar Jobs: emphasis on product
higher value crops, commercial development and • Low
and development of • Skilled Farmers enhanced processing.
agri-based industries • Skilled Fish • Organic Farming Technologists:
thru the network of Processing Workers low number of technologists and
extension works; inclusion of
agri-processing
organic agriculture in the
centers and growth education curriculum of
corridors in the TechVoc and colleges.
region.
Blue Collar Jobs:
• Moderate
• Skilled Farmers who are
updated with current farming
technologies
• Skilled Fish Processing Workers:
low number of workers who are
trained in fish handling
• High
• Moderate
314
Expanding agri- Technical Specialists: Technical Specialists:

fishing output
through diffused • Agro-Mechanical • Agro-Mechanical Engineers: • Low
modern production Engineers alignment of mechanical
• Agricultural engineering courses to agro-
technologies, more
Researchers mechanical engineering.
public investment in
• Marine Biology • Agricultural Researchers:
industrial Researchers increase the number of
infrastructure, • Marine Product researchers with expertise on
technical assistance Technologists agricultural research and • Low
and agricultural • Organic Farming innovation.
research. This will Technologists • Marine Biology Researchers:
address productive • Agriculture increase the number of marine
Extentionist biologist with expertise on
potential of small
marine research towards
agricultural and functional food and industrial
industrial producers. Blue Collar Jobs:
uses.
• Skilled Farmers • Marine Product Technologists:
increase the number of marine • Low
• Skilled Fish product technologists
Processing Workers
• Organic Farming Technologists:
low number of technologists and
extension works; inclusion of
organic agriculture in the
education curriculum of
VocTech and colleges.
• Agriculture Extentionists:
Relative to the vast agricultural
resource and industry, the • Low
number of agriculture extension
workers are lacking.
Blue Collar Jobs: • Moderate

updated with current farming
technologies
• Skilled Fish Processing Workers:
low number of workers who are • Moderate
trained in fish product
production
• High
315
• High
Shifting land use and Technical Specialists: Technical Specialists:
development of its
89,000 hectares of idle • Agriculturists • Organic Farming Technologists: • Moderate
grasslands into the • Organic Farming low number of technologists and
Technologists extension works; inclusion of
production of high
• Environmental organic agriculture in the
value commercial education curriculum of
Engineers
crops for agri- VocTech and colleges.
• Agriculture
processing and Extentionists • Environmental Engineers: None.
exports. Most of the environmental
Blue Collar Jobs: engineers in the region
specializes in sanitation and not
• Skilled Farmers in area development and
engineering • Low
• Agriculture Extentionists:
Relative to the vast agricultural
resource and industry, the
number of agriculture extension
Blue Collar Jobs:

updated with current farming • Moderate
technologies
• High
Judicious exploitation Technical Specialists: Technical Specialists:
of mineral resources
guided by Minahang • Mining Engineers • Mining Engineers: There are few • Low
Bayan, Mineral • Environmental mining engineers in the region
Action Plan, and Engineers • Environmental Engineers: None.
• Community Most of the environmental • Low
Philippine Mining engineers in the region
Development
Act. Specialists specializes in sanitation and not
Blue Collar Jobs: in area development and
engineering
• Skilled Miners • Community Development
316
Specialists: CD graduates and • Low

practitioners need to be trained
in community development
work involving the development
of mining communities
Blue Collar Jobs:
• Skilled Miners: small-scale

miners/miners employed in big
mining companies need to be
trained in sustainable mining
and environmental protection.
• Moderate
Irrigation of Technical Specialists:
remaining irrigable
area of about 28,000 • Irrigation Engineers
hectares to propel the • Agriculturists
region into rice self- •
sufficiency and Blue Collar Jobs:
exporter within the
• Skilled labor
decade.
Supporting SMEs to Technical Specialists: Technical Specialists:

diversify economic • Low
activities in the rural • Small Enterprise • Small Enterprise Development
areas, particularly in Development Specialists: This HR is very
Specialists scarce in the region.
the processing of • Low
• Product • Product Development Specialist:
agricultural products, Development There is scarcity of this HR in
and in producing a Specialist the region.
variety of consumer • Community • Community Development • Low
goods. Development Specialists: CD graduates and
Specialists practitioners need to be trained
in community development
work involving enterprise
development.
Serious investment in Technical Specialists: Technical Specialists:
trade and tourism
promotion thru trade • Tourism Officers • Social Marketing Specialists: • Low
fairs, business market • Social Marketing There is scarcity of this HR in
Specialists the region.
matching, and trade
• International • International Relations Officers: • Low
missions, as well as, There is scarcity of this HR in
Relations Officers
technical assistance the region.
317
and upgrading Blue Collar Jobs:

programs for SMEs. Blue Collar Jobs:
• Tour Guides
• Events Managers • Tour Guides: There is scarcity of • Low
tour guides in the region
• Events Managers need to be
trained in events management • Low
catering to tourism promotion.
Promoting more Technical Specialists: Technical Specialists:

vigorously the Zambo
Ecozone in • Social Marketing • Social Marketing Specialists: • Low
Zamboanga City, the Specialists There is scarcity of this HR in
• Economic the region.
Provincial Agri-
Investment • Economic Investment
Industrial Centers in Specialists Specialists: There is scarcity of
the three provinces, • Economic this HR in the region. • Low
and strengthening the Development Zone • Economic Development Zone
17 Integrated Managers Managers: There is scarcity of
Development Areas • Investment this HR in the region. • Low
or IDAs across the Relations Officer • Investment Relations Officer:
region. There is scarcity of this HR in
the region.
• Low
Distributing and Technical Specialists: Technical Specialists:
developing the
remaining CARP • Development • Agriculture Extentionists: • Moderate
lands to tenant Facilitators Relative to the vast agricultural
• Agriculture resource and industry, the
farmers estimated at
Extentionists number of agriculture extension
about 3,400 hectares workers are lacking.
or 90.0 percent of
undistributed lands to Blue Collar:
Blue Collar:
free productivity
constraints in • Skilled farmers • Skilled farmers: who are
updated with current farming • High
agriculture and
enhance poverty technologies
reduction efforts in
the countryside.
Legend:
Low: Less than 300 posts needed
Moderate: 300 to 2,000 posts needed
High: More than 2,000 posts needed
318
B. Job Analysis Viz. The Regional and Sub-regional Roles
Within the development ambit of the region, the component provinces and cities are seen
to play crucial role. The regional development plan described these roles. From this, the
possible job demands were identified.
a) Zamboanga City, as “Asia’s Latin City”, will have to accelerate its growth as the
commercial, industrial, financial and educational center of the region. As host to
the only free port in Mindanao, and a new international quality standard airport, it
will serve as the region’s main gateway to Southeast Asia and the rest of the world.
It should also maintain its reputation as the biggest manufacturer and exporter of
canned sardines in the country. It hosts the 16,000-hectare Zamboanga Economic
Zone. “
Possible Job Demands:

• Canning factory workers
• Tours and travel managers and officers
• Restaurant waiters and Hotel workers
• Aircraft and airport maintenance worker
• Police and armed force personnel
• Event Organizers and Entertainers
• Conference Staff
b) Pagadian City, also known as the “Little Hong Kong of the South” because of its
hilly landscape, should assert itself as the regional administrative seat of
government.
“With an upgraded airport and refurbished seaport, it will be the region’s closest
link to the rest of Mindanao. It is the westernmost tip of the Zamboanga-Ipil-
Pagadian Development Corridor.

• Aircraft and airport maintenance worker
• Event Managers and Entertainers
c) Dipolog and Dapitan Cities comprise the tourist belt of the region; thus with the
Dipolog City Airport and Pulauan Port in Dapitan City, they will serve as main
entry points of tourists to in the region, as well as, its nearest link to Visayas and
Luzon. Both cities are major banana producers of the Peninsula. Dipolog,
otherwise known as the “Orchid City”, will remain as the Bottled Sardines Capital
of the country. Dapitan City, being host to Jose Rizal’s home of exile is also known
as the “Shrine City”, and will flourish as a major tourist city of the region.

319
• Events Managers and Entertainers
• Porters
• Cottage industry workers
d) Isabela City should strengthen its role as a major producer of commercial crops
such as rubber and coconut, in addition to commercial and municipal fishing.

• Rubber plantation workers
• Fishing boat workers
• Policemen
e) Zamboanga del Norte will remain as a major coco oil milling center, major
exporter of coco-oil, and key producer and processor of seaweeds and mango. It is
host to the Dapitan-Dipolog-Polanco-Katipunan-Roxas-Manukan Industrial
Growth Center, and the Provincial Agri-Industrial Center.

• Skilled agriculture plantation workers
f) Zamboanga del Sur is the major food production center and leading supplier of
fishery products in the region. It should build up its role as a major producer of
seaweeds and aquaculture products in the country.

• Skilled agriculture plantation workers
• Fishing Boat workers
• Fishpond/Aquaculture workers
g) Zamboanga Sibugay/Ipil is a major producer and exporter of raw rubber, rice,

marine and aqua-culture products. Ipil, as its major growth center, will serve as the
central conduit of the different provinces and cities within the region. In addition,
it will establish itself as the largest calamansi producer of the region”6

• Rubber plantation workers
• Agriculture plantation workers
C. Job Analysis Viz. Current Industries
Current industries in the region still revolves around agriculture, fisheries, service
industries and urban and household dwelling needs. While the labor supply for these
6
Regional Development Plan, NEDA-IX
320
industries are present, there is a need to improve the skills and capacities of the available
labor for these industries.
Matrix 2 presents the NEDA identified current industries and the corresponding human resource
requirements.
Matrix 2: Current Industries Viz. Human Resource Demands and Gaps
CURRENT INDUSTRIES* HUMAN RESOURCE DEMANDS
Rubber Rubber plantation workers/tappers
Fish Canning/Bottling Canning factory workers
Rice and Corn Skilled farmers
Vegetable Skilled farmers
Coconut Industry Skilled farmers
Mango Industry Skilled farmers
Dried Fish laborers
Cassava Skilled farmers
Duck Raising laborers
Fishing (and other Marine-related

Fishpond workers
production)
Calamansi Skilled plantation workers
Abaca Skilled plantation workers
Retail • Sales
• Security
Hotel and Restaurants • Waiters
• Hotel staff and crew
Teachers
Service Sector
Medical Professionals
• Education
• Health HRM and Tourism Professionals
• Hotel, Restaurant and Tourism
• Social Services Social Workers
• Carpentry
• Plumbing
Urban Housing, Household and
• Electrician
Dwelling Needs
• Laundry
• Cooking
• Janitorial
Source: NEDA-IX
321
D. Jobsfit Analysis Viz. Emerging Industries
Given the regional development goals and the current economic activities on the ground, there
are a number of emerging industries in the region. In the area of agriculture, there are two
emerging industries: Hogs and Poultry and Mango Plantations.
In the Industrial Sector, the emerging industries are mining, renewable energy and
shipbuilding. In the services sector, the emerging industries are: Transport and Logistics,
Hotel, Restaurant and Tourism, Health and Wellness, Poverty Alleviation and Peace Building
and Social Integration.
Matrix 3 provides a detailed JobsFit analysis of the emerging industries. This is based on key
informant interviews.
Matrix 3: Emerging Industries Viz. Human Resource Demands and Gaps
HR DEMAND GAPS
HUMAN HUMAN
IN TERMS OF
EMERGING INDUSTRIES RESOURCE RESOURCE
NUMBERS (HIGH,
DEMANDS SUPPLY GAPS
MODERATE, LOW)
Agriculture Vegetable Agri and Agri and Low

Production horticulturists horticulturists
• Hogs and Poultry Skilled farmers/

• Mango plantation workers High
Skilled farmers/
plantation workers
Industry
• Mining Mining engineers Mining engineers Low

• Renewable Energy
• Shipbuilding Industrial Engineers Industrial Low
Engineers
Ship Builders Moderate
Ship Builders
Services
• Transport and Mechanics Mechanics Moderate

Logistics
• Hotel, restaurant and Drivers Peace building Moderate
Tourism facilitators
• Health and Wellness Hotel staff and crew
• Poverty Alleviation Waiters
• Peace Building and
Social Integration Spa therapists
Community
development
322
workers
Peace building
facilitators
E. Jobsfit Viz. Global and Asian Trends

As Region IX is the gateway to BIMP-EAGA and other neighbouring countries, it has to forecast
the global and Asian trends. There are three global trends that will impact on labor force. These
are: 1) Upcoming Disruptive Technologies, Climate Change, and Asian Integration.
Disruptive technologies are new discoveries that will impact on the way economic production is
undertaken. This include computer advancement, artificial intelligence and nano technologies,
among others. On the other hand, climate change refers to changes in the atmosphere and physical
environment of the earth, to which economic production will have to adapt. Moreover, asian
integration is the movement towards an interface and collaborative economies with the Asia.
Matrix 4 provides a detailed analysis on how these trends impacts on jobsfit.
Matrix 4. Global and Asian Trends Viz. Human Resource Demands and Gaps
POSSIBLE HUMAN HR DEMAND

TREND HR SUPPLY GAPS
RESOURCE DEMANDS GAPS
Upcoming Disruptive Technical Specialists:

Technologies: • Moderate
• Disruptive Education curriculum
• Internet of Things, Technologies need to be enhanced to
• Big Data Analytics, Researchers meet the challenges of
• Artificial Intelligence, • Computer Engineers the upcoming
• Neurotechnologies, • Data Analytics disruptive technologies.
• Nano or Specialists
Microsatellites, • AI Specialists
Nanomaterials, • Neurotechnologies
Specialists Professionals in related • Moderate
• Additive
Manufacturing, • Nano Scientists fields need to upgrade
• Advanced Energy their knowledge and
Storage Technologies, Blue Collar Jobs: skills to adapt to new
• Synthetic Biology, and technologies.
• Block Chain • Computer Data
Encoders
• LAN Hardware Repair
and Maintenance
Climate Change Technical Specialists:
• Moderate
• Environment There is scarcity of HR
Engineers in this job groups
• DRR-CCA Specialist
• DRR-CCA Researchers
• DRR-CCA Specialist in
Agriculture
323
Asian Integration* • Paddy Rice Philippine labor across • High
• Other Grain these job groups are
• Other Crops largely unskilled
• Livestock
• Natural Resources
• Trade and Transport
• Private Services
• Mining Philippine labor across • High
• Food these job groups are
• Wood Products semi-skilled
• Chemicals
• Machinery
• Other Manufacturing
• Utilities
• Construction
• Government Services Philippine labor across • Low
these job groups are
skilled
*National Labour Force Survey, 2011
3. Priority Skills Requirements (Labor Demand)

and Supply Gaps
Demand. The identified key and emerging industries and trends that are seen as major source of
employment in the region. The Agribusiness sector needs skilled workers such as agriculturists,
agricultural engineers and farm technicians who specialize on the specific agricultural product like
rubber, for instance, as well as farm managers. These are considered hard-to-fill because graduates
of agriculture-related courses are more of a generalist and thus cannot be readily employed by the
specific sector (please refer to Table 1 below)
Specific to rubber production, skills requirements are as follows: professional mechanical

engineers, electrical and agricultural engineers, production supervisors, farm technicians and
rubber tappers. Food processors for value-adding and that on organic agriculture were also stated.
In processing the champion agricultural products of the region, the industry sector considers
Research and Development (R & D) as in-demand but hard-to-fill skill requirement due to the fact
that the available skills in the locality do not meet the requirements of the industry. Electricians,
welders and machine operators, technical writers, food technologists, food processors were also
identified. On the other hand, industry players in the fish and marine products processing consider
fish cleaners and fish production workers as in-demand skills. Skilled technicians, heavy
equipment mechanics, laboratory technicians/analysts, technical and marine engineers, oilers,
fishermen and accountants were also identified.
324
In the case of the Mining sector, the hard-to-fill vacancies are those for Metallurgical and Mining
Engineers and Geologists. Courses for these highly technical skills are not offered in any of the
schools/ higher educational institutions in the region. Heavy Equipment Workers will also be in-
demand. With the prospect of having new mining sites that will be operational in the next five
years, the mining sector (responsible mining) is projected to employ an estimated four thousand
mining workers.
Zamboanga Peninsula has been the source of call center agents, especially Spanish-speaking ones
for call centers located elsewhere in the country. With the recent creation of the ICT Council that
plans to establish call center in Zamboanga City (and some more are expected to follow with the
establishment of an ICT Park within the Zamboanga Ecozone), there is a projected demand for call
center agents, supervisors and managers to work right here in the region. Initially, the council is in
need of software developers by this time.
Hotels and restaurants in the region are constantly in need of cooks, baristas and skilled waiters
owing to the seasonality of the demand. Tour guides, receptionists and supervisors are also said to
be hard-to-fill occupations. Technical experts across various fields, especially on agri-fisheries,
social integration, climate change and disruptive technologies present a gap in the region. These
are key posts that will propel the various industries forward towards achieving regional goals.
Supply. Although graduates of agriculture-related courses abound in the region, they lack
specialized skills for a specific agricultural product. There is no agriculturist or farm technician
who specializes on mango production or rubber production, for instance. Industry players from
the rubber industry indicated that it takes six months to a year before existing vacancies are filled
up.
Fish cleaners need to possess certain skills that require three to six months training. Employers
from the fish processing industry resort to in-house training (under the
Apprenticeship/Learnership Program of TESDA) before new entrants are placed in the processing
line. Initially, in-house trainings have be conducted by TESDA in the fishing companies to ensure
that new entrants possessed the necessary skills required by the said industry.
Research and Development (R and D) personnel are not readily available in the region. There is a
dearth for this kind of skill because they are highly technical and there’s no course offering for
specific product in the region. The mining industry players who joined the consultation complain
of insufficient supply of manpower. Mining and metallurgical engineering courses are also not
offered in the region. These are sourced from other places like Cebu and Manila. Piracy is rampant
as those with experience become prized human resource of the company. For other employment
needs, these companies are forced to hire inexperienced workers who are made to undergo
training of 36 months on the average before they become asset to the organization. Even overaged
applicants are accepted if only to cover the deficiency.
There may abound a great number of hotel and restaurant graduates, yet they lack some of the
necessary skills and experience needed by the industry players. Most of the workers in hotels and
restaurants are not graduates of HRM. Because graduates of this course do not like to start off in a
rank and file position for a minimum wage.
For cyber services, it takes an average period of six months before vacancies for call center agents
are filled up. For 250 vacancies, there are 700 to 800 applicants. Even though applicants abound in
the region, the low hiring rate (only 2 out of 10 applicants are hired) is attributed to their lack of
proficiency in English with internationally accepted American accent and Spanish literacy
325
disqualify them for the post. Of those hired, 10-15% is estimated to quit or not finish the contract
due to their inability to handle work-related stress.
Job opportunity for call center managers and supervisors with at least five years experience usually
attracts 10 applicants for every vacant position. Medical transcriptionist, on the other hand,
registered an even lower hiring rate. Only 3 out of 100 applicants meet the following hiring
requirements: good listening skills; computer literate; preferably has medical knowledge and
proficient in written English communication. This is despite the fact that 3 schools are offering
Medical Transcription Program. To address the gap, industry players welcome high school
graduates and subject them to in-house training.
Table 1. Priority Skills Classified as Technical Specialists and Blue Collar Jobs
Indicating Issues and Supply Gaps
As of May 2017
IDENTIFIED HUMAN
RESOURCE DEMAND VOLUME OF
GAPS ACROSS HUMAN RESOURCE SUPPLY ISSUES AND GAPS HR DEMAND
DEVELOPMENT GAPS*
AREAS
A. Technical
Specialists
• Alignment of curriculum content to functional

1. Marine Biologists food research and development and commercial Low
cultivation/production.
• Alignment of curriculum content with industry
2. Marine Product need, with emphasis on product commercial
Low
Technologists development and enhanced processing.
• Increase the number of marine product
technologists.
3. Marine Biology • Increase the number of marine biologist with
Researchers expertise on marine research towards functional
food and industrial uses.
4. Organic Farming • Low number of technologists and extension
Moderate
Technologists works; inclusion of organic agriculture in the
education curriculum of TechVoc and colleges.
5. Agro-Mechanical • Alignment of mechanical engineering courses to Low
Engineers agro-mechanical engineering.
6. Agricultural
• Increase the number of researchers with Low
Researchers expertise on agricultural research and innovation.
7. Agriculture • Relative to the vast agricultural resource and
Moderate
Extentionists industry, the number of agriculture extension
• The region lacks environmental engineers with
8. Environmental specialization in area community environment Low
Engineers engineering and sustainable habitat design and
management.
9. Mining Engineers: Low
• There are few mining engineers in the region.
326
IDENTIFIED HUMAN
DEVELOPMENT GAPS*
AREAS
10. Community • CD graduates and practitioners need to be trained

Development in community development work involving the Moderate
Specialists: development of mining communities, enterprise
development and peace building.
• This HR is very scarce in the region. Specialized
11. Small Enterprise
training need to be conducted to develop this
Development Low
resource.
Specialists
12. SME Product

• There is scarcity of this HR in the region.
Development Low
Specialized training need to be conducted to
Specialist: develop this resource.
• There is scarcity of this HR in the region. This job
13. Social Marketing entails the capacity to communicate and mobilize Low
Specialists support for certain development goals across
industries.
• There is scarcity of this HR in the region. This is
14. International needed amid Asian integration and the Low
Relations Officers operationalization of BIMP-EAGA Corregidor.
15. Economic • There is scarcity of this HR in the region. The job

Investment entails knowledge on local and international Low
Specialists investment processes and keenness on analyzing
local and international market trends.
16. Economic • This is a specialized field needed to push the
Development Zone growth of the various economic zones and Low
Managers corridors of the region.
17. Investment • This is a specialized skill to serve in the promotion

Relations Officer: and facilitation of international and regional Low
investments.
• There is a need to build the capacities of tourism
18. Tourism Officers officers to optimize the tourism potentials of the Low
region.
19. Events Managers • Events Managers need to be trained in events Low
management catering to tourism promotion.
20. Chef • Increase the number of chef in the region through Low
specialized training.
21. Aircraft • Increase the number of aircraft maintenance
personnel in the region through specialized Low
Maintenance
training.
22. Ship Builders • Harness the local capacities for boat building and Moderate
improve their skills through specialized training.
23. Peace Building and • Amid the peace processes and cultural diversity of
Social Integration the region, there is a need to develop peace Low
building and social integration specialists to work
Specialists
on various programs, including policy
327
IDENTIFIED HUMAN
DEVELOPMENT GAPS*
AREAS
formulation.
• Higher education need to include disruptive
24. Disruptive technologies in their field of research and develop
Technologies capacities of researchers in this field. This is to Low
Researchers usher the movement of the region towards higher
technologies and system of economic production.
25. Computer Low
Engineers
• While the region does not have industries dealing
26. Artificial
with the production of computer technologies and
Intelligence
emerging disruptive technologies, these human
Specialists
resources are demanded in other regions and
27. Neuro-technologies Low
countries. Development of these capacities in the
Specialists
region will also usher-in new development
28. Nano Scientists Low
paradigms in the region.
29. Robotics Low
• Government agencies and LGUs need to invest in
30. Data Analytics data analytics to strengthen evidenced-based
programing and program implementation. Moderate
Specialists
Companies will also benefit from superior data
processing and analytics.
31. DRR-CCA Low
Specialist
32. DRR-CCA • Amid climate change, these human resource are Low
Researchers needed in the region to be deployed in line
33. DRR-CCA agencies and various field of development work.
Specialist in Low
Agriculture
B. Blue Collar Jobs
• The capacities of the region’s farming

communities need to be enhanced. Agencies need
to realized that this segment of the population is
the largest human resource in the region,
1. Skilled Farmers attending to the vast agricultural lands of the High
region. The famers need to be updated with
organic farming and current farming technologies
and should have knowledge on climate change
adaptation as applied to farming.
2. Rubber tappers and • There is a need to increase the number of this Moderate
plantation workers human resource.
3. Skilled Fish
Processing and • Low number of workers who are trained in fish
handling. High
Canning Factory
Workers
4. Fishpond and • This industry has not reach its potential in the High
Aquaculture region and had been stagnating despite the
328
IDENTIFIED HUMAN
DEVELOPMENT GAPS*
AREAS
Workers resources available. One huge gap is the capacities

of the human resource working in this field.
• Largely the workers in fishing boats learned their

5. Fishing Boat skills through hard knocks school. Government High
Workers can intervene to enhance these skills.
• Small-scale miners/miners employed in big

6. Skilled Miners mining companies need to be trained in Moderate
sustainable mining and environmental protection.
• There is scarcity of tour guides in the region.
7. Tour Guides: Moderate
8. Waiters • The youth are spending so much on HRM courses Moderate

offered in the region and end up as waiters and
hotel crews, jobs which are not commensurate to
the education investment. There is a need to re-
9. Hotel Crew think this area with the possibility of TESDA Moderate
regulating the schools offering HRM course or
offering short-term certificate courses to address
the need for this job groups.
10. Policemen Moderate
11. Entertainers Moderate
12. Event Organizers Low
13. Conference Staff Moderate
14. Porters Moderate
15. Cottage Industry
Craftsmen and Moderate
women
16. Security Guards Moderate
17. Carpenters • These set of skills and manpower is needed both High
18. Plumbers by households and by the construction industry. Moderate
The region need to increase the number of this
19. Electrician Moderate
resource.
20. Expert Cooks Moderate
21. Airport
Maintenance Moderate
Workers
22. Transportation
Mechanics and Moderate
repairman
23. Computer Data Moderate
Encoders
24. LAN Hardware
Repair and Moderate
Maintenance
25. Heavy Equipment
Operators
329
REGION 10
NORTHERN
MINDANAO
330
REGIONAL LABOR MARKET SITUATIONER NORTHERN MINDANAO
REGION X - NORTHERN MINDANAO

The Northern Mindanao is

composed of five (5)
provinces: Camiguin,
Misamis Oriental, Lanao del
Norte, Bukidnon, and
Misamis Occidental.
Population (2015) : 4,689,302

2
Area : 20,496.02 km
GRDP
Northern Mindanao’s Gross

305M (2016) to 323M (2017)
LABOR FORCE

decreased by 0.4
(2013) to 5.3% (2017).
331
NORTHERN MINDANAO REGIONAL LABOR MARKET SITUATIONER
REGION X - NORTHERN MINDANAO
EMPLOYMENT
SHARE (2016)
REGIONAL INVESTMENTS
Over three year period, the region's investment performance

AGRICULTURE, HUNTING, grew at an average of 30.26%.
Coconut-based products, fresh fruits, and other resource-
based sector leads the regional exporting sector which
34.48% accounts to 87.8% of the region's total export value.
Agriculture and Forestry The following are the sectors that generate to the export value
of the region:
1.90%
Fishing
INDUSTRY
7.73%
Construction
0.45%
Water, Electricity
and Gas Supply
0.45%
Mining and
Quarrying
5.19%
Manufacturing
SERVICES
0.95% Financial and Insurance

Activities
Wholesale & Retail

Motor Vehicles
5.84% Public Administration

and Defense; and
Compulsory Social
Security
332
1. Regional Economic Structure
Northern Mindanao Economy grew by 7.6 percent in 2016

In 2016, our economy grew by 7.6 percent (higher than the 5.7% growth
in 2015, and the highest since 2010)
The 2015 figure brought the medium-term growth rate to 6.5 percent, which is by far
better than what the region has ever achieved in the two decades preceding.
2010-2016: Growth was broad-based

On the supply side, growth in the past six years was broad-based as all three ma-jor
productive sectors – agriculture, industry and services – have shown positive growth. Most
notable is the growth of industry which grew by 8.1 percent, largely driven by construction
and manufacturing.
Services remained to have the largest share of the region’s total output at 43.1 percent, followed by Industry
at 35.1 percent and Agriculture, Hunting, Forestry & Fishing at 21.9 percent.
The percent shares of Services and Industry to the total econo-my of the region increased
while AHFF decreased. – NEDA
The Top Subsectors in 2016
• Manufacturing (with
20.2% share),
• Agriculture & Forestry

(with 19% share),
• Trade (with15.7% share)
Source: National Economic Development Authority
333
2. Employment Trends
Labor and Employment Indicators 2010 2011 2012 2013 2014 2015 2016
Total Household Population 15 yrs and over 2802.3 2873.8 2944.9 3,001.1 3,048.8 3109.3 3169.4
Total Labor Force 1956.0 2010.5 2057.8 2,050.8 2,114.4 2106.9 2106.8
Participation Rate 69.8 70.0 69.9 68.4 69.3 67.8 66.5
Employed 1858.3 1920.3 1962.9 1,934.2 1,990.9 1989.1 1995.9
Employment Rate 95.0 95.5 95.4 94.3 94.2 94.4 94.7
Underemployed 547.7 537.9 576.7 504.1 512.5 496.0 562.3
Underemployment Rate 28.0 27.1 28.3 25.7 25.7 24.9 28.2
Unemployed 97.5 90.2 94.8 116.3 123.8 117.8 110.9
Unemployment Rate 5.0 4.5 4.6 5.7 5.9 5.6 5.3
Region nearing full employment, but one-fourth of workers are

underemployed
In 2016, while the region is near full employment, about 28 out of 100 workers desired to
find more or additional work hours.
Half of workers are in Services sector

About half of the workers are in Services sector. However, labor also struggles with low
productivity as manifested by cheap part time work particularly in low skill and informal
services sectors.
The agriculture sector, which has the least share of the economy among the sectors,
employs about 35 percent of workers.
At the moment, our employment data shows that 19 out of 20 Region 10 aged 15-64 are em-
ployed, but 5 out of those 19 employed are underemployed--- meaning: employed persons
who expressed the desire to have additional hours of work in their present job or in an
addi-tional job, or to have a new job with longer working -DOLE
Region nearing full employ-ment, but one-fourth of workers are underemployed

In Region X, employment data shows that 19 out of 20 Region
334
10 aged 15-64 are employed, but 5 out of those 19 employed are underemployed---
meaning: employed persons who ex-pressed the desire to have additional hours of work
in their pre-sent job or in an additional job, or to have a new job with longer working
hours.
With the projected 24 thousand new graduates every year (based on CHED projections)
that will join our job-seekers by March or April this year, we need to double time on our
effort to grow more enterprising and business opportunities for our growing labor force
Source: Philippine Statistical Authority
EMPLOYMENT AND PRODUCTIVITY
335
Productivity is highest in
the Industry sector
In Northern Mindanao,
Industry Sector has the
highest productivity with
386,350.8 over the last ten
years. Higher than
Agriculture, Hunting,
Forestry & Fishing Sec-tor
and Services Sector with
95,861.7 and 128,685
respective-ly. Real estate,
Renting & Business
Activities under Services
and Electricity, Gas and Water Supply under industry has the highest productivity
subsectors.
Demography
The population in Northern Mindanao
Total 2015 2010
Population has reached 4.69 million according to the
4,689,302 4,284,594 latest data released by Census of
Urban 1,773,0329/ Population
Rural 2,524,2919/
Male 2,182,786 (POPCEN). The average rate increase of

Female 2,100,808 the popu-lation annually was pegged at
1.68 percent from 2010 to 2015
0-14 years 1,498,073
-Philippine Statistics Authority
15-64 years 2,614,126
65 years and 172,395

over
Density 229 210
(persons per
square
336
kilometer)
Growth rate 1.6812 2.0611
Average 4.5 4.7

household
size
The population in Northern Mindanao or Region X

has already reached 4.69 million.
The population in Northern Mindanao has reached
4.69 million according to the latest data released by
Census of Population (POPCEN). The average rate
increase of the population an-nually was pegged
at 1.68 percent from 2010 to 2015, said the
Philippine Statistics Authority (PSA).
Northern Mindanao or Region X is composed of

cities of Cagayan De Oro and Iligan, provinces
of Bukidnon, Camiguin, Misamis Oriental,
Misamis Occidental, and Lanao Del Norte.
POPCEN showed that the population has reached

4,689,302. It is 391,979 up compared to data
gathered in 2010. The Region X has now the 8th
biggest population in the country.
The province of Bukidnon compromised 30.2

per-cent of the total population with a population
of 1,415,226, while Camiguin has the smallest
NORTHERN MINDANAO INVESTMENT
337
Northern Mindanao Investment

SECTOR 2016 Reached 28.39 Billion
Coconut-based products 604.39

Fresh Fruits 126.2 Over a three year period, the region’s
Other Resource-Based Products 51.43 investment performance grew at an
Industrial Manufactures 44.41
Animal Based Products 0.49 average of 30.26%
Wood-based Products 24.58
Processed Foods 17.26
Special Transactions 11.09
Sugar and Cane Products 4.02 Coconut based Products, Fresh Fruits,
Rubber-Based Products 2.51 and Other Resource Based Sector
Iron and Steel 1.63 leads R10 exporting sector which
Mineral-Based Products 1.38
Aquamarine 1.3 accounts to 87.8% of the region’s total
Gifts, Toys & House wares 1.14 ex-port value
Consumer Manufactures 0.02
PROCESSED FRUITS
• Establishments of Dehydration Plants
• Feed Mill
• Bottling; and
• Quarantine treatment facilities like;
Ø Vapor Heat Treatment (VHT)
Ø Hot Water Treatment (HWT)

and processing
338
AGRIBUSINESS
• Northern Mindanao is best suited for

production of both tropical and temperate
vegetables
• Investment opportunities in the

Production and Processing of High Value
Vegetables
• Rain Shelters;
• Packing sheds and cold chain facilities;
• Processing plants; and
• Processing plants; and
• Refrigerated transport services.
POULTRY
• Triple A Dressing Plant
• Cold Chain Facility
• Corn Post Harvest Facilities
• Feed Mill
AQUAMARINE
• Post-harvest equipment and machinery
339
• Multi-species processing plants Hatcheries
• Seaweed Production
• Mari culture
• Aqua Feed mill; and
WOODWORKING
Processing facility for furniture components and
other wood-based construction materials
WOVEN TEXTILES AND CRAFTS
• Silk Production
A. Filature Equipment ( Silk reeling, etc)
B. Mulberry Plantation
C. Cocoon Rearing
• Abaca Equipment
SERVICES
340
EXPORTS
Northern Mindanao Value of Exports (in million US $), by Sector
VALUE IN MILLION US $ GROWTH
SECTOR 2014 2015 2016 RATE
Animal Based Products 0.27 4.45 0.49 34.72%
Aquamarine 0.28 0.33 1.3 115.47%
Coconut-Based Products 598.05 518.84 604.39 0.53%
Consumer Manufactures 0.09 0.23 0.02
Fresh Fruits 92.53 85.26 126.2 16.79%
Gifts, Toys & Housewares 0.83 0.9 1.14 17.20%
Industrial Manufacturers 57.39 69.44 44.41 -12.03%
Iron & Steel 3.38 1.47 1.63 -30.56%
Mineral Based Products 1.91 2.88 1.38 -15.00%
Other Resource-Base 47.57 47.53 51.43 3.98%

Products
Processed Foods 67.82 63 17.26 -49.55%
Rubber-Based Products 3.53 3.38 2.51 -15.68%
Special Transactions 2.74 4.95 11.09 101.18%
Sugar and Sugar Cane 9.12 9.97 4.02 -33.61%

Products
Wood-Based Products 38.19 25.99 24.58 -19.77%
REGIONAL TOTAL 923.7 838.6 891.85 -1.74%
Seven (7) of 15 industry sectors sustained positive growths from 2014 to 2016. Aquamarine
sector got the highest growth with 115%, followed by Special transactions (101%), Animal
Based Products (34.72%), Gifts, Toys & Housewares (17.20%), Fresh Fruits (16.7%), Other
Resource Based Products (3.98%) and Coconut-Based Products (0.53%). However, a huge
decline of export value with negative growth was noted in Processed foods (-49%), Wood-
341
based Products (-19.7%), Mineral Based Products (-15%), Sugar Cane Products (-33%), Iron
and Steel (-30%), Industrial Manufactures (-12%) and Rubber Products (-15.68%).
TECHNICAL VOCATIONAL EDUCATION AND TRAINING

TRENDS
TVET Providers in Region X
A Total of 178 TVET Providers are present in Northern Mindanao.
Majority are Private TVIs (150), followed by TESDA Technical Institution (10),
Local Govern-ment TVI(9), DEP-ED (5) and Shools, Universities and Colleges SUC (4).
Tourism and Construction remained to have the largest share of the region’s total TVET registered
programs amounting to 45% with a total of 222 and 166 registered programs respectively.
There is also positive growth in the

Automotive & Land Transport and
Metals and Engineering
- TESDA
SECTOR 2016
Agri-Fisheries 30
Automotive and Land 84

Source: Technical Education and Skills Development Authority Transport
Construction 166
Electronics 41
Garments 12
Health, Social and other 155

Services
Heating, Ventilation, Air- 7
Conditioning, and
Refrigeration (HVAC/R)
Information and 48
Communication
Technology
Metals and Engineering 83
Processed Foods 12
Tourism 222
Total 860
342
TVET GRADUATES 2013-2016
Sector 2012 2013 2014 2015 2016 TOTAL %Dist.

Agri- Fisheries 18667 20665 5358 5403 5822 55915 10%
Automotive and Land 9064 13076 4529 4529 8511 41165 8%

Transport
Construction 29391 31653 11058 8643 12978 93543 17%
Electronics 951 1051 1523 2981 2294 8800 2%
Garments 100 110 1648 1929 1657 5444 1%
Health, Social and other 3170 3505 29430 24406 35808 96319 18%
Services
Heating, Ventilation, 2861 3365 470 286 426 7408 1%
Air-Conditioning, and
Refrigeration (HVAC/R)
Information and 18558 13706 8359 3165 2356 46144 8%
Communication
Technology
Metals and Engineering 22696 26105 9105 4089 8221 70216 13%
Processed Foods 5634 7094 4021 2850 3452 23051 4%
Tourism 9861 10177 19538 25823 32530 97929 18%
Total 120,953 130,507 95,039 85,380 114,055 545,934
Source: Technical Education and Skills Development Authority
343
TVET HIGHLIGHTS
• TVET graduates in Northern Mindanao grew by 76% annually over the last 6 years
• Majority of the graduates belongs to the Tourism and Health, Social and Other Services sector.
• Sector with positive growth are Tourism, Health, Social and Other Services sector. Automotive
land transport, Garments, Electronics, Heating and ventilation.
• Negative growths were found in the sector Information and Communication and processed
foods.
PROJECTED NUMBER OF RETIREES 2016-2022

A total of 149,791 retirees in Private Sector is projected in the next 5 years
YEAR Projected Retirees
An average of 24,0000 retirees in the
2017 16,685 Private sector annually in the last five
2018 19,355 years beginning 2017 growing by 18%
2019 22,452
2020 26,044 Majority of this retirees are wage and
2021 30,211 salary workers which mean replacement
2022 35,045 workers will be needed in the industries in
Region X
Source: Social Security System (SSS)
A total of 7,473 Government Positions-SSS
AGE OF MEMBER NO. OF MEMBERS will be vacated in the next 6 years.
54 833
55 808
56 840 As of March 2017, there are already
57 867
58 791
59 720
2,589 government workers aged 60-65
60 664
61 573
years old.
62 488
63 411
64 280
65 173
OWWA MEMBERS 2011– 2016

OWWA membership in Northern Mindanao grew by 10% annually over the
past six years.
344
YEAR MALE FEMALE TOTAL Percent
Increase/
Decrease
2011 3,630 5,180 8,810

2012 5,933 3,581 9,514 7.9%
2013 6,004 4,490 10,494 10.3%
2014 7,407 4,651 12,058 14.9. %
2015 7,898 5,275 13,173 9.2%
2016 7,508 5,193 12,701 3.5%
A Total of 24,750 professionals were recorded per data of

Professionals Regulation Commission (PRC).
YEAR NUMBER Since 2011, OWWA membership continues to
2012 5,933 increase from only 8,819 in 2012. It has now
12,701 in 2016.
2013 6,004
Meanwhile, there is also an overwhelming
2014 7,407 increase in the board exams passers as report
by the Professional Regulation Commission
2015 7,898
-OWWA/PRC
2016 7,508
Source: Professionals Regulation Commission (PRC)
345
HIGHER EDUCATION INSTITUTIONS IN REGION 10
Northern Mindanao has a total 81 Higher Education Institutions
Northern Mindanao has total 81 Higher Education Institutions (HEI) in based on CHED
data in 2016. Of the 81 HEIs, 63 are private, 10 are State Colleges and University and 8 are
Local Universities and Colleges.
BUKIDNON 13. STI Colleges of Mindanao 12. St. Peter's College

14. Vineyard International Polytechnic Col-
1. ACLC College of Bukidnon, Inc. 13. Sta. Monica Inst. of Technology
lege
2. Bukidnon State University 15. Xavier University LANAO DEL NORTE
3. Central Mindanao University MISAMIS ORIENTAL 1. Christ the King College de Maranding
4. Don Carlos Polytechnic College 1. Colegio de Sto. Niño de Jasaan 2. Lanao School of Science and Technology
5. IBA College of Mindanao 2. Initao Community College 3. MSU-Lanao del Norte Agricultural College
6. Mindanao Arts & Tech. Institute 3. Mis. Or. Institute of Science & Technology 4. MSU-Maigo School of Arts & Trades
7. Mountain View College 4. Mis.Or. State College of Agri. & Tech. 5. North Central Mindanao College
8. Northern Bukidnon Community College 5. MSU-Naawan MISAMIS OCCIDENTAL

9. Pangantucan Bukidnon Community Col-
6. Opol Community College 1. Adventist Technological Institute
lege
10. Philippine College Foundation 7. St. Peter's College 2. Dr. Solomon U. Molina College, Inc.
11. Philippine Countryville College Inc. 8. St. Rita's College of Balingasag 3. Medina Foundation College
12. Quezon Institute of Technology 9. Tagoloan Community College 4. Misamis University Oroquieta Unit
13. Roman C. Villalon Memorial Colleges 10. The New El Salvador College 5. Northwestern Mindanao Christian College
14. San Agustin Institute of Technology CAMIGUIN 6. Sacred Heart College of Calamba
15. San Isidro College 1. Camiguin Polytechnic State College 7. Southern Capital College
16. Southern Maramag Colleges 2. Fatima College of Camiguin 8. Stella Maris College
17. Valencia Colleges (Bukidnon), Inc. GINGOOG CITY OZAMIZ CITY

CAGAYAN DE ORO CITY 1. Christ the King College 1. La Salle University
1. AMA Computer College 2. Gingoog City Colleges 2. Medina College

2. Blessed Mother College 3. Gingoog Christian College 3. Misamis Institute of Technology
3. Cagayan de Oro College ILIGAN CITY 4. Misamis University
4. Capitol University 1. Iligan Capitol College 5. Northwestern Mind. Institute of Tech
5. Golden Heritage Polytechnic College 2. Iligan Medical Center College 6. Our Lady of Triumph Institute of Tech
6. Liceo de Cagayan University 3. Lyceum of Iligan Foundation TANGUB CITY

7. Lourdes College 4. Masters Technological Inst. Of Mind. 1. Gov. Alfonso D. Tan College
2. Northwestern Mind. State College Of Sci. &
8. Mindanao University of Sci. & Technology 5. Adventist Medical Center College
Tech.
9. Oro Bible College 6. MSU-Iligan Institute of Technology
10. Pilgrim Christian College 9. Picardal Inst. Of Science & Technology
11. Southern de Oro Phil. College 10. St. Mary's Mat. & Children's Hosp. School
12. St. John Vianney Theological Seminary 11. St. Michael's College
Source: Commission on Higher Education (CHED)
346
Higher Education Institutions Graduates 2012-2016
Northern Mindanao Produced 24,000 College Graduates annually.
Northern Mindanao Higher Educational Institutions produced an average of 24,000

college graduates annually based on the data of the Commission on Higher Education
(CHED) since 2012.
Majority of the graduates are graduates of Business Administration and related

courses (29%), Education and Teacher Training (18%), Engineering and technology
(11%). CHED also reported a negative growth in Mathematics, Religion and
Theology, Social and Behavioral Science, IT related Course and Engineering and
technology.
SCHOOL YEAR Growth DISTRI-

Rate BUTION
2012/2 2013/2 2014/2 2015/2 2016/2 Total
DISCIPLINE
013 014 015 016 017
6,430 6,836 6,559 7,459 7,850 35,134 5% 29%
Business Admin. and Related
3,463 4,010 3,992 4,374 5,460 21,299 12% 18%
Education and Teacher Training
2,747 2,839 2,370 2,177 2,667 12,800 -1% 11%
Engineering and Technology
3,167 2,566 1,983 1,784 1,494 10,994 -20% 9%
Medical and Allied
IT- Related 2,423 2,202 1,738 1,939 2,001 10,303 -5% 9%
Other Disciplines 1,545 1,367 1,570 1,595 1,809 7,886 4% 7%
Agricultural. Forestry, Fisheries, 685 750 843 1,075 785 4,138 6% 3%

Vet Med
Humanities 340 709 715 616 1,604 3,984 63% 3%
Maritime 208 818 603 735 1,221 3,585 86% 3%
Social and Behavioral Science 714 862 716 699 271 3,262 -40% 3%
Natural Science 264 1,390 393 376 535 2,958 53% 2%
Mathematics 91 624 51 91 76 933 -120% 1%
Mass Communication and 102 125 240 30 269 766 206% 1%

Documentation
General 279 424 - 14 0 717 -12% 1%
Home Economics 78 126 172 164 164 704 23% 1%
Law and Jurisprudence 80 88 181 112 105 566 12% 0.5%
Service Trades 10 18 92 67 120 307 133% 0.3%
Architectural and Town 26 35 11 43 85 200 51% 0.2%

Planning
347
Religion and Theology 31 20 66 17 8 142 -42% 0.1%
Fine and Applied Arts 5 2 7 15 5 34 26% 0.0%
TOTAL 22,688 225,811 22,302 23,382 26,529 120,712 4
AGRIBUSINESS
KEY EMPLOYMENT GENERATORS IN NORTHERN

MINDANAO
KEY EMPLOYMENT
GENERATORS
• Agribusiness
• Manufacturing
• Power
• Construction
• IT-BPM
• Health and
Wellness
• Hotel, Restaurant
and Tourism
• Wholesale &
Retail Trade
• Banking and
Finance
• Transport and
Logistics
• Ownership,
Dwellings, and
Real Estate
• Education
348
MANUFACTURING
IN DEMAND JOBS HARD-TO-FILL

• Chemist • Chemist
• Farmers • Horticulturist
• Horticulturist • Agriculture Extension Worker
• Seaweed Farmer • Researcher
• Agriculture Extension Worker • Soil Science
• Researcher • Soil Technologist
• Quality Control Specialist • Taxonomy
• Soil Science • Genomics
• Soil Technologist • Bioinformatics
• Plant Pathology • Food Processors
• Taxonomy • Agriculturists
• Genomics • Agriculture Engineers
• Bioinformatics • Hatchery Manager
• Slaughterer
• Food Processors
• Fish Technologists
• Agriculturists
• Agriculture Engineers
• Forester
• Land Surveyor
• Hatchery Manager
349
POWER

• Mechanical Engineers • Mechanical Engineers
• Electrical Engineers • Electrical Engineers
• Laboratory Analysts • Laboratory Analysts
• Plant Operators • Industrial/Mechanical Technologist
• IT Specialist • Heavy/Light Equipment Operators
• Industrial/Mechanical Technologist • Accountant
• Heavy/Light Equipment Operators • Plant Mechanic
• Accountant • Nanotechnology
• Plant Mechanic • Safety, health and quality inspectors
• Nanotechnology • Evisceration
• Pipefitters
• Welders
• Brick Layers
• Safety, health and quality inspectors
• Evisceration
• Instrumentation Technician,
• Operator/Mechanic,
• Accounting Supervisor
• Carpenter
• Electrician
• Civil Engineer
350
• Chemist • Chemist
• Mechanical Technician • Mechanical Technician
• Geologist • Geologist
• Electrical Control Operator • Electrical Control Operator
• Industrial/ Mechanical Technologist • Industrial/ Mechanical Technologist
• Heavy/Light Equipment Operators • Equipment Operator
• Pipefitters • Electrical Technician
• Welders
• Safety Inspectors
• Health Inspectors
• Quality Inspectors
• Evisceration
• Equipment Operator
• Electrical Technician
CONSTRUCTION
351
IN-DEMAND JOBS
• Mechanical Engineers • Plumbers • Mechanical Engineers
• Electrical Engineers • Bookkeeper • Electrical Engineers
• Laboratory Analysts • Backhoe • Laboratory Analysts
• Plant Operators • Mixer • Plant Operators
• Pipefitters • Road Roller • Pipefitters
• Welders • Greader • Welders
• Brick Layers • Dump Truck • Brick Layers
• Carpenter • Loader • Carpenter
• Electrician • Electrician
• Civil Engineers • Civil Engineers
• Carpenters • Carpenters
• Mason • Mason
• Welders • Welders
• Heavy Equipment • Heavy Equipment Operators
Operators • Transit Loader
• Transit Loader • Crane
• Crane • Laborers
• Laborers • Driver
• Driver • Foreman
• Foreman • Mechanic
• Mechanic • Painters
• Painters Electricians
• Electricians
352
IT-BPM

• Call Center Agent • Customer Service • Call Center Agent
• Business Analyst Represntative • Team Leader
• Payroll Assistant (CSR) • Card Dealer
• Encoder • Call Center Agent • Graphic Artist
• Online Teacher (CCA) • Animator
• Team Leader • IT Support Staff • Programmer
• Card Dealer • Team Leader • Web Designer
• Graphic Artist • Training Specialist • System Engineer
• Quality Analyst • Quality Analyst • PHP Programmer
• Animator • Animator • Web Designer
• Programmer • CSR • System Designer
• Java JSP Programmer • CCA • Transcriptionist
• PHP Programmer • IT Support Staff • Computer Hardware
• Web Designer • Team Leader
• System Engineer • Training Specialist
• Web Designer
• System Designer
• Medical
• Transcriptionist
HEALTH AND WELLNESS
353
• Dentist • Dentist
• Dietician • Dietician
• Gym Instructor • Gym Instructor
• Massage therapist • Nurses
• Hairdresser • Optician
• Nurses • X-ray Technologist
• Optician • Pharmacist
• X-ray Technologist • Dance Instructor
• Beautician • Optometrist
• Barbers
• Midwife
• Pharmacist
• Dance Instructor
• Ballet Instructor
• Optometrist
• Customer Service Representative
• Clerks
ACCOMMODATION AND FOOD SERVICE ACTIVITIES
354
HOTEL AND RESTAURANT

• Front Office Agent • Cook
• Attendant • Food Server and Handler
• Baker • Customer Service Representative
• Food Server and Handler • Accountant
• Food and Beverage Service • Auditor
• Attendant Waiter • Other housekeeping services
• Customer Service Representative • Reservations Officer
• Clerks
• Accountant
• Auditor
• Sales Representative
• Bartender
• Room Attendant
• Other housekeeping services
• Reservations officer and Other
• Tour Guides
• Butler
• Kitchen Crew
FINANCIAL AND INSURANCE ACTIVITIES
355
• Collector • Collector
• Accountant • Accountant
• Budget Officer • Credit Investigator
• Bookkeeper • Human Resource Manager
• Credit Investigator • Card Dealer
• Accounting Clerk
• Human Resource Manager
• Salesperson
• Card Dealer
• Customer Service
• Business Analyst
• Payroll Assistant
• Encoder
TRANSPORTATION AND STORAGE
356
• Automotive Painter Clerk (Ticket • Communications Specialist
Agent) • Conductor (Land transportation)
• Communications Specialist • Delivery Associate
• Conductor (Land transportation) • Freight Forwarder
• Customer Care Representative • Operations Staff
• Delivery Associate • Maintenance Mechanic
• Freight Forwarder • Checker
• Operations Staff • Driver
• Portman
• Ticket Teller
• Maintenance Mechanic
• Checker
• Driver
REAL ESTATE ACTIVITES
357
• Licensed Broker • Licensed Broker
• Sales Person • Property Consultant
• Property Consultant • Collector
• Collector • Construction Worker
• Construction Worker • Accountant
• Accountant • Budget Officer
• Budget Officer • Business Analyst
• Bookkeeper
• Credit Investigator
EDUCATION
358
• Accountant • Teachers
• Clerks • Guidance Counselor
• Teachers • Auditor
• Guidance Counselor • Human Resource Manager
• IT
• Computer Specialist
• Auditor
• Office Clerks
• Bookkeeper
WHOLESALE AND RETAIL TRADE; REPAIR OF MOTOR

VEHICLES AND MOTORCYCLES

• Sales Person • Leasing Manager
• Merchandiser • Accountant
• Promodiser • Human Resource Manager
• Sales Consultant • Business Analyst
• Leasing Manager
• Property Consultant
• Stock Clerk
• Accountant
• Budget Officer
• Bookkeeper
359
3. LABOR MARKET ISSUES AND CHALENGES
Gaps and Challenges
Industry
• Lack of training / unqualified manpower supply

• Need to improve oral and written communication skills and developing the right
attitude for the job
• Decline in enrolment rate and number of graduates
• Equipment and tools in the laboratories of the training institutions did not actually
match with those used in the field
• Lack of opportunities for wage employment/no big companies to hire graduates
• There are some instances that workers in the sector are not really familiar with
their jobs
• Lack of market/Investors Culture/attitude problem towards labor-intensive jobs
• Low profile of agri-related occupations
• Limited local market for agri-based products (non-food agri-products)
• Problem on the supply of raw materials not available in some locality/areas (non-
food products)
• Power supply in some areas hinders industrialization
• Reduced agricultural area due to commercialization
• Lack of entrepreneurial skills
Recommendations
360
• Intensify training and enhancement of skills; provide more training and field
exposure to trainees
• Convergence of agencies to fully implement programs.
• Massive advocacy on the job opportunities of agri-related courses/programs
• Review program offerings and to include entrepreneurship CHED
• Policy recommendations to review the curriculum on Agriculture related programs
to include Entrepreneur-ship and students to have more exposure for field immersion
DOST
• Massive Advocacy on the Scholarships being provided to students taking up
Agriculture programs Training Institutions/Schools
• Coordinate with DOLE on the job placement activities and information
dissemination on success stories that promote agri-related occupations
• Promote researches that would introduce new technology in the field of
Agriculture & Fishing
• Intensify Career Guidance to include AFF as a key employment generator in the
region LGUs/Government
• Advocacy promotion through PESO, CGN, PhilJobNet, PESO CTEC, Strengthen
CTECs / PESO, SRS and Job Fair
• Promote agribusiness as a viable job opportunity in the country considering the
abundance of natural re-sources LGUs is required to formulate Investment Code to
include businesses that would be beneficial to the community using available raw
materials in the locality
• New technology must be introduced to make agri-related jobs
• Provide more scholarship grants to students willing to take up Agriculture and
provide benefits after graduation (like provision of a parcel of land for them to cultivate
and create job opportunities)
• Create an inter-agency convergence program that will spearhead and implement
programs on the promotion of agribusiness
Agribusiness
Issues
Agriculture vacancies are hard-to-fill or in-demand included the lack of or no

interest to work in the areas of Agri-Industry, which according to the industry and
the supplier manifested in the dwindling numbers of students enrolling in
agriculture-related courses, and much smaller number who graduated from the
course and sparsely number of licensed agriculturists. Agriculture courses are
said to be unattractive to students nowadays.
Further, the plant location was also considered one factor why there are fewer
applicants for the jobs available.
Recommendations
Intensify the promotion of agricultural production technology to farmers by the

Department of Agriculture (DA), State Colleges and Universities, and the Local
Government Units
361
Encourage related agencies to do research development.
Construction
Issues
Not meeting industry requirements

Need for skills upgrading of workers
Low salary of highly-skilled workers
Lack of exposure/hands-on training
Industry
Low income for highly-specialized skills and hard-to-fill occupations in the

region/locality thereby resulting to overseas employment (Architects,
Chemists, Heavy Equipment Operators)
No insurance provided to workers particularly the laborers
Recommendation
Provide a standard compensation scheme that is at par with other countries for
workers with highly specialized skills
Continue and strengthen tie-up with construction firms through the promotion of
Public-Private Partnership (PPP) that would create more employment opportunities
Hotel, Restaurant and Tourism
Issues
limited training especially those of highly specialized fields
Recommendation
Standardize the OJT Program/practicum included in the curriculum of HRM/ Tourism

students
Lack of relevant trainings, employers have observed that the new entrants to the labor
force have poor skills on both oral and written communications.
fewer applicants who have qualified driving skills. There were also noted issues on the
right attitude of the applicants towards work.

Graduates/Jobseekers
362
Poor communication skills
Lack of competency skills (to include advanced computer skills)
Lack of training exposure
Attitude problem towards work
Business Industry
Competitive Jobs in the business sector
Fast turnover rate
Lack of opportunities for career growth
Education
Issues
Low quality of graduates due to lack of qualified teachers

Recommendations
Increase remuneration of teachers to make them stay in the country
Real Estate
Issues
Lack of geodetic engineers

Recommendations
Companies should offer scholarship on courses/skills that they want/need Strengthen
linkages with business groups in the Region through the TIPC
Power
Issues
A great demand for heavy equipment operator/ mechanic, electrician and lineman
on the new power plant in the region
Recommendation
For TESDA to Prepare training for the upcoming power plant in the region
363
REGION 11
DAVAO REGION
364
REGIONAL LABOR MARKET SITUATIONER SOUTHERN MINDANAO
REGION XI - SOUTHERN MINDANAO

The Southern Mindanao,

also known as Davao
Region, is composed of five
(5) provinces: Compostela
Valley, Davao del Norte,
Davao del Sur, Davao
Oriental, and Davao
Occidental.
Population (2015) : 4,893,318

2
Area : 20,244 km
GRDP
Davao Region’s Gross

FUTURE JOBS 333.4M (2016) to 369.8M
(2017)
Chemist, Customer Service Assistants (Tellers),
Content Writing In-Charge, Assistant Area Sales Manager,
and Solar Power Engineers
LABOR FORCE
NEW JOBS
Field Technician Agronomist, Customer Care Assistant (Help

Desk), Multi-lingual Agents, Graphic Designer, Computer
Programmers, Online Data and Content Management, The unemployment rate
decreased by 2.0
Department Coordinators, and License Brokers percentage points
365from 6.9%
(2013) to 4.9% (2017).
SOUTHERN MINDANAO REGIONAL LABOR MARKET SITUATIONER
REGION XI - SOUTHERN MINDANAO
EMPLOYMENT
SHARE (2016)
REGIONAL POTENTIAL INVESTMENT
The National Economic and Development Authority XI

together with the Davao Region’s Regional Development
Councils (RDC) had planned an Annual Investment Program
(AIP) for the year 2018. Along with the program is the region’s
endeavor to achieve one percent growth in its Gross Regional
32.24%
Domestic Product (GRDP) by 2018. NEDA had targeted a
growth in the industry sector by 13 to 14 percent, services
sector at 8 to 9 percent and the agriculture, forestry and
Agriculture and Forestry fisheries sector by 2.8 to 3.8 percent.
2.23% The proposed investment of Davao Region for 2018, as

identified by NEDA is Php 88.2 billion (AIP 2018).
Fishing
Investment breakdown per province
Regionwide
INDUSTRY
Davao City
Davao del Sur
Davao Occidental
6.99% Davao del Norte
Construction Compostela Valley
Davao Oriental
0.30%
Water, Electricity Davao City has the biggest share which is 28 percent of the
and Gas Supply propose investment, roughly around Php 24.8 billion, Davao
1.79% del Norte and Davao Oriental on the other hand with the
same percentage of 17 percent has propose investment of
Mining and Php 15 billion each. Compostela Valley has a share of Php 14.1
Quarrying billion which is 16 percent of the propose investment. Davao
5.85% Occidental which has 10 percent of the investment has a
share of Php8.82 billion and Davao del Sur with 7 percent has a
Manufacturing share of roughly Php 6.1 billion. While regionwide comprises 5
percent of the propose investment or Php 4.41 billion.
SERVICES
The National Economic and Development Authority XI’s target
with the Poverty incidence in Davao Region shall be reduced
7.14% Transport and Storage from 16.6 percent in 2015 to 15.6 percent in 2018 (NEDA, 2017)
The Department of Trade and Industry (DTI) XI on the other
1.19% Activities hand continue to support the region with its programs and
services. One step that the department had taken was the
development of the Micro, Small and Medium Enterprise
0.35% Real Estate Activities Development (MSMED) Plan.
Wholesale & Retail
According to DTI, MSMED Plan aims to encourage the
Motor Vehicles development of Micro, Small and Medium Enterprises (MSMEs)
in all productive sectors of the economy. The plan also aims to
5.41% Public Administration provide employment opportunities for every Filipinos.
and Defense; and
Compulsory Social
Security
366
1. Rationale
The World Economic Forum (WEF) had identified skills mismatch as one of the
prominent issues in the global economic crisis (Davos-Klosters, 2014). Skills Mismatch as
defined on page 34 of the Philippine Employment Projection Model (PEPM) 2015, occurs
when the supply of skills does not correspond to the demand of skills in an industry or in
the economy. It was also emphasized on that model that mismatch may indeed cause
unemployment rates to remain high, as companies shows unwillingness to hire workers
without adequate skills or qualifications.
A study conducted by Peter J. Slaone and IZA World of Labor on Overeducation, Skills
Mismatches and Labor Market outcomes for Australian College Graduates suggest that
there is evidence of college graduates employed in occupations that do not require a
college degree, which shows that the skills obtained by the graduates in college were not
being fully used (Slaone, 2014). In fact, Slaone and IZA World of Labor had identified
several types of job/education mismatch; overeducated- define as an individual who has
completed more years of education than the current job requires; overqualified- defined as
an individual who holds higher qualifications that the current job requires; overskilled-
define as an individual who is unable to fully use his acquired skills and abilities in the
current job; vertical mismatch- defined as the level education or skills by an individual is
less or more that the required level in the current job; and horizontal mismatch- define as
the level of education or skills of an individual is appropriate but the type of education is
not.
On the other hand, Philippines continue to experience job-skills mismatch,

unemployment and underemployment problems. However, for the past six years a notable
improvements was seen in the employment situation of the country. The Labor Force
Survey in October 2015 showed that the unemployment rate of the country dropped to
5.7% which was the lowest recorded unemployment rate in the decade. In Davao Region,
Labor Force Survey (LFS) for 2016 shows that the average unemployment rate dropped to
4.5 percent compared to 5.8 percent on 2015.
Despite of these data, the country still experience prevailing issues on employment. Thus,
it is necessary to update the existing data to see the new trend in the Labor Market.
This study aims to synthesize the Davao Region’s Labor Market Situationer, identifying
the region’s Key Employment Generators (KEGS), emerging industries, and the region’s
labor market demand and supply.
367
2. Gross Regional Domestic Product, Davao
Region
Table 1. Gross Regional Domestic Product, Davao Region : 2013- 2015

(Estimates as of July 2016)
LEVELS (IN BILLION
GROWTH RATES (%)
REGION PESOS)
2013 2014 2015 2013-2014 2014-2015
AT CURRENT
PRICES
DAVAO REGION 459.8 518.8 563.8 12.8 8.7
AT CONSTANT 2000
PRICES
DAVAO REGION 257.4 281.4 303.7 9.3 7.9
Source: Philippine Statistics Authority, Gross Regional Product 2013-2015
Below is Davao Region’s GRDP: 2014-2016
Figure 1 Gross Regional Domestic Product, Davao Region: 2014- 2016
GRDP
340,000,000
333,022,026
330,000,000
320,000,000
310,000,000
304,412,137
300,000,000
G
R
D
P
290,000,000
281,348,316
280,000,000
270,000,000
2014 2015 2016
Source: Philippine Statistics Authority XI
368
Davao Region’s Gross Domestic Product (GDP) shows slight increase of 1.2 % from
2014 (8.2%) up to 2016 (9.4%), base on the 2016 Report on the Regional Economy of
Davao Region by the Philippine Statictics Authority XI.
Table 1.1 Growth Rate by Industry/ Subsector: Region XI

2014-2015 & 2015-2016 (at Constant 2000 Prices, in Percent)
INDUSTRY/ YEAR 2015 2016
I. AGRICULTURE, HUNTING, FORESTRY & FISHING 1.4 1.3
a. Agriculture & Forestry 1.1 1.3
b. Fishing 6.8 0.9
II.INDUSTRY SECTOR 12.2 16.5
a. Mining & Quarrying 25.6 15.7
b. Manufacturing 12.4 11.2
c. Construction 10.2 25.8
d. Electricity, Gas and Water Supply 16.1 44.5
III.SERVICE SECTOR 7.5 7.5
a. Transport, Storage & Communication 9.4 6.4
b. Trade & Repair of Motor Vehicles, Motorcycles 7.4 7.5
Personal, Household Goods
c. Financial Intermediation 5.5 10.2
d. Real Estate, Renting & Business Activities 8.2 6.9
e. Public Administration & Defense; 2.6 5.1
f. Other Services 8.2 7.9
GROSS REGIONAL DOMESTIC PRODUCT 8.2 9.4
(GRDP)
There is a notable increase in the Industry Sector of Region XI by 4.3% as of 2016.

Data shows that Construction Industry and Electricity, Gas & Water Supply
Industry has remarkable increase. The percentage on the Service Sector sustained at
7.5% from 2015-2016.However, an increase on Financial Intermediation Industry is
noticeable.
369
Figure 1.2 Sectoral Distributions of Agriculture, Hunting, Forestry & Fishing by Sector: 2016
(At Constant 2000 Prices)
FORESTRY & FISHING
5.2%
Fishing
Agriculture &
Forestry
94.80%
Agriculture & Forestry is 94.8% of Davao Region’s AHFF outputs for 2016. Fishing on the
other hand is just 5.2% of the total output.
Figure 1.3 Sectoral Distribution of Industry Sector: 2016

INDUSTRY SECTOR
4.40%
29.60%
Manufacturing
63.30% Mining & Quarrying
2.70% Construction
Electricity, Gas & Water
Supply
Manufacturing Industry is 63.3% of Region XI’s Industry Output. Construction

Industry is at 29.6% while Electricity, Gas & Water Supply is at 4.4%. Mining &
Quarrying is accounted at 2.7%.
370
Figure 1.3 Sectoral Distribution of Services: 2016
SERVICES
Trade & Repair of Motor

Vehicles
17.80% Real Estate, Renting & Business

4.70% 37.40% Activities
10.10% Transport, Storage &
Communication
Financial Intermediation
15%
15%
Public Administration &
Defense;
Other Services
For the year 2016, Trade and Repair Services is 37.4 percent of the total output of service
industry. It was also accounted that Other Services is 17.8 percent. Real Estate, Renting &
Business Activities on the other hand is 15 percent of the total output. Transport, Storage &
Communication is also 15 percent, Financial Intermediation at 10.1 percent while Public
Administration & Defense; Compulsory Social Security is at 4.7 percent

The Labor Force Participation Rate (LFPR) in Davao Region in October 2014 was at
65.5 percent from 64.9 percent in October 2013 (PSA XI).
371
Figure 2 Labor Force & Employment Status Region XI, October 2009-2014
2000
1950
1900
1850 In the
Labor
1800 Force
Employed
1750
1700
1650
2009 2010 2011 2012 2013 2014
Source: Philippine Statistics Authority XI, Labor Force and Employment Status Region XI, October 2009-2014
Figure 3 Labor Force Participation Rate,

Employment & Unemployment Rate Region XI, October 2009-2014
120
100
80
Employment Rate
60 Unemployment
Rate
40 Participation Rate
20
0
2009 2010 2011 2012 2013 2014
Source: Philippine Statistics Authority XI, Labor Force Participation Rate, Employment Rate and Unemployment
Rate Region XI, October 2009-2014
Table 2. Employed Persons by Sex, and Major Industry Group, Region XI

2012-2014 (In thousands)
MAJOR INDUSTRY GROUP 2012 AVERAGE 2013 AVERAGE 2014 AVERAGE
FEMALE: 677 660 706
Agriculture & Forestry 161 156 159
Fishing & Aquaculture 2 2 3
Mining & Quarrying 2 2 3
Manufacturing 37 34 42
Electricity, Gas, Steam & Air
2 1 1
Conditioning Supply
Management and Remediation - 1 1
372
Activities
Construction 3 3 4
Wholesale & Retail; Repair of
Motor
227 209 219
Vehicles & Motorcycles
Transportation & Storage 5 4 5
40 48 52
Activities
Information & Communication 4 5 4
Financial & Insurance Activities 9 10 11
Real Estate Activities 3 2 4
Professional, Scientific &
Technical
3 4 4
Activities
Administrative & Support Service
8 9 12
Activities
Public Administration & Defense;
34 35 39
Compulsary Social Services
Education 35 36 42
Human Health & Social Work
14 15 13
Activities
Arts, Entertainment & Recreation 6 8 8
Other Service Activities 65 63 62
Activities of Households as
Employers; Undifferentiated Goods
21 18 24
and Services Producing Activities
of
Households for Own Use
Activities of extraterritorial
- 2 -
Source: Philippine Statistics Authority XI, Employed Person by Sex & Major Industry Group, Region XI, 2012-2014 (In
thousands)
For three (3) years, the average employed female in different major industry group is 681
(in thousands). It is noticeable that the Wholesale & Retail; Repair of Motor Vehicles &
Motorcycles has the highest number of employed female from 2012-2014. Second to the list
is the Agriculture & Forestry Industry with an average employed female of 159 (in
thousands).
Table 2.1 Employed Persons by Sex, and Major Industry Group, Region XI
2014
MAJOR INDUSTRY GROUP 2012 AVERAGE 2013 AVERAGE
AVERAGE
MALE: 1198 1191 1226
373
3 3 4
Conditioning Supply
Management and Remediation 2 3 3
Activities
Construction 94 97 101
Motor
131 137 146
28 31 32
Activities
Professional, Scientific &
Technical
4 4 4
Activities
26 27 22
Activities
49 48 56
Compulsary Social Services
Education 13 13 16
7 6 5
Activities

Employers; Undifferentiated
Goods
and Services Producing Activities 2 3 2
of
1 2 -
Source: Philippine Statistics Authority XI, Employed Person by Sex & Major Industry Group, Region XI, 2012-2014 (In
thousands)
374
Repair of Motor Vehicles & Motorcycles has the highest number of employed female from
2012-2014. Second to the list is the Agriculture & Forestry Industry with an average
employed female of 159 (in thousands).
Table 2.1 Employed Persons By Sex, and Major Industry Group, Region XI
2014
MAJOR INDUSTRY GROUP 2012 AVERAGE 2013 AVERAGE
AVERAGE
MALE: 1198 1191 1226
3 3 4
Conditioning Supply
Management and Remediation 2 3 3
Activities
Construction 94 97 101
Motor
131 137 146
28 31 32
Activities
Professional, Scientific & Technical
4 4 4
Activities
26 27 22
Activities
49 48 56
Compulsory Social Services
Education 13 13 16
7 6 5
Activities
Employers; Undifferentiated Goods 2 3 2
375
and Services Producing Activities
of
1 2 -
Source: Philippine Statistics Authority XI, Employed Person by Sex & Major Industry Group, Region XI,
As compared to the employed female from 2012-2014, employed male were dominant in
Agriculture & Forestry Industry with an average of 494 (in thousands). Next to the list has
an average of 138 (in thousands), which is the Wholesale & Retail; Repair of Motor Vehicles
& Motorcycle. The average employed male in Davao Region is 1,205 (in thousands). It is
also evident that male were dominant compared to female in terms of employment.
Table 2.2 Employed Persons by Highest Grade Completed by Sex

AVERAG
HIGHEST 2012 2013 2014 E
GRADE IN 3
MAL FEMAL TOTA MAL FEMAL TOTA MAL FEMAL TOTA
COMPLETED E E L E E L E E L YEARS
NO GRADE 28 17 45 23 13 36 25 13 38 40
COMPLETED
COMPLETED 424 170 594 463 170 633 444 170 614
GRADES I-V 265 85 350 273 81 354 257 76 333 346
GRADUATE 159 85 244 190 89 279 187 94 281 268
HIGH SCHOOL 471 240 711 465 250 715 507 285 792
1ST-3RD YR. 184 87 271 176 97 273 194 100 294 279
GRADUATE 287 153 440 288 154 442 313 185 498 460
COLLEGE 273 232 505 262 238 500 260 248 508
UNDERGRADUAT
E 157 101 258 115 82 197 143 107 250 235
GRADUATE &
HIGHER
116 131 247 147 156 303 118 142 260 270
Note: Details may not add up to totals due to rounding.
Source: Labor Force Survey, Philippine Statistics Authority Employed Persons By Highest Grade Completed by
Sex October 2012-2014 (In thousands)
The data above shows that the highest educational attainment of Davao Region’s Labor
Force from 2012-2014 is High School Graduate with an average of 460 (in thousands). Male
High School Graduate is more dominant than that of female in the Labor Force of Davao
Region.
376
On the other hand, the data manifest that an average of 40(in thousands) of Davao Region’s
Labor Force don’t have any educational attainment. This only shows that educational
attainment is a factor an employer considers, as according to World Economic Forum,
companies shows unwillingness to hire workers without adequate skills or qualifications.
Regional Potential Investment (DTI & NEDA)

The National Economic and Development Authority XI together with the Davao Region’s
Regional Development Councils (RDC) had planned an Annual Investment Program
(AIP) for the year 2018. Along with the program is the region’s endeavor to achieve one
percent growth in its Gross Regional Domestic Product (GRDP) by 2018. NEDA had
targeted a growth in the industry sector by 13 to 14 percent, services sector at 8 to 9 percent
and the agriculture, forestry and fisheries sector by 2.8 to 3.8 percent.
The proposed investment of Davao Region for 2018, as identified by NEDA is Php 88.2
billion (AIP 2018).
Below is the geographical breakdown of Investment per province:

Figure 4. Investment Breakdown per
Province
17% 5%
Regionwide
28%
Davao City
16%
Davao del Sur
Davao Occidental
7%
Davao del Norte
17%
10% Compostela
Valley
Davao Oriental
Source: National Economic and Development Authority XI
Davao City has the biggest share which is 28 percent of the propose investment, roughly
around Php 24.8 billion, Davao del Norte and Davao Oriental on the other hand with the
same percentage of 17 percent has propose investment of Php 15 billion each. Compostela
Valley has a share of Php 14.1 billion which is 16 percent of the propose investment. Davao
377
Occidental which has 10 percent of the investment has a share of Php8.82 billion and
Davao del Sur with 7 percent has a share of roughly Php 6.1 billion. While regionwide
comprises 5 percent of the propose investment or Php 4.41 billion.
The National Economic and Development Authority XI’s target with the Poverty
incidence in Davao Region shall be reduced from 16.6 percent in 2015 to 15.6 percent in
2018 (NEDA, 2017).
The Department of Trade and Industry (DTI) XI on the other hand continue to support
the region with its programs and services. One step that the department had taken was
the development of the Micro, Small and Medium Enterprise Development (MSMED)
Plan.
According to DTI, MSMED Plan aims to encourage the development of Micro, Small and
Medium Enterprises (MSMEs) in all productive sectors of the economy. The plan also
aims to provide employment opportunities for every Filipinos.
In Davao Region, DTI XI Accomplishment Report for 2016 shows provision of

employment opportunities to Davaoeños.
Below is the 2016 DTI Jobs generated from MSMED Plan.
Table 3. DTI Jobs generated from MSMED Plan

2016 1ST
ST
1 SEM SEMESTER ACCOMPLISHMENT
DAVAO COMPOSTEL
DAVAO DAVAO DAVAO
TARGET DEL A TOTAL
CITY DEL SUR ORIENTAL
NORTE VALLEY
10,045 7,914 2,741 3,395 3,825 2,205 20,080
Source: Department of Trade and Industry XI, January-June 2016 MSMED Plan Accomplishment Report
The Department of Trade and Industry XI generated a total of 20,080 jobs by the 1st
semester of 2016. Its target was only 10,045 thus, they have reached 199 % of their target for
1st quarter 2016. 79% of the accomplishment is from Davao City, 27% is from Davao del
Sur, 34% from Davao del Norte, 38% is from Davao Oriental and 21% is from Compostela
Valley.
378
Table 3.1 DTI July-December 2016 MSMED Plan Accomplishment
2016 JAN- 1ST SEM 2016 JULY- 2016 2016 OVERALL

2ND SEM
JUNE ACCOMPLISH DEC. OVERALL ACCOMPLISH
ACCOMPLISH
MENT TARGET TARGET MENT
MENT
TARGET
10,045 20,080 14,989 29,790 25,034 49,870
Source: Department of Trade and Industry XI,

July-December 2016 MSMED Plan Accomplishment Report
On the 2nd Semester of 2016, the Department of Trade and Industry XI generated a total of
29,790 jobs. Again, it is 199% of their total target which is 14,989. For the whole year of
2016, DTI XI had generated a total of 49,870 jobs for Davaoeños. This is 199% of the
department’s accomplishment for 2016.
3. Labor Market Supply
Supply in Davao Region

Projected number of Potential Workers with required education & skills (Local)
Table 4 Technical Education & Skills Development Authority (TESDA)

Region XI Technical TESDA XI 66,885 82,822
Vocational Education &
Training (TVET) Graduates
Source: Technical Education & Skills Development Authority XI
Table 4.3 Department of Education (DepEd)

Senior High School (SHS) DEPED XI 33,244 33,244
Graduates by Tracks (Public Schools)
DEPED XI 33,282 33,282
(Private Schools)
DEPED XI 460 460
(SUC)
Source: Department of Education XI
Note: No graduates yet since K12 was just newly implemented
379
Below is the breakdown of Senior High School by Tracks. The 33,244 students from Public
Schools is comprise of 15,885 males and 17,359 females. Moreover, students from Private
Schools comprises 15,144 males and 18,138 females with a total of 33,282 students. The
Number of students from State Universities & Colleges is only 460, 178 of which were
male and 282 were female. A total of 66,986 students were enrolled as Senior High School
in Davao Region as of November of 2016.
Table 5. Davao Region Enrollment of Senior High School

as of November 18, 2016 by Track
PUBLIC PRIVATE SUC GRAND
TRACK
M F TOTAL M F TOTAL M F TOTAL TOTAL
ACADEMIC-ABM 390 1,109 1,499 1,488 2,881 5,369 32 75 107 6,975

ACADEMIC- GAS
3,462 5,048 8,510 2,172 2,502 4,674 - - - 13,184
ACADEMIC-
799 1,460 2,259 1,411 2,749 4,160 53 105 158 6,577
HUMMS
ACADEMIC-STEM 593 636 1,229 3,280 3,063 6,343 58 59 117 7,689
ACADEMIC- PRE-
BACCALAUREATE - - - 34 2 36 - - - 36
MARITIME
ARTS & DESIGN 41 50 91 24 27 51 - - - 142
SPORTS 5 4 9 - - - - - - 9
TVL 10,595 9,052 19,647 6,375 5,914 12,649 35 43 78 32,374
TOTAL 15,885 17,359 33,244 15,144 18,138 33,282 178 282 460 66,986
Table 5.1 Top 10 Technical, Vocational & Livelihood Offering In terms of

Number of Students enrolled per Specialization
NO. OF NO. OF
PUBLIC SCHOOLS PRIVATE SCHOOLS
STUDENTS STUDENTS
1. Food & Beverages
2,361 1. Automotive Servicing 927
Services
2. Cookery 2,187 2. Computer Programming 706
3. Shielded Metal Arc
3. Bread & Pastry 2,136 509
Welding
4. Computer System
4.Horticulture 1,114 437
Servicing
5.Animation 1,076 5. Bread & Pastry 357
6. Food & Beverages
6.Housekeeping 1,017 291
Services
7. Computer System 7. Computer Hardware
1,016 261
Servicing Servicing
8. Electrical
Installation& 977 8. Cookery 168
Maintenance
380
9. Agri-Crop
768 9. Housekeeping 160
Production
10. Automotive
618 10. Caregiving 145
Servicing
The Department of Education offers several tracks for students. In Davao Region,
DepEd XI offers eight (8) tracks for Senior High School. One of these tracks is the
Technical, Vocational & Livelihood (TVL) Offering. The above table shows the Top
10 TVL Offering both in Public and Private Schools. It is apparent that in Public
Schools, Food & Beverages Services has the highest number of enrolled students
while in Public Schools, Automotive Servicing has the highest number of students
enrolled. It is observable that Automotive Servicing is only at Top 10 in Public
Schools while it tops in Private Schools.
The top 10 Specialization in Public Schools are as follows: Food & Beverages
Services; Cookery; Bread & Pastry Production; Horticulture; Animation;
Housekeeping; Computer System Servicing; Electrical Installation & Maintenance;
Agri-Crop Production; and Automotive Servicing.
Moreover, the top 10 Specialization in Private Schools are as follows: Automotive

Servicing; Computer Programming; Shielded Metal Arc Welding; Computer System
Servicing; Bread & Pastry Production; Food & Beverages Services; Computer
Hardware Servicing; Cookery; Housekeeping; and Caregiving.
INFLOW OF FOREIGN WORKER

Table 1 shows the list of Alien Employment Permit issued by the Department of
Labor and Employment XI for the period 2013 to 2017. The data indicates the
occupation, nationality and the corresponding job position occupied. The issuance
of Alien Employment Permit is one of the requirements for the working visa
application with Bureau of Immigration (BI).
Table 6. Inflow of Foreign Workers

NO. OF JOB
OCCUPATION NATIONALITY POSITIONS
OCCUPIED
Mine Technical Operation consultant African 1
Accent Trainer American 1
Chef Financial American 1
381
Chief Operating Officer American 1
Consultant American 2
Consultant Project Development Support Group American 1
Director American 1
Director of Environmental Permitting American 1
Director-Sourcing and Distribution American 1
Executive Director American 1
Facility Director American 1
IT/Marketing Consultant American 1
Language and Foundation Skills Trainer American 1
Management Consultant American 1
Marketing Director/Corporate Liaison American 1
Master Chef American 1
Mechanical Erection Manager American 1
Operations and Maintenance Trainer American 1
Part-Time English Tutor American 1
President American 1
Site Manager American 1
Teacher/Faculty American 1
Technical Support Representative American 1
Vendor Manager/VP American 1
Vice President for Project Expansion American 1
VP GMS Site Operations American 1
Auto Electrical Instructor Australian 1
Consultant Australian 1
District Manager (Mindanao) Australian 1
Finance Consultant Australian 1
Finance Manager Australian 1
General Manager Australian 1
Health Safety and Environmental Manager Australian 1
MEP Manager (Mechanical and Electrical Plumbing) Australian 1
Operations Director Australian 1

President/CEO Australian 1
Site Superintendent Australian 1

Superintendent (Marine) Australian 1
General Manager Bangladeshi 1
Agricultural Services Manager Belizean 1
iOS and Web Developer Brazilian 1
Vice President For Pineapple Production Brazilian 1
Advance Life Support Paramedic Instructor British 1
Board Of Director British 1
382
Commercial and Compliance Manager British 1
Construction Manager Consultant British 1
Consultant for Commercial Affairs British 1
Consultant for Reflex Instrumentation British 1
Consultant LSM Ship Operation British 1
Deputy Consttruction Project Manager British 1
Executive Director British 1
Head of Occupational Health, Safety and
Security British 1
Operations Manager and Scuba Technician British 1
Project Commercial Manager British 2
Project Construction Manager British 1
Project Manager British 2
Consultant Canadian 1
Marketing Consultant Canadian 1
President Canadian 1
Administration Interpreter Chinese 1
After Sales Officer Chinese 1
Assistant Database Translator Chinese 1
Assistant General Manager Chinese 1
Assistant Logistic Supervisor Chinese 1
Assistant Logistics Manager Chinese 1
Assistant Manager Chinese 2
Assistant Project Consultant Chinese 1
Assistant Technical Consultant Chinese 1
Auditor Chinese 1
Branch Procurement Translator Chinese 1
Building Design Consultant Chinese 2
Bus Duct Consultant Chinese 1
Chairman Of The Board and Director Chinese 1
Chemical Engineer Chinese 1
Chief Consultant to the Engineers Chinese 1
Chief Project Consultant Chinese 3
Chinese Interpreter Chinese 1
Chinese Speaking Sales Manager Chinese 1
Chinese Speaking Sales Representative and
Construction Equipment Controller Chinese 1
Construction Estimates Consultant Chinese 2
Construction Project Finance Consultant Chinese 2
Construction Project Manager Chinese 1
Construction Quality Assurance/Control
383
Consultant Chinese 2
Construction Senior Project Consultant Chinese 2
Construction Site Consultant Chinese 1
Consultant Manager Chinese 1
Database Translator Chinese 1
Electrical Consultant Chinese 2
Engineering Data Consultant Chinese 1
English to Mandarin Interpreter/Translator Chinese 1
Executive Chinese Cook Chinese 1
Export Marketing Supervisor Chinese 1
Export Sales Marketing Consultant Chinese 2
Faculty Chinese 1
Faculty Volunteer Chinese 1
Field Operations Manager Chinese 1
Finance Analyst Chinese 1
Finance and Marketing Consultant Chinese 4
Finance and Marketing Consultant Chinese 1
Finance Officer Chinese 2
Finance Officer for China Accounts and Supplies Chinese 1
Foreign Business Consultant Chinese 1
Foreign Clients Marketing Mgr. Chinese 1
Foreign National Employees Consultant Chinese 1
General Manager Chinese 1
Heavy Equipment Mechanical Consultant Chinese 3
Import Facilitator and LED Technician Chinese 1
Industrial Maintenance & Mechanical
Industrial Thermal Boiler As Structural
Chinese
Consultant 1
Industrial Thermal Boiler Consultant Chinese 1
Instrument Technical Consultant Chinese 1
Insulation Consultant Chinese 1
Insulation Technical Consultant Chinese 1
International Purchasing Officer-Hongkong Chinese 1
Liaison Officer Chinese 1
Logistics Officer Chinese 1
Machine Maintenance Technician Chinese 1
Management Analyst Chinese 1
Management Confidential Consultant Chinese 1
Management Confidential Staff Chinese 1
384
Mandarin Interpreter and Purchaser Chinese 1
Mandarin Language Teacher Chinese 1
Market Research Analyst Chinese 1
Marketing and Warehouse Distribution
Specialist Chinese 1
Marketing Consultant Chinese 7
Marketing Manager Chinese 3
Marketing Manager and Interpreter Chinese 1
Marketing Manager and Machine Technician Chinese 1
Marketing Manager for Korea and China Chinese 1
Materials Strength Consultant Chinese 2
Mechanical Technician Chinese 14
Mechanical Technician/Consultant Chinese 1
Mineral Classifier and Quality Control Chinese 1
Mineral Quality Assessor/Inspector Chinese 1
Mining Site Supervisor Chinese 1
Operation Consultant Chinese 1
Operation Manager Chinese 2
Operations Consultant Chinese 1
Overseas Accounts & Mandarin Trans Chinese 1
Overseas Accounts Consultant/Mandarin
Translator Chinese 1
Overseas Accounts Consultant/Translator Chinese 1
Overseas Marketing Consultant Chinese 1
Overseas Procurement Consultant and
1
Mandarin Trans Chinese
Overseas Procurement and Mandarin Translator Chinese 1
Overseas Purchasing Consultant Chinese 1
Overseas Treasurer Consultant and Mandarin Chinese 1
Planning Consultant Chinese 1
Power Plant Erection Supervisor-Civil Works Chinese 5
Power Plant Erection Supevisor-Electrical Works Chinese 11

Power Plant Erection Supvisor Chinese 16
Procurement Officer and Mandarin Translator Chinese 1
Procurement Officer and Translator Chinese 1
Procurement Officer for China Based
3
Construction Materials Chinese
Procurement Translator Chinese 1
Product Development And Export Officer Chinese 1
Product Marketing Consultant Chinese 1
Product Quality Consultant Chinese 2
385
Product Quality Control Chinese 1
Product Quality Control Analyst Chinese 2
Product Quality Control Consultant Chinese 1
Project Manager Chinese 1
Purchasing Coordinator Chinese 1
Purchasing Manager-China Chinese 1
Purchasing Manager-Hongkong Chinese 1
Quality Assurance Manager Chinese 1
Quality Control Chinese 1
Quality Control Analyst Chinese 1
Quality Control Inspector Chinese 1
Quality Controller Chinese 1
Quality Inspector Chinese 8
Safety Supervisor Chinese 2
Senior Procurement Officer Chinese 2
Senior Project Site Consultant Chinese 1
Site Mechanical Consultant Chinese 1
Site Operation Manager Chinese 1
Steel Structure Consultant Chinese 3
Structural Design Consultant Chinese 1
Supervisor Marketing Division For China Chinese 1
Technical Consultant Chinese 2
Technical Operation Consultant Chinese 1
Technician-Pelletizing Machine Frm.China Chinese 1
Translator/ Interpreter Chinese 1
Translator/ Procurement Association Chinese 1
Vice President Chinese 1
Vice President/General Manager Chinese 1
Warehouse Consultant/Translator Chinese 1
Welders consultant Chinese 1
XRF Technical Consultant/Trainor Chinese 1
Agricultural Technical Innovations Manager Costa Rican 1

Chief Operating Officer Costa Rican 1
Head- Banana Operations Costa Rican 1
Head Quality Assurance Costa Rican 1
Head-Banana Operations-South Farms Costa Rican 1
Pineapple Division Head Costa Rican 1
Technical Consultant Costa Rican 1
Vice President for Banana Production Costa Rican 2
Vice President for Banana Production Costa Rican 1
Vice President for Engineering Costa Rican 1
386
Vice President for Pineapple Development Costa Rican 1
Vice President for Pineapple Product Costa Rican 1
Vice President for Pineapple Production Costa Rican 1
Vice President for Research and Development Costa Rican 1
V-President for Research and Technical Services Costa Rican 1
Diving Consultant Danish 1
Consultant for High Performing Organization Dutch 1
Marketing Consultant Dutch 1
Overseas Marketing Officer Dutch 1
President/General Mgr. Dutch 1
Vice President for Banana Production Ecuadorian 1
Accounting Manager Egyptian 1
Assistant Finance Manager Egyptian 1
Finance Manager Egyptian 2
General Manager Egyptian 3
Internal Audit Manager Egyptian 1
Internal Auditor Egyptian 1
Consultant (Construction Manager) French 1
General Manager French 1
Geology Consultant French 1
Industrial Mechanical Maintenance and
French
Engineering Company 1
Maintenance Consultant French 1
Mine Management Coordinator Planning French 2
Project Affairs Assistant/Interpreter French 1
Assistant Operations Manager German 1
Chief Marketing Officer German 1
Construction Manager German 1
Consultant German 1
Fundraising and Foreign Aid Director German 1
Operations Manager German 1
President German 1
Senior Science Research Specialist German 1
Agricultural Innovations Manager Guatemalan 1
Group Manager for Leaf Disease Control Guatemalan 1
Pilot Manager Guatemalteca 1
General Manager Honduran 2
Senior Consultant Honduran 1
Vice President for Agricultural and Technical
1
Services Honduran
Vice President For Banana Production Honduran 1
387
Vice President for Technical Services Honduran 1
Administrator Exclusive for Indian Students Indian 1
AG Pilot Indian 1
Assistant Chef Indian 2
Assistant Marketing Consultant Indian 1
Assistant Master Cook for Indian Students Indian 1
Assistant Operation Manager Indian 4
Assistant Operation Manager Indian 2
Chief Cook Exclusive for Indian Students Indian 1
Chief Finance Officer Indian 2
Chief Financial Officer Indian 2
Chief Operating Officer Indian 1
Chief Technology Officer Indian 1
Cook for Indian Students Indian 2
Director Indian 1
Export Logistic Manager Indian 1
Finance Officer Indian 10
Financial Comptroller Indian 2
Financial Controller Indian 1
Flight Instructor Indian 1
General Manager Indian 8
General Operation Manager Indian 1
General Operaton Officer Indian 1
Guidance Counselor Indian 1
Hindu Translator/Interpreter Indian 1
Indian Herbs Consultant Indian 1
Informant for Indian Students Indian 1
Investor/Director Indian 3
Investor/Finance Consultant Indian 1
IT Consultant Indian 2
Liaison Officer Indian 4
Marketing Consultant Indian 3

Marketing Officer Indian 8
Marketing Officer for India Indian 1
Master Chef Indian 1
Operation Manager Indian 17
Overseas Marketing Indian 1
Overseas Marketing and Purchasing Officer Indian 2
Plant Head-Davao Plant Indian 1
President Indian 1
388
President/CEO Indian 1
Procurement Officer for India Indian 1
Project Manager Indian 1
Purchaser and Inventory Control In-Charge Indian 1
Sales Consultant Indian 1
Senior Web Analyst Indian 1
Specialized Electronic Repairs In-Charge Indian 1
Technical Support Associate Indian 1
Technical Support Expert Indian 1
Vice President Indian 1
Web Analyst Indian 1
General Manager Indonesian 1
Marketing Consultant Indonesian 1
Orthopaedic Technology Indonesian 1
Orthopedic Technologist Indonesian 1
Teacher Indonesian 2
Business Development Officer Iranian 1
Consultant Iranian 1
Full-Time English Teacher Iranian 1
Manager Iranian 1
Operation Consultant Iranian 1
Export Marketer Iraqi 1
Project Analyst Irish 1
Chief Executive Officer Italian 1
Faculty Italian 1
Accounting Manager Japanese 1
Bilingual Technical Support Representative Japanese 1
Branch Manager Japanese 1
Chairman/Managing Director Japanese 1
Chairman/President Japanese 1
Chef Cook Japanese 1
Chef Cook for Japanese Cuisine Japanese 1
Company Treasurer Japanese 1

Consultant Japanese 1
Consultant for Total Quality Mgt. Japanese 1
Corporate Adviser Japanese 1
Cost Account Manager Japanese 1
Director Japanese 1
Executive Vice President And General Manager Japanese 1
Finance Director Japanese 1
Finance Manager Japanese 1
389
General Manager Japanese 2
General Manager and Assistant to the CEO Japanese 1
Human Resource Compliance Officer Japanese 1
Import/Export Manager Japanese 1
Import-Export Manager Japanese 1
International Controls and CER Database Mgr Japanese 1
IT CAD-3D Manager Japanese 1
Japanese Consultant Japanese 1
Japanese Instructor Japanese 1
Japanese Langauge Instructor and Consultant Japanese 1
Japanese Language Consultant Japanese 2
Japanese Language Instructor Japanese 8
Japanese Language Instructor Consultant Japanese 2
Japanese Language Instructor Trainee Japanese 1
Japanese Language Teacher Japanese 1
Japanese Marketing Officer Japanese 1
Japanese Technical Staff Japanese 2
Japanese Translation Proofreader Japanese 1
Liaison Staff Japanese 1
Manager Japanese 1
Manager of Finance Japanese 1
Manager of Warehouse Japanese 1
Managing Director Japanese 2
Nihongo Professor Japanese 3
Nihongo Teacher Japanese 2
Production Consultant Japanese 1
Production Consultant Japanese 1
Production Manager Japanese 1
Project Coordinator Japanese 1
School Clinic Project Adviser Japanese 1
Technical Staff/Marketing Assistant Japanese 1
Vice President Japanese 1
Vice President and General Manager Japanese 1

Vice President/General Manager Japanese 1
Electrical Engineering Consultant Kazakhstan 1
Engineer Consultant Kazakhstan 1
Process Engineering-Mill Expansion Consultant Kazakhstan 1
Project Management Consultant Kazakhstan 1
Area Supervisor Korean 1
Assistant General Manager Korean 1
Assistant Manager Korean 1
390
Auto Mechanical Managing Korean 1
Auto Vehicle Electrical Consultant Korean 1
Branch Manager Korean 2
Branch Manager Korean 1
Calibrating Machine Consultant Korean 1
Cargo Service Manager/Consultant Korean 1
CEO/General Manager Korean 1
Chef Cook Korean 1
Chief Cook for Korean Food Cuisine Korean 1
Chief Mechanic for Korean Cars Korean 1
Computer Programmer Decorder and Installer Korean 1
Corporate Treasurer Korean 1
Davao Branch Manager and Head Technical
Korean
Affairs 1
Design Director/Technical Manager Korean 2
Digital Database Korean 1
Director/Operations Manager Korean 1
Diver/Translator/Interpreter for Korean Korean 1
Engineering Supervisor Korean 1
Finance Director Korean 1
Finance Manager Korean 2
Foreign Consultant Korean 1
Foreign Import/Export Coordinator Korean 1
Foreign Procurement Officer Korean 1
Furniture Design and Concept Specialist Korean 2
Guidance Counselor/ Interpreter II Korean 1
Hair and Product Specialist Korean 1
Hairstyle Specialist Korean 1
Head of Clinic Korean 2
Head Technician Korean 1
Heavy Equiptment Mechanical Consultant Korean 1

Heavy Equiptment Consultant/Interpreter Korean 1
Imported Goods Procurement Officer Korean 1
International Dental Consultant/Interpreter Korean 1
International Marketing Manager Korean 1
International Sales and Marketing Consultant Korean 1
Interpreter/Guidance Counselor Korean 1
Korean Chef Korean 1
Korean Chef/Head Cook Korean 1
391
Korean Hairstyle Consultant/Artist Korean 1
Korean Laguage Instructor Korean 2
Korean Language Instructor/Interpreter Korean 1
Korean Resto Chef (Executive Chef) Korean 1
Korean Translator/Instructor Korean 1
Machine Technician Controller/Manager Korean 1
Manager Korean 4
Managing Director Korean 6
Managing Director for Operations Korean 1
Manufacturing and Quality Supervisor Korean 1
Marketing Consultant Korean 3
Marketing Consultant/Translator Korean 1
Marketing Manager and Interpreter Korean 1
Marketing Manager and Interpreter for Korean Korean 1
Marketing Officer Korean 3
Master Cook of Korean Traditional Cuisine Korean 1
Material Specialist and Logistic/Distributor
Manager Korean 1
Music Coordinator Korean 1
On-Line Representative/ Interpreter Korean 1
Operation Manager Korean 3
Overall Operations Manager/Consultant Korean 1
Overseas Marketing Incharge Korean 1
Overseas Marketing Officer Korean 1
President Korean 4
President/CEO Korean 1
Product Consultant Korean 1
Professional Therapist Korean 1
Quality Control Inspector Korean 1
Quality Inspector Korean 1
Reservation Officer/Interpreter Korean 2
Sales Manager Korean 1

Sales Marketing Consultant Korean 1
School Director Korean 1
School Manager Korean 1
Senior Finance Director Korean 1
Student Liason Representative/Interpreter Korean 3
Supervisor Korean 2
Supervisor for Korean Minors Student Korean 1
Supply Purchaser Consultant Officer Korean 1
Technical Consultant Korean 2
392
Technical Marketing and Sales Manager Korean 1
Technical Operation Consultant Korean 1
Technician-Korean Products Korean 1
tMarketing Consultant Korean 1
Translator Korean 1
Utility Manager Korean 1
Vice President Korean 5
Vice President and Technical Consultant Korean 1
Vice President-Finance Korean 1
Vice President-Marketing Korean 1
Vice President-Operations Korean 1
Web Marketing/Tour Guide Interpreter Korean 1
Global Procurement Mgr/Expansion Project Kyrgyz 1
International Purchasing Kyrgyz 1
President for International Affairs for Sales and
1
Marketing Lebanese
Accounts Manager Malaysian 1
Chief Operations Officer Malaysian 1
Consultant for Quantity Surveying Malaysian 1
Export and Marketing Consultant Malaysian 1
Export Marketing Malaysian 1
Group Manager Malaysian 1
Group Manager I/C Agricultural Engineering Malaysian 1
Instrument and Control Engineer Consultant Malaysian 1
Mechanical Engineering Malaysian 1
Procurement and Logistics Head Malaysian 1
Sales Manager Malaysian 1
Training Manager-Estate Accounts Admin
1
Services Malaysian
Client Services Director Mexican 1
Equipment Reliability Consultant Mexican 1
Machine Engineer and Export Marketing

Manager New Zealand 1
Vice President for Technical Services Nicaraguan 1
Fitness Trainor Nigerian 1
Importation Manager/Sales Consultant for
Importation Nigerian 1
Sales Marketing Analyst Nigerian 1
Sales Marketing Analyst Nigerian 1
General Manager Norwegian 1
393
Petroleum Geo-Science Consultant Norwegian 1
Branch Manager Pakistani 1
Consultant Pakistani 1
Foreign Consultant For Overseas Affairs Pakistani 1
Foreign Purchasing Officer Pakistani 1
General Manager for Operation and Marketing Pakistani 1
Imported Vehicles/Heavy Equipt. Consult. Pakistani 1
Machinery and Auto Parts Specialist Pakistani 1
Marketing Consultant Pakistani 1
Marketing Manager Pakistani 1
Operation Manager Pakistani 1
Consultant Panamanian 1
Vice President for Agricultural and Technical
1
Services Panamanian
Vice President-Agricultural and Technical
1
Services Panamanian
Chairman Of The Board Panamian 1
Senior Consultant Farm Monitoring and
Panamian 1
Technical Services
Electrical Consultant Russian 1
Business Development Manager Singaporean 1
Manager-Mindanao Singaporean 2
Owner/Manager Singaporean 1
Supply Chain Manager Singaporean 1
ALS Paramedic Instructor South African 1
Assistant Regional Electrical Training Consultant South African 1
Senior Consultant for Spanish Customer Spanish 1
Agricultural Machinery Marketing Consultant Sri Lankan 1
Chief Operation Manager Sri Lankan 1
General Manager Sri Lankan 1
General Manager/ Investor Sri Lankan 1
Heavy Equiptemnt Mechanical Consultant Sri Lankan 1
Maintenance Head Supervisor Sri Lankan 1
Maintenance Supervisor Sri Lankan 1
Maintenance Supervisor/Investor Sri Lankan 1
Manager Sri Lankan 1
Operation Manager Sri Lankan 1
Operation Manager Consultant Sri Lankan 1
Overseas Marketing and Purchasing Consultant Sri Lankan 1
Overseas Marketing Officer Sri Lankan 2
Technical Consultant/Interpreter Sri Lankan 1
394
President Swiss 1
Vice President Swiss 1
Electrical Training Consultant Swiss 1
Part-time Instructor/Resource Speaker Swiss 1
Bus Duct Consultant Taiwanese 2
Chinese-Mandarin Translator Taiwanese 1
Civil Supervisor Taiwanese 1
Consultant Taiwanese 3
Consultant of Technical Power Energy Taiwanese 1
Electrical Consultant Taiwanese 3
Electrostatic Precipitator Consultant Taiwanese 1
Equipment Technical Advisor Taiwanese 1
Food and Beverage Consultant Taiwanese 1
General Manager Taiwanese 1
HDPE Pipe Installation Consultant Taiwanese 2
HDPE Pipe Quality Consultant Taiwanese 1
HDPE Pipe Welding Consultant Taiwanese 8
Heavy Equipment Superintendent Taiwanese 1
Instrument Technical Consultant Taiwanese 2
Instrumentation Specialist Taiwanese 1
Insulation Technical Consultant Taiwanese 3
Marketing Manager Consultant Taiwanese 1
Mechanical Consultant Taiwanese 1
Mechanical Supervisor Taiwanese 1
Operations Manager Taiwanese 1
Plant Manager Taiwanese 1
Power Plant Erection Specialist Taiwanese 1
Power Plant Erector Specialist Taiwanese 1
Project Coordinator Taiwanese 5
Quality Control Taiwanese 1
Quality Control Analyst Taiwanese 1
Quality Control Consultant Taiwanese 1
Quality Control Technician Taiwanese 4

Quality Fabric Consultant Taiwanese 1
Sales Assistant Manager Taiwanese 1
Steel Structure Consultant Taiwanese 1
Structural Technical Consultant Taiwanese 1
Technical Consultant Taiwanese 12
Thermal Boiler Consultant Taiwanese 1
Thermal Boiler Specialist Taiwanese 1
Thermal Technical Consultant Taiwanese 1
395
Vice General Manager Taiwanese 1
Vice President Taiwanese 1
Director Uzbekistan 1
Translator Uzbekistan 1
General Manager Vietnamese 1
Graph 1 shows the number of each nationality who secured Alien Employment Permit (AEP). A
total of 819 Alien Employment Permit has been issued by the Department of Labor and
Employment for the period 2013 to 2017. With that number the Chinese has the most number with
132 because of the arrival of the foreign investor in the Davao Region as reported that the Chinese
is one of the investors that emerge in the region along with the Americans and British (Arado,
2017). It was followed by the Koreans with 96, Indian and Japanese with 50 who secured AEP.
Figure 5 Nationality of Foreign Workers
132
140
120
96 94
100
80
60 50 50 39
Nationality
40 25
12 14 15 12
20 10 14
0
Source: DOLE XI- Alien Employment Permit Report
4. Labor Market Demand
Agribusiness Industry
COMMON REASONS: WHY THESE JOBS

IN-DEMAND-JOBS/OCCUPATIONS ARE CONSIDERED AS “IN-DEMAND
JOBS/OCCUPATIONS”
• Marketing Officer • Business expansion

(BS Marketing graduate) • There is a need to expand the distribution of
• Sales Representative products.
(at least High School graduate)
• Highest demand of manpower that can serve
• Accounting Staff better to the economic growth.
396
(BS Accounting, BS Accounting Technology)
• Blue collar Jobs does not required high
• Purchasers
qualifications with regards to educational
(at least college level of any course)
attainment and experience.
• Truck Drivers
(At least High School Graduate with driver’s • High attrition rate.
license,
Code 123)
• Laborers
• Welders
(preferably with certificate from TESDA)

HARD-TO-FILL
ARE CONSIDERED AS “HARD-TO-FILL-
JOBS/OCCUPATIONS
JOBS/OCCUPATIONS”
• Budget Analyst • Must have a solid background and expertise to

(Graduate of Accountancy or ay 4 year
business perform this job.
course)
• Few Schools offers these courses.
• Laboratory Researcher
• Lack of available applicants.
(BS Biology)
• Not willing to be relocated.
• Mechanic
• High salary expectations.
• Electrician
• Welders
• Out Based Office Staff

DIMINISHING JOBS/OCCUPATIONS ARE CONSIDERED as “ DIMISHING
JOBS/OCCUPATIONS”
• Mechanic • They tend to go abroad.

((preferably with certificate from TESDA) • High salary offered by the competitors.
• Welders
• Electrician
COMMON REASONS: WHY THESE JOBS ARE

NEW JOBS/OCCUPATIONS CONSIDERED AS “NEW
JOBS/OCCUPATIONS/SKILLS REQUIREMENTS”
• Field Technician Agronomist • Position that will help the industry to promote
• (BS Agriculture) products to the farmers and big land owners.
397
Civil Engineer • Businesses today are now emerging with
(BS Civil Engineering, preferably a license
engineer)
technology.
(BS Mechanical Engineering, preferably a
license
engineer)
• I.T.
(Graduate of any IT related course)

CONSIDERED
FUTURE JOBS/OCCUPATIONS
AS “FUTURE JOBS/OCCUPATIONS/SKILLS
REQUIREMENTS
• Chemist • Will be able to develop new products in the

(BS Chemistry) market due to rapid demand and needs.
• Classifiers • All systems are basically computer basis.
• Computer Programmers
(Graduate of any I.T. related course)
ASSESSMENT OF GAPS AND CHALLENGES
Issues & Concerns: Recommendations:
• Less licensed Engineers applied. • Create programs that may enhance the skills of
• Less chemist, agronomist, agriculturist the worker.
applicant. • Conduct more trainings and lectures regarding
• Lack of competency sales strategy and promotion.
• Mismatching of job vacancy to the • Employers will now consider the application with
applicants. related experience to fill the vacant position.
• Less skilled workers. • Inject new courses offered by SUCs and Colleges
related to Agribusiness Industry.
BANKING AND FINANCE INDUSTRY

ARE CONSIDERED AS “IN-DEMAND
IN-DEMAND-JOBS/OCCUPATIONS
JOBS/OCCUPATIONS”
• Customer Service Assistants (Tellers) • Industry needs

(College Graduate of any course) • Business Operation needs
• Junior Auditors • Business Expansion
• Marketing Assistants
(College Graduate in Business Course)
398
• Operations Assistants
(College Graduate in Business Course)
• Branch Marketing Officers
(BS Graduate with 2-4 years’ experience)
• Civil / Agri. Engineers
(Licensed Civil and Agri Engineers)
• Appraisers
(Business Course with experience)
• Finance Associates
(BS Finance Graduate)
• Cashiers
(College Graduate preferably in Business
Course)

HARD-TO-FILL
ARE CONSIDERED AS: “HARD-TO-FILL-
JOBS/OCCUPATIONS
JOBS/OCCUPATIONS”
• Account Officers • Highly Technical

(Preferably CPA) • Requires set of skills
• Finance Associates • High standard of skills requirements.
(BS Finance Graduate)
• Branch Heads
(BS Graduate with 2-5 years experience)
• I.T. Specialist
(IT Graduate with experience)
DIMINISHING JOBS/OCCUPATIONS ARE CONSIDERED AS “DIMINISHING
JOBS/OCCUPATIONS”
• Customer Service Assistants (Tellers) • New & improved system due to innovation of
technology.
COMMON REASONS: WHY THESE JOBS ARE AS

NEW JOBS/OCCUPATIONS “NEW JOBS/OCCUPATIONS / SKILLS
REQUIREMENTS”
• Customer Care Assistant (Help Desk) • Business Expansion
• Advent of Online Marketing
COMMON REASONS: WHY THESE JOBS ARE AS

FUTURE JOBS/OCCUPATIONS “NEW JOBS/OCCUPATIONS / SKILLS
REQUIREMENTS”
• Customer Service Assistants (Tellers) • In demand Jobs/Occupations will be considered
as the future Jobs/Occupations due to branch
• Junior Auditors expansions.
• Marketing Assistants
• Operations Assistants
• Branch Marketing Officers
• Civil / Agri. Engineers
• Appraisers
399
• Outsourcing of Manpower • Creation of offices to cater the demand.

• Appraisers • Provision of qualified and competent personnel
• ATM Tellers
BUSINESS PROCESSING OUTSOURCING (BPO) INDUSTRY

IN-DEMAND-JOBS/OCCUPATIONS CONSIDERED AS “IN-DEMAND
JOBS/OCCUPATIONS”
• Inbound and Outbound CSR (At least high • High attrition rate of employees
school graduate, At least 18 years old with good
communication skills) • Easy to outsource
• Technical Support Specialist (At least high
communication skills)
• Virtual Assistant (Graduate of any I.T. related • Easy job
course)
• Web Developer (Graduate of any I.T. related
course) • Easy to be hired
• Video Editor (Graduate of any I.T. related
course)
• Data Entry
• Email & Chat Support Agent (At least high • High paying salary
communication skills) • High Compensation / benefits
• Spanish Speaking Agent (At least high school
graduate, At least 18 years old with good • Business and Industry needs
• Customer Service Associates (At least high • Smooth processing of applications
communication skills) • Experience is not necessary
• Online Tutor (At least high school graduate, At
least 18 years old with good communication • Does not require high educational
skills) attainment

CONSIDERED AS “HARD-TO-FILL-
HARD-TO-FILL-JOBS/OCCUPATIONS
JOBS/OCCUPATIONS”
• Reports Analyst (Graduate of any 4 year • Few People taking course related to the
course, preferably BS Math or BS Statistics) number analysis
• Web Developer (Graduate of any I.T. related • Cannot sustain the graveyard shifting.
course • Lack of experience in technology
• Online Tutor (At college level, At least 18 years • Lack of experience in overseas as
old with good communication skills) executive assistant
• Search Engine Optimzation • Candidates want home base jobs
• Executive Assistant (Graduate of any 4 year • Salary structure differs every project
course with good communication skills) • Low supply of qualified applicants in the
• Spanish Agent (At least high school graduate, market
At least 18 years old with good communication • High qualification standards
skills) • Needed experience and expertise
400
• Managerial/ Supervisory Position (Graduate
of any 4 year course with good communication
skills)

JOBS/OCCUPATIONS”
• Chat support representatives • Trend in the industry

• Graphic Designer • The demand for the position is extremely low.

• Multi-lingual Agents • Business Expansion
(Mandarin, Bahasa, Malay, Cantonese, • Technology Innovation
French, German, Portuguese) • The rate in the technology dependency is very
• Social Media Care Specialist high.
• Image Analyst • Social Media for see as the trendy, efficient and
effective marketing strategy of information
dissemination.

FUTURE JOBS/OCCUPATIONS CONSIDERED AS “FUTURE
• Content Writing In Charge • Identified as essential in the operation of the BPO
(Graduate of any 4 year course, excellent growing industry.
in writing and communication skills)

• Lack of soft skills
• Responses are inaccurate • Enhance the ability to be ready and compose
• Experienced applicants in Davao City for IT oneself when / during the interview.
Web Developers wanted to work at home • Increase the salary for IT roles.
(Home-based). • Companies should construct flexible work
• Low supply of applicants with regards to schedule of the employees.
wed developer’s position. • Continue to provide programs that can help
• Lack of skills needed for the job they are applicants to decide on their preferred careers.
applying for. • Provide skills training.
CONSTRUCTION INDUSTRY
401
JOBS/OCCUPATIONS”
• Administrative Clerk / Office Clerk • Easy Work
(College Graduate, preferably business course) • There is a need of Engineers to supervise and
• Field Engineers / Civil Engineers manage projects
(Licensed Civil Engineer)
• Fast turn-over of work
• Sales Engineers
• They are needed to complete the projects on
(Licensed Civil Engineer)
time and within the budget
• Purchaser
• Employees are easily promoted
(Preferably college level or college graduate)
• Laborer
(Preferably High School Graduate)
• Field Architecture
(Licensed Architecture)
• Driver / Heavy Operator
(Preferably High School Graduate, NC II
holder with
experience, w/ driver’s license)
• Production Staff
(College Graduate)

HARD-TO-FILL
ARE CONSIDERED AS “ HARD- TO-FILL-
JOBS/OCCUPATIONS
JOBS/OCCUPATIONS”
• Branch Managers • Need of work related experience
(BS Graduate with 2-5 years experience) • Applicants demanded high starting salary
• Foreman • Lack of technical skills
(High School graduate w/ trainings and
experience)
• Applicants do not qualify in trade test
• Heavy Equipment Operator
(High School Graduate, NC II Heavy
Equipment
Servicing with 2-3 years experience, w/ driver’s
license)
• Project-in-Charge
(Preferably Licensed Engineer)
• Safety Officer

DIMINISHING JOBS/OCCUPATIONS ARE CONSIDERED AS “ DIMINISHING
JOBS/OCCUPATIONS”
• Mason • Due to technology availability
( High School graduate, Preferably with NC I
& II
Masonry)
402
• Too much expectations • Don’t expect too much
CREATIVE INDUSTRY

JOBS/OCCUPATIONS”
• Graphic Designer (College Graduate, preferably IT • Trend in the industry
course, w/TESDA- NC II on Visual Graphics Design,
TESDA-NC III on Game Art Design)
• Welders (High School graduate with NC II)
• Sticker Installers (High School graduate with
specialized trainins and experience, w TESDA-NC II
on Visual Graphics Design)
• Customer Service Represantatives (At least 18 years
old, College level)
• Lay-out Artist (College Graduate, preferably IT

TESDA-NC III on Game Art Design)
• Sales Manager (BS Graduate with 2-3 years

experience)
• Order Tracker/ Coordinator (At least College level)

HARD- TO-FILL JOBS/OCCUPATIONS CONSIDERED AS “HARD- TO-FILL
JOBS/OCCUPATIONS”
• Graphic Designer (College Graduate, preferably IT • Project base work “PAKYAW”
TESDA-NC III on Game Art Design) • Few Universities and Colleges in Davao City offer
course related to graphic designing.
• Welders (High School graduate with NC II)
• No specific course because the job description is
• Sticker Installers (High School graduate with too wide.
specialized trainins and experience, w TESDA-NC II
on Visual Graphics Design) • Specific work experience neede
• Machine Operator (High School Graduate, NC II
holder)
• Civil Engineer (Licensed Civil Engineer)
EDUCATION INDUSTRY

JOBS/OCCUPATIONS”
403
• Teachers (College Graduate with BS Education, • Essential for school operation
preferably LET passer)
• Researchers (College graduate with experience) An increasing demand especially in
• I.T. (BSIT, BS ComSci, BS Com Engineering College • abroad
Graduate)
• Office Staff (College Graduate preferably Business
Course)
• Easy to apply

HARD- TO-FILL JOBS/OCCUPATIONS CONSIDERED AS “HARD- TO-FILL
JOBS/OCCUPATIONS”
• Teachers (College Graduate with BS Education, • Lack of qualifications
preferably LET passer)
• Researchers (College graduate with experience) • Less supply of librarian graduates
• Librarians (Preferably with Masters Degree in
Bachelor) • Few Universities and Colleges in Davao
• Guidance Counselors (Must hold standard Region
teaching license and a master’s degree in guidance
and counseling)
• Academic – HUMMS offer Bachelor of Library and Information
• Academic ABM Science.
• Experience and practice of expertise

• Experience • Train well to pass the minimum requirements
• Limited qualified applicants • Extensive induction program to neophytes
• Compensation
• Lack of technical and soft skills
HEALTH AND WELLNESS INDUSTRY

JOBS/OCCUPATIONS”
• Nurse • Nursing has become more critical in healthcare

(Nursing graduate, board passer) • Necessary for business operations
• Finance & Accounting • Most nurses aspire to work abroad
(College graduate, preferably in BS
Accounting)
• They always look for a greener pasture
• Licensed Pharmacist
• Lack of experience
(Licensed Pharmacy Graduate) • Business expansion
404
• Pharmacy Assistants
(College graduate, preferably Business Course)
• Doctors
(Medical doctor, board passer)
• Medical Technologist
(Medical Technology graduate)
• Radio Technologist
(Medical Course graduate)
• Respiratory Therapist
(PT graduate)
• Office Staff
(College Graduate preferably Business Course)
• Inventory Staff
(College Graduate preferably Business Course)

HARD-TO-FILL JOBS/OCCUPATIONS ARE CONSIDERED AS “ HARD-TO-FILL-
JOBS/OCCUPATION”
• Doctor • Require high level of education
(Medical doctor, board passer) • Limited population or registered pharmacist
• Nurse • Due to k-12
(Nursing graduate, board passer)
• Nurses go abroad nursing
• Licensed Pharmacist
• It requires more experienced and more
(Licensed Pharmacy Graduate)
• Medical Technologist knowledgeable in human relations
• Competition / demand in the industry
(Medical Technology graduate)
• Human Resource Officer • Less applicants
(Psychology Graduate) • Company’s salary bracket is less attractive
• Veterinarians • Needs to pass the licensure exam
(with Veterinary Medicine Degree) • Majority of the applicants are very young
• Embalmers
• They desire for a high salary
(Licensed embalmer)

• Less licensed pharmacist applying in
community pharmacy / drugstores • Dispel perception that community pharmacists
are “glorified sales person”
HOTEL AND RESTAURANT INDUSTRY

JOBS/OCCUPATIONS”
• Food and Beverages Manager • Large number of applicants/possible candidate.
405
(BS HRM with 2-3 years’ experience) • There are many hotels opening in Davao City.
• Front Office Receptionist
(BS HRM or BS Tourism)
(College Graduate preferably BS Accounting)
• Room Attendant
(High School Graduate. NC II Holder)
• Outlet Cashier
(College Graduate)
• Human Resource Assistant
(BS Psychology or HRM graduate)
• Housekeeping Staff
• Bakers
• Sales Agent
(College graduate preferably Business Course)
• Scaler

HARD-TO-FILL
ARE CONSIDERED AS “ HARD-TO-FILL-
JOBS/OCCUPATIONS
JOBS/OCCUPATION”
• Food & Beverage Manager • Very few talents/skills available
(BS HRM with 2-3 years’ experience) • Very high salary
• Sales Executive
(College graduate preferably Business Course)
• Front Office Manager
(BS HRM Graduate with 2-3 years’ experience)
• Chief Engineer
(Licensed engineer)
• Accounting Supervisor
(BS Accountancy Graduate with 2-3 years’
experience)
• Project Architect
(Licensed Architect)
• Managerial Positions

JOBS/OCCUPATIONS”
• Housekeeping Staff • In demand for work abroad

406
• Department Coordinators
• Managerial Position

• Increase OJT Hours for more practical applications
of knowledge, and skills in lieu of actual work
experience in hotel management.
OWNERSHIP, REAL ESTATE AND DWELLINGS INDUSTRY

JOBS/OCCUPATIONS”
• Senior Project Engineers ( Civil Engineer,

preferably license engineer)
• Business Development Officers ( Civil
Engineer, preferably license engineer)
• Sales Assistants (Graduate of any business
related course)
• Operations Staff (Graduate of any business
related course)
• Finance Staff (Graduate of any business related
course) • Business expansion
• Accounting Staff (Graduate of BS Accountancy,
Finance, Economics) • High attrition due to :
• Drivers (with drivers’s license, Code 123) -demand jobs abroad
• Marketing Staff (Graduate of any business -competitors salary
related course) -competitors benefits package
• Carpenter, Plumbers, Painters
• Electricians ( with certificate issued by TESDA) • Unstoppable growing industry
HARD-TO-FILL JOBS/OCCUPATIONS CONSIDERED AS “ HARD-TO-FILL-
JOBS/OCCUPATION”
• Business Development Officers

• Project Earnings (BS Civil Engineering) • Very limited pool of qualified applicants
• Finance Analyst (Graduate of any business • Hard to compete with other
related courses) developers/competitors
• Business Process Analyst
• Asset Management • Competitor’s salary and benefits packages
• CAD Operator
• Architect (fresh graduates, with or without • High salary rate expectation
license with highly skilled AUTOCAD, ZWCAD)
• Prefer working abroad
407
• License Brokers (BS Real Estate Management) • The demand in this industry has caused the
• Financial Analyst (Graduate of any business creation of a college course such as BS in Real
related course) Estate Management.
• Business Process Analyst (Graduate of any • Trend in marketing strategy
business related course)
• Customer Service Relations (Graduate of any
business related course)
• I.T. Specialist (Graduate of any business related
course)
Issues & Concerns: Recommendations :
• Lack of student exposure on the real field of • Exposed students as early as they are in the 2nd
work year of their course.
• Soft skills • OJT should render longer time
• SUCs and Colleges should enhance the soft
skills of the students.
TRANSPORT AND LOGISTICS INDUSTRY

ARE CONSIDERED AS “IN-DEMAND
IN-DEMAND-JOBS/OCCUPATIONS
JOBS/OCCUPATIONS”
• Accounting Personnel • High attrition rate due to regularization.

(Preferably Accounting graduate with
experience) • In demand base on the nature of business.
• Human Resource Assistant • Business expansion
(BS Human Resource Management)
• Invoicing Clerk
(Graduate of any 4 year course)
• Administrative Clerk
(Graduate of any 4 year related course)
• Auto-Mechanic
(NC Holder with experience)
• Electrician and Auto - Mechanic
• Welders
• Prime Mover Driver
(At least High School graduate, NC II – Heavy
Equipment Servicing with experience)
HARD-TO-FILL
JOBS/OCCUPATIONS
JOBS/OCUPATIONS”
408
• Human Resource Manager • Lack of experience
(BS Human Resource Management with
experience) • High Salary Expectation
• Engineering Manager • Applicants prefer multi-national companies
(Graduate of Engineering course)
• Lesser accountancy graduates
• Auditors and Accountant
• Required high qualification
(Certified Public Accountant)
(Preferably license engineer)
• Electrical Engineer
(Preferably license engineer)
• Production Operations Managers
(Graduate of any 4 year course with experience)
NEW JOBS/OCCUPATIONS COMMON REASONS: WHY THESE JOBS ARE

CONSIDERED AS “NEW
JOBS/OCCUPATIONS/SKILLS
REQUIREMENTS”
• Data Encoder • Due to business expansion

• Accounting Staff • Systematizing process
• Payroll Master

• Lack of related experience • To adjust entry-level job qualifications
• Lack of soft skills of applicants • TESDA should provide more training for skilled
workers.
• Intensify the conduct of Pre-Employment
Seminar for Local Applicants (PESLA)
WHOLESALE AND RETAIL INDUSTRY

JOBS/OCCUPATIONS”
• Accountant, Finance & Accounting • Business/ Company expansion
Assistant, Auditor (Graduate of Accountancy
or any 4 year course, CPA is an advantage) • Progressive clients demand
• Management Trainee (Graduate of any 4 year
course)
• Merchandiser, Sales Clerk, Sales Utility • Fast turnover/ replacement
Clerk, Promodiser, Sales Associate, Checker,
• Standards on qualifications
Bagger (At least college level of any course)
• Warehouse staff, Stock Clerk, Inventory
Staff (At least college level of any course) • Basic Positions in wholesale 7retail industry
• Cashier (At least college level of any course)
• Office Staff (college graduate of any course) • Large pool of applicants
409
• Fashion Consultant
• Front Office Agent/Attendant (At least college
level of any course) • Usual work available for fresh grads
• Sales & Event Associate (Graduate of any 4
year course) • Front liners of the business
• Electrician (With NC holder, experience)
• Driver (Driver license, Code 123 with
experience)
HARD-TO-FILL JOBS/OCCUPATIONS CONSIDERED AS “HARD-TO-FILL-
JOBS/OCUPATIONS”
• Account Executive (Certified Public • Lack of work experience
Accountant)
• Audit Assistant (Graduate of Accountancy or • Shortage of applicants
any 4 year course, CPA is an advantage)
• Sales Consultant/Sales Officers (Graduate of • Applicants’ lack of driver’s license.
any 4 year course)
• Accounting Staff (Graduate of Accountancy or
any 4 year course, CPA is an advantage) • Driver’s license restriction
• Marketing Assistant (Graduate of any 4 year
course)
• Customer Assistant (At least college level of
any course) • High salary demand
• Manager/ Supervisor (Graduate of any 4 year
course, with experience, good writing and
• Human Resource Personnel (BS Human • Preference of working aboard
Resource Management)
• Branch/ Operations Manager (Graduate of • High qualifications required
any 4 year course, with experience, good writing
and communication skills) • Majority of applicants are very young and have
lack of experience

DIMINISHING JOBS/OCCUPATIONS CONSIDERED AS “DIMISHING
JOBS/OCCUPATIONS”
• Newspaper Writers (Graduate of any 4 year • Replace the traditional staff needed due to
course)
• Door-to-door sales Workers (At least college Technology innovation.
level of any course)
• Retail Supervisor (Graduate of any 4 year • Less essential Jobs / Occupations
course)
• Low salaries

410
• Computer Programmers (Graduate of any I.T. • Due to technology improvements
related course)
• Technical Developers (Graduate of any 4 year • Monitor concession products
course)
• I.T./BPO (Graduate of any I.T. related course) • New marketing strategy
• Web Developers (Graduate of any I.T. related • Trend of using social media as marketing
course)
strategy
• Data Encoder (Graduate of any 4 year course)
• Brand Manager (Graduate of any 4 year
course, with experience, good writing and
• Area Supervisor (Graduate of any 4 year
course)
• Viral Sales Consultant (Graduate of any 4
year course)
• Social Media Relations Staff (Graduate of any
4 year course)
• Assistant Area Sales Manager (Graduate of • Business expansion
any 4 year course, with experience, good writing
and communication skills)
• Branch Head (Graduate of any 4 year course,
with experience, good writing and
• Marketing Professional / Sales Consultant
(Graduate of any 4 year course, with experience,
good writing and communication skills)
• Technical Support Team (Graduate of any 4
year course, with experience, good writing and
• Problems on millennial / fresh graduates
about work ethics • Schools administration must have an
• Fresh graduates want to have higher orientation for fresh graduates about work
salary immediately ethics.
• Job mismatch • Strengthen Pre employment Seminar for Local
• Fresh Graduates want back office Applicants (PESLA)
positions only
POWER AND UTILITIES INDUSTRY

ARE
JOBS/OCCUPATIONS”
• Linemen • Highly skilled and poachable

(BS Electrical Engineering , license or non-
license,
411
Electrical Technology)
• Cadet Engineers
(Licensed mechanical Engineer with or without
experience)
• I.T.
(Graduate of any I.T. related course)

HARD-TO-FILL
ARE CONSIDERED AS “ HARD-TO-FILL-
JOBS/OCCUPATIONS
JOBS/ OCCUPATIONS”
• Linemen • High skills are required

(BS Electrical Engineering , license or non-
license, • Developing City – competitive rates
Electrical Technology)
• Specialized Engineers
(Graduate of any Engineering course, license or
non-
license)
COMMON REASONS WHY THESE JOBS ARE

• Online Data and Content Management • Online expertise

• Growing millennial customer base

• Online Data and Content Management • Online expertise

• Growing millennial customer Base

• High demand of salary • Teach the millennial with what to expect when
Entering to the entry level of applying for a job.
MINING INDUSTRY

JOBS/OCCUPATIONS”
• Mining Engineer (Licensed Mining Engineer) • Business Expansion

• Geologist (BS Geodetic Engineering) • Work Loads
• Welder
• Hydraulic Mechanic
• Mechanical Engineer (BS Mechanical
412
Engineering)

HARD-TO-FILL JOBS/OCCUPATIONS CONSIDERED AS “ HARD-TO-FILL-JOBS/
OCCUPATIONS”
• Geodetic Engineer (BS Geodetic Engineering) • Job Skills Mismatch
• Psychologist (BS Psychology) • Required High standard qualification
• Laboratory Analyst / Chemist (License • Work place location
Chemist)
• Hydraulic Mechanic
• Electrical Engineer (BS Electrical Engineering)
• Mechanical Engineer (BS Mechanical
Engineering)
DIMINISHING JOBS/OCCUPATIONS CONSIDERED AS “DIMISHING
JOBS/OCCUPATIONS”
• Hydraulic Mechanic • Employment Abroad

• Graduates are not aware of the actual • Academe should expose students in the actual
work in the field work in the field.
MANUFACTURING INDUSTRY

ARE
JOBS/OCCUPATIONS”
• Encoders and Inventory Staff • Data Gathering (Cost & inventory)

(At least college level of any course) • Needed in Production and Manufacturing
• Accountant/ Auditor/ Bookkeeper • Shortage of Professional and Graduates
(Graduate of Accountancy/Accounting Tech.,
Graduate of any 4 year course, with experience, • Does not required high qualification
CPA
is an advantage ) • Business Expansion
• Administrative Staff
(Graduate of any 4 year course)
• Production Crew/ Skilled Workers
• Civil Engineer
(Knowledgeable in AUTOCAD)
• Drivers
(With driver license, code 123)
• Marketing Staff
413
(BS MarketingManagement or any 4 year
business
related course)

HARD-TO-FILL
JOBS/OCCUPATIONS
JOBS/OCCUPATIONS”
• Civil Engineers • Competitors abroad

(BS Civil Engineering, License or non-license) • Skilled competitors- Position Requirements
• Architect • Experience needed/ lack of experience
(License or non-license)
• Fresh Graduates prefer higher rate/
• Warehouse Manager/ Supervisor
(Graduate of any 4 year course, with compensation
experience,
• Virtual Assistance- full time work/ home-based
good in writing and communication skill)
• Quality Assurance (Food & Construction) • High salary expectations
(Graduate of Food Technology or nay business • Few SUCs and Colleges offered BS in Food
related course) technology.
• Production Manager/ HR Manager • High qualification.
(Graduate of any 4 year course, with
experience,
good in writing and communication skills)
• Programmer/ Computer Maintenance
(Graduate of any I.T related courses)

DIMINISHING JOBS/OCCUPATIONS ARE CONSIDERED AS “ DIMINISHING
JOBS/OCCUPATIONS”
• Shoe Maker • Lesser demand
(Skilled worker) • Technology innovation
• Laborer
• Postal Clerk
(At least college level of any course)
• Solar Power Engineers • New technology (Solar panel)
(Graduate of engineering course) • High demand on the usage of technology
• Technicians • Market Demand
• Web Developer
(Graduate of any I,T. related course)
• Finance Manager
(Graduate of any 4 year business related
course)
• Planning Officer
(Graduate of any 4 year business related
course)
414
Issues & Concerns : Recommendations:
• Graduates not tailored fit w/ industry • Academe and industry must meet to come up with
needs solutions.
• Difficulty in finding qualified • Creation of Career Center in the academe to
professionals answer directly the issue on the behavior and work
• Work ethics of the millennial ethics of the millennial
• Academe should come up with a program focusing
on the preparatory stage of the students in
entering to the field of work
Demand & Supply of Soft Skills in Davao Region

per Industry
During the consultation meeting, employers were provided with questionnaires to
identify the demand of soft skills in Davao Region. Participants were instructed to rank
the competencies according to the level of its importance. Below is the sample
questionnaire designed by Davao Region Technical Working Group on JOBSFIT 2022.
Table 7. Demand of Soft Skills in Agribusiness Industry
PROFICIENCY RATING
EXTREMELY VERY LEAST VERY LEAST

IMPORTANT (3)
IMPORTANT (5) IMPORTANT (4) IMPORTANT (2) IMPORTANT (1)
1. Planning & 1. Decision Making 1. Math Functional 1. Social 1. English
Organizing Perceptiveness Comprehension
2. Team Work 2. Innovation 2. Multi- Tasking 2. Critical 2.English

Thinking Functional
3.Work Ethics 3. Self Motivation 3. Creative 3. Stress Tolerance 3.Problem

Problem Solving Sensitivity
Planning & Organizing, Team work and Work Ethics were identified by representatives from
Agribusiness Industry as competencies that were extremely important in relevance to the
industry needs. On the other hand, English Comprehension, English Functional and Problem
Sensitivity were pointed out as the very least important in Agribusiness Industry as the nature of
work does not require these types of competencies.
It is necessary to identify the Demand of Soft Skills in Davao Region per Industry. However, it is
equally important to as well identify the supply of soft skills. Below is another questionnaire
provided to industry representatives during the consultation meeting. They were instructed to
identify the prevalence of competencies based on their assessment on their applicants.
415
Table 7.1 shows the supply of soft skills in Agribusiness Industry base on the competencies
prevalent to the industry’s applicants.
Table 7.1 Supply of Soft Skills in Agribusiness Industry

PREVALANCE
(Note: 5 is the most prevalent competency of your applicants)
5 4 3 2 1
Work Ethics ü
Team Work ü
Stress Tolerance ü
Self-Motivation ü
Problem Sensitivity ü
Planning and Organizing ü
Multitasking ü
Math Functional ü
Innovation ü
English Functional ü
English Comprehension ü
Decision Making ü
Critical Thinking ü
Creative Problem Solving ü
The most prevalent competency applicants from Agribusiness Industry has, were Multi-
tasking and Critical Thinking while Math Functional, Problem Sensitivity and Creative
Problem Solving were considered competencies that were rarely be seen in Agribusiness
Industry applicants.
Table 7.2 Demand of Soft Skills in Health & Wellness Industry

PROFICIENCY RATING
EXTREMELY
VERY LEAST VERY LEAST
IMPORTANT IMPORTANT (3)
IMPORTANT (4) IMPORTANT (2) IMPORTANT (1)
(5)
1. Planning 1. Decision 1. Creative Problem 1. Stress 1. English
& Making Solving Tolerance Functional
Organizin
g
416
2. Critical 2. Innovation 2. Work Ethics 2. Social 2. English
Thinking Perceptiveness Comprehension
3. Team Work 3. Self Motivation 3. Problem 3. Multi- Tasking 3. Math
Sensitivity Functional
Table 7.3 Supply of Soft Skills in Health & Wellness Industry

PREVALANCE
5 4 3 2 1
Work Ethics ü
Team Work ü
Stress Tolerance ü
Self-Motivation ü
Multitasking ü
Math Functional ü
Innovation ü
Decision Making ü
The tables above show the demand and the supply of soft skills in Health & Wellness
Industry. It is noticeable that Planning and Organizing, Critical Thinking, and Team work
were identified as extremely important competencies based on the industry needs. On the
other side, Planning & Organizing, Self-motivation, team work and multi-tasking were the
most prevalent competencies the health & wellness industry applicants has. This only
shows that there is adequate supply of applicants with competencies needed in the nature
of work health and wellness industry is offering.
417
Table 7.4 Demand of Soft Skills in Manufacturing Industry
PROFICIENCY RATING

IMPORTANT (3)
1. Planning & 1. Multi- Tasking 1. Innovation 1. Math Functional 1. Social
Organizing Perceptiveness
2. Work Ethics 2. Self Motivation 2. Creative Problem 2. Stress Tolerance 2. English

Innovation Solving Comprehension
3. Decision Making 3. Critical Thinking 3. Problem Sensitivity 3. English 3. Team Work

Functional
Table 7.5 Supply of Soft Skills in Manufacturing Industry

PREVALANCE
5 4 3 2 1
Work Ethics ü
Team Work ü
Stress Tolerance ü
Self-Motivation ü
Multitasking ü
Math Functional ü
Innovation ü
Decision Making ü
Above tables show the demand & supply of soft skills in Manufacturing Industry. It is
apparent that there is a high supply of applicants with competency in team work despite
of the low demand in Manufacturing Industry. It is also noticeable that Planning &
418
Organizing, Work Ethics, and Decision Making were considered as extremely important
competencies in Manufacturing Industry.
Table 7.6 Demand of Soft Skills in Banking & Finance Industry
PROFICIENCY RATING

IMPORTANT (3)
1. Work Ethics 1. Planning & 1. Creative Problem 1. Social 1. Innovation
Organizing Solving Perceptiveness
2. Multi- Tasking 2. Self Motivation 2. Math Functional 2. Stress Tolerance 2. Problem

Innovation Sensitivity
3. Decision Making 3. Critical Thinking 3. Team Work 3. English 3. English

Functional Comprehension
Table 7.6 Supply of Soft Skills in Banking & Finance Industry

PREVALANCE
5 4 3 2 1
Work Ethics ü
Team Work ü
Stress Tolerance ü
Self-Motivation ü
Multitasking ü
Math Functional ü
Innovation ü
Decision Making ü
The tables above show the demand and the supply of soft skills in Banking & Finance
Industry. It is evident that Work Ethics, Multi-tasking and Decision Making were the
419
extremely important competencies in Banking & Finance Industry. Meanwhile, multi-
tasking was identified as the most prevalent competency the banking & Finance industry
applicants have. This only shows that there is adequate supply of applicants with multi-
tasking competency which the industry demands.
Table 7.7 Demand of Soft Skills in Hotel & Restaurant Industry
PROFICIENCY RATING

IMPORTANT (3)
1. Planning & 1. Innovation 1. Social 1. Math Functional 1. Stress Tolerance
Organizing Perceptiveness
2. Decision 2. Multi- Tasking 2. English Functional 2. Team Work 2. English

Making Comprehension
3. Creative 3. Critical Thinking 3. Problem Sensitivity 3. Self Motivation 3. Work Ethics

Problem Solving
Table 7.8 Supply of Soft Skills in Hotel & Restaurant Industry

PREVALANCE
5 4 3 2 1
Work Ethics ü
Team Work ü
Stress Tolerance ü
Self-Motivation ü
Multitasking ü
Math Functional ü
Innovation ü
Decision Making ü
420
The data suggest that the competencies that were extremely important in Hotel and Retail
Industry, and are in-demand were Planning & Organizing, Decision Making, and Creative
Problem Solving. While the very least important were Stress Tolerance, English
Comprehension, and Work Ethics. Meanwhile, Self-motivation is prevalent in the
applicants of Hotel and Restaurant Industry. However, the data also shows that the supply
of soft skills cannot meet the demand of the industry.
Table 7.9 Demand of Soft Skills in Power & Utilities Industry
PROFICIENCY RATING

IMPORTANT (3)
1. Innovation 1. Planning & 1. Decision Making 1. Problem 1. Social
Organizing Sensitivity Perceptiveness
2. Critical 2. Self Motivation 2. Creative Problem 2. Math 2. Multi- Tasking

Thinking Solving Functional
3. Team Work 3. Stress Tolerance 3. Work Ethics 3. English 3. English

Comprehension Functional
Table 7.10 Supply of Soft Skills in Power & Utilities Industry

PREVALANCE
5 4 3 2 1
Work Ethics ü
Team Work ü
Stress Tolerance ü
Self-Motivation ü
Multitasking ü
Math Functional ü
Innovation ü
Decision Making ü
421
In power & Utilities Industry, the extremely important competencies were; innovation;
critical thinking and team work. While the very least important were social perceptiveness,
multi-tasking and English functional.
In terms of supply of soft skills in the industry, it is notable that multi-tasking is the most
prevalent competency in the industry’s applicants. However the demand of the industry
on soft skills cannot be provided since no enough supply of applicants has the
competencies identified as extremely important.
Table 7.11 Demand of Soft Skills in Wholesale & Retail Industry
PROFICIENCY RATING

IMPORTANT (3)
1. Work Ethics 1. Planning & 1. Problem Sensitivity 1. Multi- Tasking 1. Math Functional
Organizing
2. Self Motivation 2. Creative Problem 2. Innovation 2. Social 2. English

Solving Perceptiveness Comprehension
3. Decision Making 3. Stress Tolerance 3. Critical Thinking 3. English 3. Team Work

Functional
Table 7.12 Supply of Soft Skills in Wholesale & Retail Industry

PREVALANCE
5 4 3 2 1
Work Ethics ü
Team Work ü
Stress Tolerance ü
Self-Motivation ü
Multitasking ü
Math Functional ü
Innovation ü
422
Decision Making ü
Above tables show the demand & supply of soft skills in Wholesale and Retail Industry. It
is apparent that there is high supply of applicants with competencies in team work, work
ethics, self-motivation and multi-tasking. It is also noticeable that Self-motivation, Work
Ethics, and Decision Making were considered as extremely important competencies in
Wholesale and Retail Industry.
Table 7.13 Demand of Soft Skills in Ownership, Real Estate & Dwellings Industry
PROFICIENCY RATING

IMPORTANT (3)
1. Decision 1. Multi- Tasking 1. Planning & 1. Social 1. Math Functional
Making Organizing Perceptiveness
2. Work Ethics 2. Stress Tolerance 2. Critical Thinking 2. Problem 2. English

Sensitivity Comprehension
3. Self Motivation 3. Team Work 3. Innovation 3. English 3. Creative

Functional Problem Solving
Table 7.14 Supply of Soft Skills in Ownership, Real Estate & Dwellings Industry
PREVALANCE
5 4 3 2 1
Work Ethics ü
Team Work ü
Stress Tolerance ü
Self-Motivation ü
Multitasking ü
Math Functional ü
Innovation ü
423
Decision Making ü
The tables above show the demand and the supply of soft skills in Ownership, Real Estate
& Dwellings Industry. It is evident that Work Ethics, Self-motivation and Decision Making
were the extremely important competencies in this Industry. Meanwhile, planning &
organizing was identified as the most prevalent competency the industry’s applicants have.
This only shows that there is inadequate supply of applicants with competencies the
industry demands.
Table 7.15 Demand of Soft Skills in Creative Industry
PROFICIENCY RATING

IMPORTANT (3)
1. Self Motivation 1. Decision Making 1. Planning & 1. Social 1. English
Organizing Perceptiveness Functional
2. Team Work 2. Creative Problem 2. Innovation 2. Stress Tolerance 2. English

Solving Comprehension
3. Problem 3. Multi- Tasking 3. Work Ethics 3. Math 3. Critical

Sensitivity Functional Thinking
Table 7.16 Supply of Soft Skills in Creative Industry

PREVALANCE
5 4 3 2 1
Work Ethics ü
Team Work ü
Stress Tolerance ü
Self-Motivation ü
Multitasking ü
Math Functional ü
Innovation ü
424
Decision Making ü
It is noticeable that Self motivation, Problem Sensitivity, and Team work were identified as
extremely important competencies based on the industry needs. On the other side, Work
ethics, stress tolerance, self-motivation, multi-tasking and Creative Problem solving were
the most prevalent competencies in Creative industry applicants has. This only shows that
there is adequate supply of applicants with competencies needed in the nature of work the
industry is offering.
Table 7.17 Demand of Soft Skills in Education Industry
PROFICIENCY RATING

IMPORTANT (3)
1. Decision 1. Critical Thinking 1. Multi- Tasking 1. English 1. Creative
Making Functional Problem Solving
2. Work Ethics 2. Innovation 2. Stress Tolerance 2. Math Functional 2. English

Comprehension
3. Problem 3. Social 3. Team Work 3. Planning & 3. Self Motivation

Sensitivity Perceptiveness Organizing
Table 7.18 Supply of Soft Skills in Education Industry

PREVALANCE
5 4 3 2 1
Work Ethics ü
Team Work ü
Stress Tolerance ü
Self-Motivation ü
Planning and Organizing
Multitasking ü
Math Functional ü
Innovation ü
425
Decision Making ü
In Education Industry, the extremely important competencies were: Decision making;

work ethics and problem sensitivity. While the very least important competencies were
creative problem solving, self-motivation and English comprehension. In terms of supply
of soft skills in the industry, it is notable that work ethics, team work, multi-tasking,
decision making, and creative problem solving is the most prevalent competency in the
industry’s applicants. The demand of the industry on soft skills can be provided since an
enough supply of applicants has the competencies identified as extremely important.
Table 7.19 Demand of Soft Skills in Transport and Logistics Industry
PROFICIENCY RATING

IMPORTANT (3)
1. Work Ethics 1. Planning & 1. Innovation 1. Social 1. English
Organizing Perceptiveness Functional
2. Team Work 2. Creative Problem 2. Multi- Tasking 2. Problem 2. Math Functional

Solving Sensitivity
3. Critical 3. Self Motivation 3. Decision Making 3. Stress Tolerance 3. English

Thinking Comprehension
Table 7.20 Supply of Soft Skills in Transport and Logistics Industry

PREVALANCE
5 4 3 2 1
Work Ethics ü
Team Work ü
Stress Tolerance ü
Self-Motivation ü
Multitasking ü
426
Math Functional ü
Innovation ü
Decision Making ü
Above tables show the demand & supply of soft skills in Transport and Logistics Industry.
It is apparent that there is high supply of applicants with competencies in team work, work
ethics, self-motivation, critical thinking, creative problem solving and multi-tasking. It is
also noticeable that Teamwork, Work Ethics, and Critical Thinking were considered as
extremely important competencies in Transport and Logistics Industry.
References:
CY 2018 ANNUAL INVESTMENT PROGRAM (AIP) Davao Region. Retrieved from
http://nro11.neda.gov.ph/cy-2018-annual-investment-program-aip-davao-region/
Matching Skills and Labour Market Needs. Retrieved from

http://www3.weforum.org/docs/GAC/2014/WEF_GAC_Employment_MatchingSkillsLabourMarket
_ Report_2014.pdf
The STEP Skills Measurement Program. Retrieved from

http://microdata.worldbank.org/index.php/catalog/step/about
The consequences of education mismatch and skill mismatch on employees’ work

productivity: A structural equation model. Retrieved from
https://ejournals.ph/article.php?id=9808
MSMED. Retrieved from http://www.dti.gov.ph/businesses/msmes/msme-resources/msmed-plan
Participation Rate. Retrieved from http://www.investopedia.com/terms/p/participationrate.asp
427
REGION 12
SOCCSKARGEN
428
REGIONAL LABOR MARKET SITUATIONER SOCCSKSARGEN
REGION XII - SOCCSKSARGEN

The Soccsksargen is
provinces: South Cotabato,
North Cotabato, Sultan
Kudarat, and Sarangani.
Population (2015) : 4,545,276

2
Area : 22,513.30 km
GRDP
SOCCSKSARGEN’s Gross
FUTURE JOBS Regional Domestic Product
Chemical Engineer, Beauty and Wellness Practitioners, BPO 213.2M (2016) to 230.6M
(2017)
Staff, Development Operations Manager
LABOR FORCE
NEW JOBS
Beautician, AutoCAD, Mechanize Farm Operator

and Robotics

decreased by 0.4
(2013) to 4.0% (2017).
429
SOCCSKSARGEN REGIONAL LABOR MARKET SITUATIONER
REGION XII - SOCCSKSARGEN
EMPLOYMENT
SHARE (2016)
GREEN JOBS
Soccsksargen has also reported industries that requires green-

AGRICULTURE, HUNTING, collared jobs, those work in the handicraft, solar
FORESTRY, AND FISHING power/biofuel/energy, rubber, fishing, manufacturing, retail
services, and plantation industries.
39.16% Certain jobs determined per industry are identified as shortage

and surplus . Provided below are the list of industries and
Agriculture and Forestry respective green jobs with the required skills:
2.64%
Fishing
INDUSTRY
4.80%
Construction
0.27%
Water, Electricity
and Gas Supply
0.22%
Mining and
Quarrying
6.31%
Manufacturing
SERVICES

0.80% Activities
Wholesale & Retail

Motor Vehicles

and Defense; and
Compulsory Social
Security
430
SOCCSKSARGEN Gross Regional Domestic Product

(Base year: 2000, 2012-2014)
(Source: PSA)
In 2016, our economy grew by 7.6 percent (higher than the 5.7% growth
in 2015, and the highest since 2010) The 2015 figure brought the medium-term growth rate
to 6.5 percent, which is by far better than what the region has ever achieved in the two
decades preceding. The economy of SOCCSKSARGEN Region continued to expand
though at a slower pace from 8.4 percent in 2013 to 6.4 percent in 2014. The deceleration
was attributed to the slower growths posted by the Industry and Service Sectors.
The Service sector accounted for the largest share of the regional economy at 37.7 percent
in 2014, slightly higher than its 37.5 percent share in 2013. The share of the Industry Sector
also expanded from 34.0 percent in 2013 to 34.3 in 2014. Agriculture, Hunting, Forestry and
Fishing (AHFF) comprised 27.9 percent of the region’s total economic output in 2014,
lower than its 28.4 percent share in 2013.
The Service sector’s overall performance decelerated from 9.5 percent in 2013 to 7.1 percent
in 2014 as four of its six subjectors registered slowdowns. Financial Intermediation slid
from 14.7 percent in 2013 to 8.8 percent in 2014; Trade and Repair slowed down from 12.8 to
8.3 percent; TCS posted slower growth from 6.0 to 5.7 percent, and other services also
decelerated from 8.5 to 2.9 percent. On the other hand, Real Estate, Renting and Business
Activities (RERBA) accelerated from 7.5 to 11.5 percent while Public Administration and
Defense (PAD) grew faster from 6.9 percent in 2013 to 7.5 percent in 2014.
The Industry sector posted a decelerated growth. From 11.6 percent in 2013 to 7.4 percent in
2014, as three of its subjectors experienced slower growths in 2013. Construction
decelerated from 17.9 percent in 2013 to 5.4 percent in 2014; EGWS slowed down from 11.2 to
5.4 percent, and Manufacturing, which accounted for the bulk of the industry sector, from
10.1 to 8.3 percent. Mining and Quarrying managed to accelerate from 4.4 percent in 2013 to
4.5 percent in 2014.
AHFF accelerated from 3.5 percent in 2013 to 4.4 percent in 2014 brought by the expansion
of agriculture and forestry and improved performance of Fishing. Fishing accelerated
from 0.1 percent in 2013 to 15.4 percent in 2014 while Agriculture and Forestry further
expanded from 4.3 percent in 2013 to 2.2 percent in 2014.
431
The Service sector was the top contributor to the region’s economic growth in 2014 with a
contribution of 2.7 percentage points followed by the Industry sector which clipped in 2.5
percentage points. AHFF contributed 1.3 percentage points to the total GRDP growth of the
region in 2014.
The regional economic growth as measured by the Gross Regional Domestic Product
(GRDP) is targeted to grow from 5.0% in 2011 to 7.0% in 2016. All the Industry groups are
expected to post positive growth during the period. Nonetheless, the agriculture, fishery
and forestry (AFF) shall remain as the lead contributor to the economy of the region.
Table 1.1 GRDP Growth Targets, 2011-2016, Region XII
2009
INDICATOR 2011 2012 2013 2014 2015 2016
ACTUAL
Gross 1.3 5.0 5.3 5.8 6.2 6.6 7.0
Regional
Domestic
Product
(GRDP)
-Agriculture, (2.0) 4.6 4.9 5.3 5.7 6.1 6.5
Fishery, and
Forestry
-Industry 3.8 5.4 5.7 6.3 6.6 7.0 7.4
-Service 3.8 5.1 5.4 5.6 6.3 6.7 7.1
Source: NSCB XII
The expected growth of the regional economy shall be bolstered,

among others, by the following:
a. Increasing growth rates in Agriculture, Fishery and Forestry, from 4.6% in 2011 to
6.5% in 2016
i. Increase in palay production with the support of irrigation development, use of

high yielding varieties, utilization of new production technologies, and proper post-
harvest management.
ii. Expansion of commercial crop export base such as corn, pineapple, banana, coffee,
coconut, sugarcane, oil palm, and rubber.
iii. Expansion of the aquaculture farming areas for pangasius, crabs, tilapia. Bangus
and prawn products in Sultan Kudarat and Sarangani Provinces, as well as in
Cotabato City.
iv. Reduction of underlying risks to food security and adoption of appropriate
technologies to mitigate potential negative impacts of climate change to agriculture,
fishery and forestry production. Reforestation activities in different areas of the
region shall likewise supplement the output of the AFF.
b. Higher Growth rates in Industry, from 5.4% in 2011 to 7.4% in 2016
432
i. Increased processing activities for the major export winners of the region:
• Fish/tuna processing and canning/ packaging in General Santos City
• Pineapple (Dole Philippines), coconut, asparagus, coffee, banana and rubber
• Other agri-processing activities in South Cotabato ( Kablon Farm Corporation,
T’boli Agro Development Corporation, Pioneer Hybrid Seeds, Bioseed) and in
Sultan Kudarat.
ii. Mining development particularly the implementation of preparatory activities for
the Tampakan Copper-Gold project. This involves the construction of its
infrastructure facilities such as: pipelines, transportation support, drainage pond,
tailings/ dam, housing units, power plant.
iii. Increased construction activities in power generation, establishment of schools,
commercial and housing facilities, etc.:
• Coal fired power plan in Sarangani which is targeted to generate P1.0 Billion
investment starting January 2011
• Public and private constructions of commercial and housing in the urban areas
of the region. The opening of SM Mall in General Santos City in 2011, entry of
Gaisano Commercial Center and hotels/ suites in Koronadal city.
• Establishment of new schools, such as, the University of the Philippines (UP)
School of Medicine in the Philippines Science High School in South Cotabato.
v. Development of micro, small and medium enterprises (MSMEs). While most of the
MSMEs push the growth of the industry sector, other MSMEs have activities which
also contribute to AFF and services.
c. Increasing growth rates in services, from 5.5% in 2011 to 7.1% in 2016
i. Increased activities in transportation, communication and government services

ii. Strengthening trading, finance, tourism ICT activities
iii. Operationalization of power plants and transmission lines. The ongoing P1.626
Billion worth of General Santos- tacurong 138 KV Transmission Line
Reinforcement Project by the National Grid Corporation of the Philippines shall
contribute to the growth in the service sector. Moreover, the 200 megawatt coal-
fired power plant in Sarangani is targeted to be operational by 2013.
iv. Expansion and opening of new commercial and business establishment,
particularly in the urban centers of the region. The SM General Santos City which
opened in 2011 offered a lot of services and employment opportunities in the region.
Gaisano Commercial Center also started operation in the same year. Additional
department stores, restaurants, and sports and recreational centers opened in
Cotabato City, Kidapawan City, and Tacurong City, as well as, in the secondary
growth centers of the region.
(Source: NEDA XII)
Table 1. Labor Market Indicators (Source: PSA QuickStat February 2017)

INDICATOR 2011 2012 2013 2014 2015
Working age
Population , 15+
2,603 2,653 2,708 1,855 1,949
years (000)
Not in the labor
838 873 959 62 22
force
433
Labor force (000) 1,765 1,780 1,749 1,793 1,927
Employed (000) 1,685 1,709 1,692 1,772 1,883
Underemployed
362 378 348 330 546
(000)
1. Youth
Unemploymen
t
2. NEET
Labor Force
Participation rate 67.8 67.1 64.6 63.8 63.7
(%)
Employment Rate
95.5 96.0 96.7 97.6 96.5
(%)
Underemployment
21.5 22.1 20.6 18.6 29.0
Rate (%)
Unemployment
4.5 4.0 3.3 2.4 3.5
rate (%)
A. Demand
1. In-demand skills and hard-to-fill occupations
IN-DEMAND HARD-TO-FILL
INDUSTRY INDUSTRY
SKILLS OCCUPATIONS
Accounting Staff Service Food Processor/Food Agribusiness
technician
Engineering Service Fishery Technologist
/manufacturing
Agriculturist
Veterinarian
Purchaser Service Mining and Mining
Metallurgical
Engineer/ Technician
Cashier Service Chemist Manufacturing
Branch Manager Service Machinist
Electrician Service
Service Crew Service
Driver Service
Office Staff Service
Sales Associate Service
Source: www.jobisjob.com.ph/soccsksargen-locations, Jobstreet.com, Job vacancies posted by PESO, PESO Data
2. Diminishing Jobs

Fruit packers Agriculture
Smoke emission testers Service
Insurance agents Service
Source: Job Displacement Report (2013-2016)
434
B. SUPPLY
2013
NO. OF JOB POSITIONS
OCCUPIED
Manager (Plant, Marketing,
1. Indian
Site/Operations, Crop, HSE,
2. Indonesian
Project Control, Civil,
3. Korean
Construction, Mechanical,
4. Japanese
Material, Administrative, 20
5. Australian
Stock, Commissioning,
Restaurant, Production,
General,
1. Greek
2. Japanese
3. Indonesian
Consultant
4. Sri Lankan 6
5. Greek
6. Pakistani
1. Korean
2. Nepalese
Supervisor (Building, Civil,
3. Indian
Administrative, Piping) 5
4. Japanese
1. Chinese
Chef
3
Designer (Golf Glove) 1. Korean 1
2014
NO. OF JOBS POSITIONS

OCCUPIED
Manager ( Electrical, Project,
Material, Marketing,
1. Korean
Administrative, Stock,
2. Taiwanese
Mechanical, Project Control,
3. Indian 26
Marine Engineer, Global
4. Pakistani
Marketing, Planning,
Instrumentation, Production,
1. Chinese
2. Korean
Superintendent/ Supervisor 3. Nepalese
14
1. Canadian
2. Japanese
Consultant/ Specialist 3. Iranian
7
4. Pakistani
5. Korean
Chef 1. Chinese 1
435
2015

OCCUPIED
1. Japanese
Manager ( Quality Control, 2. Finnish
Commissioning, Stock, 3. Indian
General, Instrumentation, 4. Korean
17
Restaurant, Construction, 5. Australian
Production) 6. Pakistani
7. Jordanian
1. Korean
2. Finnish
Supervisor/ Superintendent 3. Polish
5
4. Indian
1. Canadian
2. New Zealander
Consultant / Specialist
3. Japanese 3
1. Korean
Chief Cook
1
1. Chinese
Technician
1
2016

OCCUPIED
Manager 1. Indian
3
2. New Zealand
Specialist / Standard Monitor 1. Costa Rican
4
2. Japanese
Consultant 1. Indian
2. Pakistan 3
Source: AEP Reports (2013-2016)
2 Dynamics of the Regional Labor Market
FOR GOVERNMENT SECTOR

1. In 2013, the DOLE conducted the JobsFit with stakeholders in the region, with
thirteen (13) industries identified as national KEGs from 2013-2020. What are your
insights on the KEGs as applicable to your region’s employment generation?
436
Ø National Government Agencies in the region believe that key employment
generators (KEGS) are important in the region’s employment generation
particularly in the Agriculture, Fishing and Wholesale and Retail Industry
which are considered to the Employment Drivers of Region XI. Green Jobs
are highly recognized and particularly with DENR XII, they are in need of
professionals inclined on Environment Conservation and Development,
surveys and mapping, enforcement of forestry laws, knowledgeable on
legislation and application of issuance of licenses, patents and deeds.
(Foresters, Geodetic Engineers, Biologists, Environmental Planners,
Agricultural Engineers, Lawyers, Divers, Environment related
courses/professions, farm supervisors, surveyor, cartographer, statisticians,
Information technology, GIS experts). Blue-collared jobs are also needed
(welders, carpenters, mechanics.)
2. Are there other industries/sectors which show strengths as KEGs that the JobsFit
failed to account?
Ø Industries such as Food Processing, Beauty and Wellness and Cacao, Coffee
and Oil Palm, Aquamarine and other fruit production show strengths as
KEGS.
3. Other than the 13 KEGs, what other industries do you thing will emerge as strong
Kegs between the periods 2016-2022? What would be the factors (economic, social,
resource-based, and global demands) that will likely shape the emergence of these
KEGs?
Ø Region XII has potential on Information Communication Technology (ICT),
Coffee, Cacao, Crab and Prawn Production and other Agri-Industry will
emerge strong from 2016-2022 considering the thrust of the present
administration towards development of agriculture and the strong global
demands of other products
Ø Factors that will highly affect the emergence of these KEGS would include
ASEAN Integration, Bilateral Relationship –agreements with other
countries, free trade agreements, ENDO, Climate change mitigation,
government policies
4. For Department of Trade and Industry representatives, what are the potential
investments in your region? What are the occupations needed by these potential
investments? How many vacancies will these occupations will likely create?
EXPECTED EXPECTED
POTENTIAL NUMBER OF
INDUSTRY OCCUPATIONS
INVESTMENT VACANCIES
NEEDED
Coffee/ cacao,/
Agriculture, Forestry pineapple fish/tuna
and Fishing processing and
canning/packaging
437
Mining and
Quarrying
Trade
Accommodation and
Food Service
Activities
5. For SSS and GSIS representatives, do you have data on projected number of
retirees per occupation?
ESTIMATED NUMBER OF
INDUSTRY OCCUPATION RETIREES
6. For Philippine Statistics Authority representative, do you have any available data
on employed/workforce (by industry, sex, age group and highest educational
attainment)? If so, please attach it to the workshop forms.
Table 2. Labor Market Indicators (Source: PSA Quickstat February 2017)

INDICATOR 2011 2012 2013 2014 2015
Working age
Population , 15+ 2,603 2,653 2,708 1,855 1,949
years (000)
Not in the labor 838 873 959 62 22
force
Labor force (000) 1,765 1,780 1,749 1,793 1,927
Employed (000) 1,685 1,709 1,692 1,772 1,883
Underemployed 362 378 348 330 546
(000)
Youth
Unemployment
NEET
Labor Force 67.8 67.1 64.6 63.8 63.7
Participation rate
(%)
Employment Rate 95.5 96.0 96.7 97.6 96.5
(%)
Underemployment 21.5 22.1 20.6 18.6 29.0
Rate (%)
Unemployment 4.5 4.0 3.3 2.4 3.5
rate (%)
438
8. For Philippine Statistics Authority representative, what is the projected population
by year 2022? Please describe the characteristics of the population (e.g. by sex, age
group, highest education attainment – if available) – No available data
9. What is the current situation of the labor supply based on:

a. For TESDA representatives, Technical Vocational Education and Training
(TVET) Graduates
b. For CHED representatives, Higher Education Institutions (HEIs) Graduates by
Discipline
c. For PRC representatives, Number of Registered Professionals
d. For DepEd representatives, Senior High School (SHS) Graduates by Tracks
(Projection Only)
Technical
Vocational
Education and TESDA 4,500 4,500
Training (TVET)
Graduates
Higher Education
Institutions (HEIs)
CHED
Graduates by
Discipline
Registered
PRC
Professionals
Senior High School
(SHS) Graduates by DepEd 68,815 68,000
tracks
(Note: For present data use past 5 years and for projected data use next 6 years)
7. For POEA and OWWA representatives, how many are recorded OFWs from this region?
What are their occupations?
Occupation Number of OFWs
Household service workers
Skilled workers
TOTAL: 66,665
FOR PESOS, PRIVATE RECRUITMENT AGENCIES AND JOB

BOARDS
1. What is the average profile of Jobseekers/walk-in applicants?
Ø Predominantly female, fresh college graduates, 18-25 years old, business related
courses
439
2. What are the top 3 employment services/programs that you offer to the jobseekers?
Ø Employment facilitation, jobs fair, career /coaching/ employment, livelihood,
3. What are the general qualifications (e.g. sex, age, range, educational attainment,
experience, credentials, soft skills) needed by these occupations?
Ø BS Agriculture / business related courses, 20-21 years old, TOR/NCII/

Certification, communication skills/ analytical thinking, computer literacy,
leadership skills, management/supervisory
4. What are the required core competencies by these occupations? Would these skills
be readily available given the current supply of skills and training available to the
youth and the regular workforce? What are the factors that contribute to the
availability/non-availability of these skills?
GENERAL QUALIFICATIONS
KEY INDUSTRY BASED
(KNOWLEDGE/SKILLS)
CORE COMPETENCIES
21ST CENTURY SKILLS

EDUCATIO
ON GDP GROWTH
PRIORITY SKILLS
REQUIREMENTS
(OCCUPATION)
INVESTMENT
NAL EXPERIENCE
TRENDS AND
PRIORITIES
Credenti
(SEE LIST)
ATTAINME (NO
als
SEX NT (HIGH EXPERIENCE/
(licensed,
(M/F, SCHOOL, FRESH GRAD
board
ANY) COLLEGE, OR # OF
passer,
UNDERGRA YEARS OF
etc.)
DUATE, EXPERIENCE)
ANY)
Nurses Multi
Skilled NC II, can tasking
Constructio Professio read and
College grad.
n 1-3 yrs nal, NC write,
Overseas any NC II
HSW experience II, English
Elem/HS
Service Diploma competenc
Crew y
Driver
Food and Multi
beverage tasking
At least HS HS
HRM and food any Fresh Grad NC II
Grad. Diploma
processing,
cookery
Multi-
tasking,
Machine College leadersh
Agriculture M College Grad Fresh Grad
Operator Diploma ip skills,
comput
er skills
Carpentry Multi
masonry,plu HS tasking
Construction M HS grad NC II
mbing Diploma
fabricator
440
Innovati
With or on,multi
Fishing Technical any w/out tasking,
experience critical
thinking
5. Guide Questions for Green Jobs identification:

a. Are there industries in your area which have green jobs? If yes, what industries?
Solar Power Industry (South Cotabato)
b. What are these occupations called? Engineers/ Technicians
c. What specialized skills do they require? Solar Power Technicians
d. Do you have the manpower for these occupations? If yes, explain how do you
say so? If no, why do you think is there a shortage?
SKILLS
INDUSTRY GREEN JOBS SURPLUS/SHORTAGE
REQUIREMENTS
Handicraft weaver Handicraft weaving shortage
Solar Power Solar power Solar power/biofuel shortage
/Biofuel /energy technicians/ harvesters
Industry petroleum
engineer
Rubber Industry Rubber tapper Rubber tapping/collector shortage
Fishing Solid waste Solid waste Surplus
management management training
Officer
Manufacturing Farm technician Organic training, shortage
agriculture technology
Retail services Pollution control BOSH/HACCP shortage
officer
Plantation Environmental BOSH/ environmental shortage
management management
officer/ health
and safety officer
6. What are the new occupations* in the labor market today? In which industries does
these occupations belong? What are the skills required for each occupation?
Beautician Service Industry Beauty care
AutoCad Manufacturing Auto Cad Designing
Mechanize farm operator Agri-Industry Machine operations
Robotics Manufacturing Robotics graduate
*new occupations = cannot be classified via Philippine Standard Occupational Code (PSO)
7. What could be the future jobs* in the coming years? What will be the skills
required by these occupations?
Chemical Engineering Manufacturing Licensed, multi tasking,
hardworking, 5 years
441
experience
Beauty and Wellness Service Licensed, 5 years experience
practitioners
BPO Staff All Industries Written/ oral
communication/IT literate
Development operations Plantation Licensed Engineer
manager
*future jobs = jobs that are not yet available now but will be available in the future
8. What are the present and future challenges and gaps that need to be addressed in
relation to the supply and demand for skills priority industries? What are the
recommended interventions to close or at least minimize the gaps and the
corresponding institutional mechanism that must be put in place?
9.
COURSES OF
RECOMMENDE ACTIONS/METHO
DESCRIPTION OF D SOLUTIONS DS TO
THEMATIC AREA
GAP/CHALLENGE WITH IMPLEMENT THE
TIMELINES RECOMMENDATI
ON
1. Basic and Higher Prep of SHS Provide access Participation of
Education Non- accessible Provision of parents to career
tracks to SHS accessible in guidance
Lack of facilities demand Tracks
Lack of qualified to diff. schools
applicants with facilities- 2
Lack of Job years time
Hunting Skills/ Intensify career
attitude guidance
advocacy
1. Career Guidance Lack of facilities 2 years time Joint meeting and
Advocacy Should be PESO-Career planning
mandatory at all counselors
levels convergence
Lack of time to Mandatory
conduct career Junior High and
coaching/LMI Senior High
orientation Technical
Lack of writing
employment
counselling
2. Technical Vocational Appropriate Scholarship Request TESDA
Education and scholarship offered must
Training should be focus on in
provided by demand jobs
TESDA
3. On-the-Job Training Lack of GIP Academic and
industries implementation industry
accepting OJTs Skills should partnership
Mismatch of match to the
training field training
442
No allowance for
trainees/OJTs
4. Labor Market Obsolete data Must update Use of local LMI
Information Accessibility of every 3 years Partnership with
LMI Utilize quad media outlet
media
5. Overseas Lack of readiness Intensify Allow /accept
Employment of applicants PEOS/AIRTIP PESO to
Piracy of Talents Increase the administer
minimum age PEOS- instead of
requirement to On-Line PEOS
25 years old POEA to amend
the existing
minimum age
requirement
6. Regional/Local Limited Increase the Linkages to other
economic resources budget government
development agencies
7. Industry Demands Hard to fill jobs Lack institutions Partnership with
and Hiring Practices that offers CHED and
specific courses TESDA
8. ASEAN Economic More Standardized POEA to amend
Community 2015 competition compensation the existing
minimum age
requirement
Increase the level
of job experience
to 5 years
10. Identify the important soft skills you look for in your applicants.
(Please rate on scale 1 [no importance] to 5 [extremely important] by encircling the appropriate response for
each item.)
EXTREMELY VERY IMPORTANT LIMITED NO
IMPORTANT IMPORTANT (3) IMPORTANCE IMPORT
(5) (4) (2) ANCE
(1)
Work Ethics 5-111 4-1 3 2 1
Team Work 5-111 4-1 3 2 1
Stress 5-111 4-1 3 2 1
Tolerance
Social 5-11 4-11 3 2 1
Perceptiveness
Self-Motivation 5-111 4-1 3 2 1
Problem 5-11 4-11 3 2 1
Sensitivity
Planning and 5-11 4-11 3 2 1
Organizing
Multitasking 5-11 4-11 3 2 1
Math 5 4-1 3-111 2 1
Functional
Innovation 5 4-11 3-11 2 1
443
English 5-1 4-1 3-1 2 1
Functional
English 5 4-11 3-1 2 1
Comprehension
Decision 5-1 4-1 3-1 2 1
Making
Critical 5-1 4-1 3-11 2 1
Thinking
Creative 5-1 4-1 3-11 2 1
Problem
Solving
11. Based on your assessment of applicants, please rate their general aptitude in the
following:
(Please rate on scale 1 [very poor] to 5 [excellent] to by encircling the appropriate response for each item.)
EXCELLENT GOOD ADEQUATE POOR VERY
(5) (4) (3) (2) POOR
(1)
Work Ethics 5- 4-1 3-111 2 1
Team Work 5- 4-1 3-1111 2 1
Stress Tolerance 5- 4 3-1111 2 1
Social 5- 4-1 3-111 2 1
Perceptiveness
Self-Motivation 5- 4-11 3-11 2 1
Problem 5- 4-1 3-111 2 1
Sensitivity
Planning and 5- 4 3-1111 2 1
Organizing
Multitasking 5- 4-1 3-111 2 1
Math Functional 5- 4 3-1111 2 1
Innovation 5 4 3-1111 2 1
English 5 4 3-1111 2 1
Functional
English 5 4 3-1111 2 1
Comprehension
Decision Making 5 4 3-1111 2 1
Critical Thinking 5 4 3-1111 2 1
Creative Problem 5 4 3-1111 2 1
Solving
12. How do you get applicants to fill-up vacancies in your establishment?

(Check all applicable)
/// On-the-job-trainees /// Head hunters/Private recruitment
agencies
/// Walk-in /// Job Fair
// Public Employment Service // On-site campus recruitment
Office (PESO) referral
/ Postings in Job Portals // Posting in school/company bulletin
board
// PhilJobNet // Newspaper ads
/ JobStreet /// Word of mouth (through friends or
relatives)
Kalibrr // Employee referral
444
Others: // Union recommendation
/// Online advertisement in social Others:
networking sites
FOR LABOR ORGANIZATIONS
1. What are the new occupations in the labor market today? In which industries does
Agricultural banana BSA Graduate/patience and
Insect Surveyor
Plantation perseverance
Agricultural banana
Farm technician Tissue culture expertise
Plantation
Agricultural In-Land Laboratory skills/ BS
Pond Technician
Fishing Fisheries
Robotics /mechatronics Robotics/mechatronic
manufacturing
engr engineering
Mechanized farming
plantation Technical course
operator
*new occupations = cannot be classified via Philippine Standard Occupational Code (PSOC)
2. What could be the future jobs in the coming years? What will be the skills required
by these occupations?
BIOMASS Researcher Banana Plantation Project Management Skills
Industry
*future jobs = jobs that are not yet available now but will be available in the future
3. Are there non-skills related issues in the industry?
DESCRIPTION OF THE
AREA RECOMMENDATION
ISSUE/GAP
Macroeconomic and
Growth Policies
Industrial and Sectoral Consistency in the Constant monitoring
Policies implementation
Occupational Safety and Fast turnover of OSH Should be well
Health Policies Practitioners compensated
Aerial Spraying
Defiance of the policies Cease/Stop the operation
of aerial Spraying
Re-orientation/ re-training
Social Protection Policies Delayed Posting of Concerned Agencies to
Payment of remittance Upgrade their systems
Sexual harassment/drug Strengthen values
445
abuse orientations in the
workplace
FOR TECHNICAL VOCATIONAL INSTITUTIONS

1. What are the usual training regulations (TR) offered in your area? Site at least five
(5).
2. Do these TRs match the industry requirements in your area?
3. Do you have training programs for Green Skills? If yes, what are these?
446
REGION 13
CARAGA
447
REGIONAL LABOR MARKET SITUATIONER CARAGA
REGION XIII - CARAGA

The Caraga Region is

provinces: Agusan del
Norte, Agusan del Sur,
Surigao del Norte and
Surigao del Sur.
Population (2015) : 2,596,709
2
Area : 21,478.35 km
GRDP
Caraga’s Gross Regional

(2016) to 102.7 (2017)
LABOR FORCE

decreased by 0.9
(2013) to 5.1% (2017).
448
CARAGA REGIONAL LABOR MARKET SITUATIONER
REGION XIII - CARAGA
EMPLOYMENT
SHARE (2016)
FAME CENTER OF THE PHILIPPINES
By 2020, Caraga region will become the “Fishery, Agro-

AGRICULTURE, HUNTING, Forestry, Mineral, and Ecotourism (FAME) Center of the
FORESTRY, AND FISHING Country”. To become the FAME center of the country, the
region will develop and utilize its abundant natural
endowments such as agriculture, fishery and aquaculture,
31.49% forestry, mineral and ecotourism.
4.97%
Fishing
INDUSTRY SECTOR
6.35%
Construction
0.46%
Water, Electricity Becoming the FAME center of the country means increasing
and Gas Supply the productivity of the region’s fishery and agro-forestry sectirs
through processing and value adding activities and harnessing
3.50% its tourim industry by particularly developng its vast eco-tourism
Mining and potentials through massive promotions and provision of
Quarrying infrastructure support. While mining will remain as key sector
for employment, the interest of sustainable development and
5.06% protecting ecological integrity through responsible mining will
Manufacturing be given focus.
SERVICES For 20 years since its full operation as a region in 1996, Caraga
has been economically pictured as an agriculture area, timber
land, fishing ground, mining capital and tourist destination in
5.99% Transport and Storage the country. This is the reason of its continuous effort of
becoming the FAME center of the country.
0.92% Financial and Insurance
Activities
Wholesale & Retail

Motor Vehicles

and Defense; and
Compulsory Social
Security
449
CARAGA Region’s economy is one of the fastest growing in the country in the past six
years. The growth rates are higher than the national average. It even registered the
highest growths in 2011 and 2014. The region also succeeded in substantially reducing its
poverty incidence among families from 46 percent in 2009 to 31.9 percent in 2012.
However, in 2015, the region only managed to bring it down to 30.8 percent. Despite these
gains, the region is still confronted with many daunting challenges. Foremost among them
is poverty as one in every three (3) Caraganons is poor. Second, the region has to diversify
its economy and to pursue value-adding activities given the declining performance of the
AFF sector and the slowdown in the mining operations.
Third, it has to increase the resilience of individuals and communities as CARAGA is most
prone to geological and climatological hazards. Fourth, the region has to disentangle the
proverbial Gordian know that is conflicting/overlapping tenure instruments issued by land
regulation agencies. Fifth, CARAGA needs to strike a balance between production and
environment conservation/protection (Regional CARAGA Development Plan 2017-2022). With
the above mentioned challenges, the Department of Labor and Employment is identified
as one of the key agencies to bring about improvement in the lives of the poor Caraganons
particularly focusing on the provision of employment opportunities in the countryside and
prevention of job losses or diversification of employment opportunities specifically in the
mining sector.
Population
The population of Region XIII (CARAGA) as of August 1, 2015 was 2,596,709 based on the
2015 Census of Population (POPCEN 2015). The 2015 population of the region is higher by
167,485 compared with the population of 2.43 million in 2010, and by 501,342 compared with
the population of 2.10 million in 2000. Refer to Table 1. It increased by 1.28 percent
annually, on the average, during the period 2010 to 2015. By comparison, the rate at which
the region’s population grew during the period 2000 o 2010 was higher at 1.49 percent. See
Source: PSA-NSO
450
Among the five provinces comprising the region, Agusan del Sur had the biggest
population in 2015 with 701 thousand, followed by Surigao del Sur with 592 thousand,
Surigao del Norte with 485 thousand, and Agusan del Norte (excluding Butuan City) with
355 thousand. Dinagat Islands had the smallest population with 127 thousand. Refer to
Table 3.
Table 3. Population by Province/Highly Urbanized City: Region XIII - Caraga

POPULATION (IN THOUSANDS)

PROVINCE/HIGHLY URBANIZED CITY
2000 2010 2015
Agusan del Norte (excluding Butuan City) 286 332 355
Butuan City 267 310 337
Agusan del Sur 559 656 701
Surigao del Norte 374 443 485
Surigao del Sur 502 561 592
Dinagat Islands 107 127 127
Source: PSA-NSO
Butuan City, the only highly urbanized city in the region posted a population of 337
thousand. The total population of Region XIII accounted for about 2.6 percent of the
Philippine population in 2015. Surigao del Norte was the fastest growing province in the
region with an average annual population growth rate (PGR) of 1.76 percent during the
period 2010 to 2015. It was followed by Agusan del Sur with a PGR of 1.25 percent, Agusan
del Norte (excluding Butuan City) (1.23 percent), and Surigao del Sur (1.03 percent). Dinagat
Islands posted the lowest provincial PGR of 0.05 percent.
GDP and GDP Growth Rate by Sector

Based on the Philippine Statistics Authority (PSA) data, the economy of Caraga region
grew by 2.5 percent in 2016 in gross regional domestic product (GRDP). However, the
growth showed that the increase is not that high as compared to 4.5 percent posted in 2015.
The services sector contributed the largest share in the region’s total economic output with
48.4 percent, and still the main driver for the region’s growth. On the other hand, the
industry sector followed the services sector that also contributed 35.1 percent in the
region’s growth. This was followed by the agriculture, hunting, forestry and fishing
(AHFE) with 16.5 percent. The services sector contributed 4.0 percentage points to the
region’s total growth in 2016. On the other hand, industry and AHFF pulled down the
growth by 1.2 percentage points and 0.2 percentage point, respectively.
451
The AHFF declined by 2.3 percent in 2016 as fishing further slowed down to negative 3.3
percent. Agriculture and Forestry posted an improvement though still negative growth of
0.8 percent. Services expanded from 5.5 percent in 2015 to 8.7 percent in 2016. Financial
Intermediation grew by 14.5 percent; Other Services by 10.5 percent; Trade and Repair by
8.7 percent; Transportation, Storage and Communication by 7.8 percent; Public
Administration and Defense by 6.4 percent; and Real Estate, Renting and Business
Activities by 6.2 percent.
However, the industry sector suffered a reversal from 10.5 percent in 2015 to 3.3 percent in
2016 due to a contraction in Mining and Quarrying (MAQ). Manufacturing, Electricity, Gas
and Water Supply and Construction posted expansions of 5.9 percent, 5.0 percent, and 4.1
percent, respectively. MAQ declined by 8.5 percent.

Labor force participation rate for the period 2013 to 2015 experienced an overall decline.
From 2013 to 2015, the participation rate declined by 1.80 percentage points. Retirement
and failure of job seekers to find stable work impacted on the overall participation rate.
Thus, the region failed to achieve its target of increasing labor force participation rate by
five percent per year.
Table 4. Labor Force Participation Rate
INDICATOR 2013 2014 2015 13-14 14-15

66.5 65.83 64.7 (0.67) (1.13)
Rate
Source: PSA-NSO
Employment and Unemployment

On the other hand, employment rate in the region experienced a slight increase for the
period 2013 to 2015. Employment went up from 93.93 percent on 2013 to 94.28 percent in
2015. Consequently, unemployment dipped by a total of 0.35 points from 2013 to 2015.
Underemployment rate managed to decline by 1.9 percentage points for the period 2013-
2014. But in 2015, underemployment rate slightly increased by 0.96 percentage points.
This rise indicates an increasing underutilization of skills and productive capacities of
Caraga workers. Thus, the region failed to decrease underemployment levels as
committed in CRDP 2013-2016.
452
Table 5. Employment, Unemployment and Underemployment Rates
INDICATOR 2013 2014 2015 13-14 14-15

Employment Rate 93.93 94.18 94.28 (0.25) (0.10)
Unemployment Rate 6.08 5.83 5.73 (0.25) (0.10)
Underemployment Rate 27.13 25.23 26.18 (1.90) (0.95)
Source: PSA-NSO
From 2011 to 2015, more women than men were employed in the region. Data shows that
in 2015 alone, 1,092,000 women were employed compared to only 682,000 men employed.
Table 6. Employed Women by Age Group

CARAGA: 2011-2015
(In Thousands)
Table 7. Employed Men by Age Group

CARAGA: 2011-2015
(In Thousands)
Most of Caraga’s employed workers belong the service sector, averaging 47 percent of the
total employment of the region. This is followed by the AFF sector with 37 percent and
then industry sector with 17 percent. The services sector, which was identified as the
primary source of employment, registered a growth rate of 2.49 percent in 2015. AFF sector
also experienced a negative growth rate of 1.81 percent in 2015. Meanwhile, the
453
employment growth in the industry sector slowed down in 2015 by 2.62 percent. The slight
increase was attributed to the employment growth in mining and quarrying and electricity,
gas, steam and air conditioning supply subsectors with growth rates of 12.38 percent and
50.87 percent, respectively in 2015.
Table 8. Distribution of Employment by Major Industry

CARAGA: 2013-2015
(In Thousands)
454
2. KEY EMPLOYMENT GENERATORS,
EMERGING INDUSTRIES, LABOR DEMAND
AND SUPPLY
Description of Priority and Emerging Industries

By 2020, Caraga region will become the “Fishery, Agro-Forestry, Mineral, and Ecotourism
(FAME) Center of the Country”. To become the FAME center of the country, the region
will develop and utilize its abundant natural endowments such as agriculture, fishery and
aquaculture, forestry, mineral and ecotourism.
Becoming the FAME center of the country means increasing the productivity of the
region’s fishery and agro-forestry sectirs through processing and value adding activities
and harnessing its tourim industry by particularly developng its vast eco-tourism
potentials through massive promotions and provision of infrastructure support. While
mining will remain as key sector for employment, the interest of sustainable development
and protecting ecological integrity through responsible mining will be given focus.
For 20 years since its full operation as a region in 1996, Caraga has been economically
pictured as an agriculture area, timber land, fishing ground, mining capital and tourist
destination in the country. This is the reason of its continuous effort of becoming the
FAME center of the country.
Major Employment Drivers

After thorough analysis and assessment of the economic condition of the region, the
following industries are identified as major employment drivers contributing to Caraga’s
economic growth for the last five years:
1. Agriculture
2. Fishery
455
3. Hotel and Restaurant and Services
4. Wholesale and Retail
5. Mining and Quarrying
CARAGA has been into information technology effort and even into business process
outsourcing. Over the years, information technology has been advancing in terms of
facilities and connectivity. Expansion is still on-going and this is seen to be a contributing
factor in making the region ready for a more advanced information technology including
the establishment of BPOs.
This development is also backed up by the commencement of the Rural Impact Sourcing
program to existing comprehensive development plans, as well as with non-government
organizations, academic institutions, the business community and industry players for
their strategic programs and community extension projects, and assist existing online
freelancers in establishing homegrown BPO centers and co-working spaces to optimize the
industry presence and create a digital culture even at the grassroots.
This program is created due to the growing needs of Caraganons, especially those in the
countryside to have a type of career or source of income that doesn’t require them to leave
their hometown and be away from their family in order to have a sustainable job. The
region is an agricultural-based economy that human resources in local communities
should have access to alternative jobs to sustain the farming industry.
Some areas do not have even the typical job opportunities available but have good access
to the Internet. This opens new possibilities for people in those rural areas to have access
to jobs available online and earn a decent income without the need to leave home. It will
certainly help the local economy.
There is also a great demand for health and wellness services since there is an increase of
around 5% in the number of massage, therapy, spa, parlor, and physical fitness
establishments in 2016, as shown in the DOLE CARAGA’s summary report of
establishments assessed. Diversified and strategic farming focusing on “green jobs in
farming” is also seen as an emerging industry as it is trickled by the International Labor
Organization’s climate change adaptation project which is hoped to have a domino effect
among farming communities not only in Agusan del Norte but also the rest of the provinces.
Emerging Industries
1. Rural Impact Sourcing/BPOs
2. Health and Wellness
3. Diversified/Strategic Farming focusing on institution of climate resilient communities
and on creating new green jobs
Priority Skills Requirements (Labor Demand)

Following are the in-demand and hard-to-fill skills requirement of the priority industries
identified above.
456
1. Agribusiness (Diversified Farming/Value-Adding Technologists)
2. BPO Managers, Virtual Assistants
3. Hotel Cleaners/House Keepers/Utility and Janitors
4. Accredited Massage Therapists
5. Autocad Designers and Operators
6. Heavy Equipment (Lift) Operators
7. Skilled construction workers
8. Accounting Clerks and Bookkeepers
9. Geodetic and Mining Engineers
10. Teachers (K-12)
The region’s agriculture sector remains the prime mover of economy. However, there is a
need to step on a higher level and more strategic way of farming. Farming technologists are
limited including those who are not only producing crops but also processing them or starting
their own agriculture business.
BPO operators and Virtual Assistants who have integrated knowledge and skills related to
and on how to become a competent, knowledgeable, and skillful virtual assistant are also
needed. These workers should be trained in the Business Process Management (BPO) and
Online Freelancing Industry for employment to provide stable engagement in their career.
They should also possess technical and nontechnical skills required for them to completely do
well in working online, provide an additional gateway for employment at the comfort of their
homes and create a group and network for individuals working as a Virtual Assistant in
different areas.
Skills in Geodetic and other fields of mining engineering are still a lack in most of the mining
companies. However, one university in the region has now been offering mining engineering
courses.
Hotels, restaurants, security agencies, and other service providers pointed out their great
dismay on hiring skilled cleaners, housekeepers, utilities and janitors. The problem lies on
the attitude of the workers and their poor skills which affect much in the provision of quality
eco-tourism services. The simple skills in vacuuming, disinfecting and cleansing were even
singled out as needing improvement. Recently, these jobs have been contracted out, the
reason why there are more vacancies posted by contractors, subcontractors and manpower
agencies.
The implementation of the K-12 program also posted specific requirement of teachers who
possess excellent skills, knowledge and attitude in the preparation of modules and lesson
plans, in doing research studies and in monitoring the progress of the K-12 implementation.
Teachers are key contributors to the success of this new program of the country.
Skills/Demand Requirement Estimates

Below are estimates of the skills requirement based on the output of the series of provincial
consultations, report of partner agencies such as TESDA, CHED, NEDA, DTI, the academe,
labor and employment statistics on priority industries, and report from job fairs conducted.
457
Table 9. Five-Year Estimates of the Skills/Demand Requirement
SKILLS/DEMAND ESTIMATES
1. Agribusiness (Diversified Farming/Value-Adding 500
Technologists)
2. BPO Managers, Virtual Assistants 1,165
3. Hotel Cleaners/House Keepers/Utility and Janitors 5,000
4. Accredited Massage Therapists 1,000
5. Auto-CAD Designers and Operators 1,000
6. Heavy Equipment (Lift) Operators 1,250
7. Skilled construction workers 350
8. Accounting Clerks and Bookkeepers 10,000
9. Geodetic and Mining Engineers 300
10. Teachers (K-12) 3,000
Notes:
1. Data on number of skills requirements are estimated to double in the next 5 years.
2. Skills requirement for hotel cleaners, janitors, utility workers was provided by contractors, sub-
contractors and manpower agencies.
Availability of Skills
An analysis of the 5-year availability of skills was done during the provincial consultations.
Based on the groups’ output, the available skills are estimated at average of 75% only,
although trainings and continuous education are done to match the requirement of such skills.
However, workers who will be hired by contractors, subcontractors and manpower agencies
are likely to be available 100%.
TESDA Caraga reported that the agency has been working very hard on accrediting
institutions and training providers that could help meet the increasing need of trainees of
critical skills. It pointed out that there has been a problem on the absorptive capacity of
schools and training institutions in terms of skills of trainers, capacity to run the program,
employability of graduates, the curriculum or modules offered and the like.
Table 10. Five-Year Estimates of the Available Priority Skills
SKILLS/DEMAND ESTIMATES
1. Agribusiness (Diversified Farming/Value-Adding 375
Technologists)
2. BPO Managers, Virtual Assistants 875
3. Hotel Cleaners/House Keepers/Utility and Janitors 5,000
4. Accredited Massage Therapists 750
5. Autocad Designers and Operators 750
6. Heavy Equipment (Lift) Operators 1,000
7. Skilled construction workers 300
8. Accounting Clerks and Bookkeepers 7,500
9. Geodetic and Mining Engineers 225
10. Teachers (K-12) 3,000
458
3. Issues, Gaps and Challenges
Below are summary of major issues, gaps and challenges in meeting the skills requirement
with corresponding recommendations. These responses were based on the outputs of the
provincial consultations, reports from government agencies and proposals from the
proponents of emerging industries.
1. Agribusiness and Fishery

COURSES OF
DESCRIPTION OF ACTIONS/METHODS TO
RECOMMENDED SOLUTION
RECOMMENDATION
Low enrolment in • Advocate/ encourage • Training of guidance

AGRICULTURE and students to take up these counselors to be professional
AGRI-BUSINESS and courses thru the help of the experts in conducting career
FISHERY courses guidance counselors and assessment test & employment
include the placement advisory
parent/guardian/financier in • Information campaign thru
the orientation and PTA and students
emphasize to them the • IEC thru TV, radio, posters
demand skills of different and brochures
industries • Career guidance
symposium/seminar to high
(intensive 2-year advocacy school graduating students,
starting 2010) emphasizing labor market
information
• CHED and TESDA

• Scholarship programs for Scholarship programs (RSP,
deserving students taking up SSP , PESFA, Students Grants
these courses in Aid, Student Loans
(SNPLP) , PWD etc.
(Regular annual program)
• Look for potential donors to
sponsor student/s for
scholarships
2. Mining Industry
COURSES OF
RECOMMENDATION
Low enrolment in • Intensive advocacy • Effective career guidance

GEODETIC,
459
METALLURGICAL, and • CHED and TESDA
other fields/courses of • Scholarship programs for Scholarship to give priority to
mining engineering deserving students taking up development of these skills
these courses
(Regular annual program)
• MGB should take initiative • Scholarship exams for

on developing scholarship deserving students
program for mining/geology
in CARAGA Region
• Creation of mining courses

in Caraga • Info drive in schools
• Mining industry to help

schools in providing • Consultative dialogue
students of Geodetic and /planning
Mining Engineers with the ff: between industry and
o Scholarship academe
o Equipments
o Exposure (OJT)
• Mining companies to
sponsor scholarship training
to probable workers
• Encourage/ give incentives to

HEIs/TVIs that offer these
programs
• CHED Assistance for
Inadequate number of
Voluntary Accreditation
HEIs/TVIs offering
Programs for geologists, • Institutional Monitoring and
mining engineers, etc. Evaluation for Quality
Assurance
• Attracting investors to engage
in mining business
• Professionalizing the mining
industry thru creation of
regulatory board that
prohibits practice of job
(mining) if not licensed.
3. Hotel, Restaurant and General Services (c/o manpower

agencies/contractors)
COURSES OF
RECOMMENDATION
Lack of proper training
460
among hotel cleaners • Winning Service provider • Winning service provider
and attendants should inform DOLE thru should coordinate with
written report proper agencies so they can
• Activate feedback provide efficient employment
mechanisms facilitation service
• RTWPB to conduct 5S
training/good housekeeping
practices
• TESDA should offer short
courses on hotel cleaning
works
Poor work performance • Local government, TESDA,
among janitors and • TESDA or manpower
training centers should offer DOLE and the service
utilities provider or agencies should
trainings on janitorial/utility
works with minimal fees or work hand in hand to provide
for FREE said training courses
• Training days should be on • Manpower agencies should

short period and would focus have the control over their
directly to their basic workers. As such hiring
operational equipments such should be based fitness and
as floor polisher, vacuum skills. Appropriate training
cleaners, dis-infecting and should be provided.
cleansing.
4. BPO/Virtual Assistants
COURSES OF
RECOMMENDATION
Lack of sustainable • Train them under Rural • Intensive three (3) days on-
source of income for Impact Sourcing site training and workshop
agriculture-based • Two (2) days virtual
workers for them not to workshop where the training
leave their homes can be done remotely.
• Program immersion to local
MSMEs to optimize digital
commerce program
5. Finance, Accounting Firms and Organizations

COURSES OF
RECOMMENDATION
Most applicants for • To publish vacancies at • Close coordination between

accounting clerks and school campus and at the industry and academe
bookkeepers are gate of the establishments, as
commerce graduates not one way of advocating right
461
accounting majors careers choices
6. K-12 Implementation
COURSES OF
RECOMMENDATION
Specialized and • Intensify trainings on • Close implementation and

Intensified training for module preparation, monitoring by Dep-Ed
teachers to handle Grade materials sourcing, teaching
11 and 12 classes learning methodologies, etc. • Support services from line
government agencies
• Extend the retooling
program to basic education
(High School & Elementary)
• LGU must support the

DepEd in the
implementation of the
retooling program
• Provide teachers particularly
in remote schools with
facilities
Suggested Key Processes and Mechanism to Implement and

Monitor Recommended Actions
During the series of consultations, the following agreements were reached which formed
major part of the key processes and mechanisms to implement and monitor recommended
action plans:
• Creation of an Oversight Committee which will be chaired by DOLE, with TESDA,

CHED, DepED, NEDA, DTI, Chamber of Commerce and Industry, Association of
Colleges and Universities, RTWPB, PESO Federation, and the newly created ITCs in
the region.
• The DOLE CARAGA Regional Coordinating Council shall lobby to the RDC re
crafting for a resolution for the involved agencies/organizations to give priority to the
development of the priority skills in the region.
• Technical Working group should be created to take charge of proper reporting,

documentation and media visibility.
• Strong support and close coordination should be ensured thru a Memorandum of

Understanding.
462
JOBSFIT 2022 REGIONAL REPORTS
EDITORIAL BOARD
Director Dominique Rubia-Tutay

Ms. Ruth R. Rodriguez
Mr. Gerardo L. Abordo
Ms. Myka Rose E. Trono
Ms. Precious Nicole G. Bugayong
LAYOUT ARTISTS
Ms. Lovely Rosenil Dumagan
Ms. Precious Nicole G. Bugayong
Mr. Nick D. Romano
Ms. Evangeline G. Aviñante
Ms. Geraldine D. Dado
BUREAU OF LOCAL EMPLOYMENT

DOLE-BLE, 6th Floor BF Condominium, Solana Street corner A. Soriano
(Aduana) Avenue, Intramuros, Manila, Philippines, 1002
463

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Regional Reports

CORDILLERA ADMINISTRATIVE REGION (CAR)………………………………….........1

NATIONAL CAPITAL REGION (NCR)………………………………………...….…......29

REGION I: ILOCOS REGION…………………………………………………................62

REGION II: CAGAYAN VALLEY…………………………………………………...........88

REGION III: CENTRAL LUZON………………………………………………….............111

REGION IV-A: CALABARZON…………………………………………………............128

REGION IV-B: MIMAROPA………………………………………………….................158

REGION V: BICOL REGION…………………………………………………................188

REGION VI: WESTERN VISAYAS………………………………………………….........207

REGION VII: CENTRAL VISAYAS…………………………………………………........246

REGION VIII: EASTERN VISAYAS………………………………………………….......287

REGION IX: ZAMBOANGA PENINSULA………………………………………….......308

REGION X: NORTHERN MINDANAO………………………………………………….330

REGION XI: SOUTHERN MINDANAO…………………………………………………364

REGION XII: SOCCSKSARGEN…………………………………………………..........428

REGION XIII: CARAGA…………………………………….……….....……................447

As part of the government’s convergent efforts to address prevailing job-skill mismatch

• Based on the consolidated regional reports, a total of 95 in-demand occupations

KEY EMPLOYMENT GENERATORS, &

Population (2015) : 1,722,006

CAR's Gross Regional Domestic

The unemployment rate

The region has identified three (3) emerging industries that

0.13% Real Estate Activities

Wholesale & Retail

3.66% Other services

1.1.KEY EMPLOYMENT INDICATORS

Regional Economics and Employment Trends and Structures

1.2. CORDILLERA ECONOMIC AND DEMOGRAPHIC TRENDS

INDUSTRY PHIL GDP CAR GDP CAR SHARE (%)

TOTAL 7,539.769 133.485 1.8

Employment 94.9 95.0 94.5 95.4 94.5 95,2 94.9

Unemployment 5.1 5.0 5.5 4.6 5.5 4.8 5.1

Own Account 250 270 246 260 260 254 257

Unpaid family 183 175 164 158 173 166 170

Agriculture 34,781 35,773 37,265 38,055 36,461 34,587 36,154

813,423 739,977 679,400 663,302 768,765 732,870 732,956

171,161 162,487 153,359 163,955 169,963 178,010 166,489

Table 3. Population Magnitude, Growth and Distribution (in percent) by province/city,

Benguet 330,129 446,224 2.04 1.91 1.99 24.2 25.0 25.9

Table 4. Average Annual Growth Rates of Population by Five Calendar-year Interval by

Philippines 1.73 1.59 1.41 1.21 1.02 0.84

Table 5. Projected Total Population, CAR 2010-2040 (Medium Assumption)

CAR 1,629,300 1,945,300 2,104,100 2,249,400 2,381,000 2,502,800

Table 6. Average Percentage Share of Employment by Service Subsector, CAR 2011-2015

2. KEY EMPLOYMENT GENERATORS AND

2.1. KEY EMPLOYMENT GENERATORS

Manufacturing 1 ,980 68 3 6 4,683 1,412 455 4,081

Agribusiness cluster is comprised of industries supporting farm production (animal and

B. Hotel and Tourism

The tourism industry composed of a conglomeration of a wide variety of services that

C. Wholesale and Retail Trade

2.2. EMERGING INDUSTRIES

Aerospace manufacturing is high technology industry that produces "aircraft, guided

3.1. INFLOW OF FOREIGN WORKERS

Academic Manager Korean 1

Technical Consultant Croatian 1

Director for Academic Affairs American 1

TOP FIVE (5) OCCUPATIONS AND DESTINATIONS IN CAR:

CY 2014 (Total OFWs Processed: 7,945)

*Usually Deployed in Hong Kong, Singapore, United

Total OFWs Processed = 1,487

Total OFWs Processed = 1,111