G REGIONAL OFFICE 5] RELEASED Racorey Section Republic of the Philippines DEPARTMENT OF THE INTERIOR AND LOCAL GOVE! Regional Office No. 5 Rizal St, Legazpi City REGIONAL ORDER No. 2022- 2/5 Subject y ‘CREATION OF REGIONAL MENTAL HEALTH COMMITTEE Date : August 8, 2022 Pursuant to Republic Act No. 11036, Mental Health Act of 2018 and CSC MC No. 4, s. 2020 dated February 7, 2020 entitled “Mental Health Program in the Public Sector”, and in adherence to DILS Circular No. 2020-23 dated September 9, 2020 re: DILG Mental Health Program (MHP): Malusog na Kaisipan, ‘Yaman ng Kagawaran, DILG Regional Office 5 hereby creates the Regional Mental Health Committee composed of the following: Chairperson Members ‘ARD Jhoaden G. Lucero, MM, EnP, CESOV CAO Alfredo L. Sellan CMa. Ruthel P. Gigantoca, LGCDD 1C/DC Darlyn D. Ayende, LGMED AQV Ma. Pia M. Salamefio Representatives from the Provincial Offices and DILG Employees’ Union ‘The committee shall perform the following functions: 1) Plan, implement, monitor and evaluate the MHP. 2) Manage and oversee the successful implementation of the MHP. 3) Ensure MHP is integrated in the human resource management policies and programs, particularly in the department's PRIME HRM. 4) Ensure the inclusion of mental health profile of applicants (entry and promotion) in the deliberation of the HRMSPB. 5) Develop, administer and implement | & D activities on mental health. ©) Provide continuous education and initiate workplace discussions on mental health and ensure ‘that all employees are aware of the MHP. 7) Keep up-to-date mental health |EC materials. 8) Establish mental health profile of employees and ensure that records of employees with mental health conditions and those at risk must at all times be managed, kept safe and treated with Confidentiality conforming with the provision of Data Privacy Act and Mental Health Act. 9] Assist in the incident investigation, analysis, preparation, and safekeeping of mental health related reports. 10) Refer employees assessed who are at risk or have an existing mental health condition to relevant medical institutions. 11) Coordinate and maintain contact with mental health professionals and institutional networks(e.g, hospitals, agencies, trainers) to support the implementation of the MHP. 12) Initiate the annual evaluation of the MHP Program for continued improvement and sustainability. 13) Submit a copy of the MHP to CSC. For compliance. A/ ATTY. ANTHONY C. NUYDA,CESO Ill Regional Difector, \ ) “MATINO, MAHUSAY, MAAASAHAN® Rizal Street, Legazpi City Telephone No. 052-4801484; 4801486, 4801487; Fax: (052)4804023Republic ofthe Phifppines DEPARTMENT OF THE INTERIOR AND LOCAL GOVERNMENT DILG-NAPOLCOM Center, EDSA corner Quezon Averue, West Triangle, Quezon City Its Tw lg gov BA CIRCULAR NO, _ 2020-23 SUBJECT : DILG MENTAL HEALTH PROGRAM (MHP): MALUSOG NA KAISIPAN, YAMAN NG KAGAWARAN DATE : 09 SEP 7070 Pursuant to Republic Act No. 11036 otherwise known as the Mental Health Act of 2018 and Civil Service Commission (CSC) Memorandum Circular No. 4, s. 2020 dated February 7, 2020 entitled “Mental Health Program in the Public Sector’, the Department hereby adopts the DILG Mental Health Program (MHP): Malusog na Kaisipan, Yaman ng Kegawaran. 4. RATIONALE The MHP is adopted to integrate mental health initiatives in all human resource and organizational development policies and programs of the Department and ensure that every employee is consciously aware and sensitive to mental health issues and programs. ‘Through the MHP, the Department commits itself to promoting the well- being of employees by ensuring that: mental health is valued, promoted and protected; mental health problems/issues are treated and prevented: and timely, efficient, and appropriate health care interventions for these conditions are made available to employees. 2. OBJECTIVES 2.1 Strengthen effective leadership and governance for mental health by, among others, formulating, developing, and implementing Department policies, strategies and programs relating to mental health.2.2 Develop and establish a comprehensive, integrated, and effective mental health program responsive to the mental wellness and psychosocial needs of the employees. 23 Protect the rights of employees with mental health issues/problems and psychosocial health needs. 2.4 Integrate mental health care interventions in the Program to Institutionalize Meritocracy and Excellence in Human Resource Management (PRIME HRM) systems and processes. 2.5 Integrate strategies promoting mental health wellness in the workplace. 3. SCOPE AND COVERAGE The MHP shall cover all employees, regardless of employment Status, including regular, permanent, casual, contractual, and job order/contract of services personnel of the DILG Central and Regional Offices. 4. GUIDING PRINCIPLES 4.1 Non-discriminatory An employee at risk shall not be discriminated in any form, regardless of status, age, sex, sexual orientation and gender identity, creed or religion. Any employee at risk or identified to have mental health issues/problems shall not be discriminated in terms of promotion and termination. They shall not be discriminated nor prevented to receive benefits as government employee because of their condition. ‘They shall continue to perform their duties and responsibilities Provided they are issued a certification certifying that their condition does not impede their Productivity and still fit to work, and continued work will not aggravate mental health condition.42 43 44 4.5 Reasonable Working Arrangements Employees identified to have mental issues/problems and have undergone treatment and recovered shall not be prevented from returning to work provided that a physicianipsychiatrist certifies that s/he is fit to work. Heads of Offices/Operating Units shall make work arrangements adaptable and flexible to accommodate employees at risk or identified with mental health conditions. Confidentiality All information and medical records, including those submitted during the recruitment process shall be protected and treated with confidentiality, as provided under applicable laws and rules, particularly the Data Privacy Act. Rights-based The right to health as enshrined under the Universal Health Rights is promoted, protected, fulfilled thru the MHP. Employees at risk or identified with mental condition shall not be. deprived of the opportunity to work and to participate in policy- making and program implementation relating to mental health. Employees at risk or identified with mental issues/problems shall not be prevented from exercising their inherent civil, political, economic, social, religious and cultural rights. Employees at risk or identified with mental health issues/problems shall be recommended for referral to an institution/clinic where s/he can have access to affordable evidence-based treatment and medical services. Further, s/he Shall participate in mental health advocacy, policy planning, legislation, service provision, monitoring, research and evaluation. Sustainability Mental health initiatives shall be integrated into the PRIME HRM Program and activities of the Department to ensure its sustainability.5. STRATEGIES (PROGRAMS/PROJECTS/ACTIVITIES) 5.1 Program 1: Integration of Mental Health Initiatives in the HR Systems 5.1.1 Recruitment, Selection and Promotion activities For newly hired employees, a Certification of Mentally and Physically Fit to Work from a government hospital or registered testing center shall be required in addition to the documentary requirements to be submitted to the Personnel! Division, Administrative Service. In the case of promotion, the Department may identify certain positions that may require mandatory mental health assessment (i.e., 3% level, Executive/Managerial, drivers, frontline positions). Inclusion of Neuro Psychiatric Evaluation in the recruitment and selection process for 3 level positions. -2 Mental health awareness/education activities Integrate mental health awareness activities in Learning & Development PRIME HRM system. Include Mental Health Awareness topic in the new employees’ orientation. Feature information, education, and communication (IEC) materials related to mental health weliness on different Platforms (€.g., DILG website, Facebook page, Insider, and e-Balita) 5.1.3 Other human resource actions Should there be a need for the employee at risk or identified with mental health condition to undergo treatment, the Department shall allow the employee the necessary number of days leave chargeable against his/her earned leave as recommended by the attending physician.5.2. Program 2: Intervention 5.2.4 Provision of support to employees at ‘low risk by Peer Support Groups from different DILG Central Office operating units and/or Personnel Division. 6.2.2 Provision of support to Employees at ‘moderate risk’* by DILG Medical Clinic. 5.2.3 Provision of support to employees at ‘high risk* by appropriate health institutions upon referral by DILG Medical Clinic. 5.2.4 Conduct of debriefing interventions to support providers (Peer Support Groups, Personnel Division and DILG Medical Clinic) 5.2.5 Mental Health Wellness activities:** Team-building activities “Kumustahan” Stress management sessions Coping skills training (Peer Support/MHP Committee) Physical fitness activities (Zumba, Tai Chi, Yoga). Support group for employees with special needs. (working mothers/lactating mothers, single parent) « Interest group sharing. (hobbyists, riders, theatre artists, gym enthusiasts, mountaineers, etc.) * Stress management sessions for MHP commitlee members and DILG CO/RO personnel Trainers’ Training for personnel handling Mental Health Wellness activities *NOTES: Risk factors for each level/state of one’s well-being shall be determined by Mental Health Professionals. “in instances when face-to-face interaction is not possible due to unforeseen circumstances (e.g., Emergence of Infectious Diseases), the aforementioned activities may be done virtually.5.3 5.4 5.2.6 Reintegration into the workplace of employees who have completed their mental health treatment. Adaptable and flexible work arrangement that is supportive of the employees’ condition shall be provided. 5.2.7 Provision of support to retiring employees for easier transition (e.g., seminar on retirement planning and benefits, transition to retirement). Program 3: Establishment of institutional networks which can provide support mechanism for employees who are with mental issues/problems or at risk for mental health condition. §.3.1 Referral System « Shall be established based on Databank/Profile of Personnel ‘at risk’ and/or SPMS Form 10 (Critical Incident Form) as referral form for employees who manifest behavior that impact on performance of the ‘operating unit. §.3.2 Institutional Networks Inventory of Health Institutions that provide treatment and recovery program for people with mental health issues/concerns, with list of services offered and their contact numbers. (See ‘Annex A’ Re: List of Centers Offering Free Online Counseling from the Psychological Association of the Philippines) « Provision of DOH Mental Health Hotline and other support mechanisms for employees at risk and with mental health conditions. Program 4: Capacity-building Activities 5.4.1 Basic education and trainings on mental health wellness and conditions. 5.4.2 Training on how to provide assistance for employees “at risk” or those with mental health issues/problems.5.4.3 Training on assessment of workplace conditions/ environment. 5.4.4 Training on assessment of workload assignment vis-a-vis accomplishment. 6. MENTAL HEALTH PROGRAM IMPLEMENTATION FRAMEWORK 64 Figure 1. Mental Health Program Implementation Framework Identification The Mental Health Service Provider (i.e., outsourced mental health professional/s) shall assess the state/level (i.e., ‘not at risk’, ‘at low risk’, ‘at moderate risk’ or ‘at high risk’) of mental well-being of employees and identify those who are at risk or identified with mental health condition. In this stage, a mental health database/profile of employees shall also be established.6.2 Intervention Conduct of regular mental health wellness activities as Stated in Section 5.2 (Program 2: Intervention) hereof. 6.3 Referral Should there be a need for employees at high risk or identified with mental health conditions to undergo medical check-up and assessment, the Department shall refer them to relevant medical institutions to provide for such needs and treatment as necessary. The family members of concerned personnel shall also be notified on the condition of the employee at risk and solicit their support to the process. 6.4 Reintegration Work arrangements shall be done to accommodate employees who will report to work after treatment. As such, the concerned employee, upon submission of a certification from a physician/psychiatrist that s/he is fit to work, shall coordinate with his/her supervisor for a working arrangement that would help in his/her gradual reintegration to the Department. 6.5 Monitoring and Evaluation Monitoring of performance and mental health conditions shall be done to ensure sustainable productivity and weliness of the employee who had undergone treatment from mental health condition. A Monitoring Checklist shall be created for this purpose. 7. MENTAL HEALTH COMMITTEE The DILG Mental Health Committee at the Central and Regional Offices shall have the following composition and responsibilities. 7.1 Central Mental Health Committee * Assistant Secretary for Human Resource Development ¢ Director, Administrative ServiceRepresentative/s, Personnel Division Representative/s, Human Resources Management Division Representative/s, Public Affairs and Communication Service (shall be tapped on matters involving information dissemination [e.g., IEC, Communication Plan) « Representative/s, DILG Medical Clinic + Representative/s, DILG Employee's Union 7.2 Regional Mental Health Committee Assistant Regional Director Finance and Administrative Division Chief Human Resource Management Officer LGCDD Chief LGMED Chief 1 Representative from Provincia/HUC Offices (to be chosen among the Provincia/HUC Directors) « Representative/s, DILG Employee's Union In the absence of an in-house medical clinic, the Regional Mental Health Committee shail coordinate with the Department of Health or local health center to provide professional mental health services to employees in the Regional’ Offices. However, the mental health profile and records of employees with mental health conditions and those at risk must at all times be managed and kept safe by the DILG Regional Office - Personnel Section The Central and Regional Mental Health Committee shall meet periodically to perform the following: Plan, implement, monitor and evaluate the MHP * Manage and oversee the successful implementation of the MHP. * Ensure MHP is integrated in the human resource management policies and programs, particularly in the Department's PRIME HRM. ° Ensure the inclusion of mental health profile of applicants (entry and promotion) in the deliberation of theCentral/Regional Human Resource Merit Selection and Promotion Board (HRMSPB). e Develop, administer, and implement L&D activities on mental health. * Provide continuous education and initiate workplace discussions on mental health and ensure that all employees are aware of the MHP Keep up-to-date mental health IEC materials. * Establish mental health profile of employees and ensure that records of employees with mental health conditions and those at risk must at all times be managed, kept safe and treated with confidentiality conforming with the provision of the Data Privacy Act and the Mental Health Act. Assist in incident investigations, analysis, preparation, and safekeeping of mental health-related reports. e Refer employees assessed who are at risk or have an existing mental health condition to relevant medical institutions. e Coordinate with Heads of Operating Units for the Reintegration of employees (post treatment) for a responsive working arrangement. * Coordinate and maintain contact with mental health professionals and institutional networks (e.g., hospitals, agencies, trainers) to support the implementation of the MHP. e Initiate the annual evaluation of the MHP program for continued improvement and sustainability. Submit a copy of the MHP to the CSC, through the Human Resource Relations Office (HRRO), for monitoring reference, and records purposes. 8. COMMUNICATION PLAN The Department shall formulate and implement a communication plan to promote the MHP through the use of all available media. IEC materials ‘shall be made available and activities shall be conducted to facilitate the dissemination of relevant information on MHP. 9. MONITORING AND EVALUATION An annual report on the implementation of the MHP shall be submitted by DILG Central and Regional Offices to the SILG, through the AssistantSecretary for HRD. The said report shall be included in the annual accomplishment report of the Department. Moreover, evaluation of the MHP shall be conducted every first quarter of the year. 10. FUNDING The Department shail allocate and incorporate funds and resources in its annual work and financial plan and budget. 11. EFFECTIVITY The DILG Mental Health Program shall take effect immediately. BERNARMO C. FLORECE, JR. Officer-In-Charge yAnnex A List of cenfers offering free online counseling Notional Centerfor Mental Heath Cris Hotline {NCMH-USAP) Fhivppine Mento! Hean Asiociotion COntine Suppod UP Dinman Prychosecia! Sennces (UPD PayehServ) Ateneo Bulatoo Centerter Paychelegica Services, Phippine Fiychiaiic Associohon Mind Matters PayehCorault ine GroyMoatten Prychologcaland Comutiancy ine Phiippnes Circle of Hope Community Sevices Inc Mental Health Fist Responder (MHFR) The Masters Prychologedd Services University of Son Carlos (USC) Menta! Heallh Suppor for Covid-19 Fronttinen Comp Novorre Genero! Hotpitol Hecith Senice Center Heath Service Command an Paycii-nik psychologicalassexsment and inlerventon rervicer Western Visayan Prychotociel Suppart fer COVID-19 Philippine Sport Commission (PSC) *GCA-Pompange Chopler Online Counselingtor CaVid-19 Frontinen, SLU-Sunflower Children ond Youth Wellness Cente: (Baguiocily) The De Le Satie Univenity Dosmarnes Canlerter Apphed Prychalogy The HOFFEN CUNIC (Cente! lor Mental Health and Psychosocial Development) Covid-19 Mantel Wellness Professional Retources (Bice! Region) Knox Cube Behavieral& Menai Heath Center(Otongope-Zombates)