JobsFit 2022 Regional Reports PDF

Regional Reports
Table of Contents
CORDILLERA ADMINISTRATIVE REGION (CAR)………………………………….........1
NATIONAL CAPITAL REGION (NCR)………………………………………...….…......22
REGION I: ILOCOS REGION…………………………………………………................50
REGION II: CAGAYAN VALLEY…………………………………………………...........72
REGION III: CENTRAL LUZON…………………………………………………..............88
REGION IV-A: CALABARZON…………………………………………………............103
REGION IV-B: MIMAROPA………………………………………………….................128
REGION V: BICOL REGION…………………………………………………................152
REGION VI: WESTERN VISAYAS………………………………………………….........169
REGION VII: CENTRAL VISAYAS…………………………………………………........199
REGION VIII: EASTERN VISAYAS………………………………………………….......233
REGION IX: ZAMBOANGA PENINSULA………………………………………….......248
REGION X: NORTHERN MINDANAO………………………………………………….267
REGION XI: DAVAO REGION……….…………………………………………………298
REGION XII: SOCCSKSARGEN…………………………………………………..........351
REGION XIII: CARAGA…………………………………….……….....……................366

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 (ICGs) and Career Information
Pamphlets (CIPs) which serve as tools 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 LMI 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 for Decent Employment and
Entrepreneurship 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 ten (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,
Millennials at Work, Overseas Employment, and Fourth Industrial 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

2
decreased by 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 decreased by 0.2
(2013) to 4.3% (2017).
AGRICULTURE, HUNTING, The region has identified three (3) emerging industries that have
FORESTRY, AND FISHING contributed to its regional economic growth. These industries
are the Aerospace, IT-BPO, and Mass Housing.
43.7%
Aerospace manufacturing is high technology industry that
produces “aircraft, guided missiles, space vehicles, aircraft
engines, propulsion units, and related parts”. The industry
Agriculture and Forestry comprises the government and private industries that perform
the institutional roles of end-users, suppliers and manufacturers.
0.13% Cordillera's major players are MOOG on the demand side while
Easter College and other technical and vocational training
Fishing institutions on the supply side.
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
7.71% BPO sector, and with the proposed establishment of feasible
Construction economic zones in the other provinces.
0.39% With this projected growth of the economy, available jobs are
Water, Electricity expected to increase, reducing the unemployment rate that is
and Gas Supply targeted to be at 4 percent by 2022.
3.53% Demand for housing in all provinces in CAR is increasing. The

Mining and Housing and Urban Development Coordinating Council
(HUDCC) estimates a total of 58,657 housing backlog for the
Quarrying
region as of December 2016. Athough there are no homeless
Cordillerans, the housing backlog includes 15,331 double-up
2.61% and 43,326 displaced households.
Manufacturing
SERVICES
4.31% Transport and

Storage
0.65% Financial and

Insurance Activities
0.13% Real Estate Activities
12.16% Wholesale & Retail

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 five (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 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,
Philippines and CAR: 2015
(In billion pesos at constant 2000 prices)
CAR SHARE
INDUSTRY PHIL GDP CAR GDP
(%)
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
4
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, Motorcycles,
1,270.526 7.321 0.6
Personal & Household Goods
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; Compulsory
297.082 4.734 1.6
Social Security
f. Other Services 781.122 14.385 1.8
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 Rate 94.9 95.0 94.5 95.4 94.5 95,2 94.9
Unemployment Rate 5.1 5.0 5.5 4.6 5.5 4.8 5.1
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
Industry 813,423 739,977 679,400 663,302 768,765 732,870 732,956
Services 171,161 162,487 153,359 163,955 169,963 178,010 166,489
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.
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Table 3. Population Magnitude, Growth and Distribution (in percent) by Province/City. CAR: 2000, 2010 and 2015
AVERAGE ANNUAL
MAGNITUDE DISTRIBUTION (%)
PROVINCE/ GROWTH RATE (%)
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
Apayao 97,129 112,636 119,184 1.49 1.08 1.35 7.1 7.0 6.9
Baguio City 252,386 318,676 345,366 2.36 1.54 2.08 18.5 19.7 20.1
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
Philippines 76,506,928 92,337,852 100,981,437 1.90 1.72 1.84
CAR
1.78 1.75 1.71
Share to PHL
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, Lapu-Lapu 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 Provincial Population by Five Calendar Year Interval.
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
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. Province 2.01 1.97 1.83 1.59 1.39 1.27
Source: PSA
In terms of magnitude, 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.
6
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.
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 ratio of 50.7, an old-age dependency ratio of 58. The
dependency ratio 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.
7
Figure 1. 2010 Census-Based Population Pyramid by Five-year Age Group and Sex
CAR: 2010 and 2015 (Medium Assumption).
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 ratio 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. The
region's working age and elderly population are both projected to peak in 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. The region's population will continue to increase with reference
to the results of the 2013 National Demographic and Health Survey (NDHS). The total 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 level fertility. 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 PERCENT SHARE IN TOTAL
SUBSECTOR
EMPLOYMENT
Transport, Storage and Communication 11.44%
Wholesale and Retail Trade 31.73%
Financial Intermediation 1.42%
Real Estate, Renting and Business Activities 1.65%
Public Administration and Defense, Compulsory Social
15.72%
Security
8
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 Activities 3.92%
Administrative and Support Service Activities 3.92%
Arts, Entertainment and Recreation 0.64%
Source: PSA, Regional Social and Economic Trends (RSET) 2016
2. KEY EMPLOYMENT GENERATORS AND EMERGING

INDUSTRIES
2.1. KEY EMPLOYMENT GENERATORS
NUMBER OF FIRMS SHARE IN EMPLOYMENT
MICRO SMALL MEDIUM LARGE MICRO SMALL MEDIUM LARGE
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
5 177
Management and
Remediation
Services
14,819 1,085 15 21 37,850 22,595 2,595 13,311
(Total: 15,940)
Transportation,
Storage and 12 9 72 326
Communication
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 186 25 556 702
Business Activities
Other Services 944 38 2,481 484
Accommodation
and Food Service 2,920 286 6 8,925 5,971 1 ,237
Activities
Information and
1 ,005 23 1 ,875 782 3,000
Communication
9
Financial and
Insurance 314 122 989 1 ,524
Activities
Real Estate
186 25 556 702
Activities
452
Professional,
Scientific and 341 12 926
Technical 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
Arts,
Entertainment and 229 12 571 228
Recreation
Source: PSA, Regional Social and Economic Trends (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 agri-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
10
gradually being harnessed.
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 27 percent for
mining.
2.2. EMERGING INDUSTRIES

A. Aerospace
Manufacturing will continue to be the major source of growth with sustained though experiencing a slow pick-up in
demand for electronics and for aircraft and aerospace machinery. Whereas aviation is a related industry of aerospace,
aerospace extends to outer space while aviation is confined within the Earth's atmosphere.
Aerospace manufacturing is a 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 between 6.3-7.3 percent per year with the gross 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.
11
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 who are occupying positions in the academe, while technical positions are being filled by
Americans, British and German nationals. 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 up to 2016.
Table 8. List of Occupations Occupied by Foreign Workers. CAR: 2012-2016
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 3
Business Development Manager American 1
IT Manager Malaysian 1
Manager Korean 2
Field Application Engineer Bangladesh 1
President German 1
Director Korean 1
12
Marketing Transitions Manager British 1
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
Chairman of the Board Korean 1
Acct. and Finance Manager American 1
Business Development Manager American 1
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 Affairs Korean 1
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 for Site Operations Korean 1
Senior Product Engineer British 1
English Language Development
Korean 1
Supervisor
Operations Manager Korean 1
Financial & Budget Officer Korean 1
Table Tennis Trainer Korean 1
Field Application Engineer Bangladeshi 1
Quality Control Consultant Ecuadorian 1
Sr. Consultant American 1
13
Interior & Exterior Design Consultant Korean 1
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 Supervisor Chinese 1
Elementary Language Supervisor Chinese 1
Pre-School Language Supervisor Chinese 1
Language Tutor Korean 1
Student 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
3.2. OUTFLOW OF WORKERS FROM CAR

Based on the matrix of outgoing professionals and workers from Cordillera to various countries, it was observed that most
of the positions being applied for are in the medical and allied courses as well as in engineering fields with various
specializations.
Table 9.1 Top Five (5) Occupations and Destinations of Workers from 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, Technician*
iv. Live-in Caregiver
v. Cook
*Usually Deployed in Hong Kong, Singapore, United Arab
Emirates, Canada and Malaysia*
Total OFWs Processed = 1,487
B. NURSE B. UNITED ARAB EMIRATES
i. General Nurse Total OFWs Processed = 1,190
ii. Nursing Aide
iii. Dental Nurse *Common occupations: Nurse, Engineer, Technician, Domestic
iv. Senior Nurse Helper*
v. Head Nurse
vi. Nurse Supervisor
14
*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 *Common occupations: Nurse, Engineer, Domestic Helper*
iv. Project Engineer
v. Associate Engineer
*Usually Deployed in Kingdom of Saudi Arabia, United Arab
Emirates, Qatar and Singapore*
Total OFWs Processed = 578
D. TEACHER D. HONG KONG
i. EFL/ESL Teacher
ii. Preschool Teacher
iii. Secondary Teacher *Common occupations: Domestic Helper, Driller/Operator
iv. Assistant Teacher
*Usually Deployed in Thailand, China, Indonesia, Vietnam and
Cambodia*
E. TECHNICIAN E. CANADA
i. Aircraft Technician Total OFWs Processed = 326
ii. Machinist
iii. Mechanical/Auto Technician *Common occupations: Live-in Caregiver, Food Counter
iv. Laboratory Technician Attendant, Apiarist, Beekeeper*
v. Electronic Technician
vi. Apiary Technician
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
ii. Nursing Aide
iii. Dental Nurse
iv. Senior Nurse
v. Head Nurse
Emirates, Kuwait and Qatar*
15
B. ENGINEER B. UNITED ARAB EMIRATES
i. Civil Engineer
ii. Electrical Engineer
iii. Planning Engineer
Emirates, Qatar and Singapore*
C. DOMESTIC HELPER C. QATAR
i. Household Service Worker
ii. Nanny/Babysitter Total OFWs Processed = 470
iii. Private Driver/Houseboy
v. Cook
*Usually Deployed in United Arab Emirates, Kingdom of Saudi
Arabia and Cyprus*
D. SERVICE CREW D. KUWAIT
i. Barista
ii. Flight Attendant
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 Total OFWs Processed = 117
ii. Follow-Up Clerk
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
A. DOMESTIC HELPER A. KINGDOM OF SAUDI ARABIA
iii. Private Driver/Houseboy
v. Cook
16
Emirates, Kuwait and Qatar*
B. NURSE B. UNITED ARAB EMIRATES
i. General Nurse
ii. Nursing Aide
iii. Dental Nurse
iv. Senior Nurse
v. Head Nurse
*Usually Deployed in Kingdom of Saudi Arabia, Singapore and
United Arab Emirates *
C. TEACHER C. HONGKONG
i. EFL/ESL Teacher
ii. Preschool Teacher
iii. Secondary Teacher
Cambodia*
D. ENGINEER D. SINGAPORE
i. Civil Engineer
ii. Electrical Engineer
Emirates, Qatar*
E. SERVICE CREW E. SINGAPORE
i. Barista
ii. Flight Attendant
iii. Receptionist
iv. Cashier
v. Food Server
of Saudi Arabia*
i. Mechanic
ii. Technician
iii. Accountant
iv. Medical Personnel (Dentist, Doctor, Rad. Tech,
Lab. Tech)
v. Sales
17
A. DOMESTIC HELPER A. HONG KONG
iii. Private Driver/Houseboy *Common occupations: Domestic Worker, Houseboy/Driver*
v. Cook
*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 *Common occupations: Nurse, Engineer, Domestic Helper,
v. Head Nurse Technician*
*Usually Deployed in Kingdom of Saudi Arabia, Singapore,

United Arab Emirates, Qatar and Kuwait*
C. FACTORY WORKER C. UNITED ARAB EMIRATES
i. Machine Operators
ii. Manufacturer Total OFWs Processed = 601
*Usually Deployed in South Korea, Taiwan & Japan* *Common occupations: Nurse, Engineer, Sales, Domestic
Helper*
D. TEACHER D. THAILAND
i. EFL/ESL Teacher
ii. Preschool Teacher Total OFWs Processed = 161
iii. Secondary Teacher
*Common occupations: Teacher, Trainer, Professor, Manager*
Cambodia*

E. ENGINEER E. QATAR
i. Civil Engineer
ii. Electrical Engineer Total OFWs Processed = 154
v. Associate Engineer *Common occupations: Engineer, Nurse, Domestic Helper*

of Saudi Arabia*
18
i. Manager (Fast Food, Store/Establishment)
ii. Technician
iii. Sales/Sales Staff/Sales Promoter
iv. Carpenter
Table 10. Number of OFWs per Province. CAR: 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
Figure 2. Number of OFWs per Province. CAR: 2014-June 2017
ABRA
2%
MT. PROVINCE
KALINGA
7% APAYAO
2%
0%
IFUGAO
3%
BAGUIO CITY
BENGUET
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 came from various sources such as major job fair statistics. PESO
data (placed applicants), online job portals (PhilJobNet, Kalibrr, JobStreet), and newspaper (vacancy ads).
19
A. DEMAND
Table 11.1 In-demand Jobs for Key Industries
IN-DEMAND INDUSTRY
Call Center Agents IT BPM
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)
Table 11.2 Hard-to-Fill Jobs for Key Industries

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
Welders, Carpentry, Mason, Electrical, etc. (Skilled and with
specialization) Infrastructure
Physicist Aerospace
Mathematical Engineering Aerospace
Project Engineers Construction, Mass Housing
B. SUPPLY
Table 12.1. Number of Graduates by Major Academic Discipline. CAR:
MAJOR DISCIPLINE GRADUATES
Business Administration and Related Courses 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
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
20
Religion and Theology 215
Fine and Applied Arts 63
Source: CHED-CAR
Table 12.2. Number of Technical-Vocational Graduates. CAR: 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. Upon consultation with
stakeholders, team work, stress tolerance, social perceptiveness, self-motivation, problem sensitivity, planning and
organizing, innovation, functional English, and multitasking were rated as “extremely important”, while decision making,
critical thinking and creative problem solving were rated “very important” and functional Math as “important”.
21
NCR
NATIONAL
CAPITAL
REGION
22
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
percentage points23from 4.5%
(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 identified 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 through
8.97% Transport and Storage both the Philippine Economic Zone Authority (PEZA) and Board
of Investments (BOI). However, there have been suggestions
Financial and Insurance that BPOs in the National Capital Region will no longer receive
2.72% Activities generous incentive packages to encourage firms to set up
outside Metro Manila thus, increasing employment
1.32% Real Estate Activities opportunities in the identified “next wave” areas.
Wholesale & Retail

23.82% Trade; and Repair of
Motor Vehicles
Compulsory Social
Security
24
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 (1) 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.
Based on the 2015 Census of Population, it ranks 15th among the largest global urban agglomerations with a population
of 12,877,253. In addition, an annual population increase of 1.58% 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 persons per
square kilometer 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.
As one of the main destinations of rural
dwellers in seeking better chances of
employment, the region was engulfed with
informal settlers. According to the 2011
MMDA data, there are 584, 425 informal
settler families in the region of which
104,219 are living in danger-prone areas.
These include the 60,134 settlers living in
25
the region's waterways that clogged the drainage system. In addition, 659 kilometers of open waterways in the region was
recorded; 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.
Figure 1. Female Population. NCR: 2010-2035
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
Figure 2. Women Population Rate (in percentage rate). NCR: 2010-2035
7
6 6.07
5
4.73
4
3.39
%
3
2.45
2
1.61
1
0
2010-2015 2015-2020 2020-2025 2025-2030 2030-2035
Most of region's population are working and are more exposed to employment-related hazards. 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:
26
• Heart Diseases • Tuberculosis (all forms)
• Pneumonia/Bronchopneumonia • Cerebrovascular Diseases
• Cancer (all forms) • Hypertension
• Coronary Heart Diseases • Kidney/Renal Diseases
• Diabetes Mellitus • Sepsis/Septicemia
2. EDUCATION
As the country's prime region, NCR is also home to various education institutions that cater to the development of its future
workforce. Aside from employment search, migration due to education is considered 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, the
development of schools and other education institutions were observed in the region.
The Department of Education (DepEd), based from its 2014 data, reported 514 public elementary 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 S.Y.
2012-2013. Economic reasons due to financial capabilities and needs were seen as the primary reason to the 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, it could be observed that most students are enrolled in private schools. This may be due to the
following reasons: (1) preference of both parents and students to study in private schools as it may increase the chances of
employment after graduation; (2) rigid pre-college qualifications of State and Local Universities and Colleges
(SUCs/LUCs); and (3) availability of course offerings in private education institutions.
Below is the enrollment landscape in the National Capital Region:
Figure 3. Percentage Share of Public and Private HEIs
LUCs, 5% Other Govt.

SUCs, 6% Institutions, 1%
Private HEIs,
88%
Source: CHED-NCR
27
The 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 Higher Education (CHED) recorded about 200 applications for permit to
operate degree programs in 2014 which led to an increase in enrollment share competition.
This scenario further added to the decline of educational quality as school resources are divided among its course offerings.
Instead of focusing on a specific course where a school can specialize, resources are divested to other programs in order
to cope with the demands of commercialization. Likewise, it made schools accept incompetent faculty members with
inadequate credentials in order to deal with the 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 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 the region, popular courses gained much foothold in the mindset of the students and
their parents which 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 • Engineering and Technology

• IT Related Disciplines • Medical and Allied Courses
• Education Science and Teacher Training
Table 4. Disciplines with High Enrollment. NCR: A.Y. 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
Courses Training
Source: CHED-NCR
Though most of the identified oversubscribed courses are also included as Key Employment Generating occupations of
NCR in the previous results of Project JobsFit, the graduates of said disciplines 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:
28
Table 1. List of CHED’s Priority Courses and Related Disciplines
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
Maritime § Sanitary
§ Chemical
§ BS Marine Transportation § Industrial
Communication § Civil
§ AB Communication § Electronics and Communications
§ AB Journalism § Petroleum
§ AB Broadcasting § Biochemical
§ BS Development Communication
Science and Mathematics Information Technology
§ BS Math § Information Technology and Computing Studies

§ BS Physics § Multimedia
§ BS Biology § Animation
§ BS Chemistry § Programming
§ BS Marine Biology/Science § Computer Science
§ BS Applied Physics § Information System Management
§ BS Geology § Bachelor of Library Science & Information System Major
§ BS Earth Science in System Analysis
§ BS Applied Mathematics
§ BS Statistics/Applied Statistics
§ Atmospheric Science
§ Environmental Science
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 School PE
§ BS Theology § Early Childhood Education
29
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 Education § Real Estate
§ Values Education § Hotel and Restaurant Management
§ 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 which is currently implemented through
the K to 12 Program and the cross-cutting results of the two (2) previous JobsFit reports and consultations particularly in
the fields of engineering, information technology, and medicine-related discipline among others. The region 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:
Table 2. List of TESDA Priority Skills and Its Degree of Needs
DEGREE OF NEEDS /
SECTOR/AREA PRIORITY SKILLS NEEDED
MAGNITUDE
Land Transport Driving NC Il 1 NC Ill 3 (High)
Construction HEO (Backhoe, Bulldozer, Crane) 3 (High)
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)
Construction Electrical Installation Maintenance 3 (High)
Welding SMAW, GMAW, FCAW 3 (High)
30
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)
Electronics Electronic Products Assembly Services 3 (High)
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)
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 of construction-
related occupations as of “high
importance" 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 the
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.
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:
Source: TESDA-NCR
31
TRAINING PROGRAM NUMBER OF ENROLLED INDIVIDUALS
Computer Systems Servicing NC Il 9,957
Hairdressing NC I l 5,160
Automotive Servicing NC Il 3,810
Cook NC Il 3,579
Housekeeping NC Il 2,784
Massage Therapy NC Il 2,640
Food and Beverage Services NC Il 2,635
Welding 1,158
Motorcycle / Small Engine Servicing NC Il 1,110
Bread and Pas Production NC Il 1,084
Source: TESDA-NCR
From the results of the consultation, the preference of the respondents is 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 and low-skilled respondents whose option is for
overseas employment. The result further reinforced 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
The employability of 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 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 (PMAP) identified its preferred skills and competencies as follows:
• Problem solving/critical thinking ability • Creative and innovative
• Good communication skills • Flexible and adaptable
• A team player • With initiative and can work with minimum
• Productive and accountable supervision
• With leadership potentials and sense of • With good social skills
responsibility • 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,
32
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.
Based from the PTMI results, 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 region’s primary employment driver, 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 (Figure 5). 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%.
Figure 5. Regional Share to the National Economy (in percent)1
ARMM, 0.70%
Other Regions, NCR, 36.50%

36.30%
IV-A, 17.20% III, 9.30%
NCR III IV-A Other Regions ARMM
Source: DTI-BOI
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%. Table 4 indicates the economic
performance of NCR in which the region accounts for the largest share in the National Economy.
1
A comparative graph showing the NCR share as equivalent with the combined share of the other 15 Regions at 36.3%.
33
Table 4. Economic Performance of NCR vis-à-vis Philippines
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
Source: DTI-BOI
An increase in the 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 5.1% 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 Annual Survey of Philippine Business and Industry (ASPBI) Forum, NCR has 14,361
establishments or 41.45% of the country's 34,394 establishments. It also has 50% revenue share or Php 5.7 trillion of the
Philippines' Php 11.7 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.
Table 5. Distribution of Establishments in the Trading and Services Sector
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 Houseware 1,470
Others, NEC 3791
Food 37,823
Professional 25,246
Real Estate 25,381
IT 20,887
Financial 7,930
Services 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 Manila.
Source: DTI-BOI
Establishments under Manufacturing sector, though with small packets still in operation at NCR, were likewise identified
as follows:
34
CLASSIFICATION SECTOR NO. OF ESTABLISHMENTS
Garments 1,611
Food 1,163
Footwear and Leather Goods 854
Plastic 761
Gifts, Decors and Housewares 746
Manufacturing 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 their 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 Php 100,000.00 bracket is about 60% in the region. Most of the families with below
Php 60,000.00 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 members engage in small-scale manufacturing with financial and technical support from
government agencies. The latest data from the DTI showed the contributions of MSMEs initiatives from 2014-2016 as
follows:
Table 7. Accomplishments from MSME Initiatives. DTI: 2014-2016
MEASURE/INDICATOR 2014 2015 September 2016
Jobs Generated 3,842 4,138 2,955
No. of MSMEs Assisted 10,835 12,040 10,713
Amount of Domestic Sales
302.93 356.06 157.95
Generated (Php M)
No. of Approved BNR 97,400 89,755 72,005
No. of MSMEs who availed of
26 20 26
loans
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
35
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%.
Table 8. Labor Force Participation and Employment Rates in NCR
LABOR FORCE
CITY/MUNICIPALITY EMPLOYMENT RATE
PARTICIPATION RATE
NCR 62.4 92.8
Manila 62.5 91.5
Marikina City 56.7 96.8
Pasig City 60.5 91.2
Quezon City 61.0 94.5
San Juan City 69.7 92.7
Caloocan City 63.2 90.7
Malabon City 60.5 84.8
Navotas City 60.5 90.5
Valenzuela City 64.9 87.7
Las Piñas City 65.9 89.8
Makati City 64.1 90.2
Muntinlupa City 63.3 97.1
Parañaque City 67.2 96.0
Pasay City 67.5 92.6
Pateros 56.9 94.4
Taguig City 58.3 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 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 of the National Capital Region can be seen in the table below, indicating the changes in the Region's
employment situation.
Table 9. Regional Employment Situation. NCR: 2011-2016
LABOR FORCE EMPLOYMENT UNEMPLOYMENT UNDEREMPLOYMENT
YEAR
PARTICIPATION 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
36
The region's labor force participation rate is a healthy indicator that most of the youth under the age bracket of 15-24 are
engaged 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 regional employment situation 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 midterm 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 remain 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 labor market
as NCR is the "catch basin" of most of the jobseekers from the provinces.
On the other hand, it is evident 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;
• Increase ventures under retail trade and the food chains;
• 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
(i.e. Job Fairs, the Special Program for Employment of Students, and Government Internship Program);
• Intensified provision of Labor Market Information and Career Guidance through coordination with the local
government, PESO, and academe (both private and public schools).
Various bridging programs that intend to enhance the capabilities and harness the youth’s potentials in the labor market
also contributed in the region’s optimistic performance:
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 occupations such
as office workers/helpers, production workers, service crews, and student assistants.
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.
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-
37
illegal Recruitment — Trafficking in Persons. These programs aim to increase the awareness of the students for their
eventual entry to the 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 Programs
TESDA, on the other hand, also provides interventions for the youth with technical-vocational interests so as to hone their
skills on trades related to the demands of the labor market. The Training for Work Scholarship Program (TWSP) and
Kasanayan sa Hanapbuhay (KASH) are two of TESDA's contributions to skills development.
Table 10. TWSP Outputs. NCR: 2015
ENROLLED GRADUATES ASSESSED CERTIFIED EMPLOYED
DISTRICT
F M Total F M Total F M Total F M Total F M Total
CaMaNaVa 851 852 1,703 817 842 1,659 634 754 1,388 602 723 1,325 - - -
Manila 1,361 1,960 3,321 1,361 1,960 3,321 818 1,495 2,313 779 1,456 2,235 - - -
MuntiParLasTaPat 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
PaMAMAriSan 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
Pasay-Makati 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
Quezon City 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
TOTAL 25,312 23,181 48,493 25,167 22,932 48,099 17,282 17,127 34,409 15,289 15,942 31,774 1,384 2,392 3,776
Table 11. TWSP Outputs. NCR: October 2016
Table 12. KaSH Outputs. NCR: 2015-2016

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
38
5. POTENTIAL INVESTMENT IN INDUSTRIES
Investments in the Services Sector remain to be promising 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:
Table 13. Expected Occupations from Potential Investments
EXPECTED OCCUPATIONS
POTENTIAL INVESTMENT
NEEDED
• Electrical Engineers
Integrated Circuit Design
• Integrated Circuit Design Engineer
Creative Industries / Knowledge- • Animators
Based Services (Covers startups of • Software and Game Developers
small newly incorporated domestic • Health Information Management
players / enterprises only) Systems Professionals
• Repair Assistants
Ship Repair
• Repair Supervisors
Charging Stations for E-Vehicles • Electric Vehicle Charging Station
Installer
• Aircraft Mechanic
Maintenance, Repair and Overhaul
(MRO) of Aircraft • Avionics Technician
• Aircraft Maintenance Head
• Waste Services Engineering
Manager
• Indoor Air Quality Specialist
Industrial Waste Treatment
• 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 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.
39
6. DIMINISHING JOBS
Table 14. Diminishing Jobs in the Service Sector
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
Source: Establishment Termination Reports, DOLE-NCR
The Service industry recorded the highest displacement in the National Capital Region, with the Education sector on top
of the list according to the region’s consolidated Establishment Termination Reports (ETRs). The sudden rise was
attributed to the implementation of K to 12 Law as mandated by the Enhanced Basic Education Act of 2013 (Republic Act
No. 10533) that led to a number of private Higher Education Institutions (HEIs) in the country to open and operate Senior
High Schools (SHS) nationwide.
The transition period from the current to the new curriculum system will take five (5) years to normalize as projected by
the Commission on Higher Education. 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.
The decline in enrollment means a decrease in the personnel’s teaching loads and the possibility of having a diminished
income or even job loss.
According to the 2016 CHED report, the K to 12 Transition will adversely affect 4,806 personnel in the region as it holds
the highest number of private HEIs. They will be at risk of losing jobs or facing pay cuts during the five-year transition
(Figure 6). Of the total estimated affected personnel, 2,866 workers are teaching while the remaining 1,940 are non-
teaching personnel. These numbers do not include employees from State Universities and Colleges (SUCs) nor the Local
Universities and Colleges (LUCs).
In order to mitigate the circumstances of displacement, the DOLE initiated the K to 12 DOLE Adjustment Measures
Program (AMP) in order to mitigate the implications of displacement due to the K to 12 implementation. This program
provides financial support (up to six months), employment facilitation, and referral to livelihood opportunities to displaced
workers. Other government agencies such as DepEd, TESDA, and CHED also provide interventions to the displaced
workers.
40
Figure 6. Estimated Number of Displaced HEI Personnel. NCR: 2016-2017
Source: CHED
Since the program’s implementation in 2016, a total of 119 displaced HEI personnel in NCR availed of the program
(Figure 7). Of the actual total number of displaced personnel, 112 were mostly teaching personnel (101 were full-time and
one part-time personnel) while the remaining 17 were full-time, non-teaching personnel.
Figure 7. Actual Number of Displaced HEI Personnel. NCR: 2016-2017
Source: DOLE-National Capital Region
The inclusion of other occupations in the list is primarily due to the nature of entry-level positions and the practice of
“endo” or the “555” scheme. Said positions are mostly sourced-out from service providers bound by contracts with the
principals. The results are also associated with the decrease in the Administrative and Support Services by the Philippine
Statistics Authority.
Table 15. Labor Turnover Statistics. NCR: Fourth Quarter 2016
INDUSTRY PERCENTAGE
Mining and Quarrying 16.09%
Administrative and Support Services 11.67
Accommodation and Food Services 9.71%
Note: LTS only released in April 2017.
Mining and Quarrying

It is worth noting that the industry’s employment declined though the region was not directly affected with the reduction
of workers in this industry. 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
41
NCR.
According to the April 2017 PSA report, majority of the separation in NCR came from the 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 No.
792, which banned new mining contracts until the passage of a new revenue-sharing scheme between the 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 who voluntarily resigned triggered the high separation rates in the Administrative and Support Services 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. According to the 2017 Asian Journal-Philippines Report, two-
thirds of anticipated losses are 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 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 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 industry was also negatively impacted by the traffic congestion in NCR. 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. Based on actual interviews, hotel tour guides 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, the regional employment
scenario must also mirror this development. Jobs of 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 which accounts to about 80% of the regional employment. The
following occupations are to be in-demand so as to drive employment in the Region:
Table 16. In-Demand Jobs for Key Industries
OCCUPATIONS INDUSTRY SKILLS REQUIREMENTS
Data Analysts IT-BPM Analytical and Numerical (Mathematical)
2Institutionalizing 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
42
Wholesale and Retail Trade
Human Resource and Organizational Communication (English
Specialists Functional), Leadership, Social
IT-BPM
Product Designers Creative and Innovative
Manufacturing
Wholesale and Retail
Creative, Social, Innovative,
Specialized Sales Representatives Trade
Communication (English Functional)
Hotel, Restaurant, and Tourism
Manufacturing
Hotel, Restaurant, and Tourism Communication,
Senior Managers
Media, Entertainment, and Leadership, Analytical, Logical
Information
Analytical and Numerical
Engineers and Architects Construction (Mathematical),
Communication (English Functional)
Pilots, Aircraft Mechanics, Flight Transportation (Aviation) Analytical and Numerical
Engineers Hotel, Restaurant, and Tourism (Mathematical), 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
(AEP). 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), gainful employment
refers 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:
Table 17. Number of Foreign Nationals Issues with AEP. NCR: 2015-2016
NUMBER OF ISSUED PERMITS
NATIONALITY
2015 2016
Chinese 5,732 7,201
Indian 1,768 2,815
Korean 1,134 1 ,463
Indonesian 944 1,410
Japanese 929 1,309
Malaysian 692 836
Taiwanese 635 707
Vietnamese 603 763
American 381 446
43
British 319
Thai 379
Source: DOLE Administrative Data on AEP
Chinese nationals who are employed as Customer Service Representatives (CSRs) were on top of the list of employed
foreign nationals in the regions (based on occupations and skills required). Japanese and Americans are mostly holders of
the Treaty Visas (9D) and are engaged as technical advisers or consultants in mining, construction, and IT-BPM
companies. With reference to the said data, it may be concluded that Filipino-Chinese nationals 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. 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.
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, developments in this sector has been relatively slow. There are five (5) 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, marketing officers, and sales
consultants.
To date, several structures in NCR opted to use solar energy as an alternative source. The SM North EDSA Parking Facility
was among the first to install solar panels which 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. (St. Scholastica's College – Manila) 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 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
44
sector:
• Engineers • Chemists
• Technicians • Foresters
• Researchers • 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 eco-friendly 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 construction methods, materials, and products used for buildings are carbon-made and
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 ILO and European Union’s joint study 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 • Marketing Professionals

• Engineers • Green Building Trainers
• Energy Managers • Certification Professionals
Highly specialized occupations engaged in safety and environmental practices are also needed by companies such as:
• Pollution Control Officers • Environmental Engineers

• Health, Safety and Environmental Managers • Conservation and Environmental Protection
• Occupational Health, Safety and Environmental Specialists
Officers • Environment Consultants
• Environmental Compliance Engineers
The region is one of the areas where biodiesel is being processed and is home to only four (4) establishments relative to
its production. These plants involve mechanized processes and are not labor-intensive with limited employment
opportunities.
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 • Electrical Engineer

• Laboratory Analyst and Laboratory Aide • Mechanical Engineer
• Chemical 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 • Communication Skills

• Analytical Thinking and Problem Solving Skills • Familiarity with Laboratory Equipment
45
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 namely the Services and Industry Sectors. There are six (6) identified KEGs in the region namely:
• Transportation and Logistics • Hotel, Restaurant, & Tourism
• Construction • Health & Wellness
• IT-BPM • Wholesale, Retail & Trade
In line with this, DTI-NCR also prioritized the following sectors relative to its Priority Industry Clusters:
• Health and Wellness • Cacao
• Wearables and Homestyle (Tourism Support) • Fruits and Nuts (Processed Food)
• Coffee
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.
TRANSPORTATION 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 abovementioned definitions, it can be said that transportation is the driver of logistics as the former refers to 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.
CONSTRUCTION
Construction corresponds to the system of transactions that starts with planning design and financing, and continues until
the conclusion and use of the construction project itself. This definition expands the industry’s scope as it involves various
procedures in order to realize the completion of a certain project.
Large-scale construction requires coordination across multiple disciplines. An architect 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.
46
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 abound 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.
IT-BPM
The Information Technology - Business Process Management (IT-BPM) 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 Information
Technology and Business Processing Association of the Philippines (IBPAP), the sector has already surpassed India's
standing in voice-based services as of 2010, making the Philippines the leading service provider 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 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.
HOTEL, RESTAURANT, AND TOURISM
The National Capital Region serves as the major gateway to the country’s various destinations and is home to four (4)
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 (DOT), 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.
47
Table 18. International Arrivals. NCR: January 2012-2016
YEAR NO. OF VISITOR ARRIVALS
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 III 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

Health and wellness-related businesses are part of the larger Services Sector that comprised a number of 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 institutions include those who 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 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".
WHOLESALE AND RETAIL TRADE

The sector, also called the distribution sector, is one of the largest players in the region. The Philippine Statistics Authority
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 to 50 percent of the distribution output. A decline in its share during the 1980 was experienced and the retail trade
activity increased particularly in the 1990s, 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.
48
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 through 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 online 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.
49
REGION I
ILOCOS REGION
50
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
Real Estate Broker, Sales Agent, Technical Laborer, Support (2016) to 272.3M (2017).
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
51 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.
Agriculture and Forestry The production and processing of these goods were also
determined as potential investments in other existing industries.
2.62%
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
In the Agriculture, Forestry, and Fishing Industry, farmer
SERVICES occupations are needed; the Manufacturing Industry will be
expecting the need for processors or makers; the Bamboo
Industry will also be needing farmers; and the Forestry Industry
7.14% Transport and Storage will be expecting the need for technical laborer, Support
personnel and supervisors occupations.
Financial and
1.11% Insurance Activities

Wholesale & Retail
Motor Vehicles
Compulsory Social
Security
52
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 (Table 1).
Table 1. Population of Region I - Ilocos Region
(Based on the 2000, 2010, and 2015 Censuses)
CENSUS POPULATION
CENSUS REFERENCE DATE
YEAR (IN MILLIONS)
2000 May 1, 2000 4.20
2010 May 1, 2010 4.75
2015 August 1, 2015 5.03
Source: PSA
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 (Table 2).
Table 2. Annual Population Growth Rate. Region I: 2000, 2010, and 2015
REFERENCE PERIOD ANNUAL POPULATION GROWTH RATE (IN PERCENT)
2010-2015 1.09
2000-2010 1.23
Source: PSA
Industry and Services Drive Economic Performance of Region I in 2016

Figure 1. GRDP Growth Rates. Region I: 2012-2013 and 2015-2016
8.40%
9.00%
7.00%
8.00% 6.40%
7.00% 5.40%
6.00%
5.00%
4.00%
3.00%
2.00%
1.00%
0.00%
2012-2013 2013-2014 2014-2015 2015-2016
Source: PSA
The economy of Region I grew by 8.4 percent in 2016 based on the Gross Regional Domestic Product (GRDP) estimates
53
released by the Philippine Statistics Authority (Figure 1). The accelerated growth in the region’s economy was brought
about by the faster growth in the Industry and Services.
Figure 2. GRDP (At Constant 2000 Prices). Ilocos Region: 2014-2016
Source: PSA
In 2016, the GRDP of Region 1 reached 257.2 billion pesos which was 20.0 billion pesos higher than the recorded GRDP.
Figure 1 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.
Contribution to Growth
Figure 3. GRDP Contribution to Growth by Major Industry (At Constant 2000 Prices)
Region 1: 2014-2016
Source: PSA
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.
54
Growth Rates by Industry
Figure 4. Industry Growth Rates by Sub-Industry (At Constant 2000 Prices)
Region 1: 2014-2016
Source: PSA
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 Public Administration and Compulsory Defense with a growth from 1.3 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
(At Constant 2000 Prices) Other services include Education, Health and
Region 1: 2014-2016
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.
Source: PSA
55
Figure 6. Services Growth Rates by Sub-Diary
(At Constant 2000 Prices). Region 1: 2014-2016 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.
Source: PSA
Percent Distribution by Industry

Figure 7. Percent Distribution by Major Industry
(At Constant 2000 Prices). Region 1: 2016
Services contributed the largest share in the region’s

AHFF, 20.1
output in 2016 at 51.2 percent. The Industry, on the
other hand contributed 28.8 percent. Meanwhile
Services,
51.2 Agriculture, Hunting, Forestry and Fishing (AHFF)
Industry,
28.8
accounted 20.1 percent in the region’s economic
performance in 2016.
Source: PSA
A. LABOR FORCE PARTICIPATION

Table 3 shows the employment indicators in the region from 2011 to 2015. Employment rate has flattened for a period of
five (5) 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, the regional 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, the
regional LFPR has declined to 61.3 percent in 2015.
56
Table 3. Key Employment Indicators. Region 1: 2011-2015
INDICATOR 2011 2012 2013 2014 2015
Working Age Population, 15+ years
3,456 3,414 3,476 3,544 3,587
(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 Rate (%) 62.5 61.1 61.3 61.7 61.3
Employment Rate (%) 91.5 91.8 91.7 91.6 91.6
Underemployment Rate (%) 8.5 8.2 8.3 8.4 8.4
Unemployment Rate (%) 8.5 8.2 8.3 8.4 8.4
B. 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 reports and JobFair
statistics. From the list, it could be noticed that there has been a consistent demand in the Construction, Sales/Marketing
and Manufacturing.
Table 4. Regional In-Demand and Hard-to-Fill Occupations
IN DEMAND HARD-TO-FILL
INDUSTRY INDUSTRY
OCCUPATIONS OCCUPATIONS
Piggery Workers / Technician Agribusiness Aircon Technician Air Tech
Call Center Agent / Customer
BPO Veterinarians Animal Care
Service Representative
Construction Worker Construction Architect Architectural
Helper Construction Chemical Engineer Chemical Industry
Heavy Equipment
Laborer Construction Construction
Operator
Welder Construction Masons/ Carpentry Construction
Aircon Technician Corporate/Office Manager / Supervisor Corporate
Management Info System
Corporate/Office Branch Manager Corporate/Office
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 Investigator Finance/Sales/Marketing Bookkeeper/ Accountant Finance
Accounting Staff/Associate Financing Auditor Finance
Bank Office / Teller Financing Credit / Finance Analyst Finance
Fish Feeder Fishing Accounting Associate Finance/
Hotel and Restaurant Staff/
Hotel and Restaurant
Crew Caregiver Healthcare
Service Crew Hotel and Restaurant
IT Specialist ICT/Business Industry Rigger Heavy Load Moving
57
Management Info System
Factory Worker Manufacturing/ Production ICT/Business Industry
Analyst
Machine Operator Manufacturing/ Production Auto-electricians Industrial Tech/Electrical
Processing Crew Manufacturing/ Production Collection Investigator Lending / Marketing
Production Operator Manufacturing/ Production Glass Cutter Manufacturing
Clerks (Sales, Stocks, Front
Sales/Marketing Tailor Manufacturing
Desk, 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 Services
Butcher Restaurant
Auto Mechanic Technology
Mechanical Technician Technology
C. SUPPLY
Inflow of Foreign Workers
With reference to the reports on issued Alien Employment Permit from 2013 to 2015, the region was able to issue 38
permits to foreign workers. The bulk of the positions involved that of Hotel and Restaurant Industry, with Chinese as
predominant holders of AEPs.
Table 5. List of Occupations of Foreign Workers. Region 1:2013-2016

NO. OF JOB POSITION
OCCUPIED
Staff Training and Development British 1
Manager
Chinese Chef Chinese 2
Chinese Executive Chef Chinese 1
Electrical Consultant Chinese 1
Finance Manager Chinese 1
Financial Controller Chinese 1
General Manager Chinese 2
Operations Manager Chinese 1
Plant Manager Chinese 1
Restaurant Manager Chinese 1
Technical Manager Chinese 1
VIP Coordinator/Chinese Chinese 15
Interpreter
Finance Manager Indian 1
58
Trainer (Call Center) Indian 1
General Manager Japanese 1
Home Automation Engineer and Korean 1
Marketing Assistant
General Manager/Consultant Korean 1
Project Manager Korean 1
Korean Students Coordinator Korean 1
Food and Beverage Manager Portuguese 1
Plant Consultant Taiwanese 1
Corporate Surveillance Head Turkish 1
TOTAL 38
2. DYNAMICS OF THE REGIONAL LABOR MARKET
A. DEMAND
1. Industry Employment Growth
Table 6 shows the average employment growth rate by industry from 2013 to 2015. For the last three (3) 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;
2. Other Service Activities (Education, Health and Social Welfare, Hotel and Restaurant and Recreation Activities)
saw an increase of additional 35,000 workers;
3. Construction added a total of 26,000 workers; and
4. Public Administration and Defense, Compulsory Social Services had additional 29,000 workers.
The following industries showed a declining growth rate from 2013 to 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; and
4. Human Health and Social Work) (-9.72) shed 5,000 workers.
Table 6. Industry Employment Growth. Region 1: 2013-2015

GROWTH
MAJOR INDUSTRY 2013 2014 2015 INCREMENT
RATE
Agriculture & 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 Conditioning
8 7 5 -3 17.09
Supply
Water Supply, Sewerage, Waste Management and
3 2 2 -1 21.44
Remediation Activities
Construction 125 131 151 26 9.88
Wholesale & Retail, Repair of Motor Vehicles 379 414 421 42 5.49
59
Transportation & Storage 149 136 129 -20 6.85
Accommodation & Food Service Activities 80 78 75 -5 3.13
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, Compulsory
92 109 121 29 14.61
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
2. 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.
3. Potential Investment in Industries
Table 7. Potential Investment and Occupations Needed in Selected Industries. Region 1:2016-2022
INDUSTRY POTENTIAL INVESTMENTS
NEEDED
Coffee, Cacao, Dragon Fruit Production
Agriculture, Forestry and Fishing Farmers
and Processing
Processed Coffee, Cacao, Dragon Fruit
Manufacturing Processors / Makers
and Bamboo
Wholesale and Retail Trade Sari-sari Store, Mini Grocery Bookkeepers, Sellers
Accommodation and Food Service Kiosk, Food Stands, Eatery and Cook, Waiters, Managers, Bookkeepers,
Activities Restaurant Cashiers and Utility
Information and Communication E-commerce IT Personnel
Real Estate Activities Building Rentals, Boarding House Real Estate Broker, Sales Agent
Bamboo Industry Bamboo Farmers
Technical Laborer, Support Personnel,
Forestry Bamboo, Rattan, Timber/Furniture
Supervisors
Construction of Category III of IV
Waste Management
Sanitary Landfill
Source: DTI Region I
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.
60
B. SUPPLY
1. Data on Employed/Workforce
According to the results of the October 2016 Labor Force Survey (LFS), the regional employment rate ticked up to 94.6
percent, 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, the regional 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 the 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.
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.
61
Table 8. 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
COMPLETED
NO GRADE
REGION AND
TOTAL
GRADUATE
GRADUATE
GRADUATE
GRADUATE
GRADUATE
GRADUATE
GRADUATE
GRADUATE
SEX
UNDER
UNDER
UNDER
UNDER
Philippines
41,685 574 5,972 5,154 5,514 12,091 232 1,946 4,101 6,100
(in 000)
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
1,987 9 143 277 253 731 5 86 171 310
(in 000)
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 9. Employed Persons by Industry (In Thousands). Region 1:2010 – 2015

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 2.7
Mining and Quarrying 4 7 8 8 9 10 0.49
Manufacturing 127 118 109 109 116 106 5.2
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 7.4
Wholesale and Retail Trade, Repair of Motor Vehicles
363 415 347 379 414 421 20.63
Motorcycles and Personal Household Goods
Hotels and Restaurant 48 51 67 55 2.7
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
87 89 84 92 109 121 5.93
Security
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
Professional, Scientific and Technical Activities - - - 4 5 6 0.29
Administrative and Support Service 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 generates
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.
2. 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 regional population based on the 2010 Census, female constitutes 49.80 percent (2.3M) of the total population.
Table 10. Projected Populations by Sex and by Five-Calendar Years. Region 1: 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
3. Projected Number of Potential Workers with Required Education and Skills

Tables 12 to 15 show the number of assessed and certified workers from TESDA, professionals from PRC’s top 20
professions, and the projected graduates by discipline from CHED, and Senior High School enrollees by program from
DepEd in 2016. The regional consultation did not generate the available supply per industry.
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.
Table 11. Projection of Registered Professionals and Graduates from SHS, HEIs, and TVET Institutions
DATA SOURCE PRESENT 2022
Tech-Voc Education and Training (TVET) Graduates TESDA 4,887
Higher Education Institutions (HEIs) Graduates by Discipline CHED 28,758 30,893
Registered Professionals PRC 157,719 339,468
Senior High School (SHS) Graduates by Academic Track DepEd N/A 85,113
TOTAL 191,364 455,474
Based on TESDA RO I’s 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%.
63
Table 12. Assessed and Certified Workers by Sector. Region 1:2016
AVAILABLE
INDUSTRY SECTOR QUALIFICATION
SKILLS
Agricultural Crops Production NC I 13
Agricultural Crops Production NC III 402
Animal Production (SWINE) NC II 43
Animal Production NC II 144
Agribusiness Aquaculture NC II 210
Fish Capture NC I 6
Horticulture NC II 98
Organic Agriculture Production NC II 30
TOTAL 946
Carpentry NC II 493
Carpentry NC III 4
Heavy Equipment Servicing (Mechanical) NC II 80
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
Construction/Ownership, Dwellings and Real HEO - Rigid On Highway Dump Truck NC II 62
State 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 (SMAW) NC I 1310
Gas Metal Arc Welding (GMAW) NC II 94
Gas Tungsten Arc Welding (GTAW) NC II 170
TOTAL 3941
Source: TESDA RO1
Based on the data of PRC RO1, the present number of professionals has reached 157,719, and is projected to increase by
339,468 until 2022.
64
Table 13. Actual and Projected Number of Graduates by Academic Discipline
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 RO1
4. Potential Workers with the Required Education Skills

According to data provided by CHED, Region I will produce 28,758 graduates by A.Y. 2016-2017. Their projection is that
the bulk of potential graduates will come from Business Administration and Related Courses; Education Science and
Teacher Training; Engineering and Technology; IT and Related Courses and Agriculture; and Forestry and Fisheries
courses.
Table 14. Actual and Projected Number of Graduates by Academic Discipline
GRADUATES BY DISCIPLINE PROJECTED
DISCIPLINE
2015-2016 2016-2017 GRADUATE
Agriculture, Forestry, and Fisheries 604 841 2,026
Architecture and Town Planning 131 126 101
Business Administration and Related
8,065 8,256 9,211
Courses
Education Science and Teacher Training 5,791 6,056 7,381
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 Courses 3,626 3,406 2,306
Law, Justice and Jurisprudence 73 91 181
Maritime Education 1,376 1,089 *1
Mass Communication and Documentation 53 79 209
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
65
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’s 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 the Science
and Technology, Engineering, and Mathematics track.
Table 15. SHS Enrollment by Academic Track/Program. Region 1:January 2017

ENROLLMENT
DIVISION SCHOOL
MALE FEMALE TOTAL
PUBLIC 76 1,159 3,419 4,578
Academic Track - Accountancy, PRIVATE 135 1,378 3,880 5,258
Business, and Management LUC/SUC 9 94 273 367
TOTAL 220 2,631 7,572 10,203
PUBLIC 313 7,627 8,592 16,219
Academic Track - General
PRIVATE 166 2,851 2,945 5,796
Academic Strand
LUC/SUC 8 49 93 142
TOTAL 487 10,527 11,630 22,157
Academic Track – PUBLIC 85 1,674 2,159 3,833
Humanities and PRIVATE 104 906 1,252 2,158
Social Sciences LUC/SUC 13 130 231 361
TOTAL 202 2,710 3,642 6,352
Academic Track - Pre- PUBLIC 0 0 0 0
Baccalaureate Maritime PRIVATE 3 188 1 189
LUC/SUC 0 0 0 0
TOTAL 3 188 1 189
Academic Track - Science, PUBLIC 89 2,922 2,148 5,070
Technology, Engineering, and PRIVATE 94 3,372 3,186 6,558
Mathematics LUC/SUC 16 426 484 910
TOTAL 199 6,720 5,818 12,538
Arts and Design Track PUBLIC 7 65 68 133
PRIVATE 10 2 5 7
LUC/SUC 1 17 15 32
TOTAL 18 84 88 172
Sports Track PUBLIC 1 32 17 49
PRIVATE 7 0 0 0
LUC/SUC 2 0 0 0
TOTAL 10 32 17 49
Technical-Vocational-Livelihood PUBLIC 337 14,653 11,555 26,208
Track PRIVATE 145 3,450 2,886 6,336
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
66
5. Outflow of Workers and Jobsite Data
According to the 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, the regional OFW labor supply are found mostly
in Saudi Arabia, Hong Kong, United Arab Emirates, Singapore and Taiwan.
Table 16. Top 5 Skills of OWWA Members. Region 1:2013

SKILLS/OCCUPATION NO. OF OFWS
Domestic Workers 111,757
Factory Workers 18,732
Seaman 16,350
Nurse 11,055
Bosun (boatswain) 7,629
Source: Membership Processing Center, OWWA, Pasay City
Table 17. Top 5 Destination Sites of OWWA Members. Region I: 2013

JOBSITE OFW's
Saudi Arabia 105,263
Hong Kong 69,290
United Arab Emirates 46,245
Singapore 38,449
Taiwan 25,602
Source: Membership Processing Center, OWWA, Pasay City
Table 18. In-demand Overseas Jobs in Selected Industries

INDUSTRY JOB / OCCUPATION
Foreman
Laborers
Carpenters
Construction Tile Setter
Production Steel Fixer
Crane Operator
Safety Engineer
Beautician
Assistant Beautician
All Around Beautician
Healthcare
Nurse
Massage Therapist
Caregiver
Waiter
Waitress
Cook
Receptionist
Housekeeper
Hotel and Restaurant Juice Maker
Housekeeping Supervisor
Barista
Butler
Cleaner
Butcher
Household Services Domestic Helpers
Sales/Marketing Saleslady
67
Salesman
Cashier
Car Polisher
Car Upholsterer
Trading Welders
Painters
Aircondition Technician
Transportation / Trucking Driver
6. LMI Data Findings based on Regional Consultations

Regional stakeholders, during the June 2017 consultation, validated the identified Key Employment Generators (KEGs)
in the 2013 JobsFit Report. Results of the validation is enumerated below:
Table 18. Skills Requirements for Key Employment Generators

KEGS SKILLS REQUIREMENT NEW REQUIREMENT
Agriculture
Veterinarians, Quality
1. Crop Production Farm Machinery Operators, Farm Technicians, Livestock Control Assurance Officers,
2. Livestock Technicians, Aquaculture, Marine Biologist, Fish Cage Caretakers, Agri-Researcher,
3. Fishery Fishery Technicians Agricultural Engineer,
Fisheries Technologies
Industry
1. Manufacturing Machine Operators, Production Crew, Welders, Machinists,
2. Construction Tinsmith, Heavy Equipment Operators, Pipefitters, Welders, Tile
3. Electricity, Gas and Water Setters, Masons, Plumbers, Steelmen, Engineers and Electricians
Services
1. Transportation, Storage & Drivers, Auto-Diesel Mechanics, Forklift Operators, Electronics

Communication and Communications Engineers, ICTs, Cellphone Technicians,
Front desk Personnel, Sales Personnel, Sales Representatives,

2. Wholesale and Retail Trade Promodiser
Customer Relations Officer, Market Analyst, IT personnel
Bookkeeper, Accounting Personnel, Appraiser, Teller, account
3. Finance
Executive, Credit Investigator, Collectors
Waiter/Waitresses, Baker, Barista, Bartender, Butler, Chef, Cook,
4. Private Services – Hotels and Food and Beverage Attendant, Food Server/Handler, Front Office
Service Crew, Cashier
Restaurants Attendant, Hotel Reservation Officer, Tour Guide, Kitchen
Specialist, Housekeeping Service, Language Specialist
Nurses, Midwives, Dietician, Physicians, Physical Therapist,
Radiologists, Medical Technicians, Cardiologist, Ophthalmologist,
5. Hospitals and Clinics
Dentists, Orthopedics, Surgeon, Pharmacists, Medical
Transcriptionist, Medical Secretaries
Licensed Teachers, Special Education Teachers, Researchers,
6. Educational Institutions Librarians, Licensed Guidance Counselors, Accountants,
Registrars, HR Managers
Hairdressers, Barbers, Beauticians, Physical Therapist, Hair Stylist,
7. Personal Care
Masseurs, Dermatologist, Nail Artist
68
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,
Beautician, Massage
8. Overseas Employment Laborers/ Helpers, Welders and Flame Cutters, Cooks and Related
Therapist
Workers, Caregivers and Caretakers, Supervisor Production and
General Foremen, Carpenters Joiners and Parquetry Workers,
Bricklayers, Stone Masons and Tile Setters, Machine Fitters,
Assemblers and Precision Instrument Makers
Table 19. List of Regional Key and Emerging Industries

TRADITIONAL KEGs EMERGING INDUSTRIES
Agriculture (Crop Production, Livestock, Wholesale and Retail Trade, Repair of Motorcycle
Fishery) Vehicles
Wholesale and Retail Trade, Repair of
Other Service Activities
Motorcycle Vehicles
Public Administration Defense, Compulsory
Construction
Services
Manufacturing Construction
Transportation, Storage and Communication
3. LABOR MARKET ISSUES AND CHALLENGES
The regional consultation yielded the following workshop results on labor market issues and challenges and non-skills
related issues.
Table 19. Regional LMI Issues, Challenges, and Recommended Courses of Actions
THEMATIC DESCRIPTION OF COURSES OF
RECOMMENDED ACTIONS
AREA GAPS/CHALLENGES ACTIONS
For DepEd and CHED to
mandate/give provisions
Most TVL Teachers are NC I/NC II Upgrading of qualifications of TVL
for the upgrading of
Basic and holders only. teachers (NCIII/NC IV/TM holders)
qualifications for TVL
Higher teachers.
Education
Immersion issues (i.e. industries may not
Early MOA signing with industry partners
prioritize SHS students)
Industry absorption Resort to Culminating activities (in lieu of immersion)
Will there be enough industries? Micro-financing from TESDA
Entrepreneurial opportunities? Industry mapping
Coordinate with DepEd’s Bureau of
Career No comprehensive Career Guidance
Curriculum Development, Bureau of
Guidance and Program in Elementary and Junior High DepEd to develop CGP
Learner Support System, and Youth
Advocacy School
Formation Development
Program
Insufficient Capacity Building of Career Increase/intensify Career Advocacy
Conduct CBT for CAs
Advocates (CAs) Training Workshops
69
Increase/intensify Career
Temporary designation of CAs Assign CA Focal/Point Person Advocacy Training
Workshops
Low enrollment of courses required to
Intensify the advocacy to all HS Inclusion of parents as
qualify for the in-demand and hard-to-fill
graduating students part of CGAP
occupations
Inclusion of at least 40
Enhance the curriculum by adding hours of English
Poor English proficiency of graduates
English proficiency subject proficiency in the
Technical
curriculum
Vocational
Inclusion of Techvoc
Education &
graduates’ success
Training TESDA to accredit additional TVIs
Limited TVIs offering courses to fill the stories during Career
in-demand and hard-to-fill occupations Guidance
Request LGUs to draft
resolutions to enter MOA
Educational Institutions to tie up
with concerned
Lack of Training Equipment for Heavy with the concerned industry
industries
Equipment Operators
TESDA to provide
Limited number of trainors Hire additional qualified trainors
scholarships for trainors
Develop a more flexible
Accessibility of assessment centers Provide more assessment centers
accreditation program
TESDA, TVIs and
On-the-Job Lack of companies to accommodate all Establishments to accommodate all concerned establishment
Training trainees trainees to forge MOA
Provide incentives
Global demand - work opportunities Manpower development within the Mobile Training Truck –
abroad region Carpentry
Labor Market Determine the manpower demand Training for soft skills
Limited skilled workers
Information for local and overseas (i.e. values, language)
Review the minimum wage in
Low minimum wage in Region I Endorse to RTWPB
Region I
Increased number of the hard-to-fill
Trainings thru TESDA
Overseas positions/skills due to the high standard of Increase the competency of job
and other
Employment qualifications, terms and conditions set by applicants/ workers
schools/training centers
overseas principals and employers
Intensive promotion and advocacy on agri-related courses and
Lack of agri-based entrepreneurs
jobs/careers
Non-availability of agri-related
workers/manpower for the production of
“Farmers” to “Agriculturists”
goods and processing of documents to
meet export needs/ international standards
Industry
Low wage of agriculturists/ agri- Study possibility of issuance of wage order specifically on agri-
Demands and
technicians/agri-specialists workers
Hiring Practices
Lack of proper training of Tour Guides Provision of proper trainings to tour guides to strengthen their
(Tourism) knowledge in the history and culture of various areas
Politicized hiring system or “Palakasan
System” resulting to non-hiring of the Study the possibility of deleting/modifying the discretion policy
most qualified applicant (Public in the appointment of employees (CSC)
Administration and Defense)
Oversupply of some professions Moratorium of enrollees for oversubscribed courses
70
Increase the frequency of
the conduct of career
Job applicants are choosy in applying for guidance and advocacy
Teach the values of hard work
job to Junior High School
students (Grades 8-10)
before they graduate
Absence of training certificates by skilled Produce more trainers and assessors
individuals who have not undergone through scholarships to assess the Adopt as a policy
training (i.e. carpenters, plumbers, etc.) skills and issue and certificates
Table 20. Non-Skills Related Issues and Key Recommendations

AREA DESCRIPTION OF THE ISSUE/GAP RECOMMENDATION
Limited trainings for teachers to teach the K to 12 TESDA, CHED and DepEd to assist private
curricula (all tracks) school trainings for the teachers
Industrial and Sectoral No college curriculum for the incoming first batch of CHED to provide policy to all educational
Policies K to 12 graduates institutions
Educational institution to establish their
readiness to accept K to 12 graduates
Social protection solely paid by employers Labor education for employees & employers
Social Protection Policies Provide scholarship for occupational health
Short supply of health and safety officers
officers
Low minimum wage in Region I Increase in the minimum wage
Occupational Safety & Absence of Hazard Pay Create a law for payment of hazard pay
Health Policies Provide scholarship for occupational health
Short supply of health and safety officers
officers
Sustain and intensify Labor Laws
Below the minimum wage/salary
Compliance System
Labor Market Policies
Extend the validity of the registration from
High cost of business registration (DO 174-17)
two years to five years
71
REGION II
CAGAYAN
VALLEY
72
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%73 (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
Agriculture and Forestry 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
74
1. INTRODUCTION
Keeping up with the developments in the labor market is essential for policymakers and organizations in making
employment decisions that will greatly impact the economy. 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.
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 report examines the extent to which labor market competitiveness affects the inflows into the region’s economy using
a simple analysis of the data collected and provide greater understanding on 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, 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.
Table 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
75
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
Source: PSA
The increase and intractability of unemployment in the region cannot be traced to any single and simple cause. One key
aspect, however, is certainly demography. The economy was unable to keep its pace in terms of job creation as the working
age population expanded and participation rates increased. To grasp the nature of unemployment, we must consider the
qualitative changes in the demand for labor as provided by relevant statistics.
A. DEMAND
Table 2. Regional In-demand Skills and Hard-to-Fill Occupations
HARD TO FILL
IN-DEMAND SKILLS INDUSTRY INDUSTRY
OCCUPATIONS
Call Center Agent Cyberservice Mechanical Engineer Construction
Cashier Wholesale / Retail Trade Web Developer Cyberservice
Construction Worker/ Skilled
Construction Agriculturists Agribusiness
Carpenter
Mason Construction Electrical engineer Construction
Waiter Hotel and Restaurant & Tourism Veterinarian Agribusiness
Accountant Banking and Finance Heavy equipment operator Construction
Hotel and Restaurant and
Teacher Education Food Technologist
Tourism
Electrician Construction Animator Cyberservice
Teaching Professionals for the
Driver Transport & Logistics Education
handicapped and disabled
Painter Construction Landscape artist Construction
B. SUPPLY
Table 3. Regional 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
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
76
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 Supervisor Chinese 1
Dredging Ship Supervisor Chinese 1
Dredging Ship Technician Chinese 1
Electronic Door Lock Technician Supervisor Chinese 1
Environmental Control Systems Supervisor Chinese 1
Executive Chef Chinese 1
Fiber Optics Installer / Camera Technician Chinese 1
Finance Manager Chinese 1
Fire Alarm Sprinkler Specialist Chinese 1
General Manager Indian 1
Graphics Designer Indian 1
Head - Operations Indian 1
Instrumentation Inspection & Assessment Manager Indian 1
Interpreter Chinese 1
IT Programmer Chinese 1
Manager - Sales Indian 1
Marketing Consultant Korean 1
Online Office Supervisor Chinese 1
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
77
Hotel Manager Chinese 2
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
3. DYNAMICS OF THE LABOR MARKET
A. DEMAND
Table 4. Industry Employment Growth. Region 2: 2013-2015
AVERAGE EMPLOYMENT GROWTH RATE
INDUSTRY
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 Remediation Activities 56.6 59.3 59.5
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
78
Public Administration and Defense; Compulsory Social Security 4.2 12.8 12
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
Table 5. 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
Table 6. Life Skills and Soft Skills

EXTREMELY VERY LIMITED NOT
SKILL IMPORTANT
IMPORTANT IMPORTANT IMPORTANCE IMPORTANT
Work Ethics ✓
Team Work ✓
Stress Tolerance ✓
Social Perceptiveness ✓
Self-Motivation ✓
Problem Sensitivity ✓
Planning and Organizing ✓
Multitasking ✓
Math Functional ✓
Innovation ✓
English Functional ✓
English Comprehension ✓
Decision Making ✓
Critical Thinking ✓
Creative Problem Solving ✓
Table 7. Green Jobs

SURPLUS /
INDUSTRY GREEN JOBS SKILLS REQUIREMENTS
SHORTAGE
Forest Conservation & Enhanced National Greening Program Foresters/ Forest Extension
Shortage
Development (ENGP) Officers
Biodiversity Protection of Flora & Fauna & Protected Foresters, Biologists,
Shortage
Management Areas Agriculturists
Heat/Ventilation and Air-
HVAC Technician Technician Shortage
Conditioning (HVAC)
PV Systems Engineer Inadequate Manpower
Installation of PV System
Electric Power Industry PV Systems Service Technician due to Lack of Skilled
including Testing and Repair
PV Systems Installer Workers and Technical
79
Training Centers for the
PV Systems Repair Technician
Job
Small/Private Industry Photovoltaic Systems Installation and Photovoltaic Installer and Shortage (Technicians
(Solar Power) Servicing Technicians are not certified)
Geodetic Engineers,
Land Management Land Investigations Agriculturists, Criminologists, Shortage
LLB Graduates
Automotive Emission Testing Technician Shortage
Electrical Solar Power Installation Electrician/ Installer Shortage
Feeds Processing Skilled Worker Shortage
Manufacturing
Dairy Processing Skilled Worker Shortage
Skilled Workers and
Construction Green Engineering/Build-Back-Better Shortage
Professionals
Table 8. Potential Investments and Industries

EXPECTED
POTENTIAL
INDUSTRY EXPECTED OCCUPATIONS NEEDED NUMBER OF
INVESTMENT
VACANCIES
Forest Ranger, Bio-Chemist & Landscape
Agriculture, Forestry and Fishing X
Architectural Services
Mining Engineers, Metallurgical Engineers,
Heavy Equipment Drivers and Operators
Feed Mill, Processing Plants, Factory Workers, Equipment Operators,
Manufacturing
Cement and Steel Production and Other Skilled Workers
Biomass/Biofuel Energy,
Electricity, Gas, Steam and Air
Solar Energy and Other Electric Engineers
Conditioning Supply
Hydro-Electric Power Plants
Water Supply; Sewerage, Waste Plumber, Pump Operators
Management and Remediation X Sanitary Engineers, Environmental
Activities Engineers
Civil Engineers, Construction Workers,
Mechanics, Electricians, Heavy Equipment
Public Works, School
Construction Drivers and Operators, Material Engineers,
Building (Public and Private)
Foreman, Draftsmen, Architects, Geodetic
Engineers
Wholesale and Retail Trade X Travel Agents
Managers, supervisors, administrative and
accounting staff, marketing assistants,
customer relations staff, mechanical
Car Dealers engineers, 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
Accommodation and Food Service
Activities
Information and Communication
Finance and Insurance Activities X Management Accountants, Accountants
Capacitate Potential Real
Real Estate Activities Legitimate Real Estate Brokers
Estate Brokers
Engineers
80
Professional, Scientific and More Licensure Professional Teachers and Registered
3700
Technical Activities Examinations Professionals
Administrative and Support
X Tour Guides
Service Activities
Public Administration and
Defense; Compulsory Social X Legal Consultants
Security
Trainor of Guides & Agents
X
Teachers for Specialized Skills
Education
Trainings on Specialized
Teachers for Senior High School
Field
Human Health and Social Work Social Worker
Opening of New Profession
Activities Environmentalist
Arts, Entertainment and
Recreation
Other Service Activities X Land Arrangement
Table 9. New Occupations

NEW OCCUPATIONS INDUSTRY SKILLS REQUIREMENTS
Tourism Related Jobs Tourism Tour Guiding Drivers, Cook
Livelihood Projects Wholesale & Retail Trade Entrepreneurs, Marketing
Heavy Equipment Operators/Drivers Construction Driving, Skilled Heavy Equipment Operators
Psychometrician Academe/HR/Private Sector Registered Psychometrician
Psychologist and Psychiatrist Mental Health Psychologist
Table 10. Future Jobs

FUTURE JOBS INDUSTRY SKILLS REQUIREMENTS
Marketing Consultant Wholesale and Retail Trade Entrepreneurs
Information and
Virtual Programmer/MISA Programmer, Systems Analysts
Communications Technology
Engineering and Architectural Design Consulting Services Services Specialized Design Professionals
Geologist Services Soil/Geological Analysis
B. SUPPLY
Table 11. Household Population 15 Years Old and Over and Employment Status (In Thousands except Rates).
Region 2: October 2015 – October 2016
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)
Source: PSA
81
• The Regional 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 points in 2015 to 69 percentage points in
2016.
• Employment growth rate increased by about 0.3% from 1,496 in 2015 to 1,541 in 2016.
• Regional underemployment rate decreased by 4.3 percentage point from 12.3% in 2015 to 8% in 2016.
Table 12. Employed Persons by Major Occupation Group (In Thousands). Region 2:2015 –2016
MAJOR OCCUPATION GROUP 2015 2016
ALL OCCUPATIONS 1490 1,472
Officials of Government and Special-Interest, Organizations, Corporate
146 160
Executives, Managers, 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
Among the occupation groups, Laborers and Unskilled Workers remained the largest group making up 44.77 percentage
point of the total employed persons in October 2015. In October 2016, such workers made up 46.06 percentage point of
the total employed persons. Farmers, Forestry Workers, and Fishermen hitting 20.60% of the total employed persons 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 13. Employed Persons by Class of Worker (In Thousands). Region 2: 2015 –2016
CLASS OF WORKER 2015 2016
ALL CLASSES OF WORKERS 1,490 1,472
Wage and Salary Workers
821 780
Worked for Private Household
60 51
Worked for Private Establishment
637 626
Worked for Government and Government
121 103
Owned-Controlled Corporation
3 0
Worked with Pay in Family-operated Farm or Business
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)
Source: PSA
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
82
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 14. Employed Persons by Sex and Highest Grade Completed (In Thousands). Region 2:2015 –2016
INDICATOR 2015 2016
BOTH SEXES 1490 1472
Men 946 942
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
Source: PSA
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 and does
not affect the continuous growth in terms of women's labor market participation. 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.

Table 14. Projection of Registered Professionals and Graduates from SHS, HEIs and TVET Institutions
Technical Vocational Education and Training (TVET)
TESDA 61,252 63,110
Graduates
Higher Education Institutions (HEIs) Graduates by
CHED 47,690 52,459
Discipline
Registered Professionals
Initial Registration 6,783 7,826
Renewal 22,920 26,440
PRC
Renewal with Change of Status, Change of Date of Birth,
1,642 1,895
Correction of Name
Senior High School (SHS) Graduates by Tracks DepEd 55,250 59,491
83
3. Outflow of Workers
Table 16. Number of OFWs in Selected Occupations
OCCUPATION NUMBER OF OFWS
Engineering 85
Health and Allied Sciences 457
Accountancy 74
Domestic Helpers 1,078
A. Skills Related Issues

Table 17. Regional LMI Issues/Challenges and Recommended Courses of Action
COURSES OF ACTIONS/
DESCRIPTION OF RECOMMENDED
METHODS TO
AGENCY THEMATIC AREA GAP/ SOLUTIONS WITH
IMPLEMENT THE
CHALLENGE TIMELINES
RECOMMENDATION
Open new industries
Under employment/ that meets the products Attract investors for new
lack of opportunities of the educational industries to create new jobs
Basic and Higher system
DepEd/CHED
Education Few enrollees on Information drive for
Government investment on
other courses (i.e. actual jobs. Increase
the agricultural sector
agriculture-related the benefits for the jobs
(modernization)
courses) to be attractive
More information
Career Guidance Strengthening of the
RNGC Proper placement dissemination and job-
Advocacy placement services
related advocacies
Encourage ATICNI to
The use of solar as declare a commitment to
Encourage TVET
alternative source of promote solar energy and
Institutions to include
power helps other alternative sources of
as a regular program
consumers as it is power; Institutions to
offering – 3rd Quarter
both economical and integrate Solar Technology
2017 Meeting
affordable in their regular programs (as
applicable)
Smoke belching is a Strict implementation
Regular/close monitoring on
Technical Vocational health hazard and of emission testing to
TESDA the conduct of emission
Education and Training causes ozone all motor vehicle by
testing by LTO/LGU
depletion LTO
The introduction of
the Tetra Fluoro
Provide information to the
Ethane popularly
Strict implementation sellers and consumers by
known as the
of the provision of DTI through LGUs on the
refrigerant R134a
Clear Air Act use/adoption of the required
minimizes the
refrigerant
depletion of ozone
layer
84
Application of Trainers for
National TVET Trainer’s
Certificate
Identify a Training
Designation and Area/Room furnished with
Technical Training Program Registration required facilities
Centers for PV for PV Systems Acquisition of tools,
Systems Installation Installation NC II not equipment and materials
NC II later than December based on training regulation
31, 2017 Completion of all
requirements as per training
regulation
Application for program
registration
Train and certify
To promote Solar Register photovoltaic
photovoltaic
Power as alternative installation NC II under
technicians starting
source of energy UTPRAS within the year
next year
Train and certify
would-be
To promote organic
trainees/graduates in Register Organic Agriculture
way of farming in
organic farming NC II under UTPRAS within
order to save our
Massive advocacy on the year
mother earth
the use of organic farm
inputs
To include in the
In two-three years, Pooling of experts to work
program offerings a
TESDA will be going on a course/qualification and
qualification to
to offer a qualification register same in the TPRAS;
harness the use of
to design and maintain they shall be sent first to
solar energy as
alternative solar trainings/workshops
substitute of
energy-fed (local/even foreign) to
irreplaceable sources
gadget/devices for understand better how solar
of energy like fuel or
domestic or even for energy can substitute
gas deposits or even
industrial use fuel/gas or even electricity.
electricity
B. Non-Skills Related Issues

Table 17. Non-Skills Related Issues and Key Recommendations
AREA DESCRIPTION OF THE ISSUE/GAP RECOMMENDATION
Strengthen macroeconomic environment. Regional
growth particularly in support to reducing inequality and
increasing growth potential requires a strengthened
macroeconomics environment governed under a
conducive national competition policy.
Slow economic growth, the GRDP growth Increase Potential Growth. Strategies towards
Macroeconomic and Growth
rate of the region has been behaving maximized demographic dividend and increased
Policies
erratically during the recent years. 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
85
performance of the economic sectors, such as the
agriculture, industry and services sectors.
Manage Risks in Agriculture Production:
-Strengthen LGU capacity and sustain efforts on disaster
Growth of agricultural output expects risk management;
uncertainty in the coming years. -Develop potential growth driver through diversification
of crops and other commodity products through research
and innovation in the agriculture and fisheries sector.
Strengthen Forward and Backward Linkages:
The region’s growth prospect is -promote non-farm economic activities and agri-
constrained by its weak forward and business enterprises;
backward economic linkages because of -support agro-industrial transformation through
its relatively limited industrial base. agriculture, aquaculture, and mineral processing
ventures.
Encourage Private Sector Participation:
Private sector participation to the regional -accelerate infrastructure development to facilitate intra
economy remains elusive, thus, the and inter-regional mobility;
limited capital formation to unleash the -provide fiscal and non-fiscal incentive;
potential of the economy. -address bureaucratic red tape and promote ease of doing
business.
Low level of investments, especially Provide and improve/rehabilitate infrastructures to
along agro-processing industries in the encourage more investor and increase efficiency of
region due to lack of infrastructure for business operations.
external market connectivity.
Develop and Market Diversified Tourism Products,
especially along ecotourism through formulation of
Untapped resources especially along tourism plans and business plans that would ensure
tourism. sustainability and marketing of tourism enterprises to
prospective investors.
Pass the Ease of Doing Business Act which will
The cost of doing business in the region enhance market competition. This legislation will
remained to be high due to several sustain the intention of Project Repeal to review existing
procedural activities that need to be policies, statutes, and regulations, and eventually repeal
undertaken when registering and/or unnecessary issuances.
operating a business or even when
Industrial and Sectoral Policies constructing a building. The bureaucratic Streamline and Harmonize Procedures in business
system is tedious and frequently costly registration and licensing, entry and exit, payment of
which discourage investors to put up taxes, and access to finance to encourage more business
business. operations.
Encourage Innovation and Adoption of New
Technologies to spur development of new services and
to become at par with other regions and countries.
Limited sources of growth in Industry and Strengthen Value and Supply Chain Linkages by
Services (I&S) sectors limits the potential continuing to undertake value and supply chain studies
of these sectors in producing goods and to improve efficiency in production and develop
services with higher value added. markets.
Implement Existing and Develop New Industry
Roadmaps. Existing roadmaps and new one will be
developed as necessary and will be seriously
86
implemented and monitored to maximize the
comparative advantages of the region.
Creation of an alternative dispute resolution mechanism

Unresolved labor conflicts and issues in through establishment of labor-management cooperation
the plant level and grievance machinery committees
Social Protection Policies
Non-compliance of employees’ statutory Convergence team of DOLE, SSS, PHIC, and Pag-Ibig
benefits in joint inspection and monitoring
87
REGION III
CENTRAL LUZON
88
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

decreased by89 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 being crafted by
INDUSTRY 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% This RDIP is also anchored in the Philippine Development Plan
Construction (PDP) 2017-2022, which takes off from the current
Administration’s 0+10 Socioeconomic Agenda, pursues the
0.54% realization of inclusive development, anchored on the Long-
Water, Electricity Term Vision or AmBisyon Natin 2040: matatag, maginhawa, at
and Gas Supply panatag na buhay. The Plan espouses a national spatial
strategy (NSS) that describes the geographic development
0.41% challenges and opportunities in population and economic
Mining and growth. This strategy provides the basis for policies for urban
Quarrying development, infrastructure development, disaster mitigation,
and environmental resource protection and conservation.
12.64%
Manufacturing As Central Luzon has envisioned the opportunities and
potentials for its economic growth, as well as challenges and
SERVICES 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.
9.81% Transport and
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 90
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’s economy has sustained its growth for the past five (5) years. In fact, from 2015-2016, the region continued
to have the third largest share of the country’s Gross Domestic Product (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.
91
Figure 1. GRDP Growth Rate. Region 3: 2012 to 2016
10
9
8 9.3% 9.3% 9.5%
7
6
5
4
4.3%
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.
Figure 2. Per Capita GRDP. Region 3: 2012 to 2016

10
9 7.9%
8 7.3%
7
6 4.9%
5
4 2.5%
3
2
1
0
2012-2013 2013-2014 2014-2015 2015-2016
Population Growth Graph 3 - Population by Census Year in Region 3

Figure 3. Population2000 to 2015
by Census Year. Region 3: 2003-2015
12.0
In 2015, the regional population was recorded at 11, 11.22
218, 177 million with an increase of 1, 080, 440 10.14

10.0
million from 2010. The population growth slowed
8.2
Population (in millions)
down at 1.95 percent annually on average from 2010 8.0

to 2015 as compared to 2.14 percent population
growth rate from 2000 to 2010. 6.0
4.0
2.0
0.0
2000 2010 2015
92
Among the seven (7) 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 591,000 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 Regional Population Growth Rate by Province/Highly Urbanized City
(Based on the 2000, 2010, and 2015 Censuses)
POPULATION GROWTH RATE
PROVINCE/HIGHLY URBANIZED CITY
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
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 regional LPFR 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 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. 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. Key Employment Statistics. Region 3:2012-2016
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
Source: PSA, Labor Force Survey
93
From 2011 until 2015, the female employment growth rate 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 the 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 2011 to 2015, the trend with regard to age group of employed persons has been consistently recorded with the 25-34
years old range as the highest among the category, 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 of the 15-19 years age bracket accounted the
lowest share of 5.3 percent or 218 thousand persons.
Table 3. Regional Employment Trends by Age, Gender, and Highest Educational Attainment (In Thousand except Rates)
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 - - - - -
Based on Table 4, 14.52% of the total underemployed persons were male while 11.22% were female. 68% of the total
number of the employed male were underemployed, while the remaining 32 percent was accounted by female.
Table 4. Underemployment Trends by Sex. Region 3: 2011-2015
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
94
From 2011 to 2015, an estimated annual rate of 8.70 percent for unemployed male was recorded. Over the past five (5) years,
the unemployment rate has decreased by 0.70 percent in 2015. Likewise, the female unemployment rate decelerated from
8.1 percent in 2011 to 7.4 percent in 2015. The age group with the most number of unemployed persons is the 20-24 years
old bracket 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
Number of Unemployed Female 128 137 139 132 125
Unemployed Persons 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 responsible for the decline are Mining and Quarrying, followed by
Manufacturing Industry, and Agriculture, 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 and Gross Regional Domestic Product by Industrial Origin. Region 3: 2013-2016
INDUSTRY/ YEAR 2013-2014 2014-2015 2015-2016
I. AGRICULTURE, HUNTING, FORESTRY & FISHING 6.0 0.6 0.6
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
95
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
a. Transportation, Storage &
4.7 7.6 4.8
Communication
b. Trade and Repair of Motor Vehicles,
1.3 4.4 5.4
Motorcycles, Personal and Household 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). Region 3:2013-2016
INDUSTRY/ YEAR 2013 2014 2015 2016
I. AGRICULTURE, HUNTING, FORESTRY & FISHING 17.7 17.1 16.4 15.0
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
Transportation, Storage & Communication 9.7 9.3 9.5 9.1
Trade and Repair of Motor Vehicles, Motorcycles, Personal and
8.6 8.0 7.9 7.6
Household Goods
Financial Intermediation 6.3 6.5 6.5 6.3
Real Estate, Renting & Business Activities 8.1 7.7 7.8 7.5
Public Administration & Defense; Compulsory Social Security 2.4 2.2 2.2 2.1
Other Services 6.5 6.0 5.9 6.0
GRDP 100.0 100.0 100.0 100.0
Employment by Industry Group

From 2012 to 2015, the Services Sector comprised the largest proportion of employed persons at an average of 59.80 percent
of which 77.9 percent were female. The regional employment growth slightly increased by 1.80 percent in 2015 at 61.4
percent. Sectors such as Wholesale and Retail Trade, and 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 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.
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In overall, there was no significant change as to industry employment distribution over the past 4 years.
Figure 4. Percentage Distribution of Employed Persons by Industry. Region 3:2012-2015
21.1% 21.2% 20.2% 18.2%
19.4% 20.1% 20.2% 20.4%
59.5% 58.7% 59.6% 61.4%
Agriculture Industry Services
Regional Major Occupations

Among the employed persons from 2011 to 2015, the identified top five (5) occupations in Region 3 were (1) Laborers and
Unskilled Workers with 29.9 average percentage share, (2) Officials of Government and Special Interest Organizations,
Corporations, and 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.
Figure 5. Employed Persons by Major Occupation Group. Region 3: 2011-2015
Laborers and Unskilled

Workers, 1192.2
Officials of Govt and Special-
Interest Org, Corp.
Executives, Managers,
managing proprietors and Trade and Related Workers,
supevisors, 803.4 366.6
Service Workers and Shop
and Market Sales Workers,
575.6
Technicians and Associate
Professionals, 109.8 Plant and Machine Operators
and Assemblers, 244.2
Clerks, 280.8 Farmers, Forestry Workers
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 from 2012 to 2016. Around 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, the conduct of job fairs remains an effective means for bringing in together jobseekers and employers
with 637 job fairs conducted region-wide in collaboration with the PESOs, Local Government Units (LGUs), private sector
organizations, 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.
For the past three (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 (KEGs) as it accounted 11 percent of the country’s total
population. This makes the region an attractive destination for 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.
98
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 Curriculum. 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. DepEd also manifested 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 DepEd-operated and funded
public schools will begin to offer Grade 11 in 2016 and Grace 12 in 2012. 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.
4. RESULTS OF THE PROVINCIAL JOBS FIT 2022

STAKEHOLDERS CONSULTATIONS
Seven (7) provincial consultations were conducted which were participated by representatives coming from government
agencies, private establishments, academe, labor groups, local government units, free port 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/boot camp, for teachers and students (for example, a tripartite project between
academe, companies/ industry and CDC on the following courses: (a) English proficiency and business transaction
English, (b) instructional comprehension (manufacturing), (c) soft skills development (i.e. proper bedside
manners), (d) proper workplace attitude and values (i.e. punctuality, self-reliance, cultural diversity, team work,
etc.) and (e) labor standards on workers’ right and obligations);
b. Enhance social marketing of jobs in the manufacturing and BPO sectors by working together with the academe
and LGUs in trying to sell the vacant positions through information dissemination and launching of the institutional
module of the jobs matching portal;
99
c. Encourage companies/locators to outsource generic trainings through scholarship grants in acceptable terms (i.e.
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; and
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.
A. Supply
Data from the Commission on Higher Education (CHED) Regional Office 3 showed that 48,967 college students from
Academic Year 2015-2016 were added to the labor force. Among which, 59 percent were female and 41 percent were 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 highest 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.
Figure 6. Number of Graduates by Discipline in Region 3
Source: CHED Region 3
Around 175,197 students entered Senior High School (SHS) as the K to 12 Program carried out its full implementation in
School Year 2016-2017. Around 82,652 or 47.18 percent of the students were enrolled in the public schools while 86,450 or
49.34 percent opted to enroll 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.
100
Of the Senior High School students enrolled, 60.5 percent or 105,985 students pursued the 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.
Figure 7. Number of Enrollees on Senior High School. 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

From 2014 to 2016, there were around 15,225 foreign nationals hired in Region 3, where Pampanga had the highest number
of hired foreigners with 9,370 (majority were from Clark Freeport Zone), and is followed by Zambales (with 2,678 foreign
workers which bulk were hired by locators inside Subic Bay). Of the total number of foreign nationals hired, Chinese
nationals comprised the highest number of hired workers with 8,210 (54 percent). Within the same period, 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. Region 3: 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
Consultant 62 53 -
Technician - - 65
101
Marketing Manager - - 46
Production Manager - 48 -
B. 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, identified the following potential industry which could help further the economic development in
Central Luzon:
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
C. 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
102
REGION IV-A
CALABARZON
103
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 by1042.2
(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. The following are the identified EIs that
would propel the growth of the regional economy for the next
8.74%
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
105
1.41% Other services
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)3.
A. REGIONAL PLANNING 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.
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.4
B. 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
nd
Product (GDP) amounting to Php7.600 trillion. It is the 2 biggest regional economy, next to National Capital Region with
36.5 percent (Figure 1).
3
Census of Population (2015): Highlights of the Philippine Population 2015 Census of Population (Report). PSA. Retrieved 01 August 2016.
4
Philippine Statistics Authority. (2016, July 28) Gross Regional Domestic Product Highlights. Retrieved from https://psa.gov.ph/regional -
accounts/grdp/highlights.
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Figure 1. Gross Regional Domestic Product Percentage Share (At Constant 2000 Prices). Philippines:2015
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 baseline GRDP value of Php1.009 trillion in 2010.
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 fastest 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 (In Percent, at Constant 2000 Prices). CALABARZON: 2010 – 2015
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The main factor that has 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 its pace 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.
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 in 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. GRDP by Industrial Origin (In percent, At Constant 2000 Prices). CALABARZON:2010-2015
In terms of specific economic subsector contributions to the GRDP, the 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.
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Figure 4. GRDP by Industrial Sub-Sectors (In percent, at Constant 2000 Prices). CALABARZON: 2015
In 2015, the 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) Tourism Ecozones.
Taking everything into account, the region houses a total of 55 operating Economic Zones. 5 Forty-nine (49) of these
Ecozones were able to generate about 454,903 employment in the region from the period of January to May 2016.6
C. REGIONAL POPULATION AND EMPLOYMENT TRENDS

Total Population
In terms of number population, CALABARZON region ranks first with a total number of 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.
5
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
6
Philippine Economic Zone Authority. Employment Generated by Special Economic Zones in Region IV -A: January to May 2016
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It is estimated that the region’s population will be at 16,664,400 by 2025.7 Of these, 50.07 percent are female while
49.93 percent are 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
From 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 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.
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, the 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 regional LFPR in 2015 stands at 64.4 percent which is higher than the
national average at 63.7 percent.
7
PSA. Projected Regional and Provincial Population by Five-Year, Age Group, Sex and by Five Calendar Year
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Employment Trends
Figure 6. Number of Employed Persons and Share to National Economy. CALABARZON:2010-2015
The annual employment growth rates for the last five years are 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 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.
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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 past 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
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.
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Figure 8. Labor Market Indicators (InThousands). CALABARZON: 2010 – 2015
In general, the employment situation in CALABARZON for the past five years (5) 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 figures, three (3) employment
generators were identified to share double digit in the total employment generated in the said year, namely:
• Wholesale and Retail Trade and Repair of Motor Vehicle Motorcycles was recorded to have 19.1 percent share,
which created a total number of 971,000 employment;
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• 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, with 544,000 workers or equivalent to 10.7
percent of 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%
In terms of number of increments 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 increments 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, and 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 total 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; and
• Transportation and Storage, and Administration and Support Service Activities knotted the fifth rank with 42,000
increment each
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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 region posed an annual average growth rate of 2.33 percent and covers all industries from 2012 to 2015. Twelve (12)
subsectors recorded a higher annual average 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.
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Figure 9. Average Annual Growth Rate by Industry. CALABARZON: 2012-2015
Subsectors 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 Mining and Quarrying. However, the following industries exhibited a declining employment trend in the
region:
• Activities of Household 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 at (2.13) percent.
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A. KEY EMPLOYMENT GENERATORS AND EMERGING INDUSTRIES

The DOLE CALABARZON conducted the JobsFit 2022 Multi-Sectoral Consultation and Workshop last 10 November
2016 and was attended by representatives from various industries, regional line agencies, education sector, and Public
Employment Service Offices (PESOs). 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 previously identified KEGs remained as potential employment generators
and may absorb bulk of workforce in the upcoming years. Tourism, under the broad Administrative and Support Service
Activities subsector, used to be an emerging industry in the previous JobsFit report and is now added in the list of KEGs.
The updated KEGs in the region are agribusiness, construction, automotive, IT-BPM, and tourism.
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 agricultural-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 part of 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 subsector 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 regional economy at 2.33 percent. From 2013 to 2015, 84 infrastructure projects amounting to Php4.26 billion8 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. Industry expansion that
could absorb additional workforce would be observed in the years to come.
AUTOMOTIVE
The Philippines is an important automotive market growth area in ASEAN and is experiencing unprecedented growth for
the last five years, as evidenced by its increasing sales from 168,000 units in 2010 to 269,000 in 2014. The sector targets
to set a new record of 500K units sold by end of 2020.9
8
DPWH 4A. Infrastructure Projects in Region 4A. http://120.28.38.50/infrastructure/pms/04a. asp#. Date accessed: 15 May 2017
9
CAMPI and PACCI. The Philippine Automotive Manufacturing Industry Roadmap, 2012
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With the Comprehensive Automotive Resurgency Strategy (CARS) Program, the automotive industry in the Philippines is
expected to be revitalized, which in turn, would develop the country into a regional automotive manufacturing hub in the
ASEAN Region. 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 existing
production operations. The agglomeration of auto parts suppliers is also visible in the region.
INFORMATION TECHNOLOGY-BUSINESS PROCESSING MANAGEMENT (IT-BPM)

The IBPAP has recently released the Philippine IT-BPM Roadmap 2022 which focuses on accelerating the growth of the
country’s IT-BPM industry through 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 close proximity to the National Capital Region, the 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) proclaimed 10 “next wave” cities which could be the next hubs for the IT-BPM sector. Four (4) out of
ten (10) identified cities in the Philippines are located in the region namely Dasmariñas City, Lipa City, Sta. 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 structures.
According to the Department of Tourism, the region recorded a total of 21,613,300 same-day visitors and 4,318,635
overnight tourists in 2015, with Japan being its largest market. With the launching of new attractions such as the Enchanted
Kingdom’s cultural attraction called “Agila” - the Philippines’ first and the world’s largest flying theater (as one would be
flying as if on the wings of an eagle traveling around the Philippines) as well as other tourism-related products such as
beach destinations in Lobo, Batangas and Polillo, Quezon, visitors who will be flocking to the region to explore its tourist
destinations are expected to increase.
EMERGING INDUSTRIES
Emerging industries (EIs) are industry groups which grows at a rate faster than the economy and exhibits potential to grow
and prosper, thus capable of generating a large number of new and fresh employment (JobsFit Report 2013-2020). The
following are the identified EIs that would propel the growth of the regional economy for the next five years:
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EMERGING INDUSTRY PETROCHEMICALS (Manufacturing)
Petrochemicals are petroleum or natural gas by-products used 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
Industry Profile
by all other sectors such as Construction, Electronics and Computer, Medical
Services, Transportation and Packaging, Agriculture, etc. In short, its products are
used by everyone.
The JG Summit Olefins Corp.’s $800 million naphtha cracker plant commenced
operation in November 2014. The operation of said plant will secure raw material
Opportunities
supply for the polyolefin plants. The industry is projected to contribute about 39,658
employment opportunities in the region from 2016 to 2022.
Quality Control Analyst, Operations Engineer, QA/QC Engineer, Maintenance
Priority Skills Technician, Process Engineer, Reliability Engineer, Corrosion Engineer, Chemist,
Instrumentation Engineer, Accounting, IT

EMERGING INDUSTRY FINANCIAL AND INSURANCE SERVICES (Services)

One of the prospects and opportunities in the region is the growing Service Sector.
Industry Profile Alongside the 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, Forestry and Fishing
In-demand Jobs Hard-to-Fill
• Agriculturist • Agriculturist
• Veterinarian • Agricultural Engineer
• Forester • Veterinarian
• Food Chemist • Forester
Priority Skills • Forest Ranger • Food Chemist
• Food Processor • Forest Ranger
• Packer • Animal Husbandry Professional
• Poultry Worker • Farmer (with knowledge in
integrated farming)
• Agriculture is being looked down as an inferior industry and does not look
attractive to many.
• Schools offering agriculture -related courses are limited.
Gaps and Challenges • Decline in number of enrollees/takers.
• Lack of training exposure. Theories learned in school are not properly applied.
• Intensive training on modern farming for farmers is costly.
• Reports claim that employment in agriculture sector is plenty but cannot be
identified exactly where they are.
Recommended Solutions • Change the image of agriculture and make it more appealing by presenting the
growing opportunities in the sector.
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• Revisit and revise the curriculum of HEIs to include agriculture-related
courses (CHED and TESDA).
• Provide more scholarship program for agriculture-related courses (CHED,
TESDA, LGU).
• Government intervention in providing subsidized, if not free, training on
modern farming for farmers.
• Conduct an actual profiling of establishments engaging in
agriculture/agribusiness (DTI, PEZA, SEC, BPLO).

KEG CONSTRUCTION
Industry Construction
• Sanitary engineer • Sanitary engineer
• Mechanical engineer • Mechanical engineer
• Architect • Architect
• Mason • Mason
Priority Skills • Plumber • Plumber
• Heavy equipment • Heavy equipment operator
• operator • Zoning engineer
• Building engineer • Surveyor
• Auto CAD operator • Quality control specialist
• Molder • Machinist
• Low salary [highly skilled workers]
• Skilled labor shortages because workers prefer to work abroad that pays higher.
Gaps and Challenges • Inadequate training and TESDA certifications [skilled workers]
• 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 • CIAP and TESDA to tie-up in providing training to enhance the skills of the workers.
• Ensure that contractors strictly comply with the National Building Code of the
Philippines

KEG AUTOMOTIVE
Industry Construction
• Automotive technician • Sanitary engineer
• Automotive electrician • Automotive engineer
• Automotive mechanic • Sales engineer (industrial and
Skills Requirements • Technical field specialist mechanical)
(dealership)Molder
• Sales executive
• Mechatronics
• Service engineer
• Parts pricing analyst (dealership)
Gaps and Challenges • The absence of Research and Development (R&D) industry pathway does not create a
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demand for higher education in Automotive R&D (raised by FAIP)
• There are limited providers of training courses.
• Lack of school offering degree courses on Automotive Engineering, which the
industry really needs.
• Mindset of [engineering] students is to land a job rather than to pursue a career in
automotive.
• Low hiring rate due to lack of qualified applicants.
• After sales personnel need more familiarity on automotive management to confidently
address emerging car consumer market.
• Consider proposing R&D Law for the R&D Auto Industry Area (recommendation
from FAIP)
• CHED, HEIs and Auto Industry to develop a course on Automotive Engineering.
Recommended Solutions • Change mindset of students through career guidance.
• 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).

KEG IT-BPM
Industry Information and Communication
In-demand Jobs (Voice) Hard-to-Fill (Voice)
• Call Center Agent • Call Center Agent (due to English
• Customer Service Representative competency)
In-demand Jobs (Non-Voice) Hard-to-Fill (Non-Voice)

Skills Requirements • Animator • Mechatronics
• Web Developer • Systems Analyst
• Professionals (i.e. Accountants, • Animator
Managers, Human Resource • Mobile App Developer
Officers) • Associate Software Engineer
• Software Development Engineer
Voice
• 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
Gaps and Challenges • Lack of field exposures/internships.
• 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.
• Many experience programmers/ systems analysts/ database administrators
prefer to work abroad due to higher compensation and better benefits.
• Academe to participate in the Global Competitiveness Assessment Tool
(GCAT), an assessment tool initiated by the IBPAP to guarantee a continuous
Recommended Solutions 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 develop and create bridging programs
for interventions for skill and competency improvement.
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• Require SUCs to invest in high quality facilities and resources so that students
can apply their learnings and master their skills.

• More immersion programs/trainings for the students.
KEG TOURISM
Industry Accommodation and Food Service Activities
In-demand Jobs Hard-to-Fill (Voice)
• Tourist Guide • Interpreters
• Cook (Hotel and Restaurant) • Tourism Instructor
• Chef • Food Technologist
• Hotel Manager
• Massage Therapist
• Cashier
• Receptionist/Front Desk
Skills Requirements • Office Crew
• Housekeeping Services
• Kitchen Helper
• Waiter/Waitress
• Food Server Attendant
• Rides/Games Attendant
• Rides Operator
• Professionals (Accountant,
Managers, Human Resource
Officers)
• Training available are limited especially to those highly specialized fields
• Poor communication skills (needed for multi- or bilingual tourist guides)
• Low starting salary for back office jobs and even professionals
Gaps and Challenges • Few accredited tourism service providers. They are required to undergo a series
of training and seminars that take so much time to complete.
• Fast turnover rate on Professionals because when they gain experience, they
look for greener pastures.
• Standardized OJT Program for HRM (or related course) students.
• Industry to consider reviewing the salary scale for starting employees.
Recommended Solutions • Encourage all tourism service providers to undergo accreditation by shortening
the duration of the training (DOT).
• Industry to consider career development plan and incentives for employee
retention.
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KEG ALL KEGS
Industry All Industry Sectors
• There is no standard manual on internship.
• The linkage between academe and industry needs to be strengthened.
Gaps and Challenges • On tech-voc, there is inadequacy of facilities and trainors.
• Companies became training ground for employees who leave and look for other
opportunities [mostly outside the country] once they acquire training skills and
competency.
• Strengthen academe-industry linkage.
• On internship, a MOA or partnership should be forged between industry and
Recommended Solutions academe for the former to provide training to students and the latter to provide
services to the industry.
• 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 ten (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 Engineer 9,178
4. Certified Public Accountant 18,113 9. Criminologist 8,043
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 Foreman 1 7. Landscape Architect 37
3. Certified Mine Foreman 1 8. Dental Hygienist 55
4. Sugar Technologist 6 9. Metallurgical Engineer 79
5. Metallurgical Plan Foreman 11 10. Naval Architect & Marine 93
Engineer
Table 3. Total Number of Registered Professionals by Profession. CALABARZON: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
123
PROFESSION TOTAL
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
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
124
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
Based on the latest data 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 CHED-identified priority disciplines
identified by CHED. From the aforementioned statistics, 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. As shown in the Table 4 below,
there will be a sufficient supply of labor to cater the needs of the IT-BPM sector, which 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 Students and Graduates by Academic 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
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 Academic Track who will eventually join the pool of potential supply of labor in the years to come. The academic
track has been noted to have the highest 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, the projection on the number of the first batch of students who will graduate in March 2018 is not yet
available.
125
Table 5. Number of Enrollees by Track, CALABARZON: AY 2016 – 2017
PROGRESS UPDATE
1. The DOLE IV-A is continuously advocating the utilization of the PESO Employment Information System (PEIS)
in order to keep the updated skills registry in the locality. PESOs with no internet connection are likewise advised
to continue using the NSRS Offline and export the database which would be eventually uploaded to the PEIS.
2. The Advocates for Career and Education Support, Inc. (ACESI) is an organized Network of Guidance Counselors
and Career Advocates being regulated by this Regional Office and is dedicated in the promotion of better career
choices among Filipino youth. Their 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-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 their 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 2015 for the localization of industry roadmaps.
The roadmaps of the automotive, electronics, petrochemicals, and IT -BPM, which are of special interest to Region
IV-A, 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 (SCA-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
126
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.
127
REGION IV-B
MIMAROPA
128
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
LABOR FORCE
Maintenance, 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).
129
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.
34.42%
Certain jobs determined per industry are identified as 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 130
Table 1. Regional Labor Market Indicators. MIMAROPA: 2011-2015

INDICATOR 2011 2012 2013 2014 2015
Population 15 y/o & over (‘000) 1,882 1,907 1,953 2,006 2,061
Labor Force Participation Rate 70.0
68.4 66.3 67.2 65.5
Employment Rate 96.1 95.8 95.9 95.4 96.7
Unemployment Rate 3.9 4.2 4.1 4.6 3.3
Source: PSA MIMAROPA
Over a period of five (5) years (2011-2015), the regional employment 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.
A. Labor Demand
Table 2. Industry Employment Growth. MIMAROPA: 2014-2015
AVERAGE
2014 2015
EMPLOYMENT
TOTAL TOTAL
INDUSTRY GROWTH RATE
EMPLOYMENT EMPLOYMENT
(2014-2015)
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 Supply 2,305 2,357 9.47%
Water Supply; Sewerage, Waste Management and
718 786 2.25%
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%
Professional, Scientific and Technical Activities 986 933 -5.37%
Administrative and Support Service Activities 2,393 2,083 -12.9%
Education 5,002 5,019 .33%
Human Health and Social Work Activities 2,185 2,258 3.34%
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/NEDA MIMAROPA
131
1. Key Employment Generators
1. Wholesale and Retail Trade 10. Electricity, Gas, Steam and Air Conditioning
2. Accommodation and Food Service Activities Supply
3. Manufacturing 11. Human Health and Social Work Activities
4. Finance and Insurance Activities 12. Information and Communication
5. Education 13. Arts, Entertainment and Recreation
6. Agriculture, Forestry and Fishing 14. Transportation and Storage
7. Mining and Quarrying 15. Professional, Scientific and Technical
8. Other Service Activities Activities
9. Administrative and Support Service Activities
Source: Number of Establishments and Total Employment by Industry and Employment Size 2014 & 2015- PSA MIMAROPA
Table 3. Emerging Industries under the Region’s Key Employment Generating Sectors
EMERGING INDUSTRIES OCCUPATIONS
AGRICULTURE
• The Government may tap more income if 1. Growing perennial products
properly managed. 2. Growing non-perennial products
3. Plant propagation, agricultural, forestry and fishing support
• Will boost Entrepreneurship which will
services, and hunting and trapping
generate revenues which eventually provide
4. Fishing and aquaculture
employment opportunities and will lessen
poverty.
• Agrifishery
• JobsFit 2013 to 2020 LMI Report failed to
account this industry as an Emerging • Aquaculture
Industry. • Livestock Production
• For potential industries that will contribute to • Organic Agri-Production
boost economic growth of the region, the • Poultry Production
Agriculture and Fishing Industries should be • Rubber Production
given support of the Government in terms of • Palm Oil Processing
water 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 Sales Representative, Cashier, Administrative Clerks
OF MOTOR VEHICLES AND MOTORCYCLES
AND HOUSEHOLD GOODS
ACCOMMODATION AND FOOD SERVICE
ACTIVITIES
• Hotel, Restaurant & Tourism, Eco-Tourism Hotel Restaurant Managers, Chef, Dive Instructor, Dive Manager,
Caterers, Bakers, Korean, and Japanese Guest Coordinator
This covers the establishment of tourism-related facilities and

• Tourism 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
132
• Manufacture of industrial goods and processing of agricultural and
fishery products:
• Semi-finished/intermediate goods for use as inputs in the
production of other goods
• 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 (Senior 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 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
133
• 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
• Massage Therapy
• Caregiving
• Health Care Services
• Sports – Instructor
• Arts and Design Instructors
TRANSPORTATION AND COMMUNICATION
• Land Transport • Electrician/ Automotive Electrical Assembly
• Automotive Mechanic
• Driving
• Shipping Industry • Cargo Handling, Warehousing, Storage and Support

• Shipbuilding and Repair
• Aerospace Industry • Flight Attendant

• International Airport- Puerto Princesa City • Tour Guide
• Machinist
• Pilot
• Aircraft Technician
• Overseas Employment • Production and Related Workers
• Transport Equipment Operators and Laborers
• Service Workers
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
134
Table 4. List of In-Demand Jobs and Skills
(High School, College, Undergraduate, Any)

Key Industry based on GDP growth trends
fresh grad or # of years of experience)

Projected Number of Vacancies
Priority SkillsRrequirements
(licensed, board passer, etc.)

and investment priorities
Educational Attainment
General Qualifications
Core Competencies
21st Century Skills

(no experience/
(occupations)
(Knowledge/
Credentials
(M/F, Any)
Experience
(see list)
Skills)
Sex
Skills in
Shipping Safety Unidenti- Fresh graduate Positive
M/F College Accredited shipping
Industry Officer fied with trainings Work Ethics
industry
Cargo Operations
same Same Same Same Accredited Teamwork
Handling Officer
Forklift
Logistics same M HS Graduate TESDA
Operator
Tracking Driver same M HS Graduate TESDA
Mine Rehab 10-20 M College degree Experience License for Environment Positive work
Officer required applicable Management ethics
Forester 10-20 F Same occupations Forestry Skills Teamwork
Chemist 1-5
Chemical 1-5 Same Accredited Creativity and
Engineer Resourcefuln
Safety 20-50 Same ess
Officer
Heavy
Mining, Equipment
Quarrying Operator
and Related Geodetic 200-500 HS
industries Engineer Graduate/College
Environ- 5-10 Level
mental
Planners
Mine Rehab 10-20 College degree
Laborers
Crane 300-500
Operators
Civil
Engineer
Services
With or w/o Positive
HRM College graduate Skills in HRM
experience Work Ethics
Bartending M/F HS Undergraduate Skills in HRM Teamwork
Eco-Tourism
Food
M/F HS Undergraduate Skills in HRM Creativity and
Beverages
Massage Resourceful-
M/F HS Undergraduate Skills in HRM ness
Therapist
135
Tour Guide M/F HS Undergraduate Skills in HRM
Fresh
Computer Computer
Computer Eng’g Graduate/With
Program- M/F Programming,
Graduate or Without
ming Analytical
Experience
IT
Fresh
Design Graduate/With Analytical,
M/F BS ECE/ ME/CE
Engineering or Without Auto-Cad
Experience
HS or College Communica-
Fresh
graduate, tion Skills
Transcriptio- graduate/with Board
M/F
nist or without Passer
Nursing, Medical Knowledge in
experience
Technology Transcription/
Team Medical Terms
M/F College Level
Leaders
College Level/ People Skills
Finance
M/F With Masters
Consultant Management
Degree
Real Estate Skills
College Graduate
Online M/F
Business Degree
Broker
Process
Outsourcing Effective
Industry Communica-
tion Skills
Knowledge
Customer
Retention
Service With or Creativity and
Sales 1,000 M/F Without Resourcefuln
Attention to
Representa- Experience ess
Detail
tives
Organization
Good
Conversational
Skills
Agriculture Agriculturist With or w/o
M/F College graduate Licensed
experience
Hand Tractor
M HS
Operators
Mechanics M HS
Mechanical
Engineers
Construction Real Estate
Industry Planner
Manufactu-
ring
Human Positive work
Health and ethics
Nurse M/F College graduate Licensed
Social Work
Activities Teamwork
Medical
Officer
136
Medical Creativity and
Doctor M/F College graduate Licensed Resourceful-
Heavy ness
Physical
Therapist Self-
Representa-
tion
Accountant M/F College graduate Licensed
Integrity
Team Player
Wholesale
and Retail Communica-
Creativity and
Trade; Repair Sales HS or SHS tion and
M/F Resourceful-
of Motor Distributor Graduate Technical
ness
Vehicles and Skills
Motorcycles
Source: Filled up survey questionnaires from the Government Sector, Private Sector, PESO, and Educational Institution during our Regional
Stakeholders Consultation last May 17, 2017.
Table 5. Regional 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
Physical Therapy Technician Human Health
Dental Technologist Human Health
Source: PESO, Private Sectors
Table 6. Diminishing Jobs in the Region

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
137
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
Lube Man 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
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
138
2. Life Skills / Soft Skills
Table 7. Life and Soft Skills Identified during the Regional Consultations
LIFE SKILLS DEGREE OF IMPORTANCE
Work Ethics Extremely Important
Team Work Extremely Important
Stress Tolerance Very Important
Social Perceptiveness Very Important
Self-Motivation 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
Source: Filled-up Survey Questionnaires from the Government Sector, Private Sector, PESO, and Educational Institutions, Regional Stakeholders
Consultation on May 17, 2017.
Table 8. Additional Soft Skills and Other Core Work-Related Skills

PERSONAL TRAITS RELATIONAL TRAITS TEAM TRAITS
Self-Discipline Able to get along with others Concerned
Perseverance Flexible Respectful
Industriousness Emphatic Accountable
Patience Approachable Caring
Commitment Easy to talk to Involved
Happy Disposition Collegial Selfless
SOCIAL SKILLS Emotional Intelligence
RESOURCE Management of Financial Resources, Materials Resources,
MANAGEMENT SKILLS People Management, Time Management
Source: Work Values of Successful Filipinos (F. Landa Jocano, Punlad Research House 2006), Local, National, and Global Orientedness,
The Teaching Profession (Purita Bilbao, Lurimar Publishing Incorporated 2015), Future of Jobs (World Economic Forum 2016)
Additional Learning Skills and Attitudes that should be imparted to the Students:
The following are five (5) skills sets or attitudes toward learning that would help in preparing young people for the new
middle jobs in a flat world10:
a. 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.
10
Friedman, Thomas L. The World Is Flat: A Brief History of the Twenty-First Century. New York: Farrar, Straus and Giroux, 2005. Print.
139
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).
b. 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.”
c. 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.
d. 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.
e. 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.
3. Green Jobs
Table 9. Green Jobs and Skills Requirement. MIMAROPA: 2017
INDUSTRY GREEN JOBS SKILLS REQUIREMENTS SURPLUS/SHORTAGE
Train to do the right mixture to produce the good
Farming Vegetable farming Shortage
harvest
Recycle of water supply
Agribusiness Agriculture Production Modernization of Agriculture Shortage
140
Creativity to do slippers & bags out of recycle
products
1. Forester
2. Environmental
Mining, Officer
Quarrying 3. Environmental
and Related Planner
Industries 4. Pollution Control
Officers
5. Agriculturist
Shortage of Workers due
Food Aroroot Processing Proper Training for Accredited Government
to limited income from
Industry Kalabasa Processing Agencies such as TESDA & DOST
the product
Shortage of Workers due
Coconut Coconut Product Proper Training for Accredited Government
to limited income from
Industry Processing Agencies such as TESDA & DOST
the product
Electronics Solar Panel Technician Knowledge in Electronics
Tourism Eco-Tourism Tour Guiding
Handicraft Recycling Artistic Skills
4. Potential Investments in Industries11
a. All qualified manufacturing activities including Agro-Processing, manufacture of industrial goods, and
processing of agricultural and fishery products:
• Semi-finished/intermediate goods for use as inputs in the production of other goods
• Finished products or consumer goods for final consumption.
b. 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.
c. 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.
d. Export Activities
• Production and manufacture of export products

• Activities in support of exporters
e. Special Laws
This covers activities where inclusion in the IPP is mandated for purposes of incentives, as follows:
• Industrial Tree Plantation (P.D 705)
11
2017 Investment Priorities Plan, DTI MIMAROPA
141
• Mining (R.A. 7942) (Limited to capital equipment incentive)
• Renewable Energy (R.A. 9513)
• Tourism (R.A. 9593)
f. 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.
5. Replacement Jobs
Table 10. Projected and Actual Number of SSS Retirement and Total Pensioners. MIMAROPA: 2013-2017
YEAREND NUMBER OF SSS RETIREMENT PENSIONERS TOTAL NUMBER OF SSS PENSIONERS 1
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 retirees, deaths and disability pensioners
2
-Projected
Source: SSS
6. New Occupations
Table 11. New Occupations and Its Skills Requirements. MIMAROPA: 2017
ISO Officers (Environment Management, Mining, Quarrying and Document Controller
Quality and Occupational Safety and Health) Related Industries Equipped with Adequate ISO Knowledge
Mining, Quarrying and
IEC Officers Communication Skills, Writing, People Skills
Related Industries
Mining, Real Estate, Technical, Legal, & Environmental
Land Use Planners
Land Development Management Skills
Real Estate Broker (Online System) Communication Skills, Writing, People Skills
Analytical, Computer Internet Savvy, Above
Social Networking
Average in Mathematical Computation
Health and Wellness
Speech Pathologist Medical Science /Technical Know-How
Industry
Health and Wellness Medical Science /Technical Know-How,
Regenerative Specialist
Industry Chemist, Analyst
Product Development Engineer, Skilled
Plastic Fabricator Plastic Industry
Workers, Machine Operator
7. Future Jobs
Table 12. Future Jobs identified during the Regional Occupations. MIMAROPA:2017
Mine Tourism Officers Tourism /Mining
Renewable Energy
Solar Development Electrical Know-How for Solar Project
Jobs like Engineering but the focus will be
Hydro Plant & Civil Engineering for the design of
different from the usual engineering jobs
Windmills master plan
Dredging
142
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
Seaweed Farmer/Technician Agriculture/Fishery Process Management, Familiarity in
Farm Equipment/Machinery
Plant Pathologist Agriculture/Fishery
B. Labor Supply
1. Inflow of Foreign Workers
Table 13. List of Occupations Filled-Up by Foreign Nationals. MIMAROPA: 2013-2016
NUMBER OF JOB
POSITIONS OCCUPIED
Director French 1
Pearl Farm Technician Japanese 1
Resident Manager British 2
Maintenance Manager Japanese 1
Japanese 1
Chinese 1
Korean 5
General Manager
New Zealand 2
American 3
Singaporean 1
Executive Assistant Manager Spanish 1
Indian 1
German 1
Food & Beverage Manager American 2
Italian 1
Australian 1
Australian 1
Spa Manager
Korean 2
Resort Manager Korean 5
Project Manager Korean 2
Canadian 1
Consultant Dutch 2
American 3
Senior Consultant British 1
Taiwanese 1
Korean 13
Diving Instructor
Chinese 3
Spanish 1
Dive Shop Manager Korean 4
Technical Advisor Production Shift Coordinator Japanese 10
Electrical Advisor Japanese 6
Executive Chef Italian 2
143
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: DOLE Administrative Data on AEPs
Table 14. Household Population by Sex and Age Group. MIMAROPA: 2000-2010
2000 2010
AGE GROUP BOTH
FEMALE MALE BOTH SEXES FEMALE MALE
SEXES
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
3. Projected Number of Population and Their Characteristics
144
Table 15. Summary of Grade 10 Completers (Public and Private). MIMAROPA: 2011-2015
YEAR IV COMPLETER GRADE 10 COMPLETER
SY 2011-2012 TOTAL
SY 2012-2013 TOTAL
SY 2013-2014 TOTAL
SY 2014-2015 TOTAL
SY 2011-2012 SY 2012-2013 SY 2013-2014 SY 2014-2015
DIVISION
PRIVATE
PRIVATE
PRIVATE
PRIVATE
PUBLIC
PUBLIC
PUBLIC
PUBLIC
MARINDUQUE 3,695 1 ,062 4,757 3,423 1,060 4,483 3,630 995 4,625 3,789 949 4,738
OCCIDENTAL
6,101 824 6,925 6,317 944 7,261 6,467 954 7,421 6,911 951 7,862
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
TOTAL 38,842 7,040 45,882 39,703 7,403 47,106 42,498 7,268 49,766 44,390 6,847 51,237
In School Year 2012-2013, there were 47,106 private and public students in the region who completed their 4th year,
which is 2.67% higher than School Year 2011-2012. Meanwhile, in School Year 2013-2014, there were 49,766 private
and public students who completed Grade 10, that is, an increase of 5.65% last school year. In School Year 2014-2015,
completers of Grade 10 in public and private still increased by about 2.96% compared to the previous school years.
Table 16. Projected Number of Enrollees. MIMAROPA:2017-2023

OBJECTIVES (WHAT TARGETS WILL BE DELIVER?)
THEM
ATIC 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
INCREASE UNIVERSAL PARTICIPATION IN BASIC
PROGRAMS AND PROJECTS WITH THE DIVISION

LEARNING SYSTEM) THROUGH THE DIFFERENT
Number of 789,671 805,465 821,573 345,508 854,764 368,873 889,296

OTHER STAKEHOLDERS IN THE COMMUNITY.
Enrollees
MANAGEMENT OF CURRICULUM
OFFICES ALONGSIDE PARTNERSHIPS WITH

JUNIOR HIGH SCHOOL, AND ALTERNATIVE
EDUCATION (PRE-SCHOOL, ELEMENTARY,
Public 58,344 59,511 60,701 61,915 63,153 64,460 65,704

Kindergarten
IMPLEMENTATION
Public
455,611 464,723 474,017 483,498 493,167 503,031 513,091
Elementary
ACCESS
JHS 217,082 221,424 225,852 230,498 234,976 239,676 244,470

SHS 32,438 33,087 33,749 34,424 35,112 35,814 36,530
ALS 26,196 26,720 27,254 27,800 28,356 28,923 29,501
Increase Enrolment Rate in The Following:
Kindergarten 100.78 102.80
93.10% 94.96% 96.86% 98.80% 104.86%
(GER) % %
Kindergarten
85.52% 87.23% 88.97% 90.75% 92.57% 94.42% 96.31%
(NER)
Elementary 107.29 109.94 112.14 114.38 116.67 119.00
121.38%
(GER) % % % % % %
145
Elementary
90.78% 92.60% 94.45% 96.34% 98.26% 83.93% 100.00%
(NER)
JHS (GER) 76.02% 77.54% 79.09% 80.67% 82.28% 71.32% 85.61%
JHS (NER) 61.52% 63.37% 65.27% 67.23% 69.34% 71.32% 73.46%
SHS (NER) 77.60% 79.15% 80.73% 82.34% 83.99% 85.67% 87.38%

ALS
Source: DepEd MIMAROPA
Table 17. Top Ten Registered TESDA Programs. MIMAROPA:2016

RANK PROGRAM
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
Driving NC II
8
Shielded Metal Arc Welding NC I
Caregiving NC II
9 Electrical Installation and Maintenance NC II
Health Care Services NC II
Automotive Servicing NC I and NC II
Bookkeeping NC III
10
Events Management Services NC III
Gas Tungsten Arc Welding NC II
Table 18. TESDA TVET Graduates. MIMAROPA:2011-2016

YEAR NUMBER OF GRADUATES
2011 55,022
2012 54,835
2013 50,261
2014 40,721
2015 55,144
2016 52,308
TOTAL 308,291
Table 19. Projected Number of Potential Workers. MIMAROPA:2017-2022

YEAR NUMBER OF GRADUATES
2017 57,539
2018 63,293
2019 69,622
2020 76,584
2021 84,243
2022 92,667
TOTAL 443,947
146
Table 20. MIMAROPA Skills Priorities 2017-2022
SECTOR PRIORITIES
Housekeeping, Waitering, Tour Guiding Services, Front Office Services,
Tourism Cookery, Food and Beverages Services, Events Managements Services,
Barista, Bartending, Tourism Promotion Services
Automotive and Land Electrician/Automotive Electrical Assembly, Automotive Mechanic,
Transportation Driving
Furniture and Fixture Cabinet Making, Bamboo Basket/ Furniture, Rattan Furniture
General Infrastructure Masonry, Tile Setting, Scaffold Erection, Plumbing, Carpentry, Pipefitting
Aquaculture, Livestock Production, Organic Agri-Production, Poultry
Agri-Fishery Production, Rubber Production, Palm Oil Processing, Post-Harvest
Processing Technology
Garments Dressmaking, Tailoring
Processed Food and Beverages Food Processing
Mechatronics, Electronic Product Assembly and Servicing, Computer
Semi-Conductor and Electronics
Systems Servicing / Computer Technology
ICT Call Center/Contract Center Services
Heating, Ventilation, Air
RAC Servicing
Conditioning and Refrigeration
Metals and Engineering Welding (SMAW, GTAW)
Language and Culture English, Japanese, Korean
Health, Social and Other Massage Therapy, Caregiving, Health Care Services
Community Development Services
Source: TESDA MIMAROPA
Table 21. Actual Number of Graduates from SUCs in the Region

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
Table 22. Number of Registered Professionals. MIMAROPA: May 2017

RANK PROFESSION NO. OF REGISTERED INDIVIDUALS
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 PRC data (as of May 23, 2017), professional teachers comprise the highest number of registered professionals
in the region with the following percentage breakdown: 64% in Occidental Mindoro, 55% in Oriental Mindoro, 60% in
147
Marinduque, 71% in Romblon, and 58% in Palawan. It was followed by the nursing profession with the following
percentage breakdown: 8% in Occidental Mindoro, 9% in Oriental Mindoro, 7% in Marinduque, 9% in Romblon, and 11%
in Palawan.
Table 23. Number of Deployed Workers from MIMAROPA by Major Skill. MIMAROPA: FY 2013-2016
NUMBER OF DEPLOYED
NO. MAJOR SKILL
WORKERS
1. Service Workers 17,689
2. Production and Related Workers, Transport Equipment Operators and Laborers 8,572
3. Professional Technical and Related Workers 2,134
4. Clerical and Related Workers 458
5. Sales Workers 348
6. Agricultural, Animal Husbandry, and Forestry Workers, Fishermen and Hunters 118
7. Administrative and Managerial Workers 43
TOTAL 29,362
Source: POEA Region IV
Table 23. Top Ten Destination Countries of Deployed Workers. MIMAROPA:2014-2016

NO. COUNTRY NUMBER OF DEPLOYED WORKERS
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: POEA Region IV
Table 24. 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
9 Welder
10 Caretaker
11 Pipe Filter
12 Cleaner
13 Laborer
14 Deck Trainee
Source: OWWA MIMAROPA
148
Table 25. List of Key Labor Market Challenges and Its Proposed Actions. MIMAROPA: 2017
COURSES OF
RECOMMENDED
DESCRIPTION OF ACTIONS/METHODS TO
THEMATIC AREA SOLUTIONS WITH
GAP/CHALLENGE IMPLEMENT THE
TIMELINES
RECOMMENDATION
Curriculum and Facilities Revisit curriculum for DepEd and CHED to
doesn’t meet the needs enhancement / provide consider curriculum
for upgrade facilities enhancement
Academe lacks industry Develop industry Provide In-depth Labor

mentors immersion program for Market Information trainings
teachers and faculty to all academe, parents,
students
Only few can pursue They should identify Collaboration of the

masteral degree because fungible jobs, and Government, particularly
of the K to 12 program emerging jobs and DepEd, CHED, DOST,
industries so that we can TESDA, DOLE, DA, DOT,
prepare our young people other government agencies
in the future. and other industry groups
and associations.
Government should
pursue in providing more
scholarships in the said
Basic and Higher Education
emerging industries and
in demand jobs and hard
to fill occupations.
Academe, Teachers,
Counselors, Parents, and
Coaches must possess
first 21st century skills,
Life Skills and Soft skills
before 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
Limited number of Intensive Trainings for DepEd to integrate career

trained Career Advocates Career Advocates at least advocacy sessions during in-
Career Guidance Advocacy
two (2) focal persons per service training
schools
149
Limited funding to DepEd should prioritize Lobby funds resourcing
Career Guidance funds for Career (stakeholders)
Advocacy Program Guidance Advocacy
Program, particularly in
capacity building
Inadequate training- Intensified capacity Funding or trainings and

facilitated equipment and building and upgrading purchase of equipment and
trainors of training facilities facilities
Proper marketing of Provide more new
Technical-Vocational equipment
Courses
Technical Vocational Education and
Training Government should Determine in-demand jobs
pursue in providing more
scholarships in emerging
industries, in-demand
jobs and hard-to-fill
occupations
Limited capacity of Enhance linkaging School- Industry partnership

industries to within industries in the
accommodate bulk of On country and abroad
the Job Trainees
Only few have long term Career Advocates must have

OJT Program intensively trained not just
On-The-Job Training
graduating students in their
pre-employment preparation
and entrepreneurship but to
all students as well
(i.e.senior high school,
college students).
Insufficient LMI Provision of information Provide in-depth Labor

dissemination for policy to prospective trainees Market Information trainings
development, human regarding specific to all academe, parents,
resource planning, and requirements needed by students
career guidance. the industry on their
respective jobs to
promote /ensure
employability
Labor Market Information
Government must be LMI must be available LMI must be easily
proactive and continue to open to all stakeholders, understood by parents, and
develop researches with parents, students. students so that they are well
regards to employment informed
trends in order for our
LMI to be updated and
not left behind.
150
PSIC and PSOC is not PSA
updated especially in
new occupations and
emerging jobs and
industries
No LMI dissemination CSC must have their own

particularly in the Labor Market Information
government sector on the government sector for
them to proactively
determine the manpower
requirement of each
government agencies
Government must be
Overseas Employment Upskilling on local skills proactive in providing the
right jobs and skills
Lack of focus and Additional Government MIMAROPA Government
support from the Offices to some Remote Offices which is still at
government in terms of Islands in MIMAROPA Manila must transfer to this
human resources in Ex. Calamianes Island, region to provide efficient
Regional/Local Economic
providing programs and Palawan, Looc and services to its constituents
Development
services of the Lubang Island,
government Occidental Mindoro,
Sibuyan Island-
Romblon
Only few companies
Industry Demands and Hiring
have effective hiring
practices
practices
Align academic courses
classification and
educational curriculum
ASEAN Economic Community 2015
to the ASEAN Mutual
Recognition Agreements
(MRAs)
Table 25. List of Non-Skills Related Issues. MIMAROPA: 2017

DESCRIPTION OF THE
AREA RECOMMENDATION
ISSUE/GAP
Education (Hiring in Educational Issuance of new guidelines on hiring and
Institution) selection of teachers
The Criteria for the Election of IP Support to Indigenous Peoples

Social Protection Policies Teachers should be lower from the Non-
IP teacher applicant
Limited Education and Employment Government should identify opportunities

Opportunities to Indigenous People (IP) for these sectors
and Persons with Disability (PWD)
151
REGION V
BICOL REGION
152
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%
153(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 Sector, and Tourism. Said
30.2% industries have provided contributions in the economic growth
of the region.
Based on findings, Services and Industry Sectors continue to be
5.83% the region’s economy booster, sharing 56.7 percent and 23.3
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
INDUSTRY
points of the 5.7 percent growth, followed by Industry (1.9
percentage points). Tourism, which falls under Other Services,
continues to expand.
9%
Construction The aggressive approach of the region in boosting its tourism
sector has been effective in increasing tourist arrivals, marking a
growth of 19.52 percent in 2016.
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 154
Labor Market Information is a very useful tool to both employers and employees, individuals, and other organizations in decision
making related to labor market. It is also about the supply and demand for labor, 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), labor 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.
Table 1.Population and Annual Growth Rates. 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 Norte 470,654 542,915 583,313 1.44 1.38 1.42
Camarines Sur 1,551,549 1,822,371 1,952,544 1.62 1.32 1.52
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).
This 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.
On average, the regional population increased by 1.29 percent annually 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 892,000, Sorsogon with 793,000, and Camarines Norte with 583,000.
Catanduanes had the smallest population with 261,000. Camarines Norte was the fastest growing 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
155
Table 2. Top Ten Most Populous Cities/Municipalities. Region V: 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, Catanduanes is the least populous city/municipality in Region V with 8,368 persons. It was followed by
Panganiban (Payo), Catanduanes (9,287) and San Vicente, Camarines Norte (10,396).
Table 3. Top Ten Most Populous Cities/Municipalities. Region V: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
Figure 1 clearly shows that the population growth from six (6) 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.
Figure 1. Population Growth. Region V: 2000-2015
2,500,000
2,000,000
POPULATION
1,500,000
1,000,000
May 2000
500,000 May 2010
August 2015
0
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on
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s
Su
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ba
ba
og
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ua
Al
es
as
rs
in
nd
es
So
ar
in
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ar
Ca
Ca
m
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PROVINCE
156
Based on the 2010 Census of the Philippine Statistics Authority, the total projected population of the Bicol Region by year
2022 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 considers 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
Table 4. Projected Total Population by Province. Region V:2018-2022
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
Table 4. Gross Regional Domestic Product by Industrial Origin (At Current and Constant Prices). Region V: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
I . 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
I I. 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
Compulsory Social Security
f. Other Services 27,861,399 31,788,149 35,557,175 17,707,257 20,220,268 22,182,573
157
Table 4. Gross Regional Domestic Product by Industrial Origin (Percent Distribution at Current and Constant Prices).
Region V: 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
Figure 2. Gross Domestic Product (At Current and Constant Prices). Region V: 2014-2016
158
Table 5. Summary of GDRP by Industrial Origin (Percent Distribution at Current and Constant Prices). Region V: 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
Table 5. Summary of GDRP by Industrial Origin (At Current and Constant Prices). Region V: 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
Table 6. Gross Regional Domestic Product by Industrial Origin (Growth Rates, At Constant 2000 Prices). Region V: 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 Sector remained the largest contributor with 56.7 percent share followed by
Industry Sector with 23.2 percent and AHFF at 20.0 percent. The shares of Industry and Services Sectors to the total
economy improved in 2016 both by 0.6 percentage points. On the other hand, AHFF’s share to the total economy
decreased. Industry Sector 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.
159
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
Table 7. Employed Persons in Major Industry Groups (In Thousands). Region V: 2013-2015
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
Table 8. Employment and Average Annual Growth Rates. Region V: 2013-2015

TOTAL EMPLOYMENT EMPLOYMENT GROWTH
(IN 000) 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 Conditioning Supply 24 20 21 -15.2 3.8 -5.7
Water Supply; Sewerage, Waste Management, and
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 Motor
1,753 1,726 1,793 -1.5 3.8 1.1
Vehicles and Motorcycles
Transportation and Storage 607 582 596 -4.1 2.4 -0.9
Accommodation and Food Service Activities 299 329 347 10.1 5.4 7.8
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 Activities 19 14 14 -25.8 -1.8 -13.8
Administrative and Support Service Activities 93 97 117 4.3 20.1 12.2
Public Administration and Defense; Compulsory
474 503 573 6.0 14.0 10.0
Social Security
Education 318 328 321 3.1 -2.2 0.4
Human Health and Social Work Activities 76 87 75 14.8 -14.6 0.1
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;
Undifferentiated Goods and Services-producing 74 73 36 -1.4 -50.1 -25.8
Activities of Households for Own Use
160
Activities of Extraterritorial Organizations and
1 0 0 -100.0 0.0 0.0
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 Groups 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.
Table 9. Employment Shares by Major Industry Groups. Region V: 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
Transportation 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
161
Table 10. Total Employed Persons and Major Industry Group (In Thousands). Region V: 2013-2015
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
Figure 3. Employed Persons in Major Industry Groups (In Thousands). Region V: 2013-2015
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
Table 11. Sector Distribution of GDP and Employment (In Percentage). Region V: 2014-2015
Employment Current Prices Constant Prices

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
162
Figure 4. Sector Distribution of GDP and Employment (In Percentage). Region V: 2014-2015
100%
90%
80%
48.3 48.3 52.9 53.8 56.6 56.1
70%
60%
50%
14.4 15.0
40% Services
20.5 23.3 19.7 22.7 Industry
30%
Agriculture
20% 37.4 36.7
26.6 22.9 23.7
10% 21.2
0%
2014 2015 2014 2015 2014 2015
Employment Current Prices Constant Prices
Table 12. Labor Market Indicators. Region V: 2011-2015

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.
163
Table 13. In-Demand Skills and Hard-to-Fill Occupations.
Industry In-demand Skills Hard-to-Fill Occupations
A. Key Employment Generators
Agribusiness Agriculturist 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
Said data were generated during the conduct of the 2017 Regional Stakeholders Consultation on the Development of
JobsFit LMI Report and HRD Roadmapping 2016-2022 on 30 May 2017 participated by different sectors from six (6)
provinces of Bicol Region. It was observed that most of the hard-to-fill occupations were in the Manufacturing Industry,
including electrical engineers, information technologists, and chemical analysts. While most of the in-demand skills were
in the Cyberservices Industry that include computer programmers, software and web developers, system engineers, and
business process outsourcing.
This section focuses on the labor market aspects which cover both the demand (Industry Employment Growth, Emerging
Industries, Life Skills or Soft Skills, Green Jobs, Potential Investments in Industries, Replacement Jobs, New Occupations,
and Future Jobs) and supply (Data on employed or workforce, projected number of population and their characteristics,
projected number of potential workers with required education and skills, and outflow of workers) side.
A. DEMAND
Table 14. Average Employment Growth Rate per Industry. Region V: 2013-2015
INDUSTRY AVERAGE EMPLOYMENT GROWTH RATE
Agriculture, Forestry, and Fishing 0.3
Mining and Quarrying 3.1
Manufacturing -2.0
Electricity, Gas, Steam and Air Conditioning Supply -5.7
Water Supply, Sewerage, Waste Management, and
-4.0
Construction 14.6
164
Wholesale and Retail Trade, Repair of Motor Vehicles and
1.1
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
Public Administration and Defense; Compulsory Social
10
Security
Education 0.4
Human Health and Social Work Activities 0.1
Arts, Entertainment and Recreation -13.1
Other Service Activities 4.1
It shows that the top three industries in Bicol that had high employment growth rates are Real Estate Activities,
Construction, and Administrative and Support service activities.
2. Emerging Industries
Based on the statement from the NEDA Region V, three (3) industries which are to generate employment in the region
include the Service Sector, Industry Sector, and Tourism Sectors. 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 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.
3. 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.
Table 15 shows that not only intelligence quotient is important but also emotional quotient is also included.
Table 15. Life and Soft Skills Identified during the Regional Consultations
LIFE AND SOFT SKILLS DEGREE OF IMPORTANCE

Work Ethics Extremely Important
Team Work Extremely Important
Stress Tolerance Extremely Important
Social Perceptiveness Extremely Important
Self-Motivation Extremely Important
Problem Sensitivity Extremely Important
Planning and Organizing Extremely Important
Multitasking Extremely Important
Math Functional Extremely Important
165
Innovation Extremely Important
English Functional Extremely Important
English Comprehension Extremely Important
Decision Making Extremely Important
Critical Thinking Extremely Important
Creative Problem Solving Extremely Important
Source: Responses during the 2017 Regional Consultation on the Development of JobsFit LMI Report and HRD Roadmapping 2016-2022 dated
May 30, 2017
4. 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, 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)
5. Potential Investments in Industries

Table 16. Potential Investments in the Manufacturing Industry
EXPECTED
INDUSTRY POTENTIAL INVESTMENTS NUMBER OF
NEEDED
VACANCIES
• Food Processor
• Food Packaging
1. Processed Food • Salesman
2. Wearable’s and Home-styles
• Weaver
3. Bamboo
4. Cococoir • Carpenter
5. ICT • Driver
Manufacturing 14,718
6. Tourism • Salesman
7. Ceramics
• Tailor
8. Agri-business
9. Jewelry • Welder
10. Other Services • Designer
• Laborer
• Other Skilled Worker
Source: Department of Trade and Industry
B. SUPPLY
1. Data on Employed and Workforce
Table 17. Data on Employed Persons and the Workforce
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)
166
Table 18. Projected Number of Household Population. Region V: 2020
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

Table 19. Projected Number of Potential Workers with Required Education and Skills. Region V: 2022

Technical Vocational and
TESDA 6,084 (as of April 2017) 160,023
Training (TVET) Graduates
Higher Education Institution
CHED 30,431
(HEIs) Graduatesx
Registered Professionals PRC 4,189,450 4,831,858
Senior High School (SHS)
DepEd 94,391 148,589
Enrolleesx
Note: x --- No available projected data for graduates
Table 20. List of OFW Occupations and Destination Countries. Region V:2016
COUNTRY OCCUPATION NUMBER OF OFWS
Domestic Cleaners and Helpers 47
Bahrain
Domestic Housekeepers 12
Hong Kong Domestic Cleaners, Helpers and
246
Housekeepers
Jordan Domestic Cleaners, Helpers and
51
Housekeepers
Kuwait Domestic Housekeepers 368
Malaysia Domestic Cleaners and Helpers 46
Oman Domestic Helper 41
Qatar Domestic Housekeepers 111
Taiwan Manufacturing Laborers 307
Source: Philippine Overseas Employment Administration

Table 21. Labor Market Issues and Challenges Identified during the Regional Consultations. Region V: 2017
DESCRIPTION OF GAP RECOMMENDED
THEMATIC AREA COURSES OF ACTIONS
AND CHALLENGES SOLUTION
Financial Capability Upgrade competencies of
Basic and Higher Education K to 12 Program
Lack of Facilities Teachers and Trainers
Career Guidance Advocacy Lack of Qualified Trainers Training Training
167
Technical Vocational Lack of Facilities or Upgrade competencies of
Training
Education and Training Equipment teachers and trainers
On the Job Training Mismatch of OJT Tasks Government Legislations Pre-qualify partner agencies
Lack of Information
Labor Market Information Need LGU Participation LGU Legislation
Disseminations
Overseas Employment Lack of Training Training Upgraded Trainings
Regional or Local Economic
Not Applicable
Development
Industry Demands and Mismatch of Job Vacancies Upgraded and Updated
Trainings
Hiring Practices to Job Demands Trainings
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
168
REGION VI
WESTERN VISAYAS
169
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).
170
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 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
30.39% and Fishing at 18.5 percent share. Since 2014, the percent share
of the Industry continues to increase while Agriculture, Hunting,
Agriculture and Forestry 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 growth in
7.74% Construction at 11.6 percent from 49.9 percent in 2015 due to
Construction 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
0.50% acceleration but were not enough to cover the slow growth of
Water, Electricity the Construction subsector resulting to a lower Industry Sector
and Gas Supply growth in 2016.
0.28% On the other hand, Agriculture, Hunting, Forestry and Fishing
Mining and shrinkage 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 171
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 (At Constant 2000 Prices). Region VI: 2014-2016
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 continues 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 increase but were not enough to
cover the slow growth of the Construction subsector
resulting to a lower Industry Sector growth in 2016.
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.
172
A. HOUSEHOLD POPULATION 15 YEARS OLD AND OVER AND
EMPLOYMENT STATUS
Table 3. Table 3. Household
Household Population
Population 15 (15over
years old and Years
andOld and Over)
Employment andbyEmployment
Status Status
Region (2014 to 2017) by Region. Region VI: 2014-2017
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.
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 the 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. It could be noted that the January 2017 Labor Force Survey results for Western Visayas
already excluded the Negros Island Region (NIR).
B. EMPLOYMENT STRUCTURE
1. EMPLOYMENT PERSON BY MAJOR INDUSTRY
In Western Visayas, the regional 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 (i.e. employed and unemployed persons). The number of employed persons
in July 2016 was estimated at 1.9 million. Of this figure, workers in the services sector comprised the largest proportion
173
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. Region VI: July 2016
Source: PSA, July 2016 Labor Force Survey

Note: 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.
2. EMPLOYMENT PERSON BY SEX AND MAJOR INDUSTRY, WESTERN VISAYAS

Of the estimated 1.9 million employed persons, six (6) out of ten (10) were male while four (4) out of ten (10) were female
workers. Also, of the employed persons, male workers have dominated the agriculture (28.5 percent) and industry (8.8
percent) sectors while female workers dominated the service sector (27.5 percent).
Figure 2. Percent Distribution of Employed Person by Sex and Major Industry. Region VI: July 2016
Source: PSA, July 2016 Labor Force Survey
174
C. ANNUAL GROWTH RATE
Annual Estimates (in '000) Growth Rates (in %)
2013 2014 2015 2015 (Jul) 2016 (Jul) 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%
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.
2. PRIORITY SECTORS 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 to July 2016 and was revalidated in May 2017. Results 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:
Table 4. Priority Skills and In-Demand Jobs in Major Industry Sectors
INDUSTRY NEEDED SKILLS / IN-DEMAND JOBS
Skilled Engineers (Civil, Mechanical, Electrical), Architect, Heavy Equipment
Operator/Mechanic, Pipefitter, Rigger, Welder, Electrician, Painters, Mason, Air
Construction
Duct, Carpenters (i.e. Furniture, Cabinet Maker), Plumbers, Safety Officers, and
AutoCAD Operator
Customer Service Representatives and Technical Support, Animator, Game
Developer, Workers for Health Care Services re: medical coding and insurance
ICT-BPM verification & insurance approval (with medical-related skills), insurance collection &
insurance billing (with financial accounting skills), and for Information Technology
(both software and hardware)
Real Estate Development Geodetic Engineer, AutoCAD Operator, Urban Planner, and Environmental Planner
Experienced Master Mechanic, Parts Salesman, Driver for Long Haul/Trailer, and
Automotive/Land Transportation
Automotive Painter
Transport and Logistics Heavy Equipment Operator, Mechanic, and Driver for Long Haul
175
Skilled/Experienced Teacher (for private schools), Licensed Guidance Counselor,
Education SPED Teacher (with the inclusion of children and young adult with disabilities),
Qualified Teachers with Post-Grad Requirements, and Librarian
Cook, Chef, Culinary Worker, Engineering-related jobs, Business-related jobs,
Waiter, Bartender, Bell boy, Room boy, Chamber Maid, Multilingual Service Crew,
Hotels and Restaurants
Kitchen Crew, Head Waiter, English/Chinese/Korean Proficient Front Desk Officer,
and English Proficient Customer Service Relations Officer
Tourist Van/Bus driver, Tourism Instructor, Mountain/Cave/River/Eco/Community
Tourism
Guide, Licensed and Multilingual Tour Guide, and Multilingual Interpreter
Health and Wellness Experienced & Licensed Spa or Massage Therapist, Trained Manicurist and Pedicurist
High-End Farmer, Licensed Fishery Technologist (for overseas employment)
Agribusiness and Fishery Researchers (hard to fill), Licensed Agriculturist, Marine Biologist, Marketing
Specialist, Soil Technologist, Farmers and Other Plant Growers.
Engineers (i.e. Electrical & Mechanical), Laborers, Welders, Steelmen, Carpenters,
Renewable Energy
Mason, Heavy Equipment Operators
Cottage Skilled Manager, Skilled Workers for Weaving and Embroidery
Wholesale and Retail Accountants, Middle Managers
Chemical, Electrical & Mechanical Engineer, Skilled Welder, Machinist, Accountant
Manufacturing
and Chemist
Hospital Workers, Training Doctors (for residency), Caregivers, Dietician, Medical
Hospital
Technologist and Pharmacist
3. AVAILABILITY OF SKILLS
Based from the feedback of stakeholders from the Higher Education Institutions (HEIs), Region VI has enough graduates
to answer the requirements of the industries as shown in the following tables:
Table 5. Number of Enrollees per Cluster of Discipline and Nature of HEIs. Region VI: 2015-2016
PUBLIC PRIVATE SUB-TOTAL

CLUSTER OF DISCIPLINE TOTAL
MALE FEMALE MALE FEMALE MALE FEMALE
AHFF 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
Table 6: Number of Graduates per Cluster of Discipline and Nature of HEIs. Region VI: 2015-2016
PUBLIC PRIVATE SUB-TOTAL

CLUSTER OF DISCIPLINE TOTAL
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
176
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 7. Number of Enrolled, Graduated, and Certified Students in TESDA. Region VI: 2015-2016
YEAR
SECTOR TOTAL
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
Electronics 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 and
Beverages 143 423 497 687 593 685 830 1016 1182
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 8. Number of Registered Professionals. Region VI:2013-2016
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
177
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
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
178
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 9. Number of Alien Employment Permit (AEP) Issued to Foreign Nationals. Region VI:2014-2016
NO. OF NO. OF NO. OF
OCCUPATION NATIONALITY POSITIONS NATIONALITY POSITIONS NATIONALITY POSITIONS TOTAL
2014 2015 2016
Account Executive 0 Indian 1 0 1
Account Manager 0 0 Korean, 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
American Reservations
Officer American 1 0 0 1
Aquaculture
Technician Vietnamese 2 0 2
Asst. General Manager American 1 Indian 1 2
Taiwanese, Korean, Indian,
Asst. Manager Korean, 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 Specialist 0 0 Chinese 5 5
179
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
Chef, Chief Consultant, Chinese, Korean, Korean, Chinese,
Cook Indian 3 Malaysian 2 Japanese, 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
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
Specialist 0 0 Chinese 1 1
Chinese Marketing
Agent 0 0 0 0
Chinese Student
Coordinator 0 Chinese 5 0 5
Civil Works Supervisor 0 Chinese 25 Chinese 2 27
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
Consultant Korean, Indian 4 4
180
Consultant (Turbine
Generator & Steam
Boiler Installation) 0 Chinese 1 0 1
Contract Manager 0 Chinese 1 0 1
Corporate Secretary Chinese 1 0 0 1
Corporate Treasurer 0 Korean 1 0 1
Credit Investigator 0 Indian 1 0 1
Customer
Relation/Interpreter 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 Operator 0 Indian 2 0 2
Designer 0 Indian 1 Indian 1 2
Dining Consultant 0 Singaporean 1 0 1
Director of Operations British 1 1
Dive/Diving Instructor Chinese, Deutsch Taiwanese Chinese,
3 3 Taiwanese 2 8
Diving Operations
Manager 0 0 0 0
Dive Shop Sales
Manager Korean 2 0 0 2
Diveshop Coordinator Korean 2 2
Diveshop Manager Korean, German
0 2 0 2
Diveshop Supervisor Korean 1 0 Korean 1 2
Diving Manager Korean 1 0 0 1
Document Controller 0 Chinese 1 Chinese 1 2
Dredging & Piping
Specialist 0 0 Chinese 2 2
Early Childhood
Educator/Psychologist American 1 0 0 1
Earthworks Supervisor 0 Chinese 14 Chinese 7 21
Electrical & Control
Maintenance System
Analyst 0 0 Chinese 17 17
Electrical & Control
Maintenance System
Electrical Chief
Executive 0 0 Chinese 1 1
Electrical Chief
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/Researcher 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
Finance Manager Indian, Korean 2 Indian 4 Indian 1 7
Finance Officer Indian 1 Indian 3 Indian 1 5
181
Finance Supervisor 0 Chinese 1 Chinese 1 2
Flight & Ground
Instructor 0 Indian, 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, Deutsch,
Taiwanese, Swiss, Korean, Chinese, Chinese, Indian,
General Manager Chinese, Indian 11 Taiwanese, 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/Interpreter Russian
Guest Relation Officer Korean 2 2
HDPE Pipe Installation 0 Taiwanese 2 0 2
Consultant
Head Chef 0 Malaysian 1 Malaysian 1 2
Head of Secondary 0 0 American 1 1
Education
Heat Treatment 0 0 Chinese 3 3
Supervisor
Heavy Equipment 0 Chinese 4 0 4
Foreman
Heavy Equipment 0 0 Chinese 4 4
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
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 QC Chinese 3 3
Supervisor
Interpreter Korean 1 0 0 1
Interpreter/Purchaser Chinese 1 0 0 1
182
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 Marketing & 0 Korean 1 0 1
Finance Officer
Korean Marketing 0 0 0 0
Assistant
Korean Marketing 0 0 Korean 1 1
Manager
Korean Marketing 0 0 Korean 3 3
Officer
Layout Artist 0 Indian 2 Indian 1 3
Liaison Officer Chinese 1 0 0 1
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 Supervisor 0 Chinese 13 Chinese 14 27
Logistics System 0 0 Chinese 1 1
Manager Korean, 15 Indian, Korean, 8 Korean, 10 33
Singaporean, Chinese Singaporean,
Deutsch, Indian, Indian, Taiwanese
Chinese
Manager (International 0 Singaporean 1 0 1
Sales)
Manager for Korean Korean 1 0 0 1
Customer Relation
Manager/Instructor Deutsch 1 0 0 1
Managing Director 0 Korean, Indian 2 0 2
Managing Director for 0 0 Korean 1 1
Academic Affairs
Marketing Analyst for 0 0 0 0
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 Manager Korean, Indian 2 Deutsch, Korean, 5 Chinese, Korean, 7 14
Indian Indian
2 3 Indian 4 9
Marketing Officer Chinese, Korean 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
183
3 0 0 3
Office Manager Chinese, Russian
Operation & Chinese 4 0 0 4
Maintenance 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 & 0 0 Chinese 5 5
Maintenance Recording
System Analyst
Operations & 0 0 Chinese 3 3
Maintenance Cost
Control Specialist
Operations Director Singaporean 1 0 0 1
Operations Manager 7 British, Italian 2 Korean, South 5 14
Korean, South African, Deutsch
African, Canadian,
Italian, Chinese
Plumbing Specialist 0 0 Chinese 1 1

Plumbing Supervisor 0 Chinese 19 Chinese 13 32
Power Plant Boiler 0 0 Chinese 10 10
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 0 0 Chinese 1 1
Power Plant Electrical 0 Chinese 7 0 7
System Specialist
Power Plant I & C
Maintenance 0 0 Chinese 3 3
Supervisor
Power Plant
Installation 0 0 Chinese 3 3
Methodology
Management Specialist
Power Plant Operation
& Maintenance 0 0 Chinese 2 2
Manager
Power Plant Plumbing 0 0 Chinese 5 5
Power Plant Plumbing
Maintenance 0 0 Chinese 3 3
Supervisor
Power Plant Structural 0 0 Chinese 4 4
QC Maintenance
Specialist
Power Plant Turbine 0 0 Chinese 1 1
184
3 Korean 1 0 4
President Korean, 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 0 Taiwanese 1 1
Audit 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 Supervisor 0 Chinese 4 Chinese 5 9
QC Inspector 0 Chinese 9 Chinese 95 104
QC Supervisor 0 0 Chinese 1 1
QTS Tower Crane 0 Chinese 11 Chinese 3 14
Operator
Reservation Manager 0 0 Korean 1 1
Resort Manager 0 Deutsch, Korean 2 0 2
Retail Sales Person Korean 4 0 0 4

Revenue & Yield 0 Deutsch 1 0
Manager 1
Safety Supervisor 0 Chinese 4 0 4
Sales & Marketing 0 Chinese 1 0 1
Manager
Sales & Marketing Canadian 4 0 0 4
Director
Sales Executive Indian 1 0 0 1
Sales Manager Indian 1 Indian 1 Indian 4 6
Scuba Diving Chinese, Japanese 5 French, 5 Chinese 1 11
Instructor Taiwanese,
Korean, Japanese
Sea Sports Manager Korean 1 0 0 1

Sea Water Treatment 0 Chinese 1 0 1
Specialist
Senior Sales Executive Indian 1 0 0 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 Supervisor 0 Chinese 1 Chinese 1 2
Special Heavy Chinese 1 0 Chinese 1 2
Equipment
Superintendent
Special Heavy 0 0 Chinese 2 2
Equipment Supervisor
Specialist Primary 0 0 1 1
Teacher South African
Specialist Teacher 0 Deutsch 1 2 3
Deutsch, Ukranian
185
Sports Specialist Cambodian 1 Cambodian 1 2
Stockman 0 Chinese 1 0 1
Structural Maintenance 0 0 Chinese 3 3
Specialist
Structural Specialist 0 0 Chinese 1 1
Structural Specialist 0 Chinese 13 Chinese 5 18
Supervisor Korean, Indian 8 Taiwanese, Indian 16 Indian 15 39
Survey Analyst 0 Chinese 2 Chinese 3 5

Thermal Instrument 0 0 Chinese 1 1
Analyst Supervisor
TIG Welding Specialist 0 Chinese 7 Chinese 4 11
Tour Guide Russian 1 Korean 4 Korean, Chinese 13 18
Training Director Singaporean 1 0 0 1

Travel Consultant Indian 1 0 0 1
Turbine Installation 0 0 Chinese 1 1
Supervisor
Turbine Parts Asst. 0 0 Chinese 1 1
Supervisor
Turbine Pressure Parts 0 0 Chinese 4 4
Turbine Pressure Parts 0 0 Chinese 2 2
Supervisor
Turbine QC Inspector 0 0 Chinese 1 1
Turbine QC Supervisor 0 0 Chinese 1 1
Turbine Spare Parts 0 Chinese 3 3
Asst. Supervisor
Turbine Spare Parts 0 0 Chinese 8 8
Supervisor
Vice President German, British, 4 Japanese 1 0 5
American
Video Editor 0 Indian 1 0 1

Visa Assistant Indian 1 0 0 1
Warehouse Worker 0 Chinese 1 0 1
Welding Supervisor 0 Chinese 13 Chinese 10 23
Welding Works QC 0 Chinese 1 0 1
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.
Table 10. Hard-to-Fill Occupations in Major Industry Groups

INDUSTRY HARD-TO-FILL OCCUPATIONS
Heavy Equipment Operator/Mechanic, Experienced Carpenter, Skilled
Construction
Licensed Civil, Electrical & Mechanical Engineer, Plumber, Auto-CAD
Operator, Air Duct Worker, Skilled Mason, Skilled Foreman
Customer Service & Technical Support Representatives, Animator, Game
ICT-BPM
Developer
Real Estate Development Geodetic Engineer, AutoCAD Operator
Experienced Master Mechanic, Parts Salesman, Driver for Long
Automotive/Land Transportation
Haul/Trailer
Transport and Logistics Heavy Equipment Operator and Mechanic, Driver for Long Haul
186
Licensed Guidance Counselors, Experienced Teachers (for private schools)
Education
SPED Teacher, Qualified Teachers with Post-Graduate Requirement
Multilingual Service Crew, English/Korean/Chinese Proficient Front Desk
Hotels & Restaurants
Officer, English/Korean/Chinese proficient Customer Service Relations
Officer
Tourism Licensed and Multilingual Tour Guide, Multilingual Interpreter
Health & Wellness Experienced & Licensed Spa or Massage Therapist
Agribusiness & Fisheries Researchers
Engineers (Electrical & Mechanical), Carpenters, Mason, Welder,
Renewable Energy
Steelman, Heavy Equipment Operator
Cottage Industry Skilled Manager
Wholesale and Retail Accountants, Middle Managers
Manufacturing Engineer (Chemical, Electrical, Mechanical), Skilled Welder, Machinist,

Accountant, Chemist
Training doctors (for residency), Caregivers, Dietary Technician, Medical

Hospital
Technologist, Pharmacist
A. CONSTRUCTION
COURSES OF ACTIONS/
DESCRIPTION OF RECOMMENDED SOLUTION WITH
METHODS TO IMPLEMENT THE
GAP/CHALLENGE TIMELINES
RECOMMENDATION
Lack of skilled heavy TESDA to train more driver/workers to Capiz Tripartite Industrial Peace Council to
equipment operator/ operate heavy equipment as well as tackle this issue in one of its meetings with
mechanic mechanic. It should establish training the presence of TESDA Capiz. Discuss the
center in Roxas City and accredit training previous proposal of one of Capiz
institutions employers’ groups to donate a parcel of land
for this purpose.
Government should support the laboratory TESDA to provide the Regional/Provincial

and machine/equipment for trainers. TIPCs 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 Capiz State TESDA & CapSU to forge a MOA that
establishment of training University (CapSU) on the availability of would answer the issue on lack of trainers.
center in Capiz. trainers.
Overseas Employments Employers to offer competitive salary to DOLE to urge the mgt. group in the TIPC to
which offers competitive attract workers to remain and work in the come-up with a package of benefit to retain
salary country. performing & skilled workers in the industry.
Capiz TIPC to expand its membership which

should include TESDA as regular member.
187
Lack of continuity in the TESDA to offer trainings regularly on the The Council’s meeting should become an
training conducted by skills needed by the industry avenue to discuss the skills needed by the
TESDA industries.
B. ICT-BPM
COURSES OF ACTIONS/
DESCRIPTION OF RECOMMENDED SOLUTION
METHODS TO IMPLEMENT THE
GAP/CHALLENGE WITH TIMELINES
RECOMMENDATION
Poor communication skills Improve communication skills of DepEd to be tapped in the implementation
especially in English graduates esp. in English. of English Proficiency as early as in
primary education.
Intensify the use of speech lab in DepEd and HEIs should upgrade school
secondary and tertiary levels; Teachers facilities and teachers’ capability so as to
handling English subject must also be help students become English proficient.
good in English.
Impact to workers’ health DOLE to look into this in partnership Strengthen and expand the membership of
with the industry players existing ITC-BPO and review and enhance
its existing Voluntary Code of Good
Practices.
Hiring of applicants to work on Develop a curriculum fit for ICT so as CHED to look into this proposal.
night shift. to capitalize on this booming industry
For animation:
Few students are taking up Appreciation course should be offered DepEd should integrate a subject in the
animation due to lack of in elementary level elementary or secondary level that would
appreciation of arts; no open the students’ interests to arts.
succession of talents; most Establish facilities or institution that
training professionals are would dedicate only to this kind of
pirated abroad skills/talent.
For Health Care Services: Integrate international healthcare CHED and HEIs should look into the
Western Health Care processing standards in health care-related courses possibility of integrating these concerns to
not part or included in school the curriculum of health care-related
curriculum courses.
Integrate training or orientation
Lack of training or orientation specifically in financial processing on
spec. in financial processing on healthcare industry.
healthcare industry.
For IT
Upgrade IT curriculum at least every CHED should give leeway to HEIs to
IT education in the country is three years to keep up with the current develop their IT courses curriculum;
too old demand of the industry. Approval of curriculum should be at pace
with the current demand of the industry
188
Lack of company to provide Companies should allow hands-on
hands-on training to interns or training to trainees without
trainees on specific IT activities compromising security.
C. REAL ESTATE DEVELOPMENT

COURSES OF ACTIONS/
METHODS TO IMPLEMENT
THE RECOMMENDATION
Lack of school offering Geodetic HEIs in Region 6 to offer Geodetic CHED and DOLE to conduct further
Engineering in Region 6 Engineering course to address the review, in partnership with industry
need of the industry. players, if there is a need for HEIs to
Industry to offer scholarship for offer Geodetic Engineering course
GE. and campaign for the offering of the
same.
TESDA does not offer training for TESDA to offer training for
AutoCAD Operator AutoCAD Operator starting this
year
D. AUTOMOTIVE/LAND TRANSPORTATION
COURSES OF ACTIONS/
THE RECOMMENDATION
Lack of experienced master mechanic and TESDA to provide 3-6 months TESDA to enhance training
parts salesman training on motorcycle parts programs that would cater to the
familiarization (for parts salesman) needs of this sector.
and training on motorcycle repair
this 2016.
E. TRANSPORT AND LOGISTICS

COURSES OF ACTIONS/
THE RECOMMENDATION
Lack of driver for long haul, and heavy TESDA to offer training for these Furnish TESDA with a copy of this
equipment operator and mechanic. skills starting this year. result to its reference.
F. HOTELS & RESTAURANTS

COURSES OF ACTIONS/
THE RECOMMENDATION
Basic requirement of the industry is not yet Education inst. to come up with DepEd and CHED should enjoin
met i.e. English/Chinese/Korean English Proficiency program and schools in developing English
proficient workers include in the curriculum; proficiency of students by
Strengthen the basic foundation of intensifying the use of speech
students. laboratories in schools and by using
the language as medium of
DoT to come up with training instruction in secondary & tertiary
program for Chinese/Korean levels.
languages.
189
Some companies no longer employ regular DOLE to look into this DOLE to encourage or regulate the
workers but engaged the services of OJT. companies for better training of OJT.
Lack of monitoring on the part of the OJT supervisor should monitor on CHED should enjoin education
schools to keep track the progress of their a weekly basis the progress of their institutions to adopt the DOLE-
OJTs. trainees and collaborate with the CHED-TESDA OJT Manual.
company in assigning the trainees
in diff. departments so as to expose
them in various tasks.
Lack of managerial skills among the Business management skills should CHED & HEIs to study the
workers be included in the curriculum of possibility of integrating the skills in
business-related courses. the curriculum.
Lack of exposure of HRM teachers in the Industry immersion for HRM CHED to require HEIs to include
actual workplace setting teachers industry immersion for HRM
teachers and compel schools offering
HRM to complete the tools and
equipment being used by students in
such course.
Charging of OJT fees Schools should meet with hotel HEIs or any school organizations
owners on OJT fees. should meet with industry players
and appeal for the removal of OJT
fees being charged to the trainees.
Some schools send their OJTs to other OJT should only be undertaken Education ITC in Capiz to tackle this
cities/provinces or regions to undergo OJT within the city/province where the issue as well as the recommended
school is located so as to address solution in one of its meetings.
the need of the industry in that
province.
G. TOURISM
COURSES OF ACTIONS/
THE RECOMMENDATION
LGUs have no focal person to handle Tourism focal person should not DOT to indorse these
tourism; If there is one, s/he lacks focus handle any other programs. recommendations to LGUs and
due to several programs being handled. discuss solutions in addressing the
gaps.
Lack of marketing/promotion of tourism LGU to come up with flyers & LGU to seek the assistance of DOT
sites. other promotional materials. in the design/production of
promotional materials of tourism
sites.
190
H. HEALTH & WELLNESS
COURSES OF ACTIONS/
THE RECOMMENDATION
Non-regulation of Freelance Therapist DOH to establish database on non- DOH should link LGUs to get the
regulated therapist & provide data and provide community-based
community-based trainings and trainings, in collaboration latter to
orientation for them. upgrade the skills of freelance
therapists.
Lack of Licensed Massage Therapist (once Incorporate in the TESDA training TESDA to link with DOH the
the moratorium of DOH will be lifted) the DOH concerns. possibility of incorporating its
concerns in the TESDA training.
Lack of knowledge on the human anatomy Therapist must undergo training on DOH to link with salons and spas to
and different skills. Human Anatomy to get a require Therapist to undergo training
Certificate of Registration from on Human Anatomy from accredited
accredited schools; NC provides schools.
only skills which is offered by
TESDA.
Lack of training doctors (for residency); Provide higher compensation for DOH to link with the association of
training doctors. hospitals to address the issue.
No school in Capiz offering BS Nutrition, Urge schools in Capiz to offer these CHED to link with HEIs in Capiz to
Medical Technology & Pharmacy. courses starting AY 2017-2018 urge them to open these courses
starting AY 2017-2018 so as to
address the skills shortage in that
province.
I. AGRIBUSINESS & FISHERIES

RECOMMENDED COURSES OF ACTIONS/
DESCRIPTION OF
SOLUTION WITH METHODS TO IMPLEMENT
GAP/CHALLENGE
TIMELINES THE RECOMMENDATION
Lack of appreciation on the course being an Change people mindset by DA, BFAR and other government
aquamarine-based country. intensifying promotion on agri-
agencies should help in the massive
fishery-related courses among HS
promotion through quad media
students & parents. including appreciation of courses on
agriculture and fisheries by
Lack of takers for scholarship on Make the courses more attractive by presenting the growing opportunities
agribusiness courses. showing the profitability of the of this industry.
industry.
Insufficient support of the government in Govt. should have a concrete program DA & BFAR to provide more support
agri-fisheries industry that would provide necessary support to the industry and to link with LGUs
to farmers and regulate land in regulating land use.
conversion.
Dropping out of scholars Review reasons on dropping out rate CHED to link with HEIs and review
on agri-related courses. the reasons of drop-outs.
To consider agriculturist as critical

skill
191
To encourage owners to open their DOT to intensify campaign on agri-
farms for tourism activities to help tourism with farm owners.
raise awareness among the young
people.
J. WHOLESALE AND RETAIL

COURSES OF ACTIONS/
THE RECOMMENDATION
Local businesses are being used as training Send personnel to undergo training Regional/Provincial TIPCs to
grounds for the accountants and middle with service contract as part of the discuss this issue in one of its
managers company policy. Hone the skills of meetings
next in rank.
K. EDUCATION
COURSES OF ACTIONS/
THE RECOMMENDATION
Inadequate skilled teachers in private Private schools to offer scholarship Education ITCs in Region 6 to tackle
schools; they prefer government position. with 5-year service contract. this issue in one of its meetings.
Inadequate licensed Guidance Counselor; Schools to implement the CHED to urge schools to implement
Low salary of RGC (Upgrading of GC upgrading of GC position. the upgraded GC position. In
position not implemented) partnership with DepEd, intensify
promotion for more takers of SPED
Low number of graduates of SPED Encourage takers by presenting the by presenting opportunities &
teachers; lack of item for SPED teacher. demand offering scholarship.
L. COTTAGE
COURSES OF ACTIONS/
THE RECOMMENDATION
Lack of product marketing Enhance marketing by improving DOST to conduct training on
the packaging packaging; DOT to include this
industry as tourism destination
M. MANUFACTURING
COURSES OF ACTIONS/
THE RECOMMENDATION
High cost of power and inadequate supply Lobby for congressional LGU-Province & employers’ group
of good quality water intervention i.e. more players or to link with the Congressional
convert existing once into District Offices to address the issue.
cooperative
DTI to link with members of the
LGU business regulation should be LGUs to check their existing League of Municipalities in the
investor-friendly. regulations Phils., Region 6 chapters on this
matter.
192
N. HOSPITAL
COURSES OF ACTIONS/
THE RECOMMENDATION
Lack of training doctors (for residency) Give higher compensation and DOH to link with the association of
benefits to training doctors hospitals to address the issue.
No school in Capiz offering BS Dietary & Urge schools in Capiz to offer these CHED to link with HEIs in Capiz to
Nutrition, Medical Technology & courses starting AY 2017-2018 urge them to open these courses
Pharmacy. 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
RECOMMENDED ACTIONS/
DESCRIPTION OF GAP/
THEMATIC AREA SOLUTIONS WITH METHODS TO
CHALLENGE
TIMELINES IMPLEMENT THE
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 starting in
Intensify the use of speech primary education.
lab in secondary and
tertiary levels starting this
AY 2017-2018;
For animation:
Few students are taking up CHED to develop a DepEd and HEIs should
animation due to lack of curriculum fit for ICT upgrade school facilities
appreciation of arts; no starting 2018-2019 so as to and teachers’ capability.
succession of talents; most capitalize on this booming CHED to look into this
training professionals are pirated industry proposal.
abroad
Basic and Higher Education
Appreciation course DepEd should integrate a
should be offered in subject in the elementary
elementary level starting or secondary level that
this AY 2017-2018 would open the students’
interests to arts.
Establish facilities or
institution that would
dedicate only to this kind
of skills/talent.
For Health Care Services.
Western Health Care processing Integrate international CHED and HEIs should
not part or included in school healthcare standards in look into the possibility of
curriculum integrating these concerns
193
health care-related courses to the curriculum of health
starting AY 2018-2019 care-related courses.
Lack of training or orientation Integrate training or

spec. in financial processing on orientation specifically in
healthcare industry. financial processing on
healthcare industry.
For IT
IT education in the country is too Upgrade IT curriculum at DOLE to furnish CHED a

old least every three years to final copy of this Jobsfit
keep up with the current Result for its
demand of the industry. consideration.
CHED should give leeway
to HEIs to develop their
IT courses curriculum;
Approval of curriculum
should be at pace with the
current demand of the
industry
Lack of school offering Geodetic HEIs to offer Geodetic CHED and DOLE to
Engineering in Region 6 Engineering course to conduct further review, in
address the need of the partnership with industry
industry. players, if there is a need
for HEIs to offer Geodetic
Engineering course and
Basic requirement of the CHED & HEIs to study campaign for the offering
industry is not yet met i.e. the possibility of of the same.
English/Chinese/Korean integrating the skills in the
proficient workers curriculum starting AY
2018-2019.
Lack of managerial skills among Business management

the workers skills should be included
in the curriculum of
business-related courses
starting AY 2018-2019.
Lack of exposure of HRM Industry immersion for CHED to require HEIs to

teachers in the actual workplace HRM teachers include industry
setting immersion for HRM
teachers and compel
schools offering HRM to
complete the tools and
equipment being used by
students in such course.
No school in Capiz offering BS Urge schools in Capiz to CHED to link with HEIs
Nutrition, Medical Technology offer these courses starting in Capiz to urge them to
& Pharmacy. AY 2017-2018 open these courses starting
194
AY 2018-2019 so as to
address the skills shortage
in that province.
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 should help in the massive
courses among HS promotion through quad
students & parents. media including
appreciation of courses on
Review reasons on agriculture and fisheries
Scholars dropping out. dropping out rate on agri- by presenting the growing
related courses; and Govt. opportunities of this
to consider licensed industry; and , CHED to
agriculturist as critical link with HEIs and review
skill. the reasons of drop-outs.
Insufficient support of the Govt. should have a DA & BFAR to provide

government in agri-fisheries concrete program that more support to the
industry would provide necessary industry and to link with
support to farmers and LGUs in regulating land
regulate land conversion. use.
To encourage owners to
open their farms for DOT to intensify
tourism activities starting campaign on agri-tourism
this year to help raise with farm owners.
awareness among the
young people.
Inadequate takers for scholarship Enjoin career guidance CHED, DepEd and DOLE
on agribusiness & fisheries. counselors and advocates to meet and discuss this
to intensify the conduct of problem.
Few students are taking up advocacy and make these
animation due to lack of courses more attractive by
appreciation of arts. showing the profitability
Career Guidance Advocacy
of the industry;
Link with network of

guidance
counselors/advocates
regarding this issue.
Inadequate skilled heavy TESDA should establish Capiz Tripartite Industrial
equipment operator/ mechanic. training center in Roxas Peace Council to expand
City and accredit training its membership to include
institutions. TESDA as regular
member and to include in
its agenda the following
Technical Vocational
issues:
Education and Training
Lack of trainers hinder the TESDA/Accredited Ø Establishment of
establishment of training center training institution to link training center in Roxas
in Capiz. with the industry on the City;
possibility of leasing the
195
machine/equipment for the Ø Employers’ group to
training. donate a parcel of land
for this purpose;
Lack of training for AutoCAD TESDA to coordinate with Ø TESDA & CapSU to
Operator Capiz State University forge a MOA that would
(CapSU) on the answer the issue on lack
availability of trainers. of trainers.
Inadequate experienced master TESDA to provide 3-6 TESDA to provide the

mechanic and parts salesman months training on Regional/Provincial TIPCs
motorcycle parts with database of skilled
familiarization (for parts manpower available in the
salesman) and training on province.
motorcycle repair this
2016.
Few Licensed Massage Incorporate in the TESDA TESDA to link with DOH
Therapist. training the DOH the possibility of
concerns. incorporating its concerns
in the TESDA training.
TESDA representative
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.
Lack of knowledge on the Therapist must undergo DOH should link with
human anatomy and different training on Human salons 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 company to provide Companies should allow CHED and DOLE to
hands-on training to interns or hands-on training to conduct further review, in
trainees on specific IT activities trainees without partnership with industry
compromising security. players, if there is a need
for HEIs to offer Geodetic
Engineering course and
On-the- Job Training
campaign for the offering
of the same.
Some companies no longer DOLE to look into this CHED should enjoin
employ regular workers but education institutions to
engaged the services of OJT. adopt the DOLE-CHED-
TESDA OJT Manual.
196
Inadequate monitoring on the OJT supervisor should DOLE to encourage or
part of the schools to keep track monitor on a weekly basis regulate the companies for
the progress of their OJTs. the progress of their better training of OJT.
trainees and collaborate
with the company in CHED & HEIs to study
assigning the trainees in the possibility of
diff. departments so as to integrating the skills in the
expose them in various curriculum.
tasks.
Charging of OJT fees. Schools should meet with Education Industry

hotel owners on OJT fees Tripartite Council in Capiz
HEIs or any school to tackle this issue as well
organizations should meet as the recommended
with industry players and solution in one of its
appeal for the removal of meetings.
OJT fees being charged to
the trainees.
Some schools sending their OJTs OJT should only be

to other city/province or region undertaken within the
to undergo OJT. city/province where the
school is located so as to
address the issue.
Lack of appreciation of Improve dissemination of DOLE-BLE to come up
Agriculture and fishery courses information by presenting with flyers on the priority
as well as farming the growing opportunities. industries for
Labor Market Information dissemination to guidance
Few students are taking up counselors & career
animation due to lack of advocates for use in their
appreciation of arts career guidance activities.
Overseas Employments offers DOLE to urge the mgt. Furnish the
competitive salary. group in the TIPC to Regional/Provincial TIPC
Most training professionals are come-up with a package of of the final Jobsfit report
Overseas Employment
pirated abroad. benefit to retain and to include this issue in
performing & skilled one of their agenda.
workers in the industry.
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
Regional/Local Economic the issue.
Development LGU business regulation should LGUs to check their DTI to link with members
be investor-friendly. existing regulations of the League of
Municipalities in the
Phils., Region 6 Chapters
on this matter.
Inadequate skilled teachers in Private schools to offer
private schools; they prefer scholarship with 5-year
Industry Demands and Hiring government position service contract
Practices Inadequate licensed Guidance Schools to implement the
Counselor; Low salary of RGC upgrading of GC position.
197
(Upgrading of GC position not
implemented)
Low number of graduates of Encourage takers by

SPED teachers; lack of item for presenting the demand
SPED teacher
Inadequate product marketing Enhance marketing by

improving the packaging
Basic requirement of the DoT to come up with

industry is not yet met i.e. training program for
English/Chinese/Korean Chinese/Korean starting
proficient workers for workers in this 2017.
tourism industry, specifically in
hotels & restaurants DepEd and CHED should
enjoin schools in
developing English
proficiency of students by
intensifying the use of
speech laboratories in
schools and by using the
language as medium of
instruction in secondary &
tertiary levels.
5. DESCRIPTION OF PROGRESS
To ensure that all the actions/methods to implement the recommendations will be fulfilled, 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.
198
REGION VII
CENTRAL VISAYAS
199
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, Telephone Operator, (2013) to 4.5% (2017).
Plumber, Welders, Grinders, and Fitters
200
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 the
AGRICULTURE, HUNTING, country to a "green economy" which is sustainable, ecology-
FORESTRY, AND FISHING 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
25.23% providing incentives. The data shows the industries in areas

which are geared towards managing and addressing the
Agriculture and Forestry 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
201
1. CONSULTATION RESPONDENTS
Figure 1. Profile of Consultation Respondents by Major Industry Sectors
The data collection for DOLE Region 7’s
JOBSFIT 2022 Consultation has been RESPONDENTS
implemented through online and onsite
modalities. Prior to the onsite Construction
2%
consultation, target companies from 2%
7%
various industries has been sent a Food Manufacturing
questionnaire derived from the 7%
guidelines sent by DOLE Central Office Garments
7%
(Manila). Manufacturing
2%
2%
Healthcare
Responses are gathered via e-mail. At the 2%
same time, an onsite consultation session 69%
Hospitality
was conducted last June 6, 2017 at the
Cebu Business Hotel which was
Information Technology
participated by 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 BK3 Construction
COMPANIES WHO RESPONDED TO THE
Magic Island Dive Resort BKJ Enterprises Map Electrical & Marine
ONLINE AND ONSITE SURVEY
Panglao Regents Park Resort Brilliant Metal Craft and Services
Sarrosa International Hotel Machine Design MAS Mechanical Works
CONSTRUCTION Vest Grand Suites BSF Engineering and Supplies Milan Ventures Marine
Aboitiz Construction International Cleat Builder and Marine Srvc Services
Apple One Properties Inc INFORMATION TECHNOLOGY Confidence Marine Industry Mt. Manungal Steelfab Inc.
Balamban Construction and Marine Karikawa Cebu Corporation 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.
A. LABOR MARKET INDICATORS

Table 1 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.
202
Table 1. Regional Labor Market Indicators
INDICATOR 2011 2012 2013 2014 2015 2016
Household population 15 years old & over 4,679 4,788 4,886 4,978 5,074 5,075
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)
B. DEMAND
1. IN-DEMAND OCCUPATIONS (2013-2022)
Table 2 lists the in-demand occupations for the major industry sectors from 2013 to 2022. 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 reported
from 2013-2016 (See Appendix A for the full list of the report on In-Demand Skills). Table 3 lists the projected in-demand
occupations by 2022 for the major industry sectors by 2022.
Table 2. In-Demand Occupations. Region VII:2013-2016
INDUSTRY IN-DEMAND OCCUPATIONS
Construction Laborers, Helpers, Welders, Fitters
Food Manufacturing Skilled Workers, Sales Agent
Healthcare Nurse, Pharmacist, Radio Tech., Resident Doctors
Hospitality Housekeeping, Receptionist, Waiter, Front Desk Officer
Information Technology Software Developer
Manpower Utility Personnel, Ground Maintenance, Field Engineer
Metal Manufacturing Driver/Messenger
Shipbuilding Welders, Field Engineers, Grinders
Table 3. Projected In-Demand Occupations. Region VII:2022

Construction Laborers, Helpers, Welders, Fitters
Food Manufacturing Skilled Workers, Sales Agent
Hospitality Housekeeping, Receptionist, Waiter
Information Technology Software Developer
Manpower Utility Personnel, Ground Maintenance, Field Engineer
Metal Manufacturing Driver/Messenger
Shipbuilding Welders, Field Engineers, Grinders
2. HARD TO FILL OCCUPATIONS

Table 4 shows the list of 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: (1) job applicants are not qualified and/or (2) 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).
203
Table 4. Hard-to-Fill Occupations identified during the Regional Consultations
Construction Foreman, Asphalt Distributor, Mechanic
Food Manufacturing Skilled Workers, Manager, Executive
Hospitality Kitchen Staff
Information Technology Japanese Speaker
Manpower Driver/Messenger, Ground Maintenance
Metal Manufacturing Electrical Engineer
Shipbuilding Welders, Fitter, Grinders
Healthcare Pharmacist, Radio Technician, 2D Echo Technician
3. DIMINISHING JOBS
Table 5 shows the list of diminishing jobs or occupations that have largest decline in employment from 2000 to 2016. One
of the primary sources of items on the list are job displacement reports submitted by establishments (See Appendix C for
the full list of the report on diminishing jobs).
Table 5. Diminishing Jobs. Region VII: 2000-2016

Construction Office Clerk, Crane Operator, Carpenter
Healthcare Nurse, Medical Technologist
Hospitality Accounting, Laundry, Dive Guide
Shipbuilding Welder, Fitter, Grinder
C. SUPPLY
1. INFLOW OF FOREIGN WORKERS
Table 6 shows occupations that require skills of foreign nationals. It includes the occupation, nationality of the foreign
worker and the number of job positions occupied.
Table 6. Number of Alien Employment Permit (AEP) Issued to Foreign Nationals. Region VII: 2013-2016
2013 2014 2015 2016

NATIONALITY
NO. % NO. % NO. % NO. %
American 39 4.14 32 3.4 68 6.53 42 2.25
Argentinian 1 0.11 0 0 1 0.1 0 0
Australian 14 1.49 28 2.98 26 2.5 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 2 0.11
Belgian 2 0.21 1 0.11 5 0.48 2 0.11
Brazilian 0 0 0 0 2 0.19 0 0
British 22 2.34 26 2.77 17 1.63 39 2.09
Bulgarian 1 0.11 0 0 2 0.19 0 0
Cameroonian 1 0.11 4 0.43 0 0 0 0
Canadian 4 0.42 10 1.06 12 1.15 13 0.7
Chilean 0 0 0 0 1 0.1 0 0
Chinese 75 7.96 79 8.4 78 7.49 142 7.61
Citizen of
0 0 1 0.11 0 0 0 0
Mauritius
Colombian 1 0.11 2 0.21 0 0 1 0.05
Costa Rican 1 0.11 0 0 0 0 0 0
Cuban 2 0.21 0 0 0 0 0 0
Czech 0 0 0 0 1 0.1 2 0.11
204
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 0.1 0 0
Española 0 0 0 0 1 0.1 0 0
Ethiopian 0 0 0 0 1 0.1 0 0
Fijian 0 0 1 0.11 0 0 0 0
Finnish 7 0.74 0 0 1 0.1 3 0.16
French 15 1.59 16 1.7 28 2.69 32 1.71
Fujian 1 0.11 0 0 0 0 0 0
Gabonese 1 0.11 0 0 0 0 0 0
German 8 0.85 5 0.53 16 1.54 13 0.7
Ghanaian 0 0 0 0 0 0 1 0.05
Guatemalan 0 0 0 0 0 0 1 0.05
Greek 0 0 0 0 2 0.19 0 0
Haitian 0 0 0 0 5 0.48 0 0
Honduran 0 0 0 0 0 0 1 0.05
Hong Kong
1 0.11 0 0 1 0.1 0 0
Chinese
Indian 44 4.67 63 6.7 47 4.51 122 6.54
Indonesian 5 0.53 0 0 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 0.1 2 0.11
Israeli 0 0 1 0.11 0 0 10 0.54
Italian 12 1.27 10 1.06 14 1.34 12 0.64
Ivoirian 3 0.32 0 0 0 0 0 0
Japanese 251 26.65 272 28.94 352 33.78 562 30.12
Kazakhstan 0 0 0 0 0 0 1 0.05
Kenyan 1 0.11 1 0.11 1 0.1 0 0
Korean 291 30.89 251 26.7 244 23.42 592 31.73
Latvian 1 0.11 0 0 0 0 1 0.05
Lebanese 0 0 0 0 0 0 2 0.11
Liechtenstein 0 0 1 0.11 0 0 1 0.05
Luxembourgish 0 0 1 0.11 0 0 0 0
Malaysian 15 1.59 4 0.43 4 0.38 9 0.48
Mauritian 1 0.11 0 0 0 0 0 0
Mexican 1 0.11 1 0.11 1 0.1 2 0.11
Moldovan 0 0 0 0 2 0.19 0 0
Moroccan 0 0 1 0.11 0 0 0 0
Myanmar 0 0 0 0 1 0.1 0 0
Nederlandse 0 0 0 0 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 0 0 2 0.11
Norwegian 2 0.21 2 0.21 1 0.1 5 0.27
Pakistani 7 0.74 18 1.91 7 0.67 29 1.55
Paraguayan 0 0 0 0 0 0 5 0.27
Polish 0 0 0 0 0 0 1 0.05
Portuguese 1 0.11 0 0 1 0.1 2 0.11
Romanian 1 0.11 1 0.11 0 0 2 0.11
Russian 9 0.96 7 0.74 2 0.19 3 0.16
Serbian 0 0 0 0 0 0 1 0.05
Singaporean 0 0 0 0 3 0.29 8 0.43
Slovakian 0 0 0 0 0 0 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 0.7
Sri Lankan 1 0.11 1 0.11 5 0.48 3 0.16
Sudanese 1 0.11 0 0 0 0 0 0
Suomi Finland 0 0 0 0 1 0.1 1 0.05
Swedish 2 0.21 6 0.64 0 0 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
205
Thai 1 0.11 8 0.85 3 0.29 9 0.48
Turkish 0 0 0 0 1 0.1 2 0.11
Ugandan 0 0 0 0 0 0 1 0.05
Ukrainian 1 0.11 1 0.11 0 0 0 0
Uzbekistan 1 0.11 0 0 0 0 0 0
Venezuelan 1 0.11 0 0 0 0 0 0
Vietnamese 3 0.32 1 0.11 8 0.77 17 0.91
2. TOP OCCUPATIONS FILLED-UP BY FOREIGN WORKERS

Table 7 shows the top occupations to which foreign workers are employed to in Region 7 from 2013 to 2016.
Table 7. List of Top Occupations Filled-Up by Foreign Workers. Region VII: 2013-2016
RANK 2013 2014 2015 2016
1 Manager (65) General Manager (62) General Manager (74) Dive Instructor (95)
2 General Manager (56) Manager (55) President (63) General Manager (94)
3 Tour Coordinator (49) President (44) Manager (48) Manager (93)
Operations
4 President (36) Director (29) Operations Manager (48)
Manager (35)
Marketing Manager, Tour
5 Dive Instructor (29) Tour Coordinator (34) Marketing Manager (25)
Guide (42)
Consultant,
6 Technical Adviser (24) Dive Instructor (23) Technical Adviser (40)
Dive Instructor (23)
Consultant, Operations
Manager, Production
7 Marketing Manager (22) Operations Manager (18) Assistant Manager (39)
General Manager, Vice
President (18)
Sales Manager, Vice Director, Vice President
8 Marketing Manager (16) Director (20)
President (16) (37)
Assistant General
Supervisor, Vice President
9 Director (15) Manager, Technical President (31)
(15)
Adviser, Tour Guide (9)
Foreign Language
Customer Service Agent
10 Support, Sales Technical Adviser (10) Consultant (14)
(30)
Representative (14)
3. LIFE SKILLS /SOFT SKILLS (SOUGHT FOR)

Table 8 ranks the most in-demand or sought skills by 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 workplaces. (See Appendix G for the full report on Life Skills / Soft
Skills (Sought)).
206
Table 8. List of Life Skills/Soft Skills Identified by Employers. Region VII: 2017
INFORMATION TECH
GARMENTS MFG
CONSTRUCTION
SHIIPBUILDING
HEALTHCARE
HOSPITALITY
METAL MFG
MANPOWER
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
Stress Tolerance EI EI VI VI VI EI I EI VI LEGEND:
Social Perceptiveness VI VI VI VI VI VI I VI VI
Self-Motivation EI VI EI VI EI EI I EI EI 4.2 – 5.0 : Extremely Important (EI)
Problem Sensitivity EI VI EI EI VI VI I VI VI 3.4 – 4.1 : Very Important (VI)
Planning and Organizing EI EI EI EI VI EI LI VI VI 2.6 – 3.3 : Important (I)
1.8 – 2.5 : Limited Importance (LI)
Multitasking EI VI EI VI EI EI LI EI VI
1.0 – 1.7 : No Importance (NI)
Math Functional VI I VI I VI I LI VI I
Innovation VI VI EI I VI EI LI VI VI
English Functional I VI EI I VI I NI VI I
English Comprehension VI VI EI VI VI VI LI VI I
Decision Making EI EI EI VI VI EI LI EI VI
Critical Thinking EI EI EI EI VI EI LI EI VI
Creative Problem Solving EI VI EI VI VI EI I EI VI
A. DEMAND
1. EMERGING OCCUPATIONS
Table 9 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).
Table 8. List of Emerging Occupations. Region VII: 2013-2016
INDUSTRY 2013 2014 2015 2016
Batching Plant Engineers HR Manager Equipment Monitoring
Operators Welders HR Training Officer Officer
Equipment Rental Welders HR Compensation /
Operator Benefits Officer
Heavy Equipment Welders
CONSTRUCTION
Operator
HR Specialist
Motor pool Managers
Warehouse Manager
Welders
FOOD * * * Executive Positions
MANUFACTURING
207
Pharmacist Medical Technologist HR Officer Billing Officer
Pollution Control Midwives Maintenance Engineer Cashier
Personnel Nurses Midwives Internal Auditor
Radiological Pharmacist Nurses Pharmacist
Technologist Resident Physicians Nursing Attendant
Renewable Energy
Services Consultant
Solar Technologies
HEALTHCARE Sales Representative
and Consultant
Sustainable Designer
and Architect for
Green Building
Waste and Recycling
Personnel
Water Purification
Station Personnel
INFORMATION * Business Development * *
TECHNOLOGY Officer
Aircon Technicians Aircon Technicians Aircon Technician Agriculturist / Farmer
Crane Operator Carpenter Electrical Engineer Aircon Technician
Drivers Cooperative Staff Electricians Banker
Electricians Crane Operator Fairness Construction Chemist
Fairness Electrician Field Engineer Crane Operator
Field Engineer Fairness Fitter Driver
Fitter Field Engineer Fixer Electrician
Fixer Fitter Grinder Fairness
Grinder Fixer Helper Field Engineer
Machine Operator Grinder Leadman Fitter
SHIPBUILDING
Mechanic Helper Machine Operator Food Attendants
Monitoring Officer Machine Operator Mechanics Foreman
Painter Nihonggo Teacher Monitoring Officer Furnish
Pipe Fitter Painter Painter Grinder
Pipe Welder Pipe Fitter Pipe Fitter Helper
Rigger Pipe Welder Pipe Welders Insulator
Safety Inspector Safety Inspector Printing Layouter
Safety Officer Safety Officer Safety Inspector Leadman
Ship Related Jobs Sprayman Safety Officer Machine Operator
Sprayman Supervisor Skills Trainor Machinery Works
2. LIFE SKILLS/SOFT SKILLS APTITUDE

Per assessment of applicants, Table 9 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)
Table 9. Life Skills/Soft Skills Aptitude
INFORMATION TECH
LEGEND:
CONSTRUCTION
SHIIPBUILDING
HEALTHCARE
HOSPITALITY
METAL MFG
MANPOWER
FOOD MFG
4.2 – 5.0 : Excellent (E)

3.4 – 4.1 : Good (G)
INDUSTRY
2.6 – 3.3 : Adequate (A)
1.8 – 2.5 : Poor (P)
1.0 – 1.7 : Very Poor (VP)
Work Ethics G A A E E G E G
208
Team Work E A A E E G A G
Stress Tolerance G A A G E A G G
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 Organizing E P P G E P A G
Multitasking E A A E E P G G
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 Comprehension A A A E G A G A
Decision Making E P P G E P G G
Critical Thinking G P P G E A A G
Creative Problem Solving G P P E E P A G
3. 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.
Table 10. Green Jobs and Particular Skills Requirement in Major Industry Sectors
INDUSTRY TYPE OF GREEN JOBS SKILLS REQUIREMENT
Gardeners (Supervisor) *
Landscaper *
Pollution Control Officer Knows Environmental Philippine Laws
Renewable Energy Services Consultant *
Healthcare
Solar Technician *
Sustainable Designer and Architect *
Waste Collection, Segregation, Recycle Understand Waste Segregation and
Personnel Knows Environmental Laws
Hospitality Public Area Attendant Gardening, Waste Segregation
Coastal Cleaner *
Ship Building Environmental Staff *
Pollution Control Officer *
4. NEW OCCUPATIONS AND FUTURE JOBS
Table 11 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)
Table 11. New/Future Jobs and Particular Skills Required in Major Industry Sectors
NEW SKILLS SKILLS
INDUSTRY FUTURE JOBS
OCCUPATIONS REQUIRED REQUIRED
Air-Conditioning Technical Electrician
Technician Experience Housekeeping Required TESDA
CONSTRUCTION
Electrical Engineers Relevant Course Plumber Skills
Experience Carpenter
209
Equipment Operators Heavy Equipment
Operation
Executive Managers Creativity, Problem * *
FOOD Solving,
MANUFACTURING Communication and
Data Analysis Skills
Head Ancillary * Hemo Onco Nurse *
Services Hemo Dialysis Nurse
HEALTHCARE
Hemo Dialysis Nurse Training and dialysis Peritorial Dialysis
Nurse
Telephone Operator Excellent Dive Guide Dive Master Skills
HOSPITALITY Communication
Skills
MANPOWER Plumber Plumbing * *
Welders Welding Electrician Master License
Grinders Grinding Skills
SHIPBUILDING
Fitters Fitting Machine Operator Machine Operation
Experience
A. 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.
GAPS AND COURSE OF

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

K to 12 Program DOH Approved
WELLNESS Higher Education Requirements
210
Overseas Fast turn-over and
Immediate Replacement *
Employment Resignation
Regional / Local
Hiring in Government uniformity of Salaries and
Economic DOLE Intervention
Hospital Benefits
Development
Surplus of HRM Strict Hiring Selection Soft Skills and
Applicants Process Technical Training
Encouragement to attend
Basic Education and Lack of Opportunities Trainings /
External
Higher Education for External Trainings workshops continued
HOSPITALITY Trainings/Learning
to develop craft/skill education
Activities
Technical Skills * *
Career Guidance Need to work with the to tie up with the
Soft Skills
Advocacy attendance academe
Items with (*) are without entry
THEMATIC COURSE OF
INDUSTRY GAPS AND CHALLENGES RECOMMENDATIONS
AREA ACTION
Shipbuilding / Ship Repair Provide Course Create Curriculum
Basic Engineers
Education * Basic Education *
and Higher * at least high school *
Education graduate
Lack of Basic Education ALS / Ladderized System *
Lack of Market Information Provide Market *
Information through Social
Media
Financial Education for Company will conduct Company will create a
Welders financial education. program to manage the
Career financial aspect of our
Guidance employee's families
Advocacy Applicants must be encouraged All workers high school *
to be trained as a more level must be enhanced to
challenge. go ALS school.
SHIPBUILDING
Unaware of job applied Orientation of jobs being Based on demand job
performed in industry and willingness to be
trained
CO2 Welding Provide CO2 Welding Provide CO22 Welding
Courses at TESDA Instructors
Lack of Training and Seminars TESDA-certified training *
and seminars
Knowledge acquired in Applicant must undergo Duration of training
Technical
TESDA is not adequate training at THI to know the from 2-3 months
Vocational
basic welding and fitting depending upon the
Education
procedures applicable in performance
and Training
ship building
Must have the NC license * *
Worker has the technical skills Workers must have basic Must pass K to 12
but can’t interpret plans education (HS) or at least before TESDA
pass ALS Certification is issued.
211
Drawing schematics. TESDA * *
programs must be in line with
available local industries
Possible job experience On-the-job training related Send to THI TC training
to work center
Not confident Needs to educate Trainings and seminars
Worker has the technical skills Worker must be high Must pass K12 before
but can’t interpret plans like school grad or ALS passer TESDA Cert is issued
drawing/schematics
Items with (*) are without entry.
THEMATIC GAPS AND

INDUSTRY RECOMMENDATIONS COURSE OF ACTION
AREA CHALLENGES
No access to social media Disseminate info to referral *
* We have to hire and train Hire and train
more because we cannot
force the worker to stay if
Labor Market
they have already the
Information
knowledge regarding the
works
Lack of information and Tie-up with DOLE or LGU Send communication
updates PESO Officer constant visit
Salary Problem Better Salary Incentives
Overseas * Give them additional Additional benefits,
Employment benefits, allow them to go sending workers
abroad overseas
Adjust salary across the *
Regional / board
Local * Keep updated with NEDS Attend Meetings /
Economic /CPAAC Seminars
Development Need for seminars for Quarterly trainings and Attend courses for
improving company services seminars trainings
Need manpower recruitment Must be a TESDA-certified *
SHIPBUILDING
institution
Job Posting: a smaller Coordinate with agencies No hesitation of hiring,
number of people know job posting and sites mass 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
Industry
workers to stay
Demands and
* Give them additional Additional benefits,
Hiring
benefits sending workers
Practices
overseas
Outdated hiring policies, lack Review and update with Activate PBNMPC
of information dissemination existing hiring policies website
about hiring
Applicants do not have Set specific educational Encourage furthering of
adequate educational attainment learning
attainment
Hiring only through word of Create a website for job Create a website
mouth posting
Items with (*) are without entry.
212
B. NON-SKILLS RELATED ISSUES
The table below shows the non-skills related issues and challenges that employers encountered. The data were taken from
the feedback and insights from the labor groups that were present during the consultation workshop and participants of the
JobsFit survey.
INDUSTRY AREA GAP RECOMMENDATION
Lack of a salary bracket to
Industrial and Sectoral ensure that employees / Setting an accepted, efficient,
Policies workers are compensated fair, salary bracket system
COSTRUCTION fairly
Lack of a standard system to Establishment of an ISO-
Occupational Safety and
address OHS needs of approved OHS system to be
Health Policies
company / projects implemented in project areas
Macroeconomic and Growth Dependent on the economic Need to market the local at
Policies situation lower prices
Fair Rate between public and
Labor Market Policies Working hours
private
HOSPITALITY
Occupational Safety and Need to strengthen strict
Management Budget
Health Policies implementation
Assurance from government
Social Protection Policies Security measures
of stable economy
DOLE Intervention
Occupational Safety and Less support from top Safety Officer has
HEALTH AND WELLNESS
Health Policies management coordination with top
management
To improve technology
High cost on internet
Industrial and Sectoral infrastructures. Offer more
IT connection usage and
Policies competitive services to IT
connectivity
locations and investors
Restrictive employment
*
protection for workers
Required Needs seminars
Thorough investigation
Macroeconomic and Growth should be done prior to
Policies DOLE NLRC’s policies are automatically requesting both
very pro-workers parties which are expensive
SHIPBUILDING
considering that we have to
hire lawyers
No existing policy Formulate policy
Processing and Releasing
One-stop shop
Industrial and Sectoral duration
Policies Align DBNMPC policies to
Review existing policies
principal policies

Motivation and Incentives to Security of tenure
seek employment
Non-Awareness of Emerging Educate workers for better
SHIPBUILDING Labor Market Policies Labor Policies understanding through
seminars and meetings
After having an experience Offer a high salary for them to
regarding works the stay
213
employee will transfer to
other company that offers
high salary or apply abroad
No existing policies Update existing policies
Poor competency of labor Always conduct training
skills monthly
DOLE NLRC’s policies are Thorough investigation
very pro-workers should be done prior to
automatically requesting both
parties which are expensive
considering that we have to
hire lawyers
Occupational Safety All in THI
Awareness on safety and Needs more discussion and
health policies implementation orientation
Lack of legislation Enact laws relating to OCC
safety
Occurrence of accidents Always provide PPT to
while inside company employees to avoid accidents.
premises Safety practices should be
Occupational Safety and
well-trained
Health Policies
Physical incapacity Appropriate area assignment
Outdated existing policies Update existing policies
Violators of policies Strengthen toolbox and
inform employees the
importance of those policies
Lack of safety officer Train and attend safety
trainings
Job-hazard analysis Proper implementation

Lack of information/dissemination of More seminars regarding safety rules and
safety rules regulations
Due to the importance of meeting Will strongly implement the safety and
schedules & demands sometimes safety health policies through our safety officers
on job procedure were not provided
Job schedules are too compressed that Production staff and safety men must
safety is not anymore observed coordinate because mass production
cannot guarantee safety of workers.
Unawareness of health hazards Orientation and discussion of safety and
possibilities in the industry health program
Occupational
Skilled or equipped individually to Need to undergo trainings and seminars
SHIPBUILDING Safety and Health
handle the job
Policies
Must be following the rule and policy
of the company
Equipped to handle any safety situation Improved / follow safety rules of company
Upon entry, should have basic medical For non-medical allied applicants,
background trainings should be done, should have
certificate
Expired equipment Change and check equipment from time to
time
Unexpected Accidents Occurred Hire Safety officers to secure worker’s
safety
214
Lack of information/dissemination of More seminars regarding safety rules and
safety rules regulations
No Social Insurance Scheme Protection of workers from catastrophic
expense
Non-Implementation of policies Implementation of policies
Social Protection Sexual harassment, HIV/Sex Proper implementation
Policies 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
C. 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 Elementary Without experience to TESDA NC Skills, Less
Graduate 5-year experience PRC License supervision, Plan
Reading, Critical
Thinking, Maturity,
Team Player
Problem Solving,
Analytical,
FOOD At least Vocational Without experience to
TESDA NC Communication,
MANUFACTURING Graduate 2-year experience
People Savvy, Market
Scanning
GRAMENTS At least High school Basic Sewer
Without experience *
MANUFACTURING Graduate
At least College At least 1 year *
HEALTHCARE PRC License
Graduate experience
At least High school Without experience to *
HOSPITALITY *
Graduate 2-year experience
Programming
INFORMATION At least College JLPT Certificate (for
Without experience Language, Fluency in
TECHNOLOGY Graduate Japanese Speakers)
Japanese Speaking
Skills-related (Driving,
At least High school With or without TESDA NC,
MANPOWER Repair,
Graduate experience License
Troubleshooting)
METAL At least High school Knowledgeable and
Without experience PRC License
MANUFACTURING Graduate Skillful
Relevant Skills
Related, Computer
TEDA NC
At least Elementary Without experience to Literate, trainable,
SHIP BUILDING PRC License
Graduate 10-year experience Read Engineering
NK License
Plans, Hardworking,
Motivated
*No information indicated as per submitted reports.
215
D. WAY OF SOURCING APPLICANTS
The table below shows the ways employers posted about the jobs and fill-up the vacancies in their respective company.
WAYS PERCENTAGE NUMBER
Walk-In 29.32% 1214
Employee referral 21.11% 874
Word of Mouth (through friends or
19.29% 799
relatives)
On-the-job trainees 9.59% 397
Jobstreet 7.75% 321
Posting in School/ Company Bulletin
2.39% 99
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
PhilJobNet 0.24% 10
Head hunters / Private Recruitment
0.12% 5
Agencies
APPENDIX A
FULL REPORT ON IN-DEMAND SKILLS
AVERAGE NUMBER EXPECTED NUMBER

OCCUPATION OF DEMAND OF VACANCIES
(2013-2016) (2022)
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
216
Welders 330 472
Welders 15 30
Sales Agent 10 5
Skilled Workers 40 40
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
217
Mason 30 50
Mechanics 81 54
Officer Clerks 9 10
Painter / Sprayman 20 22
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
Wirebrusher 185 47
APPENDIX B
FULL REPORT ON HARD TO FILL OCCUPATIONS
INDUSTRY OCCUPATION NUMBER
Asphalt Distributor Operators 10
Crane operators 5
Engineer 1
Foreman 30
Machinist 1
Construction Mechanics 10
Millwright 4
Plant Managers 3
Prime Mover / Self Loader Drivers 2
Project In-Charge 2
Road Grader Operators 10
Executive Level 4
Food Manufacturing Management Level 16
Skilled Workers 40
2D Echo Technician 3
Dietician 1
Medical Physicist 1
Healthcare
Midwife 1
Nurse 1
Nutritionist 3
218
Occupational Safety and Health 3
Officer
Pharmacist 5
Radiological Technologist 5
Accountant 1
Cook 1
Dietitian 1
Dive Master 1
Driver 1
Hospitality
HR Officer 1
Kitchen Staff 2
Maintenance 1
Pharmacist 1
RAC 1
IT Japanese Speaker 30
Driver/Messenger 2
Manpower Ground Maintenance 2
Utility Personnel 1
Metal Manufacturing Electrical Engineer 1
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
Shipbuilding
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
219
APPENDIX C
FULL REPORT ON DIMINISHING JOBS

Crane Operator 16
Construction Office Clerk 24
Carpenters 5
Nurses 1
Healthcare
Medical Technologist 1
Accounting 1
Hospitality Laundry 1
Dive Guide 1
Carpenter 20
Crane Operator 5
Cutters 8
Fitter 126
Fixer 35
Foreman 3
Grinder 69
Layouter 5
Shipbuilding
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
adequate skill in related

PRC for engineers field
Admin /Staff 105 M or F HS / College at least 1 year NC II is works with less
preferable supervision
Construction productive/efficient
Aircon Technician 5 M HS
220
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
at least 1 year
Electrical Engineers M or F College Graduate PRC license
experience
HS / College / With
Fitters 233 M or F Fitting
Undergrad Experience
with at least 5
Masonry, Carpentry,
Foreman 10 Any Elementary years n/a
Scaffolding, etc.
experience
HS / College /
Grinder 62 M or F No Experience Grinding
Undergrad
license code 1-8 Heavy equipment

at least 1 year
Heavy Equipment for heavy operation
215 M or F at least elem grad relevant
Operators equipment TESDA National
experience
operators Competency is preferable
Elementary / high
Helpers 496 M or F No Experience None
school
at least 1 year
Mechanical Engineers M or F College Graduate PRC license
experience
Knows how to work in a
at least 6
TESDA NC II team
Non-Skilled Workers 50 M at least elem grad months to 1
Preferable Relevant training in
year
relation to skill
no. of years of
Plumber 3 M HS
experience
Knows how to work in a
at least 6
TESDA NC II team
Skilled Workers 160 M at least elem grad months to 1
Preferable Relevant training in
year
relation to skill
at least 1 year
license code 1-4 TESDA National
Support Vehicle Drivers 70 M or F at least elem grad relevant
for drivers Competency is preferable
experience
HS / College / With
Welders 315 M or F Welding
Undergrad Experience
Problem Solving,
HS Vocational without NC II is an
Skilled Workers 40 Any Analytical,
Graduate experience advantage
communications skills
Food Manufacturing
Communications skills,
people savvy, data
Sales Agent 10 Any College Graduate 2 years
collection, market
scanning
Garments Industry Sewers 20 Female Highschool No need not applicable basic sewery
Nurses College Graduate Licensed
1 year
Pharmacist Any Licensed
experience
Pharmacist College Graduate Licensed
Healthcare 1 year
Rad Tech Any Licensed
experience
Rad Tech College Graduate Licensed
Resident Physicians
2 M or F Licensed
(Surgery)
221
Menu Preparation, Highly
Cook 2 M or F College with NC 2 6 months Skilled in international
cooking
Driver
Food and Beverage College Grad or with or without
1 Any communication skills
Personnel Undergrad experience
Good communication and

Front desk Officer 1 F College Graduate with experience
math skills
Basic Housekeeping
Housekeeper 1 M/F College / Associate
standards / Hotel Basics
Hospitality
Housekeeping 2 M or F High school with NC2 6 months Laundry / Housekeeping
with or without
Housekeeping Personnel HS . College Grad
experience
Maintenance 2 M College Level 1 to 2 years Electrical / Sound Mixing
RAC 2 M College Level 1 to 2 years Air Conditioning NC2

Outstanding Customer
Receptionist 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
JLPT Certificates,
With or Without Diploma, TOR, Fluent / Excellent in
Japanese Speaker 13 M or F College Graduate
Experience COE in working Japanese Language
IT abroad
Software Developer 20 M or F College Graduate Fresh Grad Diploma TOR Programming Language
Driver/Messenger 2 M HS Grad Experience Licensed driving
Electronic Technician 1 M College/TESDA Experience Licensed TESDA Repair/Troubleshooting
Manpower Ground Maintenance 11 M HS Grad Experience

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
Accountants M/F College Grad board passer attend trainings/seminars
Commerce/Acctng 2 years
Accounting Staff 3
Grad experience
Admin Staff 5 M and F College Graduate atleast 1 year Licensed Computer Literate
HS Grad or College no or up to 1
Admin Staff 5 M/F
Level year experience
TESDA
Carpenter 20 Male HS Grad 1 year experience
accredited
10 years up
Shipbuilding Carpenter 29 Male High School Grad
experience
at least 1 year
Crane Operator Male Licensed
experience
Crane Operator 2 Female HS Grad
2 years
Draftsman 2 Engineering Grad
experience
1 year know how to fabricate air

Ductman 10 M HS
experience ducting and install
5 years up
Electrician 2 Male BSIT NC2 NC II
experience
222
1 year
Electrician 10 M College Level N/C II certified
experience
Engineer 3 M College Graduate At least 1 year Licensed
with or without
Engineer 10 M College Grad Fresh Grad computer literate
license
Engineers M College Grad Board Passer attend 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
fresh grad is
College (Engineering
Field Engineer 3 Male highly Licensed high average, trainable
Grad)
recommended
With or Without High Average
Field Engineer M/F College Grad Licensed
Experience Competencies
1 year
Fiitter M Highschool NC license
experience
Fitter 50 M HS 3years
with or without
Fitter 8 M HS Grad
experience
Fitter 10 Male HS Grad 2-3 years NC II
1 year
Fitter 50 M HS licensed A3E fitting
experience
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
1 year
Fitter 35 M High School Grad Licensed N/C certified
experience
Fitter 10 M Vocational 6 months N/C II certified
3 years
Fitter 45 M High School Level skilled N/C II certified
experience
1 year
Fitter 53 M High School Level Licensed
experience
Passed THI
no experience
Fitters 30 M Highschool Graduate contractors
needed
training
at least 3
with TESDA
Fitters 40 M/F at least HS graduate months fitting
certification
experienced
TESDA
Fitters 4 Male High School Grad Licensed
Certificate
one year hardworking, motivated

Fitters Male High School Grad
experience and willing to learn
with N/C
Fitters 140 M High School Level N/C certified
license
with or without
Fixer 6 M HS Grad
experience
at least 3
with TESDA
Fixer 2 M/F at least HS graduate months fixing
certification
experienced
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
223
HS Grad or College 3 years
Foreman per department 5 Male
Level experience
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
with N/C
Grinder 250 M Elementary Grad N/C certified
license
Grinder M Elementary Grad no experience
Grinder 10 M/F High School Grad
4 years
Grinder 50 M College Level skilled N/C II certified
experience
Grinder 27 M High School Level
Grinder 30 M HS no experience NA Grinding
Grinder Operations M Highschool no experience
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
2 years
IT-Technician 2 M/F IT-Graduate
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
1 year
Mechanic 15 M College Level N/C II certified
experience
4 year course or 2 year
Office Staff/Encoder 5 fresh graduate
graduate
Highschool and at least 1 year National
Painters
College Level experience Certification
TESDA
Painters 50 Male HS Grad 1 year experience
accredited
at least 3
Pipe Fitter 23 M/F at least HS graduate months 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
1 year
Sand Blaster 10 M HS
experience
Sandblasters 5 Male HS Grad no experience
Scaffolder M Elementary Grad no experience
224
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
1 year
Welder M Highschool NK License
experience
Welder 5 M/F HS Grad 2-3 years NC II
Welder 70 M At least TESDA grad
graduate
3 years with TESDA
Welder 30 M Highschool Graduate NK License
experience certification
at least 3
with TESDA
Welder 88 M/F at least HS graduate months Welding
certification
experienced
3 years
Welder M HS skilled
experience
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
1 year
Welder 32 M High School Grad Licensed N/C certified
experience
1 year
Welder 10 M High School Level N/C II certified
experience
4 years
Welder 70 M/F College Level skilled N/C II certified
experience
1 year
Welder 63 M/F High School Level Licensed
experience
Fresh Grad with TESDA welder
Welder 5 M HS
from TESDA certificate
At least high school
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
1 year
Welders 100 Male HS licensed A3Z welding
experience
TESDA
Welders 5 Male High School Grad Licensed
Certificate
with N/C
Welders 200 M/F High School Level N/C certified
license
Wire brusher 20 M HS
225
Wire Brusher Male High School Grad
APPENDIX E
FULL REPORT ON NEW OCCUPATION AND FUTURE JOBS
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
Plumbing 2 Relevant course experience
Security 1 Relevant course experience
4 MBA, Creativity Problem Solving, Technical Skills,
Executive Positions
Communication Skills, Data Analysis
Head Ancillary Services 1
Hemodialysis Nurse 8 Training on Dialysis
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 AutoCAD
Consultant 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
226
Field Supervisor Knows how to deal with individuals
Fitters 40 Fitter
Fitters 10 At least high school graduate
Fitters 10 Licensed
Fitters 20 With license
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
Mechanical Engineer 2
Painters 8 Knowledge in painting machine 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
maintenance
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 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 NC licensed or have a higher license
Welders Licensed/Experienced
INDUSTRY NEW OCCUPATION NO. SKILLS REQUIREMENT
Relevant Course Experience

AC Technicians 10 TESDA Skills
Analytical Competency
Construction
Carpenters 15 TESDA Skills
227
Electricians 20 TESDA Skills
Engineer 6 Survey Estimates / Design
Equipment Operator 10 Heavy Equipment Operator
Fitter 10 NK Licensed
Fitter High School Graduate
Relevant Course experience
Gardeners 10 TESDA Skills
Helper Elem /Highschool Graduate
Housekeeping 20
HR Staff 3 TESDA Skills
Plumbers 15 TESDA Skills
Welder NK License / TESDA / Certificate
Hemo/Oncology Nurse 8
Healthcare Hemodialysis Nurse 8
Peritoneal Dialysis Nurse 8
Hospitality Dive Guide 1 Dive Master License

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 Skills

Shipbuilding
Engineering works 3
Engineers 2 Planning skills
Engineers Licensed/Experienced
Farmer 10 Farming
With experience, works with less supervision,
Field in Charge 1
analytical thinker
Fitters 40
Fitters 10 At least high school graduate
228
Fitters 15 Licensed
Foreman/supervisor 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 Operator 4 NK Licensed
Machinist 2
Machinist 2
Main Engine And
10 Technician
Auxiliary
Naval Architects College Grad
Naval Architects Licensed/Experienced
Operator 10 Forklift Operator
Other Marine Services 2 Licensed
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
Batching Plant Engineer HR Manager Equipment Monitoring Officer
Operators
Construction Equipment Rental Welders HR Training HR Compensation / Benefits Officer
Operator Officer
229
Heavy Equipment Welders Welders
Operator
HR Specialist
Motor Pool
Managers
Warehouse
Manager
Welders
Food * * * Executive Positions
Manufacturing
Pharmacist Medical HR Officer Billing Officer
Technologist
Pollution Control Midwives Maintenance Cashier
Personnel Engineer
Radiological Nurses Midwives Internal Auditor
Technologist
Renewable Energy Pharmacist Nurses Pharmacist
Services Consultant
Solar Technologies Resident Nursing
Sales Physicians Attendant
Healthcare Representative And
Consultant
Sustainable
Designer And
Architect For Green
Building
Waste And
Recycling
Personnel
Water Purification
Station Personnel
* Business * *
IT Development
Aircon Technicians Aircon Aircon Agriculturist /Farmer
Technicians Technicians
Crane Operator Carpenter Electrical Agriculturist/Farmer
Engineer
Drivers Cooperative Staff Electricians Aircon Technicians
Electricians Crane Operator Fairness Banker
Encoder Crane Operators Field Engineer Construction Chemist (Build Farm to
Shipbuilding Market Road)
Fairness Electrician Fitter Crane Operator
Field Engineer Electricians Fitter Drivers
Fitter Fairness Fitters Drivers
Fitters Field Engineer Fixer Electrician
Fitters Fitter Grinder Electricians
Fitters Fitter Grinder Fairness
Fitters Fitter Grinder Fairness
230
Fixer Fitters Grinder Operator Field Engineer
Grinder Fixer Helper Field Engineer

Grinder Grinder Leadman Fitter
Grinder Operator Grinder Machine Fitter
Operators
Helper Grinder Operator Mechanics Fitter
Machine Operators Helper Monitoring Fitter
Officer
Machinery Operator Machine Painter Fitter
Operators
Mechanics Mechanical Pipe Fitters Fitter
Fitters
Monitoring Officer Mechanics Pipe Welders Fitter
Painter Monitoring Printing Fitters
Officer
Pipe Fitters Nihonggo Safety Inspectors Fixer
Teacher
Pipe Welders Painter Safety Officers Food Attendants
Riggers Pipe Fitters Safety Officer Foreman
Safety Inspectors Pipe Welders Skills Trainor Foreman
Safety Officers Safety Inspectors Sprayman Furnish
Safety Officer Safety Officers Supervisors Grinder
Ship Related Jobs Safety Officer Touch-Upper Grinder
Sprayman Sprayman Utility Officer Grinder
Supervisors Supervisors Welder Grinder
Touch Upper Utility Officer Welder Grinder Operator
Utilities Welder Welder Grinder Operator
Utility Officer Welder Welder Fitter Helper
Welder Welders Welders Insulator
Welder Welders Welders Lay-Outer
Welders Wire Brushers Leadman
Welders Machine Operators
Welders Machinery Works
Welders Mechanic
Workers Mechanics
Cooperative
Mechanics
Monitoring Officer
Pipe Fitters
Pipe Welders
Piping Works
Printing
Q.C.
231
Rigger
Safety Inspectors
Safety Inspectors
Safety Officers
Safety Officers
Safety Officer
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
232
REGION VIII
EASTERN VISAYAS
233
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, Software 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
234
(2013) to 4.4% (2017).
EASTERN VISAYAS REGIONAL LABOR MARKET SITUATIONER
REGION VIII - EASTERN VISAYAS
EMPLOYMENT
SHARE (2016)
POTENTIAL INVESTMENTS
The region has identified potential investments in certain

industries that are expected to generate employment.
FORESTRY, AND FISHING The following are the list of industries with their respective
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
235
This section contains the following: (1) Population growth and the age and sex structure of the population; (2) GDP and
GDP growth rate by sector; (3) Labor Force Participation, and (4) Employment and unemployment by sex, age groups,
educational level, and status.
The following questions were also addressed by this section:
• 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?
• 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?
236
Figure 1. Age and Sex Composition of the Total Population and the Labor Force
Figure 1. Sector Distribution of GDP and Employment
INDICATOR 2011 2012 2013 2014 2015 2016

Working Age Population, 15+years (000) 2,777 2,942 2,997 1,709 2,422 3,059
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
237
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
2. DESK REVIEW SUMMARY
A. DEMAND
1. In-Demand Skills and Hard-To-Fill Occupations

Table 2. List of In-Demand Skills and Hard-to-Fill Occupations
HARD-TO-FILL INDUSTRY
IN-DEMAND SKILLS INDUSTRY
OCCUPATIONS
Pulp Moll
Licensed Teachers Education Chemical Engineer (Manufacturing)
Teachers Preferably with Pulp Moll

Master’s Degree (Senior Education Civil Engineer (Manufacturing)
High)
Pulp Moll
Driver Transport Certified Public Accountant (Manufacturing)
Teller/Customer Service I.T.
Transport I.T. Developer
Representative
Welder Manufacturing Chemical Engr. Pulp Moll
Electrician Manufacturing Civil Engr. Pulp Moll

Mechanic Manufacturing CPA Pulp Moll
Call Center Agent BPO STEFTI
Hotelier Hotels STEFTI
Must have Beauty

Nurses Hospitals Salon and Spa
Must have Beauty

Front Desk Hotels Salon and Spa
Must have Beauty

Housekeeping Hotels Salon and Spa
Food and Beverage The Oriental Leyte

Hotels IT Developer
Service/Production
Spa Services Hotels Accountants The Oriental Leyte
Medical Technologist Hospitals The Oriental Leyte
Radiologist Technicians Hospitals The Oriental Leyte
238
Dieticians Hospitals Grand Tours
Pharmacists Hospitals Grand Tours
Welders
Electrician
Mechanic
Licensed Teachers Education
Teachers Preferably w/
Master’s Degree (Senior Education
High School)
Hairdresser Salon
Massage Therapist Spa
Nail Tech Salon
Call center agent BPO
Hotelier Hospitality
Teacher Education
Nurses Medical
Driver Transport
Teller Transport
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 came 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 were also identified.
2. Diminishing Jobs
Table 3. List of Diminishing Jobs in Major Industry Sectors
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
239
8 Micro-banking Associate Financial & Insurance Activities
9 Mechanic Manufacturing
10 Program Manager (INGOs/NGOs) Others
Source: Job Displacement Reports (2012-2016)
A. DEMAND
Table 4. Average Employment Growth Rates in Major Industry Sectors. Region VIII: 2013-2015
AVERAGE EMPLOYMENT
INDUSTRY GROWTH RATE
(2013-2015)
Agriculture, Forestry and Fishing 0.2
Mining and Quarrying 25.0
Manufacturing 6.0
Electricity, Gas, Steam and Air Conditioning Supply 0.5
Water Supply, Sewerage, Waste Management and
19.0
Construction 27.1
Wholesale and Retail Trade 9.3
Transportation and Storage 9.6
Accommodation and Food Service Activities 2.4
Information and Communication 22.0
Finance and Insurance Activities 6.8
Real Estate Activities 6.7
Professional, Scientific and Technical Activities 17.0
Administrative and Support Service Activities 27.7
Public Administration and Defense; Compulsory Social
9.4
Security
Education 2.9
Human Health and Social Work Activities 3.4
Arts, Entertainment and Recreation 23.3
Other Service Activities 17.2
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).
2. Emerging Industries
Table 5. List of Emerging Industries. Region VIII
EMERGING INDUSTRIES
1 Wholesale and Retail Trade, Repair of Motor Vehicles and Motorcycles - 13,802
240
2 Manufacturing - 3,971
3 Accommodation and Food Service Activities - 3,150
4 Cacao Processing (Agribusiness)
5 Coffee (Agribusiness)
6 Jackfruit (Agribusiness)
7 Banana (Agribusiness)
8 Pineapple (Agribusiness)
9 Abaca (Agribusiness)
Source: PSA, DTI, Private Sector (2013-2016)
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.
Table 6. List of Life Skills and Soft Skills. Region VIII
NOT IMPORTANT
IMPORTANCE
EXTREMELY
IMPORTANT
IMPORTANT
IMPORTANT
LIMITED
TOTAL
VERY
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
Innovation 3 5 1 1
English Functional 4 1 1
English Comprehension 5 3 2
Decision Making 7 3
Critical Thinking 6 4
Creative Problem Solving 6 2 2
4. Potential Investments in Industries

Table 7. List of Potential Investments in Major Industries. Region VIII
EXPECTED EXPECTED
POTENTIAL
INDUSTRY OCCUPATIONS NUMBER OF
INVESTMENT
NEEDED VACANCIES
Agriculture, Forestry and Fishing
Manufacturing Wearables & Homestyle 1,845 1,845
Processed Food
392 392
Agri-business (Coco Coir)
241
799 799
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 Retail Trade 10,825 10,825
Transportation and Storage Transportation and Storage
5,163 5,163
Accommodation and Food Service Accommodation and Food 457
457
Activities Service Activities
Finance and Insurance Activities
Real Estate Activities
Professional, Scientific and Technical
Activities
Administrative and Support Service
Activities
Public Administration and Defense;
Education
Human Health and Social Work
Activities
Arts, Entertainment and Recreation
Other Service Activities
Source: DTI (2016-2022)
5. New Occupations
Table 8. List of New Occupations and Corresponding Skills Requirements in Major Industry Sectors. Region VIII
Information Technologist/Technicians Telecommunication Computer 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
Communicate effectively and confidently
Master Plumber Construction
Can handle and use power tools
Knows how to design objects using
AutoCAD Operator Construction
AutoCAD/NCII
242
Complex problem solving, good reading
Aircraft Mechanic Aviation
comprehensive speaking
Information Technology/Technician Telecommunication Computer Literate/Engineering IT Experts
Troubleshooting, Project Mgt., Planning, &
Information Technology Manufacturing
Org. Skills
Chefs, cooks, butlers Hotel & Restaurant Creative business minded
Communicates effectively & Confidently
Master plumber, Auto-CAD Operator Construction
handles and use protocols
Complex problem-solving skills, good
Aircraft Mechanic Aviation
reading comprehensive and speaking
Effective Communication Skills, attention
Call Center Agent BPO to detail, flexibility, calmness under
pressure
Committed to service, organized, flexible,
Hotelier Hospitality NCII, knowledge of safety/Hygiene,
Interpersonal Skills
Source: Training Institutions, Private Recruitment Agencies, Job Boards, Private Sector (2013-2016)
6. Future Jobs
Table 9. List of Future Jobs and Corresponding Skills Requirements in Major Industry Sectors. Region VIII
Electronic Communication Communication IT Experts
Computer Engineer/Electronics
Computer Related Jobs Transportation
communication Engineer
Should have NCII
Strong Communication Skills
Licensed Practical and Vocational Medical/Hospital
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
Mathematics
Robotics Information Technology
Good Communication
Technological Designing
Complex Problem Solving
Flight Engineer Aviation Good speaking, reading, way adhesive
Computer Programmer Info. Tech. Critical thinking
Web Developers Info. Tech. Great skills at coding, great with Photoshop
Hard & soft skills interpersonal & true
Agriculturist Agribusiness
management
Electronics Communication Communication IT Experts
Computer Engineer Electronics
Computer Related Jobs Transportation
Communication Engineer
Flight Engineer Aviation Good speaking, reading comprehensive
Computer Programmer Info. Technology Critical thinking (logical reasoning)
Web Developer Info. Technology Great skills at coding, great w/ Photoshop
243
Hard & soft skills, interpersonal & time
Agriculturist Agribusiness
management
Should have NCII, Strong communication
Licensed Practical and Vocational
Medical skills, Active listening, Calling in
nurses
Prescriptions, CPR
Analytical, Business intelligence, cloud
Software systems developer IT computing, communication skills, operating
system skills, critical thinking, flexibility
Programming Mindset, systems thinking,
mathematics, good communication,
Robotics IT
technological designing, complex problem
solving
Source: Training Institutions, Private Recruitment Agencies, Job Boards, Private Sector
B. SUPPLY
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 succeeding tables for this section includes projected population
grouped by sex, age bracket and highest educational attainment.
Table 10. Projected Population by Age Group, Sex and Five-Calendar Year Interval
and Province (Medium Assumption). Region VIII: 2010-2045
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
244
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
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

Table 11. Projected Number of Potential Workers with Required Education and Skills
Technical Vocational Education and 300,000

TESDA 219,091
Training (TVET) Graduates
Higher Education Institutions (HEIs)
CHED
Graduates by Discipline
Registered Professionals PRC 4,167,410
Senior High School (SHS) Graduates by
DepEd
Tracks
245
This section discusses the existing potential gaps/challenges that confront the priority and emerging industries insofar as
meeting/matching the supply and demand for labor is concerned. Correspondingly, this section also enumerates the
recommendations provided by the stakeholders taking into consideration the availability of resources and the
accountabilities attached with the recommendations. Recommendations that would require policy/program interventions
at the national level (or inter-regional level) are also indicated as such so that accountabilities at different levels are
identified for proper monitoring of actions and progress. At the same time, this section indicates the courses of actions and
methods that must be put in place (per recommendation) in implementing the identified solutions.
Table 12. Labor Market Issues and Challenges

COURSES OF
RECOMMENDED
DESCRIPTION OF ACTIONS/METHODS TO
THEMATIC AREA SOLUTIONS WITH
GAP/CHALLENGE IMPLEMENT THE
TIMELINES
RECOMMENDATION
Lack of knowledge on proper work Good quality of education Implement the right work
ethics, ethics among professionals
Not paying attention to details, within institutions & allied
Basic and Higher ignorance comes first before practitioners on the field
Education knowing, K to 12
• Lack of Training
• Growing pressures to decline
source of income
No Funds available Seminars/Training Free Registration
• Needs Proper training for positive • Conduct training • Implement training activities
values within the local workforce to help understand results of
Career Guidance
• Lack of awareness driving positivity &
Advocacy productivity in daily
activities
• Training every year
Financial Lack of communication Training Scholarships

Technical Vocational skills & confidence to practice in • Comprehensive manpower • Training to learn in speaking
Education and the field of study & reading everyday
Training • Deficiencies of many teacher in • Labor Market Information
their own specialist areas
Limited Job Seekers & Employees Focus on the job on hand and
• Lack of proper guidance among the provide their own training. mistakes must be corrected at
regular job workers on how things once
On-the- Job Training should have been done • Company must design for
• Dif. Between Knowledge & Skills good training
• Skill set
1. Labor Market • Overworked and overpaid Create market – based Must have proper training of
Information incentive system labor code & labor rights.
246
• No compensation • Invest in skills
• No occupational safety for workers • Establish accurate labor
resulting to low productivity market information System
• Public awareness of the Importance
of Labor
• Best skilled workers must share More companies stable • Sharing of job expertise
2. Overseas Employment best practices in the country • More stable job in our
• Salaries country
• Low pay range Region of industrial decline.• Explain the qualifications for
• Development gap between certain pay range
3. Regional/local countries & region. • In depth understanding to
economic development workforce engagement
• Set standard bet. Economic
development.
4. Industry Demands and Different Ideas about work life Soft skills as Strong communication and
Hiring Practices balance. communication- leadership. problem-solving skills.
Single market and productive base. Promote a free flow of goods Enable a more efficient
5. ASEAN Economic and services. driven of labor & allocation
Community 2015 of resource in the region.
247
REGION IX
ZAMBOANGA
PENINSULA
248
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 and 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).
249
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 Brunei, Indonesia, Malaysia,

Philippines and Timor Leste – East Asian Grown Area (BIMP-
AGRICULTURE, HUNTING, EAGA) and other neighboring countries, it has to forecast the
FORESTRY, AND FISHING 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 Integration.
6.49%
Fishing
INDUSTRY
5.97%
Construction
0.19%
Water, Electricity
and Gas Supply Disruptive technologies are new discoveries that will impact on
the way economic production is undertaken. This include
0.32% computer advancement, artificial intelligence and Nano
Mining and technologies, among others.
Quarrying
Climate change refers to changes in the atmosphere and
4.68% physical environment of the earth, to which economic
Manufacturing production will have to adapt.
Asian integration is the movement towards an interface and

SERVICES
collaborative economies with the Asia.
With the presence of these trends, potential investments will rise

6.23% Transport and Storage that will generate employment in the region.
0.84% Activities

Wholesale & Retail
Motor Vehicles
Compulsory Social
Security
250
1. INTRODUCTION
A. THE NATIONAL DIRECTION: AMBISYON NATIN 204012

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.13
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.
12
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.
13
Population Census 2015
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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-Roxas Manukan 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. THE PROJECT JOBSFIT

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.” It is a documentation report, enumerating the summary and
recommendations of the study, which 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 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.
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D. 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 other government
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 demand and supply 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 analysis of the supply was made.
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 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 Table 1 below.
Table 1: Regional Economic Development Agenda Viz. Human Resource Demands and Gaps (as of May 30, 2017)
PRIORITY ECONOMIC VOLUME OF
IDENTIFIED HUMAN HUMAN RESOURCE SUPPLY ISSUES
DEVELOPMENT HR DEMAND
RESOURCE DEMANDS AND GAPS
AGENDA GAPS*
Promoting greater processing Technical Specialists: Technical Specialists:

of agricultural raw products, • Agriculturists • Marine Biologists: alignment of curriculum • Low
such as coconut, processed
• Marine Biologists content to functional food research and
fish, mango, rubber, development and commercial
seaweeds, abaca, banana, • Marine Product
cultivation/production
cassava and calamansi, shift Technologists
• Marine Product Technologists: alignment
to higher value crops, and
of curriculum content with industry need, • Low
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AGENDA GAPS*
development of agri-based • Organic Farming with emphasis on product commercial

industries thru the network of Technologists development and enhanced processing.
agri-processing centers and • Organic Farming Technologists: low
growth corridors in the Blue Collar Jobs: number of technologists and extension
region. • Moderate
works; inclusion of organic agriculture in
• Skilled Farmers the education curriculum of TechVoc and
• Skilled Fish Processing colleges.
Workers
Blue Collar Jobs:
• Skilled Farmers who are updated with

current farming technologies
• Skilled Fish Processing Workers: low • High
number of workers who are trained in fish
handling
• Moderate
Expanding agri-fishing output Technical Specialists: Technical Specialists:

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

• Skilled Fish Processing Workers: low • High
number of workers who are trained in fish
product production
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AGENDA GAPS*
Shifting land use and Technical Specialists: Technical Specialists:

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

current farming technologies • High
Judicious exploitation of Technical Specialists: Technical Specialists:
mineral resources guided by
Minahang Bayan, Mineral • Mining Engineers • Mining Engineers: There are few mining • Low
Action Plan, and Philippine • Environmental Engineers engineers in the region
Mining Act. • Environmental Engineers: None. Most of
• Community Development
the environmental engineers in the region • Low
Specialists
specializes in sanitation and not in area
Blue Collar Jobs: development and engineering
• Community Development Specialists: CD
• Skilled Miners graduates and practitioners need to be
trained in community development work • Low
involving the development of mining
communities
Blue Collar Jobs:
• Skilled Miners: small-scale miners/miners • Moderate

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

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

guides in the region
• Events Managers
• Events Managers need to be trained in
events management catering to tourism • Low
promotion.
Promoting more vigorously Technical Specialists: Technical Specialists:
the Zambo Ecozone in
Zamboanga City, the • Social Marketing • Social Marketing Specialists: There is • Low
Provincial Agri-Industrial Specialists scarcity of this HR in the region.
Centers in the three • Economic Investment • Economic Investment Specialists: There is • Low
provinces, and strengthening Specialists scarcity of this HR in the region.
the 17 Integrated
• Economic Development • Economic Development Zone Managers: • Low
Development Areas or IDAs
Zone Managers There is scarcity of this HR in the region.
across the region.
• Investment Relations • Investment Relations Officer: There is
Officer scarcity of this HR in the region. • Low
Distributing and developing Technical Specialists: Technical Specialists:

the remaining CARP lands to
tenant farmers estimated at • Development Facilitators • Agriculture Extensionists: Relative to the • Moderate
about 3,400 hectares or 90.0 • Agriculture Extensionists vast agricultural resource and industry, the
percent of undistributed lands number of agriculture extension workers
to free productivity are lacking.
constraints in agriculture and
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AGENDA GAPS*
enhance poverty reduction Blue Collar: Blue Collar:

efforts in the countryside.
• Skilled farmers • Skilled farmers: who are updated with • High
Legend:
Low: Less than 300 posts needed
Moderate: 300 to 2,000 posts needed
High: More than 2,000 posts needed
B. JOB ANALYSIS VIZ. THE REGIONAL AND SUBREGIONAL 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 • Aircraft and airport maintenance
• Tours and travel managers and worker
officers • Police and armed force personnel
• Restaurant waiters and Hotel • Event Organizers and Entertainers
workers • 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.

• Tours and travel managers and officers
• Restaurant waiters and Hotel workers
• Aircraft and airport maintenance worker
• Police and armed force personnel
• Event Managers and Entertainers
c) Dipolog and Dapitan Cities comprise the tourist belt of the region. 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
257
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.

• Tours and travel managers and officers
• Police and armed force personnel
• 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 region14

• Rubber plantation workers
• Agriculture plantation workers
14
Regional Development Plan, NEDA-IX
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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 industries are present, there is a need to improve the skills and capacities
of the available labor for these industries.
Table 2 presents the NEDA-identified current industries and the corresponding human resource requirements.
Table 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 production) Fishpond workers
Calamansi Skilled plantation workers
Abaca Skilled plantation workers
• Sales
Retail
• Security
• Waiters
Hotel and Restaurants
• Hotel staff and crew
Service Sector
• Education
Teachers
• Health
Medical Professionals
• Hotel, Restaurant and Tourism HRM and Tourism Professionals
• Social Services Social Workers
• Carpentry
• Plumbing
• Electrician
Urban Housing, Household and Dwelling Needs
• Laundry
• Cooking
• Janitorial
Source: NEDA-IX
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, emerging industries include (1) hogs and poultry and (2) mango
plantations.
259
In the Industrial Sector, the emerging industries are mining, renewable energy and shipbuilding. In the services sector,
emerging industries include (1) Transport and Logistics, (2) Hotel, Restaurant and Tourism, (3) Health and Wellness, (4)
Poverty Alleviation, and (5) Peace Building and Social Integration.
Table 3 provides a detailed JobsFit analysis of the emerging industries based on key informant interviews.
Table 3. Emerging Industries Viz. Human Resource Demands and Gaps

HR DEMAND GAPS IN
HUMAN RESOURCE HUMAN RESOURCE TERMS OF NUMBERS
EMERGING INDUSTRIES
DEMANDS SUPPLY GAPS (HIGH, MODERATE,
LOW)
Agriculture Vegetable Production Agri and horticulturists Agri and horticulturists Low
• Hogs and Poultry Skilled farmers/
Skilled farmers/ plantation plantation workers High
• Mango
workers
Industry
• Mining Mining engineers Mining engineers Low
Industrial Engineers Industrial Engineers Low
• Renewable Energy
Ship Builders Ship Builders Moderate
• Shipbuilding
Services
• Transport and Logistics Mechanics Mechanics Moderate
Drivers Peace building Moderate
• Hotel, restaurant and
Hotel staff and crew facilitators
Tourism
Waiters
• Health and Wellness Spa therapists
• Poverty Alleviation Community development
• Peace Building and Social workers
Integration Peace building facilitators
E. JOBSFIT VIZ. GLOBAL AND ASIAN TRENDS

As Region IX is the gateway to BIMP-EAGA and other neighboring countries, it has to forecast the global and Asian
trends. There are three global trends that will impact on labor force - 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.
Table 4 provides a detailed analysis on how these trends impact on JobsFit.
Table 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: • Disruptive Technologies Education curriculum need to • Moderate
• Internet of Things, Researchers be enhanced to meet the
260
• Big Data Analytics, • Computer Engineers challenges of the upcoming
disruptive technologies.
• Artificial Intelligence, • Data Analytics Specialists
• Moderate
• Neurotechnologies, • AI Specialists Professionals in related fields
• Nano or Microsatellites, • Neurotechnologies Specialists need to upgrade their
Nanomaterials, • Nano Scientists knowledge and skills to adapt
• Additive Manufacturing, to new technologies.
• Advanced Energy Storage Blue Collar Jobs:
Technologies, • Computer Data Encoders
• Synthetic Biology, and • LAN Hardware Repair and
• Block Chain Maintenance
Technical Specialists:
Climate Change
Environmental Engineers There is scarcity of HR in this • Moderate
DRR-CCA Specialist job groups
DRR-CCA Researchers
DRR-CCA Specialist in
Agriculture
• Paddy Rice Philippine labor across these • High

job groups are largely
• Other Grain
unskilled
• Other Crops
• Livestock
• Natural Resources
• Trade and Transport
• Private Services
• Mining Philippine labor across these • High
Asian Integration* job groups are semi-skilled
• Food
• Wood Products
• Chemicals
• Machinery
• Other Manufacturing
• Utilities
• Construction
• Government Services Philippine labor across these • Low
job groups are skilled
*National Labor Force Survey, 2011
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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 (See Table 4 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.
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.
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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&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 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 of experience usually attracts ten (10)
applicants for every vacant position. Medical transcriptionist, on the other hand, registered an even lower hiring rate. Only
three (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 three (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 4. 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 HR
HUMAN RESOURCE SUPPLY ISSUES AND GAPS
GAPS ACROSS DEMAND GAPS*
DEVELOPMENT AREAS
A. Technical Specialists
1. Marine Biologists • Alignment of curriculum content to functional food research and Low
development and commercial cultivation/production.
• Alignment of curriculum content with industry need, with
2. Marine Product emphasis on product commercial development and enhanced
Low
Technologists processing.
• Increase the number of marine product technologists.
3. Marine Biology • Increase the number of marine biologists with expertise on marine
Researchers research towards functional food and industrial uses.
263
IDENTIFIED HUMAN
DEVELOPMENT AREAS
4. Organic Farming • Low number of technologists and extension works; inclusion of
organic agriculture in the education curriculum of TechVoc and Moderate
Technologists
colleges.
5. Agro-Mechanical • Alignment of mechanical engineering courses to agro-mechanical Low
Engineers engineering.
6. Agricultural Researchers • Increase the number of researchers with expertise on agricultural Low
research and innovation.
7. Agriculture Extentionists • Relative to the vast agricultural resource and industry, the number Moderate
of agriculture extension workers are lacking.
• The region lacks environmental engineers with specialization in
8. Environmental Engineers area community environment engineering and sustainable habitat Low
design and management.
9. Mining Engineers • There are few mining engineers in the region. Low
10. Community Development • CD graduates and practitioners need to be trained in community

development work involving the development of mining Moderate
(CD) Specialists
communities, enterprise development and peace building.
11. Small Enterprise • This HR is very scarce in the region. Specialized training needs to
be conducted to develop this resource. Low
Development Specialists
12. SME Product • There is scarcity of this HR in the region. Specialized training Low
Development Specialist needs to be conducted to develop this resource.
13. Social Marketing • There is scarcity of this HR in the region. This job entails the
capacity to communicate and mobilize support for certain Low
Specialists
development goals across industries.
14. International Relations • There is scarcity of this HR in the region. This is needed amid
Asian integration and the operationalization of BIMP-EAGA Low
Officers
Corregidor.
15. Economic Investment • There is scarcity of this HR in the region. The job entails
knowledge on local and international investment processes and Low
Specialists
keenness on analyzing local and international market trends.
16. Economic Development • This is a specialized field needed to push the growth of the various Low
Zone Managers economic zones and corridors of the region.
17. Investment Relations • This is a specialized skill to serve in the promotion and facilitation Low
Officer of international and regional investments.
18. Tourism Officers • There is a need to build the capacities of tourism officers to Low
optimize the tourism potentials of the region.
19. Events Managers • Events Managers need to be trained in events management catering Low
to tourism promotion.
20. Chef • Increase the number of chefs in the region through specialized Low
training.
21. Aircraft Maintenance • Increase the number of aircraft maintenance personnel in the Low
region through specialized training.
22. Ship Builders • Harness the local capacities for boat building and improve their Moderate
skills through specialized training.
264
IDENTIFIED HUMAN
DEVELOPMENT AREAS
• Amid the peace processes and cultural diversity of the region, there
23. Peace Building and Social is a need to develop peace building and social integration Low
Integration Specialists specialists to work on various programs, including policy
formulation.
• Higher education needs to include disruptive technologies in their
24. Disruptive Technologies field of research and develop capacities of researchers in this field. Low
Researchers This is to usher the movement of the region towards higher
technologies and system of economic production.
25. Computer Engineers Low
26. Artificial Intelligence • While the region does not have industries dealing with the
Specialists production of computer technologies and emerging disruptive
27. Neuro-technologies technologies, these human resources are demanded in other regions Low
Specialists and countries. Development of these capacities in the region will
28. Nano Scientists also usher-in new development paradigms in the region. Low
29. Robotics Low
• Government agencies and LGUs need to invest in data analytics to
30. Data Analytics Specialists strengthen evidenced-based programing and program Moderate
implementation. Companies will also benefit from superior data
processing and analytics.
31. DRR-CCA Specialist Low
32. DRR-CCA Researchers Low
• Amid climate change, these human resources are needed in the Low
33. DRR-CCA Specialist in region to be deployed in line agencies and various field of
development work.
Agriculture
C. 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, attending to
1. Skilled Farmers the vast agricultural lands of the region. The famers need to be High
updated with organic farming and current farming technologies
and should have knowledge on climate change adaptation as
applied to farming.
2. Rubber Tappers and
Plantation Workers • There is a need to increase the number of this human resource. Moderate
3. Skilled Fish Processing
and Canning Factory • Low number of workers who are trained in fish handling. High
Workers
4. Fishpond and Aquaculture • This industry has not reached its potential in the region and had
been stagnating despite the resources available. One huge gap is High
Workers
the capacities of the human resource working in this field.
• Largely the workers in fishing boats learned their skills through
5. Fishing Boat Workers hard knocks school. Government can intervene to enhance these High
skills.
• Small-scale miners/miners employed in big mining companies
6. Skilled Miners need to be trained in sustainable mining and environmental Moderate
protection.
7. Tour Guides • There is scarcity of tour guides in the region. Moderate
265
IDENTIFIED HUMAN
DEVELOPMENT AREAS
8. Waiters • The youth are spending so much on HRM courses offered in the Moderate
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 regulating the Moderate
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
Moderate
Craftsmen and women
16. Security Guards Moderate
17. Carpenters • These set of skills and manpower is needed both by households High
18. Plumbers and by the construction industry. The region needs to increase the Moderate
19. Electrician number of this resource. Moderate
20. Expert Cooks Moderate
21. Airport Maintenance
Moderate
Workers
22. Transportation Mechanics
Moderate
and repairman
23. Computer Data Encoders Moderate
24. LAN Hardware Repair and
Moderate
Maintenance
266
REGION X
NORTHERN
MINDANAO
267
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).
268
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 accounts to
34.48% 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
269
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.
From 2010 to 2016, growth was broad-based.

On the supply side, growth in the past six years was broad-based as all three major 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.
NEDA: The percent shares of Services and Industry to the total economy of the region increased
while AHFF decreased.
The Top Subsectors in 2016

• Manufacturing (with 20.2%
share),
• Agriculture & Forestry (with
19% share),
• Trade (with15.7% share)
Source: National Economic Development Authority
270
2. EMPLOYMENT TRENDS
Labor and Employment

2010 2011 2012 2013 2014 2015 2016
Indicators
Total Household
2802.3 2873.8 2944.9 3,001.10 3,048.80 3109.3 3169.4
Population 15 yrs and over
Total Labor Force 1956 2010.5 2057.8 2,050.80 2,114.40 2106.9 2106.8
Participation Rate 69.8 70 69.9 68.4 69.3 67.8 66.5
Employed 1858.3 1920.3 1962.9 1,934.20 1,990.90 1989.1 1995.9
Employment Rate 95 95.5 95.4 94.3 94.2 94.4 94.7
Underemployed 547.7 537.9 576.7 504.1 512.5 496 562.3
Underemployment Rate 28 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 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 the 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 individuals aged 15-64 are employed, 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 additional job, or to have a new
job with longer working.
Region nearing full employment, but one-

fourth of workers are underemployed.
In Region X, employment data shows that 19 out of
20 individuals aged 15-64 are employed, but 5 out
of those 19 employed are underemployed –
employed persons who expressed 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.
271
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.
A. EMPLOYMENT AND PRODUCTIVITY
Productivity is highest in the Industry sector.
In Northern Mindanao, Industry Sector has the Productivity Rates by Sector.

highest productivity with 386,350.80 over the last Northern Mindanao:FY 2015-2016
ten years. Higher than Agriculture, Hunting,
Forestry & Fishing Sector and Services Sector
with 95,861.70 and 128,685 respectively. Real
Estate, Renting & Business Activities under
Services and Electricity, Gas and Water Supply
under industry has the highest productivity
subsectors.
Demography
2015 2010 The population in Northern Mindanao has reached 4.69

TOTAL million according to the latest data released by Census of
4,689,302 4,284,594
POPULATION
Population (POPCEN). The average rate increase of the
Urban 1,773,0329/
Rural 2,524,2919/
population annually was pegged at 1.68 percent from
Male 2,182,786 2010 to 2015.
Female 2,100,808
0-14 years 1,498,073
272
15-64 years 2,614,126
65 years and over 172,395
Density (persons
per square 229 210
kilometer)
Growth Rate 1.6812 2.0611
Average
4.5 4.7
Household Size
Source: Philippine Statistical Authority
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 annually 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
percent of the total population with a population of 1,415,226, while Camiguin has the smallest.
B. NORTHERN MINDANAO INVESTMENT
Northern Mindanao Investment Reached 28.39

Billion. Over a three-year period, the region’s
investment performance grew at an average of 30.26%.
Coconut based Products, Fresh Fruits, and Other
Resource Based Sector leads R10 exporting sector
which accounts to 87.8% of the region’s total export
value.
273
C. POTENTIAL INVESTMENTS
PROCESSED FRUITS
• Establishments of Dehydration Plants

• Bottling; and
• Quarantine Treatment facilities like;
o Vapor Heat Treatment (VHT)
o Hot Water Treatment (HWT)
and Processing
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
• Refrigerated transport services.
274
POULTRY
• Triple A Dressing Plant
• Cold Chain Facility
• Corn Post Harvest Facilities
• Feed Mill
AQUAMARINE
• Post-harvest equipment and machinery
• Multi-species processing plants Hatcheries
• Seaweed Production
• Mari culture
• Aqua Feed mill
WOODWORKING
Processing facility for furniture components and other

wood-based construction materials.
275
WOVEN TEXTILES AND CRAFTS
• Silk Production
A. Filature Equipment (Silk reeling, etc)
B. Mulberry Plantation
C. Cocoon Rearing
• Abaca Equipment
SERVICES
D. EXPORTS
Table 2. Value of Exports (in US$ million) by Sector
VALUE IN US$ MILLION 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-Based Products 47.57 47.53 51.43 3.98%
276
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%
Source: Department of Trade and Industry
Seven (7) out 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-
based Products (-19.7%), Mineral Based Products (-15%), Sugar Cane Products (-33%), Iron and Steel (-30%), Industrial
Manufactures (-12%) and Rubber Products (-15.68%).
E. 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 Government TVIs (9), DepEd (5), and Schools, Universities, and Colleges (SUC) (4).
SECTOR 2016
Agri-Fisheries 30
Automotive and Land Transport 84
Construction 166
Electronics 41
Garments 12
Health, Social and other Services 155
Heating, Ventilation, Air-Conditioning, and 7
Refrigeration (HVAC/R)
Information and Communication 48
Technology
Metals and Engineering 83
Processed Foods 12
Tourism 222
Total 860
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.
The Top TVET Sectors in 2016 are Tourism, Construction, Health and Social and other Services, Automotive and Land
Transport, and Metals and Engineering.
277
RELEVANT STATISTICS ON TVET GRADUATES. REGION X:2013-2016
• TVET graduates in Northern Mindanao

grew by 76% annually over the last six
years.
• Majority of the graduates belongs to the
Tourism and Health, Social and Other
Services sector.
• Sectors with positive growth are
Tourism, Health, Social and Other
Services Sector, Automotive Land
Transport, Garments, Electronics, and
Heating and Ventilation.
• Negative growths were found in the
sectors of Information and
Communication and Processed Foods.
Source: Technical Education and Skills Development Authority
SECTOR 2012 2013 2014 2015 2016 TOTAL %DIST.

Agri- Fisheries 18667 20665 5358 5403 5822 55915 10%
Automotive and Land Transport 9064 13076 4529 4529 8511 41165 8%
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 Services 3170 3505 29430 24406 35808 96319 18%
Heating, Ventilation, Air-
Conditioning, and Refrigeration 2861 3365 470 286 426 7408 1%
(HVAC/R)
18558 13706 8359 3165 2356 46144 8%
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
278
F. PROJECTED NUMBER OF RETIREES 2016-2022
A total of 149,791 retirees in Private Sector is projected in the next five years.
YEAR PROJECTED RETIREES An average of 24,0000 retirees in the Private Sector
2017 16,685 annually in the last five years beginning 2017
2018 19,355 growing by 18%.
2019 22,452
2020 26,044
Majority of this retirees are wage and salary workers
2021 30,211 which mean replacement workers will be needed in
2022 35,045 the industries in Region X.
Source: Social Security System (SSS)
AGE OF MEMBER NO. OF MEMBERS

54 833
55 808
56 840
57 867 A total of 7,473 Government Positions will be
58 791 vacated in the next 6 years. As of March 2017, there
59 720 are already 2,589 government workers aged 60-65
60 664
61 573 years old.
62 488
63 411
64 280
65 173
G. ACTUAL NUMBER OF OWWA MEMBERS AND REGISTERED

PROFESSIONALS
OWWA membership in Northern Mindanao grew by 10% annually over the past six years.
Percent Since 2011, OWWA membership continues
YEAR MALE FEMALE TOTAL Increase/ to increase from only 8,819 in 2012. It has
Decrease
now 12,701 in 2016.
2011 3,630 5,180 8,810
2012 5,933 3,581 9,514 7.90% Meanwhile, there is also an overwhelming
2013 6,004 4,490 10,494 10.30% increase in the board exams passers as report
2014 7,407 4,651 12,058 14.9. % by the Professional Regulation Commission.
2015 7,898 5,275 13,173 9.20%
2016 7,508 5,193 12,701 3.50%
YEAR NUMBER
2012 5,933
A total of 24,750 professionals were recorded based from 2013 6,004
the data of Professionals Regulation Commission (PRC). 2014 7,407
2015 7,898
2016 7,508
Source: Professional Regulation Commission
279
H. 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 the 2016 CHED data. Of the 81
HEIs, 63 are private, 10 are State Colleges and Universities, 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)
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.
280
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
DISCIPLINE
2012/2013 2013/2014 2014/2015 2015/2016 2016/2017 TOTAL BUTION
6,430 6,836 6,559 7,459 7,850 35,134 5% 29%

Business Admin. and Related
Education and Teacher 18%
3,463 4,010 3,992 4,374 5,460 21,299 12%
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, 3%
685 750 843 1,075 785 4,138 6%
Fisheries, 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 1%

102 125 240 30 269 766 206%
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 0.2%

26 35 11 43 85 200 51%
Planning
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
281
I. KEY EMPLOYMENT GENERATORS IN NORTHERN MINDANAO
AGRIBUSINESS
282
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
283
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
284
• 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
IN-DEMAND JOBS
• Mechanical Engineers • Plumbers
• Electrical Engineers • Bookkeeper
• Laboratory Analysts • Backhoe
• Plant Operators • Mixer
• Pipefitters • Road Roller
• Welders • Greader
• Brick Layers • Dump Truck
• Carpenter • Loader
• Electrician • Heavy Equipment Operators
• Civil Engineers • Transit Loader
285
• Carpenters • Crane
• Mason • Laborers
• Welders • Driver
• Painters • Foreman
• Electricians • Mechanic
ADMINISTRATIVE AND SUPPORT SERVICE ACTIVITIES
IT-BPM

• Customer Service Represntative
• Call Center Agent • Call Center Agent
(CSR)
• Business Analyst • Call Center Agent (CCA) • Team Leader
• Payroll Assistant • IT Support Staff • Card Dealer
• Encoder • Team Leader • Graphic Artist
• Online Teacher • Training Specialist • Animator
• Team Leader • Quality Analyst • Programmer
• Card Dealer • Animator • Web Designer
• Graphic Artist • CSR • System Engineer
• Quality Analyst • CCA • PHP Programmer
• Animator • IT Support Staff • Web Designer
• Programmer • Team Leader • System Designer
• Java JSP
• Training Specialist • Transcriptionist
Programmer
• PHP Programmer • Computer Hardware
• Web Designer
286
• System Engineer
• Web Designer
• System Designer
• Medical
• Transcriptionist
HEALTH AND WELLNESS

• 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
287
ACCOMMODATION AND FOOD SERVICE ACTIVITIES
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
288
FINANCIAL AND INSURANCE ACTIVITIES

• 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
289
TRANSPORTATION AND STORAGE

• Automotive Painter Clerk (Ticket Agent) • Communications Specialist
• Communications Specialist • Conductor (Land transportation)
• Conductor (Land transportation) • Delivery Associate
• Customer Care Representative • Freight Forwarder
• Delivery Associate • Operations Staff
• Freight Forwarder • Maintenance Mechanic
• Operations Staff • Checker
• Portman • Driver
• Ticket Teller
• Maintenance Mechanic
• Checker
• Driver
290
REAL ESTATE ACTIVITIES

• 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
291
EDUCATION

• Accountant • Teachers
• Clerks • Guidance Counselor
• Teachers • Auditor
• Guidance Counselor • Human Resource Manager
• IT
• Computer Specialist
• Auditor
• Office Clerks
• Bookkeeper
292
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
293
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
• 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 resources.
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
294
• 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.
• 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
skill
• Continue and strengthen tie-up with construction firms through the promotion of Public-Private Partnership (PPP)
that would create more employment opportunities
295
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
TRANSPORT AND LOGISTICS

• 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.
WHOLESALE AND RETAIL TRADE

Graduates/Jobseekers
• 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
Recommendation
• Increase remuneration of teachers to make them stay in the country
REAL ESTATE
Issues
• Lack of geodetic engineers
Recommendation
• Companies should offer scholarship on courses/skills that they want/need Strengthen linkages with business
groups in the Region through the TIPC
296
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
297
REGION XI
DAVAO REGION
298
REGIONAL LABOR MARKET SITUATIONER DAVAO REGION
REGION XI – DAVAO REGION

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), Multilingual Agents, Graphic Designer, Computer
Programmers, Online Data and Content Management, The unemployment rate
decreased by 2.0
Department Coordinators, and License Brokers percentage points
299from 6.9%
(2013) to 4.9% (2017).
DAVAO REGION REGIONAL LABOR MARKET SITUATIONER
REGION XI -DAVAO REGION
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 Domestic
32.24%
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
Agriculture and Forestry 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
INDUSTRY Regionwide
Davao City
Davao del Sur
6.99% Davao Occidental
Construction Davao del Norte

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 del
1.79% Norte and Davao Oriental on the other hand with the same
percentage of 17 percent has propose investment of Php 15
Mining and billion each. Compostela Valley has a share of Php 14.1 billion
Quarrying 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 share
Manufacturing 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 hand
Financial and Insurance continue to support the region with its programs and services.
1.19% Activities
One step that the department had taken was the development
of the Micro, Small and Medium Enterprise Development
0.35% Real Estate Activities (MSMED) Plan.
Wholesale & Retail According to DTI, MSMED Plan aims to encourage the
development of Micro, Small and Medium Enterprises (MSMEs)
Motor Vehicles in all productive sectors of the economy. The plan also aims to
provide employment opportunities for every Filipinos.
and Defense; and
Compulsory Social
Security
300
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 in 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. The model
also emphasized that mismatch may indeed cause unemployment rates to remain high, as companies shows unwillingness to
hire workers without adequate skills or qualifications.
Peter J. Slaone and IZA World of Labor on Overeducation’s study on Skills Mismatches and Labor Market Outcomes for
Australian College Graduates suggest that there is an 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, they identified several types of job/education mismatch: (1) overeducated or those who has completed more
years of education than the current job requires; (2) overqualified or those who hold higher qualifications that the current
job requires; (3) overskilled or those who were unable to fully use his acquired skills and abilities in the current job; (4)
vertical mismatch which happens when the level education or skills by an individual is less or more that the required level
in the current job, and (5) horizontal mismatch which happens when the level of education or skills of an individual is
appropriate but the type of education is not.
On the other hand, the Philippines continue to experience job-skills mismatch, unemployment, and underemployment
problems. However, for the past six years, a notable improvement 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, the 2016 Labor Force Survey (LFS) showed that the
average unemployment rate dropped to 4.5 percent compared to 5.8 percent on 2015.
Despite of these data, the country still experiences prevailing issues on employment. Thus, it is necessary to update the
existing data to see the new trend in the Labor Market. This report 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.
301
2. GROSS REGIONAL DOMESTIC PRODUCT
Table 1. Gross Regional Domestic Product (Estimates as of July 2016). Region XI: 2013- 2015
LEVELS (IN BILLION PHP) GROWTH RATES (%)
REGION
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
Figure 1. Gross Regional Domestic Product. Region XI: 2014- 2016
Source: Philippine Statistics Authority XI
Davao Region’s Gross Domestic Product (GDP) shows slight increase of 1.2 % from 2014 (8.2%) up to 2016 (9.4%), based
on the 2016 Report on the Regional Economy of Davao Region by the Philippine Statistics Authority XI.
Table 2. Growth Rate by Industry/Subsector (At Constant 2000 Prices, in Percent).

Region XI: 2014-2015 & 2015-2016
302
There is a notable increase in the Industry Sector of Region XI by 4.3% as of 2016. Data shows that Construction, and
Electricity, Gas & Water Supply Industries had a remarkable increase. The percentage on the Service Sector sustained at
7.5% from 2015-2016. However, an increase on Financial Intermediation Industry is noticeable. Table 2 presents the sectoral
distribution per major industry sector.
Table 3. Sectoral Distribution per Major Industry Sector (At Constant 2000 Prices). Region XI
INDUSTRY/ YEAR RATE (%)
I. AGRICULTURE, HUNTING, FORESTRY & FISHING
Agriculture & Forestry 94.8
Fishing 5.2
II.INDUSTRY SECTOR
Mining & Quarrying 2.7
Manufacturing 63.3
Construction 29.6
Electricity, Gas and Water Supply 4.4
III.SERVICE SECTOR
Transport, Storage & Communication 6.4
Trade & Repair of Motor Vehicles, Motorcycles 7.5
Financial Intermediation 10.2
Real Estate, Renting & Business Activities 6.9
Public Administration & Defense; Compulsory Social Security 5.1
Other Services 7.9
Labor Force Participation

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).
303
Figure 2. Labor Force and Employment Status. Region XI: October 2009-2014
Figure 3. Labor Force Participation Rate, Employment & Unemployment Rate. Region XI: October 2009-2014
Table 4. Number of Employed Female by Sex and Major Industry Group (In Thousands). Region XI: 2012-2014
304
For three (3) years, the average employed female in different major industry group is 681,000. It is noticeable that the
Wholesale & Retail; Repair of Motor Vehicles & Motorcycles has the highest number of employed females from 2012 to
2014. Second to the list is the Agriculture & Forestry Industry with an average employed female of 159 (in thousands).
Table 5. Number of Employed Male in Major Industry Group (In Thousands). Region XI:2012-2014
305
As compared to the number of employed females from 2012 to 2014, employed males were dominant in Agriculture &
Forestry Industry with an average of 494,000. Next is Wholesale & Retail; Repair of Motor Vehicles & Motorcycle, which
has an average of 138,000. The average employed male in Davao Region is 1,205,000. It is also evident that males were
dominant compared to females in terms of employment.
Table 6. Employed Persons by Highest Grade Completed and Sex (In Thousands). Region XI: 2012-2014
Note: Details may not add up to totals due to rounding.

Source: Labor Force Survey, Philippine Statistics Authority
The data above shows that the highest educational attainment of Davao Region’s Labor Force from 2012 to 2014 is High
School Graduate with an average of 460,000. Male High School Graduates are more dominant than that of females in the
Labor Force of Davao Region.
306
On the other hand, the data manifest that an average of 40,000 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
(RDCs) had planned an Annual Investment Program (AIP) for the 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. Region XI
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
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
307
opportunities for every Filipinos. In Davao Region, DTI XI Accomplishment Report for 2016 shows provision of
employment opportunities to Davaoeños.
Table 7. Number of DTI-Related Jobs. Region XI:January to June 2016
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.
Table 8. Accomplishments of the DTI MSMED. Region XI: July-December 2016
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
A. SUPPLY IN DAVAO REGION

1. Projected Number of Potential Workers with Required Education & Skills (Local)
Table 9. Actual and Projected Number of TESDA Graduates. Region XI: 2017 and 2022
Source: TESDA Regional Office XI
308
Table 10. Actual and Projected Number of TESDA Graduates. Region XI: 2017 and 2022
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 11. Enrollment of Senior High School (SHS) Students per Academic Track. Region XI: 18 November 2016
Table 12. Number of Students Enrolled in the Top 10 Technical, Vocational & Livelihood Offerings
PUBLIC SCHOOLS NO. OF STUDENTS PRIVATE SCHOOLS NO. OF STUDENTS
1. Food & Beverages
2,361 1. Automotive Servicing 927
Services
2. Cookery 2,187 2. Computer Programming 706
3. Bread & Pastry 2,136 3. Shielded Metal Arc Welding 509
4.Horticulture 1,114 4. Computer System Servicing 437
5.Animation 1,076 5. Bread & Pastry 357
6.Housekeeping 1,017 6. Food & Beverages Services 291
7. Computer System
1,016 7. Computer Hardware Servicing 261
Servicing
8. Electrical Installation&
977 8. Cookery 168
Maintenance
9. Agri-Crop Production 768 9. Housekeeping 160
10. Automotive Servicing 618 10. Caregiving 145
Source: Department of Education XI
309
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.
B. INFLOW OF FOREIGN WORKERS

Table 13 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 13. Inflow of Foreign Workers. Region XI: 2013-2017

NO. OF JOB
OCCUPATION NATIONALITY POSITIONS
OCCUPIED
Mine Technical Operation Consultant African 1
Accent Trainer American 1
Chef Financial American 1
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
310
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
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
311
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
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
312
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
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
313
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
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
314
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
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
315
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
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
316
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
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
317
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
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
318
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
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
319
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 Equipment Mechanical Consultant Korean 1

Heavy Equipment 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
Korean Hairstyle Consultant/Artist Korean 1
Korean Language 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
320
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 In charge 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 Liaison Representative/Interpreter Korean 3
Supervisor Korean 2
Supervisor for Korean Minors Student Korean 1
Supply Purchaser Consultant Officer Korean 1
Technical Consultant Korean 2
Technical Marketing and Sales Manager Korean 1
Technical Operation Consultant Korean 1
Technician-Korean Products 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
321
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
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
322
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
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
323
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
Vice General Manager Taiwanese 1
Vice President Taiwanese 1
Director Uzbekistan 1
Translator Uzbekistan 1
General Manager Vietnamese 1
Figure 5 shows the number of each nationality who secured an Alien Employment Permit (AEP). A total of 819 Alien
Employment Permits has been issued by the Department of Labor and Employment for the period of 2013 to 2017. With
that number, Chinese nationals has the most number with 132 because of the arrival of the foreign investors in the Davao
324
Region. Chinese nationals are one of the major investors that emerged in the region along with the American and British
nationals (Arado 2017). It was followed by the Koreans with 96, Indian and Japanese with 50 who secured AEP.
Figure 5. Nationality of Foreign Workers in Region XI
Source: DOLE XI- Alien Employment Permit Report
4. LABOR MARKET DEMAND
AGRIBUSINESS INDUSTRY
325
326
BANKING AND FINANCE INDUSTRY
327
BUSINESS PROCESSING OUTSOURCING (BPO) INDUSTRY
328
329
CONSTRUCTION INDUSTRY
330
CREATIVE INDUSTRY
EDUCATION INDUSTRY
331
HEALTH AND WELLNESS INDUSTRY
332
HOTEL AND RESTAURANT INDUSTRY
333
OWNERSHIP, REAL ESTATE AND DWELLINGS INDUSTRY
334
TRANSPORT AND LOGISTICS INDUSTRY
335
WHOLESALE AND RETAIL INDUSTRY
336
337
POWER AND UTILITIES INDUSTRY
338
MINING INDUSTRY
339
MANUFACTURING INDUSTRY
340
A. 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.
341
Table 14. Demand of Soft Skills in Agribusiness Industry. Region XI
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. Table 15 shows the supply of soft skills in Agribusiness Industry base on the
competencies prevalent to the industry’s applicants.
Table 15. Demand of Soft Skills in Agribusiness Industry. Region XI
The most prevalent competency applicants from Agribusiness Industry has Multi-tasking and Critical Thinking skills while
Math Functional, Problem Sensitivity and Creative Problem Solving were considered competencies that were rarely seen
in Agribusiness Industry applicants.
342
Table 16. Demand of Soft Skills in Health & Wellness Industry. Region XI
Table 17. Supply of Soft Skills in Health & Wellness Industry. Region XI
Tables 16 and 17 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, Teamwork and Multi-tasking were the most
prevalent competencies health & wellness industry applicants have. Said tables show that there is adequate supply of
applicants with competencies needed in the nature of work health and wellness industry is offering.
Table 18. Demand of Soft Skills in Manufacturing Industry. Region XI
343
Table 19. Supply of Soft Skills in Manufacturing Industry. Region XI
Tables 18 and 19 show the demand & supply of soft skills in the Manufacturing Industry. It is apparent that there is a high
supply of applicants with competency in team work despite its low demand. Planning and Organizing, Work Ethics, and
Decision Making were considered as extremely important competencies in Manufacturing Industry.
Table 20. Demand of Soft Skills in Banking & Finance Industry. Region XI
Table 21. Supply of Soft Skills in Banking & Finance Industry. Region XI
344
Tables 20 and 21 show the demand and the supply of soft skills in Banking & Finance Industry. Work Ethics, Multi-tasking
and Decision Making were considered as extremely important competencies. Meanwhile, multi-tasking was identified as the
most prevalent competency that industry applicants have. This only shows that there is adequate supply of applicants with
multi-tasking competency which the industry demands.
Table 22. Demand of Soft Skills in Hotel & Restaurant Industry. Region XI.
Table 23. Supply of Soft Skills in Hotel & Restaurant Industry. Region XI
The competencies that were extremely important and in-demand in Hotel and Restaurant Industry 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.
345
Table 23. Demand of Soft Skills in Power & Utilities Industry. Region XI.
Table 24. Supply of Soft Skills in Power & Utilities Industry. Region XI.
In the 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 25. Demand of Soft Skills in Wholesale & Retail Industry. Region XI.
346
Table 26. Supply of Soft Skills in Wholesale & Retail Industry. Region XI.
Tables 25 and 26 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 Multitasking. It is also noticeable
that Self-Motivation, Work Ethics, and Decision Making were considered as extremely important competencies in the
industry.
Table 27. Demand of Soft Skills in Ownership, Real Estate & Dwellings Industry. Region XI.
Table 28. Supply of Soft Skills in Ownership, Real Estate & Dwellings Industry. Region XI.
347
Tables 27 and 28 above show the demand and the supply of soft skills in Ownership, Real Estate, and Dwellings Industry. It
is evident that Work Ethics, Self-Motivation and Decision Making were considered as the extremely important competencies.
Meanwhile, Planning and Organizing was identified as the most prevalent competency. This only shows that there is
inadequate supply of applicants with competencies the industry demands.
Table 29. Demand of Soft Skills in Creative Industry. Region XI.
Table 30. Supply of Soft Skills in Creative Industry. Region XI.
It is noticeable that Self-Motivation, Problem Sensitivity, and Team Work were identified as the extremely important
competencies based on the industry needs. Work Ethics, Stress Tolerance, Self-Motivation, Multitasking and Creative
Problem Solving were the most prevalent competencies 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.
348
Table 31. Demand of Soft Skills in Education Industry. Region XI.
Table 32. Supply of Soft Skills in Education Industry. Region XI.
The extremely important competencies in the Education Industry 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, Multitasking,
Decision Making, and Creative Problem Solving are the most prevalent competencies 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 33. Demand of Soft Skills in Transport and Logistics Industry. Region XI.
349
Table 34. Supply of Soft Skills in Transport and Logistics Industry. Region XI.
Tables 33 and 34 show the demand & supply of soft skills in the Transport and Logistics Industry. It is apparent that there is
a high supply of applicants with competencies in Team Work, Work Ethics, Self-Motivation, Critical Thinking, Creative
Problem Solving and Multitasking. 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
350
REGION XII
SOCCSKARGEN
351
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, 213.2M (2016) to 230.6M
(2017)
BPO Staff, Development Operations Manager
LABOR FORCE
NEW JOBS
Beautician, AutoCAD, Mechanize Farm Operator

and Robotics

decreased by 0.4
(2013) to 4.0% (2017).
352
SOCCSKSARGEN REGIONAL LABOR MARKET SITUATIONER
REGION XII - SOCCSKSARGEN
EMPLOYMENT
SHARE (2016)
GREEN JOBS
SOCCSKSARGEN has also reported industries that requires

AGRICULTURE, HUNTING, green-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
353
A. GROSS REGIONAL DOMESTIC PRODUCT

Table 1. GRDP Growth Targets. Region XII: 2011-2016
2009
INDICATOR 2011 2012 2013 2014 2015 2016
ACTUAL
Gross Regional Domestic Product
1.3 5.0 5.3 5.8 6.2 6.6 7.0
(GRDP)
Agriculture, Fishery, and Forestry (2.0) 4.6 4.9 5.3 5.7 6.1 6.5
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
In 2016, the 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 percent
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 (4) of its six
(6) subsectors registered several slowdowns. Financial Intermediation Subsector slid from 14.7 percent in 2013 to 8.8
percent in 2014; Trade and Repair Subsector 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 (3) of its
subsectors experienced slower growths in 2013. Construction subsector decelerated from 17.9 percent in 2013 to 5.4
percent in 2014; EGWS slowed down from 11.2 percent to 5.4 percent, and Manufacturing subsector, which accounted for
the bulk of the Industry Sector, from 10.1 percent to 8.3 percent. Mining and Quarrying subsector 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 the Fishing Subsector. The Fishing Subsector accelerated from 0.1 percent in 2013 to 15.4
percent in 2014 while Agriculture and Forestry Subsector further expanded from 4.3 percent in 2013 to 2.2 percent in
2014.
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.
354
The regional economic growth as measured by the Gross Regional Domestic Product (GRDP) is targeted to grow from 5.0
percent in 2011 to 7.0 percent in 2016. All the Industry groups are expected to post positive growth during the period.
Nonetheless, the Agriculture, Fishery, and Forestry (AFF) Sector shall remain as the lead contributor to the regional
economy.
According to the NEDA Regional Office XII, the expected growth of the regional economy shall be bolstered, among
others, by the following:
a. Increasing growth rates in the AFF Sector 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; and
iv. Reduction of underlying risks to food security and adoption of appropriate technologies to mitigate potential
negative impacts of climate change to AFF production. Reforestation activities in different areas of the region
shall likewise supplement the output of the AFF.
b. Higher Growth rates in Industry Sector from 5.4% in 2011 to 7.4% in 2016.
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 (i.e. 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 project involves the construction of its infrastructure facilities such as pipelines, transportation
support, drainage pond, tailings/ dam, housing units, and power plants;
iii. Increased construction activities in power generation, establishment of schools, commercial and housing facilities
such as:
• Coal-fired power plant 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; and
v. Development of 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 Sector from 5.5% in 2011 to 7.1% in 2016
i. Increased activities in transportation, communication and government services;
ii. Strengthening trading, finance, tourism, and ICT activities;
iii. Operationalization of power plants and transmission lines. The ongoing Php 1.626 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 MW coal-fired power plant
in Sarangani is targeted to be operational by 2013; and
355
iv. Expansion and opening of new commercial and business establishments 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. The 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.
Table 2. Labor Market Indicators. Region XII: 2011-2015
INDICATOR 2011 2012 2013 2014 2015
Working age Population,
2,603 2,653 2,708 1,855 1,949
15+ years (000)
Not in the labor force 838 873 959 62 22
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 (000) 362 378 348 330 546
1. Youth
Unemployment
2. NEET
Labor Force Participation
67.8 67.1 64.6 63.8 63.7
rate (%)
Employment Rate (%) 95.5 96.0 96.7 97.6 96.5
Underemployment Rate
21.5 22.1 20.6 18.6 29.0
(%)
B. DEMAND
1. In-Demand Skills and Hard-to-Fill Occupations
HARD-TO-FILL
IN-DEMAND SKILLS INDUSTRY INDUSTRY
OCCUPATIONS
Accounting Staff Service Food Processor/Food Technician
Fishery Technologist
Service Agribusiness
Engineering Agriculturist
/Manufacturing
Veterinarian
Mining and Metallurgical
Purchaser Service Mining
Engineer/ Technician
Cashier Service Chemist Manufacturing
Branch Manager Service Machinist
Electrician Service
Service Crew Service
Driver Service
Office Staff Service
Sales Associate Service
Sources: www.jobisjob.com.ph/soccsksargen-locations, Jobstreet.com, and Job Vacancies posted by PESOs
2. Diminishing Jobs
Fruit packers Agriculture
Smoke emission testers Service
Insurance agents Service
Source: Job Displacement Report 2013-2016
356
C. SUPPLY
1. Inflow of Foreign Workers
NO. OF JOB POSITIONS
OCCUPIED (2013)
Manager (Plant, Marketing, Site/Operations, 1. Indian
Crop, HSE, Project Control, Civil, Construction, 2. Indonesian
Mechanical, Material, Administrative, Stock, 3. Korean
20
Commissioning, Restaurant, Production, 4. Japanese
General, 5. Australian
1. Greek
2. Japanese
3. Indonesian
Consultant
4. Sri Lankan 6
5. Greek
6. Pakistani
1. Korean
Supervisor (Building, Civil, Administrative, 2. Nepalese
Piping) 3. Indian 5
4. Japanese
Chef 1. Chinese 3
Designer (Golf Glove) 1. Korean 1
NO. OF JOBS POSITIONS

OCCUPIED (2014)
Manager (Electrical, Project, Material,
1. Korean
Marketing, Administrative, Stock, Mechanical,
2. Taiwanese
Project Control, Marine Engineer, Global
3. Indian 26
Marketing, Planning, Instrumentation,
4. Pakistani
Production,
1. Chinese
Superintendent/ Supervisor 2. Korean
14
3. Nepalese
1. Canadian
2. Japanese
Consultant/ Specialist 3. Iranian
7
4. Pakistani
5. Korean
Chef 1. Chinese 1

OCCUPIED (2015)
1. Japanese
2. Finnish
Manager (Quality Control, Commissioning, 3. Indian
Stock, General, Instrumentation, Restaurant, 4. Korean
17
Construction, Production) 5. Australian
6. Pakistani
7. Jordanian
1. Korean
2. Finnish
Supervisor/ Superintendent
3. Polish 5
4. Indian
357
1. Canadian
Consultant / Specialist 2. New Zealander
3
3. Japanese
Chief Cook 1. Korean
1
Technician 1. Chinese
1

OCCUPIED (2016)
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
A. INPUTS AND FEEDBACK FROM GOVERNMENT AGENCIES

This section answers the following questions as raised to government agency representatives during the
stakeholders’ consultations:
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?
National Government Agencies in the region believe that Key Employment Generators (KEGs) are important in
the region’s employment generation particularly in the Agriculture and Fishing, and Wholesale and Retail
Industry which are considered be to the regional employment drivers. Green Jobs are highly recognized.
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 (i.e. Foresters, Geodetic Engineers, Biologists, Environmental
Planners, Agricultural Engineers, Lawyers, Divers, Environment-related courses/professions, Farm Supervisors,
Surveyor, Cartographer, Statisticians, Information Technology, and GIS experts). Blue-collared jobs are also
needed (i.e. Welders, Carpenters, and Mechanics).
2. Are there other industries/sectors which show strengths as KEGs that the JobsFit failed to account?
Industries such as Food Processing, Beauty and Wellness and Cacao, Coffee and Oil Palm, Aquamarine and
other fruit production show strengths as KEGS.
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3. 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 (i.e. economic, social, resource-based, and global demands) that will
likely shape the emergence of these KEGs?
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. Factors that
will highly affect the emergence of these KEGS would include ASEAN Integration, Bilateral Relationships (i.e.
agreements with other countries, Free Trade Agreements), ENDO, Climate Change Mitigation, and other relevant
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?
POTENTIAL EXPECTED EXPECTED NUMBER OF

INDUSTRY VACANCIES
INVESTMENT OCCUPATIONS NEEDED
Coffee/ cacao, / pineapple
Agriculture, Forestry and
fish/tuna processing and
Fishing
canning/packaging

Accommodation and Food
Service Activities
5. For Philippine Statistics Authority, do you have any available data on employed/workforce (i.e. by industry, sex,
age group and highest educational attainment)?
Table 2. Labor Market Indicators. Region XII.
INDICATOR 2011 2012 2013 2014 2015
Working Age Population,
15+ years (000) 2,603 2,653 2,708 1,855 1,949
Not in the Labor Force 838 873 959 62 22
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 (000) 362 378 348 330 546
Youth Unemployment
NEET
Labor Force Participation 67.8 67.1 64.6 63.8 63.7
Rate (%)
Employment Rate (%) 95.5 96.0 96.7 97.6 96.5
(%)
Source: PSA Quickstat February 2017
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8. What is the current situation of the labor supply based on (a) Technical Vocational Education and Training
(TVET) Graduates; (b) Higher Education Institutions (HEIs) Graduates by Discipline; (c) Number of Registered
Professionals; and Senior High School (SHS) Graduates by Tracks (Projection Only)?
Table 3. Current Situation of Labor Supply. Region XII.

Technical Vocational Education
TESDA 4,500 4,500
and Training (TVET) Graduates
Higher Education Institutions
CHED
(HEIs) Graduates by Discipline
Registered Professionals PRC
Senior High School (SHS)
DepEd 68,815 68,000
Graduates by tracks
6. For POEA and OWWA, how many are recorded OFWs from this region? What are their occupations?
OCCUPATION NUMBER OF OFWS
Household service workers

Skilled workers
TOTAL 66,665
B. INPUTS AND FEEDBACK FROM PESOs, PRIVATE RECRUITMENT AGENCIES,

AND JOB BOARDS
This section answers the following questions as raised to PESO, private recruitment agencies, and job boards
representatives during the stakeholders’ consultations:
1. What is the average profile of Jobseekers/walk-in applicants?
Predominantly female, fresh college graduates, 18-25 years old, business-related courses.
2. What are the top 3 employment services/programs that you offer to the jobseekers?
Employment Facilitation, Job and Business Fairs, Career Coaching, Employment, and Livelihood
3. What are the general qualifications (e.g. sex, age, range, educational attainment, experience, credentials, soft
skills) needed by these occupations?
BS Agriculture, Business-related Courses, 20-21 years old, TOR/NCII Certification, Communication Skills,
Analytical Thinking, Computer Literacy, Leadership Skills, Management/Supervisory.
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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?
Table 4. Required Core Competencies and General Qualifications of Key Industries. Region XII.
GENERAL QUALIFICATIONS
KEY
EXPERIENCE CORE
INDUSTRY EDUCATIONAL
PRIORITY (NO COMPE-
BASED ON GDP ATTAINMENT CREDENTIALS 21ST
SKILLS SEX EXPERIENCE/ TENCIES
GROWTH (HIGH SCHOOL, (LICENSED, CENTURY
REQUIREMENTS (M/F, FRESH GRAD (KNOW-
TRENDS AND COLLEGE, BOARD SKILLS
(OCCUPATION) ANY) OR # OF LEDGE/
INVESTMENT UNDERGRAD- PASSER, ETC.)
YEARS OF SKILLS)
PRIORITIES UATE, ANY)
EXPERIENCE)
Nurses
NC II, can
Skilled
College grad. read and
Construction 1-3 yrs Professional, NC
Overseas Any NC II write, Multitasking
HSW experience II, Diploma
Elem/HS English
Service Crew
competency
Driver
Food, Beverage, and
HRM Food Processing, Any At least HS Grad. Fresh Grad. HS Diploma NC II Multitasking
Cookery
Multitasking,
Leadership
Agriculture Machine Operator M College Grad Fresh Grad College Diploma Skills,
Computer
Skills
Carpentry, Masonry,
Construction M HS grad HS Diploma NC II Multitasking
Plumbing Fabricator
Innovation,
With or without Multitasking,
Fishing Technical Any
experience Critical
Thinking
5. On 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?
Table 5. Green Jobs in Selected Industries and Particular Skills Requirements
SKILLS
INDUSTRY GREEN JOBS SURPLUS/SHORTAGE
REQUIREMENTS
Handicraft Weaver Handicraft Weaving Shortage
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Solar Solar Power
Solar Power/Biofuel
Power/Biofuel/Energy Technicians/Petroleum Shortage
Harvesters
Industry Engineer
Rubber Industry Rubber Tapper Rubber
Shortage
Tapping/Collector
Fishing Solid Waste Solid Waste
Surplus
Management Officer Management Training
Manufacturing Farm Technician Organic Training,
Shortage
Agriculture Technology
Retail services Pollution Control
BOSH/HACCP Shortage
Officer
Plantation Environmental
Management Officer/ BOSH/Environmental
Shortage
Health and Safety Management
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?
Table 6. New Occupations and Skills Requirements. Region XII.

Beautician Service Industry Beauty Care
AutoCad Manufacturing Auto Cad Designing
Mechanized 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?
Table 7. Future Jobs and Skills Requirements. Region XII.
Chemical Engineering Manufacturing Licensed, Multitasking, Hardworking, Five years Experience
Beauty and Wellness Practitioners Service Licensed, Five years Experience
BPO Staff All Industries Written/Oral Communication/IT-literate
Development Operations Manager Plantation Licensed Engineer
*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?
Table 8. Challenges and Gaps on Supply and Demand for Skill Priority Industries. Region XII.
RECOMMENDED COURSES OF ACTIONS/METHODS
DESCRIPTION OF
THEMATIC AREA SOLUTIONS WITH TO IMPLEMENT THE
GAP/CHALLENGE
TIMELINES RECOMMENDATION
Prep of SHS Provide access
Provision of accessible in demand
Basic and Higher Non- accessible tracks to Participation of parents to career
Tracks to diff. schools with
Education SHS guidance
facilities- 2 years’ time
Lack of facilities Intensify career guidance advocacy
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Lack of qualified
applicants
Lack of Job-Hunting
Skills/ attitude
Lack of facilities 2 years’ time
Should be mandatory at PESO-Career counselors
all levels convergence
Career Guidance Lack of time to conduct
Mandatory Junior High and Senior Joint meeting and planning
Advocacy career coaching/LMI
High
orientation
Lack of employment
Technical writing
counselling
Appropriate scholarship
Technical Vocational Scholarship offered must focus on
should be provided by Request TESDA
Education and Training in demand jobs
TESDA
Lack of industries
GIP implementation
accepting OJTs
On-the-Job Training Mismatch of training field Skills should match to the training Academic and industry partnership
No allowance for
trainees/OJTs
Obsolete data Must update every 3 years Use of local LMI
Labor Market
Information
Accessibility of LMI Utilize quad media Partnership with media outlet
Lack of readiness of Allow /accept PESO to administer
Intensify PEOS/AIRTIP
applicants PEOS- instead of On-Line PEOS
Overseas Employment
Increase the minimum age POEA to amend the existing minimum
Piracy of Talents
requirement to 25 years old age requirement
Regional/Local
Limited resources Increase the budget Linkages to other government agencies
economic development
Industry Demands and Lack institutions that offers
Hard to fill jobs Partnership with CHED and TESDA
Hiring Practices specific courses
POEA to amend the existing minimum
ASEAN Economic age requirement
More competition Standardized compensation
Community 2015 Increase the level of job experience to 5
years
9. Identify the important soft skills you look for in your applicants.
Table 9. Important Soft Skills of Applicants (Sought For). Region XII.
EXTREMELY VERY LIMITED NO
IMPORTANT
IMPORTANT IMPORTANT IMPORTANCE IMPORTANCE
(3)
(5) (4) (2) (1)
Work Ethics ✔ ✔
Team Work ✔ ✔
Stress Tolerance ✔ ✔
Social Perceptiveness ✔ ✔
Self-Motivation ✔ ✔
Problem Sensitivity ✔ ✔
Planning and ✔ ✔
Organizing
Multitasking ✔ ✔
Math Functional ✔ ✔
Innovation ✔ ✔
English Functional ✔ ✔ ✔
English ✔ ✔
Comprehension
Decision Making ✔ ✔ ✔
Critical Thinking ✔ ✔ ✔
Creative Problem ✔ ✔ ✔
Solving
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10. Based on your assessment of applicants, please rate their general aptitude in the following:
Table 10. Assessment of Applicants’ Soft Skills. Region XII.
EXCELLENT GOOD ADEQUATE POOR VERY POOR
(5) (4) (3) (2) (1)
Work Ethics ✔ ✔
Team Work ✔ ✔
Stress Tolerance ✔
Social Perceptiveness ✔ ✔
Self-Motivation ✔ ✔
Problem Sensitivity ✔ ✔
Planning and ✔
Organizing
Multitasking ✔ ✔
Math Functional ✔
Innovation ✔
English Functional ✔
English Comprehension ✔
Decision Making ✔
Critical Thinking ✔
Creative Problem ✔
Solving
11. How do you get applicants to fill-up vacancies in your establishment?

Table 11. Ways of Filling-Up Vacancies by Establishments. Region XII.
✔ On-the-job-trainees ✔ Head hunters/Private recruitment agencies
✔ Walk-in ✔ Job Fair
✔ Public Employment Service Office (PESO) ✔ On-site campus recruitment
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
Others: ✔ Union recommendation
✔ Online advertisement in social networking Others:
sites
C. INPUTS AND FEEDBACK FROM LABOR ORGANIZATIONS

This section answers the following questions as raised to representatives from various labor organizations
during the stakeholders’ consultations:
1. What are the new occupations in the labor market today? In which industries does these occupations belong?
What are skills required for each occupation?
Table 12. New Occupations and Skills Requirements. Region XII.
BSA Graduate; Patience, and
Insect Surveyor Agricultural Banana Plantation
Perseverance
364
Farm Technician Agricultural Banana Plantation Tissue Culture Expertise
Pond Technician Agricultural In-Land Fishing Laboratory Skills, BS Fisheries
Robotics/Mechatronics Engr. Manufacturing Robotics, Mechatronic Engineering
Mechanized Farming Operator Plantation Technical Course
*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?
Table 13. Future Jobs and Skills Requirements. Region XII.

BIOMASS Researcher Banana Plantation Industry Project Management Skills
*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?

Table 14. Non-Skill Related Issues and Recommendations. Region XII.
DESCRIPTION OF THE
AREA/S RECOMMENDATION/S
ISSUE/GAP
Macroeconomic and Growth
Policies
Industrial and Sectoral Policies Consistency in the implementation Constant monitoring
Labor Market Policies
Fast turnover of OSH Practitioners
Should be well-compensated
Occupational Safety and Health Aerial Spraying Cease/stop the operation of Aerial
Policies Spraying
Defiance of the policies Re-orientation and retraining
Delayed Posting of Payment of Concerned agencies to upgrade their
Remittance systems
Social Protection Policies
Sexual Harassment and Drug Abuse Strengthen values orientations in the
Workplace
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REGION XIII
CARAGA
366
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).
367
CARAGA REGIONAL LABOR MARKET SITUATIONER
REGION XIII - CARAGA
EMPLOYMENT
SHARE (2016)
FAME CENTER OF THE PHILIPPINES
By 2020, the 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, forestry, mineral
31.49% 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 sectors
through processing and value adding activities and harnessing
3.50% its tourism industry by particularly developing 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 the
5.99% Transport and Storage country.
0.92% Financial and Insurance

Activities
Wholesale & Retail

Motor Vehicles

and Defense; and
Compulsory Social
Security
368
CARAGA Region’s economy is one of the fastest growing in the country in the past six (6) 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.
A. 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.
Source: PSA-NSO
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Among the five (5) provinces comprising the region, Agusan del Sur had the biggest population in 2015 with 701,000,
followed by Surigao del Sur with 592,000, Surigao del Norte with 485,000, and Agusan del Norte (excluding Butuan City)
with 355,000. Dinagat Islands had the smallest population with 127,000.
Table 3. Population by Province/Highly Urbanized. Region XIII: 2000-2015

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 337,000. 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.
B. 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 (AHFF) 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.
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.
C. LABOR FORCE PARTICIPATION

Labor Force Participation Rate (LFPR) for the period of 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
370
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. Region XIII

INDICATOR 2013 2014 2015 13-14 14-15
Labor Force Participation Rate 66.5 65.83 64.7 (0.67) (1.13)
Source: PSA-NSO
D. 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.
Table 5. Employment, Unemployment and Underemployment Rates. Region XIII

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 (In Thousands). CARAGA: 2011-2015
371
Table 7. Employed Men by Age Group (In Thousands). CARAGA: 2011-2015
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 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 Groups (In Thousands). CARAGA: 2013-2015
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2. KEY EMPLOYMENT GENERATORS, EMERGING
INDUSTRIES, LABOR DEMAND AND SUPPLY
A. 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.
373
B. MAJOR EMPLOYMENT DRIVERS
After thorough analysis and assessment of the region’s economic condition, the following industries are identified as major
employment drivers contributing to CARAGA’s economic growth for the last five (5) years:
1. Agriculture
2. Fishery
3. Hotel and Restaurant and Services
4. Wholesale and Retail
5. Mining and Quarrying
CARAGA has been into Information Technology efforts 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 Organizations 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.
C. EMERGING INDUSTRIES
1. Rural Impact Sourcing/BPOs;
2. Health and Wellness; and
3. Diversified/Strategic Farming focusing on institution of climate resilient communities and on creating new green
jobs.
D. PRIORITY SKILLS REQUIREMENTS (LABOR DEMAND)

The in-demand and hard-to-fill skills requirement of the priority industries are as follows:
1. Agribusiness (Diversified Farming/Value-Adding Technologists)
2. BPO Managers, Virtual Assistants
374
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 to 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 to 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 to 12 implementation. Teachers are key contributors to the success of this new program of the country.
E. 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.
Table 9. Five-Year Estimates of the Skills/Demand Requirement. CARAGA
SKILLS/DEMAND ESTIMATES
1. Agribusiness (Diversified Farming/Value-Adding Technologists) 500
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 to 12) 3,000
Notes:
1. Data on number of skills requirements are estimated to double in the next 5 years.
375
2. Skills requirement for hotel cleaners, janitors, utility workers was provided by contractors, sub-contractors and manpower
agencies.
F. AVAILABILITY OF SKILLS
An analysis of the five-year availability of skills was done during the provincial consultations. Based on the group outputs,
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. CARAGA

SKILLS/DEMAND ESTIMATES
1. Agribusiness (Diversified Farming/Value-Adding Technologists) 375
2. BPO Managers, Virtual Assistants 875
3. Hotel Cleaners/House Keepers/Utility and Janitors 5,000
4. Accredited Massage Therapists 750
5. Auto-CAD 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 to 12) 3,000
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.
A. AGRIBUSINESS AND FISHERY

COURSES OF ACTIONS/METHODS TO
DESCRIPTION OF
RECOMMENDED SOLUTION IMPLEMENT THE
GAP/CHALLENGE
RECOMMENDATION
• Advocate/ encourage students to take up • Training of guidance counselors to be

these courses thru the help of the professional experts in conducting career
guidance counselors and include the assessment test & employment placement
Low Enrolment in Agriculture parent/guardian/financier in the advisory
and Agri-Business and Fishery orientation and emphasize to them the • Information campaign thru PTA and
Courses demand skills of different industries students
(Intensive two-year advocacy starting
• IEC thru TV, radio, posters and brochures
2010)
• Career guidance symposium/seminar to
high school graduating students,
emphasizing labor market information
376
• Scholarship programs for deserving • CHED and TESDA Scholarship
students taking up these courses Programs (RSP, SSP, PESFA, Students
(Regular Annual Program) Grants in Aid, Student Loans (SNPLP),
PWD etc.)
• Look for potential donors to sponsor
student/s for scholarships
B. MINING INDUSTRY
COURSES OF ACTIONS/METHODS
DESCRIPTION OF
RECOMMENDED SOLUTION TO IMPLEMENT THE
GAP/CHALLENGE
RECOMMENDATION
Low enrolment in geodetic, • Intensive advocacy • Effective Career Guidance

metallurgical, and other
fields/courses of mining
• Scholarship programs for deserving • CHED and TESDA Scholarship to
engineering
students taking up these courses give priority to development of these
(Regular Annual Program) skills.
• MGB should take initiative on • Scholarship exams for deserving

developing scholarship program for students
mining/geology in CARAGA Region
• Creation of mining courses in • Information drive in schools

CARAGA
• Mining industry to help schools in • Consultative dialogue /planning

providing students of Geodetic and between industry and academe
Mining Engineers with the following:
o Scholarship
o Equipment
o Exposure (OJT)
• Mining companies to sponsor

scholarship training to probable
workers
Inadequate number of • Encourage/ give incentives to • CHED Assistance for Voluntary

HEIs/TVIs offering Programs for HEIs/TVIs that offer these programs Accreditation
geologists, mining engineers, etc. • Institutional Monitoring and
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.
377
C. HOTEL, RESTAURANT AND GENERAL SERVICES (C/O MANPOWER
AGENCIES/CONTRACTORS)
DESCRIPTION OF
GAP/CHALLENGE
RECOMMENDATION
Lack of proper training among • Winning Service provider should • Winning service provider should
hotel cleaners and attendants inform DOLE thru written report coordinate with proper agencies so they
• Activate feedback mechanisms can provide efficient employment
facilitation service
• RTWPB to conduct 5S training/good
housekeeping practices
• TESDA should offer short courses on
hotel cleaning works
Poor work performance among • TESDA or manpower training • Local government, TESDA, DOLE and
janitors and utilities centers should offer trainings on the service provider or agencies should
janitorial/utility works with minimal work hand in hand to provide said
fees or for FREE training courses
• Training days should be on short • Manpower agencies should have the

period and would focus directly to control over their workers. As such
their basic operational equipment hiring should be based fitness and
such as floor polisher, vacuum skills. Appropriate training should be
cleaners, dis-infecting and cleansing. provided.
D. BPO/VIRTUAL ASSISTANTS
DESCRIPTION OF
GAP/CHALLENGE
RECOMMENDATION
Lack of sustainable source of • Train them under Rural Impact • Intensive three (3) days on-site
income for agriculture-based Sourcing training and workshop
workers for them not to leave
• Two (2) days virtual workshop where
their homes
the training can be done remotely.
• Program immersion to local MSMEs
to optimize digital commerce program
E. FINANCE, ACCOUNTING FIRMS AND ORGANIZATIONS

DESCRIPTION OF
GAP/CHALLENGE
RECOMMENDATION
Most applicants for accounting • To publish vacancies at school • Close coordination between industry
clerks and bookkeepers are campus and at the gate of the and academe
378
commerce graduates not establishments, as one way of
accounting majors advocating right careers choices
F. K TO 12 IMPLEMENTATION
DESCRIPTION OF
GAP/CHALLENGE
RECOMMENDATION
Specialized and Intensified • Intensify trainings on module • Close implementation and monitoring
training for teachers to handle preparation, materials sourcing, by Dep-Ed
Grade 11 and 12 classes teaching learning methodologies, etc.
• Extend the retooling program to basic • Support services from line government
education (High School & agencies
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.
379
JOBSFIT 2022 LMI 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
Mr. Jill A. Borjal
LAYOUT ARTISTS
Ms. Lovely Rosenil Dumagan
Ms. Precious Nicole G. Bugayong
Mr. Nick D. Romano
Ms. Evangeline G. Aviñante
Ms. Geraldine D. Dado
CONTRIBUTORS
DOLE Regional Offices
Department of Labor and Employment

BUREAU OF LOCAL EMPLOYMENT
6th Floor BF Condominium, Solana Street corner A. Soriano (Aduana) Avenue,
Intramuros, Manila, Philippines, 1002

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Regional Reports

CORDILLERA ADMINISTRATIVE REGION (CAR)………………………………….........1

NATIONAL CAPITAL REGION (NCR)………………………………………...….…......22

REGION I: ILOCOS REGION…………………………………………………................50

REGION II: CAGAYAN VALLEY…………………………………………………...........72

REGION III: CENTRAL LUZON…………………………………………………..............88

REGION IV-A: CALABARZON…………………………………………………............103

REGION IV-B: MIMAROPA………………………………………………….................128

REGION V: BICOL REGION…………………………………………………................152

REGION VI: WESTERN VISAYAS………………………………………………….........169

REGION VII: CENTRAL VISAYAS…………………………………………………........199

REGION VIII: EASTERN VISAYAS………………………………………………….......233

REGION IX: ZAMBOANGA PENINSULA………………………………………….......248

REGION X: NORTHERN MINDANAO………………………………………………….267

REGION XI: DAVAO REGION……….…………………………………………………298

REGION XII: SOCCSKSARGEN…………………………………………………..........351

REGION XIII: CARAGA…………………………………….……….....……................366

KEY EMPLOYMENT GENERATORS &

Population (2015) : 1,722,006

CAR's Gross Regional Domestic

The unemployment rate

The IT-BPO activities are expected to spur real estate

3.53% Demand for housing in all provinces in CAR is increasing. The

4.31% Transport and

0.65% Financial and

0.13% Real Estate Activities

12.16% Wholesale & Retail

3.66% Other Services

1.1. KEY EMPLOYMENT INDICATORS

1.2. CORDILLERA ECONOMIC AND DEMOGRAPHIC TRENDS

Notes: Estimates as of August 2016.Totals may not add up due to rounding.

Table 6. Average Percentage Share of Employment by Service Subsector. CAR: 2011-2015

2. KEY EMPLOYMENT GENERATORS AND EMERGING

B. Hotel and Tourism

C. Wholesale and Retail Trade

2.2. EMERGING INDUSTRIES

3.1. INFLOW OF FOREIGN WORKERS

3.2. OUTFLOW OF WORKERS FROM CAR

*Usually Deployed in Kingdom of Saudi Arabia, Singapore,

Total OFWs Processed = 693

*Usually Deployed in United Arab Emirates, Qatar and Kingdom

Total OFWs Processed = 75

Table 10. Number of OFWs per Province. CAR: 2014-June 2017

Figure 2. Number of OFWs per Province. CAR: 2014-June 2017

ABRA APAYAO BAGUIO CITY BENGUET IFUGAO KALINGA MT. PROVINCE

4. PRIORITY SKILLS REQUIREMENT

4.1. IN-DEMAND SKILLS AND HARD-TO-FILL OCCUPATIONS

Table 11.2 Hard-to-Fill Jobs for Key Industries

Table 12.2. Number of Technical-Vocational Graduates. CAR: June 2017

C. LIFE SKILLS/SOFT SKILLS

KEY EMPLOYMENT GENERATORS

The National Capital

Population (2015) : 12,877,253

Data Analyst, Human Resource and Organizational

The unemployment rate