Gender and Development Agenda1

2014-2016

The Gender and Development Agenda (GAD) of the Philippine Civil Service Commission supports the overall thrusts and
directions under the CSC Performance Governance System (PGS) and Philippine Development Plan (PDP). Moreover, the GAD
Agenda recognizes the various GAD commitments of the CSC under various gender-related laws and policies, notably, the Philippine
Plan for Gender-Responsive Development Plan (1995-2025), Women in Development and Nation Building Act (Republic Act No.
7192), Anti Sexual Harassment Act of 1995 (Republic Act No. 7877), Anti-Violence Against Women and their Children Act of 2004
(Republic Act No. 9262) and the Magna Carta of Women (Republic Act No. 9710).

As the central human resource institution of the Philippine bureaucracy, the GAD perspective for the VISION of CSC is:

To become the leading gender-responsive HR/OD institution in Asia by 2030.

In order to attain the vision, CSC’s primary dual GAD MISSION:

To integrate and advocate gender equality principles and perspectives in all HR/OD policies, programs and systems in
government.

To ensure that every civil servant is gender-responsive through the development and enhancement of their capacity to
use gender lens in their work towards public service excellence.

1
The development of this CSC GAD Agenda started from a series of meetings of the GADvocates from the CSC Central Office, National Capital Region and Region No.
IV from January to February 2011. It was refined in 2012 as a result of many developments in the CSC and external policy environment. The GADvocates observed that
the PGS Scorecard (and its precursor, CSC Road Map for 2010-2015) has to surface the gender equality dimensions and perspectives of the various strategic
objectives identified therein. The document was again reviewed by the different CSC Offices in December 2013 to identify key concerns reflective of their core
mandates.

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GAD GOALS AND OUTCOMES

GOAL 1: To institutionalize gender sensitive HR/OD systems in the government.

Performance Baseline Targets CSCRO

Outcome Indicators PPA Implications
Measures Data 2014 2015 2016
Equal rights and Indicator 1: Formulation of an HR No. of policy CSC MC 8, Two (2) One (1) One (1) CapDev in
opportunities for men There are no policy and its formulated s. 1999 2014-2015
and women civil discriminatory HR/OD (Policy of Succession Succession Adoption of a on the use
standards as model Equal Manage- Management GM Tool in of the GM
servants including policies, which are for promoting equal Represent ment Guidelines HR/OD tool and
representation and used as basis by
employment ation of Guidelines (External) (External) implem-
participation of other agencies in Women (Internal) entation of
women in decision- government in the opportunity and
and Men in Succession
making through development and gender-responsive Third Level Adoption of a Manageme
gender-responsive implementation of career advancement Positions in Gender Main- nt
HR/OD policies, their HR/OD internal in executive/ Gov’t) streaming
programs and guidelines and managerial posts (GM) in HR
systems programs. Tool
(Internal)

Review of major CSC No. of Compe- Three (3) Four (4) One (1) Information
HR/OD policies/processes tency- Disseminati
Based CS HAP Gender-related on and
policies/processes to reviewed over no. of Recruitmen Examination (specifically, Leave Benefits Learning
promote equal policy with t and Development Background (External) and
employment enhancements Promotion and Investigation Developme
opportunity and submitted and Policy Administration Tools) nt portfolios
(CBRPP) (External) (External) for the
gender-responsive approved by the (Internal) CSCROs
career advancement Commission Learning and MC 8, s. 1999
particularly in Scholar- Dev’t. (L&D (External) CSCROs
executive/managerial ship policies) to coach
posts Business (Internal/ and
Process External) provide
(Internal) technical
assistance
SPMS Career and CSC MC No. to agencies
(Internal) Personal 3, s. 2001

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 Development (Revised
PRIME- Plan (Internal) Policies on
HRM Merit
Maturity Promotion
Levels Plan)
(External) (External)

Indicator 2: Application of the No. of Projects None One (1) Two (2) Two (2) CapDev in
Major and critical Harmonized Gender assessed using the 2014 for
CSC projects are at and Development the GAD
HGDG tool Anti-Red Tape PRIME-HRM CSC’s Secretariat,
least at Gender- Guidelines (HGDG) to Act (ARTA) Learning and Internal
sensitive. major and critical CSC Development Audit
Projects Plan Service
and
QMS-ISO CSCROs
CSC’s on the use
Enhanced and
Competency- deployment
Based of the
Recruitment HGDG tool
and Promotion
System Parallel
use of the
HGDG tool
for special
projects by
the
CSCROs
Percentage of
recommendations
implemented over no.
of recommendations
cited in the HGDG None 70% 80%
90%
assessment

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Equal rights and Indicator 3: Roster of women and Presence of a sex- Downloadi
opportunities for men There are affirmative eligibles for disaggregated master 2014 exam 2015 exam ng of the
and women including action programs to 2013 Exam data data database
executive/managerial list of employees with data per region
representation and increase women’s positions in eligibility
participation of participation in policy
government
women in decision- making and decision
making through making, e.g., hiring, Review of statistical Presence and 2010 IGP IGP report Analysis
and IGP report IGP report per region
gender-responsive promotion, trend on Women/Men maintenance of sex-
HRPSO
HR/OD policies and representation, etc. ratio or occupancy of disaggregated study
programs systems with particular database
interest on: F:M %
• Executive/managerial ratio is
positions in 48%-52%
government (overall)
• Executive/managerial
positions in
government
(Departments that are
viewed as traditional
domains of
women/men)
• Agencies involved in
the protection of
women from violence
Women/Men ratio or Presence and 2013 sex- Maintenance Maintenance Maintenance Download
occupancy of PSU maintenance of sex- disaggrega of database and analysis of and analysis of ing of the
ted database database database
(public sector union) disaggregated database
officers posts database per region

PSU
advocacy
program
Undertake research Research undertaken Research
to determine the undertaken on
the Status and
status and condition Condition of
of women civil Women in the
servants Philippine Civil
Service
HR advice to the HR advice provided The Chair Letter of the
sent a Commission to

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 Office of the to the Office of the letter to all the Office of the
Depart- President and
President and the President the Departments
ment
Departments and Secretaries and other
other government government
in 2010. agencies re
agencies on equal Only appointment of
representation of DPWH qualified and
responded. competent
women and men in women in
the managerial and executive/manag
executive posts erial posts and
staffing
measures based
on database
report. Particular
emphasis to
Departments
with more than
50% male
executives/mana
gers
Better and equitable Indicator 4: New training Training module on Part of the
REAP of Developed the Implemented Implemented Information
access to work There are specific programs developed Women Leadership one grantee Training Module 70% of the disseminatio
opportunities and trainings as a and implemented developed and of (Australia 100% of the participants n to
decent work mechanism to ensure implemented Devt. participants coming from agencies
conditions equal opportunities Scholarship coming from agencies with
for men and women ADS) agencies with more than 50%
in training in Four (4) batches more than 50% male
male executives/mana
compliance with the conducted/ 30 pax executives/mana gers and the rest
MCW-IRR Section 25 per batch gers of the
as well as Women’s participants for
agencies outside
EDGE Plan target. of this category

Indicator 5: Policies/programs Checklist of

Support systems enhanced/ Reasonable Working Existing Checklist of Partnered with
such as child care, Checklist Reasonable 20 PSUs to
implemented Conditions enhanced of Working ensure
healthy and safe
Reasonabl Conditions institutionalizat
working conditions to e Working enhanced and ion of
ease women’s Conditions cascaded to reasonable
burden and promote the working
women-friendly bureaucracy conditions in
infrastructure through PSUs their
respective

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 agencies
Monitoring of agency Installation of a Development Assistance
compliance with monitoring system to and installation in the
of a monitoring collection
reasonable working ensure compliance system to of
conditions and by government ensure monitoring
decent work agencies compliance by reports
standards government from PSUs
agencies
% Compliance with through
reasonable working partnership
conditions with the PSUs

Replication of VAW Issuance of a CSC Evaluation and Assistance

CSC’s enhancement Compliance Compliance in the
Referral System policy covering all
Internal of existing report of report of collection
agencies for the Office VAW Referral agencies that agencies that of data
establishment of a Memorand System established established from
VAW Referral um on VAW Referral VAW Referral identified
System VAWC System System agencies
Referral CSC
System Memorandum
Circular on
adoption and
replication of
VAW Referral
System
Installation of the No. of CSCROs with CARAGA
RO 5 5 5 4 -Partner-
VAWC Referral installed and ships with
System in the operational VAWC service
CSCROs Referral System in providers
-Focal
the CSCROs person (FP)
-FP trained
at least once
per year (16
hrs)

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GOAL 2: To develop competent and credible civil servants who are gender-responsive.

Performance Baseline Targets CSCRO

Outcome Indicators PPA
Measures Data 2014 2015 2016 Implications

Civil servants with Indicator 1: Conduct of literacy and Internal 97% of the 100% 100% 100% CSCROs
gender lens Government officials capacity building % of CSC employees with total no. of (Baseline: No. (Baseline: No. need to
and employees are activities gender awareness employees of new of new (Baseline: No. ensure that
program (GSS) as of EO employees as employees as of new new
provided with literacy
2012 of June 30, of June 30, employees as employees
and capability of June 30,
2014) 2015) are sent to
building on GAD 2016) GSS
especially on
identifying gender % of ROs with at least two, 8 from CO CSCROs
issues three and four new GSS Activation of 100% 100% to send
facilitators per Small, Internal Pool potential
Medium and Large ROs, of GSS
GSS/Anti-
respectively, and five from Facilitators GSS Module
enhancement SH
the CO per year
% of ROs with at least two facilitators
new Trainers for the Anti- No data Activation of 100% 100% to ToT
Sexual Harassment Internal Pool
Workshop of Anti-SH
facilitators Anti-SH
Module
enhancement
External CSCROs to
% of CSCROs whose 6 ROs 8 16 set
Training calendars include (37.5%) deliberately
the conduct of at least two (50%) (100%) target
GSS per year and one anti- participants
SH Training from other
agencies,
prioritizing
the
executives/
managers
and HR/OD
practitioners
in agencies
involved in

CSC GAD Agenda 2014-2016

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 the
protection of
women from
VAWC

Indicator 2: Crafting of GAD agenda GAD agenda for 2014- 2008 Crafted and Implemented Implemented CSCRO
(EMPOWER)
Incorporation of GAD 2016 crafted 2009
disseminated compliance
concerns in planning, (FOCUS)
programming and
budgeting processes Development of Internal Internal Guidelines on None Crafted and
of CSC Guidelines on GPB GPB disseminated Compliance Compliance
Report Report
CSCRO compliance No. of compliant 100% 100%
with the GAD Agenda CO/ROs
Capacity Building for No. of trainings Trainings
CSC’s GAD Focal Point implemented previously One (1) GPB One (1) GPB Participation
System (GFPS) and provided to Training Training of CSROs
Planning and Budget GADvocat
es
Officers on GAD
Planning and Budgeting
(GPB)
Indicator 3: Presence of gender No. of Central Office CSI Maintenance CSCROs
Institutionalization of statistics and sex- units with gender ERPO Maintenance shall
sex-disaggregated disaggregated database statistics and sex- HRPSO likewise
database disaggregated database IRMO OFAM identify
OHRMD database
relating to the GAD
OLA
outcome and analysis OSM
report PAIO
PRO
Gender outlook Indicator 4: Annual GAD Annual GAD Annual GAD CSCROs to
changed so as to Government officials communication plan communication plan comm.plan Annual GAD Annual GAD cascade the
view women as and employees are established with IEC prepared and comm. plan comm. plan comm. plan
men’s equals provided with implemented which are implemented prepared and prepared and
implemented implemented
continuing aimed at consciousness
consciousness- raising
raising advocacy (Include an (Include an
annual one- annual one-
page brief on page brief on
the Status the Status

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 and Condition and Condition
of Women in of Women in
the the
Bureaucracy) Bureaucracy)

GOAL 3: To establish sustainable partnerships and foster cooperation with networks and allies within and outside of the Philippine Civil Service to
promote a gender-responsive bureaucracy.

Performance Baseline Targets

Outcome Indicators PPA Remarks
Measures Data 2014 2015 2016
Partnership with Indicator 1: Forging of partnerships No. of partnerships or Undertook CSCROs
external stakeholders GAD programs are or collaboration collaboration preparations Implementati One (1) One (1) may also
institutionalized implemented with the formed/forged for a for the AECID on of the Major GAD Major GAD form
project AECID Project Project partnership
participation of certain initiative
project
external partners of
Operational
CSC definition:
MOA/MOU
forged
AECID : Agencia Española de Cooperacion Internacional para el Desarollo

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