Message from the PCGG GAD-TWG Head


The Presidential Commission on Good Government aims to create a gender sensitive and gender responsive government through programs like Gender and Development.

In ensuring that this noble institution is able to deliver and perform its mandate and functions, GAD recognizes PCGG’s Mission and Vision which in turn support its agenda.

I take pride in the collective and aggressive efforts that were put together by the team in achieving the goals set for the fulfillment of GAD’s thrusts and directions.

More power!Atty. John A. Agbayani
Chairperson
Head, PCGG GAD-TWG

 

Presidential Commission on Good Government Gender Mainstreaming Policy


I. Introduction
Republic Act 9710 or otherwise known as the Magna Carta of Women mandates all government departments including their attached agencies, offices and bureaus to adopt gender mainstreaming as a strategy to promote human rights and eliminate gender discrimination in their systems, structures, policies, programs, processes and procedures. Presidential Commission on Good Government (PCGG) commits to implement the provisions of the law and other gender-related laws and policies in relation to its mandate.

II. Organization's Vision, Mission and Values

VisionMissionValues
• To become the Commission on informed policy analysis and studies on techniques and methods to combat and prevent corruption.
• To uphold the institution’s integrity and credibility,  aligning  its organization and efforts by recalling the noble intentions for which it was   created.

• To secure its place in history, by creating a legacy built on transparency, integrity, and accountability- and, in so doing, become the People’s Commission,  and a model agency and exemplar for good  governance.

Our actions, decisions, and our work are enlightened by values and deeply-held convictions. Ours is a Commission that is consultative, participative, and inclusive.

1. Collegial.  We  believe  that  collaboration,   cooperation,  and  coordination  are key to the successful operations  of our organization.
2. Moral. We do not only do what is right, we strive to do what is good-for the country and the Filipino  people.
3. Responsible. We welcome responsibility as an indicator of trust: the  greater the responsibility, the greater the trust.
4. Transparent. We follow established procedures that are clearly spelled out and known to everyone.
5. Honest. We  serve the  people  with  candor  and  for  no  consideration other than to meet the ends of truth.
6. Competent. We work hard to respond and to be responsive to the needs of the country and our people.
7. Professional. We conduct ourselves in a manner that honors our office and positions as a public trust.
8. Efficient. We make every effort to save on costs, without sacrificing the   high quality of our work.
9. Punctual. We report for work on time, and respond to our stakeholders in a prompt  and timely manner.

10. Self-Transcendent. We recognize that there is always  room  for   learning and continuous self-improvement.

III. Policy Statement
The Presidential Commission on Good Government, in the performance of its mandate, shall uphold the existing national policies on Gender and Development in the institutionalization of good governance and prevention of corruption through the adoption of gender responsive policies, plans, processes, programs and activities that shall promote, protect and fulfilled the rights of both men and women in the Commission.

IV. References to International and National GAD Mandates

a) Convention on the Elimination of all forms of discrimination against women (CEDAW)
b) Beijing Platform for Action
c) Republic  Act  7192 of 1992: Women  in  Development (WID) and Nation Building Act
d) Executive Order 273 of 1995: Approving and adopting the Philippine Plan for Gender-responsive Development (PPGD), 1995 to 2025
e) Republic Act 9710 Magna Carta of Women
t) Joint Circular 2012-1 or the Guidelines for the Preparation of Annual Gender and Development (GAD) Plans and Budget to Implement the Magna Carta
g) PCW Memo Circular 2012-1 Guidelines for the Creation, Strengthening, and Institutionalization of the Gender and Development (GAD) Focal Point System
h) PCW Memo Circular 2014-06 Promoting the Use of Gender­ Sensitive Language in the Drafting and Review of Legislative Measures
i)  Anti Violence Against Women and Children (RA 9262)
j) Anti-Sexual  Harassment law (RA 7877)
k) Solo Parent Welfare Act (RA 8972)
l) An Act Defining and Penalizing the Crime of Photo and Video Voyeurism, Prescribing Penalties therefore, and for other Purposes (Republic Act No. 9995)
m) Republic Act No. 8187, otherwise known as the “Paternity Leave Act of 1996”.

V. Policy Objectives

1. To strengthen the commitment of the Commission in gender mainstreaming through the adoption of guidelines, mechanisms and creation of an enabling environment that ensures faithful adherence to national GAD policies and plans, and international  treaties and commitments;
2. To mainstream and institutionalize Gender and Development (GAD) in the implementation of the Commission’s annual and medium-term plans, programs, projects and activities;
3. To provide direction in the implementation of GAD Plans and Budgets; and
4. To ensure GAD capacity development responsive to the needs of all personnel of the Commission.

VI. Policy Guiding Principles

1. The Commission shall adhere to highest standards of government  service and  shall act in accordance with the principles of integrity, accountability, equity and equality in the performance of its duties and responsibilities;
2. It shall promote universal equality and non-discrimination, protect and fulfill the rights of both men and women within and outside the Commission
3. It shall promote empowerment of women and pursue equal opportunities for women and men and ensure equal access to resources and to development results and outcome.

VII. Organization-Focused Policies, Programs and Activities

1. Balanced  Representation

a. The Commission shall endeavour an equitable and meaningful representation of both men and women in the Commission and in all of its committees to ensure a gender-sensitive policy-formulation and decision­ making process.
b. Pursuant to existing national policy of gender equality and development, the Commission commits to pursue special temporary measures that will enable women’s equitable and meaningful participation and representation.

2. Recruitment of Staff

a. The hiring of personnel shall be solely based on the qualifications and competence of the applicant, subject to existing merit and  fitness  standards of the Civil Service Commission. Any form of discrimination in the hiring of personnel on account of sex, class, age, gender, language, ethnicity, religion, ideology, disability, education, and status of the applicant shall not be allowed.
b. Newly hired employees shall undergo gender sensitivity briefing as part of their  employment orientation.

3. Equality of Pay and Provision of Employment Benefits

In line with the doctrine of equal pay for equal work, the Commission undertakes to provide equal pay and benefits to  all employees, subject to existing CSC and DBM rules and regulations.

4. Performance Management, Training and Career Opportunities

The Commission shall strive to establish policies promoting a more gender-sensitive   working   environment   and   provide   equal  access and opportunities for career development regardless of sex, class, age, gender, language, ethnicity, religion, ideology, disability, education, and status. It shall integrate in its Human Resource Development Plan and performance management system, gender- sensitive and responsive policies, and include gender-related indicators in its career development program.

5. Staff Welfare

To uplift the physical and mental well-being of its employees, the Commission shall adopt and implement gender-related policies and programs on employees’ welfare, which include among others  the provision of humane and decent working condition, promotion of health and wellness, observance of leave privileges and other benefits, including those provided under the Collective Negotiation Agreement (CNA).

6. Family-Friendly Workplace Practices

The Commission shall allow flexi-time, job-sharing, maternity, paternity and parental leave, childcare provision, subsidy, extended leave, compensatory time off and part-time work subject to existing rules and regulations. As far as practicable, work duties and responsibilities of employees including attendance to meetings and events, will take into account the employees’ filial and parental obligations.

7. Knowledge  Management

a) The Commission shall publish and disseminate information on its Gender and Development (GAD) activities, including Sex­ Disaggregated Data (SDD) and other gender-related data/information, articles and researches in through its website, official publications and bulletin boards, highlighting its commitment to promote gender equality and women’s rights; and
b) It shall institutionalize the use of gender-fair language in all its internal and external communications.

VIII. Client-Focused Policies, Programs and Activities

The Commission given the nature of its mandate shall contribute to addressing the needs of the farmers beneficiaries and human rights victims through a more efficient and faster recovery of ill-gotten wealth that will fund specific government programs and projects (e.g. CARP and human rights victims’ compensation).

IX. Enabling Mechanisms for Gender Mainstreaming

1. GAD Technical Working Group

The GAD Technical Working Group of the Commission shall be responsible for the planning, implementation, monitoring and assessment of gender-related policies and programs, and shall report the results to the Chair of the Commission and the DOJ GAD Focal point system including the status of gender mainstreaming in the organization. Other GAD Ad-hoc committees and mechanisms may be organized/created by the Commission as deemed necessary by the TWG ,,vith the approval of its management

2. Grievance Machinery and Committee on Office Decorum and Investigation

In case of breach and/or failure to abide with the above policies, an aggrieved person or party may file a complaint with the Commission’s Grievance Committee and in the case sexual harassment with Committee on Decorum and Investigation.

X. Resources for the Implementation of the Gender Mainstreaming Policy/Program
The Commission shall provide sufficient funds to implement its gender mainstreaming policies and programs which is at least 5% of its total budget for the year as mandated under Republic Act No. 9710, subject to existing guidelines.

XI. Gender and Development Planning, Monitoring and Evaluation
The Commission through its GAD Technical Working Group (GAD-TWG) shall formulate the annual GAD plan with its corresponding budget and develop and institutionalize a monitoring and evaluation system that includes the conduct of a gender audit, gender analysis (using tools such as the Gender Mainstreaming Evaluation Framework and Harmonized GAD Guidelines), and/or review of sex­ disaggregated data that will help identify and address gender gaps/ issues in the organization.

GAD DATABASE
The Commission shall develop and maintain a GAD database containing GAD information to include gender statistics and age- and sex-disaggregated data that have been systematically produced/gathered (how – methodology), regularly updated annually to serve as inputs or bases for planning, programming, and policy formulation.