OM NO. 25 s. 2019

OFFICE MEMORANDUM NO. 25

 

TO:                        ALL CONCERNED AND DIVISION MANAGERS

                                THIS AGENCY

                                THIS REGION

SUBJECT:          NIA MIMAROPA GUIDELINES IN GENDER AND DEVELOPMENT (GAD) MAINSTREAMING

I. RATIONALE

Executive Order (EO) No. 273 (Approving and Adopting the Philippine Plan for Gender-Responsive Development [PPGD 1995-2025]) mandates agencies to incorporate and reflect GAD concerns in their agency performance commitment contracts, annual budget proposals, and work and financial plans. Also, in accordance with the Framework Plan for Women, agencies are encouraged to promote gender-responsive governance, protect and fulfill women's human rights, and promote women's economic empowerment.

Relative to this, Republic Act No. 9710 otherwise known as the Magna Carta of Women (MCW) defines Gender Mainstreaming as the strategy for making women's as well as men's concerns and experiences an integral dimension of the design, implementation, monitoring, and evaluation of policies, programs and projects in all social, political, civil and economic spheres so that both women and men will benefit equally. It is the process of assessing the implications for women and men of any planned action, including legislation, policies or programs in all areas and at all levels.

Rule V, Section 23 of the Magna Carta of Women also recognizes the contribution of women to food production and shall ensure its sustainability and sufficiency, including in the context of climate change, with the active participation of women.

Moreover, Section 36 of the said law states the need for all government agencies to adopt GAD Mainstreaming as a strategy to promote women's human rights and eliminate gender discrimination in its systems, structures, policies, program s, processes and procedures. It also instructs all concerned agencies to establish or strengthen their Gender and Development Focal Point System (GFPS) to catalyze and accelerate gender mainstreaming within their agencies.

Hence, the issuance of these guidelines.

II. LEGAL BASES

The following laws and issuances served as guide in crafting this Office Memorandum:

  1. Republic Act. No. 7192 - Women in Development and Nation Building Act;
  2. Republic Act No. 9710 - Magna Carta of Women (MCW);
  3. Executive Order No. 273 - Approving and Adopting the Philippine Plan for Gender-Responsive Development (PPGD) 1995-2025;
  4. The Philippine Commission on Women (PCW) Memorandum Circular No. 2011-01 - Guidelines for the Creation, Strengthening and Institutionalization of the Gender and Development (GAD); and
  5. PCW, National Economic Development Authority (NEDA), and Department of Budget and Management (DBM) Joint Memorandum Circular (JMC) 2004-1.

III. COVERAGE

This Office Memorandum will cover the Regional Office and three Irrigation Managements Offices (IMOs) in NIA MIMAROPA particularly: Mindoro Oriental-Marinduque-Romblon (MOMARO) IMO, Occidental Mindoro IMO and Palawan IMO.

IV. OBJECTIVES

  1. To facilitate integration of GAD in the programs, projects and activities of NIA MIMAROPA;
  2. To guide NIA MIMAROPA in monitoring and evaluating its GAD mainstreaming efforts;
  3. To strengthen the GAD Focal Point System of NIA MIMAROPA; and
  4. To ensure that the programs, services, projects and activities being implemented, piloted and initiated by NIA MIMAROPA are gender-responsive.

V. GENERAL GUIDELINES

  1. NIA MIMAROPA shall institutionalize GAD in all its projects, programs and activities.
  2. NIA MIMAROPA GAD Focal Point System shall be strengthened to ensure and advocate for,guide, coordinate and monitor the development, implementation, review and updating of the agency’s GAD plans and GAD-related programs, services, activities and projects.
  3. The cost of implementing GAD plan and programs shall be included in the Annual Procurement Plan. Relative to this, GAD Planning and Budgeting shall be conducted annually as part of the agency’s programming and budgeting exercises.
  4. NIA MIMAROPA shall undertake orientations and capacity development on GAD for its officials, employees and clients.
  5. A region-wide gender audit shall be conducted every three years to determine the effectiveness of NIA MIMAROPA’s PAPs for gender mainstreaming.

VI. SPECIFIC GUIDELINES

CLIENT-FOCUSED

  1. For various gender-related trainings, at least 40% of the total attendees shall be women.
  2. Sex-disaggregated profile of Irrigators Associations (IA) members and officers shall be updated annually.
  3. For regular IA trainings, there shall be at least 20% women attendees.

ORGANIZATION-FOCUSED

  1. For various gender-related trainings, there shall be at 80% attendance of NIA personnel.
  2. Continuous Gender mainstreaming activities for NIA personnel shall be conducted.
  3. NIA MIMAROPA GFPS shall continue to undergo various capacity-building on GAD.
  4. NIA MIMAROPA GFPS will be reconstituted upon retirement/resignation of a GFPS member.
  5. GAD concepts and perspectives shall be included in all NIA training proposals, feasibility study reports, project completion reports and other related reports/documents.

VII. GAD FOCAL POINT SYSTEM

Functions of the GAD Focal Point System[1]

The GFPS shall perform the following functions:

  1. Lead in mainstreaming gender perspective in agency/department policies, plans and programs. In the process, they shall ensure the assessment of the gender-responsiveness of systems, structures, policies, programs, processes, and procedures of the agency based on the priority needs and concerns of constituencies and employees and the formulation of recommendations including their implementation;
  2. Assist in the formulation of new policies such as the GAD Code in advancing women’s status, such as in the case of LGUs;
  3. Lead in setting up appropriate systems and mechanisms to ensure the generation, processing, review and updating of sex-disaggregated data or GAD database to serve as basis in performance-based gender responsive planning;
  4. efforts of different divisions, offices, units of the agency and advocate for the integration of GAD perspectives in all their systems and processes;
  5. Spearhead the preparation of the agency annual performance-based GAD Plans, Programs and Budget in response to gender issues of their constituencies and clients and in the context of their agency mandate, and consolidate the same following the format and procedure prescribed by the PCW, DBM and NEDA in the Joint Circular 2012-1. The GFPS shall likewise be responsible for submitting the consolidated GAD Plans and Budgets of the department/agency, and as needed, in responding to PCW’s comments or requests for additional information.
  6. Lead in monitoring the effective implementation of GAD-related policies and the annual GAD Plans, Programs and Budget;
  7. Lead the preparation and consolidation of the annual agency GAD Accomplishment Report and other GAD Reports that maybe required under the MCW;
  8. Strengthen the external link with other agencies or organizations working on women’s rights and gender and development to harmonize and synchronize GAD efforts at various levels of governance;
  9. Promote and actively pursue the participation of women and gender advocates, other civil society groups and private organizations in the various stages of the development planning cycle, giving special attention to the marginalized sectors; and
  10. Ensure that all personnel of the agency including the finance officers (e.g. accountant, budget officer, auditors) are capacitated on GAD. Along this line, the GFPS will recommend and plan an appropriate capacity development program on gender and development for its employees as part of and implemented under its regular human resource development program.

Roles and Responsibilities

  1. The GFPS Chairperson or Head of Agency shall :
    1. Issue policies or other directives that support GAD mainstreaming in the policies, plans, programs, projects and activities, budget, systems and procedures of the agency including the creation, strengthening, modification or reconstitution of the GFPS; and
    2. Approve the GAD Plan, Program and Budget of the agency as duly endorsed by the Executive Committee, with the assistance of the Technical Working Group, and ensure its implementation.
  2. The Executive Committee shall:
    1. Provide direction and give policy advice to the Agency Head to support and strengthen the GFPS and agency’s GAD mainstreaming activities;
    2. Direct the identification of GAD strategies, programs, activities and projects based on the results of the gender audit, gender analysis and according to the identified priorities of the agency in response to the gender issues faced by its clients and employees;
    3. Ensure the timely submission of the agency GAD Plan and Budget, Accomplishment Report and other GAD-related reports to the PCW and to DBM;
    4. Ensure the effective and efficient implementation of the agency GAD programs, activities and projects and the judicious utilization of the GAD Budget;
    5. Build and strengthen the partnership of the agency with PCW, GAD experts, advocates, women’s groups and other stakeholders in pursuit of gender mainstreaming;
    6. Recommend approval of agency GAD Plans and Budgets and GAD ARs; and
    7. Recommend awards or recognition to outstanding institutional GAD programs, activities and projects and /or GAD FP members.
  3. The Technical Working Group (TWG) or Secretariat shall:
    1. Facilitate the implementation of the gender mainstreaming efforts of the agency through the GAD planning and budgeting process;
    2. Formulate agency GAD Plans, Programs and Budget in response to the gender gaps and issues faced by their clients and constituencies, women and men employees, following the conduct of a gender audit, gender analysis, and/or review of sex disaggregated data;
    3. Assist in the capacity development of and provide technical assistance to the agency, and as needed, to officers in the other offices or units. In this regard, the TWG shall work with the human resource development office on the development and implementation of an appropriate capacity development program on gender equality and women’s empowerment for its employees, and as requested or deemed necessary, for other offices under the Department or Agency, as the case may be;
    4. Coordinate with the various units of the agency including its regional and attached agencies and ensure their meaningful participation in GAD strategic and annual planning exercises. The TWG of the GFPS of the central agency shall coordinate with the GFPS of its attached agencies, bureaus and regional offices especially on the preparation, consolidation and submission of GAD Plans and Budgets;
    5. Lead the conduct of advocacy activities and the development of IEC materials to ensure critical support of agency officials, staff and relevant stakeholders to the activities of the GAD Focal Point System and GAD mainstreaming activities;
    6. Monitor the implementation of GAD-related programs, activities and projects in their respective offices and suggest corrective measures to improve implementation of GAD PAPs and GFPS activities;
    7. Prepare and consolidate agency GAD accomplishment reports; and
    8. Provide regular updates and recommendations to the head of agency or ExeCom on the activities of the GFPS and the progress of agency GAD mainstreaming activities based on the feedback and reports of the various units of the agency.

VIII. ON PREPARATION OF ANNUAL GAD PLAN AND BUDGET AND ACCOMPLISHMENT REPORT

  1. In support to the implementation of annual GAA on GAD Budget, the GAD Plan shall be integrated in the Annual Procurement Plan, the cost of which shall be at least five percent (5%) of the total budget.
  2. GAD Planning and Budgeting shall be conducted annually particularly at the last quarter as part of the agency’s programming and budgeting exercises.
  3. All GAD Plan and Budget and GAD Accomplishment Report shall be submitted to NIA MIMAROPA Regional Office 20 days prior to the schedule of the National Budget Call.

IX. EFFECTIVITY

This Office Memorandum shall take effect immediately and will remain in force until revoked or rescinded.

Issued this 25th day of October, 2019.

 

WILLIAM P. RAGODON

   Regional Manager 

 

[1]   Memorandum Circular No. 2011-01. Philippine Commission on Women.

PDF icon OM NO. 25 s. 2019 - NIA MIMAROPA Guidelines on GAD Implementation.pdf
Type: 
Policies
Year: 
2019