UNP Sustainability
Development Goals
SDG 8 - DECENT WORK AND ECONOMIC GROWTH
Employment Practice
Living Wage
The University of Northern Philippines (UNP) has made significant strides in aligning with SDG 8: Decent Work and Economic Growth, particularly in employment practices, and living wages. In 2023, UNP has implemented the fourth tranche of the Salary Standardization Law of 2019, ensuring that all staff, and faculty receive the living wage. This commitment is reflected in the University’s compliance with Republic Act No. 11466, which modifies the salary schedule for civilian government personnel. Implementing this law demonstrates UNP’s dedication to providing fair compensation, promoting economic growth within its workforce, and contributing to the broader goals of SDG 8 in promoting decent work conditions, and sustainable economic development.
Unions Employment
UNP recognizes, and supports its employee unions. As evidenced by the Collective Negotiation Agreements with both the Faculty Union and Non-Teaching Employees Union, UNP acknowledges the right of all employees to self-organization, and collective bargaining. These agreements cover permanent, temporary, and contractual staff, ensuring inclusive representation. The University promotes gender equality, prohibits discrimination, and provides various benefits, and privileges to union members. Through this, UNP creates a work environment that respects labor rights, enhances employee welfare, and contributes to sustainable economic growth through improved labor-management relations.
Policy on Dissemination Employment
The University of Northern Philippines (UNP) has implemented a comprehensive non-discrimination policy in line with Sustainable Development Goal 8, which promotes decent work, and economic growth.
As of 2023, UNP has established clear guidelines prohibiting discrimination in the workplace based on religion, sexuality, gender, age, or refugee status. The University’s Office of the President Memorandum No. 2023-007B explicitly directs all personnel to refrain from discriminatory acts or statements. This policy is further reinforced in UNP’s Merit Selection Plans for both teaching, and non-teaching staff, which emphasize equal employment opportunities, and the protection of human rights. These measures demonstrate UNP’s commitment in promoting an inclusive, and equitable work environment for all its employees.
Policy on Modern Slavery
UNP has relentlessly promoted decent work, and economic growth. By 2023, UNP had established a comprehensive employment policy that explicitly addresses modern forms of exploitation. The university’s Merit Selection Plans for both teaching and non-teaching personnel clearly state: “The University is committed against forced labor, modern slavery, human trafficking and child labor. The University protects human rights and employee rights and ensures that employment is free from forced labor, modern slavery, human trafficking and child labor.” This policy commitment aligns with SDG 8’s targets to eradicate forced labor, end modern slavery and human trafficking, and prohibit and eliminate child labor, demonstrating UNP’s dedication to fostering a fair and ethical work environment
Practice on Equivalent Rights
UNP has established a Merit Selection Plan for both teaching, and non-teaching personnel, emphasizing equal employment opportunities, and protection of workers’ rights. The University’s policies explicitly prohibit discrimination based on age, disability, color, national origin, race, religion, sex, or sexual orientation. Furthermore, UNP is committed to preventing forced labor, modern slavery, human trafficking, and child labor. These policies extend to outsourced activities, ensuring that all workers, whether directly employed or contracted through third parties, are afforded equivalent rights, and protections in line with the University’s commitment to fair, and ethical employment practices.
Pay Scale Equity
UNP has implemented policies aligned with CSC-DBM Joint Circular No. 1, s. 2012, which establishes rules for granting step increments based on meritorious performance and length of service. The University also shows dedication to fair compensation through its detailed financial requirements for gratuity pay contract of service, and job order workers. Additionally, UNP’s Board of Regents has approved the rehiring of part-time faculty, and non-teaching personnel, indicating efforts to maintain a diverse workforce. These actions reflect UNP’s commitment to promoting decent work, equitable pay scales, and potentially addressing gender pay gaps within the institution.
Merit Selection Plan
In 2023, the University of Northern Philippines (UNP) has implemented a robust employment practice appeal process in line with Sustainable Development Goal 8, which promotes decent work, and economic growth. This process allows faculty members to voice concerns regarding employee rights, and compensation. As outlined in UNP’s Merit Selection Plan, the University has established a Complaints and Grievance Machinery to address faculty grievances fairly, and efficiently. This system ensures that all teaching staff are afforded equal opportunities, and protects their rights within the employment framework. The appeal process demonstrates UNP’s commitment to maintaining a just, and equitable work environment, promoting productivity, and supporting the professional growth of its faculty.
Expenditure
The University of Northern Philippines (UNP) plays a significant role in driving economic activity in the Ilocos Region. As part of Sustainable Development Goal 8 (Decent Work and Economic Growth), examining University expenditure per employee provides insight into the institution’s economic impact relative to its size, and regional context. For 2023, UNP’s total expenditure was ₱663,457,000, with 675 permanent positions. This ratio suggests UNP is a major economic contributor, likely providing above-average wages, and generating substantial economic activity in the region through its operations, and workforce.
Work Placements
UNP provides students with practical work experience opportunities. In 2023, UNP offered various programs that incorporated work placements as part of their curriculum, preparing students for future employment. The University’s diverse range of programs, including those in Business Administration, Health Sciences, and Technology, suggests a focus on practical skills development. These programs include internships or on-the-job training components, aligning with SDG 8’s aim to promote sustained, inclusive, and sustainable economic growth, full and productive employment, and decent work for all.
Secure Contract
UNP establishes a strong commitment to providing secure employment for its staff, as evidenced by its staffing summary for 2021-2023. In 2023, out of 675 total permanent positions, 620 were filled, indicating a high proportion of employees on secure contracts. This aligns with the objectives of Sustainable Development Goal 8 (SDG 8), which aims to promote decent work and economic growth. By maintaining a significant number of permanent positions, UNP contributes to the goal of reducing precarious employment, and ensuring job security for its workforce, thus supporting the broader aim of SDG 8 to create safe, and secure working environments for all employees.
Year | Total Permanent Positions | Total Permanent Filled Positions |
2021 | 659 | 608 |
2022 | 675 | 620 |
2023 | 675 | 620 |
This table shows the total number of permanent positions available, and the number of those positions that were actually filled for each year. It’s worth noting that while the total number of permanent positions increased from 2021 to 2022 and remained stable in 2023, the number of filled positions also increased from 2021 to 2022 and then remained constant in 2023.