About Us

BRIEF HISTORY

The Technical Education and Skills Development Authority (TESDA) was established through the Republic Act No. 7796, otherwise known as the “TESDA Act of 1994”, which was signed into law by then President Fidel V. Ramos on August 25, 1994. It aims to encourage the full participation of and mobilize the industry, labor, local government units, and technical-vocational institutions in the skills development of the country’s human resources.

The merging of the National Manpower and Youth Council (NMYC) of the Department of Labor and Employment (DOLE), theBureau of Technical and Vocational Education (BTVE) of the then Department of Education, Culture and Sports (DECS), and the Apprenticeship Program of the Bureau of Local Employment (BLE) of the DOLE gave birth to TESDA.

The fusion of the above offices was one of the key recommendations of the 1991 Report of the Congressional Commission on Education, which undertook a national review of the state of Philippine education and manpower development. It was meant to reduce overlapping in skills development activities initiated by various public and private sector agencies, and to provide national directions for the country’s technical-vocational education and training (TVET) system. Hence, a major thrust of TESDA is the formulation of a comprehensive development plan for middle-level manpower based on the National Technical Education and Skills Development Plan. This plan shall provide for a reformed industry-based training program that includes apprenticeship, dual training system and other similar schemes.

TESDA is mandated to:

  1. Integrate, coordinate and monitor skills development programs;
  2. Restructure efforts to promote and develop middle-level manpower;
  3. Approve skills standards and tests;
  4. Develop an accreditation system for institutions involved in middle-level manpower development;
  5. Fund programs and projects for technical education and skills development; and
  6. Assist trainers training programs.

At the same time, TESDA is expected to:

  • Devolve training functions to local governments;
  • Reform the apprenticeship program;
  • Involve industry/employers in skills training;
  • Formulate a skills development plan;
  • Develop and administer training incentives;
  • Organize skills competitions; and
  • Manage skills development funds.

Overall, TESDA formulates manpower and skills plans, sets appropriate skills standards and tests, coordinates and monitors manpower policies and programs, and provides policy directions and guidelines for resource allocation for the TVET institutions in both the private and public sectors.

Today, TESDA has evolved into an organization that is responsive, effective and efficient in delivering myriad services to its clients. To accomplish its multi-pronged mission, the TESDA Board has been formulating strategies and programs geared towards yielding the highest impact on manpower development in various areas, industry sectors and institutions.

MISSION, VISION, VALUES STATEMENT & QUALITY POLICY

VISION

TESDA is the leading partner in the development of the Filipino workforce with world-class competence and positive work values.

MISSION

TESDA provides direction, policies, programs and standards towards quality technical education and skill development.

VALUES STATEMENT

We believe in demonstrated competence, institutional integrity, personal commitment and deep sense of nationalism.

QUALITY POLICY

“We measure our worth by the satisfaction of the customers we serve” through:

Strategic Decisions
Effectiveness
Responsiveness
Value Adding
Integrity
Citizen focus
Efficiency

GOALS and OBJECTIVES

  1. Promote and strengthen the quality of technical education and skills development (TESD) programs to attain international competitiveness;
  2. Focus TESD on meeting the changing demands for quality middle-level manpower;
  3. Encourage critical and creative thinking by dissemination of the scientific and technical knowledge base on middle-level manpower development programs;
  4. Recognize and encourage the complementary roles of public and private institutions in TESD and training systems; and
  5. Inculcate desirable values thru the development of moral character with emphasis on work ethic, self-discipline, self-reliance, and nationalism.

TESDA CORE BUSINESS

  1. Direction Setting
    • Crucial to TESDA’s role as the TVET authority in the country is its capacity to steer and provide guidance to the sector. With the end in view of setting out clear directions and establishing priorities, the availability of timely, relevant and accurate information is of essence. Data gathered through the conduct of researchers and studies shall be disseminated to enable the TVET stakeholders to make informed decisions. With quality information, TVET policies and plans shall be formulated that will serve as the blueprint for TVET implementation in the country.
      1. Policies, Plans and Information
        1. Programs and services relating to these concerns embody the role of TESDA as the authority in TVET. These are aimed at providing clear directions and priorities for TVET in the country. These include the formulation of plans and policies for the TVET sector and the generation through researches and studies and the dissemination of relevant data and information for informed decision of stakeholders of the sector.
          • Regional Technical Education and Skills Development (TESD) Plan
          • Labor Market Intelligence Reports
          • Technical Vocational Education and Training (TVET) Statistics
      2. Pro-active Job Matching Process
        1. TESDA shall SEEK (jobs) through domestic and international market intelligence report to pinpoint specific job requirements. TESDA shall FIND (people) the right people who can be trained to fit the jobs in partnership with NGOs, social welfare agencies / institutions, school and community organizations. TESDA shall TRAIN (people) using standards of quality for TVET developed in consultation with various industry sectors. This pro-active matching process contributes to the best job-skills fit. TESDA also focuses on increasing productivity of implemented training programs by assisting individuals or groups who prefer to go into micro business, small and medium enterprises of enterpreneurship training.
  2. Standards Setting and Systems Development
    • Another pillar towards the realization of TESDA’s authority role in the TVET sector is to ensure quality through the provision of standards and system development services. Competency assessment and certification of workers is continuously done in pursuit of professionalizing skilled workers.
      • Competency Standards Development
      • Competency Assessment and Certification
      • Unified TVET Program Registration and Accreditation System (UTPRAS)
      • Ladderized Education Program (LEP)
      • Skills Competitions
  3. Support to TVET Provision
    • In view of the need to provide equitable access and provision of TESD programs to the growing TVET clients, TESDA continues to undertake direct training provision. There are four training modalities, namely:
      • School-based training program
      • Center-based training program
      • Community-based training program
      • Enterprise-based training program
      • TVET Scholarships
      • Youth Profiling for Starring Careers (YP4SC)
  4. 4. Institutional Capacity Building
    • For TESDA to provide the required services and live up to its core business, it must muster internal capacity and capability. It is necessary to build its competencies along various requirements of its responsibilities in direction setting, standards setting and systems development and in supporting TVET provision. Institutional capacity building also involves the installation of the TESDA quality management system at all levels of the organization.
    • THE REAL DEAL TESD
      • Under the stewardship of Secretary Joel Villanueva, TESDA Director General, the agency’s governance platform is dubbed as REAL DEAL TESD: From Enrollment to Employabilitythru the Seek + Find + Train + Certify = Employability (SFTCE) strategyto ensure Best-Job-Fit. Essentially, the SFTCE means to seek the jobs, find the people that can be trained and train them based on the standards of the industry, assess and certify the workers, and consequently make them employable to the jobs available on the labor market.
        • Reach the grassroots
        • Empower the reached
        • Assure quality training and
        • Lifelong education
        • Develop
        • Enable and
        • Actively engage
        • Labor members In job opportunities thru employability and livelihood skills

PROGRAMS AND SERVICES

  1. Competency Standards Development
    • This program aims at developing standards and systems that will align middle-level skills and qualifications with the industry standards. The competency standards that are promulgated by the TESDA Board as Training Regulations (TRs) serve as the bases in the registration of TVET programs and in assessing the qualifications of the middle-level skilled workers thru the competency assessment and certification program. At present, there are four levels of qualifications, namely; NCI to NCIV
  2. Unified TVET Program Registration and Accreditation System (UTPRAS)
    • UTPRAS consists of two components, namely registration and accreditation. Program registration is a compliance with minimum requirements prescribed in the TRs and anchored on competency-based system. Program registration prescribes full compliance with the prevailing training standards, correction of sub-standard ones and denial of registration for those who comply. An Integral part of program registration is the monitoring of registered programs for continuous compliance to standards. Program registration is compulsory.
    • Accreditation, on the other hand, is institutional and is viewed as both a process and status. It is a process by which a TVET institution evaluates its operations and programs, and seeks independent judgment to confirm that it substantially achieves its objectives and is generally equal in quality to comparable institutions or programs. As a status, it is a formal recognition granted by an authorized accrediting agency to an institution that had installed a number or all the components of quality systems in their programs/institution.
  3. Competency Assessment and Certification
    • This program aims at assessing and certifying the competencies of the middle-level workforce thru the Philippine TVET Qualification and Certification System (PTQCS). The assessment process is done to confirm that a tech-voc graduate, industry worker and/or practitioner can perform according to the standards in the workplace. Certification is provided to those who meet the competency standards. Passers are issued National Certificate (levels I-IV) or Certificate of Competency. This ensures the productivity, quality and global competitiveness of the middle-level workers.
    • TESDA regularly updates its Registry of Workers Assessed and Certified (RWAC) which provides information on the pool of certified workers for certain occupations. Region III also has accredited competency assessment centers as well as competency assessors who conduct the competency assessment processes for individuals applying for certification.
    • Assessment is open to all Filipinos – tech-voc or degree graduates, industry workers, and TVET practitioners.
  4. Scholarship Programs
    1. Training for Work Scholarship Program (TWSP)
      1. TWSP is designed to:
        • Directly intervene in the provision of training for highly critical skills
        • Encourage private TVET providers to redirect their training programs to skills that are most needed by the economy
        • It hopes to provide skills and competencies to jobseekers thru appropriate training programs that are directly connected to existing jobs for immediate employment.
      2. Benefits for scholars include:
        • Free training
        • Free competency assessment
      3. Qualification requirements:
        • Filipino citizen
        • At least 18 years old
        • Has taken the DepEd’s National Career Assessment Examination (NCAE) or has under TESDA’s Youth Profiling for Starring Careers (YP4SC)
    2. Private Education Student Financial Assistance Program (PESFA)
      1. This program was established thru Section 8 of the Republic Act No. 8545, otherwise known as the Expanded Government Act (GASTPE) Act. PESFA offers educational grants to qualified and deserving college freshmen both in degree and non-degree courses. The Commission on Higher Education (CHED) and TESDA handle the administration of the program for degree and non-degree courses, respectively.
        1. The program seeks to:
          • Extend financial assistance to marginalized but deserving students in post secondary non-degree courses
          • Promote TVET
          • Contribute to development of a competent skilled workforce; and
          • Assist private institutions in their development efforts by assuring a steady supply of enrollees to their course offerings
  5. Youth Profiling for Starring Careers (YP4SC)
    • Career profiling is a computer-based career guidance program that is geared towards helping students, out-of-school youth (OSY) and unemployed adults decide intelligently on what course to pursue after high school. Through this, a person will be given a list of occupations that best fit his interest and aptitude, which makes for an informed career decision-making.
  6. TESDA Blue Desk Program
    • An Internet-based employment facilitation system that aims to assist all technical vocational education and training (TVET) graduates in finding employment thru referrals to or matching with employers, companies, and even national government agencies looking for skilled workers.
    • It is a direct job facilitation assistance that can be extended not only by TESDA but also by its partner TVET providers, including the LGUs. Blue Desk units may be established in malls, Ecozones, or areas frequently visited by job seekers.
    • The Blue Desk units serve as the point office to facilitate and/or provide assistance to job seekers thru the following:
      1. Uploading/submission of the clients’ resume in the manpower pool which is being maintained by JobsDB and the TESDA portal. This is done thru the front-end system of the web-based program created by TESDA and JobsDB for this purpose;
      2. Companies who are looking for qualified workers can refer to the manpower pool as a possible source of qualified job applicants, thereby ensuring the opportunity to jobseekers of getting hired at any given time;
      3. Local companies operating in Region III can also participate in the hiring process by getting posted thru the back-end access of the Blue Desk web-based system. Interested companies may submit their profile to TESDA for screening before it receives the manpower pool data or the firms’ job requirements are similarly posted in the web-based program;
      4. TESDA can also do referrals and job-matching of the clients resume against the companies’ posted need or job requirements thru the back-end system of the program.
    • The referral and job matching activities, which is being done ‘on-line’, allows the verification of employment data of partner-institutions. The Blue Desk System aims to address the need of the industry by providing thru the web. The list of TVET graduates in all parts of Central Luzon who are potential qualified manpower resource to the industry.
    • Industries and companies spend considerable amount of money to advertise their manpower needs and other form of scouting for the needed human resource. In this system, there is no need for the company to advertise their manpower needs in-as-much as the web containing the database of manpower inventory produced by different institutions could be made readily available to their human resource offices.
    • The web system however, requires subscription from a service provider who assists TESDA in the on-line referral and job matching activities and as such may require the institution for a fee. In this regard, it is requested that the institution’s annual fees for its subscription be subsidized by the companies. Expectedly, the advertisement can get and attract applicants from the general public.
    • The following are the benefits of the system to our industry partners:
      1. 24/7 posting of job vacancies/requirements, hiring, promotion and advertisement with unlimited access to worker’s database
      2. Estimated manpower pool of 130,000 skilled workers yearly from 477 registered tech-voc institutions
      3. Company information kept in a very reliable system with a minimal cost of only Php55.00/day
  7. TESDA Specialista Technopreneurship Program (see TESD Programs)
  8. Coca-Cola-TESDA S3TAR Program (see TESD Programs)
  9. DSWD-TESDA Cash for Training Program (see TESD Programs)