Decent Work Country Programme Seychelles, 2011-2015 · 2018-01-25 · 2.3.3 National Population Policy for Sustainable Development ... and youth through proper research and review

Republic of Seychelles

Decent WorkCountry Programme2011 - 2015SEYCHELLES


Republic of Seychelles

TABLE OF CONTENTSLIST OF ACRONYMS AND ABBREVIATIONS ................................................................. iPREFACE .................................................................................................................... iiiACKNOWLEDGEMENTS .............................................................................................. vFOREWORD .............................................................................................................. viiEXECUTIVE SUMMARY ............................................................................................... ixPart 1 Situational Analysis .................................................................................... 1

1.1 Socio Economic Perspective ........................................................................ 11.2 International Labour Standards ................................................................... 21.3 Labour Legislations ...................................................................................... 31.4 The Employment Tribunal .......................................................................... 31.5 Social Charter for Dialogue. ......................................................................... 4

1.5.1 Workers’ Organizations ............................................................................... 41.5.2 Employers’ Organizations ............................................................................ 5

Part 2 Defining a Decent Work Country Programme for Seychelles .................... 52.1 Understanding the Decent Work Agenda .................................................... 52.2 Identifying the 4 Strategic Objectives of Decent Work ................................ 5

2.2.1 Strategic Objective No: 1, Employment ...................................................... 62.2.2 Strategic Objective No: 2, Rights at Work ................................................... 72.2.3 Strategic Objective No: 3, Social Protection ................................................ 72.2.4 Strategic Objective No: 4, Social Dialogue................................................... 7

2.3 Government Policies and Programmes ....................................................... 72.3.1 Strategy 2017 .............................................................................................. 82.3.2 Employment Policy ...................................................................................... 82.3.3 National Population Policy for Sustainable Development ........................... 82.3.4 ILO Technical Support and Experience ......................................................... 9

2.4 A Global Jobs Pact ....................................................................................... 9Part 3 The Seychelles’ DWCP Goal ........................................................................ 10

3.1 DWCP Priorities ........................................................................................... 103.2 DWCP Strategies, outcomes, indicators and outputs .................................. 11

PRIORITY 1 ................................................................................................... 11PRIORITY 2 ................................................................................................... 13PRIORITY 3 ................................................................................................... 16

Part 4 IMPLEMENTATION AND MANAGEMENT ................................................... 174.1 IMPLEMENTATION PLAN MATRIX

(see attached appendix on implementation plan) .......................................19

Part 5 PERFORMANCE MONITORING AND EVALUATION ..................................... 19Part 6 BUDGET ....................................................................................................... 42

Seychelles • i

LIST OF ACRONYMS AND ABBREVIATIONSARLAC African Regional Labour Administrative CentreASE Association of Seychelles Employers CORALS Consolidating Rights and Work and Labour Relation in SeychellesCSOs Civil Society OrganisationsDWAA Decent Work Agenda in AfricaDWCP Decent Work Country ProgrammeEAMAT East Advisory Multidisciplinary Advisory TeamFEAS Federation of Employers’ Association of SeychellesG.S.T General Services TaxGDP Gross Domestic ProductILO International Labour OrganizationILS International Labour StandardsIRA (1994) Industrial Relations Act 1994LMIS Labour Market Information SystemM.E.R.P Macro Economic Reform Programmes 2004MEEHR Ministry of Education, Employment and Human Resources MOH Ministry of Health MSAMD Ministry of Social Affairs and Manpower DevelopmentNCCE National Consultative Committee on EmploymentNPPSD National Population Policy for Sustainable DevelopmentNTELC National Tripartite Employment and Labour Council OHS Occupational Health and SafetyS.I.D.S Small Island Development StatesSEnPA Small Enterprise Promotion AgencySFWU Seychelles Federation of Workers UnionSME Small and Medium EnterpriseSWA Social Welfare AgencyUNSCCA United Nations Seychelles Common Country Assessment

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PREFACE

Seychelles • v

ACKNOWLEDGEMENTSThe Decent Work Country Programme (DWCP) is a mechanism through which the ILO supports the efforts of tripartite constituents, find effective and long-lasting solutions to commonly identified challenges in socio economic development. This Decent Work Country Programme comes at a time when Seychelles is concerned with finding a common approach to buffer and eventually immunize the country against possible future socio economic catastrophes the likes of the recent Global Financial Crisis. This has taken into consideration the need to strengthen internal systems and structures that will act as pillars to ensure that such future external crisis causes much less collateral damage compared to what it could have done in normal circumstances.

It is in this context that the Government of the Republic of Seychelles along with social partners and stakeholders has identified common needs, defined expectations and considered strategies as a spontaneous reaction to challenges and issues that could hamper the progress of the respective organizations. The high level of cooperation and goodwill is well acknowledged and highly appreciated.

To this end, on behalf of the DWCP drafting committee, I would like to express my gratitude and appreciation most particularly to the:

Government of the Republic of Seychelles for accepting this important project and its commitment in realising its successful implementation

Employment Department for its supportive and facilitating role.

Seychelles Federation of Workers’ Union, Federation of Employers’ Association of Seychelles and the Non-Governmental Organisations for their indispensable contributions.

Gender Secretariat of the Social Development Department for their technical input from a gender perspective.

Constructive intervention of the ILO Regional Office, their expertise and support in the drafting of the project document and their commitment for future technical support in materializing this vital Seychelles DWCP.

We are convinced that the implementation of the project will continue with the same vigour and spirit that has transpired in the initial consultation and drafting processes of this DWCP.

The drafting committee comprised:- Seychelles Federation of Workers’ Union Mr. Jean Malbrook; Federation of Employers’ Association Seychelles Ms Susan Labrosse; Employment Department, Mr Jules Baker and Ms Susan Morel; Gender Secretariat Ms Tessa Siu; Civil Society Organisations Mrs Rosemary Elizabeth.

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FOREWORD FOREWORD

The Government of Seychelles has an ambitious plan to double the Gross Domestic Product (GDP) by the Year 2017 translating to 7 years from 2010. This goal is specified in Strategy 2017: Creating our nation’s wealth together. Critical to the realization of this strategic objective will undoubtedly be financial resources and other collateral requirements but equally indispensable will be the elements of labour and employment summarized in Chapter 40 of the Strategy document. For obvious reason, this five year Decent Work Country Programme (DWCP) of Seychelles could not have been initiated at a better and more opportune moment. The development plans of Seychelles have always been a challenge for employment and supply of labour imposed by demographic conditions of our country. Nonetheless, quality employment and unemployment marginalization is however well within our reach. The Government through the Ministry of Education, Employment and Human Resources is set to attain this important milestone in the remaining 7 years of our nation’s development. It is for this reason that the Government of the Republic of Seychelles welcomes Decent Work Country Programme initiative as it will facilitates the preparation of a coherent and focused programme that promotes decent work throughout the economy. It also consolidates labour and employment achievements to which the ILO has been an indispensable contributor. Important to highlight is the support of the social partners in the consultation and identification of the three priority areas which will subsequently translate into an effective and efficient supervisory implementation framework amongst the stakeholders. Seychelles needs investors and from lessons learnt, a conducive environment to attract investment is a stable, transparent and user friendly labour legal framework. It includes flexible mediation structures as well as accessible legislation. The National Consultative Committee on Employment regulations strengthens the Government’s objective in maintaining the dividends of industrial peace in Seychelles as motivation and stimulus for capital investment. Employment creation especially for women and youth remains the challenge for this DWCP. Research and analysis of our Small and Medium Enterprises (SMEs), human resources development strategies amongst other policy matters will give a clearer impression on how to address unemployment through a more holistic approach. May I conclude by warmly thanking the social partners in seeing the need to further develop the spirit of dialogue and consultation enshrined in the Social Charter for Dialogue (2005). It is only through capacity building and empowerment of the constituents that real and sustainable progress in the Employment and Labour Sector of Seychelles can be advanced and sustained to achieve the vision set for 2017.

…………………………………………

Hon. Minister Macsuzy Mondon

Minster for Education, Employment and Human Resources

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EXECUTIVE SUMMARYThe ILO has been assisting and accompanying the development of the employment and labour sector in Seychelles since the mid 1980’s. The methodology now being adopted is that of a better coordinated and more efficient programme based on national priorities as agreed with the constituents.

The objective of the Decent Work Country Program for Seychelles is to coordinate and align technical assistance support and resources around an achievable set of priority outcomes. The major issues to be addressed in the Seychelles DWCP were identified and prioritized through consultative forums with all the constituents of Seychelles being the Ministry of Education, Employment and Human Resources, the Seychelles Federation of Workers Union and the Federation of Employers’ Association. In addition, relevant Government Ministries, the UN system, and other cooperating partners and civil society were consulted.

The consultative approach identified the need to review labour laws in all its multifaceted aspects of adjudication, mediation and legal format. It further, addresses unemployment particularly of women and youth through proper research and review from which a new line of action for small enterprise development will be initiated and implemented. It also endeavors to promote effective tripartism and social dialogue in the country. These elements of the DWCP are also seen as contributions towards achieving the goals of the Seychelles National Development Agenda as in Strategy 2017 Chapters 40 and 41 on Employment and Social Development respectively.

They also address concerns identified in the United Nations Seychelles Common Country Assessment 2006-2008 to which the ILO is a contributor.

These priorities are:

Review labour legislation and the dispute resolution framework. ¾

Promotion of quality employment and reduction of unemployment particularly for ¾women and youth.

Promotion of effective tripartism and Social Dialogue. ¾

The priorities were assessed in context and appraised within the framework of the four pillars and strategic objectives of the ILO’s decent work agenda. These are:

rights at work(i)

employment creation (ii)

social protection and (iii)

social dialogue(iv)

Furthermore, the DWCP for Seychelles builds upon recent and ongoing programmes such as; the LMIS, OHS interventions on national policies, HIV/ AIDS and other technical cooperation activities. It also renews and incorporates the ILO’s CORALS project Consolidating Rights and Work and Labour Relations in Seychelles.

Situational Analysis

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Part 1Situational Analysis

Socio Economic Perspective1.1

Seychelles as a Small Island Developing State (SIDS), has not been spared from the various adversities and vulnerabilities faced by SIDS. Remoteness from major markets and limited natural resources resulted in heavy reliance on external financial flows for economic and social sustainability. Like many other SIDS Seychelles’ economy is largely dependent on tourism and fisheries, although recently, there have been considerable effort to diversify, especially in the offshore sector and the business of sea freighting petroleum products in an endeavour to establish the third pillar of the economy.

The Seychelles could be seen, over the years, as having managed its development in a pragmatic way. Its development strategy has been the promotion of equitable growth through active participation in the economy. As development gathered pace in the 80s Seychelles received much foreign aid which according to general opinion has been utilized judiciously. As consequence of the same, Seychelles no longer qualifies for aid, as it is not being considered a poor country. A new approach was imminent and development had to be financed from loans on commercial terms.

The Government has invested heavily in education, health, housing, and other infrastructures. As a result of the significant progress made, the country’s socio-economic indicators are presently as follows: Education Literacy rate 96% for both sexes; Health (Universal coverage); Housing (72% according to National Statistic Bureau Seychellois family own their homes); and Safety net (strong support programme for the vulnerable groups). Seychelles was ranked 50th overall and remains highest ranked in the region with United Nation Human Development Index of 0.843 (HDR, 2007/08). However, this rapid pace of development has had significant effects on public finance such as persistent budget deficit, increase in external debt, growth in money supply (monetization), excess liquidity, balance of payment deficits, and slow GDP Growth.

The high cost of production in Seychelles had always been an inhibition to industrial competitiveness. However, Seychelles has had opportunities including a high level of education which is an avenue for the development of the sectors. With an average of 15% deficit, the public debt increased from 90% in 2003 to 200% in 2007 of the GDP. This made Seychelles one of the world most indebted countries. In the process, Government embarked on two Macro-Economic Reform Programmes (MERPs). The first MERP was in 2002 and the latest in 2008. The MERP of 2002 was designed to help Seychelles re-structure its economy and to prepare for the challenges ahead. It was a programme that put an emphasis in re-structuring the national economic policy, exploring ways to promote growth and raising the living standard. It recognized that the private sector had a role to play in creating wealth and job opportunities for the younger generation. It also sought to redress the negative trends in the economy without an undue social burden on its people. This would ensure that the socio-economic gains over the years are not lost and the country is placed back on its past path of sustainable economic growth1. After consecutive years of positive growth from 2004, the Seychelles economy

1 Budget address 2004 Vice President

Decent Work Country Programme — Seychelles

2 • DWCP 2011 - 2015

recorded a negative growth of (-0.9% in 2008)2.The Global Financial Economic Crisis (GFEC) has tremendously affected the fragile Seychelles economy. The rise in the prices of goods and services affected all segment of the population. The effect of the GFEC in Europe affected the tourism industry as Europe being the leading tourism market for the Seychelles. This resulted into a multiplier effect on the economy in general.

The impact of the two MERPs on workers

The MERP of 2002 privatized many of the Government’s assets whereas the MERP of 2008 extended to review the unemployment relief schemes, youth training, beautification and home carer’s schemes. Both reforms resulted in transfer of labour from public to private sector. The objectives of the 2008 MERP continues to be wider and more comprehensive as it reviews salaries and taxation systems, reforms the public service, addresses the country’s external debts, protects the vulnerable, and reviews the monetary and banking systems.

The retrenchment exercise of approximately12.5% of the public sector workforce drastically increased unemployment from 1% in 2008 to 4.5 in 2009. The government has called this strategy “A redistribution of human resources”, which enables the government to assume the role of facilitator in the economy. The excess and non-core public work force is being directed towards the Private Sector, by retraining those working in the Public Sector to replace some of the 10,000 foreign workers presently working in the Seychelles. Additionally, the privatizing of services best rendered by the private sector simultaneously created new employment opportunities.

Contrary, to the first MERP the Government removed all subsidies in view of the fact that they were benefiting the privileged. In lieu, Government created a new Social Welfare Agency (SWA) to assess and assist the more vulnerable, cushioning therefore the crude impact of the Macro-Economic Reform Programme. Optimistically, the present MERP will create a solid platform for economic growth and better prosperity for the Seychellois people.

Through both MERPs, the government placed emphasis on Small Enterprise Development and more funds were made available at concessionary lending rates for both men and women. Traditionally the trends show that women have made up the bulk of the unemployed and as of April 2009 women constituted 53.69% of active job seekers. These women have been actively referred to Small Enterprise Promotion Agency (SEnPA) by the ministry and SWA, resulting in 68% of the 1517 licensed cottage industries being owned by women.

International Labour Standards1.2

Seychelles became a member of the ILO before its Independence in 1976 under the British colony. To date, Seychelles has ratified 36 conventions, of which only 31 are currently in force. The government is presently studying the importance of ratifying other conventions in due course. Seychelles unfortunately has not had the best track record of its convention reporting schedule. However, with the emphasis on training in International Labour Standards at the ILO Training Centre, the situation has now improved.

The country has benefited from multiple co-operation programmes and training under several Conventions mainly in the area of Occupational Health and Safety. (Refer to para 2.3.4) Seychelles biggest challenge in the domestication of these 36 ratified conventions as manifested in the

2 Seychelles National Accounts Estimates

Situational Analysis

Seychelles • 3

yearly Labour Standards Report of the Committee of experts has been Convention 87 (Freedom of Association and protection of the Right to organize Convention, ratified in 1978. The ILO reminded the government that workers organizations have the right to draw up their own administrative rules and regulations and that the public authorities must refrain from intervening in any way which would impair that right. ILO expertise has been requested by the Government to assist in the review of the IRA (Industrial Relation Act 1994) and assess other national issues that might be conflicting with the principles of the Convention.

Labour Legislations1.3

The Seychelles labour and employment laws are anchored on the 36 ratified conventions as well as other recommendations. The employment and labour laws are contained in three chapters being the Employment Act 1995, the Industrial Relations Act 1993 and the Occupational Health and Safety Decree 151 including six regulations. These laws have been reviewed to adjust to changes in the macro economic framework in compliance to Ratified International Labour standards. It is understood that the present employment and labour laws have the requisite to realize the consolidation of the Rights at work strategic objective of Decent Work.

The Employment Act has been amended (Amendment Act 2008) to make allowance for the new Employment Tribunal functions as a quasi Judicial Court. It is on this premise that social partners believe that it is now imperative that all labour legislations be codified under one Act known as The Labour and Industrial Relations Laws of Seychelles and adjudicated by one Labour and Industrial Relations Tribunal. All stakeholders are of the opinion that the codification process includes the Occupational Health and Safety Decree, the new provisions of Conventions 81 (Labour Inspection Convention) and Conventions 73 (Medical Examination (Seafarers) amongst others, will render the employment and labour structures more transparent and henceforth more attractive for investment.

The Employment Tribunal 1.4

The Employment Tribunal is currently vested with the equal powers of a Magistrate Court. The Tribunal does no mediation, but rather adjudicates as per the mandates of the law and therefore does not generate a win, win situation. In contrast, effective mediation and arbitration outside the legal framework of the Employment Tribunal offers a wider choice of outcomes for both parties in any grievance.

The social partners agreed that the Tribunal is still in an early stage of infancy and will need to consolidate its strength to deliver fairer judgments.

Similarly, the mediation and arbitration processes will require reinforcement for better professionalism.

To achieve this aim, the mediation and arbitration functions will need to be further empowered to:

Continuously educate the labour market on employment laws;•

Establish proper procedure, technicalities and phases of successful mediation; and•

Establish by law the accepted procedures of mediation and allow the Minister responsible • for Employment, to issue best practices for fruitful mediation when required.


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Champion fair and equitable mediation and arbitration norms and practices, upholding • provisions for gender equality and the special protection of vulnerable groups.

These aims when realized will make the adjudicating and mediation structures more credible to both employees and employers. The Employment Tribunal will then be in a position to adjudicate employment and labour matters only when all means of mediation has been exhausted.

Social Charter for Dialogue1.5

The Social Charter was signed on 23rd August 2005 as follow up to the ratification of Convention 144 (Tripartite Consultation (International Labour Standards Convention) 1976). Other than a missing statement on the Decent Work Agenda in the preamble, the Charter is vested with the spirit of the convention. The MEEHR is of the opinion that the (NCCE) is the platform that allows for consultation between the social partners and stakeholders on Employment and labour matters. However employers and workers state that much is yet to be done in the application of the Charter through meaningful consultations between the Ministry, Employers and Workers’ Unions.

Workers’ Organizations1.5.1 The Seychelles Federation of Workers Union (SFWU) was formed in 1996 after the National Workers’ Union was wound up after the re-introduction of multiparty democracy in Seychelles. The National Workers Union in the one party socialist era had been given an educative role whereas its bargaining function as a trade union was absorbed by the government which had taken the role of economic generator in the centrally planned economy. With the return of multiparty democracy and the introduction of the Industrial Relations Act, the SFWU is attempting to adapt to the new socio-economic environment. Amongst its areas of concerns are the empowerment of the SFWU to take on mobilization of the workforce, training in labour laws to better represent its membership at workplace recognition and collective bargaining, mediation, Employment Tribunal and Appeal Court representation.

“The SFWU’s biggest challenge is financial resources to develop the required structures to effectively uphold its motto in effectively championing the right and responsibilities of workers. Out of the 24 workplaces the SFWU has registered members; only two companies have so far signed recognition and check off agreements with the SFWU federated member unions, absurdly so in spite of the SFWU meeting the requirements of the IRA. All means to have the mentioned agreements signed have ‘been exhausted and though brought to the attention of the MEEHR positive results have not been forthcoming.

This therefore hinders the SFWU in recuperating the potential membership contributions for the required human resources for workers representation at workplace negotiations, mediation at MEEHR and adjudication at the Employment Tribunal and the PSAB. The SFWU sole recourse therefore is to appeal to the ILO the only UN agency with the employment and labour mandate and seek the assistance of the ITUC its international affiliate. The FEAS cannot contribute to a solution for this crisis as these companies are not members of the employers’ organization. The only option is for the SFWU to seek funding to take legal actions against these companies for violating the laws.” (The Seychelles Federation of Workers’ Unions Advocating the rights and responsibilities of workers; beyond the crisis, P5 2010).

Defining a Decent Work Country Programme for Seychelles

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Employers’ Organizations1.5.2 The Federation of Employers’ Association (FEAS) of Seychelles was registered with the Registrar of Associations in 1978.With the promulgation of the IRA in 1993 the FEAS had to form an employer’s union, the Association of Seychelles Employers (ASE) and was registered under the act.

The ASE has taken over the federations’ role in labour matters, training and tripartism. It draws its membership from open trade businesses, professional and employers associations and the chamber of commerce and industry as well as public corporations. The ASE faces the same membership and capacity issues as the trade unions and needs to be empowered.

“The Association needs and seeks to redefine and re-position itself in order to bring greater benefits to its members, respond to its members needs and have an impact towards policy and decision making at a national level. It also needs to attract new and retain the existing subscriptions and activities.” (Ref Federation of Employers’ Association of Seychelles, Strategic Plan 2010 – 2015)

Part 2Defining a Decent Work Country Programme for Seychelles

Understanding the Decent Work Agenda2.1

From the outset of its existence, the ILO has clearly defined its conviction “that lasting peace can be established only if it is based on social justice”3. The same line of thought is applied in the concept of decent work as it brings together the four strategic objectives of the ILO being Employment, Rights at work, Social Protection and Social Dialogue in the attainment of social justice.

The DWCP simply provides the means for both the ILO and the constituents to focus and work around these distinct but interconnected goals through well coordinated and implemented programmes4. Although a lot has been achieved in Seychelles with regards to the Decent Work Agenda, much more can be achieved under the DWCP and its priorities should therefore be reflected in all national development plans and strategies.

The Minister for Education, Employment and Human Resources stated in the Labour Day Speech in 2009, “I am proud to say that we are well on the road to achieving the goals of decent work. That does not mean however that we should be complacent. There is more to be done. We should continue to organise and manage skills development activities to promote life-long employment and develop re-training activities for workers needing a change of career. We need to continue to develop strategies that will give young people everywhere the chance of finding decent work”.

3 ILO constitution 4 The Decent Work Agenda in Africa 2007-2015.Director General Report


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Identifying the 4 Strategic Objectives of Decent Work2.2

Strategic Objective No: 1, Employment 2.2.1 It is the opinion of the social partners that of the four strategic objectives of the ILO enshrined in the Decent Work agenda, employment and enterprise development is presently the biggest challenges to be addressed by the DWCP Seychelles.

Employment policies are sufficiently transparent in Seychelles, but the challenge comes from peripheral economic and financial issues impacting the earning capacity of the general population. The most noticeable consequences were the ensuing redundancies in the public and parastatal sectors, increase in the price of commodities and the devaluation of the local currency.

Unemployment rate dramatically rose from 1% in 2008 to 4.5% as of the end of the first quarter of 2009. It is anticipated that this will further increase with more economic reforms being introduced, such as the announcements made in September 2009 to outsource all the support services of government.

“Seychelles is unable to cater for all its human resources requirements because of a shortage of certain skills at professional level and in the construction and tourism sectors where the needs of the current level of development cannot be met locally” UNSCCA5. Statistics in table 1 show the distribution of expatriate employment vis-à-vis local unemployment in 2001 and 2009. The number of expatriates rose from 2818 in 2001 (a gap of 949 between expatriate employment and unemployment) to 10,923 in 2009 (a gap of 9922 between expatriate employment and unemployment). Gender disaggregated data is not available for these figures but construction workers form the largest group of foreign workers and it is therefore assumed that a large number of these expatriate workers are male.

Table 1: Distribution of Expatriate Employment and Unemployment, 2001 and 2009

SectorYears

2001 2009

Private Sector Expatriate Employment 2,264 10,445

Public Sector Expatriate Employment 390 109

Parastatal Expatriate Employment 164 369

Total Expatriate Employment 2,818 10,923

Total Unemployment 1,869 1,0016

Gap between Expat Employment and Unemployment 949 7,495

Source: M.E.E.H.R.

The above statistics indicate that there exists a mismatch between the demand and supply of labour, related to the limited human resources and the capacity of the training and education system to meet the existing demand. This has been exacerbated by the preference of employers to recruit experienced skilled labour from overseas, rather than local graduates from the post-secondary institutions. It is therefore imperative that the localization policy become the guide for expatriate recruitment and replacement.6

5 United Nations (2009) Seychelles Common Country Assessment 2006-2008, p86 As at August 2009


Seychelles • 7

Another challenge to the employment agenda is the multi-faceted brain drain issue which is a phenomenon evident in most developing countries around the world. It has been debated that apart from existing policies on retaining graduates, one potential response could be the development of policies to attract and retain skilled Seychellois living overseas.

Strategic Objective No: 2, Rights at Work2.2.2 This critical strategic objective is sustained by ratified conventions, its related recommendations, codes of practice with major emphasis on the 8 core conventions. With the recent economic reforms a diversely opinionated debate has started on the overprotection of workers by law in the Seychelles. The Union has taken a firm position that the Employment Laws are not overprotective but rather needs to be reinforced. The government is of the opinion that a revision is required to curb abuse at the workplace whereas employers strongly advocate that laws need to be changed and with high priority on the agenda is the sick Leave Regulations. However the vast majority of participants in the first DWCP is of the opinion that a compromising strategy needs to be adopted by educating the population that their Rights and Responsibilities as citizens and workers are two interdependent and interconnected pillars. This will culminate in the enhancement of productivity for effective economic growth.

Strategic Objective No: 3, Social Protection2.2.3 The Social Security Act of 1987 and Pension Act of 2005 of Seychelles both combine to lay a solid foundation on which social justice is upheld. The Social Security Act makes provisions for accidents, diseases, invalidity, disability, survivors, funeral dependant, orphan and other benefits. This structure is transparent with clear auditing and reporting systems. The economic situation of Seychelles has brought about several reviews in the present Social Security structures. However the social partners have stated that the time is now proficient for a general review of the Social Security Act. It is also a reality that should the government decide to ratify ILO Social Security Convention, it would stand to benefit from technical co-operation available and thus further strengthen social welfare.

Strategic Objective No: 4, Social Dialogue2.2.4 Social Dialogue is rated as good by the government and average by the workers’ and employers’ organisations. The Government points to the National Consultative Committee on Employment and the Health and Safety Board as evidence of social dialogue. The employers’ and the workers’ unions are of the opinion that these are merely structures which do not encompass the spirit of real and fair consultation yet to be achieved. It is also difficult for the Workers’ Union to enter into recognition and check off agreements in the workplace despite fulfilling the stipulations of the IRA. This is due to a general lack of awareness amongst employers on employee’s right to unionise. The same legislations provide for legal action in situations where employers refuse to enter into collective agreement. In spite of the existing social dialogue structures, the unions are often incapacitated to follow through for lack of funds, human resources capacity and facilitation. Therefore, employers and workers see the establishment of a formal national bipartite structure between themselves as a priority to further strengthen social dialogue.


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Government Policies and Programmes2.3

The government development plans of the Seychelles has for the last 22 years been people centred by providing a comprehensive social welfare system. “The vision of the government is to create a state of full employment, stable employer /employee relations and safe working environment for all workers” UNSCCA7 The most relevant programmes, policies and visions that have contributed to consolidate past achievements and address present and future challenges are the followings

Strategy 20172.3.1 Seychelles strategy 2017 provides a template for sustained growth through a strategic positioning of government as a facilitator. Wealth creation which will benefit the whole population is at the heart of this approach. To achieve this end, the President highlighted in the foreword to the strategic document that “To do this, we will require increased flexibility within the Seychellois workforce and our Human Resource Development initiatives will reflect this. We need an adaptive and results orientated workforce, fully prepared for the challenges that lie ahead. The main objective of the plan is to double the GDP by 2017 through focused fisheries and tourism expansion programmes, the development of the functional services industry and the resultant growth of other economic sectors. With regards to employment the strategy intends to foster an active empowered and multi skilled and flexible workplace through training, skills and attitude development.

However the strategy 2017 identifies that like all small island states: “the limited size of Seychelles population will, despite increased training, result in human resources shortages presenting the need for expatriate employment to support the country’s development process and economic growth target. Expatriate workers will be employed to augment and supplement, not replace the local workforce”8. There exists a need to ensure the continued efforts of including expatriate labour statistics in the existing Labour Market Information System, in order to analyse the developing trends of the status of expatriate labour.

A minimum wage introduced in 2007 will uphold a dignified level of living standards. The strategy also focuses on the re-integration of the marginalized but able bodied persons into the workforce through training schemes and other supporting initiatives.

Employment Policy2.3.2 The employment policy of 1984 which is presently being reviewed represents the commitment of the government to ensure that sound employment and industrial relations remains in focus in its development programmes. The successful implementation of the policy will depend on good networking with other sectoral and national development policies. Though the policy refers ILO conventions, it makes no mention to the Decent Work Agenda, an element the revised document is to incorporate if the suggestions of the social partners are to be considered by the government. The policy other than encompassing directly related employment and labour matter also reaffirms the government’s commitment to the education system as framework for career development. The present policy review stems from the policy’s commitment “to be reviewed when necessary, to take into account and reflect changes in trends of development and to adapt to challenges in the new millennium and beyond”9.

7 United Nations (2009) Seychelles Common Country Assessment 2006-2008, p88 Strategy 2017, Article 409 Employment Policy (1984), p1


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National Population Policy for Sustainable Development2.3.3 The policy and plan of action takes into focus the challenges from its social perspectives. It considers that the sectoral issues of the population are taken into account whilst addressing broader national needs of the country. There has been “a gradual shift from a young to an ageing population and projection shows that the elderly will increase both in number and as a percentage of the total population in the future”. The Population policy also clearly spells out the problems created by lowering fertility rates, the increased labour force participation, youth unemployment, brain drain and dependence on expatriate labour (p27).

The goal of the policy “is to ensure that consideration is given to the issues that matter and their effects on our population: HIV/AIDS, social ill like substance abuse, child and domestic abuse must be addressed because they also have the potential to impact negatively on our economy. Our task is to ensure sustainability in the continued delivery of quality health care, education, employment opportunities, food security and nutrition and housing as well as assuring gender equality and equity”10.

ILO Technical Support and Experience2.3.4 Technical cooperation programmes between the ILO and Seychelles dates back to the 1980’s. In 1995, the ILO Technical staff participated in a mission to Seychelles. Their role was to assess the economic and social settings to formulate country objectives in respect of needs in the areas of vocational education and training, small scale enterprises and management development, employment promotion and labour market information, industrial relations system and OSH. As a result, projects have been realized in vocational education, training and enterprise management under the programme of action for industrial relations. Additionally, fellowships have been granted to Employment Department staff at the ILO training centre in management development, international labour standards and Occupational Safety and Health.

In Health and Safety matters Ministerial staff has attended many seminars and trainings held abroad and organized locally by the ILO OHS department. These were also inclusive of specialized training for OHS in ports, ILO assistance in formulating OHS country papers and National Policies. The most recent structured cooperation programme between the ILO and Seychelles (CORALS) of 2002 proposed the strengthening of the achieved objectives namely the revision of all Employment Laws, the eventual set up of Labour Court, the codification of the Employment Laws and the development of a LMIS all of which have materialized except for the codification of the laws now being proposed in this DWCP. These experiences show that a systematic approach of implementation, monitoring and evaluation in which the tripartite partners and other stakeholders are involved, has to be adopted to ensure the effective implementation of Decent Work Country Programme Priorities.

A Global Jobs Pact2.4 This DWCP comes at an opportune moment where the ILO constituents have adopted the Global Jobs Pact as a tool to orient relevant national and international policies stimulate economic recovery. The DWCP Seychelles therefore has the relevant benchmark and guiding principles (of The Global Jobs Pact) as it guides to recovery and development through the seamless process of creating sustainable enterprises, generating decent productive jobs, providing social protection of which most have been incorporated into the DWCP by the constituents of Seychelles. Also, the country draws its programmes from the road map for the implementation of the Global Jobs Pact in Africa of Ouagadougou 2009.10 National Population Policy for Sustainable Development


10 • DWCP 2011 - 2015

Part 3The Seychelles’ DWCP Goal

More Decent jobs for women and men of Seychelles by combining the four strategic objectives of the Decent Work Agenda in the realization of strategy 2017 within a strengthened legal framework in a collaborative spirit of consultation and tripartism with all social partners and stakeholders in the next 5 years.

DWCP Priorities3.1

Whilst consulting with the ILO constituents on the need to identify priority issues needing redress, labour legislations, unemployment and social dialogue strongly emerged as challenges needing a sustainable solution. After thorough consultation by social partners with technical advice from the ILO, it was mutually agreed the three priorities to be addressed in the current DWCP were to be:

Review labour legislation and strengthen the dispute resolution framework.(1)

Identified by constituents to address the issues of the dispersed and often conflictive pieces of labour legislations. They moreover are being adjudicated in different courts rendering it therefore more complicated for all users. The compiled law will be under the administration of one court system. The UN SCCA 2006 2008 indicates that “There is a need for a comprehensive and complete piece of legislation regarding employment. It is the view of many concerned that labour laws need a complete revision because of changes brought about by development in terms of the type of work which is now available, the changing needs of the working population and the different work environment. A comprehensive piece of legislation that would take into accounts (a) the existing laws / acts / decrees amendments for employment and (b) incorporate any revisions that might be needed at this point to change the perception and behaviour of local employees and employers.”11 Speed up grievance handling procedures at mediation level and enforce existing legislations on OHS at all levels in the workplace. Vulnerable segments of the workforce will also be identified and the discriminatory practices eliminated.

Promotion of quality employment and reduction of unemployment, particularly for (2) women and youth.

This priority will address the issue of unemployment within the contradictory situation of an expatriate employment figure tripling the total unemployed labour force. It will also address the need for clear national policies and plan of actions for human resources development and employment/ unemployment monitoring.

Establish the correct statuesque of small business development in the present environment for both its vulnerability and financial sustainability. Its objective is to promote equality of opportunity for access to employment between men and women as well as the youths as ratified ILO Conventions 100 and 111 contains.

Promotion of effective tripartism and Social Dialogue.(3)

This priority will address the need to improve the quality of dialogue between the social partners. It will increase the few and existing recognition agreements between employers

11 United Nations (2009) Seychelles Common Country Assessment 2006-2008, p 27

The Seychelles’ DWCP Goal

Seychelles • 11

and the unions and therefore create conditions for better consultation at the workplace reducing antagonism between employers and workers, thus enhancing productivity, improving industrial relations and reducing the number of grievances registered at the mediation structures.

The bipartite structure between the Union and the employers will aim at improving the working relationships between the two parties. This will empower them to better consult with the government in national consultative forums.

Accessibility to the LMIS by both employers and workers union will enrich their decision making process at all levels. This will enable them to consult the government on issues of their concern before decisions are taken at national level.

The social partners do not anticipate insurmountable issues with regards to the aspects of financial and human resources from the perspective of the governments contribution because the priorities in the Seychelles DWCP harmonises with the national priorities and plans already identified by the government and other national stakeholders in Chapters 40 on employment in the Seychelles Strategy 2017. It is stipulated that, “The government will introduce policies to foster an active, empowered multi skilled flexible workforce, able to meet the needs of existing and emerging industries. This will be achieved through training to develop both skills and attitudes and will be accompanied by a review of existing employment legislation and employment schemes both intended to foster clear development paths and positive attitudes to work. In all sectors emphasis will be placed on improving human capacity through partnerships with the private sector, improved and defined career development structures,”12

Therefore, the Ministry of Education, Employment and Human Resources, Five Year Strategic Plan 2007-2012 is the first part of the implementation tool of Strategy 2017 and the budgetary allocations of the Ministry of Finance is proof of the overall financial commitment to achieve the same.

These priorities are supported by workers and employers as they all go to directly strengthen the objectives of Employers, Employees and their respective organizations in all their multifaceted functions and structures. To achieve this, the proposed DWCP 2010-2015 for Seychelles does not just focus on employment creation in isolation, but also includes the perspective of the principle and rights at work, social protection and social dialogue.

DWCP Strategies, outcomes, indicators and outputs3.2

All Strategies henceforth are made in context of the National Consultative Committee on Employment, the social charter for dialogue, and the Employment Policy and Strategy 2017.

12 Strategy 2017, chapter 40


12 • DWCP 2011 - 2015

PRIORITY 1

REVIEW LABOUR LEGISLATIONS AND STRENGTHEN THE DISPUTE RESOLUTION FRAMEWORK

Outcome 1.1Gender sensitive labour laws compatible with International Labour Instruments reviewed and compiled.

Outcome indicator(s)

One gender balanced and gender sensitive tribunal adjudicating on all Employment/Labour, • Industrial Relations and OHS matters in Seychelles solving the present isolated legislations being adjudicated in different courts.

A binding of all labour law and legal procedures. •

Strategy

A consultancy supervised by the Attorney General’s office assisted by legal expertise of the ILO to • study and review existing employment and labour legislations, keeping the 2009 ILC resolution on gender equality in sight, with a view of working on their compatibility and that of ILS, and eventually harmonize and codify into one Legislation.

Domestication of all ratified Conventions.•

Revise the law to empower Competent Officers to offer other concessionary alternatives in • mediation cases.

Review of the present Employment Tribunal structure with the objective of empowering it to • adjudicate on the new labour legislation.

Training of the judiciary including the Employment Tribunal on the new legislative framework and • ILS

Outputs

All labour laws harmonized and compiled.Output 1.1.1:

Output 1.1.2: All national institutions appointing tribunal and judiciary staff sensitised in gender responsive decision making.

Outcome 1.2An effective and efficient dispute resolution framework in place.


Increase by 20% the usage of the Industrial Relations Sections by Employers and Workers for • counselling on employment and labour issues.

Better policies, methods, resources and legal knowledge. •

Strategy

Training of Competent Officers from the Employment Department on the best methods and • strategies of professional mediation and negotiation practices at the ILO International Training Centre and other mediation training centres.


Seychelles • 13

Outputs

An equal balance of male and female Competent Officers trained in labour Output 1.2.1: mediation and negotiation.

Outcome 1.3A pro active Occupational Health and Safety interface at enterprise and ministerial levels in conformity with ILO instruments, national legislations and policies.


Reduction by 10% OHS related accidents at all levels and in all sectors•

Increase to 60% OHS administrative structures at the workplace. •

Strategy

Strengthen OHS by orienting to the OHS country profile, review domestication of Convention 155, • finalize National OHS Policy, review previous tripartite recommendations, consider ratification of Convention 187 Promotional Framework for OHS. And train equal numbers of male and female in Occupational Health and Safety Officers.

Outputs

An equal balance of male and female OHS officers and OHS Labour Inspectors Output 1.3.1: trained at the workplace and OHS offices in safe-work to promote gender equality and gender analysis.

Reviewed OHS policy and Act in line with ILO standardsOutput 1.3.2:

Ratified Convention 187 (Promotional Framework for OHS) and launched National Output 1.3.3: Policy on OHS.

Outcome 1.4All forms of discrimination in the world of work eliminated.


Findings and recommendations of a baseline study on the situation of vulnerable groups.•

Increased awareness of different types of discrimination in the world of work amongst tripartite • partners.

Increased number of sexual harassment cases registered and resolved through the Employment • Tribunal.

75% decrease of termination of employment contracts on grounds of discrimination.•

75% reduction in grievances registered on grounds of termination of contract on grounds of • victimization by the hands of the employer.

Strategy

Conduct a baseline study on the situation of vulnerable groups( women, men, youth, the disabled • and foreign workers), making recommendations for policy intervention

Sensitisation of tripartite partners on extent, causes and consequences of discrimination against • women, men, youth, the disabled and foreign workers in Seychelles.


14 • DWCP 2011 - 2015

Strengthen existing legislative and administrative provisions preventing and redressing • discrimination of vulnerable groups (women, men, youth, the disabled and foreign workers).

Consideration for ratification of Convention158( Termination of employment )•

Consideration for ratification of Conventions 156 and 183.•

Outputs

Baseline study conducted on the situation of vulnerable (women, men, youth, the Output 1.4.1: disabled and foreign workers).

Legislative and administrative provisions reviewed to strengthen protection of Output 1.4.2: vulnerable groups (women, men, youth, the disabled and foreign workers) against discrimination, and domesticate provisions of ILO Gender Equality Conventions.

Equal gender balance of tripartite partners trained at ITC-Turin in labour Output 1.4.3: discrimination alleviation tools and practices.

PRIORITY 2

PROMOTION OF QUALITY EMPLOYMENT AND REDUCTION OF UNEMPLOYMENT PARTICULARLY FOR WOMEN AND YOUTH.

Outcome 2.1Policies, legislations, plan of actions and programmes to facilitate the localization process strengthened.13


Reduce by 5% per annum in the number of expatriate workers in the permanent workforce.•

Increase of 8% per annum in employment of male and female locals in all sectors and at all • levels.

Equal balance of female and male locals employed in senior decision making posts in all sectors.•

Retaining at least 75% of highly trained male and female Seychellois.•

Strategy

Prepare action plans to review administrative capacity of the government, stakeholders and social • partners to assist the localization policy review and implementation.

Complete revision of existing Human Resources Development Policies and training at all levels with • the aim of empowering human resources to take the ownership of localization implementation.

To advocate the replacement of all human resources expatriate managers with male and female • Seychellois within three years.

Consideration for ratification of Convention 181 Convention on Private employment agencies. •

13 Localization is the process where foreign workers on contract are replaced by Seychellois


Seychelles • 15

Outputs

National Policy on the conditions to recruit foreign workers defined.Output 2.1.1:

A new localization policy adopted.Output 2.1.2:

An elaborated action plan and programme on localization to address demand and Output 2.1.3: supply of labour on the labour market.

Outcome 2.2Clear national policies with plan of actions enhancing effective human resources development and management adopted and promoted as well as employment and unemployment situation monitored.

Outcome Indicator(s)

Increase good practices at the work place by 20%.•

Increase productive work among Seychellois male and female workers• 14 by 20%.

Reduce occupational gender stereotyping by 20%•

Monitoring progress in HR management and decent work.•

Strategy

Follow up on plans to review career guidance policy and implementation at National Level including • education campaigns to educate jobseekers to take available jobs.

To advocate for qualified male and female Seychellois Careers Guidance Officers in the Ministry of • Education, Employment and Human Resources.

Outputs

Reviewed and updated HRD Policy focusing on gender transformative career Output 2.2.1: guidance training and retention.

Reviewed HRDP, to mainstream gender throughout the document.Output 2.2.2:

Trained sectoral and national gender focal persons.Output 2.2.3:

Priority on decent work indicators and monitoring mechanism set up.Output 2.2.4:

Outcome 2.3Viable cottage industries and small business enterprises resources and plans to facilitate the development of sustainable and profitable small and medium entrepreneurship enhanced.


A country programme to set out new policies, legislation, action plans, strategies, resources to • facilitate the development of sustainable and profitable small and medium entrepreneurship schemes.

14 The MEEHR is carrying out a sensitization campaign to encourage Seychellois workers to develop a comprehensive sense of ownership for their work and contribute to increase the work output (productivity) at the work place.


16 • DWCP 2011 - 2015

Strategy

To undertake a comprehensive review of cottage industry and small business development in • Seychelles to identify gaps in policy provisions and implementation process.

Build technical capacity for equal balance of male and female SEnPA officers on ILO gender • mainstreaming approaches and tools for gender responsive employment policy

Build technical capacity for equal balance of male and female SEnPA and CSOs members in business • development.

Outputs

An elaborated country paper on the profile and history of small and medium Output 2.3.1: business enterprise, achievements, failures, challenges and plan of action.

Equal balance of male and female SEnPA staff trained in ILO tools on mainstreaming Output 2.3.2: gender in the design of employment policy.

Equal balance of male and female SEnPA and CSO members trained in ILO tools on Output 2.3.3: local economic development cycles.

An elaborated national policy and plan of action on small and medium business Output 2.3.4: development for the next 5 years.

Outcome 2.4A conducive environment for the economic empowerment of women and youth particularly their participation in cottage industries established.


An increase by 25% of the number of women, youth and the disabled in SMEs•

An increase of 10% profit margins by women, youth and the disabled in SMEs•

Strategy

Ensure the country’s LMIS is used to monitor progress in effective HR management and in the • country’s decent work agenda in general.

Outputs

Action plan set up to support and reinforce women, youth and the disabled, thus Output 2.4.1: maximizing the benefits generated from the development of small and medium enterprises.

Action plan implemented.Output 2.4.2:

Monitoring and evaluation mechanism developed.Output 2.4.3:

Outcome 2.5Positive attitude towards work and career choices promoted.


An enhanced existing career guidance program •

Decrease by 30% in career change turnover of postsecondary graduates.•

50% increase of Seychellois men and women taking up vocational jobs in all sectors. •


Seychelles • 17

Strategy

Strengthen the existing Productivity Unit of the MEEHR and promote productivity education • campaigns.

Adoption of Recommendation 195 (Concerning Human Resources Development ; Education • Training and Lifelong Learning )as working tool for the MEEHR

Outputs

A clear and concise national career guidance implementation policy developed.•

Vocational training to male and female Seychellois workers promoted.•

PRIORITY 3

PROMOTION OF EFFECTIVE TRIPARTISM AND SOCIAL DIALOGUE

Outcome 3.1Signatories of recognition, check off and collective bargaining agreements increased.


Decrease of 25% in grievance registrations for dispute settlements at all level of mediation and • adjudication.

Reduction by 50% in grievances at the workplace.•

Strategy

Training in collective • bargaining issues for the workers’ and employers’ unions.

Outputs

Enhanced capacity building of social partners to sustain social dialogue.Output 3.1.1:

Collective bargaining agreement signed.Output 3.1.2:

Outcome 3.2Effective national tripartite consultation strengthened.


Efficient functioning of the national tripartite employment institutions.•

A more effective running of the NCCE and decrease in delays at all levels to implement approved • plans of actions.

Strategy

Training of equal balance of male and female NCCE members on labour standards, industrial • relations management techniques and gender-sensitive decision making.

Outputs

Regular and effective consultation on labour are being conducted.Output 3.2.1:


18 • DWCP 2011 - 2015

Outcome 3.3Bipartite mechanism established at national level and at the workplaces.


Using the LMIS by Workers’ and Employers’ unions in the national consultation process on • employment and labour issues.

Strategy

Meeting of the Employers and the Unions in bipartite meeting before NCCE meetings.•

Outputs

National Development Strategies on relevant employment issues elaborated.Output 3.3.1:

Outcome 3.4National socio-economic policies influenced by the tripartite partners.


Websites developed to disseminate and educate the public on the role of the Trade Union and • Employment Unions on decent work.

Strategy

Empower social partners to organize media education programmes on productivity issues.•

Information and technology empowerment and link with the LMIS.•

Outputs

Established credible IT networks data management systems with the Government, Output 3.4.1: Employers and Workers organizations.

Capacity building of workers and employers to influence national policies Output 3.4.2: conducted.

Capacity building of Government, Employers and Workers organizations to Output 3.4.3: contribute to LMIS conducted.

Outcome 3.5Women’s participation and leadership promoted and enhanced.


50% of women in key national position.•

Gender balance at all levels and in all sectors.•

Strategy

Ensure women participation and increase in leadership role•

Outputs

Developed MEEHR policy gender mainstreaming.Output 3.5.1:

Developed a high level gender sensitization programme.Output 3.5.2:

Introduced affirmative action at recruitment and selection processes.Output 3.5.3:

Established law on paternal leave in Seychelles.Output 3.5.4:

IMPLEMENTATION AND MANAGEMENT

Seychelles • 19

Part 4IMPLEMENTATION AND MANAGEMENT

The implementation of the DWCP for Seychelles will be managed by the Department of Employment under the Ministry of Education, Employment and Human Resources (MEEHR,) within its existing structure in close collaboration with the social partners and supported by the ILO through the mobilization of technical and financial resources.

For effective implementation, monitoring and evaluation, a permanent DWCP advisory and monitoring committee will be established under the auspices of the Ministry of Education, Employment and Human Resources, which will comprise of government, social partners, CSOs, other stakeholders (local and international) and (potential donors). The Ministry will provide policy and strategic guideline to the DWCP advisory committee in the context of national priorities such as Strategy 2017 and other imperative national statements. The role of the advisory committee will be to advise the Ministry at regular intervals on progress of the outcomes of the Implementation Plan. The priorities of the DWCP have been long term challenges for the Ministry and incorporated in its five year Strategic Plan. In this perspective, the Government will partly contribute through an annual budget for the successful implementation and realisation of the project.

IMPLEMENTATION PLAN MATRIX 4.1 (see attached appendix on implementation plan)

Part 5PERFORMANCE MONITORING AND EVALUATION

Performance monitoring and evaluation will be conducted by the DWCP advisory and monitoring committee, in line with national practices and the ILO standards through bi annual, mid and end of programme reports. These reports will show the qualitative as well as quantitative perspectives and will draw on the DWCP indicators and others when required to reflect the impact of these three cross cutting priorities coming from the strategic objectives of the ILO Decent Work Agenda in part 3 of this DWCP.

The wholehearted participation of the social partners will need to be clearly discernible in the performance monitoring and evaluation to ensure the success this Seychelles Decent Work Country Programme.

20 • DWCP 2011 - 2015

Prio

rity

Are

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w L

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e 1.

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ende

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abou

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le

with

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ution

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(30%

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ized

and

com

pile

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Seychelles • 21

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line

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20 0

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ficati

on o

f Con

venti

ons

187

(pro

moti

onal

fr

amew

ork

for

OSH

) and

laun

ched

Nati

onal

Pol

icy

on O

SH.

9 50

0,00

A1:

Lau

nch

the

Nati

onal

Pol

icy

on O

SH in

wor

ksho

p w

ith a

ll so

cial

par

tner

s an

d st

akeh

olde

rs.

MEE

HR

Soci

al

Part

ners

&

St

akeh

olde

rs2

000,

00G

over

nmen

t, I

LO

& D

onor

s

A2:

Per

form

a r

isk

asse

smen

t of

haz

ards

and

ris

k in

eac

h se

ctor

of

the

econ

omy

for

actio

n by

soc

ial

part

ners

and

st

akeh

olde

rs.

MEE

HR

&

MO

HSo

cial

Pa

rtne

rs

&

Stak

ehol

ders

5 00

0,00

Gov

ernm

ent,

ILO

&

Don

ors

A3:

ILO

sen

sitis

ation

& a

war

enes

s w

orks

hop

with

soc

ial

part

ners

& s

take

hold

ers

on im

port

ance

of C

187

MEE

HR

ILO

2 50

0,00

Gov

ernm

ent,

ILO

&

Don

ors

A4:

Rati

ficati

on o

f Con

venti

on C

187

.M

EEH

RSo

cial

Par

tner

s0,

00G

over

nmen

t, I

LO

& D

onor

s

Out

com

e 1.

4: A

ll fo

rms

of d

iscr

imin

ation

in

the

wor

ld o

f w

ork

elim

inat

ed.

32 0

00,0

0

Out

put 1

.4.1

: Bas

elin

e st

udy

cond

ucte

d on

the

situ

ation

of

vuln

erab

le (

wom

en, m

en, y

outh

, the

dis

able

d an

d fo

reig

n w

orke

rs).

20 0

00,0

0

A1:

A re

sear

ch d

one

at a

ll le

vels

on

the

vuln

erab

ility

of f

or-

eign

wor

kers

, wom

en, m

en a

nd y

outh

, eld

erly

& d

isab

led

in e

mpl

oym

ent a

nd o

n la

bour

rela

ted

matt

ers.

MEE

HR

Soci

al

Part

ners

&

St

akeh

olde

rs8

000,

00G

over

nmen

t, I

LO

& D

onor

s

A2:

A n

ation

al w

orks

hop

on t

he v

ulne

rabi

lity

rese

arch

st

udy.

MEE

HR

Soci

al

Part

ners

&

St

akeh

olde

rs2

000,

00G

over

nmen

t, I

LO

& D

onor

s

A3:

Eig

ht S

ecto

rial

Wor

ksho

ps.

M

EEH

RSo

cial

Pa

rtne

rs

&

Stak

ehol

ders

10 0

00,0

0G

over

nmen

t, I

LO

& D

onor

s

Out

put

1.4.

2: L

egis

lativ

e an

d ad

min

istr

ative

pro

visi

ons

revi

ewed

to

stre

ngth

en p

rote

ction

of

vuln

erab

le g

roup

s (w

omen

, m

en,

yout

h, t

he d

isab

led

and

fore

ign

wor

kers

) ag

ains

t di

scri

min

ation

, an

d do

mes

ticat

e pr

ovis

ions

of

ILO

G

ende

r Eq

ualit

y Co

nven

tions

.

9 00

0,00

22 • DWCP 2011 - 2015

A1:

Dev

elop

the

actio

n pl

an.

MEE

HR

Soci

al

Part

ners

&

St

akeh

olde

rs2

000,

00G

over

nmen

t, I

LO

& S

take

hold

ers

A2:

Wor

ksho

p w

ith a

ll st

akeh

olde

rs o

n Co

nven

tion

158

(ter

min

ation

of E

mpl

oym

ent)

.

M

EEH

RSo

cial

Pa

rtne

rs

&

Stak

ehol

ders

2 00

0,00

Gov

ernm

ent,

ILO

&

Don

ors

A3:

Wor

ksho

p w

ith H

uman

Res

ourc

es M

anag

ers

and

unio

n w

orkp

lace

rep

rese

ntati

ves

on e

xisti

ng le

gisl

ation

s of

con

-tr

acts

and

dis

cipl

inar

y pr

oced

ures

.M

EEH

RSo

cial

Par

tner

s5

000,

00G

over

nmen

t, I

LO

& D

onor

s

Out

put 1

.4.3

: Out

put 1

.4.3

: Equ

al g

ende

r bal

ance

of t

ripa

r-tit

e pa

rtne

rs t

rain

ed a

t IT

C-Tu

rin

in la

bour

dis

crim

inati

on

alle

viati

on to

ols

and

prac

tices

.3

000,

00

A1:

Des

ifgn

data

col

lecti

on fo

rmat

s fo

r gr

ievi

ance

reg

istr

a-tio

n of

wor

k di

scri

min

ation

.M

EEH

RSo

cial

Par

tner

s3

000,

00G

over

nmen

t, I

LO

& D

onor

s

TOTA

L ES

TIM

ATED

CO

ST P

RIO

RITY

ON

E15

5 10

0,00

46 5

30,0

010

8 57

0,00

Prio

rity

Tw

o: P

rom

otion

of q

ualit

y em

ploy

men

t and

redu

ction

of u

nem

ploy

men

t , p

arti

cula

rly

for

wom

en a

nd y

outh

.

Out

com

e 2.

1: P

olic

ies,

leg

isla

tions

, pl

an o

f ac

tions

and

pr

ogra

mm

es to

faci

litat

e th

e lo

calis

ation

pro

cess

str

engt

h-en

ed.

32 0

00,0

0

Gov

ernm

ent

Con-

trib

ution

for

Prio

r-ity

Tw

o (8

0%)

ILO

Con

trib

ution

fo

r Pr

iori

ty T

wo

(20%

)

Out

put

2.1.

1: N

ation

al P

olic

y on

the

con

ditio

ns t

o re

crui

t ex

patr

iate

wor

kers

defi

ned.

5 00

0,00

A1:

A c

onsu

ltativ

e m

eetin

g to

revi

ew p

rese

nt w

orki

ng c

om-

mitt

ee o

rien

tatio

n to

war

ds p

rior

ity N

o. 2

of

the

DW

CP o

f Se

yche

lles

from

the

loca

lisati

on o

f exp

atri

ate

empl

oym

ent

pers

pecti

ve.

MEE

HR

Soci

al P

artn

ers

5 00

0,00

Gov

ernm

ent,

ILO

&

Don

ors

Out

put

2.1.

2:

A

new

lo

caliz

ation

po

licy

adop

ted.

A

new

loca

lizati

on p

olic

y.1

000,

00

A1:

Rev

iew

of p

rese

nt c

hapt

ers

and

draft

am

endm

ents

for

new

exp

atri

ate

empl

oym

ent a

nd lo

calis

ation

legi

slati

ons

to

adap

t to

the

com

pera

tive

adva

ntag

es o

f Sey

chel

les.

MEE

HR

Soci

al P

artn

ers

1 00

0,00

Gov

ernm

ent,

ILO

&

Don

ors

A2:

Sen

sitiz

e H

uman

Res

ourc

es m

anag

ers a

t all

wor

k pl

aces

em

ploy

ing

expa

tria

te e

mpl

oym

ent

on t

he n

ew lo

calis

ation

po

licy.

M

EEH

RSo

cial

Pa

rtne

rs

&

Stak

ehol

ders

0,00

Gov

ernm

ent

and

Stak

ehol

ders

Out

put 2

.1.3

: An

elab

orat

ed o

f acti

on p

lan

and

prog

ram

me

on lo

caliz

ation

to a

ddre

ss th

e su

pply

and

dem

and

of la

bour

on

the

labo

ur m

arke

t..

26 0

00,0

0

A1:

A c

onsu

ltanc

y to

det

erm

ine

the

repl

acem

ent

of e

xpa-

tria

te w

orke

rs in

all

sect

ors

of th

e co

untr

y.M

EEH

RSo

cial

Par

tner

s6

000,

00IC

FTU

, U

nion

&

G

over

nmen

t

A2:

Yea

rly

subm

issi

on o

f suc

cess

ion

plan

on

loca

lisati

on o

f po

sts

with

in th

e m

anda

ted

time

fram

e pe

rmis

sibl

e.M

EEH

RSo

cial

Par

tner

s0,

00IC

FTU

, U

nion

&

G

over

nmen

t

Seychelles • 23

A3:

Set

up

the

Prod

uctiv

ity U

nit o

f the

MEE

HR.

MEE

HR

Soci

al P

artn

ers

5 00

0,00

Gov

ernm

ent

&

Spon

sors

A4:

A s

truc

ture

to

follo

w-u

p an

d en

forc

emen

t on

loca

lisa-

tion

polic

y.M

EEH

RSo

cial

Par

tner

s0,

00G

over

nmen

t

A5:

Tra

in T

rade

Uni

on re

pres

enta

tives

on

prod

uctiv

ity m

an-

agem

ent a

t the

wor

k pl

ace.

SFW

USo

cial

Par

tner

s10

000

,00

ICFT

U,

Uni

on

&

Gov

ernm

ent

A6:

Mas

s M

edia

edu

catio

n pr

ogra

ms

on p

rodu

ctivi

ty.

MEE

HR

Soci

al P

artn

ers

5 00

0,00

Gov

ernm

ent

A7:

Yea

rly

subm

issi

on o

f rep

ort o

n ab

sorp

tion

of re

turn

ing

grad

uate

.M

EEH

RSo

cial

Pa

rtne

rs

&

Stak

ehol

ders

0,00

Gov

ernm

ent

Out

com

e 2.

2: C

lear

nati

onal

pol

icie

s w

ith p

lan

of a

ction

s en

hanc

ing

effec

tive

hum

an r

esou

rces

dev

elop

men

t an

d m

anag

emen

t ad

opte

d an

d pr

omot

ed a

s w

ell

as e

mpl

oy-

men

t and

une

mpl

oym

ent s

ituati

on m

onito

red.

13 2

50,0

0

Out

put

2.2.

1: R

evie

wed

and

upd

ated

HRD

Pol

icy

focu

sing

on

gen

der

tran

sfor

mati

ve c

aree

r gu

idan

ce t

rain

ing

and

re-

tenti

on.

6 00

0,00

A1:

Rev

iew

ed a

nd u

pdat

ed H

RD P

olic

y fo

cusi

ng o

n ge

nder

se

nsiti

ve c

aree

r gu

idan

ce t

rain

ing

and

rete

ntion

. pr

esen

t em

ploy

men

t ch

alle

nges

and

rec

omm

end

amm

endm

ents

to

th n

ew d

raft

.

MEE

HR

Soci

al P

artn

ers

3 00

0,00

Gov

ernm

ent

A2:

MEE

HR

and

stak

ehol

ders

pre

pare

a 5

yea

r pl

an t

o en

-ha

nce

the

leve

l of h

uman

rso

urce

s m

anag

emen

t at

all

lev-

els.

MEE

HR

Soci

al P

artn

ers

0,00

Gov

ernm

ent

A3:

A p

lan

to r

epla

ce a

ll ex

patr

iate

HR

Man

ager

s w

ith s

ey-

chel

lois

,M

EEH

RSo

cial

Par

tner

s0,

00G

over

nmen

t

A4:

A n

ation

al w

orks

hop

on r

ecom

men

datio

n 19

5 (C

on-

cern

ing

Hum

an R

esou

rces

Dev

elop

men

t, E

duca

tion,

Tra

in-

ing

and

Life

long

lera

ning

) use

d as

a w

orki

ng to

ol.

MEE

HR

Soci

al P

artn

ers

3 00

0,00

Gov

ernm

ent

Out

put

2.2.

2:

Revi

ewed

H

RDP

to

mai

nstr

eam

ge

nder

th

roug

hout

the

docu

men

t.2

083,

33

A1:

Con

duct

revi

ew s

essi

on o

f HRD

P w

ith in

clus

ion

of g

en-

der

secr

etar

iat i

nput

s on

an

annu

al b

asis

.M

EEH

RM

EEH

R an

d G

en-

der

Secr

etar

iat

2 25

0,00

Gov

ernm

ent

Out

put

2.2.

3: T

rain

ed s

ecto

ral

and

natio

nal

gend

er f

ocal

pe

rson

s.4

166,

67

A1:

Con

duct

tra

inin

g w

orks

hops

for

sec

tora

l and

nati

onal

ge

nder

foca

l per

sons

on

an a

nnua

l bas

is.

Gen

der

Sec-

reta

riat

Soci

al P

artn

ers

4 00

0,00

Gov

ernm

ent

Out

put 2

.2.4

: Pri

ority

on

dece

nt w

ork

indi

cato

rs a

nd m

oni-

tori

ng m

echa

nism

set

up.

1 00

0,00

A1.

Rep

rese

ntati

ves

and

othe

r so

cial

par

tner

s in

volv

ed in

th

e re

spec

tive

prio

rity

are

as.

M

EEH

RSo

cial

Par

tner

s1

000,

00G

over

nmen

t

24 • DWCP 2011 - 2015

Out

com

e 2.

3: V

iabl

e co

ttag

e in

dust

ries

and

sm

all b

usin

ess

ente

rpri

ses

reso

urce

s an

d pl

ans

to f

acili

tate

the

dev

elop

-m

ent

of s

usta

inab

le a

nd p

rofit

able

sm

all a

nd m

ediu

m e

n-tr

epre

neur

ship

enh

ance

d.

20 5

00,0

0

Out

put

2.3.

1: A

n el

abor

ated

cou

ntry

pap

er o

n th

e pr

o-fil

e an

d hi

stor

y of

sm

all a

nd m

ediu

m b

usin

ess

ente

rpri

se,

achi

evem

ents

, fai

lure

s, c

halle

nges

and

pla

n of

acti

on.

10 0

00,0

0

A1:

A b

asel

ine

gend

er s

ensi

tive

rese

arch

on

the

cons

e-qu

ence

s of

the

mic

ro a

nd m

acro

eco

nom

ic, fi

nanc

ial,

envi

-ro

nmen

t of

Sey

chel

les

and

its c

onse

quen

ces

on s

mal

l and

m

ediu

m b

usin

ess

deve

lopm

ent.

MIN

RI &

MEE

HR

&

Out

put 2

.3.2

: Equ

al b

alan

ce o

f mal

e an

d fe

mal

e SE

nPA

staff

tr

aine

d in

ILO

tool

s on

mai

nstr

eam

ing

gend

er in

the

desi

gn

of e

mpl

oym

ent p

olic

y .

3 00

0,00

A1:

A n

ation

al e

valu

ation

wor

ksho

p on

fina

ncin

g pr

oce-

dure

s fo

r ac

cess

ibili

ty to

wom

en a

nd y

outh

.M

OF

& S

EN-

PAM

EEH

R &

St

ake-

hold

ers

3 00

0,00

Gov

ernm

ent

Out

put

2.3.

3: A

n el

abor

ated

nati

onal

pla

n of

acti

on o

n sm

all

and

med

ium

bus

ines

s de

velo

pmen

t fo

r th

e ne

xt 5

ye

ars.

7 50

0,00

A1:

A n

ation

al w

orki

ng g

roup

(of

tra

inin

g in

stru

men

ts,

bank

s an

d fin

anci

ng i

nstit

ution

s, r

elev

ant

auth

oriti

es,

so-

cial

par

tner

s an

d in

tern

ation

al e

xper

tise)

to

effec

t a

shor

t (3

yrs

) and

med

ium

(5 y

rs) p

lan

of a

ction

.

MO

F &

MIN

RIM

EEH

R &

St

ake-

hold

ers

7 50

0,00

Gov

ernm

ent

&

ILO

Out

com

e 2.

4: A

con

duci

ve e

nviro

nmen

t fo

r th

e ec

onom

ic

empo

wer

men

t of

wom

en a

nd y

outh

par

ticul

arly

the

ir p

ar-

ticip

ation

in c

ottag

e in

dust

ries

est

ablis

hed.

3 50

0,00

Out

put

2.4.

1: A

ction

pla

n se

t up

to

supp

ort

and

rein

forc

e w

omen

, you

th a

nd t

he d

isab

led,

thu

s m

axim

izin

g th

e be

n-efi

ts g

ener

ated

fro

m t

he d

evel

opm

ent

of s

mal

l an

d m

e-di

um e

nter

pris

es.

3 00

0,00

A1:

Org

anis

e w

orks

hop

to d

evel

op p

lan

of a

ction

in

col-

labo

ratio

n w

ith a

ll st

akeh

olde

rs

MO

F &

MIN

RIM

EEH

R &

St

ake-

hold

ers

3 00

0,00

Gov

ernm

ent

&

ILO

Out

put 2

.4.2

: Acti

on p

lan

impl

emen

ted.

0,00

A1:

Impl

emen

tatio

n of

Pla

n of

Acti

on b

y St

akeh

olde

rsM

EEH

RSo

cial

Par

tner

s0,

00G

over

nmen

t &

IL

O

Out

put

2.4.

3: M

onito

ring

and

eva

luati

on m

echa

nism

de-

velo

ped.

500,

00

A1:

Mon

itori

ng th

e im

plem

enta

tion

of th

e ac

tion

plan

MIN

RISt

akeh

olde

rs50

0,00

Gov

ernm

ent

&

ILO

Seychelles • 25

Out

com

e 2.

5: P

ositi

ve a

ttitu

de t

owar

ds w

ork

and

care

er

choi

ces

prom

oted

.26

000

,00

Out

put 2

.6.1

: A c

lear

and

con

cise

nati

onal

car

eer

guid

ance

im

plem

enta

tion

polic

y de

velo

ped.

16 0

00,0

0

A1:

A re

sear

ch a

nd e

valu

ation

car

ry o

ut b

y ca

reer

gui

danc

e ex

pert

s to

eva

luat

e th

e st

reng

hts

and

wea

knes

ses

of t

he

pres

ent c

aree

rs g

uida

nce

stru

ctur

e.IL

O

A2:

Fin

ding

s of

res

earc

h pr

esen

ted

to a

nati

onal

tri

pari

te

and

stak

ehol

ders

wor

ksho

p fo

r re

com

men

datio

ns t

o go

v-er

nmen

t.

MEE

HR

Soci

al P

artn

ers

3 00

0,00

A3:

A n

ation

al p

olic

y an

d pl

an o

f acti

on to

be

pres

ente

d to

al

l sta

keho

lder

s in

a n

ation

al fo

rum

.M

EEH

RSo

cial

Par

tner

s5

000,

00G

over

nmen

t

A4:

A r

esea

rch

to e

stab

lish

the

pres

ent

Labo

ur s

uppl

y m

is-

mat

ch in

Sey

chel

les

and

resu

lts to

be

hand

ed to

the

Hum

an

Reso

urce

s D

evel

opm

ent a

utho

rity

for

actio

n.M

EEH

RSo

cial

Par

tner

s5

000,

00G

over

nmen

t &

IL

O

Out

put 2

.6.2

: : V

ocati

onal

trai

ning

to m

ale

and

fem

ale

Sey-

chel

lois

wor

kers

pro

mot

ed.

10 0

00,0

0

A1:

Res

earc

h on

the

cau

sal f

acto

rs a

nd a

ttitu

de p

robl

ems

to c

erta

in w

orks

.M

EEH

RM

EEH

R5

000,

00G

over

nmen

t

A2:

Med

ia E

duca

tion

Cam

paig

ns o

n th

e co

ncep

t an

d im

-po

rtan

ce o

f wor

k ta

rgeti

ng th

e no

n pr

ofes

sion

als.

MEE

HR

MEE

HR

5 00

0,00

Gov

ernm

ent

TOTA

L ES

TIM

ATED

CO

ST P

RIO

RITY

TW

O95

250

,00

76 2

00,0

019

050

,00

Prio

rity

Thr

ee: P

rom

otion

of E

ffec

tive

Tri

parti

sm a

nd S

ocia

l Dia

logu

e.

Out

com

e 3.

1: S

igna

tori

es o

f Rec

ogni

tion,

che

ck o

ff a

nd c

ol-

lecti

ve b

arga

inin

g ag

reem

ents

incr

ease

d.18

000

,00

Gov

ernm

ent

Con-

trib

ution

for

Prio

r-ity

Thr

ee (9

0%)

Go

ve

rnm

en

t Co

ntri

butio

n fo

r Pr

iori

ty

Thre

e (1

0%)

Out

put 3

.1.1

: Enh

ance

d ca

paci

ty b

uild

ing

of s

ocia

l par

tner

s to

sus

tain

soc

ial d

ialo

gue.

12 0

00,0

0

A1:

Man

agem

ent

sens

itisa

tion

/ tr

aini

ng w

orks

hops

in a

ll ec

onom

ic s

ecto

rs o

n th

e In

dust

rial

Rel

ation

s A

ct (I

RA).

FEA

SM

EEH

R, IL

O6

000,

00 IL

O &

Don

ors

A2:

Wor

ksho

p tr

aini

ng o

f all

unio

n w

orkp

lace

s co

mm

ittee

s on

neg

otiati

ons

and

med

iatio

n sk

ill.

SFW

UIC

FTU

, ILO

&6

000,

00 IL

O &

Don

ors

Out

put 3

.1.2

: Col

lecti

ve b

arga

inin

g ag

reem

ent s

igne

d.6

000,

00

A1:

Wor

ksho

p tr

aini

ng o

f all

unio

n w

orkp

lace

s co

mm

ittee

s on

IRA

and

col

lecti

ve b

arga

inin

g.SF

WU

ICFT

U,

ILO

&

M

EEH

R6

000,

00G

over

nmen

t, I

LO

& D

onor

s

Out

com

e 3.

2:

Effec

tive

natio

nal

trip

artit

e co

nsul

tatio

n st

reng

then

ed.

2 00

0,00

26 • DWCP 2011 - 2015

Out

put

3.2.

1: R

egul

ar a

nd e

ffecti

ve c

onsu

ltatio

n on

labo

ur

are

bein

g co

nduc

ted.

2 00

0,00

A1:

Nati

onal

Wor

ksho

p fo

r al

l NCC

E m

embe

rs o

n In

tern

a-tio

nal L

abou

r St

anda

rds

and

Empl

oym

ent P

olic

ies

and

Leg-

isla

tions

.M

EEH

RIL

O &

Soc

ial

Part

-ne

rs2

000,

00G

over

nmen

t &

IL

O

Out

com

e 3.

3: B

ipar

tite

mec

hani

sm e

stab

lishe

d at

nati

onal

le

vel a

nd a

t the

wor

kpla

ce.

7 00

0,00

Out

put 3

.3.1

: Nati

onal

Dev

elop

men

t Str

ateg

ies

on re

leva

nt

empl

oym

ent i

ssue

s el

abor

ated

.7

000,

00

A1:

Dra

ftin

g of

a M

emor

andu

m O

f Und

erst

andi

ng (M

.O.U

) be

twee

n W

orke

rs a

nd E

mpl

oyer

s U

nion

s.SF

WU

& F

EAS

ICFT

U,

ILO

&

M

EEH

R3

000,

00G

over

nmen

t, I

LO

& D

onor

s

A2:

Wor

ksho

p by

ILO

( AC

TRAV

) on

the

new

bip

artit

e st

ruc-

ture

with

bot

h Em

ploy

ers

and

Wor

kers

Uni

ons.

SFW

U &

FEA

SIC

FTU

, IL

O

&

MEE

HR

4 00

0,00

Gov

ernm

ent,

ILO

&

Don

ors

Out

com

e 3.

4: N

ation

al s

ocio

-eco

nom

ic p

olic

ies

influ

ence

d by

the

trip

artit

e pa

rtne

rs.

39 0

00,0

0

Out

put

3.4.

1: E

stab

lishe

d cr

edib

le IT

net

wor

ks d

ata

man

-ag

emen

t sy

stem

s w

ith t

he G

over

nmen

t, E

mpl

oyer

s an

d W

orke

rs o

rgan

izati

ons.

25

000

,00

A1:

Est

ablis

hing

cre

dibl

e IT

net

wor

k an

d ge

nder

sen

sitiv

e da

ta m

anag

emen

t sy

stem

s w

ith t

he E

mpl

oyer

s an

d W

ork-

ers’

Uni

ons.

SFW

U &

FEA

SIL

O &

Inte

rnati

onal

U

nion

s10

000

,00

ILO

& D

onor

s

A2:

Con

necti

ng b

oth

Empl

oyer

Fed

erati

on a

nd W

orke

rs

Uni

ons

to th

e La

bour

Mar

ket I

nfor

mati

on S

yste

m.

SFW

U &

FEA

SM

EEH

R5

000,

00IL

O &

Don

ors

A3:

Tra

inin

g of

Wor

kers

Uni

on a

nd E

mpl

oyer

s in

IT d

evel

op-

men

t.

SF

WU

& F

EAS

MEE

HR

10 0

00,0

0IL

O &

Don

ors

Out

put

3.4.

2: C

apac

ity b

uild

ing

of w

orke

rs a

nd e

mpl

oyer

s to

influ

ence

nati

onal

pol

icie

s co

nduc

ted.

8 00

0,00

A1:

A r

esea

rch

on t

he e

ffecti

vene

ss a

nd a

pplic

ation

of

ex-

istin

g le

gisl

ation

s re

gula

ting

trip

artit

e co

nsul

tatio

ns.

MEE

HR

Soci

al P

artn

ers

5 00

0,00

Gov

ernm

ent

&

ILO

A2:

A n

ation

al w

orks

hop

on fi

ndin

gs o

f stu

dy w

ith li

nes

of

actio

ns.

MEE

HR

Soci

al P

artn

ers

3 00

0,00

Gov

ernm

ent

&

ILO

Out

put

3.4.

3: C

apac

ity b

uild

ing

of G

over

nmen

t, E

mpl

oy-

ers

and

Wor

kers

org

aniz

ation

s to

con

trib

ute

to L

MIS

con

-du

cted

.6

000,

00

A1:

Tec

hnic

al e

valu

ation

of

the

Empl

oyer

s an

d W

orke

rs

Uni

ons

to c

onne

ct to

the

LMIS

MEE

HR

Soci

al P

artn

ers

3 00

0,00

Gov

ernm

ent

&

ILO

A2:

Pre

pare

pro

ject

s to

em

pow

er th

e H

R an

d IT

inte

rfac

e of

th

e Em

ploy

ers

to th

e LM

ISM

EEH

RSo

cial

Par

tner

s3

000,

00G

over

nmen

t &

IL

O

Seychelles • 27

Out

com

e 3.

5: W

omen

’s p

artic

ipati

on a

nd le

ader

ship

pro

-m

oted

and

enh

ance

d.26

000

,00

Out

put

3.5.

1:

Dev

elop

ed

MEH

RD

polic

y ge

nder

mai

n-st

ream

ing.

8

000,

00

A1:

A n

ation

al w

orks

hop

to re

view

exi

sting

pol

icie

s on

gen

-de

r pa

rity

at d

ecis

ion

mak

ing

leve

l.M

EEH

R &

M

CSD

Soci

al P

artn

ers

3 00

0,00

Gov

ernm

ent,

ILO

&

Spo

nsor

s

A2:

For

mul

ation

, ado

ption

, rev

iew

pol

icy

on g

ende

r pa

rity

MEE

HR

&

MCS

DSo

cial

Par

tner

s5

000,

00G

over

nmen

t, I

LO

& S

pons

ors

Oup

ut 3

.5.2

: D

evel

oped

a h

igh

leve

l ge

nder

sen

sitiz

ation

pr

ogra

mm

e.10

000

,00

A1:

Hig

h le

vel w

orks

hops

on

gend

er s

ensi

tizati

on in

all

sec-

tors

.M

EEH

R &

M

CSD

Soci

al P

artn

ers

10 0

00,0

0G

over

nmen

t, I

LO

& S

pons

ors

Out

put

3.5.

3: In

trod

uced

affi

rmati

ve a

ction

at

recr

uitm

ent

and

sele

ction

pro

cess

es.

5 00

0,00

A1:

Med

ia E

duca

tion

Cam

paig

n fo

r po

sitiv

e ac

tion.

.M

EEH

R &

M

CSD

Soci

al P

artn

ers

5 00

0,00

Gov

ernm

ent,

ILO

&

Spo

nsor

s

Out

put

3.5.

4: E

stab

lishe

d la

w o

n pa

tern

al l

eave

in

Sey-

chel

les.

3 00

0,00

A1:

A c

onsu

ltanc

y to

con

duct

a f

easi

bilit

y st

udy

on p

ater

-ni

ty le

ave

in S

eych

elle

s.

MEE

HR

&

MCS

DSo

cial

Par

tner

s3

000,

00G

over

nmen

t, I

LO

& S

pons

ors

TOTA

L ES

TIM

ATED

CO

ST P

RIO

RITY

TH

REE

92 0

00,0

0 8

2 80

0,00

9

200

,00

TOTA

L ES

TIM

ATED

CO

ST O

F A

LL T

HRE

E PR

IORI

TIES

342

350,

00

TOTA

L ES

TIM

ATED

CO

ST O

F G

OV

ERN

MEN

T CO

NTR

IBU

TIO

N 2

05 5

30,0

0 1

36 8

20,0

0

28 • DWCP 2011 - 2015

M&

E Pl

an fo

r Se

yche

lles

DW

CP -

Part

1: P

rogr

ess

mon

itori

ng

Coun

try:

Sey

chel

les

Dat

e of

pre

para

tion:

June

, 201

0

Prio

rity

1: P

revi

ew L

abou

r Le

gisl

ation

s an

d st

reng

then

the

disp

ute

reso

luti

on fr

amew

ork.

Out

com

e 1.

1: G

ende

r se

nsiti

ve L

abou

r La

ws

com

pati

ble

wit

h In

tern

ation

al L

abou

r In

stru

men

ts re

view

ed a

nd c

ompi

led.

Indi

cato

rM

eans

of V

erifi

cati

on

(Dat

a So

urce

s an

d Co

llecti

on M

etho

ds)

Freq

uenc

yA

ssum

ption

s (a

nd R

isks

)Re

spon

sibi

lity

One

gen

der

bala

nced

and

gen

der

sens

itive

trib

unal

adj

udic

ating

on

all

Empl

oym

ent /

Lab

our,

Indu

sria

l Rel

ation

s an

d O

HS

matt

ers

in

Seyc

helle

s so

lvin

g th

e pr

esen

t iso

late

d le

gisl

ation

s be

ing

adju

dica

-te

d in

diff

eren

t cou

rts.

Labo

ur T

ribu

nal R

epor

ts, E

mpl

oym

ent D

e-pa

rtm

ent R

epor

ts a

nd G

ende

r Se

cret

aria

t Re

port

s

Ann

ual

Effec

tive

coor

pera

tion

& c

omm

itmen

t by

the

soci

al p

artn

ers,

Gen

der

Secr

e-ta

riat

& A

G’s

Offi

ce.

ILO

Con

sulta

nt, A

G’s

Offi

ce ,

MEE

HR

& S

ocia

l Par

tner

s

A b

indi

ng o

f all

labo

ur la

w a

nd le

gal p

roce

dure

s.

Reco

rd o

f bin

ded

docu

men

ts o

n la

bour

la

w a

nd le

gal p

roce

dure

s. (M

EEH

R &

AG

’s

Offi

ce)

once

Proj

ect M

anag

er, A

G’s

Offi

ce &

M

EEH

R

Out

com

e 1.

2: A

n eff

ecti

ve a

nd e

ffici

ent d

ispu

te re

solu

tion

fram

ewor

k in

pla

ce.

Indi

cato

rM

eans

of V

erifi

cati

on

(Dat

a So

urce

s an

d Co

llecti

on M

etho

ds)

Freq

uenc

yA

ssum

ption

s (a

nd R

isks

)Re

spon

sibi

lity

Incr

ease

by

20%

the

usag

e of

the

Indu

stri

al R

elati

ons

Secti

ons

by

Empl

oyer

s an

d W

orke

rs fo

r co

unse

lling

on

empl

oym

ent a

nd la

bour

is

sues

.

Indu

stri

al R

elati

on S

ectio

n &

Insp

ecto

rate

Se

ction

Rep

orts

(MEE

HR)

Bi-a

nnua

lA

ssum

ing

that

reco

rds

are

bein

g ke

pt

on a

dai

ly b

asis

.M

EEH

R &

Soc

ial P

artn

ers

Bett

er p

olic

ies,

met

hods

, res

ourc

es a

nd le

gal k

now

ledg

e.

Trai

ned

office

rs in

em

ploy

men

t & le

gal

aspe

cts

and

exte

rnal

cus

tom

ers

appr

e-ci

ation

.

Qua

rter

lyFu

nd a

vaila

ble

to c

ondu

ct tr

aini

ng

and

eval

uatio

n m

echa

nism

in p

lace

.IL

O, M

EEH

R &

Soc

ial P

artn

ers

Out

com

e 1.

3: A

pro

acti

ve O

ccup

ation

al H

ealt

h &

Saf

ety

inte

rfac

e at

ent

erpr

ice

aand

min

iste

rial

leve

ls c

onfo

rmit

y w

ith

the

ILO

inst

rum

ents

, nati

onal

legi

slati

ons

and

polic

ies.

Indi

cato

rM

eans

of V

erifi

cati

on

(Dat

a So

urce

s an

d Co

llecti

on M

etho

ds)

Freq

uenc

yA

ssum

ption

s (a

nd R

isks

)Re

spon

sibi

lity

Redu

ction

by

10%

OH

S re

late

d ac

cide

nts

at a

ll le

vels

and

in a

ll se

ctor

sIn

spec

tora

te S

ectio

n Re

port

s (M

EEH

R)

and

the

Occ

upati

onal

& S

afet

y U

nit o

f the

M

inis

try

of H

ealth

.

Qua

rter

lyCl

ose

colla

bora

tion

and

coor

pera

tion

betw

een

the

two

Min

istr

ies.

MEE

HR,

MO

H &

Oth

er S

take

-ho

lder

s

Incr

ease

to 6

0% O

HS

adm

inis

trati

ve s

truc

ture

s at

the

wor

kpla

ce.

Insp

ecto

rate

Sec

tion

Repo

rts

(MEE

HR)

Qua

rter

ly

Seychelles • 29

Out

com

e 1.

4: A

ll fo

rms

of d

iscr

imin

ation

in th

e w

orld

of w

ork

elim

inat

ed.

Indi

cato

rM

eans

of V

erifi

cati

on

(Dat

a So

urce

s an

d Co

llecti

on M

etho

ds)

Freq

uenc

yA

ssum

ption

s (a

nd R

isks

)Re

spon

sibi

lity

Find

ings

and

reco

mm

enda

tions

of a

bas

elin

e st

udy

on th

e si

tuati

on

of v

ulne

rabl

e gr

oups

Repo

rt o

f the

bas

elin

e st

udy

on s

ituati

on

of v

ulne

rabl

e gr

oups

once

Effec

tive

mon

itori

ng m

echa

nism

is s

et

up w

ith th

e in

volv

emen

t of a

ll so

cial

pa

rtne

rs c

once

rn.

Proj

ect M

anag

er M

EEH

R &

So

cial

par

tner

s

Incr

ease

d aw

aren

ess

of d

iffer

ent t

ypes

of d

iscr

imin

ation

in th

e w

orld

of w

ork

amon

gst t

ripa

rtite

par

tner

s.Re

port

s of

gri

evan

ces

regi

ster

ed a

t the

M

inis

try

on g

roun

d of

dis

crim

inati

on a

nd

repo

rts

from

the

Labo

ur In

spec

tora

te

Uni

t of t

he M

EEH

R

Qua

rter

ly

Incr

ease

d nu

mbe

r of

sex

ual h

aras

smen

t cas

es re

gist

ered

and

reso

l-ve

d th

roug

h th

e Em

ploy

men

t Tri

buna

l

75%

dec

reas

e of

term

inati

on o

f em

ploy

men

t con

trac

ts o

n gr

ound

s of

dis

crim

inati

on.

75%

redu

ction

in g

riev

ance

s re

gist

ered

on

grou

nds

of te

rmin

a-tio

n of

con

trac

t on

grou

nds

of v

ictim

izati

on b

y th

e ha

nds

of th

e em

ploy

er.

Prio

rity

2:P

rom

otion

of Q

ualit

y Em

ploy

men

t and

Red

ucti

on o

f Une

mpl

oym

ent p

arti

cula

rly

for

Wom

en a

nd Y

outh

Out

com

e 2.

1: P

olic

ies,

legi

slati

ons,

pla

n of

acti

ons

and

prog

ram

mes

to fa

cilit

ate

the

loca

lizati

on p

roce

ss s

tren

gthe

ned

Indi

cato

rM

eans

of V

erifi

cati

on

(Dat

a So

urce

s an

d Co

llecti

on M

etho

ds)

Freq

uenc

yA

ssum

ption

s (a

nd R

isks

)Re

spon

sibi

lity

Red

uce

by 5

% p

er a

nnum

in th

e nu

mbe

r of

exp

atri

ate

wor

kers

in

the

perm

anen

t wor

kfor

ce.

Repo

rts

on E

xpat

riat

e Em

ploy

men

t &

Gai

nful

Occ

upati

on P

erm

it (M

EEH

R)

Ann

ual

Conti

nued

com

mitm

ent b

y go

vern

-m

ent t

o en

sure

that

rele

vant

dat

a is

co

llect

ed b

y na

tiona

l age

ncie

s an

d m

inis

trie

s co

ncer

ned.

MEE

HR

& S

ocia

l Par

tner

s

Incr

ease

of 8

% p

er a

nnum

in e

mpl

oym

ent o

f mal

e an

d fe

mal

e lo

cals

in a

ll se

ctor

s an

d at

all

leve

lsEm

ploy

men

t Rep

ort (

MEE

HR)

, Em

ploy

-m

ent B

ulle

tin &

Sey

chel

les

in F

igur

es

(NSB

)

Bi-A

nnua

l &

Ann

ual

Reta

inin

g at

leas

t 75%

of h

ighl

y tr

aine

d m

ale

and

fem

ale

Seyc

hel-

lois

.Re

port

s fr

om N

HRD

C an

d D

epar

tmen

t of

Imm

igra

tion

Ann

ual

Equa

l bal

ance

of f

emal

e an

d m

ale

loca

ls e

mpl

oyed

in s

enio

r de

ci-

sion

mak

ing

post

s in

all

sect

ors.

Empl

oym

ent B

ulle

tins

& S

eych

elle

s in

Fi

gure

s (N

SB)

Bi-A

nnua

l &

Ann

ual

Out

com

e 2.

2: C

lear

nati

onal

pol

icie

s w

ith

plan

of a

ction

s en

hanc

ing

effec

tive

hum

an re

sour

ces

deve

lopm

ent a

nd m

anag

emen

t ado

pted

and

pro

mot

ed a

s w

ell a

s em

ploy

men

t and

une

mpl

oym

ent s

itua

-ti

on m

onit

ored

.

Indi

cato

rM

eans

of V

erifi

cati

on

(Dat

a So

urce

s an

d Co

llecti

on M

etho

ds)

Freq

uenc

yA

ssum

ption

s (a

nd R

isks

)Re

spon

sibi

lity

Incr

ease

d go

od p

racti

ces

at th

e w

ork

plac

e by

20%

.In

spec

tora

te R

epor

t fro

m In

spec

tora

te

Secti

on o

f Em

ploy

men

t Dep

artm

ent

(MEE

HR)

Ann

ual

Ass

umin

g th

at th

e di

ffere

nt s

take

-ho

lder

s ar

e pr

ovid

ing

the

corr

ect

info

rmati

on o

n re

leva

nt is

sues

.

Insp

ecto

rate

Sec

tion

& P

rodu

c-tiv

ity U

nit (

MEE

HR)

, w

orlp

lace

s H

uman

Res

ourc

e O

ffice

rs &

the

Wor

kers

’ Uni

ons.

Redu

ce o

ccup

ation

s al

l gen

der

ster

eoty

ing

by 2

0%.

Repo

rts

from

the

Gen

der

Secr

etar

iat o

f th

e So

cial

Dep

artm

ent.

Ann

ual

Incr

ease

pro

ducti

ve w

ork

amon

g se

yche

llois

mal

e an

d fe

mal

e by

20

%Pr

oduc

tivity

Uni

t Rep

ort A

nnua

l (M

EEH

R)

& E

mpl

oym

ent R

epor

t (M

EEH

R)

Ann

ual

Mon

itori

ng p

rogr

ess

in H

R m

anag

emen

t and

dec

ent w

ork

NH

RDC

Repo

rt (M

EEH

R), F

EAS

Repo

rt,

SFW

U R

epor

t & In

spec

tora

te R

epor

tA

nnua

l

30 • DWCP 2011 - 2015

Out

com

e 2.

3: V

iabl

e co

ttag

e in

dust

ries

and

sm

all b

usin

ess

ente

rpri

ses

reso

urce

s an

d pl

ans

to fa

cilit

ate

the

deve

lopm

ent o

f sus

tain

able

and

pro

fitab

le s

mal

l and

med

ium

ent

repr

eneu

rshi

p en

hanc

ed

Indi

cato

rM

eans

of V

erifi

cati

on

(Dat

a So

urce

s an

d Co

llecti

on M

etho

ds)

Freq

uenc

yA

ssum

ption

s (a

nd R

isks

)Re

spon

sibi

lity

A c

ount

ry p

rogr

amm

e to

set

out

new

pol

icie

s, le

gisl

ation

, acti

on

plan

s, s

trat

egie

s, re

sour

ces

and

plan

s to

faci

litat

e th

e de

velo

pmen

t of

sus

tain

able

and

pro

fitab

le s

mal

l and

med

ium

ent

repr

eneu

rshi

p sc

hem

es

Repo

rts

Dev

elop

men

t of S

ME

(SEN

PA),

Gov

ernm

ent P

olic

ies

on th

e D

evel

opm

ent

of S

ME

& E

cono

mic

Rep

orts

on

econ

omic

gr

owth

from

the

Min

istr

y of

Fin

ance

.

Ann

ual

Fisc

al a

nd m

onet

ary

cond

ition

s ar

e co

nduc

ive

for

the

deve

lopm

ent o

f SM

E.

SEN

PA, M

oF &

MIN

RI

Out

com

e 2.

4: A

con

duci

ve e

nvir

onm

ent f

or th

e ec

onom

ic e

mpo

wer

men

t of w

omen

and

you

th p

arti

cula

rly

thei

r pa

rtici

pati

on in

cott

age

indu

stri

es e

stab

lishe

d.

Indi

cato

rM

eans

of V

erifi

cati

on

(Dat

a So

urce

s an

d Co

llecti

on M

etho

ds)

Freq

uenc

yA

ssum

ption

s (a

nd R

isks

)Re

spon

sibi

lity

An

incr

ease

by

25%

of t

he n

umbe

r of

wom

en, y

outh

and

the

disa

bled

in S

MEs

Empl

oym

ent R

epor

t (M

EEH

R), E

mpl

oy-

men

t Bul

letin

& S

eych

elle

s in

Fig

ures

(N

SB),

Repo

rts

from

Gen

der

Secr

etar

iat

Ann

ual

Fisc

al a

nd m

onet

ary

cond

ition

s ar

e co

nduc

ive

for

the

deve

lopm

ent o

f SM

E.

MEE

HR,

SEN

PA, M

oF &

MIN

RI

An

incr

ease

of 1

0% p

rofit

mar

gins

by

wom

en, y

outh

and

the

disa

-bl

ed in

SM

EsEm

ploy

men

t Rep

ort (

MEE

HR)

, Em

ploy

-m

ent B

ulle

tin &

Sey

chel

les

in F

igur

es

(NSB

), Re

port

s fr

om G

ende

r Se

cret

aria

t

MEE

HR,

SEN

PA, M

oF &

MIN

RI

Out

com

e 2.

5: P

ositi

ve a

ttitu

de to

war

ds w

ork

and

care

er c

hoic

es p

rom

oted

.

Indi

cato

rM

eans

of V

erifi

cati

on

(Dat

a So

urce

s an

d Co

llecti

on M

etho

ds)

Freq

uenc

yA

ssum

ption

s (a

nd R

isks

)Re

spon

sibi

lity

An

enha

nced

exi

sting

car

eer

guid

ance

pro

gram

Ca

reer

Gui

danc

e Re

port

(Car

eer

Gui

-da

nce

Secti

on, D

epar

tmen

t of E

duca

tion,

M

EEH

R)

Ann

ual

Prop

er tr

aini

ng a

re p

rovi

ded

for

the

care

er g

uida

nce

office

rs.

MEE

HR

& S

ocia

l Par

tner

s

Dec

reas

e by

30%

in c

aree

r ch

ange

turn

over

of p

ost S

econ

dary

gr

adua

tes.

Care

er G

uida

nce

Repo

rt (C

aree

r G

ui-

danc

e Se

ction

, Dep

artm

ent o

f Edu

catio

n,

MEE

HR)

Ann

ual

50%

of i

ncre

ase

of S

eych

ello

is ta

king

up

voca

tiona

l job

s.

Repo

rts

from

Voc

ation

al T

rain

ing

Insti

tu-

tions

Ann

ual

Prio

rity

3: P

rom

otion

of e

ffecti

ve T

ripa

rtite

and

Soc

ial D

ialo

gue.

Out

com

e 3.

1: S

igna

tori

es o

f rec

ogni

tion

, che

ck o

ff a

nd c

olle

ctive

bar

gain

ing

agre

emen

ts in

crea

sed.

Indi

cato

rM

eans

of V

erifi

cati

on

(Dat

a So

urce

s an

d Co

llecti

on M

etho

ds)

Freq

uenc

yA

ssum

ption

s (a

nd R

isks

)Re

spon

sibi

lity

Dec

reas

e by

25%

in g

riev

ance

regi

stra

tions

for

disp

ute

sett

lem

ents

at

all

leve

l of m

edia

tion

and

adju

dica

tion.

Indu

stri

al R

elati

ons

Repo

rt a

nd E

mpl

oy-

men

t Tri

buna

l Rep

ort

Ann

ual

Trad

e U

nion

Rep

rese

ntati

ves

and

hum

an re

sour

ce c

adre

s em

pow

ered

w

ith th

e ri

ght t

rain

ing

on e

mpl

oy-

men

t law

s an

d ne

goci

ation

ski

lls.

MEE

HR,

SFW

U &

FEA

S

Redu

ction

by

50%

gri

evan

ces

at th

e w

orkp

lace

Indu

stri

al R

elati

ons

Repo

rt a

nd E

mpl

oy-

men

t Tri

buna

l Rep

ort

Ann

ual

Seychelles • 31

Out

com

e 3.

2: E

ffec

tive

nati

onal

tri

parti

te c

onsu

ltati

on s

tren

gthe

ned.

Indi

cato

rM

eans

of V

erifi

cati

on

(Dat

a So

urce

s an

d Co

llecti

on M

etho

ds)

Freq

uenc

yA

ssum

ption

s (a

nd R

isks

)Re

spon

sibi

lity

Effici

ent f

uncti

onin

g of

the

natio

nal t

ripa

rtite

em

ploy

men

t ins

titu-

tions

Trip

artit

e fo

rum

s an

d tr

ipar

tite

cons

ulta

-tiv

e m

eetin

gsO

ccas

iona

lly

All

stak

ehol

ders

see

the

impo

rtan

ce

of in

volv

ing

the

ILO

soc

ial p

artn

ers

in N

ation

al c

onsu

ltatio

ns o

n m

atter

s w

ith a

dire

ct im

plic

ation

in e

mpl

oy-

men

t iss

ues.

MEE

HR,

SFW

U &

FEA

S

A m

ore

effec

tive

runn

ing

of th

e N

CCE

and

decr

ease

in d

elay

s at

all

leve

ls to

impl

emen

t app

rove

d pl

ans

of a

ction

.N

umbe

r of

NCC

E m

eetin

gs

Occ

asio

nally

M

EEH

R, S

FWU

& F

EAS

Out

com

e 3.

3: B

ipar

tite

mec

hnis

m e

stab

lishe

d at

nati

onal

leve

l and

at t

he w

orkp

lace

s.

Indi

cato

rM

eans

of V

erifi

cati

on

(Dat

a So

urce

s an

d Co

llecti

on M

etho

ds)

Freq

uenc

yA

ssum

ption

s (a

nd R

isks

)Re

spon

sibi

lity

Usi

ng o

f LM

IS b

y W

orke

rs’ a

nd E

mpl

oyer

s’ U

nion

s in

the

natio

nal

cons

ulta

tion

proc

ess

on e

mpl

oym

ent a

nd la

bour

issu

es.

LMIS

fully

ope

ratio

nal a

nd T

ripa

rtite

m

akin

g us

e of

LM

ISA

ll tim

esTh

e LM

IS fi

nalis

ed a

nd o

pera

tiona

l M

EEH

R, S

FWU

& F

EAS

Out

com

e 3.

4: N

ation

al s

ocio

-eco

nom

ic p

olic

ies

influ

ence

d by

the

trip

arti

te p

artn

ers.

Indi

cato

rM

eans

of V

erifi

cati

on

(Dat

a So

urce

s an

d Co

llecti

on M

etho

ds)

Freq

uenc

yA

ssum

ption

s (a

nd R

isks

)Re

spon

sibi

lity

Web

site

dev

elop

ed to

dis

sem

inat

e an

d ed

ucat

e th

e pu

blic

on

the

role

of T

rade

Uni

on a

nd E

mpl

oym

ent U

nion

s on

dec

ent w

ork.

Web

site

ope

ratio

nal

All

times

MEE

HR,

SFW

U &

FEA

S

Out

com

e 3.

5: W

omen

’s p

arti

cipa

tion

and

lead

ersh

ip p

rom

oted

and

enh

ance

d.

Indi

cato

rM

eans

of V

erifi

cati

on

(Dat

a So

urce

s an

d Co

llecti

on M

etho

ds)

Freq

uenc

yA

ssum

ption

s (a

nd R

isks

)Re

spon

sibi

lity

50%

of w

omen

in k

ey n

ation

al p

ositi

ons.

Repo

rt fr

om G

ende

r Se

cret

aria

tA

nnua

lG

ende

r Se

cret

aria

t (M

CSD

), M

EEH

R &

Pub

lic A

dmin

istr

ation

D

epar

tmen

t

Gen

der

bala

nce

at a

ll le

vels

and

in a

ll se

ctor

s.Re

port

from

Gen

der

Secr

etar

iat

Ann

ual

Gen

der

Secr

etar

iat (

MCS

D),

MEE

HR

Publ

ic A

dmin

istr

ation

D

epar

tmen

t & P

riva

te S

ecto

r

32 • DWCP 2011 - 2015

Seyc

helle

s D

WCP

Str

ateg

ic A

lignm

ent

Coun

try:

Sey

chel

les

Dat

e of

pre

para

tion

: Ju

ne, 2

010

Prio

rity

1: R

evie

w L

abou

r Le

gisl

ation

s an

d st

reng

then

the

disp

ute

reso

luti

on fr

amew

ork.

Out

com

es o

f DW

CPLi

nk to

P&

B ou

tcom

esLi

nk to

the

Regi

onal

Dec

ent

Wor

k A

gend

a Li

nk to

Reg

iona

l A

gend

a St

rate

gic

part

ners

(F

or w

hom

, with

who

m)

Mai

n ac

tions

(H

ow) C

lust

ers

of a

ctivi

ties

or p

roje

cts

by

whi

ch y

ou p

lan

to a

chie

ve th

e ou

tcom

e

Out

com

e 1.

1: G

ende

r se

nsiti

ve L

a-bo

ur L

aws

com

patib

le w

ith In

tern

a-tio

nal L

abou

r In

stru

men

ts re

view

d an

d co

mpi

led.

Out

com

e 11

; Out

com

e 18

Out

com

e 1.

2: A

n eff

ectiv

e an

d effi

-ci

ent d

ispu

te re

solu

tion

fram

ewor

k in

pla

ce.

Out

com

e 11

; Out

com

e 14

Out

com

e 1.

3: A

pro

activ

e O

ccup

a-tio

nal H

ealth

& S

afet

y in

terf

ace

at

ente

rpri

ce a

and

min

iste

rial

leve

ls

conf

orm

ity w

ith th

e IL

O in

stru

men

ts,

natio

nal l

egis

latio

ns a

nd p

olic

ies.

Out

com

e 6;

Out

com

e 18

Out

com

e 1.

4: A

ll fo

rms

of d

iscr

imin

a-tio

n in

the

wor

ld o

f wor

k el

imin

ated

.O

utco

me

17

Prio

rity

2:

Prom

otion

of q

ualit

y em

ploy

men

t and

redu

ction

of u

nem

ploy

men

t, p

arti

cula

rly

of w

omen

and

you

th.

Out

com

es o

f DW

CPLi

nk to

P&

B ou

tcom

esLi

nk to

the

Regi

onal

Dec

ent

Wor

k A

gend

a Li

nk to

Reg

iona

l A

gend

a St

rate

gic

part

ners

(F

or w

hom

, with

who

m)

Mai

n ac

tion

s

(How

) Clu

ster

s of

acti

vitie

s or

pro

ject

s by

w

hich

you

pla

n to

ach

ieve

the

outc

ome

Out

com

e 2.

1: P

olic

ies,

legi

slati

ons,

pl

an o

f acti

ons

and

prog

ram

mes

to

faci

litat

e th

e lo

calis

ation

pro

cess

st

reng

then

ed.

Out

com

e 7

Out

com

e 2.

2: C

lear

nati

onal

pol

icie

s w

ith p

lan

of a

ction

s fo

r en

hanc

ing

effec

tive

hum

an re

sour

ces

deve

lo-

pmen

t and

man

agem

ent a

dopt

ed

and

prom

oted

as

wel

l as

empl

oy-

men

t and

une

mpl

oym

ent s

ituati

on

mon

itore

d.

Out

com

e 2

Seychelles • 33

Out

com

e 2.

3: V

iabl

e co

ttag

e in

dus-

trie

s an

d sm

all b

usin

ess

ente

rpri

ses

reso

urce

s an

d pl

ans

to fa

cilit

ate

the

deve

lopm

ent o

f sus

tain

able

and

pro

-fit

able

sm

all a

nd m

ediu

m e

ntre

pre-

neur

ship

enh

ance

d.

Out

com

e 1

, Out

com

e 3

Out

com

e 2.

4: A

con

duci

ve e

nvi-

ronm

ent f

or th

e em

pow

erm

ent o

f w

omen

and

you

th, p

artic

ular

ly th

eir

parti

cipa

tion

in c

ottag

e in

dust

ries

es

tabl

ishe

d.

Out

com

e 3

Out

com

e 2.

5: C

apac

ity b

uild

ing

for

gend

er m

ains

trea

min

g in

stitu

tiona

-lis

ed.

Out

com

e 2.

6: P

ositi

ve a

ttitu

de

tow

ards

wor

k an

d ca

reer

cho

ices

pr

omot

ed.

Prio

rity

3: P

rom

otion

of E

ffec

tive

Tri

parti

te a

nd S

ocia

l Dia

logu

e.

Out

com

es o

f DW

CPLi

nk to

P&

B ou

tcom

esLi

nk to

the

Regi

onal

Dec

ent

Wor

k A

gend

a Li

nk to

Reg

iona

l A

gend

a St

rate

gic

part

ners

(F

or w

hom

, with

who

m)

Mai

n ac

tion

s

(How

) Clu

ster

s of

acti

vitie

s or

pro

ject

s by

w

hich

you

pla

n to

ach

ieve

the

outc

ome

Out

com

e 3.

1: S

igna

tori

es o

f rec

ogni

-tio

n, c

heck

off

and

col

lecti

ve b

arga

i-ni

ng a

gree

men

ts in

crea

sed.

Out

com

e 14

Out

com

e 3.

2: E

ffecti

ve n

ation

al tr

i-pa

rtite

con

sulta

tion

stre

ngth

ened

.O

utco

me

12;O

utco

me

14

Out

com

e 3.

3: B

ipar

tite

mec

hani

sm

esta

blis

hed

at n

ation

al le

vel a

nd a

t th

e w

orkp

lace

s.

Out

com

e 9;

Out

com

e 10

Out

com

e 3.

4: N

ation

al S

ocio

-eco

no-

mic

pol

icie

s in

fluen

ced

by tr

ipar

tite

part

ners

.

Out

com

e 12

; Out

com

e 13

Out

com

e 3.

5: W

omen

’s p

artic

ipa-

tion

and

lead

ersh

ip p

rom

oted

and

en

hanc

ed.

34 • DWCP 2011 - 2015

M&

E Pl

an fo

r Se

yche

llesD

WCP

- Pa

rt 2

: Pro

gres

s m

onit

orin

g

Tem

plat

e: B

asel

ine

and

spec

ific

prog

ress

(mile

ston

es) t

o be

real

ized

for

each

out

com

e

Coun

try:

Sey

chel

les

Prep

arati

on D

ate:

June

,201

0

Prio

rity

1: P

revi

ew L

abou

r Le

gisl

ation

s an

d st

reng

then

the

disp

ute

reso

lutio

n fr

amew

ork.

Out

com

e 1.

1: G

ende

r se

nsiti

ve L

abou

r La

ws

com

patib

le w

ith In

tern

ation

al

Labo

ur In

stru

men

ts re

view

d an

d co

mpi

led.

Mai

n as

sum

ption

: Effe

ctive

coo

rper

ation

& c

omm

itmen

t by

the

soci

al p

artn

ers,

Gen

der

Secr

etar

iat &

AG

’s O

ffice

.

Indi

cato

rsBa

selin

esTa

rget

sM

ilest

ones

2011

2012

2013

2014

2015

One

gen

der

bala

nced

and

gen

der

sens

itive

tri-

buna

l adj

udic

ating

on

all E

mpl

oym

ent /

Lab

our,

Indu

stri

al R

elati

ons

and

OH

S m

atter

s in

Sey

-ch

elle

s so

lvin

g th

e pr

esen

t iso

late

d le

gisl

ation

s be

ing

adju

dica

ted

in d

iffer

ent c

ourt

s.

No

gend

er b

alan

ce a

nd

sens

itive

labo

ur tr

ibun

alBy

201

3 a

gend

er b

alan

ce

& g

ende

r se

nsiti

ve la

bour

tr

ibun

al o

pera

tiona

l

Gen

der

bala

nce

& s

ensi

tive

la-

bour

trib

unal

in

oper

ation

A b

indi

ng o

f all

labo

ur la

ws

and

lega

l pro

cedu

-re

s.

No

bind

ed la

bour

law

s &

le

gal p

roce

dure

s in

one

do

cum

ent

By th

e en

d of

201

2 a

bind

ed la

bour

law

s &

le

gal p

roce

dure

s in

one

do

cum

ent

One

doc

u-m

ent w

ith a

ll la

bour

law

s &

le

gal p

roce

du-

res

bind

ed

Out

com

e 1.

2: A

n eff

ectiv

e an

d effi

cien

t dis

pute

reso

lutio

n fr

amew

ork

in

plac

e.M

ain

assu

mpti

on: A

ssum

ing

that

reco

rds

are

bein

g ke

pt o

n a

daily

bas

is.

Indi

cato

rsBa

selin

esTa

rget

sM

ilest

ones

2011

2012

2013

2014

2015

Incr

ease

by

20%

the

usag

e of

the

Indu

stri

al R

e-la

tions

Sec

tions

by

Empl

oyer

s an

d W

orke

rs fo

r co

unse

lling

on

empl

oym

ent a

nd la

bour

issu

es.

Num

ber

of c

ases

re

gist

ered

by

Indu

stri

al

Rela

tions

Sec

tions

for

coun

selli

ng o

n em

ploy

-m

ent a

nd la

bour

issu

es

Incr

ease

on

a ye

arly

bas

is

by 5

% th

e nu

mbe

r of

ca-

ses

regi

ster

5% in

crea

se in

ca

ses

regi

ster

5% in

crea

se in

ca

ses

regi

ster

5% in

crea

se in

ca

ses

regi

ster

5% in

crea

se in

ca

ses

regi

ster

Bett

er p

olic

ies,

met

hods

, res

ourc

es a

nd le

gal

know

ledg

e.

Ass

essm

ent o

f exi

sting

po

licie

s, m

etho

ds,

reso

urce

s an

d le

gal

know

ledg

e

Add

ress

wea

knes

ses

in p

o-lic

ies,

met

hods

, res

ourc

es

and

lega

l kno

wle

dge

Capa

city

Bui

l-di

ng to

add

ress

w

eakn

esse

s

Capa

city

Bu

ildin

g to

ad

dres

s w

eakn

esse

s

Out

com

e 1.

3: A

pro

activ

e O

ccup

ation

al H

ealth

& S

afet

y in

terf

ace

at e

nter

-pr

ice

and

min

iste

rial

leve

ls c

onfo

rmity

with

the

ILO

inst

rum

ents

, nati

onal

le

gisl

ation

s an

d po

licie

s.M

ain

assu

mpti

on: C

lose

col

labo

ratio

n an

d co

orpe

ratio

n be

twee

n th

e tw

o M

inis

trie

s.

Indi

cato

rsBa

selin

esTa

rget

sM

ilest

ones

2011

2012

2013

2014

2015

Seychelles • 35

Redu

ction

by

10%

OH

S re

late

d ac

cide

nts

at a

ll le

vels

and

in a

ll se

ctor

sRe

cord

of r

egis

tere

d O

HS

case

s in

all

sect

ors

of th

e ec

onom

y

Redu

ce O

HS

rela

ted

acci

-de

nts

in a

ll se

ctor

s by

10%

With

the

as-

sist

ance

of I

LO

cons

ulta

nt o

n O

HS,

des

ign

a st

anda

rd fo

rmat

fo

r co

llecti

ng o

f da

ta o

n O

HS

re-

late

d ac

cide

nts

Colle

ct a

nd

anal

ysis

of

data

in re

la-

tion

to ta

rget

se

t

Colle

ct a

nd

anal

ysis

of d

ata

in re

latio

n to

ta

rget

set

Colle

ct a

nd

anal

ysis

of d

ata

in

rela

tion

to ta

rget

se

t

Incr

ease

to 6

0% O

HS

adm

inis

trati

ve s

truc

ture

s at

the

wor

kpla

ce.

Exis

ting

OH

S ad

mi-

nist

rativ

e st

ruct

ure

at

wor

kpla

ces

Incr

ease

by

60%

OH

S ad

min

istr

ative

str

uctu

re a

t th

e w

orkp

lace

Luan

chin

g of

O

HS

Nati

onal

Po

licy

with

all

sect

ors

Cond

uct

trai

ning

for

OH

S offi

cers

at

wor

k-pl

aces

and

as

sist

them

in

setti

ng u

p ap

prop

riat

e st

ruct

ures

at

the

wor

kpla

ce

Out

com

e 1.

4: A

ll fo

rms

of d

iscr

imin

ation

in th

e w

orld

of w

ork

elim

inat

ed.

Mai

n as

sum

ption

: Effe

ctive

mon

itori

ng m

echa

nism

is s

et u

p w

ith th

e in

volv

emen

t of a

ll so

cial

par

tner

s co

ncer

n.

Indi

cato

rsBa

selin

esTa

rget

sM

ilest

ones

2011

2012

2013

2014

2015

Find

ings

and

reco

mm

enda

tions

of a

bas

elin

e st

udy

on th

e si

tuati

on o

f vul

nera

ble

grou

ps I

ncre

ased

aw

aren

ess

of d

iffer

ent t

ypes

of

disc

rim

inati

on in

the

wor

ld o

f wor

k am

ongs

t tr

ipar

tite

part

ners

.

Use

Exi

sting

stu

dy w

hich

ha

ve b

een

cond

ucte

d.Co

nduc

t wor

ks-

hop

with

all

soci

al p

artn

ers

& s

take

hold

ers

to e

xpla

inin

g th

e im

port

ance

an

d co

nten

t of

the

rese

arch

st

udy.

Cond

uct

rese

arch

on

vuln

erab

le

grou

ps u

sing

w

ith th

e as

sis-

tanc

e of

ILO

w

ith a

loca

l co

nsul

tant

.

Cond

uct w

orks

-ho

p to

exp

lain

th

e fin

ding

s of

th

e re

sear

ch

stud

y.

Star

t im

plem

ent

the

reco

mm

en-

datio

ns o

f the

re

sear

ch s

tudy

.

Incr

ease

d nu

mbe

r of

sex

ual h

aras

smen

t cas

es

regi

ster

ed a

nd re

solv

ed th

roug

h th

e Em

ploy

-m

ent T

ribu

nal

75%

dec

reas

e of

term

inati

on o

f em

ploy

men

t co

ntra

cts

on g

roun

ds o

f dis

crim

inati

on.

Use

exi

sting

reco

rds

from

M

EEH

R &

Em

ploy

men

t Tr

ibun

al

To d

ecre

ase

term

inati

on

of c

ontr

act b

aase

d on

gr

ound

s of

dis

cim

inati

on

by 7

5%.

Cond

uct w

or-

king

ses

sion

s on

all

exis

ting

wor

kpla

ce

polic

ies

with

all

sect

ors

of th

e ec

onom

y.

Cond

uct

spec

ific

ses-

sion

s w

ith H

R m

anag

ers

of

HR

issu

es.

Ana

lyse

of

Empl

oym

ent D

e-pa

rtm

ent a

nd E

m-

ploy

men

t Tri

buna

l re

cord

s on

gro

und

for

term

iatio

n of

em

ploy

men

t.in

pu

blic

and

pri

vate

se

ctor

s.

36 • DWCP 2011 - 2015

75%

redu

ction

in g

riev

ance

s re

gist

ered

on

grou

nds

of te

rmin

ation

of c

ontr

act o

n gr

ound

s of

vic

timiz

ation

by

the

hand

s of

the

empl

oyer

.

Use

exi

sting

reco

rds

from

MEE

HR,

SFW

U &

Em

ploy

men

t Tri

buna

l

To re

duce

by

75%

gri

evan

-ce

s re

gist

er o

n gr

ound

of

victi

miz

ation

by

em-

ploy

ers.

Cond

uct w

or-

king

ses

sion

s on

al e

xisti

ng

wor

kpla

ce

polic

ies

with

all

sect

ors

of th

e ec

onom

y.

Cond

uct

trip

artit

e tr

ai-

ning

ses

sion

s in

all

sect

ors

on ro

les

&

resp

onsi

-bi

lities

at

wor

kpla

ces.

Cond

uct a

re

sear

ch s

tudy

on

viti

miz

ation

&

disc

rim

inati

on a

t w

orkp

lace

s w

ith

the

assi

stan

ce o

f IL

O c

onsu

ltant

.

Ass

ess

the

resu

lt of

the

stud

y to

se

e th

e im

pact

of

vitim

izati

ons

and

disc

rim

inati

ons

on te

rmin

ation

of

con

trac

t in

all

sect

ors

of th

e ec

onom

y.

Prio

rity

2:P

rom

otion

of Q

ualit

y Em

ploy

men

t and

Red

uctio

n of

Une

mpl

oym

ent p

artic

ular

ly fo

r W

omen

and

You

th

Out

com

e 2.

1: P

olic

ies,

legi

slati

ons,

pla

n of

acti

ons

and

prog

ram

mes

to

faci

litat

e th

e lo

calis

ation

pro

cess

str

engt

hene

d.M

ain

assu

mpti

on: C

ontin

ued

com

mitm

ent b

y go

vern

ent t

o en

sure

that

rele

vant

dat

a is

col

lect

ed b

y na

tiona

l age

ncie

s an

d m

inis

trie

s co

ncer

ned.

Indi

cato

rsBa

selin

esTa

rget

sM

ilest

ones

2011

2012

2013

2014

2015

Redu

ce b

y 5%

per

ann

um in

the

num

ber

of e

x-pa

tria

te w

orke

rs in

the

perm

anen

t wor

kfor

ce..

Exis

ting

data

on

fore

ign

wor

kers

.Re

view

&

rein

forc

e th

e Lo

calis

ation

Po

licy

to a

dres

s La

bour

Mar

ket

need

s.

An

effec

tive

mon

itori

ng

mex

anis

m in

pl

ace

with

th

e ca

paci

ty

to a

sses

s th

e si

tuati

on.

Set u

p of

an

ef-

fecti

ve d

atab

ase

on e

xpat

riat

e em

ploy

men

t fo

r eff

ectiv

e m

onito

ring

of

the

loca

lisati

on

polic

y.

Incr

ease

of 8

% p

er a

nnum

in e

mpl

oym

ent o

f m

ale

and

fem

ale

loca

ls in

all

sect

ors

and

at a

ll le

vels

Exis

ting

empl

oym

ent

figur

esIn

crea

se e

mpl

oym

ent b

y 40

% w

here

fore

ign

em-

ploy

men

t can

be

repl

aced

.

Suce

ssio

n pl

ans

are

bein

g im

plem

ente

d an

d m

onito

red

in a

ll se

ctor

s w

here

fore

ign

empl

oy-

men

t exi

st.

Ret

aini

ng a

t lea

st 7

5% o

f hig

hly

trai

ned

mal

e an

d fe

mal

e Se

yche

llois

.

Equ

al b

alan

ce o

f fem

ale

and

mal

e lo

cals

em

ploy

ed in

sen

ior

deci

sion

mak

ing

post

s in

all

sect

ors.

Exis

ting

data

on

re-

turn

ing

grad

uate

s an

d hi

ghly

trai

ned

seyc

hello

is

prof

essi

onal

s.

To re

tain

75%

of r

etur

ning

gr

adua

tes

and

high

ly

trai

ned

seyc

hello

is p

rofe

s-si

onal

s.

Cond

uct a

re

sear

ch s

tudy

on

fact

ors

that

in

fluen

ce th

e m

igra

tion

of re

turn

ing

grad

uate

s an

d hi

ghly

trai

ned

seyc

hello

is

prof

essi

onal

s.

Add

ress

the

reco

mm

en-

datio

ns a

nd

findi

ngs

of

the

rese

arch

st

udy

in

acco

rdan

ce

with

nati

onal

pr

iori

ties.

Crea

te a

n eff

ec-

tive

data

base

on

retu

rnin

g gr

adua

tes

and

high

ly tr

aine

d se

yche

llois

pr

ofes

sion

als

for

futu

re a

naly

sis.

Seychelles • 37

Out

com

e 2.

2: C

lear

nati

onal

pol

icie

s w

ith p

lan

of a

ction

s fo

r en

hanc

ing

effec

tive

hum

an re

sour

ces

deve

lopm

ent a

nd m

anag

emen

t ado

pted

and

pr

omot

ed a

s w

ell a

s em

ploy

men

t and

une

mpl

oym

ent s

ituati

on m

onito

red.

Mai

n as

sum

ption

: Ass

umin

g th

at th

e di

ffere

nt s

take

hold

ers

are

prov

idin

g th

e co

rrec

t inf

orm

ation

on

rele

vant

issu

es.

Indi

cato

rsBa

selin

esTa

rget

sM

ilest

ones

2011

2012

2013

2014

2015

Incr

ease

goo

d pr

actic

es a

t the

wor

k pl

ace

by

20%

.Tr

ain

Trad

e U

nion

s re

pre-

sent

ative

s on

th

e im

por-

tanc

e of

pro

-du

ctivi

ty a

nd

prod

uctiv

ity

man

agem

ent

at w

orkp

lace

s.

Redu

ce o

ccup

ation

al g

ende

r st

ereo

typi

ng b

y 20

%.

Incr

ease

pro

ducti

ve w

ork

amon

g Se

yche

llois

m

ale

and

fem

ale

by 2

0%In

crea

se in

pro

ducti

vity

at

wor

kpla

ces.

Cond

uct m

ass

educ

ation

al &

se

nsiti

zatio

n pr

ogra

mm

es o

n pr

oduc

tivity

in

med

ia..

Enha

nce

the

capa

city

of

the

exis

ting

Prod

ucti-

vity

Uni

t at

Empl

oym

ent

Dep

artm

ent

for

addr

es-

sing

in d

ept

prod

uctiv

ity

issu

es.

Mon

itori

ng p

rogr

ess

in H

R m

anag

emen

t and

de

cent

wor

kM

onito

ring

mec

hani

sm

set u

p an

d fu

nctio

n eff

ec-

tivel

y.

Set u

p m

onito

-ri

ng m

echa

nism

fo

r H

R m

anag

e-m

ent &

dec

ent

wor

k

38 • DWCP 2011 - 2015

Out

com

e 2.

3: V

iabl

e co

ttag

e in

dust

ries

and

sm

all b

usin

ess

ente

rpri

ses

reso

urce

s an

d pl

ans

to fa

cilit

ate

the

deve

lopm

ent o

f sus

tain

able

and

pro

fi-ta

ble

smal

l and

med

ium

ent

repr

eneu

rshi

p en

hanc

ed.

Mai

n as

sum

ption

: Fis

cal a

nd m

onet

ary

cond

ition

s ar

e co

nduc

ive

for

the

deve

lopm

ent o

f SM

E.

Indi

cato

rsBa

selin

esTa

rget

sM

ilest

ones

2011

2012

2013

2014

2015

A c

ount

ry p

rogr

amm

e to

set

out

new

pol

icie

s,

legi

slati

ons,

, str

ateg

ies

reso

urce

s an

d ac

tion

plan

s to

faci

litat

e th

e de

velo

pmen

t of s

usta

ina-

ble

and

profi

tabl

e sm

all a

nd m

ediu

m e

ntre

pre-

neur

ship

sch

emes

Set u

p a

mul

ti se

ctor

al

wor

king

gro

up

to d

evel

op a

co

untr

y pr

o-gr

amm

e on

the

deve

lopm

ent o

f su

stai

nabl

e an

d pr

ofita

ble

smal

l an

d m

ediu

m

entr

epri

ses.

Star

t im

plem

ent

the

deve

lope

d co

untr

y pr

o-gr

amm

e.

Out

com

e 2.

4: A

con

duci

ve e

nviro

nmen

t for

the

empo

wer

men

t of w

omen

an

d yo

uth,

par

ticul

arly

thei

r pa

rtici

patio

n in

cott

age

indu

stri

es e

stab

lishe

d.M

ain

assu

mpti

on: F

isca

l and

mon

etar

y co

nditi

ons

are

cond

uciv

e fo

r th

e de

velo

pmen

t of S

ME.

Indi

cato

rsBa

selin

esTa

rget

sM

ilest

ones

2011

2012

2013

2014

2015

An

incr

ease

by

25%

of t

he n

umbe

r of

wom

en,

yout

h an

d th

e di

sabl

ed in

SM

EsD

isag

greg

ated

em

ploy

-m

ent d

ata

25%

incr

ease

by

wom

en

and

yout

h in

SM

Es a

cti-

vitie

s.

Org

anis

e ye

arly

tr

aini

ngs

for

wom

en a

nd

yout

h on

de

velo

pmen

t of

SMEs

and

rela

-te

d is

sues

with

IL

O a

ssis

tanc

e.

Set u

p a

SMEs

di

sagg

rega

ted

data

base

for

futu

re a

naly

sis,

de

cisi

on a

nd

polic

y m

akin

gs.

An

incr

ease

of 1

0% p

rofit

mar

gin

by w

omen

an

d yo

uth

in S

MEs

Cond

uct a

na-

tiona

l wor

ksho

p on

fund

ing

proc

edur

es &

ac

cess

ibili

ty o

f w

omen

& y

outh

to

fund

ing.

Dev

elop

a

SMEs

Acti

on

Plan

with

the

invo

lvem

ent

of m

ulti

sect

o-ra

l gro

upin

gs

to a

ddre

ss th

e is

sue

of M

&E

in S

MEs

..

Out

com

e 2.

5: P

ositi

ve a

ttitu

de to

war

ds w

ork

and

care

er c

hoic

es p

rom

o-te

d.M

ain

assu

mpti

on: P

rope

r tr

aini

ng a

re p

rovi

ded

for

Care

er G

uida

nce

Offi

cers

.

Seychelles • 39

Indi

cato

rsBa

selin

esTa

rget

sM

ilest

ones

2011

2012

2013

2014

2015

·An

enha

nced

exi

sting

car

eer

guid

ance

pro

-gr

am

Carr

y ou

t re

sear

ch o

n th

e pr

esen

t ca

reer

gui

danc

e st

ruct

ures

with

th

e as

sist

ance

of

ILO

Pres

enta

tion

of fi

ndin

gs o

f th

e re

earc

h in

a n

ation

al

trip

artit

e &

st

akeh

olde

rs

wor

ksho

p fo

r pr

epar

ing

reco

mm

en-

datio

ns to

go

vern

men

t.

Dec

reas

e by

30%

in c

aree

r ch

ange

turn

over

of

post

Sec

onda

ry g

radu

ates

.A

nati

onal

pol

icy

& P

lan

of A

ction

to

adr

ess

all

wea

knes

ses

iden

tified

in

the

rese

arch

on

care

er g

uida

nce

to p

rese

nt to

all

stak

ehol

ders

in

a na

tiona

l for

um

for

valid

ation

.

Cond

uct m

edia

edu

-ca

tiona

l cam

paig

n on

im

port

ance

of w

ork

targ

eting

the

non-

pro-

fess

iona

ls.

50%

of i

ncre

ase

of S

eych

ello

is tm

en a

nd w

o-m

en in

all

sect

ors.

Co

nduc

t re

sear

ch o

n ca

sual

fact

ors

& a

ttitu

de

prob

lem

s to

ce

rtai

n w

orks

.

Cond

uct m

e-di

a ed

ucati

o-na

l cam

paig

n on

impo

rtan

-ce

of w

ork

targ

eting

the

non-

prof

es-

sion

als.

Cond

uct m

edia

ed

ucati

onal

ca

mpa

ign

on

impo

rtan

ce o

f w

ork

targ

eting

th

e no

n-pr

ofes

-si

onal

s.

Cond

uct m

edia

ed

ucati

onal

ca

mpa

ign

on im

-po

rtan

ce o

f wor

k ta

rgeti

ng th

e no

n-pr

ofes

sion

als.

Cond

uct m

edia

edu

-ca

tiona

l cam

paig

n on

im

port

ance

of w

ork

targ

eting

the

non-

pro-

fess

iona

ls.

Prio

rity

3: P

rom

otion

of E

ffecti

ve T

ripa

rtite

and

Soc

ial D

ialo

gue.

Out

com

e 3.

1: S

igna

tori

es o

f rec

ogni

tion,

che

ck o

ff a

nd c

olle

ctive

bar

gai-

ning

agr

eem

ents

incr

ease

d.M

ain

assu

mpti

on: T

rade

Uni

ons

repr

esen

tativ

es a

nd H

uman

Res

ourc

e Ca

dres

em

pow

ered

with

the

righ

t tra

inin

g on

em

ploy

-m

ent l

aws

and

nego

tiatio

n sk

ills.

Indi

cato

rsBa

selin

esTa

rget

sM

ilest

ones

2011

2012

2013

2014

2015

40 • DWCP 2011 - 2015

Dec

reas

e by

25%

in g

riev

ance

regi

stra

tions

for

disp

ute

sett

lem

ents

at a

ll le

vel o

f med

iatio

n an

d ad

judi

catio

n.

Cond

uct

man

agem

ent

sens

itiza

tion

trai

ning

s &

w

orks

hops

in

all e

cono

mic

se

ctor

s on

In

dust

rial

Re

latio

ns A

ct

(IRA

).

Cond

uct t

rain

ing

for

all U

nion

w

orkp

lace

co

mitt

ees

on

nego

tiatio

ns &

m

edia

tions

ski

ll w

ith IL

O te

chni

cal

assi

stan

ce.

Redu

ction

by

50%

gri

evan

ces

at th

e w

orkp

lace

Enha

nce

capa

-ci

ty b

uild

ing

of

soci

al p

artn

ers

to s

usta

in s

ocia

l di

alog

ue th

rou-

gh tr

aini

ngs

on

all a

spec

ts o

f so

cial

dia

logu

e.

Out

com

e 3.

2: E

ffecti

ve n

ation

al tr

ipar

tite

cons

ulta

tion

stre

ngth

ened

.

Indi

cato

rsBa

selin

esTa

rget

sM

ilest

ones

2011

2012

2013

2014

2015

Effici

ent f

uncti

onin

g of

the

natio

nal t

ripa

rtite

em

ploy

men

t ins

tituti

ons

Nati

onal

w

orks

hop

for

all N

CCE

mem

bers

on

Inte

rnati

o-na

l Lab

our

Stan

dard

and

Em

ploy

men

t Po

licie

s &

Le

gisl

ation

s w

ith te

chni

cal

asis

tanc

e of

IL

O

A m

ore

effec

tive

runn

ing

of th

e N

CCE

and

decr

ease

in d

elay

s at

all

leve

ls to

impl

emen

t ap

prov

ed p

lans

of a

ction

.

Cond

uct N

CCE

mee

tings

at

leas

t as

plan

with

the

parti

cipa

tion

of

all m

embe

rs,

espe

cial

ly th

e tr

ipar

tite

mem

-be

rs.

Out

com

e 3.

3: B

ipar

tite

mec

hani

sm e

stab

lishe

d at

nati

onal

leve

l and

at t

he

wor

kpla

ces.

Mai

n as

sum

ption

s: G

ood

unde

rsta

ndin

g w

ithin

the

bipa

rtite

str

uctu

re.

Seychelles • 41

Indi

cato

rsBa

selin

esTa

rget

sM

ilest

ones

2011

2012

2013

2014

2015

Usi

ng o

f LM

IS b

y W

orke

rs’ a

nd E

mpl

oyer

s’

Uni

ons

in th

e na

tiona

l con

sulta

tion

proc

ess

on

empl

oym

ent a

nd la

bour

issu

es.

Dra

ftin

g a

M.O

.U b

etw

een

Wor

kers

& E

m-

ploy

ers

Uni

ons.

Wor

ksho

p by

IL

O (A

CTRA

V)

on th

e bi

parti

te

stru

ctur

e w

ith

both

Em

ploy

ers

and

Wor

kers

U

nion

s.

Dev

elop

the

Labo

ur

Mar

ket I

nfor

mati

on

Syst

em.

Out

com

e 3.

4: N

ation

al S

ocio

-eco

nom

ic p

olic

ies

influ

ence

d by

trip

artit

e pa

rtne

rs.

Indi

cato

rsBa

selin

esTa

rget

sM

ilest

ones

2011

2012

2013

2014

2015

Web

site

dev

elop

ed to

dis

sem

inat

e an

d ed

u-ca

te th

e pu

blic

on

the

role

of T

rade

Uni

on a

nd

Empl

oym

ent U

nion

s on

dec

ent w

ork.

Esta

blis

h a

cred

ible

dat

a m

anag

e-m

ent s

yste

m

with

inde

pt

invo

lvem

ent o

f tr

ipar

tite

for

fu-

ture

dec

isio

n &

po

licy

mak

ings

.

Trai

ning

of

Wor

kers

&

Empl

oyer

s re

pres

en-

tativ

es o

n In

form

ation

Te

chno

logy

(IT

) and

its

impo

rtan

ce in

di

ssem

inati

on

of in

form

ation

fo

r so

cio-

eco-

nom

ic d

evel

o-pm

ent.

Out

com

e 3.

5: W

omen

’s p

artic

ipati

on a

nd le

ader

ship

pro

mot

ed a

nd e

nhan

-ce

d.

Indi

cato

rsBa

selin

esTa

rget

sM

ilest

ones

2011

2012

2013

2014

2015

50%

of w

omen

in k

ey n

ation

al p

ositi

ons.

A n

ation

al

wor

ksho

p to

as

sess

and

re-

view

exi

sting

po

licie

s on

ge

nder

par

ity

at d

ecis

ion

mak

ing

leve

l.

Gen

der

bala

nce

at a

ll le

vels

and

in a

ll se

ctor

s.N

ation

al M

edia

se

nsiti

zatio

n Ca

mpa

ign

on

gend

er is

sues

.

Cons

ulta

ncy

Stud

y on

Pat

erni

ty

Leav

e in

Sey

chel

-le

s.

42 • DWCP 2011 - 2015

Outputs Amount in SR Amount in US $Output 1.1.1: All labour laws harmonized and compiled. 385,200.00 32,100.00

Output 1.1.2: All national institutions appointing tribunal andjudiciary staff sensitised in gender responsive decision making. 300,000.00 25,000.00

Output 1.2.1: An equal balance of male and female Competentofficers trained in labour mediation and negotiation. 252,000.00 21,000.00Output 1.3.1: n equal balance of male and female OHS officersand OHS Labour Inspectors trained at the workplace and OHSoffices. in safe-work to promote gender equality and genderanalysis. 186,000.00 15,500.00Output 1.3.2: Reviewed OHS policy and Act in line with ILOstandards 240,000.00 20,000.00

Output 1.3.3: Ratified Convention 187 (Promotional Frameworkfor OHS) and launched National Policy on OHS. 114,000.00 9,500.00Output 1.4.1: Baseline study conducted on the situation ofvulnerable ( women, men, youth, the disabled and foreignworkers). 240,000.00 20,000.00Output 1.4.2: Legislative and administrative provisionsreviewed to strengthen protection of vulnerable groups (women,men, youth, the disabled and foreign workers) againstdiscrimination, and domesticate provisions of ILO GenderEquality Conventions. 108,000.00 9,000.00Output 1.4.3: Output 1.4.3: Equal gender balance of tripartitepartners trained at ITC-Turin in labour discriminationalleviation tools and practices. 36,000.00 3,000.00

Total Cost For Priority One 1,861,200.00 155,100.00

Note Exchange Rate = SR 12

Estimated Budget Per Priority One By Outputs

Part 6BUDGET

Seychelles • 43

Outputs Amount in SR Amount in US $Output 1.1.1: All labour laws harmonized and compiled. 385,200.00 32,100.00

Output 1.1.2: All national institutions appointing tribunal andjudiciary staff sensitised in gender responsive decision making. 300,000.00 25,000.00

Output 1.2.1: An equal balance of male and female Competentofficers trained in labour mediation and negotiation. 252,000.00 21,000.00Output 1.3.1: n equal balance of male and female OHS officersand OHS Labour Inspectors trained at the workplace and OHSoffices. in safe-work to promote gender equality and genderanalysis. 186,000.00 15,500.00Output 1.3.2: Reviewed OHS policy and Act in line with ILOstandards 240,000.00 20,000.00

Output 1.3.3: Ratified Convention 187 (Promotional Frameworkfor OHS) and launched National Policy on OHS. 114,000.00 9,500.00Output 1.4.1: Baseline study conducted on the situation ofvulnerable ( women, men, youth, the disabled and foreignworkers). 240,000.00 20,000.00Output 1.4.2: Legislative and administrative provisionsreviewed to strengthen protection of vulnerable groups (women,men, youth, the disabled and foreign workers) againstdiscrimination, and domesticate provisions of ILO GenderEquality Conventions. 108,000.00 9,000.00Output 1.4.3: Output 1.4.3: Equal gender balance of tripartitepartners trained at ITC-Turin in labour discriminationalleviation tools and practices. 36,000.00 3,000.00

Total Cost For Priority One 1,861,200.00 155,100.00


Estimated Budget Per Priority One By Outputs

Outputs Amount in SR Amount in US $Output 2.1.1: National Policy on the conditions to recruitforeign workers defined. 60,000.00 5,000.00Output 2.1.2: A new localisation policy adopted. 12,000.00 1,000.00Output 2.1.3: An elaborated action plan and programmeon localization to address demand and supply of labour onthe labour market. 312,000.00 26,000.00Output 2.2.1: Reviewed and updated HRD Policy focusing on gender transformative career guidance training and retention. 72,000.00 6,000.00Output 2.2.2: Reviewed HRDP to mainstream gender throughout the document. 25,000.00 2,083.33Output 2.2.3: Trained sectoral and national gender focal persons. 50,000.00 4,166.67Output 2.2.4: Priority on decent work indicators and monitoring mechanism set up. 12,000.00 1,000.00

Output 2.3.1: An elaborated country paper on the profile and history of small and medium business enterprise, achievements, failures, challenges and plan of action. 120,000.00 10,000.00Output 2.3.2: Equal balance of male and female SEnPA staff trained in ILO tools on mainstreaming gender in the design of employment policy . 36,000.00 3,000.00Output 2.3.3: An elaborated national plan of action on small and medium business development for the next 5 years. 90,000.00 7,500.00Output 2.4.1: Action plan set up to support and reinforce women, youth and the disabled, thus maximizing the benefits generated from the development of small and medium enterprises. 36,000.00 3,000.00Output 2.4.2: Action plan implemented. 0.00 0.00Output 2.4.3: Monitoring and evaluation mechanism developed. 6,000.00 500.00Output 2.5.1: A clear and concise national career guidance implementation policy developed. 192,000.00 16,000.00Output 2.5.2: : Vocational training to male and female Seychellois workers promoted. 120,000.00 10,000.00

Total Cost For Priority Two 1,143,000.00 95,250.00


Estimated Budget Per Priority Two By Outputs

44 • DWCP 2011 - 2015

Outputs Amount in SR Amount in US $

Output 3.1.1: Enhanced capacity building of social partners to sustain social dialogue. 144,000.00 12,000.00Output 3.1.2: Collective bargaining agreement signed. 72,000.00 6,000.00Output 3.2.1: Regular and effective consultation on labour are being conducted. 24,000.00 2,000.00Output 3.3.1: National Development Strategies on relevant employment issues elaborated. 84,000.00 7,000.00

Output 3.4.1: Established credible IT networks data management systems with the Government, Employers and Workers organizations. 300,000.00 25,000.00Output 3.4.2: Capacity building of workers and employers to influence national policies conducted. 96,000.00 8,000.00Output 3.4.3: Capacity building of Government, Employers and Workers organizations to contribute to LMIS conducted. 72,000.00 6,000.00Output 3.5.1: Developed MEHRD policy gender mainstreaming. 96,000.00 8,000.00

Output 3.5.2: Developed a high level gender sensitization programme. 120,000.00 10,000.00Output 3.5.3: Introduced affirmative action at recruitment and selection processes. 60,000.00 5,000.00Output 3.5.4: Established law on paternal leave in Seychelles. 36,000.00 3,000.00

Total Cost For Priority Three 1,104,000.00 92,000.00


Estimated Budget Per Priority Three By Outputs

Seychelles • 45

Pri

orit

y 1

: Rev

iew

Lab

our

Legi

slat

ions

and

St

reng

hten

the

disp

ute

reso

lutio

n fr

amew

ork.

1,86

1,20

0.00

155,

100.

0046

,530

.00

30%

108,

570.

0070

%45

%

Pri

orit

y 2

: Pro

mot

ion

of q

ualit

y em

ploy

men

t and

re

duct

ion

of u

nem

ploy

men

t, pa

rtic

ular

ly fo

r w

omen

and

you

th.

1,14

3,00

0.00

95,2

50.0

076

,200

.00

80%

19,0

50.0

020

%28

%P

rior

ity

3: P

rom

otio

n of

eff

ectiv

e Tr

ipar

tism

and

So

cial

Dia

logu

e.1,

104,

000.

0092

,000

.00

82,8

00.0

090

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200.

0010

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otal

Cos

t4,

108,

200.

0034

2,35

0.00

205,

530.

0013

6,82

0.00

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al C

ontr

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tion

in P

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tal c

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cost

/ to

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Exch

ange

rat

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The

budg

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pres

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the

activ

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US$

Con

trib

uti

on b

y th

e IL

O in

%


Ministry of Education, Employment and Human ResourcesEmployment Department

P.O Box 1097Victoria, Mahe SeychellesTelephone: +248 4297200

Fax: +248 4325326Website: http://www.employment.gov.sc

Email: [email protected]

Decent Work Country Programme Seychelles, 2011-2015 · 2018-01-25 · 2.3.3 National Population Policy for Sustainable Development ... and youth through proper research and review

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