CEDAW/C/PHI/5-6 b. RA 8425, or the Social Reform and Poverty Alleviation Act of 1997, which allots one seat for the women’s sector in the National Anti-Poverty Commission. c. RA 8551, or the National Police Commission (NAPOLCOM) and Philippine National Police (PNP) Reorganization Act of 1998, which specifies a 10-percent quota of the PNP annual recruitment, training and education for women police officers; and prohibits sexual harassment and discrimination on the basis of gender and sexual orientation. d. RA 8850, or the Fisheries Law of 1998, which requires that women be appointed as members of the city or municipality fisheries and aquatic resources management council. e. Environment department directive that requires the inclusion of women as members of the protected areas management board, a multi-sector board created in each protected area established under the National Integrated Protected Areas System. 251. As described on Part II, the Civil Service Commission (CSC) issued a memorandum circular on equal representation of women and men in third-level positions in the civil service. A few bills pending in Congress are seeking to increase the participation of women in decision making in government. One is an enabling law on women’s sector representation in local councils, which will make operational the women sector representation provision in the 1991 Local Government Code. Another is the proposed Women Empowerment and Gender Balance Act, which (as described in paragraphs 42 and 149) would mandate at least 30-percent representation of women in decision-making positions in government. Programs and other measures 252. The CSC leads the implementation of programs to propel more women to higher-level positions, by increasing their capacity and leadership. In cooperation with NCRFW and the Career Executive Service Board (CESB), among others, CSC implements three programs. One is the Career Advancement of Women in Government Service (CAPWINGS). It seeks to enhance support mechanisms, capability building, training and other enabling mechanisms for women employees. Its components include improved working conditions, prevention of sexual harassment in the work place, facilitation of career advancement, and advocacy. Among the gender-sensitive policies instituted are paternity leave and leaves for various family-related occasions, establishment of day care centers, flexible working arrangements which include modified maternity leave, part-time employment and flexible working hours. A second program, the revised Merit Promotion Plan, was formulated to ensure non-discrimination in the selection of employees and to emphasize equal employment opportunity for women. Lastly, a "Directory of Women on the Move" was published to provide appointing authorities with choices as to qualified women for top posts. 253. The NCRFW, along with NGOs and other government agencies, support measures to build the capabilities of women elected officials. In May 2003, it convened a national summit of local women executive and legislators to develop a program to support women officials and to assist them into formulating and/or implementing gender responsive policies and programs in their localities. 76