Philippine Care Worker Training & Consulting
CDL Global Caregiver Program

97.2% retention.
Not a coincidence —
a system.

Care Diversity Lab trains certified Filipino caregivers for Japan's long-term care sector through 980 hours of integrated curriculum, rigorous multi-stage selection, and Philippine government-backed deployment (MWO certification / DMW registration) — producing professionals who don't just arrive, but stay.

Request information See the data
Retention Rate
97.2%
of Filipino SSW (Care) workers remain at their initial placement
322
Total deployed
313
Currently working
85%
Repeat hiring
980hrs
Training program
Why CDL

Retention risk. Slow ramp-up. Hiring cost.
We solve all three — structurally.

CDL's advantage is a twin-engine model: people and technology delivered together. Talent alone doesn't raise productivity; ICT alone doesn't either. When a well-trained caregiver meets AI-assisted documentation and sensor-based monitoring, the floor transforms.

01
Retention, backed by
government infrastructure
Philippine government certification (MWO / DMW) combined with sending-agency monitoring obligations contractually binds all three parties. The Philippines is one of the only source countries with zero residence-status revocations — the integrity of the pipeline is institutional, not incidental.
02
980 hours of training,
before day one
Only holders of the Philippine Caregiving NCII license are admitted. On top of that foundation we deliver 700 hours of Japanese language, 140 hours of Japanese-style caregiving, and 140 hours of AI/ICT and hospitality — so your new hire is productive on arrival, not in six months.
03
Digitally fluent talent,
not merely competent
Our graduates use tablet-based documentation, sensor-monitoring systems, and AI documentation tools from day one. The documentation burden — one of Japan's leading drivers of caregiver attrition — is reduced at its source.
97.2%
RETENTION
Of 322 deployed, 313 remain active — across nursing homes, health-care facilities, and group homes nationwide.
Still employed at initial placement
313
Transferred to another employer
4
Returned to the Philippines
4
Other
1
PREFECTURAL GOVERNMENT ENGAGEMENT
Ichigoichie Consulting, led by CDL Director Issei J. Miura, was selected by Kagawa Prefecture to deliver its FY2025 overseas human-resources initiative — successfully producing 20 SSW caregivers through partnership with SICES Caregiving College in Cebu.
Curriculum

Language, care, and culture —
integrated across 980 hours.

980 Total training hours
700HOURS
Module 01

Japanese language,
100 days

Intensive instruction targeting the JFT-Basic certification required for SSW visa eligibility. A dedicated academic supervisor — known affectionately as nanay, Visayan for "mother" — monitors each student's learning curve daily, providing individualized coaching alongside classroom instruction.

140HOURS
Module 02

Japanese-style care
& care vocabulary

Grounded in the two pillars of Japanese caregiving — preservation of dignity and promotion of independence — students master the "professional of daily living" paradigm, including the specific vocabulary and cultural nuances that differ from Philippine training norms.

140HOURS
Module 03

AI · ICT · business
manners & hospitality

Practical training in digital care tools, Japanese business etiquette, hospitality (omotenashi), and cross-cultural communication. Pre-departure sessions focus specifically on the kind of floor-level dialogue graduates will use on their very first shift.

Selection

Four filters before deployment.
No one "slips through."

Only holders of the Philippine Caregiving NCII license — 786 hours of classroom study plus 200 hours of supervised OJT — are even eligible to apply. From that already-filtered pool, we apply four further stages of screening.

01
Step 01 — Assessment

Selection testing (IQ / EQ)

Two standardized instruments administered via Perpetual University measure learning capacity and emotional intelligence. We objectively identify candidates capable of completing the program on schedule and succeeding in Japanese workplaces.

Learning capacity Emotional intelligence Goal orientation
02
Step 02 — Interview

Two-stage interviews (Filipino + Japanese)

A Filipino Japanese-language instructor and a Japanese program director conduct separate interviews. Beyond learning attitude and professional fit, we assess family environment and long-term vision — factors that materially affect retention once employed.

Care aptitude Workplace readiness Family context Long-term vision
03
Step 03 — Final screening

One-month in-program assessment

Admission is not tenure. During the first month, attendance, class engagement, self-study behavior, and quiz results are continuously evaluated. Only students who demonstrate sustained commitment proceed to the remaining four months of intensive study.

Attendance Engagement Self-study Weekly quizzes
04
Step 04 — Match & offer

Examination success, interview, offer

After passing all three SSW (Care) examinations, candidates are matched with receiving facilities based on a structured alignment of employer expectations and candidate profile. Mismatch prevention is a process, not a hope.

SSW exams Mismatch prevention Structured matching
Competency Map

The full scope of professional
preparation every graduate completes

Basic Competency
Foundation
skills
18h
Participate in workplace communication
Work in a team environment
Practice career professionalism
Practice occupational health & safety
Common Competency
Shared
skills
18h
Implement and monitor infection control
Respond effectively to challenging behavior
Apply basic first aid
Maintain high standards of patient services
Core Competency
Clinical
skills
750h
Care for infants and toddlers
Care for children
Intellectual / developmental disability care
Physical disability care
Elder care and support
Care for people with special needs
Maintain healthy, safe environments
Emergency response
Cleaning of living spaces
Laundry and fabric care
Hot and cold meal preparation
Why Filipino

A country whose structure, culture,
and system make retention natural

The retention advantage of Filipino talent is not a personality trait. It is the compound effect of culture, faith, education, and statecraft — each reinforcing the others.

01
Caregiving is respected work
In the Philippines, caregiving carries professional pride and social standing — not stigma. Graduates arrive in Japan already identifying with the role.
02
A culture of caring for the vulnerable
A Catholic-rooted society where the instinct to help those in difficulty is woven into everyday life. Empathy isn't trained — it's inherited.
03
A national caregiving education system
The Caregiving NCII state certification requires 786 hours of study plus 200 hours of OJT. We train on a foundation, not a blank slate.
04
Mandatory post-deployment monitoring
Philippine sending agencies are legally required to monitor workers for five years after dispatch. Continuity of care extends across borders.
05
Contracts enforced by the state
The Philippine government formally notifies workers that they are legally bound by the terms signed before departure. Compliance is institutional.
06
Strong aptitude for Japanese
With English as a second official language and a multilingual upbringing, Filipino students show consistently high JFT-Basic pass rates.
07
Interpersonal intelligence and empathy
The social skills and emotional attunement essential to caregiving are culturally cultivated — making trust-building with residents quicker and more natural.
08
A mature community in Japan
Filipino nationals rank fourth among resident foreigners in Japan — an established community means peer support is readily available.
09
Zero residence-status revocations
Thanks to rigorous exclusion of unlicensed brokers, the Philippines is one of the only source countries with zero documented revocations — a clean pipeline.
Our Team

The professionals — Japanese and
Filipino — behind every graduate

M

Issei John Miura

三浦 一生
Program Director · CDL
Director, Care Diversity Lab; Vice-Chair, NPO Foreign Residents Support Consortium; Representative Director, Ichigoichie Consulting. Selected by Kagawa Prefecture to deliver its FY2025 overseas workforce initiative. Supported the partnership with Cebu's SICES Caregiving College, where 20 SSW caregivers were successfully trained.
CDL Director Certified Plain-Japanese Instructor Foreign Worker Employment Specialist
F

Junichi Fukui

福井 淳一
Lead Caregiving Instructor
Certified Social Worker, Certified Care Worker, and Certified Psychiatric Social Worker. The first Japanese national to pass the Dementia Care Expert examination. After graduating from the Japan College of Social Work, he served as a live-in caregiver at a Japanese-American elder-care facility in the U.S. before moving into EPA candidate re-training and SSW examination preparation in the Philippines.
Social Worker Care Worker Psychiatric Social Worker Dementia Care Expert
S

Charina Sanchez

"Nanay Charina"
Academic Supervisor · JLPT N3
A former technical intern who worked three years as a caregiver in a nursing home in Mie Prefecture before returning home to support future candidates. As "Nanay" (Visayan for "mother"), she oversees daily quiz grading, learning-curve monitoring, one-on-one student meetings, and full exam preparation — the emotional and academic backbone of the program.
JLPT N3 Former Technical Intern (3 yrs) Academic + Pastoral Support
M

Miel Maturan Balbuena

"Miel Sensei"
Japanese Language Instructor · JLPT N2
Seven years of Japanese-language teaching experience, following three years as a technical intern in manufacturing in Shiga Prefecture. With prior experience at a sending agency, his signature teaching style extends beyond grammar — students learn the realities of Japanese employment, workplace culture, and social norms alongside vocabulary.
JLPT N2 7 yrs Teaching Sending-agency Experience
Process

From application to deployment, end-to-end

MWO application, document preparation, interviews, employment contracting, residence-status certification, visa approval, OEC issuance, and pre-departure orientation — we handle all of it.

Phase 01 / 3 months

MWO application & certification

  • Intake and contracting
  • Application preparation
  • Document submission & review
  • Interview & authentication
  • DMW registration
Phase 02 / 3 months

Matching & employment contract

  • Recruitment and candidate response
  • On-site or video interviews
  • Employment contract signing
  • SSW support plan preparation
  • Residence-status certification (2 mo. review)
Phase 03 / 1 month

Visa & departure

  • Visa application, PH Embassy (3 wks)
  • Visa approval
  • OEC application & issuance (1 wk)
  • Pre-departure orientation
  • Departure and onboarding
Total timeline: 7–10 months
Pricing

Transparent, itemized pricing

Every cost disclosed upfront. No surprise charges, no ambiguous line items — a pricing structure built for confident decision-making by receiving facilities.

Global Caregiver Program

CDL Program Fee Structure

Global caregiver training fee
Japanese language, care education, AI & ICT (980 hours)
¥300,000
(non-taxable)
PH-certified sending agency fee
MWO application, 5-year monitoring, OEC issuance, 3 yrs insurance
¥250,000
(non-taxable)
Residence-status application
SSW (Care) residence-status certification
¥50,000
(tax extra)
Air travel
Manila / Cebu → Japan
¥50,000–70,000
(estimated)
Note: MWO notarization fees (approx. ¥13,000) are billed at cost. If a registered support organization is engaged, arrival-related costs (airport pickup through government filings) typically run ¥100,000, with ongoing monthly support at ¥25,000.
Philippine Government Guarantee

The institutional design that produces
unusually low turnover and absconsion

MWO Certification Government-verified
employment terms
DMW Registration Three-party
contractual bond
Sending Agency 5-year monitoring
obligation
Philippine Government
Guarantee

Three independent mechanisms — certification, registration, and monitoring — reinforce one another to produce compliance and risk mitigation. In the event of an unauthorized transfer, the original employer has statutory grounds to recover sunk deployment costs.

  • ✓
    Contractual enforcement
    The Philippine government formally notifies workers that they are legally bound by the employment contract signed prior to departure.
  • ✓
    Transfer prevention
    Transfer requests cannot proceed without a written release from the current employer — a structural brake on opportunistic moves.
  • ✓
    Cost-recovery rights
    Upon transfer, the new employer is responsible for prorated reimbursement of training, application, placement, and airfare costs.
  • ✓
    Broker exclusion
    Support organizations offering workers higher wages to induce transfer face sanctions from the Philippine government — the reason this country has zero revocations.
🌴
FROM Cebu Island
2026 Jul 6–9
RETENTION RATE 97.8%
Placement data
Let's go to Cebu !

Maps and data can only tell
you so much. See it with
your own eyes.

Join our 4-day on-site inspection tour of the Gentle Family Home Training Center in Cebu, Philippines. Experience firsthand the intensity of the education that produces a 97.8% retention rate — and meet your future caregivers through structured student exchanges before any hiring decision.

Cebu Island Care Worker Inspection Tour Jul 6–9
DATES
Jul 6–9
DURATION
4 days
FROM
Free
See the Cebu tour details Pricing & application
— Get in Touch —

A 97.2% retention rate,
engineered for your facility too.

We partner with you from first consultation through deployment, cultural integration, and long-term retention. Start with a no-commitment conversation or information pack — whichever suits you.

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