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“Equal pay for substantially equal work and responsibility.” The principle recognizes the fact that requirements and demands for performance vary in relative degrees from position to position. Fairness and equity require that similar or substantially similar positions should receive similar pay. The Philippine Government, in administering the Position Classification and Compensation System (PCCS) established under Republic Act No. 6758 or the Compensation and Position Classification Act of 1989, is guided by this universally accepted principle. For this reason, positions in the government are grouped into classes by occupational groups on the basis of similarity and level of work to determine their relative worth. A reasonable gap between salary levels is maintained to clearly define the distinction between the different job levels and recognize gradations in duties and responsibilities. Notwithstanding its noble objectives, the PCCS is not fully understood. This is why the Department of Budget and Management (DBM) prepared this Manual on Position Classification and Compensation. The Manual is a comprehensive documentation of the policies, rules, regulations, procedures and practices relative to the administration and maintenance of the PCCS. It reflects the legal bases as well as recent issuances, circulars, and other policy and procedural changes affecting the system. It is hoped that this Manual will enhance the capability of officials and employees concerned in the proper administration and maintenance of the PCCS.
ROLANDO G. ANDAYA, JR. Secretary
Chapter 1, Overview of the Position Classification and Compensation System, is devoted to the evolution of the PCCS starting from the American Regime up to the enactment of RA No. 6758. It also includes the governing principles, positions covered, parts, and objectives of the PCCS.
Chapter 2, The Position Classification Plan (PCP), discusses the concepts and contents of the PCP. It also discusses the position classification factors, the position classification process, including the policies, rules and regulations on the administration and maintenance of the PCP. Chapter 3, The Compensation Plan (CP), contains the concepts of compensation, compensation policy of the State, governing principles of the CP, and the general guidelines governing government compensation. It describes the salary schedule, salary rules, policies and guidelines related to additional compensation and benefits, and states how the CP is maintained. The Responsibility Centers in the Administration of the Position Classification and Compensation System are discussed in Chapter 4 while
the Salary Grades of Constitutional and Other Officials and Their Equivalents are discussed in Chapter 5.
Chapter 6, Position Classification and Compensation Scheme for Teaching Positions in Elementary and Secondary Schools, comprises
topics on the teacher’s preparation pay schedule and its coverage, basis of position classification, salary grades, compensation benefits and the career progression system for public school teachers.
Chapter 7, Position Classification and Compensation Scheme for Faculty Positions, includes discussions on the common criteria for evaluation, qualitative contribution evaluation, determination of appropriate ranks and salaries, evaluation cycle and the additional compensation for faculty members in State Universities and Colleges. Likewise included in the discussions are the manner, selection and appointments to faculty ranks.
Chapter 8, Position Classification and Compensation Scheme for Foreign Service Personnel shows the coverage of Republic Act No. 7157 or “The Philippine Foreign Service Act of 1991.” It enumerates the designations of foreign service personnel when assigned abroad and when recalled to the home office and describes their system of allowances. It likewise discusses the assignment, accreditation, appointment and determination of assimilated ranks of service attaches for compensation purposes.
Chapter 9, Position Classification and Compensation Scheme in Local Government Units, includes guidelines on position classification, creation of new positions/offices and of a new class of positions. The compensation scheme includes guidelines on basic pay, adoption of higher salary schedule, step increments, allowances, and other forms of compensation and benefits. As the need arises, changes in this Manual will be issued by the DBM. The looseleaf form has been adopted for easy insertion of changes in the Manual. The Human Resource Management Officers or equivalent officers of agencies are requested to maintain their copies of the Manual in current status.
ACKNOWLEDGMENT ----------------------------------------------The DBM, through the Organization, Position Classification and Compensation Bureau (OPCCB), greatly appreciates the contribution of the following DBM officials and staff in the preparation of this Manual: To then Secretary Emilia T. Boncodin, whose vision and direction paved the way for the preparation of the Manual; Undersecretary Cynthia G. Castel, for the introduction of new ideas and approaches used in the Manual; OPCCB Director Solita S. Recolizado and Assistant Director Clemente Z. Sosito who guided previous and existing OPCCB complement, namely: Ms. Gloria E. Lauzon, Ms. Arceli J. Arcaina, Mr. Edgardo M. Macaranas, Ms. Sharlene L. Raquitico, Ms. Maria Theresa Beverly M. Tirol-Wadel, and Ms. Maria Lourdes Z. Trinidad-Aganon and their technical staff in the preparation of their respective assigned chapters; To other staff of the OPCCB, namely: Ms. Rose V. Nera, Ms. Arlene J. Opolento, Mr. Rodel G. Orantes, and specially Ms. Emilia V. Nobleza who rendered invaluable administrative services in the preparation of the Manual; and Ms. Sharlene L. Raquitico, for updating and editing the Manual with the support of the present OPCCB staff.
MYRNA S. CHUA Director
Overview of the Position Compensation System Classification and
The Position Classification and Compensation System in the Philippine Government evolved as follows: 1.1 The American Regime
During the first three years of the American regime (1898-1900), there was no formal position classification and salary administration system in the Philippines. The common designations of positions in the government service were clerk, employee, inspector, teacher, translator-interpreter, stenographer-typist and janitor-messenger. To indicate levels of difficulty, adjectives such as deputy, assistant and chief were used. Salaries were paid in Mexican dollars and Spanish-Filipino pesos were set at certain levels. Higher salaries, however, were reserved for the Americans to attract them to join the civil service. Salaries, on the other hand, for new positions were arbitrarily fixed by legislative prerogative. The depreciation, however, of the said currencies coupled with the problems of daily life placed the morale of civil servants on a rather low profile. To resolve the problem, Act No. 5 entitled, “An Act for the Establishment and Maintenance of an Efficient and Honest Civil Servants in the Philippines,” was enacted by the Philippine Commission on September 19, 1900. Among the salient provisions of said Act were the creation of the Philippine Civil Service Board which was the forerunner of the Civil Service Commission, the delineation of its powers and functions and the establishment of rules and regulations especially those on position classification. Notwithstanding the established salary rules, the Americans were paid higher salaries than Filipinos occupying similar positions in the civil service. 1.1.1 Act No. 102 To uplift the economic status of civil servants and to attract and retain qualified and competent staff, the Philippine Commission passed Act No. 57 in December 1900 directing the Philippine Civil Service Board to conduct a survey of salaries in the civil service.
Manual on Position Classification and Compensation Based on the results of the said survey, a readjustment plan was submitted by the Philippine Civil Service Board to the Philippine Commission which in turn passed Act No. 102 entitled, “An Act Regulating the Salaries of Officers and Employees in the Philippine Civil Service,” dated March 9, 1901. Act No. 102 categorized officers and employees of the civil service into 2 general groups based on their salaries rather than on their duties and responsibilities. The first group consisted of 10 classes (1 to 10); the second group, 11 classes (A to K); or a total of 21 classes. Exempted from the Act were the officers of the Department of Mindanao and Sulu. The Governor-General, with the consent of the Philippine Commission, fixed the salaries of the officers of this Department. With the establishment of the monetary system of the Philippines, the salary rates provided in the salary scale under Act No. 102 were adjusted from dollars to pesos at the rate of $1 to P2 effective August 26, 1907 pursuant to Act No. 1698. The revised salary scale was followed for many years until the First World War.
1.2 The Commonwealth Regime
The economic depression brought about by the First World War forced the Philippine Legislature and private firms to cut the salaries of their employees. Prices of commodities rose steadily. To alleviate the economic plight of the civil servants, the Philippine Legislature created the Government Survey Board in 1936 under Commonwealth Act No. 5 to conduct a factual survey of all government departments and submit recommendations concerning, among others, classification of positions. After a two-year survey, the Board found out that civil servants were paid on the basis of their civil service eligibilities and not on their duties and responsibilities. Promotions, on the other hand, were based on length of service. 1.2.1 Commonwealth Act No. 402 To eliminate the said inequities, a Personnel and Salary Standardization Board was created to classify positions based on duties and responsibilities and standardize salaries of civil service personnel. The recommendations of said Board were put into effect by virtue of Commonwealth Act (CA) No. 402 entitled, “An Act to Provide for the Classification of Positions and Standardization of Salaries in the Government,” dated
402 created a Salary Board composed of the Commissioner of Civil Service as Chairman and the Commissioner of the Budget and the Auditor General as Members. Said law was patterned after the US Classification Act of 1923.M.M. the Salary Board was renamed Salary Committee with the Auditor General as Chairman. and (d) required to wear uniforms not furnished by the government. 1938.. The classified positions were grouped into 7 services: administrative. and members of the teaching staff of the University of the Philippines. The number of national government employees as well as their salaries were reduced due to drastic changes in the organization of the Philippine Government. Commissioned and enlisted members in the active service of the Philippine Army. Officers chosen by the National Assembly in accordance with the Constitution. Persons in the military. To 1-3 . (b) stationed in places subject to criminal elements. sub-professional. CA No. and Employees declared by the President of the Philippines as primarily confidential or highly technical. or later than 8:00 P.Overview of the Position Classification and Compensation System September 13. directors of schools. It provided for a schedule consisting of 10 grades with 3 salary rates per grade. vigilance. and craft and labor. The law covers all officers and employees embraced in the classified and unclassified service except the following: • • • • • • • Elective officers and officers whose compensation were fixed in the Constitution. During the Second World War. as amended in 1930. naval or civil service of the United States who were appointed or detailed to perform duties in the Government of the Commonwealth. professional and scientific. as well as in the economy. navigation. the registrar. The President. the Executive Group and the Judicial Group which were not subject to classification by the Salary Board. deans of colleges. (c) assigned for not less than 3 consecutive months to work earlier than 6:00 A. educational. Employees stationed outside the territorial limits of the Philippines. The law also provided for special groups of positions. the business director. It likewise provided for compensation differentials for employees (a) stationed in disease-infected areas. except Grade 10 which had only 2 salary steps.
and cost estimates to carry out the plans. experience. 1. level of responsibilities and qualification requirements in terms of education. This undertaking resulted in the establishment of the Position Classification Plan. a pay plan. when the government was reorganized. 1947. s. The WAPCO classified positions on the bases of duties and responsibilities and qualification requirements. respectively. Congress enacted 3 minimum wage laws which were adopted for the entire country. This situation went on for several years until 1957. skills and abilities were given the same descriptive title and the same test of fitness. 1. 402 were nominally applied.1 The Position Classification and Pay Plans of 1957 On June 4. bonuses were granted to government officials and employees based on the number of immediate dependents. In 1947. knowledge. Pursuant to Executive Order (EO) No. The rates of pay in CA No. the powers and functions of the said Board were transferred from the Commissioner of the Civil Service to the Commissioner of the Budget. Kroeger and Associates of San Francisco.Manual on Position Classification and Compensation cushion the effects of inflation. the Salary Board was reactivated. The classification of positions made by the Salary Board in 1938 was revised but it was not updated. the Philippine Government commissioned Louis J. 1953. California. 1-4 . 2-A. the Pay Plan. these laws led employees in the middle and upper pay levels whose salaries were pegged at prewar levels to clamor for higher salaries. 402 were converted into 37 grades with single rates. to conduct a position and wage survey. 94. Positions that were sufficiently alike as to duties. and the Wage and Position Classification Office (WAPCO) under Reorganization Plan Nos. to submit a position classification plan. To relieve civil servants from the economic difficulties brought about by the Second World War. and 3-A. However.3.3 The Philippine Republic After the Liberation in 1945. The firm would also train government personnel in position classification and in determining salaries. Congress sought solution in piece-meal pay increases for certain groups of employees or occupational groups which gave way to pay disparities and inequities. the grades of positions and rates of salaries provided under CA No. 1A.
The second and third adjustments which were both 35% of the said difference were granted on July 1. Each salary range had 5 salary steps.Overview of the Position Classification and Compensation System The Plans covered all positions in the national government and its instrumentalities. The Pay Plan consisted of a salary schedule with 75 salary ranges and the salary rules.259 classes into which 183. Officers and employees of the legislative and judicial departments of the government. Exempted therefrom are the following: • • • • • • Elected officials and officers whose compensation were fixed in the Constitution. there were 237 occupational groups and 2. When the Position Classification and Pay Plans were adopted on July 1. The Position Classification Plan consisted of occupational groups. including quasi-public corporations. the concepts and principles of position classification and salary standardization were not fully appreciated by government functionaries because of the inability of the government to grant adequate salary increases. Officers and employees of the Foreign Service. Due to funding constraints. Due to inadequate funds. 1961.000 regular positions were classified. classes and class specifications or standards and the rules and regulations for its administration. respectively. however. The spread between the minimum and maximum rates of a salary range was approximately 22%. exemptions from the coverage of the WAPCO Plans followed one after the other. The first adjustment was 30% of the difference between the minimum rate of the salary range of the position and the actual salary of the incumbent. and Provincial and municipal local officials. Secretaries and undersecretaries of departments of the government. The Pay Plan also had a built-in mechanism for periodic pay progression to provide incentives for better performance and recognize length of service through step increases. 1957. 1-5 . 1960 and July 1. Each salary step was approximately 5% higher than the immediately preceding step. From 1959 to the middle part of 1976. these schemes were not implemented. the salaries of civil servants covered by the Plans were adjusted in 3 installments. Members of the Armed Forces. Consequently.
388 classes in which 575. due regard shall be given to prevailing rates in private industry for comparable work. the position concerned. including those in government-owned and controlled corporations.Manual on Position Classification and Compensation 1.3. The last 2 or 3 salary steps were intended for the longevity steps of employees who could not be promoted to more difficult positions because of limitations in qualification requirements and/or abilities.756 regular positions were classified. It also required the consolidation of 2 or more related classes into a class where duties and responsibilities were sufficiently alike in terms of difficulty. 985 known as “The Budgetary Reform Decree on Compensation and Position Classification of 1976. 1976 Presidential Decree (PD) No. Each salary grade consisted of 8 steps. 985 provided for the creation of the Office of Compensation and Position Classification (OCPC) and the abolition of the WAPCO. In determining rates of pay.” The salary schedule under PD No. taking into account the nature of the responsibilities pertaining to. there were 282 occupational groups and 4. the President issued on August 22. When PD No. The difference between steps is five (5) “1%” increments.2 The Budgetary Reform Decree on Compensation and Position Classification of 1976 With the advent of the New Society. The reduction from 75 salary ranges to 28 salary grades required the compression of the existing occupational groups to a more manageable size. Section 6 of the 1973 Constitution: “The Batasang Pambansa shall provide for the standardization of compensation of government officials and employees. 985 had 28 salary grades.” PD No. and the qualifications required for. The difference between 2 successive salary grades was ten (10) “1%” increments.” in conformity with the following provision of Article XII-B. skills and qualification requirements. 1-6 . 985 was issued. It declared the policy of the government to provide “equal pay for substantially equal work and to base differences in pay upon substantive differences in duties and responsibilities and qualification requirements of the positions. The salary steps were increased from 5 to 8 to enable employees to receive salary increases as rewards for exemplary performance.
Faced by the grim realities of the past. These exemptions were reduced to 2 groups under PD No. 985 provided for allowances. or emergency in nature. The law is the culmination of a painstaking study undertaken by the Department of Budget and Management with the end in view of putting into realization the provisions of Section 5. 985 through presidential decrees and other presidential issuances undermined the System which was not fully implemented. In addition to a standardized salary system. These laws also brought about salary disparities among government agencies which in turn gave rise to demoralization and dissatisfaction among government employees. 1136. 1597 entitled. 6758 entitled. 1. 985. (2) local government personnel whose compensation were governed by PD No.3 The Compensation and Position Classification Act of 1989 Through the years. Special salary increases and additional compensation were likewise granted to personnel holding positions belonging to certain occupational groups and to personnel of so-called “critical” government agencies which resulted to the proliferation of several salary schedules under the Compensation Plan. the President signed into law RA No. This is also popularly known as the Salary Standardization Law (SSL). whether permanent. temporary. 985 was applied to all positions. or on full-time or part-time basis. “An Act Prescribing a Revised Compensation and Position Classification System in the Government and for Other Purposes” or “Compensation and Position Classification Act of 1989. Nine (9) groups of officials and officers were exempted from the coverage of PD No. bonuses. 1989. Thus. PD No.” They are: (1) elected officials and officers whose compensation were fixed in the Constitution and. the morale among many of the civil servants declined and the quality of public service deteriorated.Overview of the Position Classification and Compensation System The National Compensation and Position Classification System provided for in PD No.3. and other benefits that shall accrue to officials and employees. “Further Rationalizing the System of Compensation and Position Classification in the National Government.” on August 21. the increasing number of exemptions from the coverage of the Compensation and Position Classification System established under PD No. Article IX-B of the 1987 Constitution which mandates that: 1-7 . This law expanded the concept and coverage of compensation administration.
including those in government-owned and/or controlled corporations with original charters. government-owned or controlled corporations (GOCCs) and government financial institutions (GFIs).Manual on Position Classification and Compensation “The Congress shall provide for the standardization of compensation of government officials and employees. The total compensation provided for government personnel must be maintained at a reasonable level in proportion to the national budget.3.3. as follows: • All government personnel shall be paid just and equitable wages in accordance with the principle of equal pay for substantially equal work. taking into account the nature of the responsibilities pertaining to. It does not apply to those expressly exempted by law from the coverage of the PCCS and those hired as part of a 1-8 .3.2 Positions Covered by the PCCS The PCCS applies to all positions in national and local governments.1 Principles Governing the Position Classification and Compensation System (PCCS) The PCCS is governed by principles enunciated in RA No. and A review of government compensation rates taking into account possible erosion in purchasing power due to inflation and other factors shall be conducted periodically. 6758. Differences in pay shall be based upon substantive differences in duties and responsibilities and upon the qualification requirements of positions. • • • 1. and the qualifications required for their positions. and must be in accordance with prevailing laws on minimum wages. elective or appointive. Basic compensation for all personnel in the government and government-owned or controlled corporations and financial institutions shall generally be comparable with those in the private sector doing comparable work.” 1.3. full-time or part-time. existing or still to be created.
1. • 1. paid on piecework or job order basis. namely: positions into 4 main ♣ Professional Supervisory. Established benchmark positions as an aid to position classification and salary grade allocation.3.4 Important Features of the PCCS • Grouped classes of categories. It is based on the principle of equity and requires uniform and definite application. • Revised the salary schedule from 28 to 33 salary grades and prescribed the rules and regulations for its implementation.3. and ♣ Sub-Professional Non-Supervisory.Overview of the Position Classification and Compensation System contract. • The PCP is an orderly scheme which provides the criteria and the standards for the classification of positions. • • • 1-9 . ♣ Professional Non-Supervisory. The CP is an orderly scheme for determining rates of compensation for positions.3. Provided for step increments based on merit or length of service. Assigned the salary grades of constitutional officials and their equivalents and mandated the DBM to determine the officials who are of equivalent rank. ♣ Sub-Professional Supervisory. including mail contractors and others similarly situated.3.3 Parts of the PCCS The PCCS is composed of the Position Classification Plan (PCP) and the Compensation Plan (CP).
♣ Aids in the accurate analysis and review of functions of a government agency. budgeting and fiscal control.5 Objectives of the PCCS The PCCS serves as a tool for effective management. organizational analysis. ♣ Raises morale by enabling an employee to identify his/her position in the organization and to understand the job expected of him/her.Manual on Position Classification and Compensation • Reduced the number of classes of positions in the national government from more than 5.3.000 to about 2. testing. 1-10 . and Integrated allowances and other compensation into the standardized salary. selection and placement can be based. ♣ Enables both the supervisors and employees to understand the job content and pay level of positions.3. allowances and benefits of officials and employees.400. • As a tool in organizational analysis: ♣ Highlights problems of overlapping and duplication of functions or redundancies in a government agency. • 1. • As a tool for effective management: ♣ Standardizes salaries. and ♣ Provides the management of a government agency with the necessary standards on which qualification requirements for recruitment. and as an information tool for the general public or taxpayers. ♣ Provides basis for the evaluation of the performance of officials and employees. ♣ Provides basis for the development of training programs.
For easy reference. Discussions on the American and Commonwealth Regimes were based on the book by Tomas W.” (Malacañang. ♣ Provides standardized compensation for similar services among government agencies. 1900-1978. Manila: Ministry of the Budget. 1978).Overview of the Position Classification and Compensation System ♣ Facilitates the preparation of staffing patterns of government agencies. ♣ Contributes to the effective placement of an employee with regard to his job and abilities. a matrix on the evolution of the PCCS from the American Regime to the enactment of RA No. Flores. 1-11 . ♣ Serves as basis for accurate payroll reporting and analysis. and ♣ Provides a basis for validating allotments and expenditures. “Compensation and Position Classification in the Philippine Government. and • As a tool in budgeting and fiscal control: ♣ Establishes common terminologies for budget requests for personal services. • As an information tool: ♣ Provides information to taxpayers on the kinds of positions in the government and how much these positions are paid. 6758 is presented in Annex A of this Chapter.
2. the Department of Mindanao and Sulu 2. dated June 11. “Budgetary Reform Decree on Compensation and Position Classification of 1976. and Reorganization Plan2-A (The Pay Plan) both dated May 5. 1901 Particulars Commonwealth Regime Commonwealth Act No. including governmentowned or controlled corporations and government financial institutions Elected officers and officers whose compensation were fixed in the Constitution Local government Republic Act No. officers whose compensation were fixed in the Constitution Officers and emplo. 1938. 1978 Duties. 1989 Bases of classification Salary Duties and responsibilities of the position Duties. “An Act Regulating the Salaries of Officers and Employees in the Philippine Civil Service.” dated August 21. responsibilities and qualification requirements of the position All positions in the government. including quasi-public corporations Duties. 402. 1976 as amended by PD No. including government-owned and controlled corporations and government financial institutions Coverage Officers and employees of the Philippine Civil Service Officials and employees embraced in the classified and unclassified service Exemption Officers and employees of 1.Annex A The Evolution of the Position Classification and Compensation System in the Philippine Government American Regime Act No. 985. 102. Elected officers and 1.” dated August 22. Reorganization Plan 1A (The Position Classification Plan). 1597. 1956 Philippine Republic Legal basis Presidential Decree No. “An Act to Provide for the Classification of Positions and Standardization of Salaries in the Government. the “Compensation and Position Classification Act of 1979. responsibilities and qualification requirements of the position All positions in the national government. 6758. officers whose compensation were fixed in the Constitution Officers chosen by the 2. responsibilities and qualification requirements of the position All positions in the national government and its instrumentalities. Elective officers and 1. Those expressly exempted by subsequent laws .” dated September 13.” dated March 9.
7. who were governed by PD No. naval or civil service of the United States who were appointed or detailed to perform duties in the Government of the Commonwealth Employees declared by the President of the Philippines as primarily confidential or highly technical yees of the legislative and judicial departments of the government Secretaries and undersecretaries of departments of the government Members of Armed Forces the Philippine Republic officials and employees. the registrar. Officers and employees of the Foreign Service Provincial. limits of the Philippines The President. 6. deans of colleges. of schools. Commissioned and enlisted members in the active service of the Philippine Army Persons in the military. municipal and local officials 5. 1136 4.Particulars American Regime Commonwealth Regime National Assembly in accordance with the Constitution 3. . directors 4. the business director and members 5. Employees stationed outside the territorial 3. of the teaching staff of the University of the Philippines 6.
300 to 2. had 2 rates. Position Classification and Compensation Bureau. Department of Budget and Management . Salary Board was renamed Salary Committee during WW II.259 classes positions of 271 occupational groups Number of classes were reduced from 4.Particulars American Regime Commonwealth Regime 7 services Philippine Republic Number of services/ occupational services Number of occupational groups Number of classes of positions 2 groups (first and second) 21 classes of positions 19 occupational services 237 occupational groups 2. Budget Commission Compensation and Position Classification Bureau (CPCB). The lowest.700 28 salary grades with 8 salary steps each 206 occupational groups Number of classes were reduced from more than 5.000 to 2. Chairmanship was transferred to the AuditorGeneral in 1945 and to the Commissioner of the Budget in 1947. 75 salary ranges with 5 salary steps each Agency responsible Civil Service Board composed of the Commissioner of the Civil Service Commission as Chairman and Commissioner of the Budget and the Auditor-General as Members Wage and Classification (WAPCO). Grade 1. now Organization. Grade 10. Commission Position Office Budget Office of Compensation and Position Classification (OCPC).541 33 salary grades with 8 salary steps each Salary structure First Group (10 classes – 1 to 10) Second Group (11 classes – A to K) 10 grades with 3 rates of compensation The highest. had 3 rates.
Example: Public Health Nurse I. specifications or written descriptions of the classes and the rules and procedures for the administration and maintenance of the Plan. salary grade. This series is composed of Public Health Nurse I. be treated alike. It is a set of current duties and responsibilities assigned by competent authority to be performed by an individual either on a full-time or a part-time basis.3.2. and for all administrative and compensation purposes. Public Health Nurse II and Public Health Nurse III.2 Concepts of Position Classification 2. The classes in the PCP are grouped into the following: 2.3 Grouping of Classes Under the PCP A class consists of all those positions having sufficiently similar duties. 2.2.3 As a general rule.1 The position is the basic unit of an organization. 2.1 The Position Classification Plan The Position Classification Plan (PCP) consists of occupational services. occupational groups. classes in series. 2.Chapter 2 The Position Classification Plan 2. only the duties and responsibilities of the position are considered in position classification and not the incumbent’s qualifications. arranged by level of difficulty and responsibility.1 Series A series consists of one or more classes of positions which are similar as to specialized line of work.2. 2-1 . Example: Public Health Nurse. It may be filled or vacant. except teaching positions where the incumbent’s education. relevant training and experience and other factors are considered. 2. responsibilities and qualification requirements such that they can be given the same position title.2 Positions are grouped by class on the basis of similarity of kind and level of difficulty and responsibility of work.
Nursing Group. Example: Under the Medicine and Health Service is the Nursing Group.3. directing. etc.4. Medical Technology Group. Examples: Engineer IV. Dietetics Group. coordinating. Medical Group.Manual on Position Classification and Compensation 2. economic. requiring some degree of professional.2 Professional Non-Supervisory (PN) Category – This category includes positions performing tasks which usually require the exercise of a particular profession or application of knowledge acquired through formal training in a particular field or the exercise of a natural. organizing. Example: The Medicine and Health Service is comprised of the following occupational groups.3 Occupational Service An occupational service consists of occupational groups of broadly related or similar professions or occupations. among others: Dentistry Group.4. Elementary School Principal I 2. Also included are positions involved in research and application of professional knowledge and methods to a variety of technological.2 Occupational Group An occupational group consists of one or more series of classes of positions in the same or related occupation or occupational area. 2. social. drama. controlling and overseeing within delegated authority the activities of an organization. industrial. and application of managerial or supervisory skills. 2. a unit thereof or of a group. music and other branches of arts and letters.4 Categorization of Classes Classes are categorized under RA No. technical or scientific knowledge and experience. and governmental functions.3. in the performance of technical tasks 2-2 . The positions in this category are assigned Salary Grade 9 to Salary Grade 33. Director II. Health and Sanitation Group. 6758 as follows: 2. creative and artistic ability or talent in literature.1 Professional Supervisory (PS) Category – This category includes responsible positions of a managerial character involving the exercise of management functions such as planning. Positions in this category require intensive and thorough knowledge of a specialized field acquired through completion of bachelor degrees or higher degree courses.
4. manual or clerical lines which are short of professional work.5 Index of Occupational Services. These positions require thorough knowledge in the field of arts and sciences or learning acquired through completion of at least four years of college studies. trades or manual work. artistic or literary functions. Examples: Draftsman I. The positions in this category are assigned Salary Grade 8 to Salary Grade 30. Position Titles and Salary Grades A listing of the different occupational services. These positions usually require skills acquired through training and experience or completion of elementary education.4 Sub-Professional Non-Supervisory (SN) Category – This category includes positions involved in routine or repetitive work in support of office or fiscal operations or those engaged in crafts. requiring training and moderate experience or lower training but considerable experience and knowledge of a limited subject matter or skills in arts. educational. The positions in this category are assigned Salary Grade 1 to Salary Grade 10. Examples: Bookbinder IV.4. legal. Chief Bookbinder 2. occupational groups and classes in series existing in the PCP is shown in the Index 2-3 . The positions in this category are assigned Salary Grade 4 to Salary Grade 18.Position Classification Plan auxiliary to scientific research and development. College Professor. Proofreader II.3 Sub-Professional Supervisory (SS) Category – This category includes positions performing supervisory functions over a group of employees engaged in work along technical. These positions require knowledge acquired from secondary or vocational education or completion of up to two years of college education. Chemist I. secondary or vocational education or completion of up to two years of college education. Examples: Tourist Receptionist I. Electrician Foreman. and in the performance of religious. crafts or trades. University Professor 2. Dental Aide 2.
6. The IOS consists of 3 volumes: Volume I is the Index of Classes by Occupational Services and Occupational Groups. It also shows the salary grade assignment of each class. Volume II is the Index of Classes by Alphabetical Order.6 Class Specification A class specification is a written description of a class of positions consisting of: class category. As a general rule. 2-4 .6. namely: Root word – This shows the general nature of the work such as Sorter. Meat Inspector. It shows the alphanumeric acronym and level of a class in a series. SubProfessional Supervisory (SS) or Sub-Professional Non-Supervisory (SN). 2. a class title has three parts. Volume III is the Index of Classes by 2. Example: The class ID for Nurse I is NURS1.2 Class Identification (ID) A class ID identifies the class of positions. Aircraft Mechanic Foreman. class identification. Inspector. Level – This can either be an adjective. and Salary Grades (IOS). Professional Non-Supervisory (PN). concise and descriptive name of a class. class title. characteristics and qualifications guide.6. Aircraft Mechanic. Specialty – This shows the field of specialization or field of activity such as Mail Sorter. a noun or a number which expresses the relative rank or level of the class such as Senior Mail Sorter.3 Class Title A class title is a brief.Manual on Position Classification and Compensation of Occupational Services.1 Class Category A class category may be either of the following: Professional Supervisory (PS). Meat Inspector II. Mechanic. The class IDs are indicated in the IOS. Salary Grades. 2. class definition. 2. Position Titles.
Biologist II ♣ Senior Level/Participating Supervisor/Foreman or Level III – Classes under this level are under general supervision and with some latitude for the exercise of independent judgment. serve as assistant heads of division or other unit of an organization of similar import or in the case of those in the crafts and trades. Supervising Economic Development Specialist. perform the simplest. Attorney IV 2-5 . important and responsible sub-professional or professional work requiring training and moderate experience or a lower training but with considerable experience and thorough knowledge of a special subject matter. serve as heads of section or other unit of an organization of similar import. a large crew or several crews engaged in varied work ranging from routine to difficult and specialized work. Engineer I. and with detailed rules and procedures. or perform difficult and responsible subprofessional or professional work requiring training and moderate experience or lower training but with considerable experience and a very broad knowledge of a special subject matter. Engineer III ♣ Supervising Level/General Foreman or Level IV – Classes under this level are under direction and with substantial latitude for the exercise of independent judgment. Examples: Plumber Foreman. Senior Tax Specialist. Budget and Management Analyst ♣ Journeyman or Level II – Classes under this level are under general supervision and with limited latitude for the exercise of independent judgment.Position Classification Plan • Levels of classes As a general rule. Examples: Electrician General Foreman. Examples: Radiologic Technologist II. a crew engaged in moderately difficult but routine work. some experience and a broad knowledge of a special subject matter. or in the case of those in the crafts and trades. Examples: Carpenter I. perform somewhat difficult but responsible sub-professional or professional work requiring training. the following are the standard levels of classes of positions: ♣ Entrance Level or Level I – Classes under this level are under immediate supervision. routine sub-professional or professional work. or perform very difficult.
2. Examples: Chief Photographer. II. Attorney V • Use of Roman Numerals for Levels of Positions For ranking purposes. III are used to identify classes in a series when: ♣ Duties and responsibilities of the classes are similar. considerable experience and demonstrated capacity for sound independent judgment and intimate knowledge of special subject matter.4 Class Definition A class definition is a general description of the overall duties and responsibilities of a class. This usually begins with a statement as to the type of supervision received as follows: 2-6 . Examples: ♦ ♦ ♦ ♦ Elementary School Principal I – supervises 10 to 29 teachers Elementary School Principal II – supervises 30 to 59 teachers Teacher I – Bachelor’s degree for teachers (BSE. or perform exceptionally difficult and responsible subprofessional or professional work requiring training. It may indicate the alternative use of the class or job type. a higher level class. BSEE) Teacher II – Bachelor’s degree for teachers plus 20 MA units ♣ Duties and responsibilities of the class are in the same field of specialization with a relatively gradual increase in the complexity of the duties and responsibilities or where each class in the series consists of more than one job type. serve as heads of division or other unit of an organization of similar import engaged in varied work ranging from routine to very difficult work. Engineer II. or some similar factors indicate higher responsibilities and. Roman numerals like I.6. but the size of the organization. Forester V. Chief Air Traffic Controller.Manual on Position Classification and Compensation ♣ Chief Level or Level V – Classes under this level are under direction and with considerable latitude for the exercise of independent judgment. Engineer III. educational requirement/preparation. therefore. Examples: Engineer I.
This is the type of supervision received by assistant division chiefs and higher level positions. referring only unusual or complicated matters to immediate supervisor for advice and direction. The tasks are in the present tense verbs. This is the type of supervision received by heads of office and equivalents. The position is able to work with a reasonable degree of independence. third person. hence. Its work is checked while in process and upon completion.The supervision received is not close. singular form with the tasks separated by semi-colons.6. When an alternate job type or types are necessary.The supervision received comes in the form of guidance from policies and objectives of the organization.This is the closest degree of supervision. Under general supervision . “Or. Supervisory control is in terms of objectives and goals to be reached. Planning and organizing the details of the work and deciding the methods. Under administrative or executive direction . has to refer to specific and detailed guides and instructions. 2. This is the type of supervision received by entrance level positions. Under direction . • • • The last portion of the class definition is a general statement. systems and procedures are completely entrusted to the employee.Position Classification Plan • Under immediate supervision . separate paragraphs are used to describe separately the job types within a class because they may differ in objectives and in the manner of accomplishing the objectives.” The sequence 2-7 • . continuous or direct. The typical tasks selected are those most significant in allocating positions to the class. “and does related work. Each new paragraph begins with the conjunction.5 Characteristics • The characteristics portion enumerates specific tasks performed by the class.” to emphasize that the employee may be given other assignments related or incidental to his work. The position is subject to continuous and direct control. The position cannot decide on its own.This is the type of supervision received where the work of the position is subject only to administrative/executive determination of policy.
Nature of Work – This measures the characteristics inherent in the position. It influences the grouping of positions into classes or the allocation of a position to a class.7. and accuracy and confidentiality of records and reports.7 Position Classification Factors A position classification factor is a characteristic/guide which measures or compares the requirements or demands of a position.1 The Basic Classification Factors The 3 basic classification factors are: • Skills and Knowledge – These measure the extent of formal education and work experience normally required for the satisfactory performance of the duties and responsibilities of a position. degree of mental/physical effort and exposure to hazards. 2. • • 2. Annex A of this Chapter is a sample class specification. degree of control of assets.6 Qualifications Guide The qualifications guide states the minimum education. decisions and actions.7.6. 2.2 The Sub-Classification Factors The 3 basic classification factors are divided into the following sub-factors: 2. and the degree and extent of internal and external relations. Responsibility – This measures the accountability of a position for supervision exercised. applicable training or equivalent 2-8 .Manual on Position Classification and Compensation of the paragraphs follows the order in the general description of the job types in the “Definition” portion.7.1 Skills and Knowledge • Education – This considers the minimum formal education. 2.2. analysis and problem solving required. It considers the supervisory content of the work. training and experience needed to perform the duties and responsibilities of a class of positions.
how work methods are followed.2. Internal and External Relationships – This refers to the nature of communication and association with others. Hazard and Personal Risk Involved – This considers the degree and continuity of exposure to health or accident hazards in the performance of the duties and responsibilities of a position. telephone conversations and written communications. frequency and latitude by which assignments and instructions are received. and how work is checked for quality and quantity. exercise of judgment and creativity necessary to achieve the desired results.2 Nature of Work • Supervision Received – This considers the type.Position Classification Plan knowledge required for the satisfactory performance of the duties and responsibilities of a position. 2. This sub-factor is evaluated according to the nature and limits of contact. both within and outside of the office. • • • • 2-9 . Hardship.7. Mental/Physical Effort – This considers the amount and continuity of physical exertion or mental concentration required in the completion of work. Analysis and Problem Solving Required – This considers the degree of difficulty and complexity of the assigned tasks and the extent to which the work involved requires analytical ability. as required for the satisfactory performance of the duties and responsibilities of a position on a regular basis. taking into consideration the pressure and extent of physical and/or mental effort involved. Contacts include personal discussions. • Experience – This considers the length of time necessary for an average new employee with the required minimum education to acquire the needed skills for satisfactory performance of the job.
kind and number of existing positions in the unit performing similar or related tasks. work assignments and review. For Funds. the creativity required in developing policies. supplies. Property and Equipment – This considers the accountability of a position for assets such as cash. Negligence could result in monetary loss or property damage.7. materials and tools. negotiable instruments. It also considers the impact of such decisions. rules. equipment. For Decision-Making – This measures the mental processes involved in weighing facts and conditions to determine appropriate courses of action. etc. For Accuracy of Records and Reports – This considers the accuracy required and importance of information. • • • 2. in the agency.3 Other Classification Factors • • • • rank of the position in the organizational hierarchy. consistency of the classification and salary grade assignment of the positions in the unit. functions of the unit where the position is located.2. and in other government agencies.Manual on Position Classification and Compensation 2. other quantitative factors. and the exercise of supervisory functions. such as number of elementary/ secondary school teachers supervised. It reflects the extent of analysis and planning exercised. • 2-10 .3 Responsibility • For Work of Others or Supervision Exercised – This sub-factor considers the responsibility of a position for the various facets of supervision such as work planning and organization. methods or procedures.7. records and reports prepared or reviewed by a position.
forms and materials used. 2. They are factfinding.8. rules and regulations.1. of this Chapter. ♣ The PDF and the instructions for accomplishing the same are attached as Annexes B and C. respectively. organizational charts and work samples.1 Steps in the Classification Process There are 3 steps in the classification process. incumbent of the position.1 Fact-Finding 22.214.171.124.8.Position Classification Plan 2. • Conduct of Work Audit 2-11 .8 The Position Classification Process The position classification process is the series of actions leading to the grouping of positions into classes or to the determination of the appropriate class for a given position using the position classification factors as guides. 2. and Secondary Sources – These include laws. In fact-finding.1.1. the supervisor of the position. • 2. reports and publications. analysis and evaluation.1 Fact-finding involves the gathering of facts about the duties and responsibilities of a position.2 Fact-finding may employ the following 4 techniques/tools: • Use of the Position Description Form (PDF) ♣ The PDF is the basic document in the position classification process. standard operating procedures.1. the 2 sources of facts are as follows: • Primary Sources – These include the accomplished Position Description Form.
concepts or procedures not well understood. clarify. Interviews are resorted to under the following circumstances: ♦ Information in the PDF is incomplete. It is intended to validate. and item numbers. and ♦ an analysis of the position stating the degrees of the pertinent allocation factors that were considered. ♦ the persons interviewed: names. 2-12 . unclear. and ♦ The duties and stated pertain occupations. or supplement information gathered from the PDF. ♦ an accurate and adequate description of the work performed and the amount of time spent on various duties and responsibilities. or contains terminology. ♦ the organizational location of the position. ♦ The tasks of the position involve different levels of difficulty.Manual on Position Classification and Compensation ♣ The conduct of work audit involves the verification of the work through an interview of the incumbent of the position. position titles. the immediate supervisor or the next higher supervisor and when necessary. of peers or subordinates. responsibilities to different ♣ The information gathered in the work audit are documented in the form of a written audit report containing the following: ♦ the title and item number of the position audited.
functions or positions of an agency. ♦ Functional Chart This chart contains the statements of functions of all organizational units indicated in boxes. position title and salary 2-13 . This chart provides information about the general objective and responsibilities of each unit. This chart provides a basis for determining organizational relationships. • Use of Organizational Charts ♣ An organizational chart is a graphic presentation of the units. ♦ Position Chart . concise and logical manner. Data gathered may be documented in the form of a flow chart. The three basic types of organizational charts are: ♦ Structural Organization Chart This chart is a graphic representation of the organizational units in boxes.Position Classification Plan • Observation of Work Operations ♣ This involves gathering facts through mindful watching of a work in process and the recording/summarizing of activities/ actions observed. showing the movements of documents and action taken through various steps from their origin to their final destination. listed by item number.This chart shows the authorized positions in the organizational unit. ♣ Flowcharting is an analytical technique to document the process of work or activities in a clear. The duties and responsibilities of a position are better understood by analyzing the functions of a unit.
They may be performed in a continuous.8. The process involves selecting. 2. Step 4: Ascertain whether or not there are written standards or class specifications for the classes in the series. uninterrupted manner or performed at recurring intervals. Step 2: Determine the occupational group and the series on the basis of the kind of work involved in the position.2 Analysis Analysis is the critical examination of the duties and responsibilities and other facts about the position. Typically. 2-14 .Manual on Position Classification and Compensation grade. Make a separate list for incidental duties and responsibilities which generally occupy a small portion of the employee’s time and are not the primary purpose for which the position was created. This chart ascertains the official location of the position and its relation to other positions in the organizational unit. organizing and commenting upon the duties and responsibilities of the position in terms of the position classification factors to determine the distinguishing characteristics of the position. they occupy most of the employee’s time.1. The steps in the analysis of the duties and responsibilities and other facts about the position follow: Step 1: Organize the facts obtained about the position by listing down its major duties and responsibilities. Step 3: Tentatively determine the classes in the series to which the position may be classified using the position classification factors as guides. The major duties and responsibilities represent the primary reason for the position’s creation.
2004. list the facts pertinent to the position being classified against those of positions already classified in the series. 40% Prepares trial balance and monthly income and expenditures.Position Classification Plan Step 5: Determine the distinguishing characteristics of the classes in the series.2 Accounting Clerk I and 1 Accounting Clerk II Actual Duties 50% Supervises and participates in the work of accounting clerks engaged in posting and balancing accounts in the general ledger and maintaining books of accounts. Hereunder is an illustrative example of analyzing a position for classification: Step 1: Facts as organized • • • • Location of Position . Step 6: If no class specifications are available. Administrative Aide and Administrative Assistant classes pursuant to Budget Circular No.Accounting Division Immediate Supervisor . 2004-3 dated March 6. 2-15 .Accountant I Positions Supervised . and 10% Prepares correspondences bookkeeping matters as may directed by supervisors.recording and posting financial transactions and maintaining books of accounts Note: The classes under the Accounting Group mentioned on this page and on the succeeding 2 pages have been allocated to the corresponding levels of Administrative Officer. on be Step 2: Series of classes as determined by the kind of work: • __________________ Accounting Clerk and Bookkeeper .
3 Evaluation After the duties and responsibilities and other facts about the position have been reviewed and analyzed the next step is to evaluate it. Step 4: Class specifications or written standards are available for the Accounting Clerk and Bookkeeper series. reconciles subsidiary ledger balances with controlling account balances in the general ledger Accounting Clerk III – supervises the activities of accounting clerks engaged in posting entries from the journals to the subsidiary and general ledgers Bookkeeper – supervises the work of accounting clerks. prepares trial balances. 2-16 ..Manual on Position Classification and Compensation Step 3: The position appears to be allocable to the class. wages and other accounts Accounting Clerk II . i.maintains subsidiary ledgers. Under this method.3. 2.8.1 The Pre-Determined Class Method • The Philippine government’s Position Classification Plan adopts the predetermined class method in the evaluation process. maintains the journal or books of original entry.8. Step 5: Distinguishing characteristics of the following classes have been determined as follows: • Accounting Clerk I – posts data and updates records for payment and deductions for salaries. prepares adjusting entries and bank reconciliation • • • Step 6: This is not necessary in this particular case since class specifications or written standards are available. to determine its relative worth. 2.1.e.1. Bookkeeper.
• Using the position classification factors as guides.Position Classification Plan classes with their appropriate salary grades and written standards are established. the following last 2 steps constitute the evaluation process: • Step 7: All facts about the position are compared with the facts found in the class specifications for the series. All facts about the position are found in the class.8. Bookkeeper.2 as an example. If the duties and responsibilities of the position meet the allocation standards for the class. Determine whether or not there have been positions classified under the series. a decision is made to allocate the position to the class.8. Bookkeeper. Step 8: 2. Using the same position in Sub-item 2.1.1. If there are positions classified under the series.2 Evaluation of a Position in the Absence of a Class Specification In the absence of a class specification.3. compare the facts pertaining to the position being classified against those of the positions already classified to the series. If the duties and responsibilities of the position are comparable with those of the classified 2-17 • . Decide to allocate the position to the class. SG-8. a classifier must resort to the following: • • Determine the series to which the position may be allocated. the facts pertaining to the position are compared with those in the class specification or standards for the class.
8. the following conditions should be observed: ♦ The duties and responsibilities serving as the bases for the decision are regular or recurring and are not emergency.3 Evaluation of Mixed-Grade Positions • “Mixed-Grade” positions refer to positions in which the work falls partly in one class and partly in another. ♦ The duties and responsibilities serving as basis for the decision are so different from the other duties and responsibilities as to require 2-18 .1. the position is allocated to the particular class in the series. • If the duties and responsibilities of the position do not fall within the allocation standards for the class requested or any other existing class. ♣ As a general rule. the position may be classified on that basis. incidental or temporary in nature. In this case. ♣ When the position involves a set of duties and responsibilities or a task which enhances the relative value of the position and is paramount in influence or weight even though it does not consume a majority of the employee’s time.3. infrequent. consider recommending the creation of a new class. Only general guides can be cited because these positions occur under so many circumstances.Manual on Position Classification and Compensation position. There is no single rigid rule for determining the classification of this kind of position. 2. the preponderant duties and responsibilities or those which take up the majority of the employee’s working time must govern.
new work techniques or procedures. duties and responsibilities. which are.1. may result from reorganization. or will be reflected in the qualifications standards used in recruiting. 2. For itemized positions. together with the following: ♣ justifications for their creation. changes in administrative policies. rules and procedures.1 Rules and Procedures in the Administration of the PCP 2. • The DBM analyst evaluates the necessity for the creation of positions and classifies the positions.9. ♣ funding source. abolition of functions. • The agency submits a request for creation of positions. Staffing and Classification Action 2-19 . To implement and manage the PCP. however.9. ♣ duly accomplished PDFs. or a variety of other causes. and ♣ such other documents as may be necessary.Position Classification Plan materially higher qualifications.1 Original Classification Original classification action is applied to positions classified for the first time such as new positions. therefore. 2. Changes in organization. testing and selection. Effect of such changes on the contents of the PCP must be determined so that the latter could be modified/updated. standards. ♣ organizational charts. The administration and maintenance of the PCP.9 Administration and Maintenance of the PCP The PCP was designed as guide for the proper classification of positions in the Philippine government based on major duties and responsibilities of the position in pursuance of agency functions. the Department of Budget and Management (DBM) formulates and issues policies. is a continuous process which rests on those concerned in the DBM and in government agencies. a corresponding Notice of Organization.
9. not only within the unit where said position is deployed. should not result in a distortion in the staffing pattern nor in an unauthorized change in organizational structure or leveling. however.Manual on Position Classification and Compensation (NOSCA) is issued to the agency.2 Reclassification Reclassification is a form of staffing modification and/or position classification action which may be applied only when there has been a substantial change in the regular duties and responsibilities of the incumbent of the position and which may result in a change in any or all of the position attributes: position title. However. provided that such is within the same occupational group. level and salary grade.1.g. Assistant 2-20 .1 There are changes in the level/ category of the government entity which will bear on the level of key positions. For nonitemized positions such as casual or contractual positions.1. 2. e.1 Reclassification may also be applied when: 2. The original copy of the agency accomplished PSIPOP is submitted to the DBM. the staffing modification and/or position classification action is deemed as retitling. if the salary grade of the position is maintained.2.. DBM issues a letter authorizing their creation and their corresponding classification. For non-itemized positions. but also among equivalent or parallel structures in the agency.1.2. President and Vice-President positions in state universities and colleges (SUCs) and General Manager. 2.9. • The details in the NOSCA serve as inputs to the Personal Services Itemization and Plantilla of Personnel (PSIPOP) for itemized positions issued by the DBM to agencies each year.1. Reclassification generally involves a change in the position title and may be accompanied by an upward or downward change in salary grade. Such reclassification.9. the agency prepares the corresponding Plantilla of Personnel.
2. 126.96.36.199. Position Titles and Salary Grades approved by the DBM. 2.3. and other Managerial positions in Local Water Districts.188.8.131.52 to 184.108.40.206.3 2.3 2.2. New duties/assignments which are temporary in nature.2.2 There are changes in quantitative factors used in determining the appropriate position and level in accordance with existing position classification standards.1 Non-performance of the regular duties and responsibilities of a position by reason of the incumbent’s inability or incompetence.3 2.1.9..220.127.116.11. coverage of agricultural facility for certain positions under the Department of Agriculture.18.104.22.168.Position Classification Plan General Manager.4 22.214.171.124 The following are the instances when reclassification is based on the qualifications of the incumbent: 2-21 . and The reclassification of a position is provided by law or Presidential authority. There are changes in the position titles and salary grades in the Index of Occupational Services.126.96.36.199.9.2 The following shall not be used as bases for the reclassification of positions: 188.8.131.52. Qualifications of the incumbent except those enumerated in items 2.2 184.108.40.206. e.1.g.2.
1979 in the case of faculty members of the University of the Philippines System and the Mindanao State University System.2.3 2.9.4. 1983. 308 dated May 28.1. 1984 and Budget Circular No.9.2. as implemented by DBM Circular Letter No. 303 dated April 10.1.9. 2004-1 dated January 23.5 Reclassification shall not apply to vacant regular positions which necessitate changes in their position titles for being under any of the instances cited in items 2. higher education institutions. pursuant to CSC law. 2. Implementation of the Master Teachers career path provided under Executive Order No.220.127.116.11 2. 985.4 A position may be reclassified if the incumbent fully meets the CSC’s qualification standards requirement for the position as reclassified. and TESDA technical education institutions. as implemented by National Budget Circular (NBC) No.1. and Implementation of NBC No. rules and regulations.2.9.Manual on Position Classification and Compensation 2.e.9.2. 2.3.1 to 2.1. they shall be abolished and the appropriate positions shall be created. they shall be converted. 2-22 .1 Implementation of the Equivalents Record Forms (ERFs) of teachers pursuant to Section 14 of Presidential Decree No. 1978..3.1. 84040 dated May 30.2. 24 dated May 20. 1979 and National Compensation Circular No.1. 500 dated March 21. Instead. 461 dated June 1.2. and of NBC No.9. 1998 for faculty members of SUCs.1. i. 2004.9.1.
functional and position charts. and Justification for the abolition of the funded vacant positions by considering the effects on the operation of the affected units. Organization.6 Procedural Guidelines 2. • • 2-23 .. If no amount is appropriated specifically for the reclassification of positions. i.2. for of the the • A certification that the incumbent fully meets the qualification standards requirement for the position as reclassified. Justification reclassification positions. a proposal to implement the “scrap and build” policy. funded vacant positions are to be offered for abolition which shall be used as funding source for the said purpose.6.1. pursuant to CSC rules and regulations.1.1 Government agencies shall submit to the DBM Budget and Management Bureau or Regional Office concerned their requests for reclassification of positions as endorsed by agency heads.9. together with the following: • • • Duly accomplished Position Description Forms (PDFs).9.Position Classification Plan 2.2.e.
Agencies which have been granted budget flexibilities by the DBM may reclassify filled positions provided that the condition in item 2. Staffing and Compensation Action (NOSCA) or through a DBM letter. as the case may be.2.2.5 .Manual on Position Classification and Compensation 2.1. Any additional funding requirement shall be sourced out of the abolition of funded vacant positions.2. If found in order. the agencies shall assist the DBM analyst in his/her conduct of position/work audit.2. Upon receipt of the budgetary actions made by the agency.6.6.4 2.1. A request for reconsideration may be made within thirty (30) calendar days after receipt of the NOSCA/DBM action. the corresponding NOSCA shall be 2-24 2.9. that such are in accordance with the position classification standards and that such are within their budget management authorities.2. An agency shall be informed of the approval of the reclassification of positions through a Notice of Organization.1. the DBM analyst concerned shall evaluate the same. the agency shall be informed of the denial action through a DBM letter.9.9. Should there be a need to validate.2 The analyst in the DBM Office concerned shall evaluate the requests.1.4 is satisfied.9.3 2.9. clarify or supplement information gathered from the PDFs.6.1. otherwise.6.
If reclassified to a position with a higher salary grade.1.6 In the implementation of reclassification action.18.104.22.168.6.6. the employee shall be allowed the 2-25 2.2. the DBM reserves the right to make alterations therein.9. the reclassification actions made by agencies are not in order. The NOSCA shall be issued to the agency. the following salary rules shall apply: 2.6.Position Classification Plan prepared to formalize the change in the GMIS database.2.6.2. However.6.1 If the basic salary of the employee in his/her former position is below the hiring rate of the reclassified position. if upon receipt of the budgetary actions.9.2 .1.9.6. 2.1 An employee whose position is reclassified without change in salary grade shall continue to be paid his present salary. the following salary rules on promotion shall apply: 2.2. subject to approval of the DBM authorities concerned.2.
6.2. the employee shall be allowed to continue to receive his/her present salary with the excess over the 8th step treated as “transition allowance” which shall be deducted from any future salary adjustment of the employee.22.214.171.124.2 If the present salary falls in between steps.1. the employee shall be allowed to continue to receive his/her present salary.2.6. 2.1.3 If the present salary is in excess of the maximum or 8th step. 2-26 .9.6. the employee shall be allowed the higher step.2.Manual on Position Classification and Compensation 1st step or the hiring rate.2.9. 2. 2.2.4 If to a lower salary grade.6.6.
9.1. would have resulted in a different classification.1.9. 2. • A request for reconsideration may be made within 30 calendar days after receipt of the NOSCA/DBM action. and that such omission caused the classification error. proposed classification of the position. if the duties and responsibilities and other facts about the class so warrant. For a denied request. without change in class title.Position Classification Plan 2. 2-27 . the agency is informed through a DBM letter.9. without change in salary grade. and explanation why the existing classification was erroneous. or a declaration of the facts which. if considered. • • The DBM evaluates the request in accordance with existing position classification standards. The agency submits the request for reconsideration together with the following: ♣ ♣ ♣ identification of the position which classification is requested for reconsideration.4 Upgrading Upgrading of a class involves upward change in the salary grade allocation of the class and consequently all positions allocated to the class. The DBM issues a revised NOSCA or a letter if a request concerns casual/contractual positions. 2.3 Reconsideration An agency may request reconsideration of the classification/reclassification of a position if it believes that the classification/reclassification action made was erroneous on the grounds that pertinent facts were not considered in the evaluation.5 Retitling Retitling of a class involves a change to a more appropriate title of a class and consequently all positions allocated to the class.1.
or abolished when existing conditions of work assignments on which they were based are modified.3.2. split.126.96.36.199 Merging. classes in series may be merged. Occupational Groups.3 Maintaining/Updating the PCP The DBM maintains/updates the PCP as follows: 2. For positions in schools and educational institutions. Classes in Series New occupational services.4 2. For positions under the Department of Education and other schools. Abolition of Occupational Services/Occupational Groups/Classes in Series Existing occupational services. A reclassification action takes effect on the date indicated in the NOSCA but not earlier than the date when funds for the purpose are authorized in the General Appropriations Act. Splitting.3.1 Creation of New Occupational Services.9.2.3 2. 2. the effectivity is not earlier than June 1 of the current year. addition of new functions. changes in work methods due to technological development. classes in series may be created when new duties and responsibilities are found to exist or are not comparable to those existing in the PCP such that the positions cannot be allocated to existing classes. abolition of functions. the effectivity date is indicated in the DBM letter.1 All classification actions take effect on the date indicated in the NOSCA or DBM letter. The implementation of a reconsideration action takes effect on the effectivity date of the original classification/ reclassification of a position.2 Effectivity of Implementation of Classification Actions 2.Manual on Position Classification and Compensation 2. These may include splitting of functions. The retitling/upgrading of a position takes effect on the date indicated in the NOSCA.9. occupational groups.2. For non-itemized positions. occupational groups.9. 2.9.9. organizational development. the effectivity is not earlier than June 1 of the current year.2 2.9. changes in work entrance 2-28 .
It submits its recommendations relative thereto. determines the different levels of difficulty of duties and responsibilities. • The DBM. finalizes the draft class ♣ Allocates each class to a salary grade on the basis of grade level definitions or in the absence thereof. Using the position classification factors as guides.. on the basis of comparability with established classes in the PCP. service and • • ♣ Within the occupational group. and The BMB or DBM Regional Office concerned adopts the new/modified class in processing the agency request. OPCCB undertakes the following: ♣ Determines the occupational occupational group. the OPCCB breaks down the facts pertaining to the positions and compares them with those of existing classes to ascertain the need for creation of new/modified classes.9. ♣ Submits its recommendation for approval of the DBM Secretary.3 Procedure • The BMB/DBM Regional Office concerned conducts initial evaluation of the need for creation/ merging/splitting/abolition of occupational services/ occupational groups/classes in series. ♣ Reviews and specifications. 2.3. etc. the corresponding draft class specifications and other pertinent documents to OPCCB. through the OPCCB.Position Classification Plan requirements. which may cause the addition to or changes in the duties and responsibilities of a position. 2-29 • . issues a notice of change in the IOS to all DBM offices and to the government agencies concerned. After deciding that new/modified classes are to be created.
without precluding the use of alternate titles for internal administration.9. 2.4 Updating/Revision of Class Specifications or Standards Occasionally and following consultations with government agencies. or similar purposes. public convenience. 2-30 .3. supplement or abolish existing class specifications or standards so that as nearly as practicable.5 Revision of Rules and Procedures The rules and procedures for implementing the PCP are revised as the need arises to keep pace with changes in administrative policies and other developments in the government.3. 2.6 Use of Official Class Titles The class titles found in the IOS shall be the official class titles of positions and shall be used for personnel.9.9. the DBM through the OPCCB updates class specifications or standards. positions existing at any given time within the government service shall be covered by current standards.Manual on Position Classification and Compensation 2. law enforcement. budget and fiscal purposes. The DBM may revise.3.
plants and pumping stations and other structures. or of power lines and electrical lighting. tests electrical circuit to ensure safe operation as designed. installs electrical circuits for building automation controls. cables.Position Classification Plan Annex A SN ELEC1 ELECTRICIAN I Definition Under general supervision. checks and repairs electric wiring of motor vehicles and heavy equipment. installs electric wires from powerhouse to pole. installs coaxial or fiber optic cable from computers and other telecommunications equipment. following using diagrams. locates and inspects main line and connecting lines to locate source of power failure. transformers. conduits. repairs. security devices. installs connecting wires from main power lines to buildings and other structures. does skilled electrical work in the installation maintenance and repair of electrical wiring and equipment. fuse boxes or circuit breakers in buildings. tests installed electrical equipment and lighting to ensure safe operation. installs electrical equipment such as storage heaters. circuits and outlets and other equipment. rebuilds 2-31 . Or interprets electrical transmission and distribution plans. repairs or replaces defective parts of the power system and lighting. installs additional circuits for additional lights and appliances. street lighting. installs electrical wiring. installs electrical wiring in marine craft. water heaters and electrical signs. repairs or replaces defective parts of the electrical system. may operate aerial bucket truck or any large construction equipment. Or determines repairs and replacements to be made on electrical generating. switches. communication trunks. regularly inspects electrical wiring and equipment to identify potential problems. and does related work. lightning arresters and platforms and traffic signals. audio and video systems. air-conditioning and refrigeration systems. rewinds armatures and field coils of motors and generators and primary and secondary windings of transformers. Characteristics Follows blueprints and specifications for the installation of channel boards. utilization and control equipment using testing instruments. installs on poles electrical fixtures and equipment such as insulators. or of electrical generating and utilization equipment. takes corrective action immediately. tests. fire alarm devices.
Manual on Position Classification and Compensation and recharges storage batteries. repairs water temperature and oil gauges and indicators. 2-32 . Qualifications Guide Any combination of training and experience equivalent to graduation from secondary trade school. repairs magnetic switches and horn relays.
DEPARTMENT. DBM CLASSIFICATION OF THIS : 11.b : OTHER COMPENSATION : 4. ITEM NO./ : ORD. OFFICIAL DESIGNATION OF POSITION 1st 2nd 3rd 4th 5th 6th : 13. FOR LOCAL GOVERNMENT POSITION. WORKING OR PROPOSED TITLE : : 10. BUREAU OR OFFICE : : : 5. 1 (POSITION DESCRIPTION FORM) Name) 2. CHECK GOVERNMENTAL UNIT AND UNIT CLASS MUNICIPAL CITY PROVINCE 8. : ITEM NO. OCCUPATIONAL GROUP TITLE POSITION : (Leave Blank) : 12. NO. : 6b. NO./ ORD. APPROP. : : : : 7. PREV. STATEMENTS OF DUTIES AND RESPONSIBILITIES. ACTUAL : : 9. please attach additional sheets.Position Classification Plan Annex B Republic of the Philippines DBM-CSC Form No. CORPORATION OR AGENCY/LOCAL GOVERNMENT UNIT DEPARTMENT/BRANCH/DIVISION : 1. Percent of Working Time : : : : : : : : : : : : Duties and Responsibilities 2-33 . If more space is needed.a SALARY AUTHORIZED : 7. NAME OF EMPLOYEE : : (Family Name) (Given Name) (Middle : : 3. PRES. ACT/BOARD RES. APPROP. WORK STATION/PLACE OF WORK : 6a. : ACT/BOARD RES.
POSITION TITLE OF IMMEDIATE SUPERVISOR : 15. APPROVED: Date Head of Agency Signature and Title of Immediate Supervisor 2-34 . etc. OF THOSE YOU DIRECTLY SUPERVISE (If more than seven (7). This item should be filled for all positions other than teaching. CONTACTS : 19. list only their item nos. MACHINES. I certify that the above answers are accurate and complete.Manual on Position Classification and Compensation 14. POSITION TITLE OF NEXT : HIGHER SUPERVISOR : 16. and position titles. TITLES and ITEM NOS. WORKING CONDITIONS Occasional Frequent : General Public : Normal Working Condition Other Agencies : Field Work Supervisors : Field Trips Management : Exposed to Varied Weather Others (Specify) : Others (Specify) 20. used regularly in performance of work ______________________________________________________________________ __ 18. Describe briefly the general function of the position. Describe briefly the general function of the unit or section. Indicate the required qualifications by years and kind of education considered in filling up a vacancy for this position. Date 25. (Keep the position in mind rather than the qualifications of the present incumbent. I hereby certify that the above answers are accurate and complete. 22. NAMES. 23a. Date Signature of Employee TO BE FILLED OUT BY IMMEDIATE SUPERVISOR 21.) 17. if any. Licenses or certificates required to do this work.) Education: Experience: 23b. 24. EQUIPMENT. TOOLS.
such as Manila.” or “Management Division. Department. corporation. Corporation or Agency/Local Government – Write down the exact name of the Office.) Item 3.” “Personnel Branch. Item 1. Appropriations Act/Board Resolution . such as “Bureau of Immigration” or “Financial and Management Service” if in the department proper. Write the word “vacant” if the position is vacant at the time this form is accomplished. board resolution or ordinance. such as “Administrative Services Department.Write down the present and previous appropriations act. and “Rizal Provincial Government” instead of “Rizal” if a local government unit. Items 6a and 6b. Department/Branch/Division – Write down the immediate subdivision of the office indicated in Item 3 where the position is deployed. Name of Employee – Write the name of the employee presently occupying the position.” Item 5. Bureau or Office – Write down the major subdivision of the agency to which the position belongs and is directly under. Item 4. THE ADMINSTRATIVE OFFICER The Administrative Officer or equivalent officer of the department. agency. etc. Salary and Other Compensation – Write down the salary of the position as authorized in the appropriations act. Items 7a and 7b. “Social Security System” instead of “SSS” if a corporation. Item 2. (Write “Department of Justice” instead of “DOJ” if a department. Bataan. except Item 11. or local government unit in charge of human resource management functions in which the position is located should fill in Items 1 to 12.Position Classification Plan Annex C INSTRUCTIONS FOR ACCOMPLISHING THE POSITION DESCRIPTION FORM The following instructions show how the Position Description Form (PDF) should be filled and how the supervisor should review it. Work Station/Place of Work – Indicate the geographic location of the position. board resolution 2-35 . Davao. board resolution or ordinance number and the item number of the position in said appropriations act. Avoid using abbreviations.
This will help in visualizing the tasks performed by the position in the overall organizational pattern. for not applicable opposite actual salary. Item 10.A. THE EMPLOYEE Writing the statements of duties and responsibilities (position description) is the responsibility of the employee holding the position as well as his/her supervisor so as to insure the adequacy. Occupational Group Title – Leave this blank. Item 12. Any duly accomplished PDF submitted. For local government positions. DBM will indicate the occupational group title after the position has been classified. After all the duties and responsibilities of the position have been written. Examine the relationship of the position with the other positions in the organization. DBM Classification of this Position – Write down the classification of the position as certified to the agency by the DBM. B. signed and endorsed becomes an official record and a public document. Therefore. indicate N. Take time and give them a little thought. board resolution or ordinance. Write down the other regular compensation for the position. Note down on a sheet of paper the duties and responsibilities as recalled. Do not attempt to write down in a single sitting all the duties and responsibilities of the position. Item 9. Below are pointers in writing position descriptions: A. the immediate supervisor of the position shall accomplish the PDF for the position.Manual on Position Classification and Compensation or ordinance and the actual salary of the employee occupying the position. Item 8. 2-36 . Leave blank if the position is new and not yet classified. rearrange them in descending order from the most important to the least important. The employee who presently occupies the position should write the description of the duties and responsibilities of the position as performed and understood by him/her. check the appropriate local government unit and income class of the unit where the position is authorized. In case the position is vacant. indicating the percent of working time spent on each of the duties and responsibilities. Official Designation of Position – Write down the class title of the position as authorized in the appropriations act. If the position is vacant at the time this form is being accomplished. Item 11. Working or Proposed Title – Write down the class title of the position as requested. validity and correctness of the statements made therein. care should be taken in accomplishing the PDF.
For example. Such statements. and the how-it-is accomplished. Finally.Position Classification Plan C. the second most important duty second and so on. forms accomplished.” Explain in detail how the position “maintains” mechanical equipment and/or records. etc. Simple. office practices and procedures and the extent the supervisor controls the performance of the subordinate’s work. in a division consisting of seven (7) positions. and so does a typist. “helps” carpenters or engineers. It is suggested that before doing so. should indicate the what-it-is. “checks” plans and/or reports. For example. Write down in detail what are actually done by the position. the why or purpose. Item 14. why and how? Can the position description be used as an instruction sheet for a new employee of the position? Item 13. designs and drawings made. Statements of Duties and Responsibilities. Position Title of Immediate Supervisor – Write down the authorized position or class title of the first or immediate supervisor. State fully whether instructions are received in detail or in a general way (work is reviewed closely or from time to time only). a statistician may “prepare” statistical reports. Avoid using vague terms such as “maintains. if a supervisor). D. clear and short statements should be used in discussing the duties and responsibilities. therefore. copy what were written on the sheet of paper to the PDF under Item 13 (Statements of Duties and Responsibilities). This is the most important part of the form. 2-37 .” “checks. The “Percent of Working Time” in the left-hand column should indicate the percentage of working time consumed in performing each statement of duties and responsibilities. a final review of the statements be made by asking the following questions: Have all the duties and responsibilities pertinent to the position been written down? Are the duties and responsibilities statements written in the most concise and specific terms possible and outlining the what.” “helps. List the duties and responsibilities in the order of their importance with the most important duty and responsibility first. “Immediate supervisor” refers to the supervisor nearest in level to the position supervised. “prepares” reports and/or layouts. E. “Degree of Supervision Received” means the amount and type of instructions and guidance usually received from the immediate supervisor. Samples of the work which cannot be adequately described should be attached to the PDF such as reports made. including the rules and regulations. Describe also the degree of supervision received and given to subordinates.” and “prepares.
Titles. It is 2-38 . Item 18. The incumbent of the position signs his/her name. diesel generator or computer. Item 19. and positions or class titles of the employees supervised. Position Title of Next Higher Supervisor – Write down the authorized position or class title of the next higher supervisor. Item 15. equipment or tools used regularly such as a typewriter. this would be the chief of division. and Item Numbers of Employees Supervised Directly – One supervises employees when one gives work assignments or instructions to them and reviews their work. Equipment and Tools Used – Write down the machines. Item 17. Certification by the Employee for Accomplishing the Form – Indicate the date the form was fully filled-up. Minimum Qualifications Required – The supervisor indicates the suggested minimum number of years of training and experience which will have to be considered of an applicant in filling a vacancy for this position. Contacts – Check the appropriate box to describe the approximate frequency of the contacts required of the position in connection with its work. Item 20. Brief Description of the General Function of the Unit or Section – Write a brief description of the function of the unit where the position is deployed. Write down the names. Item 21. Brief Description of the General Function of the Position – Write a brief description of the function of the position. Leave this item blank if the position is vacant. He may add to or explain any of the employee’s statements that may be inaccurate or incomplete. the immediate supervisor is the latter and not the former. Item 23a. mechanic’s tools or calculator or those operated regularly such as a water pump. Item 16. He/She should also fill in Items 21 to 24. the Information Officer V. Names. Working Condition – Check the appropriate box that describes the working condition of the position. item numbers. In the example given in Item 14.Manual on Position Classification and Compensation inclusive of one (1) Information Officer V as chief of division and one (1) Information Officer IV as assistant chief of division. Item 22. Any exception to any statement of duties and responsibilities described by the employee under Item 13 of this form may be indicated. Machines. THE SUPERVISOR The first or immediate supervisor should review the accuracy of the statements from Items 13 to 20.
If no license or certificate is required. validity and correctness of the facts stated. knowledges and abilities preferably required of an incumbent of this position should also be indicated. Certification of Immediate Supervisor – After reading the statements carefully and giving comments on the adequacy.Position Classification Plan important that the qualifications of the present incumbent of the position should not be considered. the immediate supervisor certifies to the completeness and accuracy of the statements/data in the PDF by signing his/her name and indicating the date of certification. The filling of this item is important especially if the position under consideration is new or proposed. Approved . 2-39 .” Item 24.The agency head signs his/her name on the space provided to indicate his/her approval of the statements/data in the PDF. Other skills. write down “None. Indicate licenses or certificates required of an incumbent of this position. THE AGENCY HEAD Item 25. Item 23b. Licenses or Certificates of Proficiency.
both monetary and non-monetary. basic pay or salaries. perquisites and training programs. visionary leadership.Chapter 3 The Compensation Plan 3. and are administered equitably and fairly.5 Indirect Compensation . These include basic pay.These are cash compensation items which are either fixed or variable and are paid to an employee for the performance of work. 3.2. To achieve these goals.2.These are derived from the work environment.1 The Compensation Plan The Compensation Plan (CP) under RA No. standard of living and personal development. the CP has a mix of compensation components. 3. paid leaves. 3. and to reward good performance and length of service.2 Concepts of Compensation 3.These are usually non-cash or in-kind benefit items that contribute to the employee’s welfare. These include protection programs such as insurances.2. freedom to act. job satisfaction. like quality of worklife. It was crafted to attract. 3. 3. 6758 is an orderly scheme for determining rates of compensation of government personnel.2 Intrinsic Rewards . personal and professional growth opportunities.1 Total Compensation – This represents all financial and non-financial rewards and entitlements arising from employment relationship. and received directly or indirectly by the employee.2. and the like. fringe benefits. motivate and retain good and qualified people to accomplish the Philippine Government’s mission and mandates. to encourage personal and career growth. cash allowances and fringe benefits. incentives and non-financial rewards which provide reasonable levels of compensation packages within existing government resources. challenge.4 Direct Compensation . feeling of belonging. 3-1 . which are valued internally by an individual.2.3 Extrinsic Rewards/Entitlements – These comprise all compensation benefits. namely.
2.2. excluding any other payments.2. 3-2 2 .7 Variable Compensation . These include cash allowances. 3. bonuses. and Additional Compensation (ADCOM).Manual on Position Classification and Compensation 3.11 Fringe Benefits . night-shift differential pay. etc.9 Salary .2.8 Basic Pay .2.This refers to the basic pay for work performed by an employee paid on a monthly basis. and overtime pay. Examples are. premium payments. Personnel Economic Relief Allowance (PERA). Examples are: basic salaries. allowances and fringe benefits.10 Wage – This refers to the basic pay for work performed by an employee paid on a daily or hourly basis. 3.6 Fixed Compensation – These are cash compensation items which are regularly granted to all employees. 3. 3.These are cash compensation items which are granted to employees based on certain qualifications or rendition of special services. The chart on page 3-3 shows the Concept of Total Compensation and what comprises it under the existing Compensation Plan of the Philippine Government. honoraria.2.This is the primary cash compensation for work performed. hazard pay.These refer to cash compensation benefits given to an employee to supplement the basic pay. 3.
6758 provides the compensation policy of the State.4 Governing Principles of the Compensation Plan Pursuant to RA No. due regard shall be given to. and qualification requirements of the positions.3 Policy of the State Section 2 of RA No.4. In determining rates of pay. " 3. 3-3 3 . prevailing rates in the private sector for comparable work.The Compensation Plan Total Compensation Intrinsic Rewards job satisfaction personal/career growth quality of worklife sense of belonging Extrinsic Rewards Direct Compensation Indirect Compensation Fixed Basic Pay • Salary • Wage Fixed Fringe Benefits • PERA • ADCOM • uniform allowance Variable Variable Fringe Benefits • hazard pay • honoraria • overtime pay • night-shift differential pay • subsistence Allowance Protective health insurance retirement benefit employee compensation insurance Paid leave vacation leave sick leave special privilege leave paternity/maternity leave single parent’s leave monetization of leave credits Personal Development Additional Services free medical/dental clinic shuttle service free meals (hospitals) sports activities cultural activities training programs scholarship grants intership programs Perquisites service car mobile/cell phone assigned driver/secretary preferred office furnishing assigned parking space free quarters newspaper subscriptions __ __ __ __ __ __ __ Others __ housing loan __ PAG-IBIG Fund benefits __ Provident Fund benefits __ quarters privilege __laundry allowance 3. 6758. the CP is based on the following principles: 3. to wit: "It is hereby declared the policy of the State to provide equal pay for substantially equal work and to base differences in pay upon substantive differences in duties and responsibilities. among others.1 All government personnel shall be paid just and equitable salaries and wages.
no official or employee shall receive a salary equal to or higher than the salary of his/her immediate supervisor. with compensation below the hiring rate for the position.1 Each class of positions in the Position Classification Plan shall be assigned a salary grade. 3.5. 3.2 The basic pay for all personnel in the government shall generally be comparable with those in the private sector. 3-4 4 . 3.3 The total compensation program of government personnel shall be maintained at a reasonable level in proportion to the national budget.3 Across-the-board salary or wage adjustment shall be granted to all employees. the application of this provision may be waived to authorize voluntary service in the Armed Forces of the Philippines or in connection with relief operations. 188.8.131.52.2 Compensation for part-time services rendered shall be computed proportionately. 3. rules and regulations related to other compensation such as allowances and other benefits.6 Contents of the Compensation Plan The CP contains the following: • • • Salary schedule. provided that. 3.5.5. rules and regulations.5.5 As a general rule.4 Salary and other compensation adjustments including the grant of new benefits shall be covered by appropriate legal basis or authority.5. 3. except when otherwise authorized by law. 3.4 Government compensation rates shall be reviewed periodically taking into account possible erosion in purchasing power due to inflation and other economic factors.4. 3.Manual on Position Classification and Compensation 3. no person shall be appointed in the government under the guise of voluntary service. and Policies.6 Unless otherwise specifically approved by the President. Salary rules.5 General Guidelines on Government Compensation Government compensation shall be governed by the following general guidelines: 3.
The Compensation Plan
3.7 The Salary Schedule • The salary schedule under the CP is a table of salary grades with each salary grade consisting of several salary steps with corresponding money values. A salary grade represents a level of difficulty and responsibility of work. The present Salary Schedule consists of 33 salary grades. Each of Salary Grades 1 to 32 consists of 8 salary steps which are used to provide incentives for length of service in the position. Salary Grade 33 has only 1 salary step. The 1st salary step is the minimum or hiring rate. The 2nd to 7th salary steps are the intermediate salary rates. The 8th step is the maximum salary rate. All rates in the Salary Schedule represent full compensation for full-time employment in a 40-hour work week regardless of where the work is performed. The daily wage represents full compensation for full-time employment in an 8-hour work day regardless of where the work is performed. The daily rate shall be computed based on the authorized/actual monthly rate for the position divided by 22 days.
3.8 Salary Rules The rules governing the implementation of the salary schedule are as follows: 3.8.2 Hiring Rate 184.108.40.206 220.127.116.11 The first step in the salary grade for a given class of positions shall be the hiring rate for new employees. No employee shall receive a salary less than the hiring rate for the position.
3.8.3 Promotion – This is a movement from a lower level position to a higher level position within the same or in another organizational unit in the same department or agency.
Manual on Position Classification and Compensation
If the actual salary of the employee at the time of his/her promotion is below the hiring rate of the new position, he/she shall be allowed the hiring rate or 1st step of the salary grade of the new position. If the present salary falls between steps, he shall be allowed the next higher step, i.e., the immediately succeeding step to an off-step salary rate. Hence, if the salary rate falls between steps 3 and 4, the next higher step is step 4. If the present salary is equal to any of the steps of the new position, he/she shall be allowed the next higher step. However, if it is equal to the maximum or 8th step, he/she shall only continue to receive the same salary rate. If the present salary is over the maximum or 8th step of the new position, he/she shall continue to receive his/her present salary. Any excess over the 8th step shall be treated as transition allowance which shall be considered as advanced implementation of future salary increase/s.
3.8.3 Demotion – This is a movement from a higher level position to a lower level position within the same or in another organizational unit in the same department or agency. 18.104.22.168 If the demotion is due to the exigency of the service, the employee shall be allowed to continue to receive his/her present salary in the higher level position. If the demotion is voluntary or at the instance of the employee or a result of disciplinary action, he/she shall be allowed only the hiring rate of the lower level position.
3.8.4 Transfer – This is a movement from one position to another from one department or agency to another, or from one organizational unit to another within the same department or agency. 22.214.171.124 126.96.36.199 If the transfer is to a higher level position, the salary rules on promotion shall apply. If the transfer is to a position of equivalent rank or of the same salary grade as the previous position, the employee shall continue to receive his/her present salary.
The Compensation Plan
If the transfer is to a lower level position, the salary rules on demotion shall apply.
3.8.5 Reclassification of Position – This is a form of position classification action which may result in a change in position title or position level, and may or may not involve a change in salary grade. 188.8.131.52 An employee whose position was reclassified to another position at the same salary grade shall continue to be paid his/her present salary rate. If reclassified to a position with a higher salary grade, the salary rules on promotion shall apply. If reclassified to a position with a lower salary grade, the employee shall be allowed to continue to receive his/her present salary.
3.8.6 Reorganization – This involves the restructuring of the organization and staffing of government agencies for the efficient conduct of their functions, services and activities. 184.108.40.206 An employee who holds a permanent position in the old organization’s staffing pattern and is reappointed to a lower level position in the new staffing pattern shall continue to receive his/her actual salary at the time of reorganization. If an employee is reappointed to the same position or to a position at the same salary grade, he/she shall continue to receive his/her present salary. If an employee is reappointed to a higher level position, the salary rules on promotion shall apply.
3.8.7 Reemployment - An employee who was separated from the service because of reduction in force, reorganization, voluntary resignation or any non-disciplinary action such as dropping from the rolls and is reemployed, shall be paid the hiring rate or the 1st step of the salary grade of the position. 3.8.8 Reinstatement - An employee who was charged and terminated from government service but was subsequently exonerated and reinstated shall continue to receive his/her previous salary.
Manual on Position Classification and Compensation
3.9 Other Compensation, Allowances and Benefits
3.9.1 Step Increment
Step increment is the increase in salary from step to step within the salary grade of a position. The grant of step increments to government personnel based on their lengths of service is pursuant to Item 8 of Joint Senate-House of Representatives Resolution No. 1, s. 1994, as adopted under Executive Order No. 164 (Adopting a Revised Compensation and Classification System in the Government), dated March 8, 1994. 220.127.116.11 Coverage Officials and employees of national government agencies (NGAs) including state universities and colleges (SUCs), government-owned or -controlled corporations (GOCCs), government financial institutions (GFIs) and local government units (LGUs) who are appointed in the career service under permanent status and in the non-career service whose positions are found in the regular plantillas of agencies 18.104.22.168 Not Covered 22.214.171.124.1 Career and non-career officials and employees who are occupying positions in agencies exempted from or not following RA No. 6758; Career Executive Service Officers whose step increments are governed by Career Executive Service Board Circulars; Military personnel under the Armed Forces of the Philippines, and uniformed personnel under the Department of the Interior and Local Government, Philippine Coast Guard under the Department of Transportation and Communications and National Mapping and Resource Information Authority under the Department of Environment and National Resources; and
The Compensation Plan
Rules and Regulations 126.96.36.199.1 A one (1) step increment shall be granted to officials and employees for every 3 years of continuous satisfactory service in their present positions. The length of service in the present positions shall include the following: 188.8.131.52.2.1 Those rendered by incumbents before their positions were: • reclassified to classes with lower or the same salary grades, as in Illustrative Example 1, Annex “A;” allocated to lower or the same salary grades in a reorganization, whether or not the position titles were changed as in Illustrative Example 2, Annex “A;” and upgraded, i.e., with upward change in the salary grade allocation of a class of positions without change in the position title, as in Illustrative Example 3, Annex “A.” by incumbents
Those rendered before they were: •
transferred to other positions within the same NGA, SUC, GOCC or GFI, transferred to another agency or transferred/devolved to an LGU or vice versa, without change in position titles and in salary grades, as in Illustrative Example 4, Annex “A;”
Manual on Position Classification and Compensation
separated due to phase-out of position during reorganization but subsequently re-appointed to the same positions or to other positions with the same or lower salary grades in view of the decisions of judicial/quasi-judicial bodies, as in Illustrative Example 5, Annex “A;” and placed under preventive suspension without pay but subsequently exonerated by appropriate judicial/quasi-judicial bodies, as in Illustrative Example 6, Annex “A;”
Those rendered by incumbents appointed to regular positions on a temporary/provisional status who have been subsequently appointed to the same positions in permanent status, as in Illustrative Example 7, Annex “A.”
Services rendered by incumbents under the following instances shall not be considered in the computation of their lengths of service: • • • Those rendered before their promotion; Those rendered before the reclassification of their positions; and upward
Those rendered before voluntary demotion or demotion as a result of disciplinary action.
Step increments shall be limited to the maximum step of the salary grades of positions. Authorized vacation leave without pay for an aggregate of 15 days or less, inclusive of Saturdays, Sundays and holidays, shall not interrupt the
1. the date of the grant of step increments shall be moved or adjusted accordingly. Public Health Workers shall either be granted step increments or longevity pay. When the total number of authorized vacation leave without pay incurred within the 3.9. 3.1 For NGAs including SUCs.1.. the amounts shall be charged against agency savings from appropriations.6 In case of downward reclassification of a position due to the exigency of the service or in case of involuntary demotion. in which case the actual salary of the incumbent falls in between steps. 3. 6758. e.5 Notice of Step Increment Heads of agencies shall notify the officials and employees entitled thereto through a Notice of Step Increment as shown in Annex “B” hereof.9.6 Funding Source 3.The Compensation Plan continuity of the 3 years service requirement for the grant of a step increment. but not both benefits as the grant of both for the same purpose and period constitutes double recovery of the same benefit which is contrary to Section 36 of RA No.3. 184.108.40.206.9.1.1. between step 4 and step 5 of the salary grade of the position. or step 5 after completing 3 years of service in the previous higher position.9. 3.year period exceeds 15 days.7 3. 3-11 11 . copy furnished the Government Service Insurance System (GSIS).6.4 Applicability of Personal Services Cap The step increment forms part of the implementation of RA No. provided that the prescribed salary schedule for the LGUs’ income classes are being implemented. 7305 (Magna Carta of Public Health Workers).3.g. the personal services cap under the Local Government Code shall not be applicable to the grant thereof to appointive LGU employees. hence.1. the salary of the incumbent which is off-step shall only be adjusted to the next higher step.
3. For LGUs.Manual on Position Classification and Compensation 220.127.116.11 For GOCCs and GFIs.1.3 3-12 12 .6.9. the amounts shall be charged against their respective local government funds. the amounts shall be charged against their respective corporate funds.1.
796 6. The resultant salary due to involuntary demotion on January 1. 2005 (Effectivity of reorganization) The computation of the length of service shall start from May 15. 2007. 2005 (Effectivity date of reclassification of the position) The computation of the length of service shall start from July 1. The salary adjustment to Step 2 in the position of Science Aide. 2000 (Date of upgrading of the position) 3-13 13 .The Compensation Plan Annex “A” ILLUSTRATIVE EXAMPLES Illustrative Example 1 – Reclassification of Position Geologic Aide Science Aide SG-4 SG-4 6. 2002 (Date of promotion) January 1.300 13. 2002.211 February 1.522 6. Illustrative Example 2 – Involuntary Demotion Information Officer II Information Officer I SG-15 SG-11 13. Illustrative Example 3 – Upgrading of Position Legislative Staff Employee I SG-2 Legislative Staff Employee I SG-4 P4. 2005 shall be P13. 1999 (Date of appointment March 1. SG-4. The employee is no longer entitled to step increment in the position of Information Officer I.300 May 15. 2004 (Date of appointment) January 1. 2004. shall be on July 1.300 which is already beyond Step 8 of SG-11.522 July 1.
2004 (Date of transfer) The computation of the length of service shall start from March 1.Transfer Dental Aide Dental Aide SG-4 SG-4 P6. 2006. The salary adjustment to Step 2 in the position of Legislative Staff Employee I. SG-4.522 March 1. 2002.522 P6.) July 1. The salary adjustment to Step 2. if the incumbent remains in the same position. shall be on February 1. 1999. 2003. Illustrative Example 5 – Reappointment to a Position with Lower Salary Grade Engineer IV SG-22 P16.667 December 1. Illustrative Example 4 . and succeeding step increments shall be every 3 years thereafter. shall be on March 1. 2000 (The position was phased-out due to agency reorganization. 2005. 2003 (Date of appointment) October 1. to Step 3 on February 1. 2002 (Date of court’s decision) Engineer III SG-19 P18.Manual on Position Classification and Compensation The computation of the length of service shall start from February 1. 1997 (Date of promotion) July 1.334 (adjusted salary in the previous position of Engineer IV. falls between the step 6 and step 7 of SG-19) July 1. 2000 (Date of reappointment without diminution in salary) 3-14 14 .
Illustrative Example 6 – Exoneration of an Employee Placed under Preventive Suspension Nurse I SG-10 P9. 2004 (Date of exoneration) The computation of the length of service shall start from November 15. and succeeding step increments shall be every 3 years thereafter. Illustrative Example 7 – Change of Status of Appointment Ticket Checker (Temporary status) Ticket Checker (Permanent status) SG-3 SG-3 P6. 1997. The salary adjustment to Step 2 shall be on November 15. 2003. 20003 (Placed under preventive suspension without pay) June 15. 2004 (Date of change of status of appointment) The salary of the incumbent is adjusted to Step 4 on April 1.039 P6.466 November 15. 2000 (Date of appointment) December 15. 2000.039 April 1.The Compensation Plan The computation of the length of service shall start from December 1. 3-15 15 . The salary adjustment to Step 7 in the position of Engineer III. 1996 (Date of appointment) August 15. 2005. to Step 8 on December 1. shall be on December 1. 2003. if the incumbent remains in the same position. SG-19. 2000.
1994. ______________________ _____________________________ _____________________________ Sir/Madam: Pursuant to CSC and DBM Joint Circular No. as adopted under Executive Order No. 164 (Adopting a Revised Compensation and Position Classification System in the Government). 3-16 16 . 1994. 1./Ms. as follows: Basic Monthly Salary as of ________________________(Step _____) Add: Step Increment (_____ Step) Adjusted Salary Effective __________________________ P__________________ __________________ P__________________ This step increment is subject to post-audit by the Department of Budget and Management and to appropriate re-adjustment and refund if found not in order. implementing Paragraph 8 of the Senate and House of Representatives Joint Resolution No. s. 1. s.Manual on Position Classification and Compensation Annex “B” ----------------------------------------------Name of Agency NOTICE OF STEP INCREMENT ---------------------------Date Mr. 1990. as amended. Very truly yours. your salary as ____________________. dated March 8. is hereby adjusted effective __________________.
2.2 Personnel Economic Relief Allowance The Personnel Economic Relief Allowance (PERA) is a P500 monthly allowance authorized under the pertinent general provision in the annual General Appropriations Act (GAA).18.104.22.168 3.2 3.3 3. and Military personnel of the Armed Forces of the Philippines.2.9.1 3.2.1. and Consultants.2.2. 3.9.1 3.2 Not Covered 3.3 Appointive government regular plantilla positions. Government personnel stationed others similarly situated. Philippine Coast Guard under the Department of Transportation and Communications. experts.2. mail contractors. and the National Mapping and Resource Information Authority under the Department of Environment and Natural Resources.2.1.2.The Compensation Plan __________________________ Head of Agency Copy furnished: GSIS 3. and others similarly situated.9. laborers of contracted projects (“pakyaw”).2. and uniformed personnel of the Department of the Interior and Local Government.1. apprentices.9.9. those paid on piecework bases. It is granted to augment a government employee's pay due to the rising cost of living. 3. personnel occupying Casual or contractual employees.2.9.2. abroad and Those declared by the authorities concerned as absent without leave during the month. student laborers.9. 3-17 17 .1 Coverage 3.9.4 Elective officials.9.
The PERA for casual and contractual personnel shall be charged against their respective lump-sum appropriations.1 Government personnel who are paid salaries on monthly basis shall be granted PERA of P500 each per month.9.9.3 Actual services rendered during the month for which PERA is to be paid shall include leaves of absences with pay. The rules and regulations relative to the PERA for LGU personnel are covered by Chapter 9 of this Manual.9.1 For NGAs including SUCs. No one shall receive PERA from more than one source. or from the same source where they draw their basic pay.22.214.171.124.9. 3.2.5 126.96.36.199. Government personnel who are on full-time or part-time detail with another government agency shall receive the PERA from their mother agencies.2.3 Rules and Regulations 3.3.3. 3.4 3.2 The PERA of government personnel paid on daily or part-time basis shall be computed as follows.2. the PERA for personnel occupying regular positions shall be charged against the appropriations for the purpose in the annual GAA.3.4.Manual on Position Classification and Compensation 188.8.131.52.4 Funding Source 3. based on the actual services rendered during the month but not to exceed P500 per month: Number of Days Worked During the Month P500/Month PERA for the Month = --------------------xx Work Days/Month 3. 3.2.9. the amounts shall be charged against their respective corporate funds.2.9.2 3-18 18 . For GOCCs and GFIs.
3. casual or substitute status. 6758 (Compensation and Position Classification Act of 1989).2. in national government agencies (NGAs).1 Coverage 3.3 Additional Compensation The Additional Compensation (ADCOM) of P500 per month authorized under Administrative Order (AO) No. contractual.1.1. authorized the increase in the existing P500 per month ADCOM by P1. including state universities and colleges. Military personnel of the Armed Forces of the Philippines and uniformed personnel of the Department of the Interior and Local Government.9.The Compensation Plan 3.3.9.000 per month.9.3. on full-time or part-time basis. temporary.2 3. 1993.3 3. dated May 17. AO No.1 Government officials and employees in NGAs and 3-19 19 .9. and Officials and employees of local government units (LGUs) 3.9.3. 3. government-owned and/or controlled corporations (GOCCs) and government financial institutions (GFIs) created by law.2 Not Covered 3.500 per month.3. 2006.1 Civilian appointive personnel under permanent. as amended.1. Philippine Coast Guard under the Department of Transportation and Communications and the National Mapping and Resource Information Authority under the Department of Environment and Natural Resources. which are covered by or following Republic Act (RA) No. resulting to a total of P1. is granted as a supplement to basic pay.3.9. 53.9. 144 dated February 28.
Those on full-time or part-time detail with projects shall be paid ADCOM from project funds if they draw their basic salaries thereform.3.2 3.9. student laborers. regardless of the number of working days in a month but not to exceed P184.108.40.206.3.3 Rules and Regulations 3.3.3. laborers of contracted projects (“pakyaw”). The ADCOM of government personnel who were on absence without leave and/or who were on leave without pay during the month shall be computed on the basis of actual services rendered with pay during the month. and 3.500 per month.1 Government personnel who are paid salaries on monthly basis shall be granted ADCOM of P1.3. Government personnel who are on full-time or part-time detail with other government agencies shall be paid the ADCOM by their mother agencies.3 3.Manual on Position Classification and Compensation GOCCs/GFIs exempt from the coverage of RA No.9.9.500 each per month. 22 working day-month.9. daily or part-time basis shall be computed on the basis of actual services rendered on an eight-hour working day. The ADCOM of government personnel paid on hourly.3.6 . those paid on piecework bases and others similarly situated 3. experts.3. mail contractors.3. 6758.9.4 3.9. If they are exonerated and if decided upon by the 3-20 20 3. The ADCOM of government personnel with pending cases shall continue to be paid for as long as they render services and are paid their basic salaries.220.127.116.11.5 3.2 Consultants.2. The ADCOM of government personnel under preventive suspension shall not be paid during the period of their suspension.3. No one shall receive ADCOM from more than one (1) fund source. apprentices.
3.3. such penalty shall not be a basis for the disqualification to receive said benefit.6.9. they shall not be entitled to the ADCOM until they have served their penalties.1 For NGAs including SUCs. if the penalty meted out is only a reprimand.3. 3.4 Funding Source 3.4.2 3-21 21 .3. they shall be entitled to the full amount of the ADCOM starting from the day of suspension. If they were meted penalties and not paid their salaries.9. the ADCOM for personnel occupying regular positions shall be charged against the appropriations for the purpose in the annual GAA. The ADCOM for casual and contractual personnel shall be charged against their respective lump-sum appropriations.7 The rules and regulations relative to the payment of ADCOM to LGU personnel are provided in Chapter 9 of this Manual.4. the amount shall be charged against their respective corporate funds. 3.9. 3.1 In this regard.3. For GOCCs and GFIs.9. 18.104.22.168.The Compensation Plan authorities concerned.
4 Uniform/Clothing Allowance The Uniform/Clothing Allowance (UCA) authorized under the pertinent general provision of the annual GAA is granted to cover the cost of uniform/clothing of government employees to identify them with their mother agency/office.2. laborers of contracted projects (“pakyaw”).9.4. 3.3 Rules and Regulations 3-22 22 .3 Government personnel who are on leave without pay for more than 6 consecutive months in a particular year.9.4 Government personnel whose U/CA rates are specifically provided for by law.1 Military personnel of the Armed Forces of the Philippines and uniformed personnel of the Department of the Interior and Local Government and the Philippine Coast Guard under the Department of Transportation and Communications.2.9. experts.4.5 Those who are hired as consultants.1 Coverage All government personnel regardless of status of employment 22.214.171.124.4.2. 3. those paid on piecework bases.9. 3.9.9. and others similarly situated 126.96.36.199 Foreign service personnel of the Department of Foreign Affairs and of other departments and agencies who are stationed abroad.2.2 Not Covered 3. mail contractors. student laborers. and 3.9.4.Manual on Position Classification and Compensation 3.4.2. 3.
security guards.9.9. Government personnel who are required to wear uniforms at all times in the performance of their functions such as security guards. they shall no longer be granted U/CA by their new agencies as by then they are deemed to have been granted U/CA by their former agencies. and coats.1 The Compensation Plan The U/CA. The U/CA of government personnel who are on detail with other government agencies shall be borne by the mother agency. whether in cash or in kind.8 . belts.4.4 3. may be given in cash or in kind subject to the discretion of the agency head.188.8.131.52.5 3.3.6 3. Government personnel who transferred to other agencies during the first 6 months of a particular year and were not granted U/CA by their former agencies.3.9.2 Government personnel who are expected to render at least 6 consecutive months of service in a particular year including leaves of absence with pay shall be entitled to U/CA.4.3. shall be granted U/CA by their new agencies. prison guards. whichever comes later. firefighters and other similar positions shall be inclusive of other articles of clothing like regulation caps.3. which rate shall be as prescribed in the pertinent general provision of the annual GAA.9.3 3. prison guards.3.7 3. 3. 3-23 23 3.3. Part-time government personnel shall not be entitled to U/CA except medical personnel who shall be entitled to U/CA equivalent to 1/2 of the amount authorized in the GAA.184.108.40.206. Newly hired government personnel shall be entitled to U/CA after they have rendered 6 consecutive months of service.3. If they transferred to other agencies within the last 6 months of a particular year.4.3.9. The U/CA for special police. or in the next grant thereof.4.
2 3.4. for those in mourning.1 For NGAs including SUCs.3.3 3-24 24 . during wash days. subject to the discretion of the agency head concerned. those which are in direct contact with patients.9 Government personnel who transferred to other agencies and who are required to wear uniforms at all times like the positions cited under item 3. and others occupying similar positions. For LGUs.g. may be granted U/CA by their new agencies even if they have received U/CA from their former agencies.9. the amounts shall be charged against their respective local government funds. e.4. etc.4 Funding Source 3.4.4.Manual on Position Classification and Compensation firefighters. 3.9.3. the amounts shall be charged against the appropriations for the purpose under the annual GAA. on maternity leave. The U/CA of casual or contractual personnel shall be charged against the lump-sum appropriations where their salaries are drawn.220.127.116.11. 3.8 hereof. 3. shall be at the discretion of the agency head.4.4. 3. teachers. For GOCCs and GFIs.18.104.22.168. shall be granted U/CA whether or not they meet the service requirement.9.10 The guidelines on the wearing of the uniform. the amounts shall be charged against their respective corporate funds.9.
There being no expenses incurred. there is nothing to reimburse. “while in the actual performance of their respective functions. This provision was reiterated in the pertinent general provisions of subsequent GAAs.9.The Compensation Plan 3.9.5 Representation and Transportation Allowances The pertinent general provisions of the General Appropriations Acts (GAAs) prior to FY 1993 and in the FY 1999 GAA provided that the officials listed therein and those of equivalent ranks as may be determined by the Department of Budget and Management (DBM) are to be granted monthly commutable RATA. they are not salaries or part of basic salaries. in FYs 1993 to 1998 and beginning FY 2000 and up to the present. Entitlement thereto should not be proportionate to the number of work days in a month. Hence.” is to provide the official concerned with additional funds to meet necessary expenses incidental to and connected with the exercise or the discharge of the functions of the office. The pertinent general provisions of the FYs 1993 to 1998 GAAs and in the FY 2000 GAA provided that the officials listed therein and those of equivalent ranks as may be determined by the DBM while in the actual performance of their respective functions are to be granted monthly commutable RATA. RATA were allowances attached to the position. The rationale behind the qualifying phrase. Hence. whether voluntary or involuntary. Forfeiture or non-grant of the RATA does not constitute diminution in pay. prior to FY 1993 and in FY 1999. inclusive of regular and special holidays falling on work days. 3. the official does not and is not supposed to incur expenses. RATA may be spent in variable amounts per work day depending on the situation.5. Since RATA are privileges or benefits in the form of reimbursement of expenses. the actual performance of an official’s duties and responsibilities was a pre-requisite to the grant of RATA.1 Coverage 3-25 25 . if the official is out of office. Thus.
9.3 Those duly designated by competent authorities to perform the full-time duties and responsibilities.22.214.171.124.126.96.36.199 hereof. re-enacted in FY 2006.5. the FY 2005 GAA.4 Those hired on full-time contractual basis as part of agency organizations and whose positions were determined by the DBM as equivalent in ranks with the officials enumerated under item 3.2 Those whose positions were determined by the DBM to be of equivalent ranks with the officials enumerated under item 3. local water districts (LWDs) and GFIs. including those in GOCCs. whether or not in concurrent capacities.188.8.131.52. 2005.2.1 and 3.500 Officials Department Secretaries and those of equivalent ranks 3-26 26 .Manual on Position Classification and Compensation 3. 9336.1 RATA Rates Officials and those of equivalent ranks as may be determined by the DBM who actually perform the regular duties and responsibilities of their positions are authorized to collect monthly commutable RATA at rates prescribed under the pertinent general provision of the annual GAA. the following are the RATA rates: Monthly Rate for Each Type of Allowance P 184.108.40.206. as Officers-In-Charge (OICs) of positions in items 3.9.5. 498 dated April 220.127.116.11 Officials enumerated in the pertinent general provision of the annual GAA.5. Pursuant to Section 45 of the General Provisions of RA No. and 3. and as implemented by National Budget Circular No.2. 3. 18.104.22.168.5.5.2 Rules and Regulations 3.1 hereof.2 hereof. 3.1.
2. 3.The Compensation Plan Department Undersecretaries and those of equivalent ranks Department Assistant Secretaries and those of equivalent ranks Bureau Directors. Department Assistant Regional Directors.9.1 When on full-time detail with other government agencies or on reassignment within the same government agencies for one full calendar month or more.5. in which case. and 3-27 27 .5.000 Revised RATA rates may be implemented in future years if authorized in the GAA.5.000 5.2.500 4.000 3. except when the duties and responsibilities they perform are comparable with those of their regular positions. Department Service Chiefs and those of equivalent ranks Assistant Bureau Regional Directors and those of equivalent ranks Chiefs of Division identified as such in the Personal Services Itemization and Plantilla of Personnel and those of equivalent ranks 6.000 4.2 Officials and employees enumerated under item 3.2. Bureau Regional Directors.1 hereof shall no longer be authorized to continue to collect RATA if they are in the following instances for one (1) full calendar month or more: 3.9. subject to the provisions of implementing circulars.500 5. Department Regional Directors and those of equivalent ranks Assistant Bureau Directors. subject to the availability of funds. they may be authorized to continue to collect RATA on a reimbursable basis.9.
rules and regulations.22.214.171.124 When on full-time or part-time detail with another government agency or on reassignment in an organizational unit of the same government agency. sick or maternity leave of absence with or without pay for one full calendar month or more.5. shall be authorized to collect RATA on reimbursable bases for the duration of such detail or reassignment.9.4 3. sick or maternity leave of absence. 126.96.36.199.2 When on vacation.2. subject to the availability of funds. Officials and employees who are on authorized attendance at a training course/scholarship grant/seminar or any other similar activity.9. in which case they may be authorized to collect the difference only. may be authorized to continue to collect RATA on a reimbursable basis. except in the following instances: 3.2.Manual on Position Classification and Compensation 3.5.5. between the RATA of the two positions. which is tantamount to the performance of their regular duties and responsibilities. Officials and employees designated as Officers-InCharge of positions entitled to commutable RATA may be authorized to collect reimbursable RATA for the positions if provided in the office orders designating them as such.1 When designated in concurrent capacities and the officials and employees so designated are already entitled to commutable RATA in their permanent positions. for one (1) full calendar month or more.5 3-28 28 .2. if any.2.5. attending a training course/scholarship grant/seminar or any other similar activity. 188.8.131.52.9. or on vacation.9.3 Officials and employees whose detail or reassignment has been found by appropriate judicial bodies to be not in accordance with existing laws. and 3.
9. Deficiencies shall be charged against savings in agencies’ appropriations for personal services.2.1 NGAs Including SUCs 184.108.40.206.1 hereof are entitled to commutable RATA at rates indicated therein.8 3.6 The Compensation Plan The Transportation Allowance (TA) shall not be granted to officials who are assigned or who use government service vehicles in the performance of their duties and responsibilities.1 The commutable RATA for officials in NGAs and SUCs who occupy regular positions shall be charged against the appropriations for the purpose in the annual GAA.2.9.2. The RATA for contractual officials shall be charged against the 3-29 29 220.127.116.11.18.104.22.168.5.3 .5.7 22.214.171.124.3 Funding Source 3.9. the reimbursable RATA shall be charged against savings from appropriations for maintenance and other operating expenses.9.9.5. Full-time contractual employees whose positions were determined by the DBM to be of equivalent ranks to the officials enumerated under item 3.3. If the positions are unfunded. The grant of RATA shall be indicated in the terms of the contracts of service.1.5.2 3. Officials whose service vehicles could not be used for at least one (1) week since these are out of order or are undergoing repair shall be allowed to claim the proportionate monthly cash equivalent of their TAs until such service vehicles are ready for use.5. The reimbursable RATA for duly designated Officers-In-Charge of funded vacant positions shall be charged against the RATA appropriated for the positions. 3.3.3.
6.3. 8441. GFIs and LWDs The RATA shall be charged against their respective corporate funds. In all cases. GFIs and LGUs.1. Those who are on approved leave of absence without pay but have rendered at least a total or an aggregate of 4 months of service provided they are not yet dropped from the rolls. and those issued contractual appointments who are under the following instances from January 1 to October 31 of each year: • Those who have rendered at least a total or an aggregate of 4 months of service including leaves of absence with pay.9. They are collectively referred to as the Year-end Benefit (YEB).9. GOCCs.2 GOCCs. 3. temporary or casual status. 3. as amended by RA No. whether appointive or elective. The liberalization of the grant thereof is authorized pursuant to the pertinent general provision in the annual GAA. 3.6 Year-End Bonus and Cash Gift The Year-End Bonus and Cash Gift is intended as a year-end premium to government personnel for satisfactory and dedicated service.1 All government personnel in NGAs including SUCs. and Those who have rendered less than 4 months of service • • The aggregate service requirement for purposes of the grant of YEB shall include such services 3-30 30 .9.5. 6686.Manual on Position Classification and Compensation corresponding lump sum appropriations. authorized under Republic Act (RA) No.1 Coverage 3. no one shall be allowed to collect RATA from more than one source.6. under permanent.9.
6 hereof 3.9. those paid on piecework bases.6.2 All “punong barangay. mail contractors. ♣ separation not for cause.3. laborers of contracted projects (“pakyaw”).3 3. “barangay” secretaries and “barangay” treasurers 3. experts.126.96.36.199 Those on absence without leave (AWOL). student laborers.2. apprentices.6.9. 3.2 Not Covered All government personnel under the following instances shall not be entitled to the one-half (1/2) YEB or the full YEB: 188.8.131.52.1 Payment of the YEB 3.3.9. ♣ termination of contract/appointment.9.9.6. Consultants.6. and others similarly situated.9.6.3 Rules and Regulations 3.” “sangguniang barangay” members.9. subject to conditions stipulated in item 184.108.40.206. or ♣ termination of term in office from the date they were rehired/reappointed during the year to the same or another position in the same or another agency.2.1 3.9. and Those who are formally charged administrative cases as well as criminal cases which relate to acts or omissions in connection with their official duties and functions and found guilty and/or meted penalties.1 Government personnel who have rendered at least a total of 4 months service including leaves of absence 3-31 31 .The Compensation Plan before the termination of the employment during the year under the following modes: ♣ resignation.
based on the basic monthly salaries as of April 220.127.116.11. Those who have rendered more than 4 months of service in a given year and are to retire or are to be separated before October 31 of the year may receive the proportionate shares of the remaining balances of their cash gifts in addition to their ½ YEBs. to be paid within the month of retirement/separation of the employees concerned: 3.1 are satisfied.3.6.9. regardless of whether or not they will still be in the service as of October 31 of the same year. 3. and who are in the service as of October 31 of the same year.3.1. shall be entitled to the full YEB based on the basic monthly salaries as of October 18.104.22.168.1.000 Amount from the Service May 0% P 3-32 32 0 . provided that they have rendered at least 4 months of service including leaves of absence with pay from January 1 to April 30 of the same year.6.4 Month of Retirement/ Percentage Corresponding Separation of P5. based on the following scheme.2 One-half (½) of the YEBs may be paid to government personnel not earlier than May 1 and not later than May 31 of a particular year. The remaining half or the balance of the full YEBs (for those not granted ½ YEBs in May for lack of service requirement) shall be paid not earlier than November 15 and not later than November 30 of each year. provided that the conditions stipulated under item 3.6.Manual on Position Classification and Compensation with pay from January 1 to October 31 of a particular year.3 3.1.3.
000 1.000 500 Length of Service 3 months but less than 4 months 2 months but less than 3 months 1 month but less than 2 months Less than 1 month 3.000.1.500 2.1 Those who are employed on part-time bases are entitled to the YEBs corresponding to their basic monthly salaries and to the proportionate amounts of their cash gifts.2.000 30% 20% 10% 1.6.9. 3.6. 22.214.171.124.3.1.3.000 Amount 40% P2.3 Personnel on Full-Time or Part-Time Detail 3-33 33 .500 Government personnel who have rendered less than 4 months of service as of October 31 of the same year shall be entitled solely to the cash gift pro-rated as follows: Percentage Corresponding of P126.96.36.199.9. Those who render part-time services in 2 or more different agencies shall be entitled to the YEBs corresponding to each of their total basic monthly salaries provided that each of their total cash gifts shall not exceed P5. the YEBs for employees on part-time service are as follows.The Compensation Plan June July August September October 3.500 1.2.2 188.8.131.52.5 20% 40% 60% 80% 100% 500 1.3.2 Personnel on Part-Time Service Provided that the conditions stipulated in item 3.3.6.000 2.1 are satisfied.
9.5 Personnel on AWOL 3. Certifications from the former offices of the availment of the ½ YEBs are necessary.184.108.40.206.5.5. 3. If they were granted their ½ YEBs in their former offices.2 3.4 Transferred Personnel The YEBs of government personnel who transferred from one agency to another shall be granted by the new offices.220.127.116.11. including leaves of absence with pay before October 31 of the same year. Those on AWOL as of October 31 of a particular year are not entitled to YEBs notwithstanding that they have rendered a total or an aggregate of at least 4 months of service. January 1 but before October 31 of the same year but have rendered a total or an aggregate of 4 months service.6. only the remaining balances of the YEBs shall be paid by their new offices.18.104.22.168.3.9. Those on AWOL within the period. including leaves of absence with pay as of October 22.214.171.124.9. November 15 to November 30 of the same year. January 1 to April 30 of a particular year. 3. 3.3 126.96.36.199 Government personnel formally charged administrative and/or criminal cases and whose cases are still pending for resolution shall be entitled 3-34 34 .1 Government personnel on AWOL within the period. shall not receive the advanced payment of their ½ YEBs in May of the same year.Manual on Position Classification and Compensation The YEBs of government personnel on full-time or part-time detail with other agencies shall be paid by their respective mother agencies.6 Personnel Charged with Administrative Cases 3.5. may be granted the full YEBs within the period.
3 3.7.1 are satisfied. One-half (½) of their cash gifts may be paid to each of them not earlier than May 1 and not later than May 31 of a particular year. 188.8.131.52.2 are satisfied.184.108.40.206.220.127.116.11.3.3.3. provided that the conditions stipulated in item 3. provided the conditions stipulated in item 3.2 3.9. Those who have rendered more than 4 months of service in a given year and are to be separated before October 31 of the year may each 3-35 35 18.104.22.168.7 “Barangay” Officials 3.9.3 Those found guilty and later on exonerated by competent authorities upon appeal of the cases shall be entitled to the back YEBs unless decided otherwise by said authorities.The Compensation Plan to the YEBs until found guilty and meted penalties.4 . 3.2 hereof shall be entitled only to cash gifts of P22.214.171.124.9.3.7. The remaining half of the cash gifts shall be paid to each of them not earlier than November 15 and not later than November 30 of each year.9.2 Those found guilty shall not be entitled to the YEBs in the year the decisions were handed down.1. such penalties should not be made the bases of disqualification to receive the YEBs.9.6. 3.000 each.6.3. If the penalties meted out are only reprimands.6.3.6. provided that they are still in the service as of October 126.96.36.199 “Barangay” officials under item 3.6.
the amounts shall be charged against the appropriations for the purpose in the annual GAA.4 Funding Source 3.9. the amounts shall be charged against their respective corporate operating budgets.9.4. 3.9. 3. the amounts shall be charged against their respective local government funds.6.9. For GOCCs and GFIs.188.8.131.52 Prohibition Against Payment of Additional Bonuses Agencies are prohibited from granting additional bonuses in any form other than the YEB.9.2 3.4.4. The YEBs for casual and contractual personnel shall be charged against their respective lump-sum appropriations.3 3-36 36 .1 For NGAs including SUCs. Deficiencies in appropriations shall be charged against available savings of agencies.6.6. based on the scheme in item 3.1. to be paid within the month of separation of the barangay officials concerned.4. For LGUs.6. 3.3.6.Manual on Position Classification and Compensation receive the remaining balance of the cash gift in addition to ½ of the cash gift.
to recognize individual personnel productivity and performance which contributed to attainment of agency goals and targets. and Those issued casual and contractual appointments. 161.1.9. even if their services have been terminated effective December 31 of the year for which the PIBs are granted 3.7. 3-37 37 184.108.40.206 .9. Those who have been absent without official leave within the year for which PIBs are granted.7 Productivity Incentive Benefit The Productivity Incentive Benefit (PIB) is a cash award authorized under Administrative Order (AO) No.220.127.116.11 Appointive personnel of NGAs including SUCs.9. Those who were dismissed within the year for which PIBs are granted.1.2 Not Covered 18.104.22.168.1 Those who were suspended either preventively or as a penalty as a result of an administrative charge within the year for which PIBs are granted.9. dated December 6.2 3.9.2. regardless of the duration of the suspension.7.1 Coverage 3. GFIs and LGUs on permanent or temporary status. 3. 1994.2 3.7. GOCCs.7.The Compensation Plan 3. Performance includes conduct and behavior in the discharge of the duties of a public office.
it shall be understood to apply for the 2 semesters or 1 year covered by the rated performance.9.3.7. Elective national government officials and local government officials down to the municipal level in the absence of an objective system of evaluating their individual productivity and performance.22.214.171.124 3. government personnel shall have at least satisfactory performance ratings for the 2 semesters during the year for which PIBs are granted and shall have contributed to the productivity of the office.5 126.96.36.199.7. Should there be only one performance rating.1 Basis of Grant of PIB 3. To be entitled to PIBs.1.3 Rules and Regulations 3. unless AO No.3.7. No appraisal period shall be longer than 1 year. 3-38 38 3. laborers of contracted projects (“pakyaw”).7.1.Manual on Position Classification and Compensation 3. and Elective and appointive barangay personnel paid honoraria 3. and others similarly situated. those paid on piecework bases. 161 is amended. The minimum appraisal period shall be at least 90 days or 3 months.188.8.131.52.7.6 3.7.7. apprentices.2.3.9. experts.1 The grant of the PIB shall be based on individual personnel productivity and performance as evaluated and determined by the agency authorities concerned in accordance with the policies and standards set by the Civil Service Commission.3 .4 Those hired not as part of the organic manpower of agencies but as consultants.9. student laborers.
whether employed on permanent.4 PIBs for Part-Time Personnel The PIBs for personnel employed on part-time bases.184.108.40.206.9.9. The PIBs of those who transferred after December 31 of the year for which the PIBs are granted shall be paid by the former agencies.1 The amount of PIBs to be granted to deserving personnel in agencies may vary per individual.3 PIBs for Transferred Personnel 220.127.116.11.3.5 PIBs for Other Personnel 3-39 39 .7.9.2 Amount of PIBs 18.104.22.168. 22.214.171.124.3.7.2 3.The Compensation Plan 3. Agency heads shall establish the internal guidelines for the grant thereof.000 per filled position.3. temporary or contractual status. 3.9. This should not be construed to mean as prescribing an across-the-board grant of incentive.7.9.2 The total cost of the PIBs granted shall in no case exceed the average of P2. 3.1 The PIBs for personnel who transferred to other government agencies on or before the end of the calendar year for which the PIBs are granted shall be paid by the new agencies.7. depending on the latter’s productivity and performance appraisal. shall be equivalent to ½ of the full amount received by full-time personnel with the same productivity and performance appraisals.3. 3.2.7.
4.3.9. • 3. the PIBs for personnel occupying regular positions shall be charged against the appropriations for the purpose in the annual GAA.6 Subject to the conditions stipulated in item 3. the amounts shall be charged against their respective corporate funds.9.2 3. For LGUs.7.7. or on authorized attendance at a training course/scholarship grant or any other similar activity shall be referred to the Civil Service Commission for resolution.3. The PIBs for casual and contractual personnel shall be charged against their respective lump-sum appropriations.9. on leave of absence with or without pay.1 3.Manual on Position Classification and Compensation Cases concerning the PIBs of personnel who were newly-hired.7.3 3-40 40 .1. • Personnel who were preventively suspended but later exonerated of the charges filed against them shall be entitled to PIBs.7. the personnel may be entitled to PIBs.9. 3.9.2 hereof.7.4. For GOCCs and GFIs.7.9. the amounts shall be charged against their respective local government funds. 3.4. Funding Source For NGAs including SUCs.4 If the penalties are only reprimands. retired. Other cases not covered by this Manual shall be referred to the DBM for proper study and recommendation to the Office of the President.
overtime pay may be paid pursuant to Section 63. 292 (Administrative Code of 1987).8. dated March 29. subject to the work schedule adopted by the agencies concerned. Through adequate planning of work activities. and contractual personnel whose employments are in the nature of regular employees.1. Hence. 3.The Compensation Plan 3.9. or Negate the purposes for which the work or activity was conceived.9. Book VI of Executive Order No. except in cases when unforeseen events and emergency situations will result in any of the following: • • • Cause financial loss to the government or its instrumentalities. overtime work should not be resorted to in the performance of regular work. and Incumbents of positions of chiefs of division and below who are designated to positions higher than chiefs of division 3.9. 1996. 10. Chapter 7. Should the need to render overtime services become very necessary.2 3-41 41 .1 Coverage 3. 1987.1.8. dated July 25.8. overtime work could be avoided.9. Embarrass the government due to its inability to meet is commitments. as implemented by Budget Circular No.8 Overtime Pay Government employees are required to render 40 hours of work in a week. temporary or casual status.1 Incumbents of positions of chiefs of division and below under permanent.
Those rendered on rest days.9.8.2 Manual on Position Classification and Compensation Not Covered 3. GFIs and LGUs.2.9.1 Overtime services shall include: • • • 3.8. • Bureau Directors and Regional Directors • Assistant Bureau Directors Regional Directors. and such as Those rendered on holidays or non-working days.8.3.9. Incumbents of intermediate positions to the above enumerated positions in the NGAs.8.5 3.9.2. Saturdays and Sundays.9.8.3 3. • Department Undersecretaries.3.8.1 Those occupying the following positions: • Department Secretaries.3 Rules and Regulations 3. GOCCs. GOCCs.4 3. • Department Assistant Secretaries.126.96.36.199 Those rendered beyond eight (8) work hours of regular work days.9.2 and and Assistant Assistant Incumbents of positions of equivalent category as those above-mentioned in SUCs.3.8. and • Department Service Chiefs Department Service Chiefs 3. and Other appointive officials whose equivalent ranks are higher than chiefs of division 3.2.8. Personnel who rendered overtime services shall be granted overtime pay by the hour which shall be 3-42 42 . GFIs and LGUs. Elective officials. SUCs.8.9.9.
and 3-43 43 .188.8.131.52.25 x HR x Number of Hours of Overtime Services Rendered • For rest days.9.4.The Compensation Plan based on his/her actual hourly rate derived as follows: Actual Hourly Rate (HR) = Actual Salary/Month ----------------------------(22 Days/Month) (8 Hours/Day) 3.50 x HR x Number of Hours of Overtime Services Rendered 3. provided that: All mandatory expenses as authorized by law have been paid. the overtime pay shall be charged against: 3.4 The total overtime pay of an employee for the year shall not exceed 50% of his/her annual basic salary.1 The amounts specifically appropriated for the purpose in agency budgets.184.108.40.206.8.3. holidays and non-work days: Plus 50% of the hourly rate (0.1 For NGAs including SUCs.8. 220.127.116.11 x HR) Plus 25% of the Overtime Pay = 1.2 Savings from released allotments for current operating expenditures.50 x HR) Overtime Pay = 1.8. and/or 3.3 Overtime pay shall be computed as follows: • For ordinary work days: hourly rate (0.9.4 Funding Source 3.8.4.
4. the amounts shall be charged against their respective corporate funds.8.2 3.9.3 For GOCCs. Such savings may be used without need for prior authority from the DBM. and GFIs. the amounts shall be charged against their respective local government funds.4.8.Manual on Position Classification and Compensation Total overtime payments made in a given calendar year shall not exceed 5% of the total salaries of authorized positions of the agency. 3. 3-44 44 . provided that the aforestated conditions are fully satisfied.9. For LGUs.
The Compensation Plan 3.2 3. provides for the adoption of a scheme that will allow employees to be compensated through time/days off in lieu of overtime pay.9.9.1 Coverage 3.1.9. 103 (Directing the Continued Adoption of Austerity Measures in the Government) dated August 31. was issued to implement said provision. temporary or casual status.9. Said Joint Circular refers to the Compensatory time-Off (CTO) as the number of hours or days an employee is excused from reporting for work with full pay and benefits. 2.9 Compensatory Time-Off Section 1 (d) of Administrative Order No.9.2 Not Covered 3-45 45 .9.9. s. 2004. and contractual personnel whose employments are in the nature of regular employees Incumbents of positions of chiefs of division and below who are designated to positions higher than chiefs of division 3. 2004. Civil Service Commission and DBM Joint Circular No. It is a nonmonetary benefit provided to an employee in lieu of overtime pay. 3.9.1 Incumbents of positions of chiefs of division and below under permanent.9. Thus.1.
2.9. work related to school graduation/registration where the additional work cannot be handled by existing personnel during regular work hours.2 3. reconstruction and other related work or services during calamities and disasters.9. seasonal work such as budget 3-46 46 • • • • . relief.2.Manual on Position Classification and Compensation 3. 18.104.22.168.9.1 Those occupying positions whose equivalent ranks are higher than chiefs of division.3 Guidelines 3.2.3 Elective officials.9.1 Overtime services which may be compensated through CTO as may be authorized by heads of agencies for the following activities: • completion of infrastructure and other projects with set deadlines when due to unforeseen events the deadlines cannot be met without resorting to overtime work. and Military and uniformed personnel 3. work involving the preparation for and administration of government examinations.9.9.9. including the prompt correction and release of results thereof where existing personnel are not adequate to handle such work during regular work hours. rehabilitation.3.
communication and transportation. medical and health services. implementation of special programs/projects embodied in Presidential directives and authorizations with specific dates of completion. distribution and control of basic staples. water. and security. services rendered by drivers and other immediate staff of officials when required to keep the same working hours as their superiors. • preparation of special/financial/ accountability reports required occasionally by central monitoring agencies like the Congress of the Philippines.3. peace and order.9. Office of the President. such as power and energy. and such other activities as may be determined by the head of agency. Commission on Audit.2 Computation of Compensatory Overtime Credit 3-47 47 . • • • • 3.9. legal services to facilitate the dissolution of cases/resolutions/ decisions. • the provision of essential public services during emergency situations. DBM.The Compensation Plan preparation and rendition of annual reports to meet scheduled deadlines. and National Economic and Development Authority.
3-48 48 . The COC is expressed in number of hours and computed as follows: 3.1 For overtime services rendered on weekdays or scheduled work days: COC = Number of Hours of Overtime Services x 1.5 The 1. holidays or scheduled days off without the benefit of overtime pay. 3.0 The 1.2.2 For overtime services rendered on weekends.0 multiplier is used since overtime services during weekdays or scheduled work days are considered as mere extension of regular work hours.22.214.171.124. Sundays. an employee earns accrued number of hours worked. These are collectively referred to as compensatory overtime credit (COC).5 multiplier is used since the employees who render overtime services on weekends. holidays or scheduled days off: COC = Number of Hours of Overtime Services x 1. The employees rendering overtime services are not expected to incur additional expenses.3.2. and/or those rendered on Saturdays. holidays or scheduled days off incur incidental expenses for transportation and meals.Manual on Position Classification and Compensation As a result of services rendered beyond regular work hours.9.
The Compensation Plan 126.96.36.199.3 Accrual and Use of COCs 188.8.131.52.3.1 Employees may accrue not more than 40 hours of COC in a month. In no instance, however, shall the total COC exceed 120 hours at any given time. COC in excess of the limit shall be forfeited. These measures are intended to ensure judicious use of regular work hours and to efficiently balance agency manpower with respect to the availment of the CTO. 184.108.40.206.3.2 The COC should be used as time-off within the year they are earned until the immediately succeeding year. Thereafter, any unutilized COCs are deemed forfeited. The COCs shall be considered as official time for the following purposes: 220.127.116.11.3.3.1 compliance with compensation rules relative to the entitlement to PERA, Additional Compensation, year-end benefits, and other benefits received on regular bases; and 18.104.22.168.3.3.2 computation of service hours for entitlement to sick and
Manual on Position Classification and Compensation vacation leave credits, and step increment due to length of service. 22.214.171.124.3.4 Limitation on the Use of COCs 126.96.36.199.3.4.1 The COCs cannot be used to offset undertime/s or tardiness incurred by the employee during regular work days. 188.8.131.52.3.4.2 The COCs cannot be converted to cash, hence, are noncommutative. The COCs cannot be added to the regular leave credits of the employee. Hence, it is not part of the accumulated leave credits of the employee.
184.108.40.206.3.5 Effect on Personnel Movement 220.127.116.11.3.5.1 In cases of resignation, retirement, or separation from the service, the unutilized COCs are deemed forfeited. 18.104.22.168.3.5.2 In cases of detail, secondment or transfer to another agency, the COCs earned in one agency cannot be transferred to another agency, nor could the employees receive the
The Compensation Plan monetary equivalents thereof. 22.214.171.124.3.5.3 In cases of promotion, except when promoted to positions not qualified to receive overtime pay, the employees shall retain their accrued COCs.
126.96.36.199.3.6 Issuance of Certificate of COC Earned An employee who has earned COC shall be granted a Certificate of COC Earned (Annex C) duly approved and signed by the agency head. The certificate shall indicate the employee’s number of hours of earned COC in a month. The certificate should be issued at the end of each month. 188.8.131.52.3.7 Availment of CTO 184.108.40.206.3.7.1 To ease tracking of COCs and simplify CTO availment process, the CTO may be availed of in blocks of 4 or 8 hours. Agencies adopting alternative work schedules should make parallel adjustments in the availment blocks, tantamount to either a half or full day leave from work. 220.127.116.11.3.7.2 The employee may use the CTO continuously up to a maximum of 5 consecutive days per single availment, or on
Manual on Position Classification and Compensation staggered basis within the year. 18.104.22.168.3.7.3 The employee must first obtain approval from the agency head or authorized official regarding the schedule of availment of CTO. The management shall accommodate, to the extent practicable, all applications for availment of CTO at the time requested by the employee. In the exigency of the service, however, the schedule may be recalled and subsequently rescheduled within the year by the agency head or authorized official. 22.214.171.124.3.8 Procedure The following procedure shall be observed in the rendition of overtime services and availment of CTO: 126.96.36.199.3.8.1 The agency head or authorized official issues an office order authorizing the rendition of overtime services and indicating the tasks to be completed and the expected time of completion. The employee renders overtime services as stipulated in the office order.
The Compensation Plan 188.8.131.52.3.8.3 The Administrative Officer concerned prepares a summary of overtime services rendered in a month, and computes the equivalent COC, for the purpose of the issuance of the COC Certificate.
The agency head or authorized official issues the Certificate of COC, specifying the number of hours of COC earned in a month. The employee requests approval from the agency head or authorized official on the schedule of CTO. The employee avails of the CTO.
Manual on Position Classification and Compensation
Certificate of COC Earned
This certificate entitles Mr./Ms. _______________________________ to _____________________ of Compensatory Overtime Credits. (number of hrs.) Head of Office Date Issued: __________________ Valid Until: __________________ Front
No. of Hours of Earned COCs/Beginning Balance
Date of CTO Used COC
2.1 Coverage 3. vice-chairpersons and members of collegial bodies in NGAs. 3-55 55 .The Compensation Plan 3. 83896).2 3. The guidelines on per diems are provided under Budget Circular (BC) No.9. as amended by BC No. No. Executive Secretary (G.9. dated February 22. committees. and Chairpersons and members of the Board of Regents/Trustees of SUCs 3. commissions. 2005 ______. 3.10.10. dated September 29.2 Not Covered 3.1.9. dated _____________. 1991. in view of the Supreme Court ruling in the case.1 Chairpersons.10. Department Undersecretaries and Department Assistant Secretaries occupying exofficio positions in governing boards.9.R. vicechairperson or member of a collegial body created by law for attendance in collegial meetings with quorum. 2003.10. GOCCs and GFIs.9. councils and similar bodies.9. 2003-6. Civil Liberties Union vs.1 Department Secretaries.10.10 Per Diem Per diem is a compensation granted to a chairperson.1.
10.10.2.3 Rules and Regulations 3. vicechairpersons and members of collegial bodies 184.108.40.206 Appointed chairpersons. vice-chairpersons and members of collegial bodies who are paid honoraria pursuant to existing laws and implementing rules and regulations.1 The chairpersons. quasi-judicial bodies and similar bodies whose per diem and the rules and regulations on the grant thereof are included in Chapter 9 of this Manual.10.3 Chief operating officers and other officials of government entities who are ex-officio members of their entities’ collegial bodies.9. 3.5 Members of local regulatory boards. vicechairpersons and members of collegial bodies shall be entitled to per diems at rates not exceeding the following: Amount equivalent to 25% of the monthly representation and transportation allowances (RATA) of the chief operating officer of the collegial body for every meeting actually attended but not to exceed 4 paid meetings in a month 3-56 56 Chairpersons .Manual on Position Classification and Compensation 3.1. and 220.127.116.11.18.104.22.168.2. 3.9. 3.10.9. vicechairpersons and members of collegial bodies who receive salaries and other compensation.9.4 Chairpersons.2.1 Per diems of the chairpersons.
the chairpersons and members of the Board of Regents/ Trustees of SUCs shall be entitled to per diems at rates not exceeding the following: Chairpersons Amount equivalent to 25% of the monthly RATA of the President of the respective SUC for every meeting actually attended but not to exceed 4 paid regular meetings and 2 paid special meetings in a year Amount equivalent to 25% of the monthly RATA of the VicePresident of the respective SUC for every meeting actually attended but not to 3-57 57 Members .10.2 Per diems of the chairpersons and members of Board of Regents/Trustees of SUCs 3.3.Vice-Chairpersons/ Members The Compensation Plan Amount equivalent to 25% of the monthly RATA of the second ranking official of the collegial body for every meeting actually attended but not to exceed 4 paid meetings in a month 3.3. 8292 (Higher Education Modernization Act of 1997).10.2.9.9.1 Consistent with the Revised Implementing Rules and Regulations of RA No.
10. in cash or in kind.3 Duly authorized representatives of ex-officio and other members of collegial bodies and Boards of Regents/Trustees of SUCs who actually attended board meetings shall be entitled to per diems not exceeding the rates provided under item 22.214.171.124 and 3. whether commutable or reimbursable.10.10.3.Manual on Position Classification and Compensation exceed 4 paid regular meetings and 2 paid special meetings in a year 126.96.36.199. 3.4 Higher per diem rates and/or other benefits. 3-58 58 .188.8.131.52 Board Secretaries who are already paid salaries for.3. 3.10.3 No other allowances on top of the per diem authorized under item 3.2 hereof.3.2.2 Attendance in excess of the prescribed number of regular and special meetings shall no longer be compensated.9.” 3. Illustrative examples on the computation of the per diem are shown in Annex “D.9. respectively. among other functions. shall a chairperson/vicechairperson/member and his/her representative be each entitled to per diem for the same meeting notwithstanding that they both attended said meeting.10. shall not be allowed unless specifically authorized by law or by the President.184.108.40.206.9. In no case.3. however.1 hereof shall be paid regardless of the funding source. 3.10.10.
9. Deficiencies in appropriations shall be charged against agency savings.4. the per diem shall be charged against the appropriations for the purpose in the annual GAA or against their incomes. For GOCCs and GFIs.10. 3.3 3-59 59 . For SUCs. the per diem shall be charged against their respective corporate funds.9.10.1 For NGAs.The Compensation Plan attendance in the meetings of the board shall not be entitled to per diem.10.10. 220.127.116.11.4 Funding Source 3. the per diem shall be charged against the appropriations for the purpose in the annual GAA.2 3.9.
Manual on Position Classification and Compensation ANNEX D ILLUSTRATIVE EXAMPLE A Name of official: Mr.000 (b) P2.B SUC .000 11. 3-60 60 . Amir Yanes Position: Chair of the Governing Boards of three (3) SUCs Name and level of SUCs: SUC-A – Level II.00 3.00 (c) 6 6 6 (b x c) =(d) 15.750.A SUC . SUC-B = 4 regular and 2 special meetings.000 12.00 2.000.C Note: II III IV P10.000 Mr.500.500 18. SUC-B – Level III. Yanes shall be paid per diems for only four (4) regular meetings and two (2) special meetings in a year. _____ Level RATA of SUC President Maximum Amount Per Meeting Maximum Number of Paid Meetings Per year (Regular and Special) Maximum Per Diems Per Year (25% x a) (a) SUC . SUC-C – Level IV Number of meetings in 2004: SUC-A = 6 regular and 2 special meetings. SUC-C = 8 regular and 2 special meetings CEILING PER BUDGET CIRCULAR NO.000 16.
Arturo Ama Position: Member of the Governing Boards of three (3) SUCs Name and level of SUCs: SUC-C – Level II.000 10. _____ Level RATA of SUC Vice President Maximum Amount Per Meeting Maximum Number of Paid Meetings Per Year (Regular and Special) Maximum Per Diems Per Year (25% x a) (a) SUC – D SUC – E SUC – F II III IV P9.250.The Compensation Plan ILLUSTRATIVE EXAMPLE B Name of official: Mr.000 9. SUC-D = 4 regular and 2 special meetings.000 (b) P2.500 15.00 (c) (b x c) = d 13.00 2.000 6 6 6 3-61 61 .250. SUC-E – Level IV Number of meetings in 2004: SUC-C = 6 regular and 2 special meetings.500 13.00 2. SUC-D – Level III.500. SUC-E = 8 regular and 2 special meetings CEILING PER BUDGET CIRCULAR NO.
General Provisions.Manual on Position Classification and Compensation Note: Mr. Technical Education and 3-62 62 .11 Honoraria Honoraria are token payments in recognition of incidental services rendered.11.1. the FY 2003 GAA. 9206. Commission on Higher Education. 3. and LGUs: 3. Ama shall be paid per diems for only four (4) regular meetings and two (2) special meetings in a year. RA No. GOCCs.18.104.22.168 Teaching personnel of the Department of Education. 3. GFIs.9. the grant of honoraria is limited only to the government personnel enumerated under Section 42. Since FY 2003.1 Coverage The grant of honoraria shall apply to the following personnel in all NGAs.
9.2 Those who act as lecturers. 3.2. resource persons.1. rules and regulations.9.11.4 3.2. boards.The Compensation Plan Skills Development Authority. 2002. or assigned to agency or inter-agency special projects. boards. Those who are involved in science and technological activities who receive services beyond their regular work load.2 Not Covered 3.11. and Chairpersons and members of commissions. including those conducted by entitles for their officials and employees. 22.214.171.124 Agency personnel who are designated as members of agency committees. 2002-1. councils. 3.11. and 3-63 63 .1.3 3. who are neither paid salaries nor per diems but compensated in the form of honoraria as provided by law.9.9.11. dated March 11. coordinators and facilitators in seminars.11.1 Chairpersons and Members of the various Professional Regulatory Boards of the Professional Regulation Commission (PRC) who are compensated in the form of honoraria pursuant to DBM and PRC Joint Circular No. training programs and other similar activities in training institutions.1. SUCs and other educational institutions engaged in actual classroom teaching whose teaching loads are outside of their regular office hours and/or in excess of their regular loads.9. councils and other similar entities which are hereinafter referred to as collegial bodies including the personnel thereof.
supervises and/or participates in the organization. 126.96.36.199.2.4.11. multimedia equipment and other devices. handouts.3.9. 3.2 For lecturers and resource persons: 3-64 64 . training programs and similar activities by providing instructional materials such as charts.1 hereof may be paid honoraria in accordance with the formula in Chapters 6 and 7 of this Manual.11.1 Teaching personnel mentioned under item 3.11.11. projectors.188.8.131.52.1 Coordinator – any government personnel who directs.184.108.40.206.220.127.116.11 Training Institutions – refer to those agencies mandated by existing laws to conduct training programs 3.3 Lecturer/Resource Person – any person who serves as lecturer/speaker in seminars. and to empower the participants to solve issues by bringing out quality of thinking and structuring the dynamic flow of discussions.3.4 Rules and Regulations 3. coordination and conduct of seminars. training programs and other similar activities 3.4.9.Manual on Position Classification and Compensation 3. training programs and other similar activities 18.104.22.168 Definition of Terms 3. 7160 (Local Government Code of 1991).3 Personnel granted honoraria by LGUs pursuant to the pertinent provisions of RA No.1.2 Facilitator – any government personnel who extends technical assistance to facilitate the conduct of seminars. 3.
4 Agency personnel who are members of agency committees.9. Such services are in connection with their agencies’ objectives or obligations to disseminate instructions.11. or special projects are not entitled to honoraria as their duties and responsibilities therein may be considered pertinent to or within the scope of their regular duties and responsibilities in their agencies for which they are paid salaries.3 hereof may be paid honoraria at the following rates: Chairpersons: 25% of the monthly representation and transportation allowances (RATA) of the chief operating officer of the collegial body for every meeting actually attended but not to exceed 4 paid meetings a month 3-65 65 .11. he/she may be paid the hourly rate of a Professor VI position at SG-29 for actual lecture hours.4. lecturers or resource persons in seminars.3 Government personnel who serve as coordinators. also form part of the related work of those assigned to perform said activities. 3. including reasonable time for preparation of materials not exceeding 10 hours in all. 3. These activities are considered part of the regular functions of agencies. training programs and similar activities conducted by their own agencies shall not be entitled to honoraria.9. boards. hence.4.11.The Compensation Plan Regardless of the regular positions of the lecturer/resource person.9. members and personnel listed under item 3.4. facilitators.1. to clarify issues and concerns and to interact with clients and/or implementors of agency mandates.9. councils.11.5 The chairpersons. 3.
whether in cash or in kind. In case their present honoraria are higher than the honoraria authorized herein.7 GOCCs and GFIs exempted from the coverage of RA No.9.11.5 Funding Source 3. the amounts honoraria shall be charged against appropriations for the purpose in annual GAA.1 For for the the NGAs including SUCs.R. 3.11.9. 3.11.11. they shall continue to receive the same until the termination of their appointments.22.214.171.124 Honoraria shall not be paid to personnel outside of those covered herein except when specifically provided by law. 3. 83896 dated February 22.Manual on Position Classification and Compensation Members: 25% of the monthly RATA of the second ranking official of the collegial body for every meeting actually attended but not to exceed 4 paid meetings a month The hourly rate of equivalent positions in the national government as determined by the DBM but not to exceed 8 hours a day or 40 hours a week.9. They shall not be allowed other benefits. No.11. 6758 and LGUs are encouraged to adopt the foregoing provisions on honoraria as far as practicable.9.5. except when specifically provided by law.9. 1991. Personnel: 3-66 66 . Department Undersecretaries and Department Assistant Secretaries who are exofficio members of collegial bodies shall not be paid the honoraria authorized therein pursuant to the Supreme Court ruling in G. 3.6 Department Secretaries.
For LGUs. 3-67 67 .2 The Compensation Plan For GOCCs and GFIs. 3. 2004.5.9. superseded by BC No.11.11. the amounts shall be charged against their respective local government funds. 9184 (Government Procurement Reform Act). which took effect on October 8. RA No.9. 2004-5A dated October 7. 2003. and the Implementing Rules and Regulations (IRR). Budget Circular (BC) No. provide the guidelines on the grant of honoraria to said government personnel. Part A.3. 2005. 2004-5 dated March 23.5. for fully domestically-funded procurement projects.3 3.12 Honoraria for Government Personnel Involved in Government Procurement Honoraria are granted to government personnel involved in government procurement pursuant to Section 15. the amounts shall be charged against their respective corporate funds.9.
whereby the procuring entity shall draw up a list of at least (3) suppliers or contractors who will be invited to submit bids. Competitive bidding activities are present only in: • • • • Open and competitive bidding.2. 9184.9. a procurement project refers to the entire project identified. 3.9. 3.12. and Negotiated procurement under Section 53 (b) of the IRR-A following the procedures under Section 54.2 (b) thereof.12. In accordance with Section 7 of the Implementing Rules and Regulations Part A (IRR-A) of RA No.2 Guidelines 3. Negotiated procurement under Section 53 (a) of the IRR-A. detailed.1 Coverage Government personnel in NGAs including SUCs.1 The chairs and members of the Bids and Awards Committee (BAC) and the Technical Working Group (TWG) may be paid honoraria only for successfully completed procurement projects. scheduled and budgeted for in the Project Procurement Management Plan prepared by the agency. described.9. Limited source bidding. GOCCs.2. honoraria will not be paid when procurement is thru: • Direct contracting.9. A procurement project shall be considered successfully completed once the contract has been awarded to the winning bidder. 3-68 68 .12. GFIs and LGUs involved in procurement. where there has been failure of bidding for the second time.12.Manual on Position Classification and Compensation 3. Conversely.2 The payment of honoraria shall be limited to procurement that involves competitive bidding.
3 The honoraria of each person shall not exceed the rates indicated below per completed procurement project: Maximum Honorarium Rate Per Procurement Project P 3.500 2. • 3.000 BAC Chair BAC Members TWG Chair and Members 3. 3-69 69 . 3.5 To be entitled to honoraria.9. shall be paid only upon the successful completion of each procurement. and Negotiated procurement under Section 53 (c) to (g) of the IRR-A.2.2. or when the project is undertaken by administration or in high security risk areas.000 2. whereby the procuring entity directly negotiates with previous supplier.12.4 The average amount of honoraria per month over one year shall not exceed 25% of the basic monthly salary.9.9.12. personnel should be duly assigned as chair or member of the BAC or the TWG by the head of the department/agency concerned. The honoraria. subject to the same regulations. through the Armed Forces of the Philippines. in case of infrastructure projects.6 The members of the BAC Secretariat who are performing the attendant functions in addition to their regular duties in other nonprocurement units of the agency may likewise be paid honoraria at the same rate as the TWG Chair and Members.2. Shopping.9.2 (d) thereof.2.The Compensation Plan • • • Repeat order.12. Negotiated procurement under Section 53 (b) of the IRR-A following the procedures under Section 54.12. however. contractor or consultant. 3.
Fees from contractor/supplier registry.9 In lieu of honoraria.126.96.36.199 Those who are receiving honoraria for their participation in procurement activities shall no longer be entitled to overtime pay for procurement-related services rendered in excess of official working hours.9. a Department Undersecretary or Department Assistant Secretary who concurrently serves in the BAC. The payment of overtime services may be allowed.12. messengers and drivers supporting the BAC.12.2.12. shall not be entitled to honoraria.2.1 The amount necessary for the payment of the honoraria and overtime pay shall be sourced only from the following: • • Proceeds from sale of bid documents.9. the TWG and the Secretariat. 3.9.3 Funding Source 3. in whatever capacity. 3.7 Heads of government entities are prohibited from paying honoraria to personnel involved in procurement activities outside of those covered herein. 3.8 By reason of jurisprudence.9.2. 3-70 70 . the payment of overtime services may be allowed for the administrative staff. for procurement activities rendered in excess of official working hours.Manual on Position Classification and Compensation The members of the BAC Secretariat whose positions are in the Procurement Unit of the agency shall not be entitled to honoraria.12.9. 3. such as clerks. 3. subject to existing policy on the matter.9. The payment of overtime services shall be in accordance with the existing policy on the matter.3.
the amount of honoraria and overtime pay shall be adjusted proportionately for all those entitled thereto.2 Pursuant to the DOF-DBM-COA Permanent Committee Resolution No.12. and Proceeds from bid/performance security forfeiture.2.12. respectively. BAC resolutions and other BAC documents. 3-71 71 . Protest fees.3. Any excess in the amount collected shall be remitted by NGAs to the Bureau of the Treasury.12. 3.9. 3.3 The total amount of honoraria and overtime pay to be paid for procurement-related activities shall not exceed the said collections.1 hereof as trust receipts to be used exclusively for the payment of honoraria and overtime pay.• • • • The Compensation Plan Fees charged for copies of minutes of bid openings. all agencies are authorized to treat the collections from the sources identified in item 3.1. Liquidated damages. In the case of GOCCs and LGUs.3.3.12. Agencies may utilize up to 100% of the said collections for the payment of honoraria and overtime pay subject to the guidelines in item 3.4 In case of deficiency in collections from the sources identified in item 188.8.131.52. 3.9.12. 2005-2 of June 2005.12.9.9.3. the same shall form part of their corporate or local government funds.
whether permanent. 3. casual.9. Its grant was standardized and rationalized pursuant to Budgt Circular No. s. 1995. temporary and 3-72 72 .9. 8.Manual on Position Classification and Compensation 3.13 Night-Shift Differential Pay Night-Shift Differential Pay is a compensation premium granted to government personnel whose regular work hours fall wholly or partly within 6:00 PM to 6:00 AM of the following day.1 Coverage All government employees regardless of status of employment.13.
the excess hours shall be compensated through overtime pay. 3.13.9.The Compensation Plan contractual. uniformed personnel under the Department of the Interior and Local Government.184.108.40.206.220.127.116.11 Government personnel whose services are required. or through compensatory time-off. the night-shift differential pay shall be paid only for the hours within 6:00 PM to 6:00 AM of the following day.2 Not Covered 3.13.20 x HR x Number of Hours Rendered 3.3 When an employee working in a regular night-shift falling within the 6:00 PM to 6:00 AM period renders services in excess of the regular 8-hour night-shift. whose regular schedule of work fall partly or wholly between 6:00 PM and 6:00 AM of the following day 3.1 The night-shift differential pay shall not exceed 20% of the actual rate of the employee derived as follows: Actual Salary/Month Actual Hourly Rate (HR) = -------------------------------------(22 Days/Month) (8 Hours/Day) Night-Shift Differential Pay = 1.13.2 Government personnel whose schedules of office hours or work shifts fall between 6:00 AM to 6:00 PM.18.104.22.168.22.214.171.124 Public Health Workers (PHWs).2.9.9. 3.3 Rules and Regulations 3. 3-73 73 . and Philippine Coast Guard under the Department of Transportation and Communications 3. and 3. or are on call 24 hours a day such as the military personnel of the Armed Forces of the Philippines.13. unless payment thereof is suspended by order of the President.2 When the schedule of work hours fall partly within 6:00 PM to 6:00 AM.
9. 3. 3. GOCCs.3.3. and LGUs.5 Payment of night-shift differential pay may be authorized by the Head of Office without the need of prior approval from the DBM.126.96.36.199. strife-torn or embattled areas.1 For NGAs including SUCs. 9336 (FY 2005 General Appropriations Act) is a compensation premium granted to each official and employee actually assigned to.9.4 To qualify for the night-shift differential pay.9.13. 3.4.2 3.13.14 Hazard Duty Pay The hazard duty pay (HDP) authorized under Section 54. whether appointive or 3-74 74 .13.13. Deficiencies in appropriations shall be charged against agency savings.13. the official work hours shall be prescribed by the head of office taking into consideration the nature of the services of the office concerned and the necessity for an official shift outside the ordinary work hours prescribed by the Civil Service Commission. provided that such official work hours are observed for a period of at least 10 work days. the amounts shall be charged against their respective corporate operating budgets. For GOCCs and GFIs. For LGUs. GFIs. General Provisions of Republic Act No.3 3.4 Funding Source 3.14. and performing duties in. the amounts shall be charged against the appropriations for the purpose.13.4.Manual on Position Classification and Compensation 3. including SUCs.1 Coverage All government personnel in NGAs.9. the amounts shall be charged against local government funds.4. 3.
under permanent or temporary status.1 Heads of government agencies may grant HDP to their personnel at the following rates without the need for approval by the DBM.9.2.3 Rules and Regulations 3.9.2 Those hired through contract of service or job order basis.1 Those entitled to HDP or other similar allowances under existing laws.9.9.1. and performing their duties and responsibilities in.2 Not Covered 3. engineers. scientists.188.8.131.52.2.1 The personnel were actually assigned to.3. strifetorn or embattled areas for the following periods in a month: Period of Assignment in Work Days 1 to 7 days Monthly Rates P 400 3-75 75 . public health workers.2. and 3. personnel with casual and contractual appointments whose salaries/wages are charged to the budgetary allocation for personal services. such as the military and uniformed personnel.The Compensation Plan elective.14. 3. provided that the following conditions are met: 3. and who are actually assigned to and performing their duties and responsibilities in strifetorn or embattled areas 184.108.40.206. researchers and science and technology personnel.9.3 Those who are not actually assigned to nor performing their duties and responsibilities in strife-torn or embattled areas 3.14. on full-time or part-time basis.3.
9. 220.127.116.11.18.104.22.168 The HDP of personnel detailed in other government agencies which work areas are identified as strife-torn or embattled shall be paid by their respective mother agencies.9. subject to items 3.5 Government personnel who are assigned to strife-torn or embattled areas shall no longer be entitled to receive HDP when they are under the following instances for one (1) full calendar month or more: • • on vacation.3. 3.1 and 3.14. 3-76 76 .1.3 Those who work part-time shall receive half of the amounts received by full-time personnel in the same situation.9. on maternity leave.14.2 above. but in no case they shall exceed 3 months.9. 3.14.2 The period of entitlement to HDP shall be coterminous with the duration of the actual assignments of the personnel in strife-torn or embattled areas.22.214.171.124 The areas of assignment have been determined and certified by the Secretary of National Defense or by his authorized representative as strife-torn or embattled areas.14.3.9.Manual on Position Classification and Compensation 8 to 14 days 15 or more days 500 600 3. Such entitlement to HDP may be renewed as deemed necessary by the head of agency. 126.96.36.199. sick or study leave with or without pay.
and on official travel outside of their official stations. 7160 (Local Government Code of 1991). on attendance in training courses/ scholarship grants/seminars/similar activities.188.8.131.52.4 Funding Source 3.4. the amounts shall be charged against available savings from released allotments for current operating expenditures without need for prior authority from the DBM. provided all authorized mandatory expenses shall have been paid first.9.1 For NGAs. RA No. 3-77 77 . 3. 3. such as on terminal leave.14. including SUCs. the amounts shall be charged against their respective local government funds.184.108.40.206. the amounts shall be charged against savings from their respective DBM-approved corporate operating budgets.3 For LGUs.The Compensation Plan • • • on summer teachers. vacation.14.2 For GOCCs and GFIs. subject to the personal services limitation under Section 325 (a). and 220.127.116.11 The government agencies concerned shall submit to the respective DBM Budget and Management Bureaus or Regional Offices not later than fifteen (15) days after the end of each fiscal year a report on the personnel granted HDP by following the format attached as Annex A. on detail with another agency which work areas are not strife-torn or embattled. • • 3.
9. 292 (Administrative Code of 1987). have to make their services available in their places of work even during mealtimes. The grant thereof is pursuant to Section 69.Manual on Position Classification and Compensation and subject further to the enactment of the appropriate Sanggunian ordinances.1 Coverage 3-78 78 . 3. by the nature of their duties and responsibilities. 3. Book VI of Executive Order No. Chapter 7.14 Subsistence Allowance Subsistence Allowance is allowance for meal or sustenance of government personnel who.15.9.
15.15. Those on vacation/sick leave.1.1 Public Health Workers (PHWs) as defined under RA No.15. shall be P30 per day per employee.9. and who are required to live within the premises of said institutions for continuous periods that include meal times so as to make their services available at any and all times. 3-79 79 .9.15.9. maternity/paternity leave.9. with or without pay. and 3. on special privilege leave. 3. launches or motorboats.1 For PHWs 3. or as presently enjoyed by them based on their respective authorizations.2. military installations and other similar institutions. who take their meals on the mess when aboard said vessels.1 The rate for subsistence allowance as provided under the GAA.2. and crew of government vessels.1.1.15. 7305 (Magna Carta of Public Health Workers).9. 3.The Compensation Plan 3.15.5 Laborers temporarily fielded to isolated or unsettled areas 3. 3.2 Marine officers. launches. 18.104.22.168.3 Officials and employees who are required to render services within penal institutions.22.214.171.124 PHWs are eligible to receive full subsistence allowance as long as they render actual duties.9.2 Rules and Regulations 3.15. or on official travel are not entitled to the subsistence allowance.2. and motorboats.15. engineers.4 Lightkeepers and other employees in light stations who are authorized by the head of agency to receive subsistence allowance. on terminal leave.1.9.
15. or on official travel are not entitled to subsistence allowance for the duration thereof.126.96.36.199 For Other Personnel 3.2. 3.2.3 Higher rates for subsistence allowance for PHWs may be granted. the subsistence allowance may be commuted. 3-80 80 .2.9. or reassigned to another organizational unit or special project of the same agency. but not exceeding P50 per day pursuant to the revised Implementing Rules and Regulations (IRR) of RA No.2. 3.9.1 The subsistence allowance for marine officers and crew of marine vessels operated by the government shall not be commutable since it is granted for conducting a mess on board said vessels.15.2. or on fulltime or part-time detail with another agency.4 Personnel who are on maternity/ paternity leave. provided that the additional requirement shall be taken from savings and no additional amount shall be released by the DBM.3 The subsistence allowance for lightkeepers and other employees in light stations and of laborers temporarily fielded to isolated or unsettled districts may be commuted. on sick or vacation leave with or without pay.9. or attending training course/scholarship grant/ seminar. the same is inadequate. 3. or any other similar activity. 7305.15.Manual on Position Classification and Compensation 3.2.2 When there is no mess hall or whenever available.2.2.2. 188.8.131.52. or the equivalent may be used to furnish them with the usual rations.15.1.
16 Laundry Allowance The Laundry Allowance is intended to defray the laundry cost incurred for uniforms of specific government personnel pursuant to Section 67. 292 (Administrative Code of 1987).3 3. 184.108.40.206.1 For NGAs including SUCs.1.3. 3.3 Funding Source 3.9. Book VI of Executive Order No. For GOCCs and GFIs.9.16.16. For LGUs.15.15.16. the amounts shall be charged against the appropriations for the purpose in the annual GAA.1 Rules and Regulations 220.127.116.11 3. the amounts shall be charged against their respective corporate operating budgets.1.9. Chapter 7.3.The Compensation Plan 18.104.22.168.1.1 Public Health Workers (PHWs) 3. the amounts shall be charged against their respective local government funds.1 The laundry allowance 3-81 81 for .
provided that the additional requirement shall be taken from agency savings and no additional amount shall be released by the DBM.9.16. regardless of the actual work rendered.22.214.171.124. 3. the amounts shall be charged against their respective local government funds.9.2.2. 3. the amounts shall be charged against the appropriations for the purpose in the annual GAA. pursuant to the Revised Implementing Rules and Regulations of RA No.9.1.2 For GOCCs and GFIs. who are required to wear uniforms during the performance of their duties and responsibilities shall be at rates as provided under their respective authorizations.16.16. 3.2 PHWs may be granted higher rates of laundry allowance not exceeding P150 per month. 3-82 82 .16.2 Funding Source 3.3 For LGUs.1.3 The laundry allowance for officials or employees serving in penal institutions or other similar institutions.1 For NGAs including SUCs.16. the amounts shall be charged against their respective corporate operating budgets. 7305. 3.Manual on Position Classification and Compensation PHWs shall be P125 per month as provided in the annual GAA.9.9.1. 3.
provides the guidelines on free quarters for certain government officials to implement the pertinent general provision of the annual GAA.9.17. water and electricity for basic needs.The Compensation Plan 3.17 Free Quarters for Certain Government Officials Free quarters for government officials refer to the free use of government-owned or leased place of lodgings which may include telephone. 1996.9.1 Coverage 3-83 83 . 3. National Budget Circular No. 456. dated November 11.
2.9. 126.96.36.199 Rules and Regulations 3.17. rules and regulations.188.8.131.52.17.3. Category A A B B 3-84 84 .17.1 Heads of agencies may provide free quarters within their office premises to their officials without the need for approval by the DBM. and National Mapping and Resource Information Authority under the Department of Environment and Natural Resources (DENR) who are entitled to quarters allowances pursuant to existing laws.Manual on Position Classification and Compensation Government officials and their equivalents under the following categories. rules and regulations.3 Those who are expressly authorized free quarters under existing laws.9.17. and 3.9.4 Those who are stationed abroad. Philippine Coast Guard under the Department of Transportation and Communications. 3.1 Public Health Workers who are entitled free quarters under RA No.2 Military personnel under the Armed Forces of the Philippines and uniformed personnel of the Department of the Interior and Local Government. 7305. 3.9.2 Not Covered 184.108.40.206. who by virtue of agency policies of reshuffling or rotation are assigned or transferred to places other than those of their domiciles and do not own houses or rooms therein: Position Levels Department Regional Directors Department Assistant Regional Directors Bureau Regional Directors Assistant Bureau Regional Directors 3.
3.3.17.The Compensation Plan 3.000 2.3 Those who desire more expensive/ extensive quarters other than those provided by their agencies or by the authorized maximum rental rate. water and electric bills.9.9. 3.3.2 The above rates shall be inclusive of the amounts for telephone.9.500 2. 1989 but not to exceed the rates prescribed below: Category Area/Locality Special Cities (Manila/ Quezon City Highly Urbanized Cities/ Capital Centers Others A P3.000 220.127.116.11 The rental contract shall be entered into by and between the agency concerned and the owner of the dwelling unit.17.2. and the rental payment shall be paid to the latter and not commuted in favor of the official concerned.500 2.000 B P2. may secure such preferred quarters. houses or rooms may be rented which shall serve as quarters at reasonable rates based on the prevailing cost of rental in the area or locality as determined under Chapter 4 of the Manual of Building Services and Real Property Management issued under Joint DBM. dated September 30. DENR and Department of Public Works and Highways Circular No. 3.000 18.104.22.168. 1.2 Where there is not enough space to be used as quarters. provided that the difference between the rental cost 3-85 85 .3.
Rule XV.9. 3. the amounts shall be charged against the released allotments for maintenance and other operating expenses.18.4 The guidelines for free quarters for certain LGU elected officials are provided in Chapter 9 of this Manual.3.17.1 Guidelines 22.214.171.124.17. all PHWs who are on tour of duty and 3-86 86 .1.4.2 For GOCCs and GFIs.1 For NGAs. 3. 3. 3.Manual on Position Classification and Compensation and the amount authorized therefor shall be paid by the former.18 Free Quarters Privileges in Hospitals Free quarters privileges refer to the free use of government hospital-owned place of lodging authorized under the pertinent general provision in the annual GAA. 3. RA No.126.96.36.199. the amounts shall be charged against their respective corporate operating budgets.4 Funding Source 3.9. 7305.9.9. Revised Implementing Rules and Regulations.1 Pursuant to item 188.8.131.52.
at rates not exceeding the minimum charges for water and electricity prevailing in the locality for residential users.1.2 Pursuant to DBM Circular Letter No. 3-87 87 . shall be entitled to free living quarters within hospitals.18. 2000. because of unavailable circumstances are forced to stay in hospitals.The Compensation Plan those who. sanitaria or health infirmary premises. dated September 19.9. Hospital Administrative Officer and Chief Nurse in view of the nature of their functions which involve round-theclock supervision of the different activities of the hospital. 2000-17. Chief of Clinics. said free quarters privilege shall be forfeited and concerned officials shall instead be allowed reimbursement of light and water bills. as certified by the local electric and water utilities offices/providers in the particular areas. sanitaria or health infirmary premises. Minimum charge refers to the nominal rate charged by water and electric companies/cooperatives to residential users which is the fixed rate for the first block of cubic meter consumption for water or kilowatt for electricity.18.9. 3. free quarters may be provided for the Chief of Hospital.3 In case the above-mentioned hospital officials own houses within the locality or in close proximity to the hospital.1. 3. pertaining to their personal basic consumption and not of the entire household.
Manual on Position Classification and Compensation 3. bureaus or offices of the national government to appear in court as special counsel in collaboration with the Solicitor General or prosecutors concerned.19 Special Counsel Allowance The Special Counsel Allowance authorized under the pertinent general provision in the annual GAA is granted to lawyer personnel.9. 3.1 Rate of Special Counsel Allowance 3-88 88 . including those designated to assume the duties of a legal officer and those deputized by the Office of the Solicitor General in the legal staff of departments.9.19.
1996. to be granted to government employees on the occasion of their agencies’ milestone years.9.20. 3. elective or appointive.19.9. but not exceeding P3. 3.2 Funding Source Savings in agency appropriations/budgets 3. 263 dated March 28.20 Anniversary Bonus The Anniversary Bonus (AB) is a financial incentive authorized under Administrative Order No.9.1 Coverage All government personnel whether employed on full-time or part-time bases. under permanent. temporary or casual status. including 3-89 89 .000 per month.The Compensation Plan The Special Counsel Allowance is granted at P500 for each court appearance.
bureaus. student laborers.9.20. including GOCCs and GFIs.2.3.1 The AB shall be paid at P3. per has the the 3.2 Those who are no longer in the service in the same government entity as of the date of the milestone year. 3-90 90 3.20.4 .20.3 3.20. and 3. offices.3 Rules and Regulations 3.3 Those Consultants. those paid on piecework bases. laborers of contracted projects (“pakyaw”).20.9.1 Those absent without leave as of the date of the milestone year for which the AB is being paid.9.20. commissions and similar bodies of the national government.2 In case of insufficiency of funds.2. mail contractors.9.20. “Government entities” shall refer to departments.3.9.Manual on Position Classification and Compensation contractual personnel whose employments are in the nature of regular employees who have rendered at least 1 year of service in the same agencies as of the date of milestone years and continue to be employed in the same government entities as of the occasion of their milestone anniversaries 3.000 personnel. A milestone year refers to the 15th anniversary and to every 5th year thereafter.3.20.2 Not Covered 3. and others similarly situated 3.9. a lesser but uniform amount of AB may be paid to the personnel entitled thereto.2.9.20. apprentices.9. provided that he/she rendered at least 1 year of service in same agency as of the date of milestone year.3.9. 3. experts.
20. provided that its original primary functions have not substantially changed. deemed as an institution in its own right shall be considered a distinct and separate agency for purposes of the grant of AB.3. notwithstanding the fact that it had since been organizationally integrated with a department or office.9. 3.9.The Compensation Plan provided that staff bureaus or entities which form part of the organizational structure of departments or offices shall be deemed absorbed by the latter and shall not be treated as a separate agency.184.108.40.206 3. may be considered as organic personnel of the mother department/ department level entity.9. 3.20.9. for purposes of the grant of the AB. the counting of milestone years shall start from the date the functions were substantially changed.3.8 3.20.3. regardless of transfer from one government entity to another.6 3. thus. The counting of milestone years shall start from the year the government entity was created regardless of whether it was subsequently renamed or reorganized.3. The counting of the milestone years of merged agencies shall start from the date they were merged. The AB shall be granted only during milestone years and shall be received by the employee only once every 5 years. Otherwise.5 A frontline bureau or entity created as such under a distinct law.9 3-91 91 . Officials and employees in government entities attached to or are placed directly under a department or department level entity and which creation are not through charters.9.
4. in addition to the rules and regulations in Chapter 9 of this Manual. the amounts shall be charged against their respective corporate operating budgets. 02. or the rationalized cash incentive granted on or after the effectivity of Budget Circular No.11 The foregoing rules and regulations shall also apply to LGUs as far as applicable.9. For GOCCs and GFIs.20.20.4. the amounts shall be solely charged against savings from released allotments for current operating expenses. 2002 or PSLMC Resolution No. 2003. s. provided that all authorized mandatory expenses shall have been paid first.3 3.9. to the government employees concerned who have contributed either in productivity or cost savings in an agency.20. in fulfillment of the commitments in the CNAs or supplements thereto.9.9.9. the amounts shall be charged against their respective local government funds.9.4. 2006-1 dated February 1. 2006. 3.3. 3. 3.9.3.Manual on Position Classification and Compensation 3.20. s.2 3.10 Government personnel who were found guilty of any offense in connection with their work during the 5-year interval between milestone years shall not be entitled to the immediately succeeding AB.20.20. which were granted pursuant to PSLMC Resolution No.1 For NGAs including SUCs. For LGUs. It excludes 3-92 92 . 04.21 Collective Negotiation Agreement (CNA) Incentive The CNA Incentive is a cash incentive in whatever form provided for in CNAs and supplements thereto.4 Funding Source 3.
and non-negotiable concerns specified in PSLMC Resolution No.”1 or “Highly confidential employees” or those who occupy positions which require “high degree of trust and confidence and close intimacy with the appointing authority or immediate supervisor which ensures free and open communication without harassment or freedom from 3.21. 2004.1. or.1 Rank-and-file employees who are members of employees’ organizations accredited by the Civil Service Commission (CSC) in NGAs.1 3. 2002 and PSLMC Resolution No.1.1.21. and GOCCs.1.9. whether or not covered by RA No. listed under Section 2.1.2 Those who perform managerial functions./GFIs. 04.The Compensation Plan such other items that are negotiable. 2004.3 1 Section 1. s. 02.9. 02. SUCs.9. s. in cash or in kind.1 Coverage 3. 02. 6758 (Compensation and Position Classification Act of 1989). s. 2003. 3-93 93 .21. 2) duration of the project. “Coterminous employees” or those whose entrance and continuity in government service are “based on any of the following: 1) trust and confidence of the appointing authority or of the head of the organizational unit where the former is assigned. 3. PSLMC Resolution No.9. s. Rule XII.21. or the period for which an agency or office was created.21. PSLMC Resolution No.1.9. They do not fall under the following categories: 3. Rule I. Definition of Terms.1. LGUs.
9. Definition of Terms.1.3 Such CNA Incentive shall refer to those provided in CNAs and supplements thereto which were signed on or after the effectivity of PSLMC Resolution No.21. s.9. 01. 1993. provided they are assessed and have paid the corresponding agency fees pursuant to PSLMC Resolution No. and as updated.21. s. s. or signed and ratified by a majority of the general membership on or after the effectivity of PSLMC Resolution No. 3-94 94 . s.2 Policy Guidelines 220.127.116.11. 02. 2002. and PSLMC Resolution No.2 and 3. s.1.” 2 Section 1. 1.9. “Approving and Adopting the Amended Rules and Regulations Governing the Exercise of the Right of Government Employees to Organize.Manual on Position Classification and Compensation misgivings of betrayal of personal trust or confidential matters of state. Rule I. 2002. 02.2 The grant of the CNA Incentive may be extended to employees under items 3.3 hereof who contributed to agency productivity and implementation of cost-cutting measures identified in the CNAs or supplements thereto. PSLMC Resolution No. if provided for in the CNAs or in the supplements thereto.9. in line with the equal protection clause of the 1987 Constitution.”2 3.21.2. 02. 2003.1 The CNA Incentive in the form of cash may be granted to employees covered by the grant of the CNA Incentives. 2004. 3. 2004. s.1. 3.9. executed between the representatives of management and the employees’ organization accredited by the CSC as the sole and exclusive negotiating agent for the purpose of collective negotiations with the management of an organizational unit listed in Annex “A” of PSLMC Resolution No. 04.9.2.2.1.
2. grocery allowance..4.21. or with Presidential approval. relocation allowance.2. or under the CSCapproved Program on Awards and Incentives for Service Excellence (PRAISE) established under CSC Memorandum (MC) No.1 All existing cash incentives in the CNAs in the form of allowances and benefits.9. SONA bonus.21. 2001.21.3 . as amended by RA No. Existing cash incentives in the CNAs which are already provided under existing laws. 2006-1.9. rice subsidy. inflation allowance. shall not be part of the CNA Incentive to preclude double compensation which is prohibited under the Constitution.4.2. etc. 8441. 01. and shall be referred to and collectively paid as the CNA Incentive. Starting from the effectivity of BC No. admi-nistrative orders.9. s.The Compensation Plan 3. and as payments thereof are subject to separate authority and pertinent conditions.4 The form of the CNA Incentive shall be simplified and rationalized as follows: 3. all CNAs and supplements thereto shall only provide for the 3-95 95 3.2 3. 6686. shall be consolidated into a single cash incentive. bonuses other than the year-end benefit authorized under RA No.18.104.22.168. such as staple food allowance.
2002. 04.2.6. Shall not be given upon signing and ratification of the CNAs or supplements thereto.21.Manual on Position Classification and Compensation CNA Incentive as the cash incentive. and PSLMC Resolution No. s.6. 3.9. which were granted in strict compliance with said PSLMC Resolutions.4 .5 The grant of the CNA Incentive in whatever form of cash benefit pursuant to CNAs and supplements thereto. 384 SCRA 548. which were signed and ratified on or after the effectivity of PSLMC Resolution No. are thus confirmed as valid CNA Incentives. The amount/rate Incentive: 3.1 of the individual CNA 3. and also from improvement of productivity and income in GOCCs and GFIs.9.3 3.6.21. as this gives the CNA Incentive the character of the CNA Signing Bonus which the Supreme Court has ruled against for not being a truly reasonable compensation (Social Security System vs.21. 2002).2.6.2. July 11.2.21. and May be higher for employees in offices or organizational units which contributed more in cost 3-96 96 3. s.9.9.21. at rates depending on the savings generated after the signing and ratification of the CNA. and before the effectivity of the Circular. 2003.6 Shall not be pre-determined in the CNAs or in the supplements thereto since it is dependent on savings generated from costcutting measures and systems improvement.21. May vary every year during the term of the CNA.2. Commission on Audit.2.9.2 3. 02.9.
1. as the case may be.1 An Employees’ Organization Management Consultative Committee or a similar body composed of designated representatives from the management and the accredited employees’ organization shall review the agency’s financial records and report of operations at the end of the fiscal year.9. or a combination thereof.9.9.7 The CNA Incentive for the year shall be paid as a one-time benefit after the end of the year. and which were the results of the joint efforts of labor and management. profitability.21. The total amount of unencumbered savings at the end of the year which were realized out of costcutting measures identified in the CNAs and supplements thereto.22.214.171.124. and shall arrive at a consensus on the following items: 3.3 “Fifty percent (50%) for CNA Incentive 3-97 97 .2 126.96.36.199. The apportioned amounts of such savings shall cover the following items: 188.8.131.52. productivity.9.1 The guidelines/criteria to be followed in the grant of the CNA Incentive.3 Procedural Guidelines 3.21.The Compensation Plan savings.2. 3.3. provided that the planned programs/activities/projects have been implemented and completed in accordance with the performance targets for the year. 3.9.
2002. PSLMC Resolution No. 3-98 98 .1.9. 04. PSLMC Resolution No. purchase of equipment critical to the operations and productivity improvement programs”3 3.Manual on Position Classification and Compensation Thirty percent (30%) for improvement of working conditions and other programs and/or to be added as part of the CNA Incentive.4 The individual amount of the CNA Incentive to be granted to the employees concerned based on the established guidelines/ criteria. 2003.3. state universities and colleges.9. and local government units concerned. s.21. Such agreements shall be incorporated in a written resolution to be signed by the representatives of both parties and noted by the agency head.21. as may be agreed upon in the CNA Twenty percent (20%) to be reverted to the General Fund for the national government agencies or to the General Fund of the constitutional commissions. 02.2 The Employees’ Organization Management Consultative Committee or similar body in GOCCs and GFIs shall determine if the employees concerned are entitled to the CNA Incentive based on compliance with the following 2 3 Section 5. This resolution shall serve as basis for accounting and auditing purposes. s. 3. as the case may be.3. the twenty percent (20%) is to be retained and “to be used for the operations of the agency to include among others. Section 6 c).”2 or for GOCCs and GFIs.
The Compensation Plan conditions. 2003: “a) Actual operating income at least meets the targeted operating income in the Corporate Operating Budget (COB) approved by the Department of Budget and Management (DBM)/Office of the President for the year. s. b) Actual operating expenses are less than the DBM-approved level of operating expenses in the COB as to generate sufficient source of funds for the payment of CNA Incentive. pursuant to Section 2. dividends amounting to at least 50% of their annual earnings have been remitted to the National Treasury in accordance with the provisions of Republic Act No. 2003: “a) Corporate Operating Budget – refers to the budget of a government.owned and/or – controlled corporation/ government financial institution consisting of 3-99 99 . which by the nature of their functions consistently incur operating losses.” c) The following are the definitions of the terms aforestated. s. and For income generating GOCCs/GFIs. PSLMC Resolution No. For GOCCs/GFIs. pursuant to Section 4. 7656 dated November 9. the current year’s operating loss should have been minimized or reduced compared to or at most equal that of prior year’s level. PSLMC Resolution No. 1993. 02. 02.
” c) d) The computation of savings for the CNA Incentive in GOCCs and GFIs is illustrated in Annex “A. This excludes revenues not recurring in nature. This is prepared prior to the beginning of the fiscal year and recommended by the governing board of the corporation for consideration and final approval of the President through the DBM. Actual operating expenses – refer to all expenses incurred by the corporation in the conduct of its regular functions. Operating loss – refers to the excess of actual operating expenses over actual operating income/ revenue.4 Funding Source 3-100 100 . depreciation/depletion expense. expenditures and borrowings.” 3. materials and/or real estate assets. losses from foreign exchange and similar expenses. b) Actual operating income – refers to gross income/ revenues generated from the exercise of the corporation’s regular functions as mandated by law. This excludes non-cash items like allowance for bad debts.9. proceeds from the sale of scrap and/or obsolete equipment.Manual on Position Classification and Compensation estimates of revenues.21. which sale is not the main function of the corporation. such as interest income.
3.21.9. and 184.108.40.206.21.4 The basic rule that augmentation can be done only if there is deficiency in specific expenditure items. terminal leave benefits.21.3 Such savings shall be net of the priorities in the use thereof such as augmentation of amounts set aside for compensation. old-age pension of veterans and other personnel benefits authorized by law and in special and general provisions of the annual General Appropriations Act.9. retirement gratuity. bonus.4.1 The CNA Incentive shall be sourced solely from savings from released Maintenance and Other Operating Expenses (MOOE) allotments for the year under review. 3. subject to the following conditions: 220.127.116.11.1. 3.21. should be strictly observed. may request the release of 3-101 101 . if necessary. still valid for obligation during the year of payment of the CNA. Augmentation shall be limited to the actual amount of deficiencies incurred.2 National government agencies may use any free portion of their respective cash allocation for payment of the CNA Incentive or.2 Such savings shall be reckoned from the date of signing of the CNA and supplements thereto. as well as other MOOE items found to be deficient.4.4.1 Such savings were generated out of the cost-cutting measures identified in the CNAs and supplements thereto.The Compensation Plan 18.104.22.168.9.9.9.
9.21. 3.Manual on Position Classification and Compensation cash allocation from the Department of Budget and Management (DBM).4.9. 3.4 3-102 102 .3 GOCCs/GFIs and LGUs may pay the CNA Incentive from savings in their respective approved corporate operating budgets or local government budgets.4. NGAs shall submit to DBM a report on the utilization of savings for the payment of the CNA Incentive.21.
2.c) (In Thousand Pesos) I.000) a/ 30.000 30.2 of this Circular.000 3-103 103 .000 (100. 2003: Compliance with item 6.b) Particulars (In Thousand Pesos) Operating income Less: Operating Expenses Net Operating Income 20.000 4.000 * 46. Income Tax 8.000 116. Net Profit After Income Tax Dividend Payable to the National Government (50%) 5.000 34.000 13.000) a/ 50.000 126. Non-Operating Expenses Total Expenses III. Operating Expenses Non-Operating Expenses: Non-Cash Expenses 5. Net Profit Before Income Tax IV.000 V.000 b/ Compliance with item 6.a) and 6.000 (120. may grant the CNA Incentive as illustrated below and in Annex “A” of PSLMC Resolution No. s. 02.000 6.000 ** 30.2.000 40.000 10.000 100.000 Revenues: Operating income Non-operating income 150.The Compensation Plan Annex “A” Illustration GOCC A.000 Per Approved COB (Projection) 150.000 30.000 20.000 Variance 0 20.000 Notes: * Including payment of the CNA Incentive in the amount of P10 Million.000 Others Sub-total. Total income Expenses: Operating Expenses Personal Services MOOE Equipment Outlay Sub-total.000 II.000 As Audited (Actual) 150.000 a/ 40. 10.000 10. net of P4 million to be retained by the GOCC/GFI ** Including amount used for improvement of working conditions which as an alternative may also be used for CNA incentive a/ Excluding payment of CNA Incentive b/ Amount to be used for CNA Incentive Distribution: (In thousand pesos) Fifty percent (50%) CNA Incentive Thirty percent (30%) for improvement of working conditions and/or to be added as part of the CNA Incentive Twenty percent (20%) to be retained by the GOCC/GFI Total 20.2. which meets the conditions in item 6.000 160.000 26.
9. the Administrative Code of 1987. 292. 1995 and EO No. 248. to cover hotel/lodging rate.22. as amended by EO No.9. dinner 3-104 104 Particulars Arrival not later than 12 noon Arrival after 12 80% . 3. as recommended by the Travel Rates Committee created under Section 72.22.22.Manual on Position Classification and Compensation 3.22 Travel Expenses Travel Expenses constitute the amounts authorized under Executive Order (EO) No. 248-A.9.2 Entitlement to travel expenses shall start only upon arrival at the place of destination and shall cease upon departure therefrom at the following percentages: Percentage 100% To cover Hotel/lodging (50%).9. both from the national and local governments 3. Book VI of Executive Order No.2. meals (30%) and incidental expenses (20%) Hotel/lodging (50%).22. 2004. dated August 14.1 The travel expenses of government personnel regardless of rank and destination shall be P800 per day which shall be apportioned as follows: 50% for hotel/lodging (P400) 30% for meals (P240 or P80 per meal) 20% for incidental expenses (P160) 3. meals and incidental travel expenses excluding transportation expenses going to and from the destination. dated March 23. 1995.2 Rules and Regulations for Local Travel Hereunder are the rules and regulations relative to local travels approved by the authorities concerned: 3.1 Coverage Government personnel. 298.2.9. dated May 29.
an employee arriving at the place of destination at 10:00 AM and leaves at 4:00 PM.22.4 3.3 In case the local travel occurred only in one (1) day. lunch (10%) and incidental expenses (20%) 3. Claims for payment of expenses Claims for payment of expenses due to travel/assignment to places within the 50 kilometer radius from the last city or municipality covered by the Metropolitan Manila Area in the case of those whose permanent official stations are in the Metropolitan Manila Area.2.The Compensation Plan noon Departure before 12 noon Departure after 12 noon and later 30% 40% (10%) and incidental expenses (20%) Breakfast (10%) and incidental expenses (20%) Breakfast (10%). that they stayed in their places of assignment for the whole duration of their 3.g.2. 10% for lunch. duly supported by bills or invoices with official receipts of expenses incurred. provided that certification or affidavit of loss shall not be considered as appropriate replacement for the required bills and receipts. he/she shall be entitled only to 40% of the per day rate of P800 or P320. or from the city or municipality wherein their permanent official stations are located in the case of those outside the Metropolitan Manila Area. and 20% for incidental expenses..9.5 3-105 105 .9. Claims for reimbursement of actual travel expenses in excess of the prescribed rate of P800 may be allowed upon certification by the head of the agency concerned as absolutely necessary in the performance of an assignment and upon presentation of bills and receipts. shall be allowed only upon presentation of proofs.2. broken down as follows: 10% for breakfast. e.22.9.22.
14.1. 3.1. Department Secretaries and their equivalents.14. 3.9. 3.3 The DSA shall be apportioned in the same manner as the travel expenses for local travel. unless otherwise authorized by the President of the Philippines. 22.214.171.124.1.22.2 Government personnel who travel abroad shall be entitled to the Daily Subsistence Allowance (DSA) as provided in the United Nations Development Program (UNDP) Index which can be secured from the Department of Foreign Affairs.9.9. If they commute daily from the places of assignments to the places of residences or permanent official stations.2. 3.5 In case the officials or employees authorized to travel are not provided with transportation by the host country or sponsoring organization. they shall be allowed official transportation. as the case may be. under the following authorized purposes/categories. which shall be of the restricted economy class.9.Manual on Position Classification and Compensation official travels. and reasonable costs for meals.2.1. they shall be allowed only the reimbursement of actual fares at the prevailing rates of the authorized mode of transportation from the permanent official stations to the destinations or places of work and back. 3-106 106 .4 Entitlement to DSA shall start only upon arrival at the place of destination and shall cease upon departure therefrom at the same percentages indicated in item 3.14.3 Rules and Regulations for Foreign Travel Hereunder are the rules and regulations relative to foreign travels approved by the President.14. The total actual fare and cost of meals and incidental expenses shall in no case exceed P400 per day per personnel.
9.6 The airport terminal fee at the point of embarkation to go back to the Philippines upon completion of the official trip abroad may be reimbursed.4 For LGUs.126.96.36.199.14.3 For GOCCs and GFIs.9. the amounts shall be charged against their respective corporate operating budgets.2 For NGAs including SUCs.The Compensation Plan 3. 3. the amounts shall be charged against their respective local government funds.9. the amounts shall be charges against their respective appropriations for traveling expenses.188.8.131.52. 3.2 Funding Source 3.2. 3. 3-107 107 .14.
14.9. s. Monetization of Leave Credits (MLC) refers to the payment in advance under prescribed limits and subject to specified terms and conditions of the money value of the vacation and sick leave credits of an employee upon his/her request. CSC MC No.23.23. 14. 3. issued by the Civil Service Commission (CSC).1 Guidelines 3.15 Terminal Leave Benefit and Monetization of Leave Credits The Terminal Leave Benefit (TLB) refers to the money value of the total accumulated vacation and sick leave credits of an employee based on the highest salary received prior to or upon retirement or voluntary separation from government service. 1999. Budget Circular No.0478087 month/day The CF was derived as follows: Given: 365 = Days in a regular year 3-108 108 . 2002.1.1 Pursuant to Section 40. prescribes the guidelines relative to the computation of the TLB and MLC in accordance with Memorandum Circular (MC) No. 2002-1 dated January 14.9. the TLB shall be computed as follows: TLB = S x D x CF Where: TLB = Terminal leave benefit S = Highest monthly salary received D = Number of days of accumulated vacation and sick leave credits CF = Constant factor of 0. without actually going on leave.9.Manual on Position Classification and Compensation 3.
104 = 10 = The Compensation Plan Saturdays and Sundays in a regular year Legal holidays (per EO No. The equivalent number of days in a month for the purpose of computation of TLB is 20.91667 derived as follows: Number of days = month 1 day --------------.2. compulsory retirees shall be given priority over optional retirees in the use of the built3-109 109 .0478087 month.9.1 For the TLB 3.2.1 For NGAs including SUCs.184.108.40.206 The monetization of leave credits shall be computed by using the same formulae for the computation of the TLB. However.x 1 month 0. a day is equal to 0.9.0478087 Number of days = 20. the TLBs for compulsory retirees shall be charged against the appropriations for the purpose in the annual GAA.2 On the Funding Source 3.1. 3.91667 days 3.9. 292) CF = 12 months/year -------------------------[3 65 – (104 + 10)] days/year 12 months -------------------------251 days CF = CF = .23.23.0478087 month/day Conversely.23.
2.1. 220.127.116.11 For LGUs.23.1.23. 3. 3-110 110 .9.9.2. Deficiencies in appropriations shall be charged against agency savings. the TLBs shall be charged against their respective corporate operating budgets.23.2 For the MLC • Funds for the MLC shall be charged solely from savings of government entities.2 For GOCCs and GFIs.Manual on Position Classification and Compensation in appropriations in cases where claimants simultaneously request for fund releases. the TLBs shall be charged against their respective local government funds. 3.
1. 3.1. semiskilled and unskilled laborers refer to those hired for short durations only. employees compensation insurance. the daily wage rate for casual personnel and those of similar nature shall be derived based on the following formulae: Daily Wage Rate = Authorized Monthly Salary for the Position ------------------------------------------------22 days 18.104.22.168 Rules and Regulations 3. 3. casual employees shall be paid wages only on days actually worked based on the above formulae.1. 3.The Compensation Plan 3.10. regardless of the number of work days in a month.5 Work performed on special work holidays are tantamount to work performed on ordinary work days. Annex “E” shows a sample computation. No Pay” policy. Sundays and regular holidays falling on weekdays unless casual employees worked on these days.4 Pursuant to PD No. temporary and emergency employees. and during leaves of absence without pay.1. 442.10.10. 3.10. membership in the 3-111 111 .1 In accordance with Section 7. 3. depending on the needs of the service. including skilled.1. casual employees are entitled to wages on special days proclaimed by the President even if they did not work on these days.2 Payment of the daily wage shall be in accordance with the “No Work. 6758.6 Casual personnel and those of similar nature shall be entitled to allowances received by regular personnel. Accordingly.3 No wages shall be paid on rest days such as Saturdays. RA No. including membership in the GSIS.1.10. health insurance.10 Compensation for Casual Personnel and Those of Same Nature Casuals.
health insurance premiums. employees compensation insurance premiums. 3.10. including the government’s share in the Government Service Insurance System (GSIS) retirement and life insurance premiums. and payment of terminal leave benefits. and PAG-IBIG Fund contributions shall be charged against the lumpsum funds for the purpose under the agency appropriations/budgets for personal services. 3-112 112 . vacation and sick leaves and the monetization thereof. allowances and other personnel benefits of casual personnel and those of similar nature.Manual on Position Classification and Compensation PAG-IBIG Fund.2 Funding Source Funds for wages.
313 Months (1) January February October Number of Work Days (2) 22 20 23 * Based on the assumption that the number of work days is equal to days actually worked 3-113 113 . a casual employee.620 5. with authorized monthly salary of P5. Dante dela Cruz. His aggregate monthly wages are as follows: Daily Wage Rate = P5. SG-1.082 22 days (3) P231 231 231 Aggregate Wage For the Month* (2) x (3) = (4) (4) P5. is occupying the position of Utility Worker I.082.The Compensation Plan Annex “E” SAMPLE COMPUTATION OF DAILY WAGE Mr.082 4.
2 The service to be rendered is of short duration and the service has to be terminated thereafter. 3.2. 3. Contractual personnel are considered as employees of hiring agencies limited to such periods when their services are reasonably required.11.2.1 Student laborers.Manual on Position Classification and Compensation 3.1 The hiring of contractual personnel shall be allowed under the following conditions: 3.11.1. other functions of the agency will be unduly prejudiced.1 Not Covered 3.11. Civil Service Commission and Department of Budget and Management Joint Circular No. 1999. 3-114 114 . provides the guidelines governing contractual personnel.11.1 The desired expertise is not available among the regular staff.1. apprentices. and are employed to undertake a particular work or project.11. including those paid on piecework bases.11.11. 99-7 dated December 29. 3.2. 3.11 Compensation for Contractual Personnel Contractual personnel are those hired in accordance with specific contracts for specified periods and with definite expected outputs. laborers of contracted projects (“pakyaw”).2.3 The work to be accomplished is very urgent but in utilizing the regular staff. and 3.2 Rules and Regulations 3.2. mail collectors. and whose hiring creates employee-employer relationships between them and the hiring agencies.2 Contractual personnel may be hired only if funds for the purpose are available in agency appropriations/budgets.2 Those whose positions are not classified/approved by the DBM and the CSC 22.214.171.124.1.1.
and payment of terminal leave benefits. 126.96.36.199.5 Employment contracts shall only be issued on the bases of classified contractual positions duly approved by the DBM.11. including membership in the GSIS.6 Compensation of Contractual Personnel 3.2.4 The Representation and Transportation Allowances (RATA) for contractual officials whose positions have been determined by the DBM as comparable or equivalent in rank to any of the positions enumerated in item 3.11.3 Contractual personnel shall not be allowed more than two part-time contracts with government at any one time.6. health insurance premiums.2.9.2. but not to exceed the salaries of immediate superiors.188.8.131.52 The contractual employees’ share in the GSIS retirement and life insurance premiums. membership in the PAG-IBIG Fund.11. may be granted RATA in accordance with the rules and 3-115 115 .11. employees compensation insurance. employees compensation insurance premiums and PAG-IBIG Fund contributions shall be paid by the individual contractual employees.11. vacation and sick leaves and the monetization thereof.5. 3.2.4 Contractual personnel must not be designated in any case to positions wherein they will exercise control or supervision over regular personnel of hiring agencies.1 Contractual personnel shall be paid salaries of equivalent permanent positions as determined by the DBM. 3.1 of this Chapter.The Compensation Plan 3. and in no case shall the contracts extend beyond the fiscal year they were approved.184.108.40.206. 3. 3. health insurance.6. 3.2 Contractual personnel shall be entitled to allowances received by regular personnel.
Manual on Position Classification and Compensation regulations provided under item 3. employees compensation insurance premiums and PAG-IBIG Fund contributions shall be charged against the lump-sum funds for the purpose under agency appropriations/budgets for personal services.14 of this Chapter. including the government’s share in the GSIS retirement and life insurance premiums. health insurance premiums.2. other personal benefits of contractual personnel. allowances.9. 3.11.5. 3-116 116 .3 Funding Source Funds for the salaries.
1 Maintenance Mechanisms 3. • • • 3-117 117 . administrative reforms. changes in the working environment and in the organization which eventually make the rules and rates of certain fringe benefits unrealistic. Thus. the Compensation Plan was established with maintenance mechanisms such that compensation issues brought about by changes in economic conditions.12. inflation. employment conditions.1.The Compensation Plan 3. enactment of laws providing special compensation to special groups.12. could readily be addressed without disrupting the relationship between the Position Classification Plan and the Compensation Plan.12 Maintenance of the Compensation Plan The Compensation Plan should provide compensation which can stand comparison with those in private industries and which can provide maximum benefit to the service so that the Philippine Government could retain its core of public servants. the DBM reviews the salary schedule on a regular basis to identify problems brought about by: • inherent defects in the salary schedule reinforced by special salary adjustments to specific groups of government personnel which eventually create salary problems that may disturb salary relationships of positions.. etc. 3.1 Regular review of the compensation plan To keep the Compensation Plan current so that it remains reasonable and competitive. new rulings and decisions of courts and quasijudicial bodies which need to be harmonized and/or rationalized with the existing compensation rules and regulations. policy decisions.
12. • • budgetary constraints. and other factors. The regular review of the salary schedule. etc.2 Compensation Survey The DBM conducts compensation surveys as often as economic conditions affect general salary/wage levels. salary rules. geographical location. and • other considerations such as standard cost of living. 3. Policy decisions are made as to the extent of adjustment of salary levels and implementation of allowances and other personnel benefits. and may be conducted by geographical area.1. taking into consideration the following: • statistical results of survey • the government’s ability to finance the compensation of its personnel on a sustainable basis.Manual on Position Classification and Compensation • changes in the number of years of academic requirements. Based on the compensation survey results. rules and regulations on the grant of allowances and other personnel benefits enables the DBM to adopt appropriate measures to ensure that the compensation plan is updated and pay equity is maintained. allowances and other personnel benefits. information about compensation levels and practices in selected private firms are gathered using benchmark positions existing in both the public and private sectors. the DBM is guided in the determination of the prevailing rates of salaries. Through the compensation survey. The data collected are tabulated. organized and processed statistically to obtain the desired information. The survey may be by occupation or by industry. 3-118 118 .
The Compensation Plan 3-119 119 .
Annex D Report on Personnel Granted Hazard Duty Pay (HDP) Pursuant to Budget Circular No. ________ FY ______ Department __________________________ Bureau/Agency _______________________ Unique Item Name of Personnel Number (2) (1) Position Title and Salary Grade (3) Period of Assignment (5) HDP Paid (6) Work Area (4) Total Amount (7) Jan Feb March April May June July Aug Sep Oct Nov Dec Jan Feb March April May June July Aug Sep Oct Nov Dec Prepared/Certified Correct: ______________________ Administrative Officer Approved: _________________ Agency Head 3-75 .
1994 Adopting a Revised Compensation Classification System in the Government and Position Guidelines for the Initial Implementation of the Revised Compensation and Position Classification System Second Year Implementation of the New Salary Schedule in the Government Guidelines for the Second Year Implementation of the New Salary Schedule in the Government Rules and Regulations for the Implementation of the Revised Compensation and Position Classification Plan in Government-Owned and/or Controlled Corporations and Government Financial Institutions (GOCCs/GFIs) Third Year Implementation of the New Salary Schedule in the Government 3-114 . 1. January 2. 1989 and February 15. 1996 Titles An Act Prescribing a Revised Compensation and Position Classification System in the Government and for Other Purposes Rules and Regulations on the Standardization of Compensation and Position Classification Plan in the Government List of Allowances/Additional Compensation of Government Officials and Employees Which Shall Be Deemed Integrated Into the Basic Salary Rules and Regulations for the Implementation of the Revised Compensation and Position Classification Plan in Government-Owned and/or -Controlled Corporations and Government Financial Institutions (GOCCs/GFIs) Joint Resolution Urging the President of the Philippines to Revise the Existing Compensation and Position Classification System in the Government and to Implement the Same Initially Effective January 1. 218. January 2. 74. September 30. 11. January 15. 1999 Joint Senate-House of Representatives Resolution No. 59. 1995 National Compensation Circular No. 10. 1995 Corporate Compensation Circular No. 56. 72. 164. 1989 National Compensation Circular No. March 7. March 9. series of 1996. 6758. 1989 National Compensation Circular No. 1989 Corporate Compensation Circular No. 1994 Executive Order No. s. September 30. October 2.Manual on Position Classification and Compensation References Salaries Issuances Republic Act No. March 7. August 21. 1994 National Compensation Circular No. January 1. 1996 Executive Order No. 1994 Executive Order No. 1994. 290.
s. June 27. 1. series of 1994 Guidelines for the Full Implementation of the New Salary Schedule in the Government Grant of Salary Adjustment to All Government Personnel Guidelines for the Grant of Ten Percent (10%) Salary Adjustment to All Government Personnel Effective January 1. 2001 Titles Guidelines for the Third Year Implementation of the New Salary Schedule in the Government Implementing the Fourth and Final Year Salary Increases Authorized by Joint Senate and House of Representatives Resolution No. 2000 Grant of Salary Adjustment to All Government Personnel Guidelines for the Grant of Five Percent (5%) Salary Adjustment to All Government Personnel Effective July 1. 2001 National Budget Circular No. 1990. April 11. March 29. series of 1996. 468. 219. 458. 1-2003. series of 1997. 1996 National Budget Circular No. s. 448. 1. 1996 Executive Order No. 2000 National Budget Circular No. 2000 Executive Order No. 474. s. 2. December 28. 2003 Titles Rules and Regulations Governing the Grant of Step Increments to Deserving Officials and Employees of the Government Amending Section 1. June 15. March 20. 1990 Civil Service Commission and Department of Budget and Management Joint Circular No. 1991 Civil Service Commission and Department of Budget and Management Joint Circular No. 1.The Compensation Plan Issuances National Budget Circular No. 22. s. 1990 Amending Further Joint CSC-DBM Circular No. 389. 1991. July 5. January 2. 1997 Executive Order No. March 21. 1990 (Entitlement to Step Increment) 3-115 . 2001 Step Increments Issuances Civil Service Commission and Department of Budget and Management Joint Circular No. Rule I of the Joint CSC-DBM Circular No. 1. January 2.
June 28. July 1.00) Per Month to All Employees of the National Government 3-116 Administrative Order No. February 28. 1995 Budget Circular No. 1998 Budget Circular No. 76. December 15. 15. and Extending the Benefit to the Rest of the Personnel of the Government Clarifying the Implementation of the Grant of Additional Compensation in the Amount of P500. 4 Dated June 28. 4. 1991 Relative to the Grant of Personnel Economic Relief Allowance to All Employees of the Government Updated Rules and Regulations on the Grant of Personnel Economic Relief Allowance (PERA) and Expansion of Coverage to Include All Employees of the Government Additional Compensation Issuances Administrative Order No. 1993 Budget Circular No. 53. 2006 . 1996 Budget Circular No. March 5. February 2. April 7.000. 17. February 24.Manual on Position Classification and Compensation Personnel Economic Relief Allowance Issuances Budget Circular No. 12.00 Per Month to Public School Teachers. 95-9. 1991 Circular Letter No. series of 1995. May 17. August 17. 1991 Budget Circular No. 1993 Titles Implementing the Grant of Additional Compensation in the Amount of P500. 4-B. series of 1996. 1999 Administrative Order No. and Uniformed Personnel of the Philippine National Police and the Armed Forces of the Philippines.00 Per Month to Contractual Personnel of the Government and to Local Officials and Employees Compensation and Additional Benefits of Suspended Government Personnel Extending the Grant of P500 Per Month Additional Compensation (ADCOM) to Government Personnel Allocated to Salary Grade 26 and Above Granting Additional Compensation in the Amount of One Thousand Pesos (P1. 4-A. 1997 Titles Grant of Personnel Economic Relief Allowance to All Employees of the Government Grant of Personnel Economic Relief Allowance (PERA) to All Employees of the Government Grant of Personnel Economic Relief Allowance (PERA) to Substitute Teachers Amending Budget Circular No. 144.
March 2. 20038. 2006 Budget Execution Guidelines No. 454. 20038A. 67-A. 2006-8. 2006 Titles Rules and Regulations on the Increase in the Additional Compensation of Government Employees Specific Guidelines on the Release of Funds for the Increase in the Additional Compensation Uniform/Clothing Allowance Issuances Budget Circular No. July 2. 2003 Budget Circular No. November 14. 67. March 3. January 1. 450. 2004 Titles Rules and Regulations on the Grant of Uniform/Clothing Allowance (U/CA) to All Government Personnel for FY 2004 and Years Thereafter Rules and Regulations on the Grant of Uniform/Clothing Allowance (U/CA) to All Government Personnel for FY 2004 and Years Thereafter Representation and Transportation Allowances Issuances National Compensation Circular No. 67 Dated January 1. May 15. 1992 National Budget Circular No.The Compensation Plan Issuances Budget Circular No. 18. October 14. 1992 National Compensation Circular No. 1996 National Budget Circular No. 2000 Titles Representation and Transportation Allowances National Government Officials and Employees of Amending National Compensation Circular No. March 5. 1992 Relative to the Representation and Transportation Allowances of National Government Officials and Employees Representation and Contractual Personnel Transportation Allowances of Guidelines on the Grant of the Monthly Cash Equivalent of the Transportation Allowance Authorized Under the Annual General Appropriations Act Guidelines for the Implementation of the Revised Rates of Representation and Transportation Allowances (RATA) of Officials in Local Water Districts (LWDs) 3-117 . December 8. 20062. 1996 Corporate Budget Circular No.
May 30. 74-A. 1994 Budget Circular No. 6686 to Government Personnel Grant of the Balance of One-Half Month Year-End Bonus and Cash Gift for Calendar Year 1993 to Government Officials and Employees Including Those in GovernmentOwned and/or Controlled Corporations and Financial Institutions and Local Government Units Prescribing the Guidelines for the Loan of One-Half (1/2) of the Amount of the Christmas Bonus and Cash Gift for CY 1994 Under R. 1994 Budget Circular No.A. 1992 Relative to the Representation and Transportation Allowances of National Government Officials and Employees Revised Rates of Representation and Transportation Allowances (RATA) Year-End Bonus and Cash Gift Issuances Executive Order No. October 14. 1986 Executive Order No. 2002 National Budget Circular No. June 8. August 8. 6686. December 14. 67-B. 1986 Republic Act No. 70. 1993 Administrative Order No. 498. 132. 1993 Titles Granting Year-End Bonus and Cash Gift to National and Local Government Officials and Employees Expanding the Coverage of the Year-End Bonus An Act Authorizing Annual Christmas Bonus to National and Local Government Officials and Employees Starting CY 1988 Prescribing the Guidelines for the Advance Payment of One-Half (1/2) of the Amount of the Christmas Bonus and Cash Gift for CY 1993 Under R.A. December 16. 5. 67 Dated January 1. 1994 Administrative Order No. 2005 Titles Further Amending National Compensation Circular No. November 26. 57. No. No. 6686 to Government Personnel Grant of Year-End Bonus and Cash Gift for CY 1994 Grant of Year-End Benefits for CY 1994 Authorizing the Grant of an Interest-Free Loan to Government Personnel in CY 1995 and Years Thereafter National Compensation Circular No.Manual on Position Classification and Compensation Issuances National Compensation Circular No. June 1. November 8. April 1. 74. 5-A. 1988 Administrative Order No. December 19. 195. 1995 3-118 .
October 31. May 3. 11. 20056. 1998 Budget Circular No. 15. April 24. 1996 Relative to the Grant of Year-End Bonus and Cash Gift and Advance Payment of One-Half (1/2) Thereof for FY 1996 and Years Thereafter Compensation and Additional Benefits of Suspended Government Personnel Grant of Year-End Bonus and Cash Gift and Advance Payment of One-Half (1/2) Thereof for FY 2000 and Years Thereafter Clarification on the Service Requirement for Entitlement to Year-End Benefits (YEB) Prohibition on the Grant of Additional Bonuses in Any Form Liberalization of the Rules and Regulations on the Payment of Year-End Bonus and Cash Gift Updated Rules and Regulations on the Grant of the YearEnd Bonus and Cash Gift to Government Personnel for FY 2005 and Years Thereafter Republic Act No. 1997 Budget Circular No. 1996 Budget Circular No. 2003 Budget Circular No. 200214. 2005 3-119 . 2000 Circular Letter No. 11. June 25. 1998 Budget Circular No. March 30. Amending for the Purpose Certain Sections of Republic Act Numbered Six Thousand Six Hundred Eighty-Six and for Other Purposes Amending Further Budget Circular (BC) No. November 2. Dated October 31. 11-B. 200018.The Compensation Plan Issuances Budget Circular No. 2003 Budget Circular No. 1997 Titles Grant of Year-End Bonus and Cash Gift for FY 1995 and Years Thereafter Grant of an Interest-Free Loan to Government Officials and Employees Grant of Year-End Bonus and Cash Gift and Advance Payment of One-Half (1/2) Thereof for FY 1996 and Years Thereafter Amending Budget Circular (BC) No. Dated October 31. 8441. October 28. 1996 Relative to the Grant of Year-End Bonus and Cash Gift and Advance Payment of One-Half (1/2) Thereof for FY 1996 and Years Thereafter An Act Increasing the Cash Gift to Five Thousand Pesos (P5. March 5. May 9. 7. October 17. 12-96. 2002 Circular Letter No. 11. 1995 Circular Letter No. 200310. 20032. September 6. December 22.00). 11-A.000. 1996 Budget Circular No.
March 1. December 6. 1994 on the Grant of Productivity Incentive Benefits (PIB) for CY 1994 and Years Thereafter Grant of Productivity Incentive Benefit (PIB) for CY 1995 Administrative Order No. for All Officials and Employees of the Government. January 15. 3-96. 73-A. 1995 Circular Letter No. series of 1996. 71. 1996 Circular Letter No. 161. 1994 National Compensation Circular No. 1997 Circular Letter No. 1994 Titles Rationalizing the Grant of Productivity Incentive Benefits for Calendar Year 1991 to All Personnel of Government Agencies Grant of Productivity Incentive Benefits to Officials and Employees of the Government Authorizing the Grant of CY-1993 Productivity Incentive Benefits to Government Personnel and Prohibiting Payments of Similar Benefits in Future Years Unless Duly Authorized by the President Prescribing a Standard Incentive Pay System Based on Productivity and Performance. January 31. 426.Manual on Position Classification and Compensation Productivity Incentive Benefit Issuances Administrative Order No. 103. January 14. 2002-3. January 2. April 1. March 2. December 27. National and Local Including Those of Government-Owned and/or –Controlled Corporations and Government Financial Institutions and for Other Purposes Grant of Productivity Incentive Benefits to Officials and Employees of the Government Grant of Productivity Incentive Benefit (PIB) for CY 1994 and Years Thereafter Supplementing National Compensation Circular No. January 19. 268. 3-97. 2002 Grant of Productivity Incentive Benefit (PIB) for FY 1996 and Years Thereafter Grant of Productivity Incentive Benefit Additional Guidelines on the Grant of Productivity Incentive Benefit (PIB) 3-120 . 1994 National Compensation Circular No. 73. February 21. 1992 Administrative Order No. 2001 Circular Letter No. 73 Dated December 27. 1992 National Budget Circular No. 2001-6. 1994 National Compensation Circular No.
The Compensation Plan Overtime Pay Issuances Memorandum Order No. March 29. 228 on the Rendition of Overtime Services With Pay Amending Memorandum Order No. 10. August 26. 2004 re: Non-Monetary Remuneration for Overtime Services Rendered Per Diem Issuances Executive Order No. 228. 1996 Titles Prescribing Guidelines Governing the Rendition and Payment of Overtime Services of Government Personnel Rules and Regulations Implementing Memorandum Order No. 2004 Civil Service Commission and Department of Budget and Management Joint Circular No. s. 410. 103. series of 2004. Prescribing Guidelines Governing the Rendition and Payment of Overtime Services of Government Personnel Prescribing and Updating the Guidelines and Procedures on the Rendition of Overtime Services With Pay of Government Personnel Compensatory Time-Off Issuances Administrative Order No. 2. 2005. 389. July 1. 2-A. 1989 National Budget Circular No. 2. August 31. s. 1994 Budget Circular No. December 30. 2004 Civil Service Commission and Department of Budget and Management Joint Circular No. 1989 Memorandum Order No. April 28. 227. 228. March 29. 151 Dated 3-121 . 1989 Titles Authorizing Officials and Employees of the Regular Agencies/Offices of the National Government and of Other Government-Owned and/or Controlled Corporations to Adopt the Rates of Per Diem and Allowances as Authorized Pursuant to Executive Order No. 2005 Titles Directing the Continued Adoption of Austerity Measures in the Government Non-Monetary Rendered Remuneration for Overtime Services Amendments to CSC-DBM Joint Circular (JC) No. October 4.
20036. 1987.Manual on Position Classification and Compensation Issuances Titles March 19. 20045A. 2004 Budget Circular No. as Implemented by National Budget Circular No. December 4. 2003 Guidelines Relative to the Grant of Per Diems to Members of Collegial Bodies and Members of the Board of Regents/Trustees of State Universities and Colleges Honoraria Issuances Compensation Policy Guidelines No. 2004 Budget Circular No. 8. 20045. 2005 Titles Guidelines on the Grant of Honoraria to Government Personnel Involved in Government Procurement Guidelines on the Grant of Honoraria to Government Personnel Involved in Government Procurement Night-Shift Differential Pay Issuance Budget Circular No. 2003 Titles National Government Officials Entitled to Honoraria Chargeable Against Local Funds Updated Rules and Regulations on the Grant of Additional Allowance and Other Benefits to National Government Officials/Employees Assigned to Local Government Units Prescribing Guidelines on the Grant of Honoraria to Government Personnel for FY 2003 and onwards Honoraria for Government Personnel Involved in Government Procurement Issuances Budget Circular No. 1995 Title Prescribing Guidelines and Procedures for the Grant of Night-Shift Differential Pay to Government Employees 3-122 . and Ratifying for the Purpose All Previous Payments Made by National Government Agencies/Offices Pursuant to the Said Issuances Budget Circular No. October 7. 391 Dated October 6. Series 1995. as Amended. January 8. 2004-1. 98-1. 1987. 20035. March 23. September 26. 1998 Budget Execution Guidelines No. September 29. March 23.
7305. 7305. March 26. 7305. 2005 Title Rules and Regulations on the Grant of Hazard Duty Pay Subsistence Allowance Issuance Republic Act No. 1992 Title Magna Carta of Public Health Workers 3-123 . 1996 Title Guidelines on the Provision of Free Quarters to Certain Officials Free Quarters Privileges in Hospitals Issuance Republic Act No. 1992 November 1999 Title Magna Carta of Public Health Workers Revised Implementing Rules and Regulations for Public Health Workers Free Quarters for Certain Government Officials Issuance National Budget Circular No. July 13. November 11. 20054. 1992 November 1999 Title Magna Carta of Public Health Workers Revised Implementing Rules and Regulations for Public Health Workers Laundry Allowance Issuances Republic Act No. March 26. 456.The Compensation Plan Hazard Duty Pay Issuance Budget Circular No. March 26.
2002 Public Sector LaborManagement Council Resolution No. 2003. s. 2003 Public Sector LaborManagement Council Resolution No. State Universities and Colleges and Local Government Units Grant of Collective Negotiation Agreement (CNA) Incentive for Government Owned or Controlled Corporations (GOCCs) and Government Financial Institutions (GFIs) Approving and Adopting the Amended Rules and Regulations Governing the Exercise of the Right of Government Employees to Organize Authorizing the Grant of Collective Negotiation Agreement (CNA) Incentive to Employees in Government Agencies Grant of Incentive Collective Negotiations Agreement (CNA) Public Sector LaborManagement Council Resolution No.Manual on Position Classification and Compensation Issuance November 1999 Title Revised Implementing Rules and Regulations for Public Health Workers Anniversary Bonus Issuances Administrative Order No. 180. December 27. 2005 Budget Circular No. 452. 2004 Executive Order No. 135. November 14. Creating a Public Sector Labor-Management Council and for Other Purposes Grant of Collective Negotiation Agreement (CNA) Incentive for National Government Agencies. 04. 2002. 2004. 02. 1996 National Budget Circular No. 1987 Titles Providing Guidelines for the Exercise of the Right to Organize of Government Employees. 20061. s. May 20. s. June 1. 2006 3-124 . February 1. 02. 263. May 19. March 28. 1996 Titles Authorizing the Grant of Anniversary Bonus to Officials and Employees of Government Entities Amplifying and Clarifying the Implementation of the Grant of Anniversary Bonus to Officials and Employees of Government Entities Collective Negotiation Agreement Incentive Issuances Executive Order No. September 28.
March 23. 31. July 23. 1991 Civil Service Commission Memorandum Circular No. 1991. 1997 Civil Service Commission Memorandum Circular No. s. August 23. 248-A Dated August 14. 1. 41. 248-A. 1999. 1999 Titles Rules and Regulations Governing the Monetization of Leave Credits of Government Officials and Employees Guidelines in the Application for Monetization of Leave Credits and the Computation of the Money Value of the Ten (10) Days Monetized Leave Credits Amendatory Rules and Regulations Governing the Monetization of Leave Credits of Government Officials and Employees Amendments to Rules I and XVI of the Omnibus Rules Implementing Book V of the Administrative Code of 1987 (Executive Order 292) Additional Provisions and Amendments Memorandum Circular No. s. s. 1995 Titles Prescribing Rules and Regulations and New Rates of Allowances for Official Local and Foreign Travels of Government Personnel Amending Executive Order No. June 25. 2-97. August 14. 298. 248 Dated May 29. 248. 2004 Terminal Leave Benefit and Monetization of Leave Credits Issuances Civil Service Commission and Department of Budget and Management Joint Circular No. 1998 Civil Service Commission Memorandum Circular No. 1991 Civil Service Commission and Department of Budget and Management Joint Circular No.The Compensation Plan Travel Expenses Issuances Executive Order No. May 29. 1991. 248 Dated May 29. 1995 as Amended by Executive Order No. 1995. 41. s. Which Prescribes Rules and Regulations and New Rates of Allowances for Official Local and Foreign Travels of Government Personnel Amending Further Executive Order No. 1998. 14. Which Prescribes Rules and Regulations and New Rates of Allowances for Official Local and Foreign Travels of Government Personnel Executive Order No. s. 1995. June 27. 1998 to CSC 3-125 . December 24. 1995 Executive Order No.
Manual on Position Classification and Compensation Issuances Budget Circular No. 2003 Note: Compensation Policy Guidelines and Budget Execution Guidelines are only for internal use of DBM technical staff. 20034. September 26. January 14. 20021. Title Rules and Regulations on the Computation and Payment of Daily Wage 3-126 . 2002 Titles Computation and Funding of Terminal Leave Benefits and Monetization of Leave Credits Compensation for Casual Personnel and Those of Same Nature Issuance Budget Circular No.
1 4. or by other government offices on organization. update and enforce position classification and compensation policies and standards. staffing.6 4-1 . Render advice to or process requests of government entities referred by DBM offices. Position Classification and Compensation Bureau 4.1.1. rules and regulations on organization. position classification and compensation matters. One of the major functions of the DBM to fulfill its mandate is the development. Establish the government-wide budgetary requirements for personal services and associated budgetary items for inclusion in the annual national budget. and classification and compensation of positions.1.Chapter 4 Responsibility Centers in the Administration of the Position Classification and Compensation System 4. guidelines. 4.1.5 4. It carries this out principally through the Organization.220.127.116.11. Monitor government manpower levels and maintain a comprehensive database on government positions and compensation through the Government Manpower Information System (GMIS).1. Maintain. Budget and Management Bureaus (BMBs) and DBM Regional Offices (DBM-ROs).4 4. Develop standards. Below are the pertinent functions of each bureau/office in so far as the PCCS is concerned.1.1 Department of Budget and Management The Department of Budget and Management (DBM) is the primary government agency responsible for the formulation and implementation of the National Budget through the efficient and sound utilization of government funds and resources for the attainment of the country’s development objectives.1 Organization. Position Classification and Compensation Bureau (OPCCB).1. staffing.3 4. administration and maintenance of a unified government Position Classification and Compensation System (PCCS).1.2 Administer and maintain the PCCS. 4.1.
1. Conduct position audits in government agencies to ascertain the duties and responsibilities of positions. and Prepare recommendations/position papers on legislative proposals/bills and proposed executive issuances with specific agency issues on organization. as necessary.2. 4-2 . 4.3 18.104.22.168.10 Perform other related functions as may be provided by law. staffing. staffing and position classification and compensation.9 4. Conduct compensation surveys in private industry to determine prevailing rates of pay for comparable positions in the government.1.1. position classification and compensation proposals of government agencies under their coverage.8 4. Conduct training programs in the field of organization.22.214.171.124 Prepare recommendations/position papers on legislative proposals/bills and proposed executive issuances with policy and government-wide implications on organization.2.Manual on Position Classification and Compensation 4. staffing.1. staffing position classification and compensation. 4. and 4.2. position classification.1.1.4 4. Establish agency-specific annual budgetary requirements for personal services and associated budgetary items for inclusion in the annual national budget.1. and with funding implications.1 Evaluate and process organization. and compensation. staffing.1. Provide technical assistance to government agencies under their coverage on organization.3. position classification and compensation matters.3 The DBM Regional Offices 4.2.5 4.1.2 Budget and Management Bureaus (BMBs) A-E 4.2 4.1 Evaluate and process position classification and compensation proposals of government entities delegated to DBM-ROs.1.2.
3.2.1. rules and regulations. 4.Responsibility Center in the Administration of the PCCS 4.3 4.2 Establish annual budgetary requirements for personal services and associated budgetary items of delegated government entities for inclusion in the annual national budget. particularly the personal services component.2.2.1. The Administrative Officer or equivalent officer shall: 4.5 4.1.1 Cause the preparation of the Position Description Form (PDF). position classification and compensation matters.1 Agency Head The head of the department.1 4.2.3. to ensure compliance with existing laws.1.2. Conduct position audits in delegated government entities to ascertain the duties and responsibilities of positions. and Provide technical assistance to government entities delegated to DBM-ROs on organization.4 4.1. staffing.2. 4.2 The Department/Bureau/Office 4. pay determination and preparation of class specifications. Review budgets of provinces and highly urbanized cities under their coverage. bureau.2 The Administrative Officer or Equivalent Officer The Administrative Officer or equivalent officer of a government agency in charge of human resource management functions serves as the link between the agency and the DBM through the OPCCB/BMB/DBM-RO concerned. and When requested. as necessary. Prescribe the duties and responsibilities of each employee in accordance with the approved classification of the position.126.96.36.199 4.2.2 Ensure compliance by all concerned with the rules and regulations on position classification and compensation.1. 4-3 . office or agency shall: 4. provide information about the functions of the organization and such other matters necessary for position classification.
2. chief accountants.4 4.2. To keep the PCCS updated and responsive with the times.3 Submission of Required Agency Documents/Reports to DBM 4. administrative officers.2 4. Prepare position classification and compensation reports as required by the DBM. 4-4 .1 Assign to the incumbent the duties and responsibilities used as basis for the classification of the incumbent’s position. the DBM enlists the full support of agencies through the submission of agency documents/reports on personnel complement and compensation matters for monitoring. and Keep and maintain official position classification and compensation records.2 4.2.1 A well maintained PCCS would proactively address all issues related to human capital.3.2.3 Review the accomplished PDF for completeness.2. and Review the PDF of employees for consistency with actual duties and responsibilities. and other responsible agency officers to submit current PSIPOP and such other documents/reports as may be required by the DBM shall subject the agency concerned to appropriate sanctions under existing rules and regulations. 4.Manual on Position Classification and Compensation 4. 188.8.131.52 4.2. 4.2. accomplish and update the PSIPOP.2 Failure on the part of agency heads.3 The Immediate Supervisor The immediate supervisor shall: 4.2.3. Indicate BMB/DBM-RO classification action on the agency copy of the PDF and in the Personal Services Itemization and Plantilla of Personnel (PSIPOP). planning and other purposes.3.2.2. and would be an invaluable tool for strategic planning and decision-making in all levels of management.
Constitutional Commission Commissioner.3 Salary Grade 31 . the Speaker of the House of Representatives. No other position in the government service is considered to be of equivalent rank. 5.2. and Members of the House of Representatives and those of 5-1 . and the Chief Justice of the Supreme Court.2 Salary Grades of Positions of Equivalent Ranks The Department of Budget and Management (DBM) determines the positions that are of equivalent ranks to any of the foregoing officials based on the following guidelines: 5.This Salary Grade is assigned to the VicePresident of the Republic of the Philippines and to positions which head the Legislative and Judicial Branches of the government. No other positions in the government service are considered to be of equivalent rank.This Salary Grade is assigned to Senators. the salary grades of positions of constitutional officials are as follows: Position President Vice-President President of the Senate Speaker of the House of Representatives Chief Justice of the Supreme Court Senator Member of the House of Representatives Associate Justice of the Supreme Court Chairman.This Salary Grade is assigned to the President of the Republic of the Philippines as the highest position in the government.2.1 Salary Grade 33 .2 Salary Grade 32 . 6758. 5. namely: the President of the Senate.2.Chapter 5 Salary Grades of Positions of Constitutional and Other Officials and Their Equivalents 5. Constitutional Commission Salary Grade 33 32 32 32 32 31 31 31 31 30 5.1 Salary Grades of Positions of Constitutional Officials Under RA No.
Presidential Adviser. A position. Sandiganbayan. other than ex-officio.Manual on Position Classification and Compensation equivalent rank. can be considered as of equivalent rank to a Department Secretary. Presiding Justice. and UP President. (National Economic and Development Presiding Justice. Ombudsman. Presidential Spokesman.4 Salary Grade 30 .2.Examples of positions included in this Salary Grade are the following: • • • Department Undersecretary. Presidential Assistant I. Solicitor-General. Department Secretary. 5. Presidential Assistant II. Secretary-General of the House of Representatives. Press Secretary. Director-General Authority). Secretary of the Senate. which heads an entity that can be considered organizationally equivalent to a Department by reason of its broad functional scope of operations and wide area of coverage ranging from top level policy formulation to the provision of technical and administrative support to the units under it. 5-2 . Court of Appeals. equivalent rank: • • • • • • • • • • • • • The following are examples of positions of Executive Secretary.
Associate Justice. Deputy Director-General Development Authority). Court Administrator of the Supreme Court. Chief of Staff (Office of the Vice-President). may be placed at this level. boards and similar entities whose operations cut across sectors or are serving a sizeable portion of the general public and which coverages are nationwide or whose functions are comparable to the aforecited positions. Court of Appeals. 5-3 . Deputy Ombudsman.Salary Grades of Positions of Constitutional and Other Officials and Their Equivalents • • • • • • • • • • Government Corporate Counsel. Special Prosecutor. UP Executive Vice-President. (National Economic and Heads of councils. Sandiganbayan. commissions.5 The salary grades of positions not mentioned herein or those that may be created shall be determined based on the above guidelines. and SUC President IV. 5. Associate Justice.2.
II. II.1 The Teachers’ Preparation Pay Schedule (TPPS) The TPPS is the position classification and compensation scheme for teaching positions in elementary and secondary schools.19. II. school librarians who are similarly assigned teaching loads.Chapter 6 Position Classification and Compensation Scheme for Teaching Positions in Elementary and Secondary Schools There is no distinction between the duties of one teaching position and those of other teaching positions.18 It also applies to certain classes of positions in the Library Services Group which have at least one teaching load: 6-1 . I. V IV. It similarly applies to guidance counselors/coordinators. II.1 Coverage The TPPS applies to the following classes of positions: Class Teacher Master Teacher Head Teacher Special Education Teacher Special Science Teacher Guidance Counselor Guidance Coordinator School Farming Coordinator Vocational Instruction Supervisor I. V Salary Grade 10.12 16. I.2 Components of the TPPS 6.15. III. I.18 13. The deviation is made in the case of teachers to encourage and reward initiatives for professional growth which are vital in a dynamic educational system. Hence.19 13. 11.15. I. The progression to a higher position level.16.16. school dentists and other school employees. I. It does not cover school nurses. III III III III IV IV.12 13. which does not entail an increase in duties and responsibilities. III.18. II. V.17.14. teaching positions are classified based on the personal qualifications of the incumbents thereof rather than based on the preponderant duties and responsibilities and qualification requirements of the positions. III. II.17.14. Level III III. II. I.16. II. This concept deviates from existing standards that work assignments determine the classification and pay levels of positions. 6.22. school physicians. II. VI IV. 24 10. recognizes the increase in the academic preparation level.17.11. I. All are involved in classroom teaching.14.14. 6.2. I.15 13. 17 13.15 16.
in consultation with the Department of Budget and Management (DBM). SG-18 School Librarian I. SG-16 Teacher II. SG-12 School Farming Coordinator III. SG-13 Head Teacher IV. SG-12 Teacher III. SG-14 Guidance Counselor II. SG-15 Guidance Counselor III. SG-10 School Farming Coordinator I. maintains the TPPS. SG-13 Vocational Instruction Supervisor I. SG-17 Special Education Teacher II. SG-15 Vocational Instruction Supervisor III. SG-12 Head Teacher III. SG-11 School Farming Coordinator II.11.12 The TPPS does not apply to Librarian positions not assigned in schools. SG-17 * ** *** Bachelor of Science in Education or equivalent Bachelor of Science in Education or equivalent plus 20 units in Master of Arts or 20 years of teaching at Level I or Level IV in the case of Head Teachers Master of Arts 6-2 . College and University Teaching Teachers’ Academic Preparation BSE* BSE + 20** MA*** School Librarian III. SG-10 Head Teacher I. SG-11 Head Teacher II. III Salary Grade 10. 6.Manual on Position Classification and Compensation Class School Librarian Level I. SG-10 SG-11 Teacher I.2 Basis of Classification of Positions The Department of Education (DepEd). SG-13 Guidance Counselor I. as shown below: Occupational Group Library Services School.2. SG-14 Vocational Instruction Supervisor II. SG-14 Head Teacher V. School Librarian II. SG-15 Head Teacher VI. II. SG-16 Special Education Teacher I. SG-18 Special Education Teacher III.
2.2.2. Teacher III. training and experience.2.1 Table of Equivalents 6-3 . the classification of the teaching positions and others similarly covered are in accordance with the principle of “equal pay for equal work.2 teaching experience including those in private schools.2. e.2. The existing equivalents and areas of equivalents are as follows: 6.2.3 extra-curricular growth. establishes “equivalents” to the academic preparation prerequisites and defines the “area of equivalents” and the corresponding units or points. 6..2 activities for professional Academic Preparation Prerequisites The minimum requirements for the classification of positions to the levels established for each class of positions are as follows: 184.108.40.206 Level II.1. Guidance Counselor III .Classification and Compensation Scheme for Teaching Positions in Elementary and Secondary Schools 6.1.2.Master’s degree or equivalent. Teacher II. plus 20 graduate units.2..1 Factors for Classification of Positions Under the TPPS.2. School Librarian I Bachelor of Science in Education degree or equivalent.3 Level III.2. and 6.3. Teacher I.1 academic or educational preparation. and 6. 6..2.2. e.2.g.2.2.2. e.1 Level I.2.3 Equivalents and Areas of Equivalents The DepEd.Bachelor of Science in Education degree or equivalent. in consultation with the DBM.2. 6. 6.g.2.” The classification of such positions are determined based on: 6. Guidance Counselor II . School Librarian III.2.2.g.
Manual on Position Classification and Compensation
Basic Preparation For Level I Bachelor’s degree for teachers (BSE, BSEE, etc.) 1(a) Bachelor of Pedagogy, Bachelor in Library Science, Bachelor of Science in Nursing, etc. (b) All other Bachelor’s degree courses plus at least 18 professional education units For Level II Bachelor’s degree for teachers plus 20 years teaching experience (BSE+20) 2(a) Courses in No. 1(a) above plus 20 graduate units Bachelor’s degree for teachers or equivalent with at least 20 years teaching experience Bachelor’s degree for teachers plus at least 20 units of credit allowances Teacher’s Certificate (2 or 3 years) or equivalent with at least 20 years teaching experience 148 or more units (according to major or minor subject) Category I (Equivalent Titles or Degrees) Category II (Years of Teaching) Category III (Credit Allowances)
(b) Courses in No. 1(b) above with at least 18 professional education units plus 20 graduate units For Level III Master’s degree Master of Science/ in Education Arts Bachelor’s degree for teachers or equivalent with at least 20 graduate units plus 20 years of teaching experience Bachelor’s degree for teachers or equivalent with at least 20 graduate units, plus credit allowances. The total of graduate units and credit allowances should be equal to the number of units required to graduate with an MA degree.
Classification and Compensation Scheme for Teaching Positions in Elementary and Secondary Schools 220.127.116.11.2 Table of Areas of Equivalents
Professional Activities 1. Formal Training 2. Service in professional committees a. Workshop, seminar, conference, etc b. Special assignment from the Director to perform special educational activity (assignment by detail excluded) 3. Educational travel not for study purposes (report to be submitted and evaluated) 4. Work experience a. Trade (must be functionally related to school assignment) b. Camp counselor 5. In-service training on the national level a. Boy Scouting for scout masters b. Public administration or educational supervision 6. Teaching experience with paid service a. Public school b. Government summer school c. Private school prior to assignment in public school d. Private school courses different from subjects taught in public schools 7. Authorship of educational material excluding thesis and dissertations used to obtain a Master’s or Doctor’s degree 8 Administrative and supervisory experience a. Public school b. Private school Units of Credit 1 unit per academic unit 1 unit per 25 hours 1 unit per assignment of not less than 30 hours 2 units months per 6
5 units per year 1 unit per 2-week camping 1 unit per training period 1 unit per training period 1 unit per 3 years ½ unit per 3-unit course 1 unit per 5 years 1 unit per 3 unit course, ½ unit per annual high school subject 5 units
1 unit per 2 years 1 unit per 4 years 6-5
Manual on Position Classification and Compensation 18.104.22.168 The Equivalents Record Form (ERF) 22.214.171.124.1 The ERF is a tool for determining the appropriate classification of a Teacher position. It reflects the educational preparation, training, teaching experience, workshop and seminars for professional growth undertaken by a teacher. • The ERF contains information on position title, unique item number and authorized salary in the current Personal Services Itemization and Plantilla of Personnel (PSIPOP). Credits claimed as to educational preparation, years of teaching experience in public or private schools and professional activities shall be itemized and supported either by the original or certified true copy of the teacher’s special orders, diploma or transcript of records. The authenticity of the documents such as educational preparation and seminars attended shall be certified by the school registrar and the director of training, respectively. The allowable credits are computed on the basis of the Table of Equivalents. The educational preparation, teaching experience and credits allowed are matched with corresponding category in the preparation and classification levels of the TPPS.
126.96.36.199.2 The processing of the ERF involves the following steps: • Role of the DepEd ♣ The filling of the ERF can be initiated either by the schools division (SD) or the teacher concerned.
Classification and Compensation Scheme for Teaching Positions in Elementary and Secondary Schools ♦ SD Initiative 1. The SD shall identify teachers with 20 or more years of teaching experience, evaluate the duly certified service records, prepare the Certification as to the names of qualified teachers, and inform the teacher concerned that such submission has been made on his/her behalf. 2. In case of approval, the SD shall determine whether or not the approved ERF is within the cut-off date. In case of disapproval, the teacher shall be informed by the SD concerned. Teachers retiring during the year are not covered by the cutoff dates. 3. If within the cut-off date, the SD shall prepare a request for ERF implementation which shall be endorsed and submitted together with the duly certified service records and Certification as to the names of qualified teachers by the DepEd Regional Office (RO) to the DBM RO concerned. 4. Upon receipt of the Notice of Organization, Staffing and Classification Action (NOSCA), the DepEd RO shall prepare the Notices of Salary Adjustment (NOSA) and the necessary adjustment to the salaries of the teachers concerned.
Manual on Position Classification and Compensation 5. The SD shall issue the NOSA to the teacher concerned. ♦ Teacher’s Initiative 1. A teacher who has rendered less than 20 years of service but has earned 20 masteral units shall prepare and submit his/her ERF to the SD. 2. The ERF shall be evaluated by the SD and post-audited by the DepEd RO concerned to determine whether or not it meets the required points. 3. The teacher shall be duly informed by the DepEd RO through the SD whether his/her ERF is approved or disapproved. 4. Consequently, steps 2 to 5 of the SD Initiative are taken. ♣ The flow chart for the processing of ERFs is shown in Annexes A and A-I of this Chapter. • Role of the DBM ♣ The DBM RO shall determine whether or not there are available funds for the implementation thereof. If none, the same shall be returned to the DepEd RO with the information that the reclassification may be considered in the next budget cycle. ♣ If there are available funds, the DBM RO shall prepare the corresponding NOSCA and issue the same to the DepEd RO. The salary adjustment accruing to the teachers concerned
Classification and Compensation Scheme for Teaching Positions in Elementary and Secondary Schools shall be charged against the lump-sum for ERF implementation. 188.8.131.52.3 Specific Compensation Guidelines Teachers with Approved ERFs 184.108.40.206.3.1 for
Movement in position level due to the implementation of the ERF is considered as reclassification, which simultaneously partaking the nature of promotion. Allowable salaries of teachers with approved ERFs To determine the salary that may be authorized for teachers and other teaching related personnel who are appointed to higher level positions due to approved ERFs, the rules on promotion under Item 1 of Annex C of NBC No. 458 may be adopted. To illustrate: A Teacher I whose salary is on the 5th step of SG-10 due to step increment based on length of service, with an approved ERF as Teacher II, SG-11 shall have his salary adjusted to 3rd step of SG-11, applying the rules of promotion. From: Teacher I, SG-10 at P10,971 per month (5th step) To: Teacher II, SG-11 at P11,068 per month (3rd step)
2.1 Career Lines 6. Four (4) levels of Master Teacher classes under the CTCL. Thus. following the school administration career line. the Career Progression System for Public School Teachers attaches a premium to classroom effectiveness and allows teachers to remain in the classroom while advancing in status and compensation. or as Master Teacher.2. 220.127.116.11.3. teachers are given the option of choosing alternative career lines in school administration or classroom teaching. Likewise.1.3. Thereafter.2 Classroom Teaching Career Line (CTCL) 6.3 Career Progression System for Public School Teachers In addition to the TPPS.1.1 For purposes of advancement. 6.2 6.3. which falls under the teaching career line. step increments previously earned by a teacher shall no longer be credited in his new position. a teacher may be promoted either as Elementary/Secondary School Principal. 6. were created as follows: 6-10 . recognition and compensation for whatever career line a teacher chooses.1 Executive Order No. teaching services not credited in the ERF evaluation can no longer be used in computing the step increments of the incumbent in his reclassified position.Manual on Position Classification and Compensation 6.2. At the base of the career system is the Teacher position. The system provides for equivalence in duties.3 Grant of step increment due to length of service The reckoning date for the grant of step increment shall be based on the date of appointment to the latest position of the incumbent.3. 500 established a system of career progression and promotion for public school teachers.
2 For secondary schools: One (1) Master Teacher position regardless of level may be allowed per subject area with at least 5-7 authorized teacher positions within the school.1 All Master Teachers shall be administratively under the school heads where they are 6-11 .2.6% of the total number of authorized teaching positions.4 Attributes and Functions The following attributes and functions have been identified for Master Teacher levels: 18.104.22.168. There is.3. a quota system on the allowable number of Master Teacher positions in elementary and secondary schools. 6. and teaching experience.3 • 6. performance rating.4.1 For elementary schools: Total Master Teacher positions shall not exceed 10% of the total authorized teacher positions in the district. to wit: • Master Teacher I positions shall not exceed 6.2. An applicant must possess all the prescribed qualifications to be considered for a particular level which is measured in terms of educational preparation. likewise. Master Teacher II positions shall not exceed 3. 6. The quota system as determined by the DepEd.3.3.Classification and Compensation Scheme for Teaching Positions in Elementary and Secondary Schools Class Teacher I Teacher II Teacher III Teacher IV Salary Grade 16 17 18 19 Master Master Master Master 6. is as follows: 6.2 There are established qualitative and quantitative criteria for each level of Master Teacher.2.2. in consultation with DBM.4% of the number of authorized Master Teacher I positions.22.214.171.124.
126.96.36.199. 6.4 Master Teachers shall serve as demonstration teachers or teacher consultants in other schools in the district.4 188.8.131.52.2.3.2 Permanent teacher.3.1 6.4.1. 6.5 Criteria As provided under DECS Order No.184.108.40.206. At least 3 years experience.220.127.116.11 At least 25 points in leadership and potential. 57.2 Master Teachers shall have regular teaching loads.3. or has been a demonstration teacher in the district level plus 15 points in leadership and potential.18.104.22.168 Master Teacher II 6-12 .1.4.3 6.3.1 Master Teacher I 6. Bachelor’s degree for teachers or equivalent as provided in the Magna Carta for Public School Teachers.2.3. 22.214.171.124. 6. series of 1997.1.Manual on Position Classification and Compensation assigned notwithstanding their rank and salary.3 Master Teachers shall guide other teachers in the school or district towards improving their competencies as well as taking the lead in the preparation of instructional materials. Very satisfactory performance rating for the last two years.126.96.36.199.3. the requisites/qualifications needed for a candidate to be considered for the Master Teacher position are as follows: 6. and teaching 6.2.
3.5.A.3.1 188.8.131.52 6. plus completion of academic requirements for Master of Arts. or has been a demonstration teacher in the division level plus 20 points in leadership and potential.184.108.40.206.2. and At least 30 points in leadership.5.Classification and Compensation Scheme for Teaching Positions in Elementary and Secondary Schools 6. 6.A. M. The following are considered M.5.3.3. provided the activities or accomplishments listed for this purpose had not been credited or used for similar promotions.3.2 Master Teacher II.2.3. equivalent: • Bachelor’s degree for teachers or equivalent plus 20 years experience and at least 20 M.2.3 Master Teacher III 6.3 Master Teacher I for at least one year.2. in education or equivalent.2.5. units.A. potential and achievement.5.3. • 6-13 . Very satisfactory Master Teacher I.3.3. Bachelor’s degree for teachers or equivalent plus at least 20 graduate units and at least 18 credit allowances. rating as Bachelor’s degree for teachers or equivalent as provided in the Magna Carta for Teachers.2.4 6.1 6.5.
3.3 School Administration Career Line The second career line is school administration which covers Head Teachers and School Principals.220.127.116.11. 18.104.22.168.3.3. M.5. Outstanding performance rating as Master Teacher III. It shall then be reviewed and verified by the DBM RO concerned.4 Master Teacher IV 6. potential and achievement.3. Chapter I of Republic Act (RA) 9155. subject to the budget rules and regulations on release of funds prescribed under National Budget Circular No.Manual on Position Classification and Compensation 6.2.A. Section 7. provided the activities or accomplishments cited for this purpose had not been credited for an earlier promotion.2.4 Very satisfactory performance rating as Master Teacher II. 6. 303 and National Compensation Circular No.3. and At least 60 points in leadership.2. provides that the selection.1 Item E (12).5.3. 6. respectively. 6.4. in Teaching or Masters in Education.1 22.214.171.124.4.3 6. and achievements provided the accomplishments and achievements cited for this purpose had not been credited for an earlier promotion. promotion and designation of school heads shall be anchored on the 6-14 . in Education. and At least 45 points in leadership.3 6.4 Requests for reclassification of teaching positions to Master Teacher I and from Master Teacher I to Master Teacher II shall be supported by the plantilla and the pertinent evaluation documents. 6. potential.5.4.2 Master Teacher III.A.126.96.36.199. At least an M.3.
2003 (Annex B). 2003 dated November 27. 4670 (Magna Carta for Public School Teachers) provides that the actual classroom teaching hours for a teacher shall not be more than 6 hours per day or 30 hours per week.3. 6-15 .2.3. correction of exercises and other work incidental to their normal teaching duties.3 Promotion to higher Head Teacher (HT) and Principal positions shall be an open ranking basis where merit and fitness are the main consideration and not the position. The rates.4. 85. fitness and equality.188.8.131.52 Education and Training 6.4 Compensation Benefits of Teachers 184.108.40.206.2 Experience and Outstanding Accomplishments 6. in addition to the following criteria: 6. Teaching hours in excess thereof are paid honoraria.4 6.3.3. rather than on the number of teachers/learning facilitators and learners in the school. The modified qualification standards for Head Teacher and Principal positions are prescribed under Civil Service Commission (CSC) Resolution No. s.3.2.5 6. The number of teaching hours is designed to give teachers ample time for preparation of lesson plan.1 Performance 6. The detailed guidelines on the selection.3.3. promotion and designation of school heads are provided under DepEd Administrative Order (AO) No.3. 6.3.2 Applicants for Head Teacher and Principal positions must possess executive and managerial competence.Classification and Compensation Scheme for Teaching Positions in Elementary and Secondary Schools principles of merit.3.2.3. competence.3. 040863 promulgated on July 28. 2004 (Annex C).3. 6.5 Psycho-social Attributes and Personality Traits 6.4 Potential 6.1 Honoraria for Teaching Overload Section 13 of RA No.3.
Sundays and holidays in the course of the regular school year.2 Proportional Vacation Pay 6.1.600 Where: AR = W = T = Annual salary rate of each teacher proposed to be paid honoraria Total teaching hours (This is computed at 40 hours/week multiplied by 40 weeks or 1. 600 hours.Manual on Position Classification and Compensation which shall be based on the Prime Hourly Teaching Rate (PHTR). Those incurring absences without pay of more than 1 ½ days are still entitled to PVP. The service credits earned by teachers may be used to offset absences of teachers due to illness or to offset proportional deduction in PVP.2.4.2 6.1 Among the benefits unique to public school teachers is the proportional vacation pay (PVP) whereby teachers are paid during the Christmas break and the summer vacation.25 = 0. Teachers who rendered continuous services in a school year without incurring absences without pay of more than 1 ½ days are entitled to full salaries during Christmas and summer vacation.000781 AR W 1.4.4 6. Teachers earn service credits when they render authorized services during the vacation period.3 220.127.116.11 6-16 .2. 6.2.4. shall be computed in accordance with the following formula: AR AR PHTR = ------. Saturdays.25 or 125% of the teacher’s remuneration for services in excess of 6 hours actual teaching per day but not more than 2 hours.2.4.) 1.4.T = --------. 6. computed in proportion to the number of days they have served during the school year.
4670 and as amended/modified by RA No. A multi-grade teacher is defined as a public school teacher handling a class of two or more grades. 6. GSIS and DBM Circular No. 6-17 6.3.4. 6758.1 As provided under Joint DECS. from Grades I to IV.4. Schools that are directly motorized land or water transport do hardship posts. 1. The one salary grade increase shall take effect on the last day of the service of the retiring public school teacher. animal ride or banca wholly.3. on regular or temporary status of employment.Classification and Compensation Scheme for Teaching Positions in Elementary and Secondary Schools 6. The hardship/special hardship allowance shall not exceed 25% of the basic pay of the teacher. Combined or multi-grade classes may be allowed at the primary level. 4670. is given to all teachers who are assigned to hardship posts whether resident or transient.4. and is in lieu of hazard duty pay.4.4.3 6. Hardship posts are public schools that only by hiking.2 . series of 1997. partly or accessible by not qualify as 6.1 Hardship Allowance.2 6. CHED.4.4.4. Similarly covered are positions which fall within the purview of a public school teacher as defined under Section 2 of RA No.3. are accessible ride.4 One Salary Grade Increase for Retiring Public School Teachers 6.4.5 6.4 Special hardship allowance is granted to teachers assigned to handle multi-grade classes. all incumbents of public school teacher positions are entitled to one (1) salary grade increase on the last day of service for retirement benefit purposes. if the school age population for a given grade cannot meet the minimum requirement of 15 pupils per class.4.3.3. The salary of the retiring teacher shall be adjusted upward by one salary grade at the same step of his/her previously assigned salary grade.3 Hardship/Special Hardship Allowance 6. as provided under Section 19 of RA No.4.
Modification effected in the GMIS NOSCA/ SARO Receives salary adjustment 6-18 .Manual on Position Classification and Compensation Annex A Flowchart for Processing ERFs Schools Division Initiative Teacher Department of Education (DepEd) Schools Division (SD) Identifies teachers with 20 or more years of teaching service Regional Offices (RO) DBM RO Next Budget Cycle Prepares Certification as to names of qualified teachers Certification Determines if within cut off date Determines if retiring during the year Within the cut off date? No No Retiring during the year? Yes Prepares the requests for ERF implementation Yes Endorses request Certification and endorsement letter Next Budget Cycle Transmits DBM disapproval No Funds available? Yes NOSA NOSCA/ NOSA NOSCA/ NOSA Prepares NOSA Prepares NOSCA and SARO.
Modification effected in the GMIS NOSCA/ SARO Receives salary adjustment 6-19 .Classification and Compensation Scheme for Teaching Positions in Elementary and Secondary Schools Annex A-I Flowchart for Processing ERFs Teacher’s Initiative Teacher Department of Education (DepEd) Schools Division (SD) Pre-evaluates the ERF Regional Offices (RO) Post-audits the ERF Certification DBM RO Prepares and submits ERF Letter Informs the teacher Letter No Required points met? Prepares Certification as to names of qualified teachers yes Certification Determines if within cut off date? Determines if retiring during the year? No Within the cut off date No Yes Ye Retiring during the year Yes Prepares the requests for ERF implementation Endorses request Certification and endorsement letter Transmits DBM disapproval No Funds available? Yes NOSA NOSCA/ NOSA NOSCA/ NOSA Prepares NOSA Prepares NOSCA and SARO.
O. Pasig City.Manual on Position Classification and Compensation Annex B REPUBLIKA NG PILIPINAS REPUBLIC OF THE PHILIPPINES KAGAWARAN NG EDUKASYON DEPARTMENT OF EDUCATION Dep Ed Complex. 9155. Public Elementary and Secondary Schools Pursuant to the Implementing Rules and Regulations of R. 85 s. (SIGNED) EDILBERTO C. PROMOTION AND DESIGNATION OF SCHOOL HEADS TO: Undersecretaries Assistant Secretaries RegionaL Directors Schools Division/City Superintendents Heads.. Immediate dissemination of and compliance with this Order is directed. 2003 GUIDELINES ON THE SELECTION. competence. It is based on these principles that the enclosed guidelines are hereby issued. 1. the selection. Meralco Ave. 2003 Allotment: 1 __ (D. fitness and equality. Philippines Tanggapan ng Kalihim Office of the Secretary DepEd ORDER No. promotion and designation of school heads shall be based on merit.: As stated Reference DepEd Order No.A. 2. DE JESUS Secretary Encl. 50-97) To be indicated in the Perpetual Index under the following subjects: OFFICIALS POLICY PROMOTION November 27. 6-20 . s. 2003 1.
fitness and equality. inspire the respect and cooperation of people and promote the development and effectiveness of people within the organization.Classification and Compensation Scheme for Teaching Positions in Elementary and Secondary Schools GUIDELINES ON THE SELECTION. The ability to lead in crafting a shared school vision including the development of curriculum policies and practices which provide success for all students. The ability to expire complex issues from a global perspective. II. promotion. in addition to the following criteria: i. v.1 Aspirants for Principalship must pass a test to be considered for selection and promotion. The selection. The ability to work with various stakeholders. Applicants for Head Teacher and Principal positions must possess executive and managerial competence. Rule VI of the Implementing Rules and Regulations of Republic Act No. Education Leadership. PROMOTION AND DESIGNATION OF SCHOOL HEADS I. a school head is expected to possess the following leadership dimensions: 1. promotion and designation of school heads shall be anchored on the principles of merit. Policies pertaining to Principals 3. 2. As such.1. to focus resources and motivate people in the realization of the shared school vision. 2. Performance Experience and Outstanding Accomplishments Education and Training Potential Psycho-social Attributes and Personality Traits Annex 1 presents the details on these criteria. competence. ii. iv. It is within the framework of leadership that the succeeding guidelines on the selection. 3. develop effective relationships with diverse individuals and groups. to manage an educational enterprise. People Leadership. Leadership Framework Pursuant to Section 6. Basic Policies 1. 6-21 . 3. 9155 (Governance of Basic Education Act of 2001) there shall be a school head for all public elementary and secondary schools or a cluster thereof. A school head is a person responsible for the administrative and instructional supervision of the school or cluster of schools. Strategic Leadership. iii. and designation of school heads have been formulated.
2 Those who pass the test shall form the pool of qualifiers from which shall be drawn those who will undergo the training for Principalship. 3. d. 6-22 . 5. The Department Central Office will set the standards for testing. 3.2 The ranking of candidates to a Head Teacher position shall be open to all qualified applicant/candidates. 5. Test development and quality assurance will be provided by the Regional Office. c. The test shall serve as a mechanism for evaluating the aspirants in terms of the 3-dimensional leadership qualifications.Manual on Position Classification and Compensation a. those who have successfully completed the Basic School Management Course (BSMC) and the Strategic Management and Instructional Leadership Course for School Administrators (SMILE-CSA) being conducted by the National Educators Academy of the Philippines (NEAP) will be exempted from the test requirement for a one year period reckoned from the date of the issuance of this Order. The test administration will be division-based. It may consist of paper & pencil. Policies pertaining to Head Teachers 4. the aspirant must be any of the following: Master Teacher I for at least two (2) years Master Teacher II for at least one (1) year Head Teacher for at least one (1) year Teacher-in-Charge for at least two (2) years Teacher III for at least three (3) years Teacher II for at least four (4) years Teacher I for at least five (5) years b. simulation.5 The appointment of a school principal shall be non-station specific.1 The Schools Division Superintendent shall designate Teachers-In-Charge.3 Pending the development of the test.2 To be designated as Teacher-In-Charge. To qualify for the test. 4. a teacher must have teaching experience of at least three (3) years.1 Promotion to higher Head Teacher positions shall likewise be on an open ranking basis. Policies pertaining to Teacher-in-Charge 5. 4. etc.4 The ranking of candidates for Principal position shall be open to all qualified applicants/candidates. 3. 3.
Computation of Points 1. Outstanding Accomplishment/s Measures Maximum No.5 100 In the evaluation of accomplishment/s. the following matrix is suggested. a specific number of points is assigned to each criterion as follows: Criteria Performance Rating Experience/Outstanding Accomplishments Education/Training Potential Psychosocial attributes and Personality traits Total 2.5 2. of Points 5 5 4 See Annex II 4 4 3 25 Outstanding Employee Award Innovations Research and Dev. of Points 40 10/25 10/10 2. Projects Publication/Authorship Consultancy/Resource Speakership Linkages & Resource Mobilization TOTAL Annex II presents the details on computation of points.Classification and Compensation Scheme for Teaching Positions in Elementary and Secondary Schools III. 6-23 . In computing the number of points for purposes of ranking the Head Teacher/Principal.5 2.5 Total 40 35 20 2. Maximum No.
as Principal Criteria Education PIV BEEd/BSE + 9 units of Management 8 hrs. of relevant training HTVI BEEd/BSE or its equivalent or Bachelors degree with 18 professional education units 8 hrs. TI for at least 5 yrs. of relevant training 1 yr. For Head Teacher and Principal: Training credited in the previous promotion will not be considered in succeeding promotion.BEEd/BSE + 6 units fessional units in educa. TIC for at least 3 yrs. of relevant training 1 yr. of relevant training MT I for at least 2 yrs... of relevant training HTIII BEEd/BSE or its equivalent or Bachelors degree with 18 professional education units 8 hrs. HT for at least 1 yr.Manual on Position Classification and Compensation Annex I Following are the basic qualifications required of: I.of Management tion or its equivalent 8 hrs. 6-24 . of relevant training 1 year as TIC or 3 yrs. VS for the last 3 yrs. of relevant training HTIV BEEd/BSE or its equivalent or Bachelors degree with 18 professional education units 8 hrs. VS for the last 3 yrs.. as Principal BEEd/BSE with 18 pro. Head Teacher HTI BEEd/BSE or its equivalent or Bachelors degree with 18 professional education units 8 hrs. of relevant training HTV BEEd/BSE or its equivalent or Bachelors degree with 18 professional education units 8 hrs. Teaching experience Criteria Education HTII BEEd/BSE or its equivalent or Bachelors degree with 18 professional education units 8 hrs.. MT II for at least 1 yr. as Principal Performance Note: VS for the last 3 yrs.. of training relevant Training Experience 1 yr. Principal PI PII PIII BEEd/BSE + 6 units of Management 8 hrs. TII for at least 4 yrs. VS for the last 3 yrs. of relevant training Training Experience 1 year as HT VS for the last 3 rating periods 2 years as HT VS for the last 3 rating periods 3 years as HT VS for the last 3 rating periods 4 years as HT VS for the last 3 rating periods 5 years as HT VS for the last 3 rating periods Performance VS for the last 3 rating periods Note: Promotion to higher Head Teacher (HT) positions shall be on an open ranking basis where merit and fitness shall be the main consideration and not the position II. or or or or or 8 hrs.
.1 pt. 6-25 . Performance Rating (40 points) Numerical Rating result multiplied by forty (40) per cent II. . pts. . . 1 2 3 4 pts. . .3 pts.2 pts. .Classification and Compensation Scheme for Teaching Positions in Elementary and Secondary Schools Annex II COMPUTATION OF POINTS I.) . . Outstanding Accomplishments (25) points A. . Experience (10) points Relevant experience consists of the performance of duties and functions relevant to the next higher position over a period expressed in years with every year given a point but not to exceed ten (10) points equivalent to 10 years. pts.3 pts.4 pts. III. Research and Development Projects (5 points) Conducted research at other levels Conducted research at the other school level Conducted research at the division level D. Outstanding Employee Award (5) points Awardee in the school Nomination in the division/awardee in the district Nomination in the region/awardee in the division Nomination in the Department/awardee in the region National awardee (Kapwa Award/Pagasa Award/ Presidential Award) B.4 pts. pts. Innovations (5 points) Conceptualized an innovative work plan and properly documented and approved by immediate chief and attested by authorized regional/division official Implementation of work plan has been started Work plan has been implemented with documented outputs Work plan or essential parts thereof adopted for wider implementation C.5 pts.5 pts. .5 pts. Research and Development Projects (5 points) Sole Authorship of a book Co-authorship of a book (Shall be divided by the number of authors) Articles published (Per article but not to exceed 4 pts.5 pts.1 pt.
4 pts. 6 pts. 6-26 . . pts. . VI. Education and Training (20 points) A. pts. 8 pts. 1 2 3 4 5 pt. 4 pts.5 points) 2 pts. Potential (2.Manual on Position Classification and Compensation E. pts.10 pts. Consultancy/Resource Speakership in Training/Seminars/ Workshops/Symposia (5 points) District level Division level Regional level National level International level IV. 10 pts.5 points) Psychosocial attributes and physical characteristics (2. Education (10 points) Bachelors degree in Education Ma units 18 units 24 units or completion of academic requirements MA degree B.6 pts. . .8 pts. Training (10 points) Participant in 3 or more training activities For at least 2 days Co-chairmanship of a technical committee Chairmanship of a technical committee Co-chairmanship of a planning committee Chairmanship of a planning committee V. pts.
Edilberto C. considered. 030962 dated September 12. and once approved they shall be adopted by the Commission as qualification standards in the attestation of appointments of the agency concerned. the Commission Resolves to approve the modified qualification standards of the following positions in the Department of Education: POSITION TITLE SG LEVEL EDUCATION EXPERIENCE TRAINING ELIGIBILITY For Elementary School Head Teacher II 14 2 Bachelor’s degree in Elementary or Bachelor’s degree with 18 professional education units 1 year as Head Teacher 8 hours of relevant training RA 1080 (Teacher) 6-27 .” (Underscoring supplied). Said Act provides. 040863 Secretary Edilberto C. s. He likewise stated that that the proposed modified requirements are not lower than those provided under the CSC Qualification Standards. competence.Classification and Compensation Scheme for Teaching Positions in Elementary and Secondary Schools Annex C DE JESUS. fitness and equality. Promotion and Designation of Schools Heads under DepEd Order No. promotion and designation of school heads shall be based on merit. Teacher I to VI and Principal I to iv (For Secondary School) Positions in the Department of Education x----------------------------------------------------------x RESOLUTION NO . 2003 specifically the 3rd paragraph provides that “Agencies are encouraged to set specific or higher standard for their positions. otherwise known as the Basic Education Act of 2001. 2. foregoing premises. These standards shall be submitted to the Commission for approval. among other things. WHEREFORE. Part I – General Policies of CSC MC No. 2003 pursuant to RA 9155. De Jesus of the Department of Education (DepEd) requests the modification of its 1995 approved qualification standards for the following positions: For Elementary School Head Teacher I to III Principal I to IV For Secondary School Head Teacher I to VI Principal I to IV Secretary De Jesus stated that the modification is anchored under DepEd’s Guidelines on the Selection. 85. Re: Qualification Standards for Head Teacher I to III and Principal I to IV (For Elementary School). Policy No. that the selection. An evaluation of DepEd’s proposed modified qualification standards vis-à-vis the approved minimum qualification standards of positions as provided in the 1997 Revised Qualification Standards Manual shows that the proposed modified qualification standards are higher.
Manual on Position Classification and Compensation POSITION TITLE Head Teacher III SG LEVEL 15 2 EDUCATION Bachelor’s degree in Elementary or Bachelor’s degree with 18 professional education units EXPERIENCE 2 years as Head Teacher TRAINING 8 hours of relevant training ELIGIBILITY RA 1080 (Teacher) For Secondary School Head Teacher I 13 2 Bachelor’s degree in Elementary or Bachelor’s degree with 18 professional education units with appropriate field of specialization Bachelor’s degree in Elementary or Bachelor’s degree with 18 professional education units with appropriate field of specialization Bachelor’s degree in Elementary or Bachelor’s degree with 18 professional education units with appropriate field of specialization Bachelor’s degree in Elementary or Bachelor’s degree with 18 professional education units with appropriate field of specialization Bachelor’s degree in Elementary or Bachelor’s degree with 18 professional education units with appropriate field of 1 year as Teacher-InCharge or 3 years teaching experience 8 hours of relevant training RA 1080 (Teacher) Head Teacher II 14 2 1 year as Head Teacher 8 hours of relevant training RA 1080 (Teacher) Head Teacher III 15 2 2 years as Head Teacher 8 hours of relevant training RA 1080 (Teacher) Head Teacher IV 16 2 3 years as Head Teacher 8 hours of relevant training RA 1080 (Teacher) Head Teacher V 17 2 4 years as Head Teacher 8 hours of relevant training RA 1080 (Teacher) 6-28 .
or MT II for at least 1 yr..Classification and Compensation Scheme for Teaching Positions in Elementary and Secondary Schools POSITION TITLE SG LEVEL EDUCATION specialization Head Teacher VI 18 2 Bachelor’s degree in Elementary or Bachelor’s degree with 18 professional education units with appropriate field of specialization 5 years as Head Teacher 8 hours of relevant training RA 1080 (Teacher) EXPERIENCE TRAINING ELIGIBILITY For Elementary School Principal I 18 2 Bachelor’s degree in Elementary or Bachelor’s degree with 18 professional education units MT I for at least 2 yrs... or T II for at least 4 years. or T III for at least 3 years. or T I for at least 5 years 1 year as Principal 8 hours of relevant training RA 1080 (Teacher) Principal II 19 2 Bachelor’s degree in Elementary or Bachelor’s degree with 18 professional education units + 6 units of Management Bachelor’s degree in Elementary or Bachelor’s degree with 18 professional education units + 6 units of Management Bachelor’s degree in Elementary or Bachelor’s degree with 18 professional education units + 6 units of Management 8 hours of relevant training RA 1080 (Teacher) Principal III 20 2 2 years as Principal 8 hours of relevant training RA 1080 (Teacher) Principal V 21 2 3 years as Principal 8 hours of relevant training RA 1080 (Teacher) 6-29 . or TIC for at least 2 years. or HT for at least 1 yr.
6-30 .. that the above approved qualification standards shall be the bases of the Civil Service Commission in the attestation of appointments and other personnel actions. or TIC for at least 2 years. or MT II for at least 1 yr.Manual on Position Classification and Compensation POSITION TITLE SG LEVEL EDUCATION EXPERIENCE TRAINING ELIGIBILITY For Secondary School Principal I 18 2 Bachelor’s degree in Elementary or Bachelor’s degree with 18 professional education units MT I for at least 2 yrs. or T I for at least 5 years 1 year as Principal 8 hours of relevant training RA 1080 (Teacher) Principal II 19 2 Bachelor’s degree in Elementary or Bachelor’s degree with 18 professional education units + 6 units of Management Bachelor’s degree in Elementary or Bachelor’s degree with 18 professional education units + 6 units of Management Bachelor’s degree in Elementary or Bachelor’s degree with 18 professional education units + 6 units of Management 8 hours of relevant training RA 1080 (Teacher) Principal III 20 2 2 years as Principal 8 hours of relevant training RA 1080 (Teacher) Principal IV 21 2 3 years as Principal 8 hours of relevant training RA 1080 (Teacher) RESOLVED further. or T III for at least 3 years. or HT for at least 1 yr.. or T II for at least 4 years..
Classification and Compensation Scheme for Teaching Positions in Elementary and Secondary Schools Let copy of this Resolution be disseminated to all Civil Service Commission Regional and Field Offices. VALMORES Commissioner (Signed) CESAR D. BUENAFLOR Commissioner Attested by: (Signed) REBECCA A. FERNANDEZ Director IV 6-31 . Quezon City. WALDEMAR V. (Signed) KARINA CONSTANTINO-DAVID Chairman (Signed) J. July 28. 2004.
State Universities and Colleges (SUCs) which were exempted from the coverage of the National Position Classification and Compensation Plans adopted individual staff credentials and qualifications. position classification and pay plans. 461. This Circular established the position classification and compensation scheme for faculty positions in SUCs. National Compensation Circular (NCC) No. the need to rationalize the academic ranks/salaries/advancement of faculty members in SUCs became apparent due to the application of varied faculty evaluation instruments. NBC No. When the SUCs were placed within the ambit of PD No.1 Coverage The Position Classification and Compensation Scheme For Faculty Positions (PCCSFP) covers all teaching positions involved in instruction. 985. 69 which was exclusively for the faculty positions in SUCs. 1984. Commission on Higher Education (CHED)-supervised higher education institutions (HEIs).Chapter 7 Position Classification and Compensation Scheme for Faculty Positions in State Universities and Colleges Prior to the issuance of PD No. Under NBC No. The disparities in pay and compensation among similar comparable positions brought about by the different schemes adopted by the various SUCs gave rise to demoralization and dissension among the ranks of faculty members and further complicated the process of compensation administration in SUCs. This paved the way to the development and adoption of a Common Criteria for Evaluation (CCE) across programs and disciplines which aimed to rationalize academic ranks and salaries. 7. 7-1 . NCC No. 33 was issued on January 2. research and extension activities in all SUCs. amendments of certain provisions including improvements of the CCE have been introduced through NCC No. As early as 1982. Technical Education and Skills Development Authority (TESDA)-supervised Technical Education Institutions (TEIs) and SUCs are covered. National Budget Circular (NBC) No. 1985 with retroactive effect on July 1. 461. 985. the Philippine Association of State Universities and Colleges (PASUC). 69 and the latest. together with the DBM. CHED-Supervised HEIs and TESDASupervised TEIs. started deliberating on a scheme of upgrading/promoting qualified and deserving faculty members through a process of objective evaluation. 68. Since then. 461 is a revision and an update of NCC No.
it is imperative for all faculty to pass through a CCE that can distinguish the different faculty ranks within institutions.2 Common Criteria for Evaluation As part of the PCCSFP. 7.1 The CCE Concept and Objectives To implement a standardized PCCSFP.3 7. The CCE is a set of factors consisting of services and achievements which establishes the relative performance of a faculty in the institution for the period of evaluation through the application of a point system in determining faculty rank and sub-rank. a CCE is established which shall be the primary basis for recruitment. across institutions and across disciplines and fields. To serve as basis for policy decisions for accelerated faculty development. HEIs and TEIs. classification and promotion of a faculty. achievements and performance.1 Major Factors and Maximum Points Factors Educational Qualification Maximum Number of Points 85 7-2 .18.104.22.168.2.1.1. and To motivate a faculty to upgrade his/her rank and compensation by improving his/her academic qualifications.2.1.Manual on Position Classification and Compensation 7.5 To standardize faculty ranks among institutions.2.2 7. To rationalize the salary rate appropriate to a faculty rank.1 7. The CCE has the following objectives: 7.2 The Point System The CCE point system in determining faculty rank and sub-rank is as follows: 7.4 7.2. The new CCE which was developed by the CHED and PASUC places more emphasis on advancement and performance rather than on educational qualifications. To have an instrument for generating the faculty profile across SUCs.2. 7.1.2.
1 22.214.171.124.Classification and Compensation Scheme for Faculty Positions Experience and Professional Services Professional Development. Achievement and Honors TOTAL 25 90 200 The specific factors and guidelines for determining credit points are in Annex A of this Chapter.2. 461 Faculty Rank Sub-Rank I II III I II III IV I II III IV V I II III IV V VI SG 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 Point Bracket 65 – Below 66 – 76 77 – 87 88 – 96 97 – 105 106 – 114 115 – 123 124 – 130 131 – 137 138 – 144 145 – 151 152 – 158 159 – 164 165 – 170 171 – 176 177 – 182 183 – 188 189 – 194 195-200 Instructor Assistant Professor Associate Professor Professor College/University Professor 7.2 The highest rank that can be allowed in HEIs and TEIs is Associate Professor V.2.2.2. 7. The quota for the rank of Professor shall be 20% of the total number of faculty positions of each SUC.2 Point Allocation Under NBC No.2. 7-3 .
his/her supervisor and his/her student beneficiaries. 7.2. For those seeking promotion to the Professor rank. and by his/her external and internal communities.4 Accreditation Accreditation is a screening process for validating the eligibility of a faculty candidate to the rank of Associate Professor or Professor.2.1 In addition to the CCE. the QC shall be in any two (2) functional areas chosen by the candidate prior to any assessment year.126.96.36.199 7.Manual on Position Classification and Compensation 7.3 7. QCE is the process of determining the eligibility of a faculty candidate for the particular rank and sub-rank indicated by the CCE.3 Qualitative Contribution Evaluation 7.4 For the QC of Associate Professors and Professors.3.3. by the direct supervisor. 7. by the stakeholders in the completed projects.3. extension and production. namely: instruction. The evaluation is done by the faculty concerned. the QC shall be on Teaching Effectiveness.2 Qualitative Contribution (QC) is the continuous improvement towards excellence by a faculty member in all four (4) functional areas of the institution.3. a common evaluation instrument is prepared by a joint committee of CHED and PASUC.1 For those seeking promotion to the higher sub-rank of Instructor and Assistant Professor. particularly on substantive issues/ questions related to the field of specialization/ discipline of the candidate. promotions to higher rank and sub-rank shall be subject to Qualitative Contribution Evaluation (QCE).2. 7. research.3 For the QC of Instructors and Assistant Professors. PASUC and TESDA. For those seeking promotion to the Associate Professor rank. 7-4 . The evaluation is done by the ratee’s client. The process involves written exams and interviews. his/her peers. 7. the QC shall be in any three (3) functional areas chosen by the candidate prior to any assessment year. 7. a common evaluation instrument is prepared by a joint committee of CHED.
a faculty member who is assigned on the basis of the CCE and QCE to a sub-rank lower than his/her present rank shall retain his/her present rank and salary. in HEIs and TEIs shall similarly be subject to prior evaluation by the Accreditation Committee. to the requirement for appointment to such ranks.5 Determination of Appropriate Faculty Rank and Salary 7.2.6 Presidential Discretion The Head of the SUC.7.5.3 In the initial implementation of NBC No. and 7. shall be given the rank and salary corresponding to that higher rank. and to the quota system prescribed for Professors. 7. 7. provided further that such upward movements shall be limited to the highest sub-rank of the assigned rank as indicated in the CCE.2 7-5 .7 Appointment to Ranks Below Professor 7. total of CCE points is 65 or less. HEI or TEI. in the case of SUCs. 7. provided that the aggregate number of sub-ranks involved in all such promotions shall not exceed 15% of the total number of current authorized full-time faculty members annually. 7.5. 7.5. Earned MA degree for Assistant Professor II to IV. or subsequently promoted through presidential discretion.1 CCE points of at least 66 for the higher sub-rank of the Instructor position and at least 88 for the Assistant Professor position.2 Appointment to the ranks of Instructor II to Assistant Professor IV shall be subject to the following requirements: 7. may subsequently grant promotions to faculty members for meritorious performance.1 Instructor I – Entry level.2.7. Upward movements to Professor ranks in SUCs and to Associate Professor ranks.1 A faculty member who is assigned on the basis of the CCE and QCE to a sub-rank higher than his/her present rank.7. 461.7.2 A faculty member who merited a higher rank based on the CCE but assigned a lower rank based on the QCE shall be given the rank and salary corresponding to that lower rank.Classification and Compensation Scheme for Faculty Positions 7.
2 7.3.1 The minimum criteria for appointment to full Professor ranks are as follows: 7.Manual on Position Classification and Compensation 7.7.7. otherwise known as Teaching 7.2. Productivity . inventions and other significant original contributions.1. 7-6 7. and other works of similar nature.1.3.2 Earned MA degree.3.1 Education . in highly meritorious and extremely exceptional cases as in areas of specialization or fields of discipline where there is a dearth of doctoral programs or the same are not readily available.2.8 Appointments to Professor Ranks 7.1 CCE points of at least 124.3 QC in at least 2 of the 4 functional areas.1 Scientific articles in publications of international circulation.188.8.131.52 7. compendiums and major bodies of published work. 7.3. contributions and applications and/or use of research results in commercial or industrial projects in relevant fields of applied and natural sciences and includes the following: 184.108.40.206. However.This refers to significant outputs.7.3 QC in instruction. in the case of those in HEIs and TEIs.7.8. Effectiveness.4 Accreditation by a committee of experts constituted by PASUC for candidates entering the Associate Professor rank for the first time.This refers to the relevant doctoral academic degree from a college or university of recognized standing either locally or abroad.8. monograms. Discoveries.3 Appointment to the rank of Associate Professor shall be subject to the following requirements: 7. the foregoing doctoral degree requirement may be waived.2.1. Books. 7.8.3 . 7.7. and 7.8.
8. and 7-7 7. practical application of research results in industrial or commercial projects and/or undertakings.220.127.116.11 7.Classification and Compensation Scheme for Faculty Positions 7.1 7. or where such doctoral program is rare as determined by CHED.2.2. in the case of Professors IV to VI. Discoveries.18.104.22.168 Transformation of research recommendations to public policy benefiting the country’s training of science graduates or significant contribution to manpower development and/or science and technology. Supervision. compendiums. inventions and other significant original contributions. Scientific articles in publications of international circulation.1.2.2 The appointment to Professor ranks shall be subject to the following requirements: 7. Earned doctorate. the doctoral requirement may be waived.22.214.171.124. Research recommendations transformed to public policy benefiting the country.3 126.96.36.199.1 7.2 Books. monograms.2.This refers to the level of acceptance and recognition in the academic community in terms of professional. and major bodies of published work.1.1. and other works of similar nature.2 CCE points of at least 159. and Such other criteria which the Accreditation Committee may require as may be warranted by new developments in science and technology. where a doctorate is not normally part of career preparation. 7.3 Professional standing .188.8.131.52 7.8. 7. moral and ethical integrity. and has earned 20 points in the following areas: 7. provided that the candidate has an appropriate master’s degree.8.5 .8. tutoring or coaching of graduate scientists and technologists.8.
2 7.1 The number of Professor positions shall not exceed 20% of the total number of faculty positions in the SUC concerned.2.6 Research results applied or utilized in industrial and/or commercial projects or undertaking.9.2 7.3 Limitations The following guidelines set the limitations for appointment to Professor ranks: 7.8.Manual on Position Classification and Compensation 7.3.1 Deserving faculty members. and SUC Presidents/Vice-Presidents who opt to return to teaching after the expiration of their fixed terms of office 7-8 7. 7.5 hereof and duly accredited by the PASUC Accreditation Committee.184.108.40.206 7.4 QC in at least 3 of the 4 functional areas.9 Appointments to College/University Professor Ranks 7.1 The following are deemed qualified for appointment as College/ University Professors: 7.3 . and those who opt to return to teaching due to their resignation/retirement not for cause before the expiration of their fixed terms of office provided that they have complied with the requirements prescribed for College/University Professors.220.127.116.11.1. occupying Professor positions who satisfy the qualification for accreditation under item 7. and Accreditation by a committee of experts constituted by PASUC for candidates entering the Professor rank for the first time. 7.1.8. SUC Presidents and Vice-Presidents or their equivalents who opt to receive the basic salary pertaining to their assigned academic rank under the CCE.9. 18.104.22.168.2.8. and An applicant who fails in the accreditation process including those who qualify as Professors but are in excess of the quota for Professor ranks shall be appointed to the position of Associate Professor V.
per college.5 CCE points of at least 22.214.171.124.9.1 Only one position of College Professor. Earned doctorate.3. and The classification of existing College Professor positions at SG-29 whose incumbents were appointed based on the previous point allocation under NCC No.9. the total of which shall not exceed the number of authorized colleges and external campuses of the respective SUC.2 The following are the requirements College/University Professor: 7.2 7. in case of a faculty.2 7. in addition to the slots available for deserving faculty members. Hence. is authorized for every 6 years. upward movements of incumbents of positions of College 7-9 7.2.3 . any vacancy arising from the retirement/ resignation of a faculty member appointed as College/ University Professor.3 Limitations The following guidelines set the limitations for appointment as College or University Professor: 7. shall not be filled until such time that the SUC President/Vice-President similarly appointed as College/University Professor has retired/resigned from the government service. is authorized for every 6 years. Thereafter. insofar as pertinent.2.3.9. Only one position of University Professor.4 7.Classification and Compensation Scheme for Faculty Positions may be appointed as College/University Professors subject to the provisions of NBC No. duly constituted by PASUC. A pass from a Screening Committee.2. per University.9.9. and QC in at least 3 out of the 4 functional areas. Professorial accreditation.9.2.1 7. 69 shall be coterminous with the incumbents.3.9. 461. for appointment as 7. the total of which shall not exceed 5% of the total number of accredited full professors in the university concerned. 7.9.3 7.
He/She must have a high reputation among his/her colleagues and other scholars for his/her mastery of the subject of his/her specialization. 7. 69 shall remain at SG-29 until they qualify as College/University Professor based on the point allocation under NBC No. here and abroad.9. He/She is published in the most respected learned journals in his/her field of specialization.9. to the new rank of College/University Professor.5.5.9. all candidates for the rank of College/University Professor shall undergo screening by an independent body.4 7.1 He/She must be an outstanding scholar and scientist as shown in the quality of his/her publications and researches in his/her principal field of study and in allied fields. or he/she must have manifested outstanding performance in his/her executive leadership role.2 7.9.3 7.5. He/She must be known for intellectual maturity and objectivity in his/her judgment. Recognition and esteem could be manifested in the following ways: 126.96.36.199. He/She must have expert knowledge in one field or division and familiar with at least one other subject within another division.5 Qualifications for Accreditation as College/University Professor 188.8.131.52. SG-30. is not automatic.5.9.9. 461.4 Screening Process Upon recommendation by the institution head concerned.5.5. His/Her works are worldly acclaimed and 7-10 7.5. 7.2 7.5.1 His/her contributions to the advancement of his/her fields of specialization are recognized by colleagues.9.Manual on Position Classification and Compensation Professor.3 . to be organized by the Philippine Association of State Universities and Colleges (PASUC).5 7. SG-29. The salary grade of incumbents thereof who were accredited under NCC No.
5 7. SG-12. SG-10.4 Teaching positions handling laboratory classes in teacher education courses may be converted/retitled to faculty positions provided they serve as critic teacher in such teacher education courses and each attends to at least three (3) practicum students at the senior level. 461. chairs.10. titles. and Teacher III. SG-17 Assistant Professor I.10.5. often from various disciplines.9.10. 7. 7-11 . He/She is accorded various forms of honors (awards. the existing teaching/teaching related positions integrated with the staffing pattern of newly converted SUCs shall be initially converted/retitled to their lateral equivalent SUC faculty positions based on salary grades without the need for prior evaluation under NBC No.9.).5. etc.3 The initial faculty ranks shall serve as bases for future movements/promotions to higher level positions. SG-19 Master Teacher II. 461 result in the downgrading of the initial ranks.Classification and Compensation Scheme for Faculty Positions provoke spirited discussions among scholars.4 He/She is often invited to other universities and scholarly gatherings for the originality of his thoughts. 7.2 All positions of Teacher I. SG-11. SG-12.5. 7.5. the faculty concerned shall retain his/her assigned rank and salary grade at conversion until he/she qualifies for a higher rank. SG-15 To Associate Professor I. Teacher II. Should the ensuing evaluation under NBC No. SG-17 Head Teacher III. Examples: From Secondary School Principal II. shall be automatically converted/retitled to Instructor I. SG-15 7. 7.10.10 Conversion of Teaching and Teaching-Related Positions in CHED-supervised HEIs and TESDAsupervised TEIs Integrated into SUCs 7. SG-19 Assistant Professor III.1 To preclude position downgrading implications.
x 1. 7.11.Manual on Position Classification and Compensation 7.11 Role of Agencies in the Implementation of NBC No. 7. Role of DBM The DBM Regional Offices (ROs) shall verify and post-audit the PSIPOP. the evaluation may be undertaken every odd year for SUCs.000781 AR W 1600 Where: AR = annual salary rate of each faculty proposed to be paid honoraria 7-12 . The DBM ROs shall then prepare the Notice of Organization. reflecting the modifications in rank/sub-rank and the corresponding salary adjustments of faculty members concerned together with the CCE Computer Print-out and pertinent evaluation documents. In the case of HEIs and TEIs.13. HEIs and TEIs shall submit the Personal Services Itemization and Plantilla of Personnel (PSIPOP).1 Honoraria for Teaching Overload Faculty members are entitled to honoraria for services rendered in excess of the regular teaching load.11. the evaluation may be undertaken every even year. HEIs and TEIs The heads of SUCs.1 For undergraduate program AR AR PHTR = --------T = -------.1. Staffing and Compensation Action (NOSCA) reflecting the changes in the rank/sub-rank and salaries of faculty members concerned in the respective institution.2.13. 7.25 = 0. Honoraria shall be based on the Prime Hourly Teaching Rate (PHTR) which shall be computed as follows: 7. Role of SUCs. 461 7.12 Evaluation Cycle As a matter of policy.1.13 Additional Compensation for Faculty 7.
1. or as a Dean/Department Head or Director.296 7.0012 AR 184.108.40.206.1. the following allowable percentage weights are adopted: • 25% of the official time of faculty members concerned shall be credited to actual teaching load.2 For graduate program 7.0014 AR 7.x 1.1 For faculty members with degrees and with special preparation Bachelor’s vocational AR PHTR = --------.3 For faculty Degrees members with Doctorate PHTR = 0.25 or 125% of the faculty’s remuneration for services in excess of 6 hours of actual teaching per day but not more than 2 hours 220.127.116.11.3 Reduced Teaching Load for Faculty Assigned with Workload Other than Teaching In the determination of the load of a faculty who is given assignments other than teaching.Classification and Compensation Scheme for Faculty Positions W = Total teaching hours (40hrs/week multiplied by 40 weeks or 1600 hrs.2. • 7-13 .0015 AR 18.104.22.168.2.5 = 0.2 For faculty degrees members with Master’s PHTR = 0.) T = 1. and 75% of the official time of faculty members concerned shall be allotted for workload other than teaching in connection with research and extension functions.
13.Manual on Position Classification and Compensation 7. of Full-Time Faculty Members 40 50 60 70 7.13.2 Deans equivalent to Assistant Bureau Regional Director 22.214.171.124 Designated Director of Research Services. 7. it may still be entitled to a Dean.2.2 Representation and Transportation Allowances (RATA) Faculty members who are designated as Vice.Presidents/Deans/ Directors/Department Heads are authorized RATA based on their rank equivalence at the rates provided in the annual General Appropriations Act (GAA).1 Vice-Presidents SUC Level 4 3 2 1 Rank Equivalence Bureau Director Assistant Bureau Director Bureau Regional Director Bureau Assistant Regional Director 7. if it meets the following: No. the 7-14 .13.3 Directors/Department Heads equivalent to Chiefs of Division 7. of Programs 4 3 2 1 No.13.000 appropriation for research service function.2. with at least P500.13.13.2.2.1 Designated Dean of the Graduate School with at least a Master of Arts/Master of Science Program with 15 faculty members. 7. In case the SUC cannot meet the minimum number of programs required.2 Designated Deans of Colleges with at least four (4) degree programs and a teaching complement of 40 full-time faculty members.126.96.36.199. when no authorized research function in the GAA.
at least a budget officer.3 Compensation of faculty/non-faculty members designated as Vice. an administrative officer/administrative assistant.000 appropriation for extension service function.2.3.13. a supply officer/property custodian.000 college students.13.000 per annum.3. i. each one having at least 4 degree programs with each program differentiated from each other by 33% (the distinction of the programs to be certified by the CHED). when no authorized extension services function in the GAA. duly mandated by law. 7. provided the SUC has a yearly income from its operations of at least P60.13.3. 7. 7.3. 7. with at least P500. janitors and security guards and at least 1.2.2. provided each campus/branch/center/ institute has a complete administrative staff.Classification and Compensation Scheme for Faculty Positions SUC to have at least 10 research projects with a total cost of P500.3.2.6 Designated Department Heads of different departments/colleges.000 and at least 7 personnel involved in such income generating projects. 7. a cashier/ disbursing officer and other support positions such as clerks. an accountant/bookkeeper.000 per annum.4 Designated Director of each satellite campus/ branch/center/institute.3 Designated Director of Auxiliary Services.3.2 Designated Director of Extension Services. 7.5 Designated Director of Student Affairs Services for SUCs with at least 4. the SUC to have at least 10 extension services projects with a total cost of P500.13.1 Faculty and non-faculty members who are designated as VPs shall be entitled to the difference between their 7-15 .000 students in the tertiary level..2.e.13.13.Presidents (VP) 7.13.
he shall revert to his/her salary in his/her regular position plus any step increment he/she earned during the period of designation. 7.Manual on Position Classification and Compensation present salaries and the 1st step of the salary grade of the VP positions corresponding to the level of the SUCs concerned.13. The year-end benefits (YEB) and retirement and life insurance premiums (RLIP) shall be adjusted accordingly during their periods of designation.4 Night Pay of Faculty/Non-Faculty of the Polytechnic University of the Philippines (PUP) 7. 7. In no case shall the designee’s basic salary plus the salary differential exceed the hiring rate prescribed for a permanent VP position for the particular SUC level. Said salary differentials shall form part of their actual salaries as designated VPs. 7.13.3 The aggregate salary received during the designation cannot be used as previous salary for purposes of future appointment. The night service is considered as a separate and distinct program from the regular 8-hour service.13.1 The PUP is authorized by law to compensate its faculty and non-faculty including those from outside of the University for night services rendered on top of their regular services. is revoked by the Governing Board of the SUC concerned. It shall not be considered for purposes of the computation of terminal leave benefits (TLB).4.2 A designated VP who is already receiving a salary higher than the 1st step of a permanent VP position shall only be entitled to the corresponding RATA for the position. being of a temporary nature.3. 188.8.131.52. In case his/her step increment in his/her lower position overtakes the 1st step of the VP position.13.3.13. he/she shall be allowed to receive the higher salary. The night pay does not partake of the nature of overtime 7-16 .5 In the event that the designation. the VP shall continue to be entitled to step increment in his/her regular position but not as VP. 7.4 During the period of designation.
7-17 .13. His/Her next step increment shall be reckoned from the date of his/her appointment to the higher level faculty rank. This authority.2 The night pay. 7. is integrated into the basic salaries of the University’s employees for purposes of retirement benefits.2 In case of conversion of a teaching position to a faculty rank. The night pay partakes more of the nature of basic salary.Classification and Compensation Scheme for Faculty Positions pay which is not part of basic salary.4. 7.5 Step Increment of Faculty Members 7.1 In cases of promotion or movements from one rank/sub.5. therefore.13. 7.rank to another. the step increment earned by a faculty member in his/her previous faculty rank cannot be carried over to his/her salary in the higher level faculty rank. is applicable only to PUP.13. His/Her step increment shall be reckoned from the date of his/her appointment to the newly converted faculty rank.13. the step increment earned by a teacher in his/her previous position cannot also be carried over to the converted faculty rank.5. however. as a matter of right for recompense of services rendered in the night program of the University.
1.1.6 Special Courses • • 3-year post secondary course…………………30 2-year post secondary course…………………25 1.….4 1.. 1.. 55 1. Relevance is the applicability of the degree to teaching and to the subjects the faculty is teaching.…….2.2.1. additional credit of 5 points is given for every year over 4 years 1.Manual on Position Classification and Compensation Annex A Specific Factors and Guidelines for Determining Credits Points Under the Common Criteria for Evaluation 1. 7-18 . Educational Qualifications ----------------------------------.5 Bachelor’s degree (4 years) ……………………… 45 In the case of a Bachelor’s degree which is more than 4 years.1.1.2 Master’s Degree …………………………………… 65 1.2 Additional Bachelor’s degree…………………….1 Additional Master’s degree……………………. or the duties and functions other than teaching which the faculty performs.3 An additional equivalent and relevant degree earned related to the present position refers to another degree on the same level as the advanced degree that the faculty has already earned.3 LLB and MD ……………………………………..2 Additional equivalent and relevant degree earned 1.1 Doctorate Degree ………………………………… 85 1.… 65 The MD shall be considered a Doctorate degree if the holder is teaching in a College of Medicine 1..4 Diploma course (above a bachelor’s degree).85 pts.1.1 Highest relevant academic degree or educational attainment with the following maximum points credits 1..
75 service in an institution of higher learning other than SUCs. 7-19 .. 2. A year means at least 2 semesters. in Math acquired a degree in M.S.2 For every year of full-time academic……………………………….Classification and Compensation Scheme for Faculty Positions For example. CHED-Supervised HEI or TESDA-Supervised TEI whose main function and responsibility is tertiary education and which offers degree programs. holder.25 pts.A.0. service in a public or private research institution Academic service refers to teaching in the tertiary level in an institution of higher learning which is not a SUC. However. Experience and Professional Services-------------------------------.3 Additional credits earned 1. shall be credited only once. State institution of higher learning refers to a chartered SUC. who acquired 2 bachelor degrees like A. Dean. within the period of his/her designation. shall be credited only for his/her M. Director.1 For every 3 units earned toward a higher approved degree course (maximum of 10 pts. 1. or doing research on a professional level in a research institution.) …………………………………1 2. Physics.Supervised TEI. an M. CHED-Supervised HEI or TESDA. a holder of an M. degree. etc.B. The services and experiences of a faculty who is designated to an administrative position like Vice-President.1 For every year of full-time academic……………………………… 1 service in a state institution of higher learning Academic service refers to teaching in college or doing research and extension functions..S. CHEDSupervised HEIs and TESDA-Supervised TEIs.3. Full-time service means the official full-time equivalent load (FTEL) hours of actual teaching or its equivalent in other functions approved by the institution’s Board of Regents/Board of Trustees.A. BSE. whichever is highest. 2.
Professional Development Achievement and Honors………………. Engineer.4 For every year experience as: of full-time industrial/agricultural/teaching a. technical..1 are as follows: A.. Cooperating Teacher.3 For every year of administrative designation as: a.. Plant/Farm Manager………………………….90 pts.1.0 b.2.1.) 3.0 Chairperson/Head of Unit 2.1.1. scientific and/or cultural value Sub-categories under 3.……………………………………….…….…………. patented invention and creative work as well as discovery of an educational.….5 c.0 3.. publications and other creative works (maximum of 30 pts. The basis for the weight is the patent score.……….5 2.5 For every year of experience as: a. Technician………………………………………………………. Inventions These are original patented (or must have patent pending) works which have direct contribution to education.0 c.1 For every cost and time-saving ……………………………1 to 7 innovation. science and technology.2..Manual on Position Classification and Compensation 2.5 b.1 Innovations.1.. Principal/Supervisor/Department……………. Basic Education Teacher. President…………………………………………………….0 d...1.. patented inventions.……. Dean/Director/School Superintendent………………..….5 b.………….………………………………….…………. 7-20 .……. 3..….3.0. Skilled Worker………………………………………………….1. Vice-President………………………………………………………….
educational impact. Evidence of wide dissemination.6 x 7) 40% of 7 (0.g. Originality. B.4 x 7) 7-21 . exhibits. If patent pending Per invention or discovery the following additional criteria and point allocations are prescribed: Commercial utility on: • • • an international scale…………………………………………7 a national scale…………………………………………………5 institutional level ………………………………………………2 The accrediting bodies for these factors on the international and national scale are: • • Science and technology ……. a University Committee shall be the accrediting body. Credit points are divided equally among 2 or more individuals claiming credit for the same invention. Criteria 1.DECS/CHED/TESDA For the institutional level. publications Credits 60% of 7 (0. documentation 2. It shall be the result or product of the research of an individual or a group of faculty.………………DOST Education.Classification and Compensation Scheme for Faculty Positions Criteria 1. The patent paper/document must be presented to ascertain patent score.………………………………………. If patented Credits Multiply patent score by weight assigned according to criterion of utility Multiply patent by weight according to utility 2.. e. Discoveries A discovery must be the first of its kind or not of common knowledge.
National………………………………………………….3 .7 co-author…………. Originality Acceptability and recognition Relevance and value Documentation and evidence of dissemination 25% 25% 25% 25% of of of of 1 1 1 1 – – – – 7 7 7 7 pts.4 translator. d.3 For every scholarly research/monograph/educational technical articles in a technical/scientific/professional journal a.2 The factors and their weights are: Textbooks.1. 2 1 1 1 1 3. c. Local………………………………………………………. pts. e.. e. 3.Manual on Position Classification and Compensation Where there are more than one proponent. (1).1.5 b. or compiled.g.3 c. 4. credit is awarded only for that factor. pts. edited. copyrighted/published within the last 10 years a.5 reviewer. f.…. Creative work has to satisfy one or more of the following criteria: 1.4 editor……. 3. 5 4 4 3 2 High School 5 pts. the points are to be divided equally among them. As As As As As As original author……..……………………………………………1 .…………………………………2 . is satisfied. C.3 compiler………………………………………………1 . original. 2.………………………………….……………………………….. pts. If only one factor.…1 .….……………………………………………1 . 3 2 2 2 1 Elementary 4 pts. International…………………………………………….2 7-22 .2 For every published book. including Science and Technology and references Role Single author Co-author Reviewer Translator Editor Compiler Tertiary 7 pts. b.
5 b. seminars.. International………………………………………….1..2.2 For expert services. National…………………………………………………. National…………………………………………………. including software. training and active participation professional/technical activities (Maximum of 30 pts. operation manuals. 3. mock-ups are not considered under this item.2 3.2.) 3. Role Single author or maker Co-author. compiled copies of machine-copied documents. International…………………………………………. agro-industrial ….1. as sample of the material and a certification by the College/Department as to its usefulness and acceptability for instruction must be presented.1 For every training course with a duration of at least one year (Pro-rated for less than a year and not to exceed 10 pts. Local………………………………………………………1 7-23 ..3 b.) a.2. Those which can be credited are approved by the department or college for instructional purposes.1. teaching guides.) 3.1 Training and Seminars (Maximum of 10 pts.Classification and Compensation Scheme for Faculty Positions 3.4 For every instructional manual/audio-visual developed and approved use………………………………………….3 c. Local………………………………………………………2 3. prototype and computer-aided instruction materials.) For participation workshops in conferences. workbooks.1-3 material for Under this item are approved and published sets of complete modules. in a.3 For certified industrial.2. flipcharts. laboratory manuals.1. co-maker Credit Full Half For credits to be granted. Syllabi.1/120h or fishery training (maximum of 5 pts.2 c.
1 For serving as a short-term consultant/expert in an activity of an educational.….1 3.2.) a.25 3. International………………………………………….Manual on Position Classification and Compensation 3. resource person or guest speaker in conferences.. Local……………………………………………………. member of the Technical Committee or Consultant Group….…………………………0.2. 2 3.6 3. National……………………………………………….00 b. masteral and undergraduate theses (maximum of 10 pts.2. International………………………………………… 5 b.…………….1 For expert services in trade skill certification…. and/or training courses a. 3 c. Masteral thesis ……………………………………0.) 3.7 3.2...2.3 For expert services as adviser in doctoral dissertations. lecturer.5 3.2.……………………………1.2. technological.2.2 Expert services rendered (Maximum of 20 pts. Undergraduate thesis.2. Doctoral dissertation.2 For services rendered as coordinator.2..50 c. National……………………………………………….) 7-24 .. workshops. 5 b.….2..184.108.40.206 For expert services in accreditation work as member of the Board of Directors.2.1 For every year of service as coach/trainer in sports or adviser of student organization……..4 For certified services as reviewer/examiner in the Professional Regulations Commission (PRC) or in the Civil Service Commission……………………. Local……………………………………………………. professional. 3 c.3 Membership in professional organizations/honor societies and honors received (maximum of 10 pts. scientific or cultural nature (foreign or local) sponsored by the government or other agencies a. 2 3..
Scientific Society………………. Masteral……………………………………………………. competitive Doctorate……. 0.……………………………………………. Non-Degree……………………………………………….3. Magna Cum Laude……………………………………………..2 For undergraduate academic honors earned: Summa Cum Laude……………………………………………..3 Scholarship/Fellowship degree granting.. Masteral……………………………………………………. competitive or non-competitive 5 4 3 3 2 2 3 2 1 2 1 3.……………………………………………… Masteral……………………………………………………… Non-Degree………………………………………………… b.1 For current individual membership in relevant professional organization(s) a... International. International. e. National/Regional. 1 d.……………………………………………… Masteral……………………………………………………… Non-Degree………………………………………………… c. d.5 3. non-competitive Doctorate……..4 Awards of distinction received in recognition of achievements in relevant areas of specialization/profession and/or assignment of the faculty concerned 7-25 .Classification and Compensation Scheme for Faculty Positions 3.……………………………………………. 3. competitive Doctorate……. Local. Professional Officer……………………………… ………………………… 1 Member………………………………………………………. Honor Society……………………………………….3.………………………….. National/Regional. Learned Society Full member…………………………………………………. 5 3 1 This may be degree or non- a. 2 Associate member………………………………………… 1 b. Cum Laude……………………………………………………….……… 1 c. non-competitive Doctorate…….3.
etc…………………………… b..) a. Law. Accounting.1 For every year of participation in service-oriented projects in the community………………………………..6 Professional examinations 3. Plant Mechanic Certificate.. Marine Board/Seaman Certificate. Local……………………………………………………………….5 Community outreach (maximum of 5 points) 3. c. National/Regional. 5 1 5 3 2 2 1 7-26 . Master Electrician Certificate. International………………………………………………………. Master Plumber Certificate. c. Medicine. Other trade skill certificate………………………….…. Teacher’s Board.6. 3.………………………………………………. Engineering.. Professional Radio Operator Certificate………………………………………………….1 For every relevant licensure and other professional examinations passed (maximum of 10 pts.5. 3.Manual on Position Classification and Compensation a. b.
“Philippine Foreign Service Act of 1991. Class I Counsellor Chief of Mission. allowances and benefits that will attract personnel from all walks of Philippine life and to appoint persons to positions in the Foreign Service solely on the basis of merit and demonstrated capability in the promotion of national interests. Foreign Service Officers shall be commissioned as diplomatic or consular officers. to reorganize and strengthen the Philippine Foreign Service. Class IV Foreign Service Officer.1 A Chief of Mission shall be assigned as ambassador extraordinary and plenipotentiary to head a diplomatic mission or as deputy 8-1 . Republic Act (RA) No. Class II Chief of Mission. One of its objectives is to provide suitable salaries. however.Chapter 8 Compensation Scheme for Foreign Service Personnel In pursuance of an independent foreign policy. Class III Foreign Service Officer.2 Designations When Assigned Abroad When assigned abroad. 7157.2. their designations are as follows: 8. Class II Foreign Service Officer.” was enacted on September 19. 8. Their diplomatic and consular titles. shall be coterminous with their assignments at the foreign posts. Class I Salary Grade 5 7 9 11 15 18 22 22 23 24 25 26 27 29 8. When in the foreign service.1 Coverage The compensation scheme established under RA No. 1991. All official acts of these officers shall be performed under such commissions. or both. 7157 covers the following classes of positions under the Foreign Service Group: Classes Foreign Service Staff Employee III Foreign Service Staff Employee II Foreign Service Staff Employee I Foreign Service Staff Officer IV Foreign Service Staff Officer III Foreign Service Staff Officer II Foreign Service Staff Officer I Foreign Service Officer.
3. 8.6 A Foreign Service Officer. 8. 8. 8. In a diplomatic post where there is a consular section. 8. Class IV. 8. or Class IV.2.3 Designations When in the Home Office When in the Home Office.3. 8.2 A Counsellor (Career Minister) may be designated as executive director of an office. shall be assigned as second secretary in a diplomatic mission or consul in a consular establishment.2. Class II.3 A Foreign Service Officer. shall be assigned as first secretary in a diplomatic mission or consul in a consular establishment. may be designated as assistant division director.2. Class III. 8. shall be assigned as third secretary in a diplomatic mission or vice-consul in a consular establishment.1 A Chief of Mission shall be designated as assistant secretary when assigned to head any of the principal offices of the Department of Foreign Affairs (DFA). Class II. Foreign Service Officers are designated as follows: 8.4 A Foreign Service Officer.4 A Foreign Service Officer. 8-2 .2. Class I.3. or as consul general to head a consular establishment. Foreign Service Officers may be designated as both diplomatic and consular officers.3 A Foreign Service Officer. Class III. 8.3.5 A Foreign Service Officer.2.2 A Counsellor (Career Minister) shall be assigned as career minister in a diplomatic mission. may be designated as division director. Class I.Manual on Position Classification and Compensation head of mission or as consul general to head a consular establishment. shall be assigned as third secretary in a diplomatic mission or vice-consul in a consular establishment.
1.3 8-3 .1. 7157: 8.3.6 A Foreign Service Officer below the rank of chief of mission may be designated as principal assistant in any office.4.1.The basic annual rates of OA are indicated in Annex A of this Chapter. including chiefs of mission and career ministers. Indices for OA .4.1.The DFA indices for OA indicated in Annex B of this Chapter shall be 8. differentials in the cost of living between the Philippines and foreign posts.Compensation Scheme for Foreign Service Personnel 8. and extraordinary and necessary expenses. • • 8.5 A Foreign Service Officer in any class. 8.1 Purpose of OA . 8.1 Overseas Allowance (OA) 8.2 Basic Annual Rates of OA . Any assignment in the home office requiring a rank higher than the actual rank of the officer assigned shall be in an acting capacity.3.4. may be designated as special assistant to the Secretary or to the Undersecretary of Foreign Affairs.4.1. not otherwise compensated for.It is granted to Foreign Service personnel who are citizens of the Philippines to adjust their take home pay taking into account the: • changes in the cost of living abroad which arise from changes in foreign currency conversion rates. which are incurred by officers or employees in the foreign posts.4.1 Allowances When Assigned Abroad Foreign Service personnel who are assigned in foreign posts are entitled to the following allowances as provided under RA No.1.1.4 System of Allowances 8.
the Department of Budget 8-4 8. OA for Personnel Assigned at Hardship Posts . shall receive an additional 5% increase in their OA to meet other expenses brought about by dangerous.1. including chiefs of mission.1. consisting of the DFA Secretary.5 220.127.116.11. be entitled to the OA based on the index of the post where they are temporarily assigned.6 8.1. who are detailed to another post shall. upon the recommendation of the Permanent Committee created under Section 67. subject to the availability of funds. 7157. Review and Adjustment of OA Rates . for the duration of the detail.1.The basic annual rates of OA may be adjusted not oftener than once a year.Foreign service personnel assigned abroad.1. the rates shall apply prospectively and the personnel concerned shall continue to receive their present OA for the duration of their tour of duty at the post.1.4 OA for Husband and Wife . as determined by the President.The grant of OA shall be in accordance with the provisions of Section 66 of RA No.4.1. OA for Personnel on Temporary Assignment .8 . RA No.7 8. unhealthy or excessively adverse living conditions prevailing at post. 8.1. as may be determined by the DFA Secretary. In case of reduction.4. Conditions for Grant of OA .Personnel assigned in hardship posts.4.Manual on Position Classification and Compensation used to compute the OA at the post of assignment.4. 7157 and subject to the condition that nobody shall suffer a reduction as a result of the revision of the rates/indices.The husband and wife who are assigned in the same post shall be entitled to separate OA corresponding to each of their respective ranks.
The DFA indices for LQA indicated in Annex B of this Chapter shall be used to compute the LQA at the post of assignment.1. 7157 and subject to the condition that nobody shall suffer a reduction as a result of the revision of the rates/indices. Basic Annual Rates of LQA .2.1. the rates shall apply prospectively and the personnel concerned shall continue to receive their present LQA for the duration of their tour of duty at the post.1 Purpose of LQA .1.Payment of the LQA shall be based on the following classification of foreign service personnel: • With family – if living at the post of assignment with the spouse or at least one (1) qualified dependent child who has not reached 21 years of age 8-5 8.9 Index of Newly Opened Post .3 8. Indices for LQA .1. the index of the nearest post in terms of economic conditions shall apply.4. 8. Conditions for Grant of LQA .4.1.4 8.1.4.The basic annual rates of LQA which are commutable are as indicated in Annex A of this Chapter.2. pending Executive approval of an appropriate index for the new post.5 .2 8.1. Classification of Family Status .It is granted to foreign service personnel to enable them to rent and maintain quarters befitting their representative capacities. In case of reduction.18.104.22.168.1.4. 8.4.The grant of LQA shall be in accordance with the provisions of Section 65 of RA No.2 Living Quarters Allowance (LQA) 8.2.In the case of a newly opened foreign service post which index has not yet been fixed.Compensation Scheme for Foreign Service Personnel and Management Secretary and the Bangko Sentral ng Pilipinas Governor.
Payment of the LQA shall be made strictly on the basis of actual status at post. two (2) or more foreign service personnel are constrained to rent one (1) apartment or housing unit jointly. provided. for this purpose. provided.2.4. and living without dependent Unmarried children who are mentally or physically handicapped as attested to by a medical certificate. that their absence at any one time shall not exceed beyond three (3) months.4. incapable of supporting themselves and living with the officer or employee abroad. the claimants shall be entitled to their respective allowances. regardless of age.4. that the dependents have not established residences elsewhere.4. or widower.7 8. further.5 hereof.In the case of husband and wife who are both assigned in one (1) post. However. shall be considered. because of acute housing shortage. those whose dependents have temporarily left their residences at the posts shall retain their “with family” status. or legally separated. Gainful employment outside of post is an indication of having changed domicile. the other spouse shall be considered as dependent. provided that for the duration of their absences.2. only the spouse with the higher rank shall be entitled to the LQA. as dependents. the personnel concerned shall not move to cheaper or smaller lodgings.8 .1. Joint Rental of Apartment or Housing Unit In case where. LQA of Husband and Wife .1.Manual on Position Classification and Compensation • Without family – if single.1.1.6 Basis of Payment of LQA . widow. and for purposes of family status under Item 8. finally.2.2. prohibitive rental cost or other circumstances. provided that the Head of Post shall certify in the claim 8-6 8. 8.
In posts where there is a standard practice among landlords to require advance rental or deposit equivalent to at least six (6) months to one (1) year rental of the unit. the claimant shall not be held accountable. that any key money and/or real estate agent’s fee or 8-7 .1.1. the unexpired portion of the amount paid shall be duly refunded to the post. that the claimant shall submit to the Home Office a copy of the pertinent contract of lease duly certified by the Head of Post which should invariably contain a diplomatic clause.10 Payment of Key Money for Goodwill and Rental Through a Real Estate Agent – In places where the new lessees are invariably required at the outset to pay key money for goodwill and in places where lessees are required by the host government. reassignment or for any other reason.4. 8. or by customary business practice. provided.2.4. payment in advance of LQA sufficient to cover the required amount may be authorized.Compensation Scheme for Foreign Service Personnel voucher that their individual allowances are insufficient to cover the rental of one (1) apartment or housing unit at the post. provided that the Head of Post shall certify in the pertinent cash voucher that such payments are required by the host government or customary at the post and not refunded by the owner to the lessee. to rent a house or apartment unit through an agent and pay the corresponding real estate agent’s fee or commission upon signing of the lease contract. provided that the advance rental shall be paid directly to the landlord by the post.9 Advance Payment of LQA . 8. provided that in case of recall.2. subject to the condition that in case of force majeure whereby the unexpired portion is not refunded. provided further. further. payment of the above may be authorized chargeable against the account of the Department concerned.
22.214.171.124 Actual Rental – In lieu of commutable living quarters allowance.An allotment fund may be made by the DFA Secretary to defray the unusual expenses incident to the operation and maintenance of an official residence suitable for the chief diplomatic or consular representative of the Philippines at the post. Payment of PA – The PA shall be granted at a per annum rate beginning on the first day of the month following arrival thereat.1. the index of the nearest post in terms of economic conditions shall apply.1. Payment of the utilities shall be in accordance with regulations as may be prescribed by the DFA Secretary.2 8.1.4. subject to the availability of funds and as may be warranted by the housing situation in the post of assignment.1. Allotment Fund for PA . It shall be payable only when on duty status at his/her station.4.1 Purpose of PA .In the case of a newly-opened foreign service post which index has not yet been fixed.2. pending approval of an appropriate index for the new post. payment of actual rental of quarters occupied by the Head of Post may be authorized. 8-8 8.3 .4. 8.3.Manual on Position Classification and Compensation commission that may be required upon renewal of the lease contract shall likewise be chargeable against the account of the Department concerned.2.3 Post Allowance (PA) 8. 8.12 Index of Newly-Opened Post .4.3. 8.1.1.It is granted to defray unusual expenses incident to the operation and maintenance of the official residence suitable for the chief of diplomatic mission or consular representative of the Philippines at the post.
The territorial limits.4. beyond 60 days.1.4.Compensation Scheme for Foreign Service Personnel 8.It is granted to assist foreign service personnel living with their families at the post of assignment in meeting the incremental expenses arising from foreign assignment. Entitlement to PA may be suspended due to insufficiency of funds. in case of concurrent jurisdiction.1.4.7 8.4. computed for the 8-9 . 8. no allowance shall be paid except as specifically approved by the President.4 Duty Status .3. No PA shall be paid if the officer lives in a hotel as residence.4 Family Allowance (FA) 8.6 8.3.1.A Head of Mission or Principal Officer shall be considered on duty status even when on: • temporary duty outside the city or place where the officer maintains regular office but within the territorial limits of the officer’s diplomatic or consular jurisdiction temporary duty outside the diplomatic or consular jurisdiction for a consecutive period not exceeding 60 days.4. no PA to be paid if the officer goes on leave with pay outside the territorial jurisdiction of the post • • 8.1.1 Purpose of FA .126.96.36.199.5 Territorial Limits .3. provided the leave is spent within the territorial jurisdiction of the post.1. payment of PA to be resumed only on the date of the actual return to the territory within the officer’s diplomatic or consular jurisdiction leave of absence with pay. shall extend to all countries or areas covered by the concurrent offices.
illegitimate. shall be considered.A dependent child shall mean legitimate. who is assigned abroad and whose family resides with the officer or employee at the post of assignment.4. notably unhealthy or excessively adverse living 8-10 8. full FA may be paid to any claimant whose dependent does not live with the officer or employee at the post of assignment under any of the following circumstances: • The officer or employee is compelled to live alone due to dangerous.Subject to the prior approval of the Department head. legitimated or legally adopted child who is not over 21 years. other than an alien or casual/contractual employee.Unmarried children who are mentally or physically handicapped as attested to by medical certificate.4 8. and US$ 75 per month for each dependent child not exceeding three (3) in number.2 Rates of FA – An officer or employee. shall be entitled to a commutable FA equivalent to: • • US$ 150 per month for the dependent spouse.4.1. as dependents. incapable of supporting themselves and living with the officer or employee abroad.4.1. not gainfully employed.4.Manual on Position Classification and Compensation dependent spouse and for unmarried legal minor dependent children not exceeding three (3) in number.1.4.1. 8.4.4. for this purpose.4.3 Definition of Dependent Child . unmarried.5 . regardless of age. Dependents Not Living with Foreign Service Personnel . 8. and living with the officer or employee at the post of assignment. When Unmarried Children are Considered Dependents .
4.The following are the rates for CA which shall be granted once every 12 months: Rank Chiefs of Mission.2 $400 $500 $300 $400 $200 $250 8-11 . the officer or employee must live alone without any or all the members of the officer’s or employee’s family at the post of assignment. reasonable educational facilities for the officer’s or employee’s children.1 Purpose of CA . Counsellors (Career Ministers) and those assigned as Principal Officers or Consuls General Foreign Service Officers including those assigned as Consuls or Acting Principal Officers Foreign Service Staff Officers and Employees Rates in US $ Tropical Temperate Zone Zone 188.8.131.52.1.5. or by other unavoidable circumstances like lack of appropriate.Compensation Scheme for Foreign Service Personnel conditions.It covers the increased cost of clothing incurred in posts where the climate is different from that of the Philippines or where unusual circumstances exist. 8.4.5 Clothing Allowance (CA) 8.5. Rates of CA . or • For the convenience of the Government. All other meritorious cases may be considered by the Department head as the circumstances and the exigencies of the service may warrant.
namely. summer.6 Medical Allowance (MA) 8.4. winter and spring: Abu Dhabi Ankara Athens Baghdad Beijing Berne Bonn Brasilia Brussels Bucharest Budapest Buenos Aires Cairo Canberra Chicago Dhaka Doha Geneva Hamburg Hanoi Hongkong Islamabad Jeddah Kobe Kuwait London Los Angeles Madrid Manama Mexico City Milan Moscow Muscat New Delhi New York Ottawa Paris Pretoria Riyadh Rome San Francisco Santiago Seoul Stockholm Sydney Tehran Tel Aviv The Hague Tokyo Toronto Tripoli Vancouver Vatican City Vienna Washington.1. D. including cost of hospitalization and medical treatment of foreign service personnel and legal dependents living with the officer or employee at the post.It is intended to cover the cost of medical insurance in countries where medical care is unusually expensive.3 Classification of Posts .Manual on Position Classification and Compensation 8.4.C. autumn.1.4.1. having 4 distinct seasons. Wellington Xiamen • The following posts are considered as falling under the tropical zone: Agana Bangkok Brunei Havana Honolulu Jakarta Phnom Penh Kuala Lumpur Port Moresby Lagos Saipan Manado Singapore Nairobi Yangon 8.6. 8-12 .The rates of payment of CA shall be in accordance with the following classification of posts: • The following posts are considered as falling under the temperate zone.5.1 Purpose of MA .
1.1. and ranking foreign service officers stationed abroad to enable such officers to uphold the prestige of the Republic of the Philippines. 8.Only legal dependents living with the officer or employee at the post shall be entitled to the MA. and such other incidental expenses as may be incurred in connection with such hospitalization treatment but not to exceed US$1.2 Medical Insurance . intemperance or misconduct on his/her part.1.4. including travel expenses to and from the hospital or clinic.The medical expenses shall cover the cost of hospitalization and/or payment of the services of the attending physician. Hospitalization .It is granted to chiefs of mission. Medical Expenses .1 Purpose of RA . and to carry out their functions more effectively.4.3 8.4. and other ranking diplomatic officers.6.4 8. permanent delegates or representatives to international bodies. the Government shall reimburse the cost of medical expenses provided that no medical insurance scheme is available in the post of assignment. Twenty-five percent (25%) of the corresponding premiums shall be payable by the personnel concerned and 75% thereof shall be borne by the Government as its contribution. principal officers.6.4.6. Legal Dependents .184.108.40.206.1.Foreign service personnel may be required by the DFA to subscribe to a medical insurance scheme available in the host country. not as a result of vicious habits.4.1.000. to represent the country with dignity and distinction.Compensation Scheme for Foreign Service Personnel 8. 8-13 .7 Representation Allowance (RA) 8.5 8. special envoys.In the event of illness or injury requiring hospitalization of a foreign service personnel.
4.4.Manual on Position Classification and Compensation 8. and connected with the exercise of the functions of the Government in relation to the conduct of foreign affairs. No such expenses shall be incurred without the prior authorization of the DFA Secretary.4. the DFA Secretary shall be informed in advance thereof and specific requests for funds therefor shall be made. memorials. The office to whom the allowance is granted may disburse any portion of it to cover necessary entertainment by the officer’s subordinates to accomplish certain tasks assigned to them. beneficial to the interests of the public service.4.7.RA shall be expended only for purposes which are of a public character.2 Uses of RA . gifts.7.1. They may be expended for necessary entertainment. Special Entertainment .3 8.5 8-14 . the voucher must be accompanied by a statement of the officer concerned or by such proofs showing that the expenses have been made in the public interest.4 220.127.116.11. Where expenses are incurred for entertainment. and the like.1. club initiation fees.Should special entertaining be necessary because of formal visits of Philippine dignitaries travelling on diplomatic or special passports.7. membership dues.Expenses charged to RA must be supported by proper receipts or vouchers if the individual amount of expenditures exceeds US$50. charitable contributions. The annual RA rates are as follows: • High Cost Posts are posts which have overseas allowance index in the range of 90 and above 8. Supporting Document . flowers.00 or its equivalent.
160 1. Class I Foreign Service Officer.600 2. Class I Foreign Service Officer.800 1.500 3.000 4.440 (not Head of Post) Counsellor (Career Minister) Foreign Service Officer. Class II Foreign Service Officer.Compensation Scheme for Foreign Service Personnel Rank/Position Chief of Mission Representation Allowance US $ 6.800 1. Class III Foreign Service Officer.440 (not Head of Post) Counsellor (Career Minister) Foreign Service Officer. Class II Foreign Service Officer.600 3. Class IV Foreign Service Staff Officer I Others duly authorized by the Secretary • Medium Cost Posts are posts which have overseas allowance indices in the range of 80 to 89 Rank/Position Chief of Mission Representation Allowance US $ 3. Class III 8-15 .880 2.440 1.600 2.700 1.
Class I Foreign Service Officer.4.It is granted to compensate for additional cost incurred to educate legal dependents not exceeding 3 who are 8-16 .4. Class IV Foreign Service Staff Officer I Others duly authorized by the Secretary Representation Allowance 1. Class III Foreign Service Officer. Class II Foreign Service Officer.700 2.1 Purpose of EA .700 2.080 1.080 900 900 (not Head of Post) 8.100 1.080 • Low Cost Posts are posts which have overseas allowance indices in the range of 70 to 79 Rank/Position Chief of Mission Career Minister Foreign Service Officer.440 1.8. Class IV Foreign Service Staff Officer I Others duly authorized by the Secretary Representation Allowance US $ 2.1.620 1.080 1.8 Education Allowance (EA) 8.Manual on Position Classification and Compensation Rank/Position Foreign Service Officer.1.
subject to presentation of receipts and other evidences of payment of matriculation. no officer of the Philippine Government outside of the DFA shall be assigned an assimilated rank higher than Foreign Service Officer.5.2 8-17 .The authority to appoint service attachés and representatives shall be vested in the Department Secretary sending them.8. with the approval of the President.The President shall determine.1 Assignment and Accreditation .3 Assimilated Ranks . elementary and high school levels where free public education at the post is not provided for.5 Service Attachés 18.104.22.168.2 Actual Costs – The EA may be granted as reimbursement of actual costs. The assimilated ranks shall not confer diplomatic rankings for purposes of protocol.The assignment and accreditation of personnel in any agency of the Government as service attachés to embassies or representatives to consulates shall have the prior clearance of the DFA Secretary who shall take into account the specific places where the services of these officers or employees from the other government agencies are needed.4. 8. Class I. 8. except military and trade attachés.2 Appointments .1 As a general rule and except as the President may appoint. upon recommendation of the DFA Secretary. 8. books and other school fees. tuition fees. within such maximum amount as set by the DFA and DBM Secretaries. the assimilated ranks of service attachés for purposes of compensation.3. An agency shall have only one (1) service attaché or representative accredited to one (1) post. except Trade Attachés who shall be assigned and accredited only after consultation with the Department of Trade and Industry Secretary.5. 8.3.Compensation Scheme for Foreign Service Personnel enrolled in the primary. 8. per school year for each child. 8.1.
Manual on Position Classification and Compensation The assimilated ranks of military and civilian attachés from the Department of National Defense, Department of Trade and Industry, Department of Tourism, Department of Finance and Department of Agriculture are indicated in Annex C of this Chapter.
Compensation Scheme for Foreign Service Personnel Annex A Table of Annual Rates for Overseas and Living Quarters Allowances for Foreign Service Personnel (in US $) Living Quarters (LQA) Rank/Position Overseas Allowance (OA) 69,599 60,521 52,626 45,762 41,601 37,819 34,382 With Family Without Family
Chief of Mission Head of Diplomatic Mission Others, including Consul General Counsellor (Career Minister) Foreign Service Officer, Class I Foreign Service Officer, Class II Foreign Service Officer, Class III Foreign Service Officer, Class IV 42,871 35,723 31,064 28,244 25,674 23,341 21,218 35,041 29,199 25,394 23,080 20,986 19,079 17,342
Foreign Service Staff Officer I Foreign Service Staff Officer II Foreign Service Staff Officer III Foreign Service Staff Officer IV
34,382 32,744 31,185 29,700
21,218 19,288 18,371 17,496
17,342 16,518 15,731 14,980
Foreign Service Staff Employee I Foreign Service Staff Employee II Foreign Service Staff Employee III
27,000 25,714 24,490
15,868 15,868 15,868
13,588 13,588 13,588
Manual on Position Classification and Compensation Annex B Table of Indices for Overseas and Living Quarters Allowances for Foreign Service Personnel OA in % 86 93 100 77 86 89 84 75 77 94 89 90 98 107 93 82 94 81 92 82 76 90 82 100 77 91 77 89 79 86 95 107 89 92 79 85 96 LQA in % 100 90 100 100 110 130 100 95 95 130 95 125 130 130 130 110 130 130 130 90 95 97 115 100 70 100 65 100 100 100 130 130 100 130 70 100 130 OA in % 94 70 91 90 85 96 93 95 81 78 79 100 100 128 105 91 98 75 86 88 90 92 83 86 96 86 100 100 82 100 107 89 80 99 90 83 90 LQA in % 130 70 100 100 115 130 100 130 100 90 70 100 100 150 130 102 130 90 100 115 130 100 100 100 130 100 100 100 90 100 125 100 100 130 100 95 125
Post Abu Dhabi Abuja Agana Amman Ankara Athens Baghdad Bandar Seri Begawan Bangkok Barcelona Beijing Beirut Berlin Berne Bonn Brasilia Brussels Bucharest Budapest Buenos Aires Cairo Canberra Caracas Chicago Colombo Dakar Dhaka Dili Doha Dubai Dublin Geneva Guangzhou Hamburg Hanoi Havana Holy See
Post Madrid Manado Manama Melbourne Mexico City Milan Montreal Moscow Muscat Nairobi New Delhi New Orleans New York Osaka Oslo Ottawa Paris Phnom Penh Pohnpei Port Moresby Prague Pretoria Rabat Riyadh Rome Saipan San Diego San Francisco Santiago Seattle Seoul Shanghai Singapore Stockholm Sydney Tehran Tel-Aviv
Compensation Scheme for Foreign Service Personnel OA in % 100 100 100 80 81 86 86 75 81 93 78 87 100 100 LQA in % 115 110 100 70 95 100 100 90 100 100 90 130 130 100 OA in % 93 128 93 82 91 96 96 80 85 100 90 91 89 83 LQA in % 130 150 102 100 102 130 130 70 130 100 115 100 95 70
Post Hongkong SAR Honolulu Houston Islamabad Jakarta Jeddah Koror Kuala Lumpur Kuwait City Libreville Lima Lisbon London Los Angeles
Post The Hague Tokyo Toronto Tripoli Vancouver Holy See Vienna Vientiane Warsaw Washington, D.C. Wellington Winnipeg Xiamen Yangon
Note: The reference post for the annual rates for OA and LQA (at 100%) is New York City. Sample Computation of OA and LQA Given: Employee A, married with one dependent child, holding the position of Foreign Service Staff Officer I and posted in Geneva OA = US $ 34,382 LQA = US $ 21,218 Required: Annual proportionate OA and LQA while in Geneva OA OA OA = US $ 34,382 for the reference post = (US $ 34,382) (1.07) = US $ 36,788.74 x 130% for Geneva ---------------------------------100% for the reference post x 107% for Geneva ---------------------------------100% for the reference post
LQA = US $ 21,218 for the reference post LQA = (US $ 21,218) (1.30) LQA = US $ 27,583.40
Manual on Position Classification and Compensation Annex C Assimilated Ranks of Military and Civilian Attachés, Representatives and Other Personnel of the Philippine Government Stationed Abroad
Assimilated Rank Counsellor Foreign Service Officer, Class I Foreign Service Officer, Class II Foreign Service Officer, Class III Foreign Service Officer, Class IV Foreign Service Officer, Class IV Counsellor Foreign Service Officer, Class I Foreign Service Officer, Class II Foreign Staff Officer, Class III Foreign Service Officer, Class IV Foreign Service Staff Officer II
(a) Department of National Brigadier General Defense Colonel/Navy Capatain Lieutenant Colonel/ Major/Lieutenant Commander/Commander Captain/Lieutenant Senior Grade First Lieutenant/Lieutenant Junior Grade Second Lieutenant/Ensign (b) Department of Trade and Industry Special Trade Representative Foreign Trade Service Officer I Foreign Trade Service Officer II Foreign Trade Service Officer III Foreign Trade Service Officer IV Foreign Trade Service Staff Officer
Compensation Scheme for Foreign Service Personnel Department (c) Position/Designation Assimilated Rank Foreign Service Officer, Class I Foreign Service Officer, Class II Foreign Service Staff Officer IV
Department of Tourism Tourism Attaché Public Relations Officer IV Administrative Assistant
Tourism Promotion Assistant Foreign Service Staff Officer III Regional Convention Coordinator Convention Service Officer Senior Market Assistant Administrative Assistant II (d) Department of Finance Finance Attaché Revenue Attaché Assistant Revenue Attaché (e) Department of Labor and Employment Labor Attaché II Labor Attaché I Overseas Worker Welfare Officer IV Overseas Worker Welfare Foreign Service Officer, Class I Foreign Service Officer, Class II Foreign Service Staff Officer IV Foreign Service Staff Officer III Foreign Service Officer, Class I Foreign Service Officer, Class I Foreign Service Officer, Class II Foreign Service Officer, Class I Foreign Service Officer, Class II Foreign Service Officer, Class III Foreign Service Staff
Assimilated Rank Officer I Foreign Service Officer. based on the assimilated ranks. Class I Foreign Service Officer.Manual on Position Classification and Compensation Department Position/Designation Officer III (Center Coordinator) (f) Department of Agriculture Agricultural Attaché Agricultural Analyst Note: The allowances/benefits of incumbents of the positions from the above-listed Departments while stationed abroad are computed in the same manner as those of foreign service personnel of the DFA. Class III 8-24 .
2 PD No. cities. laws such as Republic Act (RA) No. “The Local Government Personnel Administration and Compensation Plans Decree of 1977. These salary laws created a wide gap between the salaries of rank-and-file employees and the officials. municipalities and barangays. 9-1 .1.” was promulgated on May 5. provincial and city officials. and to implement the provisions of PD No.1 The creation of the Joint Commission on Local Government Personnel Administration (JCLGPA) to formulate policies on local government personnel administration.1 Before Presidential Decree (PD) No.1 Historical Background 9. In exercising such power.1. there were no specific guidelines nor definite standards used in the creation of positions and the fixing of salaries. 1136. 1136. PD No. Its salient features are as follows: 9. position classification and pay administration. 1977. 9.1.2. however. These local legislative bodies were then called provincial boards in the case of provinces.Chapter 9 Position Classification and Compensation Scheme in Local Government Units 9. and RA No. however. 1136 Cognizant of the need for a more effective local government personnel administration. They have long been existing with their own legislative bodies which are endowed with specific powers as defined in the Revised Administrative Code and individual local government unit (LGU) charters. For local officials. city councils in cities and municipal councils in municipalities. Position titles were not descriptive nor reflective of the duties and responsibilities of the positions and salaries were fixed arbitrarily. 268 as amended. These local legislative bodies were vested with the power to determine the number of employees that each office should have and to fix their salary rates as agreed upon by the majority. 4477 were passed by Congress fixing the salaries of municipal. 1136 Local governments are political units composed of provinces.
7160 To enable LGUs to attain their fullest development as self-reliant entities and make them more effective partners in the attainment of national goals. and to recognize differences in pay arising from substantive differences in duties and responsibilities and qualification requirements. the “Local Government Code of 1991. Section 10.4. equipment and other assets of the abolished JCLGPA shall be transferred to the appropriate office in the Civil Service Commission (CSC). city and municipal officials by equating them to CESO ranks. RA No.4 RA No.2.2 The adoption by LGUs of rational personnel policy and position classification and compensation plans. Such rates of pay shall not exceed the following percentages of the rates of the salary schedule prescribed under Section 7 of the Act: For Provinces/Cities Special Cities 1st Class 2nd Class 3rd Class 4th Class 5th Class 6th Class 100% 100% 95% 90% 85% 80% 75% For Municipalities 90% 85% 80% 75% 70% 65% 9.3 RA No. 6758.” includes LGUs under its coverage.Manual on Position Classification and Compensation 9.1.” was enacted.2.3 9. 6758. provides that the rates of pay shall be determined on the basis of the class and financial capability of each LGU.1.1. The pertinent provisions of the Code are as follows: 9. based on the principle of equal pay for substantially equal work. and The maximum salary rates for provincial. 6758 In pursuance of the Constitutional mandate for the adoption of a unified Position Classification and Compensation System (PCCS) in the government. 9-2 . records. RA No.1. 7160. RA No. 9.1 The personnel. the “Compensation and Position Classification Act of 1989” popularly known as the “Salary Standardization Law.1.
1.4.1. prosecutors. and to effectively enforce the provisions of the Constitution and fully rationalize the standardization of compensation in the government particularly in LGUs. 7160. 42 9. AO No. 9.3 22.214.171.124 Every LGU shall design and implement its own organizational structure and staffing pattern taking into consideration its service requirements and financial capability.4.1. salaries and wages. but subject to the minimum standards and guidelines prescribed by the CSC. 6758.1.3. Pursuant to Section 81.1.1 Realizing the need to address issues on position classification and compensation in LGUs in view of the provisions of RA No.4. allowances and other benefits of officials and employees paid wholly or mainly from local government funds.4 9. If the finances of LGUs allow.4. The increase in compensation of the appointive officials and employees shall take effect as provided in the ordinance authorizing such increase.4.4. the local sanggunian may provide for additional allowances and other benefits to judges.3. 126.96.36.199 The increase in compensation of elective local government officials shall take effect only after the terms of office of those approving such increase shall have expired.4 The local sanggunian is empowered to determine the positions. the compensation of local government officials and employees shall be determined by the sanggunian concerned provided that: 9.3. 42 was issued 9-3 .3 9. public elementary and high school teachers and other national government officials stationed in or assigned in LGUs.2 9.3. and Such compensation may be based upon the pertinent provisions of RA No.4.5 Administrative Order (AO) No.1. RA No.1.4.5 9. Said increase shall not exceed the percentage limitation for personal services.Position Classification and Compensation Scheme In LGUs 9. 7160.
2 9.4 9.1.Manual on Position Classification and Compensation by the President on March 3.1 The abolition of the JCLGPA pursuant to Section 77. records. 188.8.131.52.1.1 Provide guidelines on the classification of local government positions and on the specific rates of pay therefor.184.108.40.206.3 9. and Provide technical expertise in the training of local government personnel to enable them to administer and maintain the compensation and position classification system.220.127.116.11.2. rules and regulations issued thereunder. Advise and assist LGUs on matters of position classification and compensation of local government personnel. 9.1.5. Section 325 (b) of RA No. RA No. 1993.3 9-4 .2 9.5.1. 7160 states that: "No official or employee shall be entitled to a salary rate higher than the maximum fixed for his position or other positions of equivalent rank by applicable laws. The inability of RA No. to reiterate the provision of RA No.1.1.5. 7160.2 The issuance of this clarificatory order was anchored on the following: 9. and the transfer of all its personnel. 7160 to specifically provide for the transfer of the respective functions of the member agencies of the JCLGPA.1. equipment and other assets to the CSC. Provide criteria and guidelines for the grant of all allowances and additional forms of compensation to local government employees.1. 6758 that the Department of Budget and Management (DBM) shall be the Administrator of the unified Position Classification and Compensation System of the government and as such shall undertake the following: 9.
regulations and procedures on position classification provided under Chapter 2 of this Manual.1.1 Index of Occupational Services. 6758 which is administered by the DBM as mandated.Position Classification and Compensation Scheme In LGUs 9.2. appointive or elective.5.2 . positions in LGUs are classified based on duties and responsibilities and the pertinent rules. Position Titles. Class Specification – This is a detailed description of a class of positions.6 Joint Senate and House of Representatives Resolution No.5 18.104.22.168. subject to certain conditions. occupational groups. 1994 Under said Joint Resolution approved by the President on March 7. and The Compensation and Position Classification System established in pursuance of the Constitutional mandate covers all national and local government positions. 01.1. 9. provided that the salary schedules adopted shall be uniformly applied to all positions in the said LGUs.5. and Salary Grades (IOS) in the Local Government – This is a document listing the different occupational services. 9-5 9. 9.4 The only applicable law that governs the Compensation and Position Classification System in the government is RA No.2. series of classes and classes of positions existing in LGUs. LGUs other than special and 1st class cities and provinces may adopt the salary schedules for higher class LGUs. It serves as standard or guide for allocating positions to their proper classes. LGUs shall be guided by the following: 9.1 Position Classification Guide – In classifying positions. on full-time or part-time basis now existing or hereafter created.1. 9. A more detailed discussion on class specifications is found in Chapter 2 of this Manual.2 The Position Classification Scheme for LGUs Like the positions in the national government covered by RA No.1.2. Adopted on March 3. 1994. It also shows the salary grade assignment of each class of positions. 6758.
22.214.171.124.3.1. 6758 and 7160 and their implementing rules and regulations provide the salary grade allocations of elective officials in LGUs that correspond to specific salary rates in the salary schedules prescribed for LGUs.1.3 Elective Officials of Municipalities • Within Metropolitan Manila 9-6 .1 Elective Officials of Provinces Position Provincial Governor Provincial Vice-Governor Sangguniang Panlalawigan Member Salary Grade 30 28 27 9. 9.3 Salary Grade Allocation of Elective Officials .2 Elective Officials of Cities Special Cities (Manila and Quezon City) and Highly Urbanized Cities Position City Mayor City Vice Mayor II Sangguniang Panlungsod Member II Salary Grade 30 28 27 Component Cities Position City Mayor City Vice Mayor I Sangguniang Panlungsod Member I Salary Grade 30 26 25 9.RA Nos.1.2.Manual on Position Classification and Compensation 9.1.2.
1 Appointive Officials of Provinces Position Provincial Government Department Head Provincial Government Department Head Assistant Salary Grade 26 24 126.96.36.199 Salary Grade Allocation of Appointive Officials – RA No. 188.8.131.52.Position Classification and Compensation Scheme In LGUs Position Municipal Mayor II Municipal Vice Mayor II Sangguniang Bayan Member II Salary Grade 28 26 25 • Outside Metropolitan Manila Position Salary Grade 27 25 24 Municipal Mayor I Municipal Vice Mayor I Sangguniang Bayan Member I 9.4. 6758 and its implementing rules and regulations provide the salary grade allocation of appointive officials in LGUs that corresponds to a specific salary rate in the salary schedule prescribed for LGUs.2.4.2 Appointive Officials of Cities • Special Cities (Manila and Quezon City) Position City Government Department Head III City Government Office Head Salary Grade 27 26 9-7 .
Manual on Position Classification and Compensation City Government Assistant Department Head III 25 • Highly Urbanized Metropolitan Manila Cities Position Cities/Other Salary Grade 26 24 City Government Department Head II City Government Assistant Department Head II • Component Cities Position Salary Grade 25 23 City Government Department Head I City Government Assistant Department Head I 9.3 Appointive Officials of Municipalities • Within Metropolitan Manila Position Municipal Government Department Head II Municipal Government Department Head II Assistant Salary Grade 25 23 • Outside Metropolitan Manila Position Salary Grade 24 22 Municipal Government Department Head I Municipal Government Department Head I Assistant 9-8 .2.4.1.
the allowable level of these positions for the said officials are as follows: 9-9 .Position Classification and Compensation Scheme In LGUs 9. Per established standards. Project Development Officer V SG-22. SG-19 SG-14 to 16. Project Development Officer IV SG-22. examples: Licensing Officer IV. examples: Licensing Officer IV. SG-15. SG-16 N. The position titles of the positions below the Assistant Department Heads must be in accordance with the Index of Occupational Services. examples: Licensing Officer V.2. Executive Assistant and Driver positions is dependent on the level/rank of the position they serve. and Engineer III. 61 dated March 18. Project Development Officer IV SG-24. SG-14.6 Other Positions Assigned to LGU Officials – The classification of Private Secretary. 9. examples: Licensing Officer IV.1. Project Development Officer II. examples: Registration Officer II. Project Development Officer IV SG-18 to 19. 1996.2.1. Position Titles and Salary Grades (IOS) in the Local Government issued under Local Budget Circular No.B.5 Other Positions – The highest position below the rank of an assistant department head may be allocated in accordance with the following standard leveling of positions based on the level and income class of the LGU: Local Government Unit Provinces Special Cities Highly Urbanized Cities Component Cities 1st to 3rd Class Municipalities 4th to 6th Class Municipalities Highest Positions Below the Assistant Department Heads SG-22. examples: Licensing Officer III. and Dentist II. SG-18.
SG-11 Private Secretary II. It assumes supervision. SG-3 Driver II.2. SG-3 Driver II. SG-4 9.Manual on Position Classification and Compensation Local Executive Private Secretary Executive Assistant Driver Provincial Governor Provincial ViceGovernor City Mayor City Vice Mayor Municipal Mayor Municipal Vice Mayor Private Secretary II. SG-15 Private Secretary I.7 Heads of Administrative/Support Units – Generally. SG-14 Driver II.1. If found necessary. SG-15 Administrative Aide III. SG-15 Private Secretary I. there shall be only one (1) administrative unit in a LGU and this is placed under the Office of the Local Chief Executive. the following positions were retitled as follows: From Private Secretary I. SG-3 Administrative Aide IV.2. SG-15 Driver I. SG-11 Executive Assistant IV. SG-11 Senior Administrative Assistant III. SG-4 Driver I.1. SG-3 Pursuant to Budget Circular No. SG-11 Private Secretary II. dated March 6. however. 2004. The head of these satellite units should be classified one (1) rank lower than the head of the administrative mother unit. SG-17 Executive Assistant IV. coordination and monitoring of rural health 9-10 9. SG-11 Private Secretary II. SG-4 To Administrative Assistant V. SG-15 Private Secretary I. SG-22 Executive Assistant II. SG-3 Driver II. SG-22 Executive Assistant II. SG-4 Driver I. SG-17 Executive Assistant II. SG-17 Executive Assistant I.8 . SG-4 Driver I. Municipal Health Officers (MHOs) and Rural Health Physicians (RHPs) – The MHO as a mandatory position is the municipal department head in charge of formulating and implementing the health and medical programs for the whole municipality. administrative support units in other departments of the LGU may be allowed. 2004-3.
9 Changes in Nomenclature of Positions . usually consisting of at least one (1) barangay.3 All the mandatory positions listed under RA No. Notwithstanding that the RHP pursuant to RA No. The Salary Standardization implemented. 7305 is given the same salary grade as the MHO.2. changes in designation or nomenclature of positions resulting in promotion or demotion in ranks or increase or decrease in compensation shall not be allowed.2. The RHP is ordinarily in charge of a small medical team of health service personnel assigned in a RHU which renders preventive and medical services in specific area of assignment within the municipality.2 9.7 . s. Law has been fully The absorption of national government personnel by LGUs on account of the devolution of functions has been fully effected.2.1 9. If the new office is considered a department.2. 19. personal services 184.108.40.206 The classification of the positions should be consistent with the standards and implementing rules and regulations of RA No. and The classification of the heads of new offices shall be dependent on the level of the organizational structure of the new offices. 7160 have been created and provided for.6 220.127.116.11.2.2. the MHO has ascendancy over the RHP in the hierarchical ranking of positions in LGUs. The creation of new positions or offices is subject to the conditions prescribed under Civil Service Commission Memorandum Circular No. the head shall be classified as Department 9-11 9.1. 1992. 9.In line with Section 325 (f) of RA No.4 9.2. except when the positions are actually vacant. 6758. The general limitations on expenditures are not exceeded.Position Classification and Compensation Scheme In LGUs units (RHUs) within the municipality.2. 7160.2.2. 9.2.2 Creation of New Positions/Offices Creation of new positions in LGUs may be allowed subject to the following conditions that: 9.
3.3 Justification for the creation of the new class.3 The Compensation Scheme for LGUs 9. There are 8 salary schedules for LGUs with each salary schedule corresponding to a specific income class of a LGU.Fourth Class Provinces and Cities and Second Class Municipalities E .3. These rates shall conform with the percentages of the rates in the Salary Schedule prescribed for national government personnel pursuant to Section 7. Duly accomplished Position Description Form.3.Second Class Provinces and Cities C .2.3 of this Chapter. the head shall be classified as Assistant Department Head. RA No.1 Salary Schedule (SS) .1.3.1.The SS consists of 30 salary grades for provinces and cities and 27 for municipalities.3 Creation of a New Class of Positions – A proposal to create a new class of positions not found in the IOS for Local Government shall be submitted to the DBM for approval together with the following documents/information: 9. and their financial capabilities. 6758. 9. A .2 9. If lower than a department but higher than a division.3.1 9.Special Cities and First Class Provinces and Cities B .Manual on Position Classification and Compensation Head.2.2. Each salary grade in the SS has 8 salary steps to provide for the hiring rate and incentive for length of service in the position. and Structural.Third Class Provinces and Cities and First Class Municipalities D . 9.Sixth Class Provinces and Cities and Fourth Class Municipalities 9-12 . 9.Fifth Class Provinces and Cities and Third Class Municipalities F . and are indicated in item 9. functional and position charts.2.1 Basic Salaries The salary rates of positions in LGUs shall be based on their income classifications as determined by the Department of Finance (DOF).
2.5 9. That the LGU is financially capable.Position Classification and Compensation Scheme In LGUs G . LGUs lower than Special Cities and First Class Provinces and Cities may adopt the salary schedule for higher class LGUs.2.2. 1994. s.18.104.22.168 9.3. 9-13 .Fifth Class Municipalities H .2.1. the salary schedule to be adopted shall not be higher than that of the province where they belong. That the difference arising from the adoption of the higher salary schedule shall be subject to the budgetary and general limitations on personal services expenditures mandated under Sections 324 and 325 of RA No.2 Adoption of Higher Salary Schedule To minimize disparity in pay between the devolved personnel of national government agencies and the organic personnel of the LGU and pursuant to Joint Senate and House of Representatives Resolution No.2.3. 75 dated July 12.2 22.214.171.124 That the LGU must first implement fully the prescribed salary schedule for its income class and assure sustainability before it can exercise the option to adopt a higher salary schedule.1 The following conditions/limitations shall be observed in adopting a higher salary schedule: 9. 9. That the salary schedule to be adopted shall be uniformly applied to all positions in the LGU concerned. That the salary grade allocation of positions and the salary steps of personnel shall be retained.1.Sixth Class Municipalities 9.6 That in the case of component cities and municipalities.2.3 9.2.3. 2002. 9. 1. 7160 as implemented by Local Budget Circular (LBC) No.126.96.36.199.
7 That the adoption of a higher salary schedule shall not in any manner alter the existing income classification of the LGU concerned.2.2 A LGU which has adopted a higher salary schedule as authorized and which cannot afford to sustain such schedule.2.3. may revert to the prescribed or lower salary schedule.3. Absorption of devolved positions. and 9. 7305.2 9-14 . 9. Creation of mandatory positions.3. implementation of RA No.2.2.8 That the following mandatories or activities have been fully provided for: • • • • • Statutory and contractual obligations of the LGU.2.3. and Payment of the Magna Carta benefits of public health workers pursuant to the provisions of RA No.2.1.1 No personnel whose salaries have been adjusted based on the higher salary schedule shall suffer diminution in pay as a result thereof. their salaries shall be at the hiring rates of their positions based on the prescribed/lower salary schedule. To maintain the integrity and consistency of the Pay Plan the following rules shall apply in reverting to the prescribed/lower salary schedule: 9.1. Continued 6758. For instance. For new hirees/appointees.2.3. 9.Manual on Position Classification and Compensation 9. a municipal government of a 4th class municipality which adopted the salary schedule for a 1st class municipality may revert to the salary schedule for a 2nd class municipality.
961 3rd step st Reverted to 2nd Class P9. This rule is also applicable to municipalities converted to cities with lower salary schedules. an employee with 6 years of service in the position shall be at the third step regardless of his/her higher salary rate.3 Step Increments The rules and regulations on step increments as discussed under Chapter 3 of this Manual also apply to LGUs.961 * 3rd step * same salary rate due to “no diminution in pay policy” Upon serving 9 years in the position. the following rules on step increment shall be observed: 9. he/she will be entitled to the salary corresponding to the 4th step. However.4 Other Compensation. his/her step increment after reversion to the prescribed or lower salary schedule shall be based on the years of service in the position.1 Notwithstanding the actual salary rate of the employee based on the higher salary schedule.3. Thus.3.301 3rd step th Adopted 1 Class P9. in case a LGU reverts to the prescribed or lower salary schedule.Position Classification and Compensation Scheme In LGUs 9. To illustrate: A Planning Officer I. allowances and benefits authorized for national government personnel are likewise granted to local government personnel subject to the criteria.3.3. but will not receive any adjustment in pay since his/her actual salary is still higher than the 4th step. with six years of service in the position in a municipal government of a 4th class municipality which adopted the salary schedule for a 1st class municipality later reverted to the salary schedule for a 2nd class municipality: 4 Class P8. rules and regulations issued for the purpose as discussed under Chapter 3 of this Manual and to the additional rules applicable only to LGUs: 9-15 . SG-11. This shall continue until such time that his/her salary rate equalizes the prescribed rate for his/her step in the salary schedule being implemented by the LGU. Allowances and Benefits The following other compensation. 9.
9. City/Municipal Vice Mayors.4. Provincial Vice-Governors. 7160 • Municipal Agricultural Officers (MAOs) ♣ The MAO position is not entitled to RATA since it is neither a Department Head nor an Assistant Department Head.4. Members of the Sangguniang Panlalawigan/ Panlungsod/ Bayan. The equivalent ranks of LGU officials to national government officials entitled to RATA under the GAA are indicated in Annex A of this Chapter. However. Local Government Department Heads and their equivalents. and Division Chiefs (for Special Cities only). Local Government Assistant Department Heads and their equivalents.188.8.131.52.Manual on Position Classification and Compensation 9. in line with the no-diminution-in-pay provision of Executive Order (EO) 9-16 . The maximum rates for each type of allowance shall be based on the percentage application of the RATA rates for national government officials indicated in Annex A.4.1 The following LGU officials are entitled to representation and transportation allowances (RATA) based on the rates and conditions indicated in the annual General Appropriations Act (GAA): • • • • • • Provincial Governors and City/Municipal Mayors.2 RATA for Personnel Devolved to LGUs Pursuant to RA No.1 Representation and Transportation Allowances 9.1.
he/she shall be entitled to the RATA for a Department Head or Assistant Department Head as the case may be in a particular LGU. ♣ A RHP who is appointed to the mandatory department head position of Municipal Health Officer (MHO) is entitled to the RATA for a 9-17 .200 pursuant to RA No. the devolved MAOs shall continue to receive the total monthly RATA in the amount of P2. 1992. However.Position Classification and Compensation Scheme In LGUs No. ♣ A devolved MAO appointed to the optional local position of Municipal Agriculturist (MA) shall be entitled to the RATA for a Department Head or Assistant Department Head as the case may be in a particular LGU.200 they have been receiving as of the devolution. 503 dated January 22. • Social Welfare Officers (SWOs) ♣ The devolved SWOs in municipalities are not entitled to RATA. when the devolved SWO is appointed to the optional local position of Municipal Social Welfare and Development Officer (MSWDO). whether devolved or appointed. • Rural Health Physicians (RHPs) ♣ RHPs. 7305 or the Magna Carta of Public Health Workers. shall be entitled to monthly RATA of P2. ♣ A new appointee to the MAO psition shall no longer be entitled to RATA.
3. 9. However.184.108.40.206.220.127.116.110 per month to national government personnel provided under 9-18 .4.2 Personnel Economic Relief Allowance 9.2.Manual on Position Classification and Compensation Department Head in a particular LGU.3.4.1 The rates of Personnel Economic Relief Allowance (PERA) for all appointive LGU personnel under permanent. contractual.2 In the event that a LGU has no sufficient fund for the purpose. shall be a percentage of the PERA at P500 per month based on the income classification of the LGU.1 The rules and regulations relative to the grant of additional compensation (ADCOM) at P1.3 9. casual.4 9. at rates uniformly applied to all their respective personnel.18.104.22.168 Additional Compensation 9. but not exceeding P500 per month.4. substitute or emergency status. Elective officials are not granted the PERA since they are not among those covered by the grant thereof pursuant to the pertinent general provision in the annual General Appropriations Act.2. the grant of the same may be partial but uniform for all positions in the LGU.3. temporary. 9. LGUs which can afford to pay higher than the rates authorized in the above schedule for their particular income classes are allowed to do so.4. as follows: Class Special Cities 1st Class 2nd Class 3rd Class 4th Class 5th Class 6th Class Provinces/Cities 100% 100% 90% 90% 80% 80% 80% Municipalities 90% 80% 80% 70% 70% 70% 9.
22.214.171.124. Item 3.3.3. In the event that a LGU has no sufficient fund for the purpose.5.4 Year-End Bonus and Cash Gift The rules and regulations on the grant of the year-end bonus and cash gift to national government personnel under Chapter 3 of this Manual are also applicable to salaried local government personnel.4.3.3. 9.5 Honoraria 9.3 9.3. the grant of the same maybe partial but uniform for all positions in the LGU.9.4.4.Position Classification and Compensation Scheme In LGUs Chapter 3 of this Manual likewise apply to LGU personnel.6.3.4 The grant of ADCOM covers all officials and employees of LGUs. 9. The honoraria for Barangay Health Aides/Workers (including Barangay Nutrition Scholars.4. 9.4. Barangay Health Workers and other volunteer workers of similar nature) shall not exceed the minimum salary rate of SG-4 of the 9-19 • .3.1 Honoraria for Barangay Volunteer Frontline Workers The rules and regulations on the grant of honoraria to Barangay Frontline Workers are as follows: • The honoraria for Day Care Workers shall not exceed the minimum salary rate of SG-6 of the salary schedule being implemented by the LGU concerned. Payment thereof is subject to availability of local government funds.7 of said Chapter also provides the rules and regulations on the grant of cash gifts to barangay officials who are paid honoraria.2 9.
but not to both honoraria. The grant of honoraria shall be subject to the following conditions: ♣ That the volunteer worker is actively performing his/her functions relative to the implementation of assigned programs and projects in the barangay. In case these officials are receiving the aforestated minimum salary rates.Manual on Position Classification and Compensation salary schedule being implemented by the LGU concerned. ♣ That the amount of honoraria shall not equal nor exceed those received by the barangay officials. this does not preclude higher local governments to undertake projects in the barangay which may include payment of honoraria to its volunteer workers charged from their funds. ♣ That the volunteer worker concerned has undergone the necessary skills and capability training which is duly recognized by appropriate authority or body either in the national or local level. the allowable honoraria for volunteer frontline workers should be adjusted accordingly so as to maintain a reasonable pay gap with 9-20 • . ♣ That the grant of honoraria shall be charged against barangay funds. However. • A Barangay Health Worker who simultaneously serves as a Barangay Nutrition Scholar may be granted the honorarium as Barangay Health Worker or as Barangay Nutrition Scholar which is more advantageous to him/her.
♣ That the BHRAO concerned is actively performing his/her functions relative to the promotion and protection of human rights in his/her community. 9. subject to the discretion of the barangay concerned after taking 9-21 . Each Barangay Human Rights Action Center (BHRAC) serves as the center for complaints and advocacy on human rights in a barangay.5. 7160. ♣ That the BHRAO has satisfactorily undergone the skills capability training of the Commission on Human Rights.3.000 each per month subject to the following conditions: ♣ That the BHRAO concerned is duly recognized by the BHRAC National Secretariat. ♣ That the grant of honoraria shall be charged against barangay funds. A barangay is limited to one BHRAO.Position Classification and Compensation Scheme In LGUs the lowest paid barangay official. and ♣ That the grant of honoraria shall be subject to availability of funds. • All officially designated BHRAOs may be granted honoraria at rates not exceeding P1.2 Honoraria for Barangay Action Officers (BHRAOs) Human Rights The BHRAO implements the Barangay Human Rights Action Program of the Commission on Human Rights which is aimed to promote and protect human rights in the grassroots level.4. and budgetary limitation on personal services under RA No.
the local sanggunian may provide for additional allowances and other benefits to judges.Manual on Position Classification and Compensation into consideration its program priorities and financial capability. public elementary and high school teachers and other national government officials stationed/assigned in a LGU. and ♣ That the grant of honoraria shall be subject to the budgetary limitations under RA No.4. the allowable honoraria for the BHRAO should be adjusted accordingly so as to maintain a reasonable pay gap with the lowest barangay official. In case these barangay officials are only receiving the minimum honoraria. 9. ♣ That the amount of honoraria for BHRAOs shall not exceed those being received by barangay officials. 7305 (Magna Carta statutory including No. prosecutors.3 Additional allowances and Other Benefits or Honoraria for National Government Personnel Assigned in LGUs Pursuant to Sections 447. 6758 under RA of Public 9-22 • . subject to the following conditions: • • The grant thereof is not mandatory on the part of the LGU.5. 7160. 7160. The total amount of additional allowance and other benefits or honoraria shall not exceed the RATA authorized for the department heads of the LGU concerned.3. 458 and 468 of RA No. subject to availability of local government funds. That all contractual and obligations of the LGU the implementation of RA and the benefits mandated No.
4. The founding year of LGUs shall be as indicated in the authentic documents showing their establishment.1 The AB shall be granted only during milestone years which refer to the 15th anniversary and to every 5th year thereafter of the founding of the LGUs. 7160 are not jeopardized.3.4.6 Anniversary Bonus The rules and regulations on the grant of anniversary bonus (AB) in the national government under Chapter 3 of this Manual are also applicable to LGUs. 2002.6.3. 7160. • • • 9.3. However.5 of Local Budget Circular No. and That the expense shall be presented in the LGU budget under the maintenance and other operating expenses pursuant to item 5. That the grant thereof shall be subject to a regular review and may be withdrawn as deemed necessary by the LGU.4. the following additional rules and regulations are applicable only to LGUs: 9. or in the enabling acts or laws creating such localities.4. • fully That the LGU has fully implemented the devolution of functions/personnel in accordance with RA No.6.3.2 9. reclassified or 9-23 9.Position Classification and Compensation Scheme In LGUs Health Workers) have been provided for in the budget. 75 dated July 12. That the delivery of basic services and functions mandated under RA No. The counting of milestone years shall start from the year the LGUs were founded regardless of whether they were subsequently renamed.6.3 .
Where there is not enough space to be used as quarters. subject to the following guidelines: 9. 1989.1 The rental contract shall be entered into by and between the LGU concerned and the owners of the dwelling units. and the rental payments shall be paid to the latter and not 9-24 9.2. provided that such rates shall not exceed 25% of their monthly basic salaries.1 LGUs may provide free quarters within their office premises to the officials concerned who have no residences within 50-kilometer radius from the provincial capitol.7 Free Quarters Provincial Governors and Provincial Vice-Governors who have no residences within 50-kilometer radius from the provincial capitol may be allowed free quarters. 1. such as barangay to municipality.126.96.36.199 . and The counting of milestone years of merged LGUs shall reckon from the date they were merged. and subject to the following: 188.8.131.52.4.5 9.Manual on Position Classification and Compensation converted from one level to another.7.4. municipality to city.4.3.4. 9.6. DENR and DPWH Circular No.6.3. dated September 30. the LGU may rent houses or rooms which shall serve as quarters at reasonable rates based on the prevailing cost of rental in the area or locality as determined under Chapter 4 of the Manual of Building Services and Real Property Management issued under Joint DBM.7. 9.3.4 The counting of the milestone years of an LGU which was created by law out of the split of an LGU and became a distinct and separate LGU shall begin from the time of the LGU’s separation/splitting or creation as a separate entity.
Those who desire more expensive/extensive quarters other than those rented by the LGUs may secure such preferred quarters. water and electric bills.184.108.40.206.3.4.2. which shall likewise be paid directly to the utility companies.Position Classification and Compensation Scheme In LGUs commuted in favor of the officials concerned.3.3 Provision of free quarters outside of the 50kilometer radius from the provincial capitol. and 9-25 .4. 9. The amount necessary for the provision of free quarters to the Provincial Governor and Provincial Vice-Governor shall be charged against the respective LGU funds.3. shall not be allowed.7.4. 9.8 Other Compensation. Allowances and Benefits 9. such as in Metropolitan Manila. 9. Subsistence Allowance.7. Night Shift Differential Pay.3.1 The pertinent rules and regulations on the following other compensation. Uniform/Clothing Allowance.2 Said rates shall be inclusive of the amount for telephone.4 9.4. Overtime Pay.3 9.8.3. allowances and benefits provided under Chapter 3 of this Manual are also applicable to LGU personnel: • • • • • Productivity Incentive Benefits.3.7. provided that the difference between the rental cost and the amount authorized therefor shall be paid by the former.
4. or section chiefs in municipalities.3. Their grants are subject to the personal services limitation under RA No. An official or employee entitled to RATA in his/her permanent position designated by competent authority on a concurrent capacity to a higher position with higher 9-26 9.3. designated by competent authority on a concurrent capacity to a position lower than Assistant Department Head but nevertheless heads a specific area of responsibility like division chief in provinces and cities.3.3.Manual on Position Classification and Compensation • Laundry Allowance. 7160.3 . may be allowed honoraria at the rate not exceeding P1. 9.9. 9. 9.000 per month in provinces and cities. designated by competent authority on a concurrent capacity to a position entitled to RATA.4.4.9 Compensation for Local Government Personnel Designated to Fill Temporary Vacancies The following rules shall apply relative to the payment of compensation to officials and employees designated by competent authority to fill temporary vacancies as authorized under RA No.2 The rules and regulations on travel allowance/expenses provided under Chapter 3 of this Manual are also applicable to LGU personnel.4.9.1 An official or employee in an LGU other than a special city.4.9. or honorarium at a rate not exceeding the rate of RATA for the position where designated.8. An official or employee not entitled to RATA in his/her permanent position.2 9. provided it is so specified in the order of designation.3. 7160. P800 per month in municipalities belonging to 1st to 3rd class and P600 per month for lower than 3rd class. may be granted the RATA.
1. 9. whichever is higher. People’s Law Enforcement Board (PLEB).g. 9.. Mining Regulatory Board (MRB) or similar body created pursuant to a law or Presidential authority shall be compensated in the form of per diem at a rate not exceeding P220.127.116.11.18.104.22.168.4.4.1 A member of a local regulatory and quasijudicial body.10. That the grant thereof is subject to the budgetary limitation on personal 9-27 . or honorarium authorized under item 9.3. 9.Position Classification and Compensation Scheme In LGUs rate of RATA may be entitled to the difference between the RATA of the two positions.22.214.171.124. e.4.10 Compensation for Members of Local Regulatory Boards/Quasi-Judicial Bodies and Similar Bodies in LGUs The following rules shall apply on the payment of compensation to members of local regulatory boards/ quasi-judicial bodies and similar bodies in LGUs: 9.3.000 per meeting/session actually attended but not to exceed 4 paid sessions or P126.96.36.199.3 The grant of compensation shall be subject to the following conditions: • • That no law bars them from receiving compensation as members. 9.000 per month.9.4 An official or employee entitled to RATA designated by competent authority to a lateral position in a concurrent capacity for one full calendar month or more may be paid honorarium at the rate prescribed in item 9.2 Each administrative support staff rendering services to a board/body may be compensated in the form of honoraria not exceeding P200 per session but not to exceed 4 paid sessions or P800 per month.
3.3.Manual on Position Classification and Compensation services under Section 325 of RA No.3.3.4 The respective Vice-Presidents of the Liga and the Pederasyon who sit as ex-officio members in the Sangguniang Panlungsod/Bayan in lieu of the Presidents who were elevated to the Sangguniang Panlalawigan shall receive their full salaries and allowances from the concerned city/municipal governments.4. 7160.3. and to availability of funds. 9. 9-28 . 9.11. • That when the law expressly provides the rate of compensation.11 Compensation for Ex-Officio Members of the Local Sanggunian The rules and regulations relative to the compensation for ex-officio members of the local sanggunian are as follows: 9.11.2 The Municipal and City Chapter Presidents of the Liga ng mga Barangay and the Presidents of the Pederasyon ng mga Sangguniang Kabataan who serve as exofficio members of the Sangguniang Bayan/Panlungsod as the case may be shall receive in full their salaries and allowances from the concerned municipal or city governments.1 Ex-officio members of local legislative bodies shall receive the same compensation as that of their counterpart elective sanggunian officials.11.4. 9. the pertinent provision of the law shall prevail.11. 188.8.131.52.3 The elected Presidents of the Provincial Chapter of the Liga and the Pederasyon who sit as ex-officio members of the Sangguniang Panlalawigan shall receive in full their salaries and allowances from the concerned provincial governments.
the designated officials shall be entitled to collect reimbursable traveling and incidental expenses not exceeding P1. respectively. 9.6 The Punong Barangay and SK Chairman who were elected as Chapter/Federation Presidents and therefore sit as ex-officio members in the Sangguniang Bayan/Panlungsod may collect honoraria as chairman of the barangay and as ex-officio member of the Sangguniang Barangay at rates not exceeding P1. 9. provided that they continue to perform their functions in the barangay. 63 and the Christmas bonus from the barangay government in line with the constitutional prohibition on the receipt of double compensation.3.4.000 and P600 per month. The provincial governments shall appropriate only the difference in the salary and allowances of said officials such that their total compensation shall be equivalent to the compensation actually being received by their elective counterparts in the Sangguniang Panlalawigan. 9-29 .7 In the event that other officials are validly designated to perform the functions of the Punong Barangay and the Sangguniang Kabataan Chairman in the barangay. Said designated officials shall not be entitled to Christmas bonus.11.5 The Presidents of the Provincial Federation of Sanggunian Members of Municipalities and Component Cities who sit as ex-officio members in the Sanggunian Panlalawigan shall receive their salaries and allowances from the component city or municipal governments which they represent.4.000 per month for the representative of the Punong Barangay and P600 for the Sangguniang Kabataan Chairman representative. They shall not be entitled to the honoraria adjustments authorized under Local Budget No.184.108.40.206.11.Position Classification and Compensation Scheme In LGUs 9.
3. Barangay Treasurer and the Sangguniang Kabataan (SK) Chairman as ex-officio member of the Sangguniang Barangay. These minimum rates may be increased to a maximum rate equivalent to the first step of the following salary grades of the salary schedule being implemented by the city or municipality where the barangay belongs: • • SG-14 for the Punong Barangay.1 Barangay officials shall be compensated in the form of honoraria at the minimum rate of P1. 9. 332 dated May 16. other positions may be created and may be compensated in the form of salaries or honoraria at rates not exceeding the first step of the salary grade allocation of the following indicative positions based on the salary schedule being implemented in the city/municipality where the barangay belongs: 9-30 .12.Manual on Position Classification and Compensation 9. Barangay Secretary. barangay government officials are covered by the Position Classification and Compensation System under RA No.3.12 Classification of Positions and Compensation for Barangay Personnel Pursuant to Executive Order No.4.000 per month for the Punong Barangay and P600 each per month for the Sangguniang Barangay Members. 1996. The following rules on position classification and compensation apply to barangay government officials: 9.4.4. and SG-10 for the Sangguniang Barangay Members.2 At the discretion of the barangay government and in consideration of its service requirement and the 55% limitation on personal services appropriation. Barangay Treasurer and the SK Chairman. 6758.12. Barangay Secretary.3.
12. 1 SG-1 Clerk I. SG-8 9. SG-3 Aide Accounting Clerk I.12.4. Administrative Aide IV. SG-4 SG-4 Administrative Assistant.2004.4 Barangay personnel paid salaries and whose positions are classified in accordance with RA No. SG-3 Administrative III. the abovelisted positions have been retitled as follows: From To Utility Worker I. 9. 6758 and issued appointments in 9-31 .4. SG-8 Administrative Assistant II. Position titles not consistent with the IOS shall be submitted to the DBM for approval.Administrative Aide I. SG.3.3.3 Positions compensated in the form of salaries shall be allocated to their proper position titles and salary grades in accordance with the IOS for the Local Government. however. 2004-3 dated March 6.Position Classification and Compensation Scheme In LGUs Positions Utility Worker I Clerk I Accounting Clerk I Barangay Health Aide Revenue Collection Clerk I Day Care Worker I Administrative Assistant Salary Grade 1 3 4 4 5 6 8 Pursuant to Budget Circular No.
4. 9. provided that the total compensation of concerned employees shall not exceed the compensation received by the lowest barangay officials: • • • • • 9. to regular Barangay Tanods and Members of the Lupong Tagapamayapa may be granted honoraria. 2004.4.7 Monetization of Leave Credits of Barangay Officials The monetization of the leave credits of barangay officials reckoned from the services they rendered starting April 15. Additional Compensation.12. 9. Year-End Bonus and Cash Gift.3. rules and regulations pertaining thereto.3.12. allowances and other emoluments provided the total amount shall not exceed the minimum salary rate for SG1 of the salary schedule being implemented by the city/municipality where the barangay belongs and provided further that such compensation shall not exceed those of the lowest paid barangay officials.4. Productivity Incentive Benefit.Manual on Position Classification and Compensation accordance with the Civil Service law. and Other benefits accruing government employees.6 A City/Municipal Accountant who keeps and maintains the financial records of barangay governments are not entitled to honoraria from the latter since such functions are part of their regular functions in the Office of the City/Municipal Accountant.5 Personnel Economic Relief Allowance.3. shall be paid by following the rules and regulations provided under Civil Service 9-32 .12. rules and regulations may be entitled to the following benefits in accordance with law.
SG-25 Chief of Hospital I. SG-24 Chief of Hospital II. SG-30 City Vice Mayor II. SG-24 D Component Cities 1st Class 2nd Class 3rd Class 4th Class 5th Class 6th Class 100% 95% 90% 85% 80% 75% City Mayor. SG-25 (Assistant Bureau Regional Director) Division Chief. SG-27 (Assistant Bureau Director) Director I. SG-27 City Government Department Head II. SG-28 Municipal Vice Mayor II. SG-24 C Highly Urbanized Cities 100% City Mayor. SG-30 Provincial ViceGovernor. SG-26 Sangguniang Bayan Member II. SG-27 City Governmen t Department Head III. SG-23 Chief of Hospital II. SG-30 Provincial Governor. SG-26 City Government Assistant Department Head II. SG-25 Chief of Hospital I. SG-24 Municipal Government Assistant Department Head I. SG-27 City Government Assistant Department Head III. SG-26 E Municipalities within Metropolitan Manila 100% Municipal Mayor II. 2004. SG-25 City Government Assistant Department Head I. SG-30 City Vice Mayor I. SG-27 Municipal Vice Mayor I. SG-28 Sanggunian Panlalawigan Member. RATA Rates SG-31 SG-30 Department Assistant Secretary. SG-24 B Special Cities (Manila and Quezon City only) City Vice Mayor II. s. 1. Undersecretary. SG-25 Municipal Government Department Head II. SG-25 Municipal Government Assistant Department Head II. SG-22 9-33 . SG-25 City Government Department Head I. SG-28 Sanggunian Panlungsod Member II. SG-23 F Municipalities outside Metro Manila 1st Class 2nd Class 3rd Class 4th Class 5th Class 6th Class 90% 85% 80% 75% 70% 65% Municipal Mayor I. Annex A EQUIVALENT RANKS OF LOCAL GOVERNMENT OFFICIALS TO NATIONAL GOVERNMENT OFFICIALS ENTITLED TO RATA Category LGU/Class % Application Department Department on National Secretary. SG-24 Sanggunian Panlungsod Member I. SG-27 Provincial Government Department Head. SG-25 Chief of Hospital I. SG-28 (Bureau Director) Director III. SG-25 Division Chief. SG-25 Sangguniang Bayan Member I. SG-29 Director IV. SG-26 Provincial Government Assistant Department Head. SG-24 A Provinces 1 Class 2nd Class 3rd Class 4th Class 5th Class 6th Class st 100% 95% 90% 85% 80% 75% 100% City Mayor. SG-24 Chief of Hospital II. SG-28 Sanggunian Panlungsod Member II. SG-24 Municipal Government Department Head I.Position Classification and Compensation Scheme In LGUs Commission and Department of Budget and Management Joint Circular No.
September 1. September 30. Position Titles and Salary Grades Issued Under Circular No. 1992 Titles Index of Occupational Services. 1989 Joint Commission on Local Government Personnel Administration Circular No. August 7. October 10. No. 39 Dated October 2. March 7. 1994 9-34 . 1990 Joint Commission on Local Government Personnel Administration Bulletin No. 37 Guidelines for the Proper Implementation of Joint Commission Circular No. 1990 Local Government Code of 1991 Providing for the Rules and Regulations Implementing the Transfer of Personnel and Assets. 10. 19. 503. 55. 1991 Republic Act No. Liabilities and Records of National Government Agencies Whose Functions are to be Devolved to the Local Government Units and for Other Related Purposes Guidelines and Standards in the Establishment of Organizational Structures and Staffing Patterns in Local Government Units Clarifying the Role of the Department of Budget and Management in the Compensation and Classification of Local Government Positions Under R. 7160. March 15. 1993 Local Budget Circular No. March 3. 53. 1994 Local Budget Circular No. 42. 1992 Administrative Order No. March 9.A. 54. 1992. 39. 1994 Local Budget Circular No. 37. 54-A. Position Titles and Salary Grades Changes in the Index of Occupational Services. 1991 Executive Order No. 7160 Guidelines on Compensation and Position Classification in the Local Government Units Guidelines for the Initial Implementation of the Revised Compensation and Position Classification System in the Local Government Clarificatory Guidelines on the Initial Implementation of the Revised Compensation and Position Classification System for Devolved Personnel Guidelines on Compensation and Position Classification in the Local Government Units (LGUs) Civil Service Commission Memorandum Circular No.Manual on Position Classification and Compensation References Issuances Joint Commission on Local Government Personnel Administration Circular No. s. May 7. October 2. 1993 Local Budget Circular No. January 22.
1997 9-35 . 332. July 29. 61. July 25. 59-A. January 22. March 18. July 7. 60. 62. 1995 Local Budget Circular No. 1996 Local Budget Circular No. 59. 1997 Local Budget Circular No. 1995 Local Budget Circular No. January 25. 65. Position Titles and Salary Grades (IOS) in Local Government Integrating the Barangay Governments Into the Revised Position Classification and Compensation System in the Government Directing Strict Compliance with the Compensation Standardization Law by Local Governments Guidelines on the Grant of Honoraria in the Local Government Units (LGUs) Position Classification and Compensation of Barangay Officials and Personnel Guidelines for the Full Implementation of the Revised Position Classification and Compensation System (PCCS) in the Local Government Guidelines on the Grant of Anniversary Bonus in the Local Government Local Budget Circular No. 1996 Local Budget Circular No. 56. 64. May 16. 57. 1996 Administrative Order No. December 8. October 22. March 3. Series of 1996 Local Budget Circular No. 1997 Local Budget Circular No. 63. Department of Agriculture (DA) and Department of Social Welfare and Development (DSWD) Guidelines for the Implementation of the Revised Position Classification and Compensation System (PCCS) in the Local Government Revised Index of Occupational Services. 282.Position Classification and Compensation Scheme in LGUs Issuances Local Budget Circular No. 58. 1996 Local Budget Circular No. January 25. 1995 Titles Guidelines for the Implementation of the Revised Compensation and Position Classification System (CPCS) in the Local Government and Other Compensation Matters Clarificatory Guidelines on Allowances That Fall Under the Personal Services (PS) Account Compensation of Barangay Officials and Personnel Guidelines for the Implementation of the Revised Rates of Representation and Transportation Allowances and Uniform Allowance in the Local Government Units Supplementary Guidelines on the Payment of Representation and Transportation Allowances (RATA) to Certain Personnel Devolved From the Department of Health (DOH). 1996 Local Budget Circular No. May 19. 1996 Executive Order No.
2001 Guidelines on Personal Services (PS) Limitation Cash Gift of Barangay Officials Clarifying Local Budget Circular No. 68. 74. 1998 Local Budget Circular No. November 20. March 23. July 12. 73. 2005 9-36 . 76-A. August 28. 76. 2002 Local Budget Circular No. June 4. 1998 Local Budget Circular No. October 5. 76 dated November 5. 66-A. 72. 79. January 10. 69. 2002 on the Cash Gift of Barangay Officials Guidelines on the Provision of Free Quarters to Provincial Governors and Vice-Governors Guidelines for the Implementation of the Revised Rates of Representation and Transportation Allowances (RATA) in Local Government Units (LGUs) Local Budget Circular No. 2001 Local Budget Circular No. 2000 Adoption of Higher Salary Schedule by Local Government Units Compensation of the Members of the Provincial/City Mining Regulatory Board Guidelines on the Grant of Compensation Benefit to Local Regulatory Boards/Quasi-Judicial Bodies and Similar Bodies In Provinces/Cities/Municipalities and Barangay Volunteer Frontline Workers Authority to Grant a Maximum of Five Percent (5%) Salary Adjustment to Personnel in the Local Government Units (LGUs) Effective July 1. December 5. 2002 Local Budget Circular No. 2002 Local Budget Circular No. April 1. June 15. 1998 Local Budget Circular No. 2000 Local Budget Circular No. 2004 Local Budget Circular No. March 4. 2000 Local Budget Circular No. 71. 75. March 21.Manual on Position Classification and Compensation Issuances Local Budget Circular No. 2000 Local Budget Circular No. March 8. 66. 2001 Titles Guidelines on the Payment of Compensation to Ex-Officio Members of the Local Sanggunian Additional Guidelines on the Payment of Compensation to Ex-Officio Members of the Local Sanggunian Guidelines on the Payment of Per Diem to the Members and Support Staff of the People’s Law Enforcement Board (PLEB) Guidelines for the Implementation of the Revised Rates of Representation and Transportation Allowances and Uniform Allowance in the Local Government Units Guidelines for the Grant of Ten Percent (10%) Salary Adjustment to Personnel in the Local Government Effective January 1. November 5. 67. 78. 2000 Local Budget Circular No.
Position Classification and Compensation Scheme in LGUs 9-35 .
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