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 loose leaf 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.

Chapter 1: Overview of the Position Classification and Compensation System
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 (18981900), 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 SpanishFilipino 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. 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 September 13, 1938. Said law was patterned after the US Classification Act of 1923, as amended in 1930. CA No. 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. It provided for a schedule consisting of 10 grades with 3 salary rates per grade, except Grade 10 which had only 2 salary steps. The classified positions were grouped into 7 services: administrative, professional and scientific, educational, navigation, vigilance, sub-professional, 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 was fixed in the Constitution; Officers chosen by the National Assembly in accordance with the Constitution; Employees stationed outside the territorial limits of the Philippines; The President, deans of colleges, directors of schools, the registrar, the business director, and members of the teaching staff of the University of the Philippines; Commissioned and enlisted members in the active service of the Philippine Army;

Persons in the military, naval or civil service of the United States who were appointed or detailed to perform duties in the Government of the Commonwealth; and Employees declared by the President of the Philippines as primarily confidential or highly technical. The law also provided for special groups of positions, the Executive Group and the Judicial Group which were not subject to classification by the Salary Board. It likewise provided for compensation differentials for employees (a) stationed in disease-infected areas; (b) stationed in places subject to criminal elements; (c) assigned for not less than 3 consecutive months to work earlier than 6:00 A.M. or later than 8:00 P.M.; and (d) required to wear uniforms not furnished by the government. During the Second World War, the Salary Board was renamed Salary Committee with the Auditor General as Chairman. The number of national government employees as well as their salaries were reduced due to drastic changes in the organization of the Philippine Government, as well as in the economy. To cushion the effects of inflation, bonuses were granted to government officials and employees based on the number of immediate dependents. 1.3 The Philippine Republic After the Liberation in 1945, the Salary Board was reactivated. The classification of positions made by the Salary Board in 1938 was revised but it was not updated. The rates of pay in CA No. 402 were nominally applied. In 1947, when the government was reorganized, the powers and functions of the said Board were transferred from the Commissioner of the Civil Service to the Commissioner of the Budget. Pursuant to Executive Order (EO) No. 94, s. 1947, the grades of positions and rates of salaries provided under CA No. 402 were converted into 37 grades with single rates. To relieve civil servants from the economic difficulties brought about by the Second World War, Congress enacted 3 minimum wage laws which were adopted for the entire country. However, these laws led employees in the middle and upper pay levels whose salaries were pegged at prewar levels to clamor for higher 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. This situation went on for several years until 1957. 1.3.1 The Position Classification and Pay Plans of 1957 On June 4, 1953, the Philippine Government commissioned Louis J. Kroeger and Associates of San Francisco, California, to conduct a position and wage survey, to submit a position classification plan, a pay plan, and cost estimates to carry out the plans. The firm would also train government personnel in position classification and in determining salaries. This undertaking resulted in the establishment of the Position Classification Plan, the Pay Plan, and the Wage and Position Classification Office (WAPCO) under Reorganization Plan Nos. 1- A, 2-A, and 3-A, respectively. The WAPCO classified positions on the bases of duties and responsibilities and qualification requirements. Positions that were sufficiently alike as to duties, level of responsibilities and qualification requirements in terms of education, experience, knowledge,

skills and abilities were given the same descriptive title and the same test of fitness. The Plans covered all positions in the national government and its instrumentalities, including quasi-public corporations. Exempted there from are the following: Elected officials and officers whose compensation were fixed in the Constitution; Officers and employees of the legislative and judicial departments of the government; Secretaries and undersecretaries of departments of the government; Members of the Armed Forces; Officers and employees of the Foreign Service; and Provincial and municipal local officials. The Position Classification Plan consisted of occupational groups, classes and class specifications or standards and the rules and regulations for its administration. The Pay Plan consisted of a salary schedule with 75 salary ranges and the salary rules. Each salary range had 5 salary steps. Each salary step was approximately 5% higher than the immediately preceding step. The spread between the minimum and maximum rates of a salary range was approximately 22%. 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. Due to funding constraints, however, these schemes were not implemented. When the Position Classification and Pay Plans were adopted on July 1, 1957, there were 237 occupational groups and 2,259 classes into which 183,000 regular positions were classified. Due to inadequate funds, the salaries of civil servants covered by the Plans were adjusted in 3 installments. 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. The second and third adjustments which were both 35% of the said difference were granted on July 1, 1960 and July 1, 1961, respectively. From 1959 to the middle part of 1976, 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. Consequently, exemptions from the coverage of the WAPCO Plans followed one after the other. 1.3.2 The Budgetary Reform Decree on Compensation and Position Classification of 1976 With the advent of the New Society, the President issued on August 22, 1976 Presidential Decree (PD) No. 985 known as The Budgetary Reform Decree on Compensation and Position Classification of 1976, in conformity with the following provision of Article XII-B, Section 6 of the 1973 Constitution: The Batasang Pambansa shall provide for the standardization of compensation of government officials and employees, including those in government-owned and controlled corporations, taking into account the nature of the responsibilities pertaining to, and the qualifications required for, the position concerned. PD No. 985 provided for the creation of the Office of

Compensation and Position Classification (OCPC) and the abolition of the WAPCO. 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. In determining rates of pay, due regard shall be given to prevailing rates in private industry for comparable work. The salary schedule under PD No. 985 had 28 salary grades. Each salary grade consisted of 8 steps. The difference between 2 successive salary grades was ten (10) 1% increments. The difference between steps is five (5) 1% increments. The salary steps were increased from 5 to 8 to enable employees to receive salary increases as rewards for exemplary performance. 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. The reduction from 75 salary ranges to 28 salary grades required the compression of the existing occupational groups to a more manageable size. 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, skills and qualification requirements. When PD No. 985 was issued, there were 282 occupational groups and 4,388 classes in which 575,756 regular positions were classified. The National Compensation and Position Classification System provided for in PD No. 985 was applied to all positions, whether permanent, temporary, or emergency in nature, or on full-time or part-time basis. Nine (9) groups of officials and officers were exempted from the coverage of PD No. 985. These exemptions were reduced to 2 groups under PD No. 1597 entitled, Further Rationalizing the System of Compensation and Position Classification in the National Government. They are: (1) elected officials and officers whose compensation were fixed in the Constitution and; (2) local government personnel whose compensation were governed by PD No. 1136. In addition to a standardized salary system, PD No. 985 provided for allowances, bonuses, and other benefits that shall accrue to officials and employees. This law expanded the concept and coverage of compensation administration. 1.3.3 The Compensation and Position Classification Act of 1989 Through the years, the increasing number of exemptions from the coverage of the Compensation and Position Classification System established under PD No. 985 through presidential decrees and other presidential issuances undermined the System which was not fully implemented. 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. These laws also brought about salary disparities among government agencies which in turn gave rise to demoralization and dissatisfaction among government employees. Thus, the morale among many of the civil

full-time or part-time.400. elective or appointive. selection and placement can be based. Aids in the accurate analysis and review of functions of a government agency.3. the President signed into law RA No.servants declined and the quality of public service deteriorated. testing. organizational analysis. a matrix on the evolution of the PCCS . enables both the supervisors and employees to understand the job content and pay level of positions.000 to about 2.4 Important Features of the PCCS Grouped classes of positions into 4 main categories. taking into account the nature of the responsibilities pertaining to. and provides a basis for validating allotments and expenditures. As a tool in organizational analysis: Highlights problems of overlapping and duplication of functions or redundancies in a government agency.2 Positions Covered by the PCCS The PCCS applies to all positions in national and local governments.3. Differences in pay shall be based upon substantive differences in duties and responsibilities and upon the qualification requirements of positions. The CP is an orderly scheme for determining rates of compensation for positions. Revised the salary schedule from 28 to 33 salary grades and prescribed the rules and regulations for its implementation. Serves as basis for accurate payroll reporting and analysis.1 Principles Governing the Position Classification and Compensation System (PCCS) The PCCS is governed by principles enunciated in RA No. namely: Professional Supervisory. including mail contractors and others similarly situated. 1. and provides the management of a government agency with the necessary standards on which qualification requirements for recruitment. facilitates the preparation of staffing patterns of government agencies. 1. as follows: All government personnel shall be paid just and equitable wages in accordance with the principle of equal pay for substantially equal work. Established benchmark positions as an aid to position classification and salary grade allocation. and Sub-Professional Non-Supervisory. and as an information tool for the general public or taxpayers. 6758 entitled. The total compensation provided for government personnel must be maintained at a reasonable level in proportion to the national budget.3. 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. and must be in accordance with prevailing laws on minimum wages. Provides basis for the evaluation of the performance of officials and employees. Reduced the number of classes of positions in the national government from more than 5. existing or still to be created. For easy reference.3.5 Objectives of the PCCS The PCCS serves as a tool for effective management. Faced by the grim realities of the past. 1. allowances and benefits of officials and employees. 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. The PCP is an orderly scheme which provides the criteria and the standards for the classification of positions.3 Parts of the PCCS The PCCS is composed of the Position Classification Plan (PCP) and the Compensation Plan (CP). on August 21. It does not apply to those expressly exempted by law from the coverage of the PCCS and those hired as part of a contract. paid on piecework or job order basis.3. government-owned or controlled corporations (GOCCs) and government financial institutions (GFIs).3.3. Sub-Professional Supervisory. Raises morale by enabling an employee to identify his/her position in the organization and to understand the job expected of him/her. and As a tool in budgeting and fiscal control: Establishes common terminologies for budget requests for personal services. Contributes to the effective placement of an employee with regard to his job and abilities. As a tool for effective management: Standardizes salaries. Professional Non-Supervisory. 1.3. Provides standardized compensation for similar services among government agencies. Provided for step increments based on merit or length of service. 6758. Article IX-B of the 1987 Constitution which mandates that: The Congress shall provide for the standardization of compensation of government officials and employees. Assigned the salary grades of constitutional officials and their equivalents and mandated the DBM to determine the officials who are of equivalent rank. Provides basis for the development of training programs. including those in government-owned and/or controlled corporations with original charters. As an information tool: Provides information to taxpayers on the kinds of positions in the government and how much these positions are paid. 1989. It is based on the principle of equity and requires uniform and definite application.3. 1. and the qualifications required for their positions. 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.3. and Integrated allowances and other compensation into the standardized salary. budgeting and fiscal control. 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. This is also popularly known as the Salary Standardization Law (SSL).

Budget Commission Office of Compensation and Position Classification (OCPC). Secretaries and undersecretaries of departments of the government 4. municipal and local official s officials and employees. 1938. Elected officers and officers whose compensation were fixed in the Constitution 2. Grade 10. responsibilities and qualification requirements of the position Duties. dated August 22. dated September 13. dated March 9. 102. including government owned or controlled corporations and government financial institutions All positions in the government. including government.259 classes of positions Number of classes were reduced from 4.2 Concepts of Position Classification 2. the registrar. Provincial. dated August 21. responsibilities and qualification requirements of the position Duties. Commissioned and enlisted members in the active service of the Philippine Army 6. 1597. Budgetary Reform Decree on Compensation and Position Classification of 1976. Officers and employ1. Persons in the military. Department of Budget and Management Chapter 2: the Position Classification Plan 2. the Compensation and Position Classification Act of 1979. 75 salary ranges with 5 salary steps each 28 salary grades with 8 salary steps each 33 salary grades with 8 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 AuditorGeneral as Members Salary Board was renamed Salary Committee during WW II. classes in series. Compensation and Position Classification in the Philippine Government. Officers and employees of the Foreign Service 6. 402. had 2 rates. The President. responsibilities and qualification requirements of the position Coverage Officers and employees of the Philippine Civil Service Officials and employees embraced in the classified and unclassified service all positions in the national government and its instrumentalities. Manila: Ministry of the Budget. Officers chosen by the 1.General in 1945 and to the Commissioner of the Budget in 1947. had 3 rates. Local government those expressly exempted by subsequent laws Particulars American Regime Commonwealth Regime Philippine Republic National Assembly in accordance with the Constitution 3.541 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. An Act Regulating the Salaries of Officers and Employees in the Philippine Civil Service. who were governed by PD No. 1978 Republic Act No. Budget Commission Compensation and Position Classification Bureau (CPCB). Discussions on the American and Commonwealth Regimes were based on the book by Tomas W. 1956 Presidential Decree No. 985.1 The position is the basic unit of an organization.from the American Regime to the enactment of RA No. naval or civil service of the United States who were appointed or detailed to perform duties in the Government of the Commonwealth 7. 1901 Commonwealth Act No. 1978). Elective officers and officers whose compensation were fixed in the Constitution 2.1 The Position Classification Plan The Position Classification Plan (PCP) consists of occupational services.A (The Position Classification Plan). Employees declared by the President of the Philippines as primarily confidential or highly technical yees of the legislative and judicial departments of the government 3.300 to 2. occupational groups. Reorganization Plan 1. Chairmanship was transferred to the Auditor. 1989 Bases of classification Salary Duties and responsibilities of the position Duties. deans of colleges. 6758. directors of schools. Employees stationed outside the territorial limits of the Philippines 4. 2. including quasi-public corporations All positions in the national government. 6758 is presented in Annex A of this Chapter. 1976 as amended by PD No. the business director and members of the teaching staff of the University of the Philippines 5. Members of the Armed Forces 5. Wage and Position Classification Office (WAPCO). An Act to Provide for the Classification of Positions and Standardization of Salaries in the Government. 1136 Number of services/ occupational services : 7 services19 occupational services Number of occupational groups: 2 groups (first and second) 237 occupational groups 271 occupational groups 206 occupational groups Number of classes of positions 21 classes of positions 2. specifications or written descriptions of the classes and the rules and procedures for the administration and maintenance of the Plan. 1900-1978. Annex A The Evolution of the Position Classification and Compensation System in the Philippine Government Particulars American Regime Commonwealth Regime Philippine Republic Legal basis Act No.2. Grade 1. The lowest. It is a set of current duties and responsibilities assigned by .000 to 2.700 Number of classes were reduced from more than 5.owned and controlled corporations and government financial institutions Exemption Officers and employees of the Department of Mindanao and Sulu 1. Flores. Position Classification and Compensation Bureau. dated June 11. (Malacañang. and Reorganization Plan2-A (The Pay Plan) both dated May 5. Elected officers and officers whose compensation was fixed in the Constitution 2. now Organization.

The . Examples: Bookbinder IV. University Professor 2. manual or clerical lines which are short of professional work. Elementary School Principal I 2. It may be filled or vacant. directing. Dental Aide 2.6. and in the performance of religious.3. class title. and governmental functions. trades or manual work.3 As a general rule. Position Titles and Salary Grades A listing of the different occupational services. industrial. Dietetics Group. technical or scientific knowledge and experience. 2. Director II. organizing. The positions in this category are assigned Salary Grade 8 to Salary Grade 30.2 Positions are grouped by class on the basis of similarity of kind and level of difficulty and responsibility of work. Health and Sanitation Group. 2. legal. Professional Non-Supervisory (PN). Positions in this category require intensive and thorough knowledge of a specialized field acquired through completion of bachelor degrees or higher degree courses. secondary or vocational education or completion of up to two years of college education. only the duties and responsibilities of the position are considered in position classification and not the incumbent s qualifications.4 Categorization of Classes Classes are categorized under RA No.4.4.3. Volume III is the Index of Classes by Salary Grades. Proofreader II. 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. Example: Public Health Nurse. relevant training and experience and other factors are considered. It shows the alphanumeric acronym and level of a class in a series.3 Sub-Professional Supervisory (SS) Category This category includes positions performing supervisory functions over a group of employees engaged in work along technical. Examples: Draftsman I. 2. economic. in the performance of technical tasks auxiliary to scientific research and development. and application of managerial or supervisory skills. Medical Technology Group. Example: Public Health Nurse The classes in the PCP are grouped into the following: 2.1 Class Category A class category may be either of the following: Professional Supervisory (PS). Example: Under the Medicine and Health Service is the Nursing Group.2 Class Identification (ID) A class ID identifies the class of positions. drama. class definition. 6758 as follows: 2.5 Index of Occupational Services. a unit thereof or of a group. among others: Dentistry Group. 2. Examples: Engineer IV. social. requiring some degree of professional.4. except teaching positions where the incumbent s education. 2. characteristics and qualifications guide.4. and Salary Grades (IOS). 2. artistic or literary functions. occupational groups and classes in series existing in the PCP is shown in the Index of Occupational Services. salary grade. creative and artistic ability or talent in literature.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.3 Grouping of Classes Under the PCP A class consists of all those positions having sufficiently similar duties. Public Health Nurse II and Public Health Nurse III. and for all administrative and compensation purposes. educational. Volume II is the Index of Classes by Alphabetical Order. class identification. Chemist I. The IOS consists of 3 volumes: Volume I is the Index of Classes by Occupational Services and Occupational Groups. Also included are positions involved in research and application of professional knowledge and methods to a variety of technological. These positions require knowledge acquired from secondary or vocational education or completion of up to two years of college education.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. The positions in this category are assigned Salary Grade 4 to Salary Grade 18. The positions in this category are assigned Salary Grade 1 to Salary Grade 10. It also shows the salary grade assignment of each class. Nursing Group. This series is composed of Public Health Nurse I.6. music and other branches of arts and letters. requiring training and moderate experience or lower training but considerable experience and knowledge of a limited subject matter or skills in arts.2. responsibilities and qualification requirements such that they can be given the same position title. Chief Bookbinder 2. controlling and overseeing within delegated authority the activities of an organization.1 Professional Supervisory (PS) Category This category includes responsible positions of a managerial character involving the exercise of management functions such as planning. Example: The Medicine and Health Service is comprised of the following occupational groups.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. arranged by level of difficulty and responsibility. These positions usually require skills acquired through training and experience or completion of elementary education.3 Occupational Service An occupational service consists of occupational groups of broadly related or similar professions or occupations.competent authority to be performed by an individual either on a full-time or a part-time basis. etc. Medical Group. 2. 2. Examples: Tourist Receptionist I. Position Titles.3. be treated alike. College Professor.6 Class Specification A class specification is a written description of a class of positions consisting of: class category. crafts or trades. coordinating. Electrician Foreman. SubProfessional Supervisory (SS) or Sub-Professional NonSupervisory (SN). The positions in this category are assigned Salary Grade 9 to Salary Grade 33.2. 2.1 Series A series consists of one or more classes of positions which are similar as to specialized line of work.

a crew engaged in moderately difficult but routine work. Aircraft Mechanic. some experience and a broad knowledge of a special subject matter. Under general supervision . Examples: Electrician General Foreman. 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. The last portion of the class definition is a general statement. This is the type of supervision received by assistant division chiefs and higher level positions. Example: The class ID for Nurse I is NURS1. Examples: Radiologic Technologist II. Its work is checked while in process and upon completion. or perform very difficult. and Meat Inspector. Specialty This shows the field of specialization or field of activity such as Mail Sorter. II. Examples: Chief Photographer. or in the case of those in the crafts and trades.The supervision received comes in the form of guidance from policies and objectives of the organization. systems and procedures are completely entrusted to the employee. Under direction . Senior Tax Specialist. hence. referring only unusual or complicated matters to immediate supervisor for advice and direction. Examples: Plumber Foreman. 2.The supervision received is not close. Examples: Elementary School Principal I supervises 10 to 29 teachers Elementary School Principal II supervises 30 to 59teachers Teacher I Bachelor s degree for teachers (BSE. 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. Chief Air Traffic Controller. or perform difficult and responsible sub professional 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. Attorney V Use of Roman Numerals for Levels of Positions For ranking purposes. therefore. but the size of the organization. a class title has three parts. routine sub-professional or professional work. Level This can either be an adjective. and Inspector. 2. a noun or a number which expresses the relative rank or level of the class such as Senior Mail Sorter. Engineer II. concise and descriptive name of a class. educational requirement/ preparation. and Meat Inspector II. a large crew or several crews engaged in varied work ranging from routine to difficult and specialized work. III are used to identify classes in a series when: Duties and responsibilities of the classes are similar. 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. As a general rule. perform somewhat difficult but responsible sub-professional or professional work requiring training. The typical tasks selected are those . 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. The position is able to work with a reasonable degree of independence. The position cannot decide on its own. Mechanic. It may indicate the alternative use of the class or job type. Engineer I. Position Classification Plan Levels of classes As a general rule. Examples: Engineer I. Supervisory control is in terms of objectives and goals to be reached. 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. Roman numerals like I. 2. Engineer III. considerable experience and demonstrated capacity for sound independent judgment and intimate knowledge of special subject matter.5 Characteristics The characteristics portion enumerates specific tasks performed by the class. Planning and organizing the details of the work and deciding the methods. This is the type of supervision received by entrance level positions. continuous or direct. This usually begins with a statement as to the type of supervision received as follows: Under immediate supervision . Aircraft Mechanic Foreman. has to refer to specific and detailed guides and instructions. to emphasize that the employee may be given other assignments related or incidental to his work.6.class IDs are indicated in the IOS. the following are the standard levels of classes of positions: Entrance Level or Level I Classes under this level are under immediate supervision. Examples: Carpenter I. or perform exceptionally difficult and responsible sub professional or professional work requiring training.6. or some similar factors indicate higher responsibilities and. 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.6.This is the closest degree of supervision. and with detailed rules and procedures. and does related work. Forester V. namely: Root word This shows the general nature of the work such as Sorter.This is the type of supervision received where the work of the position is subject only to administrative/executive determination of policy. a higher level class. Attorney IV Chief Level or Level V Classes under this level are under direction and with considerable latitude for the exercise of independent judgment. Supervising Economic Development Specialist. 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. The position is subject to continuous and direct control. perform the simplest. This is the type of supervision received by heads of office and equivalents.4 Class Definition A class definition is a general description of the overall duties and responsibilities of a class. serve as heads of section or other unit of an organization of similar import.3 Class Title A class title is a brief. Under administrative or executive direction .

most significant in allocating positions to the class. The tasks are in the present tense verbs, third person, and singular form with the tasks separated by semi-colons. When an alternate job type or types are necessary, 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. Each new paragraph begins with the conjunction, Or. The sequence of the paragraphs follows the order in the general description of the job types in the Definition portion. 2.6.6 Qualifications Guide The qualifications guide states the minimum education, training and experience needed to perform the duties and responsibilities of a class of positions. Annex A of this Chapter is a sample class specification. 2.7 Position Classification Factors A position classification factor is a characteristic/guide which measures or compares the requirements or demands of a position. It influences the grouping of positions into classes or the allocation of a position to a class. 2.7.1 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. Nature of Work This measures the characteristics inherent in the position. It considers the supervisory content of the work, analysis and problem solving required, degree of mental/physical effort and exposure to hazards, and the degree and extent of internal and external relations. Responsibility This measures the accountability of a position for supervision exercised, decisions and actions, degree of control of assets, and accuracy and confidentiality of records and reports. 2.7.2 The Sub-Classification Factors The 3 basic classification factors are divided into the following sub-factors: 2.7.2.1 Skills and Knowledge Education This considers the minimum formal education, applicable training or equivalent knowledge required for the satisfactory performance of the duties and responsibilities of a position. 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. 2.7.2.2 Nature of Work Supervision Received This considers the type, frequency and latitude by which assignments and instructions are received, how work methods are followed, and how work is checked for quality and quantity. 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, exercise of judgment and creativity necessary to achieve the desired results.

Mental/Physical Effort This considers the amount and continuity of physical exertion or mental concentration required in the completion of work, taking into consideration the pressure and extent of physical and/or mental effort involved. Internal and External Relationships This refers to the nature of communication and association with others, both within and outside of the office, as required for the satisfactory performance of the duties and responsibilities of a position on a regular basis. Contacts include personal discussions, telephone conversations and written communications. This sub-factor is evaluated according to the nature and limits of contact. Hardship, 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. 2.7.2.3 Responsibility For Work of Others or Supervision Exercised This subfactor considers the responsibility of a position for the various facets of supervision such as work planning and organization, work assignments and review, and the exercise of supervisory functions. For Decision-Making This measures the mental processes involved in weighing facts and conditions to determine appropriate courses of action. It reflects the extent of analysis and planning exercised, the creativity required in developing policies, rules, methods or procedures. It also considers the impact of such decisions. For Accuracy of Records and Reports This considers the accuracy required and importance of information, records and reports prepared or reviewed by a position. For Funds, Property and Equipment This considers the accountability of a position for assets such as cash, negotiable instruments, equipment, supplies, materials and tools. Negligence could result in monetary loss or property damage. 2.7.3 Other Classification Factors Rank of the position in the organizational hierarchy; Functions of the unit where the position is located; Kind and number of existing positions in the unit performing similar or related tasks; Consistency of the classification and salary grade assignment of the positions in the unit, in the agency, and in other government agencies; Other quantitative factors, such as number of elementary/secondary school teachers supervised, etc. 2.8 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. 2.8.1 Steps in the Classification Process There are 3 steps in the classification process. They are factfinding, analysis and evaluation. 2.8.1.1 Fact-Finding 2.8.1.1.1 Fact-finding involves the gathering of facts about the duties and responsibilities of a position. In fact-finding, the 2 sources of facts are as follows:

Primary Sources These include the accomplished Position Description Form, incumbent of the position, the supervisor of the position, organizational charts and work samples; and Secondary Sources These include laws, rules and regulations, standard operating procedures, reports and publications, forms and materials used. 2.8.1.1.2 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. The PDF and the instructions for accomplishing the same are attached as Annexes B and C, respectively, of this Chapter. Conduct of Work Audit the conduct of work audit involves the verification of the work through an interview of the incumbent of the position, the immediate supervisor or the next higher supervisor and when necessary, of peers or subordinates. It is intended to validate, clarify, or supplement information gathered from the PDF. Interviews are resorted to under the following circumstances: Information in the PDF is incomplete, unclear, or contains terminology, concepts or procedures not well understood; the tasks of the position involve different levels of difficulty; and The duties and responsibilities stated pertain to different occupations. 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; the organizational location of the position; the persons interviewed: names, position titles, and item numbers; an accurate and adequate description of the work performed and the amount of time spent on various duties and responsibilities; and an analysis of the position stating the degrees of the pertinent allocation factors that were considered. Observation of Work Operations This involves gathering facts through mindful watching of a work in process and the recording/summarizing of activities/ actions observed. Data gathered may be documented in the form of a flow chart. Flowcharting is an analytical technique to document the process of work or activities in a clear, concise and logical manner, showing the movements of documents and action taken through various steps from their origin to their final destination. Use of Organizational Charts an organizational chart is a graphic presentation of the units, functions or positions of an agency. The three basic types of organizational charts are: Structural Organization Chart - This chart is a graphic representation of the organizational units in boxes. This chart provides a basis for determining organizational relationships.

Functional Chart - This chart contains the statements of functions of all organizational units indicated in boxes. This chart provides information about the general objective and responsibilities of each unit. The duties and responsibilities of a position are better understood by analyzing the functions of a unit. Position Chart - This chart shows the authorized positions in the organizational unit, listed by item number, position title and salary grade. This chart ascertains the official location of the position and its relation to other positions in the organizational unit. 2.8.1.2 Analysis Analysis is the critical examination of the duties and responsibilities and other facts about the position. The process involves selecting, 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. 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. The major duties and responsibilities represent the primary reason for the position s creation. Typically, they occupy most of the employee s time. They may be performed in a continuous, uninterrupted manner or performed at recurring intervals. 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. Step 2: Determine the occupational group and the series on the basis of the kind of work involved in the position. Step 3: Tentatively determine the classes in the series to which the position may be classified using the position classification factors as guides. Step 4: Ascertain whether or not there are written standards or class specifications for the classes in the series. Step 5: Determine the distinguishing characteristics of the classes in the series. Step 6: If no class specifications are available, list the facts pertinent to the position being classified against those of positions already classified in the series. Hereunder is an illustrative example of analyzing a position for classification: Step 1: Facts as organized Location of Position - Accounting Division Immediate Supervisor - Accountant I Positions Supervised - 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; 40% Prepares trial balance and monthly income and expenditures; and 10% Prepares correspondences on bookkeeping matters as may be directed by supervisors. Step 2: Series of classes as determined by the kind of work:

Accounting Clerk and Bookkeeper 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, Administrative Aide and Administrative Assistant classes pursuant to Budget Circular No. 2004-3 dated March 6, 2004. Step 3: The position appears to be allocable to the class, Bookkeeper. Step 4: Class specifications or written standards are available for the Accounting Clerk and Bookkeeper series. 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, wages and other accounts Accounting Clerk II - maintains subsidiary ledgers; 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; maintains the journal or books of original entry; prepares adjusting entries and bank reconciliation Step 6: This is not necessary in this particular case since class specifications or written standards are available. 2.8.1.3 Evaluation After the duties and responsibilities and other facts about the position have been reviewed and analyzed the next step is to evaluate it, i.e., to determine its relative worth. 2.8.1.3.1 The Pre-Determined Class Method The Philippine government s Position Classification Plan adopts the predetermined class method in the evaluation process. Under this method, classes with their appropriate salary grades and written standards are established. Using the position classification factors as guides, the facts pertaining to the position are compared with those in the class specification or standards for the class. If the duties and responsibilities of the position meet the allocation standards for the class, a decision is made to allocate the position to the class. Using the same position in Sub-item 2.8.1.2 as an example, 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. Step 8: All facts about the position are found in the class, Bookkeeper. Decide to allocate the position to the class, Bookkeeper, SG-8. 2.8.1.3.2 Evaluation of a Position in the Absence of a Class Specification In the absence of a class specification, a classifier must resort to the following: Determine the series to which the position may be allocated.

Determine whether or not there have been positions classified under the series. If there are positions classified under the series, 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 position, 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, consider recommending the creation of a new class. 2.8.1.3.3 Evaluation of Mixed-Grade Positions Mixed-Grade positions refer to positions in which the work falls partly in one class and partly in another. There is no single rigid rule for determining the classification of this kind of position. Only general guides can be cited because these positions occur under so many circumstances. As a general rule, the preponderant duties and responsibilities or those which take up the majority of the employee s working time must govern. 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, the position may be classified on that basis. In this case, 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, infrequent, incidental or temporary in nature. The duties and responsibilities serving as basis for the decision are so different from the other duties and responsibilities as to require materially higher qualifications, which are, or will be reflected in the qualifications standards used in recruiting, testing and selection. 2.9 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. To implement and manage the PCP, the Department of Budget and Management (DBM) formulates and issues policies, standards, rules and procedures. Changes in organization, duties and responsibilities, however, may result from reorganization, new work techniques or procedures, abolition of functions, changes in administrative policies, or a variety of other causes. Effect of such changes on the contents of the PCP must be determined so that the latter could be modified/updated. The administration and maintenance of the PCP, therefore, is a continuous process which rests on those concerned in the DBM and in government agencies. 2.9.1 Rules and Procedures in the Administration of the PCP 2.9.1.1 Original Classification Original classification action is applied to positions classified for the first time such as new positions. The agency submits a request for creation of positions, together with the following: justifications for their creation;

pursuant to CSC rules and regulations. and 2. e. and such other documents as may be necessary. as implemented by National Budget Circular (NBC) No.2. and TESDA technical education institutions.9.1.3 Qualifications of the incumbent except those enumerated in items 2. Should there be a need to validate. 24 dated May 20.1. Instead.2.2.1. 2004-1 dated January 23. 303 dated April 10. 1979 and National Compensation Circular No. functional and position charts. funding source.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. 2. A certification that the incumbent fully meets the qualification standards requirement for the position as reclassified. rules and regulations.2.3.1. Organization.4 The reclassification of a position is provided by law or Presidential authority.2..3 There are changes in the position titles and salary grades in the Index of Occupational Services.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.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. i.3.1 Non-performance of the regular duties and responsibilities of a position by reason of the incumbent s inability or incompetence.. i.1.1 Reclassification may also be applied when: 2. For nonitemized positions. the staffing modification and/or position classification action is deemed as retitling.1. the agencies shall assist the DBM analyst in his/her conduct of position/work audit. DBM issues a letter authorizing their creation and their corresponding classification. Assistant 2-21 General Manager. Justification for the reclassification of the positions.9.6 Procedural Guidelines 2.1. however.1 to 2.1.2 There are changes in quantitative factors used in determining the appropriate position and level in accordance with existing position classification standards.3.1.1. For no itemized positions such as casual or contractual positions. if the salary grade of the position is maintained.1 to 2.2 Implementation of the Master Teachers career path provided under Executive Order No. level and salary grade.1.1. 500 dated March 21.4.3 The following are the instances when reclassification is based on the qualifications of the incumbent: 2.duly accomplished PDFs. funded vacant positions are to be offered for abolition which shall be used as funding source for the said purpose.2.1.1. together with the following: Duly accomplished Position Description Forms (PDFs).2.1. 461 dated June 1. 2. President and Vice-President positions in state universities and colleges (SUCs) and General Manager.1. Position Titles and Salary Grades approved by the DBM. a corresponding Notice of Organization.1.2.2. Reclassification generally involves a change in the position title and may be accompanied by an upward or downward change in salary grade.2.9.3. 1984 and Budget Circular No.9.2.9.9.2.2. provided that such is within the same occupational group.9. higher education institutions.e.9. 308 dated May 28.2.2.2. 2.9. coverage of agricultural facility for certain positions under the Department of Agriculture. organizational charts. as implemented by DBM Circular Letter No. 2. and Justification for the abolition of the funded vacant positions by considering the effects on the operation of the affected units.2.9.1.9. If no amount is appropriated specifically for the reclassification of positions.9.9..3. a proposal to implement the scrap and build policy. 2.9. the agency prepares the corresponding Plantilla of Personnel.1.2. Staffing and Classification Action (NOSCA) is issued to the agency.1. 2004. and 2. 2. and other Managerial positions in Local Water Districts. e.e. they shall be abolished and the appropriate positions shall be created.2. should not result in a distortion in the staffing pattern nor in an unauthorized change in organizational structure or leveling. .9.1.3 2. For itemized positions.2 The analyst in the DBM Office concerned shall evaluate the requests. The DBM analyst evaluates the necessity for the creation of positions and classifies the positions.4 A position may be reclassified if the incumbent fully meets the CSC s qualification standards requirement for the position as reclassified. 2..6.9.1.9.1. and of NBC No.9. 1998 for faculty members of SUCs. 985. but also among equivalent or parallel structures in the agency. pursuant to CSC law. 2.1 There are changes in the level/ category of the government entity which will bear on the level of key positions.2.1.3 Implementation of NBC No.6.2.1.9.1. However. 1983. 1978.9.g.9.2.2 The following shall not be used as bases for the reclassification of positions: 2. 2. 1979 in the case of faculty members of the University of the Philippines System and the Mindanao State University System. 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. not only within the unit where said position is deployed.2.2. 84040 dated May 30.1. 2.2. they shall be converted. 2.2 New duties/assignments which are temporary in nature.9.1.1. The original copy of the agency accomplished PSIPOP is submitted to the DBM. 2.1 Implementation of the Equivalents Record Forms (ERFs) of teachers pursuant to Section 14 of Presidential Decree No.g. clarify or supplement information gathered from the PDFs. Such reclassification.9.

Occupational Groups.1. 2.9.9.1.4 is satisfied. 2. or a declaration of the facts which. subject to approval of the DBM authorities concerned. occupational groups.1.1. the effectivity is not earlier than June 1 of the current year.2.1.9. 2.5 Agencies which have been granted budget flexibilities by the DBM may reclassify filled positions provided that the condition in item 2. and changes in work entrance requirements. 2. the DBM reserves the right to make alterations therein. if the duties and responsibilities and other facts about the class so warrant.2.9.. 2. The NOSCA shall be issued to the agency.6. 2. The DBM issues a revised NOSCA or a letter if a request concerns casual/contractual positions. the effectivity is not earlier than June 1 of the current year. without change in salary grade.9.6. 2.9.9.1 An employee whose position is reclassified without change in salary grade shall continue to be paid his present salary.9. the DBM analyst concerned shall evaluate the same. or abolished when existing conditions of work assignments on which they were based are modified. Classes in Series New occupational services.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.9. Abolition of Occupational Services/Occupational Groups/Classes in Series Existing occupational services.3 Maintaining/Updating the PCP The DBM maintains/updates the PCP as follows: 2.2 Effectivity of Implementation of Classification Actions 2. if upon receipt of the budgetary actions. For positions under the Department of Education and other schools.1. and that such omission caused the classification error.6 In the implementation of reclassification action.2.1. the reclassification actions made by agencies are not in order.2. otherwise. 2.1.6.6. abolition of functions.2.1 If the basic salary of the employee in his/her former position is below the hiring rate of the reclassified position. split. addition of new functions.9. proposed classification of the position.9. 2. Splitting. organizational development.9. .3.9. and explanation why the existing classification was erroneous.4 The retitling/upgrading of a position takes effect on the date indicated in the NOSCA.6. However. 2.2.6.2. the following salary rules shall apply: 2.1. the effectivity date is indicated in the DBM letter. without change in class title.6. classes in series may be merged. 2. changes in work methods due to technological development.1. the agency shall be informed of the denial action through a DBM letter.9.9.6.1 Creation of New Occupational Services.2 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.1 All classification actions take effect on the date indicated in the NOSCA or DBM letter.2.4 If to a lower salary grade.6.2. For non-itemized positions.9.5 Retitling Retitling of a class involves a change to a more appropriate title of a class and consequently all positions allocated to the class. 2.6.2 Merging. 2. If found in order.9.2. 2.6.1.3 If the present salary is in excess of the maximum or 8th step. etc.6. the employee shall be allowed the higher step.3 An agency shall be informed of the approval of the reclassification of positions through a Notice of Organization. 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. The DBM evaluates the request in accordance with existing position classification standards. 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. that such are in accordance with the position classification standards and that such are within their budget management authorities. 2.2. the agency is informed through a DBM letter. For a denied request.3 The implementation of a reconsideration action takes effect on the effectivity date of the original classification/ reclassification of a position.2 If the present salary falls in between steps. 2.2.1.2.9. would have resulted in a different classification. which may cause the addition to or changes in the duties and responsibilities of a position.2.6.2 If reclassified to a position with a higher salary grade.9.1. For positions in schools and educational institutions.2.9.2.4 Upgrading Upgrading of a class involves upward change in the salary grade allocation of the class and consequently all positions allocated to the class. Upon receipt of the budgetary actions made by the agency. the corresponding NOSCA shall be prepared to formalize the change in the GMIS database.1.2. These may include splitting of functions.6.4 A request for reconsideration may be made within thirty (30) calendar days after receipt of the NOSCA/DBM action. the employee shall be allowed the 1st step or the hiring rate. Staffing and Compensation Action (NOSCA) or through a DBM letter. occupational groups. Any additional funding requirement shall be sourced out of the abolition of funded vacant positions. The agency submits the request for reconsideration together with the following: Identification of the position which classification is requested for reconsideration.9.3. the employee shall be allowed to continue to receive his/her present salary.6.9.6. if considered.2. A request for reconsideration may be made within 30 calendar days after receipt of the NOSCA/DBM action. as the case may be. the following salary rules on promotion shall apply: 2.2.

audio and video systems. installs electrical circuits for building automation controls. PREV.9. The DBM may revise. Submits its recommendation for approval of the DBM Secretary. checks and repairs electric wiring of motor vehicles and heavy equipment.3. public convenience. Annex B Republic of the Philippines : 1. installs electrical wiring in marine craft./ : ACT/BOARD RES.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. fire alarm devices. installs additional circuits for additional lights and appliances. the DBM through the OPCCB updates class specifications or standards. water heaters and electrical signs. repairs water temperature and oil gauges and indicators. law enforcement. : 6b.9. supplement or abolish existing class specifications or standards so that as nearly as practicable. Within the occupational group. APPROP. The DBM. circuits and outlets and other equipment. tests installed electrical equipment and lighting to ensure safe operation. installs electrical equipment such as storage heaters. repairs or replaces defective parts of the power system and lighting.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. 2. tests electrical circuit to ensure safe operation as designed. Characteristics Follows blueprints and specifications for the installation of channel boards. WORK STATION/PLACE OF WORK: 6a. conduits. security devices.9. 1 : (POSITION DESCRIPTION FORM) : (Family Name) (Given Name) (Middle Name) : 2. OPCCB undertakes the following: determines the occupational service and occupational group. Or determines repairs and replacements to be made on electrical generating. switches. installs connecting wires from main power lines to buildings and other structures. tests. may operate aerial bucket truck or any large construction equipment. 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.b ACT/BOARD RES. repairs. air conditioning and refrigeration systems. or of electrical generating and utilization equipment. communication trunks.a SALARY : 7.2. PRES. : 7. NAME OF EMPLOYEE DBM-CSC Form No. After deciding that new/modified classes are to be created. street lighting. APPROP. repairs magnetic switches and horn relays.4 Updating/Revision of Class Specifications or Standards Occasionally and following consultations with government agencies. installs electrical wiring. Qualifications Guide Any combination of training and experience equivalent to graduation from secondary trade school. and The BMB or DBM Regional Office concerned adopts the new/modified class in processing the agency request. It submits its recommendations relative thereto. locates and inspects main line and connecting lines to locate source of power failure. 2. utilization and control equipment using testing instruments. regularly inspects electrical wiring and equipment to identify potential problems. cables. the corresponding draft class specifications and other pertinent documents to OPCCB. rewinds armatures and field coils of motors and generators and primary and secondary windings of transformers. installs on poles electrical fixtures and equipment such as insulators. and does related work. installs electric wires from powerhouse to pole.3. positions existing at any given time within the government service shall be covered by current standards.3. budget and fiscal purposes. Reviews and finalizes the draft class specifications. 2. plants and pumping stations and other structures. Annex A SN ELEC1 ELECTRICIAN I Definition Under general supervision. on the basis of comparability with established classes in the PCP. determines the different levels of difficulty of duties and responsibilities. Allocates each class to a salary grade on the basis of grade level definitions or in the absence thereof. without precluding the use of alternate titles for internal administration./ : AUTHORIZED : OTHER COMPENSATION . Or interprets electrical transmission and distribution plans. takes corrective action immediately. DEPARTMENT/BRANCH/DIVISION : 5. through the OPCCB. fuse boxes or circuit breakers in buildings. BUREAU OR OFFICE AGENCY/LOCAL GOVERNMENT UNIT :: 4. repairs or replaces defective parts of the electrical system. issues a notice of change in the IOS to all DBM offices and to the government agencies concerned. does skilled electrical work in the installation maintenance and repair of electrical wiring and equipment. or similar purposes. installs coaxial or fiber optic cable from computers and other telecommunications equipment.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. rebuilds and recharges storage batteries. DEPARTMENT. or of power lines and electrical lighting. CORPORATION OR : 3.9. following using diagrams.3. transformers. Using the position classification factors as guides. lightning arresters and platforms and traffic signals.

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. Describe briefly the general function of the unit or section. : : ITEM NO. etc. 23a. Item 9. Describe briefly the general function of the position. please attach additional sheets. MACHINES. NO. OFFICIAL DESIGNATION OF : 9. board resolution or ordinance. OF THOSE YOU DIRECTLY SUPERVISE (If more than seven (7). NAMES. such as Manila. If the position is vacant at the time this form is being accomplished. WORKING OR PROPOSED TITLE POSITION : : 10. Item 2. and Rizal Provincial Government instead of Rizal if a local government unit. Department/Branch/Division Write down the immediate subdivision of the office indicated in Item 3 where the position is deployed. Item 8. Working or Proposed Title Write down the class title of the position as requested. agency. POSITION TITLE OF NEXT SUPERVISOR : HIGHER SUPERVISOR: 16. Appropriations Act/Board Resolution . Items 6a and 6b. I hereby certify that the above answers are accurate and complete.) Education: Experience: 23b. Bataan. TOOLS. THE ADMINSTRATIVE OFFICER The Administrative Officer or equivalent officer of the department. Official Designation of Position Write down the class title of the position as authorized in the appropriations act. Name of Employee Write the name of the employee presently occupying the position. Licenses or certificates required to do this work. Date Signature of Employee TO BE FILLED OUT BY IMMEDIATE SUPERVISOR 21. Avoid using abbreviations. : ORD. TITLES and ITEM NOS.Write down the present and previous appropriations act. Item 5. Corporation or Agency/Local Government Write down the exact name of the Office. board resolution or ordinance number and the item number of the position in said appropriations act. POSITION TITLE OF IMMEDIATE : 15. Social Security System instead of SSS if a corporation. or Management Division. Write the word vacant if the position is vacant at the time this form is accomplished. NO. etc. I certify that the above answers are accurate and complete. if any. Date Signature and Title of Immediate Supervisor 25. : ACTUAL : : 8. Salary and Other Compensation Write down the salary of the position as authorized in the appropriations act. 22. DBM Classification of this Position Write down the classification of the position as certified to the agency by the DBM. and position titles. Percent of Working : Duties and Responsibilities Time : : : : : 14. This item should be filled for all positions other than teaching. used regularly in performance of work __________________________________________________ 18. Item 1. such as Bureau of Immigration or Financial and Management Service if in the department proper. Personnel Branch. Work Station/Place of Work Indicate the geographic location of the position.ORD. : ITEM NO. If more space is needed. list only their item nos. STATEMENTS OF DUTIES AND RESPONSIBILITIES. (Keep the position in mind rather than the qualifications of the present incumbent. . indicate N. CONTACTS : 19. corporation. Write down the other regular compensation for the position. or local government unit in charge of human resource management functions in which the position is located should fill in Items 1 to 12. APPROVED: Date Head of Agency 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. Leave blank if the position is new and not yet classified.) Item 3. Davao. Indicate the required qualifications by years and kind of education considered in filling up a vacancy for this position. such as Administrative Services Department. except Item 11. 24. Items 7a and 7b. board resolution or ordinance. Bureau or Office Write down the major subdivision of the agency to which the position belongs and is directly under. Item 4. Item 10. OCCUPATIONAL GROUP TITLE POSITION : (Leave Blank) : 12. (Write Department of Justice instead of DOJ if a department. EQUIPMENT. CHECK GOVERNMENTAL UNIT AND UNIT CLASS MUNICIPAL CITY PROVINCE 1st 2nd 3rd 4th 5th 6th 13. DBM CLASSIFICATION OF THIS : 11.) 17. FOR LOCAL GOVERNMENT POSITION. for not applicable opposite actual salary.A. board resolution or ordinance and the actual salary of the employee occupying the position. Department.

Contacts Check the appropriate box to describe the approximate frequency of the contacts required of the position in connection with its work. forms accomplished. It is suggested that before doing so. if a supervisor). Titles. item numbers. Item 17. Samples of the work which cannot be adequately described should be attached to the PDF such as reports made. the why or purpose. validity and correctness of the statements made therein. Position Title of Next Higher Supervisor Write down the authorized position or class title of the next higher supervisor. Machines. Item 14. Finally. Describe also the degree of supervision received and given to subordinates. State fully whether instructions are received in detail or in a general way (work is reviewed closely or from time to time only). Occupational Group Title Leave this blank. 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. Item 16. DBM will indicate the occupational group title after the position has been classified. Any duly accomplished PDF submitted. why and how? Can the position description be used as an instruction sheet for a new employee of the position? Item 13. Names. B. the Information Officer V. THE SUPERVISOR The first or immediate supervisor should review the accuracy of the statements from Items 13 to 20. check the appropriate local government unit and income class of the unit where the position is authorized. a statistician may prepare statistical reports. Avoid using vague terms such as maintains. equipment or tools used regularly such as a typewriter. He/She should also fill in Items 21 to 24. For example. rearrange them in descending order from the most important to the least important. Item 20. D. Examine the relationship of the position with the other positions in the organization. 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. Statements of Duties and Responsibilities. Item 15. diesel generator or computer. and the how-it-is accomplished. prepares reports and/or layouts. and prepares. List the duties and responsibilities in the order of their importance with the most important duty and responsibility first. For example. The incumbent of the position signs his/her name. Degree of Supervision Received means the amount and type of instructions and guidance usually received from the immediate supervisor. checks plans and/or reports. etc. This will help in visualizing the tasks performed by the position in the overall organizational pattern. designs and drawings made. Position Title of Immediate Supervisor Write down the authorized position or class title of the first or immediate supervisor. the immediate supervisor of the position shall accomplish the PDF for the position. E. signed and endorsed becomes an official record and a public document. Write down in detail what are actually done by the position. Equipment and Tools Used Write down the machines.Item 11. Item 12. copy what were written on the sheet of paper to the PDF under Item 13 (Statements of Duties and Responsibilities). After all the duties and responsibilities of the position have been written. Do not attempt to write down in a single sitting all the duties and responsibilities of the position. helps carpenters or engineers. in a division consisting of seven (7) positions. checks. the second most important duty second and so on. including the rules and regulations. Item 18. the immediate supervisor is the latter and not the former. this would be the chief of division. mechanic s tools or calculator or those operated regularly such as a water pump. therefore. care should be taken in accomplishing the PDF. 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. Simple. Certification by the Employee for Accomplishing the Form Indicate the date the form was fully filled-up. Therefore. Take time and give them a little thought. and positions or class titles of the employees supervised. clear and short statements should be used in discussing the duties and responsibilities. and so does a typist. Write down the names. inclusive of one (1) Information Officer V as chief of division and one (1) Information Officer IV as assistant chief of division. helps. . This is the most important part of the form. Immediate supervisor refers to the supervisor nearest in level to the position supervised. and Item Numbers of Employees Supervised Directly One supervises employees when one gives work assignments or instructions to them and reviews their work. office practices and procedures and the extent the supervisor controls the performance of the subordinate s work. He may add to or explain any of the employee s statements that may be inaccurate or incomplete. In the example given in Item 14. Leave this item blank if the position is vacant. In case the position is vacant. 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. Item 19. Note down on a sheet of paper the duties and responsibilities as recalled. C. Such statements. Below are pointers in writing position descriptions: A. Explain in detail how the position maintains mechanical equipment and/or records. should indicate the what-it-is. Working Condition Check the appropriate box that describes the working condition of the position. indicating the percent of working time spent on each of the duties and responsibilities. For local government positions.

These are cash compensation items which are either fixed or variable and are paid to an employee for the performance of work. 6758 is an orderly scheme for determining rates of compensation of government personnel. like quality of work life. Approved . Item 23b. and the like. 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. 3. night-shift differential pay. 3. Item 23a. basic pay or salaries.1 Total Compensation This represents all financial and non-financial rewards and entitlements arising from employment relationship. knowledge s and abilities preferably required of an incumbent of this position should also be indicated. etc. to encourage personal and career growth. honoraria.2 Intrinsic Rewards . job satisfaction. standard of living and personal development.These are cash compensation items which are granted to employees based on certain qualifications or rendition of special services. Certification of Immediate Supervisor After reading the statements carefully and giving comments on the adequacy.1 The Compensation Plan The Compensation Plan (CP) under RA No.These refer to cash compensation benefits given to an employee to supplement the basic pay.3 Policy of the State Section 2 of RA No. the CP is based on the following principles: 3.7 Variable Compensation .1 All government personnel shall be paid just and equitable salaries and wages. These include basic pay. due regard shall be given to.These are usually non-cash or in-kind benefit items that contribute to the employee s welfare. In determining rates of pay. incentives and nonfinancial rewards which provide reasonable levels of compensation packages within existing government resources. Item 24. free meals (hospitals) vacation leave. sick leave. and received directly or indirectly by the employee.2. 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. namely.9 Salary . hazard pay.6 Fixed Compensation These are cash compensation items which are regularly granted to all employees. 6758 provides the compensation policy of the State.2. motivate and retain good and qualified people to accomplish the Philippine Government s mission and mandates.2. employee compensation. which are valued internally by an individual. 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. and Additional Compensation (ADCOM). Personnel Economic Relief Allowance (PERA). Examples are: basic salaries. feeling of belonging.This is the primary cash compensation for work performed. 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. It is important that the qualifications of the present incumbent of the position should not be considered.4. 3. leave paternity/maternity leave single parent s leave monetization of leave credits Basic Pay Salary .These are derived from the work environment.2.11 Fringe Benefits .2 Concepts of Compensation 3. 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. the CP has a mix of compensation components. If no license or certificate is required. 3. challenge. and are administered equitably and fairly. 6758. 3. excluding any other payments. cash allowances and fringe benefits.The agency head signs his/her name on the space provided to indicate his/her approval of the statements/data in the PDF. bonuses. Licenses or Certificates of Proficiency.8 Basic Pay . freedom to act. These include cash allowances. These include protection programs such as insurances.4 Direct Compensation .Item 21.This refers to the basic pay for work performed by an employee paid on a monthly basis. 3. Chapter 3: The Compensation Plan 3. THE AGENCY HEAD Item 25. special privilege. write down None. Indicate licenses or certificates required of an incumbent of this position. " 3.2. and qualification requirements of the positions. 3. 3. fringe benefits. Intrinsic Rewards job satisfaction personal/career growth quality of work life sense of belonging Fixed Protective Paid leave Additional Services Variable: health insurance. 3. among others. prevailing rates in the private sector for comparable work. validity and correctness of the facts stated. 3. insurance free medical/dental clinic. allowances and fringe benefits.5 Indirect Compensation .4 Governing Principles of the Compensation Plan Pursuant to RA No. visionary leadership. Other skills. Item 22. perquisites and training programs.2. premium payments.2.10 Wage This refers to the basic pay for work performed by an employee paid on a daily or hourly basis.3 Extrinsic Rewards/Entitlements These comprise all compensation benefits. 3. It was crafted to attract. and overtime pay. Examples are. paid leaves. Any exception to any statement of duties and responsibilities described by the employee under Item 13 of this form may be indicated. To achieve these goals. personal and professional growth opportunities. shuttle service. both monetary and non-monetary. 3.2. Brief Description of the General Function of the Position Write a brief description of the function of the position. The filling of this item is important especially if the position under consideration is new or proposed. and to reward good performance and length of service.2.2. retirement benefit.2.

8.5 As a general rule. provided that. Salary Grade 33 has only 1 salary step. the immediately succeeding step to an off-step salary rate.e. 3.1 If the actual salary of the employee at the time of his/her promotion is below the hiring rate of the new position.8.3 If the present salary is equal to any of the steps of the new position.5 General Guidelines on Government Compensation Government compensation shall be governed by the following general guidelines: 3.4 Government compensation rates shall be reviewed periodically taking into account possible erosion in purchasing power due to inflation and other economic factors. Salary rules.5.5.3 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. 3.5. .2 Hiring Rate 3.4 Salary and other compensation adjustments including the grant of new benefits shall be covered by appropriate legal basis or authority. if the salary rate falls between steps 3 and 4. 3. rules and regulations related to other compensation such as allowances and other benefits. 3.5. The 8th step is the maximum salary rate. However. no person shall be appointed in the government under the guise of voluntary service.2 Compensation for part-time services rendered shall be computed proportionately. 3.2 The basic pay for all personnel in the government shall generally be comparable with those in the private sector.2 If the present salary falls between steps. The 1st salary step is the minimum or hiring rate. 3. rules and regulations.8.1 Each class of positions in the Position Classification Plan shall be assigned a salary grade. 3.5. 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.Wage Fixed Fringe Benefits PERA ADCOM uniform allowance Variable Fringe Benefits hazard pay honoraria overtime pay night-shift differential pay subsistence Allowance Total Compensation sports activities cultural activities training programs scholarship grants intership programs Direct Compensation Indirect Compensation service car __ mobile/cell phone __ assigned driver/secretary __ preferred office furnishing __ assigned parking space __ free quarters __ newspaper subscriptions __ Personal Development Extrinsic Rewards Perquisites Others __ housing loan __ PAG-IBIG Fund benefits __ Provident Fund benefits __ quarters privilege __laundry allowance 3. 3. except when otherwise authorized by law. he shall be allowed the next higher step.8.4. 3. if it is equal to the maximum or 8th step. A salary grade represents a level of difficulty and responsibility of work. The daily rate shall be computed based on the authorized/actual monthly rate for the position divided by 22 days.8.6 Contents of the Compensation Plan The CP contains the following: Salary schedule. 3.8.2.4. he/she shall be allowed the next higher step.6 Unless otherwise specifically approved by the President.4.3 Across-the-board salary or wage adjustment shall be granted to all employees.2. 3.8.3. 3. he/she shall only continue to receive the same salary rate.5. and Policies. the next higher step is step 4. 3. with compensation below the hiring rate for the position.1 The first step in the salary grade for a given class of positions shall be the hiring rate for new employees. he/she shall be allowed the hiring rate or 1st step of the salary grade of the new position.3. no official or employee shall receive a salary equal to or higher than the salary of his/her immediate supervisor. 3. Hence. 3. 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. The daily wage represents full compensation for full-time employment in an 8-hour work day regardless of where the work is performed. The present Salary Schedule consists of 33 salary grades.2 No employee shall receive a salary less than the hiring rate for the position. 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.8 Salary Rules The rules governing the implementation of the salary schedule are as follows: 3.3 The total compensation program of government personnel shall be maintained at a reasonable level in proportion to the national budget.3. i. 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. The 2nd to 7th salary steps are the intermediate salary rates..

as in Illustrative Example 4.2. Annex A.3. SUC.9. 3. he/she shall be allowed only the hiring rate of the lower level position.6.8. or from one organizational unit to another within the same department or agency. as adopted under Executive Order No.9.9.3 If an employee is reappointed to a higher level position.2. voluntary resignation or any non-disciplinary action such as dropping from the rolls and is reemployed. 6758. 1994. whether or not the position titles were changed as in Illustrative Example 2.8. 3.3. 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 3. 3.1. 3.1.2 Those rendered by incumbents before they were: transferred to other positions within the same NGA.5.8. 3.3.6. Allowances and Benefits 3.4. 3.8.1 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.4 Elective officials 3.9. 3.8. as in Illustrative Example 1.2 If the demotion is voluntary or at the instance of the employee or a result of disciplinary action. 3. GOCC or GFI.8.3.8.4. 3. reorganization. Any excess over the 8th step shall be treated as transition allowance which shall be considered as advanced implementation of future salary increase/s.8.2.1.9 Other Compensation.9.3. and upgraded. the employee shall be allowed to continue to receive his/her present salary in the higher level position.9.3 If reclassified to a position with a lower salary grade.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.2 The length of service in the present positions shall include the following: 3. the employee shall continue to receive his/her present salary.5. Annex A. services and activities.5. he/she shall continue to receive his/her present salary. dated March 8. 3.8.7 Reemployment . 3.3 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.9.8.4 If the present salary is over the maximum or 8th step of the new position.9. 3.1 An employee whose position was reclassified to another position at the same salary grade shall continue to be paid his/her present salary rate. s.6 Reorganization This involves the restructuring of the organization and staffing of government agencies for the efficient conduct of their functions.1. the salary rules on demotion shall apply. 3.2.4.1 Coverage Officials and employees of national government agencies (NGAs) including state universities and colleges (SUCs). government-owned or -controlled corporations (GOCCs). and 3.2 If the transfer is to a position of equivalent rank or of the same salary grade as the previous position.5 Reclassification of Position This is a form of position classification action which may result in a change in position title or position level. 3. Annex A. 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.3.1 Those rendered by incumbents before their positions were: reclassified to classes with lower or the same salary grades. the salary rules on promotion shall apply.3. shall be paid the hiring rate or the 1st step of the salary grade of the 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.8.9.3 Military personnel under the Armed Forces of the Philippines.3 If the transfer is to a lower level position. . 3.8.1.1 Step Increment Step increment is the increase in salary from step to step within the salary grade of a position.9.3.4 Transfer This is a movement from one position to another from one department or agency to another. as in Illustrative Example 3.9.8. 3.1. 3. he/she shall continue to receive his/her present salary.1. 3. 164 (Adopting a Revised Compensation and Classification System in the Government).2.6. and uniformed personnel under the Department of the Interior and Local Government.1. 1. and may or may not involve a change in salary grade. the salary rules on promotion shall apply. 3.1 If the transfer is to a higher level position.1 Career and non-career officials and employees who are occupying positions in agencies exempted from or not following RA No.9..1.2 Not Covered 3.8.8. 3. 1994.3 Rules and Regulations 3. 3. the salary rules on promotion shall apply. i.2 Career Executive Service Officers whose step increments are governed by Career Executive Service Board Circulars.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. 3. 3.1 If the demotion is due to the exigency of the service.1. with upward change in the salary grade allocation of a class of positions without change in the position title. Annex A.8.2 If an employee is reappointed to the same position or to a position at the same salary grade. allocated to lower or the same salary grades in a reorganization.1.An employee who was separated from the service because of reduction in force.2 If reclassified to a position with a higher salary grade. without change in position titles and in salary grades.8.8. transferred to another agency or transferred/devolved to an LGU or vice versa. the employee shall be allowed to continue to receive his/her present salary.2.e.

2003. 3. 3. 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. 2002 (Date of promotion) Information Officer I SG-11 13.522 July 1. 2004 (Date of appointment) Science Aide SG-4 6. 7305 (Magna Carta of Public Health Workers). 2003 (Date of appointment) Dental Aide SG-4 P6.3 For LGUs. shall be on February 1.1. 2000 (Date of reappointment without diminution in salary) The computation of the length of service shall start from December 1. and Those rendered before voluntary demotion or demotion as a result of disciplinary action.1. 2005 shall be P13. 2000.) July 1.1.334 (adjusted salary in the previous position of Engineer IV.9. 2002 (Date of court s decision) Engineer III SG-19 P18. 1999.3. 2005 (Effectivity of reorganization) The computation of the length of service shall start from May 15. 2003. the amounts shall be charged against their respective local government funds. as in Illustrative Example 6. Illustrative Example 5 Reappointment to a Position with Lower Salary Grade Engineer IV SG-22 P16.6. 2002.3 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.9.9. Illustrative Example 2 Involuntary Demotion Information Officer II SG-15 13. 1999 (Date of appointment Legislative Staff Employee I SG-4 6.522 October 1. The salary adjustment to Step 2 in the position of Science Aide.9. the salary of the incumbent which is off-step shall only be adjusted to the next higher step. The salary adjustment to Step 2. the date of the grant of step increments shall be moved or adjusted accordingly.300 May 15. 3. 3.4 Applicability of Personal Services Cap The step increment forms part of the implementation of RA No. Annex A. as in Illustrative Example 5. Annex A.300 which is already beyond Step 8 of SG-11.211 March 1. e. Annex A ILLUSTRATIVE EXAMPLES Illustrative Example 1 Reclassification of Position Geologic Aide SG-4 6. The salary adjustment to Step 7 in the position of Engineer III.7 Public Health Workers shall either be granted step increments or longevity pay. inclusive of Saturdays. shall be on December 1.6 Funding Source 3. Illustrative Example 4 . 3. The salary adjustment to Step 2 in the position of Legislative Staff Employee I.522 January 1.6 In case of downward reclassification of a position due to the exigency of the service or in case of involuntary demotion.Transfer Dental Aide SG-4 P6. the personal services cap under the Local Government Code shall not be applicable to the grant thereof to appointive LGU employees.5 Authorized vacation leave without pay for an aggregate of 15 days or less.3.1. in which case the actual salary of the incumbent falls in between steps. and succeeding step increments shall be every 3 years thereafter. The employee is no longer entitled to step increment in the position of Information Officer I. 2002. 3. or step 5 after completing 3 years of service in the previous higher position.6. and placed under preventive suspension without pay but subsequently exonerated by appropriate judicial/quasijudicial bodies. 3. shall be on March 1. 2000 (The position was phased-out due to agency reorganization.g.667 December 1. shall not interrupt the continuity of the 3 years service requirement for the grant of a step increment.1..1. if the incumbent remains in the same position. Those rendered before the upward reclassification of their positions. the amounts shall be charged against their respective corporate funds.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. 796 February 1.1.1. copy furnished the Government Service Insurance System (GSIS). falls between the step 6 and step 7 of SG-19) July 1. . 2004.9. 2005 (Effectivity date of reclassification of the position) The computation of the length of service shall start from July 1. provided that the prescribed salary schedule for the LGUs income classes are being implemented. Annex A.1. 3. 2004 (Date of transfer) The computation of the length of service shall start from March 1.9.3 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.6.1. 3.1 For NGAs including SUCs.year period exceeds 15 days. hence. Illustrative Example 3 Upgrading of Position Legislative Staff Employee I SG-2 P4.9. between step 4 and step 5 of the salary grade of the position.1.9.9. The resultant salary due to involuntary demotion on January 1. as in Illustrative Example 7.3.9. SG-4. When the total number of authorized vacation leave without pay incurred within the 3. 3.3. 6758. 2000 (Date of upgrading of the position) The computation of the length of service shall start from February 1. 1997.4 Step increments shall be limited to the maximum step of the salary grades of positions. 3.1. 2006.300 January 1. the amounts shall be charged against agency savings from appropriations. 1997 (Date of promotion) July 1.2 For GOCCs and GFIs.9.522 March 1. SG-19.3. Sundays and holidays.2. SG-4. to Step 8 on December 1.3. to Step 3 on February 1.9. 2005. 2007. shall be on July 1.5 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.

1 For NGAs including SUCs. 3.2 The PERA of government personnel paid on daily or part-time basis shall be computed as follows. 2003. and 3. based on the actual services rendered during the month but not to exceed P500 per month: P500/Month Number of Days PERA for the Month = --------------------.9.3 Those declared by the authorities concerned as absent without leave during the month. and the National Mapping and Resource Information Authority under the Department of Environment and Natural Resources.2.9. those paid on piecework bases. Illustrative Example 7 Change of Status of Appointment Ticket Checker (Temporary status) SG-3 P6.1 Appointive government personnel occupying regular plantilla positions. 3.2. 1994. 2004 (Date of exoneration) The computation of the length of service shall start from November 15. 164 (Adopting a Revised Compensation and Position Classification System in the Government).3 Rules and Regulations 3.2. or from the same source where they draw their basic pay. is granted as a supplement to basic pay. student laborers.9. The PERA for casual and contractual personnel shall be charged against their respective lump-sum appropriations. if the incumbent remains in the same position.4 Funding Source 3. as adopted under Executive Order No. apprentices.3.9. experts.4. implementing Paragraph 8 of the Senate and House of Representatives Joint Resolution No.2.9.9.9. 1. 039 April 1. dated March 8.3.9. 20003 (Placed under preventive suspension without pay) June 15. 3.1. 1993. laborers of contracted projects ( pakyaw ).3.2. Very truly yours.3 Military personnel of the Armed Forces of the Philippines. s.3. the PERA for personnel occupying regular positions shall be charged against the appropriations for the purpose in the annual GAA. s. 3.2.2. 3.2.2.1. and uniformed personnel of the Department of the Interior and Local Government. The salary adjustment to Step 2 shall be on November 15. dated May 17. 1994.2. AO .1 Elective officials.9. 3. 1996 (Date of appointment) Ticket Checker (Permanent status) SG-3 P6.1 Coverage 3. and others similarly situated. your salary as ____________________.2.2. Annex B ----------------------------------------------Name of Agency NOTICE OF STEP INCREMENT ---------------------------Date Mr. is hereby adjusted effective __________________.9.3. 3.4 Consultants.9. 3. 2004 (Date of change of status of appointment) The salary of the incumbent is adjusted to Step 4 on April 1.2. 53. 2005.9.4.2. and 3.3 Additional Compensation The Additional Compensation (ADCOM) of P500 per month authorized under Administrative Order (AO) No.2.466 November 15.2. 3.2 Not Covered 3.9.2 Casual or contractual employees. the amounts shall be charged against their respective corporate funds. as amended. It is granted to augment a government employee's pay due to the rising cost of living. 2000 (Date of appointment) December 15.Illustrative Example 6 Exoneration of an Employee Placed under Preventive Suspension Nurse I SG-10 P9.9.9.039 August 15. mail contractors. 2000.2 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).2.Worked During xx Work Days/Month the Month 3.9.9. The Compensation Plan 3-17 __________________________ Head of Agency Copy furnished: GSIS 3. ______________________ _____________________________ _____________________________ Sir/Madam: Pursuant to CSC and DBM Joint Circular No.9.2.2 Government personnel stationed abroad and others similarly situated.2. 1.2 For GOCCs and GFIs.3 Actual services rendered during the month for which PERA is to be paid shall include leaves of absences with pay. Philippine Coast Guard under the Department of Transportation and Communications.2.5 The rules and regulations relative to the PERA for LGU personnel are covered by Chapter 9 of this Manual. and succeeding step increments shall be every 3 years thereafter.9. 1990. No one shall receive PERA from more than one source.9.1.2./Ms. 3. as follows: Basic Monthly Salary as of ________________________(Step _____) P__________________ Add: Step Increment (_____ Step) __________________ Adjusted Salary Effective __________________________ 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. 3.1 Government personnel who are paid salaries on monthly basis shall be granted PERA of P500 each per month.4 Government personnel who are on full-time or parttime detail with another government agency shall receive the PERA from their mother agencies. 3.2.

1 Coverage All government personnel regardless of status of employment 3.9.3.9. 3.1.4 Government personnel whose U/CA rates are specifically provided for by law. if the penalty meted out is only a reprimand.3. laborers of contracted projects ( pakyaw ). 3.9.3.3.3. 3. which are covered by or following Republic Act (RA) No.3.1 Government personnel who are paid salaries on monthly basis shall be granted ADCOM of P1.3.9. 3.1.2 Military personnel of the Armed Forces of the Philippines and uniformed personnel of the Department of the Interior and Local Government.3. as amended. 3.9.3.2.1 The U/CA. 3.500 per month.3. temporary.3.4.4.9.3.3.3. and 3.1 Coverage 3.3.5 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.3.4. contractual. in national government agencies (NGAs). they shall not be entitled to the ADCOM until they have served their penalties.1 Civilian appointive personnel under permanent. 3.2 Consultants.9.3. the ADCOM for personnel occupying regular positions shall be charged against the appropriations for the purpose in the annual GAA.1 For NGAs including SUCs.4. 2006.9.9.3.3.3.2. 3.3 Rules and Regulations 3. laborers of contracted projects ( pakyaw ).9.2 Not Covered 3.9.3.4.3.4.4 Government personnel who are on full-time or parttime detail with other government agencies shall be paid the ADCOM by their mother agencies.3 Officials and employees of local government units (LGUs) 3. regardless of the number of working days in a month but not to exceed P1.4.2. 6758. If they were meted penalties and not paid their salaries.9. such penalty shall not be a basis for the disqualification to receive said benefit.9.5 The U/CA for special police. 3.6.4. No one shall receive ADCOM from more than one (1) fund source.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. including state universities and colleges.3. daily or part-time basis shall be computed on the basis of actual services rendered on an eight-hour working day. may be given in cash or in kind subject to the discretion of the agency head. student laborers. authorized the increase in the existing P500 per month ADCOM by P1. 3.9.4. 3.9. 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. those paid on piecework bases.9. 3.4. and others similarly situated 3.1 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.No.3 Government personnel who are on leave without pay for more than 6 consecutive months in a particular year. mail contractors.3.3 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.2 For GOCCs and GFIs. 144 dated February 28.2.3 Newly hired government personnel shall be entitled to U/CA after they have rendered 6 consecutive months of service. on fulltime or part-time basis.9.2 Not Covered 3. resulting to a total of P1.7 The rules and regulations relative to the payment of ADCOM to LGU personnel are provided in Chapter 9 of this Manual.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.3.3. and 3.9.1. experts. casual or substitute status.6 The ADCOM of government personnel under preventive suspension shall not be paid during the period of their suspension.2 Foreign service personnel of the Department of Foreign Affairs and of other departments and agencies who are stationed abroad.2. they shall be entitled to the full amount of the ADCOM starting from the day of suspension.1 Government officials and employees in NGAs and GOCCs/GFIs exempt from the coverage of RA No.500 each per month.3. The ADCOM for casual and contractual personnel shall be charged against their respective lump-sum appropriations.2 The ADCOM of government personnel paid on hourly.9.9.9.3. which rate shall be as prescribed in the pertinent general provision of the annual GAA.4.3.9.5 Those that are hired as consultants. 3.4 Funding Source 3.9. experts.4.3.2.9.9.2.9.9. or in the next grant thereof. 500 per month. 3. 000 per month. 3.9. Those on full-time or parttime detail with projects shall be paid ADCOM from project funds if they draw their basic salaries therefore.3. 3. 22 working day-month. apprentices.4.9.4.9.3. 6758 (Compensation and Position Classification Act of 1989).3 Rules and Regulations 3.4 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. and 3. the amount shall be charged against their respective corporate funds. firefighters and other similar positions shall be .1 In this regard. 3.4. student laborers. 3. governmentowned and/or controlled corporations (GOCCs) and government financial institutions (GFIs) created by law. If they are exonerated and if decided upon by the authorities concerned.9. those paid on piecework bases and others similarly situated 3.9. security guards.9. mail contractors. 3. prison guards. 3. whichever comes later.

4.3. There being no expenses incurred.000 and those of equivalent ranks Department Assistant Secretaries 5.2.5.4. if the official is out of office.9. subject to the discretion of the agency head concerned.4. etc.5. Thus.1 For NGAs including SUCs.500 Assistant Regional Directors.9.3.4. Department 4.9.1 Officials enumerated in the pertinent general provision of the annual GAA.3.9.4 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 3.9. 3. 3.1 hereof. Since RATA are privileges or benefits in the form of reimbursement of expenses.3.g.4. shall be at the discretion of the agency head.9. 3. Hence. may be granted U/CA by their new agencies even if they have received U/CA from their former agencies.9.4.9. 9336.5.4. local water districts (LWDs) and GFIs. while in the actual performance of their respective functions.5. Revised RATA rates may be implemented in future years if authorized in the GAA. Department Service Chiefs and those of equivalent ranks Assistant Bureau Regional Directors 4. 3.4. the amounts shall be charged against their respective corporate funds.4. on maternity leave. prison guards.000 in the Personal Services Itemization and Plantilla of Personnel and those of equivalent ranks.3 For LGUs.5.7 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.9. prior to FY 1993 and in FY 1999. 3.9. the amounts shall be charged against the appropriations for the purpose under the annual GAA.5.9.000 and those of equivalent ranks Chiefs of Division identified as such 3.1 hereof. 3. including those in GOCCs. whether in cash or in kind shall be granted U/CA by their new agencies.1. 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.4. re-enacted in FY 2006.5 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.9.1 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.1. and 3.9. there is nothing to reimburse. Bureau Regional Directors.2 Those whose positions were determined by the DBM to be of equivalent ranks with the officials enumerated under item 3.inclusive of other articles of clothing like regulation caps. 3. and others occupying similar positions.9.5. 498 dated April 1. 3. as Officers-In-Charge (OICs) of positions in items 3.1. The rationale behind the qualifying phrase.2 Officials and employees enumerated under item .5. Entitlement thereto should not be proportionate to the number of work days in a month. firefighters. RATA were allowances attached to the position. 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. If they transferred to other agencies within the last 6 months of a particular year. whether voluntary or involuntary.9. teachers. Pursuant to Section 45 of the General Provisions of RA No. whether or not in concurrent capacities. Forfeiture or non-grant of the RATA does not constitute diminution in pay. 2005.1 and 3.2.2.5.5.9. 3.4.1. for those in mourning.000 Regional Directors and those of equivalent ranks. the following are the RATA rates: Monthly Rate for Each Type Officials of Allowance Department Secretaries P 7.2. during wash days.9.1. 3. the FY 2005 GAA.4.9.3.1. 3. they are not salaries or part of basic salaries. The U/CA of casual or contractual personnel shall be charged against the lump-sum appropriations where their salaries are drawn.2 For GOCCs and GFIs. and as implemented by National Budget Circular No. those which are in direct contact with patients.500 and those of equivalent ranks Bureau Directors.8 hereof. This provision was reiterated in the pertinent general provisions of subsequent GAAs. 3.2 hereof. belts.5.4.9. shall be granted U/CA whether or not they meet the service requirement.4 Funding Source 3.9.3 Those duly designated by competent authorities to perform the full-time duties and responsibilities.2 Rules and Regulations 3.9.5. Department 5. Hence.500 and those of equivalent ranks Department Undersecretaries 6. in FYs 1993 to 1998 and beginning FY 2000 and up to the present.1 Coverage 3. 3. subject to the provisions of implementing circulars. e. inclusive of regular and special holidays falling on work days.3. the actual performance of an official s duties and responsibilities was a pre-requisite to the grant of RATA.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. the official does not and is not supposed to incur expenses. the amounts shall be charged against their respective local government funds.9. 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. Assistant Bureau Directors.9.10 The guidelines on the wearing of the uniform.6 The U/CA of government personnel who are on detail with other government agencies shall be borne by the mother agency. 3. RATA may be spent in variable amounts per work day depending on the situation.8 Government personnel who are required to wear uniforms at all times in the performance of their functions such as security guards. and coats.

1.1.5. termination of contract/appointment. sick or maternity leave of absence with or without pay for one full calendar month or more.6.4 Officials and employees who are on authorized attendance at a training course/scholarship grant/seminar or any other similar activity.1.9. experts. may be authorized to continue to collect RATA on a reimbursable basis. In all cases.5.3.9. if any.7 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. and 3.2.6.2.1 All government personnel in NGAs including SUCs.9.1 Those on absence without leave (AWOL). GOCCs.2.6. GFIs and LGUs. shall be authorized to collect RATA on reimbursable bases for the duration of such detail or reassignment. whether appointive or elective.9. and Those that have rendered less than 4 months of service The aggregate service requirement for purposes of the grant of YEB shall include such services before the termination of the employment during the year under the following modes: resignation.1 When designated in concurrent capacities and the officials and employees so designated are already entitled to commutable RATA in their permanent positions.5. 3.1 Coverage 3. student laborers. Deficiencies shall be charged against savings in agencies appropriations for personal services. 3. 3.2.1 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: 3.5. 3.9. in which case they may be authorized to collect the difference only.5 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. subject to the availability of funds.2.2.1.2 Not Covered All government personnel under the following instances shall not be entitled to the one-half (1/2) YEB or the full YEB: 3.5. 3. separation not for cause.2 When on full-time or part-time detail with another government agency or on reassignment in an organizational unit of the same government agency. in which case.9. 3.9.3. Those that 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.2 All punong barangay.2.3 Funding Source 3.2 The reimbursable RATA for duly designated Officers-In-Charge of funded vacant positions shall be charged against the RATA appropriated for the positions.9.9. rules and regulations. mail contractors.9. 3. 3.6. sangguniang barangay members.5. 3. GFIs and LWDs The RATA shall be charged against their respective corporate funds. which is tantamount to the performance of their regular duties and responsibilities. 3. temporary or casual status. and 3. 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. The grant of RATA shall be indicated in the terms of the contracts of service.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. sick or maternity leave of absence.5.9.9.2. 3. under permanent. If the positions are unfunded. laborers of contracted projects ( pakyaw ).5.2.1 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. 6686.5. barangay secretaries and barangay treasurers 3. except when the duties and responsibilities they perform are comparable with those of their regular positions.5.9. 3.2 When on vacation.5.3 Officials and employees whose detail or reassignment has been found by appropriate judicial bodies to be not in accordance with existing laws.5. apprentices.3. 8441.2. for one (1) full calendar month or more.5. or on vacation. as amended by RA No.2.2.6 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.3.9.5.8 Full-time contractual employees whose positions were determined by the DBM to be of equivalent ranks to the officials enumerated under item 3.6.1 NGAs Including SUCs 3.9.9.3.2.9.1.2. they may be authorized to continue to collect RATA on a reimbursable basis.2.6.5.5. 3.9.9. attending a training course/scholarship grant/seminar or any other similar activity. and those issued contractual appointments who are under the following instances from January 1 to October 31 of each year: Those that have rendered at least a total or an aggregate of 4 months of service including leaves of absence with pay.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. . the reimbursable RATA shall be charged against savings from appropriations for maintenance and other operating expenses.3.2 Consultants. subject to the availability of funds. 3. except in the following instances: 3.9.3 The RATA for contractual officials shall be charged against the corresponding lump sum appropriations.9.9. They are collectively referred to as the Year-end Benefit (YEB).1 hereof are entitled to commutable RATA at rates indicated therein. authorized under Republic Act (RA) No.9.5.5.2 GOCCs.9.9. no one shall be allowed to collect RATA from more than one source.5.5. The liberalization of the grant thereof is authorized pursuant to the pertinent general provision in the annual GAA. between the RATA of the two positions.

and others similarly situated. 3.6.1.3.3 Rules and Regulations 3.1 Government personnel on AWOL within the period.6. 3.1.9.3.5 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: Length of Service Percentage of P5.3.1 are satisfied.6.6.000 October 100% 2.3.1.7.9.2 One-half (½) of their cash gifts may be paid to each of them not earlier than May 1 and not later than May . provided that the conditions stipulated under Item 3. provided the conditions stipulated in item 3.500 1 month but less than 2 months 20% 1.6.9.3.5 Personnel on AWOL 3.9. and who are in the service as of October 31 of the same year.9.000 Corresponding Amount May 0% P 0 June 20% 500 July 40% 1.500 September 80% 2.9. subject to conditions stipulated in item hereof 3.3 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. January 1 to April 30 of a particular year.7.9.3.000 each. 3. 3.6.3.3. such penalties should not be made the bases of disqualification to receive the YEBs. may be granted the full YEBs within the period.9. If they were granted their ½ YEBs in their former offices.2 hereof shall be entitled only to cash gifts of P5.3.6.2 Those found guilty shall not be entitled to the YEBs in the year the decisions were handed down.5.9. January 1 but before October 31 of the same year but have rendered a total or an aggregate of 4 months service.6.9.6.2 Those on AWOL within the period.2 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. 3.3.6. 3.6.9.3.2. including leaves of absence with pay before October 31 of the same year.6.2 Personnel on Part-Time Service Provided that the conditions stipulated in item 3.6.3.1. 3.1 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.3.9. 3.9.000.3.6. Certifications from the former offices of the availment of the ½ YEBs are necessary.3.9.3. 3.6.5. shall not receive the advanced payment of their ½ YEBs in May of the same year.3.1 Government personnel formally charged administrative and/or criminal cases and whose cases are still pending for resolution shall be entitled to the YEBs until found guilty and meted penalties.9.6.1.1 are satisfied. based on the basic monthly salaries as of April 30.9. including leaves of absence with pay as of October 31.3.9.3. 3.1.9. 3.3.9.000 Less than 1 month 10% 500 3. regardless of whether or not they will still be in the service as of October 31 of the same year. the YEBs for employees on part-time service are as follows.3.9.1.6. and 3.3 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.6.3.2.1.3.6.1 Payment of the YEB 3.6.9.6.3.those paid on piecework bases.6.1.5.9.9.6. 3.1 are satisfied.6. based on the following scheme.9.4 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.9.3 Personnel on Full-Time or Part-Time Detail The YEBs of government personnel on full-time or part-time detail with other agencies shall be paid by their respective mother agencies.7 Barangay Officials 3.3 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. to be paid within the month of retirement/separation of the employees concerned: Month of Retirement/ Separation from the Service Percentage of P5.9.000 Corresponding Amount 3 months but less than 4 months 40% P2. shall be entitled to the full YEB based on the basic monthly salaries as of October 31.000 August 60% 1.6.6.2 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. 3. 3.2. 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.4 Transferred Personnel The YEBs of government personnel who transferred from one agency to another shall be granted by the new offices.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.9.6 Personnel Charged with Administrative Cases 3.1 Government personnel who have rendered at least a total of 4 months service including leaves of absence with pay from January 1 to October 31 of a particular year. November 15 to November 30 of the same year.6.6.500 3.6.3. 3. If the penalties meted out are only reprimands. only the remaining balances of the YEBs shall be paid by their new offices.1 Barangay officials under item 3.6.6.000 2 months but less than 3 months 30% 1.

dated December 6.2 Those who were dismissed within the year for which PIBs are granted.9.9. Should there be only one performance rating.9. The YEBs for casual and contractual personnel shall be charged against their respective lump-sum appropriations. 3.9.4. and 3. the amounts shall be charged against their respective corporate operating budgets.1 The amount of PIBs to be granted to deserving personnel in agencies may vary per individual. 3.3.7. 3. even if their services have been terminated effective December 31 of the year for which the PIBs are granted 3.3 Those who have been absent without official leave within the year for which PIBs are granted.3.3.9.2.3. 1994. retired. on leave of absence with or without pay.6.9.3. 161. Agency heads shall establish the internal guidelines for the grant thereof.3.7.3 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.1 Appointive personnel of NGAs including SUCs.2. 161 is amended. regardless of the duration of the suspension. Deficiencies in appropriations shall be charged against available savings of agencies. student laborers.6.6.4 Funding Source 3.9.2 For GOCCs and GFIs.7.7.3.3 The minimum appraisal period shall be at least 90 days or 3 months.6.1.7.1. 3.7. to recognize individual personnel productivity and performance which contributed to attainment of agency goals and targets.4 PIBs for Part-Time Personnel The PIBs for personnel employed on part-time bases. shall be equivalent to ½ of the full amount received by full-time personnel with the same productivity and performance appraisals.9.7.1 For NGAs including SUCs.9.9. 3. 3.7.2 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.4.9. 3. 3.9. and 3.7. GOCCs. 3.2 Not Covered 3.3.1.4. and others similarly situated.9.9.2 are satisfied.7.1.000 per filled position. GFIs and LGUs on permanent or temporary status.6 Elective and appointive barangay personnel paid honoraria 3.7.3. This should not be construed to mean as prescribing an across-the-board grant of incentive.5 PIBs for Other Personnel Cases concerning the PIBs of personnel who were newly-hired.1.31 of a particular year. apprentices. to be paid within the month of separation of the barangay officials concerned. 3. whether employed on permanent. 3.9. provided that they are still in the service as of October 31.9.9.9.7.4 Those hired not as part of the organic manpower of agencies but as consultants.7. 3.1 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.3.2 hereof. .7.1 Coverage 3.3 PIBs for Transferred Personnel 3.9. No appraisal period shall be longer than 1 year.9.1.7.7.7.2 Amount of PIBs 3. based on the scheme in item 3. 3.1 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. Personnel who were preventively suspended but later exonerated of the charges filed against them shall be entitled to PIBs. 3. 3.7. 3.3. the amounts shall be charged against their respective local government funds. 3.3.9. those paid on piecework bases.1. 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.9.1 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.6.9.9.9.3. provided that the conditions stipulated in item 3.3.6. 3.5 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.2 The total cost of the PIBs granted shall in no case exceed the average of P2. Performance includes conduct and behavior in the discharge of the duties of a public office.9.6 Subject to the conditions stipulated in item 3.6. temporary or contractual status.4.9.7.3.3. depending on the latter s productivity and performance appraisal.9.9.6.9. Other cases not covered by this Manual shall be referred to the DBM for proper study and recommendation to the Office of the President.2 Those issued casual and contractual appointments.7.3 For LGUs.1.3.8 Prohibition Against Payment of Additional Bonuses Agencies are prohibited from granting additional bonuses in any form other than the YEB.3.1 Basis of Grant of PIB 3. it shall be understood to apply for the 2 semesters or 1 year covered by the rated performance.7.2.2. the amounts shall be charged against the appropriations for the purpose in the annual GAA. unless AO No.3.9. 3. 3.2.7.7.7.3.7.7.2 To be entitled to PIBs.6.9.3 Rules and Regulations 3. experts. laborers of contracted projects ( pakyaw ). 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.2.4 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 receive the remaining balance of the cash gift in addition to ½ of the cash gift.7 Productivity Incentive Benefit The Productivity Incentive Benefit (PIB) is a cash award authorized under Administrative Order (AO) No.9. 3.3.2.9.9.2.7.

3 For LGUs. and Total overtime payments made in a given calendar year shall not exceed 5% of the total salaries of authorized positions of the agency. Embarrass the government due to its inability to meet is commitments.1. SUCs. the amounts shall be charged against their respective corporate funds.1 Overtime services shall include: Those rendered beyond eight (8) work hours of regular work days.3.25 x HR) Overtime Pay = 1.2 Not Covered 3. the overtime pay shall be charged against: 3. dated July 25.8.9.9.4.9.9. as implemented by Budget Circular No.8. Department Undersecretaries. 1987.8.3 Incumbents of intermediate positions to the above enumerated positions in the NGAs. 3.9. 3. such as Saturdays and Sundays.9.1 Coverage 3. and 3.4. temporary or casual status. 3.4.5 Other appointive officials whose equivalent ranks are higher than chiefs of division 3. and/or 3.9.8. 3.8 Overtime Pay Government employees are required to render 40 hours of work in a week.9.8. and Department Service Chiefs and Assistant Department Service Chiefs 3.1.9.8. and GFIs.1. and Those rendered on holidays or non-working days. Thus. Should the need to render overtime services become very necessary.1 Those occupying the following positions: Department Secretaries. provided that the foretasted conditions are fully satisfied. 2004.9.8.7.4 The total overtime pay of an employee for the year shall not exceed 50% of his/her annual basic salary.9 Compensatory Time-Off Section 1 (d) of Administrative Order No. 3.4.2 Incumbents of positions of chiefs of division and below who are designated to positions higher than chiefs of division 3.1 For NGAs including SUCs. Book VI of Executive Order No. GFIs and LGUs.4.8. provides for the adoption of a scheme that will allow employees to be compensated through time/days off in lieu of overtime pay.9.9.2.8. Bureau Directors and Regional Directors Assistant Bureau Directors and Assistant Regional Directors.3 Overtime pay shall be computed as follows: For ordinary work days: Plus 25% of the hourly rate (0. overtime pay may be paid pursuant to Section 63.1 Incumbents of positions of chiefs of division and below under permanent.9. 3.1.9.If the penalties are only reprimands.9. the personnel may be entitled to PIBs.8.25 x HR x Number of Hours of Overtime Services Rendered For rest days.4 Funding Source 3. overtime work should not be resorted to in the performance of regular work.2 Incumbents of positions of equivalent category as those above-mentioned in SUCs. s. the amounts shall be charged against their respective local government funds.2. temporary or casual status. Chapter 7.9. The PIBs for casual and contractual personnel shall be charged against their respective lump-sum appropriations. and 3. or Negate the purposes for which the work or activity was conceived.2 Savings from released allotments for current operating expenditures provided that: All mandatory expenses as authorized by law have been paid. 1996. the amounts shall be charged against their respective corporate funds.2 For GOCCs and GFIs.1.9. the PIBs for personnel occupying regular positions shall be charged against the appropriations for the purpose in the annual GAA.50 x HR x Number of Hours of Overtime Services Rendered 3. 2004.3.3.8. the amounts shall be charged against their respective local government funds. It is a nonmonetary benefit provided to an employee in lieu of overtime pay. 3. subject to the work schedule adopted by the agencies concerned.8.7. 3.2 For GOCCs.9. Civil Service Commission and DBM Joint Circular No.4 Elective officials. GOCCs.2.9. 292 (Administrative Code of 1987).3. dated March 29.9.8.9.7.8.8.9.8. Hence.4.8.3 Rules and Regulations 3.1 For NGAs including SUCs. 103 (Directing the Continued Adoption of Austerity Measures in the Government) dated August 31.8. 3. and . 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. GFIs and LGUs.8. Department Assistant Secretaries.2. holidays and non-work days: Plus 50% of the hourly rate (0.9. 3. 10.50 x HR) Overtime Pay = 1.9.9.3 For LGUs. 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. 3.1 Incumbents of positions of chiefs of division and below under permanent. and contractual personnel whose employments are in the nature of regular employees.2.1 The amounts specifically appropriated for the purpose in agency budgets.4. overtime work could be avoided.8.9. Through adequate planning of work activities.9.7.9.2 Personnel who rendered overtime services shall be granted overtime pay by the hour which shall be based on his/her actual hourly rate derived as follows: Actual Hourly Rate (HR) = Actual Salary/Month ----------------------------(22 Days/Month) (8 Hours/Day) 3.4 Funding Source 3. 2.4.9. GOCCs.9. 3.1 Coverage 3. Those rendered on rest days. was issued to implement said provision. Such savings may be used without need for prior authority from the DBM. 3.

9.2 computation of service hours for entitlement to sick and vacation leave credits.3.9. work related to school graduation/registration where the additional work cannot be handled by existing personnel during regular work hours. the provision of essential public services during emergency situations. nor could the employees receive the monetary equivalents thereof.2 In cases of detail.9.4. retirement.2 The COCs cannot be converted to cash.9. The certificate should be issued at the end of each month.3.3 In cases of promotion. 3.3.9. 3. 3. the employees shall retain their accrued COCs.9. and other benefits received on regular bases.9. 3.9.9.3. any unutilized COCs are deemed forfeited.9. 3. seasonal work such as budget preparation and rendition of annual reports to meet scheduled deadlines.9.9.9.9.9. and 3.3. services rendered by drivers and other immediate staff of officials when required to keep the same working hours as their superiors.1 Those occupying positions whose equivalent ranks are higher than chiefs of division.9. work involving the preparation for and administration of government examinations. holidays or scheduled days off without the benefit of overtime pay.2.3.2 Elective officials. including the prompt correction and release of results thereof where existing personnel are not adequate to handle such work during regular work hours.3. or separation from the service.3.3 Military and uniformed personnel 3.3.5 The 1.2. 3.3 Guidelines 3.3.9.2. Agencies adopting alternative work schedules should . however.3.9.3. and step increment due to length of service.0 multiplier is used since overtime services during weekdays or scheduled work days are considered as mere extension of regular work hours.4. implementation of special programs/projects embodied in Presidential directives and authorizations with specific dates of completion. it is not part of the accumulated leave credits of the employee.5 Effect on Personnel Movement 3.1 The COCs cannot be used to offset undertime/s the employee during regular work days.3. water.2 The COC should be used as time-off within the year they are earned until the immediately succeeding year. 3. Hence.1 compliance with compensation rules relative to the entitlement to PERA.9.3. Commission on Audit. the unutilized COCs are deemed forfeited.9.9.9.9. Thereafter. and National Economic and Development Authority.9.3.9. reconstruction and other related work or services during calamities and disasters.2 Not Covered 3.9. and 3.3. hence.0 The 1.3.9.3.9.9.3. 3.3.9.3.2 For overtime services rendered on weekends. The COC is expressed in number of hours and computed as follows: 3. 3.3 The COCs shall be considered as official time for the following purposes: 3. COC in excess of the limit shall be forfeited.9.3.7 Availment of CTO 3.9.contractual personnel whose employments are in the nature of regular employees 3. Sundays. and security. holidays or scheduled days off: COC = Number of Hours of Overtime Services x 1. In no instance. DBM. Additional Compensation.4.3.3.1.9.9. such as power and energy.1 In cases of resignation.9. distribution and control of basic staples.3 Accrual and Use of COCs 3.3.9. 3. the COCs earned in one agency cannot be transferred to another agency.9.9.3. and/or those rendered on Saturdays.9.3. 3.1 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. an employee earns accrued number of hours worked. Office of the President. and such other activities as may be determined by the head of agency. medical and health services.2.4 Limitation on the Use of COCs 3.3. secondment or transfer to another agency.3.3 The COCs cannot be added to the regular leave credits of the employee.3.5. relief. 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. holidays or scheduled days off incur incidental expenses for transportation and meals.9.9. except when promoted to positions not qualified to receive overtime pay. legal services to facilitate the dissolution of cases/resolutions/ decisions.2 Computation of Compensatory Overtime Credit As a result of services rendered beyond regular work hours.5 multiplier is used since the employees who render overtime services on weekends.9.9.9. preparation of special/financial/ accountability reports required occasionally by central monitoring agencies like the Congress of the Philippines.9.3.2.9.5. 3.1 Employees may accrue not more than 40 hours of COC in a month. are noncommutative.9.7. year-end benefits.3.3. peace and order.9.9.3.9. 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.1 To ease tracking of COCs and simplify CTO availment process.9. These are collectively referred to as compensatory overtime credit (COC).3.5.9.9.3.1 For overtime services rendered on weekdays or scheduled work days: COC = Number of Hours of Overtime Services x 1. The certificate shall indicate the employee s number of hours of earned COC in a month.3. 3. shall the total COC exceed 120 hours at any given time.3. communication and transportation. The employees rendering overtime services are not expected to incur additional expenses. rehabilitation.2 Incumbents of positions of chiefs of division and below who are designated to positions higher than chiefs of division 3.3.9. the CTO may be availed of in blocks of 4 or 8 hours.

Annex C This certificate entitles Mr.9.9.9.9. in view of the Supreme Court ruling in the case.1 Per diems of the chairpersons.3. 3.1 Coverage 3.10.2 Per diems of the chairpersons and members of Board of Regents/Trustees of SUCs 3. for the purpose of the issuance of the COC Certificate.9.2. The guidelines on per diems are provided under Budget Circular (BC) No.2 Appointed chairpersons.9.9. 8292 (Higher Education Modernization Act of 1997).9.10.9.10.3.2 Chairpersons and members of the Board of Regents/Trustees of SUCs 3. vice chairpersons and members of collegial bodies shall be entitled to per diems at rates not exceeding the following: Chairpersons 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 Vice-Chairpersons/ Members 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 3.9.10.2.3. No.10.9.3.3. Civil Liberties Union vs.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 . vice chairpersons and members of collegial bodies who receive salaries and other compensation. as Amended by BC No.9.5 Members of local regulatory boards.3. 2005 ______. 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 Members Amount equivalent to 25% of the monthly RATA of the Vice. 3.9.9. or on staggered basis within the year.3.3. Department Undersecretaries and Department Assistant Secretaries occupying exofficio positions in governing boards.3.1. vice-chairpersons and members of collegial bodies in NGAs. vice chairpersons and members of collegial bodies 3.10. however.9. of Hours of Earned Date of CTO Used COC Remaining COC Remarks COCs/Beginning Balance Approved by: Claimed: Front 3.9.10. 2003-6.3. 1991.1 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. vice-chairpersons and members of collegial bodies who are paid honoraria pursuant to existing laws and implementing rules and regulations.9.3.3 The Administrative Officer concerned prepares a summary of overtime services rendered in a month.2 The employee may use the CTO continuously up to a maximum of 5 consecutive days per single availment. _______________________________ to _____________________ of Compensatory Overtime Credits. 3.make parallel adjustments in the availment blocks.1 Chairpersons.9. 3. and 3.10.9.10. The management shall accommodate.8.9.9.3.7. 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. 3.9.8.R. 3.10.9.9.3 The employee must first obtain approval from the agency head or authorized official regarding the schedule of availment of CTO.9.3. 3.2. specifying the number of hours of COC earned in a month. In the exigency of the service.3.10.3 Chief operating officers and other officials of government entities who are ex-officio members of their entities collegial bodies.8.8 Procedure The following procedure shall be observed in the rendition of overtime services and availment of CTO: 3.2 Not Covered 3. committees.9. Executive Secretary (G.10.3.3. 3.2. 3.1.9. tantamount to either a half or full day leave from work. 2003.5 The employee requests approval from the agency head or authorized official on the schedule of CTO. and computes the equivalent COC.8.2 The employee renders overtime services as stipulated in the office order.9. 3. councils and similar bodies.9. dated _____________./Ms. all applications for availment of CTO at the time requested by the employee.) Head of Office Date Issued: __________________ Valid Until: __________________ Certificate of COC Earned No. the schedule may be recalled and subsequently rescheduled within the year by the agency head or authorized official. (number of hrs.10 Per Diem Per diem is a compensation granted to a chairperson.4 The agency head or authorized official issues the Certificate of COC.1. GOCCs and GFIs.2.9. 3.1 Department Secretaries.10.7.9.3. commissions. 3.3 Rules and Regulations 3. dated September 29.9.8.4 Chairpersons.1 The chairpersons.8. dated February 22.3.2.3. vice chairperson or member of a collegial body created by law for attendance in collegial meetings with quorum.3.10.9.3. 3. and 3. 83896). to the extent practicable.3.6 The employee avails of the CTO.1 Consistent with the Revised Implementing Rules and Regulations of RA No.

2.2. dated March 11.000 P2.3 No other allowances on top of the per diem authorized under item 3. SUC-B = 4 regular and 2 special meetings. SUC-E = 8 regular and 2 special meetings CEILING PER BUDGET CIRCULAR NO.00 6 15. or assigned to agency or inter-agency special projects.10.500 SUC F IV 10.4 Higher per diem rates and/or other benefits. 3.4. and .2. SUC-C = 8 regular and 2 special meetings CEILING PER BUDGET CIRCULAR NO. resource persons.1.9. whether commutable or reimbursable.000.500 SUC .10.000 Note: Mr. the per diem shall be charged against their respective corporate funds.500. shall not be allowed unless specifically authorized by law or by the President. 3.3 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 3. and LGUs: 3. who are neither paid salaries nor per diems but compensated in the form of honoraria as provided by law.4 Those who are involved in science and technological activities who receive services beyond their regular work load. 3.00 6 13.11.3 Chairpersons and members of commissions.4.9.1 hereof shall be paid regardless of the funding source.9.9.10.C IV 12.9.9.2.9.10.000 SUC . _____ Level RATA of SUC Maximum Amount Maximum Number Maximum President Per Meeting of Paid Meetings Per Diems Per year (Regular Per Year and Special) (25% x a) (a) (b) (c) (b x c) =(d) SUC .4 Funding Source 3. 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.000 2.11.00 6 13. including those conducted by entitles for their officials and employees.3.750.9. Yanes shall be paid per diems for only four (4) regular meetings and two (2) special meetings in a year. SUC-B Level III.000 2. rules and regulations. Commission on Higher Education.9.00 6 15.1.3. Technical Education and Skills Development Authority. the per diem shall be charged against the appropriations for the purpose in the annual GAA or against their incomes.2 hereof. SUC-C Level IV Number of meetings in 2004: SUC-A = 6 regular and 2 special meetings.00 6 18. respectively.11.3. coordinators and facilitators in seminars. 3.250. 3.2 For SUCs.5 Board Secretaries who are already paid salaries for.3.9.11.4.10.2 Those who act as lecturers. RA No.500 SUC E III 9.10. SUC-D Level III.9. 3.2.11. GFIs.000 Note: Mr.9.9. the grant of honoraria is limited only to the government personnel enumerated under Section 42. Deficiencies in appropriations shall be charged against agency savings. General Provisions.10.9. 3.9.9.10. Illustrative examples on the computation of the per diem are shown in Annex D. _____ Level RATA of SUC Maximum Amount Maximum Number MaximumVice President Per Meeting of Paid Meetings Per DiemsPer Year (Regular Per Year and Special) (25% x a) (a) (b) (c) (b x c) = d SUC D II P9. 3.3. 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.00 6 16. 3.3. 3. in cash or in kind.1.11. In no case. 3.3. ANNEX D ILLUSTRATIVE EXAMPLE A Name of official: Mr. SUC-E Level IV Number of meetings in 2004: SUC-C = 6 regular and 2 special meetings.250.11 Honoraria Honoraria are token payments in recognition of incidental services rendered.000 P2.2 Agency personnel who are designated as members of agency committees.9. SUC-D = 4 regular and 2 special meetings. councils and other similar entities which are hereinafter referred to as collegial bodies including the personnel thereof. the per diem shall be charged against the appropriations for the purpose in the annual GAA. Amir Yanes Position: Chair of the Governing Boards of three (3) SUCs Name and level of SUCs: SUC-A Level II.3.9. 9206.10.1.2 Not Covered 3. 20021. Since FY 2003.2 Attendance in excess of the prescribed number of regular and special meetings shall no longer be compensated. GOCCs. among other functions.1 and 3. and 3. Arturo Ama Position: Member of the Governing Boards of three (3) SUCs Name and level of SUCs: SUC-C Level II.10. 3.500. Ama shall be paid per diems for only four (4) regular meetings and two (2) special meetingsin a year.000 2. training programs and other similar activities in training institutions.9. ILLUSTRATIVE EXAMPLE B Name of official: Mr.A II P10.3.11.1 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. 2002. the FY 2003 GAA. councils.10. boards.3 For GOCCs and GFIs. attendance in the meetings of the board shall not be entitled to per diem.B III 11.1 Coverage The grant of honoraria shall apply to the following personnel in all NGAs.11.9.9. boards. 3.10.000 3.1 Teaching personnel of the Department of Education. however.1 For NGAs.

11.11. 3. 2005. 3.4. A procurement project shall be considered successfully completed once the contract has been awarded to the winning bidder. training programs and other similar activities 3. GFIs and LGUs involved in procurement.11.4 Training Institutions refer to those agencies mandated by existing laws to conduct training programs 3. and the Implementing Rules and Regulations (IRR).R.1. 9184.11. councils. except when specifically provided by law. 3.4 Rules and Regulations 3. the amounts shall be charged against their respective local government funds.9.1 For NGAs including SUCs. No. These activities are considered part of the regular functions of agencies. 9184 (Government Procurement Reform Act).4. 2004.3 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 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 Personnel: 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.2 For GOCCs and GFIs. detailed.4.9. and to empower the participants to solve issues by bringing out quality of thinking and structuring the dynamic flow of discussions. 3. Part A.4 Agency personnel who are members of agency committees.9. the amounts shall be charged against their respective corporate funds.9.5.9. Limited source bidding.4. lecturers or resource persons in seminars.2 The payment of honoraria shall be limited to procurement that involves competitive bidding. 3. 3. 3.3.4.9. facilitators.11.1 Teaching personnel mentioned under item 3.2.9. boards.9. They shall not be allowed other benefits.2 Guidelines 3. handouts.11.2.3. 3.3.2 For lecturers and resource persons: Regardless of the regular positions of the lecturer/resource person. a procurement project refers to the entire project identified. 2004-5 dated March 23.11.11.3 Personnel granted honoraria by LGUs pursuant to the pertinent provisions of RA No.11.9.9. .11. to clarify issues and concerns and to interact with clients and/or implementors of agency mandates. training programs and other similar activities 3.11. members and personnel listed under item 3.9.1 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.11.2.11.1. superseded by BC No. 83896 dated February 22.9. 3. they shall continue to receive the same until the termination of their appointments. also form part of the related work of those assigned to perform said activities.12. 3.12.9.3 Government personnel who serve as coordinators. projectors.3 Definition of Terms 3.9. hence.11. scheduled and budgeted for in the Project Procurement Management Plan prepared by the agency.9.9.3 For LGUs. 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.11. multimedia equipment and other devices. 3. 3. In case their present honoraria are higher than the honoraria authorized herein. In accordance with Section 7 of the Implementing Rules and Regulations Part A (IRR-A) of RA No.9.12. 3.3.1 Coordinator any government personnel who directs. 2003.9.3 Lecturer/Resource Person any person who serves as lecturer/speaker in seminars.9.9. 3.7 GOCCs and GFIs exempted from the coverage of RA No.4.5 Funding Source 3. 2004-5A dated October 7.4.11.11. provide the guidelines on the grant of honoraria to said government personnel. RA No.9. the amounts for honoraria shall be charged against the appropriations for the purpose in the annual GAA. supervises and/or participates in the organization. training programs and similar activities by providing instructional materials such as charts.6 Department Secretaries.1 hereof may be paid honoraria in accordance with the formula in Chapters 6 and 7 of this Manual.11.12 Honoraria for Government Personnel Involved in Government Procurement Honoraria are granted to government personnel involved in government procurement pursuant to Section 15.9. Budget Circular (BC) No. 1991. for fully domestically-funded procurement projects.3. 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.9. coordination and conduct of seminars. he/she may be paid the hourly rate of a Professor VI position at SG-29 for actual lecture hours.9. which took effect on October 8.5. GOCCs.11.9.11. whether in cash or in kind.2 Facilitator any government personnel who extends technical assistance to facilitate the conduct of seminars.12.5.8 Honoraria shall not be paid to personnel outside of those covered herein except when specifically provided by law. training programs and similar activities conducted by their own agencies shall not be entitled to honoraria. including reasonable time for preparation of materials not exceeding 10 hours in all. 3. Competitive bidding activities are present only in: Open and competitive bidding. 3.1 Coverage Government personnel in NGAs including SUCs.9.4. described. 7160 (Local Government Code of 1991). 6758 and LGUs are encouraged to adopt the foregoing provisions on honoraria as far as practicable. Such services are in connection with their agencies objectives or obligations to disseminate instructions.5 The chairpersons.11.

2. 3. or when the project is undertaken by administration or in high security risk areas. subject to the same regulations.4 In case of deficiency in collections from the sources identified in item 3.5 To be entitled to honoraria.3. personnel should be duly assigned as chair or member of the BAC or the TWG by the head of the department/agency concerned.9.9. 3.12.3.3.13. 3.2. and Proceeds from bid/performance security forfeiture.3 Rules and Regulations .2. honoraria will not be paid when procurement is thru: Direct contracting.000 3.9. the payment of overtime services may be allowed for the administrative staff.12.2 Pursuant to the DOF-DBM-COA Permanent Committee Resolution No. all agencies are authorized to treat the collections from the sources identified in item 3. 2005-2 of June 2005. shall be paid only upon the successful completion of each procurement. the same shall form part of their corporate or local government funds.12. 8. 3. whereby the procuring entity directly negotiates with previous supplier.9. the amount of honoraria and overtime pay shall be adjusted proportionately for all those entitled thereto.12. 3.4 The average amount of honoraria per month over one year shall not exceed 25% of the basic monthly salary. 3.2 (d) thereof.3 Funding Source 3.12.9. for procurement activities rendered in excess of official working hours.9. or are on call 24 hours a day such as the military personnel of the Armed Forces of the Philippines.12. subject to existing policy on the matter. Thepayment of overtime services may be allowed.2.12.13. Liquidated damages. 3.9.12.9. 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. 3.9.7 Heads of government entities are prohibited from paying honoraria to personnel involved in procurement activities outside of those covered herein. Conversely.9. through the Armed Forces of the Philippines.9. 3. Fees from contractor/supplier registry.2.3. such as clerks.1 hereof as trust receipts to be used exclusively for the payment of honoraria and overtime pay. contractor or consultant.3 The total amount of honoraria and overtime pay to be paid for procurement-related activities shall not exceed the said collections.2.12. 3. whether permanent.2 Not Covered 3. Fees charged for copies of minutes of bid openings. Any excess in the amount collected shall be remitted by NGAs to the Bureau of the Treasury.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.1 Public Health Workers (PHWs).9.9. however. where there has been failure of bidding for the second time. 3.2. whose regular schedule of work fall partly or wholly between 6:00 PM and 6:00 AM of the following day 3.9. and Philippine Coast Guard under the Department of Transportation and Communications 3. 3.000 BAC Members 2.1 Coverage All government employees regardless of status of employment. messengers and drivers supporting the BAC.12.12. whereby the procuring entity shall draw up a list of at least (3) suppliers or contractors who will be invited to submit bids.9. Shopping. and 3.500 TWG Chair and Members 2. temporary and contractual. the TWG and the Secretariat. casual. s. Protest fees.2. in whatever capacity.9 In lieu of honoraria. and Negotiated procurement under Section 53 (c) to (g) of the IRR-A. uniformed personnel under the Department of the Interior and Local Government.2 (b) thereof.9. Negotiated procurement under Section 53 (b) of the IRR-A following the procedures under Section 54.2.13 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.12.3.9.13.8 By reason of jurisprudence.12. In the case of GOCCs and LGUs.2 Government personnel whose schedules of office hours or work shifts fall between 6:00 AM to 6:00 PM.3.1 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. 1995. Repeat order. 3.9.9.12.2.13. respectively.12.1.9. BAC resolutions and other BAC documents.9. and Negotiated procurement under Section 53 (b) of the IRR-A following the procedures under Section 54.13.10 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.3 The honoraria of each person shall not exceed the rates indicated below per completed procurement project: Maximum Honorarium Rate Per Procurement Project BAC Chair P 3. The payment of overtime services shall be in accordance with the existing policy on the matter.2.Negotiated procurement under Section 53 (a) of the IRR-A. 3. The members of the BAC Secretariat whose positions are in the Procurement Unit of the agency shall not be entitled to honoraria.12.3 Government personnel whose services are required. shall not be entitled to honoraria.9.13. The honoraria. a Department Undersecretary or Department Assistant Secretary who concurrently serves in the BAC.2.9. in case of infrastructure projects. Its grant was standardized and rationalized pursuant to Budgt Circular No.

3.6 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 format attached as Annex A.3 Those who work part-time shall receive half of the amounts received by full-time personnel in the same situation.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.9.1 Coverage All government personnel in NGAs. the amounts shall be charged against local government funds.3. and who are actually assigned to and performing their duties and responsibilities in strife torn or embattled areas 3.14.1 For NGAs including SUCs.13.14.9.2.1 The personnel were actually assigned to. 3. 3.9.20 x HR x Number of Hours Rendered 3.9.13.9.14. subject to items 3. the amounts shall be charged against their respective corporate operating budgets. 3.14. the excess hours shall be compensated through overtime pay.1 and 3. Such entitlement to HDP may be renewed as deemed necessary by the head of agency.13.9. whether appointive or elective. under permanent or temporary status. but in no case they shall exceed 3 months. engineers.9.5 Payment of night-shift differential pay may be authorized by the Head of Office without the need of prior approval from the DBM.3. public health workers. GFIs. strife torn or embattled areas for the following periods in a month: Period of Assignment Monthly in Work Days Rate 1 to 7 days P 400 8 to 14 days 500 15 or more days 600 3. GOCCs.4 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.4. scientists.14. and on official travel outside of their official stations. on detail with another agency which work areas are not strife-torn or embattled.14.2 For GOCCs and GFIs.3 For LGUs.2. and LGUs.3. such as the military and uniformed personnel.3. General Provisions of Republic Act No.9.9.3.4.14.3.3.13.3.4 To qualify for the night-shift differential pay.3. 3. 3. and performing duties in.9. 3. 3.9.1 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 = 1.3 Those who are not actually assigned to nor performing their duties and responsibilities in strife-torn or embattled areas 3.9.1 For NGAs.9.3 Rules and Regulations 3. including SUCs.4 Funding Source 3. 3.14. such as teachers.9.9. provided all authorized mandatory expenses shall have been paid first. Deficiencies in appropriations shall be charged against agency savings.14 Hazard Duty Pay The hazard duty pay (HDP) authorized under Section 54.14.13.9.14.9. strife-torn or embattled areas.2 above. provided that such official work hours are observed for a period of at least 10 work days. and 3. or through compensatory time-off.9. the amounts shall be charged against the appropriations for the purpose. 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.13. including SUCs.2 When the schedule of work hours fall partly within 6:00 PM to 6:00 AM. on attendance in training courses/ scholarship grants/seminars/similar activities.9. 3.1. the night-shift differential pay shall be paid only for the hours within 6:00 PM to 6:00 AM of the following day.1.13.14. and performing their duties and responsibilities in.1. 3.2 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.14. on full-time or part-time basis.1 Heads of government agencies may grant HDP to their personnel at the following rates without the need for approval by the DBM.1.9.9.4 Funding Source 3.9.14.9.9. 3.14.9.13. personnel with casual and contractual appointments whose salaries/wages are charged to the budgetary allocation for personal services.2. 3.2 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.13. 3.3. provided that the following conditions are met: 3. researchers and science and technology personnel.3. on terminal leave.2 Not Covered 3.9.3.4. 9336 (FY 2005 General Appropriations Act) is a compensation premium granted to each official and employee actually assigned to.9.14. . on summer vacation.9.3.5 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.3.14.4. sick or study leave with or without pay.2 Those hired through contract of service or job order basis. 3.1 Those entitled to HDP or other similar allowances under existing laws. the amounts shall be charged against available savings from released allotments for current operating expenditures without need for prior authority from the DBM. on maternity leave.3.14.14. unless payment thereof is suspended by order of the President. 3.

and 3.9.16.16. on terminal leave.9. 7160 (Local Government Code of 1991).1.9. launches.16.1 Coverage . 3. the amounts shall be charged against the appropriations for the purpose in the annual GAA.15.9.1 For NGAs including SUCs.15.9.17 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. 3. or on official travel are not entitled to the subsistence allowance. 3.3. or as presently enjoyed by them based on their respective authorizations.3 For LGUs.15.16.16.2 For GOCCs and GFIs.3 For LGUs.1. or on official travel are not entitled to subsistence allowance for the duration thereof.2.9. provides the guidelines on free quarters for certain government officials to implement the pertinent general provision of the annual GAA.9.17.2. the same is inadequate. who take their meals on the mess when aboard said vessels.15.2.2. with or without pay.1.15. 3.9.15. 7305 (Magna Carta of Public Health Workers).9.16.16.1.9.2.2 When there is no mess hall or whenever available.3 The laundry allowance for officials or employees serving in penal institutions or other similar institutions.2 For GOCCs and GFIs.1. the amounts shall be charged against their respective corporate operating budgets. regardless of the actual work rendered. shall be P30 per day per employee.2 PHWs are eligible to receive full subsistence allowance as long as they render actual duties. and subject further to the enactment of the appropriate Sanggunian ordinances.14.9.9.9.3 Officials and employees who are required to render services within penal institutions. and crew of government vessels.9. on sick or vacation leave with or without pay. 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.9. military installations and other similar institutions.15.2 Marine officers. RA No.15.9. the amounts shall be charged against their respective local government funds.2.16.16. 3. The grant thereof is pursuant to Section 69. 3.9.4.14.1.9. but not exceeding P50 per day pursuant to the revised Implementing Rules and Regulations (IRR) of RA No.9. the amounts shall be charged against savings from their respective DBM-approved corporate operating budgets.2.9.1.1.9.9.1 Public Health Workers (PHWs) 3. provided that the additional requirement shall be taken from agency savings and no additional amount shall be released by the DBM. subject to the personal services limitation under Section 325 (a).4 Lightkeepers and other employees in light stations who are authorized by the head of agency to receive subsistence allowance.14 Subsistence Allowance Subsistence Allowance is allowance for meal or sustenance of government personnel who.1. 3. and 3.3 For LGUs.9. or attending training course/scholarship grant/ seminar.15.5 Laborers temporarily fielded to isolated or unsettled areas 3. 3.3.2.9. 3.2 For GOCCs and GFIs.1. 3.2 For Other Personnel 3.15. Book VI of Executive Order No. 3. 3. the amounts shall be charged against their respective local government funds.1. Chapter 7.1 Rules and Regulations 3.15.15.2.1 For NGAs including SUCs. 3. the amounts shall be charged against the appropriations for the purpose in the annual GAA.2. 3.9.2 Rules and Regulations 3.1 The rate for subsistence allowance as provided under the GAA.9. 3.3 Higher rates for subsistence allowance for PHWs may be granted.16 Laundry Allowance The Laundry Allowance is intended to defray the laundry cost incurred for uniforms of specific government personnel pursuant to Section 67.2. launches or motorboats. 292 (Administrative Code of 1987).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. 3. Book VI of Executive Order No. the amounts shall be charged against their respective corporate operating budgets.1. provided that the additional requirement shall be taken from savings and no additional amount shall be released by the DBM.15.15.9. 3.1 Coverage 3.15.15. engineers. 3. dated November 11.2 Funding Source 3. National Budget Circular No.3.2 PHWs may be granted higher rates of laundry allowance not exceeding P150 per month. pursuant to the Revised Implementing Rules and Regulations of RA No. Those on vacation/sick leave. 7305. or the equivalent may be used to furnish them with the usual rations. and motorboats. the subsistence allowance may be commuted. 292 (Administrative Code of 1987).1 Public Health Workers (PHWs) as defined under RA No.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. by the nature of their duties and responsibilities. who are required to wear uniforms during the performance of their duties and responsibilities shall be at rates as provided under their respective authorizations. 3. or reassigned to another organizational unit or special project of the same agency.15.2. or on fulltime or part-time detail with another agency.3 Funding Source 3.9.2.15.15. on special privilege leave.9.4 Personnel who are on maternity/ paternity leave. 3. water and electricity for basic needs.3.2. 3.1. Chapter 7. have to make their services available in their places of work even during mealtimes.9. 456.1 For PHWs 3.1. 1996.9.9.1.2. or any other similar activity.1 The laundry allowance for PHWs shall be P125 per month as provided in the annual GAA. the amounts shall be charged against their respective local government funds. 3.2. 7305.9.9.4. 3. maternity/paternity leave.9.15.

and the rental payment shall be paid to the latter and not commuted in favor of the official concerned.9.9. 1.Government officials and their equivalents under the following categories. the amounts shall be charged against their respective corporate operating budgets.9.9. 3. 7305.9.9.20 Anniversary Bonus The Anniversary Bonus (AB) is a financial incentive authorized under Administrative Order No.1 For NGAs. free quarters may be provided for the Chief of Hospital.17.9.1.3.2 Funding Source Savings in agency appropriations/budgets 3. and 3.9.3 Rules and Regulations 3. 7305. 1996. because of unavailable circumstances are forced to stay in hospitals.2.4 The guidelines for free quarters for certain LGU elected officials are provided in Chapter 9 of this Manual.3 Those who are expressly authorized free quarters under existing laws.1.1 Guidelines 3. 3. 3.1 Public Health Workers who are entitled free quarters under RA No.9. all PHWs who are on tour of duty and those who.000 2.17.500 Highly Urbanized Cities/ Capital Centers 2.9. 3. provided that the difference between the rental cost and the amount authorized therefor shall be paid by the former. 1989 but not to exceed the rates prescribed below: Category Area/Locality A B Special Cities (Manila/ Quezon City P3. as certified by the local electric and water utilities offices/providers in the particular areas. Rule XV. RA No.17.9.9.2 Where there is not enough space to be used as quarters. rules and regulations.9.2.2 Not Covered 3.18 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.17. 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.3.17.4 Those who are stationed abroad. Philippine Coast Guard under the Department of Transportation and Communications.9.19.19 Special Counsel Allowance The Special Counsel Allowance authorized under the pertinent general provision in the annual GAA is granted to lawyer personnel.18.2. water and electric bills. said free quarters privilege shall be forfeited and concerned officials shall instead be allowed reimbursement of light and water bills. pertaining to their personal basic consumption and not of the entire household. 3.2.17.000 3.1.1.3.3.9.18. 3. but not exceeding P3. 3. 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.1 The rental contract shall be entered into by and between the agency concerned and the owner of the dwelling unit. bureaus or offices of the national government to appear in court as special counsel in collaboration with the Solicitor General or prosecutors concerned. 3.9.2.7. 3.1 Pursuant to item 7.2 Pursuant to DBM Circular Letter No.17.17.9.17. Chief of Clinics.000 P2. dated September 30.2. sanitaria or health infirmary premises.4. 263 dated March 28.17.2 For GOCCs and GFIs. 2000-17. 3.17. 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 Category Department Regional Directors A Department Assistant Regional Directors A Bureau Regional Directors B Assistant Bureau Regional Directors B 3. 3.000 per month.1 Heads of agencies may provide free quarters within their office premises to their officials without the need for approval by the DBM.17. 3.17. at rates not exceeding the minimum charges for water and electricity prevailing in the locality for residential users.3.9. rules and regulations. DENR and Department of Public Works and Highways Circular No.9. 3.3 Those who desire more expensive/ extensive quarters other than those provided by their agencies or by the authorized maximum rental rate.18.9.9. shall be entitled to free living quarters within hospitals.17. 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. 3.2.000 Others 2.500 2.4 Funding Source 3.4. 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.17.3.2 The above rates shall be inclusive of the amounts for telephone. to .2. sanitaria or health infirmary premises.3 In case the above-mentioned hospital officials own houses within the locality or in close proximity to the hospital.9.9.2 Military personnel under the Armed Forces of the Philippines and uniformed personnel of the Department of the Interior and Local Government. 2000.19. the amounts shall be charged against the released allotments for maintenance and other operating expenses. 3. Revised Implementing Rules and Regulations.9. 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. 3.18.1 Rate of Special Counsel Allowance The Special Counsel Allowance is granted at P500 for each court appearance. dated September 19.

3. PSLMC Resolution No.3.3.9. commissions and similar bodies of the national government.000 per personnel.3.2 For GOCCs and GFIs.20. s. 02. s.1 Coverage 3.4 Government entities shall refer to departments.20. notwithstanding the fact that it had since been organizationally integrated with a department or office. 3. 3. whether or not covered by RA No. student laborers.2. 3. and others similarly situated 3.20.7 The counting of the milestone years of merged agencies shall start from the date they were merged. or.9.4. 3. provided that he/she has rendered at least 1 year of service in the same agency as of the date of the milestone year.20.3./GFIs.5 A frontline bureau or entity created as such under a distinct law.9 The AB shall be granted only during milestone years and shall be received by the employee only once every 5 years.21.9.20.9.9. may be considered as organic personnel of the mother department/ department level entity. 3. provided that its original primary functions have not substantially changed.11 The foregoing rules and regulations shall also apply to LGUs as far as applicable.4 Funding Source 3.3 Rules and Regulations 3. 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.9.9. 3. LGUs. in addition to the rules and regulations in Chapter 9 of this Manual.1 The AB shall be paid at P3.8 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. provided that all authorized mandatory expenses shall have been paid first.20. deemed as an institution in its own right shall be considered a distinct and separate agency for purposes of the grant of AB. 3. elective or appointive. s. regardless of transfer from one government entity to another. laborers of contracted projects ( pakyaw ).20.9.9.9. 04. It excludes such other items that are negotiable.3. 2) duration of .1.1. 2003. which were granted pursuant to PSLMC Resolution No.2. temporary or casual status.9.9. 02.21 Collective Negotiation Agreement (CNA) Incentive The CNA Incentive is a cash incentive in whatever form provided for in CNAs and supplements thereto.9. 3.9.9.4. 02. 3.3.4.3. in fulfillment of the commitments in the CNAs or supplements thereto.3. 3.1.20. th 3.21.9.9. 2006. 3.9. 3. under permanent.1 For NGAs including SUCs.9.20. the amounts shall be charged against their respective corporate operating budgets.21. Rule XII.20.3. experts.3.20. 3.2 In case of insufficiency of funds. They do not fall under the following categories: 3. SUCs. including 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 3.1 Rank-and-file employees who are members of employees organizations accredited by the Civil Service Commission (CSC) in NGAs.2 Those who are no longer in the service in the same government entity as of the date of the milestone year.1 Those who perform managerial functions. 2002 and PSLMC Resolution No. a lesser but uniform amount of AB may be paid to the personnel entitled thereto.2 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.20. the counting of milestone years shall start from the date the functions were substantially changed.20. 3.9.20. those paid on piecework bases.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. the amounts shall be solely charged against savings from released allotments for current operating expenses. or the rationalized cash incentive granted on or after the effectivity of Budget Circular No. and GOCCs.2.20. listed under Section 2.1. 6758 (Compensation and Position Classification Act of 1989). offices.21. the amounts shall be charged against their respective local government funds. apprentices.20. Otherwise. 3. 04.20.20. 2006-1 dated February 1.3.9.3 A milestone year refers to the 15 anniversary and to every 5th year thereafter. for purposes of the grant of the AB. mail contractors. and 3.9.3 Those Consultants. 2003.2 Not Covered 3.9.1 Coverage All government personnel whether employed on full-time or part-time bases. s.20.9.1.20.1 Those absent without leave as of the date of the milestone year for which the AB is being paid. 2002 or PSLMC Resolution No. s.9. thus. including GOCCs and GFIs.20.6 The counting of milestone years shall start from the year the government entity was created regardless of whether it was subsequently renamed or reorganized. bureaus. in cash or in kind.3 For LGUs. 2004. 3.9. to the government employees concerned who have contributed either in productivity or cost savings in an agency. and non-negotiable concerns specified in PSLMC Resolution No.be granted to government employees on the occasion of their agencies milestone years.

8441. and 3.21.21.2. provided they are assessed and have paid the corresponding agency fees pursuant to PSLMC Resolution No.9. s. s. or under the CSCapproved Program on Awards and Incentives for Service Excellence (PRAISE) established under CSC Memorandum (MC) No.2. at rates depending on the savings generated after the signing and ratification of the CNA. Rule I. 2002. and PSLMC Resolution No. relocation allowance. 3. s.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. 02. PSLMC Resolution No.21. s. 02.2 Existing cash incentives in the CNAs which are already provided under existing laws.2. or the period for which an agency or office was created.2.9. Approving and Adopting the Amended Rules and Regulations Governing the Exercise of the Right of Government Employees to Organize. 02.21.3 Procedural Guidelines 3. 2002. and PSLMC Resolution No.2.6.21.1. etc..21.4 The form of the CNA Incentive shall be simplified and rationalized as follows: 3. 3. bonuses other than the year-end benefit authorized under RA No. shall be consolidated into a single cash incentive.21.9.2.9.4.4. 3.4 May be higher for employees in offices or organizational units which contributed more in cost savings. SONA bonus.21.2.21. 2001. 3. 2002).21. s.9.3. which were granted in strict compliance with said PSLMC Resolutions.2.1. 04. s. as this gives the CAN 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. or a combination thereof.9. shall not be part of the CNA Incentive to preclude double compensation which is prohibited under the Constitution. Definition of Terms.9.2 and 3.4.21. productivity. 02. 384 SCRA 548. and shall be referred to and collectively paid as the CAN Incentive.9. Commission on Audit. and as updated.3.21. or signed and ratified by a majority of the general membership on or after the effectivity of PSLMC Resolution No. 3.2 The grant of the CNA Incentive may be extended to employees under items 3.2. 02.1. profitability.21.9.9.1 Shall not be pre-determined in the CNAs or in the supplements thereto since it is dependent on savings generated from cost cutting measures and systems improvement.9. 3.5 The grant of the CNA Incentive in whatever form of cash benefit pursuant to CNAs and supplements thereto. inflation allowance.9.1.7 The CNA Incentive for the year shall be paid as a one-time benefit after the end of the year.1. 2 3.9. such as staple food allowance. as amended by RA No.21. PSLMC Resolution No.3 hereof who contributed to agency productivity and implementation of cost-cutting measures identified in the CNAs or supplements thereto.9. 2004. 1 or 3.21.3 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 1 Section 1. are thus confirmed as valid CNA Incentives.6. all CNAs and supplements thereto shall only provide for the CNA Incentive as the cashincentive.2.2.1 The guidelines/criteria to be followed in the grant of the CNA Incentive.1. 1993. s. Definition of Terms. in line with the equal protection clause of the 1987 Constitution. as the case may be.21.9.1 The CNA Incentive in the form of cash may be granted to employees covered by the grant of the CNA Incentives.9. 2003. 01. and shall arrive at a consensus on the following items: 3. and as payments thereof are subject to separate authority and pertinent conditions. 01. 3. admi-nistrative orders.the project. 3. s. misgivings of betrayal of personal trust or confidential matters of state. 2006-1. grocery allowance. 2003.2.9. and also from improvement of productivity and income in GOCCs and GFIs.21. 6686.21. 04. if provided for in the CNAs or in the supplements thereto.6 The amount/rate of the individual CNA Incentive: 3.1.9.2 Shall not be given upon signing and ratification of the CNAs or supplements thereto.9.1 All existing cash incentives in the CNAs in the form of allowances and benefits. 2004.21. . Rule I. s.6. provided that the planned programs/activities/projects have been implemented and completed in accordance with the performance targets for the year. 2004. or with Presidential approval.21.2. 3.3 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.21.3 May vary every year during the term of the CNA. s.3 Starting from the effectivity of BC No.2 Policy Guidelines 3. and before the effectivity of the Circular.9. rice subsidy. 1. 2002. 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. July 11. 2 Section 1.2. 3.6. which were signed and ratified on or after the effectivity of PSLMC Resolution No. 3.9.

21.21. 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.21. s.2 National government agencies may use any free portion of their respective cash allocation for payment of the CNA Incentive or. 2003: a) Corporate Operating Budget refers to the budget of a government.1.4.21. d) Operating loss refers to the excess of actual operating expenses over actual operating income/ revenue.1. terminal leave benefits. 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. 02.21.1 The CNA Incentive shall be sourced solelyfrom savings from released Maintenance and Other Operating Expenses (MOOE) allotments for the year under review. and local government units concerned.9. s. 2003. 2002.21.4 Funding Source 3. losses from foreign exchange and similar expenses.21.9. purchase of equipment critical to the operations and productivity improvement programs 3 3. 02. The following are the definitions of the terms aforestated. and c) For income generating GOCCs/GFIs. proceeds from the sale of scrap and/or obsolete equipment. s. if necessary.4.2 of this Circular. 2 or for GOCCs and GFIs.21.21. 02. Annex A Illustration GOCC A. 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.9. old-age pension of veterans and other personnel benefits authorized by law and in special and general provisions of the annual General Appropriations Act. This resolution shall serve as basis for accounting and auditing purposes. 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.4 The basic rule that augmentation can be done only if there is deficiency in specific expenditure items. which sale is not the main function of the corporation.9. 02. Such agreements shall be incorporated in a written resolution to be signed by the representatives of both parties and noted by the agency head.9. Augmentation shall be limited to the actual amount of deficiencies incurred. PSLMC Resolution No.9.3 The apportioned amounts of such savings shall cover the following items: Fifty percent (50%) for CNA Incentive Thirty percent (30%) for improvement of working conditions and other programs and/or to be added as part of the CAN Incentive. 3 Section 6 c). may grant the CNA Incentive as illustrated below and in Annex A of PSLMC Resolution No.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 Section 5.1 Such savings were generated out of the costcutting measures identified in the CNAs and supplements thereto. 3.1.4.2 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.21.3 GOCCs/GFIs and LGUs may pay the CAN Incentive from savings in their respective approved corporate operating budgets or local government budgets.21. 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. s.21. 3. For GOCCs/GFIs.9. s. pursuant to Section 2.1.3. PSLMC Resolution No.4.4. as well as other MOOE items found to be deficient.4 NGAs shall submit to DBM a report on the utilization of savings for the payment of the CNA Incentive.owned and/or controlled corporation/ government financial institution consisting of estimates of revenues. This excludes revenues not recurring in nature. and 3. b) Actual operating income refers to gross income/ revenues generated from the exercise of the corporation s regular functions as mandated by law.1. which by the nature of their functions consistently incur operating losses. 3. expenditures and borrowings. 3. 1993.21. 3.9. materials and/or real estate assets. should be strictly observed. still valid for obligation during the year of payment of the CNA. PSLMC Resolution No.3 Such savings shall be net of the priorities in the use thereof such as augmentation of amounts set aside for compensation. and which were the results of the joint efforts of labor and management. as the case may be. This excludes non-cash items like allowance for bad debts. the current year s operating loss should have been minimized or reduced compared to or at most equal that of prior year s level. The computation of savings for the CNA Incentive in GOCCs and GFIs is illustrated in Annex A.2 Such savings shall be reckoned from the date of signing of the CNA and supplements thereto. 3.1.3. which meets the conditions in item 6.9. bonus. 7656 dated November 9.9. c) Actual operating expenses refer to all expenses incurred by the corporation in the conduct of its regular functions. subject to the following conditions: 3. 3. PSLMC Resolution No. pursuant to Section 4. conditions.9.1. the twenty percent (20%) is to be retained and to be used for the operations of the agency to include among others. 3.4.9. 2003: .4. such as interest income.9.4. may request the release of cash allocation from the Department of Budget and Management (DBM).3.4 The individual amount of the CNA Incentive to be granted to the employees concerned based on the established guidelines/ criteria.2 The Employees Organization . retirement gratuity.3. state universities and colleges. depreciation/depletion expense. 04.3.

000 Notes: * Including payment of the CNA Incentive in the amount of P10 Million. provided that certification or affidavit of loss shall not be considered as appropriate replacement for the required bills and receipts.2. lunch (10%) and incidental expenses (20%) 3. 10% for lunch. Revenues: Operating income 150.000 a/ 116.000 IV.3 In case the local travel occurred only in one (1) day.000 Total income 160.000 * MOOE 40.000) a/ (100. Net Profit After Income Tax 26.9.1 Coverage Government personnel.2.1 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) 3.000 40. 3.g.000 Others 5. dated August 14.5 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. meals (30%) and incidental expenses (20%) Arrival after 12 80% Hotel/lodging (50%). Non-Operating Expenses 10.22.000 II.22 Travel Expenses Travel Expenses constitute the amounts authorized under Executive Order (EO) No.000 3.000 30.2. 1995 and EO No.000 Total 20.4 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.000 150. 248. as amended by EO No.22. 292. an employee arriving at the place of destination at 10:00 AM and leaves at 4:00 PM.a) and 6. 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) 20.22. Expenses: Operating Expenses Personal Services 30.9.000 Sub-total.000 Dividend Payable to the National Government (50%) 13.b) Particulars (In Thousand Pesos) Per Approved COB (Projection) As Audited (Actual) Variance Operating income 150.2.000 Non-Operating Expenses: Non-Cash Expenses 5.9. both from the national and local governments 3. broken down as follows: 10% for breakfast.000 ** Equipment Outlay 30.000 50. they shall be allowed only the reimbursement of actual fares at the .000 b/ Net Operating Income 30. Book VI of Executive Order No. If they commute daily from the places of assignments to the places of residences or permanent official stations.000 Compliance with item 6..000 Thirty percent (30%) for improvement of working 6.000 Total Expenses 126. meals and incidental travel expenses excluding transportation expenses going to and from the destination. or from the city or municipality wherein their permanent official stations are located in the case of those outside the Metropolitan Manila Area.22.000 0 Less: Operating Expenses (120. Net Profit Before Income Tax 34.9.2 Rules and Regulations for Local Travel Hereunder are the rules and regulations relative to local travels approved by the authorities concerned: 3. dated May 29.000 Non-operating income 10. he/she shall be entitled only to 40% of the per day rate of P800 or P320. duly supported by bills or invoices with official receipts of expenses incurred.22.000 Fifty percent (50%) CNA Incentive 10. to cover hotel/lodging rate.000 conditions and/or to be added as part of the CNA Incentive Twenty percent (20%) to be retained by the GOCC/GFI 4.2.2. 248-A. shall be allowed only upon presentation of proofs. 2004. as recommended by the Travel Rates Committee created under Section 72.2. that they stayed in their places of assignment for the whole duration of their official travels. 298. e.000 Sub-total. 3.9.22.9. dated March 23.000) a/ 20. Income Tax 8.2. 3.000 V. the Administrative Code of 1987.000 46.000 III.22.000 20. Operating Expenses 100.c) (In Thousand Pesos) I. dinner noon (10%) and incidental expenses (20%) Departure before 12 noon 30% Breakfast (10%) and incidental expenses (20%) Departure after 12 noon and later 40% Breakfast (10%).Compliance with item 6. 1995. and 20% for incidental expenses.9.9.2 Entitlement to travel expenses shall start only upon arrival at the place of destination and shall cease upon departure therefrom at the following percentages: Particulars Percentage To cover Arrival not later than 12 noon 100% Hotel/lodging (50%).

2 The monetization of leave credits shall be computed by using the same formulae for the computation of the TLB. depending on the needs of the service.9. a day is equal to 0.2 Funding Source 3.0478087 month/day The CF was derived as follows: Given: 365 = Days in a regular year 104 = Saturdays and Sundays in a regular year 10 = Legal holidays (per EO No. which shall be of the restricted economy class. the daily wage rate for casual personnel and those of similar nature shall be derived based on the following formulae: Authorized Monthly Salary for the Position Daily Wage Rate = ------------------------------------------------22 days .23.9.2 For GOCCs and GFIs. The equivalent number of days in a month for the purpose of computation of TLB is 20.9.2.1 Guidelines 3. 3.23.1.9.10. under the following authorized purposes/categories.9. 1999.2.9. 3.2.22. Deficiencies in appropriations shall be charged against agency savings. 3. 3.6 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. the amounts shall be charges against their respective appropriations for traveling expenses.2 For NGAs including SUCs. The total actual fare and cost of meals and incidental expenses shall in no case exceed P400 per day per personnel.0478087 month Number of days = 20. as the case may be.1 For NGAs including SUCs. 3. 14.14. including skilled.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.14.14. prescribes the guidelines relative to the computation of the TLB and MLC in accordance with Memorandum Circular (MC) No. 2002-1 dated January 14.14. Department Secretaries and their equivalents.3 For LGUs.1 For the TLB 3. 3.23. 3. 6758. unless otherwise authorized by the President of the Philippines.2.10 Compensation for Casual Personnel and Those of Same Nature Casuals.2. the amounts shall be charged against their respective local government funds.9. they shall be allowed official transportation. However.x 1 month 0.23.1 Pursuant to Section 40.2 For the MLC Funds for the MLC shall be charged solely from savings of government entities.2.14.9. RA No. 3. 292) 12 months/year CF = -------------------------[3 65 (104 + 10)] days/year 12 months CF = -------------------------251 days CF = . Budget Circular No.4 For LGUs. 3.1. 3. semiskilled and unskilled laborers refer to those hired for short durations only.1. 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.14.0478087 month/day Conversely.91667 days 3. s. without actually going on leave.1.3 For GOCCs and GFIs.2.2.9. compulsory retirees shall be given priority over optional retirees in the use of the built in appropriations in cases where claimants simultaneously request for fund releases.9.9.9.23.4 Entitlement to DSA shall start only upon arrival at the place of destination and shall cease upon departure there from at the same percentages indicated in item 3. CSC MC No.23.22. the TLBs shall be charged against their respective local government funds.2 On the Funding Source 3. 3.5 In case the officials or employees authorized to travel are not provided with transportation by the host country or sponsoring organization. 3.2. 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.1. the TLBs shall be charged against their respective corporate operating budgets.9.9. 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 0.3 The DSA shall be apportioned in the same manner as the travel expenses for local travel.1. 3.9.9. issued by the Civil Service Commission (CSC).9. 2002.9.14. 3.1.2. 14.9.1.14.prevailing rates of the authorized mode of transportation from the permanent official stations to the destinations or places of work and back.14.1.9. and reasonable costs for meals. 3.91667 derived as follows: Number of days = 1 day --------------.23.1.1.3 Rules and Regulations for Foreign Travel Hereunder are the rules and regulations relative to foreign travels approved by the President. the amounts shall be charged against their respective corporate operating budgets.23.1 In accordance with Section 7.1 Rules and Regulations 3.10. the TLBs for compulsory retirees shall be charged against the appropriations for the purpose in the annual GAA.9. temporary and emergency employees.0478087 month. 3.23.

vacation and sick leaves and the monetization thereof.620 October 23 231 5.1. 99-7 dated December 29. Sundays and regular holidays falling on weekdays unless casual employees worked on these days.1 The desired expertise is not available among the regular staff. health insurance premiums.6 Casual personnel and those of similar nature shall be entitled to allowances received by regular personnel.2 Contractual personnel shall be entitled to allowances received by regular personnel. other functions of the agency will be unduly prejudiced.3 No wages shall be paid on rest days such as Saturdays.10.3. a casual employee.1 Contractual personnel shall be paid salaries of equivalent permanent positions as determined by the DBM. vacation and sick leaves and the monetization thereof.2.11.6. His aggregate monthly wages are as follows: Months (1) Number of Work Days (2) Daily Wage Rate = P5. and payment of terminal leave benefits.1. membership in the PAGIBIG Fund. and in no case shall the contracts extend beyond the fiscal year they were approved.1.1 Not Covered 3.082 22 days (3) Aggregate Wage For the Month* (2) x (3) = (4) (4) January 22 P231 P5.1 The hiring of contractual personnel shall be allowed under the following conditions: 3. employees compensation insurance. provides the guidelines governing contractual personnel.2.11.2. 442.1 Student laborers. Dante dela Cruz. 3.313 * Based on the assumption that the number of work days is equal to days actually worked 3.11.10.11.1.5 Work performed on special work holidays are tantamount to work performed on ordinary work days.1.11. Annex E SAMPLE COMPUTATION OF DAILY WAGE Mr. laborers of contracted projects ( pakyaw ). Annex E shows a sample computation.2. health insurance. 3. including membership in the GSIS.6.2 Those whose positions are not classified/approved by the DBM and the CSC 3. allowances and other personnel benefits of casual personnel and those of similar nature.11. employees compensation insurance. Civil Service Commission and Department of Budget and Management Joint Circular No. 3.2.2. and payment of terminal leave benefits.5 Employment contracts shall only be issued on the bases of classified contractual positions duly approved by the DBM.11. casual employees are entitled to wages on special days proclaimed by the President even if they did not work on these days.11. but not to exceed the salaries of immediate superiors.11. 3.6.1.4 Contractual personnel must not be designated in any case to positions wherein they will exercise control or supervision over regular personnel of hiring agencies. 3. 3.2. Accordingly.11.1.11. apprentices. casual employees shall be paid wages only on days actually worked based on the above formulae.11. and are employed to undertake a particular work or project. 3.2.11. and duleaves of absence without pay.11 Compensation for Contractual Personnel Contractual personnel are those hired in accordance with specific contracts for specified periods and with definite expected outputs.11. including the government s share in the Government Service Insurance System (GSIS) retirement and life insurance premiums. and whose hiring creates employee-employer relationships between them and the hiring agencies.2 Rules and Regulations 3.082 February 20 231 4.6. 3. including those paid on piecework bases.2. and PAG-IBIG Fund contributions shall be charged against the lump sum funds for the purpose under the agency appropriations/budgets for personal services. membership in the PAG-IBIG Fund.3 The contractual employees share in the GSIS retirement and life insurance premiums. Contractual personnel are considered as employees of hiring agencies limited to such periods when their services are reasonably required.082.3 Contractual personnel shall not be allowed more than two part-time contracts with government at any one time.2. regardless of the number of work days in a month. No Pay policy.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 .1. 3. 3.2 Contractual personnel may be hired only if funds for the purpose are available in agency appropriations/budgets. 3.11. employees compensation insurance premiums and PAG-IBIG Fund contributions shall be paid by the individual contractual employees.10.2. employees compensation insurance premiums. 1999. 3. health insurance. SG-1.4 Pursuant to PD No.2. and 3.10.2 The service to be rendered is of short duration and the service has to be terminated thereafter.11. health insurance premiums.2 Payment of the daily wage shall be in accordance with the No Work.11.3 The work to be accomplished is very urgent but in utilizing the regular staff. 3. including membership in the GSIS. mail collectors. with authorized monthly salary of P5.2.1. 3.10.2 Funding Source Funds for wages.1. 3. 3.6 Compensation of Contractual Personnel 3. is occupying the position of Utility Worker I.10.

3.9.5.2.1 of this Chapter, may be granted RATA in accordance with the rules and regulations provided under item 3.9.5.2.14 of this Chapter. 3.11.3 Funding Source Funds for the salaries, allowances, other personal benefits of contractual personnel, including the government s share in the GSIS retirement and life insurance premiums, health insurance premiums, 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. 3.12 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. Thus, the Compensation Plan was established with maintenance mechanisms such that compensation issues brought about by changes in economic conditions, employment conditions, policy decisions, administrative reforms, etc., could readily be addressed without disrupting the relationship between the Position Classification Plan and the Compensation Plan. 3.12.1 Maintenance Mechanisms 3.12.1.1 Regular review of the compensation plan To keep the Compensation Plan current so that it remains reasonable and competitive, 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; inflation, changes in the working environment and in the organization which eventually make the rules and rates of certain fringe benefits unrealistic; new rulings and decisions of courts and quasijudicial bodies which need to be harmonized and/or rationalized with the existing compensation rules and regulations; enactment of laws providing special compensation to special groups; changes in the number of years of academic requirements; budgetary constraints; and other factors. The regular review of the salary schedule, salary rules, 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. 3.12.1.2 Compensation Survey The DBM conducts compensation surveys as often as economic conditions affect general salary/wage levels. Through the compensation survey, information about compensation levels and practices in selected private firms are gathered using benchmark positions existing in both the public and private sectors. The survey may be by occupation or by industry, and may be conducted by geographical area.

The data collected are tabulated, organized and processed statistically to obtain the desired information. Based on the compensation survey results, the DBM is guided in the determination of the prevailing rates of salaries, allowances and other personnel benefits. Policy decisions are made as to the extent of adjustment of salary levels and implementation of allowances and other personnel benefits, taking into consideration the following: statistical results of survey the government s ability to finance the compensation of its personnel on a sustainable basis; and other considerations such as standard cost of living, geographical location, etc. Department __________________________ Bureau/Agency _______________________ 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: Approved: ______________________ _________________ Administrative Officer Agency Head 3-75 Report on Personnel Granted Hazard Duty Pay (HDP) Pursuant to Budget Circular No. ________ FY ______ Period of Assignment (5) Annex D Name of Personnel (1) Unique Item Number (2) Position Title and Salary Grade (3) Work Area (4) HDP Paid (6) Total Amount (7) References Salaries Issuances Titles Republic Act No. 6758, August 21, 1989 An Act Prescribing a Revised Compensation and Position Classification System in the Government and for Other Purposes National Compensation Circular No. 56, September 30, 1989

Rules and Regulations on the Standardization of Compensation and Position Classification Plan in the Government National Compensation Circular No. 59, September 30, 1989 List of Allowances/Additional Compensation of Government Officials and Employees Which Shall Be Deemed Integrated Into the Basic Salary Corporate Compensation Circular No. 10, October 2, 1989 and February 15, 1999 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 Senate-House of Representatives Resolution No. 1, s. 1994, March 7, 1994 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, 1994 Executive Order No. 164, March 7, 1994 Adopting a Revised Compensation and Position Classification System in the Government National Compensation Circular No. 72, March 9, 1994 Guidelines for the Initial Implementation of the Revised Compensation and Position Classification System Executive Order No. 218, January 1, 1995 Second Year Implementation of the New Salary Schedule in the Government National Compensation Circular No. 74, January 2, 1995 Guidelines for the Second Year Implementation of the New Salary Schedule in the Government Corporate Compensation Circular No. 11, series of 1996, January 15, 1996 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) Executive Order No. 290, January 2, 1996 Third Year Implementation of the New Salary Schedule in the Government The Compensation Plan 3- 115 Issuances Titles National Budget Circular

No. 448, series of 1996, January 2, 1996 Guidelines for the Third Year Implementation of the New Salary Schedule in the Government Executive Order No. 389, December 28, 1996 Implementing the Fourth and Final Year Salary Increases Authorized by Joint Senate and House of Representatives Resolution No. 1, series of 1994 National Budget Circular No. 458, series of 1997, January 2, 1997 Guidelines for the Full Implementation of the New Salary Schedule in the Government Executive Order No. 219, March 20, 2000 Grant of Salary Adjustment to All Government Personnel National Budget Circular No. 468, March 21, 2000 Guidelines for the Grant of Ten Percent (10%) Salary Adjustment to All Government Personnel Effective January 1, 2000 Executive Order No. 22, June 27, 2001 Grant of Salary Adjustment to All Government Personnel National Budget Circular No. 474, June 15, 2001 Guidelines for the Grant of Five Percent (5%) Salary Adjustment to All Government Personnel Effective July 1, 2001 Step Increments Issuances Titles Civil Service Commission and Department of Budget and Management Joint Circular No. 1, s. 1990, March 29, 1990 Rules and Regulations Governing the Grant of Step Increments to Deserving Officials and Employees of the Government Civil Service Commission and Department of Budget and Management Joint Circular No. 2, s. 1991, July 5, 1991 Amending Section 1, Rule I of the Joint CSC-DBM Circular No. 1, s. 1990 Civil Service Commission and Department of Budget and Management Joint Circular No. 1-2003, April 11, 2003 Amending Further Joint CSC-DBM Circular No. 1, s. 1990 (Entitlement to Step Increment) Manual on Position Classification and Compensation 3-116 Personnel Economic Relief Allowance Issuances Titles Budget Circular No. 4, June 28, 1991 Grant of Personnel Economic Relief Allowance to All

Employees of the Government Budget Circular No. 4-A, July 1, 1991 Grant of Personnel Economic Relief Allowance (PERA) to All Employees of the Government Circular Letter No. 95-9, series of 1995, December 15, 1995 Grant of Personnel Economic Relief Allowance (PERA) to Substitute Teachers Budget Circular No. 4-B, series of 1996, February 2, 1996 Amending Budget Circular No. 4 Dated June 28, 1991 Relative to the Grant of Personnel Economic Relief Allowance to All Employees of the Government Budget Circular No. 12, April 7, 1997 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 Titles Administrative Order No. 53, May 17, 1993 Implementing the Grant of Additional Compensation in the Amount of P500.00 Per Month to Public School Teachers, and Uniformed Personnel of the Philippine National Police and the Armed Forces of the Philippines, and Extending the Benefit to the Rest of the Personnel of the Government Administrative Order No. 76, August 17, 1993 Clarifying the Implementation of the Grant of Additional Compensation in the Amount of P500.00 Per Month to Contractual Personnel of the Government and to Local Officials and Employees Budget Circular No. 15, March 5, 1998 Compensation and Additional Benefits of Suspended Government Personnel Budget Circular No. 17, February 24, 1999 Extending the Grant of P500 Per Month Additional Compensation (ADCOM) to Government Personnel Allocated to Salary Grade 26 and Above Administrative Order No. 144, February 28, 2006 Granting Additional Compensation in the Amount of One Thousand Pesos (P1,000.00) Per Month to All Employees of the National Government The Compensation Plan 3- 117 Issuances Titles Budget Circular No. 20062, March 2, 2006 Rules and Regulations on the Increase in the Additional Compensation of Government Employees Budget Execution Guidelines No. 2006-8, March 3, 2006 Specific Guidelines on the Release of Funds for the

Increase in the Additional Compensation Uniform/Clothing Allowance Issuances Titles Budget Circular No. 20038, December 8, 2003 Rules and Regulations on the Grant of Uniform/Clothing Allowance (U/CA) to All Government Personnel for FY 2004 and Years Thereafter Budget Circular No. 20038A, July 2, 2004 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 Titles National Compensation Circular No. 67, January 1, 1992 Representation and Transportation Allowances of National Government Officials and Employees National Compensation Circular No. 67-A, May 15, 1992 Amending National Compensation Circular No. 67 Dated January 1, 1992 Relative to the Representation and Transportation Allowances of National Government Officials and Employees National Budget Circular No. 450, March 5, 1996 Representation and Transportation Allowances of Contractual Personnel National Budget Circular No. 454, October 14, 1996 Guidelines on the Grant of the Monthly Cash Equivalent of the Transportation Allowance Authorized Under the Annual General Appropriations Act Corporate Budget Circular No. 18, November 14, 2000 Guidelines for the Implementation of the Revised Rates of Representation and Transportation Allowances (RATA) of Officials in Local Water Districts (LWDs) Manual on Position Classification and Compensation 3-118 Issuances Titles National Compensation Circular No. 67-B, August 8, 2002 Further Amending National Compensation Circular No. 67 Dated January 1, 1992 Relative to the Representation and Transportation Allowances of National Government Officials and Employees National Budget Circular No. 498, April 1, 2005 Revised Rates of Representation and Transportation Allowances (RATA) Year-End Bonus and Cash Gift Issuances Titles

1986 Expanding the Coverage of the Year-End Bonus Republic Act No. Dated October 31. 200310. 1992 Grant of Productivity Incentive Benefits to Officials and Employees of the Government Administrative Order No. 132. September 6. October 31. 6686 to Government Personnel National Compensation Circular No. May 9. 1994 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. 200214. 195. December 14. 70. 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 Republic Act No. 7. 1998 Compensation and Additional Benefits of Suspended Government Personnel Budget Circular No. November 8. 57.A. 1993 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 Administrative Order No. April 24. No. December 16. January 14. June 1. March 5. 200018. 12-96. 2003 Liberalization of the Rules and Regulations on the Payment of Year-End Bonus and Cash Gift Budget Circular No. 103.119 Issuances Titles Budget Circular No. 8441. 11-A. 74. 1988 An Act Authorizing Annual Christmas Bonus to National and Local Government Officials and Employees Starting CY 1988 Administrative Order No. October 17. 20056. Amending for the Purpose Certain Sections of Republic Act Numbered Six Thousand Six Hundred Eighty-Six and for Other Purposes Budget Circular No. June 25. 1996 Grant of an Interest-Free Loan to Government Officials and Employees Budget Circular No.Executive Order No. 11. 2002 Clarification on the Service Requirement for Entitlement to Year-End Benefits (YEB) Circular Letter No. April 1. 6686. 6686 to Government Personnel Budget Circular No. March 30. 74-A. 11-B. 2003 Prohibition on the Grant of Additional Bonuses in Any Form Budget Circular No. 1997 An Act Increasing the Cash Gift to Five Thousand Pesos (P5. November 2. 15.A. 426. October 14.00). May 3. May 30. 11. 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 Budget Circular No. June 8. 1994 . December 22. 20032. 1995 Authorizing the Grant of an Interest-Free Loan to Government Personnel in CY 1995 and Years Thereafter The Compensation Plan 3. No. 2005 Updated Rules and Regulations on the Grant of the YearEnd Bonus and Cash Gift to Government Personnel for FY 2005 and Years Thereafter Manual on Position Classification and Compensation 3-120 Productivity Incentive Benefit Issuances Titles Administrative Order No. 1994 Grant of Year-End Bonus and Cash Gift for CY 1994 Budget Circular No. 1997 Amending Budget Circular (BC) No. 2000 Grant of Year-End Bonus and Cash Gift and Advance Payment of One-Half (1/2) Thereof for FY 2000 and Years Thereafter Circular Letter No. 1994 Grant of Year-End Benefits for CY 1994 Administrative Order No. February 21. November 26. December 19. Dated October 31. 1995 Grant of Year-End Bonus and Cash Gift for FY 1995 and Years Thereafter Circular Letter No. 1986 Granting Year-End Bonus and Cash Gift to National and Local Government Officials and Employees Executive Order No. 1992 Rationalizing the Grant of Productivity Incentive Benefits for Calendar Year 1991 to All Personnel of Government Agencies National Budget Circular No. 268. October 28. 11. 5-A.000. 1998 Amending Further Budget Circular (BC) No. 1996 Grant of Year-End Bonus and Cash Gift and Advance Payment of One-Half (1/2) Thereof for FY 1996 and Years Thereafter Budget Circular No. 5. 1993 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.

and Ratifying for the Purpose All Previous Payments Made by National Government Agencies/Offices Pursuant to the Said Issuances Budget Circular No. March 2. April 28. 2004 Directing the Continued Adoption of Austerity Measures in the Government Civil Service Commission and Department of Budget and Management Joint Circular No. 2002-3. 1994 on the Grant of Productivity Incentive Benefits (PIB) for CY 1994 and Years Thereafter Circular Letter No. 1995 Supplementing National Compensation Circular No. 2005 Amendments to CSC-DBM Joint Circular (JC) No. 3-96. series of 2004. 1989 Prescribing Guidelines Governing the Rendition and Payment of Overtime Services of Government Personnel National Budget Circular No. 10. 2002 Additional Guidelines on the Grant of Productivity Incentive Benefit (PIB) The Compensation Plan 3. 151 Dated Issuances Titles March 19. December 30. 1996 Grant of Productivity Incentive Benefit (PIB) for CY 1995 Circular Letter No. January 31. March 29. as Amended. 1997 Grant of Productivity Incentive Benefit (PIB) for FY 1996 and Years Thereafter Circular Letter No. 1989 Rules and Regulations Implementing Memorandum Order No. 1987. July 1. for All Officials and Employees of the Government. 228. 1994 Prescribing a Standard Incentive Pay System Based on Productivity and Performance. 1994 Grant of Productivity Incentive Benefits to Officials and Employees of the Government National Compensation Circular No. as Implemented by National Budget Circular No. 73. 1994 Grant of Productivity Incentive Benefit (PIB) for CY 1994 and Years Thereafter National Compensation Circular No. 73 Dated December 27. 1998 National Government Officials Entitled to Honoraria Chargeable Against Local Funds Budget Execution Guidelines No. 1989 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. August 31. Prescribing Guidelines Governing the Rendition and Payment of Overtime Services of Government Personnel Budget Circular No. s. 389. August 26. 20036. January 2. October 4. 228 on the Rendition of Overtime Services With Pay Memorandum Order No. 1994 Amending Memorandum Order No. 2. 98-1. 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 Titles Compensation Policy Guidelines No. 1987.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 Administrative Order No. National and Local Including Those of Government-Owned and/or Controlled Corporations and Government Financial Institutions and for Other Purposes National Compensation Circular No. 228. series of 1996. 2005. January 15. s. 2001 Grant of Productivity Incentive Benefit Circular Letter No. January 19. 2. 2004 re: Non-Monetary Remuneration for Overtime Services Rendered Per Diem Issuances Titles Executive Order No. March 29.121 Overtime Pay Issuances Titles Memorandum Order No. March 1. 161. 103. . 1996 Prescribing and Updating the Guidelines and Procedures on the Rendition of Overtime Services With Pay of Government Personnel Compensatory Time-Off Issuances Titles Administrative Order No. 227. 2004-1. 2-A. 3-97. 73-A. 2004 Non-Monetary Remuneration for Overtime Services Rendered Civil Service Commission and Department of Budget and Management Joint Circular No. December 6. 2001-6. September 29. December 27. 391 Dated October 6. March 23. 410. 71.

December 27. 7305. 2005 Authorizing the Grant of Collective Negotiation Agreement (CNA) Incentive to Employees in Government Agencies Budget Circular No. Creating a Public Sector Labor-Management Council and for Other Purposes Public Sector LaborManagement Council Resolution No. 2005 Guidelines on the Grant of Honoraria to Government Personnel Involved in Government Procurement Night-Shift Differential Pay Issuance Title Budget Circular No. 1996 Authorizing the Grant of Anniversary Bonus to Officials and Employees of Government Entities National Budget Circular No. 20054. May 20. 1996 Guidelines on the Provision of Free Quarters to Certain Officials Free Quarters Privileges in Hospitals Issuance Title Republic Act No. 135. 263. s.January 8. 20061. 2002. March 26. 1995 Prescribing Guidelines and Procedures for the Grant of Night-Shift Differential Pay to Government Employees The Compensation Plan 3. November 14. 456. 2003. 2005 Rules and Regulations on the Grant of Hazard Duty Pay Subsistence Allowance Issuance Title Republic Act No.123 Hazard Duty Pay Issuance Title Budget Circular No. 7305. 7305. 1992 Magna Carta of Public Health Workers November 1999 Revised Implementing Rules and Regulations for Public Health Workers Free Quarters for Certain Government Officials Issuance Title National Budget Circular No. 1996 Amplifying and Clarifying the Implementation of the Grant of Anniversary Bonus to Officials and Employees of Government Entities Collective Negotiation Agreement Incentive Issuances Titles Executive Order No. 20035. December 4. 2004 Updated Rules and Regulations on the Grant of Additional Allowance and Other Benefits to National Government Officials/Employees Assigned to Local Government Units Budget Circular No. 02. 2004. May 19. 1987 Providing Guidelines for the Exercise of the Right to Organize of Government Employees. February 1. September 26. State Universities and Colleges and Local Government Units Public Sector LaborManagement Council Resolution No. s. 2002 Grant of Collective Negotiation Agreement (CNA) Incentive for National Government Agencies. October 7. 8. 180. 452. 2003 Prescribing Guidelines on the Grant of Honoraria to Government Personnel for FY 2003 and onwards Honoraria for Government Personnel Involved in Government Procurement Issuances Titles Budget Circular No. Series 1995. 2004 Approving and Adopting the Amended Rules and Regulations Governing the Exercise of the Right of Government Employees to Organize Executive Order No. 2003 Grant of Collective Negotiation Agreement (CNA) Incentive for Government Owned or Controlled Corporations (GOCCs) and Government Financial Institutions (GFIs) Public Sector LaborManagement Council Resolution No. s. June 1. September 28. 20045A. March 23. 1992 Magna Carta of Public Health Workers November 1999 Revised Implementing Rules and Regulations for Public Health Workers Laundry Allowance Issuances Title Republic Act No. 2004 Guidelines on the Grant of Honoraria to Government Personnel Involved in Government Procurement Budget Circular No. 1992 Magna Carta of Public Health Workers Issuance Title November 1999 Revised Implementing Rules and Regulations for Public Health Workers Anniversary Bonus Issuances Titles Administrative Order No. 20045. March 26. March 28. July 13. March 26. 02. 2006 Grant of Collective Negotiations Agreement (CNA) Incentive . November 11. 04.

1991 Rules and Regulations Governing the Monetization of Leave Credits of Government Officials and Employees Civil Service Commission Memorandum Circular No.1.6 Establish the government-wide budgetary requirements for personal services and associated budgetary items for inclusion in the annual national budget. 2003 Rules and Regulations on the Computation and Payment of Daily Wage Note: Compensation Policy Guidelines and Budget Execution Guidelines are only for internal use of DBM technical staff. update and enforce position classification and compensation policies and standards. position classification and compensation matters. August 23. 4. 248. 14. 248-A. staffing. March 23. June 25. 41. administration and maintenance of a unified government Position Classification and Compensation System (PCCS).1. Chapter 4 Responsibility Centers in the Administration of the Position Classification and Compensation System 4. July 23. 1999. Which Prescribes Rules and Regulations and New Rates of Allowances for Official Local and Foreign Travels of Government Personnel Executive Order No. It carries this out principally through the Organization. January 14. Budget and Management Bureaus (BMBs) and DBM Regional Offices (DBM-ROs).4 Maintain. .7 Prepare recommendations/position papers on legislative proposals/bills and proposed executive issuances with policy and government-wide implications on organization. guidelines. 1991 Guidelines in the Application for Monetization of Leave Credits and the Computation of the Money Value of the Ten (10) Days Monetized Leave Credits Civil Service Commission and Department of Budget and Management Joint Circular No. June 27.1. s. 2004 Amending Further Executive Order No.1. 248 Dated May 29. 31.1.1 Administer and maintain the PCCS. s. 2002- 1. 248-A Dated August 14. s.Travel Expenses Issuances Titles Executive Order No. 1995. May 29. 4.1. 4. 4. 2002 Computation and Funding of Terminal Leave Benefits and Monetization of Leave Credits Compensation for Casual Personnel and Those of Same Nature Issuance Title Budget Circular No. 20034.1. One of the major functions of the DBM to fulfill its mandate is the development. and classification and compensation of positions. Position Classification and Compensation Bureau (OPCCB). or by other government offices on organization. Which Prescribes Rules and Regulations and New Rates of Allowances for Official Local and Foreign Travels of Government Personnel Terminal Leave Benefit and Monetization of Leave Credits Issuances Titles Civil Service Commission and Department of Budget and Management Joint Circular No.1. 1997 Amendatory Rules and Regulations Governing the Monetization of Leave Credits of Government Officials and Employees Civil Service Commission Memorandum Circular No.1 Organization.1.2 Develop standards. 4. 248 Dated May 29. 1991. 1995. staffing and position classification and compensation. Position Classification and Compensation Bureau 4. 1995 as Amended by Executive Order No. August 14.3 Render advice to or process requests of government entities referred by DBM offices. 1991. 1999 Additional Provisions and Amendments to CSC Memorandum Circular No. s. September 26. December 24. 4.1. 1998. 1998 Amendments to Rules I and XVI of the Omnibus Rules Implementing Book V of the Administrative Code of 1987 (Executive Order 292) Civil Service Commission Memorandum Circular No. 1998 Manual on Position Classification and Compensation 3-126 Issuances Titles Budget Circular No. 4. 41.1.1. 2-97.1.5 Monitor government manpower levels and maintain a comprehensive database on government positions and compensation through the Government Manpower Information System (GMIS). 1. Below are the pertinent functions of each bureau/office in so far as the PCCS is concerned. rules and regulations on organization. 1995 Amending Executive Order No.1.1. 298. 1995 Prescribing Rules and Regulations and New Rates of Allowances for Official Local and Foreign Travels of Government Personnel Executive Order No. staffing.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. s.

2.1. and with funding implications. To keep the PCCS updated and responsive with the times. as necessary.1.2.2. and 4.2.1. position classification and compensation matters.2. the salary grades of positions of constitutional officials are as follows: Position Salary Grade President 33 Vice-President 32 President of the Senate 32 Speaker of the House of Representatives 32 Chief Justice of the Supreme Court 32 Senator 31 Member of the House of Representatives 31 Associate Justice of the Supreme Court 31 Chairman. administrative officers.3. bureau.1 A well maintained PCCS would proactively address all issues related to human capital.3 When requested. and would be an invaluable tool for strategic planning and decision-making in all levels of management. Responsibility Center in the Administration of the PCCS 4-3 4. 4.2 Establish agency-specific annual budgetary requirements for personal services and associated budgetary items for inclusion in the annual national budget. staffing.1 Agency Head The head of the department.1.3 Indicate BMB/DBM-RO classification action on the agency copy of the PDF and in the Personal Services Itemization and Plantilla of Personnel (PSIPOP).2. 4. 4.3. office or agency shall: 4.2 Review the PDF of employees for consistency with actual duties and responsibilities.8 Conduct training programs in the field of organization. staffing. accomplish and update the PSIPOP.3 Conduct position audits in delegated government entities to ascertain the duties and responsibilities of positions. 4.1.3. 4.3 Submission of Required Agency Documents/Reports to DBM 4.1 Cause the preparation of the Position Description Form (PDF). position classification and compensation proposals of government agencies under their coverage. 4. Constitutional Commission 31 . 4. 4.2. The Administrative Officer or equivalent officer shall: 4.2. rules and regulations.2 Budget and Management Bureaus (BMBs) A-E 4.1.4.5 Provide technical assistance to government entities delegated to DBM-ROs on organization. 4.2. staffing position classification and compensation.1.2.1. as necessary.1. staffing.1.2. pay determination and preparation of class specifications. chief accountants. particularly the personal services component.1.2.2.3. 4.2.2.2. the DBM enlists the full support of agencies through the submission of agency documents/reports on personnel complement and compensation matters for monitoring.1.1 Ensure compliance by all concerned with the rules and regulations on position classification and compensation.2 The Department/Bureau/Office 4. 4.1. and 4.4 Provide technical assistance to government agencies under their coverage on organization. 6758.1. 4.5 Keep and maintain official position classification and compensation records.1.3.3 The DBM Regional Offices 4.1.2.3 Conduct position audits in government agencies to ascertain the duties and responsibilities of positions. 4.1.1 Evaluate and process organization.2 Establish annual budgetary requirements for personal services and associated budgetary items of delegated government entities for inclusion in the annual national budget. and 4. 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.3.2 Review the accomplished PDF for completeness.2.1 Evaluate and process position classification and compensation proposals of government entities delegated to DBM-ROs.1. 4. 4.2 Failure on the part of agency heads.1 Salary Grades of Positions of Constitutional Officials Under RA No.3. position classification and compensation matters.2.3 The Immediate Supervisor The immediate supervisor shall: 4. planning and other purposes.2.2 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 compensation.2.1 Assign to the incumbent the duties and responsibilities used as basis for the classification of the incumbent s position.3.4 Review budgets of provinces and highly urbanized cities under their coverage. Chapter 5 Salary Grades of Positions of Constitutional and Other Officials and Their Equivalents 5.2. 4.1.3. 4. and 4.2 Prescribe the duties and responsibilities of each employee in accordance with the approved classification of the position. staffing.2. and 4.4 Prepare position classification and compensation reports as required by the DBM.10 Perform other related functions as may be provided by law.1.1. and 4. position classification. to ensure compliance with existing laws.9 Conduct compensation surveys in private industry to determine prevailing rates of pay for comparable positions in the government.5 Prepare recommendations/position papers on legislative proposals/bills and proposed executive issuances with specific agency issues on organization. provide information about the functions of the organization and such other matters necessary for position classification.

Constitutional Commission 30 5.Commissioner. III. This concept deviates from existing standards that work assignments determine the classification and pay levels of positions.22.2. III 10.15 School Farming Coordinator I. and Members of the House of Representatives and those of equivalent rank. V. Director-General (National Economic and Development Authority).This Salary Grade is assigned to Senators.5 The salary grades of positions not mentioned herein or those that may be created shall be determined based on the above guidelines.2.2. Associate Justice. recognizes the increase in the academic preparation level. Court Administrator of the Supreme Court.2. school physicians. 5. Solicitor-General.14. VI 13. 6.18 Special Education Teacher I. can be considered as of equivalent rank to a Department Secretary. Presidential Assistant II. III 10. 5. Presiding Justice.President of the Republic of the Philippines and to positions which head the Legislative and Judicial Branches of the government.18 It also applies to certain classes of positions in the Library Services Group which have at least one teaching load: Class Level Salary Grade School Librarian I.12 Master Teacher I. All are involved in classroom teaching.16. III. Heads of councils. Press Secretary. boards and similar entities whose operations cut across sectors or are serving a sizeable portion of the general public and which coverage are nationwide or whose functions are comparable to the aforecited positions. 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.2.4 Salary Grade 30 . No other position in the government service is considered to be of equivalent rank.17.14.1 Coverage The TPPS applies to the following classes of positions: Class Level Salary Grade Teacher I. No other positions in the government service are considered to be of equivalent rank.12 Guidance Coordinator I. A position. IV. IV. Deputy Ombudsman.2. UP Executive Vice-President. II. 6.19. The progression to a higher position level.This Salary Grade is assigned to the Vice. IV. V 13.1 Salary Grade 33 . 11.15 Vocational Instruction Supervisor I.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. II. III 13.18. Presidential Assistant I. Presidential Spokesman. and UP President. III. 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. II.17. The following are examples of positions of equivalent rank: Executive Secretary.14. namely: the President of the Senate. Court of Appeals. Secretary-General of the House of Representatives. 5. Court of Appeals. It similarly applies to guidance counselors/coordinators. V 13.15.2 Salary Grade 32 . Government Corporate Counsel. 5. II. Hence.17. 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. commissions.This Salary Grade is assigned to the President of the Republic of the Philippines as the highest position in the government. other than ex-officio.19 Head Teacher I.12 The TPPS does not apply to Librarian positions not assigned in schools. and the Chief Justice of the Supreme Court. Ombudsman. III 16. II.2. II. Special Prosecutor.11.15.16. Chief of Staff (Office of the Vice-President). 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. IV 16. III. and SUC President IV. 24 Guidance Counselor I.3 Salary Grade 31 . Deputy Director-General (National Economic and Development Authority). II. III 13. III 10. Sandiganbayan. Presidential Adviser.14. It does not cover school nurses.16.Examples of positions included in this Salary Grade are the following: Department Undersecretary. Sandiganbayan. which does not entail an increase in duties and responsibilities.1 The Teachers Preparation Pay Schedule (TPPS) The TPPS is the position classification and compensation scheme for teaching positions in elementary and secondary schools. 17 Special Science Teacher I. school dentists and other school employees. the Speaker of the House of Representatives. II.2 Basis of Classification of Positions . Department Secretary.2 Components of the TPPS 6. Presiding Justice. II. school librarians who are similarly assigned teaching loads. II.11. may be placed at this level. Associate Justice. Secretary of the Senate. 6.

2.2. SG-17 Head Teacher VI. in consultation with the DBM. College and University Teaching Head Teacher IV.2.2.3 extra-curricular activities for professional growth. Guidance Counselor III . SG-12 School Farming Coordinator I. School Librarian III. 6.g.3 Level III. Teacher III. and 6. SG-14 School Farming Coordinator III. e. Teacher I.2. The existing equivalents and areas of equivalents are as follows: 6. SG-11 School Librarian III.1 Table of Equivalents Basic Preparation Category I (Equivalent Titles or Degrees) Category II (Years of Teaching) .2.1. training and experience. maintains the TPPS.2. SG-10 Teacher II.3. SG-11 Teacher III.1.1 Level I.2. The classification of such positions are determined based on: 6. SG-10 Guidance Counselor II. establishes equivalents to the academic preparation prerequisites and defines the area of equivalents and the corresponding units or points.2. plus 20 graduate units. SG-15 School.Bachelor of Science in Education degree or equivalent. and 6. SG-15 Guidance Counselor I. SG-12 Teacher I. SG-14 Head Teacher III. SG-14 Special Education Teacher III. Guidance Counselor II .2 Academic Preparation Prerequisites The minimum requirements for the classification of positions to the levels established for each class of positions are as follows: 6. SG-16 Vocational Instruction Supervisor II. e. 6.The Department of Education (DepEd). SG-18 Special Education Teacher I.g. SG-13 Head Teacher II. SG-11 Guidance Counselor III.1..2 Level II.2.2.Master s degree or equivalent.2. the classification of the teaching positions and others similarly covered are in accordance with the principle of equal pay for equal work.g.3 Equivalents and Areas of Equivalents The DepEd.2.2.1 academic or educational preparation.2. SG-15 Vocational Instruction Supervisor I.2. as shown below: Occupational Teachers Academic Preparation Group BSE* BSE + 20** MA*** Library Services School Librarian I.2.2. e.2 teaching experience including those in private schools. School Librarian I Bachelor of Science in Education degree or equivalent.. Teacher II.1 Factors for Classification of Positions Under the TPPS. SG-16 Head Teacher V.2. SG-17 Vocational Instruction Supervisor III. SG-13 School Farming Coordinator II. 6.2.2. SG-13 Special Education Teacher II.2. SG-12 Head Teacher I. SG-18 * 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 Classification and Compensation Scheme for Teaching Positions in Elementary and Secondary Schools 6-3 6.2. in consultation with the Department of Budget and Management (DBM). SG-10 School Librarian II.. 6.

Workshop. 1(b) above with at least 18 professional education units plus 20 graduate units For Level III Master s degree in Education Master of Science/ 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. Bachelor of Science in Nursing. Formal Training 1 unit per academic unit 2.Category III (Credit Allowances) For Level I Bachelor s degree for teachers (BSE. plus credit allowances. Service in professional committees a.) 1(a) Bachelor of Pedagogy.2 Table of Areas of Equivalents Professional Activities Units of Credit 1. Bachelor in Library Science.3. conference. Camp counselor 5 units per year 1 unit per 2-week camping 5. etc. Work experience a. Special assignment from the Director to perform special educational activity (assignment by detail excluded) 1 unit per 25 hours 1 unit per assignment of not less than 30 hours 3. 6. seminar. Trade (must be functionally related to school assignment) b. 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) (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. Educational travel not for study purposes (report to be submitted and evaluated) 2 units per 6 months 4. etc.2.2. Boy Scouting for scout masters . In-service training on the national level a. The total of graduate units and credit allowances should be equal to the number of units required to graduate with an MA degree. 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 (b) Courses in No. BSEE. etc b.

1 The ERF is a tool for determining the appropriate classification of a Teacher position. In case of disapproval. prepare the Certification as to the names of qualified teachers. Authorship of educational material excluding thesis and dissertations used to obtain a Master s or Doctor s degree 5 units 8 Administrative and supervisory experience a. respectively.4. 3. Teaching experience with paid service a. Public school b. The ERF contains information on position title. The teacher shall be duly informed by the DepEd RO through the SD whether his/her ERF is approved or disapproved.1 Movement in position level due to the implementation of the ERF is considered as reclassification. training. 2.4. If none.2. Consequently. Staffing and Classification Action (NOSCA). evaluatethe duly certified service records.3 Specific Compensation Guidelines for Teachers with Approved ERFs 6. workshop and seminars for professional growth undertaken by a teacher.2. Role of the DBM The DBM RO shall determine whether or not there are available funds for the implementation thereof.2.3. diploma or transcript of records. 3. which simultaneously partaking the nature of promotion. It reflects the educational preparation. SD Initiative 1.3. The educational preparation. Teachers retiring during the year are not covered by the cutoff dates. steps 2 to 5 of the SD Initiative are taken.4. Private school prior to assignment in public school 1 unit per 3 years ½ unit per 3-unit course 1 unit per 5 years d. 6. 6. If there are available funds. The authenticity of the documents such as educational preparation and seminars attended shall be certified by the school registrar and the director of training. and inform the teacher concerned that such submission has been made on his/her behalf. 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. Private school courses different from subjects taught in public schools 1 unit per 3 unit course. The SD shall identify teachers with 20 or more years of teaching experience.4. Credits claimed as to educational preparation. unique item number and authorized salary in the current Personal Services Itemization and Plantilla of Personnel (PSIPOP). In case of approval. 2.2 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. Upon receipt of the Notice of Organization.2. 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.2. 4. teaching experience.4 The Equivalents Record Form (ERF) 6. 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. 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 ROconcerned. the SD shall determine whether or not the approved ERF is within the cut-off date.2.2.2.2. Public school b. 6.b. the DBM RO shall prepare the corresponding NOSCA and issue the same to the DepEd RO. the teacher shall be informed by the SD concerned.2. teaching experience and credits allowed are matched with corresponding category in the preparation and classification levels of the TPPS. Private school 1 unit per 2 years 1 unit per 4 years 6. 5. Public administration or educational supervision 1 unit per training period 1 unit per training period 6. The flow chart for the processing of ERFs is shown in Annexes A and A-I of this Chapter. The allowable credits are computed on the basis of the Table of Equivalents.2.2 Allowable salaries of teachers with approved ERFs To determine the salary that may be authorized for teachers . The SD shall issue the NOSA to the teacher concerned. ½ unit per annual high school subject 7. If within the cut-off date.2. Teacher s Initiative 1. the DepEd RO shall prepare the Notices of Salary Adjustment (NOSA) and the necessary adjustment to the salaries of the teachers concerned. the same shall be returned to the DepEd RO with the information that the reclassification may be considered in the next budget cycle. Government summer school c. The salary adjustmentaccruing to the teachers concerned shall be charged against the lump-sum for ERF implementation.4. 4.

6.5.3. the requisites/qualifications needed for a candidate to be considered for the Master Teacher position are as follows: 6.1 Master Teacher II.1. and teaching experience.2.2. 6.5.2.2.2.3.1.1 Permanent teacher. SG-11 at rd P11.3 Bachelor s degree for teachers or equivalent as provided in the Magna Carta for Teachers. SG-10 at P10.3.5. 6. following the school administration career line. and 6. 6. in consultation with DBM. 500 established a system of career progression and promotion for public school teachers.1 Executive Order No. 6.2. Thus.2. 57.3. The quota system as determined by the DepEd. Thereafter.2.3. SG-11 shall have his salary adjusted to 3rd step of SG-11.2.2 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.5.2.2 M.4.2.and other teaching related personnel who are appointed to higher level positions due to approved ERFs.5 Criteria As provided under DECS Order No.3. From: Teacher I.3.2.3. 6.2 Bachelor s degree for teachers or equivalent as provided in the Magna Carta for Public School Teachers. to wit: Master Teacher I positions shall not exceed 6.3. An applicant must possess all the prescribed qualifications to be considered for a particular level which is measured in terms of educational preparation. in education or equivalent.3.3. series of 1997. 6.3 Master Teacher III 6. 6.2. and 6.3.3 Very satisfactory performance rating for the last two years.1.3.5. 6.2. 6. a teacher may be promoted either as Elementary/Secondary School Principal.3.3.5.3.2 Master Teacher II 6.3.A.2.3.3 There is.3. 6.2. or has been a demonstration teacher in the division level plus 20 points in leadership and potential.2 At the base of the career system is the Teacher position. Master Teacher II positions shall not exceed 3.2 Classroom Teaching Career Line (CTCL) 6.1 For elementary schools: Total Master Teacher positions shall not exceed 10% of the total authorized teacher positions in the district.2. potential and achievement. is as follows: 6. 6. Four (4) levels of Master Teacher classes under the CTCL.2 There are established qualitative and quantitative criteria for each level of Master Teacher. Likewise.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.5.2. a quota system on the allowable number of Master Teacher positions in elementary and secondary schools. 6. were created as follows: Class Salary Grade Master Teacher I 16 Master Teacher II 17 Master Teacher III 18 Master Teacher IV 19 6.1.5.5. or as Master Teacher.1 Master Teacher I 6.2. 6.2.4 At least 3 years teaching experience.6% of the total number of authorized teaching positions. 6. The system provides for equivalence in duties. step increments previously earned by a teacher shall no longer be credited in his new position.3.1.971 per month (5th step) To: Teacher II.4 Master Teachers shall serve as demonstration teachers or teacher consultants in other schools in the district.2 Master Teachers shall have regular teaching loads. likewise.2.3. 6.4.3.5.2.2.2.3.4. 6.3. 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. 6.1 For purposes of advancement. To illustrate: A Teacher I whose salary is on the 5th step of SG-10 due to step increment based on length of service.1 Master Teacher I for at least one year.068 per month (3 step) 6.4.2.3.5.2. provided the activities or accomplishments listed for this purpose had not been credited or used for similar promotions.5.3.4% of the number of authorized Master Teacher I positions. 458 may be adopted.2.3 Career Progression System for Public School Teachers In addition to the TPPS. .1 All Master Teachers shall be administratively under the school heads where they are assigned notwithstanding their rank and salary.4 Attributes and Functions The following attributes and functions have been identified for Master Teacher levels: 6.3 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.5.3. teachers are given the option of choosing alternative career lines in school administration or classroom teaching.5.2.2.3.3.4.1. recognition and compensation for whatever career line a teacher chooses.2. or has been a demonstration teacher in the district level plus 15 points in leadership and potential.3.3. 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.5 At least 25 points in leadership and potential. 6. plus completion of academic requirements for Master of Arts.3.2 Very satisfactory rating as Master Teacher I. performance rating.1. with an approved ERF as Teacher II. which falls under the teaching career line.3.3.1 Career Lines 6.2. applying the rules of promotion.4 At least 30 points in leadership. the rules on promotion under Item 1 of Annex C of NBC No.

A.2.5.4.4. Sundays and holidays in the course of the regular school year.3.2. correction of exercises and other work incidental to their normal teaching duties.4 A multi-grade teacher is defined as a public school teacher handling a class of two or more grades. 6. partly or wholly.2 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.1 Item E (12). 6. units.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. from Grades I to IV.2.4 Master Teacher IV 6. computed in proportion to the number of days they have served during the school year. fitness and equality. in addition to the following criteria: 6. equivalent: Bachelor s degree for teachers or equivalent plus 20 years experience and at least 20 M.5.3.3. 6.2.3.3.2. 6. Saturdays.3.3.3.3 Hardship/Special Hardship Allowance 6.1 Performance 6.3. 303 and National Compensation Circular No.4.4.5 The service credits earned by teachers may be used to offset absences of teachers due to illness or to offset proportional deduction in PVP.4. 6.A.4. 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. 6. s. 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.3.2 At least an M.1 Master Teacher III. 24. shall be computed in accordance with the following formula: AR AR PHTR = ------. 6.4. 6. respectively.2.4.3 Special hardship allowance is granted to teachers assigned to handle multi-grade classes.3 School Administration Career Line The second career line is school administration which covers Head Teachers and School Principals.3.2.3.) T = 1.5 Psycho-social Attributes and Personality Traits 6.000781 AR W 1. 2004 (Annex C).2 Applicants for Head Teacher and Principal Positions must possess executive and managerial competence.4 Teachers earn service credits when they render authorized services during the vacation period.3.T = --------.2.4. provides that the selection.4. 2003 dated November 27.3. on regular or temporary status of employment. M. potential. 85. is given to all teachers who are assigned to hardship posts whether resident or transient. 6.3.3 Outstanding performance rating as Master Teacher III.4 At least 45 points in leadership.A.1 Hardship Allowance.4. Section 7. and achievements provided the accomplishments and achievements cited for this purpose had not been credited for an earlier promotion. 6. 6. The rates. potential and achievement.1.2.3. subject to the budget rules and regulations on release of funds prescribed under National Budget Circular No. 6. The number of teaching hours is designed to give teachers ample time for preparation of lesson plan. in Education.5.5. 4670.3.The following are considered M.1 Honoraria for Teaching Overload Section 13 of RA No. which shall be based on the Prime Hourly Teaching Rate (PHTR).2. promotion and designation of school heads shall be anchored on the principles of merit.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.3.3. if the school age .2.3 Those incurring absences without pay of more than 1 ½ days are still entitled to PVP.2 Experience and Outstanding Accomplishments 6. Bachelor s degree for teachers or equivalent plus at least 20 graduate units and at least 18 credit allowances. Combined or multi-grade classes may be allowed at the primary level.25 = 0. It shall then be reviewed and verified by the DBM RO concerned.5 The modified qualification standards for Head Teacher and Principal positions are prescribed under Civil Service Commission (CSC) Resolution No.3 Very satisfactory performance rating as Master Teacher II. 6.3.4.2. animal ride or banca ride. 040863 promulgated on July 28. and 6. rather than on the number of teachers/learning facilitators and learners in the school. and 6.4 At least 60 points in leadership.2 Hardship posts are public schools that are accessible only by hiking. Chapter I of Republic Act (RA) 9155.4 The detailed guidelines on the selection.5.4. Schools that are directly accessible by motorized land or water transport do not qualify as hardship posts.3. 6.3.A.3.3. 600 hours.3. Teaching hours in excess thereof are paid honoraria.3.2 Proportional Vacation Pay 6. 6. 6. as provided under Section 19 of RA No.3.3.600 Where: AR = Annual salary rate of each teacher proposed to be paid honoraria W = Total teaching hours (This is computed at 40 hours/week multiplied by 40 weeks or 1.2. promotion and designation of school heads are provided under DepEd Administrative Order (AO) No.4.3.1 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. in Teaching or Masters in Education.4.2.5. 6.3.3.4 Compensation Benefits of Teachers 6.2.3. provided the activities or accomplishments cited for this purpose had not been credited for an earlier promotion. 6.2.4 Potential 6.2. competence.3 Education and Training 6. 2003 (Annex B).5.3.4. 6.3.

6758.4.4. Modification effected in the GMIS Prepares and submits ERF 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 Retiring during the year Prepares the requests for ERF implementation Endorses request Certification and endorsement letter Funds available? Transmits DBM disapproval NOSA Yes No Flowchart for Processing ERFs Teacher s Initiative Department of Education (DepEd) Schools Division (SD) Regional Offices (RO) DBM RO Prepares NOSA Teacher Pre-evaluates the ERF Post-audits the ERF Certification Required points met? Letter Informs the teacher NOSCA/ NOSA Annex B REPUBLIKA NG PILIPINAS .4. and is in lieu of hazard duty pay. CHED. 1. 4670 and as amended/modified by RA No.1 As provided under Joint DECS. 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.4 One Salary Grade Increase for Retiring Public School Teachers 6. 6. No Yes Next Budget Cycle Next Budget Cycle No Receives salary adjustment Prepares NOSCA and SARO. GSIS and DBM Circular No.4.3. 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. 6.4.5 The hardship/special hardship allowance shall not exceed 25% of the basic pay of the teacher. series of 1997.4.2 The one salary grade increase shall take effect on the last day of the service of the retiring public school teacher. 6.population for a given grade cannot meet the minimum requirement of 15 pupils per class. Modification effected in the GMIS Identifies teachers with 20 or more years of teaching service 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? Retiring during the year? Prepares the requests for ERF implementation Endorses request Certification and endorsement letter Funds available? Transmits DBM disapproval NOSA Yes Yes No NOSCA/ SARO Annex A Flowchart for Processing ERFs Schools Division Initiative Teacher Department of Education (DepEd) Schools Division (SD) Regional Offices (RO) DBM RO NOSCA/ Prepares NOSA NOSA NOSCA/ NOSA No Yes Ye No yes No Annex A-I Yes NOSCA/ SARO Letter Receives salary adjustment NOSCA/ NOSA Prepares NOSCA and SARO. Similarly covered are positions which fall within the purview of a public school teacher as defined under Section 2 of RA No.

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.4 The ranking of candidates for Principal position shall be open to all qualified applicants/candidates. fitness and equality. 3. Policies pertaining to Head Teachers 4. 3. 3. Meralco Ave. 4. II. 2003 Allotment: 1 __ (D. Education Leadership. 3.1 Promotion to higher Head Teacher positions shall likewise be on an open ranking basis. 1. promotion. It may consist of paper & pencil. (SIGNED) EDILBERTO C. A school head is a person responsible for the administrative and instructional supervision of the school or cluster of schools. People Leadership. to manage an educational enterprise. Basic Policies 1. To qualify for the test. The ability to expire complex issues from a global perspective. Leadership Framework Pursuant to Section 6. simulation. competence. It is based on these principles that the enclosed guidelines are hereby issued.REPUBLIC OF THE PHILIPPINES KAGAWARAN NG EDUKASYON DEPARTMENT OF EDUCATION Dep Ed Complex. 3.A. promotion and designation of school heads shall be anchored on the principles of merit.: As stated Reference DepEd Order No.5 The appointment of a school principal shall be non-station specific. Policies pertaining to Principals 3. 50-97) To be indicated in the Perpetual Index under the following subjects: OFFICIALS POLICY PROMOTION GUIDELINES ON THE SELECTION. 2003 GUIDELINES ON THE SELECTION. inspire the respect and cooperation of people and promote the development and effectiveness of people within the organization. 9155..3 Pending the development of the test. As such. The ability to lead in crafting a shared school vision including the development of curriculum policies and practices which provide success for all students. etc.O. 3. the selection. a. The test shall serve as a mechanism for evaluating the aspirants in terms of the 3-dimensional leadership qualifications. d. promotion and designation of school heads shall be based on merit. a school head is expected to possess the following leadership dimensions: 1. fitness and equality. c. Performance ii. competence. 2. Applicants for Head Teacher and Principal positions must possess executive and managerial competence. 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. The test administration will be division-based. to focus resources and motivate people in the realization of the shared school vision. It is within the framework of leadership that the succeeding guidelines on the selection. The Department Central Office will set the standards for testing. Public Elementary and Secondary Schools 1. .1.1 Aspirants for Principalship must pass a test to be considered for selection and promotion. Strategic Leadership. 85 s. Pasig City. s. Psycho-social Attributes and Personality Traits Annex 1 presents the details on these criteria. The selection. 2. Philippines Tanggapan ng Kalihim Office of the Secretary DepEd ORDER November 27. in addition to the following criteria: i. 2003 No. Pursuant to the Implementing Rules and Regulations of R. Experience and Outstanding Accomplishments iii. 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. PROMOTION AND DESIGNATION OF SCHOOL HEADS I. Rule VI of the Implementing Rules and Regulations of Republic Act No. 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. 2. and designation of school heads have been formulated. Test development and quality assurance will be provided by the Regional Office. 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. develop effective relationships with diverse individuals and groups. The ability to work with various stakeholders. Potential v. DE JESUS Secretary Encl. Education and Training iv.

of relevant training 8 hrs.2 The ranking of candidates to a Head Teacher position shall be open to all qualified applicant/candidates. of Points Outstanding Employee Award Innovations Research and Dev. 5. In computing the number of points for purposes of ranking the Head Teacher/Principal. Projects Publication/Authorship Consultancy/Resource Speakership Linkages & Resource Mobilization 5 5 4 4 4 3 TOTAL 25 Annex II presents the details on computation of points.4.5 2.5 Total 100 2.5 40 35 20 2.2 To be designated as Teacher-In-Charge. the following matrix is suggested. Outstanding Accomplishment/s Measures Maximum No. In the evaluation of accomplishment/s. of relevant training 8 hrs.1 The Schools Division Superintendent shall designate Teachers-In-Charge. See Annex II Annex I Following are the basic qualifications required of: I. Computation of Points 1. of relevant training 8 hrs.5 2. a teacher must have teaching experience of at least three (3) years. Head Teacher Criteria HTI HTII HTIII HTIV HTV HTVI Education BEEd/BSE or its equivalent or Bachelors degree with 18 professional education units BEEd/BSE or its equivalent or Bachelors degree with 18 professional education units BEEd/BSE or its equivalent or Bachelors degree with 18 professional education units BEEd/BSE or its equivalent or Bachelors degree with 18 professional education units BEEd/BSE or its equivalent or Bachelors degree with 18 professional education units BEEd/BSE or its equivalent or Bachelors degree with 18 professional education units Training 8 hrs. of relevant training 8 hrs. 5. of relevant training . Policies pertaining to Teacher-in-Charge 5. III. of Points Total Performance Rating Experience/Outstanding Accomplishments Education/Training Potential Psychosocial attributes and Personality traits 40 10/25 10/10 2. a specific number of points is assigned to each criterion as follows: Criteria Maximum No.

2 pts. Nomination in the region/awardee in the division .5 pts. Co-authorship of a book . Note: For Head Teacher and Principal: Training credited in the previous promotion will not be considered in succeeding promotion.8 hrs. D.1 pts. Consultancy/Resource Speakership in Training/Seminars/ Workshops/Symposia (5 points) District level ..4 pts.3 pts..5 pts.5 pts. Work plan or essential parts thereof adopted for wider implementation .3 pts. BEEd/BSE + 6 units of Management 8 hrs. III. VS for the last 3 yrs. (Shall be divided by the number of authors) Articles published . B. as Principal BEEd/BSE + 9 units of Management 8 hrs. 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. Division level . of relevant training 1 yr. of relevant training 1 yr.4 pts.2 pts. VS for the last 3 yrs.1 pt.1 pt. Innovations (5 points) Conceptualized an innovative work plan and properly documented and approved by immediate chief and attested by authorized regional/division official . as Principal BEEd/BSE + 6 units of Management 8 hrs. Research and Development Projects (5 points) Sole Authorship of a book . Nomination in the Department/awardee in the region .5 pts. Conducted research at the division level . National awardee (Kapwa Award/Pagasa Award/ Presidential Award) . Nomination in the division/awardee in the district . (Per article but not to exceed 4 pts. Work plan has been implemented with documented outputs 3 pts. Outstanding Employee Award (5) points Awardee in the school . Principal Criteria PI PII PIII PIV Education Training Experience BEEd/BSE with 18 professional units in education or its equivalent 8 hrs. Conducted research at the other school level . or HT for at least 1 yr. as Principal Performance VS for the last 3 yrs.3 pts. . Regional level . of relevant training Experience 1 year as TIC or 3 yrs. VS for the last 3 yrs. of relevant training MT I for at least 2 yrs.) E..1 pt. C. Teaching experience 1 year as HT 2 years as HT 3 years as HT 4 years as HT 5 years as HT Performance VS for the last 3 rating periods VS for the last 3 rating periods VS for the last 3 rating periods VS for the last 3 rating periods VS for the last 3 rating periods 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 MT II for at least 1 yr.. Outstanding Accomplishments (25) points A.. or TIC for at least 3 yrs. or TII for at least 4 yrs. Annex II COMPUTATION OF POINTS I.4 pts.2 pts. or TI for at least 5 yrs. Implementation of work plan has been started . Research and Development Projects (5 points) Conducted research at other levels . Performance Rating (40 points) Numerical Rating result multiplied by forty (40) per cent II. of relevant training 1 yr.

promotion and designation of school heads shall be based on merit.6 pts. Ma units 18 units . IV. Psychosocial attributes and physical characteristics (2. Co-chairmanship of a technical committee . Policy No.4 pts. Chairmanship of a planning committee . 2. Education (10 points) Bachelors degree in Education .4 pts. 85.10 pts. competence. WHEREFORE. International level . Co-chairmanship of a planning committee . 040863 Secretary Edilberto C. Training (10 points) Participant in 3 or more training activities For at least 2 days . fitness and equality.4 pts.2 pts. among other things. s.5 points) Annex C DE JESUS. Edilberto C.National level . He likewise stated that that the proposed modified requirements are not lower than those provided under the CSC Qualification Standards.5 pts. 24 units or completion of academic requirements . MA degree . Part I General Policies of CSC MC No. considered. 2003 pursuant to RA 9155. 2003 specifically the 3rd paragraph provides that Agencies are encouraged to set specific or higher standard for their positions.5 points) VI. Chairmanship of a technical committee . De Jesus of the Department of Education (DepEd) requests the modification of its 1995 approved qualification standards for the following positions: For Elementary School For Secondary School Head Teacher I to III Head Teacher I to VI Principal I to IV Principal I to IV Secretary De Jesus stated that the modification is anchored under DepEd s Guidelines on the Selection. Education and Training (20 points) A. These standards shall be submitted to the Commission for approval. and once approved they shall be adopted by the Commission as qualification standards in the attestation of appointments of the agency concerned.8 pts. Potential (2. V. 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) Head Teacher III 15 2 Bachelor s degree in Elementary or Bachelor s degree with 18 professional education units 2 years as Head Teacher 8 hours of relevant training 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 1 year as Teacher-InCharge or 3 years teaching experience 8 hours of relevant training RA 1080 (Teacher) Head Teacher II 14 2 Bachelor s degree in Elementary or Bachelor s degree with 18 professional education . (Underscoring supplied). 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. foregoing premises. Promotion and Designation of Schools Heads under DepEd Order No. 030962 dated September 12.10 pts.8 pts. Teacher I to VI and Principal I to iv (For Secondary School) Positions in the Department of Education x----------------------------------------------------------x RESOLUTION NO . that the selection. Said Act provides. otherwise known as the Basic Education Act of 2001. B.6 pts. Re: Qualification Standards for Head Teacher I to III and Principal I to IV (For Elementary School).

. or TIC for at least 2 years. or HT for at least 1 yr..units with appropriate field of specialization 1 year as Head Teacher 8 hours of relevant training RA 1080 (Teacher) Head Teacher III 15 2 Bachelor s degree in Elementary or Bachelor s degree with 18 professional education units with appropriate field of specialization 2 years as Head Teacher 8 hours of relevant training RA 1080 (Teacher) Head Teacher IV 16 2 Bachelor s degree in Elementary or Bachelor s degree with 18 professional education units with appropriate field of specialization 3 years as Head Teacher 8 hours of relevant training RA 1080 (Teacher) Head Teacher V 17 2 Bachelor s degree in Elementary or Bachelor s degree with 18 professional education units with appropriate field of 4 years as Head Teacher 8 hours of relevant training RA 1080 (Teacher) Classification and Compensation Scheme for Teaching Positions in Elementary and Secondary Schools 6-29 POSITION TITLE SG LEVEL EDUCATION EXPERIENCE TRAINING ELIGIBILITY 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) 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 III for at least 3 years.. or MT II for at least 1 yr. or T I for at least 5 years 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 . or T II for at least 4 years.

(Signed) KARINA CONSTANTINO-DAVID Chairman (Signed) J. 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 T I for at least 5 years 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 1 year as Principal 8 hours of relevant training RA 1080 (Teacher) Principal III 20 2 Bachelor s degree in Elementary or Bachelor s degree with 18 professional education units + 6 units of Management 2 years as Principal 8 hours of relevant training RA 1080 (Teacher) Principal IV 21 2 Bachelor s degree in Elementary or Bachelor s degree with 18 professional education units + 6 units of Management 3 years as Principal 8 hours of relevant training RA 1080 (Teacher) RESOLVED further. BUENAFLOR Commissioner Commissioner Attested by: (Signed) REBECCA A. Quezon City. or HT for at least 1 yr. VALMORES (Signed) CESAR D. July 28. or TIC for at least 2 years. WALDEMAR V.. 2004.. Let copy of this Resolution be disseminated to all Civil Service Commission Regional and Field Offices. FERNANDEZ Director IV ..units + 6 units of Management 1 year as Principal 8 hours of relevant training RA 1080 (Teacher) Principal III 20 2 Bachelor s degree in Elementary or Bachelor s degree with 18 professional education units + 6 units of Management 2 years as Principal 8 hours of relevant training RA 1080 (Teacher) Principal V 21 2 Bachelor s degree in Elementary or Bachelor s degree with 18 professional education units + 6 units of Management 3 years as Principal 8 hours of relevant training RA 1080 (Teacher) 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 MT II for at least 1 yr. or T III for at least 3 years. or T II for at least 4 years.

7. Commission on Higher Education (CHED)-supervised higher education institutions (HEIs). NBC No.2 To rationalize the salary rate appropriate to a faculty rank. 1985 with retroactive effect on July 1.1.2 The Point System The CCE point system in determining faculty rank and subrank is as follows: 7. 7. position classification and pay plans.1 To standardize faculty ranks among institutions. together with the DBM.2.1. National Compensation Circular (NCC) No. 7. the Philippine Association of State Universities and Colleges (PASUC). Since then.1 Major Factors and Maximum Points Factors Maximum Number of Points Educational Qualification 85 Experience and Professional Services 25 Professional Development. amendments of certain provisions including improvements of the CCE have been introduced through NCC No. 7.2.1. HEIs and TEIs. 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. classification and promotion of a faculty. 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.2. Under NBC No. NCC No. 985.Chapter 7 Position Classification and Compensation Scheme for Faculty Positions in State Universities and Colleges Prior to the issuance of PD No. 7. 1984. 7. 461 is a revision and an update of NCC 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. 33 was issued on January 2.3 To have an instrument for generating the faculty profile across SUCs.2. 461. across institutions and across disciplines and fields.5 To motivate a faculty to upgrade his/her rank and compensation by improving his/her academic qualifications. 68. Technical Education and Skills Development Authority (TESDA)-supervised Technical Education Institutions (TEIs) and SUCs are covered.4 To serve as basis for policy decisions for accelerated faculty development.2.2. 461.2. 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.2 Common Criteria for Evaluation As part of the PCCSFP. 69 and the latest. 985. research and extension activities in all SUCs. 7. 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.2. 461 Faculty Rank Sub-Rank SG Point Bracket I 12 65 Below Instructor II 13 66 76 III 14 77 87 I 15 88 96 Assistant II 16 97 105 Professor III 17 106 114 IV 18 115 123 I 19 124 130 II 20 131 137 Associate III 21 138 144 Professor IV 22 145 151 V 23 152 158 I 24 159 164 II 25 165 170 Professor III 26 171 176 IV 27 177 182 V 28 183 188 VI 29 189 194 College/University Professor 30 195-200 .2.2.2 Point Allocation Under NBC No. The CCE has the following objectives: 7. 7. CHED-Supervised HEIs and TESDASupervised TEIs. The new CCE which was developed by the CHED and PASUC places more emphasis on advancement and performance rather than on educational qualifications.1. and 7. it is imperative for all faculty to pass through a CCE that can distinguish the different faculty ranks within institutions.2. achievements and performance. 69 which was exclusively for the faculty positions in SUCs. started deliberating on a scheme of upgrading/promoting qualified and deserving faculty members through a process of objective evaluation.1 The CCE Concept and Objectives To implement a standardized PCCSFP.1 Coverage The Position Classification and Compensation Scheme For Faculty Positions (PCCSFP) covers all teaching positions involved in instruction. Achievement and Honors 90 TOTAL 200 The specific factors and guidelines for determining credit points are in Annex A of this Chapter. a CCE is established which shall be the primary basis for recruitment. As early as 1982. This Circular established the position classification and compensation scheme for faculty positions in SUCs. When the SUCs were placed within the ambit of PD No. National Budget Circular (NBC) No.1.

promotions to higher rank and sub-rank shall be subject to Qualitative Contribution Evaluation (QCE).2 Productivity .1 Education .2. in HEIs and TEIs shall similarly be subject to prior evaluation by the Accreditation Committee. 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.1 CCE points of at least 124. 7.1. may subsequently grant promotions to faculty members for meritorious performance. the QC shall be in any two (2) functional areas chosen by the candidate prior to any assessment year.2 Appointment to the ranks of Instructor II to Assistant Professor IV shall be subject to the following requirements: 7.5. a common evaluation instrument is prepared by a joint committee of CHED and PASUC.2 For those seeking promotion to the Associate Professor rank. namely: instruction. Upward movements to Professor ranks in SUCs and to Associate Professor ranks.3 For the QC of Instructors and Assistant Professors. 7.6 Presidential Discretion The Head of the SUC. research.8. by the direct supervisor. 7.3 QC in instruction. 7.3 For those seeking promotion to the Professor rank. 7.1 The highest rank that can be allowed in HEIs and TEIs is Associate Professor V. and 7. compendiums and major bodies of published work.3. 7. 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. 7. and by his/her external and internal communities.3 Appointment to the rank of Associate Professor shall be subject to the following requirements: 7.1. in the case of those in HEIs and TEIs.2. and other works of similar nature. shall be given the rank and salary corresponding to that higher rank.1 Instructor I Entry level. the QC shall be in any three (3) functional areas chosen by the candidate prior to any assessment year.3.7. 7. 7.2.3.2.1 For those seeking promotion to the higher sub-rank of Instructor and Assistant Professor.2.1 In addition to the CCE.3. 7.7. PASUC and TESDA.1 Scientific articles in publications of international circulation. and 7.3. HEI or TEI.2 Qualitative Contribution (QC) is the continuous improvement towards excellence by a faculty member in all four (4) functional areas of the institution.2.2.3 In the initial implementation of NBC No. QCE is the process of determining the eligibility of a faculty candidate for the particular rank and sub-rank indicated by the CCE. and 7.1 A faculty member who is assigned on the basis of the CCE and QCE to a sub-rank higher than his/her present rank.7.8.2. total of CCE points is 65 or less.5. 7. 7. to the requirement for appointment to such ranks.3.2 The quota for the rank of Professor shall be 20% of the total number of faculty positions of each SUC.4 Accreditation Accreditation is a screening process for validating the eligibility of a faculty candidate to the rank of Associate Professor or Professor. provided further that such upward movements shall be limited to the highest sub-rank of the assigned rank as indicated in the CCE.7.3 Qualitative Contribution Evaluation 7. monograms.2 Earned MA degree.1. 7.1 The minimum criteria for appointment to full Professor ranks are as follows: 7.4 For the QC of Associate Professors and Professors.3. 7.2.7. 7.2.4 Accreditation by a committee of experts constituted by PASUC for candidates entering the Associate Professor rank for the first time.7 Appointment to Ranks Below Professor 7. 7.3. 7. The evaluation is done by the ratee s client. 7.2.4 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. 7.2.1 CCE points of at least 66 for the higher sub-rank of the Instructor position and at least 88 for the Assistant Professor position.7. 7.8.8.7.3.This refers to the relevant doctoral academic degree from a college or university of recognized standing either locally or abroad.1.This refers to significant outputs.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.7.2 Earned MA degree for Assistant Professor II to IV.3 Books. The evaluation is done by the faculty concerned. 7.5. inventions and other significant original contributions. his/her supervisor and his/her student beneficiaries. extension and production.2. 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: 7. the QC shall be on Teaching Effectiveness. and to the quota system prescribed for Professors. a common evaluation instrument is prepared by a joint committee of CHED.7.2 Discoveries.2.8. in the case of SUCs. particularly on substantive issues/ questions related to the field of specialization/ discipline of the candidate.8 Appointments to Professor Ranks 7.2. 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. practical application of research results in industrial or commercial projects and/or undertakings.8.3.3.1.5 Such other criteria which the Accreditation .7. otherwise known as Teaching Effectiveness. or subsequently promoted through presidential discretion.5 Determination of Appropriate Faculty Rank and Salary 7. 7.7. However. 461.2.8.2. his/her peers. the foregoing doctoral degree requirement may be waived.1.3 QC in at least 2 of the 4 functional areas. 7. by the stakeholders in the completed projects.1. The process involves written exams and interviews.8.

1.2.5 Qualifications for Accreditation as College/University Professor 7. The salary grade of incumbents thereof who were accredited under NCC No.2 Scientific articles in publications of international circulation. 7.2. and has earned 20 points in the following areas: 7.3.8.9.3 Limitations The following guidelines set the limitations for appointment as College or University Professor: 7.2.8.2 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. 7. 7. 461. 7.2.9.9. and major bodies of published work.5.3 Professional standing .9.2.8.9.1 Deserving faculty members. and 7. and 7.2 The appointment to Professor Ranks shall be subject to the following requirements: 7.5 Supervision.2. inventions and other significant original contributions. insofar as pertinent.3 SUC Presidents/Vice-Presidents who opt to return to teaching after the expiration of their fixed terms of office may be appointed as College/University Professors subject to the provisions of NBC No.3 He/She must be known for intellectual maturity and objectivity in his/her judgment. provided that the candidate has an appropriate master s degree.5.2 SUC Presidents and Vice-Presidents or their equivalents who opt to receive the basic salary pertaining to their assigned academic rank under the CCE. occupying Professor positions who satisfy the qualification for accreditation under item 7. 69 shall be coterminous with the incumbents.2. and 7. the total of which shall not exceed the number of authorized colleges and external campuses of the respective SUC.2 Only one position of University Professor.2. 7. 7. 7.5 QC in at least 3 out of the 4 functional areas. and 7.9. 461.2. all candidates for the rank of College/University Professor shall undergo screening by an independent body.2.2 He/She must have expert knowledge in one field or division and familiar with at least one other subject within another division.8. duly constituted byPASUC. 7. in case of a faculty. to be organized by the Philippine Association of State Universities and Colleges (PASUC).Committee may require as may be warranted by new developments in science and technology.9. 7.9.2 Earned doctorate.8.6 Research results applied or utilized in industrial and/or commercial projects or undertaking.1.3.9.8.8.9. in addition to the slots available for deserving faculty members.2 Earned doctorate.2.9. upward movements of incumbents of positions of College Professor. is authorized for every 6 years. any vacancy arising from the retirement/ resignation of a faculty member appointed as College/ University Professor. SG-29.3.4 A pass from a Screening Committee.9. 7. 7.2 The following are the requirements for appointment as College/University Professor: 7.8. 7. 7. 7.9.1 CCE points of at least 195.8.4 Accreditation by a committee of experts constituted by PASUC for candidates entering the Professor rank for the first time.8.2.2.2. monograms.9.1 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.9. and 7. Thereafter. tutoring or coaching of graduate scientists and technologists. in the case of Professors IV to VI. and other works of similar nature.8.9. . or where such doctoral program is rare as determined by CHED.2.3.1.3 Limitations The following guidelines set the limitations for appointment to Professor ranks: 7.2.8.1 CCE points of at least 159.1 The number of Professor positions shall not exceed 20% of the total number of faculty positions in the SUC concerned.3.8.4 Research recommendations transformed to public policy benefiting the country. to the new rank of College/University Professor. SG-30.3 QC in at least 3 of the 4 functional areas.This refers to the level of acceptance and recognition in the academic community in terms of professional.1 The following are deemed qualified for appointment as College/ University Professors: 7.3 Discoveries.2.9. Hence.1 Only one position of College Professor.9. or he/she must have manifested outstanding performance in his/her executive leadership role. 69 shall remain at SG-29 until they qualify as College/University Professor based on the point allocation under NBC No.1. is authorized for every 6 years. the total of which shall not exceed 5% of the total number of accredited full professors in the university concerned. 7.2. 7. 7.2. is not automatic. 7.5 hereof and duly accredited by the PASUC Accreditation Committee.2.8. per college.9 Appointments to College/University Professor Ranks 7. the doctoral requirement may be waived.8.9.4 Screening Process Upon recommendation by the institution head concerned.9. per University.3 Professorial accreditation.3 The classification of existing College Professor positions at SG-29 whose incumbents were appointed based on the previous point allocation under NCC No. moral and ethical integrity.1 Books. compendiums. 7. where a doctorate is not normally part of career preparation. 7.5. 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.2. 7. and 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.

5 He/She is accorded various forms of honors (awards.5.3 His/Her works are worldly acclaimed and provoke spirited discussions among scholars. SG-11.10.1 For faculty members with Bachelor s degrees and with special vocational preparation AR PHTR = --------.0015 AR 7.10 Conversion of Teaching and Teaching-Related Positions in CHED-supervised HEIs and TESDAsupervised TEIs Integrated into SUCs 7. SG-15 7. 7.5. etc. here and abroad. 7. the evaluation may be undertaken every even year. titles.4 He/She is often invited to other universities and scholarly gatherings for the originality of his thoughts.296 7.0012 AR 1.9.5 = 0. SG19 Master Teacher II.x 1.0014 AR 7.1. and Teacher III.13. HEIs and TEIs The heads of SUCs.2. 7.1. 7.2 For graduate program 7.5 Recognition and esteem could be manifested in the following ways: 7. The DBM ROs shall then prepare the Notice of Organization. SG-17 Head Teacher III. shall be automatically converted/retitled to Instructor I.1 His/her contributions to the advancement of his/her fields of specialization are recognized by colleagues.1 To preclude position downgrading implications.1. 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.5. SG-12. Manual on Position Classification and Compensation 7-14 7. 7.1 Honoraria for Teaching Overload Faculty members are entitled to honoraria for services rendered in excess of the regular teaching load.5.) T = 1.25 = 0.9.13. Honoraria shall be based on the Prime Hourly Teaching Rate (PHTR) which shall be computed as follows: 7.9.10.9.5. SG-12.3 The initial faculty ranks shall serve as bases for future movements/promotions to higher level positions.5.5. the faculty concerned shall retain his/her assigned rank and salary grade at conversion until he/she qualifies for a higher rank.10.1 For undergraduate program AR AR PHTR = --------T = -------.2 Representation and Transportation Allowances (RATA) Faculty members who are designated as VicePresidents/Deans/ .x 1.9.11 Role of Agencies in the Implementation of NBC No.2 For faculty members with Master s degrees PHTR = 0. In the case of HEIs and TEIs.13.7. Teacher II.5. 7.2 He/She is published in the most respected learned journals in his/her field of specialization.3 For faculty members with Doctorate Degrees PHTR = 0.1. 7. 7.11. often from various disciplines. 7.4 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.9. Role of SUCs.13.25 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 7.10. the following allowable percentage weights are adopted: 25% of the official time of faculty members concerned shall be credited to actual teaching load. 7. chairs.12 Evaluation Cycle As a matter of policy. 7. Staffing and Compensation Action (NOSCA) reflecting the changes in the rank/sub-rank and salaries of faculty members concerned in the respective institution.1.1. Should the ensuing evaluation under NBC No. SG-17 Assistant Professor III.13 Additional Compensation for Faculty 7.000781 AR W 1600 Where: AR = annual salary rate of each faculty proposed to be paid honoraria W = Total teaching hours (40hrs/week multiplied by 40 weeks or 1600 hrs. Examples: From To Secondary School Principal II.5. Role of DBM The DBM Regional Offices (ROs) shall verify and post-audit the PSIPOP. 461.5.5. 461 7.9. HEIs and TEIs shall submit the Personal Services Itemization and Plantilla of Personnel (PSIPOP).13.13. SG-19 Associate Professor I.2. 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.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.4 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.2. 7.2. the evaluation may be undertaken every odd year for SUCs.13. 461 result in the downgrading of the initial ranks. SG-15 Assistant Professor I.).13.5.1.11. 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. or as a Dean/Department Head or Director.2 All positions of Teacher I. SG-10.

2. 7.2.13. janitors and security guards and at least 1.4 Designated Director of each satellite campus/ branch/center/institute. the Classification and Compensation Scheme for Faculty Positions 7-15 SUC to have at least 10 research projects with a total cost of P500.2.3 Directors/Department Heads equivalent to Chiefs of Division 7. when no authorized extension services function in the GAA. 7.5 Designated Director of Student Affairs Services for SUCs with at least 4. he/she shall be allowed to receive the higher salary. it may still be entitled to a Dean. . Said salary differentials shall form part of their actual salaries as designated VPs.2.3 Compensation of faculty/non-faculty members designated as Vice.13.2.13. 7.13.13.13.2. 7.1 Designated Dean of the Graduate School with at least a Master of Arts/Master of Science Program with 15 faculty members. 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.2.2 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. 7.2.3 Designated Director of Auxiliary Services.6 Designated Department Heads of different departments/colleges. It shall not be considered for purposes of the computation of terminal leave benefits (TLB). 7.13. the VP shall continue to be entitled to step increment in his/her regular position but not as VP. 7.2.000 per annum.13.13.2 Designated Deans of Colleges with at least four (4) degree programs and a teaching complement of 40 full-time faculty members.000 students in the tertiary level.000 appropriation for research service function.13. if it meets the following: No.2. provided each campus/branch/center/ institute has a complete administrative staff.3 The aggregate salary received during the designation cannot be used as previous salary for purposes of future appointment.3. an accountant/bookkeeper. 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). The year-end benefits (YEB) and retirement and life insurance premiums (RLIP) shall be adjusted accordingly during their periods of designation. a supply officer/property custodian. 7. an administrative officer/administrative assistant.000 college students. In case the SUC cannot meet the minimum number of programs required.Presidents (VP) 7.2.1 Designated Director of Research Services.e.000 per annum.3.4 During the period of designation.1 Vice-Presidents SUC Level Rank Equivalence 4 3 2 1 Bureau Director Assistant Bureau Director Bureau Regional Director Bureau Assistant Regional Director 7.3.2 Deans equivalent to Assistant Bureau Regional Director 7. of Programs No.2 Designated Director of Extension Services.13. the SUC to have at least 10 extension services projects with a total cost of P500.13.3. provided the SUC has a yearly income from its operations of at least P60. a cashier/ disbursing officer and other support positions such as clerks.Directors/Department Heads are authorized RATA based on their rank equivalence at the rates provided in the annual General Appropriations Act (GAA).13. duly mandated by law. with at least P500..13.13.3. i.3. with at least P500.2.3. at least a budget officer. 7.13.3.3.1 Faculty and non-faculty members who are designated as VPs shall be entitled to the difference between their Manual on Position Classification and Compensation 7-16 present salaries and the 1st step of the salary grade of the VP positions corresponding to the level of the SUCs concerned. when no authorized research function in the GAA.000 and at least 7 personnel involved in such income generating projects. 7.2. 7.3. In case his/her step increment in his/her lower position overtakes the 1st step of the VP position.000 appropriation for extension service function. of Full-Time Faculty Members 4 3 2 1 40 50 60 70 7.

within the period of his/her designation.. is integrated into the basic salaries of the University s employees for purposes of retirement benefits.. However. shall be credited only for his/her M. State institution of higher learning refers to a chartered SUC. is applicable only to PUP.1 For every 3 units earned toward a higher approved degree course (maximum of 10 pts. shall be credited only once.5. The night pay does not partake of the nature of overtime Classification and Compensation Scheme for Faculty Positions 7-17 pay which is not part of basic salary.1.85 pts. Manual on Position Classification and Compensation 7-18 Annex A Specific Factors and Guidelines for Determining Credits Points Under the Common Criteria for Evaluation 1. This authority.4 Diploma course (above a bachelor s degree).2 Additional equivalent and relevant degree earned 1. Physics.75 service in an institution of higher . degree. CHED-Supervised HEI or TESDA-Supervised TEI whose main function and responsibility is tertiary education and which offers degree programs. Educational Qualifications ----------------------------------.3 LLB and MD . or the duties and functions other than teaching which the faculty performs.13. A year means at least 2 semesters.4.25 pts. His/Her step increment shall be reckoned from the date of his/her appointment to the newly converted faculty rank.13.13.5 In the event that the designation.. is revoked by the Governing Board of the SUC concerned.A.A.S. 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.7. whichever is highest. who acquired 2 bachelor degrees like A.3. holder. 1.13.3.B.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. the step increment earned by a teacher in his/her previous position cannot also be carried over to the converted faculty rank.2 The night pay.) 1 2. etc.0.4 1.2 Additional Bachelor s degree .6 Special Courses 3-year post secondary course 30 2-year post secondary course 25 1.1 Doctorate Degree 85 1.3 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.2 In case of conversion of a teaching position to a faculty rank. additional credit of 5 points is given for every year over 4 years 1.1. he shall revert to his/her salary in his/her regular position plus any step increment he/she earned during the period of designation. however.1. in Math acquired a degree in M.S.2.1..1 Additional Master s degree ..1 Highest relevant academic degree or educational attainment with the following maximum points credits 1. . Classification and Compensation Scheme for Faculty Positions 7-19 For example. therefore. The night service is considered as a separate and distinct program from the regular 8-hour service. The services and experiences of a faculty who is designated to an administrative position like Vice-President. 7.2 For every year of full-time academic .5. 65 The MD shall be considered a Doctorate degree if the holder is teaching in a College of Medicine 1. The night pay partakes more of the nature of basic salary.13. an M.4.13.5 Step Increment of Faculty Members 7.5 Bachelor s degree (4 years) 45 In the case of a Bachelor s degree which is more than 4 years. 7. BSE.1. 55 1. Relevance is the applicability of the degree to teaching and to the subjects the faculty is teaching.3 Additional credits earned 1. 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. Dean. Experience and Professional Services------------------------------.4 Night Pay of Faculty/Non-Faculty of the Polytechnic University of the Philippines (PUP) 7.1. 2..1 In cases of promotion or movements from one rank/sub. 7. 7. as a matter of right for recompense of services rendered in the night program of the University. Director.2. being of a temporary nature. 2. .2 Master s Degree 65 1.1 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.rank to another. His/Her next step increment shall be reckoned from the date of his/her appointment to the higher level faculty rank. a holder of an M.13. 1..

prototype and computer-aided instruction materials..g. the points are to be divided equally among them. workbooks. exhibits.0 d. Professional Development Achievement and Honors . Originality. . The patent paper/document must be presented to ascertain patent score. Documentation and evidence 25% of 1 7 pts. . CHEDSupervised HEI or TESDA.1.5 For every year of experience as: a.1. . As reviewer. teaching guides. Local . .. of dissemination 3.1 are as follows: A. Vice-President .. science and technology.1 For every cost and time-saving 1 to 7 innovation. . Plant/Farm Manager ..40% of 7 (0. Technician . 3.) 3. 1-4 d. patented invention and creative work as well as discovery of an educational.. . or doing research on a professional level in a research institution. National . As editor . 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. a University Committee shall be the accrediting body. flipcharts. Creative work has to satisfy one or more of the following criteria: 1.0. Acceptability and recognition 25% of 1 7 pts. credit is awarded only for that factor. including Science and Technology and references Role Tertiary High School Elementary Single author 7 pts. 1-3 f. C. 1-4 e.5 b.1-3 Under this item are approved and published sets of complete modules. If patent pending Multiply patent by weight according to utility 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 . Syllabi. Cooperating Teacher.0 c. . Manual on Position Classification and Compensation 7-20 2. Discoveries A discovery must be the first of its kind or not of common knowledge. Co-author 5 3 2 Reviewer 4 2 1 Translator 4 2 1 Editor 3 2 1 Compiler 2 1 1 3. If patented Multiply patent score by weight assigned according to criterion of utility 2.5 b.4 For every year of full-time industrial/agricultural/teaching experience as: a.3 .5 c. As original author . Credit points are divided equally among 2 or more individuals claiming credit for the same invention. educational 60% of 7 (0.1. As translator.2. Engineer.4 x 7) nation.90 pts.g. (1). 5 pts. . International .5 b.. is satisfied. 3.0 b. Dean/Director/School Superintendent . Principal/Supervisor/Department .7 b. B. . . 4. original..6 x 7) impact. e. scientific and/or cultural value Sub-categories under 3. Criteria Credits 1... DOST Education. e.3 c.Supervised TEI.. CHEDSupervised HEIs and TESDA-Supervised TEIs.2 Classification and Compensation Scheme for Faculty Positions 7-23 3.learning other than SUCs.1. laboratory manuals. Basic Education Teacher. compiled copies of machine-copied documents. 4 pts. copyrighted/published within the last 10 years a. President .4 For every instructional manual/audio-visual material developed and approved for use . . including software. operation manuals. The basis for the weight is the patent score.1. If only one factor.1. As compiler 1-2 The factors and their weights are: Textbooks.DECS/CHED/TESDA For the institutional level.3 For every year of administrative designation as: a. . . .0 Chairperson/Head of Unit 2. Inventions These are original patented (or must have patent pending) works which have direct contribution to education. technical.2 For every published book. Skilled Worker . It shall be the result or product of the research of an individual or a group of faculty.3.2.. 2.. . Originality 25% of 1 7 pts. 2-5 c. documentation 2. Evidence of wide dissemi.0 3.1... patented inventions. edited..3 For every scholarly research/monograph/educational technical articles in a technical/scientific/professional journal a. Relevance and value 25% of 1 7 pts. or compiled.5 2.. publications and other creative works (maximum of 30 pts. As co-author .1.1. publications Where there are more than one proponent. Criteria Credits 1. .1 Innovations.1. . .

. 1 d.5 For expert services in accreditation work as member of the Board of Directors. Law.2..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. scientific or cultural nature (foreign or local) sponsored by the government or other agencies a.2. Teacher s Board.) 3.2 3..2.6 Professional examinations 3. International . resource person or guest speaker in conferences. International .5 3..1/120h or fishery training (maximum of 5 pts. . Professional Officer 1 Member .00 b.3. National .5 Magna Cum Laude . . workshops a.2. National . competitive or non-competitive 3.1 3. 3 Cum Laude . 1. Engineering. National .1 For every relevant licensure and other professional examinations passed (maximum of 10 pts.1. International . International 5 b.2.4 Awards of distinction received in recognition of achievements in relevant areas of specialization/profession and/or assignment of the faculty concerned Manual on Position Classification and Compensation 7-26 a. National . International .. competitive Doctorate .2.. Role Credit Single author or maker Full Co-author. Learned Society Full member .2. International.3 For participation in conferences..This may be degree or nondegree granting.1 3. seminars.4 For certified services as reviewer/examiner in the Professional Regulations Commission (PRC) or in the Civil Service Commission .7 For every year of service as coach/trainer in sports or adviser of student organization . masteral and undergraduate theses (maximum of 10 pts. etc 5 .2. Those which can be credited are approved by the department or college for instructional purposes. non-competitive Doctorate . Accounting.1 For every year of participation in service-oriented projects in the community . 5 b.) Classification and Compensation Scheme for Faculty Positions 7-25 3.2 For certified industrial. Undergraduate thesis. as sample of the material and a certification by the College/Department as to its usefulness and acceptability for instruction must be presented.3 Scholarship/Fellowship ..) a. .2 For expert services.3 c. Honor Society . Local .3 b..) 3. Local 1 Manual on Position Classification and Compensation 7-24 3. . Local .2. 2 Non-Degree .2. Local. National/Regional.1. member of the Technical Committee or Consultant Group . training and active participation in professional/technical activities (Maximum of 30 pts..2. professional.6 For expert services in trade skill certification .1 Training and Seminars (Maximum of 10 pts. .2.) 3.1 e.2 Masteral . 3 c. National/Regional. International. .3 Membership in professional organizations/honor societies and honors received (maximum of 10 pts.. Scientific Society ..2.5.2 Associate member 1 b.2.2 3.25 3...1 3. 3 c.3. 3 Masteral 2 Non-Degree 2 c.. and/or training courses a.. workshops. a. competitive Doctorate .) a.2 Expert services rendered (Maximum of 20 pts. Masteral thesis 0.. 1 3. 3 Masteral .5 b. non-competitive Doctorate . 0..2 c.2 3. . 1 d.5 Community outreach (maximum of 5 points) 3.3.) 3. Local 2 3. lecturer.2. National/Regional.1 3.) a.mock-ups are not considered under this item. 0.50 c. 1 c.3 For expert services as adviser in doctoral dissertations. co-maker Half For credits to be granted. Local ..2.2. Medicine. 1 3. 5 Masteral 4 Non-Degree 3 b.2.5 b. agro-industrial .. Doctoral dissertation. technological..2.1 For current individual membership in relevant professional organization(s) a. 3.6.2 For services rendered as coordinator.1.3 c.2 For undergraduate academic honors earned: Summa Cum Laude .1 For serving as a short-term consultant/expert in an activity of an educational.

2.4. which are incurred by officers or employees in the foreign posts. Plant Mechanic Certificate. 8. their designations are as follows: 8. In a diplomatic post where there is a consular section. 7157 covers the following classes of positions under the Foreign Service Group: Classes Salary Grade Foreign Service Staff Employee III 5 Foreign Service Staff Employee II 7 Foreign Service Staff Employee I 9 Foreign Service Staff Officer IV 11 Foreign Service Staff Officer III 15 Foreign Service Staff Officer II 18 Foreign Service Staff Officer I 22 Foreign Service Officer.4. All official acts of these officers shall be performed under such commissions.2.3. When in the foreign service. may be designated as division director. 8. 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. 8. 7157.1.3.3.3.1 Allowances When Assigned Abroad Foreign Service personnel who are assigned in foreign posts are entitled to the following allowances as provided under RA No. Class III 23 Foreign Service Officer.b. Class I. shall be assigned as second secretary in a diplomatic mission or consul in a consular establishment.3 A Foreign Service Officer.3.5 A Foreign Service Officer in any class. 8. 8. Class I 25 Counsellor 26 Chief of Mission. 8. or both. Professional Radio Operator Certificate . was enacted on September 19.1. and extraordinary and necessary expenses. Class III. not otherwise compensated for. Class II.1 Coverage The compensation scheme established under RA No. including chiefs of mission and career ministers. 1991. shall be assigned as third secretary in a diplomatic mission or vice-consul in a consular establishment.5 A Foreign Service Officer.. Foreign Service Officers shall be commissioned as diplomatic or consular officers. 8.2.2. Class II 24 Foreign Service Officer. may be designated as assistant division director. however. Class II. Foreign Service Officers may be designated as both diplomatic and consular officers.2 A Counsellor (Career Minister) shall be assigned as career minister in a diplomatic mission or as consul general to head a consular establishment. shall be assigned as first secretary in a diplomatic mission or consul in a consular establishment. 8.4.3.3 A Foreign Service Officer. Republic Act (RA) No. Master Plumber Certificate. or Class IV. Class IV.4 A Foreign Service Officer.6 A Foreign Service Officer.4 A Foreign Service Officer. Master Electrician Certificate. shall be assigned as third secretary in a diplomatic mission or vice-consul in a consular establishment. Class I 29 8. Marine Board/Seaman Certificate. 8. 8. 2 c.3 Designations When in the Home Office When in the Home Office. Class II 27 Chief of Mission. Their diplomatic and consular titles. Class III.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). may be designated as special assistant to the Secretary or to the Undersecretary of Foreign Affairs. Class I.1 Overseas Allowance (OA) 8.2.1 Purpose of OA .2 Designations When Assigned Abroad When assigned abroad. shall be coterminous with their assignments at the foreign posts. One of its objectives is to provide suitable salaries. 8.1 Chapter 8 Compensation Scheme for Foreign Service Personnel In pursuance of an independent foreign policy. differentials in the cost of living between the Philippines and foreign posts.2 A Counsellor (Career Minister) may be designated as executive director of an office.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. Any assignment in the home office requiring a rank higher than the actual rank of the officer assigned shall be in an acting capacity.6 A Foreign Service Officer below the rank of chief of mission may be designated as principal assistant in any office.4 System of Allowances 8. 8. to reorganize and strengthen the Philippine Foreign Service. 7157: 8. .1. Class IV 22 Foreign Service Officer. Foreign Service Officers are designated as follows: 8. 8. Philippine Foreign Service Act of 1991. Other trade skill certificate .1 A Chief of Mission shall be assigned as ambassador extraordinary and plenipotentiary to head a diplomatic mission or as deputy head of mission or as consul general to head a consular establishment.2.

1.4.2. that the dependents have not established residences elsewhere. or legally separated. pending Executive approval of an appropriate index for the new post. unhealthy or excessively adverse living conditions prevailing at post. or widower. be entitled to the OA based on the index of the post where they are temporarily assigned.1. 8. prohibitive rental cost or other circumstances. 8.2.4. those whose dependents have temporarily left their residences at the posts shall retain their with family status.2.8 Review and Adjustment of OA Rates The basic annual rates of OA may be adjusted not oftener than once a year.6 OA for Personnel Assigned at Hardship Posts . 8. reassignment or for any other reason. However.2.1.1. 8.2.4. further. that their absence at any one time shall not exceed beyond three (3) months. 8. provided that the Head of Post shall certify in the claim voucher that their individual allowances are insufficient to cover the rental of one (1) apartment or housing unit at the post.4 Conditions for Grant of LQA .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.It is granted to foreign service personnel to enable them to rent and maintain quarters befitting their representative capacities. In case of reduction.The grant of OA shall be in accordance with the provisions of Section 66 of RA No.1.The husband and wife who are assigned in the same post shall be entitled to separate OA corresponding to each of their respective ranks.4.1.1.The DFA indices for OA indicated in Annex B of this Chapter shall be used to compute the OA at the post of assignment.4. consisting of the DFA Secretary. and living without dependent Unmarried children who are mentally or physically handicapped as attested to by a medical certificate.The grant of LQA shall be in accordance with the provisions of Section 65 of RA No.5 hereof.2.2 Living Quarters Allowance (LQA) 8. only the spouse with the higher rank shall be entitled to the LQA. widow.In the case of a newly opened foreign service post which index has not yet been fixed.1.1.1. upon the recommendation of the Permanent Committee created under Section 67.1. 8. 8. 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. because of acute housing shortage. 8.2.The DFA indices for LQA indicated in Annex B of this Chapter shall be used to compute the LQA at the post of assignment. shall receive an additional 5% increase in their OA to meet other expenses brought about by dangerous. including chiefs of mission. 7157.2.1. 8.1.1.4. further.9 Advance Payment of LQA .4. 8. for the duration of the detail.4.4.1. provided. provided.4 OA for Husband and Wife .4. 8. 7157 and subject to the condition that nobody shall suffer a reduction as a result of the revision of the rates/indices.Payment of the LQA shall be made strictly on the basis of actual status at post. regardless of age. provided that the advance rental shall be paid directly to the landlord by the post. the claimants shall be entitled to their respective allowances.7 OA for Personnel on Temporary Assignment Foreign service personnel assigned abroad. as dependents. and for purposes of family status under Item 8.1.1.4. the personnel concerned shall not move to cheaper or smaller lodgings.4.6 Basis of Payment of LQA . for this purpose. 7157 and subject to the condition that nobody shall suffer a reduction as a result of the revision of the rates/indices. provided that for the duration of their absences. 8. two (2) or more foreign service personnel are constrained to rent one (1) apartment or housing unit jointly. payment in advance of LQA sufficient to cover the required amount may be authorized.4.4. the Department of Budget and Management Secretary and the Bangko Sentral ng Pilipinas Governor. the index of the nearest post in terms of economic conditions shall apply. 8.The basic annual rates of OA are indicated in Annex A of this Chapter.In the case of husband and wife who are both assigned in one (1) post.1 Purpose of LQA . the unexpired portion of the amount paid shall be duly refunded to the post. the claimant shall not be held accountable.1.1. who are detailed to another post shall.4.The basic annual rates of LQA which are commutable are as indicated in Annex A of this Chapter.4.8. Gainful employment outside of post is an indication of having changed domicile. incapable of supporting themselves and living with the officer or employee abroad.1.5 Conditions for Grant of OA . 8.4.1.1.1.Personnel assigned in hardship posts. 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.2.9 Index of Newly Opened Post . 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.4. finally. shall be considered. subject to the condition that in case of force majeure whereby the unexpired portion is not refunded. as determined by the President. provided that in case of recall. 8.4.1.2 Basic Annual Rates of LQA . provided.2 Basic Annual Rates of OA . RA No. as may be determined by the DFA Secretary.1. 8. 8.8 Joint Rental of Apartment or Housing Unit In case where.1.10 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 .3 Indices for OA . the other spouse shall be considered as dependent.4.7 LQA of Husband and Wife . In case of reduction.1.3 Indices for LQA . subject to the availability of funds.5 Classification of Family Status 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 Without family if single.2.1.2.

1. reasonable educational facilities for the officer s or employee s children.The territorial limits.1.5 Dependents Not Living with Foreign Service Personnel .4.1 Purpose of CA .3.4 When Unmarried Children are Considered Dependents . or by customary business practice.The following are the rates for CA which shall be granted once every 12 months: Rates in US $ Rank Tropical Zone Temperate Zone Chiefs of Mission. regardless of age. in case of concurrent jurisdiction.5.Unmarried children who are mentally or physically handicapped as attested to by medical certificate. incapable of supporting themselves and living with the officer or employee abroad.1.1.2 Allotment Fund for PA . payment of the above may be authorized chargeable against the account of the Department concerned.7 Entitlement to PA may be suspended due to insufficiency of funds. 8.4.4.1.4. shall be considered. subject to the availability of funds and as may be warranted by the housing situation in the post of assignment.2 Rates of CA . and US$ 75 per month for each dependent child not exceeding three (3) in number. no allowance shall be paid except as specifically approved by the President.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. the index of the nearest post in terms of economic conditions shall apply.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. pending approval of an appropriate index for the new post. 8.4. 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.3. provided further.1.4.3. for this purpose.A dependent child shall mean legitimate.In the case of a newly-opened foreign service post which index has not yet been fixed.4. as dependents.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. 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. illegitimate. 8.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. 8. no PA to be paid if the officer goes on leave with pay outside the territorial jurisdiction of the post 8.4. legitimated or legally adopted child who is not over 21 years.1. 8. . 8. 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.3 Payment of PA The PA shall be granted at a per annum rate beginning on the first day of the month following arrival thereat.4.4.3 Post Allowance (PA) 8.2 Rates of FA An officer or employee. 8.1 Purpose of FA .1.Subject to the prior approval of the Department head. 8.4.4.6 No PA shall be paid if the officer lives in a hotel as residence.1 Purpose of PA .1. shall extend to all countries or areas covered by the concurrent offices. 8.4.5 Territorial Limits .4. or by other unavoidable circumstances like lack of appropriate. 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.4.4 Duty Status . 8. not gainfully employed.1.11 Actual Rental In lieu of commutable living quarters allowance. notably unhealthy or excessively adverse living conditions.4.1. 8.5.3.1. unmarried.3.4.4.2. payment of actual rental of quarters occupied by the Head of Post may be authorized. All other meritorious cases may be considered by the Department head as the circumstances and the exigencies of the service may warrant. that any key money and/or real estate agent s fee or commission that may be required upon renewal of the lease contract shall likewise be chargeable against the account of the Department concerned.4. 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. and living with the officer or employee at the post of assignment.4.1.1.1. other than an alien or casual/contractual employee. 8. computed for the dependent spouse and for unmarried legal minor dependent children not exceeding three (3) in number.1. It shall be payable only when on duty status at his/her station.2.1. 8. shall be entitled to a commutable FA equivalent to: US$ 150 per month for the dependent spouse.3 Definition of Dependent Child . Payment of the utilities shall be in accordance with regulations as may be prescribed by the DFA Secretary.1.4.by the host government. 8.5 Clothing Allowance (CA) 8.3.3. provided the leave is spent within the territorial jurisdiction of the post.4.4 Family Allowance (FA) 8.4. 8.12 Index of Newly-Opened Post . or For the convenience of the Government. beyond 60 days. who is assigned abroad and whose family resides with the officer or employee at the post of assignment.4.1.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.

8.1. charitable contributions.1.3 Classification of Posts . membership dues.4.1.4.7 Representation Allowance (RA) 8.1 Purpose of RA . intemperance or misconduct on his/her part.7.6. 8.C. the Government shall reimburse the cost of medical expenses provided that no medical insurance scheme is available in the post of assignment.1. and such other incidental expenses as may be incurred in connection with such hospitalization treatment but not to exceed US$1.1.000. autumn.6 Medical Allowance (MA) 8. permanent delegates or representatives to international bodies.7.Should special entertaining be necessary because of formal visits of Philippine dignitaries travelling on diplomatic or special passports. Geneva Paris Wellington Hamburg Pretoria Xiamen The following posts are considered as falling under the tropical zone: Agana Jakarta Phnom Penh Bangkok Kuala Lumpur Port Moresby Brunei Lagos Saipan Havana Manado Singapore Honolulu Nairobi Yangon 8.1.4.The medical expenses shall cover the cost of hospitalization and/or payment of the services of the attending physician.4. summer.1.RA shall be expended only for purposes which are of a public character. flowers. club initiation fees.4. They may be expended for necessary entertainment.1.Counsellors (Career Ministers) and those assigned as Principal Officers or Consuls General $400 $500 Foreign Service Officers including those assigned as Consuls or Acting Principal Officers $300 $400 Foreign Service Staff Officers and Employees $200 $250 8. to represent the country with dignity and distinction. memorials.4.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.6. special envoys.Only legal dependents living with the officer or employee at the post shall be entitled to the MA.5 The annual RA rates are as follows: High Cost Posts are posts which have overseas allowance index in the range of 90 and above . gifts. 8.4. 8.00 or its equivalent.5. Compensation Scheme for Foreign Service Personnel 8-13 8. not as a result of vicious habits. and the like.It is intended to cover the cost of medical insurance in countries where medical care is unusually expensive.1.7. Where expenses are incurred for entertainment. winter and spring: Abu Dhabi Hanoi Riyadh Ankara Hongkong Rome Athens Islamabad San Francisco Baghdad Jeddah Santiago Beijing Kobe Seoul Berne Kuwait Stockholm Bonn London Sydney Brasilia Los Angeles Tehran Brussels Madrid Tel Aviv Bucharest Manama The Hague Budapest Mexico City Tokyo Buenos Aires Milan Toronto Cairo Moscow Tripoli Canberra Muscat Vancouver Chicago New Delhi Vatican City Dhaka New York Vienna Doha Ottawa Washington.4 Special Entertainment .4. 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.4.6.Foreign service personnel may be required by the DFA to subscribe to a medical insurance scheme available in the host country.6. including travel expenses to and from the hospital or clinic. and connected with the exercise of the functions of the Government in relation to the conduct of foreign affairs. including cost of hospitalization and medical treatment of foreign service personnel and legal dependents living with the officer or employee at the post.2 Medical Insurance .4.Expenses charged to RA must be supported by proper receipts or vouchers if the individual amount of expenditures exceeds US$50. No such expenses shall be incurred without the prior authorization of the DFA Secretary.3 Supporting Document . 8.7. 8.4. the DFA Secretary shall be informed in advance thereof and specific requests for funds therefor shall be made.It is granted to chiefs of mission.4.7.6.In the event of illness or injury requiring hospitalization of a foreign service personnel.1. and other ranking diplomatic officers. 8.2 Uses of RA .1.5 Legal Dependents .4 Medical Expenses .1. and to carry out their functions more effectively. and ranking foreign service officers stationed abroad to enable such officers to uphold the prestige of the Republic of the Philippines. D.1.1 Purpose of MA . 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.3 Hospitalization . having 4 distinct seasons.4. 8. namely. principal officers. 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. beneficial to the interests of the public service.

080 Foreign Service Officer.4.1 Assignment and Accreditation .700 Foreign Service Officer.4.600 Counsellor (Career Minister) 3.080 Low Cost Posts are posts which have overseas allowance indices in the range of 70 to 79 Rank/Position Representation Allowance Chief of Mission (not Head of Post) US $ 2.440 Foreign Service Staff Officer I 1. subject to presentation of receipts and other evidences of payment of matriculation.Rank/Position Representation Allowance Chief of Mission (not Head of Post) US $ 6. Class II 2.600 Foreign Service Officer.160 Foreign Service Officer.1.620 Foreign Service Officer. Class IV 1.700 Career Minister 2.080 Foreign Service Staff Officer I 900 Others duly authorized by the Secretary 900 8. Class II 1. Class I 3.800 Foreign Service Officer.440 Others duly authorized by the Secretary 1.8 Education Allowance (EA) 8. Class I 2. Class I 2.8.500 Foreign Service Officer.100 Foreign Service Officer. Class III 1. books and other school fees. except Trade Attachés who shall be assigned and accredited only after .5 Service Attachés 8. per school year for each child.440 Medium Cost Posts are posts which have overseas allowance indices in the range of 80 to 89 Rank/Position Representation Allowance Chief of Mission (not Head of Post) US $ 3.1 Purpose of EA . Class IV 1.800 Foreign Service Staff Officer I 1.000 Counsellor (Career Minister) 4.1. Class IV 1. 8.600 Foreign Service Officer. 8. Class II 2.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. tuition fees.080 Others duly authorized by the Secretary 1. Class III 1.5.700 Foreign Service Officer.2 Actual Costs The EA may be granted as reimbursement of actual costs.It is granted to compensate for additional cost incurred to educate legal dependents not exceeding 3 who are Compensation Scheme for Foreign Service Personnel 8-17 enrolled in the primary. with the approval of the President. Class III 1.1.880 Foreign Service Officer.8.440 Rank/Position Representation Allowance Foreign Service Officer. within such maximum amount as set by the DFA and DBM Secretaries. elementary and high school levels where free public education at the post is not provided for.4.

3.199 Counsellor (Career Minister) 52.871 35.714 15.000 15. no officer of the Philippine Government outside of the DFA shall be assigned an assimilated rank higher than Foreign Service Officer. Class III 37. 8. Class I.3. Department of Finance and Department of Agriculture are indicated in Annex C of this Chapter.394 Foreign Service Officer.185 18. 8.674 20.496 14.342 Foreign Service Staff Officer II 32.218 17.700 17.The President shall determine.588 Manual on Position Classification and Compensation 8-20 Annex B Table of Indices for Overseas and Living Quarters Allowances for Foreign Service Personnel Post OA in % LQA in % Post OA in % LQA in % 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 86 . Class IV 34.980 Foreign Service Staff Employee I 27.341 19.382 21.064 25.288 16.762 28. Class I 45.5.371 15.The authority to appoint service attachés and representatives shall be vested in the Department Secretary sending them. Class II 41.490 15.599 60.868 13.723 35.868 13.218 17. including Consul General 69.2 The assimilated ranks shall not confer diplomatic rankings for purposes of protocol.744 19.consultation with the Department of Trade and Industry Secretary.5.588 Foreign Service Staff Employee II 25.080 Foreign Service Officer.986 Foreign Service Officer.601 25.382 21.868 13. the assimilated ranks of service attachés for purposes of compensation. Department of Trade and Industry.518 Foreign Service Staff Officer III 31. 8.588 Foreign Service Staff Employee III 24.079 Foreign Service Officer. 8.342 Foreign Service Staff Officer I 34. Department of Tourism.5.521 42.1 As a general rule and except as the President may appoint.041 29.731 Foreign Service Staff Officer IV 29. Compensation Scheme for Foreign Service Personnel 8-19 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) With Family Without Family Chief of Mission Head of Diplomatic Mission Others. upon recommendation of the DFA Secretary. except military and trade attachés.5.2 Appointments .626 31. An agency shall have only one (1) service attaché or representative accredited to one (1) post. Manual on Position Classification and Compensation 8-18 The assimilated ranks of military and civilian attachés from the Department of National Defense.3 Assimilated Ranks .819 23.244 23.

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 96 100 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 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 94 70 91 90 85 96 .

30) LQA = US $ 27.218) (1.40 Post OA in % LQA in % Post OA in % LQA in % Hongkong SAR Honolulu Houston Islamabad Jakarta Jeddah Koror Kuala Lumpur Kuwait City Libreville Lima Lisbon London Los Angeles 100 100 100 . Sample Computation of OA and LQA Given: Employee A.583.74 LQA = US $ 21.382 LQA = US $ 21. married with one dependent child. holding the position of Foreign Service Staff Officer I and posted in Geneva OA = US $ 34.382) (1.218 Required: Annual proportionate OA and LQA while in Geneva OA = US $ 34.788.382 for the reference post x 107% for Geneva ---------------------------------100% for the reference post OA = (US $ 34.07) OA = US $ 36.93 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 90 130 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 Compensation Scheme for Foreign Service Personnel 8-21 Note: The reference post for the annual rates for OA and LQA (at 100%) is New York City.218 for the reference post x 130% for Geneva ---------------------------------100% for the reference post LQA = (US $ 21.

C. Class III Foreign Service Officer. Class IV Counsellor Foreign Service Officer. Class IV Foreign Service Officer. D. Class II Foreign Service Officer.80 81 86 86 75 81 93 78 87 100 100 115 110 100 70 95 100 100 90 100 100 90 130 130 100 The Hague Tokyo Toronto Tripoli Vancouver Holy See Vienna Vientiane Warsaw Washington. . Representatives and Other Personnel of the Philippine Government Stationed Abroad Department Position/Designation Assimilated Rank (a) Department of National Defense (b) Department of Trade and Industry Brigadier General Colonel/Navy Capatain Lieutenant Colonel/ Major/Lieutenant Commander/Commander Captain/Lieutenant Senior Grade First Lieutenant/Lieutenant Junior Grade Second Lieutenant/Ensign 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 Counsellor Foreign Service Officer. Class I Foreign Service Officer. Class I Foreign Service Officer. Wellington Winnipeg Xiamen Yangon 93 128 93 82 91 96 96 80 85 100 90 91 89 83 130 150 102 100 102 130 130 70 130 100 115 100 95 70 Manual on Position Classification and Compensation 8-22 Annex C Assimilated Ranks of Military and Civilian Attachés.

Class I Foreign Service Officer. Class II Foreign Service Officer. Class IV Foreign Service Staff Officer II Compensation Scheme for Foreign Service Personnel 8-23 Department Position/Designation Assimilated Rank (c) Department of Tourism (d) Department of Finance (e) Department of Labor and Employment Tourism Attaché Public Relations Officer IV Administrative Assistant Tourism Promotion Assistant Regional Convention Coordinator Convention Service Officer Senior Market Assistant Administrative Assistant II Finance Attaché Revenue Attaché Assistant Revenue Attaché Labor Attaché II Labor Attaché I Overseas Worker Welfare Officer IV Overseas Worker Welfare Foreign Service Officer.1 Before Presidential Decree (PD) No. 4477 were passed by Congress fixing the salaries of . 9-1 Chapter 9 Position Classification and Compensation Scheme in Local Government Units 9. Class III 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 II Foreign Staff Officer. 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. there were no specific guidelines nor definite standards used in the creation of positions and the fixing of salaries. Position titles were not descriptive nor reflective of the duties and responsibilities of the positions and salaries were fixed arbitrarily. and RA No. 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. Class II Foreign Service Officer. municipalities and barangays. 268 as amended. Class II Foreign Service Staff Officer IV Foreign Service Staff Officer III Foreign Service Officer.1. city councils in cities and municipal councils in municipalities. Class III Foreign Service Officer. Class I Foreign Service Officer. Class II Foreign Service Staff Officer IV Foreign Service Staff Officer III Foreign Service Officer. In exercising such power. Class I Foreign Service Officer.1 Historical Background 9. cities. however. Class I Foreign Service Officer. however. Class III Foreign Service Staff Manual on Position Classification and Compensation 8-24 Department Position/Designation Assimilated Rank (f) Department of Agriculture Officer III (Center Coordinator) Agricultural Attaché Agricultural Analyst Officer I Foreign Service Officer. Class I Foreign Service Officer. 1136 Local governments are political units composed of provinces. laws such as Republic Act (RA) No. Class I Foreign Service Officer. based on the assimilated ranks. For local officials. These local legislative bodies were then called provincial boards in the case of provinces.

allowances and other benefits of officials and employees paid wholly or mainly from local government funds. and 9.1. 9.1.5.3. 9. the Local Government Code of 1991. 42 9.1.2 The adoption by LGUs of rational personnel policy and position classification and compensation plans. provides that the rates of pay shall be determined on the basis of the class and financial capability of each LGU. the local sanggunian may provide for additional allowances and other benefits to judges.4.2 PD No.1. city and municipal officials by equating them to CESO ranks. 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 For Municipalities Special Cities 100% 1st Class 100% 90% 2nd Class 95% 85% 3rd Class 90% 80% 4th Class 85% 75% 5th Class 80% 70% 6th Class 75% 65% 9. and to effectively enforce the provisions of the Constitution and fully rationalize the standardization of compensation in the government particularly in LGUs. RA No. equipment and other assets of the abolished JCLGPA shall be transferred to the appropriate office in the Civil Service Commission (CSC). 9. The Local Government Personnel Administration and Compensation Plans Decree of 1977. RA No. 1136. position classification and pay administration.1 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.4.1.3.3 RA No.4 Such compensation may be based upon the pertinent provisions of RA No. 7160. 6758. the Compensation and Position Classification Act of 1989 popularly known as the Salary Standardization Law. 9. 1977.1 Realizing the need to address issues on position classification and compensation in LGUs in view of the provisions of RA No.1. 7160. PD No.4 The local sanggunian is empowered to determine the positions. records.4.3.1.1.4. 1136 Cognizant of the need for a more effective local government personnel administration.municipal. 9. prosecutors. salaries and wages. and to recognize differences in pay arising from substantive differences in duties and responsibilities and qualification requirements.1.2.2 The increase in compensation of the appointive officials and employees shall take effect as provided in the ordinance authorizing such increase. and 9. 9.1.1 The personnel.3 The maximum salary rates for provincial. and to implement the provisions of PD No.1. 6758.2.1.4. provincial and city officials.4.2 Every LGU shall design and implement its own organizational structure and staffing pattern taking into consideration its service requirements and financial capability. 1993.3 Pursuant to Section 81. 9.1. 7160. 1136. RA No. 42 was issued by the President on March 3.4 RA No. Its salient features are as follows: 9.5. but subject to the minimum standards and guidelines prescribed by the CSC. 9. includes LGUs under its coverage. public elementary and high school teachers and other national government officials stationed in or assigned in LGUs. based on the principle of equal pay for substantially equal work. Section 10.1.1 Provide guidelines on the classification of local government positions and on the . 9. 7160 To enable LGUs to attain their fullest development as selfreliant entities and make them more effective partners in the attainment of national goals. the compensation of local government officials and employees shall be determined by the sanggunian concerned provided that: 9.1.1. These salary laws created a wide gap between the salaries of rank-and-file employees and the officials.1 The creation of the Joint Commission on Local Government Personnel Administration (JCLGPA) to formulate policies on local government personnel administration.1.3.5 If the finances of LGUs allow.2. 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. RA No. was enacted. The pertinent provisions of the Code are as follows: 9.3 Said increase shall not exceed the percentage limitation for personal services.1. was promulgated on May 5.4. to reiterate the provision of RA No.1.5 Administrative Order (AO) No. 9. AO No. 6758 In pursuance of the Constitutional mandate for the adoption of a unified Position Classification and Compensation System (PCCS) in the government. 6758.4.4.

2.5.3 Elective Officials of Municipalities Within Metropolitan Manila Position Classification and Compensation Scheme In LGUs Position Salary Grade Municipal Mayor II 28 Municipal Vice Mayor II 26 Sangguniang Bayan Member II 25 Outside Metropolitan Manila Position Salary Grade Municipal Mayor I 27 . RA No. 6758.1 Elective Officials of Provinces Position Salary Grade Provincial Governor 30 Provincial Vice-Governor 28 Sangguniang Panlalawigan Member 27 9. series of classes and classes of positions existing in LGUs. 6758 which is administered by the DBM as mandated.1.5. 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. LGUs other than special and 1st class cities and provinces may adopt the salary schedules for higher class LGUs.specific rates of pay therefor.1.5.1. A more detailed discussion on class specifications is found in Chapter 2 of this Manual. 9. and the transfer of all its personnel. 9.1 Index of Occupational Services.2.3.1.2. Adopted on March 3.1. positions in LGUs are classified based on duties and responsibilities and the pertinent rules.1.2.2 Class Specification This is a detailed description of a class of positions.2 Provide criteria and guidelines for the grant of all allowances and additional forms of compensation to local government employees.2.3 Section 325 (b) of RA No.2 The Position Classification Scheme for LGUs Like the positions in the national government covered by RA No. It serves as standard or guide for allocating positions to their proper classes. 1994 Under said Joint Resolution approved by the President on March 7. 9.1.2.2.3 Salary Grade Allocation of Elective Officials . 9.5. 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. It also shows the salary grade assignment of each class of positions.3. and 9.1.5.1. 01.2 The issuance of this clarificatory order was anchored on the following: 9.5.6 Joint Senate and House of Representatives Resolution No. 9. regulations and procedures on position classification provided under Chapter 2 of this Manual.1. occupational groups. equipment and other assets to the CSC.1.1. 9. Position Classification and Compensation Scheme In LGUs 9-5 9. and 9.1.2. LGUs shall be guided by the following: 9.1.2. Position Titles.2. 9. 9.2.5. appointive or elective.RA Nos.1.2 The inability of RA No. 9. rules and regulations issued thereunder.1 The abolition of the JCLGPA pursuant to Section 77.3 Advise and assist LGUs on matters of position classification and compensation of local government personnel.1.5.5.5 The Compensation and Position Classification System established in pursuance of the Constitutional mandate covers all national and local government positions. on full-time or part-time basis now existing or hereafter created.2. subject to certain conditions. provided that the salary schedules adopted shall be uniformly applied to all positions in the said LGUs. records. 1994.4 The only applicable law that governs the Compensation and Position Classification System in the government is RA No. 7160 to specifically provide for the transfer of the respective functions of the member agencies of the JCLGPA.1. and Salary Grades (IOS) in the Local Government This is a document listing the different occupational services.1 Position Classification Guide In classifying positions. 9.4 Provide technical expertise in the training of local government personnel to enable them to administer and maintain the compensation and position classification system.2 Elective Officials of Cities Special Cities (Manila and Quezon City) and Highly Urbanized Cities Position Salary Grade City Mayor 30 City Vice Mayor II 28 Sangguniang Panlungsod Member II 27 Component Cities Position Salary Grade City Mayor 30 City Vice Mayor I 26 Sangguniang Panlungsod Member I 25 9. 9.1. 7160.3.

4 Salary Grade Allocation of Appointive Officials RA No. examples: Registration Officer II. SG-14.2.4.1.6 Other Positions Assigned to LGU Officials The classification of Private Secretary. SG-18. SG-15 Executive Assistant IV.1 Appointive Officials of Provinces Position Salary Grade Provincial Government Department Head 26 Provincial Government Assistant Department Head 24 9.1.1.2. 1996.2. 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.1. and Dentist II. The position titles of the positions below the Assistant Department Heads must be in accordance with the Index of Occupational Services. SG-22 Driver II. Project Development Officer II. examples: Licensing Officer III.4. Position Titles and Salary Grades (IOS) in the Local Government issued under Local Budget Circular No. Project Development Officer IV Special Cities SG-24.Municipal Vice Mayor I 25 Sangguniang Bayan Member I 24 9.B. Project Development Officer IV Component Cities SG-22. Project Development Officer V Highly Urbanized Cities SG-22. examples: Licensing Officer IV. the allowable level of these positions for the said officials are as follows: Local Executive Private Secretary Executive Assistant Driver Provincial Governor Private Secretary II. SG-16 N. examples: Licensing Officer V. examples: Licensing Officer IV. 9. Per established standards. SG-19 4th to 6th Class Municipalities SG-14 to 16. SG-15. Project Development Officer IV 1st to 3rd Class Municipalities SG-18 to 19.2.1.3 Appointive Officials of Municipalities Within Metropolitan Manila Position Salary Grade Municipal Government Department Head II 25 Municipal Government Assistant Department Head II 23 Outside Metropolitan Manila Position Salary Grade Municipal Government Department Head I 24 Municipal Government Assistant Department Head I 22 Position Classification and Compensation Scheme In LGUs 9-9 9.5 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 Highest Positions Below the Assistant Department Heads Provinces SG-22. examples: Licensing Officer IV.1. Executive Assistant and Driver positions is dependent on the level/rank of the position they serve. and Engineer III. SG-11 Executive Assistant . 61 dated March 18. SG-4 Provincial ViceGovernor Private Secretary I.2.4.2 Appointive Officials of Cities Special Cities (Manila and Quezon City) Position Salary Grade City Government Department Head III 27 City Government Office Head 26 City Government Assistant Department Head III 25 Highly Urbanized Cities/Other Metropolitan Manila Cities Position Salary Grade City Government Department Head II 26 City Government Assistant Department Head II 24 Component Cities Position Salary Grade City Government Department Head I 25 City Government Assistant Department Head I 23 9. 9.2.

SG-3 Pursuant to Budget Circular No.6 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 Assistant Department Head. and 9. These rates shall conform with the percentages of the rates in the Salary Schedule prescribed for national government personnel pursuant to Section 7. SG-3 Driver II. 1992. SG-17 Driver I. 19.Special Cities and First Class Provinces and .2.1 Justification for the creation of the new class. 7160 have been created and provided for. SG-3 Municipal Mayor Private Secretary II.2. It assumes supervision. 9. 9.3 The absorption of national government personnel by LGUs on account of the devolution of functions has been fully effected.1 All the mandatory positions listed under RA No.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. 9.2. administrative support units in other departments of the LGU may be allowed. usually consisting of at least one (1) barangay.2. s. SG-11 Administrative Assistant V.2.In line with Section 325 (f) of RA No. SG-4 City Vice Mayor Private Secretary I. SG-3 Administrative Aide III. There are 8 salary schedules for LGUs with each salary schedule corresponding to a specific income class of a LGU. and 9.3. If the new office is considered a department.7 Heads of Administrative/Support Units Generally.1. The head of these satellite units should be classified one (1) rank lower than the head of the administrative mother unit.3 of this Chapter.2. SG-4 Administrative Aide IV.2.2. 9.1. SG-4 Municipal Vice Mayor Private Secretary I. 9.2. the head shall be classified as Department Head. 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.2.5 The classification of the positions should be consistent with the standards and implementing rules and regulations of RA No.2 Creation of New Positions/Offices . SG-11 Executive Assistant II. except when the positions are actually vacant.2.3 The Compensation Scheme for LGUs 9.1.Creation of new positions in LGUs may be allowed subject to the following conditions that: 9. If found necessary. and are indicated in item 9.2.2. changes in designation or nomenclature of positions resulting in promotion or demotion in ranks or increase or decrease in compensation shall not be allowed.3. SG-11 Executive Assistant I. 9. If lower than a department but higher than a division.9 Changes in Nomenclature of Positions . and their financial capabilities.3 Structural.1. however. SG-14 Driver I.4 The general limitations on personal services expenditures are not exceeded. 7305 is given the same salary grade as the MHO. 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.2 Duly accomplished Position Description Form. coordination and monitoring of rural health units (RHUs) within the municipality. Notwithstanding that the RHP pursuant to RA No.3. 9. SG-11 Private Secretary II.The SS consists of 30 salary grades for provinces and cities and 27 for municipalities. 2004. SG-3 City Mayor Private Secretary II.2.2 The Salary Standardization Law has been fully implemented. 9.2.3 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. the following positions were retitled as follows: From To Private Secretary I. SG-15 Executive Assistant IV. there shall be only one (1) administrative unit in a LGU and this is placed under the Office of the Local Chief Executive. 7160.1.2. 9. 9. 9. RA No. 6758. the MHO has ascendancy over the RHP in the hierarchical ranking of positions in LGUs.8 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.2. A . SG-15 Executive Assistant II. SG-17 Driver II. 6758. 2004-3.7 The classification of the heads of new offices shall be dependent on the level of the organizational structure of the new offices. functional and position charts.2. SG-15 Senior Administrative Assistant III.II.3.2.2. SG-15 Driver I.2.1 Salary Schedule (SS) . SG-22 Driver II. 9. SG-17 Driver I. dated March 6.3. SG-4 9.

2.961 3rd step P9.1. and Payment of the Magna Carta benefits of public health workers pursuant to the provisions of RA No.2. 9. 9.2.2. 9. 2002. 7305.Fifth Class Provinces and Cities and Third Class Municipalities F .2.Sixth Class Municipalities 9.5 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.3 Step Increments The rules and regulations on step increments as discussed under Chapter 3 of this Manual also apply to LGUs. in case a LGU reverts to the prescribed or lower salary schedule. their salaries shall be at the hiring rates of their positions based on the prescribed/lower salary schedule.1 The following conditions/limitations shall be observed in adopting a higher salary schedule: 9. To maintain the integrity and consistency of the Pay Plan the following rules shall apply in reverting to the prescribed/lower salary schedule: 9. Creation of mandatory positions.8 That the following mandatories or activities have been fully provided for: Statutory and contractual obligations of the LGU. Thus. 9.1. an employee with 6 years of service in the position shall be at the third step regardless of his/her higher salary rate. 9.3.2. Continued implementation of RA No.3. 7160 as implemented by Local Budget Circular (LBC) No.1 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.2.1.2.3.2.961 * 3rd step . Position Classification and Compensation Scheme In LGUs 9-15 9.2.Fourth Class Provinces and Cities and Second Class Municipalities E .3.2 A LGU which has adopted a higher salary schedule as authorized and which cannot afford to sustain such schedule.3. 6758.2. 1994.1.1 No personnel whose salaries have been adjusted based on the higher salary schedule shall suffer diminution in pay as a result thereof.6 That in the case of component cities and municipalities.2 For new hirees/appointees.3.3 That the salary schedule to be adopted shall be uniformly applied to all positions in the LGU concerned.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. 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. 1.3. 9. may revert to the prescribed or lower salary schedule.Cities B . However. and 9. 9.3.3. SG-11.1 Notwithstanding the actual salary rate of the employee based on the higher salary schedule. For instance.3. the following rules on step increment shall be observed: 9.3. 9.Sixth Class Provinces and Cities and Fourth Class Municipalities G .3.3.1. his/her step increment after reversion to the prescribed or lower salary schedule shall be based on the years of service in the position. the salary schedule to be adopted shall not be higher than that of the province where they belong.2.301 3rd step P9.2 That the LGU is financially capable.Fifth Class Municipalities H . 9. LGUs lower than Special Cities and First Class Provinces and Cities may adopt the salary schedule for higher class LGUs.2.7 That the adoption of a higher salary schedule shall not in any manner alter the existing income classification of the LGU concerned.Second Class Provinces and Cities C . s.3. 75 dated July 12.2. Absorption of devolved positions.Third Class Provinces and Cities and First Class Municipalities D .1.4 That the salary grade allocation of positions and the salary steps of personnel shall be retained. 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: 4th Class Adopted 1st Class Reverted to 2nd Class P8. To illustrate: A Planning Officer I.1.1.3.3.

as follows: Class Provinces/Cities Municipalities Special Cities 100% 1st Class 100% 90% 2nd Class 90% 80% 3rd Class 90% 80% 4th Class 80% 70% 5th Class 80% 70% 6th Class 80% 70% 9.4. LGUs which can afford to pay higher than the rates authorized in the above schedule for their particular income . 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. 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. substitute or emergency status. 9.4. 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.2. However.3.* same salary rate due to no diminution in pay policy Upon serving 9 years in the position. 9.3.1 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. in line with the no-diminution-in-pay provision of Executive Order (EO) No. Allowances and Benefits The following other compensation. the grant of the same may be partial but uniform for all positions in the LGU.1. 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.1.2. City/Municipal Vice Mayors. but will not receive any adjustment in pay since his/her actual salary is still higher than the 4th step.200 they have been receiving as of the devolution.4.4. whether devolved or appointed. Local Government Assistant Department Heads and their equivalents.2 Personnel Economic Relief Allowance 9. Provincial Vice-Governors. Members of the Sangguniang Panlalawigan/ Panlungsod/ Bayan.2. A RHP who is appointed to the mandatory department head position of Municipal Health Officer (MHO) is entitled to the RATA for a Department Head in a particular LGU. 9. 9.4. shall be a percentage of the PERA at P500 per month based on the income classification of the LGU. 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. he/she will be entitled to the salary corresponding to the 4th step. shall be entitled to monthly RATA of P2.2 RATA for Personnel Devolved to LGUs Pursuant to RA No. when the devolved SWO is appointed to the optional local position of Municipal Social Welfare and Development Officer (MSWDO). A new appointee to the MAO psition shall no longer be entitled to RATA.2 In the event that a LGU has no sufficient fund for the purpose. 1992.1 Representation and Transportation Allowances 9.3.3.3. contractual.3.4 Other Compensation.4. casual.4. and Division Chiefs (for Special Cities only). Local Government Department Heads and their equivalents.200 pursuant to RA No. the devolved MAOs shall continue to receive the total monthly RATA in the amount of P2.3. Social Welfare Officers (SWOs) The devolved SWOs in municipalities are not entitled to RATA. Rural Health Physicians (RHPs) RHPs. allowances and benefits authorized for national government personnel are likewise granted to local government personnel subject to the criteria. 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. 503 dated January 22.1 The rates of Personnel Economic Relief Allowance (PERA) for all appointive LGU personnel under permanent.3. temporary. 7305 or the Magna Carta of Public Health Workers.3 However. This rule is also applicable to municipalities converted to cities with lower salary schedules. 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.

3.2. 9. 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.3. 9.3 Payment thereof is subject to availability of local government funds. In case these officials are receiving the aforestated minimum salary rates.4 In the event that a LGU has no sufficient fund for the purpose. but not exceeding P500 per month. at rates uniformly applied to all their respective personnel.3.4. and budgetary limitation on personal services under RA No. All officially designated BHRAOs may be granted honoraria at rates not exceeding P1.3. .3.3.2 The grant of ADCOM covers all officials and employees of LGUs.4. 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.3. Barangay Health Workers and other volunteer workers of similar nature) shall not exceed the minimum salary rate of SG-4 of the salary schedule being implemented by the LGU concerned. 9.4.9.classes are allowed to do so.4. A barangay is limited to one BHRAO. However. and That the grant of honoraria shall be subject to availability of funds. 7160.5.2 Honoraria for Barangay Human Rights Action Officers (BHRAOs) 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. 9.3.1 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. The honoraria for Barangay Health Aides/Workers (including Barangay Nutrition Scholars. 9.4. the grant of the same maybe partial but uniform for all positions in the LGU.3.3.1 The rules and regulations relative to the grant of additional compensation (ADCOM) at P1.7 of said Chapter also provides the rules and regulations on the grant of cash gifts to barangay officials who are paid honoraria. 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.3.4. 9. Each Barangay Human Rights Action Center (BHRAC) serves as the center for complaints and advocacy on human rights in a barangay.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.6. 9.3 Additional Compensation 9.3.4.3. 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.500 per month to national government personnel provided under Chapter 3 of this Manual likewise apply to LGU personnel. the allowable honoraria for volunteer frontline workers should be adjusted accordingly so as to maintain a reasonable pay gap with Position Classification and Compensation Scheme In LGUs 9-21 the lowest paid barangay official.5 Honoraria 9.000 each per month subject to the following conditions: That the BHRAO concerned is duly recognized by the BHRAC National Secretariat.4.5.4.3. That the grant of honoraria shall be charged against barangay funds.4.4 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. Item 3.3. but not to both honoraria. 9. That the amount of honoraria shall not equal nor exceed those received by the barangay officials.

75 dated July 12.4. However.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. the allowable honoraria for the BHRAO should be adjusted accordingly so as to maintain a reasonable pay gap with the lowest barangay official. That the grant thereof shall be subject to a regular review and may be withdrawn as deemed necessary by the LGU. 458 and 468 of RA No. subject to the discretion of the barangay concerned after taking into consideration its program priorities and financial capability.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. 9.3 Additional allowances and Other Benefits or Honoraria for National Government Personnel Assigned in LGUs Pursuant to Sections 447.4. 9.4. subject to the following conditions: The grant thereof is not mandatory on the part of the LGU. prosecutors. 7305 (Magna Carta of Public Health Workers) have been fully provided for in the budget.4.2 Where there is not enough space to be used as quarters. 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 . 9.3. such as barangay to municipality.3.That the BHRAO has satisfactorily undergone the skills capability training of the Commission on Human Rights.3. That the grant of honoraria shall be charged against barangay funds. 2002. 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.5 of Local Budget Circular No.4.3.3. 9.3.1 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. That the BHRAO concerned is actively performing his/her functions relative to the promotion and protection of human rights in his/her community.4.6. reclassified or converted from one level to another. the following additional rules and regulations are applicable only to LGUs: 9. the local sanggunian may provide for additional allowances and other benefits to judges. 9. 7160.6. That the delivery of basic services and functions mandated under RA No. In case these barangay officials are only receiving the minimum honoraria. subject to the following guidelines: 9.7.3. 9.6.3. That the LGU has fully implemented the devolution of functions/personnel in accordance with RA No.6. 9.2 The founding year of LGUs shall be as indicated in the authentic documents showing their establishment. and 9.4.4. That the amount of honoraria for BHRAOs shall not exceed those being received by barangay officials. municipality to city.4. 7160.4 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. That all contractual and statutory obligations of the LGU including the implementation of RA No.3.4. or in the enabling acts or laws creating such localities.5. and That the grant of honoraria shall be subject to the budgetary limitations under RA No.6.3.6 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.5 The counting of milestone years of merged LGUs shall reckon from the date they were merged. subject to availability of local government funds.3 The counting of milestone years shall start from the year the LGUs were founded regardless of whether they were subsequently renamed. 6758 and the benefits mandated under RA No. 7160 are not jeopardized. and That the expense shall be presented in the LGU budget under the maintenance and other operating expenses pursuant to item 5. public elementary and high school teachers and other national government officials stationed/assigned in a LGU.

3.7. 9.4. Their grants are subject to the personal services limitation under RA No.3.9. e. 7160.000 per meeting/session actually attended but not to exceed 4 paid sessions or P4. designated by competent authority on a concurrent capacity to a position entitled to RATA.2 An official or employee not entitled to RATA in his/her permanent position.3. 9.4. Uniform/Clothing Allowance. DENR and DPWH Circular No.1 The pertinent rules and regulations on the following other compensation.9. 9. and the rental payments shall be paid to the latter and not commuted in favor of the officials concerned.4.9.4.3. 9.8.4. provided it is so specified in the order of designation.4.7. 9.10 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: 9.3.3 Those who desire more expensive/extensive quarters other than those rented by the LGUs may secure such preferred quarters.2. P800 per month in municipalities belonging to 1st to 3rd class and P600 per month for lower than 3rd class. 9.3.4.3.1 An official or employee in an LGU other than a special city. allowances and benefits provided under Chapter 3 of this Manual are also applicable to LGU personnel: Productivity Incentive Benefits.4. 9. 9. dated September 30. or honorarium at a rate not exceeding the rate of RATA for the position where designated. Overtime Pay. and subject to the following: 9. People s Law Enforcement Board (PLEB). water and electric bills. 9..4.4.4.4. 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.8.3.4 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 9.4.3.3. Night Shift Differential Pay.3.3. 7160.3. Subsistence Allowance.3.9. . may be granted the RATA.of Building Services and Real Property Management issued under Joint DBM.9.2 Said rates shall be inclusive of the amount for telephone. and Laundry Allowance.3 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 rate of RATA may be entitled to the difference between the RATA of the two positions.g.3. which shall likewise be paid directly to the utility companies. 1989.4.4 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.4.1 The rental contract shall be entered into by and between the LGU concerned and the owners of the dwelling units.7. 9.7.10. 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. Allowances and Benefits 9.4. 9. or section chiefs in municipalities. such as in Metropolitan Manila. 9.4.1 A member of a local regulatory and quasijudicial body. provided that the difference between the rental cost and the amount authorized therefor shall be paid by the former.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. may be allowed honoraria at the rate not exceeding P1.2 The rules and regulations on travel allowance/expenses provided under Chapter 3 of this Manual are also applicable to LGU personnel.3.10.8 Other Compensation.1. 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 P1.1.000 per month in provinces and cities.4.3. provided that such rates shall not exceed 25% of their monthly basic salaries. or honorarium authorized under item 9.2.3.2. 1.000 per month. whichever is higher. shall not be allowed.9.3 Provision of free quarters outside of the 50kilometer radius from the provincial capitol.7.

1996.4.3. 9.2 At the discretion of the barangay government and in consideration of its service requirement and the 55% limitation on personal services appropriation.3.4.2004.1 Ex-officio members of local legislative bodies shall receive the same compensation as that of their counterpart elective sanggunian officials.9. the abovelisted positions have been retitled as follows: From To Utility Worker I. SG-1 Clerk I.11 Compensation for Ex-Officio Members of the Local Sanggunian The rules and regulations relative to the compensation for exofficio members of the local sanggunian are as follows: 9. 2004-3 dated March 6.4.3. 9.4.12 Classification of Positions and Compensation for Barangay Personnel Pursuant to Executive Order No.12.2 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.3. however.000 and P600 per month. The following rules on position classification and compensation apply to barangay government officials: 9.3. and SG-10 for the Sangguniang Barangay Members.11. That the grant thereof is subject to the budgetary limitation on personal services under Section 325 of RA No.3. 9.5 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 The respective Vice-Presidents of the Liga and the Pederasyon who sit as ex-officiomembers in the Sangguniang Panlungsod/Bayan in lieu of the Presidents who were elevated to the Sanggunian Panlalawigan shall receive their full salaries and allowances from the concerned city/municipal governments. Said designated officials shall not be entitled to Christmas bonus. Barangay Treasurer and the SK Chairman.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 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.4. SG1 Administrative Aide I.000 per month for the Punong Barangay and P600 each per month for the Sangguniang Barangay Members.12.3.3 The grant of compensation shall be subject to the following conditions: That no law bars them from receiving compensation as members.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 exofficio member of the Sangguniang Barangay at rates not exceeding P1. the designated officials shall be entitled to collect reimbursable traveling and incidental expenses not exceeding P1.1 Barangay officials shall be compensated in the form of honoraria at the minimum rate of P1. SG-3 Administrative Aide .11.11. 9. 6758.3.4.4. and to availability of funds. 9.11. provided that they continue to perform their functions in the barangay.3.10.11.7 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. 9. Barangay Secretary.3. That when the law expressly provides the rate of compensation.11. 63 and the Christmas bonus from the barangay government in line with the constitutional prohibition on the receipt of double compensation.000 per month for the representative of the Punong Barangay and P600 for the Sangguniang Kabataan Chairman representative. 9. They shall not be entitled to the honoraria adjustments authorized under Local Budget No. the pertinent provision of the law shall prevail.4. 332 dated May 16. barangay government officials are covered by the Position Classification and Compensation System under RA No. 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. 9.4.3.4. Barangay Treasurer and the Sangguniang Kabataan (SK) Chairman as ex-officio member of the Sangguniang Barangay. 9. otherpositions 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: Positions Salary Grade Utility Worker I 1 Clerk I 3 Accounting Clerk I 4 Barangay Health Aide 4 Revenue Collection Clerk I 5 Day Care Worker I 6 Administrative Assistant 8 Pursuant to Budget Circular No. 7160.11.4. respectively.4.3. Barangay Secretary.

Annex A EQUIVALENT RANKS OF LOCAL GOVERNMENT OFFICIALS TO NATIONAL GOVERNMENT OFFICIALS ENTITLED TO RATA Category LGU/Class % Application on National RATA Rates Department Secretary. 1. SG-4 Administrative Assistant.4. 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. SG-24 Chief of Hospital II.12. SG-24 . SG-4 Administrative Aide IV.12.3.3. SG-27 Provincial Government Department Head.12. Year-End Bonus and Cash Gift. 9. SG-27 (Assistant Bureau Director) Director I.5 Barangay Tanods and Members of the Lupong Tagapamayapa may be granted honoraria. s.III. SG-8 Administrative Assistant II.4. Position titles not consistent with the IOS shall be submitted to the DBM for approval.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.4.4. 9. 2004. SG-24 A Provinces 1st Class 2nd Class 3rd Class 4th Class 5th Class 6th Class 100% 95% 90% 85% 80% 75% Provincial Governor. 9. 2004. shall be paid by following the rules and regulations provided under Civil Service Commission and Department of Budget and Management Joint Circular No. SG-25 Chief of Hospital I. SG-3 Accounting Clerk I. rules and regulations pertaining thereto.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 15.3. Additional Compensation.12. SG-8 9.3 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. rules and regulations may be entitled to the following benefits in accordance with law. SG-28 (Bureau Director) Director III. provided that the total compensation of concerned employees shall not exceed the compensation received by the lowest barangay officials: Personnel Economic Relief Allowance.4 Barangay personnel paid salaries and whose positions are classified in accordance with RA No. SG-30 Department Assistant Secretary. SG-29 Director IV. SG-28 Sanggunian Panlalawigan Member. 6758 and issued appointments in accordance with the Civil Service law.3. 9. Productivity Incentive Benefit. SG-25 (Assistant Bureau Regional Director) Division Chief. and Other benefits accruing to regular government employees. SG-26 Provincial Government Assistant Department Head.4.3. SG-31 Department Undersecretary. SG-30 Provincial ViceGovernor.12.

SG-28 Sanggunian Panlungsod Member II. SG-26 Sanggunian Panlungsod Member I. SG-24 E F Municipalities within Metropolitan Manila Municipalities outside Metro Manila 1st Class 2nd Class 3rd Class 4th Class 5th Class 6th Class 100% 90% 85% 80% 75% 70% 65% Municipal Mayor II. SG-28 Sanggunian Panlungsod Member II. SG-25 City Government Department Head I. SG-26 Municipal Vice Mayor I. SG-30 City Vice Mayor I. SG-25 Chief of Hospital I.B Special Cities (Manila and Quezon City only) 100% City Mayor. SG-25 Division Chief. SG-27 City Governmen t Department Head III. SG-24 Chief of Hospital II. SG-25 City Government Assistant Department Head I. SG-25 Chief of Hospital I. SG-27 City Government Assistant Department Head III. SG-30 City Vice Mayor II. SG-24 C Highly Urbanized Cities 100% City Mayor. SG-26 City Government Assistant Department Head II. SG-23 Chief of Hospital II. SG-25 . 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-27 City Government Department Head II. SG-28 Municipal Mayor I. SG-25 Sangguniang Bayan Member II. SG-27 Municipal Vice Mayor II.

54. Series of 1996 Guidelines for the Implementation of the Revised Rates of Representation and Transportation Allowances and Uniform Allowance in the Local Government Units Local Budget Circular No. 39 Dated October 2. 1994 Guidelines on Compensation and Position Classification in the Local Government Units (LGUs) Position Classification and Compensation Scheme in LGUs 9 -35 Issuances Titles Local Budget Circular No. 1989 Index of Occupational Services. October 2. 57. 10. August 7. 503. SG-22 References Issuances Titles Joint Commission on Local Government Personnel Administration Circular No. SG-24 Municipal Government Assistant Department Head II. SG-23 Municipal Government Assistant Department Head I. May 7. SG-25 Sangguniang Bayan Member I. s. October 10. 1994 Clarificatory Guidelines on the Initial Implementation of the Revised Compensation and Position Classification System for Devolved Personnel Local Budget Circular No. 7160. SG-24 Municipal Government Department Head I. 1992 Providing for the Rules and Regulations Implementing the Transfer of Personnel and Assets. 37. March 15. Position Titles and Salary Grades Joint Commission on Local Government Personnel Administration Circular No. 59. 1990 Republic Act No. March 9. 60. 1995 Clarificatory Guidelines on Allowances That Fall Under the Personal Services (PS) Account Local Budget Circular No. September 30. 19. Position Titles and Salary Grades Issued Under Circular No. 1996 Revised Index of Occupational Services. 7160 Local Budget Circular No. 61. December 8. March 3. 1992.Municipal Government Department Head II. Liabilities and Records of National Government Agencies Whose Functions are to be Devolved to the Local Government Units and for Other Related Purposes Civil Service Commission Memorandum Circular No. March 18. January 25. 42. 1996 Guidelines for the Implementation of the Revised Position Classification and Compensation System (PCCS) in the Local Government Local Budget Circular No. 1995 Guidelines for the Implementation of the Revised Compensation and Position Classification System (CPCS) in the Local Government and Other Compensation Matters Local Budget Circular No. July 7. 1991 Local Government Code of 1991 Executive Order No. 1991 Guidelines for the Proper Implementation of Joint Commission Circular No. January 25. Department of Agriculture (DA) and Department of Social Welfare and Development (DSWD) Local Budget Circular No. No. May 19. 55. 1995 Compensation of Barangay Officials and Personnel Local Budget Circular No. 39. January 22. March 7. 58. 1993 Guidelines on Compensation and Position Classification in the Local Government Units Local Budget Circular No. 1993 Clarifying the Role of the Department of Budget and Management in the Compensation and Classification of Local Government Positions Under R. 54-A. 1990 Changes in the Index of Occupational Services. 56. 1997 Supplementary Guidelines on the Payment of Representation and Transportation Allowances (RATA) to Certain Personnel Devolved From the Department of Health (DOH). 59-A. 1992 Guidelines and Standards in the Establishment of Organizational Structures and Staffing Patterns in Local Government Units Administrative Order No. 37 Joint Commission on Local Government Personnel Administration Bulletin No. 1994 Guidelines for the Initial Implementation of the Revised Compensation and Position Classification System in the Local Government Local Budget Circular No. September 1. Position Titles . 53.A.

68. 1996 Directing Strict Compliance with the Compensation Standardization Law by Local Governments Local Budget Circular No. 76-A. December 5. 74. November 20. 66-A. 71. 2001 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 Local Budget Circular No. 1998 Guidelines on the Payment of Compensation to Ex-Officio Members of the Local Sanggunian Local Budget Circular No. 1996 Integrating the Barangay Governments Into the Revised Position Classification and Compensation System in the Government Administrative Order No. July 29. 2002 Guidelines on Personal Services (PS) Limitation Local Budget Circular No. October 22. 62. March 21. 2002 Clarifying Local Budget Circular No. July 25. April 1. 2004 Guidelines on the Provision of Free Quarters to Provincial Governors and Vice-Governors Local Budget Circular No. 2001 Local Budget Circular No.and Salary Grades (IOS) in Local Government Executive Order No. 72. June 15. August 28. 2002 on the Cash Gift of Barangay Officials Local Budget Circular No. June 4. 66. 76 dated November 5. 1996 Guidelines on the Grant of Honoraria in the Local Government Units (LGUs) Local Budget Circular No. 332. January 10. 2002 Cash Gift of Barangay Officials Local Budget Circular No. 76. July 12. 282. 67. 1996 Position Classification and Compensation of Barangay Officials and Personnel Local Budget Circular No. 79. 1998 Guidelines for the Implementation of the Revised Rates of Representation and Transportation Allowances and Uniform Allowance in the Local Government Units Local Budget Circular No. March 23. 63. 2000 Additional Guidelines on the Payment of Compensation to Ex-Officio Members of the Local Sanggunian Local Budget Circular No. October 5. 2000 Local Budget Circular No. 78. 1997 Guidelines for the Full Implementation of the Revised Position Classification and Compensation System (PCCS) in the Local Government Local Budget Circular No. 73. 64. 2000 Compensation of the Members of the Provincial/City Mining Regulatory Board Local Budget Circular No. 2000 Adoption of Higher Salary Schedule by Local Government Units Local Budget Circular No. March 3. 1998 Guidelines on the Payment of Per Diem to the Members and Support Staff of the People s Law Enforcement Board (PLEB) Local Budget Circular No. 2001 Authority to Grant a Maximum of Five Percent (5%) Salary Adjustment to Personnel in the Local Government Units (LGUs) Effective July 1. 2005 Guidelines for the Implementation of the Revised Rates of Representation and Transportation Allowances (RATA) in Local Government Units (LGUs) . January 22. May 16. 75. March 8. 65. 1997 Guidelines on the Grant of Anniversary Bonus in the Local Government Manual on Position Classification and Compensation 9-36 Issuances Titles Local Budget Circular No. March 4. November 5. 2000 Guidelines for the Grant of Ten Percent (10%) Salary Adjustment to Personnel in the Local Government Effective January 1. 69.