Don Honorio Ventura State University
Villa de Bacolor, Pampanga
THEORY & PRACTICE OF PUBLIC
ADMINISTRATION:
THE MODERN CIVIL SERVICE
POSITION CLASSIFICATION
COMPENSATION
SALARY STRUCTURE
Submitted by :
GROUP 3
1. Joan Grace M. Velasco
2. Marianne Mae Vince C. Decano
3. Dayanara Sen C. Ebora
4. Mykka P. Lacanlale
5. Mark Louie D. Liwanag
6. Genesis R. Roque
Submitted to:
Dr. Melanie Viloria-Briones
TABLE OF CONTENTS
I. POSITION CLASSIFICATION PLAN
Concepts of Position Classification
Grouping of Classes under Position Classification Plan
Categorization of Classes
II. COMPENSATION PLAN
Policy of the State
Governing Principles of the Compensation Plan
General Guidelines on Government Compensation
The Compensation Plan
III. SALARY STRUCTURE
Coverage
Exclusions
Latest Salary Schedule (Effective January 2021)
IV. References
I. POSITION CLASSIFICATION PLAN
The Position Classification Plan (PCP) consists of occupational services,
occupational groups, classes in series, specifications or written
descriptions of the classes and the rules and procedures for the
administration and maintenance plan.
Concepts of Position Classification
a. Current duties and responsibilities assigned by competent
authority to be performed by an individual either full time or part
time;
b. Basis of similarity of kind and level of difficulty and responsibility
of work;
c. As a general rule, only duties and responsibilities of the position
are considered in position classification and not the incumbent’s
qualification
Grouping of Classes under Position Classification Plan
a. Series – consists of one or more classes of positions which are
similar as to specialized line of work, arranged by level difficulty and
responsibility.
b. Occupational Group - consists of one or more classes of
positions in the same or related occupation or occupation area.
c. Occupational Service - consists of occupational groups of broadly
related or similar professions or occupation.
Categorization of Classes
a. Professional Supervisory (PS) Category – includes responsible
positions of a managerial character involving the exercise of
management functions. It requires intensive and thorough knowledge
of a specialized field.
b. Professional Non-Supervisory (PN) Category - includes positions
performing tasks which usually require the exercise of a particular
profession or application of knowledge.
c. Sub-Professional Supervisory (SS) Category– includes position
performing supervisory functions over a group of employees engaged
in work along technical, manual or clerical lines.
d. Sub-Professional Non-Supervisory (SN) Category- includes
positions involved in routine or repetitive work support of office or fiscal
operations.
II. COMPENSATION PLAN
Policy of the State
Section 2 of RA No. 6758 (An Act Prescribing a Revised Compensation and
Position Classification System in the Government and for other Purposes)
provides the compensation policy of the State, 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, and qualification requirements of the
positions. In determining rates of pay, due regard shall be given to, among
others, prevailing rates in the private sector for comparable work. "
Governing Principles of the Compensation Plan
Pursuant to RA No. 6758, the CP is based on the following principles:
a. All government personnel shall be paid just and equitable salaries and
wages.
b. The basic pay for all personnel in the government shall generally be
comparable with those in the private sector.
c. The total compensation program of government personnel shall be
maintained at a reasonable level in proportion to the national budget.
d. Government compensation rates shall be reviewed periodically taking
into account possible erosion in purchasing power due to inflation and
other economic factors.
General Guidelines on Government Compensation
Government compensation shall be governed by the following general
guidelines:
a. Each class of positions in the Position Classification Plan shall be
assigned a salary grade.
b. Compensation for part-time services rendered shall be computed
proportionately.
c. Across-the-board salary or wage adjustment shall be granted to all
employees.
d. Salary and other compensation adjustments including the grant of
new benefits shall be covered by appropriate legal basis or authority.
e. As a general rule, no official or employee shall receive a salary equal to or
higher than the salary of his/her immediate supervisor, except when otherwise
authorized by law, rules and regulations.
f. Unless otherwise specifically approved by the President, no person shall be
appointed in the government under the guise of voluntary service, with
compensation below the hiring rate for the position, provided that, 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.
The Compensation Plan
The Compensation Plan (CP) under RA No. 6758 is an orderly scheme for
determining rates of compensation of government personnel. It was crafted to
attract, motivate and retain good and qualified people to accomplish the Philippine
Government’s mission and mandates, to encourage personal and career growth, and
to reward good performance and length of service.
Basic Concepts of the Compensation Plan
III. SALARY STRUCTURE
RA No. 11466 otherwise known as the “Salary Standardization Law of 2019”
modifies the Salary Schedule for Civilian Personnel. DBM National Budget Circular
No. 579 dated January 24, 2020 was issued for the Implementation of the First
Tranche of the Modified Salary Schedule for Civilian Personnel.
a. Coverage
This Circular covers all positions for civilian personnel, whether regular,
casual, or contractual in nature, appointive or elective, full-time or part-time,
now existing or hereafter created in the Executive, Legislative and Judicial
Branches, the Constitutional Commissions and Offices, SUCs and GOCCs
not covered by RA No. 10149 which are under the jurisdiction of the DBM.
b. Exclusions
Military and Uniformed Personnel
GOCCs covered by a Compensation and Position Classification
System (CPCS) established by the Governance Commission for
GOCCs and approved by the President of the Philippines
Individuals engaged without employer-employee relationship and
funded from non-Personnel Services like MOOE.
c. Latest Salary Schedule
IV. REFERENCES
Department of Budget and Management, National Budget Circular No. 578
dated January 6, 2020
Department of Budget and Management, Position Classification Plan and
Compensation Plan
Department of Budget and Management- Budget/Memorandum Circulars
Executive Order No. 77
Executive Order No. 181 s. 2015
