Question & AnswerQ&A (Republic Act No. 11466)
The short title of Republic Act No. 11466 is the "Salary Standardization Law of 2019".
The policy of the State is to provide all government personnel a just and equitable compensation in accordance with the principle of equal pay for work of equal value, ensuring differences in pay are based on substantive differences in duties, responsibilities, qualifications, and to promote social justice, integrity, efficiency, productivity, accountability, and excellence.
All civilian government personnel in the Executive, Legislative, and Judicial Branches, Constitutional Commissions and other Constitutional Offices, government-owned or -controlled corporations (GOCCs) not covered by RA No. 10149, and local government units (LGUs), whether regular, contractual or casual, appointive or elective, full-time or part-time.
Excluded are military and uniformed personnel; GOCCs under RA No. 10149 covered by a separate Compensation and Position Classification System; and individuals engaged through job orders, contracts of service, consultancy or service contracts without employer-employee relationship.
The three categories are: (a) Sub-professional Category; (b) Professional Category; and (c) Executive Category.
The Total Compensation Framework consists of: (a) Basic Salaries including Step Increments; (b) Standard Allowances and Benefits; (c) Specific-Purpose Allowances and Benefits; and (d) Incentives.
The salary schedule is implemented in four tranches starting from January 1, 2020, until January 1, 2023, with specified monthly salary amounts depending on Salary Grade and Step.
The Mid-Year Bonus is part of the Incentives and is equivalent to one-month basic salary as of May 15 of a given year, granted to those with at least four months of satisfactory service and still in service on that date, given not earlier than May 15 each year.
The PRAISE, instituted by the Civil Service Commission, is categorized under the Incentive component, with guidelines on monetary and/or non-monetary rewards issued by the CSC in consultation with the Department of Budget and Management (DBM).
The salary schedule and additional incentives can be granted to LGU personnel subject to Personnel Services limitation and authorization from the Sanggunian. Salaries correspond to LGU income classification and must comply with specified percentage limitations of the salary schedule. Barangay personnel receive honoraria not exceeding these percentages and may receive year-end bonuses and cash gifts under set conditions.
The law takes effect on January 1, 2020.
For NGAs, funds come from available appropriations in the General Appropriations Act and other valid appropriations. For GOCCs, funds are from their corporate operating budgets approved by the DBM. For LGUs, funds are charged against local government funds per relevant laws.
No, their salaries under this law take effect only after the expiration of the terms of the present incumbents.
The other sections or provisions not affected shall continue to be in full force and effect (Separability Clause).
Partial implementation of authorized compensation must be at a uniform percentage across all positions within each LGU.