Salary Standardization Law of 2019

Establishes a just and equitable compensation system for all government personnel.
Ensures pay differences reflect duties, responsibilities, accountabilities, qualifications.
Standardization and rationalization across agencies to promote social justice, integrity, efficiency, productivity, accountability, and excellence.
Compensation should be competitive with the private sector to attract and retain competent civil servants.
Performance-based incentives reward outstanding personnel and organizations.
Compensation scheme considers government financial capacity and prioritizes efficient allocation of funds.

Applies to all civilian government personnel across the Executive, Legislative, Judicial branches, Constitutional Commissions/offices, GOCCs not covered by RA 10149, and LGUs.
Covers regular, contractual, casual, appointive, elective, full-time, and part-time government personnel.

Military and uniformed personnel.
GOCCs under RA 10149 covered by Governance Commission for GOCCs' Compensation and Position Classification System.
Individuals engaged through job orders, contracts of service, consultancy, or service contracts without employer-employee relationship.

Maintains three categories of positions: Sub-professional, Professional, and Executive.
Department of Budget and Management (DBM) regularly reviews and updates the Index of Occupational Services (IOS) reflecting job duties, complexities, skills, and competencies.

Continues Total Compensation Framework composed of:
- Basic Salaries including Step Increments;
- Standard Allowances and Benefits;
- Specific-Purpose Allowances and Benefits;
- Incentives.

Modified salary schedule implemented in four tranches from 2020 to 2023.
Covers monthly remuneration with detailed salaries per Salary Grade and Step.
Part-time personnel receive proportionate remuneration based on actual services.
Casual personnel paid daily rates based on dividing monthly salary by 22 working days.

One (1) month basic salary awarded as Mid-Year Bonus after four months of satisfactory service.
Existing Year-End Bonus (one month basic salary) and Cash Gift (₱5,000) remain.
Bonuses tied to specified dates (e.g., Mid-Year not before May 15, Year-End in November).

Incentives system under CSC per Administrative Code.
Monetary and non-monetary rewards with guidelines issued by CSC in consultation with DBM.

LGU personnel may receive modified salary and incentives respecting LGU budget Personnel Services limits.
Salary caps aligned with LGU income classification and as percentage of national schedule.
Barangay personnel receive honoraria per income classification, eligible for Year-End Bonus and Cash Gift.
Partial implementation must be uniform across positions within LGUs.

NGAs implementation in four tranches (2020 to 2023).
GOCCs and LGUs have at least four years for implementation based on financial capacity; not earlier than 2020.

Entities not covered by RA 6758 CPCS, GOCCs covered by GCG CPCS under RA 10149, and those with their own approved systems.
Exempt entities governed by own approved compensation and position classification systems.

Salaries for President, Vice-President, and Members of Congress take effect only after current terms expire, per constitutional provisions.

NGAs: From available and subsequent General Appropriations Acts.
GOCCs: Corporate funds within operating budgets approved by DBM; partial implementation allowed if funds insufficient.
LGUs: Charged against local government funds as governed by law.

DBM responsible for issuing guidelines for implementing the Act's specific provisions.

Existing laws and orders consistent with or not modified by this Act remain effective.

Prior inconsistent laws, decrees, orders, rules, or regulations repealed or amended accordingly.