FOURTEENTH CONGRESS OF THE
REPUBLIC OF THE PHILIPPINES
Second Regular Session
Joint Resolution No. 26
Prepared by the Committee in substitution of Senate Joint Resolution No. 23, Senate Bill
Nos. 42,1653,1792,2140 and 2420; Senate Resolution Nos. 477 and 543; with Senators Enrile, Lacson, Legarda, Trillanes III, Honasan, Revilla Jr, Villar and Angara as authors
JOINT RESOLUTION AUTHORIZING THE PRESIDENT OF THE PHILIPPINES TO MODIFY THE COMPENSATION AND POSITION CLASSIFICATION SYSTEM OF CIVILIAN PERSONNEL AND THE BASE PAY SCHEDULE OF MILITARY AND UNIFORMED PERSONNEL IN THE GOVERNMENT, AND TO IMPLEMENT THE SAME INITIALLY EFFECTIVE JULY 1, 2009, AND FOR OTHER PURPOSES.
WHEREAS, Section 5, Article IX-B of the Philippine Constitution states that Congress shall provide for the standardization of compensation of government officials and employees, including those in government-owned or controlled corporations with original charters, taking into account the nature of the responsibilities pertaining to and the qualifications required for their positions;
WHEREAS, Republic Act No. 6758 prescribes a revised Compensation and Position Classification System for civilian personnel in accordance with the above-cited Constitutional provision and anchored on the basic principle of equal pay for substantially equal work;
WHEREAS, joint Resolution No. 01 of the Senate and the House of Representatives, which was approved by the President of the Philippines on March 7,1994, urged the latter to revise the then existing Compensation and Position Classification System for civilian personnel and base pay of military and uniformed personnel to make it more responsive to the economic needs of government personnel, to provide adequate incentives to public servants and to improve the quality of public services;
WHEREAS, the present Compensation and Position Classification System has to be revised further to update the same, to further encourage excellent performance and productivity, and to clearly distinguish differences in levels of responsibility and accountability among government officials, officers and employees;
WHEREAS, the current structure of the Salary Schedule causes the overlapping of salaries between salary grades, thereby resulting to salary inequities between positions:
WHEREAS, the grant of benefits to selected professions under special laws undermines the compensation standardization and equal protection of the law clauses in the Constitution, distorts the standardized compensation scheme and breeds demoralization among other government employees:
WHEREAS, the military personnel of the Department of National Defense and uniformed personnel of the Department of Interior and Local Government, Philippine Coast Guard, and the National Mapping and Resource Information are similarly in need of a modified base pay that provides adequate remuneration and benefits in view of the vital role they play in internal security;
WHEREAS, in order to make the present Compensation and Position Classification System and Base Pay Schedule more effective in motivating government personnel and in invigorating public service, reforms in the present System and Pay Schedule need to be instituted:
NOW, THEREFORE, be it:
Resolved by the Senate and the House of Representatives in Congress assembled, To authorize the President of the Philippines to modify the existing Compensation and Position Classification System of civilian personnel and Base Pay Schedule of military and uniformed personnel and to initially implement the same effective July 1,2009;
Resolved, Further, To express the strong sentiment of the Senate and the House of Representatives that said modification must be in line with the governing principles, coverage and particulars of the Compensation and Position Classification System and Base Pay Schedule prescribed hereunder.
Resolved, Finally, That the amendment of existing laws and issuances contrary to the provisions of this Joint Resolution shall be effective upon the approval of the said Resolution.
(1.) Governing Principles – The following principles shall govern the modified Compensation and Position Classification System and Base Pay Schedule of the government:
(a) All government personnel shall be paid just and equitable compensation in accordance with the principle of equal pay for work of equal value. Differences in pay shall be based on verifiable compensation and position classification factors;
(b) The compensation for all civilian government personnel shall generally be comparable with those in the private sector doing comparable work in order to attract, retain and motivate a corps of competent civil servants;
(c) The compensation for all civilian government personnel shall likewise be standardized and rationalized across all government agencies to create an enabling environment that will promote social justice, integrity, efficiency, productivity, accountability and excellence in the civil service;
(d) A performance-based incentive scheme which integrates personnel and organizational performance shall be established to reward exemplary civil servants and well-performing institutions based on the Performance Management System Office Performance Evaluation System (PMS-OPES) or other similar performance evaluation systems approved by the Civil Service Commission (CSC).
(e) A periodic review of the government’s Compensation and Position Classification System shall be conducted every three (3) years, taking into account the changes in skills and competency requirement in the bureaucracy, the relative demand for certain expertise, the possible erosion in the purchasing power due to inflation, and other factors. The Base Pay Schedule of military and uniformed personnel shall likewise be subject to the said periodic review to ensure that they are adequately compensated.
(f) The Base Pay Schedule of military and uniformed personnel of the government shall likewise reflect prevailing economic realities and create professionalism, exemplary performance, and commitment to service; and,
(g) The compensation for all government personnel shall be kept fair and reasonable in recognition of fiscal realities and an efficient allocation of personal services cost which shall be maintained at a realistic level in proportion to the over-all expenditure of the government,
(2) Coverage – The Compensation and Position Classification System herein provided under Sections 3,4,5,6 and 7 shall apply to all positions for civilian government personnel in the Executive, Legislative, and Judicial Branches, the Constitutional Commissions, State Universities and Colleges (SUCs), Government-Owned or Controlled Corporations (GOCCs), Government Financial Institutions (GFIs), and Local Government Units (LGUs), whether regular, casual or contractual in nature, appointive or elective, on full-time or part-time basis, now existing or hereafter created. The Base Pay Schedule herein provided in Section 8 shall apply to the military and uniformed personnel.
Individuals and groups of personnel whose services are engaged through job orders or contracts of services shall be excluded from the coverage of the System.
(3) Position Classification System
(a) Re-categorized Groups of Classes of Positions – The classes of positions shall be re-categorized as follows: (i) Sub-professional Category, (ii) Professional Category, and (iii) Executive Category.
(i) Sub-Professional Category – This category includes positions involved in structured work in support of office operations or those engaged in arts, crafts, trades, manual, or clerical work.
Also included in this category are positions engaged in supervising groups of employees performing such work.
These positions require completion of up to elementary education, secondary or vocational education or completion of at least two (2) years of college education, and skills acquired through training and moderate to considerable experience and knowledge of a limited subject matter or skills in arts, crafts, trades, manual and clerical work.
(ii) Professional Category – This category includes positions performing work requiring the exercise of profession or application of knowledge acquired through formal training in a particular field or the exercise of a natural, creative and artistic ability or talent in arts and letters. Also included in this category are positions involved in research and application of professional knowledge and methods to a variety of technological, economic, social, industrial and governmental functions.
Further included in this category are positions engaged in supervising groups of employees performing professional work.
These positions require thorough knowledge in the field of arts and sciences or learning acquired through completion of at least four (4) years of college studies or thorough knowledge of specialized fields acquired through completion of bachelor’s, master’s or doctorate degrees.
(iii) Executive Category – This category includes managerial positions involved in the execution of laws, rules and regulations, both in the national and local governments, in the legislation of laws and ordinances, and in the administration of justice. Appointive executive positions require thorough knowledge acquired through completion of at least a bachelor’s degree. Elective executive positions only require knowledge acquired through the minimum education prescribed by the Constitution and existing laws.
(b) Index of Occupational Services, Occupational Groups, Classes and Salary Grades – The existing levels of classes of positions shall be reviewed to convert them to the more appropriate number of levels that recognizes reasonable gradations in the levels of difficulty, changes and complexity of the duties and responsibilities of positions, work methods, skills, competencies and other relevant factors and to convert them into generic, brief but descriptive, and gender-neutral class/position titles.
In view thereof, the Position Classification System shall be supported by an updated Index of Occupational Services, Occupational Groups, Classes and Salary Grades, to be prepared by the Department of Budget and Management (DBM) in coordination with the Civil Service Commission (CSC).
(4) Compensation System
(a) Total Compensation Framework – The existing basic salaries, allowances, benefits and incentives granted to government officials and employees shall be rationalized and standardized in accordance with the herein established Total Compensation Framework. Under this Framework, the total payment given to an employee for services rendered shall hereinafter be limited to the following:
(i) Basic Salaries, including Step Increments:
(ii) Standard Allowances and Benefits;
(iii) Specific-Purpose Allowances and Benefits; and
PROVIDED, That the Total Compensation Framework shall exclude all indirect compensation under existing laws, such as but not limited to: life and retirement insurance benefits, employee compensation insurance, health insurance, PAG-I.B.I.G. Fund benefits, and Provident Fund benefits.
(b) The modified Salary Schedule for Civilian Personnel, to be implemented in tranches, shall be as follows:
Monthly Salary Schedule (In Pesos)
|Salary Grade||Step 1||Step 2||Step 3||Step 4||Step 5||Step 6||Step 7||Step 8|
(c)Salary Grade Assignments of Positions -The salary grades for positions for Constitutional Officials and their equivalent shall be as provided under Section 8, Republic Act No. 6758.
The benchmark position schedule in item (43, Senate and House of Representatives Joint Resolution No. 01, s. 1994, is abolished.
The existing position classification factors and other relevant factors, shall guide the DBM in the review of salary grade assignments for classes of positions below those for Constitutional Officials and their equivalent for possible modifications in view of organizational, technological, professional and other developments, and in determining the salary grade assignments of new classes of positions.
(d) Step Increments -An employee may progress from Step 1 to Step 8 of the salary grade allocation of his/her position based on Merit and Performance and/or Length of Service in accordance with the rules and regulations to be promulgated jointly by the DBM and the CSC.
Employees authorize to receive Longevity Pay under existing laws shall no longer be entitled to Step Increments Due to Length of Service. The grant of Step Increment based on Merit and Performance shall he in lieu of the Productivity Incentive Benefit.
(e) Rationalization of Allowances, Benefits and Incentives – The coverage, conditions for the grant, including the rates of allowances, benefits and incentives to all government employees, shall be rationalized in accordance with the policies to be issued by the President upon recommendation of the DBM.
For this purpose, all existing and authorized allowances, benefits and incentives shall be categorized as Standard Allowances and Benefits, Specific-Purpose Allowances and Benefits, or Incentives in accordance with items (4) (f), (g), and (h) hereof: PROVIDED, That henceforth all allowances, benefits and incentives to be granted to any and all government employees shall be limited to the foregoing categories: PROVIDED, FURTHER, That said allowances, benefits and incentives shall be granted only upon compliance with all of the qualifications and conditions laid down by the President.
Provident fund benefit and other benefits, which are excluded in the consideration of the total compensation framework as may be determined by the DBM, shall be rationalized in accordance with the policies to be issued by the President upon recommendation of the DBM.
(f) Standard Allowances and Benefits – These are allowances and benefits given to all employees across agencies, in cash, at prescribed rates, guidelines, rules and regulations, which shall be limited to the following:
(i) Personnel Economic Relief Allowance- This shall be given at P2,OOO and this refers to the combined total of the current P500 Personnel Economic Relief Allowance and the P1,500 Additional Compensation, to supplement pay due to the rising cost of living;
(ii) Uniform/Clothing. Allowance- This is given in cash to provide for the required uniform/clothing to employees, at prescribed rates;
(iii) Year-End Bonus and Cash Gift- This is equivalent to one (1) month basic salary and cash gift provided under Republic Act No. 6686, as amended by Republic Act NO. 8441.
(g) Specific-Purpose Allowances and Benefits – These are allowances and benefits given to employees across agencies under specific conditions and situations related to the actual performance of work; given in cash, at prescribed rates, guidelines, rules and regulations. These are limited to the following:
(i) Representation and Transportation Allowances- These are given to officials down to division chiefs at monthly standard rates in order to defray transportation and representation expenses while in the actual performance of the duties of the positions. Transportation allowance shall not be given to those assigned government transportation;
(ii) Per Diem – This is compensation for attendance in meetings in view of membership in collegial bodies created by law;
(iii) Honoraria- These are token payments in recognition of services rendered beyond the regular duties and responsibilities of positions;
(iv) Night-Shift Differential- This premium is given to an employee whose regular working hours fall wholly or partially within six o’clock in the evening to six o’clock in the morning of the following day;
(v) Overtime Pay- This is cash payment for work performed by an employee beyond the regular working hours in a day, and those performed on rest days, holidays, and non-working days;
(vi) Subsistence Allowance- This is an allowance for meal or sustenance given only to government personnel who, by the nature of the duties and responsibilities of their positions, have to make their services available at all times in their places of work even during mealtimes. This shall be given at the prescribed standard rate;
(vii) Hazard Pay- This is a premium given only to government personnel exposed to hazardous situations such as, but not limited to, assignment in strife-torn or embattled areas, distressed or isolated stations, prison camps, mental hospitals, leprosaria, radiation-exposed clinics/ laboratories/workshops, disease-infested areas and areas declared under state of calamity or emergency which pose occupational risks or perils to life;
(viii) Special Counsel Allowance- This is an allowance for lawyer personnel in the legal staff of departments, bureaus or offices of the National Government deputized by the Office of the Solicitor General to appear in court as Special Counsel in collaboration with the Solicitor General or Prosecutors concerned;
(ix) Overseas and Other Allowances for Government Personnel Stationed Abroad- These are allowances given to government officials and employees assigned abroad at such rates authorized under Republic Act No. 7157, as amended, and its implementing rules and regulations;
(x) Other Allowances and Benefits Granted under specific conditions and situations, related to the actual performance of work, as may be determined by the DBM.
(h) Incentives -This shall be limited to the following:
(i) Incentives to reward an employee’s loyalty to government service and contributions to the agency’s continuing viable existence, as follows:
Loyalty Incentive – This is an incentive to be given in milestone years to reward an employee’s loyalty to government service with at least satisfactory performance. This shall be in lieu of the Loyalty Award.
Anniversary Bonus -This is a one-time incentive to be given to employees on the occasion of their agencies’ milestone anniversaries, to recognize the employees’ participative efforts in and contributions to the agencies’ continuing and/or viable existence.
(ii) Incentives as rewards for exceeding agency financial and operational performance targets, and to motivate employee efforts toward higher productivity, as follows:
Collective Negotiation Agreement (CNA) Incentive – This may be granted to both management and rank-and-file employees of agencies with approved and successfully implemented CNAs in recognition of their efforts in accomplishing performance targets at lesser cost, in attaining more efficient and viable operations through cost-cutting measures and systems improvement, chargeable to savings from maintenance and other operating expenses realized through these joint efforts.
Productivity Enhancement Incentive – This may be authorized by the President of the Philippines for the Executive branch and Local Government Units, the Senate President and Speaker of the House of Representatives for the Legislative Branch, the Chief Justice of the Supreme Court for the Judicial Branch and the Heads of Constitutional Commissions for the Constitutional Offices at the end of the year when savings resulting from productivity improvement are generated.
(iii) Other existing benefits to be categorized by the DBM as incentives.
(5) Special Allowances – The grant of Special Allowances to certain officials and employees as provided under Republic Act No. 9227, Republic Act No. 9279, Republic Act No. 9347, Republic Act No. 9406, Republic Act No. 9417 which shall not exceed one hundred percent (100%) of the applicable salary schedule, as provided in their respective implementing rules and regulations, shall be considered as an advance implementation of any subsequent increases in the salary rates under Republic Act No. 6758, as amended.
Accordingly, the full amount of Special Allowances or portions thereof that have been received shall he converted as part of basic salaries as a result of the salary increases authorized pursuant to this Joint Resolution and such other subsequent issuances and/or laws authorizing salary adjustments: PROVIDED, That any balances in the amount of Special Allowances not converted as part of basic salaries shall continue to be granted as such and funded from sources specified under applicable laws: PROVIDED, FURTHER, That the maximum limit of the Special Allowances that may be granted thereafter shall be reduced by the amount of Special Allowances converted as part of basic salaries: PROVIDED, FINALLY, That such Special Allowances shall cease to be granted once the full amount of the authorized Special Allowance has been integrated in the salary of the employee concerned.
(6) Magna Carta Benefits – The DBM shall review all Magna Carta benefits authorized for specific officials and employees in the government to determine how these may be categorized in the Total Compensation Framework PROVIDED, That the DBM, in coordination with the agencies concerned, shall determine the qualifications, conditions and rates in the grant of said benefits; PROVIDED, FURTHER, that there shall be no decrease in the amount and kind of Magna Carta benefits whether said benefits have been already received or have yet to be implemented.
(7) Local Government Units – The position titles, salary-grades, salary rates, grant of allowances, benefits and incentives of local government officials and employees shall be in accordance with the pertinent provisions of this Joint Resolution and R.A. No. 7160.
(a) The salary rates shall be determined on the basis of the income class and financial capability of each LGU which shall not exceed the following percentages of the rates in the Salary Schedule under item 4(b) of this Joint Resolution:
|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%|
LGUs may, if their finances warrant, grant salary adjustments to their personnel pursuant to this Joint Resolution subject to the above percentages and to personal services limitation in LGU budgets under R.A. No. 7160: PROVIDED, That the grant of allowances and other benefits shall be subject to the said personal services limitation.
(b) The rates of representation and transportation allowances shall be determined on the basis of the income class of each LGU.
(c)Each barangay official/employee paid monthly honorarium may be granted year-end bonus based on the monthly honorarium rate as of October 31 of the current year, and cash gift, subject to the budgetary requirements and personal services limitation in barangay budgets under Republic Act No. 7160. The personal services limitation under the said act shall be waived insofar as the minimum year-end bonus of P1, 000 for the Punong Barangay and P 600 for the other mandatory harangay officials, and their cash gifts are concerned.
(8) Military And Uniformed Personnel – Military Personnel of the Department of National Defense (DND) and uniformed personnel of the Department of the Interior and Local Government (DILG], Philippine Coast Guard (PCG), and National Mapping and Resource Information Authority (NAMRIA), shall be covered by a compensation system that will promote pay equity for an effective, efficient, professional and motivated corps of military and uniformed personnel.
They shall be covered by only one Base Pay Schedule as follows:
|DND||BJMP AND BFP||PNP AND PPSC||PCG AND NAMRIA||Pay|
|Candidate Soldier||–||–||–||P 11,265|
|Private||Fire / Jail Officer I||Police Officer I||APPRENTICE SEAMAN / Seaman THIRD Class||14,834|
|Private First Class||–||–||Seaman SECOND Class||15,952|
|Corporal||Fire / Jail Officer II||Police Officer II||Seaman FIRST CLASS||16,934|
|Sergeant||–||–||Petty Officer III||17,744|
|Staff Sergeant||Fire / Jail Officer III||Police Officer III||Petty Officer II||18,665|
|Technical Sergeant||–||–||Petty Officer I||20,159|
|Master Sergeant||Senior Fire / Jail Officer I||Senior Police Officer I||Chief Petty Officer||21,771|
|Senior Master Sergeant||Senior Fire / Jail Officer II||Senior Police Officer II||Senior Chief Petty Officer||23,513|
|Chief Master Sergeant||Senior Fire / Jail Officer III||Senior Police Officer III||Master Chief Petty Officer||25,394|
|First Chief Master Sergeant||Senior Fire / Jail Officer IV||Senior Police Officer IV||First Master Chief Petty Officer||27,425|
|Probationary Second Lieutenat||–||–||–||27,425|
|First Lieutenant||Inspector||Inspector||Lieutenant Junior Grade||32,341|
|Captain||Senior Inspector||Senior Inspector||Lieutenant Senior Grade||35,312|
|Major||Chief Inspector||Chief Inspector||Lieutenant Commander||37,313|
|Colonel||Senior Superintendent||Senior Superintendent||Captain||43,521|
|Brigadier General||Chief Superintendent||Chief Superintendent||Commodore||47,002|
|Major General||Director||Director||Rear Admiral||50,763|
|Lieutenant General||–||Deputy Director-General||Admiral||59,210|
The remuneration for military and uniformed personnel shall be governed by a separate Total Compensation Framework which shall include: a) Base Pay, including Longevity Pay, b) Standard Allowances and Benefits, c) Specific-Purpose Allowances and Benefits, and d) Incentives.
All existing types of allowances and benefits authorized for military/uniformed personnel such as but not limited to Longevity Pay, Quarters Allowance, Subsistence Allowance, Clothing Allowance, Laundry Allowance and Hazard Pay shall continue to be authorized and categorized in accordance with this separate Total Compensation Framework.
(9) Exempt Entities – Government agencies which by specific provision/s of laws are authorized to have their own compensation and position classification system shall not be entitled to the salary adjustments provided herein. Exempt entities shall be governed by their respective Compensation and Position Classification Systems: PROVIDED, That such entities shall observe the policies, parameters, and guidelines governing position classification, salary rates, categories and rates of allowances, benefits and incentives, prescribed by the President: PROVIDED, FURTHER, That any increase in the existing salary rates as well as the grant of new allowances, benefits and incentives or an increase in the rates thereof shall be subject to the approval by the President, upon recommendation of the DBM: PROVIDED, FINALLY, that exempt entities which still follow the salary rates for positions covered by R.A. No. 6758, as amended, are entitled to the salary adjustments due to the implementation of this Joint Resolution, until such time that they have implemented their own Compensation and Position Classification Systems.
(10) Disclosure of Compensation and Position Classification Systems Adopted by Exempt Entities – in conformity with the provisions of item (9) hereof, exempt entities shall submit their existing compensation and Position Classification Systems and their implementation status to the DBM.
(11) Non-Diminution in the Basic Salaries of Incumbent Employees – In no case shall there be any diminution in the basic salaries of incumbent employees upon the implementation of this Joint Resolution. For this purpose, they shall receive the new salary rates prescribed herein, to be implemented in tranches, which in no case shall be less than their existing salary rates.
(12) Funding Source – The funding sources for the amounts necessary to implement the modified Compensation and Position Classification System and Base Pay Schedule shall he as follows:
(a) For National Government entities, the amounts shall be charged against appropriations set aside for the purpose in the FY 2009 General Appropriations Act and from savings generated by the different departments, bureaus, offices and agencies of the government. Thereafter, such amounts as are needed shall be included in the annual General Appropriations Act.
(b) For GOCCS and GFIs, the amounts shall come from their respective corporate funds in the approved corporate operating budgets. Government corporations which do not have adequate or sufficient funds shall only partially implement the established rates: PROVIDED, That any partial implementation shall be at uniform proportion of the established rates for all positions in each government corporation.
(c) For LGUs, the amount shall be charged against their respective local government funds. LGUs which do not have adequate or sufficient funds may only partially implement the established rates for their income classes: PROVIDED, That any partial implementation shall be at uniform proportion of the established rates for all positions in each local government unit.
(13) Initial Implementation – The salary schedule in item (4)(b) and the base pay schedule in item (8) shall be implemented within four (4) years PROVIDED, That the initial implementation shall take effect July 1, 2009.
(14) Applicability to Certain Constitutional Officials – Pursuant to Section 6 of Article VI1 and Section 10 of Article VI of the Constitution, the salaries prescribed herein for the President of the Philippines, Vice-president of The Philippines, and members of Congress shall take effect only after the expiration of the respective terms of the present incumbents.
(15) Applicability of Other Laws – All provisions of Presidential Decree No. 985, as amended by Presidential Decree No. 1597, Republic Act No. 6758 as amended by Senate and House of Representatives Joint Resolution No. 01, s. 1994, which are consistent with and are not expressly modified, revoked or repealed by this Joint Resolution shall continue to be in full force and effect.
(16) Amendment of Existing Laws – The provisions of all laws, decrees, executive orders, corporate charters, rules, regulations, circulars, approvals, and other issuances, or parts thereof, that are inconsistent with the provisions of this Joint Resolution, such as, but not limited to, Republic Act No. 4670; Republic Act No. 7160, Republic Act No. 7305; Republic Act No. 8439; Republic Act No. 8551, Executive Order No. 107 dated June 10, 1999, Republic Act No. 9286; Republic Act No. 9166, and Republic Act No. 9433 are hereby amended.
All provisions of laws, executive orders, corporate charters, implementing rules and regulations prescribing salary grades for government officials and employees other than those in section 8, Republic Act No. 6758, are repealed.
(17) Functional Responsibilities of the Department of Budget and Management – In addition to the powers and functions provided in the pertinent items of this Joint Resolution, and Presidential Decree No. 985, as amended by Presidential Decree No. 1597, Republic Act No. 6758, as amended by Senate and House of Representatives Joint Resolution No. 01, s. 1994, the DBM shall:
(a) Prepare and issue the guidelines, rules and regulations necessary to implement the modified Compensation and Position Classification System for all government personnel herein established consistent with the Executive Orders to be issued by the President;
(b) Administer the modified compensation and Position Classification System;
(c) Undertake a continuing review of the Compensation and Position Classification System for civilian government personnel in coordination with the Civil Service Commission;
(d) Recommend for the consideration and approval of the President, the updating of the Compensation and Position Classification System and Base Pay Schedule for all government personnel, including military and uniformed personnel, as well as the policies on and levels of allowances, benefits and incentives applicable to all government personnel, including those for exempt entities.
(18) Preparation of a Consolidated Compensation and Position Classification Report – The DBM shall prepare a consolidated Compensation and Position Classification Report, summarizing the approved systems for all government entities in the national government, government-owned or controlled corporations and government financial institutions including exempt entities and the status of implementation thereof. Said report shall be periodically updated and submitted to Congress and the Commission on Audit for public disclosure, monitoring, compliance with established policies, and as basis for future policy decisions.