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RNG Bank Salary Loan Table for DepEd Teachers

Salary Loan Table - RNG Coastal Bank RNG Bank offers salary loan for permanent DepEd teaching and non-teaching staff thru Automatic Payroll Deduction System (APDS). Features: 📍LOW INTEREST RATE 📍LOAN AMOUNT UP TO 500,000 📍5 YEARS MAXIMUM LOAN TERM 📍NO HIDDEN CHARGES 📍NO NEED TO GO TO THE OFFICE A Bank that is built with trust and integrity and committed to provide quality and safe banking services to its existing and future clients, RNG Coastal Bank, Inc . is a banking institution established in the year 1974. The Bank has 15 operating branches in the Visayas, 11 in Cebu and 4 in Bohol. Providing various financial products and services to its clients for almost 50 years, RNG Coastal Bank remains strong and continuously grows its number of branches to reach more Filipinos. Here are the branches of RNG Coastal Bank: RNG Coastal Bank Head Office Cor. Cabancalan Road, Talamban, Cebu City 6000 Labangon Branch Punta Princesa, (Labangon) Cebu City Asturias Branch Poblacion, Asturias, Ce...
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Understanding Executive Order No. 64: A Comprehensive Update to Government Compensation

In a move aimed at reinforcing the commitment to equitable compensation for government personnel, President Ferdinand R. Marcos Jr. has issued Executive Order No. 64. This directive is a significant update to the salary schedule for civilian government employees in the Philippines, reflecting the government's ongoing efforts to ensure fair and competitive remuneration. Let's dive into the details of this executive order and what it means for government employees and the broader public.

Context and Objectives

The issuance of Executive Order No. 64 is anchored in several key legislative and policy frameworks:

  1. Congress Joint Resolution (JR) No. 4 (s. 2009) and Republic Act (RA) No. 11466: These laws underscore the state’s commitment to fair compensation for government personnel, aligning with the principle of equal pay for equal work. They highlight the need for government salaries to be competitive with private sector compensation to attract and retain skilled professionals.

  2. Presidential Decree (PD) No. 985: This decree mandates periodic updates to salary schedules based on prevailing private sector wages, work week changes, or minimum wage adjustments.

  3. Fiscal Year 2023: Marked the final tranche of the Modified Salary Schedule under RA No. 11466. Given the economic challenges, including inflation eroding purchasing power, there was a pressing need to revise compensation to ensure the workforce remains competent, committed, and effective.

Key Provisions of Executive Order No. 64

1. Compensation Adjustment Strategy

The executive order sets forth a comprehensive strategy for adjusting government salaries:

  • Competitiveness: The updated salary schedule aims to ensure that government compensation remains competitive with the private sector, which is essential for attracting and retaining top talent.
  • Pay Distinctions: The new structure will reflect substantive differences in job duties, responsibilities, and qualifications, ensuring that pay distinctions are based on job value.
  • Value Maintenance: The order emphasizes the need to maintain the value of government compensation over time, considering economic fluctuations.
  • Financial Capacity: The revised compensation scheme must be sustainable, ensuring that Personnel Services (PS) costs remain reasonable relative to overall government expenditure.

2. Coverage

The salary adjustments outlined in the order apply broadly to:

  • Civilian Government Personnel: This includes those in the Executive, Legislative, and Judicial Branches, Constitutional Commissions, Government-Owned or -Controlled Corporations (GOCCs) not covered by RA No. 10149, and local government units (LGUs).
  • Appointment Status: The adjustment covers regular, contractual, casual, appointive, and elective personnel, regardless of full-time or part-time status.

However, certain categories are excluded from the increase:

  • Job Orders and Contracts: Individuals engaged through job orders, contracts of service, consultancy, or service contracts without an employer-employee relationship are not covered.
  • GOCCs with Separate CPCS: GOCCs governed by separate Compensation and Position Classification Systems approved by the Governance Commission for GOCCs (GCG) are also excluded.

Implications and Impact

The update brought by Executive Order No. 64 signifies a significant step towards enhancing the welfare of government employees. Here’s what it means in practical terms:

  • Enhanced Competitiveness: By aligning government salaries with private sector standards, the government aims to attract and retain skilled individuals, ensuring that public services remain efficient and effective.
  • Economic Adaptation: The adjustment acknowledges the economic pressures faced by employees due to inflation and seeks to mitigate its impact on their purchasing power.
  • Sustainable Spending: The focus on maintaining a balance between adequate compensation and fiscal responsibility highlights the government’s commitment to financial prudence while ensuring fair remuneration.

Conclusion

Executive Order No. 64 represents a pivotal adjustment in the compensation landscape for Philippine government employees. By addressing the need for competitive and fair wages, the order supports the broader goal of maintaining a motivated, capable, and productive workforce. As the order takes effect, it is expected to contribute positively to both employee satisfaction and the overall efficiency of public service delivery in the Philippines.

This update not only reflects the government's responsiveness to economic realities but also underscores its dedication to promoting social justice and maintaining high standards of public service.

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