Questions and Answers on 2014 Merit Promotions for the

UNIVERSITY OF THE PHILlPrlNES
QUEZON CITY
OFFICE OF THE VICE PRESIDENT
FOR ADMINISTRATION
07 July 2014
Memorandum No. MSVA 14-64
For:
The Vice Presidents & Secretary of the
University
Dr.
Gisela P. Concepcion,
Academic Affairs (OVPAA)
Prof. Joselito G. Florendo,
Planning & Finance (OVPPF)
Dr. Elvira A. Zamora,
Development (OVPD)
Dr. J. Prospero De Vera III,
Public Affairs (OVPPA)
Atty. Hector Danny D. Uy,
Legal Affairs (OVPLA)
Dr. Lilian S. De Las Uagas,
Secretary of the University (OSU)
Attention: AVPs, Asst. Secretary, Office
Heads I Executive Assistants
Subject:
The Chancellors
Dr.
Dr.
Dr.
Dr.
Dr.
Michael L Tan,
U.P. Diliman
Rex Victor O. Cruz, U.P. Los Banos
Manuel B. Agulto,
U.P. Manila
Rommel A. Espinosa, U.~. Visayas
Grace Javier Alfonso, U.R Open
University
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Dr. Sylvia B. Concepcion, U.Ff.Mindanao
Dr. Raymundo D. Rovillos, U.P. Baguio
1.
Atty. Liza D. Corro, Dean, U.P. Cebu
Dr. Jose C. Gonzales, Director, Philippine
General Hospital (PGH)
Attention:
Vice Chancellors for Administration
Directors & Heads, U.P. HRDOs
Questions and answers (Q & A) on 2014 merit promotions for the
regular administrative staff and the REPS
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In relation to the guidelines on the 2014 merit promotions for the regular administrative
staff and the Research, Extension and Professional Staff (REPS), questions are a~ticipated;
the suggested answers are provided for your convenience, through a Q & A format (attached).
Thank you for your cooperation.
Cc: President Alfredo E. Pascual
Attachment:
as stated.
Quezon Hall, UP Diliman, Quezon City, Philippines 1101
Tel. No. 925-0984; 981-8500 toe. 2525/2526
Telefax: 925-6721
E-mail: ovpa.upsystem@gmail.com
University of the Philippines
Diliman, Quezon City
Office of the Vice Presidentfor Administration (OVPA)
QUESTIONS AND ANSWERS (Q & A)
2014 MERIT PROMOTION / STEP INCREASE(S) FOR THE REGULAR
ADMINISTRA TIVE STAFF AND THE RESEARCH,EXTENSION AND PROFESSIONAL
STAFF (REPS)
Merit promotion is a recognition and incentive for the performance of employees, through
vertical or horizontal movements in the job and pay structure. Merit pay maybe in thelform of
step increases integrated into an employee's basic salary; or granted as a one-time incentive for
employees who are in the maximum step in their current salary grade ("sagad" employees).
Questions
1. What is the coverage and general
procedure for the 2014 round of
merit step increases?
Answers
Verified data on performance ratings from 01 July to
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31 December 2010; and from 01 Jan to 30 June; and
01 July to 31 December for the years 2011, 2012 and
2013 -- or a total of seven rating periods shall be
collected and given the equivalent numerical ratings,
and the average computed for each empldyee.
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Based on average ratings, the recommendations for
merit step increase(s) shall be submitted by the
Administrative
Personnel Committees (APts) of the
division, department or unit to the colleg~; and the
college to the CU, for consolidation and submission to
the UP System.
2. How will questions and appeals be
resolved?
Questions and appeals are best resolved at the unit,
college and CU levels. Changes in the
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recommendations made at the System level shall be
endorsed back to the CUs for appropriate
The "sagad" employees are in the maximum Step 8 of
the salary grade of their current job position title.
3. Who are the "sagad" employees?
"Sagad" employees need to comply with the
qualifications and other requirements for the higher
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job position.
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4. What could be done for the "sagad" A transition allowance (one time "Sagad" ~ward") is
employees, in terms of pay?
being recommended.
The amount is still ,eing
considered, based on funds that maybe aVjilable.
5. Can "sagad" employees be
promoted?
6. How much is the merit step
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Yes, if the deserving employee has the required
qualifications and the job position items art available.
The amounts for merit step increases depehd on the
increase? Is it subject to income
current salary grade and job position of th1 deserving
tax?
administrative staff and REPS. As part of
compensation income, merit pay is subject to tax.
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7. What happens if the employee is in
Step 7, but the recommended step
is four (4) steps?
Step increases are only up to a maximum or Step 8.
8. Is there a percentage fixed for the
The merit promotion budget for 2014 will 10t be
faculty and the staff in the merit
step increase budget?
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based on a percentage allocation for the faculty in
relation to the administrative staff and the REPS.
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9. If there are employees with
No, they will not qualify.
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resolved disciplinary cases who
have been found guilty, will they
qualify for this round of merit step
increases?
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10. Is length of service considered in
No. Longevity and merit are separate matters. There
addition to performance rating of at is a separate longevity pay.
least VS?
11. In case of non-submission of PRs,
what happens? An employee may
have less than seven (7) rating
periods.
12. There are employees who are
retiring this year. Since the merit
step increases will take effect on 1
January 2014, will these personnel
In case of non-submission with no valid reason, the
employee is not eligible for step increases.
No, they will not be included.
3, s. 1991 provides that:
CSC-DBMCi;rcular No.
"Unauthorized pr-
retirement promotions and salary increaser [...] shall
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be included?
include the following cases: promotion with increase
in salary during the six (6)-month period i~mediatelY
preceding the date of retirement of an offlcial or
employee to retire under the mandatory ~ode
(Section 4.2.1}."
13. What is the basis for evaluation of
REPS?
In addition to the Performance Evaluation System
(PES),the evaluation of REPSincludes the
accomplishments/output
with respect to t1henumber
of publications, number of completed and on-going
researches as well as their other scholarly,{creative
works or activities.
14. Are those who are drawing salaries
from lump sum appropriations
eligible for this round of merit step
increases?
15. What about consultations with the
All UP Workers Union (AUPWU) and
the All UP Academic Employees
Union (AUPAEU), as provided in
the existing Collective Negotiations
Agreement (CNA)?
No. After this round of merit step increase~, the
university will address the lack of items thrFugh the
HR plantilla rationalization and imPlementrion
plan.
Feedback and suggestions from both the A~PWU and
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the AUPAEU on merit promotions are acknowledged,
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and are part of the consultation process.
Specific plans and issues on merit promotion are best
discussed at the college and unit levels.
Administration
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officials are open to furthei
consultations and dialogue on merit promotion, based
on inputs from the CUs, colleges and units.
16. Is there a difference between merit
step increase, and a salary
increase?
Merit step increases should not be confusJd with
general salary increases provided under thr SSL
tranches, with the last tranches given in 2911 and
2012.
In both houses of Congress, there are pending
proposals towards a new schedule of salart increases
in the government.
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Annex 1.
Key definitions
related
to merit
promotions
I step
increases in UP
Pay differentials based on recognized performance achievements,
Merit pay
either as a one-time incentive, or as incremental step increases
through vertical or horizontal movements in the job group or rank.
Merit pay recognizes performance through established criteria for
salary adjustments; or one time payments for faculty and staff who
meet the requirements based on the merit promotion gUidelines.
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Merit step increases
Pay adjustments due to merit are based on the progression f~om Step
1 to Step 8 in the salary scale for each salary grade, as provided in the
Salary Standardization Law (SSL).
Step promotion
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Horizontal movement within the same job position rank or gnade, given
increase
the number of steps within the rank or grade.
Basic pay
The fixed salary grades and corresponding step for each job Josition
title included in the SSL. Basic pay is fixed compensation pai6 to an
(base pay)
employee for performing specific job responsibilities; base pay does
not include additional payments or allowances.
Variable pay
Other forms of compensation such as bonuses, overtime pay, premium
pay, allowances, awards, etc. which depend on the base pay for
calculations.
Total compensation
Basic plus variable pay of an individual employee
Rank or grade
Vertical movement in job position rank or grade. The movement could
promotion
be one grade or rank higher than the faculty and staff's current rank or
grade level.
Across the board
The same amount of pay increases is applied to all job positidn titles,
increase
regardless of rank or steps. Depending on the budget, an absolute
amount, or a percentage increase, or increasing or decreasing
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variations could be adjusted across the pay scale, or to cover specific
job groups only.
Step increment
The difference between a higher step and a lower step.
"Sagad" employees;
Employees who are in the maximum Step 8 of the salary grade of their
current job position title, under the Salary Standardization Laiw(SSL).
Plantilla
Government employee list as defined by the Department of Budget
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and Management (DBM) Personal Services Itemization and ~Iantilla of
Personnel (PSIPOP), provided for in the annual General Appropriations
Act (GAA) approved by the Philippine Congress. Employees with
plantilla items have regular or tenure status and are paid fro~ the
Personal Services (PS) budget.
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For the regular employees, the DBM
issues a Notice of Organization, Staffing and Compensation retion
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(NOSCA). For non-itemized positions such as casual or cont~actual
positions, DBM issues a letter authorizing their creation and their
corresponding classification.
Payments for non-regular employees
(contractual, temporary or casual employees) are charged tollurnp sum
budgets, project funds or other sources.
Differentials
The difference between pay steps, grades, ranks or job groups: and
between the maximum and the minimum amounts.
Internal equity
The matrix of absolute amounts or percent differentials among steps,
grades, ranks or job groups in the job and pay system of the
organization.
Performance
A system for evaluating the results of faculty and staff performance
evaluation system
with pre-established standards of satisfactory performance 1n
quantity, quality and critical factors in the delivery of outputs.
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