Interviewee

Interviewer: Question number two po, what are the criterion in giving compensation?

Interviewee: The criterion in giving compensation is of course your rank in the government

service. We are being ranked according to our qualification and according to what position

we are in. So, for example, I am employed as the chief administrative officer of the

university, so I have this rank and I have this salary. Now, we are following actually the

requirements of civil service in hiring employees, so it depends upon the qualification. If

we are looking for a Clerk 1, then it is stated as a matter of policy. Again, as a matter of

policy. So, for example Clerk 1, there should be at least high school graduate or at least

reach yung mga two years college, nakasulat naman ‘yon. Nakasulat ‘yon. Tapos, the

very very very important qualifications if you really want to work in a government like

Cavite State Univesity is.. dalawa kasi yun eh. So, we have non-teaching staff, kami na

nakikita nyo dito. And teaching staff diba. Teaching. Teachers. Dito sa kabila, sa

employees, dapat talaga, if you want to climb the ladder dito sa government services

much as possible dapat ikaw ay pasado sa civil service examination. Ang tawag don, you

should be a civil service eligible. Kapag ka naman mga teachers, kagaya ng mga teachers

natin, ang entry level natin, as much as possible is masteral sana. Kaya lang, kulang

talaga yung mga teachers with masterals, kaya minsan napapansin nyo hindi pa masters

yung iba nyong teacher. Pero pag hindi naman sila masters, hindi naman sila mabibigyan

ng tinatawag nating talaga nang item dito sa government. So, andun sila sa level ng

contractual o kaya __. Pero kapag ka masteral na sila, then they are qualified to receive

a temporary leading to a permanent item in the government. Nagpapasweldo na sa kanila

National Government, hindi na yung galing sa income from the university.

Interviewer: Next question po, what are the non-cash compensation of the employees?

Example po yung sick leave, vacation leave, etc.

Interviewee: Actually, kung non-cash talaga, hindi ko naman pwedeng sabihing absolute

non-cash yan eh kasi yung mga sick leave nang mga empleyado they can monetize it.

So, when you say they can monetize it, they can convert it sa cash if they want, from the

very word monetize. So, like credit is really is what, if ayaw nila i-monetize then, ma-

eenjoy namin yon. So, when you sick leave, vacation leave.

Mga non-cash benefits na hindi namin na-ri-receive in cash, siguro, ah…. Ah… in

a year... ah... we are given an opportunity to go on a lakbay-aral. Nag-eenjoy kami don.

We are given, given an opportunity na magkaron ng team building. Na-eenjoy din namin

yon. Maaring sa part ng employees non-cash ‘yon, pero sa amin sa management, lahat

‘yan ay may cash equivalent.

Interviewer: Do they have ma’am ano po SSS, PhilHealth..

Interviewee: For government talaga, ang mandatory namin na membership ay sa GSIS.

(People talking at the background) For private, SSS yon. Pero may option din naman

yung mga nasa government. If they want it doubled eh, mag-apply sila as parang

voluntary member ng SSS. Just pay the contribution. Kasi ang pinagkaiba ngayon kesa

dati, noon kasi very particular talaga sa years of service na walang gap, para ka

makakuha ng mga ganong klaseng benefits from those insurance ah... those institution.

Pero ngayon ang pinag-uusapan na natin is the number of contribution or contribution

base. Kung gaano karami ang contribution mo, GSIS or SSS, for that matter, then yun

ang pagbabasehan ng benefits mo for your retirement. Unlike before, na kapag nagka-
gap ka, yung pag nagka-gap, yung parang na-separate ka for one year.. na-separate ka

for one year, parang mag-i-start ka na naman ulit to come up with continuous years of

service. Ngayon, wala nang ganon. It depends upon your contribution. So dito talaga,

(people laughing in the background) mandatory na maging member ng GSIS, mandatory

na member ng PAG IBIG, mandatory na member ng PhilHealth. Wala ba akong

nakalimutan? So, those are the government institutions na talagang hindi lang parang

option, kung hindi talaga, when you say mandatory, it is a must. It is a must.

Interviewer: Do you think the need for benefits for employees inside the university were

satisfied?

Interviewee: Do you think, do I think if the--?

Interviewer: The need for benefits for employees inside the university were satisfied?

Interviewee: Yes. Yes. I am 100% sure, kasi wala naman kaming kulang sa pagbibigay

sa kanila ng tinatawag nating mandatories. (people talking and laughing on the

background). Actually, don sa mga on top of the mandatories eh, pwede rin sila, may mga

recommending cooperatives namin, member kami ng faculty association, member kami

ng non-academic association. Yoon ay parang optional on our part pero that’s the same

in coincides with all the… yung mga benepisyong nakukuha natin under the umbrella of

the university. Kumbaga, walang non-academic association, kung walang university ng

CVSU, walang faculty association, kung walang university. Saan kami faculty? Saan kami

empleyado? Walang CVSU development cooperative, kung walang CVSU. So ‘yon,

optional sa part namin, although yung sa association naming sa non-academic sa

teachers, nasa by laws namin, mandatory na rin as long as you are, ahm, contractual,

temporary member.

Interviewer: what are the importance of those benefits in employees’ performance?

Interviewee: of course, it boosts the employee morale, that is one. And of course,

following the policy of the government – equal work, equal pay. Di naman pwedeng.. you

know diba. Or magtatrabaho ka anong gratis. Di naman ganon talaga ang purpose natin.

Because we should earn a leaving. Di naman pwedeng puro serbisyo lang. Although,

government talaga is nakaangkla yan sa service. Government service. Ethical servance.

Pero kailangan nating kumita. Kaya nga, as much as possible naman, di tayo nade-

deprive ng government eh, at nag-issue ang government ng ganong policy, then we

follow. Yon una, it boosts the morale. Of course, the economic status ng mga empleyado

were being sustained. Kapag ka kasi hindi satisfied ang mga empleyado, it follows na din

performance also suffers. So dapat talaga mabigyan sila ng, sabihin na nating, they

should be compensated well. Hindi naman sobra, hindi naman kulang. Kasi we know that

we are working on a government, and a government is a major?? resources as compared

to private sector. The private sector kasi is pwede kang mag-demand. You can sell

yourself diba? I am already work this much in a government.

Disruption

Interviewer: next question po, what is the job evaluation methods used by the

organization?

Interviewee: This is again, this is again being implemented nationwide. So, this is again

being implemented all over the Philippines. This is again being implemented as a matter
of policy about DBM again and civil service for that matter and Cavite State University.

And we call this, strategic performance management system. Strategic Performance

Management System. So, we are given a manual that we have to follow. We were given

parameters. We were given indicators on how to check the performance of individual like

Cavite State University. So again, hindi naming pwedeng sabihin na ito ang gusto ko na

performance mo I don’t have evaluation. Ito ang gusto ko na performance mo, I don’t

have evaluation. Kasi nga as a government institution, most of our policies really are

being issued by _ committees. It is thru with other government, it must be also thru with

Cavite State University.

Interviewer: What are the criteria in promoting employees?

Interviewee: What are the criteria in promoting employees. Of course, number one criteria

is qualifications because because because, all ranks must comply with the needed

qualifications. For example, before you can be a full pledge professor, definitely you must

be a PhD holder. Sa amin, yung ngang sinasabi ko, we must be a civil service eligible.

(Printing sounds) Qualifications is number one. Number two is performance evaluation. If

you have a good performance that is follows that, parang ganon, parang meron ka nang,

malaki na yung chance mo para sa promotion

Interviewer: Mas malaki po ba yung chance na ma-promote ka pag mas matagal na po

sila service?

Interviewee: not necessary. Length of service is not an assurance. Actually, even though

we are hearing this sa DTI ?? from the government we are assured of your tenure. Parang

merong nagsesecurity of tenure in government. Parang walang ganon. Kasi, no matter

how long you are already employed in a government institution, kapag ka nabigyan ka ng

performance evaluation na mababa or needs improvement, unsatisfactory or sabihin

nating dalawa ang executive rating period, the tendency for you is to be trapped on the

role, pwede ka ding matanggal. Even if you are qualified. Even if you have that uhhh,

seniority, marami ka nang taon na naipon. Pero if at the end of performance evaluation,

nakakuha ka ng ganong rating… sorry. It’s goodbye time.

Interviewer: how does the employees’ performance affect the success of the

organization?

Interviewee: how does the employees’ performance affects... Wow. The affect we need

is being translated naman din sa performance ng institution as a whole. You know, as a

government school we are being subjected to scoop levelling. We are being subjected to

accreditation. Madalas nyong naririnig yan. We are being evaluated in terms of normative

funding. Mas magandang performance ng institution, mas maraming budget. Mas

magandang performance ng institution. Level one, level two, level three, level four. So

far, pinakamataas na scoop levelling ay level four. We are enjoying it so far. We are one

among that twenty-two, the only twento two government schools having that swoop level

four title. So, pinipilit natin yang i-sustain. At, saan ba makukuha yan nang school? Diba

sa performance din nang mga empleyado. Maganda magturo ang teacher, natuto ang

estudyante, pumasa sa board. Natanggap sa trabaho. Kasi ngayon, hindi na lang talaga

ang output ang sinusukat natin sa isang government agency. It is the outcome. Pwedeng

naka-graduate ka, that is an output. An output of the university. Eh, nakatengga ka

naman, wala kang trabaho, so what is the outcome? Wala. So, ngayon even the tracer

study kung nasasaan na yung mga graduates namin, just to prove really na talagang
nagpeperform ang school, ginagawa yan. So, ganon. Nakikita nyo naman, marami tayong

building, so it follows na dahil tayo ay nagkakaroon ng extra income from the students

kasi kapagka maganda ang performance ng school, madaming mag-eenroll. Isa yun

diba? Kasi kapag walang nag-enroll, sabihin – aminin na natin, we are thriving on our

income, we have a very _resources from the government. So, mas maraming estudyante,

mas maraming income, mas masusuportahan naming ang estudyante na in the long run,

magpeperform, babalik at babalik din yan sa institution. It’s a cycle. Ikot-ikot lang

(Geronimo, 2016). So, we want to have a very good outcome. At iyan ay base sa

magandang performance ng ating mga empleyado. Kaya nga pinapaintindi natin eh. Ano

ba talaga ang gusto ng university. Ano ba gusto talagang ma-achieve ng university. So,

sabi natin, nandito tayo as a government school. To help the poor and the vulnerable.

You know para ma-augment ang kanilang buhay. That is the number one, top priority na

parang goal nang university. So, dapat namin yang ipaalam sa kataas-tasang empleyado

hanggang sa kababa-babaang empleyado. Para yung performance naming lahat, naka-

angkla towards one direction. So, hati-hati yan. Hati-hati. Education, higher education,

research and extension. Nakikita nyo naman yan, naka-display lagi sa aming mga rooms,

mga offices. So, we really want to excel on that. Malaking tulong talaga ang mga

empleyado, faculty office. Tapos na?

Interviewer: ma’am eto pa. How do you compute for the salary of regular employees po,

contractual, tsaka po yung mga nag-pa-part time lang?

Interviewee:e ok edi ganto nga ‘yon. Kapag ka regular, that is being dictated as a matter

of policy. Kapag ka ikaw ay contractual, ang pinagka-iba lang naman ay ang major ng

appointment mo. Pero kung Instructor 1 - regular, instructor 1 - contractual, parehas lang
ang sweldo niyan. Maaring may kaunting benepisyo na nawala, but in terms of salary,

parehas. Ngayon, yung part time, they are being paid per hour. So, kung ito ay monthly

pay, all we need to do is just compute it only per hour basis. So, we are using one basis

only.

Interviewer: how do you compute for the additional compensation of those professors or

employees who already have a master’s degree? At tsaka po doctoral degree?

Interviewee: yung pagkakaroon nila ng master’s degree at saka doctoral degree, that is

a very good qualification. Pero sometimes, kung ang available na item ay ito lang, ayun

sabihin na nating instructor 1. Mag-start tayo sa instructor1, ikaw ay PhD, yung isa hindi

PhD, pero ang qualification standards nya, merong minimum. So, para sa amin hindi

naming tinitingan muna yung either PhD or Masteral. It depends upon the position

available. Nasasayo yun, kung gusto mo, in spite of you being a PhD or you being a

masteral, aaplyan mo yung position. Pero pag in-evaluate namin, diba talo na agad,

kawawa naman yung mga hindi PhD at hindi Masteral. Dba? Kung ang requirement –

sabagay, sorry sorry (Super Junior, 2009) ang instructor pala talaga dapat masteral

dapat. Pero sabihin nating sa ibang posisyon, eto yung minimum requirement, na-attain

mo lahat ng minimum requirements, add on na lang kung ikaw ay masteral o PhD. Pero

sa higher position of course, edi bentahe mo yung kung ikaw ay masteral o PhD kasi

merong posisyon naman na hindi ka mapapunta dun if you are not PhD or if you are not

a masteral. Ngayon, ang mga teachers namin for that matter, minsan may ginagawa

silang duties and responsibilities on top of them, ] being a teacher. Parang, alam nyo

kung ano ang trabaho ng teacher, ano ang connotation sa inyo ng teacher?

Interviewer: Nagtuturo.
Interviewee: Pagtuturo lang. Pero sa totoo lang, marami yang lateral na ginagawa. So,

doon sa mga lateral na ginagawa ng ng mga teacher, on top sa kaniya being a teacher,

binabayaran namin sila ng honorarium. So, meron naman silang mga honorarium. Meron

tayong work clothe, meron tayong graduate school honorarium, if they want to teach sa

graduate school. Meron silang mga honorarium na binibigay. Yung mga honorarium, hindi

talaga siya to be considered as a salary. Parang from the very word, honor. Parang

binibigyan kita ng recognition because you are doing something on top of what you are

just supposed to do. Pagka-masteral ka at nagturo ka sa graduate school, may certain

factor ang computation. Pag PhD ka, nagturo ka sa Graduate School, mas mataas ang

factor. So, doon naman natin sila mare-recognize. Pagka ikaw ay PhD, pwede kang

maging professor or lecturer, mas mataas yung rate mo dahil __ ka, kesa doon sa iba.

Am I doing justice in your interview? Natutututo ba kayo sakin?

Interviewer: Yes ma’am. Next po. How do you give a compensation if the employee

attends his job, even if it’s a non-working holiday?

Interviewee: Kapag ka non-working holiday… Non-working. Non-working. We’re not

supposed to be here. Non-working eh. So, kami naman kasi, as regular employees, we

are being paid on a monthly basis. So, yung mga holidays bayad na yan samin. Even

yung mga Saturdays na yan. Sundays. Kapag ka non-working holiday, ang naapektuhan

lang niyan samin, yung no work no pay ay yung tinatawag nating JO o part time. Kasi

kapag ka JO… kapag ka kasi JO o part time, alam mo na yung mga numbers of days na

supposedly na magrereport ka sa school. Alam mo na rin yung mga holidays. (telephone

rings) na dapat mag-rereport ka – ay sorry, sorry sorry. Can I erase that – ok lang. I stand

corrected. Ganito yon. No need to erase. Kapag ka non-working holiday, ang mga
naapektuhan niyan talaga eh yung mga JO or part time. Kasi.. kami nga bayad na kami.

Kasi bayad na kami nang Saturday, Sunday. Bayad kami sa lahat ng holiday. Kapag ka

non-working, at hindi yon ini-expect ng JO or part time, binabayaran naming sila. Yun

pala yung kabaligtaran non. Kasi kapag ka JO or part time ka, hi-nire ka namin, alam mo

na (telephone rings) yung number of days na papasok ka. Alam mo na yung mga legal

holidays na supposed to be hindi ka papasok at hindi ka naming babayaran. Pero kami

regular, bayad kami. Kasi yung JO, kapag legal holidays, di ka naman kailangan pumasok

dahil alam mo na nga na walang pasok yon. So, wala kaming naka-handang pambayad

sayo. But if it’s just, parang biglaan lang in-announce na non-working holiday ‘yon. Hindi

ka handa, hindi rin kami handa. And to be fair with you, hindi yun kasama sa kontrata

namin, kaya babayaran ka namin. (Finds Documents) Hindi ko makita. (laughs) minsan

nakakalita kayo! Akala nyo ba mahirap, mahirap sagutin yung pinagagawa nyo sakin. Oh

ano pa sunod?

Interviewer: how do you compute for the overtime pay of the employees?

Interviewee: ok, for the overtime pay of the employees. When you say over, over sa time

diba? So, after six o’clock, overtime na kami. If it is regular, may factor tayo na 20%. So,

per hour may plus na 20%. Kapag ka regular days – Monday to Thursday - Thursday tayo

kasi Friday tayo. ‘pag yan pumatak nang Saturday, Sunday, ang factor mo is times 50%.

Interviewee: what are the consequences if the employee is late or absent?

Interviewer: oh, then you’re being deducted for that matter. So, we’re enjoying leave

credits, mababawasan yung leave credits nila. Dinededuct yon, kung ilang minute kang

late, ilang oras kang late, ilang oras kang absent.

Interviewee: Next question po, how do you compute for the salary deduction to the

employees you have a loan? Example po, house loan, car loan..

Interviewer: we entertain very minimal deduction dito sa amin, sa government for that

matter. Kasi ang una ngang nadedecut samin ay yung mga contributions na mandatory,

government agencies na nagre-require – GSIS, PAG IBIG, PhiHealth. So, ang inuuna

namin din, ay yung mga utang dito sa GSIS, PAG IBIG, naka-rank yan. Tapos kung meron

pang pwede kaming ideduct, so dapat yon ay mga, with MOA na pinasok ang university.

Hindi kami nag-eentertain nang mga deductions na private in nature. Halimbawa,

nangutang ka lang sa kung saang 5-6 dyan, nangutang ka kung saang lending institutions

dyan, di naming yun dinededuct through payroll deduction, bawal yan samin. Especially,

wala naman kaming Memorandum of Agreement with them.

Interviewer: how do you compute for the tax deduction of those employee who are

married, single, tas yung meron pong mga anak?

Interviewee: Ayan. Batas na naman yan. Di yon dinidikta nang University. Kasi meron

tayong sinusunod na mga allowable deduction for married, single or head of the family.

So, ang computation, given din yon as a matter of policy. Married, dahil pareho kayong

married, hindi kayo pwedeng magkaroon ng equal deduction sa tax, kasi posibleng mag-

kaiba kayo ng number ng anak. So, posibleng magkasing dami kayo nang number of

anak, pero ibang yung anak mo, hindi na qualified. You know, as a matter of policy,

nakalista lahat yan dito and that is BIR regulation. Di rin kami yung nagdidictate kung

magkano. All we need to do is just to compute for your salary, how much you are expected

to receive in one year tapos ibabase na naming yung computation ng taxes nyo sa tax

tables depending nga on your status of being single, married or head of the family.
Bihirang-bihira talaga yung merong… sabihin na nating… ah, same, same. Siguro sa

mga single lang yon. Single kasi single single. Meron namang head of the family, na

meron namang dependent na relying always sa lahat ng kanyang pangangailangan, so

meron kang additional tax exemption. Pwede rin namang magkatulad, halimbawa,

married ka talaga, dalawa anak niyo, pareho pasok. Pwede kayong magkatulad. Meron

namang married ka, ang asawa mo ay employed sa other government agencies or other

private agency, pwede kasing magdictate sino yung magdadala ng deduction para sa

mga anak. Ikaw ba, o yung asawa mo. So, all of those is written here. BIR regulations.

Interviewee: Lilinawin ko lang po, hindi po yon nakadepende sa dami ng anak? Depende

po yon sa requirement po, parang requirement po para mapasok sya na dependent sa

parent na nagtatrabaho?

Interviewee: Ah, ang dami ng anak, meron yang maximum lang, apat. Apat. Yung apat

na yon, dapat nasa edad ng minorya. Minor. And then, when you say minor dapat wala

pa silang 21 years old, so kung apat ang anak mo, at ang edad ay 25, hindi mo na yon

ma-ki-claim or additional exemption. Ngayon, kung anak mo ay anim, kahit sabihin mong

isang taon, dalawang taon, tatlong taon, apat na taon, limang taon, pasok sana eh, kaya

lang may limitation ang batas na apat lang. So, lahat yon hindi yon idinidikta ng university.

As a matter of policy, we are again following the National Guidelines.

Interviewer: Is there a flexible benefit program in CVSU?

Interviewee: Yung flexible, hindi masyadong maliwanag sakin yung flexible. Ano ba yan?

Flexible time ng pagpasok? Flexible time ng pag-uwi. Now what is being required in

government service like ours is we should have rendered at least 40 hours talaga.
Minimum yon. Dapat maka-render ka nang 40 hours, minimum a week. Now yung pag-

request ng flexibility, pwede ko ring sabihin na hindi sya, as a matter of policy, pero case

to case basis, pwedeng pag-usapan. Halimbawa, yung isang tao, nag-aaral. Humihingi

siya ng flexi time sa amin, so in-aallow yun for the condition na dapat 40 hours a week.

40 hours yun yung required. So, kung pumasok sya ng alas nueve tas umuwi sya ng

maka-render sya ng 40 hours or wala kaming pasok nang Friday, pasukan nya yung

Friday. The bottomline is, it must be approved kasi merong official time ang university. At

ang official time nga namin ay 7 to 6. Monday to Thursday. So it’s 10 hours a day times

4. Is 40. So, kung gusto nyo mag-flexi, mag-request. Kung sino man yon. Basta justifiable

reason. Hindi kasi to as a matter of choice na I want to work 12 at matulog ako hanggang

alas diez nang umaga. It’s not a matter of choice, it must be justifiable.

Interviewer: what are the benefits in employees’ retirement?

Interviewee: woo. Retirement na kaagad. Of course, ang number one talaga nyan eh,

kapag retired ka talaga, you are qualified for all the retirement benefits. Unang-una dyan

is security. Secured na ko for the rest of my life. In retirement, (telephone rings) I will be

receiving all my retirement benefits and that is already non-taxable. Wala nang babawasin

sa akin kahit ano. So, I’m being enjoying it. Kaya lang sa retirement, ay syempre meron

din tayong sinusunod na matter again nang government policy. You should have

rendered again na 15 years of service. You should have contributed that much. So, you’re

benefit would be the average monthly salary, yung highest salary mo for the last three

years, yun ang pagbabasehan ng iyong retirement benefit. Halimbawa, ang highest salary

mo noong isang taon, ay sabihin na nating, 70,000, 72,000, 75,000, magreretired ako,

divided by three, kukunin nyo yung average. Tapos depende sa contribution kung
bibigyan ka ng GSIS nang 90% of that para maging retirement benefit mo. It depends

upon the number of contribution. So, lahat kasi, because we are a government institution,

we are not dictating, kumpara sa private. Sa private institution, they have their own

compensations in they have their own compensation manual. Marami pa nga dyan mga

perks eh, because if they want to retain the employee, o pera pa nila yan diba? Up to the

city offer, bigyan kita ng condo, kotse, libre lahat nang scholar mga anak mo. Because

sa mga commercial at mga private, they can dictate on that, so government hindi. We

should be following one national guidelines.

Interviewer: ok na po ma’am. Thank you po sa participation. Thank you po.

Interviewee: So, I hope I gave justice in your-----

Salary Grade Table
Data as of 01 January, 2017

EQUIVALENT SALARY
SALARY GRADE
(in Pesos)

None 9,981

1 9,981

2 10,667

3 11,387

4 12,155

5 12,975

6 13,851

7 14,785

8 15,818

9 16,986

10 18,217

11 19,620

12 21,387

13 23,257

14 25,290

15 27,565

16 30,044

17 32,747

18 35,693
 19 39,151

20 43,250

21 47,779

22 52,783

23 58,310

24 64,416

25 71,476

26 78,960

27 87,229

28 96,363

29 106,454

30 117,601

31 152,325

32 177,929

33 215,804

Source: Commission on Elections -

http://www.comelec.gov.ph/?r=Vacancies/SalaryGradeTable