Download Here: Regional Harmonized Curriculum and Implementation Guidelines for the Special Program in Science

The landscape of modern education is shifting toward a model where inquiry-based learning isn't just an elective—it is the foundation. As we look toward building a workforce capable of navigating the complexities of the 21st century, the Special Program in Science (SPS) stands as a beacon for developing the next generation of STEM advocates, leaders, and champions.

Bridging the Gap: The Evolution of Science Education

For years, science education guidelines remained rooted in the 2002 Revised Basic Education Curriculum (RBEC). However, with the transition to the K to 12 Enhanced Basic Education Curriculum, a significant misalignment emerged. While the national Department of Education continues to refine these reforms, Region VII has taken a proactive stance to ensure that no student or school is left in a state of "status quo."

The newly released Regional Harmonized Curriculum and Implementation Guidelines serve as a definitive roadmap. This primer is designed to streamline the implementation of the Special Program in Science, moving away from fragmented instructions and toward a unified, high-standard educational experience.

---

What is the Special Program in Science (SPS)?

The SPS is a developmentally appropriate framework that emphasizes problem-based learning and design thinking. It isn’t just about memorizing periodic tables; it’s about fostering a mindset of inquiry.

The Educational Pipeline:

• Special Science in Elementary Schools (SSES): Prepares young learners for advanced science tracks in junior high.

• Science, Technology & Engineering (STE): Envisions students taking the STEM track in Senior High School, eventually becoming the human capital that drives technological and scientific progress.

---

A New Vision for STEM Leadership

The mission of the SPS is clear: to nurture learners facilitated by highly competent, specialized teachers. This is achieved through:

• Enhanced Curricula: Focused on research, technology, and engineering.

• Functional Facilities: Ensuring students have access to the labs and tools they need.

• Innovation Opportunities: Creating a space where "trial and error" leads to breakthroughs.

The ultimate goal is to equip students with both technical and entrepreneurial skills, preparing them for the rigors of higher education and the competitive global world of work.

---

Why Schools and Students Benefit from SPS Recognition

For an institution, being a recognized SPS implementer is more than just a title—it is a gateway to resources. Schools duly recognized by the region are:

1. Priority for Funding: Eligible for Special Education Funds (SEF) and grants from both government and private sectors.

2. Professional Development: Given priority for scholarships and specialized teacher training.

3. National Endorsement: Included in the Regional Inventory and endorsed to the Central Office as a recognized implementer.

---

Understanding the Program Nomenclature

To maintain consistency across special interest programs (like Journalism, Arts, or Sports), Region VII has categorized the SPS into four distinct branches:

• Regional Science High School (RSHS)

• Special Program in Science for Elementary (SPS-E)

• Special Program in Science for Junior High School (SPS-JHS)

• Legislated Science School (LSS)

It is important to note that "SPS" is a curricular program, not a school name. Schools do not need to change their branding, but they must meet rigorous standards to maintain their status.

---

The Path to Recognition: How Schools Apply

The application process is a structured, seven-step journey designed to ensure quality control and provide technical assistance where needed.

1. Submission: Schools submit a Letter of Intent and the required checklist (Form 1.0 or 1.1) to the SDO.

2. Division Review: The Division Review and Evaluation Committee (DREC) assesses school readiness.

3. Regional Validation: Compliant applications are endorsed to the Regional Office, where a Regional Inspectorate Team (RIT) conducts a formal site visit.

4. Official Issuance: Upon successful evaluation, a Regional Memorandum is released, officially recognizing the school.

CLICK HERE TO DOWNLOAD

PRIMER PRIMER FOR SPS V.8

SCIENCE GRADES 3–10 UNPACKED LEARNING COMPETENCIES WITH KSAV OBJECTIVES COMPETENCIES WITH KSAV OBJECTIVES

---

Rigorous Standards: The SPS Checklist

What makes a science program "Special"? The Regional Guidelines outline strict indicators for success, ranging from admission to physical facilities.

Admission and Retention

The program isn't just about enrollment; it’s about finding the right fit. The admission process includes reading tests (30%), oral interviews (40%), and multiple intelligence assessments (30%). To stay in the program, students must maintain high academic standards, specifically an 87% final rating in Science, Math, and English.

Classroom Environment

To ensure focused laboratory work, SPS classes are capped at a minimum of 25 and a maximum of 40 pupils. This allows for leaner-centered, inquiry-based instruction where every student can get hands-on experience with the curriculum.

Human Resources and Facilities

Teachers in the SPS track are required to have specialized degrees, at least 15 graduate units in their field, or 100 hours of relevant training. Furthermore, the school must provide:

• Functional Science and Computer Laboratories.

• Research rooms with print and non-print resources.

• Specialized tools like robotics kits and sensors.

---

Promoting Excellence Through Research and Competition

A hallmark of a successful SPS program is its output. Recognized schools are expected to produce annual research—both from teachers and students—and participate in Science Fairs and Robotics competitions. This culture of excellence ensures that learning extends far beyond the four walls of the classroom.

Moving Forward

The harmonization of the Special Program in Science in Region VII is more than an administrative update; it is a commitment to the future. By providing clear instructions on mobility, assessment, and curriculum, the region is ensuring that every student has a fair shot at becoming a leader in the global STEM community.

Dentista’y Kaagapay sa Ngiting Walang Humpay: 2026 National Toothbrushing Day and Oral Health Drills

Every February, the Philippines celebrates National Dental Health Month (NDHM), a time dedicated to raising awareness about oral hygiene and preventive dental care. In 2026, the Department of Education (DepEd), in partnership with the Philippine Dental Association (PDA), is endorsing the National Toothbrushing Day (NTD) and simultaneous oral health drills. This year’s theme, “Dentista’y Kaagapay sa Ngiting Walang Humpay” (Dentists as Partners for Endless Smiles), highlights the vital role of dental professionals in promoting healthier communities.

The initiative responds to the alarming prevalence of dental caries and gum disease in the country, aiming to instill lifelong oral hygiene habits among children and communities nationwide.

Why Oral Health Matters

According to the National Survey on Oral Health (NSOH) conducted by the Department of Health in 2018, dental caries remain a pressing issue:

• 73% of the population suffers from dental caries.

• 83% of children aged 5 to 12 years have caries in their primary teeth.

• 44% of Filipinos show signs of gingival bleeding and periodontal pockets.

These statistics underscore the urgent need for preventive measures. Oral health is not just about having a bright smile — it directly affects nutrition, confidence, and overall well-being.

The 2026 National Toothbrushing Day: Key Details

• Date: February 2, 2026

• Time: 8:00 AM sharp

• Venue: Mabini Central School, Brgy. Pulong Niogan, Mabini, Batangas (National Kick-off)

• Platforms: Facebook Live and Zoom for nationwide participation

• Participants: All elementary schools, Dental Chapters, Affiliates, and Integrated Organizations across the Philippines

Schools are encouraged to conduct simultaneous toothbrushing drills using either dry or wet brushing techniques, strictly observing infection control protocols.

Objectives of the Event

1. Promote Oral Hygiene Awareness – Encourage children and families to prioritize daily toothbrushing with fluoride toothpaste.

2. Reduce Dental Caries Prevalence – Address high rates of cavities among school-aged children.

3. Strengthen Community Engagement – Unite schools, dental professionals, and families in a nationwide health movement.

4. Leverage Digital Platforms – Stream the event online to maximize reach and participation.

Guidelines for Schools and Participants

To ensure smooth execution, schools and organizations are advised to follow these steps:

1. Simultaneous Toothbrushing Drill – Begin at exactly 8:00 AM.

2. Use Official Instructional Video – Provided by the PDA to guide proper brushing techniques. Watch here: Official Toothbrushing Drill Video.

3. Record Participation – Attendance sheets or Google Forms may be used.

4. Video Documentation – For those unable to join via Zoom, record in landscape format with a visible timestamp.

5. Observe Infection Control Protocols – Safety remains a top priority.

6. Promote Online Engagement – Use official hashtags:

   • #PDADepEdNagkakaisa

   • #BrushPinas

   • #22ndNDHM/NTD

The Role of Dentists: Partners in Endless Smiles

The theme “Dentista’y Kaagapay sa Ngiting Walang Humpay” emphasizes the indispensable role of dentists in community health. Dentists are not only providers of treatment but also educators and advocates for preventive care. By working hand-in-hand with schools and families, they ensure that oral health becomes a cornerstone of overall wellness.

The Power of Preventive Care

Preventive dental care is more cost-effective and impactful than treatment. Simple habits such as brushing twice daily with fluoride toothpaste, flossing, and regular dental check-ups can significantly reduce the risk of cavities and gum disease.

The NTD serves as a reminder that prevention starts early — instilling good habits in children ensures healthier futures.

Digital Engagement: Bringing Oral Health Online

In today’s digital age, awareness campaigns extend beyond classrooms. The 2026 NTD leverages Facebook Live and Zoom to reach millions of Filipinos nationwide. Social media hashtags like #BrushPinas amplify the message, encouraging families to share their participation and inspire others.

National Impact: Building Healthier Communities

By uniting schools, dental professionals, and families, the NTD creates a ripple effect across communities. The initiative not only addresses immediate oral health concerns but also fosters a culture of preventive care.

This collective effort contributes to the broader goal of reducing the national burden of dental diseases and improving overall public health.

Smiles for a Healthier Future

The 2026 National Toothbrushing Day is more than a one-day event — it is a movement towards healthier, brighter smiles for generations to come. With dentists as partners, schools as facilitators, and families as active participants, the Philippines takes a united step toward combating dental caries and promoting lifelong oral health.

As the theme beautifully captures: “Dentista’y Kaagapay sa Ngiting Walang Humpay.”

These Are the Links for EOSY Assessments 2025-2026

The Department of Education (DepEd) has officially released the memorandum guiding the administration of the End-of-the-School-Year (EOSY) assessments for School Year 2025-2026. These assessments are crucial in evaluating the literacy and numeracy skills of learners across Grades 1 to 10. In this blog post, we provide the official links, detailed instructions, and submission guidelines to help schools, teachers, and education stakeholders prepare and comply with the requirements.

What Are EOSY Assessments?

EOSY assessments are standardized tools designed to measure learners’ competencies in reading and mathematics. For SY 2025-2026, three major assessment tools will be used:

• Comprehensive Rapid Literacy Assessment (CRLA) – for Grades 1 to 3

• Philippine Informal Reading Inventory (Phil-IRI) – for Grades 4 to 10

• Rapid Mathematics Assessment (RMA) – for Grades 1 to 10

These assessments will be administered nationwide from February 18 to March 18, 2026.

Official Links to Assessment Materials

Here are the official links provided by DepEd for the EOSY assessments:

• Comprehensive Rapid Literacy Assessment (CRLA) Materials – Grades 1 to 3 👉 https://bit.ly/CRLA_AdministrationMaterials

• Phil-Informal Reading Inventory (Phil-IRI) – Grades 4 to 10 👉 https://tinyurl.com/PhilIRIToolsGr4to10

• Rapid Mathematics Assessment (RMA) – Grades 1 to 10 👉 https://bit.ly/RMAmtrls

These links contain the administration materials, guidelines, and tools needed for teachers to conduct the assessments effectively.

Orientation and Technical Assistance

Before the administration period, the Bureau of Learning Delivery (BLD) will conduct an orientation for Regional and Division Focal Persons. Regional Offices and Schools Division Offices are requested to designate representatives who can provide technical assistance to schools. This ensures that schools requiring support in administering assessments and submitting data will receive proper guidance.

Submission of Results

After completing the EOSY assessments, all schools are required to encode and submit the results through the official submission portal:

👉 https://bld.deped.gov.ph/submission

The deadline for submission is March 20, 2026. Schools must ensure timely encoding to avoid delays in data consolidation and reporting.

Why EOSY Assessments Matter

EOSY assessments are more than compliance requirements. They serve as a diagnostic tool to:

• Identify learners’ strengths and areas for improvement.

• Provide data-driven insights for teachers and administrators.

• Support curriculum adjustments and targeted interventions.

• Ensure nationwide monitoring of literacy and numeracy progress.

By participating fully and accurately, schools contribute to a clearer picture of the educational landscape in the Philippines.

Step-by-Step Guide for Schools

1. Download Materials – Access the official links for CRLA, Phil-IRI, and RMA.

2. Prepare Learners – Inform students and parents about the assessment schedule.

3. Conduct Assessments – Administer the tools between February 18 and March 18, 2026.

4. Encode Results – Input data into the official submission portal.

5. Submit Before Deadline – Ensure submission by March 20, 2026.

Tips for Teachers

• Familiarize yourself with the assessment tools before administration.

• Conduct practice sessions to reduce learner anxiety.

• Ensure a conducive environment for testing.

• Double-check encoded results before submission.

• Coordinate with your division focal person for technical support.

Conclusion

The EOSY assessments for SY 2025-2026 are a vital part of DepEd’s commitment to improving education quality. By following the guidelines, accessing the official links, and submitting results on time, schools can ensure smooth implementation and contribute to national education goals.

Here is the link for the Updated Canvass Form Template for Construction Materials in School Infrastructure Projects

 School infrastructure projects are the backbone of educational development. Whether it’s building new classrooms, upgrading facilities, or integrating sustainable energy solutions, accurate construction material pricing is essential. Without updated data, budgets can balloon, timelines can stall, and communities may face delays in accessing quality learning environments.

The Department of Education has emphasized the importance of regularly updating the Construction Materials Price Data (CMPD) database. This ensures that every Program of Works (POW) prepared for school infrastructure projects reflects real-world costs. For engineers, architects, and project managers, this isn’t just paperwork—it’s the foundation of transparency, accountability, and efficiency.

The Latest Update: January 30, 2026 Memorandum

On January 30, 2026, a formal memorandum was issued requiring Regional and Division Engineers and Architects to submit the latest canvass of construction material prices. This directive ensures that the CMPD database remains current and reliable.

Key highlights include:

• Updated Canvass Form Template: Accessible via the official link: bit.ly/MaterialCanvass2026.

• Submission Deadline: February 28, 2026, giving teams ample time to gather and upload data.

• Expanded Categories: Solar PV components are now included, reflecting the growing emphasis on renewable energy in school infrastructure.

• Flexibility for “Other” Materials: Any items not listed in the template can be added under the “Others” category.

This update is more than a bureaucratic requirement—it’s a step toward modernizing educational facilities with sustainability and cost-efficiency in mind.

Step-by-Step Guide to the Submission Process

To make the memorandum actionable, here’s a simplified breakdown of the submission process:

1. Download the Template Access the updated Canvass Form Template via bit.ly/MaterialCanvass2026. This ensures consistency across all submissions.

2. Fill Out the Template Enter the latest prices of construction materials sourced from local suppliers. Accuracy is key—double-check figures before submission.

3. Include Scanned Copies Upload scanned copies of canvass forms from suppliers. This adds a layer of verification and transparency.

4. Upload to SDO-Dedicated Folders Submit both the Excel file and scanned copies to the designated folders provided in the link.

5. Meet the Deadline Ensure all submissions are completed by February 28, 2026. Late submissions can delay project approvals and funding.

The Role of Renewable Energy in School Infrastructure

One of the most notable updates in the memorandum is the inclusion of Solar PV components in the template. This reflects a growing global trend: integrating renewable energy into public infrastructure.

For schools, solar energy offers:

• Cost Savings: Reduced electricity bills free up funds for other educational needs.

• Sustainability: Lower carbon footprints align with environmental goals.

• Resilience: Solar-powered schools can remain operational during power outages.

This memorandum underscores how renewable energy is becoming a standard consideration in educational infrastructure worldwide.

Challenges and Opportunities

Updating construction material prices isn’t without challenges. Suppliers may vary in their pricing, inflation can affect costs, and regional differences can complicate standardization. However, these challenges also present opportunities:

• Better Negotiation: With transparent data, schools can negotiate fairer deals with suppliers.

• Improved Planning: Accurate pricing leads to more realistic project timelines.

• Enhanced Accountability: Public trust grows when infrastructure projects are managed transparently.

Building the Future of Education

The January 30, 2026 memorandum is more than an administrative directive—it’s a roadmap for building sustainable, cost-effective, and future-ready schools. By requiring updated canvass forms and integrating renewable energy components, the Department of Education is setting a precedent for how infrastructure projects should be managed.

Accurate data, transparency, and sustainability are universal pillars of successful public projects. The principles remain the same everywhere: build smart, build fair, and build for the future.

Download Here: Official Notice of Salary Adjustment for Regular Positions

The implementation of the updated Salary Schedule under Executive Order No. 64, s. 2024 requires transparency and proper documentation. One of the most important tools for this process is the Notice of Salary Adjustment (NOSA). This official form ensures that every government employee receives a clear record of their salary changes effective January 1, 2026.

What Is the Notice of Salary Adjustment?

The NOSA is a formal document issued to civilian government personnel. It confirms the adjusted salary under the new schedule, compares it with the previous salary, and calculates the difference. It also serves as an official record for auditing and accountability.

Key Features of the NOSA Form

The form includes the following essential details:

1. Adjusted Monthly Basic Salary (Effective January 1, 2026)

   • Based on the new Salary Schedule.

   • Includes Salary Grade (SG) and Step.

2. Actual Monthly Basic Salary (As of December 31, 2025)

   • Reflects the employee’s pay before adjustment.

3. Monthly Salary Adjustment (Difference)

   • Shows the net increase or adjustment applied.

4. Certification by the Head of Agency

   • Signed by the authorized official.

   • Subject to review, post-audit, and refund if discrepancies are found.

Why the NOSA Matters

• Transparency: Employees can verify their salary changes.

• Accountability: Agencies are responsible for correct implementation.

• Audit Trail: Provides a clear record for compliance with budget circulars.

• Employee Confidence: Strengthens trust in the compensation system.

CLICK HERE TO DOWNLOAD THE FORM IN WORD FORMAT

Sample Template (For Regular Positions)

Notice of Salary Adjustment

Date: ___________________

Pursuant to National Budget Circular No. ___ dated ___________, implementing Executive Order No. 64 dated August 2, 2024, your salary is hereby adjusted effective January 1, 2026, as follows:

1. Adjusted monthly basic salary effective January 1, 2026, under the new Salary Schedule; SG ___, Step ___ ₱ ___________

2. Actual monthly basic salary as of December 31, 2025; SG ___, Step ___ ₱ ___________

3. Monthly salary adjustment effective January 1, 2026 (1-2) ₱ ___________

It is understood that this salary adjustment is subject to review and post-audit, and to appropriate re-adjustment and refund if found not in order.

Very truly yours,

Head of Agency

Position Title: __________________________ Salary Grade: __________________________ Item No./Unique Item No., FY ___ Personnel Services Itemization and/or Plantilla of Personnel: __________________________

Copy Furnished: GSIS

How to Use This Form

• Fill in the Salary Grade and Step.

• Enter the adjusted salary and the previous salary.

• Calculate the difference for the adjustment.

• Ensure the form is signed and furnished to GSIS.

Breaking Down the 2026 Salary Schedule for Philippine Civilian Government Personnel

Salary schedules are more than just numbers—they represent transparency, fairness, and accountability in public service. In the Philippines, the updated Third Tranche Salary Schedule effective January 1, 2026, provides a clear framework for how civilian government employees are compensated. For international readers, especially those in the U.S., this offers an interesting comparison to how structured pay scales are used globally to ensure equity across diverse roles.

The Structure of the Salary Schedule

The salary schedule is organized into Salary Grades (SG) ranging from 1 to 33, with each grade broken down into Steps 1 to 8.

• Salary Grade (SG): Represents the level of responsibility and complexity of a position.

• Steps: Reflect incremental increases within the grade, often tied to tenure, performance, or service awards.

This system ensures that employees progress in a predictable, standardized manner, avoiding arbitrary pay disparities.

Entry-Level Salaries: SG 1 to SG 10

At the lower end of the scale, SG 1 Step 1 starts at ₱14,634 per month, gradually increasing to ₱15,456 at Step 8.

By SG 10, salaries range from ₱26,728 (Step 1) to ₱28,279 (Step 8).

These grades typically cover clerical, support, and junior administrative roles—positions essential to government operations but traditionally lower in pay.

Mid-Level Salaries: SG 11 to SG 20

Mid-level positions see significant jumps:

• SG 11 Step 1: ₱31,075

• SG 20 Step 8: ₱72,390

These grades often include technical staff, analysts, and mid-management roles. The progression reflects the government’s effort to retain skilled professionals by offering competitive compensation.

Senior-Level Salaries: SG 21 to SG 30

Senior positions command higher salaries:

• SG 21 Step 1: ₱73,303

• SG 30 Step 8: ₱234,240

These grades cover directors, senior managers, and specialized experts. The steep increases highlight the value placed on leadership and advanced expertise.

Executive-Level Salaries: SG 31 to SG 33

At the top of the scale:

• SG 31 Step 1: ₱290,361, rising to ₱342,509 at Step 8

• SG 32 Step 1: ₱356,237, reaching ₱408,055 at Step 8

• SG 33 Step 1: ₱449,157, capped at ₱462,329 at Step 2

These grades are reserved for the highest-ranking officials, reflecting the immense responsibility of national leadership roles.

Key Observations from the Table

1. Predictable Growth: Each grade shows consistent increases across steps, ensuring fairness.

2. Capped Salaries: Employees earning above Step 8 as of December 31, 2025, will not receive further increases.

3. Daily Wage Computation: Casual personnel wages are calculated by dividing monthly rates by 22 workdays.

4. Retention Strategy: Higher salaries at mid- and senior levels aim to reduce turnover among skilled professionals.

Why This Matters Globally

For U.S.-based readers, the Philippine salary schedule offers a fascinating case study in structured compensation. While American public sector pay often varies by state or agency, the Philippine model emphasizes uniformity and transparency nationwide.

This approach ensures that employees across different regions and institutions are compensated fairly, reducing disparities and promoting trust in government systems.

Transparency in Numbers

The 2026 salary schedule is more than a table—it’s a roadmap for fair compensation. By clearly defining pay across grades and steps, the Philippine government demonstrates its commitment to equity, sustainability, and accountability.

For global audiences, this serves as a reminder that structured pay systems can strengthen public institutions by valuing employees consistently and transparently.

Understanding the Third Tranche Salary Schedule for Civilian Government Personnel in the Philippines

Salary schedules are more than just numbers on paper—they reflect how governments value their workforce. In the Philippines, Executive Order No. 64, series of 2024, introduced an updated Salary Schedule for civilian government personnel. This reform ensures competitiveness, sustainability, and fairness in compensation. For U.S.-based readers, this offers a fascinating glimpse into how another country structures public service pay, balancing fiscal responsibility with employee welfare.

Background of Executive Order No. 64

Executive Order No. 64 provides an updated Salary Schedule for civilian government personnel. The goal is to maintain a Compensation and Position Classification System (CPCS) that attracts, retains, and engages high-performing civil servants.

The implementation is divided into four tranches from Fiscal Year 2024 to 2027. The third tranche begins on January 1, 2026, marking a significant milestone in the reform.

Purpose of the Circular

The Circular serves as the official implementing guidelines for the third tranche of the updated Salary Schedule. It ensures consistency across agencies and provides clarity on how adjustments should be applied to different categories of personnel.

Coverage of the Salary Schedule

The Circular applies to all civilian government personnel across the Executive, Legislative, and Judicial branches, as well as Constitutional Commissions, State Universities and Colleges (SUCs), and Government-Owned and Controlled Corporations (GOCCs).

This broad coverage underscores the government’s commitment to equitable compensation across diverse institutions.

Exclusions: Who Is Not Covered

Not all personnel fall under this Circular. Exclusions include:

• Military and uniformed personnel

• Agencies exempt from RA No. 6758 with their own CPCS

• GOCCs governed by the Governance Commission for GOCCs (GCG)

• Individuals without employer-employee relationships, such as consultants, job order workers, apprentices, and piece-rate laborers

This distinction ensures that specialized groups follow compensation systems tailored to their unique roles.

Implementation Timeline

The third tranche takes effect on January 1, 2026. New salary rates are outlined in Annex A of the Circular, ensuring transparency and uniformity.

Rules for Adjusting Salaries

The Circular provides detailed rules for salary adjustments:

• Incumbents: Salaries adjusted based on designated steps of their salary grade.

• Between steps: If salaries fall between steps, they are adjusted upward.

• Exceeding Step 8: Salaries capped at Step 8; no further increases.

• New hires: Start at Step 1 of their salary grade.

• Contractual/casual personnel: Adjusted to Step 1, with daily wages computed by dividing monthly rates by 22 workdays.

• Compulsory retirees: Eligible for increases if extended beyond December 31, 2025.

These rules ensure fairness while preventing salary inflation beyond established limits.

Implementation in GOCCs

GOCCs under DBM coverage must implement the schedule no earlier than January 1, 2026. If funds are insufficient, they may adopt lower rates at a uniform percentage. Sustainability is emphasized, requiring GOCCs to fund salary adjustments alongside mandatory contributions to retirement, health, and insurance programs.

Procedural Guidelines

Human Resource Management Officers (HRMOs) or Administrative Officers (AOs) must prepare Notices of Salary Adjustment (NOSAs) using prescribed formats. However, NOSAs are not required for personnel whose salaries already exceed Step 8. Digital signatures are permitted, following DBM guidelines.

Fund Sources

Funding is critical to implementation:

• Civilian personnel adjustments are incorporated into agency budgets under the FY 2026 General Appropriations Act (GAA).

• Casual and contractual personnel adjustments come from lump sum appropriations.

• GOCCs must use their Corporate Operating Budgets (COBs) without borrowing or relying on national government funds.

This ensures fiscal discipline while supporting employee welfare.

Release of Funds

Funds are released through:

• GAA Allotment Orders for salary adjustments based on filled positions as of December 31, 2025.

• General Allotment Release Orders for related fixed expenditures like RLIP requirements.

Agencies may request additional funds for newly filled positions, subject to documentation.

Exempt Entities

Certain agencies and GOCCs remain exempt, governed by their own CPCS approved by the President. This flexibility allows specialized institutions to maintain compensation systems aligned with their mandates.

Applicability to Top Officials

Salary adjustments for the President, Vice-President, and Members of Congress take effect only after the expiration of current terms, ensuring constitutional compliance.

Responsibilities of Agencies

Agencies bear responsibility for proper implementation. Officers are held liable for unauthorized payments, and employees must refund any excess compensation. This accountability framework safeguards public funds.

Lessons for Global Audiences

The Philippine government’s structured approach to salary adjustments highlights the importance of balancing employee welfare with fiscal sustainability. For U.S. readers, this offers insights into how compensation reforms can be phased, monitored, and enforced across diverse institutions.

By ensuring transparency, accountability, and sustainability, the Circular sets a strong example of governance in action.