IMPLEMENTATION OF THE REVISED COMPENSATION AND POSITION CLASSIFICATION SYSTEM IN THE GOVERNMENT: THE DEPARTMENT OF BUDGET AND MANAGEMENT EMPLOYEES IN FOCUS

Abstract

The study assessed the level of employee satisfaction and performance in light of the implementation of
the revised Compensation and Position Classification System (CPCS) of the government provided under
Executive Order 201 series of 2016. Specifically, it identified the profile of the respondents in terms of
age, sex, civil status, nature of job performed, educational attainment, number of years in the
organization, salary grade and in-service training. It also identified the level of satisfaction on the
components of the revised CPCS in terms of basic pay, mid-year bonus, performance-based bonus,
performance enhancement incentive (PEI) and year-end bonus and cash gift. Lastly, the level of
employee performance was also determined.
Correlation analysis was utilized to determine the significant relationship between the profile of the
respondents and their level of satisfaction as well the significant relationship between the level of
satisfaction and level of performance.
The results of this study revealed that there is a significant relationship between the employees’ profile
in terms of educational attainment and level of satisfaction on basic salary. The same relationship was
found between the employees’ salary grade and the level of satisfaction on all of the components of the
revised CPCS with an exemption to PEI. Moreover, a very significant relationship between all of the
components of the revised CPCS and their level of performance was also found.
Findings revealed that the amount of salary and the educational attainment of the employees
determined their satisfaction level. Consequently, the same satisfaction level influenced their
performance level.