Government Employees Salary Grade 2025 Guide

In the Philippine government, the Salary Grade(SG) system is structured into 33 levels, each divided into 8 steps (with the exception of SG 33, which only provides data for Steps 1 and 2). As employees gain experience and perform well, they progress within their grade from Step 1 to Step 8 . Each grade reflects an increase in responsibility, required qualifications, and job complexity—from entry-level positions to top leadership roles.  

This guide provides an overview of Salary Grades 1 to 9, highlighting the monthly salary ranges, typical job roles, and the required skills for each level within the government sector. Use this information to understand career progression and the responsibilities at different grade levels.

Salary Grade 1 : ₱14,061 to ₱14,862

SG 1 serves as the foundational level for government employees, typically filled by entry-level support staff and clerical assistants. These roles generally require a high school diploma or vocational training and involve straightforward, repetitive tasks that are closely supervised—ideal for individuals just beginning their public sector career.

Salary Grade 2 : ₱14,925 to ₱15,714

SG 2 includes positions typically occupied by junior clerks and support roles that perform more responsible tasks than those in SG 1. Although the work remains routine, it involves basic office administration and data handling, marking a natural progression for those who have already demonstrated reliability and accuracy.

Salary Grade 3: ₱15,852 to ₱16,693

SG 3 is designed for roles such as administrative assistants and technical support personnel. At this level, employees begin to handle more specialized assignments that require greater attention to detail and a basic level of technical skill, signifying a transition from purely routine tasks to more focused responsibilities.

Salary Grade 4: ₱16,833 to ₱17,724

Salary Grade 4 is typically associated with junior technicians and operators. Employees at this level are expected to engage in hands-on technical or operational work, demonstrating basic problem-solving skills and the ability to work independently under established guidelines.

Salary Grade 5 : ₱17,866 to ₱18,813

SG 5 positions are generally occupied by skilled support staff and junior specialists who bring in specialized technical or vocational skills. These roles require formal training or certification and involve tasks that are more specialized than those found in lower grades.

Salary Grade 6 : ₱18,957 to ₱19,963

SG 6 encompasses roles such as senior technical assistants and assistant supervisors. At this level, employees begin to blend technical proficiency with emerging supervisory duties and may also mentor junior colleagues, ensuring quality control in routine tasks.

Salary Grade 7: ₱20,110 to ₱21,175

SG 7 is ideally suited for professional technicians and team leads. At this grade, employees are expected to perform complex technical tasks and also serve as subject matter experts who guide and mentor their teams.

Salary Grade 8: ₱21,448 to ₱22,843

SG 8 is designated for junior professionals and technical specialists who typically hold additional certifications or training. The roles at this level demand a higher degree of independence and problem-solving ability, paving the way for future professional growth.

Salary Grade 9: ₱23,226 to ₱24,558

SG 9 is generally filled by entry-level professional staff and analysts. A bachelor’s degree is usually required at this level, and employees work more independently while beginning to contribute innovative ideas that help establish a strong professional foundation.

Salary Grades(SG) 10 to 19 illustrate a clear career progression in the public sector. As you move up these grades, salary ranges increase and job roles evolve from professional support to management and technical leadership, with progressively higher skill requirements.

Salary Grade 10: ₱25,586 to ₱27,050

SG 10 is typically occupied by professional officers and coordinators. At this level, employees take on clear responsibilities in planning and execution. They work with a fair amount of autonomy and often play key roles in project management and interdepartmental coordination. This grade marks the transition from routine administrative work to more strategic tasks.

Salary Grade 11 : ₱30,024 to ₱32,099

SG 11 in the Philippines marks the beginning of a mix between technical expertise and basic supervisory responsibilities. This level is usually filled by mid-level professionals and junior supervisors who are stepping up in terms of accountability. They start to take charge of small teams and assist in managing daily operations, paving the way for further career growth.

Salary Grade 12: ₱32,245 to ₱34,310

SG 12, the roles shift toward more critical functions. This grade is designed for senior analysts and technical supervisors who oversee key projects or processes. Employees here are expected to not only deliver solid technical work but also to begin assuming leadership responsibilities, setting the stage for future managerial roles.

Salary Grade 13 : ₱34,421 to ₱36,691

SG 13 is an important step for departmental middle managers and senior specialists. At this level, the job blends technical expertise with essential management functions. Employees are often responsible for overseeing projects or small teams, ensuring that departmental operations run smoothly while also contributing to strategic planning.

Salary Grade 14 : ₱37,024 to ₱39,640

This grade is intended for senior professionals and team leaders or chief technicians. SG 14 roles involve significant supervisory duties as well as active participation in technical tasks. Employees in this grade typically mentor their teams and help drive improvements in work processes, ensuring high-quality performance in their departments.

Salary Grade 15: ₱40,208 to ₱43,090

SG 15 is defined by clear supervisory responsibilities, often occupied by supervisory specialists or project coordinators. Professionals at this level manage small teams or specific projects, making informed decisions that enhance operational efficiency. Their role is pivotal in ensuring that both technical and administrative functions are well integrated.

Salary Grade 16: ₱43,560 to ₱46,730

SG 16, the focus shifts to departmental management. Typically held by department managers and senior coordinators, these roles require advanced managerial skills as well as technical know-how. Employees in this grade are entrusted with the smooth running of departmental operations and the coordination of multiple initiatives.

Salary Grade 17 : ₱47,247 to ₱50,735

SG 17 is generally assigned to senior managers and technical directors. At this level, employees combine substantial administrative duties with technical oversight. They ensure that professional standards are met and manage several projects concurrently, reflecting a higher degree of responsibility and leadership within the organization.

Salary Grade 18 : ₱51,304 to ₱55,140

This grade is crucial for daily operations, where the roles are typically filled by team leaders, foremen, or departmental supervisors. In SG 18, employees directly manage teams and are accountable for achieving performance targets through effective decision-making and coordination, making it a vital part of the operational backbone.

Salary Grade 19 : ₱56,390 to ₱62,089

SG 19 is designed for professional supervisors and senior technical managers. At this level, the roles blend technical expertise with managerial responsibilities. Employees are expected to maintain high quality control standards and lead initiatives that drive operational excellence, demonstrating a strong commitment to both performance and innovation.

Salary Grades(SG) 20 to 29 represent a clear upward career progression in the public sector. As employees advance from mid-level management to senior executive roles, salary ranges steadily increase while job responsibilities evolve from strategic project oversight to high-level decision-making. Each grade requires a corresponding enhancement in leadership, technical skills, and strategic planning.

Salary Grade 20: ₱62,967 to ₱69,342

SG 20 is typically occupied by mid-level managers and project directors. At this grade, professionals take on strategic responsibilities that require them to direct projects and make decisions impacting overall departmental performance. This level marks a shift from operational tasks to a more strategic role in planning and execution.

Salary Grade 21: ₱70,013 to ₱77,239

SG 21 is designed for departmental supervisors and branch managers. Roles at this level demand strong leadership and strategic planning skills, as employees are responsible for overseeing entire departments or branches and ensuring effective team management while maintaining a high level of operational efficiency.

Salary Grade 22: ₱78,162 to ₱86,324

SG 22, roles are geared toward senior managers and division heads. This grade involves high-level management responsibilities and strategic decision-making, with employees expected to oversee major divisions and formulate strategies that align with organizational objectives.

Salary Grade 23 : ₱87,315 to ₱96,955

SG 23 is typically occupied by senior division heads and policy analysts who bridge the gap between policy formulation and operational management. Employees in this grade combine extensive experience in both technical and administrative functions, playing a key role in driving departmental initiatives.

Salary Grade 24: ₱98,185 to ₱109,431

This grade is generally reserved for deputy department heads and executive officers. SG 24 positions represent advanced management roles where employees act as key advisors to top executives while managing significant segments of the organization. Their responsibilities extend beyond daily operations to include strategic oversight and critical decision-making.

Salary Grade 25: ₱111,727 to ₱124,591

SG 25 is usually filled by administrative executives and senior directors. At this level, individuals are deeply involved in high-level decision-making and cross-departmental management. Leadership, strategic vision, and the ability to influence overall organizational direction are essential attributes for success in this grade.

Salary Grade 26: ₱126,252 to ₱140,788

SG 26, roles are designated for senior executives and departmental directors. Employees at this grade are expected to demonstrate exceptional leadership and decision-making capabilities as they drive change and manage operations across multiple departments, ensuring that strategic goals are met.

Salary Grade 27: ₱142,663 to ₱158,723

SG 27 is typically occupied by senior consultants and chief administrative officers. These roles are part of the elite leadership team responsible for high-level strategic planning and decision-making that shapes the organization’s future. A deep understanding of both administrative processes and technical operations is required.

Salary Grade 28: ₱160,469 to ₱178,572

SG 28, the positions are generally held by executive directors and principal policy makers. These top-tier roles involve direct participation in national policy formulation and high-level administrative decisions. Employees must exhibit exemplary leadership and strategic foresight to manage complex challenges.

Salary Grade 29: ₱180,492 to ₱200,993

SG 29 is aimed at senior policy officers and veteran executives. At this level, employees combine technical expertise with upper-echelon strategic management, guiding policy development and overseeing critical operations. Extensive experience and the ability to handle high-stakes decisions are key requirements.

Salary Grades 30 to 33 represent the pinnacle of public sector leadership. As roles progress from key government officials and senior top managers (SG30) to cabinet-level executives (SG31) and ministerial decision-makers (SG32), the salary ranges increase significantly. SG33, reserved for the nation’s highest leadership positions, such as the President, marks the apex of this system with exceptional responsibilities and authority.

Salary Grade 30 : ₱203,200 to ₱226,319

SG 30 is occupied by key government officials and senior top managers. At this level, roles are central to government leadership, as these professionals oversee critical departments or projects and play a significant role in shaping national administrative operations.

Salary Grade 31: ₱293,191 to ₱334,059

SG 31 is reserved for cabinet-level officials and strategic department heads. These positions demand decades of experience and exemplary leadership, providing broad oversight over major government operations and ensuring the effective execution of high-level policies.

Salary Grade 32 : ₱347,888 to ₱398,686

SG 32, roles are typically held by ministerial officials and top national decision-makers. These elite positions carry substantial decision-making authority and are integral to the development and implementation of national policy and strategy.

Salary Grade 33 : ₱438,844 to ₱451,713

At the apex of the Salary Grade 2025 system, SG 33 is reserved for the nation’s highest leadership positions, such as the President. With a starting monthly salary of ₱438,844 (₱451,713 at Step 2), the role encompasses comprehensive national governance. Note that data is provided only for Steps 1 and 2, as subsequent steps are not applicable.

Economic and Policy Considerations

The 2025 salary grade adjustments reflect multiple economic factors, including inflation rates, cost of living changes, and the government's fiscal capacity. These adjustments are part of a broader economic strategy to maintain purchasing power for government employees while ensuring fiscal sustainability.

The implementation follows a carefully planned schedule that balances immediate compensation needs with long-term budget considerations. This approach allows for predictable salary progression while maintaining economic stability across the public sector.

Comparative Analysis with Previous Years

Compared to earlier implementations, the 2025 salary grades show continued progression in the government's commitment to competitive compensation. The incremental increases across all grades demonstrate a consistent approach to improving public sector salaries while acknowledging budget constraints. 3

This steady progression provides government employees with predictable salary growth, allowing for better financial planning and stability. For financial institutions and loan providers, this predictability offers valuable insights for assessing loan eligibility and repayment capacity.

Explore the detailed  Salary Grade Table for 2025 in the Philippines, clearly listing the monthly salaries for Salary Grades 1 through 33.

The Philippine government has a system called Salary Grades (SG) to decide how much its workers get paid every month. This system ranges from Salary Grade 1 (the lowest pay) to Salary Grade 33 (the highest pay), with each grade based on the difficulty of the job, responsibilities, and required skills.

Each salary grade is divided into 8 steps (except SG-33, which has only 2 steps). These steps allow workers to earn more money over time based on things like performance and experience.

In simple terms, the higher your salary grade, the more you get paid because your job is more complex and has more responsibilities. This system makes sure that people with tougher, more important jobs are paid fairly for the work they do.

In the context of the salary grade system in the Philippines, a tranche refers to a specific portion or phase of a salary increase that is implemented over a period of time.

The salary increase is typically distributed in tranches across several years, as part of the government's compensation adjustment plan. For example, the Salary Standardization Law (SSL), which defines the salary increases for government employees, may apply salary increases in multiple tranches, such as a phase-in schedule over 4 years. Each tranche represents a step in the salary increase process.

For instance:

Tranche 1 could be the first portion of the salary increase, implemented in the first year.

Tranche 2 would be the next phase, applying in the second year, and so on.

These tranches ensure that salary increases are gradually implemented, allowing for better budget management by the government. Each tranche increases the employees' salary by a fixed percentage or amount, and government workers are expected to receive these adjustments in stages until the full salary increase is achieved according to the agreed schedule.