Salary Grades Explained (SG 1–33): Civil Service Exam Guide

The Salary Grade (SG) system is the backbone of compensation in the Philippine government. For anyone planning to work in the public sector—especially Civil Service Exam (CSE) passers—understanding how Salary Grades 1 to 33 work is essential. Your salary grade determines not only your monthly basic pay, but also your career progression, benefits, and long-term earning potential.

This guide explains the Philippine government salary grade system in a clear, practical way—what each range represents, how grades are assigned, and what CSE passers can realistically expect when entering government service.

What Is the Salary Grade System?

The Salary Grade system is a standardized pay structure used by all government agencies in the Philippines. It was established under the Salary Standardization Law (SSL) to ensure:

• Fair and uniform compensation

• Equal pay for equal work

• Transparency in government salaries

• Clear career progression paths

Each government position is assigned a Salary Grade (SG) and a Step (1–8). Together, these determine an employee’s basic monthly salary.

Salary Grade vs Salary Step Explained

Before diving into SG 1–33, it’s important to understand how grades and steps work together.

Salary Grade (SG)

• Refers to the position level

• Ranges from SG 1 (lowest) to SG 33 (highest)

• Higher SG = higher responsibility and pay

Salary Step

• Refers to incremental increases within the same grade

• Each grade has 8 steps

• Employees usually move up steps based on:

  • Length of service

  • Performance

  • Promotion delays

Example:
Two employees may both be SG 11, but one is Step 1 and the other Step 4—meaning they earn different salaries.

Salary Standardization Law (SSL) Overview

Government salaries are governed by successive versions of the Salary Standardization Law:

• SSL I–III: Early implementations

• SSL IV: Most recently implemented, with phased increases

Under SSL IV:

• Salary increases were staggered over several years

• All SG levels received standardized adjustments

• The structure (SG 1–33) remained consistent

Even when new SSL versions are passed, the SG framework stays the same, while salary amounts are adjusted.

Salary Grade 1–10: Entry-Level and Support Positions

Overview

SG 1–10 covers clerical, utility, and junior technical roles. These positions usually require minimal educational qualifications and are common entry points for first-time government employees.

Typical Positions

• Utility Worker (SG 1–3)

• Administrative Aide (SG 4–6)

• Clerk, Driver, Messenger (SG 4–6)

• Junior Encoder or Office Assistant (SG 7–10)

Who Usually Falls Under This Range?

• High school graduates

• Some college-level applicants

• CSE Professional or Subprofessional passers

• First-time government workers

Key Characteristics

• Limited decision-making authority

• Mostly support or operational tasks

• Promotion is possible but often slow without further education

This range is common for CSE passers entering government for the first time, especially in LGUs.

Salary Grade 11–15: Junior Professional and Officer Level

Overview

SG 11–15 represents the lower professional tier of government service. Many degree holders and licensed professionals begin here.

Typical Positions

• Administrative Officer I–II (SG 11–13)

• Accountant I (SG 12)

• Information Officer I (SG 11)

• Engineer I (SG 12)

• Teacher I–III (SG 11–13)

Who Usually Falls Under This Range?

• College graduates

• CSE Professional passers

• Newly licensed professionals

Key Characteristics

• Requires a bachelor’s degree

• Involves specialized or technical work

• Clear promotion tracks exist

For many CSE passers, SG 11 is the most common entry point, especially for permanent plantilla positions.

Salary Grade 16–20: Senior Professional and Supervisory Level

Overview

SG 16–20 is where supervisory roles begin. Employees here manage teams, programs, or sections.

Typical Positions

• Administrative Officer V (SG 18)

• Accountant II–III (SG 16–18)

• Engineer II–III (SG 16–18)

• Senior Analyst or Specialist roles

• Division-level supervisors

Who Usually Falls Under This Range?

• Experienced professionals

• Employees with several years in government

• Staff promoted internally

Key Characteristics

• Leadership and decision-making responsibilities

• Performance-based promotion becomes more important

• Competitive and limited plantilla slots

Reaching this level often requires experience, strong performance, and sometimes postgraduate units.

Salary Grade 21–25: Managerial and Division Head Level

Overview

SG 21–25 is considered middle management. Positions here influence policy execution and agency direction.

Typical Positions

• Division Chief (SG 24)

• Assistant Regional Director (SG 25)

• Department Manager

• Senior Legal or Technical Officers

Who Usually Falls Under This Range?

• Long-serving career officials

• Employees with master’s degrees or specialized expertise

• Appointees with proven leadership records

Key Characteristics

• Manages entire divisions or programs

• Budget and personnel authority

• Promotion is highly competitive

Only a small percentage of government employees reach this range.

Salary Grade 26–30: Executive and Director Level

Overview

SG 26–30 covers top-level executives and high-ranking officials in agencies and local governments.

Typical Positions

• Regional Director (SG 28)

• Assistant Secretary (SG 28)

• Provincial Department Heads

• Agency Directors

Who Usually Falls Under This Range?

• Senior career executives

• Political appointees (some positions)

• CES (Career Executive Service) eligible officials

Key Characteristics

• Strategic decision-making roles

• Significant influence over policy and budgets

• Often requires CES eligibility

Positions at this level are rare and highly selective.

Salary Grade 31–33: Constitutional and Highest Executive Positions

Overview

SG 31–33 is the highest tier of the Philippine government salary structure.

Typical Positions

• Undersecretary (SG 31)

• Secretary of a Department (SG 32)

• President of the Philippines (SG 33)

Key Characteristics

• National-level authority

• Policy-making and executive leadership

• Appointed or elected positions

Only a handful of individuals nationwide fall into this category.

How CSE Affects Salary Grade Eligibility

Passing the Civil Service Exam is often a minimum requirement for permanent government employment.

CSE Professional Eligibility

• Qualifies you for professional and supervisory positions

• Common requirement for SG 11 and above

CSE Subprofessional Eligibility

• Typically qualifies for clerical and support roles

• Common in SG 1–6 positions

While the CSE does not guarantee a higher SG, without eligibility, promotion opportunities are extremely limited.

Promotion and Movement Across Salary Grades

How Promotions Happen

• Vacant plantilla positions

• Merit-based promotion

• Qualification standards (QS) compliance

Timeframe

• No fixed timeline

• Some employees remain in one SG for years

• Others move faster with strong performance and credentials

Lateral vs Vertical Movement

• Step increases = within the same SG

• SG increases = promotion to a higher position

Salary Grade Myths and Misconceptions

Myth 1: Passing the CSE Automatically Gives You a High Salary

False. The CSE qualifies you for positions—it does not determine your SG.

Myth 2: All Government Employees Earn High Salaries

False. Many positions, especially at SG 1–10, are modestly paid.

Myth 3: You Can Jump Multiple Salary Grades at Once

Rare. Promotions usually move one SG level at a time, unless the new position is substantially different.

Why Understanding Salary Grades Matters

Knowing the SG system helps you:

• Set realistic career expectations

• Plan long-term government employment

• Evaluate job offers properly

• Understand promotion potential

• Compare government vs private sector paths

For CSE passers, this knowledge is critical before accepting any appointment.

Final Thoughts

The Salary Grade system (SG 1–33) provides a structured, transparent framework for government compensation in the Philippines. While entry-level salaries may be modest, the system rewards experience, performance, and education over time.

Passing the Civil Service Exam is only the first step. Understanding where you fit within the salary grade structure—and how to move up—allows you to make informed career decisions and build a sustainable future in public service.

If you are planning to enter government work, mastering the salary grade system is just as important as passing the exam itself.

FAQs (Frequently Asked Questions)

What does “Salary Grade (SG)” mean in the Philippine government?

Salary Grade (SG) is the standardized level assigned to a government position that determines the employee’s basic monthly pay. The government uses a unified salary structure so that positions with similar levels of responsibility are compensated consistently across agencies. In practice, your SG reflects the nature of your role, the complexity of your tasks, and the accountability expected from the position. Higher salary grades generally correspond to higher-level duties, supervisory responsibilities, or specialized professional work.

What is the difference between Salary Grade and Salary Step?

Salary Grade refers to the position level, while Salary Step refers to incremental increases within the same salary grade. Each salary grade typically has multiple steps, commonly Step 1 through Step 8. Even if two employees share the same SG, they can earn different basic pay if their steps differ. Step increases are often based on length of service, satisfactory performance, or other HR policies, while moving to a higher SG usually requires promotion to a higher position or reclassification of the role.

Does passing the Civil Service Exam automatically give me a higher Salary Grade?

No. Passing the Civil Service Exam (CSE) does not automatically assign you a salary grade or increase your pay. The CSE provides eligibility, which is often a minimum requirement to be appointed to certain government positions, especially permanent plantilla items. Your salary grade is determined by the position you are hired into, not by the exam score. However, having the appropriate eligibility can expand your options and allow you to qualify for roles with higher SGs.

Which salary grades are common for first-time CSE passers?

For many first-time applicants, entry roles may fall within SG 1–10 for support and clerical work, especially if the position requires fewer qualifications. Degree holders who pass the CSE Professional often target SG 11 and above, where many entry-level professional positions begin. The exact SG depends on the job title, the agency, and the qualification standards. Local government units (LGUs) and national agencies may differ in openings and available plantilla items, which affects where new passers typically start.

What types of jobs fall under SG 1–10?

SG 1–10 typically includes utility, clerical, and junior support roles. Examples may include administrative aides, drivers, office assistants, and other operational support positions. These jobs usually involve routine tasks, documentation, basic office work, or field support, with limited decision-making authority. These roles can be an entry point into government service, and some employees use them to gain experience while completing additional education or training to qualify for higher-level positions later.

What kinds of positions are usually SG 11–15?

SG 11–15 commonly covers entry-level to junior professional roles, such as administrative officers, information officers, engineers, accountants, and other positions that typically require a bachelor’s degree. These roles involve more specialized knowledge and may include analysis, technical work, report writing, program support, or handling regulated processes. Many government career tracks begin in this range, making it a frequent target for CSE Professional passers who also meet education and experience requirements.

How do promotions work across salary grades?

Moving to a higher salary grade usually happens through promotion to a higher position. Promotions depend on vacancies, agency staffing needs, performance, and meeting qualification standards (QS) such as education, training hours, experience, eligibility, and sometimes licensing. Promotions are not automatic and can be competitive, especially for limited plantilla items. In some cases, employees move laterally (same SG, different role) to gain experience that strengthens their eligibility for future promotions.

How do I move up within the same salary grade if I am not promoted?

If you are not promoted to a higher position, you may still progress through salary steps within your current SG. Step increases can occur based on length of service, consistent performance ratings, or agency policies. While step movement increases basic pay, it does not change your SG. Think of steps as “growth within the role,” while salary grade changes reflect a shift to a role with higher responsibility or complexity.

Are higher salary grades always better?

Higher salary grades usually come with higher basic pay, but they also come with greater accountability, workload, leadership expectations, and performance pressure. Supervisory and managerial roles may require decision-making, staff management, budget handling, and responsibility for project outcomes. Whether a higher SG is “better” depends on your career goals, preferred work style, and readiness to take on larger responsibilities. It is smart to pursue growth, but also to plan for the competencies needed at each level.

Why do some government employees with the same job title have different salaries?

Differences can occur due to salary steps, length of service, or specific HR actions such as step increments or adjustments. Additionally, some agencies may have differences in allowances, benefits, and incentives that are separate from basic pay. Two employees may both be “Administrative Officer,” for example, but one may be Step 1 and another Step 5, resulting in different monthly basic salaries. Always check both the SG and the step when comparing compensation.

Do allowances and benefits depend on salary grade?

Some benefits and allowances are standardized across government, while others vary by agency, location, or role. Certain incentives may depend on rank or position, and some computations (such as specific contributions or salary-based benefits) may relate to basic pay, which is tied to SG and step. However, many allowances are fixed amounts rather than SG-based. If you are evaluating a government job offer, ask HR for a clear breakdown of basic pay, steps, and any recurring allowances or bonuses.

What is SG 33, and who is included in the highest salary grades?

SG 33 is the highest salary grade in the government salary structure and is reserved for top national positions. In general, SG 31–33 covers the highest executive levels, which may include senior officials such as undersecretaries, secretaries, or equivalent top leadership roles depending on government structure. These positions are few and typically require extensive experience, leadership credentials, and, in some cases, appointment or election processes.

What should I focus on if I want to reach higher salary grades over time?

To progress into higher SG levels, focus on building qualifications aligned with government standards: relevant work experience, training hours, strong performance ratings, and educational advancement (such as graduate units or a master’s degree for higher roles). Document your accomplishments, seek assignments that develop leadership skills, and learn how your agency’s promotion and ranking system works. Most importantly, aim to grow competencies—not just titles—so that when opportunities open, you meet the qualification standards and can compete effectively.

Civil Service Exam Philippines: Complete Preparation and Passing Guide