Salary Grade 1 (SG 1) is the lowest level in the Philippine government’s Compensation and Position Classification System (CPCS). It applies to entry-level positions that require minimal formal qualifications, such as utility workers and general laborers in national and local government offices.
Understanding how SG 1 works matters for job applicants evaluating entry-level government positions, current employees checking their pay bracket, and HR personnel processing appointments. This guide explains the current SG 1 salary schedule, the law behind it, who qualifies for it, and how employees can move beyond it.
Quick Answer
As of January 1, 2026, Salary Grade 1, Step 1 pays ₱14,634 per month under the third tranche of the Salary Standardization Law VI (SSL VI), rising to ₱15,456 at Step 8. SG 1 is assigned to the most basic government positions, primarily Utility Worker I, and does not require a college degree or civil service eligibility beyond the minimum set by the Civil Service Commission (CSC).
Key Takeaways
- SG 1 is the lowest of the 33 salary grades in the Philippine government pay scale.
- It covers 8 salary steps, from ₱14,634 (Step 1) to ₱15,456 (Step 8) effective 2026.
- The rates come from Executive Order No. 64, s. 2024, implementing the 2024–2027 salary schedule authorized under Republic Act No. 11466 (SSL of 2019, as updated).
- Typical SG 1 positions include Utility Worker I and similar general-support roles.
- Step increases depend on length of service and performance, not automatic promotion.
- Moving to a higher salary grade requires applying for and being appointed to a higher-graded position.
TL;DR
SG 1 is the entry point of the Philippine government salary structure. In 2026, it pays between ₱14,634 and ₱15,456 a month depending on step. It applies mainly to Utility Worker I and comparable roles. Employees advance through step increments over time and can move to a higher salary grade only through promotion or appointment to a higher-graded position.
Eligibility or Scope
This guide covers civilian government personnel under the national CPCS. It applies to:
- National government agencies (NGAs)
- Government-owned or controlled corporations (GOCCs) not covered by a separate compensation system under Republic Act No. 10149
- Local government units (LGUs) that have adopted the national salary schedule, subject to local budget capacity
It does not apply to uniformed personnel (military and police), who follow the Base Pay Schedule under a separate law, or to job order (JO) and contract of service (COS) workers, who are not part of the regular plantilla and are not covered by the Salary Standardization Law.
Understanding the Compensation and Position Classification System
The Compensation and Position Classification System (CPCS) is the framework the Philippine government uses to organize and pay its workforce. It groups thousands of government positions, from utility workers to bureau directors, into 33 salary grades based on the difficulty of the work, the level of responsibility involved, and the qualifications the position demands.
Within each salary grade, the CPCS further defines 8 salary steps, except for Salary Grade 33, which has only 2 steps because it is reserved for the President of the Philippines. Steps allow an employee’s pay to rise gradually within the same grade, rewarding continued service and good performance without requiring a change in position.
Two government bodies share responsibility for the CPCS. The Civil Service Commission (CSC) sets the qualification standards for each position, covering education, training, experience, and eligibility. The Department of Budget and Management (DBM) sets and updates the actual peso amounts tied to each salary grade and step. Together, these two systems determine both who can hold an SG 1 position and how much that position pays.
What Is Salary Grade 1?
Salary Grade 1 is the lowest tier in the 33-grade Philippine government salary structure. Each grade groups government positions of comparable difficulty, responsibility, and required qualifications, and each grade is paid according to a fixed schedule of eight salary steps.
SG 1 positions typically involve basic manual or support tasks that require little to no specialized training. The Civil Service Commission (CSC) and the Department of Budget and Management (DBM) jointly define the qualification standards and pay levels for these positions through the Position Classification and Compensation System.
Key Point Summary
- SG 1 is the entry-level rung of the national salary structure.
- It is defined jointly by the CSC (qualifications) and DBM (compensation).
- It applies to low-complexity, support-type government work.
Legal Basis of the Current SG 1 Salary Schedule
The salary levels used in this guide come from the fourth Salary Standardization Law, commonly called SSL VI or the 2024–2027 salary schedule. This schedule rests on the following legal framework:
- Republic Act No. 11466, the Salary Standardization Law of 2019, which established the base authority for a modified Compensation and Position Classification System (CPCS).
- Executive Order No. 64, series of 2024, signed by the President, which authorizes an updated salary schedule for civilian government personnel to be implemented in four yearly tranches from 2024 to 2027.
- Annual National Budget Circulars issued by the DBM, which release the specific step-by-step salary tables for each tranche.
Each tranche takes effect on January 1 of its corresponding year. The figures in this guide reflect the third tranche, effective January 1, 2026.
The current SG 1 pay scale is authorized under Executive Order No. 64, s. 2024, in relation to Republic Act No. 11466, and implemented through DBM National Budget Circulars covering the 2024–2027 salary adjustment period.
Salary Grade 1 Table for 2026 (Third Tranche)
The table below shows the full step structure for SG 1, effective January 1, 2026. Figures are stated in Philippine pesos (₱) and represent monthly basic salary before deductions, allowances, or bonuses.
| Salary Step | Monthly Basic Salary (₱) |
|---|---|
| Step 1 | ₱14,634 |
| Step 2 | ₱14,730 |
| Step 3 | ₱14,849 |
| Step 4 | ₱14,968 |
| Step 5 | ₱15,089 |
| Step 6 | ₱15,211 |
| Step 7 | ₱15,333 |
| Step 8 | ₱15,456 |
The difference between Step 1 and Step 8 at SG 1 is ₱822 per month. Step increments are smaller at the lowest salary grades and widen progressively at higher grades, where positions carry greater responsibility.
How SG 1 Pay Has Changed Across Tranches
SSL VI is being rolled out in four annual tranches. The table below tracks how the Step 1 rate for SG 1 has moved as each tranche took effect.
| Effectivity | SG 1, Step 1 Monthly Salary |
|---|---|
| 2024 (Tranche 1) | ₱13,527 |
| 2025 (Tranche 2) | ₱14,061 |
| 2026 (Tranche 3) | ₱14,634 |
| 2027 (Tranche 4 – projected) | To be issued by DBM |
The fourth and final tranche takes effect on January 1, 2027. The DBM typically releases the exact figures through a National Budget Circular a few weeks before implementation, so employees should confirm the final table once it is officially published.
Who Holds Salary Grade 1 Positions?
SG 1 is most commonly assigned to the position of Utility Worker I, which exists across nearly every national agency, GOCC, and LGU. Other roles occasionally classified at SG 1 include general laborer-type positions with similarly low complexity and minimal educational requirements.
Typical Qualification Standards for SG 1
- Education: Must be able to read and write.
- Training: None required.
- Experience: None required.
- Eligibility: First Level Eligibility (CSC), or as required by the specific position; some SG 1 items may fall under exempt or casual appointment categories.
Exact qualification standards can vary slightly by agency and specific plantilla item, since the CSC allows some flexibility in how positions are described, while still requiring DBM-approved pay classification.
How Step Increments Work
An SG 1 employee does not automatically move to a higher step each year. Step increments are governed by CSC and DBM rules and generally depend on two factors: length of satisfactory service in the position and performance rating.
- An employee starts at the step indicated in their appointment paper, most often Step 1.
- After completing the required number of years in service with at least a satisfactory performance rating, the employee becomes eligible for a step increment.
- The agency’s Human Resource Merit Promotion and Selection Board (HRMPSB) or equivalent unit processes the step adjustment.
- The new step takes effect upon approval and is reflected in the following payroll cycle.
Employees who receive below-satisfactory performance ratings may not qualify for a step increment until their rating improves.
How to Move Beyond Salary Grade 1
Salary Grade is tied to the position, not the person. An SG 1 employee cannot request a higher salary grade while remaining in an SG 1 item. Advancement requires one of the following:
- Promotion to a higher-graded position within the same office, subject to a vacancy and the agency’s merit selection process.
- Lateral transfer to a higher-graded position in another office, if qualified.
- Reclassification of the position itself, which is initiated by the agency and approved by the DBM, and applies to the position rather than a specific individual.
In all three cases, the employee must meet the qualification standards of the target position, including education, training, experience, and eligibility requirements set by the CSC.
SG 1 Compared to Nearby Salary Grades
Seeing SG 1 next to the salary grades immediately above it helps illustrate how quickly government pay rises with added responsibility. The comparison below uses Step 1 figures from the 2026 schedule.
| Salary Grade | Illustrative Position | Step 1 Monthly Salary |
|---|---|---|
| Salary Grade 1 | Utility Worker I | ₱14,634 |
| Salary Grade 2 | Laborer II / Messenger | ₱15,522 |
| Salary Grade 3 | Driver I | ₱16,486 |
| Salary Grade 4 | Clerk I | ₱17,506 |
| Salary Grade 5 | Bookbinder II | ₱18,581 |
Illustrative positions above are commonly cited examples; actual position titles at each salary grade can vary by agency, since the CSC allows some agencies to use different working titles for functionally similar roles. Each step up in salary grade generally reflects a higher qualification requirement, such as a high school diploma, vocational training, or a specific number of years of experience.
SG 1 Compared to the Minimum Wage
Because SG 1 sits at the very bottom of the government pay scale, it is often compared with the private-sector minimum wage. Regional wage boards set minimum wage rates that vary by region and are generally reviewed more frequently than the salary standardization schedule. Depending on the region and the timing of wage board adjustments, the private-sector daily minimum wage converted to a monthly equivalent can be close to, or in some periods higher than, SG 1 Step 1. Prospective applicants should check the latest regional wage order from the Department of Labor and Employment (DOLE) when making a direct comparison, since minimum wage figures are adjusted independently of the SSL schedule.
Benefits That Come with an SG 1 Government Position
Beyond the base salary shown in the table above, employees under a regular SG 1 plantilla item are generally entitled to standard government benefits, subject to their appointment status:
- Mandatory government contributions and coverage: GSIS, PhilHealth, and Pag-IBIG Fund.
- 13th month pay (mandated as part of year-end benefits for government personnel).
- Cash gift and other statutory year-end benefits.
- Leave credits, including vacation and sick leave, accrued under CSC leave rules.
- Personal Economic Relief Allowance (PERA) and other standard allowances, where applicable.
Casual, contractual, or job order personnel may not receive the same benefit package as regular plantilla employees, since coverage depends on appointment status rather than salary grade alone.
These non-salary benefits often matter as much as the base pay itself when evaluating an SG 1 position. GSIS coverage, for instance, builds toward retirement benefits and provides access to salary and policy loans, while PhilHealth and Pag-IBIG membership extend health and housing-related benefits that are not automatically available to workers outside the regular plantilla structure.
How to Apply for an SG 1 Position
SG 1 positions such as Utility Worker I are typically posted through an agency’s official recruitment channels. The general process is as follows.
- Monitor vacancy announcements on the agency’s website, the CSC’s Publication of Vacant Positions, or the Civil Service Commission’s official job portal.
- Prepare basic requirements: application letter, Personal Data Sheet (CS Form No. 212), and any eligibility documents, if required for the specific item.
- Submit the application to the agency’s Human Resource unit before the posted deadline.
- Undergo the agency’s screening process, which may include an interview conducted by the HRMPSB.
- Receive a Notice of Appointment once selected, which specifies the salary grade, step, and effectivity date.
Processing time varies by agency and depends on internal HR procedures and budget availability for the item. There is generally no application fee for government job postings.
Common Mistakes
- Assuming SG 1 automatically increases every year without a documented performance and service record.
- Confusing salary grade with job title; the same position title can sometimes carry different salary grades depending on the specific plantilla item.
- Using an outdated salary table; SSL VI is implemented in tranches, so figures change each January until 2027.
- Expecting job order or contract of service work to carry an SG classification; these arrangements are not covered by the Salary Standardization Law.
- Overlooking that LGU implementation of the salary schedule depends on local budget capacity and may lag behind the national timeline.
Best Practices
- Always confirm the current tranche and effectivity date before comparing SG 1 figures, since the schedule changes annually through 2027.
- Check the specific plantilla item description for the position, not just the job title, to confirm the assigned salary grade.
- Keep a copy of the Notice of Appointment, since it documents the official salary grade and step for HR and GSIS records.
- For LGU positions, verify with the local HR office whether the national SSL VI schedule has been fully adopted.
- Refer to official DBM circulars, not third-party summaries, when precise figures are needed for payroll or legal purposes.
Frequently Asked Questions
What is the salary of SG 1 Step 1 in 2026?
SG 1, Step 1 pays ₱14,634 per month, effective January 1, 2026, under the third tranche of SSL VI.
What is the highest possible SG 1 salary?
The highest step, Step 8, pays ₱15,456 per month as of the 2026 schedule.
What position is usually classified as SG 1?
Utility Worker I is the most common position assigned to Salary Grade 1 across national agencies, GOCCs, and LGUs.
What position is usually classified as SG 1?
Utility Worker I is the most common position assigned to Salary Grade 1 across national agencies, GOCCs, and LGUs.
Do I need a college degree to qualify for an SG 1 position?
No. SG 1 positions generally require only that the applicant be able to read and write, with no formal education, training, or experience requirement, though a specific eligibility may still apply depending on the item.
How do I move from SG 1 to a higher salary grade?
You must be promoted or appointed to a higher-graded position. Salary grade attaches to the position, not the employee, so remaining in an SG 1 item does not raise your grade over time.
Does SG 1 apply to job order or contract of service workers?
No. Job order and contract of service personnel are not covered by the Salary Standardization Law and do not receive a salary grade classification.
Will SG 1 salaries increase again after 2026?
Yes. A fourth tranche takes effect January 1, 2027, as the final phase of the 2024–2027 salary schedule under Executive Order No. 64, s. 2024. The DBM will release the exact figures closer to implementation.
Is the SG 1 salary the same in every region of the Philippines?
Yes, the national salary schedule under SSL VI applies uniformly across regions for covered national government positions. LGUs, however, may implement the schedule on a different timeline depending on local budget capacity.
How often do step increments happen at SG 1?
Step increments are not automatic; they are granted based on qualifying length of service and a satisfactory or higher performance rating, following CSC and DBM rules.
Who approves the SG 1 salary schedule?
The President approves the overall salary schedule through an Executive Order, based on the authority granted by Republic Act No. 11466. The DBM then issues the detailed, step-by-step figures through National Budget Circulars for each tranche.
Can an LGU pay a different SG 1 rate than the national government?
LGUs are expected to align with the national salary schedule, but implementation can be phased according to the local government’s budget capacity, which sometimes results in a temporary lag compared to national agencies.
Conclusion
Salary Grade 1 marks the starting point of the Philippine government’s compensation structure. As of January 1, 2026, it pays between ₱14,634 and ₱15,456 a month, depending on step, under the third tranche of SSL VI. It mainly covers Utility Worker I and similarly basic support positions that require minimal formal qualifications.
Because SSL VI continues through a fourth tranche in 2027, employees and applicants should check the DBM’s latest circular before relying on any published salary table, including this one, for payroll or legal purposes. Advancing beyond SG 1 depends on qualifying for and being appointed to a higher-graded position, since salary grade is tied to the plantilla item rather than the individual employee.
For anyone weighing an entry-level government role, the value of an SG 1 position extends beyond the monthly figure in the table. Job security, statutory benefits, and a defined path toward higher salary grades through promotion make it a reasonable starting point for applicants building a long-term career in public service, even though the starting pay is modest compared to mid-level government positions.
Related Topics
To learn more about navigating your career in the Philippine government, explore our deep-dive guides:
- Salary Grade 6 Philippines: Salary, Steps, Positions, and Career Guide
- Salary Grade 7 Philippines: Salary, Benefits & Positions
- Salary Grade 8 Philippines: Salary, Steps, Positions, Benefits, and Career Guide
- Salary Grade 10 Philippines: Salary, Positions, Benefits, and Career Guide
- Salary Grade 11 Philippines 2026: Complete Guide
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- Salary Grade 13 Philippines 2026: Complete Salary & Positions Guide
- Salary Grade 14 Philippines 2026: Complete Salary & Positions Guide
- Salary Grade 15 Philippines: Salary, Positions, Qualifications, and Career Guide
- Salary Grade 19 Philippines 2026: How Much Do SG 19 Employees Earn?
- Salary Grade 24 Philippines 2026: Salary & Benefits
- Salary Grade 25 Philippines: Salary, Positions, Benefits, and Career Guide
- Government Jobs in the Philippines 2026: Complete Job Search Guide
- How to Apply for Government Jobs in the Philippines: Step-by-Step Guide
- Government Salary Grade 2026: Complete Guide to the Philippine Salary Schedule
References
- Department of Budget and Management (DBM). National Budget Circular No. 601 – Implementation of the Third Tranche Compensation Adjustment for Civilian Government Personnel pursuant to Executive Order No. 64, s. 2024.
- Civil Service Commission (CSC). Position Qualification Standards and Civil Service eligibility policies.
- Official Gazette of the Republic of the Philippines. Executive Orders, laws, and official government issuances relating to the Salary Standardization Law
Disclaimer
This guide is intended for informational purposes only and is based on official government issuances available at the time of writing. While every effort has been made to ensure accuracy, salary schedules, qualification standards, benefits, and implementing rules may change through subsequent laws, executive orders, DBM circulars, CSC issuances, or other government regulations.
Readers should always consult the latest official publications of the Department of Budget and Management (DBM), Civil Service Commission (CSC), and the Official Gazette for the most current and authoritative information.