Salary Grade 5 (SG 5) 2026: Best Salary & Benefits Guide

Salary Grade 5 Philippines 2026 showing monthly salary range, Administrative Aide V position, eligibility requirements, benefits, and career growth opportunities in government service.

Salary Grade 5 (SG 5) in the Philippine government pays ₱18,581 to ₱19,565 a month across its eight steps, effective January 1, 2026, under the third tranche of Executive Order No. 64 (DBM National Budget Circular No. 601). SG 5 is an entry-level to lower-mid support grade — the most common position mapped to it is Administrative Aide V — and it sits between SG 4 (₱17,506–₱18,433) and SG 6 (₱19,716–₱20,761) on the national salary schedule.

Government positions in the Philippines are paid according to the Salary Grade (SG) system, a nationwide classification structure originally established under Republic Act No. 6758 (the Compensation and Position Classification Act of 1989) and repeatedly updated since — most recently through the Salary Standardization Law of 2019 (RA 11466) and, currently, Executive Order No. 64, s. 2024. If you’re applying for a government job, checking a job posting, or trying to understand a relative’s payslip, this guide breaks down exactly what SG 5 means in 2026: how much it pays, who typically holds it, what qualifications you need, and where it can take you.

SG 5 Quick Snapshot (2026)

Item	Details
Salary Grade	SG 5
Monthly Salary	₱18,581 – ₱19,565
Common Position	Administrative Aide V
Position Level	Entry-Level Support
Eligibility	Usually CSC Subprofessional
Promotion Path	SG 6, SG 7, SG 8 and Higher
Benefits	PERA, Bonuses, GSIS, PhilHealth, Pag-IBIG

What Is Salary Grade 5?

The Salary Grade system is the Philippine government’s way of standardizing pay across national agencies, local government units (LGUs), state universities, and other public offices. Instead of every agency setting its own pay rates, every plantilla (permanent, budgeted) position is assigned a grade from SG 1 (lowest) to SG 33 (highest, the President of the Philippines). The grade reflects the difficulty, responsibility, and required qualifications of the position — not the person occupying it, and not their length of service.

Salary Grade 5 sits near the bottom of that 33-grade ladder. It is generally classified as an entry-level to lower-mid support position, one step above basic utility and clerical-aide roles and one step below the point where administrative responsibilities start expanding. SG 5 positions exist across virtually every branch of government — national line agencies, city and municipal halls, provincial offices, state colleges, and government-owned and controlled corporations that follow the standard civilian schedule.

Key Facts About Salary Grade 5

Item	Details
Salary Grade	5
Position Level	Entry-level to lower-mid support
2026 Monthly Salary Range	₱18,581 – ₱19,565
Typical Position	Administrative Aide V
Eligibility	Usually Subprofessional (or agency-relevant) eligibility
Governing Law	EO No. 64, s. 2024, implemented via DBM NBC No. 601
Promotion Potential	SG 6, SG 7, SG 8, SG 10, and higher with experience and eligibility

Salary Grade 5 Salary Table (2026)

The figures below come from Annex A of DBM National Budget Circular No. 601, the “Third Tranche Monthly Salary Schedule for the Civilian Personnel of the National Government,” which took effect January 1, 2026, pursuant to Executive Order No. 64, s. 2024. These are monthly basic salary figures only — allowances and bonuses are discussed separately below.

Step	Monthly Salary (2026)
Step 1	₱18,581
Step 2	₱18,720
Step 3	₱18,858
Step 4	₱18,998
Step 5	₱19,137
Step 6	₱19,280
Step 7	₱19,423
Step 8	₱19,565

A new appointee to an SG 5 position — for example, a first-time Administrative Aide V — starts at Step 1, ₱18,581 a month. An employee who has held the same SG 5 item for a full career, reaching Step 8, earns ₱19,565 a month in basic pay, a gain of about 5.3% over the entry rate purely from step increments, with no change in job title or duties.

For context, here’s how SG 5 compares with the grades immediately around it on the same 2026 schedule:

Grade	Step 1	Step 8
SG 4	₱17,506	₱18,433
SG 5	₱18,581	₱19,565
SG 6	₱19,716	₱20,761

Source: Annex A, DBM National Budget Circular No. 601 (January 22, 2026), issued under Executive Order No. 64, s. 2024, Section 5. This is the third of four scheduled tranches, running from FY 2024 through FY 2027; the fourth and final tranche is due to take effect January 1, 2027.

How Step Increments Work

A common point of confusion is the difference between a step increment and a promotion. They are not the same thing, and understanding the distinction matters for anyone planning a government career.

Step increment means moving from one step to the next within the same salary grade. An SG 5 employee at Step 1 who eventually reaches Step 8 is still SG 5 — the position, job title, and duties haven’t changed. Only the pay has increased, based on time in service or performance.

Promotion means moving to a different, higher salary grade — for instance, from Administrative Aide V (SG 5) to Administrative Aide VI (SG 6) or into the Administrative Assistant series (SG 7 and above). A promotion usually requires a new appointment, often a higher eligibility requirement, and sometimes additional education or specialized training.

There are two recognized paths to a step increment:

Length of service. Under Joint CSC-DBM Circular No. 1, s. 1990 (as amended), an employee earns one step increment for every three years of continuous, satisfactory service in the same position. This is an entitlement, but it isn’t automatic in processing — HR still has to issue a formal Notice of Step Increment, so employees are generally advised to track their own service anniversaries.
Merit. Joint CSC-DBM Circular No. 1, s. 2012 allows agencies to grant one or two step increments to employees with the highest performance ratings, subject to a cap on how many employees per agency can qualify each year. This path is less commonly used than length-of-service increments because it depends on each agency’s budget and performance-rating system.

Example: An employee starts as Administrative Aide V at SG 5, Step 1 (₱18,581/month). After three years of satisfactory service, they move to Step 2 (₱18,720/month) — still SG 5, just a higher step. This continues roughly every three years until Step 8 is reached, at which point no further step increments are possible without a promotion to a higher grade.

Common Salary Grade 5 Positions

The single most consistent position mapped to Salary Grade 5 across national agencies and LGUs is:

Administrative Aide V — the standard SG 5 clerical/support item found in most government offices.

Beyond that title, agencies also classify a range of similar entry-to-lower-mid support roles at or near SG 5, depending on the specific plantilla item and the agency’s own staffing pattern. These commonly include:

General clerks and records-handling personnel
Office support staff (data encoding, filing, correspondence tracking)
Driver positions in some agencies
Utility and field support personnel in certain classifications
Junior technical aides in specialized offices

Important note: The exact salary grade assigned to a job title can vary by agency and by the specific plantilla item approved for that office. Two employees with similar-sounding job titles in different agencies may sit at different salary grades depending on how each agency’s staffing pattern was approved by the Department of Budget and Management. Always check the specific plantilla item or Notice of Appointment for the actual SG assignment — job titles alone aren’t a reliable guide.

Qualifications for Salary Grade 5 Positions

Because SG 5 sits in the sub-professional band of the civil service, qualification standards are generally accessible to high school and vocational-level applicants, though this varies by agency and specific position.

Education

High School Graduate (the baseline requirement for most SG 1–5 clerical items)
Senior High School Graduate (with the K-12 curriculum now the norm for new applicants)
Relevant vocational or technical training, where applicable to the specific role (e.g., driving, basic computer literacy, records management)

Experience

Entry-level SG 5 positions typically require minimal or no prior work experience
Prior related office, clerical, or administrative-support experience is preferred and can strengthen an application, even where not strictly required
Some agencies give preference to applicants who previously served as Job Order (JO) or Contract of Service (COS) personnel in similar functions, though JO/COS time does not itself count as plantilla government service

Eligibility

Civil Service eligibility remains one of the biggest factors in both hiring and long-term security for SG 5 positions. Common eligibility routes include:

Subprofessional Eligibility (from the Civil Service Commission’s Career Service Subprofessional Examination) — the standard eligibility for most SG 1–9 clerical and support positions
Relevant Eligibility granted for specific licensed or technical roles (e.g., a driver’s license plus a relevant CSC eligibility for driver items)
Agency-specific requirements, which can include in-house exams, skills tests (typing, encoding), or specialized certifications depending on the nature of the position

Passing the relevant CSC exam does not automatically move an employee to a higher salary grade — it primarily qualifies the applicant for permanent (rather than temporary or casual) appointment to positions at that eligibility level, which in turn affects security of tenure and promotion eligibility down the line.

SG 5 Readiness Assessment

Use this quick checklist to evaluate whether you’re ready to apply for a typical Salary Grade 5 government position.

Question	Yes	No
Have you completed High School or Senior High School?	☐	☐
Do you possess Civil Service Eligibility or plan to obtain it?	☐	☐
Can you perform basic clerical and office tasks?	☐	☐
Are you comfortable using computers and office software?	☐	☐

Results

4 Yes answers: ✅ Ready to Apply
3 Yes answers: 🟡 Nearly Ready
0–2 Yes answers: 🔵 Preparation Needed

Recommendation: Focus on eligibility, computer skills, and office experience before applying for highly competitive SG 5 vacancies.

Salary Grade 5 Benefits

SG 5 employees, like all covered civilian government personnel, receive a standard package of statutory allowances and bonuses on top of the basic salary shown in the table above. None of these are included in the basic salary figure — they are added separately.

PERA (Personnel Economic Relief Allowance): A standard ₱2,000 monthly allowance commonly received by qualified government employees, regardless of salary grade. This has remained unchanged for a number of years even as basic salaries have been adjusted upward.
Mid-Year Bonus: Equivalent to one month’s basic salary, typically released starting mid-May each year, under Executive Order No. 201, s. 2016 and its implementing DBM circulars.
Year-End Bonus: Also equivalent to one month’s basic salary, released toward the end of the year.
Cash Gift: A statutory ₱5,000 cash gift released alongside the year-end bonus, under Republic Act No. 6686 as amended.
PEI (Productivity Enhancement Incentive): An additional year-end incentive, subject to availability of funds and agency budget, on top of the year-end bonus and cash gift.
GSIS (Government Service Insurance System): Mandatory retirement, life insurance, and social security coverage for permanent government employees. The standard personal share is 9% of basic monthly salary, with the government contributing an employer share on top — there is no salary ceiling on this deduction, unlike SSS in the private sector.
PhilHealth: Mandatory national health insurance coverage, contributed jointly by the employee and the agency.
Pag-IBIG (HDMF): Mandatory housing-fund contributions, which also make the employee eligible for Pag-IBIG housing loans, multi-purpose loans, and the MP2 savings program.

Government employees may also receive additional allowances and bonuses — such as clothing/uniform allowances, hazard pay in specific roles, or agency-specific incentives — depending on their appointment status (permanent, temporary, casual, or coterminous) and their agency’s own policies and available budget. Casual and job order personnel, in particular, do not receive the full benefits package available to permanent plantilla employees.

Is Salary Grade 5 a Good Starting Government Position?

For many first-time government applicants, SG 5 positions represent a realistic and achievable entry point into public service. Here’s a balanced look at the trade-offs.

Pros:

Easier entry point — qualification standards (High School/Senior High graduate plus Subprofessional eligibility) are more accessible than degree-level positions
Stable employment — once appointed to a permanent plantilla item, SG 5 employees enjoy the security of tenure protections available to all civil servants
Government benefits — full access to GSIS, PhilHealth, Pag-IBIG, PERA, and the standard bonus package described above
Promotion opportunities — a clear, documented ladder exists from SG 5 upward, especially for employees who continue their education and gain additional eligibilities

Cons:

Lower starting salary compared to mid-level or professional government positions, and often compared to private-sector alternatives requiring similar qualifications
Competitive hiring process — plantilla items are limited, and vacancies can attract many applicants even at the SG 5 level
Promotion may take time — moving up the ladder typically requires additional eligibility, further education, or years of accumulated experience, and vacancies at higher grades aren’t always immediately available

Career Path From Salary Grade 5

A common progression may involve movement from SG 5 positions toward SG 6, SG 7, SG 8, and eventually officer-level roles, depending on qualifications, eligibility, experience, and vacancy availability.

Movement through this ladder generally depends on a combination of factors: additional education (from vocational units toward a college degree), accumulated years of relevant experience, higher-level CSC eligibility, and the actual availability of vacant, budgeted positions at the next grade. The jump from the Administrative Aide series (SG 1–6) into the Administrative Assistant series (SG 7 and up) is typically the first point where agencies start expecting some college-level education, eventually moving toward a full bachelor’s degree requirement once an employee reaches Administrative Officer-level positions.

ApplySmartPH Promotion Readiness Framework™

Not every SG 5 employee follows the same career path. However, most successful government employees progress through a similar development journey. Use this framework to assess your next step.

Stage 1 — Entry

Hold an SG 5 position
Learn office procedures and government processes
Build work experience and performance records

Stage 2 — Qualification Building

Obtain Civil Service Eligibility
Complete relevant trainings and seminars
Improve computer, clerical, and administrative skills

Stage 3 — Advancement

Apply for SG 6 to SG 8 vacancies
Accept additional responsibilities
Seek specialized assignments and projects

Stage 4 — Professional Growth

Complete a bachelor’s degree
Obtain higher-level eligibility if applicable
Qualify for officer-level positions

Stage 5 — Leadership Track

Move into Administrative Officer roles
Handle supervision and coordination functions
Prepare for management and leadership positions

Key Insight: Promotion in government service is usually driven by a combination of eligibility, education, experience, performance, and the availability of vacant plantilla positions.

ApplySmartPH SG 5 Career Planner™

Use this roadmap as a general guide for long-term government career growth.

Year 1–3

Learn office procedures
Build work experience
Earn step increment eligibility

Year 3–5

Obtain CSC eligibility
Complete relevant trainings
Apply for SG 6–8 opportunities

Year 5–10

Complete college education
Pursue officer-level positions
Build supervisory experience

Year 10+

Move into Administrative Officer and leadership roles

Salary Grade 5 vs. Salary Grade 4

Factor	SG 4	SG 5
2026 Salary Range	₱17,506 – ₱18,433	₱18,581 – ₱19,565
Duties	Basic support functions	Slightly more responsibility
Career Growth	More limited	Better positioned for promotion

See also: Salary Grade 4 Philippines for the full breakdown of SG 4 pay, positions, and qualifications.

Salary Grade 5 vs. Salary Grade 6

Factor	SG 5	SG 6
2026 Salary Range	₱18,581 – ₱19,565	₱19,716 – ₱20,761
Duties	Standard support functions	Expanded clerical/administrative functions
Promotion Level	Entry to lower-mid	Higher within the sub-professional band

See also: Salary Grade 6 Philippines for the complete SG 6 salary table and position guide.

Is SG 5 Right for You?

Use this quick self-check to see if a Salary Grade 5 position fits where you are right now:

✅ You’re a new applicant to government service
✅ This would be your first plantilla position
✅ You’re looking for stable, long-term employment
✅ You’re building your civil service eligibility and work experience for future promotions

Recommendation: If you are entering government service for the first time, SG 5 positions can provide valuable, hands-on experience and serve as a practical stepping stone toward higher salary grades — especially when paired with continuing education and additional CSC eligibility.

Suggested Path to Promotion From SG 5

Goal	Suggested Action
Reach SG 6	Gain additional tenure and relevant experience
Reach SG 7–8	Complete relevant training or short courses
Reach SG 10+	Obtain higher-level or professional eligibility
Reach SG 11+	Earn a bachelor’s degree
Reach SG 15+	Move into officer-level, professional roles

Why Many Applicants Start With SG 5

Salary Grade 5 positions remain one of the most common entry points into government service because they offer a balance of accessibility, stability, and long-term growth potential.

Many successful government employees began their careers in support positions before moving into administrative, technical, and supervisory roles. For applicants seeking security of tenure, government benefits, and a structured promotion system, SG 5 can serve as a practical starting point.

Frequently Asked Questions

What is the salary of Salary Grade 5 in 2026?

Salary Grade 5 pays ₱18,581 to ₱19,565 a month across Steps 1 to 8, effective January 1, 2026, under the third tranche of Executive Order No. 64 (DBM NBC No. 601). This is basic salary only; PERA and other allowances are added on top.

What jobs are under Salary Grade 5?

The most common position at SG 5 is Administrative Aide V. Other clerical, records-handling, driver, and general office-support positions may also be classified at SG 5 depending on the specific agency and plantilla item.

Is Salary Grade 5 a permanent position?

Salary Grade 5 refers to the pay classification of a position, not the appointment status. An SG 5 item can be filled on a permanent, temporary, or casual basis, depending on how the appointment was processed and whether the employee meets the eligibility requirements for permanent status.

Can I get promoted from Salary Grade 5?

Yes. Employees typically progress from SG 5 toward SG 6, SG 7, and higher grades over time, usually through a combination of additional eligibility, continuing education, accumulated experience, and the availability of vacant positions at the next grade.

Do SG 5 employees receive bonuses?

Yes. In addition to basic salary, SG 5 employees generally receive the ₱2,000 monthly PERA, a mid-year bonus, a year-end bonus, a statutory cash gift, and — depending on agency funding — a Productivity Enhancement Incentive, on top of standard GSIS, PhilHealth, and Pag-IBIG coverage.

What eligibility is needed for SG 5 jobs?

Most SG 5 positions require Career Service Subprofessional eligibility from the Civil Service Commission, or a relevant agency-specific eligibility for specialized roles such as driver positions. Requirements can vary slightly by agency, so always check the specific job posting or plantilla item.

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.

Salary Grade 5 Philippines (2026): Salary, Positions, Qualifications, and Benefits Guide