Philippine gaming regulator PAGCOR has embarked on a mission to rectify salary disparities within its workforce, aiming to address distortions stemming from its new Compensation and Position Classification System (CPCS). This endeavor, necessitating approval from the Governance Commission for GOCCs (GCG), underscores PAGCOR’s commitment to prioritizing the welfare of its employees.
Background:
PAGCOR’s recent implementation of the Compensation and Position Classification System (CPCS) triggered a wave of discontent among its employees, particularly concerning the discontinuation of certain benefits and the introduction of salary distortions. Under the new system, all employees were reverted to Pay Step 1, irrespective of their length of service, leading to a decrease in take-home pay for many.
PAGCOR’s Response:
In response to employee grievances, PAGCOR’s Board of Directors approved the implementation of step increments based on length of service, a move aimed at mitigating the adverse effects of the CPCS. However, the execution of this decision hinges upon the approval of the Governance Commission for GOCCs (GCG), necessitating a strategic appeal process.
Appeal to the GCG:
Chairman and CEO of PAGCOR, in a letter addressed to GCG Chairperson Atty. Marius Corpus, articulated the agency’s plea for approval of the proposed step increments. Emphasizing the paramount importance of prioritizing employee welfare, PAGCOR expressed its commitment to ensuring competitive salaries and benefits commensurate with industry standards.
Implementation Challenges:
The transition to the new salary scheme has not been without its challenges. Many employees experienced a reduction in their take-home pay, prompting concerns over financial stability and job satisfaction. PAGCOR acknowledges the need to address these concerns promptly to maintain employee morale and productivity.
Proposed Solutions:
PAGCOR’s proposal for step increments based on length of service aligns with the principle of rewarding tenure and dedication. By granting incremental salary adjustments for every three years of continuous satisfactory service, the agency aims to foster a culture of loyalty and retention while ensuring fair compensation for its workforce.
Employee Demographics:
A significant portion of PAGCOR’s workforce, comprising 7,057 personnel or 72.60% of the total, boasts more than three years of service in their respective positions. This demographic insight underscores the importance of addressing salary differentials to uphold employee satisfaction and organizational stability.
PAGCOR’s pursuit of fair compensation reflects its commitment to fostering a supportive and equitable work environment. By advocating for the approval of step increments and appealing for the retention of employee benefits, PAGCOR endeavors to uphold the welfare of its workforce while navigating the complexities of regulatory frameworks. Moving forward, collaboration between PAGCOR and the GCG is paramount to realizing these objectives and ensuring the long-term prosperity of the organization and its employees.