Proponent: Karla Liza P. Izon
Research Agenda
Category: Human Resource Development
Office/School: OSDS Schools Division Office of
Balanga City

In recent years, the relationship between financial incentives and employee
motivation has become a focal point of discussion across various industries. The education sector, in particular, has experienced notable shifts in salary disbursement policies aimed at improving the economic well-being of its personnel. A pivotal initiative in this trajectory was the implementation of the twice-a-month release of salaries for Department of Education (DepEd) personnel in Region III, mandated by Regional Memorandum No. 043, s. 2022. Issued in compliance with Memorandum No. OUF2021-0703 and reiterated by Memorandum No. OUF-2022-0012, this directive marked a significant transition in salary disbursement, commencing from January 2022.

The implementation of the twice-a-month release of salaries in Region III was a concerted effort to streamline the salary disbursement process, ensuring timely and regular payment to DepEd personnel. Aligned with the objectives of DepEd Order No. 24, s. 2009, which introduced guidelines for a uniform supplementary payroll system, this initiative sought to enhance the financial stability and security of DepEd personnel through a consistent and predictable salary disbursement mechanism. Furthermore, the government underscored its commitment to improving the economic well-being of
teachers by implementing a minimum net take-home pay of P5,000.00, as mandated by DepEd Order No. 05, s. 2018, reflecting the recognition of teachers’ crucial role in nation-building.

The Magna Carta for Public School Teachers (Republic Act No. 4670) provided a comprehensive policy framework, emphasizing the importance of improving the social and economic status of public-school teachers. This legislative framework acknowledged the significance of enhancing living and working conditions, terms of employment, and career prospects to maintain the attractiveness of the teaching profession. As concerns grew regarding the influence of low net pay on teachers’ motivation for task proficiency,
particularly in SDO Balanga City with approximately 1,042 personnel, this research aimed to investigate the correlation between employees’ net pay and their motivation for task proficiency.