EVSU’s Commitment to Pay Scale Equity: Ensuring Fair Compensation and Eliminating Gender Pay Gaps

Eastern Visayas State University (EVSU) upholds the principles of fairness, transparency, and inclusivity in all aspects of employment and compensation. Anchored on the provisions of the Philippine Constitution, the Magna Carta of Women (Republic Act No. 9710), the Equal Work Opportunities for All mandate under the Labor Code of the Philippines, and the Civil Service Commission (CSC) compensation and classification standards, the University is steadfast in ensuring that every employee receives equitable pay based on merit, qualification, and responsibility—regardless of gender or employment status.

EVSU adopts a standardized salary structure consistent with the national compensation guidelines of the Department of Budget and Management (DBM) and the Civil Service Commission (CSC). This framework guarantees that both teaching and non-teaching personnel are remunerated fairly and proportionately to their rank, function, and length of service. The Human Resource Management Office (HRMO) conducts regular reviews of salary schedules and compensation practices to uphold the principle of “equal pay for work of equal value.”

To further reinforce merit-based recognition and equity, EVSU implements the Program on Awards and Incentives for Service Excellence (PRAISE) Manual, in accordance with CSC guidelines. The PRAISE Manual institutionalizes a transparent system of recognition, rewards, and incentives that acknowledges exemplary performance and service without bias to gender, position, or employment classification. Through this mechanism, EVSU ensures that employees are valued not only through equitable pay but also through a culture of recognition that motivates excellence and upholds fairness in professional growth. Rewards and recognitions are given to deserving employees in an annual EVSUNISTA Awards Night.

In pursuit of gender pay equity, the University integrates gender mainstreaming strategies within its Human Resource Development Plan (HRDP) and Gender and Development (GAD) programs, ensuring that all compensation and promotion processes are gender-responsive and free from discriminatory practices. EVSU likewise maintains compliance with all government-mandated benefits, including PhilHealth, GSIS, Pag-IBIG, and performance-based incentives, thereby guaranteeing comprehensive welfare and equitable treatment for all personnel.

Through these institutional mechanisms—anchored on the DBM and CSC compensation standards, reinforced by the PRAISE Manual, and guided by GAD principles—EVSU reaffirms its commitment to fostering a just, transparent, and inclusive work environment. By ensuring that pay and recognition systems are grounded on fairness and merit, the University continues to promote dignity in work, gender equality, and sustainable human resource development in higher education.

EVSU’s Commitment to Pay Scale Equity: Mainstreaming Gender Awareness and Inclusive Compensation Practices

Eastern Visayas State University (EVSU) continues to strengthen its advocacy for gender equality and equitable treatment in the workplace through the dynamic efforts of its Gender and Development (GAD) Office, headed by Dr. Fatima Socorro M. Quianzon. In partnership with various government agencies and state universities, the University hosted a two-day Gender Sensitivity Training designed to deepen awareness, enhance understanding, and institutionalize gender-responsive practices in line with EVSU’s commitment to fair and equitable employment systems.

Held on August 13–14, 2024 at the ORDEXs Studio Room, EVSU Main Campus, the training gathered GAD experts, resource persons, and academic leaders to discuss key frameworks that guide gender equity in higher education institutions. Topics included the Basic Concepts of Gender and Development, Sexual Orientation, Gender Identity and Expression (SOGIESC), Gender Analysis Tools, the Gender-Responsive LGU (GeRL) Assessment Tool, and the Gender Mainstreaming Evaluation Framework (GMEF)—all crucial instruments for identifying and addressing disparities in access, participation, and compensation across genders.

The event opened with empowering messages from Ms. Paulina L. Nayra, Co-Chairperson of the Regional Gender and Development Committee (RGADC) VIII and CEO of WEAVERS, Inc., who underscored the importance of mainstreaming GAD principles to achieve true gender equity. University President Dr. Dennis C. De Paz and Vice President for Research, Extension, and Development Dr. Analyn C. Españo likewise reaffirmed EVSU’s commitment to advancing GAD awareness as a cornerstone of institutional fairness and inclusivity.

Through the training’s expert-led sessions, participants were equipped with strategies for integrating gender perspectives into organizational systems—particularly in Human Resource Management, planning and budgeting, and performance evaluation. Sessions facilitated by Ms. Letty Jean Lor (Visayas State University) and Ms. Charmaine R. Oquina (Samar State University) highlighted the importance of the Harmonized Gender and Development Guidelines (HGDG) and the GAD Planning and Budgeting Framework, which mandates allocating at least 5% of an SUC’s annual budget to GAD programs.

This initiative reinforces EVSU’s institutional mechanisms that promote gender pay equity and fair employment practices, ensuring that compensation and recognition are based on merit, performance, and responsibility—free from gender bias. Complementing these efforts, EVSU’s Program on Awards and Incentives for Service Excellence (PRAISE) Manual upholds transparent and equitable reward systems, further strengthening a culture of fairness and empowerment among employees.

By integrating gender sensitivity, equitable pay structures, and inclusive HR mechanisms, EVSU demonstrates its steadfast commitment to creating a just, gender-fair, and inclusive academic community—one that ensures equal opportunities, fair compensation, and respect for diversity across all levels of employment.